- The impact on the timing of setting targets;
- Whether the compensation committee process for approving incentive plans will change, including the compensation committee’s use of positive and negative discretion; and
- The impact on company tax efficiency.
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This week, the Association’s Center On Executive Compensation hosted an in-depth discussion regarding the impact the repeal of the performance-pay exception will have on executive compensation plan design and administration as well as the implications for chief human resource officers and compensation committees. The call featured Blair Jones, Managing Director at Semler Brossy Consulting Group, LLC and Regina Olshan, Partner at Skadden Arps, who joined the Center Team for a discussion on the practical implications of the 162(m) changes. These included:
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