Executive compensation practices have recently received unprecedented attention from the media, corporate shareholders, Congress, the IRS, and the SEC. We navigate this highly charged climate for our clients, helping them to design and implement executive compensation arrangements that satisfy corporate objectives while holding up under the scrutiny of federal regulatory agencies.
Coverage
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Non qualified retirement plans, including traditional deferred compensation plans, "mirror" 401(k) plans, and supplemental executive retirement plans (SERPs).
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Equity-based compensation, including options, restricted stock, restricted stock units, stock appreciation rights (SARs), and employee stock purchase plans (ESPPs).
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Executive severance and other agreements and annual and long-term bonus plans.
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Corporate-owned life insurance (COLI), trust-owned life insurance, and other insurance-based programs to fund executive compensation plans.
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Major new laws for executive compensation such as the Sarbanes-Oxley Act of 2002, the American Jobs Creation Act of 2004, and the SEC's executive compensation disclosure rules.
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Tax issues related to compensation for executives in not-for-profit organizations.
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Payroll tax, reporting, and other compliance issues related to fringe benefits in executive arrangements.
