Jeremy Goldstein is a partner at the Jeremy L. Goldstein& Associates, a law firm that advises corporations, management teams CEOs and advertising compensation committees on matters such as transformative corporate events. He graduated from the New York University School of Law in 1999 and was later an associate at the Shearman& Sterling LLP in the same year.
He has over fifteen years as a business lawyer and has established his own independent company after working in a similar organization. He has been part of the most significant transaction in top companies such as Merck, Bank One, Duke Energy, AT&T as well as Verizon. He is also part of the board of directors in a non-profit called Fountain House and the law journal.
James Goldstein notes that in the recent years some corporations have ceased providing employees with the relevant stock options. Some companies choose to go this route since they wanted to save money, but in most cases, the reasons are usually more complicated. There are three main reasons why companies choose to take on such benefits. First, the stock value might fall, and this can make it difficult for any employee to consider their options. That aside, businesses will be required to report any associated expenses.
A lot of employees are also suspicious about the entire process. In fact, they understand that the economic turmoil can render any option null and void. Its such benefits may be compared to the casino token as opposed to the cash. Despite the issues surrounding the compensation, it is still highly preferable to better insurance coverage, equities, and additional wages. What’s more, such options can boost the personal earnings if there is an increase in the corporations share value. This way, it makes it easy for individuals to prioritize the company’s success. Staff can also work hard to satisfy the existing customers, and this may develop innovative services or attract desirable clients.
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