Addressing the factors that affect a company’s sustainability is rather difficult. This is due to the many factors present in today’s business climate. It appears that Jeremy Goldstein of Jeremy L. Goldstein and Associates, LLC has a perfect compromise that will resolve all the issues involved. Goldstein, a practicing lawyer in New York City, has a first-hand experience in facing and resolving the factors that leads to the conflict when profits of long-term business investors and employee incentives are considered in projecting a company’s chances of winning or losing.
In his law practice, Goldstein has served big banks such as Bank of America and Goldman Sachs and five-star telecom companies like Verizon. He gives advice on their use of EPS (Earnings per Share) as well as various forms of incentive-based programs. Goldstein also gives his insight on the controversy arising from the use of performance-based incentive programs in a company’s sustainability and profitability.
EPS offers a lot of good things to a company inducing many investors to think that it is a positive thing. It is the reason why they buy or sell their shares in a company. EPS also encourages companies to raise the pay of their employees. On the surface, EPS seems to be the key to a company’s success.
However, there is a darker side to EPS that some of its detractors are seemingly afraid of. They say that EPS can be leveraged to unfair advantages because of the competitiveness of trading and shares. In addition, the opponents of EPS claim that it leads to blind eyes and favoritism of company CEOs. They say that it will not give accurate results to a company’s profitability because company presidents can use this metric to picture whatever results they want and to increase their sales.
This is where Goldstein comes in. He is recommending a compromise that can resolve the issues being pushed by the pro and anti EPS forces. The New York City attorney says it is better if the two arguing parties will seek a way by which company executives and CEOs will be held accountable for whatever actions they may take, instead of removing the incentive-based pay programs. They need to ensure that such programs are in harmony with the company’s long-term objectives. This set-up will more likely ensure the sustainability of a company in the long term. Furthermore, this compromise could very well be the key to accurately measuring the growth of the company.
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