Yearly Archives: 2024

California Climate Disclosure Laws: Recent Developments

Eric Juergens and Paul Rodel are Partners and Ulysses Smith is an ESG Senior Advisor at Debevoise & Plimpton LLP. This post is based on a Debevoise memorandum by Mr. Juergens, Mr. Rodel, Mr. Smith, Amy Pereira, Michael Pan, and Benjamin R. Pedersen.

On September 27, 2024, California Governor Gavin Newsom signed into law Senate Bill (“SB”) 219, which makes certain changes to last year’s Climate Corporate Data Accountability Act (SB 253) and Climate‐Related Financial Risk Act (SB 261). SB 219 clarifies questions regarding SB 253 and SB 261, including by granting the California Air Resources Board (“CARB”) an additional six months, or until July 1, 2025, to adopt implementing regulations relating to the disclosure of greenhouse gas (“GHG”) emissions.

SB 253 requires companies with more than $1 billion in revenue that do business in California to report Scopes 1 and 2 GHG emissions annually beginning in 2026 for the 2025 fiscal year and Scope 3 GHG emissions beginning in 2027 for the 2026 fiscal year. SB 261 requires companies with more than $500 million in revenue that do business in California to report on climate-related financial risks and measures to address those risks starting in 2026.

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Texas et al. v. BlackRock, Inc. et al.

This post provides the text of the complaint filed November 27, 2024 by the attorney generals of Texas and 10 other states against BlackRock, Vanguard, and State Street, State of Texas/Ken Paxton Aty General et al v. BlackRock, Inc. et al, Docket No. 6:24-cv-00437 (E.D. Tex. Nov 27, 2024).


INTRODUCTION

1. For the past four years, America’s coal producers have been responding not to the price signals of the free market, but to the commands of Larry Fink, BlackRock’s Chairman and CEO, and his fellow asset managers. As demand for the electricity Americans need to heat their homes and power their businesses has gone up, the supply of the coal used to generate that electricity has been artificially depressed—and the price has skyrocketed. Defendants have reaped the rewards of higher returns, higher fees, and higher profits, while American consumers have paid the price in higher utility bills and higher costs.

2. Over a century ago, Congress enacted Section 7 of the Clayton Act to prohibit any acquisition of stock where “the effect of such acquisition may be substantially to lessen competition.” 15 U.S.C. § 18. Congress recognized that when an investor brings “under one control the competing companies whose stock it has thus acquired,” it achieves what is in substance a mere “incorporated form of the old-fashioned trust.” H.Rep. No. 627, 63rd Cong., Second Sess., at 17 (May 6, 1914). Such anticompetitive ownership blocks are “an abomination,” and the federal antitrust laws absolutely prohibit them. Id.

3. Defendants are three of the largest institutional investors in the world. Each Defendant has individually acquired substantial stockholdings in every significant publicly held coal producer in the United States. Each has thereby acquired the power to influence the policies of these competing companies and bring about a substantial lessening of competition in the markets for coal. And each has used its power to affect a substantial reduction in competition in coal markets. Considered alone and in isolation, each Defendant’s acquisition and use of shareholdings in the domestic coal producers has violated Section 7 of the Clayton Act.

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Preference Dynamics and Risk-Taking Incentives

Nan Li is an Assistant Professor of Accounting at Carlson School of Management, University of Minnesota. This post is based on an article forthcoming in the Journal of Accounting and Economics, by Professor Li, Professor Xiao Cen, Professor Juanting Wang, and Professor Chao Tang.

In the intricate world of corporate governance, the role of executive compensation in aligning the interests of shareholders and managers remains a long-standing question. Classic theories posit that shareholders, as the principals, can design compensation contracts to induce managers, as the agents, to maximize shareholder value. At the same time, recent studies document that other factors, such as rent extraction incentives and institutional changes, also affect the level and structure of executive pay. It remains unclear whether and to what extent executive compensation can effectively align the preferences of shareholders and managers. Our paper, “Preference Dynamics and Risk-Taking Incentives,” forthcoming in the Journal of Accounting and Economics, explores this complex issue and provides new insights into how executive compensation is designed to bridge the gap between the risk preferences of managers and shareholders.

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Supermajority Requirement Inapplicable in the Context of a Reincorporation to Nevada

Gail Weinstein is a Senior Counsel, Philip Richter is a Partner, and Steven Epstein is a Managing Partner at Fried, Frank, Harris, Shriver & Jacobson LLP. This post is based on a Fried Frank memorandum by Ms. Weinstein, Mr. Richter, Mr. Epstein, Steven Steinman, Roy Tannenbaum, and Adam B. Cohen, and is part of the Delaware law series; links to other posts in the series are available here.

In Gunderson v. The Trade Desk, Inc. (Nov. 7, 2024), the Delaware Court of Chancery held that only a majority stockholder vote will be required to approve the proposed reincorporation of The Trade Desk, Inc. (the “Company”) from Delaware to Nevada through a corporate conversion (the “Conversion”). The court held that, although Article X of the Company’s charter (the “Charter”) requires a supermajority vote for amendment or repeal of the Charter, and although the Conversion as a substantive matter would will result in amendment or repeal of the Charter, Article X is inapplicable because the language as drafted does not state that the Supermajority Vote requirement applies to amendment or repeal of the Charter as a result of a conversion.

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Discretionary Adjustment or Pay Flexibility?

Subodh Mishra is Global Head of Communications at ISS STOXX. This post is based on an ISS-Corporate memorandum by Craig Benedict, Senior Associate; and Daniel King, Associate, Compensation and Governance Advisory at ISS-Corporate.

KEY TAKEAWAYS

  • Incorporating discretionary components within a company’s Annual Incentive Program has become increasingly common, particularly in the Real Estate and Financial sectors.
  • Companies that have individual performance metrics in their Annual Incentive Programs tend to deliver higher payouts and executives are more likely to achieve target than companies that do not.
  • Discretionary components in a compensation program generally shift pay more towards the Annual Incentive Program for companies in the Russell 3000, while having the opposite effect for the S&P 500.
  • Individual performance metrics may be used as a substitute for discretionary bonuses for S&P 500 companies, but the opposite is true for Russell 3000 companies, where companies with discretionary metrics also award larger discretionary bonuses on average.

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Regulatory and Investor Demands to Use ESG Performance Metrics in Executive Compensation: Right Instrument, Wrong Method

Marco Dell’Erba is a Professor of Law at University of Zurich, and Suren Gomtsyan is an Assistant Professor of Law at LSE Law School. This post is based on their recent paper.

The rise of responsible capitalism has driven significant changes in corporate governance, including the integration of ESG (environmental, social, and governance) metrics into executive compensation. This trend has gained rapid adoption among major corporations worldwide, with compensation committees increasingly embedding ESG targets into pay structures. Studies show a steep increase in the share of companies that incorporate ESG metrics in the design of executive pay. As a result, the large majority of S&P 500 companies link a portion of executive incentive compensation to the achievement of ESG metrics. The proportion of publicly traded companies incorporating ESG metrics into executive pay is larger in the UK’s FTSE 100 index and in other European countries.

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By the Numbers: How Companies Pay Execs They Promote to CEO

Theresa Tovar is a Director and Robert Newbury is a Senior Director at Willis Towers Watson. This post is based on their Willis Towers Watson memorandum.

Choosing the right candidate to fill the corner office comes with a unique set of challenges. Putting aside the search for expertise and business acumen, leadership style, cultural fit, and a host of other considerations, one consistent — and expensive — factor is, of course, compensation for newly appointed chief executive officers (CEOs).

WTW’s Global Executive Compensation Analytics Team (GECAT) explored promotions among S&P 100 companies since 2020 to identify typical practices followed when promoting a new CEO from within the existing executive team. This analysis, different from the GECAT’s recent analysis of pay for interim CEOs, revealed the circumstances for each company and the different approaches taken. Here’s what the team found, by the numbers.

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Investor Stewardship 2024

Josh Black is the Editor-in-Chief, Will Arnot is Deputy Newswire Editor, and Miles Rogerson is an Editorial Specialist at Diligent Market Intelligence (DMI). This post is based on a Diligent memorandum by Mr. Black, Mr. Arnot, Mr. Rogerson, and Antoinette Giblin.

The hot seat

Who occupies the hottest seat on a board of directors? It depends on the circumstances

While a CEO might face the toughest questions when an activist investor shows up, and the chief financial officer the biggest grilling from analysts, modern stewardship trends dictate that the chair of the nominating and governance committee is often the one that attracts the most shareholder scrutiny at annual meeting time.

“Over the last decade, institutional investor voting has evolved to targeted votes against members of committees that they view as responsible for inaction or action on specific events,” said Stephen Brown, senior advisor at the KPMG Board Leadership Center. “The nominating and governance committee is just the newest entrant here.” Data from Diligent Market Intelligence (DMI) show that nomination committee chairs received the lowest average support of all senior board positions in the period from January to September 9, at 92% in the S&P 500 and 95.6% in the FTSE 100.

CEOs received the highest support, at 96.7% in America’s premier index and over 99% among the biggest London-listed companies. “In years past, there was more of a preference to vote against a line-item proposal than a director,” such as auditor ratification or “say on pay,” Karla Bos, associate partner at Aon, told DMI. “But in recent years we’ve seen more investors move away from trying to target specific proposals to focusing on board accountability, which by definition elevates focus on boards or certain committees or directors.”

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SEC Enforcement – FY24 Review: Key Themes and End-of-Year Actions

Adam Aderton and A. Kristina Littman are Partners, and Erik Holmvik is an Associate, at Willkie Farr & Gallagher LLP. This post is based on their Willkie memorandum.

The 2024 fiscal year (“FY24”) for the U.S. Securities and Exchange Commission (“SEC” or “Commission”) concluded with a deluge of year-end actions. Over the past year, we saw increased use of enforcement sweeps, significant changes in administrative law doctrine, and a continued willingness by the SEC to advance novel theories, often in litigated actions. In this alert, we analyze these key themes from FY24 and summarize several notable actions from August and September, including:

  • An Exchange Act settlement indicating tolerance of trading BTC and ETH;
  • An enforcement action against a former FTX auditor;
  • A director charged for undisclosed conflicts of interest;
  • The first custody rule action against a crypto-focused investment adviser;
  • An action against a prominent asset manager arising from longstanding disclosure failures;
  • An action arising from an adviser’s obtaining MNPI through an ad hoc creditors committee;
  • An enforcement action against the operator of a crypto lending product; and
  • The approval of a PCAOB rule amendment lowering scienter thresholds for associated person liability.

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Listing Migration: A Conflicted Path to Value Creation

Ali Saribas is a Partner, Andrew Brady is a Director, and Chinguun Nyambat is an Associate at SquareWell Partners. This post is based on SquareWell’s “Transatlantic Listing Migration: A Conflicted Path to Value Creation” study.

SquareWell Partners (“SquareWell”) conducted an in-depth study of primary listing changes and the dismantling of dual-listed company (“DLC”) structures, examining precedents across global markets. This analysis separates cases driven by activist investors from those initiated by companies, highlighting unique motivations and outcomes in each. With activist-driven listing changes expected to become a central campaign theme in the coming year, this post focuses on activist-led precedents, offering strategic insights into this emerging trend. SquareWell concludes with key questions for the market to consider regarding the future of this development.

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