Accio ESOPs

If you’ve studied in Bombay or hung out around Churchgate, you know the routine—log college ya kaam bunk kar ke kahan jaate hai? Metro Cinema, of course! I still remember bunking my 7:15 AM classes just to catch the 7:30 AM morning show (Yeah, without mummy & papa knowing)  Been there, done that, right? Speaking of Metro Cinemas, do you remember the iconic standalone Metro Shoes store? It’s a name many of us associate with childhood memories; buying those shiny, “grown-up” shoes that made us feel like we’d arrived.  Well, that same Metro Shoes has grown into Metro Brands, a powerhouse in the footwear industry. And here’s something exciting: Metro Brands just allotted 1,35,847 equity shares under their ESOP (Employee Stock Option Plan) on January 13, 2024. With this move, their paid-up capital now stands at ₹1,360,993,990, consisting of 272,198,798 equity shares. What’s special about this? ESOPs are more than just a financial tool; they’re a way for companies to share their growth with their people, the ones who make it all happen.  Metro’s journey from a single-store shoe shop to a leading brand is a testament to its team’s hard work. By allotting ESOPs, Metro Brands is not just creating wealth for its employees but also reinforcing a sense of ownership and loyalty among its people. So, the next time you think about those nostalgic Churchgate memories, remember this too; Metro Brands isn’t just about shoes; it’s about stepping forward together. For more information, please contact support@accioesops.com #EmployeeOwnership #ESOPs #InclusiveGrowth #FarmersAndEmployees #SustainableFuture #MetroCinema

Nextech3D.ai, a leader in augmented reality and AI since 2018, is all about crafting cutting-edge 3D experiences for e-commerce giants like Amazon. Their journey of innovation extends beyond technology—they also prioritize empowering their team and leadership with stock options. Why are stock options important? Stock options aren’t just financial perks; they align employees and leaders with the company’s growth, turning them into true stakeholders. When the company succeeds, so do its people. It’s a win-win model that drives motivation and loyalty while rewarding long-term contributions. Recently, Nextech3D.ai issued stock options to key members, including their CFO, board members, and a consultant. This move shows their commitment to recognizing talent and sharing success. Stock options aren’t just numbers—they’re an invitation to grow together, to share in victories, and to shape the future of an industry. Kudos to Nextech3D.ai for keeping innovation and collaboration at their core! For more information, please contact support@accioesops.com #EmployeeOwnership #ESOPs #InclusiveGrowth #FarmersAndEmployees #SustainableFuture

I usually come here and talk about ESOPs—but wait, what are these ESOPs?  An employee benefit scheme, right? Today, let’s shift gears and discuss another fantastic employee benefit scheme: Profit Sharing. Profit sharing is a simple yet powerful way to reward employees for their contributions. It creates a sense of ownership, aligning everyone's efforts with the company's success. Here’s how it works: the company sets aside a portion of its profits to share with employees. This amount can be distributed based on factors like tenure, performance, or salary levels. In countries like the U.S., profit-sharing often includes cash payouts or deferred benefits for retirement. For instance, employees might receive a direct bonus at the end of the year or have funds set aside in a trust to access later. However, in India, profit-sharing schemes are typically more straightforward, with direct payouts at regular intervals. The key to a successful profit-sharing scheme lies in its transparency. Employees should know who qualifies, how profits are calculated, and when they’ll receive their share. This clarity builds trust and ensures that everyone feels fairly rewarded for their hard work. Whether it’s ESOPs or profit-sharing, the goal is the same: to empower employees, foster motivation, and make them feel like integral parts of the company’s journey. Because when employees grow, the company grows too! Want to know more about what might work better for you—ESOPs or Profit Sharing? DM us or chat below! For more information, please contact support@accioesops.com #EmployeeOwnership #ESOPs #InclusiveGrowth #FarmersAndEmployees #SustainableFuture #startupsuccess

This AR innovator just proved why equity incentives are a company’s best friend! Vuzix- the innovative force behind AR smart glasses, has made headlines with a strategic shift in executive compensation. They’ve granted 521,731 Restricted Stock Units (RSUs) to their leadership team, including CEO Paul Travers, under their 2023 Equity Incentive Plan; a move that emphasizes performance-driven rewards over traditional stock options. As part of this shift, Vuzix is cancelling over 5.3 million stock options granted in 2021. These RSUs not only reward performance but align long-term executive goals with company growth. Beyond this, Vuzix is making waves in the AR space - Introducing AI-driven smart glasses at CES -  Expanding into sectors like warehousing, logistics, and healthcare with strategic collaborations At its core, this move highlights the potential of equity-based compensation like RSUs and ESOPs to inspire leadership and employees alike. By aligning rewards with performance, companies can drive growth. For our US-based founders, this is a great reminder of how equity-based compensation, like RSUs and ESOPs, can be used to attract top talent, align their interests with your company’s growth, and motivate teams to achieve exceptional results. Thinking about implementing ESOPs or refining your approach? Let’s talk about how it could drive your startup forward while building wealth for your team! For more information, please contact support@accioesops.com #EmployeeOwnership #ESOPs #InclusiveGrowth #FarmersAndEmployees #SustainableFuture

In 2020, the government introduced a tax deferment policy for ESOPs to reduce financial burdens on startup employees. The idea? Simple. Employees wouldn’t have to pay tax on notional gains immediately; they’d wait until there was actual cash in hand. But here’s the problem. This applies to just 3,605 certified startups, leaving over 140,000 others out in the cold. Why should you care? Because ESOPs are one of the best tools startups have to attract and retain talent. Yet, 8-9 out of 10 startups fail, leaving employees paying taxes on paper profits with nothing to show for it. Expanding this policy to all DPIIT-recognized startups could change the game. Small startups could compete better for top talent. Employees wouldn’t be punished with unfair tax bills. The startup ecosystem would thrive. Industry leaders like NASSCOM are calling for reforms. Extend these benefits to all startups, clarify rules for non-residents, and make policies fair for everyone. At the end of the day, ESOPs aren’t just perks; they’re promises. Promises of shared success. Shared wealth. Shared growth. What’s your take? Could expanding this policy redefine retention in startups? For more information, please contact support@accioesops.com #EmployeeOwnership #ESOPs #InclusiveGrowth #FarmersAndEmployees #SustainableFuture

Libero Copper is focused on sustainable copper exploration, with a dedicated team working to tap into Colombia’s rich resources. Their goal goes beyond just mining; they’re committed to supporting local communities and advancing the green energy future. A key part of their strategy is offering 550,000 stock options to their team, highlighting the importance of aligning employee success with company growth. But what exactly are stock options, and why do they matter? In simple terms, stock options give employees the right to buy company shares at a fixed price, known as the "exercise price," within a set period. If the company’s stock rises, employees can buy at a discount and benefit directly from its growth. In the U.S., there are two main types of stock options: Incentive Stock Options (ISOs) and Non-Qualified Stock Options (NSOs). ISOs are exclusive to employees and Offer favorable tax treatment if specific holding requirements are met, allowing gains to be taxed at capital gains rates rather than as ordinary income. Subject to restrictions, including a $100,000 annual vesting cap and potential alternative minimum tax (AMT) implications NSOs, on the other hand, can be granted to anyone, including consultants and directors. They’re simpler but less tax-advantageous; gains are taxed as regular income upon exercise and potentially again when sold. For companies like Libero Copper, stock options align employee and company success, building ownership and motivation. Whether ISOs or NSOs, these incentives create opportunities for employees to share in the growth they help drive. For our US-based founders, are you interested in how stock options could benefit your business? Let’s talk! For more information, please contact support@accioesops.com #EmployeeOwnership #ESOPs #InclusiveGrowth #FarmersAndEmployees #SustainableFuture

Who says rewarding talent has to be all about big salaries? PharmaTher, a Canadian pharmaceutical company, just granted 800,000 stock options to two directors at $0.22 per share, an incredible way to align vision and reward loyalty. Interestingly, the CEO opted out, keeping the spotlight on aligning incentives for growth. For our Canada-based founders, this example highlights how stock options are a practical tool for startups and growing companies to attract and retain top talent. Equity-based rewards not only align your team’s interests with your company’s success but also help manage cash flow effectively a win-win for any growing business. PharmaTher’s work in developing KETARX (Ketamine) for critical medical needs like anesthesia, mental health, and neurological conditions shows the impact of innovation in the pharmaceutical space. The company demonstrates how equity programs can inspire a shared sense of purpose and long-term commitment by tying leadership rewards to future growth through stock options. For founders, especially in cutting-edge industries, this is a reminder to design thoughtful equity programs. Whether you’re just starting or scaling up, equity compensation can be a game-changer in attracting top talent and fostering loyalty. Have questions about how stock options can work for your business? Let’s connect or share your thoughts in the comments! For more information, please contact support@accioesops.com #ESOP #EmployeeOwnership #ESOP2023 #InclusiveGrowth #FarmersAndEmployees #SustainableFuture #StartupSuccess

Why just work here when you can own here? Mphasis grants stock options and RSUs! 25,000 stock options and 12,000 RSUs are now in the hands of its team, reinforcing Mphasis’s focus on creating long-term value for its employees. This announcement, effective November 7, 2024, reflects Mphasis's dedication to creating opportunities for growth and recognition. As a leader in IT services, Mphasis continues to prioritize initiatives that benefit its people and drive long-term value. What This Means for Employees? Stock Options (ESOP 2016): Employees will receive stock options at an exercise price of ₹2,900 each. These options will vest equally over five years, giving employees the chance to gradually own a part of the company. Once vested, they’ll have 60 months to exercise their options. RSUs (RSU Plan 2021): The RSUs come with a friendly ₹10 exercise price and a vesting schedule spread over five years (10%, 20%, 30%, and 30%). For employees in the US, the shares will automatically vest and transfer. Others can choose between automatic exercise or a notice-based option with a flexible 60-month window. Both plans are managed through the Mphasis Employees Equity Reward Trust, ensuring a seamless and secure process for everyone involved. This thoughtful step by Mphasis is more than just financial rewards—it’s a way of saying, “We value you and your contributions.” By offering these options, the company empowers employees to share in its success and build their own financial future. It’s always inspiring to see companies invest in their people, and Mphasis is leading by example! For more information, please contact support@accioesops.com  #EmployeeOwnership #ESOP2023 #InclusiveGrowth #FarmersAndEmployees #SustainableFuture

AAJ KI TAZA KHABAR! Mahindra Logistics has exciting news to kickstart 2025! The company has allotted 81,129 equity shares under the Mahindra Logistics Employee Restricted Stock Unit Plan 2018, a testament to its commitment to employee empowerment and shared growth. With this latest allotment, the issued, subscribed, and paid-up share capital of the company has risen from Rs. 72,05,03,410/- (comprising 7,20,50,341 equity shares of Rs. 10/- each fully paid-up) to Rs. 72,13,14,700/- (comprising 7,21,31,470 equity shares of Rs. 10/- each fully paid-up). This change is effective as of 1 January 2025. Employee stock initiatives like these aren’t just about numbers. They represent a deeper philosophy of inclusion, motivation, and recognizing employee contributions. By enabling its team to have a stake in the company’s success, Mahindra Logistics reinforces the spirit of shared achievement and long-term growth. This move highlights the growing importance of employee stock plans as a tool for fostering loyalty, engagement, and wealth creation. Kudos to Mahindra Logistics for leading by example! Sab kar rahey hai…. Aap kab karogey? What do you think about such initiatives? For more information, please contact support@accioesops.com  #EmployeeOwnership #ESOP2023 #InclusiveGrowth #FarmersAndEmployees #SustainableFuture

Yes, yehi toh hum kabse boltey arahay hai……ESOPs are a gamechanger! Sahyadri Farms, India’s largest farmer-owned cooperative based in Nashik, has taken a major step towards empowering its workforce. In March 2023, the company announced an Employee Stock Ownership Plan (ESOP) worth Rs. 45 crore, part of a total pool of Rs. 70 crore. What makes this unique is that it’s not just for top management—every employee, from junior staff to CXOs, will benefit! Chairman and MD, Vilas Shinde, shared: “This is a momentous decision for us. Since day one, Sahyadri Farms has been about inclusive growth. Now, we’re extending that vision to our employees, ensuring that everyone who contributes to our success has a stake in the company’s future." With 461 employees covered under the plan and a four-year vesting period, this ESOP initiative reflects Sahyadri’s commitment to creating long-term value for its people. It’s a powerful way to strengthen bonds, boost motivation, and drive productivity across the organization. For more information, please contact support@accioesops.com #SahyadriFarms #EmployeeOwnership #ESOP2023 #InclusiveGrowth #FarmersAndEmployees #SustainableFuture