What Did You Learn About Exec Comp to Apply to 2014?

General

Do you have a plan for executive compensation?

Yes□  No□

Is it in writing?

Yes□  No□

Does it have stated goals?

Yes□  No□

Do those goals include:

• Increasing productivity?

Yes□  No□

• Increasing quality?

Yes□  No□

• Retaining good employees?

Yes□  No□

• Attracting good employees?

Yes□  No□

• Rewarding good performers?

Yes□  No□

• Encouraging an ”ownership” attitude?

Yes□  No□

Does your executive compensation plan meet these goals?

Yes□  No□

Is your executive compensation plan reviewed at least annually?

Yes□  No□

Has your executive compensation plan been reviewed by your attorney?

Yes□  No□

Policy

Are there job descriptions for your executive positions?

Yes□  No□

Are they in writing?

Yes□  No□

Have you analyzed the job content of the executive positions? Is this analysis in writing?

Yes□  No□

Is your executive compensation plan coordinated:

Yes□  No□

• With the job description?

Yes□  No□

• With the job analysis?

Yes□  No□

Does your policy address:

• Merit increases for your executives?

Yes□  No□

• Incentive plans for your executives?

Yes□  No□

• Retirement plans for your executives?

Yes□  No□

• What occurs if there is a hostile takeover?

Yes□  No□

• Not going to work for a competing company after they leave?

Yes□  No□

• Not recruiting key employees after they leave?

Yes□  No□

• Not disclosing trade secrets after they leave?

Yes□  No□

• Not usurping corporate opportunities?

Yes□  No□

Legal Issues

Do you compensate your executives in accordance with the law? (29 CFR 541.100)

Yes□  No□

If you believe that an executive is exempt from the overtime requirement, have you confirmed in writing that the (29 CFR 541.100):

• Executive is salaried? (29 CFR 541.602)

Yes□  No□

• Primary duty of the person is to manage? (29 CFR 541.102)

Yes□  No□

• Executive supervises two or more employees? (29 CFR 541.104)

Yes□  No□

• Executive has the authority to hire and fire or effectively recommend such decisions? (29 CFR 541.100)

Yes□  No□

Do you review executive positions at least annually to confirm that they continue to be exempt from the overtime requirement?

Yes□  No□

Does your executive compensation plan comply:

• With the equal pay law? (29 USC 206)

Yes□  No□

• With other discrimination laws?

Yes□  No□

If you have a retirement plan, does it comply with applicable laws?

Yes□  No□

Yes□  No□

Yes□  No□

Yes□  No□

Yes□  No□

• Change bonus plans?

Yes□  No□

• Change benefits plans?

Yes□  No□

• Change job duties?

Yes□  No□

• Change compensation?

Yes□  No□

• Terminate their employment?

Yes□  No□

• Relocate them?

Yes□  No□

Communication

Do you communicate your executive compensation plan?

Yes□  No□

Do0 you have individual meetings with the executives to explain the compensation plan designed for them?

Yes□  No□

Do you respond:

• To requests by executives for adjustments for their particular needs?

Yes□  No□

• Promptly to questions from executives about your compensation plans?

Yes□  No□

Are you consistent in the manner in which you communicate with executives concerning compensation?

Yes□  No□

Are you consistent in the manner in which you compensate executives

Yes□  No□