All Posts By Daniel Wilson
/ BANKRUPTCY COMPENSATION The concept of excessive executive compensation is a seemingly frequent topic that garners significant reaction regardless of personal viewpoints. The essence of the topic is intended to elicit a moral response, asking us to question fairness in the context of our own situations. Everyone seeks what is fair (not to be confused with equal) believing that a...
Is gender pay equity gap as big of an issue in 2018 as it has been in previous years? We are all told that gender pay equity is measured on the same scale, but in reality the gap virtually disappears when analyzing the same level, company, and function. Most articles cite “The Simple Truth about the Gender Pay Gap” graph...
“I would not give a fig for the simplicity this side of complexity, but I would give my life for the simplicity on the other side of complexity”. Oliver Wendell Holmes, Jr. Executive compensation practice and application is continually developing based on proxy advisory firm influence and institutional shareholder desire. Listing standards related to independence requirements for compensation committee members...
There was an article titled “Decoding CEO Pay” recently published in Harvard Business Review, and in our opinion here at Longnecker & Associates, Messrs. Pozen and Kothari have some valid points, and many that are not so valid. It appears they found a few unique, obscure examples and turned them into this “bad compensation practices” article, and we would like...
Choosing a compensation peer group can be an intense process. Companies often use peer groups to assess and maintain competitive compensation levels, identify potential competitors, assess relative performance, and defend compensation decisions. Therefore, the importance of creating the right group cannot be overstated. In fact, creating the wrong peer group not only creates the perception of a lack of governance...
