Listen closely to the earnings call and the interview after for employees posted on the intranet. When DW talks about raising the dividend slowly because the future is uncertain the same thinking is applied to employee compensation. We can go years with record oil prices and profits and not see raises because they will say something like “but oil could go back to $30 a barrel so we have to plan for that”
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@ft package me up
@ft, so would I.
@et I believe the poster is referring to early retirement packages for 50-55 YOs
Which, btw, I jump onto immediately if offered
spot on.
@ct what do you mean by bridge the gap for people over 50?
Plz do no raises. For all of us. Also bridge the gap for folks over 50. I dare you , no I dare you.
Spot on, OP. He laid it all out there. He even talked about ability to attract and hire in some areas of the company, and his sentiment was consistent with your observations.
Cut benefits immediately when prices fall, but when prices raise then we want a lag in what we pay employees.
Better to be a shareholder, where cut payouts are not tolerated.
These NI comments are off topic to this thread. The OP is telling you about how Darren views the whole company’s compensation structure.
@a2 I went from EMTEC to being ranked with global projects while in a project assignment and similar thing is happening to me. I haven’t dropped to NI but they keep dropping me every year and I expect this year I will be NI or even NSI if the pattern holds for another year.
Doesn’t matter for me this year. I went from outstanding to NI in a single year. All due to a new supervisor and assignment. Watch out for “broadening” assignments. They are really just bringing you into their group as PIP fodder to protect their existing team and friends.
Only the executives benefit from record prices. You can be certain they will give themselves hefty compensation increases and not share with employees.