You may have just fell off the turnip truck if you think... ...the downfalls of any changes are fully disclosed and advertised. ...the changes in management compensation are designed to better compensate low level management. ...RSUs are better because you'll get a fraction of a share more by waiting 5 years to get your money. ...managment benefits are a good idea because you get more choices of what you want to pay for. ...the reformulated MIP plan was anything more than a cost savings plan. ...you are free to choose whether you want to participate in the United Way and that is not taken into consideration for any purpose. ...there are no quotas. ...the board's biggest concern is the employees (both management and non management). ...small changes in share price don't have a huge effect on the board members net worth and therefore they won't do everything in their power to squeeze a profit out of everything possible. ...the half month bonus was changed to make it easier and it won't completely fade away in time. ...the MIP factor was changed to a percentage in order to keep it on a level payout basis. ...the restructuring was done to better align us with the customer. ...delayng the payout of MIP until April is not the same as making you work for three months at a substantially lower rate during the last year of your career and its not a scheme to delay the expense to improve the balance sheet. ...nothing else is planned that will further reduce compensation.