Stock Options
Since the late 1980’s more and more people have been given the opportunity to purchase stock options. As of 2001, ten million employees have chosen to purchase stock options. Another survey established that 97 of the top 100 e-commerce companies gave the choice of options this year. For these reasons, it is important to understand what stock options are, the different types of options, and their advantages and disadvantages.
A stock option gives any employee the right to buy a certain number of shares in the company at a fixed price for a certain number of years. Employees who have been given the choice of stock options hope that the share price will go up and that they will be able to cash in by purchasing the stock at the lower grant price and then selling the stock at the current market price. Stock option plans can be a flexible way for companies to share ownership with employees, reward them for performance, and attract and retain a motivated staff. These plans could also encourage the employees to look in that best interest of the company and other shareholders.
For growth-oriented smaller companies, options are a great way to preserve cash while giving employees a piece of future growth. They can also work for public firms whose benefit plans are well established, but who want to include employees in ownership.
Options are not a mechanism for existing owners to sell shares and are usually inappropriate for companies whose future growth is uncertain. They can also be unappealing in small, closely held companies that do not want to go public or be sold because they may find it difficult to create a market for the share. There have been disagreement on whether or not options are actual ownership. Some believe they are ownership because employees do not receive them for free, they use their own money to purchase the share. Others believe that since the employees can sell their shares a short time after purchasing them they do not have the long-term ownership goal.
A few simple terms with stock options are a call, a put, and a premium. A call is the right to buy the stock, a put is the right to sell the stock and its premium is the price of the option. Overall, options allow you to participate in price movements without committing the large amount of funds needed to buy stock outright.
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...s are even hired, stock options enable companies to recruit better employees. Once the employees are hired, they work harder for the sake of the company as well as a rise in their shares, and therefore, the company is able to retain hard working elites. Another positive remark about stock options is that companies are not required by GAP to record them as an expense which, in turn, inflates their earnings. Just as before with the employee’s stock income, the company receives a tax deduction as well. When the employee exercises his stock then sells it in the market he receives an income, and this amount received by the employee is equal to the tax break granted to the company. Hence, the larger the price difference, the better it is for both the employee and employer.
To conclude, stock options are increasingly being used as incentives for employees in companies around the world. Statistics state that the increased use of stock options privileges has increased the work ethic of employees, thus increasing sales. Stock options are a good non-cash compensation for increasing the moral of employees, but one should note that the underlying tax regulations could be complicated.
There is a memo outlining the accounting treatment of the stock options that has been sent to the SVP of Finance, copying the CFO, external auditor, and the Tax Manager. This memo summarizes the accounting requirements and disclosure requirements for the Company’s stock option plan adopted in Q3, 2009. It also identifies the model used for valuation of the options and where the parameters are derived from.
employee stock ownership can create a burden of long-term planning for the sustainability and repurchase program; not all employees can be able to purchase stock. According to the case, Atul believes in a total compensation between 0-10 percent based on employee’s salaries could play as a “trade-off” for a “supportive and respective work environment” (Calo et al., n.d.).
Evans, J. D., & Hefner, F. (2009). Business ethics and the decision to adopt golden parachute contracts: Empirical evidence of concern for all stakeholders. Journal of Business Ethics, 86(1), 65-79. doi:http://dx.doi.org/10.1007/s10551-008-9818-9
Stock investment means you are purchasing a share of the company, therefore the company’s success determines the value of your investment. Buying stocks is not a difficult process; clarification of some important terminology and differentiation helps gives you the foundation to start investing.
This paper will discuss the reasons why CEOs are not being overpaid. It will apply the utilitarian ethical principle to many a few aspects to CEO compensation and whether or not it is justifiable for such pay. The paper will look at whether or not their performance is justifiable for the pay because they play such a big role in the livelihood of the company along with the principle agency theory and how it is being addressed for the benefit of the shareholders and others involved with the company, the supply and demand of the CEOs, and the paper will describe the comparison of other professions to help link the idea of CEOs being fairly compensated.
Offering employee benefits is one way a company must competes in today’s marketplace to retain old employees and attracts new ones. These benefit packages may range from offering basic health insurance to additional discretionary and perk benefits such as vacation and retirement packages. Benefit packages are often a large portion of employee costs and Federal mandates require an employer to carry and offer certain benefits even if they offer nothing else. Federally required employee benefits make up approximately a quarter of the costs associated with employer offered benefit packages. Some of these mandated benefits include Social Security, Worker’s Compensation Insurance, and the Family Medical Leave Act.
According to the 2010 Census there were 27.9 million small businesses in the United States. Many of these companies are closely held organizations that face the question, who will run this company in the future. Some are family owned businesses that plan to leave the next generation the reins of the company. There are other companies that hope to leave the business to employees that were instrumental in the company’s success over the years. While some will outright sell the business and walk away into the warm sunsets of Florida or Arizona. All these companies face the same issue, what is the best plan to handle the succession of the business.
Many employees when looking for a job or deciding whether to stay with their current employment often considers the employee benefits the company offers.
A fair and equitable compensation plans should factor in what employees perceive as valuable based on each employee particular situation. Such rewards should provide a balance of intrinsic and extrinsic benefits. Perks and benefits can make or break a company's ability to attract and retain workers in any industry and not just the fast food industry. Providing benefits such as health insurance benefits such as paid holidays and paid vacation time, will show employees that they are valued team member of the company.
...offer a stock option to employees. This would help to increase both employee productivity, which in turn would increase sales, and total shareholders equity. Coca-Cola could also offer stock options to their employees which would also increase productivity and total shareholders equity. They could also reduce long term debt which would reduce their liabilities.
Common stock ownership has the benefit of allowing its shareholders to vote on the organization's board of members. Usually, one share of common stock equates to one vote. Companies sell common stock through public offerings, and it's traded among investors on the secondary market. Share...
...r investigate what sort of rewards or fringes would their employee’s desire compared to the old method of monetary incentives for the beneficial for the company”.
“Options give you the right (without the obligation) to transact a security at a predetermined price within a certain time period. In a call option, the buyer has the right (but is not required) to buy an agreed quantity of a commodity or financial instrument (called the underlying asset) from a seller by a certain date (the expiry) for a certain price (the strike price). A put option is the right to sell the underlying stock at a predetermined strike price by a certain date” (Call Option vs Put Option, 2014).
The organization is able to manage a high coverage of risks at relative low costs owing to the availability of highly skilled personnel in the company’s team of employees. This benefit also brings about another advantage of easing the financial burden of the organization (Johnson, 2016). Besides, effective employee benefit system offered by the organization could improve the general productivity. This benefit is attributed to the fact that employees tent to be more effective when they are given assurance of job security. In addition, workers become more productive when they and their families are given the desired security by the employer. The other benefit to the organization if it employs an effective compensation and benefits system entail benefits from premiums (Wayne, Shore, M., Bommer, & Tetrick, 2002). These premiums are typically tax deductibles as corporate expense. As such, a company that has an effective compensation and benefits system is likely save extra money for other
There are two basic ways of financing for a business: Debt financing and equity financing. Debt financing is defined as 'borrowing money that is to be repaid over a period of time, usually with interest" (Financing Basics, 1). The lender does not gain any ownership in the business that is borrowing. Equity financing is described as "an exchange of money for a share of business ownership" (Financing Basics, 1). This form of financing allows the business to obtain funds without having to repay a specific amount of money at any particular time. There are also a few different instruments that could be defined as either debt or equity. One such instrument is stock options that an employee can exercise after so many years with the company. Either using the debt or equity method, or a combination of the two methods can be used to account for stock options or other instruments with the similar characteristics.