- More companies move to fully fund executive benefits. // Corporate Board;Mar/Apr90, Vol. 11 Issue 61, p25
Focuses on the special funding and security arrangements aimed to assure executives that they will collect the deferred pay, pension and other benefits promised to them by firms in the United States. Effects of takeover risks to executive benefit plans; Protection offered by security laws.
- Executive Compensation: Performance and Patience. Platt, Harlan D.; McCarthy, Daniel J. // Business Horizons;Jan/Feb85, Vol. 28 Issue 1, p48
Chief executive officers who concentrate on short-term financial success to gain increased compensation could miss what may be the real factor in high salaries--years on the job. In establishing corporate policies and goals, chief executive officers may include as an important objective the...
- Non-qualified benefits help companies attract and retain key executives. Safka, Wayne // NACD Directorship;Jul/Aug94, Vol. 19 Issue 7, p4
Focuses on companies' use of non-qualified benefits to compensate executives. Background on non-qualified benefits; Forms of benefits; Tax law changes' impact on the importance of non-qualified benefits.
- M Fin'l sees future in benefits consulting to private firms. King, Carole Ann // National Underwriter / Life & Health Financial Services;8/17/98, Vol. 102 Issue 33, p7
Reports on the results of M Financial Group's survey on executive compensation and benefits packages of 209 private companies with revenues ranging from $50 million to $250 million. Need for private companies to look at what public companies are doing in terms of executive compensation and...
- Good planning maximizes qualified plan benefits. Miner, William J. // Business Insurance;4/25/94, Vol. 28 Issue 17, p27
Discusses ways of maximizing qualified plan benefits for executives in spite of the compensation cap. Selection of transition options provided by the Internal Revenue Service (IRS); Application of regular plan formula to compensation; Addition of future service accrual.
- Employers can use `creative compensation' to lure, retain top talent. Schrader, Martin // Fairfield County Business Journal;10/13/97, Vol. 36 Issue 41, p20
Focuses on creative employee compensation programs to lure or maintain top executives in the company. Interview with three executives of Ernst & Young over compensation pays; Case study; Pointers for start-up companies in luring top talents.
- HIGHEST-PAID EXECUTIVES. Patta, Gig; Walker, Leeann // San Diego Business Journal;2001 Book of Lists, Vol. 21 Issue 52, p156
Presents the highest-paid executives of public companies in San Diego, California ranked by 1999 cash compensation. Names of executives; Compensation breakdown; Number of shares held in the company; Percent beneficially owned; Age and years with the company.
- Keeping The 'Talent' Home: Selecting An Insurance Based Fringe Benefit. Olearcek, Patrick F. // Franchising World;Nov/Dec2000, Vol. 32 Issue 6, p41
Reports on the need of companies to upgrade its insurance and retirement programs that meet the objectives of both the company and executive. Challenge facing company decision makers; Classification of fringe benefit plans.
- Changing conditions for executive perks. // Management Review;Oct81, Vol. 70 Issue 10, p46
Reports on changes in conditions for executive perks in the U.S. as of October 1981. Changes in stipulations for company cars; Offer of economy class airline tickets; Travel expenses incurred by spouses; Cost of providing financial counseling.