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|Thursday, August 25, 2011|
BY DAVID POGUE
As you can imagine, this news is rocking the world — and not just the tech world. Mr. Jobs, after all, has almost single-handedly reshaped a stunning range of industries: music, TV, movies, software, cellphones, and cloud computing. The products he’s shepherded into existence with single-minded vision read like a Top 10 list, or a Top 50 list, of the world’s most successful inventions: Macintosh. iPod. iPhone. iTunes. iMovie. iPad.
He’s done pretty well for Apple stockholders, too. Ten years ago Apple’s stock was at $9 a share; today, it’s $376. Apple is neck-and-neck with Exxon Mobil for the title of world’s most valuable company.
Most of the reactions online today read like obituaries — for Steve Jobs, if not for Apple.
Is that appropriate? Well, only Mr. Jobs’s inner circle knows how sick he actually is. (He was diagnosed with pancreatic cancer in 2004, had a liver transplant in 2009 and has had health troubles ever since.) But nobody, not even Mr. Jobs, can say for sure whether Apple can still be Apple without him at the helm.
There are three reasons that it might — and one big reason that it might not.
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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.