So the group I'm with, is that we're a Extropian Merc Company operating arout the Belt.
And we wrote up a charter for our Merc Company. I'm not sure how to actually handle 'Shares'. My google fu has failed me, and I just dont see how that is actually done.
So basically. There are two positions. There the Director. The Director gets One more Share then everyone else. Then there are Hire-Ons. And Hire-Ons get share based on seniority within the Merc Company. Shares are paid after expenses. (Which include player expenses.)
Our current contract pays out 30k credits. Right now, everyone is of equal seniority. Though after this current mission we'll be getting new players, so the share based on seniority will come into play.
http://pastebin.com/m90UU6xG <- The charter concerning getting paid.
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Running a merc company; How would you handle shares?
Sat, 2016-01-30 02:14
#1
MrWigggles
Running a merc company; How would you handle shares?
Sat, 2016-01-30 07:49
#2
Tango
I have to ask, why such a
I have to ask, why such a overly complex system for a company that doesn't need it?
About shares; any given company has only a limited amount of them. The amount of shares can be changed by splitting or reverse splitting the stock. So 10 stocks will become 20 or 40 or 5. By doing this, you are also splitting the value(ownership). So if you had 10 stocks before, out of 100, and the board decides to split the stock, you'll still own 10% of the company, but now you've got 20 stocks.
Also keep in mind, that even if the company has agreed on this elaborate voting system to steer it's actions, if 51% of the shareholders want changes, they can push them through with a majority vote in a board meeting. It's about the jurisdiction you operate under, not internal company policies.
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Sat, 2016-01-30 10:46
#3
SquireNed
I think the term "shares"
I think the term "shares" here refers to the pay allocation, not literal shares of the company, although I could be wrong.
If I were running an Extropian mercenary company (and I've done a fair deal of kicking this around in my head, as people may or may not be aware of), I would handle everything as contracts, having no real "employees", but instead a roster of potential employees. For each mission, I allocate a certain amount of pay to each contractor as I saw fit; enough to lure mission-critical personnel and bring along some backup in case things got hotter than expected. I probably wouldn't go fully equal on pay; NDA's would be involved.
People get paid on death (in the line of duty) or on completion of the mission; unsatisfactory service (i.e. running away) gets a pay dock, and failing to show up gets you nothing. Everything else is left to the individual contractors, though I may offer replacement morphs/covering their backups as an incentive to speed contract negotiations.
And, most obviously, I don't include a clause to let people kick me out, though that may be my personal preference.
Sat, 2016-01-30 23:57
#4
MrWigggles
Oh, sorry for not makign that
Oh, sorry for not makign that clear. Yes, I met shares of the Bounty, we're getting paid for our current job.
Sun, 2016-01-31 11:41
#5
ORCACommander
effectively booty shares are
effectively booty shares are a fraction system. You add up the total amount of shares and put a numerator over it = to an individuals shares. Say I have 5 shares, the company has 46 in total, I would get 10.86%, truncated, of the net revenue
Sun, 2016-01-31 15:56
#6
Mckma
ORCACommander wrote
Which means the way you can do it is just keep a roster of seniority where the first line is those that joined first, second line is those that joined second, etc. Then when it comes to distribute loot, give 1 "point" to everyone on the bottom line, 2 "points" to everyone on the second line, 3 "points" to everyone 3rd from bottom, etc. giving on extra to the director at the end. Add up all the points, divide each persons by the total, then multiply your result by total loot, you get their payout.
Only thing to consider is if say your whole second line on the roster left, would that promote everyone below or leave a gap? Leaving a gap heavily rewards those who stay long term, promotion heavily incentivizes new recruits (they make decent money pretty quick). Of course that all assumes there is a decent amount of revolving through....
Sun, 2016-01-31 22:55
#7
MrWigggles
Thanks for the answers.
Thanks for the answers.