Executive reward: How to beat the critics Performance targets - How demanding are they? How demanding should they be? - How to align them with corporate strategy and objectives - What if stock prices fall generally? Latest trends in executive reward - The ratio of incentives to basic pay scales - The impact of regulation/compliance - Executive pension provision and the move to DC and other variants Alan Judes Managing Director Strategic Remuneration
The challenge of creating and running global equity compensation plans is increasing along with the need to stay up to date on new rules and regulations in the ever-changing global market. We are pleased to offer informative sessions on many of these topics during GEO’s 9th Annual Conference at the Palace Hotel in scenic San Francisco on 9 - 11 April 2008.
US and UK parent companies wish to export their stock plans to overseas subsidiaries. This presentation will use case studies to showcase how to import parent company plans tax efficiently into the UK and US and also how to navigate and avoid the US Securities Laws and section 409A pitfalls that can easily befall a company. In particular the presentation will show that there is a significant opportunity for US companies that have UK subsidiaries to extend their 401(k) plan design to these subsidiaries in a highly tax-efficient manner and how you can design a similar UK plan with significant benefits for both company and employees.
Import-Export - Rules and Guidance for all-employee share schemes US and UK parent companies wish to export their stock plans to overseas subsidiaries. This presentation shows how to import parent company plans tax efficiently into the UK and US and also how to navigate and avoid the US Securities Laws and section 409A pitfalls that can easily befall a company The significant opportunity for US companies that have UK subsidiaries to extend their 401(k) plan design to these subsidiaries in a highly tax-efficient manner will be explained with examples of how to design a similar UK plan with significant benefits for both company and employees Alan Judes - Strategic Remuneration
Phantom share plans
provide immediate solutions to equity
incentives for employees
in a Sharia-compliant manner
Alan
Judes, Strategic Remuneration
· Businesses in the region need to develop
competitive total remuneration packages for employees that contain a
long-term equity component
· A temporary solution (permanent for unlisted
companies) could well be phantom equity plans, or shadow share plans,
depending on whether there is an active market in the company's shares
· Concepts behind appropriate plan design
and illustration of the opportunities available
