Personal Finance Checklist At Age 50

In a youth-oriented culture, it is easy to feel a little over the hill by the time you turn 50. When it comes to building wealth though, your 50s are the prime of your life - a period when you have a chance to emerge from debt, enjoy your peak earning years and start to see your investments make a serious contribution to your net worth.

To take advantage of this crucial phase of your financial life, it is important to understand some key factors that can help you make the most of your 50s.

Personal finance checklist at age 50

As you look over your financial situation once you turn 50, here are some things you should attend to:

1. Shift more heavily from borrowing to saving

Early in your career, accumulated savings are likely to be modest and it seems you are taking out one loan after another: student loans, car loans, home mortgages, etc. By the time you reach age 50 though, you should have greatly reduced your debt burden. In its place, you should see a growing portfolio of retirement assets. This is the type of trend that can feed on itself: the more you retire your debt, the more of your monthly budget can go to savings rather than loan payments.

2. Estimate your Social Security benefits

The U.S. Social Security Administration will provide you with a free projection of your retirement benefits based on your career earnings so far. While this will remain subject to change based on your subsequent earnings, by age 50 you should have enough of a track record to get a sense of what contribution Social Security will make to your retirement income. This projection can also help you start to think seriously about the pros and cons of retiring early or working longer to achieve the maximum annual benefit.

3. Reassess your retirement goals

In addition to Social Security, look at your other retirement savings and see how much income they project to provide. Knowing where you stand will help you make more concrete plans about the future, including when to retire and what kind of lifestyle to expect.

4. Use catch-up retirement saving opportunities

Looking at your projected Social Security benefits and your savings accounts relative to your goals may tell you that you have some catching up to do. Fortunately, the government gives you some catch-up opportunities in the form off additional tax-deferred retirement contributions to 401(k) or individual retirement account (IRA) plans that you can make once you turn 50. Use this as an incentive to start making extra contributions.

5. Keep your asset allocation aggressive

People often feel their investments should get more conservative as they get older, but age 50 is too soon to throttle back to a less growth-oriented asset allocation. At that age, you are probably still more than a decade away from retirement, and still have an investment time horizon of some 30 or so years stretched out ahead of you. Plus, if you are contributing heavily to your retirement plans, this positive cash flow will help smooth out some of the volatility from growth investments.

6. Update your will

If you first made a will when you started your family, you might find things are radically different by the time you turn 50. Your kids may be on the verge of adulthood and your net worth may be substantially greater, so it is a good time to take a fresh look at what provisions you've made for your survivors.

7. Don't be shy about discounts

Turning 50 makes you eligible for AARP membership. Don't let that make you feel old - just look at the discounts available, and think of it as an advantage you've earned.

8. Take advantage of senior checking accounts

Some banks offer checking accounts for older customers that have no monthly fees. Eligibility is often set at age 50, and with free checking getting harder to find these days, signing up for one of these accounts can be another advantage of getting older.

9. Survey your career opportunities

Since these can be your peak earnings years, you should assess whether your current employer is the best place to capitalize on those years, or whether you could do better somewhere else. To think more defensively, you should also take an honest look at whether your job skills need freshening up so your employer does not view you as out of date.

With proper attention to your finances, this could be your greatest decade for wealth building. After all, it is too late for procrastination and too early for slowing down. This is prime time.

More from Richard Barrington and MoneyRates.com:

Personal finance checklist for age 40

Turning 30? See this personal finance checklist

IRA money market accounts

Uberizing Big Trucks: 18 Wheels Have Never Been So Cool Or Important

For the commute-weary driver, autonomous technology represents a sexy splurge, but for fleet operations, full autonomy represents the singular business imperative of the 21st century.

When a nondescript tractor trailer trundled 120 miles down a Colorado highway completely unmanned last year, safely reaching a shipping warehouse with a cargo of 45,000 cans of beer, the experiment in autonomous freight movement was largely crowded out by flashier headlines by the big rig’s smaller cousin: the driverless car.

But while autonomous cars may be provocative, autonomous trucks are practical―and promise to be radically transformative for an industry struggling to balance hiring demands with liability, labor and safety regulations.

The lay public’s intense fascination in driverless rides is couched in their misunderstanding, or the media’s deliberate misstatement, of the technology’s current pace. Now, understand that it’s racing, but not faster than speed-throttling government regulation will allow.

The National Highway Traffic Safety Administration rates autonomy―that is, the level of human or alternatively computer operation of a vehicle―at five graduated tiers.

At Level Zero, the human driver controls everything from steering to throttling. Skipping up to Level Two you find combined functions of cruise control and lane-centering, at least momentarily disengaging human drivers from control of the steering wheel and throttle pedals. At Level Three you begin to find restrained autonomy: drivers are still required to perform safety-critical functions (when variable weather or traffic conditions overwhelm the vehicle’s computers).

Levels Four and Five, though, are the moonshot: drivers are not required in either instance, and at its zenith neither are conventional human controls. Otto’s beer run, which relegated the driver to the sleeper bunk, clocked in at Level Four, the first in the nation.

The freight industry entered 2016 with a deficit of 48,000 truckers, according to industry figures, and the American Trucking Association estimates that this deficit may swell to 175,000 within the space of eight years.

Increase in shipping growth coupled with a diminished labor force requires longer routes, especially for owner-operators, and these more rigorous hauls create a whole host of safety concerns for the driving public.

According to federal statistics, in excess of 400,000 trucks crashed in 2014 (the most recent year for which that data is available). Human error―failing to recognize a dangerous situation or to respond properly―was to blame in almost every instance.

Cutting-edge computers of the sort employed by the driverless, beer-loaded big rig, which married advanced mapping, locationing, and radar, are capable of reading and responding to dangerous situations in ways no human can.

Just a few months ago, a family traveling down the Autobahn was alerted by their Tesla’s autopilot system (for now, a misnomer, as Tesla’s road-legal vehicles register at Level Two autonomy) to the imminent possibility of a two-car wreck down-road. Footage from the car’s dash camera records the alert just as the two cars collide in frightening fashion.

”When it happened, when the other cars started hitting the brakes, I also started hitting the brakes,” the driver, Frank van Hoesel told NBC News. “But then the car was already almost stopped.”

Apply that same technology to a 40 ton. eighteen wheeler and you’ve dramatically reduced. Reduced risk means diminished liability, which in turn squashes cost―for manufacturers, retailers, and consumers alike.

For the commute-weary driver, autonomous technology represents a sexy splurge, an investment in safety and sanity, but for fleet operations, Levels Four and Five autonomy represent the singular business imperative of the 21st century.

Increased operational efficiency, diminished liability, and safer roads ― who says practicality can’t be sexy?

Exxon Adviser Resigns Over Oil Giant's 'Targeted Attacks' On NGOs

A research scholar at New York University has resigned from Exxon Mobil Corp.’s External Citizenship Advisory Panel, citing what she calls the oil giant’s “targeted attacks” on environmental groups under former CEO Rex Tillerson’s watch.

In a letter this week to Exxon Mobil Foundation president Ben Soraci, Sarah Labowitz expressed her disgust with the company’s continued assault on organizations investigating whether Exxon covered up the risks of climate change.

Labowitz, a co-founder and co-director of New York University’s Stern Center for Business and Human Rights, told The Huffington Post that she has studied many companies facing serious public criticism, often in her field of human rights. For the most part, she said, “they don’t shoot the messenger ― which is what Exxon is doing.”

As Labowitz put it in her resignation letter to Soraci, “Few respond with the kind of vehemence and aggressive attack strategy that Exxon has executed over the last year.” 

Exxon’s current strain of legal trouble dates back to November 2015, when New York Attorney General Eric Schneiderman subpoenaed the oil giant to obtain documents related to allegations that it had lied to the public and its investors about the risks of climate change. In March, a coalition of state attorneys general, including Maura Healey of Massachusetts, pledged to crack down on corporate climate fraud, after InsideClimate News and the Los Angeles Times reported that Exxon executives were aware of the climate risks associated with carbon dioxide emissions but had funded research to cover up those risks and block solutions.

In June, Exxon hit back, filing a lawsuit against Healey in the company’s home state of Texas in an effort to bar a civil investigative demand from her office. Shortly thereafter, Labowitz told HuffPost, the company began advancing a conspiracy argument that she finds particularly troubling.

In October, Exxon filed a motion in U.S. District Court in Fort Worth, Texas, that sought to invalidate Schneiderman’s subpoena, arguing the investigations by the New York and Massachusetts AGs were “biased attempts to further a political agenda for financial gain.” The company claimed that “revelations from third-party disclosures about secret and deliberately concealed collaboration with anti-oil and gas activists and a private law firm” had shown the AGs were “incapable of impartial investigations” and were “attempting to silence political opponents.”

Exxon Mobil then turned its attention to non-governmental organizations, including the Union of Concerned Scientists, warning them in a series of letters not to destroy or delete communications related to their probes of Exxon ― including communications with the press. The move hinted at future subpoenas. 

At that time, a company spokesman told HuffPost that Exxon had been left with no choice but to “vigorously defend” itself. To show what Exxon was up against, the spokesman shared a link to a draft agenda for a January meeting of environmental group leaders at the Rockefeller Family Fund. First covered by The Wall Street Journal in April and later published at The Washington Free Beacon, a conservative site, the letter appears to list several of the meeting participants’ common goals, including “to establish in the public’s mind that Exxon is a corrupt institution that has pushed humanity (and all creation) toward climate chaos and grave harm.”

Created in 2009, Exxon Mobil’s External Citizenship Advisory Panel consists of five independent experts and is tasked with reviewing the company’s corporate citizenship activities, including its effects on human rights and the environment. 

Labowitz, who had served on the panel since 2014, told HuffPost that she began to notice a pattern. She raised her concerns, both privately and during formal advisory meetings, and encouraged company leaders to find alternative approaches. 

Then last week, Exxon “doubled down,” as Labowitz put it. In court papers filed Feb. 1, Exxon wrote that the Massachusetts and New York AGs were “at the forefront of a conspiracy to violate ExxonMobil’s constitutional rights,” as E&E News reported. 

“I think that’s the wrong way to go,” Labowitz said. “I don’t think it’s helpful to them and I don’t think it’s helpful to society at large.”

In her scathing resignation letter, Labowitz argues that Exxon Mobil’s approach undermines democratic principles. “I am disappointed that instead of examining its own record and seeking to restore a respected place for itself in the public debate, Exxon has chosen to turn up the temperature on civil society groups,” the letter reads.

Exxon spokesman Alan Jeffers told HuffPost that while the company regrets Labowitz’s decision to resign, it takes issue with some of her conclusions.

“We have never characterized any action by civil society representatives as illegal,” he said in an email. “What we have done is defend the company, on behalf of all shareholders, from politically motivated investigations that are biased, in bad faith and without legal merit.”

“We did not start this,” Jeffers went on, “but will vigorously defend ourselves against false allegations and mischaracterizations of our climate research and investor communications.”

Labowitz’s departure comes just days after Tillerson, the former Exxon head, took over as President Donald Trump’s secretary of state. During his confirmation process, Tillerson faced serious questions about his ties to Russia and the company’s decades-long, well-documented climate change cover-up. He refused to discuss what the company knew about climate change and when it knew it, saying, “Since I’m no longer with Exxon Mobil, I can’t speak on their behalf.”

Kathy Mulvey, climate accountability campaign manager at the Union of Concerned Scientists, said that Labowitz’s departure “speaks volumes” about the kind of corporate citizen Exxon is. 

“All companies try to protect themselves, but Exxon’s recent attacks have crossed a line,” Mulvey said in a statement. “Going after nonprofits and interfering with independent state investigations shows that ExxonMobil will stop at nothing to protect its bottom line. Ms. Labowitz took a bold stand against ExxonMobil’s climate deception and bullying.”

Mulvey urged other panel members to likewise call out the company’s behavior.

Ultimately, Labowitz says it will be important for Exxon to restore itself as a credible participant in the climate change discussion. If it continues down its current path, Labowitz believes it will do so at its own peril.

“I hope they find a way out of this. I don’t think that this kind of attack strategy is the way forward,” she said. “What happens if they win in arguing this is an illegal conspiracy? I think that it erodes their credibility in a way that is so unhelpful to them, and to the broader debate about the response to climate change.” 

Labowitz - ECAP - Feb 6 2017 by Chris DAngelo on Scribd

American Apparel Post-Mortem: A Lesson In Visionary Leadership

The beginning of 2017 came with disappointing news from American Apparel. As a crusader for domestic-made products, the retailer's weakness came not from its altruistic model, but from errant leadership and a reluctance to grow with market changes. A brand that had a strong identity and morals lost its way from the top down, ultimately leading to its demise through an acquisition and shuttering of its retail stores.

In the brand's infancy, founder and CEO Dov Charney displayed unique leadership and forward-thinking visions. The brand's identity began to evolve as early as 1997, becoming known as a no-frills American-made manufacturer of quality products that rejected what has become a standard practice of human exploitation in the apparel industry. It swiftly gained recognition, opening 150 stores after its first year and nearly doubling that in the next three years. It continued to gain traction and in 2008 company shares reached $14. Yet Charney's infamous reputation for inappropriate behavior and the company's inability to change with the industry caused it to sell recently to Gildan Activewear Inc, a Canadian clothes manufacturer.

Contract Help from Employees
The signs were there. Once a desired workplace destination, in recent years American Apparel's ratings on sites like Glassdoor.com have plunged, with comments from current and former employees deriding the culture and leadership. A proactive leadership team will internalize this kind of feedback to 1.) determine if the gripes are legitimate, and if so 2.) concoct an action plan that addresses the issues.

In a similar vein, strong leadership will take time to walk through their company and hear what employees from every level have to say about their jobs. Usually problems arise for employees that work with the product or customers every day and can identify what is not working.

For example, talking with a store-level employee might yield information about displays that work and don't. Factory-level employees, while not high on the org chart, can likewise be valuable sources of information about supply chain issues and specifically what is not working.

These criticisms can be the biggest assets to your company. Documenting these ideas then trying to find solutions can move your brand to leading the industry rather than just playing catch-up. It has been publicly reported that previous American Apparel leadership had significant mismanagement the brand, creating a ripple effect that led to disorganization and the dissatisfaction plainly evident on Glassdoor.

Create a Culture of Engagement
So what is the solution? A Hay Group poll found that engaged employees showed 43 percent more productivity. Engagement can come in the form of encouragement, transparency and integration in company happenings. Having employees understand how their work contributes to the overall company's goals can help engage employees.

Transparency between employees and leadership can also give employees the confidence to approach leadership to raise concerns and bring ideas. Target recently used this model in their internal communication to create a culture of togetherness and inclusion. That culture will allow your employees to feel empowered rather than hindered to contribute.

Conversely, when your brand and its leadership are at loggerheads over litigation, remaining silent only breeds unease and anxiety.

Embrace Change
Since its founding, American Apparel remained positioned as a young-ish, niche brand that marketed with controversial sexualized advertising. The campaigns had stayed relatively similar all through its life. Many consumers knew what to expect and did not see much change in their product.

But some things did change. For instance, the age-old axiom that "sex sells" has, during the dawn of a new era in social justice and gender equality voices, weathered criticism. A look at the brand's arc of advertising sees a relentless adherence to this strategy, even as the world around it changed.

Responding to changing market forces and consumer trends is as important as good ideas themselves. American Apparel had a strong business model - producing quality products without human exploitation - but failed to hammer home that message in marketing their products. Operationally, the brick-and-mortar outlet failed to innovate online and create a strong online shopping presence.

Perhaps these changes could have saved the company, or at least staved off bankruptcy a bit longer, but they are far from the only brand to meet this kind of demise. The scandal with their then-CEO - and the failure to replace him in a timely fashion - stunted their growth and ultimately their demise. One important role of leadership is to continue to look forward for the brand, even when that means cleaning house.

Remember Brand Identity
While change can mean growth, forgetting your brand and confusing your consumers can be detrimental. Your brand identity is set to tell the story of your company in a clear, consistent voice. It is what consumers will connect with and learn to trust. Brand loyalty has become as strong as advertising in the past years; consumers will forgive a company numerous failures if they feel the brand is connected to them. Keeping your brand in mind when you are thinking of taking the company in a new direction can help your consumers feel comfortable and enthusiastic with the change.

American Apparel made the mistake of not reiterating why they were spending $30 for a T-shirt. Its original mission was to produce quality American products without exploiting its labor force. This message was not reinforced in its marketing and consumers began to seek cheaper, faster fashion. Its failure to advertise its message led to its failure when the change to fast fashion dominated the market.

While Dov Charney brought a strong vision and a commendable mission to the apparel industry, he also became a distraction that drew attention from the core product and inhibited the leadership's ability to keep up with market trends. True visionary leadership doesn't only come from visionary individuals. Constant auditing and contribution from all employees will help your brand stay on top of its needs and the needs of consumers. Innovation is a very delicate to get right and see through to success. It's a moving target. If you miss it often enough, you will find yourself out of chances.

5 Culture Tips: Honoring Black History As American History

Originally named Negro Week in 1926, and founded by Carter G. Woodson, Black History Month is a time to recognize and acknowledge the numerous contributions of African-Americans. In the words of President Gerald Ford, let’s lead and encourage all generations to “seize the opportunity to honor the too-often neglected accomplishments of Black Americans in every area of endeavor throughout our history.”

• Acknowledge the Month: It may be simple to state the obvious, however this is very often difficult to accomplish. Black History Month can stump the most culturally savvy intellectuals, due to the United States’ complicated past. To quote Dr. Frederick Gooding Jr a professor at Northern Arizona University, “acknowledging [black history] for what it is and embracing it head on will allow us not to repeat the mistakes of the past so we can move forward in a new direction.” Acknowledging the past and the work that still needs to be done is a great way to start the conversation.

• Be Thoughtful: Be thoughtful of how your acknowledgement manifests both in your personal and business life. Black History Month is an opportunity to reach out to a new market. It’s important to be cognizant of the diverse beliefs and practices held by one race; for example, not every African-American celebrates holidays such as Juneteenth and Kwanzaa. Be mindful of diversity by educating yourself on specific cultural values, instead of generalizations.

• Recognize Unsung Heros & Forgotten Figures: In books and movies like Claudette Colvin: Twice Toward Justice, and Hidden Figures, unsung heroes emerge, showcasing their invaluable contributions to the advancement of the African-American community. While many of us have read important books like Native Son and I Know Why the Caged Bird Sings, step outside of your comfort zone and take on a challenging read. Good examples include The New Jim Crow: Mass Incarceration in the Age of Colorblindness by Michelle Alexander, Go Tell it on the Mountain by James Baldwin, and The Mis-Education of the Negro by Carter G. Woodson. While these books and others may be uncomfortable to read, their insights provide a new viewpoint of what it means to be African-American in this country.

• Learn Something New: The experiences of African-Americans have created a culture unique to the black community and experience.Take time this month to visit your local Black Cultural Districts, like Six Square in Austin, TX. Plan travel to the National Museum of African American History and Culture in Washington D.C. Curl up at home with popcorn, your favorite beverage and the documentaries available on PBS Black Culture Connection. Consider courses that challenge your thinking about the African-American experience and contributions.

• It’s More Than Just a Month: Black history Is More Than a Month. Throughout the year, take the time to practice the ideas presented in steps 1-4. As a business and community leader, it will reflect your willingness to connect in a meaningful way.

Remember that Black history is part of U.S. American history, and we can’t hide from or feel embarrassed about some dark chapters. Changing the mindset of how we view Black History Month, as recognition of those who broke barriers, strove for equality, and fought against injustices- will have a profound impact of being culturally savvy.

Sharon Schweitzer, J.D., is a cross-cultural trainer, modern manners expert, and the founder of Protocol & Etiquette Worldwide. In addition to her accreditation in intercultural management from the HOFSTEDE centre, she serves as a Chinese Ceremonial Dining Etiquette Specialist in the documentary series Confucius was a Foodie, on Nat Geo People. She is the resident etiquette expert on two popular lifestyle shows: ABC Tampa Bay’s Morning Blend and CBS Austin’s We Are Austin. She is regularly quoted by BBC Capital, Investor’s Business Daily, Fortune, and the National Business Journals. Her best-selling book Access to Asia: Your Multicultural Business Guide, now in its second printing, was named to Kirkus Reviews’ Best Books of 2015. Sharon is the winner of the British Airways International Trade, Investment & Expansion Award at the 2016 Greater Austin Business Awards.

Battling Menthol Restrictions, R.J. Reynolds Reaches Out To Sharpton, Other Black Leaders

Civil rights activist Rev. Al Sharpton, in October at an Oakland, Calif., church forum about the impact of banning menthol cigarettes. (Photo by Rachel Loyd/Oakland North)

By Myron Levin, FairWarning

Tobacco giant R.J. Reynolds, the top seller of the menthol cigarettes favored by most black smokers, is seizing on the hot button issue of police harassment of blacks to counter efforts by public health advocates to restrict menthol sales.

In recent months, the company has quietly enlisted black groups and leaders, including civil rights activist Rev. Al Sharpton and ex-Florida Congressman Kendrick B. Meek, to hold meetings at prominent black churches on the theme of “Decriminalizing the Black Community.” Sharpton and Meek, along with speakers from groups involved in criminal justice reform, have warned of the unintended consequences of banning cigarettes with the minty, throat-numbing additive–namely, the risk of creating an underground market and giving police new reasons to lock up black males. The meetings have been held at churches in Minneapolis, Los Angeles and Oakland, and in other forums.

Reynolds makes Newport cigarettes, the most popular menthol and the No. 2 U.S. cigarette brand overall, with a market share of nearly 14 percent. The company has paid travel costs for the panelists and contributed to their organizations, according to the panelists and Reynolds spokesman David Howard. However, promotional flyers (here, here and here) suggest that Sharpton and his National Action Network are the main sponsors of the meetings, rather than the tobacco company.

Anti-smoking advocates have blasted the campaign as deceptive and a scare tactic. “How can the tobacco industry care about criminalization when they don’t even care about killing you?’’ said LaTrisha Vetaw, who attended a Jan. 25 meeting at the Greater Friendship Missionary Baptist Church in Minneapolis, where a few dozen people turned out to hear Sharpton and be treated to a lunch of chicken, mashed potatoes, green beans and cake.

‘Unintended consequences’ of a ban

Sharpton led protests against police abuses following the death in New York City of Eric Garner, an incident frequently invoked at the meetings. Garner died in July, 2014, after police put him in a chokehold while arresting him for allegedly selling untaxed single cigarettes, or “loosies.” But in his remarks in Minneapolis, Sharpton said repeatedly that he had not made up his mind about a menthol ban, according to a tape of the meeting. “I am not on either side of the argument,” he said. ”I want to hear and listen.”

In an interview with FairWarning, Sharpton said Meek, a Reynolds consultant who serves as moderator at the meetings, ”asked us to consider the unintended consequences of a menthol ban,” and also asked him to appear at several of the churches. Sharpton said he expects the National Action Network to take a position on a menthol ban at its convention in April.

Meek, who could not be reached, is a former Florida highway patrolman later elected to Congress, serving four terms in the House of Representatives before losing to Marco Rubio in the 2010 race for U.S. Senate. Over the years, the tobacco industry contributed $202,510 to his congressional campaigns and leadership political action committee, according to data from the Center for Responsive Politics. Meek received $104,342 of that in the 2009-10 campaign cycle, more than any other member of Congress except North Carolina Republican Sen. Richard Burr.

Meek and the others have stressed that they aren’t in favor of smoking. “We have to deter smoking, okay,” Meek said at the Minneapolis meeting. “But we also have to make sure that…we’re not giving tools to law enforcement” to ensnare more young blacks in the criminal justice system.

There is almost no chance of a menthol ban at the federal level. But as reported by FairWarning, some local officials and anti-smoking groups have taken up the cause of regulating menthol sales. In Chicago, sales of flavored tobacco products, including menthol cigarettes, are banned within 500 feet of high schools. In Berkeley, Calif., a law that took effect January 1 prohibits such sales within 600 feet of schools. Advocates in Minneapolis and St. Paul, where menthol cigarettes are exempted from an ordinance restricting sales of flavored tobacco products to adult-only tobacco shops, are trying to repeal the menthol exemption.

Menthols account for about 30 percent of U.S. cigarette sales, but are the choice of more than 80 percent of black smokers and more than half of smokers under age 18, according to research cited by the Centers for Disease Control and Prevention. About 47,000 African Americans die annually from smoking related causes, according to agency estimates.

There is no evidence that menthols are more toxic than other cigarettes. But health authorities describe menthol cigarettes as a starter product, saying menthol anesthetizes the throat, helping beginners to tolerate the harshness of tobacco smoke so they are more likely to become addicted. For these reasons, said a 2013 report by the Food and Drug Administration, it is “likely that menthol cigarettes pose a public health risk above that seen with non-menthol cigarettes”–a conclusion cigarette makers hotly reject.

The landmark 2009 law that authorized the FDA to regulate tobacco products included a ban on candy, fruit and spice cigarette flavorings because of their appeal to young smokers. But Congress punted on menthol, directing FDA to do research on whether it, too, should be restricted or banned. In 2013, the FDA put out a call for comments on a possible menthol ban, but has done nothing since, and there appears to be almost no chance the Trump administration will act.

‘Being ahead of the issue’

Along with Sharpton and Meek, speakers at the Reynolds-sponsored meetings have included John I. Dixon III, former president of the National Organization of Black Law Enforcement Executives, which lists Reynolds American Inc. , parent of R.J. Reynolds, as one of its corporate partners. Other panelists have been Neill Franklin, a former Maryland State Police narcotics officer and executive director of the Law Enforcement Action Partnership; and Art Way, Colorado state director of the Drug Policy Alliance.

Franklin said his group, whose focus is ending the war on drugs, received $75,000 from Reynolds in 2016 but is not controlled by any of its donors. “My place in this is to give education to people about what potentially could happen if there is a ban,” he told FairWarning. “To me, it’s being ahead of the issue.”

Way said opposing a menthol ban is a ”natural fit” with his group’s “general concerns over [the] black market and the kind of unintended consequences of banning popular substances… We say what we want to say,” and reach larger audiences, ”basically on Reynolds’ dime.”

The forums haven’t been limited to black churches. Last June, at the annual convention of the National Newspaper Publishers Association — the trade group for more than 200 African-American community newspapers–Meek, Dixon, Franklin and Way were listed on the program for a “Panel Discussion, Criminal Justice Reform–Hosted by RAI Services Company,” a reference to Reynolds. In 2015, Reynolds contributed $250,000 to the publishers association, according to a document posted on the company’s website.

“Yes, RAI has provided some funding to those organizations,” the Reynolds spokesman, Howard, said in an email to FairWarning. “We work with these organizations in an effort to engage in conversations to work to resolve controversial issues related to tobacco use in a responsible manner, while ensuring that any new rules or laws do not result in troubling unintended consequences.”

But Vetaw said the company is blowing smoke. The tobacco industry “is great at marketing … so they send celebrity Al Sharpton,” said Vetaw, who is policy and advocacy manager for the North Point Health and Wellness Center in Minneapolis. “A couple of people in the room said, ‘Well, Al Sharpton’s here so this must be important.‘”

Valerie Yerger, who attended an October meeting at the Beebe Memorial Cathedral in Oakland, had her microphone cut off when she tried to raise the issue of Reynolds’ involvement in the event, according to interviews and a report by Oakland North, a newspaper published by the UC Berkeley Graduate School of Journalism. Yerger, an associate professor of nursing at UC San Francisco who has researched the history of tobacco industry support for African-American groups, said the campaign shows that cigarette makers are continuing to use ‘influential black leaders and their organizations as a front group to promote industry interests.“

This story was reported by FairWarning (www.fairwarning.org), a nonprofit news organization based in Pasadena, Calif., that focuses on public health, consumer and environmental issues.

Facebook Recognizes Everyone Needs Paid Time Off. Not Just Parents.

In an announcement Tuesday afternoon that deftly weaved together the personal, the corporate and the political, Facebook chief operating officer Sheryl Sandberg said the company would be giving all of its employees six weeks of family leave to care for ailing family members.

She also announced two other generous leave benefits: three days of additional time off for employees caring for a family member with a short-term illness, like a child with the flu, and 20 days of bereavement leave, twice as much as before.

“This is personal for me,” Sandberg told a packed crowd Tuesday at the Makers conference, a women’s leadership event sponsored by AOL held in Rancho Palos Verdes, California. “I lost my husband very suddenly. Facebook provided leave and flexibility, and now we’re doing more.” 

Sandberg was back to work 10 days after her husband, Dave Goldberg, died in 2015.

The expanded benefits are a step up in Silicon Valley’s ongoing benefits war, which so far has mainly been confined to offering leave time to new parents.

Sandberg, who is widely known for leading the conversation about feminism and women in Corporate America, also seemed to be indirectly responding to critics who noted her absence from the women’s marches that took place immediately after President Donald Trump’s inauguration. She’s been asked repeatedly to take a stronger stance against Trump, even as she’s publicly opposed several of his policies.

“It is a challenging time, but anytime there’s a real challenge is not a time to retreat,” she said at the conference. “We know what the policy agenda is for women,” she added, calling for equal pay, paid parental and family leave, and better education. 

The U.S. is one of only a handful of countries in the world that offers no paid maternity leave. It is the only developed economy that doesn’t mandate employers offer paid sick leave. The federal Family and Medical Leave Act offers unpaid time off to certain workers to care for children or family members.

The amount of bereavement leave Facebook will now offer is generous even for tech companies, which typically give just a few days off to workers who are dealing with a death in the family.

But the paid family leave Sandberg announced is perhaps even more groundbreaking. It can be taken every 12 months.

Over the past few years, tech companies have been in an arms race to offer workers increasing amounts of paid maternity and paternity leave. Facebook itself in 2016 increased the amount of parental leave it offers to four months for both men and women who welcome a new child into their family.

The new paid family leave benefit ― available to all workers, not just parents ― is a clear acknowledgement that welcoming a new child is hardly the only personal life event that workers need to handle.

“Recognizing the range of needs people have in their lives outside of work is really a positive step,” Ellen Bravo, the director of Family Values @ Work, a nonprofit coalition of groups pushing for paid parental and sick leave in the U.S., told The Huffington Post. “We’ve been pleased to see so many companies expand parental leave, but we know there are many other loved ones in workers’ lives who may need care; and there are also times when we need to pause and care for ourselves and grieve.”

Sandberg on Tuesday challenged other companies to step up and offer similar benefits to their workers. She also called for public policies that would do the same, implicitly recognizing that not all businesses can afford to be as generous as a multibillion-dollar tech company. It’s a topic she brought up at a widely criticized meeting between tech leaders and Trump last month, according to a source close to Sandberg. 

“People should be able both to work and be there for their families. No one should face this trade-off,” Sandberg writes in a Facebook post that also announced the new benefits. “We need public policies that make it easier for people to care for their children and aging parents and for families to mourn and heal after loss.”

Also on Tuesday, in a sign of how wide the gulf between white-collar Silicon Valley workers and the rest of the country has grown, two Democratic congresswomen reintroduced legislation that would give U.S. workers paid parental leave.

The legislators are pinning their hopes on public statements made by the president’s daughter Ivanka Trump, HuffPost’s Marina Fang writes.

Sandberg, who launched a conversation about women in the workplace when she published her corporate feminist manifesto Lean In in 2013, has been remarkably candid about her grieving process since her husband died.

Dealing with her own loss has moved Sandberg to acknowledge, among other things, that the version of feminism she wrote about in her best-selling book was incomplete.

“Some people felt that I did not spend enough time writing about the difficulties women face when they have an unsupportive partner, or no partner at all,” Sandberg wrote in a Mother’s Day post last year. “They were right.”

Sandberg recently said she “feels bad” that she didn’t attend the women’s march.

However, over the past couple of weeks Sandberg has spoken up: first to protest the Trump administration’s reinstatement of the anti-abortion global gag rule, which cuts off funding to organizations offering health care services around the world. (She recently announced a $1 million donation to Planned Parenthood.) Then Sandberg joined Facebook CEO Mark Zuckerberg ― and most of her other peers in the tech industry ― in condemning Trump’s executive order on immigration. 

This story has been updated to note Sandberg’s remarks at a tech leaders meeting with Trump.