Except for employees acquired as the result of mergers, management promotions were almost exclusively from within the company - I cannot recall any instance in which a management position was filled by bringing someone in from outside the company in my functional area.
	Annual management salary increases that benefited from parallel petroleum union wage gains that far outpaced inflation during an extended period of high inflation.
	A "defined benefit" pension plan, based on age, years of service and highest five years' salary (enhanced by an early retirement buy-out program that added years to age and years of service) that offered a lump sum payment option.
	A "company stock" purchase plan that matched my contributions (sometimes as high as 2-1/2:1) based on the company's quarterly earnings, that was in place decades before ESOPs came into vogue.
	An unmatched, before tax "401-k type" plan that offered many investment and savings options.
	Long term disability and travel insurance (paid for solely by the company)
	Generous sick time and short term disability policies.
	Life insurance (paid for solely by the company) that continued in retirement.
	Health insurance coverage (medical, dental and drug) that continued in retirement.
	Optional group long term care insurance coverage.
	Five weeks paid vacation each year.
	Discounts on gasoline and other company products and services that continued in retirement.