Execut Thought

Mark Warner asked:


An Executive Compensation Agreement is an agreement between a company and a potential executive whom the company would like to hire for employment. These agreements lay out the terms of an executive’s employment, including but not limited to provisions covering the executive’s compensation, including a bonus structure, scope of employment, grounds for termination, and severance package available upon termination. Specifically, when drafting an Executive Compensation Agreement, be sure to include the following provisions:

1. Opening Recitals. Be sure to first include the date of the agreement, the name of the company and the executive (and any abbreviations of the names that will be used throughout), the address of the company’s headquarters, and general purpose for the agreement. This recital can be as simple as: “Company and Executive are forming this agreement for executive to provide company with services as __________”, and list the title of the position.

2. Terms and Conditions. The first few provisions should lay out the terms and conditions of the agreement. This should include the title of the position. It should also include the length of the term of employment, and whether or not the term is renewable by either party or upon mutual consent.

3. Scope of Duties. The scope of the executive’s duties and the expectations of the company should be laid out in detail. In exchange for compensation, what is the executive being hired to do? Will he be required or expected to meet certain financial goals? How many employees will he be managing? These questions should be answered in detail. If describing these duties takes up several pages, it may be advisable to create an attachment and refer to it in the agreement. If this is the case, the provision could read: “In consideration of receiving compensation, executive agrees to perform the position, duties and office outlined in Attachment A.”

4. Compensation and Benefits. The executive’s compensation and benefits package should also be covered in detail. This should include annual salary, bonus opportunities for achieving certain goals, and stocks and stock options. His benefits package should be covered, listing his vacation time, health benefits, travel reimbursement, 401(k), pension (if applicable), disability pay, etc. Again, if the drafter prefers, he or she may want to draw up this information on a separate document, attach it to the agreement, and simply refer to the attachment.

5. Termination. Usually an executive is subject to termination under certain circumstances or upon certain events. These grounds for termination must be described in this provision. There are several scenarios that may be in play:

a. If the executive is to remain an “at-will” employee, then management can terminate the executive’s employment at any time, for any reason. If this is the case, the executive should be able to do the same.

b. In the alternative, the company may be allowed to fire the executive for any reason, but must provide the executive certain notice, usually in writing. An executive may be able to negotiate for as much as twelve (12) months written notice. Again, here the executive might be required to do the same.

c. Alternatively, the company may only be allowed to terminate the executive for “good cause”. If so, the term “good cause” must be defined. Usually good cause is defined as the failure to achieve modest financial targets or if the executive commits a bad act against the company, such as theft, or violates his fiduciary duty, duty of loyalty, or duty of confidentiality.

These are the most critical provisions that must be addressed in an Executive Employment Agreement. Provisions covering compensation upon termination, covenants regarding inventions and copyrights, protection of confidential information, covenant not to compete, severability, and governing law should also be included. For more information or to read actual clauses from Executive Employment Agreements, please visit the agreement section of this website.

Francis Githinji asked:


Online dating is very dynamic. Consequently, you will find all kinds of dating going on. From single parents online dating to senior dating, it can truly be an exciting journey for all members of society. If you are an executive, you might feel a bit left behind. However, nothing warrants for this feeling; there are very many executive online dating sites waiting for you to register with them. This is the forum where both young and old executives meet to exchange ideas as they explore possibilities of relationships. There are so many executive online dating sites. The executive club is one of the most popular dating site online. If you are a single executive, you need to check out this service. You are guaranteed to an exceptional service which will propel you to the right direction. It does not matter what kind of an executive you are; you will find someone to compliment you. If you are not interested in a long term relationship, you can simply go for a casual fling. If you are just searching for friends, you will not be disappointed. There are many executives who can testify to great success. They have found their better halves and great friends. The many sites you visit for executive dating, will have specific professions listed. You can then choose an executive to date.

Business executives will have a lot to talk about. It is exciting to meet executives with dynamic points of view. As an executive, you need to find the best online dating sites. Many new services try to offer a good service but, if you wish to have an excellent service, look for those sites with a bit of experience. This experience is invaluable. The data bank must have a lot of executive profiles. This drastically increases your chance of meeting an ideal mate. Consider the kind of success the particular executive online dating site has had over the years. Most likely, there will be many success stories. Do not forget to read reviews on the services. This is the best way of knowing what to expect. Independent reviews will be most helpful. They give an unbiased view about the online agency. Reading their homepage can give you the go ahead of whether to use the service or to look for another service. The language must appeal to you; follow your gut and, you will not be disappointed. Having a positive attitude will ensure that you start the process well and end it well. There are no complications when it comes to joining. Like all other online sites for dating, the procedure will not change. You will create a username or a screen name then enter your password. The username must be unique. Many sites will guide you in this. You will benefit from the free advise provided by many sites. Ingest as many tips as possible and you will be empowered.

Choosing executive online dating will not only save you time, but money also. There are services you will find for free. But, if you do not mind paying, you will not have a problem with ones that charge. The prices are tailored to your needs and, you can choose the plan you that will be suited most for you.

Alain Tanugi asked:


I think it was the Financier Leo J. Hindery Jr who once said: ‘I think there are people, including myself at certain times in my career, who because of their uniqueness warrant whatever the market will bear.’ But the questions beg HOW much is too much? and Should macroeconomic woes slow CEO pay growth?

I recently read in the Associated Press that even as the economy slowed down in America “CEO pay still chugged to yet more dizzying heights last year.’ The top 10 highest paid CEOs took home a total of more than $500 million, but half of those companies saw huge drops in profitability at their companies.

One of the most exasperating things to shareholders and the public is when a CEO receives millions or tens of millions of dollars of compensation regardless of performance. This practice goes fundamentally against the culture of rewarding on the basis of ability and merit that underpins the free market system. Recent examples include: Marriott International chief J Willard Marriott Jr - his 2007 pay was $44m, up 22%, just six percentage points lower than Marriott’s stock price drop or Stan O’Neal, Merrill Lynch’s former boss, left with $159m after losing $8 billion.

Shareholders and politicians are advocating bringing in rules for companies that would allow shareholders to vote on executive pay. Executives in Europe have home far less compensation than their American counterparts in the past. But with leadership compensation in Europe on the rise, these pay increases have citizens in European nations deeply unsettled. The public indignation on both sides of the Atlantic has contributed to a unique political debate over what to do about excessive executive pay. Executive pay figures in Asia are still not as widely accessible as in Europe and America and it is difficult to compare. A recent study conducted by the CFA Institute Centre for Financial Market Integrity said that reporting compensation of executives on an individual basis is the practice in the United States, Britain and Australia and is advocated by institutional investors worldwide. Prevailing regulations and practices in Hong Kong, Japan and Singapore however leave much to be desired.

Jean-Claude Juncker, president of the European Commission’s “Eurogroup” of finance ministers, recently called excessive pay a “social scourge” and demanded action. When L’Expansion, a French business magazine, calculated that pay for the country’s bosses went up 58% in 2007, the finance minister, Christine Lagarde, said it was “scandalous” and threatened regulation. Nicolas Sarkozy, president of France, and Horst Köhler, president of Germany, have also denounced high pay.

New legislation the Netherlands will see the law setting EU500,000 as the level of annual salary or severance payment at which extra taxes must be paid. Germany’s Social Democratic Party is calling for legislation to curb pay, though its partner in government, Angela Merkel’s Christian Democratic Union, has so far resisted. At the same time the European Commission is working on a response to the Eurogroup’s complaint.

Just how extreme IS executive pay in Europe? As European firms compete for global talent it certainly has risen substantially in the last 10 years. Foreign executives now run seven of the firms in France’s CAC 40 index and five of Germany’s DAX 30. American-style bonuses and long-term incentive plans are now commonplace.

However European firms still pay a fraction of what is paid to their counter parts in America. According to Hay Group, a management consultancy, the median European executive earns just 40% as much as his equivalent in America. It’s also notable that both American presidential candidates - John McCain and Barack Obama - have been making compensation a campaign issue.

There is an important difference though companies in Europe seem to be more determined than American ones to link compensation to performance. In America share grants are often not tied to performance, whereas European firms usually attach performance criteria to any share grants, typically depending on a comparison with a peer group. Dan Vasella, boss of Novartis, a Swiss pharmaceutical giant, and a favourite target of pay activists, earned SFr17m ($14m) in 2007, down 33% from 2006, because he missed his targets.

The extreme rise in European executive pay has sparked an intense debate in countries that have been characterised by a relatively strong sense of economic solidarity and impartiality in the past several decades. A July 2007 Financial Times/Harris public opinion poll found that over 60 percent of those surveyed in the UK, France, Italy, and Spain would like to see their government set caps on top business executive pay. In Germany, a 47 percent plurality supports pay caps.

In America, only 32 percent of the public supports an outright pay cap on executive earnings a recent poll shows. However 77 percent of Americans say corporate executives ‘earn too much.’ Some members of Congress have responded by introducing legislation to curb excessive pay through tax reform and giving shareholders the right to vote on pay packages.

I recently saw an interview with Sarah Anderson, who compiles the Executive Excess report on CEO pay on a yearly basis. She discusses some of the issues raised in this column in her interview and I recommend that you take some time to view it. (http://www.youtube.com/watch?v=X2lKfRFhG0M.)

From what I have read and heard in the last year signs point to a strong possibility that meaningful reforms to rein in excessive executive compensation could be a prospect, as many political leaders in Europe and the United States seem to be finally catching up to the public uproar. It has to be said though that compensation is a complex issue. Different circumstances and industries dictate different packages and even severance pay may be justified if a change of control is the end goal. One would hope though that politicians would reject laws about pay, which are too widespread to be useful. Strict legislation might well compel leaders away from listed companies and create compensation packages even more complex-and so much more difficult to monitor.

Jo Varley asked:


If you have read my articles on how to personalise an executive gift you will have seen that there are many ways to achieve the perfect results.

In this article I want to explore further the options you have when choosing an engraved executive gift to give to your valued clients, suppliers or colleagues.

The most obvious way of personalising an engraved executive gift is to add the person’s initials; this makes the gift highly personal, and can show that you really have thought about them and the process.

As an example, imagine someone gave you or one of your friends some elegant cuff links that had been engraved with a company logo, you might imagine that apart from when the are visiting that particular company, they might not choose to wear what it clearly an advertisement on a normal day at the office.

Contrast that with the thought of a beautiful pair of silver plated cufflinks, with each one discreetly engraved with initials and the whole gift giving experience moves to a new level. The lucky recipient views the engraved executive gift as a highly personal gift, and one that will be treasured, and of course always remembered will be who and when gave them such a beautiful gift.

There are many times though when an engraved executive gift needs more words than just simple initials, perhaps you are commemorating a product launch, an anniversary, or even a promotion or retirement.

Engraved executive gifts are perfect for awards or recognition gifts, and it is when the gift is for one of these purposes that it makes sense to try and add a longer message.

Most good online engraved executive gift stores will give you the option to usually select three lines of about 15 letters that can be engraved on the item where space allows, or if it is a smaller item, perhaps just one line.

Some online stores charge just a modest extra amount for engraving, so there is no need to worry about huge charges for making the gift perfect for your purpose, and the best engraved executive gift sites will arrange for delivery to be made to you in as little as two or three days, saving you time and money.

Lets imagine that you have a company anniversary, and you want to give your top 25 clients an engraved executive gift as a lasting reminder of such a momentous occasion.

My recommendation is that you come up with a standard message for each one, but take the trouble to add their name to the engraved executive gift as well, making it personal to them, and reminding them at the same time how much you value the relationship.

A typical message might be ” Presented to (insert name) on the occasion of the 25 year anniversary of (insert your company name) on (insert the date)

Now, there are a few simple steps to make sure that when you have say selected an elegant silver plated and engraved executive gift that is suitable for a 25th anniversary, you get as much goodwill as possible.

There is probably no bigger faux pas than having a spelling mistake of a name or company on an engraved executive gift, so please take your time to proof read the names and spellings, and always ask a colleague to double check what you are about to order.

When you receive the delivery, always check every single one and then if you have used one of the elegant engraved executive gift sites that give you gift boxes, gift tags and gifts bags, you should hand write a simple but personal message to each person, add their name to the gift card envelope, and then staple or attach the card to the gift bag to make it easy to see who gets each gift.

Remember also that you do not need to select the same engraved executive gift for everyone, you can, if you use a good online engraved executive gift web site, choose a different gift for everyone.

Giving a well thought out engraved executive gift to a key client, and important supplier or a valued colleague is will make a huge positive impact on your relationship, so take your time and enjoy the process of selecting a perfect engraved executive gift.

Alain Tanugi asked:


I think it was the Financier Leo J. Hindery Jr who once said: ‘I think there are people, including myself at certain times in my career, who because of their uniqueness warrant whatever the market will bear.’ But the questions beg HOW much is too much? and Should macroeconomic woes slow CEO pay growth?

I recently read in the Associated Press that even as the economy slowed down in America “CEO pay still chugged to yet more dizzying heights last year.’ The top 10 highest paid CEOs took home a total of more than $500 million, but half of those companies saw huge drops in profitability at their companies.

One of the most exasperating things to shareholders and the public is when a CEO receives millions or tens of millions of dollars of compensation regardless of performance. This practice goes fundamentally against the culture of rewarding on the basis of ability and merit that underpins the free market system. Recent examples include: Marriott International chief J Willard Marriott Jr - his 2007 pay was $44m, up 22%, just six percentage points lower than Marriott’s stock price drop or Stan O’Neal, Merrill Lynch’s former boss, left with $159m after losing $8 billion.

Shareholders and politicians are advocating bringing in rules for companies that would allow shareholders to vote on executive pay. Executives in Europe have home far less compensation than their American counterparts in the past. But with leadership compensation in Europe on the rise, these pay increases have citizens in European nations deeply unsettled. The public indignation on both sides of the Atlantic has contributed to a unique political debate over what to do about excessive executive pay. Executive pay figures in Asia are still not as widely accessible as in Europe and America and it is difficult to compare. A recent study conducted by the CFA Institute Centre for Financial Market Integrity said that reporting compensation of executives on an individual basis is the practice in the United States, Britain and Australia and is advocated by institutional investors worldwide. Prevailing regulations and practices in Hong Kong, Japan and Singapore however leave much to be desired.

Jean-Claude Juncker, president of the European Commission’s “Eurogroup” of finance ministers, recently called excessive pay a “social scourge” and demanded action. When L’Expansion, a French business magazine, calculated that pay for the country’s bosses went up 58% in 2007, the finance minister, Christine Lagarde, said it was “scandalous” and threatened regulation. Nicolas Sarkozy, president of France, and Horst Köhler, president of Germany, have also denounced high pay.

New legislation the Netherlands will see the law setting EU500,000 as the level of annual salary or severance payment at which extra taxes must be paid. Germany’s Social Democratic Party is calling for legislation to curb pay, though its partner in government, Angela Merkel’s Christian Democratic Union, has so far resisted. At the same time the European Commission is working on a response to the Eurogroup’s complaint.

Just how extreme IS executive pay in Europe? As European firms compete for global talent it certainly has risen substantially in the last 10 years. Foreign executives now run seven of the firms in France’s CAC 40 index and five of Germany’s DAX 30. American-style bonuses and long-term incentive plans are now commonplace.

However European firms still pay a fraction of what is paid to their counter parts in America. According to Hay Group, a management consultancy, the median European executive earns just 40% as much as his equivalent in America. It’s also notable that both American presidential candidates - John McCain and Barack Obama – have been making compensation a campaign issue.

There is an important difference though companies in Europe seem to be more determined than American ones to link compensation to performance. In America share grants are often not tied to performance, whereas European firms usually attach performance criteria to any share grants, typically depending on a comparison with a peer group. Dan Vasella, boss of Novartis, a Swiss pharmaceutical giant, and a favourite target of pay activists, earned SFr17m ($14m) in 2007, down 33% from 2006, because he missed his targets.

The extreme rise in European executive pay has sparked an intense debate in countries that have been characterised by a relatively strong sense of economic solidarity and impartiality in the past several decades. A July 2007 Financial Times/Harris public opinion poll found that over 60 percent of those surveyed in the UK, France, Italy, and Spain would like to see their government set caps on top business executive pay. In Germany, a 47 percent plurality supports pay caps.

In America, only 32 percent of the public supports an outright pay cap on executive earnings a recent poll shows. However 77 percent of Americans say corporate executives ‘earn too much.’ Some members of Congress have responded by introducing legislation to curb excessive pay through tax reform and giving shareholders the right to vote on pay packages.

I recently saw an interview with Sarah Anderson, who compiles the Executive Excess report on CEO pay on a yearly basis. She discusses some of the issues raised in this column in her interview and I recommend that you take some time to view it. (http://www.youtube.com/watch?v=X2lKfRFhG0M.)

From what I have read and heard in the last year signs point to a strong possibility that meaningful reforms to rein in excessive executive compensation could be a prospect, as many political leaders in Europe and the United States seem to be finally catching up to the public uproar. It has to be said though that compensation is a complex issue. Different circumstances and industries dictate different packages and even severance pay may be justified if a change of control is the end goal. One would hope though that politicians would reject laws about pay, which are too widespread to be useful. Strict legislation might well compel leaders away from listed companies and create compensation packages even more complex—and so much more difficult to monitor.

jumphigherglobal asked:


Executive jet charter is useful for those people whose time is invaluable, privacy important and for whom private jet charter is only option to travel. Jet charter companies facilitate corporate charter services for corporations, members of royal families, business executives and government officials. The main aim of an executive jet charter is to increase the productivity and to save the time. There are many companies which provides executive jet lease to customers trying an aircraft be purchase during airlines peak periods or for business executive travel for short term projects.

Executive Jets are chartered for numerous reasons:

i. Executive jet charter extensively reduces costs like meals, hotels, rental cars, airport parking, etc. due to short itineraries.

ii. Executive jet charter optimizes high value time by ignoring airline check in process. Point to point flight might be made.

iii. Executive jet charter permits greater flexibility in schedule and preference of destination.

iv. Executive jet charter enhances productivity. Lack of interruptions permits the customer to work onboard the aircraft.

v. Executive air charter allows personal assortment of co-passengers adding to security and comfort.

vi. Business jet charter is useful when one day tour is needed being faster and more convenient mode of transport.

Executive jet charter is more cost effective than partial ownership of an aircraft particularly when customer comes from low tax organization. Here, customer needs not to deal with nuisance like monthly management, upfront acquisition fees and maintenance fees for executive jet charter. All you need is to provide appropriate information such as route, one way or return, date, time of departure and arrival, number of passengers, amount of luggage, name of chief passenger, any special cargo and mode of payment like authenticated swift bank transfer or credit card, etc.

By providing proper information, you will get everything arranged properly and you journey will be successful. In order to find an ideal air charter company that offer cost effective executive jet charter, you can find on the Internet. There are thousands of air charter companies are available to select from. All you need is to go through the different websites and read their terms and conditions thoroughly and select right one for you.

Air charter international provides executive jet charter to corporate executives, senior government officials and members of royal families from different countries in the region.