For FORTUNE's 100 Best Workplaces for Millennials in 2015, go to California. Or Texas.+ READ ARTICLE
As you might imagine, with tech winning for millennial workers, California is the place to be. FORTUNE has released its list of 100 Best Workplaces for Millennials in 2015, and 20 of the top 100 are in technology, like Google, Twitter and Yelp. Some are smaller companies though, like #3 AlliedWallet.com, based in Los Angeles. Nineteen of the top 100 are in California, 17 are in Texas, while only 7 are in New York. Financial services and insurance is the second-best industry for millennials with companies like Edward Jones and Pinnacle Financial Partners.
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Believe it or not, it's a home remodeling company
If you’re under 35 and looking for a job, you might want to check out this new Fortune ranking of the Best Workplaces for Millennials.
The list, in partnership with researcher Great Place to Work, examines the 100 companies that earned the highest marks in a survey of employees under the age of 35. Many of the companies that earned a spot are the ones you’d expect: tech giants like Google, Salesforce, and SAS; smaller, hot tech companies like Yelp and Squarespace; and hotel chains like Kimpton and Hyatt. But the overall No. 1 might surprise you: Power Home Remodeling Group.
The small contractor started with three small regional offices on the east coast—then two ambitious millennials who joined the company right out of college encouraged expansion. They consolidated the three offices into one headquarters in 2007, then began rapidly opening new offices across the country.
Now those two men, Asher Raphael and Corey Schiller, are the CEOs of the company. And they’ve turned it into a haven for young go-getters that appreciate a performance-driven culture, team spirit and mentoring. The construction business may not be the most sexy industry, but Raphael and Schiller have made it their mission to get top young talent on board.
Read Fortune‘s profile of the company for more.
Interviewing for a new job over the phone? Donna Rosato, MONEY's Careerist, shares her tips for success.+ READ ARTICLE
The investment bank is putting an end to overnight work in an effort to improve interns' well-being.
Goldman Sachs has a message for its most junior employees: You don’t have to go home, but you can’t stay here all night.
The investment bank is demanding its new summer interns be out of the office between midnight and 7am, Reuters reports. The new policy comes as financial industry, notorious for its grueling hours, tries to make banking a less stressful endeavor.
The 2013 death of a Bank of America intern in London, which may have been partially induced by fatigue, raised awareness of the finance world’s difficult working conditions and sparked reform efforts. Following the incident, Bank of America modified its policies to be more work-life friendly, and recommended analysts and associates “take a minimum of four weekend days off per month.”
Goldman, Credit Suisse, Citi Group, and other banks have made similar reforms, telling its junior bankers to take off Saturdays or weekends, and in Goldman’s case, forming a task force for quality of life issues.
Part of this reduction in hours is due to health concerns, but as the New York Times noted last year, it’s also driven by new competition from other industries, particularly technology firms, that offer the chance of riches and a personal life. This has lead more potential bankers to demand a (slightly) more livable schedule.
“My students, men and women, talk much more openly about an expectation of work-life balance,” Sonia Marciano, a professor at NYU’s Stern School of Business, told the Times. “It’s a shift that seems pretty real and substantial.”
The fast-growing ridesharing service could be on the hook for plenty of new expenses.+ READ ARTICLE
A former Uber driver in a labor dispute with the company was not an independent contractor, the California Labor Commissioner has ruled. That means the fast-growing ridesharing service could be on the hook for minimum wage payments, unemployment insurance, and other job-related expenses.
The California Labor Commissioner’s ruling stated, in its analysis,
Defendants [Uber] hold themselves out as nothing more than a neutral technological platform, designed simply to enable drivers and passengers to transact the business of transportation. The reality, however, is that Defendants are involved in every aspect of the operation….
Defendants control the tools the drivers use….
The passengers pay Defendants a set price for the trip, and Defendants, in turn, pay their drivers a non-negotiable service fee….Defendants alone have the discretion to negotiate [a cancellation fee] with the passenger. Defendants discourage drivers from accepting tips because it would be counterproductive to Defendants’ advertising and marketing strategy.
…Aside from her car, Plaintiff [Barbara Ann Berwick, the driver in the case] had no investment in the business….But for Defendants’ intellectual property, Plaintiff would not have been able to perform the work.
In light of the above, Plaintiff was Defendants’ employee….
Correction: A previous version of this post, including a video, stated that the California ruling applied to “Uber drivers.” In fact, it applied to a single driver, Barbara Ann Berwick.
This entrepreneur learned a love of cooking from her father in Singapore.+ READ ARTICLE
Small business owner Nona Lim learned to love cooking from her father as a child growing up in Singapore. When she wanted to create her own company, it was important to her to bring healthy food with Asian-inspired flavors to her busy customers short on time but searching for a wholesome meal. At Nona Lim, what they don’t put into their products, such as preservatives, is just as important as the fresh vegetables and ingredients that are included. Lim’s company has grown from a one-woman shop selling locally in the San Francisco area to a national brand carried by grocers throughout the country.
We asked people on the streets of New York City how they manage to keep their home lives and work lives separate, if at all.+ READ ARTICLE
Balancing your time and energy between work and home is difficult; you’ve got that report due on Wednesday and your kids need help with their homework. We went to Times Square to ask people how they prioritize between their careers and their family. Some people said they clock out right at 5p.m. every day while some said they take work home with them every night. How do you manage your work-life balance?
You'll obviously make friends at your new job, but these are three people you should absolutely befriend.+ READ ARTICLE
At the very least try to make these folks friendly acquaintances.
Someone in human resources will likely already have an ear to the ground when it comes to layoffs or new job opportunities within the company. This person can also be a good sounding board for salary and personnel issues.
You should also try to befriend your boss’s assistant, the gatekeeper to your boss. He or she can get you on the boss’s schedule and alert you to the boss’s mood.
Finally, reach out to the office rockstar. You know who that one is: the person who just kills it day in and day out.
'Many women prove reluctant to take on heavy responsibility'
When President Kennedy signed the Equal Pay Act into law on this day, June 10, in 1963, it seemed like workplace equality was on its way. “It is a first step,” the President said during the signing. “It affirms our determination that when women enter the labor force they will find equality in their pay envelopes.”
The act had been drafted by Esther Peterson, head of the Women’s Bureau of the Department of Labor. It prohibited employers who were subject to the Fair Labor Standards Act of 1938 (under which the new law fell) from paying employees differently, on the basis of gender, for work that required “equal skill, effort, and responsibility.”
In a sadly-prescient feat of mansplaining in 1964, TIME predicted why the law was unlikely to have the desired effect:
In fact, the new U.S. equal–pay law may cost women some of their jobs because—other things being equal—many companies prefer to hire men. Many women prove reluctant to take on heavy responsibility or to boss men on the job. Supervisors complain that they have a higher absenteeism rate than men—6.5 days a year v. five days—partly because men do not have babies. Some labor leaders are also cool to women workers; only 14% of them join unions, and those who do tend to vote down proposed pension plans. Predictably, they do not want the security of pensions, but the joy of more cash to spend immediately.
TIME was right about the law’s impact, if not the cause. When the magazine took stock of the act’s legacy in 1974, the wage gap at the time—women earned 60 cents on the dollar—was exactly the same as it was when Kennedy signed the law. “Equal pay for equal work is a familiar slogan of the women’s lib movement,” the story began. “It has also been the law of the land for large companies for a decade, but a law that was little noted nor long remembered.”
The fact was, the law—along with other anti-discrimination laws passed in the intervening years—had not really been put to the test.
In 1974, the Supreme Court decided in Corning Glass Works v. Brennan that the factory in question had broken the law by hiring only men for the higher-paid night shifts, and then women were owed back pay for the money they might have earned in that role. The TIME story cited several other examples of the 1963 law finally creating change: two cases in which AT&T had settled with employees, a steel plant facing a lawsuit, an instance in which Rutgers University was providing back pay to the tune of $375,000.
The pay gap has narrowed since then–women made 78 cents on the dollar as of 2013, according to the White House—but the law’s aim, clearly, remains unreached.