BASED Salaries and Investment

By investors, I mean those who put in time, money or both. No one can work for free, unless they are working for a special cause that they believe in.

By salaries, I don't necessarily mean those wage-slave pay packets that are paid, long after the sweat has dried from the brow, usually at the end of each week or month.

By salaries, in this concept, I mean any payments for services rendered. Those could be on the basis of a specific contract to produce something, or e.g. on a time basis.

Additionally, I wanted to differentiate between those who are happy to do a job for a short period or specific task, and those who want to be on the BASED Team longterm.

Now, if you have funds to start with for a project and they are sufficient to budget for the launch, then things are different. But this is a solution for the above situation.

There are different ways in which people who contribute, or invest, whether time and/or money, can be incentivized and rewarded: shares in a company, for example.

However, such things as shares, rarely end up being fair. Investors often get to benefit forever in a share of a highly successful project, even though their role was short-term.

Of course, such deals are struck because there are risks involved in any project, and "a bird in the hand is worth two in the bush", but they often take advantage of need.

My firmly held principles do not allow me to take advantage of anyone in need, nor, to allow anyone to take advantage of my needs. This is an unequal trade, it is nor fair.

On the other hand, whatever anyone puts in, which is valuable, time or money, must be rewarded, and in equal measure to their input, and without being unfair to any others.

In a traditional company, what will happen is that there are negotiations on pay, or, a job is advertised with a certain description, pay rate, and required qualifications.

In such a market, if there are sufficient job offers available, and sufficient people who can carry out those jobs, there is more chance to accept offers on a fair basis.

However, if someone is in need of a job, and the competition is great as a million others are in need of a job, and there aren't enough jobs, their needs can be easily exploited.

No one likes to work for any entity where they feel unfairly dealt with, nor would a group benefit from people coming and going and requiring re-training and so forth.

The ideal situation is for every investor, when everyone in the group is in fact an investor of time and/or money, to feel they have a good secure and fair future.

So, how can we find people who are willing to invest, what will motivate them to invest, and how will they be dealt with fairly? This is the idea of TON BASED Salaries.

If we share the above three in common, then everything becomes much easier and we can solve the problem of who to work with, the motivational basis and the incentives.

If we share the above three principles in common, then this makes it possible for us to look ahead, not to where we are now, but where we expect to be in 3-6 months time.

We can also project a vision of where we expect to be in 6-12 months time, or at the end of the year. So let us first do this as an exercise, to illustrate the point.

What value does TON have to us? It has some values that are less tangible, but immensely important, such as offering freedom from financial monopolies and control.

It also has more tangible value such as what it can be exchanged for in terms of cows, liters of milk, or even US Dollars. Let us focus on the well-known US Dollar, as example.

So, at the time of conceiving the TON BASED Salaries concept in February, the average rate of USD per TON had been between 2 and 3. Months later, it is similar.

However, we can very reasonably project that given the end of mining, the restricted supply, the rising demand with new services, and 'mass adoption' it has to rise.

We can also project that the US Dollar is not going to be able to rise forever, as more and more abandon it as a standard for trade of oil, gold and almost everything else.

Further, we can reasonably project that 600 million monthly Telegram users will suddenly see TON on their GUI after an update at some point this year.

From that we can estimate that a certain percentage of them will start to use TON, having discovered it, and that TON will become THE most popular cryptocurrency.

Furthermore, we can project that because of its advanced blockchain technology that is years ahead of the competition, it will maintain this leading position for some time.

From all of the above, we can, and we are not alone in this among those more expert, estimate that the value of TON by the end of this year should reach 10-100X its value.

Working from all of the above, and without being hypocrites, we must be able to stand firm on our faith. From that we can now work this idea backwards.

Now the average value of USD per TON is around 2. In a few months time we can expect the average value to be 4 to 10. In another few months, we can expect more.

We will work backwards on the basis of TON = 10 USD. It is a conservative assumption, when it will happen, 3 months or 6, isn't certain, but it should surpass this within 6.

Thus, let us say that someone would normally, in the above mentioned job markets, fairly be paid USD 20 per hour, and another USD 40 per hour, another USD 100.

We can, based on all the above, make the following assumptions, just like with any investment: there is a good ROI: Return on Investment, it should be higher than input.

So, if we work right now for 20 USD per hour, we will be paid 10 TON. But, if we are willing to be paid in 3-6 months time, we will also be paid at least 20 USD, right?

Well, there should be an additional reward for accepting a future payment, with the risks it contains, and let us make this reward double the amount, so, 20 USD is now 40.

This means, that once TON is 20 USD this 40 dollars is actually 2 TON. And if not deferring the salary but being paid now in TON, it is 1 TON to get 20 USD at that time.

On the flip side, if we paid for the 20 USD per hour salary, the current rate we would be paying 10 TON an hour, and this will turn out to be 200 USD per hour in the future.

Why would we do that, if we all have faith in 1) TON 2) Project 3) Team potentials? We'd just be twiddling our thumbs, waiting for big investors, and then what?

Big investors come in, dictate and take over more control than is fair, but until then opportunities are lost, and where we would be one year later is very different.

If this is point is unclear: consider that 1 year from NOW if we started today, the Project is worth 10 million TON. But if we wait and start in six months time, it'd be only 1 M.

So the loss for everyone is 9M from the Projects income. If the Project had started using TON BASED Salaries and TON BASED Investment, there'd have been no delay.

The same goes for those who invest now with money, see the rules of the BASED Investment Round 1 Wallet, as listed at tonbase.net under BASED Investments.

By putting in efforts now and deferring our pay until later, no matter we invest time or money, we are to be rewarded with double, as per the earlier example above.

From the above examples, we ascertain what the current USD pay rate is for a service being offered, such as programming. We then use the above formula for TON Salary.

E.g. for USD 20, at projected minimal increase to 20 USD per TON, and a double bonus for deferred salary until profitability or Round 2 Investment, USD 40 is 2 TON.

So, we will pay out 2 TON if the salary is deferred, or 1 TON if it is to be paid now. This choice is entirely with the team member, and can also defer a part of their payments.

According to this novel concept, we satisfy several sound rules, and it is fair to all.

Our "CEO" if a title was required, has fetched USD 200 per hour for work due to experience and qualifications. So, should he or she be paid 200 USD X 2 deferred?

In other words, a TON BASED Salary of TON 10 now, or TON 20 if deferred? Well yes, of course that would be fair, according to the above principles and formula.

But on the other hand, to lead by example, and sacrifice more than others, would be better and more practical, in order to increase chances of profitability for all investors.

Thus, the Founder, CEO, Director, whatever you want to call me, has myself set a top limit for even the Queen of England should she come on board, of TON 3.5 currently.

I say currently, because all the above calculations are based on this time period, where TON is around 2 USD and expected to rise 10-100 times the coming months and year.

If someone were to come on board three months from now, and the TON / USD is 10, we cannot use the same formula expecting it to rise another 10X, thus total 100X.

So, instead, the formula would be 4X instead of 10X at that time.

And what about if TON does NOT fetch more than, say, 4 USD, in 6 months time? And now there is profitability or Round 2 or 3 Investment? We still only pay as per above?

NO, as that would be unfair too. Instead, we review the budgets, the investment up to that point, the rate of TON vs e.g. USD, and we award at least the market value.

This means that, if someone's market value for their labor is currently USD 60 and in 6 months time is still USD 60 per hour, they should get at least the equivalent of USD 60.

And this means, backdated. So i this way we hope to at least give everyone their full worth but also commit to giving them the reward even if TON went up 100X in value.

The above system should be clear that it is more than fair to everyone who invests.

For the BASED Projects, DAO is not an option. Nor, at this stage, are Smart Contracts. We do require a certain amount of trust and confidence in human superiority.

As a Team forms and works together, it builds that trust, also in the Project itself as it achieves milestones. Smart Contracts can be deficient and defraud, in any case.

The absence of a smart contract or total control by technology, or a block and a chain, does not mean either that there is an absence of honesty, integrity and fairness.

Thus, we are sticking to long time-tested methods of running an organization, and turning it to success: the right people, in the right jobs, with the right motivations.

As an example: time sheets are submitted at the end of each month, so they can be reviewed and checked by accounts manager, then approved for (deferred) payment.

Nor are we offering shares. If this turns out to be a billion dollar group, for example, of course there will be perks, bonuses, pay increases, and other rewards.

On the other hand if there is a loss and let's say the Team members all fell sick or left for other jobs one by one during the important formative phase, who bears the loss?

Everyone. But who suffers more? The one who is 75 years old and lost 6 months of time and efforts, or the one who is 25 and lost 6 months of time and efforts?

Those wanting to come on board the Project please make sure you align both with these values and also the principles of TON BASED Salaries and Investment.

I even hope that this concept could be applied to many other Projects and start ups which believe in the TON Project and have faith in its success.

It would indeed provide a way for those with great ideas, but not the required funds to start development, to become viable, and even 10X more attractive to any investors!

Because even if an investor, on the BASED Investment principles mentioned above, were to get a double ROI from Investment Round 1, ask yourself this:

Would the investor be more confident of BASED Projects achieving success if everyone else is investing, and if their investment is going 10 times further than per usual?

Of course! And this means that everyone who is investing, no matter who you are, no matter your role, and your time or your money, should be more confident of success!

Thank you for reading, it was long, but you are making an important decision. Such things require good information, thought and a reasonable amount of effort for both.

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