{"id":50542,"date":"2016-11-13t05:00:25","date_gmt":"2016-11-13t10:00:25","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=50542"},"modified":"2016-11-16t11:11:41","modified_gmt":"2016-11-16t16:11:41","slug":"integrate-compensation-buyout-plans","status":"publish","type":"post","link":"\/\/www.g005e.com\/2016\/11\/13\/integrate-compensation-buyout-plans\/","title":{"rendered":"why compensation and buyout plans must be synchronized"},"content":{"rendered":"
<\/a>transitions can be affected, too, if you don’t handle this.<\/strong><\/p>\n by marc rosenberg<\/i> coordinating how the partner compensation and partner retirement\/buyout plans are structured is critical.<\/p>\n more on partner compensation:<\/b> how business entity type affects partner income<\/a> | when a firm tanks while a partner soars<\/a> | how profitability affects income allocation<\/a> | paying new partners and lateral hires<\/a> | 3 rules for promotion to partner<\/a> | should the mp be the highest paid partner?<\/a> | integrating partner comp with strategic planning<\/a> one of the biggest complications for firms changing their partner compensation system is addressing the effect it will have on their partner retirement\/buyout plan.
\npartner comp: art & science<\/i><\/a><\/p>\n
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