Reinventing Employee Compensation with Jeremy Goldstein

Jeremy L. Goldstein founded his own boutique law firm Jeremy L. Goldstein & Associates in New York City. He specializes in employee compensation and has more than 15 years of legal expertise. He was an associate for Shearman & Sterling LLP and a partner for Wachtell, Lipton, Rose & Katz. He attended Cornell University and earned his bachelor’s in art history and the University of Chicago where he obtained his master’s in art history. He also attended the New York University School of Law where he received his Juris Doctorate in Law.


Furthermore, Jeremy Goldstein offers his legal services to prominent companies, including Verizon, Chevron and AT&T. He has assisted Duke Energy and Merck with legal advice as well. He is affiliated with the Mergers & Acquisition Subcommittee of the American Bar Association Business Section and the Professional Advisory Board for the NYU Journal of Law and Business. He supports the Make-A-Wish Foundation and Fountain House. He cares about his community and is helping men and women that are recovering from mental health conditions.


Jeremy Goldstein talks about corporate governance in a blog titled “Jeremy Goldstein Explains How Knockout Options Help Employers.” This article is based on his presentation to the ACI Compensation Committee in 2016. In this blog, he explains the discontinuation of stock options to employees by employers. He examines the reasons why employers do not offer stocks anymore. He claims that decreasing stock values do not help employees with stocks and that they prefer higher wages instead. He also believes that stocks are additional work for companies and more expensive than increasing pay. He discusses the advantages of offering stocks to employees and believe they provide value.


Jeremy Goldstein claims that the knockout option is a plan that employers can implement to offer employees stocks. The knockout option will require the same investment terms and when the stock drops in value the employee can cancel it. This option will eliminate accounting and gives the company a better reputation due to lowered executive compensation figures. He wrote the “Shareholder Activism and Executive Compensation” where he examines compensation for company executives. He believes that companies should incorporate long-term performance strategies into determining pay. He thinks that companies should initiate standards that are proactive.


Jeremy Goldstein is a major contributor to employee compensation. He invents new employment strategies that have help companies retain employees and remain productive. Learn more:


Jeremy Goldstein – How to create sustainable institutions

Achieving a sustainable economic environment for corporations is no mean feat, as it usually requires some factors to be in pace. In recent times, things have become notably harder, as institutions struggle to address these factors. In some cases, such situations turn nasty, resulting in massive losses to the involved business. Jeremy Goldstein, a New York-based attorney, advises on how to manage employee incentives such as the Earnings per Share program (EPS) in such a way that business does not incur losses. Moreover, he offers insight into the interesting debate on the viability of performance-based contracts. Learn more:


From a neutral perspective, EPS is a good thing. For shareholders, it is one of the significant influencers of stock value, as it determines whether they buy or sell their assets. Also, EPS usually influences companies to increase the amount that they disburse to each worker. As a result, firms that integrate EPS into their payrolls are more prosperous than those without. EPS may appear to be a profitable strategy, but due to the fiercely competitive nature of shares, it often leverages unfair advantage.


Adversaries of EPS suggest that the implementation of this program often results in favoritism and tolerance to undesirable actions by company executives. Furthermore, they believe that instead of availing collective control, these metrics give CEOs absolute power, allowing them to skew the results. This implies that the top brass in corrupt institutions can alter results in their favor, driving up their share sales.


Other antagonists point out that EPS cannot sustain a company in the long-run as it is specifically tailored for short-term interests. Such concerns also affect performance-based contracts, as they are always fluctuating and are therefore unreliable. A section of experts vehemently opposes the use of EPs and performance-based pays, and instead advocates for the integration of longer-lasting strategies.


Jeremy Goldstein stance on this matter is perhaps the best. He suggests that instead of doing away with EPS, the companies should punish leaders who skew the statistics.


About Jeremy Goldstein


Jeremy is a vastly experienced lawyer operating in the confines of New York. Since earning his Juris Doctor from the New York University School of Law several years ago, Jeremy has worked his way up and now owns a personal law firm. His unique contributions to the legal field are conspicuous and are backed with numerous appearances on prominent publications such as the Legal 500. Jeremy is also a member of multiple boards of corporate institutions across the US.