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|Articles - April 2011|
|Tuesday, March 22, 2011|
Page 4 of 8
Most of the early deals Mei worked on involved helping American companies to gain a foothold in China, manufacturing products at first and later selling them in China as Chinese buying power grew.
With time the money began flowing in both directions. “After years of attracting investment and double-digit growth, the Chinese shifted to outbound investment,” Mei says. State-owned Chinese powerhouses led the way, followed by smaller private groups such as Chen’s investors.
Mei has experience with the EB-5 program — he worked with a Taiwanese investor seven years ago to navigate the system and obtain green cards for his family — and he sees the logic behind the renewed interest in the program. In his view it grows from powerful trends: the lingering credit crunch that makes it hard to finance projects without new sources of money; the rising value of the Chinese currency driving greater buying power; an improved bureaucratic process for attracting foreign investment driven by need; and China’s one-child policy and the determination among the newly rich Chinese to get the absolute best for their children, including access to education in the U.S.
But the most important factor, as Mei sees it, is business acumen. “More and more people in China can afford to do this because they have achieved so much success,” he says. “They know how to make money.”
Mei traveled to China recently to meet with three huge Chinese firms interested in building high-speed rail lines connecting Los Angeles and Las Vegas, Los Angeles and San Francisco, and Eugene and Seattle. He notes that Chinese engineers have completed more than 5,000 miles of tracks, giving China the largest high-speed rail network in the world. By comparison, the ongoing planning process for high-speed rail projects in the United States is expected to last about 25 years.
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Transforming the culture of Oregon’s educational leadership.
The Board dismissed a petition related to efforts to unionize the Northwestern University football team.
Every once in a while we receive a letter in the (fictional) mailbag that is tough to describe and quite compelling. This week, Isabel, the new HR manager at LabCo (and someone who is new to HR), wants to know whether she may fire the owner’s son for having an Oregon medical marijuana card. In passing, Isabel also makes a number of alarming admissions about her motivation. Here is Isabel’s nerve-racking question and our response to it.
Oregon Sick Leave is here, and changes to the federal white-collar worker regulations are on the way. This workshop will prepare you for both. We invite you to participate in an interactive discussion on how to start planning now for the future impact on your operations and finances.
Presented by OEN + CENTRL + YESpdx.
This Roundtable will cover numerous issues under the employer "shared responsibility" rules of the Affordable Care Act, including how to track the "full-time" status of variable-hour employees, temporary or seasonal employees, and employees who experience a change in status or a break in service. Additionally, we will provide a brief overview of Code sections 6055 and 6056, which require most mid-sized and large employers to submit their first information reports to the IRS in early 2016 regarding the health insurance coverage being offered to employees. We invite you to participate in an interactive discussion on how to prepare for the future impact of the shared responsibility rules on your operations and finances.