#executivebonus

A New Hampshire Senate committee heard a bill proposing executive pay freezes. The bill targets Coos County hospitals, specifically North County Healthcare (NCH). It would freeze executive pay and bonuses for 18 months after significant layoffs. Proponents argue for accountability of public Medicaid funds. Opponents claim the bill removes local control and could harm healthcare.

Concord, New Hampshire

https://indepthnh.org/2026/02/18/coos-county-hospital-execs-would-see-pay-frozen-in-some-layoffs-if-bill-passes/

I hold a small position in CVS. Tiny enough in relation to the rest of my portfolio that, to be frank, the entire company could be liquidated and I could care less. In fact I'd jump for joy.

But because I am a stockholder, I am eligible to vote in the annual meeting.

Here's how I am going to fill out my proxy card:

1. Directors: Vote against all of them.
2. Ratify the appointment of independent accounting firm: Vote against (of all questions, this probably matters the least, but voting against this sends a message)
3. Approve company executive compensation: Vote against (I don't care if they all end up in the poor house)
4. Approve the company's incentive compensation plan: Vote against (high level types covered by this plan are the ones driving CVS into the ground)
5. Stockholder proposal to reduce threshold to act by written consent: Vote for (goes against board recommendation, and why would anyone want less say in how CVS is run?)

If there was a change in control (this includes Cash Severance, Pro rata Bonus Payment, accelerated stock vesting etc) OR if they were termed for "no cause" :

Sarah London : $42M
Drew Asher: $25M
Chris Koster: $12M
Susan Smith: $8M
Tanya McNally: $6M

This is what the severance looks like for executives, peanuts for us!

Remember when oil execs gave DT $1B… was that in exchange for this war?

Oil booming again following that weird rambling, low energy, slurred speech last night.

More for UHC but I wanted to know if anyone else got the ridiculous email about the “ Executive Complaints” email regarding appeals. For those not in the know basically if a Governor, share holder, state person or anyone else in the top 1% have UHC we are to work the case IMMEDIATELY and push it through and prioritize it above all the other cases to have a decision made ( and approved and paid for by UHG) within 24 hours. Must be nice to make more money than more than half the people at the company and demand a strict 24 hour turn around time while the disabled patient who actually needs care gets denied chemo therapy and their hospital stay because the company decided “ it wasn’t necessary”
God I F$)):& hate this company

Nike has disclosed that executive compensation includes ESG metrics, which explicitly include diversity outcomes. While the company doesn’t break out the exact weighting, market norms suggest ~10%–20% of annual bonuses are tied to these factors.

Using reasonable assumptions:
• ~385 VPs globally
• VP bonus: ~$100K–$500K
• ESG/diversity weighting: ~10%–20%

Implied diversity-linked bonus per VP:
• ~$10K (low)
• ~$30K–$50K (typical)
• Up to ~$100K

Estimated total annual payout:
• Low: ~$3.9M
• Most likely: ~$12M–$18M
• High: ~$38.5M

Midpoint:
$14M Annually

Why this matters:

At the midpoint, that’s roughly $14M (and could be much more) per year in incentives aligned to these outcomes at the VP level alone.

Bottom line:
A defensible estimate is that Nike directs ~$10M–$20M annually of VP incentive compensation toward diversity-linked metrics; raising legitimate questions about how heavily these targets are weighted relative to other performance priorities.

This post uses only publicly available information, and observational analysis derived from such. Further augmented by published industry trends.

VERIZON COMMUNICATIONS INC director and officer Daniel H. Schulman reported a compensation-related award of phantom stock linked to the company’s common shares. On this Form 4, he acquired 183.933 units of phantom stock at an indicated value of $14.47 per unit through a deferred compensation plan.

Ontario college presidents' salaries remained high in 2025 despite widespread layoffs. The college sector faced significant challenges, including campus closures and program cuts. A federal cap on international students heavily impacted college revenues. The top five presidents averaged around $507,000 in compensation. Humber College stated its executive compensation follows sector standards.

https://globalnews.ca/news/11749224/ontario-college-president-salaries-2025/

Optimum Communications Inc Class A (OPTU) has provided an announcement.

On March 12, 2026, Optimum Communications, Inc.’s compensation committee approved deferred cash awards for key executives, including CEO Dennis Mathew, CFO Marc Sirota, General Counsel & Chief Corporate Responsibility Officer Michael Olsen, and President, Consumer Services Michael Parker, as part of its 2026 long-term incentive program. One-third of each award will vest on December 14 of 2026, 2027, and 2028, contingent on continued service, with grants valued at $5 million for Mathew, $1.75 million for Sirota, $1.5 million for Olsen, and $1.125 million for Parker.

The deferred cash awards will constitute 50% of the 2026 long-term incentive package, with the remaining portion expected to be delivered as cash performance awards under the company’s existing 2017 long-term incentive plan, effectively replacing restricted stock units used in prior years. Executive long-term incentive targets, base salaries, and bonus plan targets remain unchanged from 2025, but the committee has shifted to setting and evaluating bonus performance on a quarterly basis, which may tighten alignment between pay and short-term operational results and provide more frequent performance feedback to senior leadership.

FULL ARTICLE --> https://www.theglobeandmail.com/investing/markets/markets-news/Tipranks/756219/optimum-communications-adopts-new-executive-long-term-incentive-plan/

https://www.propertycasualty360.com/amp/2026/03/17/usaa-execs-saw-hearty-compensation-growth-in-2025/

Well paid executive

2025 10-K just published on SEC.gov. See for yourself, page 82 for executive compensation.

PP - $28M
AM - $21M
KC - $22M
DC - $19M
KJ - $21M
FL - $21M

$132M among 6 people. Unreal.

Only layoffs will help stock price and exec bonuses.

Cost Shareholders minimum $150-$200 Billion.
T-Mobile
DTV
Time Warner
Lots of smaller potatoes as well in their shareholder evisceration stew.
Each of those two Dolt Headed CEO's will walk or have walked from their tenures with $250M each and all the perks.
Remember executive compensation is never linked to share price at ATT. Just metrics that are easily manipulated and massaged.

State Farm just announced it made $24 Billion dollars last year and is going to pay $5 Billion in dividends. Most in history! State Farm is a Mutual Company and should never ever ever never make that much money. They have the best actuaries and investment people and know exactly what they are doing. That means they have been robbing people blind. Remember that the next time they tell you to do more with less or we don't have any money in the budget for staffing. I can only imagine what kind of bonuses the Executives are going get. Just like the rest of Corporate America destroying this nation. Sc-m of the earth trash!

It feels like SAP layoffs are just a negotiation tactic to keep salaries low at SAP.

The gross median income in Germany is around €52000 per year. And this includes bonuses.

Christian Klein's salary is €800,000 per year and he gets a bonus of €18 million or more.

So Christian Klein makes in a day what an average German makes in a year.

If we didn't have a CEO, we could have had 365 colleagues who could have added a lot more value to the company.

I understand that Christian Klein is a CEO of a large public company and he has responsibilities. I believe his salary is quite inflated and he should not get so much. And it is mind blowing that he gets so much bonus.

If there is less budget for salary and benefits, surely SAP can save money by paying the executives less. So why are they not doing that?

Also, the share buyback calculation seems off. To be able to buy back so many shares, SAP will have to lay off between 10000 and 15000 employees worldwide. For a company where employees are already overworked and underpaid, it doesn't make sense to buy back so much stock.

Board approved Mikes request to remove employee engagement results from a compensation calculation for SOC. But enjoy bigger bonuses funded by layoffs

New CEO's compensation package was just detailed in an 8-K filing: base salary of CAD 1.2 million with USD 7 million long-term incentive plan (70% PSUs, 30% RSUs - vests Sep 2029):
Target Bonus: CAD 1.62 million
Sign-on Options: USD $2 million
Sign-on RSU: USD $2 million
Total Target Direct Pay: ~ 13.8 million (sum of 1st year salary, bonus and all equity grants)

I think I read here that being a vice president means that to keep your bonus (so they dont clawback) you need to work 30 days after the February 13 distribution date? Can anyone confirm this?

If there are indeed layoffs, they will only be for employees who joined in the acquisitions or employees on mid range salaries. Developers, QA, support engineers and product managers will be fired but never HRBP or development managers with complaints against them. There are many employees who continue to be very highly paid and keep getting a higher salary and more stock options every year. That's because they get it once in March and their network triggers a reorganisation in the middle of the year where they get promoted or have a role change. In all my years at SAP, I have seen this happen all the time and this is only intensifying since the talk about layoffs. So even if there are any layoffs, expensive employees who should be laid off will still be there and those that deserve or do more will be asked to leave or be given such a pitiful salary increment and bad performance that they will have to leave. Also, you can expect only employees from Walldorf and St Leon-Rot to head all important positions in the new acquisitions and in other locations. No matter where most of the team members are, the managers will almost always be based in Walldorf and St Leon-Rot now. And once the back to office shenanigans start they will give a bad performance to any report who isn't based in their location.

Regarding executive bonuses, the executive board will get them. They have the supervisory board in their pocket and the Works Council is too powerless to revolt or strike or do anything about it. CK got €18 million as a bonus in addition to his salary when he vowed to fire 10000 employees. And if the supervisory board wanted to keep him in check, they would have given that as stock options and not in cash. But they gave him cash. He and most of the executive board members will live comfortable lives even if they have to resign or leave now. But they will squeeze every million out of SAP before they go. A lower share price only means that they will intensify layoffs. And the entire SAP strategy is based on AI and a complete shift from the core business. If AI fails, SAP will lose everything. But the board is too incompetent to come up with any real strategy or an alternative plan in case AI is a bubble. There is no real SAP strategy besides 'build only AI features and make customers pay more' and 'lay off as many employees as possible to reduce short term operating costs'. That is sufficient for them to squeeze money off SAP and leave. Most employees don't realize that the money that is given to the executive board comes from the savings by laying employees off and from reducing their benefits and salary appraisals budget. It is like blood money. But CK, Dominik Asam and others have so many fans within SAP, they will do anything for them. The future is truly lost now and there is no hope.

I haven't seen the 2025 version of the executive compensation document posted online. It used to be updated annually at the below link, but it seems to have been scrubbed from the internet. Has anyone seen the latest, or know if it will be posted in 2026?

https://www.tiaa.org/public/pdf/e/exec_comp_policy.pdf

Just read Amala is going to Delta Airlines to be their Chief Digital & Technology Officer.

Poor Delta. These worthless executives always come out smelling like roses.

When the bldg300 data center is finally (after 8+ years of false starts and lack of business case) in the cloud, the new ongoing costs will become apparent. And my prediction is that the executive level “surprise” at the true costs will be enormous. Of course there is no leaving the cloud once you are there at scale, so the issue will be figuring out how to pay for it. Some will say re-negotiation will be needed, but is likely unsuccessful with Microsoft as the provider. The cloud migration may result in a migration of more employees out of the company.

So apparently the top 4 execs have received extensions of compensation agreements that would pay them through 2029 in the event of separation or acquisition, yet everybody else is being offered what? Three Months? Nothing to see here, move on. Remember we're an *All Weather Team". https://www.tipranks.com/news/company-announcements/cdw-expands-credit-facility-and-renews-executive-protections

The executives at Verizon who announced their retirements are getting big bucks to leave at the expense of employees. Most who leave have do-nothing jobs with no direct reports until they're off payroll, then get 60 weeks of severance with full benefits. These are the people who made the bad decisions, like buying Yahoo, over-supporting volunteerism, DEI programs, ERGs, Super Bowl parties, private jets, big consultant spends, etc. etc. F them.

The King can dominate the world.

Another deal to boost LBT's forture:
https://www.reuters.com/business/intel-pursued-deals-that-boosted-ceo-lip-bu-tans-fortune-sources-say-2025-12-10/

Optimum Communications awards special bonuses to executive officers

https://share.google/DVhVh6LdlmjKHiAlo

a year that's going to the executive board and put it back into the network and customer service.

225K for Darren. He’s got about 2 million shares now

KAM is just disgusting to me. After 3 years already accumulated 645K RSUs.

JPW and NAC both received 118K shares this year and each have about 1 million shares.

It’s disgusting what goes to the top

the $80 million a year executive board gets a haircut?

Just remember that your entire livelihood and career is worth about 1/700 or even more of the $74m discretionary executive bonus pool for 2025. This is split by 5 employees.

Your whole family and your dependents and kids futures are just a rounding error for the leadership team. Shoulda been a shareholder, su-ks to su-k 😂 😂 😂

https://investors.att.com/~/media/Files/A/ATT-IR-V2/financial-reports/annual-reports/2025/2025-notice-of-annual-meeting-of-stockholders-and-proxy-statement.pdf

It's all about bumping the stock so the execs get their "rewards"

Given hatchet man has been on the board for 7yrs he deserves as much "credit" for the stupid cr-p that's gone on than anybody.

Now he comes to save the day? It's all about the Benjamins, hatchet and his buddies will make serious bank while many people have their lives close to being ruined.

Good luck to all getting the "hatchet" on Thursday.

Schulman is planning cost cuts that are likely to result in the reduction of about 15,000 jobs, The Journal reported Thursday. Verizon currently employs about 100,000 people.

A source familiar with the situation told The Post that the 15,000 figure is “in the ballpark” and that layoff notices are expected to be sent out to affected employees next week.

Verizon offered $4 million retention bonuses to two top executives — consumer group head Sowmyanarayan Sampath and finance chief Anthony Skiadas — to keep them through at least the end of 2027, according to the Journal.

Schulman told a Wall Street Journal event this week that Verizon needs to get “scrappier and less bureaucratic.”

https://nypost.com/2025/11/14/business/ousted-verizon-boss-could-still-pocket-most-of-20m-salary-as-company-cuts-15000-jobs-report/

when half the population is jobless because of AI, who is going to buy the products that the company needs to pay out the $80 MILLION a year that the executive board has been getting paid?

Our new CEO is being paid a $1.5M annual salary, with up to $50M in performance incentives.

That’s equivalent to 500+ employees making $100K.

It’s hard to listen to Joe Russo talk about surgical cost reductions when our CEO is being paid an annual salary equivalent to an entire market.

Does our CEO work 500 times harder than the average corporate employee? Why don’t individual employees receive bonuses that are potentially 33 times than their salary? Imagine an STI of $3.3M on your $100K salary.

If Verizon were serious about cost reductions, it could save tens of millions by trimming the oozing fat at the top.

.....oh that's right, those are no more! Money otherwise spent on consultants, C level events and overpaying "leaving" executives.

One small step they could do to try and start to rebuild any kind of culture here....but nope.

Here are numbers for 2024:

• Hans Vestberg – Former CEO – Total compensation: US$ 24.16 million
• Craig Silliman – Former EVP & President, Verizon Global Services – Total compensation: US$ 15.12 million
• Sowmyanarayan Sampath – EVP & Group CEO, Verizon Consumer – Total compensation: US$ 13.28 million
• Kyle Malady – EVP & Group CEO, Verizon Business – Total compensation: US$ 12.30 million
• Anthony Skiadas – EVP & CFO – Total compensation: US$ 11.25 million
• Vandana Venkatesh – EVP, Public Policy & Chief Legal Officer – Total compensation: US$ 6.43 million
• John Stratton – Executive at Verizon – Total compensation: US$ 7.04 million
• Marni Walden – Executive at Verizon – Total compensation: US$ 6.75 million
• Marc Christopher Reed – Executive at Verizon – Total compensation: US$ 6.17 million

Sources:

https://www.sec.gov/Archives/edgar/data/732712/000130817925000404/vz4363511-def14a.htm
https://www1.salary.com/VERIZON-COMMUNICATIONS-INC-Executive-Salaries.html
https://bullfincher.io/companies/verizon-communications/ceo-salary
https://salary.com/research/executive-compensation/verizon-communications-inc-executive-salary

Here’s a summary of total annual compensation for Brian Cornell in his role as CEO of Target Corporation (since his start in August 2014) as available via proxy/SEC filings and media reporting:

Fiscal year Approximate total compensation
2015 ~$16.9 m (reported for 2015) 
2016 ~$11.3 m 
2018 ~$22.6 m 
2020 ~$19.8 m 
2023 ~$19.2 m 
2024 ~$20.4 m 

Anybody else sick of Senior leadership saying “You are going to be asked to do more in 2026 with less funding.” I’m so sick of the greed at the Executive level. More, more, more!!! How!!!! You STEAL members copays (no matter how they spin it it’s STEALING) and put it into YOUR pocket EVERY year!!! Millions upon Millions of dollars in salary and bonus!! The percentage of pay from an average staff member and Executive's is GROSSLY out of proportion. The biggest negative on the these “surveys” is salary and bonuses. Nobody gives a cr-p about a $200 health reward or an ecard!! Staff need REAL money to pay mortgages, rent, put food on the table and maybe take a nice vacation every one awhile. SHAME on GAIL, the board, Executives, Presidents, and VP’s. We deserve better. Us employees need to stand together…know YOU are what makes the difference NOT any of the Executives.

Is it gone, or just scaled back?