Exec Compensation Report Identifies Trends
- Boardroom pay in the top 250. // Management Accounting: Magazine for Chartered Management Account;Apr95, Vol. 73 Issue 4, p7
Reports on Arthur Andersen & Co.'s development of a benchmarking system designed to help remuneration committees to evaluate the appropriate level of remuneration for top executive jobs. Use of a 27-point profiling technique; Measurement of tasks and responsibilities; Risk of company products;...
- Andersen survey finds health benefits rise in scope & costs. // Hudson Valley Business Journal;09/25/2000-10/09/2000, Vol. 11 Issue 16, p17
Reports that employers are enhancing their fringe benefit offerings and are providing more medical coverage to part-time employees in the United States, according to an Arthur Andersen survey. Increase in medical costs by 10.5 percent from 1999; Increase in the number of organizations providing...
- 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.
- 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.
- Fringe benefits. // Business Mexico;2000 Special Issue, Vol. 9/10 Issue 12/1, p13
Presents the results of a survey of executive salaries and fringe benefits in Mexico. Percentage of respondents offered life insurance; Percentage of respondents whose companies offer a major medical expense plan for employees; Percentage of respondents whose company provide cars for executives.
- 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.