19-223D 19-223D . . . Management Stock Purchase Plan under which Executive Compensation Committee can grant options to key employees (including officers) at prices equal to 60% of market value. Payment is made by delivery of five full recourse interest-bearing serial promissory notes, each for 20% of total purchase price, which mature on five succeeding anniversary dates of date of grant. Committee may forgive any payment of interest or principal on promissory notes if employee is then still employed by Company, has died, or become disabled or retired
Colorado Management Stock Purchase Plan
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US-CC-19-223D
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FAQ
Cons of Participating in an ESPP: Single Stock Risk: Investing in a single company's stock can be risky, especially if the company is experiencing financial difficulties or its stock price is experiencing significant fluctuations.
An employee stock purchase plan (or ESPP) can be a very valuable benefit. In general, if your employer offers an ESPP, we think you should participate at the level you can comfortably afford and then sell the shares as soon as you can.
An employee stock purchase plan (or ESPP) can be a very valuable benefit. In general, if your employer offers an ESPP, we think you should participate at the level you can comfortably afford and then sell the shares as soon as you can.
Yes, you can sell stock purchased through your ESPP plan immediately if you want to guarantee that you profit from your discount. Otherwise, the value of the stock may go up, which increases your profit, or it may go down, causing you to lose money.
You may stop your contributions to the ESPP at any time by going into your Fidelity account and changing your contribution to 0%. If you choose to stop contributions, you must do so at least 15 days before the purchase date. For example, if the purchase date is June 30, you must make this change prior to June 15.
The amount that should be put into the ESPP for this category can vary based on what your employer lets you contribute, from a small percentage all the way up to the max. Our recommendation is that if you can max your ESPP, you should max it.
An ESPP discount is nice, but it ultimately comes down to whether or not you believe the stock price will appreciate. A 5% discount on shares that depreciate 10% is still a loss.
How is the $25,000 limit calculated? The basic rule is that each employee cannot purchase more than $25,000 per year, valued using the fair market value on the date he/she enrolled in the current offering.