On Friday May 27, 2022, the executive career advancement website IvyExec published an article I wrote on “Executive Termination: If You’ve Been Fired or Face That, Do You Have a Claim for Wrongful Termination?”
This new article is designed not only for C-level and senior executives, but even for many directors and mid-level executives. My article makes the point that most executive employment in the USA is “at will” employment. That means you can be fired at any time for any reason or no reason. However, you cannot be fired for the wrong reason. If you are fired for the wrong reason, despite being an at-will employee, you may have a claim for wrongful termination. What is wrongful termination? My article mentions a number of things an employer can do that could give rise to a wrongful termination claim, including these:
In addition, you might potentially obtain damages if you quit employment over a hostile work environment or if conditions which have been made so difficult that you can claim constructive discharge. After the discussion of potential claims, my article in its second part offers suggestions to you on what you might potentially seek in wrongful termination case or in settlement or severance negotiations with your employer To see my full IvyExec article, go to LINK: https://www.ivyexec.com/career-advice/2022/executive-termination-youve-been-fire-do-you-have-a-claim-for-wrongful-termination/ Or on my website at https://www.executiveemploymentattorney.com/executive-termination-if-youve-been-fired-or-face-that-do-you-have-a-claim-for-wrongful-termination/ IvyExec hosts articles and webinars from experts in the career, leadership, and business spaces who wish to share their knowledge with our audience. In April 2021, I was invited to write for IvyExec since it seeks original content on the topics of career development, leadership, and business strategy as it applies to senior-level and C-Suite professionals. IvyExec blog posts and webinars are shared with its community of more than 2 million members on its website, in its newsletter, and on its social media channels. https://www.ivyexec.com/career-advice/write-for-us/ IvyExec claims a “Community of 2.5M+ Leaders”. It is my hope that this article will be of benefit to C-level and senior executives who have been fired or may face employment termination in situations where you might have a claim for severance based on various potential claims for wrongful termination if you have been fired or constructive discharge if you feel forced to resign… Feel free to tweet or share this article. If you or any colleague of yours has a need in this area, please do reach out to me.
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Two weeks ago, on Sunday April 20, 2022, CEOWorld magazine published an article I wrote on “Negotiating Favorable Executive Equity Terms in an LLC – Capital vs. Profit Interests”
This new article is designed for CEOs, C-level and senior executives, who receive a job offer from a limited liability company where LLC equity will comprise an important component of your executive compensation package. Most senior executives are familiar with executive stock and stock options, including ISOs and non-qualified option grants offered by corporation employers. But how do you evaluate equity that is not stock or stock options? What issues should you be concerned about when your executive equity package is comprised of LLC “member units”, called profits interests or capital interests? This article will cover issues important to the executive when your equity compensation is units in an LLC, including
My article concludes with discussion of key terms to watch for in the LLC operating agreement. My article stresses the importance of negotiating in your own equity grant, job offer or employment contract that those key fixed Operating Agreements terms will be applied in a manner to assure your reasonable protections and the benefit of your bargain in accepting the job offer with this LLC. To see my full CEOWORLD magazine. article, go to LINK: https://ceoworld.biz/2022/04/20/negotiating-favorable-executive-equity-terms-in-an-llc-capital-vs-profit-interests/ Or on my website at https://www.executiveemploymentattorney.com/negotiating-favorable-executive-equity-terms-in-an-llc-capital-vs-profit-interests/ This was my 37th article published in CEOWORLD since 2016. Previously, the editor advised that I can use “Featured in the CEOWORLD magazine” and the CEOWORLD “Logo” on my website and add CEOWORLD magazine in my LinkedIn profile’s “Experience Section” as an “Opinion Columnist.” and authority in the field. On its own initiative, CEOWORLD magazine created on their website a library of Robert Adelson published articles. You can peruse this library and/or read as many of my 37 published articles as you wish. See https://ceoworld.biz/author/robert-adelson/ With more than 12.4+ million-page views, CEOWORLD magazine is the world’s leading business magazine written strictly for CEOs, CFOs, CIOs, senior management executives, business leaders, and high net worth individuals worldwide. https://www.linkedin.com/company/ceomagazine/ It is my hope that this article will be of benefit to CEOs, C-level and senior executives who, at some point in your career, are offered equity interests in an LLC and need to know what to watch out for also what opportunities LLC interests can offer. Feel free to tweet or share this article. If you or any colleague of yours has a need in this area, please do reach out to me at 617-875-8665. Eight days ago, on Monday March 30, 2022, the executive career advancement website IvyExec published an article I wrote on “Merits of RSUs vs Stock Options and Other Forms of Executive Equity Compensation.”
This new article is designed not only for C-level and senior executives, but even for many directors and mid-level executives. My article discusses a less well known form of executive equity RSUs – restricted stock units, including these subjects:
To see my full IvyExec article, go to LINK: https://www.ivyexec.com/career-advice/2022/merits-of-rsus-vs-stock-options-and-other-forms-of-executive-equity-compensation/ Or my website at https://www.executiveemploymentattorney.com/merits-of-rsus-vs-stock-options-and-other-forms-of-executive-equity-compensation/ IvyExec hosts articles and webinars from experts in the career, leadership, and business spaces who wish to share their knowledge with our audience. In April 2021, I was invited to write for IvyExec since it seeks original content on the topics of career development, leadership, and business strategy as it applies to senior-level and C-Suite professionals. IvyExec blog posts and webinars are shared with its community of more than 2 million members on its website, in its newsletter, and on its social media channels. https://www.ivyexec.com/career-advice/write-for-us/ IvyExec claims a “Community of 2.5M+ Leaders”. It is my hope that this article will be of benefit to C-level, senior and even lower level executives who are now or may in the future be negotiating over equity as part of their executive compensation and are not confident the stock price will rise and might even decline, and would like an alternative form of equity that can retain some value in cases where “underwater” stock options become worthless. Executive Relocation Risks, Mitigation Strategies and Terms to Seek in Your Relocation Package3/3/2022 On Sunday February 20, 2021, CEOWorld magazine published an article I wrote on “Executive Relocation Risks, Mitigation Strategies and Terms to Seek in Your Relocation Package.”
This new article is designed for CEOs, C-level and senior executives, who at some point are presented with an attractive career opportunity, where the new position is in a geographic location that is not near home, and would necessitate some form of relocation or adjustments away from working from your current location at or near your permanent residence. My article does not discourage relocation and points out many benefits that can arise, including career and professional benefits, if you are willing to relocate. However, the article does not take this relocation issue lightly and raises the important issues that permanent relocation can pose to your spouse and family. Furthermore, the article balances benefits with many professional risks you also face in relocation. Thus, at its core, the article generally advises caution and suggests use of a mitigation strategy with focus on temporary relocation that includes these key elements:
My article concludes with discussion and listing of important executive contract terms to seek with your permanent relocation package if, after consideration and perhaps use of the mitigation strategy, you do determine that the position is long-term, or the new locale is advantageous or otherwise the family decision in favor of permanent relocation. To see my full CEOWorld magazine. article, go to LINK: https://ceoworld.biz/2022/02/20/executive-relocation-risks-mitigation-strategies-and-terms-to-seek-in-your-relocation-package/ Or on my website at https://www.executiveemploymentattorney.com/executive-relocation-risks-mitigation-strategies-and-terms-to-seek-in-your-relocation-package/ This was my 36th article published in CEOWORLD since 2016. Previously, the editor advised that I can use “Featured in the CEOWORLD magazine” and the CEOWORLD “Logo” on my website and add CEOWORLD magazine in my LinkedIn profile’s “Experience Section” as an “Opinion Columnist.” and authority in the field. On its own initiative, CEOWOLRD magazine created on their website a library of Robert Adelson published articles. You can peruse this library and/or read as many of my 36 published articles as you wish. See https://ceoworld.biz/author/robert-adelson/ With more than 12.4+ million-page views, CEOWORLD magazine is the world’s leading business magazine written strictly for CEOs, CFOs, CIOs, senior management executives, business leaders, and high net worth individuals worldwide. https://www.linkedin.com/company/ceomagazine/ On January 26, 2022, the career advice website Ivy Exec published under executive “Leadership” an article I wrote on “Are You Getting the C-Suite Executive Salary You Deserve?
This new article is designed for designed for CEOs, C-level and senior executives, who are negotiating new job offers where, in my view, the normal metrics a Gartner or Mercer surveys are just not appropriate for the CEO or C-level executive compensation package, and I am called upon to suggest, design and then lead the negotiations for a custom executive compensation package. My article first suggests three situations well suited to justify development and deployment of a custom executive compensation package:
My article then moves on to discuss that the custom package must not only make up for your loss of pay and benefits to leave your current employer, but even more so, to make up for three further critical intangibles as well, and hence – what should be included on your custom executive compensation package? And how much equity compensation should you ask for? The article then concludes with my suggestions for how the executive can achieve company “Buy-in” – how do you sell the custom CEO or C-level executive compensation package to a skeptical employer? This last part shares there of my best “sales” techniques:
To see my full IvyExec article, go to LINK: https://www.ivyexec.com/career-advice/2021/executive-equity-structure/ Or on my website at https://www.executiveemploymentattorney.com/are-you-getting-the-c-suite-executive-salary-you-deserve/ IvyExec hosts articles and webinars from experts in the career, leadership, and business spaces who wish to share their knowledge with our audience. In April 2021, I was invited to write for IvyExec since it seeks original content on the topics of career development, leadership, and business strategy as it applies to senior-level and C-Suite professionals. IvyExec blog posts and webinars are shared with its community of more than 2 million members on its website, in its newsletter, and on its social media channels. https://www.ivyexec.com/career-advice/write-for-us/ IvyExec claims a “Community of 2.5M+ Leaders”. It is my hope that this article will be of benefit to C-level and senior executives who are considering job offers in situations where a custom executive compensation package of salary, bonus, and equity is appropriate. Feel free to tweet or share this article. If you or any colleague of yours has a need in this area, please do reach out to me. |
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