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Genetics testing company 23andMe announced it is cutting 40% of its workforce, amounting to over 200 layoffs, as part of a major restructuring effort aimed at streamlining operations and reducing costs. CEO Anne Wojcicki stated the changes are necessary to ensure the long-term success of its core consumer business and research partnerships. The restructuring is expected to cost up to $12 million but will save the company over $35 million annually by significantly lowering operating expenses. As part of this shift, 23andMe will end its therapeutics development and explore strategic options, including licensing agreements and asset sales, to maximize the value of its therapeutics assets. However, the company noted there is no guarantee these efforts will yield actionable results. The layoffs and restructuring come amid broader challenges for 23andMe. The company’s stock has plummeted nearly 75% this year, and it recently settled a $30 million lawsuit over a 2023 data breach that exposed the personal information of 6.9 million customers. Additionally, in September, independent directors resigned from the board after CEO Wojcicki's take-private offer failed to meet their expectations. 23andMe initially gained prominence through its consumer DNA testing kits but has since faced hurdles in expanding into therapeutics and other ventures. Moving forward, the company plans to focus on driving recurring revenue from its subscription services and growing its research partnerships. #layoffs #layoff #laidoff #genetics #biology #science #workforce #23andme #corporation #corporategreed #stocks #stock #databreach

Negotiations between the International Longshoremen’s Association (ILA) and the U.S. Maritime Alliance (USMX) have stalled, with dockworkers on the East and Gulf Coasts facing a potential strike resumption on January 15 if no deal is reached. Talks broke down this week after the ILA walked away, citing disagreements over automation, which the union claims could threaten jobs despite assurances from port employers that no positions would be eliminated. The ILA opposes automation and semi-automation, arguing they would reduce jobs and benefit employers already earning significant profits. The union emphasized its commitment to protecting workers’ roles, accusing USMX of pushing for technology that could replace longshore workers. USMX countered that modernization is necessary to improve safety, efficiency, and supply chain capacity while safeguarding jobs. The two sides had reached a tentative agreement on wages following a brief strike in October, which included a 62% pay raise over six years. However, unresolved issues, such as automation, remain barriers to finalizing the contract. The ILA's 45,000 members earn significant pay under the current system, with average annual earnings, including overtime, reportedly reaching $350,000 in some regions. ILA President Harold Daggett has signaled the union’s willingness to persist with strikes to secure its demands, despite potential economic impacts. Both sides now face a mid-January deadline to avoid further disruptions at key U.S. ports. #coast #gulfcoast #maritime #dockworker #jobforce #workforce #ila #wages #wageincrease #strike #boycotting #boycott #striking #thesocialtalks

Japanese automotive parts company Takata filed for bankruptcy in 2017 due to the massive recall of its defective airbags, considered the largest and most complex safety recall in U.S. history. The recall has affected 67 million vehicles worldwide and spans 34 car brands across 19 automakers, primarily for models manufactured between 2002 and 2015. To date, 28 deaths in the U.S. have been linked to the airbags, including one as recently as September 2024. The airbags, using ammonium-nitrate-based propellant without a chemical drying agent, are prone to explode after prolonged exposure to heat and humidity. This defect can propel metal fragments at drivers and passengers, causing severe injuries or fatalities. Vehicles still containing these dangerous airbags are flagged on the NHTSA website, and certain models, including those from Honda, Ford, Dodge, and Toyota, are under a "do not drive" warning until repairs are made. Despite ongoing efforts, millions of vehicles with defective airbags remain on the road. NHTSA reports that 88% of affected airbags have been repaired or replaced as of April 2024. The recall has cost Takata billions in lawsuits, fines, and recall-related expenses, ultimately leading to its acquisition for $1.6 billion by Key Safety Systems. This case underscores the critical importance of addressing safety recalls promptly to prevent further harm. #japan #japanesecompany #takata #bankruptcy #honda #ford #dodge #toyota #cars #carcompany #thesocialtalks

Around 700 workers at Virgin Hotels Las Vegas went on strike early Friday, marking the Culinary Union's first open-ended strike in 22 years. The workers, represented by Nevada’s largest union with over 60,000 members, walked off the job at 5 a.m. due to stalled contract negotiations. This follows a 48-hour strike in May over similar disputes. The union demands better terms for workers, stating that the hotel’s current proposal falls significantly short. Ted Pappageorge, the union's secretary-treasurer, described the offer as "an insult" and vowed continuous picketing until the strike ends. Workers expressed frustration, noting that other off-strip hotels, like Rio and Westgate, successfully negotiated stronger contracts. The strike has disrupted services at the hotel, with guests reporting unavailable amenities such as room service. Virgin Las Vegas, in a statement, accused the union of “bad faith bargaining,” highlighting a long delay in communication following negotiations in July. Union members will maintain picket lines outside the hotel 24 hours a day, pressing for a contract that secures better futures for their families. For now, the strike underscores ongoing labor tensions in Las Vegas' hospitality industry. #lasvegas #strike #workersstrike #boycott #culinaryindustry #foodindustry #union #nevada #thesocialtalks

Donald Trump’s proposal to eliminate taxes on overtime pay could benefit millions of American workers but faces significant challenges. Unveiled during his campaign, the plan would exempt earnings from overtime work beyond 40 hours per week from taxation. While this policy could provide financial relief, particularly for hourly workers, it raises ethical, legal, and fiscal concerns. Key Points: Impact on Workers: About 7 million Americans, including 8% of hourly workers and 4% of salaried employees, regularly work overtime and could save hundreds to thousands of dollars annually. However, it would not impact the majority of the workforce, given the tight definitions of overtime eligibility under existing laws. Legal Framework: A related congressional bill, the Keep Every Extra Penny (KEEP) Act, proposes excluding overtime earnings from gross income. However, it remains in committee without significant advancement. - Fiscal Concerns: The plan could cost the federal government up to $3 trillion over a decade, adding to the already strained budget. This includes complications around payroll taxes that fund Social Security and Medicare. Political and Legislative Challenges: - Deficit Issues: Extending the 2017 Tax Cuts and Jobs Act (TCJA), which is set to expire in 2025, remains a higher priority for Congress. The fiscal implications of both extending these cuts and implementing new ones, including tax-free overtime, could hinder progress. - Slim GOP Majority: While Republicans hold narrow control of the House and Senate, internal divisions and reconciliation constraints could complicate efforts to pass this and other tax reforms. - Timing: Other legislative priorities, such as addressing the debt ceiling and broader tax reforms, might push consideration of this proposal to late 2025 or beyond. #uselection #election2024 #taxes #tax #wages #wage #workforce #jobforce #congress #unitedstates #thesocialtalks

The tech industry faces challenges in retaining and attracting talent amid layoffs, increased workloads, and evolving demands due to AI advancements. With over a third of tech employees considering leaving their roles in the next year, businesses must create compelling environments to retain current employees and attract new talent. Here are four strategies to achieve this: 1. Recognize Non-Traditional Career Paths: Many tech professionals enter the field through alternative routes, such as certifications, boot camps, and apprenticeships, rather than traditional degrees. Companies should embrace diverse talent by broadening job requirements, focusing on skills-based assessments, and avoiding overly narrow job descriptions. This approach is particularly critical as 55% of women in the U.S. transition into tech from other careers. 2. Build Strong Tech Leaders: Employees value leaders with strong communication skills, not just technical expertise. IT managers should receive ongoing training in soft skills like listening, clear communication, and providing feedback. This fosters trust and a sense of belonging, especially in a fast-changing tech environment. 3. Find Workplace Balance: Flexibility remains a priority for tech workers, with many valuing "work-from-anywhere" policies. However, this preference clashes with many CEOs pushing for full office returns. A hybrid model combining in-office collaboration with remote flexibility can help balance company culture and employee satisfaction. 4. Prioritize Learning and Development: With AI reshaping tech roles, employees seek opportunities to grow their skill sets. Companies can support this by funding professional development, offering time off for training, and providing access to workshops and conferences. Continuous learning not only boosts job satisfaction but also helps employees remain competitive. #techindustry #technologyindustry #layoffs #layoff #laidoff #employees #recruiter #worklifebalance #worklife #thesocialtalks

The Shepherd Hotel in Clemson, South Carolina, stands out as a community-driven establishment where approximately 30% of the staff have intellectual disabilities. Workers earn $13 to $18 per hour, significantly higher than the federal minimum wage. This initiative addresses a pressing issue, as only 16% of individuals with intellectual disabilities nationwide are employed, according to a ThinkWork survey. Co-founder Rick Hayduk, inspired by his two children with Down syndrome, partnered with Clemson University’s ClemsonLIFE program to prepare individuals with intellectual disabilities for independent living and employment. The program teaches participants essential life skills like time management, hygiene, budgeting, and banking. Nearly all graduates secure jobs after completing the program. One success story is Alex Eveland, a ClemsonLIFE graduate now working as a server at the Shepherd Hotel. Eveland, who overcame significant developmental challenges, is pursuing a hospitality certification with aspirations of opening his own restaurant. The Shepherd Hotel’s impact is expanding, with plans to open two more hotels in South Carolina next year. Hayduk hopes the project will continue to inspire and promote meaningful change, proving that individuals with intellectual disabilities can thrive in the workforce. "People can do anything in life," Eveland said, embodying the program’s mission of empowerment and opportunity. #disability #invisibledisability #disabilityworkerrights #disabled #wages #southcarolina #hotel #thesocialtalks

Working two remote jobs simultaneously is becoming increasingly common but presents legal, ethical, and professional challenges. While not illegal, it may violate company policies, and some employers require exclusivity or permission for outside work. A survey found that 79% of remote or hybrid employees work two jobs, either with another employer or through self-employment. Key Considerations: - Legality: U.S. laws generally do not prohibit working multiple jobs, but employers may challenge overlaps in time, intellectual property use, or confidentiality breaches. - Ethics: Holding two full-time positions during overlapping hours may be seen as "time theft," depriving employers of the agreed-upon attention and work. - Termination Risks: At-will employment allows employers to fire employees for dishonesty or policy violations related to outside work. - Tax Implications: Employees must report income from all jobs on their tax returns. Wages from employers go on W-2 forms, and self-employment income is reported on Schedule C with possible deductions. Tips for Managing Two Remote Jobs: 1. Understand Risks: Consider potential legal complications and policy violations. 2. Check Policies: Review employment contracts for exclusivity clauses or requirements for permission. 3. Communicate Transparently: Be honest with both employers about your commitments to build trust and avoid misunderstandings. 4. Operate Ethically: Ensure you meet the time and performance expectations of each employer to maintain fairness and avoid termination. Deciding to work two remote jobs requires careful evaluation of the benefits and risks. Transparency, adherence to policies, and ethical conduct are essential for successfully managing dual employment. #remotework #remotejob #remote #virtual #virtualjob #virtualwork #workforce #recruiter #communication #ethics #management #thesocialtalks

The cancellation of the WASD expo, a significant event in the UK gaming calendar, underscores the broader challenges facing the gaming industry today. Traditionally held in London each April, WASD served as a crucial platform for British talent, particularly smaller, independent game developers. However, the event's organizer has recently gone into liquidation, citing rising costs and dwindling demand for stand space as the primary reasons for its closure. David Lilley, the co-founder of WASD, expressed his regret over the situation, acknowledging the financial impracticality of continuing the event. This news has been met with widespread disappointment within the gaming community. WASD was established in 2022 as a response to the closure of EGX Rezzed, another London-based gaming festival that focused on smaller, alternative video games. The expo typically ran alongside the London Games Festival in April, featuring a mix of talks from industry professionals and demos of both upcoming indie games and larger releases like "Street Fighter 6" and "Vampire Survivors." The gaming industry has also been hit by significant layoffs over the past two years, affecting major companies like Microsoft and Sony. This follows a period of unprecedented growth and profits during the COVID-19 pandemic, which has since tapered off. In conclusion, the cancellation of WASD highlights the financial and logistical challenges facing the gaming industry, particularly for smaller developers who rely on such events for visibility and networking. As the industry continues to evolve, the balance between digital and in-person events will be crucial in shaping the future of gaming showcases. #gamingshowcase #ukgamingexpo #gamingindustry #gameindustry #microsoft #sony #wasd #thesocialtalks

Interviewing a potential new boss is a critical opportunity to assess their leadership style, values, and emotional intelligence. Here are key insights and tips for making the most of this process: Preparation Clarify Your Role: Understand whether you're evaluating technical skills, cultural fit, or departmental alignment. Ensure your feedback aligns with the hiring team's expectations. Prepare Questions: Focus on open-ended questions that reveal the candidate's leadership philosophy, adaptability, and priorities. Observation and Interaction Assess Leadership and Emotional Intelligence: Pay attention to body language, transparency, and empathy. Look for signs of their ability to lead effectively, empower team members, and support professional growth. Gauging Character: Ask about tough decisions they’ve made and their handling of stress to better understand their approach to challenges. Questions to Ask Some examples include: - "What are your top priorities for the team in the next six months?" - "How do you recognize good work?" - "How do you adapt to the work styles of your team?" Red Flags to Watch For 1. Micromanagement: Overly controlling tendencies can stifle autonomy. 2. Disorganization: Appearing scattered or rushed may signal poor time management. 3. Poor Work-Life Balance: Glorifying long hours or constant availability can indicate an unhealthy culture. 4. Vague Answers: Avoiding questions or being unclear suggests poor communication skills. Dos and Don’ts - Do: Evaluate empathy, problem-solving skills, and leadership philosophy. - Don’t: Ignore red flags, focus excessively on yourself, or ask unhelpful, vague questions. By strategically assessing their character, transparency, and ability to inspire confidence, you can determine if the candidate aligns with your team’s needs and values. #jobforce #workforce #jobs #interviews #interview #boss #manager #recruiter #thesocialtalks