U.S. pay transparency laws are rapidly evolving, bringing one of the last workplace taboos—discussing salaries—into the open. New and proposed legislation requires employers to disclose compensation details to both prospective and existing employees, including posting salaries in job listings. While long-established in the public sector, these laws represent a major shift for private companies, with variations across states and jurisdictions. Some regions, such as Massachusetts, are expected to extend reporting requirements to all forms of compensation, including equity from company stock plans. This panel will provide an overview of current and emerging pay transparency requirements, explore how equity reporting is affected, and address challenges such as implications for remote workers across multiple jurisdictions. Attendees will leave with practical insights and foundational tools to ensure compliant and efficient reporting.

KEY LEARNINGS:

• Understanding the evolving landscape of U.S. pay transparency laws and their impact on private sector employers.
• How equity compensation reporting is affected, including jurisdictional and remote work considerations.
• Practical strategies to implement compliant reporting processes and address challenges proactively.

Non-desk employees often participate in stock plans at significantly lower levels than their corporate-office peers. To truly retain and engage this workforce, companies must break down barriers—making equity plans easier to access, understand, and value. 

This session will share practical strategies and real-world examples of how issuers are closing the gap and creating inclusive participation opportunities.

KEY LEARNINGS:

• Barriers that limit participation among non-desk employees.
• Strategies for inclusive communication and education.
• Practical approaches to boost engagement and understanding of equity plans.

The SEC’s forthcoming executive compensation disclosure rulemaking is set to redefine transparency, corporate accountability, and reporting expectations for public companies. While details are still emerging, this session will provide attendees with insights and strategic guidance to anticipate and prepare for the impact of these changes. Participants will explore how to align internal processes, enhance disclosure practices, and ensure readiness for a new era of executive compensation reporting.

KEY LEARNINGS:

• Key anticipated changes in SEC executive compensation disclosure requirements.
• Strategies to prepare internal processes and reporting frameworks for compliance.
• How enhanced transparency can support corporate accountability and investor confidence.

Broad-based equity programs—whether RSUs, ESPPs, or stock options—offer significant value, but many employees fail to fully understand or appreciate these benefits. Cultural differences, language barriers, and limited familiarity with stock concepts can create gaps in engagement and participation. This panel will examine where equity communication succeeds and where it falls short, sharing case studies from multinational companies that have effectively conveyed the value of equity to diverse employee audiences. Attendees will gain actionable insights for improving understanding, engagement, and participation across their workforce.

KEY LEARNINGS:

• How cultural, language, and knowledge gaps impact equity program engagement and participation.
• Effective strategies multinational companies have used to communicate equity value broadly.
• Practical approaches to improving understanding, engagement, and adoption of broad-based equity programs.

Recent changes in US corporate tax law have created important implications for public companies, particularly around the deduction of executive compensation under IRC Section 162(m). This targeted session will explore how global equity programs can influence who qualifies as a “covered employee” and which elements of compensation must be considered, starting from 2016 and 2017. Attendees will gain practical insights into navigating these changes to ensure compliance while optimizing their equity plans.

KEY LEARNINGS:

• How recent US tax law changes affect corporate deductions and covered employee designations.
• The role of global equity programs in determining which compensation is subject to IRC Section 162(m).
• Practical steps for aligning equity plan strategy with tax compliance and corporate objectives.

Since the early days of big tech, double-trigger equity awards have become a standard tool for private issuers preparing for liquidity events. Over time, companies have adapted these awards with more sophisticated vesting schedules and termination treatments to meet unique plan needs. This session will use issuer case studies to explore the rationale behind double-trigger awards, current design trends, and key considerations for administration, legal compliance, and termination processes. Participants will gain practical insights into managing post-termination “tails,” mitigating Section 409A risks, and designing awards that balance flexibility with compliance.

KEY LEARNINGS:

• Understanding the purpose and rationale behind double-trigger equity awards.
• Design considerations including vesting schedules, termination treatments, and post-termination participant “tails.”
• Legal and administrative implications, including Section 409A risks and best practices for compliance.

ESPPs are the most common way to share ownership, yet these plans can be surprisingly complex—and equally fascinating. Join this session to explore the top questions every equity professional should have on their radar: Are qualifying dispositions worth the wait? Can non-qualified plans be compelling and efficient? How generous should your ESPP be? How do ESPPs impact other voluntary programs? Do ESPPs really move the needle on company performance? Can an ESPP be offered globally? Attendees will leave with fresh insights and new perspectives that could reshape how they think about ESPPs.

KEY LEARNINGS:

• Understand the impact of qualifying dispositions and timing strategies.
• Evaluate the efficiency and appeal of non-qualified ESPPs.
• Explore considerations for offering ESPPs to a global workforce.

How do you attract, engage, and retain employees in today’s competitive environment? Boston Scientific may have the answer. By creating a fully integrated participant ecosystem—covering equity, retirement, charitable giving, and more—BSC is building deeper engagement and stronger connections with its workforce. This session will explore how Boston Scientific leverages partnerships with vendors to deliver user-centric experiences, iterate quickly through a test-and-learn approach, and transform traditional stock participant strategies into a cohesive ecosystem that drives positive results. Attendees will gain practical insights into designing engagement programs that go beyond individual plans to create meaningful, holistic participant experiences.

KEY LEARNINGS:

• User-centric design and agile approaches
• Evolving partnerships with vendors through testing, learning, and iteration
• Expanding from a stock participant strategy to a cohesive ecosystem

In today’s volatile market, navigating the journey from receiving an executive equity grant to realizing its full potential is increasingly complex. This session will explore how effective education and strategic planning can help executives and organizations manage expectations, optimize outcomes, and maximize the benefits of equity compensation. Our expert panel will examine critical considerations including tax optimization, succession planning, and regulatory compliance, providing actionable strategies to navigate uncertainty and ensure transparency throughout the equity lifecycle.

KEY LEARNINGS:

• How market volatility affects executive equity compensation and strategies to manage expectations.
• The role of targeted education in aligning stakeholders and maintaining transparency.
• Strategic planning approaches to maximize equity benefits, including tax and succession planning.
• Navigating regulatory frameworks to ensure compliance from grant through vesting.