Executive Total Compensation Post-Global Depression

[anonymous]

May our Chairperson and Chief Executive Officer, Giovanni Caforio set an example, and voluntarily reduce his total compensation over the next three years by 30%. He can do that all at once in 2021 (Year Two of a worldwide pandemic) or 10% per annum. A beginning. A real example of social justice, an example for our company, our industry and our country, the world. Bristol-Myers Squibb would not fail; it would thrive and be held in high honor.

The great socialist is a capitalist! A wolf in sheep's clothing.

 

[anonymous]

"To me, Integrity is being willing to lose tangible value, for example wealth, control or power, for the sacred sake of doing what is "right" by patients, employees, customers and our culture. To possess integrity, I shall never fear harm and have wealth with meaning."
Contemporary Socrates

 

[anonymous]

"To me, Integrity is being willing to lose tangible value, for example wealth, control or power, for the sacred sake of doing what is "right" by patients, employees, customers and our culture. To possess integrity, I shall never fear harm and have wealth with meaning."
Contemporary Socrates

Get educated on the societal and culturally serious topic of inequity and social injustice of excessive pay as Bristol-Myers Squibb Executives demonstrate classic, "Do as I say, not as I do." integrity.

How CEO pay in America got out of whack

This is fundamental to which side of this issue one is on. There are more than two sides. We need major reform in executive compensation by credible stakeholders of power, board members and major stock holders. That in itself, is a long shot.

Goldman Sachs cuts pay of chief executive David Solomon by $10m

Why doesn't GS take action with conviction? "King" Solomon should be unceremoniously let go of his leadership reins. And other select top executives that should have known. Not see their executive pay simply reduced to ~$15MM for that year. Wow. Regardless of supposed, unawareness of the corruption at Goldman Sachs, accountability of such scandal and magnitude should not stop until it's reached the top.

5 Executive Pay Issues for 2021

This is a beginning but really it simply is acknowledging 'bad behavior' has consequence; but not too big a consequence. And yes, they acknowledge, we are in a pandemic and powerful people ought not be too greedy. But we all know how that's played out.

 

[anonymous]

A fish only stinks from the head down.

BMS is living proof of corporate and executive greed!

F Giovanni - the Trump of BMS!

 

[anonymous]

CEO Pay — As You Sow

This is not pro-union.....this is not anti-capitalist.....this is not anti-pharma. Top leadership compensation has been perverted over decades. Fact. Consider joining. Don't live a life of quiet desperation.

Anyone that cares about "social justice", truly cares, should embrace this serious, eroding societal issue in America.

Dr. Giovanni Caforio, join As You Sow. Be truly brave as it means you might yield something of value from personal interests, not corporate.

CEO Pay — As You Sow

Over 300:1. That’s the ratio of CEO to employee pay in the United States. The U.S. leads the world in excessive executive compensation, to the detriment of shareholders. The current system of executive pay distorts incentives, exacerbates income inequality, and leads consumers and employees to think the game is rigged against them.

As You Sow’s Executive Compensation initiative encourages shareholders to use the power of the proxy to better control and reduce unjustified CEO pay and to create greater equity in compensation across all publicly traded US companies. Our goal is to help shareholders, including mutual funds, pensions, foundation, endowments, and individuals to create proactive change in a broken system. The initiative:

• Engages shareholders and helping them hold money managers accountable for their votes;
  
  
• Pushes companies to develop new social and environmental performance criteria, and working with them to do so;
  
  
• Identifies the most overpaid executives, the money managers that approved the compensation plans, the consultants that proposed them, and the compensation committee board directors that approved their compensation packages;
  
  
• Encourages foundations and public funds to adopt stringent voting guidelines to address specific disconnects between pay and performance, as well as the systemic issues that drive the increases, such as peer group selection and inflationary ratcheting up of compensation.
  

The median pay for S&P 500 CEOs is now well over $10 million dollars. (Class, "What does Dr. Giovanni Caforio make on average each year here at Bristol-Myers Squibb? What do the top Bristol-Myers Squibb Executives make in TOTAL COMPENSATION?")

The current system of executive pay:

• Contributes to the destabilizing effects of income inequality;
  
  
• Makes investors, consumers and employees wonder if they are playing in a game rigged against them;
  
  
• Distorts incentives, leading to a short-term focus rather than sustainable growth for companies.
  

 

[anonymous]

FORM 4 UNITED STATES SECURITIES AND EXCHANGE COMMISSION
Washington, D.C. 20549

STATEMENT OF CHANGES IN BENEFICIAL OWNERSHIP

Filed pursuant to Section 16(a) of the Securities Exchange Act of 1934
or Section 30(h) of the Investment Company Act of 1940
OMB APPROVAL
OMB Number: 3235-0287
Expires: December 31, 2014
Estimated average burden
hours per response: 0.5

Check this box if no longer subject to Section 16. Form 4 or Form 5 obligations may continue. See Instruction 1(b).
1. Name and Address of Reporting Person *
Caforio Giovanni
(Last) (First) (Middle)
BRISTOL-MYERS SQUIBB COMPANY
430 E. 29TH STREET, 14 FLOOR
(Street)
NEW YORK NY 10016
(City) (State) (Zip)
2. Issuer Name and Ticker or Trading Symbol
BRISTOL MYERS SQUIBB CO [ BMY ] 5. Relationship of Reporting Person(s) to Issuer
(Check all applicable)
X Director
10% Owner
X Officer (give title below)
Other (specify below)
Chairman and CEO
3. Date of Earliest Transaction (Month/Day/Year)
03/10/2021
4. If Amendment, Date of Original Filed (Month/Day/Year)
6. Individual or Joint/Group Filing (Check Applicable Line)
X Form filed by One Reporting Person

Form filed by More than One Reporting Person

Table I - Non-Derivative Securities Acquired, Disposed of, or Beneficially Owned
1. Title of Security (Instr. 3) 2. Transaction Date (Month/Day/Year) 2A. Deemed Execution Date, if any (Month/Day/Year) 3. Transaction Code (Instr. 8) 4. Securities Acquired (A) or Disposed Of (D) (Instr. 3, 4 and 5) 5. Amount of Securities Beneficially Owned Following Reported Transaction(s) (Instr. 3 and 4) 6. Ownership Form: Direct (D) or Indirect (I) (Instr. 4) 7. Nature of Indirect Beneficial Ownership (Instr. 4)
Code V Amount (A) or (D) Price
Common Stock, $0.10 par value 03/10/2021 M 21,443 (1) A $ 0 466,547.333 D
Common Stock, $0.10 par value 03/10/2021 J 1,426 (2) A $ 0 467,973.333 D
Common Stock, $0.10 par value 03/10/2021 F 11,608 (3) D $ 60.93 456,365.333 D
Common Stock, $0.10 par value 03/10/2021 M 18,723 (4) A $ 0 475,088.333 D
Common Stock, $0.10 par value 03/10/2021 J 1,635 (5) D $ 0 473,453.333 D
Common Stock, $0.10 par value 03/10/2021 F 8,674 (3) D $ 60.93 464,779.333 D
Common Stock, $0.10 par value 03/10/2021 M 24,793 (6) A $ 0 489,572.333 D
Common Stock, $0.10 par value 03/10/2021 J 4,297 (2) A $ 0 493,869.333 D
Common Stock, $0.10 par value 03/10/2021 F 14,766 (3) D $ 60.93 479,103.333 D
Common Stock, $0.10 par value 03/10/2021 M 23,407 (7) A $ 0 502,510.333 D
Common Stock, $0.10 par value 03/10/2021 J 438 (2) A $ 0 502,948.333 D
Common Stock, $0.10 par value 03/10/2021 F 12,104 (3) D $ 60.93 490,844.333 D
Common Stock, $0.10 par value 03/10/2021 M 112,343 (8) A $ 0 603,187.333 D
Common Stock, $0.10 par value 03/10/2021 J 15,874 (9) A $ 0 619,061.333 D
Common Stock, $0.10 par value 03/10/2021 F 65,081 (3) D $ 60.93 553,980.333 D

Table II - Derivative Securities Acquired, Disposed of, or Beneficially Owned
(e.g., puts, calls, warrants, options, convertible securities)
1. Title of Derivative Security (Instr. 3) 2. Conversion or Exercise Price of Derivative Security 3. Transaction Date (Month/Day/Year) 3A. Deemed Execution Date, if any (Month/Day/Year) 4. Transaction Code (Instr. 8) 5. Number of Derivative Securities Acquired (A) or Disposed of (D) (Instr. 3, 4 and 5) 6. Date Exercisable and Expiration Date (Month/Day/Year) 7. Title and Amount of Securities Underlying Derivative Security (Instr. 3 and 4) 8. Price of Derivative Security (Instr. 5) 9. Number of derivative Securities Beneficially Owned Following Reported Transaction(s) (Instr. 4) 10. Ownership Form: Direct (D) or Indirect (I) (Instr. 4) 11. Nature of Indirect Beneficial Ownership (Instr. 4)
Code V (A) (D) Date Exercisable Expiration Date Title Amount or Number of Shares
Market Share Units (10) 03/10/2021 M 21,443 (1) 03/10/2021 Common Stock, $0.10 par value 21,443.00 $ 0 0 D
Market Share Units (10) 03/10/2021 M 18,723 (4) 03/10/2022 Common Stock, $0.10 par value 18,723.00 $ 0 18,726 D
Market Share Units (10) 03/10/2021 M 24,793 (6) 03/10/2023 Common Stock, $0.10 par value 24,793.00 $ 0 49,586 D
Market Share Units (10) 03/10/2021 M 23,407 (7) 03/10/2024 Common Stock, $0.10 par value 23,407.00 $ 0 70,223 D
Market Share Units (10) 03/10/2021 A 95,269 (11) 03/10/2025 Common Stock, $0.10 par value 95,269.00 $ 0 95,269 D
Performance Shares (12) 03/10/2021 M 112,343 (12) 03/10/2021 Common Stock, $0.10 par value 112,343.00 $ 0 0 D
Performance Shares (13) 03/10/2021 A 142,904 (13) 03/10/2024 Common Stock, $0.10 par value 142,904.00 $ 0 142,904 D
Explanation of Responses:
1. Represents vesting of one-quarter of market share units granted on March 10, 2017.
2. Adjustment reflects additional shares acquired upon the vesting of market share units due to the performance factor.
3. Shares withheld for payment of taxes upon vesting.
4. Represents vesting of one-quarter of market share units granted on March 10, 2018.
5. Represents a downward adjustment to the number of shares acquired upon the vesting of market share units due to the performance factor.
6. Represents vesting of one-quarter of market share units granted on March 10, 2019.
7. Represents vesting of one-quarter of market share units granted on March 10, 2020.
8. Amount represents distribution of performance shares earned under the 2018-2020 Long-Term Performance Award.
9. Adjustment to Award based on the performance factor applied in accordance with the terms of the Award and certification of performance results by the Board.
10. Each market share unit converts into the number of shares of common stock determined by applying a payout factor to the target number of shares vesting on a given date. The payout factor is a ratio of the average of the closing price on the measurement date plus the nine prior trading days divided by the average stock price on the grant date (also a 10-day average). The minimum payout factor that must be achieved to earn a payout is 60% and the maximum payout factor is 200%.
11. Twenty-five percent of these market share units will vest on each of the first, second, third and fourth anniversaries of the grant date.
12. Each performance share unit converts into one share of common stock upon distribution in the first quarter of 2021, subject to a Total Shareholder Return.
13. Each performance share unit converts into one share of common stock upon distribution in the first quarter of 2024.

/s/ Lisa A. Atkins, attorney-in-fact for Giovanni Caforio 03/12/2021

** Signature of Reporting Person Date
Reminder: Report on a separate line for each class of securities beneficially owned directly or indirectly.
* If the form is filed by more than one reporting person, see Instruction 4 (b)(v).
** Intentional misstatements or omissions of facts constitute Federal Criminal Violations See 18 U.S.C. 1001 and 15 U.S.C. 78ff(a).
Note: File three copies of this Form, one of which must be manually signed. If space is insufficient, see Instruction 6 for procedure.
Persons who respond to the collection of information contained in this form are not required to respond unless the form displays a currently valid OMB Number.

 

[anonymous]

FORM 4 UNITED STATES SECURITIES AND EXCHANGE COMMISSION
Washington, D.C. 20549

STATEMENT OF CHANGES IN BENEFICIAL OWNERSHIP

Filed pursuant to Section 16(a) of the Securities Exchange Act of 1934
or Section 30(h) of the Investment Company Act of 1940
OMB APPROVAL
OMB Number: 3235-0287
Expires: December 31, 2014
Estimated average burden
hours per response: 0.5

Check this box if no longer subject to Section 16. Form 4 or Form 5 obligations may continue. See Instruction 1(b).
1. Name and Address of Reporting Person *
Caforio Giovanni
(Last) (First) (Middle)
BRISTOL-MYERS SQUIBB COMPANY
430 E. 29TH STREET, 14 FLOOR
(Street)
NEW YORK NY 10016
(City) (State) (Zip)
2. Issuer Name and Ticker or Trading Symbol
BRISTOL MYERS SQUIBB CO [ BMY ] 5. Relationship of Reporting Person(s) to Issuer
(Check all applicable)
X Director
10% Owner
X Officer (give title below)
Other (specify below)
Chairman and CEO
3. Date of Earliest Transaction (Month/Day/Year)
03/10/2021
4. If Amendment, Date of Original Filed (Month/Day/Year)
6. Individual or Joint/Group Filing (Check Applicable Line)
X Form filed by One Reporting Person

Form filed by More than One Reporting Person

Table I - Non-Derivative Securities Acquired, Disposed of, or Beneficially Owned
1. Title of Security (Instr. 3) 2. Transaction Date (Month/Day/Year) 2A. Deemed Execution Date, if any (Month/Day/Year) 3. Transaction Code (Instr. 8) 4. Securities Acquired (A) or Disposed Of (D) (Instr. 3, 4 and 5) 5. Amount of Securities Beneficially Owned Following Reported Transaction(s) (Instr. 3 and 4) 6. Ownership Form: Direct (D) or Indirect (I) (Instr. 4) 7. Nature of Indirect Beneficial Ownership (Instr. 4)
Code V Amount (A) or (D) Price
Common Stock, $0.10 par value 03/10/2021 M 21,443 (1) A $ 0 466,547.333 D
Common Stock, $0.10 par value 03/10/2021 J 1,426 (2) A $ 0 467,973.333 D
Common Stock, $0.10 par value 03/10/2021 F 11,608 (3) D $ 60.93 456,365.333 D
Common Stock, $0.10 par value 03/10/2021 M 18,723 (4) A $ 0 475,088.333 D
Common Stock, $0.10 par value 03/10/2021 J 1,635 (5) D $ 0 473,453.333 D
Common Stock, $0.10 par value 03/10/2021 F 8,674 (3) D $ 60.93 464,779.333 D
Common Stock, $0.10 par value 03/10/2021 M 24,793 (6) A $ 0 489,572.333 D
Common Stock, $0.10 par value 03/10/2021 J 4,297 (2) A $ 0 493,869.333 D
Common Stock, $0.10 par value 03/10/2021 F 14,766 (3) D $ 60.93 479,103.333 D
Common Stock, $0.10 par value 03/10/2021 M 23,407 (7) A $ 0 502,510.333 D
Common Stock, $0.10 par value 03/10/2021 J 438 (2) A $ 0 502,948.333 D
Common Stock, $0.10 par value 03/10/2021 F 12,104 (3) D $ 60.93 490,844.333 D
Common Stock, $0.10 par value 03/10/2021 M 112,343 (8) A $ 0 603,187.333 D
Common Stock, $0.10 par value 03/10/2021 J 15,874 (9) A $ 0 619,061.333 D
Common Stock, $0.10 par value 03/10/2021 F 65,081 (3) D $ 60.93 553,980.333 D

Table II - Derivative Securities Acquired, Disposed of, or Beneficially Owned
(e.g., puts, calls, warrants, options, convertible securities)
1. Title of Derivative Security (Instr. 3) 2. Conversion or Exercise Price of Derivative Security 3. Transaction Date (Month/Day/Year) 3A. Deemed Execution Date, if any (Month/Day/Year) 4. Transaction Code (Instr. 8) 5. Number of Derivative Securities Acquired (A) or Disposed of (D) (Instr. 3, 4 and 5) 6. Date Exercisable and Expiration Date (Month/Day/Year) 7. Title and Amount of Securities Underlying Derivative Security (Instr. 3 and 4) 8. Price of Derivative Security (Instr. 5) 9. Number of derivative Securities Beneficially Owned Following Reported Transaction(s) (Instr. 4) 10. Ownership Form: Direct (D) or Indirect (I) (Instr. 4) 11. Nature of Indirect Beneficial Ownership (Instr. 4)
Code V (A) (D) Date Exercisable Expiration Date Title Amount or Number of Shares
Market Share Units (10) 03/10/2021 M 21,443 (1) 03/10/2021 Common Stock, $0.10 par value 21,443.00 $ 0 0 D
Market Share Units (10) 03/10/2021 M 18,723 (4) 03/10/2022 Common Stock, $0.10 par value 18,723.00 $ 0 18,726 D
Market Share Units (10) 03/10/2021 M 24,793 (6) 03/10/2023 Common Stock, $0.10 par value 24,793.00 $ 0 49,586 D
Market Share Units (10) 03/10/2021 M 23,407 (7) 03/10/2024 Common Stock, $0.10 par value 23,407.00 $ 0 70,223 D
Market Share Units (10) 03/10/2021 A 95,269 (11) 03/10/2025 Common Stock, $0.10 par value 95,269.00 $ 0 95,269 D
Performance Shares (12) 03/10/2021 M 112,343 (12) 03/10/2021 Common Stock, $0.10 par value 112,343.00 $ 0 0 D
Performance Shares (13) 03/10/2021 A 142,904 (13) 03/10/2024 Common Stock, $0.10 par value 142,904.00 $ 0 142,904 D
Explanation of Responses:
1. Represents vesting of one-quarter of market share units granted on March 10, 2017.
2. Adjustment reflects additional shares acquired upon the vesting of market share units due to the performance factor.
3. Shares withheld for payment of taxes upon vesting.
4. Represents vesting of one-quarter of market share units granted on March 10, 2018.
5. Represents a downward adjustment to the number of shares acquired upon the vesting of market share units due to the performance factor.
6. Represents vesting of one-quarter of market share units granted on March 10, 2019.
7. Represents vesting of one-quarter of market share units granted on March 10, 2020.
8. Amount represents distribution of performance shares earned under the 2018-2020 Long-Term Performance Award.
9. Adjustment to Award based on the performance factor applied in accordance with the terms of the Award and certification of performance results by the Board.
10. Each market share unit converts into the number of shares of common stock determined by applying a payout factor to the target number of shares vesting on a given date. The payout factor is a ratio of the average of the closing price on the measurement date plus the nine prior trading days divided by the average stock price on the grant date (also a 10-day average). The minimum payout factor that must be achieved to earn a payout is 60% and the maximum payout factor is 200%.
11. Twenty-five percent of these market share units will vest on each of the first, second, third and fourth anniversaries of the grant date.
12. Each performance share unit converts into one share of common stock upon distribution in the first quarter of 2021, subject to a Total Shareholder Return.
13. Each performance share unit converts into one share of common stock upon distribution in the first quarter of 2024.

/s/ Lisa A. Atkins, attorney-in-fact for Giovanni Caforio 03/12/2021

** Signature of Reporting Person Date
Reminder: Report on a separate line for each class of securities beneficially owned directly or indirectly.
* If the form is filed by more than one reporting person, see Instruction 4 (b)(v).
** Intentional misstatements or omissions of facts constitute Federal Criminal Violations See 18 U.S.C. 1001 and 15 U.S.C. 78ff(a).
Note: File three copies of this Form, one of which must be manually signed. If space is insufficient, see Instruction 6 for procedure.
Persons who respond to the collection of information contained in this form are not required to respond unless the form displays a currently valid OMB Number.

March 10th.
Historically, many important, life changing things occurred on this planet.

Now fast forward to mega-payday, Wednesday, March 10th, 2021.

A Day of Social Injustice approved by Bristol-Myers Squibb Corporate "leaders" who profess from one side of their mouths deep social empathy and commitment; while personally amassing unconscionable financial wealth at every quarter turn of the globe.

What our Bristol-Myers Squibb corporate executives are truly telling to us:

"Do as we say, for others, our culture and country. While we suffer not of net worth decline, only sweet, geometric guaranteed growth of riches through all seasons."

 

[anonymous]

"To me, Integrity is being willing to lose tangible value, for example wealth, control or power, for the sacred sake of doing what is "right" by patients, employees, customers and our culture. To possess integrity, I shall never fear harm and have wealth with meaning."
Contemporary Socrates

3/17/21

So, BofA analyst says, BMY is headed to $80. Wow, in 9mo.? 12, 18, 24mo.? Then retreat to 61?

The fact that our CEO and executives benefit "early" in every growth cycle is 'in a sense', culpable illegitimacy. There are "no substantive 'checks and balance' as major compensation is uncoupled to marrying performance as they occur, not prior. This is improper, massive "windfall'. Granted, it's an 'epidemic' in corporate America. But our BMS leaders are leaders of social justice with perfect integrity. That means, "Integrity begins and ends with "you"."

So, let it begin with actually 'losing what you thought was yours', Dr. Giovanni Caforio and your illustrious team. Then, you will be held in highest esteem and honor. Then, you'll lead with integrity for patients and others you speak.

Or, do you really subscribe to a 'type of cheating culture' demonstrated from the BMS top across the U.S.? Do you even remotely recognize how "you and yours" are in fact, part of the problem?

You have a remarkable opportunity to definitively show what it means to lead in the U.S. workplace.

Or, is your first and foremost overwhelming concern with being yet another, master of time is money compounded across the time continuum of a "socialist on my sleeve's" side?

 

[anonymous]

"To me, Integrity is being willing to lose tangible value, for example wealth, control or power, for the sacred sake of doing what is "right" by patients, employees, customers and our culture. To possess integrity, I shall never fear harm and have wealth with meaning."
Contemporary Socrates

An Accidental Disclosure Exposes a $1 Billion Tax Fight With Bristol Myers

This IS the Bristol Myers Squibb the world needs to know. It is led by people of with a refined, arrogant penchant for selective integrity, political manipulation and financial self aggrandizement. And, we should care. You should demonstrate real, consistent integrity in all actions by spreading the "Word" integrity like some zealot this way. To be willing to "lose tangible value, control or power" to do what is right by patients, employees, customers and our very culture. If not, your full of empty words about integrity and principals, morality and ethics.

Unfortunately, the culture of cheating is here, is loud, it's proud and it's rewarded.

An Accidental Disclosure Exposes a $1 Billion Tax Fight With Bristol Myers
The I.R.S. believes the American drugmaker used an abusive offshore scheme to avoid federal taxes.
Here is a key opinion from the NY Times article.
“There is a real chance that a matter like this could be settled for as little as 30 percent” of the amount in dispute, said Bryan Skarlatos, a tax lawyer at Kostelanetz & Fink.

See, it "pays" to circumvent, to apply dark accounting "principals" to win at any cost, fellow BMSers.
So, here's my easy prediction. There will be no fall out with Giovanni Caforio and his "leadership" team. The buck rarely stops where it should. In fact, behind closed Board Doors with people like Derica Rice (former CVS Caremark 'lead accountant extraordinaire'); they will applaud the HUNDREDS of MILLIONS SAVED for the mighty, little god fearing, socially manipulative republic of BMS. That's who we're married too. It absolutely reflects on you. If you take no responsibility, you are saying you are not part of corruption, fraud, deceit and unethical business practice that are part of your world and your personal profit.

So, not a hair or financial consequence will befall executive "leadership" here.
Because, this is where integrity is espoused like water running through loosely cupped hands.

Bristol-Myers Squibb
"Where all the good we do is negated by what we do out of sight."

 

[anonymous]

And anyone not surprised by these behaviors at BMS needs a wake up call.

BMS senior management is AWFUL and CORRUPT!!!!!!!!!!!!!!!!

 

[anonymous]

CEO Pay Surged in a Year of Upheaval and Leadership Challenges

The executives’ compensation for 2020 is on track for a record even as shareholders voice displeasure with some pay packages.

Our "executive leadership" does not care about us per se. Only as far as it pushes all agenda that shape their protective personal moat, power base and compensation.

This BMS 'leadership' as much as they are lauded by fellow CEO "fans" with something to gain from co-flagellation, lack consistent moral and ethical depth.
Our "guys" practice moral relativism to personally leverage, demonstrate vacillating integrity and decisions that generate abject mistrust. All is done with their risk tolerance to benefit their personal long term interests. But hey, you are either naive, equivocal or likely "OK" with that behavior. Maybe you behave the same way?

Again, children of the BMS pharmaceutical corn, there is nothing spectacular, irreplaceable, and magical about Dr. Giovanni Caforio and his "leadership" team that could not be replaced by others willing to make less, give more and deliver more. If you think our executive leaders are the best out there in all ways, think again. The "good" Dr. Giovanni Caforio is not putting patients and others first as he likes to proudly espouse like a politician. He simply puts himself first at the EOD.

The result of such behavior by "poor corporate parents" of children in the workplace of BMSland is a culture of cheating. The cost is real kids.

 

[anonymous]

“We’ve created this class of centimillionaires (BMS leadership) and billionaires who have not been good for this country,” said Nell Minow, vice chair of ValueEdge Advisors, an investment consulting firm. “They may build a wing on a museum. But it’s not infrastructure — it’s not the middle class.”

The gap between executive compensation and average worker pay has been growing for decades. Chief executives of big companies now make, on average, 320 times as much as their typical worker, according to the Economic Policy Institute. In 1989, that ratio was 61 to 1. From 1978 to 2019, compensation grew 14 percent for typical workers. It rose 1,167 percent for C.E.O.s.

The pandemic only compounded these disparities, as hundreds of companies awarded their leaders pay packages worth significantly more than most Americans will make in their entire lives. [And our kind, sensitive, a bit frightened and manipulatively benevolent leadership committed how much to particular phenotypes for their social "score" benefit? Company money, not their own. ~$300MM over x years.]

- Allow this interjection, my bet is many here are not a "Bob Reich fans". I'm certainly not. However, below he makes a valid, accurate historical point. Anyway, what he misses in terms of ethos, logic in compensation structure and severe cultural risks and costs of massive, excessive executive pay has been discussed in previous posts. In 2021, this has become an absurdity that lacks any resemblance of fair pay, even swimming in our lavish BMY pharmaceutical profit soup.

And don't compare our CEO pay to the stratospheric total annual comp seen in "criminal corporate" comp for a few others this past year. Our stock has done NOTHING. A sanitation employee just witnessed a self-assuming Bristol attorney you've likely met, toss her lunch leaning out a side door.-

“To my mind, they’re the logical consequence of our total embrace of shareholder capitalism, starting with the corporate raiders of the 1980s, to the exclusion and sacrifice of all else, including American workers,” said Robert Reich, a labor secretary under President Bill Clinton. “The pay packages reflect soaring share prices, which in turn reflect, at least in part, the willingness if not eagerness of corporations to cut payrolls at the slightest provocation.”

C.E.O. Pay Remains Stratospheric, Even at Companies Battered by Pandemic

 

[anonymous]

Dr. Giovanni Caforio, may we ask a few questions?

- So, with our quarterly performance in it's essential total, what mastery are you demonstrating in ethical and principled leadership with respect to recent negative international accounting news?

- Help us understand how you are the right person and your particular circle of power brokers to move this stodgy stock forward and up versus sideways and down?

- Can you please explain how social and integrity agendas of 2020 Q3, Q4 have helped run this business to the positive knowing the presence of hypocrisy?

-Lastly, when will you demonstrate real leadership and make some bold, broad wholesale personnel decisions that will move the needle on the real value of this company?

Simply, we, who are capitalists with integrity that identifies excess, don't need a politician to tell us such. Your pay based on actual performance should be under $10,000,000/year. Is that not enough for you and yours?

Integrity- Patients and others first, correct?

 

[anonymous]

Great job, good doctor, Dr. Giovanni Caforio!

For 'leaderships' total compensation:

What we need is complete review of real performance in a proper comparative with intolerance, hence risk and 'penalty' to subpar behavior and results.

Say on Pay: Is It Needed? Does it Work?

Last sentence in Conclusion:
We recommend that institutional investors tie their SOP voting to a ten year analysis of CEO pay for performance that uses realizable pay to quantify pay leverage, pay alignment and the pay premium at industry average performance.

Meanwhile, the typical BMS employee in sales and marketing follows the leading example of cutting proverbial corners and cutting out any personal investment for one's own calculated increased benefit.

Wonder why you behave that way kids?
Look up ^

 

[anonymous]

For 'leaderships' total compensation:

What we need is complete review of real performance in a proper comparative with intolerance, hence risk and 'penalty' to subpar behavior and results.

Say on Pay: Is It Needed? Does it Work?

Meanwhile, the typical BMS employee in sales and marketing follows the leading example of cutting proverbial corners and cutting out any personal investment for one's own calculated increased benefit.

Wonder why you behave that way kids?
Look up ^[/QUOTE]


Bristol Myers' Deal Sweetener for Celgene Looked Good at the Time. Why Shareholders Missed Out on an Extra $6 Billion. -- Barrons.com

Bristol Myers’ Deal Sweetener for Celgene Looked Good at the Time. Why Shareholders Missed Out on an Extra $6 Billion.

Good evening BMS kids! Well, I guess "leadership's" pay keeps getting more justified the wrongly. Its some form of perverted integrity. A 'saccharin strychine' deal killer to those 'buying' a Bristol Myers Squibb executive office contingent value offer. Contingent on anything, even a black swan event. But our sycophantic lawyers are happy to play in the grey clay for the 'man' and his impressive team.