Would reparations lead to irresponsible spending? Studies on other cash windfalls suggest not, new report says.

The perception that people often succumb to misfortune and bad decision-making after suddenly receiving large amounts of cash isn’t based in fact, researchers said in a report published Thursday by the Roosevelt Institute, a progressive think tank.

That means potential reparations payouts to Black Americans are unlikely to result in reckless spending, financial ruin and reduced labor productivity, the report’s authors wrote after undertaking a review of prior research concerning consumer behavior after lottery windfalls and inheritances, as well as more minor cash transfers through tax refunds and guaranteed-income programs. 

“There’s what we really describe as kind of an urban myth … that people who receive lottery winnings squander the money very quickly,” reparations scholar William “Sandy” Darity, a Duke University professor of public policy and economist who co-authored the report, said in an interview. “The best available evidence indicates that that’s not the case.”

Whether Black residents and descendants of enslaved people in the U.S. are owed reparative payments has been debated for centuries. But as the country has grown more economically unequal while a stubborn racial wealth gap persists, the reparations movement has picked up traction.

In California, a first-of-its-kind state task force on reparations approved a slate of recommendations for lawmakers this month that, if implemented through legislation, would potentially provide hundreds of billions of dollars in reparative monetary payments to Black Californians to address harms caused by factors including racial health disparities, housing discrimination and mass incarceration. San Francisco, which has its own reparations task force, is also considering one-time reparative payments of $5 million for eligible people.

Read more: California task force approves sweeping reparations potentially worth billions of dollars

Still, detractors say that granting reparations to Black Americans — as was done for Japanese Americans incarcerated in internment camps during World War II and, on a state level, for survivors who owned property in the town of Rosewood, Fla., before a race massacre destroyed it — is unwise.

Some argue that giving people reparative payments without requiring certain parameters or personal-finance courses could result in irresponsible spending behavior, or that reparations proposals are themselves racist in suggesting that Black people need “handouts.”

‘One of the important things that lottery winners do with the money is that they frequently set up trust accounts or the equivalent for their children or their grandchildren.’


— William ‘Sandy’ Darity, a leading reparations scholar

The authors of the Roosevelt Institute report, for their part, said the assumption that Black Americans would be unable to handle sudden windfalls is rooted in racism — noting the racial wealth gap wasn’t created through “defective” spending habits but through policies that pumped money into white households, including unequal land distribution and subsidies for homebuyers.

“Widely held, inaccurate, and racist beliefs about dysfunctional financial behavior of Black Americans as the foundation for racial economic inequality leads to a conclusion that monetary reparations will be ineffective in eliminating the gap,” they wrote. “According to this perspective, if eligible Black Americans do not change their financial mindset and behavior after receiving financial reparations, the act of restitution will be empty.”

How people spend lottery winnings and inheritances

Even so, there’s not really “any carefully drawn-out study of what has happened to folks who have received reparations payments,” Darity said. It’s “impossible to understand” the impacts of such programs, because there haven’t historically been “systems in place that give money directly to individuals” — allowing “anecdotal cynicism and urban mythology” to drive the narrative, the report’s authors wrote.

“The best that we could do is try to think about other types of instances in which people have received windfalls where there has been some follow-up on what the consequences have been,” Darity said.

To see how people really react when they’re granted new amounts of money, the authors examined outcomes both from people who had received “major” windfalls — ones that immediately and majorly change a person’s wealth status, like winning the lottery — and “minor” windfalls, or those that affect a person’s income but don’t meaningfully shift their wealth status, like the stimulus checks doled out earlier in the COVID-19 pandemic. 

Darity, who directs Duke University’s Samuel DuBois Cook Center on Social Equity, worked alongside the report’s lead author, Katherine Rodgers, a former research assistant at the Cook Center who currently works as a senior associate at the consulting firm Kroll, as well as Sydney A. Grissom, an analyst for BlackRock. Lucas Hubbard, an associate in research at the Cook Center, was also an author of the report. 

They found that while a person’s behavior can vary based on the windfall amount and how it’s framed to the recipient, as well as their previous economic status, their reactions tend to buck stereotypes. 

For example, only 11% of lottery winners quit their job in the findings of one 1987 study that examined 576 lottery winners across 12 states — and none of the people who got less than $50,000 left work, according to the Roosevelt Institute report. However, people were more likely to quit their jobs if they won a sum worth $1 million, had less education, were making under $100,000 a year, and hadn’t been in their job for more than four years.

Studies of lottery winners in other countries have found similarly muted labor responses, the report said. A separate U.S. study from 1993 of the labor effects on people who had received inheritances ranging from $25,000 to $150,000 or more also found that only a “small but statistically significant percentage of heirs left their jobs after receiving their inheritance,” with workers most likely to leave their jobs if they got a big payout. 

But it’s still “less than what the stereotype would say,” Hubbard said in an interview: 4.6% of individuals quit their jobs after receiving a small inheritance of less than $25,000, compared to 18.2% of workers who got an inheritance of more than $150,000, he noted.

Instead, studies have shown that people who get windfalls may be more likely to become self-employed, participate in financial markets, save, and spend money on necessary goods like housing and transportation, the report’s authors wrote. 

“One of the important things that lottery winners do with the money,” Darity said, “is that they frequently set up trust accounts or the equivalent for their children or their grandchildren.”

Small windfalls, including those offered through monthly checks from guaranteed-income pilot programs, have also been shown to be used for essentials like food and utilities without negative effects on employment. The framing of the money received can also have an effect on how it’s spent, the authors said: People who get a payout from bequests or life insurance tend to have more negative emotions about the money and will use it for more “utilitarian” purposes, according to one 2009 study

From the archives (March 2021): Employment rose among those in California universal-income experiment, study finds

Reparations wouldn’t unleash ‘flagrant spending,’ researchers say

Despite their findings, “windfalls are not magical panaceas for all financial woes,” the authors emphasized.

For example, a 2011 study cited in the report found that among people who were already in precarious financial positions, lottery winnings delayed, rather than prevented, an eventual bankruptcy filing. Another report from 2006 found that “large inheritances led to disproportionately less saving,” the researchers noted in the Roosevelt Institute report.

“Research over the past two decades has demonstrated that their bounties are not limitless, and, crucially, that informed stewardship of received assets is still necessary (albeit, not always sufficient) to achieve and maximize long-term financial success,” the authors wrote.

But they added that reparations, particularly if “framed not as handouts but rather as reparative payments” to Black Americans, would not unleash “flagrant spending on nonessential goods” based on studies on windfalls, and could instead improve recipients’ emotional well-being and financial stability. 

“Of course, the merits of making such payments should not be assessed solely on the basis of the anticipated economic effects,” the authors said. “Moreover, using the absence of evidence of this type as a justification for delaying reparative payments, such as those to Black descendants of American slavery, is inconsistent with the fact that other groups previously have received similar payments in the wake of atrocities and tragedies.”

From the archives (January 2023): How to pay for reparations in California? ‘Swollen’ wealth could replace ‘stolen’ wealth through taxes.

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There may never be a better time to create a retirement plan

Small businesses have new incentives to help their employees plan for retirement, thanks to Secure 2.0, a sweeping retirement reform bill signed into law late last year.

The incentives, which include tax credits that are especially attractive to businesses with 50 or fewer employees, are designed in part to encourage small companies to create retirement plans for their employees — especially the smallest firms, among whom less than half (48%) offer a retirement plan, according to research by Anqi Chen and Alicia Munnell of the Center for Retirement Research at Boston College, which uses 2019 U.S. Bureau of Labor Statistics data. 

But that’s changing, in part inspired by more attractive tax breaks and a highly competitive labor market in which every benefit matters more in the war for talent. Among companies not offering a 401(k) or similar plan, 42% say they are likely to begin sponsoring a plan in the next two years, according to a new survey report published May 2 by nonprofit Transamerica Institute and its Transamerica Center for Retirement Studies. Among those that are not likely to sponsor a plan in this time frame, 31% cited cost concerns. 

Before discounting plan sponsorship — especially for cost reasons — small businesses should consider the potential financial benefits Secure 2.0 has to offer. There are eligibility requirements and specific variables that can affect these benefits, so it makes sense to consult a tax advisor to help weigh the various options.

But as a general rule, these credits “add up to sizable benefits for employers looking to start plans,” said Amy Vaillancourt, senior vice president of workplace product, strategy and architecture at Voya Financial.

Here are some basic features of the legislation and points to consider in balancing costs and benefits — to both employer and employee.

A big tax credit can cut down on plan setup costs

Secure 2.0 created a souped-up credit to offset administrative costs associated with starting a qualified retirement plan. For businesses with between one and 50 employees, the legislation increased the percentage of coverage up to 100% of qualified start-up costs, up from 50%. There’s a $5,000 per year cap that’s available for three years. Larger businesses — those with 51 to 100 employees — are still eligible to receive up to 50% of plan start-up costs.

Employer contributions also generate tax advantages

Additionally, Secure 2.0 offers a new tax credit for five years to businesses with up to 100 employees who make employer contributions to a new defined contribution plan. This credit is designed to encourage small businesses to contribute to their employees’ retirement savings. The exact amount of the credit depends on factors such as the number of eligible employees and the number of years since the plan began.

The credit is especially beneficial to employers with 50 or fewer employees. For these businesses, the credit is up to $1,000 per year for each employee earning less than $100,000, and the amount of the credit reduces 25% each year starting in the third year, said Marc Scudillo, managing officer of EisnerAmper wealth management and corporate benefits. 

For larger businesses — those with 51 to 100 employees — the tax credit is based on a sliding scale.

Small businesses using the credit should talk to their tax preparer to understand how deductions for employer contributions will be reduced, said Kelly Gillette, a partner with accounting firm Armanino.

A smaller auto-enrollment credit can offset some costs

A $500 tax credit is available to small companies that add an automatic enrollment feature, available for the first three years, to a new or existing 401(k) plan. While this feature isn’t required until 2025, small businesses could choose to do it now and get the credit earlier, Gillette said. While auto-enrollment tends to increase participation, and thus add costs for a small business, the credit could help offset these added costs.

Starter 401(k) plan doesn’t require an employer match

Employers can now offer a starter 401(k) plan that allows them to take advantage of the applicable administrative tax credits even though they aren’t making contributions on their employees’ behalf, Scudillo said. Many small businesses don’t want or can’t afford to offer an employer match, but having this option can be a significant boon for employees. 

Seventy-one percent of respondents said they expect their primary source of income in retirement to come from what they save on their own in an employer-sponsored defined contribution plan, according to a recent survey from Natixis Investment Managers.

This new type of plan can be useful for recruiting purposes and for helping employees prepare for retirement, Scudillo said. The option is available to small businesses that do not have a plan in place.

Military families receive extra attention in legislation

Military spouses often lose out on the ability to save for retirement because they may not stay at a job long enough to qualify for retirement benefits or become vested. Secure 2.0 offers eligible employers a credit of up to $500 credit per military spouse that participates in the company’s defined contribution plan, provided certain conditions are met.

For instance,  military spouses must be immediately eligible to participate in the plan within two months of hire. Also, upon plan eligibility, the military spouse must be eligible for any matching or nonelective contribution that he or she would have been eligible for otherwise at two years of service.

The credit applies for three years and does not apply to highly compensated employees.

New Roth IRA options for small businesses

Secure 2.0 allows business owners to offer a Roth version within SEP IRAs and SIMPLE IRAs. These are often used by small businesses because they tend to have less administrative responsibilities than a 401(k),” said Eric Bronnenkant, head of tax at Betterment. The ability to offer a Roth option in these plans could benefit the owner directly, but it is also helpful for recruiting and retention purposes, Bronnenkant said. 

The self-employed are not left out of legislation

The retirement legislation also has multiple benefits available for all individuals, including the self-employed. One of these benefits is the increased ability to contribute more money to retirement after age 50. For 2023, the catch-up contribution limit is $7,500, compared with $6,500 in 2022 for people ages 50 and above. Under Secure 2.0, the catch-up contribution limit will increase even more for participants between the ages of 60 and 63 starting in 2025, Gillette said.

Additionally, the age at which people must take required minimum distributions from their traditional 401(k) or traditional IRA has increased. Beginning in 2023, Secure 2.0 raised the age that a person must start taking RMDs to age 73. What’s more, starting in 2024, there is no RMD requirement for Roth 401(k) and Roth 403(b) plans, so it puts them on par with a Roth IRA, which can also be a significant benefit, Gillette said.

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Starbucks workers contend company is busting unions. ‘This will be a priority for me,’ congressman says.

SANTA CLARA, CALIF. — Starbucks Corp. employees met with U.S. Rep. Ro Khanna at his California office on Friday and contended the company is retaliating against employees who unionize or are trying to organize, and is not bargaining in good faith.

The giant coffee chain denies those allegations. But what the Democratic congressman from Silicon Valley heard Friday from Starbucks
SBUX,
-0.41%

employees and union representatives in a meeting attended by MarketWatch echoes other complaints from around the nation that the company is engaging in union-busting — and he vowed to continue to try to help make sure the employees are treated fairly.

Edith Saldano, who works at a location in Santa Cruz County, sat next to the congressman and told him that the company “has embarrassed us over and over again and has not respected us.” Saldano said that during her store’s first bargaining session in November, Starbucks’ lawyers walked out after three minutes.

Saldano fought back tears as she recounted that she had “waited all day” and lost out on a day’s worth of work, which she really needed because she was “houseless” at the time in an area known for its high cost of living. She handed Khanna the employees’ contract proposal.

“We’re asking that you read it over and that you talk to them,” said Saldano, who added that she also sits on the national bargaining committee.

Khanna agreed to take a look and told Saldano: “I appreciate you for fighting not just for yourself but for everyone.”

The congressman has prided himself on being pro-labor and standing with low-wage workers, including Silicon Valley janitors and California’s fast-food workers, through the years. Khanna told the Starbucks employees Friday he has also met with the company’s unionized workers in Los Angeles, and that he hopes to help persuade the company — which is in transition and is set to have its new chief executive officially take over in a couple of months — change its approach to the growing movement to unionize at hundreds of its stores.

The National Labor Relations Board has accused Starbucks of illegally firing workers who have unionized, and the company is facing hundreds of charges of violating labor laws. Judges have ruled against the company in some of those cases. Starbucks in turn has filed complaints with the NLRB, accusing the union of not bargaining in good faith.

In-depth: Unions’ push at Amazon, Apple and Starbucks could be ‘most significant moment in the American labor movement’ in decades

A couple of other Starbucks employees who asked to remain anonymous for fear of reprisal at a Bay Area store where they’re seeking to unionize also gave emotional testimonies at Khanna’s office on Friday. They spoke of having their hours reduced to the point where they don’t qualify for benefits, and being understaffed and overworked in physically demanding jobs.

“They run us into the ground until we’re too fatigued, and we’re replaced with cheaper baristas,” one of the employees said. “We’re organizing because we’re powerless as individuals.”

The other said Starbucks “is dominating the market by any means necessary,” and that employees “need the support of congressmen” and other leaders.

Brandon Dawkins, vice president of organizing for SEIU Local 1021, said possible retaliation by the company is also “putting fear into stores that want to unionize… they see what the unionized workers are going through.”

Khanna thanked the employees for their “courage,” and said “this will be a priority for me just like last Congress,” and outlined how he plans to continue to try to help.

Starbucks spokesman Andrew Trull said Friday that allegations that the company has not bargained in good faith are “simply false.” Trull said Starbucks has “come to the table” for more than 85 bargaining sessions at different stores since October.

“At each of these sessions with Workers United, Starbucks has been met by union representatives who insist on broadcasting in-person sessions to unknown individuals not in the room and, in some instances, have posted excerpts of the sessions online,” Trull said.

As for the allegations that Starbucks is reducing the number of hours available for employees who unionize, Trull said “Starbucks has a longstanding practice of adjusting store hours to reflect seasonal changes in customer demand.”

A spokesperson for Starbucks Workers United said longtime Starbucks employees say “the current pattern of reducing hours does not fit the history in the company.” In addition, the union spokesperson said the company is complicating scheduling of meetings by not allowing bargaining committee members unpaid time off; that the union and the company have agreed to virtual bargaining sessions; and that the union introduces participants for every meeting.

Outgoing Starbucks Chief Executive Howard Schultz refused to appear before a Senate committee last week that wanted to ask him about the accusations of labor-law violations by the company.

The company’s letter to Sanders said that since Schultz is on his way out as CEO, the company was offering its chief public affairs officer, Al Jones, to appear before the committee instead.

The chair of the Senate Health, Education, Labor and Pensions Committee, Democratic Sen. Bernie Sanders, said in a statement lasst week that he intends “to hold Mr. Schultz and Starbucks accountable for their unacceptable behavior.”

In October, Khanna and 30 other lawmakers sent a letter to Schultz, urging him and the company to work with the unions that have formed at hundreds of Starbucks stores around the nation.

For more: Starbucks urged to work with unions in letter from members of Congress

Since then, the congressman’s staff has been in touch with the company, whose representatives have told them that Starbucks is allowing workers to exercise their rights under the National Labor Relations Act.

Khanna told the employees on Friday that he has corresponded with new Starbucks CEO Laxman Narasimhan and expects to meet with him after he takes over April 1.

“I’m hopeful that between the approach to him and the approach to some of the board members, who I know, that they may see the light — allowing for reasonable unionization and reasonable terms,” Khanna said. He mentioned that Microsoft Corp.
MSFT,
-1.56%

last year came to a neutrality agreement with the Communications Workers of America; Microsoft CEO Satya Nadella is a Starbucks board member.

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Self-made millionaire: Here’s what it means to be rich and how to successfully land a raise

There’s no one definition for what it takes to be rich — it means something different to everyone.

“Each person defines what rich means for them,” self-made millionaire Ramit Sethi, author of New York Times bestselling book “I Will Teach You To Be Rich,” told CNBC’s Frank Holland during the inaugural CNBC Make It: Your Money virtual event on Dec. 13. The event featured several successful entrepreneurs and financial icons who offered advice about increasing your earning power.

“For some people, rich means having a million dollars in the bank. For some people, rich means being able to go to yoga in the middle of a weekday,” Sethi added.

The way most of us feel about money is highly psychological, said Sethi, with either positive or negative associations that can be untethered to actual wealth.

“I’ve spoken to people who have $10 million in net worth, and they still worry if they’re going to have enough,” said Sethi. In his experience, feeling rich is “uncorrelated to how much we have in the bank.”

“I see money as a source of growth. It has made me more adventurous, spontaneous, generous,” said Sethi. “When we have money, we can choose what type of characteristics we want to emphasize.”

How to ask for a raise — and get one

If you want to negotiate a higher salary, Sethi says it’s important to have a plan long before you ask for a raise. 

Start by meeting with your boss. Say that you want to be “extraordinary at this job” and work with them to identify two to three actionable goals to get there. As you work on those goals, update your boss on your progress every few weeks, Sethi recommends. 

Months later, when it’s time to actually ask for a raise, you’ll be able to show that you’ve made progress on your goals. You can also research what other people in your position make and share the results.

“You don’t need to be confrontational — negotiation is a dance,” says Sethi. If your boss says they can’t offer a raise, that might be because they don’t have the “budget or power” to do so.

“That’s OK,” says Sethi. “But what it means for you is that you need to make a decision on whether you want to stay in that job or not.”

Millennial entrepreneurs discuss wealth-making tips

CNBC’s Kristina Partsinevelos spoke with a panel of millennial entrepreneurs who have grown their creative side hustles into six-figure businesses. Here are a few of their top takeaways.

  • Michelle Schroeder-Gardner, founder of Making Sense of Cents, earns $760,000 a year in passive income and lives on a sailboat with her family. Side hustling, including freelance writing, affiliate marketing and renting out rooms in her home, “completely changed my life,” she said.

    In the last two years, her big goal was to earn more in passive income, so that she could work fewer hours and enjoy her life. To do that, she put her business “on autopilot” by hiring a virtual assistant and outsourcing editing tasks.

    Now, she only works 10 hours a week and is able to save for early retirement. “I don’t feel like I have to say yes to every project these days,” she said. 

  • Todd Baldwin, who became a millionaire when he was 25, said that his passive income journey has been all about real estate. He’s found success with an unorthodox real estate strategy: Rather than renting out full homes to a single tenant, he and his wife rent out each bedroom individually.

    However, he didn’t earn passive income right away. Baldwin worked 17 hours a day when he first started, he said: “Every penny that I made, we were just putting it back into more real estate.”

    And despite earning seven figures, he’s extremely frugal. He still clips coupons, secret shops and drives “a 2009 Ford Focus with 180,000 miles on it.”

  • Grace Torres — a 23-year-old who turned her wedding photography side hustle into a six-figure business — agreed that reinvesting profits into your business is crucial for growth, “especially for solopreneurs.”

    Whether that’s buying new camera equipment or adding employees, she’s used her profits to expand the company. It’s common for new businesses to grow slowly in the first few years, and one of the trade-offs can be that you’re not paying yourself very much, she said. 

    However, running your own business has its advantages, she said. When Torres first started her wedding photography business, she felt “very little pressure to make a lot of money in order to survive or to support a family.”

Kevin O’Leary still believes in crypto

Kevin O’Leary, star of ABC’s “Shark Tank” and host of CNBC’s Money Court,” was a paid spokesperson and investor in embattled cryptocurrency exchange FTX. He lost $15 million when the businesses went bankrupt last month.

However, O’Leary is still bullish on crypto. “I’m going to continue to invest in crypto,” he told Holland. “I’m a big believer in the platforms and the technology and the promise of what’s going to come in the years ahead.”

O’Leary said the industry is “culling its own herd — getting rid of the bad actors, the weak actors, the incompetent managers, all of that.” For that reason, he believes the crypto space will emerge stronger.

However, if you’re going to invest in crypto, be cautious. O’Leary warned against putting more than 20% of your total assets into one crypto exchange or institution. It’s also smart to diversify your crypto investments across different tokens and assets, he said.

When asked about what small business owners can do to prepare for a possible recession, O’Leary shared the advice that he gives all of his CEOs: The minute you have positive cash flow, start to pay down every debt you have. 

With high interest rates on loans, “the only thing that can take you down in times of stress is leverage,” he said. 

O’Leary also tells business owners to focus on three rules: “No. 1, customer. No. 2, customer. No. 3, customer.”

“If you take care of your customer, they will take care of you,” said O’Leary. “Customers that feel they’re being well served are even willing to pay higher prices and are very sticky. Customer service is everything.”

The CNBC Make It: Your Money livestream was sponsored by Edward Jones and Robinhood.

Disclosure: CNBC owns the exclusive off-network cable rights to ABC’s “Shark Tank.”

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