human-resources

How Important Are Vacations?

by on September 14, 2011

Huffington Post…

Against the backdrop of high unemployment and an economy that some fear has already slipped back into recession, President Obama recently came under fire for taking a summer vacation with the first family in Martha’s Vineyard. Seems the guy can’t catch a break, literally. While his conservative critics seemed to overlook the fact that President Bush had taken three times as many vacation days after the same amount of time in office , images of the commander in chief — any commander in chief — hitting golf balls at a luxury resort while everyday Americans are struggling may not have sent the best message politically. But politics, as we know, rarely reflect reality. Which got us thinking: How important is it for everyone, even the president, to pause, recharge the proverbial batteries and take a little well-deserved rest? The presidency, of course, is as much a 24-7 job as they come, and even while “on vacation,” the president continually receives briefings, meets with advisers and remains on alert should a major incident unfold. Entrepreneurship is a close second. Running a business comes with enormous responsibility, and there is no real “off” switch, even for those who have assembled a solid supporting cast. How many times have you seen someone camped out in a beach chair — feverishly typing away on a BlackBerry? Probably an entrepreneur. But vacations — even if you never leave home — are all but essential, the research tells us. Not just for unwinding and de-stressing, but because they often serve as a time to regroup and generate new ideas, making us even more productive when we return. And Americans already take far less vacation time than people in nations around the world. So we decided to ask the hardest-working group we know — our Board of Directors — how important they think vacations are, both for themselves and their staffs. Sir Richard Branson Founder and Chairman, Virgin Group “Dr. Yes” “I get quite angry about companies in America, including some of our own, who give people such short vacations. I think you can say it’s an absolute disgrace and especially for people that have families. I really do think — and especially when you’ve got such high unemployment — the jobs could be shared around amongst everybody in America. Those people that want to job-share would have longer time off with their family without being made to feel guilty by the company. You should be allowed to do so. It’s a much better balance of life. “I know how difficult it is to change that attitude, because I get the chief executives of our companies from America down to Necker to talk to them occasionally and tell them that if people want to take leave for six months, they should be able to do so. If they want to share jobs with somebody else, they should be able to do so. It’s just so difficult to get people to change their attitudes. But, it’s time that parents need to find time with their children and occasions like that are very important for recharging the batteries, getting healthy and coming back to work even harder.” JJ Ramberg Co-Founder, GoodSearch and Host, MSNBC’s Your Business “The Host” “Vacations are incredibly important. Running a small business is hard work and the risk of burnout is high. Taking a little time off allows you a moment to breathe, recharge your batteries and come back to work excited and motivated. (Not to mention, it’s important to spend some uninterrupted quality time with your significant other, kids, parents, etc.). In addition, taking a vacation gives you a chance to see how well your team works without you. If your company cannot run while you’re gone for a few days, you’ve either not done enough training or have put together an incomplete team. “All of that said, I’m both horrified and proud that I did some work every single day while on my honeymoon. (Thank goodness I married another entrepreneur who understood!) My company was still pretty new and I was critical to its daily operations. When you have a startup, all rules are thrown out the window. But now that my company is more mature, a work-free second honeymoon is in the making!” Bob Parsons Founder and CEO, The Go Daddy Group “The Renegade” “Vacations are very important. Time off gives you the opportunity to clear your mind, relax and rejuvenate, which can make you even more effective at work. To this, add the fact that the vast majority of us ‘work to live’ instead of ‘live to work.’ “We abide by this philosophy at Go Daddy. We give our employees three weeks off in their first year with us, four weeks the second year and six weeks in the fifth year. It’s important to enjoy life. Remember Rule No. 16 — we’re not here for a long time, we’re here for a good time!” Elizabeth Busch, Anne Frey-Mott and Beckie Jankiewicz Co-Founders, The Event Studio “The Clipboard Queens” “Vacations are extremely important and the only way to truly relax, rejuvenate and focus on the vacation itself and those you are sharing it with — and to completely unplug from work. If you are half in and half out, you lose the benefit of the time away.” Clint Greenleaf Founder and CEO, Greenleaf Book Group “The Cowboy” “Vacations are critical. Time away helps not only the mind and spirit, but is good for the office to be without you. I don’t begrudge presidents for taking time off — that job seems pretty stressful.” Julie Jumonville Co-Founder and Chief Innovation Officer, UpSpring Baby “The Mad Scientist” “Vacations are extremely important. I come back energized and refueled and some of my best innovation either happens on vacation or immediately following because I have left my stress at the office.” Rob Adams Director, Texas Venture Labs at the University of Texas “The Validator” “First, they are very important. Secondly, no one really disconnects any more in this wired world. So is he really on vacation if he’s the leader of the free world and available by every electronic means available?” Lexy Funk Co-Founder and CEO, Brooklyn Industries “The Contrarian” “I just returned from my first vacation in a year and a half — driving across Turkey to the east to see my partner’s family. I feel refreshed, ready for the challenge of retail and raring to go. But no way would this happen without having Internet access for seven days. Without vacations, we all become droids on network steroids, perhaps the president included.” Rieva Lesonsky Founder and CEO, GrowBiz Media “The Beacon” “This is clearly ‘do as I say and not as I do advice’ but vacations are vitally important. True, I haven’t taken one since shortly after launching my business more than three years ago. Vacations help us change the view, which can spark an idea or kick start creative thinking. “It’s also important, if you have a family, that you spend time with them. They need to know that you are as invested in them, as you are in your business (which, of course, you are, but sometimes forget to show it.) “All that said, vacations in the year 2011, much like business, have evolved. You’re in charge. You can choose to go off the grid, disconnect and leave your business in the capable hands of your staff. If you’re a solo entrepreneur, the very idea of taking a week off likely paralyzes you. So substitute long weekends for a week off. On the other hand, with today’s technology, you can essentially bring your work with you, keeping you as in touch with your business as you want to be. (Kind of like presidents do.) “Seriously, people just need to chill — and I mean that in every sense of the word.” Tom Szaky Founder, TerraCycle “The Eco-Capitalist” “Very important. People need time to recenter and regroup. Burnouts are real and usually impact your best employees.” Phil Town Investor and Author of Rule #1 And Payback Time “Rebelman” “If you’re doing what you love, your whole life is a vacation. You never go to work. You just go play all day. Vacations are for people who work for a living and I think if you’re one of those, you should absolutely vacate for at least six weeks a year minimum. Teachers have it about right — 12 weeks off for the summer, a week at Thanksgiving, three weeks at Christmas, a week at Easter and various other days here and there. But really, cowboy up and get your own thing going so you look back at your life and it wasn’t about a series of two-week breaks getting drunk on a beach.”

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How Important Are Vacations?

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Huffington Post…

Guest Post by Alicia Mazzara President Ronald Reagan was no fan of big government. But would the man who famously said, “As government expands, liberty contracts,” agree with the latest efforts to contract the federal government? One week ago, the House Subcommittee on the Federal Workforce met to discuss “rightsizing” the federal government. So just what is “rightsizing”? It’s a politically correct way of saying cutting people’s jobs. In other words, rightsizing is the new downsizing. While the House debates how many federal jobs are needed to keep the country running, government agencies are taking steps of their own to save on labor. Earlier this month, the Department of Agriculture became the first cabinet-level agency to offer “buyouts” that encourage employees in certain positions to retire early . Smaller agencies, including the U.S. Postal Service, Federal Trade Commission, and Air Force Material Command, also began offering buyouts earlier this year. We are living in austere budgetary times, and government has a reputation for being bloated and inefficient. No one, not even the average federal worker , disagrees that we need to do more with less. However, it’s exceptionally difficult to figure out what the “right” size is. Moreover, shrinking the federal workforce often means increasing the number of contractors, which does not translate into cost savings. This past week, federal workers have been mulling the following Washington Post article by Joe Davidson. Davidson highlights the following statistic: There are currently 2.1 million federal workers and approximately 10.5 million government contractors and grantees. This growing imbalance is a big deal considering that contractors are usually costlier than federal employees: Carol Davison, a Human Resources Specialist at the Department of Commerce, explains : [R]eplacing Feds with contractors is not more effective or efficient because government employees do the same work for less money. Additionally, they are the subject matter experts on programs under analysis and should perform it because they will be responsible for providing the service. In fiscal year 2010, the federal government spent $537.5 billion dollars on contracts. In other words, rightsizing is starting to look like we’re just robbing Peter to pay Paul. Carol also raises a second important point: federal workers have specialized knowledge that a contractor may not have. By cutting federal jobs or encouraging federal workers to retire early, government runs the risk of losing critical institutional knowledge. Learning takes time, and the benefits of this knowledge are often difficult to quantify. Moreover, trading federal workers for contractors doesn’t really shrink government or our costs. The question should not be about size, but about creating well-functioning government. Federal employees have plenty of ideas on how to save the government money. Kathryn S., a Strategic Affairs Officer at the Mississippi Department of Employment Security, offered several alternatives : Streamlining processes, eliminating deadwood employees, crafting retirement options, combining (truly) duplication programs would all reduce costs. Applying the same models to the sacred cows of security and defense would also reduce costs. None of these options are being explored. Anita Arile, a Management Analyst for the government of Guam, brought up the role of technology: Today’s government must find balance between technological resources and human resources. Although technology can replace several human resources, it is the agency’s responsibility to ensure that the human resource available are knowledgeable and capable of continuing the processing flow manually. Through technology, many agencies are capable of minimizing paperwork by sharing common data. This has proven to benefit both the public and the employees of several California health care agencies. As Davidson points out, the question of workforce size depends on the task at hand. Ultimately, any conversation about “rightsizing” must address the intended role of federal government. You can’t figure out how many people are right for the job if you don’t know what it is. But most importantly, it is not really “rightsizing” if we are simply swapping out federal workers for more expensive contractors. To say that we can fix government simply by reducing its size is an oversimplification. As President Obama said in his commencement speech at the University of Michigan: “What we should be asking is not whether we need ‘big government’ or a ‘small government,’ but how we can create a smarter and better government.” Alicia Mazzara is a Graduate Fellow at GovLoop and is currently pursuing her master in public policy at the George Washington University. In a past life, Alicia worked in consumer protection at the Federal Trade Commission.

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Steve Ressler: The Myth of "Rightsizing" the Federal Workforce

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Dr. Irene S. Levine: How To Set Boundaries With An Oddball Co-Worker

June 3, 2011

Question: Hi Irene, I have a co-worker who is married who came from a central office to a satellite office where I work. His co-workers from the central office made undermining jokes about him. I’m beginning to understand why. He boasts about an association he’s in and tells stories about what he’s doing. He visits my cubicle often, too, and insists on going to lunch with me, but I stopped that. He was even told by management that he talks to me too much. I once mentioned the kind of wine I like and he bought me a bottle. I offered to reimburse, and he insisted on not receiving any money. I don’t think that was appropriate, since he is married. I don’t feel comfortable going to lunch with him, and I feel uncomfortable whenever he is around me now. My intuition is telling me to stay away, and keep my distance. I want to know what is the best way to handle a person like that. I hate feeling like this in my office, but he’s an oddball that pays too much attention to me. Signed, Leah Answer: Dear Leah, You have a right to feel safe in the work environment without being harassed by a colleague. You need to talk to your supervisor both to obtain support and to determine the best way to handle this situation. (It sounds like your supervisor may already be aware of this problem, to some extent.) Someone in authority (perhaps the supervisor, someone from human resources, or both) needs to tell this guy clearly that he is making you uncomfortable and such behavior is unacceptable in the workplace. If he approaches you, be firm and direct but remain calm. Tell him that he is disrupting your work and making you feel uncomfortable, and that you want your relationship to remain professional and work-related only. Try to avoid any situations where the two of you are alone. Document and report his behavior if it continues. Of course, do not initiate unnecessary conversation or accept any gifts from him. This is a clear-cut situation, and you need to be clear where you stand. Hope this helps. Best, Irene Other posts on The Friendship Blog about workplace friendships: ” Betrayed by the office gossip girl ” ” Befriending a ‘bad egg’ in the office ” ” Friends @Work ”

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Elephant Talk Communications Hires HR Pro to Manage Worldwide Hiring Growth

June 2, 2011

SCHIPHOL, THE NETHERLANDS–(Marketwire – Jun 2, 2011) – Elephant Talk Communications, Inc. ( OTCBB : ETAK ) ( www.elephanttalk.com ), an international provider of business software and services to the telecommunications and financial services industries has announced the appointment of Willem Bekkema as Manager of Human Resources, effective June 1.

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Jerry Chautin: Veterans Get a Raw Deal — Again

May 18, 2011

Veterans returning from Iraq and Afghanistan are consistently plagued by higher unemployment rates than the civilian community. Ted Daywalt, a retired Navy Captain (O-6), and chief executive officer of VetJobs.com , explains why the dichotomy exists. “Many human resource managers and hiring managers have no idea what a military person brings to the job,” he e-mailed me. He says that recruiters do not understand the skills perfected in the armed forces because military service has declined from one in ten Americans in 1970 to one in 270 today. He blames the end of the draft. “Too many employers think all the OEF/OIF veterans have PTSD ,” he wrote, referring to post-traumatic stress disorder resulting from participation in Operation Enduring Freedom and Operation Iraqi Freedom. “This is definitely wrong,” Daywalt says. “In fact, some employers think PTSD is contagious, which is also false.” Equally as erroneous, veterans are sometimes “being perceived as John Wayne movie, Sad Sack and Beetle Bailey stereotypes.” He cites other common misperceptions that veterans are “not team players, lack of up-to-date technical experience, do not have good work habits and lack of civilian certifications.” VetJobs advocates for veterans, announces which companies are hiring people with military experience and skills, and lists job fairs in its newsletters. Some job fairs are exclusively for veterans. MilitaryStars.com , for example, hosts job fairs for veterans nationwide and permits you to post your résumé on its site. You can also download its pamphlet, “The Top 10 Secrets America’s Best Companies Don’t Want You to Know about Hiring Former Military Professionals.” At job fairs, be prepared with a one or two-sentence pitch because of the limited time allotted for each employment seeker. Additionally, bring a copy of your most recent performance review, assuming that it is positive. Employment recruiter Mark Lyden writes in his book, ” VETERANS: DO THIS! GET HIRED! ” that a positive performance review separates you from the broad-brush sameness mentality recruiters paint veterans with. That is because they envision the boot camp image where, “everybody has the same haircut, same uniforms, sleeps in the same rooms and eats the same meals.” He says that your performance review helps you stand out in the crowd. Meanwhile, militaryconnection.com also lists job fairs nationally, provides the ability for you to upload your résumé and find job openings targeted to veterans. Click on the “Virtual Job Fair” button and match your experience and skills with job offerings by category. If I were in the military police, for example, I might pick the “Law enforcement” category as my civilian choice. That option yielded 32 employers with job openings. The “construction” choice had four job openings and “manufacturing/production” listed seven companies looking for employees. “The United States military is the world’s largest technical training school with over 220 occupational specialties,” says VetJobs’ Daywalt. “If you seek candidates with diversity, leadership skills, technical skills, security clearances and who have verifiable work backgrounds,” he tells recruiters, “you will find them in a military veteran.” He adds, “VetJobs is an excellent source for candidates in information technology, program and project management, sales, linguists, logistics, transportation, human resources, insurance, construction, manufacturing, engineering, finance, healthcare, accounting and senior executives.” Jerry Chautin is a volunteer SCORE business counselor, business columnist and SBA’s 2006 national ” Journalist of the Year ” award winner. He is a former entrepreneur, commercial mortgage banker, commercial real estate dealmaker and business lender. You can follow him at www.Twitter.com/JerryChautin

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Cancer Genetics Appoints Elizabeth A. Czerepak as Chief Financial Officer

May 18, 2011

RUTHERFORD, NJ–(Marketwire – May 18, 2011) – Cancer Genetics, Inc. (CGI), a life science company focused on personalized cancer medicine, today announced it has appointed Elizabeth A. Czerepak as Chief Financial Officer. In this role, Ms. Czerepak will lead the finance, clinical billing operations, human resources, and administrative support functions. She will report directly to Panna Sharma, President and CEO, and will be an officer of the Company.

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N.C. Gov. Vetoes Controversial Unemployment Bill

April 18, 2011

North Carolina Gov. Bev Perdue (D) has vetoed legislation that would have cut the state’s budget while allowing 37,000 laid off workers in the state to receive their final 20 weeks of federal unemployment insurance benefits. Republicans in the North Carolina General Assembly attached budget cuts to a bill maintaining the state’s eligibility for the federal Extended Benefits program last week. Perdue issued her veto threat on Saturday, after tornadoes smashed houses and killed 22 people throughout the state . In the aftermath of the unemployment showdown, Perdue and state Republicans lobbed unkind press releases at each other. “The General Assembly has once again shown they are willing to play games with people’s lives in holding hostage some 37,000 unemployed North Carolinians,” a Perdue spokeswoman said in a Saturday statement. “But to sign the bill and suffer the extreme cuts proposed by Republicans would risk the future of this state and the lives of 9.5 million citizens.” North Carolina Republican Party Chairman Robin Hayes returned fire : “It is a shame that Governor Perdue would cut off the jobless benefits of 37,000 families to avoid cutting one cent from her big spending, big government budget proposal.” The GOP-crafted bill would cut spending in the governor’s fiscal 2011-2012 budget by 13 percent. To do so, it would halt raises for public workers and require workers to contribute a larger portion of their salaries to their pension plans. North Carolina is one of three states where the Extended Benefits program began phasing out on April 16 . EB is fully funded by the federal government and does not affect state deficits. In states with high unemployment rates, it provides up to 20 weeks of benefits for layoff victims who exhaust 53 weeks of federal Emergency Unemployment Compensation and 26 weeks of state benefits without finding work. States are eligible for the EB program if the local unemployment rate is at least 10 percent higher than it was in either of the two previous years. Even though unemployment remains high — it’s 9.7 percent in North Carolina — it hasn’t risen enough to meet that requirement. In December, Congress said states could change the “look back” period to cover the previous three years instead of just two, but several state legislatures have balked at the offer of additional aid for the jobless. Republican lawmakers in Michigan and Missouri used the EB opportunity to pass an unprecedented reduction in state unemployment insurance. The EB legislation in North Carolina moved under the radar of local and national advocates for unemployed workers. “There was very little notice around this bill moving, and so there’s a lot of concern there was an effort to play politics with the unemployed,” said Alexandra Sirota, director of the North Carolina Justice Center, a local affiliate of the progressive Center on Budget and Policy Priorities, a Washington think tank. She added that she expected Democratic lawmakers to push a clean version of the EB fix later this week. The legislature is controlled by Republicans. Spokespeople for party leaders in the General Assembly didn’t respond to requests for comment from HuffPost. Ron, a 61-year-old human resources manager who said he lost his job in mid-2009, told HuffPost federal unemployment benefits helped he and his wife “keep the lights on, keep food, keep a reasonable portion of gasoline in the car. It helps to meet the basic needs.” Ron, who lives in Research Triangle Park, asked his full name not be used because he’s had some interviews recently and doesn’t want potential employers to know he’s struggling. He said he has a few more weeks before he’s eligible for Extended Benefits. If those benefits disappear and he doesn’t land a job by the end of the year, he said, he’ll apply for early retirement benefits from the Social Security Administration. “Without the unemployment benefits, we’re going to be in some trouble,” he said.

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U.S. Economy Growing Faster Than Rivals, But Creating Far Fewer Jobs

March 31, 2011

WASHINGTON — The United States is out of step with the rest of the world’s richest industrialized nations: Its economy is growing faster than theirs but creating far fewer jobs. The reason is U.S. workers have become so productive that it’s harder for anyone without a job to get one. Companies are producing and profiting more than when the recession began, despite fewer workers. They’re hiring again, but not fast enough to replace most of the 7.5 million jobs lost since the recession began. Measured in growth, the American economy has outperformed those of Britain, France, Germany, Italy and Japan – every Group of 7 developed nation except Canada, according to The Associated Press’ new Global Economy Tracker, a quarterly analysis of 22 countries representing more than 80 percent of global output. Yet the U.S. job market remains the group’s weakest. U.S. employment bottomed and started growing again a year ago, but there are still 5.4 percent fewer American jobs than in December 2007. That’s a much sharper drop than in any other G-7 country. The U.S. had the G-7′s highest unemployment rate as of December. Canada and Germany have actually added jobs since the recession ended in June 2009. U.S. companies aren’t acting the way economists had expected them to. In the past, when the U.S. economy fell into recession, companies typically cut jobs but often kept more than they needed. Some might have felt protective of their staffs. Or they didn’t want to risk losing skilled employees they’d need once business rebounded. Among manufacturers, for example, some tended to hoard workers during downturns by giving them make-work assignments – sweeping factory floors, counting inventory, painting warehouses. The result is that productivity – output per workers – has typically decelerated or even dropped as the economy has weakened. Japan and Europe have been following that script. At the depth of the recession in 2009, productivity shrank 3.7 percent in Japan and 2.2 percent in Europe. The United States has proved the exception. U.S. productivity growth doubled from 2008 to 2009, then doubled again in 2010, according to the Organization for Economic Cooperation and Development. Panicked by the 2008 financial crisis and deepening recession, U.S. employers cut jobs pitilessly. They slashed an average of 780,000 jobs a month in the January-March quarter of 2009. “My sense is there was much more weeding out of the weakest workers – the ones they didn’t want,” says Harvard economist Kenneth Rogoff. Yet after shrinking payrolls, many companies found they could produce just as much with fewer workers. And with that higher productivity came higher profits. By July-September quarter of 2010, U.S. corporate earnings were 12 percent more than when the recession began. By contrast, corporate profits fell 6 percent in Japan and 16 percent in Canada from the October-December quarter of 2007, according to Haver Analytics. In Reading, Pennsylvania, Remcon Plastics moved fast once sales evaporated in the fall of 2008. “I have never seen my business go so quiet,” says Peter Connors, founder of the company, which makes pharmaceutical equipment. “I recognized that business wasn’t going to be strong for some time.” So he laid off 25 temporary workers. And he put his 50 full-time employees on a three-day workweek. Remcon rethought how it did business – restructuring the workplace, for example, so employees didn’t have to walk as far to do their tasks. A plastic part that once had to be made by six workers now needs three. It can be produced faster. “So even as demand came back, we could wait to add people,” Connors says. Japanese, European and Canadian companies are less inclined to purge employees. Their customs, labor regulations and unions discourage aggressive layoffs. U.S. management practices “make it easier for employers to avoid adding permanent jobs,” says economist Erica Groshen, a vice president at the Federal Reserve Bank of New York. “They have temporary help they can hire easily. They’re less constrained by traditional human resources practices or by union contracts.” Fewer than 12 percent of American workers belong to unions, which provide some protection against job cuts. That’s the fourth-lowest union participation rate among 31 countries the OECD tracks. “When there’s pressure to cut costs in the United States, it’s borne by the workers,” says Howard Rosen, visiting fellow at the Peterson Institute for International Economics. “In Europe, it’s borne differently.” In Germany, unemployment is lower now than before the recession. To limit layoffs, German companies spread the pain by reducing workers’ hours. “Japanese companies took it upon themselves to paint the factory – do more stuff that kept people on the payroll,” says Gary Burtless, senior fellow in economic studies at the Brookings Institution. That helps explain why Japan’s unemployment rate was the lowest among G-7 countries in December at just 4.9 percent, though it may rise after the earthquake and nuclear disaster that struck Japan’s northeastern coastline. The United States is “on the other end of the spectrum,” says Carl Van Horn, director of the John J. Heldrich Center for Workforce Development at Rutgers University. “Everything is tilted in favor of the employers… The employee has no leverage. If your boss says, `I want you to come in the next two Saturdays,’ what are you going to say – no?” ____ AP Business Writer Pallavi Gogoi in New York contributed to this report.

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Walmart Sex Bias Suit Heads To Supreme Court

March 28, 2011

WASHINGTON — Christine Kwapnoski hasn’t done too badly in nearly 25 years in the Wal-Mart family, making more than $60,000 a year in a job she enjoys most days. But Kwapnoski says she faced obstacles at Wal-Mart-owned Sam’s Club stores in both Missouri and California: Men making more than women and getting promoted faster. She never heard a supervisor tell a man, as she says one told her, to “doll up” or “blow the cobwebs off” her make-up. Once she got over the fear that she might be fired, she joined what has turned into the largest job discrimination lawsuit ever. The 46-year-old single mother of two is one of the named plaintiffs in a suit that will be argued at the Supreme Court on Tuesday. At stake is whether the suit can go forward as a class action that could involve 500,000 to 1.6 million women, according to varying estimates, and potentially could cost the world’s largest retailer billions of dollars. But the case’s potential importance goes well beyond the Wal-Mart dispute, as evidenced by more than two dozen briefs filed by business interests on Wal-Mart’s side, and civil rights, consumer and union groups on the other. The question is crucial to the viability of discrimination claims, which become powerful vehicles to force change when they are presented together, instead of individually. Class actions increase pressure on businesses to settle suits because of the cost of defending them and the potential for very large judgments. Columbia University law professor John Coffee said that the high court could bring a virtual end to employment discrimination class actions filed under Title VII of the Civil Rights Act of 1964, depending on how it decides the Wal-Mart case. “Litigation brought by individuals under Title VII is just too costly,” Coffee said. “It’s either class action or nothing.” Illustrating the value of class actions, Brad Seligman, the California-based lawyer who conceived of and filed the suit 10 years ago, said the average salary for a woman at Wal-Mart was $13,000, about $1,100 less than the average for a man, when the case began. “That’s hugely significant if you’re making $13,000 a year, but not enough to hire a lawyer and bring a case.” The company has fought the suit every step of the way, Seligman said, because it is the “biggest litigation threat Wal-Mart has ever faced.” A trial judge and the federal appeals court in San Francisco, over a fierce dissent, said the suit could go forward. But Wal-Mart wants the high court to stop the suit in its tracks. The company argues it includes too many women with too many different positions in its 3,400 stores across the country. Wal-Mart says its policies prohibit discrimination and that most management decisions are made at the store and regional levels, not at its Bentonville, Ark., headquarters. Theodore J. Boutrous, Wal-Mart’s California-based lawyer, said there is no evidence that women are poorly treated at Wal-Mart. “The evidence is the contrary of that,” Boutrous said. The company is not conceding that any woman has faced discrimination, but says that if any allegations are proven, they are isolated. “People will make errors,” said Gisel Ruiz, Wal-Mart’s executive vice president for people, as the company calls its human resources unit. “People are people.” Ruiz paints a very different picture of the opportunities offered women at Wal-Mart. She joined the company straight from college in 1992. “In less than four years, I went from an assistant manager trainee to running my own store,” she said. “I’m one of thousands of women who have had a positive experience at Wal-Mart.” Kwapnoski, who works at the Sam’s Club in Concord, Calif., is one of two women who continue to work at Wal-Mart while playing a prominent role in the suit. The other is Betty Dukes, a greeter at the Wal-mart in Pittsburg, Calif. “It’s very hard for anyone to understand how difficult that is and what courage that is,” Seligman said of Kwapnoski and Dukes. “They’re Public Enemy No. 1 at Wal-Mart and they are known for their involvement in this lawsuit. Nevertheless, they get and up and go to work every day.” Kwapnoski didn’t want to discuss any issues she faces at work as a result of the suit. She said she has seen some changes at Wal-Mart since the suit was filed in 2001. The company now posts all its openings electronically. “It does give people a better idea of what’s out there, but they still can be very easily passed over.” she said. “But before you didn’t even know the position was open.” The suit, citing what are now dated figures from 2001, contends that women are grossly underrepresented among managers, holding just 14 percent of store manager positions compared with more than 80 percent of lower-ranking supervisory jobs that are paid by the hour. Wal-Mart responds that women in its retail stores made up two-thirds of all employees and two-thirds of all managers in 2001. Kwapnoski said she and a lot of women were promoted into management just after the suit was filed, although she has had only a couple of pay increases in the nine years since. She is the assistant manager in her store’s groceries and produce sections. Now, she said, promotions are back to the way they were before, favoring men over women. She said she’s hoping the long-running court fight will force Wal-Mart to recognize that, stories like Ruiz’s aside, women are not valued as much as men are and that her bosses will begin to “make sure that good men and good women are being promoted, not just men.” ___ Online: Array

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Human Resources Association Appoints New Executive Committee Members

March 14, 2011

NASHUA, NH–(Marketwire – March 14, 2011) – Jamie Rajotte-Tremblay, National President of the National Human Resources Association ( www.humanresources.org ), is happy to announce the interim appointment of several Executive Committee members. NHRA is working hard to extend its reach and increase our membership and affiliate presence. By engaging new leaders, we can create and promote business collaboration and partnerships. The new opportunities initiated by these partnerships will support the strategic professional development for Human Resources Professionals enabling them to be effective strategic business partners. We are pleased to welcome the following individuals

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Big Retail Companies Require Job Applicants To Disclose Their Age

March 1, 2011

Ruth Lyons, 59, was born on April 28, 1951. But after two and a half years of not even being able to get an interview for a job, she decided that her new “job application birthday” was going to be March 19, 1969 — just as an experiment. “They’re asking for your Social Security number and date of birth on applications now, which I don’t think they have a right to do unless they’re hiring you, and you don’t have the option of not filling them in,” she told HuffPost. “You either fill them in right, or you lie, and I’m all for lying.” Several of the nation’s biggest employers, including Target, Kroger and Home Depot, require job applicants to disclose their date of birth in the online application, a practice that employment discrimination lawyers say seems a little fishy. “It’s not per se discrimination to ask for your date of birth or age or some other age-identifying information on a job application, but when there’s a claim that EEOC’s investigating, we’re going to closely scrutinize what we see on the form,” said Ray Peeler, a senior attorney at the Equal Employment Opportunity Commission. “It definitely makes the EEOC look a little harder at what’s going on.” Kroger’s online application says that a candidate’s birthday is used “to ensure compliance with laws and regulations governing the employment of minors or establishing age requirements for certain tasks,” and that the age of anyone 21 years old or older “will not be seen by the hiring manager.” Human resources representatives at Target and Home Depot told HuffPost an applicant’s age is only used for the purpose of background checks after the person has been hired. But Susan Heathfield, a human resources expert who regularly writes and consults on hiring issues, said a company should never ask for a person’s specific age or Social Security number until after that person is hired. “I am stunned to hear that they’re asking for people’s ages in applications,” she told HuffPost. “They should know better. As an employer, you do not want to put yourself in a position where anything you do could be conceivably discriminatory.” Older workers, especially those that have been out of work for any significant period of time, are having an increasingly difficult time landing jobs in the recession because employers have their pick of younger candidates. A recent Pew report found that those who are older than 55 are most likely to remain jobless for a year or more, and the number and percentage of age discrimination charges filed with the Equal Employment Opportunity Commission have grown noticeably since 2006, rising from 16,548 charges, or 21.8 percent of all such EEOC filings, to 22,778, or 24.4 percent, in fiscal year 2009. “Some older employees just look old,” Heathfield said. “And it’s so darn subtle — an older person can come in for an interview and not get the job, and they’ll be informed that a more qualified candidate was hired. They’ll never know or be able to prove that two or three people on that committee kept thinking, ‘This person’s really old.’ I’d hate to be looking for a job right now, truthfully.” Heathfield said that while she wouldn’t recommend lying about one’s age on a job application, she believes there are other ways to avoid filling in a date of birth or Social Security number. “I usually tell people, ‘Write in all zeros, and say in the written section that you’ll be happy to supply those numbers if your application reaches the point of a background check,’” she said. Lyons believes lying about her age helped her land a job. She says she applied to work at a local retail store a handful of times since being laid off from her job as a florist in September 2008, but never heard back from them until she filled out an application with her fake birthday. “I lied to get past ‘Go’ and got past ‘Go,’ and then it was my experience and winning personality that took me the rest of the way,” said Lyons, who landed the job on the spot. “It may be a fluke, but it worked for me!”

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Kathleen E. Christensen: How Can You Tell If Workplace Flexibility Is Working? Ask the Employees

February 1, 2011

Every clued-in business leader in America is now aware that workplace flexibility is a business imperative. Employees across all industries say their lives are increasingly complicated and the traditional workplace structure just doesn’t work for them anymore . They are demanding new options, so much so that 45 percent of job seekers now say a company’s ability to offer flexible schedules is even more important than salary . So it’s no surprise that companies large and small have come to see options like telecommuting, job-sharing and flexible hours as one of the very best ways to attract and retain talented workers, and an important benefit to a business’ bottom line. But we also know there is a serious workplace flexibility gap . Even at companies that have official workplace flexibility programs, many employees still say they don’t have access to them, either because they’re not offered to everyone, or they’re just not implemented very well. Like anything else in business, it turns out that workplace flexibility is easier said than done. After 15 years of running the Alfred P. Sloan Foundation’s program on the Workplace, Work Force and Working Families, I’ve come to realize that in order to make workplace flexibility work, employers have to do more than offer innovative programs — they have to create a culture where these programs can thrive. Putting a new program on the books is one thing, but implementing it in a way that allows every employee to utilize it is another challenge altogether. So how can a corporate leader tell if workplace flexibility is working at their company? As Valerie Jarrett, senior advisor to President Obama, said at the recent Focus on Workplace Flexibility Conference , all you have to do is look at the eyes of your employees: You can tell from their eyes, she said, whether their jobs are working for them, whether they are truly engaged . For the past seven years, the Families and Work Institute has done just that. Each year, FWI’s Alfred P. Sloan Awards for Business Excellence in Workplace Flexibility spotlights companies that are truly walking the walk on workplace flexibility. Notably, they choose their companies not by looking at press releases, publicity statements or what a C.E.O. says — they survey employees and ask them how well their jobs fit with their lives. If employees report that flexibility programs actually allow them to meet the conflicting needs of work, life and family, that’s the best indication that workplace flexibility is successful for employees, and helping build a better business, too. Today, the Society for Human Resources Management (SHRM) — the world’s largest association of HR professionals around the world, with more than 575 affiliated chapters — announced it will partner with FWI to expand the awards to more companies in communities all over the country. This is great news, because it will give every business leader more examples of the many ways workplace flexibility programs can be successfully implemented. Every good business leader wants to create an environment where their employees thrive, because they know that when people thrive, business thrives. I look forward to seeing which companies SHRM and FWI honors with these awards, so that we can all learn more about what kind of flexibility works. You can tell the truth by looking in employees’ eyes: it’s not enough just to talk about workplace flexibility — we have to make it work.

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Feds SUE NYC, Say City Committed Medicaid Fraud

January 12, 2011

NEW YORK — The federal government sued the city of New York on Tuesday for Medicaid fraud, accusing it of overcharging the program tens of millions of dollars for 24-hour services for patients who need help with shopping, grooming and other personal care. The government in a lawsuit in U.S. District Court in Manhattan sought civil penalties and damages against the city, saying administrators over the last 10 years routinely reauthorized 24-hour continuous personal care services for applicants without obtaining the required local medical evaluation. According to the lawsuit, state law requires that anyone found eligible for the program receive assessments from a doctor, a social worker, a nurse and – when 24-hour care is necessary – from a designated local medical director. The lawsuit said city administrators sometimes overruled the local medical director when the director decided continued care was inappropriate. In a release, U.S. Attorney Preet Bharara said the allegations “unfortunately reflect a systemic failure to responsibly administer the Medicaid program.” Bharara added: “It goes without saying that ultimate medical decisions about patient care should be made by doctors and nurses, not government bureaucrats, and they should be based first and foremost on the best interests of the patient.” The city Human Resources Administration, which administers the program in the city, responded to the lawsuit in a statement by noting that the city helps nearly 42,000 frail and elderly New Yorkers with their daily needs through the program and takes its responsibilities seriously. In the lawsuit, the government said about 17,500 people have received 24-hour personal care services from the city since 2000. It said the current annual cost of the services ranges from $75,000 to $150,000 per individual. Sometimes, the city’s conduct has caused patients to receive more services than necessary or warranted by their condition, costing taxpayers millions, the lawsuit said. The federal government cited one instance in which a medical doctor determined that a 65-year-old woman did not need 24-hour services, only to be overruled by a city administrator who authorized the services anyway. In another instance, the city caused a 75-year-old patient to get less care than needed by keeping the person in the 24-hour care program even though the local medical director said the patient needed to be in a psychiatric facility, the lawsuit said.

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Rex Flexibility: The Dutch Have Daddy Days — Why Not Us?

December 31, 2010

The New York Times ran a fascinating piece this week about professional part-time work in the Netherlands . It seems the Dutch have had more success than most of us in finding ways to balance work and family life. Most interesting to me is that their workplace flexibility movement isn’t just focused on women: Part-time work has ceased being the prerogative of women with little career ambition, and become a powerful tool to attract and retain talent – male and female — in a competitive Dutch labor market…There are part-time surgeons, part-time managers and part-time engineers…with one in three men now either working part time or squeezing a full-time job into four days, the “daddy day” has become part of Dutch vocabulary… A daddy day! What a concept, right? Actually, what I find most striking is that this sounds so foreign to us. The idea that a man could work 30 hours a week, be a successful doctor, lawyer, or business leader and still take one day off to hang out with his kids simply isn’t in our frame of reference. But why not? As the Dutch have found, offering employees flexible work schedules makes them more productive, not less. “Our part-time experience has taught us that you can organize work in a rhythm other than nine-to-five,” said Pia Dijkstra, a member of Parliament and well-known former news anchor…”The next generation,” she added, is “turning our part-time culture from a weakness into a strength.” Many Dutch companies — and it should be said, a growing number of American companies, too — already know that workplace flexibility is one of the best ways to attract and retain top talent. Flexible jobs keep employees happy, stem turnover, and stop parents from dropping out of the workplace altogether. This is not to say that part-time work is the only way. For some people a “daddy day” would make a big difference; for others it simple wouldn’t work. But there are a thousand different routes to flexibility , whether it’s telecommuting, taking time off and then re-entering the workforce, or just allowing people to set their own schedules. It’s important to note that this isn’t about working less — it’s about letting every person find a method that makes their work fit with their life. In fact, flexible work hours don’t always mean working less. At Dutch Microsoft headquarters in Schiphol, Ineke Hoekman, head of human resources and mother of two, used to work part time. But in 2008, when the company moved into a space without designated work stations and employees were told to work “anywhere, any time,” she gradually went back to full time. Her team lives with Friday conference calls from her son’s soccer practice. Aspects of this “new world of work” concept have been exported to other Microsoft offices, including Norway, France and Australia — though not yet to U.S. headquarters. So why not? Just about every person I know is sick and tired of not being able to balance the needs of work and family. So if there are workplace innovations that can give us more time with our families and make our businesses more productive, why aren’t we all doing it? Of course, many of us already are doing it. Over the past decade, the phrase “workplace flexibility” had entered the American lexicon, and thousands of businesses have embraced flexible workplace practices . But when we hear “workplace flexibility,” too many of us still think only about moms. In fact, workplace flexibility is something that can help all of us — moms, dads, people caring for aging parents — anyone. As President Obama said at the White House Forum on Workplace Flexibility : Workplace flexibility isn’t just a women’s issue. It’s an issue that affects the well-being of our families and the success of our businesses. It affects the strength of our economy — whether we’ll create the workplaces and jobs of the future we need to compete in today’s global economy. I say it’s about time every American employee has a chance to find their own flexibility, whatever that may be. Now if you’ll excuse me, it’s time to sign off — today’s a self-imposed daddy day.

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Judah Schiller: 5 Must-Dos to Engage Your Employees in 2011

December 22, 2010

Forget about rabbits. 2011 is officially the Year of the Human. The daily news may be filled with stories about scarcity — we’re seemingly running out of everything from natural resources to patience to [fill-in-the-blank here]. But the one thing we are definitely not running out of, at least not any time soon, is feeling, thinking people. Yet, many companies are still missing the boat when it comes to getting their people to show up at work with their hearts, minds and bodies present. Most employees view work only as a means to an end–a way for them to collect a paycheck and receive health benefits. Part of the problem is that companies consistently fail to make a strong connection between their own “big picture” and its relevance to their employees. They continue to talk at rather than with their workers, dictating what’s good for them, rather than making an effort to understand their wants and needs. It’s no wonder that these are the same companies that continue to battle against low morale, high turnover and flagging productivity. According to Human Resources Magazine, employee disengagement is estimated to cost the U.S. economy as much as 350 billion dollars every year. Choosing to tap into employees’ full potential, or not, can ultimately mean the difference between the success or failure of your business. Employee engagement is often lumped in with those things we know we should be better about doing, but often aren’t (flossing and cleaning out the refrigerator come to mind), and is still something that is sorely lacking in the world’s greatest companies. But unlike flossing and cleaning out the fridge, engagement can be fun, interactive, and can result in amazing returns for your business and the people who are the lifeblood of your organization. Here are 5 “must-dos” to effectively engage your employees in 2011: 1) Ask and you shall receive: The New Year is here, and it’s not business as usual. Instead of trying to “solve problems by using the same kind of thinking that created them,” look to your employees to help define your corporate challenges and, in turn, devise innovative solutions to address them. One dynamic way to do this is to create an internal design team that includes people from of all levels of your company. Commit to taking regular “pulse surveys” to find out what your people are thinking about, worrying about and dreaming about, rather than resorting to the ho-hum annual survey. How do they like to work? What makes them happy? What gets them excited? Taking the first step to simply listen will begin to foster trust and deepen your connection with your employees. 2) Find the fun: They don’t call it work for nothing, but all work and no play makes for an unproductive and bored-out-of-their-minds bunch of employees. Fun should be a consistent and easily accessible part of your office environment. Many innovative ways to connect already exist in the outside world. It’s time to start welcoming more of these tools inside the walls of your company. Targeted social media and gaming sites like SVNGR.com and Seriosity.com can help keep your employees accountable and anchored to your mission, each other and their own personal incentives. 3) Use social good as a Trojan horse for engagement: Connecting the dots between engagement and social responsibility is no longer the “wave of the future.” It’s what companies need to be doing now to get ahead. Aligning your employees around a common cause that transcends generational divides, gender and ethnicity is a sure-fire way to spark a sense of purpose and belonging. When your employees feel educated, inspired and empowered around the company’s commitment to social responsibility, sustainability and citizenship, the real magic starts to happen. This kind of “good work” is also what the next generation of employees is adamantly expecting from their employers. 4) Inspire viral and grassroots learning: It might be hard to believe, but in the next four years, Millennials will make up more than half of our country’s workforce. This super-digitalized generation is already accustomed to being engaged virally and through social media. Offering online mentoring and learning opportunities, as well as easy and entertaining ways to collaborate and share ideas, such as through Spigit.com , Slideshare.com and Twiddla.com , enables your employees to dictate what’s most important to them and spur companywide participation. A little healthy “collabotition” in the workplace goes a long way to igniting ambition and inspiring innovation. 5) Create a company of micro-philanthropists: It’s likely that your company already donates money to various causes. Why not ask your employees to get involved, rather than dryly recounting the company’s actions during the next all-staff meeting? Sites like Donorschoose.org , Mobilegiving.org , Changenet.org and Causecast.org all allow individuals to make small donations to the organization of their choice. Make giving an integral and personal part of your company culture by allowing each of your employees to choose a specific non-profit recipient and track the impact of their donation. Whether you are already engaging your employees in one or some of these areas, the most important thing to keep in mind as we head into the Year of the Human is to start viewing “work” through more holistic eyes. Engagement is a two-way street and, to be successful, it requires commitment, enthusiasm and consistency — all things that tend to be in greater supply at the fresh start of a New Year.

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Inktel Direct Hires Jennifer Novik as New Director of Human Capital

December 21, 2010

Human Resources Veteran to Lead Inktel’s Award-Winning Human Capital Department

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Al Norman: Wal-Mart’s Wooing of the Reverend Sharpton

November 21, 2010

Preaching Their Way Into Manhattan ‘ By Al Norman Wal-Mart continues its urban warfare campaign, looking to colonize communities of color by co-opting black opinion-makers. They have done this in Chicago, where the retailer enlisted black Aldermen to embrace their cause, and in New Orleans, where developers actually paid black religious leaders to testify at public hearings about the virtues of chain stores. Now they are mining the black community in New York City. The most notable recruitment of black talent happened almost five years ago. In February of 2006, Wal-Mart proudly announced that “civil rights pioneer” Andrew Young had signed on as “national Steering Committee Chairman” of a new corporate creation called the Working Families for Wal-Mart, which the retailer described as “a group comprised of individuals and families who understand and appreciate Wal-Mart’s positive impact on the working families of America.” Less than six months later, Andrew Young’s reputation as a “civil rights pioneer” had crashed and burned in what one newspaper called a “spectacular setback” for Wal-Mart’s PR effort. The meteoric nosedive of Andrew Young came in one embarrassing quote the former Atlanta Mayor made during an interview with the Los Angeles Sentinel . When asked if he was concerned about Wal-Mart causing smaller, mom and pop stores to close, Young replied, “”Well, I think they should; they ran the `mom and pop’ stores out of my neighborhood. But you see, those are the people who have been overcharging us, selling us stale bread and bad meat and wilted vegetables. And they sold out and moved to Florida. I think they’ve ripped off our communities enough. First it was Jews, then it was Koreans and now it’s Arabs; very few black people own these stores.” It didn’t take long for two events to follow: 1) a contrite apology from Young, and 2) an immediate divorce by Wal-Mart from any connection to Andrew Young. The former Ambassador issued an apology to the media: “I apologize for those comments. I retract those comments. And I ask for the forgiveness of those I have offended.” Young added that his remarks about Jews, Koreans and Arabs “in no way reflect on Wal-Mart’s record, progress or role as a diverse employer and community citizen.” Wal-Mart’s PR creation, the Working Families For Wal-Mart, promptly exited from the stage. The group put the following statement on its website: “Working Families for Wal-Mart is saddened by the resignation of Ambassador Andrew Young as chairman of our national steering committee. We do not condone or support the insensitive statements he recently made, but appreciate his sincere apology. We are hopeful that history will remember the many contributions he has made to the civil rights movement and his tireless efforts on behalf of working families. Our organization consists of over 140,000 members across the country. We have several local advisory boards made up of community leaders and activists committed to our cause. We all believe that Wal-Mart makes significant contributions to America’s working families. Our organization will continue to grow and make a difference in this national debate.” The Anti-Defamation League responded quickly as well. “Andrew Young’s comments that Jewish, Korean and Arab shopkeepers “ripped off” African-American communities…were offensive, hurtful and shameful,” the ADL noted. “That a leader of the civil rights movement and one who knew discrimination firsthand would make such comments, demonstrates that even people of color are not immune from being bigoted, racist and anti-Semitic.” This week, Crain’s New York Business reports that Wal-Mart is wooing black leaders again. The retailer invited a handful of black icons in New York City to visit the mothership in Bentonville, Arkansas. The Reverend Al Sharpton made the pilgrimage to Arkansas to attend a 3 day ‘stakeholder summit’ put on by Wal-Mart. Sharpton mingled with black leaders from other major metro areas, including Chicago, Los Angeles, and Philadelphia. Sharpton, it turns out, has been a Wal-Mart acolyte for several years, and sits on what Crain’s called “an external advisory board” for the company. At these stakeholder’s events, Wal-Mart touts its philanthropic record, its hiring of minorities, and other corporate policies relevant to the black community. It is unlikely that Wal-Mart discussed the Dukes V. Wal-Mart case, the largest class action lawsuit in the history of retailing, in which the lead plaintiff suing Wal-Mart is a black woman. “There’s a lot of negative information out there about Wal-Mart, and they were trying to get their side of the story out,” Crain’s quoted one member of 100 Black Men of New York as saying. The Wal-Mart summit was apparently a sound check for the retailer’s upcoming push into Manhattan, which will be patterned on its work in Chicago, where black churchs and politicians were recruited to carry Wal-Mart’s water. A company spokesman told Crain’s the black leaders were being prepped for “helping us tell the Wal-Mart story.” Thus far, union and political leaders in the New York boroughs have been telling Wal-Mart’s story too—but theirs is a tale of exploitation, of racial discrimination, and of congenital anti-labor behavior. The Black Power movement of the 1960s, which preached self-empowerment, and local control of business, has been supplanted by Wal-Mart’s pitch for corporate benevolence and southern carpetbagging. Wal-Mart targets minority areas, arguing that only they go into ‘food deserts’ to open up grocery stores where other chain stores have fled. But what happened to the local black entrepreneurs? They now wear a Wal-Mart ID tag on their polo shirt. Crain’s reports that Wal-Mart has retained the same lobbyist that Ikea used to help push its way into the Brooklyn neighborhood of Red Hook, a site that drew fire from the anti-big box neighbors. So Wal-Mart invited leaders from the Urban League, the NAACP and other black groups to drink the kool-aid in Bentonville. But not everyone is drinking. The head of one group, The Black Institute, told Crain’s , “I don’t care who they sequester in Bentonville, they’re going to get a fight.” Some black leaders have been hard to convert to Wal-Mart’s voodoo economics. During the Andrew Young fiasco, the Reverend Jeremiah Wright, a black church leader in Chicago, criticized Young for taking a paid position as a Wal-Mart spokesman. Wright accused Young of “siding with the filthy rich who are oppressing the poor.” In October of 2006, Jesse Jackson, Sr., president of the Rainbow/PUSH Coalition, had charged that Wal-Mart was trying to buy off its critics in the black community. “Rainbow/PUSH has criticized Wal-Mart openly and publicly and consistently and they’ve tried to virtually throw money at us,” Jackson told the Louisiana Weekly newspaper. But Jackson refused to take Wal-Mart money. “I think they want to leverage our organization. I think they want to leverage us into silence. And, I’m not being self-righteous, but we feel that we ought to be the last one to stand if it comes to that.” Wal-Mart apparently feels that opinion leaders in the minority community can be purchased at an everyday low price, and that black stakeholders can become Wal-Mart sign-holders. But community leaders of any color who believe that Wal-Mart creates new jobs, don’t understand what the economic libertarians call creative destructionism–the process of destroying existing jobs in order to create ‘new’ ones. The former employees at Circuit City, for example, understand this dynamic. No amount of good works or philanthropy can clean the hands of the “filthy rich,” or cover over the global exploitation of human resources that lies at the heart of Wal-Mart’s success. Reverend Sharpton will find no economic salvation in Bentonville. Instead he will taste the philosophical equivalent of what Andrew Young once called “stale bread and bad meat.” Al Norman is the founder of Sprawl-Busters, which has helped communities fight big box sprawl for the past 17 years. He is the author of Slam-Dunking Wal-Mart.

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Xsigo Announces Chief Financial Officer, Karen Willem

November 8, 2010

SAN JOSE, CA–(Marketwire – November 8, 2010) –   Xsigo Systems , Inc., the leader in data center I/O virtualization , today announced that Karen Willem has joined the company as CFO. As Chief Financial Officer, Karen Willem oversees Xsigo’s finance, human resources, legal and facilities operations. Karen Willem is a veteran of the technology industry, with more than 25 years of experience in finance, sales, and general management.

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Carol G. Campagnolo Named Senior Vice President of Human Resources at Schawk, Inc.

November 1, 2010

DES PLAINES, IL–(Marketwire – November 1, 2010) – Schawk, Inc. ( NYSE : SGK ), a leading provider of brand point management services enabling companies of all sizes to connect their brands with consumers to create deeper brand affinity, announced today that it has appointed Carol G. Campagnolo to the position of senior vice president of human resources, responsible for overseeing all human resources activities including HR strategy and planning, global talent initiatives, leadership development and employee engagement.

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Stephen Goldsmith: FDI with Chinese Characteristics

October 12, 2010

Consistent with so much about China’s thrust on to the global stage over the past decade, its outward foreign direct investment (OFDI) has grown far faster than OFDI from other transitional economies. Chinese OFDI is largely politically driven, aimed at achieving specific nationalistic objectives, such as securing natural resources, acquiring strategic assets in key technologies and service industries, and creating national champion companies. China’s approach to OFDI — which is often aggressive and brusque in nature — is increasingly coloring its relationship with recipient nations at all levels of development and income. China has tailored its approach to OFDI based on the relative economic and political strength of the recipient country in exchange for specific benefits. For example, in highly indebted poor countries (HIPCs), China tends to offer to build infrastructure in exchange for the right to access to raw materials. In developing countries, China may offer to help develop an indigenous industry; in emerging markets, grant greater access to the Chinese market; and in developed countries, expand reciprocal agreements related to cross-border investment. In each case, China weighs the relative costs and benefits associated with expanding its relationship with a given county vis-à-vis what it will receive in return. Developed countries have cried foul over the perceived anti-competitive financial support granted by the Chinese government to Chinese multinational enterprises (MNEs) — most of which are state-owned — operating in developing countries. Suspicions persist that much Chinese OFDI is driven by political considerations, since state-owned-enterprises (SOEs) are under the direct control of the state. Aggressive merger and acquisition (M&A) activity by Chinese MNEs in high technology and strategic natural resources has further heightened tensions. At the same time, many developing countries welcome aid with no-strings-attached, which often accompanies Chinese OFDI, particularly in the natural resources sector. Yet some governments remain wary that such investment will lead to the ‘development trap’: a flood of cash that results in heightened corruption and largesse without building indigenous capacity, knowledge, management skills, or that allows movement up the global economic value chain. This is increasingly becoming an issue as China ramps up its investment presence in the world’s poorest countries. A Government-Led Strategy China’s stock OFDI is still small compared with that of developed countries, and was approximately equal to that of Austria in 2008. That same year Chinese OFDI stock was only 3.4% of GDP compared to 20.3% for East Asia as a whole and a world average of 27.3%. Yet until 2000, OFDI from China was negligible. That year, Premier Zhu Rongji officially announced that overseas investment would be one of the main objectives of the government’s Tenth Five Year Plan (2001-05), giving birth to a “go global” strategy. Premier Wen Jiabao reinforced the importance of overseas investment in the Eleventh Five Year Plan (2006-10). The government-led strategy has proven to be effective. In 2006, yearly OFDI flow was 19 times that of 2000, growing at an average rate of 116% per year, far greater than average world OFDI growth of 6% over the same period. Other emerging economies recorded growth of just 31%. According the latest United Nations Conference on Trade and Development figures, OFDI flows more than doubled from 2006 to 2008.12 Until the late 1990s, the Chinese government discouraged OFDI by the private sector. Apart from a few projects run by SOEs, OFDI remained less than a sideshow to China’s export led growth. The “go global” strategy radically shifted the government’s policy toward the private sector to one of overseas investment promotion, in addition to aggressively pushing strategic investment by SOEs. In other words, the “go global” strategy is essentially two-pronged: in part a strategic decision to maximize China’s political and economic power and at the same time a response to macroeconomic and domestic market factors. The acquisition of strategic natural resources through investment in the primary sector abroad is at the top of the government’s agenda. Such investment is designed to provide supply and price security for China’s manufacturing-based economy, whose ravenous appetite for oil, metals, construction materials, and other key commodities makes their supply a national security imperative for the government. Not surprisingly, SOEs conduct OFDI in the primary sector, where investments are dominated by a few giant firms such as Baosteel, the China National Offshore Oil Corporation (CNOOC), the China National Petroleum Corporation, Sinochem, and Sinopec. A second strategic objective is to spur investment that acquires sophisticated, proprietary technology, technical skills, industry best practices, and established brand names and distribution networks. The government hopes strategic asset acquisition can propel its chosen SOEs into industries at the top of the global value added chain, while obtaining the latest technology potentially for government use. Such investment often takes the form of M&A activity. Lenovo’s purchase of IBM’s computer unit and Huaneng Group’s acquisition of InterGen are representative examples. China’s overall strategy for SOEs is to “grasp the large and let go of the small”, aiming to create national champions from large SOEs through extensive government support while giving small and medium-sized SOEs greater exposure to the market. The government hopes to establish global, vertically and horizontally diversified MNEs operating with the most advanced technology and business practices as tools to advance its political and economic objectives. In addition to the primary sector, the government seeks to create and support national champions among some manufacturing, shipping, telecommunications, and financial services companies. Finally, OFDI serves as a strategic objective at the macroeconomic level, relieving some of the imbalances that have been built up by economic policy that distorts the marketplace. Upward pressure on the Yuan can be somewhat mitigated by encouraging greater capital outflows, and OFDI reduces the massive capital stock the government has accumulated. Furthermore, promoting OFDI allows for investment diversification, particularly away from U.S. and other government bonds. The Private Sector vs. Government Control Domestic market dynamics have increasingly factored into OFDI growth and would have fueled its growth even without government promotion, given China’s low OFDI relative to GDP. The increasing maturity and sophistication of some Chinese industries has oriented them to naturally expand profitably overseas. Fierce domestic competition has also propelled Chinese business in that direction, through organic business development and survival strategies. Establishing overseas production facilities and sales and distribution networks cuts operating costs, permits access to new markets, and provides the ability to avoid tariff barriers. As China’s economic growth continues, labor costs, which are already held artificially low, will become more expensive. As domestic investment continues, capital will become cheaper, so firms from low-skilled, labor-intensive industries will increasingly use their domestic knowledge to seek more efficient production markets. While private sector enterprises exposed to market forces are clearly playing a greater role, SOE’s have continued to dominate OFDI, with SOEs holding approximately 84% of OFDI stock, and accounting for approximately the same percentage of OFDI flows from 2004-2006. Nearly all of the 30 largest Chinese MNEs are SOEs, and all large SOEs are under the direct control of the State-owned Assets Supervision and Administration Council (SASAC), which has authority over human resources, budgets, and investment decisions and strategy. Therefore, much of the OFDI can be viewed as an extension of government economic policy. SOE’s receive direct financial support from the government in the form of below market rate loans, direct payments, and other subsidies associated with official aid programs. The China Development Bank (CDB) and China Export and Import Bank (EXIM Bank) are the two primary government organs that provide support, although other state-owned banks and specially created funds also provide backing. Strategic OFDI receives significant political backing (see below), so while private sector enterprises will gradually expand their share of OFDI, the government will maintain strict control of what it views as strategic industries. Sweeteners in Developing Countries An increased share of global investment is one consequence of China’s economic and political rise. Chinese OFDI has the potential to become a large portion of global cross-border investment, but China’s obstreperous use of bargaining power creates political obstacles which may inhibit that growth. The blowback China has recently received from some African countries objecting to its one-size-fits-all approach to OFDI (leaving them with a nice football stadium but no knowledge that will help them grow in the long-term)– has prompted China to reconsider its approach. Some African countries are no longer simply rolling out the red carpet. In an increasing number of cases, natural resource export earnings must now be deposited into off-shore escrow accounts, with the value of the exports determined at the time of export, rather than in advance. Angola has required some Chinese companies to subcontract up to 30 percent of the work generated by OFDI to local companies and workers. Angola also began to require that Chinese companies obtain a minimum of three locally-sourced bids for every project. The government of Congo is now requiring that up to 12 percent of any infrastructure project pursued by Chinese companies involve local firms, with no more than 20 percent of workers being Chinese, up to one percent of the costs of each project devoted to worker training programs.3 This is a far cry from how Chinese OFDI started in these countries, when the Chinese simply dictated the terms of engagement. Developing countries accounted for 95% of Chinese OFDI stock by the end of 2006, with a significant percentage in countries with weak governance and rule of law. Many of these countries have experienced the classic “resource curse” in which valuable reserves of minerals or fossil fuels enhanced corruption and conflict rather than promoting economic development. Chinese SOEs typically step into this environment with the advantages of political backing and government subsidized and insured investment, and China has often used significant sweeteners to win contracts. As part and parcel of negotiating OFDI deals in resource rich poor countries, China usually sends high-ranking officials to negotiate deals alongside official development aid (ODA) programs. In order to secure investment deals, the government offers infrastructure projects, politically important landmarks, soft loans, and grant programs as a package deal with a proposed natural resource investment. With government financing and political support, Chinese SOEs avoid a plethora of risks that often plague investments in resource-rich poor countries. Political and reputational risks are usually mitigated, and financing uncertainty is eliminated. For several years, the World Bank has ranked Congo last on its list of ease of doing business measurement. Congo has a failed legal system, a kleptocratic bureaucracy, nearly non-existent infrastructure, and is consistently rated as one of the most corrupt countries in the world by Transparency International. Yet in 2008, EXIM Bank and CDB signed investment deals estimated to be worth up to $14 billion with the Congolese government. The banks agreed to build infrastructure and refurbish mines in exchange for 3.5m tons of copper reserves.4 While Freeport McMoRan, a U.S. firm, controls three times as much copper at its Tenke Fungurume mine in Congo, it took years to arrange the investment. Furthermore, the speed with which the Chinese SOEs reached a deal is striking by comparison to a mine in Katanga Province that Freeport recently opened — Tenke Fungurume Mining Sarl — which took more than a decade to finance and get off the ground. It has already faced significant obstacles, including unforeseen and possibly illegal taxes, jailed employees, and fines running in the millions of dollars.5 Such risks hinder western MNEs, which must respect the bottom line, but are of little concern to Chinese SOEs. A Soft Touch in Emerging Markets China’s relationship with other emerging markets is complex. Subsidized Chinese OFDI may crowd out less or un-subsidized OFDI or internal investment from other emerging market countries. At the same time, emerging markets view Chinese investment into their countries, particularly in infrastructure and industrial projects, as a valuable resource for economic development, as it comes with few strings attached at a time when FDI in general is stunted. China’s strategy has been to negotiate such investment through diplomatic channels, with investments taking the form of partnerships and quid pro quo loans as opposed to being exclusively under Chinese control; emerging markets have more negotiating power than HIPCs, and Chinese negotiators know it. A series of business partnerships have emerged from President Hu’s bilateral diplomacy with Brazil’s President Lula da Silva. For example, Brazil’s state oil giant Petrobras recently completed a 900 mile natural gas pipeline as part of a joint venture with Sinopec. Last year, the CDB loaned Petrobras $10 billion to develop offshore reserves in exchange for future oil supply contracts.6 Yet while Brazil welcomes such investment and negotiates with confidence, it also fears being limited to exporting commodities to China. Brazil imports a wide variety of manufactured products from China, but sends mostly oil, minerals, and agricultural products in the other direction. At some point, Brazil and other emerging markets may take a harder line as their manufacturing firms face subsidized competition from China. China has not hesitated to use socialist ideology as a comparative advantage to press ahead with investment in the natural resource sector in other strategically important oil producing countries. In Venezuela, President Hu signed an accord with Hugo Chavez earlier this year to provide $20 billion of financing to support joint investment in the country’s oil, electricity, construction and agricultural sectors. When combined with an existing investment fund created by the Chinese in Venezuela for $12 billion in return for forward sales of oil, the Chinese have committed more than $30 billion in recent years to support the development of Venezuela’s petroleum reserves.7 A Sledge Hammer Won’t Work in Developed Markets In neither Brazil’s nor Venezuela’s case did China use extra sweeteners to obtain strategic investments; rather, it used diplomacy, ideology, and camaraderie. That tends not to be the case in developed countries, where China finds it is playing on a more even field. When placed in a competitive environment with a formidable opposite number, China tends to use a sledge hammer to get what it wants. For example, in July of 2009, Chinese police arrested four employees of the world’s third-largest mining firm, Rio Tinto, on charges of bribery and industrial espionage. One of those arrested, Stern Hu, an Australian citizen, was Rio Tinto’s lead iron ore negotiator in China. The arrests were believed to be payback for Rio Tinto’s tough negotiating stance on the price of iron ore, and for a failed $19.5 billion bid by Chinalco (an SOE) to increase its stake in the company. Since Rio Tinto derives approximately 19 percent of its total sales from China, which is its largest market, the company has since tried to smooth relations, even though Hu was sentenced to 10 years in prison.8 In 2005, CNOOC failed in its bid for Unocal in the United States because it did not anticipate that U.S. lawmakers would not approve of such a strategic acquisition by a Chinese SOE. The objection to the acquisition was made on national security grounds, but also because SOE involvement implied unfair financing resources and hence, not a fair, competitive landscape. A HIPC or developing country probably would not have opposed such an overture, either because their government officials could be bribed to accept the deal or the Chinese could find some other way to bulldoze the deal through. Such an approach will not work in a developed country because of the of the legal and regulatory safeguards in place. Points of conflict with developed countries occur primarily in three areas. First, OFDI by Chinese SOEs is increasingly seen as unfairly competitive with private sector companies. China’s support for strategic investments through direct subsidies and official development aid to win contracts allows for project bids which might not otherwise be viable in a free market context. Government ownership allows for a high tolerance of reputational and operational risk. By virtue of government ownership and backing, Chinese SOEs often operate investments in risky environments where western multinational prefer not to operate, and at reduced cost, thereby outmaneuvering western firms. As western multinationals generally operate based on market conditions, albeit with advantages from established reputations, technology, and industry best practices, they and their home countries believe the playing field is no longer level. Indeed, China’s growing non-commercially motivated OFDI has the potential to distort global markets, leading to long-term loss of productivity and efficiency. Second, Chinese official aid to unsavory governments in order to lubricate OFDI contracts raises governance and humanitarian concerns and, therefore, hackles among developed country governments. China’s general willingness to befriend rogue or distasteful governments, — funding projects in countries such as Sudan, Iran, Venezuela, and Niger — creates tension with the developed world. Some of this tension may actually stem from the fact that the exercise of realpolitik by China puts it on top, and outmaneuvers western firms that have had their activities circumscribed in such countries due to sanctions, reputational or political risk. Finally, Chinese SOEs’ attempt to acquire ownership or assets of large developed country MNEs operating under market conditions has unnerved some developed country governments that fear losing market access to strategic resources, as well as their technological and advanced practices edge. Better Capitalists Than We’ll Ever Be If it weren’t for the West’s preoccupation with achieving a higher moral standard and adherence to international standards of acceptable behavior, China would not have been as successful as it has been in securing OFDI in the developing and emerging world to the degree that it has. China is in the process of beating the West at its own game – identifying what is sees as the West’s ‘weakness’ on the grand chess board and filling in the gaps left behind. If the West played the game the same way, China’s investment ambitions would be restricted or at least more expensive. But the West is not going to change its stripes any more than China will be changing its own. In some respects, China is outmaneuvering the west in the “great game” that the west invented. China is quickly learning the benefits of establishing more equitable and genuinely mutually beneficial bilateral economic relationships. Soon enough it will master that game, too. Once that occurs, China will truly be able to demonstrate why this is the Chinese century. Until then, the developing world will have to figure out a way to encourage China to leave something other than a football stadium behind.

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Brett King: Creating the PFM for Business Banking

September 15, 2010

Have a look at your bank’s local website in respect to business internet banking and you’ll see lots of demos, and promotion of basic features like ‘instant balances’, ‘convenient transactions’ and ‘anytime access’. In 2001 that might have been world-class features but today that’s tired, boring and hardly a differentiator. So why haven’t we seen much improvement in business banking since 2001? Basically because most banks are out of touch with the day-to-day banking needs of their corporate customers. The Three worlds of Business Internet Banking There are effectively three worlds in Business Internet banking, there is the sole trader , the Small to Medium size Operator (SME) and the Large Corporate . In respect to platform, the challenges of the sole trader and SME are somewhat similar operationally. However, for a sole trader, they tend to run their bank account more like a personal facility, but with business transactions coming in and going out. They usually have a very small staff footprint, if any, but their primary banking activities are paying for goods and services, and chasing payments from customers/clients. The SME has, by definition, fewer than 100 employees. They have the same concerns as a small trader, but incorporated in operational concerns are payroll and Human Resources functions, and the job of managing cash flow – increasingly tough in a challenging economy. The large Corporate has a much more complex environment from a payments and banking perspective. Managing complex suppliers and procurement relationships, group life, health and pension concerns, along with credit facilities, receivables management, etc. So what role can Business Internet Banking (BIB) 2.0 play in the corporate landscape today? The Sole Trader Collecting money is one of the biggest challenges for a small trader, as cash flow needs are often acute. Especially in the early phase of the business, a sole trader will often be operating hand-to-mouth, month-to-month. So the ability to collect payments is critical. However, as dealing with cheques and cash becomes increasingly erroneous, many sole traders turn to Merchant services either through POS capability or e-Commerce integration to solve the payments dilemma. But if you are a sole trader, good luck on getting a Merchant account. Many banks require a minimum of US$100,000 a year in transaction throughput before you ‘qualify’ for a merchant account. Then the onboarding process for a merchant account is extremely complex. You need to sign contracts with the bank, with each of the card issuers (Mastercard, Visa, Diners, American Express, Union Pay, etc), and you typically need to set up a completely new ‘merchant’ account. This process is not simple, and in many cases small businesses just don’t qualify. Additionally, ask a sole trader when they were ever proactively offered a merchant account… This is one of the reasons we see a host of workarounds for accepting bank payments today. Jack Dorsey, one of the founders of Twitter has started up Square , a cheap and fast alternative to traditional merchant onboarding. Square has had some recent competition in Europe (UK and Germany to start with) from iCharge . There are also a bunch of online virtual merchant and e-commerce payment options from the likes of Shopify, Yahoo! Merchant Solutions, then you have Amazon and Google Checkout, many, many more. However, the future looks bright for sole traders. With Visa announcing trials of NFC mobile payments this year, with Orange and Barclaycard doing the same in the UK, and Apple hiring some big names in NFC for their next iPhone – we’ll all soon have the ability to accept contactless payments with ease as our phones become POS terminals of a sort. With payments sorted, the remaining issue is cash-flow and financial management. As I already posted back in June , there are huge possibilities in the area of Accounting, Cash Flow Modeling and Credit services in the cloud. But don’t think cloud as in outsourced from a banking perspective, think that the bank is the ‘cloud’ and the Business Internet Banking platform is the services layer that provides the key functionality to customers. Already the sole trader today probably has most of his transactions going through one account – so his bank statement is effectively his general ledger. Be smart banks … formalize this. Recognize that the sole trader’s internet banking system – is also his day-to-day accounting function. Enable that, and you have something really helpful for the small business owner. Small to Medium Enterprise Small-to-medium size businesses face their biggest challenges oddly enough when they are dealing with rapid growth. Small businesses don’t have a huge pool of resources to draw upon, so when business steps up a notch the hiring lag can often be a problem, as can be hiring ahead of the receivables. Take a medium size company of 20-30 employees, and throw a $3-4m contract at a company of that size – life changing yeah? Maybe, but if your total revenue last year was $4m and you are going to double that, you need to hire another 15-20 staff today. Problem is, the cash isn’t going to come in until the end of Q1 next year? So how can you afford to ramp up? This is the type of scenario where banks are supposed to help, but are too risk adverse these days to assist. SME’s often face their toughest challenges in times of rapid growth By getting closer to SMEs and understanding their business better, there are real opportunities here. But don’t stress about the investment in direct banking resources, just offer SMEs a platform where they can upload their accounting data and get free cash flow analysis, along with suggestions about how to deal with cash issues. The system then can act to provide better triggers for SME relationship managers to talk to their clients. Right now banks do a lot of waiting for clients to come to then, and they the first thing we ask is to provide the last 3 years of accounts. I’m proposing a reversal of that. Get the accounts by allowing SMEs to upload them to their Internet Banking platform, offer free financial analysis and on the basis of smart analysis, provide the services customers need as they need them, not only when they ask for them. Conclusion Business Internet Banking can become the platform for so much more leverage with Business clients, but today it is a very basic transactional platform for the bulk of customers. We need to shift it to become the PFM of business banking – a toolset that enables the bank to help your business when you need the help, not only when you ask for it. I’ll discuss Business Internet Banking for the large corporate on my next blog.

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Ludy Green, Ph.D.: Despite Bad Economy, One Non-Profit Employment Agency Finds Good Jobs for Battered Women

September 14, 2010

As the economy worsens, job seekers are growing more frustrated with their inability to find decent work. This crisis is even more acute for a certain sector of society, victims of domestic violence. Second Chance Employment Services was founded specifically to help these women find good jobs, even in a bad economy. According to a survey of studies conducted by the United States General Accounting Office (GAO), “the effects of domestic violence on a woman’s job performance can make it difficult for some battered women to maintain their employment or to advance in their jobs.” The largest study ever conducted on economic security and domestic violence, entitled, Voices of Survival, The Economic Impacts of Domestic Violence: A Blueprint for Action , noted that “An independent source of income is the single most significant indicator that a woman will be able to permanently leave an abuser.” It was from my frustration with the lack of employment services for battered women that I decided to found Second Chance Employment Services in 2002. I saw the résumés of too many women with gaps in their employment history get ignored by hiring professionals. I witnessed too many women coming out of domestic violence shelters return to their abusers because they couldn’t find a job that would support themselves and their children. Despite the daunting facts about abuse victims and their inability to find and maintain good jobs, Second Chance Employment Services has spent the past nine years overcoming the obstacles these women face. To date, we have secured over 700 career-track jobs with health benefits for victims of domestic violence, with salaries ranging from $32,000 to $98,000 per year. But Second Chance, the nation’s only no-fee employment placement agency dedicated to victims of domestic violence, still faces an uphill battle. According to a NOW Legal Defense Fund report , “Studies show that 24 to 52 percent of surveyed battered women had lost their jobs — at least in part — because of domestic violence.” Further, the report finds that “Batterers sabotage women’s ability to work in other ways by failing to provide promised child care or transportation, stealing car keys or money, hiding clothing, or inflicting visible injuries.” As a career woman myself, a human resources professional to be exact, I’ve seen first hand what studies like these only report in dry figures. I’ve personally witnessed women losing their jobs because of domestic abuse, and I’ve watched them in their struggles to find new work. The challenges faced by these women are bad enough in a good economy, but in a bad economy, they’re seemingly impossible to overcome. The current economy has caused an increase in abuse, making the work of Second Chance even more crucial. In 2009, the Associated Press reported the number of abuse and neglect cases rose 23% in Fairfax County, Va.; 29% in Montgomery County, Md.; and 18% in the District of Columbia. The Washington Post reported, “Counselors across Northern Virginia said they have seen many of their clients, mostly women, return to their partners’ home faster than usual because they have been unable to support themselves… In some cases, the women return to the shelter within the month because they were abused again.” Second Chance was created to fill a much needed gap in victim’s services — finding victims an independent source of income so they can permanently escape abuse — and it has been recognized time and again for the creative work we do. Second Chance was even given the prestigious Award for Innovation in Victims Services by the United Stated Department of Justice. With the economy still dragging, and jobless numbers increasing, Second Chance provides a much needed service for the least vulnerable of all job-seekers, victims of domestic violence. Even as we ourselves face a tightening budget and watch countless non-profits close their doors for a lack of funding, we’ll continue to keep our doors open, so we can open the doors to meaningful employment for the women we serve. If you would like to find information about Second Chance Employment Services go to our website www.scesnet.org or contact at 1-888-331-7451.

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Natalie Holder-Winfield: The Case Against Corporate Responsibility Misses the Point

September 1, 2010

Yesterday seemed like a day of zero-sum games for me. When I asked my Legal Aspects of Human Resources class to describe the role of today’s HR manager, my students painted HR managers as either a watchdog for the company or an employee advocate. When, I spoke with first-year medical students about the role of cultural competency in medicine, the conversation became a battle of patient autonomy versus physician control. As a Gen Xer, I neatly fit the stereotype of not liking either or , this or that , or mine versus yours scenarios. I want options, particularly those that make everyone a winner. That’s why I was disturbed by Aneel Karnani’s ” The Case Against Corporate Social Responsibility .” As he described CSR as “fundamentally flawed,” and opines that where profits and social welfare are in direct opposition, executives will opt for acting in the shareholder’s interest. He goes on to say that “doing what’s best for society means sacrificing profits.” While I agree that corporations are profit-driven (I always cringe when I hear potential clients describe their sole interest in diversity as being “the right thing to do”), tomorrow’s leader understands that CSR initiatives and profits do not have to be a zero-sum game. With all due respect to Karnani, a professor at the University of Michigan’s Stephen M. Ross School of Business, he misses the paradigm shift where the pursuit for the social good does not have to equate to sacrificing profits. Professor Karnani holds the traditional position that leaders should not “pursue their philanthropic goals with shareholder money.” Yet, companies such as Target have embarked on CSR campaigns that are in direct contradiction. They have established multimillion dollar grant-giving foundations and scholarships that clearly send the message that they have chosen to reinvest in their consumers’ communities. Last month, thousands of college students used blogs and Twitter as a hammer as they threatened to boycott Nike for not paying Honduran workers who lost their jobs when two Nike subcontractors closed their factories. Although Nike shareholders’ bottom line will be missing the $2 million the apparel company agreed to pay in severance to the workers, the company’s reputation among their customers, employees, and future employees is salvaged. The glaring microscopic lens that social media has casts over corporate decisions is motivation for every CEO to work through disconnects between social responsibility and profits to find a solution where there are no losers.   Professor Karnani and I are in agreement, though, when he suggests that leaders that do not take advantage of CSR opportunities are either incompetent or selfish. Let’s face it, if McDonald’s, a Fortune 500 company whose brand relies on greasy fast-food, could find a way to become a good corporate citizen by adding–and profiting from–salads and smoothies, there is very little excuse for any CEO to throw up his or her hands in frustration with CSR. CEOs that can not find a way to align profits with becoming more socially conscious are not thinking hard enough. The exasperated CEO may want to attend “The Great Leaders Conference: Corporate Social Responsibility and the Changing Culture of Leadership in a Web 2.0 World” on October 7, 2010 in New York City to get charged with new ideas on the future of leadership.  Ann Charles, the Great Leader’s Conference Founder, promises that the conference will provide examples of sustainability as a primary driver of successful enterprise. “The Great Leaders Conference will spotlight CEOs that integrate CSR directly into their core business culture, all of whom are very successful. Speakers as diverse as Tony Hseih, CEO of Zappos, Jeff Swartz, CEO Timberland, Stephen McDonnell, CEO Applelgate Farms and Euro RSCG Global CEO David Jones, will talk about the changing social, economic, environmental and ethical business conditions of today’s world. Mr. Karnani makes the point that executives are hired only to maximize profits, and that they will lose their jobs if they forgo some profit to benefit society. I’m not sure I accept the premise that what’s good for society is necessarily bad for business.” Visit http://www.greatleadersconference.com/ to learn more about the conference.

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Trump International Hotel & Tower Toronto(R) Appoints Seasoned Management Team

August 27, 2010

Star Players Include Director of Sales & Marketing Mary Ann Gamboa, Director of Finance Sebastian Lightly, and Director of Human Resources Pete Kangalee

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Cascade Microtech Welcomes Ellen Raim as Vice President of Human Resources

August 18, 2010

BEAVERTON, OR–(Marketwire – August 18, 2010) –  Cascade Microtech, Inc. ( NASDAQ : CSCD ), a leading global supplier of probe stations, engineering probes and RF probe cards, has appointed Ellen Raim to the position of vice president of human resources effective August 16, 2010.

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Cascade Microtech Welcomes Ellen Raim as Vice President of Human Resources

August 18, 2010

BEAVERTON, OR–(Marketwire – August 18, 2010) –  Cascade Microtech, Inc. ( NASDAQ : CSCD ), a leading global supplier of probe stations, engineering probes and RF probe cards, has appointed Ellen Raim to the position of vice president of human resources effective August 16, 2010.

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Crossing Automation Announces New Vice President and General Manager of Asia Pacific Operations

August 18, 2010

FREMONT, CA–(Marketwire – August 18, 2010) –  Crossing Automation, Inc. ( www.crossinginc.com ), a leading supplier of efficient, cost-effective front-end and back-end automation solutions and engineering services to high volume semiconductor equipment manufacturers, today announced the addition of Gerald Li as vice president (VP) and general manager of Asia Pacific Operations. This role covers Taiwan, China, Singapore, Malaysia and Korea. His responsibilities include sales, customer satisfaction, finance and human resources for these regions in semiconductor and emerging markets.

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Inphi Names Diane Nott-Kilfoil as Vice President of Human Resources

August 10, 2010

SUNNYVALE, CA–(Marketwire – August 10, 2010) –  Inphi Corporation, a fabless provider of high-speed analog semiconductor solutions for the communications and computing markets, today announced the appointment of Diane Nott-Kilfoil to the position of Vice President of Human Resources. Ms. Nott-Kilfoil will oversee the full breadth of the company’s Human Resources Department reporting directly into the President and CEO Young Sohn.

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Donna Flagg: Where HR and Finance Departments Split

July 29, 2010

I am always shocked when I hear about the horror stories that come out of HR departments. They often involve recounts of rudeness, unprofessionalism, thoughtlessness and a plain old lack of regard for fellow man. However, this is the group in an organization, mind you, that above all is supposed to be about the people . But in my career after working both sides of “the line,” I have found this only to be partially true. Having worked in sales, training, recruiting and now running my own business, I’ve come to believe that HR departments are not functioning optimally because of the way they tend to be structured. Usually “HR” refers to things like benefits, payroll, hiring, firing, training, reviews and compensation. I think that we missed an opportunity to better organize Human Resources as it moved away from its roots in “Personnel.” Back in the day, employees were considered an expense above all. Over the years however, attitudes changed as employers began to appreciate that the humans who were doing the work were a resource themselves. Suddenly Human Resources Departments were born (or Personnel Departments were renamed) and the views attached were that employees were investments and should be treated and valued like any other asset. But therein lies the rub, because remnants of old school thinking remain and employees are therefore still considered a liability to the extent that they are, and always will be, a major cost to the company. The problem for HR departments is that both are true. Employees are an asset and liability at the same time. So, while the understanding and appreciation of human resources have evolved into a sophisticated and strategic practice over time, its structural underpinnings have not kept pace. The best way for businesses to think about the right HR structure is to think about the “type” of work coming out of the department and the people best suited to execute the tasks. For the most part, the skills that individuals need to bring to the money side are not the same (in fact they are often the opposite) as those needed to do well on the warmer-fuzzier side of things where it’s all about human interaction and interpersonal skills. The good news is that it’s an easy fix. Align functions like benefits administration and payroll with accounting because their primary implication to the company is financial and they require transactional minds. Then, on the other hand, the people-development initiatives should make up the Human Resources Department with people who excel at building relationships, creating innovative employee programs and developing talent to support the business’s goals. Then, when it’s time to evaluate performance and make compensation decisions, the two worlds meet. The organizational expertise is appropriately aligned to be mutually complementary and can therefore produce the best possible business results.

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XO Communications Promotes Barbara Polk to Senior Vice President of Human Resources

July 15, 2010

HERNDON, VA–(Marketwire – July 15, 2010) –  XO Communications ( OTCBB : XOHO ) today announced the promotion of Barbara Polk to senior vice president of human resources, effective immediately. A seasoned professional, Polk brings more than 20 years of experience in human resources management and strategic consulting for both for-profit and non-profit organizations.

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David Dagan: Kibbutz Diary: Business savvy? These socialists have plenty

July 14, 2010

A few dozen socialists in the north of Israel met recently to raise glasses of wine and toast their latest business success. The residents of Kibbutz Mishmar Ha’emek were celebrating the returns of another strong year for Tama , their plastics company. As I explained in my last post , the kibbutz is a thoroughly socialist place. All assets are communally owned. Everybody makes the same amount of money. But the people of Mishmar Ha’emek understand that socialism needs to be paid for – and the only way to make that money is through hardheaded capitalism. So they built Tama, a partnership between Mishmar Ha’emek and another kibbutz with a minority stake. The firm manufactures plastic netting that farmers use to bundle their crops. As people here like to joke, they sell holes. It’s a tougher job than you may think: The plastic has to be strong but flexible, protective without being sticky. Tama is by the far the biggest player in the worldwide market for this product, and that is serious business. The company, which works together with equipment makers such as John Deere , has factories in three countries and about 900 workers. The see-saw between socialist and capitalist principles has profoundly shaped this thriving company. And while the philosophical contortions may seem painful, the results are better than what we often get with the standard models of business ownership. “The main goal of Tama is to bring profits to the owner [the kibbutz]. I have no other goal,” human resources manager Chen Tsur told me. But she hastened to add: “My way is different.” That different way starts with the pay scales. About 250 of Tama’s employees, more than a quarter, are members of the kibbutz. That means they all make the same amount, whether they are on the factory floor or in the executive offices. This equality of pay scales would be hard to maintain at most small firms, let alone a booming business like Tama. The company’s engineers and executives could surely break away for bigger paychecks elsewhere. So why don’t they bolt? Ideology is a factor: Tsur, for example, is genuinely committed to the kibbutz’s way of life. In addition, hometown pride plays a big role, she told me. Tsur did not grow up on the kibbutz, but many Tama leaders did. “They’re connected in their gut (to the kibbutz),” Tsur said. Photo: Akiva Kaminski Finally, Tsur pointed to Israeli workplace culture as an explanation. In the U.S., people work for money; in Europe, they want security; and in Israel, ego is a big motivator, she told me. It’s not that Tama leaders walk around with their chests puffed out, she said, but knowing they are in key roles for their community is a source of satisfaction. The non-kibbutzniks at Tama are paid following capitalist principles, though even here, the company tries to take some of the edge off. Tama gives its lowest-paid workers more than the average wage for similar jobs in their areas – as much as 20 percent more. Meanwhile, the highest-paid workers make the average for their jobs. The idea is to avoid huge pay differentials. The socialist ethos also infuses Tama’s decision making, on a large and small scale. All of Tama’s major decisions are brought before the weekly assembly of kibbutz members, which can overrule management. It is easy to envision scenarios in which this much democracy could hamstring a company. But so far that has not happened, probably because Tama’s managers enjoy a great deal of trust from their community. After all, they are making lots of money – and they’re local. Tama is similarly democratic on the inside, with many decisions made by committee and only after long deliberation, Tsur told me. It takes a lot of time, but it means decisions have broader support once they are made. Notably, this does not mean Tama cannot make tough decisions. For example, it closed a plant in England in January for economic reasons. There is plenty of fodder here for a management textbook. But the more interesting issue is how the people of Mishmar Haemek reconcile their socialist ideals with their capitalist practice. This is an old dilemma for Israel’s kibbutzim. As small communes, they simply never had the scale to be completely socialist. But they still argued about where to draw the line. At Israel’s founding, the movement debated whether it should employ new immigrants as hired laborers, for example. In the end, realism won. Israel did not become the socialist state many of the kibbutz movement’s founders dreamed about. Photo: David Dagan And if that first generation was willing to live in grinding poverty, its successors are not. You can call them hypocrites, but in a sense that line of attack says more about the outside world than it does about the kibbutz. Distant onlookers sometimes demand more purity from the kibbutz than the kibbutzniks. As Mishmar Ha’emek member Ran Golan told me: “People outside the kibbutz look at it as some kind of ideal they did not manage to realize – but it’s a good thing that someone else is trying to do it.” So, rather than smugly declaring that the kibbutz has caved in to capitalism, we might consider what capitalism can learn from the kibbutz. Tama shows us that cooperative businesses can work, and often achieve better results than those with hierarchical ownership. You do not have to be a Marxist to believe in that idea. In the U.S., for example, many companies have discovered the benefits of becoming partly or completely owned by an employee stock ownership plan, or ESOP . More broadly, in an era that saw finance executives chase bonuses off a cliff, Tama serves a reminder that we should ask whether the people running our economic engines are guided by values and incentives we can support. Corporate culture should be connected to a real-world community rather than a cloistered elite; compensation for investors and management should privilege long-term stability over the fast money. I worry that financial reform, with all its regulation and restructuring, has not focused on these fundamental principles. Sure, these are abstractions, ideals that need to be translated into actual business decisions. But Tama is proof that such a thing can be done.

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David Dagan: Kibbutz Diary: Business savvy? These socialists have plenty

July 14, 2010

A few dozen socialists in the north of Israel met recently to raise glasses of wine and toast their latest business success. The residents of Kibbutz Mishmar Ha’emek were celebrating the returns of another strong year for Tama , their plastics company. As I explained in my last post , the kibbutz is a thoroughly socialist place. All assets are communally owned. Everybody makes the same amount of money. But the people of Mishmar Ha’emek understand that socialism needs to be paid for – and the only way to make that money is through hardheaded capitalism. So they built Tama, a partnership between Mishmar Ha’emek and another kibbutz with a minority stake. The firm manufactures plastic netting that farmers use to bundle their crops. As people here like to joke, they sell holes. It’s a tougher job than you may think: The plastic has to be strong but flexible, protective without being sticky. Tama is by the far the biggest player in the worldwide market for this product, and that is serious business. The company, which works together with equipment makers such as John Deere , has factories in three countries and about 900 workers. The see-saw between socialist and capitalist principles has profoundly shaped this thriving company. And while the philosophical contortions may seem painful, the results are better than what we often get with the standard models of business ownership. “The main goal of Tama is to bring profits to the owner [the kibbutz]. I have no other goal,” human resources manager Chen Tsur told me. But she hastened to add: “My way is different.” That different way starts with the pay scales. About 250 of Tama’s employees, more than a quarter, are members of the kibbutz. That means they all make the same amount, whether they are on the factory floor or in the executive offices. This equality of pay scales would be hard to maintain at most small firms, let alone a booming business like Tama. The company’s engineers and executives could surely break away for bigger paychecks elsewhere. So why don’t they bolt? Ideology is a factor: Tsur, for example, is genuinely committed to the kibbutz’s way of life. In addition, hometown pride plays a big role, she told me. Tsur did not grow up on the kibbutz, but many Tama leaders did. “They’re connected in their gut (to the kibbutz),” Tsur said. Photo: Akiva Kaminski Finally, Tsur pointed to Israeli workplace culture as an explanation. In the U.S., people work for money; in Europe, they want security; and in Israel, ego is a big motivator, she told me. It’s not that Tama leaders walk around with their chests puffed out, she said, but knowing they are in key roles for their community is a source of satisfaction. The non-kibbutzniks at Tama are paid following capitalist principles, though even here, the company tries to take some of the edge off. Tama gives its lowest-paid workers more than the average wage for similar jobs in their areas – as much as 20 percent more. Meanwhile, the highest-paid workers make the average for their jobs. The idea is to avoid huge pay differentials. The socialist ethos also infuses Tama’s decision making, on a large and small scale. All of Tama’s major decisions are brought before the weekly assembly of kibbutz members, which can overrule management. It is easy to envision scenarios in which this much democracy could hamstring a company. But so far that has not happened, probably because Tama’s managers enjoy a great deal of trust from their community. After all, they are making lots of money – and they’re local. Tama is similarly democratic on the inside, with many decisions made by committee and only after long deliberation, Tsur told me. It takes a lot of time, but it means decisions have broader support once they are made. Notably, this does not mean Tama cannot make tough decisions. For example, it closed a plant in England in January for economic reasons. There is plenty of fodder here for a management textbook. But the more interesting issue is how the people of Mishmar Haemek reconcile their socialist ideals with their capitalist practice. This is an old dilemma for Israel’s kibbutzim. As small communes, they simply never had the scale to be completely socialist. But they still argued about where to draw the line. At Israel’s founding, the movement debated whether it should employ new immigrants as hired laborers, for example. In the end, realism won. Israel did not become the socialist state many of the kibbutz movement’s founders dreamed about. Photo: David Dagan And if that first generation was willing to live in grinding poverty, its successors are not. You can call them hypocrites, but in a sense that line of attack says more about the outside world than it does about the kibbutz. Distant onlookers sometimes demand more purity from the kibbutz than the kibbutzniks. As Mishmar Ha’emek member Ran Golan told me: “People outside the kibbutz look at it as some kind of ideal they did not manage to realize – but it’s a good thing that someone else is trying to do it.” So, rather than smugly declaring that the kibbutz has caved in to capitalism, we might consider what capitalism can learn from the kibbutz. Tama shows us that cooperative businesses can work, and often achieve better results than those with hierarchical ownership. You do not have to be a Marxist to believe in that idea. In the U.S., for example, many companies have discovered the benefits of becoming partly or completely owned by an employee stock ownership plan, or ESOP . More broadly, in an era that saw finance executives chase bonuses off a cliff, Tama serves a reminder that we should ask whether the people running our economic engines are guided by values and incentives we can support. Corporate culture should be connected to a real-world community rather than a cloistered elite; compensation for investors and management should privilege long-term stability over the fast money. I worry that financial reform, with all its regulation and restructuring, has not focused on these fundamental principles. Sure, these are abstractions, ideals that need to be translated into actual business decisions. But Tama is proof that such a thing can be done.

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Maureen Thompson Named Vice President of Human Resources for Rural/Metro Corporation

July 12, 2010

SCOTTSDALE, AZ–(Marketwire – July 12, 2010) –  Rural/Metro Corporation ( NASDAQ : RURL ) announced today that senior human resources executive Maureen Thompson, 49, has joined the Company to lead strategic and corporate human resources throughout the enterprise.

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Debrahlee Lorenzana Asks Human-Rights Officials To Investigate Citibank (VIDEO)

June 28, 2010

NEW YORK (Associated Press) – It went viral as the ultimate example of being punished for circumstances beyond one’s control: a woman who said she was fired from her banking job because she complained that her male colleagues called her bodacious figure a workplace distraction. Then – after the tabloid headlines, the TV interviews, the New York Times column – came the disclosure that the buxom banker who said she couldn’t help the way she looked had, in fact, helped it a lot, through a series of cosmetic surgeries she had extolled on reality TV. When Debrahlee Lorenzana asked state human-rights officials on Monday to investigate her claims against Citibank – which the bank denies – her story had already become a crucible teeming with touchy subjects: sexual harassment, women’s workplace fashion, society’s obsession with beauty, Americans’ mixed feelings about publicity-seeking. It’s a morality play for the YouTube era. But as commentators ranging from legal analysts to comedians debate whether she’s a novel form of discrimination victim or a gold digger trying to cash in on male attention she courted, the 33-year-old single mom at the center of it all says she’s unbowed and trying to teach corporate America a lesson. She followed the bank’s dress code and tried to do her job, she says, and so what if she strove to look – in her own words – like a Playboy model? “There’s nothing wrong with that,” Lorenzana said at a news conference Monday. “One thing has nothing to do with the other.” Then she went off to work at her new job at another bank, dressed in a yellow sleeveless top, a form-fitting ecru skirt and tan stiletto peep-toe pumps. Lorenzana isn’t the first woman to take legal action over workplace dress requirements; famous examples include a Nevada casino bartender who unsuccessfully sued after she was fired for refusing to wear makeup. But many such cases revolve around claims that the woman was pushed to look more like a sex object – not less, as Lorenzana alleges. Her claim that she was dressed down by bosses who said she was too alluring to wear turtlenecks or pencil skirts seized the cultural moment because “it just sounded so sort of ‘Mad Men’-esque,” said Brenda Weber, a gender and cultural studies professor at Indiana University, referring to the AMC television series that often dwells on masculine privilege in a 1960s advertising firm. It’s no surprise the frenzy only intensified after the revelation of Lorenzana’s plastic surgery, Weber said. In a culture that cherishes ideals of genuineness and meritocracy, “there’s this sort of stripping of her authenticity that then, in an American context, we really sort of dislike,” she said, but “it doesn’t mean that we’re not fascinated.” Lorenzana began working at a Citibank branch in September 2008, in a job soliciting and opening up new accounts for businesses, according to her new complaint to the state Human Rights Division and a lawsuit she filed last fall. Managers soon began hassling her about her work wear, saying she looked “too distracting” for her male colleagues to handle, her lawsuit said. When she pointed out that some co-workers wore more revealing clothes than she, a manager told her that “your body is very different from them” and that because the others “are short or fat, it’s OK for them to dress like that,” her human-rights complaint said. She complained repeatedly to Citibank human resources officials and was transferred to another branch. After what she calls a deliberate campaign to keep her from meeting performance targets – including by giving her an out-of-the-way desk where customers couldn’t find her – she was fired in August, according to her complaints. Citibank, part of banking giant Citigroup Inc., says poor performance was the sole reason for her firing, and that the bank is confident it will prevail in the legal fights. “Her current attempts to gain personal publicity are as transparent as her legal claims,” Citibank spokeswoman Natalie Riper said in a statement Monday. The lawsuit, which seeks unspecified damages, is headed for arbitration. The human-rights complaint will trigger a separate investigation that could ultimately lead to a ruling from an administrative judge. The agency declined to comment Monday. The alternative newspaper The Village Voice first wrote about Lorenzana’s lawsuit June 1. Soon, fashion editors assessed her work wardrobe. Bloggers decocted the effects of beauty on the beholder and the holder. Newspapers from Canada to Florida weighed in, some calling the case a flashpoint for debate over workplace sexual harassment. Within days, Lorenzana made the rounds of network morning shows. Times columnist Maureen Dowd examined her case in light of studies on societal responses to people’s attractiveness. A panelist on NPR’s “Wait Wait … Don’t Tell Me!” pronounced her predicament “the most flattering way ever to get fired.” Then the Daily News disclosed that Lorenzana – who had told the paper, “I can’t help how I look” – had been featured in a 2003 Discovery Channel series called “Plastic Surgery New York Style” as she planned her fourth breast enlargement, to a size 32-DD. “I know men have a fantasy of having a Playboy Playmate – that’s what I want to be,” she says on the show, noting that she had also had a tummy tuck and liposuction. Lorenzana said Monday she was simply trying to restore her curves after breast-feeding, and that the show directed her comments. Discovery Channel representatives didn’t immediately return a call. The twist in Lorenzana’s story only sparked more dissection of whether she was standing up for women’s rights or setting them back. In one of the most curious debates, National Organization for Women President Terry O’Neill faced off against actor and radio personality Danny Bonaduce on CNN’s “The Joy Behar Show,” while Behar wondered aloud about whether women’s enduring concern for their appearance marked a failure of feminism. While Bonaduce lambasted Lorenzana as an attention-seeker, O’Neill says the banker shouldn’t have been subjected to the kind of attention Lorenzana says she got. “If a woman has breast implants, that really doesn’t justify inappropriate comments,” O’Neill said in an interview Monday. As for Lorenzana, she said Monday that the saga has left her more media-savvy but not sorry: “I don’t regret anything in life.”

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Sebelius Warns Employers Not To Jack Up Health Care Costs

June 14, 2010

WASHINGTON — The Obama administration had a message Monday for employers who want to keep federal bureaucrats from rewriting the rules for their company medical plans: Don’t jack up costs for workers, and you won’t have to worry about interference from the new health care law. “What we don’t want is a massive shift of costs to employees,” said Health and Human Services Secretary Kathleen Sebelius. She announced a new regulation that spells out how health plans that predate the health overhaul law can avoid its full impact. Meant to deliver on President Barack Obama’s promise that people who like their current health coverage can keep it, the rule sets limits likely to become increasingly important as medical costs keep rising. Plan changes that would cause a health plan to lose its “grandfathered” status and trigger new federal requirements include: _ Dropping coverage for a particular health problem, for example, diabetes. _ Increasing the proportion of insurance paid by workers, for example from 20 percent of the hospital bill to 25 percent. _ Cutting back the share of premiums that the company pays by more than 5 percent. _ Significantly increasing annual deductibles or co-payments paid by workers. For example, if an employer raises a $1,000 deductible by $500 over the next two years. Workplace coverage is the mainstay of the nation’s health insurance system, and will remain so under the new law. Consumer advocates said the regulation gives employers the flexibility to make needed changes, while protecting workers. “If a plan changes in some significant way, or if it increases cost-sharing amounts, then that results in a very different plan – and it should not be grandfathered in,” said Ron Pollack, executive director of Families USA, an advocacy group that supports the overhaul law. Employers are wary. “It’s a big unknown,” said Steve Wojcik, vice president of the National Business Group on Health, which represents human resources managers at major companies. “It definitely sets boundaries where plans have been used to considering all kinds of changes to both improve quality and control costs.” For example, Wojcik said it’s unclear whether a plan would lose its protected status by making a change such as requiring counseling and dieting before approval of weight-loss surgery. And converting from traditional health insurance to a policy with a health savings account might lead to problems because the latter have significantly higher deductibles. The administration’s own analysis suggests it may not be easy for current plans to keep their special protected status. By 2013, two-thirds of small employer plans will have to relinquish their “grandfathered” status, along with 45 percent of large company plans, according to regulators’ projections. Those plans will have to comply with a range of federal requirements on benefits. The rule, effective immediately, is “a key part of a balanced approach” that will “provide Americans who like their plans with stability,” Sebelius said. It won’t be a free ride for workers, said Wojcik. “Part of the bargain is that employers will be facing higher costs,” he said. “The percentage share of the premiums will remain the same, but costs are going to go up for both sides in terms of dollars.”

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Sebelius Warns Employers Not To Jack Up Health Care Costs

June 14, 2010

WASHINGTON — The Obama administration had a message Monday for employers who want to keep federal bureaucrats from rewriting the rules for their company medical plans: Don’t jack up costs for workers, and you won’t have to worry about interference from the new health care law. “What we don’t want is a massive shift of costs to employees,” said Health and Human Services Secretary Kathleen Sebelius. She announced a new regulation that spells out how health plans that predate the health overhaul law can avoid its full impact. Meant to deliver on President Barack Obama’s promise that people who like their current health coverage can keep it, the rule sets limits likely to become increasingly important as medical costs keep rising. Plan changes that would cause a health plan to lose its “grandfathered” status and trigger new federal requirements include: _ Dropping coverage for a particular health problem, for example, diabetes. _ Increasing the proportion of insurance paid by workers, for example from 20 percent of the hospital bill to 25 percent. _ Cutting back the share of premiums that the company pays by more than 5 percent. _ Significantly increasing annual deductibles or co-payments paid by workers. For example, if an employer raises a $1,000 deductible by $500 over the next two years. Workplace coverage is the mainstay of the nation’s health insurance system, and will remain so under the new law. Consumer advocates said the regulation gives employers the flexibility to make needed changes, while protecting workers. “If a plan changes in some significant way, or if it increases cost-sharing amounts, then that results in a very different plan – and it should not be grandfathered in,” said Ron Pollack, executive director of Families USA, an advocacy group that supports the overhaul law. Employers are wary. “It’s a big unknown,” said Steve Wojcik, vice president of the National Business Group on Health, which represents human resources managers at major companies. “It definitely sets boundaries where plans have been used to considering all kinds of changes to both improve quality and control costs.” For example, Wojcik said it’s unclear whether a plan would lose its protected status by making a change such as requiring counseling and dieting before approval of weight-loss surgery. And converting from traditional health insurance to a policy with a health savings account might lead to problems because the latter have significantly higher deductibles. The administration’s own analysis suggests it may not be easy for current plans to keep their special protected status. By 2013, two-thirds of small employer plans will have to relinquish their “grandfathered” status, along with 45 percent of large company plans, according to regulators’ projections. Those plans will have to comply with a range of federal requirements on benefits. The rule, effective immediately, is “a key part of a balanced approach” that will “provide Americans who like their plans with stability,” Sebelius said. It won’t be a free ride for workers, said Wojcik. “Part of the bargain is that employers will be facing higher costs,” he said. “The percentage share of the premiums will remain the same, but costs are going to go up for both sides in terms of dollars.”

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Laura Day: The Business of Intuition

June 14, 2010

Today’s market requires that you use all of our skills to compete. It is an exciting challenge and one that creates a need to discover parts of yourself that in easier times, you overlooked. In the long run, this will allow you to enrich all areas of your life. Intuition and the acquisition of wealth have a lot in common. There are many ways to arrive at each, and every individual has their own unique gift in doing so. In fact, it is the homogenization of the path that often impedes an effective strategy. As with intuition, the acquisition of wealth is mystified, when in fact, it’s based on realistic evaluation, data, self knowledge (whether yours or your company), adaptability and foresight. Both adaptability and foresight are the gifts of intuition. Where the budget dollar is spent on market research, it might be better spent on using the human resources you already have to acquire an accurate evaluation of your product or skills and a precognitive sense of the market in the future. This is especially valuable in your international market where the tools to evaluate a given “value” have not proven especially accurate. When you don’t have time for research or even an educated guess, intuition — that flash of accurate knowing — is your most reliable resource, especially if you train it. Usually, your intuition functions in emergencies, it’s the right decision you made in a split second, with little or no information that saved you. However, you don’t need to wait for an emergency to use it. In fact, the appropriate use of intuition will make you proactive enough that problems are solved before they occur. Scientific experiments demonstrating the ability of the human mind to both send and perceive information at a distance date back over fifty years, yet intuition has been cloistered in the realm of mysticism and scientific institutions. Where it really belongs is in the day-to-day structure of our life and its various endeavors. In How to Rule the World from Your Couch , I train your brain to get accurate, appropriate, actionable information in an efficient way, a way you have used inefficiently in the past. Intuition is not a strange skill acquired due to a vegetarian diet or a near-death experience. Intuition is the first capacity our brain had as babies and small children to survive in the absence of experience or reason. It can be redirected very easily to both gather and send information that will give you the edge in any market as well as helping you to find the niche where you and your company organically excel. How to Use Your Intuition to Create a Future “Market Map” Know your goals. Question your goals. People have a tendency to get stuck in a personal or corporate identity that calcifies and becomes vulnerable to market changes. If you cultivate a willingness to adapt and reinvent yourself, you will thrive. That said, if you don’t know your target it’s hard to hit it. So, know your goals. Forget out-of-the-box thinking and brainstorming. The reference point for each of these activities is something isn’t working. Throw away the box and allow perception to wander and document where your attention goes without editing. Odd as this may seem, write down a question, such as “how will our market change in the next year?” Ask your entire company (or all your friends) to write one page that will take place over a twelve month period. Tell them not to worry about the story or the writing, but to allow their attention to wander anywhere without editing anything. DO NOT TELL THEM THE QUESTION! Simply tell them you have an idea and this will help you fill in the blanks. Ask them to do it with a timeline. It sounds strange and uncomfortable at first, and it is. But, what you yield will amaze you when you apply it to the question you wrote and use a bit of interpretation to apply the data. Once you have your intuitive data, look at the other information you have available and come up with a plan. Nothing is the entire answer. Laura Day is the New York Times best selling author of PRACTICAL INTUITION and HOW TO RULE THE WORLD FROM YOUR COUCH. Newsweek named her the “$10,000-a-month psychic” and The Independent called her “The Psychic of Wall Street”. Laura has been featured on Oprah, CNN, Good Morning America, ABC News and other national and international media. Laura teaches mainstream professions how to integrate intuition into their process to create greater success. Laura teaches and lectures all over the world. HOW TO RULE THE WORLD FROM YOUR COUCH is her textbook on using intuition effectively. www.howtoruletheworldfromyourcouch.com

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Laura Day: The Business of Intuition

June 14, 2010

Today’s market requires that you use all of our skills to compete. It is an exciting challenge and one that creates a need to discover parts of yourself that in easier times, you overlooked. In the long run, this will allow you to enrich all areas of your life. Intuition and the acquisition of wealth have a lot in common. There are many ways to arrive at each, and every individual has their own unique gift in doing so. In fact, it is the homogenization of the path that often impedes an effective strategy. As with intuition, the acquisition of wealth is mystified, when in fact, it’s based on realistic evaluation, data, self knowledge (whether yours or your company), adaptability and foresight. Both adaptability and foresight are the gifts of intuition. Where the budget dollar is spent on market research, it might be better spent on using the human resources you already have to acquire an accurate evaluation of your product or skills and a precognitive sense of the market in the future. This is especially valuable in your international market where the tools to evaluate a given “value” have not proven especially accurate. When you don’t have time for research or even an educated guess, intuition — that flash of accurate knowing — is your most reliable resource, especially if you train it. Usually, your intuition functions in emergencies, it’s the right decision you made in a split second, with little or no information that saved you. However, you don’t need to wait for an emergency to use it. In fact, the appropriate use of intuition will make you proactive enough that problems are solved before they occur. Scientific experiments demonstrating the ability of the human mind to both send and perceive information at a distance date back over fifty years, yet intuition has been cloistered in the realm of mysticism and scientific institutions. Where it really belongs is in the day-to-day structure of our life and its various endeavors. In How to Rule the World from Your Couch , I train your brain to get accurate, appropriate, actionable information in an efficient way, a way you have used inefficiently in the past. Intuition is not a strange skill acquired due to a vegetarian diet or a near-death experience. Intuition is the first capacity our brain had as babies and small children to survive in the absence of experience or reason. It can be redirected very easily to both gather and send information that will give you the edge in any market as well as helping you to find the niche where you and your company organically excel. How to Use Your Intuition to Create a Future “Market Map” Know your goals. Question your goals. People have a tendency to get stuck in a personal or corporate identity that calcifies and becomes vulnerable to market changes. If you cultivate a willingness to adapt and reinvent yourself, you will thrive. That said, if you don’t know your target it’s hard to hit it. So, know your goals. Forget out-of-the-box thinking and brainstorming. The reference point for each of these activities is something isn’t working. Throw away the box and allow perception to wander and document where your attention goes without editing. Odd as this may seem, write down a question, such as “how will our market change in the next year?” Ask your entire company (or all your friends) to write one page that will take place over a twelve month period. Tell them not to worry about the story or the writing, but to allow their attention to wander anywhere without editing anything. DO NOT TELL THEM THE QUESTION! Simply tell them you have an idea and this will help you fill in the blanks. Ask them to do it with a timeline. It sounds strange and uncomfortable at first, and it is. But, what you yield will amaze you when you apply it to the question you wrote and use a bit of interpretation to apply the data. Once you have your intuitive data, look at the other information you have available and come up with a plan. Nothing is the entire answer. Laura Day is the New York Times best selling author of PRACTICAL INTUITION and HOW TO RULE THE WORLD FROM YOUR COUCH. Newsweek named her the “$10,000-a-month psychic” and The Independent called her “The Psychic of Wall Street”. Laura has been featured on Oprah, CNN, Good Morning America, ABC News and other national and international media. Laura teaches mainstream professions how to integrate intuition into their process to create greater success. Laura teaches and lectures all over the world. HOW TO RULE THE WORLD FROM YOUR COUCH is her textbook on using intuition effectively. www.howtoruletheworldfromyourcouch.com

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Former Merrill Asia Investment-Bank Chief Chunilal Sues Over Reduced Bonus

June 11, 2010

By Lindsay Fortado June 12 (Bloomberg) — The former head of Asia-Pacific investment banking at Merrill Lynch & Co., Damian Chunilal , is suing the bank over reducing his bonus last year he was with the firm. Chunilal, who was fired from Merrill in November 2008 less than two months after the bank agreed to be taken over by Bank of America Corp. , says he was paid a $2.3 million bonus for his last year. That was one-fifth of his year earlier bonus, his lawyer, Robin Knowles, said at a hearing yesterday in London, where Chunilal is suing for breach of contract. “They looked back at last year and took 20 percent,” Knowles said. “It doesn’t matter how well you’ve done, however hard you’ve worked, that’s what you get.” U.K. bankers have had success with lawsuits over reduced or withheld bonus payments in London courts since the beginning of the financial crisis. A former Societe Generale SA managing director, an ex-Seymour Pierce Ltd. investment banker and a derivatives trader who had worked at Rabobank International, have all won rulings on unpaid compensation claims this year. Merrill lawyer Christopher Harrison asked the court to throw out Chunilal’s claim, arguing the dispute should be decided in Hong Kong, where he was based. Chunilal, who reported to Greg Fleming in New York, must show the contract breach happened in London for it to be heard by a U.K. court, he said. ‘A Lot of Problems’ “We say that his claim has a lot of problems with it, as it was a wholly discretionary bonus,” Harrison said. “The claimant is not resident in this country, and yet seeks to drag the respondent into this country.” Merrill’s “normal practice” was to offer fired employees a payment of 20 percent of the bonus they received the previous year, Knowles said the bank told Chunilal. The bonus decision was, therefore, made in London by the head of human resources for investment banking, Knowles said. Bonuses for fired workers weren’t “an automatic 20 percent,” Harrison said. “Someone had to work out what level to give him.” Judge Michael Burton said he would rule on jurisdiction as early as next week. Chunilal worked for Merrill in England until 2003, when he signed a new contract with the bank and was sent to work in Hong Kong, his lawyer said. His original contract was governed by English law, and the latter one did not specify, Knowles said. The departure of Chunilal and that of Jason Brand , president of Asia-Pacific operations, and Raymundo Yu , chairman of the region, came shortly after Merrill’s purchase by Bank of America. The Asia-Pacific head of mergers and acquisitions, Kalpana Desai , also left months later. The case is Damian Chunilal v. Merrill Lynch International Inc., case no. 2009-1354, High Court of Justice (London). To contact the reporter on this story: Lindsay Fortado in London at lfortado@bloomberg.net

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Ex-Merrill Lynch Asia Investment Banking Head Chunilal Sues Over Bonus Cut

June 11, 2010

By Lindsay Fortado June 11 (Bloomberg) — Damian Chunilal , the former Asia- Pacific head of investment banking at Merrill Lynch & Co., is suing the bank over a reduced bonus payment in his last year with the firm. Chunilal, who was fired from Merrill in November 2008 less than two months after the bank agreed to be taken over by Bank of America Corp., says he was paid a $2.3 million bonus for his last year. That was one-fifth of his year earlier bonus, his lawyer, Robin Knowles, said at a hearing today in London, where Chunilal is suing for breach of contract. “They looked back at last year and took 20 percent,” Knowles said. “It doesn’t matter how well you’ve done, however hard you’ve worked, that’s what you get.” U.K. bankers have had success with lawsuits over reduced or withheld bonus payments in London courts since the beginning of the financial crisis. A former Societe Generale SA managing director, an ex-Seymour Pierce Ltd. investment banker and a derivatives trader who had worked at Rabobank International, have all won rulings on unpaid compensation claims this year. Merrill lawyer Christopher Harrison asked the court to throw out Chunilal’s claim, arguing the dispute should be decided in Hong Kong, where he was based. Chunilal, who reported to Greg Fleming in New York, must show the contract breach happened in London for it to be heard by a U.K. court, he said. ‘A Lot of Problems’ “We say that his claim has a lot of problems with it, as it was a wholly discretionary bonus,” Harrison said. “The claimant is not resident in this country, and yet seeks to drag the respondent into this country.” Merrill’s “normal practice” was to offer fired employees a payment of 20 percent of the bonus they received the previous year, Knowles said the bank told Chunilal. The bonus decision was, therefore, made in London by the head of human resources for investment banking, Knowles said. Bonuses for fired workers weren’t “an automatic 20 percent,” Harrison said. “Someone had to work out what level to give him.” Judge Michael Burton said he would rule on jurisdiction as early as next week. Chunilal worked for Merrill in England until 2003, when he signed a new contract with the bank and was sent to work in Hong Kong, his lawyer said. His original contract was governed by English law, and the latter one did not specify, Knowles said. The departure of Chunilal and that of Jason Brand , president of Asia-Pacific operations, and Raymundo Yu , chairman of the region, came shortly after Merrill’s purchase by Bank of America. The Asia-Pacific head of mergers and acquisitions, Kalpana Desai , also left months later. The case is Damian Chunilal v. Merrill Lynch International Inc., case no. 2009-1354, High Court of Justice (London). To contact the reporter on this story: Lindsay Fortado in London at lfortado@bloomberg.net

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Shrek Glass Recall: Arc International Plant Investigating Cadmium-Tainted Glasses

June 4, 2010

MILLVILLE, N.J. — The New Jersey company that makes the “Shrek”-themed drinking glasses recalled by McDonald’s because they contain cadmium says it only learned of the problem late Thursday and is looking into it. Tom Reed, vice president of human resources at Arc International’s plant in Millville, says the company received a copy of a McDonald’s memo on the recall of 12 million glasses but has not heard anything else. Reed would not say where the paint was made or whether it’s used in Arc’s other products. Arc is based in France and owns the Pyrex brand of cookware in Europe. The U.S. Consumer Product Safety Commission announced the voluntary recall Friday. It warned consumers to immediately stop using the glasses. Cadmium is a toxic metal and known carcinogen.

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India’s Central Bank Signals `Cautious’ Policy Amid Europe’s Debt Crisis

May 19, 2010

By Anoop Agrawal and Kartik Goyal May 20 (Bloomberg) — India’s central bank signaled it may raise interest rates in a measured manner as Europe’s debt crisis outweighs inflation concerns. Global economic conditions have changed in the past six weeks and a “cautious pace is the best way to go and that is the stance,” Subir Gokarn , the deputy governor in charge of monetary policy at the Reserve Bank of India, told reporters in Thiruvananthapuram, India, yesterday. “I am aware rates are quite out of line with inflation and the growth scenario.” India and China, the world’s fastest-growing major economies, are struggling to control inflation amid risks to growth emanating from debt woes of Greece, Portugal and Spain. Gokarn’s comments indicate the central bank may slow the pace of interest-rate increases even though Governor Duvvuri Subbarao described rising prices as a “big worry.” “Interest rates will go up, but in a gradual way,” said Dharmakirti Joshi , chief economist at Crisil Ltd., the Indian unit of Standard & Poor’s. Subbarao may raise borrowing costs by a quarter percentage point in the next monetary policy announcement on July 27, Joshi said, adding a move before that is unlikely. The Reserve Bank on April 20 raised its benchmark interest rates by a quarter point for the second time in a month, increasing the reverse repurchase rate to 3.75 percent and the repurchase rate to 5.25 percent. Protect Economy The government will protect the Indian economy from the crisis in Europe, Finance Minister Pranab Mukherjee said in an interview with the NDTV Profit television channel yesterday. India’s central bank unveiled its stance after the European Union and International Monetary Fund cobbled together a 110 billion-euro ($136.4 billion) rescue package for Greece on May 2 to prevent contagion. European leaders followed it up with an unprecedented emergency fund of as much as 750 billion euros to back countries facing instability and a program of bond purchases by the European Central Bank. Europe’s problems coincide with rising prices in India, with the benchmark wholesale-price inflation rate climbing 9.59 percent in April as demand for cars and houses increase. India’s industrial production grew 13.5 percent in March, rising more than 10 percent for a sixth straight month. In China, where industrial production rose 17.8 percent in April, consumer prices climbed at the fastest pace in 18 months, adding pressure on policy makers to raise interest rates and allow yuan gains. China has raised banks’ reserve requirements three times this year. Factory Output Factory output is gaining strength in India as wages rise. Salaries in India may grow at the fastest pace in the Asia Pacific this year, according to Hewitt Associates Inc., the Lincolnshire, Illinois-based human resources adviser. Cement production by companies including ACC Ltd. , India’s biggest cement maker, gained 10.1 percent in March, the government said on April 27. Concerns about Europe caused the Sensitive Index to fall the most in about four months yesterday, declining 2.8 percent on the Bombay Stock Exchange. The rupee weakened the most in 15 months, closing at 46.3550 per dollar in Mumbai, while the yield on the 10-year government bond fell five basis points to 7.44 percent, the lowest in more than five months. Subbarao and Gokarn are in Thiruvananthapuram for a meeting of the central bank’s board of directors today. The board includes Azim Premji , chairman of Wipro Ltd., India’s third- largest software provider, and Kumar Mangalam Birla , chairman of Hindalco Industries Ltd., the nation’s largest aluminum producer. To contact the reporter on this story: Anoop Agrawal in Thiruvananthapuram at Aagrawal8@bloomberg.net . Kartik Goyal in New Delhi at kgoyal@bloomberg.net

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UBS Schools Private-Banking Rookies in Asia as Search for Talent Heats Up

May 7, 2010

By Joyce Koh May 7 (Bloomberg) — UBS AG , Switzerland’s biggest bank, is reviving an effort to recruit people without industry experience for its Asian private banking unit after a one-year hiatus, as competition for wealth managers heats up in the region. The Zurich-based bank is taking out ads in Singapore, Hong Kong and Taiwan newspapers tomorrow to invite applications for the UBS Wealth Management Associate Program, said Curdin Duschletta, head of UBS Business University for Asia-Pacific. Admissions will be similar to previous years, when the course took in 25 to 50 people, he said. “If we in the industry only go for the experienced ones, it wouldn’t work out,” Duschletta said in an interview. “We would just see people moving around; there would still be less advisers than there is wealth out there to be taken care of. If we don’t offer people the opportunity to enter the industry, we would bleed out.” UBS, the biggest wealth manager in Asia with about 163 billion Swiss francs ($146.5 billion) of assets as of Dec. 31, is reaching outside the industry to aid a plan to expand its workforce of 1,000 private bankers in the region by about 40 percent. The approach contrasts with that of rivals like Citigroup Inc. , who have said they want experienced bankers. “The breadth and sophistication of our full private banking service, as well as the client type we serve, require bankers who have had in excess of 10 years of finance industry experience, preferably across a variety of disciplines,” said Mark Morgan, global head of human resources at Citi Private Bank. Bankers Needed Citigroup’s private bank serves clients with at least $10 million of net assets. UBS typically requires 1 million francs, or $900,000, to open a private-banking account. The bank, together with rivals including Citigroup, Credit Suisse Group AG and Julius Baer Group Ltd., faces a tightening labor market as they vie for an estimated $7.4 trillion of private riches in Asia. The industry may need 900 additional wealth managers in the next five years to cope with growth, according to a September research note from UBS. UBS started the Wealth Management Associate Program in 2006 and suspended it last year. The course is “part of our effort to continue to develop talent, particularly in Asia-Pacific where the industry is growing rapidly,” said Kathryn Shih , the bank’s head of wealth management in the region. Applicants for the UBS course should have about five years of work experience, preferably in finance or banking, according to a copy of the ad that was obtained by Bloomberg News. Surpassing U.S. Since the course started in 2006, UBS has gotten “thousands” of applications each year, according to Duschletta. About 120 people have graduated from the program since its inception, and most are now junior private bankers at UBS. Although most applicants tend to be from the banking industry, UBS has trained a handful of private bankers who previously worked in industries ranging from music to real estate and media, Duschletta said. Asia-Pacific is forecast to surpass North America by 2013 as the world’s largest private banking market, according to a Capgemini SA and Merrill Lynch report. Wealthy people in the region will outnumber those in the U.S. and Europe by the end of next year, consulting firm Booz & Co. estimates. “We see a pick-up in the markets,” said Duschletta. “We see a pick-up in our business development. We have the capacity to train and invest in these people, and we also need them to help us generate the business growth.” Crisis Lessons UBS said last month its wealth management units had net new money inflows in the Asia-Pacific region even as rich clients withdrew about 15 billion francs worldwide in the first quarter. Citigroup plans to hire 40 private bankers and specialists across Asia-Pacific in coming months. Standard Chartered Plc will add 100 relationship managers over the next 12 months, with many in Asia. RBS Coutts Bank Ltd., which lost more than a third of its Singapore staff to rival BSI Bank, aims to hire about 200 people in Asia over the next five years. Bank of Singapore, the private banking arm of Oversea-Chinese Banking Corp. , is taking on 30 more employees. The global financial crisis, during which wealthy people sued their private banks in Singapore and Hong Kong over financial losses, convinced some executives of the need to only employ industry veterans. Clariden Leu, the private bank owned by Credit Suisse, said in October it plans to only hire people with at least 15 years of experience in Asia. The lesson wasn’t lost on UBS, Duschletta said. “We have gone through quite tough times,” he said. “Now when you talk to someone, you think about how the person would behave in a crisis. You wouldn’t have thought about this three years ago.” To contact the reporter on this story: Joyce Koh in Singapore at jkoh38@bloomberg.net

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Brown Challenges Cameron for Undecided Suburban Voters in 23% of Districts

April 7, 2010

By Thomas Penny April 7 (Bloomberg) — Michael Paterson is one of the reasons why pollsters say British Prime Minister Gordon Brown still has a chance in the May 6 election. Paterson, who voted for the opposition Conservatives in the last two elections, says he’s undecided about backing David Cameron , the party’s leader. “I have a concern that Cameron is more style over substance,” said Paterson, head of human resources for a unit of German reinsurer Munich Re . “I need to know more about the policies. It’s easy to look impressive in opposition.” The 39-year-old father of three and wavering voters like him will probably be decisive in the most closely contested British election in a generation. The two main parties are targeting about 150 districts — out of a total of 650 — that they’ve identified as swing seats in an election that polls suggest will fail to give either one a governing majority. Residents of London’s commuter belt, where Paterson lives in the suburb of Tooting, were crucial to Labour when then-43- year-old Tony Blair won in 1997. Cameron, 43, who described himself in 2005 as Blair’s heir, needs to sway those voters. Even with a lead that swelled to 28 percentage points over Brown during the longest U.K. recession on record, Cameron, former director of corporate affairs at London-based media firm Carlton Communications Plc , hasn’t been able to close the sale. Thatcher’s Policies Undecided voters are concerned he may go back to policies adopted by Prime Minister Margaret Thatcher in the 1980s and slash services, said Stephen Driver , who teaches politics at Roehamption University in London. The Conservative have promised 6 billion pounds ($9.1 billion) in immediate cuts if they win. “ The Conservative Party still has to convince voters it has learned the lessons of the last decade,” said Driver. “Most people want a combination of a market economy and good public services.” The Conservative lead shrank to 2 percentage points in a YouGov Plc poll on March 24, an outcome that would result in no single party having a majority, a so-called hung parliament. An Ipsos-Mori poll of swing seats at the same time showed the Conservatives outperforming their national result, though not by enough to gain a majority in the House of Commons. The Ipsos-Mori poll , conducted between March 19 and March 22, reported that in marginal districts, 40 percent of Conservative supporters and 37 percent of Labour supporters said they may change their mind before the election. No margin of error was provided. ‘Make the Case’ “We’ve got to go out there and make the case,” said Greg Barker , a Conservative spokesman on climate change and adviser to Cameron. “At the end of three weeks of David Cameron, I think people who are minded to vote for us will have no doubt that he is the change that Britain needs.” Blair, who was succeeded by Brown in 2007, built a coalition across the political spectrum by promising higher spending without raising taxes. That might not be an option for Cameron because of a record budget deficit of about 12 percent of gross domestic product. “It’s much harder for Cameron to pull off a Blair-type campaign of leaving all the old divisions behind,” said Robert Ford, a political scientist at Manchester University. “Blair said we can keep taxes low and we can have better public services. No one can credibly say that in 2010.” Halal Butchers In Tooting, six miles south of Parliament, the Conservatives are trying to defeat Sadiq Khan , a minister in Brown’s government, concentrating their campaign on young parents and voters who live in areas where houses sell for more than 1 million pounds. Activists say they don’t expect to win over traditionally Labour voting areas where streets are lined with Halal butchers and Islamic bookshops. Mark Clarke , 32, the Conservative candidate who has knocked on doors in four elections in the district, said polls are tightening because residents who had said they didn’t plan to vote are now backing Labour or the Liberal Democrats, the number-three party. Clarke said the Conservative vote is solid. “People now want to ask two questions: ‘This David Cameron, is he for real? He seems to be a nice guy but I know it could all be PR and spin.’ The other question is, ‘he seems alright, what about you though, what about the rest of the Conservative Party?’” Clarke said. Playing on those doubts, Brown has said Conservatives’ proposed budget cuts risk a “double-dip” recession. Labour has clawed back support since the economy rebounded with growth of 0.4 percent in the fourth quarter of 2009 and better-than- expected jobless figures . Cameron’s Risk Cameron risks alienating swing voters should he play on the economy and the need for cuts, Ford said. “It’s much harder to make the case about broken Britain and the urgent need for austerity now people feel the situation is stabilizing,” he said. “People are less worried about the economic situation than they were six or seven months ago.” Paterson, who is married to an elementary school teacher and moved to London from Scotland, voted for Blair in 1997, though turned back to the Conservatives when they had little chance of winning in 2001 and 2005 elections. The cricket fan does have some comfort for Cameron. He says there’s no chance he will vote for Brown. He’s concerned about tax increases. “It comes down to perception and gut feeling that they’ll revert to type,” he said. “Labour will err on the side of high taxation and in as much as I’d want my parties to err, I’d want them to lean toward low taxation.” To contact the reporter on this story: Thomas Penny in London at tpenny@bloomberg.net

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2 Million Eager For Health Care On Parents’ Plans

April 1, 2010

CHICAGO — Congress voted to overhaul the health care system on a Sunday. On Monday, Patti Lawson e-mailed her employer’s human resources office to ask how soon she could get her 22-year-old daughter back on her health insurance. In about six months, the new law will allow at least 2 million young adults to be covered under their parents’ policies. These are the “millennials,” those who came of age in the new century and now are struggling to get on their feet during the worst slump since the Depression. Many can’t find jobs, and many who are employed don’t have health coverage from their employers. The law will allow young adults to stay on or return to their parents’ insurance until age 26. To qualify, young people must be “dependents” of their parents. They don’t necessarily have to live under the same roof. Lawson, a Gettysburg College administrator in Pennsylvania, said she is hoping to get her daughter back on her health plan because she is tired of playing “a roulette game.” Her daughter has just a temporary job that doesn’t provide insurance. “You’re banking on your child staying well,” said Lawson, who has been a single parent since her husband died of cancer three years ago. Regulations still have to be written, but here are some of the crucial specifics of the new law, based on a reading of the measure and interpretation by various experts: _It applies to young adults up to their 26th birthday who don’t have access to insurance through their employer. _There is no dispute the measure applies to young people away at college. It is widely assumed the law also covers other young people living on their own. _It will include married children but not their spouses or their kids. _It is unclear whether parents must wait until their health plan’s next open enrollment period to sign up their uninsured older children. _Young adults who live in a different state from their parents should check to see if their parents’ health plan covers medical services where they live. This is the first time the federal government has forced insurance companies to let young adults stay on their parents’ policies. More than half the states already have laws that extend the age of dependent coverage. New York and New Jersey push it all the way to age 30 and 31 and would be allowed to keep those provisions. The new federal law “provides a minimum, not a maximum,” said law professor Timothy Jost of Washington and Lee University. Also, while many state laws do not apply to coverage from self-insured employer plans, the federal law will, experts say. Much will depend on regulations to be written by federal health officials. Among other things, Health and Human Services will have to decide what constitutes “dependent,” and the definition will not necessarily be the same one used by the Internal Revenue Service for tax purposes. Also, HHS will have to clear up the issue of whether young people who live far from home can stay on their parents’ plans. Young adults in their 20s are the most likely age group to be uninsured, and nearly 30 percent of them lacked insurance in 2008. “Given the downturn in the economy and the unemployment rate among young adults, it’s a really important provision in the bill,” said Sara Collins of the nonpartisan Commonwealth Fund. Since 2003, the group has written a report titled “Rite of Passage?” about uninsured young adults and how they often lose health coverage at age 19 or upon high school or college graduation. “It’s a problem that spans the income spectrum,” Collins said. Before the law takes effect, some young adults who are graduating from college or otherwise becoming ineligible to stay on their parents’ plans may want to buy insurance through COBRA to bridge any gap in coverage. But that can be expensive; there are also short-term plans that can be found through Web sites like . http://www.ehealthinsurance.com The law will help Portland, Ore., mother Jessie Edwards sleep better at night. The nurse practitioner will be able to get both her young adult children covered as dependents on her insurance. Her 23-year-old son is losing his insurance this month, and her 25-year-old daughter has been uninsured for two years. What frightens Edwards most is the possibility of one of them getting into an accident, she said. “What would we do? How would we cover that?” Pat and John Curry of Augusta, Ga., have two daughters, ages 23 and 21. Without the new law, the older daughter would lose coverage on the family health plan at her next birthday. “It would be a tremendous relief to us if we could keep them on our insurance,” Pat Curry said. “This is something that would give them just a little more time to get their feet under them with the economy the way it is.” Lawson bought her college graduate daughter, Katie Byrne, catastrophic coverage on the independent market, so she wouldn’t be completely uninsured while she searches for a job with benefits. But the $100-a-month plan does not include doctor visits. Meanwhile, Lawson’s 19-year-old son is still covered. “My son can go to a doctor if he twists his knee playing soccer and it’s a $15 copay,” Lawson said. “Then I have a daughter who does not have the same benefits. It illustrates for me what a lot of Americans face.” Under Pennsylvania law, Lawson’s employer could choose to offer coverage for dependents up to age 30, but her employer has decided not to do so. In the meantime, Lawson plans to fill an Easter basket with dental floss, medications and other health items for her daughter. She is encouraging her daughter to stay healthy while they wait to get her back on Lawson’s plan. ___ On the Net: FAQs on young dependent coverage: http://www.younginvincibles.org/cover.html

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Xerox Chairman Anne Mulcahy to Retire; Chief Executive Burns to Take Title

March 30, 2010

By Katie Hoffmann March 30 (Bloomberg) — Xerox Corp. Chairman Anne Mulcahy will retire in May, stepping down after more than 30 years at the world’s largest maker of high-speed color printers. Mulcahy, 57, will leave May 20, the date of the annual shareholders’ meeting, Norwalk, Connecticut-based Xerox said today in a statement. Ursula Burns , who assumed Mulcahy’s duties as chief executive officer on July 1, will take on both roles. Mulcahy became CEO in 2001, charged with reversing repeated quarters of sales declines . She was named chairman the following year and helped keep the company afloat by exiting unprofitable businesses and cutting at least 20,000 jobs. Burns, 51, whose succession to CEO marked the first woman-to-woman transition in the Fortune 500, was with Mulcahy through most of her tenure, joining the company in 1980 and becoming president in 2007. Xerox was unchanged at $9.73 at 10:20 a.m. in New York Stock Exchange composite trading . The shares had climbed 15 percent this year before today. In 2000, Xerox shares plunged 80 percent as former CEO Richard Thoman led the company to exhaust its $7 billion line of credit. Mulcahy took over, stopped making personal copiers and started focusing on laser printers and color printing. The moves, along with Mulcahy’s cost-cutting, helped increase sales, and she reinstated the company’s quarterly dividend in 2007, after it was discontinued in 2001. Mulcahy started to shift the business again in the past few years — focusing more on services, such as managing companies’ documents and printing. Charity Chairman This year, Burns steered Xerox through its largest acquisition, buying Affiliated Computer Services Inc. for $6 billion. The purchase of Affiliated, which helps clients manage human resources and other tasks, will fuel sales of services as revenue from printing equipment — which accounts for more than a quarter of total sales — declines. Since retiring as CEO, Mulcahy joined the board of Johnson & Johnson and became chairman of the charity Save the Children. She is also a board member of Citigroup Inc. and the Washington Post Co. To contact the reporter on this story: Katie Hoffmann in New York at khoffmann4@bloomberg.net

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Democrats Pick Up Health-Care Supporters as House Moves Near Critical Vote

March 19, 2010

By Nicole Gaouette and Kristin Jensen March 19 (Bloomberg) — U.S. House Democrats, who cleared a big hurdle in their effort to overhaul the health-care system by producing compromise legislation, are picking up fresh support for a showdown vote this weekend. Democrats need about six more votes from House members to pass the 10-year, $940 billion bill, Obama administration officials said today. President Barack Obama and Democratic leaders aim to sway some in a pool of 14 or 15 undecided lawmakers to get to the 216 votes needed to pass the measure, according to the officials, who spoke on condition of anonymity. “We are going to have the votes when the roll is called,” House Majority Leader Steny Hoyer told reporters today. A vote is scheduled for March 21, leaders said. Obama plans to meet with House Democrats at the White House tomorrow. He has met or called about three-dozen lawmakers in the last five days and cleared his schedule today for more last- minute appeals, including a rally in Fairfax, Virginia. “You’ve got to help us finish this fight,” Obama told the crowd. “You’ve got to stand with me just like you did three years ago and make some phone calls and knock on some doors, talk to your parents, talk to your friends. Do not quit.” Four Switch At least four Democrats agreed to switch their votes to back the bill this week. House Speaker Nancy Pelosi may need more to make up for defections by Democrats concerned about issues ranging from the cost to whether restrictions on abortion funding are strong enough. Democrats say the legislation will cover 32 million uninsured Americans and curb medical costs . The Congressional Budget Office yesterday said it would also reduce the federal deficit by $138 billion in the first 10 years and further reduce the shortfall afterward. “This changed a few votes in the last few days,” said Representative Bill Pascrell , a New Jersey Democrat who plans to vote for the bill in part because it cuts the deficit. The Senate, which passed its own version of the legislation in December, will take up the revised measure next week. House members objected to key provisions of the Senate bill, and Democratic leaders unveiled a compromise measure yesterday to settle the differences. Biggest Changes Democrats are seeking the biggest changes to the health system since the creation of the Medicare program for the elderly in 1965. Insurers such as Indianapolis-based WellPoint Inc. would get millions of new policyholders, while being required to accept all customers. Republicans are universally opposed and have vowed to block the plan. They say it costs too much and uses budgeting gimmicks because much of the expansion of insurance coverage comes later in the life of the bill. “They can tweak this thing and tweak it,” House Republican Leader John Boehner of Ohio told reporters. “Still, it’s a trillion dollars they are going to spend.” Business groups have mounted a lobbying campaign against the legislation, and Caterpillar Inc. sent a letter to Pelosi and Boehner saying the bills would raise its costs by $100 million in the first year alone. “We can ill afford cost increases that place us at a disadvantage versus global competitors,” wrote Gregory S. Folley, vice president and chief human resources officer at Peoria, Illinois-based Caterpillar, in the March 18 letter. Lobbying Lawmakers Obama says the U.S. can’t afford not to overhaul the health-care system, and postponed a trip to Indonesia and Australia to lobby lawmakers. Ohio Representative John Boccieri today told reporters he will support the new legislation after voting against a version when it passed the House in November. That followed similar announcements from Democrats Bart Gordon of Tennessee, Betsy Markey of Colorado and Dennis Kucinich of Ohio. The Democrats have lost votes too. New York Representative Michael Arcuri , who voted in favor of the original House bill, said he’s now a “no.” He said the bill doesn’t do enough to control costs in a statement . Representative Dan Lipinski , an Illinois Democrat, said he also is switching his vote to “no,” citing concerns about abortion. That followed the likely loss of Michigan Democrat Bart Stupak , who has said he can’t support the new legislation without changes on abortion. Geographic Disparities And a group of lawmakers are protesting the deletion of a provision designed to ease geographic disparities in Medicare payments. Oregon Representative Peter DeFazio , a “yes” vote in November, said he would be a “no” this time unless the provision, affecting 17 states, is reinstated. “There are a number of people who may be miscounted at this time,” DeFazio said of the “yes” vote count. The original House bill passed 220-215 in November. Since then, Democrats lost four “yes” votes because of vacancies and a switch by the only Republican who supported the bill. All told, 37 sitting Democrats voted “no” on the original bill. Another 40 supported the measure while voting “yes” on language calling for stricter controls on abortion funding put forth by Stupak. Some of their votes, like Lipinski’s, might change. House and Senate lawmakers designed the bill that will make changes to the Senate legislation under a process called reconciliation. It will allow the Senate to pass the revised bill with a simple majority after the House passes the original Senate measure and the changes. To contact the reporters on this story: Kristin Jensen in Washington at kjensen@bloomberg.net ; Nicole Gaouette in Washington at ngaouette@bloomberg.net

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Democrats Pick Up Health-Care Supporters as House Moves Near Critical Vote

March 19, 2010

By Nicole Gaouette and Kristin Jensen March 19 (Bloomberg) — U.S. House Democrats, who cleared a big hurdle in their effort to overhaul the health-care system by producing compromise legislation, are picking up fresh support for a showdown vote this weekend. Democrats need about six more votes from House members to pass the 10-year, $940 billion bill, Obama administration officials said today. President Barack Obama and Democratic leaders aim to sway some in a pool of 14 or 15 undecided lawmakers to get to the 216 votes needed to pass the measure, according to the officials, who spoke on condition of anonymity. “We are going to have the votes when the roll is called,” House Majority Leader Steny Hoyer told reporters today. A vote is scheduled for March 21, leaders said. Obama plans to meet with House Democrats at the White House tomorrow. He has met or called about three-dozen lawmakers in the last five days and cleared his schedule today for more last- minute appeals, including a rally in Fairfax, Virginia. “You’ve got to help us finish this fight,” Obama told the crowd. “You’ve got to stand with me just like you did three years ago and make some phone calls and knock on some doors, talk to your parents, talk to your friends. Do not quit.” Four Switch At least four Democrats agreed to switch their votes to back the bill this week. House Speaker Nancy Pelosi may need more to make up for defections by Democrats concerned about issues ranging from the cost to whether restrictions on abortion funding are strong enough. Democrats say the legislation will cover 32 million uninsured Americans and curb medical costs . The Congressional Budget Office yesterday said it would also reduce the federal deficit by $138 billion in the first 10 years and further reduce the shortfall afterward. “This changed a few votes in the last few days,” said Representative Bill Pascrell , a New Jersey Democrat who plans to vote for the bill in part because it cuts the deficit. The Senate, which passed its own version of the legislation in December, will take up the revised measure next week. House members objected to key provisions of the Senate bill, and Democratic leaders unveiled a compromise measure yesterday to settle the differences. Biggest Changes Democrats are seeking the biggest changes to the health system since the creation of the Medicare program for the elderly in 1965. Insurers such as Indianapolis-based WellPoint Inc. would get millions of new policyholders, while being required to accept all customers. Republicans are universally opposed and have vowed to block the plan. They say it costs too much and uses budgeting gimmicks because much of the expansion of insurance coverage comes later in the life of the bill. “They can tweak this thing and tweak it,” House Republican Leader John Boehner of Ohio told reporters. “Still, it’s a trillion dollars they are going to spend.” Business groups have mounted a lobbying campaign against the legislation, and Caterpillar Inc. sent a letter to Pelosi and Boehner saying the bills would raise its costs by $100 million in the first year alone. “We can ill afford cost increases that place us at a disadvantage versus global competitors,” wrote Gregory S. Folley, vice president and chief human resources officer at Peoria, Illinois-based Caterpillar, in the March 18 letter. Lobbying Lawmakers Obama says the U.S. can’t afford not to overhaul the health-care system, and postponed a trip to Indonesia and Australia to lobby lawmakers. Ohio Representative John Boccieri today told reporters he will support the new legislation after voting against a version when it passed the House in November. That followed similar announcements from Democrats Bart Gordon of Tennessee, Betsy Markey of Colorado and Dennis Kucinich of Ohio. The Democrats have lost votes too. New York Representative Michael Arcuri , who voted in favor of the original House bill, said he’s now a “no.” He said the bill doesn’t do enough to control costs in a statement . Representative Dan Lipinski , an Illinois Democrat, said he also is switching his vote to “no,” citing concerns about abortion. That followed the likely loss of Michigan Democrat Bart Stupak , who has said he can’t support the new legislation without changes on abortion. Geographic Disparities And a group of lawmakers are protesting the deletion of a provision designed to ease geographic disparities in Medicare payments. Oregon Representative Peter DeFazio , a “yes” vote in November, said he would be a “no” this time unless the provision, affecting 17 states, is reinstated. “There are a number of people who may be miscounted at this time,” DeFazio said of the “yes” vote count. The original House bill passed 220-215 in November. Since then, Democrats lost four “yes” votes because of vacancies and a switch by the only Republican who supported the bill. All told, 37 sitting Democrats voted “no” on the original bill. Another 40 supported the measure while voting “yes” on language calling for stricter controls on abortion funding put forth by Stupak. Some of their votes, like Lipinski’s, might change. House and Senate lawmakers designed the bill that will make changes to the Senate legislation under a process called reconciliation. It will allow the Senate to pass the revised bill with a simple majority after the House passes the original Senate measure and the changes. To contact the reporters on this story: Kristin Jensen in Washington at kjensen@bloomberg.net ; Nicole Gaouette in Washington at ngaouette@bloomberg.net

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Ex-Brocade Chief Reyes Loses Bid for Mistrial in Options-Backdating Case

March 19, 2010

By Karen Gullo March 19 (Bloomberg) — Ex- Brocade Communications Systems Inc. Chief Executive Officer Greg Reyes ’s request for a mistrial on stock options backdating charges was rejected by a judge who found no prosecutorial misconduct or false testimony. U.S. District Judge Charles Breyer in San Francisco said today there was no evidence that a government witness gave false testimony. A former member of Brocade ’s human resources department testified March 1 at Reyes’s trial that the stock options granting process at his former employer, KLA-Tencor Corp. , didn’t involve “look-back pricing” that was used at Brocade, Reyes’s lawyers said. The testimony suggested that there was no stock options backdating at KLA-Tencor and the government knew that grants at the company had been backdated, the lawyers said. They asked for Breyer to declare a mistrial or order that the jury be told of the error. Breyer said today he might follow prosecutors’ suggestion to instruct the jury that KLA-Tencor has disclosed that it backdated options. Reyes’s conviction on backdating charges in his first trial in 2007 was thrown out by a federal appeals court that ordered a new trial, citing misconduct by prosecutors for telling jurors that executives in Brocade’s finance department were unaware of the backdating when, in fact, they knew about it. Built-in Profits Stock options allow holders to buy shares at a later date, usually at the trading price on the day they are granted. Through backdating, companies change the grant date to one with a lower stock price, giving recipients built-in profits. Unless disclosed and recorded as an expense, the practice is illegal because it hides costs from shareholders and regulators. Reyes’s trial began Feb. 22. Closing arguments in the trial are scheduled for March 22. Brocade, based in San Jose, California, is the biggest maker of switches for data-storage networks. The case is U.S. v. Reyes, 06-00556, U.S. District Court, Northern District of California (San Francisco). To contact the reporter on this story: Karen Gullo in San Francisco at kgullo@bloomberg.net .

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Democrats Gain Support as They Move on Health Vote

March 19, 2010

By Laura Litvan and Kristin Jensen March 19 (Bloomberg) — U.S. House Democrats, who cleared a big hurdle in their effort to overhaul the health-care system by producing compromise legislation, are picking up fresh support for a showdown vote this weekend. Democrats need about six more votes from House members to pass the 10-year, $940 billion bill, Obama administration officials said today. President Barack Obama and Democratic leaders aim to sway some in a pool of 14 or 15 undecided lawmakers to get to the 216 votes needed to pass the measure, according to the officials, who spoke on condition of anonymity. “We are going to have the votes, when the roll is called,” House Majority Leader Steny Hoyer told reporters today. A vote is scheduled for March 21, leaders said. Obama has met or called about three-dozen lawmakers in the last five days and cleared his schedule today for more last- minute appeals, including a rally in Fairfax, Virginia. At least four Democrats agreed to switch their votes to back the bill this week. House Speaker Nancy Pelosi may need more to make up for defections by Democrats concerned about issues ranging from the cost to whether restrictions on abortion funding are strong enough. Senate Version Democrats say the legislation will cover 32 million uninsured Americans, curb medical costs and reduce the federal budget deficit. “This is history,” Pelosi said yesterday. The Senate, which passed its own version of the legislation in December, will take up the revised measure next week. House members objected to key provisions of the Senate bill, and Democratic leaders unveiled a compromise measure yesterday that was crafted to settle the differences. The legislation represents the most significant health-care revamp since the creation of the Medicare program for the elderly in 1965. Americans would benefit from more access to preventive care and young adults could stay on their parents’ insurance until age 26, Democrats said. Insurers such as Indianapolis-based WellPoint Inc. would get millions of new policyholders while being required to accept all customers. Cutting the Deficit Democrats got a boost yesterday when the Congressional Budget Office said their bill would cut the deficit , a critical element for winning support. New taxes, industry fees and savings in Medicare more than make up for the extra costs, the CBO said. Republicans are universally opposed and have vowed to block the plan. They say it uses budgeting gimmicks because much of the expansion of insurance coverage comes later in the life of the bill, and that it costs too much. “They can tweak this thing and tweak it,” House Republican Leader John Boehner of Ohio told reporters. “Still, it’s a trillion dollars they are going to spend.” Business groups are mounting a last-minute lobbying campaign against the legislation, and Caterpillar Inc. sent a letter to Pelosi and Boehner saying the bills would raise its costs by $100 million in the first year alone. “We can ill afford cost increases that place us at a disadvantage versus global competitors,” wrote Gregory S. Folley, vice president and chief human resources officer at Peoria, Illinois-based Caterpillar, in the March 18 letter. Lobbying Lawmakers Obama says the U.S. can’t afford not to overhaul the health-care system, and yesterday he postponed a trip to Indonesia and Australia to lobby lawmakers. Ohio Representative John Boccieri today told reporters he will support the new legislation after voting against a version passed by the House in November. The White House yesterday released a statement saying that Tennessee Democrat Bart Gordon also switched sides. So did Colorado Representative Betsy Markey , said her spokesman, Ben Marter. Ohio Democrat Dennis Kucinich , who voted “no” on the earlier House bill, said on March 17 that he will support the new legislation. And Representative Dale Kildee , an anti- abortion Michigan Democrat, said he decided to support the new bill after consulting a Roman Catholic priest. The Democrats lost one vote today. Representative Dan Lipinski, an Illinois Democrat, who voted in favor of the original House bill, said today he’s switching his vote to “no,” citing concerns about abortion. The original House bill passed 220-215 in November. Since then, Democrats lost four “yes” votes because of vacancies and a switch by the only Republican who supported the bill. Abortion Fight All told, 37 sitting Democrats voted “no” on the original bill. Another 40 supported the measure while also voting “yes” on language calling for stricter controls on federal abortion funding that was put forth by Michigan Democrat Bart Stupak . Some of their votes might waver because the Senate bill’s language is less stringent. Stupak says he can’t support the new legislation without changes on abortion. Others are undecided, including Indiana Democrat Brad Ellsworth . While abortion remains a concern, he said parts of the bill are good. “It meets most of my requirements,” he said. House and Senate lawmakers designed the bill that will make changes to the Senate legislation under a process called reconciliation. It will allow the Senate to pass the revised bill with a simple majority after the House passes the original Senate measure and the changes. Under the reconciliation bill, individuals who don’t purchase insurance would face lower fines than in the original Senate bill. Angering Insurers That’s likely to upset insurers , who objected to any weakening of the insurance mandate, saying that only sick people would seek coverage and insurance rates would rise. The plan also requires the industry to pay $58.8 billion in fees from 2014 to 2018, with adjusted levies afterward. “This legislation will drive up health-care costs by adding billions in new health-care taxes and encouraging people to wait until they are sick before getting insurance,” said Karen Ignagni , the president and chief executive officer of the trade group America’s Health Insurance Plans, in a statement. To contact the reporters on this story: Laura Litvan in Washington at llitvan@bloomberg.net ; Kristin Jensen in Washington at kjensen@bloomberg.net

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