Latest news with #CEOpay
Times
04-07-2025
- Business
- Times
P&O chief took pay rise in year after sacking 800 workers
The remuneration of the chief executive of P&O Ferries increased in the year after the sacking of almost 800 mainly British workers, accounts Hebblethwaite received £715,000 from the Dubai-owned group in 2023 despite heavy losses, a row over workers being paid less than the UK minimum wage and claims he made before parliament that he was being paid substantially latest available accounts for P&O Ferries for the year to the end of December 2023, posted months late at Companies House, show that the company, best known for its operations on the crossing between Dover and Calais, lost £97 million on top of the £249 million it was in deficit in 2022. • Boris Johnson backs calls for P&O Ferries boss to quit The accounts also show that Hebblethwaite, 54, was paid £683,000 in the year, plus £32,000 of company-paid contributions into his pension pot. That is substantially more than the £440,000 paid to his predecessor in the job and more than the amount he disclosed to the business and trade select committee of the House of Commons. He told MPs who were questioning him about the mass dismissal in March 2022 that he was on a salary of £325,000 and that he had received a bonus of £183,000, a payment that he recognised would be seen as controversial. At that testy hearing Hebblethwaite was accused of being 'a pirate' who was 'robbing staff blind' after the decision to sack nearly 800 mainly British workers and put the remaining workforce on international seafarer agency contracts not covered by the UK's national minimum wage laws under which pay started at £5.20 an hour. At the time the national minimum wage in the UK was £11.44 an hour. P&O Ferries has been owned since 2006 by the Dubai royal family led by Sheikh Mohammed bin Rashid al-Maktoum, best known in the UK for his extensive bloodstock and horseracing interests. P&O Ferries is now part of Dubai Ports World, whose other interests in the UK include the London Gateway port on the Thames and the port of Southampton. In a statement, P&O Ferries said: 'These results show the progress we're making in transforming the business. Losses are down and financial performance is improving. Our focus on high-quality experience is driving growth across both tourism and freight, with more people choosing to travel with us and satisfaction scores rising. We're matching capacity to meet demand, and continue to invest in greener, more efficient vessels.'
CNA
01-07-2025
- Business
- CNA
CNA938 Rewind - Why CEOs are paid so highly — and why it matters
CNA938 Rewind Play Singtel chief executive officer's pay rose more than 16 per cent in FY2025, on the back of the company's increased profits. Meanwhile, Singapore Airlines CEO saw his pay fall by 13.5 per cent even as the flag carrier's earnings reached a record high. Andrea Heng and Hairianto Diman chats with Professor Mak Yuen Teen, Professor of Practice of Accounting at NUS Business School. They find out what determines a CEO's salary and whether it is reflective of the company's performance. CNA938 Rewind - Why CEOs are paid so highly — and why it matters Singtel chief executive officer's pay rose more than 16 per cent in FY2025, on the back of the company's increased profits. Meanwhile, Singapore Airlines CEO saw his pay fall by 13.5 per cent even as the flag carrier's earnings reached a record high. Andrea Heng and Hairianto Diman chats with Professor Mak Yuen Teen, Professor of Practice of Accounting at NUS Business School. They find out what determines a CEO's salary and whether it is reflective of the company's performance. 8 mins CNA938 Rewind - A Letter to Myself: How Pranati Bagchi built a lavender spaceship to fuel young girls' confidence Pranati Bagchi the founder of The Lavender Spaceship Project, an online school that provides a "girl-centric" education in coding and other tech-related skills. Pranati shares how the seeds of her entrepreneurial journey were planted when he daughter had a dispiriting experience at a coding class, how she persevered through the early days of being a one-woman-operation, and how her students are gaining more than just technical skills but the confidence to believe that they too can reach for the stars. 34 mins CNA938 Rewind - TalkBack: Pre-authorisation certification - Are you using more private healthcare services? Great Eastern has halted pre-authorisation certificates for admissions to Mount Elizabeth hospitals in Orchard and Novena, citing 'efforts to manage rising healthcare costs and ensure long-term affordability for all policyholders.' Lance Alexander and Daniel Martin speak with Alfred Chia, CEO of SingCapital, to discuss whether more Singaporeans are turning to private healthcare services. 17 mins CNA938 Rewind - First RTS Link train unveiled — an engineer weighs in The first of eight trains for the Johor Bahru-Singapore Rapid Transit System has been unveiled, as the project gains steam. Lance Alexander and Daniel Martin speak with engineering expert Teo Chor Kok, a member of the Mechanical and Electrical Engineering Technical Committee at the Institution of Engineers, Singapore. 10 mins
Entrepreneur
26-06-2025
- Business
- Entrepreneur
CEOs Aren't Rockstars. Stop Paying Them Like They Are
If a CEO can walk away richer while the company lays off thousands and loses money and value—what exactly are we rewarding? Opinions expressed by Entrepreneur contributors are their own. You're reading Entrepreneur Middle East, an international franchise of Entrepreneur Media. There's a CEO I met once—let's just say the name was well known. What shocked me wasn't the private jet or the outrageous spending perks. It was the number: US$140 million. That was his annual pay package—in a year when the company lost money, its share price tumbled, and its market cap was less than US$300 million. Let that sink in. We live in a time when the average worker is being told to tighten their belt, accept layoffs, or "pivot" their skills. Meanwhile, the same executives who preside over declining revenue, shrinking market share, and mass firings, are cashing in 8-figure checks without a hint of shame or any accountability. The Numbers Are Obscene When I was younger, my grandfather would tell me: "If a man makes more than 100 times what the average employee makes, he's not a good leader." Today, CEOs are pulling in not 100 times, but sometimes 10,000 times the median employee pay. Yes, we have ESG reporting, Environmental, Social and Governance, where companies are required to disclose the CEO-to-median pay ratio. But disclosure without accountability is performative. The ratios are exposed—and ignored. The defenders of this system will say: "But the CEO creates value for shareholders!" I say, absolutely, but show me the KPIs. Show me the shareholder return. It should be proportional and we should never have a golden parachute for failure. If a CEO can walk away richer while the company lays off thousands and loses money and value—what exactly are we rewarding? Walk The Talk And Start With Yourself If you believe in risk and reward, and I do, then you should believe in earned rewards, not unearned windfalls. When I started the company, I made a simple rule: I'll take zero stock for myself, or what is called issued shares for executives, unless I create a value to everyone: employees and shareholders. And since inception for the past seven years, I haven't taken a single share from the company. My bonus is also linked to the performance of the firm, so when we had troubled years, I ensured I declared in public: zero bonus and zero shares for myself as the CEO, which is the opposite to what happens in the market. Additionally, I ensure to distribute all these shares to the employees of the firm. Why? So they feel empowered, own part of the company, and believe they are equally compensated for the value they bring. I simply link it to the performance of the firm. If the company makes money, everyone does too! I recall I gathered the top 40 managers of the company one year and told them they will all be millionaires as we will issue them shares that they can cash in as the company grows and they will surely pass the $1M$ mark. And guess what? That is exactly what happened, and why? Because I was able to give them that percentage from the stock pool that is usually kept for the CEO of a company. Sometimes the CEO takes a staggering 1/3 of that pool! Some people said what I did was silly, and that it would look like the board doesn't value the CEO. They said no one would care. And maybe they're right—externally, no one cared. But internally? Employees got rewarded, and that's what matters. Real Leadership Isn't About Extraction Let's stop pretending that a US$50 million bonus is what it takes to keep talent. If your CEO's only motivation to stay is money, you've got the wrong person in the job. Leadership is about accountability. Ownership. Vision. Not just cashing in stock options and delivering jargon-laced earnings calls. And don't get me started on the idea that these compensation packages are about "retention." What are we retaining? Someone who might otherwise go start a business? Great. Let them. The System Needs a Reset We need a hard cap—or at the very least, hard KPIs—on CEO compensation. Not some cooked metric that gets "massaged" into compliance. I'm talking real performance thresholds tied to real shareholder and employee value; something different so they can get highly compensated when everyone, and the company, does very well. Make executives rich off performance, not presence. If they hit the numbers, let them win big. If they don't, they walk away like everyone else—with nothing. Because right now, the richest people in the world aren't inventors. They're not founders. They're not even owners. They have obscenely negotiated contracts. And the rest are paying the bill. This isn't about being anti-capitalist. It's about capitalism with consequences. If you want to be paid like a genius, you better perform like one. And if the company crashes under your leadership, or even if the market condition is bad, you are a part of it too. We need to stop rewarding failure, start aligning incentives, and bring ethics back into executive pay. Otherwise, the only thing we're scaling is inequality—and the only thing we're disrupting is trust.
Yahoo
26-06-2025
- Business
- Yahoo
Capri CEO John Idol's Pay Slips to $9.1 Million
John Idol, chairman and chief executive officer of Capri Holdings, saw his total pay slip 14 percent to $9.1 million last year, according to a regulatory filing. Idol received a salary of $1.4 million and incentive pay of $540,000. But most of his take came in the form of stock awards, which were valued at $7 million, although they only really pay off if the company performs in the market. More from WWD Michael Kors and Lance Le Pere Named to the American LGBTQ+ Museum Board of Trustees Prada Group Bolsters Vertical Integration With Strategic Stake in Rino Mastrotto Group Michael Kors and Lance Le Pere Honored by LGBT Fashion Centered Dinner And Capri's stock has been in a tough spot. While Tapestry Inc. agreed to buy the company for $57 a share, the stock fell sharply when the government held up the transaction on anti-trust grounds last year. Shares of Capri were trading below $17 on Tuesday, leaving the company with a market capitalization of less than $2 billion. While Idol's pay was more or less routine for a CEO — his incentive pay was the same as it was the year before, but well below the $4.3 million he took home in fiscal 2023 — there were some interesting details on the pay packages taken home by former executives last year. Thomas Edwards, who had been chief financial and operating officer of Capri, logged a pay package of $4.4 million, including $2.4 million in stock awards, an $800,000 salary and a $1.1 million retention bonus, on paper at least. It turns out, that bonus wasn't enough to retain Edwards as he was named chief financial and operating officer at Macy's Inc. in April. Capri said the bonus was to 'recognize the substantial efforts and time that Mr. Edwards devoted to the previously terminated merger with Tapestry Inc., and to ensure Mr. Edwards' continued employment and dedication to the company.' Since he left early, Edwards received only $800,000 of the award. And Cedric Willmotte, former CEO of the Michael Kors brand, logged pay of $5 million, including $2.5 million in stock awards, a $1.5 million bonus under his 'separation and release agreement' and a $1 million salary. After Willmotte left, Idol stepped back in to lead the turnaround of the Michael Kors brand directly. Michael Kors is the biggest part of Capri, which also owns Jimmy Choo and is in the process of selling Versace to Parada for $1.4 billion. Best of WWD Harvey Nichols Sees Sales Dip, Losses Widen in Year Marred by Closures Nike Logs $1.3 Billion Profit, But Supply Chain Issues Persist Zegna Shares Start Trading on New York Stock Exchange Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Yahoo
21-06-2025
- Business
- Yahoo
Frequency Electronics (NASDAQ:FEIM) delivers shareholders splendid 56% CAGR over 3 years, surging 15% in the last week alone
The worst result, after buying shares in a company (assuming no leverage), would be if you lose all the money you put in. But in contrast you can make much more than 100% if the company does well. For instance the Frequency Electronics, Inc. (NASDAQ:FEIM) share price is 200% higher than it was three years ago. How nice for those who held the stock! On top of that, the share price is up 31% in about a quarter. Since the stock has added US$27m to its market cap in the past week alone, let's see if underlying performance has been driving long-term returns. This technology could replace computers: discover the 20 stocks are working to make quantum computing a reality. To quote Buffett, 'Ships will sail around the world but the Flat Earth Society will flourish. There will continue to be wide discrepancies between price and value in the marketplace...' One flawed but reasonable way to assess how sentiment around a company has changed is to compare the earnings per share (EPS) with the share price. During three years of share price growth, Frequency Electronics moved from a loss to profitability. Given the importance of this milestone, it's not overly surprising that the share price has increased strongly. The company's earnings per share (over time) is depicted in the image below (click to see the exact numbers). It's probably worth noting that the CEO is paid less than the median at similar sized companies. It's always worth keeping an eye on CEO pay, but a more important question is whether the company will grow earnings throughout the years. Before buying or selling a stock, we always recommend a close examination of historic growth trends, available here.. As well as measuring the share price return, investors should also consider the total shareholder return (TSR). The TSR is a return calculation that accounts for the value of cash dividends (assuming that any dividend received was reinvested) and the calculated value of any discounted capital raisings and spin-offs. Arguably, the TSR gives a more comprehensive picture of the return generated by a stock. In the case of Frequency Electronics, it has a TSR of 278% for the last 3 years. That exceeds its share price return that we previously mentioned. And there's no prize for guessing that the dividend payments largely explain the divergence! It's good to see that Frequency Electronics has rewarded shareholders with a total shareholder return of 152% in the last twelve months. Of course, that includes the dividend. That's better than the annualised return of 26% over half a decade, implying that the company is doing better recently. Given the share price momentum remains strong, it might be worth taking a closer look at the stock, lest you miss an opportunity. I find it very interesting to look at share price over the long term as a proxy for business performance. But to truly gain insight, we need to consider other information, too. Consider for instance, the ever-present spectre of investment risk. We've identified 1 warning sign with Frequency Electronics , and understanding them should be part of your investment process. Of course Frequency Electronics may not be the best stock to buy. So you may wish to see this free collection of growth stocks. Please note, the market returns quoted in this article reflect the market weighted average returns of stocks that currently trade on American exchanges. Have feedback on this article? Concerned about the content? Get in touch with us directly. Alternatively, email editorial-team (at) article by Simply Wall St is general in nature. We provide commentary based on historical data and analyst forecasts only using an unbiased methodology and our articles are not intended to be financial advice. It does not constitute a recommendation to buy or sell any stock, and does not take account of your objectives, or your financial situation. We aim to bring you long-term focused analysis driven by fundamental data. Note that our analysis may not factor in the latest price-sensitive company announcements or qualitative material. Simply Wall St has no position in any stocks mentioned. Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
