normes de droit rémunération
Un ratio sur le salaire entre hommes et femmes ?
Ivan Tchotourian 24 septembre 2015
En voilà une nouvelle venue de Grande-Bretagne ! Le gouvernement britannique s’apprêterait à faire voter une loi visant les entreprise de plus de 250 employés destinée à rendre public la différence de rémunération entre les hommes et les femmes travaillant dans les équipes dirigeantes.
David Cameron has announced that large firms will be forced to publish the pay difference between men and women from next year in a bid to eliminate the gender pay gap “within a generation”.
“I’m announcing a really big move: we will make every single company with 250 employees or more publish the gap between average female earnings and average male earnings,” says Cameron. “That will cast sunlight on the discrepancies and create the pressure we need for change, driving women’s wages up.”
The Institute of Directors says it shares the government’s aims to get rid of the gender pay gap, but has some concerns: “Making companies publish average pay differences could produce misleading information,” says IoD chief economist James Sproule.
Pour en savoir plus, rendez sur le site IoD Director pour lire « David Cameron to force big companies to reveal gender pay gap ».
À la prochaine…
Ivan Tchotourian
rémunération
10 ans pour récupérer des bonus indus : la surprise britannique de fin juin !
Ivan Tchotourian 11 août 2015
Fin juin (le 23 précisément), la presse a relayé une information intéressante : l’Autorité de régulation prudentielle (PRA) et l’Autorité de conduite financière (FCA) ont décidé que les banques britanniques pourront récupérer les bonus de leurs dirigeants jusqu’à dix ans après leur versement en cas d’entorses aux bonnes règles, lorsqu’elles concernent de hauts dirigeants reconnus responsables d’écarts de conduite ayant entraîné des dommages pour la banque et le système financier.
The primary changes are:
- Extending deferral (the period during which variable remuneration is withheld following the end of the accrual period) to seven years for senior managers, five years for PRA designated risk managers with senior, managerial or supervisory roles, and three to five years for all other staff whose actions could have a material impact on a firm (material risk takers).
- The FCA is introducing clawback rules (where staff members return part or all of variable remuneration that has already been paid to the institution under certain circumstances) for periods of seven years from award of variable remuneration for all material risk takers, which were already applied by the PRA. Both the PRA and the FCA clawback rules will be strengthened by a requirement for a possible three additional years for senior managers (10 years in total) at the end of the seven year period where a firm or regulatory authorities have commenced inquiries into potential material failures.
- Prohibiting variable pay for Non-Executive Directors.
- Making explicit that no variable pay including all discretionary payments should be paid to the management of a firm in receipt of taxpayer support.
- Strengthening the PRA requirements on PRA dual-regulated firms to apply more effective risk adjustment to variable remuneration.
Pour en savoir plus sur cette réforme : PS15/16: Strengthening the Alignment of Risk and Reward: New Remuneration Rules.
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Ivan Tchotourian
