Say on Pay - ERI Economic Research Institute

Say on Pay - ERI Economic Research Institute...

 

On October 18th, the Securities and Exchange Commission proposed rules
that would allow shareholders to cast advisory votes on executive compensation in public companies subject to the federal proxy rules. If the proposed rules are enacted, regulated companies will be required to provide shareholders with an advisory vote on executive compensation and compensation arrangements related to merger transactions (golden parachutes). Institutional investors would be required to report their votes on executive compensation and golden parachute arrangements
at least annually. 

The proposed rules implement the Dodd-Frank Act, which requires that the advisory votes must take place at least once every three years beginning with the first annual shareholders’ meeting held after January 21, 2011. The companies would also be required to let shareholders cast a non-binding vote on whether the advisory votes would take place annually, every other year or every three years. The proposed rules also require additional disclosure of golden parachute arrangements with executive officers in connection with merger transactions, going-private transactions and third-party tender offers. Companies would be required to provide an advisory vote to approve some of these golden parachute arrangements. 

Read FULL Story...

SalaryExpert.com - Salary and Cost of Living Syndication Center

SalaryExpert.com - Salary and Cost of Living Syndication Center...

If you're looking to generate more traffic for your site, increase brand visibility or communicate with your readers more effectively, adding SalaryExpert syndicated content can play a major role in growing and developing your online properties. We offer a variety of interactive content modules that can be easily tailored and added to your site.

Calculators
Allow your vistors to quickly perform a number of job, salary and cost of living related calculations without leaving your site.

Graphs & Charts

Embed customized graphs and charts based on job, salary, and cost of living research data directly into your website.

Learn more now!

Nonprofits Control Increases in Health Care Premiums with Cost Shifting to Employees

While nonprofits overall held organization-paid health care premium increases to single digits at the beginning of 2010, their employees were paying more for their coverage, with higher premium requirements, higher annual deductibles, higher co-payments, and even less extensive coverage. 

A new report by Abbott, Langer Association Surveys, Inc., entitled 2010 Benefits in Nonprofit Organizations, Tenth Edition, provides current data on health plan costs and benefit practices in nonprofit organizations that can be used to help evaluate benefit program design strategies. Released July 1, 2010, it covers specific types of benefits offered January 1, 2010, by a sample of 116 nonprofit organizations of varied sizes with a total of over 21,000 employees. Over half of the responding organizations had fewer than 50 employees; 17 percent had 50 to 99, and 22 percent had 100 to 499; the remaining 8 percent employed 500 or more. One hundred eighty-one medical plans covering over 15,000 nonprofit employees across the United States were reviewed, along with 115 dental plans.

Details on medical, vision, dental, disability, and life insurance, along with retirement plans, are presented, as well as information on paid leave and executive perquisites.

The 2010 findings include:

• 57% of respondents offering medical benefits have a Preferred Provider Organization (PPO) plan as the primary medical plan.
  
  • The average employee cost for employee-only coverage is $76 per month.
  • The average employer cost for employee-only coverage is $418 per month – 85% of the total premium cost.
  • Average cost of the premium went up 14% for employees and dropped by 2% for employers from 2009 to 2010.
• Employers paid an average of 64% of the PPO premium for family coverage in 2010 – they paid 69% of the cost in 2009.
• 57% of respondents offered provisions to opt out of medical coverage and 35% provided some reimbursement for doing so;
• While 96% offer a retirement plan, only 14% are defined benefit plans; the most common type is a 403(b) plan.
• While 76% offer traditional leave plans typically consisting of sick days, vacation, bereavement leave, personal leave, and floating holidays, the remaining 24% combine all or part of paid leave into a pool (Paid Time Off or PTO plans), granting an average of nearly 23 days of paid leave after one year of employment; the average granted at 10 years of service is 30.6days.
• 87% offer dental plans, with Dental PPOs as the most common type of plan.
• Basic life insurance is provided by 88% of respondents and 75% offer a long-term disability plan. 

Copies of the report are available for $489 at www.abbott-langer.com. 

A companion Abbott, Langer Association Surveys, Inc., report, the 2010 Health Care Benefits Benchmarking Survey, compares health care plans, medical insurance, dental insurance, and vision insurance offered by nonprofit organizations, government entities, privately owned for-profit, and publicly owned for-profit organizations. Published in April 2010, it is also available for purchase at www.abbott-langer.com. 

About Abbott, Langer Association Surveys:

Since 1967, Abbott, Langer has provided a wide variety of compensation and benefit survey reports, with a particular focus on the nonprofit and manufacturing sectors. Now operating under license with ERI Economic Research Institute (www.erieri.com), Abbott, Langer uses ERI's patented online survey capabilities to produce reports used by thousands of customers for salary and benefit planning and other HR management decision-making. Users are diverse organizations that vary in size from extremely small to over $4 billion in annual sales volume, and include firms that operate locally, regionally, nationally, and even internationally. Please call 877-210-6563 or visit www.abbott-langer.com for more information and a complete list of available surveys.

Executive Pay at Lowest Levels since 2005, According to ERI Economic Research Institute

As Seen on PRLog.org...

A new study by the Economic Research Institute shows that the average total compensation of the highest-paid executives in U.S. publicly help companies dropped by 11.8 percent from February 2009 to February 2010 — the lowest point since the end of 2005.

ERI said the drop in its Total Compensation Index was driven by a 25.8 percent decrease in cash bonus and non-equity incentives — typically based on meeting performance goals — and a 12.8 percent drop in restricted stock awards.

Among ERI’s findings:

• Executive salaries dropped 2.9 percent, from $1.25 million in February 2009 to $1.22 million in 2010.
  
  
• Bonus and non-equity incentives fell 25.8 percent, from $4.28 million in 2009 to $3.18 million in 2010.
  
  
• Restricted stock awards fell 12.8 percent, from $5.02 million in February 2009 to $4.37 million in February 2010.
  
  
• Stock options fell 1.2 percent, from $4.38 million in 2009 to $4.33 million in 2010.
  
  
• All other compensation fell 35 percent, from $1.15 million in 2009 to $753,142 in 2010.

Redmond, Wash.-based Economic Research Institute provides salary survey and cost-of-living research reports and software to more than15,000 organizations worldwide.

Learn More: http://www.erieri.com/index.cfm?FuseAction=Home.demo

ERI Economic Research Institute was founded in 1987 to provide compensation, benefits, and Human Resource research for private and public organizations in the form of published reports and software database products.