how to create barcode in vb.net 2010 SEVEN Making Options Performance Based in Software

Making Data Matrix 2d barcode in Software SEVEN Making Options Performance Based

CHAPTER SEVEN Making Options Performance Based
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value of the new replacement options and then make sure that the value of the new options is approximately equal to the value of the options traded in. This will usually result in two, three, or even four old underwater options being traded in for every new, at-themoney option.
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OTHER OPTION TRICKS
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There are a few other ways to alter how options function as an incentive, a retention tool, and as a means to accumulate long-term wealth. Specifically: Shorten the option term. Virtually all options granted today have a 10-year term. More and more companies, however, are talking about or implementing shorter terms, such as three to five years. Shorter terms reduce the value and accounting cost of the options, but because they expire much sooner, they also limit the potential problems caused by underwater options. After these options are retired, new options can be issued in their place (without the hassle and the expense of a repricing). Post-termination vesting. To give retiring CEOs and other top executives an incentive to leave the company in excellent condition, they can be granted options that do not vest until three to five years after their retirement or other termination (not for cause). Discounted options. Perhaps my favorite option trick, this little-used technique gives executives an option with an exercise price that is significantly less than the current market price. Discounted options can be an excellent deferral device. Let s say that an executive has $50,000 in bonus that he or she would like to defer, i.e., not be taxed on currently. Instead of receiving the $50,000 in cash, the executive can receive 10,000 options at a $10 exercise price when the stock is trading at $15. (So if exercised today, he or she would have a $50,000 gain.) This allows the executive to recognize the deferred income whenever
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PART TWO Elements of the Solution
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he or she wants to just by exercising the option. This provides far more flexibility than with most standard deferral programs. The executive, of course, is taking some risk the stock price may go down. It is very similar to deferring the bonus and investing in company stock with the added flexibility of having access to it whenever you want it. An exciting variation on discounted options is performance-vesting discounted options, where the executive earns the right to exercise the option based on achieving individual, division, or company performance goals. Required holding period. To mitigate situations where executives exercise their options and immediately sell the stock, a required holding period can be implemented. When an option is exercised, the executive must hold the stock acquired for at least one to two years. This is a very effective way to make options a longer-term incentive. However requiring 100 percent of the stock to be held on 100 percent of the options may make it overly difficult for some employees to exercise these options. Consequently it may be more effective to have a required holding period on a percentage of the options. Then the rest of the shares can be sold to cover the taxes and the cash required to exercise the options. This last option trick, required holding period, is gaining favor quickly. Several companies have implemented this feature. Investor groups and watchdog groups are heralding this feature as a simple solution to the otherwise short-term orientation of executive options. The coming reality of an expense for options should lead companies to ask deeper philosophical questions about their compensation policies specifically whether or not to use options and, if so, how they should be structured. To make that decision companies must define the purpose for the option plan and how it fits in with the overall compensation philosophy and desired risk orientation of the firm.
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