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mnl168net Costco to stop selling books at most US locations starting next yearThe Bank of Canada recently began cutting interest rates as early signs of easing inflationary pressures emerge, fueling a robust stock market rally in 2024. This favourable economic environment has propelled the to impressive year-to-date gains of 22.3%. While some uncertainty about the central bank’s next monetary moves lingers, one thing is clear: lower interest rates and cooling inflation could create the perfect conditions for growth-oriented companies to thrive in 2025. In this article, I’ll highlight two top that are well-positioned to skyrocket in the next 12 months, driven by their company-specific and strong market trends. goeasy stock ( ) is the first growth stock that I believe could stand out as a big gainer in the next year. This Canadian financial services provider mainly focuses on giving non-prime borrowers access to loans and leasing services through its easyfinancial and easyhome divisions. It currently has a of $2.8 billion as its stock trades at $166.50 per share after rising by 12.3% over the last year. Although GSY stock has underperformed the broader market so far in 2024, the ongoing strength in the Mississauga-headquartered firm’s strong financials suggests that it could soon catch up or even outperform. In the third quarter, goeasy’s loan originations climbed 16% YoY (year-over-year) to a record of $839 million with the help of a 22% jump in credit applications. This growth pushed its total loan portfolio to $4.39 billion, marking an impressive 28% surge from a year ago. Last quarter, goeasy achieved a record operating margin of 41.7%, up from 39.3% a year ago, as its profitability continues to improve. In addition, the company’s automotive financing segment is gaining traction, with originations for the segment up 60% YoY in the latest quarter. As lower interest rates begin to make borrowing more attractive in the next year, goeasy could benefit from the increasing demand for credit. Moreover, its strategic focus on secured loans, which now comprise 45% of its total portfolio, adds an extra layer of strength to its business and makes it a top growth stock in Canada to buy now. OpenText stock Just like GSY stock, ( ) hasn’t seen much appreciation of late. In fact, OTEX stock has dived by 22.3% so far this year to currently trade at $43.28 per share with a market cap of $11.5 billion due mainly to recent weakness in its sales growth trends. In the quarter ended in September 2024, OpenText registered an 11% YoY decline in total revenue to US$1.3 billion. However, after adjusting for the divestiture of its Application Modernization and Connectivity division, this decline narrows significantly to just 1.8% YoY. This fact clearly reflects that much of the drop in OpenText’s latest quarterly revenues could be attributed to one-time factors rather than its operational inefficiencies. In addition, OpenText’s cloud revenues in the September quarter grew by 1.3% YoY, posting the 15th consecutive quarter of organic cloud growth. Another major factor that makes OpenText so attractive for long-term investors is its increasing focus on innovation, especially in artificial intelligence, cloud technologies, and cybersecurity. As these areas are expected to drive massive growth in the tech sector in the coming years, OpenText stock could recover sharply.

DOVER, Del. (AP) — A Delaware judge has reaffirmed her ruling that Tesla must revoke Elon Musk’s multibillion-dollar pay package Chancellor Kathaleen St. Jude McCormick on Monday denied a request by attorneys for Musk and Tesla’s corporate directors to vacate her ruling earlier this year requiring the company to rescind the unprecedented pay package. McCormick also rejected an equally unprecedented and massive fee request by plaintiff attorneys , who argued that they were entitled to legal fees in the form of Tesla stock valued at more than $5 billion. The judge said the attorneys were entitled to a fee award of $345 million. The rulings came in a lawsuit filed by a Tesla stockholder who challenged Musk’s 2018 compensation package. McCormick concluded in January that Musk engineered the landmark pay package in sham negotiations with directors who were not independent. The compensation package initially carried a potential maximum value of about $56 billion, but that sum has fluctuated over the years based on Tesla’s stock price. Following the court ruling, Tesla shareholders met in June and ratified Musk’s 2018 pay package for a second time, again by an overwhelming margin. Defense attorneys then argued that the second vote makes clear that Tesla shareholders, with full knowledge of the flaws in the 2018 process that McCormick pointed out, were adamant that Musk is entitled to the pay package. They asked the judge to vacate her order directing Tesla to rescind the pay package. McCormick, who seemed skeptical of the defense arguments during an August hearing, said in Monday’s ruling that those arguments were fatally flawed. “The large and talented group of defense firms got creative with the ratification argument, but their unprecedented theories go against multiple strains of settled law,” McCormick wrote in a 103-page opinion. The judge noted, among other things, that a stockholder vote standing alone cannot ratify a conflicted-controller transaction. “Even if a stockholder vote could have a ratifying effect, it could not do so here due to multiple, material misstatements in the proxy statement,” she added. Meanwhile, McCormick found that the $5.6 billion fee request by the shareholder’s attorneys, which at one time approached $7 billion based on Tesla’s trading price, went too far. “In a case about excessive compensation, that was a bold ask,” McCormick wrote. Attorneys for the Tesla shareholder argue that their work resulted in the “massive” benefit of returning shares to Tesla that otherwise would have gone to Musk and diluted the stock held by other Tesla investors. They value that benefit at $51.4 billion, using the difference between the stock price at the time of McCormick’s January ruling and the strike price of some 304 million stock options granted to Musk. While finding that the methodology used to calculate the fee request was sound, the judge noted that the Delaware’s Supreme Court has noted that fee award guidelines “must yield to the greater policy concern of preventing windfalls to counsel.” “The fee award here must yield in this way, because $5.6 billion is a windfall no matter the methodology used to justify it,” McCormick wrote. A fee award of $345 million, she said, was “an appropriate sum to reward a total victory.” The fee award amounts to almost exactly half the current record $688 million in legal fees awarded in 2008 in litigation stemming from the collapse of Enron.

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SANTA CLARA, Calif. (AP) — San Francisco 49ers quarterback Brock Purdy will miss Sunday's game against the Green Bay Packers with a sore throwing shoulder. Purdy injured his right shoulder in last Sunday's loss to the Seattle Seahawks . Purdy underwent an MRI that showed no structural damage but the shoulder didn't improve during the week and Purdy was ruled out for the game. Javascript is required for you to be able to read premium content. Please enable it in your browser settings. Get the latest sports news delivered right to your inbox six days a week.Pep Guardiola denies rumours of a rift with Kevin De Bruyne

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WASHINGTON, Dec 11 (Reuters) - The U.S. House of Representatives passed a defense policy bill on Wednesday, governing a record $895 billion in annual military spending, despite inclusion of a controversial policy targeting gender-affirming care for transgender children. The tally was 281-140 in favor of the National Defense Authorization Act, or NDAA, sending it for consideration by the Democratic-led U.S. Senate. In addition to the typical NDAA provisions on purchases of military equipment and boosting competitiveness with archrivals like China and Russia, this year's 1,800-page bill focuses on improving the quality of life for the U.S. military. It authorizes a 14.5% pay increase for the lowest-ranking troops, and 4.5% for the rest of the force, which is higher than usual. It also authorizes the construction of military housing, schools and childcare centers. The bill bans the military health program, TRICARE, from covering gender-affirming care for the transgender children of service members if it could risk sterilization. Including the provision in the bill, which sets policy for the Department of Defense, underscored how much attention transgender issues have gotten in U.S. politics and indicated Republicans plan to continue to highlight the politically polarizing topic. President-elect Donald Trump and many other Republicans blasted Democrats for supporting transgender rights during the 2024 election campaign, which ended with Republicans keeping control of the House and taking control of the Senate and White House starting next month. After it passed, Republican House Speaker Mike Johnson praised the measure as refocusing the military on its core mission. "Our men and women in uniform should know their first obligation is protecting our nation, not woke ideology," he said in a statement. The measure did not include some other Republican proposals on social issues, including an effort to prohibit TRICARE from covering gender-affirming care for transgender adults and a measure that would have reversed the Pentagon's policy of funding travel for abortion for troops stationed in states where the procedure is banned. The massive bill is one of the few major pieces of legislation that Congress passes every year and lawmakers take great pride in having passed it every year for more than six decades. The bill is a compromise between Democrats and Republicans in the House and Senate, reached during weeks of negotiations behind closed doors. House passage sends the measure to the Democratic-led Senate. Passage there would send it to the White House for President Joe Biden to sign into law or veto. The NDAA authorizes Pentagon programs, but does not fund them. Congress must separately pass funding in a spending bill for the fiscal year ending in September 2025. That bill is unlikely to be enacted before March. Sign up here. Reporting by Patricia Zengerle; Editing by Cynthia Osterman and David Gregorio Our Standards: The Thomson Reuters Trust Principles. , opens new tab Thomson Reuters Patricia Zengerle has reported from more than 20 countries, including Afghanistan, Iraq, Pakistan, Saudi Arabia and China. An award-winning Washington-based national security and foreign policy reporter who also has worked as an editor, Patricia has appeared on NPR, C-Span and other programs, spoken at the National Press Club and attended the Hoover Institution Media Roundtable. She is a recipient of the Edwin M. Hood Award for Diplomatic Correspondence.

New disability ministers will ‘champion’ inclusion and accessibility – ministerLoneliness has become so prevalent that the U.S. Surgeon General referred to loneliness and isolation as an epidemic affecting productivity and engagement in schools, workplaces, and civic organizations. According to the 2023 Work in America Survey by the American Psychological Association, 26 percent of employees — both working in offices and remotely — reported feeling lonely and isolated at work. With 167 million people in the United States’ labor force as of May, according to the Bureau of Labor Statistics, there are clearly many lonely people sitting behind computer screens and along factory lines. Jennice Chewlin, owner of Chewlin Group, a New Hampshire-based consultancy focused on improving workplace well-being through training, coaching, and strategy development, says many of those people may be hiding their feelings of loneliness. Creating a workplace culture of belonging is crucial, she says. “If you want to improve workplace wellbeing and reduce loneliness start with belonging,” she says, citing a recent American Psychological Association report. “Twenty percent of respondents to an APA survey said they did not feel like they belonged at work when asked.” From a financial perspective, loneliness often results in disengaged employees, lower productivity and decreased performance, costing businesses an estimated $154 billion annually in stress-related absenteeism alone in 2019, according to the Cigna Group’s Loneliness Index. Stuart Lustig, the national medical executive for behavioral health strategy and product design at Evernorth, a division of the Cigna Group, says when people are feeling lonely and disconnected, whether they work for a small or a large company, those employees are more likely to quit. “This happens when people feel disconnected from others and with their work,” he says. “We’re social beings by nature and want to feel connected and be with others at least some of the time.” Tackling loneliness post-COVID Loneliness became a huge problem during the COVID-19 pandemic, when offices across the country closed, sending people home to bedrooms, dining rooms and whatever spaces they could find. Chewlin says COVID exposed problems with workplace wellbeing that had been simmering for years. “There was a need to identify and prevent burn out,” she says. Chewlin, whose background is in public health, started Chewlin Group in 2022. “COVID taught workplaces they can’t keep doing business as usual and for those companies that made employee wellbeing a priority, they’re seeing the most benefit today.” And even as companies and workers adjusted to the “new normal” following the pandemic, loneliness in the workplace remains as prevalent as ever. Maggie Pritchard, CEO of Lakes Region Mental Health Center in Laconia and president of the N.H. Community Behavioral Health Association, says, “Feelings of loneliness at work are on the rise post-pandemic, both for our mental health workforce and the patients we see, [and] we likely won’t know the full extent of the crisis for years.” Remote work since the pandemic created more flexibility for employees and allowed businesses to reduce travel and office expenses, but it also affects peoples’ ability to stay connected, says Pritchard. “Remote work significantly changed workplace culture. People experienced unprecedented isolation,” she says. Sue Drolet, chief human resource officer for Lakes Region Mental Health, says workforce flexibility that provides more autonomy can also lead to isolation for some people. “If someone is feeling lonely at work, especially if they work remotely, they should reach out to a co-worker, schedule a meeting, phone call, or lunch,” she says. “There is a balance that can be achieved.” Understanding, combating loneliness Being proactive is one way to combat workforce loneliness. At Mainstay Technologies in Manchester, talking about loneliness and wellbeing is built into the company’s monthly check-ins with its 100 employees. President Jason Golden says Mainstay creates opportunities for connection and belonging. “We are very intentional about creating systems of communication,” Golden says. “You can’t force connections, but you can force opportunities.” Mainstay holds lunch and learn sessions allowing employees to connect with each other and offers quarterly outings, including to Funtown Splashtown USA in Maine. Golden and his team are aware of the potential for burnout, particularly for service companies like Mainstay. “We watch overtime, including billable client hours, to make sure there’s a good work-life balance,” he says. “And we’ve been very intentional in the past year about training our leadership in the idea of radical respect,” which involves honoring individuality, rather than demanding conformity and creating opportunities for collaboration, not coercion. “We’re super intentional about creating as many opportunities as we can to eliminate loneliness and increase connection,” Golden says. Pritchard says companies are increasing such efforts. “People, including legislators, are recognizing that mental health is a major priority,” she says. “The younger workforce, ‘Gen Z’ for example, is more comfortable asking for help or mental health days at work. This is helping to normalize it and reduce stigma.” Companies are also reaching out to experts for assistance. Chewlin Group facilitates conversations with companies by helping them make informed decisions about increasing potential opportunities for employee engagement and wellbeing.“[People] often confuse feeling lonely with being alone,” Chewlin says, citing the surgeon general’s definition of loneliness, which is rooted in feelings of disconnection and a lack of belonging. “There’s often a deficit of connection.” Loneliness is a normal human experience, as much as happiness, joy, or hunger, Chewlin says, adding that it is often hidden. “There’s stigma attached to this feeling,” she says. “People feel others will perceive them as having something wrong with them and because of this we put on a mask and pretend everything is OK.” Nicole Sublette, owner of Therapists of Color New England in Manchester, says the topic of workplace disconnection and loneliness came up recently at a Stay Work Play event she attended. “People were talking about this, and my own business really struggles because people tend to work in silos,” she says. One thing Sublette has done to combat loneliness at her company is to plan group gatherings. Recently, Therapists of Color also created a “clinician support coordinator” to do check-ins and meetings with staff. “Workplaces today are becoming more progressive around mental health and wellness. I had a client whose organization offered wellness incentives including yoga, gym memberships and coaching.” Sublette says 50 percent of Therapists of Color’s work is telehealth and that staff work two days in office. “This allows people to grab lunch with each other and they have two hours off during the day,” she says. “I try to make everyone’s lunch hours the same.” Money, race, and age matters When it comes to loneliness in the workplace, certain trends stand out. One is age. The 2024 Work in America Survey by the American Psychological Association found that 45 percent of workers ages 18 to 25 felt lonely, compared to 33 percent of workers ages 26 to 33, 22 percent of workers ages 44 to 57 and about 15 percent of workers over age 58. “It seems counterintuitive. You would think younger people would have more connections than older people, but it doesn’t pan out that way,” says Lustig, a child psychiatrist by training. “Younger people are supposed to be forming their identities and making lasting connections, graduating college, having their first jobs, and much of that was hindered by the pandemic.” The U.S. Surgeon General laid out a framework of five requirements for workplace mental health and wellbeing. They are: protection from harm, opportunity for growth, connection and community, mattering at work and work-life harmony. Forlower paid workers, these are harder to find. Lustig says that while money can’t buy a person happiness, it can buy friends. “All joking aside, having connections with friends is an indicator of well-being,” he says, explaining that having financial resources provides the ability to better engage in social activities. And working more hours to make ends meet is time away from family and friends, he adds. “People with better financial resources can engage in important activities and stay more connected.” According to a 2021 Cigna report, men and women have roughly the same likelihood of loneliness (57 percent of men and 59 percent of women) while people from underrepresented racial groups are more likely to be lonely. Seventy five percent of Hispanic adults and 68 percent of Black/African American adults are classified as lonely — at least 10 points higher than what is seen among the total adult population (58 percent). Sublette says people of color — who can experience powerlessness and invisibility — and those with neurodivergence have needs that employers may not understand. “It’s important for employers to gauge their employees’ needs individually. When it comes to group gatherings they can simply ask, ‘what do you want to do, what does fun look like to you,’ these questions are important,” she says. Creating the potential for connection Creating a workplace of belonging begins with trust, says Chewlin. This includes executive leaders, managers and employees working together to build that trust. “This requires more than a one-and-done approach, she says. “But when building trust is made a priority, workplaces can help create a momentum for change where everyone thrives.” Golden of Mainstay says he asks employees what is meaningful in their lives and how they can get closer to that. He emphasizes to his staff the importance of fostering positive relationships with people who are trusted sources of wisdom. “You need to know your squad,” he says. “When you’re feeling lonely, who is it you turn to?” As the leader of a tech company, Golden says he’s aware of the dangers of isolation. “I’m an introvert who also enjoys people,” he says, adding he’d typically rather be reading a book than attending networking events. “There’s a seduction for introverts, especially in the tech world where much of the work is online ... they sometimes think they can solve everything in their own mind. That’s dangerous.”None

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