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A reader writes: I am a high-performing, respected, well-liked senior contributor on a 25-person team at a global tech company. Since Covid, we have all been successfully working remotely. Recently, the company has enacted a “hybrid work” policy, which for me means I am supposed to go to the office three times a week. Because our team and those we work closely with are scattered around the globe, this means we are often going to the office to sit on virtual calls. Our team also has 12 contract workers who are not required to be in the office due to the terms of their contracts and desk availability. Additionally, the director of our team, Scott, is considered a teleworker and is grandfathered in, so the in-office policy doesn’t apply to him. There is one other non-contract employee who doesn’t live near an office and is also grandfathered in. I give you all this context to ask for advice on advocating for a high-performing colleague, Molly, who has been given an ultimatum: move to be close to an office (without any moving assistance) or she will “exit the company” in the next few months. Molly started as an intern with the company and performed so well that she was hired full-time. She’s now been with us nearly five years and has been fully remote the entire time. She is one of the top performers on our team and is my star mentee who is expected to follow in my footsteps. This is important to note as my skills and knowledge make me somewhat of a “unicorn,” and my boss is always trying to find people who have similar skillsets. Molly and I share a manager, Claudia, whom we both trust and respect. When this hybrid work policy was implemented towards the end of 2025, Claudia followed all the correct paths in HR to request an exemption for Molly to be redesignated as a teleworker based on her performance and value to the team and company, but it was denied. Claudia is very upset about this, and I do believe the decision was out of her hands and that HR has just drawn a hard line in the sand around this new policy. Scott, Claudia’s boss and our team’s director, also supported this exemption for Molly, and said he took it all the way up the chain to advocate for her. I believe both when they say they did all they could. Beyond Molly’s stellar performance, I am outraged that this hybrid work policy is already being incredibly unfairly applied (see context above), that this decision will affect the entire team’s morale, and that the loss of her will mean I will most likely have to pick up the slack. (I already take on a lot of work beyond my core responsibilities, and I’ve made it clear with both bosses that I’m having better work boundaries in 2026 for my own mental health.) It has not been made clear if we’ll be able to backfill Molly’s role. As her senior peer, what, if anything, can I do to advocate for her to stay? It’s really a simple ask of HR: redesignate a top-performer as a teleworker. As of now, Molly’s situation is largely unknown to most of the team. But I’ve been thinking, is there power in numbers? Assuming I get Molly on board, could I campaign to the rest of the team and ask them to “sign” or in some way show their support for Molly, and then share this evidence up the chain of command and to HR? I have a good amount of influence with the team, and I am willing to burn some professional capital on this crusade for fairness to keep my star mentee. I know something like this is a hail Mary at this point, so I’d appreciate any guidance! You can read my answer to this letter at New York Magazine today. Head over there to read it. The post my rock-star coworker will quit if she has to return to the office appeared first on Ask a Manager. View the full article

A federal judge granted the interview request for a brokerage accused of violating the megalender's restriction on selling loans to wholesale competitors. View the full article

You have more to offer than time. By Jody Padar Radical Pricing - By The Radical CPA Go PRO for members-only access to more Jody Padar. View the full article

You have more to offer than time. By Jody Padar Radical Pricing - By The Radical CPA Go PRO for members-only access to more Jody Padar. View the full article

Stock prices jumped notably following the billionaire and legacy GSE investor's comment indicating Fannie and Freddie have been "stupidly cheap." View the full article

A detailed and historic look. By Martin Bissett Winning Your First Client Go PRO for members-only access to more Martin Bissett. View the full article

A detailed and historic look. By Martin Bissett Winning Your First Client Go PRO for members-only access to more Martin Bissett. View the full article

There are a lot of decisions to make. By Marc Rosenberg CPA Firm Mergers: Your Complete Guide Go PRO for members-only access to more Marc Rosenberg. View the full article

There are a lot of decisions to make. By Marc Rosenberg CPA Firm Mergers: Your Complete Guide Go PRO for members-only access to more Marc Rosenberg. View the full article

SEO hiring is shifting toward senior, strategy-led roles as AI reshapes search and expands the scope of the job. A new Semrush analysis of 3,900 listings shows companies now prioritize leadership, experimentation, and cross-channel visibility over pure technical execution. Why we care. SEO hiring, career paths, and required skills are changing. Entry roles focus on execution, while most demand sits at the leadership level — owning strategy across search, AI assistants, and paid channels, with clear revenue impact. What changed. Senior roles dominated, accounting for 59% of listings. Mid-level roles, such as specialists (15%) and managers (10%), trailed far behind. Companies are shifting budget toward strategy as AI tools absorb more execution work. The skills shift. In-demand capabilities extend beyond traditional SEO into coordination, testing, and decision-making: Project management appeared in more than 30% of listings. Communication led non-senior roles at 39.4%. Experimentation appeared in 23.9% of senior roles compared with 14% of other roles. Technical SEO appeared in about 6% of listings. Tools and channels. The SEO tech stack now spans analytics, paid media, and data. Google Analytics appeared in up to 47.7% of listings. Google Ads appeared in 29% of listings. SQL demand grew at the senior level. AI tools like ChatGPT were increasingly listed. AI expectations: AI literacy is moving from optional to expected: 31% of senior roles mentioned AI. Nearly 10% referenced LLM familiarity. AI search concepts like AI search and AEO appeared more often. Pay and positioning: SEO is increasingly treated as a business function. The median salary for senior roles reached $130,000, compared to $71,630 for others. Some listings were much higher. Degree preferences skewed toward business and marketing. Remote work is now standard. More than 40% of listings offered remote options, with little difference by seniority. About the data: Semrush analyzed 3,900 U.S.-based SEO job listings from Indeed as of Nov. 25. Roles were deduplicated, segmented by seniority, and analyzed using semantic keyword extraction. The study. What 3,900 SEO Job Listings Reveal for 2026: Experiments, AI, and Six-Figure Salaries View the full article

US leader’s foundation expects to raise nearly $1bn for building in Miami containing decommissioned Air Force OneView the full article

Chinese tech conglomerate reports slowest revenue growth in three years View the full article

Semiconductor groups join forces on silicon photonics to speed up data centre systemsView the full article

When you’re considering buying a franchise, comprehension of the costs involved is crucial for your financial planning. You’ll encounter several key expenses, starting with the initial franchise fee, which can vary considerably. Furthermore, you’ll need to factor in real estate and construction costs, equipment, initial inventory, and ongoing fees. Each of these elements considerably impacts your investment and potential profitability. Let’s explore these costs in detail to guarantee you’re well-prepared for this venture. Key Takeaways Initial franchise fees range from $10,000 to $50,000, with high-profile franchises exceeding $100,000. Real estate and construction costs can vary significantly, often between $10,000 and over $100,000. Equipment and fixtures investment typically ranges from thousands to tens of thousands of dollars, depending on the franchise type. Initial inventory costs generally range from $5,000 to $50,000, crucial for meeting launch demand. Ongoing fees, including marketing and royalty fees, typically range from 1% to 12% of gross sales, impacting profitability. Initial Franchise Fee When considering a franchise, one of the first costs you’ll encounter is the initial franchise fee, which typically ranges from $10,000 to $50,000. This one-time payment grants you the rights to use the franchisor’s brand and business model, covering essential services like training and operational support. Nevertheless, for high-profile franchises, fees can exceed $100,000. The fee often varies based on franchise type; for instance, mobile franchises require lower fees compared to brick-and-mortar locations that need build-out. It’s imperative to review the Franchise Disclosure Document (FDD), as it details what the initial franchise fee covers. For example, Chick-fil-A charges around $10,000, but total investment costs might still be considerably higher, affecting your comprehension of how much to buy a franchise. Real Estate and Construction Costs When you’re considering a franchise, comprehending real estate and construction costs is essential. You’ll need to factor in property acquisition expenses, whether you’re leasing or purchasing, along with build-out requirements that can vary greatly based on your franchise’s needs. The location you choose not just impacts initial investments, like down payments and monthly rents, but furthermore plays a key role in your franchise’s long-term success. Property Acquisition Expenses Property acquisition expenses represent a vital investment for franchisees, as they encompass both real estate and construction costs. Typically, you’ll face purchasing or leasing expenses, with monthly rent often ranging from $3,000 to over $10,000 based on location. If you choose to lease, be prepared for a downpayment of three to six months’ rent, adding to your initial burden. Construction or renovation costs can vary greatly, usually falling between $10,000 and over $100,000, depending on the franchisor’s requirements. Securing permits and licenses is likewise fundamental, as local jurisdictions require them for legal operation. The location you select plays a pivotal role in your success, especially in major cities, where prime real estate can considerably drive up rental costs. Build-Out Requirements After addressing property acquisition expenses, it’s time to evaluate the build-out requirements necessary for your franchise. Build-out costs can range from $10,000 to over $100,000, depending on complexity and franchisor specifications. Factors like franchise type, location, and necessary renovations greatly influence these costs. Here’s a breakdown of typical expenses: Cost Category Estimated Range Renovations $10,000 – $100,000 Furniture & Fixtures $5,000 – $50,000 Equipment $5,000 – $30,000 Signage $1,000 – $10,000 Lease vs. Purchase Deciding whether to lease or purchase a property for your franchise is a critical choice that can greatly impact your financial environment. Leasing typically involves lower upfront costs, allowing for flexibility, whereas purchasing can build long-term equity but requires a more substantial initial investment. Monthly rent can range from $3,000 to over $10,000, influenced by location and market conditions. Build-out costs for franchise locations vary widely, between $10,000 and $100,000, depending on specific requirements. When buying, you’ll likely need a down payment of 3 to 6 months’ rent, which adds to your financial commitment. Home-based franchises usually incur fewer build-out costs, but other expenses should likewise be considered for a complete financial picture. Equipment and Fixtures When starting a franchise, grasping your vital equipment needs is fundamental, as these costs can vary widely based on the type of business you’re entering. You’ll need to factor in build-out expenses for installation and setup, which can greatly affect your initial investment. Moreover, consider the long-term maintenance and replacement costs, as these will play a key role in your overall financial planning and operational success. Essential Equipment Needs Grasping the vital equipment and fixtures needed for your franchise is a key aspect of your startup planning. The specific equipment varies based on your business type; for instance, restaurants require kitchen equipment, whereas retail franchises need display units. Your initial investment in equipment can range from thousands to tens of thousands of dollars, depending on operational needs. Franchise agreements usually specify the types and brands of equipment to maintain quality and consistency across locations. Moreover, some franchises mandate purchasing from approved vendors, which can affect your startup costs and financing options. Recognizing these equipment needs and their associated costs is fundamental for effective budgeting and ensuring you have enough working capital for operational success. Build-out Expenses Overview Comprehending build-out expenses is fundamental for anyone looking to invest in a franchise, as these costs can greatly affect your overall startup budget. Typically, build-out expenses range from $10,000 to over $100,000, depending on the franchisor’s requirements. Equipment and fixtures play a pivotal role in operational efficiency; costs vary based on franchise type. For instance, McDonald’s may need specialized kitchen equipment, whereas retail franchises often require display units. Adhering to brand guidelines during build-out is critical, as it guarantees your location meets aesthetic and functional standards, which can likewise influence costs. Proper budgeting for these expenses is imperative, as they greatly impact your cash flow and financial planning during the initial phase of franchise ownership. Maintenance and Replacement Costs Comprehending maintenance and replacement costs for equipment and fixtures is vital as you navigate your franchise investment. These costs can vary widely based on your franchise type. You’ll need to budget for regular servicing, which may run into thousands annually, alongside equipment repairs and replacements, particularly as machinery ages. Here’s a breakdown of some potential costs: Cost Type Estimated Range Scheduled Maintenance Fees $500 – $2,000/year Equipment Replacement $1,000 – $10,000 Fixture Replacement $1,000 – $10,000 Annual Servicing $1,000 – $5,000 Regularly updating technology is critical, as outdated systems can lead to higher maintenance costs and affect your bottom line. Initial Inventory When considering the costs associated with starting a franchise, initial inventory plays an important role in your overall investment, typically ranging from $5,000 to $50,000 or more, depending on the franchise type and products offered. Adequate initial inventory is critical for a smooth launch, allowing you to meet customer demand right from day one. Often, franchisees must purchase inventory from approved vendors to maintain brand consistency and uphold quality standards. Effective management of inventory turnover rates is essential for maintaining profitability and minimizing waste, which greatly impacts your financial health. Furthermore, initial inventory is a key factor in cash flow planning, influencing how much working capital you’ll need until your franchise becomes profitable. Training Costs Understanding training costs is vital for prospective franchisees, as these expenses can greatly influence your overall investment. Training costs can vary widely; some franchisors cover all expenses, whereas others require you to pay for travel and accommodation during training sessions. The initial training program typically lasts from a few days to several weeks, depending on the franchise’s complexity. Furthermore, ongoing training sessions may be necessary, which can lead to extra costs. Don’t forget to budget for training materials and certification fees that aren’t included in the initial franchise fee. Investing in extensive training is important, as it improves your operational efficiency and customer satisfaction, eventually impacting your profitability in the long run. Marketing and Advertising Fees Once you’ve got a handle on training costs, it’s important to turn your attention to marketing and advertising fees, which play a significant role in your franchise’s success. Typically, these fees range from 1% to 4% of your gross sales, contributing to national advertising efforts that benefit all franchisees. Moreover, you’ll be responsible for local marketing expenses, which can increase your overall marketing costs. Some franchisors might also charge extra for specific marketing tools or services, like technology platforms for advertising campaigns. Ongoing marketing costs are critical for maintaining brand visibility and driving sales, so it’s important to measure the return on investment (ROI) for these expenditures to guarantee they’re effective. Comprehending these fees is fundamental for budgeting. Ongoing Royalty Fees Ongoing royalty fees are an essential aspect of running a franchise, typically ranging from 4% to 12% of your gross sales. These fees impact your overall profitability, so it’s important to factor them into your financial planning. Usually, you’ll pay these fees weekly or monthly, calculated based on your total revenue. Some franchises may offer tiered royalty structures, lowering the percentage as your sales exceed certain thresholds, which can be beneficial. Always review the Franchise Disclosure Document (FDD) to understand the exact percentage specified in your franchise agreement. Furthermore, you might be required to contribute to a marketing fund, usually ranging from 1% to 4% of gross revenues, further affecting your financial commitments. Frequently Asked Questions How Much Does It Cost to Buy a 7-Eleven Franchise? To buy a 7-Eleven franchise, you’ll typically face an initial franchise fee ranging from $50,000 to $1,000,000, depending on location and store size. Furthermore, real estate costs can vary, with monthly leases averaging between $3,000 and $10,000. The total investment often falls between $200,000 and $1.5 million, covering inventory, equipment, and store build-out. You’ll likewise need to account for ongoing royalty fees and contributions to national advertising. Why Does It Only Cost $10k to Own a Chick-Fil-A Franchise? It only costs $10,000 to own a Chick-fil-A franchise as a result of their unique business model. This low initial fee attracts potential franchisees, but you must cover all restaurant costs, including real estate and construction, which can be substantial. Chick-fil-A retains ownership of the properties, limiting your control. Furthermore, you’ll pay ongoing royalty fees based on sales, typically around 15%, affecting your overall profitability in spite of the affordable entry point. What Is the Average Cost to Purchase a Franchise? The average cost to purchase a franchise typically ranges from $100,000 to $300,000. Some franchises may require as little as $10,000 or exceed $5 million. Initial franchise fees can be between $10,000 and $50,000, whereas monthly rent for commercial spaces often starts at $3,000. Moreover, you should factor in ongoing royalty fees, which are typically 4% to 12% of gross sales, plus initial inventory costs that can vary greatly. What Is the 7 Day Rule for Franchise? The 7-Day Rule for franchises allows you to review the Franchise Disclosure Document (FDD) without feeling rushed. You get at least seven days to digest the information, which includes key details about costs, obligations, and potential earnings. This rule encourages you to ask questions and seek advice from legal or financial experts, promoting informed decision-making. Nevertheless, be aware that not all states enforce this rule, so check your local regulations. Conclusion In summary, grasping the seven key costs associated with buying a franchise is crucial for making an informed decision. The initial franchise fee, real estate expenses, equipment, inventory, training, marketing, and ongoing royalties all contribute to your total investment. By carefully evaluating these factors, you can better prepare for both startup costs and long-term financial obligations. Taking the time to plan and budget effectively will help guarantee your franchise’s success and profitability in the competitive market. Image via Google Gemini This article, "How Much to Buy a Franchise: 7 Key Costs" was first published on Small Business Trends View the full article

Google's Gary Illyes published a blog post explaining how Googlebot works as one client of a centralized crawling platform, with new byte-level details. The post Google Explains Googlebot Byte Limits And Crawling Architecture appeared first on Search Engine Journal. View the full article

In relation to promoting collaboration in small groups, creative team building ideas play an essential role. Engaging in activities like the Marshmallow Building Challenge encourages members to think outside the box as they work together. Icebreaker games can break down barriers, making communication smoother. Furthermore, collaborative storytelling can improve creativity among team members. Comprehending these strategies can greatly impact team dynamics, leading to improved relationships and productivity. So, what specific activities can you implement to achieve these benefits? Key Takeaways Organize virtual coffee chats to foster relaxed, genuine connections among team members, enhancing communication and collaboration. Implement icebreaker games like Two Truths and a Lie to reveal surprising insights and strengthen team bonds. Engage in creative challenges such as the Marshmallow Building Challenge to promote teamwork, creativity, and effective time management under pressure. Facilitate collaborative storytelling sessions where team members can share narratives, improving communication skills and building trust. Schedule fun activities like Office Trivia or Pictionary to encourage laughter, competition, and personal connections among team members. Virtual Coffee Chats Virtual coffee chats serve as an effective way for team members to connect in a relaxed setting, especially in a remote work environment where face-to-face interactions are limited. These informal gatherings allow you to engage in conversations without a formal agenda, discussing a variety of topics, from ideas to mutual interests. This encourages genuine connections among remote team members and mimics the casual office interactions that improve team dynamics. Regularly scheduled coffee chats can likewise greatly enhance communication and collaboration, leading to a more cohesive team. To make these gatherings even more effective, consider using tools like CoffeePals, which automate pairings for these chats, ensuring ongoing opportunities for connection. Incorporating fun diversity team building activities into your chats can further enrich the experience, providing team building ideas for small groups that celebrate different backgrounds and perspectives, eventually strengthening your team’s unity and effectiveness. Icebreaker Games Icebreaker games are key tools for nurturing connections among team members, especially in settings where building rapport can be challenging. These activities can help break down barriers and encourage communication. Here are some fun small group ideas to take into account: Two Truths and a Lie: Participants share personal stories, leading to surprising revelations and deeper connections. Compliment Chain: Team members sit in a circle, complimenting one another to boost morale and strengthen bonds. Human Knot: Participants untangle themselves without breaking the chain of hands, promoting teamwork and communication. Incorporating team building craft activities, like Team Charades, emphasizes non-verbal communication during creative expression. Each game serves as an icebreaker and highlights individual strengths, making them vital for promoting a collaborative environment. By engaging in these activities, you’ll pave the way for a more connected and productive team. Creative Challenges Creative challenges like the Escape Room Activity and the Marshmallow Building Challenge can greatly improve your team’s collaboration and problem-solving skills. In the Escape Room, you’ll work under time pressure to solve puzzles, promoting critical thinking and teamwork. Meanwhile, the Marshmallow Challenge encourages you to construct the tallest tower using spaghetti and tape, nurturing creativity and effective time management among your team members. Escape Room Activities Escape room activities offer a unique way for teams to improve collaboration and problem-solving skills through engaging challenges. These immersive experiences require teams to solve puzzles and riddles under pressure, enhancing critical thinking and communication. As you work together, you’ll not just boost morale but also strengthen relationships among team members. Teams usually consist of 4 to 12 participants, making these activities perfect for small groups. The time-sensitive nature creates urgency, promoting quick decision-making. Real-life scenarios mimic challenges faced in everyday work situations, making insights gained immediately applicable. Marshmallow Building Challenge Following the engaging experience of escape room activities, the Marshmallow Building Challenge offers another dynamic way to encourage teamwork and creativity. In this challenge, teams compete to build the tallest freestanding tower using spaghetti, tape, and a marshmallow, which must be placed on top. Typically lasting 18 minutes, this activity pushes teams to brainstorm and iterate quickly, emphasizing the importance of prototyping and testing their designs. Participants quickly learn that initial ideas often need real-time adjustments, promoting valuable problem-solving skills. Under time constraints, effective communication and collaboration become crucial, as diverse perspectives contribute to the overall success of the project. In the end, this challenge highlights the significance of teamwork in overcoming obstacles and achieving a common goal. Collaborative Storytelling Though many team-building activities focus on competition, collaborative storytelling creates a unique opportunity for team members to join forces and weave a shared narrative. This activity cultivates creativity and teamwork through collective input, encouraging participants to actively listen and build on each other’s ideas. By sharing personal experiences or imaginative tales, storytelling circles deepen connections and comprehension among team members. Consider these benefits of collaborative storytelling: Improves communication skills by requiring clear expression and interpretation of ideas. Builds trust and openness within the group, creating a supportive environment. Breaks down barriers, promoting a sense of collaboration and strengthening relationships. Engaging in this activity not merely promotes effective teamwork but also makes for a fun and interactive experience. Fun and Games Engaging in fun and games during team-building activities can greatly improve communication and collaboration among team members. Incorporating enjoyable games cultivates a relaxed atmosphere, making it easier for everyone to bond. For instance, activities like Pictionary and Charades boost communication skills as they encourage laughter. Team-based games, such as Office Trivia, promote a competitive spirit and knowledge sharing about your workplace culture. Icebreaker games, like Two Truths and a Lie, allow team members to share personal stories, creating connections. Karaoke parties provide a unique way for individuals to connect through music, breaking down barriers. Fast-paced games like Improv Games boost quick thinking, spontaneity, and creativity, which can lead to stronger collaboration. Game Type Objective Benefits Pictionary Boost communication Promotes laughter Office Trivia Share workplace knowledge Encourages competition Karaoke Parties Build camaraderie through music Breaks down social barriers Problem Solving and Puzzles Building on the foundation of fun and games, problem-solving activities and puzzles serve as another effective means of strengthening teamwork and enhancing communication among team members. Engaging in these activities not only boosts logical thinking but additionally encourages collaboration. Here are a few ideas to get you started: Scavenger Hunts: These promote strategic thinking as team members work together to solve clues and find hidden items. Blind Drawing Exercises: One person describes an object while another attempts to draw it without seeing it, nurturing effective communication skills. Escape Rooms: These time-sensitive challenges help build trust and reliance among team members as well as enhancing their critical thinking abilities. Mindfulness and Well-Being Mindfulness and well-being are crucial components of a healthy workplace, as they directly impact team dynamics and individual performance. Incorporating group meditation or yoga sessions promotes relaxation among team members, effectively reducing stress and improving overall well-being. Engaging in these mindfulness activities nurtures a supportive environment that boosts focus and productivity, benefiting both individuals and the team as a whole. Moreover, virtual happy hours serve as casual gatherings, allowing team members to unwind and build connections beyond work contexts. Regular participation in mindfulness practices can lead to increased employee satisfaction, which is vital for retention and cultivating a positive workplace culture. In addition, integrating mindfulness into team-building activities improves emotional intelligence and resilience, contributing to a healthier team dynamic. Frequently Asked Questions What Are Some Unique Team Building Ideas? To encourage teamwork, consider unique activities like the Marshmallow Challenge, where teams build structures using spaghetti and marshmallows, promoting innovative thinking. Collaborative storytelling can improve communication skills as members create a shared narrative. Cooking competitions engage groups in time-constrained dish preparation, promoting cooperation. Escape Rooms require participants to solve puzzles together, improving critical thinking. Finally, a Memory Wall allows team members to share positive memories, strengthening relationships and boosting morale in a fun setting. What Are Fun Activities for Small Work Groups? For small work groups, consider engaging in activities like icebreakers, which help you learn more about each other through games like “Two Truths and a Lie.” Collaborative storytelling can spark creativity, whereas problem-solving puzzles, such as the “Blind Maze,” improve teamwork. You might likewise enjoy the “Marshmallow Challenge,” promoting innovation as you build structures with limited materials. Cooking competitions can further encourage collaboration and allowing everyone to showcase their culinary skills in a friendly setting. What Are 5 Minute Team Building Activities? You can engage in several effective five-minute team-building activities. For instance, “Two Truths and a Lie” encourages team members to share fun facts, promoting interaction. Compliment Chain promotes positivity by having participants compliment each other. “Blind Drawing” improves communication skills, as one person describes an image as others draw it. Finally, “Don’t Smile” is a light-hearted game that encourages laughter and breaks the ice, making it easier to connect in a short time. What Is a Catchy Theme for Team Building? A catchy theme for team building can greatly improve participation and engagement among team members. Consider themes like “Around the World,” which can showcase diverse cultures, or “Superheroes Unite,” where individuals embrace their strengths. “Decades Party” allows teams to explore nostalgia through different eras, whereas “Mystery Adventure” involves engaging activities like scavenger hunts. Finally, a “Wellness Retreat” focuses on mindfulness and team cohesion, promoting overall well-being and a healthy work-life balance. Conclusion Incorporating creative team-building activities for small groups can greatly improve collaboration and strengthen relationships. Whether through virtual coffee chats, icebreaker games, or engaging in creative challenges, these activities promote communication and innovation. Collaborative storytelling and problem-solving exercises can deepen connections, whereas fun games offer a lighthearted way to bond. By prioritizing mindfulness and well-being, teams can cultivate an environment that nurtures productivity and camaraderie, eventually leading to improved performance and a more cohesive workplace. Image via Google Gemini and ArtSmart This article, "Creative Team Building Ideas for Small Groups" was first published on Small Business Trends View the full article

Another round of layoffs has hit the tech industry, this time at SaaS giant Oracle Corporation (NYSE: ORCL). The job cuts reportedly came out of the blue for most affected employees, with many receiving an early-morning email announcing their job loss just hours before they were scheduled to go into the office. Here’s what you need to know. What’s happened? On early Tuesday morning, Oracle employees around the world began reporting on social media that they had received an email from the company informing them that their employment had been terminated. According to these reports, the emails began arriving in employees’ inboxes at around 6 a.m. local time. It was not immediately clear how many employees were laid off and which divisions and locations were most affected. When reached by Fast Company, an Oracle spokesperson declined to comment. What Oracle has told affected employees Oracle hasn’t publicly stated a reason for this specific round of layoffs, and in the emails it sent to employees, the company didn’t get into specifics. As for those emails, there appear to be at least two different versions that were sent out to affected employees, though both effectively convey the same information. In one version of the email seen by Business Insider, it states, “After careful consideration of Oracle’s current business needs, we have made the decision to eliminate your role as part of a broader organizational change. As a result, today is your last working day.” A number of Reddit users have posted a version of the email with different wording. As of Oracle’s most recent 10-K filing from May 2025, the company had around 162,000 employees. What is the reason for the layoffs? While Oracle did not specify the reasons for the layoffs in those emails, the company has been under significant pressure recently to cut costs to fund its large AI data center buildout, much of which is part of its partnership with OpenAI and the $500 billion Stargate AI infrastructure project. Oracle is also trying to pivot from being mainly a software-as-a-service (SaaS) company to becoming a cloud computing provider. The company is doing this to hedge against the possibility that artificial intelligence platforms may soon significantly impact legacy SaaS business models. By pivoting, Oracle has a chance to grow with the AI era rather than be devoured by it. However, that pivot requires massive capital, and the quickest way for a company to free up capital is usually, unfortunately, by laying off workers. How have investors reacted to the layoffs? Wall Street has reacted to the Oracle layoffs as it usually does: by boosting the company’s stock price. As of this writing, shares in Oracle Corporation (NYSE: ORCL) are currently up around 2.8% to $142.69. However, that stock price bump does little to counteract massive declines over the past six months. Investors have increasingly worried about the company’s capital expenditures related to its AI data center buildout and the potential impact that AI chatbots will have on its business model. Since early October, ORCL shares have been cut nearly in half, falling from around $289 per share to around $142 per share today. View the full article

The countdown is on: Taxpayers have a little over two weeks to file their 2025 tax returns and pay any taxes due by Wednesday, April 15, 2026. The Internal Revenue Service (IRS) expects to receive about 164 million individual income tax returns this year, with most taxpayers filing electronically. But this is no ordinary tax year: The 2026 tax season comes with a number of additional deductions thanks to President Donald The President’s so-called “big, beautiful bill.” Those include no tax on tips, no tax on overtime, no tax on car loan interest, and enhanced deduction for seniors. To claim these, taxpayers will need to use the new schedule 1-A form, according to the IRS. However, like all good things, these deductions are only temporary and expire in 2028 when The President leaves office at the end of his second term. You’re also probably wondering how much you’ll save on this year’s taxes, and how what kind of refund to expect. According to the IRS, the average tax refund is up nearly 11% this year, as of March 20. Here’s what to know before you file your 2026 taxes. No tax on tips, no tax on overtime As Fast Company has previously reported, the No Tax on Tips provision allows eligible tipped workers to deduct a portion of their income from tips on their federal income taxes. The provision was passed and signed into law on July 4 as part of President Donald The President’s One Big Beautiful Bill Act (OBBBA). Eligible workers can deduct up to $25,000 of reported tip income. It also applies to overtime, and is available to eligible taxpayers this year, regardless of whether they itemize. In order to claim the deduction, filers must provide their Social Security number on their 1040 form, or that of their spouse when filing jointly; and employers must specify on W-2 forms how much overtime an employee received during the 2025 tax year. No tax on car loan interest The no tax on car loan interest deduction comes with a few stipulations: It only applies to interest on loans for personal travel, not business, for “qualified passenger vehicles” whose “final assembly” occurred in the United States. That is to say, the vehicle needs to be manufactured in the U.S. The deduction applies only to new vehicles purchased in 2025 and 2026 (and on future tax returns, 2027 and 2028) including: vans, minivans, sport utility vehicles (SUVs), pickup trucks, and even motorcycles, according to CNN. The deduction applies to interest on vehicle loans up to $10,000 a year (regardless of whether the deductions are itemized), and applies to single filers with an adjusted gross income up to $100,000 ($200,000 for joint filers). Senior deductions The new deduction for seniors applies to taxpayers age 65 and older, and offers an additional $6,000 deduction per filer (12,000 for a married couple) in addition to the standard deduction already available for seniors. It phases out for taxpayers with modified adjusted gross income over $75,000 ($150,000 for joint filers). How much will I save on my 2026 taxes? According to the non-partisan Tax Policy Center (TPC), The President’s “big, beautiful bill” will reduce taxes for Americans by about an average of $2,900 this year, with about 85% of households receiving the cut. However, expect almost 60% of these tax benefits to go to those with incomes of $217,000 or more—in the top quintile, or one-fifth of earners. Also worth mentioning: About 4% of households will be seeing their taxes increase. View the full article

As small businesses adapt to a rapidly changing work landscape, HP has unveiled an expanded commercial lineup designed to cater to diverse workflows and environments. With this new range, HP aims to provide solutions that resonate with the unique needs of small business owners, making it easier for them to choose devices that enhance productivity and security. HP’s latest offerings, including the EliteBook and ProBook series, specifically target knowledge workers and growing teams. Each model focuses on delivering tailored performance, seamless collaboration features, and options that fit various work styles. The HP EliteBook 8 G2 Series stands out with its advanced collaboration tools and remarkable battery life. For professionals who often switch between focused work and collaborative sessions, this series includes a garaged pen, making it a practical choice for both creators and knowledge workers. Meanwhile, the HP EliteBook 6 G2 Series is designed with small and medium-sized business (SMB) teams in mind. With its scalable productivity features and flexible configurations, it allows businesses to standardize their devices while enhancing workflows. This is especially beneficial for tech-forward organizations looking to streamline operations without sacrificing performance. The HP ProBook 4 G2 Series, including the versatile Flip model, caters to growing SMBs. It offers AI-enabled performance and durability, key attributes that can support businesses as they expand. This line is aimed at companies that want dependable devices that can adapt alongside them. For those who prefer desktop setups, the HP EliteDesk 8 G2 Series provides secure, scalable desktop performance. With local AI acceleration and advanced security features like HP Wolf Security, businesses can rest assured that their data and devices are safely managed, crucial for maintaining productivity in today’s increasingly mobile work world. HP emphasizes that as work flexibility grows, so does the importance of built-in security. With new features such as HP TPM Guard and Wolf Connect, companies can feel confident their information is protected from both physical and cyber threats. This is particularly relevant for small businesses, which may lack extensive IT resources but still require robust security measures. Another noteworthy addition is HP IQ, an AI-driven initiative to improve local productivity. By integrating AI capabilities right into their devices, HP aims to help teams automate routine tasks and gain deeper insights from their data. For small businesses, this could mean more efficient workflows and better data management, keeping sensitive information secure and controlled. HP IQ will initially be available on select HP AI PCs starting in Spring 2026, with further expansion planned throughout the year. As AI technology becomes increasingly embedded in office tools, small business owners should consider how these enhancements can drive efficiency and innovation in their operations. Pricing for these new products will be announced closer to their availability, with many models expected to hit the market in mid-2026. This release schedule gives small business owners time to evaluate their needs and budget for these innovations. While the potential benefits of these devices are significant, small business owners may want to weigh the associated challenges as well. Transitioning to new technology often requires training, initial investment, and adapting existing workflows. Additionally, as AI capabilities evolve, ongoing software updates could be necessary to harness their full potential. In summary, HP’s expanded lineup reflects a commitment to addressing the diverse needs of small businesses. By providing flexible, secure, and AI-enabled devices, HP empowers business owners to optimize their operations and adapt to changing work environments. This rollout presents an opportunity for small businesses to enhance productivity while navigating the complexities of modern technology. For further details, visit the original press release here. Image via Google Gemini This article, "HP Launches New Devices with Enhanced Security and AI for Modern Workforces" was first published on Small Business Trends View the full article

Home Office has expressed concerns that Prevent programme is under pressure due to wider gaps in public services View the full article

Every time you ask ChatGPT to draft an email, or prompt an AI assistant to help you decide which refrigerator to buy—somewhere, a data center hums to life to make it happen. These facilities, which can span the size of a small city, are the unglamorous physical infrastructure behind the AI revolution. They’re cavernous buildings packed with servers, cooled by industrial systems, drawing power at a scale that strains local electrical grids. What almost no one talks about is the human beings building them. To construct a single data center, developers source millions of tons of concrete, steel, copper, lithium, and critical metals from supply chains that stretch across dozens of countries. At the far end of those chains—in mines, smelters, and materials processing facilities—labor conditions are often opaque, and in some cases, deeply troubling. The industry has made notable progress on tracking its carbon footprint. It has made almost none on tracking whether the workers who made its buildings possible were free or enslaved. That gap was at the center of a pointed panel conversation last week at Grace Farms, the award-winning cultural and humanitarian center in New Canaan, Connecticut, where executives from Google and Bloomberg joined the leader of a prominent data center trade association to reckon with a simple, uncomfortable question: At a moment when the tech industry is building faster than it ever has, who is paying the human cost? Design for Freedom Grace Farms’ Design for Freedom initiative, launched in 2020 by CEO and founder Sharon Prince, is a global movement to eliminate forced and child labor from the building materials supply chain. Its annual summit convenes leaders from architecture, engineering, construction, tech, government, and real estate to advance what the organization describes as a movement toward a more humane built environment. This year, the data center industry was one of its most urgent focal points—and the people in the room to address it had real power to do something about it. Sharon Prince The numbers are staggering. There are currently around 5,000 data centers in the United States, with Germany, the U.K., and China following behind. Global data center capacity is projected to grow 14% annually, with approximately 100 gigawatts of new capacity coming online by 2030, effectively doubling the sector in just five years. The U.S. data center construction market alone is projected to reach $112 billion in that same timeframe, which equates to $1.2 trillion in real estate value creation. “The growth of data centers over the last three years is more than we’ve seen in the last 30,” said Miranda Gardiner, executive director of the I-Masons Climate Accord, a trade association focused on emissions reductions and sustainability in the data center sector. “To say that this is a problem and opportunity for all of us is maybe an understatement.” Nora RizzoDave WildmanMiranda GardinerNoah Goldstein The Power of the Purse The biggest technology companies are currently the largest and most active construction clients in the world. As a result, they have unusual—and largely untapped—power to mandate better practices across their supply chains. “When we come out collectively to say things as an industry, people tend to listen and they do change their behaviors,” said Noah Goldstein, Google’s sustainability lead for data center construction. He described using Google’s supplier code of conduct as a practical tool in meetings with contractors and senior construction leaders. He pulled up the environmental responsibility section on screen and pointed out that vendors have, by signing their contracts, already committed to reporting their emissions, training their own supply chains, and working to reduce their environmental footprint. “A lot of the CEOs that we’re meeting with have never seen this before,” he said. Goldstein called this a “soft stick.” And alongside sticks, there are carrots: Google has created a recognition program for its supply chain, awarding physical plaques— “$7 frames from Amazon,” Goldstein said—to construction teams for best deployment of low-carbon solutions or best reporting. The competitive effect has been significant. “The CEOs of those companies are incredibly competitive people. They want to win next year. They want to compete on sustainability, and they want to get that seven-dollar plaque on their wall.” The stakes of getting those contracts right are not abstract. The building materials that flow into a single data center—the steel, the copper wiring, the concrete, the lithium—pass through supply chains that span dozens of countries and touch millions of workers, many of them in places with weak labor protections and little recourse when conditions turn exploitative. Forced labor has been documented in the mining of cobalt in the Democratic Republic of Congo, in brick kilns across South Asia, and in the production of construction materials across Southeast Asia. A contract clause requiring human rights reporting may seem far removed from a mine in Central Africa or a smelter in Malaysia—but when that clause is signed by a company spending billions of dollars on construction, it sends a signal down the entire chain about what will and won’t be tolerated. It’s an imperfect mechanism: It relies on supply chains being regularly audited and violators held to account. But it is one of the few tools we have to move towards more ethical labor. Dave Wildman, Bloomberg’s global head of data center workplace infrastructure and sustainability, offered a parallel perspective from Bloomberg, which he said was much smaller in scale than the tech giants, but nonetheless carries a recognizable name and the ability to amplify these conversations. He drew a direct comparison to where sustainability was two or three decades ago—when introducing environmental policy into a conversation with vendors yielded a few paragraphs on a page, if anything at all. “The same conversation is happening now, and it should be happening now,” he said. An Industry at an Inflection Point There was a sense throughout the panel that the data center industry is at a moment that resembles other industries’ past reckonings with sustainability. We’re in a window in which norms can be set before practices calcify, when competitive pressure can still be redirected toward better outcomes rather than a race to the bottom on cost. But unlike most industries facing this kind of reckoning, the data center sector has something unusual working in its favor: the sheer concentration of purchasing power among a handful of companies. When Google, Microsoft, Meta, and Amazon all move in the same direction on a supply chain requirement, they don’t just change their own practices, they effectively reset the floor for the entire industry. Suppliers who want access to those contracts have to meet the bar. And because data center construction is currently the most active and well-funded construction market in the world, that bar has the potential to ripple outward into broader construction supply chains that touch far more than just tech infrastructure. The human stakes of getting that right are considerable. For workers at the far end of data center supply chains—in quarries, mines, and materials processing facilities across the Global South—the difference between a contract that requires supply chain transparency and one that doesn’t can be the difference between a job with basic protections and one without them. The panelists were clear-eyed that the work is still early. The forced labor and human rights piece of the data center supply chain remains largely uncharted territory, even for companies that have made significant strides on carbon. Industry-wide adoption of human rights due diligence, if it were to follow the same trajectory as carbon disclosure, could over time create accountability mechanisms that reach workers. It would not happen overnight, and contractual language alone is not sufficient—enforcement, verification, and worker-accessible grievance mechanisms would all need to follow. But the argument the panelists are making was that the scale of investment flowing into data center construction right now creates a rare opportunity: with enough contracts, enough collective voice, and enough willingness to use both, the industry might be able to write better rules before bad ones become the default. View the full article

Technical SEO extends beyond indexing to how content is discovered and used, especially as AI systems generate answers instead of listing pages. For generative engine optimization (GEO), the underlying tools and frameworks remain largely the same, but how you implement them determines whether your content gets surfaced — or overlooked. That means focusing on how AI agents access your site, how content is structured for extraction, and how reliably it can be interpreted and reused in generated responses. Agentic access control: Managing the bot frontier From a technical standpoint, robots.txt is a tool you already use in your SEO arsenal. You need to add the right crawlers within your files to allow specific bots their own rights. For example, you may want a training model like GPTBot to have access to your /public/ folder, but not your /private/ folder, and would need to do something like this: User-agent: GPTBot Allow: /public/ Disallow: /private/ You’ll also need to decide between model training and real-time search and citations. You might consider disallowing GPTBot and allowing OAI-SearchBot. Within your robots.txt, you also need to consider Perplexity and Claude standards, which are tied to these bots: Claude ClaudeBot (Training) Claude-User (Retrieval/Search) Claude-SearchBot Perplexity PerplexityBot (Crawler) Perplexity-User (Searcher) Adding to your agentic access is another new protocol — llms.txt, a markdown-based standard that provides a structured way for AI agents to access and understand your content. While it’s not integrated into every agent’s algorithm or design, it’s a protocol worth paying attention to. For example, Perplexity offers an llms.txt that you can follow here. You’ll come across two flavors of llms.txt: llms.txt: A concise map of links. llms-full.txt: An aggregate of text content that makes it so that agents don’t have to crawl your entire site. Even if Google and other AI tools aren’t reading llms.txt, it’s worth adapting for future use. You can read John Mueller’s reply about it below: Extractability: Making content ‘fragment-ready’ GEO focuses more on chunks of information, or fragments, to provide precise answers. Bloat is a problem with extractability, which means AI retrieval has issues with: JavaScript execution. Keyword-optimized content rather than entity-optimized content. Weak content structures that fail to provide clear, concise answers. You want your core content visible to users, bots, and agents. Achieving this goal is easier when you use semantic HTML, such as: <article> <section> <aside> The goal? Separate core facts from boilerplate content so your site shows up in answer blocks. Keep your context window lean so AI agents can read your pages without truncation. Creating content fragments will feed both search engines and agentic bots. Dig deeper: How to chunk content and when it’s worth it Your customers search everywhere. Make sure your brand shows up. The SEO toolkit you know, plus the AI visibility data you need. Start Free Trial Get started with Structured data: The knowledge graph connective tissue Schema.org has been a go-to for rich snippets, but it’s also evolving into a way to connect your entities online. What do I mean by this? In 2026, you can (and should) consider making these schemas a priority: Organization and sameAs: A way to link your site to verified entities about you, such as Wikipedia, LinkedIn, or Crunchbase. FAQPage and HowTo: Sections of low-hanging fruit in your content, such as your FAQs or how-to content. SignificantLink: A directive that tells agents, “Hey, this is an authoritative pillar of information.” Connecting information and data for agents makes it easier for your site or business to be presented on these platforms. Once you have the basics down, you can then focus on performance and freshness. Get the newsletter search marketers rely on. See terms. Performance and freshness: The latency of truth AI is constantly scouring the internet to maintain a fresh dataset. If the information goes stale, the platform becomes less valuable to users, which is why retrieval-augmented generation (RAG) must become a focal point for you. RAG allows AI models, like ChatGPT, to inject external context into a response through a prompt at runtime. You want your site to be part of an AI’s live search, which means following the recommendations from the previous sections. Additionally, focus on factors such as page speed, server response time, and errors. In addition to RAG, add “last updated” signals for your content. <time datetime=””> is one way to achieve this, along with schema headers, which are critical components for: News queries. Technical queries. You can now start measuring your success through audits to see how your efforts are translating into real results for your clients. Dig deeper: How to keep your content fresh in the age of AI Measuring success: The GEO technical audit You have everything in place and ready to go, but without audits, there’s no way to benchmark your success. A few audit areas to focus on are: Citation share: Rankings still exist, but it’s time to focus on mentions as well. You can do this manually, but for larger sites you’ll want to use tools like Semrush. Log file analysis: Are agents hitting your site? If so, which agents are where? You can do this through log analysis and even use AI to help parse all of the data for you. The zero-click referral: Custom tracking parameters can help you identify traffic origins and “read more” links, but they only paint part of the picture. You also need to be aware that agents may append your parameters, which can impact your true referral figures. Measuring success shows you the validity of your efforts and ensures you have KPIs you can share with clients or management. Scaling GEO into 2027 Preparing your GEO strategy for 2027 requires changes in how you approach technical SEO, but it still builds on your current efforts. You’ll want to automate as much as you can, especially in a world with millions of custom GPTs. Manual optimization? Ditch it for something that scales without requiring endless man-hours. Technical SEO was long the core of ranking a site and ensuring you provided search bots and crawlers with an asset that was easy to crawl and index. Now? It’s shifting. Your site must become the de facto source of truth for the world’s models, and this is only possible by using the tools at your disposal. Start with your robots.txt and work your way up to structure, fragmented data, and extractability. Audit your success over time and keep tweaking your efforts until you see positive results. Then, scale with automation. View the full article

A reader writes: I own a small (but growing) tax service. Recently I hired Cara, who moved to the area and was able to step right in, and during our busy season to boot. Much of the year, we work 4-10 hour days with Fridays off. During tax season, we are busier and work 5-10 hour days. On Fridays, I buy the staff lunch. Because of dietary restrictions, allergies, etc., I let them order from whatever place they want, within reason on price, and pay for delivery or they turn in their receipt if they leave the building. Cara does not eat lunch, maybe a can of Diet Coke but nothing else. I have asked multiple times if she would like to order and stressed that it is okay, thinking maybe she is new and doesn’t feel she has earned it. But no, she says she eats breakfast and then fasts during the day until supper. Today she approached me and basically wants a reverse meal allowance. Whatever the average price is that the other employees are spending on lunch, she wants that money directly given to her because she isn’t getting “paid” the amount that the other employees are with their free lunch. Honestly, I am at a loss for words so I am writing to you. What do you think, and what is the right response back to her? Cara is missing the point: you’re buying your team lunch as a way to boost morale during your busy season. It’s not a cash exchange; it’s a gesture somewhere closer to hospitality, because food is a way of taking care of people. There’s a reason you’re doing it by providing lunch and not just Venmo’ing everyone 20 bucks every week. It’s kind of like if you stopped at a coffeeshop on the way back from a client meeting and offered to buy her a drink and she said, “No, but can I have the money you would have spent on it?” You’d be taken aback and she’d be missing the point of what you were offering. In both cases, the request makes it more transactional than it’s supposed to feel. On one hand, I can see how she got there — work is transactional (people trade their labor for money, and everything employers do to keep people happy and feeling appreciated is ultimately in service of the business’s goals, because it helps you retain good people who are reasonably content to be there). But she’s ignoring the human side of the transaction — the warmth and sociability of it — which is that you’re not just adding lunch money to people’s paychecks but rather are saying, “Let me do something hospitable to make our busy season more comfortable for you.” That’s what’s making her request come across as tone-deaf. And workplaces frequently offer a range of perks that not everyone will use, and they’re not generally cutting people checks if they decline to use the subsidized gym or the free snacks in the kitchen. As for how to respond … when you buy lunch on Fridays, are people mostly eating together or they working through lunch? If they’re mostly eating together, it would be very reasonable to explain that what you’re paying for is a morale-boosting group lunch; you’d love to have her join everyone but understand if it’s not her thing … but that you’re not handing out cash in lieu of attending, just like you wouldn’t give people a check if they didn’t attend the holiday party or a team happy hour. And you could say that same thing even if people mostly work through lunch on those days too. That’s a reasonable stance to take, and you’d be perfectly justified in it. However, if that’s the scenario, I don’t think it’s outrageous to think about doing what she’s asked as a gesture toward her morale. I don’t love it, for all the reasons above — and you could end up in a situation where other people decide they’d prefer the cash too, and if enough people do that it will really alter what you set out to do — but if the point is make people feel taken care of, it could be worth broadening your definition of what that looks like. Again, she’s out of sync with where you’re coming from, and it makes me wonder if she’s out of sync on other things too. But if she’s otherwise a good employee who you value and want to keep, it’s not the worst thing to decide it’s a small way to help her feel equitably treated. The post my employee wants to be reimbursed for not eating when I buy everyone lunch appeared first on Ask a Manager. View the full article

Antonio Bustamante has kept a watercolor of labor leader César Chavez for more than 35 years, hanging it on the wall of his law office in Yuma, Arizona. As a young man, he was moved by Chavez and helped organize workers before joining his security team. Like many others, Bustamante must now wrestle with reconciling the man he adored with the allegations Chavez groomed and sexually abused women and young girls. “I’m trying to figure out how emotionally and intellectually I’ll be able to understand my perception of him as an extremely good man,” Bustamante said, his voice heavy with emotion, “compared to these things that are said he did.” Chavez built a national reputation organizing in the fields. With Dolores Huerta — also one of his victims — he co-founded the United Farm Workers union, led a hunger strike, a grape boycott with Filipino farmworkers, and eventually pressured growers to negotiate better wages and working conditions for Mexican American farmworkers. Nearly two weeks after a New York Times report detailing allegations of sexual abuse, communities and rights groups across the country are still figuring out how he should be remembered. His name and image have already been erased from monuments, streets and murals around the country. Reckoning with a legacy Bustamante said he learned of the allegations when an old friend called to tell him about the upcoming report. What flashed through his mind, he said, were the faces of others who had known and admired Chavez, and “how their eyes would be devastated.” “We were looked down upon by society, we were Mexicans,” Bustamante said, recalling the first time he saw Chavez speak outside the Arizona Capitol in 1972 as he launched a hunger strike. He “gave us worth, and for young people that was everything.” Now, some of Bustamante’s friends have taken down images of Chavez. In his community, Bustamante likened it to denouncing Catholicism and removing photos of the pope. One person does not make a movement For many, it’s an example of why movements should not be tied to a single leader. Teresa Romero, president of United Farm Workers, said the contradiction between the Chavez’s legacy and the allegations is unavoidable. “We have in one hand César Chavez, the man who committed horrible acts that we’re not going to justify,” Romero said. “On the other hand, we have César Chavez, the organizer who brought thousands and thousands of people together to be able to work for farm workers, and improve their lives and working conditions.” Unfortunately, both of those things came from the same person, Romero said. Sehila Mota Casper, executive director of Latinos in Heritage Conservation, said the farmworker movement was always driven by collective effort. “The rights and protections that came from it belongs to the people that built it,” she said. “It wasn’t just one individual.” That perspective, she said, offers a way to move forward: recognizing Chavez’s role without letting it overshadow the contributions of others, including Huerta, and the challenges they faced. Advocacy groups like the nonprofit Voto Latino took a similar stance, saying, “The women who organized, marched, and sacrificed alongside farmworkers carried this movement on their backs.” Dismantling a man, preserving history The allegations also prompted swift public action. Within days, statues were removed and celebrations cancelled or renamed, including events tied to the federal César Chavez Day on March 31. Political leaders from both parties have condemned the alleged abuse. Some Republicans, including Texas Gov. Greg Abbott, cited it as part of a broader criticism of Chavez’s progressive legacy. Abbot said Texas — a state with dozens of Confederate monuments — would no longer celebrate César Chavez Day, saying the allegations “undermine the narrative that elevated Chavez as a figure worthy of official state celebration.” At the same time, groups like the nonpartisan Latino Victory Project, which focuses on developing Hispanic political leadership, said this current moment should not distract from the still-ongoing civil rights battles. “Those legacies are unchanged,” said Paul Ortiz, a labor history professor at Cornell University and director of graduate studies for Latino Studies. “And those legacies are all about people power.” What seems inevitable, Bustamante said, is that there will always be an asterisk next to Chavez’s name. “Does that take away the greatness of what his accomplishments were, the meaning of them? No, it doesn’t,” he said. “But can we look past that to honor him? That’s the tough part.” —Fernanda Figueroa and Jesse Bedayn, Associated Press View the full article

Italy refuses US warplanes permission to refuel, adding to transatlantic divisions over conflictView the full article