here's your bonus, but nahhhhhh. we are gonna take half of it, give you some worthless options, and the stock has to appreciate to ~ $11.50 before you are made whole. but, we value our employes. another screwing by management.
16 replies (most recent on top)
You are real positive
Lower pay grade is equivalent to second class citizenship, it is not an even playing field. You want more, then you need to work on improving your value. Seven years is not very long considering you have had your entire life to get to the point you are at now. I am not trying to be rude to you, only trying to be honest without sugar coating that which is. If you are truly doing your best and still find yourself in the lower grade, then try to make your peers look less competent. Your have to rise above your peers if you want to make it to the next pay grade. If you can make it to the upper pay grade you will be able to appreciate getting compensated for your added value above your subordinates.
When was the last time you heard someone who works at McDonald's complain about making less than geo-tech?
At least you got a LTI been an employee for seven years didn't get squat. It's pretty sad the only people who got a LTI was upper pay grades. It would be nice if lower pay grades would be treated the same as upper pay grades.
Selling crap is a hard sell.
Only thing saving this company is a buyout.
First if you had read any of the posts you would have known we were talking LTI and not bonus. Second, I have survived here for the past decade and want nothing but the best for this company. I expect no handout or free lunch. Anyone who has contributed knows that this company has been rebuilt from the ground up in a very short time. And there is much more to do. I'm just asking for some transparency in our programs. The work here is much different than at other companies who have established processes and systems that work. I'm concerned that when the market turns all those that have given their time will have nothing to keep them here. The experience of rebuilding a company from the ground up will open many doors and I would rather keep that talent here. Once vesting of the 401k is over the LTI is the retention plan. My experience is that my previous companies try to provide 50-100% of annual salary in stock for higher grades. Losing talent starts to bleed into being unable to attract talent and that starts to create real problems for companies. We have lost a lot of talent in the past few years and it won't be easy to replace. Ask those that are trying, they will tell you CHK is at the bottom of the list for places to work in the market. Reputation is everything and our best spokespeople are current employees. Just providing a point of view.
My phone ate my words, it was supposed to be "lead nowhere" .
Why so angry? Personal insults nowhere, that can only get your posts nuked by site admins, check their rules in footer.
Listen up snowflake, you should be glade you are getting anything. No one is entitled to a bonus, that is why it is not automatically added to your salary. Perhaps you should have negotiated the bonus you feel entitled to during your initial interview. CHK is coming back but we are not anywhere near the position we where in 5 years ago. You remind me of all the whiny liberals expecting free handouts. Our government knows that people are much easier to control once their livelihoods are dependent on their handouts. Are you easily controlled and dependent on anything? Do you sit around and whine or do you actually do anything productive?
That is what I though... get back in the house, your desert is getting cold..
Hah hte below is some silly horseshit. Most Stock Option plans are a 2-1, 3-1, or greater multiple which DOES make it worthwhile if the stock goes up. A 1-1 multiple?
Johnny gets $5k in stock and $5k in options (1-1). Stock is at currently at $5 a share.
In a year the stock doubles. His $5k in stock is now $10k. His $5k in options is now worth $10k, but he has to fund and purchase the $5k to get the full $10k. Net options gain? $5k
If it was all stock he'd still be tied to wanting the company to do well - but he would have $5k more WITHOUT having to fund a purchase and pay himself back.
So a 1-1 options plan is a big PHARK YOU from the Execs.
There is value in our employees. Stay focused and you will have gratitude that we made it through the downturn and things will continue getting better. We cannot forget our code, our core values depend on it. Lack of integrity and a negative outlook WILL effect moral. I know that I am blessed to work with the most professional group that sets the standards for our peers.
Dumping the debt and hoping for a buyout. That is what will save CHK. On its own it's done. Notice how when a debt is dumped it never affects the stock price for any long term? While others continue to rise CHK still drops. Sad but true.
Ultimate bait and switch. What was that first core value again... oh yeah integrity and trust. Wouldn't have been so bad except this is now the 2nd year in a row with some kind of last minute switch. With the weekly emails that come from HR you would think it might have been mentioned. How about in our performance reviews? No. The reason execs have options is that they make the decisions that direct the company and answer only to the board and shareholders. The middle class marches to the directions of the execs regardless of where we think that will take the stock. Everyone is already underwater with the stock, might want to get HR some consultants to learn how to "retain" employees. Carnrite been over there yet? Hows that deductible starting to feel? Aligning with our peers huh. If this is what it feels like to be at a peer maybe we should go, I'm getting the feeling it will take another 5 years to clean up this place.
They are still promoting.
And no promotions for anyone. Surprise, surprise.
That is why we are CHK.