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chasm, peacefrog, uk reuters, china, putfile, jazz history, disc jockey, gift for fat cats, fat cat poker 1.0, bbw female , album, tresor, lowest prices, jump start, bbcnews world uk international foreign british online service, umek, queensreigns supreme : fat cat, card game, Tyco International, for example, tucked $268,540 into the deferred compensation account of Richard J. Meelia, the president free catalog of its health care arm -- or about 14% of the free catalog $687,191 in salary and $1.19 million in bonuses Meelia was paid last year. Tyco’s contribution for Chairman and CEO Edward D. Breen was slightly less rich: $251,665 on salary and bonuses of $3 million.Guaranteed returns. Your 401(k) may swoon or stagnate, depending free catalog on market swings, but your company’s top leaders may enjoy guaranteed minimum returns.Enron’s minimum was notorious: Executives who contributed salary and bonus money to its deferred compensation got an assured return of at least 12%.Lucent’s executive deferred compensation plan used to be similarly generous. Cash balances in the accounts accrued returns equal to five percentage points more than the prevailing 10-year Treasury rate. Recently the company eliminated the five-point bump, but execs still get relatively rich returns on their money since the 10-year T-Bill currently yields more than 4%.
If a perk costs the company less than $50,000 annually or makes up less than 25% of a compensation package, SEC regulations don’t require disclosure.Investor advocates say companies are becoming increasingly skilled at using vague SEC jazz history regulations to hide and downplay compensation details, making it tough to jazz history discern who gets what.What is known about executive pensions is more than enough jazz history to illustrate the huge gap between corporate leaders and their underlings. Here’s just a taste:Pumped-up contributions. The maximum company match for a 401(k) is typically 3% of the worker’s salary -- and that’s if the worker contributes 6% or more. Executives, by contrast, typically don’t contribute to their version of a 401(k), known as a deferred compensation plan. Instead, all the money comes from the companies -- which often contribute 5% or more, said Janet Den Uyl, compensation expert for Mercer Human Resource Consulting.
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