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<blockquote data-quote="upscorpis" data-source="post: 51928"><p>It's refreshing to see a good discussion of this subject. </p><p> </p><p>As for IT salaries in the Metro NY area, I certainly understand the situation, especially since I'm also in IT. However, I know there are many UPSers in that area that aren't selling their stock. The UPS compensation package does include a pension, which most other IT jobs do not. I'm sure other benefits and stability aren't a 1 to 1 match as well for all those other high salary jobs. We can debate the compensation packages but what each person feels is important will skew the weight of the different components of compensation packages so it's a fruitless debate. (If you haven't done so already, I suggest you look at Computer World's yearly salary survey to see where you stack up. You may be surprised.) </p><p> </p><p>The fact that an individual can now get 50% of the award in cash is a positive for those who want the liquidity. They can now have the cash without the stigma of selling. It will help attract more talent than before since there is more cash to be had. It also allows those who feel the merit increases are not enough to give themselves what they feel they deserve. The 401k option allows people to diversify tax free or if you already max that out, the cash can go into IRAs or other investments for diversification. </p><p> </p><p>I believe the UPS doesn't care if some folks leave as a result of this program. In fact, I bet that's just fine. The people that leave as a result of this are not comfortable with the culture to begin with. If this program flushes them out, then all the better since those that will be left believe in the partnership. UPS' business philosophy is about the long term. People that fit in with that philosophy more than likely look at their personal finances in the same manner. I've heard many times over the years that this policy or that policy will force those with employment options outside of UPS to leave which will leave behind only those without such options. While I agree that those with fewer options are less likely to leave, I disagree that the result will be all those that can leave will do so. This is just another of those sky is falling circumstances. Anyone who stays due to golden handcuffs will do so regardless of this change. They're there due to the pension benefits. </p><p> </p><p>I also appreciate the issue of public vs. private. I'm about half way through my career with UPS so I've got a "substantial" investment in the company but still a long way to retirement. There are ways available to hold the suggested amount of stock but still diversify if so inclined. I agree it ain't the sure thing it used to be. </p><p> </p><p>This program will ensure that managers minimally have a five year investment. That's better than a zero investment that may well result if nothing was done to prevent newer management from selling. Once in the habit of selling, it will be very difficult to stop. This program now will force the five year investment and potentially enoucourage further investment as it breaks the selling dependency. </p><p> </p><p>To me, it's about keeping the management team aligned with ownership for the long haul. It's a move for the long term so that 20 years from now, managers still own the company. As well, it creates a greater sense of urgency to grow the business instead of resting on our laurels. Too many time companies lose their edge and succumb to hungrier competition.</p></blockquote><p></p>
[QUOTE="upscorpis, post: 51928"] It's refreshing to see a good discussion of this subject. As for IT salaries in the Metro NY area, I certainly understand the situation, especially since I'm also in IT. However, I know there are many UPSers in that area that aren't selling their stock. The UPS compensation package does include a pension, which most other IT jobs do not. I'm sure other benefits and stability aren't a 1 to 1 match as well for all those other high salary jobs. We can debate the compensation packages but what each person feels is important will skew the weight of the different components of compensation packages so it's a fruitless debate. (If you haven't done so already, I suggest you look at Computer World's yearly salary survey to see where you stack up. You may be surprised.) The fact that an individual can now get 50% of the award in cash is a positive for those who want the liquidity. They can now have the cash without the stigma of selling. It will help attract more talent than before since there is more cash to be had. It also allows those who feel the merit increases are not enough to give themselves what they feel they deserve. The 401k option allows people to diversify tax free or if you already max that out, the cash can go into IRAs or other investments for diversification. I believe the UPS doesn't care if some folks leave as a result of this program. In fact, I bet that's just fine. The people that leave as a result of this are not comfortable with the culture to begin with. If this program flushes them out, then all the better since those that will be left believe in the partnership. UPS' business philosophy is about the long term. People that fit in with that philosophy more than likely look at their personal finances in the same manner. I've heard many times over the years that this policy or that policy will force those with employment options outside of UPS to leave which will leave behind only those without such options. While I agree that those with fewer options are less likely to leave, I disagree that the result will be all those that can leave will do so. This is just another of those sky is falling circumstances. Anyone who stays due to golden handcuffs will do so regardless of this change. They're there due to the pension benefits. I also appreciate the issue of public vs. private. I'm about half way through my career with UPS so I've got a "substantial" investment in the company but still a long way to retirement. There are ways available to hold the suggested amount of stock but still diversify if so inclined. I agree it ain't the sure thing it used to be. This program will ensure that managers minimally have a five year investment. That's better than a zero investment that may well result if nothing was done to prevent newer management from selling. Once in the habit of selling, it will be very difficult to stop. This program now will force the five year investment and potentially enoucourage further investment as it breaks the selling dependency. To me, it's about keeping the management team aligned with ownership for the long haul. It's a move for the long term so that 20 years from now, managers still own the company. As well, it creates a greater sense of urgency to grow the business instead of resting on our laurels. Too many time companies lose their edge and succumb to hungrier competition. [/QUOTE]
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