The equity incentive plan refers to the agreement on equity compensation for managers who leave voluntarily when the company's control right changes. This plan can promote the management to accept the change of the company's control, reduce the conflict of interest between the management and shareholders, and reduce or even eliminate the hidden capital caused by the management to resist the change. Common "golden parachute" equity incentive plans include: accelerating the exercise or ownership of equity held by old employees; Increase additional equity awards.

其“金色降落傘”股權(quán)激勵(lì)計(jì)劃的特征，往往在于控制權(quán)變更為前置條件。一般情況下，該激勵(lì)計(jì)劃的主要條款包括控制權(quán)變更條款、終止條款和補(bǔ)償條款等3個(gè)部分。

Its "golden parachute" equity incentive plan is often characterized by the change of control rights as preconditions. Generally, the main terms of the incentive plan include three parts: change of control clause, termination clause and compensation clause.

其中，控制權(quán)變更條款是指當(dāng)公司定比例股份被收購(gòu)之后，由于該股份收購(gòu)導(dǎo)致了公司實(shí)際控制權(quán)發(fā)生了實(shí)質(zhì)的變更;終止條款即管理層員工在公司控制權(quán)變化后，非自愿與公司終止了雇傭關(guān)系，但其中并不包括管理層自身過(guò)錯(cuò)所引起的終止情形;補(bǔ)償條款，是指公司和管理層之間達(dá)成關(guān)于離職后補(bǔ)償內(nèi)容、補(bǔ)償方式的約定。其中，控制權(quán)變更和終止條款屬于方案中的前提，補(bǔ)償條款則是結(jié)果。

Among them, the change of control clause refers to the substantial change in the actual control of the company due to the acquisition of a certain proportion of shares of the company after the acquisition; The termination clause means that the management staff terminated the employment relationship with the company involuntarily after the change of the company's control, but it does not include the termination caused by the management's own fault; Compensation clause refers to the agreement reached between the company and the management on the content and method of post-employment compensation. Among them, the change of control and termination clauses are the premise of the scheme, and the compensation clause is the result.

在實(shí)際操作中，“金色降落傘”計(jì)劃經(jīng)常用來(lái)解決企業(yè)創(chuàng)業(yè)元老提前離退休的激勵(lì)問(wèn)題。通過(guò)給予這些元老們相應(yīng)的股份，可以消除高管退休前后物質(zhì)利益和內(nèi)心角色的巨大落差，也可以將企業(yè)元老直接變成公司股東，防止核心員工在離職或退休后跳槽到競(jìng)爭(zhēng)公司。運(yùn)用這一條款，還可以有效消除新老員工之間的隔閡，有利于企業(yè)文化的傳承與企業(yè)的長(zhǎng)遠(yuǎn)發(fā)展。

In practical operation, the "golden parachute" plan is often used to solve the incentive problem of early retirement of enterprise entrepreneurs. By giving these seniors corresponding shares, it can eliminate the huge gap between the material interests and internal roles of senior executives before and after retirement, and can also directly turn corporate seniors into shareholders of the company, preventing core employees from jumping to competitive companies after leaving or retirement. Applying this clause can also effectively eliminate the gap between new and old employees, and is conducive to the inheritance of corporate culture and the long-term development of the enterprise.

“金色降落傘”計(jì)劃面向的激勵(lì)對(duì)象不僅可以是董事、監(jiān)事，也可以是企業(yè)中的高級(jí)管理人員或技術(shù)人員，例如簽署了保密協(xié)議的重要員工，或者由董事會(huì)認(rèn)定的特殊貢獻(xiàn)員工等。當(dāng)他們離職之后，可以采取設(shè)定期限的虛股分紅方式對(duì)其加以激勵(lì)，期限可以是離職3年后或者5年后，也可以提前在方案中設(shè)定好原因，何種情況下離開(kāi)、企業(yè)會(huì)在多長(zhǎng)時(shí)間內(nèi)用多大額度激勵(lì)他們。

The incentive targets of the "golden parachute" plan can be not only directors and supervisors, but also senior managers or technicians in enterprises, such as important employees who have signed confidentiality agreements, or special contribution employees recognized by the board of directors. When they leave, they can be encouraged by means of virtual share dividends with a set period of time. The period can be 3 years or 5 years after leaving, or the reasons can be set in the plan in advance. Under what circumstances, and how long the enterprise will use to motivate them.

在“金色降落傘”股權(quán)激勵(lì)計(jì)劃中，新員工的股權(quán)激勵(lì)持股平臺(tái)，好與“金色降落傘”的持股平臺(tái)加以區(qū)分。企業(yè)可以考慮同時(shí)設(shè)立兩個(gè)有限合伙企業(yè)，其中一個(gè)作為老員工的持股平臺(tái)，用于開(kāi)展“金色降落傘”計(jì)劃;另一個(gè)則作為一般股權(quán)激勵(lì)平臺(tái)，針對(duì)新員工設(shè)立。

In the "golden parachute" equity incentive plan, the equity incentive shareholding platform for new employees should be distinguished from the "golden parachute" shareholding platform. The enterprise can consider setting up two limited partnerships at the same time, one of which is used as the shareholding platform for old employees to carry out the "golden parachute" plan; The other is set up as a general equity incentive platform for new employees.

“金色降落傘”屬于股權(quán)激勵(lì)計(jì)劃的一一種，當(dāng)然也需要設(shè)立約束條件。如，企業(yè)可以設(shè)立“接班人計(jì)劃”的行權(quán)條件，即對(duì)于被授予期權(quán)的老員工而言，其每個(gè)人都有行權(quán)的前提條件:為公司培養(yǎng)出指定的骨干領(lǐng)導(dǎo)，并幫助其順利交接崗位職責(zé)，達(dá)到這一一條件，才能夠拿到激勵(lì)股份。

The "golden parachute" is one of the equity incentive plans, and of course, constraints need to be set up. For example, an enterprise can set up the vesting conditions of the "succession plan", that is, for the old employees who have been granted the option, each of them has the preconditions for exercising the right: to train the designated backbone leaders for the company, and help them to smoothly transfer their duties, and only when these conditions are met can they get the incentive shares.

利用類似條款，實(shí)際上就能將新老員工的利益變成完全致的。因?yàn)橐坏┩瓿山唤?，老員工所持有的該股份就能，而新員工除了職業(yè)生涯的進(jìn)取之外，也可以拿到對(duì)應(yīng)的激勵(lì)。反之，雙方權(quán)益都會(huì)受損。還有什么相關(guān)疑惑嗎？歡迎來(lái)我們網(wǎng)站http://www.qingyanghualv.com進(jìn)行咨詢了解！

By using similar terms, the interests of new and old employees can be fully realized. Because once the handover is completed, the shares held by the old employees can be doubled, and the new employees can also get corresponding incentives in addition to their career progress. On the contrary, the rights and interests of both parties will be damaged. Are there any related doubts? Welcome to our website http://www.qingyanghualv.com Consult and understand!