Podcasts about Remuneration

Onzième épisode du nouveau format de nos actualités hebdos !ANNIVERSAIRE, REMUNERATION A L'IS, FIN DU BULL RUNTU PEUX NOUS RETROUVER SUR INSTAGRAM @QUITTELEBOOMERDREAM OU SUR @LAFLOUZERIEOn a lancé nos accompagnements en investissement, si tu souhaites être accompagné pour quitter ton job et faire du cash : DM NOUS SUR INSTA ou ENVOIE UN MAIL @quitteleboomerdream@gmail.com Grace au podcast, vous bénéficiez de 10% à vie sur votre contrat d'assurance par notre code : QBD10N'hésitez pas à aller faire vos devis en quelques clics ici :⁠⁠https://keyni.eu/index.php/keyni-demande-de-souscription/Si l'épisode t'a plu, n'hésites pas à t'abonner pour rester informé de la sortie des prochains épisodes et à laisser une note de 5 étoiles.

Is it true that founders should still own 50% of a company after a Series A fundraising round? Is 10% ownership at IPO a win or a loss? This episode delves into the topic of dilution, breaking down how much of your company you should sell at each stage, how to approach employee and advisor equity, and what employees should know about equity before taking a job. To answer these questions is Peter Walker, Head of Insights at Carta, and someone with a strong read on where the private tech market is headed. He and CJ also discuss when the best time to join a startup is and which cities outside of New York and San Francisco are desirable for people in this space. Peter shares insight into the state of the markets in 2025: What is happening with bridge rounds and down rounds, the odds of making it from seed to Series A, and the most telling statistic: AI funding.—LINKS:Peter Walker on LinkedIn: https://www.linkedin.com/in/peterjameswalker/Carta: https://carta.com/Carta's Founder Ownership Report 2025: https://carta.com/data/founder-ownership/Carta's published data reports: carta.com/dataCJ on X (@cjgustafson222): https://x.com/cjgustafson222Mostly metrics: http://mostlymetrics.com—TIMESTAMPS:(00:00) Preview and Intro(02:33) Sponsor – Pulley | Tropic | NetSuite(07:17) Head of Insights at Carta(09:32) The Users of Carta(12:20) Multiplayer Finance and Serving Both Sides(16:24) Sponsor – Planful | Tabs | Rippling Spend(20:15) Dilution: How Much Ownership You Should Give Up at Each Stage(23:02) What SAFEs Are(24:31) The Median Amount of Ownership for a Founding Team After the Series A(26:21) Should You Still Own 50% of the Company After Series A(27:18) Is 10% Ownership for a Founder at IPO Normal?(30:41) The Other Form of Dilution: Employee Equity Grants(34:25) What Employees Should Know About Equity Before Taking a Job(37:51) Why Equity Is Not Money(38:54) ISOs Versus RSUs(40:43) The Best and Worst Risk-Adjusted Time To Join a Startup(44:48) Remuneration by Location in Private Tech(47:39) Equity Comp by Location(48:43) Advisor Equity by Stage(51:28) Bridge Rounds Versus Down Rounds in the Last 6–12 Months(55:36) Survival Rates From Seed to Series A to Series B(57:36) The Best Time of Year To Fundraise(59:05) The Typical Age of a Startup When It's Acquired or It Exits(01:03:19) The State of the Market in 2025: AI Funding(01:06:18) Wrap—SPONSORS:Pulley is the cap table management platform built for CFOs and finance leaders who need reliable, audit-ready data and intuitive workflows, without the hidden fees or unreliable support. Switch in as little as 5 days and get 25% off your first year: pulley.com/mostlymetrics.Tropic is an intelligent spend management solution that consolidates your spend data and processes into one unified offering, enabling insights and decisive action. Take control of your spend with intelligent spend management at tropicapp.io/mostlymetrics.NetSuite is an AI-powered business management suite, encompassing ERP/Financials, CRM, and ecommerce for more than 41,000 customers. If you're looking for an ERP, head to https://netsuite.com/metrics and get the CFO's Guide to AI and Machine Learning.Planful's financial planning software can transform your FP&A function. Built for speed, accuracy, and confidence, you'll be planning your way to success and have time left over to actually put it to work. Find out more at www.planful.com/metrics.Tabs is a platform that brings all of your revenue-facing data and workflows - billing, AR, payments, rev rec, and reporting - onto a single system so you can automate and be more flexible. Find out more at: tabs.inc/metrics.Rippling Spend is a spend management software that gives you complete visibility and automated policy controls across every type of spend, saving you time and money. Get a demo to see how much time your org would save at rippling.com/metrics.#dilution #equity #stateofthemarket #privatetech #carta Get full access to Mostly metrics at www.mostlymetrics.com/subscribe

In this episode of Money Tales, our guest is Sophie Bertin. You know that feeling when everything looks good on paper, a great job, supportive colleagues, a solid paycheck, but something inside keeps whispering, this isn't it! That was Sophie. She had a comfortable life, but comfort wasn't enough. It took a spark - an unexpected stat about entrepreneurs from a business school dean when Sophie was at a less-than-satisfying moment in her career - for her to realize: “Why am I in the 50% who haven't taken the leap?” That catalyzed her turning point. Sophie Bertin has a varied career path, from strategic consultancy, to banking operations, to the European Commission and now turned entrepreneur. She recently founded Serapy with the aim of improving corporate compliance training through the combination of simulations, gamification, role play and online tools. Serapy uses the latest educational theories to provide trainings with increased retention rate, and combines that with AI tools to enhance the learning process. Serapy is currently present in Switzerland, Bulgaria, Portugal, France and the UAE. Serapy has been accepted in the incubation program of the Unicorn Factory Lisbon and of Station F in Paris. In addition to Serapy, Sophie has her own consultancy (Parnima Consulting) since 2016, where she works with top legal and regulatory firms, consultancy firms and financial clients on EU Regulations in the area of Financial Services, Foreign Subsidies and State Aid. She also serves as independent board member of Eastnets, a leading provider of AML, SWIFT and payments solutions. She sits on the Remuneration, Nomination and Governance Committee. Before becoming entrepreneur, Sophie was Group Head of Corporate Development and Managing Director of SIX Group (in Switzerland), in charge of strategy development, innovation and regulatory affairs. During the Financial Crisis, she served as Head of Unit at the Directorate General for Competition within the European Commission. There, she was responsible for the review and approval of the State aid provided by Member States to the financial services (mostly banks) during the financial crisis of 2008-2014. Prior to her role with the European Commission, Sophie held senior positions within SWIFT, where she was globally in charge of Asset Servicing; with The Bank of New York Mellon; and worked with the top consultancies McKinsey and later Bain &Co. She started her career path as IT and database programmer, which is very helpful now with the latest AI tools she uses in her start-up. She started her studies in Vienna, graduated from the Ecole Supérieure de Commerce de Paris, holds an MBA from INSEAD and a post-graduate diploma in EU Competition Law from King's College. She holds also a diploma from the Swiss Board Institute. She is member of the Executive Committee of the INSEAD Alumni organization, and she is also the founder and president of the global INSEAD Women in Business Club. Recently, she finished an advanced AI Mastery class and won the award for the best AI Application Builder. She is promoting and advocating for AI literacy among women and through the INSEAD Women in Business Club organizes events for Women in AI.

Le pouvoir de dire non (sans culpabiliser)Quand on est illustrateur·trice, on reçoit régulièrement des demandes de travail gratuit… surtout de la part de personnes qu'on connaît :  famille, amis, voisin·es ou connaissances : « Tu pourrais me faire un petit dessin ? », « C'est juste pour un cadeau… », « Allez, ça te prend deux secondes ! ».Et dans ces moments-là, c'est difficile de savoir quoi répondre. On veut faire plaisir, on a peur de froisser, on ne veut pas passer pour quelqu'un de prétentieux, mais au fond, on sent que quelque chose ne sonne pas juste.Cette semaine, je vous propose un épisode pour vous 'aider à y voir plus clair et surtout à poser un cadre respectueux autour de votre métier sans tomber dans la culpabilité ni dans la justification.Attention, je ne crois pas que les gens soient des profiteurs par nature. Et je ne pense pas qu'il faille refuser systématiquement de donner. En revanche, je pense qu'on a besoin d'être au clair sur ce qui est un choix, et ce qui est une pression déguisée.Si vous aussi vous vous sentez parfois mal à l'aise face à ces demandes, que vous ne savez pas dire non ou que vous voulez le faire avec plus de sérénité, cet épisode devrait vous y aider.

Ce jeudi 24 avril, le livret A, qui a connu en mars son plus mauvais mois de collecte depuis 10 ans, a été abordé par Nicolas Doze dans sa chronique Doze d'économie dans l'émission Tout pour investir présentée par Lorraine Goumot sur BFM Business. Retrouvez l'émission du lundi au vendredi et réécoutez la en podcast.

Ce jeudi 24 avril, le livret A, qui a connu en mars son plus mauvais mois de collecte depuis 10 ans, a été abordé par Nicolas Doze dans sa chronique Doze d'économie dans l'émission Tout pour investir présentée par Lorraine Goumot sur BFM Business. Retrouvez l'émission du lundi au vendredi et réécoutez la en podcast.

Remuneration and incentives have always been a Pandora's box for law firm leaders. In the post-pandemic climate, however, in which employee values have shifted, the equation has become trickier. In this episode of The Lawyers Weekly Show (produced by HR Leader), host Jerome Doraisamy speaks with TalentCode HR founder and managing director Trudy MacDonald about the difficulties firm leaders have long had with implementing successful remuneration and incentive strategies, how COVID-19 spawned a shift in employee thinking around work/life balance, the Great Exhaustion and its implications, the impact of resenteeism, and how difficult it is for employers to cater to idiosyncratic needs of all staff. MacDonald also reflects on whether employees are staying put right now (following the Great Resignation), employee disgruntlement amid high inflation and a cost-of-living crisis, how the latest WGEA data might impact employee thinking, the steps that HR professionals and C-suite executives need to take, measuring success, and the folly of viewing remuneration as an isolated issue. If you like this episode, show your support by  rating us or leaving a review on Apple Podcasts (The Lawyers Weekly Show) and by following Lawyers Weekly on social media: Facebook, Twitter and LinkedIn. If you have any questions about what you heard today, any topics of interest you have in mind, or if you'd like to lend your voice to the show, email editor@lawyersweekly.com.au for more insights!

When a business faces insolvency, one of the most overlooked yet critical aspects is ensuring that administrators and receivers are legally and correctly appointed. In this episode of The Cut, expert insolvency lawyer Nick Christiansen from Sparke Helmore joins the conversation with host Simon Cathro, to break down valid vs. invalid appointments, the risks insolvency practitioners face, and what business owners need to know before making any decisions. From understanding how appointments are challenged in court to why remuneration is such a hot topic in insolvency, this discussion sheds light on the legal and financial pitfalls that can make or break a business in distress. If you're a business owner, creditor, or insolvency professional, this episode is packed with insights that could save you from costly mistakes. ⁠Key points discussed in this episode: Valid vs. Invalid Appointments Matter – Administrators and receivers must conduct due diligence to ensure legal appointments; mistakes can result in personal liability. Remuneration Isn't Always Guaranteed – Insolvency professionals must prove their fees are reasonable, and creditors can challenge them in court. Creditors Have More Power Than They Think – From challenging fees to influencing court decisions, creditors play a bigger role in insolvency than most realize. Links: Nick Christiansen's Linkedin Simon Cathro's Linkedin Sparke Helmore Lawyers official website ASIC   Cathro & Partners are experts in providing insolvency and restructuring services that help to create and preserve business value and to enable individuals to make a fresh start. The firm specialises in restructuring, turnaround, personal and corporate insolvency, safe harbour, secured enforcement services, government advisory services and pre-lending services. For a confidential discussion on any of the above, please reach out to one of our experts.

In November, a report from global advisory MediaSense found that an overwhelming majority of advertisers — three-quarters — are looking to make changes to their agency compensation model in the next three years.A similar number of survey respondents indicated that they are seeking to better align agency compensation to business performance, however it may be defined by the brand.According to Ryan Kangisser, chief strategy officer at MediaSense and co-author of the report, it is “unprecedented” for so many brands to want to change their compensation models at once.Last year, Kangisser spoke on The Media Leader Podcast about how advertisers do not find the current agency model to be fit for current and future needs.Now, he returns to discuss whether the agency remuneration model is fit for purpose and what a new outcomes-based approach could look like as a replacement in the near future."At the heart of this is the need for speed and agility," Kangisser said.Highlights:2:14: Overwhelming desire to change remuneration models7:00: Moving to outcome-based compensation — are brands and agencies on board?13:23: Have agencies moved to future-proof their business? "From attention to intention"19:24: Misaligned incentives between brands and agencies21:26: The impact of AI on fees and the future of talent and working practiceRelated articles:Three-quarters of advertisers want to change their agency compensation model Why agencies must move from a buffet model to à la carte service Marketers cut spend in main media as cautious approach continues MediaSense reveals ‘biggest blocker' to business transformation MediaSense appoints Jamie Posnanski as global CEO---Thanks to our production partners Trisonic for editing this episode.--> Discover how Trisonic can elevate your brand and expand your business by connecting with your ideal audienceVisit The Media Leader for the most authoritative news analysis and comment on what's happening in commercial media. LinkedIn: The Media LeaderYouTube: The Media Leader

In this episode of Stronger Sales Teams, Ben Wright shares his insights on creating sales incentive programs that really work. With years of experience working with startups, fast-growing businesses, and established companies, he offers practical tips on designing pay strategies that align with company goals, boost team morale, and deliver outstanding sales results. This episode is a goldmine of advice on shaping sales incentive structures for businesses at any stage – whether you're just starting out, in the growth phase, or fully established. Key Takeaways: Startups, growth-phase, and mature businesses should each design remuneration packages that reflect their specific needs and growth stages, balancing base salaries, commissions, and bonuses. Sales compensation should weigh both revenue and gross margin growth, particularly in growth and mature businesses, ensuring compensation drives both short-term and long-term value. Offering uncapped commissions in growth-oriented environments can attract top sales talent and incentivize exceptional performance. As businesses mature, shifting focus to non-monetary benefits like career progression and unique perks can be vital to retaining top sales talent. Recognizing different sales roles and competencies allows for flexibility in pay structures, enabling businesses to attract and retain high performers or “career gorillas.” Time Stamps: 0:00 Intro 1:58 Types of Business Framworks In Rumeneration Strategies 3:30 For Star Up Business 6:50 For Growth Driven Businesses 12:35 For Mature Businesses 16:00 Other Frameworks 22:24 Recap 23:18 Outro Rate, Review, & Follow If you're liking what you're hearing, make sure you ‘follow' the show wherever you listen to your podcasts…so you never miss an episode! I'd also love to hear what you think, so drop us a review after you close that next deal…tell me what you're liking, and what you want more of so I can look to cover it in a future episode.

Alors que la réforme des retraites est de nouveau au centre des débats, avec la consultation par le Premier Ministre des partenaires sociaux la semaine dernière, notre invité Denis Olivennes, président d'Editis et auteur de "La France doit travailler plus..." (Albin Michel), nous explique pourquoi, selon lui, les Français ne travaillent pas assez et sont mal rémunérés. Ecorama du 21 janvier 2025, présenté par David Jacquot sur Boursorama.com Hébergé par Audion. Visitez https://www.audion.fm/fr/privacy-policy pour plus d'informations.

On this MadTech Daily Episode, ExchangeWire head of content John Still is joined by CEO Rachel Smith and Austin Scott, chief commercial officer and co-founding partner of Bedrock Platform to discuss the latest in ad tech. 

On today's MadTech Daily: Brands Look to Change Agency Remuneration Models; OpenAI Considers Advertising; OpenAI Sued by Canadian Media 

Dame Alison Carnwath is Audit Committee Chair at EG Group and Asda, NED at PACCAR and Coller Capital, Chair of Livingbridge Strategic Advisory Board and Senior Advisor at Evercore. She was formerly Chair at Land Securities. Tune in to hear her thoughts on: What was your journey into the boardroom? (2:22) How did you transition to new sectors as a NED? (4:08) How do you determine what the critical issues are as a board member? (9:23) Do you ask for information about why employees leave the company? (12:04) What do you see as the best board structure? (13:34) What are your guiding principles for thinking about executive compensation? (17:12) How have you learnt to deal with non-unanimous agreement in the boardroom? (21:52) How did you navigate the financial crisis as chair of Land Securities? (26:01) What was the dynamic between you, the CEO and the rest of the board in that situation? (31:37) As Chair, what were your sources of support and challenge? (32:52) ⚡ The Lightning Round ⚡(34:59) Host: Oliver CummingsProducer: Will Felton Music: Kate Mac Email: podcast@nurole.com Web: https://www.nurole.com/nurole-podcast-enter-the-boardroom

Welcome to The Money Trench. In this episode, Mark is joined by AIM interim-CEO, Gee Davy. Digging into the latest industry news, Gee shares her insights on the Merlin-TikTok licensing developments and GEMA's advancements in AI music licensing. As well as discussing the journey of her winding career, from engineer, to lawyer and now Aim interim CEO, the conversation also covers the impact of Universal taking on PIAS, and the latest from the streaming renumeration group. NEWSLETTER Sign up HERE for the TMT newsletter - featuring each week's hottest music industry stories. PPL  The Money Trench is sponsored by the PPL who celebrate their 90th year in business this year. KEEP UP TO DATE For the latest podcast and music business updates, make sure to follow us on:  Instagram: @the_money_trench LinkedIn: The Money Trench Website: The Money Trench GET IN TOUCH If you have any feedback, guest suggestions or general comments? We'd love to hear from you! - Get in touch here! Thanks to our partners PPL  Earth/Percent Tom A Smith Aimless Play Fourth Pillar Sennheiser Junkhead Studio Tape Notes Executive Producer: Mike Walsh Producer: Tape Notes 

Our Health Correspondent Fergal Bowers reports on the appearance of the HSE before the Public Accounts Committee.

In this episode of The Big Dreams Great Teams Podcast, we're diving into one of the most crucial aspects of building a strong and loyal team—rewarding employees. As your small business grows, choosing the right remuneration model can be a game-changer for attracting and retaining top talent. From salary-based pay to commission structures and staff incentive schemes, we'll cover the simplest and most effective ways to reward your team and keep them motivated.Join me, Paula Maidens, as I walk you through the most common pay models that small businesses like yours are using today—including salary-based pay, hourly wages, commission-based structures, and performance bonuses. I'll also touch on more advanced incentive-based remuneration models and when they might make sense for your business. Tune in for real-world examples from both Australian and global companies, and learn how these models can help you create a high-performing team without complicating your payroll.Whether you're hiring your first employee or scaling your team, this episode is packed with practical insights to help you choose the right approach for rewarding your staff effectively!In This Episode, You'll Learn:The key differences between salary-based, commission-based, and performance-based pay models.Real-world examples of businesses using these pay structures to grow their teams.Why staff incentive schemes are more than just a perk—they're essential for employee motivation and retention.Simple tips for implementing a pay model that suits your business needs and budget.How to avoid common pitfalls when choosing a remuneration model for your small business.Takeaways: Rewarding your employees is more than just paying a salary—it's about creating a staff incentive schemes that drives performance and builds a loyal, motivated team. Listen to this episode to discover the best ways to implement pay models that work for your small business, without overcomplicating the process!Chapters00:00 Understanding Pay Structures in Business03:06 Exploring Salary-Based Remuneration06:07 Hourly Wage Model Explained08:51 Commission-Based Pay: Incentivizing Sales12:05 Performance-Based Bonuses: Rewarding Achievements17:47 Incentive-Based Remuneration: Flexibility in Rewards22:53 Complex Models: Profit Sharing and Equity30:09 Choosing the Right Pay StructureExplore working with Paula:Book a Dream Team Discovery CallConnect with Paula: Website: https://paulamaidens.com/Instagram: https://www.instagram.com/paulamaidensconsulting/Facebook: https://www.facebook.com/paulamaidensbuildingawesometeams

Episode 302 of RevolutionZ is titled The Olympics Paris and Beyond. Together, we uncover the complexities of the Olympics including the make-up and power of International Olympic Committee (IOC), who gets the billions generated through broadcasting rights and corporate partnerships, how cities are selected and the often rather horrible effects on them, and much more. We expand our focus to the situation of athletes more broadly, the dynamics of sports and competition per se, and finally on what is underway and possible to alter relations and outcomes for the 2028 Los Angeles Olympics and for sports more widely. The Olympics becomes a highly graphic case of corporate commercialization and profit seeking run wild even as it also contains instances of justice, human solidarity, and pursuit of excellence. Support the show

Air Canada and its pilots (ALPA) mostly dispute pilot remuneration closing in on the pilot strike option. Air Canada calls on the federal government to step in, while ALPA urges the government not to intercede in the collective bargaining process. Guest: Mark Thompson. Professor Emeritus at the University of British Columbia, Sauder School of Business. Member of the Order of Canada. Learn more about your ad choices. Visit megaphone.fm/adchoices

John Botha – Joint CEO, Global Business Solutions SAfm Market Update - Podcasts and live stream

Remuneration among CEOs in the US is rising quickly. It's been hard to miss recent examples of massive pay packages, like for Tesla's Elon Musk. But that growth is far outpacing that of wages for everyday workers in the US. The FT's corporate governance reporter Patrick Temple-West outlines some reasons this is happening and looks at whether change is afoot. Clips from Associated Press, CNBC, BBC News- - - - - - - - - - - - - - - - - - - - - - - - - - For further reading:US executive pay rises at fastest rate in 14 years Business school teaching case study: executive pay and shareholder democracy UK-US CEO pay gap widens as FTSE bosses' remuneration stagnates - - - - - - - - - - - - - - - - - - - - - - - - - - Plus, tell us what you think about Behind the Money! Complete this survey before August 29 for a chance to win a pair of Bose QuietComfort 35 Wireless headphones (terms and conditions can be found here). And, send us a question: Behind the Money is teaming up with the FT's Moral Money newsletter to answer your questions about what “responsible” business and finance really looks like in the 21st century. That means topics like sustainability, ESG, diversity and inclusion and clean energy investment. We might read out, or play the question from your voicemail with your name, on the show. To get in touch, record a voice message here: sayhi.chat/0humz, or send us an email with your question to michela.tindera@ft.com. On X, follow Patrick Temple-West (@temple_west) and Michela Tindera (@mtindera07), or follow Michela on LinkedIn for updates about the show and more. Read a transcript of this episode on FT.com Hosted on Acast. See acast.com/privacy for more information.

Bill Beament grew up in a working class family out of Esperance in Western Australia. He dreamed of being a general manager of a mine one day. Instilled at a young age with a deep work ethic and an acute commercial sense, he achieved much, much more than this as CEO and Executive Chair of Northern Star. Bill reshaped the underground gold mining industry and built from scratch a $16b, ASX 50 behemoth. Not resting on his laurels though, Bill has more recently turned his attention to wrapping up all his learnings about mining, about people and about leadership to his own venture Develop Global (ASX:DVP), which is on the precipice of replicating Northern Star's success in critical minerals with its unique business model of both mining services and mine ownership. This is one of Australia's great stories, largely unknown and untold outside the resource community so heavily centred in Perth, but the scaling lessons, as you'll hear, are applicable to all sectors and leaders of businesses, of all shapes and sizes. This episode takes you underground into a world unfamiliar to most, but applicable to all. I hope you enjoyed this episode of Scaling Up with Bill Beament, CEO and founder of Develop Global.  Show Notes: CHAPTERS:   (00:55): Bill's upbringing in country WA (04:09):  Starting in the underground industry   (06:19): Lessons from Barminco  (09:11): Building Northern Star    (14:03): What makes a world-class underground mine operator (18:48): Operational excellence at Northern Star and starting Develop Global    (24:23): Unearthing critical minerals   (29:14): DVP's business model (32:34): Buying Woodlawn mine (35:59): Best in class hiring and retaining talent (41:47): Remuneration philosophy

Can the truth about physiotherapy salaries surprise you? We uncover the actual employment conditions for physiotherapists as revealed by the latest APA workforce consensus survey. With most physios earning a fixed salary and a smaller fraction receiving a base plus commission, we take you through the intricate dance between job satisfaction and pay models. This segment reveals the often unspoken disparities between expectation and reality, highlighting the profession's high need for job security intertwined with opportunities for additional earnings.Navigating the labyrinth of remuneration challenges, we compare the public and private sectors, scrutinizing how career progression and salary expectations play out differently in these environments. The dialogue illuminates satisfaction levels across various pay models and delves into factors like economic conditions and cost-of-living changes that shape perceptions of fair remuneration. We also provide valuable insights for private practice owners on fostering a thriving work environment through innovative pay systems and underscoring the intrinsic value provided to both clients and the business itself.Get ready for candid conversations about the economic realities of running a private practice and handling remuneration expectations. We share actionable strategies for clinic owners to tackle salary negotiations and career progression discussions transparently and effectively. By discussing the benefits of internship programs and the potential for expanding revenue streams beyond traditional consultations, we offer pathways to enhance job satisfaction and retention. This episode champions the power of clear communication, mutual understanding, and collaboration in building a motivated and committed physiotherapy workforce. Tune in for a comprehensive look at physiotherapy remuneration and job satisfaction.If you found this episode valuable, please give us a thumbs up, share, comment, and give us your ratings on: iTunes - https://podcasts.apple.com/us/podcast/grow-your-clinic/id1332920944?mt=2 Spotify - https://open.spotify.com/show/03nmt7gYDfeeOPV6qBmVTu Watch on YouTube - https://www.youtube.com/@clinicmastery We appreciate your support and feedback!

Merriam-Webster's Word of the Day for June 25, 2024 is: remuneration • rih-myoo-nuh-RAY-shun • noun Remuneration is a formal word that refers to an amount of money paid to someone for a service, loss, or expense, or to the act of paying such an amount. It is synonymous with recompense and pay. // The actor was offered a modest speaking fee by the host as remuneration for giving her speech at the awards ceremony. See the entry > Examples: "Workers are paid per task, with remuneration ranging from a cent to a few dollars—although the upper end is considered something of a rare gem, workers say." — Niamh Rowe, Wired, 15 Nov. 2023 Did you know? Our evidence shows remuneration to be most at home in writing that concerns financial matters, especially when large amounts of money or forms of compensation are involved. Whether it's because money is often expressed in numerals, or simply because the n and m are adjacent to each other on our keyboards, reMUNeration often appears misspelled as reNUMeration. It pays to know, however, that in fact, renumeration is a distinct term, a rare word meaning "the act of enumerating again" (enumerate means "to list" or "to count").

June came and went ain't it...Hydrate: eat and drink your water, because it's hot out here and heat strokes ain't no joke. Laziness is a puritanical myth! Hear ya in August. --- Support this podcast: https://podcasters.spotify.com/pod/show/cotton-candy-clouds-podcast/support

Distance education home tutors are calling on the government for greater recognition of their role in classrooms.

Today on the Take on Board podcast I'm speaking with Philippa Taylor about capitalising on diverse behavioural styles at the board table. Philippa is on the boards of Institute of Social Neuroscience Psychology, We Make a Difference Limited and I'm also an independent member of the RMIT University Nominations, Remuneration & People Committee She was formerly on the boards of Raiz Invest (ASX:RZI), Western Leisure Services, Apollo League, and the International Women's Development Agency Philippa brings a strong people-lens to the boardroom, leveraging her background as a CEO, Chief People Officer and partner-equivalent in professional services driving workplace transformations to maximise financial and technological opportunities. She is also a mentor, an executive coach, a wife, a mum and lover of Bernese Mountain dogs. Links and ResourcesPhilippa on LinkedInHow to Deal with Difficult People - Jay JohnsonEdward de Bono's Six Thinking Hats Helga's Prompting questions - Edward de Bono's Six Thinking Hats (PDF version) Helga's Prompting questions - Edward de Bono's Six Thinking Hats (Word version) All episodes of Broads on Boards are out now!Upcoming TOB EventsAll eventsYou might want to:Join the Take on Board Facebook communityJoin the Take on Board LinkedIn communityFollow along on TwitterWork with meJoin the Take on Board: Kickstarter group programJoin the Take on Board: Accelerator group programFind out more about meContact me Hosted on Acast. See acast.com/privacy for more information.

Keeping you up to date on executive compensation matters. In this podcast series, the Freshfields People & Reward team discusses key topics in the executive reward space for publicly listed and private companies in 2024, including considerations for remuneration committees, transatlantic regulatory concerns, and the structure of specific incentive arrangements. In the second episode of this series, Remuneration vs Compensation – the Transatlantic Pay Debate, partner Alice Greenwell and senior associate Regina Erie discuss transatlantic reward issues and the ongoing debate about UK versus US pay practices. Alice and Regina cover topics beyond the perceived difference in executive pay levels between the UK and the US, including structural variations between the two jurisdictions in regards to tax and compensation.

Earlier this week, the government announced a plan to invest $1.9 Billion dollars into corrections facilities across Aotearoa, which would be used to recruit and train staff, provide rehabilitation for inmates on remand, and the expansion of 810 new beds at Waikeria prison, which had previously been damaged during a prison riot in 2020.  For their weekly chat, Oto spoke to the Green Party's Ricardo Menendez March to discuss the party's take on the corrections investment. We also talked about the central bank's recent Financial Stability report, as well as the Remuneration authorities decision to increase pay for MPs.

Andrew Woodburn, CEO of AMROP Woodburnmann, a search and leadership consultancy, shares insights into the principles and considerations that should underpin the calculation of remuneration for political officeholders.See omnystudio.com/listener for privacy information.

Professor Guy Jubb is an Honorary Professor at the University of Edinburgh Business School and Co-Director of the Conference Board's European Corporate Governance Council. A chartered accountant, Guy is a corporate governance pioneer, having worked on investor stewardship and ESG issues since the early 1990s.  In this episode, Guy talks about being one of the first people in the UK to have 'governance' in his job title, why he feels 'stewardship' as a concept is a sustainability cornerstone, and why remuneration and greenwashing are two important governance-related issues for companies to consider.

We could be seeing the end of the pay freeze for MPs.  The Remuneration Authority's set to increase most MP salaries 10.5% over three years.  The first rise of 2.8% will be backdated to the election.   This is the first pay rise since 2017 when Labour overruled the increase due to the cost of living.   Remuneration Authority Chair Geoff Summers told Mike Hosking that salary increases are determined by looking at what's paid elsewhere.   Summers says the 2.8% pay rise was a result, not a decision, made from aligning with the market.  LISTEN ABOVE   See omnystudio.com/listener for privacy information.

The Remuneration Authority says the Prime Minister's pay increase is fair. Chris Luxon's turned down the $50,000 salary boost over three years, and promises to donate it to charity. Chair Geoff Summers says a lot of work's gone into determining the figure - including job comparisons. He says our MP pay is relatively low internationally. "It's behind most other Westminster democracies - we had a good look at that, the tables are in the report. They're even behind most of the state MPs in Australia, except for Tasmania." Chris Luxon's salary would riss from $471,000 to $520,000 in 2026. Normal MPs' 163-thousand-dollar pay packets would rise to $181,000. LISTEN ABOVESee omnystudio.com/listener for privacy information.

Ce lundi 8 avril, la rémunération de Carlos Tavares, le plan santé du gouvernement, les normes de l'industrie, et le statu quo de la BCE sur ses taux, ont été abordés par Christian Poyau, PDG de Micropole, Patrick Bertrand, DG des opérations Holnest, et Xavier Timbeau, directeur principal de l'OFCE, dans l'émission Les Experts, présentée par Stéphane Pedrazzi sur BFM Business. Retrouvez l'émission du lundi au vendredi et réécoutez la en podcast.

Although the recession has put the brakes on average pay rises, the country's highest-paid CEO has set a new record for remuneration. Is this fair? Expert Amanda Morrall joins the Weekend Collective to discuss. LISTEN ABOVESee omnystudio.com/listener for privacy information.

Money doesn't grow on trees. But what if I told you there's a revolutionary approach to wealth creation that's simpler than you think? Have you heard of the 9R's of Revolutionary Wealth Creation? Contrary to popular belief, building wealth doesn't have to be complicated. It's about transitioning from a laborious process to one that's seamless and convenient.To generate wealth effortlessly, you need to establish a pipeline. This pipeline consists of various components, including Rates, Remuneration, Replication, Rent, and Royalty. These are the pipes that can facilitate a continuous flow of wealth into your life.Don't let the misconception that money is hard to come by hold you back. Embrace the 9R's Method and pave the way for abundance in your life!

The count down is on in this episode (I'm not joking)! As Fi's timer ticks away, they discuss celebrity toilet encounters, upgraded train seats and advent. Plus, they're joined by historical novelist Philippa Gregory discusses her latest non-fiction work 'Normal Women: 900 Years of Women Making History". And if you want to get a taste of Philippa's book, you can also check out her new podcast, also called Normal Women. It's available wherever you get your podcasts. If you want to contact the show to ask a question and get involved in the conversation then please email us: janeandfi@times.radio Follow us on Instagram! @janeandfi Assistant Producer: Eve Salusbury Times Radio Producer: Kate Lee Hosted on Acast. See acast.com/privacy for more information.

Some principals of small schools are being paid less than their deputies or senior teachers - and they fear the situation will put educators off stepping into senior roles.

Aradhana Khowala is a global expert and one of the most influential leaders in the hospitality, travel, and tourism sector. Her career has spanned 20+ years, five continents, and more than 75 countries. Today, she is the CEO of Aptamind Partners, a strategic consultancy, which combines hard data and decades of experience to advise governments, emerging destinations, and public and private organizations on sustainable tourism development. Previously she was the Managing Director of Tourism at NEOM. She sits on multiple boards and currently serves as the Chairwoman of the Group Advisory Board of the Red Sea Global a first-of-its-kind regenerative tourism developer in Saudi Arabia. Aradhana also serves as a Board Member of Elaf Group, the leisure arm of SEDCO Holding where she also Chairs the Compensation and Remuneration committee. In the past she has worked for Jones Lang LaSalle, a Strategy Consulting practice in Europe and Asia as well as in Hospitality Operations in India.In this episode, we talk about Red Sea Global's groundbreaking regenerative tourism work in Saudi Arabia, she shares her insights on how diversity and inclusion can drive positive change in culture and business,  and she gives her perspective on how to get more out of travel with a concept called "slow travel".In this episode, you'll discover: Why we need cultural and cognitive diversity Where we're at with sustainability goals The groundbreaking regenerative tourism initiative in Saudi Arabia How to travel better through "slow travel" Join the conversation on today's episode on The Modern Hotelier LinkedIn pageThe Modern Hotelier is produced, edited, and published by Make More MediaLinks:Matthew Walker Sleep Tedtalk: https://www.ted.com/talks/matt_walker_sleep_is_your_superpowerAradhana on LinkedIn: https://www.linkedin.com/in/aradhana-khowala/APTAMIND: https://www.aptamind.com/For full show notes head to: https://themodernhotelier.com/episode/50Follow on LinkedIn: https://www.linkedin.com/company/the-...Connect with Steve and David:Steve: https://www.linkedin.com/in/%F0%9F%8E...David: https://www.linkedin.com/in/david-mil...

Nicola Malan from Malan Scholes Attorneys throws light on concerns regarding possible unintended consequences.

Ami Bhatt (McKinsey & Co) moderating a conversation with Justin Haan (Morrison Foerster), Wade Wallerstein (Grey Area), karen darricades (CC Canada), and Carla Gannis (NYU)

In a world filled with untapped possibilities, discovering the keys to personal and professional growth not only empowers you to fully embrace your potential but also equips you with the tools to inspire your team, enabling them to unlock their potential as well.Listen in for an insightful conversation that will leave you inspired and empowered to embrace your creative potential! Panelists:Doretha Bailey, VP of HR, Turf Masters BrandsBrady Young, Principal Coach & Consultant, Thrive Coaching and Consulting, LLCMarissa Andrada, Culture Master & Kindness Catalyst, Board Director, Krispy KremeModerated by: Derek Lundsten, President & Chief Culture Officer, LifeGuidesChapters:00:00 Introductions07:24 Being a Rebel: cultivated or innate?16:51 How have you handled recent massive shifts?23:30 Personalization over standardization27:07 The importance of grace30:05 Innovation, creativity, and mobility in HR36:43 Being a voice for the unheard41:20 What are you doing to develop yourselves?BIOS:Brady is a savvy business and HR leader who understands the levers of a business and builds people operations that support exceeding its goals. His superior skills in communication and relationship-building make it possible to gain trust rapidly so that he can get organizations to the next level of success through their people. Additionally, Brady is highly trusted and valued for his ability to coach and mentor leaders. Brady has 20 years of experience in HR at TGen, Plexus, CVS, Intel and Raytheon and has created cutting-edge HR and TA functions in a number of startups. Currently, Brady is Principal Coach and Consultant at Thrive Coaching and Consulting, LLC.Doretha Bailey, MBA is the VP of People & Culture for Turf Masters Brands.  As VP, she is responsible for providing strategic guidance and leadership to all aspects of the human resources functions and operations. She possesses 20+ years in human resources, organizational development, and leadership. Her career spans over several industries including telecommunications, defense, manufacturing, faith-base, military, pharmaceutical, franchising and now turfgrass.Marissa Andrada is a master of activating organizational hyper-growth and turnaround through the transformation and creation of dynamic, diverse and inclusive cultures. With over 25 years of experience of integrating people and leadership capability into the foundation of business strategies, she has energized brands to codify their purpose and values while accelerating company growth and industry-wide change, inspiring a movement for employee well-being and opportunity. Marissa has been the key catalyst in transforming cultures and driving performance at a multitude of consumer brands, most recently as the first chief people officer at Chipotle Mexican Grill. She is currently serving as an independent board director at Krispy Kreme, Inc. where she is also the chair of the Remuneration and Nomination Committee.Follow Brady on LI: https://www.linkedin.com/in/brady-young-hrexec/Follow Doretha on LI: https://www.linkedin.com/in/doretha-bailey/Follow Marissa on LI: https://www.linkedin.com/in/marissaandrada/

Episode 246 of RevolutionZ considers Income norms now and in a post capitalist participatory economy. What determines peoples' incomes, with what incentive affects, and what consequences. Support the show

The seventeenth sermon in a sermon series on the Apostle Paul's First Letter to Timothy, 1 Timothy 5.17-25. Support the show

Hear the extraordinary journey of a leading Trauma Consultant and how he struggled during his early life against all odds. Mr Ansar Mahmood shares life lessons that are applicable to all of us. Key topics covered in this episode:

There is a legal storm brewing over the definition of remuneration. In this episode, Captain Integrity Bob Wade breaks down all the factors under the Stark Law. Hear why it needs to meet a safe harbor, it needs to meet Fair Market Value (FMV) and Commercial Reasonableness (CR), why you shouldn't make the connection between the financial arrangement and the inducement for referrals, notable cases to discuss, and how the transfer of value plays into things. Learn more at CaptainIntegrity.com

In this episode, our host Scherezade Maestre talks with Iris Tuinstra from Vialto's Amsterdam office. They unravel the complexities of the European Union's Transparency and Predictable Working Conditions Directive—a new regulation designed to ensure that all workers in the EU are provided key information about their working and remuneration conditions. Scherezade and Iris discuss the implications for posted workers and provide useful tips to manage the remuneration requirements.