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At that point, the employee may either sell the stock, or hold on to it in the hope of further price appreciation or hedge the stock position with listed calls and puts.The employee may also hedge the employee stock options prior to exercise with exchange traded calls and puts and avoid forfeiture of a major part of the options value back to the company thereby reducing risks and delaying taxes.Regulators and economists have since specified that "employee stock options" is a label that refers to compensation contracts between an employer and an employee that carries some characteristics of financial options but are not in and of themselves options (that is they are "compensation contracts").As described in the AICPA's Financial Reporting Alert on this topic, for the employer who uses ESO contracts as compensation, the contracts amount to a "short" position in the employer's equity, unless the contract is tied to some other attribute of the employer's balance sheet.

the objective being to give employees an incentive to behave in ways that will boost the company's stock price.To the extent the employer's position can be modeled as a type of option, it is most often modeled as a "short position in a call." From the employee's point of view, the compensation contract provides a conditional right to buy the equity of the employer and when modeled as an option, the employee's perspective is that of a "long position in a call option." Employee Stock Options are non standard contracts with the employer whereby the employer has the liability of delivering a certain number of shares of the employer stock, when and if the employee stock options are exercised by the employee.Traditional employee stock options have structural problems, in that when exercised followed by an immediate sale of stock, the alignment between employee/shareholders is eliminated.Over the course of employment, a company generally issues ESOs to an employee which can be exercised at a particular price set on the grant day, generally the company's current stock price.Depending on the vesting schedule and the maturity of the options, the employee may elect to exercise the options at some point, obligating the company to sell the employee its stock at whatever stock price was used as the exercise price.Most top executives hold their ESOs until near expiration, thereby minimizing the penalties of early exercise.Employee stock options are non-standardized calls that are issued as a private contract between the employer and employee.One misunderstanding is that the expense is at the fair value of the options. The expense is indeed based on the fair value of the options but that fair value measure does not follow the fair value rules for other items which are governed by a separate set of rules under ASC Topic 820.In addition the fair value measure must be modified for forfeiture estimates and may be modified for other factors such as liquidity before expensing can occur.Early exercises also have substantial penalties to the exercising employee.Those penalties are a) part of the "fair value" of the options, called "time value" is forfeited back to the company and b) an early tax liability occurs.


  1. Revised 2004, Share-Based Payment SFAS 123R, to expense stock. likely to have backdated stock option grants “Dig- ging Up Dinosaur Bones II” 2006. Backdating, described by some as the broadest corporate scan- dal in decades and the. the adoption of SFAS 123R, which became manda- tory beginning with.

  2. EXECUTIVE SUMMARY Since FASB Statement no. 123R began requiring companies to recognize an expense equal to the grant-date fair value of options awarded as compensation, there has been a significant change in share-based payments to employees. Companies are taking a fresh look at the alternatives.

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