Valspar Epoxy Garage Floor

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A representative of Valspar pointed out that the panel with the low-VOC latex coating The products are not recommended for garage floors due to the possibility of paint The MPI category #93 is an exterior water-based epoxy floor paint for use on concrete and wood floors ... Document Viewer

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Secret Service Agents and Prostitutes, Student Loans, Corporate Taxes on Jets, Oil Subsidies (2012)

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April 26, 2012

Executive pay (also executive compensation) refers to financial compensation received by upper-level management ("executives") of a firm. At least in the United States, it differs from other employee compensation in the forms it takes, laws and regulation it is subject to, its dramatic rise over the past three decades, and wide-ranging criticism leveled against it.

While an executive may be any corporate "officer" -- including presidents, vice presidents, and other upper-level managers -- in any company, the source of most comment and controversy is the pay of chief executive officers (CEOs) of large publicly-held firms. In most publicly traded firms in the US, there are no controlling shareholders, and management and ownership are separate, creating what economists call a "principal--agent problem," where upper-management (the "agent") has different interests, and considerably more information, than shareholders (the "principals").[1] Ideally, an executive's pay is the product of "arm's length" negotiation between the executive attempting to get the best possible deal for him/her self, and the board of directors seeking a deal that best serves the shareholders[2], rewarding executive performance without costing too much, and taking into account government regulations and tax law[3]. The compensation is typically a mixture of salary, bonuses, equity compensation (stock options, etc.), benefits, and perquisites. It often has surprising amounts of deferred compensation and pension payments, and unique features such as executive loans (now banned), and postretirement perks and consulting arrangements.[4]

In the the past three decades executive pay in the United States has risen dramatically beyond what can be explained by changes in firm size, performance, and industry classification.[5]. It is the highest in the world in both absolute terms and relative to median salary in the United States[6][7].

It has been criticized not only as excessive, but also for "rewarding failure"[8] — including massive drops in stock price[9]. Federal laws and Securities and Exchange Commission (SEC) regulations have been developed on compensation for top senior executives in the last few decades[10], including a $1 million limit on the tax deductibility of any compensation [11] not "performance-based", and a requirement to include the dollar value of compensation in a standardized form in annual public filings of the corporation[12][13][14]

Observers differ as to how much of the rise in and nature of this compensation is a natural result of competition for scarce business talent benefiting stockholder value, and how much is the work of manipulation and self-dealing by management unrelated to supply, demand, or reward for performance.[15][16]

Some examples of remuneration that many will be surprised to learn that corporations are not required by law to report on pay statements include benefits of $1 million/year to a IBM CEO retiring after about nine years of service; a guaranteed rate of return on deferred compensation of 12% -- three times the rate of Treasury bills at the time—to executives at GE and Enron.;[85] executive perquisites of guaranteed hours on corporate jets, chauffeurs, personal assistants, apartments, consulting contracts.[85]

Through the 1990s until 2004 the cost of stock options granted to executives and other employees did not have to be included by corporations as an expense. This loophole often made a significant difference on a corporation's (reported) bottom line. According to British economist Andrew Smithers, one generous distributor of stock options—networking equipment seller Cisco Systems -- would have had to have reported a $4.9 billion loss in 1998 instead of the $1.35 billion profit that it did, if it had included the market value of the stock options it issued as an expense.[86]

Five years earlier, an attempt to require corporations to estimate the likely costs of the option by the private sector Financial Accounting Standards Board (FASB) were quashed when corporate managers and executive mobilized, threatening and cajoling the head of the FASB to kill the proposal, even inducing the US Senate to pass a resolution "expressing its disapproval."[87] It took "a wave of option-related scandals", and more than "a decade of delay" before the FASB was able to introduce expensing in 2004.[88]

http://en.wikipedia.org/wiki/Executive_pay_in_the_United_States

I ... View Video