How to Use Restricted Stock Units to Fund Financial Planning Goals

Employees who receive Restricted Stock Units (RSUs) as part of their compensation will have a number of things to consider. Tax implications, financial planning...

Restricted stock units are often considered the most straightforward type of equity compensation. Unlike other ways that employees can receive shares of company stock, restricted stock units (or RSUs) often have a largely automated process for granting, vesting, and taxation. Once vested and settled, the fair market value of the RSUs is taxed and the...

Restricted stock units (RSUs) might seem relatively easy to manage once they vest, especially when compared to the potential complexity of vested non-qualified and incentive stock options. RSUs look straightforward because your options can seem limited, meaning you have fewer decisions to make. But the truth is, you may have several choices around the actions to take next, including how to pay the requisite tax due or if you should retain shares after vesting. Deciding...

Restricted stock units, or RSUs, are often used as part of a compensation package for a key employee. Employers may offer restricted stock units in place of providing cash directly through a pay bump or raise. If you have restricted stock units, you have a right to receive shares of stock (or the cash equivalent for those shares) after you’ve satisfied specific conditions detailed by your employer. Those conditions are usually tied to continued employment...