Executive Compensation

Creative compensation packages are necessary to attract and retain quality managers and executives for private and public companies. Plans and programs that can be a part of executive compensation packages include: tax qualified and non-qualified deferred compensation plans and agreements; incentive stock option plans; non-qualified stock option plans; phantom stock or phantom equity programs; stock appreciation rights; and stock purchase plans. The employer's funding methods for these plans and programs requires careful planning and knowledge of the employer's objectives and capabilities. Funding can be with cash, equity or through insurance. It can be deductible or non-deductible. It can be current or deferred and it can be secured or unsecured. The many variables allow for great flexibility in designing an executive compensation program that works for a particular employer.

Lawyers at the firm have the experience and knowledge necessary to help employers design and implement effective executive compensation programs. The lawyers in the Executive Compensation Practice Group have extensive knowledge of the tax, accounting and ERISA rules which govern any executive compensation program. They also have experience working with a large variety of clients on these programs. This combination of in-depth knowledge and extensive experience contributes to the implementation of a successful executive compensation program.