On December 17, 2024, the Securities and Exchange Commission (“SEC”) announced that it had settled charges against Ohio-based Express, Inc. (“Express”). The SEC ultimately found that Express violated Sections 13(a) and 14(a) of the Securities Exchange Act of 1934 and Rules 12b-20, 13a-1, 13a-15(a), 14a-3, and 13a-9 by failing to disclose all of its former Chief Executive Officer’s (“CEO”) executive compensation. Specifically, Express did not disclose a number of perks provided to the CEO during his employment with the company.
Public companies are required to comply with disclosure obligations regarding executive compensation to assist investors in making educated investment decisions. Specifically, under Reg S-K Item 402, companies must disclose and identify executive perks and other personal expenses by type for each executive that receives at least $10,000 of perks or other personal benefits each year. For each perk or personal benefit exceeding a value of $25,000 or 10% of total perks for that executive, the total number of perks must be quantified and disclosed.
According to the SEC, for fiscal years 2019, 2020 and 2021, Express ‘s “All Other Compensation” for its CEO consisted of retirement contributions, insurance premiums, one private flight for the CEO’s relocation, and private aircraft usage by the CEO’s family members. However, these proxies understated other compensation for its executive officers by an average of 94% by failing to classify personal travel expenses, paid by Express, as perks or personal benefits.
The SEC determined that Express’s system used to identify, track and calculate perks applied an improper standard. Items were not categorized as a perk or benefit needing disclosure if there was a business purpose for the expense. However, whether an item has a business purpose does not affect whether an expense needs to be disclosed as a perk.
Rather, Express and other public companies subject to the SEC’s guidelines must engage in a separate inquiry to classify expenses. Specifically, the SEC considers the following factors:
- If an item is integrally and directly related to the performance of an executive’s duties, it is not a perk.
- If the item is not generally available on a non-discriminatory basis to all employees and confers a direct or indirect benefit that is personal in some aspect, it is a perk, regardless of whether it is provided for some business reason or for the convenience of the company.
Integrally and directly related to job performance is a narrow distinction, encompassing only items a company provides because the executive needs it to do his or her job. In Release No. 33-8732A (Aug. 29, 2006), the SEC specifically explained that a company policy permitting an executive (and/or his or her family) to use a company aircraft for personal travel does not affect the ultimate conclusion that the use of the aircraft is a provided perk or personal benefit. Although this policy had a business purpose in providing security to its executives, the personal use still needed to be disclosed.
According to the SEC, for Express, this meant that the “expenses associated with the CEO’s personal flights, including transportation, meals, and hotel” were in fact perks. Upon learning of its errors, Express acted promptly by self-reporting and instructing outside counsel to conduct an internal investigation. The former CEO ultimately reimbursed Express for approximately $454,000 of expenses that were determined to be perks. Because of Express’s cooperation, the SEC declined to impose a civil penalty and Express agreed to a cease-and-desist order without admitting or denying the SEC’s findings.