I’ve thought a good one would be to have all publicly traded business allocate 15% equity to employees, and require a seat on the board for an employee elected representative. Employees should be allowed to vote to sell off a certain amount every quarter, and any stock buybacks would go into the employee pool until the 15% is reached again.
I have a feeling that this is different from Beeg’s concern about client assets, but more about employee influence over the company? The idea of an equity limit might be a good addition to the Universal Ranked Income concept that I have cobbled together. Thank you. :)
In any case, my notes has two things about my own take:
1: Employees can vote for whether someone can obtain and retain their leadership position within their chapter and for higher rungs of the organization. Also, the pay grade of those leaders. Employees who are fired or retired from the company will receive 1:1 retirement pay over time, equal to the days and pay grade that they worked at the company, and can vote on any position of the company or those it has merged with. This essentially means that legacy employees can determine the leadership of the company, and cannot be made to ‘go away’ in a political sense.
2: Stocks when sold, have two components. The first is that they pay an amount over a fixed time, that is more than what they were paid for. It cannot be be sold nor traded, until it has been exhausted of this payback value. When exhausted of value, the share can now be traded to another individual for money, or returned to the company for the value it was bought at. The company cannot refuse the return, nor offer an increased price. A share returned to the company can be reissued, which allows it to start paying the fixed value again. Secondly, people who hold a share can vote for company leadership*. People within leadership positions at the company cannot own stocks from their own organization.
By requiring stocks to be held for a certain time before they can be traded, it makes it harder for stockholders to hoard and dispose of stocks when convenient. The gradual payout is a reward to people who buy stocks from the company. Presumably, the inability of stocks to have guaranteed value when they become tradeable will promote their return to the company.
*It is assumed that we are operating within an economic system, where there are absolute wealth and asset caps. There is only so many shares a person can possess, and holding shares can prevent someone from owning a yacht or bigger house - they have to lose the shares to make room within the cap for things they enjoy. This helps limit the influence of individual stock holders.
I’ve thought a good one would be to have all publicly traded business allocate 15% equity to employees, and require a seat on the board for an employee elected representative. Employees should be allowed to vote to sell off a certain amount every quarter, and any stock buybacks would go into the employee pool until the 15% is reached again.
I have a feeling that this is different from Beeg’s concern about client assets, but more about employee influence over the company? The idea of an equity limit might be a good addition to the Universal Ranked Income concept that I have cobbled together. Thank you. :)
In any case, my notes has two things about my own take:
1: Employees can vote for whether someone can obtain and retain their leadership position within their chapter and for higher rungs of the organization. Also, the pay grade of those leaders. Employees who are fired or retired from the company will receive 1:1 retirement pay over time, equal to the days and pay grade that they worked at the company, and can vote on any position of the company or those it has merged with. This essentially means that legacy employees can determine the leadership of the company, and cannot be made to ‘go away’ in a political sense.
2: Stocks when sold, have two components. The first is that they pay an amount over a fixed time, that is more than what they were paid for. It cannot be be sold nor traded, until it has been exhausted of this payback value. When exhausted of value, the share can now be traded to another individual for money, or returned to the company for the value it was bought at. The company cannot refuse the return, nor offer an increased price. A share returned to the company can be reissued, which allows it to start paying the fixed value again. Secondly, people who hold a share can vote for company leadership*. People within leadership positions at the company cannot own stocks from their own organization.
By requiring stocks to be held for a certain time before they can be traded, it makes it harder for stockholders to hoard and dispose of stocks when convenient. The gradual payout is a reward to people who buy stocks from the company. Presumably, the inability of stocks to have guaranteed value when they become tradeable will promote their return to the company.
*It is assumed that we are operating within an economic system, where there are absolute wealth and asset caps. There is only so many shares a person can possess, and holding shares can prevent someone from owning a yacht or bigger house - they have to lose the shares to make room within the cap for things they enjoy. This helps limit the influence of individual stock holders.