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The article discusses the publication's survey of the 2013 compensation for chief executives at 300 large, publicly-traded firms in the U.S. Median pay rose 5.5% to $11.4 million compared to 2012, with the top 10% of executives receiving 23% of the total for all 300. The three highest-paid executives were Larry Ellison of software company Oracle Corp., Leslie Moonves of television broadcaster CBS Corp., and Michael T. Fries of cable-television company Liberty Global PLC.

The article reports that on September 18, 2013 the U.S. Securities and Exchange Commission (SEC) proposed a rule that would require public companies to disclose the difference between their chief executives' pay and the median pay of their workers. Republican SEC commissioner Daniel Gallagher said the rule wouldn't benefit anybody, while Brandon Rees of the AFL-CIO labor union maintained it would alert investors to the link between executive compensation and company performance.

The article reports on a trend in which mutual fund firms are taking a more active role in determining the salaries of board members. Topics include how companies like Occidental Petroleum Corp. and T. Rowe Price Group are planning to implement pay-for-performance incentive packages, why activist investors disapprove of high director salaries, and a chart documenting the rise of median director salaries between 2007 and 2012.

The article discusses results of the publication's survey of chief-executive compensation at 350 large U.S. companies in 2010. The median value of total compensation for chief executive officers (CEOs) was $9.3 million, 11% more than in 2009. Philippe P. Dauman of media firm Viacom Inc. was the best-paid CEO with a total pay package of $84.3 million.

This article reports that boards of directors are using a tally sheets when determining the compensation to be awarded to CEO. Tally sheets plot all the income an executive can derive from the a compensation package, including pensions, severance, perks and long-term awards. The Securities and Exchange Commission will adopt a number of rules governing what companies must divulge to investor regarding management compensation. INSET: WHO MADE THE BIGGEST BUCKS.

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.

The article reports that the U.S. Securities & Exchange Commission (SEC) is set to vote on a rule wherein companies will be required to disclose median worker pay and compare it with the pay of the chief executive officer (CEO).

The article reports on the move by a range of non-financial firms to adopt executive-pay plans that follow principles recommended by U.S. government regulators. It notes that such move by the companies is indicative of a broad change in compensation plans. The change is said to be caused by the recession and not by the regulation imposed by Treasury Department pay czar Kenneth Feinberg and by the Federal Reserve. Changes adopted by the companies include higher performance hurdles for bonuses and control of perks, severance and supplemental pensions.

The article presents a discussion about risk taking and compensation packages for executives in the U.S. The administration of U.S. President Barack Obama is looking to control incentives for risk taking in order to prevent high executive compensation. An analysis by Consultancy Watson Wyatt Worldwide Inc. found that companies that are being scrutinized by pay critics are those with low credit risk.

The article reports on the results of the advisory shareholder votes on executive compensation conducted in the U.S. It states that shareholders received support on executive pay when the U.S. Congress required advisory say-on pay votes at companies that availed the federal bailouts funds. According to the article, results show that investor activism as well as new and proposed federal rules are changing compensation and governance practices at many companies.

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.

Reports that the United States Internal Revenue Service (IRS) and state regulators are taking a more detailed look at the compensation of officials of nonprofit groups as the result of a wave of corporate scandals and mounting public outcry over executive pay. Comments from Steve T. Miller, director of the IRS's exempt-organizations divisions, regarding the effort to investigate nonprofits; Number of nonprofit groups where an executive or board member earns more than $1 million a year, according to the IRS; Differences between nonprofit and not-for-profit organizations; How nonprofit groups are to base their compensation decisions.

Focuses on the compensation and wages being given to chief executive officers (CEO). Comments from Michael H. Jordan, who was recruited by Electronic Data Systems Corp., regarding the compensation package he received; Why boards of directors are changing the compensation packages awarded to CEOs; Comments from Richard L. Trumka. secretary-treasurer of the AFL-CIO, regarding companies' acceptance that excessive compensation does not sit well with shareholders; Statistics indicating CEO salaries are still rising, according to proxy statements for several major U.S. corporations analyzed by Mercer Human Resource Consulting. INSET: WHO MADE THE BIGGEST BUCKS.

Discusses how the spread of stratospheric compensation for Internet executives is reverberating in brick-and-mortar companies everywhere. How old-line businesses are combating the lure of executives to the Internet industry; Some of the results of a survey by William M. Mercer Inc. on executives' compensation; A look at the compensation received by several top executives. INSET: WHO MADE THE BIGGEST BUCKS.

Reports on how salaries for executives, in the United States, are increasing in the late 1990s. Use of option grants, bonus targets, and bonus plans which reward executives for performance; Details of a study compiled by consultants at William M. Mercer Inc.; How gaps in pay increases have been increasing; Comments; Statistics. INSET: Who Made the Biggest Bucks.

The article examines why banks like Citigroup and J.P. Morgan are reevaluating the compensation packages for their chief executive officers (CEOs). Topics include how decreased banking revenue has caused executives to sacrifice their salaries and bonuses, why decreasing executive compensation often reflects a lack of faith in a bank's CEOs, and the 2011 salaries of J.P. Morgan CEO James Dimon and Citigroup's Vikram Pandit.

The article reports steps announced by the U.S. government to regulate pay packages in the financial services industry. The Federal Reserve will begin routine reviews of compensation practices at financial companies. Treasury Department official Kenneth Feinberg disclosed no employee at seven banks that have received bailout money from the U.S. government can receive more than $500,000 in annual salary.