Many people thought the debate over the name of the Washington Redskins ended this past June. It was in that month the United States Supreme Court made a landmark ruling involving a rock band called The Slants. The court ruled that even though the name of the rock band was offensive to some people, the band could not be denied a trademark for their name. This ruling also allowed the Washington Redskins to keep their name by essentially ending legal options for opponents.

Notwithstanding the events above, something fascinating happened this week. On Wednesday, December 13, 2017, several websites suddenly appeared on the Internet advertising an exclusive story about the Washington Redskins. The websites contained professionally appearing articles stating that the Washington Redskins had finally bowed to public pressure, and the team would now be called the Washington Redhawks.

It didn’t take long for people to realize the articles were fake. However, the articles demonstrated a new method of activism used by Native Americans and their allies in the football team debate. Sebastian Medina-Tayac, one of the organizers behind the websites, said, “The point of this was to start the conversation again.” He continued, “We wanted to make it immediate and urgent by allowing people to imagine a world where that mascot is gone, the name is changed and see how people react to it.” In other words, he decided to help the public visualize the change.

What do you think about this new tactic being used by Native Americans? Let us know below!

Organizations have begun no longer providing employees with stock options. Some organizations do it to save money, while others do it for more complex reasons. One of the main reasons for eliminating them is options create massive accounting burdens for company accountants. Another main reason is that a sudden drop in value turns these options worthless and not allow time for employees to sell off their options.


Options do have benefits. As stock options are tied to the company’s value, it causes workers to find creative ways of working harder and increasing the share value. Stock options are tax free, which saves money for the company. For those still interested in providing options, Jeremy Goldstein suggests the knockout options. Knockout options are very similar to their counterparts, they have same vesting requirements and time limit. With knockout options, employees lose them when the value drops below a certain value. By offering knockout options, shareholder investors do not face threat of option overhang. Options are a better form of compensation in comparison to pay raises and equities because they are easy for employees to understand. The compensation is the same all across the board.


Knockout options eliminate the obstacles tied to stock-based compensation. Jeremy Goldstein believes company executives need to meet with auditors to discuss in detail giving these options to employees. Goldstein refers companies to wait six months before awarding new options, because if they do not it may lead to a negative impact on their quarterly financial statement. Companies who want to continue to give employees options, will get the best deal by choosing the right strategy, which Goldstein can guide you on. The companies also have to find the right way to minimize overhang and ongoing costs. Learn more:


Companies who are looking for insight into business financial issues such as corporate governance and executive compensation, turn to Jeremy Goldstein. Jeremy Goldstein is the co-founder of Jeremy L. Goldstein and Associates, which is a boutique law firm that was founded in 2014 and specializes in corporate governance and executive pay. His business experience spans over 15 years. He has been influential in several major corporate transactions that have involved many high profile companies such as UTC, Duke Energy, Chevron, Verizon. Jeremy Goldstein serves on the board of several organizations including the nonprofit Fountain House. Jeremy Goldstein continues to help companies both big and small grow, when it comes to dealing with employee benefits.