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Fidelity RIF, Unpaid Share Awards & the "Active on Dec 31" Clause

I checked the Q2 2026 NAV, and for those of us impacted by the May RIF, it's not being applied to calculate share payouts at all. It looks like nothing is being paid out post Q1. If that's accurate, years of earned compensation is just... not being paid.

I want to call out something I think is genuinely unethical about how Fidelity is handling this. Over the past several years, instead of raising base compensation, Fidelity leaned on share awards as the reward for performance. Grants from 2-3 years back that were supposed to vest and pay out over time. I put in the work to earn those.

And here's the part that really gets me: there's a clause that says you have to be actively employed on Dec 31 of a given year for those shares to pay out. Fine, maybe that makes some sense if someone quits or is fired for cause. But when the company eliminates your role — not for performance, not for anything you did — and then uses that same clause to withhold pay for work you already did years ago, that's not a "policy," that's a loophole to avoid paying people what they earned.

Fidelity talks a lot about ethics. It's in their marketing, their values statements, all of it. But quietly using a technicality to avoid paying out shares that employees earned through actual performance, right after eliminating their jobs through no fault of their own, is the opposite of that. You can't claim to value your people's hard work and then strip the payout the moment it's inconvenient for you.

Fidelity needs to actually listen and do the right thing here. Pay people what they earned through years of hard work, instead of swiping it away on a technicality the moment it's convenient.

Curious what others think. Is anyone else pushing back on this, or looking into next steps?

#RIF #Compensation #StockGrant #Ethics #Policy

Insider stock sales

2026-08-11 — Amy Montagne, President, Nike, reported a sale of 4,867 shares at $42.05 per share.
2026-08-07 — Robert Leinwand, EVP and Chief Legal Officer, reported a sale of 821 shares at $41.60 per share.
2026-08-07 — Venkatesh Alagirisamy, EVP and Chief Operating Officer, reported a sale of 890 shares at $41.60 per share.
2026-08-07 — Philip McCartney, EVP, Chief Innovation, Product & Design Officer, reported a sale of 524 shares at $41.60 per share.
2026-08-07 — Matthew Friend, EVP and CFO, reported a sale of 2,463 shares at $41.60 per share.

#Stock #StockPrice #StockGrant #StockOptions

addressing wealth disparity

Mark Cuban: Solution to income inequality is giving every worker, from CEO to janitor, company stock | Fortune

“I would like to see it so that every single CEO/founder/entrepreneur does what I did, which was to give equity to every single employee," Cuban said.

https://fortune.com/2026/07/20/mark-cuban-income-inequality-company-stock-spacex-ipo-cost-plus-dr-gs/?utm_source=native_share&utm_medium=mobile&utm_campaign=social_share

Here is an executive summary of the July 20, 2026, Fortune article featuring Mark Cuban’s stance on addressing wealth disparity through widespread corporate equity distribution.
### Executive Summary: Mark Cuban’s Blueprint for Equitable Capitalism

Core Thesis
Billionaire investor and entrepreneur Mark Cuban argues that the most effective way to combat growing income inequality is to grant company stock to all employees—from executive leadership down to rank-and-file workers like janitors. Rather than focusing solely on higher wages or aggressive billionaire wealth taxes, Cuban posits that long-term asset ownership is the true catalyst for building lasting employee wealth.

Key Highlights & Insights

  • The Catalyst:

The discussion is spotlighted by high-profile corporate events like the massive $1.77 trillion IPO of SpaceX, which created massive employee wealth overnight (such as a former welder whose company shares ballooned to an estimated $880,000). Cuban believes this model should be the absolute standard for corporate America rather than a rare success story.

  • Proportional Equity Sharing ("The Janitor Test"):

Cuban emphasizes that companies shouldn't just offer equity to top-level managers. Instead, stock, options, or warrants should be distributed proportionally based on cash compensation. For example, if a CEO making $1 million in cash receives 10% ($100,000) in stock, a janitor earning $50,000 should receive the same 10% ($5,000) in stock.

  • Tax Code Incentivization:

To transition this from a voluntary gesture to systemic corporate behavior, Cuban suggests leveraging corporate tax policies. He proposes tying the favorable 21% corporate tax rate directly to a company’s adoption of a proportional equity-sharing model across its entire workforce. Companies failing to meet this threshold would face higher taxes.

  • Alternative to Wealth Redistribution:

    Cuban positions this policy as a capitalistic solution to inequality that aligns the incentives of workers and owners. He argues it is a superior alternative to progressive proposals like direct billionaire wealth taxes, which he claims fail to account for the illiquid nature of stock holdings and risk choking off vital venture capital funding.

  • Track Record:

Cuban speaks from personal experience, noting that he distributed equity across the board at his previous ventures, famously turning roughly 300 employees into millionaires overnight when he sold Broadcast.com to Yahoo for $4.8 billion in 1999.

#Equity #StockGrant #Compensation #PayandEquity #ExecComp

Fiserv’s new CEO retains team

The company took immediate steps to retain other top executives. Suryadevara was promoted to president on Monday, according to an analyst report from TD Cowen. A Fiserv spokesperson declined to comment on that information.

Also, Chief Financial Officer Paul Todd received a stock grant equal to $5 million, according to the SEC filing, amounting to a measure designed to retain him.

https://www.paymentsdive.com/news/fiservs-new-ceo-retains-team/823029/?utm_campaign=Yahoo-Licensed-Content&utm_source=yahoo&utm_medium=referral

#CEO #Retention #StockGrant #ExecutiveTeam #Leadership

Whoa ... My RSUs were canceled after the garden leave ended

RIF employee here and my separation agreement contradicts what SNPS had Etrade do with all non-vested RSUs.

All of my 2023 and 2024 RSUs that were awarded during that period should have been fully vested right away. The 2025 RSUs should be fully vested all the ones that would have vested in the next 12 months from the terminate date.

They canceled all of them.

Calling SNPS stock services right now so everyone affected by the RIF should check their etrade account.

#RSU #GardenLeave #Vesting #StockGrant #Compensation

Stock Together - Laid off employees

Anyone else in New Jersey that was on payroll until Feb 20 still waiting for their Stock Together payouts? I know Verizon monitors this space too, so what are you clowns doing? Bad enough you kicked everyone to the curb, but now our money is in limbo. Current employees got their payouts on 3/10, so where is our money!

#Layoffs #Payroll #StockGrant #NewJersey

Where are RSUs?

Did anyone get stock this year? This is the first year that I didn't receive any and from what I've heard around, a lot of people didn't receive it that normally do. Did they all go to the leadership team? According to SEC filings, Nicole Jones acquired over 9,000 shares last week (not sure if those were just from this year or prior years vested).

#RSU #StockGrant #Executives

Question on RSUs

Now that we see Crown Castle is going to weasel out on the RSUs for the 20% of people they are laying off tomorrow, it made me wonder about this corporate squeeze-play they are doing with RSUs for those in the perimeter.
I’ve been a project manager long enough to know when a project plan has a massive hole in it. Right now, the company is spinning this "retention incentive" like they’re doing us a favor. But look at the math: they are accelerating what we already earned from last year, while completely cutting us out of the 2026 LTI grant.
There are over half of us moving to Zayo or EQT. That means over half the company just got hit with a massive compensation gap while those remaining get the full bag.
For those of us in the field, those RSUs are a huge part of our total pay. If you take that away, it’s basically a constructive pay cut.
A few things that don’t sit right:

  1. The SEC filings say the company has to operate in the "ordinary course of business" until the deal closes. Skipping a standard annual grant for a couple thousand people doesn’t sound like "ordinary course" to me. It sounds like a budget hack to make the books look better for the buyers.
  2. Does this trigger "Good Reason" for us having a material reduction in compensation is grounds to walk with full severance.
  3. We already saw the Byler v. Crown Castle class action pay out for the California crew. Do they really want 2,000 more of us filing a bad faith suit while they’re trying to close a multi-billion dollar deal?
    Accelerating my old money doesn't make up for stealing my new money. If Zayo isn't putting a "bridge grant" in our offer letters, Crown Castle is leaving us high and dry.
    Time to stop being "Castle Casualties" and start asking questions about our rights, too.
#RSU #StockGrant #Compensation #Acquisition #Severance