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Nov 30, 2023 | 
mondaq.com | Amy Null |Kimberly Wethly |Atul Jain
Compensation clawbacks can raise difficult, and often adverse,
tax issues for employees and other service providers. Specifically,
for clawbacks that are effected on a gross (pretax) basis,
questions arise as to how the clawback is treated for income tax
purposes and what avenues an individual may have for recovering any
taxes previously paid on the recouped amount.
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Nov 28, 2023 | 
lexology.com | Amy Null |Ciara R.M. Baker |Kimberly Wethly
Find out more about Lexology or get in touch by visiting our About page. RegisterTo view this article you need a PDF viewer such as Adobe Reader. If you can't read this PDF, you can view its text here. Go back to the PDF. USANovember 28 2023Compensation clawbacks can raise difficult, and often adverse, tax issues for employees and other service providers.
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Oct 18, 2023 | 
jdsupra.com | Ciara R.M. Baker |Kimberly Wethly
Equity compensation is perhaps the most critical element of any startup company’s compensation package, helping to bridge the gap between the cash compensation a startup can offer against the more significant cash compensation their larger competitors can afford to pay and giving entrepreneurial employees skin in the business game.
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Oct 18, 2023 | 
lexology.com | Ciara R.M. Baker |Kimberly Wethly
USAOctober 18 2023Equity compensation is perhaps the most critical element of any company’s compensation package, helping to bridge the gap between the cash compensation a startup can offer against the more significant cash compensation their larger competitors can afford to pay and giving entrepreneurial employees skin in the business game.
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Oct 12, 2023 | 
jdsupra.com | Ciara R.M. Baker |Eric Hanson |Kimberly Wethly
Stock options are typically a critical component of a private company’s ability to recruit, incentivize and retain key talent. Particularly for early-stage companies, rewarding equity packages can help make up for the gap between the cash compensation a startup can offer against the more significant cash compensation their larger competitors can afford to pay.
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Oct 11, 2023 | 
lexology.com | Ciara R.M. Baker |Kimberly Wethly |Eric Hanson
Stock options are typically a critical component of a private company’s ability to recruit, incentivize and retain key talent. Particularly for early-stage companies, rewarding equity packages can help make up for the gap between the cash compensation a startup can offer against the more significant cash compensation their larger competitors can afford to pay.
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Oct 9, 2023 | 
mondaq.com | Kimberly Wethly |Stuart Falber |Scott Lunin
Stock options are often a significant, and critical, component
of a public company's compensation and benefits programs as
they align the interests of employees and stockholders—when
the company's stock price increases, option holders and
stockholders alike benefit.
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Jul 14, 2023 | 
mondaq.com | Kimberly Wethly
Introduction
Consider this fairly typical situation. Four years ago, employee
Emma was granted an incentive stock option (ISO)
to purchase 100,000 shares with an exercise price
of $0.86 per share. Emma's award is fully-vested and she wants
to exercise her option now because she knows that
she has to hold her shares for at
least a year after exercise in order to get beneficial tax
treatment. The problem is, Emma doesn't have $86,000.
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Jul 12, 2023 | 
jdsupra.com | Ciara R.M. Baker |Kimberly Wethly
IntroductionConsider this fairly typical situation. Four years ago, employee Emma was granted an incentive stock option (ISO) to purchase 100,000 shares with an exercise price of $0.86 per share. Emma’s award is fully-vested and she wants to exercise her option now because she knows that she has to hold her shares for at least a year after exercise in order to get beneficial tax treatment. The problem is, Emma doesn’t have $86,000.
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Jul 12, 2023 | 
lexology.com | Ciara R.M. Baker |Kimberly Wethly
IntroductionConsider this fairly typical situation. Four years ago, employee Emma was granted an incentive (ISO) to purchase 100,000 shares with an of $0.86 per share. Emma’s award is fully-vested and she wants to exercise her now because she knows that she has to hold her shares for at least a year after exercise in order to get beneficial tax treatment. The problem is, Emma doesn’t have $86,000.
