Alex Pall Chases Aspiration of Artistry

Since the release of their 2016 hit single “Closer” the Chainsmokers have been chasing the label of artist. Not content with just making dance music, a fact both have revealed in numerous interviews, the group has been working to better connect with their listeners. “Closer” was one of their first forays. A delightful foot-stomper featuring the talented Halsey, the song also featured Andrew Taggart on lead vocals. In the EDM world DJ’s look to other artists to provide the human element, relying on them to sing vocals, and even write the music. In an industry awash in remixes, having an EDM group serve up one half as the human element was revolutionary.

 

Since “Closer” Taggart has regularly provided his voice, and the duo themselves have become more involved in the song-writing. For Pall it is all about identity, finding a voice within their work shows who they are. Since the release of their first hit “#Selfie” the duo has been lost in a wave of mainstream success. Their fame has brought them much, but it has also skyrocketed them to a point they never realized they could reach. “It all happened really fast” Pall remarked. Now in the wake of their success, the two are trying to discover who they are.

 

This year has seen the release of their next evolutionary step, the 2018 single “Sick Boy”. According to Pall the duos’ goal is to create a conducive body of work that departs from traditional EDM albums. “Sick Boy” certainly exemplifies that as it takes the group music in a completely different direction. The song makes a serious statement about the dependency of society on social media, and the stress that overexposure brings. The song is meant to connect emotionally to their listener but is also a focal point for their own feelings. “We write the music for ourselves” Pall states, “and it is delightful to see other people relate to it”.

 

https://www.instagram.com/alexpall/?hl=en

Jeremy Goldstein Talks About Compromise In EPS

The constant struggle between corporates and their employees when it comes to wage increments and incentives has always been a matter of concern. Employees working at companies want to be able to advance and grow in their professional career for all the hard work that they put in, but sometimes, the corporate side of things don’t work out as planned. This constant back and forth between the parties can lead to a rise of hostility and tension which is not a favorable position for any company to be in, which is why the need to reach a middle ground is prevalent.

 

 

EPS was one of the solutions that companies started implemented to be able to grant incentives to the employees working with them. These incentives were based on the ratio of stocks and employees, thereby giving employees a template of how much they can expect to get as bonuses or incentives. Many major companies all over the world have implemented this system since it gives employees an estimate that they can look forward to, and prevent them from putting forward excessive demands that the company cannot fulfill.

 

 

Jeremy Goldstein, a prominent corporate lawyer from New York, had recently penned an article about EPS and its implementation in corporate structures. Having worked with a wide range of corporate clients through the course of his career, he understands the hurdles that parties face, and also the measures that can be taken to remedy the situation.

 

 

In the article, he outlined how EPS has become the preferred option for many companies, and how it has led to the increase of shareholders who are choosing to go in for companies who are applying EPS to their employee policy. This has led to profitability and benefits for the company, the shareholders, as well as the employees.

 

 

He also pointed out that there are a few drawbacks that can come in the way of EPS functioning effectively and the people at these companies benefiting from that. EPS for one only account for the number of incentives that people will receive, not what parameters a person will receive these increments on. It also has no guidelines about who gains the incentives and on what grounds, which leads to the added disadvantage that some employees may not get these incentives because of corruption that tends to happen at the workplace. Employers may choose to only give these incentives to those employees who they favor, and not necessarily to the ones that truly deserve it. This can lead to some unforeseeable hardships on the part of the employees, leading to more disruptions and tensions between the parties.

 

 

Jeremy Goldstein further outlined that the best way to ensure that all parties are satisfied is by coming to a standard resolution. Learn more: http://jlgassociates.com/