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DLA Piper LLP (US)

2000 UNIVERSITY AVENUE, EAST PALO ALTO, CA 94303-2214, USA
Tel:
Work +1 650 833 2000
Fax:
Fax +1 650 833 2001
Web:
www.dlapiper.com

Cisco Palao-Ricketts

Tel:
Work +1 650 833 2190
Email:
Web:
www.dlapiper.com/en/us/people/p/cisco-palaoricketts/
DLA Piper LLP (US)

Work Department

Employment; Employee Benefits and Executive Compensation

Position

Partner; Co-Chair, US Employee Benefits and Executive Compensation practice

Career

Cisco Palao-Ricketts is experienced in advising start-up, emerging growth and public companies regarding compensation and employee benefits issues.  His practice includes counseling on:

• equity compensation, including incentive stock options (ISOs) and nonqualified stock options (NSOs), restricted stock, stock unit awards, stock appreciation rights, employee stock purchase plans (ESPPs), profits interests and phantom equity arrangements

• all types of compensation and employee benefits issues that arise in M&A, spin-offs and other complex corporate transactions, including with respect to executive retention and post-transaction employee transition matters
employment, retention, change of control and severance arrangements, as well as bonus and commission plans

• the design, implementation, tax aspects, operation and any related fiduciary obligations with respect to tax-qualified retirement plans, including defined benefit and 401(k) retirement plans, nonqualified deferred compensation arrangements and employee welfare benefit plans, including compliance with Section 409A of the Internal Revenue Code, the Employee Retirement Income Security Act of 1974 (ERISA) and recent healthcare reform laws.

Education

LL.M., Georgetown University Law Center; J.D., Syracuse University College of Law; A.B., University of Illinois


United States: Labor and employment

Employee benefits, executive compensation and retirement plans: design

Within: Employee benefits, executive compensation and retirement plans: design

The team at DLA Piper LLP (US) provides the full range of benefits services and has expertise in the design and implementation of qualified retirement plans, ERISA regulation, pension fund investments and welfare benefit plan implementation. Cisco Palao-Ricketts co-heads the practice from Silicon Valley, and has a particular focus on executive compensation in the life sciences and technology sectors. Richard Ashley and Rita Patel also co-head the practice from Chicago and Washington DC respectively; Patel regularly advises public companies on retirement and deferred compensation plans as well as implementing plan failure strategies under IRS and DOL correction programs, and Ashley regularly works with plan administrators on benefit plan compliance and testing issues. New York-based Adrienne Scerbak is a key contact for ERISA Title 1 mandates, and Mark Muedeking is a name to note in the Baltimore office.

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Employee benefits, executive compensation and retirement plans: transactional

Within: Employee benefits, executive compensation and retirement plans: transactional

The team at DLA Piper LLP (US) handles the full range of benefits, compensation and ERISA issues arising from IPOs, ESOPs and M&A transactions. Palo Alto-based Cisco Palao-Ricketts focuses on equity compensation matters, including golden parachute arrangements for household names in the technology and life sciences sector. In addition, Washington DC-based Rita Patel regularly provides ERISA Title 1 advice in relation to transactions for publicly listed companies and private equity funds, and Richard Ashley is the name to note in Chicago. Clients include Axogen, Marriott International, New York University and Verizon.

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Legal Developments by:
DLA Piper LLP (US)

  • Sentencing guidelines for corporate manslaughter

    In February 2010 the Sentencing Guidelines Council (the SGC) issued definitive guidelines to courts on imposing appropriate sentences for corporate manslaughter and health and safety offences causing death. The SGC states that fines imposed on companies found guilty of corporate manslaughter should not fall below £500,000, while fines in respect of health and safety offences that are a significant cause of death should be at least £100,000. Crucially, the SGC declined to provide for a fixed link between the imposed fine and the turnover or profitability of the offending company.

    - DLA Piper UK LLP

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