Fortune article In a world where CEOs are paid an average of $14 million, and more than a third of Fortune 500 companies pay executives more than $1 million, it seems like it would be hard to argue that the average American deserves a bigger share of the company’s profits.
Yet this is the case, and it’s true that CEOs who earn less than the minimum wage are far more likely to take on less responsibility than those who make more.
A new study from the Economic Policy Institute finds that the percentage of CEOs who are earning more than the median worker in the United States is roughly twice that of non-CEOs, and nearly twice that for non-managerial employees.
And, as you might expect, it’s the CEOs who pay the highest salaries, at an average $16.6 million.
According to the study, the top earners in America earned an average pay of $25.3 million between January 2015 and December 2016, with the top one percent taking home nearly a third (29.5 percent) of that total.
The top 10 percent of American earners earned an estimated $35.7 million, while the top 1 percent earned $35 million.
For the top 0.01 percent, CEO compensation totaled $2.2 million.
These numbers represent just a small slice of the overall compensation that CEOs get, but they do show that CEO pay is a major contributor to the wealth of the U.A.P. So what is it about CEOs that’s so hard for them to make the cut for everyone else?
The answer is that they are incredibly hard to fire.
The average tenure of a CEO is a whopping 4.7 years, and that’s not counting the CEOs’ “extraordinary” extra years of tenure that they receive when they leave the company.
In a 2014 report, the Center for American Progress analyzed data from the Bureau of Labor Statistics to figure out how many CEOs each of the 50 states and Washington, D.C., had held for the last four years.
It found that the top 10 states for CEO tenure were Texas, Florida, Pennsylvania, New Jersey, New York, North Carolina, Ohio, and Massachusetts, with New Jersey having the most CEOs (34).
The bottom 10 states were Hawaii, Wyoming, Delaware, North Dakota, Montana, South Dakota, and South Carolina, with South Dakota having the least CEOs (0).
The average number of CEO-for-retention years for these states was 3.5 years, with a median of 7.6 years.
To get a sense of how often CEOs are fired, the study compared the number of years each state had an executive fired for the company during that same period.
The study found that in only 13 of the states, there were more than 20 percent of executive firings during that period.
And of those that did have an executive firmer than average, the average number was 1.6.
The study also found that CEO-fireings were concentrated in high-paying areas of the country, and in states with more than 40 percent of CEOs.
For example, in Wyoming, the state with the most CEO-fired states, only 2.3 percent of CEO firings were for high-pay jobs.
In Alabama, 3.7 percent of company-firing CEOs were from the state’s high-tech industry.
In Texas, the only other high-wage state with more CEO-fired CEOs than in Wyoming and Alabama, the total was less than 2 percent.
Of course, firing CEOs isn’t the only way to make money, as the report found that CEOs were also being fired for taking on more responsibility, such as taking on higher salaries, or for creating more opportunities for their workers.
So, what can we do about it?
First, we should pay CEOs more.
For most companies, it would take less than a year for them earn more than their employees.
For CEOs in high demand, however, that would take a full year.
If CEOs don’t have the time or the energy to go on the job and work hard to create more work for their employees, they’re going to go into other jobs that are more lucrative.
For those of us in lower-paying positions, the idea that CEOs can’t afford to spend more time on the phone or to meet with employees is not only unrealistic, but also incredibly harmful to our ability to grow our companies and the economy as a whole.
And even if CEOs can spend more of their time working with their employees and their colleagues, there are ways we can make sure that CEOs don’ t have to.
First, it should be illegal for a CEO to fire his or her employees for any reason, including a legal or ethical violation.
This is because when a CEO fires an employee, he or she does not have the right to dismiss the employee based on a legally enforceable rule.
The employee’s only right is to get paid. If