Bruno Fagali’s Education and career background.
Bruno Fagali is a legal expert with a company known as Fagali Advocacy which is based in Sao Paulo, Brazil. It was founded in 2016. The firm deals with matters of anti-corruption, public law, election, and compliance.
Fagali, as a law expert, has a solid education background where he attended the Pontifical Catholic University of Sao Paulo for a Bachelor’s degree in law (2009). In the same university, he specialized in the Administrative Law (2012) and later he obtained an MA in State Law in the University of Sao Paulo. Visit on his twitter to get the latest updates.
His journey in the law sector began in 2006 where he served as an intern in Office Model Dom Paulo Evaristo Arns. He has also worked in the Azevedo Marques law firm before joining the University of Sao Paulo and later establishing his law firm, the Fagali Advocacy.
Currently, Bruno serves as an associate and coordinator in the Brazilian Institute of Law and Ethics. Since he is a legal expert, he is part of the Society of Corporate Compliance and Ethics. Bruno Fagali also serves as part of the leadership committee in other firms such as the Nova/SB where he is the Corporate Integral Manager.
Bruno’s report on the issue of compliance.
Many have given much thought to the compliance and corporate governance due to the rise of corruption cases in many corporations in Brazil. However,Bruno reports concerns from some organizations about the compliance subject. He echoes the views of Renato Almeida dos Santos (partner of S2 Consultoria and coordinator of MBA in Risk Management and Compliance of Trevisan Business School) that the hard work of companies to meet the market and legal requirements should be more than a duty to be fulfilled.
Renato Almeida dos Santos warns that the compliance subject may not remain in a majority of companies principles. Hence, there is a need for creation of an Integrity Program that is capable of integration with a company’s day to day activities as well as other departments of a company. It will ensure that shortcomings arising in any area of the company are successfully dealt with for the company’s overall improvement.
Read more: https://www.mundodomarketing.com.br/noticias-corporativas/conteudo/160652/cuidado-com-as-trocas-de-presentes-de-fim-de-ano-entre-sua-empresa-parceiros-e-fornecedores-alerta-fagali
Experts are questioning the trend of companies ending their stock options. Some companies say they are doing it to save money; some are providing more complex reasons for ending stock options as a secondary compensation method.
Jeremy Goldstein is a business lawyer that currently holds positions at several institutions and law firms. He is the chair for a mergers & acquisitions subcommittee at the American Bar Association, as well as a partner at his own law firm. Goldstein founded Jeremy Goldstein & Associates LLC after the recent recession, and he decided to put his fate in his own hands.
Jeremy Goldstein often shares his thoughts in print. His writings cover a large variety of subjects including tax law, proper compensation, and now knock-out options: a new idea in stock options.
Goldstein argues that companies may want to reconsider ending stock options. He claims that the pros far outweigh the cons, and companies can benefit greatly from reemploying stock options as compensation bonuses to employees. Mainly, if stocks are going up in value, employees will experience increased morale. This leads to a more productive work force and a more efficient company.
When you offer stock to employees, you have an excuse to raise stock prices. The influx of buyers creates a rise in market value. This is another advantage of offering stocks to employees.
There are a few disadvantages as well. If the stock price of a company falls it could lower morale in the company.
A new idea has been floating around the business world for a while now. This new idea is called knock-out options. This is when the stocks being offered to employees have a limit to how much they can grow. When the stock hits this limit, the employee who purchased the stocks must cash out to get their maximum profit. This is a great way to offer employees stocks.
The knock-out plan eradicates the worries of current investors as well. Existing investors know that the employee’s stock options are temporary and their market share will be minimally changed.
Jeremy Goldstein urges companies to reconsider their stance on stock options. Learn more: http://jlgassociates.com/