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Tag: Accounts

  • One Tech Tip: How to prepare your online accounts for when you die

    One Tech Tip: How to prepare your online accounts for when you die

    LONDON — Most people have accumulated a pile of data — selfies, emails, videos and more — on their social media and digital accounts over their lifetimes. What happens to it when we die?

    It’s wise to draft a will spelling out who inherits your physical assets after you’re gone, but don’t forget to take care of your digital estate too. Friends and family might treasure files and posts you’ve left behind, but they could get lost in digital purgatory after you pass away unless you take some simple steps.

    Here’s how you can prepare your digital life for your survivors:

    The iPhone maker lets you nominate a “ legacy contact ” who can access your Apple account’s data after you die. The company says it’s a secure way to give trusted people access to photos, files and messages. To set it up you’ll need an Apple device with a fairly recent operating system — iPhones and iPads need iOS or iPadOS 15.2 and MacBooks needs macOS Monterey 12.1.

    For iPhones, go to settings, tap Sign-in & Security and then Legacy Contact. You can name one or more people, and they don’t need an Apple ID or device.

    You’ll have to share an access key with your contact. It can be a digital version sent electronically, or you can print a copy or save it as a screenshot or PDF.

    Take note that there are some types of files you won’t be able to pass on — including digital rights-protected music, movies and passwords stored in Apple’s password manager. Legacy contacts can only access a deceased user’s account for three years before Apple deletes the account.

    Google takes a different approach with its Inactive Account Manager, which allows you to share your data with someone if it notices that you’ve stopped using your account.

    When setting it up, you need to decide how long Google should wait — from three to 18 months — before considering your account inactive. Once that time is up, Google can notify up to 10 people.

    You can write a message informing them you’ve stopped using the account, and, optionally, include a link to download your data. You can choose what types of data they can access — including emails, photos, calendar entries and YouTube videos.

    There’s also an option to automatically delete your account after three months of inactivity, so your contacts will have to download any data before that deadline.

    Some social media platforms can preserve accounts for people who have died so that friends and family can honor their memories.

    When users of Facebook or Instagram die, parent company Meta says it can memorialize the account if it gets a “valid request” from a friend or family member. Requests can be submitted through an online form.

    The social media company strongly recommends Facebook users add a legacy contact to look after their memorial accounts. Legacy contacts can do things like respond to new friend requests and update pinned posts, but they can’t read private messages or remove or alter previous posts. You can only choose one person, who also has to have a Facebook account.

    You can also ask Facebook or Instagram to delete a deceased user’s account if you’re a close family member or an executor. You’ll need to send in documents like a death certificate.

    The video-sharing platform says that if a user has died, people can submit a request to memorialize the account through the settings menu. Go to the Report a Problem section, then Account and profile, then Manage account, where you can report a deceased user.

    Once an account has been memorialized, it will be labeled “Remembering.” No one will be able to log into the account, which prevents anyone from editing the profile or using the account to post new content or send messages.

    It’s not possible to nominate a legacy contact on Elon Musk’s social media site. But family members or an authorized person can submit a request to deactivate a deceased user’s account.

    Besides the major online services, you’ll probably have dozens if not hundreds of other digital accounts that your survivors might need to access. You could just write all your login credentials down in a notebook and put it somewhere safe. But making a physical copy presents its own vulnerabilities. What if you lose track of it? What if someone finds it?

    Instead, consider a password manager that has an emergency access feature. Password managers are digital vaults that you can use to store all your credentials. Some, like Keeper,Bitwarden and NordPass, allow users to nominate one or more trusted contacts who can access their keys in case of an emergency such as a death.

    But there are a few catches: Those contacts also need to use the same password manager and you might have to pay for the service.

    ___

    Is there a tech challenge you need help figuring out? Write to us at onetechtip@ap.org with your questions.



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  • Lifestyle spending accounts: A flexible benefit for today’s diverse workforce

    Lifestyle spending accounts: A flexible benefit for today’s diverse workforce

    The modern workforce is more diverse than ever, with employees spanning different generations, genders, cultural backgrounds and life experiences. This diversity brings a wide range of expectations and needs when it comes to benefits. Lifestyle spending accounts (LSAs) provide an effective way for employers to address this diversity by offering a benefit that can be tailored to the unique preferences of each employee group.

    What is an LSA?
    An LSA is an employer-sponsored benefit that allows employees to allocate funds for various lifestyle-related expenses. Unlike traditional benefits such as health insurance or retirement plans, LSAs are highly flexible and can be customized to align with the specific needs and preferences of employees. Employers fund LSAs and determine the eligible expenses, which may include anything from wellness programs and gym memberships to child care, home office equipment, mental health services and even hobbies or personal development courses.

    LSAs are unique in that they do not offer tax advantages like health savings accounts (HSAs) or flexible spending accounts (FSAs), but they make up for this with unparalleled flexibility. Employees can choose how to use their funds based on what matters most to them, whether it’s a yoga class, a subscription to a mental health app or new running shoes. The diversity of options makes LSAs particularly appealing in today’s varied workforce.

    Read more:  Want to work remotely? Look out for these 5 warning signs on your job hunt

    Supporting a diverse workforce
    LSAs are particularly well-suited to address the varied needs of a diverse workforce. An LSA can:

    • Appeal to multiple generations: LSAs can accommodate the different priorities of various age groups. Younger employees might use funds for fitness classes or professional development, while older workers may opt for home office equipment or family support services.
    • Support a culture of inclusivity: By allowing a wide range of expenses, LSAs can support employees from different cultural backgrounds and their unique needs or preferences.
    • Promote work-life balance: LSAs can fund services that help employees balance work and personal life, such as meal delivery services or childcare support.
    • Contribute to employee health and wellness: From mental health services to physical fitness programs, LSAs can contribute to the overall well-being of employees across all demographics.
    • Offer career development: Funds can be used for professional development opportunities, supporting employees at various career stages.

    Read more:  In the aftermath of a hurricane disaster, Aeroflow put its employees and community first

    Implementing LSAs in your organization
    When implementing an LSA, start by defining your goals, such as enhancing company culture, supporting diversity and inclusion or promoting wellness. Set a budget that aligns with your resources (this could be a few hundred to few thousand dollars per employee), choose eligible expenses that match your goals, like child care, and establish a simple reimbursement process for employees to submit and receive funds. Finally, communicate the LSA clearly to employees, explaining how it works and what expenses qualify, ensuring they fully understand and use this flexible benefit.

    Advantages and considerations for employers
    LSAs offer employers several key advantages that make them an appealing benefit option. They can be tailored to fit any company size or culture, ensuring they align with organizational goals and values. LSAs also provide cost control, as employers only pay for the benefits that employees use, with any unused funds remaining with the company. 

    LSAs can potentially reduce benefit costs and administrative burdens. By consolidating benefits into one flexible account, employers may find that LSAs minimize the need for multiple specialized programs, each with distinct administrative requirements and associated costs. This one-stop-shop approach means fewer administration needs and lower costs, offering a streamlined solution that still meets diverse workforce needs.

    Read more:  Employee benefits that go the extra mile

    This benefit can significantly enhance company culture and give companies a competitive edge in the job market, helping to attract and retain top talent. 

    While LSAs don’t provide tax advantages for employees, they are a low-risk option, as employees who choose not to use the benefit are not taxed on it. This combination of flexibility, cost control, cultural enhancement, inclusivity and the potential to reduce overall expenses makes LSAs a valuable tool for employers looking to offer meaningful and customizable benefits.

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  • Lifestyle spending accounts: A flexible benefit for today’s diverse workforce

    Lifestyle spending accounts: A flexible benefit for today’s diverse workforce

    The modern workforce is more diverse than ever, with employees spanning different generations, genders, cultural backgrounds and life experiences. This diversity brings a wide range of expectations and needs when it comes to benefits. Lifestyle spending accounts (LSAs) provide an effective way for employers to address this diversity by offering a benefit that can be tailored to the unique preferences of each employee group.

    What is an LSA?
    An LSA is an employer-sponsored benefit that allows employees to allocate funds for various lifestyle-related expenses. Unlike traditional benefits such as health insurance or retirement plans, LSAs are highly flexible and can be customized to align with the specific needs and preferences of employees. Employers fund LSAs and determine the eligible expenses, which may include anything from wellness programs and gym memberships to child care, home office equipment, mental health services and even hobbies or personal development courses.

    LSAs are unique in that they do not offer tax advantages like health savings accounts (HSAs) or flexible spending accounts (FSAs), but they make up for this with unparalleled flexibility. Employees can choose how to use their funds based on what matters most to them, whether it’s a yoga class, a subscription to a mental health app or new running shoes. The diversity of options makes LSAs particularly appealing in today’s varied workforce.

    Read more:  Want to work remotely? Look out for these 5 warning signs on your job hunt

    Supporting a diverse workforce
    LSAs are particularly well-suited to address the varied needs of a diverse workforce. An LSA can:

    • Appeal to multiple generations: LSAs can accommodate the different priorities of various age groups. Younger employees might use funds for fitness classes or professional development, while older workers may opt for home office equipment or family support services.
    • Support a culture of inclusivity: By allowing a wide range of expenses, LSAs can support employees from different cultural backgrounds and their unique needs or preferences.
    • Promote work-life balance: LSAs can fund services that help employees balance work and personal life, such as meal delivery services or childcare support.
    • Contribute to employee health and wellness: From mental health services to physical fitness programs, LSAs can contribute to the overall well-being of employees across all demographics.
    • Offer career development: Funds can be used for professional development opportunities, supporting employees at various career stages.

    Read more:  In the aftermath of a hurricane disaster, Aeroflow put its employees and community first

    Implementing LSAs in your organization
    When implementing an LSA, start by defining your goals, such as enhancing company culture, supporting diversity and inclusion or promoting wellness. Set a budget that aligns with your resources (this could be a few hundred to few thousand dollars per employee), choose eligible expenses that match your goals, like child care, and establish a simple reimbursement process for employees to submit and receive funds. Finally, communicate the LSA clearly to employees, explaining how it works and what expenses qualify, ensuring they fully understand and use this flexible benefit.

    Advantages and considerations for employers
    LSAs offer employers several key advantages that make them an appealing benefit option. They can be tailored to fit any company size or culture, ensuring they align with organizational goals and values. LSAs also provide cost control, as employers only pay for the benefits that employees use, with any unused funds remaining with the company. 

    LSAs can potentially reduce benefit costs and administrative burdens. By consolidating benefits into one flexible account, employers may find that LSAs minimize the need for multiple specialized programs, each with distinct administrative requirements and associated costs. This one-stop-shop approach means fewer administration needs and lower costs, offering a streamlined solution that still meets diverse workforce needs.

    Read more:  Employee benefits that go the extra mile

    This benefit can significantly enhance company culture and give companies a competitive edge in the job market, helping to attract and retain top talent. 

    While LSAs don’t provide tax advantages for employees, they are a low-risk option, as employees who choose not to use the benefit are not taxed on it. This combination of flexibility, cost control, cultural enhancement, inclusivity and the potential to reduce overall expenses makes LSAs a valuable tool for employers looking to offer meaningful and customizable benefits.

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  • African football’s governing body found to have $16m in expenses missing from accounts | Soccer

    The Confederation of African Football’s audit and compliance committee has claimed that more than $16m of “unrecognised expenses” were not included in official accounts, meaning it should have posted losses of more than $25m.

    A letter sent to members of Caf’s executive committee last Saturday and seen by the Guardian alleges that its review of a report compiled by the external auditors EY had revealed the apparent discrepancy in the accounts for the year ending 30 June 2023.

    That includes almost $12m for “technical costs not allocated to clubs, federations and host countries”, with the remainder corresponding to “unrecorded expenses that should be accrued and recorded” and “unrecognised provision for debt balances” and “other debit balances”.

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    The audit and compliance committee has calculated that the $16.18m unaccounted for would take Caf’s deficit for the year to $25.43m after losses of $9.25m were revealed earlier this year. In July, Caf’s general secretary, Véron Mosengo-Omba, had cited the lower figure as evidence that it was reducing its debt. Mosengo-Omba inherited a deficit of about £30m in March 2021. “For the next fiscal year, it will be zero,” he said.

    Neither Caf nor Mosengo-Omba responded to requests from the Guardian for comment.

    Separately, an investigation into Mosengo-Omba and his office is ongoing after Caf’s head of governance, risk and compliance (GRC) accused them of “impeding” members of her department from performing their duties and, among other claims, of breaching internal governance and auditing regulations.

    Last month, the audit and compliance committee claimed there had been “unauthorised interference” from Mosengo-Omba because the external auditor had been appointed by him.

    He responded to those claims in a letter last week and said Caf’s statutes had not required him to seek their consent “before engaging a consultant”. Mosengo-Omba also dismissed concerns that the external auditor’s report “was prepared in such a way as to contradict all the allegations contained in the confidential report” by the GRC because he said the investigation remained ongoing. “To this end, it was deemed inappropriate to comment or discuss with her the matters under investigation, as this could have been taken as interference in the official proceedings,” he wrote.

    In response, the audit and compliance committee said it would have been “even more inappropriate for the secretariat to present the documents under investigation to the external consultant for inclusion in her report submitted to our committee for validation. The Committee maintains its position expressed in the report of 11 September 2024 and remains of the opinion that this is an attempt to use it to pass documents and procedures that are the subject of the ongoing investigation.”

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    A letter from Mosengo-Omba – who has also denied allegations of dishonest management, fraud and forgery of documents in Switzerland – that was sent to national associations last week confirmed that Caf will extend the 70-year age limit by five years for prospective executive committee members at its general assembly next week.

    It also gave prospective candidates until 12 November to register their intention to stand in next year’s presidential elections. The incumbent, Patrice Motsepe, is expected to face competition from the 71-year-old Egyptian and Fifa council member Hany Abo Rida, among others. The vote is likely to take place in March.

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  • Tech firms remove social media accounts of a Russian drone factory after an AP investigation

    Tech firms remove social media accounts of a Russian drone factory after an AP investigation

    Google, Meta and TikTok have removed social media accounts belonging to an industrial plant in Russia’s Tatarstan region aimed at recruiting young foreign women to make drones for Moscow’s war in Ukraine.

    Posts on YouTube, Facebook, Instagram and TikTok were taken down following an investigation by The Associated Press published Oct. 10 that detailed working conditions in the drone factory in the Alabuga Special Economic Zone, which is under U.S. and British sanctions.

    Videos and other posts on the social media platforms promised the young women, who are largely from Africa, a free plane ticket to Russia and a salary of more than $500 a month following their recruitment via the program called “Alabuga Start.”

    But instead of a work-study program in areas like hospitality and catering, some of them said they learned only arriving in the Tatarstan region that they would be toiling in a factory to make weapons of war, assembling thousands of Iranian-designed attack drones to be launched into Ukraine.

    In interviews with AP, some of the women who worked in the complex complained of long hours under constant surveillance, of broken promises about wages and areas of study, and of working with caustic chemicals that left their skin pockmarked and itching. AP did not identify them by name or nationality out of concern for their safety.

    The tech companies also removed accounts for Alabuga Polytechnic, a vocational boarding school for Russians aged 16-18 and Central Asians aged 18-22 that bills its graduates as experts in drone production.

    The accounts collectively had at least 158,344 followers while one page on TikTok had more than a million likes.

    In a statement, YouTube said its parent company Google is committed to sanctions and trade compliance and “after review and consistent with our policies, we terminated channels associated with Alabuga Special Economic Zone.”

    Meta said it removed accounts on Facebook and Instagram that “violate our policies.” The company said it was committed to complying with sanctions laws and said it recognized that human exploitation is a serious problem which required a multifaceted approach, including at Meta.

    It said it had teams dedicated to anti-trafficking efforts and aimed to remove those seeking to abuse its platforms.

    TikTok said it removed videos and accounts which violated its community guidelines, which state it does not allow content that is used for the recruitment of victims, coordination of their transport, and their exploitation using force, fraud, coercion, or deception.

    The women aged 18-22 were recruited to fill an urgent labor shortage in wartime Russia. They are from places like Uganda, Rwanda, Kenya, South Sudan, Sierra Leone and Nigeria, as well as the South Asian country of Sri Lanka. The drive also is expanding to elsewhere in Asia as well as Latin America.

    Accounts affiliated to Alabuga with tens of thousands of followers are still accessible on Telegram, which did not reply to a request for comment. The plant’s management also did not respond to AP.

    The Alabuga Start recruiting drive used a robust social media campaign of slickly edited videos with upbeat music that show African women smiling while cleaning floors, wearing hard hats while directing cranes, and donning protective equipment to apply paint or chemicals.

    Videos also showed them enjoying Tatarstan’s cultural sites or playing sports. None of the videos made it clear the women would be working in a drone manufacturing complex.

    Online, Alabuga promoted visits to the industrial area by foreign dignitaries, including some from Brazil, Sri Lanka and Burkina Faso.

    In a since-deleted Instagram post, a Turkish diplomat who visited the plant had compared Alabuga Polytechnic to colleges in Turkey and pronounced it “much more developed and high-tech.”

    According to Russian investigative outlets Protokol and Razvorot, some pupils at Alabuga Polytechnic are as young as 15 and have complained of poor working conditions.

    Videos previously on the platforms showed the vocational school students in team-building exercises such as “military-patriotic” paintball matches and recreating historic Soviet battles while wearing camouflage.

    Last month, Alabuga Start said on Telegram its “audience has grown significantly!”

    That could be due to its hiring of influencers, who promoted the site on TikTok and Instagram as an easy way for young women to make money after leaving school.

    TikTok removed two videos promoting Alabuga after publication of the AP investigation.

    Experts told AP that about 90% of the women recruited via the Alabuga Start program work in drone manufacturing.

    ___

    Find more AP coverage at https://apnews.com/hub/russia-ukraine

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  • What is the net worth of world’s biggest dictator? Has 200 secret bank accounts, lives a lavish lifestyle with hidden assets worth…

    What is the net worth of world’s biggest dictator? Has 200 secret bank accounts, lives a lavish lifestyle with hidden assets worth…

    This dictator’s life has long been shrouded in mystery, he holds absolute control over North Korea and has amassed a personal fortune far exceeding that of most leaders.

    What is the net worth of world's biggest dictator? Has 200 secret bank accounts, lives a lavish lifestyle with hidden assets worth...
    What is the net worth of world’s biggest dictator? Has 200 secret bank accounts, lives a lavish lifestyle with hidden assets worth…

    When discussing controversial leaders, North Korean dictator Kim Jong Un often tops the list. Known for his strict policies and secretive lifestyle, Kim holds absolute control over North Korea and has amassed a personal fortune far exceeding that of most leaders. Estimates place his total wealth at approximately USD 5 billion (Rs 41,500 crore), according to various sources. Kim’s wealth primarily stems from his complete control over North Korea’s economy and its natural resources. He exerts significant influence not only within his country’s economic management but also on a global scale. A substantial portion of his wealth is reportedly stored in over 200 foreign bank accounts located in countries such as China, Switzerland, and Singapore. These accounts allow him to conduct foreign transactions and conceal his assets from international scrutiny.

    Kim Jong Un’s luxurious lifestyle 

    While many world leaders focus on the welfare of their citizens, Kim Jong Un is notorious for his extravagant spending on personal luxuries. His estimated annual income is around USD 100 million (Rs 830 crore), which he amasses through his complete control over North Korea’s financial system and state resources as the country’s supreme leader.

    Kim’s lavish lifestyle is a clear reflection of his wealth and power, standing in stark contrast to the poverty and hunger faced by many North Koreans. Known for indulging in expensive hobbies, Kim frequently spends on luxury items such as high-end cars, private yachts, and jet planes. His vast car collection includes brands like Mercedes Benz, showcasing his taste for exclusivity. Additionally, he has purchased a private jet for personal use during foreign travels, further highlighting his opulent lifestyle amidst his country’s ongoing struggles.

    Lesser-known facts about Kim Jong Un

    Kim Jong Un’s life has long been shrouded in mystery, leading to various speculations about his age. He is widely believed to have been born on January 8, 1984, making him approximately 40 years old. His education includes time spent at a school in Switzerland, but he has kept most details about his life under wraps.

    Kim Jong Un comes from a lineage of power in North Korea, with both his father, Kim Jong Il, and grandfather, Kim Il-sung, having served as dictators. This familial legacy has allowed the Kim dynasty to maintain control over North Korea for three generations.

    His wife, Ri Sol-Ju, began appearing in public after their marriage in 2009. Together, they have three children. One of their daughters, Kim Ju Ae, has attracted particular attention, as she has occasionally been spotted at public events alongside her father. Additionally, Kim’s sister, Kim Yo-jong, plays a significant role in his administration and is often viewed as a potential successor.

    Kim Jong Un’s controversies

    Kim Jong Un is internationally recognized for his military power, strict governance, and dictatorial policies. He has gained notoriety primarily for his aggressive military programs, particularly his nuclear weapons program. Exerting tight control over North Korea’s internal politics, Kim has frequently issued aggressive statements against Western countries to assert his power and dominance. His unpredictable behavior and authoritarian rule have led many to label him a “crazy dictator,” as he governs the country according to his whims and suppresses any form of dissent or protest.




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  • Take benefits to the next level with lifestyle spending accounts

    Take benefits to the next level with lifestyle spending accounts

    Employee satisfaction with company benefits has dropped to the lowest number in a decade, with only 61% of employees satisfied with what their companies offer them.

    It’s impossible to blame HR teams or even CFOs for this dissatisfaction, though — finding affordable benefits that fit every single employee’s wants and needs is an exercise in futility. At least, it was until lifestyle spending accounts (LSA) came onto the scene.

    Lifestyle spending accounts can be the customizable benefit you need to meet diverse employee needs without breaking your budget. In this post, I’ll share what LSAs are, the benefits we’ve seen after implementing them ourselves, and some other helpful examples.

    Definition of lifestyle spending accounts

    LSAs are employer-sponsored accounts that allow employees to spend a regular allowance on a variety of expenses. HR leaders can decide on the cadence and amount of the allowance, such as $10 every week, $25 every month, or even $500 every year. HR can also set any amount of restrictions (if any) on approved expenses.

    The purpose of lifestyle spending accounts is to redistribute existing budgets to better reach all of your employees with your benefits. LSAs allow employees to choose how they spend their money so that they get company-sponsored help on things they actually care about.

    Read more:  How Lyft built a holistic fertility benefits program

    Benefits of lifestyle spending accounts

    To best convey the benefits of LSAs, I want to share what we’ve done with them and the results we’ve seen.

    Our LSAs are a monthly stipend that’s tied to employee tenure — so in an employee’s first year, they get a smaller amount each month, and that amount goes up for each year they stay at the company. This budget comes from our redistributed service award budget, so this upgrade has barely cost us anything extra.

    And because Awardco is all about employee choice, we decided to not put any restrictions on approved expenses. I’ve heard of employees using their LSA on all sorts of things, including dinner dates with their spouse, travel expenses, child care costs, groceries, and home decor.

    This helps show the employee-specific and cultural benefits we’ve seen since implementing LSAs. Not only has our retention improved, we’ve also been able to increase the effectiveness of our benefits and built a culture of excitement and appreciation — every 1st of the month, people get excited to receive their stipend, and I love the boost our work environment gets.

    LSAs aren’t just an employee-facing enhancement, though. HR teams can enjoy impactful benefits, too:

    • No more manual reimbursements
    • No more fiddly processes because LSA can be fully automated
    • No more unused budgets — leaders can redistribute existing perk or benefit budget into LSAs

    Lifestyle spending accounts can be the benefit HR teams need to maximize their budget, improve their culture, and reach all of their diverse employees.
    Read more:  Saving for retirement? Here’s how each age group is doing

    Examples of lifestyle spending account uses

    The best part about LSAs is that you can customize them to fit your exact needs, goals, culture, budget, and people. You don’t have to tie them into service awards or tenure like we did. Here are some other ideas of LSA uses.

    Remote work stipend
    For organizations with remote employees, it can be hard to make them feel valued and seen. LSAs can make working from home easier and more rewarding by covering:

    • Home office equipment costs
    • Internet bills
    • Food delivery service

    Return-to-office incentive
    On the opposite side of remote work, if you want to incentivize employees to come back to the office, use an LSA to make the transition easier. Approved expenses could include:

    • Transportation costs
    • Lunch
    • Child care
    • Gas
    • Car maintenance

    Employee wellness program
    Employee wellness is important for any business — help employees physically, mentally, emotionally, and financially with a wellness-centered LSA that covers:

    • Gym memberships
    • Fitness equipment and clothing
    • Healthy groceries
    • Financial services
    • Therapy sessions
    • Massage or chiropractic appointments
    • Fitness classes

    Read more:  How employers are bringing more benefits to working parents

    Professional development benefits
    LSAs can also be used to incentive and drive professional and personal development for employees. And considering 74% of employees want to develop new skills, you shouldn’t overlook this. LSAs can help with:

    It’s time to upgrade your benefits

    Take the guesswork out of benefits and create something that gives employees the freedom to choose what means the most to them. Whether you implement an LSA with a specific focus and approved expenses or a more open-ended one that allows employees to spend it however, everyone will be benefited by the money you spend. Which is more than any traditional benefit can say.

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  • Instagram makes teen accounts private as pressure mounts on the app to protect children

    Instagram makes teen accounts private as pressure mounts on the app to protect children

    Instagram is making teen accounts mandatory for those under 18 as it tries to make the platform safer for children amid a growing backlash against how social media affects young people’s lives.

    Beginning Tuesday in the U.S., U.K., Canada and Australia, anyone under under 18 who signs up for Instagram will be placed into teen accounts — which will be private by default — and those with existing accounts will be migrated over the next 60 days. Teens in the European Union will see their accounts adjusted later this year.

    Meta acknowledges that teenagers may lie about their age and says it will require them to verify their ages in more instances, like if they try to create a new account with an adult birthday. The Menlo Park, California company also said it is building technology that proactively finds teen accounts that pretend to be grownups and automatically places them into the restricted teen accounts.

    The teen accounts will be private by default. Private messages are restricted so teens can only receive them from people they follow or are already connected to. “Sensitive content,” such as videos of people fighting or those promoting cosmetic procedures, will be limited, Meta said. Teens will also get notifications if they are on Instagram for more than 60 minutes and a “sleep mode” will be enabled that turns off notifications and sends auto-replies to direct messages from 10 p.m. until 7 a.m.

    While these settings will be turned on for all teens, 16 and 17-year-olds will be able to turn them off. Kids under 16 will need their parents’ permission to do so.

    “The three concerns we’re hearing from parents are that their teens are seeing content that they don’t want to see or that they’re getting contacted by people they don’t want to be contacted by or that they’re spending too much on the app,” said Naomi Gleit, head of product at Meta. “So teen accounts is really focused on addressing those three concerns.”

    The announcement comes as the company faces lawsuits from dozens of U.S. states that accuse it of harming young people and contributing to the youth mental health crisis by knowingly and deliberately designing features on Instagram and Facebook that addict children to its platforms.

    In the past, Meta’s efforts at addressing teen safety and mental health on its platforms have been met with criticism that the changes don’t go far enough. For instance, while kids will get a notification when they’ve spent 60 minutes on the app, they will be able to bypass it and continue scrolling.

    That’s unless the child’s parents turn on “parental supervision” mode, where parents can limit teens’ time on Instagram to a specific amount of time, such as 15 minutes.

    With the latest changes, Meta is giving parents more options to oversee their kids’ accounts. Those under 16 will need a parent or guardian’s permission to change their settings to less restrictive ones. They can do this by setting up “parental supervision” on their accounts and connecting them to a parent or guardian.

    Nick Clegg, Meta’s president of global affairs, said last week that parents don’t use the parental controls the company has introduced in recent years.

    Gleit said she thinks teen accounts will create a “big incentive for parents and teens to set up parental supervision.”

    “Parents will be able to see, via the family center, who is messaging their teen and hopefully have a conversation with their teen,” she said. “If there is bullying or harassment happening, parents will have visibility into who their teen’s following, who’s following their teen, who their teen has messaged in the past seven days and hopefully have some of these conversations and help them navigate these really difficult situations online.”

    U.S. Surgeon General Vivek Murthy said last year that tech companies put too much on parents when it comes to keeping children safe on social media.

    “We’re asking parents to manage a technology that’s rapidly evolving that fundamentally changes how their kids think about themselves, how they build friendships, how they experience the world — and technology, by the way, that prior generations never had to manage,” Murthy said in May 2023.

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