Podcasts about rsus

Maximum Efficiency: 3 Essential Planning Concepts for High Income Earners.In this episode of The Abundance Mindset Podcast, we explore three core planning concepts critical for high-income professionals and families looking to optimize their financial future. We analyze the importance of a fully optimized 401(k), intentional tax planning, and careful equity compensation management. Learn how these elements can work together to enhance your financial efficiency and provide peace of mind. Whether you're dealing with RSUs, stock options, or looking to optimize your 401(k), this episode offers valuable insights and actionable steps to elevate your financial planning.

Want a founder story that includes spreadsheets, a stint as a roadie, an Atlantic crossing, and a will-signing party that packed the room? Meet Shane Mason of Brooklyn FI — a CPA/CFP who went from Big Four tax to touring life, then teamed up with AJ to build a 20-person advisory firm rooted in transparency, productized service, and genuine hospitality.We dig into the early days: running a tax practice out of a bar booth, pricing low to get at-bats, and taking weekend prospect meetings to sharpen the offer. Shane explains why he and AJ decided from day one to build an enterprise rather than a lifestyle practice, documenting workflows so every client gets the same quality of service no matter who's in the seat. That mindset shaped their hiring, retention, and their eventual shift from serving creatives to working with tech employees navigating ISOs, NSOs, RSUs, and liquidity events.The conversation gets practical fast. Shane shares why most equity compensation issues are really tax issues, why offering refunds can be a reputation-saving move, and how turning estate planning into a social, notarized event helps clients finally take action. We also explore the difference between small giants and scalable firms, the value of serialized advice, and what happens when founders step back from client work to rethink the business. Plus, a look at Gemifi, the fintech platform Brooklyn FI built to help advisors visualize vesting schedules and future balance sheets.If you're building or scaling an RIA, this episode is full of hard-won insights on niches, processes, client experience, and leading through growth.Shane's Linkedin:https://www.linkedin.com/in/shanemasoncpacfp/

BROOKE SUMMERHILL has written a new book to address "Divorce and the Wealthy Woman." https://youtu.be/FFSeBg3XT8M In this conversation, Brooke discusses the complexities of divorce, particularly focusing on the financial aspects that wealthy women face. She emphasizes the importance of understanding one's balance sheet, hiring the right professionals, and navigating complex assets during divorce. The discussion also covers the emotional components of divorce, the significance of having a supportive team, and the benefits of open conversations about finances, including the role of prenups. Takeaways from "DIVORCE FOR THE WEALTHY WOMAN" Divorce can be a daunting process, especially regarding finances. Understanding your balance sheet is crucial during divorce. Breathing and staying calm can help alleviate anxiety. Hiring the right professionals is essential for navigating divorce. Complex assets require specialized knowledge and support. Cash flow planning is vital for post-divorce stability. Parenting during divorce needs careful planning and support. Open conversations about finances can strengthen relationships. Prenups can facilitate healthy discussions about money. Divorce is a journey that can become easier with the right support. Chapters 00:00 Introduction to Divorce and Finances 02:58 Understanding the Balance Sheet 05:45 Navigating Complex Assets in Divorce 09:05 Building Your Professional Team 12:04 The Emotional Component of Divorce 15:09 Modeling Settlements and Cash Flow Planning 17:56 Parenting and Financial Responsibilities 20:41 Preventative Measures and Financial Awareness 23:53 The Role of Prenups in Marriage and Divorce Transcript of "DIVORCE FOR THE WEALTHY WOMAN" Frazer Rice (00:01.186) Welcome back, Brooke.Brooke Summerhill (00:03.378) Hi, thanks so much for having me. I'm so excited to be here. Let's chat about the most fun topics in the world. Divorce and finances, right?Frazer Rice (00:09.952)Well, and codified in your new book, Divorce for the Wealthy Woman. I have already started, and I think it's a winner for a bunch of reasons. The big one really is addressing a viewpoint that I think has been missed by the financial books generally speaking,Brooke Summerhill (00:15.794)Mm-hmm. Frazer Rice (00:31.086)It really corrects a problem, I think, around information asymmetry in finances generally. And unfortunately, we've both been around it from a divorce perspective. Tell me what, first of all, let's let our listeners remind themselves of your practice. And what do you do there? And then what was the book trying to accomplish? https://www.amazon.com/Divorce-Wealthy-Women-costs-that-ebook/dp/B0G1ZMFVCN/ Brooke Summerhill (00:53.554)Okay, so hi, I'm Brooke Summerhill. I do specifically for the last like 15 years in finance. Specifcially in the last five specifically in divorce and finance for wealthy women. So I'm not very creative my book specifically and my podcast is literally called divorce for the wealthy woman. I love being able to understand the perspective of someone going through divorce,not feeling the fire, and creating a years long fight. I help alleviate the stress of divorce and go through the finances, the emotional aspect, I'm in financial psychology. I've been doing that and I plan on continuing doing that. It's a fun, fun, fun career path for me.Frazer Rice (01:40.526)One of the great things I think about your book is it starts where I start. You really have to be comfortable with what your balance sheet looks like. Take us through a little bit about your experience in helping wealthy women get acquainted with something they weren't familiar with initially. However, they have to get familiar with it real fast.Brooke Summerhill (02:03.014)So typically, you go to a lawyer . You're about to get divorced and it was blindsided in your face. my god, what is going on? He wants to get divorced or she wants to get divorced. Doesn't matter who you are, heterosexual couple or not. It does not matter. You might not know where the finances are, right? And you're going to a lawyer. You expect them to help you out, but you don't even know where the assets are. You don't know it's on the balance sheet. So the first step is breathing.Let's not get into this sympathetic nervous system. No fight or flight, freeze, thaw, and let's not go there if we can't avoid it. And really just breathe and understand it's going to be OK. That's the first thing I want to just point out is you can do the work on yourself without having to do hard interval training. You can just breathe. So you're going to breathe and understand, OK, the balance sheet. I can figure this out. You got it. And you might need to hire someone like myself who's a certified divorce financial analyst, you might have your lawyer help you. You might ask your soon to be ex if they're willing and amicable to understand the balance sheet. You might go to a financial advisor, wealth manager, your family office and ask some questions. So this is a time of learning and it's okay that you don't know where everything is. And the balance sheet is terrifying for most people. 98 % of us have money anxiety. It's okay. Breathe.Get help and support where you can. The foundation is the balance sheet. If this is the only thing you take from today, is just breathe and know that the foundation is your budget, your expenses, what's coming in, what's going out. Can you figure that out? Even though you might not know where your assets are. Do you have Bitcoin? Or have different properties? Do you even know if there's liens, mortgages, loans on them? That all will get figured out. But you've got to know what you're spending.I would say, you tell me if you have a different experience. But most clients do not know their budget. And that's OK. Doesn't matter your wealth, income, anything. Most people, at least in America, do not know what they spend every month. So that's the foundation is to start theirs. Understand, what are you spending? Just keep a little log. It can be old fashioned. And I have plenty of technological apps that can help with this. But keep it old fashioned. Just write down, what are you spending? And keep that for a week.Brooke Summerhill (04:28.752)That can help you in your divorce process and remember to breathe. There you go.Frazer Rice (04:32.91)And it's part of my process, I think, is to just understand what you're spending. And then the next step is really understand where it comes from to help support that spending. It's like analyzing someone who earned 100 million dollars from this movie. It's like, OK, that's the headline. Now it's a lot different in reality. Certainly taxes, how it's paid to you.We'll get into this in a second, and sometimes it's not in cash. Sometimes it's in different types of assets. Whether it's stock or maybe you own homes, and it may not be necessarily liquid right up front. It sounds like we're parking our cars in the same garage on that front.Brooke Summerhill (05:19.154)Absolutely, absolutely agree with you.Frazer Rice (05:22.114)So maybe let's go through some of the complex assets that you think about that come up in any, not all divorce situations, but definitely in many of them. Many times people have grown their wealth through a private business. so even, you know, the number that is settled upon in the divorce settlement may not be readily available from a cash payout perspective. How do you take people through that?Brooke Summerhill (05:47.473)Oof. So I have an entire chapter on businesses because majority of my clients, I'm going to be very sexist here and say majority of my clients, husbands in a heterosexual relationship do own a business or have just been bought out of a business or are starting a startup or have something behind the scenes that they're aware of or maybe not even aware of. So businesses are huge thing. That's why I put a chunk of it in my book becauseThe biggest advice I can give is hire, I'm going to be a repetitive throughout this whole podcast today is hire the right professionals if you can, because you don't know what you don't know and that's okay. You're going to breathe through that and acknowledge you don't have to be an expert in divorce. But when you have a business reading, listening to podcasts, doing all of those exercises are wonderful and hiring an expert. So getting someone who's understanding the finances in a divorce specifically, so business valuator, or just having a consultation. That's enough to understand, this, I need a forensic accountant, because I don't know anything that's going on within this part of the businesses that I'm a part of, but I'm not really a part of, or I need a business valuator. Let's just have a consultation. It could be really a non serious, non threatening, non emotional way to start it.I'm just going to have a consultation to understand, do I need this business valuator? I would just at least have those conversations to understand more about your husband's business or your business in general on what are the numbers behind it? Because it is very complex, just as you're saying. Businesses, absolutely, you want the right experts involved.Frazer Rice (07:30.506)And sort of as a broader business, or not really business, but sort of as a broader sort of contextual situation here, the type of wealth, whether it's private funds, people who are invested in private equity or hedge funds or stock options or RSUs for people who are in the tech world, things that are held in trust, there's the concept of carried interest and real estate and concentrated stock.This is to go back to your comment that there are people out there that can help you. Understand those assets, I guess for lack of better word, can and can't do. As far as either provide cash flow or are easily divisible in a divorce settlement.

Ready to take a deep dive and learn how to generate personal tax-free cash flow from your corporation? Enroll in our FREE masterclass here and book a call hereAre your capital gains quietly building into a financial time bomb that could detonate right when you need liquidity the most?For many high-earning Canadians—especially tech professionals with stock options and RSUs or business owners with most of their wealth tied up in their company—capital gains don't feel dangerous… until they suddenly are. As positions grow year after year, so does the tax liability, the concentration risk, and the emotional resistance to selling. By the time liquidity, diversification, or retirement planning becomes urgent, the opportunity for elegant, tax-efficient strategies has already closed. This episode digs into why capital gains become such a trap, how optionality slowly disappears, and what both employees and business owners can do before they hit a point of no return.In this episode, you'll discover:How concentration risk quietly compounds and why waiting makes the tax burden exponentially harder to manage.The strategic moves that only work before you need to sell, from trimming positions to pairing gains and losses to building diversified buckets.Why business owners face the same capital-gains trap as employees—and what they can do to de-risk while keeping growth potential and flexibility intact.Press play now to learn how to unwind capital gains strategically—long before the tax bill dictates your decisions. If you'd like, I can tighten the tone further, make it punchier, or create a more SEO-optimized version.Discover which phase of wealth creation you are in. Take our quick assessment and you'll receive a custom wealth-building pathway that matches your phase and learn our CRA compliant tax optimized strategies. Take that assessment here.Canadian Wealth Secrets Show Notes Page:Consider reaching out to Kyle…taking a salary with a goal of stuffing RRSPs;…investing inside your corporation without a passive income tax minimization strategy;…letting a large sum of liquid assets sit in low interest earning savings accounts;…investing corporate dollars into GICs, dividend stocks/funds, or other investments attracting corporate passive income taxes at greater than 50%; or,…wondering whether your current corporate wealth management strategy is optimal for your specific situation.Building long-term wealth in Canada requires more than earning a high income—it demands intentional capital gains planning, smart financial strategy, and a clear financialReady to connect? Text us your comment including your phone number for a response!Canadian Wealth Secrets is an informative podcast that digs into the intricacies of building a robust portfolio, maximizing dividend returns, the nuances of real estate investment, and the complexities of business finance, while offering expert advice on wealth management, navigating capital gains tax, and understanding the role of financial institutions in personal finance.

Live from The Hyderabad Public School, a private high school in India which features notable alums 1) Microsoft CEO Satya Nadella, 2) Adobe CEO Shantanu Narayen 3) former Mastercard CEO Ajay Banga, 4) Fairfax Financial CEO Prem Watsa, and 5) Procter & Gamble CEO-designate Shailesh Jejurikar, it's an all-new Terrific Tuesday edition of Business Pants, featuring Analyst-Hole Matt Moscardi! On today's Lead Independent Turkey called November 25th, 2025: the Who Do You Blame? Game!Our show today is being sponsored by Free Float Analytics, the only platform measuring board power, connections, and performance for FREE.DAMIONCampbell's Places VP on Leave Following Viral 'Poor People' RantMartin Bally, Campbell Soup Company's vice president and chief information security officer: “"We have s--- for f---ing poor people. Who buys our s---? I don't buy Campbell's products barely anymore. Bioengineered meat — I don't wanna eat a piece of chicken that came from a 3-D printer."He also allegedly made derogatory comments about Indian coworkers and – according to the recording – claimed he sometimes came to work under the influence of marijuana: "F---ing Indians don't know a f---ing thing," the voice on the recording says. "They couldn't think for their f---ing selves."The statement follows claims made by former Campbell's security analyst Robert Garza, who filed a lawsuit in Wayne County Circuit Court alleging that Bally launched into an hour-long tirade during what was meant to be a discussion about Garza's salary.Campbell's: “We are proud of the food we make, the people who make it and the high-quality ingredients we use ... The comments on the recording are not only inaccurate—they are patently absurd.Campbell's also noted that Bally is not involved in food development. “Keep in mind, the alleged comments are made by an IT person, who has nothing to do with how we make our food,” the statement concluded.WHO DO YOU BLAME?The founding families:Voting power: (35%) Mary Alice D. Malone - 18% Bennett Dorrance- 15% Archbold D. van Beuren - 2%Board influence (76%): Mary Alice Dorrance Malone (61%; board member since 1990); Archbold Dorrance van Beuren (9%; wealth management); Bennett Dorrance (6%: bachelor's degree in art history from Princeton University and a master's degree in sustainable leadership from Arizona State University); Mary Alice Dorrance Malone Jr (accomplished equestrian, and a luxury fashion entrepreneur) MMInvestors: 11/18/2025 AGMAverage director support 98% (9 over 99%): 43% yes simple majority vote; regenerative agriculture program including pesticide reduction outcomes 11% yes; say on pay 99% yesAn unserious food board of 9 non-family board members:No food: Fabiola R. Arredondo (family investment trust); Howard M. Averill(former Time Warner CFO); Maria Teresa (Tessa) Hilado (former CFO Allergan); Grant Hill (NBA); Sarah Hofstetter (e-commerce sales); Marc B. Lautenbach (global shipping); Chair Keith R. McLoughlin (appliances); Kurt T. Schmidt (weed and pet food); CEO Mick J. Beekhuizen: 13 years with Goldman Sachs in roles including Managing Director in the merchant banking divisionAmerican pop-artist Andy Warhol for somehow making Campbell's Food company eternally relevant Q3 2025 Gender Diversity IndexLittle Movement on Boardroom Gender Diversity: 30% of Russell 3000 board members are women, a figure that has stayed within a narrow 30% to 30.3% range over the past five quarters.Percentage of Boards with 50% Women: Across the Russell 3000, 6% (175) of boards are composed of at least 50% women, while the remaining 94% (2,736) have less than 50% female representation.New Female Director Appointments Hit Record Low: 22.3% of new directors on Russell 3000 boards are women. This represents the lowest percentage recorded in the study (since Q12017)WHO DO YOU BLAME?The anti-DEI MAGA movementNominating Committees, specifically their Chairs MMPassive Investors (BlackRock, Vanguard, etc)The proxy experts: ISS, Glass Lewis, etc.Previous female board members who retired or died: if they were immortal maybe the numbers would be better?OpenAI announces shopping research tool in latest e-commerce pushOpenAI announced a new tool called “shopping research” that will generate detailed, in-depth shopping guides.The guides include top products, key differences between the products and up-to-date information from reliable retailers, OpenAI said.“With these new abilities, we can have shared prosperity to a degree that seems unimaginable today; in the future, everyone's lives can be better than anyone's life is now.”WHO DO YOU BLAME?The sycophants: open letter sent to the board of directors“We are unable to work for or with people that lack competence, judgement and care for our mission and employees,” the letter continues before demanding that “all current board members resign,” appoint “two new lead independent directors.”signed by a whopping 700 of the company's 770 employees — including CTO Mira Murati, who the board briefly named interim CEO only to be replaced just a few days later, and Altman's fellow cofounder Ilya Sutskever, who initially appeared to be one of the forces behind his ousterNew Initial Board (Nov 2023)Bret “Salesforce” Taylor (Chair), Larry “Epstein” Summers, and Adam “voted to fire him in the first place” D'AngeloNew Board Members (Mar 2024)Sue Desmond-Hellmann (former CEO, Bill “Epstein” & Melinda Gates Foundation); Nicole “Iran Contra” Seligman (former Sony GC); Fidji Simo (CEO of Instacart) MMThe wafflers: Ilya Sutskever and Adam D'AngeloNOT Helen Toner: Director of Strategy at the Georgetown Center for Security and Emerging Technology and Tasha McCauleySam:San Francisco, CA (Russian Hill): A historic mansion purchased for $27 million in 2020.San Francisco, CA (Adjacent Homes): Three adjacent houses purchased for $12.8 million each (totaling $38.4 million) in January 2024. These purchases appear to be consolidating a potential mega-compound next to his original Russian Hill home.Kailua-Kona, Hawaii (Big Island): A large, 22-acre oceanfront estate, quietly purchased in 2021 for $43 million (later listed for $49 million in 2025). It features multiple houses, a private marina/beach, helipadNapa, CA (Ranch): A 950-acre ranch, reportedly purchased for $15.7 million in 2020.Kohl's names Michael Bender as permanent CEO after a turbulent year and sales declines. WHO DO YOU BLAMEAshley Buchanan: On May 1, 2025, Kohl's board terminated Buchanan “for cause” following an outside investigation overseen by its Audit Committee. The investigation found that Buchanan directed Kohl's to do business with a vendor founded by someone with whom he had a personal relationship. He also caused Kohl's to enter into a multimillion-dollar consulting agreement involving that same person. Crucially, he did not disclose this personal relationship, which was a violation of Kohl's code of ethics.Golden hello: $17m equity and $3.75m cashFormer director Christine Day: Shortly after Buchanan was fired, Day resigned, citing “lack of transparency” and governance concerns. Day said she was frustrated that not all board members were kept informed of risks and that decisions seemed centralized (“Michael ‘handles' everything … then ‘tells' everyone what the decision is”). Kohl's strongly disputed her characterization, saying her resignation was not “due to any disagreements” over operations or practices.Investors: chair Bender named interim CEO 4/30/25… AGM 5/14/2595% yes bender; 55% yes pay; 89% yes Prising; 92% average; new chair 91% John E. Schlifske (2011-, longest-tenured)Compensation Committee: “regularly and actively reviewing and evaluating our executive management succession plans and making recommendations to the Board with respect to succession planning issues”Chair Jonas Prising (2015-)Member Michael BenderMichael Bender, who was the Board Chair and sat on COmp Committee and director since 2019, was named interim CEO$1.475M/175% target up to 350%/$9.5M equity ($500k more than ashley) target/$200k aircraft (up from $180k for ashley)/$160k relocationone-time award of restricted stock units (“RSUs”) valued at $3,775,000The glass cliff: women and POC promoted to precarious leadership positions, such as the CEO or a board seat, during times of crisis, organizational turmoil, or poor performance MMMATTWatchdog group warns AI teddy bear discusses sexually explicit content, dangerous activities. This is the $99 Kumma bear made by FoloToy using OpenAI's service. OpenAI said it was suspending Folotoy for violations of usage of ChatGPT. WHO DO YOU BLAME?:Folotoy, who's founder and CEO Larry Wang calls himself “Chief Geek Officer” and has a background in child psychology and behavioral science… oh, wait, not, he has background in computer science and was founder of a tech telecomm company and was a software developer for insurance before that. But he's obviously qualified to do this: “Kumma, our adorable bear, combines advanced artificial intelligence with friendly, interactive features, making it the perfect friend for both kids and adults. From lively conversations to educational storytelling, FoloToy adapts to your personality and needs, bringing warmth, fun, and a little extra curiosity to your day.”OpenAI - obviously Sam Altman's commitment to “the benefit of humanity” stopped short of “sex advice from baby toys,” even though he says having kids of his own will help him not destroy humanity. I assume he's not getting Sammy Jr a Kumma bear? DROpenAI's board - obviously if they had fired Sam Altman, there wouldn't be sex bears using ChatGPT. But Helen Toner was forced out by the rest of the board, investors, and public pressure - she's since said, “But for years, Sam had made it really difficult for the board to actually do that job by withholding information, misrepresenting things that were happening at the company, in some cases outright lying to the board,” and that Altman gave them, “inaccurate information about the small number of formal safety processes that the company did have in place.” Perhaps Altman said, “no, that teddy bear didn't just say he loved oral sex, that's just a misinterpretation.”Microsoft - Satya, despite misgivings from Bill Gates, threw $10bn at OpenAI in January 2023. In November 2023, the board removed Sam Altman. Turns out Microsoft had released a version of ChatGPT in India that Altman sanctioned outside of safety protocols - the board should have signed off, but Altman lied to them and hid it. But rather than Microsoft pulling back the release and recognizing the damage it could do, they swooped in and “hired” Sam Altman 3 days after his firing. Their $10bn investment might have been the first cog in a sex bear wheel.I'm the Chief People Officer at Walmart. I always wake up to the same U2 song and watch the 'Today' show. That is Donna Morris listening to U2's “Beautiful Day”, the first thing she does is go online, she doesn't drink coffee but drinks Diet Coke (“I've just never been a hot drink type of girl, I guess. I try to limit myself to two Diet Cokes a day, although every once in a while, I sneak in a third.”), she likes buying cookbooks but doesn't use them. Not mentioned: Walmart's DEI rollback, the new CEO coming in, working for a family dictatorship, and any of her colleagues - as chief people officer, there are almost zero people mentioned. WHO DO WE BLAME FOR THIS EXISTING?Professional Conservative Snowflake Robby Starbuck - he claimed Walmart as his first “victory” after Trump's election in the DEI rollback. Post-Starbuck snowflake-ism, Morris might have had a job managing humans, but now her job is basically to send pink slips and make sure there aren't TOO many swastikas in the bathroom stall. A few is fine, but c'mon. So to pass the time, Morris is stuck giving interviews to Business Insider.Business Insider, who must have known Morris had the potential to give an insipid review of her day when this was her excuse for Walmart's DEI rollback: "When you talk about diversity, equity, inclusion, all in part, there can be communities, and often the largest communities, that step back and say, 'Geez, I'm not sure if I'm even actually included'," Morris explained of the decision. Which echoes… ROBBY FUCKING STARBUCK, who said to anyone who would listen: "This is the biggest win yet for our movement to end wokeness in corporate America. This won't just have a massive effect for their employees who will have a neutral workplace without feeling that divisive issues are being injected but it will also extend to their many suppliers."Donna Morris, because as only we covered here when discussing the corporate move to blame the employees for every problem and getting fired, had this to say of her biggest red flag on an employee: “Nobody wants [to hire] a Debbie Downer. [Someone who is] constantly negative. You know they're going to show up [and] they're going to bring the problem, never the solution.” Literally, the JOB of HR is to field COMPLAINTS from employees about how their managers treat them - or is it too Debbie Downer to complain about racial discrimination of employees?Walmart's board - they must have signed off on Morris getting hired, right? Or a Walton? Someone somewhere thought this was a good idea? Take your pick:CFO of OpenAI Sarah Friar (who said OpenAI would need a government backstop, then clarified)Brian Niccol, the CEO of Starbucks who was given a golden hello, a golden parachute, and probably a golden shower, who just named to a “worst CEO” listThe current AND former CEO of WalmartSteuart Walton, who couldn't bother to even be named “Stuart” (he had to spell it with an extra “E”) with a claim to fame of marrying a Baywatch reboot actress, and Greg Penner, the son-in-law of a different Walton and snuck his way onto the board AND as co-owner of the Denver BroncosTom Horton, retired American Airlines CEO who was CFO of American for years right before they declared bankruptcy, but somehow is remembered for “restructuring” them instead of bankrupting them?Marissa Mayer - yes, that Mayer, formerly of YahooNot one, but TWO different consultantsRandall Stephenson, ex AT&T CEO, who, if I'm honest, seems to have actual integrity and I'm not sure why he's here, plus two DEI directors (because they're not white, so probably not qualified)

In this value-packed episode of Allworth's Money Matters, Scott and Pat unpack key financial strategies for high-net-worth investors navigating today's markets. From the overlooked need for regular portfolio rebalancing to smart planning for concentrated executive stock, they break down real-world scenarios with millions at stake. You'll hear a listener case involving $7M in assets, HSA withdrawal tactics, and 529 planning for seven grandkids—all through the lens of tax-smart wealth transfer. Plus, expert insights from Allworth's Head of Wealth Planning, Victoria Bogner, on avoiding massive tax traps with RSUs, ISOs, and stock options. Join Money Matters:  Get your most pressing financial questions answered by Allworth's co-founders Scott Hanson and Pat McClain live on-air! Call 833-99-WORTH. Or ask a question by clicking here.  You can also be on the air by emailing Scott and Pat at questions@moneymatters.com. Download and rate our podcast here.

Why do billions of dollars of stock trade hands based on napkin math and vibes? Billy Gallagher, CEO of Prospect and former Rippling employee, joins Patrick McKenzie (patio11) to walk through the information asymmetry that costs less-sophisticated employees massive amounts of money. From understanding when to early exercise options to navigating 83B elections and tender offers, they discuss the critical decisions that have a shot clock ticking the day you sign your offer letter.–Full transcript available here: www.complexsystemspodcast.com/understanding-equity-at-tech-companies/–Sponsor: Framer is a design and publishing platform that collapses the toolchain between wireframes and production-ready websites. Design, iterate, and publish in one workspace. Start free at framer.com/design with code COMPLEXSYSTEMS for a free month of Framer Pro.–Links:Prospect: www.joinprospect.com/–Timestamps:(00:00) Intro(00:44) Billy's professional journey(01:07) Equity management challenges(02:29) The importance of equity compensation(04:53) Equity grant structures in startups(06:09) Understanding vesting terms(07:09) The value of equity over time(08:48) The myth of options as lottery tickets(11:23) Career tailwinds from startup experience(14:25) Breaking into the tech industry(15:16) The role of equity in compensation(17:49) Employee equity plans and dilution(19:59) Sponsor: Framer(21:06) Stock options vs. RSUs(21:55) The decision to exercise options(27:11) Tax implications of exercising options(33:03) The role of HR in equity management(36:14) Bootleg spreadsheets and vibes-based investing(38:09) Navigating tax complexities in different scenarios(41:31) The importance of extended exercise windows(44:18) Challenges with tax residency and remote work(49:43) The role of accountants in managing equity(53:41) Understanding the 83(b) election and QSBS(01:01:03) Tender offers and secondary sales(01:08:38) Strategies for exercising and selling options(01:12:28) Navigating financial decisions in startups(01:16:59) Wrap

Your finances have layers—investments, taxes, planning for the future. If you want a second set of eyes, Peter opened up a few spots for a quick, no-obligation call. Grab yours now. -----  Equity compensation can turbocharge wealth—and taxes. Brooklyn Fi managing partner John Owens joins Peter to share a clear year-end playbook for RSUs, ISOs/NQSOs, and ESPPs, including how to avoid AMT surprises, right-size withholding, and unwind concentrated stock positions.  Listen now and learn: ► A simple order of operations for year-end equity comp decisions ► RSU withholding pitfalls (and how to fix them before April)  ► ISO/AMT basics and why late-year exercises can backfire ► How to build a rules-based plan, use 10b5-1 mechanics, and when donor-advised funds make sense   Visit www.TheLongTermInvestor.com for show notes, free resources, and a place to submit questions.   (00:00) Introduction (03:15) A hard-won lesson: when AMT grows larger than your stock (and what to do next) (04:21) Don't start equity planning on December 15 (really) (05:19) First move: build an inventory and triage the quick wins (08:18) AMT 101 for ISO holders: the "parallel" tax you don't want to pay (10:47) RSUs: why 22% withholding often sets up an April tax bill (12:24) ESPPs: capture the discount, control concentration (14:55) Designing a rules-based sell plan to unwind concentration risk (18:11) The base rates on single stocks: why a diversification plan matters more than a "feel" (20:42) 10b5-1 plans: automate good behavior and expand your ability to sell (23:31) Charitable giving with concentrated stock: donor-advised funds and timing across 2025/2026 (26:11) Family gifting: UTMAs, kiddie tax, step-up in basis, and multi-generational choice (27:28) The year-end document checklist most people miss (29:17) When to hire help (and when not to) (31:19) Biggest year-end mistakes to avoid Editing and post-production work for this episode was provided by The Podcast Consultant (⁠https://thepodcastconsultant.com⁠)   Disclosure: This content, which contains security-related opinions and/or information, is provided for informational purposes only and should not be relied upon in any manner as professional advice, or an endorsement of any practices, products or services. There can be no guarantees or assurances that the views expressed here will be applicable for any particular facts or circumstances, and should not be relied upon in any manner. You should consult your own advisers as to legal, business, tax, and other related matters concerning any investment. The commentary in this "post" (including any related blog, podcasts, videos, and social media) reflects the personal opinions, viewpoints, and analyses of the Plancorp LLC employees providing such comments, and should not be regarded the views of Plancorp LLC. or its respective affiliates or as a description of advisory services provided by Plancorp LLC or performance returns of any Plancorp LLC client. References to any securities or digital assets, or performance data, are for illustrative purposes only and do not constitute an investment recommendation or offer to provide investment advisory services. Charts and graphs provided within are for informational purposes solely and should not be relied upon when making any investment decision. Past performance is not indicative of future results. The content speaks only as of the date indicated. Any projections, estimates, forecasts, targets, prospects, and/or opinions expressed in these materials are subject to change without notice and may differ or be contrary to opinions expressed by others. Please see disclosures here.

In this episode of ThimbleberryU, we reset the conversation around RSUs—restricted stock units—and bring it back to the basics while adding context relevant to 2025. We start by defining what RSUs are: a form of equity compensation that incentivizes employees to remain at a company and contribute to its long-term success. These units don't hold any value until they vest, which typically happens over a period of years. Amy compares this to being promised jelly beans in the future—enticing but only valuable once they're actually in your hands.We walk through vesting schedules, with one-year cliffs and subsequent payouts over several years being the norm. The concept of “golden handcuffs” comes into play, where employees lose unvested RSUs if they leave a company, adding a layer of retention-driven strategy from employers. We also dig into the tax implications, emphasizing that there's no tax when RSUs are granted—but they are taxed as ordinary income once they vest. Many people mistakenly assume the company's withholding covers the full tax liability, but that's often not the case, especially for high earners.The conversation gets technical but clear, explaining how the timing of selling RSUs affects how gains are taxed—short-term gains being taxed as ordinary income and long-term gains benefitting from lower capital gains rates. We debunk the myth of “double taxation” with a simple timeline that separates the grant date, vesting date, and eventual sale date, highlighting how only the gain beyond vesting is taxed again.We then explore the decision of whether to hold or sell RSUs. It depends on individual circumstances, but key factors include overall exposure to the company through salary, stock, and other equity compensation. Concentration risk becomes a big deal, especially if both partners in a household have RSUs at the same company.Common mistakes include underestimating tax obligations, overconcentration in employer stock, and failing to plan for tax bracket changes due to RSU income. On the opportunity side, we point to strategic uses of appreciated RSUs—such as charitable donations and goal-based selling. With RSUs becoming more common outside of tech and market volatility remaining high, understanding your vesting schedule and strategy has never been more important.We wrap up by encouraging listeners to treat RSUs as part of a broader financial plan, not just as a bonus or windfall. Intentionality is key, and professional planning can help manage risk and make the most of these powerful compensation tools.00:00 – Intro & RSU Basics01:23 – What Are RSUs and Why Do Companies Offer Them?02:43 – Vesting Schedules Explained04:11 – Tax Implications at Vesting07:29 – Capital Gains on RSUs09:10 – Myth Busting: Are RSUs Double-Taxed?10:00 – Should You Hold or Sell RSUs?11:12 – Risk Exposure and Concentration13:20 – Common Mistakes with RSUs14:06 – RSU Opportunities and Strategic Planning14:52 – Why RSUs Matter in 202515:39 – Final Takeaways on RSU Strategy16:31 – How to Contact Thimbleberry Financial To get in touch with Amy and her team at Thimbleberry Financial, call 503-610-6510 or visit thimbleberryfinancial.com.

Equity compensation—like restricted stock units (RSUs) and stock options—can be one of the most confusing (and valuable) assets in a divorce. In Episode 80, Andrew welcomes Laurie Itkin, Certified Divorce Financial Analyst (CDFA) and founder of The Options Lady, to demystify this complex topic. Laurie shares how equity compensation works, what divorcing couples need to know about taxes, vesting, and division, and the biggest mistakes to avoid when stock-based pay enters the marital balance sheet. Thanks for listening! We'd be very grateful if you'd subscribe to the podcast and give us 5 stars! Please visit Transcend Retirement or Wiser Divorce Solutions. Follow Andrew on LinkedIn too!

Our show today is being sponsored by Free Float Analytics, the only platform measuring board power, connections, and performance for FREE.DAMIONAmazon to announce largest layoffs in company history, in AI push. WHO DO YOU BLAME?Former CEO Jeff BezosAICovid (This wave of layoffs results from overhiring during the pandemic)Executive Chair and largest shareholder Jeff BezosF5 Expects Revenue Hit From Cyber Attack. F5, a $20B billion technology company with impressive gross profit margins of 81%, experienced a cybersecurity incident involving unauthorized access to certain company systems by a sophisticated nation-state threat actor. WHO DO YOU BLAME?The Risk committee: Dreyer, Klein, Montoya, Budnik*Chair Marianne Budnik is deemed to have Cybersecurity experience because she serves as a Chief Marketing Officer in the cybersecurity industryPeter Klein was the CFO at Microsoft for less than 4 years, then was the CFO for WME for 6 months and then has only been a director since 2014.Risk committee member Michael Montoya specifically. F5 revealed that the director mysteriously resigned in the same filing it disclosed the cyberattack, despite having served for only 4 years. According to the proxy, had “extensive experience as an information security executive.” Following his resignation from the Board, Mr. Montoya continued his service with the Company and has been appointed as F5's Chief Technology Operations Officer.The entire board, for doing dumb modern day board things: announced that CEO François Locoh-Donou, would assume the additional role of Chair of the Board following the Company's next Annual Meeting of Shareholders 12 days after they announced the cyberattack.Investors. 98% YES average this year: 7 over 99.2%, including Risk Committee Chair Marriane Budnik with 99.6%. Nobody feels like they have to work hard to impress anyoneF5! It's a god damn cybersecurity company!How climate change is fueling Hurricane Melissa's ferocity. WHO DO YOU BLAME?Exxon CEO Darren Woods because he sued his own shareholders last year: Arjuna Capital, LLC and Follow ThisExxon CEO Darren Woods because just yesterday: Exxon sues California over new laws requiring corporate climate disclosuresExxon CEO Darren Woods because gas and oilClimate ChangeOpenAI says U.S. needs more power to stay ahead of China in AI: ‘Electrons are the new oil' WHO DO YOU BLAME?The fear-and-spending geniuses behind the original Cold War: Truman, Stalin, ChurchillPeople who historically ignored Eisenhower and his statements on the U.S. military-industrial complex when he explicitly warned that defense contractors and the military could exert undue influence on government policy. Sound familiar?Anyone who empowered the board to not be empowered when they tried to fire Sam Altman for such reasons as:Conflicts over OpenAI's rapid growth and direction, especially the tension between aggressive AI deployment vs. safety oversight.Power dynamics between Altman, key researchers, and board members — some may have felt he had too much unilateral control.The college that let Sam Altman drop outSammy Altman Citi's Jane Fraser consolidates power with board chair vote — and a $25 million-plus bonus to boot. WHO DO YOU BLAME?The entire Compensation, Performance Management and Culture CommitteeThese two long-tenured Compensation, Performance Management and Culture Committee membersDiana L. Taylor* 10 other directorships: Brookfield Corporation, Accion (Chair), Columbia Business School (Board of Overseers),Friends of Hudson River Park (Chair), Mailman School of Public Health (Board of Overseers), The Economic Club of New York (Member), Council on Foreign Relations (Member), Hot Bread Kitchen (Board Chair), Cold Spring Harbor Lab (Member), and New York City Ballet (Board Chair)Peter B. Henry*8 other directorships: Nike, Inc., Analog Devices, Inc., National Bureau of Economic Research (Board), The Economic Club of New York (Board), Protiviti (Advisory Board), Biospring Partners (Advisory Board), Makena Capital (Advisory Board), and Two Bridges Football Club (Board)The lowest common denominator effect of bank compensation committees:Wells Fargo CEO Charlie Scharf: ~$30M special equity grant tied to becoming Chair as well as CEO (3 months after meeting)Goldman Sachs: CEO David Solomon & COO John Waldron ~$80M each (retention RSUs vesting in ~5 yrs)KeyCorp: CEO Chris Gorman & four other senior execs: ~$8M for Gorman; ~$17M combined for the five NEOsThe passive ownership (re: management-friendly) of BlackRock, State Street, and Vanguard (combined 22%): without their votes at Goldman then Say on Pay was nearly tied, which might have dissuaded the year of one-off bonuses for banking CEOs??The world is about $4.5 trillion short of securing a sustainable food supply for the future, global food and ag business CEO [Sunny Verghese, CEO of food and ag company Olam Group] says. WHO DO YOU BLAME?The world's top 28 richest people (those worth ~$160 B each) together would equal $4.5 trillionThe world's greatest sycophant Tesla chair RobynDenholm: “On the pay package specifically: “It's not about the money for him. If there had been a way of delivering voting rights that didn't necessarily deliver dollars, that would have been an interesting proposition.”Any two of these basically redundant techbro companies' market caps would sufficeNvidia ~$4.2 trillion Microsoft ~$3.8 trillion Apple ~$3.1 trillion Amazon ~$2.4 trillion Alphabet ~$2.2 trillion Meta Platforms ~$1.8 trillion Broadcom ~$1.3 trillion Taiwan Semiconductor Manufacturing Company ~$1.2 trillionBill Ackman. Because he's a douche.MATTTarget is eliminating 1,800 roles as new CEO Michael Fiddelke gets set to take over the struggling retailer - WHO DO YOU BLAME?Current CEO Brian Cornell, who's “stepping down” to the role of Executive Chair - which is basically still CEO, just on the board and doesn't have to talk to employees anymore, so he can eliminate 1800 jobs and then fade away into a multimillion dollar unaccountable board roleFuture CEO Michael Fiddelke, who starts February 1, 2026, but is current COO and was forced to send the memo to employees telling them 8% of the workforce will be cutMonica Lozano, chair of the compensation and human capital management committee of the board, who's also on the BofA and Apple boards and is the most connected board member at a highly connected board - does the chair of the human capital committee have to weigh in on firing?OpenAI - the memo makes zero mention of the fact that part of Target's problem is that it shit on gays and blacks because of a feckless internet toad named Robby Starbuck, but feels very written by AI which would account for phrases like:“Adjusting our structure is one part of the work ahead of us. It will also require new behaviors and sharper priorities that strengthen our retail leadership in style and design and enable faster execution so we can: Lead with merchandising authority; Elevate the guest experience with every interaction; and Accelerate technology to enable our team and delight our guests.”Does anyone know what that word salad actually means? Doesn't it just mean “you're fired because we basically sucked at our jobs”?Hormel recalls 4.9M pounds of chicken possibly 'contaminated with pieces of metal' - WHO DO YOU BLAME?The audit committee, the closest committee responsible for enterprise risk (ie, metal in chicken) - Stephen M. Lacy, William A. Newlands (also lead director), Debbra L. Schoneman, Sally J. Smith (chair), Steven A. White, Michael P. ZechmeisterThe governance committee - James Snee, the now retired CEO who retired somehow in January but the company still hasn't found a permanent replacement 9 months later - so they're being run by Jeff Ettinger, interim CEO? Chair Gary C. Bhojwani, Elsa A. Murano, Ph.D., William A. Newlands (also lead director), Debbra L. Schoneman, Steven A. WhiteThe one black guy on the board - Steve White - who works at Comcast, is somehow qualified to be on Hormel board, and is on BOTH the audit committee AND governance committeeThe conveyor belt that spit pieces of metal as large as 17mm long into “fire braised chicken” sent to hotels and restaurantsCervoMed appoints McKinsey veteran David Quigley to board of directors - WHO DO YOU BLAME? Board is 2 VCs, a longtime biotech CFO, and five MD/PhDs. And among those 8, there are just two woman - the co-founder/wife of the CEO and a VC. And when they did their search, they could only find a longtime professional opinion haver - a consultant from the big three?Nominating committee for lack of imaginationEx or current McKinsey, Bain, and BCG employed directors - the opinion industrial complex - make up a whopping 4% of ALL US DIRECTORSAmong boards with MULTIPLE ex opinion directors: Kohl's is 25% consultantStarbucks is 27% consultantDisney is 30% consultantsWilliams-Sonoma is 38% consultantCBRE is 40% consultant!Nominating committee chair Jane Hollingsworth, for not looking around the room and saying, “hey dudes, can we add, like, maybe, ONE other lady?”Co founders Sylvie Gregoire and John Alam (also CEO) who own 17.3% of voting power - add in Josh Boger, board chair and 12.3% voter, and you basically have the CEO daddy and his buddy Josh with 29.6% of voting controlSylvie and John's bios, which neglect to mention they're married to one anotherWe are all terrified of the future - which headline is worse for your terror? WHO DO YOU BLAME?The world is about $4.5 trillion short of securing a sustainable food supply for the future, global food and ag business CEO saysBill Gates Says Climate Change ‘Will Not Lead to Humanity's Demise' - ostensibly because billionaires in bunkers will, in fact, survive on cans of metal-filled Hormel chili.Sorry, Yoda. Mentors are going out of styleMan Alarmed to Discover His Smart Vacuum Was Broadcasting a Secret Map of His HouseJennifer Garner's baby food company is going public on the NYSE — should investors be putting their eggs in this basket?Woman Repeatedly Warned by Canadian Exchange Not to Transfer Crypto, Gets Scammed AnywayOpenAI completes restructure, solidifying Microsoft as a major shareholder - MSFT owns 27%, the non profit which controlled the company “for the benefit of humanity” now will only control it for 26% of humanity?Tesla risks losing CEO Musk if $1 trillion pay package isn't approved, board chair says - IF MUSK LEAVES, WHO DO YOU BLAME?Robyn Denholm, board chair, whose job it is to manage Musk, but does it like an overwhelmed permissive mother who parents with chocolate and Teletubbies when the kid has a tantrumKimbal Musk - I was told by a bunch of directors and institutional investors at a conference, no joke, that Kimbal was still on the board (ie, not voted out) to control his brother's ketamine intake and crazy episodes. So if he throws a tantrum and leaves, isn't it bro's fault? This is a binary trade - Musk gets extra pay/control, stock goes up and isn't de-meme'd. Musk doesn't, he leaves and the stock is de-meme'd and drops arguably by 66% or more to be more like a car company with some tech. So do we blame investors, no matter what they do? They meme'd the stock in the first place, he couldn't get a trillion extra dollars if they hadn't pumped up the stock - and now they could vote with humanity (no pay) or meme capitalism (pay)!Techbro middle school conservatism - is this Ben Shapiro and Joe Rogan's fault? A Yale economist paper suggests that Musk's politics cost between 1 and 1.26 million Tesla car sales… Would we even be worried if Musk stayed out of politics? Wouldn't the market have just paid him whatever?Pop quiz: which directors stay on the board if Musk leaves in a tantrum?Jeffrey StraubelKimbal MuskRobyn DenholmJames MurdochKathleen Wilson-ThompsonIra EhrenpreisJack HartungJoe Gebbia

Writer, editor, and founder of The Elysian, Elle Griffin joins me on Infinite Loops to discuss her vision for participatory capitalism, a world where ownership, reputation, and creativity are shared more broadly across society. We explore the evolution of capitalism from the industrial era to the networked age, how broad-based ownership could rebuild the middle class, why optimism is revolutionary, and how storytelling shapes our collective imagination. We also discuss how reputation is becoming a new form of capital and how writers can become architects of meaning in a world reshaped by AI and automation. I hope you enjoy this conversation as much as I did. For the full transcript, episode takeaways, and bucketloads of other goodies designed to make you go, "Hmm, that's interesting!," check out our Substack. Important Links: The Elysian Elle Griffin on X (Twitter) LinkedIn Website Elle's Novel Obscurity Show Notes: The New GI Bill for Stock Ownership Rethinking ESOPs, RSUs, and Equity for All The Founder's Dilemma: Risk, Ownership & Exit Tax Incentives for Employee Ownership A Tale of Two Experiments The Ownership Czar for the Day The Future of Work The State with Baby Bonds The Problem with Worth and Deserving The Power of Utopian Fiction The Currency of Belief and Reputation Empress of the World Question Books and References Mentioned: Obscurity; by Elle Griffin The Elysian; by Elle Griffin The Beginning of Infinity; by David Deutsch The Lessons of History; by Will & Ariel Durant The History of Civilization; by Will & Ariel Durant Why Greatness Can't Be Planned; by Kenneth O. Stanley Looking Backward; by Edward Bellamy Herland; by Charlotte Perkins Gilman Les Misérables; by Victor Hugo Frankenstein; by Mary Shelley The Republic; by Plato Das Kapital; by Karl Marx The Count of Monte Cristo; by Alexandre Dumas 20,000 Leagues Under the Sea; by Jules Verne A Tale of Two Cities; by Charles Dickens White Mirror Stories; by Infinite Books    

Welcome to the one hundred fifty-eighth episode of #ExpatChat, where we explore the latest tax, investment, and financial issues affecting #AustralianExpats. In this episode, Atlas Wealth Group's Managing Director - APAC, James Ridley is joined by guest co-host Martin Jack, one of our specialist financial planners based on the Gold Coast. Together, they unpack some of the most common and costly financial mistakes Australian expats make when moving overseas — and how to avoid them. Drawing from real-life questions submitted by members of the Australian Expat Facebook Group, James and Martin tackle key topics including: • The biggest financial mistake expats make before leaving Australia – and why preparation is everything. • The “PFIC trap” – why Australian ETFs and managed funds can trigger hefty US tax bills. • How restricted stock units (RSUs) are taxed in the US — and what high-income earners need to watch for. • Property ownership as a non-resident – should you keep or sell before moving abroad? • Planning for retirement when you don't know where you'll settle – managing tax and currency risks across borders. Packed with practical insights that every Australian abroad should know, this episode is a must-listen for anyone planning their next move or currently living overseas. Links discussed in this episode: • Upcoming Seminars & Webinars – atlaswealth.com/events • Facebook Group – Join the Australian Expat Financial Forum: facebook.com/groups/AustralianExpatFinancialForum • Ask Atlas – Submit your questions for the podcast: atlaswealth.com/news-media/australian-expat-podcast • Expat Mortgage Podcast – atlaswealth.com/news-media/australian-expat-mortgage-podcast • Weekly Recap Podcast – atlaswealth.com/news-media/atlas-weekly-recap-podcast If you enjoy the content, let us know by giving the episode a thumbs up and subscribing. Feel free to share your feedback or questions in the comments below. About Atlas Wealth Group: Atlas Wealth Group was established to meet the growing demand from Australian expats for professional financial guidance. We specialise in providing tax, financial planning, wealth management, and mortgage services to Australian expats around the world. Whether you're based in Asia, the Middle East, Europe, or the Americas, our team has the expertise to help you manage your global financial journey. To learn more, visit www.atlaswealth.com Connect with us: Facebook: www.facebook.com/atlaswealthmgmt LinkedIn: www.linkedin.com/company/atlas-wealth-management Twitter: www.twitter.com/atlaswealthmgmt Instagram: www.instagram.com/atlaswealthgroup

INTELLIGEMSIntelligems brings A/B testing to business decisions beyond copy and design. Test your pricing, shipping charges, free shipping thresholds, offers, SaaS tools, and more by clicking here: https://bit.ly/42DcmFl. Get 20% off the first 3 months with code FARIS20.RICHPANELCut your support costs by 30% and reduce tickets by 30%—guaranteed—with Richpanel's AI-first Customer Service Platform that will reduce costs, improve agent productivity & delight customers at http://www.richpanel.com/partners/ajf?utm_source=spotify.//Sunil Agrawal is the founder and CEO of VGL Group, a $400 million holding company that includes Shop LC, a $240 million/year brand. Reach out to Sunil at sunil@vglgroup.com if you want to work with him.//How do you scale a publicly traded, $400M holding company while keeping margins healthy and brand trust intact? Sunil Agrawal (CEO, VGL Group / Shop LC) breaks down the real playbook: a “deep discount” value strategy that doesn't nuke brand equity, a vertical advantage with 60% in-house manufacturing in India, and a TV-first engine transitioning to DTC with disciplined Meta and OTT investment. We get specific on pricing architecture (e.g., “everything under $10” days), how value perception feeds LTV, and when a premium assortment can coexist with promotion without eroding positioning.For operators, this episode is a masterclass in scale mechanics and leadership: setting a goal of $500k–$1M/month per brand on Meta (and how to learn enough to hire well), allocating ~$250k/month to OTT while TV still performs, and building an org that executes—RSUs for 250 leaders, formal training hours, succession planning, and a bureaucracy-free culture built on continual learning. If you're wrestling with profitable growth, discount anxiety, or the TV to DTC bridge, this is an hour that will sharpen your roadmap.//CHAPTER TITLES:00:01:47 - Breaking Down Shop LC00:05:45 - Setting The Right Expectations For A $400M Holding Company00:08:24 - Significance of a “TV First” Brand00:09:36 - Deep Discount Model00:17:05 - Marketing Strategy For All Shop LC Brands00:24:28 - Importance of Owning The Manufacturing & Sourcing00:25:57 - Sunil Pinpoints This Key To Success00:36:55 - Learning Opportunities & Work Conferences00:39:35 - Importance of Learning & Information00:42:16 - Goal Setting For Each Brand00:45:41 - Why DTC Didn't Work At First00:47:02 - Successful Team = Successful Business//SUBSCRIBE TO MY CHANNEL FOR 2X/WEEKLY UPLOADS!//ADMISSIONGet the best media buying training on the Internet + a free coaching call with Common Thread Collective's media buyers when you sign up for ADmission here: ⁠⁠https://www.youradmission.co/andrew-faris-podcast⁠//FOLLOW UP WITH ANDREW X: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://x.com/andrewjfaris ⁠Email: podcast@ajfgrowth.comWork with Andrew: ⁠https://ajfgrowth.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Welcome back to Divorce at Altitude with Ryan Kalamaya and Amy Goscha! After a short break, Ryan and Amy return to unpack one of the most complicated aspects of modern divorce: how to value and divide complex assets like restricted stock units (RSUs), stock options, and other forms of deferred compensation.From tech employees with performance-based RSUs to professionals with future bonuses or stock grants, these assets can significantly impact property division — but are often misunderstood or overlooked. Drawing from Amy's recent presentation at the Family Law Institute in Vail, this episode breaks down how these assets are classified, valued, and divided under Colorado law.Episode HighlightsUnderstanding RSUs & Stock Options • How restricted stock units (RSUs) differ from stock options • What “vesting” really means and why timing matters during divorceValuation & Expert Roles • When to bring in valuation experts or use the “time rule” formula • How constructive trusts help divide assets that aren't yet liquid • The difference between joint, shadow, and rebuttal expertsLegal & Tax Complexities • How courts determine marital vs. separate property for RSUs • The role of employment agreements and performance-based vesting • Common pitfalls when ignoring tax implications and timingKey Takeaways • Complex assets require both legal and financial expertise — don't try to DIY. • Early identification and documentation can prevent major disputes later. • Work with your attorney and valuation expert to build a clear, fair strategy.What is Divorce at Altitude? Ryan Kalamaya and Amy Goscha provide tips and recommendations on issues related to divorce, separation, and co-parenting in Colorado. Ryan and Amy are the founding partners of an innovative and ambitious law firm, Kalamaya | Goscha, that pushes the boundaries to discover new frontiers in family law, personal injuries, and criminal defense in Colorado. To subscribe to Divorce at Altitude, click here and select your favorite podcast player. To subscribe to Kalamaya | Goscha's YouTube channel where many of the episodes will be posted as videos, click here. If you have additional questions or would like to speak to one of our attorneys, give us a call at 970-429-5784 or email us at info@kalamaya.law. ************************************************************************ DISCLAIMER: THE COMMENTARY AND OPINIONS ON THIS PODCAST IS FOR ENTERTAINMENT AND INFORMATIONAL PURPOSES AND NOT FOR THE PURPOSE OF PROVIDING LEGAL ADVICE. CONTACT AN ATTORNEY IN YOUR STATE OR AREA TO OBTAIN LEGAL ADVICE ON ANY OF THESE ISSUES.

#250: Chris dives into listener questions, covering open enrollment, investing, buying gold, life and auto insurance, RSUs, practical ways to leverage AI tools and more. Link to Full Show Notes: https://chrishutchins.com/open-enrollment-AMA-2025 Partner Deals Fabric: Affordable term life insurance for you and your family Superhuman: Free month of the fastest and best email with code ALLTHEHACKS Gusto: Free 3-month trial of the #1 payroll software DeleteMe: 20% off removing your personal info from the web Mercury: Help your business grow with simplified finances For all the deals, discounts and promo codes from our partners, go to: chrishutchins.com/deals Resources Mentioned PEOs: TriNet | Justworks Insurance Broker: Rich Sterling Productivity/AI Tools Notion NotebookLM Replit Cursor v0 Figma Perplexity Claude Mesa Homeowners Card (50k bonus with code CHRIS50) $1,200 U.S. Bank Bonus ATH Podcast Newsletter Ep #34: Insider Tricks to Healthcare, Prescriptions and Medical Bills with Marshall Allen Ep 104: Optimizing Your Insurance Policies Ep #140: Navigating Open Enrollment Ep #168: Building an Investment Portfolio to Grow and Protect Your Wealth Ep #248: How to Stop Over-Optimizing and Focus on What Matters with Tim Ferriss Submit questions for our next AMA here Leave a review: Apple Podcasts | Spotify Email for questions, hacks, deals, and feedback: podcast@chrishutchins.com Full Show Notes (00:00) Introduction (00:30) Quick Episode Overview (01:22) How to Select Your Insurance Plan (05:19) Saving with a High Deductible Health Plan (14:19) Tips for Specific Drugs and Providers (15:27) Dental and Vision Plans (17:17) Benefits of FSAs (19:10) Getting Health Insurance Outside of an Employer (21:08) Getting Insurance for Your Business (23:20) Insurance via Medical Research Companies and Affinity Groups (24:52) Direct Primary Care (25:48) Reimbursing Medical Expenses Charged on a Credit Card (30:45) Diversification in an Incredibly High Stock Market (36:20) Investing in Precious Metals: Gold & Silver (40:55) Strategy for Handling RSU Compensation (43:35) Variable Universal Life Policy (48:05) The Rise in Auto Insurance Premiums Following an Accident (55:22) Buying A Used vs. New Car (58:06) Chris's Favorite Work Tools Including AI (01:02:07) Is AI an Actual Threat to Our Jobs? (01:04:26) Chris's Pre and Post W2 Job Experience (01:06:50) Find the Best Deals on the ATH Newsletter (01:10:53) The Next Gift Card Sale Connect with Chris Newsletter | Membership | X | Instagram | LinkedIn Editor's Note: The content on this page is accurate as of the posting date; however, some of our partner offers may have expired. Opinions expressed here are the author's alone, not those of any bank, credit card issuer, hotel, airline, or other entity. This content has not been reviewed, approved or otherwise endorsed by any of the entities included within the post. Learn more about your ad choices. Visit megaphone.fm/adchoices

#651: Many who reach CoastFI find themselves in a strange in-between: financially independent enough to stop saving, but not ready to fully retire. When you're living off a taxable brokerage for decades, does the “never hold bonds in taxable” rule still apply? This episode explores how traditional asset location advice meets real-life spending. We unpack how to balance growth, taxes, and stability when your taxable account becomes your paycheck. Then we shift to two more listener dilemmas: helping a parent retire through shared home ownership, and using covered-call strategies to earn income from a stock-heavy portfolio. Listener Questions in This Episode Brandon (1:28): “I'm CoastFI and will withdraw from my taxable account for the next 20 years. Should I hold bonds in taxable, or keep it all in stocks?” Brandon's retirement accounts can grow untouched, but his taxable brokerage will fund two decades of living expenses. The classic rule says avoid bonds in taxable, yet Paula explains why that advice isn't universal. When your taxable account funds your life, it needs to act as a complete portfolio. We discuss how to balance risk, prioritize liquidity, and plan your glidepath into CoastFI life. Andrew (22:07): “My spouse and I co-own a home with my mother-in-law. How can we help her retire without creating family tension?” We explore fair, flexible ways to support an aging parent while keeping relationships healthy. Paula explains how to design a win-win deal and why seller financing can help balance cash flow and peace of mind. Chandan (49:16): “Can covered-call ETFs help me generate income from my stock portfolio and RSUs?” We explain how covered calls work, what “covered” really means, and the tradeoff between steady income and limited upside. For those with concentrated stock positions, Paula shares when covered calls make sense—and when simpler plans win. Key Takeaways The “no bonds in taxable” rule isn't universal. When you're drawing solely from taxable accounts for many years, that account needs to function as its own mini-portfolio, including bonds or cash for stability. Asset location follows purpose, not dogma. Tax efficiency matters, but liquidity and risk management take priority when the account funds your life. Think in terms of buckets. Your retirement accounts can stay growth-oriented while your taxable account carries the ballast for spending. Plan ahead for rebalancing. When taxable balances decline, know how and when to refill your bond/cash sleeve from other sources to keep your glidepath intact. The transition to CoastFI is a mental shift. You're no longer optimizing for maximum returns, you're designing for peace of mind and steady withdrawals. Chapters Note: Timestamps are approximate and may differ across listening platforms due to dynamically inserted ads. (01:28) Brandon's CoastFI question: bonds in taxable when withdrawals start now (03:56) Why “no bonds in taxable” is a rule of thumb, not a law (12:42) How to treat taxable as a stand-alone portfolio (18:31) Balancing tax efficiency with cash-flow reality (25:26) Helping a parent retire through shared property ownership (01:05:40) Options: Buying or selling with Options (01:07:07) Covered calls explained simply, income with a ceiling Resources & Links Asset Location Cheat Sheet (free): affordanything.com/assetlocation Guide to Double-I FIRE (free): affordanything.com/fiire Learn more about your ad choices. Visit podcastchoices.com/adchoices

Your company offers stock options, RSUs, and ESPP, but which one actually saves you money after taxes? Each equity benefit has different rules that change what you keep. Fort Mill tax experts break down the real costs. To learn more, visit https://abacustaxsc.com/ Abacus Tax & Books City: Tega Cay Address: 1180 Stonecrest Blvd Website: https://abacustaxsc.com/ Phone: +1 803 548 1099 Email: info@abacustaxsc.com

AI Daily Rundown: October 09, 2025: Your daily briefing on the real world business impact of AIListen at https://podcasts.apple.com/us/podcast/ai-daily-news-rundown-samsung-ai-model-beats-models/id1684415169?i=1000731054984

A CMO Confidential Interview with Richard Sanderson, the Marketing, Sales, and Communications Practice Leader at Spencer Stuart. Richard starts with the basics of salary, bonus and equity and branches out to compensation mix, the various types of equity, negotiating best practices, and the "other" elements of an offer. Key topics include: why the devil is in the details; when and how to discuss compensation; the difference between dumb luck and bad luck; and why everyone should do a "multi-year cash flow analysis." Tune in to hear why you should always read the proxy statement and the importance of being prepared to explain how you are using AI.What should CMOs (and aspiring CMOs) know about salary, bonus, and equity—and how do you actually negotiate it? Mike Linton sits down with Richard Sanderson, Practice Leader at Spencer Stuart, to demystify executive compensation for marketing leaders. They cover base pay vs. bonus, RSUs vs. options vs. PSUs, vesting mechanics, event-based triggers, how and when to negotiate, and what new pay-equity laws mean for candidates. Real talk on forfeitures, bonus history, and why your “one big ask” matters when the offer finally comes.What we cover • Why CMO pay data is scarce (and what that means for “market rate”) • Compensation mix: public vs. private/PE, U.S. vs. Europe, and “CMO+” roles • Equity 101: RSUs, options (strike prices/underwater risk), and PSUs (accelerators/decelerators) • Vesting models: time-, performance-, and event-based—and what you can/can't negotiate • Bonuses: how targets are set, why they're harder to move, and the 3-year payout history test • Negotiation timing: expectation-setting, handling the “what are your expectations?” question, and using information asymmetry to your advantage • Pay-equity & transparency laws: what recruiters can ask (expectations) vs. can't (history), and how to discuss forfeitures • Offer strategy: why you typically get one high-leverage counter—and how to use itSponsor @quadgraphics — Better marketing is built on Quad. When everything in your marketing machine works together, efficiency, speed, and ROI go up. See how better gets done: www.quad.com/buildbetter⸻

Have you ever been told to keep municipal bonds, instead of corporate bonds, in your brokerage account? You may think that there isn't that big of a difference… after all, they're both bonds. Nate Reineke and Kyle Hoelzle break down the advantages municipal bonds may provide for doctors like you and why they can help your diversification. We also answer your colleagues' questions. A vascular surgeon in Oregon says, 'My son is in college and wants to start investing. What tools should he consider?' A General Surgeon in Oregon asks, with my 529 plan, if my child is over 18, can they be the successor and the beneficiary? A Psychiatrist in Virginia wants to know when target date investing, should the investment target be based on your current age or your planned retirement year? A Pain Management Specialist in NY said that their 403 (b) custodian sent a message stating that they were invested too aggressively. What could cause this? A Pulm Crit Care doctor in California is curious about how to handle RSUs in their portfolio. Are you ready to turn worries about taxes and investing into all the money you need for college and retirement? It's time to make a plan and get on track. To find out if we're a match visit physicianfamily.com and click get started or, you can ask a question of your own by emailing podcast@physicianfamily.com. See marketing disclosures at physicianfamily.com/disclosures

Key Takeaways:Why $200K is no longer the finish line (and how inflation, lifestyle, and goals reveal the gap)The invisible ceiling most high earners hit—and how to break itHow to audit your real total compensation before chasing higher offersWhy promotions at this level come from owning scope, not just working harderHow switching industries or companies can instantly raise your comp ceilingThe truth about equity: RSUs vs. options, cliffs, and startup fantasy mathVisibility = compensation: how to make decision-makers see your valueHigh-paying, rare skills that lead to $300K+ comp packagesWhy you should interview every year (even if you're not planning to leave)Bonus income streams: consulting, board roles, speaking, and advisory workCommon traps: silent loyalty, stalled titles, and equity that goes nowhereFinal message: You don't get paid what you're worth—you get paid what you position yourself to earn.https://moveupcareers.com/pivotpoint

Some great questions this week about planning for the loss of the personal allowance, investing in GIAs, persuading an aunt to write a will, and much more besides! Shownotes: https://meaningfulmoney.tv/QA26  01:11  Question 1 Dear Roger and Pete, I enjoy listening to your show driving to work. You are both down to earth and humble with your opinions. I read a lot on finance and have been investing in stocks and share ISA since 2004 and VCTs since 2017. I have built a healthy portfolio of nearly 300k in VCT, 400k in Stocks and share ISA. I also have a healthy DC pension of roughly 700k and DB pension worth around 10k per year from age 60. I am approaching 50th birthday this year and so decided to use up some of my cash savings which is in excess of my target investment of 20k in ISA and 50 k in VCT(as unable to go over 10k in pension (due to annual allowance threshold). I know I am fortunate and I also live frugally as that's my nature and don't have too many wants. The question is if I have roughly 80k in mortgage and I have the ability to clear it, should I invest that 80k in VCT on top of my regular VCT allocation of 50k and get the 30% tax benefit(as I am unable to get much tax benefit from my pension) or clear my mortgage as the mortgage is coming up for renewal and likely interest rate will be 4-4.5%. I am torn as I understand in my head that 80 k invested is better than clearing the mortgage over a 20-30 year time frame, but as I am going to be 50 and would like to clear the mortgage and have freedom to decide if I want to enter a life of FIRE or have the ability to FIRE if I get bored. However, I have kids in school and so unlikely I will FIRE until they go to university. Sorry about the long question. Thank you, Fred. 06:25  Question 2 Hello Pete / Roger, Great podcast! I hope karma holds true and all the good you give out back comes back to you both! Question: I am a higher rate taxpayer who maximises their pension, stocks & shares ISA and other best tax sheltered places so need to also build wealth in a taxable GIA. What is best strategy for a higher rate tax payer to do this... dividend / income generating stocks or accumulating (non dividend paying) investments and pay CGT at some stage (regularly)? Thanks, appreciated as ever and hope may help others Ivana  10:43  Question 3 Hi, Nick (who I assume will read this first), Pete and Roger, I'm not sure if this is a suitable question for the podcast but here goes. How can we persuade an aged aunt that she needs to write a will, as us knowing what her wishes are is not sufficient. I have an aunt who has no children but she has said she wants her estate split equally between her 8 nieces and nephews but she refuses to make a will. The problem is that if she dies intestate there is an estranged brother who would be a beneficiary as far as we understand  and so what she wants to happen won't happen. Richard J 15:50  Question 4 Hi Pete and Rog My husband and I have been MM diehards for many years. We think It's a sad reflection of the state of nation when David Beckham gets considered for a gong before Pete does! I wanted to ask you about UK T-Bills because they are rarely (if ever) mentioned in your discussion of financial instruments. We are at retirement age I have a few DB pensions and a SIPP with Interactive Investor of approx. £300k. About ½ is sitting in Cash (including short term money market funds) because we want to draw out our 25% tax free allowance within the next 2 years and we want to minimise risk until that time arrives. I still want to diversify my low risk investments  as much as possible into bonds but my experience of bond funds is that they can also drop significantly with economic conditions whereas we want something to deliver us a (near as possible) guaranteed return. Our platform (ii) allows us to purchase bonds on the primary market however they are too long-term for us to see them through to maturity given our timescales. The platform has started to release UK T-Bills which seem typically much shorter term (3 or 6 months) and therefore appear to give us what we are looking for (guaranteed rate at a decent %) and very low risk. I know the % return is determined by the ‘auction' but it currently looks to be around 4.5% on average (especially the 3-month ones). We plan to apply the bond ladder concept and buy these T-bills over the next few years on a rolling basis. As they are very short term, if rates drop we can change our strategy mid-plan so I think it also gives us a degree of flexibility too. Have we overlooked something obvious as it seems to fit our needs perfectly for the next couple of years? We are very hands-on on the platform so we don't mind getting stuck into the action process (which looks straightforward). I'd be interested if you had any additional insight / comment on T-Bills being used for this or other strategies. Regards, Gilly 22:55  Question 5 Hi Pete, Roger, Thank you for the podcast, I always look fw to listening to it on my Wednesday commute. I'm trying to figure out when it makes sense to accept paying more income tax versus increasing my pension contributions? My total compensation this tax year is estimated to be £125k meaning I will lose all of my personal allowance with an effective 60% marginal tax rate on the last £25k of my earnings. Part of my compensation is made up of RSUs and very predictable quarterly bonuses. My base salary is approx £85,000.Last year, my total compensation was £105k, with a smaller base salary. My pension contributions kept my taxable income below £100k. I do not have any children, so the loss of funded childcare is not a concern. I've been contributing 15% for the last 5 or 6 years, starting when I was earning about half what I earn now. I chose that percentage to bring earnings under the 40% threshold at one point. At the start of this tax year, I increased my pension contributions to 20% because my income increased and I had no immediate need for the extra money. My employer only matches up to 5%. I am in my mid 30s and have roughly £140,000 split between my SIPP and my current workplace pension. Both invested in 100% equities in a global fund. I am considering increasing my salary sacrifice from 20% to around 30%, to keep my taxable income below 100k to avoid the loss of personal allowance. I'm hesitant because, playing around with the compound interest calculator, starting with a £140,000 balance, contributing £1,700 per month (20% salary sacrifice), and assuming a 7.5% return (which may be slightly optimistic), I would end up with a pension pot of about £1.5 million at age 55. Which might be too much. I have £80k in my stocks and shares isa, also in global equities and I'm on track contribute 20k this tax year.  I own a flat with a mortgage, fixed at less than 2% for a couple more years with no interest in over paying. I'm worried I might end up with too much money left when I (eventually!) die, I have no kids and I am not interested in leaving a legacy. Shall I just accept the tax bill and increase my lifestyle today given I'm already saving enough that I know I will be comfortable later in life. I read die with zero a year or so ago, and it resonated with me a lot. What else is there to consider? Thank you, Mark. 29:15  Question 6 Dear Pete & Roger, I have one question on my financial planning. This year I had received extra bonus which lead to my salary at the end of tax year of £123k. I have contributed £17k to my pension using employer contributions but remaining £6k is through my company stock which was vested and I got £3.1k income after paying 47% tax. My question is as my salary threshold for this tax year crossed £100k, for this additional £6k do I need to submit self assessment and if yes, do I need to declare this £6k full stock amount completely as a separate income even though I already paid tax on it, does this mean I am also liable to pay capital gains tax on this £3.1k? I look forward to hearing from you what are my options to submit to HMRC through my self assessment so I can calculate if I owe any additional tax or HMRC will refund me some money due to £17k pension contributions? Many thanks, Vai  

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On episode 188 of Ask The Compound, Ben Carlson and Duncan Hill  discuss: diversifying a real estate empire, when it makes sense to splurge, RSUs with Joey Fishman, emergency funds, and more! Submit your Ask The Compound questions to askthecompoundshow@gmail.com! This episode is sponsored by Rocket Money. Cancel your unwanted subscriptions and reach your financial goals faster with Rocket Money. Go to https://rocketmoney.com/atc today. Subscribe to The Compound Newsletter for all the latest Compound content, live event announcements, find out who the next TCAF guest is, get updates on the latest merch drops, and more! ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.thecompoundnews.com/subscribe⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ If you're a financial advisor, sign up for advisor-focused content at: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.advisorunlock.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

If you've ever received RSUs, stock options, or ESPP shares as part of your compensation, you might be sitting on a huge opportunity — or a costly tax surprise.In our first episode of Season 2 of The Abundance Mindset, we break down:Common mistakes made with equity compensation, particularly RSUsThe tax pitfalls with RSUs many are not aware ofHow to incorporate RSUs and equity compensation into broader financial planning

Listener Q&A where Andy talks about: How to account on your tax return for the basis in inherited IRAs ( 7:00 )Is having large Required Minimum Distributions ("RMDs") really a bad thing ( 12:04 )Is there any merit to using a break-even analysis to help decide when to start Social Security ( 15:59 )When does it make sense for someone to consider working with a financial advisor ( 18:14 )Are Roth contribution and conversion rules the same across all of the various types of employer retirement accounts like 401(k)s, 403(b)s, TSP, etc. ( 26:18 )Are there separate five-year holding periods for Roth conversions done in employer retirement plans ( 27:37 )Do in-plan Roth conversions each have their own five-year holding period to waive the 10% early withdrawal penalty ( 30:36 )Can Roth conversions be done before taking any distributions or doing Qualified Charitable Distributions ("QCDs") in the year someone turns RMD age ( 31:49 )If receiving Restricted Stock Units ("RSUs") or deferred compensation in years after you stop working, is that considered earned income eligible for making Roth IRA contributions ( 34:38 )Does taking a really large Health Savings Account ("HSA") distribution make you a higher audit risk in the eyes of the IRS ( 39:19 )Is there a way to invest in broad stock market exposure but without the ongoing dividends such index fund pay out ( 42:27 )Does the progress toward meeting the five-year rule within an employer Roth retirement plan port over to a Roth IRA or other employer Roth plans when doing a rollover, or vice versa ( 46:08 )How to plan and account for an inheritance that a person is rather certain to receive, but the timing of receiving it isn't certain ( 49:43 )To send Andy questions to be addressed on future Q&A episodes, email andy@andypanko.comLinks in this episode:My company newsletter - Retirement Planning InsightsFacebook group - Retirement Planning Education (formerly Taxes in Retirement)YouTube channel - Retirement Planning Education (formerly Retirement Planning Demystified)Retirement Planning Education website - www.RetirementPlanningEducation.com

In this episode of ThimbleberryU, we dive into a topic that often catches even financially savvy people off guard—estimated taxes. Many assume taxes are fully handled through paycheck withholdings, but we unpack why that assumption can lead to nasty surprises, especially for professionals in tech and healthcare.We start by defining what estimated taxes are: quarterly payments made directly to the IRS when withholding isn't enough to cover total tax liability. This often applies to small business owners, but also to high-income W-2 employees who receive RSUs, ESPP income, large bonuses, or mid-year raises. Amy shares real-life examples of clients whose withholding fell short, either because RSUs were taxed at a flat 22% while their actual bracket was higher, or because payroll systems didn't account for mid-year raises, leading to unexpected tax bills and underpayment penalties.We then explore the IRS's pay-as-you-go approach. If you've underpaid during the year—even if you pay in full by April—you could still face penalties. Jag and Amy emphasize how the system annualizes income, so a raise in July can retroactively affect your tax liability starting in January. This is where estimated taxes kick in, sometimes unexpectedly after filing the previous year's return.To determine whether you're subject to these payments, we explain the IRS safe harbor rule: if you pay 90% of your current year's liability or 110% of the prior year's, you generally avoid penalties. We walk through the process of calculating your total tax liability, subtracting what's already been withheld, and deciding how to handle any shortfall—either through increased paycheck withholding or quarterly payments to the IRS and state.Amy reminds us that overpaying gives the IRS an interest-free loan, so it's often best to aim for accuracy. Tools like financial planning software and coordination with a CPA can make this process manageable. The key is to review and adjust quarterly so you're not blindsided come tax time.We close with key takeaways: estimated taxes aren't just for freelancers, income changes—whether yours or a spouse's—can affect your liability, and proactive planning with a financial advisor and CPA helps avoid surprises. Most importantly, working with both professionals ensures smoother execution and better results. To get in touch with Amy and her team at Thimbleberry Financial, call 503-610-6510 or visit thimbleberryfinancial.com.

CASEY'S GENERAL STORES, INC.At last year's annual meeting in August, shareholders were asked YES or NO on CEO Darren Robelez's pay plan. To help them make a decision on the pay practices they had information like the ratio of the annual total compensation of Casey's General Stores CEO to that of its median employee for the 2024 fiscal year, commonly known as the CEO Pay Ratio. Let's begin the quiz there:According to the company's SEC filing, at what point in the fiscal year 2024 did CEO Darren earn the compensation of his company's median employee?12:35:33 PM on January 1st, the first day of the work year, meaning his pay CEO pay ratio was 579:1Additionally, the CEO's target equity award was $6.7M. In the worst case scenario where every single peer company outperformed Casey's General Stores in terms of total shareholder return, how much equity could the CEO receive?$5,025,000, reflecting a TSR Modifier of -25%.Accordingly, based in part on the information you have just learned, what percentage of Casey's shareholders voted against his pay practices?2%Bonus question: According to the company's 2025 SEC filing, at what point in the fiscal year 2025 did CEO Darren earn the compensation of his company's median employee? Remember, it was 12:35:33 PM on January 1st, the first day of the work year.12:32:05 PM on January 1st, the first day of the work year: 3 minutes and 28 seconds earlier. AGM: 9/3/2025589:1 CEO pay ratio CEO Darren Robelez 98% YESPay committee: *Former BJ's Restaurants CEO Gregory Trojan, Oobli CEO Allison Wing2024 AGM99.1% YES average33% Influence CEO/Chair: 20% YES SHP independent board chair policy-13% gender influence gap: Darren M. Rebelez (33%) & Gregory A. Trojan (14%)CROWDSTRIKE HOLDINGS, INC.A recent Fortune article called Laying off workers because of AI is more of a fashionable excuse than a real business imperative cites CrowdStrike CEO George Kurtz linking 5% job cuts to the cybersecurity company's need to double down on AI investments to “accelerate execution and efficiency.” Kurtz said: “AI flattens our hiring curve, and helps us innovate from idea to product faster.”First question, are CrowdStrike shareholders also given the privilege to “accelerate execution and efficiency”? How many total years does it take for a CrowdStrike investor to vote on all nine board members?3 years, classified board.This is important because clearly shareholders were not completely pleased this year: 34% said NO Pay Committee Chair Cary Davis while 38% said NO to Nomination Committee chair Laura Schumacher2% NO CEO KurtzConsidering the board influence of Founder/CEO/Director and third largest shareholder George Kurtz, investors would typically be best served with a board provides an effective counterbalance to his control. Of the board's eight independent directors, what percentage has served for at least a decade alongside Kurtz?Four directors, or half.Again, to counteract his control, investors should expect regular board refreshment. How many new directors have joined the board in the last 5 years?One, Johanna Flower, the only director who sits on zero board committees. She joined the board in January 2023Kurtz already owns $2.7B of Crowdstrike shares. What percentage of his annual pay consists of equity?90%, with a target equity award of $35M.Finally, CrowdStrike's infamous 2024 software update is commonly described as what?The largest outage in the history of information technology.In 2024, CrowdStrike released a software update that disrupted millions of Microsoft Windows systems around the worldA faulty update to its Falcon sensor platform led to the "Blue Screen of Death" on millions of machines, bringing critical operations to a standstill across numerous sectors.The immediate and most visible impact was the widespread and severe disruption to the global economy. The financial toll is estimated to be in the billions of dollars. Key sectors affected include:Aviation: Major airlines like Delta, United, and American Airlines grounded thousands of flights, disrupting travel for millions and costing airlines hundreds of millions of dollars.Healthcare: Access to electronic health records was hindered, leading to the cancellation of surgeries and appointments. This disruption posed a direct risk to patient care and safety.Financial Services: Banks and financial institutions faced outages that affected everything from ATM services to online banking and stock trading. This not only resulted in financial losses but also eroded consumer confidence.Government and Emergency Services: The outage impacted various government agencies and even emergency services in some areas, highlighting a significant threat to public safety and national security.For Mr. Kurtz, the amount for fiscal 2025 also includes approximately (i) $104,279 for costs related to personal security for Mr. Kurtz and his family at his residences and (ii) $898,426 for costs related to personal usage of private aircraft.As part of our sales and marketing activities, we sponsor a CrowdStrike-branded professional racing car, which Mr. Kurtz drives in some races at no incremental cost to us and in lieu of us hiring a professional driver. As we do not pay any amounts to Mr. Kurtz under these arrangements, it is not reflected in the above table.No vote on payTARGET CORPORATIONTarget foot traffic is still suffering 6 months post-boycott. An industry veteran says the retailer's problems are bigger than curtailing DEITarget Boycott Leader Jamal Bryant Is Arriving on CEOs' Radar ScreensInside Target, Frustrated Employees and Search for New CEOThis article from the WSJ says:Many Target shoppers are frustrated with the retailer. Many Target employees are too.In early June, a companywide survey showed that roughly half of Target's employees didn't think the company was making the changes necessary to compete effectively. About 40% of the roughly 260,000 staffers who replied said they didn't have confidence in the company's future. The scores—which declined from a year ago—were even lower for those staffers at Target's headquarters in Minneapolis.The worker sentiment data reflects the challenges ahead for the company as it prepares to navigate a leadership change and turn around 10 quarters of flat or falling sales in an increasingly complex consumer environment.Based on what I just told you, TRUE or FALSE on this next headline from Fortune? Is this real or am I making it up? Target's CEO succession tilts toward an insider and company liferTrue. The leading contender appears to be: Michael Fiddelke is executive vice president and chief operating officer for Target and a member of its leadership team.Since joining Target in 2003 as an intern, Michael has held a variety of leadership positions across the organization, including finance, merchandising, human resources and operations. He most recently served as Target's chief financial officer. In addition to his Target responsibilities, Michael serves on the board of Shipt, Target's wholly-owned subsidiary.Compensation & Human Capital Management Committee: “Management development and succession planning. Senior management development, evaluation, and succession planning, including CEO succession planning.”Ms. Lozano (Chair)Mr. BakerMr. BarrettMr. KnaussMs. LeahyCORECIVIC, INC.-17% gender influence gap:Robert J. Dennis 17%: retiringCEO Damon T. Hininger 17% (2009-)On February 15, 2024, in recognition of the substantial contributions made by our Chief Executive Officer, Mr. Hininger, to the Company, and to encourage retention of Mr. Hininger for a multi-year period, our Compensation Committee, determined to provide a Special One-Time Award to Mr. Hininger. This award consisted of 70,225 performance-based RSUs at a fair market value of $14.24 per share, the approximate equivalent of $1,000,000 at the time of award. The Compensation Committee believes this Special One-Time Award is designed to incentivize Mr. Hininger's performance and retain him for a multi-year period.On August 18, 2025, CoreCivic, Inc., a Maryland corporation (the “Company”) announced that Damon T. Hininger, the Company's Chief Executive Officer (“CEO”), will step down as CEO and resign from his position on the Company's Board of Directors (the “Board”), effective as of January 1, 2026 (the “Transition Date”). Patrick Swindle, who currently serves as the Company's President and Chief Operating Officer, will assume the role of CEO of the Company, effective as of the Transition Date, and will continue serving as the President of the Company. Additionally, the Board will appoint Mr. Swindle to the Board to fill the vacancy created by Mr. Hininger's resignation as of the Transition Date.Chair Mark A. Emkes 17% (2014-)John R. Prann 13% (2000-)Thurgood Marshall 12% (2002-)Devin I Murphy 9%2025 AGM: 99% YES director average; 97% YES PAYShort-term pay: if NONE of four strategic goals achieved CEO still receives 80% of bonusLong-term: If Lowest quartile TSR results is only 20% reduction of long-term awards: “If the Company's absolute TSR for the performance period is less than zero, the rTSR modifier shall not exceed 1.0x for the performance period”WHO DO YOU BLAME FOR PAYING A MULTI YEAR “RETENTION BONUS” WHO QUITS AFTER ONE YEAR?Pay committee included Dennis*, Emkes (17%, 11 yrs), Prann (13%, 25 yrs)Donald Trump - after donating to Trump, his immigration orders have swelled the amount of work Hininger has to do and he burnt out with excitementThe zero female board leadership - there was no mom to say it was a bad ideaThe amount of the award - $1m in 2025?? The stock is up 45% thanks to our prison state, and even with the massive stock bump, the award is still worth less than $2m… it's an insult, not an awardThe prisoners who keep claiming the prisons are dangerous - there have been more than 120 reports and exposes in the last 10 years alone that found Corecivic were complicit in family separations, deaths, cancelled contracts due to conditions in the prisons, and other human rights violationsO'Reilly Automotive, Inc.Vote discount for wearing the uniform:First appearance in the proxy of the uniform shirts were actually ORANGE shirts in 2021, blue shirt introduced in 2024 proxySince 2021, directors who wear the uniform average 92.9% votes for, while directors not wearing shirts average 96.8% forWHO DO WE BLAME FOR THE UNIFORM DISCOUNT?Old timers - average start year for a uniform wearer is 1998, and for a non-exec 2006. Average start year for a non-uniform wearer is 2021.The color orange - the orange shirt wearers average 90.4% votes for, while blue got 92.6% forHaving a third of the board be executives - O'Reilly is a single class stock where the O'Reilly family owns less than 5% (all execs own less than 3% collectively), and yet somehow investors think there should be no less than 3 executive directors at any time - who are entirely responsible for wearing uniforms in proxy photosThe shirts themselves - we have TWO case studies of directors who switched from no shirt to shirt - Maria Sastre (2023 to 2024 forward) and Andrea Weiss (2023 to 2024 before she quit, probably in protest of being forced to wear a shirt). In BOTH cases, votes for dropped by an average of 2%Lead “Independent” Director Tom Hendrickson who has been on the board for 15 years, was CFO at a number of sports retail store companies, and lists “technology” as one his core skills (because all 70 year old retired CPAs advising auto parts companies for $347,836 in summary comp have tech experience) Bonus prediction: In 2025, ALL DIRECTORS have been forced to wear the shirt, but now they have a variety of O'Reilly shirts - which director will get the lowest votes now?Blue shirtPink shirtPlaid shirtGreen shirtCream shirtPALANTIR TECHNOLOGIES INC.Palantir CEO Alex Karp takes a shot at elite colleges and says the company offers 'a new credential independent of class'Palantir CEO says working at his $430 billion software company is better than a degree from Harvard or Yale: ‘No one cares about the other stuff'WHICH ELITE IS TO BLAME FOR KARP'S HATE FOR ELITES:Board member and VC bro Alex Moore, who got his BA in Econ from StanfordBoard member and journalist Alexandra Schiff who get her BA in English from DukeBoard member and co founder Stephen Cohen who got his BS in CompSci from StanfordBoard member, troll, and insecure VC Peter Thiel who got his BA in Philosophy from Stanford and a JD from Stanford LawBoard member and consultant Lauren Stat who got a dual degree in Science and Math from StanfordBoard member and VC bro Eric Woersching who got a BS and Masters in Electrical Engineering from StanfordStanfordVISA INC.Mark Cuban calls for higher tax on companies buying back their own sharesVisa bought back $13.4bn from Oct 2024 to June 2025$4.0bn from Oct to Dec (Sep 30 close: 274.95)$4.8bn from Jan to March (Dec 31 close: 316.04)$4.6bn from April to June (March 31 close: 350.46)June 30 close: 355.05WHO'S TO BLAME:As of Dec proxy, CEO Ryan McInerney owns 822,155 shares worth $259,833,866 - if buyback boost the investor return, and McInerney made a cool $28m in part by boosting the stock.Board Chair John Lundgren, been on the board 7 years and took over as chair after Executive Chair Al Kelly stepped down (but Kelly left with 589,890 shares)Francisco Fernandez-Carbajal, the director with the most shares at 31,599 who's been on the board for 17 years and is on the Comp and Finance committees

Stock compensation can be a powerful wealth-building tool, but it's also packed with tricky tax questions. The “Henssler Money Talks” hosts tackle a real-world restricted stock scenario: If taxes are withheld at grant date, but you won't receive the stock until it vests—and you know you'll retire before some of those shares vest—should you accept them anyway? Or is it smarter to walk away from stock you'll never see? We'll break down how restricted stock works, the tax implications, and strategies to consider when your career timeline clashes with your vesting schedule.Original Air Date: August 16, 2025Read the Article: https://www.henssler.com/restricted-stock-and-taxes-dont-get-caught-off-guard  

 We kick off the show with a look at the week's market action, where a slight uptick in the Consumer Price Index contrasted with a much stronger-than-expected Producer Price Index. With inflation data in focus, markets are now leaning heavily toward the Fed cutting rates at its September meeting. Gen Z is redefining romance, ditching pricey dinners for budget-friendly (and often free) date nights, all while prioritizing savings and paying down debt. But here's the twist: financial stability might just be the ultimate attraction. This week, we'll explore why Gen Z could be the most financially literate generation yet, how cheap dates can still be meaningful, why financial security can be “sexy,” and what it all means for love, independence, and long-term happiness. Meanwhile, Nvidia's explosive rise in the AI chip market has minted millionaires at a jaw-dropping pace as nearly half its employees are reportedly worth more than $25 million. But behind the stock-fueled fortune lies a high-pressure culture some call “golden handcuffs,” where long hours and relentless expectations come with the territory. And speaking of stock compensation, it can be a powerful wealth-building tool, but it's also packed with tricky tax questions. We'll tackle a real-world RSU scenario: If taxes are withheld at grant date, but you won't receive the stock until it vests—and you know you'll retire before some of those shares vest—should you accept them anyway? Or is it smarter to walk away from stock you'll never see? We'll break down how RSUs work, the tax implications, and strategies to consider when your career timeline clashes with your vesting schedule. Join hosts Nick Antonucci, CVA, CEPA, Director of Research, and Managing Associates K.C. Smith, CFP®, CEPA, and D.J. Barker, CWS®, and Kelly-Lynne Scalice, a seasoned communicator and host, on Henssler Money Talks as they explore key financial strategies to help investors navigate market uncertainty. Henssler Money Talks — August 16, 2025  |  Season 39, Episode 33 Timestamps and Chapters 5:31: Slowing Consumer Prices but Hot Producer Prices 17:47: Is Financial Stability the New Love Language? 28:26: From Stock Options to Stress 37:32: When Your Vesting Schedule Outruns Your Career Follow Henssler:  Facebook: https://www.facebook.com/HensslerFinancial/ YouTube:  https://www.youtube.com/c/HensslerFinancial LinkedIn: https://www.linkedin.com/company/henssler-financial/ Instagram: https://www.instagram.com/hensslerfinancial/ TikTok: https://www.tiktok.com/@hensslerfinancial?lang=en X: https://www.x.com/hensslergroup  “Henssler Money Talks” is brought to you by Henssler Financial. Sign up for the Money Talks Newsletter: https://www.henssler.com/newsletters/ 

Jesse tackles six thoughtful listener questions spanning a range of personal finance topics. He begins with a question about using Social Security and pension payments as a means to replace bonds in a retirement portfolio. Why do we own bonds, anyway? Then Jesse dives into long-term care insurance, a common sticky topic for aging retirees. Do they need to earmark dollars for long-term care? Next, he covers the taxation and distributions of inheritance assets, including sub-topics like probate, beneficiaries, trusts, and general estate planning tactics. He then covers equity compensation, breaking down RSUs, ISOs, NSOs, and ESPPs, and offers best practices for tax planning, diversification, and aligning with long-term goals. Mike then asks whether to invest $200,000 in cash currently sitting in a money market fund; Jesse outlines rational reasons for holding cash but warns against market timing, instead recommending a disciplined monthly investment plan. Finally, Paul inquires about the interaction between RMDs and sequence of returns risk, and Jesse reassures that while the concern is valid, proper planning—including Roth conversions, diversified withdrawals, and long-term strategy—can neutralize the potential damage. Key Takeaways: • Diversify your exposure—holding too much company stock can increase risk, so it's often wise to sell and reinvest elsewhere once vesting or exercise occurs. • Paying off a mortgage early is more about peace of mind than maximizing returns—there's emotional value in being debt-free. • Flexibility and control often make 529s a better choice, but UTMAs can be useful for broader non-educational goals. • Planning ahead can reduce reliance on penalties or rigid strategies—consider building a taxable or Roth account alongside retirement funds. • Investors tend to lose more trying to time downturns than they do by staying invested through them. • Your plan should balance growth and stability, aiming to avoid forced sales in down markets while still meeting long-term goals. Key Timestamps: (00:00) - Diversification and Bonds in Retirement Portfolios (07:47) - Expectations for Stocks vs. Bonds (11:08) - Long-Term Care Insurance Deep Dive (25:08) - Taxation and Distribution of Inheritance Assets (38:49) - Revocable vs. Irrevocable Trusts: Control and Tax Implications (41:12) - Trust Distribution and Taxation (45:19) - Equity Compensation: RSUs, ISOs, NSOs, and ESPPs (51:49) - Best Practices for Managing Equity Compensation (59:28) - Market Timing and Cash Management Strategies (01:07:25) - RMDs and Sequence of Returns Risk Key Topics Discussed: The Best Interest, Jesse Cramer, Wealth Management Rochester NY, Financial Planning for Families, Fiduciary Financial Advisor, Comprehensive Financial Planning, Retirement Planning Advice, Tax-Efficient Investing, Risk Management for Investors, Generational Wealth Transfer Planning, Financial Strategies for High Earners, Personal Finance for Entrepreneurs, Behavioral Finance Insights, Asset Allocation Strategies, Advanced Estate Planning Techniques Mentions: https://bestinterest.blog/asset-liability-matching-aligns-your-money-to-your-future/ https://bestinterest.blog/all-ask-me-anything-ama-episodes/  More of The Best Interest: Check out the Best Interest Blog at https://bestinterest.blog/ Contact me at jesse@bestinterest.blog Consider working with me at https://bestinterest.blog/work/ The Best Interest Podcast is a personal podcast meant for education and entertainment. It should not be taken as financial advice, and is not prescriptive of your financial situation.

Restricted Stock Units can be a powerful wealth-building tool for corporate executives, but they come with important decisions about timing, taxes, and portfolio diversification. In this episode of Purposeful Planning, we break down the key factors executives should consider when managing RSUs—from understanding vesting schedules to avoiding over-concentration in company stock. Learn how to make strategic decisions that align with your overall financial goals. Sources: https://www.aspenwealthmgmt.com/resource-center/financial-planning/knowing-how-and-when-to-sell-rsus https://www.aspenwealthmgmt.com/resource-center/blog/understanding-your-options The opinions voiced in this material are for general information only and are not intended to provide specific advice or recommendations for any individual. This information has been derived from sources believed to be accurate and is intended merely for educational purposes, not as advice. Aspen Wealth Management is a registered investment advisor with the SEC. This recorded posting utilizes AI generated voiceovers. While the Firm strictly prohibits the use of AI for advisory activities constituting investment advice, financial plans, portfolio analysis and management, and reporting, the use of AI for other purposes, such as voiceovers, is permitted and utilized for the firm's recordings. Hosted on Acast. See acast.com/privacy for more information.

Are you a corporate executive sitting on a growing pile of company stock, but unsure what your next steps should be? We've seen it happen far too many times: executives who build wealth through stock compensation, but ultimately fail to fully take advantage because they lack a well-considered plan. If 10–25% of your net worth is tied to one stock, this is required viewing. In this episode of Fundamentals of Investing, Brian Dress and Noland Langford walk you through the biggest risks of overconcentration in your company's equity, and ways to protect (and enhance) your long-term wealth. As an executive, most likely with a publicly traded company, stock compensation makes up a huge portion of your pay packet. You know that your RSUs and stock options have value. But what you may not know is how much they could be costing you in taxes and lost opportunity. Download your free copy of The Executive's Guide to Managing Company Stock – your roadmap for smarter decisions around RSUs, options, ESPPs, and more. Link: https://leftbrainwm.com/theexecutiveguide Book a strategy session to review your equity holdings in the context of your full financial picture. Link: https://m.levitate.ai/67de35-5f2c7t/30-minute-meeting-(virtual)----For-New-Prospective-Clients There are plenty of ways to engage us and learn how Left Brain can help you make the most of your equity compensation: • https://www.leftbrainwm.com/ • Email: briand@leftbrainwm.com • Phone: (630) 547-3316 Chapters: 0:00 Intro 1:06 Rundown 4:03 Risks of Holding Company Stock in a 401(k) 6:27 Net Unrealized Appreciation 8:35 Employee Stock Purchase Plans (ESPPs) 12:45 Restricted Stock Units (RSUs) 16:36 Stock Options 20:54 Combatting Emotional and Behavioral Biases 25:54 Concentration and Illiquidity 30:37 Tax Consequences 33:51 Wrap-up, Contact Us

Expat Chat Episode 146 - Expats Managing Compensation Schemes Welcome to the one hundred and forty sixth episode of the #Expatchat podcasts, where we discuss the latest tax and financial issues affecting an #Australianexpat. In this episode, Atlas Wealth Managing Directors, James Ridley and Brett Evens dive deep into the complexities of equity compensation—a critical topic for globally mobile professionals. From Restricted Stock Units (RSUs) and stock options to Employee Share Purchase Plans (ESPPs), they unpack the tax implications, risks, and strategies every expat should know when navigating company equity abroad. James breaks down why RSUs are often dubbed "Golden Handcuffs," explores how they're taxed in different jurisdictions (with a spotlight on the U.S.), and why tax withholding may not be enough. The duo also highlights timing, vesting schedules, and diversification as key pillars of managing equity wealth, especially for those in tech or with concentrated stock exposure. Whether you're dealing with complex tax rules, wondering when to sell your shares, or trying to reduce your financial exposure to one company, this episode offers  valuable insights. Key Topics Covered: - RSU taxation across borders - Stock options vs. RSUs vs. ESPPs - Risks of holding too much company stock - Diversification strategies and tax efficiency - Currency considerations (USD weakness and global exposure) If you're an expat with equity on your payslip, this one's for you. Tune in and take control of your compensation. Links that we discussed in this episode include: - Upcoming Seminars & Webinars - https://atlaswealth.com/events - Facebook Group - Don't forget to join our Australian Expat Financial Forum Facebook Group - https://www.facebook.com/groups/Australianexpatfinancialforum - Ask Atlas - Have your questions answered on the podcast by clicking this link - https://atlaswealth.com/news-media/australian-expat-podcasts/questions-or-feedback-for-the-expat-podcast/ - Expat Mortgage Podcast - https://atlaswealth.com/news-media/australian-expat-podcasts/expat-mortgage-podcast/ - Weekly Recap Podcast – https://atlaswealth.com/news-media/australian-expat-podcasts/weekly-recap-podcast-4/ If you like the content make sure you let us know by hitting the thumbs up and subscribing. As well as providing some feedback in the comments below. The Atlas Wealth Group was born out of growing demand from Australian expats seeking professional guidance. We are specialists in providing tax, financial planning, wealth management and mortgage services to every Australian expat. Whether you are based in Asia, the Middle East, Europe or the Americas, we have the experience in providing essential financial services to the expatriate community. To find out more about the Atlas Wealth Group visit www.atlaswealth.com. Make sure you connect with us on our respective social media channels: Facebook: www.facebook.com/atlaswealthmgmt  LinkedIn: www.linkedin.com/company/atlas-wealth-management Twitter: www.twitter.com/atlaswealthmgmt Instagram: www.instagram.com/atlaswealthgroup

Welcome to the one hundred and forty fifth episode of the #Expatchat podcasts where we discuss the latest tax and financial issues affecting an #Australianexpat. In this episode of Expat Chat, Atlas Wealth's cross-border financial planner Martin Jack joins James Ridley, Managing Director (APAC), to walk through a real-life case study involving two US-based Australian expats preparing to return home. With significant US assets—including a large 401(k), vested RSUs, and a US property—plus long-term green card status, their story highlights the intricate financial and tax challenges that come with repatriation. Martin outlines the financial and tax planning challenges they faced, from navigating the U.S. exit tax under the HEART Act to managing currency risk, timing asset sales, and diversifying a concentrated stock position. You'll hear key strategies used to optimize their transition, including why they chose to relinquish their green cards and how they structured the transfer of retirement assets to minimize tax impact in both countries. Whether you're a fellow expat or an advisor helping clients navigate cross-border moves, this episode is packed with actionable insights and cautionary lessons. Key topics covered: • Exit tax traps for long-term green card holders • Cross-border 401(k) and superannuation strategies • Timing asset liquidation and property sales • Managing RSU concentration and unsystematic risk • Tax residency implications during repatriation Links that we discussed in this episode include: • Upcoming events - atlaswealth.com/events • Facebook Group - Australian Expat Financial Forum Facebook Group - www.facebook.com/groups/Australia…atfinancialforum • Ask Atlas - Have your questions answered on the podcast by clicking this link - atlaswealth.com/news-media/austra…he-expat-podcast/ • Expat Mortgage Podcast - atlaswealth.com/news-media/austra…mortgage-podcast/ • Weekly Recap Podcast – atlaswealth.com/news-media/austra…-recap-podcast-4/ If you like the content make sure you let us know by hitting the thumbs up and subscribing as well as providing some feedback in the comments below. The Atlas Wealth Group is a specialist in providing tax, financial planning, asset management and mortgage services to every Australian #expat. Whether you are based in Asia, the Middle East, Europe or the Americas, we have the experience in providing essential financial services to the expatriate community. The Atlas Wealth Group was born out of the demand from Australian expats who wanted a professional to help them navigate the tax and financial maze of living abroad as well as assisting them make the most out of their time overseas. To find out more about the Atlas Wealth Group and how we can help Australian expats please go to www.atlaswealth.com. Make sure you connect with us on our respective social media channels: Facebook: www.facebook.com/atlaswealthmgmt LinkedIn: www.linkedin.com/company/atlas-wealth-group Twitter: www.twitter.com/atlaswealthmgmt Instagram: www.instagram.com/atlaswealthgroup

Ready to regain your confidence and clarity during divorce? Join Karen McMahon's High Conflict Divorce Support Group—a 6-session group coaching program designed to help you manage triggers, set boundaries, and take back control.  -- In this empowering episode of the Journey Beyond Divorce Podcast, Karen McMahon sits down with Certified Divorce Financial Analyst® Jacki Roessler to explore what really happens with your money after the ink dries on your divorce agreement. If you're wondering what financial steps to take after divorce, this conversation is your roadmap. Jacki walks you through a strategic post-divorce financial plan—from what to tackle in the first 3 months to a full year out. We dig deep into smart post-divorce money moves, like organizing your settlement paperwork, budgeting for your new reality, managing name changes and property titles, and understanding why delaying your QDRO (Qualified Domestic Relations Order) can be a costly mistake. With nearly 30 years of experience, Jacki shares insider tips on navigating stock options, RSUs, cash flow, taxes, and more. You'll walk away with a clear, actionable post-divorce financial checklist—and a free customizable worksheet to help you rebuild your financial identity with clarity and confidence. Connect with Jacki: Free Gift:  Post-Divorce Game Plan - https://www.roesslerdivorce.com/wp-content/uploads/2024/09/post-divorce-gameplan-fillable.pdf Linkedin: https://www.linkedin.com/in/jackiroessler/ Facebook: https://www.facebook.com/JackiRoesslerCDFA Website:: https://www.roesslerdivorce.com/ Podcast: https://podcasts.apple.com/us/podcast/divorce-rich-with-jacki-roessler-cdfa/id1735150222 Resources Mentioned in this episode: Follow JBD on Instagram: @journey_beyond_divorce Book a Free Rapid Relief Call: http://rapidreliefcall.com Join the High Conflict Divorce Support Group: https://www.jbddivorcesupport.com/hcdsg  

Executive pay doesn't always make headlines, yet it can offer a surprisingly clear view of a company's next move. Host Ben Silverman sits down with Senior Analyst Amy Pessetto to show how changes in long-term incentives, performance metrics, and option grants may reveal where management is really focused. Sometimes before those priorities turn up on an earnings call.Tickers Discussed: ADT, FSLR, SAMIn this episode, Ben and Amy discuss:Options on the Rise: Why some companies are swapping portions of time-based RSUs for stock options, and what that shift suggests about risk appetite in 2025.First Solar's Comp Mix: A higher RSU weight and a shorter vesting schedule and what the revised package might mean for solar-sector bulls and bears.New CEO, New Metrics: How Boston Beer rewired its incentive plan around revenue growth after handing the reins to a new chief executive.Reading the Fine Print: Practical tips for spotting sandbagging, de-risking, or strategic pivots hidden inside proxy disclosures.From Data to Decisions: A step-by-step way to fold incentive-comp insights into your research process.Edited, mixed, and scored by Calvin Marty.

In this episode, we tackle one of the most significant financial decisions tech professionals face: knowing when and how to walk away from a job—whether that's to retire or move to another opportunity—especially when equity compensation is in the mix. We emphasize the mental and financial distinction between retiring permanently and transitioning to a new firm. Retirement means permanently stepping away from income and needing a long-term strategy to generate cashflow from your assets. Switching firms, on the other hand, is temporary unemployment with the potential for new income and equity.We walk through how to determine readiness for either scenario. For retirement, it's essential to assess total wealth, stress test sustainable spending, and build a reliable paycheck from assets. For switching jobs, we need ample cash reserves and liquidity, as job searches are unpredictable in length. Equity compensation plays a central role—particularly what we leave behind. We highlight the importance of reviewing company plan documents to understand if retirement will trigger accelerated vesting or forfeiture of RSUs.When it comes to timing, especially for those with stock options or RSUs, planning ahead is critical. If possible, we want to spread taxable events over multiple years to manage the tax burden more efficiently. We also discuss evaluating whether to hold or sell company stock after departure. The decision hinges on one's financial goals, income flexibility, and risk tolerance. Behavioral aspects come into play too—avoiding regret by making informed, goal-aligned choices and not falling into the “shoulda, coulda, woulda” trap.Taxes are unavoidable, but they can be managed with proper planning, especially when dealing with capital gains, ordinary income, and potential AMT from equity compensation. We stress the importance of integrating equity compensation into a long-term financial plan, using it to meet both short-term liquidity needs and long-term diversification goals.Company-specific events like IPOs, mergers, layoffs, or vesting schedules can all influence the decision to leave. Evaluating those triggers through the lens of your goals helps in deciding whether to act now or wait. Lastly, we return to the value of working with a financial planner and the need for intentionality. Walking away—whether to retire or transition—is rarely simple, and it's okay to find the decision hard. To get in touch with Amy and her team at Thimbleberry Financial, call 503-610-6510 or visit thimbleberryfinancial.com.

In this episode you'll discover how to use Dividend Stacking to create a self-growing, hands-off income stream that builds wealth automatically over time. I'll also share something I've never talked about before, which is my stock options and RSUs from companies I've worked at, not just the stocks I've bought myself. Join the world's largest free Dividend Discord ➜ https://discord.gg/kkSr5FY Join my channel membership as a GenEx Partner to access new perks: https://www.youtube.com/channel/UCuOS-UH_s4KGhArN6HdRB0Q/join Seeking Alpha Affiliate Referral Link ➜ https://link.seekingalpha.com/2352ZCK/4G6SHH/ Click my FAST Graphs Link (Use coupon code AFFILIATE25 to get 25% off your 1st payment) ➜ https://fastgraphs.com/?ref=GenExDividendInvestor Please use my Amazon Affiliates Link ➜ https://amzn.to/2YLxsiW Thanks! As an Amazon Associate I earn from qualifying purchases. Support me & get Patreon perks ➜ https://www.patreon.com/join/genexdividendinvestor Use my Financial Modeling Prep affiliate link for awesome stock API data (up to a 25% discount) ➡️ https://site.financialmodelingprep.com/pricing-plans?couponCode=genex25

Sitting on a pile of company stock and not sure what to do with it? Jake and Cory unpack the four biggest pitfalls employees face with RSUs, ESPPs, and stock options—from tax confusion to emotional attachment—and share a simple framework to help you make more informed decisions. With real-life stories, practical strategies, and a dose of myth-busting, this episode will help you turn your equity compensation into a powerful part of your retirement plan. --------------- Subscribe to our weekly newsletter: https://bit.ly/43RcVve   Contact our team: https://bit.ly/43wksOJ   Order Jake's Amazon best selling book ‘Retiring Right': https://bit.ly/4mD2EKw    --------------- Upticks is your podcast for financial planning insights. Hosted by Jake Falcon, CRPC™ and Cory Bittner, CRPC™, who discuss the philosophy of wealth management, exploring tailored retirement plans, tax planning, and timely industry topics. Join us for concise, understandable discussions that help empower your financial literacy. --------------- Connect with Jake Falcon, CRPC™         https://www.facebook.com/jake.falcon.524         https://www.instagram.com/jake_falcon_crpc/?hl=en         https://twitter.com/jakefalconcrpc         https://www.linkedin.com/in/jakefalconfalconwealthadvisors     #rsus #stockoptions #equitycompensation #financialplanning #retirementplanning #wealthmanagement #employeestock #investingstrategy #taxplanning #uptickspodcast

Send us a textTax planning timing is crucial for maximizing wealth and minimizing your tax burden, with most people waiting too long and missing significant opportunities for savings and financial growth.• When to start tax planning if you have business income volatility or uncertainty• How one-time events like RSUs, capital gains, or inheritances should trigger planning• Why waiting for tax law changes like bonus depreciation can cost you significantly• Complex tax strategies often take months to set up properly with multiple professionals• Immediate tax savings by reducing W-2 withholdings or quarterly estimated payments• Family-based strategies need time for proper implementation during the tax year• Advanced planning reduces stress and prevents last-minute poor decision making• Earlier implementation means more time for investments to generate both tax advantages and economic returns• Hiring the right tax professional early gives you time to change if neededVisit prosperalcpa.com/apply or taxplanningchecklist.com to learn more about implementing these strategies and taking control of your financial future.

Equity compensation can be one of the most powerful tools for building wealth — but it's also one of the most misunderstood. In this episode of THE FINANCIAL COMMUTE, Chris and Mike discuss the ins and outs of equity-based pay, from stock options and RSUs to employee stock purchase plans. Whether you're negotiating a new offer or trying to make sense of what's already in your compensation package, their conversation will help you optimize your equity.Tune in if you're interested in the following:• The different types of equity compensation: non-qualified stock options, incentive stock options, restricted stock units, and employee stock purchase plans• How vesting schedules work• How to optimize equity for taxes

In this episode, I break down the ins and outs of Restricted Stock Units (RSUs), Non-Qualified Stock Options (NSOs), Incentive Stock Options (ISOs), or Employee Stock Purchase Plans (ESPPs).---------✅ Financial planning for 30-50 year old entrepreneurs: ⁠⁠⁠https://www.allstreetwealth.com⁠⁠⁠⁠⁠✅ My personal blog & newsletter: ⁠⁠⁠https://www.thomaskopelman.com⁠⁠⁠⁠⁠Disclaimer: None of this should be seen as financial advice. It is just for informational purposes.

In this episode of the Rich Habits Podcast, Robert Croak and Austin Hankwitz answer your questions!---

In this second installment of Absolute Trust Talk's international estate planning series, host Kirsten Howe welcomes back estate planning specialist Janet Brewer to explore advanced strategies for families with cross-border connections. Building on their previous discussion of guardianship challenges, this episode focuses on critical tax considerations and financial hurdles faced by international families. Janet, a certified specialist with over 30 years of experience serving Silicon Valley clients, explains the unique tax opportunities available to visa holders with stock options and RSUs, which could result in savings of hundreds of thousands of dollars in estate taxes. The conversation reveals why appointing trustees who live abroad can trigger costly "foreign trust rules" and explores practical obstacles, such as banking restrictions, that complicate international wealth transfers. Janet and Kirsten also discuss the unexpected documentation requirements that can delay inheritance distributions to beneficiaries across borders, including the little-known "transfer tax certificate" that can hold up distributions for 6-9 months even when no tax is owed. Whether you're working in the US on a visa, have family members overseas, or are a US citizen living abroad, these expert insights could protect your hard-earned wealth from unnecessary complications and taxation.   Time-stamped Show Notes: 0:00 Introduction 1:22 Janet introduces a common scenario: Visa holders with stock options and RSUs who need specialized planning. 2:54 Did you know? US citizens enjoy a nearly $14 million exemption, while non-US domiciliaries face estate tax after just $60,000. 4:56 Discover the key "planning opportunity" for visa holders: Gifts of US stock aren't subject to gift tax, but the same stock in their estate would face up to 40% tax at death. 8:53 Janet explains the critical distinction between "residence" and "domicile" for tax purposes, and how visa holders can legally leverage this difference. 11:31 Find out why appointing a foreign trustee can trigger costly "foreign trust rules" that reduce funds available for beneficiaries. 13:42 Learn about the growing practical challenge of US banks refusing accounts for trustees who don't have US addresses. 16:17 Next, Kirsten and Janet discuss why hiring a US-based professional fiduciary might be the most cost-effective solution despite the emotional preference for family trustees. 18:49 Obtaining an ITIN (International Taxpayer ID Number) can delay distributions by months, another documentation hurdle that foreign beneficiaries face. 22:09 Janet shares a recent discovery about US citizens living abroad: their US assets require a "transfer tax certificate" that can take 6-9 months from the IRS, even when no tax is owed. 25:44 Here's a workaround for the transfer tax certificate delay: Opening a probate proceeding can allow distributions to proceed more quickly.

Today's agenda:  The manual of me Cringe corporate speak: take it offline Hot topic: all things start-ups: how to be successful, key traits and how to survive in an evolving organization What is it like working as an HR professional in a start-up? Reactivity vs. proactivity Working in an unpredictable and evolving environment can be an effective way to grow in your career Opportunities to build departments from the ground up RSUs and equity Informing and influencing on the job - it's not for everybody How do HR and all other business professionals, employees and leaders help shape a healthy startup culture? Questions/Comments  Your To-Do List: Grab merch, submit Questions & Comments, and make sure that you're the first to know about our In-Person Meetings (events!) at ⁠https://www.hrbesties.com⁠. Follow your Besties across the socials and check out our resumes here: ⁠https://www.hrbesties.com/about⁠.  Subscribe to the HR Besties Newsletter - ⁠https://hr-besties.beehiiv.com/subscribe⁠ We look forward to seeing you in our next meeting - don't worry, we'll have a hard stop! Yours in Business + Bullsh*t,  Leigh, Jamie & Ashley Follow Bestie Leigh! ⁠https://www.tiktok.com/@hrmanifesto⁠ ⁠https://www.instagram.com/hrmanifesto⁠ ⁠https://www.hrmanifesto.com⁠ Follow Bestie Ashley! ⁠https://www.tiktok.com/@managermethod⁠  ⁠https://www.instagram.com/managermethod⁠ ⁠https://www.linkedin.com/in/ashleyherd/⁠ ⁠https://managermethod.com⁠ Follow Bestie Jamie! ⁠https://www.millennialmisery.com/⁠ Humorous Resources: ⁠Instagram⁠ • ⁠YouTube⁠ • ⁠Threads⁠ • ⁠Facebook⁠ • ⁠X⁠ Millennial Misery: ⁠Instagram⁠ • ⁠Threads⁠ • ⁠Facebook⁠ • ⁠X⁠ Horrendous HR: ⁠Instagram⁠ • ⁠Threads⁠ • ⁠Facebook⁠ Tune in to “HR Besties,” a business, work and management podcast hosted by Leigh Elena Henderson (HRManifesto), Ashley Herd (ManagerMethod) and Jamie Jackson (Humorous_Resources), where we navigate the labyrinth of corporate culture, from cringe corporate speak to toxic leadership. Whether you're in Human Resources or not, corporate or small business, we offer sneak peeks into surviving work, hiring strategies, and making the employee experience better for all. Tune in for real talk on employee engagement, green flags in the workplace, and how to turn red flags into real change. Don't miss our chats about leadership, career coaching, and takes from work travel and watercooler gossip. Get new episodes every Wednesday, follow us on socials for the latest updates, and join us at our virtual happy hours to share your HR stories. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Navigating tech salaries and equity can be confusing, but understanding the details of stock options, RSUs, and compensation strategies can significantly impact your financial future. Compensation expert, Kimberly Hodgdon, who has worked with major tech companies like Netflix and Pinterest, breaks down key insights to help you maximize your earning potential such as:How to decipher and negotiate tech compensation packages, including RSUs and ESPPs.Strategies for evaluating a company's stock value before accepting an offer.Expert tips on managing equity for long-term financial success.Show NotesWeekly Newsletter Sign-Up: http://bit.ly/37hqtQWThe Salary Project: https://www.careercontessa.com/the-salary-project/LevelsFYI: https://www.levels.fyi/Blind: https://www.teamblind.com/salaryGuest Resources:Kimberly Hodgedon: https://www.linkedin.com/in/kimberlyhodgdon/The Comp Team: https://www.thecompteam.com/Comp. Template: Spreadsheet to calculate Total CompensationCareer Contessa ResourcesBook 1:1 career coaching session: https://www.careercontessa.com/hire-a-mentor/Take an online course: https://www.careercontessa.com/education/Get your personalized salary report: https://www.careercontessa.com/the-salary-project/Browse open jobs: https://www.careercontessa.com/jobs/ See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.