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One of the most common arguments against ESOPs is that they substitute for other compensation, replacing cash or diversified retirement investments with risky stock.

Then overwhelming conventional wisdom has been that options accounting rules would dampen the use of options for top executives. Maybe not, it turns out. According to a New York Times article (July 17, 2006), a new unpublished study by H.

A new study for the Employee-Owned S Corporations of America (ESCA) shows that S corporation ESOPs did far better than the average company in 2008 in terms of employment growth, health and retirement benefits, wages, wealth creation, and job creation.

A new study in the UK shows that high-performance work practices can positively affect employee commitment, engagement, turnover intention, and job satisfaction, but only if multiple practices are used together, including broad-based incentive pay.

New rules for Summary Plan Descriptions for all ERISA plans require more complete and specific disclosure about plan provisions. While much of the new rule focuses on health plans, ESOPs, pension plans, stock bonus plans, 401(k) plans, and welfare benefit plans are covered as well.

A new study conducted by John Zogby Strategies on behalf of Employee-Owned S Corporations of America (ESCA), Employee Financial Health and Sentiments Amid the Pandemic, provides evidence that employees in S corporation ESOPs suffered fewer financial setbacks compared to a sample of employees at companies without ESOPs. 

A new survey by Pension Forum reported in the September 1997 issue of Institutional Investor reports that 39% of the responding companies provide their entire match to employee 401(k) plan deferrals in the form of company stock. Another 12.8% match partially in company stock.

Morgan Stanley has published a new survey of 750 stock plan participants in large public companies that describes how employees react to these plans.

An online survey of 2,373 U.S.

A newly released survey from Sibson Consulting and WorldatWork of 336 publicly traded companies shows that eligibility for option awards dropped from 37% of nonexempt employees in 2002 to 27% in 2003. For sales staff, 67% of employees were eligible in 2002, compared to 57% in 2003.