Compensation And Benefits Quotes

A large number of scientists and engineers leave this country at their first opportunity to earn more money abroad. It is true that they definitely get greater monetary benefits, but could anything compensate for this love and respect from one's own countrymen?

The only dream I ever had was the dream of New York itself, and for me, from the minute I touched down in this city, that was enough. It became the best teacher I ever had. If your mother is anything like mine, after all, there are a lot of important things she probably didn't teach you: how to use a vibrator; how to go to a loan shark and pull a loan at 17 percent that's due in thirty days; how to hire your first divorce attorney; what to look for in a doula (a birth coach) should you find yourself alone and pregnant. My mother never taught me how to date three people at the same time or how to interview a nanny or what to wear in an ashram in India or how to meditate. She also failed to mention crotchless underwear, how to make my first down payment on an apartment, the benefits of renting verses owning, and the difference between a slant-6 engine and a V-8 (in case I wanted to get a muscle car), not to mention how to employ a team of people to help me with my life, from trainers to hair colorists to nutritionists to shrinks. (Luckily, New York became one of many other moms I am to have in my lifetime.) So many mothers say they want their daughters to be independent, but what they really hope is that they'll find a well-compensated banker or lawyer and settle down between the ages of twenty-five and twenty-eight in Greenwich, Darien, or That Town, USA, to raise babies, do the grocery shopping, and work out in relative comfort for the rest of their lives. I know this because I employ their daughters. They raise us to think they want us to have careers, and they send us to college, but even they don't really believe women can be autonomous and take care of themselves.

Do you remember being born? Only a few can say they do and not be caught immediately in the lie, and most of them are wizards. I, of course, remember it perfectly. Certain benefits are granted to narrators as part of the hiring package, to compensate for our irregular hours and unsafe working conditions.

Justice requires not only the ceasing and desisting of injustice but also requires either punishment or reparation for injuries and damages inflicted for prior wrongdoing. The essence of justice is the redistribution of gains earned through the perpetration of injustice. If restitution is not made and reparations not instituted to compensate for prior injustices, those injustices are in effect rewarded. And the benefits such rewards conferred on the perpetrators of injustice will continue to "draw interest," to be reinvested, and to be passed on to their children, who will use their inherited advantages to continue to exploit the children of the victims of the injustices of their ancestors. Consequently, injustice and inequality will be maintained across the generations as will their deleterious social, economic, and political outcomes.

Don’t strive to be a well-rounded leader. Instead, discover your zone and stay there. Then delegate everything else. Admitting a weakness is a sign of strength. Acknowledging weakness doesn’t make a leader less effective. Everybody in your organization benefits when you delegate responsibilities that fall outside your core competency. Thoughtful delegation will allow someone else in your organization to shine. Your weakness is someone’s opportunity. Leadership is not always about getting things done “right.” Leadership is about getting things done through other people. The people who follow us are exactly where we have led them. If there is no one to whom we can delegate, it is our own fault. As a leader, gifted by God to do a few things well, it is not right for you to attempt to do everything. Upgrade your performance by playing to your strengths and delegating your weaknesses. There are many things I can do, but I have to narrow it down to the one thing I must do. The secret of concentration is elimination. Devoting a little of yourself to everything means committing a great deal of yourself to nothing. My competence in these areas defines my success as a pastor. A sixty-hour workweek will not compensate for a poorly delivered sermon. People don’t show up on Sunday morning because I am a good pastor (leader, shepherd, counselor). In my world, it is my communication skills that make the difference. So that is where I focus my time. To develop a competent team, help the leaders in your organization discover their leadership competencies and delegate accordingly. Once you step outside your zone, don’t attempt to lead. Follow. The less you do, the more you will accomplish. Only those leaders who act boldly in times of crisis and change are willingly followed. Accepting the status quo is the equivalent of accepting a death sentence. Where there’s no progress, there’s no growth. If there’s no growth, there’s no life. Environments void of change are eventually void of life. So leaders find themselves in the precarious and often career-jeopardizing position of being the one to draw attention to the need for change. Consequently, courage is a nonnegotiable quality for the next generation leader. The leader is the one who has the courage to act on what he sees. A leader is someone who has the courage to say publicly what everybody else is whispering privately. It is not his insight that sets the leader apart from the crowd. It is his courage to act on what he sees, to speak up when everyone else is silent. Next generation leaders are those who would rather challenge what needs to change and pay the price than remain silent and die on the inside. The first person to step out in a new direction is viewed as the leader. And being the first to step out requires courage. In this way, courage establishes leadership. Leadership requires the courage to walk in the dark. The darkness is the uncertainty that always accompanies change. The mystery of whether or not a new enterprise will pan out. The reservation everyone initially feels when a new idea is introduced. The risk of being wrong. Many who lack the courage to forge ahead alone yearn for someone to take the first step, to go first, to show the way. It could be argued that the dark provides the optimal context for leadership. After all, if the pathway to the future were well lit, it would be crowded. Fear has kept many would-be leaders on the sidelines, while good opportunities paraded by. They didn’t lack insight. They lacked courage. Leaders are not always the first to see the need for change, but they are the first to act. Leadership is about moving boldly into the future in spite of uncertainty and risk. You can’t lead without taking risk. You won’t take risk without courage. Courage is essential to leadership.

Of course you can pull every dirty lawyer trick to deny my Disability and Workers Compensation benefits...but there will be payback for you at a later time.

With every disaster, I have come to believe for my own personal reasons, comes a compensation, a certain balancing of the accounts - not spread evenly about but clumped here and there, of benefit to very few.

A wealthy CEO could justify his or her advantages to a lower paid worker on a factory floor as: "I am not worthier then you nor morally deserving of the privileged position I hold. My generous compensation package is simply an incentive necessary to induce me and others like me, to develop our talents for the benefit of all. It is not your fault that you lack the talent society needs, nor is it my doing that I have such talents in abundance. This is why some of my income is taxed away to help people like you. I do not morally deserve my superior pay and position, but I am entitled to them under fair rules of social cooperation, and remember, you and I would have agreed to these rules had we thought about the matter before we knew who would land on top and whom at the bottom. So please do not resent me, my privileges make you better off than you would otherwise be, the inequality you find galling is for your own good.

Benefiting people and not taking money or compensation in return for it, is the true cause of exploitation. If you have a sense of guilt over taking money, someone will make selfish use of that. There is nothing honorable or noble about working for free or at extremely low wages (with the possible exception of volunteer work)

General Electric, one of America’s largest corporations, made $14,200,000,000 in profits in 2010 and paid $0 in taxes—that’s right, fourteen BILLION dollars in profits, zero dollars in taxes. Jeffrey Immelt, GE’s CEO, doubled his own compensation package, and at the same time, is asking 15,000 of their unionized workers to make major concessions in wages and benefits.

When you settle for “vanilla” objectives such as “increased clarity,” or “more confidence,” or “higher commitment” (which I call “human resources objectives” because they are so weak and nonmeasurable), you deny yourself the opportunity to create dynamic ROI, where the client receives huge benefit and your equitable compensation is quite reasonable in light of that improvement.

Depreciation of money can benefit debtors only when it is unforeseen. If inflationary measures and a reduction of the value of money are expected, then those who lend money will demand higher interest in order to compensate their probable loss of capital, and those who seek loans will be prepared to pay the higher interest because they have a prospect of gaining on capital account.

Company, Jeffrey Katzenberg not only won $280 million in compensation; he cofounded Dream-Works SKG, a Disney competitor that went on to release the highly successful movie Shrek. Not only did the movie make fun of Disney’s fairy tales, but its villain is also apparently a parody of the head of Disney at the time (and Katzenberg’s former boss), Michael Eisner. Now that you know Shrek’s background, I recommend you revisit the movie to see just how

The chief signifi cance of the comprehensive systems of unemployment compensation that have been adopted in all Western countries, however, is that they operate in a labor market dominated by the coercive action of unions and that they have been designed under strong union influence with the aim of assisting the unions in their wage policies. A system in which a worker is regarded as unable to fi nd employment and therefore is entitled to benefit because the workers in the fi rm or industry in which he seeks employment are on strike necessarily becomes a major support of union wage pressure. Such a system, which relieves the unions of the responsibility for the unemployment that their policies create and which places on the state the burden not merely of maintaining but of keeping content those who are kept out of jobs by them, can in the long run only make the employment problem more acute.

Washington is an example of the citizen-politician who goes to the capital of his state or nation, serves a few terms, and returns to civilian life – just as the Founding Fathers practiced and intended. Sadly, this has been almost completely disregarded by the pervasive career politicians of later generations. The current practice of politicians is to gain elected government positions and then refuse to honor voluntary term limits, thus obtaining lifetime security and prestige, exemption from laws legislated on others, and inappropriate padding of personal income through gifts from lobbyists, self-initiated increases in benefits, and lifetime pensions. Their lifestyles would shock and embarrass a selfless man like George Washington, who served eight years as commander in chief, accepting only expense reimbursements as his compensation. (See the stories on Haym Salomon and Dave Roever similar examples). On

Because you do it out of passion, as well as hoping it will bring better opportunity. It's like you're investing in yourself, so although you don't see anything up front there's always the possibility that the kind of compensation that is priceless can come later. For someone who's striving to get where they're meant to be, opportunity over a quick buck is something that will always be taken by the wise. Because they know opportunity is king, and all other benefits will follow...

For bonobos, a turbocharged sexuality utterly divorced from reproduction is a central feature of social interaction and group cohesion. Anthropologist Marvin Harris argues that bonobos get a “reproductive payoff that compensates them for their wasteful approach to hitting the ovulatory target.” The payoff is “a more intense form of social cooperation between males and females” leading to “a more intensely cooperative social group, a more secure milieu for rearing infants, and hence a higher degree of reproductive success for sexier males and females.”3 The bonobo’s promiscuity, in other words, confers significant evolutionary benefits on the apes.

But something changed in the 1980s, when Wall Street itself went from being a service industry - lucrative and powerful but still client centered and partner-oriented - to being an industry in its own right. Then, no longer tethered by the risk to their own money, these newly flush public companies, and many private ones that benefited from the efflorescence of money in the frothy public markets, started to think of themselves as product makers and profit centers in their own right. They started to expect excessive returns and outsized compensation, and they took on levels of risk that in time came to imperil the whole system because they were without fear of substantial personal loss.

More than 754,000 Danes aged between fifteen and sixty-four—over 20 percent of the working population—do no work whatsoever and are supported by generous unemployment or disability benefits. The New York Times has called Denmark “The best place on earth to be laid off,” with unemployment benefits of up to 90 percent of previous wages for up to two years (until recent reforms, it was eleven years). The Danes call their system flexicurity, a neologism blending the flexibility Danish companies enjoy to fire people with short notice and little compensation (compared with Sweden, where jobs can still be for life) with the security the labor market enjoys knowing that there will be ample support in times of unemployment

Economic growth springs not chiefly from incentives—carrots and sticks, rewards and punishments for workers and entrepreneurs. The incentive theory of capitalism allows its critics to depict it as an inhumane scheme of clever manipulation of human needs and hungers scarcely superior to the more benign forms of slavery. Wealth actually springs from the expansion of information and learning, profits and creativity that enhance the human qualities of its beneficiaries as it enriches them. Workers’ learning increasingly compensates for their labor, which imparts knowledge as it extracts work. Joining knowledge and power, capitalism focuses on the entropy of human minds and the benefits of freedom. Thus it is the most humane of all economic systems.

REQUIREMENTS TO BE GREAT AT RUNNING HR What kind of person should you look for to comprehensively and continuously understand the quality of your management team? Here are some key requirements:   World-class process design skills Much like the head of quality assurance, the head of HR must be a masterful process designer. One key to accurately measuring critical management processes is excellent process design and control.   A true diplomat Nobody likes a tattletale and there is no way for an HR organization to be effective if the management team doesn’t implicitly trust it. Managers must believe that HR is there to help them improve rather than police them. Great HR leaders genuinely want to help the managers and couldn’t care less about getting credit for identifying problems. They will work directly with the managers to get quality up and only escalate to the CEO when necessary. If an HR leader hoards knowledge, makes power plays, or plays politics, he will be useless.   Industry knowledge Compensation, benefits, best recruiting practices, etc. are all fast-moving targets. The head of HR must be deeply networked in the industry and stay abreast of all the latest developments.   Intellectual heft to be the CEO’s trusted adviser None of the other skills matter if the CEO does not fully back the head of HR in holding the managers to a high quality standard. In order for this to happen, the CEO must trust the HR leader’s thinking and judgment.   Understanding things unspoken When management quality starts to break down in a company, nobody says anything about it, but super-perceptive people can tell that the company is slipping. You need one of those.

Many are familiar with the so-called French paradox, which has been trumpeted with great fanfare by the wine industry. Despite the expected cardiac disaster that is traditional French cuisine, centered on butter, milk, and foie gras, the French have surprisingly low rates of heart disease. The claim was that at least part of the secret is the amount of wine, particularly red wine, drunk by the French, which appears to compensate for high levels of saturated fat. While the details of the French paradox have been disputed, research does suggest that moderate intake of any alcohol reduces the risk of coronary heart disease, 1 apparently by boosting the level of “good” HDLs. There is also some evidence for the long-term cognitive benefits of moderate alcohol use, including improved function on tasks such as memory or semantic fluency tests, as well as a decreased risk of depression. 2

Maastricht had three significant side-effects. One of them was the unforeseen boost it gave to NATO. Under the restrictive terms of the Treaty it was clear (as the French at least had intended) that the newly liberated countries of eastern Europe could not possibly join the European Union in the immediate future—neither their fragile legal and financial institutions nor their convalescent economies were remotely capable of operating under the strict fiscal and other regulations the Union’s members had now imposed upon all present and future signatories. Instead, it was suggested in the corridors of Brussels that Poland, Hungary and their neighbours might be offered early membership of NATO as a sort of compensation: an interim prize. The symbolic value of extending NATO in this way was obviously considerable, which is why it was immediately welcomed in the new candidate member-states. The practical benefits were less obvious (unlike the damage to relations with Moscow which was real and immediate). But because Washington had reasons of its own for favouring the expansion of the North Atlantic Defense community, a first group of central European nations was duly admitted to NATO a few years later.

A revolution has three main objectives. First of all, it's a matter of breaking down the partitions between classes, so as to enable every man to rise. Secondly, it's a matter of creating a standard of living such that the poorest will be assured of a decent existence. Finally, it's a matter of acting in such a way that the benefits of civilisation become common property. The people who call themselves democrats blame us for our social policy as if it were a kind of disloyalty: according to them, it imperils the privileges of the owning classes. They regard it as an attack on liberty; for liberty, in their view, is the right of those who have power to continue to exercise it. I understand their reaction very well—but we had no choice. National Socialism is a purely German phenomenon, and we never intended to revolutionise the world. It was enough for us to be given a free hand in Russia and to be offered a few colonies. And the English could still be leading their comfortable little existence. It's obvious that, in the long run, they couldn't have avoided certain social reforms. One can't, in fact, bridge the gap that exists between rich and poor merely with the consolations of religion. I realise, for my own part, that if I were offered the choice between nakedness on this earth (with the compensation of supreme happiness in the world beyond) and an earthly paradise, I certainly wouldn't choose to sing Hallelujahs until the end of time.

Environmental pollution is a regressive phenomenon, since the rich can find ways of insulating themselves from bad air, dirty water, loss of green spaces and so on. Moreover, much pollution results from production and activities that benefit the more affluent – air transport, car ownership, air conditioning, consumer goods of all kinds, to take some obvious examples. A basic income could be construed, in part, as partial compensation for pollution costs imposed on us, as a matter of social justice. Conversely, a basic income could be seen as compensation for those adversely affected by environmental protection measures. A basic income would make it easier for governments to impose taxes on polluting activities that might affect livelihoods or have a regressive impact by raising prices for goods bought by low-income households. For instance, hefty carbon taxes would deter fossil fuel use and thus reduce greenhouse gas emissions and mitigate climate change as well as reduce air pollution. Introducing a carbon tax would surely be easier politically if the tax take went towards providing a basic income that would compensate those on low incomes, miners and others who would lose income-earning opportunities. The basic income case is especially strong in relation to the removal of fossil fuel subsidies. Across the world, in rich countries and in poor, governments have long used subsidies as a way of reducing poverty, by keeping down the price of fuel. This has encouraged more consumption, and more wasteful use, of fossil fuels. Moreover, fuel subsidies are regressive, since the rich consume more and thus gain more from the subsidies. But governments have been reluctant to reduce or eliminate the subsidies for fear of alienating voters. Indeed, a number of countries that have tried to reduce fuel subsidies have backed down in the face of angry popular demonstrations.

If you're involved in a motorcycle accident, this can result in devastating injuries, permanent disability or perhaps put you on on-going dependency on healthcare care. In that case, it's prudent to make use of Los Angeles motorcycle accident attorneys to assist safeguard your legal rights if you are a victim of a motorcycle accident. How a san diego car accident attorney Aids An experienced attorney will help you, if you're an injured motorcycle rider or your family members in case of a fatal motorcycle accident. Hence, a motorcycle accident attorney assists you secure complete and commensurate compensation because of this of accident damages. In the event you go it alone, an insurance coverage company may possibly take benefit and that's why you'll need to have a legal ally by your side till the case is settled to your satisfaction. If well represented after a motorcycle collision, you may get compensation for: Present and future lost income: If just after motor cycle injury you cannot perform and earn as just before, you deserve compensation for lost income. This also applies for a loved ones that has a lost a bread-winner following a fatal motorcycle crash. Existing and future healthcare costs, rehabilitation and therapy: these consist of any health-related fees incurred because of this of the accident. Loss of capability to take pleasure in life, pain and mental anguish: a motorcycle crash can lessen your good quality of life if you cannot stroll, run, see, hear, drive, or ride any longer. That is why specialists in motor cycle injury law practice will help with correct evaluation of your predicament and exercise a commensurate compensation. As a result, usually do not hesitate to speak to Los Angeles motorcycle accident attorneys in case you are involved in a motor cycle accident. The professionals will help you file a case within a timely fashion also as expedite evaluation and compensation. This could also work in your favor if all parties involved agree to an out-of-court settlement, in which case you incur fewer costs.

In Andhra, farmers fear Naidu’s land pool will sink their fortunes Prasad Nichenametla,Hindustan Times | 480 words The state festival tag added colour to Sankranti in Andhra Pradesh this time. But the hue of happiness was missing in 29 villages along river Krishna in Guntur district. The villagers knew it was their last Sankranti, a harvest festival celebrated to seek agricultural prosperity. For in two months, more than 30,000 acres of fertile farmland would be acquired for a brand new capital planned in collaboration with Singapore. The Nara Chandrababu Naidu government went about the capital project by setting aside the Centre’s land acquisition act and drawing up a compensation package for land-owning and tenant farmers and labourers. Many are opposed to it, and are not keen on snapping their centuries-old bond with their land and livelihood. In Penumaka village, Nageshwara Rao, 50, fears the future as he does not possess a tenancy certificate that could have brought some relief under the compensation package. “The entire village is against land-pooling but we hear the government is adamant,” Rao says, referring to municipal minister P Narayana’s alleged assertion that land would be taken with or without the farmers’ consent. Narayana is supervising the land-pooling process. “Naidu says he would give us Rs 50,000 per year in lieu of annual crops. We earn that much in a month here,” villager Meka Koti Reddy says. To drive home the point, locals in Undavalli village nearby have put up a board asking officials to keep off their lands that produce three crops a year. Unlike other parts of Andhra Pradesh, the water-rich land here is highly productive yielding 200 varieties of crops. Some farmers are also suspicious about the compensation because Naidu is yet to deliver on the loan-waiver promise. They are now weighing legal options besides seeking Prime Minister Narendra Modi’s intervention to retain their land. While the villagers opposing land-pooling are allegedly being backed by Jaganmohan Reddy’s YSR Congress Party, those belonging to the Kamma community — the support base for Naidu’s Telugu Desam Party — are said to be cooperative.  It is also believed that Naidu chose this location over others suggested by experts to primarily benefit the Kamma industrialists who own large swathes of land in Krishna and Guntur districts. But even the pro-project villagers cannot help feel insecure. “We are clueless about where our developed area would be. What if the project is not executed within Naidu’s tenure? Is there a legal recourse?” Idupulapati Rambabu of Mandadam says. This is despite Naidu’s assurance on January 1 at nearby Thulluru, where he launched the land-pooling process, asking farmers to give land without any apprehension. He said the deal in its present form would make them richer than him in a decade. “We are not building a mere city but a hub of economic activity loaded with superior infrastructure that is aimed at generating wealth. This would be a win-win situation for all,” Naidu tells HT. As of now, villages like Nelapadu struggling with low soil fertility seem to be winning from the package.

Every year, in every state across the country, politicians and union reps make decisions that detrimentally affect teachers and the profession on a grand scale. They take away our benefits, freeze our pay, and decide they can no longer compensate us for the advanced degrees we have earned. They also continue to find ways to tie our evaluations to test scores, totally oblivious of the fact that we teachers cannot control when or if students show up in our classrooms regularly, if they have had proper rest and a nutritious breakfast, let alone if they are receptive to learning the content we work so hard to prepare and teach. It simply isn’t fair.

HR can and should serve as advisors to organizational leadership to develop strategic workforce plans that link to the organization’s strategic plan to ensure that the right people are on board so that the firm can meet its objectives and fulfill its mission. HR partners with line management to provide development opportunities to maximize the potential of each and every employee. HR advises management on total rewards programs (compensation and benefits) and rewards and recognition programs designed to minimize costly employee turnover and to maximize employee engagement and retention.

It’s Time to Split HR 500 words HBR article by Ram Charan, July–August Many CEOs are disappointed with their HR departments. Charan proposes a radical solution: Eliminate the position of chief human resources officer and split HR into two functions: HR-A (administration), which would manage compensation and benefits and report to the CFO, and HR-LO (leadership and organization), which would focus on improving people capabilities and report to the CEO. Here’s what our readers had to say:

Moreover, these changes occurred when most American households actually found their real incomes stagnant or declining. Median household income for the last four decades is shown in the chart above. But this graph, disturbing as it is, conceals a far worse reality. The top 10 percent did much better than everyone else; if you remove them, the numbers change dramatically. Economic analysis has found that “only the top 10 percent of the income distribution had real compensation growth equal to or above . . . productivity growth.”14 In fact, most gains went to the top 1 percent, while people in the bottom 90 percent either had declining household incomes or were able to increase their family incomes only by working longer hours. The productivity of workers continued to grow, particularly with the Internet revolution that began in the mid-1990s. But the benefits of productivity growth went almost entirely into the incomes of the top 1 percent and into corporate profits, both of which have grown to record highs as a fraction of GNP. In 2010 and 2011 corporate profits accounted for over 14 percent of total GNP, a historical record. In contrast, the share of US GNP paid as wages and salaries is at a historical low and has not kept pace with inflation since 2006.15 As I was working on this manuscript in late 2011, the US Census Bureau published the income statistics for 2010, when the US recovery officially began. The national poverty rate rose to 15.1 percent, its highest level in nearly twenty years; median household income declined by 2.3 percent. This decline, however, was very unequally distributed. The top tenth experienced a 1 percent decline; the bottom tenth, already desperately poor, saw its income decline 12 percent. America’s median household income peaked in 1999; by 2010 it had declined 7 percent. Average hourly income, which corrects for the number of hours worked, has barely changed in the last thirty years. Ranked by income equality, the US is now ninety-fifth in the world, just behind Nigeria, Iran, Cameroon, and the Ivory Coast. The UK has mimicked the US; even countries with low levels of inequality—including Denmark and Sweden—have seen an increasing gap since the crisis. This is not a distinguished record. And it’s not a statistical fluke. There is now a true, increasingly permanent underclass living in near-subsistence conditions in many wealthy states. There are now tens of millions of people in the US alone whose condition is little better than many people in much poorer nations. If you add up lifetime urban ghetto residents, illegal immigrants, migrant farm-workers, those whose criminal convictions sharply limit their ability to find work, those actually in prison, those with chronic drug-abuse problems, crippled veterans of America’s recently botched wars, children in foster care, the homeless, the long-term unemployed, and other severely disadvantaged groups, you get to tens of millions of people trapped in very harsh, very unfair conditions, in what is supposedly the wealthiest, fairest society on earth. At any given time, there are over two million people in US prisons; over ten million Americans have felony records and have served prison time for non-traffic offences. Many millions more now must work very long hours, and very hard, at minimum-wage jobs in agriculture, retailing, cleaning, and other low-wage service industries. Several million have been unemployed for years, exhausting their savings and morale. Twenty or thirty years ago, many of these people would have had—and some did have—high-wage jobs in manufacturing or construction. No more. But in addition to growing inequalities in income and wealth, America exhibits

few simple questions can tell you if your program is heading in the right direction: Is your incentive program kept separate from base compensation and benefit programs, including such variable compensation as cash bonuses? Do your program awards meet the key test: “I could not or would not acquire this on my own”? Are you tailoring the awards to the participant so that each participant group is likely to view their award as offering perceived value? A second flat-screen television does not offer perceived value to

In order for a person to work at a church legally as an independent contractor, we believe it is prudent to consider the following guidelines:   ·       The church cannot substantially direct the person’s duties; the church can only give them overall tasks to complete.   ·       The church cannot control or set their hours that they work.   ·       Since their “company” provides the service, they can send anyone to do the job.   ·       They cannot have an office at the church that is their primary office.   ·       It cannot be their only source of income.   ·       The church needs to have a written contract in place including cost, delivery of Services, duration (i.e. six months, one year, etc.) and a termination clause.   ·       They cannot participate in any employee benefits plans (insurance, retirement plans, etc).   ·       The contractor must provide annual proof of worker’s comp and liability insurance naming the church as additionally insured or the church could be held liable in the event of a claim.   ·       The church must issue a 1099 at the end of the year for all contract wages paid if the total amount for the year exceeds $600.00 to one contractor. We strongly recommend that no payments are made until an accurate and fully completed W-9 is completed by the contractor and on file at the church.        Given these requirements, many workers such as those in the nursery, kitchens, and other service areas are not 1099 contractors, but employees.     Regarding interim pastors, there is disagreement over whether they should receive a W-2 or 1099. Factors such as length of service, who supervises them, and whether they are a contractor, come into play in the decision on how to report their salary. For the best practice we recommend always using the W-2 to report salaries, but seeking tax and legal counsel would be wise to avoid any future IRS issues.      While there are advantages to the church to pay independent contractors who regularly work for the church such as avoiding the need to pay the employer's part of the FICA tax and the ease of terminating their services, we would recommend against their regular use.      We recommend against the use of independent contractors (that regularly work at the church) because we believe it can create the following problems for the church:   ·       Less control over the position   ·       Leaves the church open to an IRS challenge, which the church only has a 50/50 chance of defending, not to mention the cost and hassle of litigation   ·       In the event of insurance claims, the church may encounter issues with worker’s compensation coverage or liability insurance coverage such as sexual misconduct, etc.   ·       The church is open to contract disputes with the independent contractor   ·       Based on how the individual/company is filing their taxes, it could bring an unwanted tax audit to the church        Our conclusion is that we do not see enough cost-saving advantages for the church to move in this direction. It also creates unnecessary red flags for the IRS. The other looming question is, why is this such an important issue for such a small incremental (if any) tax break for the individual? Because the independent contractor will have to pay employer FICA, we don’t see any large tax advantage for this shift. They can claim mileage and some home office expense (maybe), but it just does not amount to enough to place the church at risk.      Here are some detailed guidelines

The Wall Street Journal (The Wall Street Journal) - Clip This Article on Location 1055 | Added on Tuesday, May 5, 2015 5:10:24 PM OPINION Baltimore Is Not About Race Government-induced dependency is the problem—and it’s one with a long history. By William McGurn | 801 words For those who see the rioting in Baltimore as primarily about race, two broad reactions dominate. One group sees rampaging young men fouling their own neighborhoods and concludes nothing can be done because the social pathologies are so overwhelming. In some cities, this view manifests itself in the unspoken but cynical policing that effectively cedes whole neighborhoods to the thugs. The other group tut-tuts about root causes. Take your pick: inequality, poverty, injustice. Or, as President Obama intimated in an ugly aside on the rioting, a Republican Congress that will never agree to the “massive investments” (in other words, billions more in federal spending) required “if we are serious about solving this problem.” There is another view. In this view, the disaster of inner cities isn’t primarily about race at all. It’s about the consequences of 50 years of progressive misrule—which on race has proved an equal-opportunity failure. Baltimore is but the latest liberal-blue city where government has failed to do the one thing it ought—i.e., put the cops on the side of the vulnerable and law-abiding—while pursuing “solutions” that in practice enfeeble families and social institutions and local economies. These supposed solutions do this by substituting federal transfers for fathers and families. They do it by favoring community organizing and government projects over private investment. And they do it by propping up failing public-school systems that operate as jobs programs for the teachers unions instead of centers of learning. If our inner-city African-American communities suffer disproportionately from crippling social pathologies that make upward mobility difficult—and they do—it is in large part because they have disproportionately been on the receiving end of this five-decade-long progressive experiment in government beneficence. How do we know? Because when we look at a slice of white America that was showered with the same Great Society good intentions—Appalachia—we find the same dysfunctions: greater dependency, more single-parent families and the absence of the good, private-sector jobs that only a growing economy can create. Remember, in the mid-1960s when President Johnson put a face on America’s “war on poverty,” he didn’t do it from an urban ghetto. He did it from the front porch of a shack in eastern Kentucky’s Martin County, where a white family of 10 eked out a subsistence living on an income of $400 a year. In many ways, rural Martin County and urban Baltimore could not be more different. Martin County is 92% white while Baltimore is two-thirds black. Each has seen important sources of good-paying jobs dry up—Martin County in coal mining, Baltimore in manufacturing. In the last presidential election, Martin Country voted 6 to 1 for Mitt Romney while Baltimore went 9 to 1 for Barack Obama. Yet the Great Society’s legacy has been depressingly similar. In a remarkable dispatch two years ago, the Lexington Herald-Leader’s John Cheves noted that the war on poverty sent $2.1 billion to Martin County alone (pop. 12,537) through programs including “welfare, food stamps, jobless benefits, disability compensation, school subsidies, affordable housing, worker training, economic development incentives, Head Start for poor children and expanded Social Security, Medicare and Medicaid.” The result? “The problem facing Appalachia today isn’t Third World poverty,” writes Mr. Cheves. “It’s dependence on government assistance.” Just one example: When Congress imposed work requirements and lifetime caps for welfare during the Clinton administration, claims of disability jumped. Mr. Cheves quotes

888-838-7727. Part II: A Healthy Look at Medical Care and Compensation Programs

total spent on Defense-related activities is close to $1 trillion a year.19 Even in this era of fiscal austerity, proposing significant cuts to military compensation and benefits is still considered political suicide for national politicians.

3. Develop a personal learning style Having known your personal profile, you can pick the learning style that can give you the most benefits. There are three common types of learning styles; Visual, Auditory and Kinesthetic. By identifying the learning style that best suit your profile, you will be able to maximize your strengths and compensate for your weaknesses. Visual Learning – If your dyslexia isn’t anything related to your visual processing or any visual dyslexia, this learning type may just suit you. Visual learners like to see things with the eyes. They likely think in pictures and uses different illustrations, diagrams, charts, graphs, videos and mind maps when they study. If you are a visual learner it will be useful to rewrite notes, put information on post-it notes and stick it everywhere, and to re-create images in the mind. Auditory Learning – Auditory learners, on the other hand, think in verbal words rather than in pictures. The best they can do to learn is to tape the information and replay it. It also helps if they discuss the materials that must be learned with others by participating in class discussions, asking questions to their teachers and even trying teaching others. It is also helpful to use audio books and read aloud when trying to memorize information. Kinesthetic Learning – Kinesthetic learners are those who are better to learn with direct exposure to the activity. They are the ‘hands-on’ people and learn best when they actually do something. For them, wiring a circuit board would be much more informative than listening to a lecture about circuits or reading a text book or about it. However, it may also help to underline important terms and meanings and highlight them with bright colors, write notes in the margin when learning from text and repeat information while walking. 4. Don’t force your mind Don’t force your mind to do something beyond your ability. Don’t force yourself to enter a library and finish reading a shelf of books in one day. Be patient on yourself. Take everything slowly and learn step by step. Do not also push yourself if you are not in the mood to read, it will just cause you unnecessary stress. 5.

beaten and humiliated and experience indescribable suffering and anguish. Will become sin offering and die on job. To qualify: Must be male, minimum age 30. Father must be God, mother must be of house and lineage of David, must have been virgin when he was born. Adopted father must also be of house of David. Must have sinless blood and spotless record. Must have been born in Bethlehem and raised in Nazareth. Must be self-motivated, with aggressive personality and burning desire to help people. Must have tremendous knowledge of Old Testament and firm reliance on biblical principles. Must incorporate the foresight of Noah, the faith of Abraham, the patience of Job, the faithfulness of Joseph, the meekness of Moses, the courage of Joshua, the heart of David, the wisdom of Solomon, the boldness of Elijah, the power of Elisha, the eloquence of Isaiah, the commitment of Jeremiah, the vision of Ezekiel and the love of God. Wages: Holy spirit (without measure) to start. Additional payoff in intimacy with God and receiving revelation as necessary to complete job. Constant on-job training, supervision and guidance by top-level management. Benefits: Position will lead to highly exalted position in future if job carried out successfully. Workman’s compensation: Injuries sustained on job, including death, well compensated by promotion including new body. Management will highly promote name upon successful completion of job, and entire publicity department will be devoted to getting name before multitudes. Will assume presidency of expanding international venture (The Ministry of Reconciliation), as Head of Body of well-equipped members ready to move dynamic new product on world market. All in all, tremendous eternal potential for growth and rewards in return on initial investment of giving life. If qualified, management will contact you. No need to apply.

THE VARIOUS GAINS OF FLIGHT DELAY DAMAGES Travelling byair is one of the handiest means to get from one point to another. It's quick, safe, and hassle-free. Obviously, hassle-free is a subjective term as some folks find all the safety precautions cumbersome. Since there are much fewer plane accidents when compared with automobile accidents however, it's a good deal better mathematically talking. Naturally, travel issues are not merely limited to injuries and crashes; occasionally, the ones that are most problematic are the small things that eventually become larger. Having the flight postponed for 5 - 10 minutes does not seem much to most folks. However, for people who will be catching a connecting flight after, this really is an extremely large difficulty. They need to run across the next airport simply to make it in time or they will need to get it rescheduled and watch for the next available flight. Either way, it's a very big hassle and it all came from a 5 minute delay. What You Can Get That is why you should be aware of the many benefits that you can get. Flight delay compensation isn't a simple thing that airlines give just to keep customers satisfied; the law requires to give damages for faulty service as mandated them. Different areas have different laws regarding this but it usually means that if your flight got delayed, the airline must help you during that time. If, for example, you may end up late to your connecting flight, then you can certainly ask aid from the airline to assist you look for an accessible connecting flight, have it reserved, and even request financial compensation as you need to wait for the brand new boarding time if it's a few hours more. Typically, you can demand help for the amount of money you are going to be spending simply because your flight was delayed. This can happen whether the flight was delayed for a very long time due to technical issues. That those can get somewhere to sleep in, some airports will open up the VIP lounge. Also, they are going to be given free food and drinks especially if they must stay for more than one night. Inclusions and Exceptions Flight delay settlement is all about getting compensated for hassle and all the trouble that an undue delay has brought on. Delays caused by neglect or some other reason which was a result of the airline can be deemed as such. This implies that if they couldn't have prevented the issue no matter what, you won't be able to seek damages. For example, if the weather suddenly took a turn for the worse and the whole airport was locked down and no airplanes are permitted to fly, then this is a problem that they couldn't avert. It would not be safe to fly with such conditions and no one can do anything about it. Naturally, you can still seek assistance but remember that they have no obligation to do so and you've got no right to demand money as reimbursement for the delay. In the end, the biggest difference between force of nature accidents and those due to negligence is that you can ask for aid but they're just required to do so during the latter. They have to give money for the hassle to you as well if it was their fault.

Quoting page 65-66: Race-conscious affirmative action is a familiar term of journalistic convenience. It identifies unambiguously the controversial element of minority preferences in distributing benefits. But it also conflates racially targeted civil rights remedies with affirmative action preferences for groups, such as Hispanics and women, given protected class status irrespective of race. … It includes nonracial as well as racial preferences, and it distinguishes such remedies, available only to officially designated protected classes, from the soft affirmative action … which emphasized special outreach programs for recruiting minorities … within a traditional liberal framework of equal individual rights for all Americans. … The architects of race-conscious affirmative action, Skrentny observes, developed their remedy in the face of public opinion heavily arrayed against it. Unlike most public policy in America, hard affirmative action was originally adopted without the benefit of any organized lobbying by the major interest groups involved. Instead, government bureaucrats, not benefiting interest groups, provided the main impetus. The race-conscious model of hard affirmative action was developed in trial-and-error fashion by a coalition of mostly white, second-tier civil servants in the social service agencies of the presidency… To Skrenty’s core irony, we may add three further ironies, first, the key to political survival for hard affirmative action was persistent support from the Republican Party… Second, the theories of compensatory justice supporting minority preference policies were devised only after the adoption of the policies themselves. Finally, affirmative action preferences which supporters rationalized as necessary to compensate African-Americans for historic discrimination, and which for twenty years were successfully defended in federal courts primarily on those grounds, soon benefited millions of immigrants newly arrived from Latin America and Asia.

Social security will come up with all kinds of feeble excuses for why you cannot have your disability benefits.

The government is in the business of facilitating toxic employers to willfully damage their workers health and then refuses those disabled workers their Disability and Workers Compensation benefits.

Trade does usually benefit each country sufficiently that whoever gets the gains could fully compensate those who lose out. But while economists were vociferous advocates of trade, they kept very quiet about compensation. Without it, there is no analytic basis for claims that society is better off.

Anyone that has been through the Disability System or Workers Compensation for occupational diseases and been denied their eligible benefits knows that the social security system is blatantly rigged.

Given that the corporate government disability system is denying sickened Mauna Kea workers their earned disability benefits, it falls back onto their very high altitude past employer to compensate them for their loss of earnings, pain and suffering.

this is not just about morale. There are plenty of happy employees in companies that don’t have mojo, just as you can find some unhappy employees in companies that do. Nor is it just about compensation, perks, and benefits, as important as those may be. There’s something else shaping the work environment of the companies in this book—something that promotes a profound sense of belonging, of psychic ownership—and it’s a necessary, if not a sufficient, condition for achieving what the companies aspire to. That other factor is, once again, intimacy. By that, I mean a relationship so close employees never doubt that the company, its leaders, and the other people they work with care about them personally and will stand by them through thick and thin as long as they hold up their end of the bargain.

It takes a bit of work to identify the key performance drivers, but doing so brings profound benefits. If you’re able to identify three or four effective categories, you will simultaneously help your managers zero in with a bit more thought on areas that need work, and provide employees with a clearer sense of why they have or haven’t received the compensation or promotion they deserved.

thus has an important role to play in the future outcomes of the organization, by ensuring that employees who are hired are given an equitable offer, their offers are structured for optimized mutual benefit and that it motivates the employee to deliver a little more than just normal performance.

The Workers Compensation system for occupational diseases is ran by scallywags for the benefit of scallywags.

The workers compensation system lies to deny eligible people their benefits.

They had freedom as before, but without their vast riches. These previously privileged had what everyone else did, and were not given compensation, like some had predicted. In an instant, they had been turned into regular human beings. In one loud terrifying moment, people became equal within the law and as recipient of benefits. Before then, the entire revolution had seemed impossible. Although it was amazingly bloodless, these changes were welcomed by most and only resisted by a minute number who still could not see the benefit.

Nipsy Jhamb - Responsible for managing HR Operations, HRIS, Benefits, and Recruiting for a global organization specifically designing, aligning and executing a global HR business strategy into the operating fabric of the Firm. Consult with senior business leader across a full spectrum of HR areas, especially in talent programs, total rewards, executive compensation, global integration, etc.

With Hitler, too, we see a dedicated socialist who, shortly after assuming the leadership of the German Workers’ Party, changed its name to the National Socialist German Workers’ Party (NSDAP). In statement after statement, Hitler could not be clearer about his socialist commitments. He said, for example, in a 1927 speech, “We are socialists. We are the enemies of today’s capitalist system of exploitation . . . and we are determined to destroy this system under all conditions.”36 The Nazi Party at the outset offered a twenty-five point program that included nationalization of large corporations and trusts, government control of banking and credit, the seizure of land without compensation for public use, the splitting of large landholdings into smaller units, confiscation of war profits, prosecution of bankers and other lenders on grounds of usury, abolition of incomes unearned by work, profit sharing for workers in all large companies, a broader pension system paying higher benefits, and universal free health care and education. If you read the Nazi platform without knowing its source, you could easily be forgiven for thinking you were reading the 2016 platform of the Democratic Party. Or at least a Democratic platform drafted jointly by Bernie Sanders and Elizabeth Warren. Sure, some of the language is out of date. The Democrats can’t talk about “usury” these days; they’d have to substitute “Wall Street greed.” But otherwise, it’s all there. All you have to do is cross out the word “Nazi” and write in the word “Democrat.

There are cases when the company can’t compensate you monetarily, so be prepared with a plan B: You may want to opt for additional vacation leave days, a bigger medical allowance, shares of the company’s stock, and other perks and benefits instead. When you approach the negotiating table, do so with an open mind and don’t focus solely on money.

Cooperation in all its forms is undeniably a rational and just mode of future production. But for it to achieve its objective—liberation of all the workers and their full compensation and satisfaction—all forms of land and capital must become collective property. Until that occurs, cooperation in the majority of cases will be crushed by the almighty competition of big capital and big landholding. In the rare cases when some producers’ association, invariably more or less isolated, does succeed in withstanding and surviving this struggle, the result of its success will merely be the rise of a new privileged class of fortunate collectivists within the destitute mass of the proletariat. Thus, under the existing conditions of social economy, cooperation cannot liberate the worker masses. Nevertheless, it does offer the benefit, even now, of accustoming the workers to unite, organize, and independently manage their own affairs.

It may not feel so good during the planning process to include this focus on the negative space. Over the long run, however, seeing the world more objectively and making better decisions will feel better than turning a blind eye to negative scenarios. In a way, backcasting without premortems is a form of temporal discounting: if we imagine a positive future, we feel better now, but we’ll more than compensate for giving up that immediate gratification through the benefits of seeing the world more accurately, making better initial decisions, and being nimbler about what the world throws our way.

There's something that is vital to the future of our world, and that's a mechanism for redistribution. We have to devise a system to ensure that everybody benefits from this Second Machine Age, a system that compensates the losers as well as the winners. For 200 years that system was the labor market, which ceaselessly churned out new jobs and, in so doing, distributed the fruits of progress. But for how much longer? What if the Luddites' fears were premature, but ultimately prophetic? What if most of us are doomed, in the long run, to lose the race against the machine? What can be done?

I am just one of the many Americans that has been blatantly denied their Disability and Workers Compensation benefits.

In the long term,” wrote the English economist John Maynard Keynes, “we are all dead.” The Scottish Enlightenment learned a different lesson from the changes brought by union with England. Its greatest thinkers, such as Adam Smith and David Hume, understood that change constantly involves trade-offs, and that short-term costs are often compensated by long-term benefits. “Over time,” “on balance,” “on the whole”—these are favorite sentiments, if not expressions, of the eighteenth-century enlightened Scot. More than any other, they capture the complex nature of modern society. And the proof came with the Act of Union. Here was a treaty, a legislative act inspired not by some great political vision or careful calculation of the needs of the future, or even by patriotism. Most if not all of those who signed it were thinking about urgent and immediate circumstances; they were in fact thinking largely about themselves, often in the most venal terms. Yet this act—which in the short term destroyed an independent kingdom, created huge political uncertainties both north and south, and sent Scotland’s economy into a tailspin—turned out, in the long term, to be the making of modern Scotland Nor did Scots have to wait that long. Already by the 1720s, as the smoke and tumult of the Fifteen was clearing, there were signs of momentous changes in the economy. Grain exports more than doubled, as Scottish agriculture recovered from the horrors of the Lean Years and learned to become more commercial in its outlook. Lowland farmers would be faced now not with starvation, but with falling prices due to grain surpluses. Glasgow merchants entered the Atlantic trade with English colonies in America, which had always been closed to them before. By 1725 they were taking more than 15 percent of the tobacco trade. Inside of two decades, they would be running it. A wide range of goods, not just tobacco but also molasses, sugar, cotton, and tea, flooded into Scotland. Finished goods, particularly linen textiles and cotton products, began to flood out, despite the excise tax. William Mackintosh of Borlum saw even in 1729 that Scotland’s landed gentry were living better than they ever had, “more handsomely now in dress, table, and house furniture.” Glasgow, the first hub of Scotland’s transatlantic trade, would soon be joined by Ayr, Greenock, Paisley, Aberdeen, and Edinburgh. By the 1730s the Scottish economy had turned the corner. By 1755 the value of Scottish exports had more than doubled. And it was due almost entirely to the effect of overseas trade, “the golden ball” as Andrew Fletcher had contemptuously called it, which the Union of 1707 had opened.

Page 118 As social organization progresses and the governing class begins to reap the benefits of an improved bureaucratic machine, its superiority in culture and wealth, and especially its better organization and firmer cohesion, may compensate to some extent for the lack of individual energy; and so it may come about that considerable portions of the governing class, especially the circles that give the society its intellectual tone and direction, lose the habit of dealing with people of the lower classes and command them directly. This state of affairs generally enables frivolousness, and a sort of culture that is wholly abstract and conventional, to supplant a vivid sense of realities and a sound and accurate knowledge of human nature. Thinking loses virility. Sentimental and exaggeratedly humanitarian theories come to the fore, theories that proclaim the innate goodness of men, especially when they are not spoiled by civilization, or theories that uphold the absolute preferableness, in the arts of government, of gentle and persuasive means to severe authoritarian measures. People imagine, as Taine puts it, that since social life has flowed blandly and smoothly on for centuries, like an impetuous river confined withing sturdy dikes, the dikes have become superfluous and can readily be dispensed with, now that the river has learned its lesson. … It would seem therefore that there is a frequent, if not a universal, tendency in very mature civilizations, where ruling classes have acquired highly refined literary cultures, to wax enthusiastic, by a sort of antithesis, over the simple ways of savages, barbarians and peasants (the case of Arcadia!), and to clothe them with all sorts of virtues and sentiments that are as stereotyped as they are imaginary. Invariably underlying all such tendencies is the concept that was so aptly phrased by Rousseau, that man is good by nature but spoiled by society and civilization. This notion has had a very great influence on political thinking during the past hundred and fifty years. … certain it is that when the ruling class has degenerated in the manner described, it loses its ability to provide against its own dangers and against those of the society that has the misfortune to be guided by it. So the state crashes at the first appreciable shock from the outside foe. Those who govern are unable to deal with the least flurry; and the changes that a strong and intelligent ruling class would have carried out at a negligible cost in wealth, blood and human dignity take on the proportions of a social cataclysm.

In cases like these, most economists advocate taxing the pollution. Such taxes are called “Pigovian” after Arthur Pigou, a British economist of the early twentieth century who was one of their early champions. The taxes have two important benefits. First, they reduce the amount of undesirable activity; if a utility gets taxed based on the amount of sulfur dioxide it releases into the atmosphere, it has strong incentives to invest in scrubber technology that leaves the air cleaner. Second, Pigovian taxes raise revenue for the government, which could be used to compensate those harmed by the pollution (or for any other purpose). They’re a win-win. Taxes of this type are popular across the political spectrum and among people in many fields; members of the “Pigou Club,” a group of advocates identified by economist Gregory Mankiw, include both Alan Greenspan and Ralph Nader.

Millennials used job hopping to improve their income with every move in order to compensate for the initial low pay they accepted when joining the workforce during the 2008 recession. This acts as a caution to employers who are seeking to incorporate Gen Z into the workforce in what is expected to be a recessionary period after COVID-19. Companies should carefully consider whether compromising entry-level compensation in the short term is worth it, considering the potential benefit of gaining Gen Z’s long-term loyalty. Gen Zers are eager to stay longer in the organization. If we find ways to make it work for them by meeting their expectations, it will be a win-win.

The victories these unions won reshaped work for us all. The forty-hour workweek, overtime pay, employer health insurance and retirement benefits, worker compensation—all these components of a “good job” came from collective bargaining and union advocacy with governments in the late 1930s and ’40s. And the power to win these benefits came from solidarity—Black, white, and brown, men and women, immigrant and native-born.

The famous Coase theorem,27 thanks to the Nobel Prize-winning economist Ronald Coase, shows that when the pie grows, it’s always possible to find a way of compensating those whose slices would otherwise fall, so that no member loses and at least one benefits.

The day he is found out, O’Brien is herded by a dumbfounded crowd to the Shinto torii gate that marks the entrance to our campus. Avery is in tears, something none of us could have imagined. Before passing through the torii, O’Brien stops and addresses all of us: “Hey, I’m sorry for fucking you over. You’re my friends and my family because I don’t have any other friends or family. If you consider what I’ve gained by enabling so many proxies to function undetected, and thereby so many eluders to successfully elude—that is, nothing—versus what I’ve lost—everything—you’ll understand that only one thing could justify that appalling cost-benefit analysis. That thing is belief. I believe in what the eluders are doing, I believe in their right to do it, and the force of my belief more than compensates for the fact that acting on it will cost me everyone and everything I love. I have no regrets, even now,” O’Brien concludes, “much as I will miss you.” And then he walks out through the torii gate. The chaos that follows this revelation takes many forms and strains. An inquiry begins into whether the man who made that speech was really O’Brien, or whether the real O’Brien was kidnapped by eluders and animated holographically beside the torii gate using gray grabs from the collective to capture his workplace tones and gestures and speech. Another hypothesis has it that the eluders somehow breached O’Brien’s skull with a weevil—a burrowing electronic device that can interfere with thought—and were controlling his behavior and speech from afar. It is difficult to disprove either of these theses, and I owe it to trusted typicals who persuade me of their unlikelihood on two bases: 1) Such actions would entail the use of the very invasive technologies the eluders abhor and are trying to elude. 2) Interventions like these are beyond the eluders’ technological range; they simply could not pull them off.

Your wages are not rising like they should, because of ridiculous health care costs. The compensation employers dedicate for our health benefits comes from the same pool of money they would use to increase our wages.

An ironic aspect of this story is that in 1993, federal securities regulators forced companies, for the first time, to reveal details about the pay and perks of their top executives. The idea was that once pay was in the open, boards would be reluctant to give executives outrageous salaries and benefits. This, it was hoped, would stop the rise in executive compensation, which neither regulation, legislation, nor shareholder pressure had been able to stop. And indeed, it needed to stop: in 1976 the average CEO was paid 36 times as much as the average worker. By 1993, the average CEO was paid 131 times as much. But guess what happened. Once salaries became public information, the media regularly ran special stories ranking CEOs by pay. Rather than suppressing the executive perks, the publicity had CEOs in America comparing their pay with that of everyone else. In response, executives’ salaries skyrocketed.

But if IOTA lost the confidence of some of the most respected cryptographers in the blockchain community, it continued to generate enthusiasm among a variety of big-name enterprises. That’s perhaps because, quite apart from how badly or otherwise it developed and managed its cryptography, the IOTA team’s economic model is enticing. If its cryptographic flaws can be fixed, the tangle idea could in theory be far less taxing and expensive in terms of computing power than Bitcoin and Ethereum’s methods, which require every computer in their massive networks of validators to process and confirm the entire list of new transactions in each new block. German engineering and electronics giant Bosch has been running a range of experiments with IOTA, including one involving payments between self-driving trucks arranged in an energy-saving linear “platoon.” The idea is that the trucks at the back that are enjoying the benefits of the slipstream would pay IOTA tokens to those at the front to compensate them for bearing the bulk of energy costs in creating that slipstream. Meanwhile, IOTA and Bosch are both part of a consortium called the Trusted IoT Alliance that’s committed to building and securing a blockchain infrastructure for the industry. Other members include Foxconn, Cisco, BNY Mellon, and a slew of blockchain-based startups, such as supply-chain provider Skuchain and Ethereum research lab ConsenSys.

(b)   Before forming your “Master Mind” alliance, decide what advantages and benefits you may offer the individual members of your group, in return for their cooperation. No one will work indefinitely without some form of compensation. No intelligent person will either request or expect another to work without adequate compensation, although this may not always be in the form of money.

Platforms such as DoneGood and Buycott steer customers toward businesses fairly compensating their workers. The nonprofit organization B Lab certifies companies that meet high social and environmental standards, scoring on the basis of worker compensation and benefits, job flexibility, potential for worker ownership, and a host of other criteria.

An intolerance of bureaucracy Small companies feel different to big ones. I have worked at both. In large companies, if I am travelling for work I will be forced to use some admin staff to book a hotel with a corporate travel provider. Perhaps eight e-mails will be sent to me with various approval chains and updates, my boss will be asked to agree, a business reason is noted. Some systems will talk to others, and my assistant will orchestrate the whole thing. It will take perhaps 10 minutes of my time, 30 minutes of my assistant’s, and likely an hour of other people’s in back offices. All this to book a hotel stay for $200 that on the Hotel Tonight app I could book in around three seconds and for $100 cheaper. Why is it I can call an hour-long meeting with 20 people, costing perhaps $2,500 of time and nobody cares, but I need to ensure I use approved agents to get a hotel room? Every company, large and small, needs to reject bureaucracy and busy work. We worry a lot about seniority and protocol, but often it is an excuse. I love a memo sent out by Elon Musk, in which he says: ‘Anyone at Tesla can and should e-mail/talk to anyone else according to what they think is the fastest way to solve a problem for the benefit of the whole company. You can talk to your manager’s manager without his permission, you can talk directly to a VP in another department, you can talk to me.’ He goes on to say, while realizing the challenge and opportunity ahead and what they have against them, ‘We obviously cannot compete with the big car companies in size, so we must do so with intelligence and agility’ (Bariso, 2017). Get better at knowing when to call and when to e-mail, when to pop over for a chat, which partner meetings to never accept. A lack of bureaucracy doesn’t mean chaos, it’s about focusing on the best way to make a difference and sometimes that means anarchically barging into a meeting to get someone to make a decision. I often think teams are too big. We’ve long heard about two pizza teams, but let’s be more flexible. Tom Peters talks about the need to recruit the very best talent and pay the world’s best compensation. Steve Jobs was widely reported to have stated that a small number of A+ people can outperform any large teams of B players (Keller and Meaney, 2017). I see a lot of time and energy spent bringing people into the loop, people being part of things to look important and not adding clear value.

Denying disabled people their disability benefits and workers compensation is a form of suppression.

I am told of a human sacrifice that took place two thousand years ago, without my wishing it and in circumstances so ghastly that, had I been present and in possession of any influence, I would have been duty-bound to try and stop it. In consequence of this murder, my own manifold sins are forgiven me, and I may hope to enjoy everlasting life…. In order to gain the benefit of this wondrous offer, I have to accept that I am responsible for the flogging and mocking and crucifixion, in which I had no say and no part…. Furthermore, I am required to believe that the agony was necessary in order to compensate for an earlier crime in which I also had no part, the sin of Adam.” — Christopher Hitchens, God Is Not Great, 20071

Long-term bonds compensate investors for interest-rate risks by offering higher yields and you have the further benefit of matching the timing of your assets and needs.

It was natural, then, for the musicians’ families to turn first to the White Star Line for financial benefits under the Workmen’s Compensation Act. Sorry, said White Star, the bandsmen were Second Class passengers and not covered by the Act. The Line suggested that the families contact C. W. and F. N. Black, the real employers. Sorry, said the Blacks. The problem wasn’t their responsibility. They carried insurance to cover such matters, and any claims should be laid at the insurer’s door. Sorry, said the insurance company, the bandsmen were not workmen as covered by the policy. They were independent contractors, using the Blacks as a booking agency, and the insurance company was under no liability. Months passed while White Star, the Blacks, and the insurer tossed this hot potato back and forth. Finally, in exasperation the families took the Blacks to court. The judge was sympathetic, but that was all. The bandsmen, he decided, were not the employees of anybody. They were passengers in the case of the White Star Line, and independent contractors in the case of the Blacks and the insurers.

We pay higher than most similar companies in base pay, which is guaranteed and not subject to some management fad or poorly set goals. And we tend to give a little more stock equity as well, to compensate employees for the lack of bonus—with the side benefit of focusing employees on long-term versus short-term objectives. My belief has always been to pay people well, so they feel it’s fair, but don’t cloud things by believing that compensation is the great motivator, especially for creative roles.

When people scratch their heads and wonder how it can be that the stock market is booming and executive compensation is at an all-time high but the overall economy is less dynamic and workers are not benefiting, look no further than the trillions of dollars in stock buybacks.

Although employers aren’t trying to entice employees to quit, their goal is similar in arriving at a compensation package to get the prospect to accept the offer and stay in the job. They must balance offering attractive pay and benefits with going too far and impairing their ability to make a profit. Employers also want employees to be loyal, and work long, productive hours, and maintain morale. An employer might or might not offer on-premises child care. That could encourage someone to work more hours . . . or scare off a prospective employee because it implies they may be expected to sacrifice aspects of their non-work lives. Offering paid vacation leave makes a job more attractive but, unlike offering free dining and exercise facilities, encourages them to spend time away from work. Hiring an employee, like offering a bet, is not a riskless choice. Betting on hiring the wrong person can have a huge cost (as the CEO who fired his president can attest). Recruitment costs can be substantial, and every job offer has an associated opportunity cost. This is the only person you can offer this opportunity. You might have dodged the cost of hiring Bernie Madoff, but you might have lost the benefit of hiring Bill Gates.

You can’t just eat five mangoes on a Saturday to compensate for fruitless weekdays. It is the consistency of eating fruits that births benefits, not the binge-eating of fruits occasionally when you are in the mood

Would you like a government that denied you your earned disability benefits when you became too sick to work?

You will now be instructed how to build plans which will be practical, viz:— (a)   Ally yourself with a group of as many people as you may need for the creation and carrying out of your plan or plans for the accumulation of money—making use of the “Master Mind” principle described in a later chapter. (Compliance with this instruction is absolutely essential. Do not neglect it). (b)   Before forming your “Master Mind” alliance, decide what advantages and benefits you may offer the individual members of your group, in return for their cooperation. No one will work indefinitely without some form of compensation. No intelligent person will either request or expect another to work without adequate compensation, although this may not always be in the form of money. (c)   Arrange to meet with the members of your “Master Mind” group at least twice a week, and more often if possible, until you have jointly perfected the necessary plan or plans for the accumulation of money. (d)   Maintain perfect harmony between yourself and every member of your “Master Mind” group. If you fail to carry out this instruction to the letter, you may expect to meet with failure. The “Master Mind” principle cannot obtain where perfect harmony does not prevail. Keep in mind these facts:— First: you are engaged in an undertaking of major importance to you. To be sure of success, you must have plans which are faultless. Second: you must have the advantage of the experience, education, native ability and imagination of other minds. This is in harmony with the methods followed by every person who has accumulated a great fortune. No individual has sufficient experience, education, native ability, and knowledge to insure the accumulation of a great fortune, without the cooperation of other people. Every plan you adopt, in your endeavor to accumulate wealth, should be the joint creation of yourself and every other member of your “Master Mind” group. You may originate your own plans, either in whole or in part, but see that those plans are checked, and approved by the members of your “Master Mind” alliance.

Dayna emphasized that the main challenge for companies deciding whether to adopt biomimetic solutions hinges on value generation. Profit is usually the only metric that is used, and while she recognizes the tremendous potential for profit offered by biomimicry, she stressed that there are also highly valuable, albeit less easily measured, benefits for companies that adopt biomimicry into their practices. Employees see real purpose and personal mission in their work. It creates passion, loyalty, creativity, and team building. Biomimetic product development starts from a nontoxic, nonharmful stance. Rather than designing for end effect and then compensating for toxicity and waste management, it also saves adopters considerable money on increasingly arduous and expensive environmental regulations-and future remediation liability.

Ashton began to close his eyes and Emily slapped him forcefully across the cheek. “Don’t you dare fall asleep, Ashton!” His stunned gaze at the assault seemed to amuse Godric. It took quite a lot to shock Ashton. “You slapped me?” he asked, shocked by Emily’s behavior. “And I’ll do it again if you shut your eyes,” Emily threatened. Ashton had the gall to let out a hoarse chuckle. “Now I know how Charles must feel on a daily basis. Still, I’m sure the benefits more than compensate for it.” Despite her concern, Emily smiled. No doubt if Ashton had enough energy to tease her, he wasn’t dead yet.

Briette sighed. “I don’t think your intentions were bad, Sir Ansley. And in the end, you warned Calister of what the king planned to do. I simply have a favor to ask.” She smiled. “Which brings me to Calister.” Calister stiffened. “At your service, my lady.” Briette raised her voice so they would all hear. “At the castle, King Jarrod tried to have me arrested. Calister not only fended off the knights, he fought actually King Jarrod himself. A man nearly a foot taller and three times his weight. I have never seen such courage. Noble deeds deserve a noble reward, don’t you think? Calister… come here, please.” Calister crept toward her, uncertain. Briette carefully extracted the long sword she wore at her side. “I must ask you to kneel before me.” “Kneel?” Calister looked confused, then his eyes popped with understanding. “Oh!” He dropped to one knee. Briette lifted the sword and touched the flat of it to his shoulder. “Calister, do swear that you will honor and defend the kingdom of Runa under Princess Maelyn?” “I will,” said Calister. “That you will defend truth and justice, and strive to protect those weaker than yourself?” “I will,” said Calister. “And that you will uphold the noble ideals of chivalry to the benefit of your good name and the greater glory of our land?” “I will,” said Calister. Briette smiled. “Then, by the power invested in me, I now dub you Sir Calister, a knight of Runa Realm. Quite possibly the youngest knight this kingdom has ever known. You may rise.” Calister stood, blinking hard to hold back tears. “Th-thank you, my lady. I – I promise to be a faithful knight, and….” His face crumpled and he fell against Briette and squeezed her tightly. “Thank you, my lady!” “Bree. I am always Bree to you,” she said, returning the hug. She could see the servants over his shoulder. Rupy sobbed openly, Sir Ansley beamed with pride, Old Shivey nodded her head, and Havi wore a crooked smile. The duke, however, remained hard and impassive, his eyes turned away. Calister released her and wiped his eyes. Briette turned back to the group. “I will send for Calister in a few days. We shall make arrangements for him to be transferred to Lumen Fortress where he will continue his training with the knights there. Sir Ansley, I will rely on you to check on him regularly and see that he is progressing in his studies. Can you do this?” “Of course I can! Gladly!” said Sir Ansley. “Thank you. His lost hand is but a minor setback and I intend to have equipment made that will compensate for it. And please continue taking him to visit his mother. I’m sure she will be very proud of him.” Calister smiled, his face red. He rubbed his eyes again and laughed at himself. “I’m sorry, a knight shouldn’t cry.” “The good ones do.” Briette grinned and held out the sword. “Here. Take this as my gift to you. And wear it proudly! I’m sure you will have many adventures, Sir Calister.” Calister clasped the sword and bowed grandly. “I will strive to be worthy of this honor, my lady Bree.” “Oh, he’s adorable!” Miriella cried. Maelyn’s smile was more reserved. Briette hadn’t told her that she would knight a fourteen-year-old

Everyone in this room knows I’m going to say yes, but I’m not willing to let the realm have complete control over us. If we were to become slaves to you, our lives would hardly be worth living anyway. So my offer to you is this: the pair of us will accept your condition of becoming shadowwalkers, but we want to be compensated as a low-level angel would. We also want all the benefits and rights that they have under your laws. There will be no exceptions because we are humans.” Whoa,

The G.I. Bill, formally known as the Servicemen's Readjustment Act of 1944, provided many benefits for the returning World War II veterans. These benefits included cash payments of tuition and living expenses to attend a university, high school or vocational education school, provided low-cost mortgages, and supplied low-interest loans to start a business, as well as one year of unemployment compensation. About 2.2 million returning, honorably discharged veterans used the G.I. Bill in order to attend colleges or universities, and another 5.6 million used the G.I. Bill for other kinds of training programs. This program helped make the United States the best educated country and the exceptional leader of the world, for years to come. It was an exciting time in America and I had a center aisle seat to witness it.” I and many other veterans used the G.I. Bill to help pay for my education. In my case it allowed me to attend Central Connecticut State College (now a State University) to do my graduate work in education. The fact that so many people could afford to go back to school made the United States the best educated country in the years following World War II. Unfortunately during the past five years the United States has dropped by 11 points in our educational standing worldwide and now scores 17th among the 34 OECD countries. To make matters worse is that we are below average in math and science when the world depends more than ever on technology. A good part of the reason is that young people cannot afford the cost of a college education! The defense used by many of the less educated is that college is for egg heads and being a deplorable is worn as a badge of honor. If something doesn’t happen soon we will become a third world country but that opens up another topic for another day!

Bob Rubin Trade: payoff in a skewed domain where the benefits are visible (and rewarded with some compensation) and the detriment is rare (and unpunished owing to absence of skin in the game). Can be generalized to politics, anything where the penalty is weak and the victims are abstract and distributed (say taxpayers or shareholders).

The following is an advertisement for The Marine Corps(e): Join The Marine Corps(e)! Thousands of new positions are available because all our current recruits are "on leave" while we order their prosthetic limbs. After one hour in our coffee and donuts lounge, we put you and any other sign-on recruits into our helicopter out back, and fly you straight to the Middle East. If you survive one week, without weapons, in the heart of recent terrorist activity, your training is done. Compensation: You will be paid on commission every February 29th. The main benefit of being paid once every 4 years is... 4 years of saving! Imagine how happy your family will be when you come home with every dime you earned! And if you really love them, why not try your luck with our on-base casinos. DOUBLE OR NOTHING BABY!

In Chapter two, you were instructed to take six definite, practical steps, as your first move in translating the desire for money into its monetary equivalent. One of these steps is the formation of a DEFINITE, practical plan, or plans, through which this transformation may be made. You will now be instructed how to build plans which will be practical, viz:- (a) Ally yourself with a group of as many people as you may need for the creation, and carrying out of your plan, or plans for the accumulation of money-making use of the "Master Mind" principle described in a later chapter. (Compliance with this instruction is absolutely essential. Do not neglect it.) (b) Before forming your "Master Mind" alliance, decide what advantages, and benefits, you may offer the individual embers of your group, in return for their cooperation. No one will work indefinitely without some form of compensation. No intelligent person will either request or expect another to work without adequate compensation, although this may not always be in the form of money. (c) Arrange to meet with the members of your "Master Mind" group at least twice a week, and more often if possible, until you have jointly perfected the necessary plan, or plans for the accumulation of money. (d) Maintain PERFECT HARMONY between yourself and every member of your "Master Mind" group. If you fail to carry out this instruction to the letter, you may expect to meet with failure. The "Master Mind" principle cannot obtain where PERFECT HARMONY does not prevail.

In this regard, the delicate cell bodies, dendrites, and axons are like the many other fluid-filled tubes within the body. The quality of their function is susceptible to changes in pressure, distortion, viscosity. Their need for constant irrigation is acute: If fresh oxygen is held back from a neuron for merely three to five seconds, it is rendered completely unexcitable.4 And necessary substances must circulate inside the cell as well as around it. If a long dendrite or axon is pinched, closing its length off from the rest of the cell’s fluid, the excitability of the isolated branch quickly decays and eventually the pinched axon or dendrite will atrophy. You can park a truck on top of an electrical wire and it will continue to work nicely. It will work, in fact, until it is completely severed. In contrast there are many intermediate stages of malfunction in a nerve short of this final breakage—or lesion—most of them having to do with the relative effectiveness of the delivery and circulation of nutritional fluids and the adequate flushing of toxins and wastes. These intermediate malfunctions do not normally stop the system; they just make it less efficient. They confuse sensations, cloud thoughts, disturb the precision of our muscular efforts, make us numb in some spots, unaccountably sensitive in others, eliminate responses, force compensations. Insofar as effective bodywork can be of direct benefit to the circulation of bodily fluids, it can help to support the actual metabolic bases of nerve function, and this benefit is above and beyond the question of the value of any actual sensations it may produce.

Most free trade economists would accept that there are winners and losers from trade liberalization but argue that their existence cannot be an argument against trade liberalization. Trade liberalization brings overall gains. As the winners gain more than what is lost by the losers, the winners can make up all the latters' losses and still have something left for themselves. This is known as the 'compensation principle'-if the winners from an economic change can fully compensate the losers and still have something left, the change is worth making. The first problem with this line of argument is that trade liberalization does not necessarily bring overall gain. Even if there are winners from the process, their gains may not be as large as the losses suffered by the losers-for example, when trade liberalization reduces the growth rate or even make the economy shrink, as has happened in many developing countries in the past two decades. Moreover, even if the winners gain more than the losers lose, the compensation is not automatically made through the workings of the market, which means that some people will be worse off than before. Trade liberalization will benefit everyone only when the displaced workers can get better (or at least equally good) jobs quickly, and when the discharged machines can be re-shaped into new machines-which is rarely.

Those who seek, or have thrust upon them, unearned benefits and privileges do not know that there is a price for every benefit, a collateral required for every loan of artificial compensation. The collateral that must be given up, the price that must be paid is the dignity, honor, and self-respect of the recipient. He or she will never be exposed to the satisfaction of true achievement, and so never become a whole person.

Unfortunately for its workers, the ‘Greatest Nation On Earth’ routinely shafts them by blatantly denying their disability and workers compensation benefits.

Deny me my workers compensation benefits and we will have a problem.

What are the advantages of diversity that not only compensate for agonizing conflicts but justify considering it America’s “greatest strength?” If readers cannot immediately think of any besides ethnic restaurants, they are not alone. A 2007 study by the University of Minnesota found that Americans claim to be positive and even optimistic about the word “diversity” but are unable to explain its value or give examples of its benefits. The researchers found that even people who work in the field of race relations stumble when asked to list its benefits. In 2009, a San Francisco radio host named Marty Nemko agreed to host an on-air debate on workplace diversity in which the author of this book was to argue that it was a weakness, not a strength. Mr. Nemko contacted a Georgia-based diversity consultant whose slogan was “Stronger Performance Through Diversity,” fully expecting that he would be happy to argue the other side. The consultant declined, admitting that he did not think diversity was a strength, only that it can be made to work better with “diversity management” of the kind he offers.

It is hard to be charitable when you have been denied your disability benefits and your workers compensation for occupational disease.