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And to be honest, 83 is still quite generous of me to hold you to. According to BLS there are 195,000+ CEOs in the US. So even 1% would require ~2000 examples, which you know you cant come up with.
EDIT: You added more after I quoted this the first time. So yea you need to continue because even reading the first 8 on your first link, some arent even US based (we are talking about the US economy) and some were pushed out or resigned on their own.
AND your last link includes people either IN jail or on their way...you pretty much prove yourself wrong because in jail there is no paycheck.
The point is that it is silly to claim that a dollar in podunk Alabama is worth so much more than in Boston or DC. It all depends on whether you are buying a home or not. These "cost of living" calculators are meaningless for people who invest in a home.
So you repeatedly lie and BS to make the "point" that you don't think it matters that two comparable homes - one in San Francisco and the other in Grand Rapids, Michigan - will have a much different price tag in regards to cost of living?!?!
Fact is, housing is a part of the cost of living and also the vast majority of people who live inside NYC rent. The majority of people in Chicago rent. San Francisco, etc - most rent in high cost areas, meanwhile most people in Podunk Alabama own. So your point was ridiculous to begin with.
P.S. if you have to lie so much, your point is probably not valid!
People get paid based on the value they add to the business. So if they are worth $5/hr due to their skills, thats what they would be paid.
I do agree that every employee is worth a different amount, too many places have the same starting wage for everyone, no matter whether you are in your early 20s or late 60s!!
Employees need to have some way to determine how much 'value' they are worth when they are working, (in real time preferably), it wouldnt be fair if a company expected you to give 110% and work your butt off, if you are only being paid MW.
Im a firm believer that employees should give the level of work output that coincides with their hourly wage, (you get what you pay for), goes both ways.
Those others crying are salaried workers. You get paid an annual salary for a 40 hour week.
That $36K/year comes out to $18.75 per hour.
And as everyone knows, salaried workers don't get paid for any overtime past 40 hours.
His argument that it isnt a cost of living expense is literally asinine as his own party complains about high rent costs and high home prices afflicting big cities and squeezing the bottom and middle of Americans that live there.
If $15 miminum wage wont have a negative impact on working class people in low cost of living areas then why not raise NYC's minimum wage to $50 to account for higher cost of living?
In fact let's do $30 national minimum wage and $100 in NYC if it will be so good for the working class.
It doesn’t matter what he says.
He’s trying to justify his own evil notion that he shall dictate how others live.
The point is that it is silly to claim that a dollar in podunk Alabama is worth so much more than in Boston or DC. It all depends on whether you are buying a home or not. These "cost of living" calculators are meaningless for people who invest in a home.
I am still waiting for you to justify why you get to dictate how others shall live.
I do agree that every employee is worth a different amount, too many places have the same starting wage for everyone, no matter whether you are in your early 20s or late 60s!!
Employees need to have some way to determine how much 'value' they are worth when they are working, (in real time preferably), it wouldnt be fair if a company expected you to give 110% and work your butt off, if you are only being paid MW.
Im a firm believer that employees should give the level of work output that coincides with their hourly wage, (you get what you pay for), goes both ways.
Who gets to decide what the value of the employees’ work is? Is it the employee? Because I can see a whole lot of issues there.
As a former small business owner and a retail manager, I can vouch that most entry level employees have a vastly inflated opinion of their own abilities and work ethic. I consistently run circles around people half my age when it comes to stocking, while keeping track of the myriad details involved in keeping an extremely busy adult beverage store ready for customers. The ones who manage to a) keep up with me while maintaining a pleasant attitude and b) start figuring out ways to make my job easier without me telling them to are the ones who get fast raises and more/better hours.
The ones who don’t but manage to do the minimum and show up on time are the ones who get mediocre annual raises.
The ones who don’t show up on time, call out, or can’t even manage to do the minimum (the majority) are the ones who get their hours cut or are just let go.
Hmmm, I guess we sort of agree. The pay does coincide with the effort, I just approach it from the other direction.
Several states are going to $15, mostly in increments taking a few years, which is perfect as it gives businesses a few years to automate.
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