Read: Our 2018 Trends and Developments in Executive Compensation

Learn More

2017 Study of Executive Change-in-Control Arrangements Summary

Learn More

Meridian Named a "Best Small Firm to Work For" for Sixth Consecutive Year

Learn More

Meridian Consultants Named to NACD Directorship 100 for Sixth Consecutive Year

Learn More

Read Meridian's 2017 White Paper "Executive Compensation in the Banking Industry"

Learn More

The Meridian Advantage

Meridian Compensation Partners has a singular focus: to provide the most effective solutions and independent advice in executive compensation and corporate governance consulting.

With over seventy associates in eleven offices in the US and Canada, Meridian provides top management, boards and compensation committees with core services that include board level advisory services, compensation program design, research and competitive market intelligence on executive pay and governance matters.

We invite you to learn what makes Meridian different.

“Meridian is unique because we really have a singular focus on providing excellent service to our clients.” – Jim Wolf, Managing Partner

Latest Insights

10 Keys to Great Compensation Committee Processes

Posted by on

Executive compensation is complex and institutional investors and proxy advisors are increasingly aggressive and prescriptive in their views of executive compensation. This makes the role of a public company compensation committee complex and demanding. It is now more important than…

Treasury Department and IRS Issue Guidance on Code Section 162(m)

The Treasury Department and Internal Revenue Service (IRS) have issued initial guidance under Notice 2018-68 (“Notice”) on the amendments to Internal Revenue Code Section 162(m) made under the Tax Cuts and Jobs Act of 2017 (“TCJA”). The Notice provides guidance on the definition of “covered employee” and the transition rule.

Posted by on

Section 162(m) Prior to TCJA Prior to its amendment under TCJA, Section 162(m) generally prohibited a public company from taking a deduction for compensation that exceeded $1 million during a taxable year that was paid to a “covered employee”. However,…

Should Companies Use Individual Performance Measures in Executive Annual Incentive Plans?

When evaluating whether including an individual performance component is appropriate, companies may want to consider some questions.

Posted by on

According to the Meridian 2017 Governance and Incentive Design Survey1, 43% of Meridian 200 companies use an individual performance component in their executive annual incentive plan, typically as a supplement to financial measures. Actual usage may be higher as the…