5 Questions To Ask Before Signing a New Mobile Phone Contract

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Signing a mobile contract locks you into ongoing payments for 12 months or more, so it’s important to find the best deal before you commit. Here are 5 questions you should ask before signing a new mobile phone contract.

1. What is network coverage like in my local area?

Save time by checking coverage before talking to providers. Ofcom’s postcode-based checker reveals which of the four main networks have good coverage – indoors and out – in your area. For more detailed results, including 5G coverage, which supports mobile data at twice the speed of average home broadband connections, check with the networks themselves by clicking here: EE, O2, Three and Vodaphone.

If your preferred provider isn’t one of those four, it will be a mobile virtual network operator (MVNO), which buys and resells airtime on one of the listed networks. Coverage will be identical to the host network, even if it doesn’t offer the same full range of services. To gauge their coverage, look up the appropriate host on the list of MVNOs at Uswitch.com.

2. Will I be charged for roaming?

Post-Brexit, some UK operators are introducing charges for calls and data in Europe. Vodafone, EE and Three charge £2 a day for using your bundled allowance outside the UK and the Republic of Ireland, and even those that don’t yet charge in the EU routinely apply a supplement when travelling further afield.

You can often avoid roaming charges by opting for a more expensive contract. Vodafone’s Unlimited data Xtra plan with 4 Xtra benefits costs £37, but doesn’t charge for roaming in far-flung locations like Canada, New Zealand and Australia. By avoiding the £6 per day you’d otherwise pay in those states, you’ll offset a month’s bill in about five days.

Don’t forget to ask if your network applies ‘fair-use’ limits when roaming, and whether these have been reduced since Brexit. Exceeding them will land you with excess fees.

3. Can I save money by buying the handset outright?

Spread the cost of your phone over the term of your contract and you’ll often pay a slightly higher price for the convenience. Calculating the difference between these cumulative payments and the up-front cost you would otherwise pay can help you work out the best way to finance your next device.

You may like to read: Choosing A New Cellphone Company

A 128GB iPhone 13 Pro with 24-months of unlimited airtime (this includes data, minutes and texts) costs £1804 at EE. The same airtime bought SIM-only costs £35 a month, so EE is selling the phone at a competitive £964. The same handset is only £15 cheaper from Apple, so by spreading the cost you’re effectively charged interest at just 0.42% APR.

At Three, a 128GB Google Pixel 6 with 100GB of data costs £1109 over two years. Google sells the same phone for £599 and, when you add £16 a month for 100GB of data and calls, you’d be £5.25 per month better off if you pay up front, avoiding the equivalent of 5.68% APR interest.

4. How much data do I need?

Make sure you know what you already use, as upgrading your phone shouldn’t greatly impact how much data you need. On Android, open Settings and tap ‘Network and Internet’, then your network provider’s name, followed by ‘Mobile data usage’. On iPhone, open Settings, tap ‘Mobile data’, and check the figure beside Current Period.

5. Can I switch providers when my contract ends?

Since December 2021, operators have been banned from selling phones locked to their own network, or airtime contracts of more than two years. So, check that your payments will be reduced to SIM-only rates once you’ve paid for your handset.

If you’re signing up to a 12-month airtime contract but paying for the handset over two years, make sure you’re not committed to another year of voice and data charges when the initial airtime contract expires.

By: Nik Rawlinson

Source: 5 questions to ask before signing a new mobile phone contract

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Why Some Fund Managers Prefer Dividends Over Share Buybacks

Now that the full extent of the market rout in 2022 is coming into view, some investors are reassessing their strategies and, in some cases, starting to consider dividend stocks and dividend-focused funds.

Record dividend payments in 2022

It’s no secret that 2022 was a bleak year for stock returns. However, companies in the S&P 500 paid out a record $565 billion in dividends throughout the year. Data from S&P Dow Jones Indices reveals that dividend payouts from the index grew an impressive 10% year over year.

In a press release in January, analyst Howard Silverblatt of S&P Dow Jones Indices said 2023 should bring another record year for dividend payouts—even in the event of a “full recession.” He expects rising interest rates and bond yields to “exert upward pressure on dividend payouts,” adding that competition for income will increase.

Of course, dividends aren’t the only way company managements incentivize shareholders to own their shares. Buybacks are another popular strategy, although some fund managers prefer dividends over buybacks for several reasons. In fact, investors who are considering buying into a company because of share buybacks should watch for a red flag.

Former PIMCO portfolio manager Austin Graff of Opal Capital, which just launched in 2022, warned that while many tech companies are buying back shares, they’re not reducing their share counts because they’re handing out stock-based compensation to executives and key employees — and issuing new shares to do it. In some cases, these companies are increasing their share counts even though they’re repurchasing shares.

A moral contract

Graff also prefers dividends because they act as a “moral contract” with management.

“For management to return capital to shareholders, it’s very public,” he added. “What companies are paying every quarter or year, they’re creating a moral contract to keep that up, or their stock faces negative ramifications. But they do buybacks when they want to, and there are negative consequences to buying back stocks at highs, not lows. It’s the opposite of what we would want to do with our own money.”

Warren Buffett and other high-profile investors speak very highly of dividend stocks. He added that if management teams did repurchase their shares at lows rather than highs, it would be great, but that’s not something most companies end up doing.

While dividends are anti-dilutive, many tech companies are in unique situations with heavy stock-based compensation. As a result, their stocks have declined as such companies lay off significant numbers of workers.

“Think of what that means,” Graff explained. “If they pay X dollars, and their stock’s at $100, they issue fewer stocks to that employee than if they’re paying X dollars and the stock is at $50. If the stock goes down, it creates more dilution for stock-based compensation than what was experienced at higher stock prices.”

How Warren Buffett rakes in billions on dividend stocks

Warren Buffett also likes dividend stocks, and it’s easy to see why. In fact, dividend stocks are one of the reasons the legendary value investor outperformed in 2022. Buffett’s Berkshire Hathaway is expected to generate over $6 billion in dividend income in the next 12 months.

Nearly half of Berkshire’s dividend income is estimated to come from only three stocks: Chevron CVX , Occidental Petroleum OXY and Bank of America BAC . Other top dividend payers for Berkshire include Apple AAPL and Coca-Cola KO .

Aside from Graff and Buffett, others started to see the value in dividend stocks in 2022. According to Morningstar MORN , investor interest in dividend-focused funds has jumped after the robust performance put up by dividend-paying names last year. Monthly net sales of the 128 U.S. equity funds with “dividend” in their names have jumped since the fall of 2021, while sales of those without “dividend” in their name have dropped.

Morningstar reported that dividend funds averaged a loss of 6.68% in 2022, versus the Vanguard Total Stock Market Index’s 19.6% plunge, which was similar to the average loss of other U.S. equity funds that don’t focus on dividends. One reason dividend funds performed better in 2022 is the lack of technology exposure.

Another reason is valuation. Last year, investors started to refocus their attention on valuations and multiples. Morningstar revealed that the price multiples of the companies that dividend funds tend to own are below the stock index average.

Protecting their dividends

At the end of the day, fund managers aren’t the only ones with a preference for dividends over buybacks. When the going gets tough, corporate managements have demonstrated a preference for protecting their dividend payments at all costs, meanwhile sacrificing their share repurchases to ensure their ability to keep paying their dividend.

S&P Dow Jones Indices reported that buybacks reached a new record in the first quarter of 2022 at $281 billion but declined in the second quarter to $220 billion and in the third to $211 billion.

While share buybacks ticked higher in the fourth quarter, Silverblatt said it may have been because companies accelerated their purchases to avoid the new 1% buyback tax that went into effect this year. In fact, that new 1% tax is one reason some fund managers prefer dividends over buybacks.

On one hand, a 1% tax isn’t much, but on the other, once a tax is in place, it creates the possibility of increasing that tax over time.

I am the founder and CEO of ValueWalk. What started as a hobby ten years ago, has turned into a well known financial media empire with millions of monthly

Source: Why Some Fund Managers Prefer Dividends Over Share Buybacks

.

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Tech Workers are Increasingly Taking Contract Jobs

Getty Images / Vox

A growing number of workers are going freelance, taking higher wages over benefits and job security. Christine Ruiz left her 9-to-5 job last summer to do the same work as a contractor instead. In both places, she’s a compliance manager, the person who makes sure a company’s software doesn’t run afoul of any policies.

But Ruiz wanted to pursue an advanced degree and believed that switching from regular employment to freelance would give her more flexibility. She, like many of the independent workers we spoke with, was also lucky enough to maintain health care coverage through her spouse.

“In years past, it maybe would have stressed me out a little bit more,” Ruiz said, “It’s worked out really well for me during this time period.” Ruiz is one of many high-skill workers who has found reasons to leave traditional employment for independent work, which can include contract, freelance, and any other contingent or non-traditional employment arrangements.

This type of work is generally considered less stable, and it lacks many of the benefits and protections that typical jobs have, like health care and unemployment insurance. That means it’s better suited to workers who have a financial or family cushion. But there’s also more flexibility in when and where people work, as well as a higher hourly wage. Many are interpreting this proposition as sufficiently worth the risk of going independent.

Companies like the idea, too. They’re increasingly incorporating the use of high-skilled, high-paid contractors — IT managers, software engineers, data analysts, accountants, nurses, lawyers, finance professionals — into their business plans, as a less expensive way to get talent with in-demand skill sets who typically have lots of options in a tight hiring market.

Companies are often willing to pay these people more on an hourly basis in exchange for getting to hire them for short-term contracts. “It’s a little bit chicken or the egg: Is it that the new workers, the millennials, the Gen Zs are preferring to have more freedom and better work-life balance, or is that really where the best opportunities are for their skill sets?” said Andrew Bartolini, founder and chief research officer at supply management research firm Ardent Partners.

Part of what’s leading more people to independent work is that regular employment doesn’t look so hot right now in certain industries. After a recent round of layoffs at the biggest, most profitable tech companies, including Amazon and Google, some workers are finding themselves unemployed and struggling to find the reasons why, when many of them were considered high-performers, at the top of their field.

These once-hot tech companies are starting to behave a lot like the rest of stodgy corporate America, making cuts simply to appease investors. Meanwhile, traditional industries are calling workers, who had done their jobs from home during the pandemic, back to the office in what can seem like an arbitrary power play. All of a sudden, contract work isn’t looking so bad…..Continue reading…

Rani Molla is a senior correspondent at Vox and has been focusing her reporting on the future of work. She has covered business and technology for more than a decade — often in charts — including at Bloomberg and the Wall Street Journal.

Source: Tech workers are increasingly taking contract jobs – Vox

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Performance Management vs Disciplinary Action: The Differences Explained

Many employers find performance management, or instigating disciplinary action against employees for misconduct, difficult and emotionally challenging. It can be hard for an employer to distinguish between misconduct and underperformance; it’s harder still managing an employee through either a disciplinary or a performance management process with confidence.

If you are required to take management action, to help you gain confidence in your processes which in turn may help you to build a better business, we have set out some differences between performance management and disciplinary action below.

What is Disciplinary Action?

If an employee is behaving improperly in the workplace, an employer may need to raise and address concerns regarding the employee’s conduct by means of a formal disciplinary process.

Employers should introduce and implement policies and procedures in line with the expected standards of behaviour in the workplace, so employees know what is considered acceptable conduct. These policies should be made available to all employees and the employer should be consistent in applying and enforcing these policies.

Disciplinary action is usually taken to address misconduct, which is defined as behaviour in the workplace which is generally unacceptable, or contrary to the employment contract, or breaches policies and procedures of a company.

What Are Some Examples of Misconduct?

Misconduct is behaviour that is considered unacceptable and inconsistent with employee obligations or duties, i.e., a breach of company policy or procedure.

Examples include:

  • unauthorised absences (including ‘sickies’)
  • lateness
  • bad language
  • poor presentation
  • misuse of company equipment

Serious Misconduct

Serious misconduct is defined as wilful and deliberate behaviour that is inconsistent with the continuation of the employment contract or causes serious and imminent risk to the reputation, viability or profitability of the business, or health and safety of a person. Examples includes theft, fraud, and assault.

Provided a fair process is followed, serious misconduct may give an employer grounds for instant, or summary, dismissal which means the employee is not provided with notice, or payment of notice in lieu.

Employsure is here for business owners and are committed to giving every business free initial advice. If this is a topic of concern and you need to get more from your staff, call us on 1300 207 182.

Appropriate Standards of Behaviour

It needs to be noted that not all misconduct is clear and obvious. For example, getting into a fight at work is clearly and obviously inappropriate behaviour in any workplace, however, expected behaviour when using company equipment may vary from business to business. It’s important to ensure that you’ve implemented – and consistently applied – a thorough code of conduct or standards of behaviour policy in your workplace in case an employee disputes an allegation of misconduct.

What is Performance Management?

Performance management is used to address poor performance. Poor performance is where an employee is not meeting the essential requirements of their role. If an employee is underperforming – for example failing to hit KPIs or unable to meet their remit due to lack of skills an employer may consider entering the employee into a performance management process.

As part of a fair process, the employer should identify the issue e.g., where skills are lacking, inform the employee and provide further training where appropriate. The employer should put in place a plan of action to address the performance issues and to give the employee an opportunity to improve to the required standard. Performance management should only address the requirements of the role, not behaviour in the workplace; it should be clear that misconduct is not poor performance.

While part of the performance management process is similar to disciplinary procedures, it is important for employers to not conflate the two concepts. If you’d like to know more about performance management, download Employsure’s free guide. For a more confidential chat, call Employsure’s Employer Helpline for free initial advice: 1300 207 182.

What’s the Difference?

A performance management process may result in further training or a performance management plan (PMP), or performance improvement plan (PIP), an opportunity to improve their performance.

A disciplinary procedure may not result in a behavioral management plan as it is not an employer’s responsibility to ensure their employees act reasonably and appropriately in the workplace. An employer’s duty is only to remind them of their expected behaviour in the workplace and ensure they abide by it.

By : Employsure

Source: Performance Management vs Disciplinary Action: The Differences Explained – Dynamic Business

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