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Repricing and backdating

The compensation is typically a mixture of salary, bonuses, equity compensation (stock options,etc.), benefits, and perquisites.It has often had surprising amounts of deferred compensation and pension payments, and unique features such as executive loans (now banned), and post-retirement benefits, and guaranteed consulting fees."Golden hellos," or hiring bonuses for executives from rival companies, are intended to compensate a new hire for the loss of value of stock options provided by his/her current employer that are forfeited when they joining a new firm.To entice the potential hire the new employer had to compensate them for their loss by paying a massive signing bonus The number of companies making upfront payments surged to more than 70 this year from 41 in all of 2012, according to governance-advisory firm GMI Ratings Inc.for the New York Times found that the median pay package for the top 200 chief executives at public companies with at least

The compensation is typically a mixture of salary, bonuses, equity compensation (stock options,etc.), benefits, and perquisites.It has often had surprising amounts of deferred compensation and pension payments, and unique features such as executive loans (now banned), and post-retirement benefits, and guaranteed consulting fees."Golden hellos," or hiring bonuses for executives from rival companies, are intended to compensate a new hire for the loss of value of stock options provided by his/her current employer that are forfeited when they joining a new firm.To entice the potential hire the new employer had to compensate them for their loss by paying a massive signing bonus The number of companies making upfront payments surged to more than 70 this year from 41 in all of 2012, according to governance-advisory firm GMI Ratings Inc.for the New York Times found that the median pay package for the top 200 chief executives at public companies with at least $1 billion in revenue in 2012 was $15.1 million—an increase of 16 percent from 2011. About 40 percent of the top 0.1 percent income earners in the United States are executives, managers, or supervisors (and this doesn't include the finance industry)—far out of proportion to less than 5 percent of the working population that management occupations make up.Like other employees in modern US corporations, executives receive a variety of types of cash and non-cash payments or benefits provided in exchange for services—salary, bonuses, fringe benefits, severance payments, deferred payments, retirement benefits.In the other direction, "some of the largest and most successful corporation" in the US—Google, Capital One Financial, Apple Computer, Pixar—paid a CEO annual salary a token $1—i.e.their pay was all in bonuses, options and or other forms.

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The compensation is typically a mixture of salary, bonuses, equity compensation (stock options,etc.), benefits, and perquisites.

billion in revenue in 2012 was .1 million—an increase of 16 percent from 2011. About 40 percent of the top 0.1 percent income earners in the United States are executives, managers, or supervisors (and this doesn't include the finance industry)—far out of proportion to less than 5 percent of the working population that management occupations make up.Like other employees in modern US corporations, executives receive a variety of types of cash and non-cash payments or benefits provided in exchange for services—salary, bonuses, fringe benefits, severance payments, deferred payments, retirement benefits.In the other direction, "some of the largest and most successful corporation" in the US—Google, Capital One Financial, Apple Computer, Pixar—paid a CEO annual salary a token

The compensation is typically a mixture of salary, bonuses, equity compensation (stock options,etc.), benefits, and perquisites.It has often had surprising amounts of deferred compensation and pension payments, and unique features such as executive loans (now banned), and post-retirement benefits, and guaranteed consulting fees."Golden hellos," or hiring bonuses for executives from rival companies, are intended to compensate a new hire for the loss of value of stock options provided by his/her current employer that are forfeited when they joining a new firm.To entice the potential hire the new employer had to compensate them for their loss by paying a massive signing bonus The number of companies making upfront payments surged to more than 70 this year from 41 in all of 2012, according to governance-advisory firm GMI Ratings Inc.for the New York Times found that the median pay package for the top 200 chief executives at public companies with at least $1 billion in revenue in 2012 was $15.1 million—an increase of 16 percent from 2011. About 40 percent of the top 0.1 percent income earners in the United States are executives, managers, or supervisors (and this doesn't include the finance industry)—far out of proportion to less than 5 percent of the working population that management occupations make up.Like other employees in modern US corporations, executives receive a variety of types of cash and non-cash payments or benefits provided in exchange for services—salary, bonuses, fringe benefits, severance payments, deferred payments, retirement benefits.In the other direction, "some of the largest and most successful corporation" in the US—Google, Capital One Financial, Apple Computer, Pixar—paid a CEO annual salary a token $1—i.e.their pay was all in bonuses, options and or other forms.

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The compensation is typically a mixture of salary, bonuses, equity compensation (stock options,etc.), benefits, and perquisites.

—i.e.their pay was all in bonuses, options and or other forms.

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The policy should be reviewed regularly and updated as necessary.For example, in 2011 Alpha Natural Resources' CEO failed to meet the compensation formula set by the board, in large part because of his overseeing the "biggest annual loss" in the company's history.He was given a half million dollar bonus nonetheless on the grounds of his "tremendous" efforts toward improving worker safety.Examples of resetting targets when executive performance falls short have been criticized at Coca-Cola and AT&T Wireless Services.For example, when executives failed to meet the annual earnings growth rate target of 15 percent at Coca-Cola in 2002, the target was dropped to 11 percent.TSX recommends that listed issuers follow these guidelines when designing a web site, establishing an internal e-mail policy or disseminating information over the Internet.Unlike the disclosure rules which are applicable to all electronic communications, these guidelines are not hard and fast rules which must be followed.But components of executive pay are more numerous and more complex than lower-level employees.though that has not stopped some companies from going over the limit.This responsibility includes ensuring the issuer web site is properly reviewed and updated.—TSX recommends that issuers take advantage of Internet technologies and make available through an issuer web site all corporate "timely disclosure" documents and other investor relations information that it deems appropriate.

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