Executive Compensation

Our approach

Executive pay and benefits are under intense scrutiny. And the battle for top talent is fierce. Organizations seek attractive compensation plans that give employees a stake in the success of their business.

We help you develop equity and cash incentives that keep your business interests front and center.

Beyond complying with tax codes, securities regulations, share ownership requirements and industry standards, we deliver packages that bring value to your company and its future.

From calculating future trends in retirement, exploring “pay for performance” plans and monitoring shifts in governance standards, we create systems that reward outstanding corporate leadership

Who we work with

• Employers of any structure and size. We understand the senior management needs (and varying laws that govern) multinationals, family-held businesses, middle-market companies, startups and tax-exempt organizations
• Executives being hired or retained by private or public companies

Recent experience

• We have assisted companies and executives in all facets of executive compensation agreements, including:
  • Designing equity and quasi-equity programs for the issuance of stock options, restricted stock, restricted stock units and stock appreciation rights
  • Helping clients implement cash-based incentive compensation arrangements, including programs designed to satisfy the performance-based compensation requirements of Section 162(m) of the Internal Revenue Code
  • Establishing SERPs (i.e., supplemental executive retirement plans) and deferred compensation arrangements, particularly those subject to the rules under Section 409A of the Internal Revenue Code
  • Developing executive and deferred compensation arrangements for tax-exempt organizations, subject to the complex rules of Section 457 of the Internal Revenue Code
  • Establishing rabbi trusts and split-dollar life insurance arrangements
  • Designing executive severance and change in control plans, including those subject to the so-called “golden parachute” rules of Section 280G of the Internal Revenue Code
  • Setting up employee stock ownership plans (ESOPs), including both private company ESOPs and 401(k) investment funds that are intended to qualify for ESOP tax benefits