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In summary, RSUs in public companies offer more immediate liquidity, allowing employees to sell their shares as soon as they vest. On the other hand, private company RSUs involve waiting for specific events or finding a willing buyer to access the value of the shares.
RSUs are a type of restricted stock (which may also be known as ?letter stock? or ?restricted securities?). Restricted stock is company stock that cannot be fully transferable until certain restrictions have been met. These can be performance or timing restrictions, similar to restrictions for options.
Long-term incentives are earned based on the achievement of goals over a longer period of time. The goals may be based on stock price or business performance. It's important to take a holistic approach to compensation ? if it's short- or long-term, cash vs.
LTI are typically granted with what is known as a vesting period. What this means is that grantees are conditionally granted equity, but they do not actually own it until the vesting period expires.
Stock options are another type of LTIP. After a set length of employment, workers may be able to purchase company stock at a discount while the employer pays the balance. The worker's seniority in the organization increases with the percentage of shares owned.
A company can choose to grant equity based on a predefined value on the grant date or predefined number of shares (the former is more popular). Unlike an appreciation-based award, a restricted stock will still have value upon vesting even if the per-stock value decreases.
Some investors opt to sell their RSUs right away, before they have an opportunity to gain or lose value. It is a savvy way to minimize these capital gains taxes and avoid RSUs being taxed twice.
Through LTIPs, a new long-term incentive can be granted to an employee every year, rather than a one-time incentive, similar to a holiday bonus.