Post by
kavern23 on Jul 30, 2021 6:32pm
Share base compensation explained (both past and future outl
Shareholder compensation is complex so i thought I would post on it.
Really 4 things that go into the hare based compensation:
DSU's, PSU's, RSU's and stock options. Then cash bonus programs.
So first one is DSU...with D standing for Deferred Share Unit plans.
Basically this was created in leau of giving stock options to non-management directors...so part of giving up being awarded stock options was this plan...and it allows the company to save cashflow until this non-mangement director either retires or get's kicked out.
When this happens...basically in so many days like 10...using the 5 day wieghted average price...you have to pay out all the DSU units that director has in their account in cash. Cash award is caluculated however many units * 4.24 =
So a director's retainer would be paid out during the years in DSU's instead of cash.
Really gives them incentive to have OBE high as possible right before they leave as the bigger the payment.
What i am not quite clear on was why it looks like the DSU part cost 5.7M.
If I add up the 2 directors that left DSU units...I get Frily plus Maureen at 515,662 DSU units * 4.24 = 2.186M. Very long why from 5.7M that shows in note 10. What I suspect happened, but cant guarantee is that by being kicked out they got some kind of severace units or maybe more units were granted in 2021 and the management circular isnt capturing it.
Regardless...we will not face this expense again until a director retires or leaves.
As shareholders we need to becareful when we do this and kick them out.
Really we shouldnt have been buying in June as we helped those 2 directors get paid more in cash.
But we shouldnt have anything here until next June 2022.
Then the PSU's which are Performance Share Unit plan. PSU were 2.6M in Q3and I think this is cash payment as well. No market to market here. This are granted to management based on hitting targets, etc....and I think these units build up like a bank account. IE any executive is going to want to cash in their units the higher OBE share price is.,so any unit being cashed in would be * 4.24.
Hypo example....if person X had 40000 PSU's...ask to cash in the Q with a higher OBE share price.
I don't think this will be that high in Q3 or 4. I mean the number of units has went down. Sure they would want a nice price to cash in more.
But I do think management individual triggers when they want the units converted to cash.
Then the RSU's. Restricted share plan. These vest 1/3 per year in March. Think same concept. The units can either build up like a bank account or they can be converted for cash or shares by the invidudal. This was 0.4m.
All of these unit plans really are just giving the person a "paid for stock option".
But some investors like this vs having huge stock option plans as this expenses the true cost of share based compensation. Having 10% of shares outstanding is what companies usually have if they dont use this SU's.
And then the small portion for OBE is the stock option plan.
This is market-market valuation...but it is small chips compared to the other plans.
But I guess nice thing is it does cut back on dilution.
OBE needs to do what CJ used to do....CJ used to when they had the money...they would buy shares on the open market to hold in treasury...ready for payment when the person wanted to convert.
The buying on the open market was like doing a share buyback in some sense and suckin up shares and helping share price slowly.
Problem is the person has option to recieve cash or shares for thier share units.
They they should be forced to take OBE stock for each share unit conversion.
Just my 2 cents.
Still really bullish on OBE.