Broadcast Date: Tuesday, March 05, 2024
from 12:00 pm to 1:30 pm (ET)
Overview:
Disclosure of “Compensation Actually Paid”, the Elon Musk verdict and legislation outlawing non-competes are three developments that could substantially change executive compensation decision making and structure.
Join our speakers as they explore these topics and more.
Key topics to be discussed:
- Using the new “Compensation Actually Paid” disclosures to measure key pay dimensions such as incentive strength and performance adjusted cost
- The impact of executive pay dimensions on future company performance
- The Elon Musk verdict: evaluation and implications
- Emerging Opportunities and Innovations
- Legal and Regulatory Implications
- Impact of Stakeholder Perspectives
- Adapting Compensation Strategies for Future Challenges
Learning Objectives:
- Utilize “Compensation Actually Paid” disclosures to assess incentive strength and performance-adjusted costs in compensation structures.
- Analyze how executive pay dimensions affect future company performance to inform compensation strategies.
- Evaluate the implications of the Elon Musk verdict on corporate governance and stakeholder relations.
- Identify and adapt compensation strategies for future challenges, considering emerging opportunities, legal and regulatory implications, and stakeholder perspectives.
Credit:
Course Level:
Intermediate
Advance Preparation:
Print and review course materials
Method of Presentation:
On-Demand Webcast
Prerequisite:
General knowledge of executive compensation
Course Code:
1411047
Total Credits:
CPE Credit:
1.5 CPE (Not eligible for QAS (On-demand) CPE credit)
CLE Credit:
MS CLE 1.50 General - Approved Until: 3/05/2025
GA CLE 1.50 General - Approved Until: 12/31/2024
CA CLE 1.50 General - Approved Until: 6/30/2025
PA CLE 1.50 General - Approved Until: 3/05/2026
TN CLE 1.50 General - Approved Until: 3/05/2025
WI CLE 1:50 General - Approved Until: 12/31/2025
VT CLE 1:50 General - Approved Until: 12/31/2025
NJ CLE 1:50 General - Credits through Reciprocity
NY CLE 1:50 Areas of Professional Practice - Credits through Reciprocity
AR CLE 1:50 General - Credits through Reciprocity
CT CLE 1:50 General - Credits through Reciprocity
NH CLE 1.50 General – Meets the requirements of NH Supreme Court Rule 53
Self-Apply:
AL, CO, DE, FL, ID, IN, IO, KS, KY, LA, NC, ME, MN, MT, NE, NV, NM, ND, OH, OK, OR, SC, TX, UT, VA, WA, WV, WY
If you’d like us to apply for CLE, you may opt to pay the CLE processing fee here.
No MCLE Requirements:
DC, MD, MA, MI, SD
Not Eligible for CLE:
AK, AZ, HA, MO, IL
How to Claim CLE Credits Per State:
https://knowledgewebcasts.com/how-to-claim-cle-credits-per-state/
CLE State Requirements:
https://knowledgewebcasts.com/cle-state-requirements/
CPE State Requirements:
Speaker Panel:
David Lewin, Managing Director
Expert Witness and Consultant in Labor and Employment Litigation
Berkeley Research Group, LLC
David Lewin, Ph.D., is a Managing Director of the Berkeley Research Group (BRG), head of BRG’s Labor & Employment and Human Capital Practices, and the Neil H. Jacoby Professor Emeritus of Management, Human Resources and Organizational Behavior at the UCLA Anderson School of Management. He is the author of many published works on such topics as human resource management practices and business performance, workplace and organizational dispute resolution, and compensation and reward systems. Dr. Lewin also frequently serves as an expert witness in labor and employment litigation. His recent expert retentions involve issues of no poaching and non-compete agreements, the reasonableness of executive compensation, independent contractor vs. employee status, wrongful termination, employee and managerial misclassification, and employment discrimination.
Shane J. Stroud, Partner
Pryor Cashman LLP
Shane J. Stroud is the chair of Pryor Cashman’s Executive Compensation, ERISA + Employee Benefits Practice. With over 20 years of experience, he advises clients on employee benefits and executive compensation matters related to mergers and acquisitions, IPOs, private equity, and leveraged buyouts. Shane provides practical advice on excessive compensation, deferred compensation, golden parachute, and Section 409A issues to both individual executives and employers. He has extensive experience in negotiating executive employment, incentive, and severance agreements, and designing equity-based and incentive compensation plans. Shane also counsels clients on various ERISA issues, including plan reporting, fiduciary responsibility, and plan termination. His clients span various industries, including pharmaceutical, financial, energy, and entertainment.
Stephen O’Byrne, President
Leading Consultant on Compensation, Performance Measurement, and Valuation Issues
Shareholder Value Advisors Inc.
Stephen F. O’Byrne is President and co-founder of Shareholder Value Advisors Inc., a consulting firm that helps companies increase shareholder value through better performance measurement, incentive compensation and valuation analysis. His work on measuring the strength and cost-efficiency of top management incentives has been published in the Harvard Business Review, the Journal of Investing, Conference Board Director Notes, the Journal of Applied Corporate Finance and the WorldatWork Journal. He is the co-author, with Professor David Young of INSEAD, of EVA and Value-Based Management. He was previously head of the compensation consulting practice at Stern Stewart & Co. and a Principal in the executive compensation practice at Towers Perrin.
Agenda:
SEGMENT 1:
David Lewin, Managing Director
Berkeley Research Group, LLC
- Executive compensation and organizational performance
- Tournament theory of executive compensation
- Executive compensation and executive tenure
- Compensation Committee Dos and Don’ts
- M&As and historical underpayment of executives
SEGMENT 2:
Shane J. Stroud, Partner
Pryor Cashman LLP
- Pay for Performance
- Clawback Provisions
- Gender Pay Equity
- The Ongoing Changes to Restrictive Covenant Enforceability
SEGMENT 3:
Stephen O’Byrne, President
Shareholder Value Advisors Inc.
- Using the new disclosure of “Compensation Actually Paid” to measure key dimensions of executive pay – incentive strength, alignment and performance adjusted cost.
- Estimating the impact of executive pay dimensions on future firm performance.
- Assessing the Elon Musk pay decision – the judge’s simplistic view of incentive strength.
Date & Time:
Tuesday, March 05, 2024
12:00 pm to 1:30 pm (ET)
Who Should Attend:
- Executive Compensation Lawyers and Consultants
- Labor & Employment Lawyers
- HR Professionals
- Compensation Professionals
- Top Level Executives
- Compliance Professionals
- General/In-house Counsel
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