经观新科技 经济观察网 当地时间11月5日，挪威主权财富基金（Norges Bank Investment Management，简称NBIM） 宣布，将在特斯拉（Tesla）即将举行的年度股东大会上投票反对首席执行官埃隆·马斯克（Elon Musk） 提出的1万亿美元（约合人民币7万亿元）薪酬方案。这一决定犹如一记重拳，砸向了本已剑拔弩张的特 斯拉公司治理战场。作为全球最大主权财富基金、管理着约2万亿美元资产的NBIM，是特斯拉第六大 外部投资者，持有公司1.12%的股份，其反对立场不仅直接挑战马斯克的"天价激励"，还可能引发更多 机构投资者倒戈，导致11月7日股东投票的结果扑朔迷离。 NBIM在声明中直言不讳地指出，该薪酬方案"规模过大、稀释股东权益，且未有效缓解关键人物风 险"。基金还将反对特斯拉两位董事会成员的连任——薪酬委员会成员凯瑟琳·威尔逊-汤普森（Kathleen Wilson-Thompson）和伊拉·埃伦普雷斯（Ira Ehrenpreis），并否决公司整体股票激励计划。该基金强 调，尽管认可绩效导向的结构，但这些问题"不可忽视"，凸显了欧洲投资者在环境、社会与治理 （ESG）原则下的严格 ...

Core Viewpoint - The debate surrounding Elon Musk's proposed $1 trillion pay package is intensifying, with significant implications for Tesla's future and Musk's potential departure if the plan is not approved by shareholders [1][2]. Support for the Pay Package - The State Board of Administration of Florida, managing over $280 billion in assets, supports the pay package, highlighting the performance-driven incentive structure [5]. - Cathie Wood, CEO of ARK Invest, expressed confidence in the package's approval, suggesting it could lead to "super-exponential growth" for Tesla, with ARK holding around $1 billion in Tesla shares [8]. - Dan Ives from Wedbush Securities, a prominent Tesla supporter, believes the package will keep Musk focused on the company and accelerate Tesla's advancements in autonomous technology [12]. Opposition to the Pay Package - New York State Comptroller Thomas DiNapoli urged shareholders to vote against the compensation plan, citing a lack of board independence, with the state's retirement fund holding over 3.5 million Tesla shares valued at approximately $1.7 billion [14]. - The American Federation of Teachers, along with other unions and investment firms, has also called for a vote against the pay deal, arguing it lacks sufficient commitments from Musk to ensure his focus on Tesla [18].

Core Viewpoint - The new judicial interpretation by the Supreme People's Court aims to hold executives of listed companies accountable for financial fraud by requiring them to return excessive compensation and stock incentives that do not match actual performance [1][3][7]. Group 1: Legal Framework and Implications - The new regulation provides a legal basis for companies to reclaim inappropriate gains from executives when financial reports contain false information [3][6]. - This regulation addresses a significant gap in the current legal system, which previously allowed executives to escape accountability for personal gains obtained through fraudulent activities [3][4]. - The introduction of this regulation is expected to increase the personal cost of engaging in financial fraud for executives [3][7]. Group 2: Historical Context and Examples - Historical cases of financial fraud in the A-share market often correlate with executive compensation incentives, with notable examples such as Kangmei Pharmaceutical, which inflated cash holdings significantly while executives received substantial stock incentives [4][5]. - The case of Evergrande's former president, Xia Haijun, illustrates the issue of high compensation linked to systemic fraud, where he received over 1.6 billion yuan while overseeing inflated profits [5]. Group 3: Challenges and Future Directions - The practical implementation of the new regulation faces challenges, particularly in defining what constitutes "inappropriate" compensation and how to quantify "reasonable standards" [6][8]. - There is a need for detailed guidelines from regulatory bodies to clarify these definitions and ensure consistent enforcement across different industries [6]. - The regulation is seen as a crucial step towards establishing a market environment where fraudulent activities are discouraged, and accountability is enforced [7][8]. Group 4: Investor Impact and Market Sentiment - The new regulation signals a shift towards a more mature capital market, where the risks associated with financial fraud are heightened for executives, potentially restoring investor confidence [7][8]. - It is anticipated that the regulation will facilitate the recovery of losses for investors affected by fraudulent activities, thereby enhancing the overall market sentiment [9].

Core Viewpoint - Tesla's stock rose over 4% to $353.51 following reports of a historic compensation plan for CEO Elon Musk, potentially valued at $1 trillion, aimed at incentivizing his leadership over the next decade [1] Group 1: Compensation Plan - Tesla's board has proposed an unprecedented compensation agreement for Elon Musk, with a potential value of approximately $1 trillion, marking the largest executive pay package in U.S. corporate history [1] - The plan includes ambitious performance benchmarks, such as expanding Tesla's autonomous taxi business and increasing the company's market value from around $1 trillion to at least $8.5 trillion over the next 10 years [1] - The current value of the CEO's rewards is estimated at $878 billion, which could increase to about $1 trillion if Musk meets all performance targets and receives all restricted stock [1] Group 2: Succession Planning - The proposal stipulates that Musk must participate in the board's development of a long-term CEO succession framework to qualify for the final two parts of the performance rewards [1]

Core Viewpoint - Tesla's board has proposed an unprecedented compensation plan for CEO Elon Musk, potentially worth $1 trillion, aimed at incentivizing his leadership over the next decade [1] Group 1: Compensation Plan - The proposed compensation plan is the largest executive pay package in U.S. history, with a potential value of approximately $1 trillion [1] - The plan includes ambitious performance benchmarks, such as expanding Tesla's autonomous taxi business and increasing the company's market value from around $1 trillion to at least $8.5 trillion [1] - The current value of the CEO's rewards is estimated at $878 billion, which could increase to about $1 trillion if all performance targets are met [1] Group 2: Succession Planning - The proposal stipulates that Musk must participate in the board's development of a long-term CEO succession framework to qualify for the final two parts of the performance rewards [1]