CEO Noncompete Agreements, Job Risk, and Compensation

2020 ◽  
Author(s):  
Omesh Kini ◽  
Ryan Williams ◽  
Sirui Yin
Keyword(s):  
State Level ◽  
Job Mobility ◽  
Incentive Pay ◽  
Total Compensation ◽  
Performance Sensitivity ◽  
Noncompete Agreements ◽  
Personal Costs ◽  
Identification Strategy

Abstract Using hand-collected data on CEO noncompete agreements (NCAs), we find that NCAs are less common when CEOs expect to incur greater personal costs from reduced job mobility and more common when firms expect to suffer greater economic harm if departing CEOs leave to work for a competitor. Additionally, turnover-performance sensitivity is stronger when CEOs have NCAs. Finally, total compensation and incentive pay are higher if CEOs have more enforceable NCAs. Our identification strategy exploits staggered state-level changes in NCA enforceability. Overall, our findings suggest that restrictions on job mobility have important implications for how CEOs are monitored and compensated.

Low-Wage Workers and the Enforceability of Noncompete Agreements

2021 ◽  
Author(s):  
Michael Lipsitz ◽  
Evan Starr
Keyword(s):  
Labor Market ◽  
Occupational Status ◽  
Job Mobility ◽  
Female Workers ◽  
Salaried Workers ◽  
Wage Effects ◽  
Wage Distributions ◽  
Noncompete Agreements ◽  
Hourly Workers ◽  
The Impact

We exploit the 2008 Oregon ban on noncompete agreements (NCAs) for hourly-paid workers to provide the first evidence on the impact of NCAs on low-wage workers. We find that banning NCAs for hourly workers increased hourly wages by 2%–3% on average. Since only a subset of workers sign NCAs, scaling this estimate by the prevalence of NCA use in the hourly-paid population suggests that the effect on employees actually bound by NCAs may be as great as 14%–21%, though the true effect is likely lower due to labor market spillovers onto those not bound by NCAs. Whereas the positive wage effects are found across the age, education, and wage distributions, they are stronger for female workers and in occupations where NCAs are more common. The Oregon low-wage NCA ban also improved average occupational status in Oregon, raised job-to-job mobility, and increased the proportion of salaried workers without affecting hours worked. This paper was accepted by Lamar Pierce, organizations.

Physician Practice Organization and Negotiated Prices: Evidence from State Law Changes

2021 ◽  
Vol 13 (2) ◽  
pp. 258-296
Author(s):  
Naomi Hausman ◽  
Kurt Lavetti
Keyword(s):  
Economies Of Scale ◽  
State Level ◽  
Organizational Structures ◽  
Physician Practice ◽  
Fixed Costs ◽  
State Law ◽  
Practice Organization ◽  
Percent Increase ◽  
Noncompete Agreements ◽  
The Relationship

We study the relationship between physician organizational structures and prices negotiated with private insurers. Using variation caused by state-level judicial law changes, we show that a 10 percent increase in the enforceability of noncompete agreements (NCAs) causes 4.3 percent higher physician prices, and declines in practice sizes and concentration. Using two databases containing every physician establishment and firm between 1996 and 2007, linked to negotiated prices, we show that larger practices have lower prices for services with high fixed costs, consistent with economies of scale. In contrast, increases in firm concentration conditional on establishment concentration leads to higher prices. (JEL D24, G22, I11, J44, K22, L13)

Share Repurchase Choice and Executive Pension Compensation

2015 ◽  
Vol 28 (1) ◽  
pp. 127-149 ◽  
Author(s):  
Christine E. L. Tan ◽  
Susan M. Young
Keyword(s):  
Executive Compensation ◽  
Data Availability ◽  
Incentive Pay ◽  
Share Repurchases ◽  
Share Repurchase ◽  
Open Market ◽  
Retirement Plans ◽  
Total Compensation ◽  
Compensation Package

ABSTRACT Shareholders and regulators have increasingly been calling upon firms to reign in executive compensation. Most of this discussion has focused on bonuses and stock options, the more observable portions of an executive compensation package. More difficult for investors to assess, however, is long-term incentive pay, such as supplemental executive retirement plans (SERPs), which has become a significant portion of executive compensation. Our study examines whether managers use accelerated share repurchases (ASRs) to increase total compensation through this under-emphasized form of pay. Managers wishing to increase their total compensation through an increase in earnings per share (EPS) should prefer ASRs, which generally have a more immediate and significant impact on EPS relative to open market repurchases (OMRs). For a sample of repurchase firms, we find evidence that managers who have performance-contingent SERPs in place (i.e., a SERP based on salary and bonus or on average earnings), together with EPS-based bonuses and a share repurchase that results in a higher EPS number, are significantly more likely to choose an ASR versus an OMR. JEL Classifications: G34; G35; M4; M41; M52. Data Availability: The data are available from public sources identified in this study.

Medicaid 101: A Primer for Speech-Language Pathologists in Education Settings

2011 ◽  
Vol 12 (1) ◽  
pp. 3-11
Author(s):  
Janet Deppe ◽  
Marie Ireland
Keyword(s):  
State Level ◽  
The State ◽  
Speech Language Pathologists ◽  
Inspector General ◽  
Medical Necessity ◽  
School Settings ◽  
Speech Language Pathologist ◽  
School Based ◽  
Emerging Trends

This paper will provide the school-based speech-language pathologist (SLP) with an overview of the federal requirements for Medicaid, including provider qualifications, “under the direction of” rule, medical necessity, and covered services. Billing, documentation, and reimbursement issues at the state level will be examined. A summary of the findings of the Office of Inspector General audits of state Medicaid plans is included as well as what SLPs need to do in order to ensure that services are delivered appropriately. Emerging trends and advocacy tools will complete the primer on Medicaid services in school settings.

Policy Action on Obesity Mostly at State Level

2007 ◽  
Vol 40 (16) ◽  
pp. 39
Author(s):  
MARY ELLEN SCHNEIDER
Keyword(s):  
State Level ◽  
Policy Action

Perception of Emotional Expressions in Adults

2016 ◽  
Vol 37 (1) ◽  
pp. 16-23 ◽  
Author(s):  
Chit Yuen Yi ◽  
Matthew W. E. Murry ◽  
Amy L. Gentzler
Keyword(s):  
Facial Expressions ◽  
Negative Mood ◽  
Emotion Perception ◽  
State Level ◽  
Past Research ◽  
Negative Emotionality ◽  
Basic Emotions ◽  
Perceived Intensity ◽  
Trait Level ◽  
Facial Expressions Of Emotion

Abstract. Past research suggests that transient mood influences the perception of facial expressions of emotion, but relatively little is known about how trait-level emotionality (i.e., temperament) may influence emotion perception or interact with mood in this process. Consequently, we extended earlier work by examining how temperamental dimensions of negative emotionality and extraversion were associated with the perception accuracy and perceived intensity of three basic emotions and how the trait-level temperamental effect interacted with state-level self-reported mood in a sample of 88 adults (27 men, 18–51 years of age). The results indicated that higher levels of negative mood were associated with higher perception accuracy of angry and sad facial expressions, and higher levels of perceived intensity of anger. For perceived intensity of sadness, negative mood was associated with lower levels of perceived intensity, whereas negative emotionality was associated with higher levels of perceived intensity of sadness. Overall, our findings added to the limited literature on adult temperament and emotion perception.

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