The name Jeremy L. Goldstein may ring a bell if you are familiar with the law industry. Jeremy acts as a partner at a law firm known as Jeremy L. Golden and Associates LLC. This firm is aimed at offering advice to compensation committees, management teams, and chief executive officers. The firm deals with matters of corporate governance as well as executive compensation. Before starting a firm of his own, Mr. Jeremy Goldstein worked as a partner at another law firm (Wachtell, Lipton, Rosen, and Katz). When it comes to corporate transactions, Mr. Goldstein has been actively involved in this for years.
The subcommittee of larger committee, Executive Compensation Committee of the American Bar Association Business Section, is privileged to have Mr. Goldstein as the chair. Having been ranked as a leading executive compensation lawyer, Mr. Jeremy Goldstein’s work is to write and frequently speak on issues about corporate governance and executive compensation. Other than that, this Lawyer is an active member of the Advisory Board of the NYU Journal of Law and Business. Additionally, Jeremy is a member of the board of directors of Fountain House which is a charity that has a focus and dedication to the recovery of people with mental illness. Learn more: https://www.crunchbase.com/person/jeremy-goldstein#/entity
For the purpose of creating a bearable economic environment for corporations, a lot of factors have to be addressed. Jeremy Goldstein has been a onlooker to the consequences that such situations can lead to. This lawyer has gained a lot of knowledge and experience while working with the best and largest corporations such as Bank of America, Verizon, and Golden Sachs. Mr. Goldstein puts this knowledge and skills into use by offering advice on the way to handle the use of Earnings per Share, EPS, and other incentive-based programs. The Earnings per Share are a positive thing when you put in hand the way employee’s incentives are handled.
EPS is a major influencer in stock price as it drives shareholders to either buy or sell. Most importantly, it offers an incentive for companies to improve the amount they pay out per employee. Studies have shown that companies can become more successful by including EPS in the overall pay structure. On the other hand, shares and trading have a very viable nature, and this can allow entities to weight EPS to a disadvantage. EPS’ opponents have made it clear that using EPS in corporations can result to favoritism.
According to other opponents, EPS only offers short-term profitability, and therefore it cannot offer a sustainable way to promote a company’s corporate growth. Mr. Jeremy Goldstein recommends a settlement between the suggested actions of anti- and pro- EPS proponents. Finding a way to hold CEOs and other executives of companies responsible for their actions is the best move, rather than doing away with pay per performance