Should the AFL-CIO ask each party's remaining candidates to provide pay stubs (top hat plans)

[CorpGovActivist]

Poll question: Should the AFL-CIO ask each party's remaining candidates to provide pay stubs (top hat plans)

Look at your most recent paystub.

Look at the deductions.

Look at the carefully-calculated perks (if you get them), like accrued vacation, 401(k) match, etc.

Do you have a http://www.google.com/search?hl=en&q=top+hat+plan">top hat plan line item?

No?

Guess which candidates have benefited from such plans? These plans often found in corporate boardrooms, for the "key" executives and the corporate directors.

Should the AFL-CIO publicly demand that the candidates pull their historical pay stubs out of their magic top hats?

Thank you for registering your opinion.

- Dave

[radfringe]

1. yes, especially because

when these companies go belly up, or are in serious doo-doo - the top-hatters are always well taken care of while us peons are taken out with the garbage

[CorpGovActivist]

2. That sparked an edit.

I agree with your points.

- Dave

[radfringe]

3. the company I worked for 9years

laid me off this past march - 6 of us received the infamous pinkslips about an hour before quitting time on a friday

I could tell it was coming eventually, the big BS out of the main offices in St. Louis was about getting "lean and mean", cutting the fat...

I saw many people leave on their own accord for other jobs, and their positions went unfilled, until eventually that particular department was no more. Other departments were moved outright to St. Louis.

requests for repairing machines/equipment or purchase of new machines/equipment were routinely denied. took 4 years of requesting money to repair roof, flooding of the production floor, and pieces of roof caving in before St. Louis top-hatters would approve repairs.

the problem with this particular company going "lean and mean" is it sent our operations into anorexic shock.

they closed the doors this past december, tophatters are all safe in St. Louis, 3-4 employees remain to pack up and ship equipment/inventory to St. Louis and then they too will be out of work


on edit: no severance, no parachute, no benes or any other form of compensation were offered. You got your last paycheck, and pay for whatever time you had on the books. Top-hatters didn't even have the decency to come in person to talk to people about it or give a heads up - just a notice in your last check

[CorpGovActivist]

4. There are groups that advocate for rational, humane...

... layoffs, including ample lead time for employees to find work, with incentives for accomplishing certain exit tasks (e.g., documenting processes, contacts, etc.).

One of my partner's business profs from up in your old neck of the woods in MA did this for a while. Some horror stories; some surprisingly good ones, too, including employee brainstorm sessions that saved the business.

- Dave

[CorpGovActivist]

6. No reason. Just cause.

[CorpGovActivist]

5. Chance Kick.