With all the headlines about fabulous mulit-million dollar compansation packages for big-time executives, you’d never notice that the tax law caps deductions for public company executive pay at $1 million (Sec. 162(m). So how has that worked out?
Not well, obviously. Now a new study out of the Georgetown University Law Center gets to the obvious with some academic rigor:
Sixteen years after its enactment, can we say that the $1 million deduction limitation works and that the Code is the best vehicle for Congress’s efforts to control executive pay? Drawing from a wide range of sources, this paper examines the § 162(m) limitation and explore whether the law achieves its intended result. To add context, it surveys other tax laws that restrict compensation deductions, like the § 286G tax deduction limits for “Golden Parachute” payments, the $500,000 deduction limit on compensation paid to executives at companies that received the largest Troubled Asset Relief Program (TARP) bailouts, and the Patient Protection and Affordable Care Act’s (PPACA’s) $500,000 deduction limit on compensation payments… Upon closer examination, it becomes clear that § 162(m) is less effective than letting shareholders have a binding say over how much companies pay their executives.
The study points out the obvious: the exception for “performance based compensation,” like stock options, has channelled the executive pay away from cash and into options and the like. Options allow the executive to bet with company money. If things go well, they and shareholders win, but if they don’t, only shareholders lose. Some companies might have been better off writing executives big checks rather than encouraging them to roll the dice to run up stock value. In any case, Congress has no business or skill in telling companies how and how much to pay their employees.
Via the TaxProf.

















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