Breakdown | ||||
Dec 2024 | Dec 2023 | Dec 2022 | Dec 2021 | Dec 2020 |
---|---|---|---|---|
Income Statement | Total Revenue | |||
1.94B | 2.16B | 2.56B | 2.31B | 1.23B | Gross Profit |
1.92B | 475.60M | 486.06M | 510.20M | 255.04M | EBIT |
47.86M | 77.67M | 133.75M | 172.47M | 573.00K | EBITDA |
79.04M | 104.77M | 153.24M | 191.50M | 18.99M | Net Income Common Stockholders |
22.98M | 44.53M | 90.93M | 121.05M | -5.59M |
Balance Sheet | Cash, Cash Equivalents and Short-Term Investments | |||
11.91M | 13.22M | 12.19M | 9.81M | 5.53M | Total Assets |
1.04B | 984.84M | 891.63M | 1.02B | 640.61M | Total Debt |
310.27M | 228.47M | 194.41M | 355.84M | 186.15M | Net Debt |
298.35M | 215.24M | 182.22M | 346.03M | 180.62M | Total Liabilities |
470.57M | 429.36M | 375.66M | 599.13M | 339.60M | Stockholders Equity |
573.92M | 555.48M | 515.97M | 424.44M | 301.01M |
Cash Flow | Free Cash Flow | |||
4.19M | 153.83M | 166.00M | -157.38M | 51.85M | Operating Cash Flow |
33.68M | 175.16M | 185.85M | -146.37M | 61.65M | Investing Cash Flow |
-109.43M | -190.84M | -16.56M | -13.46M | -28.15M | Financing Cash Flow |
74.44M | 16.72M | -166.91M | 164.12M | -33.71M |
Name | Overall Rating | Market Cap | P/E Ratio | ROE | Dividend Yield | Revenue Growth | EPS Growth |
---|---|---|---|---|---|---|---|
70 Outperform | $5.64B | 82.93 | 1.78% | 1.44% | -7.93% | -89.29% | |
56 Neutral | $780.10M | 27.86 | -7.29% | 1.27% | -4.98% | -192.96% | |
54 Neutral | $3.76B | ― | -17.57% | ― | -15.00% | -423.14% | |
53 Neutral | $352.85M | 22.00 | 2.95% | 1.93% | -9.65% | -61.57% | |
53 Neutral | $835.34M | ― | -41.03% | 2.53% | -2.75% | -339.59% | |
51 Neutral | $2.02B | -1.14 | -21.37% | 3.64% | 2.88% | -30.57% | |
50 Neutral | $7.04B | ― | -10.58% | 2.70% | -39.34% | -500.52% |
Olympic Steel has approved a Key Employee Severance Benefit Plan, effective November 2, 2023, which will cover key executives, including the CFO and the President/COO, starting December 18, 2024. The severance benefits under this new plan are similar to those in the previously existing individual agreements, indicating a streamlined approach to executive compensation and retention strategies.