HomeWebcastPay Ratio, Proxy Disclosure and Say on Pay: Looking Back and What’s Ahead
Online CLE Pay Ratio CLE

Pay Ratio, Proxy Disclosure and Say on Pay: Looking Back and What’s Ahead

Live Webcast Date: Tuesday, September 10, 2019 at 12:00 pm - 2:00 pm (ET)
CLE Corporate LawExecutive CompensationLive Webcast
BUY LIVE or Recorded Webcast
Add Reminder to My Calendar 09/10/2019 11:00 am 09/10/2019 2:00 pm America/New_York The Knowledge Group Webinar: Pay Ratio, Proxy Disclosure and Say on Pay: Looking Back and What’s Ahead The event starts in an hour. If you have not registered, please go to the link below to sign up today.https://www.theknowledgegroup.org/checkout/?add-to-cart=127456\r\n The pay ratio, proxy disclosure and say on pay are all intended to empower shareholders and give them the resources to ensure that the level and structure of executive pay are aligned with shareholder interests.  Our panel of key thought leaders and practitioners will address several key questions about these “shareholder control” devices:  Are they needed?  Do they work as Congress intended? How can they be improved? \n \nDiscussion topics will include: \n \n \n How should shareholders use the pay ratio data? \n Does the CD&A need a required graphic disclosure of pay vs performance? \n What pay factors affect Say on Pay approval levels? \n Are asset managers reluctant to vote “no” for fear of losing corporate business? \n https://www.theknowledgegroup.org/webcasts/pay-ratio-proxy-disclosure-and-say-on-pay/

Online CLE Pay Ratio

Join us for this Knowledge Group Online CLE Pay Ratio Webinar. The pay ratio, proxy disclosure and say on pay are all intended to empower shareholders and give them the resources to ensure that the level and structure of executive pay are aligned with shareholder interests.  Our panel of key thought leaders and practitioners will address several key questions about these “shareholder control” devices:  Are they needed?  Do they work as Congress intended? How can they be improved?

Discussion topics will include:

  • How should shareholders use the pay ratio data?
  • Does the CD&A need a required graphic disclosure of pay vs performance?
  • What pay factors affect Say on Pay approval levels?
  • Are asset managers reluctant to vote “no” for fear of losing corporate business?

Faculty

Online CLE Pay Ratio
Stephen F. O'Byrne
President
Shareholder Value Advisors Inc.
Online CLE Pay Ratio
Ron Rosenthal
Lead Consultant
Meridian Compensation Partners, LLC
Online CLE Pay Ratio
Patrick Haggerty
Partner
Pay Governance LLC
Online CLE Pay Ratio
Michael J. Kenney
Principal
FW Cook

Click Here to Read Additional Material

Online CLE Pay Ratio

Stephen F. O'Byrne, President
Shareholder Value Advisors Inc.

Ron Rosenthal, Lead Consultant
Meridian Compensation Partners, LLC

Patrick Haggerty, Partner
Pay Governance LLC

Michael J. Kenney, Principal
FW Cook

Online CLE Pay Ratio

Online CLE Pay Ratio

Stephen F. O'ByrnePresidentShareholder 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.

Online CLE Pay Ratio

Ron RosenthalLead ConsultantMeridian Compensation Partners, LLC

Ron has over 20 years of experience advising compensation committees and senior management of publicly traded and privately held companies. Ron provides guidance on a broad range of executive compensation matters including peer group development, competitive pay assessments, short-term and long-term incentive plan design, proxy advisory firms’ policies on executive compensation, share authorizations for equity-based compensation plans, and non-employee director compensation. In addition, Ron has extensive experience advising companies undergoing corporate transactions, including mergers, acquisitions and spin-offs. He has served companies across a wide range of industries including chemicals, consumer products, distribution, energy, entertainment and media, materials, technology and utilities. Ron has written articles for NACD’s Directorship Magazine and Corporate Board Member/Chief Executive Group. Ron also provided commentary in Equilar’s 2017 Director Pay Trends report and was a speaker on Equilar’s November 2017 Webinar entitled “Balancing Director Pay with Shareholder Value”. Ron received a Bachelor’s degree in Business Administration from the University of Michigan, and is a Certified Public Accountant.

Online CLE Pay Ratio

Patrick HaggertyPartnerPay Governance LLC

He specializes in the analysis, design and implementation of executive pay programs that drive shareholder value. Pat consults with publicly-traded, privately-owned and pre-IPO companies in a wide spectrum of industries regarding executive and non-employee director pay programs. His work includes pay level benchmarking (both U.S. and international positions), annual and long-term incentive plan design, and special situations.

Pat has worked with numerous Fortune 500 and other prominent companies, with a particular focus on healthcare companies.

Pat has been published in leading journals and newspapers, including the Directors & Boards, Agenda, and Financier Worldwide. Recently, he has written articles entitled “Activist Shareholders and Executive Compensation”, “Do companies known for innovation use incentive metrics that measure innovation?” and “2016 Compensation Trends in U.S.”

Online CLE Pay Ratio

Michael J. KenneyPrincipalFW Cook

Michael Kenney is a Principal in the Chicago office of FW Cook with eleven years of experience in executive compensation consulting.  His professional experiences and responsibilities include supporting senior consultants in the development of customized reward programs that align with client business strategies and human resources objectives, developing collaborative ongoing relationships with client human resources teams, managing the consulting team responsible for the preparation of client deliverables, and designing and preparing analytics that support the compensation decision-making process, among others.  Michael’s clients are both public and private companies in a variety of industries and company size categories.

He has spoken on the subjects of CEO pay ratio and ISS’ governance risk model, and authored the Firm’s 2011 Long-Term Incentive Grant Practices report on the prevalence and design of long-term incentives among the largest 250 corporations in the U.S.  Michael earned a B.A. in economics and a B.A. in statistics with honors from the University of Chicago

Online CLE Pay Ratio

Course Level:
   Intermediate

Advance Preparation:
   Print and review course materials

Method Of Presentation:
   Live Webcast

Prerequisite:
   NONE

Course Code:
   148189

NY Category of CLE Credit:
   Areas of Professional Practice

Total Credits:
    2.0 CLE

No Access

You are not logged in. Please or register to the event to gain access to the materials and login instructions.

About the Knowledge Group

The Knowledge Group

The Knowledge Group has been a leading global provider of Continuing Education (CLE, CPE) for over 13 Years. We produce over 450 LIVE webcasts annually and have a catalog of over 4,000 on-demand courses.

About the Knowledge Group

The Knowledge Group

The Knowledge Group has been a leading global provider of Continuing Education (CLE, CPE) for over 13 Years. We produce over 450 LIVE webcasts annually and have a catalog of over 4,000 on-demand courses.

Shareholder Value Advisors (SVA) is a consulting firm that helps companies improve performance through more effective business unit incentives.

Effective business unit incentives require (1) a well-designed measure of business value added, (2) accurate estimates of competitive pay and (3) a plan design that achieves the three basic objectives of executive pay: providing strong incentives to increase shareholder value, retaining key talent and limiting shareholder cost.

SVA’s distinctive capability is better measurement.  SVA’s work on measuring business value added isolates management’s contribution to value by adjusting for capital investment, investor expectations and peer company performance.  SVA’s work on competitive pay uses multiple regression models to get more accurate market rates by controlling for position, industry, size, profitability and risk.  SVA’s work on plan design uses a distinctive framework to measure alignment, incentive strength and the company’s pay premium at industry average performance using realizable as well as grant date pay.

Website: http://www.valueadvisors.com/

Meridian Compensation Partners has a singular focus: to provide the most effective solutions and independent advice in executive compensation and corporate governance consulting. With over 70 associates in ten offices in the US and Canada, Meridian provides top management, boards and compensation committees at public and private corporations with core services that include board level advisory services, compensation program design, research and competitive market intelligence on executive pay and governance matters. We are unique in our ability to provide a full array of services and capabilities and develop long-tenured, board-level consulting relationships to over 500 major publicly traded and privately held corporations. We serve companies across all industries, and have particular expertise in industry sectors with unique labor markets, business metrics, and compensation practices. We guide clients through challenging issues and bring each relationship an independent perspective, expertise, knowledge, and deep resources.

Website: http://www.meridiancp.com/

Pay Governance LLC is an independent firm that serves as a trusted advisor on executive compensation matters. Our work helps to ensure that our clients' executive rewards programs are strongly aligned with performance and supportive of appropriate corporate governance practices.

We assist in developing an overall framework and governing philosophy, which describes the company’s approach to all aspects of pay. We utilize decision-quality data to assist compensation committees in making fully informed decisions.

We evaluate incentive and other executive program designs to:

  • Ensure that plans meet the company’s philosophy
  • Support corporate strategy and organization
  • Ensure performance measures are appropriate and consistent with the company’s value creation objectives
  • Improve “line of sight”
  • Align executive interests with those of shareholders
  • Be tax, accounting, and dilution efficient
  • Align pay and performance

We keep compensation committees informed and educated on emerging trends and key developments in executive compensation

We perform periodic reviews of executive arrangements, benefits and perquisites from both a “how” and “how much” perspective.

We work with compensation committees to ensure compliance with relevant regulations and best practices.

Website: http://paygovernance.com/

FW Cook is an independent executive compensation consulting firm that provides objective advice to boards and management of the world’s leading companies. Our firm’s principal objective is to add value to the executive pay programs and processes of our clients. Our consultants collaborate with clients to solve complex problems and design programs that support their business strategy and successfully link executive pay to shareholder value. Founded in 1973, we serve public, private, and tax-exempt organizations across a broad spectrum of industries.  With the largest market share of board engagements among our competitors, we currently serve over 750 clients. FW Cook’s offices are located in New York, Chicago, Los Angeles, San Francisco, Atlanta, Houston, and Boston. To learn more about us or to join our mailing list, visit us on the web at www.fwcook.com.

Website: https://www.fwcook.com/

Ultimate Value Annual Program

Bring a colleague for only $149, a savings of $50 per additional attendee.

  • Unlimited Access to Live & Recorded Webcasts
  • Instant Access to Course Materials
  • And More!

$199