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<a href="https://www.businessinsider.com/category/sp-netflix-hr"></a><div type="image" title="McKensie Mack, CEO at MMG" height="931" width="1241" msid="90381852" hostid="261"></div><ul class="summary-list"><li>Founder McKensie Mack launched a firm to push HR to "be completely undone and rebuilt."</li><li>This year, they introduced a month-long <keyword id="13440253" type="UNKNOWN" weightage="60" keywordseo="sabbatical" source="Orion">sabbatical</keyword> for all employees to rest and reflect.</li><li>As a Black, nonbinary person, Mack said they were not surprised by the impacts of the pandemic.</li></ul>McKensie Mack has a profound understanding of organizational power and transformation. Mack is a Black, nonbinary, queer, trilingual organizer based in <keyword id="11922327" type="UNKNOWN" weightage="60" keywordseo="chicago" source="Orion">Chicago</keyword>, and they founded <keyword id="13440251" type="UNKNOWN" weightage="60" keywordseo="mmg" source="Orion">MMG</keyword>, a research and change management firm that currently has 20 employees, most of whom are Black. Mack was also recently named one of <a href="https://www.businessinsider.com/human-resources-leaders-redefining-innovation-inclusion-2022-3" target="_blank" rel="noopener">Insider's 2022 HR Innovators</a>.Founded in 2012, MMG provides consulting, executive coaching, training, and equity audits that share quantitative and qualitative assessments of anti-racism and social justice work at a company. Mack described a company that started with just them and grew to a firm landing seven-figure, multi-year contracts. "As people working to reinvent the workplace as we know it, we have always pushed for HR to be completely undone and rebuilt again," Mack told Insider. "We need HR teams who are trauma-informed and educated on the ways bias manifests individually, interpersonally, and systemically."As an HR Innovator, Mack sits alongside leaders at Fortune 500 companies like Realogy, Adobe, and Meta. Going into another year of uncertainty and loss with the pandemic, companies and experts theorized about how this collective trauma would impact the <a href="https://www.businessinsider.com/100-people-transforming-business-presents-future-of-work-leaders-2021-11" target="_blank" rel="noopener">future of work</a>. But as other companies and experts pondered solutions like a <a href="https://www.washingtonpost.com/business/2022/02/17/four-day-week-worker-burnout/" target="_blank" rel="noopener">four-day workweek</a> or more access to <a href="https://www.businessinsider.com/how-small-businesses-manage-employee-mental-health-at-work-2021-10" target="_blank" rel="noopener">mental health resources</a>, Mack put these ideas into practice in their small firm. This year, they launched a 30-day paid sabbatical for all 20 employees at MMG and permanently made the company's full-time workweek 30 hours. Mack said they budgeted the sabbatical like any other business expense. The firm has enough high-paying contracts to take a month off, and clients know about the break and schedule around it. Most of the team takes sabbatical at the same time, Mack said, while a small staff keeps administrative functions covered and chooses a break later in the year.Mack added that the company shares resources, readings, and reflections during the month away for guidance if people want it.When employees returned, Mack led a team-building workshop to process the impact from the time away and reimagine goals and support for the next year. After the success of the sabbatical, MMG has committed to continuing the program again in 2022. "What kind of world could we create if we treated rest and well-being with as much care as we pay business taxes or keep lawyers on retainer?" they said. In previous interviews with Insider, Mack spoke to their cutting-edge work during the pandemic. They stressed that the trauma that emerged in many workplaces during the pandemic was not a surprise to them as a Black, nonbinary person. As other companies scrambled to create policies to combat the Great Resignation and push forward <keyword id="11893568" type="UNKNOWN" weightage="60" keywordseo="diversity-and-inclusion" source="Orion">diversity and inclusion</keyword>, MMG was already a leader when it came to supporting employees with marginalized identities."We center organizational justice and belonging in everything that we do," Mack said. "We focus on hiring, developing, and retaining Black and Brown, LGBTQIA+, disabled folks, and more who are not typically afforded opportunities to grow and develop and to pursue their interests."Anna Chapman, head of people and projects at MMG, nominated Mack for the HR Innovators List, and she described their approach as intuitive and empathetic. Though Mack's approaches may be radical, Chapman said they leave no one behind. "MMG is truly one of the most liberating places I have ever worked," Chapman said. "The model that McKensie created could be a game-changer for this industry."

How the leader of a 20-person diversity education firm gave all their employees a 30-day paid sabbatical

<ul><li><keyword id="6358007" type="General" weightage="20" keywordseo="Bank-of-Baroda" source="Orion">Bank of Baroda</keyword> is hiring 52 IT professionals to work from Mumbai and Hyderabad offices.</li><li>The last date to apply for the opportunity is December 28.</li><li>Candidates who are willing to serve anywhere in the country can only apply for the recruitment.</li></ul>State-owned Bank of Baroda has opened up at least 42 positions for information technology (IT) professionals to work from its Mumbai and Hyderabad offices for a period of three years. The last date to apply for the opportunity is December 28. Candidates who are willing to serve anywhere in the country can only apply for the recruitment. Interested candidates can apply online <a href="https://www.bankofbaroda.in/career/current-opportunities/recruitment-of-it-officers-professionals">here</a>. These are some of the vacancies in the Bank of Baroda: <table style="border-width: initial; border-style: none; table-layout: fixed; width: 468pt;" class="redcator-table-advance"></colgroup><tbody><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Post </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">No. of vacancies </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Age criteria </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Eligibility criteria </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Quality Assurance Lead </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">2 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Min age — 28 Max age — 40 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Minimum 6 years of experience out of which at least 3 years’ experience in product/project management. bachelor in engineering (B.E)/bachelor in technology(B.Tech) in computer science/IT </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Quality Assurance Engineers </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">12 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">For MMG Scale III Min age — 25 Max age — 35 For JMG Scale I Min age — 23 Max age — 30 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">B.E./B.Tech. in computer science or IT For MMG Minimum 3 years of experience in software testing for Scale II For JMG Minimum 1 years of experience in software testing for Scale I </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Developer (Full Stack Java) </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">12 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">For MMG Scale III Min age — 28 Max age — 40 For MMG Scale II Min age — 25 Max age — 35 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">B.E./B.Tech. in computer science or IT For MMG scale III Minimum 6 years of experience in software development for Scale III For MMG scale II Minimum 3 years of experience in software development for Scale II </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Developer (Mobile Application Development) </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">12 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">For MMG Scale III Min age — 28 Max age — 40 For MMG Scale II Min age — 25 Max age — 35 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">B.E./B.Tech. in computer science or IT For MMG scale III Minimum 6 years of experience in software development for Scale III For MMG scale II Minimum 3 years of experience in software development for Scale II </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">UI/UX Designer </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">2 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">For MMG Scale III Min age — 28 Max age — 40 For MMG Scale II Min age — 25 Max age — 35 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">B.E./B.Tech. in computer science or IT For MMG scale III Minimum 6 years of experience in UI/UX designer roles for Scale III For MMG scale II Minimum 03 years of experience in UI/UX designer roles for scale II </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Cloud Engineer </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">2 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Min age — 32 Max age — 45 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">B.E./B.Tech. in computer science or IT. Minimum 10 years of technical and IT experience out of which at least 5 years’ experience in the field of cloud computing </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Application Architect </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">2 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Min age — 32 Max age — 45 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">B.E./B.Tech. in computer science or IT. Minimum 10 years of Technical and IT experience out of which at least 5 years’ experience as application architect. </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Enterprise Architect </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">2 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Min age — 32 Max age — 45 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">B.E./B.Tech. in computer science or IT. Minimum 10 years of Technical and IT experience out of which at least 5 years’ experience in architecting, designing and managing banking platforms. </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Technology Architect </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">2 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Min age — 32 Max age — 45 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">B.E./B.Tech. in computer science or IT. Minimum 10 years of technical and IT experience out of which at least 5 years’ experience in architecting, designing and managing banking platforms </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Infrastructure Architect </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">2 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Min age — 32 Max age — 45 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">B.E./B.Tech. in computer science or IT. Minimum 10 years of technical and IT experience out of which at least 5 years’ experience in designing and building large IT infrastructure projects </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Integration Expert </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">2 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Min age — 32 Max age — 45 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">B.E./B.Tech. in computer science or IT. Minimum 10 years of technical and IT experience out of which at least 5 years’ experience in the integration process of banking platforms. </td></tr></tbody><tbody></tbody></table> Selection procedure The selection procedure consists of three steps — online test, group discussion and personal interview. The test will contain questions from these sections — reasoning (25 questions), English language (25 questions), quantitative aptitude (25 questions), and professional knowledge (75 questions). Candidates belonging to general/other backward class (OBC) category will have to pay an application fee of ₹600. However, candidates belonging to scheduled castes(SC)/scheduled tribe (ST)/Persons with Disability (PWD) will have to pay an application fee of ₹100. Interested candidates can seek more information <a href="https://www.bankofbaroda.in/-/media/Project/BOB/CountryWebsites/India/Career/advertisement-it-professionals-final-07-24.pdf">here</a>. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/tech/news/pegasus-google-reveals-how-the-sophisticated-spyware-hacked-into-iphones-without-users-knowledge/articleshow/88383175.cms">Pegasus: Google reveals how the sophisticated spyware hacked into iPhones without user’s knowledge</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/stock-market/news/shares-of-shriram-properties-disappoints-ipo-investors/articleshow/88383115.cms">Shriram Properties lists 20% below IPO price amid a market-wide meltdown</a>

Bank of Baroda is looking for at least 52 engineers in Mumbai and Hyderabad to improve the app, user experience and quality

<ul class="summary-list"><li>Organizations have cut ties with <keyword id="12259168" type="UNKNOWN" weightage="60" keywordseo="dave-chappelle" source="Orion">Dave Chappelle</keyword> and J.K. Rowling after their controversial remarks.</li><li>When celebrities draw criticism, companies that depend on big-name ties often have to respond.</li></ul>It sounds like the setup for a joke: Dave Chappelle, quidditch, and Paula Deen.But for the organizations forced to deal with public backlash over celebrity ties, there's little to laugh about.Take Chappelle, for instance: The comedian has for months been grappling with accusations that some of his jokes malign the transgender community. On Wednesday, a <a href="https://twitter.com/FirstAvenue/status/1549866287572160512?s=20&amp;t=ao5ZnCmItlBG36PG3DRfTQ">Minneapolis venue, facing criticism for booking Chappelle, canceled his performance</a> for that evening. The same day, administrators for the game quidditch — a sport inspired by J.K. Rowling's "Harry Potter" novels — announced plans to change the sport's name to quadball, in part to distance the sport from the author, who has also faced criticism for controversial <a href="https://www.latimes.com/entertainment-arts/music/story/2022-07-05/macy-gray-catalog-jk-rowling-transphobic-comments">comments</a> about the trans community.These are just the latest examples of how organizations that enjoy the benefits of celebrity ties can draw scrutiny when the boldfaced names they're linked to face a public reckoning. To avoid damage from celebrities' public-relations missteps, companies and other organizations should be ready to sever ties with problematic endorsers, experts told Insider."Companies have the challenge of balancing their commitment to doing the right thing against making decisions that could potentially affect their bottom line," Angela J. Reddock-Wright, employment and labor law mediator and expert in diversity, equity, and inclusion issues, told Insider.<div type="image" title="Angela J. Reddock-Wright, labor law litigator and DEI expert" height="750" width="1000" msid="93091122" hostid="261"></div>Authenticity is the benchmark by which companies are judged, Reddock-Wright said. This is why, she added, companies must be driven by their mission and values.That's not always easy because for some celebs, getting into hot water seems to be a second job.Nine years ago, a former manager at Paula Deen's restaurants in Savannah, Georgia, sued the celebrity chef and television personality, alleging sexual and <a href="https://www.businessinsider.com/paula-deen-allegedly-admits-to-being-racist-2013-6">racial harassment</a>. The result: Deen, who admitted in a court deposition to <a href="https://www.cnn.com/2013/06/19/showbiz/paula-deen-racial-slur/index.html">using the N-word</a>, was <a href="https://www.businessinsider.com/report-food-network-drops-paula-deen-2013-6">dropped from her contract</a> with Food Network. Amid the controversy, big names including Walmart, Home Depot, QVC, and Target, followed suit, ending deals with the infamous "Butter Queen."Not all celebrities face that measure of corporate punishment.Chappelle has been dealing with the backlash from a <a href="https://www.businessinsider.com/netflix-dave-chapelle-closer-crisis-experts-couldve-avoided-it-2021-10">stand-up act streaming on Netflix</a> in which he asserts opinions many view as inflammatory, particularly toward LGBTQ communities. Some <a href="https://www.businessinsider.com/trans-netflix-employees-plan-walkout-over-chappelle-special-report-2021-10">Netflix employees staged a walkout</a> over their displeasure with the streaming service's decision to keep Chappelle on <keyword id="11892922" type="UNKNOWN" weightage="60" keywordseo="netflix" source="Orion">Netflix</keyword>.But aside from the recent cancellation in Minneapolis, he's still touring.And while Rowling has faced pushback — including <a href="https://www.insider.com/jk-rowling-harry-potter-stars-transphobic-comments-reactions-2020-6">from actors</a> in the "Harry Potter" movies — for her <a href="https://twitter.com/jk_rowling/status/1269382518362509313?s=20&amp;t=6_2Pw-VzaSwmaM1VHSUfvA">controversial tweets</a> about the <a href="https://twitter.com/jk_rowling/status/1269389298664701952?s=20&amp;t=Uem3k_VDKluOFOporMUPng">trans community</a>, there's been little measurable consequence. Losing the reference to the game of quidditch, invented in 2005, is likely only a symbolic hit.Even though Chappelle and Rowling appear more or less cancel-proof, experts say that doesn't mean organizations with ties to controversial celebrities can expect to always come through unscathed.Reddock-Wright and <a href="https://www.businessinsider.com/how-mckensie-mack-gave-mmg-employees-paid-sabbatical-2022-3">McKensie Mack</a>, an executive advisor and the CEO of <a href="https://www.mmg.earth/">MMG Earth</a>, which focuses on crisis and change management, said brands and organizations that hesitate to walk away from problematic celebs were taking a risk.<div type="image" title="McKensie Mack" height="697" width="930" msid="93091126" hostid="261"></div><h2>People can smell inauthenticity. Be real.</h2>In a survey of consumers from the public-relations giant Edelman, <a href="https://engageforgood.com/2018-edelman-trust-barometer-2/">64% of respondents</a> said they believed CEOs should take the lead on social change. But experts say inauthentic support can do more harm than good. Public outcry has caused brands to rush to the podium on sometimes divisive issues like Black Lives Matter, LGBTQ concerns, and <a href="https://www.businessinsider.com/abortion-rights-roe-v-wade-ceos-crisis-memo">abortion rights</a>.In a <a href="https://www.mlquadball.com/news/letters-from-founders">statement</a> following its rebrand, the founders of Major League Quadball said: "The name change indicates a firm stance with our trans players and members."Declarations like this demonstrate authenticity, Reddock-Wright said. It's easy for organizations to say they support a cause, but they need to show it, Reddock-Wright said. She pointed to steps that companies took following the 2020 police killing of George Floyd. Many companies donated money to civil-rights and other nonprofit organizations. Some companies took out advertisements expressing <a href="https://www.businessinsider.com/chief-diversity-inclusion-officer-george-floyd-fortune-500-twitter-netflix-2020-8">support for Black Lives Matter</a>."While this all was well and good, employees and consumers are now challenging the companies to demonstrate long-term, <a href="https://www.businessinsider.com/heres-what-anti-racist-actions-workers-want-their-ceos-take-2020-7">sustained commitments to these issues</a> by ensuring fairness and equity in hiring, promotions, board representation, and other issues within their organizations," Reddock-Wright said. Ultimately, companies cannot say they stand for one thing and align with someone who demonstrates another.<h2>Be internally inclusive</h2>In a <a href="https://twitter.com/FirstAvenue/status/1549866287572160512?s=20&amp;t=ao5ZnCmItlBG36PG3DRfTQ">written apology</a> for booking Chappelle, the First Avenue venue in Minneapolis said: "To staff, artists, and our community, we hear you, and we are sorry. We know we must hold ourselves to the highest standards, and we know we let you down."Reddock-Wright said while the venue surely lost money on the canceled show, it gained much more by way of credibility and brand loyalty.Mack said First Avenue's statement hit the right tone and indicated <keyword id="11893566" type="UNKNOWN" weightage="60" keywordseo="leadership" source="Orion">leadership</keyword> benefited from listening to diverse voices within the organization."It's important to keep in mind that often concerns around a person's problematic behavior don't start external to the company," Mack said. "In my experience, they often start within the company."

Anti-trans comments from Dave Chappelle and J.K. Rowling show the risk organizations face when celebrities go off script

New Delhi, Feb 3 () US fast food chain McDonald's has selected MMG Group chairman Sanjeev Agrawal as its new partner to operate its outlets in north and east India, the company said.
 The development comes almost nine months after McDonald's bought estranged partner Vikram Bakshi's 50 per cent stake in Connaught Plaza Restaurants Ltd (CPRL), a joint venture, which has the licence to run its restaurants in north and east India.
 A McDonald's spokesperson said Agarwal is the new partner of the company for the two markets.
 "Agrawal has a strong understanding and passion for the McDonald's brand, insights into the local market, and a proven track record of driving quality and innovation in the food and beverage and hospitality industries," said McDonald's Asia Director Corporate Relations Barry Sum.
 Agrawal (55) is the group Chairman of MMG Group, which has interests in bottling and marketing of soft drinks, oil and gas, hospitality, among others.
 MMG Group also controls Moon Beverages, which is among the key bottlers for American beverage maker Coca-Cola in north India from 1994 and is manufacturing and distribution of Coca Cola, Limca, Sprit, Maaza, Thums UP, Fanta, Minute Maid, Coke Zero &amp; Kinley.
 Sum added that Agrawal is the right strategic partner for McDonald's to grow its brand presence in north and east India.
 McDonald's, however, has not share the terms and condition of the agreement. 
 Agarwal could not be contacted till filing of the story.
 The company also refrained to comment on the ongoing matter between McDonald's and its former JV partner Vikram Bakshi before the National Company Law Appellate Tribunal (NCLAT), where state-run HUDCO has opposed sale/transfer of share by Bakshi to the fast food chain after settlement.
 "McDonald's remains a shareholder of CPRL, and continues to hold the shares that were acquired from Vikram Bakshi and his holding company in CPRL," said Sum, adding that Robert Hunghanfoo continues to head CPRL.
 In May last year, McDonald's had announced an out-of-court settlement agreeing to buy Bakshi's stake in their joint venture.
 The details of the pact, including financial terms, were not disclosed.
 They has approached the National Company Law Appellate Tribunal, to withdraw the suits, filed against each other, however, it was opposed by the state run Housing and Urban Development Corporation (HUDCO).
 HUDCO, which is claiming dues of Rs 194.98 crore from Bakshi and his related entities, in its intervention plea filed before the NCLAT, informed that notices regarding orders of the debt recovery tribunal (DRT) was already served to both the partner.
 HUDCO had contended that the said settlement is against the interim order passed by the DRT in a case pending against Vikram Bakshi.
 In September 2019, NCLAT had said it would review the settlement between fast food major McDonald's and its Indian partner Vikram Bakshi over the sale of his shares in Connaught Plaza Restaurants Ltd (CPRL).
 NCLAT had said the settlement reached between McDonald's and Bakshi was prima facie in violation of a DRT order. KRH ANS
ANS
ANS

McDonald's selects Sanjeev Agrawal as new partner for north, east India markets

<ul class="summary-list"><li>Before and after Roe v. Wade was overturned, some companies have said they would support employees seeking an <keyword id="11901426" type="UNKNOWN" weightage="60" keywordseo="abortion" source="Orion">abortion</keyword>.</li><li>Offering an abortion travel benefit isn't as simple as it sounds, especially when a company has an obligation to protect an employee's privacy.</li></ul>The Supreme Court decision to overturn Roe v. Wade is leaving questions for employers and their employees on what to do if an employee is seeking an abortion.Some major companies, like <a href="https://www.businessinsider.com/businesses-react-supreme-court-overturn-of-roe-v-wade-2022-6">Amazon and JPMorgan Chase</a>, have said they would pay for employees to travel to seek a safe and legal abortion. But even with the travel benefit, seeking an abortion isn't easy, especially in the 13 states where Legislatures passed trigger laws that <a href="https://www.businessinsider.com/trigger-laws-abortion-dobbins-jackson-supreme-court-first-13-2022-6">banned abortion as soon as</a> Roe v. Wade was overturned. <a href="https://www.theguardian.com/us-news/ng-interactive/2022/jun/28/tracking-where-abortion-laws-stand-in-every-state">Six states</a> have already banned abortion, and <a href="https://www.theguardian.com/us-news/ng-interactive/2022/jun/28/tracking-where-abortion-laws-stand-in-every-state">12 states</a> face either an imminent ban or severe restrictions.While some companies have come forward to support employees seeking an abortion, it's not as simple as that. Laws in the <keyword id="6357280" type="UNKNOWN" weightage="60" keywordseo="workplace" source="Orion">workplace</keyword> protecting pregnant people from discrimination and securing employment could face challenges from states banning abortions.Insider talked to workplace experts about what the decision means for pregnant employees in the workplace, and what it means for employers.<h2>Can an employer fire an employee if they find out the employee had an abortion?</h2>The <a href="https://www.eeoc.gov/pregnancy-discrimination#:~:text=The%20Pregnancy%20Discrimination%20Act%20(PDA,term%20or%20condition%20of%20employment.">Pregnancy Discrimination Act of 1978 (PDA)</a>, which was amended from <a href="https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964#:~:text=Title%20VII%20prohibits%20employment%20discrimination,religion%2C%20sex%20and%20national%20origin.">Title VII in the Civil Rights Act of 1964</a>, protects against discrimination and harassment in employment based on pregnancy, childbirth, or medical conditions related to pregnancy, but it does not specifically mention abortions. Guidance from the US Department of Labor indicates that abortions are protected from discrimination.The PDA does mention that employers don't have to cover the costs of an abortion except in certain circumstances (such as the mother's health being in danger, or complications arising from an abortion). Therefore, coverage against discrimination is uncertain under the PDA.But Michi McClure, chief compliance and privacy officer at <a href="https://heyfavor.com/">women's health and personal care website Favor</a>, argued that with the PDA, Congress covered the decision to receive an abortion, and that employers can't fire or refuse to hire a person for exercising their right to an abortion."If someone is fired for having an abortion, they could potentially win a lawsuit against the employer for wrongful termination under the Pregnancy Discrimination Act," McClure said.McKensie Mack, <a href="https://www.businessinsider.com/how-mckensie-mack-gave-mmg-employees-paid-sabbatical-2022-3">founder of research and change management firm MMG</a>, said we don't yet know how laws around abortion will be carried out from state to state. "At this point, most trigger laws restrict providers from providing abortions, and threaten fines and jail time for medical providers who offer abortions to patients in states where abortion is or is soon to be banned," Mack said.Mack argued that the Equal Employment Opportunity Commission protects all employees having an abortion, not having an abortion, or contemplating having an abortion. The EEOC is the agency that enforces federal laws making discrimination based on several factors, including pregnancy, illegal."This means it would be against the law for a director to pressure a direct report not to have an abortion, in order to keep a position, receive a promotion, or abide by the director's anti-abortion stance," Mack said. But, they noted that just because a law has not been passed and legislation has not be introduced to make abortion illegal, doesn't mean employees won't be discriminated against if they have an abortion.<h2>Can an employer fire an employee for having an abortion if it conflicts with the employer's religious or personal beliefs?</h2>Title VII protects employees from religious discrimination and harassment, too. "Employers would be hard-pressed to prove in a court of law that an individual of their own consent and volition having an abortion is somehow an expression of harassment or religious discrimination against another individual whose body and reproductive autonomy are not involved in that process, but that doesn't mean it can't happen," Mack said.<h2>How can an employee protect their privacy if they need to use their company's travel benefit, but don't want to disclose that they are seeking an abortion?</h2>When an employer offers to pay for abortion care travel, McClure said the company needs to protect the employee's privacy, while at the same time accurately documenting the expense to the business. "The business is obligated to ensure the funds are being spent as intended, which would not be possible without the employee disclosing the purpose of requesting said funds," McClure said.If an employee can pay for their own travel expenses, McClure said they can keep the information about their abortion private by taking paid time off.Sarah Raaii, an attorney at McDermott Will &amp; Emery who focuses on employee benefits, said in a statement that employers should be careful when considering how to offer abortion benefits to avoid conflict with federal laws around health care benefits."Incorporating abortion benefits into an employer's existing health plan might help mitigate worker privacy concerns," Raaii said, "since health plans are subject to the Health Insurance Portability and Accountability Act of 1996 (HIPAA)."If an employer or other people at the company find out an employee has had an abortion from means other than the employee disclosing the abortion themselves, Raaii told Insider it would raise privacy and HIPAA red flags. Employers are not permitted to look at confidential and protected health information.<h2>Overall, how is the workplace going to change for people who receive abortions or want to seek an abortion?</h2>The experience for employees seeking an abortion will differ from state to state as each Legislature decides what to do post-Roe.Raaii said employers who are concerned about employees' access to abortion services, should evaluate their options as soon as possible with legal counsel. "Depending on the intensity of the legislation, those who are already most vulnerable in our society, including women, queer and trans people, black and brown people, disabled folks, and folks living at or below the poverty line will be most at risk of facing termination or other forms of discrimination based on their commitment to their own bodily autonomy and reproductive freedoms," Mack said.

Legal experts argue your boss can't fire you for getting an abortion, but it's more complicated than that

<ul class="summary-list"><li>The Supreme Court overturned Roe v. Wade, which protected abortion rights.</li><li>Experts say <keyword id="11915157" type="UNKNOWN" weightage="60" keywordseo="ceos" source="Orion">CEOs</keyword> who've remained mute on the subject cannot afford to stay quiet any longer.</li></ul>Now that the Supreme Court has <a href="https://www.businessinsider.com/supreme-court-abortion-decision-final-ruling-scotus-roe-v-wade-2022-6">struck down</a> the landmark Roe v. Wade decision, many corporate leaders are going to have to weigh in with a written memo or statement.Abortion is a high-stakes issue for companies, which risk alienating workers, customers, suppliers, shareholders, and others by taking a public stance. Indeed, the majority of CEOs remained mute on the subject when the Supreme Court's <a href="https://www.politico.com/news/2022/05/02/read-justice-alito-initial-abortion-opinion-overturn-roe-v-wade-pdf-00029504">draft majority opinion</a> was <a href="https://www.politico.com/news/2022/05/02/read-justice-alito-initial-abortion-opinion-overturn-roe-v-wade-pdf-00029504">leaked</a> in May. Yet now that Roe v. Wade has been overturned, silence is not an option, experts say."Employers need to know that now is one of those critical moments in history where they are given a choice to actually demonstrate to themselves and the communities most impacted by the overturning of federal legislation protecting people's right to abortion who they really are," said <a href="https://www.businessinsider.com/how-mckensie-mack-gave-mmg-employees-paid-sabbatical-2022-3">McKensie Mack</a>, change management consultant and CEO of <a href="https://www.mmg.earth/">MMG EARTH</a>, which focuses on racial and social justice.The stakes have been raised in an instant so it's necessary — and urgent — for CEOs to articulate their stance in the form of a written memo or statement, experts said."This is a cultural and political issue, and corporations cannot afford to stay on the sidelines, " <a href="https://youtu.be/nQjNIvTiSJ4">Carla Bevins</a>, a professor of business communication at Carnegie Mellon University, told Insider before the Supreme Court handed down its decision. Companies that choose to stay silent do so to the detriment of employees relying on employers' benefits packages for abortions and aftercare. Experts say top CEOs are struggling to figure out how to respond effectively. Insider spoke with Bevins and <a href="https://www.jasondei.com/#:~:text=Founder%2C%20CAPE%20Inclusion-,Jason%20R.,up%20in%20over%20four%20industries.">Jason Thompson</a>, an executive coach, on what steps CEOs should take in crafting the perfect memo regarding the potential reversal of Roe v. Wade, abortion, and reproductive rights. They say CEOs should consider five critical components when drafting a memo — alignment with core values, communicating in a timely manner, concise messaging, appropriate tone, and the key components to include.<h2>Align with your values </h2>Before drafting a crisis memo, leaders must decide what position to take. According to Thompson, the most important thing CEOs can do right now is review their vision and mission statements and make sure that whatever they do aligns with that.The murder of George Floyd was a watershed moment in America, forcing CEOs to commit to racial justice. Following the incident, Boston Scientific CEO, Michael Mahoney, addressed the incident in an <a href="https://www.businessinsider.com/how-companies-should-address-george-floyd-death-minnesota-2020-5">open letter to employees that was a case study in how leaders should address hot-button issues in alignment with their values.</a> "George Floyd's death reflects deeply ingrained, long-standing divisions in our society," Mahoney wrote. The CEO went on to write that the executive committee felt "compelled" to "reaffirm our commitment to live by our values and cultivate a workplace that makes equality, diversity and openness priorities — a workplace that sets an example for the greater community." Other CEOs who need to address controversial issues should take note of his letter, Thompson said."What gets people in trouble is inconsistent messaging. If you say you're committed to the community, for example, and you don't speak out on community-centered issues, you have done nothing to convince us that you're living your values," Thompson said. <h2>Timely communication</h2>No matter where a company comes down on an issue, timely communication is essential. "As a company, you and your communications management team want to have control of the message you're sending out," Bevins said. "It's incredibly important to have a timely message and to be clear and transparent with where you stand — even if the stance is 'We don't have a clear position at this point, we are looking into it.' It's essential that companies clearly articulate their position in a timely manner," she said.<h2>Clear, concise, upfront messaging</h2>Memos should be brief, jargon-free, and clearly written to a specified audience. A memo should be one page, max, and straight to the point. "Identify two or three key points you want to cover. Bullet points can be very effective," Bevins said.Your reader needs to quickly understand the content of the memo and make a decision based on that information. "Be very judicious with the information you include," Bevins said, warning that it's not a time to add fluff. "You want to make sure that you are sharing only the key pieces of information that your audience needs."<h2>Measured tone</h2>Use a tone appropriate to the information you convey, consider your audience, and think carefully about how your words come across to them. "You don't want to come off unfeeling, especially with this issue. Leaders have to be very empathetic and caring with the tone of their message," Bevins said.When COVID-19 stay-at-home orders were lifted, companies faced the uncharted challenge of returning employees to physical work locations amid an ongoing public-health crisis. Amazon CEO Andy Jassy met the challenge by sending <a href="https://www.businessinsider.com/andy-jassy-memo-return-to-office-leadership-case-study-2021-10">a company-wide memo</a> explaining return-to-office plans in a way communications consultants described as powerful, timely, authentic, and empathetic in tone."We've never been through something like this before, and hope we never encounter it again," Jassy wrote in the 850-word memo. "When are we really going back to the office, what will that really be like, how will I allocate my time between the office and home, how will others do it?" When employees "see a question that looks like a question they've been asking, they know that the CEO is hearing the voice of the employee," Suzanne Bates, the author of "<a href="https://affiliate.insider.com?u=https%3A%2F%2Fwww.amazon.com%2FSpeak-Like-CEO-Commanding-Attention%2Fdp%2F007145151X%3Ftag%3Dbiauto-51074-20" rel="nofollow sponsored noindex">Speak Like a CEO</a>" and a managing director and partner at the <keyword id="11893566" type="UNKNOWN" weightage="60" keywordseo="leadership" source="Orion">leadership</keyword> consultancy <a href="https://bts.com/">BTS,</a> said in an interview with Insider. "They think, 'The CEO is attuned to what we're talking about.'"Where possible, communications teams should use language to echo the company's mission and vision statements. "I always try to come up with the words so the language overlaps. Whether or not people agree with your stance, when questioned, you can say, 'This is consistent with our mission and vision and how we see ourselves as an organization,'" Thompson said.<h2>Include key components </h2>Memos are divided into segments to organize the information clearly and help achieve the writer's purpose. Bevins outlined the critical components for a clean memo:<ul><li>Heading Segment: To, From, Date, Subject. Be specific and concise in your subject line.</li><li>Opening Segment: Include the purpose, context, problem, and the specific assignment or task of the memo. </li><li>Task Segment: Describe what you are doing to solve the problem. Avoid insignificant details.</li><li>Discussion Segment: Include all the details that support your ideas. Include solid points and evidence.</li><li>Closing Segment: Close with a courteous ending stating the action you want your reader to take. </li><li>Attachments: Provide detailed data at the end of your memo (lists, graphs, tables, etc.).</li></ul>For Mack, the diversity consultant, now that Roe has fallen, the need for leaders to weigh in is clear: "We often say that if we had been alive during the pinnacle of the Civil Rights Movement, abolitionist movements during the Civil War, the fight for human rights for people with HIV/AIDS, we would hope to be the kind of people that would wield our power and privilege — no matter how much or how little — to do the right thing and advocate for people being targeted by destructive and violent legislation."This story was originally published in May 2022.

With Roe overturned, CEOs can't afford to stay silent. Here are 5 things to consider when drafting a memo on the abortion decision.

<ul class="summary-list"><li>Some companies will cover travel so workers can seek abortions in states where they're allowed.</li><li>HIPAA, the privacy law, would offer little protection to those who circumvented anti-abortion laws.</li></ul>Even before the Supreme Court threw out constitutional protections for the right to an <keyword id="11901426" type="UNKNOWN" weightage="60" keywordseo="abortion" source="Orion">abortion</keyword>, some large companies had lined up to say they would give employees time off and cover travel costs to facilitate the procedures.But making good on those pledges <a href="https://www.hselaw.com/news-and-information/legalcurrents/2678-overview-of-legal-issues-in-covering-abortion-related-travel-expenses">could bring challenges</a> for employers and for workers.Companies' efforts to sort through the legal morass resulting from the <a href="https://www.businessinsider.com/supreme-court-abortion-decision-final-ruling-scotus-roe-v-wade-2022-6">decision</a> to jettison Roe v. Wade after nearly 50 years is an urgent matter in about a dozen states, where legislatures have passed so-called <a href="https://www.businessinsider.com/trigger-laws-abortion-dobbins-jackson-supreme-court-first-13-2022-6">trigger laws</a> that banned abortion automatically when Roe fell. In <a href="https://www.theguardian.com/us-news/ng-interactive/2022/jun/28/tracking-where-abortion-laws-stand-in-every-state">eight states</a>, abortion is already illegal; in another 10 it's on track to become illegal or face heavy restrictions. Some large employers, including <a href="https://www.businessinsider.com/businesses-react-supreme-court-overturn-of-roe-v-wade-2022-6">Starbucks, Citi, Amazon, and CVS</a>, have said they would reimburse employees' travel costs and allow time off for workers in <a href="https://www.businessinsider.com/louisianas-abortion-trigger-ban-temporarily-blocked-by-judge-2022-6">trigger-ban states</a> to seek abortions elsewhere. But it remains unclear how states might <a href="https://www.nytimes.com/2022/06/24/us/abortion-travel-bans.html">seek to limit</a> pregnant people traveling to other states to get abortions or how states might make it difficult for employers to offer travel-for-care benefits. A group of lawmakers in Texas, for example, has proposed banning companies that offer to pay for their workers' abortion care. And even if travel is possible, experts say the potential need for some people seeking abortions to disclose their intentions to an employer could create added emotional strain. <a href="https://www.businessinsider.com/how-mckensie-mack-gave-mmg-employees-paid-sabbatical-2022-3">McKensie Mack</a>, a consultant and the CEO of <a href="https://www.mmg.earth/">MMG Earth</a>, which focuses on racial- and social-justice issues, said some companies offering travel benefits could face <a href="https://www.reuters.com/world/us/legal-clashes-await-us-companies-covering-workers-abortion-costs-2022-06-26/">legal fights</a>. "Legislation from state to state will differ," Mack said.Insider spoke with experts about what a post-Roe America could look like. They offered insights on how employers should administer abortion benefits to maintain worker privacy, and how leaders could support employees seeking an abortion amid a fractious political environment.<h2>What a post-Roe America means for workers</h2>With the high court's reversal of Roe v. Wade, some conservative-leaning states could <a href="https://www.cnn.com/2022/04/23/politics/abortion-out-of-state-legislation/index.html">direct legal action</a> toward people seeking abortions out of state, though it's not certain whether such measures would be feasible. And states such as New York and California are <a href="https://www.latimes.com/politics/story/2022-06-24/newsom-signs-bill-protecting-california-abortion-providers-from-civil-liability">taking steps</a> to protect in-state abortion providers from liabilities that other states might seek to impose. Texas and Oklahoma allow private citizens to sue people who provide abortions or who help a patient obtain one. Lawmakers in <a href="https://www.texastribune.org/2022/03/24/texas-abortion-law-legal-challenges/">Idaho</a> and Missouri have <a href="https://www.washingtonpost.com/politics/2022/03/08/missouri-abortion-ban-texas-supreme-court/">weighed similar legislation</a>. Experts predict the tactic could gain traction now that Roe has been overturned. This could complicate matters for employers pledging to cover interstate travel for employees to obtain the procedure.Political leaders could look to undercut abortion access in other ways, too. Fourteen Texas Republican lawmakers said they'd seek to <a href="https://www.texastribune.org/2022/05/23/texas-companies-pay-abortions/">ban companies</a> that helped employees get abortions outside the state. This could create complications for companies like Goldman Sachs, which has agreed to cover travel expenses for abortion-seeking staff, and has plans to <a href="https://www.bloomberg.com/news/articles/2022-06-22/goldman-sachs-plans-office-tower-in-dallas-for-5-000-employees#xj4y7vzkg">expand in Texas</a>. Some states with rules in place that prohibit abortion could seek to limit medical abortions, which rely on pills to end a pregnancy. In some cases, a patient meets with a prescriber via telemedicine and, if a medical abortion is feasible, the prescription arrives in the mail. Some who are pregnant might even try to <a href="https://www.cnbc.com/2022/06/27/women-in-states-that-ban-abortion-will-still-be-able-to-get-abortion-pills-online-from-overseas.html">order pills from abroad</a>. Companies that pay for employees to cross state lines for an abortion might not be the only ones penalized. Employers that offer abortion care in their health plans would be forced to retract those benefits in states that ban the procedure, said <a href="https://www.thelmaduffey.com/">Thelma Duffey</a>, the chair of the Department of Counseling at the University of Texas at San Antonio.This complex patchwork of laws might inform women's employment choices and force families to make difficult decisions about where to live and work, Duffey said."In a post-Roe workforce, women will have to consider in which states they want to live and what companies or organizations they want to work for. Some businesses may even choose to relocate to other states," Duffey said. For employees unable to obtain a desired abortion, their well-being and work performance could suffer."Research has demonstrated that people who are denied abortions are likely to experience greater symptoms of depression, anxiety, and stress," said <a href="https://www.linkedin.com/in/taunyatinsley/">Taunya Marie Tinsley</a>, a <keyword id="11893566" type="UNKNOWN" weightage="60" keywordseo="leadership" source="Orion">leadership</keyword> coach who serves as the chair of the American Counseling Association’s Antiracism Commission. "An <keyword id="11998397" type="UNKNOWN" weightage="60" keywordseo="abortion-ban" source="Orion">abortion ban</keyword> may also result in lower life satisfaction and self-esteem."<h2>Administering abortion benefits with 'dignity and autonomy'</h2>For companies pledging to cover travel expenses for employees living in places such as Arkansas, Tennessee, and Texas, it's uncertain how companies might administer these benefits, and how employees might access them.Duffey said employers must be intentional to provide benefits in a way that maintains the "dignity and autonomy" of those who need it. "Employees should be entitled to complete privacy regarding all healthcare — including abortion," Duffey said.But the federal health privacy law known as HIPAA would offer <a href="https://news.bloomberglaw.com/health-law-and-business/abortion-patients-have-a-limited-privacy-shield-hipaa-explained">little protection</a> to patients who circumvented state anti-abortion laws. Nevertheless, Mack said, this reality shouldn't lower the bar of confidentiality for employers. "Employers should offer expansive travel benefits for all medical procedures without the requirement of disclosure as to the specific procedure being conducted," Mack said. Many employer plans already cover workers' travel expenses for other out-of-state healthcare procedures that aren't locally available. Mack said that ideally abortion-related travel would be tucked into existing policies. "Employers should offer expansive travel benefits for all medical procedures without the requirement of disclosure as to the specific procedure being conducted," Mack said.<h2>Supporting employee well-being in a complex environment </h2>Even before the Roe decision, some employees faced obstacles for obtaining reproductive health and well-being services. For example, only 10% of new mothers have designated breaks to support breastfeeding. And 17% have support for breastfeeding from supervisors or coworkers, a <a href="https://journals.sagepub.com/doi/10.1177/2165079919890358">2020 study</a> found. Mack maintained that not requiring employees to disclose the care they're seeking is the best way to protect the well-being of an employee seeking an abortion — as another obstacle could emerge for women who have to come forward and talk to managers about the healthcare they're seeking. "It helps to model an approach to benefits at work that do not require surveillance of staff and employees. It also helps to completely bypass stigma relating to abortion in the event that an HR rep might deny a request for travel based on their own anti-abortion stance," Mack said.Tinsley suggested that employers take several steps to protect the emotional, psychological, and physical well-being of employees in a post-Roe workplace:<ul><li>Provide training for leaders, managers, and staff within the organization on mental health, the effect of an abortion ban on mental health, and the effect on different people, families, and groups.</li><li>Work with local professional counselors or state and national counseling organizations. </li><li>Conduct info sessions on confidentiality, HIPAA, protected health information, and legal issues on employer-covered group health plans, including abortion.</li><li>Provide employee-assistance programs that include education, counseling, and legal support.</li></ul>A post-Roe world will result in complex and even dangerous reverberations for employees bearing unwanted pregnancies, Mack said, adding, "It's time for leaders in workplaces across the United States to fight just as hard for their staff as their staff has worked for them."

Companies are offering to cover workers' travel costs for abortions. But doing that could be difficult &mdash; and hard on workers.

<ul class="summary-list"><li>The Supreme Court overturned Roe v. Wade, which protected abortion rights.</li><li>Companies like <keyword id="11928905" type="UNKNOWN" weightage="60" keywordseo="paypal" source="Orion">PayPal</keyword> and <keyword id="11948241" type="UNKNOWN" weightage="60" keywordseo="pwc" source="Orion">PwC</keyword> shared their memos to workers about the decision.</li></ul>ow that the Supreme Court has<a href="https://www.businessinsider.com/supreme-court-abortion-decision-final-ruling-scotus-roe-v-wade-2022-6"> struck down</a> the landmark Roe v. Wade decision, many corporate leaders are going to have to weigh in with a written memo or statement.Abortion is a difficult issue for companies, which risk alienating workers, customers, suppliers, shareholders, and others by taking a public stance. Many <keyword id="11915157" type="UNKNOWN" weightage="60" keywordseo="ceos" source="Orion">CEOs</keyword> remained quiet on the subject when the Supreme Court's<a href="https://www.politico.com/news/2022/05/02/read-justice-alito-initial-abortion-opinion-overturn-roe-v-wade-pdf-00029504"> draft majority opinion</a> was<a href="https://www.politico.com/news/2022/05/02/read-justice-alito-initial-abortion-opinion-overturn-roe-v-wade-pdf-00029504"> leaked</a> in May. Yet now that Roe v. Wade has been overturned, silence is not an option, experts say."Employers need to know that now is one of those critical moments in history where they are given a choice to actually demonstrate to themselves and the communities most impacted by the overturning of federal legislation protecting people's right to abortion who they really are," said<a href="https://www.businessinsider.com/how-mckensie-mack-gave-mmg-employees-paid-sabbatical-2022-3"> McKensie Mack</a>, change-management consultant and CEO of<a href="https://www.mmg.earth/"> MMG EARTH</a>, which focuses on racial and social justice.Corporate leaders have begun speaking out. In an internal memo shared with Insider, Lisa Ross, US CEO of the PR giant <keyword id="12990232" type="UNKNOWN" weightage="60" keywordseo="edelman" source="Orion">Edelman</keyword>, condemned the ruling. She wrote that the high court's decision could lay the groundwork for rolling back same-sex marriage and birth control. "It's not lost on me that on the heels of Juneteenth and the culmination of Pride Month, times where we honor historically marginalized communities, the Court's decision represents another assault on human rights. In this very difficult environment, please take care of yourselves," Ross wrote.PayPal CEO Dan Schulman weighed in as well in an internal memo that was posted to the <a href="https://newsroom.paypal-corp.com/2022-06-25-update-on-roe-v-wade-and-supporting-our-us-employees">company website</a>. "[The decision] allows for potentially widespread restrictions to reproductive healthcare access to immediately go into effect in states across the country," he wrote. "I understand the anxiety and concern that many of you and your families may be feeling at this moment. I want to be clear: caring for our employees is our highest priority. As a company, we are fully committed to ensuring that our U.S.-based employees have equitable access to the healthcare and benefits that they and their families need," Schulman wrote. Others have taken a more middle-of-the-road approach. In a memo shared with Insider, PwC's US CEO Tim Ryan said: "We are a diverse firm in every sense of the word — from gender and race to our backgrounds, religious beliefs, personal experiences, hobbies, and our politics. It is that very diversity that makes us better," he wrote. "One thing that we do have in common, however, is our values — and specifically, our care and respect for each other." CEOs can't afford to stay on the sidelines on the issue of abortion, <a href="https://youtu.be/nQjNIvTiSJ4">Carla Bevins</a>, a professor of business communication at Carnegie Mellon University, told Insider before the Supreme Court handed down its decision. Companies that choose to remain silent do so to the detriment of employees relying on employers' benefits packages for abortions and aftercare, she said Experts say top CEOs are struggling to figure out how to respond effectively. Insider spoke with Bevins and<a href="https://www.jasondei.com/#:~:text=Founder%2C%20CAPE%20Inclusion-,Jason%20R.,up%20in%20over%20four%20industries."> Jason Thompson</a>, an executive coach, on what steps CEOs should take in crafting the perfect memo regarding the potential reversal of Roe v. Wade, abortion, and reproductive rights. They say CEOs should consider five critical components when drafting a memo: alignment with core values, communicating in a timely manner, concise messaging, appropriate tone, and the key components to include.<h2>Align with your values </h2>Before drafting a crisis memo, leaders must decide what position to take. According to Thompson, the most important thing CEOs can do right now is review their vision and mission statements and make sure that whatever they do aligns with that.The murder of George Floyd was a watershed moment in America, forcing CEOs to commit to racial justice. Following the incident, Boston Scientific CEO, Michael Mahoney, addressed the incident in an <a href="https://www.businessinsider.com/how-companies-should-address-george-floyd-death-minnesota-2020-5">open letter to employees that was a case study in how leaders should address hot-button issues in alignment with their values.</a> "George Floyd's death reflects deeply ingrained, long-standing divisions in our society," Mahoney wrote. The CEO went on to write that the executive committee felt "compelled" to "reaffirm our commitment to live by our values and cultivate a workplace that makes equality, diversity and openness priorities — a workplace that sets an example for the greater community." Other CEOs who need to address controversial issues should take note of his letter, Thompson said."What gets people in trouble is inconsistent messaging. If you say you're committed to the community, for example, and you don't speak out on community-centered issues, you have done nothing to convince us that you're living your values," Thompson said. <h2>Timely communication</h2>No matter where a company comes down on an issue, timely communication is essential. "As a company, you and your communications management team want to have control of the message you're sending out," Bevins said. "It's incredibly important to have a timely message and to be clear and transparent with where you stand — even if the stance is 'We don't have a clear position at this point, we are looking into it.' It's essential that companies clearly articulate their position in a timely manner," she said.<h2>Clear, concise, upfront messaging</h2>Memos should be brief, jargon-free, and clearly written to a specified audience. A memo should be one page, max, and straight to the point. "Identify two or three key points you want to cover. Bullet points can be very effective," Bevins said.Your reader needs to quickly understand the content of the memo and make a decision based on that information. "Be very judicious with the information you include," Bevins said, warning that it's not a time to add fluff. "You want to make sure that you are sharing only the key pieces of information that your audience needs."<h2>Measured tone</h2>Use a tone appropriate to the information you convey, consider your audience, and think carefully about how your words come across to them. "You don't want to come off unfeeling, especially with this issue. Leaders have to be very empathetic and caring with the tone of their message," Bevins said.When COVID-19 stay-at-home orders were lifted, companies faced the uncharted challenge of returning employees to physical work locations amid an ongoing public-health crisis. Amazon CEO Andy Jassy met the challenge by sending <a href="https://www.businessinsider.com/andy-jassy-memo-return-to-office-leadership-case-study-2021-10">a company-wide memo</a> explaining return-to-office plans in a way communications consultants described as powerful, timely, authentic, and empathetic in tone."We've never been through something like this before, and hope we never encounter it again," Jassy wrote in the 850-word memo. "When are we really going back to the office, what will that really be like, how will I allocate my time between the office and home, how will others do it?" When employees "see a question that looks like a question they've been asking, they know that the CEO is hearing the voice of the employee," Suzanne Bates, the author of "<a href="https://affiliate.insider.com?u=https%3A%2F%2Fwww.amazon.com%2FSpeak-Like-CEO-Commanding-Attention%2Fdp%2F007145151X%3Ftag%3Dbiauto-51074-20" rel="nofollow sponsored noindex">Speak Like a CEO</a>" and a managing director and partner at the <keyword id="11893566" type="UNKNOWN" weightage="60" keywordseo="leadership" source="Orion">leadership</keyword> consultancy <a href="https://bts.com/">BTS,</a> said in an interview with Insider. "They think, 'The CEO is attuned to what we're talking about.'"Where possible, communications teams should use language to echo the company's mission and vision statements. "I always try to come up with the words so the language overlaps. Whether or not people agree with your stance, when questioned, you can say, 'This is consistent with our mission and vision and how we see ourselves as an organization,'" Thompson said.<h2>Include key components </h2>Memos are divided into segments to organize the information clearly and help achieve the writer's purpose. Bevins outlined the critical components for a clean memo:<ul><li>Heading Segment: To, From, Date, Subject. Be specific and concise in your subject line.</li><li>Opening Segment: Include the purpose, context, problem, and the specific assignment or task of the memo. </li><li>Task Segment: Describe what you are doing to solve the problem. Avoid insignificant details.</li><li>Discussion Segment: Include all the details that support your ideas. Include solid points and evidence.</li><li>Closing Segment: Close with a courteous ending stating the action you want your reader to take. </li><li>Attachments: Provide detailed data at the end of your memo (lists, graphs, tables, etc.).</li></ul>For Mack, the diversity consultant, now that Roe has fallen, the need for leaders to weigh in is clear: "We often say that if we had been alive during the pinnacle of the Civil Rights Movement, abolitionist movements during the Civil War, the fight for human rights for people with HIV/AIDS, we would hope to be the kind of people that would wield our power and privilege — no matter how much or how little — to do the right thing and advocate for people being targeted by destructive and violent legislation."This story was originally published in May 2022.

Paypal, PwC, Edelman share internal employee memos about Roe overturn. Here are 5 things to consider when drafting a memo on the abortion decision.

New Delhi, Feb 3 () Following are the top business stories at 1800 hours:-
 
DCM21 LSQ-BANK FRAUDS
Banks, select financial institutions report frauds involving Rs 1.13 lakh crore in H1 of FY20: Sitharaman
New Delhi: Frauds involving Rs 1,13,374 crore were reported by banks and select financial institutions in the first half of the current financial year, Finance Minister Nirmala Sitharaman told Parliament on Monday. 
 
DEL68 BIZ-TAX-REVENUE SECY
New tax structure gives option to save tax: Revenue Secy
New Delhi: The new lower income tax rates offered in the Budget 2020-21 will leave more cash in the hands of those who do not wish to make compulsory investments to save tax, said Revenue Secretary Ajay Bhushan Pandey.
 
DCM23 BIZ-FITCH-BUDGET
Fitch predicts India's FY21 GDP growth at 5.6 pc
New Delhi: Fitch Ratings on Monday said India is expected to clock a GDP growth of 5.6 per cent in the next financial year, lower than the projection made by the government's Economic Survey, as Budget 2020 has not "materially altered" its view on the country's growth outlook. 
 
DEL58 BIZ-LD-STOCKS
Sensex, Nifty recover from budget despair as manufacturing data raise hopes
Mumbai: Stock markets recovered from the budget blues on Monday with the benchmark index Sensex closing higher by 137 points after a survey showed manufacturing activity soared to an eight-year high on new orders.
 
DCM36 BIZ-LD AIRINDIA PRIVATISATION-STAFF
Buyers of Air India, BPCL not to get free hand to shed excess staff: DIPAM secretary
New Delhi:Buyers of loss-making airline Air India and oil firm Bharat Petroleum Corporation Ltd (BPCL) will not get a free hand to shed excess workforce as the government will build in certain protection to employees in the share sale agreement, DIPAM Secretary Tuhin Kanta Pandey said.
 
DCM25 LSQ-ECONOMY RECESSION
Economy not in recession: Anurag Thakur
New Delhi: The government on Monday said the economy is not in recession and India recorded the highest average growth among the G-20 nations during 2014-19.
 
DCM17 BIZ-MCDONALDS-PARTNER
McDonald's selects Sanjeev Agrawal as new partner for north, east India markets
New Delhi: US fast food chain McDonald's has selected MMG Group chairman Sanjeev Agrawal as its new partner to operate its outlets in north and east India, the company said. 
 
DEL63 BIZ-RUPEE-CLOSE
Rupee settles 3 paise down at 71.35 against US dollar
Mumbai: The rupee pared early losses to settle 3 paise down at 71.35 against the US dollar on Monday, tracking recovery in domestic equities and easing crude oil prices.
 
DCM24 BIZ-THAKUR-LIC
Interest of LIC policyholders will be protected, says Anurag Thakur
New Delhi: The government will protect the interest of policyholders of LIC, which is likely to go public in the next financial year, Minister of State for Finance Anurag Thakur has said. 
 

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Business Highlights

Facing pressure on their cash flows in the wake of flight cancellations by airlines due to novel <keyword id="1754604" type="PERSON" weightage="20" keywordseo="coronavirus">coronavirus</keyword> (COVID-19) pandemic, private airport operators have pitched for putting a moratorium on revenue share for at least three months and levy a fee on air tickets to cover the expenses made towards deploying additional resources for screening international travellers. While GMR group-led <keyword id="154311" type="COMPANY" weightage="20" keywordseo="Delhi-International-Airport">Delhi International Airport</keyword> Pvt Ltd (DIAL) is required to share 45.99 per cent of its gross revenue with state-owned Airports <keyword id="188818" type="COMPANY" weightage="20" keywordseo="Authority-of-India">Authority of India</keyword> (AAI), the concession agreement with Mumbai International Airport Pvt Ltd (MIAL) requires the firm to part with 38.7 per cent of its revenue with the government agency. The airports body representing seven private operators has in a letter to Civil Aviation Secretary PS Kharola has said that both aeronautical and non-aeronautical revenues have been affected due to flight cancellations by domestic and international airlines in the past few weeks. Further, many of their concessionaires such as food and beverage (F&amp;B) service providers could default in the event of crisis continuing. "Reduced passengers at airports have adversely impacted the non-aero revenues due to less sales at F&amp;B and retail outlets. Non-aero concessionaires have already started asking for reduced revenue share or MMG which in turn will impact airport operatorsa revenues," <keyword id="496533" type="COMPANY" weightage="20" keywordseo="Association-of-Private-Airports">Association of Private Airports</keyword> Operators (APAO) has said in its communication to the nodal <keyword id="58151" type="COMPANY" weightage="20" keywordseo="civil-aviation-ministry">Civil Aviation Ministry</keyword>. The APAO said that ensuring compliance with government advisories on screening of passengers has required airports to significantly beef up its manpower deployment at airports as well as make expenditure on various items like masks, sanitisers and floor cleaners. "Given our focus on passenger convenience especially at such a juncture, significant time and effort is being spent by senior management at all these airports. Infrastructure placed by airports are of fixed nature and not flexible in response to such fluctuations in passenger demand. Corresponding financial burden is also of fixed nature in terms of interest outgo and various other expenses," the industry body has said. The operators which include firms managing the country's main aviation gateways like Delhi, Mumbai, Hyderabad and Bangalore have pitched for provisioning of an "airport operator alleviation package" to meet its additional expenditure. APAO has argued that airports are facing immediate cash flow pressures in the wake of flights cancelled by airlines but it does not have flexibility to reduce operating expense given that they are fixed in nature. It noted that while airlines can choose to cancel flights or relocate their aircraft to other markets to reduce operating costs, airports face immediate cash flow pressures with limited ability to reduce fixed costs and few resources to fund capacity expansion efforts for longer-term future growth. "For privately held airports, the situation is even worse as they do not benefit from relief measures but are obliged to continue paying concession fees," said the airports grouping. With coronavirus spreading to nearly 110 countries and India quarantining itself by suspending all visas except few categories, travel, aviation and tourism sectors have been worst hit. Many of the travel industry bodies have urged the government to provide a relief package to reduce the adverse impact. In order to address the growing severity of the coronavirus and ensure sustainability of operations for airport operators, the private airports have suggested close cooperation mechanism between industry and policy stakeholders. The operators have suggested to allow the levying of a nominal passenger facilitation charge as part of airline fares to cover increased operating expenses being incurred by the operators and provisioning of an "airport operator alleviation package". "The government may decide certain routes or all routes for imposing an additional fee on air tickets," an airport executive said.

Coronavirus: Airports want to shut down and later levy a Corona fee to cover expenses

<div class="KonaFilter image-container display-table float_right"><div><div class="image"></div></div></div>Goldman Sachs confirmed its intention to kill off Bloomberg's chat system with the acquisition of <a href="http://www.symphony.com/product-overview/">a company called Symphony</a> on Wednesday. 
Thirteen <a href="http://www.symphony.com/press-release/">other institutions, including JPMorgan Chase and Morgan Stanley, were involved</a> in the $66 million purchase, a move that will likely turn heads at Bloomberg, which has largely dominated the market for a financial sector communications tool.
Banks have been whining about the cost of Bloomberg's $20,000 terminals for a long time, but setting up their own systems probably won't be a huge money-saver. Privacy is the massive elephant in the room here.
The issue is Bloomberg's blunder over reporter access to chat rooms. Last year it was revealed that Bloomberg reporters <a href="http://www.businessinsider.com/bloomberg-news-goldman-2013-5">had been accessing anonymous trader chat rooms without identifying themselves</a>: The massive firm tries to focus on financial services and cutting-edge reporting, but those two do not always seem to mix. 
It seems several several banks are still concerned about privacy issues, even after Bloomberg's own investigation <a href="http://www.businessinsider.com/bloomberg-reporters-in-trader-chatrooms-2013-8">found that the reporters were not using the discussions as direct material</a> in articles. The system Goldman and the other institutions have now purchased is not just safe from reporters - it's designed to be safe from just about everyone.
Bloomberg terminals offer a lot of other features, but the messaging aspect creates a network that it's hard to disengage from, so new systems could weaken the company's hold on the market. David Rho at MMG Partners also <a href="http://online.wsj.com/articles/goldman-sachs-led-group-near-deal-to-buy-messaging-startup-perzo-1411584758">told the Wall Street Journal</a> that if Bloomberg lost their message system domination, they could be forced to reprice their terminals. 
There's another aspect to the security discussion that might soon crop up. Perzo, the private communications service that Symphony will use, is designed to be incredibly secure. As <a href="http://www.businessinsider.com/perzo-2013-11#ixzz3EyVytLTx">Business Insider's Dylan Love reported back in November</a>, before it was clear that Perzo would be used for financial services "It's designed in such a way that any third party, Perzo included, can't decode the messages." 
That was considered to be a great defense against any national agencies that might want to look at your communications. But it's not clear what it would mean if a regulator wanted to look into Goldman employees' message history. The system will be <a href="http://www.symphony.com/blog/new-company-new-way-communicate-symphony/?utm_source=t.co&amp;utm_medium=social&amp;utm_content=1&amp;utm_campaign=announcement&amp;utm_term=David">ready in mid-2015</a>, so it probably won't be long before we find out.

Goldman Just Bought An Encrypted Messaging System That's Going To Be A Bloomberg Killer

<div class="KonaFilter image-container display-table float_right"><div><div class="image on-image">Frederick M. Brown/Getty ImagesNicki Minaj with her rapper-boyfriend, Meek Mill.</div></div></div>First, Nicki Minaj and Taylor Swift were <a href="http://www.businessinsider.com/nicki-minaj-and-taylor-swift-fight-on-twitter-2015-7">going back and forth on Twitter</a> late Tuesday about Swift taking Minaj's comments personally about being snubbed for certain MTV Music Video Awards.Then last night, just before midnight, Nicki Minaj's boyfriend, rapper Meek Mill, provided a big distraction from that issue.It began with some tweets from Mill about his album sales. However, it quickly escalated into another issue that set Twitter on fire. <h2>Shots Are Fired</h2>Meek Mill went after Drake, claiming the latter doesn't write his own songs. Mill gained over 110,000 retweets and 80,000 favorites in the process. <h2>Context</h2>Drake was featured on a song called "R.I.C.O" on Mill's latest album, <a href="https://itunes.apple.com/us/album/dreams-worth-more-than-money/id1011549230">Dreams Are Worth More Than Money</a>, which was released on June 29th.Supposedly, at least in Mill's mind, Drake didn't spread the news about the new album because of this newly unveiled knowledge...The lyrics on the guest verse, although allegedly not written by Drake himself, touched some nerves for Mill in regards to his relationship with girlfriend Nicki Minaj.<h2>Nicki Minaj &amp; Drake</h2>In Nicki Minaj's Anaconda video that came out last year (which was was just nominated for Best Female Video and Best Hip Hop Video in MTV's Music Video Awards), Minaj had some "intimate" moments with Drake. The two have had <a href="http://www.capitalxtra.com/artists/drake/lists/nicki-minaj-relationship-history/">rumored romantic history</a> as well. That seems to be another factor.<h2><div class="KonaFilter image-container display-table"><div><div class="image on-image">Larry Busacca/Getty Images</div></div></div></h2><h2>Drake's Response</h2>Drake, who has not tweeted since July 10th, has yet to issue a response.<h2>Rick Ross Tries To Respond</h2>Mill is signed to Rick Ross' record label Maybach Music Group. Ross tried to offer his support, but either himself or his social media team made a big blunder. The error was fixed, but not before it was screenshotted. It's spread since and doesn't help the PR for MMG's label.<h2>"If I'm going down, I'm bringing everyone else with me"</h2>Mill had no hesitancy in keeping this argument just between him and Drake, which could escelate to some further problems and drama. Jay-Z's name was even thrown into the ring. Mill claims he would do the same to anyone who did what he claims Drake did.<h2>Twitter Reacts</h2>Users had a field day with the battle on Twitter, mostly taking sides with Drake.<h2>The Rant Continues</h2>Mill kept going on a further rant. <h2>Temporary Ending</h2>Despite it all, Mill seems pretty confident in his rant. We'll see what happens next.

You Searched For "mmg" and got 12 results

How the leader of a 20-person diversity education firm gave all their employees a 30-day paid sabbatical

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McDonald's selects Sanjeev Agrawal as new partner for north, east India markets

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Legal experts argue your boss can't fire you for getting an abortion, but it's more complicated than that

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With Roe overturned, CEOs can't afford to stay silent. Here are 5 things to consider when drafting a memo on the abortion decision.

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Companies are offering to cover workers' travel costs for abortions. But doing that could be difficult and hard on workers.

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Paypal, PwC, Edelman share internal employee memos about Roe overturn. Here are 5 things to consider when drafting a memo on the abortion decision.

Ebony Flake,Marguerite Ward

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Coronavirus: Airports want to shut down and later levy a Corona fee to cover expenses

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Goldman Just Bought An Encrypted Messaging System That's Going To Be A Bloomberg Killer

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