Jeremy Goldstein gives the Low-down on Knock-out Options

Jeremy Goldstein is a business lawyer currently working out of New York. As a partner at his own law firm, Jeremy Goldstein & Associates, Goldstein assists his corporate clientele in a variety of issues pertaining from business to more personal matters. Goldstein also worked with other law firms in New York City.


Jeremy Goldstein has accomplished many deals with his expertise in M&A(mergers & acquisitions.) When companies such as AT&T, Sears, J.P. Morgan Chase, and Verizon need advice on acquiring their competitors, they consult with Jeremy Goldstein. Goldstein’s expertise has also resulted in him serving on the Mergers & Acquisitions Subcommittee for the American Bar Association.


In addition to his business and serving for the American Bar Association, Goldstein enjoys to provide free advice in the form of articles for readers to take advantage of. Recently he shared his thoughts on stock options and a new stock offering plan called knock out options.


Everyone knows that few companies still offer stock options to employees. Something that used to be common practice has fizzled out into near nonexistence in recent years. A lot of companies ended the practice simply to save money; other companies had much more complex reasons. Jeremy Goldstein explained to all companies why they should think about whether or not to offer stock options once again.


There are a variety of pros to offering stock options to employees. The pros even outweigh the cons if a company is methodical and well-focused enough to plan stock options correctly.


The most obvious advantage of offering stock options as bonus pay for employees is tax breaks. If you were to give an employee a sizable bonus, that money would have to be reported to the IRS. This is not the case with stock options. An employee who is paid with stock options has part ownership of the company. They are the ones who decide when to cash out, and they will have to pay the taxes on that money.


Stock options can also increase morale on a company wide scale. Employees become personally invested in the company when they purchase stocks. This leads to greater output at work and a real interest in seeing the company do better. A company that is experiencing growth and offers stock options will see an apparent increase in employee productivity.


Jeremy Goldstein particularly recommends companies to take a look at knock-out options. This new stock option plan intends to create another advantage: keeping current investors happy. Major investors may not be thrilled about giving stock away for free; knock out options limit the amount of time an employee is invested. Knock out stocks are a bit of a gamble, but they can result in happier employees if your company sees consistent growth. Learn more:

The alternate alternative by Jeremy Goldstein

There has been a constant debate in the corporate world on the use of Earnings per Share (EPS) as a form of incentive as well as the use of performance-based pay programs. Different personnel differ in the benefits and mishaps of these incentive methods.


The antagonists suggest that EPS within a corporation can lead to favoritism of the heads of the companies like the CEOs. They argue that EPS provides company presidents and Administrators of enterprises with immense influence over whether or not metrics are being met, manipulating precise results. What this means is that those at top ranks in an establishment could be manipulating metric results to increase the sale of shares which is unlawful and misrepresentative. However, those in support of this form on incentive argue that EPS has an enormous drive on the stock price and that it provides for the company to be able to pay their employees better hence increasing the quality of their services.


Others argue that these types of metrics are only interested in the short term profitability and in no way do they support the company’s corporate growth. Performance driven pay sequencers are also carped for being undependable and over changing. It is in these situations that the companies turn to their go-to attorney Jeremy Goldstein who always offers the better alternative. I this case, Jeremy Goldstein suggests that instead of entirely doing away with these programs, enterprises should find a way to hold their executives accountable and ensuring that they match their programs with their long-term company goals, sustainable growth and also the growth of their share value.


Jeremy Goldstein is a lawyer partnering at the Jeremy L. Goldstein and Associates LLC. This is a law firm that works on guiding reimbursement boards, presidents, administration teams and organizations in executive reimbursement ad supremacy problems. Jeremy Goldstein is also a leader of the Mergers and acquisitions subcommittee. Jeremy is also known for the work he has written on the topics of compensation and governance.


Before founding this firm, Jeremy Goldstein worked as a partner at the Law Firm of New York and has been part of a number of the prevalent commercial dealings in the recent decade. All these years of experience in addition to his J.D from the Law school at the University of New York, Chicago University M.A and B.A from Cornel University make him just the right person for corporations to go to for corporate advice. Learn more: