Entrepreneurs face a plethora of responsibilities, one of which is keeping abreast of the latest business insights and trends. While articles and online forums are valuable resources, podcasts offer a fresh and engaging way to gather business advice. With the sheer volume of podcasts and episodes available, selecting the most worthwhile ones can seem difficult.

After extensive research and hours spent listening, a curated list of exceptional business podcasts has been compiled. These are selections beyond the well-known programs like The Ramsey Show and Planet Money. Entrepreneurs are encouraged to explore these recommendations to enhance their business acumen, stay updated on trending topics and find ample inspiration.

“Tuning into a business podcast is like attending a masterclass in entrepreneurship, where each episode equips you with tools to navigate the complexities of the market and elevate your business acumen.”

1. 10 Minute MBA with Scott D. Clary

Hosted by investor and CEO Scott D. Clary, “10 Minute MBA” offers daily episodes that deliver concise, actionable business lessons. Despite its lengthy title, each episode is refreshingly brief, typically lasting no more than 10 minutes. These episodes provide practical insights, tools and strategies to help listeners start or expand their businesses. Beyond the podcast, Clary engages with a broader audience through his YouTube channel, which boasts over 50k subscribers and a newsletter with more than 100k subscribers. He also hosts “Success Story,” part of the Hubspot Podcast Network.

Available on:

• Spotify
• Apple Podcasts

2. The BizChix Podcast

“The BizChix Podcast,” led by Natalie Eckdahl, who holds an MBA, is tailored for women entrepreneurs ready to step into their roles as CEOs. Eckdahl’s approach combines expert interviews with her coaching skills, offering on-air coaching calls and business training. Episodes, which air weekly and last about 30 minutes, focus on topics like business leadership, mindset mastery, team-building, and balancing professional and home life. This podcast specifically addresses the unique challenges women in business face and offers strategies to manage them effectively.

Available on:

• Apple Podcasts

3. Business Accelerator

Business Accelerator hosted by bestselling author Michael Hyatt and CEO Megan Hyatt Miller, covers a broad spectrum of topics important for business leaders, including goal-setting, receiving feedback, personal growth, leadership and expanding business influence. The podcast’s weekly hour-long episodes are designed to enhance listeners’ productivity and leadership impact. The unique father-daughter hosting duo adds a dynamic touch, providing diverse business insights and perspectives.

Available on:

• Spotify
• Google Podcasts
• Apple Podcasts

4. Business Breakdowns

Business Breakdowns offers a unique educational experience by dissecting the operations of major companies. Each episode provides an in-depth analysis of a recognized firm, exploring its history, business model, financial health and organizational culture. The insights often come directly from company executives or industry experts, making the weekly one-hour episodes both authoritative and enlightening.

Available on:

• Spotify
• Apple Podcasts
• Amazon
• Podcast Addict

“Amazon has become a giant in the E-Commerce Industry. Take a closer look at how Amazon’s ownership and ownership structure have evolved over the years.”

5. Builders

Hosted by John Busby, the CMO of Centerfield, the builders podcast delves into the diverse strategies behind successful companies. Each week, Busby interviews leaders across various industries and company sizes, extracting key insights and innovative approaches to business. In collaboration with Marty Beckerman, editor-in-chief of the b. Newsletter, the show also tackles trending business topics. Each episode lasts about 30 to 40 minutes, and for those who prefer visual content, the podcast is also available as a video on YouTube.

Listen on:

• Spotify
• Watch on YouTube
• listen on Apple Podcasts

6. The Jasmine Star Show

Entrepreneur and business strategist Jasmine Star brings a personal touch to “The Jasmine Star Show,” where she converses with industry experts to share strategies for building and marketing a brand. The podcast, which features over 300 episodes, is known for its actionable coaching and detailed business tips. Star also connects with her audience through her YouTube channel, which has over 72,000 subscribers.

Available on:

• Spotify
• Apple Podcasts
• Amazon
• Audible

7. The Mind Your Business Podcast

James Wedmore’s “The Mind Your Business Podcast” is for CEOs looking to blend traditional business strategies with personal growth and mindset techniques to achieve success. The podcast features discussions with experts about finance, marketing, and unconventional methods like manifesting success. New episodes are released weekly, offering a mix of practical advice and transformative insights.

Listen on:

• Spotify
• Apple Podcasts
• Podbean

“Business people frequently switch jobs in order to advance their careers and receive better pay and benefits. Obtaining business certificates is an excellent method for assisting with this shift.”

8. The Miss Findependent Show

Nika Farb hosts “The Miss Findependent Show,” focusing on financial literacy for women. The podcast, which releases weekly episodes ranging from 30 to 60 minutes, covers topics such as investing, entrepreneurship and career development. Farb’s approach is tailored to empower women financially but is universally beneficial for all entrepreneurs. Additionally, Farb complements her podcast with a weekly newsletter, enhancing the educational experience.

Available on:

• Spotify
• Apple Podcasts

9.     My First Million

Hosted by Sam Parr and Shaan Puri, “My First Million” captivates its audience with multiple episodes each week, enjoying a robust following of 250,000 subscribers. The podcast features lively discussions between Parr and Puri, who brainstorm business ideas and market trends aimed at helping listeners reach significant milestones, such as their first million in users, revenue or profit. Episodes, typically lasting between 45 minutes to an hour and a half, offer a dynamic mix of dialogue and insights, making each session feel like an interactive brainstorm rather than a conventional tutorial.

Available on:

• Spotify
• YouTube
• Google Podcasts
• Apple Podcasts

10. The Side Hustle Show

Nick Loper of Side Hustle Nation brings listeners “The Side Hustle Show,” an award-winning podcast that explores innovative ways to earn income outside of traditional jobs. Each episode, under an hour long, combines Loper’s expertise with interviews from seasoned side hustlers, delivering practical advice on what works (and what doesn’t) in side hustling. With more than 100,000 weekly listeners, the podcast resonates especially in today’s evolving job landscape, appealing to those looking to diversify their income streams.

Available on:

• Spotify
• Apple Podcasts
• Podbean

11. The UpFlip Podcast

For those curious about launching or acquiring a business, “The UpFlip Podcast” is an excellent resource. The show offers a peek into the real-world experiences of business owners, providing a platform for them to share their successes and challenges. Each episode, which averages 30 to 45 minutes, features interviews with entrepreneurs who discuss the nuts and bolts of starting and running a variety of business types. Additionally, UpFlip also serves those interested in buying or selling a business, making it a versatile tool for prospective and current business owners alike. With respect to USA Timely, one trending way of secure business making is investing in Digital Real Estate.

Available on:

• Spotify
• YouTube
• Apple Podcasts

These podcasts are just a few standout choices among many that can offer valuable insights into business development and entrepreneurial success in 2024. They each present a unique opportunities to learn and grow professionally, providing both guidance and inspiration to their listeners.

“Business podcasts are the modern entrepreneur’s textbook, offering lessons, insights and expert advice while on the go. They are an indispensable resource for anyone looking to turn ideas into action and dreams into reality.”

Paycor is a company that provides human resources and payroll solutions, including recruiting, onboarding, reporting, timekeeping and compliance management services, to businesses. It’s known for its software as a service platform which aims to streamline HR and payroll processes.

Paycor Details

Paycor has established itself as a notable player in the HR software industry, especially catering to the needs of small to medium size businesses. The company offers a comprehensive suite of services that streamline various HR processes such as payroll management, onboarding, performance review cycles and PTO management. Its cloud-based system is praised for its user-friendly interface, which simplifies tasks for its users and its commitment to compliance management, which aids businesses in adhering to regulations and managing risks.

If you are eager to transform your workforce management than Smart Square HMH might the best option. It helps you schedule and manage the healthcare operations.

However, it’s worth noting that while Paycor is lauded for its efficiency and the simplicity of its core functionalities, it might have limitations when it comes to customization. This could potentially make it less suitable for businesses with very specific needs or those looking for advanced HR functionalities. Additionally, some users have reported challenges with customer support, which could be a consideration for companies that prioritize high levels of service and support.

Paycor could be an excellent fit for companies seeking straightforward, essential HR functionalities with an emphasis on compliance and user-friendly experiences. Larger enterprises or those in need of highly customizable or advanced features might need to weigh these considerations carefully.

What is Paycor Login?

The Paycor login page is a secure access point for employees to sign in to their Paycor accounts. On the login page, you will typically find fields to enter your username and password. If you have forgotten your username or password, there are usually links to help you recover or reset them. Additionally, some organizations may enable signing in with Single Sign-On (SSO), which allows you to use one set of login credentials for multiple applications.

Paycor Login Process

Here’s a simplified overview of the Paycor login process:

• Navigate to the Paycor Secure Access Employee Login page. You can find it at https://secure.paycor.com.
• Once the page loads, locate the login fields.
• Enter your Username in the designated field.
• Enter your Password in the next field.
• Click the “Sign In” button to access your Paycor account.
• If you encounter any issues or have forgotten your login credentials, look for links like “Forgot your username?” or “Forgot your password?” to initiate recovery procedures.
• Follow the on-screen instructions, if you’re using any additional authentication methods required by your organization, such as Two-Factor Authentication (2FA).

Paycor Recruitment

Paycor Recruiting is a modern, intuitive and comprehensive recruitment solution designed to help organizations streamline their hiring process, from job posting to onboarding.

Recruiting an employee might seem straightforward but in reality, it’s more complex. With USA Timely, learn How to Recruit New Employees?

Here’s a general overview of what features and benefits such a system might include, based on the nature of recruiting platforms:

• Job Posting and Distribution: Allows users to create job postings and distribute them across multiple job boards and social media platforms to maximize visibility.
• Applicant Tracking System (ATS): Provides an organized way to track all applicants through each stage of the hiring process, from initial application to final decision.
• Candidate Screening: Automates the screening process with customizable questionnaires, assessments, and scoring systems to quickly identify top candidates.
• Communication Tools: Facilitates communication with candidates through integrated messaging systems, keeping all correspondence in one place.
• Interview Scheduling: Offers tools for scheduling interviews, including calendar integrations, to simplify the coordination of interview times between hiring teams and candidates.
• Collaborative Hiring: Enables team collaboration by allowing multiple team members to review, comment on and rate candidates, fostering a more inclusive decision-making process.
• Analytics and Reporting: Provides insights into the recruiting process with analytics and reporting tools, helping organizations identify bottlenecks and improve their hiring strategies.
• Onboarding: Seamlessly transitions successful candidates into the onboarding process, ensuring a smooth and welcoming start to their new position.

Paycor Recruiting is designed to make the recruitment process more efficient and effective, helping organizations to attract, identify and onboard top talent.

Business people frequently switch jobs in order to advance their careers and receive better pay and benefits. Obtaining business certifications is an excellent method for assisting with this shift. With us, you can get detailed insights about your career and business to make the correct decisions.

Keep growing with USA Timely!

Intro

Recruiting an employee might seem straightforward: post a job online, interview candidates and hire. But in reality, it’s more complex. Your employees are crucial to your business—they can make or break it. To recruit top talent effectively, it’s important to understand what recruitment is and how it works.

What is recruitment?

Recruitment is the process of finding, screening, interviewing, and selecting candidates for a job opening in an organization. It also involves hiring and on-boarding the chosen candidates. Companies recruit new employees to fill newly created positions or to replace employees who have left or moved to different roles. They can use recruitment software or seek help from external agencies to find qualified candidates.

What are the different types of recruitment?

There are two main types of recruitment: internal and external.

• Internal recruitment involves looking within your company’s current workforce for potential candidates. This can include asking for referrals from employees, promoting from within, or transferring employees between locations if you have multiple business sites.
• External recruitment, on the other hand, involves seeking candidates from outside the company. This can be done through strategies such as advertising on job boards, posting on your company’s website and social media platforms, and establishing connections with educational institutions. Many employers find it effective to use a combination of these strategies for recruitment.

“Did You Know?

Although both internal and external recruitment are effective, Jobvite reports that internal referral hires have higher employee retention and job satisfaction rates than external hires.”

Who handles recruiting?

Recruiting is typically managed by experienced professionals who understand the importance of the process. The individuals responsible for recruiting in your organization will depend on factors such as the size of your company and the resources available.

In a small business, recruiting and hiring responsibilities may fall to the hiring manager, who will also oversee the new hire. If there is an in-house human resources (HR) department or HR manager, they will screen candidates and collaborate with the hiring manager to make final selections.

If your company lacks internal resources for recruitment, you can seek external assistance.

Sarah Dewey, a talent sourcer at Meta, suggests, “If your company doesn’t have the bandwidth to support all of their open recommendations, a recruitment technique they can adopt is to work with an agency to fill roles more efficiently.”

Companies with recruitment agency partnerships or internal recruiters are well-equipped to delegate recruiting tasks. While recruiters may consult with HR or hiring managers, they primarily handle tasks such as posting jobs, sourcing candidates, screening applicants, negotiating salaries, and facilitating placements.

“Important: When deciding on the type of person you want, consider the benefits and drawbacks of hiring a seasoned professional versus a fresh college graduate.”

What does recruitment involve?

The recruitment process can vary depending on the business or the specific role you’re hiring for. However, it typically involves six main steps: defining the open position, sourcing job applicants, screening potential candidates, interviewing qualified candidates, selecting a candidate and extending an offer, and onboarding new hires.

Defining the Open Position

Before you start looking for candidates, it’s important to clearly define the role you want to fill. This includes understanding the key responsibilities the position entails, outlining specific qualifications required, deciding on an anticipated start date, determining the salary range, and clarifying the reporting structure. Writing a clear job description and preparing a set of standard interview questions can help streamline the hiring process.

Sourcing Job Applicants

The next step in the recruitment process is to find job applicants. You can do this by hiring a recruiter or recruitment agency to help you, asking your employees or trusted colleagues for referrals, or using various methods such as posting the job on your company website, job boards and social media.

There are two types of job applicants: active candidates who apply directly to the job, and passive candidates who are qualified but haven’t applied. If you’re reaching out to a passive candidate, you’ll need to adjust your recruiting strategy based on their current level of interest in your company.

According to Joe Mullings, candidates fall into three engagement categories:

1. Those who know you and will engage because of an existing relationship.
2. Those who may not know you but have been referred or are familiar with your company.
3. Those who are not familiar with your company and will need more information about your brand.

Screening Potential Candidates

Once you start receiving applications, it’s important to filter them to find qualified candidates. Review resumes and cover letters, and conduct a brief phone screening for candidates who seem like a good match. Ask each candidate the same set of screening questions to assess their qualifications. Select the most qualified candidates to move on to the interview process.

For applicants who don’t meet your criteria, thank them for their time and inform them that you won’t be moving forward with their application. It’s better to communicate this than to leave them wondering.

“Be responsive and maintain positive relationships,” says Dewey. “Even if a candidate isn’t a fit now, they might be in the future.”

Interviewing Qualified Candidates

The next step in the recruitment process is interviewing qualified candidates. The hiring manager will conduct interviews with potential candidates, asking them competency-based questions to assess their skills and fit for the team and company culture. This stage may include one or more rounds of interviews. It’s also important to contact the candidate’s references during this phase to gather additional insights.

Selecting a Candidate & Extending an Offer

After interviewing and evaluating candidates, select the one you believe is the best fit for the position. Prepare an offer letter and extend it to the chosen candidate.

During this stage, consider conducting a criminal background check. Ensure that your offer letter states the job offer is contingent on the results of the background check, and comply with all federal and state laws.

Inform the candidates who were not selected that you have chosen another candidate, and thank them for their time. It’s important to maintain a positive relationship, as you may consider them for future opportunities.

On-boarding New Hires

Once a candidate accepts your job offer, the final step is the hiring and on-boarding process. Typically, your company’s HR professionals will handle this step to ensure the new employee completes all necessary employment paperwork and is integrated into your business in compliance with labor and employment laws.

What are some recruitment best practices?

As USA Timely explains, choosing employees wisely is crucial as a bad hire can cost your business up to 30 percent of its first-year earnings. However, recruitment is often where employers make mistakes.

According to Mullings, “Your employees are the difference between success and failure, yet the recruitment process that is used is generally ad hoc, rushed, and has little strategy beyond a post-and-pray approach.”

To build a successful recruitment process, you must be strategic. Experts have identified three best practices to help your business recruit top talent.

Communication

Clear communication is key during the recruitment process. It’s important to ensure that recruiters, HR professionals, hiring managers, and job applicants are all on the same page. This includes posting accurate job descriptions, specific business certifications, promptly responding to applicants (whether it’s a yes, no, or an update) and keeping all parties informed about the status of each candidate.

The “Hum, Sing, Shout” method

Employee recruitment is an ongoing process that happens multiple times throughout a company’s lifespan. Therefore, it’s essential for employers to brand their hiring process to attract and hire top talent when needed.

Mullings recommends using the Hum, Sing, Shout method to differentiate your company from others in the recruitment process and attract the right candidates. Here’s how it works:

• Hum: Keep your hiring brand active in the marketplace. This means consistently advertising, networking, and using appropriate branding strategies on social media platforms that align with your company and industry.
• Sing: Make your company and your efforts to find talent visible to job seekers. Even if you’re not actively hiring at the moment, you’re still engaging with a wide pool of potential candidates.
• Shout: When you’re ready to hire, make some noise. Use social media, job boards, and your network to quickly fill the open position. Highlight why someone would want to join your team and how they would benefit from working with your organization.

Tracking candidates

It’s crucial to track candidates throughout the entire talent acquisition process. Whether you use HR software, an applicant tracking system, or another method, having a standardized approach ensures that no candidate is overlooked and no detail is missed.

Here are some top choices for HR software with recruiting and onboarding capabilities:

• Paychex Flex: This software allows you to publish job openings to top career sites and social media platforms directly from the dashboard. Paychex Flex also offers background check services to screen applicants before hiring them.
• BambooHR: BambooHR helps you manage all stages of the employee life cycle, from recruitment to offboarding. You can post and track job openings, distribute them via social media, review and rate candidates, and send offer letters and new-hire documents with electronic signature capabilities.
• Rippling: Rippling is known for being easy to implement, with the ability to onboard new hires in just 90 seconds. The software allows you to customize and automate the onboarding process, run candidates through background checks, and conduct e-verification.

According to Dewey, “Do your due diligence and make sure you’re keeping track of what’s going on in your pipeline. This helps you see your progress and areas for improvement. Keeping track of all your candidates and their stages (along with your data) will save a lot of sanity when hiring managers ask for reports.”

If you making a shift in business OR moving to new office than you must read USA Timely’s Office Leasing guide.

Billionaire Jeff Bezos and Lauren Sanchez are not the only focus of media attention. People are also interested in whether Bezos will sell more of his Amazon shares soon. On November 15 and 16, 2023, Bezos surprised the market by donating 1.67 million shares to a nonprofit, according to an SEC filing.

CNBC reported on November 21, 2023, that Bezos, the world’s third-richest man, might sell up to 10 million shares, which is worth more than $1 billion.

Although Bezos currently owns over 988 million AMZN shares, his ownership has declined significantly since 1998, a year after Amazon became a publicly listed company.

In this USA Timely article, we’ll explore who owned Amazon in 2023 and who the largest shareholders of Amazon are in 2024.

Key Facts

• Jeff Bezos’ ownership of Amazon decreased to under 10% in 2023, from his initial 41% stake in 1998.
• Amazon’s board of directors and officers generally hold relatively minor ownership stakes compared to institutional investors, despite being influential in the company.
• The company’s ownership structure has evolved significantly, with early investors like Jeff Bezos’ parents and L. John Doerr playing key roles.
• Investment management firms and asset managers acquired substantial stakes in Amazon in the early 2000s, with Legg Mason and TWC Group among the early contenders.
• Amazon’s major institutional investors, including Vanguard, Blackrock, and State Street, collectively hold a large portion of the company’s stock.

Analyze Amazon’s ownership structure

Let’s take a closer look at how Amazon’s ownership and ownership structure have evolved over the years before we explore who the current owners of Amazon are.

Evolution of Amazon’s Ownership

Amazon Founder & Early Individual Investors

Jeff Bezos, the founder and owner of Amazon, was a pioneer in the startup world long before it became popular.

Jeff Bezos’ Parents’ Investment

During Amazon’s 1998 Annual Meeting of Stockholders, it was revealed that Jeff Bezos’ parents were among the initial investors in the company. This investment phase is often referred to as the ‘pre-seed funding stage’ in startup circles, where funding typically comes from friends and family of the founder.

The Los Angeles Times reported in 2015 that Jackie and Miguel Bezos invested $245,000 into their son’s fledgling startup. By the time of the 1998 stockholders meeting, the couple held 1.57 million shares, representing 6.5% of the company’s total outstanding stock.

Early Investment from John Doerr & Kleiner Perkins

John Doerr, chairman of the venture capital firm Kleiner Perkins, was another early investor in Amazon. At that time, Doerr and Kleiner Perkins held stakes of 12% and 11.4%, respectively.

Influence of Tom A. Alberg

Tom A. Alberg, co-founder of the venture capital firm Madrona, played a crucial role in convincing investors to fund Amazon. His guidance was instrumental in Amazon’s transformation into the world’s largest e-commerce company, with a market capitalization of nearly $1.5 trillion.

Alberg, who passed away on August 5, 2022, served on Amazon’s board for 23 years. His contributions were pivotal to Amazon’s success.

“Tom is best known for his early investment in Amazon, which occurred in 1995, when buying anything online was thought hazardous and unlikely to succeed. Working with Jeff Bezos and the Amazon team, he helped establish one of the world’s largest and most successful enterprises.”

Amazon’s Institutional Investors

Amazon’s shareholder composition has undergone significant changes as it evolved into an e-commerce powerhouse.

In the early 2000s, investment management firms and asset managers emerged as prominent owners of Amazon. By the end of March 2001, the American investment management firm Legg Mason had become the second-largest shareholder in Amazon, holding a 14.67% stake, second only to Bezos.

This trend of investment firms acquiring substantial stakes continued, with TWC Group following Legg Mason’s lead in 2004.

In 2007, ownership of Amazon began to shift towards fund managers, with Smith Barney Fund Management, later rebranded as Morgan Stanley Wealth Management in 2012, acquiring a stake. The following year, the asset manager T Rowe Price Associates also became a shareholder, securing a 5.10% stake in Amazon.

However, it wasn’t until 2017 that Blackrock and Vanguard, two of the world’s largest asset managers, entered the top ten shareholders of Amazon. They have continued to be among the largest Amazon shareholders since then.

Amazon’s Ownership Structure

Over the years, Amazon’s shareholder base has become more diverse, including institutional, individual, retail, and insider investors.

According to Nasdaq, Amazon has a total of 10.33 billion outstanding shares. Wall Street Zen reports that institutional investors—entities like mutual or pension funds, insurance companies, and investment firms—own 58.6% of Amazon’s total common outstanding shares.

Retail investors hold 31.77%, while insider or individual shareholders, including Jeff Bezos and company directors, own about 9.6%.

Compared to other internet retail peers, Amazon has the second-highest proportion of institutional shareholders. In contrast, the Argentinian internet retailer Mercado Libre (MELI) leads with 79.20% of its shares held by institutional investors. Wall Street Zen’s data shows that individual shareholders hold just over 3% of MELI stock.

Wall Street Zen data indicates a markedly lower level of institutional ownership in two Chinese e-commerce giants. Institutional investors hold only 1.72% of Alibaba’s shares and 7.07% of JD.com’s shares.

“Corporations with a large proportion of institutional shareholders are frequently considered good investments. Before investing in a stock, large institutional shareholders perform extensive research and analysis, which frequently includes a team of pricey analysts.

Because of their cautious approach, they rarely acquire or sell stocks in haste. As a result, their investing selections frequently serve as a benchmark for other prospective investors.”

Who owns Amazon?

As Amazon stockholders continue to shift, let us look at who owned Amazon in 2023 and who owns it currently.

How Much of Amazon Does Jeff Bezos Own?

As of March 31, 1998, a year after Amazon went public, Jeff Bezos owned 41% of the total 24.16 million shares of common stock, making him the largest shareholder.

Over the next thirty years, Bezos gradually sold off some of his Amazon shares to fund other projects, such as his space company Blue Origin, and for charitable donations. He established two charitable organizations:

• The Bezos Earth Fund, which supports environmental non-profits.
• The Bezos Day One Fund, which provides grants to help homeless families and low-income communities.

By 2008, his stake in Amazon had decreased to 23.81% of the then 417.38 million outstanding shares, or 99.32 million shares.

As of February 25, 2019, Bezos held 16% of Amazon’s total 491.75 million outstanding shares. Following his divorce from Mackenzie Scott in 2019, he transferred a 4% stake to her, leaving him with a 12.7% ownership as of February 2022.

Throughout most of 2022, Bezos maintained this level of ownership until he began aggressively selling shares in 2023.

“FYI: As of December 2023, Nasdaq reported that Jeff Bezos held approximately 9.56% of Amazon. This represents around one-quarter of his total holding in 1998. Even if he owns less than 10% of Amazon, Bezos remains the company’s largest shareholder in early 2024.”

Who is on Amazon’s Board of Directors & what are their stakes?

Amazon’s board of directors comprises eleven members, including Jeff Bezos and the Chief Executive Officer, Andrew Jassy. Directors are elected at each Annual Meeting of Shareholders and serve until the next meeting or until their successors are elected.

While members of Amazon’s board of directors and its officers do own company shares, their holdings are relatively minor compared to major shareholders.

Andrew Jassy

Andrew Jassy has been serving as the President and CEO of Amazon since July 2021, succeeding Jeff Bezos. He owns 2.13 million shares of Amazon, representing 0.02% of the company’s total outstanding stock, making him the second-largest individual investor in Amazon after Bezos.

Douglas J. Herrington

Herrington has been with Amazon since 2005 and took on the CEO role of Worldwide Amazon Stores in July 2022. He holds 544,894 Amazon shares, potentially making him the third-largest individual shareholder in the company.

Jonathan J. Rubinstein

Rubinstein, a former co-CEO of Bridgewater Associates, has been a director of Amazon since December 2010. He owns 127,353 Amazon shares, valued at approximately $20.08 million based on the closing price of January 28, 2024.

Shelley Reynolds

Reynolds has been Vice President, Worldwide Controller, and Principal Accounting Officer at Amazon since 2007. As of November 20, 2023, she owned 122,436 shares in Amazon, valued at approximately $19.31 million based on the closing price of January 28, 2024.

Adam Selipsky

Selipsky leads AWS, the world’s most comprehensive and broadly adopted cloud platform. As of November 21, 2023, he owned 121,060 shares in Amazon.

Who owns the most Amazon shares?

Here’s a list of the top shareholders of Amazon and their respective stakes:

FAQs

Does Jeff Bezos still own Amazon?

Yes, Jeff Bezos still owns Amazon, but his share ownership has decreased over time. Currently, he has less than a 10% stake in the company.

Who owns most of Amazon’s stock?

Jeff Bezos remains the largest shareholder of Amazon, although his ownership is now less than 10%. Other significant shareholders include prominent asset managers and investment firms like Vanguard, Blackrock, and State Street.

What is Jeff Bezos’s net worth?

Jeff Bezos has a net worth of $169.2 billion as of December 8, 2023, making him the world’s third-richest person. His net worth hit a low of $113 billion in 2020 during the COVID-19 pandemic but reached a peak of $177 billion in 2021.

Who owns Amazon now?

As of January 2024, Jeff Bezos remains Amazon’s largest individual shareholder, followed by Vanguard Group, the company’s largest institutional shareholder.

Business people frequently switch jobs in order to advance their careers and receive better pay and benefits. Obtaining business certificates is an excellent method for assisting with this shift.

Final Bite

While Jeff Bezos is Amazon’s largest shareholder, his position is projected to decline further over time.

Nonetheless, as the company’s creator, Bezos is likely to have a substantial influence over the company’s future course.

Creating a bereavement leave policy for your office can be challenging, especially when an employee experiences the loss of a loved one. However, it’s important not to avoid the issue. Providing support to employees during their grieving process is crucial. A well-defined bereavement leave policy can help achieve this.

To start, you need to understand the laws regarding bereavement leave and how they impact your business.

Bereavement Leave Basics

Understanding the fundamentals of bereavement leave is essential for crafting a policy that truly supports your employees.

What is a bereavement leave?

Bereavement leave, also known as compassionate leave, is a period of time off that an employee takes, either paid or unpaid, following the death of a family member or close friend. It allows employees to grieve the loss of their loved one and make necessary arrangements, including attending funeral services.

Is bereavement leave necessary?

Bereavement leave is not necessary under federal law, but some states have enacted their own laws regarding this type of leave. Here are a few examples:

Make sure to check for any other bereavement leave laws that may apply in your state.

Who may take bereavement leave?

Employers typically have the discretion to determine who can take bereavement leave under most state laws. Some states may limit leave to full-time employees who experience the loss of an immediate family member. However, other employers may have more inclusive policies that support any employee affected by a death.

The most effective bereavement policies are comprehensive, allowing employees to take paid leave after the loss of any loved one without restrictions on their relationship to the deceased. This can include relatives, friends, or neighbors. It’s important for your bereavement leave policy to clearly outline who is eligible for leave and under what circumstances.

Is proof required to take bereavement leave?

Whether proof of death is required for bereavement leave is at your discretion as the employer.

While asking for proof is within your rights, it’s important to approach this situation with compassion and sensitivity. If you do require proof, make the process as easy as possible for the employee. Allow them to submit the proof after they have returned to work.

Shirley King, founder of Life On Power, suggests that reasonable examples of proof include an obituary or funeral notice. You can also make a written request that contains the deceased’s name, date of death, city of death, and relationship to the employee.

How long is the bereavement leave?

The standard bereavement leave policy provides employees with three to four days off in the case of the death of an intimate family member, such as a spouse. For the loss of extended family or friends, the time off is usually less.

In some companies, employees can request additional time off by using paid vacation days, sick leave, or unpaid time off. Since bereavement leave is generally optional under state laws, the duration of leave an employee can take will depend on your specific bereavement leave policy.

Is bereavement leave paid or unpaid?

Bereavement leave can be either paid or unpaid. However, many businesses choose to offer full or partial pay for the designated days off.

“Note: Offering paid leave for bereavement is not normally required by law, but it may be an excellent approach to assist employees in their time of need while also showing your value and concern for their well-being. Aside from the benefits of supporting employees’ mental and emotional well-being, paid bereavement leave can influence employee retention.”

Why your business should providing bereavement leave

Mindy Cassel, co-founder of the Children’s Bereavement Center, emphasizes that companies and supervisors can positively impact their employees’ recovery by providing bereavement leave after a loss.

According to Cassel, offering bereavement leave can lead to greater appreciation and loyalty from both the grieving employee and their colleagues, as the company shows compassion during a critical life event. Providing this support can also enhance the adjustment of the bereaved employee by reducing stress, offering flexibility, and providing social support.

While many see providing bereavement leave as a compassionate gesture that aligns with the organization’s morals and values, there are also practical benefits for the company. By assisting employees during a difficult time and allowing them space to grieve, companies increase the likelihood that employees will return to work ready and motivated. On the other hand, employees who do not take leave may struggle more with their responsibilities and productivity due to emotional stress. Therefore, providing bereavement leave can contribute to employees’ mental health and success in their roles.

Zelissamu is a comprehensive mental health solution. It combines the greatest aspects of science and nature to make you feel better. It is created using the newest technology and extensive study.

Advice for business owners on bereavement policies

While not legally required in most states, offering bereavement leave is considered a best practice for all businesses. A clear and comprehensive bereavement leave policy can support employees during difficult times.

A comprehensive policy should address the following:

• Qualification: Who qualifies for bereavement leave?
• Guidelines: What are the guidelines for immediate family members, extended family members, and friends?
• Duration: How many days of bereavement leave can an employee take?
• Payment: Is bereavement leave paid or unpaid?
• Request Process: What are the guidelines for requesting bereavement leave?
• Documentation: What documentation is required for bereavement leave requests?
• Tracking: How will your payroll system track bereavement leave?

It’s important for your policy to be inclusive and align with your resources. Consider the diversity of employee family structures, including blended families, when determining guidelines for immediate and extended family members.

Offering flexibility in scheduling bereavement leave can also be beneficial. While the policy may specify the number of days allowed, employees should be able to schedule specific dates with their supervisor. This accommodates differing needs based on individual circumstances.

Include the bereavement policy in your employee handbook and update it as needed. Ensure fair and consistent application of the policy across your organization to prevent claims of discrimination.

Regular policy reviews, including the bereavement policy are recommended to ensure optimal use and alignment with organizational needs.

“Tip: In addition to bereavement leave, you can help grieving employees by offering flexible scheduling (also known as flextime) and remote work options.”

How to help a grieving employee?

Supporting a grieving employee goes beyond having a bereavement policy in place. Here are some additional ways you and your team can assist a grieving employee when they return to work:

• Educate Staff: Educate your staff about the needs of the grieving employee to foster understanding and support.
• Attend Services: Enable colleagues who work closely with the grieving employee to attend funeral and memorial services if appropriate.
• Flexible Schedule: Offer the grieving employee a flexible work schedule that allows them to tend to their personal needs.
• Workload Assistance: Find one or more employees who can assist with the grieving employee’s workload to alleviate stress.
• Emotional Support: Connect the grieving employee with a company mentor or a staff member who has experienced a similar loss for emotional support.
• Salary Continuation: Continue to pay the grieving employee’s salary during leave and flextime to reduce financial stress.
• Respect Boundaries: Avoid contacting the grieving employee about work matters during the funeral, wake, or shiva to respect their mourning process.
• Offer Assistance: Send a donation, food, or flowers to the grieving employee and ask if other assistance is needed, such as help with food shopping.
• Utilize Support Services: Facilitate additional help through your HR team, employee assistance program, or local support services to provide comprehensive support.

Supporting a grieving employee requires empathy, understanding, and flexibility to help them navigate this challenging time.

If you are moving towards a new office than you much know all the advantages and disadvantages of office leasing that we have explained in detail.