Jones Day - Services - Compensation & Benefits Counseling for Employers

Full-service representation of employers on executive, employee, and director compensation and benefits is the backbone of Jones Day's Employee Benefits & Executive Compensation Practice. With nearly 50 lawyers in the U.S. and Europe, we have substantial experience in, and in-depth knowledge of, the legal frameworks and business environment within which today's compensation and benefits programs operate.

Our lawyers assist employers, both public and private, for-profit and nonprofit, in all aspects of their employee benefits programs. Our clients benefit from the business experience and sound judgment that we have developed over the years in these relationships. We count among our clients dozens of Fortune 500 companies, as well as sophisticated private businesses.

Because of the breadth of our representations, we tend to see the hot issues and new products as they emerge in the market. As a result, we can provide reasoned judgment and valued advice as to the best approaches for our clients. We strive to be, and are, practical, business-oriented counselors, as well as highly skilled technicians.

We provide valuable input in all phases of the design, implementation, and administration of compensation and benefits programs and agreements. Our experience is particularly valuable in the design phase. In the implementation phase, our skills in drafting documents and employee communications and in negotiating agreements with executives, collective bargaining representatives, and service providers complement each other in critical ways. The basic goal is simple: preserve flexibility while minimizing risks. Finally, our advice on plan administration helps our client to execute the program properly so that its purposes and compliance with legal requirements are achieved and unexpected costs are avoided.

Representative major matters on which we have advised employers recently include:

Executive compensation plan revisions in response to nonqualified deferred-compensation legislation.
Cash balance pension plan conversions.
Health-care cost-containment initiatives including defined contribution, or consumer-driven, approaches.
Structuring investment options and fiduciary duty allocations in participant-directed 401(k) plans, including plans with significant employer stock funds.
Retiree welfare benefit plan redesign.
Corporate Governance and SEC disclosure impact on executive compensation arrangements.

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Lawyers Staff Overview Experience Professionals News Publications Main Practice Employee Benefits & Executive Compensation	Full-service representation of employers on executive, employee, and director compensation and benefits is the backbone of Jones Day's Employee Benefits & Executive Compensation Practice. With nearly 50 lawyers in the U.S. and Europe, we have substantial experience in, and in-depth knowledge of, the legal frameworks and business environment within which today's compensation and benefits programs operate. Our lawyers assist employers, both public and private, for-profit and nonprofit, in all aspects of their employee benefits programs. Our clients benefit from the business experience and sound judgment that we have developed over the years in these relationships. We count among our clients dozens of Fortune 500 companies, as well as sophisticated private businesses. Because of the breadth of our representations, we tend to see the hot issues and new products as they emerge in the market. As a result, we can provide reasoned judgment and valued advice as to the best approaches for our clients. We strive to be, and are, practical, business-oriented counselors, as well as highly skilled technicians. We provide valuable input in all phases of the design, implementation, and administration of compensation and benefits programs and agreements. Our experience is particularly valuable in the design phase. In the implementation phase, our skills in drafting documents and employee communications and in negotiating agreements with executives, collective bargaining representatives, and service providers complement each other in critical ways. The basic goal is simple: preserve flexibility while minimizing risks. Finally, our advice on plan administration helps our client to execute the program properly so that its purposes and compliance with legal requirements are achieved and unexpected costs are avoided. Representative major matters on which we have advised employers recently include: Executive compensation plan revisions in response to nonqualified deferred-compensation legislation. Cash balance pension plan conversions. Health-care cost-containment initiatives including defined contribution, or consumer-driven, approaches. Structuring investment options and fiduciary duty allocations in participant-directed 401(k) plans, including plans with significant employer stock funds. Retiree welfare benefit plan redesign. Corporate Governance and SEC disclosure impact on executive compensation arrangements.