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Tag: pay

  • Employee Holiday Wishes Include More Money and New Jobs. Here’s How to Handle It

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    Though holiday season spirits are usually merry and bright, concerns about the economy and labor market are leaving many people feeling a lot gloomier. In addition to surveys reflecting how tough it has become to land a new job, a huge majority of employees questioned also said their current work doesn’t pay enough to keep up with the cost of living. Business owners should know their companies aren’t the only ones pulled by economic riptides.

    A recently released poll of 1,200 employees by job posting platform Monster found a whopping 95 percent of respondents reporting their “wage has not kept up with inflation,” and no longer covers their fixed living costs. Only 9 percent of those participants said they’d received a raise in recent months to help them keep pace with rising prices. That led 75 percent of workers questioned saying they’d cut out nonessential expenses — up from 64 percent this time last year — and 42 percent saying they’d taken on debt to finance spending they had made.

    In response to that financial pinch, 56 percent of poll participants said they’d begun looking for higher paying work to stay above water. Yet at the same time nearly 70 percent of respondents acknowledged it has gotten harder to find new opportunities — up from 57 percent last year. Meanwhile, another 50 percent said they worried about losing the jobs they have, as employers cut costs and reconfigure workforces. The reduced headcounts and increased workloads can amplify feelings of burnout and hurt productivity.

    Those concerns are backed up results of other surveys. For example, 49 percent of employees answering a poll by remote and hybrid work posting platform Flexjobs said they were worried being laid off. Moreover, 26 percent of those respondents said fears about losing their jobs were higher than they were just six months ago.

    But that doesn’t mean participants — many of whom complained of burnout, blocked career advancement, or pay levels outstripped by inflation — are enthusiastic about the jobs they have. Fully 93 percent of participants said they’d be eager to ditch current employers for more fulfilling opportunities or increased pay, but acknowledged under acute financial pressures made them stay put.

    A similar willingness to seek jobs paying above cost of living levels voiced in the Monster survey led authors of the report on its findings to warn employers that those attitudes may eventually affect staff stability if left unaddressed.

    “With nearly all workers reporting that their wages are not keeping pace with inflation, the cost-of-living crisis is redefining both financial stability and career choice,” the report noted, warning the survey’s results underlined a “disconnect between wages and economic reality” today.

    “Employees are increasingly open to leaving jobs for higher pay, while financial stress is contributing to lower productivity and higher burnout,” the report continued. “For employers, this signals an urgent need to revisit compensation strategies, benefits, and support systems — or risk losing talent to competitors.”

    There is a caveat in that, however — and it’s a big one for employers.

    Company hiring rates have been virtually flat since May. And despite the most recent data in August showing the unemployment rate was a relatively low 4.3 percent, anemic job creation has most employees hanging on tightly to keep work they have. Trading up for higher wages or better career opportunities is no longer an option for most people.

    Meanwhile, if the labor market looks grim for workers who already have jobs, it’s even more foreboding for people entering the labor market, especially recent college graduates and students preparing to pocket their diplomas.

    According to a recent survey by the National Association of Colleges and Employers, companies that have been slashing entry-level positions and using artificial intelligence tools to perform those work tasks iaren’t expecting to reverse course soon.

    The organization’s poll found “employers are projecting just a 1.6 percent increase in hiring for the Class of 2026 when compared to the Class of 2025,” a report on the results said. As a result, 51 percent of business respondents evaluated the current labor market for those younger job hunters as either poor or fair — the highest level since 2020 when 65 percent participants described it that way.

    As a result, a lot of people may be putting finding a new job, or hanging on to the one they have, at the very top of their holiday wish lists, but without being terribly confident they’ll get what they want.

    The final deadline for the 2026 Inc. Regionals Awards is Friday, December 12, at 11:59 p.m. PT. Apply now.

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    Bruce Crumley

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  • UC registered nurses ratify contract that guarantees a minimum 18.5% increase in pay

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    Registered nurses who work at 19 University of California facilities have ratified a new contract after voting concluded Saturday.

    The contract will cover some 25,000 registered nurses and includes protections to improve patient safety and nurse retention through Jan. 31, 2029, according to the California Nurses Assn.

    The pact includes a minimum 18.5% increase in pay, caps on healthcare increases, restrictions on UC floating RNs between facilities, improvements to meal and rest breaks and workplace violence-prevention policies, the association said.

    “University of California RNs organized for and won important patient protections at the bargaining table, like curbing the rampant misuse of floating and ensuring safeguards on artificial intelligence,” said Kristan Delmarty, an RN and member of the UC bargaining team.

    “As a result of the commitment of all CAN members, we won a contract that will improve outcomes for nurses and our patients,’’ said Marlene Tucay, an RN at UC Irvine and member of the bargaining team.

    Under the contract, RNs were guaranteed a central role in selecting, designing and validating new technology, including AI systems, the CNA stated.

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    City News Service

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  • White House: President ready to sign deal that ends government shutdown

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    Press Secretary Caroline Levitt said today that the president is ready to sign this deal to reopen the government, framing tonight as the end of *** 43 day standoff that left millions unpaid. Obviously the president’s main priority was to reopen the federal government and get people back to work, and that’s what this deal accomplishes. While the shutdown may end tonight, that doesn’t mean things are going to snap back to pre-shutdown status immediately. Air travel will most certainly have lingering impacts, the Transportation Secretary said. It will depend on how quickly air traffic controllers get back on the job. Many also retired during the shutdown. The FAA administrator said air traffic controllers will receive their full back pay within 1 week, but it’s unclear how quickly other federal workers will get paid. After past shutdowns. It took as many as 8 weeks for some to get repaid. As for SNAP benefits, when you receive them may depend on where you live. The American Public Human Services Association anticipates most states will be able to issue full benefits within 3 days after the shutdown, but for others it may take about *** week, and that’s because there could be complications with states that issued partial benefits due to the shutdown. The Small Business Administration told me today that once the government reopens, they’ll be able to start processing and approving small business loans immediately at the White House, I’m Christopher.
    Press Secretary Caroline Levitt said today that the president is ready to sign this deal to reopen the government, framing tonight as the end of *** 43 day standoff that left millions unpaid. Obviously the president’s main priority was to reopen the federal government and get people back to work, and that’s what this deal accomplishes. While the shutdown may end tonight, that doesn’t mean things are going to snap back to pre-shutdown status immediately. Air travel will most certainly have lingering impacts, the Transportation Secretary said. It will depend on how quickly air traffic controllers get back on the job. Many also retired during the shutdown. The FAA administrator said air traffic controllers will receive their full back pay within 1 week, but it’s unclear how quickly other federal workers will get paid. After past shutdowns. It took as many as 8 weeks for some to get repaid. As for SNAP benefits, when you receive them may depend on where you live. The American Public Human Services Association anticipates most states will be able to issue full benefits within 3 days after the shutdown, but for others it may take about *** week, and that’s because there could be complications with states that issued partial benefits due to the shutdown. The Small Business Administration told me today that once the government reopens, they’ll be able to start processing and approving small business loans immediately at the White House, I’m Christopher.

    White House: President ready to sign deal that ends government shutdown

    The government shutdown, now in its 43rd day, may conclude tonight as the House plans to vote on reopening, with the president ready to sign the agreement.

    Updated: 5:20 PM EST Nov 12, 2025

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    The government shutdown, which has lasted nearly 43 days, could end tonight as the House prepares to vote on reopening the federal government, with the president ready to sign the agreement. The White House press secretary framed tonight as the end of a standoff that left hundreds of thousands of people out of work and millions without pay.”Obviously, the president’s main priority was to reopen the federal government and get people back to work, and that’s what this deal accomplishes,” said Karoline Leavitt, White House press secretary.While the shutdown may end tonight, the return to pre-shutdown status will not be immediate. Air travel is expected to experience lingering impacts, as the transportation secretary noted that the speed of recovery will depend on how quickly air traffic controllers return to work, with many having retired during the shutdown. The FAA administrator stated that air traffic controllers will receive their full back pay within a week, but it remains unclear how quickly other federal workers will be compensated. In previous shutdowns, it took up to eight weeks for some workers to receive back pay.Regarding SNAP benefits, the American Public Human Services Association anticipates that most states will issue full benefits within three days after the shutdown ends, though some states may take about a week due to complications from issuing partial benefits during the shutdown.The Small Business Administration has indicated that once the government reopens, it will immediately begin processing and approving loans for small businesses.An AP News/NORC poll shows the president’s job approval suffered during the shutdown, with approval among Republicans for his handling of the federal government dropping from 81% in March to 68% this past week. Only one in four independents now approve of his management of the government. Despite this decline, the president’s overall approval rating and his handling of key issues like the economy and immigration remain largely unchanged.Regarding the lawsuit about SNAP benefits that went to the Supreme Court, the administration stated that full benefits will be paid once the government reopens, rendering the lawsuit moot.Get the latest from our Washington Bureau here:

    The government shutdown, which has lasted nearly 43 days, could end tonight as the House prepares to vote on reopening the federal government, with the president ready to sign the agreement.

    The White House press secretary framed tonight as the end of a standoff that left hundreds of thousands of people out of work and millions without pay.

    “Obviously, the president’s main priority was to reopen the federal government and get people back to work, and that’s what this deal accomplishes,” said Karoline Leavitt, White House press secretary.

    While the shutdown may end tonight, the return to pre-shutdown status will not be immediate. Air travel is expected to experience lingering impacts, as the transportation secretary noted that the speed of recovery will depend on how quickly air traffic controllers return to work, with many having retired during the shutdown.

    The FAA administrator stated that air traffic controllers will receive their full back pay within a week, but it remains unclear how quickly other federal workers will be compensated. In previous shutdowns, it took up to eight weeks for some workers to receive back pay.

    Regarding SNAP benefits, the American Public Human Services Association anticipates that most states will issue full benefits within three days after the shutdown ends, though some states may take about a week due to complications from issuing partial benefits during the shutdown.

    The Small Business Administration has indicated that once the government reopens, it will immediately begin processing and approving loans for small businesses.

    An AP News/NORC poll shows the president’s job approval suffered during the shutdown, with approval among Republicans for his handling of the federal government dropping from 81% in March to 68% this past week. Only one in four independents now approve of his management of the government. Despite this decline, the president’s overall approval rating and his handling of key issues like the economy and immigration remain largely unchanged.

    Regarding the lawsuit about SNAP benefits that went to the Supreme Court, the administration stated that full benefits will be paid once the government reopens, rendering the lawsuit moot.

    Get the latest from our Washington Bureau here:

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  • House is poised to approve measure to end longest government shutdown in U.S. history

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    The longest government shutdown in U.S. history was poised to come to an end Wednesday as the House finalized a vote on a spending package that President Trump was ready to sign into law as soon as it reached his desk.

    “President Trump looks forward to finally ending this devastating Democrat shutdown with his signature, and we hope that signing will take place later tonight,” White House press secretary Karoline Leavitt said at a press briefing earlier on Wednesday.

    The president’s signature will mark the end of a government shutdown that for 43 days left thousands of federal workers without pay, millions of low-income Americans uncertain on whether they would receive food assistance, and travelers facing delays at airports.

    The vote, which began Wednesday evening, also was a cap to a frenetic day in Capitol Hill in which lawmakers publicly released a trove of records from Jeffrey Epstein’s estate and welcomed the newest member of Congress, a Democrat from Arizona who was key in forcing a vote to demand the Justice Department release all the Epstein files.

    The spending package, when signed by the president, will fund the government through Jan. 30, 2026, and reinstate federal workers who were laid off during the shutdown. It will also guarantee backpay for federal employees who were furloughed or worked without pay during the budget impasse.

    The package does not include an extension to Affordable Care Act healthcare tax credits that are set to expire at the end of the year — a core demand Democrats tried to negotiate during the seven weeks the government was shut down.

    Ahead of the floor vote, House Democrats were steadfast in their opposition to a deal that did not address the lapsing healthcare subsidies.

    “We are not going to support a partisan Republican spending bill that continues to gut the healthcare of the American people,” House Minority Leader Hakeem Jeffries said.

    If the tax credits expire, premiums will more than double on average for more than 20 million Americans who use the healthcare marketplace, according to independent analysts at the research firm KFF.

    Another point of contention during the floor debate was a provision in the funding bill that will allow senators to sue the federal government if their phone records are obtained without them being notified.

    The provision, which is retroactive to 2022, appears to be tailored for eight Republican senators who last month found their phone records have been accessed as part of a Biden-era investigation into the attack on the U.S. Capitol by Trump supporters on Jan. 6, 2021.

    If they successfully sue, each violation would be worth at least $500,000, according to the bill language.

    Sen. Lindsey Graham (R-S.C.), one of the senators whose phone records were accessed, said Wednesday he will “definitely” sue when the legal avenue once it becomes available.

    “If you think I’m going to settle this thing for a millions dollars? No. I want to make it so painful, no one ever does this again,” Graham told reporters.

    Several Democrats slammed the provision on the House floor. Rep. Alexandria Ocasio-Cortez of New York said it was “unconscionable” to vote in favor of the spending bill with that language tucked in.

    “How is this even on the floor? How can we vote to enrich ourselves by stealing from the American people?” she said.

    Some House Republicans were caught off guard by the provision and said they disagreed with the provision. The concern was enough to get Speaker Mike Johnson to announced that House Republicans will plan to fast-track legislation to repeal the provision next week.

    Epstein files loomed large over vote

    The House began voting on the bill after Johnson swore Adelita Grijalva (D-Ariz.) into office, after refusing to do so for seven weeks.

    When Grijalva walked into the House floor and was greeted with applause by colleagues cheering her name, she immediately called out Johnson for delaying her taking the oath of office.

    “One individual should not be able to unilaterally obstruct the swearing in of a dully elected member of Congress for political reasons,” Grijalva said, while equating the decision to “an abuse of power.”

    After finishing her remarks, the Democrat immediately signed a petition to force a House floor vote demanding the full release of the Justice Department’s files on Jeffrey Epstein.

    Her signature was the final action needed to force a floor vote. The move is sure to reignite a pressure campaign to release documents tied to Epstein, just hours after House Democrats and Republicans released a trove of records from the Epstein estate.

    The documents included emails from the late sex trafficker that said Trump had “spent hours” with a victim at his house and Trump “knew about the girls.”

    “Justice cannot wait another day,” Grijalva said.

    In a social media post Wednesday, Trump accused Democrats of trying to use the “Jeffrey Epstein Hoax” as a distraction from their failed negotiations during the government shutdown.

    “There should be no deflections to Epstein or anything else, and any Republicans involved should be focused only on opening our Country, and fixing the massive damage caused by the Democrats!” Trump wrote.

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    Ana Ceballos

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  • Republicans fret as shutdown threatens Thanksgiving travel chaos

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    Republican lawmakers and the Trump administration are increasingly anxious that an ongoing standoff with Democrats over reopening the government may drag into Thanksgiving week, one of the country’s busiest travel periods.

    Already, hundreds of flights have been canceled since the Federal Aviation Administration issued an unprecedented directive limiting flight operations at the nation’s biggest airports, including in Los Angeles, New York, Miami and Washington, D.C.

    Sean Duffy, the secretary of transportation, told Fox News on Thursday that the administration is prepared to mitigate safety concerns if the shutdown continues into the holiday week, leaving air traffic controllers without compensation over multiple payroll cycles. But “will you fly on time? Will your flight actually go? That is yet to be seen,” the secretary said.

    While under 3% of flights have been grounded, that number could rise to 20% by the holiday week, he added.

    “It’s really hard — really hard — to navigate a full month of no pay, missing two pay periods. So I think you’re going to have more significant disruptions in the airspace,” Duffy said. “And as we come into Thanksgiving, if we’re still in a shutdown posture, it’s gonna be rough out there. Really rough.”

    Senate Republicans said they are willing to work through the weekend, up through Veterans Day, to come up with an agreement with Democrats that could end the government shutdown, which is already the longest in history.

    But congressional Democrats believe their leverage has only grown to extract more concessions from the Trump administration as the shutdown goes on.

    A strong showing in races across the country in Tuesday’s elections buoyed optimism among Democrats that the party finally has some momentum, as it focuses its messaging on affordability and a growing cost-of-living crisis for the middle class.

    Democrats have withheld the votes needed to reopen the government over Republican refusals to extend Affordable Care Act tax credits. As a result, Americans who get their healthcare through the ACA marketplace have begun seeing dramatic premium hikes since open enrollment began on Nov. 1 — further fueling Democratic confidence that Republicans will face a political backlash for their shutdown stance.

    Now, Democratic demands have expanded, insisting Republicans guarantee that federal workers get paid back for their time furloughed or working without pay — and that those who were fired get their jobs back.

    A bill introduced by Republican Sen. Ron Johnson of Wisconsin, called the Shutdown Fairness Act, would ensure that federal workers receive back pay during a government funding lapse. But Democrats have objected to a vote on the measure that’s not tied to their other demands, on ACA tax breaks and the status of fired workers.

    Senate Majority Leader John Thune (R-S.D.) has proposed passing a clean continuing resolution already passed by the House followed by separate votes on three bills that would fund the government through the year. But his Democratic counterpart said Friday he wants to attach a vote on extending the ACA tax credits to an extension of government funding.

    Democrats, joined by some Republicans, are also demanding protections built in to any government spending bills that would safeguard federal programs against the Trump administration withholding funds appropriated by Congress, a process known as impoundment.

    President Trump, for his part, blamed the ongoing shutdown for Tuesday’s election results earlier this week, telling Republican lawmakers that polling shows the continuing crisis is hurting their party. But he also continues to advocate for Thune to do away with the filibuster, a core Senate rule requiring 60 votes for bills that fall outside the budget reconciliation process, and simply reopen the government with a vote down party lines.

    “If the filibuster is terminated, we will have the most productive three years in the history of our country,” Trump told reporters on Friday at a White House event. “If the filibuster is not terminated, then we will be in a slog, with the Democrats.”

    So far, Thune has rejected that request. But the majority leader said Thursday that “the pain this shutdown has caused is only getting worse,” warning that 40 million Americans risk food insecurity as funding for the Supplemental Nutrition Assistance Program lapses.

    The Trump administration lost a court case this week arguing that it could withhold SNAP benefits, a program that was significantly defunded in the president’s “Big Beautiful Bill” act earlier this year.

    “Will the far left not be satisfied until federal workers and military families are getting their Thanksgiving dinner from a food bank? Because that’s where we’re headed,” Thune added.

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    Michael Wilner

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  • Elon Musk is officially on the trillionaire path as Tesla shareholders approve an unprecedented $1 trillion pay package | Fortune

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    It’s official: Elon Musk is on track to become the world’s first trillionaire.

    Tesla shareholders approved a new executive pay package Thursday afternoon that would give Musk nearly $1 trillion in stock over the next decade, a record-shattering deal for the world’s richest man.

    The total award depends on whether Musk can meet ambitious performance targets for the struggling electric-vehicle company, including growing Tesla’s market cap to $8.5 trillion—a more than 500% increase from today’s valuation. The goals also include delivery of 20 million Tesla vehicles and 1 million bots in addition to 1 million robotaxis in commercial operation.

    “While we believe Elon is the only person capable of leading Tesla at this critical inflection point, changing the world is neither an overnight process nor the work of a single person,” Tesla’s Board wrote in a letter to shareholders in August. “So, we also want your help in securing the team and strategy needed to achieve goals that others will perceive as impossible but that we know are possible for Tesla.”

    Musk’s net worth is estimated at about $473 billion. 

    Reining Musk back in

    If all goes to plan, Musk’s stake in Tesla will rise from about 13% to nearly 29%—a level of control he’s long sought.

    Having voting control in the “mid-20s” percent range would help secure a “strong influence,” but gives shareholders enough control to fire him if he goes “insane,” Musk said during Tesla’s earnings call last month.

    “It’s called compensation, but it’s not like I’m going to go spend the money,” Musk added. “It’s just, if we build this robot army, do I have at least a strong influence over that robot army, not current control, but a strong influence? That’s what it comes down to in a nutshell. I don’t feel comfortable wielding that robot army if I don’t have at least a strong influence.”

    Tesla’s stock fell as much as 43% between January and March as Musk devoted much of his time to leading the Department of Government Efficiency (DOGE). Since stepping back, shares have recovered to being up 16% year-to-date.

    Many shareholders hope the new incentives will keep Musk focused on Tesla.

    Ron Baron, the founder and CEO of Baron Capital, which holds a 0.39% stake in Tesla, said in a post on X that he supported the plan because without Musk, Tesla wouldn’t exist.

    “Elon is the ultimate ‘key man’ of key man risk,” Baron wrote. “Without his relentless drive and uncompromising standards, there would be no Tesla.” 

    From Pope Leo to Norway’s sovereign wealth fund, Musk’s pay package had its haters

    Not every Tesla investor was on board with the extravagant deal.

    Glass Lewis and ISS, two proxy advisory services, urged Tesla shareholders to vote against the proposal, with the latter group citing “unmitigated concerns” with its magnitude and design. Musk then fired back during Tesla’s October earnings call, calling them “corporate terrorists.”

    Meanwhile, Norges Bank Investment Management, the group behind Norway’s $2 trillion sovereign wealth fund which holds a 1.14% stake in Tesla, said it voted against the pay package.

    “While we appreciate the significant value created under Mr. Musk’s visionary role, we are concerned about the total size of the award, dilution, and lack of mitigation of key person risk — consistent with our views on executive compensation,” the group said in a statement this week.

    Pope Leo XIV, though not a Tesla investor, also recently expressed his concern for the message sent by Musk becoming a trillionaire—and the growing divide between the rich and the poor.

    “CEOs that 60 years ago might have been making four to six times more than what the workers are receiving, the last figure I saw, it’s 600 times more than what average workers are receiving,” the pontiff told Catholic news site Crux in an interview released in September.

    “Yesterday, the news that Elon Musk is going to be the first trillionaire in the world: What does that mean and what’s that about? If that is the only thing that has value anymore, then we’re in big trouble.”

    A recent report from Oxfam found that the 10 richest Americans—which include Musk as well as Oracle cofounder Larry Ellison, Amazon cofounder Jeff Bezos, and Meta CEO Mark Zuckerberg—gained $69.8 billion over the past year. That’s 833,631 times more than what the typical American household takes home. 

    While Musk still trails John D. Rockefeller’s $630 billion inflation-adjusted fortune, hitting his new performance targets could make him the richest person in modern history.

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    Preston Fore

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  • Gen-Z Talks About Their Salaries Openly. Should Your Company Embrace Pay Transparency?

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    Few workplace issues get as much attention as the question of salary transparency, which has been a hot-button topic for years. While there’s an ongoing push toward completely public salary disclosures in the European Union, the U.S. has mostly lagged behind, with compensation historically deemed to be a private, personal matter. A new report says Gen-Z is challenging these norms, as it is with many old-fashioned workplace traditions. Could this prompt your company to be open about your workers’ pay, and even to encourage your staff to chat about the topic? And what benefits can you expect if you make the change?

    New global data from Kickresume, the Slovakia-based AI résumé building service, found that only 31 percent of people say salaries are openly discussed at their job, and 37 percent say their employers actually ban talking about salaries, Newsweek reports. But nearly 40 percent of Gen-Z respondents to the survey said that they openly discuss salaries at their workplace—far above the average across all age cohorts since just 30 percent of Millennials and 22 percent of Gen-X respondents felt the same way, and one in three Gen-X workers say they actually prefer not to discuss the matter at all. In fact, 18 percent of Gen-Z respondents said they are so open about pay transparency that they talk about it even if their employer bans the topic.

    Digging into what’s going on here, the survey also found that an average of 32 percent of respondents remain curious about what their colleagues earn and are interested when someone discusses the topic. Gen-Z is more curious, with 38 percent feeling this way.

    As to cultural differences about the matter, while 34 percent of European respondents say salary is openly discussed, just 27 percent of Americans say the same, and only 24 percent of respondents from Asia. Kickresume’s report says the U.S. is actually leading the movement to “[keep] pay talk off the table, with one in three workers saying they simply don’t want to discuss salary at all.”

    What’s your takeaway from this data?

    Experts have long argued that pay transparency is a good thing for the workforce, often citing a noted study in which some people were kept in the dark about bonuses and pay and others were informed of their colleagues’ details. Workers who weren’t told about pay levels actually performed worse in the experiment.  

    Other research suggests that the trend for secrecy around compensation is slowly changing, with more and more job postings explicitly listing salary levels, even as an increasing number of states are legislating to make all companies post salary levels publicly. 

    Interestingly, in 2022, a LinkedIn survey on workforce confidence found that workers at smaller businesses were less likely than workers in larger enterprises to feel that salary discussions are discouraged by their employer. It’s easy to imagine that in a smaller, more family-like company the sense of camaraderie and familiarity with colleagues encourages this idea of openness. In larger enterprises, management may be uncomfortable with workers at similar levels and with similar skills discovering that, for whatever reasons, their pay levels are different—even though the National Labor Relations Act says workers have the right to talk to each other about pay.

    Meanwhile, Newsweek pointed to a February survey from Delaware-based essay writing service EduBirdie that found 58 percent of Gen-Z people surveyed said they would explicitly avoid applying for jobs at employers where salaries aren’t disclosed ahead of time. 

    Essentially, there’s a large body of evidence that being open about salaries promotes employee well-being and boosts the sense of equality and fairness—assuming that you are a fair employer, and, for example, pay female workers the same rates as male ones. The EU is so set on the idea that member states have to implement the Pay Transparency Directive by next June as part of an effort to make such transparency commonplace across the continent. 

    Savvy business owners may see this new research as a prompt to promote pay and compensation openness among their employees, since the change may boost your productivity. You may have to put up with some difficult discussions about disparities in the short term, however. 

    The early-rate deadline for the 2026 Inc. Regionals Awards is Friday, November 14, at 11:59 p.m. PT. Apply now.

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    Kit Eaton

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  • Air traffic controller shortages lead to broader US flight delays as shutdown nears one-month mark

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    Continued staffing shortages in air traffic control facilities around the country were again causing delays at airports on Friday as the government shutdown neared the one-month mark.U.S. Transportation Secretary Sean Duffy has been warning that travelers would start to see more flights delayed or canceled as the nation’s controllers continue to work without pay during the shutdown, which began Oct. 1.“Every day there’s going to be more challenges,” Duffy told reporters Thursday outside the White House after a closed-door meeting with Vice President JD Vance and aviation industry leaders to talk about the shutdown’s impact on U.S. travel.The Federal Aviation Administration reported staffing shortages were causing flight delays Friday at a number of airports, including in Boston, New York City, Nashville, Houston, Dallas, and Newark, New Jersey. Airports in Boston, Nashville, and New York City were experiencing delays averaging two hours or longer.Staffing shortages can happen at regional control centers overseeing multiple airports, as well as in airport towers, but they don’t always result in flight disruptions.Aviation analytics firm Cirium says flight data showed a “broader slowdown” Thursday across the U.S. aviation system for the first time since the shutdown began, suggesting staffing-related disruptions may be spreading.On Thursday, many major U.S. airports reported below-average on-time performance, with fewer flights departing within 15 minutes of their scheduled departure times, according to Cirium. The data does not distinguish between the different causes of delays, such as staffing shortages or bad weather.Staffing-related delays at Orlando’s airport on Thursday, for example, averaged nearly four and a half hours for some time, according to the FAA.Most controllers are continuing to work mandatory overtime six days a week during the shutdown without pay, the National Air Traffic Controllers Association has said. That leaves little time for a side job to help cover bills, mortgage, and other expenses unless controllers call out.Duffy said controllers are also struggling to get to work because they can’t afford to fill up their cars with gas. Controllers missed their first full paycheck on Tuesday.“For this nation’s air traffic controllers, missing just one paycheck can be a significant hardship, as it is for all working Americans. Asking them to go without a full month’s pay or more is simply not sustainable,” Nick Daniels, president of NATCA, said Friday in a statement.Last weekend, a shortage of controllers led to the FAA issuing a brief ground stop at Los Angeles International Airport, one of the busiest in the world. Flights were held at their originating airports for about two hours Sunday until the FAA lifted the ground stop.Some U.S. airports have stepped in to provide food donations and other support for federal aviation employees working without pay, including controllers and Transportation Security Administration agents.Before the shutdown, the FAA was already dealing with a shortage of about 3,000 air traffic controllers.

    Continued staffing shortages in air traffic control facilities around the country were again causing delays at airports on Friday as the government shutdown neared the one-month mark.

    U.S. Transportation Secretary Sean Duffy has been warning that travelers would start to see more flights delayed or canceled as the nation’s controllers continue to work without pay during the shutdown, which began Oct. 1.

    “Every day there’s going to be more challenges,” Duffy told reporters Thursday outside the White House after a closed-door meeting with Vice President JD Vance and aviation industry leaders to talk about the shutdown’s impact on U.S. travel.

    The Federal Aviation Administration reported staffing shortages were causing flight delays Friday at a number of airports, including in Boston, New York City, Nashville, Houston, Dallas, and Newark, New Jersey. Airports in Boston, Nashville, and New York City were experiencing delays averaging two hours or longer.

    Staffing shortages can happen at regional control centers overseeing multiple airports, as well as in airport towers, but they don’t always result in flight disruptions.

    Aviation analytics firm Cirium says flight data showed a “broader slowdown” Thursday across the U.S. aviation system for the first time since the shutdown began, suggesting staffing-related disruptions may be spreading.

    On Thursday, many major U.S. airports reported below-average on-time performance, with fewer flights departing within 15 minutes of their scheduled departure times, according to Cirium. The data does not distinguish between the different causes of delays, such as staffing shortages or bad weather.

    Staffing-related delays at Orlando’s airport on Thursday, for example, averaged nearly four and a half hours for some time, according to the FAA.

    Most controllers are continuing to work mandatory overtime six days a week during the shutdown without pay, the National Air Traffic Controllers Association has said. That leaves little time for a side job to help cover bills, mortgage, and other expenses unless controllers call out.

    Duffy said controllers are also struggling to get to work because they can’t afford to fill up their cars with gas. Controllers missed their first full paycheck on Tuesday.

    “For this nation’s air traffic controllers, missing just one paycheck can be a significant hardship, as it is for all working Americans. Asking them to go without a full month’s pay or more is simply not sustainable,” Nick Daniels, president of NATCA, said Friday in a statement.

    Last weekend, a shortage of controllers led to the FAA issuing a brief ground stop at Los Angeles International Airport, one of the busiest in the world. Flights were held at their originating airports for about two hours Sunday until the FAA lifted the ground stop.

    Some U.S. airports have stepped in to provide food donations and other support for federal aviation employees working without pay, including controllers and Transportation Security Administration agents.

    Before the shutdown, the FAA was already dealing with a shortage of about 3,000 air traffic controllers.

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  • This Report Says Most People Don’t Have ‘Quality Jobs.’ Here’s How Your Business Can Change That

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    A new study by research firm Gallup called the American Job Quality Study found that, essentially, the majority of Americans don’t have what’s defined as “quality” employment. The poll defined this as a job that pays fairly, has reliable scheduling and offers good routes for advancement and personal growth, among other positive characteristics. The data might prompt you to check in on your own staff and make sure their needs are properly met.

    The study’s data are stark: only four in 10 US workers have quality jobs, meaning six in 10 workers are being let down by their work in some way or another. Gallup’s data back this up, with the survey finding, for example, that while 71 percent of workers agreed that they could decide how to carry out their job, 62 percent of people said they didn’t have reliable work schedules — a characteristic that can drive up stress and worker disengagement, news site HRDive notes. Men are more likely than women to say they’ve got quality jobs (45 percent versus 34 percent), and while high-quality jobs are spread across the nation, they’re more common in western states than other regions. 

    Among the other unsettling results, Gallup’s survey of over 18,000 people working in different industries and job types found that 29 percent of people say they’re “just getting by” or “finding it difficult to get by.” A sizable 43 percent say they’re doing “okay,” and just 27 percent said they’re living “comfortably.” The report notes that this backs up other data showing half of all workers earn at or below 300 percent of the federal poverty line for a family of two.

    On the topic of job satisfaction, 85 percent of respondents agreed they were respectfully treated by colleagues and customers. But 69 percent said they had less influence than they should over their pay and benefits, and 55 percent feel the same about technology adoption at work. Though the survey doesn’t look into this too deeply, this latter point tallies with numerous other reports about the accelerated way many workplaces are adopting AI and requiring their workers use the tech to boost efficiency, even while they’re failing to provide adequate training and usage guidelines. Another data point in the Gallup study underlines this, since only half of the respondents said they’d taken part in workplace training and education in the last year. 

    The data on job quality are important, Gallup’s report notes, because having a quality job is linked with higher levels of job satisfaction: 58 percent of workers in quality roles have high job satisfaction compared to 23 percent of people in lower-quality jobs. Satisfaction is “consistently linked in prior research to lower turnover, higher productivity, and stronger business performance.”

    What’s the takeaway for your company? 

    Essentially it’s possible that even if you think your staff are doing well, and they seem happy and secure in their jobs, there may be undercurrents of worry or dissatisfaction that don’t reach your ears, either because workers don’t want to gripe or they worry about the implications of raising a red flag. Savvy leaders may use this report as a trigger to check in with their employees and see how they rate the “quality” of their jobs — there are a few simple organizational levers you can pull that would improve their feelings. 

    This is important for long-term growth, says Gallub senior partner Stephanie Marken. If your staff feel their job is a high quality one they may be “healthier, more engaged, and more productive.” Taking steps to boost job quality is not just “the right thing for workers; it’s a smart investment in stronger businesses and a more resilient economy,” Marken said. 

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    Kit Eaton

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  • My boss told me I’ve been overpaid by $7K, and I can either pay it all back or work without pay — is that even legal?

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    Imagine how stressful this situation would be: Natalie’s boss called her into the office recently and gave her some bad news. Thankfully, it was not a layoff, but it was something almost as stressful — and potentially financially devastating.

    Her boss said the payroll department had made errors over the past several months, and in total, they’d overpaid by about $7,000 over the course of a year.

    Natalie was shocked. Since she works two jobs, she hadn’t noticed the incremental overpayments, and she admitted she hadn’t been reviewing her bank statements every month.

    Her boss then gave her even more disconcerting news: He said Natalie can either pay all the money back, or work for free until she makes up the hours. Natalie was shocked. She lives paycheck to paycheck, and she can’t afford a lump-sum payment of $7,000. Her boss didn’t seem to think a repayment plan would be possible.

    Natalie didn’t know what to do. She wasn’t sure if her boss could legally compel her to work for free, or even to pay the money back at all.

    Federal and state laws allow employers to garnish (automatically reduce) workers’ wages if there has been an overpayment. However, there are also rules about how much an employer can take.

    Under the U.S. Consumer Credit Protection Act (CCPA), there are restrictions on the weekly amount that can be deducted from your pay. If the amount of weekly “disposable earnings” (the amount after legally required deductions like taxes and Social Security) are more than $290, a maximum of 25% can be deducted. If your disposable earnings are less than $217.50 (or 30 hours of work at the federal minimum wage of $7.25), nothing can be deducted. For disposable earnings more than $217.50 but less than $290 (40 hours at $7.25), your employer can garnish the amount above $217.50 (1).

    State laws will also impact how and when an employer can garnish wages after overpayment. In most states, an overpayment is classified as a wage advance, and employers do not need permission from the employee to make deductions.

    If state law differs from federal law on wage garnishment, the CCPA states that whichever law results in less money being garnished will be applied (2).

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  • Michigan poll worker pay varies sharply by location

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    Township clerk Michael Siegrist, shown training a group of poll workers in Canton Township, Mich., stresses the mission: “We’re not working for ourselves. We’re not working for our philosophies. And we’re not working for our political parties.” Matt Vasilogambros/Stateline

    This article was originally published by Votebeat, a nonprofit news organization covering local election administration and voting access.

    How much a poll worker earns in Michigan depends less on what they do and more on where they do it.

    Across the state, pay for election inspectors — the workers who check in voters and keep precincts running — can range from less than $175 a day to more than $300. That means two people doing the same job just a few miles apart might take home dramatically different paychecks.

    State law only requires that election officials “receive reasonable compensation,” leaving the exact amount up to local officials. But for poll workers, where they choose to do the job is almost entirely up to them.

    Votebeat surveyed more than 60 communities to see what clerks offer their poll workers. The results show wide gaps not only in pay but also in benefits, from free meals to same-day paychecks — and reveal how those differences shape the pool of workers each community can attract and keep.

    Clerks told Votebeat that wide pay disparities make recruiting poll workers harder. They’re not only competing with hourly jobs that offer steady pay, but also with neighboring jurisdictions that can afford to pay more. For election officials, who have to find, train, and employ poll workers — typically referred to as “election inspectors” at the base level of training and work — the challenge repeats every season.

    The grass is greener in Detroit

    The pay divide is particularly stark in Wayne County, where a 20-minute drive could net a poll worker an additional $100 or more. In Detroit, poll workers start at $300 a day, compared with only $225 in neighboring Dearborn. In Livonia, a little farther west, that drops to $170 (although Lori Miller, Livonia City Clerk, recognizes the discrepancy and is working on boosting that).

    Communities in smaller counties benefit from the work itself being less demanding.

    Mary Hopkins, city clerk of Grand Blanc in Genesee County, said she recalled a worker choosing to go south to Oakland County. “I will say, they might have made more money, but they probably really had to earn it,” Hopkins said, “because our elections are usually relatively small and peaceful, which isn’t always true in those bigger cities.”

    In Grand Blanc, a Flint suburb of 8,000 people, Hopkins starts her poll workers at $200 a day. That covers just over 14 hours of work, she said, because elections are generally small-scale. She can manage most of the prep work for the city’s two precincts, meaning election inspectors are able to show up just before polls open to be sworn in and don’t usually have to stay too late after polls close.

    That rate, which works out to more than $14 an hour, is well above Michigan’s $12.48 minimum wage and enough to keep the pool of poll workers Hopkins has — which is largely made up of retirees looking to serve their community — pretty happy.

    The benefits: pizza, potlucks and same-day paychecks

    Often, officials told Votebeat, it’s a matter of relying on the people in your community. Poll workers are typically retirees who enjoy socializing and the pride of serving the public. In many places, the same group comes back each election cycle. Most people don’t shop around for a better pay rate, clerks said. Additional perks certainly don’t hurt, though.

    The perks take different forms. In Lansing, for instance, Election Supervisor Robin Stites told Votebeat that allowing workers to serve in shifts, rather than all day, has been helpful for both recruitment and retention. Not everyone offers that option — splitting a shift means finding, training, and managing payroll for up to twice as many people — but it is working for Stites.

    In Pittsfield Charter Township, near Ann Arbor, Deputy Clerk Jill Mitchell offers election inspectors boxed lunches and snacks such as granola bars or crackers.

    In Burton, near Flint, election officials have ordered pizza (including veggie options for the vegetarians) and sandwiches from local restaurants, Joy Roe, deputy clerk, told Votebeat. Some precincts host their own potluck.

    It works because precincts tend to be staffed by the same people each election. They know what others like — desserts, veggie trays, duck stew brought by a poll worker who is an avid hunter, Roe said — and are happy to work together to make the day more enjoyable.

    “I miss it sometimes,” Roe said. “I was a poll worker for 16 years before this job, and sometimes I want to sneak out, because I know where the good food is.”

    David Elwell, clerk of Blackman Charter Township in Jackson County, has won people over by ensuring that they receive their check for the work before they walk out the door. Many communities make poll workers wait several weeks for checks to be processed through the local government payroll.

    “I know the workers appreciate that,” he said.

    It also helps that in a number of places around the state, officials have reduced the number of precincts they run. State law has recently changed to allow jurisdictions to change the maximum size of precincts from about 3,000 people to about 5,000 people. So for the first time in years, some clerks said, they expect to have more eligible workers than they may need.

    The other benefit: a chance to serve

    For poll workers themselves, the benefit typically comes from supporting their community. Anything else is a bonus.

    Robert Johncox, a Southfield resident who has served as a poll worker in the city for almost every election since 2018, said he’s never seriously considered leaving his own community because Southfield has a hard enough time finding people already.

    “I don’t want to abandon them,” he said with a laugh.

    Detroit is just across Eight Mile Road — the city and county line — from Southfield. Johncox could get a significant pay bump if he made the 20-minute drive from his house. As a precinct chairperson, the title for more senior poll workers who work closely with city clerks, he makes $275 in Southfield, compared with $230 for entry-level poll workers. Detroit, meanwhile, pays its base-level poll workers $300. Precinct chairs start at $600.

    Johncox doesn’t want to drive, though. And while he certainly wouldn’t say no to free lunches, it’s ultimately the pride of serving his community that keeps him working where he lives.

    “I’m retired. I had a good career as an engineer, so I’m really not doing it for the money,” he said. “I’m more there for the helping.”

    Hayley Harding is a reporter for Votebeat based in Michigan. Contact Hayley at hharding@votebeat.org.

    Votebeat is a nonprofit news organization covering local election integrity and voting access. Sign up for their newsletters here.

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  • Amazon Spends $1 Billion To Increase Pay And Lower Health Care Costs For US Workers – KXL

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    NEW YORK (AP) — Amazon says it’s investing $1 billion to raise wages and lower the cost of health care plans for its U.S. fulfillment and transportation workers.

    The Seattle-based company said Wednesday that the average pay is increasing to more than $23 per hour.

    Some of its most tenured employees will see an increase between $1.10 and $1.90 per hour and full-time employees, on average, will see their pay increase by $1,600 per year.

    Amazon also said it will lower the cost of its entry health care plan to $5 per week and $5 for co-pays, starting next year.

    Amazon said that will reduce weekly contributions by 34% and co-pays by 87% for primary care, mental health and most non-specialist visits for employees using the basic plan.

    More about:


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    Grant McHill

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  • California State University faculty vote in pay raises and other benefits amid strike

    California State University faculty vote in pay raises and other benefits amid strike

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    (FOX40.COM) — After a lengthy negotiation process and strikes, the California Faculty Association ratified a vote that adds pay increases and other benefits for California State University instructors to their employment contracts.
    •Video Above: Faculty begins weeklong strike at Sacramento State, other CSU campuses

    “The California State University (CSU) is pleased with the results of the California Faculty Association’s (CFA) ratification vote,” the CSU chancellor’s office said in a statement on Monday.

    The tentative agreement provides a 10 percent general salary increase to all faculty by July. It also includes a raise in salary minimums for the lowest-paid faculty that will result in increases—some as high as 21 percent—for many of them, according to the chancellor’s office.

    It also addresses issues that the CFA identified as “extremely important to its members, such as increased paid family leave from six to 10 weeks and a process for making gender-inclusive restrooms and lactation spaces more easily accessible.”

    “We look forward to the CSU Board of Trustees Committee on collective bargaining ratification of the agreement in March and to continue working in partnership with the CFA and its members to carry out our mission in service to our students and the university,” the CSU chancellor’s office said.

    The CFA went on strike in 2023 and again in January 2024. The most recent strike (January 2024) was planned for the first week of the spring semester. After one day, CSU agreed to negotiate.

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    Veronica Catlin

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  • Bank of America CEO’s 2022 compensation dips to $30 million, new filing shows

    Bank of America CEO’s 2022 compensation dips to $30 million, new filing shows

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    Bank of America CEO Brian Moynihan had his total compensation for last year fall by $2 million, according to a securities filing from the bank.

    Bank of America CEO Brian Moynihan had his total compensation for last year fall by $2 million, according to a securities filing from the bank.

    dlaird@charlotteobserver.com

    Bank of America CEO Brian Moynihan’s total compensation decreased by 6% for 2022, according to a recent securities filing from the Charlotte-based bank.

    The bank’s board approved $30 million in total compensation for Moynihan last year, compared to $32 million in 2021. The filing didn’t provide a specific reason for the decrease.

    In 2021, Moynihan’s compensation increased by 31% as Bank of America reaped record profits and the stock price soared. But a worsening economic outlook helped drag the bank’s stock back down last year — share prices fell 26% in 2022.

    That decrease “reflect(ed) weakened investor sentiment given geopolitical tensions and recessionary fears,” the filing said.

    On Monday morning, Bank of America’s stock was trading at $36.05.

    Despite the pay dip, the board said in the filing that it acknowledged both the bank’s “continued success” last year and Moynihan’s leadership, particularly in a period of economic uncertainty.

    Moynihan’s pay package for 2022 includes a $1.5 million base salary and $28.5 million in stock awards. Similar to prior years, he didn’t receive a cash bonus, the filing said.

    Moynihan’s compensation over the years

    Moynihan’s compensation, as authorized by the Bank of America board, has doubled since he took over as CEO in 2010. As some stock bonuses depend on meeting performance goals over multiple years, Moynihan’s actual take-home may differ from what the board awarded him.

    Bank of America’s stock price has increased significantly during Moynihan’s tenure. On Dec. 31, 2009, it was trading at $15.06 a share.

    The bank is one of Charlotte’s largest employers, with more than 18,000 workers in the region. It’s also the second-largest bank in the country, with $2.41 trillion in assets.

    This story was originally published February 6, 2023 1:04 PM.

    Related stories from Charlotte Observer

    Hannah Lang covers banking, finance and economic equity for The Charlotte Observer. Her work has appeared in The Wall Street Journal, the Triangle Business Journal and the Greensboro News & Record. She studied business journalism at the University of North Carolina at Chapel Hill and grew up in the same town as her alma mater.

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  • Wells Fargo CEO won’t see a raise this year, as his compensation stays at $24.5 million

    Wells Fargo CEO won’t see a raise this year, as his compensation stays at $24.5 million

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    Wells Fargo CEO Charlie Scharf won’t get a raise this year, according to a recent securities filing from the bank.

    Scharf asked the bank’s board of directors to keep his pay for 2022 the same as the prior year, at $24.5 million in total compensation, the bank stated. That includes a $2.5 million base salary and $22 million in variable compensation, such as stock awards.

    Scharf, the bank’s chief executive since 2019, is still navigating the aftermath of a number of regulatory investigations and penalties at Wells Fargo, many of which can be traced back to its 2016 fake accounts fiasco.

    The scandal — which revealed that bank employees had created millions of fraudulent accounts for customers — led to a Federal Reserve asset cap that still limits the bank’s growth.

    In the bank’s filing, the board of directors “expressed strong confidence” in Scharf’s leadership of the bank.

    “Mr. Scharf acknowledged the strong performance of the company and significant progress in its transformation journey (in 2022), but noted the remaining work left to be completed,” the filing stated. “Therefore, (he) did not believe an increase in compensation level was appropriate this year.”

    Based on Wells Fargo’s usual pay structure for executives — which takes into account the bank’s performance as well as his own — Scharf’s total compensation would have landed at about $27 million for last year, the filing said.

    Wells Fargo is based in San Francisco but has its largest employee base in Charlotte, with about 27,000 workers here.

    Charlie Scharf
    Wells Fargo CEO Charlie Scharf’s pay will be unchanged in 2022, according to a securities filing from the bank. Courtesy of Wells Fargo

    Another tough year for Wells Fargo

    Wells Fargo continued to make headlines last year, most notably for a $3.7 billion regulatory charge levied against the bank by the Consumer Financial Protection Bureau in December. The penalty was the largest in the federal agency’s history.

    Over a period of several years, the bank charged surprise overdraft fees, incorrectly applied car loan payments and improperly denied mortgage modifications, the CFPB found — the last of which caused customers to lose their vehicles or homes.

    Those charges led to billions worth of losses on the bank’s balance sheet and a 50% drop in profits for the fourth quarter.

    The bank also found itself under fire for diversity and equity issues in 2022.

    In March, a Bloomberg investigation highlighted how the bank approved fewer than half of Black homeowners’ mortgage refinancing applications in 2020, compared with 72% of white applicants.

    Former customers filed a class action lawsuit against the bank, and eleven senators called for a review of the bank’s home loan refinancing processes.

    Wells Fargo also revamped its hiring guidelines after a report from The New York Times found the bank had conducted “fake” interviews for diverse candidates. The bank interviewed women and candidates of color for roles that sometimes had already been promised to someone else, the Times found, in order to boost diversity efforts on paper.

    The bank also had to cut hundreds of jobs in its mortgage division last year, as the home lending industry buckled under rising interest rates.

    This story was originally published January 30, 2023, 12:18 PM.

    Related stories from Charlotte Observer

    Hannah Lang covers banking, finance and economic equity for The Charlotte Observer. Her work has appeared in The Wall Street Journal, the Triangle Business Journal and the Greensboro News & Record. She studied business journalism at the University of North Carolina at Chapel Hill and grew up in the same town as her alma mater.

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  • Supermom In Training: 5 Reasons I wanted just one child

    Supermom In Training: 5 Reasons I wanted just one child

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    I said it during my entire pregnancy, but don’t we all: “I’m never doing this again.” But when I said never, I actually growled it. Truth be told, I kinda knew deep down, while I felt the bean rolling around in there, that I really wasn’t going to do it again. Not because it wasn’t a good experience – I was lucky enough to have a really easy, textbook pregnancy. Even the delivery was pretty straightforward – despite two epidurals not working, everything happened within a tolerable amount of time with no complications. 

    But I only wanted to have one kid. That’s it. And so did my husband. Here’s why.

    – We felt complete. We already had a fur baby when the bean was born, and our cozy little family felt right with our single addition. We didn’t feel like we were missing anything (or anyone). Three plus a pup was what our family was meant to be.

    – I felt complete. I always have to experience everything once: the crazy waterslide, the terrifying roller coaster, the strange exotic raw food. But then I’m done. I’ve earned my bragging rights. I have my Facebook profile pic. Drop the mic – this kid is outta here! Same with having my bean – yes, I really wanted to know what it was like to be pregnant and feel a baby kick, and experience the first time you hold your son or daughter. But once I did it, I was good. Check!

    – We started late. I had my son in my mid-30s, and truth be told, the sleepless nights were much more wearing than had they been when I was in my 20s. I had sleepless nights in my 20s anyway and I bounced back pretty easily. By my mid-30s, sleep was a hot commodity, and the idea of doing an infant schedule while having a toddler or child as I closed in on 40 seemed way past its expiration date.

    – I would’ve had to sacrifice my career. I’m self-employed and work from home, so mat leave pay wasn’t an option. Not to mention my office is at home, and with two kids, or even just the newborn at home during the day, lets just say it doesn’t create the most conducive working environment. Problem is, when you’re a freelance writer, no editor is going to hold your job till you come back from a maternity break. I had somehow manged to balance and continue to build my writing business with my son being born, but two would’ve completely tipped the scales. And, while this may be controversial or selfish or whatever to other parents, my career is important to me. Family always comes first, but I’ve had a passion for writing since kindergarten, and I am so proud of the writing career I’ve managed to build in such a tumultuous time in print journalist. So, my job played a pretty big role in deciding whether to have another child. 

    – We had no room in our house. Logistically, it just would have completely overcrowded our home. And I would’ve lost my home office/craft room. Not gonna happen!

    A full-time work-from-home mom, Jennifer Cox (our “Supermom in Training”) loves dabbling in healthy cooking, craft projects, family outings, and more, sharing with readers everything she knows about being an (almost) superhero mommy.

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  • American workers can expect bigger raises next year, despite a looming recession

    American workers can expect bigger raises next year, despite a looming recession

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    It’s the most wonderful time of the year: corporate budget season. Or in some cases, budget re-adjustment season. 

    It’s the time when companies start to get realistic about what’s ahead for the coming year, particularly during the first quarter. And while that’s already playing out for some companies in the form of layoffs and hiring freezes, there is some good news for some employees heading into 2023. 

    Next year’s raises should be even higher than 2022 payouts, according to WTW’s annual salary budget planning report, based on survey responses from 1,550 U.S. organizations fielded in October. Despite the threat of an impending economic downturn, companies estimate they’ll be increasing their average workers’ salary 4.6% next year, up from the 4.2% the average worker received in 2022. 

    “As inflation continues to rise and the threat of an economic downturn looms, companies are using a range of measures to support their staff during this time,” Hatti Johansson, research director of reward data intelligence at WTW, said in a statement

    Boosting salary budgets is proving especially critical as companies continue to struggle to attract and retain employees. Three-quarters of organizations admitted to hiring and staffing issues—a number that’s nearly tripled since 2020. The continued tight labor market is the primary reason about 68% of companies opted to increase salary budgets. 

    But that pressure to pay well is a balancing act. About seven in 10 companies said they spent more than they’d planned to on salary increases and compensation adjustments over the last year. In order to fund pay increases, one in five are planning to raise prices on their products while 12% expect they will need to restructure and reduce staff headcounts. 

    And yet, despite the historic pay increases that organizations have doled out in recent years, compensation has not kept pace with inflation. National wage growth during the third quarter of 2022 increased 4.7% year over year, according to the PayScale Index. Yet, as of the end of September, real wages—which factor in the effect of inflation—are actually down 3% year over year. 

    For organizations struggling to make the math work if workers keep playing musical chairs with jobs and employers, WTW’s Lesli Jennings recommends focusing on the overall employee experience, not just providing pay increases. Two-thirds of companies surveyed have already provided workers with more flexibility and 61% have sharpened their focus on diversity, equity, and inclusion policies and programs. 

    “By focusing on health and wellness benefits, workplace flexibility, careers and DEI, organizations can position themselves as the employer of choice for their current and prospective employees,” Jennings says.

    Our new weekly Impact Report newsletter will examine how ESG news and trends are shaping the roles and responsibilities of today’s executives—and how they can best navigate those challenges. Subscribe here.

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    Megan Leonhardt

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