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  • Contributions for Decatur mayoral candidates total almost $122K in final week before election

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    Aug. 21—With less than a week left before Decatur’s 2025 municipal elections, contributions for two of the four mayoral candidates are officially up to $121,838.

    According to the Alabama Secretary of State’s Office’s website Wednesday, Kent Lawrence leads in these final days with $82,784 in contributions. Billy Jackson reported $39,054 in contributions through Monday.

    The election is Tuesday.

    A candidate does not have to report contributions or expenses to the state if he or she doesn’t cross the $1,000 threshold.

    Butch Matthews said Wednesday that he reported a single $100 contribution to the Secretary of State. Matthews, who is making his fourth attempt at becoming mayor, said he doesn’t have as many signs as in the past.

    “I’m talking to people and waving at people,” Matthews said. “I’m paying for the campaign myself.”

    Wiley had not passed the $1,000 threshold as of Wednesday, according to an official in the Secretary of State’s Office. However, Wiley said she received $1,800 in contributions and spent $1,600 of it on her campaign.

    “I don’t owe anybody anything,” Wiley said. “I don’t have a consultant, an image maker or an entourage. I’m a self-confident woman who can go into a room and talk to anyone. I’m talking to a boatload of people, one coffee cake at a time, three or four people at a time. That’s how I am.”

    Jess Brown, a retired political science professor, said it’s important to look at financial disclosures. He said often candidates get support from friends and close business associates, many of whom would already have access to the candidates if elected even if they didn’t give money.

    “The questions become who gave money and how much did they give,” Brown said. “If they don’t know the candidate well, they could be looking for access and influence.”

    Brown said there are some with vested interests in municipal elections, particularly developers, contractors and real estate investors.

    “Those people know that city government always impacts their business,” Brown said.

    Brown said he was surprised that $82,000 was the most any mayoral candidate had received so far in Decatur. He said $500 or $1,000 is a small contribution in most municipal elections.

    Jackson said Tuesday that he is pleased with where his campaign sits financially at this point in the race.

    “Our goal initially was to be somewhere between $45,000 and $50,000,” Jackson said. “We thought that this would allow us to run a viable and productive campaign.”

    According to the state, Lawrence reported 175 contributions averaging $597. In contrast, Jackson’s 122 contributions averaged $433.

    Lawrence’s largest contributions came from three groups. He got $3,500 from the Alabama Builders Political Action Committee, $2,294 from the Alabama Realtors Association and $2,000 from Gobble Fite.

    His largest individual contributors were $2,500 each from Brandon Price and Jack Fite, both builders, and Michael Ceci of Madison.

    Jackson’s biggest contribution was $5,000 from E&F Group Homes, whose chief executive officer is listed as Tommy Cook. Henry Jackson and attorney Carl Cole each gave $2,000 to Jackson, who loaned his campaign $3,000 at the start of the race.

    Jackson said it means a lot to him that he’s getting a large number of smaller contributions.

    “People are giving what they can,” Jackson said. “And we’re very grateful for every contribution. You know it’s harder on some people who are stretching their budgets to give to our campaign. They believe in our campaign and what we’re doing.”

    Lawrence has spent more than all of his competitors combined, with $59,316 in reported expenditures to the state.

    He reported that he has paid $38,100 to Strategy Management, a Montgomery public relations firm that specializes in running political campaigns. The firm’s website says it ran the campaigns of Gov. Kay Ivey, Huntsville Congressman Dale Strong and local state Rep. Parker Moore.

    Jackson reported spending $21,303 so far on his campaign. Most of his expenses were on signs, billboards and T-shirts. His highest expense is $3,621 to Red Clay Strategies Political Consulting Firm, a Huntsville company founded by April Hodges.

    Jackson said the campaign has been “very conservative in our spending,” using the campaign funds on the basic necessities.

    “We’re approaching this campaign with a lot of door-knocking, canvassing, phone banking and leg work,” Jackson said. “Our campaign is a grassroots effort focused on meeting and seeing people. I’ve wore out a pair of shoes just trying to get out there.”

    In response to an interview request, Lawrence sent The Decatur Daily an email through his political consultant. Here is a portion of that response:

    “When I got into this race I had one mission in mind: bring people together to move our city forward, restore trust in local government, and work with every citizen to ensure every voice is heard and our needs are met. I am incredibly thankful for all of the support I’ve received from people who have volunteered their time to help knock on doors, make phone calls, contribute to the campaign, host events, and more.”

    The candidates were asked what they think the biggest focus of their campaign will in the final week.

    Wiley said safety, roads and “a lack of unity. We’re always split 50-50” over certain issues.

    Jackson said his campaign’s focus will be talking to as many people as possible who have not decided how they will cast their vote and explaining that he has the best qualifications, experience, education and training to be mayor.

    “When people say they want to move Decatur forward and still they’re not necessarily picking the most qualified candidate, then it comes across as being insincere,” Jackson said. “I want a Decatur where there’s accountability and transparency, and I want a Decatur where everybody’s voice is heard. I want people to be able to trust city government again.”

    Lawrence said he thinks the biggest issue in the final stretch of the campaign is making sure everyone goes to vote.

    “It shouldn’t matter who you support, you should vote. We are fortunate to have control of who our elected leaders are, and I would encourage everyone to make your voice heard by voting. Of course, I want to earn as many votes as I possibly can, so that is what I will be doing: talking to folks, meeting citizens, and working to earn their support,” he said in the email.

    Council races

    The contributions in the City Council races and the single school board race are lower than the mayoral race.

    District 1’s Nick Perkins leads all council candidates with $15,065 in contributions. This haul features the single largest contribution of all of Decatur’s races, $11,000 from Roy Priest, of Huntsville.

    In District 3, incumbent Carlton McMasters has the most contributions with $10,700. Opponent Mike Faruqui reported $5,331. This includes $815 in contributions from supporters while personally putting $4,519 into his campaign.

    Two of the four District 4 candidates reported contributions. Pam Werstler received $5,350, including $1,500 from North Alabama Forward PAC. Sarah French got $2,500 in contributions, including $1,500 from supporter Tommy Cook.

    In the two-man race in District 5, Barry Bullard received $7,949 in contributions while Harold Gilmore reported $1,250.

    bayne.hughes@decaturdaily.com or 256-340-2432

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  • Should You Offer a 401(k) Match to Your Employees? Here Are 3 Things You Must Consider. | Entrepreneur

    Should You Offer a 401(k) Match to Your Employees? Here Are 3 Things You Must Consider. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Employer matching contributions to retirement plans are often seen as costly commitments by business owners. As it stands, 48% of private sector workers in the United States don’t have access to a 401(k) or pension plan, according to an AARP study. Yet, for employers, they are worth investing in.

    Companies are beginning to understand the positive effects that matching can have on employee loyalty. Offering a 401(k) matching program provides both employers and employees with countless benefits. For example, a 401(k) match might seem expensive, but it’s one of the most cost-effective benefits you can offer your employees. A match is tax-deductible for you, reducing your after-tax burden.

    Related: Searching for Talent? Consider Setting Up a 401(k) for Your Small Business to Keep Up in the Market.

    3 things to remember about 401(k) matching

    It’s important to take time to make an informed decision and set your company on the right path to providing a secure retirement plan for your team. Consider these three things when deciding whether or not to offer 401(k) matching to your employees:

    1. Consider how it will affect your recruitment and retention efforts

    Offering a matching contribution can be a great way to recruit and retain star employees. To an in-demand candidate, a matching contribution can make an employer stand out. A matching program can also jump-start an employee’s retirement savings. Savings of 10-15% are generally recommended for retirement, but when you kick in a contribution, this requirement lessens, making it much easier for employees to reach their retirement goals.

    Employers tend to offer a match-up to a certain percentage of an employee’s salary. Suppose someone earns $50,000 per year; a 3% match would be $1,500. Consider if your business can afford a match, but also remember that the cost is sometimes worth the loyalty.

    Because loyalty is a factor, many large, well-known companies participate in 401(k) matching programs and match certain percentages up to IRS contribution limits. For instance, Amazon and Apple match 50% of employee contributions for up to 4- 6%, respectively. Apple will match 50 or 100% of employee contributions for up to 6%, depending on how long an employee has been with the company. Netflix matches 100% of employee contributions for up to 4%.

    Related: 12 Pro Tips That Will Increase Company Retention

    2. Consider your cash flow and predictable business growth and expenses

    When it comes to your matching contribution, you have two primary options: You can pay for it on a per-payroll basis, or you can wait until the end of the year and fund it all at once. Depending on the financial flow of your business, either method might make sense. Generally, per payroll is preferable since you will need to account for the matching amount in your cash flow planning if you wait until the end of the year. Therefore, putting the money into accounts as you go is often easier.

    For per-payroll matches, if your company decides to match 50% for up to 6% of savings, an employee who contributes 6% in a paycheck would receive their 3% matching during the same payroll period. Employees often favor this as it gets their match dollars into their retirement accounts almost immediately. If an employee stops contributing at any point during the year, their employer would have nothing to match, resulting in no retirement deposit.

    For end-of-year matching, the plan reviews how much each employee contributed in total after the year is over. Using the match formula, the company calculates how much match the employee is due and makes the contribution all at once. These contributions usually happen in late winter or early spring of the following year, so it can be a long wait for employees. If they contribute in 2023, they may not get their match until well into 2024.

    The annual match does benefit some employees if they have swings in income. Someone who saves 10% for the first half of the year and then drops to 2% in the second half could get a full match. That may not work out as well on the per-payroll process.

    3. Consider whether now is the right time to start matching at all

    If your business is struggling, you may not be able to fund a 401(k) matching program. Turning on and off a match program is extremely hard to explain to employees — even if you warned them in advance. Ultimately, the value of an employee benefit is not defined by a business or its owners. It is determined by the employees themselves. Their experience trumps any owners’ or leaders’ beliefs, so make sure you consider how your employees feel before implementing anything.

    Alternatively, you could offer profit-sharing contributions when the company is doing well. Profit sharing is a component of your 401(k) plan where companies can make a discretionary deposit to employees. Companies may choose to go this route if they are in a volatile industry that has extreme highs and lows in cash flow. This can be a great way to ease concerns about 401(k) matching if you are unable to implement that benefit.

    Related: What Is a 401(k) and How Does It Work?

    When choosing the type of matching contribution that works best for your business, consider your budget and cash flow as well as the expectations of your employees. A 401(k) matching program can boost employee morale and encourage your team to save for retirement. It can also help you recruit and retain top talent. Take time to review all of the options available, and choose the type of matching that will work best for your organization.

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    Matt Baisden

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