Corporate Benefits Archives - Keeping Up With The Bulls

Save money and increase your wealth by taking advantage of corporate benefits. Typical corporate benefits include 401(k), ESPP, health insurance & more.

Evaluating Equity Comp: Are Stock Options or RSUs Better?

03.14.2023 by admin // Leave a Comment

Considering a career change or have multiple offers in hand? How do you compare equity compensation? Equity compensation can be a catalyst to growing your net worth. Putting a true dollar value on equity compensation is tough when you’re looking at a private company. When the company is publicly traded though, you can look at the latest stock price and know how much the equity grant is currently worth. However, it’s tough to know how much the equity comp will be worth when it vests. When evaluating different equity compensation at publicly traded companies, which is better stock options or RSUs? In this blog post, we’ll explore the pros and cons of stock options and RSUs to help you determine which is the best choice for you.

What are Stock Options?

Stock options are the right to buy a specific number of shares of company stock at a pre-set price following a vesting period. If your pre-set price is $10 and the stock is currently at $50 you pay $10/ share. This is known as the exercise or strike price. When you hit the first vesting period you can exercise your stock options. After you hit that vesting period, you have the right to purchase company stock at that predetermined price whenever you want. It can be that same day, it can be 2 years later – the choice is yours.

To motivate employees to work hard and drive the stock price up a company might grant a large number of options that are significantly below the current market price. Combined with your flexibility to sell any time after they vest, you may have the ability to purchase shares significantly below the current market value. Conversely, if the stock price does not go up significantly, you may not be able to benefit from the equity compensation at up. The stock price could even decline to the point where your equity compensation ends up worthless.

What are Restricted Stock Options (RSUs)?

Restricted Stock Units, or RSUs, are a form of compensation offered by employers to employees. They are company shares that are restricted, meaning that you can’t sell them right away. Instead, you will be given shares that vest over time. When you accept RSUs, they will come with a vesting schedule. Often, you’ll see vesting schedules that span 3 or 4 years. This schedule will show how many shares will vest on which dates. Typically, there will be one day per year and each of those days will be a year apart. On that date you are given those shares at the price of the stock that day. They have no tangible value until the vesting date. If you leave the company before the vesting date that means you walk away from this future compensation.

How Are Stock Options and RSUs Different?

Stock Options and RSUs Redemption

Stock options and RSUs can both have similar vesting schedules. The vesting schedule will depend on what the company offers. Usually, equity compensation is a way to encourage employees to stay at the company. As a result, you’ll often see vesting schedules that span a few years. You may get 1/3 of the equity grant at the end of year 1, 1/3 at the end of year 2 and the last 1/3 at the end of year 3. If you leave the company before your RSUs or stock options vest, you will forfeit the unvested shares.

While they both have vesting schedules, what happens upon vesting is different. When your options vest, nothing happens unless you decide to exercise your option to buy. If you exercise your option to buy, you can initiate an exercise-and-hold transaction (cash for stock), initiate an exercise-and-sell-to-cover transaction or initiate an exercise-and-sell transaction (cashless) depending on your personal situation and goals.

When your RSUs vest, you now have shares of the company you can sell at any time. You are given the shares, and taxed through your paycheck if you sell to cover or have to pay taxes on this additional income at tax time.

Stock Options and RSUs Selling Times

While they both have vesting schedules, stock options and RSUs differ in flexibility to sell. When stock options vest, nothing happens until you decide to exercise your options. You can decide to sell your options that day, or years later. However, your vested options are still tied to your employment with the company. If you decide to leave the company you will likely need to exercise your vested options within 90 days.

With RSUs, when they vest, you have shares of the company you can sell at any time. If you sell within a year it will be taxed as short term gains/ losses. If you sell after a year, the RSUs will be taxed as long term gains / losses.

How Stock Options and RSUs are Taxed Differently

Both stock options and RSUs will not be taxed when you first receive them. But, they will be taxed upon vesting. And, how they are taxed upon vesting is different.

How Stock Options Are Taxed

With stock options, how you are taxed depends on what type of stock options you have. There are two main types of employee stock options – non-qualified stock options (NSOs) and incentive stock options (ISOs). If you have NSOs, you are taxed as ordinary income when you initially exercise the stock for the difference between the current stock price and the price you bought it at. With ISOs, you get taxed when you sell the shares. If you sell the shares after holding less than a year you’ll be subject to short term gains taxes and if you sell the shares after holding longer than a year you’ll be subject to long term capital gains taxes.

How RSUs are Taxed

RSUs are given to you at $0 and they converted to the value of the company stock when they vest. When RSUs vest, that is a taxable event whether you choose to sell that day or not. Therefore, you will be taxed on the full amount at the total fair market value of your stock grant on the vesting date. When you sell your RSUs your taxes will be calculated based on the strike price. The strike price is the price of the shares when they become vested. If the shares were originally $100/ share when you got your RSU grant, but the shares are worth $50/share the day they vest you will be taxed on the $50/share price. Upon vesting, this is when you get to decide if you want to keep the shares or sell them. Whether you decide to keep or sell the shares, it’s recommended to sell enough to cover the ordinary income tax for the shares.

Are RSUs Better than Stock Options?

Ultimately, whether RSUs or stock options are best depend on your personal goals and how much you think the package you were offered will be ultimately worth.

Employee Stock Options: A Complete Guide to Understanding Your Benefits

02.21.2023 by admin // Leave a Comment

Employee stock options are a popular form of equity compensation that is often offered by companies as a way to attract and retain top talent. It allows employees to purchase company stock at a discounted price, known as the grant price, and to sell it at a later date for a profit. In this guide, we will provide an overview of employee stock options equity compensation, including how it works, the tax implications, and the risks and rewards associated with this type of investment. We will also discuss the different types of options plans, such as incentive stock options (ISOs) and non-qualified stock options (NSOs), and how they differ. If you are an employee considering participating in a stock options equity compensation plan, this guide will provide you with the information you need to make informed decisions.

What are Employee Stock Options?

Employee stock options give you the right to buy a specific number of shares of company stock at a pre-set price following a vesting period. If your pre-set price is $10 and the stock is currently at $50 you pay $10/ share. This is known as the exercise or strike price. When you hit the first vesting period you can exercise your stock options. After you hit that vesting period, you have the right to purchase company stock at that predetermined price whenever you want. It can be that same day, it can be 2 years later – the choice is yours.

Different Types of Employee Stock Options: NSOs and ISOs

There are two types of employee stock options: Incentive Stock Options (ISOs) and Non-qualified Stock Options (NSOs). ISOs and NSOs employee stock options have distinct tax implications.

ISOs are eligible for special tax treatment. When an ISO is exercised, the employee does not have to pay ordinary income tax on the difference between the grant price and the fair market value of the stock at the time of exercise. Instead, the employee may be eligible for long-term capital gains tax treatment if they hold the stock for at least one year from the date of exercise and two years from the date of grant.
NSOs are not eligible for special tax treatment. When an NSO is exercised, the employee has to pay ordinary income tax on the difference between the grant price and the fair market value of the stock at the time of exercise. The employer may also be subject to payroll taxes on the income recognized by the employee.
ISOs are also subject to more stringent rules regarding eligibility, exercise price and holding periods. For example, ISOs are only available to employees, and the exercise price must be at least equal to the fair market value of the stock at the time of grant.
NSOs are more flexible, they are available to employees, as well as non-employee directors and consultants. They also have fewer restrictions on the exercise price and holding periods, which means they may be less expensive for the company to grant.

In summary, ISOs offer certain tax advantages but are subject to more restrictive rules. NSOs do not have the same tax benefits but are more flexible in terms of eligibility and exercise price.

Exercising Employee Stock Options

When your options vest, nothing happens unless you decide to exercise your option to buy. If you exercise your option to buy, you can initiate an exercise-and-hold transaction (cash for stock), initiate an exercise-and-sell-to-cover transaction or initiate an exercise-and-sell transaction (cashless) depending on your personal situation and goals.

Employee Stock Options Selling

With employee stock options, nothing happens until you decide to exercise your options. You can decide to sell your options that day, or years later. However, your vested options are still tied to your employment with the company. If you decide to leave the company you will likely need to exercise your vested options within 90 days.

Employee Stock Options Tax Treatment

With employee stock options, how you are taxed depends on what type of stock options you have. There are two main types of employee stock options – non-qualified stock options (NSOs) and incentive stock options (ISOs). If you have NSOs, you are taxed as ordinary income when you initially exercise the stock for the difference between the current stock price and the price you bought it at. With ISOs, you get taxed when you sell the shares. If you sell the shares after holding less than a year you’ll be subject to short term gains taxes. If you sell the shares after holding longer than a year you’ll be subject to long term capital gains taxes.

Employee Stock Options Summary

In summary, employee stock options can be an attractive form of compensation, as they provide the potential for financial gain through ownership in the company. However, it is important to have a clear understanding of the terms and conditions of the stock options, including vesting periods, exercise prices and taxes.

Unlocking the Potential of the Mega Backdoor Roth 401(k): A Comprehensive Overview

01.17.2023 by admin // Leave a Comment

A mega backdoor Roth 401(k) is a good tool for high-income individuals to save more money for retirement and reduce future taxes. It is called a “backdoor” Roth 401(k) because it allows individuals to contribute above the 401(k) limit – which is $22,500 in 2023. Through a mega backdoor Roth 401(k) you can contribute up to $66,000 in 2023 if you’re under 50 years of age. There are some important considerations to keep in mind when using this strategy. This includes whether or not the plan includes automatic conversions. Learn if this strategy of using a mega backdoor Roth 401(k) is right for you.

What is a Mega backdoor Roth 401(k)

A mega backdoor Roth 401(k) is a way to contribute additional funds to a 401(k). It involves making after-tax contributions to your 401(k) through your employer. It is a useful tool for high earners who want to take advantage of tax-free growth and the withdrawal benefits of a Roth retirement account and have already maxed out the pre-tax maximum of their 401(k). Because the tax is paid prior to the contribution, any earnings are tax free. These tax savings can really add up the earlier you leverage this tax strategy in your career.

How Much Can You Contribute to a Mega Backdoor Roth 401(k)

Every year, the IRS sets the employee pre-tax and Roth 401(k) contribution limits. The maximum combined amount you and your employer can put into a 401(k) in 2023 is $66,000 for under age 50. For over age 50, the maximum is $73,500 in 2023.

Does Your Mega Backdoor Roth 401(k) Plan Offer Automatic Conversions

When signing up for the mega backdoor Roth 401(k) through your employer, it is important to understand if the plan supports automatic conversions. This means that once new contributions are made to your after-tax account they are immediately converted to your Roth account. Though the contributions have already been taxed, any earnings from the contributions haven’t been taxed. An automatic conversion can reduce your tax liability on each conversion. This is because it eliminates the time the incoming money would be accruing taxable earnings. If your company does not offer this, you may have to do it manually and it could result in higher taxes. Converting any earnings to a Roth will trigger a tax bill in the year of the conversion. So, if you have to do a manual conversion you’ll want to do it the same day the contribution is made.

When Can You Start Withdrawing From a Roth 401(k)

As of 2023, the earliest you can withdraw from your 401(k) is 59 ½ years old without incurring a penalty. There are some exceptions to this rule. You may be able to take penalty-free withdrawals of your contributions at any time, as long as you held the account for at least 5 years. You can also withdraw 401(k) earnings if you meet these exceptions:

You become disabled
The funds are used for certain qualified higher education expenses
The funds are used to buy a first home (up to $10,000 lifetime limit)
The funds are used to pay for unreimbursed medical expenses that are more than 7.5% of your adjusted gross income
You use the funds to pay for health insurance premiums while you are receiving unemployment benefits

Laws do change, so it is always best to consult your accountant before you make any withdrawals of your Roth 401(k). These also are available for Roth 401(k) accounts and may not apply to other types of retirement accounts. If you do withdraw early, even following these exceptions, you will lose out on tax free future earnings.

Should You Contribute the Full Amount to a Mega Backdoor Roth 401(k)

Ultimately, how much you contribute to a Mega Backdoor Roth 401(k) depends on your situation. You may want to stay more liquid in your taxable accounts given the current economic uncertainty. Your 401(k) plan may not offer as many investment options as your Roth IRA. The tax savings now with a pre-tax 401(k) may also be more impactful than the tax savings realized 30 years from now. Or, you may have better investments available outside your 401(k) which outweigh any future tax savings. As you start earning more money though, your financial plans should be reassessed. It is a great time to consider to if the Mega Backdoor Roth 401(k) should be part of your retirement savings strategy.