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The days of Republicans’ hard stances against marijuana have seemingly gone up in smoke. On Thursday, President The President signed an executive order to reschedule marijuana as a Schedule III substance—an effective downgrade from Schedule I, the most dangerous classification, which includes substances like heroin. The change could allow for marijuana to be used in more medical research, and the order also authorized the creation of a pilot program to reimburse Medicare patients for CBD products. The reclassification does not legalize marijuana, and seemingly completes or finalizes a recommendation made by the Biden administration in 2022 that the drug be rescheduled. “The Attorney General shall take all necessary steps to complete the rulemaking process related to rescheduling marijuana to Schedule III of the CSA in the most expeditious manner in accordance with Federal law,” the executive order reads. Notably, The President’s reclassification order was signed days after The President ramped up his administration’s stance on another controlled substance, fentanyl. On Monday, he signed another executive order that called fentanyl “closer to a chemical weapon than a narcotic,” and designated it as “a weapon of mass destruction.” Cannabis stocks actually ended Thursday in the red, despite the news. Tilray Brands, for example, was down 4.3% for the day, and Canopy Growth was down almost 12%. Members of the cannabis industry are cautiously optimistic about what the executive order actually means, however. “The Administration’s order calling to remove the cannabis plant from its Schedule I classification validates the experiences of tens of millions of Americans, as well as those of tens of thousands of physicians, who have long recognized that cannabis possesses legitimate medical utility,” said Paul Armentano, the Deputy Director at NORML, an organization that advocates for cannabis reform laws, in a statement. “This directive certainly marks a long overdue change in direction.” Others are much more skeptical of what it means for the legal market, but do think the changes mark a boon for medical cannabis. “Cannabis is still federally illegal,” said Ryan Hunter, the chief revenue officer at Spherex, which creates vapes and cannabis-infused gummies, in comments shared with Fast Company. “The real win here is for medical cannabis,” he added. “At Schedule III, it’s much more practical for mainstream physicians to prescribe cannabis products.” Still others are simply happy to see reclassification come to fruition. “We welcome the decision to reschedule cannabis. This long-overdue step aligns regulation with science and public opinion, providing a necessary foundation for patient relief and compliant business growth,” said Socrates Rosenfeld, the CEO and co-founder of Jane Technologies, which creates software for cannabis businesses, in a statement shared with Fast Company. “We are hopeful this marks the beginning of real momentum toward the broader, systemic reform needed for a truly just and accessible industry.” View the full article

It’s “where are you now?” month at Ask a Manager, and all December I’m running updates from people who had their letters here answered in the past. Here are three updates from past letter-writers. 1. Employee keeps working unpaid overtime and lies about it (#5 at the link) When I had a stern talk to Pam warning her she would be fired for any further unapproved overtime, she wrote an email to say she was suing us. This bizarre announcement prompted me to start poking around as you advised. I discovered Pam had been stealing cash from work. It explained a lot about her eagerness to do overtime. She was outraged when confronted. Pam declared that she was innocent before god and swore to her recently passed mother’s name she never stole. She wept and pleaded innocence so convincingly that I would’ve believed her if not for the CCTV evidence. After she was fired, she reported us for migrant exploitation. She alleged (falsely) we forced her to work 100 hour weeks without pay. She would also call me 40-50 times a day and send threatening emails demanding hundreds of thousands of dollars. This was bewildering because Pam was pleasant, popular with customers, and mild mannered. She did lie about weird personal things unrelated to work, but otherwise she was a good worker. I wasn’t particularly concerned with her threats because she went back to the her home country after being fired and her work visa automatically cancelled. None of the official investigations came to anything because we clearly had done no wrong, but had plenty of evidence of her wrongdoing. When she continued the harassment, however, I sent her an email explaining if she contacted me one more time I would post CCTV footage of her stealing on YouTube and forward it to everyone I knew in the local community. She completely stopped after this — except the one time when she listed me as a work reference months later (!!!!) She did not get a good work reference. 2. My coworker blames sexism when she’s just bad at her job The coworker was let go, and it’s been a lot easier without her. They hired someone more experienced to a similar role who was also a woman, and this new employee has been doing well. I’ve worked a little more directly with the supervisor in question, and I don’t know what he’s like as a manager, but overall he’s much more competent than she portrayed him. In my original letter, I left out some things like her utter lack of a filter and tendency to carelessly gossip about sensitive things that were grating on me as well, so overall it’s such a relief not to have to work with her anymore. Thanks for your advice and to the commenters! It was excellent as always. 3. How can I get what I need from my flaky boss? I really appreciated you publishing my question. I don’t have much of an update to share which is why I was waiting – I am still in the same job with the same boss. She has improved somewhat but I still struggle to get reliable responses/follow through from her throughout the workweek. Your advice was helpful and I’ve found that it’s gotten easier to deal with this as I’ve become more comfortable in my position and confident in my own knowledge and decision making. She has become more self-aware in some ways and has been better about keeping our meetings, documenting things, etc. I also have learned I have to document everything so that I can go back and remind her what she said before! At this point she is generally happy to give me a lot of autonomy and I feel a little more prepared now to operate with that autonomy/get help from other sources. It was just scary at first when I was a new grad working with our vulnerable client population with so little guidance! I am also prepping for the next step in my career so it is much easier to deal with all of this knowing I have an end date! Thank you so much again for your help! I really appreciated everyone’s comments and thoughts. The post updates: employee lies about overtime, coworker blames sexism just is just bad at her job, and more appeared first on Ask a Manager. View the full article

The Dallas bank turned down another offer because it thought it could get a higher price from Fifth Third, and also could ink an agreement faster, according to Comerica's latest regulatory filing. View the full article

Don’t beat yourself up if you do some serious damage on a cheese plate during holiday festivities this year: You just may do your future self a favor. A new study has found that eating nearly 2 ounces or more of high-fat cheese each day has been associated with a 16% lower risk of dementia, according to the study published this week in Neurology. Lest you think this is some sort of propaganda by Big Cheese, the study followed nearly 28,000 adults in Malmö, Sweden for roughly 25 years. The study’s findings indicate that Swedes who ate more cheese with a fat content exceeding 20%—which includes many varieties of cheddar, gouda, and blue cheese, among others—had a lower risk of all-cause dementia. The researchers didn’t find a similar link with other high-fat dairy products and noted that “further confirmation of these findings in diverse populations is warranted.” While the amount of cheese in question—equivalent to less than a handful of diced cubes—may not seem significant, scientists are keen to identify even something small that could raise or lower the risk of dementia. More than 6 million Americans are currently living with dementia, and 42% of Americans over the age of 55 could eventually develop such declines in mental abilities, according to figures from the National Institutes of Health. QUESTIONING THE FINDINGS It might be tempting to give yourself permission to go wild on full-fat cheese “for your brain,” though your waistline could pay the price. The study’s authors said their findings require “caution in interpretation,” something that other experts were quick to do. The researchers only captured the dietary habits of participants at one point in 1991 and didn’t follow up with the majority of them over the course of the next 25 years. This sort of approach raises questions about the robustness of the study’s conclusions, Dr. Tian-Shin Yeh, a physician and nutritional epidemiologist at Taipei Medical University in Taiwan, wrote in an editorial published alongside the study. What’s more, the benefits of eating high-fat cheeses were most evident when participants swapped cheese for other foods, like processed or high-fat red meat, which might just reveal the difference of better options, according to Yeh. “It is not so much that high-fat cheese is inherently neuroprotective, but rather that it is a less harmful choice than red and processed meats,” she wrote. BENEFITS OF CHEESE The findings may not apply to somewhere like the U.S., where much of our cheese is processed, according to Emily Sonestedt, who led the new study and is a senior lecturer and associate professor of nutrition at Lund University in Sweden, Still, it’s possible that there are benefits from certain healthful components of cheese, like vitamins K or B12, or minerals like calcium, she told The New York Times. As with any of these sorts of studies, it’s also important for people to remember that correlation doesn’t imply causation—something Sonestedt reinforced. “This does not prove that cheese prevents dementia, but it does challenge the idea that all high-fat dairy is bad for the brain,” Sonestedt said in an email to CNN. HIGH-FAT FOODS IN FOCUS Some people don’t need purported brain benefits to convince them to eat foods high in saturated fats. These foods have been embraced in the keto diet, among others, in recent years, despite long-standing nutrition guidelines that recommend people limit their consumption of foods high in saturated fats because of the evidence that they raise LDL cholesterol levels, along with the risk of heart attack or stroke. But those guidelines are likely to see a shake-up in 2026 as Robert F. Kennedy Jr., the U.S. secretary for health and human services, has said that the next edition of the federal dietary guidelines will instead “stress the need to eat” saturated fats, dairy, fresh meat, and vegetables. And even if the results of this study are appealing to cheese lovers, the quirks of how the research was conducted mean that some experts aren’t exactly buying the results. NOT BUYING IT In fact, because the link between cheese consumption and dementia risk was “at the margin of statistical significance,” it could be due to just chance, notes Dr. Walter Willett, professor of epidemiology and nutrition at Harvard T.H. Chan School of Public Health and professor of medicine at Harvard Medical School in Boston. “I’m not running out to buy a block of cheese,” Willett said in an email to CNN. View the full article

Congress has passed a bill giving taxpayers who have been affected by natural disasters some extra time to file a claim for a tax credit or refund. View the full article

Bitcoin investors are bracing for “Witching Friday” tomorrow, December 18, when billions of options are due to expire—making for what could be a highly volatile, roller-coaster ride at the end of the week for the markets. Some $23 billion in contracts are set to expire just on Deribit, the largest Bitcoin exchange, according to Bloomberg. Here’s what to know. What is ‘Witching Friday’? “Witching Friday,” also known as “triple witching” or “the triple witching hour,” refers to the last hour of the stock market trading session on the third Friday of March, June, September, and December, when three kinds of securities expire simultaneously, often leading to increased volatility. Those securities are: stock index futures, stock index options, and stock options, (plus single-stock futures), according to Decrypt. These “triple witching” days often generate more trading activity, thus more volatility, or larger swings, since the expiration of the contracts trigger buying or selling of the underlying security, per Investopedia. “These witching days simply indicate higher volume and the ability to inflict maximum pain if certain thresholds are hit,” Michael Terpin, author of Bitcoin Supercycle and CEO of Transform Ventures, told Fast Company. “It’s by no means a guarantee of falling prices, but with the steady drumbeat of fear in the market, including the Japan rate hike decision, the odds of a lower low grow higher.” Where does Bitcoin stand now? In the lead-up to Friday’s event, Bitcoin continues to fall, as it has in recent weeks, triggered in part by the Federal Reserve’s recent interest rate cut by 25 basis points on December 10, and compounded by uncertainty over the long-term, macroeconomic environment ahead, the Bank of Japan’s potential rate hike, and fear of growing U.S. inflation in 2026. On Thursday afternoon, at the time of this writing, the digital cryptocurrency (BTC) was trading down nearly 1%, dipping well below $90,000, to $85,184. It’s part of an overall decline in the crypto market that also saw closely watched digital asset XRP fall nearly 2%, hovering around $1.82 per token on Thursday, while Ethereum (ETH) held steady and was trading at $2,802 at the time of this writing. View the full article

Earlier this year, OpenAI announced ChatGPT apps. Not the ChatGPT app, mind you: That's been out for more than a couple years now. ChatGPT apps, on the other hand, are programs that work within ChatGPT. You can access them in any given conversation with ChatGPT—in fact, they may appear based on the context of the conversation. These aren't necessarily apps that OpenAI builds itself, either; rather, you'll find options here based on apps you may use yourself. The initial batch of apps included with the feature's rollout included Booking.com, Canva, Coursera, Figma, Expedia, Spotify, and Zillow—big apps you've likely used before. While in a conversation with ChatGPT, you could ask the bot to help you book a flight to Paris via Expedia, find a particular listing through Zillow, or create a slide for a presentation with Canva. From OpenAI's perspective, this adds a host of additional functionality to ChatGPT the company couldn't offer itself. OpenAI doesn't need to build an apartment-hunting tool into ChatGPT; it can just pull in Zillow. It also doesn't escape me that the more apps that OpenAI folds into ChatGPT, the less likely it is you'll need to leave ChatGPT to do something in another app—but that's none of my business. ChatGPT's "app store" isn't really a store Credit: Lifehacker Speaking of more apps, the company plans to expand these apps overtime, as developers create ChatGPT-compatible extensions for their programs. That was part of yesterday's news: OpenAI is now letting developers submit apps to ChatGPT en masse. What's more, these apps will be hosted in an "app directory," though many online are taking to calling it an app store. (There's no payment necessary, however, so app directory might really be a more apt description.) You'll find this new app directory in the sidebar of ChatGPT, appropriately called "Apps." Apps is apparently in beta, according to a label affixed to its title in ChatGPT. Here, you'll find a rotating slide featuring an ad for some of the service's biggest apps, like Canva and Zillow, and, below it, rows of apps to choose from. Right now, the apps are sorted into "Featured," "Lifestyle," and "Productivity," with no option that includes all the apps. (But they seem to be entirely split across Lifestyle and Productivity.) There are a lot of options here already. Some made headlines this week, like Photoshop and Apple Music, while others arrived more quietly, like Asana, Uber, and Target. It's not just traditional apps like Zillow or Spotify that are getting the app treatment here, either. OpenAI is also considering "connector" services, like Google Drive, as "apps." You can click on any app in the directory to see what you can do with it. Slack, for example, says you can look up your chats and messages to summarize threads, generate recaps, and come up with responses. You can check on your Asana tasks to generate progress reports and status updates. Outlook says you can create "talking points" and generate follow-ups from your emails and calendar events. While there's a brief summary underneath each title, you'll need to click through to each service to see the full picture of what it actually offers. Here are the apps I'm seeing at this time. Just note this might not be a complete list, especially as OpenAI continues to add more apps to the service: Adobe Acrobat Adobe Express Adobe Photoshop Agentforce Sales Aha! Airtable AllTrails Amplitude Apple Music Asana Atlassian Rovo Azure Boards Basecamp Booking.com Box Canva Clay Cloudinary Conductor Coursera Daloopa DoorDash Dropbox Egnyte Expedia Figma GitLab Issues Google Drive Help Scout Hex HighLevel Hugging Face Instacart Intuit Credit Karma Intuit Mailchimp Intuit TurboTax Khan Academy Klaviyo Linear Lovable LSEG Monday.com Morningstar Netlify Notion OpenTable Outlook Calendar Outlook Email Peloton Pipedrive PitchBook Ramp Replit SharePoint Slack Spotify Stripe Target Teams Teamwork.com TheFork Thumbtack Tripadvisor Uber Uber Eats Vercel Zillow Zoho Zoho Desk Zoom If you're an avid ChatGPT user and frequently switch between it and any of the apps on this list, there might be some utility here. Maybe coders will find the integration with Hugging Face and Lovable to be beneficial, while Photoshop users might take advantage of the AI image editing tools this integration provides. But I'm still left feeling like this is more gimmick than anything else: I don't need to connect my Slack to ChatGPT to generate follow-ups for me: I'm perfectly capable of responding to emails myself, and managing my own calendar, so no need to connect Outlook or another email client to the bot. Maybe a future update will sell me on connecting generative AI to all aspects of my work and personal life, but so far, I'm still not convinced. View the full article

President Donald The President’s plans to add a ballroom to the White House would be bad for the design of the White House complex and grounds, according to a National Park Service (NPS) report. The report said the annex would “disrupt the historical continuity of the White House grounds and alter the architectural integrity of the easts side of the property.” Still, The President is clear for now to move ahead with his plans. The NPS report is just the latest speed bump facing The President’s plan to build a new annex since he had the White House East Wing demolished in October without seeking outside approval. It’s a saga of inflated expectations and a ballooning budget that’s blowing past calls for preservation and restraint. The NPS’s environmental assessment was released because the agency manages the White House, its grounds, and surrounding areas including Lafayette Square and sites in and around the Ellipse. The National Environmental Policy Act and Department of Interior regulations also compel the agency to. Their assessment found no significant environmental impact from building a ballroom and noted successive administrations have wanted a permanent, secure event space on White House grounds. But it also highlighted aesthetic and cultural concerns about The President’s plans. That might not matter. Here’s where The President’s plans to build a new building on the White House grounds stands: The President replaces the original architect The President confirmed on Dec. 4 to the Washington Post that he replaced the ballroom’s original architect McCrery Architects with a new firm called Shalom Baranes Associates. The switch up came following reports that The President and McCrery Architects CEO Jim McCrery II disagreed over the planned size of the new building. McCrery reportedly believed The President’s plans for a 90,000-square-foot ballroom would dwarf the 55,000-square-foot building of the main White House mansion. The President has inflated the estimated cost and size of the planned ballroom over time, and initially said it wouldn’t interfere with the East Wing. In July the White House announced a building that would seat 650 people for an estimated $200 million. That grew to plans for complex with space to seat around 1,000 people that The President said Wednesday would cost $400 million. The White House says private donors are paying for construction costs. Preservationists file lawsuit to pause construction The National Trust for Historic Preservation filed a lawsuit on Dec. 12 accusing The President of breaking the law by moving ahead with the East Wing teardown and plans for a new ballroom without public input or any sort of independent review. The National Trust said that The President should have submitted his plans to Congress and the National Capital Planning Commission and the group asked the court to put a pause on construction. “No president is legally allowed to tear down portions of the White House without any review whatsoever—not President The President, not President Biden, and not anyone else,” the lawsuit reads. “And no president is legally allowed to construct a ballroom on public property without giving the public the opportunity to weigh in.” In a court filing on Dec. 15, the The President administration claimed construction must continue for unnamed national security reasons. Attorneys for the administration said the National Capital Planning Commission and the congressional Commission of Fine Arts will review The President’s plans “without this Court’s involvement.” A judge on Dec. 16 ruled that construction could move ahead after it rejected the National Trust’s request to temporarily halt the project. NPS weighs in An NPS environmental assessment published Dec. 15 estimated The President’s plans for a 90,000-square-foot building with seating for more than 1,000 people would be completed by The President’s final summer in office, in 2028. It also said the building would adversely effect the cultural landscape of the White House grounds. The report notes the imbalance of a ballroom that’s bigger than the rest of the White House and in adding a two-story East Colonnade. “The new building’s larger footprint and height will dominate the eastern portion of the site, creating a visual imbalance with the more modestly scaled West Wing and Executive Mansion,” it says. “These changes will adversely alter the design, setting, and feeling of the White House and the grounds over the long-term.” The assessment also notes that construction introduce temporary risks to the rest of the White House due to things like noise and vibration. Regardless of the report’s findings, it concludes that the planned building would meet the needs of providing a permanent, secure event space on the White House grounds, and that it doesn’t rise to the level of needing an environmental impact statement to be prepared. View the full article

In 2025, video conferencing is no longer just a tool; it’s the standard operating system of hybrid work. View the full article

We may earn a commission from links on this page. Deal pricing and availability subject to change after time of publication. For some people, it just doesn’t feel like Christmas until you’re curled up by the fire, eating Christmas cookies, or hanging your favorite ornaments on the tree. For me, the holiday season doesn’t feel real until an overwhelming state of panic sets in and I’m feverishly typing “last-minute gift ideas” in the hours leading up to a Secret Santa exchange. If you’re like me, you procrastinate at least one gift until the window for pre-Christmas delivery slips out of your grasp. Calm your panic—I’ve rounded up your top prospects for physically getting some wrapping paper around a gift in time for the holidays—even if your only option is going to the drug store. Here are gift ideas that are all under $30 (so long as you’re willing to get a little creative with it). Even when it’s the thought that counts, something is better than nothing. Novelty kitchen equipmentNovelty kitchen equipment is a quirky holiday gift staple. Take these smiley face wooden cooking spoons, available for $19.80 that can arrive before Christmas. Or you could go for a double dip (or chips-and-dip!) bowl for $20.92. As a rule of thumb, searching for “quirky kitchen equipment” will turn up fun and surprisingly useful results. In terms of last-minute shopping, an at-home popcorn popper is sure to be available in some form. Get in time for Christmas for $24.99 on Amazon now. Dash Hot Air Popcorn Popper $24.99 at Amazon Shop Now Shop Now $24.99 at Amazon An inspired candle assortmentWith a little more planning, you could have splurged on a candle that smells like Adam Driver. But you didn’t plan, and that's OK. You can still snag this high-quality Lulu candle for $19.95. Candles are also reliable in-store options, but you want to avoid anything smelling cheap and weird. Look for trusted brands like Yankee, Boy Smells, Nest, or Diptyque (though this one tends to be on the more expensive side). “We’re Not Really Strangers” card gameIt's at-risk of becoming incredibly hack, but still, “We’re Not Really Strangers” is a crowd pleaser (as opposed to the simple shock value you get with something like “Cards Against Humanity”). The goal of this card game is to foster connection through harrowing personal revelations. The prompts on these cards will spark conversation and foster connections between friends old and new—just remember that to play fair, you have to be willing to dig deep. Get in time for Christmas for $25 on Amazon. Anything fuzzy, cozy, and warmIf you live somewhere that gets cold, it’s always a safe bet to lean into the holiday theme and gift something fuzzy, cozy, and warm. Gifts like this also fall into the realm of “things that would improve my quality of life but I never buy them for myself.” I sincerely recommend this wearable blanket hoodie for $24.99, or maybe some cloud socks for $11.45. Again, if you can head to a store to select these items in-person, you’ll be in better shape compared to praying for overnight shipping options. Qeils Wearable Blanket Hoodie $24.99 at Amazon Shop Now Shop Now $24.99 at Amazon Clever mugsSure, mugs are a dangerously popular gift option. But you left shopping to the last possible minute, so it’s no time to be picky. And how about something to fill those mugs with? Even if the gift recipient isn’t a big tea or hot cocoa drinker, it’s a smart thing to have in the home for hosting guests during the holidays. Go for an assortment of tea flavors for around $3 at Trader Joe’s (my favorites are the ginger turmeric and the harvest blend). Throw in a mug with a cute little squirrel hiding inside for $19.99. Gifting something that people can sip on is the perfect mix of charm and utility. Hidden Squirrel Ceramic Mug $19.99 at Amazon Shop Now Shop Now $19.99 at Amazon Go buck wild at your local drug storeAs I've written previously, sometimes your only option is the drug store. Head to Walgreens and round up an assortment: Gift cards Candles Cosmetic bags Therapeutic massager Jewelry Insulated mugs Calendars or planners Notebooks Coffee/tea bundles Wine and a corkscrew (depending on your state’s liquor laws) Picture frames Electronics, like ear buds or portable chargers These items aren’t necessarily bad gifts, but many will be easily detected as a last-minute purchase. The success of drug store gifts will come down to the charm of the gift-giver and the chill factor of the recipient. View the full article

It’s “where are you now?” month at Ask a Manager, and all December I’m running updates from people who had their letters here answered in the past. Here are three updates from past letter-writers. There will be more posts than usual this week, so keep checking back throughout the day. 1. Our office didn’t have bathrooms or water, but they wouldn’t send us home (#3 at the link) After your response was published, I reported the incident through our anonymous compliance network, who forwarded it to employee health, not HR. I got a lukewarm response, something about management being in contact with HR the whole day, but it never addressed why we all felt like we were being held hostage. I let their response simmer until last week, when we were again without water. I responded with, “Thanks, it’s out again today. We’ll see if the onsite management’s response is different this time.” And then today, both Compliance and Employee Health show up! We all had brief meetings with a rep who assured us that we are allowed to leave and work from home without retaliation. Apparently they weren’t thrilled that we felt like we weren’t allowed to go, even though we are all hybrid and obviously set up to work from home. Employee Health was really accommodating as well, an several brought up other issues that will be worked on too. 2. I was hired to replace someone who won’t retire Thank you for sharing my letter a few months back. I wrote about being hired to replace someone who wouldn’t retire. I appreciated your and the readers’ feedback. It definitely made me feel less crazy and encouraged me to put myself first and look for new jobs, without feeling guilty. When I quit, I didn’t call out my ex-boss on everything I disagreed with — questionable accounting and leadership choices. I decided … not my monkeys not my circus. But I did make it clear to him that the work wasn’t what I wanted and that I had brought this up months before. It was awkward but necessary. And now, that job is so very far in the past! I was hired as the head of finance for an animal shelter, and I couldn’t be happier. A year ago, I changed career paths to non profit work (and moved across the country for grad school) only dreaming of a job with this kind of impact, for animals and their families. 3. How long should I wait for a new manager to turn things around? (#3 at the link) I’m in Germany, where we have strong employee protections. One of them is something called an Überlastungsanzeige — roughly “work overload notice.” It’s a formal notification to your employer that your workload is exceeding safe or reasonable limits, so if something goes wrong they can’t claim they weren’t warned. It also obligates management to take action. I filed one, copied our union rep, and it escalated all the way to the CEO. That revealed the real problem: my boss’s boss had been blocking the hiring we desperately needed and also not been completely transparent with the CEO on what was going on in our department. We have now hired two additional sys admins starting in November. In the process, I also pointed out my significantly higher contributions compared to my colleagues, set clear workload boundaries (which ended up becoming binding for everyone in the department), and laid out changes to our processes that I wanted to see. That lit a fire under management and my boss, specifically, really went to bat. They told me they would look into a promotion and significant raise for me, and even created a brand-new role that I got to define. The new processes were adopted and they’ve already reduced my stress levels significantly. Taking Alison’s advice, I started job hunting anyway as I didn’t know what the outcome of all this was going to be. Last week I received an external offer that included everything I’d been negotiating with my current employer. I told my boss I needed something in writing about the new role and raise before I could turn down the other offer. He delivered that written confirmation, so I declined the external job. The recruiter wasn’t thrilled (apparently some miscommunication on their end), but I never made a commitment and got back to them politely within three business days. If they choose to see it as me using them for leverage, so be it — I made the right call. I also reached out directly to the hiring manager from that other company because he had really impressed me during the interview process. We agreed to stay in touch, since we’d both like to work together in the future if the opportunity comes up. So now I’m much happier, much less stressed, and starting in January I’ll have a new role, more money, and I’m already looking at a much better-functioning department. Thanks to you and the readers for the advice. The post updates: the office without running water, the person who wouldn’t retire, and more appeared first on Ask a Manager. View the full article

The rapid growth of data centers during the AI boom has been a dominating narrative of 2025—and, in many instances, not a popular one. Across the country, communities have pushed back against data centers planned for their cities and states. Some have even turned to online petition sites to raise awareness and voice collective opposition to data center projects in their communities. One such site, the popular platform Change.org, says it has seen a significant spike data center-related petitions in recent months. Change.org saw at least 113 petitions that mentioned data centers in 2025, the platform shared with Fast Company, totaling around 50,000 signatures. It’s not clear if that figure includes multiple petitions about the same data center project. These petitions also simply mention data centers, whether for or against, but a cursory search of the petitions shows that the vast majority were opposed to data centers. Volume increased as the year progressed For Change.org, the topic is new: In all of 2024, there was just one petition regarding a data center, in April. No other petitions mentioned data centers until a year later, Change.org says, in April 2025. Then, they began to tick up: Under five petitions appeared each month until August, and then 12 in September, 37 in October, and 24 in November. And December looks to be even higher. As of Monday, users have created 28 petitions data center petitions this month. One petition, titled “Stop Data Center at Former Landover Mall Site,” was created in June, concerning a data center in Landover, Maryland. It has more than 20,000 signatures, with many supporters calling out how data centers use immense energy and water, and often mean higher utility costs for residents. Say “NO” to the construction of “Project Tango” AI data center in Palm Beach County,” starts another petition, which has more than 7,000 signatures, and was started earlier in December. That petition was just one form of opposition against “Project Tango,” a proposed 200-acre AI data center complex. At zoning hearings, residents have raised concerns about the project’s water consumption, environmental impacts, utility rate hikes, and potential noise. Another petition, titled “Stop Data Centers in Hobart, Indiana – Protect Our Community,” has nearly 2,500 signatures. There have been multiple proposals to build data centers in Hobart throughout 2025; recently, at the end of November, the city reached a deal with Amazon to develop a data center there. That Change.org petition was created by a group called No Data Centers Hobart Indiana, which is also on Facebook with more than 4,000 members. Angelita Soriano, a leader of that group, has recently filed a lawsuit along with three other Hobart homeowners looking to overturn the city’s actions to green light the Amazon project. “This lawsuit is our effort to keep our government accountable and to defend Hobart families, homes, water and our environment,” Soriano said in a statement. “Residents shouldn’t be ignored or deprived of their rights just to fast-track a massive industrial data center development in the heart of our community right next to our schools, hospitals and homes.” “We need to slow it down” In some cases, community opposition is having a real impact. Between late March through June, 20 data center projects, representing about $98 billion in investments, were blocked or delayed in the United States, according to a November study from Data Center Watch, a project from the AI security and intelligence firm 10a Labs, found that. These were instances in which local opposition was specifically reported to have played some role. To Miquel Vila, an analyst at the Data Center Watch project, community backlash to data centers has become an expected part of the development process. “Before, local opposition was more of an anecdotal possibility,” he says. “Now, it’s becoming a core feature of development . . . in the same way issues like land, energy, and water are taken into account.” Senator Bernie Sanders of Vermont recently said that he will push for a moratorium on AI data center construction to “give democracy a chance to catch up” to the surge that has largely been unregulated. “There is a whole lot about AI and robotics that needs to be discussed, needs to be analyzed,” he said in a video posted to X. “But one thing is for sure, this process is moving very, very quickly, and we need to slow it down. We need all of our people, all of our people involved in determining the future of AI, and not just a handful of multibillionaires.” View the full article

Subscribe to Work LifeGet stories like this in your inbox Subscribe 5-second summary The traditional annual goal cycle is too slow for fast‑changing environments, which can leave teams focused on outdated priorities and running in the wrong direction. A quarterly refresh cycle helps teams quickly adjust as reality changes. Use this five-step process to set clear annual goals, then review and refresh them throughout the year so everyone stays focused on the work that’s most relevant and impactful. At the beginning of the year, setting annual goals can feel like cracking open a fresh notebook – clean and full of possibility. By the end of the year, that same list can feel more like a yearbook from another era: recognizable, but not exactly reflective of who you are anymore. Everyone has good intentions when they set new goals, but then, life happens. Competitors launch similar features. Company strategy changes. Customer feedback reveals a bigger opportunity. The market shifts and forces your business to do the same. Our work pivots quickly, but our goals often lag behind, still technically “active” but sitting in a stale document or slide deck…somewhere. If that sounds familiar, you’re not alone. Atlassian’s State of Teams research shows 64% of knowledge workers feel their team is pulled in too many directions, and 70% say it would be easier to make progress if they had fewer, more specific goals. The solution isn’t another, more focused annual planning marathon. It’s a more frequent goal refresh cycle. Here’s how to shift to a more iterative, quarterly rhythm that leads to fewer “outdated yearbooks” and more “amazing year in the books.” Why refreshing goals matters (and why a quarterly cadence works well) Related Article Don’t underestimate the outsized impact of short-term goals By Kat Boogaard In Productivity Setting annual goals is a strategic and important step, but a 12‑month cycle is painfully slow in a fast-changing environment. Without a shorter feedback loop, your team may spend months executing on priorities that have already changed. That’s why so many teams are moving to a quarterly cadence: It’s long enough to make real progress. Many teams can design and ship something meaningful in 90 days. It’s short enough to adapt. If your assumptions were wrong, you find out in three months, not 12. It’s motivating. Research inside and outside of Atlassian shows that short-term goals are more tangible, less overwhelming, and more likely to get done. Think of your company’s annual objectives and key results as the “destination.” Monthly and weekly actions are the “roadmap,” and quarterly check-ins are “rest stops” along the way – recurring reminders to pause and refresh. By shifting to a 90‑day rhythm where your team: Sets clear OKRs that align with your company’s strategic goals and deeper purpose Checks in each month to reflect on status and learnings so far Reviews quarterly progress to measure milestones, look back, and plan ahead Refreshes goals where needed Re-allocates resources and re-shares plans …your team gains clarity about what to focus on now, permission to adapt as reality changes, and confidence in your ability to not just hit any goals, but the ones that matter most. Learn from Atlassian At Atlassian, we set annual goals and then use a ritual called Rolling 4 – Quarterly Company Planning to review progress and adjust targets and resources as needed. This approach complements long-term planning to help our business adjust quickly to change, make better and faster decisions, and allocate resources more effectively. You don’t have to adopt the whole Rolling 4 ritual to benefit from the underlying concept: Make it a habit to revisit and refresh goals every 90 days. 5 steps to implementing a quarterly goal refresh cycle 1. Set annual objectives, key results, and clear milestones Objectives and key results clarify what is a priority and what isn’t. That way, you can focus on what matters most and understand how your work makes a meaningful difference for your team, company, and customers. Think of your annual objective as “what success looks like at the end of the year” and your key results as “how you’ll measure success.” Objectives are typically qualitative, ambitious, and meant to inspire action. Key results are usually metrics or measurable outcomes. Once you’ve set annual OKRs, break down each key result into quarterly and monthly milestones so you can see whether you’re ON TRACK, OFF TRACK, or AT RISK. Check out Atlassian’s OKR Play for more tips on how to create OKRs and a scoring rubric to track progress. Write better OKRs with Rovo Teams with clear goals are 20% more likely to be productive. Customers can use the OKR Generator Rovo Agent to harness the power of AI and write clear goals that help your team make progress on work that matters. 2. Do a quick check-in each month Regularly monitoring goals helps identify discrepancies, obstacles, unforeseen challenges, and areas needing improvement, which increases the chances of meeting those goals. To keep goals alive throughout the quarter, do a lightweight check each month. This doesn’t need to involve hours of analysis – just a quick reflection on how you’re tracking and what you’ve learned so far. You can score whether your OKR is ON TRACK, OFF TRACK, or AT RISK, and include a short summary about how the metrics moved and why. That way, you can share learnings with others and look back in the future. (Atlassian’s OKR Play has more guidance about how to assess and document progress.) And remember: It’s good to set ambitious goals, and it’s okay not to achieve a perfect score every time. In fact, our scoring philosophy at Atlassian focuses on stretch goals, even when there’s only a 50% chance of hitting them. Lean on the Atlassian System of Work Tools like Atlassian Goals simplify the process of tracking goals, connecting teams’ work to outcomes, and keeping everyone in the loop. Atlassian Focus, part of the Strategy Collection, can also auto-generate an OKR review page based on linked goals. 3. Review quarterly progress Related Article How to write SMART goals By Kat Boogaard In Productivity Research shows that when an organization develops processes to sense changes in the environment, seize opportunities, and reconfigure resources and capabilities when needed, it’s more likely to sustain a competitive edge, respond faster to opportunities and threats, better allocate resources, and operate with more agility and adaptability. Consider your quarterly goal refresh a way of doing exactly that. Start by scheduling a quarterly review and refresh. This includes reflecting honestly on qualitative and quantitative progress. Metrics are important, but they don’t tell the whole story. Before reviewing OKRs, ask yourself and your team questions like: What worked this quarter? Where did we see meaningful progress or impact? What didn’t work? What efforts didn’t land, stalled out, or never got off the ground? What changed outside our control? Were there market shifts, org changes, new constraints, or opportunities we should consider? Where did we feel most energized? Most drained? Where did we actually spend our time compared to our original plans? Next, turn to your OKRs and discuss questions like: Are we ON TRACK, OFF TRACK, or AT RISK – and why? If the goal is OFF TRACK or AT RISK, what lessons should the “future you” (or a teammate setting a similar goal) keep in mind? What’s our plan to address risks or gaps? What support or resources do we need? What efforts do we expect will continue driving or accelerate progress on this goal? If you’re seeing lots of yellow and red, don’t worry! It’s better to know now before it’s too late, and this is the perfect opportunity to course-correct. 4. Refresh goals where needed Now, it’s time to decide if each goal should remain as-is, be retired, or be refreshed. RemainRetireRefresh– If the OKR is still relevant, stay the course. – If you’re ON TRACK, reflect on what you can do to stay that way, or set a stretch goal. – If you’re OFF TRACK or AT RISK, use the cheat sheet below as a starting point for a path forward.– If the strategy has changed or something else has happened that deems this goal no longer relevant, it’s okay to move on. – Capture the final metric or status and the reason for retiring the OKR, and consider whether a new one should be created in its place. – Celebrate progress – even on “missed” goals – if you learned something from the experience! Note key learnings for the future before moving forward.– Adjust OKRs where needed to reflect strategic shifts, new opportunities, and lessons learned. – If you’re adding goals, try to keep the list as focused as possible. Most teams are more successful with 3–5 specific objectives than with sprawling lists that spread their time and effort thin. Just because you’re OFF TRACK or AT RISK doesn’t mean you should necessarily retire or refresh your goal. The key is to determine when reality has changed in ways that make the original goal no longer appropriate. Here’s a cheat sheet to use as a starting point: Does this OKR still align with our company’s strategy and original thesis? If not, retire or refresh it. Are we the right team to own this? If not, reassign it or partner with someone else. Is the scope still right and the timeline still achievable? If not, rescope or change the time horizon. Is the “key result” still the best signal of success? If not, refresh it. Are we changing this because of real, external change, or just because we’re behind? If it’s just discomfort with being off track, keep the goal and adjust execution. 5. Re-allocate and re-share Without refreshed resourcing, a refreshed goal is just a wish. Once you’ve aligned on the updated objectives, revisit the owners and contributors, staffing, budget, and other support you’ll need to hit the target. Then, share these updated goals and plans in your shared workspace so everyone can stay aware and aligned. Atlassian’s State of Teams report shows that teams that transparently share goals and regularly document progress are 6.4x more likely to produce high-quality work, 2.2x more likely to focus on what matters most, and 4.9x more likely to meet deadlines. If you’re wondering if your goals are visible enough, ask yourself: “Can I find my team’s latest OKRs in fewer than 3 clicks?” Set it and forget it edit For most modern companies, project and product management has shifted from waterfall to more agile and iterative approaches. It’s time to do the same for goal setting. When we treat our OKRs as a living itinerary rather than plans set in stone, the team won’t just reach any destination, but the best one yet. Subscribe to Work LifeGet stories like this in your inbox Subscribe The post How to implement goal refresh cycles on your team appeared first on Work Life by Atlassian. View the full article

Subscribe to Work LifeGet stories like this in your inbox Subscribe 5-second summary The traditional annual goal cycle is too slow for fast‑changing environments, which can leave teams focused on outdated priorities and running in the wrong direction. A quarterly refresh cycle helps teams quickly adjust as reality changes. Use this five-step process to set clear annual goals, then review and refresh them throughout the year so everyone stays focused on the work that’s most relevant and impactful. At the beginning of the year, setting annual goals can feel like cracking open a fresh notebook – clean and full of possibility. By the end of the year, that same list can feel more like a yearbook from another era: recognizable, but not exactly reflective of who you are anymore. Everyone has good intentions when they set new goals, but then, life happens. Competitors launch similar features. Company strategy changes. Customer feedback reveals a bigger opportunity. The market shifts and forces your business to do the same. Our work pivots quickly, but our goals often lag behind, still technically “active” but sitting in a stale document or slide deck…somewhere. If that sounds familiar, you’re not alone. Atlassian’s State of Teams research shows 64% of knowledge workers feel their team is pulled in too many directions, and 70% say it would be easier to make progress if they had fewer, more specific goals. The solution isn’t another, more focused annual planning marathon. It’s a more frequent goal refresh cycle. Here’s how to shift to a more iterative, quarterly rhythm that leads to fewer “outdated yearbooks” and more “amazing year in the books.” Why refreshing goals matters (and why a quarterly cadence works well) Related Article Don’t underestimate the outsized impact of short-term goals By Kat Boogaard In Productivity Setting annual goals is a strategic and important step, but a 12‑month cycle is painfully slow in a fast-changing environment. Without a shorter feedback loop, your team may spend months executing on priorities that have already changed. That’s why so many teams are moving to a quarterly cadence: It’s long enough to make real progress. Many teams can design and ship something meaningful in 90 days. It’s short enough to adapt. If your assumptions were wrong, you find out in three months, not 12. It’s motivating. Research inside and outside of Atlassian shows that short-term goals are more tangible, less overwhelming, and more likely to get done. Think of your company’s annual objectives and key results as the “destination.” Monthly and weekly actions are the “roadmap,” and quarterly check-ins are “rest stops” along the way – recurring reminders to pause and refresh. By shifting to a 90‑day rhythm where your team: Sets clear OKRs that align with your company’s strategic goals and deeper purpose Checks in each month to reflect on status and learnings so far Reviews quarterly progress to measure milestones, look back, and plan ahead Refreshes goals where needed Re-allocates resources and re-shares plans …your team gains clarity about what to focus on now, permission to adapt as reality changes, and confidence in your ability to not just hit any goals, but the ones that matter most. Learn from Atlassian At Atlassian, we set annual goals and then use a ritual called Rolling 4 – Quarterly Company Planning to review progress and adjust targets and resources as needed. This approach complements long-term planning to help our business adjust quickly to change, make better and faster decisions, and allocate resources more effectively. You don’t have to adopt the whole Rolling 4 ritual to benefit from the underlying concept: Make it a habit to revisit and refresh goals every 90 days. 5 steps to implementing a quarterly goal refresh cycle 1. Set annual objectives, key results, and clear milestones Objectives and key results clarify what is a priority and what isn’t. That way, you can focus on what matters most and understand how your work makes a meaningful difference for your team, company, and customers. Think of your annual objective as “what success looks like at the end of the year” and your key results as “how you’ll measure success.” Objectives are typically qualitative, ambitious, and meant to inspire action. Key results are usually metrics or measurable outcomes. Once you’ve set annual OKRs, break down each key result into quarterly and monthly milestones so you can see whether you’re ON TRACK, OFF TRACK, or AT RISK. Check out Atlassian’s OKR Play for more tips on how to create OKRs and a scoring rubric to track progress. Write better OKRs with Rovo Teams with clear goals are 20% more likely to be productive. Customers can use the OKR Generator Rovo Agent to harness the power of AI and write clear goals that help your team make progress on work that matters. 2. Do a quick check-in each month Regularly monitoring goals helps identify discrepancies, obstacles, unforeseen challenges, and areas needing improvement, which increases the chances of meeting those goals. To keep goals alive throughout the quarter, do a lightweight check each month. This doesn’t need to involve hours of analysis – just a quick reflection on how you’re tracking and what you’ve learned so far. You can score whether your OKR is ON TRACK, OFF TRACK, or AT RISK, and include a short summary about how the metrics moved and why. That way, you can share learnings with others and look back in the future. (Atlassian’s OKR Play has more guidance about how to assess and document progress.) And remember: It’s good to set ambitious goals, and it’s okay not to achieve a perfect score every time. In fact, our scoring philosophy at Atlassian focuses on stretch goals, even when there’s only a 50% chance of hitting them. Lean on the Atlassian System of Work Tools like Atlassian Goals simplify the process of tracking goals, connecting teams’ work to outcomes, and keeping everyone in the loop. Atlassian Focus, part of the Strategy Collection, can also auto-generate an OKR review page based on linked goals. 3. Review quarterly progress Related Article How to write SMART goals By Kat Boogaard In Productivity Research shows that when an organization develops processes to sense changes in the environment, seize opportunities, and reconfigure resources and capabilities when needed, it’s more likely to sustain a competitive edge, respond faster to opportunities and threats, better allocate resources, and operate with more agility and adaptability. Consider your quarterly goal refresh a way of doing exactly that. Start by scheduling a quarterly review and refresh. This includes reflecting honestly on qualitative and quantitative progress. Metrics are important, but they don’t tell the whole story. Before reviewing OKRs, ask yourself and your team questions like: What worked this quarter? Where did we see meaningful progress or impact? What didn’t work? What efforts didn’t land, stalled out, or never got off the ground? What changed outside our control? Were there market shifts, org changes, new constraints, or opportunities we should consider? Where did we feel most energized? Most drained? Where did we actually spend our time compared to our original plans? Next, turn to your OKRs and discuss questions like: Are we ON TRACK, OFF TRACK, or AT RISK – and why? If the goal is OFF TRACK or AT RISK, what lessons should the “future you” (or a teammate setting a similar goal) keep in mind? What’s our plan to address risks or gaps? What support or resources do we need? What efforts do we expect will continue driving or accelerate progress on this goal? If you’re seeing lots of yellow and red, don’t worry! It’s better to know now before it’s too late, and this is the perfect opportunity to course-correct. 4. Refresh goals where needed Now, it’s time to decide if each goal should remain as-is, be retired, or be refreshed. RemainRetireRefresh– If the OKR is still relevant, stay the course. – If you’re ON TRACK, reflect on what you can do to stay that way, or set a stretch goal. – If you’re OFF TRACK or AT RISK, use the cheat sheet below as a starting point for a path forward.– If the strategy has changed or something else has happened that deems this goal no longer relevant, it’s okay to move on. – Capture the final metric or status and the reason for retiring the OKR, and consider whether a new one should be created in its place. – Celebrate progress – even on “missed” goals – if you learned something from the experience! Note key learnings for the future before moving forward.– Adjust OKRs where needed to reflect strategic shifts, new opportunities, and lessons learned. – If you’re adding goals, try to keep the list as focused as possible. Most teams are more successful with 3–5 specific objectives than with sprawling lists that spread their time and effort thin. Just because you’re OFF TRACK or AT RISK doesn’t mean you should necessarily retire or refresh your goal. The key is to determine when reality has changed in ways that make the original goal no longer appropriate. Here’s a cheat sheet to use as a starting point: Does this OKR still align with our company’s strategy and original thesis? If not, retire or refresh it. Are we the right team to own this? If not, reassign it or partner with someone else. Is the scope still right and the timeline still achievable? If not, rescope or change the time horizon. Is the “key result” still the best signal of success? If not, refresh it. Are we changing this because of real, external change, or just because we’re behind? If it’s just discomfort with being off track, keep the goal and adjust execution. 5. Re-allocate and re-share Without refreshed resourcing, a refreshed goal is just a wish. Once you’ve aligned on the updated objectives, revisit the owners and contributors, staffing, budget, and other support you’ll need to hit the target. Then, share these updated goals and plans in your shared workspace so everyone can stay aware and aligned. Atlassian’s State of Teams report shows that teams that transparently share goals and regularly document progress are 6.4x more likely to produce high-quality work, 2.2x more likely to focus on what matters most, and 4.9x more likely to meet deadlines. If you’re wondering if your goals are visible enough, ask yourself: “Can I find my team’s latest OKRs in fewer than 3 clicks?” Set it and forget it edit For most modern companies, project and product management has shifted from waterfall to more agile and iterative approaches. It’s time to do the same for goal setting. When we treat our OKRs as a living itinerary rather than plans set in stone, the team won’t just reach any destination, but the best one yet. Subscribe to Work LifeGet stories like this in your inbox Subscribe The post How to implement goal refresh cycles on your team appeared first on Work Life by Atlassian. View the full article

The Federal Reserve said in a statement that its "understanding of innovation products and services have evolved" since the initial guidance was published in 2023. View the full article

The Rithm affiliate that acquired Specialized Loan Servicing will pay $4.65 million, an amount that includes borrower restitution. View the full article

In the heart of Aceh province in northwestern Sumatra, the Ketiara Cooperative, led by the remarkable Ibu Rahmah, is facing a crisis unfolding as we speak. This community of women-led farmers was devastated by the rare Cyclone Senyar over the Thanksgiving weekend, which caused catastrophic mudslides. Farms have been decimated, homes destroyed, and two vital bridges have been washed away, isolating entire villages and cutting off access to essentials like food, clean water, and electricity. Hundreds of people have died and hundreds more are still missing in their worst natural disaster since the 2004 tsunami. Grace Farms, a cultural and humanitarian center in New Canaan, Connecticut, is the home of Grace Farms Tea & Coffee, a nonprofit-owned Certified B-Corp dedicated to ethical sourcing and giving back 100% of profits to end forced and child labor. Right now, we’re turning that mission into immediate action through the Sumatra Resilience and Rebuilding Fund. Our partnership with the Ketiara Cooperative goes beyond procurement; it is a promise of mutual support. For now, each bag of Ketiara coffee sold provides $5 for essential relief: generators to restore electricity, Starlink internet access to break the isolation, and essential food supplies to sustain the most affected. COFFEE LINKS THE COMMUNITY But as we look ahead, this is not just an investment in resilience; it’s an acknowledgment that the road to recovery will be long. Within that journey, there lies an opportunity. It’s a chance for all of us to be part of rebuilding not just what was lost, but what can be stronger and more sustainable. This is where we can reimagine recovery as rebuilding the future, deeply connected to community values. We often forget that a simple cup of coffee links us all. That cup is a bridge from our lives to the hands of farmers like these women in Sumatra, who cultivate the beans we enjoy every day. In moments of crisis, we’re reminded that we’re all connected by these global threads of community and care. Every contribution is not just about aid—it’s about honoring the human connections that sustain us and using this moment to build a future that reflects our shared values. We invite everyone to be part of this model of micro-philanthropy. With every cup of coffee, you’re contributing not just to immediate relief, but to a vision of a world where rebuilding means innovating for a better future. This is the essence of Grace Farms Tea & Coffee: a commitment to support our partners and to help reimagine how we all come together to create lasting change. Adam Thatcher is CEO and cofounder of Grace Farms Tea & Coffee. View the full article

Minimum wage laws are regulations that guarantee workers receive at least a set hourly wage, preventing exploitation and promoting fair pay. These laws aim to reduce income inequality, helping marginalized groups secure a living wage that covers fundamental needs. As they vary across jurisdictions, their economic impacts spark ongoing debates. Comprehending their historical context and effectiveness can illuminate their significance in today’s labor market. What challenges and alternatives exist, and how do they shape the future of work? Key Takeaways Minimum wage laws set the lowest hourly wage employers must pay, ensuring fair compensation and protecting workers from exploitation. The federal minimum wage in the U.S. is currently $7.25 per hour, unchanged since 2009. These laws aim to reduce income inequality and poverty, particularly among marginalized groups and low-income workers. Economic studies show mixed effects of minimum wage increases on employment, with some indicating job growth and others suggesting potential job losses. Alternatives to minimum wage policies include income support programs, living wage ordinances, and job guarantee initiatives to promote equitable economic conditions. Definition and Purpose of Minimum Wage Laws Minimum wage laws play an important role in defining the baseline for worker compensation across various industries. These laws establish the lowest hourly wage that employers must pay, protecting workers from exploitation and ensuring fair compensation. For instance, the federal minimum wage in the United States is currently set at $7.25 per hour, a rate unchanged since 2009, which sparks ongoing debates about living wages. The primary purpose of minimum wage laws is to provide sufficient income for workers to meet basic needs like food, housing, and healthcare. This not only improves living standards but likewise aims to reduce income inequality and poverty levels, particularly among marginalized groups. In California, the minimum wage is higher than the federal standard, reflecting the state’s specific economic conditions. Historical Context of Minimum Wage Legislation Though it may seem like a modern concept, the roots of minimum wage legislation trace back to the early 20th century. The first minimum wage law was enacted in Massachusetts in 1912, aimed at protecting women and children from exploitation in the workforce. By 1938, the Fair Labor Standards Act (FLSA) established a federal minimum wage of 25 cents per hour, a vital step during the Great Depression to safeguard workers. Over the decades, minimum wage legislation evolved from merely capping wages to ensuring a living wage. The purchasing capability of the federal minimum wage peaked in 1968 at $1.60 per hour. Nevertheless, since the late 20th century, the slow growth of the federal minimum wage has led to concerns about its relevance, prompting calls for reforms to better align wages with the rising costs of living, eventually aiming for a more equitable work environment. Variations in Minimum Wage Across Jurisdictions When you look at minimum wage laws, you’ll notice significant differences between federal, state, and local rates. During the federal minimum wage stands at $7.25 per hour, many states and cities have implemented higher rates to better reflect their economic conditions and cost of living. This variation means that in some places, like San Francisco, workers earn as much as $15.69 per hour, highlighting the diverse approaches jurisdictions take to wage setting. Federal vs. State Rates As the federal minimum wage in the United States remains at $7.25 per hour, many states have chosen to implement their own minimum wage laws that exceed this baseline. For example, California has set its minimum wage at $15 per hour, reflecting the higher cost of living there. By 2025, the minimum wage in California is expected to reach even higher levels, accommodating the state’s economic conditions. Currently, twenty-nine states and Washington, D.C. maintain rates above the federal standard, resulting in significant wage variations across the country. This disparity can lead to varying living standards and economic challenges, particularly for marginalized groups, as some areas struggle to meet basic living expenses in spite of higher state minimum wages. Local Wage Variations Though many people might assume that minimum wage is uniform across the United States, the reality is that it varies widely based on local jurisdictions. Local wage variations lead to significant differences in minimum salary pay, with some states and cities enacting higher rates than the federal minimum of $7.25 per hour. For example, California‘s minimum wage reaches $15.69 in certain areas, whereas Washington D.C mandates $14 per hour. As of 2021, twenty-nine states and Washington, D.C. had minimum wages exceeding the federal standard. Local governments can tailor their minimum wage for salaried employees to reflect economic conditions and the cost of living, resulting in a patchwork of wage standards across the country, with some jurisdictions additionally raising tipped minimum wage rates. Economic Impacts of Minimum Wage Laws When you consider the economic impacts of minimum wage laws, you’ll find several key factors at play, including employment effects, income disparities, and how businesses adapt. Whereas raising the minimum wage aims to lift low-income workers’ earnings, it can likewise prompt employers to rethink their staffing strategies and potentially lead to job losses in some sectors. Comprehending these dynamics helps clarify the ongoing debate about whether increases in the minimum wage eventually benefit or hinder the economy. Employment Effects The economic impacts of minimum wage laws on employment have long been debated among economists and policymakers. Research shows that although a minimum wage increase might lead to minimal reductions in job availability for low-income workers, many studies indicate insignificant overall employment effects. A meta-analysis of 64 studies challenges the belief that these increases result in substantial job losses, highlighting slight or neutral impacts instead. For instance, a 1992 study by Card and Krueger found no reduction in fast food employment in New Jersey in spite of a wage increase. In monopsonistic labor markets, a well-set minimum wage could boost both wages and employment. Critics argue it may discourage hiring, yet proponents claim higher wages improve employee retention and productivity, benefiting employers in the long run. Income Disparities Minimum wage laws play a significant role in addressing income disparities by setting a wage floor intended to support workers at the lower end of the pay scale. The current federal minimum wage of $7.25 per hour hasn’t kept pace with inflation, leading to a decline in purchasing capacity and worsening income inequality. Research shows that a minimum wage increase can disproportionately benefit low-income workers, raising their earnings and potentially reducing wage gaps. Furthermore, higher minimum wages can create a ripple effect, lifting wages for those just above the minimum. Nevertheless, opponents argue that such increases might lead to job losses for low-skilled workers, which could counteract efforts to reduce income inequality by limiting job opportunities for vulnerable populations. Business Adaptations As businesses adapt to changing minimum wage laws, they often face significant economic repercussions that can reshape their operational strategies. A minimum wage increase raises labor costs, prompting some companies to automate jobs or rely on gig workers to sidestep compliance issues. Nevertheless, research shows that a wage increase can reduce employee turnover, with examples like a 76% drop at San Francisco Airport after a wage hike. Employers may likewise see increased productivity, as fair compensation often leads to motivated workers. Yet, small businesses worry that mandated wage increases could result in job losses or reduced hiring. Furthermore, higher wages for minimum wage workers can trigger a ripple effect, raising costs for those earning slightly above the minimum, further impacting wage structures. Critiques of Minimum Wage Models Critics of minimum wage models often highlight potential negative consequences that can arise from increasing wage floors, particularly for low-skilled workers. For instance, a minimum wage increase for New York State could lead employers to reduce hiring or cut hours to manage higher labor costs. The supply and demand model suggests that setting a minimum wage above the equilibrium wage creates a surplus of labor, resulting in unemployment for those unable to find work because of these higher wage floors. Additionally, studies indicate that minimum wage increases may negatively affect employment levels, especially for younger and less experienced workers. Some economists argue that the traditional minimum wage model overlooks real-world dynamics, such as monopsonistic conditions where a single employer holds greater market influence. Finally, critics warn that raising wages can cause inflation, as businesses may raise prices to compensate for increased expenses, potentially negating benefits for low-income workers. Empirical Studies on Minimum Wage Effects Empirical studies on the effects of minimum wage laws reveal a complex interaction between wage increases and employment levels, challenging some long-held beliefs in economics. For instance, David Card and Alan Krueger’s research showed that a minimum wage increase in New Jersey led to slight employment growth in fast food restaurants, countering traditional views. A meta-study of 64 papers indicated that job losses might not be as significant as once thought. On the other hand, Neumark and Wascher’s work suggested potential employment decreases linked to wage hikes, illustrating ongoing debates. Importantly, studies from 2010 found no adverse employment effects in contiguous U.S. counties, supporting the idea that moderate increases, like the minimum salary in California, don’t necessarily harm job prospects. Study Key Finding Employment Effect Card & Krueger (1992) Minimum wage increase led to job growth Positive Meta-study (64 papers) Insignificant employment effects Neutral Neumark & Wascher (1996) Employment decreases associated with wage hikes Negative Alternatives to Minimum Wage Policies Although minimum wage policies aim to support low-income workers, there are several alternatives that can effectively address income inequality and labor market challenges. Here are some remarkable options: Targeted income support programs like the Earned Income Tax Credit (EITC) help low-income families without imposing wage floors on employers. Living wage ordinances establish wage standards based on local cost of living, offering more customized solutions than a uniform minimum wage. Universal basic income (UBI) proposals suggest providing all citizens with a regular, unconditional monetary sum to combat income inequality and provide a safety net, independent of employment. Job guarantee programs focus on creating government-funded jobs, ensuring employment for all as they address wage concerns without adjusting minimum wage levels. These alternatives offer innovative approaches to improving worker welfare and nurturing a more equitable economy, showcasing that there are multiple paths to achieving financial stability for individuals. Frequently Asked Questions Why Are Minimum Wage Laws Important? Minimum wage laws are essential since they set a baseline for worker compensation, preventing exploitation. They guarantee that you receive a fair wage for your labor, helping to sustain a decent standard of living. By establishing higher minimum wages, these laws can reduce poverty and income inequality, providing you with better access to necessities like food and housing. Furthermore, they can lead to improved job retention and productivity, benefiting both you and your employer. What Is the Minimum Wages Act and Why Is It Important? The Minimum Wages Act is a legal framework that mandates the lowest wage employers can pay workers, ensuring a basic standard of living. Enacted in 1938, it protects employees from exploitation, reduces income inequality, and helps combat poverty. Compliance is essential for employers, as violations can result in penalties and legal consequences. Furthermore, the Act allows local jurisdictions to set higher wages based on their economic conditions, increasing flexibility for communities. What Is the Minimum Wages Law? Minimum wage laws set the lowest amount employers must pay their workers per hour. In the U.S., the federal minimum wage is $7.25, unchanged since 2009, though many states enforce higher rates. These laws aim to prevent exploitation and guarantee fair compensation for labor. Enforced by the Secretary of Labor, these regulations allow employees to seek legal action for unpaid wages, which can lead to compensation and attorney fees. What Is the Main Purpose of Minimum Wage? The main purpose of minimum wage is to set a legal baseline for compensation that employers must pay their workers. It aims to guarantee fair pay, preventing exploitation and helping employees meet basic living costs. By establishing this minimum, the law seeks to reduce income inequality and poverty, supporting a more stable economy. Moreover, it acts as a safety net for low-income workers, reinforcing their ability to secure necessary resources for daily life. Conclusion In conclusion, minimum wage laws play a crucial role in shaping the labor market by ensuring workers receive fair compensation for their efforts. Their historical development reflects societal values regarding worker rights and economic equity. Although variations exist across jurisdictions, the economic impacts of these laws remain a topic of debate. Comprehending both the benefits and critiques of minimum wage policies is fundamental for informed discussions on labor practices and alternatives aimed at enhancing worker welfare. Image via Google Gemini This article, "What Are Minimum Wage Laws and Why Do They Matter?" was first published on Small Business Trends View the full article

Minimum wage laws are regulations that guarantee workers receive at least a set hourly wage, preventing exploitation and promoting fair pay. These laws aim to reduce income inequality, helping marginalized groups secure a living wage that covers fundamental needs. As they vary across jurisdictions, their economic impacts spark ongoing debates. Comprehending their historical context and effectiveness can illuminate their significance in today’s labor market. What challenges and alternatives exist, and how do they shape the future of work? Key Takeaways Minimum wage laws set the lowest hourly wage employers must pay, ensuring fair compensation and protecting workers from exploitation. The federal minimum wage in the U.S. is currently $7.25 per hour, unchanged since 2009. These laws aim to reduce income inequality and poverty, particularly among marginalized groups and low-income workers. Economic studies show mixed effects of minimum wage increases on employment, with some indicating job growth and others suggesting potential job losses. Alternatives to minimum wage policies include income support programs, living wage ordinances, and job guarantee initiatives to promote equitable economic conditions. Definition and Purpose of Minimum Wage Laws Minimum wage laws play an important role in defining the baseline for worker compensation across various industries. These laws establish the lowest hourly wage that employers must pay, protecting workers from exploitation and ensuring fair compensation. For instance, the federal minimum wage in the United States is currently set at $7.25 per hour, a rate unchanged since 2009, which sparks ongoing debates about living wages. The primary purpose of minimum wage laws is to provide sufficient income for workers to meet basic needs like food, housing, and healthcare. This not only improves living standards but likewise aims to reduce income inequality and poverty levels, particularly among marginalized groups. In California, the minimum wage is higher than the federal standard, reflecting the state’s specific economic conditions. Historical Context of Minimum Wage Legislation Though it may seem like a modern concept, the roots of minimum wage legislation trace back to the early 20th century. The first minimum wage law was enacted in Massachusetts in 1912, aimed at protecting women and children from exploitation in the workforce. By 1938, the Fair Labor Standards Act (FLSA) established a federal minimum wage of 25 cents per hour, a vital step during the Great Depression to safeguard workers. Over the decades, minimum wage legislation evolved from merely capping wages to ensuring a living wage. The purchasing capability of the federal minimum wage peaked in 1968 at $1.60 per hour. Nevertheless, since the late 20th century, the slow growth of the federal minimum wage has led to concerns about its relevance, prompting calls for reforms to better align wages with the rising costs of living, eventually aiming for a more equitable work environment. Variations in Minimum Wage Across Jurisdictions When you look at minimum wage laws, you’ll notice significant differences between federal, state, and local rates. During the federal minimum wage stands at $7.25 per hour, many states and cities have implemented higher rates to better reflect their economic conditions and cost of living. This variation means that in some places, like San Francisco, workers earn as much as $15.69 per hour, highlighting the diverse approaches jurisdictions take to wage setting. Federal vs. State Rates As the federal minimum wage in the United States remains at $7.25 per hour, many states have chosen to implement their own minimum wage laws that exceed this baseline. For example, California has set its minimum wage at $15 per hour, reflecting the higher cost of living there. By 2025, the minimum wage in California is expected to reach even higher levels, accommodating the state’s economic conditions. Currently, twenty-nine states and Washington, D.C. maintain rates above the federal standard, resulting in significant wage variations across the country. This disparity can lead to varying living standards and economic challenges, particularly for marginalized groups, as some areas struggle to meet basic living expenses in spite of higher state minimum wages. Local Wage Variations Though many people might assume that minimum wage is uniform across the United States, the reality is that it varies widely based on local jurisdictions. Local wage variations lead to significant differences in minimum salary pay, with some states and cities enacting higher rates than the federal minimum of $7.25 per hour. For example, California‘s minimum wage reaches $15.69 in certain areas, whereas Washington D.C mandates $14 per hour. As of 2021, twenty-nine states and Washington, D.C. had minimum wages exceeding the federal standard. Local governments can tailor their minimum wage for salaried employees to reflect economic conditions and the cost of living, resulting in a patchwork of wage standards across the country, with some jurisdictions additionally raising tipped minimum wage rates. Economic Impacts of Minimum Wage Laws When you consider the economic impacts of minimum wage laws, you’ll find several key factors at play, including employment effects, income disparities, and how businesses adapt. Whereas raising the minimum wage aims to lift low-income workers’ earnings, it can likewise prompt employers to rethink their staffing strategies and potentially lead to job losses in some sectors. Comprehending these dynamics helps clarify the ongoing debate about whether increases in the minimum wage eventually benefit or hinder the economy. Employment Effects The economic impacts of minimum wage laws on employment have long been debated among economists and policymakers. Research shows that although a minimum wage increase might lead to minimal reductions in job availability for low-income workers, many studies indicate insignificant overall employment effects. A meta-analysis of 64 studies challenges the belief that these increases result in substantial job losses, highlighting slight or neutral impacts instead. For instance, a 1992 study by Card and Krueger found no reduction in fast food employment in New Jersey in spite of a wage increase. In monopsonistic labor markets, a well-set minimum wage could boost both wages and employment. Critics argue it may discourage hiring, yet proponents claim higher wages improve employee retention and productivity, benefiting employers in the long run. Income Disparities Minimum wage laws play a significant role in addressing income disparities by setting a wage floor intended to support workers at the lower end of the pay scale. The current federal minimum wage of $7.25 per hour hasn’t kept pace with inflation, leading to a decline in purchasing capacity and worsening income inequality. Research shows that a minimum wage increase can disproportionately benefit low-income workers, raising their earnings and potentially reducing wage gaps. Furthermore, higher minimum wages can create a ripple effect, lifting wages for those just above the minimum. Nevertheless, opponents argue that such increases might lead to job losses for low-skilled workers, which could counteract efforts to reduce income inequality by limiting job opportunities for vulnerable populations. Business Adaptations As businesses adapt to changing minimum wage laws, they often face significant economic repercussions that can reshape their operational strategies. A minimum wage increase raises labor costs, prompting some companies to automate jobs or rely on gig workers to sidestep compliance issues. Nevertheless, research shows that a wage increase can reduce employee turnover, with examples like a 76% drop at San Francisco Airport after a wage hike. Employers may likewise see increased productivity, as fair compensation often leads to motivated workers. Yet, small businesses worry that mandated wage increases could result in job losses or reduced hiring. Furthermore, higher wages for minimum wage workers can trigger a ripple effect, raising costs for those earning slightly above the minimum, further impacting wage structures. Critiques of Minimum Wage Models Critics of minimum wage models often highlight potential negative consequences that can arise from increasing wage floors, particularly for low-skilled workers. For instance, a minimum wage increase for New York State could lead employers to reduce hiring or cut hours to manage higher labor costs. The supply and demand model suggests that setting a minimum wage above the equilibrium wage creates a surplus of labor, resulting in unemployment for those unable to find work because of these higher wage floors. Additionally, studies indicate that minimum wage increases may negatively affect employment levels, especially for younger and less experienced workers. Some economists argue that the traditional minimum wage model overlooks real-world dynamics, such as monopsonistic conditions where a single employer holds greater market influence. Finally, critics warn that raising wages can cause inflation, as businesses may raise prices to compensate for increased expenses, potentially negating benefits for low-income workers. Empirical Studies on Minimum Wage Effects Empirical studies on the effects of minimum wage laws reveal a complex interaction between wage increases and employment levels, challenging some long-held beliefs in economics. For instance, David Card and Alan Krueger’s research showed that a minimum wage increase in New Jersey led to slight employment growth in fast food restaurants, countering traditional views. A meta-study of 64 papers indicated that job losses might not be as significant as once thought. On the other hand, Neumark and Wascher’s work suggested potential employment decreases linked to wage hikes, illustrating ongoing debates. Importantly, studies from 2010 found no adverse employment effects in contiguous U.S. counties, supporting the idea that moderate increases, like the minimum salary in California, don’t necessarily harm job prospects. Study Key Finding Employment Effect Card & Krueger (1992) Minimum wage increase led to job growth Positive Meta-study (64 papers) Insignificant employment effects Neutral Neumark & Wascher (1996) Employment decreases associated with wage hikes Negative Alternatives to Minimum Wage Policies Although minimum wage policies aim to support low-income workers, there are several alternatives that can effectively address income inequality and labor market challenges. Here are some remarkable options: Targeted income support programs like the Earned Income Tax Credit (EITC) help low-income families without imposing wage floors on employers. Living wage ordinances establish wage standards based on local cost of living, offering more customized solutions than a uniform minimum wage. Universal basic income (UBI) proposals suggest providing all citizens with a regular, unconditional monetary sum to combat income inequality and provide a safety net, independent of employment. Job guarantee programs focus on creating government-funded jobs, ensuring employment for all as they address wage concerns without adjusting minimum wage levels. These alternatives offer innovative approaches to improving worker welfare and nurturing a more equitable economy, showcasing that there are multiple paths to achieving financial stability for individuals. Frequently Asked Questions Why Are Minimum Wage Laws Important? Minimum wage laws are essential since they set a baseline for worker compensation, preventing exploitation. They guarantee that you receive a fair wage for your labor, helping to sustain a decent standard of living. By establishing higher minimum wages, these laws can reduce poverty and income inequality, providing you with better access to necessities like food and housing. Furthermore, they can lead to improved job retention and productivity, benefiting both you and your employer. What Is the Minimum Wages Act and Why Is It Important? The Minimum Wages Act is a legal framework that mandates the lowest wage employers can pay workers, ensuring a basic standard of living. Enacted in 1938, it protects employees from exploitation, reduces income inequality, and helps combat poverty. Compliance is essential for employers, as violations can result in penalties and legal consequences. Furthermore, the Act allows local jurisdictions to set higher wages based on their economic conditions, increasing flexibility for communities. What Is the Minimum Wages Law? Minimum wage laws set the lowest amount employers must pay their workers per hour. In the U.S., the federal minimum wage is $7.25, unchanged since 2009, though many states enforce higher rates. These laws aim to prevent exploitation and guarantee fair compensation for labor. Enforced by the Secretary of Labor, these regulations allow employees to seek legal action for unpaid wages, which can lead to compensation and attorney fees. What Is the Main Purpose of Minimum Wage? The main purpose of minimum wage is to set a legal baseline for compensation that employers must pay their workers. It aims to guarantee fair pay, preventing exploitation and helping employees meet basic living costs. By establishing this minimum, the law seeks to reduce income inequality and poverty, supporting a more stable economy. Moreover, it acts as a safety net for low-income workers, reinforcing their ability to secure necessary resources for daily life. Conclusion In conclusion, minimum wage laws play a crucial role in shaping the labor market by ensuring workers receive fair compensation for their efforts. Their historical development reflects societal values regarding worker rights and economic equity. Although variations exist across jurisdictions, the economic impacts of these laws remain a topic of debate. Comprehending both the benefits and critiques of minimum wage policies is fundamental for informed discussions on labor practices and alternatives aimed at enhancing worker welfare. Image via Google Gemini This article, "What Are Minimum Wage Laws and Why Do They Matter?" was first published on Small Business Trends View the full article

Strong leadership, clear vision and pride in craftsmanship drive successful construction projects. These construction quotes highlight timeless lessons from architects, engineers and leaders whose words still resonate on today’s job sites. 1. “You can dream, create, design and build the most wonderful place in the world. But it requires people to make the dream a reality.” — Walt Disney This quote reminds construction teams that even the most visionary designs rely on collaboration, skilled labor and shared commitment. Turning plans into reality demands communication, coordination and craftsmanship from everyone involved on the jobsite. 2. “The mother art is architecture. Without an architecture of our own we have no soul of our own civilization.” — Frank Lloyd Wright Construction shapes culture and leaves a lasting legacy. Every project contributes to the built environment and influences future generations. This quote highlights the pride and responsibility construction professionals carry in shaping society through buildings. 3. “Quality is never an accident. It is always the result of intelligent effort.” — John Ruskin Attention to detail, thoughtful planning and disciplined execution are essential in construction. This quote underscores that excellent outcomes stem from deliberate effort, not chance, emphasizing the value of quality craftsmanship. Construction quotes will only take your team so far. If you want to ensure your construction project plans are thorough, try ProjectManager. Our tools allow construction managers to create detailed project schedules, assign tasks, set dependencies, and monitor progress across multiple teams. Features like Gantt charts, kanban boards and task lists ensure that plans are actionable and adaptable, while dashboards and reporting tools give a clear overview of budgets, timelines, and resource allocation, keeping projects on track and aligned with strategic goals. Get started with a free 30-day trial. /wp-content/uploads/2022/07/construction-gantt-resources-costs-150-CTA-BUTTON-1.jpgLearn more 4. “We shape our buildings; thereafter they shape us.” — Winston Churchill Decisions made during construction influence how people live, work and interact for years. Thoughtful design and careful execution ensure spaces enhance communities and serve their intended purpose effectively. 5. “Great buildings that move the spirit have always been rare.” — Frank Lloyd Wright Exceptional construction goes beyond functionality. This quote inspires teams to pursue creativity, innovation and excellence, creating structures that leave a lasting impression and elevate the human experience. 6. “Success is the sum of small efforts repeated day in and day out.” — Robert Collier Large construction projects are completed through consistent daily effort. This quote reinforces that steady progress, persistence and task completion are critical to achieving long-term project goals. Related: 25 Free Excel Construction Templates 7. “The best way to predict the future is to create it.” — Peter Drucker Construction professionals actively shape the future through careful planning, execution and innovation. This quote encourages proactive thinking and the strategic use of tools and methods to deliver successful projects. 8. “Building is about getting around the obstacles that are presented to you.” — Frank Gehry Problem-solving is essential in construction. This quote reflects the reality that overcoming unexpected challenges is as important as technical skill for project managers and crews. 9. “Plans are nothing; planning is everything.” — Dwight D. Eisenhower While plans provide direction, adaptability and foresight are key. This quote reminds construction teams that continuous planning, anticipation of changes and flexibility ensure project success. /wp-content/uploads/2025/01/2025-construction-ebook-banner-ad.jpg 10. “The bitterness of poor quality remains long after the sweetness of low price is forgotten.” — Benjamin Franklin Cutting corners may save money initially, but poor workmanship can have lasting negative consequences. Construction quotes like this stress the importance of prioritizing quality over short-term cost savings. 11. “A goal without a plan is just a wish.” — Antoine de Saint-Exupéry Clear objectives, defined schedules and accountable teams are essential in construction. This quote emphasizes that ambition must be paired with actionable steps to ensure successful outcomes. 12. “Good buildings come from good people.” — Stephen Gardiner Strong leadership, collaboration and skilled labor are the foundation of successful construction projects. This quote highlights the importance of building the right team to deliver quality results. 13. “Well done is better than well said.” — Benjamin Franklin Actions speak louder than words. Construction teams are judged by their results, not intentions, underscoring the importance of execution and measurable outcomes. 14. “Innovation distinguishes between a leader and a follower.” — Steve Jobs Adopting new construction methods, tools, or technologies creates a competitive advantage. This quote encourages teams to embrace change and innovate to achieve superior results. 15. “Simplicity is the ultimate sophistication.” — Leonardo da Vinci Clear, efficient designs and processes often yield the best construction outcomes. This quote reminds teams that complexity can hinder progress, whereas simplicity enhances execution and quality. 16. “If you don’t know where you are going, you’ll end up someplace else.” — Yogi Berra Clear goals, scope definitions and schedules keep projects on track. This quote highlights the necessity of direction and alignment for construction success. 17. “The details are not the details. They make the design.” — Charles Eames Precision and attention to detail are what make a construction project exceptional. Every measurement, material choice and finish contributes to overall success. 18. “Hard work beats talent when talent doesn’t work hard.” — Tim Notke Even highly skilled construction teams must apply themselves consistently. Discipline, persistence and daily effort ensure deadlines are met and quality standards are maintained. 19. “Coming together is a beginning; keeping together is progress; working together is success.” — Henry Ford Teamwork across trades, contractors and project managers is critical. This quote underscores that collaboration and coordination drive project completion and overall success. Collaboration in ProjectManager is seamless, as teams can add comments on the task level. /wp-content/uploads/2022/06/Manufacturing-overlay-LIGHT-Task-collab-comment.jpg 20. “Architecture should speak of its time and place, but yearn for timelessness.” — Frank Gehry Construction projects must balance contemporary requirements with durability and lasting value. Thoughtful planning ensures structures remain functional and meaningful for decades. 21. “Efficiency is doing things right; effectiveness is doing the right things.” — Peter Drucker Construction managers must maximize productivity while making strategic decisions. This quote emphasizes balancing operational efficiency with smart, goal-oriented action. 22. “The road to success is always under construction.” — Lily Tomlin Continuous improvement is inherent in construction. Teams grow through learning, adapting to challenges and refining processes to achieve long-term success. 23. “What gets measured gets managed.” — Peter Drucker Monitoring schedules, costs and quality is essential. This quote highlights the importance of metrics and tracking to maintain control over construction projects. 24. “Without craftsmanship, inspiration is a mere reed shaken in the wind.” — Johannes Itten Ideas alone don’t build structures. Skilled construction teams turn inspiration into tangible results through expertise, precision and dedication. 25. “Good fortune is what happens when opportunity meets with planning.” — Thomas Edison Proper planning ensures success in construction. Anticipating challenges and preparing resources turns opportunities into concrete achievements. /wp-content/uploads/2022/01/Construction-Schedule-Template.png Get your free Construction Schedule Template Use this free Construction Schedule Template to manage your projects better. Get the Template 26. “Do it right the first time.” — Anonymous Accuracy and thorough execution save time and resources. This quote reinforces avoiding mistakes and ensuring high-quality work from the start. 27. “The strength of the team is each individual member.” — Phil Jackson Every role, from laborer to project manager, contributes to success. Teams function best when every member takes responsibility and collaborates effectively. Related: 38 Free Excel Templates for Business (Plus 10 Word Templates) 28. “Building safely is building smart.” — Anonymous Safety is foundational in construction. Protecting workers, complying with regulations and proactive planning reduce risks and improve project outcomes. 29. “You don’t build a business. You build people, and people build the business.” — Zig Ziglar Investing in team development strengthens capabilities and fosters high-performing crews. Skilled, motivated teams are essential to completing construction projects successfully. 30. “An ounce of prevention is worth a pound of cure.” — Benjamin Franklin Planning, inspections and preventative measures mitigate delays, cost overruns and accidents, ensuring projects run smoothly and efficiently. 31. “Make it work, then make it better.” — Frank Gehry Problem-solving and continuous improvement drive construction excellence. Teams refine processes, adjust methods and optimize results throughout project execution. 32. “The difference between ordinary and extraordinary is that little extra.” — Jimmy Johnson Going above and beyond in planning, execution, or finishing work elevates projects from adequate to exceptional. 33. “A smooth sea never made a skilled sailor.” — Franklin D. Roosevelt Challenges and obstacles on construction projects build resilience, problem-solving ability and expertise among teams. 34. “Measure twice, cut once.” — Traditional Proverb Accuracy, preparation and double-checking are fundamental. This classic construction quote reduces errors and waste on the jobsite. 35. “Leadership is action, not position.” — Donald McGannon Effective leadership is demonstrated through daily decision-making, guidance and support rather than titles alone. 36. “Safety doesn’t happen by accident.” — Anonymous Construction safety requires deliberate planning, training and consistent accountability to prevent accidents and maintain a productive work environment. 37. “Excellence is not an act, but a habit.” — Aristotle Consistently applying best practices, attention to detail and teamwork fosters long-term construction excellence. 38. “Every job is a self-portrait of the person who did it.” — Anonymous The quality of construction work reflects pride, integrity and craftsmanship. Each team member leaves a personal mark on the project. 39. “The best project plan is useless without execution.” — Anonymous Plans alone are insufficient. Successful construction depends on translating blueprints into action through skilled teams and proactive management. 40. “Leave it better than you found it.” — Robert Baden-Powell Construction teams shape communities and infrastructure. Striving for quality, sustainability and improvement ensures projects positively impact society. Free Construction Project Management Templates If you’re looking for additional resources to improve your construction projects, try downloading any of our free project management templates. We have countless templates for Excel, Word, Google Sheets and more. Below are just a few to get you started. Construction Management Plan Template This template helps construction teams organize project goals, responsibilities and workflows in a single document. By using a clear management plan, teams can apply the wisdom of construction quotes about teamwork, planning and efficiency to real projects. Construction Budget Template Managing costs is critical for any construction project. This budget template helps teams track expenses, allocate resources and avoid overruns, supporting the practical lessons behind quotes emphasizing planning, quality and smart decision-making. Construction Schedule Template A construction schedule template keeps projects on track by mapping tasks, milestones and dependencies. It turns motivational construction quotes about persistence, focus and progress into actionable timelines, helping teams execute with consistency and discipline. Manage Construction Projects from Start to Finish with ProjectManager Want to elevate your construction project management efforts even more? Try ProjectManager. We turn the inspiration and lessons behind these quotes into actionable project management tools for construction teams. Many construction quotes emphasize planning, teamwork, efficiency, quality and problem-solving; all core principles that ProjectManager supports through our software. Centralized Project Planning Effective planning can make or break a construction project. Our Gantt chart is especially powerful for construction projects, allowing managers to visualize the entire project timeline, set task dependencies, track milestones and adjust schedules as changes occur. Teams can see the critical path, monitor progress and ensure that deadlines are met. /wp-content/uploads/2022/07/Gantt-Light-Mode-Timeline-Focus.jpg Ensure Quality and Attention to Detail The above construction quotes highlighted the importance of quality and attention to detail. AI-powered reports and dashboards make it easy to ensure nothing slips through the cracks. Project and portfolio-level dashboards update with real-time project data, showing information on project health, costs, time and more. Then, in a few clicks, generate custom reports that highlight the information that stakeholders want to see. /wp-content/uploads/2025/10/AI-Project-Insights-Dashboard-Edited-Lightmode.png Related Construction Project Management Content 8 Free Construction Forms for Excel and Word 14 Types of Construction Contracts: Pros, Cons & Best Practices How to Manage a Construction Project Step by Step 10 Types of Construction Projects with Examples The Construction Process Explained Step-by-Step ProjectManager is online project management software that gives project managers and their teams everything they need to plan, monitor and report on their projects. Don’t let your next project fail; try ProjectManager with this free 30-day trial. The post 40 Construction Quotes to Motivate Your Team appeared first on ProjectManager. View the full article

President Donald The President’s handpicked board voted Thursday to rename Washington’s leading performing arts center as the The President-Kennedy Center, the White House said. Press secretary Karoline Leavitt announced the vote on social media, saying it was because of the “unbelievable work President The President has done over the last year in saving the building. Not only from the standpoint of its reconstruction, but also financially, and its reputation.” The President, a Republican who’s chairman of the board, often refers to the John F. Kennedy Center for the Performing Arts, which is named for a Democratic predecessor, as the “The President Kennedy Center.” Asked on Dec. 7 as he walked the red carpet for the Kennedy Center Honors program whether he would rename the venue after himself, The President said such a decision would be up to the board. Earlier this month, The President talked about a “big event on Friday at the The President Kennedy Center” before saying, “excuse me, at the Kennedy Center,” as his audience laughed. He was referring to the FIFA World Cup soccer draw for 2026, in which he participated. A name change won’t sit well with some Kennedy family members. Maria Shriver, a niece of John F. Kennedy, referred to the legislation introduced in Congress to rebrand the Kennedy Center as the Donald J. The President Center for the Performing Arts as “insane” in a social media post in July. “It makes my blood boil. It’s so ridiculous, so petty, so small minded,” she wrote. “Truly, what is this about? It’s always about something. ‘Let’s get rid of the Rose Garden. Let’s rename the Kennedy Center.’ What’s next?” The President earlier this year turned the Kennedy-era Rose Garden at the White House into a patio by removing the lawn and laying down paving stones. Another Kennedy family member, Robert F. Kennedy Jr., serves in The President’s Cabinet as secretary of the Department of Health and Human Services. —Darlene Superville, Associated Press View the full article

In a move set to reshape the landscape of artificial intelligence for businesses, Salesforce and Amazon Web Services (AWS) have unveiled Agentforce 360 for AWS. This innovative platform, leveraging AWS’s secure global infrastructure, aims to address common barriers to AI adoption such as trust, governance, and quick return on investment (ROI). Small business owners should take note: this new offering can streamline their journey into the realm of AI, making it both accessible and compliant with industry standards. The collaboration signifies a strategic alliance that brings together Salesforce’s robust customer relationship management (CRM) expertise and AWS’s cloud-computing capabilities. “This is a significant step for our joint customers looking for AI agents that are powerful, can be trusted, and align with their cloud investments,” stated Brian Landsman, CEO of AppExchange and EVP of Global Partnerships at Salesforce. He emphasized that Agentforce 360 on AWS comes with built-in guardrails and a straightforward purchasing path through AWS Marketplace. For small business owners considering the integration of AI in their operations, Agentforce 360 offers several appealing features. Chief among these is an intuitive platform powered by Amazon Bedrock, which utilizes advanced foundation models, such as Anthropic’s Claude models. With the Atlas Reasoning Engine at its core, the platform guarantees transparency in the decision-making processes of AI agents—crucial for businesses operating within heavily regulated environments. “This includes an immutable audit trail for every action, meeting stringent regulatory requirements,” as stated in the press release. For small businesses, particularly those in finance or healthcare, compliance can be a labyrinthine process. The ability to maintain control and oversight of AI applications enhances confidence when deploying generative AI—invaluable for businesses striving to meet regulatory standards. Moreover, the Agentforce 360 Prompt Builder tailors AI capabilities to specific organizational contexts. By generating relevant prompts based on existing business data, the platform empowers owners to harness the full potential of generative AI. This flexibility can be a game-changer, enabling smaller firms to leverage advanced technology without extensive prior knowledge. Beyond functionality, there’s also a significant financial consideration. Purchasing Agentforce 360 through AWS allows businesses to consolidate their AI expenditures, unlocking additional purchasing incentives and simplifying procurement. As outlined in the announcement, key benefits include private pricing options and consolidated billing. These features can help small businesses streamline their budget management while ensuring that every investment contributes to their growth objectives. Despite these enticing prospects, small business owners may face challenges when considering this new technology. Integration of advanced AI systems often requires a shift in operations and can come with upfront costs and a learning curve as employees adapt. Furthermore, while AI solutions promise efficiency, they also demand robust cybersecurity measures to protect sensitive data. The assurances offered by the Salesforce Trust Boundary and the Agentforce Trust Layer mitigate these concerns but require a degree of trust in both vendors. Daniel Bernard, chief business officer at CrowdStrike, illustrates the potential success with such tools, stating, “Agentforce on AWS gives us the power to deploy AI agents that actually work – fast, secure, and built on the infrastructure we trust.” This sentiment encapsulates the hope many small businesses might share as they weigh the integration of AI into their operational frameworks. As Agentforce 360 for AWS gears up for release in AWS Marketplace early next year, the innovative collaboration between Salesforce and AWS sets the stage for small businesses to harness cutting-edge AI capabilities effectively. Whether improving customer interactions, automating processes, or ensuring regulatory compliance, the benefits seem compelling for those ready to take the plunge. By focusing on simplicity in AI procurement and use, Agentforce 360 opens up new possibilities for small businesses, positioning them to not just keep pace with larger enterprises, but to thrive in an increasingly competitive landscape. For more detailed information, you can read the original press release here. Image via Google Gemini This article, "Salesforce and AWS Launch Agentforce 360 to Simplify Enterprise AI Adoption" was first published on Small Business Trends View the full article

In a move set to reshape the landscape of artificial intelligence for businesses, Salesforce and Amazon Web Services (AWS) have unveiled Agentforce 360 for AWS. This innovative platform, leveraging AWS’s secure global infrastructure, aims to address common barriers to AI adoption such as trust, governance, and quick return on investment (ROI). Small business owners should take note: this new offering can streamline their journey into the realm of AI, making it both accessible and compliant with industry standards. The collaboration signifies a strategic alliance that brings together Salesforce’s robust customer relationship management (CRM) expertise and AWS’s cloud-computing capabilities. “This is a significant step for our joint customers looking for AI agents that are powerful, can be trusted, and align with their cloud investments,” stated Brian Landsman, CEO of AppExchange and EVP of Global Partnerships at Salesforce. He emphasized that Agentforce 360 on AWS comes with built-in guardrails and a straightforward purchasing path through AWS Marketplace. For small business owners considering the integration of AI in their operations, Agentforce 360 offers several appealing features. Chief among these is an intuitive platform powered by Amazon Bedrock, which utilizes advanced foundation models, such as Anthropic’s Claude models. With the Atlas Reasoning Engine at its core, the platform guarantees transparency in the decision-making processes of AI agents—crucial for businesses operating within heavily regulated environments. “This includes an immutable audit trail for every action, meeting stringent regulatory requirements,” as stated in the press release. For small businesses, particularly those in finance or healthcare, compliance can be a labyrinthine process. The ability to maintain control and oversight of AI applications enhances confidence when deploying generative AI—invaluable for businesses striving to meet regulatory standards. Moreover, the Agentforce 360 Prompt Builder tailors AI capabilities to specific organizational contexts. By generating relevant prompts based on existing business data, the platform empowers owners to harness the full potential of generative AI. This flexibility can be a game-changer, enabling smaller firms to leverage advanced technology without extensive prior knowledge. Beyond functionality, there’s also a significant financial consideration. Purchasing Agentforce 360 through AWS allows businesses to consolidate their AI expenditures, unlocking additional purchasing incentives and simplifying procurement. As outlined in the announcement, key benefits include private pricing options and consolidated billing. These features can help small businesses streamline their budget management while ensuring that every investment contributes to their growth objectives. Despite these enticing prospects, small business owners may face challenges when considering this new technology. Integration of advanced AI systems often requires a shift in operations and can come with upfront costs and a learning curve as employees adapt. Furthermore, while AI solutions promise efficiency, they also demand robust cybersecurity measures to protect sensitive data. The assurances offered by the Salesforce Trust Boundary and the Agentforce Trust Layer mitigate these concerns but require a degree of trust in both vendors. Daniel Bernard, chief business officer at CrowdStrike, illustrates the potential success with such tools, stating, “Agentforce on AWS gives us the power to deploy AI agents that actually work – fast, secure, and built on the infrastructure we trust.” This sentiment encapsulates the hope many small businesses might share as they weigh the integration of AI into their operational frameworks. As Agentforce 360 for AWS gears up for release in AWS Marketplace early next year, the innovative collaboration between Salesforce and AWS sets the stage for small businesses to harness cutting-edge AI capabilities effectively. Whether improving customer interactions, automating processes, or ensuring regulatory compliance, the benefits seem compelling for those ready to take the plunge. By focusing on simplicity in AI procurement and use, Agentforce 360 opens up new possibilities for small businesses, positioning them to not just keep pace with larger enterprises, but to thrive in an increasingly competitive landscape. For more detailed information, you can read the original press release here. Image via Google Gemini This article, "Salesforce and AWS Launch Agentforce 360 to Simplify Enterprise AI Adoption" was first published on Small Business Trends View the full article

We may earn a commission from links on this page. Deal pricing and availability subject to change after time of publication. If you’re in the market for a small TV that also doubles as a tablet and home hub, the Amazon Echo Show 21 is an all-in-one smart display with built-in Fire TV, tons of widgets, and other genuinely useful features. A step up in size from the Amazon Echo Show 15, the Amazon Echo Show 21 is rarely on sale, but right now, it’s $50 off on Amazon, dropping to its lowest price ever of $349.99 (originally $399.99), and is a great option for Alexa-powered households. Amazon Echo Show 21 $349.99 at Amazon $399.99 Save $50.00 Get Deal Get Deal $349.99 at Amazon $399.99 Save $50.00 It has a sharp 21-inch screen, and like its predecessor, uses the Fire TV interface and Alexa. The screen resolution is 1,920 by 1,080 pixels. It’s essentially a larger version of the Echo Show 15, with a larger touchscreen. The Amazon Echo Show 21 has a 13MP camera for video calls and home monitoring that automatically zooms and adjusts, along with a manual privacy shutter switch. The larger screen enables more accessible home hub and widget visibility, supporting multiple user profiles and switching via facial or voice recognition when the camera and mic are enabled. It also doubles as a digital picture frame. Designed primarily for wall mounting, the Echo Show 21 doesn’t include a stand. While it doesn’t mechanically swivel like the discontinued Amazon Echo Show 10, you can purchase an additional rotating stand to adjust the horizontal and vertical angles manually. The included remote lets you use the Fire TV interface without a touchscreen, which PCMag notes is bright and sharp for video playback, with “reasonably accurate and saturated” colors, though its range isn’t comparable to a higher-end QLED or OLED display. While the Echo Show 21 has the same two-inch woofers and 0.6-inch tweeters as the 15 that provide loud sound, it lacks the deep bass needed to function as a standalone speaker for audiophiles. However, if you don’t need extremely low-frequency power, it performs well for everyday listening and TV audio. Ultimately, this versatile smart display and whole-home hub is a competent option for Alexa users or those looking to upgrade in size from a regular tablet. That said, it’s essentially a scaled-up Echo Show 15, but if reining in surface space and gaining a bigger display matter to you, the Amazon Echo Show 21 is a solid choice, especially while it’s $50 off. Apple AirPods Pro 3 Noise Cancelling Heart Rate Wireless Earbuds — $199.00 (List Price $249.00) Sony WH-1000XM5 — $248.00 (List Price $399.99) Samsung Galaxy Tab A9+ 10.9" 64GB Wi-Fi Tablet (Graphite) — $139.99 (List Price $219.99) Apple Watch Series 11 [GPS 46mm] Smartwatch with Jet Black Aluminum Case with Black Sport Band - M/L. Sleep Score, Fitness Tracker, Health Monitoring, Always-On Display, Water Resistant — $329.00 (List Price $429.00) Blink Outdoor 4 1080p 3-Camera Kit With Sync Module Core — $74.99 (List Price $189.99) Amazon Fire TV Stick 4K Plus — $29.99 (List Price $49.99) Meta Quest 3 512GB Mixed Reality VR Headset with Controllers — (List Price $499.99 With Code "QUEST50") Deals are selected by our commerce team View the full article

A markup of the bipartisan Housing for the 21st Century Act was passed by a 50-to-1 margin by the House Financial Services Committee earlier this week. View the full article