Introduction:
Since those who will be employed by the Proprietorship are being considered as professionals deserving of the type of “awards” that are made available to staff, this post will address the type of remuneration more commonly known as “benefits”, provided in return for their service as well as the type of “pension benefit” that will be offered for their years of continuous, merit worthy service. Please follow below for details regarding this discussion.
Here are the Background Issues of Interest:
For those offered employment, these types of benefit “awards” can be expected: 1) Relocation Assistance will be made available that will include a standard cash payment in addition to paid travel. For those who travel by car (recommended), the standard amount used by the IRS with regards the per mileage reimbursable rate will be paid (ex. .50/mile), those who submit documentation in support of their travel requests, that can include food and lodging on the route towards their destination; 2) Subsidized Rents for those Coordinators and Marketing/Sales Consultants stationed in National Base and similar distant locations, which is essentially an increase in salary (the difference between what would normally be paid and what is actually paid in rent in these pricey locals) for those in such locations, which is not available to others directly in the same manner but, which they (staff not in such locations) will also receive in different ways. The subsidized rent/income increase will be reflected on the annual tax-related documentation; 3) Equally Share d Royalty Payments for those staff members who excel at being innovative and develop unique designs worthy of pursuing patent protection for these ideas and for, which successful patent claims are obtained. As a result, all royalties obtained will be shared at a rate equivalent to 50/50 percent (%) with the applicable staff member and where multiple individuals share the innovation, they will all share the royalties collected equivalent to the staff 50% split. The remaining 50% will be the Proprietorship’s share of the royalties collected; 4) Incentive Cash Payments will be made available to those staff members who submit written suggestions that result in efficiency savings by the Proprietorship. For example, if a staff member submits an idea for conducting business more efficiently regarding a specific activity (carried out by the Proprietorship), and savings are realized when the alternate method of conducting the same task suggested is implemented, the staff member will receive a cash award equivalent to the following criteria. If cash savings of up to $1000.0 are realized, then a cash payment equivalent to $300.00 will be paid to the staff member. If savings equivalent to $1001.00 and $5000.00 are realized when the suggestion is implemented, a cash payment equivalent to $400.00 will be paid to the staff member. On the other hand, if savings equivalent to $5001.00 and $10,000.00 are realized when the suggestion is implemented, then a cash payment of $500.00 will be paid to the staff member. Finally, if savings of greater than $10,001.00 are realized, then a cash payment of $600.00 will be paid to the staff member. This will be the “Holding Base” Proprietorship’s avenue to encourage staff to make recommendations regarding methods that can improve their working conditions by conducting business more efficiently. 5) The “Holding Base” does not offer a Pension Plan as such, but will for those note worthy staff members completing years of continuous meritorious service, the following will be offered in lieu of such, assistance with the establishing of their own proprietorships with terms and similar arrangements and a defined unique service area as discussed in the post HOW BUSINESS COLLABORATION BETWEEN THE INDEPENDENT PROPRIETORS AND THEIR DISTRIBUTOR IS INTENDED TO FUNCTION. Those few with the most outstanding service will be assisted with Independent Distributorships and the other notables, Independent Sales/Marketing proprietorships. The main difference (or caveat) between these two arrangements is that these who are assisted and succeed will be required to contribute an amount equivalent to 2% of their profits toward a fund to be established by the “Holding Base” that will go towards assisting others it the same way, while the “Holdung Base” will contribute an amount equivalent to 3% from its share of all profits from these Independent Proprietorships, towards this fund annually.
Conclusion:
The “Holding Base” neither is nor will become a “giant” corporate entity with huge “stock payments” being made to “executives” and others, but it will remain a Proprietorship, which values the worthwhile efforts of its staff as they ethically and professionally carry out their required tasks, all with the aim of delivering successful products and services. It is hoped that those with the most successful, consistent work records will be those who will earn these in lieu of pension benefits as the Proprietorship’s way of expressing thanks to the appropriate worthy staff. Furthermore, as the Proprietorship becomes the type of outstanding investment “vehicle”, desired and consistent with the description in its Blog Pages Header, it is possible to envision that similar type “benefit awards” may be added to these described here. Nevertheless, this will not take away from the fact that what is prized most in its staff, is their commitment to providing professional, ethical service to assist the Proprietorship achieve its critical objectives and for that the, most notable be “awarded” the applicable benefit in addition to all the others described. It is my hope that these “awards” will be go a long way towards assisting the professional staff members of the “Holding Base” and its subsidiary Proprietorships with their financial needs as we collectively work towards achieving all our critical objectives.
James F. Brazant
Proprietor
Conservery/Cosvry/ClChs Bakery
5/20/2015
(see the Conservery Blog Page for the Proprietorship’s new mailing address)
Since those who will be employed by the Proprietorship are being considered as professionals deserving of the type of “awards” that are made available to staff, this post will address the type of remuneration more commonly known as “benefits”, provided in return for their service as well as the type of “pension benefit” that will be offered for their years of continuous, merit worthy service. Please follow below for details regarding this discussion.
Here are the Background Issues of Interest:
For those offered employment, these types of benefit “awards” can be expected: 1) Relocation Assistance will be made available that will include a standard cash payment in addition to paid travel. For those who travel by car (recommended), the standard amount used by the IRS with regards the per mileage reimbursable rate will be paid (ex. .50/mile), those who submit documentation in support of their travel requests, that can include food and lodging on the route towards their destination; 2) Subsidized Rents for those Coordinators and Marketing/Sales Consultants stationed in National Base and similar distant locations, which is essentially an increase in salary (the difference between what would normally be paid and what is actually paid in rent in these pricey locals) for those in such locations, which is not available to others directly in the same manner but, which they (staff not in such locations) will also receive in different ways. The subsidized rent/income increase will be reflected on the annual tax-related documentation; 3) Equally Share d Royalty Payments for those staff members who excel at being innovative and develop unique designs worthy of pursuing patent protection for these ideas and for, which successful patent claims are obtained. As a result, all royalties obtained will be shared at a rate equivalent to 50/50 percent (%) with the applicable staff member and where multiple individuals share the innovation, they will all share the royalties collected equivalent to the staff 50% split. The remaining 50% will be the Proprietorship’s share of the royalties collected; 4) Incentive Cash Payments will be made available to those staff members who submit written suggestions that result in efficiency savings by the Proprietorship. For example, if a staff member submits an idea for conducting business more efficiently regarding a specific activity (carried out by the Proprietorship), and savings are realized when the alternate method of conducting the same task suggested is implemented, the staff member will receive a cash award equivalent to the following criteria. If cash savings of up to $1000.0 are realized, then a cash payment equivalent to $300.00 will be paid to the staff member. If savings equivalent to $1001.00 and $5000.00 are realized when the suggestion is implemented, a cash payment equivalent to $400.00 will be paid to the staff member. On the other hand, if savings equivalent to $5001.00 and $10,000.00 are realized when the suggestion is implemented, then a cash payment of $500.00 will be paid to the staff member. Finally, if savings of greater than $10,001.00 are realized, then a cash payment of $600.00 will be paid to the staff member. This will be the “Holding Base” Proprietorship’s avenue to encourage staff to make recommendations regarding methods that can improve their working conditions by conducting business more efficiently. 5) The “Holding Base” does not offer a Pension Plan as such, but will for those note worthy staff members completing years of continuous meritorious service, the following will be offered in lieu of such, assistance with the establishing of their own proprietorships with terms and similar arrangements and a defined unique service area as discussed in the post HOW BUSINESS COLLABORATION BETWEEN THE INDEPENDENT PROPRIETORS AND THEIR DISTRIBUTOR IS INTENDED TO FUNCTION. Those few with the most outstanding service will be assisted with Independent Distributorships and the other notables, Independent Sales/Marketing proprietorships. The main difference (or caveat) between these two arrangements is that these who are assisted and succeed will be required to contribute an amount equivalent to 2% of their profits toward a fund to be established by the “Holding Base” that will go towards assisting others it the same way, while the “Holdung Base” will contribute an amount equivalent to 3% from its share of all profits from these Independent Proprietorships, towards this fund annually.
Conclusion:
The “Holding Base” neither is nor will become a “giant” corporate entity with huge “stock payments” being made to “executives” and others, but it will remain a Proprietorship, which values the worthwhile efforts of its staff as they ethically and professionally carry out their required tasks, all with the aim of delivering successful products and services. It is hoped that those with the most successful, consistent work records will be those who will earn these in lieu of pension benefits as the Proprietorship’s way of expressing thanks to the appropriate worthy staff. Furthermore, as the Proprietorship becomes the type of outstanding investment “vehicle”, desired and consistent with the description in its Blog Pages Header, it is possible to envision that similar type “benefit awards” may be added to these described here. Nevertheless, this will not take away from the fact that what is prized most in its staff, is their commitment to providing professional, ethical service to assist the Proprietorship achieve its critical objectives and for that the, most notable be “awarded” the applicable benefit in addition to all the others described. It is my hope that these “awards” will be go a long way towards assisting the professional staff members of the “Holding Base” and its subsidiary Proprietorships with their financial needs as we collectively work towards achieving all our critical objectives.
James F. Brazant
Proprietor
Conservery/Cosvry/ClChs Bakery
5/20/2015
(see the Conservery Blog Page for the Proprietorship’s new mailing address)
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