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EQUITY COMPENSATION.., Study notes of Human Resource Management

Equity compensation is non-cash pay that represents ownership in the firm. This type of compensation can take many forms, including options, restricted stock and performance shares

Typology: Study notes

2016/2017

Uploaded on 10/04/2017

DWARAKESH
DWARAKESH 🇮🇳

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What is 'Equity Compensation'
Equity compensation is non-cash pay that represents ownership in the firm. This
type of compensation can take many forms, including options, restricted stock
and performance shares. Equity compensation allows the employees of the firm
to share in the profits via appreciation and can encourage retention, particularly
if there are vesting requirements.
'Equity Compensation'
Equity compensation has been used by many public companies and some
private companies, especially startup companies. Recently launched firms may
lack the cash or want to invest cash flow into growth initiatives, making equity
compensation an option to attract high quality employees. Traditionally, tech
companies in both the start-up phase and more mature companies have used
equity compensation to reward employees.
Example
For instance, LinkedIn's stock-based compensation in 2015 was $510.3 million,
up from $319.3 million the prior year. In 2015, it represented over 17% of
revenue. Over $460 million of the total was in the form of restricted stock units
(RSUs).
Common Types of Equity Compensation
Companies that offer equity compensation can give employees stock options
that offer the right to purchase shares of the companies' stocks at a
predetermined price, also referred to as exercise price. This right may vest with
time, allowing employees to gain control of this option after working for the
company for a certain period of time. When the option vests, they gain the right
to sell or transfer the option. This method encourages employees to stick with
the company for a long term. However, the option typically has an expiration.
Employees who have this option are not considered stockholders and do not
share the same rights as shareholders. There are different tax consequences to
options that are vested versus those that are not, so employees must look into
what tax rules apply to their specific situations.
There are different types of equity compensation, such as non-qualified stock
options and incentive stock options (ISOs). ISOs are only available to
employees and not non-employee directors or consultants. These options
provide special tax advantages. With non-qualified stock options, employers do
not have to report when they receive this option or when it becomes exercisable.
Restricted stock requires the completion of a vesting period. This may be done
all at once after a certain period of time. Alternatively, vesting may be done
equally over a set period of years or any other combination management finds
suitable. RSUs are similar, but they represent the company's promise to pay
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What is 'Equity Compensation'

Equity compensation is non-cash pay that represents ownership in the firm. This type of compensation can take many forms, including options, restricted stock and performance shares. Equity compensation allows the employees of the firm to share in the profits via appreciation and can encourage retention, particularly if there are vesting requirements.

'Equity Compensation'

Equity compensation has been used by many public companies and some private companies, especially startup companies. Recently launched firms may lack the cash or want to invest cash flow into growth initiatives, making equity compensation an option to attract high quality employees. Traditionally, tech companies in both the start-up phase and more mature companies have used equity compensation to reward employees.

Example

For instance, LinkedIn's stock-based compensation in 2015 was $510.3 million, up from $319.3 million the prior year. In 2015, it represented over 17% of revenue. Over $460 million of the total was in the form of restricted stock units (RSUs).

Common Types of Equity Compensation

Companies that offer equity compensation can give employees stock options that offer the right to purchase shares of the companies' stocks at a predetermined price, also referred to as exercise price. This right may vest with time, allowing employees to gain control of this option after working for the company for a certain period of time. When the option vests, they gain the right to sell or transfer the option. This method encourages employees to stick with the company for a long term. However, the option typically has an expiration.

Employees who have this option are not considered stockholders and do not share the same rights as shareholders. There are different tax consequences to options that are vested versus those that are not, so employees must look into what tax rules apply to their specific situations.

There are different types of equity compensation, such as non-qualified stock options and incentive stock options (ISOs). ISOs are only available to employees and not non-employee directors or consultants. These options provide special tax advantages. With non-qualified stock options, employers do not have to report when they receive this option or when it becomes exercisable.

Restricted stock requires the completion of a vesting period. This may be done all at once after a certain period of time. Alternatively, vesting may be done equally over a set period of years or any other combination management finds suitable. RSUs are similar, but they represent the company's promise to pay

shares based on a vesting schedule. This offers some advantages to the company, but employees do not gain any rights of stock ownership, such as voting, until the shares are earned and issued.

Performance shares are awarded only if certain specified measures are met. These could include metrics, such as an earnings per share (EPS) target, return on equity (ROE) or the total return of the company's stock in relation to an index. Typically, performance periods are over a multi-year time horizon.

The basic components of employee compensation and

benefits

Employee compensation and benefits are divided into four basic categories:

  1. Guaranteed pay – a fixed monetary (cash) reward paid by an employer to an employee. The most common form of guaranteed pay is base salary.
  2. Variable pay – a non-fixed monetary (cash) reward paid by an employer to an employee that is contingent on discretion, performance, or results achieved. The most common forms of variable pay are bonuses and incentives.
  3. Benefits – programs an employer uses to supplement employees’ compensation, such as paid time off, medical insurance, company car, and more.
  4. Equity-based compensation – stock or pseudo stock programs an employer uses to provide actual or perceived ownership in the company which ties an employee's compensation to the long-term success of the company. The most common examples are stock options.

Guaranteed pay

Guaranteed pay is a fixed monetary (cash) reward.

The basic element of guaranteed pay is base salary which is paid on an hourly, daily, weekly, bi-weekly or monthly rate. Base salary is typically used by employees for ongoing consumption. Many countries dictate the minimum base salary defining a minimum wage. Employees' individual skills and level of experience leave room for differentiating income levels within a job-based pay structure.

In addition to base salary, there are other pay elements which are paid based solely on employee/employer relations, such as salary and seniority allowance.

Variable pay

Variable pay is a non-fixed monetary (cash) reward that is contingent on discretion, performance, or results achieved. There are different types of variable pay plans, such as bonus schemes, sales incentives (commission), overtime pay, and more.

An example where this type of plan is prevalent is how the real estate industry compensates real estate agents. A common variable pay plan might be the sales