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UPS Partners
Redesigned mip
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<blockquote data-quote="tieguy" data-source="post: 51900"><p>The immediate effect from looking at the presentation is deferred compensation. If you do a good job this year you won't get the balance of the MIP award until 5 years from now. This will give us an immediate improvement on our earnings results. The only recipients getting the full award this year will be first year recipients. </p><p> </p><p>The second benifit is again to the company and that is retention of management. This years award is partitioned with half being spread out over 5 years in equal payments. So this year half of my award in cash and half deferred over 5 years. Next year half in cash half deferred. At the point 20 percent of this years deferred mip drops into my account. The following year same split and now I get 40 percent of the deferred from year one and year two dropped into my account. If I leave for any reason other than retirement , full disability or death then I lose whatever has been deferred. </p><p>While I would not be surprised to see some of our newer management leave initially eventually the deferred stock will start kicking in and give any management person thinking of leaving early something to think about. Any way you shake this plan its a terrific deal for the company and I am at a loss to see one thing that benifits the individual. In fact I don't know if you could find one individual in management that was dissatisfied with the present MIP system. </p><p> </p><p>The company listed the following benifits to teh individual: </p><p>1) highlighted investment flexibility, </p><p> </p><p>2)tax breaks </p><p> </p><p>3)increased award from the deferred stock basically reinvesting its own dividends.</p></blockquote><p></p>
[QUOTE="tieguy, post: 51900"] The immediate effect from looking at the presentation is deferred compensation. If you do a good job this year you won't get the balance of the MIP award until 5 years from now. This will give us an immediate improvement on our earnings results. The only recipients getting the full award this year will be first year recipients. The second benifit is again to the company and that is retention of management. This years award is partitioned with half being spread out over 5 years in equal payments. So this year half of my award in cash and half deferred over 5 years. Next year half in cash half deferred. At the point 20 percent of this years deferred mip drops into my account. The following year same split and now I get 40 percent of the deferred from year one and year two dropped into my account. If I leave for any reason other than retirement , full disability or death then I lose whatever has been deferred. While I would not be surprised to see some of our newer management leave initially eventually the deferred stock will start kicking in and give any management person thinking of leaving early something to think about. Any way you shake this plan its a terrific deal for the company and I am at a loss to see one thing that benifits the individual. In fact I don't know if you could find one individual in management that was dissatisfied with the present MIP system. The company listed the following benifits to teh individual: 1) highlighted investment flexibility, 2)tax breaks 3)increased award from the deferred stock basically reinvesting its own dividends. [/QUOTE]
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