Rolls-Royce has introduced share ownership to its global workforce across 30 countries for the first time, launching with a free share award to help employees become shareholders. This initiative was followed by a share purchase and matching plan, offering employees flexible participation options. The focus on clear communication and seamless enrolment has been key to the plan's success.

In this session, join representatives from Rolls-Royce, plan administrator EQ, legal advisors from Tapestry, and communications experts from Eximia as they discuss the design and implementation of this ground-breaking program. They’ll share insights on their objectives, strategies for overcoming challenges, and lessons learned along the way.

KEY LEARNING POINTS:

• Discover the approach to designing an inclusive global equity plan with multiple participation options to cater to diverse employee needs.
• Learn how clear communication and easy enrolment were crucial for the success of the global share plan rollout.
• Gain insights on what worked, what could be improved, and how to apply these lessons to future global equity initiatives.

Since its establishment in 1993, the Czech Republic has seen significant changes in equity compensation. Our panelists, who began their careers around that time, will discuss the evolution of accounting, tax, and regulatory legislation, and their impact on common equity plan practices. We will also explore how employee expectations and corporate practices have evolved. The session will conclude with a look at current and future trends, including the effects of the global talent war, technological advancements, and corporate ownership on equity compensation.

KEY LEARNING POINTS:

• Understanding the global evolution of equity compensation and its regulatory impacts.
• Exploring how employee expectations and corporate practices have shaped equity plans.
• Considering the future of equity compensation in light of global talent trends and technological changes.

Discover the award-winning strategies of Amazon and Google in transforming global share plans. Amazon, winner of ‘Best Use of Technology’ in 2024, will delve into how their VIA system automated complex LOA and COS processes for 400,000+ equity-eligible employees across 60 countries, ensuring compliance, reducing errors, and enhancing efficiency through real-time vesting visibility. Google, winner of ‘Best Use of Technology,’ in 2023 will showcase Project Nutella, their automation initiative that saved 1,500+ hours annually while enhancing accuracy, productivity, and participant experiences.

KEY LEARNING POINTS:

• Identify key processes within your equity plans that are prime candidates for automation, and learn how to integrate technology to save time, reduce errors, and enhance efficiency.
• Develop strategies to build modular, adaptable equity management systems that can scale with your company and incorporate evolving regulations, ensuring compliance across multiple jurisdictions.
• Create effective communication and stakeholder collaboration plans to attract employee buy-in and participation in your equity plans, leveraging insights from successful ambassador programs and data-driven decision-making.

In this session, the panel will explore the key restrictions impacting equity compensation today, from 'soft' restrictions such as shareholder approval ('say on pay') and progressive tax rates, to reputational risks, disclosure requirements, and litigation (including high-profile cases like the Elon Musk case).

This session will also address how these constraints influence equity plan structuring, and delve into the "hard" restrictions that companies face, especially in today’s evolving political environment.

KEY LEARNING POINTS:

• Understand the impact of shareholder approval, 'say on pay', and progressive tax rates on equity compensation decisions.
• Explore the risks around disclosure, reputational challenges, and litigation, including implications from high-profile cases.
• Debate the effects of the current political climate on both 'hard' and 'soft' restrictions in equity plan structuring.

Equity awards come with great responsibility—tax obligations, broker account management, and financial health considerations. This interactive session will explore how to design a comprehensive education program that empowers employees to fully understand and appreciate their stock compensation. Learn how a multi-layered approach can enhance engagement with equity awards and foster greater financial wellness across your workforce.

KEY LEARNING POINTS:

• Strategies for developing a multi-layered education program on equity awards.
• How to boost employee appreciation of stock compensation and its long-term benefits.
• Best practices for promoting financial wellness alongside equity plan education.