{"id":1641,"date":"2020-12-29T18:44:25","date_gmt":"2020-12-29T18:44:25","guid":{"rendered":"https:\/\/www.gunderwealth.com\/?p=1641"},"modified":"2020-12-29T19:09:50","modified_gmt":"2020-12-29T19:09:50","slug":"stock-executive-compensation","status":"publish","type":"post","link":"https:\/\/www.gunderwealth.com\/stock-executive-compensation\/","title":{"rendered":"Stock &#038; Executive Compensation Plans"},"content":{"rendered":"<p>[et_pb_section fb_built=&#8221;1&#8243; admin_label=&#8221;Section&#8221; _builder_version=&#8221;3.22.3&#8243; da_disable_devices=&#8221;off|off|off&#8221; da_is_popup=&#8221;off&#8221; da_exit_intent=&#8221;off&#8221; da_has_close=&#8221;on&#8221; da_alt_close=&#8221;off&#8221; da_dark_close=&#8221;off&#8221; da_not_modal=&#8221;on&#8221; da_is_singular=&#8221;off&#8221; da_with_loader=&#8221;off&#8221; da_has_shadow=&#8221;on&#8221;][et_pb_row admin_label=&#8221;Row&#8221; _builder_version=&#8221;3.25&#8243;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;3.25&#8243; custom_padding=&#8221;|||&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_image src=&#8221;https:\/\/www.gunderwealth.com\/wp-content\/uploads\/2020\/12\/stock-compensation-2-kids.png&#8221; alt=&#8221;Stock Compensation&#8221; title_text=&#8221;stock compensation 2 kids&#8221; align=&#8221;center&#8221; force_fullwidth=&#8221;on&#8221; align_tablet=&#8221;center&#8221; align_phone=&#8221;&#8221; align_last_edited=&#8221;on|phone&#8221; _builder_version=&#8221;4.7.7&#8243; max_height=&#8221;800px&#8221;][\/et_pb_image][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=&#8221;3.25&#8243; background_size=&#8221;initial&#8221; background_position=&#8221;top_left&#8221; background_repeat=&#8221;repeat&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;3.25&#8243; custom_padding=&#8221;|||&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text _builder_version=&#8221;4.7.7&#8243; background_size=&#8221;initial&#8221; background_position=&#8221;top_left&#8221; background_repeat=&#8221;repeat&#8221; hover_enabled=&#8221;0&#8243; sticky_enabled=&#8221;0&#8243;]<\/p>\n<p>This can be a confusing part of your compensation package.\u00a0 So much so that it&#8217;s often overlooked or executed via a sub-optimal strategy due to lack of education.\u00a0 Let\u2019s break down some key details related to stock &amp; executive compensation plans:<\/p>\n<ul>\n<li>Employee Stock Options (NQSOs and ISOs)<\/li>\n<li>Restricted Stock (RS and RSUs)<\/li>\n<li>Non-Qualified Deferred Compensation (409a Plan)<\/li>\n<li>Employee Stock Purchase Plan (ESPP)<\/li>\n<\/ul>\n<h4><strong><em>Did You Know<\/em>: Over 10% of in-the-money options expire every year?<\/strong><\/h4>\n<p>What an unfortunate WASTE! Why is that?<\/p>\n<ul>\n<li>The company documents are confusing.<\/li>\n<li>Employees are unfamiliar with the process.<\/li>\n<li>The company didn\u2019t inform the employees of planning opportunities.<\/li>\n<li>The employee prefers not to address or procrastinates.<\/li>\n<li>The employee maintains behavioral biases such as:\n<ul>\n<li>Overconfidence \u2013 Overvalues company holdings.<\/li>\n<li>Status Quo \u2013 Avoids making changes.<\/li>\n<li>Home Country \u2013 Prefers to invest in what\u2019s familiar.<\/li>\n<li>Endowment \u2013 Considers stock more valuable because it\u2019s already in your possession.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h4><strong>The Need for Advice: Objectives &amp; Strategies<\/strong><\/h4>\n<p>Here are the reasons why it\u2019s imperative to have a trusted resource just a phone call away:<\/p>\n<ul>\n<li>Preserve Wealth<\/li>\n<li>Maximize Value of Holdings<\/li>\n<li>Provide Liquidity<\/li>\n<li>Minimize Income Tax Impact<\/li>\n<li>Produce Current Income<\/li>\n<li>Efficient Wealth Transfer<\/li>\n<li>Fulfill Charitable Intent<\/li>\n<\/ul>\n<h4><strong>Discovery Questions &#8211; Let&#8217;s Start Here<\/strong><\/h4>\n<p>These are the questions we ask before developing an execution strategy:<\/p>\n<ul>\n<li>What are your <strong>primary objectives<\/strong> for these assets? How will these assets be used?<\/li>\n<li>How do you see <strong>your role <\/strong>at your company changing? What\u2019s your <strong>exit strategy<\/strong> for these positions?<\/li>\n<li>What\u2019s your <strong>view on the direction <\/strong>of your company stock? What about tax rates?<\/li>\n<li>If you didn\u2019t work at your company, <strong>would you own your company\u2019s stock<\/strong>? How much?<\/li>\n<li>If your company gave you cash equal to the value of your current stock position, <strong>how much would you allocate<\/strong> to your company stock?<\/li>\n<li><strong>What\u2019s more upsetting<\/strong>: selling shares that continue to rise or holding onto shares that continue to fall?<\/li>\n<\/ul>\n<h4><strong>Single Stock Exposure: What\u2019s the Risk?<\/strong><\/h4>\n<ul>\n<li>Your company stock increases your concentration risk, exposing you to volatility that exceeds the market. <strong>Are you aware of this? Are you being paid for this additional risk?<\/strong>\n<ul>\n<li>Let\u2019s manage the security-specific risk through diversification!<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h4><strong>What&#8217;s the Difference Between These Plans?<\/strong><\/h4>\n<p>In recent years, stock-based performance awards have replaced stock options as the most prevalent form of equity-based pay. Why? Options only provide value if the shares go up, whereas restricted stock provides intrinsic value.<\/p>\n<p>Although employee stock options (ESOs) are decreasing in issuance, Non-Qualified Stock Options (NQSO) are more common than Incentive Stock Options (ISO).<\/p>\n<h4><strong>Restricted Stock (RS) vs. Employee Stock Options (ESOs)<\/strong><\/h4>\n<p>Top 3 Differences:<\/p>\n<ul>\n<li>RS has intrinsic value, dividends, and voting rights.<\/li>\n<li>Triggering Event: RS is on the vesting date; ESO\u2019s is at exercise.<\/li>\n<li>Tax Treatment: RS is ordinary income; ESO\u2019s are ordinary income (NSO\u2019s) or potential long-term capital gain treatment (ISO\u2019s).<\/li>\n<\/ul>\n<h4><strong>ESO\u2019s: Non-Qualified Stock Options (NQSOs) vs. Incentive Stock Options (ISOs)<\/strong><\/h4>\n<p>Top 3 Differences:<\/p>\n<ul>\n<li>Transferability: ISO\u2019s are non-transferable except at death; NQSO\u2019s are transferable.<\/li>\n<li>Grant Limit: ISO\u2019s are limited to the $100K rule; NSO\u2019s no limit.<\/li>\n<li>Tax Treatment: ISO\u2019s are subject to AMT and have potential long-term capital gains treatment; NQSO\u2019s are subject to ordinary income.<\/li>\n<\/ul>\n<h4><strong>Restricted Stock (RS) Awards vs. Restricted Stock Units (RSUs)<\/strong><\/h4>\n<p>Top 3 Differences:<\/p>\n<ul>\n<li>Dividends: RS dividends are subject to ordinary income; with RSU\u2019s, you aren\u2019t entitled to dividends until vesting date but employers may pay out dividend equivalents, which are taxed at ordinary income tax rates.<\/li>\n<li>Voting Rights: RS yes; RSU\u2019s no.<\/li>\n<li>Early Exercise: RS is 83(b) eligible; RSU\u2019s are not eligible.<\/li>\n<\/ul>\n<h4><strong>Non-Qualified Deferred Compensation Plans (409a Plans)<\/strong><\/h4>\n<p>Top 3 Things to Know:<\/p>\n<ul>\n<li>You make an irrevocable election to defer additional compensation above IRS limits established on qualified plans to go into your tax-deferred bucket.<\/li>\n<li>These plans do not receive ERISA protection and are considered an unsecured loan subject to company bankruptcy.<\/li>\n<li>A rollover option is not available, and triggering events vary; required minimum distributions (RMDs) are required at age 72.<\/li>\n<\/ul>\n<h4><strong>Employee Stock Purchase Plans (ESPPs)<\/strong><\/h4>\n<p>Top 3 Things to Know:<\/p>\n<ul>\n<li>You can purchase company shares on a regular basis through ongoing payroll deductions, typically at a 15% discount; some plans offer a \u201clook back\u201d provision to purchase stock at the lesser of two prices.<\/li>\n<li>Participation is voluntary; must meet eligibility terms.<\/li>\n<li>The IRS cap is $25K per calendar year.<\/li>\n<\/ul>\n<h4><strong>Key Terms &amp; Concepts:<\/strong><\/h4>\n<ul>\n<li><strong>Important Dates:<\/strong>\n<ul>\n<li>Grant date \u2013 Date award received.<\/li>\n<li>Vesting date \u2013 When you have control.<\/li>\n<li>Exercise date \u2013 When you intentionally take action to convert option award into physical shares.<\/li>\n<li>Sale date \u2013 At the time of exercise or potentially later.<\/li>\n<li>Expiration date \u2013 Applies to options.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Commonly Used Terms:<\/strong>\n<ul>\n<li>Strike Price\/Exercise Price \u2013 Used interchangeably; fixed at the time of the award.<\/li>\n<li>Bargain Element \u2013 Represents the intrinsic value of option award (i.e., profit opportunity).<\/li>\n<li>Cashless Exercise \u2013 Facilitated by brokerage firm where they lend the client money for the exercise, the client exercises and simultaneously sells the position and pays off the loan, taxes are withheld, and the client receives a check for the net after-tax profit.<\/li>\n<li>In-The-Money\/Out-Of-The-Money \u2013 ITM is an option with a strike price less than the current stock price; OTM is an option with a strike price that exceeds the stock price and therefore has no intrinsic value.<\/li>\n<li>Qualifying disposition \u2013 Only available for ISOs; an opportunity to convert award to receive LTCG rates instead of ordinary income. Must hold for 2 years from grant and 1 year from date of exercise.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>Overwhelmed?\u00a0 <a href=\"http:\/\/www.gunderwealth.com\/contact\">Call us<\/a> when you&#8217;re ready to optimize your stock &amp; executive compensation options.<\/p>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>This can be a confusing part of your compensation package.\u00a0 So much so that it&#8217;s often overlooked or executed via a sub-optimal strategy due to lack of education.\u00a0 Let\u2019s break down some key details related to stock &amp; executive compensation plans: Employee Stock Options (NQSOs and ISOs) Restricted Stock (RS and RSUs) Non-Qualified Deferred Compensation [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":1643,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"<!-- wp:paragraph -->\r\n<p>Welcome to WordPress. This is your first post. Edit or delete it, then start writing!<\/p>\r\n<!-- \/wp:paragraph -->","_et_gb_content_width":"","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[22],"tags":[83,84,85,86,82],"class_list":["post-1641","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-technical","tag-executive-compensation-plans","tag-isos","tag-nqsos","tag-rsus","tag-stock-compensation"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Stock &amp; Executive Compensation Plans - Gunder Wealth Management<\/title>\n<meta name=\"description\" content=\"Overwhelmed or confused about your stock or executive compensation plan? 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