Jeremy Goldstein: Arguing Stock Options

There’s one man who most corporations go to for answers; that man is Jeremy Goldstein of Jeremy L. Goldstein and Associates LLC. For over 15 years, he’s the foremost expert on executive compensation and corporate governance. His firm is dedicated to advising some of the most prominent clients in the country.

He’s played pivotal roles in transactions involving Verizon, Chevron, Duke Energy, and Merck. Aside from his unmatched career, he’s also an avid community leader. He works with numerous local nonprofits on a regular basis. He’s most dedicated to Fountain House, a charity that offers recovery for people with mental illness.

Goldstein got his philanthropic side from working as a business lawyer for so long. That doesn’t seem likely, but it’s true. He spends most of his time working with corporations, trying to help them provide the best benefits to their employees. He truly cares about helping people.

Recently, a lot of corporations have stopped offering stock options. Not a lot of people ask for them anymore, and they’re usually too much of a hassle. Lately, companies offered higher wages, equities, or better insurance. People seem to prefer these kinds of benefits over stock options.

Too many times people watched their options turn worthless because of a bad day in the market. Most people refer to stock options as casino tokens. They’d rather hold cash or see something that resembles cash more than stock options. Even if the stocks are good, there are too many things that can go wrong in the blink of an eye.

Another big aspect of this type of option is the accounting burden. When it’s all said and done, stock options are too costly in both time and money. It’s more prevalent for employers to eliminate these options and pay higher salaries.

Despite this new corporate trend, Jeremy Goldstein advises his clients to take another look at stock options. With the right type of option, stock benefits can be more rewarding than any other option. First, it offers a level of equality that other benefits can’t offer. It’s easy for employees to see where they stack up at the company.

Also, it makes employees personally invested in the company’s success. The better the company’s doing, the more their shares are worth. That makes people want to show up to work and do the best they can at whatever they’re doing. Learn more: