Jeremy Goldstein Recommends the Use of Stock Options for Employees

Jeremy L. Goldstein is a well-known lawyer who writes for the blog “Law Blog for the Average Joe”. He has over 15 years of experience as a lawyer specializing in business. He is a partner at the law firm he founded, Jeremy L. Goldstein & Associates LLC, which handles boutique law such as advising CEO’s, compensation committees, CEOs and more. Mr. Goldstein has extensive experience in law. He has been involved in several large-scale mergers, some of which include Verizon Wireless/ALLTELL Corporation; Duke Energy/Progress Energy; Merck/Schering Plough Corporation; Sanofi-Aventis/Genzyme; The Dow Chemical Company/Rohm and Haas Company; Goldman Sachs et al./Kinder Morgan, Inc. and many more. Before he founded his own law firm, Mr. Goldstein was a partner at a well-known law firm in New York, Wachtell, Lipton, Rosen & Katz.

Jeremy Goldstein’s credentials include graduating cum laude with a Bachelor of Arts in Art History from Cornell University, receiving his Master of Arts in Art History from the University of Chicago, and finally receiving his Juris Doctor in Law from the New York University School of Law. Utilizing his extension education and experience, Mr. Goldstein writes and speaks about executive compensation issues and corporate governance. He also chairs the Mergers and Acquisition Subcommittee which is part of the American Bar Association. He also is a member of various law groups, such as New York University Journal of Laws Professional Advisory Board, the board of directors of Fountain House, and the New Leadership Council of the Metro New York chapter of the Make-A-Wish Foundation. Learn more:

Jeremy Goldstein recently wrote a blog post detailing how knockout options help employers. In the article, he discusses reasons that more employers are no longer offering stock options to their employees. While Mr. Goldstein highlights reasons that employers are using stock options less, such as stock values plummeting, associated expenses and accounting burdens. Nonetheless, he still feels offering stock options is still preferable to other benefits including higher wages, better insurance or equities. He asserts that staff members have an easy time understanding stock options and that stock options offer something of equal value to all employees, regardless of rank. He further discusses the tax issues with equities and higher wages, as well as other benefits of knockout options.