Airline CEO reduces PAY/PERKS after FURLOUGHING Pilots.

[USCtrojan]

Jonathan G. Ornstein


CEO/Chairman of the Board/Director

Mesa Air Group, Inc.

Phoenix , AZ
Sector: SERVICES / Regional Airlines

Officer since May 1998

50 Years Old
Jonathan G. Ornstein was appointed President and Chief Executive Officer of the Company effective May 1, 1998. Mr. Ornstein became a director in January 1998. Mr. Ornstein assumed the role of Chairman of the Board in June 1999. On June 21, 2000, Mr. Ornstein relinquished his position as President of the Company to Michael J. Lotz. From April 1996 until joining the Company as Chief Executive Officer, Mr. Ornstein served as President and Chief Executive Officer and Chairman of Virgin Express S.A./N.V., a European airline. From 1995 to April 1996, Mr. Ornstein served as Chief Executive Officer of Virgin Express Holdings, Inc. Mr. Ornstein joined Continental Express Airlines, Inc. as President and Chief Executive Officer in July 1994 and, in November 1994, was named Senior Vice President, Airport Services at Continental Airlines, Inc. Mr. Ornstein was previously employed by the Company from 1988 to 1994, as Executive Vice President and as President of the Company's subsidiary, WestAir Holding, Inc.
Compensation
Salary$450,000.00 Bonus$52,000.00 Other Annual Compensation$0.00 Long term incentive plan payouts$0.00 Restricted stock awards$111,884.00 Security underlying options$0.00 All other compensation$53,897.00 Option awards $$0.00 Non-equity incentive plan compensation$0.00 Change in pension value and nonqualified deferred compensation earnings$0.00 Total Compensation$667,781.00
Options Granted during Fiscal Year
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DateAll other stock awards (# of shares of stocks or units)Number of securities underlying optionsExercise
or base
pricePercent of total options granted in fiscal yearGrant date fair value of stock and option awardsSee More10/01/2006 50,000 - $ - 0% $ -

Expiration date- Value of options potential value 5%$ - Value of options potential value 10%$ - Estimated future payouts under non-equity incentive plan awards (threshold $)$105,000.00 Estimated future payouts under non-equity incentive plan awards (target $)$210,000.00 Estimated future payouts under non-equity incentive plan awards (maximum $)$420,000.00 Estimated future payouts under non-equity incentive plan awards (threshold #)- Estimated future payouts under non-equity incentive plan awards (target #)- Estimated future payouts under non-equity incentive plan awards (maximum [/IMG]
04/01/2005 - 150,000 $6.90 15.8% $ -
Expiration date04/01/2015 Value of options potential value 5%$932,178.00 Value of options potential value 10%$2,025,383.00 Estimated future payouts under non-equity incentive plan awards (threshold $)$ - Estimated future payouts under non-equity incentive plan awards (target $)$ - Estimated future payouts under non-equity incentive plan awards (maximum $)$ - Estimated future payouts under non-equity incentive plan awards (threshold #)- Estimated future payouts under non-equity incentive plan
[B]04/01/2004[/B] [B]- [/B][B]150,000[/B] [B]$8.25 [/B][B]34.8%[/B] [B]$ - [/B][IMG]
Expiration date04/01/2014 Value of options potential value 5%$14,340.00 Value of options potential value 10%$710,016.00 Estimated future payouts under non-equity incentive plan awards (threshold $)$ - Estimated future payouts under non-equity incentive plan awards (target $)$ - Estimated future payouts under non-equity incentive plan awards (maximum $)$ - Estimated future payouts under non-equity incentive plan awards (threshold #)- Estimated future payouts under non-equity incentive plan awards (target #)- Estimated future payouts under non-equity incentive plan awards (maximum #)- [B][COLOR=#999999]Close[/COLOR][/B] [IMG]http://images.forbes.com/media/icons/minus.png
- - 150,000 $4.90 15% $ -

Expiration date11/20/2012 Value of options potential value 5%$1,896,469.00 Value of options potential value 10%$3,292,462.00 Estimated future payouts under non-equity incentive plan awards (threshold $)$ - Estimated future payouts under non-equity incentive plan awards (target $)$ - Estimated future payouts under non-equity incentive plan awards (maximum $)$ - Estimated future payouts under non-equity incentive plan awards (threshold #)- Estimated future payouts under non-equity incentive plan awards (target #)- Estimated future payouts under non-equity incentive plan awards (maximum #)- Close

- - 150,000 $11.99 11.84% $ -

Expiration date04/12/2012 Value of options potential value 5%$ - Value of options potential value 10%$ - Estimated future payouts under non-equity incentive plan awards (threshold $)$ - Estimated future payouts under non-equity incentive plan awards (target $)$ - Estimated future payouts under non-equity incentive plan awards (maximum $)$ - Estimated future payouts under non-equity incentive plan awards (threshold #)- Estimated future payouts under non-equity incentive plan awards (target #)- Estimated future payouts under non-equity incentive plan awards (maximum #)- Close

- - 150,000 $4.04 11.84% $ -
Expiration date10/02/2011 Value of options potential value 5%$243,535.00 Value of options potential value 10%$685,684.00 Estimated future payouts under non-equity incentive plan awards (threshold $)$ - Estimated future payouts under non-equity incentive plan awards (target $)$ - Estimated future payouts under non-equity incentive plan awards (maximum $)$ - Estimated future payouts under non-equity incentive plan awards (threshold #)- Estimated future payouts under non-equity incentive plan awards (target #)- Estimated future payouts under non-equity incentive plan awards (maximum #)- [B][COLOR=#999999]Close[/COLOR][/B] [IMG]
[B]- [/B][B]- [/B][B]66,313[/B] [B]$5.50 [/B][B]5.23%[/B] [B]$ - [/B][IMG]
Expiration date10/17/2011 Value of options potential value 5%$11,640.00 Value of options potential value 10%$208,660.00 Estimated future payouts under non-equity incentive plan awards (threshold $)$ - Estimated future payouts under non-equity incentive plan awards (target $)$ - Estimated future payouts under non-equity incentive plan awards (maximum $)$ - Estimated future payouts under non-equity incentive plan awards (threshold #)- Estimated future payouts under non-equity incentive plan awards (target #)- Estimated future payouts under non-equity incentive plan awards (maximum #)- [B][COLOR=#999999]Close[/COLOR][/B] [IMG]http://images.forbes.com/media/icons/minus.png
- - 150,000 $6.25 20.9% $ -
Expiration date04/01/2010 Value of options potential value 5%$336,948.00 Value of options potential value 10%$1,093,560.00 Estimated future payouts under non-equity incentive plan awards (threshold $)$ - Estimated future payouts under non-equity incentive plan awards (target $)$ - Estimated future payouts under non-equity incentive plan awards (maximum $)$ - Estimated future payouts under non-equity incentive plan awards (threshold #)- Estimated future payouts under non-equity incentive plan awards (target #)- Estimated future payouts under non-equity incentive plan awards (maximum #)- [B][COLOR=#999999]Close[/COLOR][/B] [IMG]

Options Exercised
Number of securities underlying options exercisable[B]1,539,849[/B]Number of securities underlying options unexercisable[B]150,000[/B]Value of unexercised options, currently exercisable[B]$519,441.00 [/B]Value of unexercised options, currently unexercisable[B]$93,998.00 [/B]Shares acquired on exercise[B]225,000[/B]Value Realized[B]$2,838,250.00 [/B][B]FINAL COMPENSATION[/B][B]$ 667,781.00 [/B]

Well, at least this dirtbag is the lowest paid!

Trojan

 

[USCtrojan]

James B. Ream

CEO/President/Director

ExpressJet Holdings, Incorporated
52 Years Old
Mr. Ream has been Chief Executive Officer since July 2001 and has been President and a director since October 1999. He joined Continental Airlines in 1994 as Vice President - Finance, responsible for accounting, financial planning and analysis. Mr. Ream was President and Chief Operating Officer from 1996 to 1998 of Continental Micronesia, Inc. and Senior Vice President - Asia for Continental Airlines from 1998 to 1999. Prior to joining Continental, he held various positions within the finance department of American Airlines, Inc. from 1987-1994
http://people.forbes.com/rankings/james-b-ream/31525
Compensation
Salary$351,733.00 Bonus$0.00 Other Annual Compensation$0.00 Long term incentive plan payouts$0.00 Restricted stock awards$78,986.00 Security underlying options$0.00 All other compensation$31,639.00 Option awards $$112,726.00 Non-equity incentive plan compensation$302,167.00 Change in pension value and nonqualified deferred compensation earnings$17,210.00 Total Compensation$894,461.00
Options Granted during Fiscal Year

DateAll other stock awards (# of shares of stocks or units)Number of securities underlying optionsExercise
or base
pricePercent of total options granted in fiscal yearGrant date fair value of stock and option awardsSee More05/23/2007 15,000 - $ - 0% $91,800.00 05/23/2007 - - $6.12 0% $278,456.00 05/11/2005 - 30,000 $8.99 6.1% $

Expiration date05/11/2012 Value of options potential value 5%$ - Value of options potential value 10%$ - Estimated future payouts under non-equity incentive plan awards (threshold $)$ - Estimated future payouts under non-equity incentive plan awards (target $)$ - Estimated future payouts under non-equity incentive plan awards (maximum $)$ - Estimated future payouts under non-equity incentive plan awards (threshold #)- Estimated future payouts under non-equity incentive plan awards (target #)- Estimated future payouts under non-equity incentive plan awards (maximum #)- Close

04/01/2005 - 42,500 $11.24 8.6% $ -

05/05/2004 - 25,000 $12.66 16.1% $ -

- - - $ - 0% $ -
Expiration date- Value of options potential value 5%$ - Value of options potential value 10%$ - Estimated future payouts under non-equity incentive plan awards (threshold $)$155,400.00 Estimated future payouts under non-equity incentive plan awards (target $)$207,200.00 Estimated future payouts under non-equity incentive plan awards (maximum $)$345,333.00 Estimated future payouts under non-equity incentive plan awards (threshold #)- Estimated future payouts under non-equity incentive plan awards (target #)- Estimated future payouts under non-equity incentive plan awards (
[B]- [/B][B]- [/B][B]35,000[/B] [B]$11.49 [/B][B]9.6%[/B] [B]$ - [/B][IMG]
Expiration date05/07/2010 Value of options potential value 5%$ - Value of options potential value 10%$ - Estimated future payouts under non-equity incentive plan awards (threshold $)$ - Estimated future payouts under non-equity incentive plan awards (target $)$ - Estimated future payouts under non-equity incentive plan awards (maximum $)$ - Estimated future payouts under non-equity incentive plan awards (threshold #)- Estimated future payouts under non-equity incentive plan awards (target #)- Estimated future payouts under non-equity incentive plan awards (maximum #)- [B][COLOR=#999999]Close[/COLOR][/B] [IMG]http://images.forbes.com/media/icons/minus.png
- - - $ - 0% $ -
Expiration date- Value of options potential value 5%$ - Value of options potential value 10%$ - Estimated future payouts under non-equity incentive plan awards (threshold $)$ - Estimated future payouts under non-equity incentive plan awards (target $)$280,000.00 Estimated future payouts under non-equity incentive plan awards (maximum $)$ - Estimated future payouts under non-equity incentive plan awards (threshold #)- Estimated future payouts under non-equity incentive plan awards (target #)- Estimated future payouts under non-equity incentive plan awards (maximum #)- [B][COLOR=#999999]Close[/COLOR][/B] [IMG]http://images.forbes.com/media/icons/minus.png
Expiration date- Value of options potential value 5%$ - Value of options potential value 10%$ - Estimated future payouts under non-equity incentive plan awards (threshold $)$172,800.00 Estimated future payouts under non-equity incentive plan awards (target $)$192,000.00 Estimated future payouts under non-equity incentive plan awards (maximum $)$211,200.00 Estimated future payouts under non-equity incentive plan awards (threshold #)- Estimated future payouts under non-equity incentive plan awards (target #)- Estimated future payouts under non-equity incentive plan awards (maximum #)- [B][COLOR=#999999]Close[/COLOR][/B] [IMG]http://images.forbes.com/media/icons/minus.png
Expiration date- Value of options potential value 5%$ - Value of options potential value 10%$ - Estimated future payouts under non-equity incentive plan awards (threshold $)$ - Estimated future payouts under non-equity incentive plan awards (target $)$500,000.00 Estimated future payouts under non-equity incentive plan awards (maximum $)$ - Estimated future payouts under non-equity incentive plan awards (threshold #)- Estimated future payouts under non-equity incentive plan awards (target #)- Estimated future payouts under non-equity incentive plan awards (maximum #)- [B][COLOR=#999999]Close[/COLOR][/B] [IMG]http://images.forbes.com/media/icons/minus.png
Expiration date- Value of options potential value 5%$ - Value of options potential value 10%$ - Estimated future payouts under non-equity incentive plan awards (threshold $)$ - Estimated future payouts under non-equity incentive plan awards (target $)$302,167.00 Estimated future payouts under non-equity incentive plan awards (maximum $)$ - Estimated future payouts under non-equity incentive plan awards (threshold #)- Estimated future payouts under non-equity incentive plan awards (target #)- Estimated future payouts under non-equity incentive plan awards (maximum #)- [B][COLOR=#999999]Close[/COLOR][/B] [IMG]http://images.forbes.com/media/icons/minus.png
- - 250,000 $16.00 27.5% $ - http://images.forbes.com/media/icons/open.png
Expiration date04/17/2007 Value of options potential value 5%$ - Value of options potential value 10%$ - Estimated future payouts under non-equity incentive plan awards (threshold $)$ - Estimated future payouts under non-equity incentive plan awards (target $)$ - Estimated future payouts under non-equity incentive plan awards (maximum $)$ - Estimated future payouts under non-equity incentive plan awards (threshold #)- Estimated future payouts under non-equity incentive plan awards (target #)- Estimated future payouts under non-equity incentive plan awards (maximum #)- [B][COLOR=#999999]Close[/COLOR][/B] [IMG]http://images.forbes.com/media/icons/minus.png

Options Exercised
Number of securities underlying options exercisable360,000Number of securities underlying options unexercisable22,500 FINAL COMPENSATION$ 894,461.00

Trojan

 

[CX880]

This thread is laughable, you guys are comparing the moral of the Japanese management/CEOs with the snake oil salesmen of U.S airline CEOs. Most of the CEOs that count don't have any sympathy for the industry, they're just there to make as much money as possible and hopefully please the shareholders while they're at it.

 

[atpcliff]

Hi!

Watching the JAL CEO:
He cut ALL of his perks, and cut his pay for 3 years, when he required his airline personnel to take pay cuts, etc.

In 2007, he made $80K, less than many of the pilots.

He said that when a company ONLY tried to make money, it will fail.

I would say this:
Greed, or ONLY searching for money WILL work, but ONLY if it is long-term.

In other words, if the decisions you make today, will help your company make money in 50 years, then it is a good idea.

If your decisions will inflate your stock price in the next few months, it MAY be a very, very bad decision.

So, LONG-TERM GREED IS GOOD!

Unfortunately, we don't do long-term here in the US.

cliff
YIP

 

[Captain Morgan]

What do you guys want them to make, 100,000/year? Do you really know what some of them actually do in their jobs. I'm not defending some of the snakes that actually make 15, 20 million, but I don't think 390,000 is too much. The stock options are in the toilet right now, so I really wouldn't even bother counting those. Remember they probably work every day of their lives and do spend quite a bit of time on the road all the while holding your jobs in their hands. Trust me, it's not the bon-bon popping cush job that you all think it is. My father in law is an exec. and I wouldn't trade my job for his and all his money.

 

[AC560]

The fact of the matter is that U.S CEO's are a bunch of greedy fu**s. And only ONLY ONLY in america can one get rich by fu*** everyone else and get away with it

It isn't just CEO's. Offer a current work force a token raise or a pay freeze in exchange for a B scale on new workers, watch how fast they screw their brethren over.

 

[WayBack]

What do you guys want them to make, 100,000/year? Do you really know what some of them actually do in their jobs. I'm not defending some of the snakes that actually make 15, 20 million, but I don't think 390,000 is too much. The stock options are in the toilet right now, so I really wouldn't even bother counting those. Remember they probably work every day of their lives and do spend quite a bit of time on the road all the while holding your jobs in their hands. Trust me, it's not the bon-bon popping cush job that you all think it is. My father in law is an exec. and I wouldn't trade my job for his and all his money.

I wouldn't care if they made $1mil a year.
It's just when they ask the employees for paycuts. Cut their pensions. Give pay raises to non union employees. Furlough and then turn around and give themselves multi million dollar bonuses.

 

[flynryan15]

This guy earns his money

Glenn F. Tilton


CEO/Chairman of the Board/President/Director
UAL Corporation
Chicago , IL
Sector: SERVICES / Major Airlines
Officer since September 2002

Director , Abbott Laboratories
Abbott Park , IL
Sector: HEALTHCARE / Drug Manufacturers - Major

60 Years Old
Glenn F. Tilton, Chairman, President and Chief Executive Officer of UAL Corporation (holding company) and its wholly owned subsidiary United Air Lines, Inc. (air transportation) (2002"present); Vice Chairman of ChevronTexaco Corporation (global energy) (2001"2002); Chairman and Chief Executive Officer of Texaco Inc. (global energy) (2001). Director, Abbott Laboratories.
Forbes Rankings
271st on the Forbes Executive Pay in 2008
UAL - 859th on the Forbes Global 2000 in 2008
Abbott Laboratories - 167th on the Forbes Global 2000 in 2008
268th on the Forbes Executive Pay in 2007
UAL - 959th on the Forbes Global 2000 in 2007
See All Rankings >
Compensation
Salary $850,000.00
Bonus $0.00
Other Annual Compensation $0.00
Long term incentive plan payouts $0.00
Restricted stock awards $4,708,258.00
Security underlying options $0.00
All other compensation $155,968.00
Option awards $ $4,178,118.00
Non-equity incentive plan compensation $422,425.00
Change in pension value and nonqualified deferred compensation earnings $0.00
Total Compensation $10,314,769.00 :uzi: