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Mills Oakley Lawyers & BDO. Melbourne Sydney Brisbane Canberra Perth - KIPDF.COM
Mills Oakley Lawyers & BDO Melbourne | Sydney | Brisbane | Canberra | Perth 1  Part 1 – Employment (Daniel White, Special Counsel, Mills Oakley)...
Author: Sharleen Harmon
AUSTRALIAN BARBECUE. Auckland Perth Canberra Hamilton Cairns
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Mills Oakley Lawyers & BDO
Part 1 – Employment (Daniel White, Special Counsel, Mills Oakley)
Part 2 – Corporate (Andrew Crean, Special Counsel, Mills Oakley)
Part 3 – Remuneration trends (Allan Feinberg, Managing Director, BDO)
Fair Work Act 2009 (Cth) – considerations for executive level employees: 
Payment of wages (consideration of commission-based employees)
Guarantee of annual earnings (High Income Threshold currently indexed at $138,900 per annum)
Key remunerative provisions in an executive contract: 
Annual salary (including possible Total Fixed Remuneration arrangements)
Superannuation (including maximum contribution base)
Requirement to work reasonable additional hours
Accrual and payment of leave (based on the ordinary hours of work and paid at the base rate of pay)
Annual reviews with no requirement for pay to increase MELBOURNE | SYDNEY | BRISBANE | CANBERRA | PERTH
Discretionary incentive schemes: 
Other bonus schemes
Silverbrook Research Pty Ltd v Lindley [2010] NSWCA 357 Russo v Westpac Banking Corporation [2015] FCCA 1086 Bradley v Binder Group [2016] WAIRC 00731
Termination issues: 
“Fixed-term” or “maximum-term” contracts
Reasonable notice?: McGowan v Direct Mail and Marketing Pty Ltd [2016] FCCA 2227
Post employment restraints (including confidentiality)… The WA position
Coghill v Indochine Resources Pty Ltd (No 2) [2015] FCA 1030 Heugh v Central Petroleum Limited [2014] WASC 311 MELBOURNE | SYDNEY | BRISBANE | CANBERRA | PERTH
How can the employment team help? 
Provision of executive service agreements (contracts)
Review of current executive contracts
Drafting of LTI, STI or bonus schemes
Provision/review of employment policies and procedures
Advice on executive terminations
Conduct of employment litigation (including enforcement of restraints) MELBOURNE | SYDNEY | BRISBANE | CANBERRA | PERTH
Part 2 – Corporate (Andrew Crean, Special Counsel, Mills Oakley) 
A brief overview of the Corporations Act 2001 (Cth) and ASX Listing Rule provisions dealing with executive remuneration
Trends we are seeing in shareholder meetings / notices of meeting / annual reporting disclosure regarding executive remuneration
Chapter 2D – Officers and Employees General duties: care & diligence, good faith, use of position s202A (replaceable rule) – the directors of a company are to be paid the remuneration that the company determines by resolution. “… absent an authority from the company’s constitution or a resolution of its shareholders, the directors have no power to bind the company to pay themselves any remuneration or other benefit. To do so would clearly offend the rule against self-dealing by fiduciaries: Re Queensland Police Credit Union Ltd (2013) 31 ACLC” Chapter 2E – member approval needed for related party benefit s211 - reasonable remuneration to company officers or employees and the payment of their reasonable expenses incurred in performing their duties is an exception to the general rule. Part 2D.2 – restrictions on indemnities, insurance and termination payments Part 2D.7 – Ban on hedging remuneration of key management personnel MELBOURNE | SYDNEY | BRISBANE | CANBERRA | PERTH
s300A – Annual directors report – specific information to be provided by listed companies
s250SA – Listed company – remuneration report
Chapter 2G, Division 9 – Meetings arising from concerns about remuneration reports (i.e. 2 strikes)
Chapter 10 – Transactions with persons in a position of influence LR 10.17 & 10.17A – Payments to directors LR 10.18 & 10.19– Termination benefits
ASX Corporate Governance Principles and Recommendations – Principle 8 – Companies must ensure that the level and composition of remuneration are sufficient and reasonable and that the relationship of remuneration to performance is clear. - The remuneration of executive directors and senior executives should involve a balance between fixed and incentive pay which reflects the company’s short and long term performance goals and circumstances MELBOURNE | SYDNEY | BRISBANE | CANBERRA | PERTH
Australian Council of Superannuation Investors Report (August 2016) – key findings: • Pay packets of leaders of top 100 listed companies have shrunk to a decade low • Bonuses are up, however the median payout was 76% of the maximum amount on offer, raising the question of whether bonus hurdles are being set high enough to justify them being called bonuses? • Bonuses in smaller companies are harder to achieve.
Shareholder meetings – options the preferred remuneration incentive?
Remuneration disclosure – is value of incentives being properly described? MELBOURNE | SYDNEY | BRISBANE | CANBERRA | PERTH
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Disclaimer This PowerPoint presentation is intended to provide only a limited analysis of the subject matter covered. It does not purport to be comprehensive, or to provide legal advice. Any views or opinions expressed are the views or opinions of the presenter, and not those of Mills Oakley as a Firm. Readers should satisfy themselves as to the correctness, relevance and applicability of any of its content, and should not act on any of it in respect of any specific problem or generally without first obtaining their own independent professional legal advice.
Executive Pay Trends Allan Feinberg
WHAT’S TRENDING? Agenda 1. ‘Say on Pay’ and Governance 2. Executive Pay Income and Inequality 3. Total Shareholder Return 4. Corporate Sustainability 5. Allocation Methodologies 6. ‘One Size Fits All’ Pay Programs
WHAT’S TRENDING? 1. Shareholder Voice on Pay and Governance  Better governance around executive pay is gaining support
 Remco’s will continue to proactively increase engagement with shareholders before annual general meetings
WHAT’S TRENDING? 2. Executive Pay and Income Inequality  Pressure mounting to disclose how much the chief executive makes each year directly compared with an “average” employee  Provides a measure of the pay gap between the top and bottom income levels in the economy
 Pressure for disclosure of this ratio is rising in Australia
WHAT’S TRENDING? 3. Total Shareholder Return  Most prevalent measure used  CGI Glass and Macquarie Securities “Executive Incentives: Motivate Me?”  Relative TSR does not drive outperformance nor incentivise  Requirement for additional sound explanations for it’s use
TOTAL SHAREHOLDER RETURN CONT. If Not TSR, then What?  Select Metrics that are understandable and actionable
 A focus on strong centrepiece financial metrics  Include lead driver metrics
 Fair and relevant performance measures The success lies in creating schemes that can be understood and influenced
WHAT’S TRENDING? 4. Corporate Sustainability
WHAT’S TRENDING? 5. Allocation Methodology  Move from ‘fair value’ to ‘face value’  ‘Fair Value’ discounts the value therefore more units are issued  Proxy Advisors like ‘face value’
 Believe that ‘fair value’ results in additional number of grants being allocated for which there is no entitlement
ALLOCATION METHODOLOGY CONT. Example Description and Rights Value
 If ‘Fair Value’ of 239 thousand = $369,000  Reduction of $556,000
WHAT’S TRENDING? 6. ‘One Size Fits All’ Programs  Heightened scrutiny of pay, attempts to stay under the radar
 Leads to sub optimal results as it fails to support unique business strategies
‘ONE SIZE FITS ALL’ PROGRAMS Remember  Institutional investors have no objection to rewarding highly successful executives for high levels of performance  Proxy Groups: “fit-for-purpose remuneration policies and practices..attract and retain competent executives to motivate them to grow the company’s long-term shareholder value”  If departs from practice, will require explanations
WHAT’S ON THE AGENDA FOR 2017? 1. Engage with Shareholders and Proxy Advisors 2. Clarify your pay story
WHAT’S ON THE AGENDA FOR 2017? Strategic Engagements with Shareholders  Develop action plans to set investor expectation  Provide visually appealing and transparent disclosures  Identify investor ‘hot button’ issues’
 Understand your shareholding base and their voting pattern
WHAT’S ON THE AGENDA FOR 2017? Clarify your Pay Story  Be concise  Disclose changes from year to year  Explain ‘why’ we are doing this  Keep disclosures short
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