How these get doled out is absurd. I'm in a BU that is about to be shut down and retention RSUs are being handed out. They're going to people "in the know" like middle managers and Project Managers and such but none of the engineers that are actually required to keep the product going are getting them. 100% of the women are getting them for fear of lawsuits (one just returned last week from 6wks of maternity leave). #Nepotism
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"@N8uAFsc-4zcs nice to get the slanted view from HR in this thread. Cheers!"
So a woman taking 6 weeks 6 WEEKS!! off to have a baby should not be entitled to RSUs??? Man, you have some serious issues.
No, I'm not HR. Just someone who is staggered by the crap that people come out with on this site. Although reading other peoples neanderthal views is really entertaining. This site is like slowing down to look at a car crash....you know you shouldn't look but you can't help yourself.
:@N8uAFsc-4iri
I agree with you. She should get a huge bonus for returning after 6 short weeks. She is leaving her precious newborn for Cisco....self aggrandizing corporate muppets joyfully backstabbing each other as they cling tenaciously to mid levels salaries, ciscoPerks, and CiscoBeat.
Hazard pay is what she should get.
@N8uAFsc-4zcs nice to get the slanted view from HR in this thread. Cheers!
So let me get this right. The original poster is upset that a woman who has been off work for 6 weeks to have a baby is getting RSUs. He is also upset that people in a BU that may or may not be disbanded is getting RSUs?
Weird. I think the woman coming back after 6 weeks to have a baby should get a huge bonus for coming back after just 6 weeks let alone RSUs!!! She should be on full pay for at least 6 months and get RSUs. Let her bond with the child for gods sake. By the way I'm assuming the original poster is either firing blanks or still living with mom and dad and tossing off into his sock.
With regards the other moan...surely the point of RSUs is to retain staff. If the BU is being disbanded maybe RSUs are being given out to encourage the staff to stay? Just a thought?
Incidentally I got loads...oh and I'm white, male, middle aged and grade 10....whaaaaaaaaaat...can't be right!
Being a double minority (female, non-white) and a g12. I make way more than my husband. :) Bring on the RSUs. This is payback for all the "mansplaining" and BS over the years.
Yes, I get the "rare" word. Rare for certain groups. I'm a G11, over age 50, not in a high COLA area, not in an area with a lot of job competition, and I have a gender and race that doesn't match what they are looking for. So, yeah, pretty rare for my group.
I know how these work because when I was younger, I got the NQSO version of such and my manager told me the distribution. This is a familiar pattern. When they happen in May, watch out for a crappy yearly report about to come down. They want to keep people to avoid jumping ship when they see the layoffs around them and the lack of bonus. A spring distribution is almost always a bad sign of a bad report in August.
What I'm seeing/hearing now is the distribution is much as is described below. You gotta know the right people and have the right visibility and HR diversity point score. It is crazy and disappointing. An LR might be a nice incentive to get out of this loooney bin.
I haven't gotten RSUs in almost 3 years. It is all bs.
RSU's are a clever trick played by Cisco. It's basically an IOU (I owe you) x dollars which you get every year over 4 years if you stick around... unless of course we LR you in which case we get that back.
Retention RSUs. Keeping those responsible for screwing up the company around.
Go do the math! RSUs and options are nice, but don't let them control your life. They are for the Execs. Nothing against the Executives, it's reality. The old pre-RSU options, while were a good benefit, didn't make for mid-level folks rich. Here's what the old options normally ran like. Say you were awarded 1000 shared (non-RSU; these are the old Cisco "options"). Say award price was $18.00 per share; which was realistic strike price for early 2000s. Let's say the sales price was $30 per share when they finally vested. Your gross proceeds would be about $46,575. That sounds great, but your exercise cost would be about $35,720 and taxes would be about $4,185. Your net proceeds would be about $6,670. That's a nice down payment on the next car, but it's not life changing. Keep that same reality mindframe for RSUs. Go run the math. They are nice, but options and RSUs aren't going to make the mid-level folks rich. It's the execs that cash in, on above assume it was an executive option sale of 25,000 shares versus your same 1,000 allotment. They are going to walk away after taxes with about $150,000 net. How many people in the company are issued that level of options though?
You must really be loving that People Deal now. All people in The People Deal are created equal, but some are more equal than others.
I have posted a question re: retention RSUs on another post. Response I got was: RSUs are rare and only select people receive it. However I am hearing about these retention RSUs from several sources. Seems like all the groups have received RSUs so it is really not as rare. I being a hardworking guy, always performed well, showed dedication never received any in my 5+ years of tenure at Cisco. Disappointing.