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College Recruiter Jobs with Paul Angone of All Groan Up
by Marc Luber
College Recruiting Jobs
College recruiting jobs can be a great way to spend your 20s, according to today's guest, college recruiter Paul Angone. Paul tells us that college recruiter jobs are a fun way to stay involved with your school while developing a wide variety of skills in your early adult years.
SNEAK PEEK (Full Episode below)
Education Admin
Today's Guest
College Recruiter: Paul Angone
Grad School: Azusa Pacific University in Azusa, CA
Grad Degree: Master's in Organizational Leadership
College: Westmont College in Santa Barbara, CA
College Major: Communication Studies
High School: Arapahoe High School in Littleton, CO
First Job Ever: Towel boy in an athletic center
Worst Job Ever: Washing cars at a gas station
Paul tells us that college recruiting jobs require a lot of travel in order to attend college fairs and meet with high school students and their families. It can get lonely on the road but it's also like summer camp because you're surrounded by young adults with college recruiter jobs for other universities. Paul actually met his wife on the road when they were both recruiting for different schools! Paul says it's important to be comfortable with public speaking if you're considering going for college recruiting jobs. After all, you'll be working in a sales and marketing capacity as you travel around to speak to families and represent a school. To get college recruiter jobs, Paul suggests meeting with the admissions office of your own college. If they aren't hiring, then meet with similar, competitor schools so that you can show that you would be able to relate to and sell a similar experience. If you're still in school, you can break in to college recruiting jobs by becoming a tour guide or intern for your college admissions office.
FULL EPISODE (#40)
For our Audio Podcast: Careers Out There on iTunes
TRANSCRIPT OF TODAY'S INTERVIEW
What Do College Recruiters Do 1:20–2:42
How High School Students Can Improve Their College Admissions Odds 2:42-5:29
Traveling for College Recruiter Jobs 5:29-8:05
Who Should Pursue College Recruiting Jobs 8:05-10:12
Compensation For College Recruiting Jobs 10:12-11:22
Breaking In To College Recruiting Jobs 11:22-14:44
Keys To Success For College Recruiter Jobs 14:44-16:38
Careers Out There Host Marc Luber: Hey everyone – on today's episode of Careers Out There we're gonna explore careers in college recruitment. And we're also gonna learn how to talk to a college recruiter if you're in high school and you want to impress them and increase your odds of getting into that school.
Our guest today is Paul Angone. He's a college recruiter for some grad school programs at a university near Los Angeles. He also runs the website All Groan Up, which is a site that discusses the pleasures and pains of growing up in those years after college.
In case you're new to Careers Out There, in every episode we explore a career path by talking to a real professional who does that kind of work. They tell us what it's like, how to break in and then how to succeed once you're there – all to help you decide if it's the kind of path you want to pursue. I'm your host, Marc Luber, and I really think you're gonna like meeting Paul. He's a good guy, so stick around!
[theme song] OK, we're back! Paul, welcome to Careers Out There.
Paul Angone: Hey! It's great to be here.
Luber: Thanks for being here. So Paul and I met at the Jenny Blake event when she was promoting her book, right? When she was here for the Life After College speaking event?
Paul Angone: Yup!
Luber: Jenny was recently a guest on the show and now I'm glad to have Paul here. So as I was saying, Paul is a college recruiter, but he also has the site All Groan Up and we're gonna talk all about All Groan Up and the book he's got coming out this coming spring. But first, let's learn about what it's like to be a college recruiter. Paul, I've never interacted with a college recruiter before. I went to the University of Michigan, huge school.
Paul Angone: Sure
[WHAT DO COLLEGE RECRUITERS DO starts at 1:20 ]
Luber: I wasn't recruited there, I just went there. What does a college recruiter do?
Paul Angone: Basically a college recruiter is someone that will travel around for months and will be out there just talking about their school. Going to high schools, going to college fairs, trying to connect with students and basically trying to drum up a lot of interest for students to apply to their schools.
So for pretty much the entire Fall, these recruiters are out. So I worked in California and I'd be in Colorado, Washington, Oregon, San Diego, Texas….You're just a traveling salesman in a way, but you're talking about school. You're talking about your school and if it's the right fit. And you're trying to get students to come back and visit you.
So you're going out there and meeting those students and then you're coming back and when they're applying, you're now the one that's starting to read applications. And a lot of the times, especially at smaller schools, but even a medium-sized school, that recruiter might be the person making the decision on the college application.
And so you really switch from going out and being out on the road to being in your office and reading applications, interviewing students and then making a decision whether or not they're admitted.
[HOW HIGH SCHOOL STUDENTS CAN IMPROVE THEIR COLLEGE ADMISSIONS ODDS starts at 2:42]
Luber: So then how can a student impress upon you so that they increase the chances of actually getting in to the school?
Paul Angone: Gosh, students have a great opportunity at really putting their name and their application above the rest. Especially, it's so competitive nowadays. So many students are applying to these schools and they can only admit so many students.
And so a way to really put yourself above the rest of the applicants is going and connecting with that recruiter because, like I said, a lot of time they want the recruiter that's in a specific area reading all the applications from that area itself. So it's really like a job interview. You get to meet the person that's gonna interview you and make your decision. They're almost like coming to your house and they're wanting to meet you. And you get to make an impression.
And so I think a lot of students, they don't necessarily realize that so when a school comes and visits them they don't even show up to the presentation and if they do they just sit there and listen and then they leave with a group of their friends. But you'd better believe the students that would come up to me, shake my hand, introduce themselves, look me in the eye, talk to me…
Luber: They'll stand out!
Paul Angone: I would remember their name!
Luber: Right!
Paul Angone: And then when they apply I would be like "oh"! And gosh, if you send a thank you note or even an email saying, "hey I met you at the school, thanks, you did such a good job," you know you butter up the recruiter a little bit. You know, you're gonna stand out because now you're a face behind the name. And that's always key. You're a real person now.
Instead of just being another name, another essay, because they read so many, you're a real person! You're a face and you're a story. And it's much harder to say "no" to a real person than it is saying "no" to a piece of paper. And so students have that great opportunity and it's just right there waiting for them.
Luber: Wow! So what's a typical conversation that you would have with a student?
Paul Angone: Well typically you don't really have that great of conversations because students, I think, are a little nervous to come up to you. They're fearful, they're with their friends, they don't want to look like, "I don't want to be the dork going up and talking to the college recruiter", you know. They're trying to play it cool.
But when a student would come up to you, the conversations you're having is just "hey what do you like, what are you interested in", you know. "What are you passionate about?" You're just trying to get to know them. Because as a recruiter that's really what you're trying to do. You're just trying to make a connection and get to know the students.
So it's really laid back and most recruiters, I mean, they're in their early 20s, mid-20s. These are recent young professionals and they're fun to talk to. They're very charismatic, outgoing, and it's really just a casual conversation but one that could really make a difference later on for the students especially.
[TRAVELING FOR COLLEGE RECRUITER JOBS starts at 5:29]
Luber: Interesting. And so when you're first traveling to meet all these people, where is it that you're going and speaking?
Paul Angone: Yeah, so for about a month, all of August as a college recruiter, you are setting up an entire schedule where you're calling high school counselors so the school counselor, and you're setting up a time to come visit. You're setting up those times around college fairs because there's college fair circuits that will go on in different states.
So let's say it's October. There's a week where there'll be 6 college fairs within Colorado. And those college fairs will be spaced out in different cities around Colorado, so basically have this band of recruiters all traveling around to go to those fairs at night. That's that huge room, all the colleges are there and families will come in and you'll go around from table to table and meet and talk to that school to see if it's a good fit, get a brochure, that kind of thing.
But during the day, you have to fill your time and you're wanting to make it useful so that's why you're scheduling high school visits within that city. And typically you're going to high schools where you've received students from in the past.
And so if it's a school that you got a bunch of students before, you want to go back to that school because you know there's gonna be a lot more students that have heard about the school from their friends. So you're going to high schools and college fairs. That's really what your days are looking like on the road.
Luber: So since you're all traveling around to the same places, do you get to know the recruiters from other schools? You know, like, "ah – there's that one again – I gotta meet up with that guy!"
Paul Angone: Oh most definitely. It's your family. You don't know anybody else. Typically you've just come from college with all your friends and now you're on the road staying in some random hotel in Fort Worth, Texas and it's like who are you gonna go hang out with? And it can get lonely! I think anybody that travels a lot you kind of feel that.
So it's really nice that you have this group of really like-minded, same age, same kind of interest people that you're all traveling around. So it's not a competitive environment at all. You're not competing for students. You're really like a family.
And after a fair, a lot of the time, let's see how a college fair gets done at 9. You're going out with a group afterwards to go grab a bite to eat, to travel around and connect. So actually, I met my wife as a recruiter for a competing school! So that's how we met – at a conference!
Luber! Wow! That's great! That's funny!
Paul Angone: Yeah. As admissions counselors. It's like camp – like this camp syndrome – where you're all traveling around together and you get to know each other really well and who knows – maybe you find your spouse like I did!
[WHO SHOULD PURSUE COLLEGE RECRUITING JOBS starts at 8:05]
Luber: Yeah. Yeah! So from the people who are watching, who would you say, "you guys should really check out this career"? What are the things you would say fit people? Obviously, you have to be willing to travel. You've gotta be the kind of person who likes traveling.
Paul Angone: Yeah, you've gotta be willing to travel. Public speaking is a big part of it. So I think for myself, I was a communication studies major, so it was a good fit. You don't have to be this extreme extrovert. You don't have to be this amazing public speaker. But you have to be OK with getting in front of groups. It could be as small as 2 students or it could be as big as a room full of thousands of families. You know, for Preview Day or something like that and you're up talking. So I think that's 1.
I think somebody, it becomes a really good fit, especially at your own school if you really liked your experience at your school, because a lot of times schools want to hire their alumni to be admissions counselors for that school because you have just a plethora of stories to tell. You're not just talking about classes in this abstract way. You're talking about the experience in your junior class when you had that professor and you guys went out to lunch and he mentored you, that kind of thing. So they really do like alumni because they know that you can go to a certain depth with that.
And then I think it's for people that want to get some experience in things like marketing and advertising and recruiting and some skills that you can then take and go to a lot of different places with.
But you really will touch on a lot of different pieces that you can then leverage and start doing projects more and more let's say on the marketing side, that you can then leverage if you wanted to get out of education at some point or to just get more of a marketing role within education. So you really get a good base of skills. It's a really good profession to learn a lot of those base skills.
Luber: That's great! Any job that gives you a lot of opportunity to grow multiple skill sets is a great job.
Paul Angone: Yeah! Exactly.
[COMPENSATION FOR COLLEGE RECRUITING JOBS starts at 10:12]
Luber: Because then like you say you could take it anywhere and go in any direction that may interest you later in life. That's really important. What about pay? Is this the kind of job where you're paid a salary? Or are you paid like a commission based on how many students you get to come to the school?
Paul Angone: Yeah, that's a great question! Typically it's a salary. You're just paid straight salary. It has nothing to do with how many students you get to come, that kind of thing. Now some school, more on the for profit side, so schools, maybe a school like University of Phoenix or a different school, they did have a different model in the past where they would – it would be kind of a commission or having certain goals and monetary goals. But I think that's gonna really – I think that's already changed and started to change to where it's gonna be just straight salary.
Luber: The government's cracking down.
Paul Angone: There's some ethical dilemmas there – especially if you're the one reading that application from a student that you possibly could receive something from if they came. There's kind of an ethical dilemma there. So I think they've really shifted away from that to where you're just salary. You have goals that you want to hit but you're not gonna be compensated for that. You're just doing your job as best you can.
[BREAKING IN TO COLLEGE RECRUITING JOBS starts at 11:22]
Luber: Right. Makes perfect sense. What about if someone wants to break in? If someone's watching and they're like, "I want to do what Paul does! This sounds great!" What would you tell them?
Paul Angone: You know, I would say first start with your own school. I would say just contact maybe someone that you've met and maybe you're still in college and especially if you're in college, I would definitely go into the admissions office and try to get an internship or become a tour guide or become one of the counselors that's on the phone calling students.
Definitely when you're in college, that's the best time. That's how I did it. I started as a tour guide – you know, one of those student workers that would take families around and show them the campus. That's a great way to make that instant connection.
But let's say you're out of college. I would say just go back – go back to your school and go to the admissions office and meet – try to get an interview or go and meet one of the counselors and say, "I'm really intrigued about this job." If your school is not hiring, I'd start looking at similar competitor schools.
So let's say you went to a smaller school, I would go o those other smaller schools in the region and say "hey, I went to this other school, it's very similar, so I know what it's like to be a student in this kind of school" or "I went to this big state school, I know what it's like, so I can easily relate that experience at this school." I would just drop by and try to meet the right people because you can send in an application, you can look for the openings on web sites, but it's always great again, obviously, to put a face to a name.
Luber: Yeah, for sure. And now there's also grad school recruiting, not just undergrad recruiting. So that expands the pool of places people could look at. You've done both! Tell us what's the difference between the 2?
Paul Angone: You know, grad school is really different, I think in a lot of ways, because mainly you're not recruiting as much. At least where I work, you're not recruiting as much across the whole nation. You're really recruiting at a very domestic level.
So you're recruiting, let's say, I work in California, so I'm mainly just in Southern California. And so you might go to fairs but they're at universities just around the area. So you're not going and doing presentations as much in schools, you're mainly just going to fairs. So you're in the office a lot more and you're not traveling around as much. And then you're not really gonna be the one making the decisions as well. I mean, that's gonna be going to specific departments.
You know, if a student's applying to be a marriage and family therapist, obviously as a grad enrollment counselor, you don't have the experience to make that decision. It's very specialized now. So that program director of marriage and family therapy is gonna be making the decision.
Luber: OK.
Paul Angone: So you become a lot more specialized, I'd say. And you're working with more of an adult population now so you're not doing as "rah rah" of a presentation and you're not talking about this life changing experience of living on campus and taking classes, that kind of thing. You're more just talking about "hey, this is how you can get this degree done, it's gonna take you this amount of time". It's more black and white, I would say.
Paul Angone: So there's the pros and cons with that and I think it fits people differently. But I know for grad enrollment counselors a lot of the time they're also looking for people who have a master's degree or are pursuing a master's degree because they want you to speak about it from your experience as well.
[KEYS TO SUCCESS FOR COLLEGE RECRUITER JOBS starts at 14:44]
Luber: Yeah, that makes sense. This sounds really good! Tell us this – a few bullet point keys to success for those people who do break in and get that job right now, to get started.
Paul Angone: Success once you have that job?
Luber: Yup.
Paul Angone: I would say, first of all for a grad enrollment counselor or an undergrad enrollment counselor?
Luber: Either one.
Paul Angone: Any of them?
Paul Angone: I would say first of all that you're gonna enter into a great network of professionals. And whenever you're at fairs or you're at conferences, you'll go and meet a lot of your fellow professionals at other schools. I would say make as many connections as you can. Talk to people and exchange business cards and start building up that network right away. Because these are people that 1: might lead to a job opportunity down the road at a different school. They might just be a great resource for you if you have questions, like "hey how do you effectively recruit" or "how do you do these things"?
Basically it's a great family to enter into. So I'd say start making those connections right away because those will be a very important part of you growing in that career, making those kind of connections.
And then I would say when you start doing the job you're gonna be asked to do a lot of different things and I would say start trying to pinpoint that area that you really are drawn to. So is it the more policies, procedures side, is it the recruiting aspect, is it the marketing, you know, thinking of creative marketing campaigns.
And I would say start getting projects more and more within that specialty because you want to start honing in because you'll be so broad, I think you'll really want to start honing in so you can start growing in that area so that then when a school's looking for an assistant director of mark3eting you can say "well I've done 2 years of marketing, here's all the things that I've done." So you can leverage that a lot easier.
Luber: That's great. Great advice! So tell us this – what's happening at All Groan Up dot com?
Paul Angone: Sure! Yeah, that's the website I have started to basically help people that are going through this 20-something transition of "what now?" that aren't quite – aren't really feeling like you're growing up any more and you don't really feel like you're grown up – you feel like you're somewhere in between. And I know I felt kind of, this kind of awkward limbo stage where you feel like well it should be just more black and white, like somehow you cross a threshold of "I'm now an adult" or "I now have my career" or "I have my marriage and a kid and a white picket fence, I have it figured out." And I think in today's day and age, it doesn't really work like that any more! It's such a process.
It's been hard for a lot of people to even find a career that really fits them. You know, the 20s is really a process I think of almost figuring out more of what you DON'T want to do than it is sometimes figuring out what you want to do.
Relationships, you know, we're getting married at an older and older age, we're having kids at an older and older age, we're being asked to go do graduate school, get a master's degree, get a doctorate degree to be competitive, and so it's really delaying this process of becoming I think just feeling like you've become an adult. You feel like you have it figured out.
So that's really what the website's about. It's about that conversation of career, relationships, faith, what it means to be an adult, this conversation going on online as a resource for really 20-somethings that are going through that process.
Luber: Awesome! And then what about your book? What's happening with the book? Are You My Life, right? That's the title?
Paul Angone: Yes! It's called Are You My Life, Searching For Self, Faith and a Freaking Job. It's my story, really, from college graduation on as I'm going through that process of "now what". It's my funny, sarcastic, angry at times but in the end hopeful and encouraging as far as this is kind of the process I went through in a couple years span of time as I started asking those questions of, "OK, now what do I do?"
Because I think you go through college and everything is so linear. You just keep taking these steps. You know, "I'm gonna go to college and I'm gonna find a major and I'm gonna do an internship." You just keep taking these steps and then you graduate and it's like you just entered this whole world where there's no more steps, there's no more syllabus, there's no textbook, there's no professor telling you this is how you have to do it to be successful.
And so it's this process of, "OK, how do I navigate the world now with these skills that I've gained, how do I plug that in to the next 10 years, 20 years, my life?" And so that's what my book's about is wrestling with that process because again, it's not as straight forward I think as I thought it would be or as kind of people make it sound like it will be.
Luber: Right.
Paul Angone: So I'm hoping my book will really identify with people who are going through that stage and really wrestling with the "now what" of their 20s.
Luber: That's great. Good luck with it!
Paul Angone: Sure!
Luber: It comes out this Spring? That's when it's available?
Paul: Yup, that's right!
Luber: And as a taste, people could get a taste of it now at your site, is that right?
Paul Angone: Yup, they could go to All Groan Up dot com and there's a tab at the top that says "book" and you can download a chapter to get a feel for it and just check out the website and connect with me there.
Luber: Excellent! You guys, please feedback, questions and comments in the Comments section below the video at Careers Out There dot com. Paul, thanks again for joining us!
Paul Angone: Hey, thanks Marc! Great to be here.
Luber: Excellent. You guys could find Paul at All Groan Up dot com. To see how to spell it, just look at the chalk board right behind him! You can find episodes of Careers Out There on YouTube, BlipTV, iTunes and of course at Careers Out There dot com. Thanks again for watching everybody. I'm Marc Luber and look forward to seeing you again soon. Take care.
©2011 Careers Out There
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In her time at NewsHour, Griffin has covered scientific discoveries, artistic achievements, natural disasters, foreign conflicts, economic losses and gains, battles on Capitol Hill and presidential campaigns. She studied marine biology, psychology and dance at Duke University, has a master's degree from U.C. Santa Barbara's Bren School of Environmental Science and Management and is an alumni of the NBA's Washington Wizards' dance team. Griffin and her family live in Virginia.
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text:
Motions to Recommit: A Brief History and Reform Options
Republicans in the House of Representatives are using a procedural motion to frustrate the chamber's Democratic majority. To date, two Republican-sponsored motions to recommit have passed the chamber, even though the GOP is in the minority. This has sparked a heated intra-party fight among Democrats over who is to blame and how best to respond moving forward.
History of the Motion to Recommit
The motion to recommit has been in existence since the 1st Congress. It is in order after the previous question on a measure has been ordered and thus serves as the final opportunity to alter a bill before a passage vote in the House. It was typically reserved for bill managers to make perfecting amendments to measures before final passage. However, as part of a reform package adopted at the outset of the 61st Congress (1909-1911) the House adopted clause 4 of House Rules XVI which granted the right to offer the motion to recommit to a member opposed to the bill, which since 1932 has been interpreted to mean a member of the minority party.
The motion to recommit has taken one of three forms traditionally:
Without instructions, (i.e., a straight recommittal) which sends the bill back to its parent committee (effectively killing it);
With general instructions vaguely directing a committee to hold more hearings or gather more evidence;
With instructions to report forthwith containing specified changes.
A House rules change, adopted during the 111th Congress (2009-2011), removed the general instructions option, so in today's House, a member can offer either a straight motion to recommit or a motion to recommit with instructions to report forthwith. Under the latter option, the bill does not actually return to the committee; instead, the bill is considered amended by the instructions and then is subject to a vote on final passage. It is this variety of motion to recommit that has caused such difficulty for House Democrats in the early days of the 116th Congress.
These problems are not unique to House Democrats in the 116th Congress. My research has shown that narrow, heterogeneous majority parties have struggled for decades to fend off motions to recommit. In the 1970s, Democrats, frustrated by the successful use of motions to recommit with instructions, began to insert provisions into special rules regularly that permitted only a straight motion to recommit to be offered by the minority. Republicans, incensed by this perceived injustice, codified the right to offer the motion to recommit with instructions into the standing rules of the House upon assuming the majority in the 104th Congress (1995-1997). Given that most bills are now considered under heavily restrictive or closed rules, the motion to recommit with instructions is often the only substantive amendment opportunity members have in the House.
Different Ways to Respond
What strategies can a House majority employ against the motion to recommit with instructions?
The easiest is just to vote no on the motion. This appears to be Speaker Pelosi's preferred solution. Republicans have employed this strategy effectively in recent congresses. House Republicans successfully defeated 380 motions to recommit over the past four congresses (112th-115th). During this period, the average number of Republican aye votes on motions to recommit was less than one, with a maximum of four. However, many Democrats do not appear willing to adopt this strategy
A more draconian solution would be to change the House rules. The aforementioned rules change regarding non-forthwith instructions was adopted in response to Democrats struggling to defeat motions to recommit during the 110th and 111th Congresses (2007-2011). A House majority could make any number of changes to the motion to recommit, including removing it entirely from the rules of the House.
Amend the Motion
A third option would be for House Democrats to attempt to amend motions to recommit with instructions. This would involve defeating the previous question on the motion to recommit, offering an amendment to the proposed instructions, passing the amendment to the motion, and then voting on the amended motion to recommit. One could imagine the amendment either watering down the original instructions or making them so extreme that they could easily be voted down. This is not a commonly used strategy, but it was successfully employed during consideration of the Internet Freedom and Broadband Deployment Act (HR 1542) in the 107th Congress (2001-2003). It likely provides the most comfortable short term solution to the procedural difficulty that the House Democrats find themselves in.
House, PrimerJason Roberts March 1, 2019 Motion to RecommitComment
Senate, PrimerJames Wallner March 4, 2019 Precedents
Senate, HouseJames Wallner February 28, 2019 National Emergencies Act


Samsung Galaxy A9 is the first smartphone to feature quad camera setup on the back.
Samsung is all set to launch its quad-rear camera Galaxy A9 in India today. The smartphone was first launched in Malaysia last month. Samsung India will be live streaming the launch event in New Delhi at 12:30PM on its website, and Samsung Bharat Newsroom (news.samsung.com/bharat/).
During the launch in Malaysia, the Samsung Galaxy A9 was announced for EUR 599 (approximately Rs 51,300) for the European market, but last week India price of Galaxy A9 was spotted in Samsung's website source code. It revealed that Samsung is planning to launch the A9 in India at Rs 39,000, although official price will only be revealed at the Samsung event this afternoon. The new Samsung smartphone is likely to be available across all platforms. As of now, both Amazon India and Flipkart have put up a teaser image for the smartphone.
The Samsung Galaxy A9 (2018) boasts a quad-camera setup at the back, which is first of its kind for a smartphone. This setup includes a 24-megapixel camera with f/1.7 aperture, an 8-megapixel ultra-wide sensor, 10-megapixel telephoto lens offering 2x optical zoom, and a 5-megapixel depth sensor of f/2.2 aperture.
Besides the quad-camera setup, the smartphone also comes with a 6.3-inch AMOLED display with 2220×1080 pixels resolution, and 18.5:9 aspect ratio. Under the hood is a Qualcomm Snapdragon 660 SoC with up to 8GB of RAM. There is 128GB storage on board, which can be expanded up to 512GB using a microSD card.
For security, there is a fingerprint sensor placed at the back, as well as support for Face Unlock. Making sure everything ticks is a 3,800mAh battery. Connectivity options include USB Type-C port, and 3.5mm audio jack. On the software front, the device runs Android 8.0 Oreo out-of-the-box with Samsung Experience UI on top. There is also built-in support for Samsung Pay.


text:
Tax & CQH
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Cheniere Energy, Inc. NYSE American: LNG
Cheniere Announces Expiration of Cash Tender Offer for the Cheniere Corpus Christi Holdings, LLC 7.000% Senior Secured Notes due 2024
Download as PDF December 12, 2022 8:00am EST
HOUSTON--(BUSINESS WIRE)-- Cheniere Energy, Inc. ("Cheniere") (NYSE American: LNG) announced today the expiration of its cash tender offer to purchase any and all of the $1.25 billion aggregate principal amount of the outstanding 7.000% Senior Secured Notes due 2024 (the "Notes") issued by Cheniere Corpus Christi Holdings, LLC ("CCH").
The tender offer described herein was made on the terms and conditions set forth in the Offer to Purchase, dated December 5, 2022 (the "Offer to Purchase") and the related Notice of Guaranteed Delivery. Capitalized terms used but not defined in this announcement have the meanings given to them in the Offer to Purchase.
The Offer to Purchase expired at 5:00 p.m., New York City time, on December 9, 2022 (the "Expiration Date"). The settlement date for the Offer will be December 14, 2022 (the "Settlement Date").
According to information provided by D.F. King & Co., Inc., $752,330,000 aggregate principal amount of the Notes were validly tendered prior to or at the Expiration Date and not validly withdrawn. In addition, $1,524,000 aggregate principal amount of the Notes were tendered pursuant to the guaranteed delivery procedures set forth in the Offer to Purchase (the "Guaranteed Delivery Procedures") and remain subject to the Holders' performance of the delivery requirements under such procedures. The table below provides certain information about the tender offer, including the aggregate principal amount of the Notes validly tendered and not validly withdrawn prior to the Expiration Date and the aggregate principal amount of Notes reflected in Notices of Guaranteed Delivery delivered at or prior to the Expiration Date.
Overall, Cheniere plans to accept for purchase $752,330,000 combined aggregate principal amount of Notes under the tender offer (excluding Notes delivered pursuant to the Guaranteed Delivery Procedures).
Series of
Tendered(2)
Aggregate Principal Amount
Validly Tendered as of the
Expiration Date that Cheniere
Plans to Accept(2)
Reflected in Notices
of Guaranteed
7.000% Senior
Notes due
16412X AD7,
16412X AA3
(1) The issuer of the Notes is CCH, which is a wholly-owned subsidiary of Cheniere.
(2) The amounts exclude the principal amount of Notes for which Holders have complied with certain procedures applicable to guaranteed delivery pursuant to the Guaranteed Delivery Procedures. Such amounts remain subject to the Guaranteed Delivery Procedures. Notes tendered pursuant to the Guaranteed Delivery Procedures are required to be tendered at or prior to 5:00 p.m., New York City time, on December 13, 2022.
Holders of Notes must validly tender and not validly withdraw their Notes, or submit a Notice of Guaranteed Delivery and comply with the related procedures, prior to the Expiration Date in order to be eligible to receive the Consideration for each $1,000 principal amount of the Notes in cash on the Settlement Date. In addition to the Consideration, Holders whose Notes are accepted for purchase will receive a cash payment representing the accrued and unpaid interest on such Notes from the last interest payment date up to, but not including, the Settlement Date. Interest will cease to accrue on the Settlement Date for all accepted Notes, including those tendered through the Guaranteed Delivery Procedures.
For holders who delivered a Notice of Guaranteed Delivery and all other required documentation at or prior to the Expiration Date, upon the terms and subject to the conditions set forth in the Offer to Purchase and Notice of Guaranteed Delivery, the deadline to validly tender Notes using the Guaranteed Delivery Procedures will be 5:00 p.m., New York City time, on December 13, 2022.
Cheniere has retained BofA Securities to act as the dealer manager and D.F. King & Co., Inc. to act as the tender and information agent for the tender offer. For additional information regarding the terms of the tender offer, please contact BofA Securities at (980) 388 3646, (888) 292 0070, or debt_advisory@bofa.com. Requests for copies of the Offer to Purchase and questions regarding the tendering of Notes may be directed to D.F. King & Co., Inc. at (212) 269-5550 (for banks and brokers) or (888) 280-6942 (all others, toll-free) or email cheniere@dfking.com. The Offer to Purchase, and the related Notice of Guaranteed Delivery can be accessed at the following link: www.dfking.com/cheniere.
This press release is for informational purposes only and does not constitute an offer to purchase securities or a solicitation of an offer to sell any securities or an offer to sell or the solicitation of an offer to purchase any securities nor does it constitute an offer or solicitation in any jurisdiction in which such offer or solicitation is unlawful.
None of Cheniere, the tender and information agent, the dealer manager or the trustee (nor any of their respective directors, officers, employees or affiliates) makes any recommendation as to whether holders should tender their Notes pursuant to the tender offer, and no one has been authorized by any of them to make such a recommendation. Holders must make their own decisions as to whether to tender their Notes, and, if so, the principal amount of Notes to tender.
This press release contains certain statements that may include "forward-looking statements" within the meanings of Section 27A of the Securities Act of 1933 and Section 21E of the Securities Exchange Act of 1934. All statements, other than statements of historical or present facts or conditions, included herein are "forward-looking statements." Included among "forward-looking statements" are, among other things, statements regarding Cheniere's business strategy, plans and objectives, including statements regarding the intended conduct, timing and terms of the tender offer, related financing plans and any future actions by Cheniere in respect of the Notes. Although Cheniere believes that the expectations reflected in these forward-looking statements are reasonable, they do involve assumptions, risks and uncertainties, and these expectations may prove to be incorrect. Cheniere's actual results could differ materially from those anticipated in these forward-looking statements as a result of a variety of factors, including those discussed in Cheniere's periodic reports that are filed with and available from the Securities and Exchange Commission. You should not place undue reliance on these forward-looking statements, which speak only as of the date of this press release. Other than as required under the securities laws, Cheniere does not assume a duty to update these forward-looking statements.
Cheniere Contacts
Randy Bhatia 713-375-5479
Frances Smith 713-375-5753
Eben Burnham-Snyder 713-375-5764
Phil West 713-375-5586
Source: Cheniere Energy, Inc.
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text:
UK government to sign Tech Talent Charter to boost gender diversity
The charter aims to tackle the gender imbalance in the tech workforce
by: Lee Bell
The UK government has committed to signing a Tech Talent Charter in a bid to boost gender diversity within tech roles in the country.
Digital and culture secretary Matt Hancock announced the news today, revealing that the whole of government will sign up to the charter, which now has more than 125 signatories including Dell, Sage and Cisco.
Tech Talent Charter aims to put the UK at the forefront of tackling the gender imbalance in the tech workforce, and brings the public, private and charitable sectors together to share ideas and experience. It also commits signatories to publishing diversity reports and implementing inclusive hiring practices.
Hancock claimed the government will do this by "including women on interview shortlists wherever possible" and collecting and submitting anonymised data for an annual diversity report.
"It is essential the public sector leads the way in driving this change and today I can announce every government department will be signing the charter," he added. "Cracking the challenge is in part about changing the education system but it's also about changing the culture and opening up."
Tech firms commit to diversity with Tech Talent Charter
CIOs lack diversity, says Experis
Margot James, the minister for digital, will also write to major tech firms asking them to sign up. "This will help galvanise support for the charter so everyone has the opportunity to fill the fantastic jobs available," Hancock said.
The Tech Talent Charter was first launched over two years ago and is backed by a board of directors and a steering committee made up of representatives from the various businesses and organisations that have pledged to uphold its values and principles.
Hancock first hinted about signing the charter las year, using the analogy: "You can't catch all the fish if you only fish in half the pool", meaning if Britain's tech industry is to prosper, it should be using the talents of the whole nation.
The Department for Digital, Culture, Media and Sport was the first government department to sign the charter, and now other government departments are set to follow suit.


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La Liga club Villarreal collaborates with Indian Football Academy, Alchemy International FA
Alchemy International Football Academy will work hand-in-hand with Villarreal CF to implement the Yellows' innovative methodology for developing its players and coaches.
Team Sportstar
The Yellows also boast official partner academies in the United States, Canada, Mexico, Bolivia, Israel, Kuwait, Australia, the Republic of Korea and Malaysia, among others. (Representative Image) | Photo Credit: Getty Images
Villarreal CF has reached a collaboration agreement with Alchemy International Football Academy based in Bangalore, India through the club's Academy international expansion project.
Selected players from Alchemy International Football Academy will have the chance to visit Villarreal CF in Spain to take part in the Player Training Week and Team Playing Experience programmes in which they train with or play against Villarreal's youth teams.
The Bangalore-based football academy was founded in 2013 and provides different programmes for players from 12 to 21 years of age.
"The foundation of Villarreal CF playing for a long time at the top tier of European football is based on its youth development framework and programmes.
La Liga: Atletico Madrid held to 1-1 draw by Almeria
The youth development programme at the club is regarded as one of the best in the world and we want to inculcate the best practices to maintain our leadership position in the grassroots and youth football ecosystem in India," Sunanda Das, the director of Alchemy International Football Academy said.
"Our student-athletes will benefit from Villarreal's best practices and short- and long-term training exposures at the club in Spain."
Alchemy International Football Academy was also nominated by the All India Football Federation (AIFF) to be part of FIFA's High-Performance Programme.
This is the La Liga club's first collaboration in India. The Yellows also boast official partner academies in the United States, Canada, Mexico, Bolivia, Israel, Kuwait, Australia, the Republic of Korea and Malaysia, among others.
Thus, Alchemy International Football Academy is now an official affiliate academy of Villarreal CF.
FIH Men's World Cup
Gordon Greenidge
taxation and taxes


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Juan Ramón Sarasti, conocido en el ámbito teatral como Jon Sarasti, es un dramaturgo, director de espectáculos y crítico teatral donostiarra (1968) residente en Madrid.

Licenciado en Geografía e Historia por la Universidad de Granada, cuenta igualmente con sendas licenciaturas en Arte Dramático y Escenografía por la Universidad Autónoma de Barcelona.

Su trayectoria combina el ámbito teatral y académico: ha sido director del Centro Dramático Elvira, de la Universidad de Granada, así como del Aula de Teatro y coordinador del Postgrado de Dramatización de la Universidad del País Vasco. Igualmente, imparte docencia de Interpretación Teatral y talleres de Narración oral y de Teatro en diferentes instituciones como la Casa Encendida, la Universidad de Alcalá o la Biblioteca Nacional.

Actualmente es miembro del Laboratorio Rivas Cherif del CDN.

Esa convicción por la educación y el teatro cristaliza especialmente en su faceta como dramaturgo, a través de la cual ha creado obras y adaptado textos de la narrativa clásica y cuento tradicional para ámbitos educativos. Sus obras surgen de investigaciones históricas, sociales y literarias, así como un gran conocimiento de la escena: "siempre será demasiado poco para ser justos, pero lo importante es poder contrastar ideas, criterios". El resultado es una cuidada propuesta con vocación didáctica, que se presenta regularmente en diferentes museos y espacios culturales, independientemente de que se dirija a espectadores adultos o a un público juvenil, el cual "puede hacer mucho ruido,  pero eso no significa que carezca de sensibilidad".

Desde hace décadas, sus Museo-Dramas forman parte de la propuesta pedagógica del Museo Arqueológico Nacional, así como de otras instituciones como la Biblioteca Nacional, el Museo de Guadalajara en el Palacio del Infantado, el Museo de América, el Museo del Romanticismo, el Parque Arqueológico de Recópolis... o en sucesivas celebraciones de la Noche y Día de los Museos por toda la geografía española. Sus obras se han presentado igualmente como parte de propuestas pedagógicas en América Latina.

Surgen así, obras como "Areva, una Mujer de Numancia", un clásico con una década de presentaciones en el Museo Arqueológico Nacional, «un espectáculo teatral de carácter histórico, basado íntegramente en los datos obtenidos de investigaciones arqueológicas. El monólogo aprovecha la capacidad comunicativa de la narración en primera persona para acercar al ciudadano a los objetos de la exposición, consiguiendo que el verdadero protagonista de la historia sea la gente corriente que cuenta sus vivencias».

O "Rebelión en el museo", «una representación teatral con grandes títeres en la que, con un lenguaje y contenidos adaptados a los niños, se muestra lo más importante de la historia del Palacio del Infantado y del Museo y sus colecciones, y también por qué hay Museos, cuáles son sus funciones, la importancia de su papel como instituciones públicas abiertas a todos, su misión de conservar lo que hemos heredado para generaciones futuras o quiénes trabajan en ellos. Todo a través de un guion divertido, animado con números musicales y que invita a la participación. Tras la representación, tendrá lugar una visita guiada por el edificio y las colecciones para relacionar ficción y realidad, en la que los niños pueden comprobar la existencia de las piezas a las que se referían en la obra».

Obras
Como dramaturgo, es autor de textos y adaptaciones tanto en castellano como en euskera, destacando en el segundo caso "Moliére Dadin", «primero de los espectáculos clásicos en euskera que la Universidad del País Vasco presenta públicamente» coincidiendo con su dirección del Aula de Teatro de la Universidad el País Vasco.

 TARARI TANTAN: MISIÓN MARCIANA, 2020.
 TRAVESURA PANDA, 2020.
 NORA Y EL DRAGÓN, 2019.
 PATO, EL FEO, 2019.
 JACK Y LAS HABICHUELAS MÁGICAS, 2018.
 LOS SIETE CABRITILLOS Y EL LOBO, 2018.
 FEDERICO Y LOLA, EL DESENCUENTRO, 2017.
 TARARÍ Y TANTÁN BUSCANDO LA LUNA, infantil para Producciones Beti Alai, 2017.
 CORALINA Y EL LIBRO DE LOS SORTILEGIOS, producción de Sapos y Princesas, Wonderland y Som Produce, Nuevo Teatro Alcalá, 2016.
 GUILLEM PEREGRINO, monólogo histórico del programa Museo Drama del Museo Arqueológico Nacional, 2015.
 JAKE AND THE OGRES, infantil en inglés para Improving Co., 2015.
 THE FORTUNATE ALLEY, musical infantil en inglés para Improving Co., 2014.
 RINCONETE Y CORTADILLO, adaptación para escolar producción de Galápagos TC para el Teatro Amaya, 2013.
 GUARDIANES DEL PRADO, espectáculo de títeres producción de Galápagos TC para el Teatro Amaya, 2012.
 VUELVA USTED MAÑANA, guion para audiovisual de animación producido por el Museo Nacional del Romanticismo, 2010.
 SUBH, LA SAYIDA DEL CALIFA, monólogo histórico producción del Museo Arqueológico Nacional, 2010.

 LA HISTÓRICA TRAMA DE LOS TAPICES DE PASTRANA, producción del Museo de Guadalajara. 2010.
 WAMBA, DOLOR Y MUERTE DEL REY GODO, producción el Museo Arqueológico Nacional. 2009.
 CAYO, INGENIERO ROMANO, producción el Museo Arqueológico Nacional. 2008.
 GARBANCITO, producción de Galápagos Teatro Cálido para la Biblioteca Nacional, 2009.
 BELA, ÚLTIMO ACUÑADOR DE RECÓPOLIS, producción del Parque Arqueológico de Recópolis. 2008.
 VELADA CON MATERNO, producción del Parque Arqueológico de Recópolis. 2008.
 AREVA UNA MUJER DE NUMANCIA, producción el Museo Arqueológico Nacional, 2007.
 LAS AVENTURAS DE DON QUIJOTE Y SANCHO PANZA, guion de espectáculo de títeres producido por la Biblioteca Nacional, 2005.
 LOS CUENTOS Y AVENTURAS DE LA ABUELA GERARDA, espectáculo de títeres producción de Galápagos Teatro Cálido, 2004.
 LA MONTAÑA, infantil producción de Galápagos Teatro Cálido, 2004.
 EUROKRONOS, espectáculo didáctico producido por Caja Vital de Álava, 2002.
 OLIMPO, guion para espectáculo en euskera de Kajoi Antzerkia, 2000.
 Espectáculos de teatro de calle producidos por el Ayuntamiento de San Sebastián (LAS REGLAS DEL JUEGO, TODO POR LA CONCHA, TE QUIERO KURSAL, JULI ETA ROMEO), de 1997 a 2000.

Referencias

Dramaturgos de España del siglo XX
Dramaturgos de España del siglo XXI
Nacidos en San Sebastián

redpajama_set_name: RedPajamaWikipedia


text:
News & Opinion » News
Digging Dirt to Dial For Dollars?
Republican operative seek dirt on East Bay's Afghan-American congressional candidate.
by Steven Tavares
Photo courtesy of Aisha Wahab
A conservative opposition research maven is digging for dirt on Aisha Wahab.
Just days after Hayward Councilmember Aisha Wahab announced her campaign for Rep. Eric Swalwell's open congressional seat in the East Bay, a shadowy Republican political action committee and opposition research firm with ties to the Trump administration and other conservatives, was already digging for dirt on her.
Allan Blutstein, a noted Freedom of Information Act maven asked the Hayward city clerk last month to gather any emails from Wahab, one of the nation's first-ever Afghan-American elected officials. The fishing expedition included references to or correspondences with a trio of young, dynamic, but controversial, progressive congresswomen — Reps. Rashida Tlaib of Michigan, Ilhan Omar of Wisconsin, and Alexandria Ocasio-Cortez of New York. Blutstein also sought information on Wahab's spending as a city councilmember.
Blutstein is a senior vice president for America Rising, a conservative group that provides opposition research on Democratic candidates. Blutstein previously served the same capacity for Definers Public Affairs, a conservative communications firm that was hired by the U.S. Environmental Protection Agency to seek emails from low-level bureaucrats in the department containing negative comments about President Trump. The firm also was retained by Facebook last year to dig up negative information on Senate Intelligence Committee members who were set to grill its chief operating officer Sheryl Sandberg.
In both cases, Blutstein's bid for information was featured in the effort. Blutstein also has made attempts to investigate the records of many Democratic presidential candidates, including Joe Biden, Bernie Sanders, Elizabeth Warren, Kamala Harris, and recently, South Bend Mayor Pete Buttigieg. In addition, the business of America Rising and Definers Public Affairs appear to overlap. According to news reports, they share the same office space and some of the same employees.
Such so-called opposition research, the act of campaigns and political groups compiling information on opposing candidates, is extremely common. The information sought can range from the mundane, like voting records or publicly available personal data, to damaging facts and tawdry rumors, such as do they pay their taxes or are they cheating on their spouse? Opposition research is time-intensive and expensive, and therefore not undertaken lightly.
Wahab dwells in a much lower stratosphere than that of some of Blutstein's more well-known targets, but her first six months in office have successfully changed the trajectory of Hayward city government and energized parts of the city's often-apathetic citizenry. Her youth, the fact she is a woman of color, and her aggressive push for housing and homelessness issues, have earned her comparisons to Ocasio-Cortez, the New York congresswoman who jumped from a being complete unknown to one of the most well-known and influential progressives in the Democratic Party. Some have even labeled Wahab the "West Coast AOC."
The 31-year-old councilwoman, who faced instances of racial and gender discrimination during her successful campaign last year for the Hayward City Council, expected this type of scrutiny. "I was surprised about how quickly they came at me," she said, adding Blutstein's records request came just three days after she entered the congressional race. Wahab said she has no clue how she came on the radar of America Rising and its conservative operatives.
"For whatever reason, whoever is doing this believes I'm a threat to the status quo," she said. "Let's be real, I would be an easy target as anyone. I'm a Muslim, a person of color. I'm a woman. They have so much to choose from. The cards are stacked against us."
Nonetheless, Wahab said she finds it odd that the conservative PAC is digging around the 15th Congressional since it's clearly a blue seat and will be for the foreseeable future. "It's just, 'How blue do we want to let it be?'"
When Swalwell announced his candidacy for president on April 8, Wahab waited just four days to announce her candidacy for Congress. Swalwell has said with differing levels of conviction that he will not seek re-election to his seat. Last week, Democratic state Sen. Bob Wieckowski joined the race. Wahab's campaign quickly labeled the senator the "establishment candidate."
But the attempt to procure information on Wahab appears different, said Jason Scalese, a Republican consultant who also worked two years ago on Ted Cruz's presidential campaign in California. "This is the kind of opposition research that is typically seen in a competitive race, but there will not be a competitive Republican in this case."
Swalwell, although right-of-center for East Bay progressives, won re-election last November with nearly 75 percent of support. Wieckowski and any other credible candidates in this races will likely fall somewhere on the progressive spectrum.
Scalese said the intent of the information-gathering may revolve around Wahab's religious affiliation, but is more likelyan attempt to forge a link between Ocasio-Cortez and far-left progressives to Wahab in order to label them as radicals on social issues and the environment. "Republican groups all over the country are trying to identify AOC-like candidates in order to highlight their radical, far-left views and then fundraise off them," said Scalese.
Blutstein's public records request likely netted little usable information at this point. The city's response found no references to Ocasio-Cortez, Tlaib, or Omar in emails during the time frame requested. Information related to Wahab's spending yielded expenditures related to dinner receipts paid by the city for dinner prior to the City Council's Tuesday night meetings. Wahab said she has always paid for her own meals since becoming a councilmember last December. But earlier this month, Wahab did receive an email for an invitation-only dinner hosted by Tlaib and Omar in celebration of Iftar, the meal after sunset during the holy month of Ramadan from Tlaib and Omar. Wahab said she was not able to attend because of the short notice of the event.


Did you know the state will name your funeral director, if you don't do it for yourself? In most states, your spouse also has the right to make all funeral decisions.
Investopedia's recent article, "Estate Planning: Why You Need a Funeral Directive," says that if a spouse doesn't intend to carry out your wishes or if he or she has other plans for your funeral, your wishes will most likely be ignored.
Of course, your family can ask the court to have your wishes respected. However, it's an expensive and stressful experience. In fact, your body might be cremated or buried before your family can get to the courthouse!
To avoid this situation, use a funeral directive and select the person you want to make these decisions for you. This document lets you grant someone the legal authority to carry out your funeral plan. This can be a stand-alone document, but most people include it in their will. A funeral directive allows your agent to arrange memorials, restrict the guest list and decide how you're laid to rest. It doesn't have to be your spouse. It can be any person with the strength and diplomacy to order your cremation, despite any family objections.
Work with an experienced estate planning attorney to memorialize your wishes and grant your nominee adequate legal authority. This may avoid unnecessary conflict and expensive litigation.
After you sign your funeral directive, make certain to provide sufficient funds to carry out your plans. Don't put your heirs in the position of deciding between paying for your funeral or inheriting the money. If you have something specific planned, your agent must have access to enough funds to pay the funeral bill.
In addition to executing a funeral directive, work with your estate planning attorney to arrange your estate plan, so funds are available.
If you want more information or would like to draft your Estate Plan, give our office a call for a FREE consultation, 801.438.7120!
How Does My Estate Plan Work After a Divorce?
A divorced man with two adult children is still working. He plans to work at least another 10 years. He did his will a few years before he divorced and hasn't made any changes. As it stands now, the will leaves everything to the spouse and, if she predeceases him, then to his two children.
Should he change his will now that he's divorced or is his wife automatically excluded because of the divorce?
Hometown Life's recent article, "After divorce, examine all aspects of estate planning," says that this gentleman definitely should redo his estate plan.
If he leaves his estate plan as it is, it could mean a fight over interpretation.
In most states, the probate court typically may find that because he failed to make a change after his divorce, it was the man's intent to continue to have his ex as his beneficiary.
He should speak with his estate planning attorney—and soon—to make things crystal clear and to remove the risk of fights and costly legal battles.
At the same time when he's redoing his will, he should also review his medical and durable powers of attorney. People often forget to change their beneficiaries on insurance policies, IRAs, or investment accounts. These also need to be updated.
For individuals, whenever you have a change in your family situation, like a birth, adoption, death, or divorce, you should review your estate plan.
Whether you need changes to your estate plan depends upon your individual situation. If a person is divorced, it's a dead giveaway that his estate plan needs to be redone.
If you need help setting up your Estate Plan, give our office a call for a FREE consultation, 801.438.7120!
Judge David Cowan ruled that Los Angeles Superior Court wasn't the right venue for the question of who gets Charles Manson's remains. However, the judge did rule that LA is the correct place for court hearings on his will and other related matters. As a result, the parties need to file their petitions for Manson's body in Kings County, where the cult leader was in prison for more than 50 years, or in Kern County, where he died in a Bakersfield hospital in November 2017.
The Pasadena Star News reported in its report, "Battle for Charles Manson's remains, estate will be split between counties," that another hearing is scheduled in response to a petition filed by Bryan Walters, a deputy attorney in the county. The County wants to know who should take Manson's remains.
Forty-one-year-old Jason Freeman is the son of late Charles Manson Jr. and the grandson of Manson and his former wife Rosalie Willis. He filed his petition with the probate court to have the hearing in Los Angeles because Manson and his followers lived in Spahn Ranch in Chatsworth before he went to prison.
Freeman's petition is competing with Manson's longtime pen pal Michael Channels. Channels visited the mass murderer in prison in 2002 and claims that he has a will signed by Manson. The will, which Channels filed in Kern County, names him the executor of Manson's estate and gives him control of his remains. But when Channels attempted to gain custody of the body in Kern County, his petition was objected to by Freeman, who argues that Manson's signature on the will was forged.
In another twist, Attorney Daniel Mortensen represented Michael Brunner, a purported son Manson had with Mary Brunner, a member of his "family." Mortensen said his client wants to cremate Manson's remains immediately.
Manson died in 2017 at the age of 83 after spending 50 years in prison for masterminding the 1969 killings of pregnant actress Sharon Tate and eight others.
If you would like help setting up your Estate Plan give our office a call for a FREE consultation, 801.438.7120!
How Do I Pay My Late Spouse's Debts?
A spouse recently died, and while the couple had separate bank and credit card accounts, they filed joint tax returns. When the husband passed away, his outstanding bills were more than his assets.
While the widow isn't personally liable for his debts, as the executor she may need to understand if there's an order as to who gets paid first.
nj.com's recent article, "How to pay off dead spouse's debt" explains that when an estate doesn't have sufficient assets to pay all debts in full, the debts are prioritized.
First to be paid are reasonable funeral expenses. This is followed by the costs and expenses of administration.
If the widow advanced the funeral expenses, then she should be paid back first. She can also reimburse herself for the costs of probating her husband's will and any costs related to the administration of his estate, like legal fees.
The next items to be paid are debts and taxes entitled to preference under federal or state law.
Reasonable medical and hospital expenses related to the husband's last illness are the next to be paid. Any medical bills would fall in this category, if they're related to his last illness.
Any medical expenses for treatment and care that's unrelated to the husband's last illness wouldn't be included in this category. Instead, that is grouped with any credit card bills, unsecured loans, and other debts.
The executor of the estate should pay every legitimate claim in each category, before moving to the next category. If there's not enough money to pay everyone in a specific category, the creditors are paid proportionally. For instance, if there was $50,000 left to pay medical bills from your husband's last illness, but there are $100,000 in bills, each creditor should receive 50% of its overall bill.
As a result, when the money runs out, there will be nothing left to pay the credit card bills which fall into the next category. Creditors must submit their claims within a specified period of time. If the personal representative of the estate disagrees with the amount claimed, she must inform the creditor.
There is then a procedure where the creditor must prove its claim and seek a judgment before you're required to pay.
If you are unsure of what to do, speak to an experienced estate planning attorney. He or she will be knowledgeable about estate administration process.
Britney is leaving Las Vegas, with her residency concluding. However, the conservatorship set up with her father, Jamie Spears, in control over her life may continue indefinitely.
"The Order contains information that relates to and reveals details relating to Ms. Spears' estate planning, attorney-client privileged documents, and personal and private information relating to Ms. Spears and her minor children," estate co-conservator Andrew M. Wallet wrote in the most recent filing on December 27, 2017.
Wallet argued that there was no "constitutional right" to public access of the documents, and Britney and her boys have a "right to privacy" in the matter.
During the hearing, the judge granted the motion to seal.
In the past, documents relating to the case have contained shocking information about her prior drug abuse, partying and wild spending.
Britney, who's now 36, has been under conservatorship since 2008, after her very public meltdown and custody loss of her sons Sean Preston, 12, and Jayden James, 11, to ex-husband Kevin Federline.
The New York Times reported last year that every purchase Britney makes is tracked in court documents to protect her fortune. She pays her dad $130,000 a year to manage her affairs.
Under her father's monitoring, Britney has regained joint custody. She has also continued to be a pop superstar with a recent successful residency in Las Vegas.
If you would like to set up your Estate Plan, give our office a call for a FREE consultation, 801.438.7120!
For those without children or close family, it can be difficult to choose who will handle your affairs, let alone who will inherit your estate when you die. The most common concern for many, is who should be trusted with important decisions, should you become incapacitated.
The Green Bay Press-Gazette says in its recent article, "Intimidated by estate planning? Here are key first steps," that not knowing the precise way to draft an estate plan may lead you to do nothing.
Remember, if you die intestate, or without a will in place, your assets and property will be disbursed according to state statutes by the probate court. This may result in leaving your estate in limbo, transferring it to relatives you hardly know, or giving a big chunk in probate costs to the state.
Living Will. A living will is a document that states your wishes, in the event you become incapacitated, placed on life support or suffer from a terminal condition.
These are crucial first steps to making certain your estate is passed on the way you want. Review your options regularly to ensure that everything is accurate.
Call our office for more information or to schedule your Free Consultation 801.438.7120!
What's Really in The Tax Cuts and Jobs Act of 2017?
Estate planning. A trust can provide protection from creditors and divorcing spouses, along with control over how beneficiaries inherit wealth. A trust can also help preserve wealth for generations.
Portability election. This allows a surviving spouse to use the deceased spouse's unused federal estate and gift tax exemption. It's unchanged and means a married couple can use the full $20 million exemption (indexed for inflation).
Estate tax liability. For those with a high net-worth who will still have federal estate tax exposure and those who live or own property in states that have their own estate tax, the traditional wealth transfer strategies will still be sound. Talk to your estate planning attorney about your federal estate tax exposure under the new rules.
Basis step-up at death. This lets a decedent's assets get a step-up in tax cost to their fair market value at the date of death. It's unchanged. Therefore, with a much higher federal estate tax exemption, income tax planning is a crucial component of estate planning and estate administration.
Annual exclusion gifts. Making gifts during your lifetime may be a wise tax planning strategy. The gift tax annual exclusion amount is $15,000 and the gift tax annual exclusion amount is still subject to an adjustment for inflation.
Basis carryover for gifts. Gifts made during the donor's lifetime will continue to pass to the donee with the donor's tax cost. Perhaps a donor might wait in making gifts of assets that have significant unrealized gain until his or her death, to give the beneficiary the asset and the step-up in tax cost. There are other considerations in gift tax planning, so talk to your estate planning attorney.
GRATs. Short-term grantor-retained annuity trusts (GRATs) or qualified personal residence trusts (QPRTs) whose terms end before the Act's sunset provisions in 2026, will still be a good planning tool for very high net-worth clients.
Irrevocable trusts. Existing irrevocable trusts that hold low-basis assets should be examined to see if there's an upside to (and the possibility of) rendering them subject to estate tax in the estate of a beneficiary who might die before the increased exemptions sunset. This could result in a step-up in tax cost (thus reducing capital gains tax for the next set of beneficiaries) without payment of estate tax.
Closely held businesses. With the exemption amounts scheduled to revert to $5 million (indexed for inflation) in 2026, planning is still vital for families with large closely held businesses and a net worth significantly greater than the exemption amounts. If it looks like reversion to the current law is possible as we get closer to 2026, individuals should determine if an aggressive gifting plan makes sense.
Call our office for a free Consultation today, 801.438.7120!
Forbes' recent article, "5 Questions To Ask Your Estate Planner After The New Tax Law," gives you some ammunition for your next meeting with your estate planning attorney.
First, be sure your estate plan is up-to-date. Even if it won't be affected by the new tax law, you should talk with your attorney to be certain your current wishes are reflected in your estate planning documents.
Will the new federal law affect my estate tax picture? The federal government exempts a certain amount of an estate's value from this tax. Congress just doubled this exemption to more than $11 million per person.
Will the new law impact my state estate tax? There are 15 states that still have some form of estate tax: Minnesota, Iowa, Nebraska, Washington, Oregon, Kentucky, Tennessee, Pennsylvania, New Jersey, Massachusetts, Rhode Island, Connecticut, Delaware, Maryland, and DC. Some of these states' exemption limits mirror the federal limits, so the federal increase will automatically trigger the same increase in those states. However, others don't, and their exemption limits will remain the same.
Are my estate documents tailored to fulfill my wishes and avoid unintended consequences? Results that conflict with your intentions can occur when documents aren't specific enough. This isn't uncommon with financial powers of attorney (POA), which instructs your agent(s) on how your finances are to be managed, if you're incapacitated and unable to make decisions. Without specific provisions to assure your wishes are executed, vague or overly general POAs could permit the agent managing these finances (often, a spouse) to do as they wish, rather than abiding by your instructions.
To prevent negative outcomes, ask your estate planning attorney to be certain that your POA is sufficiently specific.
Get your Estate Plan documents updated today! Call our office for a free consultation 801.438.7120!


text:
Pay equity - Canada moves back, U.S. forward
martin dufresne
What a bloody shame! Iggy is about to vote against a Bloc québécois amendment designed to protect pay equity from the Harper govt.
Summary of the Flaherty Budget's attack on pay equity:
"The budget retains one of the two most controversial proposals from the government's failed economic update: an all out attack on pay equity. The fall update abolished the right to appeal pay equity cases to the Canadian Human Rights Commission and put pay equity on the table as a bargaining chip in employer-union negotiations. Human rights are not frivolities to be enjoyed only in good times. They are inherent, universal, and immutable rights naturally endowed to all human beings." Source
Meanwhile, down South,
Obama vindicates Lilly Ledbetter by signing equal pay bill:
"Equal pay is by no means just a women's issue, it's a family issue," Obama said. "And in this economy, when so many folks are already working harder for less and struggling to get by, the last thing they can afford is losing part of each month's paycheck to simple and plain discrimination."
The more I think about this and the fact that collective agreements, signed by representatives of the Harper government, are being over-ridden by legislation, the sicker I feel. I've been searching for discussions on these two issues, checking the PSAC website, etc, but haven't seen much of anything, with the exception of the odd press release. Perhaps those parties concerned are working on their strategies...I hope that's the case.
Pride for Red D...
So this means that a human right is now negotiable, and the onus is on the employer and the union ? There's no recourse ?
Also in light of this budget, I've been wondering why a person who is part time does not wualify for UI.
The way our system works is, human rights are granted by governments, and by that logic, can be taken away.
Obviously I don't agree that any given universal human right can be granted and then removed, but that is exactly what happens.
Pay equity was the law. It benefits all by increasing the wages of jobs that have been traditionally underpaid due to systemic sexism.
It *is* sickening what the Harper government continues to do with the full support of the Liberals.
Is there any way to challenge this in court, on constitutional grounds?
Michelle wrote:
If you are talking the decision to take away the panel, no, it was put in by the government and so can be taken away by the government.
If you are talking women getting equal pay, yes. The way that is worked before was that women on an individual basis had to fight through the court system to get equeal pay for their job. When they finally got to the top it had taken so long that most times they were no longer even at their jobs.
What was formed was a Human Rights Commission so that woman could go directly there and get a much faster response than spending the time and money in court.
The Harper government wants to take out this commission so that women have to go back to the courts to fight for their rights on an individuall basis again.
They would never be able to take away a womans right to fight through the court system and recieve equal pay (this is the law) the way the system is set up right now the government can't change judges rulings.
No, but they sure can put as many obstacles as possible in our way to fight these unfair, misogynistic policy decisions that bigot Harper and his merry band of thieves implement. God I hate Conservatives. Yes, all of them.
yeah, IMO I think that is the point of taking out the HRC for womens pay rights, we can "save money" at the expense of people that don't really matter to us anyway......stupid conservatives......and stupid liberals for agreeing to it.
It's Me D
Refuge wrote:
yeah, IMO I think that is the point of taking out the HRC for womens pay rights, we can "save money" at the expense of people that don't really matter to us anyway...
I think that the Harpers are just using this as an excuse to do something they'd have wanted to do anyway but which without the cover of this "crisis" they wouldn't have been able to get away with; the same can be said for Obama's move, good thing its in the right direction.
Does anyone have the exact language of the legislation that is being proposed?
All I have ever seen is "explanations", no two of which in my experience have said exactly the same thing.
Also, how does it impact non-unionized vs. unionized workers?
Here it is from the Economic and Fiscal Statement . We have to trust that this mysterious legislation they are going to bring in is going to be fabulous and solve everything.
Economic and Fiscal Statement wrote:
Another issue we intend to address is the litigious, adversarial, and complaints-based approach to pay equity. Since the mid-1980s, Canadian taxpayers have paid out over $4 billion in pay equity settlements.
These settlements were the result of pay equity complaints to the Canadian Human Rights Commission. These complaints were filed after agreements on public sector wages had already been reached through collective bargaining.
New complaints continue to be filed, sometimes for the same groups that have already received past pay equity settlements. These represent large potential future costs to taxpayers.
This costly and litigious regime of "double pay equity" has been in place for too long. We are introducing legislation to make pay equity an integral part of collective bargaining.
Here is a good look at it from a Union Perspective , I don't know if non unionized can use the HRC still or not, have only heard about Unionized workers not being allowed to use it.
National Union wrote:
Redirecting complaints from the commission to the bargaining table was just one of two big pay equity roadblocks announced by Flaherty. The other was an announced plan to impose legislated contract settlements on public employees for the next three years.
The net effect of this two-pronged strategy - if it stands - will be to derail pay equity cases entirely as long as collective bargaining is suspended.
Unfortunately, this aspect of the financial statement has been obscured by the larger political storm now surrounding the Harper minority government.
The Public Service Alliance of Canada (PSAC) has denounced the plan, calling it an affront to the principles of the Canadian Human Rights Act, the Charter of Rights and Freedoms and international human rights standards that Canada is supposed to be upholding.
"The Harper government doesn't want to modernize pay equity, it just wants to eliminate its responsibility for providing a workplace free of discrimination, including wage discrimination," says PSAC president John Gordon.
While the Tory plan may sound innocent on the surface, making the employer and the union jointly responsible for pay equity, it is a formula guaranteed to fail because the government wields much more power than unions do, PSAC notes.
"It is completely unreasonable to expect federal public sector unions to be held accountable when the government has complete control," Gordon argues.
ETA: bold to links, darnit my red didn't work!
radiorahim
The punitive measures against unions assisting their members in filing pay equity complaints seem to be lifted from former Australian Prime Minister John Howard's book.
Howard's government made it illegal for a collective agreement to contain provisions that allowed workers to attend health and safety training that was put on by a union.
But in this case it's even more bizarre. Pay equity is part of the law. But unions seeking to enforce the law of the land will be penalized for doing so.
Iggy is going to let this whole thing sail through Parliament without uttering a peep.
And people thought Dion was gutless.
The fight to keep pay equity from the chopping block under the cover of the Budget Implementation Act continues today . . . here are compelling explanations as to why the pay equity section of the budget bill must be removed. Please keep the heat on your MP, Liberals, women, etc.
Experts like Paul Durber (Former Director, Pay Equity, Canadian Human Rights Commission) and others ask whether "the proposal to negate the right to equal pay for work of equal value is consistent or inconsistent with the Charter of Rights and Freedoms."
Ottawa Citizen article
An open letter was sent on this issue to Harper on February 23 by several recipients of the Persons Award and a host of other prominent feminists.
Here are its opening paragraphs:
URGENT ATTENTION REQUESTED
Dear Prime Minister Harper,
We write to express our dismay at the introduction of the new Public Sector Equitable Compensation Act. We are concerned that this legislation has been introduced as a part of Budget 2009, and that, as a consequence, Parliament will not be permitted to decide whether the legislation has its support as a new law independent of the Budget. This amounts to legislating by stealth in our view, and is unworthy of any Canadian government, as well as unfair to women.
The legislation takes away the right of women federal public servants to equal pay for work of equal value. You have claimed that your government recognizes that pay equity is a right of women and that this new legislation merely introduces efficiency and speed to the process of obtaining pay equity in the public service. We have studied this legislation closely and find these claims false. The Public Sector Equitable Compensation Act empties the right to pay equity of its meaning.
The new legislated criteria for evaluating "equitable compensation" will reintroduce sex discrimination into pay practices, rather than eliminate it. Under the Canadian Human Rights Act, it is a discriminatory practice for an employer to establish or maintain differences in wages between male and female employees employed in the same establishment who are performing work of equal value. In assessing the value of work performed by employees, the criterion to be applied is the composite of the skill, effort and responsibility required in the performance of the work and the conditions under which the work is performed (section 11). The new legislation adopts these criteria, but adds new ones that completely undermine the commitment to equal pay for work of equal value for women. Section 4(2)(b) of Public Sector Equitable Compensation Act adds that the value of the work performed is also to be assessed according to "the employer's recruitment and retention needs in respect of employees in that job group or job class, taking into account the qualifications required to perform the work and the market forces operating in respect of employees with those qualifications." This permits any evaluation to take into account that male-dominated jobs are valued more highly in the market, requiring the employer to pay more to attract new employees or retain current ones, even if the value of the work when it is assessed based on skill, effort and responsibility is no greater than that of female-dominated jobs.
The right to equal pay for work of equal value was introduced in federal human rights legislation in 1977 precisely in order to expunge the sex discrimination that is inherent in market pay practices from the assessment of the value of work. Historically, the market has devalued work that is done by women. Seeking now to evaluate the federal public service's compensation practices for female dominated job groups by comparing them with pay assigned to these jobs in the market will entrench sex discrimination, not correct it.
In addition, the new legislation defines a female dominated group as one in which 70% of the workers are women; only these groups can seek "equitable compensation." This is too rigid a definition as it simply puts outside the boundaries of the legislation those job groups in which women are 51 - 69% of the workers, no matter what the context is. The legislation restricts comparisons of male and female job groups so that comparisons may only be made within defined portions of the federal public service, or within federal agencies, not across the public service as a whole. In addition, the legislation repeatedly refers to providing "equitable compensation" within "a reasonable time." This seems to imply that women public servants may not receive compensation for the full period when they received less than equal pay for work of equal value and may not receive what they are owed immediately.
We conclude that the substance of the right to equal pay for work of equal value is gone, restrictions have been placed on who falls within the scope of the legislation and on how comparisons can be made, and time periods for which compensation is owed are malleable.
I don't know if non unionized can use the HRC still or not, have only heard about Unionized workers not being allowed to use it.
Upon reflection on this I really don't know how relevant it will be for non unionized workers. Even if they were allowed to use it after Unionized workers stopped using it without the teeth from Unions I wonder how quickly the governmnt would move to get rid of the panel for all workers.
It occurred to me when in another thread it was said that Unions have changed so much for people who are not even a part of the Union. This, I think, has the possibility of being a prime case.
Bärlüer
Yes: the so-called "Public Sector Equitable Compensation Act", contained in the Budget Implementation Act (Bill C-10), will certainly be subjected to a constitutional challenge (as will probably the "Expenditure Restraint Act", also included in Bill C-10, which legislates wage increases).
The Act is truly atrocious. (This analysis explains reasonably well why that is.) The fact that the Harper government was so heavy-handed (in some respects) in drafting this anti-women legislation—by including fines up to $50,000 for unions who "encourage or assist [an] employee in filing or proceeding with a complaint under [the] Act", to cite one of the most egregious examples—will ironically be helpful to those who will challenge the law.
pogge
Dr. Dawg provides [url=http://drdawgsblawg.blogspot.com/2009/03/dont-toews-me-bro.html][=r... details[/color][/url] on the proposed changes to pay equity and why they suck.
epaulo13
Union seeks 'charging order' against Canada Post property over pay equity award
Fed up that Canada Post hasn't paid out a multi-million-dollar pay equity award, the union representing its clerical workers is seeking a charging order, which is similar to a lien, against a postal building in Ottawa.
According to documents filed with the Federal Court, the Public Service Alliance of Canada is asking that a judge enforce a Canadian Human Rights Tribunal pay equity decision, upheld by the Supreme Court of Canada in 2011.
The union is asking for the order against a Canada Post facility on Lancaster Rd. in southeast Ottawa, valued at $3.8 million in 2010. The union had meant to put the charging order against Canada Post's Ottawa headquarters on Riverside Dr., but the legal description filed in court documents was for the other property...
http://www.thestar.com/business/2013/02/23/union_seeks_charging_order_ag....
I can't find this reported anywhere in English - and it doesn't really belong in this thread, which is about federal pay equity - but the Québec Superior Court has handed down an important decision under Québec's pay equity legislation.
Essentially (and I'm sure I'll get this wrong), the law here requires that jobs of "feminine predominance" have to be reviewed every 5 years to ensure they are paid in accordance with equity principles. Under a "reform" in 2009, when an upward adjustment has to be made, it was to be done as of the date of the pay equity review - not retroactively to the event or change which may have triggered the inequity. The court has now ruled that this provision constitution unlawful discrimination based on gender.
[url=http://www.pressegauche.org/spip.php?article16397]Here's one brief article[/url] in French, quoting Françoise David praising the decision and the unions which fought to challenge the law.
... the law here requires that jobs of "feminine predominance" have to be reviewed every 5 years to ensure they are paid in accordance with equity principles.
Sorry but my French isn't good enough to understand the subtlties of this. What are "equity principles"? And what do they have to do with "feminine predominance"?
Here ya go. You could probably start reading at Section 50.
http://www.ces.gouv.qc.ca/documents/publications/anglais.pdf
ETA: Here - try this first - the English is a bit rough around the edges, but it's prettier:
http://www.ces.gouv.qc.ca/documents/publications/finis-g.pdf