Monthly Archives: January 2025

Pulse on Pay: CEO Pay Increases Over Time

Margaret Hylas is a Principal and Leah Sine is a Senior Associate Consultant at Semler Brossy Consulting Group LLC. This post is based on their Semler Brossy memorandum.

Key Takeaways

The median CEO pay in the S&P 500 has increased by 4% annually from 2012 through 2023, even with a pronounced increase to 11% in 2023. The rate of CEO pay movement is aligned with general wage growth across the US economy (4% since 2012 per the Social Security – Average Wage Index), which runs counter to the broader narrative that executive pay outpaces wages. That said, a large portion of executive pay comes from equity-based compensation, which is influenced by stock market performance. The 4% annualized growth number doesn’t factor in realized pay gains from a strong market (14% CAGR from 2012 to 2023 in an S&P500 index assuming re-invested dividends).

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The Sustainability Dividend: A Primer on Sustainability ROI

Matteo Tonello is the Head of Benchmarking and Analytics at The Conference Board, Inc. This post is based on a Conference Board memorandum by Mr. Tonello, Nathalie Risse, and Anuj Saush.

As sustainability becomes a business imperative, companies face growing pressure to determine the return on investment (ROI) of their sustainability efforts, a critical factor in gaining stakeholder trust and ensuring long-term success. This report highlights insights from a series of Member roundtables and polls, discusses the current state of sustainability ROI, and provides guidance for companies to get started.

Key Insights

  • Sustainability ROI extends beyond short-term financial gains by capturing long-term financial, environmental, and social value.
  • Discussions on the value of sustainability will continue, making it essential for companies to measure sustainability ROI.
  • Accurately measuring sustainability ROI can be challenging: corporate sustainability teams should start the process by aligning their language with that of the corporate finance function.
  • To fully capture sustainability ROI, companies should account for both tangible (easily quantifiable) and intangible (nonphysical, with harder-to-quantify monetary value) benefits, including those that may not be immediately obvious (hidden benefits).
  • Few companies are capitalizing on the power of authentic and transparent sustainability communication to showcase their sustainability results and gain internal and stakeholder support for sustainability.

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TikTok’s Identity Crisis: Corporate Personality in a De-Globalizing World

Curtis J. Milhaupt is the William F. Baxter–Visa International Professor of Law at Stanford Law School, and Dan W Puchniak is a Professor of Law at Yong Pung How School of Law, Singapore Management University.

Introduction

TikTok’s travails under the Trump and Biden Administrations are typically portrayed as a clash between national security interests and First Amendment protections. This tension is the focus of TikTok’s suit against the U.S. Government over a 2024 law that subjects the video platform to a ban in the United States unless it is divested from Chinese control by January 19, 2025.

But TikTok’s problems in the United States expose another serious tension: between longstanding legal doctrines of corporate identity and separate personality, on one hand, and increasing concerns over Beijing’s use of erstwhile private commercial firms as instruments of state influence, on the other. The divest-or-ban legislation illustrates that corporate law’s answers to the question of corporate identity and separateness are not definitive in a de-globalizing world.

Corporate Identity and Personality

What determines the identity of a corporation? Corporate law has straightforward answers. Under the internal affairs doctrine followed in the United States, the identity of a corporation is determined by its jurisdiction of incorporation. In the traditional test followed in continental Europe, the real seat doctrine asks where a company’s “center of management and control” resides – focusing on the place where day-to-day management decisions are made. An important corollary of these principles is the doctrine of separate corporate personality – barring unusual circumstances, a corporation is deemed to have a separate existence from that of its shareholders, including its corporate parent.

These doctrines have withstood the test of time, suggesting that despite the inevitable weaknesses of any bright line test, they provide workable choice-of-law rules with which to resolve internal governance issues and to establish the basis by which assets are partitioned between a corporation and its investors.

But corporate law’s standard identity and personality tests are proving far less helpful in addressing the national security challenges posed by corporate activity in a global – but rapidly de-globalizing – world, particularly one in which data is the coin of the realm.

Consider TikTok’s identity crisis.

TikTok’s Ownership Structure
(based on publicly available information)

TikTok, the short video streaming platform with 170 million U.S. users, is operated by TikTok Inc., a California Corporation with headquarters in Culver City, California. The parent of TikTok Inc. (via an intermediary LLC), overseeing TikTok’s global operations, is TikTok Ltd., which is incorporated in the Cayman Islands. Its parent, ByteDance Ltd., is also incorporated in the Cayman Islands. ByteDance Ltd. is controlled by one of its co-founders, Zhang Yiming, via dual class shares reportedly giving him majority voting control, notwithstanding his 20% equity stake. Sixty percent of the equity is held by global institutional investors, including Sequoia and KKR. Employees hold the remaining 20% of the equity. While ByteDance Ltd.’s headquarters are in Beijing, a majority of its board members are non-Chinese nationals, including multiple representatives of its U.S.-based institutional investors. None of its directors reside in China.

Neither TikTok Ltd. nor TikTok Inc. operates in China, and none of their senior executives are Chinese nationals. The company’s executives operate out of Singapore and Los Angeles. Data generated by the platform’s users is stored in the United States, Singapore, and Malaysia. A subsidiary of TikTok Inc., Delaware incorporated TTUSDS, was created to limit ByteDance’s access to the data of TikTok’s U.S. users and to monitor security of the platform.

Thus far, nothing about TikTok is Chinese, apart from the nationality of the (human) controlling shareholder of its ultimate parent company, which is immaterial under corporate law’s standard personality tests. From this perspective, it is plainly inaccurate to call the TikTok entities or the video platform they operate “Chinese.”

But here’s where the question of corporate identity gets complicated in a world rife with geopolitical tensions between the United States and China – and a Chinese political economy that increasingly blurs the boundary between commercial enterprises and instruments of the party-state.

ByteDance Ltd., at the top of the TikTok ownership chain, also wholly owns ByteDance Technology Co., Ltd., a China-incorporated company in charge of the group’s Chinese domestic operations. This corporate sibling of TikTok maintains an internal Chinese Communist Party (CCP) committee, as long required by China’s Company Law (see Article 18). This feature of Chinese corporate law – requiring an organization representing a political party within the corporation – has no counterpart anywhere in the world, not even in Russian state-owned enterprises. Exactly what the internal CCP committee of ByteDance, or any other Chinese firm, does is a matter of speculation, because neither the Company Law nor any other regulation explicitly specifies the role of such committees – although Article 33 of the Chinese Communist Party Constitution provides that in private companies, the Party committee “shall implement the Party’s principles and policies.”

Most Chinese companies, ByteDance included, say little publicly about the membership or function of their internal CCP committees. While it is unlikely that these committees routinely intervene in corporate strategy or operations, they are plainly a channel of potential political influence in Chinese commercial enterprises, ensuring that management remains friendly toward the Party and government. And research shows that some private firms cede substantive governance roles to these committees. The very existence of these committees raises fundamental questions about whether corporate law’s standard personality tests are appropriate for Chinese companies where the question of Beijing’s influence is concerned.

ByteDance Technology Ltd.’s wholly owned subsidiary is Beijing Douyin Information Services Co., Ltd., which operates Douyin, a short video streaming platform for the Chinese market. (TikTok is not allowed in China and Douyin does not contain most of the videos available on TikTok.) Douyin is ByteDance’s crown jewel, generating the bulk of its China revenues, which account for roughly 80% of ByteDance’s total revenues. Via an intermediary, a state investment organ called China Internet Investment Fund (CIIF) holds a 1% stake in Beijing Douyin. This is a golden (or “special management”) share, giving a representative of China’s Cyberspace Administration a board seat and editorial influence over Douyin’s content. Similar special management shares have been taken by organs of the Chinese state in many data-rich companies, particularly ones that provide content subject to China’s strict censorship regime.

The TikTok and Douyin platforms are designed for different markets and operated by legally separate entities. Yet it is hard for Western policy makers to ignore their common lineage and the reality that TikTok’s corporate siblings are connected to the Chinese party-state via share ownership, board representation, and an internal organization representing the CCP.

An additional concern is China’s National Intelligence Law, which provides in Article 7 that all Chinese “organizations and citizens shall support, assist and cooperate with national intelligence efforts…” While the law likely does not apply to a foreign incorporated subsidiary ultimately controlled by a Chinese citizen, such as TikTok Inc., it is unrealistic to expect that Zhang Yiming or other senior Chinese corporate leaders of ByteDance could resist government or CCP orders to influence the TikTok algorithm to the detriment of U.S. national security interests, or to seek access to the data generated by its American users for Chinese intelligence purposes.

The reality is that TikTok’s relationship with China and its susceptibility to Chinese party-state influence operate through channels that venerable doctrines on corporate identity and separate personality do not fully recognize. As a result, it is not surprising that policymakers in the United States and Europe have viewed TikTok’s Western persona with a great deal of skepticism. They see TikTok as a potential instrument of malign Chinese state influence – a conclusion that led the U.S. Congress in 2024 to pass The Protecting Americans from Foreign Adversary Controlled Applications Act (Public Law 118-50, Division H; the “Applications Act”). The Applications Act requires the TikTok platform to be divested from “foreign adversary control” by January 19, 2025 (subject to a 90-day extension by the President) or effectively be banned from operation in the United States.

The policymakers’ concerns over TikTok are seemingly at odds with the law’s standard tests of corporate identity and separate personality: the legislation is not seeking to pierce the corporate veil by treating TikTok as the alter ego of ByteDance and its controlling shareholder. Rather, the law effectively treats TikTok as the alter ego of the Chinese government and CCP. Whether justified or an overreaction, this approach reflects a more wholistic view of China’s “hybrid commercial threat” in the global economy than one framed entirely by standard corporate law and governance metrics. The D.C. Circuit Court of Appeals (at p. 27) explicitly notes that the U.S. government was not asking the Court to apply standard exceptions to fundamental principles of corporate separateness, but to recognize the “risk of a foreign adversary exploiting [the] corporate form.”

Corporate Identity and National Security

The TikTok episode exposes a new reality: Contrary to widespread predictions that globalization would lead to the statelessness of large corporations, weaponized interdependence has heightened the salience of questions about corporate identity and control, as well as informal channels of state influence over commercial enterprises. TikTok’s identity crisis reveals the limitations of standard corporate law doctrines in satisfying policymakers focused on national security and geopolitical rivalry.

The Applications Act, requiring divestiture of applications under the control of a “foreign adversary” (statutorily defined as China, Russia, North Korea and Iran), illustrates how fundamental corporate law principles can be sidestepped by approaches that effectively disregard established doctrines of corporate identity and separate personality, in view of perceived national security imperatives. Broader tests of corporate identity may be necessary in these circumstances because more than ever, state influence over commercial actors operates through control over capital and data flows, market access, supply chain vulnerabilities, and other forms of geo-economic leverage.

Yet, if blunt tests of “adversary control” over a corporation such as that used in the Applications Act (see Section 2(g)(1)) are to be avoided in favor of more surgical approaches to corporate identity that facilitate continued global economic interaction, more nuanced frameworks for determining corporate identity and de facto state influence/allegiance may need to be developed. This is a tall order.

Until the current de-risking and friendshoring trends are reversed, we can expect more episodes that expose the limitations of traditional corporate identity and personality tests in a de-globalizing world.

Weekly Roundup: December 27-January 2, 2025


More from:

This roundup contains a collection of the posts published on the Forum during the week of December 27-January 2, 2025

Key Considerations for 2024 Form 10-K and Form 20-F Filings


Variance in Succession Strategy and Transition Processes


Delaware Court Rejects Musk’s Pay Package for Second Time


Public Sentiment Decomposition and Shareholder Actions


Directors, by Securing Indemnification Rights, Were Rendered Self-Interested


Matters To Consider for the 2025 Annual Meeting and Reporting Season: Executive Compensation


The CEO Scorecard: How Directors Select a CEO When They Have Real Skin in the Game


Greenwashing: The Emerging Liability Landscape


Greenwashing: The Emerging Liability Landscape

Miriam Wrobel is a Senior Managing Director and Alanna Fishman is a Managing Director at FTI Consulting. This post is based on their FTI Consulting memorandum.

General counsel face a looming ESG challenge: managing sustainability claims that could become potential litigation triggers.

Proactive Risk Management is a Strategic Imperative

The threat of greenwashing (either exaggerated or untrue sustainability claims) is larger than ever, and the consequences have never been more severe. Companies are no longer judged merely on their sustainability intentions, but on the precision and verifiability of their environmental narratives. This risk of misleading claims, whether intentional or not, demands a fundamental reimagining of how organizations approach sustainability communications and their associated controls.

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The CEO Scorecard: How Directors Select a CEO When They Have Real Skin in the Game

David F. Larcker is the James Irvin Miller Professor of Accounting at the Stanford Graduate School of Business, Amit Seru is the Steven and Roberta Denning Professor of Finance at the Stanford Graduate School of Business, and Mason Morfit is Partner, co-CEO, and Chief Investment Officer at ValueAct Capital. This post is based on a recent paper by Professor Larcker, Professor Seru, Mr. Morfit, A.J. Galainena, Bloor Redding, and Brian Tayan.

We recently published a paper on SSRN (“The CEO Scorecard: How Directors Select a CEO When They Have Real Skin in the Game”) that examines how boards can improve succession planning through use of an outcomes-based CEO scorecard that matches candidates’ skills against the value drivers of the business.

Shareholders, stakeholders, and corporate insiders place considerable emphasis on the importance of reliable CEO succession planning. Survey data show that public company directors recognize succession planning as one of their most important responsibilities. Companies aim to boost shareholder confidence in their succession plans through voluntary disclosure. Today, nearly all large public companies disclose at least some information about their planning processes in the annual proxy. In addition, a large industry of recruiters and advisors exists to support companies with the planning, grooming, and hiring of CEO talent.

Succession planning within firms is often opaque, but research has pieced together suggestive evidence that sound succession planning can yield significant benefits. Cvijanović, Gantchev, and Li (2023) find that companies that follow a pre-established succession plan are more likely to exhibit positive economic outcomes, including greater willingness to terminate an underperforming CEO, lower uncertainty (stock price volatility) during and up to one year after the transition, and longer tenure for the replacement CEO.

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Matters To Consider for the 2025 Annual Meeting and Reporting Season: Executive Compensation

Brian V. BrehenyRaquel Fox, and Page Griffin are Partners at Skadden, Arps, Slate, Meagher & Flom LLP. This post is based on a Skadden memorandum by Mr. Breheny, Ms. Fox, Mr. Griffin, Marc S. GerberJoseph M. Yaffe, and Khadija L. Messina.

Incorporate Lessons Learned From the 2024 Say-on-Pay Votes and Compensation Disclosures and Prepare for 2025 Pay Ratio Disclosures

Companies should consider their recent annual say-on-pay votes and best practices for disclosure when designing their 2025 compensation programs and communicating about those programs to shareholders. Companies should also review the latest say-on-pay trends, including overall 2024 say-on-pay results, factors driving say-on-pay failure (i.e., those say-on-pay votes that achieved less than 50% shareholder approval), say-on-golden-parachute results and results of equity plan proposals, as well as recent guidance from the proxy advisory firms Institutional Shareholder Services (ISS) and Glass Lewis.

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