Jeremy Goldstein has been a practicing lawyer in the New York for several years now, Jeremy initially started working at a large firm before he started his own. Jeremy and his associates, LLC, comes from New York University of law and works with several companies including the oil and petroleum companies, banking, and stockholder companies.

He provides new opinions and counsel concerning legal matters and is a member of the profession where he contributes to the New York University law journal and business. Jeremy Goldstein is a member of the American bar association as well as the chairs, the mergers and acquisition committee

About employer’s incentives, having worked with organizations such as the bank of America and Verizon, Jeremy has witnessed the incentives of employees and long-term investors standing a lose even after many factors that can lead to the creation of a suitable environment for corporations.

EPS is one of the greatest motivators to stockholders. It provides incentives for companies to offer a salary increment to their employees and it’s also what pushes stakeholders to buy and sell, however, the use of EPL can also lead to favors’ to CEO’s and gives them more power over metrics meeting the standards of EPL.

EPS has been stripped to an unfair advantage by the equivalently competitive nature of trading activities and shares. These metrics are argued to be short-term profitable, and the pay per performance is criticized by opponents for being unreliable and always-changing.

Goldstein recommends to CEO’s , to be a good and effective leader it is important to be liable for their actions. This according to Jeremy is a better method than eliminating pay per performance norm, the pay per performance method is mostly aimed at motivating and encouraging employees and is determined against long term goals of a company in turn the company gets room for growth. Learn more: