The Exchange, an initiative launched by Deloitte and a consortium of local Black-owned publishers, has unveiled a new branded series specializing in Black business leaders.

The content of the article was written by journalists from publishers participating within the pilot program specially prepared for a various audience, stated within the press release. The aim of the exchange is to strengthen the financial position of local publishers with a diversified structure, provide audiences with specialized business information and create a new model of cooperation to ultimately increase equality within the media landscape.

They feature in-depth interviews with distinguished Black pioneers in business and finance, equivalent to LaTanya Flix, senior vp of DEI on the Greater Houston Partnership; Valerie Montgomery Rice, the primary female president to steer two HBCU medical schools; and Bruce Brooks, CEO of lending company Craft3. The profiles focus the eye of Deloitte leaders on driving change in underrepresented communities and canopy a spread of topics equivalent to community service, mentoring young professionals, health equity, Black physician training and small business lending capital.

Defender Network CEO Sunny Messiah Jiles stated, “Diverse voices matter and we believe it is important to amplify those voices and increase knowledge sharing through the series about successful Black business leaders.” The network supports Deloitte’s vision to “recognize the potential of this project to help highlight people from underserved communities while supporting local publishers with diverse ownership.” Jiles expects future campaigns to “support local news and generate audience engagement with valuable content across a variety of topics and industries.”

Article publishers include: , Houston Defender Network, AFRO-American Newspapers (Baltimore and DC) and .

According to content analytics platform Knotch, audience response was overwhelmingly positive. Readers who gave positive feedback said, “The content was inspiring.” The leadership series achieved a 62% increase in viewership in comparison with the previous series.

The exchange is financed by the American special purpose office Deloitte and managed by the Local Media Association and the Local Media Consortium. There are new series and publisher profiles available to viewers Now.

Most American employees are hired at-will.”: Employers don’t owe their employees anything beyond the wages earned, and employees can leave at their discretion. As a general rule, either party may terminate the contract at any time for good or bad reason, or in any respect.

Under the no-strings-attached principle, employees can proceed to work at their discretion unless they occur to be amongst tied tens of hundreds of thousands of employees under an agreement expressly prohibiting employment by competitors. These non-competition clauses may make sense for CEOs and other top executives who hold trade secrets, but could seem nonsensical when applied low-wage employees like draftsmen in the development industry.

President Joe Biden expressed concern on the oppressive nature of non-competition agreements in July 2021.

And the Federal Trade Commission – the federal agency chargeable for policies affecting competition within the economy – has now decided to ban them. On April 23, 2024IN 3-2 votesmost agreed to limit non-compete agreements.

Existing non-competes for senior management will remain unchanged, but all others, with limited exceptions, will remain the identical will not be feasible.

The regulation is scheduled to enter into force at the top of August. However, legal motion may delay or block these changes. The US Chamber of Commerce and other business groups sued the federal government stop it shortly after the FTC vote.

How expert in labor law and policyI actually have many concerns about non-competition clauses – for instance, how they have an inclination to exacerbate power imbalances in relationships between employees and executives. suppress wages and discourage labor market mobility.

Employee rights and law

The courts have began perpetuate the doctrine of free will within the nineteenth centurymaking exceptions only for workers employed under fixed-term contracts.

As time passes National Labor Relations Act in 1935, all private sector employees and trade unions gained the proper to bargain collectively with employers. Subsequent employment contracts, reminiscent of the one negotiated by Steelworkers’ Organizing Committee with Carnegie-Illinois Steel in 1937, required employers to prove “just cause” before firing any person covered by the contract.

The Civil Rights Acts of 1964 and 1991 added employment protections prohibiting discrimination based on race, sex, religion and national origin. AND Americans with Disabilities Actenacted by Congress in 1990, provided individuals with disabilities access to work with or without reasonable accommodation.

These laws and other measures, including modern exceptions to the “at-will” rule, provide employees with some job security.

But despite certain restrictions imposed by individual state governmentsto date, there was no federal protection against non-compete clauses.

Uncompetitive people and low-wage employees

FTC chair Lina Khan estimated that just about 1 in 5 employeesSome 30 million Americansthey’re on this boat.

Non-compete clauses are more common amongst higher-paid Americans, but at higher rates 1 in 10 employees earning $20 or less The hour is roofed by non-compete agreements, according to a 2021 study by the Federal Reserve Bank of Minneapolis.

Wages of employees within the USA will increase by approx $400 billion to $488 billion over the subsequent decade The FTC estimates there will likely be fewer non-compete clauses.

When announcing the ban, The FTC provided advice to employers who may fear losing high-performing employees consequently of recent regulations.

“Rather than using non-competitive rules to attract workers, employers who want to retain workers can compete on the basis of employee services rules for workers, improving wages and working conditions.”

In other words, when employers pay employees higher, their employees are more satisfied and fewer likely to leave their jobs.