The US National Labor Relations Board has approved an agreement between the company and the new labor group organizing the location, the Association of Concerted Educators, to hold an election on Aug. 26 and 27. The planned vote follows a series of landmark labor wins in elections at companies including Starbucks Corp., Amazon.com Inc., Apple Inc., and Trader Joe’s.

The fast-casual restaurant chain also will pay a $1 million fine, Mayor Eric Adams said Tuesday at a briefing announcing the settlement, which he said was the largest of its kind in city history.

In a short video ad posted online in May, a middle-aged man gives a scary speech while adjusting a large object hidden under a tarp in the bed of a pickup truck. Parked on the street outside a suburban home, he ticks off a few of his favorite tech services—smartphone apps that give driving directions and overnight e-commerce delivery—then says, “Politicians have a plan to get rid of all that.” The video ends with him jumping into the driver’s seat and buckling up as the sentence fragment “

German Chancellor Olaf Scholz intensified his campaign for pay equality for women in sports, using a visit to the country’s football federation to reiterate a call for female members of the national team to be paid the same as their male counterparts.

After meeting with officials from the DFB federation in Frankfurt, Scholz said that equal pay would help attract more girls and women to football, and announced that more talks on the issue will be held next month at the chancellery in Berlin.

When the Swatch was born four decades ago, the plastic timepiece breathed new life into the staid Swiss watch industry, which was struggling to compete with cheap quartz models from Asia. By the early 1990s, Swatch sales soared to about 20 million a year as consumers snapped up the colorful designs that married Swiss-made precision with an affordable fun factor. That boost provided financial cover for the slow-motion comeback of struggling high-end manufacturers (Blancpain,

The last of Domino’s 29 branches have closed after the company started operations in the country seven years ago. It borrowed heavily for plans to open 880 stores, but faced tough competition from local restaurants expanding delivery services during the pandemic and sought protection from creditors after running out of cash and falling behind on its debt obligations.

It’s trendy for employers to offer unlimited paid time off, and for good reason: To workers, it seems like a dream. Roughly 1 in 10 companies has adopted such plans, and they’re motivated by four primary benefits, none of which directly relate to employee leave.

All these benefits can blind an organization to the problems of unlimited PTO. The policy doesn’t work with hourly employees (unlimited unpaid time off can), and it can breed inequity and inconsistency, because it depends on manager approval. And, critically, a simple unlimited PTO policy doesn’t fix the problem of burnout among employees who don’t take enough time away from the office. With unlimited PTO, the always-on mentality can slip in, manifesting in people answering emails even while attempting to take time away from work, because they’re worried that a colleague who’s in the office—not lounging on the beach—might get an edge on a promotion.

It’s trendy for employers to offer unlimited paid time off, and for good reason: To workers, it seems like a dream. Roughly 1 in 10 companies has adopted such plans, and they’re motivated by four primary benefits, none of which directly relate to employee leave.

All these benefits can blind an organization to the problems of unlimited PTO. The policy doesn’t work with hourly employees (unlimited unpaid time off can), and it can breed inequity and inconsistency, because it depends on manager approval. And, critically, a simple unlimited PTO policy doesn’t fix the problem of burnout among employees who don’t take enough time away from the office. With unlimited PTO, the always-on mentality can slip in, manifesting in people answering emails even while attempting to take time away from work, because they’re worried that a colleague who’s in the office—not lounging on the beach—might get an edge on a promotion.

It’s trendy for employers to offer unlimited paid time off, and for good reason: To workers, it seems like a dream. Roughly 1 in 10 companies has adopted such plans, and they’re motivated by four primary benefits, none of which directly relate to employee leave.

All these benefits can blind an organization to the problems of unlimited PTO. The policy doesn’t work with hourly employees (unlimited unpaid time off can), and it can breed inequity and inconsistency, because it depends on manager approval. And, critically, a simple unlimited PTO policy doesn’t fix the problem of burnout among employees who don’t take enough time away from the office. With unlimited PTO, the always-on mentality can slip in, manifesting in people answering emails even while attempting to take time away from work, because they’re worried that a colleague who’s in the office—not lounging on the beach—might get an edge on a promotion.

It’s trendy for employers to offer unlimited paid time off, and for good reason: To workers, it seems like a dream. Roughly 1 in 10 companies has adopted such plans, and they’re motivated by four primary benefits, none of which directly relate to employee leave.

All these benefits can blind an organization to the problems of unlimited PTO. The policy doesn’t work with hourly employees (unlimited unpaid time off can), and it can breed inequity and inconsistency, because it depends on manager approval. And, critically, a simple unlimited PTO policy doesn’t fix the problem of burnout among employees who don’t take enough time away from the office. With unlimited PTO, the always-on mentality can slip in, manifesting in people answering emails even while attempting to take time away from work, because they’re worried that a colleague who’s in the office—not lounging on the beach—might get an edge on a promotion.

It’s trendy for employers to offer unlimited paid time off, and for good reason: To workers, it seems like a dream. Roughly 1 in 10 companies has adopted such plans, and they’re motivated by four primary benefits, none of which directly relate to employee leave.

All these benefits can blind an organization to the problems of unlimited PTO. The policy doesn’t work with hourly employees (unlimited unpaid time off can), and it can breed inequity and inconsistency, because it depends on manager approval. And, critically, a simple unlimited PTO policy doesn’t fix the problem of burnout among employees who don’t take enough time away from the office. With unlimited PTO, the always-on mentality can slip in, manifesting in people answering emails even while attempting to take time away from work, because they’re worried that a colleague who’s in the office—not lounging on the beach—might get an edge on a promotion.

It’s trendy for employers to offer unlimited paid time off, and for good reason: To workers, it seems like a dream. Roughly 1 in 10 companies has adopted such plans, and they’re motivated by four primary benefits, none of which directly relate to employee leave.

All these benefits can blind an organization to the problems of unlimited PTO. The policy doesn’t work with hourly employees (unlimited unpaid time off can), and it can breed inequity and inconsistency, because it depends on manager approval. And, critically, a simple unlimited PTO policy doesn’t fix the problem of burnout among employees who don’t take enough time away from the office. With unlimited PTO, the always-on mentality can slip in, manifesting in people answering emails even while attempting to take time away from work, because they’re worried that a colleague who’s in the office—not lounging on the beach—might get an edge on a promotion.

It’s trendy for employers to offer unlimited paid time off, and for good reason: To workers, it seems like a dream. Roughly 1 in 10 companies has adopted such plans, and they’re motivated by four primary benefits, none of which directly relate to employee leave.

All these benefits can blind an organization to the problems of unlimited PTO. The policy doesn’t work with hourly employees (unlimited unpaid time off can), and it can breed inequity and inconsistency, because it depends on manager approval. And, critically, a simple unlimited PTO policy doesn’t fix the problem of burnout among employees who don’t take enough time away from the office. With unlimited PTO, the always-on mentality can slip in, manifesting in people answering emails even while attempting to take time away from work, because they’re worried that a colleague who’s in the office—not lounging on the beach—might get an edge on a promotion.

It’s trendy for employers to offer unlimited paid time off, and for good reason: To workers, it seems like a dream. Roughly 1 in 10 companies has adopted such plans, and they’re motivated by four primary benefits, none of which directly relate to employee leave.

All these benefits can blind an organization to the problems of unlimited PTO. The policy doesn’t work with hourly employees (unlimited unpaid time off can), and it can breed inequity and inconsistency, because it depends on manager approval. And, critically, a simple unlimited PTO policy doesn’t fix the problem of burnout among employees who don’t take enough time away from the office. With unlimited PTO, the always-on mentality can slip in, manifesting in people answering emails even while attempting to take time away from work, because they’re worried that a colleague who’s in the office—not lounging on the beach—might get an edge on a promotion.

Drew Afualo’s laugh is a weapon, a cri de coeur, and a cleansing fire. It’s a staccato, full-chested explosion of high-pitched emotion and outrage. It’s also brimming with the shock of recognition: Of course this jerk would say that. Afualo says it’s just how Polynesian people laugh (she’s Samoan), but she deploys it as a kind of punchline and for a very specific purpose. She makes some of the

While right-wing politicians and activists fight to keep all kinds of supposed messages out of children’s education, the Tuttle Twins are trying to build an online audience of budding Milton Friedmans and Friedrich Hayeks.

Armstrong’s message led to some resignations, and tons of media coverage ahead of Coinbase’s public stock listing. Detractors, including former Twitter CEO

It’s trendy for employers to offer unlimited paid time off, and for good reason: To workers, it seems like a dream. Roughly 1 in 10 companies has adopted such plans, and they’re motivated by four primary benefits, none of which directly relate to employee leave.

All these benefits can blind an organization to the problems of unlimited PTO. The policy doesn’t work with hourly employees (unlimited unpaid time off can), and it can breed inequity and inconsistency, because it depends on manager approval. And, critically, a simple unlimited PTO policy doesn’t fix the problem of burnout among employees who don’t take enough time away from the office. With unlimited PTO, the always-on mentality can slip in, manifesting in people answering emails even while attempting to take time away from work, because they’re worried that a colleague who’s in the office—not lounging on the beach—might get an edge on a promotion.

In a short video ad posted online in May, a middle-aged man gives a scary speech while adjusting a large object hidden under a tarp in the bed of a pickup truck. Parked on the street outside a suburban home, he ticks off a few of his favorite tech services—smartphone apps that give driving directions and overnight e-commerce delivery—then says, “Politicians have a plan to get rid of all that.” The video ends with him jumping into the driver’s seat and buckling up as the sentence fragment “