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Designing an effective executive compensation plan is a critical business decision, a key to attracting the best talent and driving performance. We take a practical but comprehensive approach, working proactively to ensure that compensation and benefit arrangements work in tandem with associated securities laws, investor relations, tax, ERISA and accounting implications.

  • Advised public companies with regard to the transition of C-level executives in voluntary and involuntary termination settings.
  • Assisted multiple publicly traded companies with the establishment of new omnibus equity compensation plans, including proxy disclosures, award agreements and plan documents.
  • Advised several publicly traded energy companies with regard to executive performance compensation and IRC Section 162(m) compliance and transitional relief.
  • Advised a senior level executive with the simultaneous negotiation of a new chief financial officer’s position with a new public company and his separation from his former company.
  • Advised public and private companies on key employee transition issues, including placements with foreign subsidiaries.
  • Advised an Internet company that needed to rebuff attempts by a former executive to exercise his stock options and needed to offset built-up deferred compensation owed to a departing executive against amounts owed to the company by the executive.
  • Advised tax-exempt organizations on director-level retention and transition programs, including the establishment of deferred compensation and retention plans.
  • Advised a professional services company that needed to reinforce its collaborative culture through the use of project-based profit-sharing pools controlled by those who participated in the project.
  • Advised an investment management company that needed to retain talented investment managers through the use of investment fund-based deferred compensation pools generated by carried interests held by the management company.

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Efforts to Expand Mini-WARN Acts’ Requirements Underscore the Importance of Knowing State-Level, Post-Sale Obligations Relating to a Plant Closing or a Mass Layoff (Employee Relations Law Journal)

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