North Dakota has seen recent examples of staffing shake-ups among certain employers where a toxic environment was cited. It coincides with rhetoric about the need for companies and agencies to offer a more compassionate work setting.

Earlier this year, Fargo Police leaders publicly responded to reports of low morale among officers. Similar issues prompted an internal investigation within Cass County Human Services.

Dr. Hope Umansky, a psychological consultant for Innovations Advocacy Group, said those in management need to pay closer attention to how the workforce has responded to the pandemic.

"I don't think people, with the shift in the last two years, are going to put up with just neglecting their families, their homes, their kids anymore," Umansky contended. "A good thing has been a reset toward, 'We don't need to be so busy all the time.' You know, like it's not healthy for anybody."

She emphasized the mindset includes no longer feeling a sense of loyalty to a job if the person doesn't think they are valued by management.

A recent report from MIT Sloan Management looked at turnover data during the "Great Resignation." Researchers found a toxic culture was the leading predictor of attrition.

Umansky pointed out employers who do not look inward and improve leadership will face more instability, which could threaten the company's future.

"If your [organizational] structure, your staff, your people aren't healthy psychologically and happy and thriving, the business isn't going to grow," Umansky stressed.

She added while it's not an issue of ageism, younger generations have different expectations of a work-life balance. She suggests because it has been harder for them to obtain financial security, they have a different set of priorities as it relates to work.

This Sunday, most of the United States will "spring forward" for daylight saving time, which means losing an hour of sleep.

Dr. Deepa Burman, associate professor of pediatrics and co-director of the Pediatric Sleep Evaluation Center at the University of Pittsburgh, said the time change disrupts the body's internal, social and natural clocks, and can lead to irritability and mood issues. She pointed out research also links the shift to workplace and economic effects.

"Studies have shown that in the United States, we actually lose anywhere from $400 million to $600 million a year because of not only loss of workplace productivity, because people are more tired at their workplace, but also increased calls of absenteeism," she said.

Burman noted the American Academy of Sleep Medicine supports permanent "standard time," arguing it is better for people's internal clocks. Some describe "springing forward" for daylight saving time as like shifting to a new time zone without traveling.

Burman emphasized daylight saving time may also be harmful to some people's health, as research has shown the chances of heart attack go up by 6% when people lose that hour of sleep.

"There is an increased risk of stroke by around 8%," Burman added. "Motor vehicle accidents actually increase by 6% in the week following the time change."

Burman recommended Pennsylvanians try adjusting to time changes with small steps, such as shifting your bedtime by 15 minutes each night before the time change, update nondigital clocks the night before, get plenty of morning light and dim screens in the evening.

Advocates for people with disabilities in Tennessee are concerned about the potential impact of a lawsuit challenging Section 504 of the Rehabilitation Act.

The Texas-led case, Texas v. Becerra, could weaken protections against discrimination for people with disabilities in federally funded programs.

Donna DeStefano, assistant executive director of the Tennessee Disability Coalition, warned that rolling back these protections could lead to widespread exclusion for people with disabilities. She emphasized that Section 504 has been a key Civil Rights law ensuring equal opportunities for individuals with disabilities.

"If somebody comes into a school situation or a health-care situation and has a disability, they're not automatically denied," she explained. "Pre-Section 504, there was no legal reason that people could not be discriminated against, and they were."

DeStefano noted that Section 504 was one of the first laws to support disabled civilians, thanks to Judy Heumann and fellow activists. Their record-breaking sit-in helped secure protections against disability discrimination in federally funded programs.

DeStefano noted anyone receiving federal funding cannot discriminate based on disability. During COVID, some people with disabilities were denied treatment at medical facilities, which violates Section 504. This led some states to update their crisis care standards to prevent discrimination.

"This law protects that, and this law looks now at increasing accessibility in medical equipment," she continued. "There are things like examination tables that are accessible, that can go up and down. There are weight scales that people could roll onto, if they were in a wheelchair."

DeStefano said Section 504 bans discrimination against people living with a disability by the federal government. This law, which predates the 1990 Americans with Disabilities Act, ensures equal access. Eliminating Section 504 would remove key protections and allow disability-based discrimination.

A bill moving through the Alabama Legislature could change how people who are unemployed can qualify for benefits.

House Bill 29, sponsored by Rep. Ed Oliver, R-Dadeville, would require people getting unemployment to actively apply for at least five jobs per week, up from the current three.

Sen. Arthur Orr, R-Decatur, defended the measure during a public hearing Tuesday, arguing with 127,000 job openings across the state, it is a reasonable expectation.

"What are you doing for 40 hours? Let's just say it's an eight to five, an hour for lunch. What's the harm in requiring a fourth and fifth application in to find a job?," Orr asked. "Because we can't sustain people staying on unemployment forever."

Orr noted if the bill passed, the increased job search requirement would not apply to counties with populations under 20,000.

David Stout, legislative director for Alabama Arise, a nonprofit advocating for low-income and marginalized communities, argued Alabama already has some of the strictest unemployment rules in the country. He believes making the process even tougher will not necessarily push more people into jobs.

"People think that if you can just pass another more stringent bill, you're going to have people get a job. That's not so," Stout asserted. "If you look at unemployment rates in Alabama, it's about 2.8% in December. If you're drawing unemployment, you're looking for a job under already stringent regulations."

Sen. Linda Coleman-Madison, D-Birmingham, voiced concerns, warning the bill overlooks major barriers, like transportation and child care, making job searching harder for some.

"You may live in one end of the county but the job may be at the other end," Coleman-Madison pointed out. "We don't have infrastructure in place to support, like, public transportation, or transportation of any type."

The bill cleared a Senate committee, positioning it for final passage in the Senate. It has already passed the House.