Executive Compensation

Cohen & Gresser’s Executive Compensation practice brings together expertise from a variety of disciplines to deliver effective compensation solutions for companies and their executives. From designing stock- and cash-based incentive arrangements, to advising on compensation issues in mergers, acquisitions, and other strategic transactions, as well as private equity and venture capital investments, our attorneys offer companies, executives, and boards of directors a comprehensive suite of compensation counseling. We advise clients on employment agreements, management structures, succession arrangements, employee stock ownership issues, compliance policies, and incentive plans. Our attorneys are well-versed in the latest trends in corporate governance and regularly advise on compensation disclosure, investor relations, and securities law matters.

We work closely with our colleagues across the firm, including a number of former general counsels at companies and funds, who have extensive experience advising companies and executives in all aspects of compensation negotiations as well as with day-to-day compensation issues, terminations, employment-related disputes and investigations, and tax issues.

Key Contacts

All Attorneys

On August 25, 2022, the SEC adopted new pay-for-performance rules requiring public companies to disclose executive pay compared to company performance.

  • While the basic idea behind these rules may seem straightforward, the new rules have the potential to pose a host of new challenges for public companies.
  • Notably, the new rules have the potential to change how a company is seen by altering how its compensation is measured in ways that are not easy to predict.
  • Companies will need to comply with the new rules in the upcoming proxy season and should begin reviewing the new requirements and analyzing how their executive compensation will be viewed under the new rules as soon as possible.

In this client alert, Bonnie J Roe breaks down the SEC’s new disclosure rules, analyzes their potential impact on public companies, and offers insight into how companies can mitigate any potential risks posed by the “pay-for-performance” rules.