So you've been on the job for three years but the boss won't cut you a raise. Is that your problem, friend? Perhaps the solution to your problem rests in your own hands. If you can prove you're deserving of a raise in salary and you take the appropriate steps to get one, an increase in taxable income just might be in your future. Take a look at the following informative video to gain some insight on effective paycheck building strategy. If you employ the tactics discussed in this video, and you still can't get a raise, it might be time to seek a new employer. I believe that you have every right to expect appropriate compensation for exemplary job performance, even if that means getting it from a new company.

I encountered a fascinating article at Forbes.com. Writer Tara Weiss brings to light the fact that when accepting a new job, recruits should realize that they have a right and even a responsibility to take some initiative in negotiating their pay package. Think of it this way: After all the long hours of processing applications, reviewing resumes, and conducting interviews, if you are the individual who receives the offer for employment, that indicates you have a lot going for you. Don't be undersold. It's not an issue of pride. It's responsible economics plain and simple.

With the hope that you'll read Ms. Weiss's article, I'll take the proposition one step further. I submit to you that once you have become established in a job, don't let a job classification or title restrict you from asking for more. If you're not bound by the terms of a labor agreement through a union or other labor contract, then the sky's the limit, and I'm saying that you should go for it. Every employment situation offers opportunities for advancement and for income increase also. If you don't believe me, let me prove it to you.

The company I work for is historically tight-fisted when it comes to employee compensation. It's not that we don't generate enough profit to justify pay raises, but as a subsidiary of a larger entity that provides the lion's share of our workload, accounting is "manipulated" to push the profit up to the parent company. This is simple to prove when given the fact that, in a responsible business sense, any company that shows the minimal profit we do would be immediately shut down and those capital assets would be put to work elsewhere. This makes it tough for a guy like me to get ahead. I, however, applied a strategy that has performed for me all of my working years, and which is encompassed in the following ideal:

I don't work for my employer, I work for me. It's all about my own bottom line.

JDS Uniphase (NASDAQ: JDSU) raised its revenue guidance last night. The company had seen Q2 revenue of $332M-$352M and now sees revenue at $360M-$365M; consensus is for $343.29M.

The company cited strong performance by its communications test and measurement segment, which has been an area of focus for JDSU CEO, Kevin Kennedy, a former top executive at Cisco (NASDAQ: CSCO).

However, JDSU's test and measurement business is focused more on IP and optical traffic than the test and measure tools used in the semiconductor space. Two different businesses.

This is another data point that the optical business continues to improve. Ciena (NASDAQ: CIEN) should also benefit from this news.

Wal-Mart employs nearly as many people as the U.S. government, and its 1.3 million "associates" are so often the source of pity to the nation's economists. They make so little, it's said, they often can't afford to shop in their own low-priced employer's stores.

That makes news that starting pay will rise at about a third of Wal-Mart's U.S. stores, big. Wal-Mart says the range of starting hourly wages will increase an average of 6% but gave no details such as example starting pay. Additionally, the retail chain is instituting new wage caps on each type of job.

Interestingly, the Wal-Mart spokesperson responsible for this news spun the caps as a positive (paraphrase thanks to the AP): "the wage caps give current associates an incentive to move up to higher positions if they want to make more money." Umm... sure. Now employees must get more responsibility if they want more money, I suppose. In the abstract, it's a good thing, but having managed lots of people I've learned that not everyone is cut out for responsibility; the new caps will limit the lifetime earnings potential of thousands upon thousands of employees.