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A businessman from the Free State is refusing to return 12 vehicles to the ailing Maluti-a-Phofung municipality on the grounds that he is owed more than R2 million for repairing and maintaining them.

Tsatsi Ramalitsi, owner of Juny Trading, a Qwaqwa-based car servicing company, claimed that the municipality owes him more than R2.4 million for the vehicles he repaired. After he had repaired automobiles this year, he said that the municipality had sent him from pillar to post over payment.

“I have been repairing city vehicles since 2020, and receiving payment has never been an issue. In reality, I was approached by authorities from the municipality to aid them in repairing the cars so that the municipality can continue delivering services to the public. All was okay until this year, when the town refused to pay me what was owed. I am owed R2.4 million for the services rendered. My attorneys issued a demand letter to the municipality, but they have refused to budge,” stated Ramalitsi.

He stated that the entire event had severely harmed his business.

“Because they refused to pay me, I impounded twelve vehicles, including a garbage truck, tractor, tractor-loader-backhoe (TLB), sedans, and bakkies. They came here searching for their property, claiming that they were suffering a service delivery issue due to a lack of vehicles, but I told them they had pay me first. They are busy making a mess at the local government and failing to pay me what is owed to me, while on the other hand they are bothering me by demanding the release of seized vehicles. I did not steal those automobiles, but they brought them here and are now asking that I release them while they owe me money. “That will never happen, as I repaired their vehicles and they refuse to pay me,” he claimed.

During a conference call with the spokesman of Maluti-a-Phofung, Thabo Kessah, and this reporter, Ramalitsi indicated that he was sick and tired of being used by the municipality.

“Listen, Thabo, I don’t care if the municipality is bankrupt; you owe me money, and I want it. I am unwilling to listen to your foolishness because you are all crooked at that municipality. Ramalitsi told Kessah, “All I want is my money, and once I receive it, I will release the impounded automobiles.”

Kessah said, “You are barking up the wrong tree, as I am not responsible for the problems you are experiencing with the municipality. This subject is before the court on account of your petition, and it will be handled legally.”

Ramalitsi lost his temper and exclaimed, “You are lying here.” I will never take this subject to court, but I have sent a demand letter, and you and others in the municipality are determined to resolve it. Don’t tell me nonsense.”

In the demand letter sent by Ramalitsi’s attorneys Corne Boshoff Attorneys to the municipality on 10 November, the lawyers demanded that Maluti-a-Phofung pay their client a total of R2 468 189.20 for mechanical services and repairs “done by our client on the municipality’s instructions and express demand.”

“Despite our client’s demand for payment, you have forgotten and/or failed to pay the above-mentioned amount that is due and payable. The letter of demand states, “Should you fail to pay the amount of R2 468 189.20 plus legal fees within 30 days of the date hereof, we have been instructed to initiate immediate legal action against you in order to recover the balance due and payable to our client, along with additional interest and legal fees.”

In a letter dated 21 November, the acting municipal manager of Maluti-a-Phofung, Sam Makhubu, responded to Ramalitsi’s attorneys, stating that the businessman should produce a service level agreement (SLA) that he had signed with the municipality, along with copies of the quotations, outstanding invoices, and order forms, which will serve as proof that services were indeed rendered.

However, Ramalitsi maintained that it was not his responsibility that the supply chain management and procurement procedures were not followed.

“I am not employed by the municipality in order to do their duties, as that has nothing to do with me. “They should simply pay me,” he stated.

Sello Dithebe, a spokeswoman for the Department of Cooperative Governance and Traditional Affairs (Cogta) in Free State, stated, “Each municipality has its own administration, and the department just provides support for all municipalities to carry out their duties. When Maluti-a-Phofung appointed Mr. Ramalitsi to repair their vehicles, the question of whether the proper procedures were followed can be answered by the municipality. “It is safe to say that if compliance with the relevant sections of the Municipal Finance Management (MFMA) Act may not have been observed, the problem will be marked by the Auditor General as a likely instance of unauthorised, irregular, pointless, and wasteful spending,” stated Dithebe.

Dithebe added that the municipality had informed the attorneys representing Maluti-a-Phofung and Ramalitsi that the contested account was in their hands.

»Businessman ‘invests’ 12 FS municipal vehicles«

Professor of Sociology, Arts & Sciences at Washington University in St. Louis is Adia Harvey Wingfield.

In two significant ways, increased immigration, higher life expectancy, and a fall in birth rates are altering the U.S. labor force. Four decades ago, there were much fewer individuals of color and employees older than 55 powering this nation’s economy.

Economists anticipate that this diversity will continue to rise in the coming years.

According to the Bureau of Labor Statistics, the percentage of nonwhite, Latino, and multiracial U.S. workers than doubled from 23% in 1979 to 40% in 2019. Today, nearly 37 million U.S. workers are 55 or older, as a result of an increase in the proportion of older adults who remain economically engaged. They account for approximately one-quarter of the 160 million Americans with paid employment. In 1979, less than 1 in 7 American workers belonged to this age group.

The BLS forecasts that the number of older employees, particularly those well into their golden years, will continue to increase in the coming years. According to the statistics, the number of Americans 75 and older remaining in the labor force will nearly double between 2020 and 2030, while the total number of workers will increase by only 5.5%.

The percentage of white workers is projected to decrease to 74.7% by 2031, from 77% in 2021.

Additionally, the government tracks the number of Hispanic workers who identify as white, Black, or mixed race. It is projected that the proportion of such workers will increase during that decade from 12.1% in 2001 to 21.5% of the labor force.

How do American employers react to these changes?

As a sociologist, I investigate the persistence of racial and gender disparity in professional employment. Employers will likely be compelled to do a better job of attracting and retaining underrepresented and older workers as a result of diversity, equity, and inclusion initiatives.

Deanna Singh on how to establish an inclusive work environment 04:39
Diversity efforts are now prevalent

Employers routinely implement diversity, equity, and inclusion initiatives. According to a 2019 poll of 234 companies, nearly two-thirds employ diversity managers.

Their roles can vary substantially. Creating a culture that honors and welcomes individuals from varied backgrounds and expanding the number of employees from underrepresented origins in a given industry are two examples.

This may entail hiring more female, Black, and Latino analysts in the finance industry. This might involve recruiting more men of all colors into the nursing profession, which is still dominated by white women.

In these and other sectors, changing the culture may involve gathering data on underrepresented workers, attempting to fill any identified gaps, or amending clothing and grooming regulations that prohibit haircuts more typically worn by Black workers.

The Uncertain Economy: Where Have All the Workers Gone? 02:44 Two frequent yet unwise techniques

Unfortunately, many businesses employ diversity strategies that have not been proven effective.

These can include mandated diversity training, which typically takes the form of professional webinars or interactive workshops.

Diversity training is intended to improve individuals’ ability to work and connect with coworkers and customers from diverse cultural backgrounds. But it frequently fails to do so.

An obstacle is that employees dislike the sensation of being governed.

A further possibility is that they view this mandated training as a waste of time. And there is evidence that it might be detrimental by perpetuating prejudices rather than dispelling them and alienating Black workers.

The other method that is more prevalent than it should be is requiring job candidates to pass a skills exam as a condition of employment. In the field of technology, for instance, a skills test could consist of asking applicants to solve a specific problem so that hiring managers can objectively evaluate their skills and teamwork abilities.

The problem with skills testing is that hiring managers frequently evaluate the results differently for black and white candidates due to a variety of prejudices, some of which they may be unaware of.

Recent study reveals that neither of these popular tactics is influencing corporations to increase racial diversity in their workforces through hiring practices.

I believe companies utilize these methods regardless because they are simple, widespread, and popular. Instead of trying something new, businesses may continue using what they have in the past.

Fortunately, new study suggests more effective techniques.

What tends to work better

Employers can adapt their employment practices in response to the demographic realities of today and the future. They might begin by hiring more employees from historically black schools and universities and institutions serving the Hispanic community.

The establishment of mentoring programs that are accessible to everybody, rather than by invitation only, is a promising retention tactic for workers of color. Thus, implicit prejudices will not disqualify employees of color.

Additionally, companies can employ “upskilling.”

In upskilling programs, employees test out a variety of organizational responsibilities. This method assists in the development of the skill sets of underrepresented individuals and links them with supervisors who might otherwise neglect them.

How “reverse mentoring” can break through boundaries and enhance the workplace 04:17 Workers who are aging and those who are aging

In certain economic sectors, the aging of the labor force is particularly apparent. While the median age of American workers was 42,2 in 2022, bus drivers were 55,6 and librarians were 49,9.

Due to the frequency of older workers in these occupations, some businesses may need to consider the needs of elderly workers in order to retain the personnel they require.

Among these modifications might be the implementation of phased retirement alternatives, allowing employees to transition progressively from full-time to part-time work for a number of years prior to leaving the workforce entirely.

It is also advisable to improve safeguards that protect these employees from age-based discrimination, which occurs frequently despite being illegal.

Frequently, older workers experience ridicule, harassment, and bullying. In addition, they are denied raises, promotions, and other chances.

Professionals with extensive experience join “Great Resignation” 04:21

However, businesses should not change their expectations to exclusively fit the demands of older employees. A growing proportion of employees under 40 have their own needs.

These employees, especially those in their 20s and 30s, are more forthcoming with their supervisors on their preferences for work-life balance than their coworkers aged 50 and older.

Numerous individuals in their twenties and thirties are rejecting a paradigm of work that needs them to be on-call and available at all times, necessitates inflexible scheduling, and places increasing demands on staff. They want employment that allows them to devote more time to their families and leisure activities.

Employers could have no choice

Ultimately, more age, racial, and ethnic diversity in the workforce may push companies to alter at least some of their practices.

With the aging of workers born after 1990, companies may need to make greater efforts to meet their preferences, especially as they prepare to replace older workers who retire or transition to part-time work.

Whether by choice or by necessity, I believe firms will hire more racially and ethnically diverse workforces. In addition, I anticipate that they may be compelled to provide their employees more flexibility and freedom.

»U.S. workers are more diverse than ever before, but employers have not kept pace«

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Due to postal strikes, more than one million households with pre-payment meters did not use vouchers designed to help them pay their energy bills during this month’s brutal cold wave.

This winter, every household is eligible for a £400 energy rebate, payable in six monthly amounts of £67.

Those who pay by direct debit receive the discounts instantly, while those with prepayment meters must redeem the vouchers at their usual top-up location, such as a PayPoint or Post Office branch.

According to data from PayPoint through December 18, just 27% of coupons supplied under the Energy Bills Support Scheme (EBSS) for people with traditional prepayment meters were redeemed in December.

On December 15, Royal Mail postal workers pose for a photograph on a picket line in Leeds

Mick McCulloch complained on Twitter on December 18 that he had not yet received his voucher owing to postal delays.

In comparison, 80% of the vouchers provided in October and 73% of the vouchers distributed in November have been redeemed, indicating a significant decrease in the number of households redeeming their payments this month.

Given the expectation for severe winter weather right after Christmas, evidence that the program is not functioning as intended may raise worries.

PayPoint stated that the decrease in claims this month could be attributed to labor disputes in the United Kingdom that have caused delivery delays.

Throughout November and December, Royal Mail employees went on strike for multiple days owing to a protracted disagreement with the government over wages, jobs, and working conditions.

Communication Workers Union (CWU) members are scheduled to strike on Friday, March 23, and Saturday, March 24.

Mick McCulloch complained on Twitter on December 18 that he had yet to get his gift certificate owing to postal delays.

I am waiting for my winter energy voucher payment, which is trapped in the mail. I have not received November or December payments, and neither have thousands of other people with pre-pay meters. Once again, the poorest suffer the most as a result of this postal strike.

This winter, households across the United Kingdom will get $400 in payments to assist with their heating bills.

The bulk of customers have the money withdrawn automatically from their energy bills. Those who pay with a conventional prepayment meter, however, must redeem coupons.

In December, only 27% of vouchers distributed under the Energy Bills Support Scheme (EBSS) for individuals with conventional prepayment meters were redeemed.

The vouchers have an expiration date, and those issued in December cannot be redeemed after March 8.

PayPoint, which provides payment services in 28,000 UK merchants such as newsagents and convenience stores, and through which homeowners may redeem postal vouchers in-store, said that December’s redemption numbers were lower than anticipated.

Approximately three-quarters of all vouchers are typically mailed, while the remaining quarter are sent through email.

Only 17% of December’s postal coupons have been redeemed, a significant decrease compared to October’s and November’s redemption rates of 78% and 74%, respectively.

Meanwhile, 63% of December’s email-issued vouchers have been claimed.

70-85% of coupons from similar programs, such as the Warm Home Discount, are often used, according to people acquainted with government programs.

It means that homes have not received vouchers mailed this month, despite recent below-freezing conditions across the nation.

Grant Shapps, secretary of business and energy, stated yesterday that energy corporations “are not geared up” to handle the plan adequately.

He stated that suppliers distribute vouchers in various ways and accused some of not answering the phone when clients contacted.

“What bothers me is the time between sending out vouchers and people finding them,” he told ITV’s Good Morning Britain.

“There is no one way to do this because energy companies give them out in various ways, sometimes via text message, sometimes via email, and sometimes via the door.”

However, PayPoint emphasized that individuals can still claim their government discounts at early morning and late night independent stores.

Steve O’Neill, director of corporate relations and marketing at PayPoint, stated, “Tens of thousands of independent businesses are doing an outstanding job processing EBSS vouchers from 6 a.m. to 12 a.m. daily, thanks to their dedication to serving their communities.”

People can also contact their energy provider to have their voucher reissued, to update their contact information, or to receive vouchers via email rather than via mail.

The United Kingdom is currently experiencing major industrial action, including yesterday’s walkout by paramedics.

»Postal strikes delayed the delivery of winter energy certificates to almost one million households«

There are advantages to giving stock as a Christmas present, and this is an especially favorable year to do so.

According to a survey done by MagnifyMoney, 65 percent of Americans wished for investments as holiday gifts in 2013. Given the current state of the markets, stock beneficiaries could receive even more shares for the same amount of cash this year. If they hold on to the gift of shares, the value of their present could increase with the market over time.

Emily Irwin, a wealth management specialist at Wells Fargo, stated, “When there is a low or depressed market, donating stock can be advantageous because you can transfer a particular asset at a price that is lower than it has historically been.” This can be useful when founding a trust with shares that will be kept for an extended period of time.

In other words, you may now present more shares of a specific stock for the same amount that fewer shares would cost in a market that is more expensive.

In accordance with a yearly federal gift-tax exception, Americans can contribute up to $16,000 tax-free.

“Under the yearly exclusion, you can give more than you would be able to during any other year. This could be a benefit during the current market volatility when giving stock as a present “Irwin stated.

Capital gains transfer

Stock donors pass capital gains, or the growth in the asset’s value, to the stock receiver. Therefore, they escape capital gains taxes, but the value of the gift will be reduced when the recipient sells the shares.

“Gifted stocks have a carryover basis. If I give it to my child and he or she decides to sell it, the recipient will be subject to capital gains tax. This is unfavorable from the recipient’s financial standpoint “Irwin said. “And it’s negative for the donor if he or she intends to donate $100 worth of stock, because 20% will be deducted from the amount.”

Donations to charity

Donating stocks to charitable organizations is advantageous for both the donor and the recipient. Both parties are exempt from paying capital gains taxes.

When a nonprofit sells stock, it does not pay taxes, even if there is an inherent gain, Irwin explained. And the donor, the person donating it, will typically receive a tax break.

Using an app

Experts agree that giving young children shares is an excellent approach to introduce them to investment principles at an early age.

Matt Schultz, a personal finance expert at LendingTree, explains, “It’s a great opportunity to start a dialogue with your child and give them a sense of what stock ownership is all about.”

Schultz prefers to transfer shares using an app, such as Stockpile, that enables parents to invest on their children’s behalf.

Additionally, you can open a brokerage account to invest in equities.

Katie Brewer, a certified financial planner in Dallas, Texas, stated, “Some people appreciate the physical presence of a stock certificate, but I advise clients to open a Schwab account with a stock in it.” “Twenty years after receiving the stock certificate, they will have no idea what it was purchased for and will be unable to report it on their taxes.”

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