Originally Posted by chiefzilla1501
How are you measuring options, including backdated options? Were they exercised? Are you factoring in long-term incentive payouts? Are you factoring in that at any point in time, the CEO can walk out the door and collect an astoundingly high golden parachute and retirement package EVEN IF THEY FAILED? Are you factoring in the 5-year cost the CEO incurs on the corporation for making a terrible long-term decision and then walking out before the decision actually negatively affects the company? What about perks, including non-related work expenses on the company dime?
On the surface alone... median pay is way up. Beneath the surface, there's a ton of that shit above that makes the problem even worse, because we're not even fully calculating the cost of executive compensation.
Depends on the option but the options I received were of zero value until they were exercised. We were awarded so many shares at market price the day of option declaration. We could not exercise for 3 years and had to exercise in 10. To exercise we had to pay the option price.
Options are not a gift of stock. I recall only one option I received that was never exercised. I know a couple were dynamite with splits taking place. And a couple were not so much.
Another incentive was paid in the form of a Incentive award. That was stock that was given to the managers who earned them. No cost to the awardee. However, you paid regular income tax in the year of the award on the full value.
Another compensation was a Long Term Incentive. I don't even recall how that was supposed to work but I recall it didn't pay squat.
Do you have any actual examples of the things you rail against or is it just a global broad sweeping diatribe?