Stock Appreciation Rights (SARs) are a type of employee compensation linked to the company’s stock price over a predetermined period. They offer employees a form of incentive that aligns their interests with those of the company’s shareholders.
Mechanisms of Stock Appreciation Rights
SARs work similarly to stock options but without requiring the employee to purchase the stock. Instead, the employee receives the equivalent of the increase in the company’s stock price in cash or shares. This is calculated by subtracting the grant price (stock price at the time the SAR is granted) from the market price of the stock at the time the right is exercised.
Example Calculation
For instance, if an employee is granted SARs at a stock price of $50, and the stock price rises to $70 at the time of exercise, the employee would receive the difference:
So, the employee would receive $20 per SAR in either cash or stock.
Types of Stock Appreciation Rights
- Freestanding SARs: These are awarded independently and not linked to any stock options.
- Tandem SARs: These are awarded alongside stock options. If the employee exercises the stock option, the SARs become void, and vice-versa.
Advantages and Considerations
Advantages
- Alignment of Interests: Employees’ interests align with company growth and shareholder value.
- No Cash Outlay: Unlike stock options, employees do not need to buy stocks.
- Flexibility: Employees can choose to receive payouts in cash or shares.
Considerations
- Tax Implications: Payouts are subject to income tax at the time of exercise.
- Market Dependency: The value of SARs is directly tied to market performance, and there is a risk of lower or no gain if the stock price does not appreciate.
Historical Context
SARs emerged as a popular compensation tool in the latter half of the 20th century during the boom of executive compensation packages. They gained traction due to their flexibility and potential benefits to both employees and employers.
Applicability
SARs are common in various industries, particularly in tech and financial sectors, where companies seek to attract and retain top talent by offering competitive compensation packages linked to performance and company growth.
Comparisons with Related Terms
- Stock Options: Unlike SARs, stock options require employees to purchase the stock at the grant price to exercise their right.
- Restricted Stock Units (RSUs): RSUs are given at no cost and convert to stock upon vesting, unlike SARs which are directly linked to stock price appreciation.
FAQs
Q1: Can SARs be awarded to non-executive employees? Yes, corporations often grant SARs to non-executive employees as part of their broader incentive compensation plans.
Q2: Are SAR payouts always in cash? No, companies may choose to offer SAR payouts in the form of shares or cash, depending on their compensation strategies.
Q3: What happens to SARs if the employee leaves the company? The treatment of SARs upon termination of employment depends on the company’s SAR plan. Typically, unvested SARs may be void, while vested SARs might need to be exercised within a limited time frame.
References
- “Executive Compensation,” Investopedia, https://www.investopedia.com/terms/e/executive-compensation.asp
- “What Are Stock Appreciation Rights (SARs)?” Fidelity, https://www.fidelity.com/viewpoints/stock-appreciation-rights
Summary
Stock Appreciation Rights (SARs) are an innovative employee compensation tool tied to the appreciation of a company’s stock price. They help align employee interests with those of the company’s shareholders by offering potential financial gains without requiring stock purchases. With variability in design and tax considerations, SARs fit diverse compensation strategies, making them a versatile option for modern employee remuneration plans.
