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Locals pay to fix student’s car keyed with homophobic slurs

Several local businesses chipped in to fix a college kid’s car after homophobic slurs were carved into the doors, proving that good deeds do not go unnoticed.

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Four separate vandalism incidents

A Virginia college student’s car has been targeted four separate times in a two month period, as homophobic slurs have been keyed into the doors of his car, and other messages like “dye” (which we assume means “die,” but there was a spelling error). Jordan Addison has been singled out and bullied for being gay, and as any college kid on a budget, he was unable to pay for repairs… until a local body shop rallied local businesses, including their own, to completely overhaul the car.

WDBJ-TV reports that the manager of Roanoke’s Quality Auto Paint and Body says that he heard about Addison’s car, “I said that’s uncalled for we’re gonna fix your car that’s the least we can do.”

With the help of several other local businesses (Parts Unlimited in Vinton, Advance Auto Parts, Moon’s Auto Body, Rice Toyota, Val’s Automotive, The Rod Shop, B&C Exterminating, Twists & Turns, AJ’s Landscaping, and Sunnybrook Auto Spa), Quality Auto Paint & Body not only provided the student with a brand new paint job for his car, but tinted windows, new tires, a new security system, and even a new stereo.

“We can’t afford to do this ourselves,” body shop manager Richard Henegar, Jr. noted of the $10,000 worth of repairs and upgrades.”We might have all the good intentions in the world, but I can’t finance something like this ourselves.”

“It looks great,” Addison said about his Volkswagen. “It hasn’t looked that great the entire time I’ve had it.”

Thanks to Quality Auto Paint & Body

This isn’t Quality Auto Paint & Body’s first rodeo, in fact, this 26 year old family business run by father and son performed a similar feat in 2010, which they called “Operation Pay it Forward,” wherein the team overhauled a deployed soldier’s vehicle while he was away on duty, a calling close to Henegar Jr.’s heart after serving four years in the Navy.

With a company culture like this, it is without question that the body shop is getting attention for all the right reasons. First a soldier, now a hate crime victim? They deserve all of the praise coming their way, as do the other companies that ponied up for the repairs. They not only got local news’ attention, they are in the national spotlight of traditional and digital media outlets, even getting a nod from GLAAD.

So far, reviews across the web are proving the value of good deeds done by local businesses. On Yelp, they got their first reviews ever as a result of helping Addison, with people writing in from across the country, like Christopher in San Jose, who said, “I read about what you guys did for the kid with the damaged car. If you apply the same level of care to cars that you do to people, you must be a fine business. I wish I were close so that I could give you some of my business. Your good deeds didn’t go unnoticed. Thank you.”

On the body shop’s Google+ Page, one reviewer said, “I read about the random act of kindness your Auto Body Shop and other business concerns in Roanoke did for the young man whose car was vandalized simply because he was gay. I lived in Roanoke many year ago while attending Salem College. I left because of the attitude of many in the area towards gays. You have restored my faith and I thank you. It is good to know that goodness always triumphs over evil.”

Full video of Addison’s reaction available on WDBJ.

Lani is the Chief Operating Officer at The American Genius - she has co-authored a book, co-founded BASHH and Austin Digital Jobs, and is a seasoned business writer and editorialist with a penchant for the irreverent.

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3 Comments

3 Comments

  1. tinainvirginia

    August 22, 2012 at 12:05 pm

    Many people think that those who live in the deep trenches of the south are “bible thumping”, closed minded, ignorant rednecks.  Let this be a lesson….we care about each other, our fellow neighbors and our country.  This is just one of the many, many acts of caring and kindness that occur each and everyday in our community; and, just another reason why we moved to southwest Virginia.

    • elijahmay

      August 26, 2012 at 11:35 pm

       @tinainvirginia It’s a great story. I’m now part of the AG Team here in Austin, but I’m originally from the mountains of NC, and I’ve seen this kind of compassion, tolerance, and neighborliness first hand. Frankly, those values turned out to be my biggest asset during my years in L.A..

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Business News

This web platform for cannabis is blowing up online distribution

(BUSINESS NEWS) Dutchie, a website platform for cannabis companies, just octupled in value. Here’s what that means for the online growth of cannabis distribution.

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A small jar of cannabis on a desk with notebooks, sold online in a nicely made jar.

The cannabis industry has, for the most part, blossomed in the past few years, managing to hit only a few major snags along the way. One of those snags is the issue of payment processing, an issue compounded by predominantly cash-only transactions. Dutchie, a Bend, Oregon company, has helped mitigate that issue—and it just raised a ton of money.

Technically, Dutchie is a jack-of-all-trades service that creates and hosts websites for dispensaries, tracks product, processes orders, keeps stock of revenue, and so much more. While it was valued at around $200 million as recently as summer of 2020, a round of series C funding currently puts the company at around $1.7 billion—approximately 8 times its worth a mere 8 months ago.

There are a few reasons behind Dutchie’s newfound momentum. For starters, the pandemic made cannabis products a lot more accessible—and desirable—in states in which the sale of cannabis is legal. The ensuing surge of customers and demand certainly didn’t hurt the platform, especially given that Dutchie is largely responsible for keeping things on track during some of the more chaotic months for dispensaries.

Several states in which the sale of cannabis was illegal also voted to legalize recreational use, giving Dutchie even more stomping ground than they had prior to the lockdown.

Dutchie also recently took on 2 separate companies and their associated employees, effectively doubling their current staff. The companies are Greenbits—a resource planning group—and Leaflogix, which is a point-of-sale platform. With these two additions to their compendium, Dutchie can operate as even more of an all-in-one suite, which absolutely contributes to its value as a company.

Ross Lipson, who is Dutchie’s co-founder and current CEO, is fairly dismissive of investment opportunities for the public at the moment, saying he instead prefers to stay “focused with what’s on our plate” for the time being. However, he also appears open to the possibility of going public via an acquisition company.

“We look at how this decision brings value to the dispensary and the customer,” says Lipson. “If it brings value, we’d embark on that decision.”

For now, Dutchie remains the ipso facto king of cannabis distribution and sales—and they don’t show any plans to slow down any time soon.

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Business News

Ford adopts flexible working from home schedule for over 30k employees

(BUSINESS NEWS) Ford Motor Co. is allowing employees to continue working from home even after the pandemic winds down. Is this the beginning of a trend for auto companies?

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Woman in car working on engineering now allowed a flexible schedule for working from home.

The pandemic has greatly transformed our lives. For the most part, learning is being conducted online. At one point, interacting with others was pretty much non-existent. Working in the office shifted significantly to working remotely, and it seems like working from home might not go away anytime soon.

As things slowly get back to a new “normal”, will things change again? Well, one thing is sure. Working from home will be a permanent thing for some people as more companies opt to continue letting people work remotely.

And, the most recent company on the list to do this is Ford Motor Co. Even after the pandemic winds down, Ford will allow more than 30,000 employees already working from home to continue doing so.

Last week, the automaker giant announced its “flexible hybrid model” schedule to its staff. The new schedule is set to start in the summer, and employees can choose to work remotely and come into the office for tasks that require face-to-face collaborations, such as meetings and group projects.

How much time an employee spends in the office will depend on their responsibilities, and flexible remote hours will need to be approved by an employee’s manager.

“The nature of work drives whether or not you can adopt this model. There are certain jobs that are place-dependent — you need to be in the physical space to do the job,” David Dubensky, chairman and chief executive of Ford Land, told the Washington Post. “Having the flexibility to choose how you work is pretty powerful. … It’s up to the employee to have dialogue and discussion with their people leader to determine what works best.”

Ford’s decision to implement a remote-office work model has to do in part with an employee survey conducted in June 2020. Results from the survey showed that 95% of employees wanted a hybrid schedule. Some employees even reported feeling more productive when working from home.

Ford is the first auto company to allow employees to work from home indefinitely, but it might not be the only one. According to the Post, Toyota and General Motors are looking at flexible options of their own.

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Business News

Unify your remote team with these important conversations

(BUSINESS NEWS) More than a happy hour, consider having these poignant conversations to bring your remote team together like never before.

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Woman working in office with remote team

Cultivating a team dynamic is difficult enough without everyone’s Zoom feed freezing halfway through “happy” hour. You may not be able to bond over margaritas these days, but there are a few conversations you can have to make your team feel more supported—and more comfortable with communicating.

According to Forbes, the first conversation to have pertains to individual productivity. Ask your employees, quite simply, what their productivity indicators are. Since you can’t rely on popping into the office to see who is working on a project and who is beating their Snake score, knowing how your employees quantify productivity is the next-best thing. This may lead to a conversation about what you want to see in return, which is always helpful for your employees to know.

Another thing to discuss with your employees regards communication. Determining which avenues of communication are appropriate, which ones should be reserved for emergencies, and which ones are completely off the table is key. For example, you might find that most employees are comfortable texting each other while you prefer Slack or email updates. Setting that boundary ahead of time and making it “office” policy will help prevent strain down the road.

Finally, checking in with your employees about their expectations is also important. If you can discuss the sticky issue of who deals with what, whose job responsibilities overlap, and what each person is predominantly responsible for, you’ll negate a lot of stress later. Knowing exactly which of your employees specialize in specific areas is good for you, and it’s good for the team as a whole.

With these 3 discussions out of the way, you can turn your focus to more nebulous concepts, the first of which pertains to hiring. Loop your employees in and ask them how they would hire new talent during this time; what aspects would they look for, and how would they discern between candidates without being able to meet in-person? It may seem like a trivial conversation, but having it will serve to unify further your team—so it’s worth your time.

The last crucial conversation, per Forbes, is simple: Ask your employees what they would prioritize if they became CEOs tomorrow. There’s a lot of latitude for goofy responses here, but you’ll hear some really valuable—and potentially gut-wrenching—feedback you wouldn’t usually receive. It never hurts to know what your staff prioritize as idealists.

Unifying your staff can be difficult, but if you start with these conversations, you’ll be well on your way to a strong team during these trying times.

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