BEGIN:VCALENDAR
VERSION:2.0
PRODID:-//ChamberMaster//Event Calendar 2.0//EN
METHOD:PUBLISH
X-PUBLISHED-TTL:P3D
REFRESH-INTERVAL:P3D
CALSCALE:GREGORIAN
BEGIN:VEVENT
DTSTART:20260924T120000Z
DTEND:20260924T133000Z
X-MICROSOFT-CDO-ALLDAYEVENT:FALSE
SUMMARY:Succession Planning Roundtable - Compensating Family Members: Balancing Fair Pay with Family Harmony
DESCRIPTION:Compensating Family Members: Balancing Fair Pay with Family Harmony\n\n\n\nCompensation in a family business is deeply personal\, raising questions about fairness\, value\, identity\, and legacy. As a result\, many families approach the topic cautiously or avoid it altogether.\n\n\n\nJoin attorneys Bea Wolper and Meredith Sugar for a discussion on creating legally sound\, practical family compensation plans that support business performance and family harmony. We will explore how to move beyond "equal" pay toward "fair" compensation based on role and performance\, while addressing concerns about favoritism and hurt feelings.\n\n\n\nBea and Meredith will draw on real world examples from family business\, including tricky "helping out" situations - like providing childcare or more flexibility for a family member - and how to handle these situations without creating damaging perceptions of favoritism.\n\n\n\nWe'll dig into topics such as:\n\n\n\nWhy pay feels so personal in family business\n\nThe unique complexities of family roles\, succession responsibilities\, and ownership dynamics. How roles as owner\, employee\, and family member collide in compensation conversations\, and why "equal" pay often backfires compared with "fair" pay tied to responsibilities and performance.\n\n\n\nFamily employment and pay guidelines\n\nThe essential elements of family employment guidelines that set the next generation up for success. What to put in writing around entry criteria\, outside experience requirements\, reporting relationships\, performance expectations\, and how pay is adjusted over time for family members. \n\n\n\nBuilding a clear compensation philosophy\n\nCreating a clear pay framework that separates salary\, bonuses\, and ownership returns (dividends)\, and applies consistent rules - rather than relying on ad hoc decisions or just matching market rate. How to use non-equity incentives (like bonus plans or phantom stock) to reward key family and non-family employees without changing ownership structure.\n\n\n\nWhether you are refining existing practices or putting structure in place for the first time\, this roundtable is designed to encourage open dialogue. Bring your questions and join the conversation for straightforward guidance you can apply in your family business!\n\n \n\n\n\nIt's never too early to start succession planning for your family business! Join our dynamic quarterly roundtable\, led by Bea Wolper of Emens Wolper Jacobs & Jasin and Meredith Sugar of Taft/\, for interactive discussions on every aspect of succession from family dynamics to strategic planning. This program is valuable for both current leaders and next-generation successors\; attending together is highly encouraged.
X-ALT-DESC;FMTTYPE=text/html:<p style="color: rgb(34\, 34\, 34)\; background-color: rgb(255\, 255\, 255)\; margin: 0in\;"><br />\n<span style="font-size:14px\;"><strong><span style="font-family:arial\,sans-serif\;">Compensating Family Members: Balancing Fair Pay with Family Harmony</span></strong><br />\n<br />\n<span style="font-family:arial\,sans-serif\;">Compensation in a family business is deeply personal\, raising questions about fairness\, value\, identity\, and legacy. As a result\, many families approach the topic cautiously or avoid it altogether.</span><br />\n<br />\n<span style="font-family:arial\,sans-serif\;">Join attorneys Bea Wolper and Meredith Sugar for a discussion on creating legally sound\, practical family compensation plans that support business performance and family harmony. We will explore how to move beyond &ldquo\;equal&rdquo\; pay toward &ldquo\;fair&rdquo\; compensation based on role and performance\, while addressing concerns about favoritism and hurt feelings.</span><br />\n<br />\n<span style="font-family:arial\,sans-serif\;">Bea and Meredith will draw on real&#8209\;world examples from family business\, including tricky &ldquo\;helping out&rdquo\; situations - like providing childcare or more flexibility for a family member - and how to handle these situations without creating damaging perceptions of favoritism.</span><br />\n<br />\n<strong><em><span style="font-weight:normal\;"><span style="font-family:arial\,sans-serif\;">We&rsquo\;ll dig into topics such as:</span></span></em></strong><br />\n<br />\n<strong><span style="font-family:arial\,sans-serif\;">Why pay feels so personal in family business</span></strong><br />\n<span style="font-family:arial\,sans-serif\;">The unique complexities of family roles\, succession responsibilities\, and ownership dynamics. How roles as owner\, employee\, and family member collide in compensation conversations\, and why &ldquo\;equal&rdquo\; pay often backfires compared with &ldquo\;fair&rdquo\; pay tied to responsibilities and performance.</span><br />\n<br />\n<strong><span style="font-family:arial\,sans-serif\;">Family employment and pay guidelines</span></strong><br />\n<span style="font-family:arial\,sans-serif\;">The essential elements of family employment guidelines that set the next generation up for success. What to put in writing around entry criteria\, outside experience requirements\, reporting relationships\, performance expectations\, and how pay is adjusted over time for family members. </span><br />\n<br />\n<strong><span style="font-family:arial\,sans-serif\;">Building a clear compensation philosophy</span></strong><br />\n<span style="font-family:arial\,sans-serif\;">Creating a clear pay framework that separates salary\, bonuses\, and ownership returns (dividends)\, and applies consistent rules - rather than relying on ad hoc decisions or just matching market rate. How to use non-equity incentives (like bonus plans or phantom stock) to reward key family and non-family employees without changing ownership structure.</span></span><br />\n<br />\n<span style="font-family:arial\,sans-serif\;"><span style="font-size:10.0pt\;"><span style="font-size:14px\;">Whether you are refining existing practices or putting structure in place for the first time\, this roundtable is designed to encourage open dialogue. Bring your questions and join the conversation for straightforward guidance you can apply in your family business!</span></span></span><br />\n&nbsp\;</p>\n\n<hr /><br font-size:="" trebuchet="" />\n<em><span style="font-size:14px\;">It&rsquo\;s never too early to start succession planning for your family business! Join our dynamic quarterly roundtable\, led by Bea Wolper of Emens Wolper Jacobs &amp\; Jasin and Meredith Sugar of Taft/\, for interactive discussions on every aspect of succession&mdash\;from family dynamics to strategic planning. This program is valuable for both current leaders and next-generation successors\; attending together is highly encouraged.</span></em>
LOCATION:Ohio Dominican University Griffin Student Center - PRESIDENT'S DINING ROOM 1215 Sunbury Road Columbus 43219 * The President's Dining Room is on the 2nd floor of the Griffin Student Center. Turn right if you take the stairs\; turn left off the elevator. Follow the Conway signs! Please print and place this PARKING PASS on your dashboard.
UID:e.9081.8387
SEQUENCE:3
DTSTAMP:20260714T185712Z
URL:https://business.familybusinesscenter.com/events/details/succession-planning-roundtable-compensating-family-members-balancing-fair-pay-with-family-harmony-8387
END:VEVENT

END:VCALENDAR