Podcasts about Compensation

Verne Harnish is the Founder of the world-renowned Entrepreneurs' Organization (EO), an establishment with over 16,000 members worldwide. Verne has been chairing EO's premiere CEO program held at MIT for 15 years and counting. He's also the Founder and CEO of Scaling Up, a global executive education and coaching company with over 200 partners in six continents. Verne has spent the past four decades helping companies scale.  He is the author of multiple books, including the best-seller, Mastering the Rockefeller Habits, The Greatest Business Decisions of All Time, Scaling Up, and his latest book, Scaling Up Compensation: 5 Design Principles for Turning Your Largest Expense Into a Strategic Advantage. In this episode… With brands taking new routes in their compensation plans and workers wanting to get the most value for their work, your compensation scheme can become a strategic advantage when done right. Unfortunately, many business leaders wrongly set up their compensation plans, so their most considerable expense has become a downer. How then do you craft a fair compensation plan that attracts and motivates the right people for your company? What do you do about compensating management staff fairly when their contributions are hard to measure, especially for a service business where people ‘eat what they kill?'  Listen to this episode of the Inspired Insider Podcast with Dr. Jeremy Weisz featuring the Owner of Scaling Up, Verne Harnish. They discuss why compensation is top of mind for businesses today, mistakes leaders make when setting up compensation plans — and what to do about it, the best ways to structure compensation, and more!  

ALMOST SOLD OUT - GO NOW!!! http://beautifulbastard.com Go to http://www.vessi.com/defranco and use code ​DEFRANCO to get the best deal off of your Vessi shoes! ​Free shipping to CA, US, AUS, NZ, JP, TW, KR, SGP More PDS: https://youtu.be/UytTFGZWTWs TEXT ME! +1 (813) 213-4423 Get More Phil: https://linktr.ee/PhilipDeFranco -- 00:00 - Grammy Nominations Spark Backlash and Cancel Culture Discussion 03:30 - Twitter Launches Livestream Shopping Feature 05:44 - MrBeast To Premiere Squid Game Video 06:23 - Sponsor 07:11 - China Tightens Regulations for Celebrities 08:53 - Jury Holds CVS, Walgreens and Walmart Responsible 10:11 - Jury in Awards Those Injured in Charlottesville $25 Million in Compensation 11:57 - Verdict Reached in Arbery Trial -- ✩ TODAY'S STORIES ✩ Grammy Nominations Spark Backlash and Cancel Culture Discussion: https://roguerocket.com/2021/11/24/recording-academy-ceo-defends-noms/ Twitter Launches Livestream Shopping Feature: https://www.theverge.com/2021/11/22/22796037/twitter-cyber-deals-sunday-shopping-livestream-walmart-jason-derulo MrBeast To Premiere Squid Game Video: https://www.dexerto.com/entertainment/how-to-watch-mrbeast-squid-game-recreation-start-date-stream-more-1704638/ China Tightens Regulations for Celebrities: https://www.reuters.com/world/china/china-says-will-more-tightly-regulate-celebrities-online-information-2021-11-23/ Jury Holds CVS, Walgreens and Walmart Responsible: https://roguerocket.com/2021/11/24/ohio-cvs-walmart-walgreens/ Jury in Awards Those Injured in Charlottesville $25 Million in Compensation: https://twitter.com/AP/status/1463238599705571334?s=20 Verdict Reached in Arbery Trial: ​​https://www.nytimes.com/live/2021/11/24/us/ahmaud-arbery-murder-trial —————————— Executive Producer: Amanda Morones Edited by: James Girardier, Julie Goldberg, Maxwell Enright Art Department: Brian Borst, William Crespo Writing/Research: Philip DeFranco, Cory Ray, Brian Espinoza, Maddie Crichton, Lili Stenn, Neena Pesqueda Production Team: Zack Taylor, Emma Leid ———————————— #DeFranco #SquidGame #MrBeast ————————————

There's concern a deal done to get North Taranaki's Mt Messenger bypass built, could see other native forests bulldozed for new roads. Compensation and a land swap have been agreed so that the State Highway 3 project can go ahead. But an adviser to the project says the road should never have been approved and risks setting a precedent. Taranaki Whanganui reporter Robin Martin has more. 

Abuse survivors of the Lake Alice psychiatric institution got just a fraction of legal compensation that authorities expected they'd be required to pay out. The government, then led by Jenny Shipley, had identified $132 million to settle claims. They paid out $13 million. Manawatu reporter Jimmy Ellingham has more.

You want your coaches to make a good living at your gym. But how can you pay them more without hurting your bottom line? It's not about giving staff a bigger piece of the pie, Chris Cooper says. It's about baking a bigger pie.Here's how to do it. Links:Two-Brain CoachingTwo-Brain ProgrammingGym Management: The Case for Part-Time CoachesIntrapreneurialism 101Go With ThemTimeline:2:31 – You earn more money by creating more value for more people.3:28 – Pay coaches more by helping them build their careers.6:57 – The wrong way to pay coaches more. 7:33 – Figure out what you can afford to pay per class.9:34 – What to do if that figure is too low.11:42 – The ratios stay the same—so bake a bigger pie.12:15 – Should coaches get paid the same amount?

My thoughts on the recent Variant 8 compensation package…

• We recently watched the documentary called LulaRich which is a popular and well known MLM on comfortable clothing or magical like leggings that fit every and all shape.  Yes,  who doesn't like a piece of clothing that fits all…right?!! And better yet..this was a product that if you “put your whole heart and soul into it” would determine the success of your business and your financial freedom.  And mind you this MLM was targeting women who were typically stay at home moms that were daily struggling with their financial choices in order to make ends meet.  • We're going to discuss what we leared from the documentary, research regarding the hidden challenges or reprecussions  and of course our thoughts. • So let's dive in shall we? • You are the boss of what you choose to do… I actually love that saying and I fully support.  • LulaRoe – an MLM, one of many that unfortunattly has made headlines for negative reasons which we will dive into but let's first focus on who the are and how this got started for our listeners that may not be as familiar with the product/MLM. • Started in 2013 • Name originated from their first three grandaughers. • How it originated… • One of eleven children the founder of LulaRoe – Deanne Startup.  • Met husband and business partner Mark Stidham on a plane. • She already had 7 children from a previous marriage.  Single mom, broke but determined to live a lavish life. • Her idea started from home.  She started making maxi skirts for her daughter and it grew into a business.  She then sold items to her first retailer so they could start a side gig selling her maxi skirt product to their friends for a profit.  Her retailers grew and LulaRoe was born. • Initial investment for retailers…$5000 • Selling breast milk? Borrowing money from fam members? Credit card charges? • Tijuana Skinny's… Deanne took several of the TOP retailers to Mexico to get the gastric bypass surgery to lose weight so they could portray a certain look for LulaRoe.  • Demographic limit…No protected territories • Some people took that box and turned it into a million dollars and some people took that box and put it in the closet because it scared them…???? • Bogus product..leggings soiled with mildew, moisture and foul smell.  Left in the parking lot exposed to elements then shipped out to retailers. • 127,000 sq feet – at that time he was putting stuff outside in cages.  It was exposed to the elements.  Holes in product, tearing of leggings, shorter hems.  They asked their retailers to take a hit to move the product regardless of the issue. • Pushing product than they could deliver at the same rate or level of quality. • Did anyone actually make real money?  Not 10k but realy sustainable money to keep a family moving in the right direction towards financial freedom? • Responses from owners of LulaRoe to Retailers who were struggling to sell:  o You're stale  o Youre in the wrong business • Is this a pyramid scheme? o Policy? o How you make money? o Compensation structure? o How much was spent monthly to buy product? o Buy back policy? • Compleltely went away – facebook groups went off the charts with women looking for representation • Defective products – Facebook group • Class Action Law suits:  • Current payback to retailers at the time of deposition (year date ) 100 Million dollars • Make good refund policy nullified:  • Daniel Kang – friendship – ghost squad. Fancy Swedish car squad • 100 people have filed for bankruptcy  • They divorced  • Compay targeted women who wanted to meet the needs of their family life by staying home to raise the kids and take care of the home. • 4.75 million settled with suit with the the state  • LulaRoe is still currently doing business but many have left in droves.  

This week, in episode 85, Paul Downs, Jay Goltz, and Laura Zander talk about the bonuses they plan to pay this year—and how their bonus plans and philosophies have evolved over time: Are the payments a reward for company performance? Are they a reward for personal performance? Are they supposed to motivate? Or are they just a thank you? Then the owners talk management, a discussion inspired by last week's episode with Dana White about navigating the space between being a pushover and being a jerk. Plus: Are 360 reviews good management or are they kind of creepy?

Today I'm clearing up some confusion from a prior episode. I'm also tackling part 2 of our equity compensation series.  Specifically, I'm sharing: How ESPP Lookback Periods Work Qualifying vs Disqualifying Dispositions Tips for Offsetting an RSU Tax Bill If you want to better understand the tax implications of equity compensation, you're going to love today's episode. 

We all know why companies use stock-based compensation – to supercharge their talent strategy and incentivize performance and loyalty. But as Embarkers Adam Olsen, Sarah Cage Richter, and James Durrenburger discuss in this first episode of a two-part series, there are a few areas that can make accounting for them pretty tricky, including: Which stock-based arrangements fall under the scope of the guidance in ASC 718? Measuring the awards using the fair-value based method Vesting considerations and conditions Classifying awards on the balance sheet For more information on lease modifications and remeasurements under stock-based compensation: Best Practices for Choosing & Maintaining a Stock Comp Plan How to Choose the Right Stock Comp Accounting Software Comparing The Best Stock Compensation Software Solutions ASC 718, Compensation–Stock Compensation Connect with Embark on: LinkedIn Instagram Twitter Facebook YouTube Listen to Accounting Matters on Apple Podcasts, Google Play, and Spotify.

One of Epstein's core four has applied to the victims compensation fund after claiming that she was also a victim of Epstein's abuse and not part of his criminal enterprise.To contact me:Bobbycapucci@protonmail.comSource:https://okmagazine.com/exclusives/jeffrey-epstein-recruiter-victim-fund-payout/

Episode 916: Compensation – UFC Crowd Chants “F*** Joe Biden!” – 8 dead at Astroworld music festival in Houston – Stephen A. reacts to Aaron Rodgers explains decision to not get vaccinated

Episode 916: Compensation – UFC Crowd Chants “F*** Joe Biden!” – 8 dead at Astroworld music festival in Houston – Stephen A. reacts to Aaron Rodgers explains decision to not get vaccinated

Matt Schulman (@Matthewschulman), founder and CEO of Pave, joins Erik to discuss:- Why your company needs a compensation philosophy.- How COVID and The Great Resignation have wreaked havoc on employee compensation.- The fact that employee churn is up 2X over last year and software engineering salaries have increased by 20%.- Competing philosophies on remote employees: “cost of labor” which pays employees based on where they live and “free market” which pays employees the same regardless, and why the “free market” philosophy is gaining ground.- Why consistency is key when it comes to granting equity to candidates. Get access to Pave's benchmarking data for free: https://www.pave.com/benchmarking/village-global-venture-storiesThanks for listening — if you like what you hear, please review us on your favorite podcast platform. Check us out on the web at www.villageglobal.vc or get in touch with us on Twitter @villageglobal.Want to get updates from us? Subscribe to get a peek inside the Village. We'll send you reading recommendations, exclusive event invites, and commentary on the latest happenings in Silicon Valley. www.villageglobal.vc/signup

Bryan Samms joins me to discuss some important considerations regarding pastoral pay such as... What does the Bible teach about pastoral pay? How should pastors communicate with their church about their pay/benefits? When should a church add additional paid staff? What resources should a church use to determine fair compensation for a particular role? Connect with Bryan Twitter: @bryansamms Facebook: @pastorbryansamms Podcast: Bryan Samms Podcast Email: info@nateskelly.com Website: https://www.nateskelly.com Facebook: https://www.facebook.com/financialpathwayllc

Darrin Barney, Barney Brother's Off Road and Repair, Grand Junction CO. Darrin's automotive journey began as a child working with his father on repairing and maintaining cars at the family garage. But the big turning point came when he turned 14 and his parents got him his first jeep. It was then that he realized that to keep it running he had to maintain it and take care of it. In 2003, he started his own auto repair and 4X4 business with the core business philosophy of treating every customer like a personal friend and creating the best customer experience possible. Darrin's shop has grown to one of the biggest independently owned auto repair facilities in the state of Colorado. Darrin also has a passion for continuing education. In 2017 he was one of the first classes to graduate with his AMAM (Accredited Master Automotive Management) from the AMI. He is a current Board Member for ASA Colorado and recently became responsible for bringing the customer service piece of automotive training to his hometown in Grand Junction, Colorado. He is active in the aftermarket accessory industry and is a member of the LTAA (Light Truck Accessory Alliance), APPEX and SEMA. Darrin is a Certified High Performance Coach and enjoys helping others find success and happiness in their lives.  Key Talking Points Superstars interview YOU- they don't want a job, they want a career/opportunity. They should ask you: what is your 5-year plan? 10? Succession plan?  Your A tech is probably working somewhere else. They will leave for a better opportunity, it's not all about money.  People leave people not companies Getting close to your employees- don't be a sniper manager, be involved and interact.  “50, 25, 25”- 50% the owner interviews employee, 25% the employee will review company, 25% the employee will interview the owner Most shop owners are technicians that think they could do better- but they are still a technician at heart. Growing from a technician to a business owner is crucial and often missed.  Do you know where your company is going? Dream and rewrite your mission statement.  Guiding principals- all the pieces that get the mission statement done. Get your team involved. Compensation plans- competitive wages, opportunistic income (above the base pay), take-home benefits (health insurance, retirement), continuing training Employee retention- live your mission statement, 10-minute team huddles to create unity and teamwork, never start your day on a sour note (no complaining) Connect with the show: https://aftermarketradionetwork.com/ (Aftermarket Radio Network) http://youtube.com/carmcapriotto (Subscribe on YouTube) https://remarkableresults.biz/episodes (Visit us on the Web) https://www.facebook.com/RemarkableResultsPodcast (Follow on Facebook) https://remarkableresults.biz/insider/ (Become an Insider) https://www.buymeacoffee.com/carm (Buy me a coffee) https://remarkableresults.biz/books/ (Important Books) Check out today's partner: NAPA AutoCare's PROimage program makes it easy for you to make the most of the NAPA brand. A PROimage upgrade lets you maintain your shop's identity as a reliable, locally-owned business while letting your customers and potential customers know you're partnering with NAPA, the most recognized and trusted name in the automotive aftermarket. AutoCare Centers that have completed a PROimage exterior upgrade enjoy an average 23 percent sales increase during the first year. You can also choose to go PROimage on the interior and transform your customer waiting area from merely utilitarian to warm and welcoming. You can even get a free look by visiting www.NAPAAutoCare.com and clicking on the NAPA PROimage link under the NAPA PROimage tab. Of course, the AutoCare site is also the place to go to find out about all the advantages being part of the NAPA family has to offer. https://remarkableresultsradio.captivate.fm/listen ()

Marsh's Christine Williams and Dennis Tierney look at how COVID-19 is shaping the workers' compensation line and best practices for employers as the pandemic continues. You can access a transcript of this episode here. For more insights and insurance and risk management solutions, follow Marsh on LinkedIn and Twitter and visit marsh.com.

But there is a chance that lawmakers might help the man out. http://www.lehtoslaw.com

durée : 00:05:52 - La chronique de Thomas Bidegain - Aujourd'hui, Thomas Bidegain va parler de compensation.

In this episode, I sit down with Jordan Rosenberg from BEERMANN LLP to discuss what exactly are marital energies, how does the statute read into use, and how it can be applied. For more information on Formulaw Online, click here: https://www.iicle.com/formulawonlineSFX: "Windy Transition" by pcruznMusic: Fearless First Kevin MacLeod (incompetech.com) Licensed under Creative Commons: By Attribution 3.0 License http://creativecommons.org/licenses/by/3.0/

Back in September, HHS released a set of proposed rules dealing with broker compensation disclosure in the individual and short-term limited duration markets, as well as surprise billing requirements for air ambulance providers. As we do with all relevant proposed regulations, NAHU submitted comments to the Administration with our questions and concerns. In addition, CMS and OSHA issued interim final rules regarding national COVID-19 vaccine requirements. On this week's episode of the Healthcare Happy Hour, Marcy M. Buckner discusses what we included in our comments and what is included in the new vaccine mandate guidance.

Learn More About House Academy Here Housing Market Predictions for 2022 (HA 1624) Transcript: Steven Jack Butala:Steve and Jill here. Jill DeWit:Hi. Steven Jack Butala:Welcome to the Land Academy Show. Really the House Academy Show today. Entertaining real estate investment talk. I'm Steven Jack Butala. Jill DeWit:And I'm Jill DeWit. And, we are broadcasting from the valley of the sun. Steven Jack Butala:Today, Jill and I are talking about housing predictions for 2022. Jill DeWit:I like to say I was asking this question too, to you earlier. I'm like, "I know you read up on all this stuff. You're really current on all this stuff. What the heck is everybody saying?" I'm personally dying to know. I have my thoughts, but I want to know what your thoughts are and what the general opinion is. Steven Jack Butala:So, it's the fourth quarter, it's October 2021. It's a fourth quarter where everyone who's got any type of involvement in any market, whether it's a stock market or commodities or anything else or weather or anything, makes predictions for next year. And housing is no different. So, Core Logic piped in Fannie Mae, of course, which is the mortgage insurance backed federal government scenario, which allows a lot of mortgages to happen. So, they all have predictions and I'll talk about them in a minute here. Jill DeWit:Cool. Steven Jack Butala:Before we get into it, Hey, by the way, it's all good. In my opinion, it's not hockey stick straight up. It's good. Slow growth. Jill DeWit:Spoiler alert. Steven Jack Butala:Before we get into it, let's take a question posted by one of our members on the landinvestors.com online community it's free. And don't forget to subscribe on the YouTube Land Academy channel and comment on the shows you like. Jill DeWit:Jason wrote, you guys talk all about houses a lot lately. If we buy and sell land, what is the point of this? I've renovated houses in a past life with success, but decide it's not worth it in the end. Steven Jack Butala:Amen to that. Jill DeWit:Yeah. Steven Jack Butala:So you're in the same boat as almost all of us, probably it's a logical conclusion to look at the things that I think suck. We talked about this a couple days ago. Jill DeWit:Like Monday. Steven Jack Butala:Yeah. What sucks about renovating houses is that... Pick window treatments. I always come back to that. If I hear the word window treatment, I'm not going to get involved in it financially. And so, I'm sorry that you had to go through that welcome to the land investment business. Jill DeWit:I'm sorry. you had to go through this. Okay. Steven Jack Butala:The housing market is very closely tied to the land market for a few reasons. The biggest reason is that when house values go up, people have extra money. When housing values go up and I'm going to get all kinds of comments on this wages generally go up. Compensation or equity generally goes up. Wages in themselves are so untied. So tragically disassociated with house values. It's staggering. Jill DeWit:It's weird. Steven Jack Butala:But in general, from an economic standpoint, not an accounting or reality standpoint, economic, that's not reality. That's just economics equity values go up when housing values go up. Which means there's more access to more disposable income on a macro level, which means people have access to more money so they can buy and sell land. Number one, this is a good question. Jill DeWit:I like the pen on your finger. I'm like, I could just see... you know what's going to happen. Our post production guys are going to poke arrows that what's with the pen? Steven Jack Butala:They will now for sure. Jill DeWit:Yeah, they will because I just said it. Steven Jack Butala:Number two when housing, it was funny for a while. Jill. Jill DeWit:Okay. Steven Jack Butala:When housing goes up like this, there's a need for more housing, people sell their house, they got to move somewhere else. So land, it gets utilized for new housing and we're in a re...

In 2018, GE stock traded at $7/share—an 85% drop from its all-time high.  Who was hit the hardest?  Company retirees...including former factory workers who used equity compensation packages to save for retirement. In part one of our equity comp series, I'm breaking down: What it is Why it exists How to manage the risks Friend and fellow planner, Odaro Aisueni, also drops by to share his wisdom and expertise. If you want to better understand equity compensation + learn about the overlooked risks of company stock, you're going to love today's episode.

On today's episode, we feature Gemala Afifi, VP of Marketing for IjaraCDC and explore how Muslims can make home ownership a reality with the help of a Sharia compliant non-profit company. Please share, listen and subscribe and if you have a minute to give us a rating and review in Apple Podcasts, it helps others find our content too! Feel free to reach out to us at with thoughts, comments, feedback and questions - we want to keep this platform as engaging as possible so stay connected with us! Gmail: muslimwomenandfinance@gmail.com Facebook: Muslim Women and Finance Facebook Group Instagram: https://www.instagram.com/muslimwomenandfinance/ Wellness Surge Affiliate Link: https://shop.wellnesssurge.com/?ref=cscaj2262r Disclaimer: Information in this podcast is for informational purposes only and does not substitute advice from a lawyer, accountant, tax or investment professional. We do not guarantee any results from the content discussed in our episodes. The views and opinions expressed in this podcast are those of our own and do not necessarily reflect the official position or ruling of any agency, organization, employer or company that we may be affiliated with. For rulings of Islamic nature, please seek out a trusted Islamic leader in your community. The content included in the following episode is copyrighted protected and cannot be used by third parties without prior written authorization from the Muslim Women and Finance team. A message from our sponsor ShariaPortfolio: ShariaPortfolio offers professionally managed portfolio solutions for Muslims, to help achieve their financial goals while conforming to their personal values. Information regarding our management fee structure is disclosed under “Portfolio Management Fee” in Item 5, “Fees & Compensation” on our Form ADV. Please review for any additional information. Investing in securities involves risks, and there is always the potential of losing money when you invest in securities. Before investing, consider your investment objectives and Savior's charges and expenses. For more details, see our Form ADV Part 2 and other disclosures. Past performance does not guarantee future results, and the likelihood of investment outcomes are hypothetical in nature. Not an offer, solicitation of an offer, or advice to buy or sell securities in jurisdictions where Savior is not registered. ShariaPortfolio also manages one private fund, SP Fund RE, LLC, a Florida limited liability company (the “Fund”), that qualifies for the exclusion from the definition of investment company under section 3(c)(1) of the Investment Company Act of 1940. As of August 21, 2019, the Interests in the Fund are generally being offered to “Accredited Investors” as that term is defined by Rule 501 of Regulation D promulgated under the Securities Act. However, the Fund is permitted to admit no more than 35 non-accredited investors as Investors and, at the discretion of the Manager, the Fund will admit such investors provided they are able to make the minimum investment. This is neither an offer to sell or buy securities. For a description of the business, operations, you should obtain and carefully read our Form ADV and any related prospectus material related to a Fund or offering before making any investment. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/muslimwomenandfinance/message Support this podcast: https://anchor.fm/muslimwomenandfinance/support

Welcome to Season 2 of 'Tis the Season to Ditch Diet Culture! Over the next 8 weeks, we're going to explore some of the thoughts, feelings, and actions that keep us trapped in diet culture during the holiday season! This week, is all about these types of statements: “I'm saving room for pie.” OR “I'm working off the turkey.” Let's talk about compensation and earning your food. Follow Kayla Reynolds, MS on Instagram: https://instagram.com/kaylareynoldsms Follow Kelly Roberts on Instagram: https://Instagram.com/kellykkroberts Follow Poison Punch on Instagram: https://Instagram.com/poisonpunchpodcast

Interview with Mandi Susman – Mandi is the Executive Director for Compensation & Benefits at Wildlife Conversation Society. She has a passion for helping people and sharing her knowledge. through helping her clients develop and administer effective compensation programs for executives and employees in the most efficient manner.

Illegal Immigrant Payments. No Vote On Infrastructure. Just Say No To Texas Sports. Your Face Is Your Boarding Pass.  See omnystudio.com/listener for privacy information.

Why does pay disparity happen and what can we do about it? Rick Gillis is the author of Leveling the Paying Field: A Groundbreaking Approach to Achieving Fair Pay, Job! Search Optimized and PROMOTE! Your Work Does Not Speak for Itself. You Do! His most recent book, Leveling the Paying Field, Rick Gillis takes on the pay inequity/pay disparity issue and provides a workable solution for anyone who believes they are not being paid fairly for the work they do. For those individuals not willing to wait for the government or their organization to achieve pay parity, Gillis offers them the opportunity to take this issue into their own hands. With more than twenty years of job search support and career advising experience, Gillis created the QTNT® (Quotient) Personal Value Calculation process to teach workers (as well as their employers) how to identify and assign individual value to job performance and personal accomplishment in an all-new way. Gillis, the inventor of this very simple, easy to use, performance metric shows you how the QTNT truly does level the ‘paying' field. What We Discuss with Rick Gillis in this Episode Calculating your personal value to your employer What you must have on your resume The secret to establishing fair pay in the workplace Identifying areas of added value even as a non-sales employee Interviewing tips for standing out and getting the job Who is responsible for pay parity Proper pay for the best performance Three quotient factors Creating an accomplishments mindset Building your own confidence Episode Show Notes: https://tinyurl.com/rn6rtwa9 

Power & Politics for Friday, October 29th with First Nations Child and Family Caring Society Executive Director Cindy Blackstock, Clean Prosperity Executive Director Michael Bernstein, Transport Minister Omar Alghabra, and the Prime Time Panel.

This week Ryan invites Tamara to be the host and guest Jeff to talk about compensating your employees. --- Send in a voice message: https://anchor.fm/torsion-talk/message

CERTIFIED FINANCIAL PLANNER™ professionals, Lauryn Williams and Chloé Moore are continuing the “Know Better, Do Better” series born from the countless conversations they have about the trendy narratives and clickbaity articles that make it hard for them to help their clients. They want to help you gain financial confidence and clarity to control your destiny. In this episode of the series, Lauryn and Chloé continue onto the final episode of a three-part series on equity compensation. Chloe specializes in working with individuals in the tech industry and those who receive equity compensation. There are a few common mistakes she sees people make so she is sharing tips to help you know better so you can do better.  In part three of this series, Lauryn and Chloé talk about Employee Stock Purchase Plans also known as ESPPs. They cover the basics along with answering your burning questions like “How long should I hold onto the stocks?” and “When does it make sense to participate?” In this episode, Lauryn and Chloé share: The basics of what an Employee Stock Purchase Plan is and how it works The limits and restrictions that come with ESPPs including the annual purchase limit How ESPPs are deducted from your paycheck after taxes Details about Lookback Provision What you need to know about taxes The risks involved What things you should consider before deciding to participate How to know when to sell and when to hold Importance of working with the right tax professional and financial planner If you want to further connect with Lauryn Williams: Instagram: @worthwinning Twitter: @worth_winning Facebook: @worthwinningfp LinkedIn: @lauryn-williams If you want to further connect with Chloé Moore: Instagram: @financialstaples Twitter: @finstaples Facebook: @finstaples LinkedIn: @chloemoore RESOURCES MENTIONED: Should You Participate in Your Company's ESPP? Worth Listening Episode 122: Equity Compensation Part 1 Understanding RSUs Worth Listening Episode 123 Equity Compensation Part 2: ISOs and NQSOs

Nobody works harder than REO agents. Find great REO agents give them fair compensation and they will deliver a huge number of real estate deals. Paul Lizell is the founder of The Virtual Investor, JP Homes, Inc & https://www.housedealsamerica.com He has been flipping properties since 2001 and is the original virtual wholesaler having purchased all over the U.S. since 2009. He has bought and sold properties in 44 out of 50 states and will continue to look at expanding into new markets. Paul is a graduate of Drexel University in 1998, holds a degree in Finance and a minor in Economics, he now teaches at https://www.ReoAuctionAcademy.com He focused exclusively on online auctions, bank REO’s, buying off the MLS and wholesalers across the country since 2013. Real Estate Cashflow Conference: https://www.jayconner.com/learnrealestate/ Free Webinar: http://bit.ly/jaymoneypodcast Jay Conner is a proven real estate investment leader. Without using his own money or credit, Jay maximizes creative methods to buy and sell properties with profits averaging $64,000 per deal. What is Real Estate Investing? Live Cashflow Conference https://youtu.be/QyeBbDOF4wo The Conner Marketing Group Inc.P.O. Box 1276, Morehead City, NC USA 28557 P 252-808-2927F 252-240-2504 Channel https://www.youtube.com/channel/UCZfl6O7pRhyX5R-rRuSnK6w https://www.youtube.com/c/RealEstateInvestingWithJayConner RSS Feed http://realestateinvestingdeals.mypodcastworld.com/rss2.xml Google Play https://play.google.com/music/listen#/ps/Ihrzsai7jo7awj2e7nhhwfsv47y iTunes: https://itunes.apple.com/ca/podcast/real-estate-investing-minus-bank-flipping-houses-foreclosure/id1377723034 Watch on ROKU: Roku https://my.roku.com/add/realestateinvestingRoku https://my.roku.com/add/realestateinvesting Watch on Amazon Prime: https://www.amazon.com/How-Locate-Real-Estate-Deals/dp/B07M9WNZR6/ref=sr_1_3

Last month, federal agencies published a proposed rule regarding requirements created by the No Surprises Act, a section of the Consolidated Appropriations Act. That proposed rule deals with broker-compensation transparency requirements for individual and short-term limited duration plans as well as information regarding surprise billing of air ambulances. This proposed rule did not deal with compensation disclosure in the group market, so what is happening there? On this week's episode of the Healthcare Happy Hour, Marcy M. Buckner discusses how NAHU is handling the group-market disclosure requirements ahead of potential regulations and what sort of questions we were able to pose in a meeting with the Department of Labor this week.

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Ready for another HR thought disruptor? Welcome our guest Anessa Fike. We discuss why your compensation plan needs to be more strategic in a tight labor market. With a compensation plan, you can get a great employee by understanding what they’re looking for. What you’ll learn from this episode: First off, what is a compensation […]

We have another great guest on the podcast, Loreal Torres. What is conscious inclusion training and why does your company need it? Loreal Torres discusses why. Hit play to find out. What you’ll learn from this episode: First off, why is conscious inclusion training so important to Loreal? Secondly, does conscious inclusion training focus on […]

A long-running unfair dismissal case involving Queensland university professor Peter Ridd has sparked intense debate around questions of academic freedom. Also in the program: the High Court has quashed a legal challenge by mining magnate-turned-politician Clive Palmer against laws designed to ban his company from suing the West Australian government for compensation over a disputed contract.

The Waitangi Tribunal says it is taking far too long to calculate how much compensation Māori health services should get to make up for years of underfunding. It says the delay compounds the prejudices Māori have already suffered. The Tribunal is also calling on the government to ensure the newly-appointed Māori Health Authority is given enough money and power to uphold tino rangatiratanga.  The recommendations are the outcome of the Waitangi Tribunal Health Services and Outcomes Inquiry, known as Wai 2575, that started in 2016 and has heard from more than 200 submitters. Māori News Director Māni Dunlop joins us now to explain what these recommendations mean.   

As a manager, how do you have those awkward and difficult conversations with your employees about salaries and raises and promotions? Richard and Jeff have some answers.   More people are leaving their companies right now than at any time in history. We entered the first relief period a few months ago. People left, companies made adjustments, now what are we left with? The people we absolutely need. You start making emotional decisions. How do I keep this person and make sure they don't leave?    Because of Covid, a lot of these conversations have been postponed and avoided, and now they've ballooned. In today's episode, co-hosts Richard Lindner and Jeff Mask walk listeners through some anecdotal stories and a process for having these conversations effectively to benefit both the employee and the company.   Listen in for some practical, actionable steps you can take to resolve these complicated issues.   What to Do When Someone Asks For an Inappropriate Raise   If a team member comes to you asking for a raise or promotion, and it's inappropriate to their situation, how do you say no? Jeff says we all have horror stories as leaders, where we had good intentions but unintended consequences. People want a raise, just because they need the money, not because they've earned it. The company isn't growing, or the person isn't growing, or hasn't delivered more value. So what do you do?   “I want to back up and say why I think this is a broken conversation,” Jeff says. He believes that,  when it comes to career progression paths, we've let it creep in that the path lies on the shoulders of the company/manager. He believes leaders need to train their employees to see what progression can look like, and tell them it's a choose your own adventure path.    Step #1: Flip the script. Help them see it's theirs to declare. Step #2: Create different options with them, but let them own it.    In the past, there was a manual. This is what you did. This was the progression. Now people change careers multiple times and much later in their working life. What you as a leader have to figure out is what do they want? Where do they want to go?    Where Does Your Employee Want to Go?   As a leader, before we get to “I want more money,” try to figure out what they really want. Most of them don't know or can't articulate it. Ideally, you'll ask these questions from the very beginning.    Where do you want to be in 5 years?  What do you want your day-to-day to look like in 10 years?  What makes you happy?  What energizes you?  What income level are you looking at?  What positions are here that would check the boxes of fulfillment for you?   Your job as a leader is to identify skill gaps between where they are and what they want. A conversation about raises is easier if you've already talked about skill gaps. It has to be “no and here's why.” Or, better yet, “no, and here's what it will take to get it to a yes.”   The no is so much easier if you've already built a foundation of clarity of what growth looks like. When it's not discussed initially, the employee blames the company and feels stuck. Call out what you want, then figure out a plan. What skills do I need to develop? Then it becomes a really cool process. If you created a great plan, the question of a raise doesn't come up. You have a much better path and help people stay engaged.   Don't Be Too Quick to Give Away Titles   What if someone comes to you asking for a promotion, a new title? It can be scary if you think the person will leave if you don't give them what they want. Make sure you're not hearing an ultimatum where there isn't one. That's not leading from a place of confidence and power.    #1: Be self-aware. Make sure you really understand. #2: ask why. Why do they want this title? If you're not motivated by titles, then it's difficult to understand someone who is. Don't give away a title like it has no value.   Richard shares a story of an employee who was doing awesome, growing rapidly, and their value to the company was growing. They came in early one day to ask about a director title. Richard gave it to them. Then, he was dismayed when this person went from having an amazing attitude to not being engaged, when they went from having a massive impact to going backward.    A week or so later, he got an email from the employee. “After doing some research online, here's the average salary for a director of this. Here's mine. There's a large gap between the average and mine.”   This person had looked at the salary of a director, but not the roles/responsibilities/experience. They matched a salary to a title, but they didn't match the roles to their average day. They hadn't actually earned the title and never should have been given it.   It's important to find out why a person wants a new title. Do they want to be more important organizationally? Do they want more money? Do they want to strengthen their resume? Have the person go do the research as to what that job title entails. After your research, do you still believe it's appropropriate and you've earned it? And do you want that responsibility? Then we can have that conversation about a new job title.   Don't Overlook the Importance of Growth   Jeff has a huge takeaway for leaders.    Teach the principle of patience for promotions and raises  but impatience for growth. And separate the two.    Too often people want a promotion, raise, or title and rob themselves of the growth, maturity, and value they can create for themselves. How can they grow here or strengthen this muscle? They'll be so much more valuable over time if they can develop this patience. You can't mistakenly replace growth with the band-aid of a title. The employee says what growth looks like for them, and you help them plan their path.   It comes back to the 3 Cs—care, clarity, and consistency. Care means being able to have a tough conversation in the moment. If you can't do it because you want to be liked, that's not caring. See them for who they can become.   Give clarity around what is needed before they can achieve a certain income. What are the goals, the time frame? When we're clear on foundational principles, we won't have to have these awkward conversations. If you haven't, own it. “That's on me. I'm sorry. Let's have that clarifying conversation now.”   Consistency is important when it comes to a process around compensation conversations. If you're not consistent, favoritism creeps in, perceived or real. If it's perceived, it is real, at least in their mind.    Avoid awkward, out-of-the-blue conversations by taking care of the 3 Cs at the beginning. That's how you create a great culture.    Your job as a leader is not to give people more money. It's to make people more valuable to the company so they can help it earn more money. Does each person on your team know what it is that they do that brings more value to the company on a day/week/monthly basis? If they're producing more value, give them more money. And have these conversations from the beginning.   Richard and Jeff want to hear from YOU. What questions do you have about compensation, raises, and job titles? What wasn't clear that they could clarify for you? What other topics would you like them to address on the show? Email them here with your thoughts/questions: feedback@readytolead.com    RESOURCES: The Truth About Employee Engagement (book by Patrick Lencioni) Multipliers (book by Liz Wiseman)   OTHER SHOWS YOU MIGHT ENJOY: Business Lunch with Roland Frasier and Ryan Deiss Perpetual Traffic with Ralph Burns and Kasim Aslam DigitalMarketer Podcast  

Ready to jump back in? Welcome our next guest Brad Goldoor to the podcast. We discuss why companies need to be transparent about how employees grow. Without a guide, how can employees improve and scale with the company? What you’ll learn from this episode: First off, how did Brad get into the wonderful world of […]

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Bryn Panee Burkhart is Principal and Founder of Next Evolution Leadership Coaching and Career Management, and currently serves as an Institute Fellow at Simmons University's Institute for Inclusive Leadership. She previously oversaw Alumni Career Services at the MIT Sloan School of Management and was a speaker at our November 2020 Return to Work Conference. Bryn discusses compensation: how employers determine compensation structures, how relaunchers should prepare for compensation conversations, and exactly what to say during compensation discussions when relaunching via a return to work (RTW) program or hired directly. This discussion is full of practical, detailed advice and scripts that relaunchers can use with potential employers. Note at 27:14 Bryn gives specific language to use when negotiating compensation when "converting" to a permanent hire after a returnship or when discussing an offer that is not part of a return to work program. https://www.nextevolutioncoach.com/ https://www.linkedin.com/company/nextevolution-coach

Tulane University's Gabe Feldman, one of the leading voices in the U.S. in the field of sports law, discusses college athletics' new, profiting landscape, one where college athletes can now receive almost unlimited compensation for the first time. It's a period unlike any other in the history of college sports and the beginning of a time of great uncertainty. What does the future hold for the NCAA? Is this the new wild west for college athletics? What will happen to the decades-long system that has controlled the multibillion-dollar industry that is college athletics?  

As Canadian Catholic bishops say they will give $30 million to support survivors of residential schools, CBC's Jason Warick explains why some are skeptical about the pledge.

The biggest concern for most companies right now is the need to attract and retain workers. But the biggest reason people leave their jobs is that they don't feel valued at work. Compensation and benefits are part of the equation, but just as important is the desire to believe that they are making a difference.    In this episode Andrea shares two special offerings designed with our listeners and clients in mind.  1. (Insights Paper) THE EMPOWERED WORKFORCE: A Proven Engagement Framework for a New Cultural Reality You can download it here. 2. (Article interview on the Future of Work for Authority Magazine & Thrive Global) Andrea Wenburg Of ‘Voice Of Influence': “Hiring for Skills and Character”   Andrea's video summary of the 5 trends to watch in the future of work: https://youtu.be/TDEC_h0fIi4

CERTIFIED FINANCIAL PLANNER™ professionals, Lauryn Williams and Chloé Moore are continuing the “Know Better, Do Better” series born from the countless conversations they have about the trendy narratives and clickbaity articles that make it hard for them to help their clients. They want to help you gain financial confidence and clarity to control your destiny. In this episode of the series, Lauryn and Chloé are moving onto part two of a three-part series on equity compensation. Chloe specializes in working with individuals in the tech industry and those who receive equity compensation. There are a few common mistakes she sees people make so she is sharing tips to help you know better so you can do better.  In part two of this series, Lauryn and Chloé talk about stock options including ISOs (incentive stock option) and NQSOs (nonqualified stock option). The difference between the two is how they are treated from a tax standpoint. In this episode, Lauryn and Chloé share: An overview of what equity compensation including what is a stock option What a stock option is and how the process works The difference between RSUs and stock options including the additional risk involved The importance of understanding the ramifications of all the decisions you need to make with stock options Why you need to think about when to buy shares and if you really even want to The consequences of buying or selling at the wrong time What a cashless exercise is and when you want to do it Why you should work with a financial planner and tax professional if you have stock options The tax liabilities involved and why you don't want to forget about them The considerations you should be making when buying shares of a private company The importance of keeping your financial goals in mind  If you want to further connect with Lauryn Williams: Instagram: @worthwinning Twitter: @worth_winning Facebook: @worthwinningfp LinkedIn: @lauryn-williams If you want to further connect with Chloé Moore: Instagram: @financialstaples Twitter: @finstaples Facebook: @finstaples LinkedIn: @chloemoore RESOURCES MENTIONED: Worth Listening Podcast Episode 122: Equity Compensation Part 1 Understanding RSUs Salary negotiation strategies everyone in tech already knows — but you don't Coming up next The next episode of the Know Better. Do Better series, is Equity Compensation Part 3 Employee Stock Purchase Plans (ESPP)

On this episode of Financially Naked: Stories from The Financial Gym, our hosts Jenny Harp, a Denver-based Level 3 Financial Trainer, and Kadri Austin, and they are going to Gymsplain the different types of Employer Stock Compensation Plans.   Here are some terms you may have seen which they will discuss: ESPP - Employee Stock Purchase Plan RSU - Restricted Stock Units  Employee Stock Options ISO - Incentive Stock Options NQO - Non Qualified Stock Options Exercise Grant Price Market Price Capital Gains Taxes Vested vs Unvested   Mentioned In This Episode: Blog Post: Investing Options with Your Employer Podcast: Cryptocurrency Decrypted   Meet The Trainers Jenny Harp - NYC Kadri Augustin

SHOW NOTES Intro: A simple solution to compensating for wind Q&A: DIY Black Bear success .300 WSM vs. .300 Win Mag WIND: The joker in the long-range deck Gunwerks instructor Brian Poor's wind-compensating technique Simple Easy without a ballistic calculator Effective in field conditions Send questions, comments, and feedback to joseph@backcountrypodcast.com   FRIENDS, PLEASE SUPPORT THE PODCAST!  Join the Backcountry Hunting Podcast tribe on www.patreon.com/backcountry Contribute via PayPal using joseph@backcountrypodcast.com Contribute via VENMO: @Joseph-vonBenedikt VISIT OUR SPONSORS HERE:  www.browning.com www.silencercentral.com www.timneytriggers.com www.siembidacustomknives.com

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