Hillary Clinton is more and more likely to become the next President of the United States. The price of her nomination contract on Intrade has jumped to the 60 area, meaning she has a 60 percent chance of winning the nomination. No one else is even close. Speculators think that this ticket will win the election, although they are not as sure of that. They are very sure that Democrats will retain both Senate and House control. A Clinton II presidency will affect taxes, stock and bond prices, dollar and gold prices, and a great deal else. . . . Hillary hasn’t moved an inch on HillaryCare. The Congress, with benighted public support, has moved in her direction, enacting universal health care piece by piece. Hillary will extend health care benefits and introduce price controls on insurers. She wants full and universal coverage for all Americans. On paper everyone will have health care. In reality, there will be rationing and price controls. American health care will deteriorate even further. Will Americans care? Will they fly to India or Thailand where they can get better, faster, and cleaner health care? Hardly likely. Unlike Canadians suffering with their national health care system who have been coming here, where will Americans turn? They will wait, suffer, and die before their time. . . . In another sign that she does not understand economics and/or wants to make political hay, Hillary wants women by law to be paid the same as men are. This sounds good to untutored American ears, who think this is a matter of simple justice. However, if women were systematically being underpaid for no good reasons, wouldn’t those same businessmen who are supposed to be so greedy rush in and hire them at $0.75 on the dollar? Shawn Ritenour explains some of those good reasons for men-women pay differentials here, and Thomas E. Woods, Jr. explains that "never-married women of comparable education and experience and who work full time have the same incomes as their male counterparts" here. Raising women’s pay above the market level that takes into account compensating differentials (related to such factors as on-the-job training, length of tenure, job interruption, and time spent with family) will put women out of work.