This report provides the full year of 2014 Say on Pay vote results, covering more than 2,500 Russell 3000 companies that held votes in calendar year 2014.
The majority of companies continued to pass Say on Pay with substantial shareholder support: approximately 92% of companies passed with over 70% shareholder approval. 60 Companies (2.4%) failed Say on Pay. Five companies failed since our last report update: Celadon Group, Cheniere Energy, Energy XXI, Globe Specialty Metals, and Oracle. We will begin to issue Say on Pay updates for the 2015 proxy season in March 2015.
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2022 Say on Pay Reports
The divergence in average vote results between S&P 500 and Russell 3000 continues but failure rates decline
Implications of Elevated Shareholder Expectations
Vote results between the two indices have diverged due to a fractured governance landscape and differentiated expectations for “good” governance at large- and small-cap companies.
Post-Pandemic? What to Look for the 2022 Proxy Season
This proxy season will revert toward the pre-pandemic focus on financial metrics and conventional pay-for-performance structures.
2021 Say on Pay Reports
The historically high S&P 500 failure rate is likely to remain through year-end, while the Russell 3000 failure rate has stayed steady since June.
Shareholder and Stakeholder Interests Are Aligned
Many have long maintained that in the long run, investing in stakeholders is good for shareholders— and that stakeholders and shareholders are not an either/or proposition, but rather a both/and proposition where addressing stakeholders leads to better long-term shareholder returns.
Are 2021 Say on Pay Changes Here to Stay?
Emerging themes from this year’s Say on Pay and proxy voting season suggests a fundamental shift in shareholder and proxy advisor perspectives on compensation.
How do you respond to a low Say on Pay vote?
How to understand the immediate key steps that can help turnaround a Say on Pay outcome.
Executive Compensation Under Covid
In setting or adjusting executive compensation for 2020, boards employed a variety of reactions and solutions. All of these were well intended, and some look to hold up well over time. Other compensation arrangements, by contrast, will look incongruous given what we know now.