Jeremy Goldstein advice on how companies should maneuver Stock-based compensation

It has been a frequent trend by multiple corporations to stop providing stock options to its employees. Many of this companies do this to save money and reduces the overall expenses for its clients. However, some corporations do this for various complicated reasons. Below are some of the ideas and issues that are making companies curtail these benefits.


Unforeseen economic situations may result in the loosing of stock value. When this happens, the employees are unable to exercise their options. Even in the eventuality of this occurring, companies are still required to report the expenses associated with these stock options; this leads to the investors facing the risk of option overhang.




A lot of companies still find it economically viable to provide this compensation method. The main reason behind this is that the company’s employees easily understand stock options. Providing this possibilities to employees gives them something equivalent of value.




If a company wants to continue with the provision of stocks options to employees, the company needs to adopt an effective strategy and avoid excessive costs. The company should additionally take steps aimed at minimizing overhang together with the company’s ongoing expenses.


Some companies embrace the use of a barrier stock option referred to as knockout. These stock options and the conventional options are similar which is evident from the vesting requirements they have along with the time limits placed on them.




Companies opting to use knockout options should know that these options can’t be used to solve every problem. However, the options may be used by the corporations to banish some of the most significant challenges brought about by stock-based employee compensation. These companies should make an appointment with an auditor who will assess the viability of using stock options as a means of payment. Doing this is essential as the auditor will let the economic consequences of brought by using alternatives to compensate the company’s members of staff.


About Jeremy Goldstein


When companies require professional and legal advice regarding the employee’s benefits, the first person that comes your mind is Jeremy Goldstein. He is a lawyer having 15 years’ worth of experience when it comes to business law. Jeremy Goldstein started a law firm in New York; he managed this independently after working for smaller firms. Jeremy Goldstein has been involved in highly sophisticated transactions between companies like Verizon AT&T Chevron among others.


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