Latest news with #Compensation
IOL News
30-07-2025
- Politics
- IOL News
KZN Department of Education rebuilding schools damaged by natural disasters
Ngaqa Primary School in Mtubatuba in northern KwaZulu-Natal was ravaged by a storm that swept through Zululand and uMkhanyakude districts in 2023. Image: Supplied In a bid to transform the educational landscape of KwaZulu-Natal, MEC Sipho Hlomuka committed to focusing on schools affected by natural disasters in his R66 billion budget for the 2025/26 fiscal year. Although faced with a substantial allocation for salaries, the department is also committed to addressing infrastructure deficits that have long plagued schools in the region. Hlomuka allocated R2,8 billion for infrastructure development, saying the department is actively working to repair schools that have been damaged by natural disasters such as storms, floods, and tornadoes. '... We have successfully repaired a number of schools, among which are Nqobile Primary School in uThukela District, which is now 100% completed, Gloeckner Combined School, and Qhozo High School, also in uThukela District and 100% complete,' Hlomuka said. 'In Zululand District, we have successfully completed the Zombode Primary School, Ngoza Primary School and Philibana Primary School, whilst Mhlabanisa Secondary School is at 80% construction. 'In uMzinyathi District, we are at 76% construction at the Mkhonjane Primary School, whilst at Echwebeni Primary School in uMkhanyakude, the construction is currently at 95%.' The department is also constructing 21 new schools. 'In some instances, we have had to replace makeshift schools that were not conducive to teaching and learning. Some of the new schools that we are building are Vimbukhalo Primary School in uThukela District, which is now 96% complete, Cliffdale Secondary School in Pinetown District at 65%, Umzokhanyayo Secondary School in Harry Gwala at 45%, Sidingulwazi Primary in uThukela District at 56% and Zizamele Primary School in Harry Gwala District, which is at 60%,' Hlomuka said. 'Additionally, there are 133 schools undergoing major refurbishment and rehabilitation across the province.' Hlomuka also said the Cost of Compensation of Employees (COE) remains the major cost driver for the Department, accounting for close to 90% of this budget. 'A total of R56 billion goes towards paying employee salaries,' Hlomuka said. DA KZN education spokesperson Sakhile Mngadi said: 'While the centrality of educators is undisputed, the lack of growth in key areas like infrastructure, inclusive education and skills development is alarming,' Mngadi said. 'KZN cannot sustain an education system where nearly all the budget is spent on salaries - without evidence of improved learning outcomes or better classroom conditions. KZN continues to suffer from overcrowded schools, decaying infrastructure, and dropout rates nearing 50% between Grades 10 and 12.' [email protected]
NHK
09-07-2025
- Business
- NHK
Inquiry of British Post Office scandal calls for 'restorative justice' program
A British inquiry has called for a "restorative justice" program for Post Office workers wrongly convicted due to a flawed accounting system supplied by a subsidiary of Japanese electronics firm Fujitsu. More than 900 British post office branch operators and other staff were prosecuted on theft and other charges between 1999 and 2015 after the software wrongly indicated shortfalls of cash. A British court recognized the defect in the software, Horizon, in 2019. Last year, the country enacted a law to exonerate and compensate all victims of the scandal. So far, about 1.49 billion dollars has been paid to claimants. On Tuesday, the independent inquiry released its first report. The report says all people who have been wrongly convicted and those who have been held responsible are victims of "wholly unacceptable" behavior perpetrated by the Post Office and Fujitsu. It says that there are currently about 10,000 eligible claimants in the schemes providing financial compensation. The report calls on the British government to "devise a process for providing financial redress to close family members of those most adversely affected by Horizon." It also urges Fujitsu, the government and the Post Office to publish a report on a program for restorative justice by the end of October. Fujitsu and the British government have already agreed to start talks on compensation for victims. Following the report's release, Fujitsu expressed its remorse and offered an apology. It said it hopes the issue will be quickly settled with fair redress for victims. The company pledged full cooperation with investigations, and said it will discuss its contributions to compensation with the British government.
Cision Canada
24-06-2025
- Business
- Cision Canada
Nickel Creek Platinum Announces Results of 2025 Annual General and Special Meeting
OAKVILLE, ON, June 24, 2025 /CNW/ - Nickel Creek Platinum Corp. (TSXV: NCP) ("Nickel Creek" or the "Company") is pleased to announce the results of its annual general and special meeting of shareholders (the "AGM") that was held on June 24, 2025. All of the following business items were approved at the AGM by the requisite majority of shareholder votes cast at the meeting: setting the size of the Board of Directors at five; electing each management-nominated director; approving the Company's amended Share-Based Compensation plan and all unallocated entitlements; approving certain stock options and deferred share units issued pursuant to the amended Share-Based Compensation Plan prior to its approval by disinterested shareholders at the AGM; and appointing McGovern Hurley LLP as Nickel Creek's auditor The five directors of Nickel Creek elected at the AGM are: Mark Fields, Stuart Harshaw, Wayne Kirk, Myron G. Manternach and David Peat. Votes for the directors were cast as follows: About Nickel Creek Platinum Corp. Nickel Creek Platinum Corp. (TSXV: NCP; OTCQB: NCPCF) is a Canadian mining exploration and development company and its asset is its 100%-owned Nickel Shäw Project. The Nickel Shäw Project is a large undeveloped nickel sulphide project in one of the most favourable jurisdictions in the world, with a unique mix of metals including copper, cobalt and platinum group metals. The Nickel Shäw Project has exceptional access to infrastructure, located three hours west of Whitehorse via the paved Alaska Highway, which offers year-round access to deep-sea shipping ports in southern Alaska. The Company is led by a management team with a proven track record of successful discovery, development, financing and operation of large-scale projects. Our vision is to create value for our shareholders by becoming a leading North American nickel, copper, cobalt and PGM producer. Neither the TSXV nor its Regulation Service Provider (as that term is defined in the policies of the TSXV) accepts responsibility for the adequacy or accuracy of this news release. SOURCE Nickel Creek Platinum Corp.
Yahoo
24-06-2025
- Business
- Yahoo
Nickel Creek Platinum Announces Results of 2025 Annual General and Special Meeting
OAKVILLE, ON, June 24, 2025 /CNW/ - Nickel Creek Platinum Corp. (TSXV: NCP) ("Nickel Creek" or the "Company") is pleased to announce the results of its annual general and special meeting of shareholders (the "AGM") that was held on June 24, 2025. All of the following business items were approved at the AGM by the requisite majority of shareholder votes cast at the meeting: setting the size of the Board of Directors at five; electing each management-nominated director; approving the Company's amended Share-Based Compensation plan and all unallocated entitlements; approving certain stock options and deferred share units issued pursuant to the amended Share-Based Compensation Plan prior to its approval by disinterested shareholders at the AGM; and appointing McGovern Hurley LLP as Nickel Creek's auditor The five directors of Nickel Creek elected at the AGM are: Mark Fields, Stuart Harshaw, Wayne Kirk, Myron G. Manternach and David Peat. Votes for the directors were cast as follows: Director Votes For Votes Withheld Percent For Percent Withheld Mark Fields 2,922,819 28,473 99.04 % 0.96 % Stuart Harshaw 2,913,911 37,381 98.73 % 1.27 % Wayne Kirk 2,911,399 39,893 98.65 % 1.35 % Myron G. Manternach 2,862,203 89,089 96.98 % 3.02 % David Peat 2,905,945 45,347 98.46 % 1.54 % About Nickel Creek Platinum Corp. Nickel Creek Platinum Corp. (TSXV: NCP; OTCQB: NCPCF) is a Canadian mining exploration and development company and its asset is its 100%-owned Nickel Shäw Project. The Nickel Shäw Project is a large undeveloped nickel sulphide project in one of the most favourable jurisdictions in the world, with a unique mix of metals including copper, cobalt and platinum group metals. The Nickel Shäw Project has exceptional access to infrastructure, located three hours west of Whitehorse via the paved Alaska Highway, which offers year-round access to deep-sea shipping ports in southern Alaska. The Company is led by a management team with a proven track record of successful discovery, development, financing and operation of large-scale projects. Our vision is to create value for our shareholders by becoming a leading North American nickel, copper, cobalt and PGM producer. Neither the TSXV nor its Regulation Service Provider (as that term is defined in the policies of the TSXV) accepts responsibility for the adequacy or accuracy of this news release. SOURCE Nickel Creek Platinum Corp. View original content to download multimedia: Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Malaysian Reserve
23-06-2025
- Business
- Malaysian Reserve
Linda Mack and Brian Adams of Mack International joined a panel on Family Office Compensation and Talent: 2025 Trends and Planning hosted by Katten's New York office on May 6, 2025
Linda Mack and Brian Adams of Mack International joined a panel on Family Office Compensation and Talent: 2025 Trends and Planning exploring compensation strategies and talent management approaches hosted by Katten's New York office on May 6, 2025 WEST PALM BEACH, Fla., June 23, 2025 /PRNewswire/ — Linda Mack, Founder and President of Mack International and Brian Adams, Partner, Mack International participated in Katten's Family Office practice for a panel exploring 2025 Trends and Planning on Compensation and Talent on May 6 in New York. They were joined by Mitchel Pahl, Partner, Katten; Saul Rudo, Partner and Co-Chair for Family Offices, Katten; and Trish Botoff, Managing Principal, Botoff Consulting. The panelists explored current compensation strategies, long-term incentive (LTI) structures, and evolving talent management approaches utilized by family offices to attract and retain good talent. The event was held in Katten's New York City offices with a live audience. A virtual option was made available and recorded. Key topics were as follows: The Increasing Prevalence of LTI Plans A handout was distributed by Trish Botoff to those in attendance featuring data points from the 2024 survey done by Botoff Consulting. The comprehensive data represented 450 firms. Highlights included the prevalence of LTI plans being used. Over the past 10 years there has been a significant increase, from 40% to 54%, in the number of Family Offices using LTIs. Those with an AUM of $2.5B or more, 72%. Family Investment firms' use of LTIs rose to 62% with 86% of firms with AUM over $2.5B reporting use of LTI plans. Deferred incentive compensation, co-investment, and carried interest were the top three LTIs used in the market. Trish noted that for the first time since they began collecting data on use of LTI plans in 2015, co-investment opportunity (57%) surpassed deferred incentive compensation (56%) as most prevalent LTI plan type. Recruitment and Retention Strategies in Response to Current Market Dynamics According to Linda Mack the current market dynamics that have been anticipated for years are on the rise as baby boomers begin transitioning leadership to the next generation. 'Effective succession strategies are critical for both retiring executives as well as new leaders…'. Brian Adams believes the situation is 'acute'. 'There has been real role and responsibility 'creep'. The leader who performed several key roles has left a gap. There is frequently a need to backfill one person with two or three people. The scope and expectations of the executive has increased dramatically, and the family office must consider whether to insource or outsource various services'. The Evolving Responsibilities and Positioning of Family Office Executives Linda commented about key trends and challenges her firm has observed in attracting and retaining key executives. 'Boomer 'transitions' are fueling heightened demand for succession and leadership strategies in the C-Suite and throughout the Family Office. The challenge is finding the individual who not only has the requisite skills for the position but is also the right culture fit. Family Offices are typically seeking a 10-15 year tenure, and the relationship with the family is a very personal one. Aligning with the culture is paramount for success.' Linda explained the key role is an 'Expert Generalist'—the leader who is knowledgeable across the full spectrum of wealth management disciplines and has a profound understanding of the interrelationships between all of them, regardless of whether the service is delivered in-house or via an outsourced provider. 'Since no decisions are made in isolation, it's important that the leader has the peripheral vision to see across the entire spectrum and deep down into each vertical to ensure everything is in sync and coordinated to meet family objectives'. Brian added that hyper specialization makes finding an Expert Generalist a real challenge. 'Rotational programs which led to a broader general knowledge have gone away. As a result there is little exposure to cross training. Once you identify a qualified Expert Generalist, an additional challenge is finding the right Culture fit. That is the 'stickiness' component that helps the new leader in aligning with the tribe and in plugging into the community and the family's values and interests. If relocation is necessary, it can pose its own issues depending on the candidate's family situation'. Trends in Recruiting In light of intense competition for talent, the panel agreed that Family Offices are becoming more professional and strategic in their approach to searching for key executives. It requires a strategic and comprehensive process. Linda and Brian credit their intentional approach, deep network and proprietary 360 assessment process as critical components to a successful search. 'It allows us to acquire a deep understanding of how the family has evolved to where they are today, and their vision, goals and objectives for the future. We are then able to help them gain clarity, consensus and alignment around the definition of the position and ideal candidate that will enable them to be successful. The 'magic' in a search is three-fold: First, there must be clarity, consensus and alignment about the 'bulls' eye' and specifically what the family is looking for. Second, it is critical to have access to the universe of potential candidates, and third, the ability to effectively assess both position and culture fit'. Building a Family Office—Where to Start? 'The approach to building a family office would be analogous to building a house,' said Linda. 'You would never build it room by room without an overall plan or blueprint.' Linda emphasized three key decision that need to be made up front: Determining for whom you are you building the office Defining the scope of clients to be served by the office Deciding what scope of services will be offered to the Family Office's clients and which will be provided directly by the office versus those to be outsourced Brian added that approximately 25% of Mack International's searches are for Principals/Families establishing a Family Office for the first time. Typically the first hire is an Expert Generalist—the classic leader of a family office. The audience asked about 'virtual family offices.' Brian commented. 'There is a lot of interest and curiosity about Family Offices with first generation entrepreneurs particularly the idea of a 'virtual' Family Office. 'There is a notion that virtual platforms an provide the same scope of services of more traditional Family Office, however this means that the Expert Generalist must bring a much higher level of expertise to manage and run processes and be totally accountable. That candidate is difficult to find.' Family Offices Building Investment Teams There is a talent migration from institutional firms to the Family Offices and their private investment firms. Brian described the Family Office as being 'an asset class of its own'. 'Family offices are recognized as increasingly attractive to institutional talent. Reasons include the fact that they have long term patient capital and in many cases are much more flexible than traditional private equity, venture capital, or asset manager firms'. The audience, both live and virtual, was interactive, offering great questions and comments. All appreciated the insights gained from comprehensive industry survey data presented and actionable perspectives provided tailored to family offices of varying sizes and investment focuses. For the full recording click here to view and listen. About Mack International LLC Mack International is the premier boutique firm that specializes in providing retained C-suite executive search and strategic human capital consulting solutions to family office, investment firm and enterprise clients on a national and international basis. Clients range from first generation business enterprise owning wealth creators to multi-generational families of six or more generations. Headquartered in West Palm Beach, Florida, clients also include multi-client family offices and select investment and wealth management firms that serve family offices and ultra-high net worth clients. In addition to its executive search services, Mack International provides customized strategic human capital/talent management consulting solutions. The scope of consulting services includes succession planning, governance, next generation engagement, compensation practices, and performance metrics. Founder and President, Linda C. Mack has established proprietary methodologies such as the Mack 360© and is credited for having coined the term 'expert generalist' in the industry.
