Jeremy Goldstein Gives Advice On Employee Incentives

A lot of things are taken into consideration when creating a sustainable economic situation for corporations and small companies alike. However, the steps to maintain this equilibrium has been a challenge for some business owners. Jeremy Goldstein, an attorney based in New York, has been able to observe what happens when a company provides incentives but is not done in the right way. He stated that results of poor planning in employee incentives have resulted in losing investors and even employees in the long run.


With a reputable experience under his belt, Jeremy Goldstein was able to work with companies such as Bank of America, Verizon, and Goldman-Sachs. He offers companies ways to improve their incentive systems, and how to effectively use the EPS, otherwise known as Earnings per Share. His goal is to help companies optimized their performance-based payment programs in order to increase the company’s value and yet provide a sustainable growth.


EPS or a type of system where employees get a share of earnings based on their sales performance are generally a good thing for any company and a motivator for an employee. Shareholders can also benefit from EPS in terms of determining the stock price. Recent studies revealed that including an EPS for a company is a determinant of its success, and its general impressions are proven to provide benefits for the company. On the flip side, there are some disadvantages that may lead to companies gaining an unfair advantage compared to others. Learn more:


Jeremy Goldstein suggests finding a balance between the recommendations of the parties who may be or against EPS. Instead of totally eliminated a performance-based pay, there must be a contingency plan where key executives can be held responsible for major decisions in the company. These CROs must be aware that the EPS should match up with the long-term financial goals of the company. This sets up the business for long-term growth, and not only meant to increase the stock prices in an unsustainable manner.


Jeremy Goldstein is a New York-based attorney specializing in corporate law. He has worked in the city for several years, starting off being hired by a large firm before being an independent practitioner. He established Jeremy L. Goldstein and Associates, LLC after years of being employed by a company. He graduated from New York University School of Law. At present, he is handling cases of large corporations mentioned above, as well as other companies in the telecommunications industries, banking, oil and energy, as well and investment firms about monetary issues and employee compensation.


Mr. Goldstein is mentioned as one of the top attorneys for legal counsel in the Legal 500. He is also included in the Chambers USA Guide to America’s Leading Lawyers in the Business field. He also became a writer for several journals concerning the law and being a part of editorial opinion on controversial legal matters. He has also contributed to his alma mater’s Journal of Law publications and as a professional appointed in the advisory board.

Ricardo Tosto

A term that has caught the attention of a lot of company, boss and employee, the such “gull manager”. Unlike the good boss, this one usually puts even more obstacles instead of contributing viable solutions to the existing problem.

They say that the head of truth is the one who gives not only orders but also the example. The one who is aware of the events that took place within the work team and has sufficient information to intervene, efficiently, in case the group is in trouble. The businessman and consultant of people, Ricardo Tosto, however, emphasizes a term that has caught the attention of many company, chief and official, such “1) “. Unlike the good boss, this one usually puts even more obstacles instead of contributing viable solutions to the existing problem.

The problem remains unsolved and, unlike the good boss, the gull manager only generates more confusion and stress. “He tries to find out about the team only when things are in a critical situation. He does not have the slightest idea of what is happening, but because he occupies a superior position, he wants to take a stand and give his opinion without the slightest basis on the problem, “explains Ricardo Tosto. Not that he does not seek or hear, momentarily, about the problem, but nothing compares to who participates from the beginning.

However, the people consultant, Ricardo Tosto, warns that for the manager who is in the characteristics of seagull, it is difficult to perceive the impact of the own behavior. According to him, senior leadership does not guide what is needed about the harms caused by a gull manager within a company, from corporate income to personal and employee health issues. Some data express the unpleasant reality, employees who are led by a gull manager have about 30% more chances of developing heart disease. The team’s dissatisfaction also stands out, about two-thirds of Americans consider leaving their current job, which translates into $ 360 billion in annual losses for companies with disgruntled employees.