Nashville, widely celebrated as Music City, is renowned for its vibrant music scene, rich history, and distinctive Southern charm. Now the city’s hospitality landscape is experiencing a sophisticated transformation with the arrival of Luxehaven USA, an upscale staffing agency that promises to redefine excellence and service in the heart of Tennessee’s hospitality industry.

Excellence Meets Service

Excellence meets service at Luxehaven, where “Premier Hospitality on Demand” is the standard. Luxehaven connects top-tier talent with prestigious establishments, ensuring that every interaction is nothing short of extraordinary. By elevating the standard of service, Luxehaven provides unparalleled staffing solutions. Luxury hotels, renowned restaurants, and upscale event venues can rely on skilled professionals who embody the best values and exceed guests’ expectations.

A New Era of Hospitality Staffing

Luxehaven is strategically serving downtown Nashville first and offering establishments an unparalleled resource for meeting their staffing needs. The agency features:

• Top-Tier Talent: Luxehaven meticulously selects its staff, ensuring each candidate meets the highest standards of professionalism, expertise, and hospitality. This includes front-of-house staff, culinary experts, event planners, and more.
• Tailored Solutions: Luxehaven provides personalized staffing solutions tailored to the unique needs of each client, whether it’s a luxury hotel, a renowned restaurant, or an upscale event venue. This ensures that every guest interaction is seamless and memorable.
• Comprehensive Training: Staff members undergo rigorous training programs designed to enhance their skills and knowledge, keeping them at the forefront of hospitality excellence. This commitment to continuous improvement ensures that clients receive the best service possible.

Enhancing Nashville’s Hospitality Sector

Luxehaven’s entry into Nashville’s hospitality market signifies a growing trend toward high-end, service-oriented experiences in the city. By offering top-notch staffing solutions, Luxehaven not only enhances the city’s reputation as a premier tourist destination but also contributes to the local economy through job creation and partnerships with local businesses.

Setting a New Benchmark

As Luxehaven expands its services, it sets a new benchmark for staffing in Nashville’s hospitality sector. Whether servicing business, leisure, or special events, Luxehaven ensures that establishments can provide an exceptional experience that celebrates the best of what the city has to offer.

Nashville’s transformation with the addition of Luxehaven is a testament to the city’s dynamic growth and its ability to cater to the evolving tastes of discerning travelers and businesses. With Luxehaven at the forefront, Nashville’s hospitality sector is undoubtedly poised for a glamorous and prosperous future.

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Jobs Interface is set apart because it offers employers free recruitment services, and there are many benefits that emerge from giving their clients cost-free recruitment solutions.

Easing Financial Burden and Building on Trust

Free recruitment services is a game-changer for CSS Jobs Interface. The staffing agency has eliminated upfront costs for businesses of all sizes and aims instead to build trust and establish long-term relationships that benefit their clients. Jobs Interface offers free recruitment to reduce the financial burdens of their clients’  and demonstrate their commitment to the client’s success.

Offering their Expertise Freely and Building Relationships

CSS Jobs Interface wants to showcase the staffing agency’s expertise and build meaningful relationships with Employers. The staffing agency is already providing personalized attention, customized strategies, and in-depth knowledge of the job market. So clients regard Job Interface as a trusted advisor. A demonstrated understanding of each employer’s needs enables Jobs Interface to deliver the best quality candidates.

CSS Jobs Interface Uses Cutting Edge Technology and Automation

The staffing agency leverages technology and automation like applicant tracking, AI-powered candidate screening, and automated application platforms that streamline the processes. Jobs Interface is able to focus on delivering a superior candidate experience and meeting the specific needs of employers. The staffing agency’s embrace of technology empowers it to handle larger volumes of job openings and candidates, without sacrificing quality.

A Business Partner Trusted by Employers

Jobs Interface is using Free Recruitment as a powerful strategy to differentiate its business and build long-lasting relationships with clients. By eliminating upfront costs, showcasing expertise, and leveraging technology, the staffing agency is providing exceptional value to clients.

More employers are embracing the opportunity to make CSS Jobs Interface a trusted partner for talent acquisition and maintenance. The staffing agency is revolutionizing the recruitment process and promises to become a go-to resource for more employers seeking top-notch talent and the snap of a finger.

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Starting Jan. 1, Illinois employers must offer workers paid time off based on hours worked, with no need to explain the reason for their absence as long as they provide notice in accordance with reasonable employer standards.

Just Maine and Nevada mandate earned paid time time off and allot employees the freedom to decide how to use it, but Illinois’ law is further reaching, unencumbered by limits based on business size. Similarly structured regulations that require employers to offer paid sick leave exist in 14 states and Washington, D.C., but workers can only use that for health-related reasons.

Illinois employees will accrue one hour of paid leave for every 40 hours worked up to 40 hours total, although the employer may offer more. Employees can start using the time once they have worked for 90 days. Seasonal workers will be exempt, as will federal employees or college students who work non-full-time, temporary jobs for their university.

Pritzker signed the bill Monday in downtown Chicago, saying:

Too many people can’t afford to miss even a day’s pay … together we continue to build a state that truly serves as a beacon for families, and businesses, and good paying jobs.

Gov. J.B. Pritzker

Proponents say paid leave is key to making sure workers, especially low-income workers who are more vulnerable, are able to take time off when needed without fear of reprisal from an employer.

But critics say the law will overburden small businesses already struggling to survive the post-pandemic era amid the high inflation that has gripped the nation for nearly two years.

National Federation of Independent Business Illinois state director Chris Davis said that business owners are best positioned to work with their employees one-on-one to meet their needs.

The new law is “a one-size-fits-all solution to a more intricate problem,” he said.

Bill sponsor Rep. Jehan Gordon-Booth, a Peoria Democrat, said the bill is the product of years of negotiations with businesses and labor groups.

“Everyone deserves the ability to take time off, whether it’s to deal with the illness of a family member, or take a step back for your mental health, enshrining paid leave rights is a step forward for our state.”

Chris Davis

“This is about bringing dignity to all workers,” she said at the signing.

Ordinances in Cook County and Chicago that already require employers to offer paid sick leave have been in place since July 2017, and workers in those locations will continue to be covered by existing laws rather than the new state law.

Any new local laws enacted after the state law takes effect must provide benefits that are greater or equal to the state law.

Molly Weston Williamson, paid leave expert at the Center for American Progress, said the law “creates a strong foundation for employers to build from while generating a healthier, more productive workforce.”

But Williamson added that while Illinois’ law is a step in the right direction, U.S. paid leave laws remain “wildly out of line with all of our economic peers internationally.”

In the United States, federal law does not guarantee anyone the right to even a single paid day off work. Not when you’re sick, not when you have a baby, not when your mom has a stroke. Not a single paid day.

Molly Weston Williamson

Joan Van, a server at an international hotel chain and single mother of three, currently has no paid time off.

But the Belleville parent leader with Community Organizing and Family Issues said that knowing that she will have five days next year brings a smile to her face.

“It’s going to help out a lot of people, a lot of mothers, a lot of single mothers at that,” she said.

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According to the shelter director Victor Maldonado, the Bishop Enrique San Pedro Ozanam Center reviewed their surveillance video on Sunday morning after receiving a all about the crash.

He said, “a Range Rover, just ran the light that was about a 100 feet away and just went through the people who were sitting there in the bus stop”.

The bus stop is across the street from the shelter and is not marked, and the people were sitting along the curb, since there was no bench installed.

The victims were Venezuelan men, and included people walking on the sidewalk some 30 feet from the group at the bus stop.

545,000 Venezuelan immigrants are in the United States as of 2021, according to the most recent U.S. Census Bureau American Community Survey (ACS) data.

The number accounts for just a small share of the more than 7 million who have fled Venezuela since 2015, or less than 1% of America’s hispanic population.

Witnesses detained the driver until police arrived, and Brownsville police investigator Martin Sandoval said the did not know whether the driver intentionally hit people. But commentators are already raising the possibility of intentional violence against undocumented immigrants. 

The police identified three possible reasons for the killings: intoxication, an accident, or intentional. 

The driver was hospitalized for injuries sustained when his car rolled over on impacting the pavement, and he was alone in the vehicle. Police say they have not confirmed the drivers’ name or age, as he was being “very uncooperative” at the hospital. 

He will be jailed after his discharge, and will be fingerprinted to determine his true identity. Police also retrieved a blood sample and sent it to a Texas Department of Public Safety lab to test for intoxicants.

Brownsville has long been an epicenter for migration across the U.S.-Mexico border, and it has become a key location of interest for next week’s end to pandemic-era border restrictions known as Title 42. The Ozanam shelter is the only overnight shelter in the city and manages the release of thousands of migrants from federal custody.

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This may be true for all workers, and many admit that “it doesn’t even feel like work when you love what you do”. Therefore a possible solution to satisfying workers across the writing sector, is to negotiate lower pay rates for those on camera, and more exposure for mostly obscure writers. 

Oppenheimer follows the life of theoretical physicist J. Robert Oppenheimer, the director of the Los Alamos Laboratory during World War II’s Manhattan Project. It is said that his contributions led to the creation of the atomic bomb. 

The film includes big names like its writer and director, Christopher Nolan, and its other producers, Emma Thaomas, Charles Roven. Cillian Murphy, Emily Blunt, Robert Downey Jr. Matt Damon and Florence Pugh all have leading roles. Yet the film was made on a budget of only $100 million. 

Look at the pay reductions that the big names agreed to:

1. Cillian Murphy as J. Robert Oppenheimer – Salary: $ 5 million
2. Emily Blunt – Salary: $ 4 million
3. Robert Downey Jr. as Lewis Strauss – Salary: $ 4 million
4. Matt Damon as Leslie Groves – Salary: $ 3 million
5. Florence Pugh as Jean Tatlock – Salary: $ 1 million
6. Benny Safdie as Edward Teller – Salary: $ 700,000
7. Michael Angarano as Robert Serber – Salary: $ 500,000
8. Josh Hartnett as Ernest Lawrence – Salary: $ 400,000

They understand the historical significance of their movement and that may very well be priceless.

J. Robert Oppenheimer was an American theoretical physicist who was the director of the Los Alamos Laboratory. He came to be known as the “father of the atomic bomb”. Oppenheimer graduated from Harvard University with a Chemistry degree, then studied physics at the University of Cambridge and earned a PhD from the University of Göttingen in 1927. 

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Jobs Interface’s General Manager, Terry Woodoson says that workers should be encouraged to remain faithful even in difficult circumstances.

The workers who were victims:

Katherine Koonce headed Covenant School and lost her life.  She had pure love for the Covenant Presbyterian Church community, according to staff. Mike Hill was working as a facilities/kitchen staff at 61yo, a friendly custodian at the school. He fathered seven of his own children and got 14 grandchildren. And Cynthia Peak was also 61, and only temporarily sitting in as a substitute teacher.

Woodson was also heartbroken by the ‘tremendous loss’ of three lovely children, saying,

“I hope that the parents, family, staff and community have all begun to heal”.

Covenant has committed to prioritizing the well-being of the community. In a statement yesterday the organization said:

We appreciate the outpouring of support we have received, and we are tremendously grateful to the first responders who acted quickly to protect our students, faculty and staff. We ask for privacy as our community grapples with this terrible tragedy – for our students, parents, faculty and staff.

Workers there created a graphic message of encouragement to those affected. It is a message that the team hopes will help in the healing process and is an appeal to “Interact Lovingly”.

“Let nothing cost you your Peace”, it says.

“The team at Jobs Interface join the Nashville community to add our thoughts and prayers in support of those who grieve this senseless crime”, Woodson said.

Jobs Interface has sent similar messages to workers and clients attached to the staffing agency. The company is growing a reputation for focusing on the care that is required to help grow their clients businesses through staffing, while satisfying the contractors and employees who get the job done.

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The tool and die workers in a 62-9 vote rejected a campaign by the International Association of Machinists and Aerospace Workers (IAM), according to results announced by the U.S. National Labor Relations Board.

The 75 technicians would have been the first group to unionize at the Japanese automaker’s largest assembly plant in North America. The union has five days to file objections to the election results.

Last month, the Democrat-controlled National Labor Relations Board rejected Nissan’s claim that any election should also involve thousands of production-line workers because they share working conditions with the technicians. The Smyrna plant has more than 7,000 employees.

Nissan spokesperson Lloryn Love-Carter said, “Nissan respects this decision, and we remain focused on working with employees to drive our future forward together.”

The union in a statement a spokesperson provided said the delayed decision from the labor board – which came two years after IAM first filed a petition to represent the workers – had “a chilling effect” on the union’s campaign.

“The IAM will continue to support these workers so we will be prepared for them to join our union when the time is right again,” the union said.

Unions have struggled for decades to unionize the Smyrna factory, which opened in 1983, and other auto plants in the U.S. South. In 1989 and 2001, workers in Smyrna voted overwhelmingly against joining the United Auto Workers union.

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Takano introduced a bill earlier this month that would reduce the standard workweek from 40 hours to 32, effectively ending the traditional five-day cycle.

The legislation follows a shift in workplace trends after the COVID-19 pandemic influenced conversations about what the future of work may look like.

“Workers across the nation are collectively reimagining their relationship to labor – and our laws need to follow suit,” Takano said in a statement.

Takano’s legislation, the Thirty-Two Hour Workweek Act, would amend the definition of the workweek in the federal Fair Labor Standards Act of 1938. It would require overtime pay at a rate of time and half for any employee who works more than 32 hours in one week.

The proposal would apply to non-exempt workers who are typically paid hourly in industries like leisure and hospitality, transportation, construction, manufacturing, wholesale and retail trade. Some salaried workers also would meet the bill’s provisions.

What would a four-day workweek mean for employers?

The proposed bill would mean employers must compensate employees for hours accrued beyond 32 or face gaps in staffing that would require hiring more workers.

According to a release from Takano’s office, the proposed bill would create more labor market participation and allow employees to negotiate for increased wages and working conditions.

More than 70 British companies have started to test a four-day workweek, and halfway through the six-month trial, most respondents reported there has been no loss in productivity.

U.S. workers work 200 hours more a year than workers in other developed countries, according to a release from Takano’s office.

Takano, a member of the House Education and the Workforce Committee, introduced similar legislation in 2021, but it was not voted on in the House or Senate.

It is unlikely Takano’s bill would garner enough support this Congress to pass both chambers, with Republicans leading the House.

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More Americans ages 25 to 54 jumped into the labor force, and according to Jobs Interface’s CEO, Terry Woodson,

This is giving companies more workers to choose from and is taking some pressure off wage growth”. Wages barely changed in February from January’s figures.

Jobs Interface’s CEO, Terry Woodson

Nearly a year after the Federal Reserve started rapidly raising interest rates to fight high inflation by slowing economic activity, notable dents are being noticed in some areas of the economy, like housing and manufacturing.

But other recent reports showed hiring and spending surged in January, while inflation held firm.

Job growth at some companies is more than offsetting cuts announced by large employers such as Facebook parent Meta Platforms Inc., Google parent Alphabet Inc., Amazon.com Inc. and Walt Disney Co.

Large parts of the labor market—including restaurants, hospitals and nursing homes—are driving the growth. Those service providers were hit hardest by social-distancing measures at the onset of the pandemic.

Now, nearly three years later, they are hiring at a rapid clip as they find it easier to recruit and fill openings, helping fuel an extended stretch of outsize hiring gains.

“Overall the economy remains strong, especially the service side,” said Eugenio J. Alemán, chief economist at Raymond James.

Employers that hired aggressively earlier in the pandemic in industries—such as transportation and warehousing, finance and the tech-heavy information sector—cut employees last month. Workers’ average weekly hours have been trending downward for about two years and ticked down in February, a sign of some cooling in the labor market.

There are indications that strong hiring could continue. Employers had 10.8 million open jobs in January, down slightly from 11.2 million in December. The totals are nearly double the number of unemployed people seeking work and still far above prepandemic levels.

Staffing levels at Joe’s Real BBQ in Gilbert, Ariz., are up from a pandemic low in 2021, but the restaurant could still use more employees. That would help ease the workload for current employees, particularly on busy weekend days such as Super Bowl Sunday, when customers flooded in for St. Louis ribs, operating partner Tad Peelen said.

We still feel the pinch, if we had those 20 folks that I would love to hire, it would have felt a little easier.

Tad Peelen

To help attract workers, the company has raised average wages to about $21 an hour from roughly $17 in early 2020 before the pandemic hit, Mr. Peelen said.

Average hourly earnings for private-sector workers rose 4.6% over the 12 months through February, below a recent peak last March of 5.9%.

Wage growth is still running above prepandemic levels but is cooling as more Americans seek work. Women have been helping propel the recent labor-force recovery, reflecting the fading of pandemic disruptions, including virtual schooling and daycare closures.

Stronger labor-force participation is helping companies fill open jobs and counter fast-rising wages, better aligning the labor market with the Fed’s goal of lowering inflation.

After holding the benchmark federal-funds rate near zero through much of the pandemic, Fed officials lifted the rate more over the past 12 months than any time since the early 1980s, most recently to a range between 4.5% and 4.75% last month.

So far, companies in many industries have continued to hire despite higher interest rates.

Chris Ashcraft, owner of four Express Employment Professionals staffing offices in Alabama, Georgia and Florida, said auto companies including car manufacturers have a backlog of orders they are trying to fill as they recover from supply-chain issues. That is helping support their demand for workers, he said.

Mr. Ashcraft is trying to find workers for a range of companies including shipbuilders, electrical suppliers and steel mills.

We haven’t heard anything about anybody laying people off. Though recruiting for certain positions such as welders and machinists is difficult, more workers are seeking jobs now than earlier in the pandemic.

Chris Ashcraft

From the WSJ

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In the last fiscal year, 835 companies were found to have violated child labor laws, and officials told reporters that an interagency task force on child labor has been created, to target industries where violations are most likely to occur.

The Biden administration is also pushing for heavier penalties for companies that violate these laws, and more funding for enforcement and oversight. U.S. federal law prohibits people under age 16 from working in most factory settings, and those under 18 are barred from the most dangerous jobs in industrial plants.

The maximum civil monetary penalty is currently just $15,138 per child, a figure that the administration says is, “not high enough to be a deterrent.”

Earlier this month, a major food safety sanitation company paid $1.5 million in penalties for employing more than 100 teenagers in dangerous jobs at meatpacking plants in eight states, following a Labor Department investigation.

Reuters previously reported that a record number of unaccompanied migrant minors entered the country in recent years, who have been released to sponsors while immigration authorities resolve their requests for refuge in the United States.

Employers who outsource labor needs to Staffing Agencies should find out their contractor’s policies preventing minors from being pulled into work environments. Jobs Interface screens workers to eliminate minors and delinquents from staffing pools.

The Biden administration said earlier this year that it will speed up the deportation relief process for immigrants in the United States illegally who witness or experience labor abuses.

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