The best equity plans for workers, contractors, and advisors.
I often joke, "Founders don’t let founders choose stock options."
Many people don’t realize how many types of equity there are to choose from, and stock options carry such significant downsides that I had to start a company to make these better stock units widely and readily available.
There are many types of equity that you can give workers. The most successful companies: Tesla, SpaceX, Google, Apple, Amazon, and more and more startups are no longer using stock options. Instead, everyone's moved over to Restricted Stock Units (or RSUs). Upstock can help your company move over too. RSUs are taking off, and the most competitive companies are using them.
This is what Bill Gates had to say about using RSUs at Microsoft:
When you win [with options], you win the lottery. And when you don’t win, you still want it. The fact is that the variation in the value of an option is just too significant. I can imagine an employee going home at night and considering two wildly different possibilities with his compensation program. Either he can buy six summer homes or no summer homes. Either he can send his kids to college 50 times or no times. The variation is enormous; much more significant than most employees have an appetite for. And so as soon as they saw that options could go both ways, we proposed an economic equivalent. So what we do now is give shares, not options.- Bill Gates
Restricted Stock Units, as defined by Investopedia.
"A Restricted Stock Unit (RSU) is compensation issued by an employer to an employee in the form of company stock. Restricted stock units are issued to an employee through a vesting plan and distribution schedule after achieving required performance milestones or upon remaining with their employer for a particular length of time."
RSUs are a contractual promise, from a company to a worker, offering stock if and when the company reaches a liquidity event or milestone. RSUs generally have vesting requirements known as triggers. The first trigger is usually time-based, the worker receives a pre-agreed number of RSUs each year. The second trigger is usually a liquidity event, such as an acquisition or IPO. Once shares have been issued to the worker, the worker then owns them outright. What makes RSUs stand out is that workers do not have to pay tax when the RSUs are promised. Only when there is cash to pay the tax are the RSUs converted into actual stock. The stock, of course, is then taxable as income at the market value upon conversion.
There are two significant differences that most people find to be decision points between RSUs and Stock Options. Risk and tax liability.
RSUs are considered more valuable and less risky than stock options. RSUs are always worth something and don’t go “underwater” as can happen with options. The RSU awards retain value, regardless of the performance of the company’s stock price (unless it goes to zero). The value of the RSUs does not depend on the company’s stock price. If it is lower today than it was at the time it was awarded, then the worker still has the ability to settle the award into actual stock with a value, which is not the case with the options.
In most cases, options are taxed as income at the time of exercise, regardless of whether shares are sold or held. Taxes on gains also may need to be paid upon subsequent sale of shares. RSUs are generally taxed when they vest. This means the tax is due when there is money to pay for it. RSUs are also a lot simpler for owners to manage from a legal and tax perspective.
The Award Agreement is a legal document that describes your award’s terms and conditions, such as the equity rate the team member will be earning and the vesting requirements.
When you receive an RSU, you don’t have any immediate tax liability. RSUs are taxed upon settlement, that is, when the shares are delivered or when you take the actual ownership of the shares. This is the key difference that makes RSUs stand out from both stock and stock options. They allow you to defer tax until a later date when money is available. If the company is not successful, the worker won’t lose all the money on tax before it folds. The fair market value of the shares at settlement is a deciding factor of the taxable income.
Please note that Upstock does not provide tax advice and assumes no liability if you rely on it. Upstock recommends that you seek your independent tax advice for more information about how RSUs will affect your tax liability.
Your company has offered you the opportunity to be part of an equity pool because they believe in you and would like you to be committed long term. Having said that, people do come and go from companies and your efforts should still be rewarded. The RSUs will still vest on a landmark event if you have also met the service period condition, which is set out in the Award Agreement with the company, and in this case, your vested RSUs remain yours until you choose to sell them. However, If you left due to a grievous reason or your RSUs are still unvested, your award will be forfeited.
The terms of the company Performance Equity Plan and Award Agreement give information about what happens to the RSUs. Typically RSUs will vest upon a company sale or other qualifying event known as a Landmark Event so long as a team member has been with the company for the qualifying period, and there has been no termination for a grievous cause.
Upstock combines RSUs, performance equity, and a visual dashboard to make teams more aligned. With UpStock’s dashboards, you can easily visualize how your equity grows in real-time and know that your efforts count. There are no initial legal costs for the business owner or team members, and you are given a full set of legal documents created by the best legal minds in the world. To learn more, visit upstock.io or contact our team.