It is normal for all remuneration packages to be kept confidential, unless it is being applied across the board. I.E. The objectives are company ones rather than individual ones.
The exception to this is usually Directors. Details about their renumeration can sometimes be found in a copy of the company annual report. It may also give details about their share holding and share options.
Try writing to the company secretary for a copy.
Directors bonuses may have to be approved by shareholders. I seem to remember a recent case that a company came up with such a complicated way of determining if they had achieved the bonus, no one could understand it and the institutuion shareholders would not approve it.
It is little point in throwing their remuneration packages in their face. What will it achieve ? There are a variety of responces that they may give. A few options may be ‘ Yes we are worth it’, ‘If it is so good why don’t you come and join us’ to name but a few.
It is also worth remembering that even if the company is not performing very well, they may be performing better than last year. An example would be increase sales by 5%. This may not bring the sales figures back to the level of a few years ago and the company may still be struggling, but you have met the requirement.
If you had an agreement that you would receive a bonus of x% if Swanwick was opened before x date (With CAA approval). You achieved this, and were then told that due to other problems in operating the system, you would not be receiving your bonus. You would have something to say. I know that this example probably oversimplifies it, but it illustrated the point.
I know that this may not be what you want to hear, but you have to be realistic.
