#pay system

[kultamarajensen-blog]

What Do You Mean kulaBrands is Not a Multi-Level Marketing Company?

When I met kulaBrands I thought it was just another MLM. They said you can inspire people to go on the ride with you so you can all make money. To me...that meant multi-level marketing.

"NOT FOR ME!" I said. Been there...done that...no way...no how...nope!

So let's put it all out there. Members get paid in 5 ways:

Reverse royalties for financially backing a new invention through reward-based crowdfunding

Reverse royalties for helping to brand the new invention through social media marketing and getting the word out

Reverse royalties through building the new company by helping the inventors make new business connections, become a household name, and by continuing to get the word out.

Earn the markup between wholesale and retail due to creating direct marketing avenues.

And yes...if a member influences another to join the team...there is incentive through income that is based on each new invite.

But they told me it is not a multi level marketing platform. Were they right? How was it different? So, I did my homework and this is what I found.

What Makes a Multi Level Marketing Company an MLM?

There is one major characteristic that they all have. The product that they promote must be consumable because everyone must keep buying for the people on the top to make money. So, if you have never made money in a multi level marketing company you will understand me when I say that the magic bean of an MLM is the autoship. Everyone under you buys or you die.

So, the Big Question is...Do I Have to Bring Anyone in Under Me to Make Money with kulaBrands. 

I do not.  Here is why...

In kulaBrands, I collaborate with inventors and other kulaBrands members to launch and brand new products and help to build the companies that created them. I work as part of a team. We call it the kulaBrands Community. Some contribute more money than time and others contribute more time than money. Peter, one of the co-founders has a favorite quote.

A rising tide raises all ships

So we are the rising tide. Everyone's cumulative efforts, no matter how great or small, contribute to the success of the brand. Then, as the fledgling company becomes profitable, each participating member gets reverse royalties that inevitably grows proportionately with the company we support and to what extent we work at it. That means that as long as the inventor makes money, we make money and it is fairly distributed between its kulaBrands supporters.

I look at it this way, instead of paying 1000s of dollars for marketing and support up front the inventor can focus on other very important priorities like running the business and making it profitable while we fuel the fire. Then, as the product sells they pay us a portion of EVERYTHING that sells. 

That is it! That is the answer! kulaBrands IS NOT an MLM! So, I went all in!

What I have learned since then is that I love kulaBrands! I just love it! I see the income potential, and I have a vision. I get excited to let people in on my best kept secret! To understand it better...watch this video. Then contact the person who lead you to us!

[thepostmillennial-blog]

Government commits to 'move away from Phoenix' and build new pay system

New Post has been published on https://www.thepostmillennial.com/government-commits-move-away-phoenix-build-new-pay-system/

Government commits to 'move away from Phoenix' and build new pay system

Since its launch in February 2016, tens of thousands of federal employees have been underpaid, overpaid or not paid at all.

[thepostmillennial-blog]

Phoenix pay woes: union of federal employees threatens Liberals ahead of election

New Post has been published on https://www.thepostmillennial.com/phoenix-pay-woes-union-federal-employees-threatens-liberals-ahead-election/

Phoenix pay woes: union of federal employees threatens Liberals ahead of election

Federal civil servants are threatening to mobilize against Justin Trudeau’s Liberals during the 2019 election campaign due to the unresolved Phoenix pay system problems.

[thepostmillennial-blog]

Official warns more civil servants could see 'low pay or no pay' over Christmas

New Post has been published on https://www.thepostmillennial.com/official-warns-civil-servants-see-low-pay-no-pay-christmas/

Official warns more civil servants could see 'low pay or no pay' over Christmas

Federal government managers are being warned of a possible surge in emergency pay requests from civil servants over the holidays after a new glitch was discovered in the troubled Phoenix pay system.

[authorlpinson-blog]

USE CHAPPS TO FIX THE ECONOMY

For the Betterment of America Once and for All

It’s 2016, and the US economy continues in its state of slump. According to statistics, the country’s GDP has only increased by 2.5 percent this midyear, when economists’ initial expectation was 3 percent or higher. Last year, the States ranked as the fourth highest country for income inequality in the world, with its child population being the thirty-fourth out of the thirty-five countries that were surveyed for poverty level.

These and other important factors, such as life satisfaction, skills and education (USA ranked close to bottom out of twenty-three surveyed), determine the strength of a country’s economy, which the United States is quickly losing on. If the current running of the once “most powerful nation in the world” were to slope downward even further, it would take decades to bounce back—and can it? One of the most critical factors to economic sustainability is annual income. Considering the major job losses in the last few years, it will take a great leap and new direction for the working class to return to a state of considerable improvement.

CHAPPS is a worker-friendly and beneficial pay system that I created after many years of experience working in the US Postal Service. I have also served in the US Army for two years (1967 to 1979) and, until 1989, as an Illinois National Guard, for which I became a first lieutenant and police company commander in 1980 then, finally, a major by 1989.

A large part of this work is derived from my firsthand experience in the military. Full-time military CHAPPS and part-time military CHAPPS, especially, are designed to specifically benefit the pay system of soldiers and the other ranks. The thing about CHAPPS is its main goals are job creation and pay satisfaction without the expense of taxpayers’ money. We no longer have to pay for the budget of politicians!

Because the pay period is computed for every 320 hours (8 weeks) of work done, workers get a check after every 14 days (2 weeks). Employees will work full-time for the current year’s benefits as well as another 40 hours for the current year’s remuneration. No taxes! CHAPPS not only benefits postal service workers and the military, but it also provides a better future for government agencies, as well as both small and large corporations functioning in our economy. Imagine if this pay system were practiced throughout the United States of America. What advantages US citizens can reap for today and the future. CHAPPS will end poverty. CHAPPS can fix the economy!

[authorlpinson-blog]

HOW BUSINESSES CAN FULLY UTILIZE A 168-HOUR WORKWEEK

CHAPPS is a pay system that provides 24-7 service.

What is the purpose of CHAPPS?

One of the many purposes of CHAPPS is to create a schedule that will enable government agencies and private sectors to operate a full 168-hour workweek.

How does it work?

CHAPPS proposes three shifts, called tours. Each tour is equivalent to an eight-hour shift. See table 1.

The tour system can be applied to any business or organization that is willing to provide a 24-7 service. It can be done by categorizing employees into three shifts, or tours. The first batch of employees will have to report to work from 8:00 p.m. to 4:00 a.m. The second batch will have to be present from 4:00 a.m. to 12:00 nn, and the third will have to go to work at 12:00 nn until 8:00 p.m. Therefore, each employee can only render 40 hours per week, or 2,080 hours per year.

The pay system

With CHAPPS, the pay period is calculated every 320 hours, or 8 weeks. Employees receive their check every two weeks, wherein each week represents 160 hours. In a year, an employee receives a total of 26 checks; the first one is the pay for the previous’ year’s last 8 weeks (which is carried over and added to the current calendar year’s 52 weeks).

For example, full-time employees who work for 8 hours a day don’t get their whole salary on payday. Rather, they only receive half of the total worth of work hours a day. So where does the rest of their money go? Refer to table 2.

Thus, full-time employees work 40 hours for the current year’s benefits and the same number of hours for the current year’s salary. They also allot 40 hours for stipend to be paid every quarter plus another 40 hours for the next year’s salary. This totals to 160 hours per week.

[authorlpinson-blog]

C.H.A.P.P.S for Free Labor

                                 Advancing America’s Wage System

In 1800s America, a free labor movement was created for the purpose of equal wealth distribution and independence in the southern part of the United States, where slavery was more prevalent. Americans from the North dismissed slave labor, viewing it as inferior to their practice of free labor.

Aside from social movement, this opportunity would provide wage earners more independence such as property ownership. By 1852, free labor became a Republican ideology, growing alongside the economic expansion of the early 1900s. A “laborer” could be a farmer, businessman, or merchant, abolishing the elite versus the inferior statuses during that period.

Today, United States citizens hold company ownerships, full-time professions, part-time jobs, blue-collar or white-collar lines of work. But the United States has one of the highest taxpayers in the world, reaching up 19.1 percent in payroll tax and 35 percent for corporate taxes. Many graduates and nongraduates instead opt to work “free labor” with jobs that typify website designing, copywriting, programming, virtual assisting, and much more—a never-ending deck that offers both technical and creative labor that just continues to grow.

C.H.A.P.P.S is a precise and beneficial pay system I formulated after years of experience in various fields, including sales and the military and, more notably, the postal service. C.H.A.P.P.S acknowledges a worker’s compensation—without the taxes. Normally, an average job holder has to work 2,080 hours in one year. While the regular government fiscal year earnings encompass a worker’s benefits, stipend pay, current year, and the following year of rendered work, C.H.A.P.P.S does not require a scheduled work week, one that society has been accustomed to identify with. Rather, it accommodates a worker depending on their schedule bids. Additionally, C.H.A.P.P.S respects the ten-day paid holiday, with paid sick leaves, breaks, annual leaves, night differentials, and Sunday premium as well as retirement with full benefits.

The pay system of US postal service employees is a complex one. I simplified it in methods that will provide jobs for US citizens without having to take from taxpayers’ remuneration. With appropriate pay systems fit for military personnel, postal service workers, government positions, private sectors, small and big businesses, including free labor individuals, nobody has to pay for the budget of politicians.

Once you read my book, you will get to identify with suitable pay system processes that align with your work goals and salary aims. These include a seventy-two-hour day / seventy-two-month pay system, four-in-a-box system, as well as the five C.H.A.P.P.S: full-time military, part-time military, full-time civilian bargaining unit (employees working eight hours five days a week), part-time civilian bargaining unit (flexies), or full-time nonbargaining unit (made for supervisors). Allow C.H.A.P.P.S to work for you and your long-term goals!

Sources:

https://www.reference.com/world-view/define-labor-ideology-2d9260efebb9f55#

https://www.binghamton.edu/history/resources/journal-of-history/lincoln.html#_ftn1

http://www.electronicbookreview.com/thread/technocapitalism/voluntary

[partition-european-sim-card-gwu]

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