Re: The 2nd Term - Round 1 - Diving for Dollars
As a greater % of CEO compensation is tied to corporate performance than ever before (which wasn't the CEO's idea) and most of those are vested over 3 years, you will see a tail effect of improvements in the performance of companies coming out of the recession and the stock market rising. None of that gets somebody else a job nor raises their salary, so the outcome of that model (disproportionate gains) will likely persist. To the degree employees are invested in the company's 401k, they will see some of that benefit, don't know the 401k adoption percentage nor the average company match. To the degree that companies subsidize health insurance, life insurance, disability insurance, pay for education, provide subsidized daycare, and provide 401k's and other retirement benefits such as pensions, you could suggest they are substituting that for larger wage increases.
Based on what I read about union contracts, it seems the unions and their members may agree with that method, put value into benefits such as parental leave, sick time (PTO), longer vacations, health benefits and pensions instead of into the bi-weekly paycheck. If it is subsidized by the company, the worker doesn't receive it as taxable income. If that is the output of collective bargaining, I'm not sure that is the CEO screwing the working man out of his deserved wages.
And I'm sure that's why CEO's pay increases exponentially while the average workers pay goes down or stays flat compared to inflation.
I'm here to tell you that that's as unsustainable as entitlements.
As a greater % of CEO compensation is tied to corporate performance than ever before (which wasn't the CEO's idea) and most of those are vested over 3 years, you will see a tail effect of improvements in the performance of companies coming out of the recession and the stock market rising. None of that gets somebody else a job nor raises their salary, so the outcome of that model (disproportionate gains) will likely persist. To the degree employees are invested in the company's 401k, they will see some of that benefit, don't know the 401k adoption percentage nor the average company match. To the degree that companies subsidize health insurance, life insurance, disability insurance, pay for education, provide subsidized daycare, and provide 401k's and other retirement benefits such as pensions, you could suggest they are substituting that for larger wage increases.
Based on what I read about union contracts, it seems the unions and their members may agree with that method, put value into benefits such as parental leave, sick time (PTO), longer vacations, health benefits and pensions instead of into the bi-weekly paycheck. If it is subsidized by the company, the worker doesn't receive it as taxable income. If that is the output of collective bargaining, I'm not sure that is the CEO screwing the working man out of his deserved wages.