Workers' World Today - Issue 40

The New York State Department of Labor Unveils Strengthened Sexual Harassment Prevention Policy

The New York State Department of Labor (NYSDOL) on January 12 released a strengthened, nation-leading Sexual Harassment Prevention Model Policy. The updated policy, drafted in consultation with the New York State Division of Human Rights (NYS DHR), adds new language to include remote workers, defines different gender identities and expands on gender discrimination, and provides examples of sexual harassment and retaliation across a broader spectrum of careers. It also includes bystander interven-

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NYC Janitors Are Latest Victims of Twitter’s Meltdown

New York, NY: On January 10, twelve janitors at Twitter’s 245-249 West 17th St. location went public about their lives being upended after Twitter canceled its contract with their employer Flagship Services with no explanation. These essential workers, already struggling to keep up with a rising cost of living in NYC, are out of work. If no action is taken, the cleaners, composed predominantly of Spanish and Albanian speakers, risk losing union health care benefits on Jan. 31 that their families have depended on for years for medications and essential medical care. The location has been unionized with 32BJ SEIU for approximately seven years.

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How Counseling Can Set You Up for a Healthy, Happy 2023 ...18

Immigrant Workers Who Report Labor Violations Will Be Protected Under This New Policy

BY AARON REICHLIN-MELNICK I

mmigrant workers who are the victims of labor exploitation are often faced with a difficult choice. They can either stay quiet out of fear of deportation or come forward to report coercive conduct. Looming over that choice is the possibility that the employer

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The lives of essential workers have been upended.

Photo courtesy NYC Central Labor Council

Supports Workers’ World Today

Recently, I was in Albany fighting and seeking support of A1261/S1947, legislation that will create a clear definition of public work and level the playing field for New York’s contractors.

District Council 9 Painters and Allied Trades Union (DC9), the union for painters, prides itself on being a strong advocate for workers’ rights and safety. We are excited about this new publication, Workers’ World Today, which covers the issues of relevance and concern for all workers. We are encouraged that all workers: blue and white collar will have a voice and platform.

Congratulations on your inaugural issue. We wish much success to the leaders and team of Workers’ World Today and pledge our support.p

Davon Lomax Political Director, DC9

January Is National Human Trafficking Prevention Month

BY CHARLOTTE A. BURROWS EEOC CHAIR

January is National Human Trafficking Prevention Month, a time for the Federal government to reaffirm its commitment to stop and prevent trafficking from occurring. Human trafficking often takes the form of involuntary servitude, peonage, debt bondage, or slavery and is an anathema to our democracy, our society, and our economy.

The International Labor Organization—an agency of the United Nations that brings together governments, employers, and workers—estimates that 27.6 million people worldwide are forced to work against their will each day. Tragically, human trafficking occurs in every industry and in every country, including the United States.

Human traffickers force, defraud, or coerce others to perform labor or services, exploiting their subjects for profit. Those who are trafficked are treated as property rather than persons, and they are often subjected to threats, physical violence, and isolation. Many are denied access to identification, travel, or financial documents, as well as pay, benefits, or medication.

At the U.S. Equal Employment Opportunity Commission (EEOC), we have a unique, but critical, role in helping to eradicate human trafficking. A person who markets, trades, sells, solicits, or buys the forced labor or services of another often not only violates the criminal laws prohibiting human trafficking itself, but also the civil laws—enforced by the

EEOC—prohibiting employment discrimination because of a person’s race, color, religion, sex (including pregnancy, gender identity, or sexual orientation), national origin, age, and disability. These laws ensure that all persons performing labor and services are consistently and systematically treated fairly, justly, and impartially. They also apply regardless of a person’s immigration status or employment authorization.

The U.S. Department of State’s Office to Monitor and Combat Trafficking in Persons recently noted that the very existence of discrimination “create[s] disparities in access to economic means or opportunities, which traffickers exploit to compel victims . . . .” It also observed that “human trafficking still mirrors—and thrives because of—widespread inequities . . . .” Put another way, human traffickers tend to target those who are vulnerable and who have been marginalized because of discrimination.

In addition, traffickers often engage in employment discrimination themselves by treating workers in one group worse than those in another by segregating them, isolating them, restricting their movement, underpaying them, and subjecting them to conditions that are more dangerous or harsh. Traffickers may also

subject workers to harassment, particularly those with intellectual, developmental, or mental impairments.

For instance, a shipbuilder that kept workers from India in unsanitary, guarded camps—and charged them $1,050 to live in shipping containers with up to 23 other workers—violated Title VII of the Civil Rights Act of 1964, which prohibits discrimination because of race and national origin. After suing the shipbuilder, the EEOC obtained an estimated $5 million for about 476 workers. That case— EEOC v. Signal International, LLC—is one of many in which the EEOC has obtained monetary and nonmonetary relief for survivors of human trafficking.

As momentous as the problem of human trafficking is, it is not insurmountable. At the EEOC, we continue to work to fulfill our role in President Biden’s National Action Plan to Combat Human Trafficking. In so doing, we investigate charges and complaints—and litigate cases—involving workers who have survived human trafficking. And in addition to developing our own capacity to recognize human trafficking, we have worked to develop the public’s capacity to do so, as well—in the last fiscal year alone, we held 107 events on human trafficking, which

Editor-in-Chief

Pearl Phillip

Contributing Writers

Linda Nwoke

Victoria Falk

Travis Morales

Mary Campbell

Janet Howard

Chris Tobias

Erin Telesford

Legal Advisor Brian Figeroux, Esq.

reached 6,559 people. We also continue to create and circulate materials and guidance that address trafficking and related issues. Through our partnerships both within and outside government, we work to ensure that all those harmed by— and striving to end—human trafficking understand the relationship between the criminal human trafficking laws and the civil employment discrimination laws we enforce, so that they can seek and obtain our support.

Human trafficking is a stain on a society, like ours, that cherishes liberty. No person should be forced to provide labor or services for another against their will. The EEOC is deeply committed to ensuring that all those who work are treated with dignity and respect.

If you know—or know of— someone who has been affected by human trafficking, you can contact us or the National Human Trafficking Hotline. You can also find additional information on our website.p

Laborers Recruit Apprentices

Long Island City, NY (January 11, 2023): The Joint Apprenticeship and Training Committee (JATC) for Construction and General Building Laborers, Local Union #79, will conduct a limited recruitment February 10, 2023 through February 27, 2023 for 200 Skilled Construction Craft Laborer apprentices, the New York State Department of Labor announced today.

The recruitment for JATC for Construction and General Building Laborers, Local Union #79 will be offered online from 9:00 a.m. to 11:00 a.m., during the February 2023 recruitment period (2/10, 2/13, 2/14, 2/15, 2/16, 2/21, 2/22, 2/23, 2/24, 2/27), excluding legal holidays. This is a limited-application recruitment. Only 2,000 applications will be distributed, on a firstcome, first-serve basis. The recruitment will be offered for 10 business days or until 2,000 applications have been issued, whichever comes first. Applicants who do not have internet

access may visit their local library or visit local New York State Department of Labor Career Center (see: dol.ny.gov/career-centers).

All applications must be received no later than February 28, 2023.

The Committee requires that applicants: Must be at least 18 years old (at the start of the program). Must have a high school diploma or a high school equivalency diploma (such as TASC or GED).

Must attest that they are physically able to perform the work required of a skilled construction craft laborer, which may

include:

Working at heights. Working in confined spaces. Working in extreme temperatures, both indoors and outdoors.

Lifting and carrying 94 pounds of material for a distance of 30 feet and stacking it to a height of approximately 54 inches. Using a shovel to load approximately half of a cubic yard of sand into a wheelbarrow, wheeling it 100 feet, and depositing it into a sand container.

Must pass a drug screening, at the applicant’s expense, after acceptance into the apprenticeship program.

Application Instructions: Go to http://www.mttf.org. Follow the links for Local Union #79.

You will see directions on how to complete your request for an application. Fill out the required fields. Do not add any information outside of the fields. Applicants may only apply once during the recruitment period.

Once your request has been completed and accepted, you will receive a confirmation email.

Applicants who received a confirmation email will receive an application in a separate email.

The first 2,000 applicants, who are placed into the pool of applicants, will receive an application in a separate email. Download, print, complete, sign and return the application.

Applications must be returned, in person, within 10 business days from the date the application was requested to Construction & Building Laborers

Local #79, 42-53 21st Street, Long Island City, NY 11101, Monday through Friday from 9:00 a.m. to 3:00 p.m. (excluding lunch hour 12:00 PM-1:00 PM), excluding legal holidays, on the following dates: February 13, 14, 15,16, 21, 22, 23, 24, 27, 28. All applications must be received no later than February 28, 2023.

Applicants who do not come in with a competed application will be considered to have voluntarily removed themselves from the pool of applicants. Everyone who successfully applies will receive a date and time for an interview on the day they drop off their completed application.

Please understand that if a greater number of applicants apply than Local #79 can accept into their pool of candidates, some applicants may not get through this time. However, Local #79 hopes that work will be plentiful, and another recruitment can be held in the near future.

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Sexual Harassment

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Apprentices continued from page 4 tion methods to empower workers to intervene in instances where they witness harassment in their workspace. This model policy was written so New Yorkers can better understand their rights at the workplace. The public now has 30 days to provide comment on the policy.

“I thank the many New Yorkers who participated in this process. Your feedback is making New York State stronger and safer for everyone at the workplace,” said New York State Department of Labor Commissioner Roberta Reardon. “Once again, New York sets the bar nationally for how we protect our workforce. I thank Governor Hochul for continuing to deliver for workers statewide.”

Engaging with workers, employers and advocates was a top priority during the revision process. NYSDOL held an in-person public hearing and collected feedback online from

workers, employers, and other stakeholders across New York State on the state's original Sexual Harassment Prevention Model Policy. The input was instrumental in crafting this nation-leading policy that helps ensure all workspaces across New York State are free of sexual harassment.

NYSDOL, in consultation with NYS DHR, is currently revising training videos and online resources to help employees and employers identify sexual harassment and better understand their rights. NYSDOL will also launch a

public education campaign to inform New Yorkers statewide about the changes.

“This updated policy embodies the values of our state by prioritizing the safety and dignity of our workforce. It is also an important step in showing that our state’s government is responsive to the needs and feedback of its workers, ” said New York State Division of Human Rights Commissioner Maria L. Imperial. “Governor Hochul and New York State are committed to eliminating sex discrimination from workplace cultures statewide. It was

an honor to work collaboratively on this updated policy.”

The original Sexual Harassment Prevention Model Policy was created in 2018 as part of New York State’s commitment to establishing safer and more equitable workplaces by requiring all employers, regardless of size, to adopt a sexual harassment prevention policy and provide annual training to employees. The legislation included the provision that the Sexual Harassment Prevention Model Policy be reviewed and revised every four years. Workplaces are constantly changing, and the state is committed to strengthening its model policy to reflect the evolution of the world of work.p

For further information, applicants should contact JATC for Construction and General Building Laborers, Local Union #79 at (718) 383-6863. Additional job search assistance can be obtained at your local New York State Department of Labor Career Center (see: dol.ny.gov/career-centers).

Apprentice programs registered with the Department of Labor must meet standards established by the Commissioner. Under state law, sponsors of programs cannot discriminate against applicants because of race, creed, color, national origin, age, sex, disability, or marital status. Women and minorities are encouraged to submit applications for apprenticeship programs. Sponsors of programs are required to adopt affirmative action plans for the recruitment of women and minorities.p

This model policy was written so New Yorkers can better understand their rights at the workplace. The public now has 30 days to provide comment on the policy.

Worker Adjustment and Retraining Notification (WARN)

The New York State Worker Adjustment and Retraining Notification (WARN) Act requires covered businesses to provide early warnings of closures and layoffs to all affected employees, employee representatives, the Department of Labor, and Local Workforce Development Boards. Additionally, businesses must also give notice to the chief elected official of the unit or units of local government where the site of employment is located; the school district or districts where the site of employment is located; and each locality that provides police, firefighting, emergency medical or ambulance services, or other emergency services, to the locale where the site of employment is located.

This advanced notice gives employees, their families, and communities time to transition, seek new employment, enter workforce training pro-

grams with assistance from the Department of Labor and Local Workforce Development Boards.

If an unexpected event caused your business to close, please provide notice as soon as possible and provide as much information as possible to the Department of Labor when you file your notice about the circumstances of your closure so we can determine if an exception to the WARN Act applies to your situation.

How WARN Works

The New York State WARN Act requires businesses to give early warning of closing and layoffs. WARN notices DO NOT need to be submitted to DOL from businesses that employ less than 50 full-time employees.

The WARN Act applies to private businesses with 50 or more full-time employees in New York State. It covers:

•Closings affecting 25 or more employees

•Mass layoffs involving 25 or

more full-time employees (if the 25 or more employees make up at least 33% of all the employees at the site)

•Mass layoffs involving 250 or more full-time employees

•Certain other relocations and covered reductions in work hours

This means that covered businesses must provide all employees with notice 90 days prior to a:

•Plant closing

•Mass layoff

•Relocation

•Other covered reduction in work hours

Businesses that do not provide notice may be required to:

•Pay back wages and benefits to employees

•Pay a civil penalty

Businesses must give notice to:

•All affected employees

•Any employee representa-

tive(s)

Early warning gives the DOL and the LWDB the chance to work with the business early on and provide employees with information about:

•Unemployment Insurance (UI)

•Workforce Programs

•Resources designed to get employees back to work quickly

Early warning also benefits the business. It can shorten the time that employees are on UI. It therefore may lower the UI charges associated with the layoff or closing.

It is strongly encouraged that employers submit their WARN notices by email to WARN@labor.ny.gov. Notice by employers to the Department of Labor can also be mailed New York State Department of Labor - WARN Unit.p

ILR School’s Climate Jobs Institute Launches in New York City

As the Cornell University ILR School Climate Jobs Institute marks its official start at an event in New York City, numerous organizations and people – state, local and national officials, along with students, members of the public and many others – are sharing their support.

Among them are Mike Fishman, president and executive director of the Climate Jobs National Resource Center.

"Through our close partnership, the Climate Jobs National Resource Center and Cornell’s Labor Leading on Climate Initiative have supported unions and climate jobs coalitions organizing for transformative, pro-worker climate action across the country,. We’re proud to take part in the

launch of the Climate Jobs Institute at Cornell, and to celebrate the leadership of Lara Skinner. The institute will serve as an invaluable resource as we strive to build an equitable future for workers and the planet," he said Tuesday. Skinner, institute director, has been working with labor coalitions and other entities for

more than 10 years on research and policy that helps create jobs that align with climate targets and also advance economic, racial and gender equity. The institute, which is part of ILR’s Center for Applied Research on Work and of The 2030 Project at Cornell, is the academic partner of the resource center.

Labor coalitions in Maine, Rhode Island, Illinois, Texas, New York state and New York City have adopted plans developed by the institute, and many organizations and individuals who support the creation of climate jobs consider the institute’s work essential.

“Fighting climate change and creating jobs go hand in hand,” said Antha Williams, who leads Bloomberg Philanthropies’ Environment Program.

“Bloomberg Philanthropies has been glad to support the Climate Jobs National Resource Center since its launch, and the creation of The Climate Jobs Institute at Cornell will further this critical work to ensure our transition to an equitable, clean energy economy has the diverse, robust workforce needed to reduce emissions, protect public health, and strengthen our economy.”

A number of testimonials have been shared with the institute. They include: Jessica Ramos

New York State Senate, 13th District

Chair, Committee on Labor

Congratulations to Cornell ILR on its new Climate Jobs Institute! Climate change and inequality are the most important issues of our time. To secure the union climate transition New York deserves, we need excellent research and educational programs from universities like Cornell to help us navigate this historic transition.

Gary LaBarbera

President, Building and Construction Trades Council of Greater New York President, New York State Building and Construction Trades Council

Cornell ILR has led the way in bringing attention to the labor and employment impacts of climate change and clean energy. As we address climate change, we also have to ensure that we are creating good jobs and improving the lives of working people. Congratulations to Cornell ILR for establishing a new Institute dedicated to this important work.

Sustainability

The new Climate Jobs Institute is a powerful example of how Cornell University is mobilizing to support ambitious action on climate in this decisive decade. It embodies the values that addressing climate change should leave no one behind and that climate work is not just planning for the future but also creating good jobs and better quality of life in the here and now.

William Lynn

Business Manager, International Union of Operating Engineers Local 30 Financial Secretary and Vice President, International Union of Operating Engineers

Working class people are closest to the consequences of climate change and the promises of a new economy. It is imperative that trade unions are leaders in the effort to eradicate the consequences of a changing climate and develop an economy that benefits workers and not corporations.

Cornell’s ILR Climate Jobs Institute is a critical part of meeting these worthy goals. Congratulations on the launch of the Institute, our union is proud to be part of its mission.

James Slevin President

Utility Workers Union of America

Congratulations on launching Cornell ILR’s Climate Jobs Institute! This is a pivotal moment to develop impactful policies that will prevent further impacts of climate change while also protecting and creating family-supporting jobs. We look forward to working closely together to advance these goals in New York and across the country.

Lenore Friedlaender Executive Director Climate Jobs New

York

Ben

Furnas Executive

Project

Director,

The 2030

Cornell Atkinson Center for

Cornell ILR has provided invaluable support to the labor movement in developing a set of worker and equity-centered initiatives to address climate change in a way that creates good jobs that improve the lives of working families. Congratulations to Cornell ILR for creating the Climate Jobs Institute to expand on the important work they have been doing.p

Six Key Reasons You'll Want to Work With a Real Estate Agent When Pricing Your Home

Whether you know a little bit about the market, or you've sold a home before, you may be considering pricing your own home to avoid the assistance of a real estate agent. However, there are a number of benefits associated with consulting an agent when selling your home. Before making a final decision, consider the following tips:

They Know the Neighborhood

It's great if you have familiarity with market prices, but knowing a neighborhood is key when it comes to determining price. The right agent will be able to help you arrive at a price that is good for your home and practical for the area you're selling in.

Is the Market Hot?

The price may be right, but if

the market has cooled off, you may have to make a compromise in order to sell it. Instead of trying to arrive at this on your own, an agent will be able to provide insights into the best strategy.

They've Sold in the Area

A local agent may have sold properties in your area recently and may be well aware of the price potential. With this added expertise, they can walk the line between your ideal price and what you can get.

Preparing a Plan B

An agent may agree to go with a higher selling pricing if you're committed to it, but they will also help you make another plan if the price doesn't work out. It's disappointing to not get what you're asking for, but it's better to have a plan just in case.

Saving on Stress

It's one thing to decide on the price of your home, but it's quite another to deal with all the stress if it lingers on the market without an offer. If an agent assists you in determining your price, they'll also be there to shoulder some of the stress.

When It Comes to Negotiating

The negotiation following a home offer is make-or-break for selling your home, so having an agent is a great benefit.

While they won't be able to make the decision for you, they can serve as a helpful guide in determining an appropriate counteroffer.

Many homeowners want to embark on selling their home on their own, but a real estate agent can be very helpful in determining a purchase price and assisting with the negotiations. If you're currently getting prepared to sell your home, you may want to contact one of our real estate professionals for more information.

Guidance

To learn more about the home selling process or to list your home for sale, contact us today. Our real estate team is happy to assist. Call Equity Smart Realty Inc at 888-670-6791. We would be happy to share our guidance p

Old & New Immigrants: Their Rights

Immigrant Workers Will Be Protected/

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may retaliate by calling U.S. Immigration and Customs Enforcement (ICE) or take other adverse action, which could threaten the immigrant’s ability to remain in the United States.

Now, thanks to a new Department of Homeland Security policy, immigrant workers have been given a shield: a promise by ICE that any worker who comes forward to report labor abuses will be protected from deportation.

Under the new policy, announced on January 13, immigrant workers who are either the victim of, or a witness to, any violation of labor rights can receive “deferred action,” temporary permission to remain in the United States legally. Deferred action also comes along with eligibility to apply for work authorization.

This new process expands on other worker-friendly policies adopted by the Biden administration. In October 2021, Secretary Mayorkas issued a memorandum ordering DHS to halt large worksite raids and instead to focus its efforts on

targeting unscrupulous employers.

Taken together, these policies represent some of the strongest efforts by any presidential administration to protect vulnerable immigrants from labor exploitation.

They also undermine a key argument from the anti-immigrant right, which has often accused liberals of supporting immigrants because they want an exploitable underclass of workers. By offering workers a clear benefit to report labor violations, the program will protect all workers while going after the employers who are committing far more serious legal violations. Rather than pitting immigrants and native workers, this policy aligns the

interests of all workers together to fight off those who exploit labor.

How does this process work?

The process for obtaining deferred action for being the victim of a labor violation is similar to the process for seeking a U Visa for victims of a serious crime. To become eligible for deferred action, a worker will have to first report the violation to the Department of Labor (DOL), National Labor Relations Board (NLRB), Equal Employment Opportunity Commission (EEOC), or any state or local labor agency. Once the complaint has been filed, the worker must then submit a request to the labor

agency for a “Statement of Interest” expressing that the agency believes the worker has been cooperating with the labor agency in investigating and prosecuting the labor violation and deserves prosecutorial discretion for their support.

DOL, which has already prepared an FAQ for individuals seeking statements of interest, indicates that it will “assess each request on a case-by-case basis,” considering five separate factors. Other agencies are likely to follow suit. The factors are as follows:

1. DOL’s need for witnesses to carry out investigation and enforcement of the violation.

2. Whether immigration prosecutorial discretion supports DOL’s interest in holding violators accountable.

3. Whether the workers are being retaliated against.

4. Whether immigration enforcement against the workers might impede DOL’s ability to enforce labor laws.

5. The likelihood that employers might use immigration enforcement (or the threat of it) to undermine DOL’s ability to enforce the laws in a given area.

If the agency agrees with the worker’s request for a Statement of Interest, then it will prepare the Statement along the guidelines established in the new process and submit it to U.S. Citizenship and Immigration Services (USCIS), along with sending a copy to the worker.

After the worker receives this copy from the labor agency, they must then submit a written request for deferred action to USCIS, along with the Statement of Interest. The worker must also submit evidence demonstrating that they satisfy the criteria for the program, biographic information, any additional evidence in support of a favorable exercise of discretion, and an application for employment authorization.

Finally, once USCIS has received all this information, it will determine whether to grant the worker deferred action. If granted, the worker would receive a work permit and permission to remain in the United States for a set period of time (typically two years).

Editorial credit: OlegD / Shutterstock.com

Old & New Immigrants: Their Rights

Hochul Fails to Include Immigrant New Yorkers In Her Vision for New York in 2023 State of the State Address

New York, NY: Today, [Jan 12], Governor Hochul delivered her State of the State address and failed to include any mention of her vision for a New York agenda that includes immigrant New Yorkers. In her State of the State briefing book, Governor Hochul committed to working towards retraining immigrants who previously worked in skilled jobs, connecting asylum seekers with agricultural and food industry jobs, providing funding for refugee resettlement programs, expanding funding for the Office of New Americans, and expanding Essential Plan and Medicaid coverage for low-income New Yorkers.

While these investments are necessary, they are not nearly enough to ensure the health and well-being of immigrant New Yorkers.

Murad Awawdeh, Executive Director, New York Immigra-

tion Coalition: “Today, Governor Hochul failed to present a bold and ambitious plan for New York that substantially improves the lives of immigrant New York-

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Immigrant Workers Will Be Protected/

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Will this protect workers? Many immigrant workers, both undocumented and those here on temporary work visas, decline to report labor violations out of fear of employer retaliation that will affect their immigration status. Corrupt employers have often evaded serious consequences for their malfeasance due to this fear.

Even when workers did come forward, ICE would sometimes deport them anyway, even mid-investigation. This happened infamously in 2019, when an undocumented worker injured in the Hard Rock Hotel collapse in New Orleans was deported weeks after the disaster, even though he was actively working with labor agency investigators.

The Biden administration is aiming to make sure that situations like that don’t happen again. This may give new confidence to many people who have previously been too afraid to come forward, even where serious violations have occurred.

If this new process is success-

ful, it will create an administrative equivalent of the U Visa, but for labor violations. However, Congress authorized the U Visa process, and it provides a long-term path to permanent legal status. By contrast, deferred action is only temporary, and it can be terminated by a future administration. As a result, many workers may still feel nervous about coming forward, in the knowledge that the Biden administration’s positive reforms may not last. Despite this risk, there’s no doubt that this is a critical step in the right direction toward protecting immigrant workers and aligning their interests with native born workers.p

Governor Hochul. Editorial credit: lev radin / Shutterstock.com

NYC Janitors/

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Workers received a message forwarded from Twitter on Dec. 19 simply informing them that, “We regret to inform you that Twitter has decided to terminate NYC Janitorial services….effective immediately.” Workers are demanding answers and their jobs back!

“This is potentially life changing for us. I have to change the way I live and what groceries I buy to save money after being laid off. My daughter was already helping me pay the bills, and now I’m unemployed. And losing healthcare benefits could be devastating. I need those benefits for my asthma, arthritis and other treatments and medications. I’m going to keep fighting until I get my job back! We will not let billionaires treat us like this,” said cleaner and 32BJ SEIU shop steward Lucy Calderon.

“Twitter’s decision to cancel the cleaning contract for its NYC office has upended the lives of these dedicated cleaners, many of whom have worked at this location since Twitter moved in seven years

ago. NYC’s essential cleaners have done too much for this city to be treated like this,” said Denis Johnston, 32BJ SEIU Executive Vice President and Director of the Commercial Division. “They put their lives on the line to keep workers and the public safe throughout the pandemic and are essential to the city’s economic recovery in the aftermath of the pandemic. These union members and their families now face extreme hardship because of the loss of their good paying jobs with quality health insurance.” p

With more than 175,000 members in 12 states, 32BJ SEIU is the largest property service workers union in the country.

Hochul Fails / continued from page 11

ers and recognizes the challenges we face. While we are grateful for Governor Hochul’s commitments to some key programs, they are far from enough to ensure that all immigrant New Yorkers, including the over 30,000 newly arrived asylum seekers, have the support they need to integrate and thrive in New York State. Without a full $100M investment in the Access to Representation Act and immigration legal services funding our families remain at risk of being cruelly separated. Moreover, the lack of investment in health coverage for all New Yorkers, regardless of legal status, is no small oversight in light of the ongoing pandemic and the contributions of our communities to keeping New York open for business. Governor Hochul must further commit to supporting the passage and signing the New York for All Act, so that our immigrant communities are no longer terrorized by ICE and Border Patrol, and expanding Language Access further so all New Yorkers can access services in a language they comprehend. Governor Hochul cannot provide for some New Yorkers while leaving others out of the New York Dream she described in her address. Immigrants have always been the engine that fuels New York’s economy and now we need Governor Hochul to recognize that fact and build a state that works for all of us regardless of our legal status or wealth.”p

Take Action: Stop MTA Service Cuts That Will Hurt Blue-Collar, Essential, Frontline and Immigrant Workers!

The MTA unfairly wants to reduce subway service on Mondays and Fridays because its wealthier suburban commuters are not coming into their Manhattan offices on those days. This will create longer waits and more crowding for millions of regular New Yorkers.

Many of those who will be negatively impacted didn’t have the luxury of working from home during the pandemic - and still don’t have the luxury: blue-collar, front-line and essential workers, lower-income immigrants and people of color living in outer borough neighborhoods where ridership is still strong. Tell the MTA not to cut subway service!p

NYC Nurse Strike Ends as NYSNA Declares Historic Victories at Montefiore and Mount Sinai

ew York City nurses' strike for safe staffing ended on the morning of Thursday, January 12 in a historic victory as tentative deals were reached with both Montefiore Bronx and Mount Sinai Hospital. Nurses won concrete enforceable safe staffing ratios in both deals and went back to the job immediately.

“This is a historic victory for New York City nurses and for nurses across the country," said NYSNA President Nancy Hagans, RN in a statement. "NYSNA nurses have done the impossible, saving lives night and day, throughout the COVID-19 pandemic, and now we’ve again shown that nothing is impossible for nurse heroes. Through our unity and by putting it all on the line, we won enforceable safe staffing ratios at both Montefiore and

Mount Sinai where nurses went on strike for patient care. Today, we can return to work with our heads held high, knowing that our victory means safer care for our patients and more sustainable jobs for our profession.”

Mount Sinai nurses won wall-

to-wall safe staffing ratios for all inpatient units with firm enforcement so that there will always be enough nurses at the bedside to provide safe patient care, not just on paper. New staffing ratios take effect immediately in a historic breakthrough for hospitals that

refused to consider ratios that nurses have been demanding for decades.

At Montefiore, nurses won new safe staffing ratios in the Emergency Department, with new staffing language and financial penalties for failing to comply with safe staffing levels in all units. Nurses also won community health improvements and nurse-student partnerships to recruit local Bronx nurses to stay as union nurses at Montefiore for the long run.

Thank you to everyone in our City's Labor Movement who answered the call and stood with NYSNA nurses during their fight. Our members and supporters showed once again that New York City is a Union Town and when we stand together and fight together, nothing is impossible.p

Livable Wages for BDG’s Workers

These are the words of Bustle Digital Group’s CEO, Bryan Goldberg, in an internal podcast released on October 17: “"We’ve had, I think, a really strong financial performance for 2022. Revenue was significantly higher for 2022 than it was last year. We will be more profitable this year."

But even while BDG management touts the company’s financial health and increasing revenue, they’re holding firm on salary and wage proposals that not only do not keep up with current costs of living, but are actually lower than the salaries and wages being offered to new and current employees. This is unacceptable. BDG’s increase in revenue and strong financial performance are thanks to the content produced for its brands.

The editorial, creative, social, and video workers who create that content should be paid a livable wage that allows them to thrive.p

Seeking Better Pay and Health Benefits, Fordham University Non-Tenure Track Faculty Vote to Strike Effective January 30

The Bronx, NEW YORK: As a worker organizing wave continues to sweep the country, Fordham University instructors are joining the ranks of educators and students challenging the status quo in higher education. On Friday, an overwhelming majority of the school’s nontenure track faculty voted in favor of striking (90% of those who voted), if necessary, starting January 30.

The Fordham Faculty United /SEIU Local 200United members, who teach the majority of the courses offered at the Bronx-located college, have been in negotiations with school administrators since March. They are fighting for a pay increase for all members, pay parity between departments and a health benefit for the most vulnerable adjunct faculty who are paid on a part-

time basis and currently receive no benefits. Union members agreed to two contract extensions during COVID–viewing that as a down payment of goodwill for current negotiations.

The union has been shocked with the administration’s indifference to the need for wage adjustments and healthcare benefits amid rapid inflation and the COVID-19 pandemic,

which hit the faculty community and NYC particularly hard.

“I support the strike because the university has not listened to us at the bargaining table,” said Fordham Faculty United Co-chair and Departments of Sociology and Anthropology Adjunct Diane George.

“They do not truly understand how their practices affect our lives and they have not

shown any commitment to Fordham's social justice mission. They disrespect those who most carry out that mission, adjuncts in Social Services and Religion, by paying them thousands less per course. And they refuse to provide a living wage or any form of health benefits to adjuncts, who teach the majority of students. This is not ‘cura personalis.’ If I can't afford health care, I can't take care of my students.”

Fordham Faculty United members also say they are inspired by the movement of higher education strikes happening around the country in recent months, including those in New York City by New School adjuncts, who struck for three weeks in November and New York University adjuncts who nearly went on strike in October.

“We believe in Fordham excellence and want to provide the best education for our students,” said Fordham Faculty United Co-Chair Kari Evanson, a senior lecturer in the Department of Modern Languages and Literatures. “This is only possible if all contingent faculty receive a fair contract. Our only course of action is to call a strike for Jan 30th in order to ensure fair working conditions for all faculty and ideal learning conditions for our students." Their decision to strike is receiving growing support from political and community leaders.

“Despite their herculean sacrifices prior to and during the COVID-19 pandemic, Fordham's non-tenured faculty members are struggling to stretch their meager salaries in a City where the cost of living continued on page 17

Enough to Make You Sick: Curbing High Private Hospital Costs

BY BARBARA CARESS URBAN MATTERS

Americans spend more on health care than people in other developed countries, and New Yorkers spend a whole lot more than other Americans. According to the non-profit Health Care Cost Institute, “per-person spending on health care services in New York, NY was $5,855, 20 percent above the national median in 2020.”

Why? To quote the title of a classic research article on health care costs, the findings of which were reconfirmed in 2019: “It’s still the prices, stupid.” And New York City’s private hospitals, which include three of the priciest systems in the nation, drive the high costs of care here.

For starters, look at the chart below. Based on figures compiled annually by the Rand Institute, it shows what big costly hospitals can negotiate from private insurers. On average, commercial health insurers pay New York City’s private hospitals two-and-a-half to more than three times what Medicare more realistically pays for the same care, and (noted in the bottom line) far more than they pay our public hospitals.

Along with increased prices come higher health insurance rates. At least 85 percent of the health insurance premium is used to pay for medical care. From 2016-2020, all the increase in commercial health insurance costs in New York City were caused by price increases.

Leading the parade: A whopping 31 percent jump in inpatient hospital prices – more than double the rise in outpatient costs and almost four times the rate of growth in doctors’ prices.

For good reason, then, regulating hospital charges is viewed as the essential precondition of affordable health care here. It’s why Service Employees International Union Local 32BJ’s recent collective bargaining agreement covering apartment house workers is premised on keep-

ing health insurance costs well below the Consumer Price Index. Negotiations between City government and municipal unions are stalled over health benefit costs. And hospital price control is the centerpiece of a proposal by City government retirees opposed to being forced into a privatized Medicare Advantage plan.

It’s also why 15 New York City unions – led by 32BJ and including municipal workers, public school teachers, actors, carpenters, hotel workers, and nurses (and also the New York State Council of Churches) – have created the Coalition for Affordable Hospitals, advocating passage of a HEAL (Health Equity and Affordability Law) by the State Legislature. “The day of our members being held hostage by exorbitant hospital pricing must come to an end,” says former 32BJ President Kyle Bragg.

We’ll come back to HEAL and other price control proposals in a minute. First, let’s briefly consider how such controls might affect the finances of the city’s private hospitals.

Top administrators and lead clinicians certainly benefit handsomely from the status quo. In 2019, the CEO of New York-Presbyterian received $12.4 million; the Mount Sinai CEO received $3.6 million. Other large networks pay their leadership comparably. Even less posh “safety net” hospitals compensate CEOs generously, with the CEO of Interfaith earning $1.3 million and that of Bronxcare (formerly Bronx Lebanon) receiving $2.2 million.

Nevertheless, executive salaries are less than one percent of private hospital spending. Even more goes into buying smaller hospitals, doctor practices, formerly free-standing labs and radiology facilities, as well as data processing, technology companies, pharmaceutical and medical equipment manufacturers, and distributors. They call this activity “growth.” Northwell Health also owns a staffing company and supports two medical schools and a nursing school. Mount Sinai created and invested in The Center for Blockchain Technology.

On balance, including the cost of mergers and acquisitions, all the private systems and some non-networked private hospitals have money left at the end of the year. In good years, it totals well over $2 billion. The surplus for 2022 is expected to hit that mark. Higher wages and costs of supplies make projections for 2023 more dubious. No one, however, expects the private systems to tank.

The one thing most of these hospitals don’t spend much money on is caring for poor people.

Mount Sinai’s 2021 financial statement reports a $45.5 million charity care expenditure on $3.4 billion in revenues –slightly below the US median expenditure of 1.4 percent. All the city’s non-public hospitals are accorded non-profit status and exempted from federal, state, and local taxes to subsidize their mission. The Lown Institute, a nonpartisan health care think tank, was commissioned by 32BJ to evaluate how well 21 private hospitals here lived up to their charitable obligations.

Lown used a very expansive definition of community benefits. Added to conventional charitable care measures, they included health education and health fairs, interpreter services, community support and advocacy, and environmental initiatives. They compared community benefit expenditures with the value of tax breaks. Nine of the 21 hospitals fell short; New York-Presbyterian, for example, fell $350 million short of its various tax exemptions in 2019. Lown stated:

New York City’s [net] Fair

Share deficit represents more than $700 million in valuable taxpayer funding that could have been used to improve New Yorkers’ social welfare and community health needs. For example, $727 million could triple what the city currently spends on school meals annually, create 3,500 new affordable housing units, or pay off the medical debt for every patient sued by a New York hospital over the past five years.

We might add that it could also “make health insurance more affordable for millions of New Yorkers.”

continued on page 17

Make You Sick/

continued from page 16

How should we put a brake on excessive prices? Market transparency is one possible route. The HEAL Act would prohibit hospital-insurer contracts that hide prices, giving public and private insurers more leverage in lowering prices. Transparency is also the objective of a program introduced by New York City Councilwoman Julie Menin and supported by many fellow Council members. It builds on the HEAL initiative as well as recently implemented federal hospital pricing transparency rules. It also would create a City Office of Healthcare Accountability to monitor compliance, publicize violations, and audit the more than $9 billion spent annually for City employee health insurance.

Then there’s price regulation. Maryland is currently the only state directly regulating hospital prices. It has successfully kept hospital costs well below national trends for many years. Eight other states (Connecticut,

Delaware, Massachusetts, Nevada, New Jersey, Oregon, Rhode Island, and Washington) are implementing benchmarking commissions or agencies which establish statewide annual targets with varying degrees of enforcement capabilities. California just passed legislation to do the same.

New York State, once a leader in regulating hospital prices, opted for deregulation in 1996. Since then, it has left it to the service purchasers to do the dirty work of challenging the deeply entrenched, politically potent, private hospital industry. Without help, however, employers are caught between cutting benefits and raising insurance premiums for those least able to solve the problem: Their workers, and, in the case of New York City government, their retirees, too. p

Barbara Caress has worked for many years in non-profit, union, and public agency health care and administration. She teaches health policy at Baruch College.

Health Benefits/

continued from page 15 is rising exponentially," said Assemblymember Linda B. Rosenthal (D/WF - Manhattan). "From skyrocketing rents, to inflated grocery prices, to increased healthcare costs, nontenured faculty cannot subsist on a mere $18,000 a year. It is incumbent on Fordham to come to the negotiating table and to ensure its employees are provided a living wage with health benefits. Anything less is unacceptable."

Melanie Knutz, who teaches as an adjunct in the Graduate School of Social Work, says that the pending strike is also an issue of social justice and women’s rights. Adjunct faculty in Graduate School of Social Service are disproportionately women, yet adjuncts currently earn significantly less than other departments.

“I am prepared to strike on January 30th to honor the work I have done for the past 30 years, the Fordham Graduate Students of Social Work that I

teach, the populations with whom I work and the model of this great Jesuit institution,” said Knutz, a licensed Clinical Social Worker and Certified Psychoanalyst. “Social Work is traditionally, and still remains today, a women’s field. The contingent faculty and noncontingent faculty at GSSS are by far and away women. And we are paid more than $2000 less a course than all the rest of contingent faculty across all the other Fordham schools.” This is a Women’s issue. This is a Social Justice issue. This is about equal pay for equal work.”p

How Counseling Can Set You Up for a Healthy, Happy 2023

BY THE ESTES THERAPY TEAM

The path to a healthy and happy life can be full of twists and turns. Life can be overwhelming, whether it’s dealing with an addiction, overcoming a traumatic experience, or even trying to figure out who you are. That’s why counseling can be such a powerful tool for those looking for a way to make sense of it all. Counseling helps individuals understand and cope with their thoughts, feelings, and behaviors. It can provide a safe space to explore your emotions and develop the skills you need to live a healthy and happy life.

In this article, we will explore the ways that counseling can set you up for a healthy and happy life in 2023. We’ll look at how counseling can help you build better relationships, manage stress, and learn how to make meaningful decisions.

We’ll also discuss how to find the right counselor for you and how to get the most out of your counseling experience.

How Counseling Can Benefit Your Life Build Better Relationships

Counseling can help you build better relationships by providing a safe and accepting space to explore your thoughts and feelings and can help you identify and address issues in your relationships, such as communication problems, trust issues, and unresolved conflict. You can also learn how to express yourself in a healthier way, set boundaries, and work on communication skills. With the help of a counselor, you can gain a deeper understanding of yourself and your relationships, which can help you build healthier and more meaningful relationships.

Counseling can also help you learn to be more open and honest with your partner and

others, so you can create a stronger connection. Additionally, it can help you develop better self-awareness, which can help you better understand how your actions and emotions affect your relationships. Overall, counseling can help you build better relationships by providing the tools and insight needed to create healthier and more meaningful connections.

Manage Stress

For those who feel overwhelmed or stuck in a cycle of stress, counseling can provide a supportive environment to help individuals move forward. A counselor can help an individual identify underlying causes of stress, provide strategies for managing stress, and help to create a personalized plan for reducing stress.

Counseling can also provide

an opportunity to learn new coping skills and strategies. Counselors may provide relaxation techniques, such as mindfulness or deep breathing, or cognitive-behavioral therapy, which teaches new ways of thinking about and responding to stress. A counselor can help individuals develop healthier responses to stress and improve their overall well-being by providing a safe and supportive environment.

In addition to providing direct support, counseling can also provide a space to process emotions, gain clarity, and explore new perspectives. By creating an environment where an individual can talk openly and freely, a counselor can help an individual gain insight and understanding into their own thoughts and feelings.

Make Meaningful Decisions

Counseling can help you make meaningful decisions by procontinued on page 19

Counseling/

viding a safe and supportive environment to explore options, identify resources, and gain clarity. Counselors are trained to help you examine your values, beliefs, and goals and provide feedback and guidance as you navigate difficult decisions. Through counseling, you can better understand yourself and your situation and learn skills to help you make decisions in an informed and confident way.

You can also better understand how your decisions will affect your life, your relationships, and the world around you. Counseling can help you explore your options and make decisions that align with your values and will lead to meaningful, lasting change in your life.

How to Get the Most Out of Counseling

Here are a few ways you can get the most out of your counseling sessions:

•Be honest with yourself and your counselor. Be open and

honest about your thoughts, feelings, and experiences. Be willing to explore your emotions and thoughts, even if they are difficult or uncomfortable.

•Set clear goals. Before beginning counseling, think about what you hope to achieve through counseling. Having measurable goals will help you and your counselor to focus and track your progress in counseling.

•Be prepared. Make sure you are prepared for your sessions by writing down any questions or concerns you may

continued from page 18 855-768-8845

have for your counselor. This will help you get the most out of your sessions.

•Take notes. Writing down things that your counselor says can help you remember what was discussed and can be a useful tool for self-reflection.

•Ask questions. Don’t be afraid to ask questions or seek clarification if something isn’t clear.

•Follow up. Make sure you follow up on any tasks or assignments your counselor gives you.

•Be patient. Be patient with yourself and your counselor.

Counseling is a process! How to Find the Right Counselor For You

Finding the right counselor for your situation is an important step in your journey to mental health. Estes Therapy is a private counseling practice that provides comprehensive, personalized care to individuals of all ages. We specialize in a variety of therapeutic approaches, including cognitive behavioral therapy, psychodynamic therapy, and mindfulness-based therapies. We believe that the best way to truly help our clients is to un-

derstand their individual needs and tailor our treatments accordingly.

At Estes Therapy, we strive to provide a safe and supportive environment for our clients. We understand that the counseling process can be a vulnerable one, and we strive to create a trusting and respectful relationship with each of our clients. We also understand that each client is unique and has different needs. To ensure that our clients get the best possible care, we take the time to get to know each person, listen to their stories, and understand their individual needs. We also believe that finding the right counselor is key to successful therapy. We will match you with a counselor who specializes in your needs so you can get the best care possible. If you are ready to start your journey to better mental health or better relationships in 2023, reach out and schedule an appointment today. p Visit

Love, Health & Travel

American Tourists Consider the Level of Entertainment of a Potential Travel Destination Before Traveling There

BY HARRY JOHNSON ETURBONEWS.COM

The internet brings vacations and getaways to travelers’ fingertips, but instant access also means vulnerability to fraudsters looking to steal data. Scams such as fake phone numbers on popular search engine results can lead to stolen money or sensitive personal information like credit card details.

Few sectors were as heavily impacted by the COVID-19 pandemic as tourism was. Confinement and restrictions were huge blows to operators and are still behind many of the challenges that firms face today.

However, 2022 was the year

that marked the return to normality, with a much more stable epidemiological situation in most parts of the world. This allowed tourism to resume and almost reach pre-pandemic levels in some cases.

According to data compiled

by the World Tourism Organization (UNWTO), a total of 477 million international tourists entered Europe between September and January last year, thanks to intra-regional demand and travel originating from the United States.

In addition, international expenditure by tourists from France, Germany, Italy and the United States of America is now at 70% to 85% of pre-pandemic levels, demonstrating a successful recovery from the worldwide lockdown.

In the latest study, travel industry analysts surveyed people in 14 different markets, including the United States, with the aim of understanding and analyzing the trends, behaviors and preferences of tourists in this new postCOVID reality.

The majority of Americans surveyed consider the level of entertainment of a destination before traveling there. They prefer going to a fun destination where they can take part in a variety of interesting activities during their stay. In turn, the second most influential factor when choosing a destination is the gastronomy the place has to offer.

Besides choosing fun destinations, 61% of Americans enjoy visiting place with great food where they can try new dishes. Surprisingly, they no longer consider COVID-19 as a relevant concern when traveling. Two years ago, this was a main issue worldwide, and therefore the priority was choosing a Covid-safe destination. As mentioned previously, since these concerns are now in the past, the sector has almost achieved the pre-pandemic levels. In this regard, around 49% of Americans choose their destination based on COVID19 safety, placing it as the third most influential factor when choosing a destination.

Compared to European countries, 56% of the European consumers surveyed revealed they investigate a country’s

COVID-19 safety before traveling to it, making it the most influential factor when choosing a destination.

This percentage rises to 71% for Germans, making it the main reason to pick a location. Regarding the least important priorities when traveling, American consumers do not tend to take the amount of sports activities available into consideration when choosing a destination. Around 24% revealed that this is not a determining factor when traveling. Also, Americans do not mind traveling to a destination they have been to before, 28% of them are willing to choose a destination they have previously visited.

In addition to these travel trends, the study analyzed the most popular products and services when it comes to online shopping.

Forty percent of Americans ranked travel tickets in third place, and clothing and concert tickets were ranked in first and second place respectively. In other words, Americans tend to book and plan their travels online, usually on airline websites, travel agencies or through travel agents.

Although 2022 was the year of the return to normality, many Europeans continued to keep COVID-free locations as one of the main reasons for choosing their holiday destination.

The fact that some countries were able to cope with the situation better than others may have been key to receiving more tourists this year.

Although the situation was still complicated, the tourism has picked up again, reaching almost pre-pandemic levels, with many people being interested in lesser-known tourist destinations or those that have more to offer in terms of culture and leisure.p

Reprinted with kind permission.

5 Common Reasons Business Start-Ups Fails

BY THE CHAMBER COALITION

When you start a business, you have so many things to do and consider. One concern in the back of your mind is whether your start-up will make it through the first few years, the most difficult for any business. The statistics are sobering. 90% of small business start-ups fail and 2 out of 10 fail in the first year they open. To avoid this fate, you must know and understand the reasons start-ups fail, so you can tilt the odds in your favor. Here are the 5 most common.

1. Running out of cash

The most important concern for any start-up is having enough money to keep the business alive. If a company runs out of cash, it will cease to exist because no investor will want to invest more money in an existing company that's already failing. While this may sound obvious, many companies fail because they fail to understand how much money they need and how fast it can run out.

A good rule of thumb is that you always need 4 months' worth of monthly expenditures available in your bank account. This allows you to pay your suppliers on time, hire new employees if needed and help with marketing expenses such as advertising or sending out free samples, etc. Maintaining a reasonable cash cushion to help you get through the startup period will increase the odds of your business making it through the first few years.

2. Hiring too fast

A common mistake made by start-ups is hiring too fast. When you are small, it's tempting to hire for growth. But if you hire too fast and your business model is not yet tested, this can lead to lots of turnover and dead weight. Hiring requires a lot of time and effort from everyone involved.

When you hire someone, they're part of your team and their work will have a major impact on your company culture and productivity. It's hard to find the right person for a job, so do your due diligence before hiring someone new into your company! Take your time with the hiring process, especially if you're looking for someone who can help build your company culture from the ground up.

Remember, culture doesn't

happen overnight. It takes time to build rapport with new hires and show them why they should be excited about being part of your team. And if there's any doubt whether they can fit in, don't hire them!

3. Product without a market fit

One of the most common reasons for a start-up failure is that the product does not have a market fit. This means the product doesn't meet the needs of the market and therefore doesn't solve a problem.

One reason is the product is not differentiated enough from its competitors. If your product doesn't stand out from other similar products, why should consumers choose yours?

Another reason is the product is complicated or difficult to use. Ensure this doesn't happen by conducting user testing sessions and collecting feedback on how people use your product or service. You can then use

this information to make changes, so it's easier for customers to complete tasks and achieve their goals with your product.

4. Pivoting without a plan

Pivoting is a strategy to test different business models. It's used by companies like Airbnb and Uber, who continue to change the way they do business despite their initial success. They've pivoted several times to keep up with changing

customer preferences and technological advancements. This has helped them stay ahead of the competition.

Yet it isn't always possible for start-ups to pivot on a dime like some companies did. If you're not as financially secure or don't have access to investors who can fund your new business model, pivoting might not be an option for you either. It could mean having to shut down your original business altogether--and no one wants that!

If you want your new idea or product line off the ground quickly but are worried about losing money during the process (since there will be costs involved), consider hiring someone who can help steer the ship while you figure out what direction it should take next!

5. Scaling too quickly

You know that feeling where

you're so excited about your new business idea that you immediately start building it? Slow down! Stop and think about your proposed solution and whether it solves the problem you're trying to solve. If it does, make sure it works--before you scale. One reason startups fail is that people are frustrated with a product and won't buy it. They'll tell their friends and family not to buy it either.

Many entrepreneurs don't realize when they are scaling too quickly. They may be in such a rush to get their product on the market that they overlook how it will be used, how it can be improved, and whether its performance meets the needs of its users.

Conclusion

Now you know some of the most common reasons startups fail. Keep them in mind, so it doesn't happen to you. p

Been In a Car Accident? You Need to Contact a Lawyer Immediately

BY CHRIS TOBIAS

After being injured in a car accident that was caused by the carelessness and negligence of somebody else, you might ask whether it's in your best interests to retain a car accident lawyer to represent you. In most cases, the answer is yes, you should.

That's because it's inevitable that disagreements will arise with the opposing insurance company during the processing of your claim. They're likely to involve issues on liability, damages, or how much money the insurer should pay to compensate you for your injuries and damages fully. An experienced and effective car accident lawyer at the Law Firm of Figeroux & Associates will know how to respond to any such disagreements while preserving and protecting your rights during the claim or litigation process.

The Opposing Insurer Will Try to Devalue Your Case

Auto Insurance companies make money by depositing premium payments made by their customers and investing that money to make even more money. Then, when liability claims are made against their customers, they search for ways to minimize the sums they'll need to pay accident victims or even not pay them anything. An accomplished car accident lawyer can help prevent such tactics while protecting their client's right to full compensation.

You're Likely to Make Mistakes When Representing Yourself

Every car insurance company has its teams of trained adjusters and defense lawyers who seem threatening and intimidating to victims who are continuing to recover from their injuries. The last thing you want to do during your

recovery is to argue with an opposing adjuster and chase around for records, bills, and reports from your healthcare providers or other entities. You might even be on prescription medication when the opposing insurer's adjuster phones you and requests more information. Your attorney can attend to any calls or chasing for you. They know when to put an end to it, too.

Don't Give a Statement of Any Kind

It's not uncommon for a car accident victim to be contacted by an insurance com-

pany's adjuster before they are even capable of consulting with an attorney. The adjuster might ask for a recorded statement from the victim for purported purposes of wrapping up the claim and getting rid of it.

Giving such a statement is often the biggest mistake an unrepresented accident victim can make. The law doesn't require the victim to do that without an attorney being present on their behalf. No matter how pressured you might feel, never give any written or recorded statement to an opposing insurance

company without an attorney being present on your behalf. That adjuster already knows what happened. They have already spoken with the person who caused your accident and even have a copy of the police accident report in front of them when phoning you.

Even the most successful car accident lawyers offer prospective new clients free consultations and case reviews. They also take cases on a contingency fee basis, so no out-ofpocket money must be paid for them to represent you. Consulting with and retaining such an attorney as soon as possible after a car accident caused by somebody else will assure that your right to compensation for the injuries and damages you suffered will be preserved, protected, and asserted. Contact the Law Firm of Figeroux & Associates at 855-768-8845 or www.askthelawyer.us before the opposing insurer contacts you.p

Speeding ruins lives. Slow down.

The lawyer you hire, does make a difference!