(for completing tasks, sharing content, playing games, contributing code, and more)
(SEC,409A, & ERISA before a token has launched)
(based on RSUs, a familiar framework for regulators worldwide)
Token compensation is subject to federal and state taxes. The timing of when the tokens are paid out to workers can result in adverse tax consequences.
Since RTUs are a promise to give tokens upon a future liquidity event, the specifics of the token type can be deferred until a later date.
The legality of compensating employees purely with tokens is unclear. When tokens are used as a major component of a worker's compensation, the token volatility may result in a violation of a state's minimum wage laws.
An RTU plan should make it clear that the token compensation is a bonus and not a wage.
A properly-crafted RTU plan can avoid Section 409A and ERISA regulatory complications by ensuring that its income deferral provisions falls within its exceptions (e.g., short-term deferral exception to Section 409A).
Since RTUs represent tokens that will be granted in the future there are no token valuation estimates.