Yearly Archives: 2025

Yes, SPACs Do Dilute Investors: A Brief Response to Gulliver and Scott

Michael Klausner is the Nancy and Charles Munger Professor of Business and Professor of Law at Stanford Law School, and Michael Ohlrogge is a Professor of Law at NYU School of Law. This post is based on a recent paper by Professor Klausner, Professor Ohlrogge, and Emily Ruan, and is part of the Delaware law series; links to other posts in the series are available here.

Several days ago, John Gulliver and Hal Scott announced on this Forum that “No, SPACs Do Not Dilute Investors” This comes after the Chancery Court has concluded otherwise in about a dozen cases, and after the SEC has issued regulations requiring disclosure of the extent to which value has been diluted or otherwise extracted from SPAC shares as of the time of a de-SPAC merger. Gulliver and Scott’s post on the Forum, and their longer version on SSRN, purport to “debunk” the analysis of two articles we published in the past three years, and in doing so, to show that the Chancery Court and the SEC are wrong as well—that the value of pre-merger SPAC shares is of no consequence and need not be disclosed.

To capture the essence of Gulliver and Scott’s story, imagine the following.  A company is planning a merger, and before closing, the company’s management, bankers and others suck out 50% of the company’s value for themselves.  They are not concerned that the company’s shareholders will lose out, however, because they believe the company’s merger partner will repay what was taken from them.  This is essentially Gulliver and Scott’s view of how SPACs and de-SPAC mergers work.  Of course, it is now well understood that SPAC shareholders have indeed lost out – losing over half of their investments on average for SPACs that merged between 2019 and 2021 – something that is contrary to Gulliver and Scott’s rosy predictions but is precisely in line with what we forecast in the fall of 2020 when we first released our initial paper (and our blog post on this Forum).

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Key Considerations for the 2025 Proxy Season

Simone Hicks, Benjamin R. Pedersen, and Eric Juergens are Partners at Debevoise & Plimpton LLP. This post is based on a Debevoise memorandum by Ms. Hicks, Mr. Pedersen, Mr. Juergens, Paul Rodel, Alison Buckley-Serfass, and Amy Pereira.

  • In this Debevoise In Depth, we outline key considerations for public companies preparing their proxy statements for their 2025 annual meetings, including the timing of new insider trading and equity grant disclosure, pay-versus-performance disclosure and the development and disclosure of governance structures to identify and manage AI-related risks.
  • We also discuss trends from the 2024 proxy season and proxy advisor guidance for the 2025 proxy season.

The end of the calendar year marks the beginning of the proxy season for many public companies. In this companion to our recent Client Update on Key Considerations for the 2024 Annual Reporting Season, we outline key considerations for public companies preparing proxy statements.

Key Takeaways

  • Beginning with the 2025 proxy season, calendar year-end public companies will need to comply with the new equity grant and insider trading disclosures required by Item 402(x) and Item 408(b).
  • In light of recent U.S. Securities and Exchange Commission (the “SEC”) guidance, companies’ pay-versus-performance disclosure should (1) explain the relationship between executive compensation and each company performance metric, (2) disclose GAAP net income as reported in the audited income statement and (3) disclose how company-selected non-GAAP measures used to link executive compensation to company performance are calculated from the audited financial statements.
  • Companies should consider whether, in describing the board’s leadership structure and administration of risk oversight, it is appropriate to refer to the board’s oversight of cybersecurity. If making such disclosure, companies should ensure that it is consistent across their SEC filings and other publicly available information.
  • Following an increase in investor focus on artificial intelligence (“AI”) in 2024, companies that use or are testing the use of AI should evaluate whether they have an effective, risk-based governance program that will stand up to investor scrutiny.

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Fifth Circuit Vacates SEC’s Approval of Nasdaq Board Diversity Rules

Joseph Kaufman, Karen Hsu Kelley, and Leah Malone are Partners at Simpson Thacher & Bartlett LLP. This post is based on a Simpson Thacher memorandum by Mr. Kaufman, Ms. Kelley, Ms. Malone, Emily Holland, Alexis Capati, and Tenzin Dolkar.

On December 11, 2024, the U.S. Court of Appeals for the Fifth Circuit issued a 9-8 decision vacating the SEC’s approval of Nasdaq’s Disclosure Rule [1] and Diversity Rule [2] (the “Rules”), holding that the SEC exceeded its authority under the Securities Exchange Act of 1934 (“Exchange Act”). [3] Nasdaq has reportedly indicated that it does not intend to appeal the ruling, while an SEC spokesperson has stated the agency is “reviewing the decision and will determine next steps as appropriate.” [4]

Given post-election leadership changes, including at the SEC, it is unlikely that the decision will be challenged, and, as a result, Nasdaq-listed companies will no longer be required by Nasdaq to meet diversity targets with respect to their boards or disclose why they do not do so. It is anticipated that many of these companies will take immediate steps in response to this development, including to remove the mandated tabular disclosure on this topic from their 2025 annual meeting proxy statements.

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Global Top 250 Compensation Survey 2024

Marco Pizzitola is a Consultant at FW Cook. This post is based on an FW Cook memorandum by Mr. Pizzitola, Stephen Hom, and David Cole

This report presents information on compensation levels for the Chief Executive Officer (CEO) and Chief Financial Officer (CFO), the design of long-term incentives (LTI) and share usage at the 250 largest listed companies globally. READ MORE »

FinCEN Suspends Reporting Requirements as Circuits Grapple With Corporate Transparency Act’s Constitutionality

Shay DvoretzkyParker Rider-Longmaid, and Amy E. Heller are Partners at Skadden, Arps, Slate, Meagher & Flom LLP. This post is based on a Skadden memorandum by Mr. Dvoretzky, Mr. Rider-Longmaid, Ms. Heller,  Adam J. CohenJeremy Patashnik, and Nicole Welindt.

The Corporate Transparency Act (CTA) and its implementing regulations (Regulations) require entities within its scope (reporting companies) to disclose information, including about their beneficial owners, to the U.S. Treasury Department’s Financial Crimes Enforcement Network (FinCEN). The Regulations set a reporting deadline of January 1, 2025, for initial reports to be filed by reporting companies formed before 2024 and require reporting companies formed beginning in 2024 to file within specified time periods following their formation (within 90 days for entities formed during 2024 and within 30 days for entities formed after 2024).

But plaintiffs throughout the country have challenged the CTA’s constitutionality, arguing, among other things, that the law exceeds Congress’s power under the Commerce Clause. In the most significant development, the district court in Texas Top Cop Shop, Inc. v. Garland, No. 4:24-cv-478 (E.D. Tex. Dec. 3, 2024), found the CTA and Regulations likely unconstitutional and issued a nationwide preliminary injunction halting enforcement of the CTA and Regulations and their reporting requirements. According to FinCEN, the result is that “reporting companies are not currently required to file beneficial ownership information with FinCEN and are not subject to liability if they fail to do so while the [injunction] remains in force. However, reporting companies may continue to voluntarily submit beneficial ownership reports.”

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Weekly Roundup: January 3-9, 2025


More from:

This roundup contains a collection of the posts published on the Forum during the week of January 3-9, 2025

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


The Sustainability Dividend: A Primer on Sustainability ROI


Pulse on Pay: CEO Pay Increases Over Time


Matters To Consider for the 2025 Annual Meeting and Reporting Season: Disclosure Developments


Does Common Ownership Raise Antitrust Concerns?


SEC Clawback Rules: Initial Impacts in the 2024 Proxy Season


The 2025 Annual Meeting and Reporting Season: Annual Meeting and Corporate Governance Trends


CEO Turnover and Director Reputation


ESG Performance Metrics in Executive Compensation Strategies


Financial Services Merger of Equals and Strategic Mergers: Striking a Difficult Balance


Private Profits and Public Business


The Momentum of DEI Metrics in Incentive Programs


Cybersecurity Disclosure Overview: A Survey of Form 10-K Cybersecurity Disclosures by S&P 100 Companies



S&P 500 CEOs’ Reported Compensation: 2021-2024


S&P 500 CEOs’ Reported Compensation: 2021-2024

Edward Hauder is a Principal and Head of Research & Content and Frank Carris is a Consultant at Meridian Compensation Partners. This post is based on their Meridian Compensation Partners memorandum.

CEO Compensation generates considerable interest not only from Compensation Committees but also from investors, the press, and politicians. It can be confusing and controversial. This Meridian Insight considers CEO pay among S&P 500 companies and changes in value between 2020 and 2023 based on proxy statements filed in 2021-2024.

Executive Summary

Key Takeaways:

Median total compensation in 2023 was $15M

  • The median compound growth rate of CEO total compensation dropped from 5.4% prior to 2021 to 2.8% since 2021 with the pandemic decreasing pay outcomes. CEO pay grew only modestly above inflation levels over this period.

Pay growth was volatile, more “saw-toothed”

  • Compensation fell for many in 2020 due to profound economic downturn, rose in 2021, fell again in 2022 and then increased in 2023.

Overwhelming majority of CEO pay is delivered in long-term incentives (LTI)

  • Salaries grew more slowly at ~3% annually while grant values of LTI grew 7%-8% annually; since LTI is reported at its grant date value, realized values can be higher or lower than reported.

Newer CEOs (much like other roles) earn less than experienced CEOs

  • Total compensation for CEOs hired in 2021-2022 vs. those hired in 2020 dropped, suggesting higher compensation was required to attract a new CEO at the height of the pandemic than in later years

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Board Risk Oversight and Environmental and Social Performance

Hami Amiraslani is an Assistant Professor of Accounting and Control at INSEAD. This post is based on a recent article forthcoming in the Journal of Accounting and Economics by Professor Amiraslani, Professor Carolyn Deller, Professor Christopher D. Ittner, and Professor Thomas Keusch.

There is growing recognition that E&S issues are associated with major risks and opportunities and that these issues can materially affect firm performance and valuation (e.g., Ceres 2019; Liang & Renneboog 2017; NACD 2017). This has, in turn, led investors and other stakeholders to call on boards to consider E&S issues in their overall risk oversight and, in doing so, to identify, monitor, and respond to present and potential E&S risks (e.g., NACD 2022; WLRK 2022).

Motivated by these developments, in a recent study forthcoming in the Journal of Accounting and Economics, we examine the relation between board risk oversight and three elements of firms’ E&S performance. Specifically, we study the following three research questions:

  • Is board risk oversight associated with the institution of E&S accountability mechanisms?
  • Is board risk oversight is associated with the adoption of E&S-oriented strategic, operational, and disclosure policies?
  • Is board risk oversight is associated with the realization of E&S outcomes?

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Cybersecurity Disclosure Overview: A Survey of Form 10-K Cybersecurity Disclosures by S&P 100 Companies

Stephenie Gosnell Handler, Julia Lapitskaya, and Michael A. Titera are Partners at Gibson, Dunn & Crutcher LLP. This post is based on a Gibson Dunn memorandum by Ms. Handler, Ms. Lapitskaya, Mr. Titera, Alexandria Johnson, Isaac Maycock, and Kayla Jahangiri.

I. Introduction

This alert highlights key trends and insights from our analysis of the cybersecurity disclosures made by 97 S&P 100 companies in their 2024 Form 10-K filings, as required by new Item 106 of Regulation S-K (“Item 106”), as of November 30, 2024. [1]

As discussed in a previous client alert, the Securities and Exchange Commission (“SEC” or “Commission”) adopted on July 26, 2023, a final rule requiring public companies to provide current disclosure of material cybersecurity incidents and annual disclosure regarding cybersecurity risk management, strategy, and governance. Under Item 106, which is required to be addressed in new Item 1C of Form 10-K, public companies must include disclosures in their annual reports regarding their (1) cybersecurity risk management and strategy, including with respect to their processes for identifying, assessing, and managing cybersecurity threats and whether risks from cybersecurity threats have materially affected them, and (2) cybersecurity governance, including with respect to oversight by their boards and management. [2] All public companies were required to comply with these disclosure requirements for the first time beginning with their annual reports on Form 10-K or 20-F for the fiscal year ending on or after December 15, 2023.

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The Momentum of DEI Metrics in Incentive Programs

Subodh Mishra is Global Head of Communications at ISS STOXX. This post is based on an ISS-Corporate memorandum by Sandra Herrera Lopez, Vice President, Data Analytics; and Kevin Kim, Associate, Compensation & Governance Advisory at ISS-Corporate. Related research from the Program on Corporate Governance includes The Perils and Questionable Promise of ESG-Based Compensation (discussed on the Forum here) by Lucian A. Bebchuk and Roberto Tallarita.

Environmental, Social and Governance (ESG) concerns have become some of the top issues for corporate America in recent years. However, discussions surrounding these initiatives have become highly politicized and polarized, with anti-ESG shareholder proposals on the rise, certain companies rolling back their DEI initiatives, and falling shareholder vote support for various environmental and social proposals in recent years. At the same time, some shareholders are pushing companies to take more ambitious actions.  [1] The U.S. Supreme Court’s June 2023 ruling to significantly limit the use of race status in college admissions has also emboldened investors challenging Diversity, Equity, and Inclusion (DEI) initiatives at public companies.

Many public companies have been incorporating ESG considerations including DEI into compensation programs to incentivize their executives to achieve sustainability and DEI goals as well as financial objectives. Now, some are re-evaluating their approach given the recent shifts in the political and legal landscape. Against this backdrop, ISS-Corporate examined the incentive pay data for S&P 1500 companies to determine the prevalence, usage and payout levels of DEI metrics as well as changes these metrics measure.

KEY TAKEAWAYS

  • ESG metrics experienced a period of rapid adoption among S&P 1500 companies, with more than 50% now incorporating at least one in their incentive program compared with 29% in 2021. 41% S&P 500 companies utilize a diversity related metric in their incentive programs. That’s significantly above the mid-cap S&P 400 at 18% and the small-cap S&P 400 at 12% in 2024.
  • Diversity, equity and inclusion metrics to assess performance have lost momentum after a boost from 2021 to 2023.
  • Gender diversity metrics are more prevalent than ethnic considerations. 18% of diversity metrics in 2023 mentioned gender, while only 10% refer to ethnicity.
  • Diversity metrics are 7% more likely to be achieved and yield payout than financial metrics.
  • Disclosures pertaining to DEI metrics have become more transparent. Approximately 61% of S&P 1500 companies now provide complete disclosure of their DEI metrics. This represents a sharp increase from 34% in 2019.

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