One way to estimate the amount of equity to offer an employee is to first estimate the amount of value the employee creates for the company and calculate the “delta.” For example, if an employee increases the value of the business by 15 percent, the delta is 115 percent minus 100 percent divided by 115 percent or about 13 percent. If you pay the employee $100,000 a year, you charge staff expenses at 150% of the salary to include overhead and margin or $150,000. If the company is worth $4 million, it is 3.75 per cent. The difference between 13 per cent and 3.75 per cent is a stock offer of 9.25 per cent. Most companies that offer to pay a consultant or employee with equity generally pay a combination of cash and equity. Offering an agreement with 100 per cent equity is not very common because the risk to the supplier of not receiving compensation is too great. Explain how you got to the value of equity today and how you assess the potential risk and reward of taking ownership rather than cash. Be prepared to provide financial information about the business so that the recipient can perform due diligence and conduct their own risk assessment. If you have a capital allowance at any given time, perhaps weeks or months after your membership, you should receive a summary of the stock exchange, a stock purchase bonus or a similar document describing the granting of shares or options, as well as all details such as the number of shares, the type of options, the date of issuance, the launch date and the opening date.
It will come with several other documents that may be exhibits to this agreement: equity can take many forms such as stock options, grants or warrants. The agreement should describe the nature of the capital available and the method of assessing capital. With respect to stock exchanges, the agreement should determine the class of share and voting rights, determine whether any of the grants are granted over time, and describe all additional performance measures affecting penetration. For stock options, the agreement should indicate the strike price, waiting time and rules of practice. They should also include stock portability rules and information on mandatory tax retention. A capital compensation agreement must clearly define the work the recipient must do and the objectives or performance standards to be achieved in order for equity to be allocated. The date of equity payments should be linked to these objectives and performance standards and the agreement should determine the date on which equity payments will be made.