Employee Stock Ownership Plans (ESOPs) have been around for many years. Unfortunately, they remain one of the most misunderstood financial tools available to closely held business owners and their advisors. ESOPs provide a very powerful and flexible mechanism for planning a company’s internal perpetuation. The special tax benefits they provide are attractive to the selling shareholders, employees and the company. Often company owners would prefer to sell their business to certain key employees/management. However, these key employees typically lack adequate personal financial resources to buy the company at a fair value. In some cases these key employees of the company would most likely fare better with a sale to an ESOP than if the company were sold to a competitor. With an ESOP in place, key employees can continue to grow the business and be rewarded with allocations of company stock in their own ESOP accounts. Often an additional incentive outside the ESOP is also provided to these key employees in the form of stock, stock options or stock appreciation rights (SARs). Furthermore, because ESOPs make all eligible employees beneficial owners of the company’s stock, these companies can experience increased productivity driven by employees who are highly motivated by sharing in the resulting stock value increase.
This document discusses ESOP buyouts as an option for business succession planning. An ESOP buyout allows a business owner to sell their shares to an Employee Stock Ownership Plan, avoiding significant capital gains taxes. Setting up an ESOP requires establishing an employee retirement plan that borrows funds to purchase company stock. This enables owners to sell all or part of the business and diversify their holdings while providing employees ownership stakes.
The document provides information about Employee Stock Ownership Plans (ESOPs), including:
- ESOPs allow employees to acquire shares in the company they work for over time at a predetermined price.
- ESOPs can benefit startups by aligning employee and founder interests and improving company performance and finances.
- The document discusses the history, purpose, implementation process, taxation, and case studies of ESOPs to demonstrate their benefits for employee motivation, retention, and company productivity.
An employee stock option plan (ESOP) allows employees to purchase company shares at a predetermined price, as compensation and motivation. Employees must wait a vesting period before exercising their option. ESOP objectives include retention, compensation, ownership culture, and performance improvement. Coverage differs between industries, with IT companies offering ESOPs to more employees. Shares can be allotted directly or through a trust. Benefits include recruitment, tax savings, and alignment. Limitations include undiversified risk, share dilution, and cash requirements for retiring employees. Infosys and Airtel pioneered successful ESOP programs in India.
Employee stock option plans (ESOPs) are becoming increasingly popular retention programs in India. A survey found that 63% of companies have or plan to have an ESOP within 12 months. ESOPs allow employees to purchase company shares at a predetermined price in the future. They motivate employees and improve performance and retention. Common ESOP structures give senior management more allocation than middle or junior levels. ESOPs can create wealth for employees if the share price increases between grant and exercise dates. Regulations require shareholder approval and minimum vesting periods for ESOPs.
IRS Issues Post Windsor Cafeteria Plan GuidanceSES Advisors
As a result of the Windsor decision same gender marriages are recognized for Federal tax purposes if the couple is married in states that recognize same gender marriages regardless of where the couple may be domiciled (see ErisaALERT 2013-04). The IRS has issued Notice 2014-1 providing additional guidance relating to the impact of the Windsor decision on same gender marriages.
The document provides guidance on ESOP tax reporting requirements, including filing Forms 1099-R and 945. It summarizes that Form 1099-R is used to report distributions to participants and must include details like the recipient's SSN, distribution amounts, and distribution codes. Form 945 reports federal tax withheld on non-payroll payments and distributions. The forms have filing deadlines of January 31st and February 28th, respectively. Taxpayers must take care to follow deposit schedules and use consistent TINs to avoid penalties for non-compliance.
When Nannu Nobis started Nobis Engineering in 1988, he wanted a company with an open and effective culture. Although many of the programs, policies, and procedures the company created then still exist today, the ownership culture at Nobis, like the company itself, has grown and developed.
This document discusses ESOP buyouts as an option for business succession planning. An ESOP buyout allows a business owner to sell their shares to an Employee Stock Ownership Plan, avoiding significant capital gains taxes. Setting up an ESOP requires establishing an employee retirement plan that borrows funds to purchase company stock. This enables owners to sell all or part of the business and diversify their holdings while providing employees ownership stakes.
The document provides information about Employee Stock Ownership Plans (ESOPs), including:
- ESOPs allow employees to acquire shares in the company they work for over time at a predetermined price.
- ESOPs can benefit startups by aligning employee and founder interests and improving company performance and finances.
- The document discusses the history, purpose, implementation process, taxation, and case studies of ESOPs to demonstrate their benefits for employee motivation, retention, and company productivity.
An employee stock option plan (ESOP) allows employees to purchase company shares at a predetermined price, as compensation and motivation. Employees must wait a vesting period before exercising their option. ESOP objectives include retention, compensation, ownership culture, and performance improvement. Coverage differs between industries, with IT companies offering ESOPs to more employees. Shares can be allotted directly or through a trust. Benefits include recruitment, tax savings, and alignment. Limitations include undiversified risk, share dilution, and cash requirements for retiring employees. Infosys and Airtel pioneered successful ESOP programs in India.
Employee stock option plans (ESOPs) are becoming increasingly popular retention programs in India. A survey found that 63% of companies have or plan to have an ESOP within 12 months. ESOPs allow employees to purchase company shares at a predetermined price in the future. They motivate employees and improve performance and retention. Common ESOP structures give senior management more allocation than middle or junior levels. ESOPs can create wealth for employees if the share price increases between grant and exercise dates. Regulations require shareholder approval and minimum vesting periods for ESOPs.
IRS Issues Post Windsor Cafeteria Plan GuidanceSES Advisors
As a result of the Windsor decision same gender marriages are recognized for Federal tax purposes if the couple is married in states that recognize same gender marriages regardless of where the couple may be domiciled (see ErisaALERT 2013-04). The IRS has issued Notice 2014-1 providing additional guidance relating to the impact of the Windsor decision on same gender marriages.
The document provides guidance on ESOP tax reporting requirements, including filing Forms 1099-R and 945. It summarizes that Form 1099-R is used to report distributions to participants and must include details like the recipient's SSN, distribution amounts, and distribution codes. Form 945 reports federal tax withheld on non-payroll payments and distributions. The forms have filing deadlines of January 31st and February 28th, respectively. Taxpayers must take care to follow deposit schedules and use consistent TINs to avoid penalties for non-compliance.
When Nannu Nobis started Nobis Engineering in 1988, he wanted a company with an open and effective culture. Although many of the programs, policies, and procedures the company created then still exist today, the ownership culture at Nobis, like the company itself, has grown and developed.
Steve Magowan addresses the proposed change in taxation of options of S Corps with ESOPs and the possible far reaching ramifications of the legislation. Rob Edwards reviews 409a and the extension of transition relief for deferred compensation plans.
Jane Rogers addresses how to locate missing participants and Steven Greenapple explains the various fiduciary issues raised when selling an ESOP company.
In this issue, Meg Shrum addresses financing in today's challenging lending market, Brian Wurpts discusses partial plan terminations, and Rob Edwards provides a timely reminder about the upcoming 409A deferred compensation compliance deadline.
Brian Wurpts explains the Employee Plans Compliance Resolution System (EPCRS) in his article "Operational Failures & Forgiveness." Mychelle Holloway discusses "What's New in ESOP Administration" for 2009.
Brian Wurpts discusses how an ESOP company's funding decisions can alleviate or exacerbate the "Have/Have Not" problem and ESOP sustainability concerns. Steve Magowan explains how to avail yourself of the protective provisions of IRS Notice 2010-6 for nonqualified deferred compensation plans.
Mary Beth Gray provides a "how to" of the issues you need to consider when creating a distribution policy, and what is or is not permitted by the IRS. Tabitha Croscut discusses diversification language in plans and what the IRS decided was the definition of a "qualified participant."
Diane Fanelli discusses rebalancing as an option for ESOPs. Barbara Krumbhaar details all you need to know about plan record retention including what documents should be kept, for how long and by whom. Steven Greenapple answers a frequently asked client question about whether a pass-through vote is needed for an ESOP company stock sale.
Diane Fanelli follows up her last article on rebalancing with a summary of reshuffling. Brian Wurpts discusses the basics of distributions, then presents some options for funding benefit distributions and the implications of benefit funding decisions on repurchase obligation.
The document summarizes new IRS forms and procedures related to ESOP administration and reporting. Form 8955-SSA must now be filed separately from Form 5500 to report participant data to the Social Security Administration. Failure to file can result in penalties of $1 per unreported participant per day. Form 5558 has been updated to specifically include extensions for Form 8955-SSA in addition to Form 5500. Third parties may sign extension requests unless power of attorney has been granted. The changes aim to improve reporting accuracy and compliance.
Client Alert: August 2012
Alice Simons discusses the primary objectives of the ESOP advocacy efforts in Congress and explains how you can schedule and prepare for a visit with your member of Congress. Brian Wurpts discusses strategies for mature ESOP companies to utilize their excess capital, with a focus on the option of distributing plan assets to participants.
Client Alert: December 2012 - 25th Anniversary IssueSES Advisors
This document summarizes an interview with Jim Steiker, the Chairman, CEO, and Founder of SES Advisors and Steiker, Fischer, Edwards & Greenapple law firm, on the occasion of their 25th anniversary of creating employee ownership through ESOPs. Steiker discusses how he got started in the ESOP business through an internship during law school, and how he went on to co-found Praxis and later SES Advisors and SFE&G law firm. Over the years the firms have experienced significant growth, nearly doubling revenues within two years at one point. Going forward, Steiker expresses optimism that the firms will continue their focus on employee ownership and be around for at least another 25 years
In this issue, new SFE&G partner Theresa Borzelli and guest co-author Mary B. Anderson of ERISAdiagnostics Inc. discuss the timely issue of shared responsibility regarding health coverage (Pay or Play). Mychelle Holloway explains why your record keeper requests certain information from the plan sponsor. Also read about SES' recent promotions and new hires
This document summarizes key aspects of ensuring ESOP sustainability. It discusses how ESOP assets have grown significantly since 1999 due to changes in tax law. It identifies 5 characteristics of sustainable ESOP companies, including developing a repurchase obligation funding plan. It also discusses repurchase studies, stock appraisal methods, integrating appraisal methodology with repurchase forecasts and funding decisions, and applying these concepts if a repurchase obligation is unsustainable. The overall summary is that ESOP sustainability requires sufficient financial resources and planning to meet future repurchase obligations.
Published 2004 in the Journal of Employee Ownership Law and Finance
Co-authored by Jim Steiker, this article reviews the legal standards that govern ESOP committees.
Published March 2011 in The ESOP Association’s ESOP Report
Rob Edwards addresses Stock Drop Case updates and the IRS Notice clarifying the meaning of “Readily Tradable” employer securities.
Published September 2012 in The ESOP Association's ESOP Report
Steve Greenapple addresses breach of fiduciary duty and federal common law fraud by participants who transferred their 401(k) account balances to an ESOP, against the sponsor of the Plans, fiduciaries of the Plans and the ESOP's financial advisor.
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Unlock the full potential of your web projects with our expert PHP development solutions. From robust backend systems to dynamic front-end interfaces, we deliver scalable, secure, and high-performance applications tailored to your needs. Trust our skilled team to transform your ideas into reality with custom PHP programming, ensuring seamless functionality and a superior user experience.
Steve Magowan addresses the proposed change in taxation of options of S Corps with ESOPs and the possible far reaching ramifications of the legislation. Rob Edwards reviews 409a and the extension of transition relief for deferred compensation plans.
Jane Rogers addresses how to locate missing participants and Steven Greenapple explains the various fiduciary issues raised when selling an ESOP company.
In this issue, Meg Shrum addresses financing in today's challenging lending market, Brian Wurpts discusses partial plan terminations, and Rob Edwards provides a timely reminder about the upcoming 409A deferred compensation compliance deadline.
Brian Wurpts explains the Employee Plans Compliance Resolution System (EPCRS) in his article "Operational Failures & Forgiveness." Mychelle Holloway discusses "What's New in ESOP Administration" for 2009.
Brian Wurpts discusses how an ESOP company's funding decisions can alleviate or exacerbate the "Have/Have Not" problem and ESOP sustainability concerns. Steve Magowan explains how to avail yourself of the protective provisions of IRS Notice 2010-6 for nonqualified deferred compensation plans.
Mary Beth Gray provides a "how to" of the issues you need to consider when creating a distribution policy, and what is or is not permitted by the IRS. Tabitha Croscut discusses diversification language in plans and what the IRS decided was the definition of a "qualified participant."
Diane Fanelli discusses rebalancing as an option for ESOPs. Barbara Krumbhaar details all you need to know about plan record retention including what documents should be kept, for how long and by whom. Steven Greenapple answers a frequently asked client question about whether a pass-through vote is needed for an ESOP company stock sale.
Diane Fanelli follows up her last article on rebalancing with a summary of reshuffling. Brian Wurpts discusses the basics of distributions, then presents some options for funding benefit distributions and the implications of benefit funding decisions on repurchase obligation.
The document summarizes new IRS forms and procedures related to ESOP administration and reporting. Form 8955-SSA must now be filed separately from Form 5500 to report participant data to the Social Security Administration. Failure to file can result in penalties of $1 per unreported participant per day. Form 5558 has been updated to specifically include extensions for Form 8955-SSA in addition to Form 5500. Third parties may sign extension requests unless power of attorney has been granted. The changes aim to improve reporting accuracy and compliance.
Client Alert: August 2012
Alice Simons discusses the primary objectives of the ESOP advocacy efforts in Congress and explains how you can schedule and prepare for a visit with your member of Congress. Brian Wurpts discusses strategies for mature ESOP companies to utilize their excess capital, with a focus on the option of distributing plan assets to participants.
Client Alert: December 2012 - 25th Anniversary IssueSES Advisors
This document summarizes an interview with Jim Steiker, the Chairman, CEO, and Founder of SES Advisors and Steiker, Fischer, Edwards & Greenapple law firm, on the occasion of their 25th anniversary of creating employee ownership through ESOPs. Steiker discusses how he got started in the ESOP business through an internship during law school, and how he went on to co-found Praxis and later SES Advisors and SFE&G law firm. Over the years the firms have experienced significant growth, nearly doubling revenues within two years at one point. Going forward, Steiker expresses optimism that the firms will continue their focus on employee ownership and be around for at least another 25 years
In this issue, new SFE&G partner Theresa Borzelli and guest co-author Mary B. Anderson of ERISAdiagnostics Inc. discuss the timely issue of shared responsibility regarding health coverage (Pay or Play). Mychelle Holloway explains why your record keeper requests certain information from the plan sponsor. Also read about SES' recent promotions and new hires
This document summarizes key aspects of ensuring ESOP sustainability. It discusses how ESOP assets have grown significantly since 1999 due to changes in tax law. It identifies 5 characteristics of sustainable ESOP companies, including developing a repurchase obligation funding plan. It also discusses repurchase studies, stock appraisal methods, integrating appraisal methodology with repurchase forecasts and funding decisions, and applying these concepts if a repurchase obligation is unsustainable. The overall summary is that ESOP sustainability requires sufficient financial resources and planning to meet future repurchase obligations.
Published 2004 in the Journal of Employee Ownership Law and Finance
Co-authored by Jim Steiker, this article reviews the legal standards that govern ESOP committees.
Published March 2011 in The ESOP Association’s ESOP Report
Rob Edwards addresses Stock Drop Case updates and the IRS Notice clarifying the meaning of “Readily Tradable” employer securities.
Published September 2012 in The ESOP Association's ESOP Report
Steve Greenapple addresses breach of fiduciary duty and federal common law fraud by participants who transferred their 401(k) account balances to an ESOP, against the sponsor of the Plans, fiduciaries of the Plans and the ESOP's financial advisor.
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2. EMPLOYEE STOCK OWNERSHIP PLANS (ESOPs):
A BUSINESS SUCCESSION PLANNING TOOL WORTH CONSIDERING
By:
Chuck Coyne, ASA – Empire Valuation Consultants, LLC
Tabitha Croscut, Esq. – Steiker, Fischer, Edwards & Greenapple, P.C.
WHAT IS AN ESOP?
An ESOP is a powerful business succession plan. It provides a means for a business
owner to transfer ownership of a company to his or her employees while still
retaining some control and value in the business.
ESOPs offer significant financial and tax advantages to all involved parties, and are
governed by the Employee Retirement Income Security Act of 1974 (ERISA) and the
Internal Revenue Code to ensure the protection of retirement funds and compliance
of all participants.
WHY CONSIDER AN ESOP?
•
It provides a powerful, flexible mechanism for planning a company’s future.
•
Departing owners can sell their shares in the company to the ESOP.
•
ESOPs offer special tax benefits to selling shareholders, employees, and the
company as a whole.
•
When key employees seek to buy the company but lack sufficient financial
resources, ESOPs enable them to attain shared ownership.
•
All eligible employees become beneficial owners of the company’s stock, which is
highly motivating. The business often thrives under the ESOP because the
company’s profitability directly affects the employees.
•
ESOPs provide a reasonable strategy for passing on a family business when the
family is no longer involved.
3. HOW ESOPs WORK:
A MAGNIFICENT SEVEN STEP-BY-STEP OVERVIEW
1. The company sets up an ESOP trust to hold annual contributions. This trust
must be qualified under the Internal Revenue Code.
2. The company contributes new shares of its own stock or cash to buy existing
shares into the trust. These contributions are tax-deductible.
3. The shares held or purchased by the ESOP trust must be valued by an
independent appraiser to determine their fair market value.
4. Shares are allocated to individual employee accounts annually based on
earnings, seniority, or other measurements.
5. Employees become beneficial owners of the company stock and must be fully
vested in three to six years. (See Below, “HOW DOES THE EMPLOYEE
ALLOCATION WORK?”)
6. ESOPs must be operated for the exclusive benefit of the plan participants.
7. Annual updated share valuations are required for plan administration
purposes.
LEVERAGED ESOPs
One way companies can finance an ESOP is to borrow from an outside lender.
4. HOW DOES THE EMPLOYEE ALLOCATION WORK?
As the ESOP’s internal loan is repaid, the shares are released from the ESOP’s
Trust-held suspense account and allocated to individual participant accounts.
Allocations in the ESOP are generally allocated to participant accounts based on a
ratio of their individual salary to the total of all eligible plan participants’ salaries.
There are limits on the amount of contributions that can be made to the ESOP.
WHAT ABOUT VESTING?
As employee-participants continue to work at the company they vest in the shares
that are allocated to their individual ESOP accounts. “Vesting” refers to the period
during which employees must work before they achieve full, irrevocable entitlement
to their benefits. Employees must be 100% vested within three to six years using
one of the following methods:
•
Cliff Vesting provides for 100% vesting after three years.
•
Gradual Vesting affords 20% vesting per year beginning in year two.
TAX DEDUCTIBILITY OF LOAN PAYMENTS
One of the most beneficial and unique aspects of using an ESOP for the purchase of
company stock is the pre-tax payment of the financing. That is, both the principal
and interest paid by the sponsoring company are tax-deductible.
In general, companies can deduct up to 25% of eligible payroll contributed to their
defined contribution plans, which include: ESOPs; 401(k) plans; profit sharing
plans; and stock bonus plans. This is a combined limit that aggregates all these
plans.
5. C
CORPORATION VS S CORPORATION
There are different annual tax-deductible contribution limits depending on a
company’s tax status, namely whether it is an S or C Corporation.
C Corporation Policies
•
Leveraged ESOPs in a C corporation are allowed a separate 25% contribution
level to repay the principal on an ESOP loan.
•
As with any corporate loan, interest expense is fully deductible and does not
count towards this 25% contribution limit.
•
Reasonable levels of cash dividends paid on ESOP stock used to repay the loan
or passed-through to participants are also fully tax-deductible.
6. S Corporation Policies
•
S corporations pay no federal income taxes on the earnings that flow through to
the ESOP (and most State income taxes mirror this). This explains why there are
far more ESOP-owned S Corporations around today!
•
There is a 25% limit on tax-deductible company contributions which applies to
the combination of principal and interest paid on the ESOP loan (whether the
ESOP is leveraged or not).
•
Aggregate contributions to 401(k)s and other defined contribution plans will
count towards this limit as will the interest paid on the ESOP loan.
•
Distributions on shares in the S corporation paid to the ESOP can be used to
repay an ESOP loan without limit. This is the case for both allocated and
unallocated shares in the ESOP Trust, and results in significant tax savings.
•
For example,, applying a 35% combined federal and state tax rate to an ESOP
purchase of $2 million of shares, the company realizes a tax savings of
$700,000, or 35% of $2 million. As they are benefit plan expenses, these costs
are all tax deductible.
C CORPORATIONS CAN DEFER TAXATION USING THE
SECTION 1042 “ROLLOVER”
Under Section 1042 of the Internal Revenue Code, the owner of closely held C
corporation stock can defer the capital gains tax on stock sold to an ESOP. This
capital gains tax deferral benefit has become particularly advantageous this year.
Starting in 2013, various changes in our tax laws could increase the maximum
federal income tax for long-term capital gains by as much as 66.6%.
In terms of tax savings, this means that if the shareholder(s) of the company sold $2
million worth of stock to a newly formed or existing ESOP in 2013, they could defer
$500,000 of capital gains tax under the Section 1042 Rollover clause. In addition,
7. many States that impose their own capital gains tax will be eligible for additional
deferment under Code Section 1042.
Another significant advantage of the 1042 Rollover involves estate planning. It is
possible to avoid the recognition of capital gains forever if a seller holds the
qualified replacement property acquired in the 1042 Rollover until death. In such
cases, the qualified replacement property is passed to the decedent’s estate on a
stepped-up tax basis. This can effectively eliminate the original deferred capital
gains tax on the company stock sold to the ESOP.
WHAT ABOUT S CORPORATIONS AND DEFERRED
TAXATION?
The Section 1042 Rollover is not available for S corporation ESOPs, but there’s an
easy fix. The company can revoke its S corporation status to become a C
corporation without delay. There is no required length of time during which a
company must be a C corporation to receive the tax deferred benefits, so seller(s) of
newly minted C corporation stock can avail themselves of the Section 1042 rollover
benefits right away.
CONCLUSION
There are many advantages that a leveraged ESOP can provide to a closely held
company and its owners. Here are our top four:
1. PRE-TAX DOLLARS:
The company is able to finance the acquisition of its shareholders’ stock using pretax dollars as a result of ESOP loan payments.
2. DEFERRAL OF CAPITAL GAINS TAX:
The seller can defer capital gains tax (potentially forever) on the sale of C
corporation stock to the ESOP.
3. RETENTION OF INCOME TAX PAYMENTS:
S corporations allow the company to retain income tax payments as a result of the
ESOP’s stock ownership.
4. EMPLOYEE MOTIVATION:
8. The employees gain a motivating retirement benefit that can potentially increase the
value of the company by leveraging an ownership mentality.
As with any complex corporate finance structure involving the Internal Revenue
Code and ERISA, it is important to get qualified and experienced professional
advice and assistance before considering an ESOP as your company’s perpetuation
solution. Penalties for violating Code and ERISA requirements can be serious but
are easily avoided with the proper planning and advice.
About the Authors
Tabitha Croscut is a principal of SES Advisors, Inc. and co-managing shareholder of
its sister boutique ESOP law firm of Steiker, Fischer, Edwards and Greenapple, P.C.
Tabitha focuses her practice on ESOPs as a succession and employee compensation
strategy, advising on transactions of up to five hundred million dollars; advising
companies on executive compensation plans; and assisting business owners with
their estate planning needs.
Contact Tabitha:
802.860.4077
tcroscut@sfeglaw.com
www.sfeglaw.com
www.sesadvisors.com
Chuck Coyne is a Managing Director of Empire Valuation Consultants, LLC a
national independent business valuation firm with offices in New York City,
Rochester, NY, Cleveland, OH, and West Hartford, CT. He has been providing
privately held companies with business valuations, ownership succession planning
assistance, mergers and acquisition assistance and ESOP transaction analysis for
over 25 years. Chuck is an Accredited Senior Appraiser (ASA) with the American
Society of Appraisers and has an MBA in Finance and Accounting from the
University of Hartford.
Contact Chuck:
860.233.6552
ccoyne@empireval.com.
www.empireval.com