Corporate Bankruptcy: Employees and Retirees Lose; Bad Bosses Win Big and Get Richer (Dana)
“All too often,” wrote Judge Stephen S. Mitchell, the plans “have been used to reward the very executives whose bad decisions or lack of foresight were responsible for the debtors’ financial plight. But even when external circumstances rather than the executives are to blame,” the judge added, “there is something inherently unseemly in the effort to insulate the executives from the financial risks all other stakeholders face in the bankruptcy process.”
When the cost of doing business increases, executives are supposed to develop strategies to remain competitive. Good executives do. But bad executives, who receive millions of dollars in salary and benefits, can't be bothered. They just finagle the books to make it look like everything is okay. After all, if the company goes bankrupt, what's it to them? They'll get millions in bonuses for laying-off employees, reducing or eliminating retiree pensions and medical insurance, and warding off creditors.
What can be done to stop this insanity? How about passing a law to disallow it? Good idea, but we've been there and done that. It's called the Bankruptcy Abuse Prevention and Consumer Protection Act of 2005 (BAPCPA). This law makes it illegal to pay executives "retention" bonuses for remaining with the company throughout the bankruptcy proceeding unless certain conditions are met—for example, the executive has received an offer from another company for an equal or greater amount. (One attorney explains it here.) As if another company is going to be chasing after an executive who just drove a company into bankruptcy! Well, maybe. If they don't want to manage their company in its competitive environment, they can hire one of these people to downsize, cut retirees off and tell creditors to get lost. But that would be a bit obvious so soon after leading a corporate demise.
So, in the same way that they find loopholes to get out of managing the business when problems and challenges arise, they find ways to get around the law: they just don't call it a "retention" payment. How clever. And effortless. It sure beats doing a job they don't like or aren't capable of, doesn't it?
Meanwhile, ordinary taxpayers, like you and me, pick up the burden left in their wake as hoards of their former employees collect unemployment insurance, welfare, Medicaid and pensions—picked up by the U.S. Pension Benefit Guarantee Corporation.
The people writing these laws must know that they're building in these loopholes. Why couldn't they have added a simple qualifying statement like, "This law prohibits payment beyond the salary already being paid—that means no additional payment of any kind, by any name"? We either need better writers in Congress or better Congressional representatives—representatives who aren't willing to help the unethical rich get richer by making ordinary citizens poorer.
And maybe we should send teams of business graduate students in to handle bankruptcies, under the direction of their professors, so they can learn first hand what not to do after graduation.
When the cost of doing business increases, executives are supposed to develop strategies to remain competitive. Good executives do. But bad executives, who receive millions of dollars in salary and benefits, can't be bothered. They just finagle the books to make it look like everything is okay. After all, if the company goes bankrupt, what's it to them? They'll get millions in bonuses for laying-off employees, reducing or eliminating retiree pensions and medical insurance, and warding off creditors.
What can be done to stop this insanity? How about passing a law to disallow it? Good idea, but we've been there and done that. It's called the Bankruptcy Abuse Prevention and Consumer Protection Act of 2005 (BAPCPA). This law makes it illegal to pay executives "retention" bonuses for remaining with the company throughout the bankruptcy proceeding unless certain conditions are met—for example, the executive has received an offer from another company for an equal or greater amount. (One attorney explains it here.) As if another company is going to be chasing after an executive who just drove a company into bankruptcy! Well, maybe. If they don't want to manage their company in its competitive environment, they can hire one of these people to downsize, cut retirees off and tell creditors to get lost. But that would be a bit obvious so soon after leading a corporate demise.
So, in the same way that they find loopholes to get out of managing the business when problems and challenges arise, they find ways to get around the law: they just don't call it a "retention" payment. How clever. And effortless. It sure beats doing a job they don't like or aren't capable of, doesn't it?
Meanwhile, ordinary taxpayers, like you and me, pick up the burden left in their wake as hoards of their former employees collect unemployment insurance, welfare, Medicaid and pensions—picked up by the U.S. Pension Benefit Guarantee Corporation.
The people writing these laws must know that they're building in these loopholes. Why couldn't they have added a simple qualifying statement like, "This law prohibits payment beyond the salary already being paid—that means no additional payment of any kind, by any name"? We either need better writers in Congress or better Congressional representatives—representatives who aren't willing to help the unethical rich get richer by making ordinary citizens poorer.
And maybe we should send teams of business graduate students in to handle bankruptcies, under the direction of their professors, so they can learn first hand what not to do after graduation.
