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Since shares are not issued until vesting, RSUs don't pay dividends. However, an employer may provide employees with dividend equivalent payments on unvested RSUs. These equivalents are typically held in an escrow account to pay for tax withholding or purchase additional shares.
Restricted Stock Units (RSUs) refer to a grant of value equal to the amount of common stock in the company. RSUs are typically granted to new or valued employees as an incentive to hire or to achieve certain performance goals. For new hires, the RSU plan is typically part of the employee's initial compensation package.
A common strategy is to sell the shares as soon as the RSUs vest. Two benefits to this strategy are: There are usually little to no capital gains ramifications.
Usually, you'll lose all the RSUs that have not yet vested at the time of your resignation. They'll be forfeited back to the company, and you'll walk away with nothing for those unvested units.
Since shares are not issued until vesting, RSUs don't pay dividends. However, an employer may provide employees with dividend equivalent payments on unvested RSUs. These equivalents are typically held in an escrow account to pay for tax withholding or purchase additional shares.
If you worked for a publicly traded company and earned RSUs, there's very little to do ? once you leave the company, you keep all of your vested shares and your unvested RSUs get returned back to the company's stock option pool.
Restricted stock units are a form of stock-based employee compensation. RSUs are restricted during a vesting period that may last several years, during which time they cannot be sold. Once they are vested, RSUs can be sold or kept like any other shares of company stock.