Are you concerned with tax planning and your stock-based compensation?
Ciuni & Panichi’s group of seasoned tax planning experts can help answer all your questions.
If you’re an executive or other key employee, you might be compensated with more than just salary, fringe benefits, and bonuses. You might also be awarded stock-based compensation, such as restricted stock or stock options. Another form that’s becoming more common is restricted stock units (RSUs).
RSUs are contractual rights to receive stock (or its cash value) after the award has vested. Unlike restricted stock, RSUs aren’t eligible for the Section 83(b) election that can allow ordinary income to be converted into capital gains.
But, RSUs do offer a limited ability to defer income tax. Unlike restricted stock, which becomes taxable immediately upon vesting, RSUs aren’t taxable until the employee actually receives the stock.
So, instead of having the stock delivered immediately upon vesting, you may want to arrange with your employer to delay delivery. This will defer income tax and may allow you to reduce or avoid exposure to the additional 0.9% Medicare tax (because the RSUs are treated as FICA income). There are, however, other considerations. Any income deferral must satisfy the strict requirements of Internal Revenue Code (IRC) Section 409A.
If RSUs — or other types of stock-based awards — are part of your compensation package, please contact us. Careful tax planning is critical. Contact Jim Komos at 216.831.7171 or jkomos@cp-advisors.com.
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