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Cake day: June 6th, 2023

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  • Now, more than a decade after Sylvia’s death, their efforts have landed the Wildensteins before France’s highest court. The evidence she and Dumont Beghi brought forth has persuaded prosecutors that the Wildensteins are a criminal enterprise, responsible for operating, as a prosecutor for the state once put it, “the longest and the most sophisticated tax fraud” in modern French history.

    A trial this September will determine if the family and their associates owe a gargantuan tax bill. The last time prosecutors went after the Wildensteins, several years ago, they sought €866 million — €616 million in back taxes and a €250 million fine, as well as jail time for Guy. The consequences could do more than topple the family’s art empire. The case has provided an unusual view of how the ultrawealthy use the art market to evade taxes, and sometimes worse. Agents raiding Wildenstein vaults have turned up artworks long reported as missing, which fueled speculation that the family may have owned Nazi-looted or otherwise stolen art, and spurred a number of other lawsuits against the family in recent years. Financial distortions have saved the family hundreds of millions of dollars, prosecutors allege, but their treatment of Sylvia could cost them far more — and perhaps lead to the unraveling of their dynasty.

    What a story. It’s a long read, but fascinating.


  • It can be to limit how much vacation time the company has to pay out on separation, or to limit how much “liability” for vacation pay they have on the books at any given time. If your employees get 5 days of vacation a year, use it or lose it, you don’t have to deal with someone who (the horror!) has built up 2 weeks and wants to use it all at once.

    There are no state or federal laws that give employees a right to paid vacation time. Only 10 states require the company to pay out unused vacation time when you leave (CA, CO, IL, IN, LA, MA, ME, ND, NE, RI). In most of those states, use it or lose it policies are illegal. Everywhere else, the company policy basically decides if it gets paid out or not.




  • The power dynamic is already heavily skewed in favor of the employer. Especially with construction and landscaping work, the way it tends to go is: workers need the job. The company rules with a pretty strict hand. You don’t like something, there’s the door. So you put up with stuff until you find another job or can’t take it anymore.

    Take away a legal right, and that’s that. The workers and the company both know who has the upper hand. Sure, one person could try to stick up for themselves here and there, but plenty of people don’t because they’re afraid to lose their job. And it usually doesn’t change anything anyway. Even when there are laws to protect employees, companies don’t always follow them.

    I’m talking mostly about non-union jobs there. Union jobs are better, but they’re not free of problems either.