Roadmap for a 501(c)(3)-Owned Trading LLC to Empower Low-Income Communities (Columbus, GA) Concept Overview Mission: Establish a nonprofit organization (501(c)(3)) that helps low-income or underprivileged individuals in Columbus, GA learn and practice financial trading as a means to improve their economic situation. The program integrates educational training in trading for youth and adults, combined with on-site psychologist/sociologist support to address behavioral and emotional aspects of learning and trading. The structure involves a for-profit Limited Liability Company (LLC) owned by the nonprofit, which would facilitate actual trading activities. Any trading profits generated are funneled back into the nonprofit (or its programs) to sustain and grow this community empowerment initiative in a self-sufficient, non-governmental way. Key Idea: By using a nonprofit/LLC hybrid structure, the program can teach marketable skills (trading and financial literacy) and provide real trading experience in a controlled environment, while legally reinvesting proceeds into the charitable mission. This approach aims to “rise above current level without government assistance” by creating a cycle where successful trades fund the training of more participants. The inclusion of mental health professionals (psychologist/sociologist) ensures participants have support in developing the discipline and mindset crucial for trading success – recognizing that trading is as much a psychological game as a technical one . In summary, this concept is feasible under U.S. law and IRS regulations, but it requires careful planning to ensure compliance. Below is a detailed breakdown of how it can be done (and the necessary steps), along with clarifications on what is permitted and what limitations exist. Legal Structure: Nonprofit 501(c)(3) with a Wholly-Owned LLC Nonprofit (501(c)(3)) Component: The core entity will be a nonprofit corporation (likely a public charity) with an educational and charitable mission – e.g. “to provide financial literacy, trading education, and economic empowerment for low-income individuals.” Once incorporated at the state level (Georgia) and recognized by the IRS as a 501(c)(3) tax-exempt organization, it can enjoy tax benefits and accept tax-deductible donations . The nonprofit will run the training program, recruit participants, instructors, and the psychologist/sociologist, and oversee the overall mission fulfillment.

Hey Leaders, Every team has unwritten rules—those unspoken expectations that shape how people interact and make decisions. But here’s the challenge: sometimes these rules unintentionally exclude team members and limit their sense of belonging. In Episode 354 of the Maxwell Executive Leadership Podcast, Perry Holley and Chris Goede unpack how leaders can identify and address these hidden barriers to inclusivity. They share strategies like: ✅ Seek Feedback Regularly – Ask your team about the rules they perceive and how those impact them. ✅ Audit Decision-Making – Make sure choices aren’t unintentionally favoring a select few. ✅ Celebrate Curiosity – Encourage learning about each team member’s unique background. ✅ Lead with Vulnerability – Model openness so others feel safe to bring their authentic selves to work. When leaders break down unwritten rules, they unlock a culture where everyone feels valued, safe, and empowered to contribute fully. Listen to the full episode here: Executive Podcast #354 – The Unwritten Rules of the Inclusive Leader https://co.maxwellleadership.com/executive-podcast-354/ Reflection Question: What “unwritten rule” might be holding your team back from greater inclusivity—and how can you start rewriting it? Drop your insights below—we’d love to hear your perspective!

Team, Please see attached PDF I crafted from google powerpoint(?). I am seeking to verify 'what all' am I missing to at least ensure I am on the right track. I acknowledge I still need to provide a 'demographics' breakdown. (Average cost of living, wage, age group densities, and so much more) (Before I dig too much into those weeds for exact specifics... 'which should I focus or narrow into'?) Based upon the PDF attached, please advise if I need to be more 'concise' or if this is sufficient 'as is'? To be able to 'fund' something of this magnitude "starting" for all funds needed to the 'sustaining' itself, I think I would need to have something like the following for expenses to 'sustain' itself: 1. Lead Instructor: $30-$45 (per hour) 2. TA / Learning Coach (behavioral Tech / Peer Specialist profile): $18-$25 (per hour) 3. Licensed psychologist: $60-$70 (per hour) 4. Social Worker (MSWW/LCSW) for case management/referrals: $29.00 (per hour) 5. Cleaner: $16-24 per hour (after class to reset) 6. Security (optional) $15-$21 hour) 7. Program Coordinator: (admin): $27.00 (hour) Location (starting out): $20.00 per hour (depending on if tem short term) or $75/hr for 4 hour minimum If/When leasing: $2,625-$3,010. Electricity: $350 Internet: $110 Printing/Journals/supplies: $125 Childcare: $16 - $18 (hour) Meals (B+L+D)=$420 (per person per 20+days each month) Insurance (starter nonprofit stack): Business owner's policy: $82.00 Workers' comp: $49.00 Directors and Officers : $143 One- time equipment (starter classroom kit): 20 refurbished windows laptops: $5,400. Mid-range classroom projector: $899-1,000 Basic B/w laser printer: $150 (fluctuate actual price) Optional Software (TradingView Plus): $29.00 (per seat PER MONTH) End Goal Objective would be this: Teaching phase (one of each set criteria) Testing phase (one of each set criteria) Trading phase (one of each set criteria) Not providing any more funds than 'accepted' by the participant attending the course to learn how to trade and test out to trade and making funds 'to trade with' for themselves.

Do you ever sit up at night thinking about how you will succeed and how it will expand? Do you ever think how you can last or outlast future competitors in the same or to be in the same markets? How do you justify cutthroat competitors paying their employees minimal wages and benefits and forcing you to do the same “just to survive” in the same type business margins? Consider and remember this: “Once” and “when” companies gain shareholder equity any and all future endeavors “investments to expand profits further” if someone’s not able to attain those profits the value of that stock drops because the investors who invested their money “failed to see any financial benefit from their investment.” Why do big corporations and industries get “black eyes” for paying profits over the considerations of their employees and adequate pay/brnefits? Well consider: 1. Employees “can always” be replaced. 2. Investors “especially with large sums of money” are harder to find.. especially in “your” business interests. 3. As more people get paid less with less benefits that pool of investors and investment niche become smaller, smaller, and smaller. (For those specific areas of interest with lump sum investment) 4. If companies/corporations were not interested in “financial” bottom lines with CEOs being the paid “bad person” for this accomplishment how many individuals would be paid “adequate livable “ wages with fair benefits? 5. Would employees keep jumping from job to job looking for higher and higher pay and benefits if paid actual benefits and not “skeleton” benefits? 6. Only time to consider livable wages and benefits perhaps only full time employment criteria? 7. Why? Consider the effects of “get quick” responses of nitrogen related fertilizers that removed and burned all the microbiomes of the soil for quick fast and high yields of animal feed to cattle. Using this, paying for the “fertilizer” paying for the use of “machinery”, “fuel/maintenance” and etc. The farmer initially got a “increased yield” sure..

Team: Tell me if this would be “ethical” versus “business” smart practice. If you did research using https://benefitscliffs.org/ And https://www.unitedforalice.org/alice-income-status-tool websites to see where you can pay the least for your employees not worrying about “high-turnover” because there’s always “someone” else looking for a job and knows how to get government support to pay their bills and make ends meet… And you know that when you higher someone as a manager type position it puts their paycheck at or past their benefits cliff leading them to have problems and either asking (demanding) for a reduction in payment or major payment hike (or they just quit knowing a major payment hike isn’t likely). (But honestly you could afford that because you’re making “bank” making that extra money “go on mission” you’re not paying your employees with…) Would you feel you’re being ethical or unethical in your business decisions and practices “preying” on the lower income community expectations? (Although everyone similar to you is doing the same thing?) I mean, you’re the CEO right? You are the one “appealing to your stock board members right”? To cut corners instead of offering insurance you leave it to the government to provide (just pay it back in my government taxes..) These are acceptable concepts because you need those additional funds for the CEO massive bonus and R &. D expansion expenses. Right I thought it was appropriate and proper. And if the local government threatened to tax me more I can just move somewhere else to just stick a middle finger to them. Because after all, “I AM THE ONE EMPLOYING THEIR CITIZENS DOING THEM A FAVOR!” And I “graciously” put on small events for the community I employ everyone at for the small cost of 5% business revenue that I also now get to write off as a charity/business related expense. WIN WIN right? Do these business “practices” seem to “sustain” current business practices of corporate management America?