It is clear that the radical changes to the taxing of employee share plans announced in the 2009 Commonwealth Budget have implications that have not been considered by the proponents.
At Risk Reward — The Long Term Incentive
John Egan highlights the key principles and design features which Boards need to address in structuring LTI plans.
At Risk Reward — The Annual Incentive
John Egan discusses the core design features of the STI plan and also comment on gateways, modifiers, KPI weighting, payment deferral and the exercise of discretion.
KMP Report No. 12 : 2014 AGM Season Proxy Advisor Views
As the AGM season is fast approaching, we have prepared a summary of proxy advisor and institutional investor views for your reference.
Why do Companies use Fair Value?
Credit Suisse has released a further research note investigating the reasons for organisations’ use of fair value to allocate equity under incentive plans.
Eyes on Employee Share Scheme Rules
The government has reportedly indicated it is ready to revoke controversial employee share scheme legislation changes that were put into place in 2009.
Potential IPO Red Flags
We have noticed an increasing number of floats coming to market with executive incentive plans that contain features not in accord with broad market practice and, frankly, incoherently structured.
Pay for Performance in the ASX 100
Egan Associates is observing a more disciplined commitment by Boards in ensuring incentive payments are governed by financial, operational and strategic performance.
Accurate Disclosure of the Remuneration Structure
Methods for revealing the proportion of reward split between fixed remuneration and potential earnings under incentive programs vary significantly.
Challenges with the Statutory Reporting of Rights Grants to Executives
Daniel Yin examines two critical issues which often emerge when ASX companies prepare their Remuneration Report.