Results for “Equity Plans”
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- Global & Mobility · AnsweredRelatedGranting RSUs to staff in Vietnam and Nigeria: is cash settlement the only practical route?We are a listed software business, about 2,400 employees in 19 countries, and we are extending our RSU plan below director level for the first time. That brings in 46 people in Ho Chi Minh City and 28Elif Kowalski · 4 replies ·
- Executive CompensationRelatedWe dropped stock options from the LTI mix and I am not sure it was rightListed biotech in the US, roughly 450 people, one approved product and two in late-stage trials. Until last year executives received 60% options and 40% time-vested restricted stock. Under pressure frNadia Haddad · 5 replies ·
- Executive CompensationA one-off award cost us more goodwill with investors than it bought in retentionchief operating officer, who had an offer from a private equity backed competitor. It sat outside the normal plan and had no performance conditions. The advisory vote fell fromJames Okafor · 4 replies ·
- Executive CompensationPre-IPO equity in a PE-backed software business: what happens to the sweet equity at listing?with about 1,100 people. A listing is planned within 18 to 24 months. The top 35 managers hold sweet equity that pays out on an exit under a ratchet, and anotherNadia Haddad · 3 replies ·
- Executive Compensation · AnsweredRelatedAfter a 40% share price fall, how much do you scale back the LTIP grant?UK listed media company. Our policy grants long-term awards at 200% of salary for the chief executive. The share price has fallen 40% since last year's grant, so the same percentage of salary now buysAnonymous member · 4 replies ·
- Executive CompensationRelatedRestricted shares in place of PSUs: simpler, yes, but is anyone really paying less?An opinion that may be unpopular here. I have now worked on three moves from performance shares to restricted shares at UK and Dutch listed companies. In each case the pitch was the same: halve the grPriya Raghunathan · 5 replies ·
- Global & MobilityLesson learned: mobile employees and trailing tax on equity nobody was trackingWe had an expensive surprise this year. A sales director was granted restricted shares while working in France, moved to our US office after a year, then to Singapore. When the award vested, part of tXimena Hoffmann · 3 replies ·
- Executive CompensationLong-term incentives in a family-owned group where issuing shares is off the tableAustria, around 6,000 employees and EUR 1.4bn revenue. The family will not issue equity to non-family managers. We have for the first time a chief executive from outsideDana Whitfield · 2 replies ·
- Executive Compensation · AnsweredRelatedBuying out forfeited awards for an external CEO hire: how do you avoid overpaying?Canadian listed consumer goods company, C$6bn market cap. We are close to appointing a chief executive from a larger US competitor. She will forfeit unvested equity that her advisers value at US$14m. Dana Whitfield · 4 replies ·
- Pay Equity & TransparencyPost-acquisition equity review: harmonise pay structures first or analyse the two apart?We are a veterinary services group in the UK, and in March we acquired a competitor, taking us from 3,200 to about 5,100 employees. The acquired business has no grades, pays vets and nurses on individNoor Esposito · 0 replies ·
- Executive Compensation · AnsweredRelatedShould unvested shares count towards an executive shareholding guideline?German listed automotive supplier. We introduced share ownership guidelines two years ago: 200% of base salary for the chief executive and 100% for other management board members, to be built up over James Okafor · 3 replies ·
- Executive Compensation · AnsweredRelatedRetention awards for the executive team after the CEO left suddenly: is there a clean way?Listed technology company in the Netherlands, about 2,800 employees. Our chief executive resigned in March to join a competitor. The supervisory board has appointed the CFO as interim and is running aNadia Haddad · 3 replies ·
- Executive CompensationDesigning a long-term plan for a member-owned insurer that has no share priceIn a replysuffered. For candidates coming from listed companies the absence of equity is the issue, and a cash plan with five years to payment does not really replaceNadia Haddad · 3 replies ·
- Executive Compensation · AnsweredRelatedHow candid should the remuneration report be after a 71% say-on-pay vote?US-listed specialty retailer, about $4bn market cap. Our advisory vote came in at 71% this spring, down from 93%. The main issue was a bonus that paid at 112% of target in a year when the share price Priya Raghunathan · 4 replies ·
- New York ChapterRelatedExecutive pay after the SEC clawback rulesWe adopted our recovery policy when the listing standards came in, and I thought that was the end of it. It was not. Our compensation committee has now asked whether the discretionary policy that sitsMaya Tanaka · 1 reply ·
- São Paulo ChapterRelatedPLR design in a high-inflation yearWe are about to open PLR negotiations with the employee commission and the union for next year's plan, and inflation has made the usual targets hard to defend. Our plan pays up to 2.4 salaries, half oUlla Mensah · 4 replies ·
- São Paulo ChapterPay equity reporting under the Brazilian Equal Pay ActWe have now been through several rounds of the transparency report, and each time the published version raises questions I struggle to answer. It compares pay for women and men by broad occupational gSamir Grant · 2 replies ·
- Global & Mobility · AnsweredA strong candidate in Colombia and no entity there. Contractor or employer of record?In the accepted answertheir own entity in Colombia or use a partner. On equity, the provider is the legal employer, so check with your plan counsel that your rules allow grants to non-employeesNoor Esposito · 4 replies ·
- Pay Equity & Transparency · AnsweredRelatedSeparate remediation pot or adjustments folded into the annual pay review?I run compensation for a hospital group in Colorado, about 6,800 employees. Our analysis this year flagged 190 people, across nursing, allied health and corporate roles, whose pay sits below what the Wren Zhang · 5 replies ·
- Compensation · AnsweredRelatedOff-cycle increases: who approves them where you work, and is there a hard cap?Last year 9% of our headcount received an off-cycle base pay increase, on top of a 3.5% annual review. I work for a Canadian retailer with roughly 12,000 employees, about 1,800 of them salaried. CurreRosa Petrov · 5 replies ·
- Global & MobilityRelatedOne global bonus plan, 31 countries, local targets: how do you keep the funding fair?I run rewards at an industrial equipment manufacturer with about 15,000 employees in 31 countries. We are replacing 17 local bonus schemes with one global plan: 40% group operating profit, 40% countryTheo Gupta · 4 replies ·
- Compensation · AnsweredRelatedWith a 2% merit budget, is a performance-by-position matrix still worth the effort?Budget for next year has come in at 2%. We are a UK university with about 2,600 professional services staff on a market-based structure, separate from the academic pay spine. Our usual matrix has threColin Walsh · 5 replies ·
- Executive CompensationRelatedWhat dilution limit are investors accepting for a new share plan in Singapore?We are a mainboard-listed logistics group in Singapore putting a new performance share plan to shareholders next April. The old plan allowed up to 15% of issued shares over its ten year life, which isNadia Haddad · 1 reply ·
- Benefits & Wellbeing · AnsweredRelatedHow do you restructure a 401(k) match without it landing as a pay cut?Regional US distributor, about 2,400 employees, a mix of warehouse, drivers and office staff. The match today is 100% of the first 4%, immediate vesting. Participation is 61% overall but only 38% amonQuentin Hoffmann · 5 replies ·
- Pay Equity & TransparencyRelatedLesson learned: we ran the equity analysis before fixing job architecture, and paid twiceSharing this so someone else avoids it. We are a food manufacturer in the Nordics, around 5,000 employees in Denmark, Sweden and Finland, built up through acquisitions. In 2024 we commissioned a full Jonas Fischer · 4 replies ·
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