The Restricted Stock Unit Award Agreement is a crucial document used when companies want to provide equity-based compensation to employees in Singapore. It forms part of a company's equity incentive strategy, helping to align employee interests with company performance and retention goals. The agreement must comply with Singapore's regulatory framework, including securities laws, tax regulations, and employment legislation. It typically includes detailed provisions about vesting schedules, performance conditions, taxation, and what happens to the RSUs in various scenarios such as employment termination or corporate reorganization. This document is particularly important for companies looking to attract and retain talent in competitive sectors while managing their equity dilution.
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Key Requirements PROMPT example:
Restricted Stock Unit Award Agreement
"I need a Restricted Stock Unit Award Agreement for our Singapore-based technology company, granting 10,000 RSUs to our new Chief Technology Officer with a four-year vesting schedule starting March 1, 2025, including specific provisions for acceleration upon a change in control."
1. Parties: Identifies the company granting the RSUs and the employee receiving them
2. Background: Explains the context of the RSU grant and references to any equity incentive plan
3. Definitions: Defines key terms used throughout the agreement including 'RSUs', 'Vesting Date', 'Plan', etc.
4. Grant of RSUs: Details of the RSU award including number of units and grant date
5. Vesting Schedule: Specifies the vesting timeline and conditions
6. Settlement of RSUs: Describes how RSUs will be converted to shares or cash upon vesting
7. Taxation: Addresses tax obligations and withholding requirements under Singapore law
8. Termination Provisions: Explains what happens to RSUs upon various types of employment termination
1. Change in Control Provisions: Addresses treatment of RSUs in case of company merger or acquisition - recommended for listed companies or those anticipating corporate transactions
2. Clawback Provisions: Allows company to recoup RSUs in certain circumstances of misconduct or financial restatement
3. International Provisions: Addresses cross-border implications and compliance requirements for non-Singapore based recipients
1. Schedule 1 - Vesting Schedule: Detailed timeline of vesting dates and quantities
2. Schedule 2 - Tax Information Sheet: Summary of tax implications and obligations under Singapore law
3. Schedule 3 - Equity Incentive Plan: Copy or summary of the main plan under which RSUs are granted
4. Schedule 4 - Acceptance Form: Form for employee to formally accept the RSU grant
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