1- Why is my family's financial situation of zero concern while the highest paid employees and their families continue to prosper? The fact that Leadership has spent more focus and efforts on KEIP and KERP than any other programs or initiatives is telling.
2- How will Windstream motivate employees that continue to see work loads grow and wage purchasing power diminish due to inflation. Perhaps Leadership is unaware that: A 3% raise every 4 years does not keep up with inflation. Also the callous retort that 'Windstream is not a prison' only irritates and demoralizes employees - this also seems to not register with Leadership.
3- How can the CEO and CFO claim that the UNIT deal was a REIT when selling the deal to investors and workers, only to now claim that this was a financing transaction be believed. Were you wrong then or now?
4 - Can either Judge Drain or Elliot Management representatives join this call to provide truthful answers to the employees, the employees that will not walk away as multi-millionaires, regarding what the future holds for them if they stick with Windstream?
5 - Does Leadership have any feelings of remorse or guilt for devising so many schemes, topped only by the MLA agreement with CSAL/IUNIT, that have failed and cost so many so much, while only rewarding those that caused said problems.
6 - If Leadership requires incentive plans to do their jobs, is it really wrong for others to slow down working due to a lack of incentives and if so why?
7 - Does Leadership failures ever count and if so are you penalized or rewarded when you fail. Seems Directors and above get rewarded regardless of results. This circles back to question 6's answer
Leadership is being forewarned now that the answers to these questions will dictate employee efforts for the remainder of the year. Choose your answers wisely and failing to answer these questions will be graded with an F for failure - which unfortunately is Leadership's current GPA.
I am not ashamed to say that I work to earn a living and that the compensation concerns is not solely a right for leadership to bear. How hard I expend my efforts is similar to leadership's work ethics - See KEIP and KERP.
Lastly, only the top 105 should be in attendance during this call - the rest of the company should go to a bar drink every time you hear phrases like "2019 was great and 2020 will be even better", "Windstream will be stronger than ever following CH11" or "We need to watch every dime we spend" (with the exception of bonuses and pay increases for leadership of course).
Signed by 10,000 Angry Windstream Employees