Connect with us

Business News

Texas legislators fear bathroom bill could cost state billions

(BUSINESS NEWS) Texas business leaders have staked their opposition to the proposed bathroom bill in the upcoming Texas legislative session, fearing that passage would potentially cost businesses in the state billions.

Published

on

bathroom bill

Battleground Texas

Texas business leaders this week staked their opposition to proposed Republican bills in the upcoming Texas legislative session, fearing that their passage would potentially cost businesses in the state billions.

bar
The two bills are widely perceived to be anti-LGBT, and, if passed would prevent transgendered individuals from selecting the restroom that aligns with their selected gender identity and would provide legal protections to individuals who objected to same-sex marriage on religious grounds.

Economic impact

The Texas Association of Business (TAB) identified in a recently released report that the passage and implementation of these two bills could cost the state between $964 million and $8.5 billion and nearly 200,000 jobs.

“The message from the Texas business community is loud and clear,” Chris Wallace, president of the Texas Association of Business, said at a news conference announcing the release of the report. “Protecting Texas from billions of dollars in losses is simple: Don’t pass unnecessary laws that discriminate against Texans and our visitors.”

Projected hits and losses

The economic impact study was conducted by researchers from St. Edward’s University and projected the loss of business based primarily on a loss of tourism to the state, and the ability to host prestigious events, such as the upcoming Super Bowl in February 2017 in Houston.

The projections were based, in part, to the fallout that other states, such as North Carolina and Indiana, with similar laws have seen.

North Carolina, in particular, has borne the brunt of the economic impact resulting from similar laws. . Major sporting events, such as multiple NCAA championship events and the NBA All-Star Game, have cancelled and moved to other states.

bar
A growing number of companies, such as PayPal and Deutsche Bank declined to move forward with previously announced plans to expand in the state, costing the economy 650 jobs.

The rift between the TAB and state Republican leaders in the legislature is rare; while their interests seldom diverge, on this topic the gulf appears to be fixed between the two organizations. However, there is not uniformity within the Republican Party on the topic.

Republican divide

The state’s top Republican leaders, starting with Lt. Governor Dan Patrick, have indicated their dedication to filing the bills, in the form of Senate Bill 6, and fighting for their passage in the upcoming legislative session.

“TAB has a track record of partnering with liberal anti-traditional family groups, opposing religious freedom and supporting ordinances that prosecute citizens for believing in traditional marriage,” wrote Matt Shaheen (R-Plano), in a recent blog post on the topic at the Texas Tribune decrying the results of the study.

“TAB recently claimed that the Texas economy would lose billions of dollars unless Texas buckled to political correctness and sacrificed the safety and privacy of women. However, a considerable portion of the lost dollars TAB references are in the idea that Houston would lose the opportunity to host the Super Bowl — a specious claim considering the game is only two months away.

Speaker of the House Joe Straus has gone on record as saying that Patrick’s agenda isn’t “the most urgent concern of mine.”

Bipartisan support

TAB’s report garnered support from both sides of the aisle, but most notably from Republicans who align with Straus.

“Texas needs to continue to strive for excellence in education, infrastructure, and health,” said State Representative Sarah Davis (R-Houston), a supporter of TAB’s position.

“Those priorities – not divisive issues that won’t move our state forward – deserve our time and attention. We need to protect our tourism industry, attract investment, and provide a healthy environment for small businesses to thrive. I stand with the business community in their commitment to safeguarding the economic health of the Lone Star State.”

bar
However, the populace may be more inclined to agree with Patrick’s camp. In a recent University of Texas/Texas Tribune poll, surveyed voters, and voters which identified as Republican in particular, identified that they aligned more closely with the socially conservative voices, with 51 percent of respondents and 76 percent among self-identified Republicans stating that they felt that individuals should be required to use the restrooms that aligned with their gender at birth.

“Keep Texas Open for Business”

The association moved beyond the mere release of their report in an attempt to forestall the passage of the bills, creating their “Keep Texas Open for Business” initiative. While the effort has not yet seen a large number of businesses join the campaign, those that have include such industry leaders as Apple, IBM, and Intel.

The aim of the initiative is focused solely on defeating bills that would, in the purview of TAB, be discriminatory against the LGBTQ population in Texas.

bar
“Discriminatory legislation is bad for business. Our economic study points to the dire and far-reaching impact of discriminatory legislation on Texas businesses, our communities, families, jobs and the larger state economy,” said Chris Wallace, President of the Texas Association of Business (TAB). “We must Keep Texas Open for Business. We cannot slam the door on the Texas Miracle of openness, competitiveness, economic opportunity and innovation.”

Read the study for yourself

Texans know that anything may happen in a legislative session and that original forms of bills filed rarely look the same upon their passage, if they reach the governor’s desk.

The polarizing positions taken by each side seem to allow little room for compromise; the TAB predicts a catastrophic loss of business and tourism to the state should the bills pass, in any form, whereas the socially conservative Republicans hold dear to the tenet that allowing transgendered individuals to use the restroom of their choice would lead to an unsafe environment for citizens of the state and that the prediction that business and tourism will collapse is a canard.

Ultimately, with the whirlwind of the Texas legislative session upon us, a wait-and-see approach is the only one that both sides can take with clarity.

The complete economic impact study is available online at http://KeepTXOpen.org/Study.

#BathroomBill

Roger is a Staff Writer at The American Genius and holds two Master's degrees, one in Education Leadership and another in Leadership Studies. In his spare time away from researching leadership retention and communication styles, he loves to watch baseball, especially the Red Sox!

Business News

What COVID-19 measures do workplaces have to take to reopen?

(BUSINESS NEWS) Employers can’t usually do medical screenings – but it’s a little different during a pandemic.

Published

on

COVID-19 temp gun

Employers bringing personnel back to work are faced with the challenge of protecting their workforce from COVID-19. The Center for Disease Control (CDC) and the Equal Employment Opportunity Commission (EEOC) have issued guidelines on how to do so safely and legally.

Employee health and examinations are usually a matter of personal privacy by design through the American’s with Disabilities Act. However, after the World Health Organization declaration of the coronavirus as a pandemic in March, the U.S. EEOC revised its guidance to allow employers to screen for possible infections in order to protect employees.

Employers are now allowed to conduct temperature screenings and check for symptoms of the coronavirus. They can also exclude from the workplace those they suspect of having symptoms. The recommendations from the CDC also include mandatory masks, distant desks, and closing common areas. As the pandemic and US response evolves, it is important for employers to continue to monitor any changes in guidance from these agencies.

Employers are encouraged to have consistent thresholds for symptoms and temperature requirements and communicate those with transparency. Though guidance suggests that COVID-19 screenings at work are allowed by law, employers should be mindful of the way they are conducted and the impact it may have on employer-employee relations.

Stanford Health Care is taking a bold approach by performing COVID-19 testing on each of its 14,000 employees that have any patient contact. They implemented temperature scanning stations at each entrance, operated by nurses and clinicians. The President and CEO of Sanford Health Care said, “For our patients to trust the clinical procedures and trials, it was important for them to know that we were safe.”

Technology is adapting to meet the needs of employers and identify symptoms of COVID-19. Contactless thermometers that can check the temperature of up to 1,500 people per hour using thermal imaging technology are now on the market; they show an error margin of less than one-tenth of a degree Fahrenheit. COVID-19 screening is being integrated into some company time-clocks used by employees at the start and end of each shift. The clocks are being equipped with a way to record employee temperatures and answers to a health questionnaire. Apple and Google even collaborated to bring contact tracing to smart phones which could help contain potential outbreaks.

Fever, coughing, and difficulty breathing are the three most common symptoms of COVID-19. Transmission is still possible from a person who is asymptomatic, but taking the precautions to identify these symptoms can help minimize workplace spread. This guidance may change in the future as the pandemic evolves, but for now, temperature checks are a part of back to work for many.

Continue Reading

Business News

Technology that may help you put the “human” back in Human Resources

(BUSINESS NEWS) Complicated application processes and disorganized on-boarding practices often dissuade the best candidates and cause new hires to leave. Sora promises to help with this.

Published

on

employee hiring

Even in a booming economy, finding the right applicant for a role can be a drawn-out, frustrating experience for both the candidate and the hiring manager. Candidates submitting their resume to an automated HR system, designed to “seamlessly” integrate candidates into their HRIS accounts, face the interminable waiting game for feedback on whether they’re going to be contacted at all.

Ironically, this lack of feedback on where a candidate stands (or even if the resume was received at all) and a propensity for organizations to list roles as “Open Until Filled”, overwhelms the hiring manager under a mountain of resumes, most of which will not be reviewed unless there is a keyword match for the role. And if they do somehow manage to see the resume, studies indicate that in less than 10 seconds, they’ll have moved on to the next one.

The problems don’t end there, however. Once the candidate and hiring manager have found one another, and the HR team has completed the hire, the dreaded phase of onboarding begins. During the first few days of a new job, a lack of effective onboarding procedures—ranging from simple tasks like arranging for technology or introductions to a workplace mentor—can be the cause of a significant amount of employee turnover. Forbes notes that 17% of all newly hired employees leave their job during the first 90 days, and 20% of all staff turnover happens within the first 45 days.

The reason, according to Laura Del Beccaro, Founder of startup Sora, is that overworked HR teams simply don’t have the bandwidth to follow up with all of those who are supposed to interact with the new employee to ensure a seamless transition experience. Focusing on building a template-based system that can be integrated within the frameworks of multiple HRIS systems, Sora’s focus is to set up adaptable workflow processes that don’t require the end-user to code, and can be adjusted to meet the needs of one or many employee roles.

In a workplace that is becoming increasingly virtual, out of practicality or necessity, having the ability to put the “human” back in Human Resources is a focus that can’t be ignored. From the perspective of establishing and expanding your team, it’s important to ensure that potential employees have an application experience that respects their time and talent and feedback is provided along the way, even when they might not be a fit for the role.

Take for example the organization who asked for an upload of a resume, then required the candidate to re-type everything into their HRIS, asked for three survey responses, an open-ended writing task, a virtual face-to-face interview, *and* three letters of reference—all for an entry-level role. If you were actually selected for an in-person interview, the candidate was then presented with another task that could take up to two hours of prep time to do—again, all for an entry level role.

Is that wrong? Is it right? The importance of selecting the right staff for your team can’t be overstated. But there should be a line between taking necessary precautions to ensure the best fit for your role and understanding that many of the best candidates you might find simply don’t want to participate in such a grueling process and just decide to move on. There’s a caveat that says that companies will never treat an employee better than in the interview process and in the first few weeks on the job—and that’s where Sora’s work comes in, to make certain that an employee is fully supported from day one.

Bringing on the best to leave them without necessary support and equipment, wondering at the dysfunction that they find, and shuffled from department to department once they get there creates the reality and the perception that they just don’t matter—which causes that churn and disconnect. Having your employees know that they matter and that they’ll be respected from day one is a basic right—or it should be.

Continue Reading

Business News

Trader Joe’s doesn’t want to change its controversial brand names

(BUSINESS NEWS) Branding has gone through a major change recently and many companies are agreeing to shifts, but Trader Joe’s thinks its names are fine.

Published

on

trader joes branding

In the last few months our country has gone through a complete re-evaluation of their societal impact with their branding names. Companies that have been strong for neigh on a century are changing their names to accommodate more socio-intelligent content. Whether its from real change or from following the societal trends, the gambit of following the socio-economic climate is becoming a common theme. However the world turns next, the changes we are seeing now is creating a new world of products and status quo.

One company, though, is standing strong with their branding. Trader Joe’s, a grocery store chain, is sticking to its guns, despite some rather vocal push back. A petition aimed at the stores “racist” branding name habit has started making its way through the internet. Currently the petition has crossed the 5000-signature threshold and is getting close to its 7500 goal on change.org.

The habit of using phrases like “Trader Jose” or “Trader Ming’s” in their international food products is the main point of contention. The people behind the petition state that using names like this makes those items appear to be exotic or out of the norm like the original/traditional brand Joe – which at its very basic definition is truthful. The branding technique brands something as different than the original.

Initially a company spokesperson stated that the names were in the process of being changed, but less than a week later their tone changed. Trader Joe’s now states that while they “want to be clear; we disagree that any of these labels are racist.” They will not be changing things based on petitions. Also they report that “decades ago, our Buying Team started using product names, like Trader Giotto’s, Trader Jose’s, Trader Ming’s, etc.

We thought then – and still do – that this naming of products could be fun and show appreciation for other cultures”. According to their current reporting they have also reached out to their customer base and supposedly many customers reaffirmed “that these name variations are largely viewed in exactly the way they were intended – as an attempt to have fun with our product marketing”.

Personally, I see two major issues here. First, they are literally talking about a branding that is decades old; habits that were comedic then are now seen in a very different light. Just like an organism, society grows and changes too. If they can’t come up with new gimmicks to make themselves more popular and fresher, then they’ll most likely fall by the wayside as it is. The other issue is that their polling was specifically geared towards their current buyers; they asked their own customers whether they found this offensive. Can we all just take a collective deep breath and say biased please? Whether or not they decide to stick to their guns here is going to lay some groundwork in the future.

Continue Reading
Advertisement

Our Great Partners

The
American Genius
news neatly in your inbox

Subscribe to our mailing list for news sent straight to your email inbox.

Emerging Stories

Get The American Genius
neatly in your inbox

Subscribe to get business and tech updates, breaking stories, and more!