Compensation Advisory Partners continues to track executive and employee pay and other policies and practices companies are implementing in response to COVID-19 based on public disclosures. Its most recent report shows how the practices are evolving with the passage of time in the form of restoring or modifying previously announced executive and employee salary reductions, changing annual incentive plan goals/targets/metrics, changing LTI structures/vehicles/amounts/performance periods, and granting one-time awards. As always, the examples may help inform other companies' practices and/or disclosures.
See Pearl Meyer's "How to establish a framework for what comp committee can do with incentive pay"; our recent reports here: "Unwinding COVID-19 Pay/Benefits/Employment Impacts," "Compensation Approaches & Considerations," and "Benchmarking: Incentive Pay Impacts" and below; and numerous additional resources on COVID-related-pay implications on our Executive Pay page and on our Coronavirus (COVID-19) Resources page >>Surveys/Studies.
This post first appeared in the weekly Society Alert!