For some time now, the data have shown that businesses with employee stock ownership are clearly better than conventionally owned companies at retaining employees.

I am hearing increasingly from certain thought leaders that current ESOP laws do not create “good” employee ownership plans.

I often hear three criticisms about ESOPs: The second criticism is that ESOPs are a waste of taxpayers’ money.

Cynics say the tax breaks provided to ESOPs are money losers because the majority of American taxpayers pay higher rates to make up for the cost of ESOP tax benefits.

In this, our final installment on common criticisms of ESOPs—and why they are wrong—we’ll look at the assertion that ESOPs are not real ownership.

For the second year in a row, corporate members of The ESOP Association appear to be managing their expenses extremely well, with resulting positive effects on profits and stock value.

Most businesses wrestle with their health care costs. Being an ESOP does not make us immune to this challenge.

At Entertainment Partners, with our 1,100 employee owners spread out across more than 10 locations nationwide, we rely heavily on technology to help us communicate and connect with each other. To us, “social media” encompasses any technology that enables us to create and share content and make those connections.

On May 10, the prestigious Aspen Institute held a panel discussion on employee ownership that was attended by individuals and groups involved in policy making and thought leadership. The ESOP Association assisted in gathering potential speakers.

Why Employee Ownership Was The Right Choice for America

What do Independence Day, ESOPs, and fishing have in common? More than you might think.

You can never have too many friends in Congress. Politics is inherently changeable, and while it may seem that members of Congress have a job for life, in every session many are replaced—sometimes unexpectedly.