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UPS Union Issues
Management upset LMAO
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<blockquote data-quote="JustAnotherSup" data-source="post: 4358612" data-attributes="member: 66862"><p>MIP Bonus is calculated as followed:</p><p></p><p>(Total Salary)*(MIP Factor = 40% for 2019)*(A fixed % of Salary based on job level) = Total MIP</p><p></p><p>That fixed % is 17% for FT Supervisors, 34% for Mid-Managers, 60% for Staff Managers (e.g. your Division Manager), and continues to climb the higher you go.</p><p></p><p>Total MIP is split between an electable award you get "immediately" and can choose between cash or stock, and RSUs (stock). RSUs take 1 year to vest (previously took 5 years, with 20% vesting per year). Mid-managers and below get half as electable, and half as RSUs. Staff managers and above get a third as electable, and two-thirds as RSUs. Newly promoted "partners" get their first year of MIP 100% in stock.</p><p></p><p>So an example FT Supervisor making $65,000/year would get a bonus of $4,420 total this year, $2,210 in cash/stock as the electable portion, and $2,210 next year. Or if they had just been promoted, they get the entire bonus in stock. None of this sounds too bad, but it feels bad when you're expecting a bonus that's *at least* double that, all your compensation statements from the company pretend you're getting paid 100% of the target bonus value, and the total compensation really *isn't* that great considering how many hours (and extra days) are put in and how much <img src="/community/styles/default/xenforo/smilies/group1/censored2.gif" class="smilie" loading="lazy" alt=":censored2:" title="Censored2 :censored2:" data-shortname=":censored2:" /> is dealt with on a day to day basis compared to a lot of other companies. And it feels even worse when projections for that MIP factor were *well above* 40%, and the MIP factor is based on some fairly subjective things and this year's MIP factor is probably low just to lower retiree (with pensions) compensation and/or set the stage for phasing out MIP and/or to reduce expenses because of money spent elsewhere, as opposed to <em>anything </em>to do with the performance of the company.</p></blockquote><p></p>
[QUOTE="JustAnotherSup, post: 4358612, member: 66862"] MIP Bonus is calculated as followed: (Total Salary)*(MIP Factor = 40% for 2019)*(A fixed % of Salary based on job level) = Total MIP That fixed % is 17% for FT Supervisors, 34% for Mid-Managers, 60% for Staff Managers (e.g. your Division Manager), and continues to climb the higher you go. Total MIP is split between an electable award you get "immediately" and can choose between cash or stock, and RSUs (stock). RSUs take 1 year to vest (previously took 5 years, with 20% vesting per year). Mid-managers and below get half as electable, and half as RSUs. Staff managers and above get a third as electable, and two-thirds as RSUs. Newly promoted "partners" get their first year of MIP 100% in stock. So an example FT Supervisor making $65,000/year would get a bonus of $4,420 total this year, $2,210 in cash/stock as the electable portion, and $2,210 next year. Or if they had just been promoted, they get the entire bonus in stock. None of this sounds too bad, but it feels bad when you're expecting a bonus that's *at least* double that, all your compensation statements from the company pretend you're getting paid 100% of the target bonus value, and the total compensation really *isn't* that great considering how many hours (and extra days) are put in and how much :censored: is dealt with on a day to day basis compared to a lot of other companies. And it feels even worse when projections for that MIP factor were *well above* 40%, and the MIP factor is based on some fairly subjective things and this year's MIP factor is probably low just to lower retiree (with pensions) compensation and/or set the stage for phasing out MIP and/or to reduce expenses because of money spent elsewhere, as opposed to [I]anything [/I]to do with the performance of the company. [/QUOTE]
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