Scarsdale Executive Compensation Lawyers

Have Questions About Executive Compensation in Scarsdale? We Can Help!

At Carey & Associates, P.C., our Scarsdale executive compensation attorney is a knowledgeable, skilled, and experienced advocate for clients. Our firm always invests the time, resources, and personal attention to handle every case the right way. If you have any questions or concerns about executive compensation, we are here to help.

Contact us today for a fully confidential consultation with a top Scarsdale, NY employment attorney. 

We Handle All Aspects of Executive Compensation Agreements in Scarsdale, NY

Executive compensation refers to the pay and benefits package provided to high-level company leaders such as CEOs, CFOs, and senior executives. It typically includes salary, bonuses, stock options, deferred compensation, and performance-based incentives. In New York, these agreements are complex.

They combine technical matters with contract law, tax regulations, and securities considerations. At Carey & Associates, P.C., our Scarsdale executive compensation attorney handles the full range of employment law issues related to executive compensation, including: 

• Base Salary: An executive’s base salary is the fixed annual compensation guaranteed under an executive’s employment contract. It reflects the market value of the position and the executive’s responsibilities. While straightforward in concept, base pay will be closely intertwined with the total executive compensation package. 
• Short (Bonus) Term Incentive Pay: Short-term incentive pay generally consists of annual bonuses that are tied to specific and well-defined performance metrics. These bonuses may depend on profitability, revenue growth, or personal performance.
• Long-Term Incentive Pay: Long-term incentive pay is a bit different. It is designed to reward sustained company performance over several years. These programs align executives’ interests with shareholders.
• Stock Options: Stock options grant executives the right to purchase company stock at a fixed price. Their value depends on future stock appreciation and vesting terms. Full and clear compliance with Internal Revenue Code § 409A is a must. 
• Restricted Stock: Restricted stock involves actual share grants subject to forfeiture or vesting conditions. Executives typically receive ownership rights once they meet metrics.
• Stock Appreciation Rights: Stock Appreciation Rights (SARs) give executives cash or stock equal to the increase in share value over a set period. They require no purchase of shares and can reduce the risk of overall stock dilution.
• Phantom Stock Plans: Phantom stock mimics actual share value without transferring ownership. Participants receive cash payments based on stock price growth. These plans are popular with private companies seeking to retain executives without issuing any equity.
• Executive Perquisites: Perquisites (or “perks”)  include things like company cars, housing allowances, or club memberships. While often relatively minor, they can be important and can trigger disclosure/tax obligations under SEC rules.
• Supplemental Executive Retirement Plans (SERPs): SERPs provide additional retirement income beyond qualified plan limits. They are unfunded, deferred compensation arrangements that are subject to ERISA top-hat exemptions.
• Supplemental Deferred Compensation Benefits: Deferred compensation programs allow executives to postpone income receipt for tax or retirement planning. They require detailed compliance under Section 409A of the IRC.
• Life Insurance Plans: Employers may provide life insurance as part of an executive’s total compensation package. These policies protect both the executive’s family and, in key-person arrangements, the employer’s financial interests.
• Relocation Packages: Relocation benefits cover moving costs, temporary housing, and related expenses. They help attract executives to new geographic markets but can create tax-reporting obligations.
• Termination Protections: Termination provisions define what occurs upon involuntary discharge or resignation for “good reason.” They may include continued pay, benefits, and accelerated vesting. These protections must comply with both contract law and federal golden parachute rules. 
• Severance Agreements: Severance agreements outline post-termination payments and conditions. They typically include release-of-claims clauses and confidentiality or noncompete provisions. In New York, enforceability depends on proper contract drafting. 

How Scarsdale, NY Employment Agreement Lawyer Mark Carey Can Help

Executive compensation is complicated. Compensation packages for high-ranking executives in Scarsdale often include complex, case-specific provisions. It’s important to learn how to protect your legal rights and your financial interests.

Mark Carey is a New York employment attorney who specializes in putting clients first. Our client testimonials tell the story best. Along with other things, our Scarsdale, NY executive compensation lawyer is prepared to: 

• Hear your story and answer questions about your rights and your options.
• Make sure that you fully understand your rights and your responsibilities.  
• Help you gather and prepare all supporting documents and records.
• Take whatever legal action is necessary to best protect your interests. 

Contact Our Scarsdale, NY Executive Compensation Attorney Today

At Carey & Associates, P.C., our Scarsdale employment attorney has extensive experience with executive compensation matters. If you have any questions or concerns about executive compensation, we are here to help. Call us at (203) 255-4150 or contact us online to arrange your completely confidential initial consultation.

We provide employment law representation in Scarsdale, Westchester County, and communities beyond.