Executive Compensation
In-depth understanding of executive compensation details.
To remain competitive, your company needs to attract, hire and retain high-quality executive talent. A competitive compensation package may include a variable mix of cash, equity, phantom-equity and insurance benefits, which are subject to differing tax treatment by the company and the individual recipient, both as to classification and timing.
Our tax professionals work with these plans every day and can give you fast, clear answers to complex questions. We know the issues and pitfalls, not only from the tax side but also from the financial reporting side, and can help you understand the effects of different choices.
We advise companies on designing packages that yield after-tax results that encourage your executives to further your business objectives and enhance shareholder value. We also work with individual executives who may be entertaining a new engagement and are looking for the most tax efficient approach.
Our services include assistance in:
To remain competitive, your company needs to attract, hire and retain high-quality executive talent. A competitive compensation package may include a variable mix of cash, equity, phantom-equity and insurance benefits, which are subject to differing tax treatment by the company and the individual recipient, both as to classification and timing.
Our tax professionals work with these plans every day and can give you fast, clear answers to complex questions. We know the issues and pitfalls, not only from the tax side but also from the financial reporting side, and can help you understand the effects of different choices.
We advise companies on designing packages that yield after-tax results that encourage your executives to further your business objectives and enhance shareholder value. We also work with individual executives who may be entertaining a new engagement and are looking for the most tax efficient approach.
Our services include assistance in:
- Choosing the proper mix of compensation components (base, bonus, long-term incentives)
- Rewarding desired behaviors with compensation
- Properly reporting the tax treatment of incentive plans
- Selecting the correct form of payment for your business–cash (e.g. SARS or phantom-stock) versus equity (stock or option-based)
- Effectively communicating the compensation structure
- Dealing with compensation in relation to corporate transactions
- Choosing the correct compensation structure for your business entity
- Supplementing company retirement plans