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The <keyword id="22906567" type="General" weightage="100" keywordseo="Unified-Pension-Scheme" source="keywords">Unified Pension Scheme</keyword> (<keyword id="19904859" type="General" weightage="20" keywordseo="UPS" source="keywords">UPS</keyword>) is a newly introduced <keyword id="20146379" type="General" weightage="20" keywordseo="pension" source="keywords">pension</keyword> system approved by the <keyword id="19909268" type="General" weightage="20" keywordseo="Indian-government" source="keywords" meta.keywordsubtype="org" meta.entityname="Indian government" meta.hostid="261" meta.entityid="Indian government">Indian government</keyword> aimed at providing guaranteed pensions, family pensions, and a minimum assured pension for central <keyword id="19933272" type="General" weightage="20" keywordseo="government-employees" source="keywords">government employees</keyword>. It is set to take effect from April 1, 2025. <h3>Who is eligible for the UPS?</h3>The scheme is applicable to central government employees who have completed a minimum of 10 years of service. It also reportedly offers a choice to current employees between the existing National Pension System (<keyword id="19919089" type="General" weightage="20" keywordseo="NPS" source="keywords">NPS</keyword>) and the new UPS. This includes employees who are retired or retiring on or before 31 March 2025 with arrears. Once selected, the choice will reportedly be final for both current and future employees. <h3>What are the key benefits of the UPS?</h3><ul><li>Guaranteed Pension: Employees will receive a pension equivalent to 50% of their average basic salary from the last 12 months prior to <keyword id="19908343" type="General" weightage="20" keywordseo="retirement" source="keywords">retirement</keyword>, provided they have completed at least 25 years of service. This is proportionately reduced for those with less than 25 years but more than 10 years of service.</li><li>Family Pension: In the event of the pensioner's death, the family is entitled to receive 60% of the pension amount that was being disbursed at the time of the pensioner's passing.</li><li>Minimum Pension: A guaranteed minimum monthly pension of Rs 10,000 is assured after retirement for those with at least 10 years of service.</li></ul><h3>How will the pension be adjusted for inflation?</h3>The UPS includes a provision for <keyword id="22911270" type="General" weightage="20" keywordseo="inflation-adjustment" source="keywords">inflation adjustment</keyword> through Dearness Relief (DR), which is linked to the All India Consumer Price Index for Industrial Workers (AICPI-IW). This ensures that the pension, family pension, and minimum pension keep pace with inflation. <div type="Article" hostid="261" msid="112777109" title="GST Council meet: TMC&amp;#39;s O&amp;#39;Brien urges Sitharaman to withdraw 18 pc GST on insurance premiums" mstype="2" mssubtype="0"></div>The government's contribution to the pension fund has been increased from 14% to 18.5% of the employee's salary. This is part of the government's commitment to ensuring the <keyword id="20615853" type="General" weightage="20" keywordseo="financial-security" source="keywords">financial security</keyword> of its employees in retirement. In addition to the regular pension, employees will receive a lump-sum payment at the time of superannuation. This will be 1/10th of the monthly salary (including basic pay and Dearness Allowance) for every six months of completed service. <h3>How does the UPS compare with the NPS?</h3>The UPS offers a guaranteed pension and family pension, whereas the NPS is a contributory scheme where the final pension amount depends on the accumulated corpus and market performance. Employees under the UPS have the security of a fixed pension, while the NPS offers potentially higher returns but with associated risks. The central government has made the framework of the UPS available to state governments. If adopted, it could benefit around 90 lakh state government employees currently under the NPS. <h3>What is the broader impact of the UPS?</h3>As per current estimates, the implementation of the UPS is expected to cost the government an additional Rs 6,250 crore in its first year. The costs will be reassessed every three years to ensure sustainability. The introduction of the new pension scheme is potentially a significant step toward ensuring the financial security and dignity of government employees in their retirement years. It remains to be seen whether it will effectively address the growing demands for a more secure pension system and improve <keyword id="21935721" type="General" weightage="20" keywordseo="employee-welfare" source="keywords">employee welfare</keyword>.

Confused by the newly introduced Unified Pension Scheme? Here’s all you need to know about how it will work

The Ministry of Labour and Employment recently directed the Employees' Provident Fund Organization (<keyword id="19966712" type="General" weightage="100" keywordseo="EPFO" source="keywords">EPFO</keyword>) to ensure the activation of UAN (<keyword id="20789489" type="General" weightage="20" keywordseo="universal-account-number" source="keywords">Universal Account Number</keyword>) via Aadhar-based OTP. The outreach is part of announcements made during the Union Budget 2024-25, which aim to maximize the net of beneficiaries under the Employment Linked Incentive (ELI) Scheme. The central government has already directed concerned ministries and departments to ensure that payment of all subsidies and incentives under all welfare schemes occurs via the Aadhar Payment Bridge and that 100% biometric Aadhar authentication is achieved. Notably, Aadhaar-based verification eliminates the need for producing multiple documents to prove one's identity. In the first stage, all employers must complete <keyword id="24089674" type="General" weightage="20" keywordseo="UAN-activation" source="keywords">UAN activation</keyword> through Aadhar-based OTP for all employees who've joined the company in the current financial year by November 30, 2024. Starting with their latest recruits, employers will have to finish this process for all their employees. As per the budget announcements, the government will implement 3 schemes for 'Employment Linked Incentive' as part of the Prime Minister's package. These will be based on enrollment in the EPFO and focus on recognition of first-time employees and support to employees and employers. The ELI Scheme aims to create over 2 crore jobs in the country in 2 years. This will significantly contribute to increasing employment opportunities and enhancing livelihoods. UAN activation provides employees with seamless access to EPFO's comprehensive online services, enabling them to efficiently manage their Provident Fund (PF) accounts, view and download PF passbooks, submit online claims for withdrawals, advances, or transfers, update personal details, and track claims in real-time. This allows employees 24/7 access to EPFO services from the comfort of their homes, eliminating the need for physical visits to EPFO offices. For the uninitiated, UAN is a 12-digit number allotted to each member of EPFO (Employee Provident Fund Organization). Think of UAN as a single-point number that brings together multiple member IDs that have been allocated to a particular employee. In September this year, EPFO added 18.81 lakh members, registering a 9.33% YoY growth.

EPFO to ensure UAN activation for employees through Aadhaar-based OTP

In a startling development, officials within the Securities and Exchange Board of India (SEBI) have voiced deep concerns over a “toxic” work culture under the leadership of Chairperson Madhabi Puri Buch. These allegations, formally communicated to the finance ministry, depict a troubling work environment plagued by unattainable demands, unprofessional conduct and mental health crises, according to a report by the Economic Times. In essence, a <keyword id="21410642" type="General" weightage="100" keywordseo="toxic-work-culture" source="keywords">toxic work culture</keyword> is an environment that fosters negativity, dysfunction and a lack of trust among employees and management. This type of culture can manifest in various ways that are often harmful to both employees and organisations, severely impairing organisational growth and employee well-being. Identifying a toxic work culture is crucial for both employees and organisations. Recognising signs and symptoms of toxic work culture can often be the first step toward addressing and improving <keyword id="20346862" type="General" weightage="20" keywordseo="workplace-culture" source="keywords">workplace culture</keyword>. Below are 10 indicators that may indicate a toxic environment. High <keyword id="21462876" type="General" weightage="20" keywordseo="employee-turnover" source="keywords">employee turnover</keyword>: A persistent pattern of employees leaving the organisation often signals dissatisfaction with the work culture. When turnover rates are high, it reflects a breakdown in the employer-employee relationship, typically due to a lack of respect or support from management. <keyword id="14609778" type="General" weightage="20" keywordseo="Quiet-quitting" source="Orion">Quiet quitting</keyword>: This phenomenon occurs when employees disengage from their roles, doing only the minimum required. It highlights a lack of motivation and connection to the organisation's goals, often stemming from a toxic atmosphere. Bullying and harassment: Any form of bullying or harassment, whether verbal or psychological, creates a hostile work environment. Such behaviours not only undermine morale, but also instil fear among employees, leading to increased stress and anxiety. <div type="Article" hostid="261" msid="111982335" title="Employees lack trust in HR’s ability to address workplace bullying effectively—and for good reason, says study" mstype="2" mssubtype="0"></div>Constantly changing goals: Frequent shifts in priorities without adequate communication can leave employees feeling disoriented and frustrated. This lack of clear direction can hinder productivity and contribute to a sense of futility in their efforts. <keyword id="23035059" type="General" weightage="20" keywordseo="poor-leadership" source="keywords">Poor leadership</keyword>: Ineffective or toxic leadership can significantly impact workplace culture. Leaders who exhibit favouritism, lack consistency or disregard employee welfare contribute to a negative environment that can drive talent away. Lack of transparency: When communication is poor and information is not shared openly, it breeds distrust and uncertainty. Employees may feel left in the dark about important decisions, which can exacerbate feelings of insecurity and disengagement. <keyword id="19954076" type="General" weightage="20" keywordseo="micromanagement" source="keywords">Micromanagement</keyword>: Excessive oversight from management can create an environment of fear and anxiety. Employees who feel constantly monitored may struggle to perform at their best, leading to decreased morale and productivity. Inadequate support systems: Employees who lack sufficient resources or support may feel overwhelmed and undervalued. A toxic environment often sets unrealistic expectations without providing the necessary tools for success. Toxic gossip: While some office chatter is normal, pervasive negative gossip can create a divisive atmosphere. This behaviour undermines teamwork and can lead to a culture of distrust and hostility among colleagues. Poor <keyword id="19901232" type="General" weightage="20" keywordseo="work-life-balance" source="keywords">work-life balance</keyword>: A culture that prioritises work over personal well-being can lead to burnout. When employees are expected to sacrifice their personal lives for work, it can result in high stress levels and diminished job satisfaction.

Is your work culture toxic? Look out for these 10 signs

<ul class="summary-list"><li>A Black Workday employee sued the company, claiming race and disability discrimination.</li><li>Workday sent police to his home while he was in the hospital.</li></ul>A Black <a target="_blank" class="" href="https://www.businessinsider.com/hr-software-tech-companies-employees-productivity-workday-oracle-adp-2024-8">Workday</a> employee filed a race and disability discrimination lawsuit against his employer after it sent police to his house for a "wellness check" while he was being treated at a hospital and had requested medical leave.Anthony Hill, a senior legal counsel at Workday, who is Black and on leave from the company, filed the lawsuit against the company in the Northern District of California's court in December 2023. The case is still ongoing.In June, the case was dismissed without prejudice because the court ruled that Hill had not adequately pleaded that California law should apply extraterritorially. Workday is based in California, while Hill is based in Maryland. Hill has filed an amended complaint, which Workday has moved to dismiss. Court-mediated settlement negotiations last month were unsuccessful.Hill alleges that he was on medical leave from October 12, 2022, to November 22, 2022.Leading up to his leave, Hill said he started drinking more as he faced more stress. On October 12, 2022, he went to the hospital due to "stress, exhaustion, and trauma associated with this and other disparate, discriminatory, retaliatory, harassing and hostile treatment of him" by other Workday employees, the lawsuit said.That day, Hill emailed his manager to inform her that he was having a medical emergency and going to the hospital. He also sent a completed leave request form and said he would file the required <a target="_blank" class="" href="https://www.businessinsider.com/why-pregnant-workers-parental-maternity-leave-can-be-laid-off-2023-3">Family and Medical Leave Act</a> paperwork soon.The following day, his manager replied with information about FMLA and said, "Please don't worry about work and focus on feeling better."On October 20, 2022, while he was still at the hospital, Workday sent police to his house for a "wellness check."According to a police report about the incident, a safety and security manager at Workday called the police for a welfare check on Hill because the company was unable to contact Hill or his wife, his emergency contact. The police spoke with Hill's wife, who confirmed that Hill was in medical treatment, the report said.Hill told Business Insider that he did not receive any records, calls or emails from Workday after the last email from his manager on October 13 and before the incident.At the hospital, Hill couldn't use his cellphone, so a member of the rehabilitation center staff informed Hill about this and allowed him to call his wife. Hill said when he heard about this, he felt like he "was going to have a heart attack," and his wife, who was home at the time, was "rattled" about the incident.The police department of Montgomery County, where the wellness check took place, declined to comment as it is not involved in the lawsuit."There's nothing they would've thought cops with guns could solve on October 20 that doctors with stethoscopes could not have solved," Hill told BI.Workday declined to comment on this report.FMLA guarantees eligible employees of covered employers to take up to 12 weeks of unpaid medical or family leave in a year. The employee must make it clear they need to take leave for FMLA reasons, while the employer should let the employee know they qualify for medical leave and provide the paperwork for the employee to complete.The Department of Labor requires that employers give employees 15 calendar days to provide their complete medical certification under FMLA.Hill said he was initially worried about complying with the FMLA when he was admitted to the hospital because he had not finished the paperwork at the time, but the staff told him of this legal protection, and he said the hospital provided the FMLA paperwork within 15 days.Hill filed an EEOC charge against Workday in April 2023. In August 2023, he first filed a lawsuit against the company in the Superior Court for the District of Columbia, which was voluntarily dismissed without prejudice.<h2 id="4f3f4d72-e4f6-4265-82fc-03ca97b5fe9d">Returning from medical leave</h2>A few months after returning from leave, Hill asked Workday's HR department in March 2023 for more information on the wellness check. The staff declined to provide him with information or documentation about it."They won't tell me anything. Did they think it was an emergency? Did they think I was in danger?" Hill said."Did they think I was going to hurt someone? Why did they send police to my house and endanger my wife and kids?"While Workday may have been trying to contact Hill to finish his FMLA paperwork, it's uncommon to send police to an employee's house for a wellness check, said Cassie Lenning, partner at Outten and Golden, a law firm that represents tech employees and is not involved in the lawsuit.If an employee had mental health issues that the employer was aware of, that could be a situation where an employer may send someone for a wellness check, Lenning said."Even in that circumstance, why wouldn't they send someone from the office as opposed to the police? There's still a level of escalation in calling the police, well-intentioned or not," Lenning said. "I question the judgment of someone who would send police to the home of a Black man. There are racial implications that are being ignored."Hill said after he went back to work, he received "awful treatment," such as receiving more pushback at work and getting left out of meeting invites. He said he had a modified schedule where he worked half-time.In January 2023, he reported to HR about his racial and disability discrimination claims at the company and asked to be transferred to a different group at work. The company's HR staff investigated the case and then closed it in March, concluding that his claims "lacked merit," the lawsuit said.<h2 id="c07eb502-03de-4d81-968b-8ee1f7197d20">Other claims of work discrimination</h2>Hill has worked at Workday since January 2021. Leading up to his leave, he said he had been seeking a promotion but had been denied one. When he asked his manager for one, he was told he had to put together and submit a document on his accomplishments."That's a hurdle my non-Black colleagues didn't have to overcome," Hill said.Later, he said he started getting more pushback in his work, such as when he enforced policies around limiting gift-giving to federal officials that the company wanted him to sign off on. According to the lawsuit, Hill also said a colleague told him during a meeting, "Everybody knows you don't want to work, Anthony," and doubled down on his work ethic and professional reputation. Hill told his manager that the incident "appeared racist.""It was quite clear to me they were setting me up to fail," Hill said.In March 2023, Hill was put on paid administrative suspension for five weeks. In May 2023, Hill went on approved disability and medical leave, although he said he was denied long-term disability leave."Without a doubt, I was retaliated against over and over again," Hill said.Workday is also facing a <a target="_blank" class="" href="https://www.reuters.com/legal/transactional/eeoc-says-workday-covered-by-anti-bias-laws-ai-discrimination-case-2024-04-11/">class action lawsuit</a> claiming its AI software for employers screens out job applicants for discriminatory reasons.In 2020, after the deaths of George Floyd, Breonna Taylor, and other Black people at the hands of police, <a target="_blank" href="https://www.businessinsider.com/tech-executives-racism-diversity-black-lives-matter-protests-2020-6">several tech companies</a> shared statements taking a stand against racism. These promises have led to <a target="_blank" href="https://www.businessinsider.com/charts-tech-diversity-dei-change-years-george-floyd-protests-2022-6">little action</a> to improve diversity, equity, inclusion, and belonging at tech companies.Got a tip? Contact this reporter via email at <a target="_blank" href="mailto:rmchan@businessinsider.com">rmchan@businessinsider.com</a>, Signal at rosal.13, or Telegram at @rosaliechan. (PR pitches by email only, please.) Other types of secure messaging available upon request.

A Black Workday employee sued the company after it sent police to his home for a 'wellness check' 

<ul class="summary-list"><li>Japan's four-day workweek initiative isn't taking off as much as the government wants it to.</li><li>Launched in 2021, the initiative aims to reduce overwork and address labor shortages.</li></ul>Notorious for a hardworking culture, Japan launched an initiative to help people cut back. But three years into the effort, the country is having a hard time coaxing people to take a <a target="_blank" class="" href="https://www.businessinsider.com/4-day-workweek-could-be-here-sooner-than-you-think-2024-3">four-day workweek</a>.Japanese lawmakers first proposed a shorter work week in 2021. The guidelines aimed to encourage staff retention and cut the number of workers falling ill or <a target="_blank" class="" href="https://www.businessinsider.com/japan-is-facing-a-death-by-overwork-problem-2018-3">dying from overwork</a> in an economy already suffering from a huge labor shortage. The guidelines also included overtime limits and paid annual leave.However, the initiative has had a slow start: According to the Ministry of Health, Labor, and Welfare, only about 8% of companies in Japan allow employees to take three or more days off a week.It's not just companies — employees are hesitant, too.Electronics manufacturer Panasonic, one of Japan's largest companies, <a target="_blank" class="" href="https://www.businessinsider.com/workaholic-japan-companies-introduce-four-day-workweek-panasonic-2022-1">opted into the effort in early 2022</a>. Over two years in, only 150 of its 63,000 eligible employees have chosen to take up four-day schedules, a representative of the company told the <a target="_blank" class="" href="https://apnews.com/article/japan-4day-work-week-campaign-f78a95a89d99e7b323f7554721088d66">Associated Press</a>.Other major companies to introduce a four-day workweek include Uniqlo parent Fast Retailing, electronics giant Hitachi, and financial firm Mizuho. About 85% of employers report giving workers the usual two days off a week.Much of the reluctance to take an extra day off boils down to a culture of workers putting companies before themselves, including pressure to appear like team players and hard workers. This <a target="_blank" class="" href="https://www.businessinsider.com/culture-overwork-japanese-businessmen-high-fashion-pawel-jaszczuk-photos-2019-3">intense culture</a> stems from Japan's postwar era, where, in an effort to boost the economy, then-Prime Minister Shigeru Yoshida enlisted major corporations to offer their employees lifelong job security, asking only that workers repay them with loyalty.<h2 id="282550c0-4b90-47c9-9549-99bd77259e17">Overwork and population decline</h2>The hesitancy to prioritize better work-life balance is troubling for an economy grappling with low birth rates and an aging population, which <a target="_blank" class="" href="https://apnews.com/article/japan-population-decline-foreign-low-births-d047ea6136a5c66ffc45508cb824d5f1">peaked in 2008</a>. In January 2023, Prime Minister Fumio Kishida warned that the country was on the brink of collapse because of its falling birth rate. Overworking is tied to lower birth rates because it decreases the chances of <a target="_blank" class="" href="https://www.businessinsider.com/tokyo-government-launching-dating-app-marriage-rates-population-decline-japan-2024-6">dating, marrying, and having children.</a>According to a July study by a state-backed think tank, the fourth-largest economy is expected to face a shortage of almost one million workers by 2040.Japan's efforts are in line with initiatives other countries are taking to <a target="_blank" rel="" href="https://www.businessinsider.com/4-day-workweek-could-be-here-sooner-than-you-think-2024-3">reduce the number of working days. </a>The concept has <a target="_blank" rel="" href="https://www.businessinsider.com/4-day-workweek-evidence-prevent-burnout-productivity-ai-well-being-2023-4">gained momentum</a> in recent years, spurred on by a post-pandemic society grappling with its toxic relationship with work.In April, Singapore, which faces a similar population issue, announced that employees will soon be able to request <a target="_blank" rel="" href="https://www.businessinsider.com/four-day-workweek-companies-profits-workers-happier-efficient-takano-2023-7">shorter workweeks</a> and flexible hours. Iceland, Ireland, UK, and Spain have experimented with four-day workweeks.Out of <a target="_blank" rel="" href="https://www.businessinsider.com/most-companies-biggest-4-day-work-week-trial-made-permanent-2024-2">61 UK companies</a> that took part in a six-month trial for a four-day workweek in 2022, 54 continued the shortened week a year later, and 31 said they would do so permanently.Greece, however, took the opposite<a target="_blank" class="" href="https://www.businessinsider.com/greece-six-day-workweek-longer-productivity-retail-agriculture-service-employees-2024-6"> approach</a> to combat shrinking populations and low productivity, by introducing a six-day workweek for select industries in June.

Japan is having a hard time convincing employees to take 4-day workweeks

<ul class="summary-list"><li><keyword id="12242577" type="UNKNOWN" weightage="60" keywordseo="carl-icahn" source="Orion">Carl Icahn</keyword> is slamming <keyword id="11916300" type="UNKNOWN" weightage="60" keywordseo="mcdonalds" source="Orion">McDonald's</keyword> for the continued use of gestation crates for pregnant <keyword id="12077442" type="UNKNOWN" weightage="60" keywordseo="pigs" source="Orion">pigs</keyword>.</li><li>The billionaire investor has been advocating on the subject for years.</li></ul>Billionaire activist investor Carl Icahn has penned a letter to McDonald's shareholders slamming the fast-food giant for having "impugned its credibility" by failing to "eliminate usage of cruel gestation crates in its supply chain."His eight-page open letter, released on Thursday, blasts McDonald's, saying the company has not lived up to its commitment to end the controversial practice of confining pregnant pigs in cramped spaces. McDonald's first agreed in 2012 to <a href="https://www.businessinsider.com/mcdonalds-pork-pig-crates-2012-2">eliminate</a> gestation crates, which have been widely criticized as inhumane devices, over a <a href="https://www.globenewswire.com/news-release/2012/05/31/1103959/0/en/McDonald-s-USA-Outlines-10-Year-Plan-for-Ending-Gestation-Stall-Use.html">10-year period</a>.In February, Icahn threatened to kick off a <a href="https://www.businessinsider.com/mcdonalds-carl-icahn-pregnant-pigs-gestation-crates-2022-2">shareholder fight</a> over the subject. By <a href="https://carlicahn.com/carl-c-icahn-files-definitive-proxy-statement-and-issues-open-letter-to-shareholders-of-mcdonalds-corporation/">releasing Thursday's letter and proxy statement</a>, in which he nominated new board members, Icahn has followed through on that promise."They are patting themselves on the back, while condoning cruelty – apparently, blind to the writing on the wall," Icahn wrote. "I believe the obscene cruelty inflicted on these animals through confinement is completely needless, reprehensible and misaligned with what Americans expect from our country's No. 1 fast-food chain."In addition to McDonald's, Icahn also raked "large number of Wall Street firms and their bankers and lawyers," "Big Meat," and the meat industry's "connected lobby" over the coals, saying they espouse "hollow" environmental, social, and governance agendas.The investor wrote that McDonald's is "misleading customers, employees, and shareholders" by claiming that the company expects to "source 85% to 90%" of its US pork "from sows not housed in gestation crates during pregnancy.""But that assertion is a cynical fabrication intended to fool us into believing this egregious form of <keyword id="12004919" type="UNKNOWN" weightage="60" keywordseo="animal-abuse" source="Orion">animal abuse</keyword> in McDonald's' supply chain is largely not occurring," Icahn wrote. "In reality, these sows, who have multiple litters of piglets each year, are confined in gestation crates during each pregnancy for approximately four to six weeks, 24 hours a day, seven days a week."The billionaire wrote that he is calling on McDonald's to cease acting in an "irresponsible and reprehensible manner" and "commit to eliminating gestation crates (zero days in stalls) from its supply chain by the end of 2023" and to expand that goal to its "global supply chain by 2024." He also demanded that the company add new directors to its board.McDonald's did not immediately respond to Insider's request for comment.While the pork industry has defended gestation crates as a necessary measure to boost productivity and prevent the pigs from fighting, animal welfare activists have disagreed. In a 2013 <a href="https://www.humanesociety.org/sites/default/files/docs/hsus-report-gestation-crates-for-pregnant-sows.pdf">report</a>, the Humane Society of the United States stated that these crates take "a psychological toll and impairs" the welfare of pigs. In his latest letter, Icahn wrote that the crates also impede the animals' "tremendous maternal instinct" and ability to "bond with their babies." He first became aware of the issue through his daughter Michelle, a vegetarian who has worked with the Humane Society.This isn't the first time that McDonald's has come under fire on animal-welfare grounds. In 2015, McDonald's had to drop a Tennessee supplier where workers were <a href="https://www.businessinsider.com/r-mcdonalds-tyson-foods-drop-farm-after-videotape-shows-animal-cruelty-2015-8">caught on film stomping on chickens</a>. The company also cut ties with a California slaughterhouse under investigation for animal cruelty in 2012, according to the New York Post." This grotesque mistreatment of animals – and the Company's inability to make significant progress on promises made to multiple stakeholders in 2012 – clearly stem from dysfunction and indifference in McDonald's' boardroom," Icahn wrote Thursday. "I believe McDonald's' customers want food that is sourced ethically, responsibly and humanely. Gestation crates are none of those."

Carl Icahn slams McDonald's for putting out 'hollow' responses to 'animal welfare violations'

<ul><li><keyword id="6358815" type="General" weightage="80" keywordseo="tech" source="Orion">Tech</keyword> majors like <keyword id="12873900" type="General" weightage="20" keywordseo="wipro-tech-mahindra" source="Orion">Wipro, Tech Mahindra</keyword> and other MNCs have either put off recruitment of freshers or asked them to wait. </li><li>Experts, allaying fears of recession in US and Europe affecting IT industry in <keyword id="3658" type="General" weightage="50" keywordseo="india" source="Orion">India</keyword>, state that the trend is not new.</li><li>The present trend could be the result of workability of pipeline projects. </li></ul> There is uneasiness among a major section of students whose onboarding process has been delayed by major tech companies. Tech majors like <keyword id="10862" type="General" weightage="80" keywordseo="wipro" source="Orion">Wipro</keyword>, Tech Mahindra and other MNCs have either put off recruitment of freshers or asked them to wait until they are intimated. The freshers awaiting onboarding in Wipro have launched a full fledged campaign on social media, questioning Wipro Chairman Rishad Premji's integrity and commitment as he spoke strongly about ethics in connection with moonlighting. "The career of thousands of students like me is at stake. We cleared the Wipro exam in 2021. We rejected offers from other companies. But, it's been one year and we are still not onboarded. Wipro is either delaying or rejecting without any clarification," fresher Nithin said. Another fresher <keyword id="15167860" type="General" weightage="50" keywordseo="rushikesh-rupnar" source="Orion">Rushikesh Rupnar</keyword> stated that "it's been 9 months since I received my offer letter. There is no update regarding onboarding since then. Are we a joke to them? So many students out there are waiting to join". The <keyword id="15167857" type="General" weightage="50" keywordseo="nascent-information-technology-employees" source="Orion">Nascent Information Technology Employees</keyword> Senate (<keyword id="12917180" type="General" weightage="50" keywordseo="nites" source="Orion">NITES</keyword>), an NGO working for the welfare of IT employees, stated that the trend is not confined to Wipro. "After Wipro, we have received complaints from employees of various IT companies regarding delay in onboarding. Unfortunately the CEOs bragging about work ethics and transparency are left with no humanity." "If the workers are organised, all they have to do is to put their hands in their pockets and they have got the capitalist class whipped," NITES asserted. IT firms should be held accountable for endangering the professional futures of the employees and trainees. Companies play a good game about their beliefs and ethics on the surface, but in reality, It's just crony capitalism, one of the IT job aspirants alleged. The students who have formed a group online with the "Wipro onboard us" title, stated "please update on our career, group respected <keyword id="15167858" type="General" weightage="50" keywordseo="rishadpremji" source="Orion">RishadPremji</keyword> sir please update about the onboarding of freshers, why this ego system on freshers." "I hope u r reading this reply and you got to help us soon. Wishing good health and happiness to the people who re supporting us in struggle of Wipro on-board." "Please update on our career group submitted respected RishadPremji sir we don't know how the moonlighting effected your company, but your hiring process and holding freshers on-boarding effecting the lives of 20k+ freshers. Is our lives not valuable?" NITES had also filed a complaint with <keyword id="9286293" type="General" weightage="50" keywordseo="union-ministry-of-labor-and-employment" source="Orion">Union Ministry of Labor and Employment</keyword> urging to initiate action against the Wipro for delaying onboarding of more than 2,000 students. Wipro has stated that it will honour all offer letters. However, experts, allaying fears of recession in US and Europe affecting IT industry in India, state that the trend is not new. They say since China is being hit post Corona period, India could be more resilient. The present trend could be the result of workability of pipeline projects. If pipeline projects are getting affected for various reasons, the companies will strategise their moves by holding new recruitments or withdrawing offers. "This trend is an old one and the situation is projected like it is the end of IT industry which is wrong. The focus is on adopting to new technology, which is being focussed by all major tech companies. They are doing best prepare work force for new challenges," an expert said. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/news/musk-again-offers-to-buy-twitter-for-54-20-a-share-report/articleshow/94655083.cms">Musk again offers to buy Twitter for $54.20 a share: Report</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/news/competition-commission-gives-conditional-approval-to-sony-zee-merger-deal/articleshow/94654411.cms">Competition Commission gives conditional approval to Sony-Zee merger deal</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/news/upi-is-indias-favourite-payment-mode-with-transactions-worth-30-4-trillion-in-april-june-says-report/articleshow/94642629.cms">UPI is India’s favourite payment mode with transactions worth ₹30.4 trillion in April-June, says report</a>

Freshers feel the heat as IT majors put onboarding on indefinite hold

<keyword id="46894" type="PERSON" weightage="20" keywordseo="Tata-Sons">Tata Sons</keyword> Chairman <keyword id="97017" type="COMPANY" weightage="20" keywordseo="N-Chandrasekaran">N Chandrasekaran</keyword> on Wednesday asked all group employees to stay focussed on their businesses and welfare of stakeholders in wake of the NCLAT order that raised issue of his appointment as Executive Chairman of the company. In a message to the employees of the group, Chandrasekaran said Wednesday's "NCLAT ruling, which apart from other things, raises issues on my appointment as Executive Chairman of Tata Sons". He further said, "Tata Sons firmly believes in the strength of our case and will pursue the appropriate legal recourse".
 Going forward, he further said, "I assure you that we have set ourselves on a course that will make the <keyword id="6355725" type="COMPANY" weightage="20" keywordseo="tata-group">Tata Group</keyword> stronger and more vibrant than it has ever been before. I urge all employees to stay focussed on their businesses and the welfare of our stakeholders". Chandrasekaran said ever since he was asked to take on the role and responsibilities of Executive Chairman in February 2017, "our efforts have been primarily focused on: restoring stability and moving decisively towards a healthier financial position; conducting our businesses with the highest ethical standards, which the group has been known for over 150 years".
 He further said "honoring our commitments to all stakeholders and resolving outstanding issues; driving growth and transforming our businesses for the future" were also equally important issues. 
 "We will continue to work towards deepening the legacy of this unique institution," Chandrasekaran said.
 The NCLAT on Wednesday ordered reinstatement of ousted Chairman <keyword id="6356895" type="ORGANIZATION" weightage="20" keywordseo="cyrus-mistry">Cyrus Mistry</keyword>, while ruling appointment of Chandrasekaran as illegal. See also: <a href="https://www.businessinsider.in/business/news/tata-sons-says-the-court-gave-cyrus-mistry-more-than-he-wanted/articleshow/72872657.cms">Tata Sons says the court gave Cyrus Mistry more than he wanted</a> <a href="https://www.businessinsider.in/business/news/tata-group-stocks-fall-after-nclat-allows-cyrus-mistry-to-return-as-its-chairman/articleshow/72869261.cms">Tata Group stocks tumble after Mistry's legal win casts a shadow on the conglomerate's hallowed reputation</a> <a href="https://www.businessinsider.in/business/corporates/news/cyrus-mistry-warning-to-ratan-tata-on-jlr-tata-motors-airasia-and-telecom/articleshow/72873129.cms">Cyrus Mistry was proven right on at least four of his warnings to the Tata Sons Board even before the latest court ruling</a>

Chandasekaran writes to Tata employees; asks them to focus on biz, stakeholders' welfare

Edtech unicorn <keyword id="2900267" type="General" weightage="100" keywordseo="byju" source="Orion">BYJU</keyword>'s courted further controversy on Tuesday with its employees in Thiruvananthapuram claiming around 170 of them are being forced to resign from the company. The matter, raised on social media by <keyword id="7035516" type="General" weightage="50" keywordseo="technopark-today" source="Orion">Technopark Today</keyword>, an IT professionals community portal, was escalated by IT welfare organisation '<keyword id="3399247" type="General" weightage="50" keywordseo="prathidhwani" source="Orion">Prathidhwani</keyword>' to Kerala Labour Minister C. Sivankutty. Employees and Prathidhwani representatives also met the minister on Tuesday. Apart from ensuring that BYJU's does not force employees to resign, they demanded a revision of the company's exit policy for its employees. Along with ensuring payment of their October 2022 salary on November 1, employees are demanding a one-time settlement of three months' salary, earned leave encashment, and full-settlement of variable pay. According to the employees in Thiruvananthapuram numbering around 170, Byju's, with its office located in the <keyword id="6400701" type="General" weightage="50" keywordseo="technopark" source="Orion">Technopark</keyword>, is planning to wind up its operations in the state headquarters. Sivankutty, in a Facebook post, said: "The employees of BYJU's app from <keyword id="3595624" type="General" weightage="50" keywordseo="technopark-thiruvananthapuram" source="Orion">Technopark Thiruvananthapuram</keyword> had come to see me. The employees have many grievances, including job loss. The Labour Department will conduct a serious investigation in this regard." With losses of Rs 4,500 crore reported in FY21, BYJU's has been facing tough times in recent times. The company had recently announced cost-cutting measures including paring down manpower. SEE ALSO: <a href="https://www.businessinsider.in/tech/news/netflix-is-emailing-users-details-about-how-to-make-it-easier-to-kick-free-loaders-off-your-account-as-it-cracks-down-on-password-sharing/articleshow/95086931.cms">Netflix is emailing users details about how to make it easier to kick free-loaders off your account, as it cracks down on password sharing</a> <a href="https://www.businessinsider.in/tech/apps/news/whatsapp-down-users-across-the-world-are-reportedly-not-able-to-send-and-receive-messages/articleshow/95075347.cms">WhatsApp down – users across the world are reportedly not able to send and receive messages</a> <a href="https://www.businessinsider.in/tech/news/the-fate-of-the-world-economy-may-depend-on-what-happens-to-a-company-most-americans-have-never-heard-of/articleshow/95030860.cms">The fate of the world economy may depend on what happens to a company most Americans have never heard of</a>

Fearing firing, BYJU's employees in Kerala approach state labour minister

<a href="https://www.businessinsider.com/better-capitalism"></a><div type="image" title="ebt snap food stamps" height="1346" width="2000" msid="77489518" hostid="261"></div><ul class="summary-list"><li><a href="https://www.businessinsider.com/jamie-dimon-mark-cuban-ray-dalio-billionaires-inequality-coronavirus-2020-5">Financiers, business leaders</a>, and <a href="https://www.businessinsider.com/capitalism-in-crisis-how-to-fix-capitalism-for-workers-2020-6">regular folks</a> are increasingly calling on political leaders to reshape <keyword id="6497689" type="UNKNOWN" weightage="60" keywordseo="Capitalism">capitalism</keyword> and address rampant racial inequality in the US.</li><li>As policymakers try to address the coronavirus pandemic, experts point to the ways past US policies boosted quality of life for white Americans while leaving Black Americans behind.</li><li>Researchers agree that white Americans greatly benefited from New Deal programs and post-World War II policy, while Black Americans were discriminated against; then, when Black Americans started to access <keyword id="6365564" type="UNKNOWN" weightage="60" keywordseo="welfare">welfare</keyword> benefits at a higher rate starting in the 1970s, there was backlash among conservatives.</li><li>These policies have had a cumulative effect over generations and help explain the massive wealth gap between Black and white Americans and the reason Black Americans are overrepresented in welfare programs.</li></ul>When President Donald Trump met with the Congressional Black Caucus in 2018, the topic of <keyword id="1461900" type="PERSON" weightage="60" keywordseo="welfare-reform">welfare reform</keyword> came up. One member of the caucus told Trump that enforcing stricter rules would be detrimental to her constituents, "Not all of whom are Black," according to <a href="https://www.nbcnews.com/news/us-news/trump-s-history-breaking-decorum-remarks-race-ethnicity-n837181">NBC News</a>.The president is said to have replied, "Really? Then what are they?" apparently assuming that a welfare recipient couldn't be white.In fact, far more white people have benefited from US welfare programs over the years — reflecting their greater share of the population — while Black people and other people of color have been denied them in various ways, multiple historians and researchers tell Business Insider.The coronavirus pandemic has exposed the underbelly of American inequality in many ways, with people of color disproportionately likely to be <a href="https://www.businessinsider.com/black-women-hurt-by-coronavirus-pandemic-survey-lean-in-data-2020-4">laid off, to be on the financial brink</a>, and to <a href="https://www.businessinsider.com/black-hispanic-people-coronavirus-deaths-under-65-cdc-report-2020-7">die from the virus</a>. That has helped prompt a growing chorus of <a href="https://www.businessinsider.com/jamie-dimon-mark-cuban-ray-dalio-billionaires-inequality-coronavirus-2020-5">financiers, business leaders</a>, and <a href="https://www.businessinsider.com/capitalism-in-crisis-how-to-fix-capitalism-for-workers-2020-6">regular folks</a> to call for a reimagining of American capitalism and for moves to end racial inequality. Some top economists are calling for a "<a href="https://markets.businessinsider.com/news/stocks/stanford-economist-us-needs-new-new-deal-great-depression-coronavirus-2020-4-1029113813#">New New Deal</a>" specifically targeting inequality, a platform to which the Democratic presidential candidate <a href="https://nymag.com/intelligencer/2020/05/joe-biden-presidential-plans.html">Joe Biden</a> seems open.If the country is to move forward in trying to lift Americans out of unemployment and poverty, policymakers might consider who has benefited most from past welfare policies and how such policies have helped produce today's world.Business Insider talked to four economic researchers and historians, and analyzed the past 90 years of welfare policy, when considering the question of who the status quo actually benefits.<a href="http://www.hunter.cuny.edu/polsci/faculty/schram/sanford-schram">Sanford Schram</a>, a political-science professor at CUNY Hunter, who wrote "Disciplining the Poor" and "Hard White," puts it bluntly: "I do think the federal government has been complicit in the perpetuation of race-based discrimination that has led to African Americans lagging behind whites. No question about it."<h2>The New Deal brought jobs to Americans, but different kinds of jobs for different races</h2>The US government has spent trillions of dollars trying to prop up its <keyword id="34412" type="ORGANIZATION" weightage="60" keywordseo="economy">economy</keyword> during the coronavirus pandemic, but it has stopped short of a "<a href="https://www.businessinsider.com/wartime-economy-what-us-will-look-like-amid-coronavirus-outbreak-2020-3">wartime economy</a>"-style mobilization or the kind of massive public-works program that <a href="https://www.businessinsider.com/stanford-economist-us-needs-new-new-deal-great-depression-coronavirus-2020-4">some experts have said is badly needed</a> to stem double-digit unemployment.But the Black Lives Matter movement — given new urgency after George Floyd's killing by the police in Minneapolis in late May — has exposed <a href="https://www.businessinsider.com/new-deal-racial-inequality-worse-covid-19-response-do-better-2020-5">a separate problematic legacy</a> of the New Deal, the series of policies enacted by President Franklin D. Roosevelt to get the US out of the Great Depression of the 1930s. It was introduced in an era defined by segregation and explicit racism.It's true that Roosevelt appointed several Black leaders to prominent leadership positions within his administration, known as the "Black Cabinet," and his policies helped make thousands of jobs newly available to Black Americans, but as Ibram X. Kendi points out in "Stamped from the Beginning," policies enacted at the time reflected a racist culture.When the New Deal got Americans back to work, white Americans got the first pick at jobs, and when Black Americans did get jobs, they were given lower wages, according to the <a href="https://www.digitalhistory.uh.edu/disp_textbook.cfm?smtID=2&amp;psid=34473447">University of Houston's Digital History Project</a>."State and local governments administered almost all federal New Deal programs, and many of these state and local government leaders, especially in the South, were virtually all white ... and racist," <a href="https://www.civilrightsproject.ucla.edu/about-us/staff/gary-orfield-ph.d">Gary Orfield</a>, a professor of education, law, political science, and urban planning at the University of California at Los Angeles, told Business Insider.<div type="image" title="great depression" height="1500" width="2000" msid="77489520" hostid="261"></div>Also, Black people were <a href="https://openscholarship.wustl.edu/cgi/viewcontent.cgi?article=1409&amp;context=csd_researcharch">excluded</a> from key <a href="https://www.cambridge.org/core/journals/social-science-history/article/left-out-policy-diffusion-and-the-exclusion-of-black-workers-from-unemployment-insurance/BB47A78FB42748203E43CBDF1AABE8F2/core-reader">benefits</a> created during this period. The Social Security Act of 1935, for instance, prohibited domestic and agricultural workers (an outsize number of whom were Black or Latino) from receiving benefits.Black workers were also excluded from progressive labor regulations passed during that time, <a href="https://www.hillsdale.edu/faculty/paul-moreno/">Paul Moreno</a>, a history professor who is the dean of social sciences at Hillsdale College, told Business Insider.The National Labor Relations Act of 1935 — commonly known as the Wagner Act for Sen. Robert Wagner, who proposed it — bolstered the strength of worker unions, but many major unions of this era either excluded Black workers or discriminated against them."Many unions had explicit clauses in their constitutions that said that only whites could be members," Moreno said. "So you could have a situation where an employer was forced to bargain with an exclusively white union and he'd have to fire all of his Black employees."Because discrimination was still legal when it came to jobs, Black Americans were routinely denied well-paying positions and were much more likely to be hired for low-wage work, according to Orfield, the professor at UCLA."A lot of policies were designed that simply left out Black Americans who were sharecroppers and were doing low-wage work, which was excluded from some of the labor regulations," he said.<div type="image" title="New Deal, 1930s" height="1471" width="2222" msid="77489524" hostid="261"></div>Elsewhere in the economy, interpretation of New Deal policies wound up hurting Black Americans. The Federal Housing Administration was created in this era, with the goal of creating affordable housing for as many Americans as possible. But local interpretation of this mission resulted in "redlining," a policy in which mortgage credit was denied in majority-Black neighborhoods.The FHA continued to encourage racist policies into the postwar era, when the American suburbs were being built. In 1948, the Supreme Court outlawed "<a href="https://www.mappingprejudice.org/what-are-covenants/index.html#what">restrictive covenants</a>" — a clause that essentially prevented Black Americans from buying property from white owners — yet the FHA still encouraged builders to write them into their agreements well past 1948, according to Orfield.<div type="image" title="racist sign, 1940s" height="1740" width="2222" msid="77489527" hostid="261"></div>White veterans of World War II were given zero-down-payment, 30-year guaranteed mortgages under the GI Bill."With zero cash, you, white veterans, could get into owning a brand-new home," Orfield told Business Insider. "That door was not open for Black and Latinos."A house someone bought at the time for $12,000 or $15,000 in mortgage payments, he said, might be worth $300,000 decades later."That's a gigantic wealth creator and a gigantic middle-class escalator," he said, one Black Americans missed out on and couldn't pass along to their children.<h2>Welfare reform greatly benefited Black Americans — and was almost immediately unpopular for it</h2>One of the largest government programs in the post-New Deal era, President Lyndon B. Johnson's "<a href="https://obamawhitehouse.archives.gov/1600/presidents/lyndonbjohnson">Great Society</a>" sought to remedy the racial wealth gap. During the 1960s, the median Black family income rose 53%, while Black employment doubled in professional, technical, and clerical occupations, and average Black educational attainment increased by four years, University of Houston history professors <a href="https://www.digitalhistory.uh.edu/disp_textbook.cfm?smtid=2&amp;psid=33333333">write</a>. The proportion of Black people below the poverty line went from 55% in 1960 to just 27% by 1968.<div type="image" title="President Lyndon Johnson" height="1667" width="2222" msid="77489531" hostid="261"></div>Even at the height of the Great Society, Black Americans constituted only about 27% of all welfare recipients, according to <a href="https://afro.illinois.edu/directory/profile/schajua">Sundiata Keita Cha-Jua</a>, an associate history professor at the University of Illinois at Urbana-Champaign. Most recipients were white Americans."From the Great Society moving forward, one could say that white people, because of their numbers and percentage of the population, have always constituted the largest number of people" on welfare, Cha-Jua told Business Insider, adding that "Black people, Latinx, American Indians, because of their oppressed condition, have constituted a much greater percentage than their percent of the population."But as the anti-discriminatory practices from Johnson's presidency were enforced and Black Americans were allowed to participate in new benefit programs, there was a dramatic shift in public perception about government subsidies — to the negative."Public assistance was not as demonized until African Americans began to exercise their right to use it, ironically," Schram said. "And that's when welfare started to be seen as this inferior program for nonwhite people who didn't play by the white middle-class rules of work and family."This shift was propelled forward by President <keyword id="191987" type="PERSON" weightage="60" keywordseo="Ronald-Reagan">Ronald Reagan</keyword>, whose campaign speeches about the <a href="https://www.npr.org/sections/codeswitch/2013/12/20/255819681/the-truth-behind-the-lies-of-the-original-welfare-queen">now-debunked</a> "<a href="https://www.nytimes.com/1976/02/15/archives/welfare-queen-becomes-issue-in-reagan-campaign-hitting-a-nerve-now.html">welfare queen</a>" stoked racist fear among white Americans.<div type="image" title="Ronald Reagan" height="1767" width="2826" msid="77489534" hostid="261"></div>"He really tightened the eligibility requirements," Schram said. "He made it more difficult for you to get welfare even after you started to work."For example, Reagan <a href="https://aspe.hhs.gov/aid-families-dependent-children-afdc-and-temporary-assistance-needy-families-tanf-overview-0">cut spending</a> to the Aid to Families with Dependent Children program, which provided cash assistance to low-income children whose father or mother was absent from the home, incapacitated, deceased, or unemployed. This forced struggling mothers and families further into poverty, <a href="https://www.washingtonpost.com/archive/politics/1984/07/29/reagan-welfare-cuts-found-to-worsen-families-poverty/077278f9-a875-4791-9c34-d1cf3cd148b5/">research funded by The Ford Foundation found</a>.The social-welfare-policy researcher <a href="https://profiles.howard.edu/profile/35131/sandra-edmonds-crewe">Sandra Edmonds Crewe</a>, who is the dean of Howard University's School of Social Work, described such policies by conservative policymakers as a direct response to Black participation in the system."There is always a backlash that comes after progression — always," Crewe told Business Insider, likening the backlash against welfare expansion to the resurgence of white nationalism in response to Barack Obama's presidency.Instead of receiving an opportunity to be lifted out of poverty, many Black Americans remained disenfranchised.Reagan's legacy, however, was solidified by a Democratic president, <keyword id="10212" type="PERSON" weightage="60" keywordseo="Bill-Clinton">Bill Clinton</keyword>, who promised to "change welfare as we have come to know it." By <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4487675/">replacing</a> the Aid to Families with Dependent Children program with a Temporary Assistance for Needy Families block grant, he dramatically reduced the size of welfare programs. "TANF really did change welfare as we knew it," Schram said.<div type="image" title="Bill Clinton" height="3150" width="4721" msid="77489539" hostid="261"></div>Before Clinton, about 75% of people who were eligible for welfare were receiving it. But by 2000, four years after Clinton's program was enacted, only about 25% were, Schram's research found.In other words, at a time when Black Americans were given significantly more access to public assistance, measures were enacted to make assistance harder to access."When we do get included in the <keyword id="465398" type="PERSON" weightage="60" keywordseo="welfare-state">welfare state</keyword>, in the Great Society programs, we are stigmatized for it," Cha-Jua, who is Black, said.<h2>How this legacy is playing out today</h2>The racial wealth gap in the US not only persists — it's <a href="https://www.pewsocialtrends.org/2020/01/09/trends-in-income-and-wealth-inequality/#:~:text=The%20greatest%20loss%20%E2%80%93%2039%25%20%E2%80%93,doubled%20from%201989%20to%202016.">growing</a>. For every $100 in wealth held by a white family today, a Black family has just $10, per research from <a href="https://www.federalreserve.gov/econres/notes/feds-notes/recent-trends-in-wealth-holding-by-race-and-ethnicity-evidence-from-the-survey-of-consumer-finances-20170927.htm">the Federal Reserve's 2017 "Survey of Consumer Finances."</a>A recent analysis of homeownership by the <a href="https://fredblog.stlouisfed.org/2019/04/hidden-figures-in-homeownership/?utm_source=series_page&amp;utm_medium=related_content&amp;utm_term=related_resources&amp;utm_campaign=fredblogign=fredblog">Fed</a> noted that homeownership by race seemed similar to the <a href="https://www.federalreserve.gov/econres/notes/feds-notes/recent-trends-in-wealth-holding-by-race-and-ethnicity-evidence-from-the-survey-of-consumer-finances-20170927.htm">wealth distribution by race</a>.The difference in homeownership can also be seen at the geographic level, per research from the <a href="https://www.urban.org/urban-wire/mapping-black-homeownership-gap">Urban Institute</a>.Today, white people still make up a plurality of those on welfare programs such as TANF or the Supplemental Nutrition Assistance Program. A Department of Agriculture report from November estimated that <a href="https://fns-prod.azureedge.net/sites/default/files/resource-files/Characteristics2018.pdf">35.7% of SNAP recipients in the 2018 fiscal year were white</a>, 25.1% were Black, 16.7% were Hispanic, 3% were Asian, and 1.5% were Native American (0.8% were listed as multiple races, while 17.4% were listed as "race unknown").Enrollment by race for Medicaid and the Special Supplemental Nutrition Program for Women, Infants, and Children show similar enrollment as those in SNAP.Black people make up just 13.4% of the US population and are therefore overrepresented in welfare programs. When asked why this was the case, Crewe of Howard University had a simple answer: "systemic inequality."Without more intervention, inequality will continue to reproduce itself, Crewe said. Orfield of UCLA agreed.This is especially true today, as Congress decides whether to give Americans cash assistance after the temporary $600 increase weekly unemployment benefits expired July 31.Black and brown workers are more likely to report being in financial hardship right now.A <a href="https://docs.google.com/document/d/19UkIM_LtTUj02El9Hw7U03-ybv0sCGUNTYGdnrHz7FU/edit">survey</a> by the organization Lean In with Survey Monkey in early April people found that Black women were twice as likely as white men to say they were laid off or furloughed during the pandemic. New <a href="https://app.powerbi.com/view?r=eyJrIjoiNzRhYjg2NzAtMGE1MC00NmNjLTllOTMtYjM2NjFmOTA4ZjMyIiwidCI6Ijc5MGJmNjk2LTE3NDYtNGE4OS1hZjI0LTc4ZGE5Y2RhZGE2MSIsImMiOjN9">analysis</a> by the global advisory firm <a href="https://www.stout.com/en/">Stout Risius Ross</a> found that only 26% of African American tenants said they felt highly confident they could pay their mortgage payments on time right now, compared with almost half of white Americans, <a href="https://www.cnbc.com/2020/07/27/how-the-eviction-crisis-will-impact-each-state.html">CNBC</a> reports."My view of this," Orfield said, "is if you're in a society that's completely stratified by race and ethnicity, basically what you've got is a system that guarantees inequality unless you specifically decide to change it."

How decades of US welfare policies lifted up the white middle class and largely excluded Black Americans

<ul><li>Prime Minister Narendra Modi will launch a new digital payment solution called <keyword id="11766571" type="UNKNOWN" weightage="20" keywordseo="e-RUPI">e-RUPI</keyword>.</li><li>Banks will issue electronic vouchers for customers to redeem welfare benefits without having to share bank account details.</li><li>The <keyword id="11772195" type="UNKNOWN" weightage="20" keywordseo="e-voucher">e-voucher</keyword> solution has the potential to eliminate fraud and corruption.</li></ul>The Prime Minister of India, Narendra Modi will be launching 'e-RUPI', an electronic voucher-based digital payment solution at 4:30 p.m IST on Monday. The person-specific, and purpose-specific, payment solution is developed by the National Payments Corporation of India (NPCI) on its Unified Payment Interface (UPI) platform in collaboration with the Department of Financial Services, Ministry of Health and Family Welfare and the National Health Authority. What is e-RUPI? According to a statement from the Prime Minister’s Office, e-RUPI is a cashless and contactless digital payment e-voucher in the form of a QR code or SMS string delivered to the beneficiary's mobile phone. The e-voucher can be redeemed at the service provider without needing a card, digital payment app or internet banking service. The e-RUPI is a one-time payment mechanism that does not require any physical interface for transactions and is considered safe as it's prepaid in nature. It ensures that the payment to the service provider is made only after the transaction is completed without involving any intermediary. How is e-RUPI different from a virtual currency? e-RUPI can be used to make payments to a specific person, for a specific purpose, and is not transferable. On the other hand, a virtual or digital currency is just like normal currency but in digital form and can be used for any transaction. How are these vouchers issued? The vouchers will be issued by partner banks but the bank account details of the beneficiary are not needed. NPCI has built the e-RUPI system on its UPI platform and anyone who needs to issue the voucher would need to approach partner banks with issuing authority. Entities giving the e-RUPI voucher will have to submit the details of specific beneficiaries and the purpose of the payment to the banks. The beneficiary's identification will be based on their mobile number and name. What's the need for e-RUPI? The Indian government says that e-RUPI is expected to ensure a leak-proof delivery of welfare services and minimise fraud and corruption. Since it removes the middlemen and there's no direct cash involved, it eliminates the possibility of the fund being used for a purpose other than intended. It can be used for delivering services under government welfare schemes like drugs and nutritional support under Mother and Child welfare schemes, TB eradication programmes, drugs and diagnostics under schemes like Ayushman Bharat Pradhan Mantri Jan Arogya Yojana, fertiliser subsidies etc. Not only government schemes but the voucher can also be used by the private sector for employee welfare and corporate social responsibility (CSR) initiatives. SEE ALSO - <a href="https://www.businessinsider.in/stock-market/news/windlas-biotech-to-raise-395-402-crore-through-public-listing-price-band-fixed-at-448-460/articleshow/84854594.cms">Windlas Biotech to raise ₹395-402 crore through public listing, price band fixed at ₹448-460</a> <a href="https://www.businessinsider.in/tech/mobile/news/googles-sundar-pichai-has-teased-the-whitechapel-chipset/articleshow/84853916.cms">Google teases Whitechapel chipset that may power Google Pixel 6 devices</a>

You Searched For "employee welfare" and got 11 results

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