18-217D 18-217D . . . Stock Option Plan which provides for grant of Incentive Stock Options, (b) Non-qualified Stock Options (c) Stock Appreciation Rights, and (d) Limited Rights (which become exercisable upon (i) expiration of a tender offer, (ii) approval by stockholders of an Acquisition Transaction (as defined), (iii) date on which corporation is provided a copy of a Schedule 13D indicating that any person or group has become the holder of 25% or more of the outstanding shares of the corporation, or (iv) a change in composition of the Board of Directors such that individuals who served on the Board one year prior to such change no longer constitute a majority of the directors
District of Columbia Stock Option Plan which provides for grant of Incentive Stock Options, Nonqualified Stock Options and Stock Appreciation Rights
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FAQ
What is the difference between restricted and unrestricted stock? Restricted stocks are unregistered shares the holder cannot transfer until certain conditions are met. In contrast, unrestricted stocks are not subject to such restrictions for ownership transferability.
Stock options are a form of compensation. Companies can grant them to employees, contractors, consultants and investors. These options, which are contracts, give an employee the right to buy, or exercise, a set number of shares of the company stock at a preset price, also known as the grant price.
When you're granted stock options, you have the option to purchase company stock at a specific price before a certain date. Whether you actually purchase the stock is entirely up to you. RSUs, on the other hand, grant you the stock itself once the vesting period is complete. You don't have to purchase it.
A stock grant provides the recipient with value?the corporate stock. By contrast, stock options only offer employees the opportunity to purchase something of value. They can acquire the corporate stock at a set price, but the employees receiving stock options still have to pay for those stocks if they want them.
The grant date for your ISO is the date you are awarded the options. The value of the shares on the grant date helps determine your exercise price. The vesting date is the first date your options become available.
Generally, ISO stock is awarded only to top management and highly-valued employees. ISOs also are called statutory or qualified stock options.
Stock Options are usually better for both employee and employer at an early stage company. For a later stage company, RSUs are usually better for both.
For example, if you're based in the US, you can offer ISOs to your domestic employees. However, as you cannot use an EOR to offer ISOs to foreign employees, you would need to offer an alternative, such as NSOs, RSUs, or VSOs.