While U.S. companies are addressing the new requirement to report CEO pay ratio statistics to shareholders, U.K. companies are now required to report statistics on the gender pay gap. Such reporting is mandated for no later than April 4, 2018, and the reporting must occur on the company's public-facing website and submitted directly to the government using its dedicated online reporting service. Such reporting is in direct response to the U.K. Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Read More
Current Pay Governance Viewpoints
John R. Ellerman
John R. Sinkular, Joshua Bright and Phil Johnson
Talent retention is one of the executive pay program's most important objectives. In order to minimize situations when retention is an issue with the pay program-rather than one of its characteristics-it is important to ensure the core elements are well designed and operating effectively. A strong pay program foundation includes target pay opportunities at market-competitive levels, incentive plans understood by participants, and payouts commensurate with performance. Read More
As we approach the 2018 proxy season, a key change for companies will be the first publication of the CEO Pay Ratio as mandated by the Dodd-Frank Act of 2010. Companies will begin publishing CEO Pay Ratios in proxy statements in early 2018. Read More
Jon Weinstein and Linda Pappas
Last month, Institutional Shareholder Services (ISS) released its 2018 voting policy updates for companies that have shareholder meetings on or after February 1, 2018. More recently, ISS revised its “Pay-for-Performance Mechanics” white paper, providing additional details on its 2018 policy changes, and updated its Frequently Asked Questions documents for both U.S. Compensation Policies and U.S. Compensation Plans. As many companies prepare for the upcoming proxy season, we are providing insight and additional guidance in navigating the latest ISS policy developments. Read More
Team Member Highlight
- Peter Ringlee Consultant | New York
- View Articles by Peter Ringlee
Peter Ringlee is a Consultant in the New York office of Pay Governance and a member of the Firm’s entertainment and media industry practice. Peter has over nine years of experience advising public and private clients on a broad range of executive compensation issues. His background includes incentive plan design, competitive market assessments of executive and non-employee director compensation, employment contracts, global and expatriate compensation, and equity plan approvals. Peter has client experience across a broad range of industries with specific focus in the entertainment and media, utility, and business services industries.
Prior to joining Pay Governance, Peter worked for three years as an executive compensation consultant in the Global Consulting Network at Towers Watson (now Willis Towers Watson).
Peter graduated with a Bachelor of Arts degree with honors from Boston College, double majoring in History and Philosophy.