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There are companies that have share-based options for people who earn considerably less.
It does so particularly because the benefits of such an arrangement are valuable and far-reaching—probably more so than for share-based schemes.
I turn to clauses 1 to 4 relating to securities or share-based earnings.
The share-based valuation, of course, has been used in every nationalisation measure since 1945, except for the coal industry.
We believe that those will make a positive contribution to help employers who want to reward employees through share-based earnings.
We therefore encourage the payment of share-based earnings by employers.
It is particularly important that such standards are developed to address share options and other share-based payments systems, which have played a significant role in the current concerns.
In particular, that should help smaller and unincorporated businesses, which should be able to benefit from profit-related pay in the way that they cannot at present benefit from share-based schemes.
Share-based participation arrangements are also being developed for the work force as a whole.
Share-based remuneration takes many forms, and is used in many different ways.
Share-based offerings are based on a set of values that often includes trust, transparency, economic empowerment, creative expression, authenticity, community resilience and human connection.
