Jeremy L. Goldstein Advice to Institutions on Employees Stock Options

It is without a doubt that corporations have put to an end the provision of stock options to their employees. Those that have yet to are either contemplating it or on the path to stopping it all together. The reasons issued by institutions mainly involve money, but the truth is that they are far much complex than the organization savings. The organizations undergo a set of problems that persuade them to stop the benefits. They include;


  1. When the value of the stock drops, employees exercise their options. The institution is, however, required to report any associated expense. As a result, stockholders faces an overhang.
  2. This form of compensation is deemed worthless in the event of an economic downturn. Employees take them more like a casino token than cash.
  3. Stock options increase accounting burdens. The cost involved eventually overshadows the financial advantages. Additionally, some staff members prefer a higher pay than stock options.


Stock Options Advantages


It is a simple and understandable way of rewarding staff members. Awarding stock option provides tokens of equivalent value to the entire workforce. When the company’s share value increases, the personal staff earnings go higher. As a result, it is beneficial to the enterprise as the workers strive to achieve institutional success. Stock options allow the company to face a tax burden lower than when it awards shares.


Solutions to Problems Arising from Employees Stock Options


An institution that seeks to continue awarding its employees with stock options should take several measures. They need to minimize excess costs. The cost can be reduced by adopting the right strategy, minimizing overhang, initial and ongoing expenses. One of the best method used to minimize the expenditures is by utilizing a barrier option known as Knockout. Employees lose the options in case the share value falls under a specified amount. In volatile situations, the knockout mechanism reduces the accounting costs. The knockout clauses result in low compensation figures for the executives. Additionally, it gives an incentive to the workers as they work to prevent a case of forfeiting their options.


About Jeremy Goldstein


Mr. Jeremy L Goldstein role at his firm is to advise companies, CEO’s, and management teams on matters compensation and corporate governance. Jeremy Goldstein worked with Wachtell, Lipton, Rosen & Katz law firm after which, he left and started Jeremy L. Goldstein & Associates LLC. In his career, Jeremy Goldstein has contributed in some of the biggest corporate transactions including the acquisition of Goodrich by UTC. He graduated with J.D from the School of Law, New York University. Mr. Jeremy L. Goldstein chairs several committees and is also a sought out speaker in matters of corporate governance.


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