Latest news with #Compensation
NHK
09-07-2025
- Business
- NHK
Inquiry of British Post Office scandal calls for 'restorative justice' program
A British inquiry has called for a "restorative justice" program for Post Office workers wrongly convicted due to a flawed accounting system supplied by a subsidiary of Japanese electronics firm Fujitsu. More than 900 British post office branch operators and other staff were prosecuted on theft and other charges between 1999 and 2015 after the software wrongly indicated shortfalls of cash. A British court recognized the defect in the software, Horizon, in 2019. Last year, the country enacted a law to exonerate and compensate all victims of the scandal. So far, about 1.49 billion dollars has been paid to claimants. On Tuesday, the independent inquiry released its first report. The report says all people who have been wrongly convicted and those who have been held responsible are victims of "wholly unacceptable" behavior perpetrated by the Post Office and Fujitsu. It says that there are currently about 10,000 eligible claimants in the schemes providing financial compensation. The report calls on the British government to "devise a process for providing financial redress to close family members of those most adversely affected by Horizon." It also urges Fujitsu, the government and the Post Office to publish a report on a program for restorative justice by the end of October. Fujitsu and the British government have already agreed to start talks on compensation for victims. Following the report's release, Fujitsu expressed its remorse and offered an apology. It said it hopes the issue will be quickly settled with fair redress for victims. The company pledged full cooperation with investigations, and said it will discuss its contributions to compensation with the British government.
Cision Canada
24-06-2025
- Business
- Cision Canada
Nickel Creek Platinum Announces Results of 2025 Annual General and Special Meeting
OAKVILLE, ON, June 24, 2025 /CNW/ - Nickel Creek Platinum Corp. (TSXV: NCP) ("Nickel Creek" or the "Company") is pleased to announce the results of its annual general and special meeting of shareholders (the "AGM") that was held on June 24, 2025. All of the following business items were approved at the AGM by the requisite majority of shareholder votes cast at the meeting: setting the size of the Board of Directors at five; electing each management-nominated director; approving the Company's amended Share-Based Compensation plan and all unallocated entitlements; approving certain stock options and deferred share units issued pursuant to the amended Share-Based Compensation Plan prior to its approval by disinterested shareholders at the AGM; and appointing McGovern Hurley LLP as Nickel Creek's auditor The five directors of Nickel Creek elected at the AGM are: Mark Fields, Stuart Harshaw, Wayne Kirk, Myron G. Manternach and David Peat. Votes for the directors were cast as follows: About Nickel Creek Platinum Corp. Nickel Creek Platinum Corp. (TSXV: NCP; OTCQB: NCPCF) is a Canadian mining exploration and development company and its asset is its 100%-owned Nickel Shäw Project. The Nickel Shäw Project is a large undeveloped nickel sulphide project in one of the most favourable jurisdictions in the world, with a unique mix of metals including copper, cobalt and platinum group metals. The Nickel Shäw Project has exceptional access to infrastructure, located three hours west of Whitehorse via the paved Alaska Highway, which offers year-round access to deep-sea shipping ports in southern Alaska. The Company is led by a management team with a proven track record of successful discovery, development, financing and operation of large-scale projects. Our vision is to create value for our shareholders by becoming a leading North American nickel, copper, cobalt and PGM producer. Neither the TSXV nor its Regulation Service Provider (as that term is defined in the policies of the TSXV) accepts responsibility for the adequacy or accuracy of this news release. SOURCE Nickel Creek Platinum Corp.
Yahoo
24-06-2025
- Business
- Yahoo
Nickel Creek Platinum Announces Results of 2025 Annual General and Special Meeting
OAKVILLE, ON, June 24, 2025 /CNW/ - Nickel Creek Platinum Corp. (TSXV: NCP) ("Nickel Creek" or the "Company") is pleased to announce the results of its annual general and special meeting of shareholders (the "AGM") that was held on June 24, 2025. All of the following business items were approved at the AGM by the requisite majority of shareholder votes cast at the meeting: setting the size of the Board of Directors at five; electing each management-nominated director; approving the Company's amended Share-Based Compensation plan and all unallocated entitlements; approving certain stock options and deferred share units issued pursuant to the amended Share-Based Compensation Plan prior to its approval by disinterested shareholders at the AGM; and appointing McGovern Hurley LLP as Nickel Creek's auditor The five directors of Nickel Creek elected at the AGM are: Mark Fields, Stuart Harshaw, Wayne Kirk, Myron G. Manternach and David Peat. Votes for the directors were cast as follows: Director Votes For Votes Withheld Percent For Percent Withheld Mark Fields 2,922,819 28,473 99.04 % 0.96 % Stuart Harshaw 2,913,911 37,381 98.73 % 1.27 % Wayne Kirk 2,911,399 39,893 98.65 % 1.35 % Myron G. Manternach 2,862,203 89,089 96.98 % 3.02 % David Peat 2,905,945 45,347 98.46 % 1.54 % About Nickel Creek Platinum Corp. Nickel Creek Platinum Corp. (TSXV: NCP; OTCQB: NCPCF) is a Canadian mining exploration and development company and its asset is its 100%-owned Nickel Shäw Project. The Nickel Shäw Project is a large undeveloped nickel sulphide project in one of the most favourable jurisdictions in the world, with a unique mix of metals including copper, cobalt and platinum group metals. The Nickel Shäw Project has exceptional access to infrastructure, located three hours west of Whitehorse via the paved Alaska Highway, which offers year-round access to deep-sea shipping ports in southern Alaska. The Company is led by a management team with a proven track record of successful discovery, development, financing and operation of large-scale projects. Our vision is to create value for our shareholders by becoming a leading North American nickel, copper, cobalt and PGM producer. Neither the TSXV nor its Regulation Service Provider (as that term is defined in the policies of the TSXV) accepts responsibility for the adequacy or accuracy of this news release. SOURCE Nickel Creek Platinum Corp. View original content to download multimedia: Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Malaysian Reserve
23-06-2025
- Business
- Malaysian Reserve
Linda Mack and Brian Adams of Mack International joined a panel on Family Office Compensation and Talent: 2025 Trends and Planning hosted by Katten's New York office on May 6, 2025
Linda Mack and Brian Adams of Mack International joined a panel on Family Office Compensation and Talent: 2025 Trends and Planning exploring compensation strategies and talent management approaches hosted by Katten's New York office on May 6, 2025 WEST PALM BEACH, Fla., June 23, 2025 /PRNewswire/ — Linda Mack, Founder and President of Mack International and Brian Adams, Partner, Mack International participated in Katten's Family Office practice for a panel exploring 2025 Trends and Planning on Compensation and Talent on May 6 in New York. They were joined by Mitchel Pahl, Partner, Katten; Saul Rudo, Partner and Co-Chair for Family Offices, Katten; and Trish Botoff, Managing Principal, Botoff Consulting. The panelists explored current compensation strategies, long-term incentive (LTI) structures, and evolving talent management approaches utilized by family offices to attract and retain good talent. The event was held in Katten's New York City offices with a live audience. A virtual option was made available and recorded. Key topics were as follows: The Increasing Prevalence of LTI Plans A handout was distributed by Trish Botoff to those in attendance featuring data points from the 2024 survey done by Botoff Consulting. The comprehensive data represented 450 firms. Highlights included the prevalence of LTI plans being used. Over the past 10 years there has been a significant increase, from 40% to 54%, in the number of Family Offices using LTIs. Those with an AUM of $2.5B or more, 72%. Family Investment firms' use of LTIs rose to 62% with 86% of firms with AUM over $2.5B reporting use of LTI plans. Deferred incentive compensation, co-investment, and carried interest were the top three LTIs used in the market. Trish noted that for the first time since they began collecting data on use of LTI plans in 2015, co-investment opportunity (57%) surpassed deferred incentive compensation (56%) as most prevalent LTI plan type. Recruitment and Retention Strategies in Response to Current Market Dynamics According to Linda Mack the current market dynamics that have been anticipated for years are on the rise as baby boomers begin transitioning leadership to the next generation. 'Effective succession strategies are critical for both retiring executives as well as new leaders…'. Brian Adams believes the situation is 'acute'. 'There has been real role and responsibility 'creep'. The leader who performed several key roles has left a gap. There is frequently a need to backfill one person with two or three people. The scope and expectations of the executive has increased dramatically, and the family office must consider whether to insource or outsource various services'. The Evolving Responsibilities and Positioning of Family Office Executives Linda commented about key trends and challenges her firm has observed in attracting and retaining key executives. 'Boomer 'transitions' are fueling heightened demand for succession and leadership strategies in the C-Suite and throughout the Family Office. The challenge is finding the individual who not only has the requisite skills for the position but is also the right culture fit. Family Offices are typically seeking a 10-15 year tenure, and the relationship with the family is a very personal one. Aligning with the culture is paramount for success.' Linda explained the key role is an 'Expert Generalist'—the leader who is knowledgeable across the full spectrum of wealth management disciplines and has a profound understanding of the interrelationships between all of them, regardless of whether the service is delivered in-house or via an outsourced provider. 'Since no decisions are made in isolation, it's important that the leader has the peripheral vision to see across the entire spectrum and deep down into each vertical to ensure everything is in sync and coordinated to meet family objectives'. Brian added that hyper specialization makes finding an Expert Generalist a real challenge. 'Rotational programs which led to a broader general knowledge have gone away. As a result there is little exposure to cross training. Once you identify a qualified Expert Generalist, an additional challenge is finding the right Culture fit. That is the 'stickiness' component that helps the new leader in aligning with the tribe and in plugging into the community and the family's values and interests. If relocation is necessary, it can pose its own issues depending on the candidate's family situation'. Trends in Recruiting In light of intense competition for talent, the panel agreed that Family Offices are becoming more professional and strategic in their approach to searching for key executives. It requires a strategic and comprehensive process. Linda and Brian credit their intentional approach, deep network and proprietary 360 assessment process as critical components to a successful search. 'It allows us to acquire a deep understanding of how the family has evolved to where they are today, and their vision, goals and objectives for the future. We are then able to help them gain clarity, consensus and alignment around the definition of the position and ideal candidate that will enable them to be successful. The 'magic' in a search is three-fold: First, there must be clarity, consensus and alignment about the 'bulls' eye' and specifically what the family is looking for. Second, it is critical to have access to the universe of potential candidates, and third, the ability to effectively assess both position and culture fit'. Building a Family Office—Where to Start? 'The approach to building a family office would be analogous to building a house,' said Linda. 'You would never build it room by room without an overall plan or blueprint.' Linda emphasized three key decision that need to be made up front: Determining for whom you are you building the office Defining the scope of clients to be served by the office Deciding what scope of services will be offered to the Family Office's clients and which will be provided directly by the office versus those to be outsourced Brian added that approximately 25% of Mack International's searches are for Principals/Families establishing a Family Office for the first time. Typically the first hire is an Expert Generalist—the classic leader of a family office. The audience asked about 'virtual family offices.' Brian commented. 'There is a lot of interest and curiosity about Family Offices with first generation entrepreneurs particularly the idea of a 'virtual' Family Office. 'There is a notion that virtual platforms an provide the same scope of services of more traditional Family Office, however this means that the Expert Generalist must bring a much higher level of expertise to manage and run processes and be totally accountable. That candidate is difficult to find.' Family Offices Building Investment Teams There is a talent migration from institutional firms to the Family Offices and their private investment firms. Brian described the Family Office as being 'an asset class of its own'. 'Family offices are recognized as increasingly attractive to institutional talent. Reasons include the fact that they have long term patient capital and in many cases are much more flexible than traditional private equity, venture capital, or asset manager firms'. The audience, both live and virtual, was interactive, offering great questions and comments. All appreciated the insights gained from comprehensive industry survey data presented and actionable perspectives provided tailored to family offices of varying sizes and investment focuses. For the full recording click here to view and listen. About Mack International LLC Mack International is the premier boutique firm that specializes in providing retained C-suite executive search and strategic human capital consulting solutions to family office, investment firm and enterprise clients on a national and international basis. Clients range from first generation business enterprise owning wealth creators to multi-generational families of six or more generations. Headquartered in West Palm Beach, Florida, clients also include multi-client family offices and select investment and wealth management firms that serve family offices and ultra-high net worth clients. In addition to its executive search services, Mack International provides customized strategic human capital/talent management consulting solutions. The scope of consulting services includes succession planning, governance, next generation engagement, compensation practices, and performance metrics. Founder and President, Linda C. Mack has established proprietary methodologies such as the Mack 360© and is credited for having coined the term 'expert generalist' in the industry.
Yahoo
04-06-2025
- Business
- Yahoo
Calfee Welcomes Erin E. Shick, Employee Benefits and Executive Compensation Partner
Shick Joins Calfee's Cincinnati Office Erin E. Shick, Employee Benefits and Executive Compensation Partner Cleveland, June 04, 2025 (GLOBE NEWSWIRE) -- The law firm of Calfee, Halter & Griswold LLP is pleased to announce that Erin E. Shick has returned to the firm as a Partner with the Employee Benefits and Executive Compensation practice group. Shick will work from the firm's Cincinnati office advising plan sponsors on compliance issues primarily related to ERISA, COBRA, HIPAA, the ACA, and the Internal Revenue Code. Shick assists clients with the design, implementation and operation of qualified retirement, health and welfare, and fringe benefit plans. She performs employee benefits due diligence in the context of mergers and acquisitions. Shick also handles executive compensation matters including 409A compliance, nonqualified plans and severance agreements. She regularly advises benefits committees, boards of directors and plan trustees regarding fiduciary and administrative obligations with respect to benefit plans. In addition to her significant background in establishing and advising on compliance matters related to Employee Stock Ownership Plans (ESOPs), Shick helped establish some of the nation's first ESOPs in the cannabis industry. Shick re-joined Calfee in 2025, from the Cincinnati office of a large national law firm, where she served as a Partner. Shick earned her J.D., summa cum laude, from the University of Cincinnati College of Law, where she was a member of the Order of the Coif honor society. She earned her B.A. in Politics, cum laude, from Hillsdale College. 'I am thrilled to be rejoining the Employee Benefits and Executive Compensation group at Calfee," said Shick. "I am excited to add my knowledge and expertise to a top-tier practice group and continue to provide excellent service to our clients.' With 15+ experienced attorneys, Calfee's nationally recognized Employee Benefits and Executive Compensation, Employee Benefits/ERISA Litigation, and ESOP Formation and Operation practice teams handle a significant number of complex and sophisticated legal matters for clients across the country and globally. The firm's employee benefits attorneys are experienced in all types of benefit plans, including defined benefit pension plans, 401(k) plans, ESOPs, executive compensation arrangements, welfare plans, Voluntary Employees' Beneficiary Associations (VEBAs), governmental plans, church plans, 403(b) plans and 457(b) plans. Areas of recent growth include forming ESOPs and pooled employer plans and negotiating pharmacy benefit management contracts. Calfee represents publicly and privately held corporations, nonprofit organizations, banks and trust departments, and government entities in all phases of designing and administering employee benefit programs and related tax and fiduciary duty issues. Calfee has been recognized as a Leading Law Firm for Employee Benefits and Executive Compensation by Chambers USA, most recently in Band 2 in Ohio (2024). "We are delighted to have Erin rejoin Calfee and our Employee Benefits and Executive Compensation Practice Group. Erin is an exceptional attorney, with a high level of expertise in all benefits areas – group health and welfare plans, defined benefit pension plans, profit-sharing and 401(k) plans, ESOPs, top hat plans, and equity and long-term incentive plans. She also regularly assists clients in handling challenging benefits issues, including in mergers and acquisitions. Erin's broad skillset and experience at national and multinational law firms will further strengthen our highly ranked Employee Benefits practice group and help drive outstanding results for our clients," said Robert A. (Bob) Miller, Partner and Chair of Calfee's Employee Benefits and Executive Compensation practice group. Calfee regularly advises large employers and governmental retirement systems on designing and administering their employee benefit plans, including drafting plan documents and summary plan descriptions, administering claims requests and appeals, and negotiating with recordkeepers, third-party plan administrators, pharmacy benefit managers, and other service providers. In addition, Calfee advises clients with large pension plans and 401(k) plans on matters related to the investment of their plan assets, such as investment manager and adviser arrangements, investments in private equity and hedge funds, transition management arrangements, and compliance with regulatory requirements. 'Calfee continues to attract top local talent as we strategically grow our Cincinnati office, and we are thrilled to have Erin join Calfee as our newest partner,' said John A. Mongelluzzo, Partner-in-Charge of Calfee's Cincinnati office. 'Erin's knowledge and experience are great additions to our firm's robust ERISA practice, and she will further enhance Calfee's ability to meet the unique needs of our clients.' About Calfee, Halter & Griswold LLP Calfee, Halter & Griswold LLP is a full-service, corporate law firm with 160 attorneys and professionals and five offices in Cleveland, Columbus, Cincinnati, Indianapolis, and Washington, D.C. Calfee serves clients in the Midwest, nationally and globally in the areas of Corporate and Finance, Employee Benefits and Executive Compensation, Energy and Utilities, Estate and Succession Planning and Administration, Government Relations and Legislation, Intellectual Property, Investment Management Law, Labor and Employment, Litigation, and Real Estate Law. Calfee has been recognized as a leading law firm by the Chambers USA 2024 Legal Guide in Antitrust, Banking & Finance, Bankruptcy/Restructuring, Corporate/M&A, Employee Benefits & Executive Compensation, Energy & Natural Resources, Environment, Government Relations: State & Local, Insurance: Policyholder, Intellectual Property, Investment Funds: Regulatory & Compliance, Labor & Employment, Litigation: General Commercial, Litigation: White-Collar Crime & Government Investigations, and Real Estate Law and by the Chambers High Net Worth 2024 Guide in Private Wealth Law. A founding member of Lex Mundi, Calfee offers international representation through a network of independent law firms with access to 22,000 attorneys located in more than 125 countries. Additional information is available at Attachment Erin E. Shick, Employee Benefits and Executive Compensation Partner CONTACT: Susan M. Kurz Calfee, Halter & Griswold LLP 2166228346 skurz@ in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
