George Chirayil and Tom Telford discuss solutions for closing compensation gaps and securing talent, the competitive need for both new and modernized executive benefit plans, and the importance of regularly scheduled reviews of plan funding concerns.
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The Tax Cuts and Jobs Act imposes an excise tax on hospitals, healthcare systems, and other tax-exempt employers for providing compensation in excess of $1 million to any individual and for paying "excess parachute payments." The good news is that restructuring or changing certain executive benefit plans can minimize or eliminate the tax, but you must act soon. Join our upcoming free webinar to determine if your organization is affected now, or potentially in the future. You’ll learn how the new excise tax works and solutions to mitigate it.
Employers look to their peers for guidance as they pursue destination-employer status. Explore the best-in-class tactics midsize employers are using to outperform the competition in healthcare cost control and human resource management.
Employers look to their peers for guidance as they pursue destination-employer status. Explore the best-in-class tactics large employers are using to outperform the competition in healthcare cost control and human resource management.
Most companies widely regarded as the best have built and communicated a strong internal and external employment brand around their success. The 2017 Human Capital Insights Report helps prepare organizations to compete as a destination employer, with data-driven insights from Gallagher thought leaders on how to attract and engage top talent, control healthcare costs, improve employee total wellbeing and manage risk.
Steve Mann discusses how an effectively designed, executed and communicated executive benefits program can help employers pay for performance and protect against the risk of losing key personnel. He looks at “golden handcuffs” plan design ideas and other low-cost options, and apart from benefits, points out the importance of developing an engaging workplace culture.
John Neumaier and Cline Young discuss how employers can develop an executive benefits plan that fits their culture and demographics, using workforce analytics to support retention and succession objectives and drive continuous leadership performance.
David Nygard writes about how executive long-term incentive (LTI) values now dwarf executive salaries at most publicly traded U.S. companies. LTI plans are a challenge to implement properly for private companies’ non-founder executives.
Employers are on a journey defined by competing priorities: Attracting and retaining top talent, and controlling benefit costs. Begin comparing your challenges and strategies to over 3,000 employers nationwide with the 2015 survey infographic.
The demand for linking corporate pay to performance has been growing over the past 15 years, at least. This article outlines a straight-forward way to consider stock price performance in the sizing of annual equity-based incentive awards (“Dynamic Award Methodology”) thereby improving plan share reserve levels, burn rates, disclosure optics and pay for performance comparisons