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The article reports that the large trading losses known as the London Whale are likely to impact the 2012 bonus given to J.P. Morgan Chase & Co. Chief Executive (CEO) James Dimon. It is said that the firm's Chief Investment Officer, Ina Drew, has also been criticized for her oversight of the losses, while vice chairman Douglas Braunstein may also see a reduced bonus.

The article discusses bonuses paid to U.S. corporate chief executive officers (CEOs) in 2010. At 50 large firms surveyed CEO bonuses increased an average of 30.5%. Chief executive Robert A. Iger of entertainment firm Walt Disney Co. received a $13.5 million payout. Criteria used by firms to determine bonuses included net income, cash flow, and return on equity.

The article discusses the publication's survey of pay for chief executives at the 456 largest U.S. public companies as of November 2010. Gregory B. Maffei of media firm Liberty Media Corp. had the biggest total pay package for the most recently-completed fiscal year, totaling $87.1 million. The median annual bonus was $1.67 million, 11% higher than for the previous year.

The article discusses results of a survey conducted by the publication on compensation for chief executives at 200 large U.S. companies during 2008. Although the median bonus award was down almost 11%, the median salary increased 4.5%. The top pay package went to co-chief executive Sanjay K. Jha of Motorola Inc., whose compensation including stock grants totaled $104 million.

The article reports that reforms designed to curb extravagant executive compensation are in fact encouraging higher paychecks at the top. Stock options, intended to replace other compensation schemes, have become embroiled in a back-dating scandal. Disclosure serves to allow business leaders to see their peers paychecks and compete for the highest pay.

The article discusses lavish executive pay. Pay deals are on the rise again as is criticism of such deals from shareholders, regulators and elected officials. Executives are often paid not only for staying with a company but for leaving. For example, Nortel Networks Corp.'s outgoing chief executive will received $5 million in severance. Total compensation packages include salary, bonus, restricted stock grants, gains from exercising options and payouts from long-term incentive plans. Despite complaints that executives are paid too much, compensation keeps rising.

Reports that in response to pressure from investors, corporate boards are adjusting the compensation for chief executives to align their pay with the company's performance. Description of changing trends in chief executive compensation, such as bonuses partly based on how a company performs against other companies, the elimination of guaranteed minimum pay, and severance accords that forbid windfalls for poor performance; Profile of Joseph Luter, CEO of Smithfield Foods, and the performance-based adjustments made to his salary. INSET: Who Made The Biggest Bucks.

Reports that executive compensation continues to rise despite the public outcry about the heft of some payment packages. Percentage increase in the total direct compensation packages of chief executive officers (CEO) at major U.S. corporations in 2002; Factors that should result in a further increase in 2003, including the economic recovery, rising share prices, fatter dividends and falling taxes; Statistics related to cash bonuses and restricted-share grants, suggesting increased wages for CEOs; Examples of some CEOs that are sensitive to the public outcry of investors.

The article discusses a change in the type of accommodations made by businesses for top executives during the recruitment period, including lump sum payments, temporary housing, use of satellite offices, or a relocation of headquarters, focusing on the cost of such accommodations.

This article reports on the decision by the board of BP PLC not to give bonuses to three top executives, former chief executive officer (CEO) Tony Hayward, former head of exploration and production Andy Inglis and CEO Robert Dudley, responsible for operations in the region where the oil spill in the Gulf of Mexico happened in April 2010.

The article reports that the three-year employment contract of William L. McComb, chief executive officer (CEO) of Liz Claiborne, has been renewed. Called the evergreen contract, the contract will provide McComb an annual salary base of 1.3 million U.S. dollars and a bonus of up to 4.6 million U.S. dollars.

The article addresses the ambiguous provision concerning executive-pay restrictions, contained in the U.S. stimulus package bill. The bill, which has been signed into law by U.S. President Barack Obama, contains a provision that limits bonus payments to no more than one-third of annual total compensation at banks and other companies that have taken federal bailout money. For the biggest such institutions, the limit affects the 25 highest-paid people at an institutions, but the law does not define how those 25 are to be identified.

The article reports on the announcement by Yahoo Inc. on January 15, 2009 that it is paying its new chief executive officer (CEO), Carol Bartz, an annual salary of $1 million, linking her overall pay package to her ability to revive the firm's share price. A regulatory filing from the firm which is based in Sunnyvale, California indicated that the CEO will be given five million stock options. The Internet company adds that Bartz's package includes a maximum annual bonus of $4 million and a 2009 equity grant worth $8 million.

The article reports on the decision of several CEOs in the U.S. to refuse bonuses in 2007 while a ninth requested a reduced one, based on a study of regulatory disclosures conducted by Equilar Inc. Research manager Alexander Cwirko-Godycki predicts a possible increase in the number of such executives as more proxy statements appear. Parker S. Kennedy of First American Corp. has decided to ask for lower salary in 2008. It notes that Washington Mutual Inc. investors were not pleased with the declined bonus of Kerry Killinger.

Reports on the increase in CEO bonuses paid out in 2004. Median amount which was $1.14 million while some took home much more; Biggest winners which include Michael Eisner at Walt Disney Co, and John Tyson at Tyson Foods, Inc., both of whom are facing problems; Median bonus which equaled 141% of annual salary while clerical and technical support staff earned an average bonus of 5% of salary; Defense of the bonuses by boards who show improved profits; Critics who maintain they are out of line with performance; Other awarded bonuses.

Discusses how few businesses have pushed senior executives to repay bonuses despite encouragement from the Sarbanes-Oxley Act passed in 2002. Possibility that Fannie Mae will be forced to restate their earnings as a result of alleged accounting mistakes; Introduction of a proposal at Computer Associates International Inc.'s annual meting that the board recoup money that was not earned or deserved; Lack of success among companies such as Nortel Networks Co. that have attempted to achieve repayment; Trend for government agencies to pursue bonuses following reinstatements.

Focuses on the decision of the U.S. Internal Revenue Service to crack down on companies that pay top executive bonuses when they miss the performance targets on which the payouts are based, as of June 18, 2004.