Replies to post #549920 on NorthWest Biotherapeutics Inc (NWBO)

[meirluc]

Great post cvmibelieve.

[Jackxkr]

What a pile of bs. Let the company create shareholder value then I will reward them. Unfortunately the company is broke and needs to dilute, dilution is always the solution in the juniors.

[jon_k84]

I would like them to have all the things you mention and be richly rewarded on a personal basis. I have no problem with that. All I ask in return in a statement on how they plan to bring the drug to market. Not a 100 page step-by-step strategy document - a statement. I don’t think that’s too much to ask.

[jman4956]

Well said. Thank you

[ilovetech]

cvmibelieve - Right on!

[biosectinvestor]

You give the nay voters far more credit than I do, but I agree with your conclusions.

[kabunushi]

First, it's absurd to impune the motives of those long-term longs like myself who happen to disagree with you for principled reasons. BTW you wrote about me the below which 1. don't presume to speak for me, please and 2. I don't even know what you're trying to say.

"they believe that a "for" vote to the 2018 Stock Options awards will cause some type of harm to the "company" by the majority shareholders and the minority shareholders want said ownership to be diluted"

This is confusing and it's not even clear what you meant. In any case the question is not about harm to the company or not, it's a question of whether large bonuses of 10s of millions of options to the top 2 officers and the 3 outside board members are warranted or not, and note that those bonuses dilute shareholders by more than 10%.

The execs are paid salaries of about $500k and $350k pa - that alone means they're paid pretty damn well from where I sit! They work hard but they get very well compensated, in the top few % of all employees in the USA, probably. If they succeed they deserve a large bonus yes, but I believe in personal responsibility. That means you only get supersized bonuses AFTER YOU MAKE $ for the shareholders, if and when you do that.

These bonuses are for performance in 2018-2020. That means when the pps was .25-.35. Even now while finally after many years of waiting trial data was released, we still don't have any proof that the management will have succeeded in getting the product to market. We sure as hell did not have any proof of that as of 2020, the time at which the majority of the options were granted.

The principle I chose to uphold is succeed first then only get richly rewarded, you don't get rewarded 10s of millions of options at very low valuations well in advance of proof that you have delivered value to the level promised. Just maybe if you have great faith, bonuses like $1M/year might be appropriate IMO for very hard and smart work, not just for making slow progress and for prospective wealth generation for all shareholders. But these truly huge bonuses worth 8 figures as of 2020 certainly were not yet earned as of 2020 and in fact have not yet been earned even now when we don't even know how far we are from getting the marketing approvals needed to establish true high value for the shares, assuming that we will, not yet proven. Management and the BoD don't deserve to be super well paid unless and until the value of the company is proven.

Huge bonuses should get paid for proven results, not just for trying hard.

Here's my principals: Put the points on the board then get paid - I think that is clearly the right order in this matter. Everybody I know gets paid bonuses upon proving what they can get all the way to the finish line; let them be no exception, i.e. let's not pay them with 8 figure bonuses before we can actually be sure they have earned them for success, not just as rewards for participation and the dedication and hard work we should expect of everyone.

[hoffmann6383]

Agreed. My vote was "for" across the board.