Counties corporate were created during the Middle Ages, and were effectively small self-governing counties. They usually covered towns or cities which were deemed to be important enough to be independent from their counties and a county corporate could also be known as a county of itself.
While they were administratively distinct counties, with their own sheriffs and lieutenancies, most of the counties corporate remained part of the "county at large" for purposes such as the county assize courts. From the 17th century the separate jurisdictions of the counties corporate were increasingly merged with that of the surrounding county, so that by the late 19th century the title was mostly a ceremonial one.
History
By the 14th century, the growth of some towns had led to strong opposition to their government by local counties. While charters giving various rights were awarded to each borough, some were awarded complete effective independence including their own sheriffs, Quarter Sessions and other officials, and were sometimes given governing rights over a swathe of surrounding countryside. They were referred to in the form "Town and County of ..." or "City and County of ...", and so became known as the counties corporate. Other counties corporate were created to deal with specific local problems, such as border conflict (in the case of Berwick-upon-Tweed) and piracy (in the cases of Poole and Haverfordwest).
Learn about the Northumberland County Corporate Services Department. For more information, visit Northumberland.ca.
published: 19 Jun 2020
Corporate Hospitality With Derby County
published: 30 Jun 2014
SRI COUNTY CORPORATE VIDEO
DSK INFRA PROJECTS PRESENTS YOU THE NEXT GATEWAY TO LUXURY LIVING EXPERIENCE SRI COUNTY, 124 PREMIUM OPEN PLOTS LAYOUT
published: 12 Nov 2020
How Corporate America Is Failing Black Employees
Black workers continue to face significant gaps in the labor market when it comes to promotion, pay and opportunity, costing the U.S. economy trillions of dollars.
If the Black wage, education, housing and investing gaps had been closed 20 years ago, it would have added an estimated $16 trillion to the economy, according to a report by Citi, with the Black pay gap alone accounting for $2.7 trillion.
Today, Black workers are overrepresented in low-wage entry-level jobs and underrepresented in senior leader and executive roles. In the U.S. private sector, Black workers make up 12% of the entry-level workforce and just 7% of the managerial workforce, according to McKinsey & Company.
The higher you go, the fewer Black professionals you see. At the senior manager and VP level, Black workers ...
published: 16 Apr 2021
THE MANGO COUNTY RESORT CORPORATE VIDEO 2019 ll Directed by BIJU V.GOPAL
Ads 24 Frames Media Productions, Kochi, Kerala. ll Mob: 94002 57337 ll www.ads24frames.com ll [email protected]
We are a Team of Creative Personnel with Constructive Ideas and Competent Skills in all the areas to develop your Business with Corporate Ads, Ad Films, Concepts, Eye Catching Designs, Business Illustrations, Brochures, and Company Profile Presentations etc.
Production House : Ads24Frames, Kochi ll Director : Biju V.Gopal ll Script : Dhanya Biju
DOP : Joy Vellathooval ll Drone : Mayoora ll MakeUp : Sunil ll Hair : Jiji ll Costume : Shibu
Voice over : Niran ll Sound Engineer : Vijesh Viswanath, Raga Studio ll Edit & DI : Ads24frames
Model Co-Ordinator: Rahul Achari ll Production Co-Ordinator : Riaz Newman
Camera Assit: Vijesh ll Models, Abish Jose, Maria Abish, Lora...
published: 14 Sep 2019
Corporate BI Lea County Oil & Gas Interactive Production Map
How to get the most from the report's interactive Power BI map to track and visualise oil and gas production in Lea County New Mexico.
Black workers continue to face significant gaps in the labor market when it comes to promotion, pay and opportunity, costing the U.S. economy trillions of dolla...
Black workers continue to face significant gaps in the labor market when it comes to promotion, pay and opportunity, costing the U.S. economy trillions of dollars.
If the Black wage, education, housing and investing gaps had been closed 20 years ago, it would have added an estimated $16 trillion to the economy, according to a report by Citi, with the Black pay gap alone accounting for $2.7 trillion.
Today, Black workers are overrepresented in low-wage entry-level jobs and underrepresented in senior leader and executive roles. In the U.S. private sector, Black workers make up 12% of the entry-level workforce and just 7% of the managerial workforce, according to McKinsey & Company.
The higher you go, the fewer Black professionals you see. At the senior manager and VP level, Black workers make up just 5% of the workforce, and at the SVP level, just 4%. At the very top, only around 1% of Fortune 500 CEO spots are held by Black leaders.
If the current trajectory continues, McKinsey & Company estimates that it could take 95 years before Black employees reach parity at all levels in the private sector.
“Black workers, on average, are not being hired, promoted or paid according to what would signal their level of productivity based on their experience or their education,” Valerie Wilson, director of the Economic Policy Institute’s program on race, ethnicity and the economy, tells CNBC Make It. And “it absolutely impacts everything. It impacts your family’s economic security.”
On average, Black men are paid just $0.71 for every dollar paid to white men, according to EPI. Black women, who face both gender and racial barriers, are paid just $0.63 for every dollar paid to white men. Over the course of a 40-year career, the National Women’s Law Center estimates that Black women stand to lose close to $1 million due to this disparity.
These racial gaps in the labor market are linked to several structural inequities, according to McKinsey & Company, including Black workers’ underrepresentation in regions with high job growth opportunities and overrepresentation in industries with low growth and low wages, such as entry-level healthcare jobs, retail and food services.
And in the corporate world, Black workers face ongoing challenges like bias and discrimination, a “broken rung from entry-level to manager roles,” lack of support from supervisors and tokenism that continues to hold them back and can even force them out the door.
How bias and discrimination can play out
In September 2017, Ryan Walker-Hartshorn landed what she thought was her “dream position” working in New York City as an assistant to Bon Appetit’s then editor-in-chief Adam Rapoport. In her role, she earned $35,300 per year and says she was told, with overtime hours, she could earn up to $50,000.
“That was a sell for me because I was like ’Hell yeah, I’m out of college. I’m just going to work my a-- off and I’ll make a lot of money in overtime, and I’ll be able to make ends meet,” she says.
Starting out, the Stanford University graduate says she was aware that her job would include many of the standard tasks most assistants are asked to do, such as managing the editor-in-chief’s calendar, answering phones, coordinating travel and running personal errands for her boss. When she was hired she says she was also told there would be potential for her to work on creative projects.
What she didn’t expect was working in what she calls a “toxic” culture where she was just one of two Black people on staff. Walker-Hartshorn alleges that in addition to racially insensitive comments — such as the time her boss asked her to make his coffee the color of Rihanna — she says she experienced microaggressions and differential treatment from her white peers when it came to overtime pay, budgets for stories and investment in career growth.
During her nearly three years of working as an assistant, she alleges that she was repeatedly denied a pay raise or promotion, despite finding out from a senior employee at Conde Nast, Bon Appetit’s parent company, that assistants at other publications were making more money than her. Eventually, in August 2020, the 26-year-old left Bon Appetit after being offered an interim editorial assistant role rather than the promotion she wanted.
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About CNBC Make It.: CNBC Make It. is a new section of CNBC dedicated to making you smarter about managing your business, career, and money.
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How Corporate America Is Failing Black Employees
Black workers continue to face significant gaps in the labor market when it comes to promotion, pay and opportunity, costing the U.S. economy trillions of dollars.
If the Black wage, education, housing and investing gaps had been closed 20 years ago, it would have added an estimated $16 trillion to the economy, according to a report by Citi, with the Black pay gap alone accounting for $2.7 trillion.
Today, Black workers are overrepresented in low-wage entry-level jobs and underrepresented in senior leader and executive roles. In the U.S. private sector, Black workers make up 12% of the entry-level workforce and just 7% of the managerial workforce, according to McKinsey & Company.
The higher you go, the fewer Black professionals you see. At the senior manager and VP level, Black workers make up just 5% of the workforce, and at the SVP level, just 4%. At the very top, only around 1% of Fortune 500 CEO spots are held by Black leaders.
If the current trajectory continues, McKinsey & Company estimates that it could take 95 years before Black employees reach parity at all levels in the private sector.
“Black workers, on average, are not being hired, promoted or paid according to what would signal their level of productivity based on their experience or their education,” Valerie Wilson, director of the Economic Policy Institute’s program on race, ethnicity and the economy, tells CNBC Make It. And “it absolutely impacts everything. It impacts your family’s economic security.”
On average, Black men are paid just $0.71 for every dollar paid to white men, according to EPI. Black women, who face both gender and racial barriers, are paid just $0.63 for every dollar paid to white men. Over the course of a 40-year career, the National Women’s Law Center estimates that Black women stand to lose close to $1 million due to this disparity.
These racial gaps in the labor market are linked to several structural inequities, according to McKinsey & Company, including Black workers’ underrepresentation in regions with high job growth opportunities and overrepresentation in industries with low growth and low wages, such as entry-level healthcare jobs, retail and food services.
And in the corporate world, Black workers face ongoing challenges like bias and discrimination, a “broken rung from entry-level to manager roles,” lack of support from supervisors and tokenism that continues to hold them back and can even force them out the door.
How bias and discrimination can play out
In September 2017, Ryan Walker-Hartshorn landed what she thought was her “dream position” working in New York City as an assistant to Bon Appetit’s then editor-in-chief Adam Rapoport. In her role, she earned $35,300 per year and says she was told, with overtime hours, she could earn up to $50,000.
“That was a sell for me because I was like ’Hell yeah, I’m out of college. I’m just going to work my a-- off and I’ll make a lot of money in overtime, and I’ll be able to make ends meet,” she says.
Starting out, the Stanford University graduate says she was aware that her job would include many of the standard tasks most assistants are asked to do, such as managing the editor-in-chief’s calendar, answering phones, coordinating travel and running personal errands for her boss. When she was hired she says she was also told there would be potential for her to work on creative projects.
What she didn’t expect was working in what she calls a “toxic” culture where she was just one of two Black people on staff. Walker-Hartshorn alleges that in addition to racially insensitive comments — such as the time her boss asked her to make his coffee the color of Rihanna — she says she experienced microaggressions and differential treatment from her white peers when it came to overtime pay, budgets for stories and investment in career growth.
During her nearly three years of working as an assistant, she alleges that she was repeatedly denied a pay raise or promotion, despite finding out from a senior employee at Conde Nast, Bon Appetit’s parent company, that assistants at other publications were making more money than her. Eventually, in August 2020, the 26-year-old left Bon Appetit after being offered an interim editorial assistant role rather than the promotion she wanted.
» Subscribe to CNBC Make It.: http://cnb.cx/2kxl2rf
About CNBC Make It.: CNBC Make It. is a new section of CNBC dedicated to making you smarter about managing your business, career, and money.
Connect with CNBC Make It. Online
Get the latest updates: https://www.cnbc.com/make-it
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#CNBCMakeIt
How Corporate America Is Failing Black Employees
Ads 24 Frames Media Productions, Kochi, Kerala. ll Mob: 94002 57337 ll www.ads24frames.com ll [email protected]
We are a Team of Creative Personne...
Ads 24 Frames Media Productions, Kochi, Kerala. ll Mob: 94002 57337 ll www.ads24frames.com ll [email protected]
We are a Team of Creative Personnel with Constructive Ideas and Competent Skills in all the areas to develop your Business with Corporate Ads, Ad Films, Concepts, Eye Catching Designs, Business Illustrations, Brochures, and Company Profile Presentations etc.
Production House : Ads24Frames, Kochi ll Director : Biju V.Gopal ll Script : Dhanya Biju
DOP : Joy Vellathooval ll Drone : Mayoora ll MakeUp : Sunil ll Hair : Jiji ll Costume : Shibu
Voice over : Niran ll Sound Engineer : Vijesh Viswanath, Raga Studio ll Edit & DI : Ads24frames
Model Co-Ordinator: Rahul Achari ll Production Co-Ordinator : Riaz Newman
Camera Assit: Vijesh ll Models, Abish Jose, Maria Abish, Lorain, Sruthi, Akshaya P.Babu,
Riaz Newman, Anurudhan Devdas, Tangavel, Kingini, Kuruvi, Kunjatta & Kili
Special Thanks : Rahim, Afsal Mohammed (Singer), Swamiji (Singer), Ajith & Hari (Mango County)
Ads 24 Frames Media Productions, Kochi, Kerala. ll Mob: 94002 57337 ll www.ads24frames.com ll [email protected]
We are a Team of Creative Personnel with Constructive Ideas and Competent Skills in all the areas to develop your Business with Corporate Ads, Ad Films, Concepts, Eye Catching Designs, Business Illustrations, Brochures, and Company Profile Presentations etc.
Production House : Ads24Frames, Kochi ll Director : Biju V.Gopal ll Script : Dhanya Biju
DOP : Joy Vellathooval ll Drone : Mayoora ll MakeUp : Sunil ll Hair : Jiji ll Costume : Shibu
Voice over : Niran ll Sound Engineer : Vijesh Viswanath, Raga Studio ll Edit & DI : Ads24frames
Model Co-Ordinator: Rahul Achari ll Production Co-Ordinator : Riaz Newman
Camera Assit: Vijesh ll Models, Abish Jose, Maria Abish, Lorain, Sruthi, Akshaya P.Babu,
Riaz Newman, Anurudhan Devdas, Tangavel, Kingini, Kuruvi, Kunjatta & Kili
Special Thanks : Rahim, Afsal Mohammed (Singer), Swamiji (Singer), Ajith & Hari (Mango County)
Black workers continue to face significant gaps in the labor market when it comes to promotion, pay and opportunity, costing the U.S. economy trillions of dollars.
If the Black wage, education, housing and investing gaps had been closed 20 years ago, it would have added an estimated $16 trillion to the economy, according to a report by Citi, with the Black pay gap alone accounting for $2.7 trillion.
Today, Black workers are overrepresented in low-wage entry-level jobs and underrepresented in senior leader and executive roles. In the U.S. private sector, Black workers make up 12% of the entry-level workforce and just 7% of the managerial workforce, according to McKinsey & Company.
The higher you go, the fewer Black professionals you see. At the senior manager and VP level, Black workers make up just 5% of the workforce, and at the SVP level, just 4%. At the very top, only around 1% of Fortune 500 CEO spots are held by Black leaders.
If the current trajectory continues, McKinsey & Company estimates that it could take 95 years before Black employees reach parity at all levels in the private sector.
“Black workers, on average, are not being hired, promoted or paid according to what would signal their level of productivity based on their experience or their education,” Valerie Wilson, director of the Economic Policy Institute’s program on race, ethnicity and the economy, tells CNBC Make It. And “it absolutely impacts everything. It impacts your family’s economic security.”
On average, Black men are paid just $0.71 for every dollar paid to white men, according to EPI. Black women, who face both gender and racial barriers, are paid just $0.63 for every dollar paid to white men. Over the course of a 40-year career, the National Women’s Law Center estimates that Black women stand to lose close to $1 million due to this disparity.
These racial gaps in the labor market are linked to several structural inequities, according to McKinsey & Company, including Black workers’ underrepresentation in regions with high job growth opportunities and overrepresentation in industries with low growth and low wages, such as entry-level healthcare jobs, retail and food services.
And in the corporate world, Black workers face ongoing challenges like bias and discrimination, a “broken rung from entry-level to manager roles,” lack of support from supervisors and tokenism that continues to hold them back and can even force them out the door.
How bias and discrimination can play out
In September 2017, Ryan Walker-Hartshorn landed what she thought was her “dream position” working in New York City as an assistant to Bon Appetit’s then editor-in-chief Adam Rapoport. In her role, she earned $35,300 per year and says she was told, with overtime hours, she could earn up to $50,000.
“That was a sell for me because I was like ’Hell yeah, I’m out of college. I’m just going to work my a-- off and I’ll make a lot of money in overtime, and I’ll be able to make ends meet,” she says.
Starting out, the Stanford University graduate says she was aware that her job would include many of the standard tasks most assistants are asked to do, such as managing the editor-in-chief’s calendar, answering phones, coordinating travel and running personal errands for her boss. When she was hired she says she was also told there would be potential for her to work on creative projects.
What she didn’t expect was working in what she calls a “toxic” culture where she was just one of two Black people on staff. Walker-Hartshorn alleges that in addition to racially insensitive comments — such as the time her boss asked her to make his coffee the color of Rihanna — she says she experienced microaggressions and differential treatment from her white peers when it came to overtime pay, budgets for stories and investment in career growth.
During her nearly three years of working as an assistant, she alleges that she was repeatedly denied a pay raise or promotion, despite finding out from a senior employee at Conde Nast, Bon Appetit’s parent company, that assistants at other publications were making more money than her. Eventually, in August 2020, the 26-year-old left Bon Appetit after being offered an interim editorial assistant role rather than the promotion she wanted.
» Subscribe to CNBC Make It.: http://cnb.cx/2kxl2rf
About CNBC Make It.: CNBC Make It. is a new section of CNBC dedicated to making you smarter about managing your business, career, and money.
Connect with CNBC Make It. Online
Get the latest updates: https://www.cnbc.com/make-it
Find CNBC Make It. on Facebook: https://cnb.cx/LikeCNBCMakeIt
Find CNBC Make It. on Twitter: https://cnb.cx/FollowCNBCMakeIt
Find CNBC Make It. on Instagram: https://bit.ly/InstagramCNBCMakeIt
#CNBC
#CNBCMakeIt
How Corporate America Is Failing Black Employees
Ads 24 Frames Media Productions, Kochi, Kerala. ll Mob: 94002 57337 ll www.ads24frames.com ll [email protected]
We are a Team of Creative Personnel with Constructive Ideas and Competent Skills in all the areas to develop your Business with Corporate Ads, Ad Films, Concepts, Eye Catching Designs, Business Illustrations, Brochures, and Company Profile Presentations etc.
Production House : Ads24Frames, Kochi ll Director : Biju V.Gopal ll Script : Dhanya Biju
DOP : Joy Vellathooval ll Drone : Mayoora ll MakeUp : Sunil ll Hair : Jiji ll Costume : Shibu
Voice over : Niran ll Sound Engineer : Vijesh Viswanath, Raga Studio ll Edit & DI : Ads24frames
Model Co-Ordinator: Rahul Achari ll Production Co-Ordinator : Riaz Newman
Camera Assit: Vijesh ll Models, Abish Jose, Maria Abish, Lorain, Sruthi, Akshaya P.Babu,
Riaz Newman, Anurudhan Devdas, Tangavel, Kingini, Kuruvi, Kunjatta & Kili
Special Thanks : Rahim, Afsal Mohammed (Singer), Swamiji (Singer), Ajith & Hari (Mango County)
Counties corporate were created during the Middle Ages, and were effectively small self-governing counties. They usually covered towns or cities which were deemed to be important enough to be independent from their counties and a county corporate could also be known as a county of itself.
While they were administratively distinct counties, with their own sheriffs and lieutenancies, most of the counties corporate remained part of the "county at large" for purposes such as the county assize courts. From the 17th century the separate jurisdictions of the counties corporate were increasingly merged with that of the surrounding county, so that by the late 19th century the title was mostly a ceremonial one.
History
By the 14th century, the growth of some towns had led to strong opposition to their government by local counties. While charters giving various rights were awarded to each borough, some were awarded complete effective independence including their own sheriffs, Quarter Sessions and other officials, and were sometimes given governing rights over a swathe of surrounding countryside. They were referred to in the form "Town and County of ..." or "City and County of ...", and so became known as the counties corporate. Other counties corporate were created to deal with specific local problems, such as border conflict (in the case of Berwick-upon-Tweed) and piracy (in the cases of Poole and Haverfordwest).
Brooke Wiseman of New Lexington has been named an organization director for the OhioFarm Bureau serving Guernsey, Morgan, Muskingum and Perry counties. She'll work with county agencies to address issues important to members and their communities.
Another surf industry wipeout is hitting OrangeCounty as Liberated Brands – which held the distribution license for big brands like Billabong, RVCA, Honolua and Volcom – shutters its Costa Mesa corporate offices and lays off nearly 400 employees.
In addition, Iowa’s Senators and Representatives seem more concerned about appeasing corporate agribusiness by supporting a policy that would strip our ability to oversee factory farm rules and regulations through the proposed EATSAct ...AdairCounty.
Then in 1986, the city, county and state united to support the WaterfrontDevelopmentCorporation, a new entity that sought to turn the area from primarily an industrial zone into a park with several amenities.
Her Calabasashome is wedged between two major fires that have devastated Los AngelesCounty, and she can see water-dropping helicopters through the windows ... “We have corporations who we’ve never been connected to reaching out to see how they partner.
CONSHOHOCKEN, Pa ... Their works are all over the house ... Their work has been part of state fairs from California to Florida, and county fairs from Texas to Wyoming. They've worked with corporate clients including Chipotle, Subway, Hersey's and Mars.
... has seen a lot of development of former farmland, including 200 acres for Siemens Mobility; 229 acres for Nucor; and a 773-acre industrial park in western DavidsonCounty owned by Samet Corporation.
A century before that case, Theodore Roosevelt denounced “the use of corporate funds directly or indirectly for political purposes.” The Tillman Act, passed in 1907, prohibited monetary contribution by corporations.
Baltimore Sun
11 Jan 2025
Baltimore Sun
11 Jan 2025