In this article we’re going to discuss a third type of stock-based compensation: RSUs, or restricted stock units. While RSUs are a form of stock-based compensation

ECP provides funding to people like you to help cover the costs associated with exercising stock options. Whether you’re a current or former employee at a high-quality venture backed

This post is the first part of a of a 3 part series on managing the risk of your stock options at different points in your employment cycle

The “non-qualifying” aspect of the NSO refers to the fact that the stock option award does not qualify for favorable tax treatment by the IRS, this is in contrast to the ISO award which is

The Incentive Stock Option (ISO) grant is classified by the IRS as eligible for special tax treatment. This enables holders to pay taxes only once - at the point of sale - as opposed to twice

The major difference between ISOs and NSOs is how each type of option is taxed, both at the point of exercise and the point of sale of the stock. Let’s start with NSOs. NSOs do not qualify

The alternative minimum tax is a parallel tax code that was originally conceived in order to prevent high income individuals from paying almost zero taxes by utilizing certain deductions

In order to exercise your options, you must be able to pay your exercise price per share, which was the price agreed upon at the initiation date of your contract. Along with this, you may also

Vesting is the manner in which an employee is able to earn an asset. In this case, the asset is the underlying common stock outlined in the grant. The idea behind vesting is that an

Early exercise may be beneficial for the employee for both types of options, ISOs and NSOs. For ISOs, early exercise can help the holder qualify for the favorable tax treatment that ISOs