AMC reportedly in superior talks to refinance debt

A man walks past the AMC Georgetown 14 Theaters on June 3, 2021 in Washington, DC.

Almond Ngan | AFP | Getty Images

AMC entertainment accelerated its plan to refinance its debt, according to a new report from The Wall Street Journal.

The publication said the The cinema chain is in advanced refinancing talks with several interested parties to reduce the interest burden and extend the terms by several years. This follows comments from CEO Adam Aron earlier this month that one of his key goals for 2022 was to improve the company’s financial position.

An AMC spokesman declined CNBC’s request for comment.

AMC’s total debt tops $5 billion, but Aron has repeatedly cautioned investors that it has no maturities until 2023.

On Tuesday, AMC shares fell more than 4% on debt refinancing news. amid robust selling in the broader market.

AMC’s push to shore up its balance sheet comes as the company’s stock has fallen more than 40% year-to-date, reversing big gains that helped AMC avoid bankruptcy last year. AMC’s stock value was boosted in 2021 by retail investors who closely followed the stock on social media platforms like Reddit.

AMC has been caught up in the meme stock trading frenzy and was able to replenish its coffers through stock sales in early 2021, but twice failed to win shareholder approval to issue new shares in the company. That means the company can’t issue any more shares to pay off its debt.

Read the full report from The Wall Street Journal.

Son Seok Gu Talks About His Splendid Sort And Courting Type + The Uncommon Cause His Dad and mom Despatched Him To Examine Overseas

Son Seok Gu had his very first variety appearance in the latest episode of “My little old boy“!

Son Seok Gu made a guest appearance as Special MC in the broadcast of the SBS reality show on November 21. After introducing him to the Panel of Prominent Mothers, Shin Dong Yup pointed out, “It’s been about five years since he made his acting debut, but this is the first time he has appeared on a variety show.”

“I was on a radio show once,” explained Son Seok Gu, “but this is my first appearance on a variety show on television.”

host Seo Jang Hoon then brought up the fact that the actor had studied abroad in Canada during elementary school – and that his parents had decided to send him abroad because he was an unusually shy student.

“When I look back today on how I was then, I am a little amazed myself,” said Son Seok Gu. “Well, I’m not that shy, and when I started working as an adult I got a lot better. But looking back how [shy I was], even I feel like it was almost like a disease. As soon as school was over, I went home straight away, and on the weekends I just stayed home and didn’t go out. Even if my parents took me somewhere, for example to a department store, I couldn’t say a single word until I got home. “

“So my father was very worried about me,” the actor continued. “And at some point I also had the feeling that something had to change too.”

Later, when asked about his real life dating style, Son Seok Gu replied, “When I lived in Canada, I had a girlfriend and it was Valentine’s Day. Saw a photo of this really cool restaurant on an island that needs a boat to go to and I decided to take it there based on that one photo I saw. So we took the boat to the island, but when we got there the island itself was completely shrouded in darkness so we had to take the boat and come right back. It was then that I realized: ‘Dating is not easy.’ “

“After that, in order to prevent such a situation in which I apologized, [my date], I try to plan my appointments in advance, ”said Son Seok Gu. “But I don’t think I’m very good at it.”

As for his ideal type, Son Seok Gu revealed that he wants to date someone who is funny and humorous. When Seo Jang Hoon urged him whether that’s the only thing that matters to him, the actor replied playfully, “It’s one of about 25 things that are important to me. But someone who has fun and a sense of humor is really important to me. “

See Son Seok Gu in “Jirisan”With subtitles here …

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Seattle Mayor-Elect Bruce Harrell talks administration model and transition workforce as he will get able to take workplace

Mayor-elect Bruce Harrell discusses plans for his administration

Harrell sits down with FOX 13 to discuss politics and his future administration

On January 1st, Seattle will have a new mayor.

“I’m not a micromanager and I try to hire wisely. I know the skills I like, ”said Bruce Harrell, Seattle’s mayor-elect. “What annoys me is the passive aggressiveness. If I’m in a meeting, please let me know if you have a disagreement,” said Harrell.

Although we do not yet know all of the players who will be on his administration team, Harrell has announced a transition team of nearly 150 people.

They are divided into 12 advisory committees with different focus topics.

Harrell’s transition team is more than twice the size of current Mayor Jenny Durkan in 2017.

“I have a unique ability to get the best out of people, to get them to get involved,” said Harrell.

Harrell says accountability is also an issue.

“If we look at our four-year agenda and you tell me what you want to see, you will hold me accountable,” said Harrell.

The transition team will help set the agenda for his first term, but Harrell’s top priority right now.

“Our top priority is public safety,” said Harrell.

He admits he doesn’t recognize many parts of Seattle because of the crime.

“It’s gotten terrible. I spoke to the governor yesterday who said, even along your highways, Governor, all the graffiti and even the camps you see, this is not the Seattle I grew up in,” said Harrell.

He advocated the opposite of police defunding, but Harrell is on the verge of inheriting a 2022 budget that could provide for further cuts of $ 10 million for the Seattle police force.

“We are now working with the council so that they listen to the voters. The voters say we do not want violence and racism in the police force, but we want a police force that is financed, we want more officials,” said Harrell.

Harrell said Thursday that councilors will be judged on the budget now in years.

There will also be plenty of opportunities for Harrell to be judged as he takes rule to run one of America’s greatest cities in some of the most difficult times in modern history.

Harrell says his other priorities after public safety are housing, affordability, and homelessness.

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Cash Talks: How the Large 12’s additions will assist the convention get better

In my last column, I discussed how the SEC empire grew in power when it took over the University of Texas and the University of Oklahoma from the Big 12. Even if the change didn’t take effect immediately, the Big 12 decided to plan ahead.

They decided to add four new teams to the conference to make sure they didn’t crumble like the old Big East during the reorientation of the conference in the early 2010s. The newest members of the Big 12 conference include Brigham Young University, the University of Cincinnati, the University of Houston, and the University of Central Florida.

Although the Big 12 are primarily based in the Midwest, they are expanding by going west with BYU in Utah and southeast with UCF in Florida.

Although these supplements will allow the Big 12 to regain some sales and popularity, will these supplements make up for the Texas and Oklahoma exit?

First, let’s think about what this will mean for weight sports like soccer and basketball.

BYU, Cincinnati, and UCF will all add strength to football.

BYU finished 11th on the AP poll last season, and Cincinnati was 8th. Although UCF didn’t take the spot last season, it’s a consistently strong program that went undefeated through the 2017 season and ranked the season 6 ended in the people. Houston Football isn’t the university’s best track and field program, but the team typically goes to bowling and was ranked 8th once in the 2015 season.

While none of these programs can keep up with Oklahoma’s dominance in soccer, they can easily keep up with the current state of Texas. Overall, the newcomers can give the Big 12 more opportunities to reach the top 25 rankings and
possibly compete for a playoff position.

When it comes to basketball, all of these teams can add a little more power to the Big 12.

Basketball is usually not an issue for the Big 12, with schools like Kansas, Baylor, and Oklahoma State regularly dominating the competition. But schools like Houston and Cincinnati can definitely add another level to the Big 12
Basketball depth.

Houston made it to the Final Four in last season’s NCAA men’s basketball tournament, and Cincinnati usually competed closely with Houston in conference play when both were in the American Athletic Conference.

But BYU or UCF don’t count either. BYU defeated the Gonzaga powerhouse when they both attended the same conference, and UCF was almost able to beat a Duke team led by Zion Williamson at the NCAA tournament a few years ago.

It looks like the Big 12 should still be able to compete in both football and basketball. Another important factor for the conference, however, is whether they can still generate enough revenue.

As I mentioned in my previous column, Texas and Oklahoma have the highest annual conference revenues, so this will be difficult to repeat. However, since BYU has a large following among the Latter-day Saint community and the UCF is one of the largest schools in terms of enrollment in the country, there is room for potential growth in both revenue and income after losing its two largest schools Popularity. .

With Houston and Cincinnati dominating basketball and soccer respectively, this can also add to the money the conference can raise and distribute to its members.

Scheduling will be difficult with these additions, as traveling between states like Utah and Florida for a conference matchup is a lot of work. However, these supplements have many benefits. It was a great strategic move by the Big 12 to include these four schools in the mix.

Losing the flagship schools of two states, which have a dominant presence in college sports, is not optimal. Still, by expanding their boundaries, the Big 12 can open up new markets that can lead to more sales.

The Midwestern college town vibe behind the Big 12 could also fade by adding schools from major cities like Orlando, Houston, and Cincinnati, but that’s a small sacrifice the conference has to pay to stay relevant.

Overall, moving the Big 12 to a nationwide conference can have a significant impact on sales, popularity, and other metrics. This is going to be a difficult task, but if you are strategic it can just work out. Other major conferences like the Big 10, Pac 12, and ACC have expanded to other regions, so why can’t the Big 12 get them working?

How good the move ends up depends on how well all of these schools do in the field. With the support of a
Top five conference, these teams can jump to the next level and revitalize the Big 12.

Pratik Thakur is a junior writing about business in the world of college sports. His column “Money Talks” runs every second Wednesday.

Cash Talks: 6 Methods to Assist Your Staff with Their Funds

Companies offer entry-level bonuses and raise wages to get people to work for them. However, it takes more than one-time bonuses and small pay increases to keep employees in your company for the long term. If you want employees to invest in your business, invest in their financial well-being. Here are six strategies to consider.

Become an employee-owned company

Employee-run companies could be the wave of the future. Companies like Publix Supermarkets have been majority-owned by employees for many years. Today, other smaller organizations like Walt Churchill’s Market in Ohio and a group called A Few Cool Hardware Stores (13 Ace Hardware Stores in the Washington DC and Baltimore area) are jumping on the bandwagon. Employee ownership means that the employees own shares in the company, so if the company wins, everyone wins. Traditionally, these companies have seen higher productivity, higher profitability, higher revenues, and better employee retention.

In addition, it helps the employees to take over the success of the company and thereby create their personal financial basis. A recent study by John Zogby Strategies found that people who worked at employee-owned S-Corps fared significantly better financially than those who worked for non-ESOP companies. Perhaps it is time to give your people a more important piece of the pie.

Get religious when it comes to promoting from within

One of the most important ways to make people feel valued is to recognize their potential. Companies that religiously search for undiscovered talents, involve people at all levels in projects and offer mentoring, coaching and development opportunities not only make employees feel valued, but also invest less time and money in recruiting. Make a goal of quickly moving people from low-paid positions to roles with more responsibility and higher paychecks.

Be a great company that you come from

Some companies have high turnover because it’s the nature of the animal. If high school or college students make up the majority of your team, expect them to leave. However, organizations can help themselves and their employees by becoming a company that is known for great learning and development opportunities. In other words, create opportunity for your employees by teaching them so much that other employers will want to hire and promote them based on their longstanding work with you. If you do this, you will also become more attractive as an employer for young professionals, so everyone will benefit!

Get a finance coach

Invest in the future of your employees by hiring a financial wellness coach to work with them. We don’t usually learn money management skills in school and most hourly workers don’t have the resources to hire a financial advisor. They do not necessarily have the wealth-building skills and knowledge that those in power have. Set people apart by providing one-on-one coaching on budgeting, goal setting, investing (beyond your 401,000), and other activities that increase their financial well-being and freedom.

Be transparent about salaries

Companies like Buffer go ahead by making their salaries fully transparent. You can now go to their website and see what each individual employee is doing. While you may not be ready to share these numbers with the public, there are good reasons for salary transparency. By showing people the exact formula you use to calculate salaries, you are making your company accountable and building trust with your employees. For example, using a recipe like Buffer’s is also giving your team a clear path to making more money within your company.

Redistribute resources and pay everyone well

Finally, if you haven’t raised wages just yet, it’s time. The discussion about raising the minimum wage is not gone, and if your company is to be relevant in the future, you need to jump on the bandwagon. While you may or may not want to follow the lead of Dan Price, CEO of Gravity Payments, who cut his own salary to $ 70,000 and raised his employees’ salaries to the same amount, you can probably find the money somewhere. Start by comparing your employee turnover statistics with real dollars. If you look at these numbers alone, it will most likely show that you have the money. You just spend it looking for new people. You might consider flattening your organization, offering commissions, or reevaluating the positions that will add the most to your company’s bottom line. In order to be competitive in this labor market, wages must definitely rise.

When you innovate and contribute to the financial well-being of others, your company’s employees will feel respected, less stressed, and committed to your company’s purpose.

Written by Donna (Bouchard) cutting.

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New ACHCA President Talks Occupancy-Workers Ties, Advocacy Efforts and Management Fashion

Associations are seeing occupancy from operators due to crippling staff shortages, including the American College of Health Care Administrators (ACHCA), whose membership consists largely of nursing home administrators as well as students and retirees.

New President and CEO Bob Lane spoke to Skilled Nursing News about this vicious circle and how he plans to work for members in the years to come.

Lane has over 34 years of long-term care industry experience starting with the National HealthCare Corporation (NHC) and leading initiatives for the Oklahoma Quality Improvement Network-Quality Improvement Organization (QIO-QIO). More recently, he has been known for his consulting work with BKD CPAs and counselors.

Lane will officially begin on September 7th. He was the former CEO of ACHCA and has been a board member since 2013.

This interview has been edited for length and clarity.

What do you hear from the members in terms of staff and utilization?

The occupancy had only just started to recover to some extent, and then of course this next round of delta hits. I have never seen buildings that limit their occupancy due to staffing levels. They self-limit their income while having these exorbitant expenses on the working side. That’s not a good equation for long-term success.

How has the Biden government’s vaccination mandate exacerbated this situation?

As an individual, I can tell you that while it is a noble endeavor that staff must be vaccinated, even if they are tied to federal funding, the weeding out of a segment of the healthcare profession has a devastating effect on the ability of these providers to provide even a few give the elders in their care the appearance of quality care. With around a third of the nursing staff not vaccinated, this requirement would result in these people being pushed into other sectors, creating an unbalanced playing field.

What other concerns do you see for administrators?

The direction the profession seems to be going in relation to Medicare Advantage. I saw a headline … calling for Congressional intervention regarding Medicare Advantage plans and how one-sided many of them are.

As Medicare Advantage becomes the dominant Medicare payment method, it will have a huge impact on the dollars available, as well as the turnaround time for your revenue stream.

Thoughts on the final CMS rule 2022, patient-managed payment model (PDPM) delay?

I think we need to keep an eye on the future, even if the industry sees this as a short-term victory as CMS has not made any adjustments. PDPM, we were only there five months when this pandemic broke out.

It doesn’t go from apples to apples – in no way from apples to apples. An extension without adjustments is certainly a good opportunity to get better data for a better comparison to see if adjustments need to be made.

Marc [Zimmet] advised that this could backfire on us in the form of even higher adjustments. [But] I don’t think we’re in a good position right now to say, ‘Okay, go ahead and adjust.’ I just don’t think that’s sensible, especially given the problems we have with the delta resurgence, the absolutely crippling problems with staffing; We need every dollar we can get.

Advocacy to make PDPM changes more palatable?

By the time we have a year later, we’ve already plowed the field a bit here so CMS better understands where we’re from, and the adjustment may not be that bad, if at all.

Are other advocacy efforts for ACHCA in the works?

We’re still trying to get the rest of the Provider Relief Funds [PRF] distributed. There are 20 billion left. I know that work is being done by both major trades to get the administration to release it.

What changes or additions do you intend to make to the organization?

It is very important to me that we have an infrastructure that enables us to have a regular and continuous dialogue with our members. That’s something we don’t necessarily have right now. It can be informal at various meetings or phone calls, but we have no way of tapping on feedback from our members on a regular basis.

How are you going to do that

We have not conducted any regular member surveys. And as you can imagine, members are the lifeblood of any association, and if you don’t hear from them regularly, it degrades the value of membership we must have.

Were there challenges at the beginning of your career that influenced your decisions or your leadership style today?

[NHC] was in expansion mode, they pulled me to a building in St. Louis they’d just taken over, and I got to experience a lot of different things from digging through personnel files that were over 20 years old to trying to figure it out how to get there Peeling wallpaper from the walls. It was quite a comprehensive experience in a variety of areas.

They also had a union, instead of closing the building and decertifying the union, they just threw away the census and kept it open, which kept the union there. Eventually the staff decertified it themselves, but that was my first contact with organized work.

In a scenario like the one I did, in the midst of an attempt to unionize, you become very sensitive to the concerns of the staff … you will not survive if you are not a good listener.

It has helped me be more cooperative and it made me realize that the best decisions are often made when you at least consider those where the decision affects them. Instead of the paternalistic “I know what is best” approach from the top down, a lot of my style is going to be more collaborative. This doesn’t mean that I’m not ready to make decisions and make decisions as needed, but I usually look for feedback to get as much information as possible to help make the best decision.

So how do you apply these lessons to the myriad of challenges nursing homes and their administrators face today?

We do a good job of caring for the patient or the elderly, but we have not consistently done a good job in all areas of caring for our staff. A competitive advantage is a strong, supportive nursing culture led by a leader who is well versed in it.

I think colleges and other associations both have an opportunity – if we don’t just focus on providing education or some of what I would call hard skills.

[Our members are] exhausted, often overwhelmed, and yet young people still come into this profession. We have to give them a boost so that they not only have confidence in their abilities and skills, but also know that they are not alone in this boat.

Breanna Stewart and Marta Xargay Casademont Share Cash Talks

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It’s been quite a summer for WNBA star Breanna Stewart. The Seattle Storm power forward helped bring the U.S. women’s basketball team to life Gold at the Tokyo Olympics, and days later greeted daughter Ruby Mae Stewart Xargay via surrogacy with her wife Marta Xargay Casademont. Stewart also led the storm to the first WNBA Cup of Commissioners Title and won the tournament’s most valuable player award.

All of this follows on from winning her second WNBA championship in 2020, where she was named MVP in the finals.

Stewart and Xargay Casademont, a retired professional basketball player for the Phoenix Mercury and their home country Spain at the 2016 Olympics, got married in an intimate ceremony this summer, July 6th. The two are still planning a bigger celebration for family and friends.

Establish common finances

Marriage and starting a family require financial planning, and according to Stewart, the couple entered the sometimes sensitive financial talk very early in the relationship before it got serious.

“We both had very successful basketball careers and had made a lot of money with commercials abroad. And before we talked about money together, we talked separately about what we do with our money, ”she told Insider. “Marta has three investment properties in Girona, Spain. I invest a lot in the stock market and stuff like that. And then, as our relationship got more serious, we thought, ‘Okay, how are we going to do? How are we going to find out?'”

they decided Establishment of a joint account. “So there is money shared,” Stewart explained, “and then there are our separate things, which are separate investments that we made before we started our relationship.”

They had different approaches to money, but talking openly made all the difference

Managing their finances is a team effort, but Xargay Casademont admits to being a little more cautious with their expenses, especially as a former gamer who knows money isn’t infinite. It’s a complete change in mindset from their playing time.

“I feel we have to be smart about it, know what we’re doing with this money, and keep this money in a safe place,” she said. “Of course you learn from it. We are not the same people [compared to] when we started getting the money. Now that I’m retired, I’m a little different from the start and I know the money doesn’t always come. “

Stewart and Xargay Casademont have partnered with Ally Bank to help them along their financial path and to encourage other couples to be financially open with each other. When using the new. of the financial services company Financial Vow Generator and Financially open boot camp, the couple was able to identify their money personalities. Stewart is a financier with a penchant for investing and Xargay Casademont is, unsurprisingly, a super saver.

“I wasn’t like that years ago,” she laughed. “But like I said, I’m retired and things are changing.”

Why the ‘money talk’ is so important

Your healthy attitude towards frank monetary discussions is refreshing and necessary. A opinion poll The “Talking Money” study conducted by Ally Bank showed that 90% of respondents say it’s important to be open about finances, but almost half don’t do it effectively. Of those who would have liked to know more about their partner before they commit, nearly two-thirds would like to know more about their partner’s spending habits, and 39% would like to know more about their partner’s debts. Stewart said these discussions don’t have to be stressful.

“We made icebreakers to make it a bit more pleasant to talk about and have some fun. But it should be something we can talk about openly and honestly. And even being with someone is bad with Money, or good with money, maybe it’s something you can keep getting better at and your partner can help you get better. So it can’t hurt to be open and honest. ”

How to manage their money after marriage and their baby

Throughout their relationship, Xargay Casademont said they were relatively on the same page when it came to money. They’d rather go on a nice vacation than go shopping for clothes, for example. But there are moments when compromises are required. Most recently, the two argued about buying a refrigerator for their newly converted condominium.

“You can’t have a brand new kitchen or an old refrigerator,” Stewart said matter-of-factly. “You can’t have stainless steel appliances and you can’t have a stainless steel refrigerator.”

“I mean, if you make it look like this, I agree, but if it says the price, I don’t think so,” countered Xargay Casademont.

However, you are in step with the financial future of your daughter and the Lessons that they want to pass on to them. Teaching Ruby how to save is top priority. They also plan on opening a savings account that they won’t be able to access until they are 18.

“This is what my family did for me and my brother,” said Stewart. “I think it is wise to make your children aware of money and to realize that money is not unlimited and that not everything is free.”

In the meantime, the two are focused on navigating life with a newborn, ending the current WNBA season, and their upcoming wedding. To make their dream wedding come true, they work with a planner – and a budget.

“We just want to have a great day with people, make them happy and have a great day with us,” said Xargay Casademont. “We know it’s expensive, but once in a lifetime.”

“Marta already knows I want a donut wall,” added Stewart. “And we need all the things because as she said, one day you have to really celebrate us and our love and we want to make sure that it is special for us and also for the people who are special in our lives. “

Nasha is a contributing writer for INSIDER. Originally from St. Lucia, she has written for publications in the United States and the Caribbean on travel, fitness, wellness, entertainment, and relationships. Nasha is also a sports junkie who has worked for the United States Tennis Association, the Detroit Tigers, and Major League Soccer. She has a BA in Mass Communication from Grambling State University and an MS in Strategic Communication from Texas Christian University. When she’s not writing, she spends her free time digging for the Yankees, watching Friends replay, and dying on the hill of Salad Is Not Food.
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Interview with new Pueblo Police Chief Chris Noeller, talks management type

PUEBLO, Colorado (KRDO) – During the Pueblo City Council meeting Monday night, interim Police Chief Chris Noeller was there confirmed as permanent police chief.

On Friday, KRDO sat down with Noeller to discuss his vision for the Pueblo Police Department and to raise concerns about his leadership style, which has been questioned by some within the department.

Noeller was with the Center of an internal investigation Earlier this year, 10 complaints were filed by Pueblo police officers, including allegations of discrimination, intimidation and bullying.

The report gave “numerous examples of difficulty working with Deputy Chief Noeller, having a temper that is not productive in the workplace, and treats different people differently from others and, in many cases, badly,” it said the summary. The report described Noeller’s leadership style as divisive.

KRDO: What is your vision for the further development of the department?

Chef Chris Noeller: There are a couple of things I want to focus on in my first year as a boss. The first is the mental health of our officers. In the past we haven’t really focused on psychological wellbeing with cops, but it has become a bigger issue. We will focus on bringing various resources into the department to increase the resilience of our officers.

KRDO: Is there anything that has been done in the Pueblo Police Department in the past that can be changed now that you are permanent police chief?

Noeller: As always, we are always looking for improvements. I think there are some ways that we can improve through recruiting and retention. During this time of law enforcement, it is very difficult to recruit officials and it is somewhat difficult to keep officials. We have an increased number of retirements. We have a side transfer program that we will implement at the end of August. Overall, I think it’s extremely important to have a positive relationship with the people in our community.

KRDO: In April there was a report from an outside agency that listed things like discrimination, intimidation and bullying as characteristics of your leadership style. What do you have to say to the officials who made these complaints?

Noeller: My goal is to work with every official in this organization, whether or not they have made a complaint about me. I want to have a positive interaction with them, but I can only control my half of that interaction. There is a level of accountability within a police organization that our community expects and that will not change. I am open to talking to anyone and want to have a positive relationship with every employee within the organization. I won’t always make everyone happy, but I want to have that positive relationship.

KRDO: You have 25 years of experience in the police force and during those years you have built relationships with other officers in the Pueblo Police Department. Do you think you can discipline officials when they make mistakes?

Noeller: I think I have a reputation for being fair. The standard is the standard. If you don’t meet the standard, there are consequences. I hold everyone to the same level of accountability.

KRDO: Do you feel that you have the full confidence of every employee within the department?

Noeller: As much as any leader ever does. I currently manage over 260 employees. I am sure that at all times some of them have positive attitudes towards me and some do not. My goal as a manager is to take responsibility for my role as a manager and to admit when I make mistakes. The goal is to learn from those mistakes and become a better leader.

KRDO: What do you think of when you hear the word leadership?

Noeller: Leadership is the right decision at the right time. It’s not about making everyone happy. It’s about doing the right thing and encouraging others to do the right thing. It’s about mentoring people so that they can become better leaders themselves. I have four values ​​that I believe in and they are: service, integrity, character and excellence. What I can do every morning when I wake up is look in the mirror and know that I’ve lived up to these four values ​​for most of my career. Nobody is perfect, but I want our officers and civilian personnel to live up to these four values.

Have These Cash Talks Earlier than Sending Your Teen to School

PHOENIX–() – For many teenagers, college is their first time making money decisions without parental help. But if they don’t fully understand how finances work, they leave themselves prone to costly and long-lasting mistakes.

“Many teenagers don’t intuitively know how to handle money. Therefore, it is critical for parents to sit down with their children and have an open and honest conversation about financial fundamentals, ”said Michael Sullivan, personal financial advisor at Take Charge America, a non-profit credit counseling and debt management agency. “Providing this foundation gives children the confidence to better understand their financial decisions and manage their money properly long after college.”

Sullivan shares four money conversations parents should have with their college teens:

  • Budgeting: Regardless of your income, a budget is the foundation of good money management throughout your life. It helps keep track of income and expenses while providing a plan of action for achieving financial goals and preventing you from spending too much. Parents should explain the concept of needs vs. wants and help students start budgeting with a spreadsheet or apps like Mint or EveryDollar.

  • Be careful with credit cards: Many college students have problems with credit cards. Talk to your teen about the potential implications of opening multiple cards and the importance of paying on time each time. To help your teen build funds, you should help them open a secured credit card or add them as an authorized user on one of your spending limit cards. For additional resources on loans, parents can visit Take Charge America’s Financial education center.

  • Identity theft: Explain the importance of protecting financial information, including bank accounts, credit cards, social security numbers, and other personal information, from fraudsters and identity thieves. Remind your children never to give such information to anyone they do not trust, especially if they are contacted by unsolicited phone calls, emails, or text messages. If you fall victim to identity theft, it can negatively affect your child’s financial life for years.

  • Student Loans Interesting Facts: If your teen has taken out student loans, talk to them about expenses such as tuition, books, and housing. Emphasize that student loans are not free money to be spent on travel or shopping outside of school. Explain how, unlike scholarships or grants, they are responsible for paying back student loans with interest when they leave school.

About Take Charge America, Inc.

Founded in 1987, Take Charge America, Inc. is a not-for-profit agency providing financial education and advisory services, including credit counseling, debt management, student loan advice, housing advice, and bankruptcy advice. It has helped more than 2 million consumers across the country manage their personal finances and debts. To learn more, visit or call (888) 822-9193.

COMMUNITY OPINION: Cash talks with Betabel challenge

Mary Zanger writes that the community’s vote was ignored.

This community opinion was contributed by resident Mary Zanger. The opinions expressed do not necessarily represent BenitoLink or other related contributors.

If anyone thinks George Washington’s lips on a dollar bill don’t move, they have a different thought, because that’s how money speaks. Money speaks and speaks great.

Just before the pandemic, we had a local election. One of the problems related to the growth of a planned development on Highway 101 and Betabel Road in San Benito County. This proposed community of retail stores worked extensively for voter approval. But guess what? This growth theme was solidly defeated by the electorate.

I have just read: “Betabel project breaks ground” I couldn’t believe my eyes. When reading on there was an explanation the overseers changed the zone designation from C-3 to C-1. Reading on the internet showed that supervisors Bea Gonzales and Bob Tiffany were attending. This wasn’t a surprise as they were okay with the development. I have no problem with your position as it was public, but I have a problem with our democracy.

The overwhelming vote of the people against this development should be democracy. Where is the respect or even the recognition of the people? If a minority of people thinks they know better than the majority, then that behavior has another name. Indeed, it has many names: authoritarian, imperialist, royal; none of them say democracy. This list of names all mean the opposite of democracy.

Money is the motivator of this project. Newsprint tells us. The cancer-stricken son Errol wanted to buy the property so that the profits could be used for cancer research. All profits are donated to pediatric cancer research. The whole idea is “profit”. That’s talking about money.

Money also speaks by donating to election campaigns and arranging media advertising for groundbreaking action. Especially money talks, by pushing George Washington’s nose from that dollar bill to ordinary citizens who use their votes against monetary interests.

Mary Zanger, retired pharmacist