18-200A 18-200A . . . Restricted Stock Plan under which (a) Compensation Committee determines those employees of corporation and subsidiaries who are eligible to receive awards of Restricted Shares, (b) Restricted Shares are forfeitable and nontransferable for specified period of time, (c) transfer restrictions remain in place until earliest of (i) later of either employee's termination of employment or lapse of forfeiture restrictions, (ii) change in control with respect to corporation, or (iii) termination of Plan. Restricted Shares are subject to compete forfeiture until earliest to occur of (i) later of either employee's attainment of age 55 or fifth anniversary of May 31st immediately preceding date on which Restricted Shares were awarded, (ii) retirement of employee on or after attainment of age 65, or (iii) change in control with respect to corporation
Vermont Restricted Stock Plan of RPM, Inc.
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How to fill out Restricted Stock Plan Of RPM, Inc.?
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FAQ
Yes, you will owe taxes when you sell your shares, but you shouldn't let the tax tail wag the investment dog. With RSUs, you will owe taxes the day they vest anyway. With ESPP shares, you will owe taxes on the discount regardless and if you have a gain, it will be taxed at the more favorable capital gains rate.
A restricted stock unit (RSU) is a form of equity compensation that companies issue to employees. An RSU is a promise from your employer to give you shares of the company's stock (or the cash equivalent) on a future date?as soon as you meet certain conditions.
RSUs compensation is taxed at your ordinary-income tax rate. If you choose to hold your shares after they vest, any gain (or loss) is taxed as a capital gain (or loss).
Long-term capital gains rates are likely the lowest tax on your company shares. In order to minimize your RSU taxes as much as possible, it's typically advisable to hold your shares for at least one year after the exercise date to qualify for long-term capital gains taxes.
Once vested, RSUs shift from a future promise to the owned property of the recipient. This ?property? most often comes in shares of company stock, but RSUs may also be paid out via cash compensation. Your plan document should tell you more about exactly how your RSUs are set up.
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.
With restricted stock and restricted stock units, upon job termination you almost always forfeit whatever stock has not vested. Exceptions can occur, depending on the vesting terms of your employment agreement or stock plan, such as special provisions for disability, retirement, or an acquisition.
With restricted stock and RSUs, you almost always forfeit whatever stock has not vested at the time of your termination, unless your grant specifies another treatment or the company decides to continue or accelerate vesting.
