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Executives may find little motivation to remain employed at a company as annual bonus plans become compromised and long-term incentive vehicles (e.g. stock options, restricted stock) become virtually worthless. As a result, it is imperative that an organization implement an alternative compensation arrangement to retain key executive talent and incentivize them toward the level of performance necessary to achieve a successful restructuring.

With only a few short weeks until calendar year 2018 returns are due, taxpayers should be making every effort to piece together the puzzle of their controlled groups. Identifying members and proactively sharing information may be an inconvenience, but it is ultimately preferable (for each member and its common stakeholders) to the risk of the IRS presuming ‘applicable taxpayer’ status, and of an incomplete return.

In addition to their already burdensome job duties, HR professionals who work on their company’s health and welfare benefits are tasked with navigating a wide array of complex Federal laws that govern those benefits. This task has become increasingly important and challenging in recent years due to rising healthcare costs, a competitive labor market, and the expanding importance of health insurance to employees.

As companies age, they become more likely to get sick because - growth stagnates or slides backwards; and executives grow too comfortable with the status quo and don’t act quickly enough to improve performance.

A&M expands healthcare advisory with Scott Hodson, John Holiver, Tim Murphy who can help healthcare-providers improve financial and operational performance, enhance efficiency and profitability, and support their M&A activities and strategic repositioning.