Overview

The compensation packages that your business offers to executives are central to attracting crucial talent and maintaining workforce continuity.

But these packages can also bring in enforcers and regulators and affect your company’s public image. In recent years, legal and regulatory changes, Internal Revenue Service guidance, and public opinion have led to intensified scrutiny of these kinds of plans.

How you attract key employees while working under that scrutiny is much more involved than simply offering the highest pay and a retirement plan. For instance, you may be required to provide qualified and non-qualified deferred compensation, equity compensation, golden parachutes, or golden handcuff instruments.

At Epstein Becker Green, we understand how executive compensation plans and arrangements can affect your organization as a whole. We help you navigate the complexities of executive compensation issues, implement equity-based retention and other compensation plans, stay legally compliant, and safeguard company interests while attracting high-level talent. We also use our skills and knowledge to assist you in retaining a strong leadership team to meet your business goals.

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Experience

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  • Assisted a surgery provider with its executive benefit and tax-related matters related to their acquisition of another surgical services company.
  • Provided day-to-day counsel to the U.S. arm of a foreign multinational conglomerate concerning qualified retirement plans and Section 409A-compliant incentive plans.
  • Advised the U.S. division of a global communications corporation on qualified and non-qualified deferred compensation plans and Section 409A compliance.
  • Counseled a foreign-based bank with U.S. operations on the structure of its equity compensation arrangements.
  • Provided executive compensation counsel to a foreign multinational advertising and public relations firm on non-qualified retirement plans.

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