NORTH AMERICA CHAPTER

This article emphasizes the importance of developing a comprehensive compensation plan that goes beyond salary to attract and retain top talent. It provides guidance for small business owners and HR managers on designing a competitive compensation plan that includes elements such as benefits and equity-based programs, highlighting the benefits of a well-structured plan in supporting business strategy, recruitment, motivation, and market competitiveness. The article concludes with recommendations on creating an outline, appointing a manager, determining a philosophy, setting pay rates, establishing career advancement opportunities, finalizing policies, gaining leadership approval, implementing a communication plan, and monitoring the plan's effectiveness.

The article explores the potential of Employee Stock Ownership Plans (ESOPs) and emphasizes the importance of providing liquidity to employees through stock awards. The authors advocate for controlled liquidity programs that align with equity vesting schedules to enhance employee engagement and empowerment as stakeholders, addressing the challenge of limited liquidity options for stock awards in startups.

The article emphasizes the importance of a comprehensive compensation plan beyond salary to attract and retain top talent. It provides guidance on designing a competitive plan that incorporates benefits, equity-based programs, and career advancement opportunities, highlighting the benefits of a well-structured plan in supporting business strategy, recruitment, motivation, and market competitiveness.

This paper examines the current state of equity incentive research, focusing on scheme design and performance evaluation, as a solution to the principal-agent problem. It explores the selection of equity incentive schemes, incentive intensity, exercise conditions, and evaluation methods based on various theories, aiming to provide guidance for future research in equity incentives.

The article highlights the significance of offering equity compensation as a means to engage Generation-Z (Gen Z) employees in the workplace. It suggests leveraging online platforms like Instagram, TikTok, Discord, and Slack to effectively communicate the benefits of equity compensation, emphasizing the importance of transparency and disclosure. Global Shares is mentioned as a company that assists in designing share plans and provides tailored communication strategies to engage employees, including those from the Gen Z demographic.

The article discusses the recent vote by Netflix shareholders to withhold support for the company's executive pay package in response to the ongoing strike led by the Writers Guild of America West. The union argued that approving the pay package during the strike would be inappropriate, and this vote follows last year's low shareholder support for Netflix's executive compensation.

This article provides an overview of equity compensation for startups, explaining how it aligns employee interests with the company and helps attract and retain talent. It covers various types of equity compensation plans, their benefits, and considerations, highlighting the importance of careful planning and expert guidance to create a suitable compensation package.

The article discusses the relatively small growth in CEO pay for S&P 500 companies, highlighting the persistent pay gap between CEOs and workers. Despite the modest increase, CEO compensation remains significantly higher than that of typical workers, with potential steeper pay cuts expected in 2023 due to the stock market downturn.

The article highlights the tax benefits of employee stock ownership plans (ESOPs) for closely held companies, including capital gains tax mitigation, corporate income tax deductions, and increased after-tax cash flow. ESOPs also offer long-term employee benefits, stakeholder alignment, and continuity, making them advantageous, especially in high-tax states like California.