Jeremy Goldstein and his Advice for Employers

Written by on April 6, 2018

Company owner Jeremy Goldstein is one of the founders of the Jeremy L. Goldstein and Associated LLC which is a law firm based in New York City. He is working as Partner on the firm. The company specializes in serving executives, large corporate teams, and, management teams and other high-profile clients. The boutique law firm assists with executive compensation, advisory services, and much more.

Mr. Jeremy Goldstein also writes articles on various topics in the field of business, finance, and law. In one of his latest works, Mr. Jeremy Goldstein discusses the popular dilemma among employers which is stock options. They are a way to compensate employees additionally at work for their achievements. In the business world, stock options have been used for several years, but lately, employers have been on the fence if stock options are useful or not. One of the most common reasons for employers to not use them as a compensation method has been the additional accounting work that stock options create.

On the other side of the spectrum is Mr. Jeremy Goldstein who believes that stock options are just about the most useful additional compensation method. According to Mr. Jeremy Goldstein, stock options have many advantages such as their simplicity that allows even employees with no experience or prior knowledge on the subject to become versed in stock options faster.

There is also a huge benefit for employers in using stock options for compensations. It can all be summarized in that the value of the stock options increases as long as the share value of the company is rising as well. That creates a sort of incentives for employees to achieve a higher productivity rate and bring of the share value of the company higher in order to increase the value of their own stock options.

In order for employers to enjoy such a benefit, Mr. Jeremy Goldstein suggests enacting knockout options. By eliminating the stock options value if the share value of the company drops below a certain threshold, employers can make sure that employees will receive that extra incentive to maintain a level of productivity in the very least. From then on, those knockout options may rise depending on the company. Employees will also have a tangible way to track productivity and work towards a goal with a faster reward rate.

In conclusion, Mr. Jeremy Goldstein provided employers with several points about knockout options. He advised employers to discuss the matter with their employes before introducing knockout options to the compensation strategy. That creates a more healthy start to it and sets the company and employees up for a more open and transparent environment and discussion on the topic of additional compensation. Learn more: https://www.visualcv.com/jeremygoldstein

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