The Jumpstart Our Business Startups Act (JOBS Act) reduces executive compensation reporting requirements for certain companies. The goal is to encourage more companies to go public - and to raise capital without getting mired in SEC documentation.
When combined with Say on Pay regulations, the JOBS Act affects how newly public companies, as well as private companies that anticipate going public in the future, structure and report their executive compensation packages.
This means that you, as an HR professional, must be up to date on all of the rules to make sure your organization remains both competitive and compliant.
Participate in this interactive webinar, and you'll learn:
- What the JOBS Act is and how it affects your organization
- The four key changes that come out of the JOBS Act
- How to respond to your CEO when she asks how the JOBS Act affects your organization
- Why compensation reporting is different in a post-JOBS Act world
- IPO, EGC, SOP, SOF and SOGP: What this alphabet soup stands for and what it means for your organization
- The classification of Smaller Reporting Companies, or SRCs, and what it means to be one
- How Say on Pay is related to the JOBS Act, and what it means for planning executive compensation
- What you can learn from companies that have recently gone public and the groundwork you should start laying now
- How the exemption from pending Pay for Performance and Internal Pay Equity Disclosure Requirements under Dodd-Frank will affect emerging growth companies
- How the legislation affects private companies that rely heavily on equity-based compensation
- Predictions on the upcoming SEC review of disclosure requirements, and what to be looking for in compensation and legislation changes in coming years
In just 90 minutes, you'll learn about the changing face of compensation and how to proactively respond. Register now for this informative event for HR professionals.
About your Speaker:
Deborah Lifshey, a Managing Director in the New York office of Pearl Meyer &Partners, specializes in advising clients on compensation matters from a legal perspective, including securities disclosure, taxation and corporate governance issues, as well as contract negotiations and reasonableness opinion letters. Prior to joining Pearl Meyer &Partners, Ms. Lifshey practiced at Fried, Frank, Harris, Shriver &Jacobson, where she specialized in executive compensation, ERISA matters, and corporate transactions, and at Holland and Knight, where she specialized in employment litigation matters.