Whether you have questions about your stock option choices or just need some clarification around tax matters, the SFG Resource Center has a lot to offer.
Download the following publications authored by Charles “Chuck” Steege CFP®, CEP, Financial Advisor to Senior Level Executives. We invite you to revisit often as we continue to add more material.
Retirement is the long-awaited culminating event of a corporate career. Over a lifetime, a corporate career is dotted with milestones, promotions and assignments in distant cities. The executive contributes to team triumphs and experiences solo setbacks. The drive and energy required is relentless and exhilarating. The closer an executive rises to the top, the harder it is to stay there. At some point, whether the timing is right, health and wellness issues intervene or there is something more compelling to do than continuing the pace on the corporate treadmill, retirement becomes the next step.
Executives have faced a number of changes in their equity compensation with increasing regularity in recent years, and more are on the way. A series of federal laws and regulations have modified, innovated and reformed the way executives receive compensation. These corporate governance policy trends are being driven by shareholder advocates and proxy advisory firms interested in improving corporate governance and providing shareholders with more transparency.
One of the rewards distinguished by corporate employment is equity compensation. Corporate employees accumulate company stock through a variety of compensation vehicles. Over time, as company tenure and career success build, wealth in the company’s stock often becomes a significant share of one’s assets. While such compensation is a passive wealth builder, concentrated ownership can present both opportunities and challenges.
If you are like many executives we know, you never quite have the time to manage your various stock grants, no matter how hard you try. Unlocking the complex potential in your stock-based compensation can be made immediately easier when you consider these seven facts about stock options.
Many of today’s compensation discussions are focusing on how to link long-term incentive awards with performance. This is particularly important since shareholders are interested in how companies are positioning themselves for recovery as the economy stabilizes. What does this long-term trend of pay for performance mean to highly compensated executives and increasing numbers of mid-level managers? Find out with this informative publication.
As urgent as NQDC decision making is at year-end, any decisions have to be of the crystal ball variety. Here’s why: According to the strict IRS 409A Rule that governs NQDC, you must make decisions about your NQDC distribution at least 12 months before the scheduled distribution date. Put facts like this to work for your personal plan when as you familiarize yourself with this helpful piece.