• Теги
    • избранные теги
    • Показатели90
      • Показать ещё
      Разное959
      • Показать ещё
      Страны / Регионы968
      • Показать ещё
      Международные организации142
      • Показать ещё
      Люди424
      • Показать ещё
      Компании1050
      • Показать ещё
      Формат19
      Издания103
      • Показать ещё
      Сферы1
Рейтинг Doing Business
10 декабря, 04:45

Trump names Dow Chemical CEO to advisory council

Donald Trump on Friday said Dow Chemical CEO Andrew Liveris would lead the American Manufacturing Council, a part of the U.S. Commerce Department that acts as liaison between the manufacturing sector and the federal government.The president-elect described Liveris as “one of the most respected businessmen in the world” at a rally in Grand Rapids on Friday evening.“I'm asking him to come up and head up our American Manufacturing Council, and he has agreed to do it,” said Trump. “They will be tasked with finding ways to bring industry back to America.”Trump also said Dow would set up a new research and development center in Michigan.Liveris, joining Trump on stage, said he expected the incoming president to ease regulations facing companies doing business in America.“You are paving the way with your administration, with your policies to make it easier to do business in this country. Not a red tape country but a red carpet country for American businesses.”

09 декабря, 21:23

S&P подтвердило рейтинг Украины на уровне "В-/В" со стабильным прогнозом

Международное рейтинговое агентство Standard & Poor's подтверждает долгосрочный суверенный рейтинг Украины в иностранной и национальной валюте на уровне "B-/B" со стабильным прогнозом. Об этом говорится в пресс-релизе S&P. "Подтверждение рейтингов отражает в целом стабилизирующуюся макроэкономическую картину в Украине в 2016 году", - говорится в релизе...

Выбор редакции
09 декабря, 14:20

How Trump-era trade policy threatens to send up the prices you see on store shelves

A sweeping change could alter how they do business and, in turn, could affect the prices or merchandise selection available to you, the consumer.

Выбор редакции
09 декабря, 14:20

How Trump-era trade policy threatens to send up the prices you see on store shelves

A sweeping change could alter how they do business and, in turn, could affect the prices or merchandise selection available to you, the consumer.

09 декабря, 08:12

Путин считает, что в Татарстане лучше, чем в Париже: «Безопаснее, спокойнее и инвестклимат лучше»

Президент России Владимир Путин заявил, что в Татарстане хороший инвестиционный климат. Об этом он сказал в ходе наблюдательного совета агентства стратегических инициатив (АСИ).

09 декабря, 02:34

Silence From Trump Tower On Buy America

The time is now for Donald Trump to take a stand in support of American workers by calling on Republican leadership in Congress to support strong Buy America requirements in the Water Resources Development Act (WRDA), also known as the Water Infrastructure Improvements Act (WIIN).  Just one week ago in Cincinnati, President-elect Trump said his infrastructure plan would follow two simple rules: “Buy American and hire American.” I support that position, but unfortunately the Republican establishment in Washington didn’t hear him. They have removed my Buy America standard from water infrastructure legislation and Trump Tower has since remained silent. I believe that the iron and steel used in water infrastructure projects should be made in America and that taxpayer dollars should go to support American jobs and manufacturers, not be spent on Chinese or Russian iron and steel. My provision to require this was included in a version of the water infrastructure legislation that passed the Senate 95-3. However, Speaker Ryan and House Republicans removed this Buy America reform from the Water Infrastructure Improvements Act and there hasn’t been a peep, or tweet, from President-elect Trump. They have removed my Buy America standard from water infrastructure legislation and Trump Tower has since remained silent. It is clear to me, and it should be clear to President-elect Trump as well, that Congressional Republicans are allowing corporate lobbyists working on behalf of companies who import steel from Russia and China to write the rules in Washington. Importers of cheap foreign steel from China and Russia have sought to eliminate or loosen these rules for their own benefit. According to media reports, including the Wall Street Journal, the importers and their foreign suppliers have hired the Washington, D.C. lobbying firm Squire Patton Boggs to lobby the Republican leadership in the House against my Buy America standard, which would provide a long term and solid commitment to American workers. The firm’s strategy relies on the revolving door—the firm employs former House Speaker John Boehner and several former top Republican aides—to gain access and influence over Congress. These reports suggest that corporate lobbyists are using their influence over Congress to support clients that do business with Russian and Chinese steel companies at the expense of American workers.  I am calling on President-elect Trump to turn his words into action. That is why I am calling on President-elect Trump to turn his words into action and join me in demanding that Republican leaders in Congress restore our strong Buy America standard in the final water infrastructure bill. Together, with Senators Sherrod Brown and Bob Casey, we introduced an amendment to restore this reform and we have demanded a vote on it. American manufacturers and steel workers, like the men and women at Neenah Foundry in Wisconsin who help build our nation’s water infrastructure, support our amendment and they deserve a vote and a solid commitment from us on a strong Buy America standard. We welcome President-elect Trump’s support. President-elect Trump has said that we need to “drain the swamp” and that he will take on the lobbyists and special interests who are writing the rules and rigging the game in Washington against American workers. If he is serious about “draining the swamp” and supporting American workers, it is time for him to end his silence and speak out publicly in support of restoring Buy America to the water infrastructure bill before Congress. It is time for a vote on a Buy America standard that respects and rewards American manufacturers and workers. -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

09 декабря, 00:11

Hamburger Boy to Become Secretary of Labor

It was announced that President-elect Donald Trump (how those four words still curdle in our throat!) will be appointing Andrew Puzder as his Secretary of Labor. Even though, considering all that's happened in the last 30 years, there is no real surprise in this appointment, let us count the ways that it should scare the bejeezus out of anyone who pulls for the working class. Firstly, Andrew Puzder is a deregulation fiend, a fanatic, who doesn't believe in the salutary effects of labor laws, whether they be municipal, county, state or federal. In a word, he views the majority of labor laws (including the landmark National Labor Relations Act) as impediments to doing business. As a consequence, he doesn't believe it's the federal government's place to establish a minimum wage (like any other "free market" fundamentalist, he believes the marketplace should freely determine an employee's rate of pay on a case by case basis), but if the feds insist on doing so, that figure should be no higher than $9 per hour, which amounts to $18,720 annually for someone working 40 hours a week, 52 weeks a year. Secondly, as CEO of CKE Restaurants, which owns, among other things, the Carl's Jr. hamburger chain, Andy Puzder opposes having fast-food workers and retail sales employees belong to labor unions. Considering that unions offer the triumvirate of better wages, better benefits, better working conditions, Andy's opposition is solely profit-based. Indeed, it might be classified as the doctrine of a "classic fiscal conservative." That or a "greedy bastard." This doctrine is unfortunate because fast-food workers and retail sales people (think of the employees of the mega- Wal-Mart corporation) are regarded by organized labor as the platform from which to launch the Second Wave of the labor movement. The First Wave was industrial; the Second Wave will be service oriented (with health care and civil service jobs already leading the charge). Unlike vulnerable and outdated smoke-stack industries, restaurants and retail stores (of which there are tens of thousands nationwide) aren't "portable." Which is to say, you can't sell Carl's Jr. hamburgers to customers in Peoria, Illinois, by relocating the restaurant to labor-cheap Bangladesh. This circumstance gives fast-food workers at least a modicum of leverage. And thirdly, as Secretary of Labor, Andy Puzder will be the position to kick everyone's butt, and to do it legally. As the highest ranking (both functionally and symbolically) labor figure in the U.S., he will not only set the tone for labor-management relations during a Trump presidency, he has the right to appoint three (a majority) of the five members of the NLRB. This is a huge responsibility. Among other things, the NLRB is charged with adjudicating critical labor disputes--those involving the very definition of workers' rights. For instance, when a labor union, or a group of employees seeking to be represented by that union, contacts the NLRB and accuses the company of using unfair or illegal tactics to keep the union out, it falls upon the Labor Board to make a ruling, and that decision is pretty much final. Given Andrew Puzder's virulently anti-union sentiments, and him gleefully pulling the strings while eating hamburgers, one can only imagine how rare it's going to be for the Board to side with labor in any crucial dispute. As Bette Davis (playing Margo Channing) famously said, "Fasten your seat belts; it's going to be a bumpy night." -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

08 декабря, 19:20

Заседание наблюдательного совета Агентства стратегических инициатив

Под председательством Владимира Путина состоялось заседание наблюдательного совета автономной некоммерческой организации «Агентство стратегических инициатив по продвижению новых проектов».

08 декабря, 16:50

Украина в 2017 году может подняться на 30 позиций в Doing Business, - Петренко

Украина в следующем году может подняться в рейтинге Doing Business на 30 позиций.

08 декабря, 16:06

Украина в 2017 году может подняться на 30 позиций в Doing Business, - Петренко

Украина в следующем году может подняться в рейтинге Doing Business на 30 позиций. Об этом сообщил министр юстиции Украины Павел Петренко на встрече с представителями торгово-промышленной палаты, передает корреспондент РБК-Украина. "У нас есть возможность подняться в рейтинге Doing Business минимум на 30 позиций. Это абсолютно реалистично, у нас есть все шансы в следующем году подняться на 20-30 позиций", - заявил Петренко...

08 декабря, 12:06

Эксперт: регионы РФ нуждаются в рекламе инвестиций

Об изменении мировой структуры рынка инвестиций, эффективности инвестиций и повышении инвестиционной привлекательности регионов рассказал в программе "Курс дня" Владислав Бутенко, старший партнер и управляющий директор Boston Consulting Group в России.

08 декабря, 12:06

Эксперт: регионы РФ нуждаются в рекламе инвестиций

Об изменении мировой структуры рынка инвестиций, эффективности инвестиций и повышении инвестиционной привлекательности регионов рассказа в программе "Курс дня" Владислав Бутенко, старший партнер и управляющий директор Boston Consulting Group в России.

08 декабря, 04:49

Georgia Has a Key Role to Play in Europe's Future

Tedo Japaridze Security, Eurasia Europe cannot go back to being divided into spheres of influence. In the 1990s Europe was coming together, politically, economically and institutionally. That was a project associated with the emergence of the United States as the last remaining superpower. One generation down the line, leaders as diverse as Donald Rumsfeld and Angela Merkel agreed that “the West” is no longer a geographic specification. The Euro-Atlantic “community” refers to nations that opt for certain kinds of sovereignty, values, norms and institutions. We live in societies with open markets, a democratic level playing field, rule of law and freedom of speech. And we defend them together. One thing is certain: Europe cannot go back to being divided into spheres of influence, for practical rather than ideological reasons. Location and Governance Georgia is a European democracy, with checks and balances, an electoral level playing field, the rule of law and the freest media landscape in Eastern Europe. On the foundations of strong institutions and political accountability, the country develops an attractive economic narrative. Located between emerging and developed economies, Central Asia and Southeastern Europe, the Caspian and the Black Seas, Georgia is attractive because it facilitates all kinds of flows: data, energy, talent, goods and services. Georgia’s comparative advantage is location, but its location is relevant because of governance. Situated at the tip of the ancient Silk Road, Georgia is contributing to its reanimation. Tbilisi has concluded a Deep and Comprehensive Free Trade Agreement with the EU, preferential trade agreements with the United States and Japan, and is nearing the conclusion of a Free Trade Agreement with China. Beyond market access, Georgia offers one of the easiest places to do business in the world, with low regulations and a low taxation regime. Increasingly, the software matches the hardware, with private investment in state-of-the-art infrastructure, in transport and logistics, energy, tourism and human resources. Read full article

07 декабря, 21:40

Trump Vows to Slash Drug Prices, Sends Biotech Stocks Lower

Shares of the iShares Nasdaq Biotechnology ETF (IBB) are down more than 3.6% in morning trading Wednesday following a new warning from President-elect Donald Trump that he will indeed be targeting high drug prices.

07 декабря, 18:31

FACT SHEET: White House Announces New Commitments to the Equal Pay Pledge

The White House launched the Equal Pay Pledge in June at the first-ever United State of Women Summit, encouraging companies from across the American economy to take action to advance equal pay. Today we are announcing new signatories to the White House Equal Pay Pledge and highlighting the critical role that businesses can play in reducing the national gender pay gap. These 44 newly-committed employers bring the total number to more than one hundred companies and organizations that collectively employ millions of Americans. The new commitments are from a diverse range of employers, including AT&T, eBay, The Estée Lauder Companies, InterContinental Hotels Group, Mastercard, Yahoo, Square and Zillow Group. Equal Pay has been an Administration priority since President Obama signed the Lilly Ledbetter Fair Pay Act into law as his first piece of legislation. Policies that ensure fair pay for all Americans and that help businesses to attract the strongest talent can not only narrow the pay gap, but also boost productivity and benefit our economy.  Today, women make up nearly half of the U.S. labor force and more women than ever are the breadwinners in their families. More women are also working in positions and fields that have been traditionally occupied by men. Yet in 2015, the typical woman working full-time all year in the United States earned only 80 percent of what the typical man earned working full-time all year. The pay gap is even greater for African American and Latina women, with African American women earning 63 cents and Latina women earning 54 cents for every dollar earned by a white non-Hispanic man. The gender wage gap continues to be a very real and persistent problem that continues to shortchange American women and their families. Employers for Pay Equity Business Consortium This year on Women’s Equality Day, a group of White House Equal Pay Pledge employers formed an independent business consortium, Employers for Pay Equity—to help private industry players share best practices and develop better hiring, promotion, and pay policies. Today, Employers for Pay Equity is announcing a partnership with Simmons College to carry the consortium’s work forward. Simmons College will play a leading role in hosting the consortium to establish pay equity as a best business practice and a means to grow a more equitable workforce for all Americans. These private sector companies and organizations share a commitment to equal pay and their pledges build on the Administration’s record of empowering women and girls. By signing the Equal Pay Pledge, these employers are: Acknowledging the critical role businesses must play in reducing the national pay gap. Committing to conducting an annual company-wide gender pay analysis across occupations. Reviewing hiring and promotion processes and procedures to reduce unconscious bias and structural barriers. Embedding equal pay efforts into broader enterprise-wide equity initiatives. Pledging to take these steps as well as identify and promote other best practices that will close the national wage gap to ensure fundamental fairness for all workers. We thank all who have joined in this pledge and encourage the business community to continue to implement and uphold pay equity policies. *** WHITE HOUSE EQUAL PAY PLEDGE The Lilly Ledbetter Fair Pay Act was the first piece of legislation President Obama signed into law. Policies that ensure fair pay for all Americans and that help businesses attract the strongest talent can not only narrow the gender pay gap, but also boost productivity and benefit our economy. Yet, the typical woman working full-time all year in the United States only earns 80 percent of what a typical man working full-time all year earns. While the gap has narrowed slightly over the past few years, there is much more work to be done to ensure fair pay for all. Building on the Administration’s numerous actions to close the national pay gap, the White House challenged businesses to take the Equal Pay Pledge. Several U.S. private sector companies have come together in support of advancing equal pay. *** We received a very positive response to the pledge and welcome our new signatories, including the employers below. These signatories put forth their pledges as follows: Equal Pay Pledge Adobe is proud to join the list of companies committed to equal pay.  Paychecks are important, not only because they cover the needs of employees and their families, but also because they are an important indicator of fair treatment. Gender should have no part in driving pay decisions. We have already reported our U.S. pay data relative to gender and race, and we will continue to report our pay data annually.  This equal pay commitment is part of a larger diversity and inclusion strategy with three key areas of focus:  building a diverse talent pipeline; broadening our recruiting efforts to ensure a diverse candidate pool; and helping all employees grow once they are part of Adobe. Investing to bring out the best in everyone, regardless of gender or background, contributes to the success of the business and the most important asset - our people.  Amalgamated Bank is proud to take the White House Equal Pay pledge to keep compensation fair, to practice our own values of fairness, diversity and inclusion, and to never stop looking for ways to do better.  We believe that pay equality isn’t an accomplishment, it’s standard operating procedure.  For nearly 100 years, Amalgamated Bank has been the progressive bank for the progressive community.  We strive to lead by example among financial institutions and ensure equal access to financial services for all people, which also means that our own employees receive equal pay for equal work.  By helping those both inside and outside the bank who do good do better, we believe everyone benefits.   AT&T's commitment to diversity and inclusion has been visible and steadfast for nearly half a century. It dates back to the establishment of our Supplier Diversity Program in 1968, and our first Employee Resource Group in 1969.  Today, more than 120,000 employees have active memberships in our Employee Resource Groups and Employee Networks. Diversity and inclusion is essential to our culture and our success. It fosters big ideas, fresh perspectives and opportunities, and bold leadership.  It plays an essential role in innovation, and it helps us play a more vital role in our communities.  Engaging in practices that support diversity, inclusion, and equality is a basic part of how we do business.  Signing on to the White House Equal Pay Pledge reinforces and validates what we already deliver to our employees:  equal pay for comparable work, experience and performance, regardless of gender, race, religion, or age. We're proud to continue the practices that have created our fair and equitable workplace. Autodesk today announces that we are signing the White House Equal Pay Pledge. Autodesk looks at inclusion comprehensively—how we attract, retain and develop top talent; how we include the widest range of entrepreneurs and developers using our software in our ecosystem; and how we expand opportunity globally to underrepresented segments of society. Equal pay is at the foundation of inclusion—this means we consider all of our employees, with all of the dimensions of diversity that they bring, whole contributing members of our organization deserving of equal compensation. We currently conduct an annual review our compensation packages based on gender and ethnicity, but we recognize there is still much more to do and that signing this pledge is a commitment to ongoing self-reflection and analysis as an organization, which is why we do not take this lightly. In addition to a commitment to equal pay, our signature is also a commitment to creating and maintaining an inclusive environment where people can contribute fully and achieve personal and professional success.  Colgate-US has long been highly committed to the principles of fairness and equity the White House Equal Pay Pledge serves to support and is proud to add its name to the number of organizations taking this pledge. eBay - For more than 20 years, eBay has sought to build a company that supports Connected Commerce – commerce that is enabled by people, supported by technology, and open to everyone.  In accordance with our vision, we believe deeply that we must have a diverse workforce and an inclusive workplace to ensure we reflect the perspectives of the tens of millions of customers that we serve globally.  That’s why eBay is proud to join with the White House in pledging to close the gender wage gap.  We at eBay are committed to ensuring that we pay our people fairly based on their role, contribution and impact – not on factors unrelated to the work they do.  We have supported strategic initiatives, like our Women’s Initiative Network (WIN) and eBay Women in Technology (eWIT), that aim to support gender diversity in our workplace and the ability of women to build lasting, successful careers at our company.  Additionally, in early 2016, we undertook an extensive, global study of gender pay equity that considered the main components of compensation.  We are pleased to report that our study found pay parity between male and female employees.  Going forward, we are committed to conducting on-going reviews of our compensation practices and, when necessary, we will take appropriate action to make sure that our employees continue to be paid fairly and equitably.  Ongoing commitment to equal pay principles is essential to ensuring we deliver on this pledge, and we will continue to review our practices globally to make sure we are creating the best possible workplace for all of our employees.  Edison International, we understand that diversity of thought is fueled by diversity of people engaged in an inclusive and fair work environment. We are committed to ensuring that gender pay equity is a part of the fairness experienced by all of our employees. Therefore, we are pleased to sign the White House Equal Pay Pledge. We are a diverse company that succeeds when our employees are able to bring their best selves to the workplace. The ability to attract, retain, and develop a diverse workforce allows us to leverage our unique experiences, better reflect the communities we serve, and ensure equity and inclusion that benefits both our company and our customers. As part of our pledge, we commit to continue our annual review of compensation, which is used to understand any potential gaps in pay and to take action when appropriate. In addition, Edison International aims to further increase equal employment opportunities and to break down employment barriers by continually seeking diverse representation in our hiring and promotional opportunities. We continue to analyze and evolve our pay practices and market demands for talent and to foster an inclusive work environment where our employees can fully contribute, find opportunities for advancement, and feel valued. The Estée Lauder Companies is honored to partner with the White House in its effort to promote gender equality in the workplace.  As a Company founded by a pioneering entrepreneur, Mrs. Estée Lauder, we are proud to continue her legacy of empowering women, supporting families, and promoting equality. Founded on strong family values 70 years ago, we have always believed that our people are our greatest asset. We take pride in maintaining a unique, creative and diverse workforce where everyone’s contributions are fairly rewarded.  We are proud that women constitute 85% of our employees worldwide, with 50% of our senior vice president positions and above in the U.S. held by women. We understand that equal pay not only affects women but also their families, their communities, and our shared economy. By signing the Equal Pay Pledge, we are underscoring our commitment to ensure that all women and men are compensated fairly in terms of capabilities and experience. We remain committed to providing a dynamic and supportive workplace for all our employees to foster their growth, success and well-being.  Exelon is pleased to sign the White House Equal Pay Pledge and we are committed to doing all we can to help close the national gender pay gap. Research shows that the typical American working woman makes 79% of what the typical working man makes – this translates to a loss of $500,000 over her lifetime. For Latino and African American women this cumulative loss nearly doubles. Diversity and inclusion is critical to Exelon's success and our workforce programs must include transparency and fairness. As a result, we are joining other leading companies and conducting an annual audit of compensation, hiring and promotion practices. Through these efforts, Exelon is stating unequivocally that we value every worker, male and female. Advancing pay equity is not simply good business practice, but the right thing to do. The Honest Company is honored to sign the White House Equal Pay Pledge and join the other companies who have taken on this economic and social imperative.  Our mission – to empower people to live a happy & healthy life - is at the heart of our business, and our company culture embodies our name: Honesty, Transparency, Openness. This applies both to how we treat our consumers as well as our employees. Diversity and gender equity are strategic pillars for our organization, and we are committed to ensuring all employees benefit from a workplace that is inclusive and fair. We are proud to stand with the White House and other companies who share these values.  InterContinental Hotels Group: Our ambition is to be number one for guests, owners and colleagues. A critical part of this ambition is our commitment to upholding equitable compensation practices regardless of race, gender or ethnicity. That’s why we are pleased to sign the White House pledge. Mastercard: We believe that diversity and inclusion are essential to creating an inclusive environment for our colleagues, helping them to better serve our customers worldwide. At the same time, to ensure that our employees reflect the customers we serve and today, we source talent from numerous industries and backgrounds. We are committed to this important pledge and will continue to review and enhance our policies and practices to ensure they reflect our values and connecting our employees to "Priceless Possibilities." Our "Whole You" program is based on the premise of providing benefits to employees at different stages of life both at work and outside of work. MWWPR was founded 30 years ago on progressive ideals that continue to fuel our vision, inspire our progress, and motivate our employees today. Our agency's ethos of "Matter More" serves as our guiding principle - we strive to not only help our clients matter more to the people who matter most, but to ensure that all our employees feel valued for the contributions they make. Engaging and retaining our incredible staff is our agency's highest priority, and demonstrating fairness and inclusion is fundamental to our talent strategy. Our management committee is comprised of a majority of women, many of whom actively mentor junior female colleagues, and we regularly review our hiring and promotion processes to ensure we are evaluating and rewarding all employees equally. For MWWPR, signing the Equal Pay Pledge is an important next step in demonstrating our commitment to our people, and we are honored to be the first public relations firm to take the pledge. We hope to inspire our colleagues in the industry to make a similar commitment, and are proud to stand with other leaders in the business community as we continue prioritizing equality and transparency across our agency. Nestlé in the US: At Nestlé, we value our employees’ health and wellness, which includes the opportunity to work in an environment where one feels empowered, appreciated and respected.  Enhancing gender balance in our workforce is one of our company’s core societal commitments, globally and in the U.S., which is why each of our operating companies in the US is pleased to reaffirm our commitments by signing the White House Equal Pay Pledge.  2016 marks Nestlé’s 150th year in business and we know that in order to be in business for the next 150, we must promote inclusive opportunities that respect the contribution of all of our employees.  Nestlé believes that striving towards equal pay, fair hiring, retention and promotion practices, and investing in leadership and professional development opportunities for women is good for our people, our consumers and our business.  We remain dedicated to enhancing gender balance in our workforce. To that end, we will continue to invest in programs including providing support for dual-career spouses as part of our International Dual Career Network, hosting networking events in conjunction with the Network of Executive Women Leadership Summit, continuing to find opportunities to publicly celebrate the accomplishments of our women executives throughout our businesses and encouraging eligible employees to take advantage of our Parent Support Policy, which offers up to 14 weeks of paid leave for primary caregivers with the option of extending unpaid leave up to six months. Each Nestlé business in the US will continue to review its hiring practices, assessments, and promotion decisions at the business level on an annual basis and work towards improving our ability to achieve gender balance and foster an equitable environment for all of our employees.  New Belgium Brewing is proud to sign on to the White House Equal Pay Pledge. As a 100% employee owned company, we know that when we take care of one another our workplace and our business are healthier. We’re proud to have women and men in every part of our company working side by side, earning wages that reflect our commitment to equal pay, advancement based on merit, and a spirit of community. SoulCycle: Led by a female CEO and founded by two women, SoulCycle's commitment to supporting and advancing women has always been part of the company's DNA. The support and respect that we extend to each rider who walks through our 67 studio doors extends to our company-wide culture.  We're committed to nurturing the health and happiness of all of our team members, and that includes our hiring practices and compensation.  As a company, we understand the importance of supporting and advancing women throughout their careers, and we know that our team thrives when they're compensated fairly for their contributions.  We're proud that women make up 86% of our studio leadership. We applaud the White House for its efforts to eliminate the gender wage gap and promote equal pay.  We pledge to continue taking action individually and collectively as a team to pay equality.  Square is proud to sign the Equal Pay Pledge as a natural extension of our existing commitment to pay equity.  Square was built on the principle of inclusion which is reflected not only in the products and services that we provide to our sellers, but also in our internal policies and work environment.  We strive to recruit, retain, promote, and compensate our employees on the basis of their qualifications, performance, and potential.  We also work with our managers and employees in efforts to prevent gender-based bias from entering the workplace.  Most of all, we are committed to continually reviewing our policies and practices to identify and act upon further opportunities for improvement—we will always strive for inclusion, fairness, and equality.  Workday - Since day one, we’ve embraced diversity – including different experiences, perspectives, insights, backgrounds, and skills – because it fuels innovation, and creates a broader connection to the world. We believe that all employees deserve equal pay, and an equal chance to succeed. That’s why we’re proud to join the White House in signing the Equal Pay Pledge, as it supports our ongoing commitment to close the gender wage gap. As part of this commitment, we’ve developed reporting capabilities within our product that can uncover and potentially address the gender wage gap. We and many of our customers use these reporting capabilities to evaluate our pay practices to ensure our employees are compensated fairly. Knowledge is power, and we believe that technology can provide the information organizations need to create a more equal and inclusive workplace. Yahoo, with more than one billion unique users across the world each month, has a distinct opportunity to leverage the power of our platforms to advance inclusion and diversity at the company, and across the tech industry. We recognize that building an inclusive and diverse workplace is more than a theoretical goal. It is a mission-critical business imperative that we must address with the same level of urgency and commitment that we apply to other strategic initiatives. And pay equity is a critical and inextricable component of this mission. We are proud to have been recognized in 2015-2016 for our strides in paving the way for gender equality (Watermark Index Award winner), for being a best place to work for LGBT employees (scoring 100% on Human Rights Campaign Corporate Equality Index for the tenth year in a row), for being a best place to work for parents (named by Elle Magazine and Fatherly.com), and by being named as an employer whose work significantly impacts communication access for people with hearing loss (receiving the National Access Award by the Hearing Loss Association of America (HLAA)).  Zillow Group is honored to sign the White House Equal Pay Pledge and join other companies who are committed to this effort. Zillow Group evaluates pay equity twice a year, is building out training to be aware of our unconscious biases, and reviews hiring and promotion processes. We are constantly striving to ensure that our compensation and benefits package matches our values of inclusion and equity. In addition to our generous maternity and parental leave policies, Zillow Group offices have designated nursing rooms, fully equipped with hospital grade pumps and fridges. Since 2010, we have offered free overnight breast milk shipping for nursing mothers on business trips. As a company, we invest in our people since they are investing in us. We believe the private sector plays a critical role in reducing the national pay gap and are proud of our internal efforts to provide gold-star benefits and gender pay equity for all our employees.  WE ARE ALSO JOINED BY THE FOLLOWING BUSINESSES: Association of Equipment Manufacturers AttainIT Avanade Inc. Avila Retail Branding Brand Cava Grill DCode42 GBD Architects Incorporated Global Experience Specialists Harris Miller Miller & Hanson Inc Hired, Inc. Margaux's Bookkeeping, Inc. Omada Health Periscope Data RizePoint Robinson & Kardonsky, P.C. Spottswoode Winery Stanton Chase International Teslights LLC. Thrive Global Venesco LLC Vmware Vonage WP Engine          BUILDING ON A RECORD OF SUPPORTING WORKING FAMILIES Since taking office, President Obama and his Administration have taken a number of actions to support working families and combat the pay gap, including: Publishing a final regulation by the Department of Health and Human Services to implement the Child Care and Development Block Grant Act of 2014. The program provides subsidies to working families and last year provided services for roughly 1.4 million children aged 0-13, most of whom are younger than 5. The rule, which has not been comprehensively revised since 1998, will provide a roadmap to states on how to implement the new law and clarify ambiguities around provisions that deal with eligibility for services; health and safety requirements; and how best to support the needs of parents and providers as they transition to the new law.  It also clarifies that worker organizations can provide professional development to child care workers and contribute to discussions around the rates states set for subsidies. Signing his first piece of legislation as President, the Lilly Ledbetter Fair Pair Act, in January 2009 making it easier for employees to challenge unfair pay practices. Creating the National Equal Pay Task Force in January 2010 to implement his pledge to crack down on violations of equal pay laws, which included representatives from the Equal Employment Opportunity Commission, the Department of Justice, the Department of Labor, and the Office of Personnel Management. The Task Force has issued reports on its progress, including Fighting for Equal Pay in the Workforce, Keeping America’s Women Moving Forward, and Fifty Years After the Equal Pay Act.  In addition, since the creation of the Equal Pay Task Force in 2010, the EEOC has received over 18,000 charges of sex-based pay discrimination, and through its independent enforcement efforts, the EEOC has obtained over $140 million in monetary relief for victims of pay discrimination on the basis of sex.  Calling on Congress to pass the Paycheck Fairness Act, commonsense legislation that would strengthen the Equal Pay Act of 1963 by closing loopholes in the defenses for equal pay violations, providing stronger remedies, and expanding protections against discrimination for employees who share or inquire about information about their compensation at work. Signing a Presidential Memorandum in May 2013 directing the Office of Personnel Management to develop a government-wide strategy to address the gender pay gap in the federal workforce, leading to a report in April 2014 and new guidance in July 2015—which cautioned against reliance on a candidate’s existing salary to set pay, as it can potentially adversely affect women who may have taken time off from their careers or propagate gaps due to discriminatory pay practices by previous employers. Issuing an Executive Order in April 2014 and publishing a Department of Labor rule in September 2015 prohibiting federal contractors from discriminating against employees who discuss or inquire about their compensation. Announcing a White House Equal Pay Pledge, with more than 50 leading businesses signing on to take action to advance equal pay.  By signing the pledge, these companies are committing to conduct an annual company-wide gender pay analysis, review hiring and promotion processes, embed equal pay efforts in broader equity initiatives, and identify and promote best practices that will close the wage gap. Hosting a White House Summit on Working Families in June 2014, highlighting the issues that women and families face, setting the agenda for a 21st century workplace, and announcing of a number of steps to help working families thrive. Hosting the United State of Women Summit in June 2016, highlighting the progress that has been made over the course of this Administration and discussing public and private sector solutions to the challenges that still lie ahead. Signing a Presidential Memorandum in January 2015 directing federal agencies to advance six weeks of paid sick leave to federal employees with new children, calling on Congress to grant another six weeks of paid leave for federal employees, and calling on Congress to pass legislation that gives all American families access to paid family and medical leave. Publishing a final Department of Labor rule in May updating outdated overtime regulations, expanding overtime pay protections to 4.2 million additional Americans, boosting wages for workers by $12 billion over the next 10 years, and allowing workers to better balance their work and family obligations. Issuing an Executive Order in February 2014 requiring federal contractors to raise their minimum wage initially to $10.10 an hour, indexing it, and lifting the tipped minimum wage (which disproportionately impacts women)—and urging Congress, states, cities, and businesses to do the same. Issuing an Executive Order in July 2014 and publishing a Department of Labor rule in December 2014 prohibiting federal contractors from discriminating in employment on the basis of sexual orientation or gender identity. Directing the Office of Personnel Management and federal agencies to enhance workplace flexibility for federal employees to the maximum extent practicable, including enshrining a right to request flexible work arrangements. Signing into law the Telework Enhancement Act of 2010, which requires agencies to support and establish policies for telework by eligible employees. Calling on Congress to pass the Pregnant Workers Fairness Act, which would require employers to make reasonable accommodations to workers who have limitations from pregnancy, childbirth, or related medical conditions (unless it would impose an undue hardship on the employer). The legislation would also prohibit employers from forcing pregnant employees to take paid or unpaid leave if a reasonable accommodation would allow them to work. Finalizing a Department of Labor rule updating its sex discrimination guidelines for federal contractors for the first time since 1978, to align with current law and address barriers to equal opportunity and pay, such as pay discrimination, sexual harassment, hostile work environments, a lack of workplace accommodations for pregnant women, and gender identity and family caregiving discrimination.  Collecting summary employee pay data from certain employers to improve investigations of possible pay discrimination, which remains a contributing factor to persistent wage gaps. Starting March 2018, The U.S. Equal Employment Opportunity Commission (EEOC) will add the summary pay data to the annual Employer Information Report or EEO-1 report that is coordinated by the EEOC and the Department of Labor's Office of Federal Contract Compliance Programs. Increasing investments to expand access to high-quality early care and education, including efforts under the Race to the Top-Early Learning Challenge program, Preschool Development Grants, Head Start and Early Head Start, and a landmark proposal that helps all eligible working families with young children afford high-quality child care. Announcing the Department of Labor’s award of $54 million in “Strengthening Working Families” grants to help low- to middle-skilled parents access the affordable, quality child care they need to earn an education, participate in training programs, and compete for better-paying jobs in emergency industries. Expanding access for women to higher-paying jobs through a proposed rule updating equal employment opportunity requirements in registered apprenticeships and through a Mega-Construction Projects (MCP) Initiative at the Department of Labor. 

07 декабря, 17:32

BCG: регионы должны рекламировать свои успехи

Об изменении отношений к краткосрочным инвестициям, а также о том, что нужно сделать для повышения инвестиционной привлекательности в РФ, в интервью на канале "Россия 24" рассказал председатель Boston Consulting Group (BCG) в России Владислав Бутенко.

07 декабря, 17:32

Бутенко: регионы должны рекламировать свои успехи

Об изменении отношений к краткосрочным инвестициям, а также о том, что нужно сделать для повышения инвестиционной привлекательности в РФ в интервью на канале "Россия 24" рассказал председатель Boston Consulting Group (BCG) Россия Владислав Бутенко.

06 декабря, 21:59

How China Could React To Trump’s Taunts, From The Best- To The Worst-Case Scenario

Donald J. Trump’s phone call this past weekend with Taiwan president Tsai Ing-wen has caused so much consternation among political analysts and advisors to both governments that the reaction has been dubbed #TaiwanFreakout. While Trump tweeted about it as if he had just picked up the phone when Tsai rang, casually overturning decades of protocol, the conversation was well planned, according to a Taiwan official. That planning didn’t involve contacting the current U.S. State Department, outgoing secretary of state John Kerry said on Sunday—another reminder of how far out on a limb the incoming Trump administration is willing to go on foreign policy. “There are serious risks posed by his failure to take briefings by government professionals, and he appears to have little respect for the potential damage of actions taken without understanding long-standing U.S. national security concerns,” wrote Jeffrey A. Bader, a senior fellow at the John L. Thornton China Center, echoing the concerns of many. Making things worse, Trump stirred the pot further by accusing China on Twitter of keeping its currency artificially low (the opposite is happening) and building a military complex in the South China Sea (which is true), thereby indicating that the Tsai call could be the beginning of a radical shift in policy, not a one-off. Both global human-rights activists and hawkish U.S. Republicans concur—the long-running policy of carefully appeasing Beijing’s sensitivities has not had the results the U.S. has desired. But the danger of shifting policy so profoundly is that no one really knows how China, led by a president who has been ruthless in destroying his own political enemies and cracking down on Chinese citizens, will react. Here’s a range of things Beijing could do, from the shrug-worthy to the downright terrifying. Do nothing. China’s foreign ministry has already said that Trump was “tricked” by Taiwan into taking the phone call. Beijing could continue to peddle that line, despite reports to the contrary, in order to downplay the event and avoid having to react to it. That’s not unprecedented. Last year, for example, after the U.S. sent a warship through disputed territory in the South China Sea that Beijing claimed as its own, Beijing did little more than warn the U.S. against “dangerous or provocative acts” in the future, despite dire predictions before the event. The fact that Trump has not taken office yet gives Beijing an easy out, although ignoring the behavior entirely could make the Xi Jinping government seem uncharacteristically weak at home. On Monday, China’s foreign ministry said “President-elect Trump’s team, is very clear about China’s solemn position on this issue,” but nothing further. Punish Taiwan’s government. Since Trump is still not officially president, China can’t target him, but it could punish Taiwan to send him a message, said the nationalistic state tabloid Global Times. One way would be to pressure the few nations (including the Vatican City and Panama) that maintain formal diplomatic relations with Taiwan to abandon their ties. Punish Taiwan’s businesses. It would be easier for Beijing to impose trade embargoes on Taiwanese goods than start a trade war with the U.S., Lian Qingchuan, a Chinese political commentator, told Quartz. Because China is by far Taiwan’s biggest trade partner, any changes in trade could “deal a huge blow” to the island, he explained. Taiwan exported $29 billion in electronics to China in 2015, its largest export. That’s more likely than introducing a trade embargo on the U.S., because China and the US are equally dependent on each other economically, Lian said. Taiwan’s businesses in China could also suffer from the Trump-Tsai call. Speaking at a forum with Taiwanese businessmen after the phone call, Zhang Zhijun, head of China’s Taiwan Affairs Office, warned against supporting Taiwan independence after returning “to the island with money earned from the mainland.” Taiwan businessman are already lining up to show their support for Beijing. Seafood restaurant chain Hai Pa Wang bought an ad in a local paper pledging support to the “One China” principle on Dec. 5, while the Taiwan government denounced China’s “political intervention” in Taiwanese businesses. Punish U.S. companies. Some of the U.S.’s largest companies, and biggest employers, are heavily dependent on the Chinese market, including Apple, Boeing, and General Motors. Lower-end luxury-goods makers like Michael Kors are banking on huge growth in China in the future. One Chinese state-backed tabloid has already suggested China would stop buying Boeing planes, iPhones, and U.S. agricultural products if Trump put a high tariff on Chinese imports to the U.S. U.S. technology companies are already stymied by new, opaque laws aimed at making it more difficult for them to do business in China. U.S. businesses are forbidden from investing in certain sectors, and are having difficulty getting cash out of China. Any new restrictions or rules could hit their bottom line directly. Still, “most viable options would hurt China more than the U.S.,” Christopher Balding, a professor of economics at Peking University, told Quartz. “Any trade war would cause much bigger disturbances for Chinese exporters in a weak economy than the U.S.,” he said, in part because U.S. companies manufacture for China in China, while very few Chinese firms manufacture for the U.S. in the U.S. Sever relations with the U.S. While the idea that leaders from the world’s two largest economies would stop communicating entirely seems almost unfathomable, that’s what some Chinese political analysts are recommending. “If he continues to call Taiwan a country we [should] sever relations with him,” Shen Dingli, a professor of international relations from Shanghai’s Fudan University, said to the Guardian. “I don’t know what the government would do [but] I know what I would do: I will close our embassy.” Since the U.S. recognized the Beijing government as the head of China in 1979, that has never happened, although the U.S. embassy in China was evacuated during the Tiananmen Square crackdown of 1989. Threaten Taiwan militarily. This may sound like an extreme step, but China’s stated policy on Taiwan is that it will use “non-peaceful means”if Taiwan declares independence, despite the fact that Taiwan has held free and independent elections for years. After the U.S. granted a visa to Taiwanese leader Lee Teng-hui in 1995, Beijing retaliated by holding military exercises near Taiwan that included missile tests. “Another Chinese missile test in the Taiwan Straits is a possibility, so is official neglect of complaints by, or harassment of, Taiwanese in mainland China,” Chung Chien-peng, head of the political science department at Hong Kong’s Lingnan University, told Quartz. Threaten the U.S. militarily. While no one believes that this is a likely direct outcome of the Tsai-Trump phone call, the potential for a military conflict between China and the US in the future seems to one reason for the “Taiwan freakout.” Trump railing against China on Twitter like it is a Celebrity Apprentice feud is not funny, but deeply, deeply worrying for the world.— Ed Miliband (@Ed_Miliband) December 4, 2016 China has the world’s largest military, by sheer number, with 2.3 million active-duty personnel compared to the U.S.’s 1.5 million, and has been modernizing its navy by adding hundreds of ships. What Trump and his advisors may not understand is that the Chinese government “views the U.S. as an actual physical threat to the nation and system of government in China,” Balding said, and things between the two nations are “more tense than most people understand.” The only reason tensions have not been higher is “U.S. foreign policy has been so acquiescent for so long that there was very little to fight about.” Tom Tsui contributed reporting. This article originally appeared on Quartz. -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

06 декабря, 19:30

Donald Trump Says He'll Cancel Boeing's Air Force One Contract

President-elect Donald Trump said Tuesday that he will cancel Boeing’s contract to build a new Air Force One, citing “out of control” costs. Trump tweeted, “Boeing is building a brand new 747 Air Force One for future presidents, but costs are out of control, more than $4 billion. Cancel order!” The current cost of the program is not, however, more than $4 billion. The Defense Department has budgeted $1.65 billion for the two planes, Reuters reported in January when Boeing won the contract. In response to Trump’s comments, Boeing said its current contract with the Air Force is just $170 million.  Sen. Claire McCaskill (D-Mo.), a member of the Armed Services Committee, which oversees defense contracts, was perplexed by Trump’s claims. “I don’t know where he got the number — he certainly didn’t get it from Boeing,” she said. “All of it has been contracted — it is a planning contract — in order for the Air Force to avoid cost overruns and unreasonable requirements. So I don’t know how he tweets a number when no one knows where it comes from.” It’s not clear if Trump will act on his threat. Later in the morning, he told reporters assembled at Trump Tower that costs are “totally out of control. It’s going to be over $4 billion for Air Force One ... and I think it’s ridiculous. I think Boeing is doing a little bit of a number.” “We want Boeing to make a lot of money, but not that much money,” he added. “We’re going to look for ways to save money,” Trump spokesman Jason Miller said on a call with reporters on Tuesday morning. “We’ll have specifics after the president is sworn in.” Boeing shares fell just under 1 percent when the stock market opened. They have risen since, erasing about half of that initial decline. Miller said that Trump sold the Boeing stock he had owned in June. Trump’s transition team did not immediately provide documentation to back up Miller’s claim. A Boeing spokesperson declined to comment on the matter.  We want Boeing to make a lot of money, but not that much money. President-elect Donald Trump Trump’s threat to cancel a high-profile, over-cost defense contract is not out of the ordinary. Shortly after taking office, President Barack Obama criticized a $11.2 billion project to build a fleet of 28 new Marine One helicopters for him to use. “The helicopter I have now seems perfectly adequate to me. Maybe I’ve been deprived and I didn’t know it,” Obama said in response to a question from Sen. John McCain (R-Ariz.), who had singled out the helicopter contract as an example of wasteful spending. “It is an example of the procurement process gone amok, and we are going to have to fix it.”  Building a new Air Force One is so expensive because the plane must have “unique communications, safety and self-protection features so that the president can function under the most trying circumstances — like nuclear war,” defense consultant Loren Thompson told The Washington Post. On Monday night, The Washington Post’s Craig Whitlock and Bob Woodward reported that the Defense Department had buried a report that found $125 billion in waste. The report showed that the Pentagon spends about a quarter of its budget on what are essentially back-office tasks.  function onPlayerReadyVidible(e){'undefined'!=typeof HPTrack&&HPTrack.Vid.Vidible_track(e)}!function(e,i){if(e.vdb_Player){if('object'==typeof commercial_video){var a='',o='m.fwsitesection='+commercial_video.site_and_category;if(a+=o,commercial_video['package']){var c='&m.fwkeyvalues=sponsorship%3D'+commercial_video['package'];a+=c}e.setAttribute('vdb_params',a)}i(e.vdb_Player)}else{var t=arguments.callee;setTimeout(function(){t(e,i)},0)}}(document.getElementById('vidible_1'),onPlayerReadyVidible); Trump’s criticism of Boeing may not, however, have been triggered by the cost of the new Air Force One project alone. The company announced last year that it would open a factory in China to do final assembly work on certain types of planes ordered by Chinese customers, The Wall Street Journal reported. China, in turn, has agreed to buy $38 billion in planes from Boeing. Boeing is no stranger to the long, complicated process of defense contracting and has a formidable lobbying presence in Washington. The company is also not afraid to push state and local governments for tax breaks to increase its profitability. In 2001, Boeing announced it would move its headquarters from its historic home in Seattle to Chicago. In return, Chicago offered the company a set of incentives worth $60 million, beating out Denver and Dallas in a tax-break bidding war.  In September, Boeing won approval from the U.S. government to sell 109 planes worth $17.6 billion to Iran Air. Previously, Boeing and other American companies had been restricted from doing business with Iran due to U.S. sanctions against the country. Those sanctions were relaxed, however, as part of the Iran nuclear deal. Europe’s Airbus has also been allowed to sell planes to Iran in the wake of the agreement. Michael McAuliff contributed reporting. This story has been updated with comment from Claire McCaskill. -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

06 декабря, 19:30

Donald Trump Says He'll Cancel Boeing's Air Force One Contract

President-elect Donald Trump said Tuesday that he will cancel Boeing’s contract to build a new Air Force One, citing “out of control” costs. Trump tweeted, “Boeing is building a brand new 747 Air Force One for future presidents, but costs are out of control, more than $4 billion. Cancel order!” The current cost of the program is not, however, more than $4 billion. The Defense Department has budgeted $1.65 billion for the two planes, Reuters reported in January when Boeing won the contract. In response to Trump’s comments, Boeing said its current contract with the Air Force is just $170 million.  Sen. Claire McCaskill (D-Mo.), a member of the Armed Services Committee, which oversees defense contracts, was perplexed by Trump’s claims. “I don’t know where he got the number — he certainly didn’t get it from Boeing,” she said. “All of it has been contracted — it is a planning contract — in order for the Air Force to avoid cost overruns and unreasonable requirements. So I don’t know how he tweets a number when no one knows where it comes from.” It’s not clear if Trump will act on his threat. Later in the morning, he told reporters assembled at Trump Tower that costs are “totally out of control. It’s going to be over $4 billion for Air Force One ... and I think it’s ridiculous. I think Boeing is doing a little bit of a number.” “We want Boeing to make a lot of money, but not that much money,” he added. “We’re going to look for ways to save money,” Trump spokesman Jason Miller said on a call with reporters on Tuesday morning. “We’ll have specifics after the president is sworn in.” Boeing shares fell just under 1 percent when the stock market opened. They have risen since, erasing about half of that initial decline. Miller said that Trump sold the Boeing stock he had owned in June. Trump’s transition team did not immediately provide documentation to back up Miller’s claim. A Boeing spokesperson declined to comment on the matter.  We want Boeing to make a lot of money, but not that much money. President-elect Donald Trump Trump’s threat to cancel a high-profile, over-cost defense contract is not out of the ordinary. Shortly after taking office, President Barack Obama criticized a $11.2 billion project to build a fleet of 28 new Marine One helicopters for him to use. “The helicopter I have now seems perfectly adequate to me. Maybe I’ve been deprived and I didn’t know it,” Obama said in response to a question from Sen. John McCain (R-Ariz.), who had singled out the helicopter contract as an example of wasteful spending. “It is an example of the procurement process gone amok, and we are going to have to fix it.”  Building a new Air Force One is so expensive because the plane must have “unique communications, safety and self-protection features so that the president can function under the most trying circumstances — like nuclear war,” defense consultant Loren Thompson told The Washington Post. On Monday night, The Washington Post’s Craig Whitlock and Bob Woodward reported that the Defense Department had buried a report that found $125 billion in waste. The report showed that the Pentagon spends about a quarter of its budget on what are essentially back-office tasks.  function onPlayerReadyVidible(e){'undefined'!=typeof HPTrack&&HPTrack.Vid.Vidible_track(e)}!function(e,i){if(e.vdb_Player){if('object'==typeof commercial_video){var a='',o='m.fwsitesection='+commercial_video.site_and_category;if(a+=o,commercial_video['package']){var c='&m.fwkeyvalues=sponsorship%3D'+commercial_video['package'];a+=c}e.setAttribute('vdb_params',a)}i(e.vdb_Player)}else{var t=arguments.callee;setTimeout(function(){t(e,i)},0)}}(document.getElementById('vidible_1'),onPlayerReadyVidible); Trump’s criticism of Boeing may not, however, have been triggered by the cost of the new Air Force One project alone. The company announced last year that it would open a factory in China to do final assembly work on certain types of planes ordered by Chinese customers, The Wall Street Journal reported. China, in turn, has agreed to buy $38 billion in planes from Boeing. Boeing is no stranger to the long, complicated process of defense contracting and has a formidable lobbying presence in Washington. The company is also not afraid to push state and local governments for tax breaks to increase its profitability. In 2001, Boeing announced it would move its headquarters from its historic home in Seattle to Chicago. In return, Chicago offered the company a set of incentives worth $60 million, beating out Denver and Dallas in a tax-break bidding war.  In September, Boeing won approval from the U.S. government to sell 109 planes worth $17.6 billion to Iran Air. Previously, Boeing and other American companies had been restricted from doing business with Iran due to U.S. sanctions against the country. Those sanctions were relaxed, however, as part of the Iran nuclear deal. Europe’s Airbus has also been allowed to sell planes to Iran in the wake of the agreement. Michael McAuliff contributed reporting. This story has been updated with comment from Claire McCaskill. -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.