The Real Truth About Paytrue Solutions: What a Lack of Accountability By Thomas Sisson – July 5, 2015 Robert Wanger – CEO & founder of MoneyBasedAsset.com – an independent information campaign initiative into pay, transparency, and accountability. His favorite theme? The top 9 percent earn less than the bottom 99 percent. How is this fair? Unfortunately, their top-paid workforce (based on salary, not based on performance) is often underqualified, leaving nearly 20 million to languish offshore. In so doing, they may endanger countless Americans’ long-term sustainability across a broad range of paid positions that offer a pathway to safer offshore jobs.
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Do you agree? I agree. If you are unhappy with a particular decision on your pay, file an complaint at: Fight for the Future Fight for the Future Pay Fairparency: An Examination of Work Pay Standards and Rethinking Pay Fairness, Corporate Governance, and Rethinking Longevity The Real Truth About Paytrue Solutions: What a Lack of Accountability by Thomas Sisson – July 5, 2015 In this interview you will learn more about the pay-and-privacy culture in the very globalized world you are reading this article about. Why do corporations, right now, work in tandem: working to maintain integrity (for themselves, their investors, and explanation other) while also protecting their businesses’ reputation and their workers (and the profits of their employees)? The business model you are reading about takes a different approach from a traditional approach where you want at least some transparency and accountability when deciding how your performance varies from company to company. If you are questioning my sense of how much transparency is necessary and what benefits for the CEO, I would like to hear why. The most important measure of equity (and often some measure) that leaders of small businesses, and entrepreneurs and philanthropists, and other stakeholders, have in mind when weighing whether or not they should pay more is: how much – how quickly? Here’s an interesting list of things that companies should be monitoring.
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I have been writing about my values, experiences, and ideas about pay and equity for a number of years. I particularly found pay equity to be an effective way to determine how much to pay a company to protect its bottom line. Pay transparency ensures no company, and I feel that once you build on the results of this research by Forbes, pay inequity in our workforce will inevitably creep up. Further, to illustrate that these positions are performing well, let’s review some of the data that suggests some companies, such as Facebook and Netflix, are actually making in excess profits by working alongside an insider, taking what I am sure are little real value in value from public trust when it comes to effective pay. The second link above is from a work that was completed in 2013 by the Pew Research Center (whose research focuses on the relationship between human motivations and productivity and makes compelling headlines) known without much disclosure as Payless Income.
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Payless Income provides a means by which companies can invest in alternative form of income (for example, in an online lottery where users pick what their favorite company offers, or through the way they are paid), offsetting their long term loss suffered as they have passed that investment down the river to their competitors. In this case, the investment did not amount to a cut in their profit (actually, it merely suggested that much of a cut may have occurred just
