Executive Compensation Regulation - White Papers

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Dodd-Frank Timeline, Shareholder Approval of Executive Compensation and Golden Parachute Compensation, SEC
Approval Date Effective Date Compliance Date
February 2, 2011 April 4, 2011 April 4, 2011

White papers addressing executive compensation regulation.

Contents

Council of Institutional Investors: Wall Street Pay: Size, Structure and Significance for Shareowners

November, 2010

This paper, which was prepared by Paul Hodgson, Senior Research Associate, with Greg Ruel, Advisory Services Manager, and Michelle Lamb, Research Associate, The Corporate Library, investigates the nature and significance for investors of the size and structure of executive compensation at major U.S. financial institutions. The study compared pre-crisis and post-crisis compensation practices of financial institutions with those of large non-financial companies. Among the findings in the study:

The study concludes with suggestions as to potential remedies, such as filing shareholder proposals, and lobbying Congress for more effective reforms.

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The Conference Board Task Force on Executive Compensation

September, 2009

From the white paper:

"The task force believes that executive compensation executed correctly, in furtherance of a company’s business strategy and shareholder value and consistent with the company’s values, is essential to the economic health of America’s business sector. It has provided guiding principles for setting executive compensation, which, if appropriately implemented, are designed to restore credibility with shareholders and other stakeholders. The following summarizes these principles:

  1. Compensation programs should be designed to drive a company’s business strategy and objectives and create shareholder value, consistent with an acceptable risk profile and through legal and ethical means. To that end, a significant portion of pay should be incentive compensation, with payouts demonstrably tied to performance and paid only when performance can be reasonably assessed.
  2. Total compensation should be attractive to executives, affordable for the company, proportional to the executive’s contribution, and fair to shareholders and employees, while providing payouts that are clearly aligned with actual performance.
  3. Companies should avoid controversial pay practices, unless special justification is present.
  4. Compensation committees have a critical role in restoring trust in the executive compensation setting process and should demonstrate credible oversight of executive compensation. To effectively fulfill this role, compensation committees should be independent, experienced, and knowledgeable about the company’s business.
  5. Compensation programs should be transparent, understandable, and effectively communicated to shareholders. When questions arise, boards and shareholders should have meaningful dialogue about executive compensation."

The white paper expands upon these five principles, and offers guidelines for the design and implementation of executive compensation programs.

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Ethics Resource Center:Ethical Leadership and Executive Compensation

March, 2010

From the white paper:

"Specific flaws that now appear evident include:

But identifying the flaws is not enough. Somebody must impose solutions." The white paper goes on to highlight the keys to the design of fair compensation plans.

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Executive Compensation Regulation - White Paper - Evaluation of Dodd-Frank Act Executive Compensation Provisions Using IDEC Project Principles

September 2010'

This checklist provides a snap-shot of the potential impact of the Dodd-Frank Act on executive compensation, looking at issues such as:

In summary, the paper states that "the Dodd-Frank executive compensation provisions may result in improved alignment with shareholders, greater accountability to shareholders and more transparency; however, the provisions may impose significant cost in terms of executive engagement, motivation and positive risk-taking."

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