Brian Cornell made 21.6 Million last Fiscal year

This is likely just the tip of the iceberg when it comes to CEO compensation. Remember, he bought back $5B in stock all on company debt. Part of the Covid relief bill included large tax deductibles for retail companies that remodeled stores in the last few years. All unnecessary and clearly something put in there for Cornell.
 
This is how i look at it. Lets say he says "i make to much. I only deserve 1.6 M$. Give the other 20 M$ to the other employees in company" So then the math says 20M divided by 350,000 employees gives everyone else $57.14 for the year or an extra $2.20 per pay period. Then taxes on that so Lets say you have an extra $2 each pay check. What you gonna do with your $2 more each check?
 
What could I do with an extra $57.14 a year? Give $25 to the animal shelter twice and let the tax man take the rest (at least)...😁
 
StyleMaven1 said:
Wiki says he's from Queens, single mom household from a young age and mom was on welfare.
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so he knows what its like

but still wants to pay the bare minimum

im not saying he needs to give everyone all of his money because obviously his position is way up there he worked for it etc etc

but to pay his employees a living wage will not impact his quality of life

this goes for any company
 
Senior corporate leaders (C-level jobs like CEO, CFO, COO, Corporate Counsel) are usually recruited via an intermediary system of "executive recruiters" and "agents" who represent the interests of the candidates to corporate boards. Executive recruiters, attorneys and executive compensation consultants act as bargaining agents between the candidate and the board (which also has professional representation). Boards want to find a candidate who they believe possesses a fairly special set of talents, abilities and expertise. In order to get the best candidate - one the board likes, trusts and respects - they are willing to negotiate and pay more for the "right fit". A detailed "executive employment agreement" is negotiated between the candidate's agents and the board's agents.

Other than personnel staffing agencies who can (to an extent) represent job seekers in negotiating pay rates with a prospective employer, somebody seeking a mainstream job probably can't afford to hire an independent recruiter agent to represent them. Employers usually will not negotiate with third parties, and only negotiate pay and other conditions directly with the candidate. At the time of initial hire, there is some ability to negotiate pay rate, but for the most part what's offered to the candidate for pay, benefits and other aspects of work is offered as a one-size-fits-all "take it or leave it" proposition. There's no binding employment contract, only an "at-will employment" career opportunity.
 
jackandcat said:
Senior corporate leaders (C-level jobs like CEO, CFO, COO, Corporate Counsel) are usually recruited via an intermediary system of "executive recruiters" and "agents" who represent the interests of the candidates to corporate boards. Executive recruiters, attorneys and executive compensation consultants act as bargaining agents between the candidate and the board (which also has professional representation). Boards want to find a candidate who they believe possesses a fairly special set of talents, abilities and expertise. In order to get the best candidate - one the board likes, trusts and respects - they are willing to negotiate and pay more for the "right fit". A detailed "executive employment agreement" is negotiated between the candidate's agents and the board's agents.

Other than personnel staffing agencies who can (to an extent) represent job seekers in negotiating pay rates with a prospective employer, somebody seeking a mainstream job probably can't afford to hire an independent recruiter agent to represent them. Employers usually will not negotiate with third parties, and only negotiate pay and other conditions directly with the candidate. At the time of initial hire, there is some ability to negotiate pay rate, but for the most part what's offered to the candidate for pay, benefits and other aspects of work is offered as a one-size-fits-all "take it or leave it" proposition. There's no binding employment contract, only an "at-will employment" career opportunity.
Click to expand...

So, are you saying most CEO's don't work under a contractual agreement, or contract, with the company?
 
Staffwoman said:
So, are you saying most CEO's don't work under a contractual agreement, or contract, with the company?
Click to expand...
CEOs and their senior-exec brethren work under an "executive employment agreement" contract, as I mentioned in my admittedly too-lengthy response. Senior-level execs are not at-will employees. They have negotiated all the details of their employment, including personalized benefits packages. It's not all that different than negotiations between a union and a company except the negotiations are for just one person, not for a collective group of workers. If the CEO or other C-level exec is pushed out by the board, they usually can obtain "golden parachute" severance provisions which were negotiated into the contract.
 

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