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<ul class="summary-list"><li><keyword id="11894140" type="UNKNOWN" weightage="60" keywordseo="inflation" source="Orion">Inflation</keyword> has hit a 41-year high, and many Americans fear price increases are outpacing wage growth.</li><li>Common knowledge says to <keyword id="13689346" type="UNKNOWN" weightage="60" keywordseo="ask-for-a-raise" source="Orion">ask for a raise</keyword> because you deserve it, not because you need it.</li></ul>When asking for a <keyword id="13689345" type="UNKNOWN" weightage="60" keywordseo="raise" source="Orion">raise</keyword>, everyone knows you should focus on why you deserve one, not why you need it.But what if your biggest argument is that you need it?Inflation has hit<a href="https://www.businessinsider.com/inflation-cpi-march-bright-spots-signal-cooling-core-price-growth-2022-4"> a 41-year high,</a> and many Americans <a href="https://www.businessinsider.com/inflation-raises-americans-worry-price-surges-overpowered-wage-growth-survey-2022-3" target="_blank" rel="noopener">fear wage growth isn't keeping pace with price surges.</a> In a <a href="https://rh-us.mediaroom.com/2022-04-08-56-Of-U-S-Companies-Have-Experienced-Pay-Compression-In-The-Last-12-Months,-Robert-Half-Research-Finds">recent survey</a> of more than 1,000 US workers by staffing firm Robert Half, nearly 62% of respondents said they plan to ask for a raise this year, with the top reason being to adjust for the higher cost of living.Fortunately, there's a way to work inflation into your raise request. The labor market <a href="https://www.businessinsider.com/4-million-americans-quit-9-months-labor-shortage-status-quo-2022-3">is still hot,</a> so many companies are focused on retention to keep employees from walking.Here are 6 steps toward getting an inflation-based raise:<h2>Find out your employer's stance on factoring inflation into <keyword id="12259148" type="UNKNOWN" weightage="60" keywordseo="raises" source="Orion">raises</keyword></h2>Some employers may already account for cost-of-living increases when giving raises. If you're uncertain, you can bring it up in your annual review or after successfully finishing a project, says Tori Dunlap, a personal finance expert and founder of <a href="https://herfirst100k.com/">Her First 100K,</a> a financial literacy platform for millennial women.Dunlap suggests saying, "I've really enjoyed being a part of this team and am excited for my future here. I was wondering what is taken into consideration when giving raises. In addition to my overall performance, will the cost of inflation also be taken into account?"<h2>Crunch numbers</h2>If your employer doesn't automatically account for inflation, consult the Consumer Price Index to find the inflation rate from the past 12 months. Take that number in decimal form, add 1, and multiply that sum by your current <keyword id="11895363" type="UNKNOWN" weightage="60" keywordseo="salary" source="Orion">salary</keyword> to find out how much to ask for, says professional coach Brooke McCord of coaching company <a href="https://alvcoaching.com/">Ama La Vida.</a><h2>Ask to discuss your pay</h2>For many people, broaching the subject is the hardest part.Dunlap recommends sending an email along these lines: "I would like to find a time where we can discuss my current salary. After doing some market research and assessing the way that inflation has affected my cost of living, I believe that an increase in my salary is appropriate. I really enjoy this role and this team and see myself being here for many years, so I would like to find a number that makes us both happy. What days and times would work best for you?"If you have a review around the corner, you could tie your request to that.McCord suggests: "I know my performance review is coming up and I'm looking forward to it. With my recent [achievement] and inflation, I'd like to discuss my compensation in addition to digging into what I'm doing well, where I can continue to improve, and how I can continue to grow within this team."<h2>Do your research</h2>Use sites like Payscale and Glassdoor to compare your salary to your industry peers. Take into account your geographic region and specialization, says Josh Doody, founder of <a href="https://fearlesssalarynegotiation.com/">Fearless Salary Negotiation</a> and a salary negotiation coach for senior software engineers and engineering managers.Compile accomplishments, praise, and positive performance reviews showing how you've specifically succeeded. Focus on metrics and concrete examples, and zero in how you've improved."The conversation you're having is, 'My salary was set sometime in the past, and now I feel like my salary does not currently reflect the work that I'm doing,'" said Doody. "You want to identify, what are the things you've been doing that you're not currently being compensated for based on how you agreed to be paid for your work, and what is the value of those things? That way, what you're doing is saying, 'Here's my target salary and the reason I chose that."<h2>Focus on your value</h2>Though inflation is part of the discussion, your achievements should be the cornerstone of your negotiations."You always want to bring it back to the value you add to the company," said McCord. "Focus on how you have helped the team and company achieve their goals."Dunlap advises you provide concrete examples of your contributions before delving into inflation. At that point, try saying, "I would love to see what else I can accomplish in this role, but my current salary is not meeting the levels of inflation in this area. My costs of living have increased by X% in the last 6 months, so I would like to see my salary increase accordingly so that I can continue to grow and reach new goals with our company."<h2>Follow up</h2>If you get a "no," it doesn't have to be the end of the road.At that point, Dunlap suggests saying, "Thank you for having this conversation with me. I would love to set a time to revisit this conversation. Would the end of next quarter be a possibility? In the meantime, would you be able to give me some feedback so I can understand what you would like to see from me in that time in order to secure my desired salary?"Remember that salary is just one part of compensation, says McCord."If they deny your request for a raise, ask about increased PTO, flex time, remote work, bonuses, equity," she says.If you're consistently denied a raise, it may be worthwhile to look for work elsewhere. "If they are unwilling to budge and acknowledge your hard work, that might be a sign it's time to move on," McCord says.

With inflation at a 41-year high, you should be asking for a raise — here's how to do it

If becoming an entrepreneur has dependably been a dream of yours, there's likely one key reason why you haven't followed your dream: money. A few businesses may require almost no capital while others may need a lot. 
 We've accumulated a rundown of ways you can subsidize your <keyword id="138263" type="UNKNOWN" weightage="20" keywordseo="startup">startup</keyword> for the principal year 
 
<keyword id="6364427" type="CITY" weightage="20" keywordseo="Grants">Grants</keyword> 
 
In spite of the fact that there are no startup grants available from the Federal government, a few states and non-profit affiliations offer grants to entrepreneurs who are beginning certain types of businesses. In case you want to open a non-profit or ecofriendly business, there are various grants available. Many different types of businesses qualify for grants also. 
 
<keyword id="907406" type="UNKNOWN" weightage="20" keywordseo="incubators">Incubators</keyword> 
 
Incubators are frequently nonprofits designed to teach people to be entrepreneurs and help them to sustain their business through the tough early years. Regularly, incubators are locally sponsored with the trusts of drawing new talent to the area. Not just do businesses receive advice, funding frequently comes with it. 
 
Partnership 
 
A standout amongst the most common and most clear methods of funding a new business, investing partners can convey a lot more to the relationship than startup capital. While some lean toward their speculators play a passive role, others involve key stakeholders and partners in all aspects of the decision-making process. With industry knowledge, firsthand expertise and a dedication to the profitability of your organization, third-party invests or partners can be a boon to the entrepreneur who is lacking funds. 
 
Now that you have a few ideas on where to begin your search for startup funding, it's an ideal opportunity to put these resources to good use. While many of these are great solutions when looking for the initial capital needed to launch a business, many entrepreneurs wind up coming back to these channels while seeking after their career goals, expanding their operations and maintaining that competitive feeling.

These fund raising methods will help you survive the principal year. Here’s how

<div class="KonaFilter image-container float_right"><div class="image on-image"><a href="http://www.flickr.com/photos/11121568@N06/4320245924/">Alan Cleaver via Flickr</a></div></div>Beyond smart saving and investing, one of the best ways to increase your net worth is to steadily increase your <keyword id="47201" type="COMPANY" weightage="60" keywordseo="income">income</keyword>. 
And with annual performance reviews on the horizon and companies finalizing their budgets, now may be just the time to put in your request for a <keyword id="44920" type="UNKNOWN" weightage="60" keywordseo="Raise">raise</keyword>. While negotiating for more money is often scary, following these simple strategies can help you get the pay increase you deserve.
Ask for an odd, extremely precise figure. While most people ask for a rounded number, say a 5% increase or $5,000 bump, you may be better off asking for a strangely exact figure, like $64,750. Based on <a href="http://www.sciencedirect.com/science/article/pii/S0022103113000401">research from Columbia Business School</a>, Erin Greenawald at <a href="http://www.thedailymuse.com/toolsskills/a-simple-way-to-make-your-raise-even-bigger/" target="_blank">career site The Daily Muse</a> says: "When employees use a more precise number in their initial negotiation request, they are more likely to get a final offer closer to what they were hoping for. This is because the employer will assume you've done more extensive research into your market value to reach that specific number."
Highlight past achievements and your value to the employer. It's important to help your manager understand, and perhaps make the case to their boss, why you deserve the bump in pay. Rather than frame your request looking forward, <a href="http://money.usnews.com/money/blogs/outside-voices-careers/2013/03/04/what-to-say-when-you-ask-for-a-raise" target="_blank">Alison Green at U.S. News and World Report</a> recommends listing out responsibilities that you've successfully mastered, your past accomplishments, and specific metrics of growth you've contributed to. It should never be about why you need the money or how your paycheck compares to coworkers, but instead "about why your value to the company has increased, and why your compensation should reflect that," says Green.
Do not wait for the annual performance review. According to <a href="http://images.businessweek.com/ss/07/01/0116_employeereview/source/7.htm" target="_blank">Liz Ryan at Bloomberg Businessweek</a>, "Managers often budget next year's salaries months ahead of time and only deliver the news at the annual review meeting." That means if you want more than the standard raise, you should request it ahead of your review. It might also help to time the ask to immediately follow a big achievement or successful project, so your manager will have extra incentive to keep you onboard.

3 Simple Tricks To Get The Raise You Deserve

Whether you've been in business one day or 10 years, an imbuement of cash is constantly welcome. However, what sort of fundraising is best for your business? There are such a large number of components to consider - from the phase of your business to the amount it'll expense to get the cash - that simply picking a way to raise cash can overpower. 
 Today is a standout amongst the most inconceivable times in history to be an Entrepreneur. <keyword id="138263" type="UNKNOWN" weightage="20" keywordseo="startup">Startup</keyword> expenses are low. Business stages and arrangement suppliers are slicing costs to vie for your business and make life simple for you. If you are looking to raise funds, it can even now be toil. The good news is that there are effective approaches to raise funds for your early stage startup. Here are a few: 
 
· Reward-based <keyword id="990338" type="UNKNOWN" weightage="20" keywordseo="crowdfunding">Crowdfunding</keyword>: Despite the fact that <a href="http://www.businessinsider.in/We-Talked-To-The-Experts-Heres-How-To-Ensure-A-Lucrative-Crowdfunding-Campaign/articleshow/40612353.cms">crowdfunding</a> is an effective approach to raise cash for a startup, its notoriety is on the ascent. At the point when crowdfunding you're actually requesting funds from a crowd of individuals. To begin with crowdfunding, you need to first present an idea that you need to get subsidizing for. From that point, individuals can pick the amount they need to give towards that task. So what’s in it for people? Most crowdfunding portals work on a reward base model. The individuals who put their cash into an undertaking are given rewards that go in quality as indicated by the amount of cash is contributed. You can always list your project on these crowdfunding websites: Indiegogo, <keyword id="842662" type="COMPANY" weightage="20" keywordseo="Kickstarter">Kickstarter</keyword>, Fundable, Dreamwallets etc 
 
· Equity-based Crowdfunding: In case you're searching for investors in your organization as equity or debt, you ought to realize that equity crowdfunding is bringing the universe of resources into startups and early stage startups online and making more of a playing field for both investors and entrepreneurs. Although equity based crowdfunding is illegal in India for now, SEBI is working on guidelines to make it completely legal in the country. Unlike India, US has moved on and has portals like Crowdfunder and Circle Up to ease the process of equity based crowdfunding. 
 
· Peer-to-Peer Lending: Peer-to-peer lending (P2P) is a technique for debt financing that empowers people to get and lend cash - without the utilization of an authority financial institution as a go-between. Peer-to-peer lending expels the mediator from the procedure, however it additionally includes additional time, exertion and danger than the general block and mortar lending situations. This process is often for smaller amounts of capital ranging from $5,000 to $50,000. 
 
· Personal <keyword id="6362476" type="ORGANIZATION" weightage="20" keywordseo="investments">Investments</keyword> &amp; Loans: A standout amongst the most, recently developed, and conceivably inventive, model to raise funds called "personal investment contracts" and personal loans offer from $5,000 to hundreds of thousands of dollars for personal investment contracts. Essentially, these are agreements where you either consent to reimburse a loan personally after some time, or consent to partake in a rate of gross salary on the cash you acquire over an altered time period. 
 
· Business Partner: You would not have the cash to support your startup all alone, maybe somebody you know might draw in and help you. While selecting a business accomplice ensure you have the same business objectives, since they will have as much control as you over the direction of the business. It also ‘lends-a-hand’ to have a buyout concord in place in the event that the business relationship goes unpleasant. This agreement should outline that the other partner must agree to a proposed buyout within a set time frame or buyout the partners themselves. 
 
You can see that these choices require work and commitment on your part, so there is no enchantment or free cash. Each financing choice is an intricate tradeoff between close term and more term expenses and paybacks, and also general proprietorship and control. 
 
With numerous choices accessible, there is no reason for not living your fantasy, instead of dreaming about living. 
 
(Image Credits: BCCL)

How to Raise Funds &
Not Beg Investors for the same

<ul class="summary-list"><li>The <keyword id="43587" type="ORGANIZATION" weightage="60" keywordseo="pandemic">pandemic</keyword> changed the way people live, and for mothers, it came with a new set of challenges.</li><li>Five mothers spoke to Insider about the past year of raising infants.</li><li>The moms grieved the loss of what should have been, and marveled at the strength they had.</li></ul>On March 28, 2020, Jennifer Thompson gave birth to her son alone.The normal hallmarks of delivery - a bustling circus of family, medical personnel, and hospital photos - were nowhere to be found. Instead, Thompson lay in her hospital bed by herself, with her husband, Trevor, on FaceTime to keep her company.About two weeks before, on March 7, she developed a sore throat and a cough so bad she thought it "was going to cause my water to break." By March 13 she was in the emergency room. A positive COVID-19 result arrived on March 22.By the time she reached the hospital to give birth, it had been two weeks since she'd developed symptoms. But the hospital in Royal Oak, Michigan, barred Thompson from having visitors, which meant Trevor wouldn't be present for the birth of his son, Hollis."I let myself feel that moment for about a minute. I started to cry. Then I was, like, 'OK, let's do this,'" the 41-year-old told Insider. Trevor watched via FaceTime as Hollis came into the world.<div type="image" title="Jen Thompson" height="900" width="1200" msid="82280138" hostid="261"></div>Over the past year, <a href="https://www.cdc.gov/nchs/data/nvsr/nvsr70/nvsr70-02-508.pdf">millions of mothers</a> welcomed <keyword id="6415538" type="UNKNOWN" weightage="60" keywordseo="babies">babies</keyword> into a world filled with isolation, sickness, and uncertainty. Although <a href="https://www.businessinsider.com/infected-after-covid-vaccination-cdc-numbers-breakthrough-infections-2021-4">vaccinations in the US</a> are trending upward, the world continues to grapple with the fallout from the pandemic.As their babies now begin to walk and talk, Insider spoke with five new moms about grief, perseverance, and how the peculiar act of marking "firsts" evolved during a crisis."It attests to the strength that you have as a mom," Justine Jackson, who gave birth to her daughter, Rosie, on March 30 of last year, told Insider. "You were strong not because you wanted to be or you chose to be, but because you had to be."<h2>Welcoming a baby in an uncertain world</h2><div type="image" title="Kelsey Nixon" height="900" width="1200" msid="82280140" hostid="261"></div>In a matter of three days, Kelsey Nixon drafted six birthing plans. The 36-year-old mother of two had planned to welcome her third child late last March with the help of Megan Blackhurst, her gestational surrogate.Two weeks earlier, the World <keyword id="6354750" type="UNKNOWN" weightage="60" keywordseo="health">Health</keyword> Organization had officially <a href="https://www.businessinsider.com/coronavirus-pandemic-timeline-history-major-events-2020-3#january-23-chinese-authorities-placed-the-11-million-person-city-of-wuhan-under-quarantine-and-the-rest-of-the-hubei-province-followed-days-later-8">declared the novel coronavirus outbreak a pandemic</a>. As it reached the US, the hospital setting was changing drastically and expectant parents were caught in the lurch. In New York, for example, some hospitals <a href="https://www.insider.com/new-york-presbyterian-hospitals-will-reportedly-ban-partners-visitors-2020-3">barred visitors</a> and mothers gave birth in isolation. Other hospitals across the country shifted to a one-visitor policy.As news of the spreading virus trickled to Idaho, where Nixon had planned to welcome her daughter into the world, fear set in.Nixon didn't want the momentous event - for her family and Blackhurst's - to happen without everyone present. The families decided to switch from a hospital birth to one at home, which guaranteed that both families could attend.Nixon was part of a growing population of families changing their birth plans in response to the pandemic. Theresa Gildner, a professor at Dartmouth College, led the <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7283869/">"COVID‐19 and Reproductive Effects (CARE)" study</a>, which surveyed pregnant women about their birthing plans in April of last year. About 45% of the 1,400 mothers said their plans changed in some way; 81 mothers said they switched from hospital birth to home birth."From the get-go, it just was so atypical in an already atypical situation," Nixon told Insider. "It forced us to throw our expectations out the window and adjust."The families prepared for a home birth, and they waited for Blackhurst's water to break. Days passed, then weeks. When nearly two weeks passed after Blackhurst's due date with no sign of labor, the doctors decided to induce pregnancy in the hospital. Once again, the families adapted. At the time, the hospital had a one-visitor policy, so only Nixon joined Blackhurst for the birth of her daughter, Penelope Egan, on April 11.Nixon described the birth as "sacred" and completely different from the birth of her previous child, Nora."With my daughter Nora, the doctor joked that it was like Mardi Gras in there because we had so many people in the room," Nixon said.<div type="image" title="Justine Jackson copy" height="682" width="911" msid="82280142" hostid="261"></div>Across the country, Justine Jackson was giving birth to Rosie in Portland, Oregon. In those moments, Jackson said she felt overwhelmed. Her mother was supposed to be present for Rosie's birth, but she died suddenly a few months earlier."I remember thinking, 'How many people felt the weight of that absence of their loved one?'" she said of birthing moms, like her, who couldn't have all their support present in the hospital.<h2>Parking-lot introductions and window meet-and-greets</h2><div type="image" title="Justine Jackson" height="900" width="1200" msid="82280143" hostid="261"></div>In his mother's arms, in the cold parking lot of Beaumont Hospital in Michigan, Hollis Thompson, who was by that time 24 hours old, finally met his father in person.As they left the parking lot, the Thompsons arrived home to a new challenge: navigating <keyword id="50554" type="PERSON" weightage="60" keywordseo="newborn">newborn</keyword> care without the help of family.New parents typically welcome support from extended family and friends after birth, but for many the pandemic put a six-foot barrier in the way of that help. In-person support, often a key lifeline for parents, suddenly vanished.New moms couldn't turn to their own moms for in-person advice. Parents couldn't hand off crying babies to excited aunts and uncles. Moments of escape were impossible to find."At that point the world was so afraid of <keyword id="8764262" type="UNKNOWN" weightage="60" keywordseo="covid">COVID</keyword> that we didn't allow anybody in our home," Thompson said. "If people wanted to see him, they saw him through the glass in the front door or through the windows."Much was still unknown about the coronavirus in the spring of 2020, and all five mothers who spoke with Insider said they drastically cut back on the visitors they welcomed into their homes. Some saw the forced isolation as a silver lining after the physical and mental toll of giving birth."It gave me the time to heal without feeling like I had to entertain," said Thompson, who remembered creating appointments for friends and family to visit her son, Mack, when he was born two years ago.But constant physical isolation - with its onslaught of Zoom, phone calls, and FaceTime - had its downsides. For new mothers, isolation was the biggest challenge, said Jessica Dashevsky, a clinical supervisor at <a href="https://maternitycarecoalition.org/">Maternity Care Coalition</a>, an organization that works to improve the health and well-being of pregnant women and families.Part of Dashevsky's role involves leading a team in Philadelphia that provides in-home health and social services to families. As the program pivoted to a virtual platform, she saw the challenges mothers faced through a computer screen.<div type="image" title="Pinsi Lei and her husband, Richard Lorenzen, in the hospital." height="900" width="1200" msid="82280145" hostid="261"></div>Pinsi Lei, a first-time mom in New York who gave birth to son Charley Lei Lorenzen on March 13, thinks access to an in-person expert could've made a big difference when it came to her struggles with breastfeeding.Lei turned to ready-to-feed formula. But shipping was delayed, so Lei relied on pharmacies, which had purchase limits on the formula. Every day Lei, her husband, and any available neighbors would trek to the Walgreens to purchase their allotted amount. When that wasn't enough, she hopped on Facebook groups asking other mothers in the Upper West Side if they had any formula to spare."We were living meal to meal for a little bit," the 30-year-old told Insider. "It was super stressful."<h2>Entering survival mode</h2><div type="image" title="Walks were once as easy as stepping out the door, but a pandemic and infant created new barriers." height="900" width="1200" msid="82280148" hostid="261"></div>Jackson, Lei, and others described those first few months as "survival mode.""Between the lack of support, the stress of the pandemic, and her colic, I definitely went through a lot of postpartum depression," Jackson said.Jackson isn't alone. Brigham and Women's Hospital in Boston <a href="https://www.webmd.com/depression/postpartum-depression/news/20201209/covid-fuels-depression-among-pregnant-women-new-moms">surveyed</a> pregnant women during the coronavirus and found that 36% had significant levels of depression - a number that hovered around 15% prepandemic. On top of raising an infant in a pandemic, mothers faced the same challenges as the rest of the world - the fear of losing their loved ones, prolonged isolation, and a cratering economy. Those challenges often resulted in increased stress for pregnant and infant mothers.At the early stages of the pandemic, Dr. Wanjiku Njoroge, the medical director of the <a href="https://www.chop.edu/centers-programs/young-child-clinic">Young Child Clinic at the Children's Hospital of Philadelphia</a>, and her colleagues at the Children's Hospital of Philadelphia and the Perelman School of Medicine at the University of Pennsylvania wanted to look at <a href="https://covid19resilience.org/">resilience and stress in pregnant mothers</a> across the city.They surveyed women at different stages in their pregnancy with different socioeconomic, educational, and racial backgrounds."What we know about stress generally is that a little bit of stress is OK, but a lot of stress is problematic," Njoroge said.Njoroge said the survey showed that mothers had higher levels of stress and anxiety, but they also had increased levels of resilience.In Njoroge's survey, Black pregnant women reported a greater likelihood of having their employment negatively affected and had more concerns about a lasting economic burden, along with more symptoms of depression, loneliness, isolation, and distress when compared to white non-Latinx women.When Melissa Koch reflects on the first few months of the pandemic, they were filled with stress and uncertainty. A week before Koch's due date, her HR representative rang. Koch said she assumed it was to discuss maternity leave. Instead, Koch was laid off.Koch's husband, Ryan, had planned to be the primary caretaker. Now Koch was facing a major unexpected life shift. Fortunately, Ryan was able to continue working, and Koch started preparing mentally to be a stay-at-home mother.<div type="image" title="Melissa Koch's two daughters, Maeve and Nora, and her son, Lon." height="2034" width="2713" msid="82280153" hostid="261"></div>"We had to rally," she told Insider. On March 22, Koch gave birth to twin girls, Nora and Maeve. As she came home from the hospital in Jacksonville, Florida, reality set in that she would be home awhile.<h2>Realizing there's no end in sight</h2><div type="image" title="Jen Thompson said she never imagined Hollis would celebrate his first Halloween indoors." height="2400" width="3200" msid="82280155" hostid="261"></div>The mothers who spoke with Insider said that while they were quick to realize they would be giving birth during a pandemic, they did not anticipate an entire year spent raising pandemic babies.Self-care was down the drain, and the mothers often found their only respite was in the shower. Lei purchased fancy body wash and lotion to add a little extra luxury."It was not a year of self-care," Nixon said. "It was a year of survival."<div type="image" title="Kelsey Nixon's husband, Robby Egan, with his three children." height="1200" width="1053" msid="82280157" hostid="261"></div>Isolation also provided some partners with a window into the endless work of raising an infant.Nixon said her husband, Robby Egan, who worked 9 to 5, was able to be a much bigger part of Penny's first year of life because he worked from home. It made him more aware of the balancing act Nixon faced with <keyword id="6381498" type="UNKNOWN" weightage="100" keywordseo="parenting">parenting</keyword> and her career."It's done wonders for our marriage just as far as awareness goes for creating kind of equal responsibilities in parenting," Nixon said.Jackson's husband, Chris, had a similar revelation. Both of Jackson's daughters had colic, but when Eleanor, who is now 3, was born, Chris was at school teaching. This time, he experienced firsthand the toll nonstop crying can take on a family."It opened his eyes to what it was like the first time," Jackson said. "He just had this new understanding and appreciation for what I went through."<h2>Coping with a year of missed firsts</h2><div type="image" title="Photos with Santa this year featured a plastic barrier." height="809" width="1080" msid="82280159" hostid="261"></div>Thompson had been looking forward to hospital photos, while Koch had wanted a Christmas card with Santa Claus. Adventures to the zoo or aquarium also would've been part of each family's routine.The things mothers were able to do looked drastically different than they'd anticipated. Thompson did manage to get pictures with Santa Claus, but Santa was sitting behind a plastic shield.To fill the gap of missed firsts, families celebrated small milestones. The first smile or first steps were cherished even more in the Nixon household."Other years, maybe I wouldn't have noticed some of those things as much, or we wouldn't have celebrated them as much," Nixon said.They also took comfort in knowing that their babies wouldn't remember their strange first years of life. "It's more sadness for me than it is for her," Nixon said.<div type="image" title="Charley_210312 02617_WiniLao" height="900" width="1200" msid="82280161" hostid="261"></div>As they reflected on the past year, each recognized the challenges they faced, admired the strength they found to persevere, and found moments of joy, unity, and laughter.Now their pandemic babies are celebrating their first birthdays, and spring is bringing warmth and sunshine.The vaccine rollout is gaining speed across the US, and grandparents, aunts, uncles, and friends are receiving shots and reconnecting.Thompson celebrated Hollis' first birthday with a drive-by birthday party and Jackson hosted a cake smash for Rosie.The moms are looking forward to the kisses from grandparents, Sunday brunches with friends, and a sense of normality they hope will arrive soon."There were so many facets of chaos," Koch said. "I just have to tell myself that my children are beautiful and they're healthy. What more could you ask for in a pandemic?"

The pandemic babies are turning 1: How 5 new moms got through a year of isolation and chaos

Mumbai, <keyword id="462153" type="DOMAIN" weightage="20" keywordseo="IRB-Infrastructure-Developers">IRB Infrastructure Developers</keyword> on Tuesday said that its <keyword id="136326" type="COMPANY" weightage="20" keywordseo="Board-of-Directors">board of directors</keyword> has increased the fund-raising <keyword id="6401555" type="UNKNOWN" weightage="20" keywordseo="limit">limit</keyword> from ₹4,500 crore to ₹5,500 crore. "The Board of Directors of the company on February 9, 2021 has approved the proposal of increasing the limit of raising of funds through various options including by way of issuance of debt securities, non-convertible debentures etc, through permissible routes," the company said in a regulatory filing. The fund would be raised in the in the onshore or offshore market and by public issue or on private placement basis. Shares of IRB Infra were trading at ₹111.20, higher by ₹2.15 or 1.97 per cent from its previous close. SEE ALSO: <a href="https://www.businessinsider.in/science/space/news/indian-space-startup-agnikul-cosmos-has-become-the-worlds-first-company-to-successfully-test-a-fully-3d-printed-rocket-engine/articleshow/80762695.cms">Indian space startup fires world’s first fully 3D printed rocket engine as others play catch up</a> <a href="https://www.businessinsider.in/stock-market/news/brookfield-reit-ipo-allotment-heres-how-to-check-share-allotment-status/articleshow/80763971.cms">Brookfield REIT IPO allotment: Here’s how to check share allotment status</a> <a href="https://www.businessinsider.in/tech/news/twitter-ramps-up-roll-out-of-spaces-to-take-on-clubhouse/articleshow/80764144.cms">Twitter ramps up roll out of 'Spaces' to take on Clubhouse</a>

IRB Infrastructure share price rises 2% as board raises fund-raising limit to ₹5,500 crore

<ul class="summary-list"><li>Companies offering <keyword id="11905566" type="UNKNOWN" weightage="60" keywordseo="remote-work" source="Orion">remote work</keyword> may be treating it as a tradeoff for a bigger raise.</li><li>A new paper finds that 38% of firms see remote work as a way to moderate <keyword id="12137398" type="UNKNOWN" weightage="60" keywordseo="wage-growth" source="Orion">wage growth</keyword>.</li></ul>If you're reading this from the comfort of your own home, you may be among the legions of office workers who no longer work in an office.For many so-called knowledge workers — who have always been able to do their work from the comfort of a laptop screen — the pandemic made remote work <a href="https://www.businessinsider.com/remote-work-telecommuting-permanent-labor-market-recovery-coronavirus-economy-2022-1">the norm for many</a>. It's been a boon for some, and one way that workers have seen themselves <a href="https://www.businessinsider.com/work-from-home-saved-me-return-to-office-i-quit-2022-1">gain some power over when and where they're working</a>.But some companies might have ulterior motives for letting you work in your pajamas — it's saving themselves some money in a still-hot labor market. A <a href="https://www.nber.org/papers/w30197?utm_source=npr_newsletter&amp;utm_medium=email&amp;utm_content=20220708&amp;utm_term=6944840&amp;utm_campaign=money&amp;utm_id=33862828&amp;orgid=&amp;utm_att1=">new National Bureau of Economic Research working paper</a> from economists Jose Maria Barrero, Nicholas Bloom, Steven J. Davis, Brent H. Meyer, and Emil Mihaylov looks at wages and remote work, and how companies are approaching both.The research, which was <a href="https://www.npr.org/sections/money/2022/07/12/1110510488/lean-out-employees-are-accepting-lower-pay-in-order-to-work-remotely">first reported on</a> by NPR's Planet Money, is based on the <a href="https://www.atlantafed.org/research/surveys/business-uncertainty.aspx">Federal Reserve Bank of Atlanta's Survey of Business Uncertainty</a>. That survey goes out to monthly to hundreds of executives, and the economists added new questions for April and May polling. They asked executives if their "firm expanded the opportunities to work from home (or other remote locations) as a way to keep employees happy and to moderate wage growth pressures." The answer: 38% of the firms surveyed were letting their workers stay at home — and using that as a tool to not raise wages as much.That was particularly concentrated among larger firms, where 52.4% said that they made remote work more available in an effort to offset potential wage growth. And some companies are planning on letting their employees stay remote, but with a wage tradeoff. The researchers asked if, over the next year, firms will let employees stay remote for at least one day a week "to restrain wage-growth pressures." Broadly, 41% of executives said yes, and about 55% of executives at firms with over 250 workers said they were planning on it. The study finds that this may be good news for inflation, since the remote work for less wages tradeoff means wages won't keep soaring and pushing businesses to pass those higher labor costs on to customers.Of course, a subset of <keyword id="11939555" type="UNKNOWN" weightage="60" keywordseo="remote-workers" source="Orion">remote workers</keyword> have left cities like <a href="https://www.businessinsider.com/pandemic-tech-finance-migration-california-texas-florida-new-york-2020-12" target="_blank" rel="noopener noreferrer">New York and San Francisco</a> for locales with lower costs of living, and businesses with fully-remote job openings can hire from anywhere in the country. Switching to a remote landscape means that companies formerly recruiting for in-person roles in costly cities can hire in areas where wage expectations are different.Some remote workers have already seen their salaries <a href="https://www.businessinsider.com/next-big-battle-over-work-from-home-remote-employees-salaries-pay-cut" target="_blank" rel="noopener noreferrer">pared down</a> for their new home bases, as companies reason that a lower-cost area would traditionally have them compete against a different band of salaries.The research also offers a glimpse into how employers are balancing workers' desires in the labor market. Workers still want to work from home, and some will even quit if made to come back. An ADP survey of 32,000 workers <a href="https://mediacenter.adp.com/2022-04-25-ADP-Research-Institute-R-Reveals-Pandemic-Sparked-Shift-in-Workers-Priorities-and-Expectations-in-New-Global-Study">found</a> that 64% of respondents would start job hunting, or consider it, if their bosses asked them to return to working in-person full time.So allowing remote work is a good way to keep your employees, and keep them happy. The economists also noted that remote work can impact potential turnover, and cut down on hiring costs.But when companies do offer remote work, it also presents an opportunity to pay their workers less than they might have otherwise. Some workers are fine with this tradeoff. Owl Labs and Global Workplace Analytics polled 2,050 workers in September 2021 for their <a href="https://owllabs.com/state-of-remote-work/2021">State of Remote Work</a> survey, and found that 38% would take a 5% paycut if it meant they could work remotely at least part time after the pandemic.Alonso Morris, a 39-year-old who believes he could be earning more, <a href="https://www.businessinsider.com/remote-work-from-home-jobs-millennial-pay-cut-great-resignation-2022-6">told Insider's Jason Lalljee</a> that being able to work remotely is worth the salary tradeoff. "That kind of flexibility is honestly life-changing," Morris, who real name and company were kept private, told Insider.

Companies are letting you work from home so they can pay you less &mdash; and so you'll be happier

<ul class="summary-list"><li>Corporate staff at <keyword id="12257094" type="UNKNOWN" weightage="60" keywordseo="raising-canes" source="Orion">Raising Cane's</keyword> will work as fry cooks and cashiers amid the labor shortage.</li><li>They will start going into restaurants this week, where they will also recruit staff, per Bloomberg.</li><li>About half of the 500-restaurant chain's corporate staff will go into locations, Bloomberg reported.</li></ul><ul class="summary-list"></ul>A fast-food chain is asking corporate staff to fry chicken and serve customers in its restaurants amid an industrywide labor shortage, Bloomberg first reported.Raising Cane's Chicken Fingers, <a href="https://www.businessinsider.com/raising-canes-review-2017-6">which has more than 500 restaurants and is known for its chicken-finger meals</a>, will send half of its corporate staff into branches across the US this week, <a href="https://www.bloomberg.com/news/articles/2021-10-05/raising-cane-s-sends-corporate-staff-to-work-in-restaurants?sref=lAVQtUwz">Bloomberg</a> reported.The company wants to hire 10,000 workers over the next 50 days - the corporate staff will also work in recruitment at restaurants, according to Bloomberg.Raising Cane's told Insider that 200 people from its Dallas office were shipping out to its restaurants, as well as 250 members of its "field team," which includes marketing and training staff. Senior vice presidents were among the staff sent to restaurants, the company said.Co-CEO AJ Kumaran said: "It's no secret that today's hiring market is a challenge, and ahead of our massive growth next year, having the support we need is critical. We are all in this together."Raising Cane's, headquartered in Baton Rouge, Louisiana, has 40,000 workers, and is planning to expand its footprint in 2022. The <keyword id="11898236" type="UNKNOWN" weightage="60" keywordseo="restaurant" source="Orion">restaurant</keyword> sector has been suffering from a long-running labor shortage, and <a href="https://www.businessinsider.com/labor-shortage-restaurants-hire-staff-jobs-work-employment-alignable-smb-2021-9">many restaurants say they are struggling to find staff</a>. <a href="https://www.businessinsider.com/15-minimum-wage-not-enough-retail-workers-2021-9">Some employers are raising pay as a result</a>, which has led to increased <a href="https://www.businessinsider.com/labor-shortage-pennsylvania-restaurant-raised-menu-prices-employment-food-chicken-2021-9">menu prices</a>.Some business owners have gone as far as <a href="https://www.businessinsider.com/origin-of-nobody-wants-to-work-anymore-2021-7" target="_blank" rel="noopener">blaming a lack of desire to work</a>. Workers, meanwhile, say they <a href="https://www.businessinsider.com/ghosting-coasting-jobs-has-employers-workers-divided-amid-labor-shortage-2021-9" target="_blank" rel="noopener">don't need to take low-paying jobs</a> in such a competitive labor market.The number of people employed in the food-service industry fell in August for the first time since April 2020, <a href="https://www.businessinsider.com/restaurant-jobs-bars-cafes-delta-covid-pandemic-bls-2021-9?r=US&amp;IR=TIR=T">according to employment figures from the Bureau of Labor Statistics</a>. Fears over the Delta variant, as well as a mismatch between job seekers and employers, are some of the <a href="https://www.businessinsider.com/why-youre-having-trouble-finding-job-employees-labor-shortage-economists-2021-9">reasons behind the shortage</a>, which has not eased despite unemployment benefits winding down. Expanded Coverage Module: what-is-the-labor-shortage-and-how-long-will-it-last

The fast-food chain Raising Cane's is sending corporate staff to work as fry cooks, cashiers, and recruiters in its restaurants amid an expansion drive and the labor shortage: report

<ul class="summary-list"><li>Companies are offering multiple <keyword id="11895363" type="UNKNOWN" weightage="60" keywordseo="salary" source="Orion">salary</keyword> increases per year to stem worker attrition, WSJ reported.</li><li>Some employers are factoring <keyword id="11894140" type="UNKNOWN" weightage="60" keywordseo="inflation" source="Orion">inflation</keyword>, which hit a 40-year high in the US in June, into pay rises.</li></ul>Companies are giving raises to new hires after just weeks on the job and reviewing <keyword id="11905568" type="UNKNOWN" weightage="60" keywordseo="salaries" source="Orion">salaries</keyword> multiple times a year as bosses come to terms with a soaring level of inflation that is causing a global <keyword id="11935684" type="UNKNOWN" weightage="60" keywordseo="cost-of-living" source="Orion">cost of living</keyword> crisis, <a href="https://affiliate.insider.com?u=https%3A%2F%2Fwww.wsj.com%2Farticles%2Fbosses-offer-midyear-raises-to-retain-employees-as-inflation-takes-toll-11657013401%3Fmod%3Dbusiness_lead_pos1%26AID%3D11557093%26PID%3D6415797%26SID%3Dundefined%257C1657104735553zkig6zr1%26subid%3DBusiness%2BInsider%26cjevent%3Db4e2bc92fd1911ec8315a36a0a180513%26tier_1%3Daffiliate%26tier_2%3Dmoa%26tier_3%3DBusiness%2BInsider%26tier_4%3D3861930%26tier_5%3Dhttps%253A%252F%252Fwww.wsj.com%252Farticles%252Fbosses-offer-midyear-raises-to-retain-employees-as-inflation-takes-toll-11657013401%253Fmod%253Dbusiness_lead_pos1">The Wall Street Journal reported</a>.Asset manager T. Rowe Price last month announced a 4% raise for 85% of its employees starting from July 1, according to the Journal. That raise, which is in addition to the company's year-end salary adjustments, included new hires who had joined the company only a few weeks back, the company's head of human resources told the Journal. A low unemployment rate has created a competitive labor market that has seen the scales tip in favor of jobseekers. Some workers are finding that now more than ever, switching jobs <a href="https://www.businessinsider.com/great-resignation-pay-gap-new-hires-earning-more-2022-5?r=US&amp;IR=T">results in a larger paycheck</a>. In response, companies are looking to stem employee attrition by accounting for inflation in their pay raises.US employers had accounted for salary increases of 3.9% in 2022, <a href="https://www.conference-board.org/blog/labor-markets/2022-salary-increase-budgets">according to a December report</a> from think tank Conference Board. However, US inflation recently reached a 40-year record 8.6% in May. Meanwhile, Pearl Meyer, a compensation consultancy, found that <a href="https://www.prnewswire.com/news-releases/pearl-meyer-data-show-more-companies-than-expected-have-increased-2022-salaries-301564538.html">70% of organizations had implemented larger salary increases</a> this year compared to 2021.Accounting firm PwC, for example, is spending $2.4 billion in the US to better retain and attract talent, with a 5% <keyword id="12507504" type="UNKNOWN" weightage="60" keywordseo="pay-raise" source="Orion">pay raise</keyword> for all employees <a href="https://fortune.com/2022/05/06/pwc-to-employees-you-are-our-customer/">announced last month.</a> In the UK, where inflation reached 9.1% in May, the firm is <a href="https://www.businessinsider.com/pwc-hiking-pay-starting-salaries-bonuses-cost-of-living-crisis-2022-6?r=US&amp;IR=T">increasing salaries by up to 9% and boosting entry-level pay by 10%.</a>"As a business and an employer we can't ignore market pressures and want to ensure pay at every level is as competitive as possible," <a href="https://www.pwc.co.uk/press-room/press-releases/pwc-announces-biggest-investment-in-staff-pay-for-ten-years.html">Kevin Ellis, chairman and senior partner of PwC UK, said in a statement announcing the raises last month</a>.Tech companies have also been forced to up their compensation to entice workers to stay, with Microsoft and Amazon both <a href="https://www.businessinsider.com/microsoft-pay-raises-cloud-employee-skepitcism-2022-5?r=US&amp;IR=T">announcing significant pay raises</a> in the past few months. The availability of tools like Glassdoor and Levels.fyi has contributed to more workers <a href="https://www.businessinsider.com/glassdoor-levelsfyi-tech-employee-salary-comparison-google-amazon-microsoft-2022-5?r=US&amp;IR=T">demanding higher wages</a> from their employers after realizing they had been underpaid relative to industry averages.And it's not just office workers who are getting cost-of-living adjusted pay raises. Branch staff and junior employees at two of the UK's biggest banks have received <a href="https://www.unitetheunion.org/news-events/news/2022/june/unite-wins-1-000-cost-of-living-pay-bonus-for-staff-at-lloyds-banking-group/">bonuses</a> and <a href="https://www.ft.com/content/64e987e8-d1d3-467b-b0f1-92df61dad53e">pay rises</a> this year after union intervention, for example. Elsewhere, more than <a href="https://affiliate.insider.com?u=https%3A%2F%2Fwww.wsj.com%2Farticles%2Fsmall-businesses-fall-behind-on-hiring-as-inflation-takes-a-toll-11655717402">three-quarters (76%) of small-business owners surveyed for The Wall Street Journal by business coaching firm Vistage Worldwide last month said they had increased wages</a> to counter labor shortage challenges.

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Companies are letting you work from home so they can pay you less and so you'll be happier

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