Young workers share salary information as pay transparency gains steam

Talking about how much money you make is generally seen as taboo.

Yet many younger workers are doing just that, according to a Bankrate.com survey.

Some 42% of Gen Z workers, ages 18-25, and 40% of millennial employees, ages 26-41, have shared their salary information with a coworker or other professional contact, the survey found. The poll was conducted by YouGov Plc, Feb. 16-18 among 2,449 adults, and of those 1,416 were either employed or looking for work. READ MORE

NYC salary transparency law likely to remain unchanged; additional guidance provided

The New York City pay transparency law requires that NYC employers with four or more employees include the salary range of the position in job postings. In March, new legislation was introduced in the New York City Council to amend the law. This bill, if passed, would amend the law in a few critical aspects. Among other things, the amendment would (i) push the effective date of the law from May 15, 2022 to November 1, 2022; (ii) exclude employers with fewer than 15 employees; (iii) change references to the term “salary” to read “hourly or salary compensation”; and (iv) amend the law so that it would not apply to general notices without reference to particular positions and to positions that are not required to be performed at least in part in NYC. READ MORE

Negotiating Favorable Executive Equity Terms in an LLC – Capital vs. Profit Interests

Despite the pandemic, executive recruiters face one of the strongest candidate markets in the past twenty years. You have more negotiating power than ever for executive compensation. 

When it comes to executive equity compensation, do you know that there are differences between employee equity from a corporation and an LLC? This article explains two types of employee equity you can receive from an LLC, how they compare to equity in corporations, and what favorable terms to negotiate for your executive equity compensation package. READ MORE

Comment Periods Close Again for Proposed Clawback and Pay-for-Performance Rules

Two Securities and Exchange Commission (SEC) executive compensation rules on recoupment of incentive compensation in the event of a financial restatement (clawbacks) and the correlation between executive pay and company performance (pay-for-performance), which were originally proposed in 2015 but never adopted, were reopened for public comment on October 14, 2021 and January 27, 2022, respectively. The proposed rules on clawbacks and pay-for-performance were intended to fulfill rulemaking requirements mandated by the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010 (the Dodd-Frank Act). In reopening the comment periods on these rules, the SEC also requested input on certain possible expansions to the original proposals in view of the time elapsed and developments in executive compensation since the original proposals. READ MORE

Elon Musk scores hat trick of Tesla compensation goals worth $23 billion

With Tesla's strong quarterly report on Wednesday, Chief Executive Elon Musk has scored a hat trick of performance goals worth a combined $23 billion in new compensation.

The world's most valuable carmaker posted March quarter revenue and profit that surged past Wall Street estimates as it raised prices in response to inflation, offsetting the impact of a Shanghai factory shutdown. READ MORE

Apple retail union organizers want workers to be paid at least $30 per hour

Workers who hope to organize a union at Apple’s Grand Central Terminal store want workers to be paid a minimum of $30 per hour, according to a website for the group, Fruit Stand Workers United, that was updated on Monday.

Employees at Apple’s high-profile store in New York City started to take steps to unionize earlier this year, posting the first public-facing website announcing their effort over the weekend. READ MORE

Want To Exercise Your Stock Options? Read This First.

Equity remains one of the hallmarks of working at a startup. But while it’s something most employees receive, it’s not something that all take advantage of.

Factors abound when considering if and when to exercise your stock options. In the spirit of tax season and a pent-up IPO pipeline, we talked to some equity experts about what employees should keep in mind when making decisions around their equity. READ MORE

Elon Musk would eliminate salaries for Twitter's board if buyout succeeds

Billionaire Elon Musk would cut the salaries of Twitter's board of directors to zero if his ongoing attempt to purchase the company succeeds, Musk announced Monday.

Musk offered to purchase Twitter and take it private for $54.20 last week, and Twitter's board is working to fight off the buyout. Board members currently make between $200,000 and $300,000 salaries, equating to an annual cost of roughly $3 million for the company. READ MORE

An Ever-Widening Chasm: CEO Pay-to-Worker Pay Ratio

CEO pay has long been a controversial topic, as most companies award their top executives with multiple bonuses, stock options, and perks while barely giving raises to their average employee. Yearly increments often do not match inflation levels. While inflation has grown by nearly 8%, hourly wages have barely increased by 4.7%. CEO salary, however, has continued to maintain the security and comfort it offers.

In February, 85% of companies told Payscale that they are worried about inflation, but most also admitted that they aren’t giving pay increases to match it. One group that tends to be insulated from these economic changes is that of the CEOs. READ MORE

A Guide on Sales Compensation

Sales compensation is an important factor for the revenue growth of an organization and needs to be re-evaluated from time to time to ensure your top salespeople are motivated to drive organizational success.

Unfortunately, many organizations continue to use outdated programs or worse, compensation plans that are incompatible with their objectives. READ MORE

Sharing Accountability and Success: Why We're Linking Employee Compensation to ESG Goals

As a company, we are committed to doing well by doing good. It’s something that makes us unique. It’s core to our values and we expect it of ourselves. It shows up in many forms inside and outside of Mastercard. We see it in our In Solidarity commitment to narrow the racial wealth and opportunity gap and the Priceless Planet Coalition, which aims to plant 100 million trees by 2025. It’s also embodied in our innovations like True Name and the Touch Card. Regardless of the specific initiative or product, it means leading our business with empathy to help us build better solutions for everyone. READ MORE