#execcomp

We talk constantly about management accountability, but what about the board?

After years of strategy changes, executive churn, restructurings and layoffs while approving significant executive compensation and crazy separation arrangements how should shareholders evaluate the board’s record? Why cutting huge amounts of staff many needed (some not), changing roles with our prep or training for the remaining staff to absorb your choices all while overpaying bad leaders you chose to leave?

Where does management accountability end and board accountability begin?

IF SOMEONE FROM THE BOARD OR ONE OF THE KEY INVESTING COMPANIES IS READING THIS — CAN SOME GO AFTER THESE PAY GRADES ?? HOW MANY DO WE NEED TO GET THE “REAL” JOB DONE ??? THERE’S A WHOLE BUNCH WORKING FROM EXOTIC LOCATIONS PLAYING GOLF AND MOST OF THEM KNOW JACK S**T ABOUT THE GROUND REALITY COMPLETELY CLUELESS POCKETING THICK PAYCHECKS WHILE THE REAL WORKING CLASS THAT IS ALREADY SO THIN BARE BONES AND FURTHER BEING REDUCED TO ASHES NOW IS SUFFERING CLIENTS LEAVING !!!!!! REVENUE GROWTH AT 0-1% AND YOU STILL HAVE TO DO ALL THESE LAYOFFS??? LETS GET REAL HERE , WHAT IS GOING ON ????? CAN SOMEONE FROM THE BOARD START COMING TO THE TOWN HALLS , WHO KNOWS THE CEO DOING THE TOWN HALL TODAY COULD ALL OF A SUDDEN DISAPPEAR THE NEXT DAY ????WE ARE IN A BIG MESS !!! INVESTORS , PLEASE INVESTIGATE PAYCHECKS AND COMP AT THE TOP!!! IF YOU ARE GOING TO DRAG ALONG WITH 0-1% GROWTH WITH LAYOFFS EACH QUARTER , HOW LONG IS THIS GOING TO LAST ??? LITTLE NASTY FRANKY GOON RUINED THIS TO THE GROUND GET HIM BEHIND BARS AND HAVE HIM PAYBACK ALL THE MILLIONS HE WALKED AWAY WITH SO THE WORKING CLASS CAN BE REWARDED AND RETAINED. WITH TAKING ITS STARTING TO LOOK LIKE FRANK AGAIN ! WE JUST HAVE ONE HAND OUT ABOVE THE GROUND NOW AND THE REST IS GONE DEEP UNDER THE GROUND NO WAY TO PULL OUT !!! WAKE UP BOARD AND INVESTORS WAKE UP IF YOU READING THIS THE TIME TO ACT THIS NOW #SAVE FISERV NOW #STOP THE LOOT #CULPRITS BEHIND BARS

Bank of America: $30.5 BILLION in 2025 profit.

CEO compensation: $41 MILLION.

Yet the same operations job can be posted at $63K–$124K.. a $61,000 spread for one title.

Nobody expects executive pay and employee pay to be equal.

But when the company is making billions and the people doing the day-to-day work can be valued nearly 2x differently for the same role, that’s worth talking about.

At what point does a “pay range” just become ridiculous?

The tremendous weight of very high paid upper management added to the company in the last year has added so much to expense that the only alternative is to cut a few thousand people who actually do the work. You can count the new SVPs and higher. Mike, Dhyvia, and Takis all a part of adding to the glut. Unfortunate but continuously repeated leadership mistake in some companies. Starts with a justifying rally cry for transformation. Leadership uses it to hire all new and unnecessary, high paid execs. Those execs become significant expense, but have added nothing in the way of revenue improvement or efficiency gains. As usual the middle management and working ranks of the company carry the majority of the execution burden in the company through all of this. The only answer is to cut deep in those ranks along with a few senior execs to get on better labor expense footing. People become demoralized, and the main result is a less productive company that still has all the new top level management to carry. In a normal company, some level of layoff or cut should be expected and predictable yearly based on performance management effectiveness and as a result of business performance cycles. This isn't that. This is mismanagement and shows that we are still paying for past and current poor decisions by people at the helm here. They just don’t think we are smart enough to actually figure that out.

Not any of us chumps. But Brian has done well for himself. Can’t wait to hear the annual BS about limited pools and bonuses. Brian got his; that’s all that matters

2010: $6.1 million
2011: $7.0 million
2012: $12.0 million
2013: $13.1 million
2014: $13.1 million
2015: $16.0 million
2016: $20.0 million
2017: $23.0 million
2018: $26.5 million
2019: $29.0 million
2020: $24.5 million
2021: $32.0 million
2022: $30.0 million
2023: $29.0 million
2024: $35.0 million
2025: $41.0 million

With Amazon's recent announcement of investing 230 million in pay and benefit increases I bet Robin and the EC team will feel some pressure to also increase benefits.

So Enrique bypasses his own CTO who is supposed to lead AI transformation in the company and hires another woman with the same profile to create a parallel AI transformation org . Both the CTO and this woman are not AI specialists and both are drawing millions in salary while thousands await layoff of their only source of livelihood. Same story repeated across departments where unqualified people parachuted from outside drawing huge salaries while tenured professionals on verge of loosing their jobs. Make that make sense to me please

The late Michael N, the longtime CEO of Centene Corporation, is frequently pointed to by critics as one of the most prominent real-world figures embodying crony capitalism in health insurance. Under his nearly 30-year tenure, Neidorff grew Centene from a small $40 million regional firm into a $126 billion corporate giant.
Unlike insurance companies that relied on private, commercial markets, Neidorff’s entire business strategy relied heavily on government contracts, tax dollars, and aggressive political lobbying.
Critics argue his career illustrates crony capitalism through several distinct mechanisms:

1. Monetizing the Government Safety Net
   While classic free markets reward businesses that provide goods directly to voluntary consumers, Neidorff built Centene by targeting government-sponsored insurance programs like Medicaid and Medicare. Centene became the largest Medicaid managed-care company in the country, meaning its revenues did not come from competing for consumer choice, but rather from securing exclusive state and federal government contracts. Critics note this created a system where profits were detached from free-market accountability.

2. A "Pay-to-Play" Political System
   To maintain and win these lucrative government contracts, Centene developed a highly sophisticated political operation. Under Neidorff, the company showered billions of dollars on political lobbying, corporate PAC contributions, and donations to both Democratic and Republican governors' associations (the very officials who oversee state Medicaid contracts). For critics of crony capitalism, this is a textbook example of a company using taxpayer-funded profits to bankroll the campaigns of the politicians who award them contracts.

3. Exploiting Government Mandates (Obamacare)
   When the Affordable Care Act (ACA) was facing existential crises and other private insurers were fleeing the marketplace exchanges due to volatility, Neidorff leaned in. He positioned Centene as an "Obamacare stalwart," heavily expanding into counties abandoned by other carriers. While framed as a public service, critics viewed this as capitalizing on a government-mandated market where the state subsidized premium payments, guaranteeing a steady flow of taxpayer money into corporate coffers.

4. Overbilling and Regulatory Settlements
   A major feature of crony capitalism is that politically connected firms often survive scandals that would bankrupt standard businesses. Near the end of Neidorff’s tenure, Centene was hit with massive lawsuits alleging that it had overbilled multiple state Medicaid programs by inflating prescription dr-g costs. Centene ultimately paid out over $1 billion to settle claims of wrongdoing across more than 20 states. Despite these severe allegations of defrauding taxpayers, states continued to renew their multi-billion-dollar contracts with the company.

5. Massive Executive Pay from Public Funds
   Neidorff routinely ranked as one of the highest-paid healthcare executives in America, sometimes taking home upwards of $25 million a year. Because Centene's revenue was primarily driven by Medicaid, this meant that executive bonuses and record-breaking corporate wealth were being funded almost entirely by tax revenues meant for low-income healthcare

L3Harris granted its CEO Samir Mehta new stock options and restricted stock units with multi-year vesting beginning in 2027.

L3HARRIS TECHNOLOGIES, INC. (LHX) reported that President and CEO Samir Mehta received new equity awards on September 1, 2026. He was granted 11,831 non-qualified stock options with an exercise price of $263.56 per share, generally vesting ratably on September 1 of 2027, 2028, and 2029 and exercisable until September 1, 2036, subject to continued employment and award terms. He also received 3,036 restricted stock units subject to three-year cliff vesting on September 1, 2029, each unit representing a contingent right to one share of common stock, with vested units settled in shares.

Full report here => https://ips-dc.org/wp-content/uploads/2026/08/executive_excess_2026_report.pdf

Highlights:

IBM CEO Arvind Krishna hauled in the largest compensation package in the Low-Wage 100, with $38.0 million – 765 times as much as the company’s $49,630 median pay.

Dishonorable Mentions for 2025 Category “Low-Wage 100” company

Widest pay ratio Lumentum CEO Michael Hurlston CEO pay $27.7 million Median pay $9,595

Pay ratio Lowest median wage Western Digital $9,595 Irving Tan $11.5 million Median pay $8,740

Highest CEO pay IBM CEO Arvind Krishna $38.0 million Median pay $49.630

IBM CEO Arvind Krishna hauled in the largest compensation package in the Low-Wage 100, with $38.0 million – 765 times as much as the company’s $49,630 median pay. Forty years ago, few would have imagined that this technology pioneer, renowned for providing well-paying, secure U.S. jobs, would one day rank among the Low-Wage 100. Today, IBM employs more people in India than in the United States.

Great read. Absolutely disgusting what IBM has done since King Gerstner came in 4-1-93.

Stephanie Ferris made $22,928,412 - 518x the median salary of FIS employees as of 2025.

What do you do and how much do you make?

Oh, was that not motivating enough?
Well what if we completely fu---d you over and made you commute for 2 hours a day?

Oh well, I tried. I cannot figure out why the employees are not happy or motivated.

Time to give myself a 5 million dollar bonus for all that hard work!

This is an absolute mess all this that's going on. Wonder how well 19 mill helps someone sleep at night. What a nightmare this has all been. I could have thought of a better way to handle all this and gotten a much lower pay🤦 🍿

How did he possibly manage to sail away with a smooth $3.3 MILLION "severance payment?" With all the layoffs and cuts!

FY 2026 | ████████████████████████████████████████ $154.33M *
FY 2025 | ███████ $25.10M
FY 2024 | ███████ $26.25M
FY 2023 | ████ $17.13M
FY 2022 | ████ $15.06M
FY 2021 | ██ $7.29M
FY 2020 | █ $4.23M
FY 2019 | ██ $7.22M
FY 2018 | █ $4.83M
FY 2017 | █ $5.62M

      |---------|---------|---------|---------|
      $0       $40M      $80M     $120M     $160M

[*] FY2026 includes a $132.4M one-time performance-based stock options award.

Comscore has initiated a round of layoffs following the recent sale of a significant business unit. This restructuring effort also includes reductions in executive compensation. The company is undergoing a period of significant change. These actions are part of a broader strategic realignment. The exact number of employees affected has not been disclosed.

Reston, Virginia

https://www.bizjournals.com/washington/news/2026/08/12/reston-comscore-headcount-salary-cuts.html

London Calling Earnings==-Aug 4, 2026A new episode of London Calling is now live featuring conversations between Chief Financial Officer Drew Asher, Chief Executive Officer Sarah London and Chief Communications Officer Sara Garland. In this episode, Sarah and Drew break down what was shared on our earnings call, as well as updates on recent company news. Watch now. (London gets 20 million per year +perks) in the meanwhile she terminates employees

It is deeply hypocritical for Centene to champion initiatives against homelessness while terminating thousands of employees and putting them at risk of losing their homes. Executive compensation of twenty million dollars a year while the workforce faces displacement is entirely indefensible. Centene CEO with her 20 million a year is really diabolical.

L3Harris Technologies approved special one-time equity Sustainment Awards for three senior executives, with target grant date values of $10,000,000 each for Kenneth Bedingfield and Samir Mehta and $5,000,000 for CFO Kenneth Sharp. The awards will be granted on August 3, 2026 under the 2024 Equity Incentive Plan as 50% performance share units (PSUs) and 50% restricted stock units (RSUs).

Q2 was apparently a great quarter for the company. Great enough to raise the yearly outlook. Leadership made sure to credit us for it.

Remember when the raise was contingent on a good Q2? Yeah. Turns out the goalposts have wheels. Other regions got bumps in Q1. We got a pat on the back and a rerun of 2024's paycheck.

Meanwhile the CEO's total comp for the year lands north of $3.9M. Must be a real coincidence that number moves easier than ours does.

It made it 3 hours before it got deleted lol

I got a screen shot. Savage and hilarious 😂

There is salary, a sign-on bonus, an annual bonus, deferred salary, deferred compensation, and all other compensation. The total pay is well into the millions and easily exceeds any of your guesses. Same goes for your VPs and SVPs.  This is an incredible payout for a bunch of wa-kers whose "strategic" decisions are no better than what ChatGPT 1.0 would produce for the cost of a few dollars.

How much did our ex CEO get paid by Google to implement cloud in Japan?
One of the most inexplicable decisions ever made.

I had the impression that Chris was offered the position of next CEO, understanding that to decline meant he walked himself out the door. I guess it counted as an "involuntary termination without cause," which is worth $11M in severance.

Barry’s $11.2 million severance package for the involuntary termination of his employment without cause from Solventum is subject to his continued compliance with restrictive covenants, the company said.

https://www.medicaldesignandoutsourcing.com/solventum-ceo-pay-executive-compensation-severance-median-employee/

Gotta love the fact they are so worried about reducing costs other than top executives pay and advertising. They are main advertisers on the World Cup .. the Super Bowl … ALL THE BIG EVENTS .
It’s just an attack on the workforce to fatten that axxhats pockets

s there any legal precedent or viability for exploring a class action lawsuit against Dell regarding systemic failures in internal tools (such as ODW) that prevent sales representatives from accurately tracking bookings and quota performance?

When employees are unable to monitor their metrics due to inadequate infrastructure, it directly threatens their ability to meet the 60% threshold required to earn commissions. Meanwhile, leadership continues to receive substantial executive compensation and stock grants while front-line employees absorb the financial impact of these operational failures, directly affecting their livelihoods and ability to provide for their families.

Has anyone consulted with legal counsel regarding this, or is anyone aware of previous actions taken over commission withholding caused by broken internal tracking systems?

Mark Cuban: Solution to income inequality is giving every worker, from CEO to janitor, company stock | Fortune

“I would like to see it so that every single CEO/founder/entrepreneur does what I did, which was to give equity to every single employee," Cuban said.

https://fortune.com/2026/07/20/mark-cuban-income-inequality-company-stock-spacex-ipo-cost-plus-dr-gs/?utm_source=native_share&utm_medium=mobile&utm_campaign=social_share

Here is an executive summary of the July 20, 2026, Fortune article featuring Mark Cuban’s stance on addressing wealth disparity through widespread corporate equity distribution.
### Executive Summary: Mark Cuban’s Blueprint for Equitable Capitalism

Core Thesis
Billionaire investor and entrepreneur Mark Cuban argues that the most effective way to combat growing income inequality is to grant company stock to all employees—from executive leadership down to rank-and-file workers like janitors. Rather than focusing solely on higher wages or aggressive billionaire wealth taxes, Cuban posits that long-term asset ownership is the true catalyst for building lasting employee wealth.

Key Highlights & Insights

• The Catalyst:

The discussion is spotlighted by high-profile corporate events like the massive $1.77 trillion IPO of SpaceX, which created massive employee wealth overnight (such as a former welder whose company shares ballooned to an estimated $880,000). Cuban believes this model should be the absolute standard for corporate America rather than a rare success story.

• Proportional Equity Sharing ("The Janitor Test"):

Cuban emphasizes that companies shouldn't just offer equity to top-level managers. Instead, stock, options, or warrants should be distributed proportionally based on cash compensation. For example, if a CEO making $1 million in cash receives 10% ($100,000) in stock, a janitor earning $50,000 should receive the same 10% ($5,000) in stock.

• Tax Code Incentivization:

To transition this from a voluntary gesture to systemic corporate behavior, Cuban suggests leveraging corporate tax policies. He proposes tying the favorable 21% corporate tax rate directly to a company’s adoption of a proportional equity-sharing model across its entire workforce. Companies failing to meet this threshold would face higher taxes.

• Alternative to Wealth Redistribution:

  Cuban positions this policy as a capitalistic solution to inequality that aligns the incentives of workers and owners. He argues it is a superior alternative to progressive proposals like direct billionaire wealth taxes, which he claims fail to account for the illiquid nature of stock holdings and risk choking off vital venture capital funding.

• Track Record:

Cuban speaks from personal experience, noting that he distributed equity across the board at his previous ventures, famously turning roughly 300 employees into millionaires overnight when he sold Broadcast.com to Yahoo for $4.8 billion in 1999.

For nothing management gets the axe again. Brownosing for nothing lol bet your wishing you joined a union NOW!!!! Lol and tell me can you hear me NOW keep your service with us too DS needs a new Ferrrari vroooooooooooom.

Pascal is off the payroll on Jan 1 2027 and received a 6 months notice whereas those who got surplussed today received a 2 weeks notice.

The 6 months is to complete knowledge transfer and to train the incoming CFO Jennifer Biry. Pascal’s annual compensation is approximately $12 million which means he will make $6 million before being off the payroll and heading off to the Bahamas for the rest of his life.

If they wanted any level of respectable fairness he would have the same notice period as everyone else but these executives treat their job as a full time guaranteed vacation.

Interested in the cash amount or actual stock amount he was able to sell, or sign on bonuses actually received etc

Assuming this is public information

Can anyone explain to me the actual process and math used for benchmarking of compensation for employees and executives?

https://fortune.com/2026/05/27/most-powerful-women-citigroup-ceo-jane-fraser-turnaround-big-banks-wall-street/

She is getting another 40 million folks!!

Zero or paltry raises for employees while executives gorge themselves and continually inflate their compensation year over year.

As people are getting laid off or being quiet fired, please don't hate Ron. As Chairman, CEO and President at STATE STREET CORP, Ronald P. O'Hanley made $19,529,070 in total compensation.

We have no money for you it belongs to the Execs.

DXC Technology reported that EVP, CES Venkataraman Ramanathan received an equity grant in the form of restricted stock units. The award covers 158,155 shares of common stock, granted at no cash cost per share as part of compensation.

Each RSU converts into one share of common stock when it vests. The RSUs are scheduled to vest in three equal annual installments beginning May 12, 2027, spreading the benefit over several years. After this award, Ramanathan holds a total of 244,935 shares of common stock, including unvested RSUs.

Since Udit Batra took over as President and CEO of Waters Corporation in September 2020, his total compensation has risen approximately 146% - from $5.7 million in his first partial year to $14 million in 2025 - while the company’s financial performance has largely stagnated. Revenue grew modestly from $2.37 billion in 2020 to $2.96 billion in 2024, a rise of around 25%, and net income actually declined from its 2022 peak of $708 million to $638 million in 2024. The most glaring disconnect came in 2023–2024, when earnings were flat to negative yet Batra received a 27.6% pay increase. Over the same period, the company’s workforce has shrunk. After growing to a peak of 8,200 employees in 2022, Waters cut roughly 328 jobs in a formal 2023 layoff round - approximately 4% of global headcount - and has continued to shed staff, ending 2024 at 7,600 employees, a net reduction of around 700 from the peak and below where the company stood when Batra arrived. Batra himself has cited the headcount reductions as a management success, pointing to flatter org structures and tighter spans of control, while employee reviews describe a culture of ongoing layoffs, increased workloads, suppressed pay, and leadership disconnected from the workforce. In sum, Waters under Batra presents a picture of a CEO whose compensation has substantially outpaced both the company’s financial results and the fortunes of its employees.​​​​​​​​​​​​​​​​

Bottom Line - Dan will get his 30%

this MF landed a package on the backs of Dell employees. He should be fired

Does anyone know or can explain their full annual compensation?

https://www.globenewswire.com/news-release/2026/04/30/3285301/0/en/trian-calls-on-solventum-s-board-to-create-value-publishes-open-letter-and-slide-deck.html