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Hanna Hickman worked as an attorney in the private sector for 15 years before making a deliberate pivot. Even though it meant taking a pay cut, she wanted to work for the Consumer Financial Protection Bureau (CFPB) and help fight banks and other companies that were taking advantage of consumers. Her colleagues, from other lawyers to young software engineers who could have easily taken Big Tech jobs, had the same motivations. They’re “professionals who could be making and were making quite a bit more money in the private sector,” Hickman says. “But they chose to take their time and talent and bring it to the bureau and fight for consumers.” And now, nearly 200 of those CFPB employees have had their jobs terminated, Hickman included. The remaining employees have been placed on indefinite administrative leave. Since CFPB opened in 2011, the agency says its provided consumers with more than $21 billion in relief, from refunds to canceled debt. It capped credit-card late fees and bank-overdraft fees. It banned medical debt from credit reports. The agency’s budget is a tiny 100th of 1% of total federal spending. Nonetheless, earlier this month, more than 10% of its workforce were fired by the Trump administration while Elon Musk’s so-called Department of Government Efficiency (DOGE) rifled through the agency’s data. (It’s worth noting that Musk is trying to start a financial product that would likely be regulated by CFPB.) Congress created the agency after the mortgage crisis of 2008. One of the causes of the financial meltdown was the fact that no agency was focused on regulating consumer financial products and services, including mortgages; fraudulent marketing of mortgages helped lead to the collapse. “Different banking regulators had all these different pieces of authority, but it wasn’t centralized in one place,” says Hickman, who served as senior litigation counsel for CFPB’s enforcement division. “A big part of what contributed to the financial crisis is that the people who were regulating the soundness of banks didn’t have eyes on the consumer-facing conduct.” By pulling enforcement into one agency, Congress wanted to help prevent another financial crisis—and better protect consumers in general. The agency has done a wide range of work. In a case that wrapped up at the end of last year, for example, the agency started sending $1.8 billion in refund checks to more than four million consumers who had been harmed by “credit repair” companies that charged them hundreds of dollars but didn’t actually help repair their credit. In another case, the agency fined Citi for intentionally discriminating against Armenian Americans. CFPB also required TransUnion to pay consumers who were misled when they tried to freeze their credit and it didn’t work. When CFPB workers were fired on February 11 and 13, 38 cases were underway against financial companies that broke the law. With the remaining staff ordered to stop all work by Russell Vought, the Trump-appointed acting director (and a Project 2025 architect), “those companies can just keep doing what they were doing,” Hickman says. Lawsuits are underway now to try to bring back fired staff and restart work. A union for federal workers is suing over the terminations, which shouldn’t be legally permissible without cause. Hickman had been in her position for less than two years, meaning she was a “probationary” employee and had fewer job protections, but still should only have been fired for performance under a specific procedure that didn’t happen. First, every probationary employee was fired; two days later, long-term employees were also fired. Another lawsuit is trying to stop the dismantling of CFPB itself. Because the agency was created by Congress, the president doesn’t have the authority to shut it down. What’s happening now to CFPB—and many other federal agencies—is unprecedented. “We are out at the edges of constitutional law right now,” says Hickman. A temporary restraining order is in place that’s supposed to stop further destruction of federal agencies, with a hearing set for March 3. But the Trump administration seems to be ignoring it. “What’s particularly shocking is that in the meantime, they seem to be just proceeding right along,” she says. “They have canceled the lease on the building. They are prying the signage off the walls. They are proceeding with the dismantling of the agency.” The lawsuits over the firings will take time, but the lawyers have no intentions of giving up. “Elon Musk and the president picked the wrong bunch of lawyers to mess with,” Hickman said in an interview with ABC News. “Consumer watchdogs are a talented and tough group of people,” she told Fast Company, “and we know just how few options consumers have to get help when banks and large companies break the law. This is why you’re seeing not just CFPB workers but also our union, other legal-services organizations, and state AGs stepping up to fight for CFPB. We know firsthand how important it is, how much everyday people will suffer, and how the markets will break down if the CFPB isn’t there to do its work.” View the full article

As cities continue to expand and infrastructure projects grow more ambitious, the construction sector is facing a crippling problem: There aren’t enough workers. The U.S. alone will need to attract around half a million construction workers in 2025 to meet anticipated demand for construction services, according to the trade association Associated Builders and Contractors. In fact, the construction industry in the United States has faced a significant shortage since the Great Recession of 2008 when it lost 30% of its workforce. In response, several states have launched apprenticeships and beefed up community college programs to attract people to skilled trade occupations. Others have been busy building another kind of workforce: construction robots. Over the past decade, dozens of construction robots have cropped up on the market. Hilti Jaibot can drill on ceilings. Hadrian X can lay bricks. Okibo can plaster and paint walls. These construction robots weren’t developed to replace humans—rather to perform tasks that are considered dangerous or repetitive. [Photo: Istituto Italiano di Tecnologia/© IIT]The hurdle to broader adoption so far has been that many of these robots can only perform a limited number of very specific tasks. But that could soon change: Researchers at the Italian Institute of Technology have designed what they claim to be the world’s most modular construction robot, referring to the customizability of its component parts. Dubbed “Concert,” it can perform a wide array of tasks, including drilling, spraying insulation, sanding, and transporting 400-pound payloads. [Photo: Istituto Italiano di Tecnologia/© IIT]Named for its ability to be “composed” or assembled for different scenarios, Concert consists of a mobile base and a modular arm that looks a bit like a Mars rover. The base is equipped with wheels that can be changed to fit the terrain, while the robotic arm can be outfitted with various tools depending on the task to be performed. Researchers tested Concert in Poland, and hope it will be available to the market within the next two to three years. [Photo: Istituto Italiano di Tecnologia/© IIT]Why it’s so hard to build a construction robotWhen it comes to automation, the construction industry lags behind others. In fact, construction robots specifically only begun to crop up over the past 10 years or so, according to Nikolaos Tsagarakis, a tenured senior scientist and coordinator of the Concert project who has studied robotics for 30 years. One of the biggest challenges is that construction sites are complex, unpredictable, and decentralized. Unlike, say, a manufacturing facility, where operations tend to be fixed, construction sites can vary wildly from one to the next. “This makes it much more challenging for the robot,” says Tsagarakis, noting that for a robot to be useful and efficient at a construction site, it must be able to adapt and have some degree of autonomy. Another challenge is the array of tasks that are performed at a construction site. When companies develop a robot specifically for one task, they provide efficient and safer alternatives for humans, but these alternatives are not sustainable for construction companies in the long run. “The largest construction companies in the world need systems that are multipurpose,” says Tsagarakis. [Photo: Istituto Italiano di Tecnologia/© IIT]How researchers design a robot that worksTo understand what construction companies really need, the researchers developed Concert in collaboration with Budimex, one of the largest construction companies in Poland. The team also worked with research partners in Austria and Germany. Thanks to a $3 million grant from the EU, the team spent three years developing the robot in a lab. Then, they tested it at a hospital construction site in Krakow, Poland. They performed one test in the winter and one in the summer, with both tests lasting 10 days each. During these field tests, the team validated four use cases: drilling on walls and ceilings of up to 3.5 meters high; spraying insulation (which is highly toxic to humans and must be performed while clad in protective suits); wall sanding (which is a very repetitive job); and assisting people when transporting heavy materials. To operate autonomously, the team equipped Concert with a series of sensors like laser scanners, 3D cameras, and ultrasonic sensors. These allow the robot to perceive its surroundings, avoid obstacles, and interact with humans. It can also respond to basic voice commands like “lift” or “follow me” though its reaction time remains slow for now. In the tests, the robot was able to move from the construction site’s parking lot to an assigned location on the site completely on its own, where it drilled a hole with an accuracy of 1mm. The team faced a number of challenges during the testing phase of the construction robots, which they have since been working on addressing. Critically, Concert struggled to perform in extreme temperatures (both too cold and too hot). They also had to adjust the user interface they had developed so workers with no technical background could use it more easily. Tsagarakis maintains that these challenges are part of the process and that the robot will be optimized and reliable when it eventually hits the market. (The EU funding has ended, and the team is now busy raising funds and spin off into a startup.) [Photo: Istituto Italiano di Tecnologia/© IIT]Why construction robots might be coworkers, not co-optersTsagarakis acknowledges that there’s a fear that robots replace the need for humans and therefore cut jobs, but he believes that humans will remain crucial to the industry. Much like the steam engine, electricity, and even AI, he says that construction robots will simply eliminate some jobs and create others. By bringing robots into the equation, companies could help convince the next generation of workers that construction isn’t as tedious or dangerous as it once was. Whether that’s enough to rebuild the workforce remains to be seen, but if robots like Concert succeed, the future of construction might not be about choosing between humans and machines—but about finding new ways for them to build together. View the full article

If your company is losing Gen Z talent, chances are, the problem isn’t them—it’s you. The phrase “quiet quitting” has become a catch-all for blaming Gen Z workers for workplace disengagement. Older generations stereotype them as unmotivated, unwilling to go the extra mile, and too demanding. But here’s the reality: Gen Z isn’t disengaged—they’re just done tolerating bad leadership. My research, including surveys, interviews, and case studies across industries, shows that what many have labelled “quitting” is actually a rational response to workplaces that lack fairness, structure, and alignment with employee values. Instead of writing off an entire generation, leaders should be asking: What are we doing wrong? The real problem: Leadership that hasn’t kept up Gen Z grew up amid economic uncertainty, social justice movements, and an increasing focus on mental health. They don’t just want jobs; they want workplaces that prioritize psychological safety, transparency, and fairness. And yet, many companies still cling to outdated management styles—rigid hierarchies, inconsistent expectations, and vague career paths. If leadership is unclear, unresponsive, or inequitable, Gen Z isn’t going to stick around and suffer in silence. That’s not “quitting”—that’s self-respect. Why traditional leadership fails Gen Z Leadership models that worked for previous generations often fall flat today. Take transformational leadership—which focuses on vision and motivation. It sounds great, but often lacks the psychological safety Gen Z craves. Servant leadership, which emphasizes employee well-being, is a step in the right direction but can also fail if it lacks structure and clarity. Gen Z doesn’t just want a charismatic leader who inspires them; they want fairness, clear expectations, and leaders who actually listen. When those elements are missing, disengagement is inevitable. This is where the model I developed, Engaged Empathy Leadership Model (EELM), offers a solution. A better leadership model: kindness, fairness, structure Through my research, I developed the EELM—a leadership framework designed to retain and engage Gen Z talent by focusing on three essential elements: Kindness: Leaders who genuinely care and empathize build trust and psychological safety. Employees are more engaged when they feel valued as individuals, not just as workers. Fairness: Gen Z expects equitable treatment in promotions, pay, and opportunities. If they sense any sort of favoritism or lack of transparency, they disengage. Structure: Gen Z demands clarity in expectations, consistent feedback, and transparent decision-making eliminate the ambiguity that leads to frustration. Remember, structure isn’t about rigidity—it’s about alignment. Real-world success: Companies doing it right Forward-thinking companies are already proving that when leadership evolves, Gen Z thrives. I’ve seen it work in several instances. One tutoring company increased retention by replacing traditional performance reviews with casual one-on-one check-ins—sometimes over coffee or even during a round of golf. Employees didn’t stay because they had to, they stayed because they felt heard. Then there’s the production company in the manufacturing and retail space that shifted bonus structures from individual seniority-based rewards to team-based outcomes. This resulted in less resentment, better collaboration, and a more engaged workforce. The last example I’ll mention is a restaurant that implemented structured weekly feedback sessions. This provided a format for open conversations where employees could ask questions, voice concerns, and get clear guidance. These town halls weren’t just for top-down critique; they allowed employees to critique leadership in a respectful way and engage in honest discussions. The result? A dramatic boost in engagement and retention. Debunking the ‘bad attitude’ myth One of the most persistent myths about Gen Z is that they have “bad attitudes.” In reality, they simply communicate differently and expect clarity. Workplace conflicts often stem from misaligned expectations—like a Gen Z employee thinking a text message is fine for calling in sick, while an older manager expects a phone call. And let’s be clear: no generation is inherently more or less hardworking. Employees—of any age—go the extra mile when they trust leadership and see a future for themselves in an organization. The end of the ‘quiet quitting’ myth Gen Z isn’t quietly quitting—they’re actively deciding where to invest their energy. If leaders fail to evolve, disengagement isn’t a mystery, it’s a predictable outcome. But for companies that embrace kindness, fairness, and structure, Gen Z won’t just stay—they’ll excel. The question isn’t whether Gen Z is willing to work hard. The real question is: Are leaders willing to evolve? View the full article

Dan Bongino among online influencers who supported US president’s conspiracy theories and re-election bidView the full article

When Connor Hovey began talking to his co-workers at Trader Joe’s in Louisville about forming a union, he knew it wouldn’t be easy. What he didn’t expect was that the campaign would transform from a marathon into a race without a finish line. Two years after Hovey and his co-workers won a union election in Louisville, their fight for union representation remains in limbo. The grocery chain with a progressive reputation filed six objections with the National Labor Relations Board after workers voted 48 to 36 to join Trader Joe’s United, an independent union. Every objection was tossed twice—first by an NLRB hearing officer and later by a regional director. But last month, the workers’ path to certification stalled again when President Donald Trump abruptly fired Gwynne Wilcox, a Biden appointee, leaving the board unable to rule on the company’s final appeal. The board’s paralysis has prevented thousands of workers like Hovey from seeking redress from an agency whose very mission is to enforce worker rights, while providing employers with new opportunities to stall disputes. At the same time, the lack of a functioning arbiter of labor relations has left workers and their advocates wondering if the time has come to employ more confrontational tactics in labor disputes. “It became clear the NLRB was already underfunded, understaffed, and overworked,” said Hovey. “Now [with the freeze] we may not have a decision on our election for several more years.” Catherine Creighton is a former National Labor Relations Board attorney now at Cornell University’s School of Industrial and Labor Relations. Without a functioning board, she said, “You can organize, but if the employer doesn’t agree to recognize the union or bargain, there’s nothing you can do about it. For workers, there’s nowhere you can go.” Trump’s firing of Wilcox, whose term was not due to expire until 2028, represented an extraordinary assertion of executive power over an independent agency; on the same day, Trump fired two commissioners on the Equal Employment Opportunity Commission, leaving that agency, too, without a working quorum. (Wilcox has since filed a lawsuit contesting her firing, arguing that it violated some of the very labor laws she previously enforced.) The freeze at the National Labor Relations Board comes while attorneys for Elon Musk’s SpaceX and Jeff Bezos’ Amazon, which are both facing labor complaints, argue in federal court that the NLRB is unconstitutional, in part because it impedes executive power. Attorneys for Trader Joe’s have also asserted, in NLRB proceedings, the unconstitutionality of the NLRB. Spokespersons for the National Labor Relations Board did not respond to queries about the number of cases currently frozen at the board, though last year the board issued 372 decisions. Amazon has at least eight cases pending at the board, including an appeal of a judge’s decision ordering a new election at a 6,100-employee warehouse in Bessemer, Alabama, due to numerous labor law violations the company committed during a 2022 campaign. In January, the NLRB reported that the board was hearing 62 separate cases in which administrative law judges had determined Starbucks had broken labor laws. Along with contesting the Louisville election, Trader Joe’s is appealing a judge’s finding that the company threatened workers and froze wages at two unionized stores. The lack of a functioning board will exacerbate the backlog of cases at the NLRB, said Caren Sencer, a labor lawyer with Weinberg, Roger & Rosenfeld who represents multiple unions whose cases are now stalled at the National Labor Relations Board. “It already felt indefinite,” she said about the slow pace of NLRB proceedings. “Now it actually is.” The current NLRB paralysis affects cases that have reached the board, not those at lower levels. But it does provide new motivation for employers to appeal lower-level cases, since they know that without a quorum the case will eventually stall out. The lack of a quorum can also open up new avenues for objections. This happened recently in Philadelphia, where, for the first time, Whole Foods workers voted to unionize on Jan. 27, the same day Trump fired Wilcox. Attorneys for Whole Foods, which is owned by Amazon, filed objections to the results, asserting among their complaints that the election wasn’t viable without a quorum at the board. For Creighton, of Cornell University, the lack of a quorum renews an age-old debate among labor: Is it worth trying to organize within the slow-moving NLRB? “Why go into enemy territory?” she asked. “It was the only game in town, but now it’s nothing.” She said that workers and unions, faced with a nonfunctioning or hostile board, may increasingly choose tactics like strikes to get what they want. In her departing statement, former National Labor Relations Board General Counsel Jennifer Abruzzo, a staunchly pro-labor figure, hinted as much, writing that if the agency doesn’t protect workers’ rights, she expects workers “will take matters into their own hands.” Hovey, the Trader Joe’s worker in Louisville, has come to a similar conclusion after several years of union organizing. “It’s important to recognize that direct action is the only way to receive the benefits you’re looking for. You can’t depend on a government agency.” — Gabriel Thompson, Capital and Main This piece was originally published by Capital & Main, which reports from California on economic, political, and social issues. View the full article

As the Los Angeles area stares down the long recovery process from recent wildfires that burned thousands of homes, one architecture firm is trying to help by giving away one of its residential designs. New York-based Bonetti/Kozerski Architecture is donating all the architectural plans, sections, and 3D models of a fire-resistant home, potentially saving homeowners tens of thousands of dollars in design fees. “We were archiving unbuilt projects around the time of the Los Angeles fires, and we came across this idea that we had for a house on a coastal area,” says Enrico Bonetti, the firm’s cofounder. “We loved the floor plans and then we realized that the design, the typology, and the materials would work very well in a fire-prone area.” [Image: Bonetti Kozerski Architecture] Bonetti/Kozerski Architecture is known for its high-end work, including the headquarters of Pace Gallery in New York, the interiors of actress Angelina Jolie’s fashion house Atelier Jolie, as well as several yachts and private homes. Rather than let this home’s unbuilt design languish in its archive, the firm decided they’d offer it up for anyone to use, for free. “We felt that we could make a small contribution to the people who lost their homes by donating this project to them,” Bonetti says. [Image: Bonetti Kozerski Architecture] The free house plan is a simple but modern design, covering 3,700 square feet, with a rectangular floorplan that’s mostly open on the ground floor, with three bedrooms on the second floor. Large windows along the length of the house stretch from the floor to near the roofline, and wide picture windows punctuate one end. The design features several fire-resistant design elements, including metal cladding, masonry walls, and an eave-less roof that eliminates one of the common places falling embers can spread wildfires. This pro bono design is one of many efforts, large and small, being made by the architecture and design community to assist in L.A.’s rebuilding. Airbnb cofounder Joe Gebbia recently announced that his prefabricated housing startup Samara would be donating $15 million worth of homes to fire victims. Ad hoc groups of designers in L.A. are also pooling resources and sharing expertise to accelerate the rebuilding process. [Image: Bonetti Kozerski Architecture] Granted, free plans for a house are not a house, and the cost to build will be high, particularly in the fire-damaged L.A. region. But when architectural plans can account for 10% of a home’s cost or more, Bonetti/Kozerski Architecture’s donation represents tens of thousands if not hundreds of thousands of dollars a potential client doesn’t have to spend. Interested homeowners in the fire-affected area will be able to download the free house plans from the architects’ website. They would then need to find their own general contractor to take the next steps. The architects say the project is ready to build, but can also be tweaked to fit the needs of different sites or the spatial demands of the end users who might want less than 3,700 square feet—or perhaps much more. “This plan could be adaptable but it’s a very space efficient starting point,” Bonetti says. View the full article

Non-voters and young people turned out for the AfD and far left, depriving the CDU of an enthusiastic mandateView the full article

New legal filing alleges that Matt Mullenweg and Automattic disrupted WP Engine customers' services The post Mullenweg & Automattic Sued in Class Action Filing Over WPE Dispute appeared first on Search Engine Journal. View the full article

Ben Sweeny, the salesman-turned-comedian behind that online persona Corporate Sween, says that bosses should waterboard their employees. “Some companies drown their employees with boring surveys and useless questionnaires,” he proclaims in a satirical video posted to LinkedIn a few months ago. “I drown my employees with two to three gallons of water, an incline table, and a hand towel.” Though the clip may seem racy for LinkedIn, a social network that’s earned a reputation as a reliable if buttoned-up venue for job networking, it has to date earned over 5,000 views and has reached over 7,000 unique members. And for Sweeny, its success is no surprise: Why shouldn’t job hunters appreciate a little slice of comedy? “There’s no reason for comedians not to post on LinkedIn,” Sweeny tells Fast Company. “Comedians want to perform on every stage they can, and LinkedIn is another stage.” Sweeny is not alone in that sentiment: Online and stand-up comics have begun to flock to LinkedIn to expand their reach. (In fact, Sweeny says he’s noticed his LinkedIn usage “growing substantially” among his comedy peers and says it may reach a point where it becomes “inundating.”) While LinkedIn doesn’t have data on comedy specifically, the platform has seen a general surge in video: The job networking site says video creation is up 36% this year, growing twice as fast as any other post format. “Humor is part of how we connect at work and helps us develop bonds,” says LinkedIn editor-in-chief Dan Roth. “For leaders, humor helps you show that you also make mistakes and don’t take yourself too seriously. So, we think humor has to be a part of LinkedIn.” However, Roth adds that LinkedIn pushes for the humor to focus on developing workplace bonds, rather than just “corporate memes or viral videos.” For many of the online comics, LinkedIn is more than just a new platform; it can also be a powerful networking tool for creators navigating their career. A number of comics tell Fast Company they’ve had brands reach out to them on the platform for collaborations and sponsorships—a large source of income for any full-time content creator. One newcomer in LinkedIn’s expanding comedy scene, Boston-based stand-up comic Joe Fenti, says LinkedIn isn’t just the best platform for workplace based jokes; it’s also inherently the funniest platform because of its “super serious, buttoned-up” default. “LinkedIn is very devoid of fun,” Fenti says. “Everyone puts on this very professional face, and they forget that you can laugh and have fun. People take the platform too seriously when it’s just a bunch of showboating, gloating, and bragging.” After finding success on other social platforms like TikTok and Instagram, Fenti started posting his content onto LinkedIn a little over a month ago. His material often riffs on familiar corporate situations, like a boss hemming and hawing over the color background of a PowerPoint slide deck. He says half his LinkedIn posts “pop off” and the other half don’t really get noticed. Fenti enjoys adding humor to the platform where sometimes all he sees is someone saying they’re “humble and grateful” for a new job or position. “Why can’t we just talk like human beings?” he asks. Both Fenti and Sweeny have long focused on workplace humor, even before joining the work-based social media platform. That’s because their career background is corporate, rather than strictly comedic. Sweeny may have performed improv and stand-up in college, but he worked in sales before turning to comedy full time. Fenti similarly began his postgrad career as a consultant before pivoting to professional humor. These comedians don’t always create material specifically for LinkedIn; rather, the platform fits the humor they already produce. The Venn diagram between videos that Fenti posts on TikTok and LinkedIn is almost a circle, he says. The LinkedIn comic Your Average Finance Bro (and who declined to share his real name) says he sometimes turns his preexisting jokes into text-based posts on LinkedIn. Oftentimes, those posts perform better than his videos. “Different comedians take different approaches to LinkedIn,” says Your Average Finance Bro. “Some people post content that traditionally would not be accepted on LinkedIn. My approach is more creating something you could send your coworker as a joke, and you could message each other and be like: ‘that’s funny.’” Sweeny, for his part, likes to “play the villain” on social media by spoofing corporate bosses. Those characters can evoke big (sometimes shocked) reactions from online audiences. Sweeny says the best audience is those who don’t get the joke. In response to those cartoonishly evil boss videos, Sweeny says that every once in a while a commenter will get really offended. “People on LinkedIn can get really passionate about work,” Sweeny says. “So from my perspective, it’s obvious that I’m kidding. But I have people that comment all upset and tell me I shouldn’t be treating employees that way. And that’s the funniest thing I could ask for.” View the full article

US president’s pick to head Council of Economic Advisers has argued the central bank is at odds with US constitutionView the full article

Investment in professional development is more common than tuition reimbursement among top-ranked firms seeking to meet demand for AI-related training. View the full article

Interest-only loans, popular pre-2008, have revamped requirements and can be an option for borrowers looking for short-term lower payments, stakeholders say. View the full article

When it comes to how optimistic we are as a country, the glass is more than half full. According to a recent Marist Institute for Public Opinion poll, 56% of Americans feel optimistic about 2025, while 43% are pessimistic. You may feel like optimism and pessimism is an inborn personality trait, but which side you fall on is actually a choice. While it sounds surprising, Sumit Paul-Choudhury, author of The Bright Side: How Optimists Change the World and How You Can Be One, consciously decided to be an optimist after the death of his first wife. “It was initially black humor,” he explains. “I was saying, ‘Things are really grim right now, but I’ve decided that they’re going to be better, and I’m going to act as though they’re going to be better.’” Unknowingly, Paul-Choudhury started doing things that nurture and direct optimism, and it worked. “It was moving me towards a brighter future than the one I had at the moment,” he says. “I realized I’d always been an optimist. I’d always tended to assume that things would work out well for me, but I thought of it as a personality trait that didn’t really mean anything. I came to the conclusion that optimism is quite powerful in the way that I was responding to my situation.” Why Optimism is Important Humans as well as the animal kingdom are set by default to be optimistic. Paul-Choudhury says there are evolutionary arguments as to why optimism is important. The most compelling is because we don’t always have the information we need. “We need something to prompt us to act,” he says. “Doing nothing from an evolutionary sense is not usually a path to success. You’re more likely to find solutions to your problems or new opportunities if you act.” There are varying levels of optimism, though, and people who are more optimistic are likely to search for ideas that will change the world, says Paul-Choudhury. “They are more likely to persevere in trying to realize those ideas,” he says. “Optimists tend to cope better with setbacks. They tend to be a bit more tenacious in pursuit of whatever the goal is.” Optimists also have social clout. “You’re going to hang out with somebody who tells you that things are good or are going to get better, rather than someone who’s going to say the opposite,” says Paul-Choudhury. “That means that optimists can also accrue considerable social and economic power.” The combination of a readiness for new ideas, the drive to pursue them, and the ability to draw others to your cause adds up to a formula for creating change, says Paul-Choudhury. How to Become More Optimistic Optimism can be learned, says Paul-Choudhury. One step is looking at how you frame failure. An optimist, for example, explains away failure by citing temporary external factors unrelated to their own ability or personality and reasons that are not likely to be repeated. A pessimist, on the other hand, will point to their own aptitude and determine they have failed before they even began. For example, Paul-Choudhury failed his driving test and chalked it up to a technicality and the persnickety personality of the inspector. A friend also failed her test, but she took a pessimistic stance, deciding that she was a bad driver. Another way to cultivate optimism is to practice a best-possible-self exercise, invented by Laura King, a professor of psychology at the University of Missouri. Spend 15 minutes a day writing about the version of you in the future where everything has gone right. Then spend five minutes imagining the future. Paul-Choudhury realized he had inadvertently stumbled upon this approach during his period of mourning. He wrote daily blog posts, describing a better future and attempting to explain what had happened. “They were all informed by the desire to work out who I could be now that such a large part of my life had suddenly been rendered irrelevant,” he says, adding that he continues to use this exercise when he feels he’s at a crossroads and needs a reminder to be optimistic. The downsides of optimism Too much optimism, however, can backfire, and Paul-Choudhury offers some cautions. You can become overconfident about goals that are not achievable, for example. You can become very selective about your use of information. Overconfidence can also skew your judgment, because it’s strongly tied up with the human urge to pay attention to information that suits your worldview. “If things are not going right, you may not notice, because you’re too busy collecting the pieces of information that tell you that they’re going well,” says Paul-Choudhury. And being overly optimistic can prompt you to pick too many goals, because you see opportunity everywhere. “That’s called goal conflict,” says Paul-Choudhury. “You don’t pick one thing to focus on and stick with, or you try to do too many things at once. That usually leads to an inability to manage all or any one of them.” A healthy level of optimism can better your life. Once you’re conscious that you are optimistic, direct it to the things that you want to change. Being able to always find the bright side can be a welcome safe harbor when life brings you a storm. View the full article

One of the most effective factors in containing the spread of HIV has been the widespread availability of preexposure prophylaxis (PrEP). A PrEP regimen—which has grown to include daily pills or injections every few months—can decrease the chances of HIV infection by up to 99%. To build on those gains, in 2021, the federal government, under the Affordable Care Act, mandated that health insurers fully cover PrEP, as well as clinical visits and the labs required every three months. But an upcoming hearing before the Supreme Court could upend that mandate. The case—brought by six individuals and two companies—is focused on whether mandating coverage of PrEP violates the religious freedom of certain business owners. Braidwood Management, one of the companies, is arguing PrEP coverage “facilitates and encourages homosexual behavior, intravenous drug use, and sexual activity outside of marriage between one man and one woman,” according to the organization’s petition to the Supreme Court. “HIV doesn’t just impact the LGBTQ community,” says Kate Steinle, chief clinical cfficer at Folx Health, a healthcare provider focused on the queer community. “Removing this coverage [would] affect so many people.” There are currently 1.2 million people in the United States with HIV. While HIV infection rates have decreased over 75% since the mid-1980s, in 2022 there were at over 31,000 new cases of HIV infection in the US. About 20% of the new cases are women, 83% of whom were infected during sex with men. Without insurance coverage, generic PrEP could cost up to $60 a month, not including lab-work and clinical visits. At Folx Health, cash prices for an initial visit to get PrEP costs $159, follow-up visits cost $79 each, and labs run $97 a year. “If you have good insurance, the out-of-pocket costs might not prevent you from getting PrEP,” says Edwin Corbin-Gutierrez, a senior program advisor at NASTAD, a nonprofit that represents public health officials focused on HIV and hepatitis. “However, it can be a big burden for some people and the biggest impact will be on lower income people and the most marginalized.” A 2024 study found that a small price increase from $0 to $10 a month for PrEP would double the rate of people who don’t use PrEP. The study also found that the rate of new HIV infections among people who don’t have a PrEP prescription was double or triple the rate of new HIV infections for people who use PrEP. Companies who sell PrEP are now scrambling to come up with a plan that protects public health should coverage fall through. “We’re in wait and see mode,” says Daphne Chen, cofounder of TBD Health, a telehealth company that offers PrEP and sexual health services. “We’re hopeful that the government doesn’t want an HIV epidemic on its hands.” Both TBD Health and Nurx, another telehealth company that prescribes PrEP and treats other health conditions, have said that they’ll work to keep costs as low as possible and to partner with nonprofits to help fund people who won’t be able to pay for PrEP without insurance. Nurx says approximately 15% to 20% of its patients are not using insurance to pay for PrEP. “This comes at a really unfortunate time when we’re making great strides in the fight against HIV,” says Neil Parikh, chief medical officer at Thirty Madison, Nurx’s parent company. “We’ll do whatever we can to make this affordable and connect patients to assistance programs.” However, it’s not always as simple as wanting to make healthcare accessible. Blue Cross Blue Shield filed an amicus brief with the Supreme Court in which it argued that if some insurers drop PrEP and other preventative service coverage, other insurers will feel pressured to follow suit in the interest of keeping costs down and remaining competitive. “Preventative care isn’t just a health policy issue, it’s a business issue,” says Elizabeth Kaplan, director of health care access at the Center for Health Law and Policy Innovation at Harvard Law School. According to a 2021 study, the cost of treating HIV can range from $400,000 to $1 million per person over the course of their life. Kaplan also points out there’s a new treatment for PrEP on the horizon: an injection that can last for six months (some existing injections last for three months at a time). This could further reduce HIV transmission rates for had to reach people facing housing insecurity or addiction issues who may struggle with PrEP in the form of a daily pill, or with the three-month testing requirement. Kaplan adds that a ruling that ends required coverage of PrEP doesn’t have to spell the end of it. “Companies can still choose to cover PrEP without copays,” she says. “We urge them to do so. It’s the right thing to do.” View the full article

With today's low inventory, an MIP reduction would again be absorbed into home prices, offering no real relief to buyers, write the co-directors of the AEI Housing Center. View the full article

All aspects of the concrete business are thriving in the United States. It’s hard work, and much of it is labor-intensive. But the start-up costs aren’t high and concrete business owners have the potential to earn significant income. Read on for a guide on how to start a concrete business. Why Start a Concrete Business? Yes, the concrete industry in the U.S. has been experiencing steady growth, particularly due to infrastructure projects, residential development, and commercial construction. The demand for sustainable and energy-efficient building materials is also a contributing factor. Concrete Industry Trends Today There are many trends currently impacting the way concrete companies operate: Use of Recycled Materials: Eco-friendliness: With increasing environmental concerns, the concrete industry is now using recycled aggregate, replacing natural sand and gravel. Waste Utilization: Concrete industries have started using waste materials like fly ash, slag, and recycled concrete, reducing landfill waste. Cost-Efficiency: Using recycled materials can also prove to be cost-effective in many scenarios as it reduces dependency on virgin materials. High-Performance Concrete: Durability: High-performance concrete (HPC) is engineered for longevity, providing resistance to harsh weather and significant wear and tear. Strength: HPC often has a greater compressive strength than regular concrete, making it ideal for critical infrastructure like bridges. Self-Healing Properties: Some advanced forms of HPC are even embedded with bacteria that produce limestone, allowing the concrete to “heal” minor cracks. Digitalization in the Concrete Industry: 3D Printing: The industry has started leveraging 3D printing for creating complex concrete structures, reducing labor and material wastage. Digital Twin Technology: Simulates a structure’s behavior over time, helping predict when maintenance or repairs might be necessary. Software Integration: Various project management and structural analysis software have been integrated to enhance productivity and efficiency. Focus on Sustainability and Energy Efficiency: Thermal Efficiency: Concrete’s natural thermal mass can store and release energy, providing a passive cooling and heating effect in structures. Green Building Certifications: With a focus on sustainable construction, concrete is being optimized to meet green building standards like LEED. Carbon Capture: Innovations such as carbon-injected concrete are gaining popularity, as they capture CO2 during the curing process, thereby minimizing the carbon footprint. Like many other industries, the concrete sector is evolving to address the challenges of our modern world. As demands for environmental sustainability and efficiency rise, the industry’s strategies regarding materials, technology, and processes are continuously adapting and innovating. What Does a Concrete Company Do? Residential Jobs often involve pouring foundations, driveways, and sidewalks. Commercial Larger-scale projects, like office buildings, require specialized equipment. Industrial Involves highly durable concrete for factories, warehouses, etc. Decorative/Specialty Focus on aesthetics, including stamped or colored concrete. Service TypeTypical Jobs/FeaturesEquipment/Requirements ResidentialPouring foundations, driveways, sidewalks.Standard concrete mixers, pumps, trowels/finishing tools. CommercialLarger-scale projects like office buildings.Specialized equipment, larger mixers and pumps. IndustrialDurable concrete for factories, warehouses, etc.Reinforced concrete, heavy-duty equipment. Decorative/SpecialtyAesthetic focus; stamped, colored concrete.Specialty mixers, color additives, stamping tools. Key Steps to Start Your Own Concrete Business As is common with all businesses, starting a concrete business involves a number of steps. If you’re interested in learning how to start a business in this growing field, read on for a guide. Market Research in the Construction Industry Before starting a concrete business, you need to do thorough market research. The research should include all types of concrete work being done in your area. After doing the research, you may realize that you can get your best start by providing an underserved niche, such as decorative concrete or specialized concrete applications for unique construction projects. Crafting Your Concrete Business Plan Your business plan should include information about your business structure, such as if you’ve formed the business as a Limited Liability Corporation or LLC (this is common), partnership or corporation. You should also incorporate details about your market research, marketing strategy, and plans for business growth in the upcoming years. Lenders like to, of course, see documentation of all your financials, and they also like to see a business plan. Registering Your Concrete Business and Legal Requirements You’ll need a business license, Employer Identification Number (EIN), and likely a contractor’s license. Compliance with local, state, and federal regulations is mandatory. Researching General Liability Insurance This small business insurance protects against financial loss due to bodily injury, property damage, or other general risks that can occur during business operations. Financing Your Concrete Business After you’ve crafted your business plan, organize all your financial information so you can present it to a lender. You can seek financing from a variety of lenders. Don’t overlook seeking lenders who are approved by the Small Business Administration (SBA). The SBA has various loan programs offered through participating lenders. The SBA loans often have lower interest rates and longer repayments. Necessary Licenses and Certifications Requirements can differ depending on the state, but they typically consist of a business license, a contractor’s license, and possibly specialized certifications for certain types of work. Running a Successful Concrete Business Once you’ve learned how to start a concrete business, you’ll need to focus on providing concrete services for your customers. Here are some tips: Quality Concrete and Customer Satisfaction Your contract with a customer should be clear. It’s an agreement that describes the type of work to be performed and its cost. Don’t neglect to follow up with the customer. Ensure they are satisfied with the work completed. Request feedback to gauge their level of satisfaction, as this information will be essential for your future endeavors. Efficient Operations and Inventory Management One of the most critical parts of running a concrete business is organizing the delivery of the concrete. Big jobs may require numerous deliveries from concrete trucks. As soon as you’ve contracted a job, start taking steps to set up concrete delivery. Of course, the weather can always be a factor to waylay your best plans. But, at least the concrete supplier will know how much concrete you’ll need for the job, allowing the supplier to plan accordingly to line up production and drivers. Safety Standards and Compliance Key concerns include worker safety in relation to heavy equipment, exposure to elements, and the chemical properties of concrete. OSHA guidelines are critical. Marketing Your Concrete Business You should establish a website and a presence on social media. Additionally, consider joining your local Chamber of Commerce, which will allow you to network with other business professionals in the community, particularly contractors. Contractors from different industries can direct their customers to your business. Building Long-Term Client Relationships Once you have good clients, don’t neglect them. Thank them for the business association. Ask for feedback on their level of job satisfaction and ask for suggestions. Essential Tools, Equipment, and Costs to Start a Concrete Business Concrete Mixers: $1,000-$10,000 depending on size and functionality. Concrete Pumps: $20,000-$50,000 for basic models. Trowels/Finishing Tools: A few hundred dollars for a good set. EquipmentCost RangeNotes Concrete Mixers$1,000 - $10,000Price varies depending on size and functionality. Concrete Pumps$20,000 - $50,000For basic models. Higher-end models might cost more. Trowels/Finishing ToolsUp to a few hundred dollarsCost for a good set. Price can vary based on quality and brand. Marketing and Growing Your Concrete Business If you’re wondering, “what is marketing for a concrete business?” here are some tips to help your new venture succeed. Digital Marketing Strategies Your Facebook page and social media connections should be regularly updated with photos and videos showcasing your latest projects, as well as customer reviews. Building Partnerships with Construction Companies This type of partnership can work for both of you. The construction company or contractor provides leads or referrals, and you do the same for them. For instance, after completing a stamped concrete patio for a client, the client shares that his son has purchased a lot in the same development and plans to build a house. You can suggest a construction company that you have confidence in. Customer Retention Strategies Seeking customer feedback is the proven way to retain customers. That’s because positive and negative feedback tells you where you need to improve. You can use customer feedback to provide the best job possible. Starting a Small Concrete Business It’s true you can spend $1,000 by starting with a small mixer. You’ll need $20,000 for a basic concrete pump and about $100 for tools. In other words, you can be equipped for your business for less than $22,000. That doesn’t include your insurance or permit costs. Many construction jobs are “small jobs,” such as a backyard patio or a pad for a hot tub or spa. These are jobs that the “big” concrete companies may not be interested in doing. Taking on small concrete jobs will give you a start. With satisfied customers and a growing customer base, your new concrete business can continue to grow. You can buy bigger and better equipment as you can afford it. https://youtube.com/watch?v=bimV01UGv6E%3Fsi%3D1_9lFuek9_o6unYX FAQs: How to Start a Concrete Business How profitable is a concrete business? Profits or concrete businesses can vary widely based on scale, location, and type of work, but expect margins from 2% to 10% depending on various factors, including overhead and labor costs. The annual earnings of a concrete contractor can fluctuate significantly based on factors such as location, the size of their operations, and the nature of the contracts they undertake. According to the Bureau of Labor Statistics, the median annual salary for construction managers, which encompasses concrete contractors, is approximately $95,260. Nevertheless, a self-employed contractor operating as a business owner might earn considerably more or less, influenced by their specific business model and prevailing market conditions. What qualifications are needed to become a concrete contractor? Qualifications often include a high school diploma or equivalent, followed by training or an apprenticeship in the field. Many states also require concrete contractors to pass a licensing exam that tests knowledge of best practices, local building codes, and safety protocols. Experience is highly valued, and some contractors may pursue additional certifications in specialized areas. Are there risks associated with concrete businesses? Yes there are always risks involved when you’re working with heavy equipment. There are OSHA guidelines regarding worker safety in relation to heavy equipment, exposure to elements, and the chemical properties of concrete. Adherence to the OSHA guidelines is critical. Image: Envato Elements This article, "How to Start a Concrete Business" was first published on Small Business Trends View the full article

All aspects of the concrete business are thriving in the United States. It’s hard work, and much of it is labor-intensive. But the start-up costs aren’t high and concrete business owners have the potential to earn significant income. Read on for a guide on how to start a concrete business. Why Start a Concrete Business? Yes, the concrete industry in the U.S. has been experiencing steady growth, particularly due to infrastructure projects, residential development, and commercial construction. The demand for sustainable and energy-efficient building materials is also a contributing factor. Concrete Industry Trends Today There are many trends currently impacting the way concrete companies operate: Use of Recycled Materials: Eco-friendliness: With increasing environmental concerns, the concrete industry is now using recycled aggregate, replacing natural sand and gravel. Waste Utilization: Concrete industries have started using waste materials like fly ash, slag, and recycled concrete, reducing landfill waste. Cost-Efficiency: Using recycled materials can also prove to be cost-effective in many scenarios as it reduces dependency on virgin materials. High-Performance Concrete: Durability: High-performance concrete (HPC) is engineered for longevity, providing resistance to harsh weather and significant wear and tear. Strength: HPC often has a greater compressive strength than regular concrete, making it ideal for critical infrastructure like bridges. Self-Healing Properties: Some advanced forms of HPC are even embedded with bacteria that produce limestone, allowing the concrete to “heal” minor cracks. Digitalization in the Concrete Industry: 3D Printing: The industry has started leveraging 3D printing for creating complex concrete structures, reducing labor and material wastage. Digital Twin Technology: Simulates a structure’s behavior over time, helping predict when maintenance or repairs might be necessary. Software Integration: Various project management and structural analysis software have been integrated to enhance productivity and efficiency. Focus on Sustainability and Energy Efficiency: Thermal Efficiency: Concrete’s natural thermal mass can store and release energy, providing a passive cooling and heating effect in structures. Green Building Certifications: With a focus on sustainable construction, concrete is being optimized to meet green building standards like LEED. Carbon Capture: Innovations such as carbon-injected concrete are gaining popularity, as they capture CO2 during the curing process, thereby minimizing the carbon footprint. Like many other industries, the concrete sector is evolving to address the challenges of our modern world. As demands for environmental sustainability and efficiency rise, the industry’s strategies regarding materials, technology, and processes are continuously adapting and innovating. What Does a Concrete Company Do? Residential Jobs often involve pouring foundations, driveways, and sidewalks. Commercial Larger-scale projects, like office buildings, require specialized equipment. Industrial Involves highly durable concrete for factories, warehouses, etc. Decorative/Specialty Focus on aesthetics, including stamped or colored concrete. Service TypeTypical Jobs/FeaturesEquipment/Requirements ResidentialPouring foundations, driveways, sidewalks.Standard concrete mixers, pumps, trowels/finishing tools. CommercialLarger-scale projects like office buildings.Specialized equipment, larger mixers and pumps. IndustrialDurable concrete for factories, warehouses, etc.Reinforced concrete, heavy-duty equipment. Decorative/SpecialtyAesthetic focus; stamped, colored concrete.Specialty mixers, color additives, stamping tools. Key Steps to Start Your Own Concrete Business As is common with all businesses, starting a concrete business involves a number of steps. If you’re interested in learning how to start a business in this growing field, read on for a guide. Market Research in the Construction Industry Before starting a concrete business, you need to do thorough market research. The research should include all types of concrete work being done in your area. After doing the research, you may realize that you can get your best start by providing an underserved niche, such as decorative concrete or specialized concrete applications for unique construction projects. Crafting Your Concrete Business Plan Your business plan should include information about your business structure, such as if you’ve formed the business as a Limited Liability Corporation or LLC (this is common), partnership or corporation. You should also incorporate details about your market research, marketing strategy, and plans for business growth in the upcoming years. Lenders like to, of course, see documentation of all your financials, and they also like to see a business plan. Registering Your Concrete Business and Legal Requirements You’ll need a business license, Employer Identification Number (EIN), and likely a contractor’s license. Compliance with local, state, and federal regulations is mandatory. Researching General Liability Insurance This small business insurance protects against financial loss due to bodily injury, property damage, or other general risks that can occur during business operations. Financing Your Concrete Business After you’ve crafted your business plan, organize all your financial information so you can present it to a lender. You can seek financing from a variety of lenders. Don’t overlook seeking lenders who are approved by the Small Business Administration (SBA). The SBA has various loan programs offered through participating lenders. The SBA loans often have lower interest rates and longer repayments. Necessary Licenses and Certifications Requirements can differ depending on the state, but they typically consist of a business license, a contractor’s license, and possibly specialized certifications for certain types of work. Running a Successful Concrete Business Once you’ve learned how to start a concrete business, you’ll need to focus on providing concrete services for your customers. Here are some tips: Quality Concrete and Customer Satisfaction Your contract with a customer should be clear. It’s an agreement that describes the type of work to be performed and its cost. Don’t neglect to follow up with the customer. Ensure they are satisfied with the work completed. Request feedback to gauge their level of satisfaction, as this information will be essential for your future endeavors. Efficient Operations and Inventory Management One of the most critical parts of running a concrete business is organizing the delivery of the concrete. Big jobs may require numerous deliveries from concrete trucks. As soon as you’ve contracted a job, start taking steps to set up concrete delivery. Of course, the weather can always be a factor to waylay your best plans. But, at least the concrete supplier will know how much concrete you’ll need for the job, allowing the supplier to plan accordingly to line up production and drivers. Safety Standards and Compliance Key concerns include worker safety in relation to heavy equipment, exposure to elements, and the chemical properties of concrete. OSHA guidelines are critical. Marketing Your Concrete Business You should establish a website and a presence on social media. Additionally, consider joining your local Chamber of Commerce, which will allow you to network with other business professionals in the community, particularly contractors. Contractors from different industries can direct their customers to your business. Building Long-Term Client Relationships Once you have good clients, don’t neglect them. Thank them for the business association. Ask for feedback on their level of job satisfaction and ask for suggestions. Essential Tools, Equipment, and Costs to Start a Concrete Business Concrete Mixers: $1,000-$10,000 depending on size and functionality. Concrete Pumps: $20,000-$50,000 for basic models. Trowels/Finishing Tools: A few hundred dollars for a good set. EquipmentCost RangeNotes Concrete Mixers$1,000 - $10,000Price varies depending on size and functionality. Concrete Pumps$20,000 - $50,000For basic models. Higher-end models might cost more. Trowels/Finishing ToolsUp to a few hundred dollarsCost for a good set. Price can vary based on quality and brand. Marketing and Growing Your Concrete Business If you’re wondering, “what is marketing for a concrete business?” here are some tips to help your new venture succeed. Digital Marketing Strategies Your Facebook page and social media connections should be regularly updated with photos and videos showcasing your latest projects, as well as customer reviews. Building Partnerships with Construction Companies This type of partnership can work for both of you. The construction company or contractor provides leads or referrals, and you do the same for them. For instance, after completing a stamped concrete patio for a client, the client shares that his son has purchased a lot in the same development and plans to build a house. You can suggest a construction company that you have confidence in. Customer Retention Strategies Seeking customer feedback is the proven way to retain customers. That’s because positive and negative feedback tells you where you need to improve. You can use customer feedback to provide the best job possible. Starting a Small Concrete Business It’s true you can spend $1,000 by starting with a small mixer. You’ll need $20,000 for a basic concrete pump and about $100 for tools. In other words, you can be equipped for your business for less than $22,000. That doesn’t include your insurance or permit costs. Many construction jobs are “small jobs,” such as a backyard patio or a pad for a hot tub or spa. These are jobs that the “big” concrete companies may not be interested in doing. Taking on small concrete jobs will give you a start. With satisfied customers and a growing customer base, your new concrete business can continue to grow. You can buy bigger and better equipment as you can afford it. https://youtube.com/watch?v=bimV01UGv6E%3Fsi%3D1_9lFuek9_o6unYX FAQs: How to Start a Concrete Business How profitable is a concrete business? Profits or concrete businesses can vary widely based on scale, location, and type of work, but expect margins from 2% to 10% depending on various factors, including overhead and labor costs. The annual earnings of a concrete contractor can fluctuate significantly based on factors such as location, the size of their operations, and the nature of the contracts they undertake. According to the Bureau of Labor Statistics, the median annual salary for construction managers, which encompasses concrete contractors, is approximately $95,260. Nevertheless, a self-employed contractor operating as a business owner might earn considerably more or less, influenced by their specific business model and prevailing market conditions. What qualifications are needed to become a concrete contractor? Qualifications often include a high school diploma or equivalent, followed by training or an apprenticeship in the field. Many states also require concrete contractors to pass a licensing exam that tests knowledge of best practices, local building codes, and safety protocols. Experience is highly valued, and some contractors may pursue additional certifications in specialized areas. Are there risks associated with concrete businesses? Yes there are always risks involved when you’re working with heavy equipment. There are OSHA guidelines regarding worker safety in relation to heavy equipment, exposure to elements, and the chemical properties of concrete. Adherence to the OSHA guidelines is critical. Image: Envato Elements This article, "How to Start a Concrete Business" was first published on Small Business Trends View the full article

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This article is republished with permission from Wonder Tools, a newsletter that helps you discover the most useful sites and apps. Subscribe here. Books offer a compelling, slower alternative to the onslaught of negative news. With terrific new free tools, it’s increasingly easy to access print, digital, and audio books. Read on for my favorite book sites and apps. The heavy-hitters Libby lends out free e-books and audiobooks through libraries in 78 countries. It works for 90% of U.S. libraries. You can search for and check out nearly anything, instantly, for free, on any device. Audiobooks: Check out and listen to audiobooks at any speed. You may not need to pay for an Audible subscription. Definitions: Click on any word in an e-book you’re reading in Libby for its definition or to see where else that name or phrase appears. Highlight: Save memorable passages for your notes. Multiple cards: You can use multiple library cards within a single Libby account. That helps you check which library has the shortest waiting list for a book in high demand. (See where you can get non-resident library cards). Limitation: Libby is digital-only—you can’t use it for physical books. That requires a separate app or site, like the NYPL app in New York. Kanopy provides free access to top-notch feature films and documentaries. I log in with my library card. Watch on the Web, iOS or Android, or on a SmartTV app like Google TV, Roku, or Amazon Fire TV. Limitation: libraries limit the number of videos you can watch monthly. Hoopla is an alternative to Libby that works with 3,900 library systems in the U.S., Canada, Australia and New Zealand. Like Libby it hosts audiobooks and e-books, but also bundles in comics, movies, TV shows, magazines, and music. Use Hoopla to read, watch or listen from the Web or on a mobile device. I recently discovered its free Bingepasses, which allow instant access to a collection of magazines or videos for a week. World Cat tells you which of 10,000 global libraries near you have a particular book. It works in multiple languages. Search for books in print, e-book, braille, audio, or other formats. Find your next read Most Recommended Books shows you a list of smart people. Pick an expert or celeb you like and see which books they recommend, along with brief quotes on why they like each book. Check Goodbooks.io and ReadThisTwice for more expert/celeb book picks. Whichbook’s World Map offers a creative way to find a book about any part of the world. Select a country and see books set in that region. Where to find book recs is a nice list from a Writing About Reading post. I also like the eclectic recommendations in the New York Times’ Read Like the Wind newsletter. BookClubs lets you find a book group near you or organize your own. Fable hosts book clubs & communities for sharing what you’re reading. Find free and cheap books Project Gutenberg has more than 75,000 free e-books and audiobooks. No registration required. See the top 100 list for free reading inspiration. The Internet Archive has searchable e-books and a free library collection. Bookbub is handy for bargain hunters. It shows discounted and free e-books. Available as a newsletter or check the site for deals. Support Independent booksellers Alibris has 200 million titles from indy booksellers around the world. Powell’s is the world’s largest independent bookstore. Bookfinder lets you search online to find any book at the cheapest price. Indiebound helps you find a nearby real-world indy bookstore. Abebooks has great deals from independents. Check its bargain books + collections. Caveat: Amazon has owned it since 2008. Tertulia is a well-designed online co-op bookshop owned by readers. Make your own book list Listy is free. It’s easy to look up & add books, and later export your list. (See my prior post about it). LibraryThing is free and easy for cataloging books & tracking reading. Free Notion book tracking template lets you customize a collection page. Free Airtable book list template & my Airtable example: 30 authors I like. Find great children’s books Sora is a digital library for kids. Schools make e-books and audiobooks available on the app. It works well with graphic novels, picture books, as well as comic books and textbooks. (We also use Libby for kids books). Epic is another popular kids e-book app. It’s fun to use, but be aware that it leans into gamification and extrinsic motivation—using points and streaks to entice kids to repeatedly open the app. Kanopy has a great kids section with video versions of books by Eric Carle, Mo Willems and other great authors to spark an interest in reading. It also has math and science lessons. This article is republished with permission from Wonder Tools, a newsletter that helps you discover the most useful sites and apps. Subscribe here. View the full article

This post was written by Alison Green and published on Ask a Manager. It’s five answers to five questions. Here we go… 1. My coworker masturbates in the men’s bathroom There is a guy in my office who will go into one of the stalls in the men’s bathroom for 20-30 minutes at a time. I have had the bad luck of entering a stall next to him and hearing audible masturbation noises. I think he does this every day we work in-office because I swear it’s happened 5-6 times. A coworker I’m close with has confirmed hearing it as well, so I know I am not going crazy. I have also seen this guy come out of the bathroom with headphones on, looking at something on his phone, so after repeated incidents, I’m pretty sure he just doesn’t know how loud he is. Not sure how to handle this one. He is more or less doing it “in private” and I feel like HR would escalate things too much. We also were recently acquired by an international company and no longer have in-house HR. I don’t really want to tell someone halfway across the continent about a coworker’s bathroom habits. On the other hand, I would feel uncomfortable going up to him and saying, “Hey, I hear you jerking it every time we’re in the office, can you knock it off?” Asking HR to intervene would not be escalating it too much. Far from it! This guy is not in private; he’s using a shared bathroom where coworkers are hearing him (and he’s apparently not even bothering to be discreet or to stop when someone is in a stall a couple of feet away from him). You don’t owe him privacy here; he owes you the ability to use the bathroom at work without being exposed to the sound of someone jerking off. “Not hearing someone masturbating” is pretty much a bare minimum expectation you should be able to have at work. Talk to HR. Say you’ve heard others report the same thing, it’s gross, and you don’t want to be exposed to it. 2. My employee doesn’t solve problems on her own I manage a department of three employees, and I’m struggling with how to supervise one of them. We’re a high-performing team with various responsibilities, so everyone has a lot on their plate. All three employees have been with the company for about the same amount of time, so I expect them to have similar levels of knowledge. Betty and Sally are both friendly, approachable, take initiative, and are solid problem-solvers. Velma is quieter, takes little initiative, and often relies on me for answers or guidance. I don’t mind questions, but it’s become a regular occurrence, and many of these issues she should be able to resolve herself with a little effort, basic reasoning, or research. This was understandable when she was first hired, but after more than two years, it’s become problematic. In previous one-on-one meetings, I’ve asked Velma to take more ownership of her problem-solving and attempt to find solutions on her own before asking me for feedback. I even listed this as a goal on her last annual review, but there’s been little improvement over the last year. Her responses often included that she wasn’t sure and knew I could find the answer faster, or that she didn’t have all the necessary information, even though I don’t always have it either and often end up taking a few minutes to figure it out myself. I’m getting frustrated with the situation, and am frankly tired of giving the same feedback every few months. We’ve all had to learn this skill, and none of us needed this much hand-holding. Velma is a fine employee and does good work, but she’s not a star performer like her colleagues. I try not to compare them, but I’m aware it’s probably affecting my perspective. I know I need to start addressing this more directly in the moment, but I’m not sure how to do it without coming across as annoyed. You need to escalate the seriousness with which you’re treating it. Sit down with her and name the pattern and what she needs to do differently: “We’ve talked about this in the past and it was a formal goal on your last review, but I’m not seeing the progress I need. Now that you’re two years into the job, I need you to take more responsibility for problem-solving and look for solutions on your own before coming to me. That’s true even if you think I can find the answer faster than you, because you won’t develop this skill without practicing it. So going forward, when you ask for helping solving a problem, I’d like you to include everything you’ve tried so far — whether it’s checking our documentation, looking through similar past projects, or XYZ (fill in here with specific things she should try in your context). If you haven’t tried solve it yourself first, I’m going to ask you to do that before I step in.” Then, when she brings you a problem she should be able to solve herself, ask what she’s tried so far. And rather than jumping in to figure it out yourself, think about how you’d figure it out yourself and then ask her to take those steps instead of you. (Here’s some advice on how to do that.) If after a few months of this you’re not seeing much improvement, this may be an ability she’s not likely to develop with the amount of coaching it’s reasonable to expect you to invest … at which point you’d need to decide what that means for her tenure in the job. In some jobs it would be prohibitive; in others it might just mean that she can’t advance or won’t be compensated in the same way as Betty and Sally are. 3. Do I have to keep working late now that I’ve resigned? I recently resigned from my hectic 9-5 job to go back to school in May, giving two months notice instead of the usual two weeks. The job is typically 9-5, but it is a busy time and in the past month I was added to two new accounts that are making me work late. I’ve been putting in about three extra hours of work per work day, and I don’t want to anymore. Will I be remembered poorly if I leave closer to 5 pm, or is there a tacit expectation that people aren’t going to go above and beyond when they’ve quit? You should return to your regular hours. You generously gave them two months of notice instead of two weeks; you don’t also need to give them 15 extra hours of work a week! Frame it this way: “I won’t be able to handle these two new accounts on top of my regular workload — I have time to do X and Y but not Z, or I could do about half of each of them, but I can’t do everything that’s currently on my plate within a normal workweek. Can you tell me how you’d like me to prioritize, knowing that not all of it can get done? Or alternately, would it make more sense to reassign the two new accounts?” If you hear you should just find a way to get it all done, you should say, “There’s not enough time in the work week to get it all done. I’ll do as much as I can, but I need to let you know that it won’t all get done.” And then leave on time. Related: since I gave notice at work, my boss has tripled my workload 4. References when you haven’t had many jobs I have been helping my daughter with her resume and applications for full-time employment (thanks to your column, we have great info), but there are many applications that are asking for three business references. She’s only had two part-time jobs, one in college and one she’s been at since graduation. Some of these are online where they won’t let her past the question without filling in all three. How do we navigate this? Each job has had only one supervisor/manager, so there aren’t even two levels of bosses she could add. In a situation like this, it’s okay if all the references aren’t managers. Is there a coworker she could add, someone who worked closely enough with her to be able to speak to her work with some nuance? Ideally it would be a coworker who was senior to her, but if no one like that is available, she could list a peer. 5. Can you use FMLA for clinical trials? I have a moderately-serious, life-shortening chronic condition (I have decades, not months, left, and I use a wheelchair outside my home) for which there is no treatment. About a year ago, I got the chance to do clinical trial for a new drug that was in development. It required a month-long in-patient stay in a treatment center. I asked my work’s EAP if I’d be able to use FMLA for that, but they told me “you can’t use FMLA if it’s voluntary.” That seems wrong to me? After all, most medical treatments are technically voluntary, in that you could choose not to do them — sometimes with the devastating medical consequences, but you have the option. I ended up working remotely during the trial, judiciously using PTO on days when I had a lot of procedures, but I still sometimes had to be on Zoom meetings while getting blood drawn. Anyway, I’m interested in getting your take on that decision. Should it have been covered? What are the actual rules? I might do other trials in the future, and I’d like to be sure of my options. Whoa, no, your work was 100% wrong. The law is clear that you can use FMLA for a clinical trial when it’s part of a serious health condition. The fact that clinical trials are considered “voluntary or elective” is not a factor. Your EAP may have been thinking of elective procedures for cosmetic treatments (like plastic surgery), which don’t qualify for FMLA — but they were fully wrong on the application here. 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