It's FREE!

Create a Profile and Start Networking with HR Professionals
Register Now - It's Free Registration info
Member Content
Blogs | Questions | Files | Events | HR Groups | Members
PHR/SPHR Exam Prep Course
HRCI Recertification

  • Upcoming Events
  • Past Events
  • Public Events

More Webcasts

Upcoming Webcast
5th August 2014, 2:00 PM

The Personal Excellence App by

Upcoming Webcast
6th August 2014, 10:00 AM

Contractor Safety Considerations

More Virtual Conferences

Upcoming Conference
13 August - 14 August 2014

Social Media and Employee Communications

Upcoming Conference
25 August - 26 August 2014

Online Staffing and Sourcing

My Events
View and edit your current events.
Add Event

Click the "add event" button to create a listing for your event

Advertise Here
Event Calendar / Succession Planning: The ESOP Solution
Details & Time Frame
Succession Planning: The ESOP Solution
Given the uncertainty of future tax rules, limited marketability of a closely held business, and the growing number of business owners approaching retirement age, now is the time to understand how ESOPs (Employee Stock Ownership Plans) work. Come learn about the current ESOP environment from two panelists who serve hundreds of ESOP companies nationwide.

I. Succesion Planning Options

II. ESOP Overview

A. What is an ESOP?
B. Why ESOP?
C. ESOP Tax Incentives and Mechanics
D. How to implement an ESOP

III. Advanced ESOP Concepts (Optional Presentation at a future meeting)

A. Plan Design
B. Valuation
C. Administration
D. Living with an ESOP
E. Current Transaction Environment


Employee Stock Ownership Plan (ESOP) Basics

1. Company makes decision to establish ESOP (creates plan and trust documents) and names an ESOP trustee (usually senior management employee(s) who are not selling shareholders). Alternatively, Company may appoint an outside trustee (could be institution like a bank).

2. Independent appraiser determines share FMV and ESOP purchases stock from selling shareholder(s) at price no greater than this FMV -- either with cash borrowed from a bank or the Company, or by credit extended by selling shareholder(s) in return for a note (i.e., leveraged transaction). Alternatively, Company may buy stock from the shareholder(s) and contribute stock directly to the ESOP (i.e., non-leveraged), usually with small percentages of stock.

3. If following the sale directly to the ESOP by the selling shareholder, the ESOP owns at least 30% of Company stock and Company is a C Corp., selling shareholder(s) of “eligible” shares can rollover sale proceeds tax-free into “qualifying replacement property” under IRC sec. 1042. S Corp. shareholders do not have this privilege.

4. If ESOP is leveraged, all the purchased stock resides in a “suspense account” inside the ESOP and the shares are allocated to participants each year as the loan is repaid through Company cash contributions to the ESOP.

5. Stock from the suspense account or stock that is contributed directly to the ESOP is usually allocated to participants in proportion to their annual compensation. Employees generally have to work a certain number of hours during the year (e.g., 1000 hours) to receive a year of service for allocation and vesting purposes. Allocations are subject to IRS limits and nondiscrimination rules (with additional “anti-abuse” rules for S Corp. ESOPs) and Company contributions (either stock or cash loan repayments) are subject to IRS deduction limits (more liberal deduction rules apply for C Corp. ESOPs).

6. When participants become eligible for distribution, the ESOP will distribute the applicable shares in the participant’s account and, if the Company is a C Corp., the participant has the right to require the Company to repurchase the stock at the FMV as of the prior year-end (“put” option). Alternatively, the Company may have the ESOP distribute benefits in cash. In this case, either cash must be in the ESOP from prior Company contributions or the Company must repurchase stock from the ESOP to fund the distributions. S Corp. ESOPs generally pay participants in cash, and there is no right to receive stock.

01/07/2013 11:00 am o'clock
01/07/2013 12:00 pm o'clock
Tom Roback

Webcast information

Who should participate:

Human Resources professionals, Business Owners, and/or Finance professionals

What you will learn:

HR Professionals will learn about the alternatives for succession planning. Many business owners like to use ESOPs to ease out of the business flexibly. I will cover Basic ESOP concepts and be prepared for advanced questions. Finally, I will cover pointers on how to install an ESOP efficiently

Recommended Resources:

I have presented at almost 100 national conferences and seminars over the past 12 years. I have written articles for the NCEO, ESOP Association, Amer. Society of Pension Professionals and Actuaries, Family Firm Institute and Beyster Institute at UCSD
View full details
Speakers You must be logged in to view speakers
Approved by This event has been approved by


Type last name, first name or company.

Type last name, first name, company or email address

Enter a personal message that will be sent to the recipients above

Link Use the following code to link to this event in your emails or website:
Sitemap   |   Advertise With Us