Employers often want to provide extra benefits or security to key employees amidst the uncertainty caused by a change of control. These arrangements are often referred to as “golden parachute payments” because they help key employees land safely in a sale, merger, change in management or other corporate transaction. Examples of change of control agreements include accelerated vesting and accelerated payments of nonqualified deferred compensation plan benefits or stock options. Some employers also offer stay bonuses to encourage employees to remain employed pending sale negotiations, or sale bonuses to incentivize and reward key employees for a sale of the company. Without careful planning, these arrangements can trigger costly tax penalties for both the employer and the employee. Benefits Constituting Parachute Payments Extra benefits payable to key employees will constitute parachute payments if such payments: (a) are made to a “disqualified individual;” (b) are compensation for past services; (c) are contingent on a change of control; and (d) equal or exceed three times an individual’s base amount. Base amount means the individual’s average annual compensation for the five tax years ending before the change of control date. If the individual was not employed by the company for five years, then the individual’s base amount is the average compensation over the number of years he was employed with certain rules for annualizing compensation for a partial year. Excess Parachute Payments Once...Read More
Author: Roberta Granadier
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