A new national survey has found that a majority (53%) of Americans oppose employers offering cryptocurrencies in workplace retirement plans.
The same survey found that 77% of respondents view cryptocurrencies such as Bitcoin (CRYPTO: $BTC) as risky investments.
The National Institute on Retirement Security reported in its survey that 46% of respondents considered cryptocurrencies in workplace retirement plans "very risky."
More From Cryptoprowl:
MEXC TradFi Gala Concludes With Over 170,000 Registrations and $4.3 Billion in Daily Trading Volume

#national #workplace #respondents #americans

Zoom Communications Inc. (NASDAQ:ZM) delivered a clean Q2 2027 print. Total revenue grew 4.9% year over year to $1.28 billion, beating estimates of $1.27 billion, while EPS of $1.55 beat the $1.48 consensus. Revenue growth was backed by 7.8% growth in Enterprise revenue, its strongest growth rate in three years. Remaining performance obligations also grew 14% year-over-year, but the stock fell anyway.
On August 26, Citizens ****** yst Patrick Walravens reiterated a Market Perform rating on Zoom Communications Inc. (NASDAQ: ZM), building on the view that the stock is already fairly valued and that the market has stopped rewarding the stock for beating a number it usually beats.
Photo by Chris Montgomery on Unsplash
Zoom's enterprise revenue witnessed its strongest growth in years. Enterprise sales increased 7.8% year-over-year to $787.5 million backed by multi-product deals and AI-driven offerings. The segment now accounts for an estimated 62% of total revenue.
Zoom's remaining performance obligations also grew to $4.5 billion, beating the consensus estimate of $4.3 billion. The company's AI strategy is also strengthening. Its AI-first Customer Experience Portfolio produced high-double-digit ARR growth, licensed monthly active users for AI features in the Workplace product grew 125% year on year, while customer numbers for Zoom Virtual Agent, its automated system handling inbound customer queries, rose 256%.

#revenue

By Waylon Cunningham
Aug 26 (Reuters) - Taylor Farms, the produce company at the center of a U.S. cyclospora outbreak, frequently failed to submit federally required workplace injury logs in recent years, including for at least four facilities where workers suffered fatal or otherwise serious injuries, a Reuters review of federal records found.
Over the ‌past five years, five to seven Taylor Farms facilities filed the annual report within the following year, with some showing injury rates above industry averages, while others ‌recording below-average rates. From 2021 to 2025, at least 17 facilities required such filings based on the number of employees and nature of the work, according to a review of intermittent U.S. Occupational Safety and Health Administration inspection filings.
The figures indicate an overall reporting rate well below the industry average of 78%, based on Reuters calculations of 2023 census numbers and the latest OSHA data. OSHA did not respond to questions about Taylor Farms' lower reporting rate.
Reporting gaps, which Taylor Farms acknowledged to Reuters, make it difficult for the public to ****** s the workplace safety record of the California-based company, according to some workplace safety watchdog groups. OSHA has said, in rulemaking documents, memos and public releases, that electronic submission of these logs allows the agency to focus its enforcement efforts and that it ‌is important for the public to have access to them.

#taylor #farms

With a market cap of $10.8 billion, BXP, Inc. (BXP) is one of the largest publicly traded REIT owners, developers, and managers of premium workplaces in the United States. Boston, Massachusetts-based, the company focuses on high-quality office, life sciences, retail, residential, and mixed-use properties in six major gateway markets: Boston, Los Angeles, New York, San Francisco, Seattle, and Washington, D.C.
BXP has been stuck in the slow lane while the broader market races ahead. BXP stock has gained 1.9% over the past year, while the broader S&P 500 Index ($SPX) has rallied 20.5%. Moreover, shares of the company are up marginally on a YTD basis, compared to SPX's 12.1% rise.
Soros Fund Management Opened a New Position in Nebius During Q2. What This Means for NBIS Stock.
Ahead of Nvidia Earnings, Here's What Barchart Data Says Comes Next for NVDA Stock
Nvidia Earnings, Jackson Hole and Other Key Things to Watch this Week

#boston #earnings #united

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Bank of America employees will no longer be able to work from home for two consecutive business days, including Friday to Monday, the company told workers earlier this month. Spreading out remote days helps support employee collaboration and improves usage of real estate to prevent overcrowding, the bank said. Employees — except for client-facing workers who have already been in office five days a week — will still only be required to work three days in office.
The number of books on HR Dive's summer reading list for 2026. The team gathered a collection of recommended books that explore work and the workplace, including both fiction and nonfiction ******* les.
"America's workers are ready to adapt, but too many are being asked to do it without the time, resources or roadmap they need."
Amit Sevak

#work #dive #employees

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Americans participating in a workplace retirement plan believe they need roughly $1.46 million to retire comfortably, according to Northwestern Mutual (1). So it's safe to ******* ume that if you have $2 million, you would retire right away.
But for some millionaires, giving up their career and regular income isn't easy. Older workers might aim for "just a little more" before leaving work permanently. There may be a deep-seated fear of running out of money, which keeps them working longer than they initially planned.
Jeff Bezos backs a platform that lets anyone invest in rental homes for as little as $100 — 6 ways to build wealth like a landlord without actually being one
JPMorgan sees gold hitting $5,000/oz by Q4 — and savvy investors are protecting their wealth with a tax-advantaged Gold IRA. Get your free guide from Priority Gold

#moneywise #finance #americans #mutual

DBS has entered a memorandum of understanding (MoU) with the Institute of Banking and Finance Singapore (IBF) to "uplift, upskill and upbuild" financial sector talent pipeline in the Singapore for an AI-driven future.
The pact covers three strands of cooperation focused on AI-related skills, job transition and the development of future talent for Singapore's financial services industry.
The first area, labelled Uplift, centres on building basic AI knowledge among employees through programmes recognised by IBF.
Topics are set to include AI governance, responsible AI, prompt engineering and workplace uses of AI.
The second area, Upskill, relates to support for workers whose roles are being altered by AI.

#uplift #talent #future #finance

The Institute of Singapore Chartered Accountants (ISCA) and the Institute of Chartered Accountants of India (ICAI) have agreed to strengthen collaboration on initiatives covering AI training and professional qualification recognition.
Under the expanded collaboration, the ISCA signed a letter of cooperation for a proposed Global AI Fluency Initiative based on its AI Fluency Programme.
Subject to approvals and agreed implementation terms, the two accountancy bodies will provide practical and responsible AI learning to ICAI members and students.
The programme is expected to benefit the ICAI's more than 1.5 million members and students.
The approximately 30-hour programme includes 180 workplace-based cases covering AI foundations, accounting specialisations, and AI leadership and governance.

#institute #chartered #icai #fluency

On August 11, Vestis (NYSE:VSTS) reported fiscal third-quarter results that mark a turning point for a company that has spent its short public life trying to prove its uniform and workplace supply business can actually get more profitable, not just bigger. Adjusted EBITDA climbed to about $81 million, up roughly $15 million or 23% year over year, and for the first time since the company separated from Aramark, revenue per pound rose instead of fell. That single shift, small as it sounds, is the thread running through the entire quarter.
The headline number is revenue per pound, which reached $1.42 in the quarter, up $0.04 year over year and $0.05 sequentially. Management framed this as the first year-over-year increase in that metric since Vestis became a public company, driven by disciplined pricing, better customer segmentation, and a deliberate shift away from lower-margin linen volume, which fell 6% year over year on a pounds-processed basis. Vestis also let go of about 22 million pounds of volume that carried an average revenue per pound of just $0.55, meaning the business got smaller but higher quality at the same time.
Cost of services dropped about $15 million year over year, and SG&A fell roughly $7 million, or about 6%, while cost per pound held flat at $1.24 even as the company exited unprofitable business. Plant productivity rose 9% year over year, on-time delivery improved 80 basis points, and customer complaints fell 74 basis points, evidence that the operational cleanup is showing up in day-to-day service, not just the income statement. Net income swung to $11 million from a $0.7 million loss a year earlier, and the company raised its full-year free cash flow guidance to a range of $160 million to $170 million, up from $120 million to $150 million previously.
The improvement comes against a backdrop that still looks shaky in places. Total revenue for the quarter was about $662 million, down 1.8% year over year, and pounds processed fell 4.5% as Vestis kept shedding volume it didn't want. Net debt stood at $1.2 billion at quarter-end, with $1.1 billion of principal bank debt outstanding, and the company used quarterly cash flow to pay down just $30 million of term loan debt.
Management also acknowledged that the operational playbook it has been running is not producing uniform results, describing a meaningful gap between its strongest and weakest markets that it now plans to address with more customized, market-by-market execution rather than a one-size-fits-all approach. Full-year revenue guidance remains flat to down 2%, and the company disclosed it is accruing a management incentive bonus for the first time at this level since going public, a cost that is already embedded in guidance but still subject to year-end certification. None of this derails the quarter's progress, but it is a reminder that Vestis is still mid-turnaround, not finished with it.

#quarter

Burned-out employees are often easy to spot. But what about people who some workplace experts describe as "rusting out" on the job?
A survey by scheduling software provider Deputy of hourly workers across the hospitality, retail, healthcare and other sectors found that many people are languishing in their jobs and are functionally less productive than their employers expect.
Roughly 15% of those polled reported feeling merely "OK" about their jobs, a sign that researchers say can lead to lackluster performance, Star Levandowski, senior vice president of business and people operations at Deputy, told CBS News. "We see that as an early indicator to rust out, when people are not feeling challenged enough," she said.
Think of a mechanical tool that's shiny and sharp when new, but that can get rusty over time if left hanging unused.
"If you feel like you're not being used to the best of your abilities, you feel like you're just hanging out, or rusting out," Levandowski said.

#rusting #like #you 're

By Daniel Wiessner
Aug 13 (Reuters) - The U.S. agency that enforces laws banning workplace discrimination has dropped a lawsuit seeking to enforce a subpoena in an investigation of ‌Nike's treatment of white employees, saying the company has handed over a trove ‌of information.
U.S. District Judge Cristian Stevens in St. Louis, Missouri, granted the U.S. Equal Employment Opportunity Commission's motion on Thursday to dismiss the lawsuit it filed in February, after the agency in a filing late Wednesday said Nike had complied with its subpoena.
The commission had claimed the footwear and apparel company refused to comply with demands for information such as data on the racial and ethnic makeup of the ‌company's workforce and a roster ⁠of employees chosen for mentoring and development programs.
The EEOC said it was investigating whether Nike intentionally discriminated against white employees and job applicants, including by ⁠disproportionately targeting them for layoffs, and that it needed the information to determine whether Nike violated the law.

#nike #white #company

Hiring may have slowed down dramatically in many industries, but that hasn't necessarily made recruiting easier for employers right now. Many businesses are currently struggling to attract qualified applicants, particularly when it comes to specialized, customer-facing and skilled roles. In turn, getting in front of the right candidates can be a challenge that's difficult to overcome, even for many of the companies offering competitive pay and benefits.
Job seekers have also become more selective about where they apply. Candidates are paying closer attention to factors like salary transparency, workplace flexibility, advancement opportunities and company reputation. And, many are applying to fewer positions overall, focusing their efforts instead on roles that align closely with their expectations and career goals. That shift means employers often have more competition in terms of capturing the right candidate's attention.
As a result, simply posting a job online is no longer enough to guarantee visibility. Thousands of listings are published every day, making it easy for even strong opportunities to get buried quickly. There are also common missteps that could be working against you, from vague job ***** les to missing salary information. So, what actually works if you're hiring and need to ensure that your job ads get plenty of exposure? Below, we'll detail five moves worth considering for employers.
If you're struggling to attract the right candidates for your open roles, here's how to improve the reach and performance of your job ads in today's hiring environment:
Use the right keywords — and use them deliberately

#hiring

Howard Stern's workplace culture faced fresh scrutiny after insiders described unusual rules around the radio star. Staff members allegedly received warnings before company gatherings about approaching Stern directly.
The claims painted a tense picture inside the SiriusXM operation, with one source comparing the environment to a "cult."
Multiple insiders told The U.S. Sun that staffers faced strict expectations around Stern, 72. One source claimed employees received warnings before company parties.
"People were warned before any company parties not to speak to Howard," the insider alleged. The source added that employees had "actually gotten fired for it."
Stern had reportedly addressed similar rumors previously and denied any order against speaking with him. However, the insider claimed those warnings continued despite his response.

#warnings

Employers aren't abandoning performance-based pay raises after all.
Following backlash over workplaces doling out across-the-board salary increases, also known as "peanut **** er" raises, rather than providing raises based on individual performance, more employers plan to step back from that practice next year.
The new data from compensation research firm Payscale shows employers are likely to favor more differentiated, merit-based pay. Just 32% of organizations are planning a peanut **** er pay increase approach in 2027, down from 36% that actually gave one in 2026. "That's a significant drop-off," Ruth Thomas, pay equity strategist at Payscale, told Yahoo Finance.
Even better: Average pay **** ps are expected to tick up. Employers plan a 3.5% average increase in 2027, up from 3.4% in 2026. That's on par with inflation but far below 2023, when workers scored pay hikes averaging 4.8%.
"We're starting to see some optimism — 30% of US organizations expect higher salary increases in 2027 from 2026," Thomas said.

#salary

Staying at one company for decades was once a badge of honor. But as layoffs have become more common and workers have turned to job hopping for higher pay and career growth, employee loyalty has become harder to find. Billionaire investor Bill Ackman, however, still believes earning employee loyalty is worth every penny.
That's why his hedge fund Pershing Square, which manages roughly $35 billion in ***** ets, offers its four dozen employees generous workplace benefits, including broad ownership and an even rare degree of flexibility for Wall Street.
"There's not a person at Pershing Square that doesn't own multiple millions of dollars of stock in the company—whether you're cleaning the ***** e or at the front desk or another role in the company," Ackman told Fortune's Editor-in-Chief Alyson Shontell on a recent episode of Fortune's ***** ans and Disruptors of Industry podcast. "We believe in taking care of our people."
Ackman's approach to retention goes beyond financial incentives. While Perishing employees are required to work from the office five days a week—that policy only applies for 10 months of the year. During July and August, employees can spread out as they like, with the company's investment team moving to the Hamptons together, either in homes they rent or own, to work.
"We look after people, and so that when you operate that way, people don't think about going anyplace else," Ackman said.

#become

Employers aren't abandoning performance-based pay raises after all.
Following backlash over workplaces doling out across-the-board salary increases, also known as "peanut ****** er" raises, rather than providing raises based on individual performance, more employers plan to step back from that practice next year.
The new data from compensation research firm Payscale shows employers are likely to favor more differentiated, merit-based pay. Just 32% of organizations are planning a peanut ****** er pay increase approach in 2027, down from 36% that actually gave one in 2026. "That's a significant drop-off," Ruth Thomas, pay equity strategist at Payscale, told Yahoo Finance.
Even better: Average pay ****** ps are expected to tick up. Employers plan a 3.5% average increase in 2027, up from 3.4% in 2026. That's on par with inflation but far below 2023, when workers scored pay hikes averaging 4.8%.
"We're starting to see some optimism — 30% of US organizations expect higher salary increases in 2027 from 2026," Thomas said.

#salary

Ashleigh Gardner's position as Australia's vice-captain has come under renewed scrutiny after her estranged wife, Monica Wright, called for the star all-rounder to be removed from the leadership role and questioned Cricket Australia's response to allegations surrounding their marriage.

In an exclusive interview with Code Sports, Wright criticised the governing body's silence after she publicly accused Gardner of having an affair with Australia teammate Georgia Voll.

Wright argued that Gardner's position of leadership should carry additional responsibility, particularly given her allegation of a power imbalance between Gardner and Voll.

"I think if you're privileged enough to represent your country and be seen as a role model, there's a responsibility to hold yourself to a high moral standard," Wright told Code Sports.

She also questioned why Cricket Australia had not publicly addressed the matter.

"What I can't understand is why Cricket Australia hasn't said anything publicly," she said.

Wright's comments come after she publicly identified Voll in an Instagram post in July, writing: "This is who my wife cheated on me with." Gardner and Wright have since separated and removed photographs of each other from their social media accounts.

Neither Gardner nor Voll has publicly responded to Wright's allegations. Cricket Australia has also not publicly commented on the specific allegations.
Wright believes the allegations should have consequences for Gardner's position within Australian cricket.

"You can't have an affair with a junior member of staff, especially when there's a clear power imbalance, and then remain in a position of leadership," she told Code Sports. "Captains are expected to set the standard, and that kind of conduct falls well short of it."

Wright's comments put the focus not only on Gardner's personal situation but also on how Cricket Australia handles relationships within its professional environment.

Code Sports reported that Cricket Australia has maintained that it regards the situation as a private matter while enforcing its workplace policies.

The controversy has not, however, affected Gardner's standing with the Sydney Sixers, whom she captains in the Women's Big Bash League.

Sixers general manager Rachael Haynes said the club remained supportive of Gardner and confirmed that it intended to recommend that she continue as captain.

"She's a well-respected player within our program, an important player for us," Haynes said.

Asked directly whether Gardner would remain Sixers captain, Haynes replied: "Absolutely."

Gardner made history last year when she succeeded Ellyse Perry as Sixers captain, becoming the first Indigenous cricketer to captain a Big Bash side.
The controversy comes at a significant point in Gardner's international career. She is Australia's vice-captain to Sophie Molineux and was part of the Australian side that recently defeated England in the T20 World Cup final at L

DeepSeek gave Alibaba Group Holding Limited (NYSE:BABA) and Alphabet Inc. (NASDAQ:GOOGL) a revealing price comparison on August 3. Artificial ***** ysis estimated that DeepSeek's V4-Flash averaged just $0.03 to complete each test in its benchmark suite while scoring 50 on its Intelligence Index, matching Google's Gemini 3.6 Flash.
Three cents is the average cost of completing each benchmark test, not a normal customer query, and the index combines nine coding, reasoning, and workplace tests. More capable models from Moonshot, OpenAI and Anthropic scored at least seven points higher. Still, V4-Flash costs $0.14 per million input tokens and $0.28 per million output tokens. That makes model intelligence cheap enough to pressure pricing for routine enterprise workloads.
Source: unsplash
Alibaba has two ways to monetize that pressure. Alibaba Cloud's AI Gateway already supports DeepSeek V4 APIs and can route workloads between DeepSeek and Qwen. Alibaba also unveiled its own 2.4-trillion-parameter Qwen3.8-Max on August 3, sending its Hong Kong shares up 7%. Its cloud revenue grew 38% in the March quarter, external cloud revenue rose 40%, and AI products reached 30% of external cloud sales. The catch is severe spending: group revenue rose only 3%, while Alibaba plans to exceed its earlier RMB380 billion three-year AI commitment and is treating margins as secondary.
What that creates is a demanding unit-economics test. Lower inference prices can pull customers into Alibaba Cloud, but revenue compounds only if workload volume grows faster than prices fall and those users also buy storage, networking and databases.

#flash #revenue #intelligence #index

A project that used to take three weeks now takes one. A report that required a full day gets done before lunch. And employees are being evaluated against that accelerated standard before anyone has agreed it is sustainable, accurate, or fair. The time savings went to the company, but the pressure went to the employee.
Here is the dynamic playing out inside nearly every organization adopting AI right now: efficiency gains from AI are not being returned to employees as breathing room. They are being immediately converted into higher output expectations. The ***** umption is simple and rarely stated out loud: if AI freed up your afternoon, that afternoon now belongs to the next ***** ignment. Workers are not getting time back. They are getting more work, on a faster clock, with the same number of hours in the day.
New research from GoTo and Workplace Intelligence makes the paradox explicit. The Pulse of Work in 2026 study, which surveyed 2,500 employees and IT decision-makers across ten countries, found that employees save more than two hours per day using AI tools. But the same study found that 60% of employees feel pressured to use AI to boost productivity, 50% say they rely on it too much, and 39% say that reliance is making them less intelligent. The productivity gain and the human performance cost are arriving simultaneously. Most organizations are only tracking one of them.
An ActivTrak's ***** ysis of 443 million hours of work activity across more than 1,100 organizations found that AI doubled time spent on email and messaging while focused deep work fell by 9%. A Harvard Business Review study published earlier this year found that after AI adoption, workers operated at a faster pace, took on a broader scope of tasks, and extended work into more hours of the day, often without being asked. The tools are generating more activity while depleting the capacity for the high-quality thinking that makes that activity valuable.
When AI compresses timelines, the most visible change is speed, and speed quickly becomes the proxy for performance because it is the most legible output of AI adoption. Gallup's research finds that 65% of employees say AI has improved their productivity, and frequent AI use among managers has doubled from 15% to 30% since 2023. But that growing adoption is producing a widening gap between who benefits and who absorbs the pressure: leaders report the strongest gains, while individual contributors remain the least likely to receive guidance on how to use AI effectively. And 54% of managers say workplace expectations have directly increased due to AI. The bar is rising and the measurement framework is not keeping pace.

#employees #hours #adoption #workers

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From the Great Resignation to quiet quitting, there's been no shortage of trends over the past few years that reflect growing dissatisfaction and disengagement in the workplace.
The newest trend, "quiet cracking," coined by TalentLMS, describes ongoing burnout and stagnation that leads to worker disengagement and poor performance. Their research shows 20% of employees experience it frequently, and 34% occasionally (1).
Jeff Bezos backs a platform that lets anyone invest in rental homes for as little as $100 — 6 ways to build wealth like a landlord without actually being one
JPMorgan still sees gold hitting $5,000/oz by Q4 — and savvy investors are protecting their wealth with a tax-advantaged Gold IRA. Learn more with a free guide from Priority Gold

#jeff

Nearly half of older American workers expect to rely mainly on Social Security for income in retirement, according to a new report.
To many in the retirement industry, that is a worrisome statistic.
Social Security "is not meant to be your only source of income in retirement," the federal Social Security Administration cautions on its website. On average, the retirement trust fund will replace only about 40% of the money earned in working years.
Retirement experts urge Americans to fund their retirement through multiple sources: Social Security, yes, but also retirement savings, investments, other income sources and perhaps a workplace pension.
"We would not recommend that anybody rely completely on Social Security for their retirement income," said Jessica Johnston, senior strategist for economic wellbeing at the nonprofit National Council on Aging. "It's more than likely to not be sufficient."

#Social #income #fund #sources

With no background in coding, Faith Maeba, a psychology major, was reluctant when her mother first suggested she enroll in classes on artificial intelligence.
But the senior at Virginia Commonwealth University began to see it differently as she looked into graduate psychology programs that explore human behavior in the workplace, which is quickly being upended by machine learning. Maeba, 21, is now pursuing a minor in AI.
"It's giving me an edge and standing out," she said.
Hiring has cooled for entry-level software developers — work increasingly done by AI agents — and college enrollment in computer and information science programs has been declining. Yet at campuses across the country, many professors are finding themselves busier than ever teaching students from a range of majors about artificial intelligence.
Colleges are responding to changes in student demand, but they also recognize that new graduates — regardless of their field — are facing questions about their AI skills from potential employers.

#virginia

In the race to build wealth, Suze Orman says many couples are falling behind — not because they're failing to save, but because they're failing to save smartly.
Orman writes in a recent blog post that if you're lucky enough to have a workplace retirement plan with matching contributions, you should always aim to max that out. However, that math gets "trickier" when you're married and both spouses' plans have different formulas.
Jeff Bezos backs a platform that lets anyone invest in rental homes for as little as $100 — 6 ways to build wealth like a landlord without actually being one
Dave Ramsey warns nearly 50% of Americans are making 1 big Social Security mistake. Here's what it is and 3 simple steps to fix it ASAP
Millionaires under 43 hold only 25% of their wealth in stocks. Here's where their money is actually going

#actually

Katie Nolan seems about as excited to call Boomer Esiason a colleague as Frank Isola was when Kenny Beecham joined SiriusXM Radio earlier this year.
Last week, Audacy announced a new partnership to make WFAN and 41 other local radio stations available on SiriusXM, which means Esiason's morning show with co-host Gregg Giannotti will soon be heard on satellite radio in addition to their usual platforms. Esiason and Giannotti will not be broadcasting their show from SiriusXM, and they won't be SiriusXM employees, but the new partnership between Audacy and SiriusXM is enough for Katie Nolan to kinda sorta call them colleagues. For Nolan and her producer Isabella Joson, that's a bad thing.
"You and your arch-nemesis are going to be co-workers," Nolan told Joson. "Of course we're referring to Boomer Esason. Isabella, not a huge fan."
Nolan hosts Casuals on Mad Dog Sports Radio as a lead-in to The Stephen A. Smith Show. And to welcome Esiason to SiriusXM, Nolan played back some of the former NFL MVP's more polarizing takes, pretending HR wanted to make sure Joson would be able to maintain a safe workplace environment with their new colleague.
Nolan began with Esiason calling Chinese-American freestyle skier Eileen Gu "insufferable" after watching her at the Olympics earlier this year. From there, they played Esiason saying "pipe down" and "respect the flag" in response to Olympic athletes speaking out against ICE and the Trump administration. Nolan also went back to late last year, where Esiason reacted to Yankees radio voice Dave Sims cutting a promo for Dude Wipes by suggesting a Vagisil endorsement for Suzyn Waldman.

#radio

Anchor Ryan Clark was fired from ESPN during a live broadcast of his NFL Live show.
Recently, anchor Ryan Clark, 46, was fired from ESPN during a live broadcast of his NFL Live show. Many critiqued ESPN's decision to fire Clark mid-show, but the network defended its decision, citing fears that Clark would find out the news through the grapevine. In an episode of The Pivot Podcast post-firing, Clark claims he adjusted who he was to keep his job at ESPN, specifically stating that he felt he couldn't be "too Black."
ESPN declined an official comment regarding these claims, directing Forbes to a memo Chairman Jimmy Pitaro sent to employees on July 21 that stated the following: "Over the past several months, we've made significant progress integrating the NFL ***** ets that we acquired into ESPN. Throughout this process, we have taken the time to carefully evaluate our collective teams, resources and organizational structure to best position us for the future. As a result, we had to make some difficult decisions about job impacts that we will be communicating today. While most of the job impacts are tied to the acquisition, we will also notify colleagues in other parts of the company today that their positions have been impacted. We are committed to treating employees with compassion and respect and to providing support as they navigate this transition. Even in moments like these, the strength of ESPN comes from our people, our teamwork and our shared mission to serve sports fans."
In 2019, actor Gabrielle Union, who was a judge on the TV show America's Got Talent was told her hair was "too Black."
Clark is not unique in his experiences. Workplaces that make Black employees feel like they must tone down their Blackness are a persistent experience across different fields and industries. In 2019, it was reported that actor Gabrielle Union, who was a judge on the TV show America's Got Talent: The Champions, was told her hair was "too Black." That same year, actor Reagan Gomez-Preston alleged in a series of tweets that while filming for That 70s Show, she had to tone down her Blackness and was humiliated by a white male director who critiqued every scene, making remarks asking her for "less sass."

#espn #show #ryan

Americans hang on to jobs they don't favor for multiple reasons, including salary, geographical convenience and upward mobility. Increasingly, with inflation rising, career professionals are sticking to jobs they don't like primarily for the health care benefits.
Workplace experts call that syndrome 'job lock', and it's growing in the U.S. workplace.
According to a study by the West Health-Gallup Center on Healthcare in America, nearly one in four (24%) of American workers say they're "afraid" of losing their health insurance, and this fear is keeping them in their jobs. That's an 8% rise from 221, the study noted.
Given the skyrocketing costs of health insurance, as employer-sponsored family health insurance premiums have increased by about 26% over the past five years, that fear is justifiable.
Jeff Bezos backs a platform that lets anyone invest in rental homes for as little as $100 — 6 ways to build wealth like a landlord without actually being one

#Health #insurance #like #fear

There are a lot of tools to help you save for retirement: from personal savings to workplace plans to brokerage accounts. For many Americans, putting money aside in an individual retirement account (IRA) is part of their long-term savings strategy.
A Roth IRA can be particularly appealing: Since you contribute after-tax dollars, your withdrawals in retirement are tax-free. Plus, your investments grow tax-free, too.
Jeff Bezos backs a platform that lets anyone invest in rental homes for as little as $100 — 6 ways to build wealth like a landlord without actually being one
Dave Ramsey warns nearly 50% of Americans are making 1 big Social Security mistake — here's what it is and 3 simple steps to fix it ASAP
Millionaires under 43 hold only 25% of their wealth in stocks. Here's where their money is actually going

#Retirement

Mark Cuban sees another massive workplace shift coming, and it could impact how Americans build careers.
The billionaire investor of 'Shark Tank' fame believes AI could now play a much bigger role in how workers deal with challenging situations, sharpen their judgment, and prepare for more valuable work.
In turn, that allows businesses to train people a lot quicker and at a far lower cost.
Cuban is among the select group of investing giants who remain broadly optimistic about AI. He feels that businesses that embrace AI will become much more productive, while workers who use it will still find opportunities.
Nevertheless, that prediction underscores an uncomfortable trade-off.

#tank

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A growing number of workers report that their primary source of retirement income will come from their 401(k) workplace savings plan, according to a new retirement study from Schwab. In 2022, workers said 37% of their retirement money would come from 401(k) cash. In 2023, that figure has risen to 40% of workers.
"Placing such a high priority on 401(k)s is not surprising since it is their primary retirement resource, with workers counting on it to deliver 40% of their retirement income," said Marci Stewart of Schwab. "That's double what workers expect from the next closest source, which is Social Security at 20% of retirement income."
Consider working with a financial advisor as you plan your withdrawals from a tax-advantaged plan or as you create a plan for such withdrawals.
That 40% is comprised of one's own 401(k) (32%) and from one's partner's 401(k) (8%). Last year, the same study had those figures at 30% from one's own 401(k) and 7% from a partner's 401(k). Even with 40% of retirement income coming from either their own or their spouse's 401(k) account, these workers will still need to rely on a wide array of other sources to cover the bulk of their living expenses in retirement.

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Remember when gas was under $4 a gallon and you could take the family out to eat without taking out a second mortgage? Ahhh, those were the days.
As the cost of living rises, everyday expenses are eating into retirement savings. Americans currently participating in workplace retirement plans anticipate needing $1.2 million on average to retire comfortably, according to a Schroders survey released this month. However, just 30% believe they will reach $1 million due in large part to rising costs, debt and competing expenses. In fact, a third of those surveyed said they have more credit card debt than retirement savings. There are also signs that wealthier clients are feeling the squeeze. It's a great chance for advisors to help clients prioritize spending to stay on track for retirement without overextending their resources today.
"While many are still contributing to retirement, they're finding it harder to increase their savings each year," said Nathan Sebesta, an advisor at Access Wealth Strategies. "Retirement savings shouldn't simply be what's left over at the end of the month. It should be treated like any other essential bill."
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