Common traps, missed opportunities and issues often make ESOPs seem harder and more expensive than they need to be, and undermine their impact. Fortunately, a range of simple, cost-effective solutions make ESOPs and equity-based remuneration the most attractive form of remuneration.
No business will be immune from the adverse effects of COVID-19 beyond the short term. With lessons from the GFC and the innovations since, we explore the key governance and practical issues for remuneration to be considered by boards and executives in tight times – as well as golden opportunities.
Despite the bulk of the day-to-day execution and monitoring that impact business results being done by middle management and lower level employees, most employee remuneration systems reward the short term only. The "missing piece" might be the transformation of employees into shareholders, encouraging a longer-term view.
As company size grows, use of GEEPs increases. In this Remuneration Insight we present the findings of our extended analysis of observed market practices in relation to general employee equity plans (GEEPs) usage in the ASX300.
This Insight presents the findings of our extensive research related to the practices of the ASX100 companies, which may indicate the impact of the planned Commonwealth legislative changes on the incidence of GEEPs.
This series of five Insights deals with GEEPs which are made available to most full-time Australian employees, and some part-time employees, and often operate on a salary sacrifice basis with matching by the company. Of the four basic GEEP types, here we outline the main design features of the $1,000 Tax Exempt Plan (TEP).
This series of five Insights deals with GEEPs which are made available to most full-time Australian employees, and some part-time employees, and often operate on a salary sacrifice basis with matching by the company. Of the four basic GEEP types, here we outline the main design features of the After Tax Employee Contribution Plan (ATECP).
This series of five Insights deals with GEEPs which are made available to most full-time Australian employees, and some part-time employees, and often operate on a salary sacrifice basis with matching by the company. Of the four basic GEEP types, here we outline the main design features of the $5,000 Salary Sacrifice Share Plan (SSSP).
This series of five GRG Remuneration Insights deals with General Employee Equity Plans (GEEPs) which are made available to most full-time Australian employees, and some part-time employees, and often operate on a salary sacrifice basis with matching by the company. There are four basic GEEP types. This Insight provides an outline of the main design features of the $5,000 Salary Sacrifice Share Plan (SSSP).
The Government has recently released a consultation paper seeking comments from the public on changes to the Corporations Act disclosure regime that would make employee share schemes (ESSs) more user friendly. We provide context for the main areas that appear to require change, and our vision of a framework that genuinely supports equity ownership by all employees.