The Employee Ownership Update
December 15, 2016
USDA Policy Change Supports Worker OwnershipIn a December 12 blog post, the US Department of Agriculture announced a new program to support the conversion of businesses to worker cooperatives and ESOPs. As of August, the Business & Industry (B&I) Guaranteed Loan Program can provide financing for a transaction.
The blog post describes a major aspect of this policy change: "Under the previous B&I rules, loans for purchasing businesses with a B&I guarantee required complete ownership transfer so that the selling owner retains no financial or ownership interest. This requirement made it difficult for the employees to take on such large loans and did not permit the selling owners to stay involved for transferring the know-how for running the business."
Bureau of Labor Statistics: ESOP ParticipationIn a December article, Defined contribution retirement plans: Who has them and what do they cost?, Eli R. Stoltzfus of the Bureau of Labor Statistics describes participation rates in various types of defined contribution (DC) retirement plans. Overall, he notes that 44% of private sector workers participate in a DC plan.
About 4% of those who participate in DC plans participate in ESOPs, which are far less common than savings and thrift plans, which include 401(k) plans. Seventy-four percent of private sector workers with DC plans participate in savings and thrift plans, followed by 19% in deferred profit sharing plans and 16% in money purchase pension plans.
New Research: How Do Employees Use Proceeds from Stock Purchase Plans?Fidelity released a new study on December 12 that described the ways that participants in employee stock purchase plans (ESPPs) used the proceeds from the sale of stock acquired through those plans:
|Category||Percentage of respondents using|
|Help with debt||34%|
|Reinvestment and retirement||19%|
|Home improvement and real estate||17%|
|Saving for a "rainy day"||11%|
New Research: Employee Ownership, Productivity, and Employee SatisfactionIn a December 13 article in the online Harvard Business Review, Alex Bryson (University College London) and Richard Freeman (Harvard University) note that "Since the mid-2000s, broad-based shared capitalist programs — in other words, programs where firms offer profit sharing and employee ownership to nonmanagers as well as managers — have spread to cover more employees than traditional forms of individual performance-based pay in Europe and the United States."
They say that the state of research is now sufficient to address—and refute—the three main economic arguments against profit sharing and employee ownership: the so called "free rider" problem (where individual employees do not work hard because they can rely on the efforts of others), the "line of sight" problem (where employees cannot see the impact of their own behavior on company success), and risk aversion. They describe these arguments as "debunked," and also cite findings showing increased productivity by shared capitalist firms and higher levels of employee satisfaction.
The NCEO on Current EventsThe NCEO will be posting analyses of current events as they relate to employee ownership, starting with our December 9 comment on the nomination of Andrew Puzder to be Secretary of Labor. You can visit (or bookmark!) our Employee Ownership and Current Events, which will be updated frequently. You can also follow us on Twitter to receive notifications of employee ownership in the news.
An excerpt from our first post in this series is here:
Andrew Puzder, CEO of CKE Restaurants and Donald Trump's nominee for Secretary of Labor, spoke on President-elect Trump's economic plan in a blog post right before the election. He characterized the proposed policies as being "populist" and aimed at "reducing income inequality... and opening paths to the middle class."
Employee ownership is economic populism. People who are angry at the concentration of elite power will recognize employee ownership as a way to shift the economy toward the middle class. Communities that have seen jobs slip away can use employee ownership to root economic activity locally. People who feel themselves to be disempowered cogs in an impersonal economic machine can learn how business works and, together with their co-workers, take responsibility for their own economic futures.