A FEW REALITIES ……

 Pareto’s Principle

 High attrition

 Organizations striving for achieving competitive

advantage through its human resources

 Need for achievement and recognition

 NEED OF THE HOUR

 Offer something extra to the extraordinary

performers.

 Motivate & retain employees

 Talent Management

 Make employees a partner in the Company’s wealth

 ESOPs
EMPLOYEE STOCK OPTION PLANS
 MEANING
 Employee Stock Option Plan (ESOP) is an employee benefit
plan, which makes the employees owners of stock in that company.

 A stock option is a right but not an obligation given by the

Company to its employees to buy its shares

 The right of the employees is by way of an entitlement to

exercise his/her option & buy shares in the Company.

 It is a qualified, defined contribution plan that invests primarily

in the stock of the employer company.

 The basic aim of ESOPs is to enhance corporate performance on

a sustained basis.
VARIOUS TERMS USED IN ESOPs
 Employee Stock Option: it represent rights given by the
employer company to the employees to acquire its shares at a pre-
determined price after the end of a specified period and usually for
a certain period of time thereafter.

 Employee Share Purchase Schemes: represents those schemes

under which the employee is allotted shares at a pre-determined
price.

 Grant of an option: means giving an option to the employee to

acquire the shares of the company as per the terms of the scheme.
 Vesting Period: means that period of time after the grant of the
option during which the employee cannot exercise the option by
applying for the shares.

 Exercise period: means that period of time during which the

employee can exercise the option by making an application to the
company for allotment of shares.

 Lock-in-period: represents that period after the allotment of the

shares to the employee during which the employee cannot sell the
shares and casually also no create a charge on the shares.

 Staggered Options: represents a feature where by the options

are gradually granted over a period of time instead of the employee
being granted all the options at once.
 EXAMPLE

‘X’ is granted an option on 01-01-2001, if the

vesting period is 1 year, it would vest with ‘X’ on
01-01-2002, on vesting the option could be
exercised and ‘X’ may buy shares against the
Option at the pre-determined price
 EXAMPLE
Company XYZ has granted an employee, option to buy 100 shares
under a scheme which states ;

• Only 20 shares will vest after a period of 2 years

• So if the employee has to get the entire 100 shares, the period
would be 10 years.

When such a scheme is structured, a company has to keep in mind

the actual worth of its shares as if the share price is low then an
ESOP scheme with a long vesting period would not be attractive.
 Sweat Equity: is mostly offered to core promoters who have
conceived the project or idea. It is issued in larger chunks to
constitute substantial stake in the company.

 EBS - Employee Benefit Scheme: calculates the benefit to be

given to the employees on the basis of the value of shares of the
company. The actual shares are not handed over to the employees
& thus the employees have no right in participating in the
ownership of the company.

 Phantom Shares: This option plan is a cash bonus plan under

which the amount of the bonus is determined by reference to the
increase in value of the shares subject to the option. No shares are
actually issued or transferred.

 Employee Stock Ownership Plan: Here, the ownership of the

enterprise is turned in favor of the employees through stock
holding. It is aimed at ownership by employees & is aimed at all
the employees
 PROCESS

Identify the need to introduce ESOPs

Feasibility of offering ESOPs

Design structure for ESOPs

Work on the terms and conditions

Decide the eligibility criteria for the scheme

Communicate to the employees

Implementation of ESOPs
 FEASIBILITY STUDY

• Preliminary Appraisals

• Design Study

• Financial Analysis

• Repurchase Liability Study

 TYPICAL ESOP STRUCTURES

(1) Form a trust which would act as an administrator of the ESOP.

The company issues ESOP shares or warrants to the trust, which
then transfers them further to individual employees.

(2) Company issues shares or warrants directly to the employees

under the Guidelines of SEBI.
This structure though easy to operate does not provide an exit
route
 ELIGIBILITY CRITERIA

 Length of service
 Seniority
 Grades
 Responsibility handled
 Market value for specific skills
 Achievements & Potential
 Loyalty
 Performance appraisals
 Potential contribution of the employee
 HOW DO ESOPs WORK?
 No maximum limit up to which ESOPs can be issued to an
employee

 ESOP plan usually provides for eventualities like resignation,

termination and retrenchment

 The ESOP entitlement to the employees depends on the

objectives of the company for setting up the scheme

 In an era of free pricing, companies have the flexibility to

determine the exercise price of the options

 The said price at which the employee buys the option is usually
lower than the prevailing price of the share in the market.
 An option is said to vest in the employee when he/she
is given the right to apply for shares

 A company may also have a lock-in period for the

shares following the exercise of the option by the
employee.

 Thus, the shares allotted to the employee pursuant to an

ESOP cannot be transferred for a fixed number of years.
 USES
75% of the companies use ESOP’s for the following
purposes :

As an extra employee benefit plan.

 Used as a technique of corporate finance for purposes

like finance expansion, making an acquisition etc.

It is viewed as a long term incentive which seeks to

encourage loyalty.
 FROM HR PERSPECTIVE ……
 To retain talented employees
 To enable the employees to gain from the growing wealth &
valuation of the company.
 To infuse a sense of ownership in employees
 To retain employees or specific skills groups among employees in
the face of apprehended high turnover
 An ESOP ensures the employees' commitment to the company's
growth by making them part of the growth process.
 Since the benefits of ESOP are theoretically infinite, this acts as
an incentive for best of talents to give their best
 DEMERITS
 When ESOPs are exercised, it leads to a further issue of equity shares of the
company which means that the equity of the company is being diluted further
and has an adverse effect on the EPS (Earning Per Share).

 ESOPs are nothing but an alternative employee remuneration plan for

employees.

 The difference between market price and the option price is nothing but a
cost to the company and should be charged to the P&L account.

 If the company tanks, employees may end up burdened with worthless paper
in the form of sweat equity.

 On the contrary, when the company performs too well, and so the options
appreciate in value, there can be criticism that the employees have been
benefited the most.
 ESOPs AT INFOSYS
• When employees join they are offered say 100 shares at the current
price in the market which can be bought as and when needed and that
too at the same rate.

•Even after 2 yrs, the employees can buy the shares at the same rate.

• In the 1st year, employees can’t buy any shares, in the 2nd year
he/she can buy 30 shares and then in the 3rd year, he/she can buy the
remaining no.of shares.

• No. of shares allotted is fixed for employees at different levels for

Software engineers – 100 shares
Program Analysts – 250 shares

• Scheme stopped since October, 2003

 ESOPs – TAX IMPLICATIONS
 The government has made ESOPs taxable.

 Previously, stock options were taxed as a "perquisite" at the time

of exercise of the option by the employee.

 But since 2000-2001, ESOPs are taxable only at the time of

selling of stocks.

 At the time of sale of the security by the employee, the

difference between sale consideration and cost of acquisition
(defined as fair market value of these options) would be taxed as
"capital gain".

 Can ESOPs be Gifted ?

 AN EXAMPLE

IES CORPORATE HOUSE

MR. X MR. Y

ESOPS Sells @ 500/-

12/2/2006
12.2.2005 @ 100/
[Exercise Price]

Sale price Cost of Taxed as

12.2.2005 @ 200
[Market Value] acquisition Capital Gains
500/-
100/- i.e. Tax on
Rs. 400/-
 TAX IMPLICATION

Mr. X Mr. Y Mr. Z

Gifts Sells @ 800/-

12.2.05 12.2.06
Market Price Cost of acquisition
300/- Sale Price Fair market value
100/-
on the date of the gift

Taxed: 300 – 100 = 200/- Taxed: 800 – 300 = 500/-

 Can ESOPs be Gifted ?

The answer to this is, ‘Yes’. The employee who is entitled to the ESOP may
gift the options to any person. However, the donor will have to pay income
tax on the notional gains on the date of gift i.e. he will have to pay capital
gains tax on the difference between the fair market value of the gifted
shares / warrants on the date of gift and the option price, if it has already
been paid.
The done, if and when he actually sells the shares will have to pay capital
gains tax on the difference between the actual sale proceeds and the fair
market value on the date of gift.

The reason for having this provision is that, in the past, many employees
gifted the option shares / warrants to relatives / friends without paying any
tax. These friends / relatives sold the shares / warrants and either, gifted
back the sale proceeds to the employee, or in case of a close relative such as
spouse, let the money remain with the spouse.
 SUMMARY ……
• An option to buy the company’s share at a certain price
which could be the market price or some other price.
• To make an ESOP attractive, the option price is lower
than the market price.
• Option to acquire shares is generally exercisable over a
time period known as Vesting period (1-5 years ).
• The first options are exercisable generally after a year.
• ESOPs work as an incentive for retaining employees
since options lapse if the employee leaves employment
before the vesting period is over.
ESOP is not something
that is ‘free’
or some benefit
that is ‘immediate’