How The New 409A Deferred Compensation Regulations Impact Your Company

On April 10, 2007, the IRS published the final regulations on the treatment of deferred compensation arrangements under Section 409A of the Internal Revenue Code.  The final rules apply to a broad range of employment and severance agreements, stock option and other equity awards, fringe benefit and reimbursement programs, as well as other arrangements that are not traditionally thought of as "deferred compensation."  Section 409A also affects all employers, regardless of size — whether they are public or private companies, for-profit or tax-exempt organizations — and imposes additional taxes, penalties and interest on employees and other service providers whose compensation arrangements are not in compliance.  Plans and arrangements generally must be operated in good faith compliance with 409A immediately, and must be fully compliant and in writing by year-end.  Review of these plans and arrangements should start now, given the breadth of coverage of the new rules and the time that will be needed to determine the best approach to full compliance.

Please join K&L Gates and Pearl Meyer & Partners for a hands-on program that will help you assess how the new 409A rules impact your business, including:

• a detailed discussion of  key changes, exceptions and new issues;
• a review of best practices; and
• actions needed now to assure your plans and arrangements are in compliance today and in the future.

Speakers:
Deborah Lifshey, Pearl Meyer & Partners
David E. Morse, K&L Gates


Free Registration:
To register for the event online, click here.  
If you have any questions, please email newyork@pearlmeyer.com or call 212.644-2300 ext. 543. 

About Pearl Meyer & Partners:
Since 1989, Pearl Meyer & Partners (www.pearlmeyer.com) has served as a trusted independent advisor to Boards and their senior management in the areas of compensation governance, strategy and program design. The firm provides comprehensive solutions to complex compensation challenges for companies ranging from the Fortune 500 to not-for-profits as well as emerging high-growth companies. These organizations rely on Pearl Meyer & Partners to develop programs that align rewards with long-term business goals to create value for all stakeholders: shareholders, executives, and employees. The firm maintains offices in New York, Atlanta, Boston, Charlotte, Chicago, Houston and Los Angeles.