Before 2020 wrapped up, ISS posted its new and its updated compensation policies in two documents: 1.) Compensation Policies Frequently Asked Questions and 2.) Equity Compensation Plans Frequently Asked Questions.
Institutional Shareholder Services (ISS) has released the results of its annual global benchmark policy survey, which included executive compensation adjustments made as a result of the COVID-19 impact on the workplace, the economy, and life in general.
The rules are changing for Proxy Voting Advice Businesses (PVAB), with approval by the SEC of new guidelines. The SEC’s final rule statement (published July 22, 2020) explains, “The Securities and Exchange Commission (“Commission”) is adopting amendments to its rules governing proxy solicitations so that investors who use proxy voting advice receive more transparent, accurate, and complete information on which to make their voting decisions, without imposing undue costs or delays that could adversely affect the timely provision of proxy voting advice.
Attorney Mike Melbinger, Partner in Winston & Strawn’s Chicago office, brings perspective to this ICS/ISS illustration model of how a sample company might choose to adjust annual goals for incentivizing executives. As Mike points out this topic, “will affect nearly every company in corporate America”.
Corporations wishing to submit changes to their self-selected peer group for proxy disclosure have a short window that commences next Monday, July 6, 2020 at 9:00 AM EST. Institutional Shareholders Services (ISS) published the announcement last week.
Earlier this week, Institutional Shareholder Services Inc ISS issued policy guidance regarding the impact of the COVID-19 pandemic on aspects of employee and executive compensation. ISS is a proxy advisory firm that provides data, analytics, and insights to companies and investors.
On November 12, Institutional Shareholder Services Inc. (ISS), announced its new policy updates for 2020. The updates, relevant to the United States and matters of executive pay, relate to the pay-for-performance model and the incorporation of Economic Value Added (EVA) metrics in the model’s secondary ‘Financial Performance Assessment’ (FPA) screen.