The Lifeline Assistance Program for Cell Phones: What You Need to Know

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StrategyDriven Talent Management Article | The Lifeline Assistance Program for Cell Phones: What You Need to Know

Many states have multiple authorized Lifeline providers, and most provide a choice of plans that include phone, broadband internet, or bundled services. Lifeline subsidies are provided on a one-per-household basis, and subscribers must have a valid proof of eligibility (pay stub, utility bill, letter or card from an accepted program). Check eligibility using the online Lifeline National Verifier or download a paper application. You may also qualify for free phone and data services with the new Affordable Connectivity Program (ACP). This federal program helps millions of households cut their monthly bills.

What Is Lifeline?

Lifeline is a government assistance program that lowers the cost of phone and internet service. To qualify for Lifeline, a potential customer must need government assistance or have a family income at or below 135% of the state’s federal poverty level. Eligible customers can choose between a landline or wireless connection, but one line of Lifeline service is provided per household.

Many authorized Lifeline carriers offer broadband internet services at low monthly rates for eligible households. You can find out what providers are available in your area by using the search tool at the USAC website.

How Do I Apply for Lifeline?

To qualify for Lifeline, you must meet the income requirements set by each state and federal government. Most of the documentation required for Lifeline can be submitted online or by mail, depending on your situation. Each year, Lifeline participants must recertify their eligibility for the program. The recertification process differs for each provider, so check with your chosen phone or internet service company for details.

The lifeline service in the state of Missouri was designed to provide low-income households with the telephone and mobile data services they need to participate in today’s world. Those who do not possess a reliable phone connection are at a disadvantage in the job market and can’t communicate with family members or employers. Thankfully, the federal government is helping those in need by providing Lifeline discounts for home and wireless service providers. Many participating companies offer eligible customers free phones and discounted monthly data and minutes.

Who Is Eligible for Lifeline?

The program provides a monthly phone or broadband service discount for low-income households. It offers a bundled service option, including home and mobile phones and internet access. The subsidy is provided through Lifeline-approved service providers, also called carriers. The National Verifier database checks consumer eligibility (except in California, Oregon and Texas – opt-out states). Your income must be 135% or less of federal poverty guidelines. Alternatively, you can verify participation in a qualifying government assistance program or your state’s letter or card showing you meet the income limits.

In addition, you must recertify your eligibility each year. You can do this online through USAC or, in some cases, with the carrier you use for Lifeline. Recertification reminders are sent to beneficiaries via text and voice messages. There is a one-phone-per-household limit on Lifeline subsidies.

Can I Keep My Current Phone Number With Lifeline?

It is not allowed to have multiple Lifeline phone numbers. When you sign up for a new Lifeline service provider, it is important to make sure that you tell the customer service representative that you want to keep your current number and that you are not receiving another Lifeline phone number from someone else in your household. The program can only provide one discount for each household. It also violates program rules to simultaneously receive cell phone services from multiple providers. Some service providers offer free or cheap phones to Lifeline participants. These phones include monthly data, talk and text minutes. You can find out if your provider gives smartphones to Lifeline participants by visiting their website. You can also learn about options from local community organizations like United Way 2-1-1.

How Do I Keep My Lifeline Benefit Current?

The Lifeline program was established in 1985 to subsidize the cost of phone service for low-income Americans. It has since undergone two major reforms: the first to combat ongoing allegations of fraud and the second to bring the subsidy in line with emerging technologies. In some States, eligible households can receive free cell phones and a monthly wireless plan for their household members. This program is available for anyone below 135% of the federal poverty guideline. Eligible customers can enroll in the program through a telephone service provider that offers Lifeline discounts.

You must submit annual proof of eligibility to keep your Lifeline benefit current.

What Are the Requirements for Lifeline?

Since its inception, Lifeline has benefited millions of low-income Americans by subsidizing their phone or broadband service. Under Wheeler, the FCC refocused this support on broadband and established a bidding process encouraging broadband providers to offer funded packages. It also implemented reforms to combat ongoing allegations of fraud in the program.

Eligible telecommunications carriers must verify each new Lifeline subscriber’s income-based eligibility by accessing state or national eligibility databases or obtaining documentation that meets the following criteria: Ensure all subscribers know their Lifeline benefit is non-transferable and only available to eligible household members. They are responsible for paying any monthly charges incurred after their Lifeline discount has expired.

Reasons Why Criminal Background Checks Is a Standard Practice in Employment Screening

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StrategyDriven Talent Management Article | Reasons Why Criminal Background Checks is a Standard Practice in Employment Screening

A criminal background check is a standard practice that employers use to screen job applicants. It helps them reduce risk by ensuring that the people they hire are not a threat to themselves or their customers. A background check includes state, county and municipal records searches and pending criminal cases. Employers should always get the subject’s written consent before conducting a background check.

They Help Prevent Fraud

Few companies can afford to hire someone who will steal company assets, commit identity fraud, or otherwise risk the firm’s reputation. A criminal background check can help ensure the company only hires dependable workers. In addition, a background check can identify candidates who have convictions that may present a threat to staff or customers. For example, if a candidate has been convicted of an offense related to fraud or embezzlement, they should not be allowed to work for the firm. Verifying schooling and professional qualifications, searching social media, and running a credit check are all other searches that can be included in criminal background checks. All these criminal records searches can help prevent fraudulent activity that could result in the loss of resources, damage to your business’s reputation and a lawsuit. A background check is just one of the tools available to employers to minimize risk, but it’s an important tool nonetheless. When performed properly by a CRA committed to running FCRA-compliant reports, background checks can be a key part of your due diligence as an employer and help you avoid negligent hiring lawsuits.

Legally Required Part of the Hiring Process

Hiring the wrong person for a position can majorly impact your company. It can affect employee morale, customer relations, brand reputation and growth. It could even result in costly legal action if the wrong hire causes harm to people or property. Fortunately, background checks can help you avoid hiring individuals with criminal histories. It may also entail a credit check to verify a potential employee’s identification and financial responsibility. Some searches are limited to the local, state or county court records.

In contrast, others are more comprehensive and can include federal and international records searches as well as sex offender registries, terrorist watch lists, and national criminal databases. Many states and municipalities have “Ban the Box” legislation that forbids employers from inquiring about candidates’ criminal records during job interviews or application processes. These laws allow people with a criminal record to avoid initial prejudice in the application process and give themselves a fair chance at employment.

They Help Prevent Criminal Activity

A criminal background check can help prevent employees who pose a risk to your business or customers. Employees with a history of fraud, embezzlement or violence can create unsafe work environments, putting your staff and clients at risk of harm. In addition, convictions relating to illegal drugs, assault or murder can create workplace safety issues and liability concerns for your company. Criminal background checks can also help prevent gun-related crime. One recent study found that states with comprehensive background check laws, which allow police to deny a gun purchase to anyone convicted of a violent misdemeanor or felony, have lower homicide and suicide rates than those without such laws. However, the effectiveness of these types of policies is still controversial. Some experts believe public education campaigns would be helpful, while others suggest sting operations to target sellers who provide guns to prohibited persons.

A comprehensive background check is a critical part of your hiring process. It may involve searching through criminal records from the federal, state, and local levels, as well as sex offender databases, terrorist watch lists, and other databases. Using a trusted consumer reporting agency can help you ensure you’re conducting these checks in compliance with all federal, state and local laws. Our built-in tools and workflows provide the relevant information to make a fully informed decision.

They Help Prevent Discrimination

Using background checks to discriminate against certain groups of people is against the law. Employers cannot reject a candidate solely based on their criminal record or past convictions and must consider the nature of the offense, how long ago it occurred, and the position for which they are applying.  A criminal check can reveal an applicant’s history of fraud, embezzlement and violence, reducing the risk that they may expose your business to financial loss or put your customers or staff in harm’s way. It can also help to prevent negligent hiring claims by ensuring that the person you hire has not been convicted of crimes related to workplace violence or misconduct.

A criminal check typically includes a multi-jurisdictional “national” and county criminal database search and state records where available. In addition, a credit check can be run to gauge an applicant’s level of financial responsibility. A social media check can also be conducted to see if an employee, volunteer or independent contractor shares inappropriate content on their Facebook, Twitter, Instagram or other accounts that could impact their work ethic or reputation. Background checks may be necessary for volunteers interacting with children or vulnerable adults, government work at ports of entry, and other security-sensitive occupations.

Empowering Employees Through Training and Certification

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StrategyDriven Talent Management Article | Empowering Employees Through Training and Certification

Ensuring the health and safety of employees is paramount. Health and safety training not only equips staff with the knowledge to identify and reduce potential hazards but also creates a culture of responsibility and care. For businesses in the UK, this training is more than a regulatory requirement, it is a proactive step towards safeguarding their most valuable asset; their employees.

By investing in comprehensive training programmes, companies can reduce workplace accidents, boost employee morale, and demonstrate a commitment to the well-being of their workforce, ultimately leading to enhanced productivity and reputation.

Safeguarding Employees and Businesses

Online health and safety training has emerged as a versatile and efficient solution for businesses. This training mode offers flexibility, allowing employees to learn at their own pace and revisit modules as needed. Especially relevant for the UK’s diverse workforce, online platforms can cater to various learning styles and backgrounds, ensuring comprehensive understanding. Moreover, with the ongoing challenges of the pandemic and remote working scenarios, online training ensures continuity in safety standards across dispersed teams. But it’s not just about convenience; it’s about protection.

By leveraging digital tools, like online health and safety courses from iHasco, businesses can keep their training modules up-to-date with the latest regulations and best practices. This proactive approach protects employees from potential hazards and shields businesses from legal repercussions and potential reputational damage. Online health and safety training is a win-win, promoting a safer work environment while adapting to modern needs.

Understanding Psychological Safety

Psychological safety plays a pivotal role in fostering a healthy workplace environment. It refers to the assurance employees feel in expressing their thoughts, opinions, and concerns without fear of retribution or ridicule. In the UK, where diverse teams collaborate across various sectors, creating a space where every voice is valued is crucial. Google’s Project Aristotle highlighted psychological safety as the top factor for effective teams, underscoring its significance.

When employees believe their input is respected, they are more likely to share innovative ideas, report potential issues, and actively engage in collaborative efforts. Conversely, a lack of psychological safety can lead to decreased morale, suppressed creativity, and increased turnover. For businesses aiming to thrive in a competitive landscape, understanding and prioritising psychological safety is not just a moral imperative but a strategic one. By championing this aspect of employee wellbeing, companies can unlock untapped potential and drive organizational success.

The Staggering Cost of Poor Wellbeing

The financial implications of neglecting employee wellbeing are immense, with research indicating that poor wellbeing costs UK firms a staggering £56bn each year. This figure isn’t just about direct medical expenses or absenteeism; it encapsulates the broader impact on productivity, engagement, and retention. Employees grappling with mental health challenges or working in stressful environments often find their performance compromised, leading to reduced output and increased errors.

A workforce that doesn’t feel supported or valued is more likely to seek opportunities elsewhere, resulting in high business turnover costs. The ripple effect of poor well-being also extends to team dynamics, with decreased morale and collaboration. For UK companies, investing in employee wellbeing isn’t merely benevolent; it’s a sound business strategy. By prioritising health, safety, and psychological support, businesses can reduce these losses and foster a more resilient, motivated, and productive workforce.

In the UK workplace, prioritising employee training and wellbeing is incredibly important. By understanding the significance of health, safety, and psychological support, businesses can create a thriving environment. Investing in these areas safeguards employees and bolsters productivity, reputation, and financial stability. Empower through knowledge; prosper through care.

The Art of Talent Acquisition for Companies in the Tech Industry

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StrategyDriven Talent Management Article | The Art of Talent Acquisition for Companies in the Tech Industry

In today’s digital age, the success of a business is often proportional to the quality of its workforce. The tech industry is no exception to this. To stay ahead of the competition, companies must hire highly skilled talent. However, finding and acquiring top talent is easier said than done. The process of talent acquisition can be overwhelming, especially for entrepreneurs and professionals new to the industry. This blog post will explore the art of talent acquisition in the tech industry and provide a comprehensive guide on acquiring top talent.

Identify Your Talent Needs

The first step in talent acquisition is to identify your talent needs. Determine the roles your organization needs to fill and create job descriptions that accurately reflect the required responsibilities, skills, and experience. 

This makes it easier for you to identify suitable candidates and for job seekers to assess their compatibility with your organization. For instance, if you need to hire a software engineer, you should specify the coding languages and systems they must be familiar with.

Furthermore, you should also consider your organization’s culture, values, and goals when creating job descriptions. This will help ensure that the candidate is a good fit for your team.

Build a Strong Employer Brand

In today’s competitive job market, companies need to have a strong employer brand to attract top talent. Employer branding is about creating a positive image of your company as a great place to work. A strong employer brand makes it easier for you to attract and retain top talent. Here are some ideas:

Leverage Technology

The tech industry is all about technology, so it’s only fitting that technology plays a significant role in talent acquisition. There are several tools and platforms available that can help streamline the recruitment process. Applicant tracking systems, for instance, can help you manage job applications, while social media platforms and job boards can help you reach a wider talent pool.

Highlight Employee Benefits

One of the most significant factors that job seekers consider when assessing potential employment opportunities is the benefits package. For tech companies, this may include competitive salaries, health insurance, flexible working arrangements, and professional development programs. Highlighting these benefits in your employer branding will go a long way to attracting top talent. 

Engage With Candidates

Engaging with candidates is critical to acquiring top talent. Providing a positive candidate experience from the job application stage to onboarding is essential. This includes communicating clearly and promptly, treating candidates with respect, and being transparent about the hiring process.

Partner With IT Recruiters

Partnering with IT recruiters can be an effective way to find top talent. Recruitment agencies have the expertise and experience to identify suitable candidates that match your organization’s requirements. They also have extensive networks of job seekers who are actively looking for roles in the tech industry. Here are some job positions they can help you fill up:

Cybersecurity

The demand for cybersecurity professionals is at an all-time high in the tech industry. With escalating cyber threats and increasing data protection regulations, companies require specialized talent to safeguard their digital assets. A cybersecurity recruiter can provide access to a pool of experienced candidates proficient in risk assessment, network security, incident response, and compliance, bringing resilience and assurance to your business operations.

Web Development

Web development is the core of any tech business as it encompasses creating, maintaining, and optimizing websites and web applications. Hiring skilled web developers can significantly boost your business’s digital presence, improving user experience and driving traffic. A focus on both front-end and back-end development skills, coupled with an understanding of SEO and UX design, can enhance your website’s functionality and aesthetics.

Data Analysis

Data is the new oil in the tech industry. It drives decision-making and offers insights into customer behavior, market trends, and business performance. Data analysts, therefore, hold a vital role in any tech business as they can unlock the potential of big data. They interpret complex data sets and convert them into actionable information that can facilitate strategic planning. Hence, an experienced data analyst can comprehensively understand your business landscape and contribute to your organization’s growth.

Talent acquisition is an art that requires a combination of strategy, technology, and people skills. By following the steps outlined in this guide, you’ll be able to attract and acquire top talent in the tech industry, ultimately contributing to the success of your organization. Remember, the tech industry is constantly evolving, and so should your talent acquisition strategy. Stay abreast of the latest trends and adapt your plan as necessary. With the right approach, acquiring top talent can be an exciting and rewarding process for both you and the job seeker.

Onboarding Ideas for New Hires

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StrategyDriven Talent Management Article | Onboarding Ideas for New Hires

Aside from skilled workers and great products, startups need another thing: a good onboarding process. Your new hires could be the engines that drive your company departments.

If you can streamline the onboarding process, you can accelerate the company’s growth. An easy onboarding process can make new hires productive sooner and free up other resources for other projects.

But what does an onboarding process look like? Take a look at these onboarding ideas for new hires.

Start With a Welcome Treat

One great onboarding idea for new hires is to give them a treat. It could be something as simple as donuts, cookies, or a gift card to a local café. This would give them an incentive to come to work and provide a way to make them feel appreciated and welcomed.

Additionally, giving them a treat will boost morale, which will positively affect their performance in the workplace. It can also show the new hires that their hard work and dedication are being noticed and appreciated.

Provide Virtual Tours

Onboarding ideas for new hires are extensive and effective. It provides new hires with educational resources such as a customer service portal with information about the company and the services it provides. And companies can create videos that introduce the company’s culture, expectations, and key people to new hires.

Having face-to-face introductions through virtual tours can help new hires feel welcomed and part of the team before they step into the office. This can be beneficial for employers in terms of lowering turnover and providing better new employee onboarding experiences for their new hires.

Create a Social Media Contest

Not only is it a fun way to engage newly hired employees from the get-go, but it can also provide a unique opportunity to learn more about the potential of the hire, their skill set, and their expertise while creating a sense of excitement for the role.

Depending on the target audience, it could include anything from content creation to engaging photos, hashtags, or even a game. This can be used in combination with an onboarding program to introduce new hires to the company’s culture, values, and mission.

Set Up a Buddy for Your New Hire

Setting up a buddy for your new hire is one of those ideas for creating a positive onboarding experience. It helps them feel more comfortable and accepted into the company and gives them someone to connect with when they have questions.

The buddy needs to be knowledgeable about the company, culture, and job so that they can help the new hire navigate systems and processes.

Consider Tapping With EOR Services

EOR services facilitate an effective onboarding process for new hires that provides them with all the necessary information and resources about their roles and the organizations. They also offer useful tools such as:

  • Software
  • Training Programs
  • Online Courses

The benefits of EOR services ensure new employees quickly understand company policies, learn tools, and acquire new skills.

Exploring Effective Onboarding Ideas for New Hires

Onboarding ideas for new hires can be challenging, but with the right ideas, it can be smooth and effective. It’s important to take the time to make sure they feel welcomed and get to know their team and the company culture. Provide structured training, detailed job descriptions, and regular check-ins to make sure the onboarding process is successful.

Take action now and start implementing these onboarding ideas for new hires!

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