• capital@lemmy.world
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    5 months ago

    That’s not necessarily a feature of ESOP.

    My first ESOP vested 100% on day 1, we also had a 401k with matching, with a discretionary amount added from the company depending on how well the company did that year (never saw less than 10% of my salary in the years I was there). If/when you leave the company, you’re payed out within 3 years.

    For my second ESOP it was a 3 year vesting schedule, no 401k matching and no discretionary amount (though ESOP contribution was ~10% of salary, depending on company performance). If/when you leave the company, you’re payed out starting at year 6, over a period of a few years (can’t remember exactly).

    I say all this to demonstrate that these things can be set up very differently while all still being an ESOP generally.

    • MagicShel@programming.dev
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      5 months ago

      Yeah, and basically my point was that ESOP doesn’t mean you can’t fuck over the employees. I’m sure some versions of it are really good, but until no versions of it suck, it’s hard to say it’s necessarily better.

      It certainly is a step in the right direction, but it still allows some really shitty structures.

      That said, good post and good examples.