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Franciscan Health’s Mobile Markets will provide nutritious meals to the public at its hospitals in Hammond and Crown Point.
The Franciscan Health Foundation and Food Bank of Northwest Indiana team up to bring the trucks filled with healthy food that can be picked up by residents and families in need as a way of combating food insecurity in the community.
A mobile market will take place at 3 p.m. July 19 in the hospital parking lot near the helicopter pad at Franciscan Health Crown Point at 1201 S. Main St. Another mobile market will take place at 3 p.m. July 27 at Franciscan Health Hammond at 5454 Hohman Ave.
The truck will be parked in the parking lot across the street from the hospital next to the Centier Bank branch on Hohman Avenue.
“Provided in partnership with Food Bank of Northwest Indiana, each mobile market truck offers participants a selection of free grains, fruits, vegetables and protein,” Franciscan Health said in a press release. “Food will be distributed on a first-come, first-served basis until supplies are gone. Recipients must show valid proof of Indiana residency.”
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Franciscan Health’s Mobile Markets are drive-through only. The health care system asks people not to arrive before 2:30 p.m. on any of the pickup dates.
Anyone interested in donating to fight food insecurity in Northwest Indiana can call 219-661-3401 or visit FranciscanHealthFoundation.org.
For more information, visit foodbanknwi.org.
NWI Business Ins and Outs: Den Asian Bistro, Bankquet pop-up restaurant, Spenga Fitness Center, Encore Car Wash, Potato Express opening; Consider the Lilies closing
Open
‘Indoor-outdoor space’ with fountain
‘Expansive menu’
Full sushi bar
Full bar
Indoor and outdoor seating
Right by the state line
Open daily
Coming soon
Pop-up
Now open
Coming soon
Open
Potato-themed menu
All your potato needs
Closing
Liquidation sale
NWI Business Ins and Outs: Glorious Coffee and Teas, Jamba, craft brewery and Esca Kitchen open
Effort to curb CEO pay failed, IU study finds
A new study found an effort by Congress to curb CEO pay has failed.
Professors from Indiana University, the University of Chicago Booth School of Business and University of Texas examined a provision in the Tax Cuts and Jobs Act of 2017 that repealed an exemption allowing companies to deduct significant amounts of performance-based pay.
The legislation was supposed to shift the pay of top executives away from stock and performance bonuses “that can lead to a myopic emphasis on short-term results.” The hope was to incentivize companies to implement cash-based fixed compensation instead.
But the study found the change in law ultimately had little effect. CEO compensation either stayed the same or grew.
“It’s very politically amenable right now to say they’re going to tax these corporations and these executives and it’s going to reduce income inequality, but our research — and that of others — suggests that taxes are just not a big enough stick to change the structure or the magnitude of executive compensation,” said Bridget Stomberg, associate professor of accounting and a Weimer Faculty Fellow at the IU Kelley School of Business. “We found no statistical effects, which is counter to what Congress intended. We looked very hard and see no evidence of a reduction in CEO pay.”
The journal Contemporary Accounting Research published the article, entitled “Examining the Effects of the Tax Cuts and Jobs Act on Executive Compensation.” It was researched and written by Stomberg, University of Texas Associate Professor of Accounting Lisa De Simone and Booth Assistant Professor of Accounting Charles McClure. De Simone and McClure co-host the “Taxes for the Masses” podcast.
Their study looked at CEO pay before and after the tax policy change. It found no substantive differences in compensation mix, pay-performance sensitivity or total compensation.
Publicly traded companies were able to deduct up to $1 million in C-suite pay from their taxes since 1994, unless it was linked to company performance.
When Congress slashed the corporate tax rate from 35% to 21% in 2017, it got rid of that exemption. The study looked at CEO pay when the new tax rules took effect in 2017 and 2018 and then in 2019 and 2020.
“Even three full years after the law took effect, we didn’t see any evidence of a reduction in CEO pay,” she said.
The authors concluded tax regulation likely would not be effective at limiting executive compensation and reducing income inequality, a policy strategy pursued in cities like Portland and San Francisco.
“If Congress’ fundamental assumption about the relative importance of taxes in the design of executive compensation is overstated, its ability to shift current compensation practices through changes in tax policy is also likely overstated,” the authors said. “Our results and those from prior studies suggest increases in firms’ cost of executive compensation do little to reduce its amount.”
NWI Business Ins and Outs: Den Asian Bistro, Bankquet pop-up restaurant, Spenga Fitness Center, Encore Car Wash, Potato Express opening; Consider the Lilies closing
Open
‘Indoor-outdoor space’ with fountain
‘Expansive menu’
Full sushi bar
Full bar
Indoor and outdoor seating
Right by the state line
Open daily
Coming soon
Pop-up
Now open
Coming soon
Open
Potato-themed menu
All your potato needs
Closing
Liquidation sale
NWI Business Ins and Outs: Glorious Coffee and Teas, Jamba, craft brewery and Esca Kitchen open
Effort to curb CEO pay failed, IU study finds
A new study found an effort by Congress to curb CEO pay has failed.
Professors from Indiana University, the University of Chicago Booth School of Business and University of Texas examined a provision in the Tax Cuts and Jobs Act of 2017 that repealed an exemption allowing companies to deduct significant amounts of performance-based pay.
The legislation was supposed to shift the pay of top executives away from stock and performance bonuses “that can lead to a myopic emphasis on short-term results.” The hope was to incentivize companies to implement cash-based fixed compensation instead.
But the study found the change in law ultimately had little effect. CEO compensation either stayed the same or grew.
“It’s very politically amenable right now to say they’re going to tax these corporations and these executives and it’s going to reduce income inequality, but our research — and that of others — suggests that taxes are just not a big enough stick to change the structure or the magnitude of executive compensation,” said Bridget Stomberg, associate professor of accounting and a Weimer Faculty Fellow at the IU Kelley School of Business. “We found no statistical effects, which is counter to what Congress intended. We looked very hard and see no evidence of a reduction in CEO pay.”
The journal Contemporary Accounting Research published the article, entitled “Examining the Effects of the Tax Cuts and Jobs Act on Executive Compensation.” It was researched and written by Stomberg, University of Texas Associate Professor of Accounting Lisa De Simone and Booth Assistant Professor of Accounting Charles McClure. De Simone and McClure co-host the “Taxes for the Masses” podcast.
Their study looked at CEO pay before and after the tax policy change. It found no substantive differences in compensation mix, pay-performance sensitivity or total compensation.
Publicly traded companies were able to deduct up to $1 million in C-suite pay from their taxes since 1994, unless it was linked to company performance.
When Congress slashed the corporate tax rate from 35% to 21% in 2017, it got rid of that exemption. The study looked at CEO pay when the new tax rules took effect in 2017 and 2018 and then in 2019 and 2020.
“Even three full years after the law took effect, we didn’t see any evidence of a reduction in CEO pay,” she said.
The authors concluded tax regulation likely would not be effective at limiting executive compensation and reducing income inequality, a policy strategy pursued in cities like Portland and San Francisco.
“If Congress’ fundamental assumption about the relative importance of taxes in the design of executive compensation is overstated, its ability to shift current compensation practices through changes in tax policy is also likely overstated,” the authors said. “Our results and those from prior studies suggest increases in firms’ cost of executive compensation do little to reduce its amount.”
NWI Business Ins and Outs: Den Asian Bistro, Bankquet pop-up restaurant, Spenga Fitness Center, Encore Car Wash, Potato Express opening; Consider the Lilies closing
Open
‘Indoor-outdoor space’ with fountain
‘Expansive menu’
Full sushi bar
Full bar
Indoor and outdoor seating
Right by the state line
Open daily
Coming soon
Pop-up
Now open
Coming soon
Open
Potato-themed menu
All your potato needs
Closing
Liquidation sale
NWI Business Ins and Outs: Glorious Coffee and Teas, Jamba, craft brewery and Esca Kitchen open
Effort to curb CEO pay failed, IU study finds
A new study found an effort by Congress to curb CEO pay has failed.
Professors from Indiana University, the University of Chicago Booth School of Business and University of Texas examined a provision in the Tax Cuts and Jobs Act of 2017 that repealed an exemption allowing companies to deduct significant amounts of performance-based pay.
The legislation was supposed to shift the pay of top executives away from stock and performance bonuses “that can lead to a myopic emphasis on short-term results.” The hope was to incentivize companies to implement cash-based fixed compensation instead.
But the study found the change in law ultimately had little effect. CEO compensation either stayed the same or grew.
“It’s very politically amenable right now to say they’re going to tax these corporations and these executives and it’s going to reduce income inequality, but our research — and that of others — suggests that taxes are just not a big enough stick to change the structure or the magnitude of executive compensation,” said Bridget Stomberg, associate professor of accounting and a Weimer Faculty Fellow at the IU Kelley School of Business. “We found no statistical effects, which is counter to what Congress intended. We looked very hard and see no evidence of a reduction in CEO pay.”
The journal Contemporary Accounting Research published the article, entitled “Examining the Effects of the Tax Cuts and Jobs Act on Executive Compensation.” It was researched and written by Stomberg, University of Texas Associate Professor of Accounting Lisa De Simone and Booth Assistant Professor of Accounting Charles McClure. De Simone and McClure co-host the “Taxes for the Masses” podcast.
Their study looked at CEO pay before and after the tax policy change. It found no substantive differences in compensation mix, pay-performance sensitivity or total compensation.
Publicly traded companies were able to deduct up to $1 million in C-suite pay from their taxes since 1994, unless it was linked to company performance.
When Congress slashed the corporate tax rate from 35% to 21% in 2017, it got rid of that exemption. The study looked at CEO pay when the new tax rules took effect in 2017 and 2018 and then in 2019 and 2020.
“Even three full years after the law took effect, we didn’t see any evidence of a reduction in CEO pay,” she said.
The authors concluded tax regulation likely would not be effective at limiting executive compensation and reducing income inequality, a policy strategy pursued in cities like Portland and San Francisco.
“If Congress’ fundamental assumption about the relative importance of taxes in the design of executive compensation is overstated, its ability to shift current compensation practices through changes in tax policy is also likely overstated,” the authors said. “Our results and those from prior studies suggest increases in firms’ cost of executive compensation do little to reduce its amount.”
NWI Business Ins and Outs: Den Asian Bistro, Bankquet pop-up restaurant, Spenga Fitness Center, Encore Car Wash, Potato Express opening; Consider the Lilies closing
Open
‘Indoor-outdoor space’ with fountain
‘Expansive menu’
Full sushi bar
Full bar
Indoor and outdoor seating
Right by the state line
Open daily
Coming soon
Pop-up
Now open
Coming soon
Open
Potato-themed menu
All your potato needs
Closing
Liquidation sale
NWI Business Ins and Outs: Glorious Coffee and Teas, Jamba, craft brewery and Esca Kitchen open
Effort to curb CEO pay failed, IU study finds
A new study found an effort by Congress to curb CEO pay has failed.
Professors from Indiana University, the University of Chicago Booth School of Business and University of Texas examined a provision in the Tax Cuts and Jobs Act of 2017 that repealed an exemption allowing companies to deduct significant amounts of performance-based pay.
The legislation was supposed to shift the pay of top executives away from stock and performance bonuses “that can lead to a myopic emphasis on short-term results.” The hope was to incentivize companies to implement cash-based fixed compensation instead.
But the study found the change in law ultimately had little effect. CEO compensation either stayed the same or grew.
“It’s very politically amenable right now to say they’re going to tax these corporations and these executives and it’s going to reduce income inequality, but our research — and that of others — suggests that taxes are just not a big enough stick to change the structure or the magnitude of executive compensation,” said Bridget Stomberg, associate professor of accounting and a Weimer Faculty Fellow at the IU Kelley School of Business. “We found no statistical effects, which is counter to what Congress intended. We looked very hard and see no evidence of a reduction in CEO pay.”
The journal Contemporary Accounting Research published the article, entitled “Examining the Effects of the Tax Cuts and Jobs Act on Executive Compensation.” It was researched and written by Stomberg, University of Texas Associate Professor of Accounting Lisa De Simone and Booth Assistant Professor of Accounting Charles McClure. De Simone and McClure co-host the “Taxes for the Masses” podcast.
Their study looked at CEO pay before and after the tax policy change. It found no substantive differences in compensation mix, pay-performance sensitivity or total compensation.
Publicly traded companies were able to deduct up to $1 million in C-suite pay from their taxes since 1994, unless it was linked to company performance.
When Congress slashed the corporate tax rate from 35% to 21% in 2017, it got rid of that exemption. The study looked at CEO pay when the new tax rules took effect in 2017 and 2018 and then in 2019 and 2020.
“Even three full years after the law took effect, we didn’t see any evidence of a reduction in CEO pay,” she said.
The authors concluded tax regulation likely would not be effective at limiting executive compensation and reducing income inequality, a policy strategy pursued in cities like Portland and San Francisco.
“If Congress’ fundamental assumption about the relative importance of taxes in the design of executive compensation is overstated, its ability to shift current compensation practices through changes in tax policy is also likely overstated,” the authors said. “Our results and those from prior studies suggest increases in firms’ cost of executive compensation do little to reduce its amount.”
NWI Business Ins and Outs: Den Asian Bistro, Bankquet pop-up restaurant, Spenga Fitness Center, Encore Car Wash, Potato Express opening; Consider the Lilies closing
Open
‘Indoor-outdoor space’ with fountain
‘Expansive menu’
Full sushi bar
Full bar
Indoor and outdoor seating
Right by the state line
Open daily
Coming soon
Pop-up
Now open
Coming soon
Open
Potato-themed menu
All your potato needs
Closing
Liquidation sale
NWI Business Ins and Outs: Glorious Coffee and Teas, Jamba, craft brewery and Esca Kitchen open
Effort to curb CEO pay failed, IU study finds
A new study found an effort by Congress to curb CEO pay has failed.
Professors from Indiana University, the University of Chicago Booth School of Business and University of Texas examined a provision in the Tax Cuts and Jobs Act of 2017 that repealed an exemption allowing companies to deduct significant amounts of performance-based pay.
The legislation was supposed to shift the pay of top executives away from stock and performance bonuses “that can lead to a myopic emphasis on short-term results.” The hope was to incentivize companies to implement cash-based fixed compensation instead.
But the study found the change in law ultimately had little effect. CEO compensation either stayed the same or grew.
“It’s very politically amenable right now to say they’re going to tax these corporations and these executives and it’s going to reduce income inequality, but our research — and that of others — suggests that taxes are just not a big enough stick to change the structure or the magnitude of executive compensation,” said Bridget Stomberg, associate professor of accounting and a Weimer Faculty Fellow at the IU Kelley School of Business. “We found no statistical effects, which is counter to what Congress intended. We looked very hard and see no evidence of a reduction in CEO pay.”
The journal Contemporary Accounting Research published the article, entitled “Examining the Effects of the Tax Cuts and Jobs Act on Executive Compensation.” It was researched and written by Stomberg, University of Texas Associate Professor of Accounting Lisa De Simone and Booth Assistant Professor of Accounting Charles McClure. De Simone and McClure co-host the “Taxes for the Masses” podcast.
Their study looked at CEO pay before and after the tax policy change. It found no substantive differences in compensation mix, pay-performance sensitivity or total compensation.
Publicly traded companies were able to deduct up to $1 million in C-suite pay from their taxes since 1994, unless it was linked to company performance.
When Congress slashed the corporate tax rate from 35% to 21% in 2017, it got rid of that exemption. The study looked at CEO pay when the new tax rules took effect in 2017 and 2018 and then in 2019 and 2020.
“Even three full years after the law took effect, we didn’t see any evidence of a reduction in CEO pay,” she said.
The authors concluded tax regulation likely would not be effective at limiting executive compensation and reducing income inequality, a policy strategy pursued in cities like Portland and San Francisco.
“If Congress’ fundamental assumption about the relative importance of taxes in the design of executive compensation is overstated, its ability to shift current compensation practices through changes in tax policy is also likely overstated,” the authors said. “Our results and those from prior studies suggest increases in firms’ cost of executive compensation do little to reduce its amount.”
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