Ordinance opens doors
This year, the Austin City Council approved the Fair Chance Hiring Ordinance, affording ex-criminals a better opportunity to secure jobs. More than an ordinance, I believe it is a move in the right direction to eliminate social injustice among those who have already paid their debt to society.
District 4 City Council Member Greg Casar, who proposed the policy last year said, “It was a really long journey, but I think it really shows this new council is dedicated to thinking of local government in a more bold and progressive way than we might be used to,” adding, “This is, at heart, an anti-discrimination, civil rights piece of legislation, but I believe it also to have great benefits [for public safety and economic development].”
So what is the Fair Chance Hiring Ordinance?
As you already know, background checks are typically performed in the very beginning of the hiring process, as a way to weed out applicants with a criminal history. The Fair Chance Hiring Ordinance now delays an employer from running a background check on a potential candidate until just before the candidate is about to be offered the job.
The new ordinance, also known as “banning the box” applies to business in Austin TX, with 15 or more employees. It does not, however, apply to positions for which prior law disqualifies candidates with a criminal history, or where a federal, state, or local law, or compliance with legally mandated insurance or bond requirement disqualifies an individual based on criminal history. Nor does it do away with criminal background checks.
Other cities, in an effort to eliminate social injustice in their respective areas, have also started to consider some form of “fair chance” hiring. In Ohio, Georgia, and Wisconsin, it is state policy and applies to public employers only.
In other states like Florida and Louisiana, there are certain cities and counties that enforce “fair chance” hiring, but not the entire state, and applies only to public employers. For a complete map of states, and areas that practice some form of “ban the box” are listed here:
Advantages for employees
For employees, there are a number of advantages presented by the Fair Chance Hiring Ordinance. If you have any sort of criminal background for example, like an embarrassing drunk college evening that resulted in trespassing, you won’t be automatically eliminated from the job pool.
Those with criminal backgrounds are also less likely to be limited to low-rank, low-paying positions, which is what some companies do that accept ex-criminals, but not promote them.
If you don’t have a criminal background, this policy still impacts you, as it is projected to create a more diverse, and resourceful workplace for you to feed off of and contribute to.
Disadvantages for employees
The biggest foreseeable disadvantage for employees is the increase in job competition with the new access to talent. Employees may also theoretically experience companies eliminating positions due to their perceived effect of the ordinance on their business goals.
Additionally, some businesses assert that the new act will increase the cost of the hiring process.
Know your rights
Although the Fair Chance Hiring Ordinance has a lot of benefits for employees, especially those with criminal backgrounds, you must also know that that nothing in the ordinance limits an employer’s authority to withdraw a conditional offer of employment for any lawful reason, including the determination that an individual is unsuitable for the job based on an individualized assessment of the individual’s criminal history.
It’s also important to note that recourse for workplace discrimination is handled completely differently than issues handled by Federal Agencies such as the Equal Employment Opportunity Commission. If an employee intends to file a complaint, they must do so with the city, since it is a city-level ordinance, which may result in the company being fined, but employees will not receive compensation.
Austin businesses have until April 2017 to adopt the ordinance, after which employers found in violation will receive a warning for a first-time offense and a fine of up to $500 for subsequent offenses. Businesses will receive written notification of the new law, but the city’s manager will also implement a public education campaign to inform employers and residents of the requirements.
As masks become optional, businesses find themselves stuck in the middle
(BUSINESS NEWS) One liquor store’s decision on mask policy following changes in local laws has become a recurring story throughout the nation.
The American mask debate has comprised a whirlwind of clashing political ideologies, legal dilemmas, and personal agendas, with businesses placed directly in the middle of the storm. As the pandemic continues to run its course, a disparity in state mandates and legislation is only serving to increase the strain on these establishments.
With increased access to vaccines and several states rolling back their COVID guidance, the option to wear—or not wear—masks is becoming more discretionary, with businesses often having the final say in whether or not they expect masks to be used on their premises. One such business, a liquor store, posted a notice regarding their staff’s decision to continue wearing masks:
“In accordance with Johnson County mandates: Masks are now optional. Please do not berate, verbally assault, or otherwise attack the staff over their choice to continue wearing masks.”
The notice went on to say, “It is painfully depressing we have to make this request.”
That last line epitomizes many business owners’ stances. Places across the country have started allowing customers to discard their masks with proof of vaccination, but if employees choose to keep their masks for the time being, it’s difficult for clients not to view it as a kind of political statement—despite their decisions often being corroborated by local laws.
And, as long as businesses continue to operate within the confines of those laws, their decisions should be free from public scrutiny.
Sadly, that’s not what’s happening as evidenced by the notice posted by the liquor store in Johnson County. The same disparity that allows for some freedom despite COVID still being present in many Americans’ lives often leaves those who choose not to wear masks to conclude that those who do wear them are being judgmental or unnecessarily cautious.
Those judgements work in reverse as well, with businesses who allow their employees to work maskless facing criticism from masked clients. It seems that the freedom to choose—something for which people strongly advocated throughout the pandemic—continues to cause separation.
As businesses change or adapt their regulations to fit state mandates and employee (and customer) concerns, everyone would do well to remember that the decisions these establishments make are usually meant to affect some kind of positive work environment—not to welcome harassment and abuse.
You should apply to be on a board – why and how
(BUSINESS NEWS) What do you need to think about and explore if you want to apply for a Board of Directors? Here’s a quick rundown of what, why, and when.
What does a Board of Directors do? Investopedia explains “A board of directors (B of D) is an elected group of individuals that represent shareholders. The board is a governing body that typically meets at regular intervals to set policies for corporate management and oversight. Every public company must have a board of directors. Some private and nonprofit organizations also have a board of directors.”
It is time to have a diverse representation of thoughts, values and insights from intelligently minded people that can give you the intel you need to move forward – as they don’t have quite the same vested interests as you.
We have become the nation that works like a machine. Day in and day out we are consumed by our work (and have easy access to it with our smartphones). We do volunteer and participate in extra-curricular activities, but it’s possible that many of us have never understood or considered joining a Board of Directors. There’s a new wave of Gen Xers and Millennials that have plenty of years of life and work experience + insights that this might be the time to resurrect (or invigorate) interest.
Harvard Business Review shared a great article about identifying the FIVE key areas you would want to consider growing your knowledge if you want to join a board:
1. Financial – You need to be able to speak in numbers.
2. Strategic – You want to be able to speak to how to be strategic even if you know the numbers.
3. Relational – This is where communication is key – understanding what you want to share with others and what they are sharing with you. This is very different than being on the Operational side of things.
4. Role – You must be able to be clear and add value in your time allotted – and know where you especially add value from your skills, experiences and strengths.
5. Cultural – You must contribute the feeling that Executives can come forward to seek advice even if things aren’t going well and create that culture of collaboration.
As Charlotte Valeur, a Danish-born former investment banker who has chaired three international companies and now leads the UK’s Institute of Directors, says, “We need to help new participants from under-represented groups to develop the confidence of working on boards and to come to know that” – while boardroom capital does take effort to build – “this is not rocket science.”
NOW! The time is now for all of us to get involved in helping to create a brighter future for organizations and businesses that we care about (including if they are our own business – you may want to create a Board of Directors).
The Harvard Business Review gave great explanations of the need to diversify those that have been on the Boards to continue to strive to better represent our population as a whole. Are you ready to take on this challenge? We need you.
List of Austin tech companies recalling staff to the office (or not)
(BUSINESS NEWS) Many Austin tech companies were reluctant to send people home when COVID-19 hit – will they be equally reluctant to put employees back in desks?
The masks are coming off in America and agree with that practice or not, many employers are in an ongoing series of meetings regarding bringing staff back into the office.
Large companies are quickly playing commercial real estate hot potato – we recently broke the story that Dell had not only sold some of their massive campus near Austin, but rented out the third floor of their building to the Army Futures Command (AFC). As the dust settles on these contractions, the next step is bringing humans back into said buildings.
The spectrum of individuals’ emotions regarding this return varies from enthusiasm, to trepidatious, to complete refusal to return.
As the global pandemic hit and employers were responding so differently to sending folks home, our list of Austin tech companies sending folks home (or NOT sending employees home) went viral.
At the time, we noted that keeping humans in the office makes sense for some sectors (service, hospitality, medical, even financial), called it an “impossible situation” for business leaders, but some employers were stupidly insensitive…
One executive told workers as they were allowed to work from home to not expect it to be a “corona vacation” (which did NOT go over well).
Our question is: Will employers handle a return to the office more gracefully than when they sent folks home?
Just as protocols were untested sending employees home, as some employers get the itch to call them back into the office, a whole new set of unchartered protocols will be implemented.
What follows are quotes from employees telling us about their companies’ statuses. We will update this list over time as we learn more. If there are updates to your company’s status, let us know here.
– Cognite AS
“As of June 1, remote/on-site as we wish. Fridays in-office preferred for team lunch/team building days. Must be vaccinated with shot record proof uploaded to our HR system to attend in-person events.”
– Dover Fueling Systems
“Currently it’s voluntary to go back in until some time in autumn when it will be required. Hybrid options are available. Masks are still required in the office when not able to socially distance but that might change soon.”
“Devs and project related roles remote. HR in office. C level occasionally in office.”
“Full return to work date of 6/21. Remote work on exception (heads-down, need to be at home to tend to a matter at home — cable man cometh!, sick kid, relocating).
While not company policy, I look forward to revisiting this in a few months, particularly as it relates to recruiting, and some implementations of tools to improve internal operations & culture; I expect these tactics in the office to improve working together OVER ALL. In turn, I hope to prove out conditions are met, that predict similar outcomes from working remotely.
This is the long way to say that our CEO did not have some positive experiences of WFH, which I suspect had more to do with us not doing WFH well/providing conditions for that. And, now I’m here so things will be even awesomer (technical term).”
“Currently 100% Telework. Plan to start coming back to office August 31, however, it has not yet been decided that everyone will return to office. Some may continue some % telework.”
“Our company was just getting started when the COVID-19 pandemic hit. Like a lot of businesses, we shifted to remote work, thinking it would be temporary. As we grew from 20 to 200 employees remotely, we realized that a remote workforce offered a few advantages. But we recognize that in-person collaboration fosters strong relationships and sometimes makes problem solving easier. So when it makes sense to be together at our headquarters in Austin, we encourage teammates to do that, too. Employees are required to wear a mask when walking around the office or in common areas (restroom, kitchen, etc.), but masks are optional while working at a desk. Social distancing is encouraged and signage around the office denotes which seats should remain vacant.”
“Currently remote – working on hybrid and fully remote scheduling when offices reopen.”
“No one has to be in an office until at least September. 80% of positions have the ability to be remote or flex (part in person, part in office). Every position can be in person if desired. We are picking now (in June) what we want to do and can change our delegation one time per year.”
“We’re back to the office since the team is vaccinated! Still have flexible WFH days but we’re excited to be able to work together again safely.”
– Lightspeed Systems
“All employees are primarily still remote, with the option to come to either office in Austin as desired for majority of employees. Masks encouraged when in common areas, but not required at desk. No plans to require in-office attendance have been expressed at this point.”
– MediaTech Ventures
“Staying remote. No need to be back in office but we would like to be back in office. Cost <> Benefit just isn’t there (which is to say, if space is vastly more affordable, we’d consider it).”
– National Instruments
“Currently: returning to the office requires manager approval with mask/capacity limits within the office
September 1: General back-to-office date with a lot of individual flexibility as to working remotely or in the office. Long-term location strategy is in progress, but will likely be a defined policy allowing a mix of remote and in-office work.”
– Netspend (a Global Payments company)
“Mar 2020—everyone remote, no exceptions, no office visits;
Aug 2020—survey sent about full-time office / hybrid office & remote/ full time remote preferences, split 1/3 in each category;
Oct 2020—closed/sold offices in San Mateo, CA, Alpharetta, GA, and downtown Austin TX (no layoffs/furloughs at any offices), talk of “return-to-office” delayed until new year;
Jan 2021—”return-to-office” talks, but decided to delay, no office visits except req’d/VP-approved personnel, masks req’d, temp scans req’d, social distancing, desks 6′ apart;
Mar 2021—”return-to-office” talks resume as COVID vaccine deployed, still req’d social distance, masks, temp scans, desks 6′ apart, etc., talk of some hybrid remote/office (flex days);
Jun 2021—”return-to-office” open season, masks/social distance optional for vaccinated employees, flex days by team determination. SOP going forward is team-by-team basis, no assigned desks (all flex/hotel stations) except Director & above.”
“One week on, one week off since May 1 until they bring everyone back full time. No announcement yet but it can’t be far away. No masks if you’re vaccinated. Verify health status every day with an app.”
“Continuing with remote work until at least September. Expecting more details on the return to office plan in the next few weeks. Likely it will be a hybrid model depending on the team/business unit.”
“Fully remote CX based in Austin (90 mile radius).”
“Going back to the office September 13 with a hybrid wfh/in-office blend we are currently working on team by team. With this (and the most exciting part) we’re also figuring out meetings days or times vs no fly zones so we can all focus on working time more. Not sure about masks – I think you’d only come in office if you’ve been vaccinated. We’ve also hired a lot of people not in Austin recently, so T3 is very open to remote workers.”
– Trammell Ventures
“Remote Work still; no dates yet for coming back to the office, but there’s talk of a company picnic and/or get together soon for vaccinated employees!”
“Currently, the office is open for those who want to use it, but not required. We’re told we’ll be hybrid but we’re still waiting to hear what the stipulations of that are.”
“Office not likely to re-open until September. No firm date yet. Flexibility to be in office or at home depending on type of role. Most will have a choice.”
– Whole Foods
“Starting July 1, required to be in office 2x a week, starting September 1 required to be in office 3x a week. No mask or social distance requirement but we are required to prove vaccination.”
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