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Is it getting that bad elswhere?
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<blockquote data-quote="beentheredonethat" data-source="post: 107341" data-attributes="member: 4886"><p>D</p><p> You got most all of it right. There's one difference. In your scenario above. We now get 1/2 the bonus immediately and 1/2 spread out over the five years as you listed. To make the numbers work in your example, the mgmt person would have gotten a $2,000 in a stock bonus. 1/2 of it went straight to the supervisor in the form of cash or stock. The other 1/2 ($1,000) was awarded to the supv as you had listed above 1/5 each year for 5 years. For a person who stays with the company until retirement, it doesn't really affect them that much, except that the money is tied up and they can't do anything with it during this time. For a person who leaves, now they are losing part of their bonus they were awarded. </p><p> </p><p>In five years after the start up of this change, assuming the person kept getting the same dollar amount bonus of $2,000 of which $1,000 was awarded over a five year period. In five years the person will still have $200 tied up from year 1, 400 from year 2, 600 from year 3, 800 from year 4 and 1000 from year 5. For a total of $3000. This works out to a lot of money. The person who leaves, doesn't get that money that they earned. Also the MIP bonus has recently been almost two times a supv monthly salary. Double that for a mgr. Although it has been down to about a months salary. They also changed it from a striaght calculation of 15% of profits to now some arbitrary way of calculating it. No doubt the MIP will go lower as time goes by. I had a buddy who calculated his hours for the year. Assuming he was paid OT after 40/week, and including the 1/2 months bonus and MIP bonus. He was making way less then his drivers on a per hour basis. I reminded him he didn't even include the money he spends on HW from his flex benefits. That really got him going.</p></blockquote><p></p>
[QUOTE="beentheredonethat, post: 107341, member: 4886"] D You got most all of it right. There's one difference. In your scenario above. We now get 1/2 the bonus immediately and 1/2 spread out over the five years as you listed. To make the numbers work in your example, the mgmt person would have gotten a $2,000 in a stock bonus. 1/2 of it went straight to the supervisor in the form of cash or stock. The other 1/2 ($1,000) was awarded to the supv as you had listed above 1/5 each year for 5 years. For a person who stays with the company until retirement, it doesn't really affect them that much, except that the money is tied up and they can't do anything with it during this time. For a person who leaves, now they are losing part of their bonus they were awarded. In five years after the start up of this change, assuming the person kept getting the same dollar amount bonus of $2,000 of which $1,000 was awarded over a five year period. In five years the person will still have $200 tied up from year 1, 400 from year 2, 600 from year 3, 800 from year 4 and 1000 from year 5. For a total of $3000. This works out to a lot of money. The person who leaves, doesn't get that money that they earned. Also the MIP bonus has recently been almost two times a supv monthly salary. Double that for a mgr. Although it has been down to about a months salary. They also changed it from a striaght calculation of 15% of profits to now some arbitrary way of calculating it. No doubt the MIP will go lower as time goes by. I had a buddy who calculated his hours for the year. Assuming he was paid OT after 40/week, and including the 1/2 months bonus and MIP bonus. He was making way less then his drivers on a per hour basis. I reminded him he didn't even include the money he spends on HW from his flex benefits. That really got him going. [/QUOTE]
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Is it getting that bad elswhere?
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