Compensation Season 2024

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Compensation Season 2024

Wachtell, Lipton, Rosen & Katz LLP offer their thoughts on upcoming trends that are likely to shape executive compensation in 2024, with highlights including the continued prevalence of non-compete clauses, new Pay vs. Performance guidance, updated clawback filings, and proxy advisor updates, among others.

Wachtell|Lipton|Rosen & Katz

First Principles of Executive Pay

Be clear on the objective of your incentive plan design and setting performance goals that meet those objectives.

May 1, 2019 Directors & Boards
Executive & Director Pay Design
Articles

Compensation Clawbacks: New Approaches for Boards

Join Corporate Board Member, Semler Brossy and Latham & Watkins for a discussion on the various market forces shaping compensation clawback policies.

February 28, 2019
Executive & Director Pay Design
Articles

The Business Case for Clawbacks

A strong business case often exists for thinking about clawbacks more broadly than regulators require.

April 16, 2018
Executive & Director Pay Design
Articles

Orientation to Match a New Reality

New committee members need to gain sufficient understanding of compensation practices deeper in the organization to understand where business risks might lie.

April 11, 2018 Corporate Board Member
Executive & Director Pay Design
Articles

Rewarding Strategic Investment

For boards, encouraging investment to fulfill future strategy when short-term forces push executives in the opposite direction is a prevalent problem.

February 13, 2018 NACD Directorship Magazine
Executive & Director Pay Design
Articles

Stock Options Deserve Another Look

Over the past 20 years, stock options have gone from being far and away the most popular equity vehicle to being viewed unfavorably by many.

February 7, 2018
Executive & Director Pay Design
Articles

Structure Pay Practices to Develop C-Suite Talent

To avoid sub-optimizing the performance of a talent-development system, boards need to assure the systems are built from the ground up with pay in mind. If compensation programs reward, motivate, and retain top performers as they move up, sideways, and take on special projects, the highest performing and the highest potential people will remain committed to the organization and become a competitive advantage.

February 27, 2014 NACD Directorship Magazine
Executive & Director Pay Design
Articles

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