EY Share-Based Payment Guide

Financial reporting developments
A comprehensive guide
Share-based payment
Revised July 2014
To our clients and other friends

In December 2004, the Financial Accounting Standards Board (FASB) issued FASB Statement No. 123
(revised 2004), Share-Based Payment (codified in ASC Topic 718, Compensation-Stock Compensation),
which was a revision of FASB Statement No. 123, Accounting for Stock-Based Compensation.
Statement 123(R) superseded APB Opinion No. 25, Accounting for Stock Issued to Employees and its
interpretations, and amended FASB Statement No. 95, Statement of Cash Flows (codified in
ASC Topic 230, Statement of Cash Flows).
We have designed this publication as a resource to help you become familiar with the accounting for
share-based payments and assess the impact that share-based payments may have on your companys
financial statements. Chapter 1 provides a high-level overview of the accounting for share-based
payments. The remainder of this publication describes the accounting for share-based payments in
considerable detail. Throughout this publication we have included the actual text from ASC 718 and
other ASC topics (presented in shaded boxes) followed by our interpretations of that guidance (EY
comments made within the guidance are included in bracketed text).
This eighth edition has been updated to reflect the latest guidance on common practice issues, including
the FASBs ASU 2014-12 that addresses awards with terms that provide that a performance target could
be achieved after the requisite service period. We expect to continue to update this publication as
additional questions and implementation issues arise. All income tax related topics, including the income
tax accounting considerations of share-based payments are included in our publication on ASC 740,
Income Taxes.
Our accounting, tax, and human capital professionals are available to assist you in understanding and
complying with the accounting requirements for share-based payments and to help you consider the
possible impact on your companys compensation strategy and plan design.
July 2014
Contents
1
Overview ................................................................................................................... 1
1.1 Background ........................................................................................................................... 1
1.2 Scope.................................................................................................................................... 1
1.3 The modified grant-date approach .......................................................................................... 2
1.4 Measurement of share-based awards ...................................................................................... 3
1.4.1
Option valuation............................................................................................................ 3
1.4.1.1
Considerations for nonpublic companies ............................................................ 4
1.5 Employee stock purchase plans .............................................................................................. 5
1.6 Recognition of compensation cost .......................................................................................... 5
1.6.1
Determining the requisite service period......................................................................... 5
1.6.2
Estimating forfeitures.................................................................................................... 6
1.6.3
Recognition of compensation cost awards with graded vesting ..................................... 6
1.7 Modifications ......................................................................................................................... 6
1.8 Cash settlements ................................................................................................................... 7
1.9 Liabilities ............................................................................................................................... 7
1.9.1
Classification ................................................................................................................ 7
1.9.2
Measurement of liabilities public companies ................................................................. 8
1.9.3
Measurement of liabilities nonpublic companies ........................................................... 8
1.10 Income taxes ......................................................................................................................... 8
Scope........................................................................................................................ 9
2.1 Transactions subject to ASC 718 ............................................................................................ 9
2.1.1
Issued in exchange for goods or services ........................................................................ 9
2.1.2
Based on or settled in the issuers stock.......................................................................... 9
2.1.3
Awards to employees and nonemployees ..................................................................... 10
2.1.4
Employee stock ownership plans .................................................................................. 10
2.2 Definition of employee ...................................................................................................... 10
2.2.1
Definition of control ................................................................................................. 11
2.2.2
Part-time employees ................................................................................................... 12
2.2.2.1
Leased employees and co-employment arrangements ...................................... 12
2.2.3
Nonemployee directors ............................................................................................... 13
2.2.3.1
Directors of subsidiaries ................................................................................. 14
2.2.3.2
Example stock options granted to nonemployee directors .............................. 14
2.2.3.3
Example awards granted to members of advisory board ................................. 15
2.2.3.4
Example large grants to nonemployee directors ............................................ 15
2.2.4
Awards to employees of partnerships and similar entities .............................................. 16
2.3 Certain transactions with related parties and other economic interest holders ........................ 17
2.3.1
Definition of economic interest ................................................................................. 18
2.3.2
Definition of related party......................................................................................... 18
2.3.3
Awards granted between companies in a consolidated group......................................... 19
2.3.3.1
Consolidated financial statements ................................................................... 19
2.3.3.2
Separate financial statements ......................................................................... 19
2.3.3.3
Awards between entities under common control .............................................. 19
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2.4 Awards granted to employees of an equity method investee .................................................. 21

2.4.1
Accounting by the contributing investor ....................................................................... 22
2.4.2
Accounting by the investee.......................................................................................... 22
2.4.3
Accounting by the other investors................................................................................ 22
2.5 Awards by an employer based on another companys stock.................................................... 22
2.6 Employee stock purchase plans (including look-back options) ................................................. 23
2.7 Escrowed share arrangements (or placing vesting requirements on previously
issued shares)...................................................................................................................... 23
2.8 Trusts related to employee benefits ...................................................................................... 24
2.8.1
Rabbi trusts ................................................................................................................ 24
2.8.2
Other employee benefit trusts (e.g., flexitrusts, SECTs) ....................................... 25
2.9 Determining whether a company is public or nonpublic .......................................................... 26
2.9.1
Private equity investees .............................................................................................. 27
2.9.2
Subsidiaries of companies with equity securities traded on a foreign exchange ............... 27
2.9.3
Transition from nonpublic to public status .................................................................... 27
Measurement of equity awards granted to employees ................................................ 28

3.1 Objective ............................................................................................................................. 28
3.2 Measurement basis .............................................................................................................. 28
3.2.1
Employee services received versus equity instruments issued ....................................... 28
3.2.2
Fair-value-based measurement .................................................................................... 29
3.2.3
If a company cannot reasonably estimate fair value ...................................................... 30
3.2.4
Exception for nonpublic entities that cannot estimate expected volatility........................ 31
3.2.4.1
Calculated value ............................................................................................ 31
3.2.4.2
Change from calculated value to fair value ....................................................... 32
3.3 Measurement date ............................................................................................................... 33
3.3.1
Definition of grant date ............................................................................................ 33
3.3.1.1
Mutual understanding of key terms and conditions ........................................... 34
3.3.1.1.1
Practical accommodation regarding the concept of mutual understanding ... 34
3.3.1.1.2
Substantive terms of the plan ................................................................. 36
3.3.1.2
Employee begins to benefit from or be adversely affected by a
change in the stock price ................................................................................ 36
3.3.1.3
All necessary approvals must be obtained ........................................................ 37
3.3.1.4
Must meet the definition of an employee.......................................................... 38
3.3.1.5
Service inception date .................................................................................... 39
3.4 Effect of service, performance, and market conditions on measurement................................. 39
3.4.1
Overview .................................................................................................................... 39
3.4.2
Service conditions ....................................................................................................... 40
3.4.3
Performance conditions .............................................................................................. 41
3.4.3.1
Definition ...................................................................................................... 41
3.4.3.1.1
Requires the employee to render service ................................................. 41
3.4.3.1.2
Based on the operations or activities of the employer or
activities of the employee ...................................................................... 43
3.4.3.1.3
May be defined by reference to other groups or entities ........................... 44
3.4.3.2
Performance conditions that affect vesting (or exercisability) of an award.......... 44
3.4.3.3
Performance (or service) conditions that affect factors other than
vesting or exercisability .................................................................................. 45
3.4.3.4
Performance conditions to be established at a future date ................................ 47
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3.4.4
Market conditions ....................................................................................................... 47
3.4.5
Other conditions ......................................................................................................... 48
3.4.6
Multiple conditions ...................................................................................................... 48
3.5 Reload options and contingent features ................................................................................ 49
3.5.1
Reload options ............................................................................................................ 49
3.5.2
Contingent features .................................................................................................... 50
3.6 Dividend-protected awards ................................................................................................... 52
3.6.1
Dividend equivalents paid on equity instruments prior to vesting ................................... 52
3.6.2
Dividend equivalents paid on liability instruments.......................................................... 53
3.6.3
Dividend equivalents that reduce the exercise price ...................................................... 54
3.6.4
Implications of dividend equivalents on Earnings per Share (EPS) .................................. 54
3.7 Nonrecourse notes .............................................................................................................. 54
3.7.1
Recourse notes may be substantively nonrecourse ....................................................... 55
3.8 Early exercise of employee stock options and similar share purchases .................................... 56
3.9 Changes in employment status ............................................................................................. 58
3.9.1
Individual changes employment status and continues to vest under the
original terms of the award .......................................................................................... 58
3.9.1.1
A nonemployee becomes an employee ............................................................ 59
3.9.1.2
An employee becomes a nonemployee ............................................................ 59
3.9.1.3
An individual ceases to provide substantive service and continues
to vest in an award......................................................................................... 61
3.9.2
A modification is required for the individual to continue to vest in the award .................. 61
3.10 Balance sheet presentation of equity awards ......................................................................... 61
Recognition of compensation cost ............................................................................ 62

4.1 Overview ............................................................................................................................. 62
4.1.1
Deferred compensation cost is not recognized .............................................................. 62
4.1.2
Compensation cost is recognized only if the requisite service is provided ....................... 63
4.1.2.1
Must estimate the number of instruments for which the requisite
service will be provided .................................................................................. 63
4.1.3
Compensation cost is capitalized in certain circumstances............................................. 64
4.1.4
Recognizing the change in fair value or intrinsic value for certain awards ....................... 64
4.2 Requisite service period ....................................................................................................... 65
4.2.1
Definition of requisite service period and requisite service ............................................. 65
4.2.2
Cannot immediately recognize cost of an award with a service condition........................ 66
4.2.3
Employment agreements and other arrangements should be considered
when determining the requisite service period .............................................................. 66
4.2.4
Requisite service period for employee stock purchase plans .......................................... 67
4.3 Service inception date .......................................................................................................... 67
4.3.1
Service inception date may precede the grant date ....................................................... 67
4.3.1.1
No substantive service requirement subsequent to the grant date ..................... 68
4.3.1.2
Performance or market condition must be satisfied prior to the
grant date ..................................................................................................... 68
4.3.1.3
Bonuses settled partly or entirely in shares ...................................................... 69
4.3.2
Accounting for an award when the service inception date precedes the
grant date................................................................................................................... 72
4.3.3
Service inception date cannot occur prior to obtaining all necessary approvals ............... 72
4.3.4
Grant date may precede the service inception date ....................................................... 73
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4.4
Effect of service, performance, and market conditions on recognition of

compensation cost ............................................................................................................... 73
4.4.1
Service conditions ....................................................................................................... 74
4.4.1.1
Requisite service period generally is the explicit service period .......................... 74
4.4.1.2
Nonsubstantive service conditions (e.g., acceleration on retirement) ................. 75
4.4.1.2.1
Nonsubstantive service periods due to retirement provisions .................... 75
4.4.1.2.2
Noncompete arrangement as an in-substance service condition ................ 76
4.4.1.3
Estimating forfeitures .................................................................................... 80
4.4.1.4
Accounting for awards subject to graded vesting .............................................. 81
4.4.1.5
Accounting for an award with graded vesting and all substantive
terms are not known at the agreement date ..................................................... 82
4.4.1.6
Comprehensive examples of the accounting for awards subject to
service vesting............................................................................................... 83
4.4.2
Performance conditions .............................................................................................. 92
4.4.2.1
Implicit service period .................................................................................... 93
4.4.2.2
Compensation cost is recognized if it is probable that the
performance condition will be achieved ........................................................... 93
4.4.2.2.1
Performance conditions based on IPOs, change in control
and other liquidity events ....................................................................... 95
4.4.2.3
Changes in estimate of the probability of achievement of the
performance condition ................................................................................... 95
4.4.2.4
Performance conditions that affect factors other than vesting or
exercisability ................................................................................................. 96
4.4.2.4.1
Multiple performance conditions that affect the number of
instruments that will vest ....................................................................... 96
4.4.2.4.2
Performance conditions that affect the fair value of
instruments that vest............................................................................. 99
4.4.2.4.3
Multiple independent performance conditions established at
the inception of the arrangement.......................................................... 100
4.4.2.4.4
Multiple performance conditions established subsequent to
the inception of the arrangement.......................................................... 102
4.4.2.4.5
Performance conditions dependent on satisfaction of
previous performance conditions .......................................................... 102
4.4.2.5
Impact of performance conditions on cost attribution
(accelerated attribution) ............................................................................... 103
4.4.3
Market conditions ..................................................................................................... 103
4.4.3.1
Derived service period .................................................................................. 103
4.4.3.2
Deeply out-of-the-money options .................................................................. 105
4.4.3.2.1
Modifications of deeply out-of-the-money options .................................. 105
4.4.3.3
Recognizing compensation cost for an award with a market condition .............. 106
4.4.3.4
Impact of market conditions on cost attribution (accelerated attribution) ......... 107
4.4.4
Service, performance, and market conditions that affect factors other
than vesting or exercisability ..................................................................................... 107
4.4.5
Multiple conditions .................................................................................................... 108
4.4.5.1
Determining the requisite service period for an award that has
multiple conditions ....................................................................................... 108
4.4.5.2
Example Share-based payment award with market and service
conditions (TARSAP) .................................................................................... 109
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4.4.5.3
Example Award that vests based on the achievement of a

performance condition or a market condition ................................................. 111
4.4.5.4
Example Options that become exercisable on a liquidity event
resulting in a specified return to shareholders ................................................ 111
4.5 Accounting for changes in the requisite service period ......................................................... 112
4.5.1
Adjusting the requisite service period based on a service or
performance condition .............................................................................................. 113
4.5.2
Adjusting the requisite service period based on a market condition .............................. 114
4.5.3
Adjusting the requisite service period for awards with a market condition
and a performance or service condition ...................................................................... 114
4.5.4
Changes in the requisite service period that are recognized in the
current period ........................................................................................................... 115
4.5.4.1
Condition becomes probable of being satisfied ............................................... 115
4.5.4.2
A different condition becomes probable of being satisfied resulting
in a different number of instruments expected to vest .................................... 115
4.5.4.3
A different condition becomes probable of being satisfied resulting
in a different grant-date fair value ................................................................. 116
4.5.5
Changes in the requisite service period that are recorded prospectively ....................... 116
Accounting for liability instruments ........................................................................ 117

5.1 Measurement objective and measurement date for liabilities ................................................ 117
5.2 Criteria for classifying awards as liabilities ........................................................................... 117
5.2.1
Options and similar instruments that allow for cash settlement .................................... 118
5.2.1.1
Accounting for contingently redeemable options and similar instruments ......... 118
5.2.1.2
Temporary equity classification considerations ........................................................... 120
5.2.1.3
Options to acquire liability instruments ....................................................................... 120
5.2.2
Applying the classification criteria in ASC 480 ............................................................ 120
5.2.2.1
Example Application of classification guidance to book (formula)
value stock purchase plan............................................................................. 123
5.2.3
Classification of awards that include share repurchase features................................... 124
5.2.3.1
Employee has the right to put shares ............................................................. 126
5.2.3.2
Employer has the right to call shares ............................................................. 127
5.2.3.3
Call feature is contingent .............................................................................. 129
5.2.3.4
Repurchase feature equivalent to a forfeiture provision .................................. 129
5.2.3.5
Application of ASR 268 (temporary equity) by SEC registrants ........................ 130
5.2.3.5.1
Vested versus nonvested awards .......................................................... 132
5.2.3.5.2
Redeemable stock options or redeemable shares ................................... 132
5.2.3.5.3
Contingent redemption ........................................................................ 133
5.2.3.5.4
Accounting for changes in amounts classified as temporary equity .......... 134
5.2.3.5.5
Examples ............................................................................................ 135
5.2.3.5.6
Exceptions to the requirements of distinguishing liabilities
from equity ......................................................................................... 138
5.2.3.5.7
Application of ASR 268 to nonemployee awards .................................... 138
5.2.4
Awards with conditions other than market, performance, or service conditions........... 139
5.2.4.1
Options that can be exercised in a foreign currency ........................................ 139
5.2.5
Substantive terms may cause liability classification ..................................................... 140
5.2.5.1
Awards for which the employer can choose cash or share settlement............... 141
5.2.6
Broker-assisted cashless exercises and minimum statutory withholding requirements .. 143
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5.2.6.1
Net-share settlement and broker-assisted cashless exercises .......................... 143
5.2.6.2
Tendering shares to satisfy minimum statutory withholding requirements ........ 145
5.2.6.2.1
Hypothetical minimum statutory withholding for expatriate employees.... 147
5.2.7
Awards that may be settled partially in cash ............................................................... 147
5.2.7.1
Guarantees of the value of stock underlying an option grant............................ 147
5.2.7.2
Awards settled partially in cash and partially in shares .................................... 148
5.3 Subsequent accounting for certain freestanding financial instruments .................................. 148
5.3.1
Determining when an award becomes subject to other accounting literature ................ 148
5.3.2
Measurement of awards subject to other accounting literature .................................... 150
5.3.3
Accounting for modifications of share-based payments that become
subject to other literature .......................................................................................... 150
5.4 Public entities Measurement and recognition of liability awards ......................................... 151
5.4.1
Comprehensive example of accounting for a share-based liability ................................ 152
5.5 Nonpublic entities Measurement and recognition of liability awards ................................... 154
5.6 Awards of profits interests and similar interests .................................................................. 155
Estimating fair value-based measurements ............................................................. 158

6.1 Definition of fair value ........................................................................................................ 158
6.2 Fair-value hierarchy ........................................................................................................... 158
6.3 How various terms are incorporated into the valuation ........................................................ 160
6.3.1
Nontransferability and nonhedgeability during the vesting period ................................ 160
6.3.2
Nontransferability or nonhedgeability after the vesting period..................................... 160
6.3.2.1
Impact of nontransferability or nonhedgeability of shares ............................... 161
6.3.2.2
Impact of nontransferability or nonhedgeability of options .............................. 162
6.3.2.3
Impact of nontransferability or nonhedgeability of shares underlying options ... 162
6.3.3
Market conditions ..................................................................................................... 162
6.3.4
Reload features ........................................................................................................ 164
6.3.5
Certain contingent features (e.g., clawbacks) ............................................................. 165
6.4 Valuing nonvested stock .................................................................................................... 165
6.4.1
Definition of nonvested stock.................................................................................. 165
6.4.2
Stock awards with vesting conditions ......................................................................... 166
6.4.3
Stock awards with post-vesting restrictions ................................................................ 166
6.4.4
Stock awards that do not pay dividends during the vesting period ................................ 166
6.4.5
Valuing stock awards by nonpublic companies ............................................................ 166
6.5 Stock options and stock appreciation rights ......................................................................... 168
6.5.1
Stock options and SARs granted by nonpublic companies ............................................ 169
6.5.1.1
Use of calculated value .............................................................................. 169
6.5.1.2
Use of intrinsic value .................................................................................... 169
6.5.2
Valuation of employee stock purchase plans ............................................................... 169
6.6 Change in valuation methodology ....................................................................................... 169
Using option-pricing models to value employee stock options ................................... 171

7.1 Valuation of employee stock options ................................................................................... 171
7.1.1
Market price for employee stock options .................................................................... 171
7.2 Use of option-pricing models .............................................................................................. 173
7.2.1
Overview of the Black-Scholes-Merton formula ........................................................... 177
7.2.2
Overview of lattice models......................................................................................... 178
7.2.2.1
Implementing lattice models ......................................................................... 179
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7.2.3
Selecting an option-pricing model .............................................................................. 179
7.2.3.1
Use of different option-pricing models for options with
substantively different terms ........................................................................ 183
7.2.3.2
Changing option-pricing models or input assumptions ..................................... 184
7.3 Selecting option-pricing model input assumptions................................................................ 185
7.3.1
Expected term of the option ...................................................................................... 189
7.3.1.1
Exercise behavior under lattice models .......................................................... 193
7.3.1.2
Expected term under the Black-Scholes-Merton formula ................................. 194
7.3.1.3
Expected term of awards with graded vesting ................................................ 199
7.3.2
Expected stock volatility ............................................................................................ 199
7.3.2.1
Historical realized volatility ........................................................................... 200
7.3.2.1.1
Length of measurement period............................................................. 200
7.3.2.1.2
Excluding periods from measurement of historical realized volatility........ 201
7.3.2.2
Implied volatilities ........................................................................................ 203
7.3.2.3
Changes in corporate structure and capital structure ...................................... 205
7.3.2.4
Limitations on availability of historical data .................................................... 205
7.3.2.5
Guideline companies .................................................................................... 205
7.3.2.6
Historical data intervals ................................................................................ 206
7.3.2.6.1
Method of measuring historical realized volatility ................................... 207
7.3.2.7
Weighting of items for consideration ............................................................. 208
7.3.2.7.1
Exclusive reliance on implied volatility ................................................... 209
7.3.2.7.2
Exclusive reliance on historical realized volatility.................................... 210
7.3.2.8
Disclosures relating to estimates of expected volatility.................................... 211
7.3.2.9
Expected volatility under lattice models ......................................................... 211
7.3.2.10 Expected volatility under the Black-Scholes-Merton formula ............................ 212
7.3.3
Expected dividends ................................................................................................... 212
7.3.3.1
Expected dividends under lattice models ........................................................ 213
7.3.3.2
Expected dividends under the Black-Scholes-Merton formula........................... 213
7.3.4
Risk-free interest rate................................................................................................ 214
7.3.4.1
Risk-free interest rate under lattice models .................................................... 214
7.3.4.2
Risk-free interest rate under the Black-Scholes-Merton formula ....................... 215
7.3.5
Lattice models number of time steps ....................................................................... 215
7.3.6
Dilution..................................................................................................................... 215
7.3.7
Credit risk ................................................................................................................. 216
7.3.8
Frequency of valuation .............................................................................................. 216
7.4 Valuing certain employee stock options .............................................................................. 217
7.4.1
Inability to estimate fair value .................................................................................... 217
7.4.2
Use of calculated value for employee stock options granted by
nonpublic companies ................................................................................................. 217
7.4.2.1
When calculated value should be used ........................................................... 217
7.4.2.2
How to determine an appropriate industry sector index .................................. 218
7.4.2.3
Changing the industry sector index................................................................ 219
7.4.2.4
How to calculate volatility used in the calculated value .................................... 219
7.4.2.5
Example of use of calculated value ................................................................ 220
7.4.3
Valuation of awards that contain reload features ........................................................ 221
7.4.4
Options on restricted stock ........................................................................................ 221
7.4.5
Stock options with indexed exercise prices ................................................................. 222
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7.4.6
7.4.7
7.4.8
Tandem plans ........................................................................................................... 224

Employee stock purchase plans (including look-back options) ...................................... 226
Dividend-protected awards ........................................................................................ 227
Accounting for modifications, exchanges, and settlements ....................................... 228

8.1 Accounting for modifications .............................................................................................. 228
8.1.1
Modifications to provide for transferability of employee stock options.......................... 230
8.1.2
Examples of modifications to share-based payments ................................................... 230
8.1.2.1
Modification of vested stock options .............................................................. 230
8.1.2.2
Modification of nonvested stock options ........................................................ 232
8.1.3
Modifications of deeply out-of-the money options ....................................................... 233
8.1.4
Modifications of incentive stock options...................................................................... 233
8.2 Modifications of vesting conditions ..................................................................................... 234
8.2.1
Type I (probable-to-probable) modification ................................................................. 235
8.2.2
Type II (probable-to-improbable) modification ............................................................. 237
8.2.3
Type III (improbable-to-probable) modification ............................................................ 239
8.2.3.1
Modification to accelerate vesting in connection with
employees termination ................................................................................ 240
8.2.3.2
Modification to accelerate vesting with no change in fair value ........................ 240
8.2.4
Type IV (improbable-to-improbable) modification ........................................................ 241
8.2.5
Modification to accelerate vesting on a change in control ............................................ 243
8.3 Modifications of market conditions...................................................................................... 243
8.4 Modifications that change an awards classification.............................................................. 245
8.4.1
Modification that changes classification from equity to a liability .................................. 245
8.4.1.1
Example modification that changes classification from equity to
a liability that continues to be indexed to employers shares ............................ 248
8.4.1.2
Example Modification that changes classification from equity to
a liability not indexed to the companys shares ............................................... 251
8.4.2
Modification that changes classification from a liability to equity .................................. 252
8.4.2.1
Example modification that changes classification from a liability
to equity ..................................................................................................... 252
8.4.3
Exchange of share-based payments for a combination of cash and
modified equity instruments ...................................................................................... 253
8.4.3.1
Example All options are vested before modification; options and
cash are vested after modification................................................................. 253
8.4.3.2
Example Options were nonvested before modification; cash
consideration is vested ................................................................................. 254
8.4.3.3
Options were nonvested before modification, cash consideration is
subject to vesting......................................................................................... 254
8.5 Inducements...................................................................................................................... 255
8.6 Equity restructurings ......................................................................................................... 256
8.6.1
Modification to add an antidilution protection to an award ........................................... 257
8.6.2
Awards are adjusted and original award does not contain antidilution
provisions or award provides for discretionary adjustment .......................................... 258
8.6.3
Original award contains antidilution provisions ........................................................... 259
8.6.3.1
Adjustments in connection with a spinoff ....................................................... 260
8.6.4
Awards to individuals who are no longer employees as a result of a spinoff .................. 261
8.7 Repurchases or cancellations of awards of equity instruments ............................................. 262
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8.8 Cancellation and replacement of awards of equity instruments............................................. 264

8.8.1
Exchanges of options in business combinations .......................................................... 264
8.8.1.1
Recognition of payroll taxes on options exchanged in a business combination .... 265
8.9 Implications of frequent modifications................................................................................. 265
8.10 Modifications and settlements of awards granted prior to the adoption of ASC 718 ............... 266
8.10.1 Modified prospective and modified retrospective adopters .......................................... 266
8.10.2 Prospective adopters ................................................................................................ 266
8.11 Modifications of awards held by former employees .............................................................. 266
Accounting for share-based payment transactions with nonemployees ..................... 267

9.1 Share-based payments to nonemployees ............................................................................ 267
9.1.1
Excess tax benefits must be presented as financing cash flows .................................... 267
9.1.2
Application of ASC 718 to nonemployee awards by analogy ........................................ 267
9.1.2.1
Measurement of share-based liabilities .......................................................... 268
9.1.2.2
Classification of share-based payments to nonemployees................................ 268
9.2 Overview of ASC 505-50.................................................................................................... 270
9.3 Measurement date ............................................................................................................. 270
9.3.1
Performance commitment ......................................................................................... 271
9.3.1.1
Performance commitments on long-term sales contracts ................................ 272
9.3.2
Completed performance ............................................................................................ 272
9.4 Measurement approach ..................................................................................................... 273
9.4.1
Accounting prior to the measurement date................................................................. 274
9.4.2
Changes in quantity or terms subsequent to the measurement date ............................ 274
9.4.2.1
Changes resulting from market conditions ..................................................... 274
9.4.2.1.1
Measurement on and prior to the measurement date ............................. 274
9.4.2.1.2
Accounting after the measurement date ............................................... 275
9.4.2.2
Changes resulting from performance conditions ............................................. 275
9.4.2.2.1
9.4.2.2.2
9.4.2.3
Changes resulting from both market conditions and performance conditions .... 276
9.4.2.3.1
9.4.2.3.2
9.5 Period and manner of recognition ....................................................................................... 276
9.5.1
Balance sheet presentation........................................................................................ 277
9.5.1.1
Balance sheet presentation of nonvested equity instruments .......................... 277
9.5.1.2
Balance sheet presentation of vested equity instruments ................................ 277
9.5.1.3
Application of ASR 268 to nonemployee awards ............................................ 278
9.6 Illustrative examples .......................................................................................................... 278
10 Income tax accounting considerations ..................................................................... 282

11 Earnings per share ................................................................................................. 283
11.1 Overview ........................................................................................................................... 283
11.2 Employee stock options the treasury stock method........................................................... 284
11.2.1 Options that vest based only on service conditions...................................................... 286
11.2.2 Computing the tax adjustment to assumed proceeds................................................... 287
11.2.2.1 Calculation of assumed proceeds for awards that are fully or
partially vested on the date of adoption of ASC 718 ....................................... 288
11.2.2.2 Out-of-the-money options for which adjustments to assumed
proceeds results in an in-the-money option ................................................. 289
Financial reporting developments Share-based payment | ix
Contents
11.2.3 Effect of forfeitures on diluted EPS ............................................................................ 289

11.2.4 Example calculation of the dilutive effect of employee stock options ............................ 290
11.3 Nonvested stock that vests based on service conditions ....................................................... 292
11.4 Awards that vest or become exercisable based on the achievement of
performance or market conditions ...................................................................................... 293
11.5 Awards that may be settled in stock or cash ........................................................................ 295
11.6 Awards of subsidiary stock or stock options ........................................................................ 296
11.7 Employee stock purchase plans .......................................................................................... 298
11.8 Participating share-based payment awards and the two-class method .................................. 299
11.8.1 Determining whether a nonvested share-based payment award is a
participating security................................................................................................. 300
11.8.2 Allocation of earnings and losses ............................................................................... 300
11.8.3 Earnings per nonvested share-based payment award .................................................. 300
11.8.4 Changes in forfeiture rates ........................................................................................ 301
11.8.5 Diluted EPS ............................................................................................................... 301
11.8.6 Illustrative example ................................................................................................... 302
11.8.7 Dividend equivalents paid on participating share-based liabilities ................................. 305
11.8.8 Quarterly and year-to-date calculations ...................................................................... 305
11.8.9 Equity restructurings................................................................................................. 305
11.8.10 Discontinued operations ............................................................................................ 305
12 Employee stock purchase plans .............................................................................. 308

12.1 Noncompensatory plans..................................................................................................... 308
12.1.1 Terms of the plan are available to all stockholders ...................................................... 309
12.1.2 Discount does not exceed the estimated issuance costs for a public offering ................ 310
12.1.3 Substantially all employees may participate on an equitable basis ................................ 311
12.1.4 The plan incorporates no option features ................................................................... 311
12.2 Valuation of ESPPs (including look-back options) ................................................................. 312
12.3 Requisite service period for ESPPs ...................................................................................... 320
12.4 Changes in withholdings and rollovers................................................................................. 320
12.4.1 Increase in withholdings ............................................................................................ 320
12.4.2 Decrease in withholdings ........................................................................................... 323
12.4.3 Rollover of plan withholdings ..................................................................................... 323
12.5 ESPPs with a fixed monetary value ..................................................................................... 323
12.6 Accounting for disqualifying dispositions ............................................................................. 324
12.7 Earnings per share ............................................................................................................. 324
13 Effective date and transition................................................................................... 325

13.1 Effective date .................................................................................................................... 325
13.1.1 Public entities ........................................................................................................... 325
13.1.2 Small business issuers ............................................................................................... 326
13.1.3 Nonpublic entities ..................................................................................................... 326
13.1.4 Transition dates ........................................................................................................ 326
13.2 Transition alternatives ....................................................................................................... 327
13.2.1 Public entities and certain nonpublic entities............................................................... 327
13.2.2 Nonpublic entities ..................................................................................................... 327
13.3 Modified-prospective transition........................................................................................... 327
13.3.1 Awards granted, modified, or settled subsequent to adoption date .............................. 327
Financial reporting developments Share-based payment | x
Contents
13.3.2 Awards granted prior to adoption date ....................................................................... 328

13.3.2.1 Valuation of awards granted prior to the adoption of ASC 718 ........................ 328
13.3.2.2 Recognition of compensation cost for awards with graded vesting ................... 328
13.3.2.3 Recognition of forfeitures ............................................................................. 329
13.3.2.4 Recognition of dividends paid on instruments that are not expected to vest ...... 330
13.3.2.5 Deferred tax balances .................................................................................. 330
13.3.3 Modified-prospective transition .................................................................................. 331
13.4 Modified-retrospective transition ........................................................................................ 334
13.4.1 Full restatement........................................................................................................ 335
13.4.1.1 Modified-retrospective transition .................................................................. 335
13.4.2 Partial restatement ................................................................................................... 337
13.5 Prospective transition ........................................................................................................ 337
13.6 Other transition considerations........................................................................................... 338
13.6.1 Nonpublic entities that become public entities ............................................................ 338
13.6.1.1 Effective date for nonpublic entities that become public entities ...................... 338
13.6.1.2 Transition methods for nonpublic entities that become public entities .............. 338
13.6.1.3 Transition method for companies that went public before the
adoption of ASC 718 .................................................................................... 341
13.6.2 Opinion 25 variable awards ....................................................................................... 342
13.6.2.1 Opinion 25 variable equity awards................................................................. 342
13.6.2.2 Awards classified as liabilities under Statement 123 ....................................... 342
13.6.2.3 Awards classified as equity under Statement 123 but as liabilities
under ASC 718 ............................................................................................ 343
13.6.2.4 Adjustments to capitalized compensation cost ............................................... 343
13.6.3 Awards granted prior to adoption for which fair value could not be determined ............ 343
13.6.4 Credits in additional paid-in capital that are available for future deferred
tax asset write-offs.................................................................................................... 343
13.6.5 Capitalization of compensation cost on transition to ASC 718 ..................................... 344
13.6.6 Statement of cash flows ............................................................................................ 345
14 Presentation and disclosure ................................................................................... 347

14.1 Presentation...................................................................................................................... 347
14.1.1 Income statement presentation ................................................................................. 347
14.1.2 Presentation in the statement of cash flows................................................................ 347
14.2 Disclosure requirements..................................................................................................... 348
14.3 Interim disclosure requirements ......................................................................................... 352
14.4 Disclosures required for accounting changes ....................................................................... 352
14.5 Disclosure in managements discussion and analysis ............................................................ 353
14.6 Non-GAAP financial measures ............................................................................................ 354
A Abbreviations used in this publication ...................................................................... A-1

B Index of ASC References in this publication .............................................................. B-1
C IRS Revenue Ruling 87-41 common law employee guidelines..................................... C-1
D Required disclosures ............................................................................................... D-1
E
Building a lattice model ........................................................................................... E-1
Summary of important changes ............................................................................... F-1
Financial reporting developments Share-based payment | xi
Contents
Notice to readers:
This publication includes excerpts from and references to the FASB Accounting Standards Codification
(the Codification or ASC). The Codification uses a hierarchy that includes Topics, Subtopics,
Sections and Paragraphs. Each Topic includes an Overall Subtopic that generally includes pervasive
guidance for the topic, and additional Subtopics, as needed, with incremental or unique guidance. Each
Subtopic includes Sections which in turn include numbered Paragraphs. Thus, a codification reference
includes the Topic (XXX), Subtopic (YY), Section (ZZ) and Paragraph (PP). Throughout this publication
references to guidance in the codification are shown using these reference numbers.
References are also made to certain pre-codification standards (and specific sections or paragraphs of
pre-codification standards) in situations in which the content being discussed is excluded from the
Codification.
Appendix A of this publication provides abbreviations for accounting standards used throughout this
publication. Appendix B of this publication provides an index of specific Codification paragraphs and
the relevant sections within this publication in which whose paragraphs are included or discussed.
This publication has been carefully prepared but it necessarily contains information in summary form
and is therefore intended for general guidance only; it is not intended to be a substitute for detailed
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Financial reporting developments Share-based payment | xii
Overview
1.1
Background
In December 2004, the FASB issued Statement No. 123 (revised 2004), Share-Based Payment
(Statement 123(R)), which was a revision of FASB Statement No. 123, Accounting for Stock-Based
Compensation (Statement 123). Statement 123(R) superseded APB Opinion No. 25, Accounting for
Stock Issued to Employees, and its related interpretations, and amended FASB Statement No. 95,
Statement of Cash Flows. The approach for accounting for share-based payments in Statement 123(R)
was similar to the approach in Statement 123. However, Statement 123(R) required all share-based
payments to employees, including grants of employee stock options, to be recognized in the income
statement based on their fair values. Pro forma disclosure was no longer an alternative to financial
statement recognition.
Subsequent to the issuance of Statement 123(R), the FASB staff issued several FASB Staff Positions
(FSPs) and the SEC staff issued Staff Accounting Bulletins (SAB Topics) related to Statement 123(R).
Statement 123(R) was subsequently codified in FASB Accounting Standards Codification Topic 718,
Compensation-Stock Compensation. ASC 718 not only addresses the accounting for employee sharebased compensation previously addressed in Statement 123(R) and related FSPs and SAB Topics, but
also incorporates the accounting for employee stock ownership plans previously addressed in AICPA
Statement of Position 93-6, Accounting for Employee Stock Ownership Plans (the accounting for
employee stock ownership plans is not discussed in this publication).
The guidance in ASC 718 and IFRS 2, Share-Based Payment, is largely converged. The more significant
differences between ASC 718 and IFRS 2 are described in our separate document, the US GAAP/IFRS
Accounting Differences Identifier Tool. This separate document is updated periodically.
1.2
Scope
Generally, share-based payments granted to common law employees and most independent directors
(for their services as directors) are subject to the accounting model for employee awards in ASC 718.
The accounting for employee stock ownership plans (ESOPs) is addressed in ASC 718-40.
Nonemployee awards are subject to the guidance in ASC 505-50, Equity-Equity-Based Payments to NonEmployees (formerly EITF Issue No. 96-18, Accounting for Equity Instruments That Are Issued to Other
Than Employees for Acquiring, or in Conjunction with Selling, Goods or Services). Accounting for awards
issued to non-employees is discussed in detail in Chapter 9. Currently, equity awards to nonemployees
typically are remeasured at fair value at each reporting date until the award vests. The final measurement
for most nonemployee awards is on the date the award vests, rather than the grant-date measurement
specified for most employee awards classified as equity under ASC 718. As a result, share-based
payments to nonemployees can result in significant volatility in the amount of cost recognized based on
changes in the grantors stock price between the awards grant date and its vesting date.
The scope of ASC 718 is discussed in greater detail in Chapter 2.
Financial reporting developments Share-based payment | 1
1.3
Overview
The modified grant-date approach

ASC 718 utilizes a modified grant-date approach in which the fair value of an equity award (the
accounting for liability awards is discussed in Section 1.9 and Chapter 5) is estimated on the grant
date without regard to service or performance conditions. The fair value is recognized (generally as
compensation expense) over the requisite service period for all awards that vest. Compensation cost 1 is
not recognized for awards that do not vest2 because service or performance conditions are not satisfied.
Illustration 1-1
For example, a company grants an employee options on 100 shares with a fair value of $10 per option
($1,000 in total) subject to a requirement that the individual remain employed for two years to earn the
award (i.e., vesting is subject to an explicit service condition). Under the modified grant-date approach,
the likelihood of the award vesting does not impact the estimated fair value of the award, but does
impact whether that fair value ultimately is recognized in the financial statements. If the award vests,
the employer recognizes $1,000 in compensation cost ratably over the two-year requisite service
period. If the options qualify for a tax deduction on exercise, the tax benefit associated with the
recognized compensation cost is recognized as a reduction to income tax expense and a deferred tax
asset over the two-year service period. If the award does not vest (because the employee fails to
provide service for the requisite two-year period), no compensation cost or tax benefit is recognized.
The measure of compensation cost to be recognized over the service period can be expressed as the
price (i.e., fair value) of each award times the quantity of awards expected to vest. For equity awards,
service conditions do not impact the price ($10 in our example), but do impact the quantity of awards
recognized (100 options, in our example). Quantity is adjusted as the estimate of the number of awards
that will vest changes. In our example, because the grant involved only one employee, the quantity of
awards that ultimately will be recognized is either zero or 100. However, as discussed in Section 1.6.2,
companies must estimate the number of awards that will vest and recognize compensation cost only for
those awards. Those estimates must be evaluated each reporting period and adjusted, if necessary, by
recognizing the cumulative effect of the change in estimate on compensation cost recognized in prior
periods (to adjust the compensation cost recognized to date to the amount that would have been
recognized if the new estimate of forfeitures had been used since the grant date).
Some equity awards provide that they will vest or become exercisable only if specified performance
conditions are satisfied. The performance condition could be a function of the individual employees
performance, or the financial performance of the employer (or a portion of the employers operations).
Similar to service vesting conditions, performance vesting conditions also generally impact the quantity
of awards recognized rather than price. That is, failure to satisfy the performance condition will result in
no compensation cost being recognized by the company. In some cases, performance conditions may
affect other terms of an award (e.g., the exercise price) and in those cases, the achievement of
performance conditions could affect the fair value or price of the award (see Section 4.4.2.4).
We use the term compensation cost rather than compensation expense throughout this publication because in some cases the
compensation cost from a share-based payment to an employee is capitalized (e.g., in inventory or a self-constructed fixed asset).
We use the term vest in this context to mean the point in time at which the employee has provided the requisite service. In
certain circumstances, the requisite service period can differ from the service or performance vesting periods, as discussed later
in this Chapter.
Overview
If exercisability is dependent on the achievement of a specified stock price or return on the stock price
(e.g., stock-price appreciation plus dividends), either in absolute terms or relative to the stock price or
stock return of other companies, that condition (defined as a market condition in ASC 718) is
incorporated into the grant-date valuation of the award (the price) and not in determining the quantity
of awards for which compensation cost is recognized. Compensation cost based on that fair value is
recognized even if the market condition is not satisfied and the award never becomes exercisable (as
long as the requisite service has been provided). This is very different from the accounting for awards
with service or performance conditions that are not achieved, in which case no compensation cost is
recognized for that award. However, the grant-date valuation (price) of an award with a market condition
is less than the value of an otherwise comparable award without a market condition (i.e., the price is
discounted for the possibility that the market condition will not be achieved).
The accounting for share-based payments becomes more complex when the terms include a combination
of service, performance, or market conditions. Chapter 4 provides detailed guidance on the recognition
of share-based payments under ASC 718.
1.4
Measurement of share-based awards

As noted above, ASC 718 provides that the fair value of equity instruments issued to employees
generally should be estimated on the grant date. Although the objective of ASC 718 is to recognize the
value of the services to be received in exchange for share-based payments to employees, the fair value
of the share-based payment is more readily determinable than the fair value of the employee services to
be received. Further, compensation cost should be measured on the grant date because, among other
reasons, (a) a conditional promise to issue an equity instrument exists on the grant date and (b) it is on
the grant date that the parties have a mutual understanding of the terms of the award.
The measurement date for share-based payments is discussed in greater detail in Chapter 3. The
valuation of share-based payments is discussed in Chapter 6. The use of option-pricing models to value
employee stock options is discussed in more detail in Chapter 7.
1.4.1
Option valuation
While fair value may be readily determinable for certain awards of stock, market quotes are not available
for long-term, nontransferable stock options. Because observable market prices of identical or similar
instruments in active markets are not available for employee stock options, the fair value of a stock
option awarded to an employee generally must be estimated using an option-pricing model.
ASC 718 does not prescribe the use of a specific option-pricing model, but does require that companies
use an option-pricing model that takes into account, at a minimum, the following six inputs:
The exercise price of the option
The expected term of the option, taking into account both the contractual term of the option and the
effects of employees expected exercise and expected post-vesting termination behavior
The current price of the underlying share
The expected volatility of the price of the underlying share
The expected dividends on the underlying share
The risk-free interest rate(s) for the expected term of the option
Overview
The requirement to use the six input assumptions above has led many companies to use the BlackScholes-Merton formula to estimate the fair value of employee stock options. However, the BlackScholes-Merton formula or other closed-form option-pricing models, that require the use of single
estimates of expected term, expected volatility, the risk-free interest rate, and expected dividends, may
not be the best methods to estimate the fair value of an employee stock option.
Closed-form option-pricing models are commonly used to value transferable stock options. However,
employee stock options typically are not transferable, and employees frequently exercise them prior to
expiration for numerous reasons, including a desire to diversify their risk and the need to finance personal
expenditures. While closed-form option-pricing models may be adapted to address the characteristics of
employee stock options, such adaptations typically require simplifying assumptions that could result in
measurement error.
Additionally, closed-form option-pricing models do not allow for the use of dynamic assumptions about
expected term, interest rates, expected volatility, and expected dividends. Instead, a single input must be
used for each of these assumptions.
Because of the limitations of closed-form models, ASC 718 indicates that the use of a more complex
lattice model (e.g., a binomial model) that will take into account employee exercise patterns based on
changes in the companys stock price and other variables, and allow for the use of other dynamic
assumptions, may result in a better valuation of the typical employee stock option when the data
necessary to develop the inputs for the calculations is available.
Lattice models and the Black-Scholes-Merton formula are conceptually the same. The key difference
between a lattice model and a closed-form model, such as the Black-Scholes-Merton formula, is the
flexibility of the former. For example, the likelihood of early exercise of an employee stock option
increases as the intrinsic value of that option increases. Additionally, many employees choose to exercise
options with significant intrinsic value shortly after those options vest. Also, because the term of most
employee stock options truncates when an employee is terminated (e.g., on termination, the employee
may have 90 days to exercise a vested option), employee terminations also result in early exercises.
As a final example, some employees may be subject to blackout periods during which the employee
cannot exercise his or her options. All of these factors can be modeled using a lattice model, which allows
for the use of dynamic assumptions about employees expected exercise behavior and expected postvesting termination behavior, as well as other assumptions used in option-pricing models (e.g., the term
structures of interest rates and volatilities can be incorporated into such models). Because of this
flexibility, the FASB believes that lattice models often will provide a better estimate of an employee stock
options fair value than a closed-form model such as the Black-Scholes-Merton formula.
1.4.1.1
Considerations for nonpublic companies

ASC 718 also requires that nonpublic companies value equity awards to employees at fair value unless it
is not possible to make a reasonable estimate of fair value. If a nonpublic company cannot reasonably
estimate the expected volatility of its stock, it must use an alternative method (defined as calculated
value) that incorporates each of the inputs required by ASC 718, with the exception of the expected
volatility of its stock. Rather than use the expected volatility of the companys own stock, the historical
volatility of an appropriate industry sector index would be used. ASC 718 specifies a rigid approach for
measuring the volatility of the appropriate industry sector index based on daily historical values of the
index over a period equal to the expected term of the option being valued.
1.5
Overview
Employee stock purchase plans

Employee stock purchase plans (ESPPs) generally provide a broad group of employees the right
to acquire employer stock through payroll deductions. A typical plan (e.g., one that qualifies for favorable
tax treatment under Section 423 of the Internal Revenue Code: a Section 423 Plan) allows employees
to buy the employers stock over a period of time (e.g., two years) at a discount from the market price at
the date of grant. Many ESPPs provide for (a) purchases at a discount from the current stock price and
(b) option features. ASC 718 provides specific criteria to determine whether an ESPP would be considered
compensatory or noncompensatory. These criteria and the accounting for compensatory ESPPs are
discussed in Chapter 12.
1.6
Recognition of compensation cost

ASC 718 requires the cost of share-based payments to employees to be recognized over the requisite
service period. As that cost is recognized, equity or a liability is credited for a like amount. That is, the
equity instrument or liability is only recognized as services are rendered (recognizing the full fair value of
the instrument and an offsetting deferred compensation contra-equity or contra-liability account is not
permitted). The requisite service period is the period of time over which an employee must provide
service in exchange for an award under a share-based payment arrangement and generally is presumed
to be the vesting period. However, if performance or market conditions (see Section 1.3) affect either the
exercise price or the vesting date, the service period used for attribution purposes must be consistent
with the assumptions used in estimating the fair value of the award (e.g., the estimated time frame that
will be required to achieve the performance or market condition). Estimating the requisite service period
and other issues dealing with the recognition of compensation cost are discussed in greater detail in
Chapter 4.
1.6.1
Determining the requisite service period

The requisite service period must be determined based on an analysis of all terms and conditions
included in an equity-based award. The requisite service period may be:
Explicit that is, directly stated in the terms of the agreement (e.g., if the award vests after three
years of continuous service, the explicit service period is three years).
Implicit that is, inferred from the terms of the arrangement, usually from a performance condition
(e.g., if the award vests when earnings per share increases by a specified amount, and it is expected
to take four years to achieve that level of earnings per share, the implicit service period is four years)
or other terms of an award that render the explicit service period nonsubstantive (e.g., an award
provides for acceleration of vesting on retirement and the employee currently is eligible for
retirement or will become eligible for retirement prior to the end of the explicit service period).
Derived that is, derived from the valuation technique used to value an award with a market
condition (e.g., if an option becomes exercisable when the stock price achieves a specified level, and
it is expected to take five years to achieve that level, the derived service period is five years).
A share-based payment may have more than one explicit, implicit, or derived service period, but will have
only one requisite service period for accounting purposes. That is, if an award has multiple conditions
and related service periods, the entity must determine the period of time over which compensation cost
will be recognized.
When the initial estimate of the requisite service period is based on an explicit or implicit service period,
the requisite service period is adjusted for changes in the expected outcomes of the related service or
performance conditions. Such a change is recognized prospectively over the remaining requisite service
period, unless the fair value or number of awards expected to vest also changes (e.g., as a result of a
Overview
change in the performance condition expected to be achieved when achievement of different performance
conditions results in the vesting of different quantities of shares). In this case, the cumulative effect of the
change on past and current periods is recognized in the period of the change in estimate. However,
derived requisite service periods are never changed even if the grantors estimate of the expected period
required to achieve the market condition changes, except that if the market condition is achieved (and
the award vests or becomes exercisable) prior to the end of the requisite service period, any remaining
unrecognized compensation cost is recognized immediately when the market condition is achieved.
1.6.2
Estimating forfeitures
ASC 718 requires that employers estimate forfeitures (resulting from the failure to satisfy service or
performance conditions) when recognizing compensation cost. An employers estimate of forfeitures
should be adjusted as actual forfeitures differ from its estimates, resulting in the recognition of
compensation cost only for those awards that actually vest. The effect of a change in estimated
forfeitures is recognized through a cumulative catch-up adjustment (i.e., the cumulative effect of
applying the change in estimate retrospectively is recognized in the period of change) that is included in
compensation cost in the period of the change in estimate. That is, cumulative compensation cost
recognized to date is adjusted to the amount that would have been recognized if the new estimate of
forfeitures had been used since the grant date.
1.6.3
Recognition of compensation cost awards with graded vesting

Many employee awards are subject to graded vesting (i.e., portions of the award vest at different times
during the vesting period, as opposed to cliff vesting, in which all awards vest at the end of the vesting
period). Under ASC 718, an entity may elect either the accelerated recognition method or a straight-line
recognition method for awards subject to graded vesting based only on a service condition, regardless of
how the fair value of the award is measured (i.e., each vesting tranche is valued as a separate award or
all vesting tranches in the aggregate are valued as one award using an average expected term). However,
compensation cost recognized to date must be at least equal to the measured cost of the vested tranches.
The choice of attribution method is a policy decision that should be applied consistently to all share-based
payments subject to service conditions. However, this choice does not extend to awards that are subject to
performance or market conditions. The measured compensation cost for an award subject to performance
or market conditions must be recognized ratably for each vesting tranche from the service inception date
to the end of the requisite service period.
1.7
Modifications
ASC 718 indicates that a modification to the terms of an award should be treated as an exchange of the
original award for a new award with total compensation cost equal to the grant-date fair value of the
original award plus the incremental value of the modification to the award. Under ASC 718, the calculation
of the incremental value is based on the excess of the fair value of the new (modified) award based on
current circumstances over the fair value of the original option measured immediately before its terms
are modified based on current circumstances. That is, the original (pre-modification) option will be valued
based on current assumptions, without regard to the assumptions made on the grant date and, therefore,
the expected term used to measure the value of the pre-modification option is not limited to the remainder
of the expected term estimated on the grant date.
The model described above must be further expanded to deal with the modification of vesting conditions,
which, as discussed earlier, are not incorporated into the estimate of fair value. That model generally
provides for the recognition of compensation cost based on the grant-date fair value of the original
award or the modification-date fair value of the modified award, depending on whether the original or
modified vesting conditions are expected to be met. ASC 718 states that the measured cost of a modified
award generally cannot be less than the grant-date fair value of an equity award to an employee. An
Overview
exception to that requirement is provided for a modification to a vesting condition when the award was
not expected to vest pursuant to the original terms. In that case, the fair value of the modified award is
recognized if the modified award eventually vests. The fair value of the original award is no longer
relevant, even if the original vesting conditions are satisfied.
The accounting for modifications of share-based payments is discussed further in Chapter 8.
1.8
Cash settlements
A cash settlement of a share-based payment award classified as an equity instrument is accounted for as
the repurchase of an equity instrument at its fair value. Any excess of the amount paid by the employer
to settle such an award over the settlement-date fair value of the award (based on current assumptions,
including the currently estimated expected term) is recognized as additional compensation cost. Further,
if the settled award was not fully vested, the settlement would effectively accelerate vesting and require
the recognition of any unrecognized compensation cost associated with the award. Finally, a pattern of
cash settling equity awards may suggest that the substantive terms of the awards provide for cash
settlement and, as a result, liability (variable) accounting may be required.
The accounting for cancellations and settlements of share-based payments is discussed in greater detail
in Chapter 8 and Section 5.2.5.
1.9
Liabilities
1.9.1
Classification
As discussed in the preceding section, a practice of settling awards for cash could also result in liability
classification. In addition, ASC 718 requires that certain other types of employee awards also be
classified as liabilities. Those awards include:
Awards containing conditions that affect vesting, exercisability, or other conditions relevant in
measuring fair value that are not market, performance, or service conditions (e.g., an award with an
exercise price indexed to the price of gold or some other commodity, even if the commodity is used
in or an output of the grantors operations).
Awards that are accounted for as liabilities under ASC 480, Distinguishing Liabilities from Equity
(formerly FASB Statement No. 150, Accounting for Certain Financial Instruments with
Characteristics of both Liabilities and Equity) (e.g., a freestanding written put option that allows the
employee to require the employer to purchase shares at a specified price and forward purchase
contracts that require the employer to purchase and the employee to sell shares at a specified price),
except as described below.
Certain awards subject to repurchase features. In connection with some share-based payments, the
instrument, or the shares underlying the instrument, may be subject to repurchase as a result of
employee put rights or employer call rights. The award must be classified as a liability under ASC 718
if either: (a) the repurchase feature permits the employee to avoid bearing the risks and rewards
normally associated with equity share ownership for a reasonable period of time (generally six
months) from the date the share is issued or vests, or (b) it is probable that the employer would
prevent the employee from bearing those risks and rewards for a reasonable period of time
(generally six months) from the date the share is issued or vests. If neither of these conditions is met,
the award initially is classified as equity. Also, if the employee has the right to require the company
to purchase an award for cash and the award is classified as equity under ASC 718 (e.g., the
employee has a fair value put on shares underlying an option that may not be exercised until at
least six months after option exercise), the SECs guidance in Accounting Series Release No. 268,
Overview
Redeemable Preferred Stocks, and SAB Topic 14.E require temporary equity classification of the
redemption value of that award. The accounting for awards classified as temporary equity is
discussed in more detail in Section 5.2.3.5.
The determination of whether or not an award should be classified as a liability and the accounting for
such awards is discussed in more detail in Chapter 5.
1.9.2
Measurement of liabilities public companies

ASC 718 requires that public companies measure share-based awards classified as liabilities at fair value
at each reporting date. For example, a cash-settled stock appreciation right (i.e., a commitment by the
employer to pay the employee in cash an amount by which the employers stock price on a specified
future date exceeds a stated strike price), effectively a net-cash settled written call option, is classified as
a liability. The same option-pricing approach is used to estimate the fair value of that cash-settled stock
appreciation right as is used for an economically equivalent stock option. That fair value is remeasured
each reporting period and the pro-rata vested portion of the award is recognized as a liability. Over its
term, the time value of the stock appreciation right will decay (i.e., at settlement, the employee will
receive only intrinsic value). Accordingly, under the model in ASC 718, the time value of a liability initially
will be recognized as compensation cost, but will be reversed over time (albeit by an irregular pattern
reflecting the changes in time and the volatility of the underlying stock) as the settlement date
approaches. At expiration, cumulative compensation cost will not differ from that which would result
under the intrinsic-value method, although the amounts recognized in any single period will differ.
1.9.3
Measurement of liabilities nonpublic companies

Nonpublic entities may elect to account for liability awards using (1) the fair-value method (or the
calculated-value method described previously, using an appropriate industry sector index to estimate
volatility, if the company cannot reasonably estimate its own volatility) or (2) the intrinsic-value method.
Regardless of the measurement method used, the liability award must be remeasured at each reporting
date until the award is settled. The choice of measurement method is an accounting policy decision and
should be applied consistently to all awards accounted for as liabilities.
1.10
Income taxes
The accounting for income taxes is one of the most complex areas related to the accounting for sharebased payments. Under ASC 718, the income tax effects of share-based payments are recognized for
financial reporting purposes only if such awards would result in deductions on the companys income tax
return.3 Generally, the amount of income tax benefit recognized in any period is equal to the amount of
compensation cost recognized multiplied by the employers statutory tax rate. An offsetting deferred tax
asset also is recognized.
Chapter 21 of our Financial reporting developments publication, Income taxes, includes a comprehensive
discussion about the accounting for income tax effects of share-based payments.
In the U.S. nonqualified stock options result in a tax deduction to the employer, while incentive stock options (ISOs) typically do
not. Under a nonqualified stock option plan in the U.S., an employer generally receives a tax deduction in an amount equal to the
excess of the market price of the stock on the date of exercise over the exercise price (i.e., the intrinsic value).
Scope
2.1
Transactions subject to ASC 718

Excerpt from Accounting Standards Codification
Compensation Stock Compensation Overall
Scope and Scope Exceptions
718-10-15-3
The guidance in the Compensation Stock Compensation Topic applies to all share-based payment
transactions in which an entity acquires employee services by issuing (or offering to issue) its shares,
share options, or other equity instruments or by incurring liabilities to an employee that meet either of
the following conditions:
a.
The amounts are based, at least in part, on the price of the entitys shares or other equity
instruments. (The phrase at least in part is used because an award of share-based compensation
may be indexed to both the price of an entitys shares and something else that is neither the price
of the entitys shares nor a market, performance, or service condition.)
b.
The awards require or may require settlement by issuing the entitys equity shares or other
equity instruments.
718-10-15-5
The guidance in this Topic does not apply to the following payment transactions:
a.
Share-based transactions for other than employee services (see Subtopic 505-50 for guidance
on those transactions).
718-10-15-7
The guidance in the Overall Subtopic does not apply to equity instruments held by an employee stock
ownership plan.
2.1.1
Issued in exchange for goods or services

ASC 718 only applies to share-based payments issued in exchange for employee services. Accordingly,
it does not apply to equity or liability instruments issued in exchange for cash or other financial assets.
2.1.2
Based on or settled in the issuers stock

ASC 718 applies not only to grants of stock or stock options, but also to liabilities that are based, at least
in part, on the price of the issuers shares (e.g., stock appreciation rights payable in cash). As a result of
the use of the term in part, we believe that ASC 718 may apply to certain liabilities that are not settled
in shares. For example, a company may agree to pay an employee $10,000 if the companys stock price
is above $20 per share in two years. The fixed amount of cash is not based on the fair value of the
employers shares. However, whether or not the $10,000 is paid is based on the fair value of the
employers shares. Accordingly, we believe that the arrangement in question must be accounted for as a
liability under ASC 718. Because the liability is subject to a market condition, the market condition must
be incorporated into the estimate of the fair value of the award.
Scope
ASC 718 also applies to any obligation to issue equity instruments in exchange for employee services.
For example, ASC 718 applies to an obligation to grant shares with a fixed value on the issuance date
(e.g., stock-settled debt, which would be classified as a liability as discussed in Section 5.2.2).
Finally, the obligation need not be indexed solely to the issuers shares to be subject to ASC 718. For
example, an award indexed to both the value of the issuers shares and the value of a commodity or some
other variable would be within the scope of ASC 718. Further, as discussed in Section 5.2.4, if the other
variable does not meet the definition of a service, performance, or market condition, the award would be
accounted for as a liability under ASC 718.
2.1.3
Awards to employees and nonemployees

Share-based payments to employees generally are granted in exchange for employee services and,
therefore, are within the scope of ASC 718 unless determined to be noncompensatory (see Section 2.6).
Share-based payments granted to nonemployees in exchange for goods or services are excluded from
the scope of ASC 718 and are accounted for following the guidance in ASC 505-50. As discussed in
Section 9.1.2, if specific guidance does not exist in ASC 505-50 for certain accounting issues involving
share-based payments granted to nonemployees, the guidance in ASC 718 is applied by analogy.
Determining whether the grantee is an employee or nonemployee is important to the accounting for the
award. ASC 718 generally requires that equity awards to an employee be measured based on the fair
value of the award on the grant date. ASC 505-50 in many cases requires the cost of a nonemployee
award to be measured on the vesting date (see further discussion in Chapter 9). Because of the resulting
volatility in compensation cost resulting from the remeasurement of nonemployee awards at each
reporting date, companies should carefully evaluate the status of the award recipient. The definition of
an employee is discussed in detail in Section 2.2.
2.1.4
Employee stock ownership plans

The accounting for employee stock ownership plans (ESOPs) are excluded from the scope of the general
share-based payment literature in ASC 718. ESOPs are U.S. tax-qualified employee stock benefit plans
designed to invest primarily in the stock of the sponsoring corporation. In effect, an ESOP is a deferred
compensation plan (defined contribution pension plan) similar to a profit-sharing plan in that each
participant has a separate account. Periodic employer contributions and plan earnings are allocated to
those separate accounts. Unlike profit-sharing plans, however, ESOP benefits usually are distributable in
stock of the employer company. ASC 718-40 provides guidance on the accounting for ESOPs. Grants of
awards through vehicles that are similar to ESOPs but do not qualify as such under U.S. tax law are
accounted for under the general share-based payment accounting literature in ASC 718.
2.2
Definition of employee
Generally, share-based payments granted to common law employees and directors (for their services as
directors) that are elected by shareholders are subject to the accounting model for employee awards in
ASC 718.
Scope

Glossary
718-10-20
Employee
An individual over whom the grantor of a share-based compensation award exercises or has the right to
exercise sufficient control to establish an employer-employee relationship based on common law as
illustrated in case law and currently under U.S. Internal Revenue Service (IRS) Revenue Ruling 87-41. A
reporting entity based in a foreign jurisdiction would determine whether an employee-employer
relationship exists based on the pertinent laws of that jurisdiction. Accordingly, a grantee meets the
definition of an employee if the grantor consistently represents that individual to be an employee under
common law. The definition of an employee for payroll tax purposes under the U.S. Internal Revenue
Code includes common law employees. Accordingly, a grantor that classifies a grantee potentially
subject to U.S. payroll taxes as an employee also must represent that individual as an employee for
payroll tax purposes (unless the grantee is a leased employee as described below). A grantee does
not meet the definition of an employee solely because the grantor represents that individual as an
employee for some, but not all, purposes. For example, a requirement or decision to classify a grantee
as an employee for U.S. payroll tax purposes does not, by itself, indicate that the grantee is an
employee because the grantee also must be an employee of the grantor under common law.
2.2.1
Definition of control
The FASB concluded that the accounting model for employee awards should apply only to awards to
individuals who qualify as employees under common law (with certain exceptions, refer to Sections
2.2.2 through 2.2.4), which also is the basis for the distinction between employees and nonemployee
service providers under the current U.S. Internal Revenue Code. While meeting the definition of an
employee for purposes of U.S. payroll taxes is indicative of employee status, it is not determinative.
That is, if an individual is classified as an employee for U.S. payroll tax purposes, that fact alone does not
indicate that the individual is an employee under ASC 718 because the individual must also be a common
law employee of the company. In contrast, if an individual is not classified as an employee for U.S. payroll
tax purposes, that fact generally indicates that the individual is not an employee under ASC 718 (see
2.2.2.1 below for a discussion regarding leased employees).
The FASB concluded that an individual is an employee if the company exercises (or has the right to
exercise) control over that individual to establish an employer-employee relationship. That relationship
should be determined in the U.S. based on common law as illustrated in case law and Internal Revenue
Service (IRS) Revenue Ruling 87-41. In other countries, the determination whether an employeeemployer relationship exists should be made based on the laws of that country. The FASB noted that a
company also should consistently represent an individual as an employee for all other common law
purposes, including U.S. payroll taxes, if applicable. Additionally, we believe that to qualify as a common
law employee, the employee services provided must be substantive. For example, if the employer can
exercise control over an individual prior to the start of full-time employment, but the individual is not
expected to be asked to provide significant services, we believe that the individual would not qualify as an
employee prior to beginning full-time employment.
Because there are numerous court cases, revenue rulings, and private letter rulings that would establish
precedence in applying the common law rules in the U.S., considerable judgment, as well as consideration
of all the relevant facts and circumstances, is necessary to determine whether an individual is a common
law employee. Therefore, it is recommended that companies consult their legal counsel in making such a
Scope
determination. IRS Revenue Ruling 87-41 provides 20 factors, designed as guidelines, for determining
whether an employer-employee relationship has been established in the U.S. (Refer to Appendix C for
those guidelines.)
As indicated earlier, the FASB rejected relying solely on the classification of an individual as an employee
for payroll tax purposes because the definition for payroll tax purposes includes certain service providers
who are not common law employees. For example, many full-time insurance agents do not qualify as
employees under the common law employee definition, even though these agents may qualify as
employees for payroll tax purposes and for participation in various company-sponsored benefit plans. In
those circumstances, the awards should be accounted for under ASC 505-50.
2.2.2
Part-time employees
An individual can provide different services for two different employers and qualify as a common law
employee for both employers. This may be the case, for example, when an individual works part-time for
two different employers. In some circumstances, an individual may qualify as a common law employee of
more than one employer for the same set of services (such as in a leased employee situation, which is
discussed further in Section 2.2.2.1). In the latter situation, the FASB believes that, in substance, only
one employer compensates the worker for that set of services. Consequently, when applying ASC 718,
only one company can qualify as the employer for purposes of granting share-based payments for that
set of services.
2.2.2.1
Leased employees and co-employment arrangements

Under lease or co-employment arrangements, a company (e.g., a professional employer organization)
leases employees to another company (the lessee). In many situations, the lessor organization is the
employer of record for payroll tax purposes. It is not uncommon for leased employees to be granted
options by the lessee company. In fact, in some situations the leased employees originally were
employees of the lessee until the co-employment arrangement was executed. The FASB acknowledged
that if certain criteria are met, the lessee should be able to grant options to the leased employee and
account for them as awards to employees even though all of the usual employee-employer attributes are
not in place (e.g., the lessee does not remit payroll taxes to the governmental authorities).
In a lease or co-employment arrangement, the classification of an individual as an employee for payroll
tax purposes is not relevant in determining whether the individual is an employee of the lessee for
purposes of applying ASC 718. Rather, in such situations ASC 718 prescribes specific conditions that
must be met for the lessee to account for share-based payments to leased or co-employed individuals as
awards to employees.

Glossary
718-10-20
Employee
A leased individual is deemed to be an employee of the lessee if all of the following requirements
are met:
a.
The leased individual qualifies as a common law employee of the lessee, and the lessor is
contractually required to remit payroll taxes on the compensation paid to the leased individual for
the services provided to the lessee.
b.
Scope
The lessor and lessee agree in writing to all of the following conditions related to the leased
individual:
1.
The lessee has the exclusive right to grant stock compensation to the individual for the
employee service to the lessee.
2.
The lessee has a right to hire, fire, and control the activities of the individual. (The lessor also
may have that right.)
3.
The lessee has the exclusive right to determine the economic value of the services
performed by the individual (including wages and the number of units and value of stock
compensation granted).
4.
The individual has the ability to participate in the lessees employee benefit plans, if any, on
the same basis as other comparable employees of the lessee.
5.
The lessee agrees to and remits to the lessor funds sufficient to cover the complete
compensation, including all payroll taxes, of the individual on or before a contractually
agreed upon date or dates.
If all of the above criteria are met, the lessees relationship with the leased individual is essentially the
same as its relationship with its employees. Under those circumstances the lessee is deemed to be the
employer for purposes of applying ASC 718.
2.2.3
Nonemployee directors
Companies frequently grant stock options to nonemployee members of their board of directors in
exchange for the directors services. While nonemployee directors do not meet the definition of an
employee described above, the FASB decided to provide an exception in ASC 718, which requires sharebased payments to qualifying nonemployee directors for their services as directors to be accounted for
as employee awards under certain circumstances.

Glossary
718-10-20
Employee
A nonemployee director does not satisfy this definition of employee. Nevertheless, nonemployee
directors acting in their role as members of a board of directors are treated as employees if those
directors were elected by the employers shareholders or appointed to a board position that will be
filled by shareholder election when the existing term expires. However, that requirement applies only
to awards granted to nonemployee directors for their services as directors. Awards granted to those
individuals for other services shall be accounted for as awards to nonemployees.
The FASBs practical exception cannot be extended by analogy to other nonemployees and does not
apply to awards granted to individuals for advisory or consulting services in a non-elected capacity or to
nonemployee directors for services outside their role as a director (e.g., legal advice, investment banking
advice, or loan guarantees).
2.2.3.1
Scope
Directors of subsidiaries

Implementation Guidance and Illustrations
718-10-55-91
Nonemployee directors acting in their role as members of an entitys board of directors shall be
treated as employees if those directors were elected by the entitys shareholders or appointed to a
board position that will be filled by shareholder election when the existing term expires. However, that
requirement applies only to awards granted to them for their services as directors. Awards granted to
those individuals for other services shall be accounted for as awards to nonemployees in accordance
with Section 505-50-25. Additionally, consolidated groups may have multiple boards of directors; this
guidance applies only to either of the following:
a.
The nonemployee directors acting in their role as members of a parent entitys board of directors
b.
Nonemployee members of a consolidated subsidiarys board of directors to the extent that those
members are elected by shareholders that are not controlled directly or indirectly by the parent
or another member of the consolidated group.
Based on our discussions with the FASB staff, we understand that the guidance provided in 718-10-55-91
only applies to the directors of a consolidated subsidiary in the consolidated financial statements of the
parent. That is, if the directors of a subsidiary receive share-based payments of the parent or subsidiary
for services provided as a director of the subsidiary, that individual must have been appointed or elected
by the minority shareholders of the subsidiary for the awards to be accounted for as employee awards
in the consolidated financial statements. We understand that to conclude that the individual was elected
or appointed by the minority shareholders, the majority shareholder must be precluded from voting for
the director.
If the subsidiary director was not appointed or elected by the minority shareholders of the subsidiary, the
awards for services as a director of the subsidiary should be accounted for as awards to a nonemployee in
the parents consolidated financial statements. However, in the subsidiarys separate financial statements,
if that director was elected by the subsidiarys shareholders, which can include the controlling shareholder,
the awards to that director for services as a director should be accounted for as awards to an employee.
Note that the fact that an employee of the parent or subsidiary serves as the director of a subsidiary
does not necessarily require that all awards to that individual be accounted for as an award to a
nonemployee. Awards to that individual in connection with the individuals responsibilities as an
employee of the parent or subsidiary would be accounted for as awards to an employee in the
consolidated financial statements, as discussed in Section 2.3.3.
2.2.3.2
Example stock options granted to nonemployee directors

Illustration 2-1
Company X has four nonemployee members on its board of directors. Members of the board have
several years of business experience and possess specific knowledge and expertise within Company
Xs industry. The nonemployee directors are elected by Company Xs shareholders for a three-year
term and meet four times a year. Company X grants each nonemployee director 500 stock options for
each meeting he or she attends. Company X would account for the stock options as employee awards
because they were granted to elected nonemployee directors for their services as directors.
Scope
In addition, one of the nonemployee directors is also an environmental attorney. During the year,
Company X is named as a Potentially Responsible Party (PRP) at a Superfund site. Internal counsel has
limited experience with environmental remediation and confers numerous times with the nonemployee
director. Prior to presenting the motion to dismiss Company X as a PRP, the nonemployee director
spends approximately 100 hours consulting with internal counsel. Ultimately, Company X is successful
and is dismissed as a PRP. Company X grants the nonemployee director 7,500 options for his
consulting services. Company X would account for the 7,500 stock options under ASC 505-50 because
the nonemployee director received stock options for services unrelated to his service as a director.
2.2.3.3
Example awards granted to members of advisory board

718-10-55-90
This Topic defines employee as an individual over whom the grantor of a share-based compensation
award exercises or has the right to exercise sufficient control to establish an employer-employee
relationship based on common law as illustrated in case law and currently under U.S. Internal Revenue
Service (IRS) Revenue Ruling 87-41. An example of whether that condition exists follows. Entity A
issues options to members of its Advisory Board, which is separate and distinct from Entity As board
of directors. Members of the Advisory Board are knowledgeable about Entity As industry and advise
Entity A on matters such as policy development, strategic planning, and product development. The
Advisory Board members are appointed for two-year terms and meet four times a year for one day,
receiving a fixed number of options for services rendered at each meeting. Based on an evaluation of
the relationship between Entity A and the Advisory Board members, Entity A concludes that the
Advisory Board members do not meet the common law definition of employee. Accordingly, the
awards to the Advisory Board members are accounted for as awards to nonemployees under the
provisions of this Topic.
2.2.3.4
Example large grants to nonemployee directors

Illustration 2-2
Company X has three nonemployee members on its board of directors and has recently changed its
bylaws to increase that number to four. Members of the board have several years of business
experience and possess specific knowledge and expertise within Company Xs industry. The
nonemployee directors are elected by Company Xs shareholders for a three-year term. To entice
another individual to join its board, Company X offered the individual 50,000 stock options in the
directors initial year of service to the board. However, Company X otherwise only grants each
nonemployee director 10,000 stock options on an annual basis. Company X must determine how
many of the 50,000 stock options issued to this nonemployee director were for his or her services as a
director and how many, if any, were for other services that he or she may provide. Whether Company
X accounts for all or a portion of the stock options as awards to an employee will depend on the
specific facts and circumstances.
Factors that Company X should consider in determining what portion of the 50,000 stock options is
for services as a nonemployee director or for other services include the following:
1.
Whether or not the nonemployee director provides services in a capacity other than as a director
and, if so, the amount of other compensation provided for those services and the fair value of
those services.
Scope
2.
Any formal company policies that establish the number of options which directors are entitled to
receive for their services. (Companies may establish the number of options to be granted based
on: (a) a specified number per year of service, (b) the number of board meetings attended, (c) the
number and nature of board committee meetings attended, or (d) other director responsibilities.)
3.
The number, terms, and timing of option awards received by other directors.
4.
Managements and the boards understanding and representation of the services to be provided
by the director and the approval process required for the award.
In this example, assume that the director does not provide any nonemployee service to the company.
In that case, we generally would presume that all of the options should be accounted for under the
employee model. However, if the director also provides nonemployee services to the company, the
company would have to consider all of the above factors in determining whether and how many of
those awards should be accounted for as awards to a nonemployee.
2.2.4
Awards to employees of partnerships and similar entities

ASC 718s definition of share-based payment (or compensation) arrangement includes the following
concept:

Glossary
718-10-20
Shared-Based Arrangements
An arrangement under which either of the following conditions is met:
a.
One or more suppliers of goods or services (including employees) receive awards of equity
shares, equity share options, or other equity instruments.
b.
The entity incurs liabilities to suppliers that meet either of the following conditions:
1.
The amounts are based, at least in part, on the price of the entitys shares or other equity
instruments. (The phrase at least in part is used because an award may be indexed to both
the price of the entitys shares and something other than either the price of the entitys
shares or a market, performance, or service condition.)
2.
The awards require or may require settlement by issuance of the entitys shares.
The term shares includes various forms of ownership interest that may not take the legal form of
securities (for example, partnership interests), as well as other interests, including those that are liabilities
in substance but not in form. Equity shares refers only to shares that are accounted for as equity.
Also called share-based compensation arrangements.
As a result, the definition of shares includes instruments that represent a legal equity interest in a
partnership, limited liability partnership, or limited liability corporation (LLC). For purposes of accounting
for equity-based compensation (e.g., awards of capital interests or profits interests) granted by a passthrough entity (e.g., partnership or LLC), an individual who provides services to the pass-through entity
is considered an employee of the pass-through entity if the individual qualifies as a common law
employee of that entity. For purposes of making that determination, the fact that the pass-through entity
Scope
does not classify the individual as an employee for payroll tax purposes (because the grantee is a
partner or an owner of such pass-through entities) is not relevant. Refer to Section 5.6 for further
discussion on awards of profit interests and similar interests granted by a pass-through entity.
2.3
Certain transactions with related parties and other economic interest holders
718-10-15-4
Share-based payments awarded to an employee of the reporting entity by a related party or other
holder of an economic interest in the entity as compensation for services provided to the entity are
share-based payment transactions to be accounted for under this Topic unless the transfer is clearly
for a purpose other than compensation for services to the reporting entity. The substance of such a
transaction is that the economic interest holder makes a capital contribution to the reporting entity,
and that entity makes a share-based payment to its employee in exchange for services rendered. An
example of a situation in which such a transfer is not compensation is a transfer to settle an obligation
of the economic interest holder to the employee that is unrelated to employment by the entity.
It is difficult to evaluate a related partys intent when they enter into an arrangement addressed by
ASC 718-10-15-4. However, regardless of the intent, the company also benefits from the arrangement
by retention of, and possibly improved performance by, the employee. Ultimately, the benefits to an
economic interest holder and to the company generally are impossible to separate. Therefore, the
economic substance of this type of plan is the same, regardless of whether the plan is adopted by the
company or a related party or other economic interest holder.
The concept described above is similar to the accounting requirements prior to ASC 718, except that
those requirements only applied to instruments granted or otherwise transferred to an employee by a
principal shareholder of the entity. The FASB believed that the scope of the prior accounting
requirements for such transfers should be expanded to encompass transfers from any shareholder.
Further, the FASB believes that holders of other forms of economic interests in an entity, such as holders
of convertible debt or other creditors, might conclude that a sufficient indirect benefit would result from
compensating the employees of an investee and, therefore, the concepts described above should apply
to the holder of any economic interest. However, the FASB intended the provisions of ASC 718-10-15-4
to be applied by analyzing transactions in which a related party or a holder of an economic interest in
the reporting entity transfers (or offers to transfer) share-based payment of the entity to an employee of
the entity to determine whether the entity benefits from the transfer. If so, the transfer should be
accounted for as share-based compensation to the employee and a capital contribution received from the
transferring party. In broadening that requirement, the Board noted its belief that such a transfer is most
likely to be made by a major shareholder or another holder of a significant economic interest in an
entity. The following additional guidance included in prior accounting literature for share-based
payments might suggest that an arrangement should not be accounted for as compensation in the
financial statements of the investee: 4
The relationship between the shareholder and the companys employee is one that would normally
result in generosity (e.g., an immediate family relationship).
While this guidance was not included in ASC 718, we believe it is generally consistent with the concept described in ASC 718 and
might be helpful in evaluating transactions between employees and economic interest holders in the employer.
2.3.1
Scope
The shareholder has an obligation to the employee, which is completely unrelated to the latters
employment (e.g., the stockholder transfers shares to the employee because of personal business
relationships in the past, unrelated to the present employment situation).
The company clearly does not benefit from the transaction (e.g., the stockholder transfers shares to
a low-level employee with whom he or she has had a close relationship over a number of years).
Definition of economic interest

Glossary
718-10-20
Economic Interest
Any type or form of pecuniary interest or arrangement that an entity could issue or be a party to,
including equity securities; financial instruments with characteristics of equity, liabilities, or both; longterm debt and other debt-financing arrangements; leases; and contractual arrangements such as
management contracts, service contracts, or intellectual property licenses.
2.3.2
Definition of related party

Glossary
718-10-20
Related Party
Related parties include:
a.
Affiliates of the entity
b.
Entities for which investments in their equity securities would be required, absent the election of
the fair value option under the Fair Value Option Subsection of Section 8251015, to be
accounted for by the equity method by the investing entity
c.
Trusts for the benefit of employees, such as pension and profit-sharing trusts that are managed
by or under the trusteeship of management
d.
Principal owners of the entity and members of their immediate families
e.
Management of the entity and members of their immediate families
f.
Other parties with which the entity may deal if one party controls or can significantly influence
the management or operating policies of the other to an extent that one of the transacting parties
might be prevented from fully pursuing its own separate interests
g.
Other parties that can significantly influence the management or operating policies of the
transacting parties or that have an ownership interest in one of the transacting parties and can
significantly influence the other to an extent that one or more of the transacting parties might be
prevented from fully pursuing its own separate interests.
2.3.3
Scope
Awards granted between companies in a consolidated group

Parent companies often grant stock options to employees of a consolidated subsidiary. Alternatively, a
consolidated subsidiary may grant options in its stock to employees of the parent company or to the
employees of a brother/sister subsidiary within the consolidated group. As discussed earlier, the FASB
concluded that the employee accounting model in ASC 718 applies only to stock compensation awards
granted to individuals who qualify as common law employees of the grantor company. The FASB
addressed, in prior accounting literature for share-based payments, whether the employee accounting
model applies to awards granted by a company to the employees of other entities within the same
consolidated group; specifically addressing the applicability of the employee accounting model in both
the consolidated company financial statements, as well as in the separate financial statements of the
parent and the subsidiary. While these issues were not explicitly addressed in ASC 718, we believe the
concepts in the prior accounting literature (Interpretation 44 and Issue 00-23) also should be applied
under ASC 718, as discussed below.
2.3.3.1
Consolidated financial statements

The FASB concluded in Interpretation 44 that the employee accounting model applies in the consolidated
financial statements as long as the recipient of the stock-based award qualifies as a common law employee
of any entity within the consolidated group. Therefore, for the consolidated company financial statements,
the evaluation of whether the individual is an employee is made at the consolidated group level.
2.3.3.2
Separate financial statements

Even though the FASB concluded that subsidiary employees technically are not employees of a parent,
the FASB concluded in Interpretation 44 that the employee accounting model should apply to parent
company stock awards granted to employees of a consolidated subsidiary in that subsidiarys separate
financial statements. As a basis for this limited exception, the FASB acknowledged that some value of
a parent company stock award is derived from the subsidiarys (employers) results of operations.
Furthermore, the FASB observed that employees are now frequently transferred between a parent
company and a subsidiary and may provide services to both companies during the vesting period.
Compensation cost related to the grant of parent company awards to employees of a consolidated
subsidiary are recognized in the subsidiarys separate financial statements with a corresponding credit to
equity, representing the parent companys capital contribution. The parent company is considered an
economic interest holder in the subsidiary and, therefore, as explained earlier in this section, the subsidiary
should account for the plan in the same manner as if the subsidiary adopted the compensatory plan.
2.3.3.3
Awards between entities under common control

As discussed in the preceding section, the FASB provided a practical exception in Interpretation 44 that
the employee accounting model should apply to parent company stock awards granted to employees of a
consolidated subsidiary in that subsidiarys separate financial statements. However, the FASB decided
that the employee accounting model would not apply in the separate financial statements of a subsidiary
to awards granted by that subsidiary (in its stock) to the employees of the parent or of another subsidiary
within the consolidated group (nor would the employee accounting model apply to the accounting by the
subsidiary for stock compensation granted to its employees in the stock of another entity within the
consolidated group). For example, the employee accounting model does not apply to awards granted by
Subsidiary A to the employees of the parent or to the employees of Subsidiary B in either Subsidiary As
separate financial statements or in Subsidiary Bs separate financial statements. While not explicitly
addressed in ASC 718, we believe a similar model should be applied.
Scope
Interpretation 44 did not indicate what accounting model would apply to the awards described in the
preceding paragraph. Therefore, the EITF in Issue 00-23 clarified the accounting for the grantor
(Subsidiary A) and the employer (Subsidiary B) in their respective separate financial statements when an
entity grants options on its stock to employees of another entity within the same control group. We also
believe that the guidance in Issue 00-23 should be applied to awards accounted for under ASC 718.
Because the controlling entity (parent) always can direct a controlled entity (Subsidiary A) to grant stock
compensation to its employees and to employees of other members of the control group (Subsidiary B),
the EITF concluded in Issue 21 of Issue 00-23 that the grantor (Subsidiary A) should measure the fair
value of the option or award at the grant date (i.e., the same measurement date for equity instruments
granted to employees under ASC 718) and recognize that amount as a dividend to the controlling entity.
The EITF believed that recognizing this transaction as a dividend reflects the economics of the
arrangement because it may not be clear that the entity granting the stock compensation has received
goods or services in return for that grant, or, if the entity has received goods or services, whether the
fair value of those goods or services approximates the value of the awards. However, to the extent that
the parent or its employees provide services to the subsidiary, the subsidiary should consider the
guidance in SAB Topic 1.B, Allocation Of Expenses And Related Disclosure In Financial Statements Of
Subsidiaries, Divisions Or Lesser Business Components Of Another Entity.
In Issue 22 of Issue 00-23, the EITF concluded that the employer (Subsidiary B) should account for the
options or awards as compensation cost under the fair value model with a corresponding credit to equity
to reflect a capital contribution from, or on behalf of, the controlling entity (parent). However, the EITF
did not specify how the fair-value method should be applied. Specifically, it is not clear whether the
employer should apply the fair-value guidance in: (a) ASC 718 for awards to employees (fair value
measured at the grant date), (b) ASC 505-50 for awards to nonemployees, or (c) ASC 815 (fair value at
the date the options are exercised, are forfeited, or expire).
In Issue 21 of Issue 00-23, the EITF concluded that in its separate financial statements, the grantor
should measure the stock options and resulting dividend at the fair value at the date of grant, without
regard to whether the options are subject to vesting provisions. While this is not consistent with the
measurement model for stock-based compensation granted to nonemployees described in ASC 505-50
(which would require a final measurement of the grant when it vests), the departure from ASC 505-50 is
not unreasonable given that Issue 21 addresses the measurement of a capital transaction (a dividend)
rather than compensation. However, with regard to the separate financial statements of the employer,
the issue is the measurement of compensation cost and Issue 21 does not apply.
Stock-based compensation arrangements addressed in ASC 718 are excluded from the scope of
ASC 815. However, these options are not equity of the employer, rather they represent options written
by the employer on the equity of a different company (see further discussion in Section 2.5). Therefore,
we believe that ASC 815 would apply (assuming the award meets the definition of a derivative in
ASC 815). Although ASC 815 requires a written option to be marked to fair value through earnings, we
believe that the resulting compensation cost to be recognized prior to vesting should be recognized based
on the guidance in ASC 718 for the accounting for liability awards. As such, the fair value of the award
would be measured each reporting period and would be recognized over the requisite service period as
compensation cost. After vesting, the employer would continue to mark the written option to fair value
with changes in fair value recognized as compensation cost until the award is exercised or expires.
The following table summarizes the above guidance regarding the accounting method for awards granted
among companies that are part of a consolidated group in both the companys consolidated financial
statements and the separate financial statements of the parent company and its subsidiaries:
Scope
Accounting model to be applied to the share-based payments
Award based on stock of:

Parent to employees of a consolidated
Subsidiary A
Consolidated Subsidiary A to employees
of parent 5
Consolidated Subsidiary A to employees
of consolidated Subsidiary B
Consolidated
financial
statements
Separate
financial
statements of
parent
Separate
financial
statements of
subsidiary A
Separate
financial
statements of
subsidiary B
Employee
Employee (1)
Employee
N/A
Employee
Employee (1)
Fair value (2)
N/A
Employee
Employee (1)
Fair value (2)
Fair value (3)
_____________________
(1)
(2)
(3)
Parent-only financial statements generally are required as supplemental disclosure to audited financial statements in filings with
the SEC and prepared in a manner that accounts for investments in consolidated subsidiaries as a single line item in the balance
sheet and income statement (i.e., the financial statements literally do not comply with GAAP for full financial statements). Net
income is the same in the parent-only financial statements as in the parents GAAP consolidated financial statements. Accordingly,
because the presentation of the subsidiaries does not change the fact that those entities are controlled and must be consolidated in
the parents GAAP financial statements, we believe it is appropriate to account for awards by a member of the consolidated group
to employees of another member of the consolidated group under the employee model pursuant to ASC 718 in parent-only
financial statements, consistent with the accounting for the awards in the parents consolidated financial statements.
The stock-based award would be measured at fair value at the grant date and that amount would be recognized as a dividend to
the parent.
The EITF did not specify whether the employer should apply the fair-value method as interpreted by ASC 505-50 or ASC 815. We
believe that ASC 815-10 generally would apply (this treatment is consistent with the accounting for options granted to
employees in unrestricted, publicly traded shares of an unrelated entity, as discussed in Section 2.5).
The guidance above only applies to members of a consolidated group, and does not apply to
unconsolidated investees (even if the investor owns over 50% of an investee but does not consolidate the
investee due to participating minority veto rights that preclude consolidation, as discussed in ASC 810-10).
In those situations, the accounting described in Section 2.4 below would apply.
2.4
Awards granted to employees of an equity method investee

In some situations, an investor may grant share-based payments on its stock to employees of an equity
method investee or joint venture. Issues arise as to both the accounting by the investor and the investee
for this transaction.
The FASB stated in Question 3 of Interpretation 44 that the employee accounting model does not apply
to the accounting by a corporate investor for stock compensation it grants to employees of an investee
accounted for under the equity method, because the award recipients are not common law employees of
the investor. Although Interpretation 44 was not codified, we believe that its concepts are still applicable.
Because the definition of an employee in ASC 718 is essentially the same as the definition in
Interpretation 44, we believe that share-based payments by an investor to employees of an equity
method investee also should be accounted for as nonemployee awards, which are excluded from the
scope of ASC 718. Rather, share-based payments granted to nonemployees are addressed by ASC 50550, which states that the measurement date for equity awards granted to nonemployees is the earlier of
(a) the performance commitment date or (b) the date the services required under the arrangement have
been completed (i.e., the date the instrument vests).
ASC 323-10 requires that an investor recognize its share of the earnings or losses of an investee in the
periods that such amounts are reported by the investee in its financial statements. ASC 323-10-25-3
through 25-5 provide guidance on awards of share-based compensation granted to employees of an
This scenario assumes that services are being provided to the parent.
Scope
equity investee when no proportionate funding by the other investors occurs and the grantor does not
receive any increase in its relative ownership percentage in the investee. ASC 323-10 further assumes
that the compensation cost incurred on behalf of the investee was not agreed to when the investor
acquired its interest in the investee.
2.4.1
Accounting by the contributing investor

ASC 323-10 confirms that the contributing investor should expense the full cost of share-based payments
granted to employees of an investee (that is, 100% of the costs even if the investor holds a 40 percent
equity interest in the investee) as incurred (i.e., in the same period the costs are recognized by the
investee, which is discussed in Section 2.4.2), to the extent that the investors claim on the investees
book value has not been increased. The cost should be measured based on the fair-value method under
ASC 505-50. Under ASC 505-50, the fair value of the award generally would be remeasured until the
award ultimately vests.
2.4.2
Accounting by the investee

Similarly, the investee should recognize the costs of the share-based payments incurred by the investors
on its behalf and a corresponding capital contribution, as the employees vest in the award (i.e., in the
same period(s) as if the investee had paid cash to its employees). That cost also should be measured
based on the fair-value method under ASC 505-50.
2.4.3
Accounting by the other investors

Other (noncontributing) investors should recognize income equal to the amount by which their interest in
the net book value of the investee has increased (i.e., their share of the contributed capital recognized by
the investee) as a result of the disproportionate funding of the compensation costs. Also, other investors
should recognize their share of earnings or losses in the investee, (including any expense recognized by
the investee for the share-based compensation funded on the investees behalf).
For investors that are SEC registrants, income or expense resulting from the application of this
guidance should be classified in the same income statement caption as the equity method earnings or
losses.
A detailed example of the accounting for share-based compensation granted to employees of an equity
method investee is included in ASC 323-10-55-19 through 55-26 as well as Section 5.5 of our Financial
reporting developments publication, Equity method investments.
2.5
Awards by an employer based on another companys stock

In some cases, an employer company may grant awards to its employees that are based on the stock of
another company. For example, assume Company A grants stock awards to its employees in the stock of
unrelated Company B. These awards are not within the scope of ASC 718 because the value of the award
is not based on the employers shares nor is the award settled in the employers shares.
ASC 815-10 addresses the accounting for grants of stock options in an unrelated, publicly-traded entitys
stock and concludes that the option meets the definition of a derivative in ASC 815. Therefore, these
awards should be accounted for by the employer as a derivative. Pursuant to ASC 815, the award should
be recognized at its fair value at inception. Subsequent changes in the fair value would be included in the
determination of net income. The option would continue to be accounted for as a derivative under
ASC 815 after the vesting date. ASC 815-10-45-10 provides that the employer should account for the
changes in fair value of the option award prior to the vesting date as compensation cost. We believe it is
reasonable to recognize and amortize the recognized value of the award as compensation cost over the
requisite service period, similar to the accounting for share-based liabilities subject to service vesting.
Scope
Changes in fair value after vesting are not required to be recognized as compensation cost (e.g., the
changes in fair value could be reported in the statement of operations where other derivatives gains and
losses are reported).
Further, even if the option is outside the scope of ASC 815-10 and does not meet the definition of a
derivative (e.g., if the option or award cannot be net settled, and the underlying cannot be readily
converted into cash as would be the case if the unrelated entity is privately owned), the SEC staff has
indicated that written options generally should be remeasured at fair value at each balance sheet date,
with changes in fair value recognized in earnings. The written option and the underlying security, if
owned or acquired by the employer, should be accounted for separately (i.e., the underlying security is
accounted for in accordance with the guidance for equity method investments in ASC 323-10, certain
investments in debt or equity securities in ASC 320 or derivatives in ASC 815).
2.6
Employee stock purchase plans (including look-back options)

ASC 718 provides certain criteria that must be satisfied for an ESPP to be considered noncompensatory.
The criteria are described in detail in Section 12.1. Shares sold through plans that are noncompensatory
are treated as any other sale of the companys equity instruments. Plans that do not satisfy the criteria
and are deemed to be compensatory are accounted for in accordance with the provisions of ASC 718-50.
The accounting for ESPPs is discussed further in Chapter 12 of this publication.
2.7
Escrowed share arrangements (or placing vesting requirements on

previously issued shares)
In order to facilitate an initial public offering (IPO), an underwriter may request that some or all
shareholders (some or all of whom may be employees) of the privately held company place a portion of
their shares in an escrow account or otherwise subject those shares to a vesting requirement. The
escrowed or restricted shares generally are legally outstanding and may continue to have voting and
dividend rights. The shares are to be released from escrow based either on the (a) attainment by the
company of certain performance measures in subsequent periods, such as specified earnings or market
price levels or (b) continuous employment of specific individuals for a specified period of time. The
conditions described in (a) above are most common when there are differing views about the value of the
entity. The conditions described in (b) above are most common when the specified individuals are
considered key to the newly public companys success. In either case, if the conditions are not achieved the
escrowed shares are returned to the company and canceled.
Even though these shares are legally outstanding and are reported as such on the face of the balance
sheet, according to ASC 718-10-S99-2 the SEC staff has historically expressed the view that escrowed
share arrangements involving the release of shares to promoters based on certain performance criteria
are presumed to be tantamount to reverse stock splits followed by the grant of nonvested stock subject
to performance, market or service conditions (see Chapters 3 and 4). As such, these arrangements were
presumed to be compensatory. Accordingly, in this circumstance, compensation cost generally is
measured based on the fair value of the shares at the grant date and recognized over the requisite
service period (see Chapter 4).
Under ASC 718-10-S99-2, the SEC staff noted that in evaluating whether the presumption of
compensation may be overcome for escrowed share arrangements, entities should consider the
substance of the transaction(s), including whether the transaction(s) are unrelated to employment.
For example, as a condition of the transaction, investors may request specific significant shareholders
who may also be officers or directors to participate in an escrowed share arrangement. If the escrowed
shares will be released or canceled without regard to continued employment, the arrangement may be
Scope
more appropriately viewed as an inducement to facilitate the transaction on behalf of the company
rather than as compensation. In these circumstances, the arrangement generally would be recognized
and measured according to its nature and reflected as a reduction of the proceeds allocated to the newly
issued securities.
The SEC staff also stated in ASC 718-10-S99-2 that an escrowed share arrangement in which the shares
are automatically forfeited if employment terminates is compensation, consistent with the principle
articulated in ASC 805-10-55-25(a).
2.8
Trusts related to employee benefits

With the exception of qualifying Employee Stock Ownership Plans (see Section 2.1.4), the use of trusts to
fund share-based payments generally will not change the measurement or recognition of those payments
because, in most cases, the trust will be consolidated by the sponsoring employer or be considered an
economic interest holder of the employer (see Section 2.3). The following sections provide specific
guidance with respect to several arrangements using trusts.
2.8.1
Rabbi trusts
Certain deferred compensation arrangements allow amounts earned by employees to be invested in the
stock of the employer and placed in a rabbi trust. Additionally, some companies have implemented
stock option deferral transactions in which the receipt of the net shares on exercise of an option is
deferred, often by placing those shares into a rabbi trust.
A rabbi trust is a funding vehicle sometimes used to protect promised deferred executive compensation
benefits from events other than bankruptcy. Thus, the funded benefits would be protected against
hostile takeover ramifications and disagreements with management, but not against the claims of
general creditors in the event of bankruptcy. Rabbi trusts provide important, although not all-inclusive,
protection while deferring income taxes for the executives.
Certain plans that use a rabbi trust allow the employee to immediately diversify into nonemployer
securities or to diversify after a holding period (for example, six months). Other plans do not allow for
diversification. The deferred compensation obligation of some plans may be settled in: (a) cash by having
the trust sell the employer stock (or the diversified assets) in the open market, (b) shares of the
employers stock, or (c) diversified assets. In other plans, the deferred compensation obligation may be
settled only by delivery of the shares of the employers stock.
ASC 710-10 includes the following conclusions regarding the accounting for deferred compensation
arrangements where amounts earned are held in a rabbi trust:
1. The accounts of the rabbi trust should be consolidated with the accounts of the employer in the
financial statements of the employer. Note that if the rabbi trust is a variable interest entity (VIE),
the consolidation guidance in ASC 810 may apply. However, as discussed in Section 4.3.1.3 of our
Financial reporting developments publication Consolidation and the Variable Interest Model, we
generally believe a rabbi trust will be a VIE and the employer will be the VIEs primary beneficiary. A
rabbi trust that is not a VIE should be consolidated pursuant to ASC 710-10-45. The consolidation
guidance may not be applicable in instances in which financial assets are transferred to the rabbi
trust because the financial assets may not be derecognized by the employer pursuant to the
provisions of ASC 860.
2. Employer stock should be classified and accounted for in equity, in a manner similar to the manner in
which treasury stock is accounted for, in the consolidated financial statements of the employer
(i.e., changes in fair value are not recognized), regardless of whether the deferred compensation
obligation may be settled in cash, shares of the employers stock, or diversified assets.
Scope
3. Diversified assets should be accounted for in accordance with GAAP for the particular asset (e.g., if the
diversified asset is a marketable equity security, that security would be accounted for in accordance
with the accounting for certain investments in debt or equity securities in ASC 320).
4. For deferred compensation arrangements in which diversification is not permitted and the deferred
compensation obligation is required to be settled by delivery of shares of the employers stock, the
deferred compensation obligation should be accounted for as a grant of nonvested stock and
accounted for in accordance with ASC 718.
5. Except as noted in 4. above and in 6. below, the deferred compensation obligation should be classified
as a liability and adjusted, with a corresponding charge (or credit) to compensation cost, to reflect
subsequent changes in the measurement of the corresponding assets held by the rabbi trust (as noted
in 3. above). Changes in the measurement of the deferred compensation obligation should not be
recorded in other comprehensive income, even if changes in the fair value of the assets held by the
rabbi trust are recognized, pursuant to ASC 320, in other comprehensive income (e.g., if the assets
are classified as available-for-sale securities). At acquisition, securities held by the rabbi trust may be
classified in trading (thus, changes in the fair value of these securities would be recognized in income
and effectively would offset changes in the measurement of the deferred compensation obligation).
6. As discussed in Section 5.2.3, nonvested shares subject to repurchase features are not required to
be classified as liabilities as long as the grantee will be subject to the risks and rewards of share
ownership for a reasonable period of time (generally six months) after the shares vest. Because
shares held in a rabbi trust are not considered to be issued to the employee until they are released
from the trust, we believe that liability classification is not required as of the grant of the shares
subject to deferral into a rabbi trust if diversification is not permitted until at least six months after
share vesting. However, as discussed in SAB Topic 14.E and Section 5.2.3.5, temporary equity
classification is required. In addition, if diversification is permitted within six months of share vesting
(but the employee has not requested diversification), then liability classification of the shares is
required beginning with the grant of the shares subject to deferral into a rabbi trust. Six months
following the vesting of these shares, if the employee has not diversified, then the shares should be
reclassified from liability to equity (see Section 5.2.3.1). Once the employee requests diversification,
the obligation no longer meets the definition of an equity instrument and liability classification will be
required.
2.8.2
Other employee benefit trusts (e.g., flexitrusts, SECTs)

Investment bankers and others have designed various special purpose grantor trusts to purchase
significant blocks of company stock to be used over many years to fund a number of company benefit
plans (e.g., 401(k) match, other postretirement benefits). Often each plan designer has its own name for
the trusts, such as flexitrust or SECT (Stock Employee Compensation Trust). The purchase of shares
may be from the open market or from the company, in which case the company may contemplate
subsequent repurchases from the open market. The trusts generally are financed by a loan, often from
the employer, and the shares are released to the designated employee benefit plans as the loan is paid
down through contributions or forgiveness from the employer, dividends, etc.
The objectives of forming such a trust might include the pre-funding of benefits, placing a significant
number of shares in friendly hands, possibly improving rating agency treatment, and, in some
circumstances, increasing certain tax benefits. Although these arrangements resemble leveraged ESOPs,
they are not ESOPs, and thus generally neither receive the benefits of, nor are they subject to the
restrictions of, ESOPs. Because these arrangements are not leveraged ESOPs, the staff of the SEC has
stated that the arrangements are not subject to ESOP accounting.
Scope
As discussed in preceding sections, the trust generally will be consolidated and acquired shares would be
accounted for as treasury shares. Compensation cost for benefit plans funded by the trust is calculated
without reference to the trust (as it is just a funding vehicle). Effectively, this results in measuring
compensation cost for shares released from the trust at fair value on the date the shares are granted,
assuming the awards qualify for equity classification. Trusts that provide for reallocation of terminated
employee shares to the remaining employees in the trust rather than being returned to the company
would result in a new grant with a new grant date on the date that shares are reallocated to remaining
employees. These types of trusts are often referred to as tontine trusts, where the last employee in the
trust wins or loses by virtue of being the last in line.
Shares in the trust are not treated as outstanding for accounting purposes and, thus, there is no dilution
until shares are granted. Dividends on unreleased shares, even if used to reduce trust debt, do not
reduce benefit expense otherwise calculated.
2.9
Determining whether a company is public or nonpublic

ASC 718 provides different measurement and classification alternatives for public and nonpublic
companies, which are summarized below:
Measurement of employee
stock options and similar
equity securities (Sections
3.2.2 through 3.2.4)
Measurement of liabilities
(Sections 5.4 and 5.5)
Classification of mandatorily
redeemable instruments (and
options thereon) that are not
redeemable on fixed dates for
amounts that are fixed or
based on an external index
(Section 5.2.2)
Formula value stock purchase
plans (Section 5.2.2.1)
Public companies
Fair value (if fair value is not
reasonably estimable,
measure at intrinsic value
and remeasure until
settlement)
Fair value (if fair value is not

reasonably estimable,
measure at intrinsic value
and remeasure until
settlement)
Liabilities
Liabilities
Nonpublic companies
Based on the following hierarchy:
a. Fair value
b. If expected volatility is not reasonably
estimable, calculated value
c. If neither fair value nor calculated value are
reasonably estimable, measure at intrinsic
value and remeasure until settlement
May elect either fair value (or calculated value if
expected volatility is not reasonably estimable) or
remeasurement of intrinsic value until settlement
Equity
May be classified as equity in certain

circumstances
Because of these significant differences, determining whether an entity is public or nonpublic is

important to appropriately applying ASC 718.

Glossary
718-10-20
Nonpublic Entity
Any entity other than one that meets any of the following criteria:
a.
Has equity securities that trade in a public market either on a stock exchange (domestic or
foreign) or in an over-the-counter market, including securities quoted only locally or regionally
Scope
b.
Makes a filing with a regulatory agency in preparation for the sale of any class of equity securities
in a public market
c.
Is controlled by an entity covered by the preceding criteria.
An entity that has only debt securities trading in a public market (or that has made a filing with a
regulatory agency in preparation to trade only debt securities) is a nonpublic entity.
Based on this definition, if an entity is controlled by a public entity, the controlled entity also is
considered a public entity. We believe that is the case regardless of whether there are controlled entities
in the ownership chain between the reporting entity and the ultimate parent.
2.9.1
Private equity investees

Normally, control will be evident because the results of the controlled entity will be consolidated within
the reported results of the ultimate parent. However, this may not be the case in some circumstances.
For example, a public entity may have a controlling investment in a private equity fund that, in turn, owns
a controlling investment in an operating company that has no publicly traded shares outstanding. The
private equity fund may account for its investment in the operating company at fair value pursuant to the
investment industry guidance in ASC 946. Based on current practice, the public parent company may
continue to account for its controlling investment in the operating company at fair value, rather than by
consolidating the results of the private equity fund and its controlled investee. Although the results of the
operating company are not consolidated into those of the public parent company, the operating company
is nonetheless controlled, albeit indirectly, by the public parent company and, therefore, is considered to
be a public entity as defined in ASC 718. Accordingly, the operating company must follow the
measurement and transition guidance for public companies. Because of the significance of this
determination, entities that are controlled by a single company will have to determine whether that
controlling company, or any company that controls the controlling company, is a public entity.
2.9.2
Subsidiaries of companies with equity securities traded on a foreign exchange

The definition of a nonpublic entity is clear that if the controlling entity has equity securities traded on
any stock exchange, whether in the U.S. or in a foreign country, the controlled entity is a public entity for
purposes of applying ASC 718. For example, assume a U.S. company is a subsidiary of a parent company
whose shares are publicly traded in Japan. The parent company is considered a public entity under
ASC 718 and, therefore, the controlled subsidiary also is a public entity for purposes of ASC 718.
2.9.3
Transition from nonpublic to public status

As indicated in the definition of a nonpublic entity above, a nonpublic entity becomes a public entity when
it makes a filing with a regulatory agency in preparation for an offering of equity securities. Further, as
discussed in Section 2.9.1, once a public entity acquires a controlling interest in a nonpublic entity, the
formerly nonpublic entity becomes a public company on the date of acquisition. Once a company files its
initial registration statement in connection with an initial public offering of equity securities, the
compensation cost of grants made after the filing date must be measured based on fair value. Similarly,
any awards granted after the date a controlling interest in a formerly nonpublic entity is acquired by a
public entity must be remeasured based on fair value. The transition from a nonpublic entity to a public
entity is discussed further in Section 13.6.1.
Measurement of equity awards granted

to employees
3.1
Objective
The objective of accounting for equity instruments granted to employees is to measure the cost of
employee services received (compensation cost) in exchange for an award of equity instruments, based
on the fair value of the award on the grant date, and to recognize that measured compensation cost in
the financial statements over the requisite service period. ASC 718 uses a modified-grant-date approach,
under which fair value is measured on the grant date without regard to service or performance conditions.
Compensation cost generally is recognized only for awards for which the requisite service is rendered.
That is, compensation cost is not recognized in the financial statements for those awards that do not vest
because the service or performance conditions are not satisfied.
Compensation cost resulting from share-based payments should be recognized (expensed or capitalized)
in the employers financial statements in the same manner as cash compensation. For example, sharebased payments granted to employees involved in the production process should be capitalized into
inventory to the same extent as any cash compensation paid to those employees.
The following sections of this chapter discuss: (a) the measurement basis; (b) the measurement date, and
(c) the effect of service, performance, and market conditions on the measurement of compensation cost
associated with share-based payments to employees. Chapter 4 provides detailed guidance on recognizing
the measured compensation cost in the employers financial statements. Chapters 6 and 7 provide
detailed guidance on estimating the fair value of a share-based payment.
3.2
Measurement basis
3.2.1
Employee services received versus equity instruments issued

The following excerpt from ASC 718 establishes the objective that compensation cost resulting from
share-based payment transactions with employees be recognized for the value of the employee services
received in exchange for the equity instruments:

Compensation-Stock Compensation Overall
Objectives
718-10-10-1
The objective of accounting for transactions under share-based payment arrangements with employees
is to recognize in the financial statements the employee services received in exchange for equity
instruments issued or liabilities incurred and the related cost to the entity as those services are
consumed. This Topic uses the terms compensation and payment in their broadest senses to refer to
the consideration paid for employee services.
Although ASC 718-10-10-1 establishes that compensation cost recognized in the financial statements
should be based on the value of the services received in exchange for the share-based payments, the
FASB concluded that it is not feasible to measure directly the fair value of those employee services
(i.e., the amount for which those services would be exchanged in the marketplace). As a result:
Measurement of equity awards granted to employees

Initial Measurement
718-10-30-2
A share-based payment transaction with employees shall be measured based on the fair value (or in
certain situations specified in this Topic, a calculated value or intrinsic value) of the equity instruments
issued.
This decision is consistent with the measurement basis for other forms of employee compensation,
including cash and pension benefits, which are measured at the fair value of the asset transferred to the
employee or the liability incurred by the employer. The FASB concluded that there was no compelling
reason to measure share-based compensation on a different basis.
3.2.2
Fair-value-based measurement
ASC 718 requires both public and nonpublic entities to value the equity instruments exchanged for
employee services based on the fair value of those instruments. However, certain alternatives (discussed
later in this chapter) are available for instances in which fair value cannot reasonably be estimated.
ASC 718-10-30-3 establishes the fair-value-based method as the measurement basis for share-based
payment arrangements entered into with employees:

Initial Measurement
718-10-30-3
An entity shall account for the compensation cost from share-based payment transactions with
employees in accordance with the fair-value-based method set forth in this Topic. That is, the cost of
services received from employees in exchange for awards of share-based compensation generally shall
be measured based on the grant-date fair value of the equity instruments issued or on the fair value of
the liabilities incurred. The cost of services received by an entity as consideration for equity instruments
issued or liabilities incurred in share-based compensation transactions with employees shall be measured
based on the fair value of the equity instruments issued or the liabilities settled. The portion of the
fair value of an instrument attributed to employee service is net of any amount that an employee pays
(or becomes obligated to pay) for that instrument when it is granted. For example, if an employee pays
$5 at the grant date for an option with a grant-date fair value of $50, the amount attributed to
employee service is $45.
718-10-30-4
However, this Topic provides certain exceptions (see paragraph 718-10-30-21) to that measurement
method if it is not possible to reasonably estimate the fair value of an award at the grant date. A
nonpublic entity also may choose to measure its liabilities under share-based payment arrangements
at intrinsic value (see paragraphs 718-10-30-20 and 718-30-30-2).
Compensation-Stock Compensation Awards classified as liabilities
Subsequent Measurement
718-30-35-1
The fair value of liabilities incurred in share-based payment transactions with employees shall be
remeasured at the end of each reporting period through settlement.
ASC 718 refers to the required measurement basis as the fair-value-based method because the
measurement method described in the standard conceptually is not fair value. Although the fair-valuebased method uses fair value measurement techniques, the required measurement specifically excludes
the effects of: (a) service conditions, performance conditions, and other restrictions that apply only
during the requisite service period; (b) reload features that may be included in the terms of the award;
and (c) contingent features that may require the employee to return the equity instruments (or the
realized gain from the sale of the equity instruments) at some point in the future. Such conditions,
restrictions, and features would be considered in a true fair-value measurement.
ASC 718 and this publication refer to the required measure as fair value, both for convenience and to
distinguish it from other measures, such as intrinsic value and calculated value. Any reference to fair
value in ASC 718 and in this publication should be read to mean fair-value-based measure determined
in accordance with the requirements of ASC 718. This should not be confused with a strict definition of
fair value or with any definition of fair value included in other sources of generally accepted accounting
principles. Share-based payments are specifically excluded from the scope of ASC 820.
Chapter 6 of this publication provides guidance on applying the fair-value-based method to measure
share-based payments to employees. Chapter 7 describes various valuation techniques (e.g., BlackScholes-Merton formula and lattice models) for estimating the fair value of stock options and similar
instruments (e.g., stock appreciation rights).
3.2.3
If a company cannot reasonably estimate fair value

Although it should be possible to reasonably estimate the fair value of most equity instruments at the
grant date, ASC 718 recognizes that, in rare circumstances, the terms of an equity instrument may make
it impossible to estimate the instruments fair value on the date it is granted. ASC 718-10-30-21 and
718-20-35-1 provide the following guidance for accounting for equity instruments in these situations:

Initial Measurement
718-10-30-21
It should be possible to reasonably estimate the fair value of most equity share options and other equity
instruments at the date they are granted. Section 718-10-55 illustrates techniques for estimating the
fair values of several instruments with complicated features. However, in rare circumstances, it may
not be possible to reasonably estimate the fair value of an equity share option or other equity
instrument at the grant date because of the complexity of its terms.
718-20-35-1
An equity instrument for which it is not possible to reasonably estimate fair value at the grant date
shall be remeasured at each reporting date through the date of exercise or other settlement. The final
measure of compensation cost shall be the intrinsic value of the instrument at the date it is settled.
Compensation cost for each period until settlement shall be based on the change (or a portion of the
change, depending on the percentage of the requisite service that has been rendered at the reporting
date) in the intrinsic value of the instrument in each reporting period. The entity shall continue to use
the intrinsic value method for those instruments even if it subsequently concludes that it is possible to
reasonably estimate their fair value.
The FASB considered whether awards for which the fair value could not be estimated at the grant date
should be measured at intrinsic value at each reporting date until such time that the fair value could be
reasonably estimated. At that time, the equity instruments would be measured at fair value (i.e., a final
measurement of compensation cost was made when the fair value became estimable). However, the
FASB was concerned that permitting the final measurement of compensation cost to occur at the earliest
date at which an entity determines fair value can be reasonably estimated could result in unintended
consequences. An entity might attempt to justify a measurement date when its share price is lower than
at the grant date, thereby reducing reported compensation cost. Additionally, the FASB believes it would
be unusual for fair value to become reasonably estimable at some future date when it was not reasonably
estimable on the grant date. As a result, the FASB decided to require remeasurement based on intrinsic
value until settlement for all compensatory equity instruments for which it is not possible to reasonably
estimate fair value at the grant date.
3.2.4
Exception for nonpublic entities that cannot estimate expected volatility
3.2.4.1
Calculated value
As described in Section 3.2.2, ASC 718 requires both public and nonpublic entities to measure
compensation cost associated with equity awards using the fair-value-based method. However, ASC 718
provides an exception for nonpublic entities that cannot estimate fair value because it is not practicable
to estimate the expected volatility of the entitys share price:

Initial Measurement
718-10-30-20
A nonpublic entity may not be able to reasonably estimate the fair value of its equity share options and
similar instruments because it is not practicable for it to estimate the expected volatility of its share
price. In that situation, the entity shall account for its equity share options and similar instruments
based on a value calculated using the historical volatility of an appropriate industry sector index
instead of the expected volatility of the entitys share price (the calculated value). Throughout the
remainder of this Topic, provisions that apply to accounting for share options and similar instruments
at fair value also apply to calculated value. Paragraphs 718-10-55-51 through 55-58 and Example 9
(see paragraph 718-20-55-76) provide additional guidance on applying the calculated value method to
equity share options and similar instruments granted by a nonpublic entity.
It is important to note that nonpublic entities do not have a free choice between the fair-value-based
method and the calculated-value method when measuring share-based payments. The calculated-value
method may be used only when a nonpublic entity cannot estimate the expected volatility of its share
price. ASC 718-10-55-51 provides the following guidance for estimating the expected volatility of a
nonpublic entitys share price:

718-10-55-51
Nonpublic entities may have sufficient information available on which to base a reasonable and
supportable estimate of the expected volatility of their share prices. For example, a nonpublic entity
that has an internal market for its shares, has private transactions in its shares, or issues new equity or
convertible debt instruments may be able to consider the historical volatility, or implied volatility, of its
share price in estimating expected volatility. Alternatively, a nonpublic entity that can identify similar
public entities for which share or option price information is available may be able to consider the
historical, expected, or implied volatility of those entities share prices in estimating expected volatility.
Similarly this information may be used to estimate the fair value of its shares or to benchmark various
aspects of its performance (see paragraph 718-10-55-25).
ASC 718 is clear that a nonpublic entity may be able to estimate the volatility of the share price of its
own stock by considering the historical, implied, or expected volatility of the stock of similar public
entities. We would expect that in many cases a nonpublic entity that is able to identify an appropriate
industry sector index for purposes of using the calculated-value method would be able to extract from
that index similar entities on which to base an estimate of its own share price volatility, and, therefore,
would be required to use the fair-value-based method (as opposed to the calculated-value method). When
attempting to identify similar public entities within that industry sector index, the nonpublic entity should
consider each entitys life cycle stage, size, financial leverage, products, and other characteristics that
distinguish certain entities from others in the same industry sector. Accordingly, it may be necessary
that the peer companies information obtained for this purpose be modified in order for it to be relevant
and comparable to the characteristic of the nonpublic entity.
Equity awards to nonemployees must be measured at fair value pursuant to ASC 505-50. Accordingly,
calculated value may not be used to value equity awards to nonemployees. Further, if the company
measures nonemployee options at fair value, it cannot assert that it is unable to estimate the expected
volatility of its stock (because that expected volatility must be estimated for purposes of estimating the
value of the options granted to the nonemployees). Accordingly, we believe that companies that grant
stock options to nonemployees must measure the compensation cost of employee options based on
fair value.
Section 7.4.2 provides additional guidance for estimating the expected volatility of a nonpublic entitys
share price. It also provides additional guidance for selecting an appropriate industry sector index, and
calculating the historical volatility of that index, when using the calculated-value method to measure
share-based payments.
3.2.4.2
Change from calculated value to fair value

A nonpublic entity may change its measurement technique from calculated value to fair value either
because it becomes a public entity or because it determines that it can estimate expected volatility of its
own shares. ASC 718-10-55-27 indicates that the change in either the valuation technique or the
method of determining the appropriate assumptions (in this case, the change from the calculated-value
method to the fair-value-based method) is a change in estimate under ASC 250, that may be applied only
prospectively (such changes are discussed in Section 6.6). That is, compensation cost for nonvested
awards granted prior to the change must continue to be recognized based on the calculated value that
was measured on the date of grant. All share-based payments granted subsequent to the change must be
measured using the fair-value-based method.
Because (a) the fair-value-based method is expected to produce a better estimate of fair value, and (b) it
would be difficult to assert that an entity that previously could estimate its expected volatility no longer
can do so, an entity generally would not be permitted to change its method of estimating the value of
employee stock options from the fair-value-based method to the calculated-value method.
3.3
Measurement date
Glossary
718-10-20
Measurement Date
The date at which the equity share price and other pertinent factors, such as expected volatility, that
enter into measurement of the total recognized amount of compensation cost for an award of sharebased payment are fixed.
The measurement date is an important concept in the accounting for share-based payments. The
measurement date differs for awards classified as equity and those classified as liabilities, and for those
granted to employees and those granted to nonemployees. The measurement date for a grant of equity
instruments to an employee generally is the grant date. The measurement date for awards classified as
liabilities is the settlement date, which is discussed further in Section 5.1. The measurement date for
awards granted to nonemployees is discussed in Section 9.3.
The FASB concluded that equity instruments subject to service or performance conditions are not issued
until the company receives consideration for those instruments. However, the FASB believes that at the
grant date, when the company becomes obligated to issue the equity instruments (contingent on the
employees satisfaction of the service or performance conditions), the employee receives an equity
interest in the company. The consideration for the equity instruments is the requisite future employee
service. The FASB believes that a companys contingent obligation to issue equity instruments supports
measurement of equity instruments granted to employees at the grant date.
In its Basis for Conclusions to Statement 123(R), the FASB indicated that in deciding whether and on what
terms to exchange equity instruments for employee services, both parties to the agreement presumably
base their decisions on the current fair value of the instrument to be exchanged not its possible value at
a future date. This conclusion also was an important factor in leading the FASB to conclude that the grant
date is the appropriate measurement date for a grant of an equity instrument to an employee.
3.3.1
Definition of grant date

Glossary
718-10-20
Grant Date
The date at which an employer and an employee reach a mutual understanding of the key terms and
conditions of a share-based payment award. The employer becomes contingently obligated on the
grant date to issue equity instruments or transfer assets to an employee who renders the requisite
service. Awards made under an arrangement that is subject to shareholder approval are not deemed
to be granted until that approval is obtained unless approval is essentially a formality (or perfunctory),
for example, if management and the members of the board of directors control enough votes to
approve the arrangement. Similarly, individual awards that are subject to approval by the board of
directors, management, or both are not deemed to be granted until all such approvals are obtained.
The grant date for an award of equity instruments is the date that an employee begins to benefit from,
or be adversely affected by, subsequent changes in the price of the employers equity shares.
Paragraph 718-10-25-5 provides guidance on determining the grant date.
We address each of the key requirements of this definition in the sections that follow.
3.3.1.1
Mutual understanding of key terms and conditions

The definition of grant date requires that an employer and an employee have a mutual understanding of
the key terms and conditions of the share-based payment. A mutual understanding of the key terms and
conditions means that both the employer and the employee have enough information to understand the
nature of the relationship established by the award, including the compensatory relationship and the equity
relationship subsequent to the date of the grant (the equity relationship is discussed further in Section
3.3.1.2 below).
3.3.1.1.1
Practical accommodation regarding the concept of mutual understanding

Prior to applying ASC 718, many companies historically measured compensation cost resulting from
share-based payments on the date the board of directors or other authorized parties approved the grant,
regardless of whether the terms of the award were communicated to the individual grantees on that date.
For purposes of applying ASC 718, the question arose as to whether the employer and employee can have
a mutual understanding of the key terms and conditions of an award (and therefore a measurement date)
prior to the key terms and conditions of an award being communicated to the employee.
Based on discussions with the FASB staff, we and others initially had concluded that the significant terms
of an award (including the number of awards to be granted to the individual employee) had to be
communicated to the grantee to achieve a grant date and, therefore, a measurement date under
ASC 718. Absent a change to ASC 718, the common practice of measuring compensation cost from
share-based payments on the date of approval would not have been appropriate under ASC 718 unless
the terms of the award also were communicated to the employee prior to or on that date.
Based on input from various constituents, the FASB concluded that the requirement to communicate the
terms of the award to the employee before achieving a measurement date for an equity award to an
employee raised numerous practical issues, particularly for companies that have managers personally or
orally communicate to the employees the terms of their awards (e.g., in connection with annual
performance reviews). Accordingly, ASC 718-10-25-5 provides an exception to the application of the
concept of mutual understanding in the determination of whether a grant date (and, for an equity
award, a measurement date) has occurred. The exception requires companies to presume that a mutual
understanding exists and measure compensation cost for equity awards to employees on the board
approval date (or, if awards are approved by a committee of the board or some other group rather than
the full board, when approved by that committee or group) provided that the other requirements of the
definition of the grant date are met and:
a. The award is a unilateral grant and, therefore, the recipient does not have the ability to negotiate the
key terms and conditions of the award with the employer, and
b. The key terms and conditions of the award are expected to be communicated to an individual
recipient within a relatively short time period from the date of approval.
The FASB made clear that this exception must be applied to share-based payment arrangements, but
should not be applied by analogy to transactions other than share-based payments.
Note that for a grant date to occur on the approval date, the terms of specific awards to individual
employees must be approved. For example, approving an aggregate number of awards that subsequently
will be allocated to individual employees in the future is not sufficient to establish a grant date. In this
circumstance, the grant date would occur when those with the appropriate authority approve a final allocation
of awards to individual employees and the significant terms of those awards have been established.
Regarding criterion (a), above, the number and other terms of a share-based payment to an employee
normally are established by appropriate levels of management and approved by the board of directors,
its compensation committee, or another authorized committee. These terms normally are not negotiated
with individual employees. However, in certain circumstances, employees may be in a position to
negotiate the terms of the award. For example, senior executives may be in a position to negotiate with
the board or compensation committee the terms of their awards. Similarly, new hires may be in a
position to negotiate the terms of their initial awards. In such circumstances, we do not believe a grant
date can occur for an equity award prior to the date when the terms of the award are agreed to by both
parties. Accordingly, management, with the assistance of human resources personnel, must evaluate the
companys procedures for granting share-based payments to determine which employees, if any, are
entitled to negotiate the terms of their awards. We expect that in many cases this will not present a
significant issue as senior executives likely would negotiate the terms of their award before approval is
sought and would be informed of the terms of their awards at the time of the board or compensation
committee meeting, or very shortly after the meeting. Similarly, new hires that can negotiate the terms
of their initial awards likely would have negotiated the terms prior to the necessary approvals being
obtained. In those circumstances, when approval is communicated to the grantee and the grantee meets
the definition of an employee in ASC 718-10-20, a grant date occurs.
Regarding criterion (b), above, questions may arise as to what constitutes a relatively short time
period. ASC 718 provides the following guidance in that regard:

Recognition
718-10-25-5
A relatively short time period is that period in which an entity could reasonably complete all actions
necessary to communicate the awards to the recipients in accordance with the entitys customary
human resource practices.
Accordingly, the duration of a relatively short time period is dependent on the manner in which a
company communicates the terms of awards to employees. For a company that communicates the terms
of awards through the grantees supervisor in connection with an annual performance evaluation, a
reasonable period of time may be several weeks. On the other hand, for a company that communicates
the terms of an award via an employee benefits website, the period likely would be limited to the time
that the company could reasonably populate the website with specific information and announce the
availability of the information (which may take just a few days). We believe that determination of whether
the time period is relatively short is a matter of judgment that should consider all of the relevant facts
and circumstances (e.g., communication methods, locations of employees, number of employees
receiving awards). However, in cases where companies have established reasonable communication
mechanisms and continue to make adequate progress in completing those communications, we generally
believe the time period would be considered reasonable. On the other hand, if, for example, during the
two weeks after the terms of the awards have been approved no action is taken to begin the
communication process, we believe it is unlikely that the communication period would be viewed as
relatively short.
While not explicitly addressed in ASC 718, if an employer meets the above requirements for concluding
that a grant date has occurred on the approval date, any change to the terms of the award between the
approval date and the communication date would be accounted for under the modification model in
ASC 718 (because a measurement date had occurred on the approval date). See Section 8.1 for a
detailed discussion of the accounting for modifications of share-based payments.
3.3.1.1.2
Substantive terms of the plan

ASC 718-10-55-81 provides that the key terms of the share-based payment arrangement may be
established through a formal, written agreement; an informal, oral arrangement; or established by an
entitys past practice. Generally, formal written agreements provide the best evidence of the key terms
of an award. However, oral agreements or past practices also may suggest that the terms of an award
differ from the formal arrangement. For example, a company may grant employee stock options that
provide only for physical settlement (i.e., the employee pays the full exercise price and receives the
specified number of shares). However, if the company has reached an oral agreement to cash settle an
option award, or has a practice of cash settling an option award whenever an employee requests cash
settlement, the oral agreement or past practice may suggest that the award is a liability award rather
than an equity instrument (Section 5.2.5 discusses this example in further detail). However, if an option
agreement does not specify the exercise price, the number of shares, or the vesting conditions, we do
not believe that informal agreements or past practices normally could provide an appropriate basis for
concluding that those key terms are understood. Under those circumstances, neither the grant date, nor
the measurement date, has occurred.
Additional guidance on the requirement to have a mutual understanding of the terms and conditions of
an award that includes performance conditions is provided in Section 3.4.3.4.
3.3.1.2
Employee begins to benefit from or be adversely affected by a change in the stock price
The FASB recognized that entities will have to apply the concept of a mutual understanding of key terms
and conditions to a wide variety of share-based payments, and that for some awards it may be difficult
to determine when the employee and employer have reached a mutual understanding of the key terms
and conditions. In order to clarify the application of this concept, the definition of grant date includes a
requirement that the grant date does not occur before the employee begins to benefit from or be
adversely affected by changes in the price of the equity underlying the share-based award.
In order to meet this criterion, the employee must either benefit from or be adversely affected by
subsequent changes in the price of the employers stock. The following example from the implementation
guidance in ASC 718 illustrates how this concept is applied to help determine if the parties have a mutual
understanding of the key terms and conditions:

718-10-55-83
The determination of the grant date shall be based on the relevant facts and circumstances. For
instance, a look-back share option may be granted with an exercise price equal to the lower of the
current share price or the share price one year hence. The ultimate exercise price is not known at the
date of grant, but it cannot be greater than the current share price. In this case, the relationship
between the exercise price and the current share price provides a sufficient basis to understand both
the compensatory and equity relationship established by the award; the recipient begins to benefit
from subsequent changes in the price of the employers equity shares. However, if the awards terms
call for the exercise price to be set equal to the share price one year hence, the recipient does not
begin to benefit from, or be adversely affected by, changes in the price of the employers equity shares
until then. Therefore, [a] grant date would not occur until one year hence. Awards of share options
whose exercise price is determined solely by reference to a future share price generally would not
provide a sufficient basis to understand the nature of the compensatory and equity relationships
established by the award until the exercise price is known.
Although the employee receiving the look-back option would not be adversely affected by a decrease in
the share price, the employee would benefit from an increase in the share price because the exercise
price will be set at the lower of the current share price or the share price one year from that date. This
provides sufficient basis for the employee and the employer to understand both the compensatory and
equity relationship established by this award.
The second example in ASC 718-10-55-83 illustrates when an equity relationship has not been
established and, therefore, there is not a grant date or a measurement date. In the example provided,
the exercise price will be set equal to the share price in one year. The FASB indicated that the employee
neither benefits from increases nor is adversely affected by decreases in the share price during the initial
one-year period. While this is true from an intrinsic-value perspective (because the intrinsic value will be
zero on the grant date), it is not true from a fair-value perspective. All other things being equal, the fair
value of an at-the-money option on a $50 share of stock is worth more than an at-the-money option on a
$10 share of stock. Because of the FASBs conclusion in this regard, we believe in determining whether
an equity relationship exists (and a grant date has occurred), the assessment of the equity relationship
must be made on an intrinsic-value basis.
3.3.1.3
All necessary approvals must be obtained

By definition, the grant date cannot occur before all necessary approvals have been obtained, including
shareholder approval for the share-based compensation plan (if required) and board approval for
individual awards pursuant to a share-based compensation plan. However, this requirement can be
overcome if shareholder, board, or compensation committee approval is deemed to be a formality or
perfunctory. For example, if the management team and the board of directors that developed the sharebased compensation plan control enough votes to ensure shareholder approval, approval of the plan by
shareholders would be deemed perfunctory. In addition, shares held by outsiders (e.g., a single
shareholder owning a large block of stock) can be included in the assessment that approval is essentially
a formality only if an irrevocable proxy is obtained. However, if approval is essentially a formality, a
company also should consider whether any evidence exists contrary to the expectation that management
and the members of the board of directors will continue to control the company through the date of the
shareholder vote. For example, the ownership percentage of management and the members of the board
of directors could be diluted if the company anticipates a secondary offering prior to the shareholder
vote or if those individuals plan to sell shares of the employer prior to the shareholder vote.
An assessment that it is probable that the shareholders will approve the plan is not sufficient to make
approval essentially a formality. That is, even if prior experience indicates that it is rare that proposed
plans or awards are not approved through a shareholder vote, the company cannot conclude that
approval is essentially a formality absent control of the outcome. Control should be based on all shares
eligible to vote, not solely on those expected to vote. Consequently, in most cases, required shareholder
approval must be obtained in order to conclude that a grant date and, therefore, a measurement date,
for an award has occurred.
If the board of directors or compensation committee has formally delegated authority and responsibility
for granting awards to specific board or management members, subsequent approval by these groups
may be considered perfunctory, and therefore not delay the grant date, in the following limited
circumstances:
a. The compensation committee has approved at a duly-called meeting a pool of options to be granted
to nonexecutive employees and approved the terms of specific grants to individual executives. The
pool specifies the total number of options that can be granted to nonexecutive employees, and may
specify the date of grant, but does not indicate how the awards will be allocated to specific
employees. The compensation committee at the same meeting formally delegates to management
the responsibility to allocate the awards to nonexecutive employees and, provided that the resulting
grants do not exceed the approved pool, indicates that it will approve managements allocation
without change. The subsequent approval is viewed as ratification of managements actions, and
may be required to comply with the companys bylaws, articles of incorporation, or state corporate
law. The compensation committee has never challenged managements allocation of the pool of
options to individual employees.
In this circumstance, it may be appropriate to conclude that the grant date is not delayed to the
subsequent compensation committee ratification date but rather the grant date would be the date that
management finalizes the allocation to individual employees and, therefore, the terms of the awards,
including the number of underlying options and exercise price, are known for each individual employee.
b. The compensation committee formally has delegated the authority to management to grant options
to new hires and newly promoted employees based on standard terms. Such grants are priced on the
second Monday after their employment start or promotion date. The compensation committee has
established bands of employee ranks and a range of individual permitted grant amounts within those
bands. The compensation committee has advised management that as long as new hire and
promotion grants are within the specified ranges, the grant will be approved by the compensation
committee. The subsequent approval is viewed as ratification of managements actions, and may be
required to comply with the companys bylaws, articles of incorporation, or state corporate law. The
compensation committee has never failed to approve grants made within the specified ranges.
In this circumstance, it may be appropriate to conclude that the grant date is the date that management
determines with finality all the terms of individual grants, provided that the grants are within the
parameters specified by the compensation committee. The grant date for awards in excess of those
approved ranges generally would be the date the grant is approved by the compensation committee.
If shareholder or other required approvals have not been obtained, ASC 718-10-55-108 clarifies that
compensation cost would not be recognized before receiving all necessary approvals unless approval is
essentially a formality (or perfunctory).
3.3.1.4
Must meet the definition of an employee

ASC 718-10-55-82 states that in order to have a grant date for an award to an employee, the recipient
of that award must meet the definition of employee. For example, on signing an employment agreement
on 1 January 2009, an individual is granted stock options that are subject to a three-year service
condition. However, the individual does not begin to work for the employer until 15 February 2009.
The individual does not meet the definition of an employee, and the grant date cannot occur, until
15 February 2009. Compensation cost relating to the stock options granted on 1 January 2009 would
be measured on 15 February 2009, and recognized ratably over the period from 15 February 2009,
through 31 December 2011, because the service inception date, as discussed in detail in Section 4.3,
cannot occur before service is being provided.
In some circumstances, an award may be granted to an individual that vests based on service either as a
nonemployee consultant or as an employee. If that were the case in the example in the preceding
paragraph, and the employee was providing substantive consulting services during the period from 1
January 2009, to 15 February 2009, we believe it would be appropriate to account for the award as an
award to a nonemployee through 15 February 2009, and then to account for the award as an award to an
employee after 15 February 2009. The accounting for awards to nonemployees is discussed in detail in
Chapter 9. The accounting implications of changes in employee status are discussed further in Section 3.9.
The definition of employee for purposes of applying the provisions of ASC 718 is discussed in detail in
Section 2.2.
3.3.1.5
Service inception date

ASC 718-10-20 defines the service inception date as the date at which the requisite service period
begins. ASC 718 requires compensation cost to be recognized over the requisite service period.
Therefore, the service inception date (as opposed to the grant date) is the date on which the company
begins to recognize compensation cost relating to the share-based payment. The service inception date
generally is the same as the grant date; however, under certain circumstances described in Sections
4.3.1 and 4.3.4, the service inception date may precede the grant date or occur after the grant date.
3.4
Effect of service, performance, and market conditions on measurement
3.4.1
Overview
Equity instruments transferred to an employee in a share-based payment arrangement may include
market, performance, or service conditions. Those conditions could affect the awards exercise price,
contractual term, quantity, or conversion ratio. The impact of these conditions on the accounting for
share-based payments is described as follows:

Initial Measurement
718-10-30-12
Awards of share-based employee compensation ordinarily specify a performance condition or a service
condition (or both) that must be satisfied for an employee to earn the right to benefit from the award.
No compensation cost is recognized for instruments that employees forfeit because a service
condition or a performance condition is not satisfied (that is, instruments for which the requisite
service is not rendered).
718-10-30-14
Some awards contain a market condition. The effect of a market condition is reflected in the grantdate fair value of an award. (Valuation techniques have been developed to value path-dependent
options as well as other options with complex terms. Awards with market conditions, as defined in this
Topic, are path-dependent options.) Compensation cost thus is recognized for an award with a market
condition provided that the requisite service is rendered, regardless of when, if ever, the market
condition is satisfied.
718-10-30-27
Performance or service conditions that affect vesting are not reflected in estimating the fair value of an
award at the grant date because those conditions are restrictions that stem from the forfeitability of
instruments to which employees have not yet earned the right. However, the effect of a market condition
is reflected in estimating the fair value of an award at the grant date (paragraph 718-10-30-14). For
purposes of this Topic, a market condition is not considered to be a vesting condition, and an award is
not deemed to be forfeited solely because a market condition is not satisfied.
718-10-35-4
An entity shall reverse previously recognized compensation cost for an award with a market condition
only if the requisite service is not rendered.
Market, performance, and service conditions included in the terms of an equity-based award must
be analyzed to: (a) determine if the conditions should be considered when measuring fair value,
(b) determine whether compensation cost should be reversed if the condition is not met (or should not be
recognized if the condition is not expected to be met), and (c) identify the requisite service period over
which compensation cost is to be recognized. The following sections describe service, performance, and
market conditions and address when those conditions, or a combination of those conditions, affect the
estimate of fair value and the recognition of compensation cost. The effect of service, performance, and
market conditions on the requisite service period is described in Chapter 4.
3.4.2
Service conditions
A service condition is a condition that requires the individual to remain employed by the company for a
stated period of time in order to earn the right to the related equity instrument (i.e., to vest). ASC 718
defines a service condition as follows:

Glossary
718-10-20
Service Condition
A condition affecting the vesting, exercisability, exercise price, or other pertinent factors used in
determining the fair value of an award that depends solely on an employee rendering service to the
employer for the requisite service period. A condition that results in the acceleration of vesting in the
event of an employees death, disability, or termination without cause is a service condition.
As previously discussed, service conditions (as well as performance conditions) that affect whether or
not an award vests or becomes exercisable are not directly incorporated into the estimate of fair value at
the grant date (although the length of the vesting period can indirectly affect that fair value of an option
because the expected term of the option cannot be less than the vesting period). However, substantive
service conditions usually impact whether measured compensation cost is recognized. If the requisite
service period of an award is based on a service condition, compensation cost will be recognized only to
the extent that the service condition is satisfied. Compensation cost will not be recognized, and any
previously recognized compensation cost will be reversed, if the service condition is not satisfied.
Illustration 3-1
For example, a company grants 100 shares with a fair value of $1,000 to an employee subject to a
requirement that the individual remains employed for one year to earn the award (i.e., vesting is subject
to an explicit service condition). The likelihood of the award vesting does not impact the estimated fair
value of the award, but does impact whether that fair value ultimately is recognized in the financial
statements as compensation cost. If the award vests, the employer recognizes $1,000 in compensation
cost. If the award does not vest, no compensation cost is recognized. The measure of total compensation
cost to be recognized over the requisite service period can be expressed as the price (i.e., fair value) of
the individual instruments times the quantity of the instruments that vest. For equity awards, service
conditions do not impact the price, but do impact the quantity. The quantity is adjusted as the estimate
of the number of awards that will vest changes (see Section 4.4.1.3). The price is not adjusted for equity
awards after the initial grant date measurement (unless the terms and conditions of the award are
modified or the award is settled or the fair value of the award can be reasonably estimated).
Chapter 4 describes the determination of the requisite service period and the recognition of
compensation cost for awards that include explicit service conditions.
3.4.3
Performance conditions
3.4.3.1
Definition
A performance condition is a condition that is based on the operations or activities of the employer. The
condition may relate to the performance of the entire company, a division, or an individual employee.
ASC 718 defines a performance condition as follows:

Glossary
718-10-20
Performance Condition
A condition affecting the vesting, exercisability, exercise price, or other pertinent factors used in
determining the fair value of an award that relates to both of the following:
a.
An employees rendering service for a specified (either explicitly or implicitly) period of time
b.
Achieving a specified performance target that is defined solely by reference to the employers
own operations (or activities).
Attaining a specified growth rate in return on assets, obtaining regulatory approval to market a
specified product, selling shares in an initial public offering or other financing event, and a change in
control are examples of performance conditions. A performance target also may be defined by
reference to the same performance measure of another entity or group of entities. For example,
attaining a growth rate in earnings per share (EPS) that exceeds the average growth rate in EPS of
other entities in the same industry is a performance condition. A performance target might pertain
either to the performance of the entity as a whole or to some part of the entity, such as a division or an
individual employee.
It is important to carefully assess conditions (other than service conditions) inherent in an award to
determine if they meet the definition of performance conditions. If they do not, they likely will represent
either market conditions (see Section 3.4.4) or other conditions (see Section 3.4.5), which are subject to
very different accounting from performance conditions. The key provisions of the above definition are
discussed below.
3.4.3.1.1
Requires the employee to render service

A condition meets the definition of a performance condition only if the employee must provide service to
the employer for a specified period of time. Typically, a performance award will specify such a service
period either explicitly (by specifying a period of time that the employee must work to vest) or implicitly
(by providing for forfeiture of the award on termination prior to the achievement of the performance
condition). Although not common in practice, an award could specify that no continuing service is
required such that if the employee terminates prior to the achievement of the performance condition,
they still vest in a performance award. For example:
Illustration 3-2:
Recipients are not currently retirement eligible.
A company grants a share-based payment award that will vest on the satisfaction of a performance
condition (cumulative net income over five years). The company determines that it is probable that the
performance condition will be achieved. The recipient of the award will be eligible to retire in two
years. The terms of the award state that when an employee retires, any nonvested awards will
continue to vest based on the original terms of the award. That is, if the performance condition is
achieved after the employee retires, the award will vest. If the performance condition is never
satisfied, the award will not vest.
Illustration 3-3:
Recipients are currently retirement eligible.
Assume all the same facts as above, however, on the date of grant the employee is currently eligible
to retire.
The FASB issued ASU 2014-12, Accounting for Share-Based Payments When the Terms of an Award
Provide That a Performance Target Could Be Achieved after the Requisite Service Period, which
addresses this fact pattern. The guidance reflects the EITF consensus that an award with a performance
target that affects vesting and that could be achieved after an employee completes the requisite service
period (i.e., the employee would be eligible to vest in the award regardless of whether the employee is
rendering service on the date the performance target could be achieved) should be treated as a
performance condition. That is, the performance target is not reflected in the determination of the grant
date fair value of the award. Compensation cost attributable to the period for which requisite service has
been rendered would be recognized in the period it becomes probable that the performance condition will
be achieved. The total amount of compensation cost recognized during and after the requisite service
period would reflect the number of awards that are expected to vest and would be adjusted to reflect
those awards that ultimately vest.
This guidance applies to all share-based payments with performance targets that affect vesting and that
could be achieved after the requisite service periods. This would include an award that vests when a
company completes an IPO that is, it achieves the performance target even if the IPO occurs after a
current or former employee completed the required service. The guidance also would apply to an award
granted to an employee who is eligible to retire (without losing the ability to vest in the award) before the
end of the period in which a performance target could be achieved.
The guidance is effective for all entities for annual periods beginning after 15 December 2015 and
interim periods within those annual periods. Early adoption also is permitted. However, because ASU
2014-12 is not effective as of the date of this publication, it is important to note the diversity in practice
in the accounting for such awards until the effective date. These methods were discussed by the
Statement 123(R) Resource Group and they include:
a. The vesting condition is similar to a restriction on resale or a market condition (that does not require
employee service through the period the market condition is met), as discussed in Sections 6.3.2 and
4.4.3, respectively, that would be incorporated into the valuation of the award, but not into the
determination of whether compensation cost would be recognized or the estimate of the requisite
service period. In this circumstance, the likelihood of the vesting condition being achieved would be
incorporated into the estimate of fair value on the grant date and that fair value would not subsequently
be adjusted. Similar to a market condition that is not met, the compensation cost measured at the grant
date would be recognized even if the performance target ultimately is not met.
b. The vesting condition is a condition other than a service, performance or market condition (see
Section 5.2.4) that requires that the award be classified as a liability and remeasured at fair value.
The other condition would not impact the estimated requisite service period, but would impact whether
compensation cost is recognized by virtue of the remeasurement at fair value until settlement.
c.
The vesting condition would be considered a performance condition. This approach is included in
ASU 2014-12 that is discussed above.
Until ASU 2014-12 is effective, we believe any of the above approaches would be acceptable.
3.4.3.1.2
Based on the operations or activities of the employer or activities of the employee

To qualify as a performance condition, the condition must be based on one of the following:
Operations or activities of the employer Operations of the employer could include financial metrics
(e.g., revenues, earnings, earnings per share, operating cash flows, earnings before interest, taxes,
depreciation, and amortization), operating metrics (e.g., number of stores opened, number of items
produced, number of defects in output, regulatory approval of a product), or specific actions of the
company (e.g., an initial public offering, change in control). The metrics or targets may be based on
the consolidated entity or any component of that entity (e.g., subsidiary, segment, product line). We
believe that for a grant date (and measurement date) to have occurred for an award with a
performance condition based on the operations or activities of the employer, the metrics or targets
(including any future adjustments to those metrics or targets during the vesting period) should be
objectively determinable. If metrics or targets are subjective or may be adjusted at the discretion of
management, the board of directors, or the compensation committee, then a mutual understanding
of the performance condition may not have occurred, and, therefore, a grant date (and
measurement date) would not occur until the earlier of the vesting date or when the discretionary
adjustment feature has lapsed. However, as discussed in Section 4.3.1, the service inception date
may precede the grant date in certain circumstances. In that case, variable accounting
(i.e., remeasurement of the fair value of the award each reporting period) would be applied until the
grant date occurs. If the service inception date does not precede the grant date, no compensation
cost would be recognized until the grant date.
Activities of the employee Performance conditions based on the activities of the employee could
include conditions based on sales by the employee, complaints lodged against the employee, volume
of goods produced or services provided, performance evaluations, etc. We believe that for a grant
date (and measurement date) to have occurred for an award with a performance condition based on
the employees individual performance evaluation, the performance evaluation process must be well
controlled, reasonably objective, and serve as a basis for promotion and other compensation
decisions. If that is not the case, we believe that the performance evaluation condition may be overly
subjective and not provide for a mutual understanding of the terms and conditions of the award and,
therefore, a grant date (and measurement date) would not occur until the performance evaluation is
completed. However, as discussed in Section 4.3.1, the service inception date may precede the grant
date in certain circumstances. In that case, variable accounting (i.e., remeasurement of the fair
value of the award each reporting period) would be applied until the grant date occurs. If the service
inception date does not precede the grant date, no compensation cost would be recognized until the
grant date.
Conditions that do not meet one of the above requirements (e.g., an award with a payout indexed to
the rate of inflation) or the definition of a market condition would in most cases be considered an
other condition that causes liability classification (see Section 5.2.4).
3.4.3.1.3
May be defined by reference to other groups or entities

The requirement that a performance target be based on the operations or activities of the employer or
employee does not preclude defining the target by reference to other entities or groups. For example, we
believe the following conditions would be viewed as performance conditions:
A target based on exceeding the earnings per share of a peer group of companies by a specified
percentage
A target based on defect rates below an industry average
A target based on an individual employees production exceeding the mean production of a specified
group of employees
However, as discussed in the definition of a performance condition, the designated metric of the
reference company or group must be the same metric specified for the employer or employee. For
example, we do not believe that a condition requiring the employers net income to exceed 10% of the
revenues of a competitor would meet the requirements to be considered a performance condition and,
therefore, would fall within the accounting specified for other conditions in Section 3.4.5 below.
A performance condition may affect (a) the vesting (or exercisability) of an award or (b) other terms of
an award. The accounting differs for each of these two types of performance conditions, as discussed
further below.
3.4.3.2
Performance conditions that affect vesting (or exercisability) of an award

To the extent performance conditions affect the vesting or exercisability of an award (i.e., determines
whether the award may be exercised), the conditions should not be considered in the determination of
the fair value of the award. However, if the performance condition must be met for the award to vest,
compensation cost will be recognized only if the performance condition is satisfied. Compensation cost
will not be recognized, and any previously recognized compensation cost would be reversed, if the
performance condition is not satisfied. The estimated quantity of awards for which it is probable that the
performance conditions will be achieved must be reevaluated each reporting period and adjusted as
discussed in Section 4.4.2.3.
Illustration 3-4:
Performance conditions that affect the number of instruments

that will vest
The following example from the implementation guidance in ASC 718 illustrates the accounting for an
award that contains a performance condition that affects the number of options that will vest:

718-20-55-36
This Example shows the computation of compensation cost if Entity T grants an award of share options
with multiple performance conditions. Under the award, employees vest in differing numbers of
options depending on the amount by which the market share of one of Entity Ts products increases
over a three-year period (the share options cannot vest before the end of the three-year period). The
three-year explicit service period represents the requisite service period. On January 1, 20X5, Entity T
grants to each of 1,000 employees an award of up to 300 10-year-term share options on its common
stock. If market share increases by at least 5 percentage points by December 31, 20X7, each
employee vests in at least 100 share options at that date. If market share increases by at least
10 percentage points, another 100 share options vest, for a total of 200. If market share increases by
more than 20 percentage points, each employee vests in all 300 share options. Entity Ts share price
on January 1, 20X5, is $30 and other assumptions are the same as in Example 1 [See Section
4.4.1.6]. The grant-date fair value per share option is $14.69. While the vesting conditions in this
Example and in Example 1 (see paragraph 718-20-55-4) are different, the equity instruments being
valued have the same estimate of grant-date fair value. That is a consequence of the modified grantdate method, which accounts for the effects of vesting requirements or other restrictions that apply
during the vesting period by recognizing compensation cost only for the instruments that actually vest.
(This discussion does not refer to awards with market conditions that affect exercisability or the ability
to retain the award as described in paragraphs 718-10-55-60 through 55-63.)
718-20-55-37
The compensation cost of the award depends on the estimated number of options that will vest. Entity T
must determine whether it is probable that any performance condition will be achieved, that is, whether
the growth in market share over the 3-year period will be at least 5 percent. Accruals of compensation
cost are initially based on the probable outcome of the performance conditions in this case, different
levels of market share growth over the three-year vesting period and adjusted for subsequent
changes in the estimated or actual outcome. If Entity T determines that no performance condition is
probable of achievement (that is, market share growth is expected to be less than 5 percentage points),
then no compensation cost is recognized; however, Entity T is required to reassess at each reporting
date whether achievement of any performance condition is probable and would begin recognizing
compensation cost if and when achievement of the performance condition becomes probable.
Chapter 4 describes the determination of the requisite service period and discusses the recognition of
compensation cost for awards with performance conditions in greater detail.
3.4.3.3
Performance (or service) conditions that affect factors other than vesting or exercisability
ASC 718 provides the following guidance for accounting for awards with performance conditions that
affect factors other than vesting or exercisability:

Initial Measurement
718-10-30-15
Market, performance, and service conditions (or any combination thereof) may affect an awards
exercise price, contractual term, quantity, conversion ratio, or other factors that are considered in
measuring an awards grant-date fair value. A grant-date fair value shall be estimated for each possible
outcome of such a performance or service condition, and the final measure of compensation cost shall be
based on the amount estimated at the grant date for the condition or outcome that is actually satisfied.
Performance conditions and, less commonly, service conditions may affect the exercise price,
contractual term, or other factors that may affect the fair value of an award. ASC 718 requires that all
performance conditions that affect terms other than vesting or exercisability be accounted for in a
similar manner. A grant-date fair value must be estimated for each possible outcome. The compensation
cost recognized in the financial statements will be based on the grant-date fair value of the award that
ultimately vests (i.e., based on the performance condition that is ultimately satisfied). The probability
that the performance condition will be satisfied is not taken into account when estimating fair value, but
is taken into account when determining which award is probable of vesting, and, therefore, which award
(and related fair value) must be recognized as compensation cost.
Illustration 3-5:
Performance conditions that affect the exercise price of an award
award that contains a performance condition that affects the exercise price of the award:

718-20-55-42
This Example shows the computation of compensation cost if Entity T grants a share option award with
a performance condition under which the exercise price, rather than the number of shares, varies
depending on the level of performance achieved. On January 1, 20X5, Entity T grants to its CEO 10year share options on 10,000 shares of its common stock, which are immediately vested and
exercisable (an explicit service period of zero). The share price at the grant date is $30, and the initial
exercise price also is $30. However, that price decreases to $15 if the market share for Entity Ts
products increases by at least 10 percentage points by December 31, 20X6, and provided that the
CEO continues to be employed by Entity T and has not previously exercised the options (an explicit
service period of 2 years, which also is the requisite service period).
718-20-55-43
Entity T estimates at the grant date the expected level of market share growth, the exercise price of
the options, and the expected term of the options. Other assumptions, including the risk-free interest
rate and the service period over which the cost is attributed, are consistent with those estimates.
Entity T estimates at the grant date that its market share growth will be at least 10 percentage points
over the 2-year performance period, which means that the expected exercise price of the share
options is $15, resulting in a fair value of $19.99 per option. Option value is determined using the
same assumptions noted in paragraph 718-20-55-7 except the exercise price is $15 and the award is
not exercisable at $15 per option for 2 years.
718-20-55-44
Total compensation cost to be recognized if the performance condition is satisfied would be $199,900
(10,000 $19.99). Paragraph 718-10-30-15 requires that the fair value of both awards with service
conditions and awards with performance conditions be estimated as of the date of grant. Paragraph
718-10-35-3 also requires recognition of cost for the number of instruments for which the requisite
service is provided. For this performance award, Entity T also selects the expected assumptions at the
grant date if the performance goal is not met. If market share growth is not at least 10 percentage
points over the 2-year period, Entity T estimates a fair value of $13.08 per option. Option value is
determined using the same assumptions noted in paragraph 718-20-55-7 except the award is
immediately vested.
718-20-55-45
Total compensation cost to be recognized if the performance goal is not met would be $130,800
(10,000 $13.08). Because Entity T estimates that the performance condition would be satisfied, it
would recognize compensation cost of $130,800 on the date of grant related to the fair value of the
fully vested award and recognize compensation cost of $69,100 ($199,900 $130,800) over the 2year requisite service period related to the condition. Because of the nature of the performance
condition, the award has multiple requisite service periods that affect the manner in which
compensation cost is attributed.
718-20-55-46
During the two-year requisite service period, adjustments to reflect any change in estimate about
satisfaction of the performance condition should be made, and, thus, aggregate cost recognized by the
end of that period reflects whether the performance goal was met.
Chapter 4 describes in further detail how to recognize the compensation cost associated with sharebased payment awards that contain performance conditions which affect factors other than vesting
or exercisability.
3.4.3.4
Performance conditions to be established at a future date

Illustration 3-6
In some cases, a company may wish to grant performance awards that will vest or become exercisable
based on the achievement of performance targets that will be specified in the future. For example, a
company may grant options on 300 shares that vest in three tranches (100 each) based on the
achievement of earnings targets for each year. Initially, the award specifies the first years earnings
target, but not the targets for years two and three. Those targets will be established prior to the
beginning of each period in which the performance condition will be measured. In this example, we
believe that a grant date has been achieved only for the first vesting tranche (100 options). Because
vesting conditions are significant terms of an award, and because the vesting terms for the second and
third years are not initially known, we believe that a grant date does not occur (see discussion in
Section 3.3.1.1) until the vesting conditions are established and communicated to the employee for
the remaining 200 options. Similarly, if the performance condition is described in the award as a
requirement to exceed budgeted earnings by a designated amount, and budgets for the second and
third years have not been established when the employee is informed of the award, the grant date
cannot occur until the budgets are established. In both of these examples, compensation cost for the
second and third tranches is not measured until the vesting conditions are determined (based on
establishing an explicit vesting condition or the budget that drives the vesting condition). As a result,
compensation cost will be measured based on the fair value of the options on the date that the specific
vesting terms are established and mutually understood.
3.4.4
Market conditions
The exercisability or other terms of share-based payment may be dependent on achieving a specified
stock price or a specified return on the stock price (e.g., price appreciation plus dividends). ASC 718
refers to such conditions as market conditions. ASC 718 defines a market condition as follows:

Glossary
718-10-20
Market Condition
A condition affecting the exercise price, exercisability, or other pertinent factors used in determining the
fair value of an award under a share-based payment arrangement that relates to the achievement of
either of the following:
(a) A specified price of the issuers shares or a specified amount of intrinsic value indexed solely to
the issuers shares
(b) A specified price of the issuers shares in terms of a similar (or index of similar) equity security
(securities). The term similar as used in this definition refers to an equity security of another
entity that has the same type of residual rights. For example, common stock of one entity
generally would be similar to the common stock of another entity for this purpose.
Examples of market conditions would include those in which exercisability is dependent on or other terms
are affected by:
The employers stock price achieving a specified level.
Achieving a specified return on the employers stock, the calculation of which is based on both stock
price appreciation and dividends on the stock.
The employers stock price increasing by a greater percentage than the average increase of the stock
price of a group of peer companies.
A specified stock return, which is based on both stock-price appreciation and dividends on the stock
that exceeds the average return on the S&P 500.
An option with an exercise price that varies with an index of the share prices of a group of entities in
the same industry (an example of such an award is provided in Section 7.4.5).
Market conditions must be included in the determination of the estimated grant-date fair value of sharebased payments (i.e., the price in the previously discussed compensation cost measurement of price
quantity). As discussed in more detail in Section 7.2.3, it will be necessary to use a lattice model to
estimate the value of many awards with market conditions (although it may be possible to estimate the
fair value of the award in the example in the last bullet above using a Black-Scholes-Merton formula, as
described in Section 7.4.5). Used appropriately, lattice models generally can be used to estimate the fair
value of an award because it can incorporate the possibility that the market condition may not be satisfied.
Compensation cost related to an award with a market condition will be recognized regardless of whether
the market condition is satisfied, provided that the requisite service has been provided. That is, the
compensation cost will not be reversed solely because the market condition is not satisfied. The recognition
of compensation cost for awards with market conditions is described in greater detail in Chapter 4.
3.4.5
Other conditions
If a condition that affects the terms of a share-based payment is not a service, performance, or market
condition (described above), the award is classified as a liability. For example, if the exercise price were
indexed to the price of gold, the instrument would be classified as a liability, even if the grantor were a
gold producer. ASC 718 requires that liability awards be remeasured at fair value at each reporting date
with changes in fair value recognized in earnings. The accounting for share-based payments classified as
liabilities is described in detail in Chapter 5.
3.4.6
Multiple conditions
The accounting for share-based payment awards becomes more complex when the terms include a
combination of service, performance, or market conditions. The basic principle is that compensation cost
is recognized if the requisite service is rendered, and no compensation cost is recognized if the requisite
service is not rendered. While that concept appears to be a simple one, complexity arises in determining
when the requisite service is rendered. ASC 718 requires that all terms and conditions (including any
service, performance, or market conditions) must be considered when determining the requisite service
period over which compensation cost is to be recognized. The following is an example provided in
ASC 718 of how the existence of multiple conditions can affect the requisite service period:

718-10-55-102
On January 1, 20X5, Entity T grants an executive 200,000 share options on its stock with an exercise
price of $30 per option. The award specifies that vesting (or exercisability) will occur upon the earlier of:
a.
The share price reaching and maintaining at least $70 per share for 30 consecutive trading days
[and/or]
b.
The completion of 8 years of service.
718-10-55-103
That award contains an explicit service period of eight years related to the service condition and a
derived service period related to the market condition.
When an award has multiple conditions that affect vesting or exercisability, the company must assess all
conditions when determining the appropriate requisite service period. Section 4.4.5 describes how to
determine the requisite service period for an award that contains multiple service, performance, and
market conditions.
3.5
Reload options and contingent features
3.5.1
Reload options
Some share-based payment awards contain reload features that provide for a new grant of at-the-money
options in an amount equal to the number of shares tendered to satisfy the exercise price of an existing
option. ASC 718 provides the following guidance for accounting for awards that contain reload features:

Initial Measurement
718-10-30-23
The fair value of each award of equity instruments, including an award of options with a reload feature
(reload options), shall be measured separately based on its terms and the share price and other
pertinent factors at the grant date. The effect of a reload feature in the terms of an award shall not
be included in estimating the grant-date fair value of the award. Rather, a subsequent grant of reload
options pursuant to that provision shall be accounted for as a separate award when the reload options
are granted.
The FASBs Option Valuation Group (OVG)6 indicated that the reload feature (i.e., the possibility that
additional options may be issued in the future) is a feature of the original option and can be incorporated
into the estimate of the grant-date fair value of a stock option using a lattice model. However, because
the exercise price of a reload option is not established until the original option is exercised, the FASB
concluded that the reload option does not establish an equity relationship and therefore has not been
The Option Valuation Group is a group of valuation experts and compensation consultants established by the FASB to provide
information and advice on measuring the fair value of stock options and similar instruments issued to employees in exchange for
employee services.
granted (see Section 3.3.1.2) until the original option is exercised and the reload options terms are
known. Accordingly, the fair value of a reload feature is not incorporated into the estimate of the grantdate fair value of an award. Instead, subsequent grants of reload options under the reload feature must
be accounted for as new awards and measured at fair value on the grant date of each new award. The
impact of reload features on the value of employee stock options is discussed further in Section 7.4.3.
3.5.2
Contingent features
Some share-based payments contain provisions that require the employee to return equity instruments
or any gains from the sale of equity instruments on the occurrence of certain future events. These
provisions, commonly characterized as clawback provisions, are usually triggered by noncompete,
nonsolicitation, or fraudulent behavior provisions. Clawback provisions may also be triggered by other
events, such as a restatement of financial statements, which might arise after a share-based payment
has already been earned.
ASC 718 provides the following accounting treatment for this type of contingent feature:

Initial Measurement
718-10-30-24
A contingent feature of an award that might cause an employee to return to the entity either equity
instruments earned or realized gains from the sale of equity instruments earned for consideration that
is less than fair value on the date of transfer (including no consideration), such as a clawback feature
(see paragraph 718-10-55-8), shall not be reflected in estimating the grant-date fair value of an
equity instrument.
718-10-55-47
Instead, the effect of such a contingent feature shall be accounted for if and when the contingent
event occurs.
If a clawback feature is triggered such that the employee (or former employee) must return shares in
exchange for consideration in an amount less than their current fair value, or must return the gain
realized on exercise of an option or sale of shares, the consideration received by the company should be
recognized with a debit in the appropriate balance sheet account (e.g., cash or treasury stock) based on
the fair value of the consideration received. ASC 718-10-55-47 provides that a credit, which represents
a contingent gain, should be recognized in the income statement in an amount equal to the lesser of (a)
the recognized compensation cost related to the share-based payment that contains the contingent
feature and (b) the current fair value of the consideration received. Any difference between the fair value
of the consideration received and the amount recorded in the income statement must be recorded as
additional paid-in capital. ASC 718 provides the following basis for recognizing a contingent gain:

718-10-55-47
The event is recognized in the income statement because the resulting transaction takes place with an
employee (or former employee) as a result of the current (or prior) employment relationship rather
than as a result of the employees role as an equity owner.
While the FASB does not explicitly prescribe the appropriate income statement classification for a gain
recognized on the exercise of a clawback, the illustration from ASC 718, reproduced below, recognizes
the credit in the income statement as other income. We believe that presentation is appropriate
because the employee previously provided the requisite service. Otherwise, the clawback would have
been accounted for as a forfeiture, and the employer would have continued to recognize compensation
cost through the clawback expiration date (see further discussion in Section 4.4.1.2.2). Accordingly, the
compensation cost associated with that service should not be reversed.
The following example from ASC 718-20-55-85 illustrates the accounting for a clawback feature when
the contingent event occurs:

718-20-55-85
On January 1, 20X5, Entity T grants its chief executive officer an award of 100,000 shares of stock that
vest upon the completion of 5 years of service. The market price of Entity Ts stock is $30 per share on
that date. The grant-date fair value of the award is $3,000,000 (100,000 $30). The shares become
freely transferable upon vesting; however, the award provisions specify that, in the event of the
employees termination and subsequent employment by a direct competitor (as defined by the award)
within three years after vesting, the shares or their cash equivalent on the date of employment by the
direct competitor must be returned to Entity T for no consideration (a clawback feature). The chief
executive officer completes five years of service and vests in the award. Approximately two years after
vesting in the share award, the chief executive officer terminates employment and is hired as an
employee of a direct competitor. Paragraph 718-10-55-8 states that contingent features requiring an
employee to transfer equity shares earned or realized gains from the sale of equity instruments earned
as a result of share-based payment arrangements to the issuing entity for consideration that is less than
fair value on the date of transfer (including no consideration) are not considered in estimating the fair
value of an equity instrument on the date it is granted. Those features are accounted for if and when the
contingent event occurs by recognizing the consideration received in the corresponding balance sheet
account and a credit in the income statement equal to the lesser of the recognized compensation cost of
the share-based payment arrangement that contains the contingent feature ($3,000,000) and the fair
value of the consideration received. This guidance does not apply to cancellations of awards of equity
instruments as discussed in paragraphs 718-20-35-7 through 35-9. The former chief executive officer
returns 100,000 shares of Entity Ts common stock with a total market value of $4,500,000 as a result
of the awards provisions. The following journal entry accounts for that event:
Treasury stock
Additional paid-in capital
Other income
$ 4,500,000
$ 1,500,000
$ 3,000,000
To recognize the receipt of consideration as a result of the clawback feature.

718-10-55-86
If instead of delivering shares to Entity T, the former chief executive officer had paid cash equal to the
total market value of 100,000 shares of Entity Ts common stock, the following journal entry would
have been recorded:
Cash
Other income
$ 4,500,000
$ 1,500,000
$ 3,000,000
To recognize the receipt of consideration as a result of the clawback feature.
In the preceding example, the requisite service period was determined to be a function of the five-year
vesting period. The clawback feature in this example is not deemed to establish a service or performance
condition (and is not reflected in the determination of grant-date fair value). It should be noted, however,
that a contingent feature such as a clawback for violation of a noncompete agreement may, in rare
circumstances, represent a substantive employee service condition that would be incorporated into the
determination of the requisite service period. If that were the case, the actual clawback generally would
be accounted for as a forfeiture, rather than as a contingent gain. The impact of noncompete clawback
provisions is discussed further in Section 4.4.1.2.2. Finally, a provision of an award may be characterized
as a clawback but actually meet the definition of a performance or market condition (e.g., awards must
be returned if an employer performance metric or targeted share price is not achieved). In that case, the
clawback is accounted for as a performance or market condition as described in Sections 3.4 and 4.4.
It is important to distinguish objectively determinable clawback features from provisions in a share-based
payment arrangement that may allow those charged with corporate governance the ability to adjust the
actual payout of compensation on or after the vesting date based on their discretion. Discretionary clauses
may be included in an award as a precautionary measure to allow a reduction to the number of awards that
vest in certain circumstances or because a company does not want to finalize the number of awards an
employee can earn until the end of the performance or service period. While traditional clawback features
should not be accounted for prior to the occurrence of the contingent event, discretionary clauses can
significantly affect the measurement of compensation cost. As discussed in Section 3.3.1.1, in order to
meet the definition of a grant date, there must be a mutual understanding between an employer and
employee as to the key terms and conditions of an award. If the vesting conditions have not been finalized
or can be discretionarily adjusted at a future date, a mutual understanding of the terms of the award likely
does not exist and a grant date likely would not be achieved until the provisions are later specified and
communicated to the grantee, or the contingency has lapsed. The accounting for awards with delayed
grant date is discussed further in Section 4.3.
Once a grant date has been established, any discretionary change to the terms of an award would be
accounted for as a modification (see Section 8). If a discretionary change is made subsequent to fulfillment
of the vesting conditions present in an award, previously recognized compensation cost for the award
would not be reversed (e.g., if the number of awards is reduced, the discretionary change would be treated
as a cancellation).
3.6
Dividend-protected awards
This Section discusses the accounting for share-based payments to employees that include dividendprotection features, such as dividend payments or adjustments to the exercise price for dividends
declared. Dividend-protection features also have implications for the valuation of awards, which are
discussed in Section 7.4.8.
3.6.1
Dividend equivalents paid on equity instruments prior to vesting

The impact of a dividend feature on the calculation of earnings per share is discussed in Section 3.6.4. The
accounting for dividends on share-based payments classified as equity is described in ASC 718 as follows:

718-10-55-45
In certain situations, employees may receive the dividends paid on the underlying equity shares while the
option is outstanding. Dividends or dividend equivalents paid to employees on the portion of an award of
equity shares or other equity instruments that vests shall be charged to retained earnings. If employees
are not required to return the dividends or dividend equivalents received if they forfeit their awards,
dividends or dividend equivalents paid on instruments that do not vest shall be recognized as additional
compensation cost. The estimate of compensation cost for dividends or dividend equivalents paid on
instruments that are not expected to vest shall be consistent with an entitys estimates of forfeitures.
In some cases an employee will receive dividends on an award from the date the award is granted even
though the award is subject to vesting requirements. Dividends or dividend equivalents on the portion of
the equity instruments that vest are recognized as charges to retained earnings. Nonforfeitable dividend
equivalents and similar payments on the portion of an equity instrument that does not vest are
recognized as additional compensation expense.
The reason for the difference in accounting for dividends on equity instruments that vest versus those
that do not is that the present value of future dividends is reflected in the estimate of the grant-date fair
value of an award. For example, the fair value of a share of stock conceptually is equal to the present
value of payments to be received on that share of stock, including dividend payments and any payments
on liquidation. Accordingly, recognizing dividends as compensation cost and recognizing the grant-date
fair value of the instrument as compensation cost would effectively double-count the dividends paid
during the vesting period as compensation cost. Therefore, if the grant-date fair value of the award is
recognized as compensation cost, the dividends are recognized as charges to retained earnings. If the
grant-date fair value is not recognized as compensation cost (because the instrument is forfeited or is
expected to be forfeited), then dividends on those awards are charged to compensation cost and there is
no double-counting of expense. This principle applies to dividends paid on any form of share-based
payment classified as an equity instrument, including dividends paid on stock options and restricted
stock units. Valuation principles for dividend paying awards are discussed in Section 7.4.8.
The accounting model for dividends requires that estimates be made for awards that are expected to
vest, possibly requiring adjustments between retained earnings and compensation cost. For example,
a reclassification may be necessary from retained earnings to compensation expense for the amount
of dividends on awards originally expected to vest that ultimately are forfeited. As described in
ASC 718-10-55-45, the estimate of the number of awards that will vest for purposes of accounting for
nonforfeitable dividends must be consistent with the estimate of awards that will vest for purposes of
recognizing compensation cost (i.e., forfeitures).
Forfeitable dividends must be returned (or are never paid) unless the underlying shares vest. For awards
that provide for forfeitable dividends, the dividends are always charged to retained earnings as they will
only ultimately be paid on awards that vest.
We believe that the accounting model described above would apply whether the dividends were in the
form of cash dividends or share-based awards of equivalent value. For example, assume a company
grants 10,000 shares of nonvested stock that will cliff vest at the end of five years, and the awards
provide for the payment of dividend equivalents that will be settled with stock awards that will vest on
the same date as the original award. If at the end of year 1, a $1 per share dividend is paid to all
shareholders (and the stock price is $50 per share on the record date), the employee would receive an
additional 200 shares of stock that would vest over the remaining four years. If the dividends are settled
in stock with a fair value on the record date of the dividend equal to the cash that otherwise would have
been paid, we believe the dividends would be accounted for in a manner similar to cash dividends (except
that instead of a credit to cash, the credit would be to APIC).
3.6.2
Dividend equivalents paid on liability instruments

While not explicitly addressed in ASC 718, we believe that, consistent with the requirements of ASC 480,
all dividend equivalents paid on share-based liabilities must be accounted for as compensation cost.
3.6.3
Dividend equivalents that reduce the exercise price

Rather than remitting cash dividends directly to the option holder, the terms of some share-based
payment arrangements provide for a reduction in the exercise price equal to the per-share dividends paid
on issued shares during the term of the option. Changes in the exercise price resulting from dividends are
not recognized in the financial statements. However, such provisions do impact the valuation of an
option, as discussed in Section 7.4.8.
3.6.4
Implications of dividend equivalents on Earnings per Share (EPS)

ASC 260 requires companies with multiple classes of common stock or with securities other than
common stock that participate in dividends (participating securities) to use the two-class method of
computing EPS. The two-class method is an earnings allocation approach that determines EPS for each
class of common stock and participating security according to dividends declared (or accumulated) and
participation rights in undistributed earnings. In some cases, a dividend protection feature may cause a
share-based payment to be subject to the two-class method, with the potential for significant dilution to
both basic and diluted EPS. ASC 260-10-65-1 further clarifies that nonvested share-based payment
awards containing nonforfeitable rights to dividends or dividend equivalents (whether paid or unpaid) are
considered participating securities and are included in the computation of EPS pursuant to the two-class
method. The implications of share-based payments on the calculation of EPS are discussed in Chapter
11. Section 11.8 specifically discusses the application of the two-class method to share-based payments.
3.7
Nonrecourse notes
Sometimes an employer may provide financing to employees for the purchase of stock or the exercise of
stock options. These loans may be structured in a number of different ways, but the accounting for these
loans (and the shares sold) differs significantly depending on whether the loans are considered recourse
or nonrecourse.
Loans made to employees to exercise options or purchase shares often are nonrecourse, which means
that the loan is collateralized only by the stock purchased and the employers only recourse is to the
stock itself. If the loan is nonrecourse, the employee could choose not to pay the loan and merely return
the stock in full satisfaction of the loan. The purchase of stock in exchange for a nonrecourse loan
effectively is the same as granting a stock option because, if the value of the underlying shares falls
below the loan amount, the employee will relinquish the stock in lieu of repaying the loan. In that event,
the employee is in the same position as if he or she never exercised the original stock option or
purchased the stock. This point was specifically made in ASC 718:

Recognition
718-10-25-3
The accounting for all share-based payment transactions shall reflect the rights conveyed to the holder
of the instruments and the obligations imposed on the issuer of the instruments, regardless of how
those transactions are structured. For example, the rights and obligations embodied in a transfer of
equity shares to an employee for a note that provides no recourse to other assets of the employee
(that is, other than the shares) are substantially the same as those embodied in a grant of equity share
options. Thus, that transaction shall be accounted for as a substantive grant of equity share options.
718-10-25-4
Assessment of both the rights and obligations in a share-based payment award and any related
arrangement and how those rights and obligations affect the fair value of an award requires the
exercise of judgment in considering the relevant facts and circumstances.
Initial Measurement
718-10-30-5
The terms of a share-based payment award and any related arrangement affect its value and, except
for certain explicitly excluded features, such as a reload feature, shall be reflected in determining the
fair value of the equity or liability instruments granted. For example, the fair value of a substantive
option structured as the exchange of equity shares for a nonrecourse note will differ depending on
whether the employee is required to pay nonrefundable interest on the note.
The accounting for and valuation of shares sold in exchange for a nonrecourse note can be complicated
because the amount of nonrecourse principal and interest is considered part of the exercise price of an
option. For example, if shares are sold subject to a nonrecourse note that charges nonrecourse interest
at 6% of the loan balance, then that option has an exercise price that increases over time at a rate of 6%.
The employer should not recognize interest income on the note as that interest is included in the
exercise price of the option. However, the valuation of the option should incorporate this increasing
exercise price (see the discussion of indexed stock options in Section 7.4.5). Further, because the shares
sold subject to the nonrecourse note are considered an option for accounting purposes, the employer
would not record a note or shares outstanding on the balance sheet (except perhaps for a reclassification
of the par amount of the shares from additional paid-in capital to common stock, and an indication in the
disclosure of shares authorized, issued and outstanding that such shares are legally issued), but instead
would measure compensation cost for the stock option based on its fair value on the grant date and
recognize that compensation cost over the requisite service period (see below) with an offsetting credit
to additional paid-in capital.
The maturity date of the nonrecourse note received in exchange for the employees share purchase will
generally not affect the determination of the requisite service period for the stock option. Rather, the
maturity date would represent the expiration of the term of the stock option and affect the estimated fair
value of the option. For example, if a nonrecourse note issued in exchange for shares matures in six
years but the employee can prepay the note at any time (and is not required to provide future service)
the compensation cost for the option should be immediately recorded. The maximum term of that stock
option would be six years (see Section 7.3.1 for a discussion of estimating the expected term of a stock
option). However, if the note was not prepayable and the employee was required to remain employed at
the maturity of the note to be able to pay the note and retain the shares, the vesting period and the
expected term of the stock option would be six years.
3.7.1
Recourse notes may be substantively nonrecourse

If an employee purchases stock in exchange for a recourse loan, that transaction may not be subject to
the guidance referenced above in Section 3.7 (i.e., because an exercise of a stock option or purchase
of shares with a recourse note is considered to be a substantive exercise or purchase). A recourse note
receivable for issuance of equity should be presented pursuant to the guidance in ASC 505-10-45 as
discussed in Section 3.2.5.1 of our financial reporting developments publication, Issuers accounting for
debt and equity financings. However, while the form of a loan may be that of a recourse note (i.e., it does
not limit the lenders recourse to the underlying stock), in some cases, the substance of the loan may be
that of a nonrecourse note. This happens frequently with loans to employees because the employer may
not intend to collect on the recourse loan in full if the stock is worth less than the loan balance.
To characterize a loan as recourse, the company must be able, and clearly intend, to foreclose on the
employees other assets in the event of default by the employee. This is especially true when the market
price of the stock has declined below the face amount of the loan. However, any significant practice of a
company not collecting recourse loans renders the recourse provisions of the loan nonsubstantive, and
any recourse loans may be more appropriately characterized as nonrecourse.
While ASC 718 supersedes Issue 00-23, we believe that the concepts described in Issue 34 of Issue 0023 remain relevant and should be considered in accounting for employee loans. The EITF confirmed in
Issue 34 that the legal form of a recourse note should be respected (i.e., the stock option is considered to
be exercised in exchange for a recourse note) unless any one of the following conditions is met:
The employer has legal recourse to the employees other assets but does not intend to seek
repayment beyond the shares issued.
The employer has a history of not demanding repayment of the loan amounts in excess of the fair
value of the shares.
The employee does not have sufficient assets or other means (e.g., future cash flows) beyond the
value of the shares to justify the recourse nature of the loan.
The employer has accepted a recourse note on exercise and subsequently converted the recourse
note to a nonrecourse note.
If any of the above conditions is met, the recourse character of the note is not considered substantive
(i.e., the employers only recourse is against the stock). In this case, the arrangement should be
accounted for in accordance with its substance (i.e., as a stock option) because the note should be
viewed as nonrecourse. However, in addition to the above criteria, all relevant facts and circumstances
should be evaluated in determining whether the note should be considered nonrecourse.
3.8
Early exercise of employee stock options and similar share purchases

Stock option plans may provide employees with the ability to early exercise stock options. Early
exercise allows employees to exercise a stock option (i.e., remit cash consideration or a recourse note
to the company for the exercise price) in exchange for stock before the requisite service is provided
(e.g., before the award is vested). Usually, early exercise is used to achieve a more favorable tax position
(i.e., for US federal income tax purposes, exercising nonvested stock options for cash generally results in
deemed ownership of all shares received when the exercise occurs). Under US tax law, the holding period
begins on the exercise date. In the US, once the shares are held for the required period, any realized
appreciation on shares sold is taxed at the capital gains rate rather than the ordinary income rate, which
may be beneficial to the employee.
Although on early exercise the employee is deemed to own the resulting shares for tax purposes, the
employee has exercised the stock option award before he or she actually vests in the award under its
original terms. Consequently, the restricted stock received by the employee contains a repurchase
provision (i.e., an employer call option) contingent on the employees termination. The call option
enables the company to recover the shares without transferring any appreciation to the employee if the
employee terminates employment before the end of the original vesting period. These arrangements
may be structured such that the repurchase price is the original exercise price, or the lesser of the
original exercise price or fair value of the stock on the call date (i.e., if the stock declines in value and the
employee terminates before the vesting period expires, the employer is able to repurchase the stock at
its fair value at the termination date). The latter structure establishes a stronger tax argument that the
employee is the owner of the underlying shares from the date the stock option award is exercised
because the employee shares in the risks of stock ownership.
Similar economics result from the outright sale of shares subject to repurchase rights similar to those
discussed above. Essentially, such a sale is equivalent to the grant and immediate early exercise of a
stock option.
The accounting for early exercises and other sales of stock subject to repurchase features is addressed in
ASC 718-10-55-31, which states that Under some share option arrangements, an option holder may
exercise an option prior to vesting (usually to obtain a specific tax treatment); however, such
arrangements generally require that any shares received on exercise be returned to the entity (with or
without a return of the exercise price to the holder) if the vesting conditions are not satisfied. Such an
exercise is not substantive for accounting purposes.
As discussed in Issue 33 of Issue 00-23 (although superseded by ASC 718, Issue 33 provides useful
analogous guidance that generally is consistent with ASC 718-10-55-31), the employer is expected to
exercise the repurchase right when the employee terminates regardless of whether the stock price is
greater than or less than the exercise price at the date the employee terminates. Consequently, the early
exercise is not considered to be a substantive exercise for accounting purposes, and, therefore, the
payment received by the employer for the exercise price should be recognized as a liability. 7 Additionally:
1. The contingent employer call essentially is a forfeiture provision that enables the employer to
reacquire shares if the employee terminates employment within the original vesting period (i.e., the
employee is not subject to the risk or rewards of stock ownership), if the employee early exercises
the stock option and the resulting employer call: (a) expires at the end of the original vesting period
for the stock option, (b) becomes exercisable only if a termination event occurs that would have
caused the stock option to be forfeited, and (c) has a strike price equal to the original exercise price
or the lower of the original exercise price or fair value at the time of the repurchase. For accounting
purposes, the employer call should be combined with the stock, resulting in a nonvested stock option.
We believe the estimate of the fair value of the option subject to the repurchase at cost or fair value
should incorporate the likelihood of early exercise into the expected term. However, because the
employees exercise subject to repurchase at cost is not considered an exercise for accounting
purposes until the repurchase feature expires, the expected term cannot be less than the
repurchase/vesting term. However, if all options were expected to be early exercised (perhaps an
unlikely scenario), the expected term of the options would be equal to the repurchase/vesting term.
2. A modification of a stock option to permit early exercise is not an acceleration of vesting because the
options are not deemed exercised for accounting purposes.
3. Shares issued on early exercise are not considered outstanding (before the employer call lapses)
because the employee is not entitled to the rewards of stock ownership. Those shares are not shown
as outstanding on the balance sheet (except perhaps for a reclassification of the par amount of the
shares from additional paid-in capital to common stock, and an indication in the disclosure of shares
authorized, issued and outstanding that such shares are legally issued) and are excluded from basic
EPS until the employer call lapses and the shares are no longer subject to a repurchase feature.
However, if the shares receive nonforfeitable dividends during the vesting period, those shares may
be viewed as participating securities subject to the two-class method of allocating earnings for
purposes of calculating EPS (see further discussion in Section 11.8). Further, the shares are included
in the calculation of diluted EPS using the treasury stock method as described in Section 11.2. Note
that if the employee already has paid the exercise price in cash, we believe that the exercise price
should not be included in the proceeds when applying the treasury stock method.
If the employee terminates employment and the employer exercises its repurchase right, the stock
option has been forfeited and the employer simply has returned the prepaid exercise price. If the
employer fails to exercise its call on the employees termination during the requisite service period, the
Liability classification may not be required in rare situations where an employer is not required to return the early exercise payment.
failure to exercise the call effectively represents a modification to accelerate vesting. The employer
should account for such a modification as a Type III modification (i.e., a modification of a vesting
condition that was improbable of achievement to a vesting condition that is probable of achievement). As
such, compensation cost should be recognized for the modified award based on its fair value on the
modification date, even if the fair value on the modification date is less than the grant date fair value.
Type III modifications are discussed further in Section 8.2.3.
3.9
Changes in employment status

The concepts discussed in this Section relate to awards granted to an individual who changes status from
an employee to a nonemployee service provider8, or vice versa. Sometimes an employee terminates
from a company but continues to provide services as, for example, a consultant. In other circumstances,
an outside consultant who was granted stock options may subsequently be hired by a company as an
employee. In both of these examples, a change in employment status has occurred.
A change in employment status also can arise because of a change in status of the company granting the
stock option to or from an employer. For example, assume a company reduces its ownership interest in a
consolidated subsidiary (e.g., from 80% to 25%) so that the company now accounts for its investment
using the equity method. In this situation, a change in status occurs with respect to the employees of the
investee because the individuals no longer are considered employees of the company.
As discussed in Chapter 9, ASC 718 does not provide guidance for determining the measurement date
for awards granted to nonemployees. ASC 505-50 provides that the measurement date for equity
awards granted to nonemployees is the earlier of (a) the performance commitment date or (b) the date
the services required under the arrangement have been completed (i.e., the instrument has vested).
Accordingly, for nonemployee awards, the measurement date often is not the grant date. For awards
granted to individual nonemployees, the measurement date usually is the vesting date (because an
individual rarely would accept the potential for a large cash penalty, which normally is required to have
a performance commitment). Because the measurement date and therefore the measurement of
compensation cost will often differ between share-based payments granted to employees and those
granted to nonemployees, it is important to determine if the recipient of an award is an employee.
Guidance on determining if an individual is an employee is provided in Chapter 2.
Because of the different measurement date guidance for equity awards to employees and nonemployees,
a change in the recipients employment status will have an accounting consequence. ASC 718 does not
provide guidance on accounting for share-based payments when the recipients employment status
changes. As a result, we believe it is reasonable to analogize to the guidance previously provided in
Interpretation 44 and Issue 00-23 as discussed below.
3.9.1
Individual changes employment status and continues to vest under the

original terms of the award
The provisions of a share-based payment may allow the recipient to continue to vest after a change in
status. For example, an individual may be granted options in exchange for consulting services under an
arrangement that permits the individual to continue vesting in that award if the individual becomes an
employee. Alternatively, the individual might be granted options in exchange for services as an employee
under an arrangement that permits the individual to continue vesting in that award if the individual
ceases to be an employee but continues to provide specified services as a nonemployee.
The change in status accounting model does not apply if a modification to an award is made in connection with the termination of
the employee when the former employee will not provide future service as a nonemployee. In that situation, the modification is
considered compensation for prior service as an employee.
If a grantee (who continues to provide services) changes status to or from that of an employee and an
outstanding stock option or award is retained by the grantee without a modification to the awards terms,
compensation cost will be measured using a measurement date as if the award was granted at the date
of the change in status. However, only that portion of the newly measured cost attributable to the
remaining requisite service period is recognized as compensation cost prospectively from the date of the
change in status. This approach was previously addressed in Interpretation 44 and is illustrated in the
following paragraphs.
3.9.1.1
A nonemployee becomes an employee

The fair value of a share-based payment to a nonemployee that is classified in equity is remeasured at
each reporting date until the earlier of (a) the performance commitment date or (b) the date the services
required under the arrangement have been completed. However, the fair value of a share-based payment
to an employee that is classified in equity generally is fixed on the grant date. When a nonemployee
becomes an employee and continues to vest in the award, the fair value of the award should be
remeasured on the date the individual becomes an employee. The fair value of the award subsequently
will not be remeasured unless the award is modified or settled.
Illustration 3-7
A company grants an independent contractor 10,000 at-the-money options on 31 December 20X1,
with an exercise price of $15 per option. The options cliff vest at the end of five years. Assume that a
measurement date as defined in ASC 718-10-20 does not occur until performance is complete and,
therefore, the options would continue to be revalued until they fully vest on 31 December 20X6. On
1 January 20X5 (the beginning of the fourth year), the independent contractor becomes an employee
and continues to provide services. Under the terms of the original options, the individual retains the
options on a change in status, and the options are not otherwise modified.
Assume that on the date of change in status, the fair value of the award is $13 per option. Because
the original terms of the grant provided for retention of the award, the fair value would be measured
and the company would begin to recognize compensation cost for 40% (2/5) of the fair value over the
remaining vesting period of two years. The fair value of the stock options at the date of the change
in status would be equal to $130,000 ($13 10,000 options). The compensation cost that was
recognized during the first three years of the vesting period under the fair value method (cumulatively,
$78,000 or 60% of $13 10,000) is not adjusted. In addition to previously recognized nonemployee
compensation cost, 40% of the options fair value, remeasured on the change in status date (i.e., the
end of year three), would be recognized as employee compensation cost as follows:
A
Year
20X5
20X6
3.9.1.2
Fair Value
Stock
Options
B
Remaining
Vesting
Period After
Status
Change
$ 130,000
130,000
40%
40%
E=(AxBxC)-D
Percentage
of Consulting
Service
Rendered
Compensation
Cost
Previously
Recognized
Current Year
Compensation
Cost
50%
100%
26,000
$ 26,000
26,000
An employee becomes a nonemployee

If an employee becomes a nonemployee and continues to vest in an award pursuant to the awards
original terms, that award will be treated as an award to a nonemployee prospectively, provided the
individual is required to continue providing services to the employer (such as consulting services). The
award will be accounted for prospectively under ASC 505-50-30-11 such that the fair value of the award
will be remeasured at each reporting date until the earlier of (a) the performance commitment date or (b)
the date the services required under the arrangement have been completed. Generally, the award will be
remeasured until the vesting date. However, only the portion of this remeasured compensation cost
equal to the proportion of service provided as a nonemployee to the total requisite service period would
be recognized prospectively. Compensation cost recognized while the individual was an employee would
not be adjusted. Compensation cost ultimately recognized in the financial statements will be the sum of
(a) the compensation cost recognized during the period of time that the individual was an employee
(based on the grant-date fair value) plus (b) the fair value of the award determined on the measurement
date determined in accordance ASC 505-50 for the pro-rata portion of the vesting period in which the
individual was a nonemployee.
Illustration 3-8
A company grants an employee 10,000 at-the-money options on 31 December 20X1, that cliff vest at
the end of five years. Using an appropriate valuation technique, the company estimates the grant-date
fair value of the award to be $100,000 ($10 per option). The company recognizes $60,000 of
compensation cost over the first three years ($20,000 each year). At the beginning of the fourth year,
on 1 January 20X5, the employee terminates from the company but continues to provide services as
a consultant and retains the options pursuant to the options original terms (i.e., the options are not
modified). For purposes of this example, a measurement date as defined in ASC 505-50 does not
occur until vesting is complete at 31 December 20X6. As a result, fair value must be remeasured in
20X5 and 20X6 because the individual is now a nonemployee. Using an appropriate valuation
technique, the company estimates that the fair value of the options as of 31 December 20X5, and 31
December 20X6, is $17 and $24, respectively.
Because the terms of the original grant provided that the individual would retain the options on a
change in employment status (and the options were not otherwise modified), the fair value of the
option would be measured on the date of the status change. The company would begin to recognize
compensation cost for 40% (2/5) of the fair value over the remaining vesting period of two years.
However, because the individual is now a nonemployee, the option would continue to be revalued at
each reporting date in accordance with ASC 505-50-30 until there is a measurement date that meets
the criteria of ASC 505-50-30. (Note: For purposes of this illustration, remeasurement is shown only
at year-end; however, public entities would be required to remeasure fair value at each quarterly
reporting date starting in the first quarter of 20X5). In addition to the $60,000 of compensation cost
previously recognized, 40% of the options fair value on the measurement date (i.e., the end of year
five) would be recognized as compensation cost as follows:
A
Year
20X5
20X6
Fair Value
Stock Options
$ 170,000
240,000
B
Remaining
Vesting
Period After
Status
Change
40%
40%
E=(AxBxC)-D
Percentage of
Consulting
Service
Rendered
Compensation
Cost
Previously
Recognized
Current Year
Compensation
Cost
50%
100%
34,000
$ 34,000
62,000
Total compensation cost recognized for this award is $156,000 ($60,000 for the period of time the
individual was an employee and $96,000 for the period of time during which the individual was a
nonemployee).
3.9.1.3
An individual ceases to provide substantive service and continues to vest in an award

If the individual could change status and would not be required to provide additional substantive services,
the EITF previously concluded in Issue 19 of Issue 00-23 that the service condition included in the award
would be considered nonsubstantive. In such an instance, the compensation cost would be recognized
immediately on issuance as there was never a substantive service condition. This conclusion is consistent
with the FASBs conclusion in the example in ASC 718-10-55-87 and 718-10-55-88 (as discussed in
Section 4.4.1.2), in which the service period is not substantive because the employee could retire and
retain the award. Accordingly, we believe the concepts within Issue 19 of Issue 00-23 still apply.
3.9.2
A modification is required for the individual to continue to vest in the award

If the company modifies the award in order for the individual to continue vesting subsequent to a change
in status (i.e., the individual would have forfeited the award absent the modification), the modified award
will be treated as a new award, and the original award is considered to be forfeited (and any compensation
cost is reversed when the award is no longer expected to vest). As the original grant date measurement
of compensation cost is no longer relevant, the full fair value of the new award on the modification date
(remeasured as appropriate for nonemployee awards) must be recognized over the remaining requisite
service period. Such a modification is essentially a Type III modification of a vesting condition, which is
discussed further in Section 8.2.3.
3.10
Balance sheet presentation of equity awards

Consistent with guidance for nonemployee awards provided by the SEC staff in ASC 505-50-S99-1, an
equity instrument is not recognized until the compensation cost related to that instrument is recognized.
These journal entries are illustrated in Section 4.4.1.6.
Pursuant to Rule 5-02 of Regulation S-X, an SEC registrant must disclose on the face of its balance sheet
the number of shares issued or outstanding for each class of stock. When a company issues nonvested
shares, a question arises as to whether the nonvested shares should be considered issued or outstanding
for disclosure purposes under Rule 5-02. While we believe this is a legal determination, the payment of
dividends and the conveyance of voting rights may be indicators of whether the nonvested shares are
issued or outstanding. Further, the nonvested shares, while not considered issued or outstanding from
an accounting perspective, may be considered issued or outstanding for legal purposes. As discussed in
Chapter 11, the nonvested shares are excluded from the computation of basic earnings per share (unless
they are considered participating securities), but are included in computing diluted earnings per share.
4.1
Overview
Consistent with the manner in which other forms of compensation (e.g., cash, benefits) are recognized,
ASC 718 requires that compensation cost relating to share-based payments exchanged for employee
services be recognized over the period in which the employee provides the required services. ASC 718
calls that period the requisite service period:

718-10-35-2
The compensation cost for an award of share-based employee compensation classified as equity shall
be recognized over the requisite service period, with a corresponding credit to equity (generally, paidin capital). The requisite service period is the period during which an employee is required to provide
service in exchange for an award, which often is the vesting period. The requisite service period is
estimated based on an analysis of the terms of the share-based payment award.
Determining the appropriate requisite service period is an important concept in accounting for sharebased payments. The requisite service period not only determines the period over which to recognize
compensation cost, but, as discussed in Section 4.1.2, also determines whether compensation cost is
ultimately recognized (i.e., whether an award has been forfeited and, therefore, no compensation cost
is recognized for the award).
The requisite service period generally is presumed to be the stated vesting period (an explicit service
condition) and begins on the service inception date (discussed in Section 4.3). However, if performance
or market conditions (see Chapter 3 for a definition of these types of conditions) affect the terms of the
award, the service period used for recognition purposes must be consistent with the assumptions used in
estimating the fair value of the award (i.e., consistent with the estimated time frame that will be required
to achieve the performance or market condition). The majority of this chapter discusses how to estimate
the requisite service period and recognize compensation cost over that service period.
4.1.1
Deferred compensation cost is not recognized

When companies recognized compensation cost under Opinion 25 for awards of nonvested stock, they
generally recorded the full fair value of the shares in stockholders equity and recorded an offsetting
deferred compensation balance within equity for the unrecognized compensation cost. ASC 718 prohibits
this gross-up of stockholders equity (see further discussion in Section 3.10). Under ASC 718, an equity
instrument is not considered to be issued until the instrument vests. 9 As a result, compensation cost is
recognized over the requisite service period with an offsetting credit to equity (generally additional paid-in
capital), and the full fair value of the share-based payment is not recognized until the instrument is vested.
9
Throughout this chapter, we will use the term vest as shorthand to indicate that the requisite service has been provided. This
distinction is important because some equity compensation plans use the term vest to mean that the employee obtains the
right to exercise an option or receive a share. However, as discussed in Chapter 3, a market condition is not considered a vesting
condition, although the plan document may characterize it as such. While a market condition may impact the determination of the
requisite service period, the failure to achieve a market condition does not result in the reversal of recognized compensation cost.
This concept is discussed in greater detail later in this chapter.
4.1.2
Compensation cost is recognized only if the requisite service is provided

As previously indicated, compensation cost relating to share-based payments is recognized only for
instruments for which the requisite service is provided.
4.1.2.1
Must estimate the number of instruments for which the requisite service will be provided
When recognizing compensation cost under ASC 718, an entity must estimate the total number of
instruments that will be forfeited as a result of a failure to provide the requisite service:

718-10-35-3
The total amount of compensation cost recognized at the end of the requisite service period for an
award of share-based compensation shall be based on the number of instruments for which the
requisite service has been rendered (that is, for which the requisite service period has been
completed). An entity shall base initial accruals of compensation cost on the estimated number of
instruments for which the requisite service is expected to be rendered. That estimate shall be revised
if subsequent information indicates that the actual number of instruments is likely to differ from
previous estimates. The cumulative effect on current and prior periods of a change in the estimated
number of instruments for which the requisite service is expected to be or has been rendered shall be
recognized in compensation cost in the period of the change. Previously recognized compensation
cost shall not be reversed if an employee share option (or share unit) for which the requisite service
has been rendered expires unexercised (or unconverted).
For awards that vest based solely on either a service or performance condition, the requisite service is
not provided if the employees do not vest in the awards (with regard to performance conditions, while
the employee may have remained employed and provided service during the requisite service period,
that service was not sufficient to achieve the performance condition and therefore the requisite service
was not provided). Compensation cost initially is recognized based on an estimate of instruments
expected to vest. Each reporting period the company must reevaluate its estimate of the number of
instruments that ultimately will be forfeited if the requisite service has not been or is not expected to be
provided. The effect of this change in estimated forfeitures is accounted for as a cumulative effect of a
change in an accounting estimate in the period that the estimate is revised. The accounting for this
change in estimate is discussed in greater detail in Section 4.4.1.3.
At the end of the requisite service period, the entity must true up the estimate of forfeitures to reflect
actual forfeitures. Compensation cost will have been recognized only for awards for which the requisite
service was provided. As discussed previously, compensation cost is not reversed if an award is forfeited
because a market condition (see Section 3.4.4 for a definition of a market condition) was not satisfied,
provided that the requisite service was rendered. Similarly, compensation cost is not reversed for vested
awards that are cancelled or expire unexercised, provided the requisite service has been rendered.
Employee termination rates may vary significantly among different groups of employees. For example,
turnover rates may be significantly higher for entry-level employees than for managers or executives.
Accordingly, companies may need to develop historical forfeiture information for homogeneous employee
groups in order to estimate appropriate forfeiture rates. These employee groups should generally be
consistent with the employee groupings used when estimating fair value as discussed in Section 7.3.1.
4.1.3
Compensation cost is capitalized in certain circumstances

Compensation cost should be recognized in a manner similar to all other forms of compensation paid to
the recipient of the share-based payment (e.g., cash, benefits). Compensation cost generally is recognized
as compensation expense; however, if a portion of the employees salary is capitalized as part of an asset
(e.g., inventory, loan origination costs, deferred acquisition costs in the insurance industry, internally
developed software costs, capitalized exploration costs in the oil and gas industry), compensation cost
resulting from share-based payments generally should be capitalized in the same manner.
In SAB Topic 14.I, the SEC staff addressed certain questions about the processes and related internal
controls that companies may implement to capitalize costs of share-based payments:
Excerpt from SAB Topic 14.I
Facts: Company K is a manufacturing company that grants share options to its production employees.
Company K has determined that the cost of the production employees service is an inventoriable cost.
As such, Company K is required to initially capitalize the cost of the share option grants to these
production employees as inventory and later recognize the cost in the income statement when the
inventory is consumed. 94
Question: If Company K elects to adjust its period end inventory balance for the allocable amount of
share-option cost through a period end adjustment to its financial statements, instead of incorporating
the share-option cost through its inventory costing system, would this be considered a deficiency in
internal controls?
Interpretive Response: No. FASB ASC Topic 718, Compensation Stock Compensation, does not
prescribe the mechanism a company should use to incorporate a portion of share-option costs in an
inventory-costing system. The staff believes Company K may accomplish this through a period end
adjustment to its financial statements. Company K should establish appropriate controls surrounding
the calculation and recording of this period end adjustment, as it would any other period end
adjustment. The fact that the entry is recorded as a period end adjustment, by itself, should not impact
managements ability to determine that the internal control over financial reporting, as defined by the
SECs rules implementing Section 404 of the Sarbanes-Oxley Act of 2002,95 is effective.
[Footnotes 94 and 95 omitted.]
4.1.4
Recognizing the change in fair value or intrinsic value for certain awards
This chapter primarily focuses on how to estimate the requisite service period and the recognition of
compensation cost for share-based payments measured at fair value on the grant date. Certain sharebased payment awards granted to employees must be remeasured (at fair value, calculated value, or
intrinsic value) at each reporting date (e.g., instruments classified as liabilities as discussed in Chapter 5
and instruments for which fair value cannot be reasonably estimated as discussed in Section 3.2.3).
In general, the compensation cost relating to awards that are remeasured at each reporting date is
recognized in a manner similar to awards measured at grant-date fair value. ASC 718-30-35-2 provides
the following guidance for accounting for the change in fair value, calculated value, or intrinsic value at
each reporting date:
Compensation Stock Compensation Awards Classified as Liabilities

718-30-35-2
Changes in the fair value (or intrinsic value for a nonpublic entity that elects that method) of a liability
incurred under a share-based payment arrangement that occur during the requisite service period
shall be recognized as compensation cost over that period. The percentage of the fair value (or intrinsic
value) that is accrued as compensation cost at the end of each period shall equal the percentage of the
requisite service that has been rendered at that date. Changes in the fair value (or intrinsic value) of a
liability that occur after the end of the requisite service period are compensation cost of the period in
which the changes occur. Any difference between the amount for which a liability award is settled and
its fair value at the settlement date as estimated in accordance with the provisions of this Subtopic is an
adjustment of compensation cost in the period of settlement. Example 1 (see paragraph 718-30-55-1)
[see Section 5.4.1] provides an illustration of accounting for a liability award from the grant date
through its settlement.
As discussed in Chapters 1 and 3, the measurement of the fair value (i.e., the price) of the award
incorporates market conditions, while service and performance conditions affect the quantity of awards
for which compensation cost will be recognized (and when those conditions affect terms other than
quantity of awards, they determine which possible award is recognized). Accordingly, when remeasuring
a liability award, the effect of the market condition also is remeasured each reporting period, and the
quantity expected to vest is separately estimated, such that new prices and new quantities are estimated
each reporting period. The accounting for liabilities is discussed in greater detail in Section 5.4 (which
also includes an example-1 that illustrates this remeasurement process).
4.2
Requisite service period
4.2.1
Definition of requisite service period and requisite service

As discussed in Section 4.1, ASC 718 requires that compensation cost be recognized over the requisite
service period. Requisite service period and requisite service are defined as follows:

Glossary
718-10-20
Requisite Service Period
The period or periods during which an employee is required to provide service in exchange for an
award under a share-based payment arrangement. The service that an employee is required to render
during that period is referred to as the requisite service. The requisite service period for an award that
has only a service condition is presumed to be the vesting period, unless there is clear evidence to the
contrary. If an award requires future service for vesting, the entity cannot define a prior period as the
requisite service period. Requisite service periods may be explicit, implicit, or derived, depending on
the terms of the share-based payment award.
The requisite service period is not the same as the expected term used in the valuation of the option. The
requisite service period is the period of time that the employee must provide service in order to earn the
right to exercise the options or receive the shares. On the other hand, the expected term is the period of
time from the grant date to the expected exercise date of an option. By definition, the expected term
must be equal to, or longer than, the requisite service period of an option.
An entity must examine all service, performance, and market conditions included in the terms of an
award to determine if the award has one or more explicit, implicit, or derived service periods. Although
an award may have multiple explicit, implicit, or derived service periods, generally an award can only
have one requisite service period over which compensation cost is recognized:

718-10-35-5
The requisite service period may be explicit or it may be implicit, being inferred from an analysis of
other terms in the award, including other explicit service or performance conditions. The requisite
service period for an award that contains a market condition can be derived from certain valuation
techniques that may be used to estimate grant-date fair value (see paragraph 718-10-55-71). An award
may have one or more explicit, implicit, or derived service periods; however, an award may have only
one requisite service period for accounting purposes unless it is accounted for as in-substance multiple
awards. An award with a graded vesting schedule that is accounted for as in-substance multiple awards
is an example of an award that has more than one requisite service period (see paragraph 718-10-35-8).
Paragraphs 718-10-55-69 through 55-79 and 718-10-55-93 through 55-106 provide guidance on
estimating the requisite service period and provide examples of how that period shall be estimated if
an awards terms include more than one explicit, implicit, or derived service period.
The determination of the requisite service period can be complex when there are multiple service,
performance, or market conditions in an award. At a high level, the concepts appear relatively
straightforward. An explicit service period is usually characterized as a vesting period in the option
agreement or plan document. An award may not have an explicit service period, but instead may include
a performance condition that requires that the employee be employed at the time the performance
condition is achieved. This is what is meant by an implicit service period, and it generally is the period
of time that it is expected to take to satisfy the performance condition. Alternatively, an award may
include only a market condition, which typically is a condition based on the employers stock price or
other stock prices. If the market condition is a specific stock price, and if an employee must be employed
by the company on the date the market condition is achieved in order for the award to vest or become
exercisable, the derived service period is derived from the valuation technique (usually a lattice model)
used to estimate the fair value of the award. That derived service period generally is the estimated period
that it will take, on average, for the market condition to be achieved. When an award has multiple
conditions, the analysis becomes much more complex. The accounting for awards with multiple
conditions is discussed in Section 4.4.5.
4.2.2
Cannot immediately recognize cost of an award with a service condition

The definition of requisite service period states that if an award requires future service for vesting, the
entity cannot define a prior period as the requisite service period. Even if an award is for past services,
compensation cost should be recognized entirely over the explicit, substantive service vesting period that
extends after the grant date.
4.2.3
Employment agreements and other arrangements should be considered when

determining the requisite service period
While a share-based payment agreement and related plan documents often specify all the terms of a
share-based payment, other agreements between the employee and employer also should be reviewed
to determine whether those agreements affect the terms of a share-based payment. For example, an
executive may have an employment contract that effectively amends the share-based payment. The
employment contract may specify that vesting will be accelerated in certain circumstances (e.g., a change
in control) or may provide for clawbacks on violation of noncompete agreements (see discussion in
Section 4.4.1.2.2). A separate retirement plan agreement may provide for the acceleration of or
continuation of vesting on retirement for employees meeting certain conditions (see discussion in
Section 4.4.1.2). Other agreements should be carefully evaluated to determine whether they impact the
requisite service period.
4.2.4
Requisite service period for employee stock purchase plans

Determining the requisite service period for employee stock purchase plans is discussed in Section 12.3
of this publication.
4.3
Service inception date

The service inception date is defined as the date on which the requisite service period begins and,
therefore, the date that the employer begins to recognize compensation cost. However, the FASB
supplemented that brief definition with additional guidance. Generally, the service inception date is the
grant date. However, in certain circumstances, the service inception date may precede the grant date, or
the grant date may precede the service inception date. This section provides guidance to facilitate the
determination of the service inception date.
4.3.1
Service inception date may precede the grant date

The grant date is discussed in detail in Section 3.3.1, and is defined as the date at which an employer
and an employee reach a mutual understanding of the key terms and conditions of a share-based
payment award... The grant date for an award of equity instruments is the date that an employee begins
to benefit from, or be adversely affected by, subsequent changes in the price of the employers equity
shares. [ASC 718-10-20]
As discussed in ASC 718-10-55-108, the service inception date may precede the grant date only if the
following criteria are satisfied:
1. The award is authorized (as discussed in Section 3.3.1.3, if an award is not authorized, neither a grant
date nor a service inception date has occurred and no compensation cost is recognized for the award).
However, in certain circumstances we understand that the SEC staff will not object to a broader
interpretation of the authorization requirement such that for purposes of ASC 718-10-55-108
only the authorization requirement would be met if the overall plan that determines the pool of
consideration for employees is approved. That is, under this broad interpretation of authorized, the
specifics of an individual award need not be authorized (This is true only for purposes of determining
the service inception date, not for determining a grant date). This broader interpretation of the
authorization requirement is described in Section 4.3.1.3;
2. The recipient of the award begins providing service before there is a mutual understanding of the key
terms and conditions of the award (e.g., the exercise price will be established based on a future stock
price and the employee provides service before that date), and
3. Either of the following criteria is satisfied:
a. The terms of the award do not include a substantive future service period that exists at the grant
date (i.e., the award is vested on the grant date), or
b. The award contains a market or performance condition that, if not satisfied during the service
period between the inception of the arrangement and the grant date, results in the forfeiture of
the award.
The following examples illustrate the two types of circumstances (i.e., one in which condition 3.a., above,
is met, and the other in which condition 3.b., above, is met) in which the service inception date precedes
the grant date. A third example provides guidance on interpreting the requirements of ASC 718-10-55-108
with respect to a bonus plan that will be settled at least partially in shares.
4.3.1.1
No substantive service requirement subsequent to the grant date

If an award does not contain a substantive service requirement subsequent to the grant date, the service
inception date may precede the grant date. The following example illustrates the application of this rule:

718-10-55-113
If an awards terms do not include a substantive future requisite service condition that exists at the
grant date, the service inception date can precede the grant date. For example, on January 1, 20X5,
an employee is informed that an award of 100 fully vested options will be made on January 1, 20X6,
with an exercise price equal to the share price on January 1, 20X6. All approvals for that award have
been obtained as of January 1, 20X5. That individual is still an employee on January 1, 20X6, and
receives the 100 fully vested options on that date. There is no substantive future service period
associated with the options after January 1, 20X6. Therefore, the requisite service period is from the
January 1, 20X5 service inception date through the January 1, 20X6 grant date, as that is the period
during which the employee is required to perform service in exchange for the award. The relationship
between the exercise price and the current share price that provides a sufficient basis to understand
the equity relationship established by the award is known on January 1, 20X6. Compensation cost
would be recognized during 20X5 in accordance with the preceding paragraph.
Note that in the above example the grant date is 1 January 20X6, because the exercise price of the
options is not established until that date and, therefore, the employee is not subject to the risks and
rewards of share price changes between 1 January 20X5, and 1 January 20X6 (see further discussion in
Section 3.3.1.2). The concept behind the conclusion that the service inception date is 1 January 20X5, is
that service must be provided for a period to earn the award, and, because the award is vested as of the
grant date, the service period must be prior to the grant date.
Conceptually, it could be argued that the company should reach a similar conclusion with regard to the
service inception date in the above example if one year of service were required after the 1 January 20X6,
grant date. That is, the requisite service period might be the two-year period from 1 January 20X5, to
31 December 20X6. However, due in part to challenges in articulating a principle that would result in
consistent practice, the FASB established a rule to address circumstances in which the service inception
date precedes the grant date. Therefore, under our alternative example of a post-grant-date service
period of one year, the service inception date is the grant date (1 January 20X6). However, as noted in
the following section, if the pre-grant-date period includes a performance or market condition in addition
to the service condition, then the service inception date would precede the grant date (again, as a result
of a rule rather than a consistent principle).
4.3.1.2
Performance or market condition must be satisfied prior to the grant date

The service inception date may precede the grant date if the award requires substantive future service
after the grant date only if the award also contains a performance or market condition that must be
satisfied during the period between the inception of the arrangement and the grant date in order for the
employee to retain the award. The following example illustrates the application of this rule:

718-10-55-114
If an award contains either a market or a performance condition, which if not satisfied during the
service period preceding the grant date and following the date the award is given results in a forfeiture
of the award, then the service inception date may precede the grant date. For example, an authorized
award is given on January 1, 20X5, with a two-year cliff vesting service requirement commencing on
that date. The exercise price will be set on January 1, 20X6. The award will be forfeited if Entity T
does not sell 1,000 units of product X in 20X5. In this Example, the employee earns the right to retain
the award if the performance condition is met and the employee renders service in 20X5 and 20X6.
The requisite service period is two years beginning on January 1, 20X5. The service inception date
(January 1, 20X5) precedes the grant date (January 1, 20X6). Compensation cost would be
recognized during 20X5 in accordance with paragraph 718-10-55-112.
718-10-55-115
In contrast, consider an award that is given on January 1, 20X5, with only a three-year cliff vesting
explicit service condition, which commences on that date. The exercise price will be set on January 1,
20X6. In this Example, the service inception date cannot precede the grant date because there is a
substantive future requisite service condition that exists at the grant date (two years of service).
Therefore, there would be no attribution of compensation cost for the period between January 1, 20X5,
and December 31, 20X5, neither during that period nor cumulatively on January 1, 20X6, when both
the service inception date and the grant date occur. This is consistent with the definition of requisite
service period, which states that if an award requires future service for vesting, the entity cannot
define a prior period as the requisite service period. The requisite service period would be two years,
commencing on January 1, 20X6.
The employee in the preceding example clearly must provide service during 20X5 to ultimately vest in
the award. However, the rule described in ASC 718-10-55-108 prohibits the employer from defining the
service inception date prior to the grant date because there is a substantive future service condition
existing at the grant date.
4.3.1.3
Bonuses settled partly or entirely in shares

Certain compensation arrangements provide that the compensation committee may elect to settle an
obligation to pay a monetary amount in a combination of cash and shares. For example, a company may
have a bonus program in which it pays a certain percentage (e.g., 5%) of its annual profits in bonuses at the
end of the period in a combination of cash and stock (the bonus payment may be subject to further service
vesting). The amount of bonus to be paid to individual employees will be determined by the compensation
committee (or its designee) at the end of the performance period and, therefore, a grant date normally
does not occur until the compensation committee approves specific awards to individual employees.
The portion of the arrangement to be settled in cash would be subject to other generally accepted
accounting principles, including ASC 710 and ASC 270 provided that the value of the cash to be paid is not
affected by the issuers share price. The portion of the arrangement to be settled in equity would be subject
to ASC 718. In circumstances in which the proportion to be settled in shares has not been determined at
the inception of the arrangement, a company with a history with this type of compensation arrangement
should first estimate the portion of the fixed monetary amount of compensation that will be settled in
equity, considering factors such as the terms of the arrangement and past settlement practices.
The portion of the arrangement expected to be settled in shares is subject to ASC 718 and should be
analyzed using the criteria in ASC 718-10-55-108 to assess whether a service inception date has been
established at the inception of the arrangement.
We have discussed specific examples of these arrangements with the SEC staff, and the SEC staff did not
object to the following analysis of ASC 718-10-55-108 suggested by specific registrants:
ASC 718-10-55-108(a) The award is authorized
The SEC staff accepted a view that the authorization requirement may be interpreted narrowly or
broadly, as described below. A companys decision regarding the interpretation of the authorization
requirement is an accounting policy decision and should be applied consistently to all awards.
Professional judgment, based on the relevant facts and circumstances, is necessary under either
approach to determine whether the authorization requirement has been met.
Under a narrow interpretation of authorization, consistent with ASC 718-10-55-108, authorization is
the date that all approval requirements are completed (e.g., action by the compensation committee
approving the award and the number of options, shares of restricted stock, or other equity instrument to
be issued to individual employees). Under the narrow interpretation of authorization for these awards,
the requirements for authorization are consistent with the approvals required to achieve a grant date.
Under a broad interpretation of authorization, the specific terms at the individual employee level need
not be known to conclude that the award has been authorized. The SEC staff believes the following
factors, at a minimum, should be present to conclude that the awards have been authorized:
The board of directors or compensation committee has approved an overall compensation plan or
strategy that includes the stock-based-compensation awards.
The employees understand the compensation plan or strategy, including an awareness that the
employees are working towards certain goals and an expectation that awards will be granted
(e.g., granting of the awards is dependent on the company achieving performance metrics and the
employees have an understanding of those performance metrics).
Additional factors that may be important to the analysis might include:
Whether the compensation plan or strategy summarizes the process of how awards will be allocated
to the employees and how the number of awards or monetary amount of the awards will be
determined (e.g., based on certain performance metrics that are defined or understood by the
compensation committee either through a formally authorized policy or established practices).
The substance of the approval process subsequent to the performance period, including the amount
of discretion that the compensation committee uses to deviate from the compensation strategy
previously approved and understood (as described in the preceding bullets). That is, the more
discretion involved in determining each employees compensation, the less likely that the
authorized criterion has been met.
ASC 718-10-55-108(b) Recipient begins to provide services
Generally, if the conditions described above to achieve authorization are met (specifically, the
second bullet), the requirements of ASC 718-10-55-108(b) would be met.
ASC 718-10-55-108(c) Either of the following conditions applies:

(1) The awards terms do not include a substantive future requisite service condition that exists at the
grant date
This condition will be met for awards that do not have a post-grant vesting period, or if the post-grant
vesting period is not substantive (e.g., the awards were made to retirement-eligible employees and the
awards continue to vest after retirement see further discussion in Section 4.4.1.2.1).
(2) The award contains a market or performance condition that if not satisfied during the service
period preceding the grant date and following the inception of the arrangement results in forfeiture
of the award
For awards that do not meet condition ASC 718-10-55-108(c)(1), above, an analysis of whether the
awards contain a market or performance condition is necessary. This analysis includes consideration of
whether the value of the award is based on the companys performance or share price and, if so, whether
the performance measure or market condition is sufficiently defined on the authorization date to create a
performance or market condition.
The analysis of whether an award meets this condition requires judgment. In the SEC staffs view, the
application of either a broad or narrow interpretation of this requirement would be acceptable and,
consistent with the election on criteria ASC 718-10-55-108(a), represents an accounting policy election
that must be applied consistently. Under a narrow interpretation, awards to individual employees must
contain a performance (or market) condition, as defined in ASC 718, to meet this criterion. Under a
broad view, the performance (or market) condition, as defined in ASC 718 , can be contained within
the terms of the overall compensation plan to meet this criterion and does not have to specifically
describe how the allocation to individuals will be determined. Rather, the criterion could be met if the
performance or market condition determines the pool of awards that will be allocated to eligible
employees. However, under both views, a specified performance target or market condition, as defined
by ASC 718, is necessary to conclude that a performance or market condition exists.
Because some portion of the employee population (e.g., retirement-eligible employees) may satisfy
criterion ASC 718-10-55-108(c)(1), while others (e.g., employees that are not retirement eligible) may
be required to meet criterion ASC 718-10-55-108(c) (2), it is possible for a company to reach a conclusion
that awards to retirement-eligible employees have a service inception date in advance of the grant date
(broad interpretation of criterion ASC 718-10-55-108(a)) while awards to non-retirement eligible employee
do not (e.g., because the company uses the narrow interpretation of criterion ASC 718-10-55-108(c)(2)
and concludes that the award does not have a market or performance condition). Companies could also elect
to apply the broad interpretation of both criteria ASC 718-10-55-108(a) and ASC 718-10-55-108(c)(2)
and, therefore, awards to both retirement-eligible and non-retirement eligible employees may have a
service inception date in advance of the grant date.
If a company elected the narrow interpretation accounting policy for criterion ASC 718-10-55-108(a) for
awards that are not subject to a substantive post-grant date service requirement, then it would immediately
recognize the fair value of the equity awards as compensation cost on the grant date. However, if the
company has elected the broad interpretation accounting policy for criterion ASC 718-10-55-108(a), it
would recognize the compensation cost over the period from the service inception date to the grant date
(ultimately measured on the grant date).
If a company elected the broad-broad accounting policy for awards subject to substantive post-grant
date service requirements (i.e., a broad interpretation of both criteria ASC 718-10-55-108(a) and
ASC 718-10-55-108(c)(2)), the requisite service period would begin with the service inception date and
end when the requisite service period ends. Because the broad-broad view is based on a conclusion
that the award includes a performance condition, a company with a broad-broad policy under ASC 71810-55-108 would be precluded from electing a straight-line attribution accounting policy under ASC 71810-35-8 for awards with graded vesting (i.e., the straight-line method of attribution is not available for
awards with performance or market conditions). In this scenario, the company would be required to use
the attribution model outlined in Section 4.4.2.5 under which compensation cost for each vesting
tranche is recognized as if each vesting tranche were a separate award.
4.3.2
Accounting for an award when the service inception date precedes the
grant date
When the requisite service period begins prior to the grant date (because the service inception date
occurs prior to the grant date), the company is required to begin recognizing compensation cost before
there is a measurement date (i.e., the grant date). ASC 718 provides the following guidance for
accounting for a share-based payment when the service inception date precedes the grant date:

718-10-35-6
The service inception date is the beginning of the requisite service period. If the service inception date
precedes the grant date (see paragraph 718-10-55-108), accrual of compensation cost for periods
before the grant date shall be based on the fair value of the award at the reporting date. In the period
in which the grant date occurs, cumulative compensation cost shall be adjusted to reflect the
cumulative effect of measuring compensation cost based on fair value at the grant date rather than
the fair value previously used at the service inception date (or any subsequent reporting date).
Example 6 (see paragraph 718-10-55-107) illustrates the concept of service inception date and how it
is to be applied.
Compensation cost recognized in periods prior to the grant date will be based on the fair value of
the award at the end of each reporting period and will be remeasured at each reporting date until the
grant date occurs. For example, often the service inception date will precede the grant date when the
exercise price of an option is to be established based on the underlying stock price at a specific date in
the future. When the employer measures (and remeasures) the fair value of the award, that measurement
should be based on an exercise price assuming the measurement date is the reporting date (e.g., if the
exercise price is to be set equal to the stock price on the grant date, the valuation should assume an
exercise price equal to the stock price at each reporting date prior to the grant date).
The fair value of the award will be fixed once the grant date occurs. Total recognized compensation cost
for an award in which the service inception date precedes the grant date will be based on the grant-date
fair value for those instruments for which the requisite service has been provided.
4.3.3
Service inception date cannot occur prior to obtaining all necessary approvals
ASC 718s rules for determining if the service inception date precedes the grant date indicate that the
service inception date cannot occur until all necessary approvals have been obtained. The following
example illustrates this concept:

718-10-55-111
If necessary board approval of the award described in the preceding paragraph was obtained on
August 5, 20X5, two months after substantive employment begins (June 2, 20X5), both the service
inception date and the grant date would be August 5, 20X5, as that is the date when all necessary
authorizations were obtained. If the market price of Entity Ts stock was $38 per share on August 5,
20X5, the grant-date fair value of the share award would be $380,000 (10,000 $38). Additionally,
Entity T would not recognize compensation cost for the shares for the period between June 2, 20X5,
and August 4, 20X5, neither during that period nor cumulatively on August 5, 20X5, when both the
service inception date and the grant date occur. This is consistent with the definition of requisite
service period, which states that if an award requires future service for vesting, the entity cannot
define a prior period as the requisite service period. Future service in this context represents the
service to be rendered beginning as of the service inception date.
In limited circumstances, a service inception date may occur before an award to a specific employee is
approved if the terms of the overall plan have been approved. See further discussion in Section 4.3.1.3.
4.3.4
Grant date may precede the service inception date

Under certain circumstances, the grant date may precede the service inception date. For example,
assume a share-based payment has a separate defined performance condition for each of the next five
years and each condition is not dependent on the satisfaction of any previous condition (e.g., each
vesting tranche is based on operating earnings for that year only). Assume also that on the day the
employee and the employer enter into the arrangement (at the beginning of the first year), the criteria
for a grant date have been satisfied for the entire award. Because the performance required to satisfy
each performance condition is unique to each year, there is a separate service inception date and,
therefore, a separate requisite service period relating to each performance condition. The fair value
of each award must be measured at the grant date; however, the compensation cost of each vesting
tranche will be attributed separately over each of the five one-year requisite service periods. The
example in Section 4.4.2.4.3 illustrates this concept.
4.4
Effect of service, performance, and market conditions on recognition of

compensation cost
The terms and conditions included in a share-based payment award affect the determination of the
requisite service period. All conditions must be considered when determining the requisite service period
over which compensation cost will be recognized:

Recognition
718-10-25-21
If an award requires satisfaction of one or more market, performance, or service conditions (or any
combination thereof), compensation cost shall be recognized if the requisite service is rendered, and no
compensation cost shall be recognized if the requisite service is not rendered. Paragraphs 718-10-55-60
through 55-63 provide guidance on applying this provision to awards with market, performance, or
service conditions (or any combination thereof).

718-10-55-61
Analysis of the market, performance, or service conditions (or any combination thereof) that are
explicit or implicit in the terms of an award is required to determine the requisite service period over
which compensation cost is recognized and whether recognized compensation cost may be reversed if
an award fails to vest or become exercisable (see paragraph 718-10-30-27). If exercisability or the
ability to retain the award (for example, an award of equity shares may contain a market condition that
affects the employees ability to retain those shares) is based solely on one or more market conditions
compensation cost for that award is recognized if the employee renders the requisite service, even if
the market condition is not satisfied. An award containing one or more market conditions may have an
explicit, implicit, or derived service period. Paragraphs 718-10-55-69 through 55-79 provide guidance
on explicit, implicit, and derived service periods. If exercisability (or the ability to retain the award) is
based solely on one or more market conditions, compensation cost for that award is reversed if the
employee does not render the requisite service, unless the market condition is satisfied prior to the
end of the requisite service period, in which case any unrecognized compensation cost would be
recognized at the time the market condition is satisfied. If vesting is based solely on one or more
performance or service conditions, any previously recognized compensation cost is reversed if the
award does not vest (that is, the requisite service is not rendered). Examples 1 through 4 (see
paragraphs 718-20-55-4 through 55-50) provide illustrations of awards in which vesting is based
solely on performance or service conditions.
We discuss the impact of each type of condition individually:
Section 4.4.1 discusses awards that have only service conditions
Section 4.4.2 discusses awards that have only performance conditions
Section 4.4.3 discusses awards that have only market conditions
We will then discuss conditions that affect terms other than vesting or exercisability (Section 4.4.4),
awards with multiple conditions (Section 4.4.5) and, finally, changes in estimates of the requisite service
period (Section 4.5).
4.4.1
Service conditions
A service condition (described more fully in Section 3.4.2) is a condition that requires the recipient of
the award to remain employed for a stated period of time in order to earn the right to the share-based
payment (i.e., vest). Service conditions that affect whether or not an award vests or becomes exercisable
will affect the determination of the requisite service period as well as the determination of whether or not
compensation cost ultimately is recognized. Compensation cost for an award that contains only a service
condition will be recognized only if the requisite service is provided.
4.4.1.1
Requisite service period generally is the explicit service period

The requisite service period of a share-based payment with only a service condition generally is the
vesting period. That is, if the terms of the award state that the award will vest after three years of
continued service, and the award does not contain any other service, performance, or market conditions
(and other agreements, such as employment agreements or retirement plans do not affect the terms of
the award), the requisite service period over which compensation cost will be recognized is three years.
ASC 718 defines an explicit service period as:

Glossary
718-10-20
Explicit Service Period
A service period that is explicitly stated in the terms of a share-based payment award. For example, an
award stating that it vests after three years of continuous employee service from a given date (usually
the grant date) has an explicit service period of three years.
A service condition requiring acceleration of vesting in the event of an employees death, disability, or
termination without cause will not affect the estimated requisite service period until the event that
causes acceleration of the award becomes probable. For instance, if the award in the prior example
vested after three years of continued service or immediately upon death, the requisite service period
would initially be estimated as three years and would not be adjusted unless death became probable
during the three year service period.
4.4.1.2
Nonsubstantive service conditions (e.g., acceleration on retirement)

An explicit service vesting condition is not the requisite service period if the stated service period is
nonsubstantive. For example, assume a share-based payment has an explicit vesting condition (e.g., the
award will vest in three years) and the terms of the award do not include any performance or market
conditions. If the terms of the award provide that the individual will continue to vest in the award over
the same vesting schedule even if the individual is no longer employed, the vesting condition is not a
service condition. The vesting condition is merely a delayed exercisability provision. In this example, the
award does not have a service, performance, or market condition, and, as a result, the compensation
cost must be fully recognized on the grant date.
4.4.1.2.1
Nonsubstantive service periods due to retirement provisions

ASC 718 provides the following example of an explicit service period that is considered nonsubstantive
due to retirement provisions:

718-10-55-87
Assume that Entity A uses a point system for retirement. An employee who accumulates 60 points
becomes eligible to retire with certain benefits, including the retention of any nonvested share-based
payment awards for their remaining contractual life, even if another explicit service condition has not
been satisfied. In this case, the point system effectively accelerates vesting. On January 1, 20X5, an
employee receives at-the-money options on 100 shares of Entity As stock. All options vest at the end
of 3 years of service and have a 10-year contractual term. At the grant date, the employee has 60
points and, therefore, is eligible to retire at any time.
718-10-55-88
Because the employee is eligible to retire at the grant date, the awards explicit service condition is
nonsubstantive. Consequently, Entity A has granted an award that does not contain a performance or
service condition for vesting, that is, the award is effectively vested, and thus, the awards entire fair
value should be recognized as compensation cost on the grant date. All of the terms of a share-based
payment award and other relevant facts and circumstances must be analyzed when determining the
requisite service period.
A number of questions have arisen about the guidance provided in ASC 718-10-55-87 through 88. Many
companies grant share-based payments with terms that are affected by retirement or other events. For
example, it is not uncommon for companies to provide that vesting of share-based payments accelerates,
in part or in full, on an employees retirement. Alternatively, an award may continue to vest after
retirement, even though the employee no longer is providing services to the employer (essentially, the
award is vested at retirement but delivery of shares or exercisability of the option is delayed). In either
circumstance, the accounting result under ASC 718 for employees that become eligible to retire during
the explicit service period is the same; the explicit service period is considered nonsubstantive for any
portion of the award that vests on or continues to vest after retirement, and compensation cost should
be recognized over the period through the date that the employee first becomes eligible to retire and is
no longer required to provide service to earn part or all of the award.
To illustrate the circumstances under which an explicit service period would be nonsubstantive, assume
an employee stock option grant provides for three-year cliff vesting (a service condition), but also
provides that the employee continues to vest after a qualifying retirement as defined in the companys
retirement plans. When an employee becomes eligible for retirement, he or she is no longer required to
provide service to the company in order to retain the benefits of the award. As a result, the explicit
service period is no longer substantive. If an employee is eligible for retirement on the grant date,
compensation cost should be recognized immediately because the employee is not required to work
during the explicit service period to earn the right to exercise the award. If the employee is eligible to
retire one year after the grant date and the award includes a three-year cliff vesting condition,
compensation cost would be recognized over a one-year period (i.e., the period that the employee is
required to provide service in order to retain the benefits of the award).
Companies should review their share-based payment plans to determine whether they include a feature
that provides for acceleration of vesting or continued vesting on retirement. However, because
agreements to accelerate vesting on retirement or a change in control are not always included in the
document relating to a specific award or compensation plan, care should be taken to review all
employment agreements, collective bargaining agreements, and any other contracts between the
employer and the employees to determine whether features of those other contracts should be
considered in accounting for a share-based payment.
4.4.1.2.2
Noncompete arrangement as an in-substance service condition

Some share-based payment awards to employees contain noncompete provisions that require the
recipient to return the equity instruments (or the gain from the sale of equity instruments) if the
employee goes to work for a competitor within a specified period of time (often characterized as a
clawback). As discussed in Section 6.3, the accounting for share-based payments should reflect all the
rights conveyed to the recipient of the award and all the obligations imposed on the issuer of the award.
While clawbacks generally are ignored in the initial measurement and recognition of a share-based
payment (Section 3.5.2), ASC 718 provides that the entity must consider whether a clawback feature
relating to a noncompete agreement results in an in-substance employee service condition, which must
then be considered in determining the requisite service period.
The following examples from ASC 718 illustrate how an entity would consider the relevant facts and
circumstances to determine the appropriate requisite service period for an award that is subject to a
noncompete arrangement:
Compensation Stock Compensation Awards Classified as Equity

718-20-55-88
Entity K is a professional services firm in which retention of qualified employees is important in
sustaining its operations. Entity Ks industry expertise and relationship networks are inextricably linked
to its employees; if its employees terminate their employment relationship and work for a competitor,
the entity's operations may be adversely impacted.
718-20-55-89
As part of its compensation structure, Entity K grants 100,000 restricted share units to an employee
on January 1, 20X6. The fair value of the restricted share units represents approximately four times
the expected future annual total compensation of the employee. The restricted share units are fully
vested as of the date of grant, and retention of the restricted share units is not contingent on future
service to Entity K. However, the units are transferred to the employee based on a 4-year delayedtransfer schedule (25,000 restricted share units to be transferred beginning on December 31, 20X6,
and on December 31 in each of the 3 succeeding years) if and only if specified noncompete conditions
are satisfied. The restricted share units are convertible into unrestricted shares any time after transfer.
Although the terms of the award state that the RSUs are fully vested (i.e., no service is required), Entity
K must examine all other terms of the award when determining the requisite service period (i.e., whether
the explicit service period is nonsubstantive).

718-20-55-90
The noncompete provisions require that no work in any capacity may be performed for a competitor
(which would include any new competitor formed by the employee). Those noncompete provisions
lapse with respect to the restricted share units as they are transferred. If the noncompete provisions
are not satisfied, the employee loses all rights to any restricted share units not yet transferred.
Additionally, the noncompete provisions stipulate that Entity K may seek other available legal
remedies, including damages from the employee. Entity K has determined that the noncompete is
legally enforceable and has legally enforced similar arrangements in the past.
718-20-55-91
The nature of the noncompete provision (being the corollary condition of active employment), the
provisions legal enforceability, the employers intent to enforce and past practice of enforcement, the
delayed-transfer schedule mirroring the lapse of noncompete provisions, the magnitude of the awards
fair value in relation to the employees expected future annual total compensation, and the severity of
the provision limiting the employees ability to work in the industry in any capacity are facts that
provide a preponderance of evidence suggesting that the arrangement is designed to compensate the
employee for future service in spite of the employees ability to terminate the employment relationship
during the service period and retain the award (assuming satisfaction of the noncompete provision).
Consequently, Entity K would recognize compensation cost related to the restricted share units over
the four-year substantive service period.
The following is an example provided in ASC 718 of a circumstance in which a noncompete period is not
considered a substantive service period:

718-20-55-85
On January 1, 20X5, Entity T grants its chief executive officer an award of 100,000 shares of stock
that vest upon the completion of 5 years of service. The market price of Entity Ts stock is $30 per
share on that date. The grant-date fair value of the award is $3,000,000 (100,000 $30). The shares
become freely transferable upon vesting; however, the award provisions specify that, in the event of
the employees termination and subsequent employment by a direct competitor (as defined by the
award) within three years after vesting, the shares or their cash equivalent on the date of employment
by the direct competitor must be returned to Entity T for no consideration (a clawback feature). The
chief executive officer completes five years of service and vests in the award. Approximately two years
after vesting in the share award, the chief executive officer terminates employment and is hired as an
employee of a direct competitor. Paragraph 718-10-55-8 states that contingent features requiring an
employee to transfer equity shares earned or realized gains from the sale of equity instruments earned
as a result of share-based payment arrangements to the issuing entity for consideration that is less than
fair value on the date of transfer (including no consideration) are not considered in estimating the fair
value of an equity instrument on the date it is granted. Those features are accounted for if and when
the contingent event occurs by recognizing the consideration received in the corresponding balance
sheet account and a credit in the income statement equal to the lesser of the recognized compensation
cost of the share-based payment arrangement that contains the contingent feature ($3,000,000) and
the fair value of the consideration received. This guidance does not apply to cancellations of awards of
equity instruments as discussed in paragraphs 718-20-35-7 through 35-9. The former chief executive
officer returns 100,000 shares of Entity Ts common stock with a total market value of $4,500,000 as
a result of the awards provisions. The following journal entry accounts for that event.
Treasury stock
$ 4,500,000
$ 1,500,000
Other income
$ 3,000,000
718-20-55-92
Example 10 (see paragraph 718-20-55-84) provides an illustration of another noncompete agreement.
That Example and this one are similar in that both noncompete agreements are not contingent upon
employment termination (that is, both agreements may activate and lapse during a period of active
employment after the vesting date). A key difference between the two Examples is that the award
recipient in that Example must provide five years of service to vest in the award (as opposed to vesting
immediately). Another key difference is that the award recipient in that Example receives the shares
upon vesting and may sell them immediately without restriction as opposed to the restricted share units,
which are transferred according to the delayed-transfer schedule. In that Example, the noncompete
provision is not deemed to be an in-substance service condition. In making a determination about
whether a noncompete provision may represent an in-substance service condition, the provisions legal
enforceability, the entitys intent to enforce the provision and its past practice of enforcement, the
employees rights to the instruments such as the right to sell them, the severity of the provision, the fair
value of the award, and the existence or absence of an explicit employee service condition are all
factors that shall be considered. Because noncompete provisions can be structured differently, one or
more of those factors (such as the entitys intent to enforce the provision) may be more important than
others in making that determination. For example, if Entity K did not intend to enforce the provision,
then the noncompete provision would not represent an in-substance service condition.
We discussed the issue of noncompete provisions representing in-substance service conditions with the
FASB staff at a Resource Group meeting. The FASB staff indicated that the concept of a noncompete
arrangement representing an in-substance service condition in certain circumstances (as shown in the
excerpt above) was intended to be an anti-abuse provision that would apply only in limited
circumstances. In a subsequent communication from the FASB staff, the staff provided the following
additional guidance on this issue:
A principle underlying ASC 718 is that the cost of employee services received in exchange for an
award of equity instruments should be recognized over the period during which an employee is
required to provide service in exchange for the award. Vesting periods are generally indicative of this
requisite service period. However, some awards may contain provisions that act like vesting periods
while not being nominally called vesting periods. Such provisions may compel an employee to remain
in active service to receive the award, despite the absence of an explicit vesting period, beyond any
compulsion normally associated with such provisions. [Emphasis added]
ASC 718-20-55-89 through 91 includes an example of such a provision. In this example, an entity
issues a fully vested award with a 4-year delayed transfer schedule that mirrors the lapsing of noncompete provisions included therein. Considering this structure along with, among other indicators,
the nature of the entitys operations, industry, and employee relationships, the magnitude of the
award's value in relation to the employees other compensation, and the severity of the non-compete
provision on the employees ability to find work elsewhere, the Board concluded that the noncompete provision was, in-substance, a vesting provision. The fact that the non-compete provision
was considered substantive, by itself, would not have been enough to reach this conclusion. But
rather, consideration of all of the facts of the example together led the Board to the conclusion that
an in-substance service period existed. [Emphasis added]
The evaluation of whether a non-compete provision creates an in-substance service period, by its nature,
requires the application of professional judgment. The staff would like to emphasize that evaluations
of specific fact patterns should be performed considering the spirit of ASC 718-20-55-89 through 91.
While not clearly articulated in ASC 718 or in the FASB staffs subsequent communication, we
understand that the concept behind ASC 718-20-55-89 through 91 is that it is unlikely that the
employee will earn the right to exercise or retain an award unless that employee remains employed by
the grantor during the entire noncompete period, and the award is clearly compensation for future
employee services. That is, the noncompete provisions must be so restrictive that the employee is
unlikely to be able to terminate and retain the award because any new employment opportunity the
individual would reasonably pursue would result in forfeiture of the award. For example, if the employee
could reasonably obtain employment consistent with their qualifications and expertise in an industry that
is not subject to the noncompete agreement, it would be unlikely that the noncompete period would
represent a substantive employee service condition. This is often the case for individuals in a variety of
positions. It is not uncommon for CEOs, CFOs, and other executives to accept positions in different
industries than that of their most recent employer. Similarly, if the employee were expected to retire and
not seek to compete with the former employer, it would be unlikely that the noncompete period would
represent a substantive employee service condition.
As indicted in the FASB staffs communication, a noncompete provision could be considered
substantive without representing a substantive employee service period. That is, the fact that a
noncompete provision has value to the employer and the employer intends to enforce its provisions is
not sufficient by itself to conclude that the noncompete period represents a substantive employee
service period. The factors discussed in ASC 718 and in the preceding paragraph also must be
considered. Further, an expectation that the employee will remain employed by the grantor during the
service period is not relevant. If the employee has the reasonable ability to terminate and retain the
award, the service condition likely would not be considered a substantive employee service requirement.
The above interpretation is consistent with comments of Shan Benedict, Professional Accounting Fellow
in the SECs Office of the Chief Accountant, at the 2005 AICPA National Conference on Current SEC and
PCAOB Developments:
I would like to take a step back and focus on the FASB's conclusion reached in Illustration 16 that a
non-compete agreement, when coupled with other factors, could create an in-substance requisite
service period. In order to reach this determination the Board concluded that based on all of the facts
and circumstances related to the company, the employee and the non-compete arrangement, the
employee was essentially in the same position as if a stated substantive vesting period existed. I
would like to point out that we do not believe that the sole fact that substantive non-compete
provisions are included in the terms of a share-based payment award would lead to the
determination that an in-substance requisite service period must exist. Nor do we believe that such a
conclusion will be a common occurrence. However, if you believe that your specific fact pattern
results in such a conclusion, we would encourage you to come talk to us. [Emphasis added]
[December 5, 2005 Speech by Shan Benedict, Professional Accounting Fellow, Office of the Chief
Accountant, U.S. Securities and Exchange Commission, at the 2005 AICPA National Conference on
Current SEC and PCAOB Developments.]
We believe that the particular facts and circumstances of the individual employee and related
agreements must be considered in determining whether a noncompete agreement imposes a substantive
employee service period. For employees that are eligible to retire, we believe that in most cases a
noncompete provision, no matter how restrictive, would not represent the requisite employee service
period because there is a reasonable likelihood that a retirement eligible employee would in fact retire,
rather than obtain employment with a competitor, and, therefore, could retain the award without being
required to provide additional employee service. In those circumstances, any forfeiture or clawback as a
result of the violation of a noncompete provision would be accounted for under ASC 718 as a contingent
gain, as discussed in Section 3.5.2.
4.4.1.3
Estimating forfeitures
ASC 718 requires that employers estimate forfeitures (resulting from the failure to provide the requisite
service) when recognizing compensation cost for all share-based payments (whether classified as equity
or a liability).
Employers estimates of forfeitures should be adjusted throughout the requisite service period based on
the extent to which actual forfeitures differ, or are expected to differ, from their previous estimates. At
the end of the requisite service period compensation cost will have been recognized only for those
awards for which the employee has provided the requisite service.
For example, assume a company estimates that 10 out of 100 (10%) employees will forfeit nonvested
share-based payment awards. Further assume one employee terminates employment and forfeits
nonvested share-based payment awards. The compensation cost for the forfeited awards is reversed at
the employees termination date. The company should estimate how many of the remaining 99
employees will forfeit their awards. If this employees forfeiture was expected (part of the original
estimate of 10), and the company does not believe that any additional forfeitures will occur beyond the
original estimate of 10 employees, then the company should revise its forfeiture estimate to reflect 9%
expected forfeitures (9 out of the remaining 99 employees). Alternatively, if this employees forfeiture
was not originally expected, and the company continues to believe that no additional forfeitures will
occur beyond the original estimate of 10 employees, then the company would continue to reflect 10%
expected forfeitures (10 out of the remaining 99 employees).
Unlike certain changes in the estimated requisite service period discussed in Section 4.5.5, changes in
estimated forfeitures are recognized through a cumulative catch-up adjustment (i.e., the cumulative
effect of applying the change in estimate retrospectively is recognized in the period of change). The
accounting for this change in estimate is illustrated in the examples in Section 4.4.1.6.
The process of estimating pre-vesting forfeitures is similar to the process of estimating post-vesting
terminations described in Section 7.3.1. Generally, companies should start the process of estimating future
forfeitures by analyzing their historical forfeiture and termination information and considering how future
termination rates are expected to differ from historical termination rates. Companies also should consider
whether termination rates differ materially from one employee group (e.g., pay level) to another and, if so,
derive different estimated forfeiture assumptions for each employee group. Companies using a forfeiture
methodology prescribed by third-party software should carefully consider whether the methodology is
representative of their historical and expected future termination rates. New companies with insufficient
termination information should consider looking to published information or information derived from
similar companies to derive a forfeiture estimate, as discussed further in Section 7.3.1.
4.4.1.4
Accounting for awards subject to graded vesting

Many employee awards are subject to graded vesting: portions of the award vest at different dates
throughout the vesting period, as opposed to cliff vesting, in which the entire award vests at the end of
the vesting period. The fair value of awards subject to graded vesting is typically determined based on
either (1) separate awards corresponding with each vesting tranche, each with a different expected term
or (2) a single award with an expected term equal to the average expected term of the component
vesting tranches.
Under ASC 718 an entity may elect either the accelerated recognition method or a straight-line
recognition method for awards subject to graded vesting but only for awards that vest based solely on a
service condition. ASC 718-20-55-25 permits a company to choose either attribution method regardless
of how the fair value of the award is measured:

718-10-35-8
An entity shall make a policy decision about whether to recognize compensation cost for an award with
only service conditions that has a graded vesting schedule in either of the following ways:
a.
On a straight-line basis over the requisite service period for each separately vesting portion of the
award as if the award was, in-substance, multiple awards
b.
On a straight-line basis over the requisite service period for the entire award (that is, over the
requisite service period of the last separately vesting portion of the award).
However, the amount of compensation cost recognized at any date must at least equal the portion of
the grant-date value of the award that is vested at that date. Example 1, Case B (see paragraph 71820-55-25) provides an illustration of the accounting for an award with a graded vesting schedule.
The choice of attribution method is an accounting policy decision that should be applied consistently to
all share-based payments subject to graded service vesting and disclosed, if significant. However, this
choice does not extend to awards that are subject to vesting or exercisability based on achieving
performance or market conditions. For example, the compensation cost for each vesting tranche in an
award subject to performance vesting must be recognized ratably from the service inception date to the
vesting date for each tranche (see further discussion in Sections 4.4.2.5 and 4.4.3.4).
We believe that the accounting policy under ASC 718 for awards subject to graded vesting must be
applied consistently to awards subject to service vesting. While the FASB considered whether either the
accelerated or straight-line recognition approach was preferable for awards subject to graded vesting, it
did not reach a decision. We believe that to justify a future change in recognition policy after the adoption
of ASC 718, an employer generally would need to base that decision on changes in circumstances that
suggest one attribution policy is clearly preferable to the other in their specific circumstances.
If an entity elects to recognize compensation cost using the straight-line attribution method,
compensation cost recognized as of any date must be at least equal to the portion of the grant-date fair
value that is vested at that date. For example, if an award vests 30%, 30%, 20% and 20% in years one,
two, three, and four, respectively, an entity using the straight-line attribution method must recognize
30% of the total measured compensation cost in each of the first two years, not 25% as would be
calculated by a strict application of the straight-line method. If an entity uses a forfeiture rate estimate
that is based on forfeitures that are expected to occur over the period until the last tranche vests, the
entity may not recognize enough compensation cost to meet this requirement. This is because fewer
options in earlier tranches will be forfeited than later tranches (e.g., if an award is subject to four-year
graded annual vesting, and 10% of employees terminate each year, only 10% of the first tranche will be
forfeited, while 40% of the fourth tranche will be forfeited). Accordingly, companies using the straightline attribution approach should carefully monitor actual forfeitures during the period to ensure they are
recognizing sufficient compensation cost such that at the vesting date for each tranche it will have
recognized compensation cost for all awards that vested.
The straight-line and accelerated attribution methods are the only two permitted attribution methods
specified in ASC 718. Other methods, including the method sometimes characterized as the ratable
method (compensation expense is recognized for each tranche solely in the period of vesting for the
individual tranche), are not permitted. Examples of the accounting for awards subject to graded vesting
using the accelerated and straight-line attribution methods are provided in Section 4.4.1.6.
4.4.1.5
Accounting for an award with graded vesting and all substantive terms are not known at
the agreement date
The discussion in the previous section focused on awards that conceptually have multiple service periods
(for each vesting tranche) and described the alternatives available in accounting for those awards
(i.e., the FASB permits treating the award as an award with multiple service periods or a single service
period). That model is only applicable when the service inception date for the overall award and the grant
date are the same the date the employer and the employee agree to the terms. In some cases, an
award may have multiple service vesting periods, and the grant dates for those vesting tranches may not
correspond to the date the employer and the employee reached their agreement. The following example
from the implementation guidance in ASC 718 illustrates the determination of the service inception date
and the grant date in that circumstance:

718-10-55-98
The chief executive officer of Entity T enters into a five-year employment contract on January 1, 20X5.
The contract stipulates that the chief executive officer will be given 10,000 fully vested share options at
the end of each year (50,000 share options in total). The exercise price of each tranche will be equal to
the market price at the date of issuance (December 31 of each year in the five-year contractual term).
In this Case, there are five separate grant dates. The grant date for each tranche is December 31 of
each year because that is the date when there is a mutual understanding of the key terms and
conditions of the agreement that is, the exercise price is known and the chief executive officer begins
to benefit from, or be adversely affected by, subsequent changes in the price of the employers equity
shares (see paragraphs 718-10-55-80 through 55-83 for additional guidance on determining the grant
date). Because the awards terms do not include a substantive future requisite service condition that
exists at the grant date (the options are fully vested when they are issued), and the exercise price (and,
therefore, the grant date) is determined at the end of each period, the service inception date precedes
the grant date. The requisite service provided in exchange for the first award (pertaining to 20X5) is
independent of the requisite service provided in exchange for each consecutive award. The terms of the
share-based compensation arrangement provide evidence that each tranche compensates the chief
executive officer for one year of service, and each tranche shall be accounted for as a separate award
with its own service inception date, grant date, and one-year service period; therefore, the provisions of
paragraph 718-10-35-8 would not be applicable to this award because of its structure.
The FASB did not clearly articulate the basis for its conclusion that the service inception dates for each
tranche in the above example are one year before the grant date. Specifically, the CEO in the example
cannot vest in the second tranche of the award unless he vests in the first tranche. Accordingly, one
might argue that the service inception dates for all the tranches is the same the agreement date. That
conclusion, rejected by the FASB, would result in accelerated attribution of the awards, similar to the
alternative provided for awards subject to graded vesting in which the agreement date is the grant date.
ASC 718-10-55-99 goes on to say that if the strike price for all 50,000 options had been established
when the arrangement was first entered into, the award would not only have one grant date, but also just
one service inception date. In this instance, ASC 718-10-35-8 would permit the entity to apply either the
straight-line attribution method or the accelerated attribution method as discussed in Section 4.4.1.4. It
appears that the fact that each tranche has a separate grant date at one-year intervals is the basis for the
FASBs conclusion that the service inception dates also are separated by one-year intervals. Accordingly,
we believe the accounting described in the example in ASC 718-10-55-98 should only be applied when
there are different grant dates for each vesting tranche.
The measurement of awards for which the service inception date precedes the grant date is discussed in
Section 4.3.2.
4.4.1.6
Comprehensive examples of the accounting for awards subject to service vesting

Illustration 4-1:
Award subject to cliff vesting
The following example from ASC 718-20-55-6 through 24 illustrates the accounting for a share-based
payment that contains a service condition. The award in this example vests in full at the end of the
stated service period (cliff vests). That is, if the employee does not satisfy the entire service condition,
no part of the award will vest. The following example illustrates the accounting for estimated forfeitures
and a change in that estimate (as described in Section 4.4.1.3). Additionally, this example illustrates
the accounting for deferred tax assets as compensation cost is recognized during the requisite service
period as well as the accounting for deferred tax assets on exercise (discussed in more detail in our
Financial reporting developments publication, Income taxes).

718-20-55-6
Entity T, a public entity, grants at-the-money employee share options with a contractual term of
10 years. All share options vest at the end of three years (cliff vesting), which is an explicit service
(and requisite service) period of three years. The share options do not qualify as incentive stock
options for U.S. tax purposes. The enacted tax rate is 35 percent.
718-20-55-7
The following table shows assumptions and information about the share options granted on January 1,
20X5 applicable to both Cases.
Share options granted
Employees granted options
900,000
3,000
Expected forfeitures per year
3.0%
Share price at the grant date
$30
Exercise price
Contractual term (CT) of options
Risk-free interest rate over CT
Expected volatility over CT
Expected dividend yield over CT
Suboptimal exercise factor
$30
10 years
1.5 to 4.3%
40 to 60%
1.0%
2
718-20-55-8
A suboptimal exercise factor of two means that exercise is generally expected to occur when the share
price reaches two times the share options exercise price. Option-pricing theory generally holds that the
optimal (or profit-maximizing) time to exercise an option is at the end of the options term; therefore, if
an option is exercised before the end of its term, that exercise is referred to as suboptimal. Suboptimal
exercise also is referred to as early exercise. Suboptimal or early exercise affects the expected term of
an option. Early exercise can be incorporated into option-pricing models through various means. In this
Case, Entity T has sufficient information to reasonably estimate early exercise and has incorporated it as
a function of Entity Ts future stock price changes (or the options intrinsic value). In this Case, the factor
of 2 indicates that early exercise would be expected to occur, on average, if the stock price reaches
$60 per share ($30 2). Rather than use its weighted average suboptimal exercise factor, Entity T
also may use multiple factors based a distribution of early exercise data in relation to its stock price.
718-20-55-9
This Case assumes that each employee receives an equal grant of 300 options. Using as inputs the last
7 items from the table in paragraph 718-20-55-7, Entity Ts lattice-based valuation model produces
a fair value of $14.69 per option. A lattice model uses a suboptimal exercise factor to calculate the
expected term (that is, the expected term is an output) rather than the expected term being a separate
input. If an entity uses a Black-Scholes-Merton option-pricing formula, the expected term would be
used as an input instead of a suboptimal exercise factor.
718-20-55-10
Total compensation cost recognized over the requisite service period (which is the vesting period in this
Case) shall be the grant-date fair value of all share options that actually vest (that is, all options for which
the requisite service is rendered). Paragraph 718-10-35-3 requires an entity to estimate at the grant
date the number of share options for which the requisite service is expected to be rendered (which, in
this Case, is the number of share options for which vesting is deemed probable). If that estimate changes,
it shall be accounted for as a change in estimate and its cumulative effect (from applying the change
retrospectively) recognized in the period of change. Entity T estimates at the grant date the number of
share options expected to vest and subsequently adjusts compensation cost for changes in the
estimated rate of forfeitures and differences between expectations and actual experience. This Case
assumes that none of the compensation cost is capitalized as part of the cost of an asset.
718-20-55-11
The estimate of the number of forfeitures considers historical employee turnover rates and
expectations about the future. Entity T has experienced historical turnover rates of approximately
3 percent per year for employees at the grantees level, and it expects that rate to continue over the
requisite service period of the awards. Therefore, at the grant date Entity T estimates the total
compensation cost to be recognized over the requisite service period based on an expected forfeiture
rate of 3 percent per year. Actual forfeitures are 5 percent in 20X5, but no adjustments to cumulative
compensation cost are recognized in 20X5 because Entity T still expects actual forfeitures to average
3 percent per year over the 3-year vesting period. As of December 31, 20X6, management decides
that the forfeiture rate will likely increase through 20X7 and changes its estimated forfeiture rate for
the entire award to 6 percent per year. Adjustments to cumulative compensation cost to reflect the
higher forfeiture rate are made at the end of 20X6. At the end of 20X7 when the award becomes
vested, actual forfeitures have averaged 6 percent per year, and no further adjustment is necessary.
718-20-55-12
The first set of calculations illustrates the accounting for the award of share options on January 1, 20X5,
assuming that the share options granted vest at the end of three years. (Case B illustrates the accounting
for an award assuming graded vesting in which a specified portion of the share options granted vest at
the end of each year.) The number of share options expected to vest is estimated at the grant date to be
821,406 (900,000 .97 3). Thus, the compensation cost to be recognized over the requisite service
period at January 1, 20X5, is $12,066,454 (821,406 $14.69), and the compensation cost to be
recognized during each year of the 3-year vesting period is $4,022,151 ($12,066,454 3). In this Case,
Entity T has concluded that it will have sufficient future taxable income to realize the deferred tax
benefits from its share-based payment transactions. The journal entries to recognize compensation cost
and related deferred tax benefit at the enacted tax rate of 35 percent are as follows for 20X5.
Compensation cost
$ 4,022,151
$ 4,022,151
To recognize compensation cost.

Deferred tax asset
Deferred tax benefit
$ 1,407,753
$ 1,407,753
To recognize the deferred tax asset for the temporary difference related to compensation cost
($4,022,151 .35 = $1,407,753).
718-20-55-13
The net after-tax effect on income of recognizing compensation cost for 20X5 is $2,614,398
($4,022,151 $1,407,753).
718-20-55-14
Absent a change in estimated forfeitures, the same journal entries would be made to recognize
compensation cost and related tax effects for 20X6 and 20X7, resulting in a net after-tax cost for each
year of $2,614,398. However, at the end of 20X6, management changes its estimated employee
forfeiture rate from 3 percent to 6 percent per year. The revised number of share options expected to
vest is 747,526 (900,000 .94 3). Accordingly, the revised cumulative compensation cost to be
recognized by the end of 20X7 is $10,981,157 (747,526 $14.69). The cumulative adjustment to
reflect the effect of adjusting the forfeiture rate is the difference between two-thirds of the revised
cost of the award and the cost already recognized for 20X5 and 20X6. The related journal entries and
the computations follow.
At December 31, 20X6, to adjust for new forfeiture rate:
Revised total compensation cost
$10,981,157
Revised cumulative cost as of December 31, 20X6 ($10,981,157 )
$ 7,320,771
Cost already recognized in 20X5 and 20X6 ($4,022,151 2)
8,044,302
Adjustment to cost at December 31, 20X6
(723,531)
718-20-55-15
The related journal entries are:
723,531
Compensation cost
723,531
To adjust previously recognized compensation cost and equity to reflect a higher estimated
forfeiture rate.
Deferred tax expense
253,236
Deferred tax asset
253,236
To adjust the deferred tax accounts to reflect the tax effect of increasing the estimated forfeiture
rate ($723,531 .35 = $253,236).
718-20-55-16
Journal entries for 20X7 are as follows:
Compensation cost
$ 3,660,386
$ 3,660,386
To recognize compensation cost ($10,981,157 3 = $3,660,386).

Deferred tax asset
$ 1,281,135
$ 1,281,135
To recognize the deferred tax asset for additional compensation cost ($3,660,386 .35 =
$1,281,135).
718-20-55-17
As of December 31, 20X7, the entity would examine its actual forfeitures and make any necessary
adjustments to reflect cumulative compensation cost for the number of shares that actually vested.
The following table presents the calculation of cumulative compensation cost that would be recognized
by the end of each year of the requisite service period. The calculation takes into account: (a) the grantdate fair value, (b) the number of instruments expected to vest based on estimated forfeitures, and
(c) the amount of previously recognized compensation cost.

718-20-55-17
Year
20X5
20X6
20X7
Total value of award
Pretax cost for year
Cumulative
pretax cost
$4,022,151 ($12,066,454 3)
4,022,151
$10,981,157 (747,526 $14.69)
$3,298,620 [($10,981,157) $4,022,151]
7,320,771
$10,981,157 (747,526 $14.69)
$3,660,386 ($10,981,157 3)
$ 10,981,157
$12,066,454 (821,406 $14.69)
718-20-55-18
All 747,526 vested share options are exercised on the last day of 20Y2. Entity T has already
recognized its income tax expense for the year without regard to the effects of the exercise of the
employee share options. In other words, current tax expense and current taxes payable were
recognized based on income and deductions before consideration of additional deductions from
exercise of the employee share options. Upon exercise, the amount credited to common stock (or
other appropriate equity accounts) is the sum of the cash proceeds received and the amounts
previously credited to additional paid-in capital in the periods the services were received (20X5
through 20X7). In this Case, Entity T has no-par common stock and at exercise, the share price is
assumed to be $60.
The following journal entry illustrates the accounting for the exercise of employee stock options. In this
example, the employee pays the exercise price in cash, and the company issues shares of common stock
to the employee.

718-20-55-19
At exercise the journal entries are as follows.
Cash (747,526 $30)
$ 22,425,780
$ 10,981,157
Common stock
$ 33,406,937
To recognize the issuance of common stock upon exercise of share options and to reclassify
previously recorded paid-in capital.
The accounting for income taxes associated with share-based payments is discussed in our Financial
reporting developments publication, Income taxes. We have included the following as part of this
example in order to present a complete illustration:

718-20-55-20
In this Case, the difference between the market price of the shares and the exercise price on the date
of exercise is deductible for tax purposes pursuant to U.S. tax law in effect in 2004 (the share options
do not qualify as incentive stock options). Realized benefits of tax return deductions in excess of
compensation cost recognized are accounted for as a credit to additional paid-in capital. (See Subtopic
718-740 for additional guidance on tax issues.) As indicated in paragraph 718-740-25-10, a share
option exercise may result in a tax deduction before the actual realization of the related tax benefit
because the entity, for example, has a net operating loss carryforward. In that situation, a tax benefit
and a credit to additional paid-in capital for the excess deduction would not be recognized until that
deduction reduces taxes payable. With the share price of $60 at exercise, the deductible amount is
$22,425,780 [747,526 ($60 $30)]. Entity T has sufficient taxable income to fully realize that
deduction, and the tax benefit realized is $7,849,023 ($22,425,780 .35).
718-20-55-21
At exercise:
$ 3,843,405
Deferred tax asset
$ 3,843,405
To write off the deferred tax asset related to deductible share options at exercise ($10,981,157
.35 = $3,843,405).
Current taxes payable
$ 7,849,023
Current tax expense
$ 3,843,405
$ 4,005,618
To adjust current tax expense and current taxes payable to recognize the current tax benefit from
deductible compensation cost upon exercise of share options.
718-20-55-22
The credit to additional paid-in capital is the tax benefit of the excess of the deductible amount over
the recognized compensation cost [($22,425,780 $10,981,157) .35 = $4,005,618].
718-20-55-23
If instead the share options expired unexercised, previously recognized compensation cost would not
be reversed. There would be no deduction on the tax return and, therefore, the entire deferred tax
asset of $3,843,405 would be charged to income tax expense or additional paid-in capital, to the
extent of any remaining additional paid-in capital from excess tax benefits from previous awards
accounted for in accordance with FASB Statement No. 123R, Share-Based Payment, or FASB
Statement No. 123, Accounting for Stock-Based Compensation (see paragraphs 718-740-35-5
through 35-7). If employees terminated with out-of-the-money vested share options, the deferred tax
asset related to those share options would be written off when those options expire. A write-off of a
deferred tax asset related to a deficiency of deductible compensation cost in relation to recognized
compensation cost for financial reporting purposes shall not be reflected in the statement of cash
flows because the unit of account for cash flow purposes is an individual award (or portion thereof) as
opposed to a portfolio of awards.
718-20-55-24
Topic 230 requires that the realized tax benefit related to the excess of the deductible amount over
the compensation cost recognized be classified in the statement of cash flows as a cash inflow from
financing activities and a cash outflow from operating activities. Under either the direct or indirect
method of reporting cash flows, Entity T would disclose the following activity in its statement of cash
flows for the year ended December 31, 20Y2.
Cash outflow from operating activities:
$ (4,005,618)
Excess tax benefits from share-based payment

arrangements
Cash inflow from financing activities:
$ 4,005,618
Excess tax benefits from share-based payment

arrangements
Illustration 4-2:
Award subject to graded vesting accelerated attribution
award subject to graded vesting when the entity has elected an accounting policy of accelerated
attribution for such awards:

718-20-55-28
Entity T awards 900,000 share options on January 1, 20X5, that vest according to a graded schedule
of 25 percent for the first year of service, 25 percent for the second year, and the remaining 50
percent for the third year. Each employee is granted 300 share options. The following table shows the
calculation as of January 1, 20X5, of the number of employees and the related number of share
options expected to vest. Using the expected 3 percent annual forfeiture rate, 90 employees are
expected to terminate during 20X5 without having vested in any portion of the award, leaving 2,910
employees to vest in 25 percent of the award (75 options). During 20X6, 87 employees are expected
to terminate, leaving 2,823 to vest in the second 25 percent of the award. During 20X7, 85
employees are expected to terminate, leaving 2,738 employees to vest in the last 50 percent of the
award. That results in a total of 840,675 share options expected to vest from the award of 900,000
share options with graded vesting.
The following table presents the calculation of the number of employees expected to vest in each tranche
and the number of shares that will become vested at the vesting date for each tranche. The calculation of
the number of employees expected to vest is based on the companys estimate of forfeitures. The
number of options expected to vest at each vesting date is a function of the expected forfeitures and the
vesting schedule.

718-20-55-28
Year
Number of employees
Total at date of grant
3,000
20X5
3,000 90 (3,000 .03) =
2,910
20X6
2,910 87 (2,910 .03) =
2,823
20X7
2,823 85 (2,823 .03) =
2,738
Total vested options
Number of vested share options

2,910 75 (300 25%) =
2,823 75 (300 25%) =
2,738 150 (300 50%) =
218,250
211,725
410,700
840,675
718-20-55-29
The value of the share options that vest over the three-year period is estimated by separating the total
award into three groups (or tranches) according to the year in which they vest (because the expected
life for each tranche differs). The following table shows the estimated compensation cost for the share
options expected to vest. The estimates of expected volatility, expected dividends, and risk-free interest
rates are incorporated into the lattice, and the graded vesting conditions affect only the earliest date at
which suboptimal exercise can occur (see paragraph 718-20-55-8 for information on suboptimal
exercise). Thus, the fair value of each of the 3 groups of options is based on the same lattice inputs for
expected volatility, expected dividend yield, and risk-free interest rates used to determine the value of
$14.69 for the cliff-vesting share options (see paragraphs 718-20-55-7 through 55-9). The different
vesting terms affect the ability of the suboptimal exercise to occur sooner (and affect other factors as
well, such as volatility), and therefore there is a different expected term for each tranche.
The following table presents the calculation of the compensation cost for each separate vesting tranche.
The fair value per option was calculated separately for each vesting tranche. The primary difference in
the valuation is the expected term for each vesting tranche. If the award is being valued using a closedform model, such as the Black-Scholes-Merton formula, a different expected term would be used as an
input in the valuation of each vesting tranche. If the award is being valued using a lattice model, the
impact of the different vesting dates will be reflected in the early-exercise assumptions (described above
as suboptimal exercise).

718-20-55-29
Year
20X5
20X6
20X7
Vested Options
218,250
211,725
410,700
840,675
Value Per Option

$
13.44
14.17
14.69
Compensation Cost
$
2,933,280
3,000,143
6,033,183
$ 11,966,606
718-20-55-30
Compensation cost is recognized over the periods of requisite service during which each tranche of
share options is earned. Thus, the $2,933,280 cost attributable to the 218,250 share options that
vest in 20X5 is recognized in 20X5. The $3,000,143 cost attributable to the 211,725 share options
that vest at the end of 20X6 is recognized over the 2-year vesting period (20X5 and 20X6). The
$6,033,183 cost attributable to the 410,700 share options that vest at the end of 20X7 is recognized
over the 3-year vesting period (20X5, 20X6, and 20X7).
718-20-55-31
The following table shows how the $11,966,606 expected amount of compensation cost determined
at the grant date is attributed to the years 20X5, 20X6, and 20X7.
Share options vesting in 20X5

Cost for the year
Cumulative cost
$
$
20X5
2,933,280
1,500,071
2,011,061
6,444,412
6,444,412
Pretax Cost to Be Recognized

20X6
20X7
$
1,500,072
2,011,061
2,011,061
$ 3,511,133
$ 2,011,061
$ 9,955,545
$ 11,966,606
If the initial estimate of forfeitures was adjusted in 20X6, as described in Section 4.4.1.3, the
compensation cost to be recognized in 20X6 and 20X7 would have to be recalculated. However, because
the first tranche (the options that vested at the end of 20X5) is fully vested, the compensation cost
recorded in 20X5 for those awards will not be adjusted (the amount of compensation cost recognized in
2005 for the tranche that vested in that year would have been based on the number of options that
actually vested). Additionally, recognized compensation cost must be adjusted to reflect actual
forfeitures as each tranche vests. The following tables present the calculation of the number of options
for which the requisite service is expected to be provided, and the calculation of the compensation cost
to be recognized in each period, assuming the estimated forfeiture rate increased from 3% to 6%.
Year
20X5
20X6
20X7
Total vested options
Number of employees
Total at date of grant
3,000 90 (3,000 .03) =
2,910 175 (2,910 .06) =
2,735 164 (2,735 .06) =
Year
Number of vested share options

3,000
2,910
2,735
2,571
2,910 75 (300 25%) =

2,735 75 (300 25%) =
2,571 150 (300 50%) =
Vested options
20X5
Value per option
218,250
205,125
385,650
809,025
Compensation cost
218,250
$ 13.44
20X6
205,125
14.17
2,906,621
20X7
385,650
14.69
5,665,199
809,025
2,933,280
$ 11,505,100
Because the change in estimate occurred in 20X6, the amounts recognized in 20X5 are the same as in
the previous example, but amounts recognized in 20X6 reflect the adjustment necessary to recognize
cumulative compensation cost based on the new estimate [cumulative compensation cost of $2,906,621
for the 20X6 vesting tranche and $3,776,799 ($5,665,199 ) for the 20X7 vesting tranche].
20X5
Cost for the year
Cumulative cost
$
$
Pretax Cost to Be Recognized

20X6
2,933,280
1,500,071
2,011,061
6,644,358
6,444,358
$
$
1,406,604
1,765,738
3,172,342
9,616,700
20X7
1,888,400
$ 1,888,400
$ 11,505,100
Illustration 4-3:
Award subject to graded vesting Straight-line attribution
ASC 718 permits companies to make an accounting policy election to use the straight-line recognition
method, even if each tranche is valued as a separate award. The following example illustrates the
straight-line recognition method:

718-20-55-32
Entity T could use the same computation of estimated cost, as in the preceding table, but could elect
to recognize compensation cost on a straight-line basis for all graded vesting awards. In that case,
total compensation cost to be attributed on a straight-line basis over each year in the 3-year vesting
period is approximately $3,988,868 ($11,966,606 3). Entity T also could use a single weightedaverage expected life to value the entire award and arrive at a different amount of total compensation
cost. Total compensation cost could then be attributed on a straight-line basis over the three-year
vesting period. However, this Topic requires that compensation cost recognized at any date must be at
least equal to the amount attributable to options that are vested at that date. For example, if 50 percent
of this same option award vested in the first year of the 3-year vesting period, 436,500 options [2,910
150 (300 50%)] would be vested at the end of 20X5. Compensation cost amounting to $5,866,560
(436,500 $13.44) attributable to the vested awards would be recognized in the first year.
718-20-55-33
Compensation cost is adjusted for awards with graded vesting to reflect differences between
estimated and actual forfeitures as illustrated for the cliff-vesting options, regardless of which method
is used to estimate value and attribute cost.
718-20-55-34
Accounting for the tax effects of awards with graded vesting follows the same pattern illustrated in
paragraphs 718-20-55-20 through 55-23. However, unless Entity T identifies and tracks the specific
tranche from which share options are exercised, it would not know the recognized compensation cost
that corresponds to exercised share options for purposes of calculating the tax effects resulting from
that exercise. If an entity does not know the specific tranche from which share options are exercised, it
should assume that options are exercised on a first-vested, first-exercised basis (which works in the
same manner as the first-in, first-out [FIFO] basis for inventory costing).
4.4.2
A performance condition (described more fully in Section 3.4.3) is a condition that is based on the
operations or activities of the employer or the employee, and requires the employee to provide services
for a specified period of time. The condition may relate to the performance of the entire company, a
division, or an individual employee. Like a service condition, performance conditions are not incorporated
into the grant date fair value (or price) of an award, but affect the quantity of awards recognized or, in
some cases, which award (and corresponding fair value) is recognized. ASC 718 describes the
accounting for awards with performance conditions as follows:

Recognition
718-10-25-20
Accruals of compensation cost for an award with a performance condition shall be based on the probable
outcome of that performance condition compensation cost shall be accrued if it is probable that the
performance condition will be achieved and shall not be accrued if it is not probable that the performance
condition will be achieved. If an award has multiple performance conditions (for example, if the number
of options or shares an employee earns varies depending on which, if any, of two or more performance
conditions is satisfied), compensation cost shall be accrued if it is probable that a performance
condition will be satisfied. In making that assessment, it may be necessary to take into account the
interrelationship of those performance conditions. Example 2 (see paragraph 718-20-55-35) provides an
illustration of how to account for awards with multiple performance conditions.
4.4.2.1
Implicit service period

A share-based payment award with a performance condition may have an explicit service period
(e.g., based on performance over a specified period) or it may have an implicit service period. ASC 718
defines an implicit service period as:

Glossary
718-10-20
Implicit Service Period
A service period that is not explicitly stated in the terms of a share-based payment award but that may
be inferred from an analysis of those terms and other facts and circumstances. For instance, if an
award of share options vests upon the completion of a new product design and it is probable that the
design will be completed in 18 months, the implicit service period is 18 months.
The implicit service period generally is the period of time it is expected to take to achieve the
performance condition (assuming the performance condition will be achieved). If the award is not subject
to any other conditions, the implicit service condition generally will be the requisite service period over
which the compensation cost will be recognized. If a share-based payment is subject only to a
performance condition, compensation cost will be recognized only if the performance condition is
satisfied (essentially, the requisite service is not considered to have been provided if the performance
condition is not achieved). If the award is forfeited because the performance condition is not satisfied,
any previously recognized compensation cost (and the related deferred tax benefits) must be reversed.
4.4.2.2
Compensation cost is recognized if it is probable that the performance condition will be

achieved
Compensation cost must be recognized over the requisite service period if it is probable that the
performance condition will be satisfied. ASC 718 defines the term probable as follows:

Glossary
718-10-20
Probable
The future event or events are likely to occur.
Accordingly, the trigger for recognition under ASC 718 is higher than the more likely than not or best
estimate trigger that may be applied in other accounting areas. We believe that practice generally
interprets the term probable to represent a greater than 70% likelihood that an event will occur.
ASC 718-20-55-40 states that the amount of compensation cost recognized (or attributed) when
achievement of a performance condition is probable depends on the relative satisfaction of the
performance condition based on performance to date. We believe that in almost all cases compensation
cost must be recognized for each tranche on a ratable basis over the requisite service period when the
requisite service period is based on a performance condition. Our view is based on the concept that the
services are being provided ratably over the requisite service period and, accordingly, the compensation
cost associated with those services also should be recognized ratably (using the accelerated attribution
model). While ASC 718-20-55-40 suggests that there may be circumstances in which the performance
condition will not be satisfied ratably over the requisite service period and it may be appropriate to
recognize compensation cost based on the achievement of the performance condition, we understand
that the FASB staff believes that it would be extremely rare for compensation cost to be recognized
other than ratably over the service period. In those rare circumstances, the FASB staff believes that the
amount of compensation cost recognized to date should never be less than that which would have been
recognized if the expense were recognized ratably over the service period.
If a share-based payment award contains a performance condition, an entity will measure that award in
the same way it measures an award with a service condition. Further, for awards that cliff vest based
upon the attainment of a performance condition, the recognition of compensation expense is generally
the same as for awards that cliff vest based only on a service condition. For example, assume the same
fact pattern described in Illustration 4-1, except that instead of the award vesting at the end of three
years, assume that the award will vest if the market share for one of the companys products increases
10%. In order to vest, recipients of the award must remain employed by the company until the
performance condition is satisfied. The company estimates that it is probable that the market share of
the product will increase by 10% by the end of year three. Based on the terms of the performance
condition, the award has a three-year implicit service period and a three-year requisite service period.
The accounting for this award, assuming no change in the estimate of the requisite service period, will be
essentially the same as the accounting described in Illustration 4-1. However, note that if an award is
subject to graded vesting, the timing of expense recognition will differ between a performance-based
award (which would require recognition on an accelerated basis) and an award containing only a service
condition (for which either straight-line or accelerated attribution methods would be acceptable).
4.4.2.2.1
Performance conditions based on IPOs, change in control and other liquidity events
As discussed in Section 4.4.2.2, we believe that probable is generally interpreted as in excess of a 70%
likelihood of occurrence. Historically, compensation cost related to performance options that only vest
on consummation of a business combination was recognized when the business combination was
consummated. Accordingly, recognition of compensation cost was deferred until consummation of
the transaction, even when it became likely that the business combination would be consummated.
This position is based on the principle established in the business combinations literature in paragraphs
805-20-55-50 through 51. We believe a similar approach should be applied under ASC 718 and also should
be applied to other types of liquidity events, such as initial public offerings and change in control events.
4.4.2.3
Changes in estimate of the probability of achievement of the performance condition

If an entity initially determines that it is not probable that the performance condition will be satisfied and
later determines that the performance condition likely will be satisfied (or vice versa), the effect of the
change in estimate should be accounted for in the period of change by recording a cumulative catch-up
adjustment to retroactively apply the new estimate as described in Section 4.5.4.1. Essentially the change
in estimated quantity of awards expected to vest is recognized by truing up cumulative compensation cost
recognized as if the new estimate had been applied since the service inception date.
For example, assume the same facts described in the example in Section 4.4.2.2, except that initially the
company does not expect the performance condition to be satisfied. If it is not probable that the award
will vest, the company will not recognize any compensation cost.
In year two, sales of the product begin to increase, and the company estimates that it is now probable
that market share will increase 10% by the end of year three. The company must recognize the change in
estimate in year two (by truing up compensation cost in year two as if the employer had estimated at the
grant date that the performance condition would be achieved) and recognize the remaining compensation
cost over the remaining requisite service period. Based on the current estimate of forfeitures, the
company estimates the number of awards that will vest is 747,526 (900,000 .943). Accordingly, the
revised estimated compensation cost to be recognized over the requisite service period is $10,981,157
(747,526 $14.69). By the end of year two, the employees have provided two-thirds of the requisite
service. The company must record a cumulative adjustment to record two-thirds of the measured
compensation cost. The required journal entries at the end of year two are:
Compensation cost
$ 7,320,771
$ 7,320,771
To recognize compensation cost

($10,981,157 (2 years 3 years) =
$ 7,320,771)
Deferred tax asset
$ 2,562,270
$ 2,562,270
To recognize the deferred tax asset for additional compensation cost ($7,320,771 statutory tax rate
of 35% = $2,562,270).
After recording the cumulative adjustment in year two, the accounting in year three and on exercise will
be the same as the accounting for the award with the service condition illustrated in the example of an
award subject to cliff vesting in Section 4.4.1.6.
4.4.2.4
Performance conditions that affect factors other than vesting or exercisability

Compensation Stock Compensation

718-20-55-48
While performance conditions usually affect vesting conditions, they may affect exercise price,
contractual term, quantity, or other factors that affect an awards fair value before, at the time of,
or after vesting. This Topic requires that all performance conditions be accounted for similarly.
A potential grant-date fair value is estimated for each of the possible outcomes that are reasonably
determinable at the grant date and associated with the performance condition(s) of the award (as
demonstrated in Example 3 [see paragraph 718-20-55-41)]. Compensation cost ultimately recognized
is equal to the grant-date fair value of the award that coincides with the actual outcome of the
performance condition(s).
We will discuss this guidance further in the context of performance conditions that affect (a) the number
of instruments that vest and (b) other terms that affect the fair value of the awards that vest.
4.4.2.4.1
Multiple performance conditions that affect the number of instruments that will vest
The examples in Sections 4.4.2.2 and 4.4.2.3 described the accounting for an award with a performance
condition that simply determined whether or not the award would vest. Some share-based payments
contain performance conditions that affect the number of instruments that will vest. That is, the
employee will vest in a different number of instruments depending on the outcome of the performance
condition. Compensation cost relating to the number of awards that will vest, based on the performance
condition that is probable of achievement that would result in the vesting of the most shares, is to be
recognized over the requisite service period. The requisite service period is based on the implicit service
period of that probable performance condition.
If it continues to be probable that one of the performance conditions will be satisfied, but a different
performance condition becomes probable of achievement, the cumulative effect of the change in
estimate is recognized in the period of the change. Additionally, the requisite service period must be
adjusted if the newly probable performance condition has a different requisite service period from the
performance condition that previously was considered probable. As discussed further in Section 4.5.4.2,
the impact of the change in both the number of awards expected to vest and the estimated requisite
service period is reflected by recognizing the cumulative effect of adjusting cumulative compensation
cost as if both the new quantity and new requisite service period had been estimated from the grant
date. This accounting for the change in the requisite service period differs from a change that is not
accompanied by a change in the quantity or value of awards that will vest, which is recognized
prospectively (see Section 4.5.5).
Illustration 4-4:
Award with multiple performance conditions that affect the number of

instruments that will vest
award that contains a performance condition that affects the number of options that will vest:

718-20-55-36
This Example shows the computation of compensation cost if Entity T grants an award of share options
with multiple performance conditions. Under the award, employees vest in differing numbers of options
depending on the amount by which the market share of one of Entity Ts products increases over a
three-year period (the share options cannot vest before the end of the three-year period). The threeyear explicit service period represents the requisite service period. On January 1, 20X5, Entity T grants
to each of 1,000 employees an award of up to 300 10-year-term share options on its common stock. If
market share increases by at least 5 percentage points by December 31, 20X7, each employee vests in
at least 100 share options at that date. If market share increases by at least 10 percentage points,
another 100 share options vest, for a total of 200. If market share increases by more than 20
percentage points, each employee vests in all 300 share options. Entity Ts share price on January 1,
20X5, is $30 and other assumptions are the same as in Example 1 (see paragraph 718-20-55-4). The
grant-date fair value per share option is $14.69. While the vesting conditions in this Example and in
Example 1 (see paragraph 718-20-55-4) are different, the equity instruments being valued have the
same estimate of grant-date fair value. That is a consequence of the modified grant-date method, which
accounts for the effects of vesting requirements or other restrictions that apply during the vesting
period by recognizing compensation cost only for the instruments that actually vest. (This discussion
does not refer to awards with market conditions that affect exercisability or the ability to retain the
award as described in paragraphs 718-10-55-60 through 55-63.)
Although the vesting conditions of this award are different than the award with a service condition
described in Section 4.4.1.6, the grant-date fair value of each option is the same. The modified grantdate approach, described in Section 3.3, requires that the fair value of an award be measured on the
grant date without regard to service or performance vesting conditions. Compensation cost generally is
recognized only for awards for which the requisite service is rendered or expected to be rendered (i.e., if
the service or performance condition is satisfied or expected to be satisfied).

718-20-55-37
The compensation cost of the award depends on the estimated number of options that will vest. Entity T
must determine whether it is probable that any performance condition will be achieved, that is, whether
the growth in market share over the 3-year period will be at least 5 percent. Accruals of compensation
cost are initially based on the probable outcome of the performance conditions in this case, different
levels of market share growth over the three-year vesting period and adjusted for subsequent
changes in the estimated or actual outcome. If Entity T determines that no performance condition is
probable of achievement (that is, market share growth is expected to be less than 5 percentage points),
then no compensation cost is recognized; however, Entity T is required to reassess at each reporting
date whether achievement of any performance condition is probable and would begin recognizing
compensation cost if and when achievement of the performance condition becomes probable.
718-20-55-38
Paragraph 718-10-25-20 requires accruals of cost to be based on the probable outcome of performance
conditions. Accordingly, this Topic prohibits Entity T from basing accruals of compensation cost on an
amount that is not a possible outcome (and thus cannot be the probable outcome). For instance, if
Entity T estimates that there is a 90 percent, 30 percent, and 10 percent likelihood that market
share growth will be at least 5 percentage points, at least 10 percentage points, and greater than
20 percentage points, respectively, it would not try to determine a weighted average of the possible
outcomes because that number of shares is not a possible outcome under the arrangement.
718-20-55-39
The following table shows the compensation cost that would be recognized in 20X5, 20X6, and 20X7 if
Entity T estimates at the grant date that it is probable that market share will increase at least 5 but less
than 10 percentage points (that is, each employee would receive 100 share options). That estimate
remains unchanged until the end of 20X7, when Entity Ts market share has increased over the 3-year
period by more than 10 percentage points. Thus, each employee vests in 200 share options.
In addition to vesting being conditioned on satisfying one of the performance conditions, the instruments
will only vest for those employees who remain employed by the company for the three-year explicit
service period. In order to recognize the appropriate compensation cost, the company must estimate the
number of instruments that will be forfeited due to employee terminations, as illustrated below:

718-20-55-40
As in Example 1, Case A (see paragraph 718-20-55-10), Entity T experiences actual forfeiture rates of
5 percent in 20X5, and in 20X6 changes its estimate of forfeitures for the entire award from 3 percent
to 6 percent per year. In 20X6, cumulative compensation cost is adjusted to reflect the higher forfeiture
rate. By the end of 20X7, a 6 percent forfeiture rate has been experienced, and no further adjustments
for forfeitures are necessary. Through 20X5, Entity T estimates that 913 employees (1,000 .97 3) will
remain in service until the vesting date. At the end of 20X6, the number of employees estimated to
remain in service is adjusted for the higher forfeiture rate, and the number of employees estimated to
remain in service is 831 (1,000 .94 3). The compensation cost of the award is initially estimated based
on the number of options expected to vest, which in turn is based on the expected level of performance
and the fair value of each option. That amount would be adjusted as needed for changes in the estimated
and actual forfeiture rates and for differences between estimated and actual market share growth. The
amount of compensation cost recognized (or attributed) when achievement of a performance condition
is probable depends on the relative satisfaction of the performance condition based on performance to
date. Entity T determines that recognizing compensation cost ratably over the three-year vesting period
is appropriate with one-third of the value of the award recognized each year.
The following table presents the calculation of cumulative compensation cost that would be recognized
by the end of each year of the requisite service period. The calculation takes into account: (a) the grantdate fair value, (b) the number of instruments expected to vest based on the probable outcome of the
performance condition, (c) the number of instruments expected to vest based on estimated forfeitures,
and (d) the amount of previously recognized compensation cost.
The effects of the change in estimated forfeitures in 20X6 and the change in the estimate of which
performance condition is probable of being satisfied are both accounted for by recording a cumulativeeffect adjustment in the period that the estimate changed.

718-20-55-40
Year
20X5
20X6
20X7
4.4.2.4.2

$1,341,197 ($14.69 100 913)
$1,220,739 ($14.69 100 831)
$2,441,478 ($14.69 200 831)

$447,066 ($1,341,197 3)
$366,760 [($1,220,739 ) $447,066]
$1,627,652 ($2,441,478 $813,826)
Cumulative
pretax cost
$ 447,066
$ 813,826
$ 2,441,478
Performance conditions that affect the fair value of instruments that vest
The following example illustrates the accounting for a share-based payment that contains a performance
condition that affects the exercise price of the options. Similar to the accounting for the performance
condition that affected the number of options that vest, this award should be accounted for as two
separate awards:

718-20-55-42
This Example shows the computation of compensation cost if Entity T grants a share option award with
a performance condition under which the exercise price, rather than the number of shares, varies
depending on the level of performance achieved. On January 1, 20X5, Entity T grants to its chief
executive officer 10-year share options on 10,000 shares of its common stock, which are immediately
vested and exercisable (an explicit service period of zero). The share price at the grant date is $30,
and the initial exercise price also is $30. However, that price decreases to $15 if the market share for
Entity Ts products increases by at least 10 percentage points by December 31, 20X6, and provided
that the chief executive officer continues to be employed by Entity T and has not previously exercised
the options (an explicit service period of 2 years, which also is the requisite service period).
The CEO effectively was granted two awards: (a) 10,000 options that are fully vested and exercisable
on the date of grant with an exercise price of $30, and (b) the right to exchange award (a) for 10,000
options with an exercise price of $15 if the performance condition is satisfied. The awards are mutually
exclusive (i.e., the CEO cannot vest in both awards). The CEO is not required to provide any future
service relating to award (a), and as such, compensation cost must be recognized on the grant date,
based on the grant-date fair value of that award. However, if the company determines that it is probable
that the performance condition will be satisfied, the incremental compensation cost related to the
satisfaction of that performance condition (the fair value of award (b)) must be recognized over the
requisite service period (two years).

718-20-55-43
Entity T estimates at the grant date the expected level of market share growth, the exercise price of
the options, and the expected term of the options. Other assumptions, including the risk-free interest
rate and the service period over which the cost is attributed, are consistent with those estimates.
Entity T estimates at the grant date that its market share growth will be at least 10 percentage points
over the 2-year performance period, which means that the expected exercise price of the share
options is $15, resulting in a fair value of $19.99 per option. Option value is determined using the
same assumptions noted in paragraph 718-20-55-7 except the exercise price is $15 and the award is
not exercisable at $15 per option for 2 years.
718-20-55-44
Total compensation cost to be recognized if the performance condition is satisfied would be $199,900
(10,000 x $19.99). Paragraph 718-10-30-15 requires that the fair value of both awards with service
conditions and awards with performance conditions be estimated as of the date of grant. Paragraph
718-10-35-3 also requires recognition of cost for the number of instruments for which the requisite
service is provided. For this performance award, Entity T also selects the expected assumptions at the
grant date if the performance goal is not met. If market share growth is not at least 10 percentage
points over the 2-year period, Entity T estimates a fair value of $13.08 per option. Option value is
determined using the same assumptions noted in paragraph 718-20-55-7 except the award is
immediately vested.
718-20-55-45
Total compensation cost to be recognized if the performance goal is not met would be $130,800
(10,000 $13.08). Because Entity T estimates that the performance condition would be satisfied, it
would recognize compensation cost of $130,800 on the date of grant related to the fair value of the
fully vested award and recognize compensation cost of $69,100 ($199,900 $130,800) over the 2year requisite service period related to the condition. Because of the nature of the performance
condition, the award has multiple requisite service periods that affect the manner in which
compensation cost is attributed. Paragraphs 718-10-55-67 through 55-79 provide guidance on
estimating the requisite service period.
718-20-55-46
During the two-year requisite service period, adjustments to reflect any change in estimate about
satisfaction of the performance condition should be made, and, thus, aggregate cost recognized by the
end of that period reflects whether the performance goal was met.
4.4.2.4.3
Multiple independent performance conditions established at the inception of the arrangement

The following example illustrates the determination of the grant date, service inception date, and
requisite service period for an award with multiple service periods resulting from separate performance
conditions. This example also illustrates the concept of the grant date preceding the service inception
date (discussed in Section 4.3.4).

718-10-55-93
Cases A, B, and C share the following assumptions:
a.
On January 1, 20X5, Entity T enters into an arrangement with its chief executive officer (CEO)
relating to 40,000 share options on its stock with an exercise price of $30 per option.
b.
The arrangement is structured such that 10,000 share options will vest or be forfeited in each of
the next 4 years (20X5 through 20X8) depending on whether annual performance targets
relating to Entity Ts revenues and net income are achieved.
718-10-55-94
All of the annual performance targets are set at the inception of the arrangement. Because a mutual
understanding of the key terms and conditions is reached on January 1, 20X5, each tranche would
have a grant date and, therefore, a measurement date, of January 1, 20X5. However, each tranche of
10,000 share options should be accounted for as a separate award with its own service inception date,
grant-date fair value, and 1-year requisite service period, because the arrangement specifies for each
tranche an independent performance condition for a stated period of service. The CEOs ability to
retain (vest in) the award pertaining to 20X5 is not dependent on service beyond 20X5, and the failure
to satisfy the performance condition in any one particular year has no effect on the outcome of any
preceding or subsequent period. This arrangement is similar to an arrangement that would have
provided a $10,000 cash bonus for each year for satisfaction of the same performance conditions.
The four separate service inception dates (one for each tranche) are at the beginning of each year.
In this example, the grant-date criteria are satisfied on 1 January 20X5, for all tranches because all of
the terms (including the exercise price) are established on that date. (As discussed in Section 4.4.2.4.4,
if the performance condition for a specific tranche was not established on the agreement date, the
agreement date would not be the grant date for that tranche). The performance condition for each
tranche is independent of the performance condition for the other tranches. That is, the CEO can vest in
the second tranche (on satisfying that performance condition) even if the performance condition relating
to the first tranche was not satisfied. As a result, each tranche is considered to have a separate service
inception date (i.e., the beginning of the year during which the performance condition is measured) and a
separate requisite service period (i.e., the one-year period from service inception date to the vesting date
for that tranche). However, the entire award would be measured at the grant-date fair value on 1
January 20X5.
As described in Section 4.4.2.2, the company must determine if it is probable that each separate
performance condition will be satisfied. However, that assessment need not be made until the service
inception date because no compensation cost will be recognized for a tranche prior to the service
inception date. Compensation cost should be recognized only for those vesting tranches that the
company expects to vest, based on satisfying the performance conditions, over the requisite service
period of the respective tranche.
4.4.2.4.4
Multiple performance conditions established subsequent to the inception of the arrangement

718-10-55-95
If the arrangement had instead provided that the annual performance targets would be established
during January of each year, the grant date (and, therefore, the measurement date) for each tranche
would be that date in January of each year (20X5 through 20X8) because a mutual understanding of
the key terms and conditions would not be reached until then. In that case, each tranche of 10,000
share options has its own service inception date, grant-date fair value, and 1-year requisite service
period. The fair value measurement of compensation cost for each tranche would be affected because
not all of the key terms and conditions of each award are known until the compensation committee
sets the performance targets and, therefore, the grant dates are those dates.
In this example, the grant date for each vesting tranche does not occur until the performance condition is
established. Until the performance condition is established (January of each year), the employee and the
employer do not have a mutual understanding of the key terms of the award. Each vesting tranche will
have a separate service inception date and requisite service period (similar to the example in the
preceding section). Additionally, each tranche will have a different grant date and measurement date
and, as a result, will have a different fair value.
4.4.2.4.5
Performance conditions dependent on satisfaction of previous performance conditions

718-10-55-96
If the arrangement in Case A instead stated that the vesting for awards in periods from 20X6 through
20X8 was dependent on satisfaction of the performance targets related to the preceding award, the
requisite service provided in exchange for each preceding award would not be independent of the
requisite service provided in exchange for each successive award. In contrast to the arrangement
described in Case A, failure to achieve the annual performance targets in 20X5 would result in
forfeiture of all awards. The requisite service provided in exchange for each successive award is
dependent on the requisite service provided for each preceding award. In that circumstance, all
awards have the same service inception date and the same grant date (January 1, 20X5); however,
each award has its own explicit service period (for example, the 20X5 grant has a one-year service
period, the 20X6 grant has a two-year service period, and so on) over which compensation cost would
be recognized. Because this award contains a performance condition, it is not subject to the attribution
guidance in paragraph 718-10-35-8.
Because each successive performance condition can only be satisfied if the previous performance condition
was satisfied, the service required for each condition cannot be separated from the service required to be
performed to satisfy the previous conditions. As a result, each vesting tranche has the same service
inception date. However, each vesting tranche has a different vesting date and, therefore, has a separate
requisite service period over which the related compensation cost must be recognized. As described in
Section 4.4.2.2, the company must determine if it is probable that each separate performance condition
will be satisfied. Compensation cost should only be recognized for those vesting tranches that the company
expects to vest based on probable satisfaction of the cumulative performance conditions.
4.4.2.5
Impact of performance conditions on cost attribution (accelerated attribution)

As discussed in Section 4.4.1.4, for an award subject to graded vesting based only on a service
condition, an entity may elect an accounting policy on adoption of ASC 718 to recognize compensation
cost for the award either over the requisite service period for each separately vesting tranche of the
award (i.e., as if the award is, in-substance, multiple awards), or over the requisite service period for the
entire award, regardless of how the fair value of the award is measured. This policy election must be
applied consistently for all awards subject to graded vesting.
However, ASC 718-20-55-26 expressly limits the choice of attribution method to awards with service
conditions. Therefore, compensation cost for awards that are subject to performance conditions must
be attributed separately for each vesting tranche of the award (with one exception, discussed in the
following paragraph). For example, the compensation cost for each vesting tranche in an award subject
to performance vesting must be recognized ratably from the service inception date to the vesting date
for each tranche. We believe compensation cost for any award with a performance condition must be
recognized on a tranche-by-tranche basis (see example in Section 4.4.2.4.3), including those awards
subject to vesting based on multiple conditions. Accordingly, straight-line attribution is not permitted for
awards with performance conditions even when the performance condition does not affect requisite
service period, as may be the case for an award subject to multiple conditions. For example, an award
may be subject to a performance vesting condition in which the performance period is the initial year
after the grant (e.g., a targeted amount of revenues must be achieved during the fiscal year). The award
may also require future service to vest in the award, with tranches of the award vesting each period
(e.g., each year for four years after the performance period, one-fourth of the total award vests).
Although the performance condition does not change the period the employee must provide service to
earn the award, the FASB staff has advised us that compensation cost for each tranche of the award
must be recognized as a separate award (i.e., the accelerated attribution method).
Certain awards may vest based on service conditions, but vesting accelerates upon a change in control or
IPO. Although a change in control or an IPO is considered a performance condition (see Section 4.4.2.2.1),
we do not believe such a condition would affect attribution for these types of awards until the event
becomes probable of occurrence (generally when that event occurs). By contrast, an award that vests
solely upon a change-in-control or an IPO would be treated as a performance based award from the date of
grant (although compensation cost would not be recognized until the change in control or IPO occurs).
4.4.3
Market conditions
As described in Section 3.4.4, the exercisability or other terms of a share-based payment may change
based on the achievement of a market condition. A market condition may specify achievement of a
specified stock price or a return on the stock price (e.g., price appreciation plus dividends). The market
condition may also require a comparison of the employers stock price or stock return to those of one or
more competitors or an index. Market conditions must be considered when determining the requisite
service period over which compensation cost will be recognized. However, as discussed in Section 3.4.4,
provided that the requisite service is rendered, compensation cost must be recognized even if a market
condition is not achieved, and the award is therefore not exercisable or retained by the employee.
4.4.3.1
Derived service period

Unlike service and performance conditions, the probability of satisfying a market condition must be
considered in the estimate of grant-date fair value. As discussed in more detail in Section 7.2.3, fair
value of many awards with market conditions cannot be reasonably estimated using a closed-form model
like the Black-Scholes Merton formula, but can be estimated using other models, such a lattice model or
Monte Carlo simulation. Used appropriately, these models generally can incorporate into the valuation
the possibility that the market condition may not be satisfied. The derived service period, which may be
the requisite service period for an award with a market condition, can be inferred from the use of a
lattice model. ASC 718 defines a derived service period as:

Glossary
718-10-20
Derived Service Period
A service period for an award with a market condition that is inferred from the application of certain
valuation techniques used to estimate fair value. For example, the derived service period for an award of
share options that the employee can exercise only if the share price increases by 25 percent at any time
during a 5-year period can be inferred from certain valuation techniques. In a lattice model, that derived
service period represents the duration of the median of the distribution of share price paths on which the
market condition is satisfied. That median is the middle share price path (the midpoint of the distribution
of paths) on which the market condition is satisfied. The duration is the period of time from the service
inception date to the expected date of satisfaction (as inferred from the valuation technique). If the
derived service period is three years, the estimated requisite service period is three years and all
compensation cost would be recognized over that period, unless the market condition was satisfied at an
earlier date. Compensation cost would not be recognized beyond three years even if after the grant date
the entity determines that it is not probable that the market condition will be satisfied within that period.
Further, an award of fully vested, deep out-of-the-money share options has a derived service period that
must be determined from the valuation techniques used to estimate fair value.
An award with a market condition generally has a derived service period because such awards typically
require the employee to be employed when the market condition is achieved to vest in or exercise the
award. That is, if the employee terminates before the market condition is achieved, the award is forfeited.
However, if the employee is not required to be employed at the time the market condition is achieved to
vest in or exercise the award, we believe that the market condition does not impact the requisite service
period of the award. For example, assume that an option has an explicit service period of three years, a
contractual term of 10 years, and does not become exercisable until the stock price achieves a level that is
twice the exercise price. Further, assume that if the employee terminates after three years the employee
retains the full contractual term of the award. In this case, even though the employer may expect six years
to pass before the market condition is achieved, because the employee need not be employed at that time
to exercise the option, we believe that there is no derived service period in this option. Accordingly, the
requisite service period is equal to the explicit service period of three years.
Conceptually, the derived service period is the estimated period of time that would be required to satisfy
the market condition, assuming the market condition will be satisfied. As discussed in Appendix E, a
lattice model is used to create a large number of stock-price paths over time. On some of those paths the
stock price will increase, and on some paths the stock price will decrease. Assume an option includes a
condition that the stock price must achieve 150% of the grant-date stock price to become exercisable.
To determine the derived service period, the lattice model would be analyzed to determine on which
paths the specified stock price is achieved (other paths would be ignored). Then, the path representing
the median in which 50% of the paths take longer to achieve the market condition, and 50% of the paths
take less time to achieve the market condition would be selected. The time period on that median path
from the service inception date (usually the grant date) to the first time the market condition is achieved
is the derived service period.
If a share based payment award has a derived service period and does not have any explicit or implicit
service periods, the derived service period is the requisite service period over which the compensation
cost will be recognized. As discussed further in Section 4.5.2, if there are no explicit or implicit service
periods, the requisite service period is not revised subsequently unless the market condition is satisfied
before the end of the derived service period.
4.4.3.2
Deeply out-of-the-money options

ASC 718 requires that all terms and conditions of an award should be evaluated when determining the
requisite service period, and requires that nonsubstantive conditions be ignored:

718-10-55-67
Paragraph 718-10-35-2 requires that compensation cost be recognized over the requisite service
period. The requisite service period for an award that has only a service condition is presumed to be
the vesting period, unless there is clear evidence to the contrary. The requisite service period shall be
estimated based on an analysis of the terms of the award and other relevant facts and circumstances,
including co-existing employment agreements and an entitys past practices; that estimate shall ignore
nonsubstantive vesting conditions. For example, the grant of a deep out-of-the-money share option
award without an explicit service condition will have a derived service period. Likewise, if an award
with an explicit service condition that was at-the-money when granted is subsequently modified to
accelerate vesting at a time when the award is deep out-of-the-money, that modification is not
substantive because the explicit service condition is replaced by a derived service condition. If a
market, performance, or service condition requires future service for vesting (or exercisability), an
entity cannot define a prior period as the requisite service period. The requisite service period for
awards with market, performance, or service conditions (or any combination thereof) shall be
consistent with assumptions used in estimating the grant-date fair value of those awards.
The award of deeply out-of-the-money stock options without an explicit service condition described in
ASC 718-10-55-67 includes a derived service period because the employee must provide service after
the grant date in order to benefit from the option; this conclusion assumes that the term of a vested
option truncates on termination of employment generally to 60 or 90 days which is a common
feature in option awards. Effectively, the award has a market condition because the stock price has to
rise to a specified level above the grant-date stock price before it becomes exercisable, and it will take
some period of time to achieve that stock price (see the discussion in Section 4.4.3.1.). Because of the
term truncation feature in most employee stock options, the employee is required to provide service
during that period. That period is the derived service period. Because the award in the FASBs example
had an explicit service period of zero and no other vesting conditions, the requisite service period equals
the derived service period.
ASC 718 provides no additional guidance on what is meant by the adjective deep out-of-the money.
Clearly, an option can be out of the money without being deeply out of the money. We believe that all the
facts and circumstances must be considered in determining if an out-of-the-money option has a derived
service period. Generally, the longer the required explicit or implicit service periods (if any), the less likely
a derived service condition would become the requisite service period. If an award has substantive
service or performance conditions, we generally believe the option must be further out-of-the money to
suggest that the award has a derived service period. We believe it would be most appropriate to estimate
a derived service period for all options that are out of the money at the grant date and if the derived
service period is significantly longer than the explicit or implicit service period, the requisite service
period should be based on that derived service period.
4.4.3.2.1
Modifications of deeply out-of-the-money options

If an award that was granted at the money and subsequently becomes deeply out-of-the-money is modified
to accelerate vesting, compensation cost must continue to be recognized over the requisite service period
of the original option when the modification to accelerate vesting is not substantive (immediate recognition
of compensation cost is not permitted). Similar to the grant of a deeply out-of-the-money option, an
employee must continue to provide service after the modification date in order to benefit from the
option, assuming that the term of the vested option truncates on termination of employment.
We believe that the determination of whether an accelerated option is deeply out-of-the-money will likely
depend on several factors, including, but not limited to, the expected volatility of the companys share
price, the exercise price of the modified option, the options remaining requisite service period and its
comparison to the derived service period, and the risk-free interest rate at the modification date. We do
not believe it is appropriate to simply establish arbitrary bright-lines (e.g., 20%) to determine whether an
option is deeply out of the money. In many cases it will be clear with little analysis that an out-of-themoney option is a deeply out-of-the-money option at the time of acceleration.
We believe that if the derived service period of the option represents a significant portion of or is longer
than the remainder of the original requisite service period, such a modification would be considered
nonsubstantive and would not be accounted for as a modification. Any unrecognized compensation cost
at the date of the modification should continue to be recognized over the options remaining requisite
service period as if the modification had never occurred.
The recognition of compensation cost for the modified option over the remaining requisite service period
of the original option is different than the requirement to recognize compensation cost over the derived
service period of a newly granted deeply out-of-the-money option, as discussed in Section 4.4.3.2 above.
This difference occurs because the modified option previously had an explicit service period, and a
nonsubstantive modification should not change the recognition of compensation cost over that explicit
service period. For a newly granted option, there is no explicit service period, so the derived service
period is the only indicator of the period of time an employee is required to provide service in exchange
for the option.
A detailed discussion of the accounting for modifications of share-based payments is provided in Chapter 8.
4.4.3.3
Recognizing compensation cost for an award with a market condition

Compensation cost for an award with a market condition will be recognized ratably for each vesting
tranche (i.e., using the accelerated attribution method if the award is subject to graded vesting) over the
requisite service period in a similar manner as an award with a service condition (see Section 4.4.1).
However, unlike awards with a service or performance condition, the compensation cost for an award
with a market condition will not be reversed solely because the market condition is not satisfied:

Initial Measurement
718-10-30-27
Performance or service conditions that affect vesting are not reflected in estimating the fair value of
an award at the grant date because those conditions are restrictions that stem from the forfeitability
of instruments to which employees have not yet earned the right. However, the effect of a market
condition is reflected in estimating the fair value of an award at the grant date (see paragraph 718-1030-14). For purposes of this Statement, a market condition is not considered to be a vesting condition,
and an award is not deemed to be forfeited solely because a market condition is not satisfied.
718-10-35-4
An entity shall reverse previously recognized compensation cost for an award with a market condition
only if the requisite service is not rendered.
Illustration 4-5
For example, assume an employee stock option becomes exercisable only if the entitys common stock
trades above $25 at any point in the next five years. Based on the results of the lattice model used to
value the award, the derived service period is estimated to be three years. Three years is the period
from the grant date to the date that the $25 stock price is achieved on the path in the lattice that
represents the median duration of all paths that achieved the $25 stock price. The three-year derived
service period is the requisite service period over which compensation cost will be recognized. If the
recipient of the award terminates prior to providing three years of service, any previously recognized
compensation cost would be reversed. However, if the individual remains employed for three years,
but the award does not become exercisable because the companys share price does not reach $25,
compensation cost would not be reversed.
4.4.3.4
Impact of market conditions on cost attribution (accelerated attribution)

As discussed in Section 4.4.1.4, the accounting policy under ASC 718 for awards subject to graded
vesting must be applied consistently for all awards subject to graded vesting.
However, ASC 718-20-55-26 expressly limits the choice of attribution method to awards with service
conditions. Therefore, compensation cost for awards that are subject to market conditions must be
attributed separately for each vesting tranche of the award. For example, the compensation cost for
each vesting tranche in an award subject to a market condition must be recognized ratably from the
service inception date to the vesting date for each tranche. We believe compensation cost for any award
with a market condition must be recognized on a tranche-by-tranche basis, including those awards
subject to vesting based on multiple conditions. Accordingly, straight-line attribution is not permitted for
awards with market conditions even when the market condition does not affect the requisite service
period, as may be the case for an award subject to multiple conditions. For example, an award may be
subject to a market vesting condition in which the market condition is measured over the initial year after
the grant (e.g., a targeted amount of stock price appreciation must be achieved during the fiscal year).
The award may also require future service to vest in the award, with tranches of the award vesting each
period (e.g., each year for four years after the market performance period, one-fourth of the total award
vests). Although the market condition does not change the period the employee must provide service to
earn the award, the FASB staff has advised us that compensation cost for each tranche of the award
must be recognized as a separate award (i.e., the accelerated attribution method).
4.4.4
Service, performance, and market conditions that affect factors other than
vesting or exercisability
The examples included in Section 4.4.2.4 illustrate the accounting for share-based payments that include
performance conditions that affect the quantity of instruments that will vest and the exercise price of
the instruments that vest. Those concepts apply similarly to awards that have service or performance
conditions that affect an awards exercise price, contractual term, quantity, conversion ratio, or other
factors that are considered in measuring an awards grant-date fair value.

Initial Measurement
718-10-30-15
Market, performance, and service conditions (or any combination thereof) may affect an awards
exercise price, contractual term, quantity, conversion ratio, or other factors that are considered in
measuring an awards grant-date fair value. A grant-date fair value shall be estimated for each possible
outcome of such a performance or service condition, and the final measure of compensation cost shall be
based on the amount estimated at the grant date for the condition or outcome that is actually satisfied.
Paragraphs 718-10-55-64 through 55-66 provide additional guidance on the effects of market,
performance, and service conditions that affect factors other than vesting or exercisability. Examples 2
(see paragraph 718-20-55-35); 3 (see paragraph 718-20-55-41); 4 (see paragraph 718-20-55-47); 5
(see paragraph 718-20-55-51); and 7 (see paragraph 718-20-55-68) provide illustrations of accounting
for awards with such conditions.
For an award subject to market conditions that affect terms other than vesting, all possible outcomes are
factored into the grant-date fair value of the award that is recognized over the requisite service period.
As discussed in Section 4.5.2, the requisite service period for an award that includes only market
conditions and, therefore, is based on the derived service period is not subsequently adjusted unless the
market condition is satisfied before the end of the derived service period and therefore the award
becomes exercisable or is retained by the employee without any other potential changes to the terms
from other market conditions.
4.4.5
Multiple conditions
718-10-55-62
Vesting or exercisability may be conditional on satisfying two or more types of conditions (for
example, vesting and exercisability occur upon satisfying both a market and a performance or service
condition). Vesting also may be conditional on satisfying one of two or more types of conditions (for
example, vesting and exercisability occur upon satisfying either a market condition or a performance
or service condition). Regardless of the nature and number of conditions that must be satisfied, the
existence of a market condition requires recognition of compensation cost if the requisite service is
rendered, even if the market condition is never satisfied.
718-10-55-63
Even if only one of two or more conditions must be satisfied and a market condition is present in the
terms of the award, then compensation cost is recognized if the requisite service is rendered,
regardless of whether the market, performance, or service condition is satisfied (see example 5
[paragraph 718-10-55-100] [Section 4.4.5.2] provide an example of such an award).
4.4.5.1
Determining the requisite service period for an award that has multiple conditions
If an award contains multiple service, performance, and market conditions, and all conditions must be
satisfied in order for the award to vest, the requisite service period will be the longest explicit, implicit,
or derived service period. Because the employee must achieve all the conditions to obtain the award,
the employee must continue to provide service until the last condition is achieved.
Conversely, if an award contains multiple service or performance conditions, and the award vests if any
one of the conditions is satisfied, the requisite service period will be the shortest explicit or implicit
service period. That is, because the employee must work only long enough to satisfy a single condition,
the requisite service period is the shortest service period. If it is not probable that a performance
condition will be achieved, that condition is ignored for purposes of estimating the requisite service
period (in any event, it would not be the shortest of the identified service periods).
The accounting for awards that vest or become exercisable based on achievement of either (a) a service
or performance condition or (b) a market condition, is not clearly addressed in ASC 718. The issues are
whether and how the market condition should be incorporated into the valuation of the award, given that
the award can vest based solely on the achievement of the service or performance condition, and what is
the appropriate service period(s) for the award.
Regarding recognition, the FASB indicates through the following example that the attribution period
should correspond to the shorter of the derived service period or the explicit/implicit service period
(consistent with the discussion in the preceding paragraph). However, the example does not address the
issue of how the market condition should impact the fair value of the award.
4.4.5.2
Example Share-based payment award with market and service conditions (TARSAP)
The award in the following example can be characterized as an award with an eight-year cliff vesting
schedule that is accelerated if the target stock price is achieved. These structures are often characterized
as TARSAPs (Time Accelerated Restricted Stock Award Plans, although the term may be used generically
to address any award with service vesting and a market or performance based trigger that could
accelerate vesting). The example appropriately describes such an award as an award with two conditions,
a service condition and a market condition, the latter of which results in a derived service period that
represents the requisite service period in this example.

718-10-55-102
On January 1, 20X5, Entity T grants an executive 200,000 share options on its stock with an exercise
price of $30 per option. The award specifies that vesting (or exercisability) will occur upon the earlier
of the following for Case A or both are met for Case B:
a.
The share price reaching and maintaining at least $70 per share for 30 consecutive trading days
b.
The completion of 8 years of service.
718-10-55-103
That award contains an explicit service period of eight years related to the service condition and a
derived service period related to the market condition.
Case A: When Only One Condition Must Be Met
718-10-55-104
An entity shall make its best estimate of the derived service period related to the market condition
(see paragraph 718-10-55-71). The derived service period may be estimated using any reasonable
methodology, including Monte Carlo simulation techniques. For this Case, the derived service period is
assumed to be six years. As described in paragraphs 718-10-55-72 through 55-73, if an awards
vesting (or exercisability) is conditional upon the achievement of either a market condition or
performance or service conditions, the requisite service period is generally the shortest of the explicit,
implicit, and derived service periods. In this Case, the requisite service period over which
compensation cost would be attributed is six years (shorter of eight and six years). (An entity may
grant a fully vested deep out-of-the-money share option that would lapse shortly after termination of
service, which is the equivalent of an award with both a market condition and a service condition. The
explicit service period associated with the explicit service condition is zero; however, because the
option is deep out-of-the-money at the grant date, there would be a derived service period.)
718-10-55-105
Continuing with this Case, if the market condition is actually satisfied in February 20X9 (based on
market prices for the prior 30 consecutive trading days), Entity T would immediately recognize any
unrecognized compensation cost because no further service is required to earn the award. If the
market condition is not satisfied as of that date but the executive renders the six years of requisite
service, compensation cost shall not be reversed under any circumstances.
Case B: When Both the Market and Service Condition Must Be Met
718-10-55-106
The initial estimate of the requisite service period for an award requiring satisfaction of both market
and performance or service conditions is generally the longest of the explicit, implicit, and derived
service periods (see paragraphs 718-10-55-72 through 55-73). For example, if the award described in
Case A required both the completion of 8 years of service and the share price reaching and
maintaining at least $70 per share for 30 consecutive trading days, compensation cost would be
recognized over the 8-year explicit service period. If the employee were to terminate service prior to
the eight-year requisite service period, compensation cost would be reversed even if the market
condition had been satisfied by that time.
As previously mentioned, the above example does not address how compensation cost would be
measured for this award. Specifically, the issue arises as to whether or how the impact of the market
condition should be reflected in estimating the fair value of the award. If the award included only a
market condition and no separate explicit service condition, the fair value of the award would incorporate
the likelihood that the market condition would never be achieved and the award would not become
exercisable (and would be less than the fair value of a $30 option with no market condition). However, in
this case, the award will become exercisable as long as the individual provides employee services for the
specified 8-year period. The fair value of that award would be greater than the award with the market
condition. However, because the award in question includes both conditions, there is a question as to
which value should be used and under what circumstance.
The Resource Group discussed this issue at its 26 May 2005 meeting. The consensus of the Resource
Group was that the fair value of the award can be appropriately measured using a lattice model. The fair
value of the award would not be discounted due to a market condition that may not be satisfied because
the employee would still retain the award (or the award would become exercisable) based on the
achievement of the explicit service condition. However, the timing of when the market condition is
expected to be satisfied (as determined by the lattice model) will affect the expected term of an
employee stock option (by potentially making the option exercisable earlier, which could reduce the
expected term), and in turn will be considered in measuring the grant-date fair value of the award
(because there is no term to nonvested stock, the market condition would have no impact on the value of
nonvested stock subject to vesting on achieving a market condition or a performance/service condition).
We have discussed the Resource Group conclusion described above, and its applicability to other
circumstances with multiple service, performance, or market conditions, with the FASB staff. The FASB
staff believes, and we agree, that the conclusion described above for an award that vests based on the
achievement of a market condition or a service condition is appropriate only if the service condition is
probable of achievement. If the service condition were not expected to be achieved, the fair value of the
award would essentially ignore the service condition and be accounted for as an award with only a
market condition (and a corresponding reduction in fair value associated with the possibility that the
market condition will not be achieved). Compensation cost associated with such an award would be
recognized over the derived service period. This approach is discussed further in the following section.
4.4.5.3
Example Award that vests based on the achievement of a performance condition or a

market condition
Some awards may vest if either a performance condition or a market condition is satisfied. That is, if
either condition is satisfied, the award vests or becomes exercisable.
Illustration 4-6
For example, assume a company grants 1,000 options that will become exercisable if during the
period from the grant date to the fourth anniversary of the grant date: (a) the compound annual
growth rate in earnings per share is at least 10% or (b) total annual shareholder return (stock price
appreciation plus dividends) exceeds 12%. The grantee must be employed on the fourth anniversary to
exercise the award. Assume that the fair value of the options without considering the effect of the
market condition is $5,000. The fair value of the options considering the possibility that the total
shareholder return target might not be met, which would be estimated using a lattice model or Monte
Carlo simulation, is $3,000. Both the implied and derived service periods are four years because both
the performance and market conditions, respectively, are measured at the end of four years.
Similar to the discussion in the preceding section, to appropriately measure compensation cost we
must first determine whether or not it is probable that the performance condition will be satisfied. The
options can be viewed as two separate awards: (1) an award that becomes exercisable only if the total
shareholder return target is achieved and (2) a more valuable award that vests whether or not the
market condition is achieved, provided that the performance condition is achieved. If the company
believes it is not probable that the performance condition will be achieved, it will recognize $3,000 in
compensation cost over the four-year derived service period. However, if the company believes that
the performance condition will be achieved, it will recognize $5,000 over the four-year implied service
period, regardless of whether the market condition is achieved. Of course, no compensation cost
would be recognized for employees who do not complete the four years of required service.
We believe this approach is similar to that described in ASC 718-20-55-42 through 55-46 for an award
under which the achievement of a performance condition results in a lower exercise price for an
option. Both the elimination of the market condition and the reduction in the exercise price increase
the fair value of the award. Accordingly, if achievement of a performance condition increases the fair
value of an award, the company would estimate the fair value of both awards (one assuming the
performance condition is achieved and another assuming the performance condition is not achieved)
and recognize the award with the highest fair value that is probable of vesting.
4.4.5.4
Example Options that become exercisable on a liquidity event resulting in a specified

return to shareholders
Illustration 4-7
In some cases nonpublic companies grant options or other awards to employees that become
exercisable (or vest) only if (a) a liquidity event occurs (often defined as an initial public offering,
change in control, or other transaction that allows the initial investors to monetize all or a portion of
their investment) while the grantee is employed and (b) the internal rate of return to shareholders
resulting from the liquidity event is at least a specified rate. These types of awards are most common
when a significant portion of the companys equity is held by financial investors.
The award described in the previous paragraph includes a performance condition (the occurrence of a
liquidity event while the grantee is employed by the entity) and a market condition (the internal rate of
return is based on the appreciation of the employers stock and dividends paid on that stock between
the grant date and the date of the liquidity event). Accordingly, the market condition is incorporated
into the valuation of the options, and that resulting fair value is only recognized if the liquidity event
(the performance condition) is probable of occurrence while the grantee is employed.
As discussed in Section 4.4.2.2, we believe that probable is generally interpreted as in excess of a

70% likelihood of occurrence. Historically, compensation cost related to performance options that only
vest on consummation of a business combination was recognized when the business combination was
consummated. Accordingly, recognition of compensation cost was deferred until consummation of the
transaction, even when it became likely that the business combination would be consummated. This
position is based on the principle established in the business combinations literature in ASC 805-2055-50 through 55-51. We believe a similar approach should be applied under ASC 718 and also should
be applied to other types of liquidity events, including initial public offerings.
It should be noted that because the internal rate of return condition is a market condition, the
probability of the internal rate of return being achieved (ignoring the likelihood of the liquidity event,
which is separately accounted for as a performance condition) affects the fair value of the award, but
does not determine whether or not that fair value is recognized. For example, if the liquidity event
occurs, but the internal rate of return condition is not met (and, therefore, the options do not become
exercisable), the grant-date fair value of the award still must be recognized as compensation cost.
That is, if the liquidity event occurs, the compensation cost must be recognized, and if it does not
occur, the compensation cost is not recognized, regardless of whether the specified internal rate of
return is achieved.
On the grant date the entity must determine the requisite service period over which to recognize the
compensation cost. In this example there is an implicit service period associated with the performance
condition and a derived service period associated with the market condition. Because both conditions
must be met for the award to become exercisable, generally the longer of these two periods is the
requisite service period (see Section 4.4.5.1). However, in this case the market condition can be
defined as the achievement of the specified internal rate of return, measured on the date of the
liquidity event. Accordingly, the estimated derived service period could never extend beyond the
expected date of the liquidity event. Because the expected date of the liquidity event determines the
implicit service period, we believe that the requisite service period will always equal the implicit service
period in this example. Further, based on the previously described analogy to ASC 805-20-55, the
compensation cost measured in the example would not be recognized until the liquidity event occurs.
4.5
Accounting for changes in the requisite service period

718-10-35-7
An entity shall adjust that initial best estimate in light of changes in facts and circumstances. Whether
and how the initial best estimate of the requisite service period is adjusted depends on both the nature
of the conditions identified in paragraph 718-10-30-26 and the manner in which they are combined,
for example, whether an award vests or becomes exercisable when either a market or a performance
condition is satisfied or whether both conditions must be satisfied. Paragraphs 718-10-55-69 through
55-79 provide guidance on adjusting the initial estimate of the requisite service period.
Compensation cost is recognized over the requisite service period initially estimated based on a thorough
review of all terms and conditions present in the award. Section 4.4 describes in detail how service,
performance and market conditions, or a combination of such conditions, affect the determination of the
requisite service period. This section discusses how and when those estimates are changed and the
accounting result of such changes.
4.5.1
Adjusting the requisite service period based on a service or performance

condition
718-10-55-77
As indicated in paragraph 718-10-55-75, the initial estimate of the requisite service period based on
an explicit or implicit service period shall be adjusted for changes in the expected and actual outcomes
of the related service or performance conditions that affect vesting of the award. Such adjustments
will occur as the entity revises its estimates of whether or when different conditions or combinations of
conditions are probable of being satisfied. Compensation cost ultimately recognized is equal to the
grant-date fair value of the award based on the actual outcome of the performance or service
conditions (see paragraph 718-10-30-15).
If the initial estimate of the requisite service period is based on a service or performance condition
(i.e., an explicit or implicit service period), the requisite service period must be adjusted if the estimate of
the expected outcome of the conditions changes:

718-10-55-78
How a change to the initial estimate of the requisite service period is accounted for depends on
whether that change would affect the grant-date fair value of the award (including the quantity of
instruments) that is to be recognized as compensation. For example, if the quantity of instruments for
which the requisite service is expected to be rendered changes because a vesting condition becomes
probable of satisfaction or if the grant-date fair value of an instrument changes because another
performance or service condition becomes probable of satisfaction (for example, a performance or
service condition that affects exercise price becomes probable of satisfaction), the cumulative effect on
current and prior periods of those changes in estimates shall be recognized in the period of the change.
In contrast, if compensation cost is already being attributed over an initially estimated requisite service
period and that initially estimated period changes solely because another market, performance, or
service condition becomes the basis for the requisite service period, any unrecognized compensation
cost at that date of change shall be recognized prospectively over the revised requisite service period, if
any (that is, no cumulative-effect adjustment is recognized).
As discussed in more detail in Sections 4.5.4 and 4.5.5, some changes in the estimate of the requisite
service period are recognized prospectively (the remaining unrecognized compensation cost is simply
recognized over the newly estimated requisite service period), while others are recognized by recording
a cumulative catch up adjustment (so that the cumulative recognized compensation cost is equal to what
would have been recognized had the new estimate been used since the service inception date). The
distinction between these two accounting approaches lies in whether the number or fair value of the
instruments expected to vest changes as a result of the change in estimate. If not, the change in estimate
is recognized prospectively similar to the change in the estimated useful life of a depreciable asset. If so,
the change in estimate is recognized as a cumulative effect adjustment.
4.5.2
Adjusting the requisite service period based on a market condition

The accounting for changes in the estimate of a derived service period differs significantly from changes in
estimated explicit or implicit service periods. If the requisite service period is based on a market condition
(i.e., a derived service period) and the award does not include a service or performance condition, the
requisite service period is not adjusted for changes in the estimate of the derived service period. However,
if the market condition is satisfied prior to the end of the requisite service period, any remaining
measured, but unrecognized compensation cost should be recognized (i.e., accelerated) at that time.
The logic behind this change in estimate model is based on the overall accounting model for awards with
market conditions. As previously discussed, compensation cost for an award with a market condition is
not reversed if the market condition is not satisfied, as long as the requisite service is provided. If the
estimate of the time required to meet a market condition increases, increasing the requisite service
period would not only result in a lower amount of compensation cost recognized in each period, but it
would also effectively cause compensation cost not to be recognized in full if the market condition is
never achieved and, therefore, the entity continues to increase the estimate of the requisite service
period. While the FASB considered providing for recognition of decreases in the estimated derived
service period, it ultimately concluded that it is inappropriate to adjust the requisite service period
because of changes in the entitys stock price. However, because the award becomes exercisable or
vested when the market condition is actually achieved, the FASB concluded that it would be
inappropriate to continue to defer compensation cost for that award into periods during which the
employee need not provide service to vest in the award; therefore, that remaining cost should be
recognized in full in the period the market condition is met.
4.5.3
Adjusting the requisite service period for awards with a market condition and
a performance or service condition
Because of the different accounting models for market conditions compared to service and performance
conditions, the determination of the impact of changes in the requisite service period becomes more
complicated when an award has a market condition and a service or performance condition:

718-10-55-77
If an award contains a market condition and a performance or a service condition and the initial
estimate of the requisite service period is based on the market conditions derived service period, then
the requisite service period shall not be revised unless either of the following criteria is met:
a.
The market condition is satisfied before the end of the derived service period
b.
Satisfying the market condition is no longer the basis for determining the requisite service period.
If an award has a market condition and a performance (or service) condition, and the award becomes
exercisable on the satisfaction of either condition, the requisite service period will be based on the
shorter of the derived service period or the implied (or explicit) service period. 10 If the entity initially
estimates that the market condition will be satisfied in four years and the performance condition will be
satisfied in five years, the requisite service period over which compensation cost will be recognized is
four years. At the end of year one, assume the entity determines that the performance condition will be
10
Determining the requisite service period for an award that has multiple service, performance, and market conditions is discussed
in Section 4.4.5.
satisfied during year three. The requisite service period would be adjusted, and the unrecognized
compensation cost would be recognized prospectively over the remaining two years of the revised
requisite service period (as discussed in the sections that follow, because neither the number nor the
grant-date fair value of the awards expected to vest has changed, the change in estimated requisite
service period is recognized prospectively). This accounting for the change is required because a
different service period has become the basis for the requisite service period. However, if at the end of
year one, the entity determined that the market condition would be satisfied in year three, the requisite
service period would not be adjusted. This is because, as described in ASC 718-10-55-77, and in Section
4.4.3.1, a requisite service period based on a derived service period is not changed unless (a) the market
condition is satisfied before the end of the derived service period, or (b) the market condition no longer
determines the requisite service period.
If an award has a market condition and a performance (or service) condition, and the award becomes
exercisable on the satisfaction of both conditions, the requisite service period will be based on the longer of
the derived service period or the implied (or explicit) service period. If the entity initially estimates that the
market condition will be satisfied in four years and the performance condition will be satisfied in five years,
the requisite service period over which compensation cost will be recognized is five years. At the end of
year one, the entity determines that the performance condition will be satisfied during year three. The
requisite service period is now four years, the longer of the originally estimated derived service period and
the new implied service period. The requisite service period would be adjusted, and the unrecognized
compensation cost would be recognized prospectively over the remaining three years of the revised requisite
service period because the aggregate compensation cost expected to be recognized has not changed.
4.5.4
Changes in the requisite service period that are recognized in the current period
If the change in requisite service period affects the estimate of the total compensation cost that will
ultimately be recognized due to a change in the grant-date fair value of the instruments or due to a
change in the number of instruments that are expected to vest, the effect of the change will be
recognized in the period in which the change occurs (i.e., as a cumulative catch-up adjustment).
Cumulative compensation cost recognized at the end of the period of the change in estimate is equal to
the amount that would have been recognized had the currently estimated outcomes been used since the
service inception date. The following are examples of changes in the requisite service period that would
be accounted for by a cumulative catch-up adjustment:
4.5.4.1
Condition becomes probable of being satisfied

If the entity changes its assessment of whether or not the award will vest (i.e., whether or not the relevant
service or performance condition will be satisfied), the effect of the change is recognized as a cumulative
catch-up adjustment. If the entity originally estimated that it was not probable that the performance
condition would be satisfied, compensation cost would not have been recognized. If the entity later
determines it is probable that the performance condition will be satisfied, the entity will recognize a
cumulative catch-up adjustment to reflect the portion of the requisite service that has been provided to
date, and will continue to recognize compensation cost over the remaining requisite service period.
4.5.4.2
A different condition becomes probable of being satisfied resulting in a different number of

instruments expected to vest
If an entity determines it is probable that a different service or performance condition will be satisfied
and satisfying that condition results in a different number of awards that will vest, the impact of the
change in estimate is recognized as a cumulative catch-up adjustment. Assume an award has a
performance condition whereby a different number of shares will vest depending on the outcome of the
condition. If the company records cumulative net income of $25 million over a three-year period, 500
options will vest, but if cumulative net income over that period is $40 million, 1,000 options will vest. The
grant-date fair value of the options was estimated to be $3. Assume the company originally estimates
that it will satisfy the lower threshold, and only 500 options will vest. Compensation cost recognized in
the first year would be $500 (500 options $3 1 year 3 years). During the second year, the entity
determines that it is probable that it will recognize cumulative net income of $40 million over the threeyear period. Because the estimate of total recognized compensation cost has changed, the effect of the
change must be recognized in the current year. In year two, the company will recognize compensation
cost of $1,500 [(1,000 options $3 2 years 3 years) $500 recognized in year one]. If the estimate
does not change again, the company will recognize $1,000 (1,000 options $3 3 years) of
compensation cost in year three.
4.5.4.3
A different condition becomes probable of being satisfied resulting in a different grantdate fair value
If an entity determines it is probable that a different service or performance condition will be satisfied
and as a result of satisfying that condition, the employees will vest in awards with a different grant-date
fair value (e.g., an award with a performance condition that affects the exercise price of the awards
depending on the outcome of the condition, as illustrated in Section 4.4.2.4.2), the impact of the change
in estimate is recognized as a cumulative catch-up adjustment in the period in which the change occurs.
The compensation cost recognized in the year of the change would be calculated as described in the
preceding paragraph.
4.5.5
Changes in the requisite service period that are recorded prospectively

The effect of a change in the requisite service period that does not change the estimate of the total
compensation cost (i.e., it doesnt affect the grant-date fair value or quantity of awards to be recognized)
must be recognized prospectively over the remaining requisite service period. Examples of such a
change are:
The entity determines it is probable that the performance condition will be satisfied earlier or later
than initially estimated.
The entity determines it is probable that a different performance condition will be satisfied and the
related explicit or implicit service period differs from the original requisite service period (and does
not change the estimate of the number of instruments expected to vest or the grant-date fair value
that must be recognized).
For example, assume the grant-date fair value of the award subject to a performance condition is
estimated to be $5,000. The entity estimates that the performance condition will be satisfied in five
years (a five year implicit service period) and recognizes $1,000 of compensation cost in year one.
During year two, the company determines that although it is still probable that the performance
condition will be satisfied, it estimates that it will take a total of six years to satisfy the condition. The
remaining $4,000 of measured compensation cost will be recognized prospectively over the remaining
five years of the revised requisite service period, or $800 per year.

718-10-55-79
To summarize, changes in actual or estimated outcomes that affect either the grant-date fair value of
the instrument awarded or the quantity of instruments for which the requisite service is expected to be
rendered (or both) are accounted for using a cumulative effect adjustment, and changes in estimated
requisite service periods for awards for which compensation cost is already being attributed are
accounted for prospectively only over the revised requisite service period, if any.
Accounting for liability instruments
5.1
Measurement objective and measurement date for liabilities


Initial Measurement
718-30-30-1
At the grant date, the measurement objective for liabilities incurred under share-based compensation
arrangements is the same as the measurement objective for equity instruments awarded to employees
as described in paragraph 718-10-30-6. However, the measurement date for liability instruments is
the date of settlement.
The measurement objective for liability awards is the same as for equity awards. For public companies,
both equity awards and liability awards must be measured at fair value (see Section 5.4); although, as
discussed below the measurement date for equity awards and liability awards differs. However, as
discussed in Section 5.5, nonpublic companies have the choice of measuring liability awards at fair value
(or calculated value if expected volatility is not reasonably estimable) or intrinsic value. For the sake of
simplicity, references to fair value should be read to encompass both fair value and calculated value.
Unlike most equity awards, liability awards must be remeasured at each reporting date until settlement.
This remeasurement process is discussed further in Section 5.4. Ultimately, the amount of compensation
cost recognized for a liability award will be equal to the amount for which the award is settled (e.g., the cash
paid to settle an award, or the value of the instruments transferred to the employee to settle the award).
5.2
Criteria for classifying awards as liabilities

Recognition
718-10-25-6
This paragraph through paragraph 718-10-25-19 provide guidance for determining whether certain
financial instruments awarded in share-based payment transactions are liabilities. In determining
whether an instrument not specifically discussed in those paragraphs shall be classified as a liability or
as equity, an entity shall apply generally accepted accounting principles (GAAP) applicable to financial
instruments issued in transactions not involving share-based payment.
As discussed further below, the share-based payment guidance requires liability classification for the
following instruments:
Instruments that are required to be cash-settled (e.g., cash-settled stock appreciation rights) or require
cash settlement on the occurrence of a contingent event that is considered probable (Section 5.2.1)
Instruments that can be settled in cash or stock at the option of the employee (e.g., tandem options)
at any time or on the occurrence of a contingent event that is considered probable (Section 5.2.1)
Certain instruments that would be classified as liabilities under ASC 480 (Section 5.2.2)
Instruments subject to share repurchase features in which the employee is not expected to be
subject to the normal risks and rewards of share ownership (Section 5.2.3)
Awards that include conditions other than service, performance, or market conditions, that affect
their fair value, exercisability, or vesting (Section 5.2.4)
Substantive liabilities (i.e., instruments that are equity in form but for which the employer either has
a past practice or current intention of cash-settling the instruments) (Section 5.2.5)
Awards for which the employer can choose cash or share settlement but cannot control delivery of
shares (Section 5.2.5.1)
Finally, in SAB Topic 14 the SEC staff indicated that awards classified as equity instruments under the
provisions of ASC 718 that may require the employer to redeem the award for cash must be classified
outside of permanent equity (see Section 5.2.3.5).
5.2.1
Options and similar instruments that allow for cash settlement
5.2.1.1
Accounting for contingently redeemable options and similar instruments

ASC 718-10-25-11 and 718-10-25-12 require companies to consider the probability of the occurrence
of a contingent event that is outside the employees control (e.g., change in control, or death or
disability) in determining the classification of an employee stock option or similar instrument under the
share-based payment literature if the award requires or permits cash settlement on the occurrence of
the contingent event.

Recognition
718-10-25-11
Options or similar instruments on shares shall be classified as liabilities if either of the following
conditions is met:
a.
The underlying shares are classified as liabilities.
b.
The entity can be required under any circumstances to settle the option or similar instrument by
transferring cash or other assets. A cash settlement feature that can be exercised only upon the
occurrence of a contingent event that is outside the employees control (such as an initial public
offering) would not meet this condition until it becomes probable that event will occur.
71810-25-12
For example, a Securities and Exchange Commission (SEC) registrant may grant an option to an
employee that, upon exercise, would be settled by issuing a mandatorily redeemable share. Because
the mandatorily redeemable share would be classified as a liability under Topic 480, the option also
would be classified as a liability.
71810-35-15
An option or similar instrument that is classified as equity, but subsequently becomes a liability because
the contingent cash settlement event is probable of occurring, shall be accounted for similar to a
modification from an equity to liability award. That is, on the date the contingent event becomes
probable of occurring (and therefore the award must be recognized as a liability), the entity recognizes
a share-based liability equal to the portion of the award attributed to past service (which reflects any
provision for acceleration of vesting) multiplied by the award's fair value on that date. To the extent the
liability equals or is less than the amount previously recognized in equity, the offsetting debit is a charge
to equity. To the extent that the liability exceeds the amount previously recognized in equity, the excess
is recognized as compensation cost. The total recognized compensation cost for an award with a
contingent cash settlement feature shall at least equal the fair value of the award at the grant date.
The guidance in this paragraph is applicable only for options or similar instruments issued as part of
employee compensation arrangements. That is, the guidance included in this paragraph is not applicable,
by analogy or otherwise, to instruments outside employee share-based payment arrangements.
ASC 718 requires companies to classify employee stock options and similar instruments with contingent
cash settlement features as equity awards provided: the contingent event that permits or requires cash
settlement (a) is not considered probable of occurring,11 and (b) is not within the control of the
employee, and the award includes no other features that would require liability classification. For
example, since a change in control generally is outside of the employees control, an award that permits
or requires cash settlement on a change in control generally would be classified as equity until the
change in control was probable of occurring (generally not until the change in control occurs 12),
assuming the award included no other features that warranted liability classification.
The requirement to consider the probability of the event that permits or requires redemption is
consistent with the assessment required for share repurchase features that are within the companys
control. The probability assessment must be performed each reporting period, and as a result, awards
could be classified as equity in one period, and as a liability in another (or vice versa). ASC 718-10-35-15
clarifies that the reclassification of an option or similar instrument because the assessment of the
probability of the occurrence of the contingent cash settlement event has changed is accounted for
similar to a modification of an award that requires reclassification of the share-based payment. That is,
for a reclassification from equity to liability, the reclassification is accounted for as a modification that
changes the classification from equity to liability (see Section 8.4.1), in which total compensation cost is
the greater of the original fair value of the equity award or the fair value of the liability award
(remeasured until settlement, or until the occurrence of the contingent event is no longer considered
probable). For a reclassification from liability to equity, the reclassification is accounted for as a
modification that changes the classification from a liability to equity (see Section 8.4.2), in which
compensation cost is equal to the fair value of the award on the modification date.
11
12
We believe that the probability of occurrence should be assessed similar to the assessment that would occur under the liability
classification guidance under prior stock compensation literature. While not specifically addressed in ASC 718, paragraph 85 of
Issue 00-23 stated that an employer should assess whether the contingent event is expected to occur (that is, whether
occurrence is probable) on an individual grantee-by-grantee basis. [Emphasis added.] Accordingly, while it may be probable that
some portion of a large employee group may pass away or become disabled, it would be infrequent that an employer would
identify specific employees for which it is probable that either of those events would occur.
As discussed in Section 4.4.5.4, historically, compensation cost related to performance options that only vest on consummation
of a business combination was recognized when the business combination was consummated. Recognition was deferred until
consummation of the transaction, even when it became likely that the business combination would be consummated. We believe
a similar approach should be applied under ASC 718 and also should be applied to other types of liquidity events, including initial
public offerings. Similarly, practice has developed such that when such an event would permit cash redemption of an award, the
reclassification to a liability does not occur until the event occurs.
ASC 718 specifies that its guidance is not applicable, by analogy or otherwise, to instruments outside
employee share-based payment arrangements. This clarification is significant as in SAB Topic 14 the
SEC staff stated that it would generally be appropriate for entities to apply the guidance in FASB
ASC Topic 718 by analogy to share-based payment transactions with non-employees unless other
authoritative accounting literature more clearly addresses the appropriate accounting, or the application
of the guidance in FASB ASC Topic 718 would be inconsistent with the terms of the instrument issued to
a non-employee in a share-based based payment arrangement. Accordingly, awards of options or
similar instruments to nonemployees that must be cash settled under any circumstances must be
classified as liabilities.
5.2.1.2
Temporary equity classification considerations

SEC registrants are required to consider the application of ASR 268 and its interpretations to sharebased payments. The application of ASR 268 and its interpretations, including the potential effect of
changes in redemption value on income available to common shareholders, is discussed in greater detail
in Section 5.2.3.5.
5.2.1.3
Options to acquire liability instruments

ASC 718 requires liability classification of awards for which the underlying instrument is a liability. For
example, an option on an SEC registrants mandatorily redeemable preferred stock or convertible debt
would be a liability under ASC 718.
5.2.2
Applying the classification criteria in ASC 480

Recognition
718-10-25-7
Topic 480 excludes from its scope instruments that are accounted for under this Topic. Nevertheless,
unless paragraphs 718-10-25-8 through 25-19 require otherwise, an entity shall apply the classification
criteria in Section 480-10-25 and paragraphs 480-10-15-3 through 15-4, as they are effective at the
reporting date, in determining whether to classify as a liability a freestanding financial instrument given
to an employee in a share-based payment transaction. Paragraphs 718-10-35-9 through 35-14 provide
criteria for determining when instruments subject to this Topic subsequently become subject to Topic
480 or to other applicable GAAP.
718-10-35-9
Paragraphs 718-10-35-10 through 35-14 are intended to apply to those instruments issued in sharebased payment transactions with employees accounted for under this Topic, and to instruments
exchanged in a business combination for share-based payment awards of the acquired business that
were originally granted to employees of the acquired business and are outstanding as of the date of
the business combination. Instruments issued, in whole or in part, as consideration for goods or
services other than employee service shall not be considered to have been issued in exchange for
employee service when applying the guidance in those paragraphs, irrespective of the employment
status of the recipient of the award on the grant date.
718-10-35-10
A freestanding financial instrument issued to an employee in exchange for past or future employee
services that is subject to initial recognition and measurement guidance within this Topic shall continue
to be subject to the recognition and measurement provisions of this Topic throughout the life of the
instrument, unless its terms are modified when the holder is no longer an employee. Only for purposes
of this paragraph, a modification does not include a change to the terms of an award if that change is
made solely to reflect an equity restructuring provided that both of the following conditions are met:
a.
There is no increase in fair value of the award (or the ratio of intrinsic value to the exercise price
of the award is preserved, that is, the holder is made whole) or the antidilution provision is not
added to the terms of the award in contemplation of an equity restructuring.
b.
All holders of the same class of equity instruments (for example, stock options) are treated in the
same manner.
718-10-35-11
Other modifications of that instrument that take place when the holder is no longer an employee shall
be subject to the modification guidance in paragraph 718-10-35-14. Following modification,
recognition and measurement of the instrument should be determined through reference to other
applicable generally accepted accounting principles (GAAP).
718-10-35-12
Once the classification of an instrument is determined, the recognition and measurement provisions of
this Topic shall be applied until the instrument ceases to be subject to the requirements discussed in
paragraph 718-10-35-10. Topic 480 or other applicable GAAP, such as Topic 815, applies to a
freestanding financial instrument that was issued under a share-based payment arrangement but that is
no longer subject to this Topic. This guidance is not intended to suggest that all freestanding financial
instruments shall be accounted for as liabilities pursuant to Topic 480, but rather that freestanding
financial instruments issued in share-based payment transactions may become subject to that Topic or
other applicable GAAP depending on their substantive characteristics and when certain criteria are met.
718-10-35-14
An entity may modify (including cancel and replace) or settle a fully vested, freestanding financial
instrument after it becomes subject to Topic 480 or other applicable GAAP. Such a modification or
settlement shall be accounted for under the provisions of this Topic unless it applies equally to all
financial instruments of the same class regardless of whether the holder is (or was) an employee (or
an employees beneficiary). Following the modification, the instrument continues to be accounted for
under that Topic or other applicable GAAP. A modification or settlement of a class of financial
instrument that is designed exclusively for and held only by current or former employees (or their
beneficiaries) may stem from the employment relationship depending on the terms of the modification
or settlement. Thus, such a modification or settlement may be subject to the requirements of this
Topic. See paragraph 718-10-35-10 for a discussion of changes to awards made solely to reflect an
equity restructuring.
The FASB decided to apply certain of the concepts in ASC 480 to share-based payments accounted for
under ASC 718. ASC 480 establishes standards for classifying and measuring as liabilities certain
financial instruments that embody obligations of the issuer and have characteristics of both liabilities and
equity. ASC 480 generally requires that the issuer classify as liabilities financial instruments that
represent, or are indexed to, an obligation to buy back the issuers shares (e.g., written put options and
forward purchase contracts), regardless of whether the instrument is settled on a net-cash or a grossphysical basis. In addition, ASC 480 requires liability classification for certain instruments which
represent obligations that can be settled in shares (e.g., net share-settled written put options, forward
purchase contracts, stock-settled debt). Our Financial reporting developments publication, Issuers
accounting for debt and equity financings, provides more information on the requirements of ASC 480.
While ASC 480 excludes share-based payments from its scope, ASC 718 provides that share-based
payments that would be classified as liabilities under ASC 480 (absent ASC 480s exemption for sharebased payments) must be classified as liabilities under ASC 718, unless ASC 718 specifically provides for
equity classification for an instrument. The instruments for which ASC 718 provides for equity
classification include options to purchase shares subject to certain repurchase features (Section 5.2.3)
and options that permit shares to be tendered (i.e., put) to the employer to satisfy the employees
minimum tax withholding obligation (Section 5.2.6.2). Absent specific guidance in ASC 718, these
instruments would be accounted for as liabilities under ASC 480.
Examples of instruments for which ASC 480 would require liability classification include:
Contracts for which the monetary value is predominantly fixed, sometimes characterized as stocksettled debt (e.g., an award in which the employee will receive a variable number of shares with a
fair value equal to a predominantly fixed dollar amount on the delivery date). Awards with
predominantly fixed monetary values will arise most frequently in connection with employee stock
purchase plans that provide a fixed discount from the share price on the purchase date (no look-back
features), which are discussed in Section 12.5, and bonus plans settled in shares, which are
discussed in Section 4.3.1.3;
A freestanding written put option in which the employer issues a freestanding right to the employee
to sell the employers shares back to the employer for a specified price. ASC 480 does not apply to
repurchase rights embedded in shares (see Section 5.2.3). We believe share repurchase features
usually would be viewed as embedded in shares because they typically are provided for in the sharebased payment agreement and the repurchase right is not legally detachable or separately
exercisable from the underlying shares;
A freestanding forward purchase contract in which the employer and employee agree that the
employee will sell the employers shares back to the employer for a specified price on a specified date
(see discussion of embedded repurchase features in the previous bullet);
Shares that are mandatorily redeemable. For example, preferred shares that must be redeemed for a
specified amount on a specified date are liabilities under ASC 480. Additionally, options on mandatorily
redeemable shares are liabilities under ASC 480. However, certain of the requirements of ASC 480
arent required for nonpublic entities.

Recognition
718-10-25-8
In determining the classification of an instrument, an entity shall take into account the classification
requirements that are effective for that specific entity at the reporting date as established by Topic
480. In addition, a call option written on an instrument that is not classified as a liability under those
classification requirements (for example, a call option on a mandatorily redeemable share for which
liability classification is not required for the specific entity under the requirements effective at the
reporting date) also shall be classified as equity so long as those equity classification requirements for
the entity continue to be met, unless liability classification is required under the provisions of
paragraphs 718-10-25-11 through 25-12.
ASC 718-10-25-8 merely clarifies that the deferral of the requirements of ASC 480 (as provided for in
ASC 480-10-65-1) for certain financial instruments also applies to share-based payments. For example,
common shares issued by a nonpublic company that are mandatorily redeemable at a formula value on
an employees termination (see example in Section 5.2.2.1), as well as any options on such shares,
generally would not be subject to the requirements of ASC 480. See our Financial reporting developments
publication, Issuers accounting for debt and equity financings, for more information on the specific issuers
and instruments that are subject to the deferral of certain requirements of ASC 480.
5.2.2.1
Example Application of classification guidance to book (formula) value stock

purchase plan
The following illustration from ASC 718 provides an example of a circumstance in which the deferral of
ASC 480 permits certain mandatorily redeemable shares to be classified as equity.

718-10-55-131
A nonpublic entity that is not a Securities and Exchange Commission (SEC) registrant has two classes
of stock. Class A is voting and held only by the members of the founding family, and Class B (book
value shares) is nonvoting and held only by employees. The purchase price of Class B shares is a
formula price based on book value. Class B shares require that the employee, six months after
retirement or separation from the entity, sell the shares back to the entity for cash at a price
determined by using the same formula used to establish the purchase price. Class B shares may not be
required to be accounted for as liabilities pursuant to Topic 480 because the entity is a nonpublic
entity that is not an SEC registrant. Nevertheless, Class B shares may be classified as liabilities if they
are granted as part of a share-based payment transaction and those shares contain certain repurchase
features meeting criteria in paragraph 718-10-25-9; this Example assumes that Class B shares do not
meet those criteria. Because book value shares of public entities generally are not indexed to their
stock prices, such shares would be classified as liabilities pursuant to this Topic.
718-10-55-132
Determining whether a transaction involving Class B shares is compensatory will depend on the terms
of the arrangement. For instance, if an employee acquires 100 shares of Class B stock in exchange for
cash equal to the formula price of those shares, the transaction is not compensatory because the
employee has acquired those shares on the same terms available to all other Class B shareholders and
at the current formula price based on the current book value. Subsequent changes in the formula price
of those shares held by the employee are not deemed compensation for services.
718-10-55-133
However, if an employee acquires 100 shares of Class B stock in exchange for cash equal to 50
percent of the formula price of those shares, the transaction is compensatory because the employee is
not paying the current formula price. Therefore, the value of the 50 percent discount should be
attributed over the requisite service period. However, subsequent changes in the formula price of
those shares held by the employee are not compensatory.
Note that the last sentence in the preceding paragraph indicating that changes in the formula price are
not compensatory is true only because the repurchase feature does not require liability accounting
based on the guidance in Section 5.2.3 below. If the shares were classified as liabilities, the liability
generally would be recognized at the formula price each period with changes in the formula price
recognized as compensation cost. Options on such shares generally would be recognized at fair value
(or calculated or intrinsic value for nonpublic companies) with an underlying share price equal to the
current formula value.
Based on our discussions with the FASB staff we understand that a key aspect of the above example is
that all purchasers and sellers of the Class B stock transact in the shares at the formula price. Essentially,
the formula price represents fair value for those shares. Accordingly, if the formula price only applied to
employees and other shareholders bought and sold shares at fair value that differed from the formula
price, the Class B shares would be liabilities based on the guidance in Section 5.2.3.
Another key aspect of the above example is that the formula price is intended to reward the employees
as shareholders, and liquidity is provided at a formula price because of the difficulty associated with
estimating the fair value of the employers stock. If there were frequent transactions in the employers
stock that established the fair value of the stock, we believe that a formula repurchase feature would
require liability accounting. We believe this would be the case even if the transactions were in a different
class of stock as long as the rights of the other class of stock were not substantively different from the
class held by the employees. Further, because equity classification is appropriate only if the arrangement
is intended to reward holders as shareholders, we believe that the formula price repurchase feature
should not serve as the basis for a purchase or distribution in the event of a liquidity event (i.e., change in
control or liquidation). In those circumstances, if the employees receive the formula price while other
shareholders receive the residual amount, that purchase or distribution would not appear consistent with
treating the employees as shareholders. Liability classification would be required if such a provision was
included in the terms of the shares or related agreements.
The above discussion assumes that the employee will bear the risks and rewards of being a shareholder
for a reasonable period of time (i.e., six months). If based on the above guidance the repurchase price
provides the employee with a return consistent with other shareholders, equity classification is
warranted only if the employee is expected to be subject to those risks and rewards for at least six
months after the shares are purchased or vest and the employee is not permitted to avoid those risks
and rewards (see Section 5.2.3). Accordingly, because the repurchase of shares generally is required on
termination (which is within the control of the employee), we believe that to qualify for equity
classification the repurchase of shares must not be permitted within six months of vesting or share
purchase, and the repurchase price must be determined at a date no earlier than six months after full
payment for, or vesting of, the shares.
5.2.3
Classification of awards that include share repurchase features

Compensation arrangements may include features that provide the employee the right to sell shares
back to the company (a put option), or provide the company a right to repurchase shares (a call option)
or a right of first refusal (the right to purchase the stock from the employee prior to the employees sale
of shares to a third party) related to stock previously awarded to the employees (such as stock acquired
by the employee through option exercise). These rights often are provided for shares and options of
nonpublic companies or nonpublic subsidiaries. Puts, calls, and rights of first refusal are collectively
referred to herein as share repurchase features and are used to satisfy an employees liquidity needs and
enable the employer to limit the dispersion of share ownership.
The FASB included the following guidance in ASC 718 on the accounting implications of share repurchase
features. The FASBs intent was to provide guidance that generally was consistent with practice under
Opinion 25 (as interpreted by Interpretation 44 and Issue 00-23) and Statement 123 (which analogized
to the guidance in Interpretation 44 and Issue 00-23).
ASC 718s guidance regarding the classification of shares subject to repurchase features is as follows:

Recognition
718-10-25-9
Topic 480 does not apply to outstanding shares embodying a conditional obligation to transfer assets,
for example, shares that give the employee the right to require the employer to repurchase them for
cash equal to their fair value (puttable shares). A put right may be granted to the employee in a
transaction that is related to a share-based compensation arrangement. If exercise of such a put right
would require the entity to repurchase shares issued under the share-based compensation
arrangement, the shares shall be accounted for as puttable shares. A puttable (or callable) share
awarded to an employee as compensation shall be classified as a liability if either of the following
conditions is met:
a.
The repurchase feature permits the employee to avoid bearing the risks and rewards normally
associated with equity share ownership for a reasonable period of time from the date the
requisite service is rendered and the share is issued. An employee begins to bear the risks and
rewards normally associated with equity share ownership when all the requisite service has been
rendered. A repurchase feature that can be exercised only upon the occurrence of a contingent
event that is outside the employees control (such as an initial public offering) would not meet this
condition until it becomes probable that the event will occur within the reasonable period of time.
b.
It is probable that the employer would prevent the employee from bearing those risks and
rewards for a reasonable period of time from the date the share is issued.
For this purpose, a period of six months or more is a reasonable period of time.
718-10-25-10
A puttable (or callable) share that does not meet either of those conditions shall be classified as equity
(see paragraph 718-10-55-85).
718-10-55-85
An entity may, for example, grant shares under a share-based compensation arrangement that the
employee can put (sell) to the employer (the entity) shortly after the vesting date for cash equal to the
fair value of the shares on the date of repurchase. That award of puttable shares would be classified as
a liability because the repurchase feature permits the employee to avoid bearing the risks and rewards
normally associated with equity share ownership for a reasonable period of time from the date the
share is issued (see paragraph 718-10-25-9(a)). Alternatively, an entity might grant its own shares
under a share-based compensation arrangement that may be put to the employer only after the
employee has held them for a reasonable period of time after vesting but at a fixed redemption
amount. Those puttable shares also would be classified as liabilities under the requirements of this
Topic because the repurchase price is based on a fixed amount rather than variations in the fair value
of the employers shares. The employee cannot bear the risks and rewards normally associated with
equity share ownership for a reasonable period of time because of that redemption feature. However,
if a share with a repurchase feature gives the employee the right to sell shares back to the entity for a
fixed amount over the fair value of the shares at the date of repurchase, paragraph 718-20-35-7
requires that the fixed amount over the fair value be recognized as additional compensation cost over
the requisite service period (with a corresponding liability being accrued).
Note that the above guidance relates specifically to grants of stock. As discussed below, if a stock option
can be put back to the company, the guidance in Section 5.2.1 applies. However, if only the shares
underlying the option may be put back to the company, those shares are subject to the guidance
described above.
5.2.3.1
Employee has the right to put shares

Paragraph ASC 718-10-25-9(a) deals with circumstances in which the employee has a put option on the
shares and focuses on two key conditions which, if both are met, require a share-based payment to be
classified as a liability. For embedded employee put options, liability classification is required if the award
permits the employee to avoid the risks and rewards described below. Liability classification is required
even if it is unlikely that the employee will exercise his or her put right. However, if the employee can put
the shares only on an event that is not probable of occurrence, the contingent put would not cause
liability accounting if the contingent event is outside of the employees control or if the employee has
been subject to the risk and reward of ownership for a reasonable period of time (i.e., six months or more
after option exercise or share vesting). Further, even if an award subject to employee put rights may be
classified as equity under ASC 718, public companies will be required to classify such awards as
temporary equity under ASR 268, as discussed in Section 5.2.3.5.
An award is classified as a liability if either of the following conditions is met:
1. The award permits the employee to avoid bearing the risks and rewards normally associated with
equity share ownership.
Fair value repurchase Generally, if a repurchase feature provides for a repurchase at fair value of
the shares on the date of purchase, an employee would bear the risks and rewards of ownership
(although as discussed in Condition 2., below, those risks and rewards must be held for a minimum
period to avoid liability classification).
Fixed price repurchase If a repurchase feature is for a fixed dollar amount, the employee generally
would not bear the risks and rewards of share ownership and liability classification would be required.
We generally believe that an award subject to a fixed price put option would be accounted for as an
award with a liability and equity component similar to a tandem award described in ASC 718-10-55120 through 55-130(see Section 7.4.6). However, as discussed in Section 5.2.3.4, a share
repurchase feature at a price equal to the original share purchase price that is exercisable only if the
employee is terminated within a specific period may in substance be a forfeiture provision and should
be accounted for as such (not as a repurchase feature).
Repurchase at fixed premium over fair value If a repurchase feature provides for a repurchase
price equal to the fair value of the shares on the repurchase date plus a fixed premium, the employee
would bear the risks and rewards of ownership (a change in the value of the shares results in a
corresponding change in the repurchase price). However, ASC 718-10-55-85 indicates that
paragraph 718-20-35-7 requires that the fixed amount over the fair value be recognized as
additional compensation cost over the requisite service period (with a corresponding liability being
accrued). We generally believe that the fixed premium classified as a liability applies to premiums
stated as a fixed monetary amount and not to premiums stated as a percentage in excess of fair
value. For example, if a repurchase feature provides for a repurchase price equal to the fair value of
the shares on the repurchase date plus $100, then the $100 is recorded as a liability over the
requisite service period (assuming Condition 2 described below has been met). If the premium was
expressed as a fixed or variable percentage over fair value (e.g., 10%), then the award is not
considered to contain a fixed premium over fair value because the amount received by the employee
will vary based solely on changes in the employers share price.
Formula repurchase price If a repurchase feature provides for a repurchase price based on
something other than the fair value of the employers shares (e.g., a formula based on book value or
EBITDA), the award generally will be accounted for as a liability. As discussed in ASC 718-10-55-131,
a public company would account for the award as a liability because book value [or other formula
value] shares of public entities generally are not indexed to their stock prices. Further, a nonpublic
entity also would account for the award as a liability unless substantially all shares of the same class
are purchased and sold by the employer based on the same formula (see the example and further
discussion in Section 5.2.2.1) and, as discussed in Condition 2 below, those risks and rewards must
be held for a minimum period.
2. The risks and rewards of share ownership are not retained for a reasonable period of time from the
date the requisite service is rendered and the share is issued.
The concept of a reasonable period of time is similar to the concept in Opinion 25 that repurchases of
shares shortly after issuance should be accounted for as compensation. While the FASB initially
decided not to provide additional guidance on what was meant by the term reasonable period of time,
it ultimately decided to define a reasonable period of time as a period of six months, consistent with
the guidance in Interpretation 44 and Issue 00-23. In its Basis for Conclusions for Statement 123(R),
the FASB stated, the interim guidance [regarding classification of instrument subject to share
repurchase features] is based largely on practice under Interpretation 44 and Issue 00-23 because the
Board believes that interim guidance, in general, should disrupt practice as little as possible. For that
reason, the interim guidance in paragraph 31 about what constitutes a reasonable period of time
continues the bright-line criterion of six months or more. The Boards reluctance to provide bright-lines
has already been discussed (paragraph B116), and this Statement does not provide bright-line criteria
in areas in which they do not already exist. However, the Board decided that in this situation in which a
bright-line criterion already exists in practice, explicitly providing that entities should continue to use
that criterion is preferable to effectively creating confusion on an issue that the Board is considering in
another project (paragraph B134 of Statement 123(R)).
The six-month clock begins on the date the requisite service is rendered and the share is issued.
As such, the clock begins when (a) a share is vested or (b) an option is exercised and not subject to
forfeiture through a repurchase feature that operates as a forfeiture provision (see Section 5.2.3.4).
This approach is similar to the requirements of Opinion 25 and its interpretations as well as practice
under Statement 123.
In some cases, the employee may have the ability to put shares back to the employer for fair value
within six months of option exercise or share vesting, but may choose not to do so. At the end of the
six-month period, the employee will have been subject to the risks and rewards of share ownership
for a reasonable period of time. If the award is still being accounted for under ASC 718, we believe
that the shares must be reclassified to equity (consistent with the previous guidance in Issue 00-23)
at fair value on the date of reclassification (however, public companies must classify the redemption
amount outside of permanent equity, as discussed in Section 5.2.3.5). Gains or losses previously
recognized while the instrument was classified as a liability are not reversed.
5.2.3.2
Employer has the right to call shares

ASC 718-10-25-9(b) deals with circumstances in which the employer has a call option on the shares, and
requires liability classification if it is probable that the employer would prevent the employee from
bearing those risks and rewards for a reasonable period of time from the date the share is issued. The
concepts of bearing the risks and rewards of share ownership and reasonable time are the same as
described for employee puts under Section 5.2.3.1. However, unlike employee put options where the
probability that the employee will put the shares is not factored into the classification analysis, paragraph
718-10-25-9(b) only requires liability classification if it is probable that the employer will exercise a call
right that precludes the employee from bearing the risks and rewards of ownership for at least six months.
As previously discussed, the FASBs goal was to largely allow existing practice with respect to share
repurchase features to continue until the FASB reconsiders classification issues comprehensively in its
liabilities and equity project. Accordingly, we believe that the guidance in Issue 00-23 regarding when a
call right is expected to be exercised provides useful guidance in determining when it is probable that
the employers call right will be exercised.
In Issue 23(a) of Issue 00-23, the EITF concluded that the assessment of whether an employers
repurchase of immature shares (i.e., shares held for less than six months) at fair value is expected should
be based on (1) the employers stated representation that it has the positive intent not to call immature
shares and (2) all other relevant facts and circumstances.
The EITF indicated that the following factors should be considered in assessing whether the existence of
a call feature results in an expectation that immature shares will be repurchased (this list is not all
inclusive; all relevant facts and circumstances should be considered):
The frequency with which the employer has called immature shares in the past.
The circumstances under which the employer has called immature shares in the past.
The existence of any legal, regulatory, or contractual limitations on the employers ability to
repurchase shares.
Whether the employer is a closely held, private company (e.g., a company may have a policy that
shares cannot be widely held, thus resulting in an expectation that immature shares will be
repurchased).
If it is probable that the employer will repurchase immature shares (using the guidance above), the sharebased payment should be accounted for as a liability.
An active call feature requires the employer to assess whether the repurchase of immature shares is
expected each reporting period on an individual employee-by-employee basis. Initially, a stock option or
share award may have been accounted for as an equity award, but, subsequently, based on a change in
circumstances, an expectation exists that the employer will repurchase immature shares. Accordingly,
the equity award becomes a liability on the date that expectation changes. We believe the reclassification
should be accounted for in a manner similar to a modification that changes the classification of an award
from equity to liability, as discussed in Sections 5.2.1.1 and 8.4.1.
If an employers repurchase of shares occurs at a price that is not fair value, then a different analysis is
required. In Issue 23(d) of Issue 00-23, the EITF concluded that an employer call feature that results, or
could potentially result, in a repurchase amount that is less than the fair value of the underlying shares
will always result in an expectation that the repurchase feature will be exercised. Accordingly, we believe
that if the award permits the employer to repurchase the awards at an amount that is less than the fair
value of the underlying shares, then the share-based payment should be accounted for as a liability.
Issue 23(d) of Issue 00-23 also stated that if the call feature is at an amount that is greater than the
fair value of the underlying shares, then the determination of whether the call right is expected to be
exercised should be assessed in a manner similar to call rights at fair value discussed in Issue 23(a)
(using the guidance above). If it is probable that the employer will repurchase immature shares (using the
guidance above), the share-based payment should be accounted for as a liability. If it is not probable that
the employer will repurchase immature shares (using the guidance above), then the employee would
bear the risks and rewards of ownership (a change in the value of the shares results in a corresponding
change in the repurchase price). If the repurchase amount includes a fixed premium over fair value, then
the fixed amount over the fair value should be recognized as additional compensation cost over the
requisite service period (with a corresponding liability being accrued), as discussed in 5.2.3.1 above.
5.2.3.3
Call feature is contingent

In some instances, an employer may grant a share-based payment with a repurchase feature that
becomes exercisable only on the occurrence of specified future events (e.g., employee separation, death,
or disability). If none of the events occur, the repurchase right never becomes exercisable.
ASC 718-10-25-9(a) states that a repurchase feature that can be exercised only on the occurrence of a
contingent event that is outside the employees control (such as an initial public offering) would not meet
this condition [this condition deals with the employee being able to avoid the risks and rewards of stock
ownership] until it becomes probable that the event will occur within the reasonable period of time.
Additionally, ASC 718-10-25-9(b) explicitly includes the probability that an employer call will be
exercised in the assessment of whether a repurchase feature causes an award to be classified as a
liability. Accordingly, a repurchase right that is contingent on a future event that is not probable of
occurrence (either within six months of share vesting and issuance for fair value repurchase features or
indefinitely for formula repurchase features) will not cause an award to be classified as a liability.
Again, we look to the guidance in Issue 00-23 to assist in determining when it is probable that a put or
call will become exercisable. First, an assessment should be made as to whether the party that can
exercise the repurchase feature also controls the events or actions that would cause the repurchase
feature to become exercisable. For example, if a call feature is contingent on termination of the
employee without cause, the event generally is within the employers control. On the other hand, if the
call feature is contingent on termination of the employee for cause, the event generally is outside the
employers control.
If the contingent event that would trigger exercise of a call feature is within the control of the party that
can exercise the call feature, it should be evaluated as if it were not contingent (see Section 5.2.3.2).
However, when evaluating the call feature as if it were not contingent, pursuant to ASC 718-10-25-9(b),
the probability of the employer taking the actions necessary to cause the call feature to become
exercisable should be considered. For example, employer call features often exist that are exercisable only
upon termination of employment. Although the employee can voluntarily terminate (and therefore control
the contingent event), in the case of an employer call feature, it is appropriate to consider the probability
of the employer exercising the call during the period the shares are immature. Similarly, if the contingent
events are outside the control of the party that can exercise the call feature, the employer should assess
whether the occurrence of the contingent event is probable. If the occurrence of the contingent event is
not probable, liability accounting is not required. However, if the occurrence of the contingent event
during the period the shares are immature is probable, the call feature should be evaluated as if it were
not contingent. The evaluation of contingent events should be made on an individual employee-byemployee basis and reassessed each reporting period throughout the contingency period.
5.2.3.4
Repurchase feature equivalent to a forfeiture provision

As previously discussed, we believe that the scope of the guidance in ASC 718 on repurchase features
excludes those repurchase features that essentially are forfeiture provisions in the form of an option
that permits a company to reacquire shares for an amount equal to an options original exercise price (or
the lower of the original exercise price or fair value, in certain circumstances) if the grantee terminates
employment within a specified period of time. For example, an employee may purchase a share of stock
for $20 (fair value) at the grant date for a combination of cash and recourse notes. The employer will
repurchase the share for $20 if the employee ceases to be employed within three years of the grant
date. The purpose of the repurchase feature is to permit the employees holding period for tax purposes
to begin at the grant date rather than at some later date. The repurchase feature in this instance
functions as a forfeiture (vesting) provision and, therefore, is excluded from the scope of the guidance
in Section 5.2.3. Forfeiture provisions are discussed further in Section 3.8.
5.2.3.5
Application of ASR 268 (temporary equity) by SEC registrants

A repurchase or cash settlement feature may not result in liability classification of an award after
consideration of the guidance discussed above and in Section 5.2.1, but SEC registrants must still
consider the requirements of ASR 268 (included in the codification for reference at ASC 480-10-S99-1),
SAB Topic 3-C, Redeemable Preferred Stock and the SEC staff announcement in EITF Topic No. D-98,
Classification and Measurement of Redeemable Securities (included in the codification for reference at
ASC 480-10-S99-3A) (collectively, the SECs guidance on redeemable securities). For example:
An employee stock option may provide the employee with the right to require the employer to
repurchase the shares acquired on exercise of the option for fair value beginning six months after
option exercise.
An employee stock option may provide for cash settlement on an event (e.g., death, disability, or a
change in control) that is not probable of occurrence.
An award of nonvested stock may provide the employee the right to require the employer to
repurchase the shares either; (a) six months after the shares vest or (b) on an event (e.g., death,
disability, or a change in control) that is not probable of occurrence.
In the above examples, the share-based payments qualify for equity classification provided that other
features do not warrant liability classification.
The SEC staff indicated in SAB Topic 14 that the SECs guidance on redeemable securities applies to
share-based payments subject to repurchase features on the initial grant of the equity instruments:
Excerpt from SAB Topic 14.E
Facts: Under a share-based payment arrangement, Company F grants to an employee shares (or share
options) that all vest at the end of four years (cliff vest). The shares (or shares underlying the share
options) are redeemable for cash at fair value at the holders option, but only after six months from the
date of share issuance (as defined in FASB ASC Topic 718). Company F has determined that the
shares (or share options) would be classified as equity instruments under the guidance of FASB
ASC Topic 718. However, under ASR 268 and related guidance, the instruments would be considered
to be redeemable for cash or other assets upon the occurrence of events (e.g., redemption at the
option of the holder) that are outside the control of the issuer.
Question 1: While the instruments are subject to FASB ASC Topic 718,83 is ASR 268 and related
guidance applicable to instruments issued under share-based payment arrangements that are
classified as equity instruments under FASB ASC Topic 718?
Interpretive response: Yes. The staff believes that registrants must evaluate whether the terms of
instruments granted in conjunction with share-based payment arrangements with employees that are
not classified as liabilities under FASB ASC Topic 718 result in the need to present certain amounts
outside of permanent equity (also referred to as being presented in temporary equity) in accordance
with ASR 268 and related guidance.84
When an instrument ceases to be subject to FASB ASC Topic 718 and becomes subject to the
recognition and measurement requirements of other applicable GAAP, the staff believes that the
company should reassess the classification of the instrument as a liability or equity at that time and
consequently may need to reconsider the applicability of ASR 268.
Question 2: How should Company F apply ASR 268 and related guidance to the shares (or share
options) granted under the share-based payment arrangements with employees that may be unvested
at the date of grant?
Interpretive response: Under FASB ASC Topic 718, when compensation cost is recognized for
instruments classified as equity instruments, additional paid-incapital85 is increased. If the award is not
fully vested at the grant date, compensation cost is recognized and additional paid-in-capital is
increased over time as services are rendered over the requisite service period. A similar pattern of
recognition should be used to reflect the amount presented as temporary equity for share-based
payment awards that have redemption features that are outside the issuers control but are classified
as equity instruments under FASB ASC Topic 718. The staff believes Company F should present as
temporary equity at each balance sheet date an amount that is based on the redemption amount of
the instrument, but takes into account the proportion of consideration received in the form of
employee services. Thus, for example, if a nonvested share that qualifies for equity classification
under FASB ASC Topic 718 is redeemable at fair value more than six months after vesting, and that
nonvested share is 75% vested at the balance sheet date, an amount equal to 75% of the fair value of
the share should be presented as temporary equity at that date. Similarly, if an option on a share of
redeemable stock that qualifies for equity classification under FASB ASC Topic 718 is 75% vested at
the balance sheet date, an amount equal to 75% of the intrinsic86 value of the option should be
presented as temporary equity at that date.
________________________
83
FASB ASC Topic 718, paragraph A231, states that an instrument ceases to be subject to FASB ASC Topic 718 when the
rights conveyed by the instrument to the holder are no longer dependent on the holder being an employee of the entity (that
is, no longer dependent on providing service).
84
Instruments granted in conjunction with share-based payment arrangements with employees that do not by their terms
require redemption for cash or other assets (at a fixed or determinable price on a fixed or determinable date, at the option of
the holder, or upon the occurrence of an event that is not solely within the control of the issuer) would not be assumed by the
staff to require net cash settlement for purposes of applying ASR 268 in circumstances in which FASB ASC Section 815-4025, Derivatives and Hedging Contracts in Entitys Own Equity Recognition, would otherwise require the assumption of net
cash settlement. See FASB ASC paragraph 815-40-25-11, which states, in part: the events or actions necessary to deliver
registered shares are not controlled by an entity and, therefore, except under the circumstances described in FASB
ASC paragraph 815-40-25-16, if the contract permits the entity to net share or physically settle the contract only by
delivering registered shares, it is assumed that the entity will be required to net cash settle the contract. See also FASB
ASC subparagraph 718-10-25-15(a).
85
Depending on the fact pattern, this may be recorded as common stock and additional paid in capital.
86
The potential redemption amount of the share option in this illustration is its intrinsic value because the holder would pay the
exercise price upon exercise of the option and then, upon redemption of the underlying shares, the company would pay the
holder the fair value of those shares. Thus, the net cash outflow from the arrangement would be equal to the intrinsic value of
the share option. In situations where there would be no cash inflows from the share option holder, the cash required to be paid
to redeem the underlying shares upon the exercise of the put option would be the redemption value.
The SEC staffs response to question 2 above is important in two respects. First, it clarifies that although
an award is subject to vesting (and, in most cases, the employer could terminate the employee prior to
vesting and not incur a redemption obligation), the SECs guidance on redeemable securities still applies
to the award. Second, it clarifies that the amount recognized in temporary equity is based on the
redemption value of the vested portion of the award, less the exercise price of the vested portion.
The SECs guidance on redeemable securities require an SEC registrants share-based payments that are
not classified as liabilities but that could require the employer to redeem the equity instruments for cash
or other assets, to classify the initial redemption amount outside of permanent equity (between liabilities
and equity, generally characterized as temporary or mezzanine equity) and, in some cases,
subsequently adjust that carrying amount to a recalculated redemption amount each reporting period.
While SEC Staff Accounting Bulletins do not apply to nonpublic companies, we believe that this guidance
represents a preferable accounting alternative and should be considered by nonpublic companies.
The initial or subsequent measurement and recognition of the amount that must be classified as
temporary equity under SECs guidance on redeemable securities differs depending on whether:
The award is vested or nonvested,
The award consists of redeemable stock options or redeemable shares, and
Redemption is contingent on an event that is not probable of occurrence.
Further, the effect of changes in the amount classified in temporary equity differs depending on whether
or not the redemption amount is at the fair value of the shares (or intrinsic value of an option).
5.2.3.5.1
Vested versus nonvested awards

As discussed in SAB Topic 14, the redemption amount that must be classified in redeemable equity is
based on the relative proportion of the award that is vested at any given time. Accordingly, the initial
redemption amount for a nonvested share would be zero, but then the redemption amount would be
recognized in proportion to the amount of service provided. When the award is vested, the full
redemption amount would be classified in temporary equity.
5.2.3.5.2
Redeemable stock options or redeemable shares

The requirement in ASC 480-10-S99-3A(12) that the initial carrying amount of redeemable preferred
stock should be its fair value at date of issue has led to some confusion in practice because it is not clear
whether this requirement was intended to apply to employee stock options that are redeemable at
intrinsic value, rather than fair value. For example, assume an employee stock option is granted at-themoney and is subject to redemption at intrinsic value only on an event that is not probable of occurrence
(e.g., a change in control of the employer). Initially, the redemption amount of the option is zero
(because it is granted at the money). Accordingly, presenting the fair value of the instrument in
temporary equity appears inconsistent with the intent of the SECs guidance on redeemable securities to
highlight the redemption obligation that is measured at intrinsic value. Similar issues arise in connection
with the grant of an employee stock option that permits the employee to put the underlying shares to the
employer at a price equal to the fair value of the shares six months after option exercise.
In the examples described above, consistent with the requirements of footnote 86 of SAB Topic 14 13 and
ASC 480-10-S99-3A, the redemption amount that would be classified in temporary equity is based on
the intrinsic value of the option. However, if an option or share is redeemable at fair value, we believe
that the amount classified in temporary equity would be measured based on the fair value of the option
or share, not the intrinsic value of the option.
13
Footnote 86 of SAB Topic 14 states The potential redemption amount of the share option in this illustration is its intrinsic value
because the holder would pay the exercise price upon exercise of the option and then, upon redemption of the underlying shares,
the company would pay the holder the fair value of those shares. Thus, the net cash outflow from the arrangement would be
equal to the intrinsic value of the share option. In situations where there would be no cash inflows from the share option holder,
the cash required to be paid to redeem the underlying shares upon the exercise of the put option would be the redemption value.
In summary, the amount that should be classified in temporary equity is as follows:
Type of instrument
Option redeemable at intrinsic value
Option redeemable at fair value
Option for which underlying share is redeemable at
fair value
Share redeemable at fair value
Amount classified in temporary

equity calculated based on
the vested percentage of
Intrinsic value
Fair value
Intrinsic value of option or, after exercise, fair value
of share
Fair value
Note that for options redeemable at intrinsic value, the amount recognized in temporary equity (intrinsic
value) will differ from the amount recognized in equity as compensation cost is recognized because that
latter amount will be based on the fair value of the option on the grant date.
5.2.3.5.3
Contingent redemption
In some cases, the employees ability to require the employer to redeem an equity instrument is
contingent on an event outside the control of the employee. For example, an award may provide the
employee (or the employees estate) the ability to require redemption of an equity instrument only on the
employees death or disability or on a change in control. In those circumstances, the SECs guidance on
redeemable securities requires an assessment of whether the contingent event is probable of
occurrence. If the event that permits redemption is not probable of occurrence, 14 ASC 480-10-S993A(15) states that subsequent adjustment of the amount presented in temporary equity is unnecessary
if it is not probable that the instrument will become redeemable.
Based on the guidance in ASC 480-10-S99-3A, a share-based payment that is redeemable only on a
contingency outside the employees control would not be adjusted from its initial redemption value until
the contingent event is probable. Therefore, for options that are granted at-the-money and are
contingently redeemable at intrinsic value, the initial redemption amount is zero and no adjustment to
that amount is required until the contingent event becomes probable. When the contingent event
becomes probable:
For an option or an immature share 15, liability classification would be required (see further discussion
in Section 5.2.1). As discussed in ASC 718, any excess of the fair value of the liability at
reclassification over the amount recognized in equity for the award would be recognized as
compensation cost. Compensation cost for an award that was reclassified from equity to a liability
cannot be less than the grant-date fair value of the equity award. Accordingly, if the fair value of the
liability is less than the grant-date fair value of the equity award, that deficiency does not affect the
amount of compensation cost recognized.
If the employees put option is on a mature share (or a share that is expected to be mature when the
put becomes exercisable), the adjustment to the redemption amount is recognized as discussed in
Section 5.2.3.5.4.
14
We believe that the probability of occurrence should be assessed similar to the assessment that would occur under the liability
classification guidance in the stock compensation literature. While not specifically addressed in ASC 718, paragraph 85 of Issue
00-23 indicated that an employer should assess whether the contingent event is expected to occur (that is, whether occurrence
is probable) on an individual grantee-by-grantee basis. [Emphasis added.] Accordingly, while it may be probable that some
portion of a large employee group may pass away or become disabled, it would be infrequent that an employer would identify
specific employees for which it is probable that either of those events would occur.
We use the term immature share to refer to circumstances in which the employee has not been subject to the risks and rewards
of share ownership for at least six months.
15
5.2.3.5.4
Accounting for changes in amounts classified as temporary equity

SAB Topic 14 does not explicitly address from which balance sheet accounts the redemption value of a
share-based payment should be reclassified. For redeemable preferred stocks, ASC 480-10-S99-3A
provides that the change in redemption amount should be recognized in retained earnings and should
result in an adjustment to earnings available to common shareholders. That is, the change in redemption
value increases or decreases earnings available to common shareholders and, as a result, earnings per
share. However, the SEC staff believes that while adjustments to the redemption amount must be
recognized in retained earnings (similar to a dividend) or, in the absence of retained earnings, by charges
against additional paid-in capital, the impact of that adjustment on the calculation of earnings per share
differs depending on how the redemption amount is calculated. If a share is redeemable at fair value, or
in the case of an option, redeemable at intrinsic value, ASC 480-10-S99-3A(21) states:

Distinguishing Liabilities from Equity Overall
SEC Materials
480-10-S99-3A(21)
However, increases or decreases in the carrying amount of a redeemable common stock should not
affect income available to common stockholders. Rather, the SEC staff believes that to the extent that
a common shareholder has a contractual right to receive at share redemption (in other than a
liquidation event that meets the exception in paragraph 3(f)) an amount that is other than the fair
value of the issuer's common shares, then that common shareholder has, in substance, received a
distribution different from other common shareholders. Under Paragraph 260-10-45-59A, entities
with capital structures that include a class of common stock with different dividend rates from those of
another class of common stock but without prior or senior rights, should apply the two-class method of
calculating earnings per share. Therefore, when a class of common stock is redeemable at other than
fair value, increases or decreases in the carrying amount of the redeemable instrument should be
reflected in earnings per share using the two-class method. FN17 For common stock redeemable at
fair value FN18, the SEC staff would not expect the use of the two-class method, as a redemption at
fair value does not amount to a distribution different from other common shareholders. FN19
FN 17 The two-class method of computing earnings per share is addressed in Section 260-10-45. The
SEC staff believes that there are two acceptable approaches for allocating earnings under the twoclass method when a common stock instrument is redeemable at other than fair value. The registrant
may elect to: (a) treat the entire periodic adjustment to the instrument's carrying amount (from the
application of paragraphs 1416) as being akin to a dividend or (b) treat only the portion of the
periodic adjustment to the instrument's carrying amount (from the application of paragraphs 1416)
that reflects a redemption in excess of fair value as being akin to a dividend. Under either approach,
decreases in the instrument's carrying amount should be reflected in the application of the two-class
method only to the extent they represent recoveries of amounts previously reflected in the application
of the two-class method.
FN 18 Common stock that is redeemable based on a specified formula is considered to be redeemable
at fair value if the formula is designed to equal or reasonably approximate fair value. The SEC staff
believes that a formula based solely on a fixed multiple of earnings (or other similar measure) is not
considered to be designed to equal or reasonably approximate fair value.
FN 19 Similarly, the two-class method is not required when share-based payment awards granted to
employees are redeemable at fair value (provided those awards are in the form of common shares or
options on common shares). However, those share-based payment awards may still be subject to the
two-class method pursuant to Section 260-10-45.
Accordingly, for shares redeemable at fair value, or in the case of options redeemable at intrinsic value,
changes in the redemption amount would not affect the calculation of earnings per share. However, if the
redemption amount of the shares is for other than fair value, the change in redemption amount is treated
as a distribution to the holders of the redeemable shares and results in an adjustment to the amount of
undistributed earnings available for allocation to both the holders of redeemable common stock and
nonredeemable common stock. Essentially, the change in redemption amount is treated as a dividend
and an adjustment to earnings available to common shareholders.
For options redeemable at fair value, we believe that because the option holder is receiving a redemption
amount that is higher than the fair value of the underlying shares (assuming exercise and immediate
redemption of the shares), changes in the redemption amount (measured at the fair value of the options)
would be recognized as an adjustment to earnings available to common shareholders.
The earnings per share impact of the various instruments and redemption features described above is
summarized as follows:
Type of instrument / redemption feature
Is the change in redemption value

an adjustment to earnings available to
common shareholders?
Option redeemable at intrinsic value

Option redeemable at fair value
Option for which underlying share is redeemable at fair value
Share redeemable at fair value
Option or share redeemable based on a price that is other than
fair value or intrinsic value
5.2.3.5.5
No
Yes
No
No
Yes
Examples
Illustration 5-1:
Option redeemable only on a change in control
A company grants 1,000 at-the-money options to its employees on 1 January 2007 that permit the
employee to put the options to the company for cash in the event that a single party or group of
parties acting together obtain ownership of more than 50% of the employers outstanding shares. The
fair value of the options is $10,000 and the options are subject to cliff vesting on 31 December 2008.
Assume the employers statutory tax rate is 40%, and on 1 January 2009 the fair value of the options
is $15,000. The options are granted to a small group of senior executives and the company assumes
that none of the awards will be forfeited. Initially, the company concluded that a change in control is
not probable. However, on 1 January 2009, a change in control occurs and the employees therefore
have an active put right. 16 The company would record the following entry to recognize compensation
cost during each of the two years in the requisite service period:
Dr. Compensation cost
Dr. Deferred income tax asset
Cr. Deferred income tax expense
Cr. Additional paid-in capital
16
5,000
2,000
$
2,000
5,000
As discussed in Section 4.4.5.4, historically compensation cost related to performance options that only vest on consummation of a
business combination was recognized when the business combination was consummated. Recognition was deferred until
consummation of the transaction, even when it became likely that the business combination would be consummated. This position is
based on the principle established in ASC 805-20-55-51. We believe a similar approach should be applied under ASC 718 and also
should be applied to other types of liquidity events, including initial public offerings. Similarly, practice has developed such that when
such an event would permit cash redemption of an award, the reclassification to a liability does not occur until the event occurs.
Entry to recognize compensation cost for each of the years ended 31 December 2007 and
31 December 2008.
Because the options were granted at the money, the redemption amount on the grant date is zero.
Because a change in control is not considered probable on 1 January 2007, that redemption amount
need not be adjusted. Accordingly, no amount needed to be reclassified to temporary equity at the
grant date.
On 1 January 2009, a change in control occurs and, therefore, the options must be reclassified from
equity to liabilities. The difference between the grant-date fair value of $10,000 and the liability
balance of $15,000 is recognized as compensation cost, with a corresponding deferred tax benefit.
Dr. Additional paid-in capital
10,000
5,000
2,000
Cr. Share-based payment liability
2,000
15,000
To reclassify the options from equity to liabilities on 1 January 2009
Illustration 5-2:
Option on shares that are redeemable at fair value beginning six months after
option exercise
A company grants 1,000 at-the-money options to its employees on 1 January 2007. The exercise
price per share is $40. The award provides the employee the right to put the underlying shares to the
company for cash equal to the fair value of the shares on the put date. The put cannot be exercised
until six months after option exercise. The fair value of the options is $10,000 and the options are
subject to cliff vesting on 31 December 2008. Assume the employers statutory tax rate is 40%. The
options are granted to a small group of senior executives and the company assumes that none of the
awards will be forfeited. The options are exercised on 1 January 2009, and the shares are redeemed
on 1 July 2009. The intrinsic value of the options/fair value of the shares is as follows:
Date
1 January 2007
31 December 2007
31 December 2008
1 January 2009
1 July 2009
Intrinsic value of options

$
0
2,000
5,000
5,000
N/A
Fair value of shares

$
40,000
42,000
45,000
45,000
44,000
The company would record the following entry to recognize compensation cost during each of the two
years in the requisite service period. Note that because the exercise price for the put on the underlying
shares is the fair value of the shares on the put date, and because the put cannot be exercised within
six months of option exercise, the written call option qualifies for equity classification and, therefore,
compensation is measured on the grant date:
Cr. Additional paid-in capital
5,000
2,000
$
2,000
5,000
Entry to recognize compensation cost for each of the years ended 31 December 2007 and 31
December 2008.
While the award is classified as equity for purposes of ASC 718 the award provides the employee the
right to require the employer to redeem the underlying shares for cash. Accordingly, the redemption
value of the award is considered temporary equity under the SECs guidance on redeemable securities.
Because the options were granted at the money, the redemption amount on the grant date is zero.
Since the redemption right is within the control of the employee, the company will record the following
entry to reclassify the redemption amount of the award (for the portion of the award equal to the
percentage of the requisite service period that has elapsed as of 31 December 2007 to temporary
equity. Note that because the underlying shares are redeemable at fair value, we do not believe that
the adjustments to retained earnings in the following entries would affect the calculation of earnings
available to common shareholders (the numerator of the earnings per share calculation):
Dr. Retained earnings
1,000
Cr. Temporary equity
1,000
Entry to reclassify the 31 December 2007 redemption amount to temporary equity based on 50%
vesting and redemption value of $2,000 ($42,000 40,000).
The amount classified as temporary equity must be adjusted to the current redemption amount each
reporting period. In this example, we have only illustrated a single adjustment at the end of the fiscal
year, but an SEC registrant would record an appropriate adjustment to the redemption amount each
quarter.
Dr. Retained earnings
4,000
4,000
Entry to reclassify 31 December 2008 redemption amount to temporary equity based on 100%
vesting, a redemption value of $5,000 ($45,000 40,000), less $1,000 previously classified in
temporary equity.
The following entry would be recorded when the options are exercised:
Dr. Cash
40,000
Dr. Deferred income tax expense
4,000
Dr. Current income taxes payable
2,000
Cr. Current income tax expense

Cr. Deferred income tax asset
2,000
4,000
40,000
To recognize exercise of options on 1 January 2009 and related tax effects. This example assumes
that the employer does not have a pool of excess tax benefits and, therefore, the write-off of the
excess deferred tax asset is recognized in operations.
Although the options have been exercised, the shares issued are redeemable and, therefore, the
temporary equity balance must continue to be adjusted to the current redemption value of the shares.
While those entries would be made each quarter for an SEC registrant, we have only illustrated a single
adjustment at the time the shares are repurchased, as well as the entry to record the redemption of
the shares:
Dr. Temporary equity
1,000
Cr. Retained earnings
1,000
Entry to reduce redemption amount as of 1 July 2009 based on decline in value of shares from
$45,000 to $44,000.
Dr. Temporary equity
44,000
Cr. Cash
44,000
To recognize the redemption of the shares on 1 July 2009.
5.2.3.5.6
Exceptions to the requirements of distinguishing liabilities from equity

ASC 480-10-S99-3A(3)(d) identifies two circumstances in which the requirements of distinguishing
liabilities from equity normally would require temporary equity classification. In both circumstances, the
SEC staff provided exceptions such that the conditions described would not cause a share-based payment
to be classified in temporary equity if the award otherwise would be classified as permanent equity.

Distinguishing Liabilities from Equity Overall
SEC Materials
480-10-S99-3A(3)(d)
Share-based payment awards. Equity-classified share-based payment arrangements with employees
are not subject to ASR 268 due solely to either of the following:
Net cash settlement would be assumed pursuant to Paragraphs 815-40-25-11 through 25-16
solely because of an obligation to deliver registered shares. FN7
A provision in an instrument for the direct or indirect repurchase of shares issued to an employee
exists solely to satisfy the employer's minimum statutory tax withholding requirements (as
discussed in Paragraphs 718-10-25-18 through 25-19).
FN7 See footnote 84 of Section 718-10-S99.
5.2.3.5.7
Application of ASR 268 to nonemployee awards

The SEC staff explicitly observed that the guidance in the SECs guidance on redeemable securities and
SAB Topic 14 should also be applied to awards to nonemployees that are subject to redemption outside
of the issuers control:
Question 3: Would the methodology described for employee awards in the Interpretive Response to
Question 2 above apply to nonemployee awards to be issued in exchange for goods or services with
similar terms to those described above?
Interpretive Response: See Topic 14.A for a discussion of the application of the principles in FASB
ASC Topic 718 to nonemployee awards. The staff believes it would generally be appropriate to apply
the methodology described in the Interpretive Response to Question 2 above to nonemployee awards.
However, the exceptions to the requirements described in Section 5.2.3.5.6 would not apply to awards
to nonemployees.
5.2.4
Awards with conditions other than market, performance, or service conditions

Service, performance, and market conditions are defined in Chapter 3. An award may include conditions
that affect vesting, exercisability, or other conditions relevant in measuring fair value that are not
market, performance, or service conditions (hereinafter referred to as other conditions). ASC 718-1025-13 provides that if that additional factor is not a market, performance, or service condition, the
award shall be classified as a liability for purposes of this Topic, and the additional factor shall be
reflected in estimating the fair value of the award.
The FASB also provided the following examples in ASC 718-10-55-65 of awards that would contain an
other condition and be classified as liabilities:

718-10-55-65
An award may be indexed to a factor in addition to the entitys share price. If that factor is not a
market, performance, or service condition, that award shall be classified as a liability for purposes of
this Topic (see paragraphs 718-10-25-13 through 25-14A). An example would be an award of options
whose exercise price is indexed to the market price of a commodity, such as gold. Another example
would be a share award that will vest based on the appreciation in the price of a commodity, such as
gold; that award is indexed to both the value of that commodity and the issuing entitys shares. If an
award is so indexed, the relevant factors shall be included in the fair value estimate of the award. Such
an award would be classified as a liability even if the entity granting the share-based payment
instrument is a producer of the commodity whose price changes are part or all of the conditions that
affect an awards vesting conditions or fair value.
In its Basis for Conclusion the FASB stated, The Board concluded that the terms of such an award do not
establish an ownership relationship because the extent to which (or whether) the employee benefits from
the award depends on something other than changes in the entitys share price. That conclusion is
consistent with the Boards conclusion in Statement 150 that a share-settled obligation is a liability if it
does not expose the holder of the instrument to certain risks and rewards, including the risk of changes
in the price of the issuing entitys equity shares, that are similar to those to which an owner is exposed.
(paragraph B127 of Statement 123(R)).
5.2.4.1
Options that can be exercised in a foreign currency

A strict reading of the guidance that other conditions described in Section 5.2.4 cause liability
accounting would have resulted in a significant change in practice for multinational companies that grant
options denominated in a foreign currency to employees of foreign subsidiaries. For example, assume a
U.S. corporation with shares that trade only in the U.S. granted options to employees in Germany
denominated in the Euro. The fair value of the option is indexed not only to the employers share price,
but also to the exchange rate between the U.S dollar (the currency in which the shares trade) and the
Euro (the currency of the exercise price). Based on the requirements of ASC 718-10-25-13, such an
award would have been classified as a liability. However, the FASB agreed to provide a narrow exception
in this circumstance (which subsequently was clarified by the EITF):

Recognition
718-10-25-13
An award may be indexed to a factor in addition to the entitys share price. If that additional factor is
not a market, performance, or service condition, the award shall be classified as a liability for purposes
of this Topic, and the additional factor shall be reflected in estimating the fair value of the award.
Paragraph 718-10-55-65 provides examples of such awards.
718-10-25-14
For this purpose [of determining whether an other condition causes an award to be classified as a
liability], an award of equity share options granted to an employee of an entitys foreign operation that
provides for a fixed exercise price denominated either in the foreign operations functional currency or
in the currency in which the employees pay is denominated shall not be considered to contain a
condition that is not a market, performance, or service condition. Therefore, such an award is not
required to be classified as a liability if it otherwise qualifies as equity. For example, equity share
options with an exercise price denominated in euros granted to employees of a U.S. entitys foreign
operation whose functional currency is the euro are not required to be classified as liabilities if those
options otherwise qualify as equity. In addition, such options are not required to be classified as
liabilities even if the functional currency of the foreign operation is the U.S. dollar, provided that the
employees to whom the options are granted are paid in euros.
718-10-25-14A
For purposes of applying paragraph 718-10-25-13, a share-based payment award with an exercise
price denominated in the currency of a market in which a substantial portion of the entitys equity
securities trades shall not be considered to contain a condition that is not a market, performance, or
service condition. Therefore, in accordance with that paragraph, such an award shall not be classified
as a liability if it otherwise qualifies for equity classification. For example, a parent entity whose
functional currency is the Canadian dollar grants equity share options with an exercise price
denominated in U.S. dollars to employees of a Canadian entity with the functional and payroll currency
of the Canadian dollar. If a substantial portion of the parent entitys equity securities trades on a U.S.
dollar denominated exchange, the options are not precluded from equity classification.
Based on this exception, if an options exercise price is denominated in (1) the currency in which a
substantial portion of the shares are traded, (2) the foreign operations functional currency, or (3) the
grantees payroll currency, the options are not dual-indexed and therefore there is no other condition
that could be construed as other than a service, performance or market condition. For example, assume
a Chinese companys shares trade only in the United States, and that company issues options to its
Chinese employees denominated in U.S. dollars. The functional and payroll currency of the employer and
the employees is the Chinese Renminbi. However, because the option is denominated in the currency in
which a substantial portion of the shares are traded, the option is not dual-indexed and therefore there
is no other condition that could be construed as other than a service, performance or market condition.
Assuming there are no other features of the option that require liability classification (e.g., put rights),
the options would be classified as equity.
5.2.5
Substantive terms may cause liability classification

As discussed in Chapters 3 and 5, the accounting for a share-based payment must consider all the
substantive terms of the award. The FASB concluded that a past practice may effectively override the
terms of an award:

Recognition
718-10-25-15
The accounting for an award of share-based payment shall reflect the substantive terms of the award
and any related arrangement. Generally, the written terms provide the best evidence of the
substantive terms of an award. However, an entitys past practice may indicate that the substantive
terms of an award differ from its written terms. For example, an entity that grants a tandem award
under which an employee receives either a stock option or a cash-settled stock appreciation right is
obligated to pay cash on demand if the choice is the employees, and the entity thus incurs a liability to
the employee. In contrast, if the choice is the entitys, it can avoid transferring its assets by choosing
to settle in stock, and the award qualifies as an equity instrument.
This issue arises in practice most frequently with the repurchase of shares under an option (whether or
not the option is a tandem award in which the employer is provided the right to cash settle the award).
A practice of repurchasing shares for cash, or a practice of repurchasing shares for cash whenever
requested by the employee, prior to the employee being exposed to the risks and rewards of share
ownership for a reasonable period of time, may suggest that some or all employee stock options are
liabilities, even though cash settlement is not explicitly provided for in the plan.
An entity should evaluate the substantive terms of a share-based payment throughout the life of the
award. Facts and circumstances may indicate equity classification is initially appropriate but that liability
classification is subsequently required (or vice versa). The reclassification of a share-based payment from
equity to liability (or vice versa) is accounted for similar to a modification (see Sections 8.4.1 and 8.4.2).
5.2.5.1
Awards for which the employer can choose cash or share settlement
When evaluating the substantive terms of an option, the employers ability to exercise its rights also must
be considered. For example, in Section 5.2.5, we discussed that if the employer has the ability to settle
an award in either cash or shares at its election, equity classification is appropriate unless the substantive
terms of the award (e.g., past practices or current intention) suggest that the employer will settle the
award in cash. However, liability classification of an award may be required even if the employer does not
have a practice or current intention of settling awards in cash:

Recognition
718-10-25-15
In determining whether an entity that has the choice of settling an award by issuing equity shares has
a substantive liability, the entity also shall consider whether:
a.
It has the ability to deliver the shares. (Federal securities law generally requires that transactions
involving offerings of shares under employee share option arrangements be registered, unless
there is an available exemption. For purposes of this Topic, such requirements do not, by
themselves, imply that an entity does not have the ability to deliver shares and thus do not
require an award that otherwise qualifies as equity to be classified as a liability.)
b.
It is required to pay cash if a contingent event occurs (see paragraphs 718-10-25-11 through 25-12).
Regarding the parents ability to deliver shares, a similar concept exists in ASC 815-40 in that if the
choice of share settlement is the issuers but there are circumstances in which the issuer would be unable
to deliver shares, liability classification is required. However, based on the FASBs clarification in
ASC 718-10-25-15 above, we do not believe that it is necessary to meet all of the requirements of
ASC 815-40 for equity classification of a share-based payment while that share-based payment is being
accounted for under ASC 718 (see Section 5.3 for a discussion of when an award is no longer accounted
for under ASC 718). Generally, as long as the employer has the choice of delivering shares, has the
ability to settle in shares at the reporting date, and reasonably expects to be able to deliver shares at the
settlement date, we believe that equity classification of a tandem award is appropriate (provided none of
the other conditions described in this chapter requiring liability classification are met).
We informally discussed with the FASB staff a circumstance in which employee stock options are netshare settled (see further discussion in Section 5.2.6.1). In a net-share settlement, the employee does
not tender the exercise price of the options; rather, the employer withholds the number of shares from
option exercise necessary to satisfy the option exercise price (or, said another way, the employer
delivers to the employee the number of shares with a current fair value equal to the intrinsic value of the
exercised options). In the example fact pattern discussed with the FASB staff, the employer had
insufficient shares to satisfy option exercises on a gross physical basis but, because employees are
required (or expected) to net-share settle the options, fewer shares would be delivered than suggested
by the gross number of shares underlying the option. We believe, and the FASB staff agreed, that it was
appropriate to determine whether cash settlement was expected and liability classification was required
for some or all of the grants based on the same logic used in ASC 718-10-35-15 with respect to
contingent cash settlement of options. That is, if it is not probable that the company will be required to
settle some or all of the options in cash, then equity classification is appropriate (assuming the other
requirements for equity classification are met). This circumstance can be illustrated as follows:
Illustration 5-3
An employer grants 1,000,000 options to a group of employees, which have an exercise price of $10
per share. The employer expects 950,000 options to vest. No other options are outstanding. The
employer only has 800,000 shares authorized and unissued that are available to satisfy exercises of
the options. The employer has the choice to settle the awards in cash or shares, and intends to settle
the awards in shares. The number of shares to be issued under net-share settlement based on various
share prices on the exercise date is illustrated in the following table:
Stock price at settlement
$10
$15
$20
$30
$50
$100
$500
$1,000
Shares delivered at settlement,

assuming no forfeitures
0
333,333
500,000
666,667
800,000
900,000
980,000
990,000
Shares delivered at settlement,

assuming forfeitures
0
316,667
475,000
633,333
760,000
855,000
931,000
940,500
Based on the employers forfeiture estimates, and the employers conclusion that it is not probable
that its stock price would exceed $50 during the life of the options, the employer concluded that it
expected to have sufficient authorized but unissued shares to satisfy exercise of all options granted.
Accordingly, equity classification was appropriate for the options. However, the employer must
continue to assess the probability that sufficient authorized but unissued shares will be available, and,
if it is probable that there would not be sufficient authorized but unissued shares available to satisfy all
option exercises, some portion of the outstanding options must be reclassified to liabilities consistent
with the guidance in Section 5.2.1.1. Continuing the example above, if it became probable that the
share price would reach $100, then options on 55,000 shares would be reclassified from equity to a
liability at their then fair value, with any excess in the fair value of the liability over the previously
measured compensation cost, plus the unrecognized portion of the previously measured
compensation cost, recognized as compensation cost over the remaining service period.
The assessment of equity or liability classification is required not only at the onset of the arrangement
but throughout the life of the award. For example, if a company grants an award that allows for either
cash or equity settlement at the option of the employer and initially concludes that equity classification is
appropriate, the employer would subsequently reclassify the award from equity to liability if the
employer decides to cash settle the award. The reclassification from equity to liability (or vice versa)
would be accounted for following the modification guidance in Section 8.4.
5.2.6
Broker-assisted cashless exercises and minimum statutory withholding

requirements
The FASB has provided specific guidance on two areas in which classification questions frequently arise.
5.2.6.1
Net-share settlement and broker-assisted cashless exercises

A broker-assisted cashless exercise is a means by which companies can provide employees the
opportunity to exercise stock options without any cash investment and without the employer cash
settling or net-share settling the option. It was common for public companies to provide for brokerassisted cashless exercise for awards accounted for under Opinion 25 because permitting net-share
settlement 17 of employee stock options caused variable accounting (because the number of shares to be
delivered was not fixed). However, under ASC 718, providing for net-share settlement does not affect
the measurement of compensation cost and fixed accounting is permitted. Accordingly, providing for
broker-assisted cashless exercise may be less important under ASC 718 although, as discussed below, it
can provide the employee the ability to fund tax withholdings in excess of the statutory minimum tax
withholding without causing liability classification of the award.
To conduct a broker-assisted cashless exercise, the company arranges for a brokerage firm to loan the
employee the funds needed to exercise the option and buy the stock. On exercise, the brokerage firm
immediately sells some or all of the stock that was acquired, and retains a portion of the proceeds to
repay the loan (the loan and the repayment generally occur on the same day). The remaining proceeds
(net of any commissions, tax withholdings, and other transaction costs) are remitted to the employee. In
some cases, the broker may sell only a portion of the shares in order to satisfy the option exercise price
and the withholding requirements, and the employee retains the remaining shares in a brokerage
account. The typical structure for this method of exercise is:
1. The employee authorizes the exercise of an option and the immediate sale of the option shares.
2. On the same day, the company notifies the broker of the sale order.
17
Under a net-share settlement, rather than receive cash for the exercise price and issue the gross number of shares under the
option, no cash is exchanged, and the employer simply delivers to the employee the shares with a fair value equal to the intrinsic
value of the option.
3. The broker executes the sale and notifies the company of the sales price.
4. The company determines the minimum statutory tax-withholding requirements.
5. By the settlement day (generally three days later), the company delivers the stock certificates to
the broker.
6. On the settlement day, the broker makes a cash payment to the company for the exercise price and
the tax withholdings and remits the balance of the net sales proceeds to the employee. Note that for
a qualifying broker-assisted cashless exercise, the employee may tender to the employer cash in
excess of minimum tax withholding requirements because that cash is coming from the employees
sale of shares into the market, not from the company.
The FASB provided guidance as to when a broker-assisted cashless exercise should be viewed as the
employees exercise of the option and sale of shares into the market (with no impact on the accounting
for the stock options, except for the income tax implications of any stock option exercise), versus a cash
settlement of the award by the company and a subsequent sale of shares into the market.

Recognition
718-10-25-16
A provision that permits employees to effect a broker-assisted cashless exercise of part or all of an
award of share options through a broker does not result in liability classification for instruments that
otherwise would be classified as equity if both of the following criteria are satisfied:
a.
The cashless exercise requires a valid exercise of the share options.
b.
The employee is the legal owner of the shares subject to the option (even though the employee
has not paid the exercise price before the sale of the shares subject to the option).
718-10-25-17
A broker that is a related party of the entity must sell the shares in the open market within a normal
settlement period, which generally is three days, for the award to qualify as equity.
While ASC 718 does not provide a detailed discussion of what is meant by the employee being the legal
owner of the shares, the guidance is based on similar guidance in Issue 48 of Issue 00-23. We therefore
believe the guidance in Issue 00-23 should be used to determine whether the employee is the legal owner
of the shares.
The EITF indicated that in order to be considered the legal owner of the shares; the employee must
assume market risk from the moment of exercise until the broker effects the sale in the open market. In
practice this period may be very short; but the EITF decided that the period should be no shorter than the
period of time that might lapse if the employee paid cash for the full exercise price and immediately sold
the shares through an independent broker. However, compensation cost must be recognized if the
employer acquires the shares from the broker before the broker has been exposed to the risk of price
fluctuations for at least a normal settlement period (i.e., the transaction is accounted for as if the
employer had used cash to settle the award).
The guidance in ASC 718-10-25-17 (above) regarding the use of related party brokers also is based on
similar EITF guidance. The EITF reached a consensus in Issue 48 of Issue 00-23 that there are no
accounting consequences for the cashless exercise through a related-party broker, provided that all the
following conditions are met:
1. The employee has made a valid exercise of the options and the employer concludes that the
employee is the legal owner (as discussed in the preceding paragraph) of all of the option shares
(even though the employee has not paid the exercise price to the company prior to the sale of the
option shares). If the employee was never the legal owner of the option shares, the stock option
would be in substance a stock appreciation right for which liability accounting is required. For
example, it may be illegal for individuals in certain countries to own shares in foreign corporations
or for companies in certain countries to allow share ownership by foreign nationals. In those
circumstances, the employee will never be treated as the legal owner of the shares under a cashless
exercise arrangement and will in essence receive only a cash settlement on exercise.
2. The broker sells the shares on the open market. The sale of the option shares in the open market
provides evidence that the marketplace, not the employer, through its affiliate, has acquired the
option shares. If the related-party broker acquires the shares for its own account rather than selling
the shares in the open market, the employer has, in effect, paid cash to an employee to settle an
award and liability accounting generally would be required.
3. The process to effect a cashless exercise using a related-party broker is the same as a cashless
exercise performed by an independent broker, except for the requirement that the shares be sold
into the open market (as described in 2. above).
4. Except in circumstances in which the broker itself is the employer, the broker assisting the exercise is
a substantive entity with operations that are separate and distinct from those of the employer.
5.2.6.2
Tendering shares to satisfy minimum statutory withholding requirements

In the U.S. an employees exercise of a nonqualified stock option generates taxable income equal to the
intrinsic value of the option on the exercise date. The IRS requires employers to withhold and remit tax
on this taxable income. Some stock option plans allow employees to use shares received from the
exercise of the option to satisfy their tax withholding requirement. Similarly, a plan may permit the
employee to use vested shares to satisfy a tax withholding obligation. In effect, the company repurchases
a portion of the shares at fair value, and uses the cash on behalf of the employee to satisfy the tax
withholding requirements. Please refer to 3.6.15 of our Financial reporting developments publication,
Statement of cash flows, for a discussion about how the repurchase of shares to satisfy an employers
minimum statutory withholding amount should be presented in the statement of cash flows.
ASC 718 provides specific guidance on the impact of such tax withholding on the classification of an award. 18

Recognition
718-10-25-18
Similarly, a provision for either direct or indirect (through a net-settlement feature) repurchase of
shares issued upon exercise of options (or the vesting of nonvested shares), with any payment due
employees withheld to meet the employers minimum statutory withholding requirements resulting
18
Paragraph B125 of Statement 123(R)s Basis for Conclusions stated the following about this guidance: In concept, the Board
considers a provision for repurchase of shares at, or shortly thereafter, the exercise of options, for whatever reason, to result in
the employers incurrence of a liability. However, the Board decided for pragmatic reasons to continue the exception for direct or
indirect repurchases to meet the employers minimum statutory withholding requirements.
from the exercise, does not, by itself, result in liability classification of instruments that otherwise
would be classified as equity. However, if an amount in excess of the minimum statutory requirement
is withheld, or may be withheld at the employees discretion, the entire award shall be classified and
accounted for as a liability.
718-10-25-19
Minimum statutory withholding requirements are to be based on the applicable minimum statutory
withholding rates required by the relevant tax authority (or authorities, for example, federal, state,
and local), including the employees share of payroll taxes that are applicable to such supplemental
taxable income.
Based on the guidance above, if an employer withholds a number of shares upon the exercise of an
option (or vesting of a restricted share) with an aggregate fair value that is equal to or less than the
employers minimum statutory withholding requirements, liability classification is not required. This is a
practical exception permitted in ASC 718 because the repurchase of immature shares ordinarily would
result in liability classification (see Section 5.2.3.1). However, if the aggregate fair value of the shares
withheld (or that may be withheld at the employees election) exceeds the employers minimum
statutory withholding requirements, the entire award must be measured and classified as a liability.
Withholding of a fractional number of shares is often required to meet an employers minimum statutory
withholding amount. We do not believe that rounding to a whole number of shares to an amount in
excess of the minimum statutory withholding amount would necessitate liability classification.
In some countries, no withholding is required at the time of exercise. Some countries tax options at the
date of issuance, some at the date of exercise, and some at the time a personal income tax return is filed.
We believe the term minimum statutory withholding means the amount of taxes due to a governmental
agency at the time of exercise or at the vesting date, if applicable. This amount is determined on a
jurisdiction-by-jurisdiction basis and, in some cases, on an employee-by-employee basis.
Determining minimum statutory withholding requirements on an employee-by-employee, jurisdiction-byjurisdiction basis can often be complex in practice. Some factors to consider include the following:
Jurisdictions with marginal withholding rates A number of states in the US and other jurisdictions
require the use of different withholding rates based on an employees income level, rather than a flat
supplemental wage rate. When this is the case, an employer must determine minimum withholding
requirements on an employee-by-employee basis, which may be administratively burdensome.
Mobile employees Many employees are becoming increasingly mobile, potentially working not only in
multiple states, but also in multiple foreign locations. In determining minimum withholding requirements
for mobile employees, an employer needs to be familiar with the withholding requirements in the various
jurisdictions in which an employee is working and earning share-based awards.
Expatriates Employees from the US working in foreign locations may be subject to withholding
requirements that could be quite different from those in the US. For example, some jurisdictions may
not require the employer to withhold any taxes for share-based awards. In this situation, any share
withholding by the employer would be considered excess withholding under ASC 718 and would
result in liability accounting for the entire award (see Section 5.2.6.2.1 below).
Third party service providers Many companies engage third party service providers to assist with
the administration of their stock plans. With respect to tax withholding requirements, employers
should be comfortable that their third party service providers are knowledgeable of the applicable
tax withholding requirements and the accounting consequences of excess withholding. Employers
may need to provide their service providers with employee data, withholding rates or other
information to appropriately calculate minimum tax withholding requirements.
System limitations Whether using internal software systems or those at a third party service
provider, employers need to determine whether the systems are capable of supporting the
appropriate tax withholding requirements. To the extent systems are unable to properly calculate
minimum tax withholding, an entity may need to develop a solution outside the system to comply
with minimum withholding requirements.
Employers dealing with these complexities, including granting awards to employees in jurisdictions with
marginal withholding rates, may wish to use the highest marginal rate or average rate for withholding in
some jurisdictions to reduce the employers administrative burden. However, employers should
remember that this decision would result in the share-based payments being classified as liabilities if
amounts in excess of the minimum statutory requirements are withheld.
5.2.6.2.1
Hypothetical minimum statutory withholding for expatriate employees

Certain tax strategies relating to expatriate employees involve the hypothetical withholding of taxes on
all forms of an employees income, including stock-based compensation, as if the employee was subject
only to U.S. tax laws. A question arises as to whether hypothetical withholding arrangements would
cause liability accounting for share-based payments.
Under hypothetical withholding arrangements, employers withhold an amount of each expatriate
employees compensation throughout the year equal to the employees minimum statutory tax rate that
would have been in effect if the employee had remained in the U.S. This withholding occurs irrespective
of the statutory withholding rate (if any) in the foreign country. To the extent that the hypothetical
withholding rate is greater than the statutory withholding rate, the excess is used to fund any deficiency
in countries where the hypothetical withholding rate is less than the statutory withholding rate.
As applied to stock options, on exercise, hypothetical withholding results in the employer withholding a
number of shares equal to the intrinsic value of the options on the exercise date multiplied by the
employees U.S. effective tax rate.
Consistent with the guidance in the preceding section, liability accounting is required if shares are
withheld in excess of the employers minimum statutory withholding. Providing for hypothetical tax
withholding (in which the employer buys back shares to satisfy the hypothetical tax withholding) in
excess of any minimum statutory amount in the relevant tax jurisdiction results in liability accounting for
the award subject to such hypothetical tax withholding under ASC 718-10-25-18 and 25-19 .
U.S. tax law does not require withholding an amount sufficient to fund 100% of an employees tax
obligation related to option exercises. Under U.S. tax law, minimum statutory withholding rules require
an amount to be withheld on exercise and additional amounts may be required to be withheld for state
income taxes. Employees in a higher U.S. tax bracket may owe additional taxes on filing their personal
income tax return.
5.2.7
Awards that may be settled partially in cash
5.2.7.1
Guarantees of the value of stock underlying an option grant

Some companies may establish compensation arrangements that link loans or bonuses to the grant of a
fixed stock option. Generally, these types of arrangements will result in the company guaranteeing a
minimum level of compensation to the employee in the event that the stock price does not appreciate to a
specified price (e.g., $50 per share by the end of the vesting period) at some point before the exercise date.
Although these arrangements may take various forms, a basic example involves an agreement to grant
an employee a stock option and a cash bonus that is payable if the stock price does not increase to the
guaranteed level on a specified date. This agreement may be included within the stock option grant or
stated in a separate agreement. The cash bonus is established at a maximum amount and is reduced as
the intrinsic value of the stock option increases. Therefore, if there is sufficient appreciation in the value
of the companys stock, the employee will not receive a cash bonus. On the other hand, if the stock price
fails to appreciate to the guaranteed level, the employee will receive a cash bonus equal to the difference
between the guaranteed and actual stock price. In these arrangements the employee benefits from an
increase in the intrinsic value of the stock option, a cash bonus if the stock does not appreciate, or some
combination of the two. Other types of arrangements may include a companys issuance of a loan to an
employee that is subject to forgiveness if the stock price fails to appreciate to the guaranteed level.
The FASB staff addressed this issue informally and concluded that because the cash payment is made
prior to and regardless of whether the option is ever exercised (i.e., payment of the cash bonus is not
contingent on exercise of the option, and the bonus in no way effects the terms of the option), the award
should be accounted for as a combination plan consisting of a net-cash-settled written put option and an
equity-settled written call option (i.e., a traditional employee stock option). The net-cash-settled put
option would be accounted for as a liability, while the call option would be accounted for as an equity
instrument. The cash-settled put option would be remeasured at fair value each reporting period until
expiration, at which point the fair value would be paid out to the employee in cash.
5.2.7.2
Awards settled partially in cash and partially in shares

Some awards may provide for settlement in a combination of cash and stock. For example, a company
may grant 1,000 shares of restricted stock to an employee and also commit to make a cash payment
equal to the taxes due when the shares vest. Assume that the company estimates the employees
marginal income tax rate to be 33%. Accordingly, the award can be viewed as an award of 1,000 shares
of restricted stock and an award of 330 shares of cash-settled phantom stock. Notwithstanding the
linkage between the two awards, we believe that it is appropriate in this circumstance to account for
each component separately (we confirmed this accounting with the FASB staff). Accordingly, the award
of restricted stock would be classified as equity (assuming no other features caused liability accounting)
based on the value measured on the grant date. The phantom stock award would be classified as a
liability and remeasured at fair value until settlement.
We also understand that the FASB staff believes similar accounting is appropriate for a grant of an
employee stock option and a tax bonus that is triggered on option exercise. That is, the stock option
would be accounted for as an equity award (assuming no other features would cause liability accounting)
and the tax bonus feature would be accounted for as a cash-settled stock appreciation right (a liability).
5.3
Subsequent accounting for certain freestanding financial instruments
5.3.1
Determining when an award becomes subject to other accounting literature

ASC 718 originally provided that a share-based payment to an employee that initially qualifies for equity
classification under ASC 718 subsequently could become subject to other accounting literature that
requires the award to be classified as a liability when the rights conveyed by the instrument are no longer
dependent on the holder being an employee. However, ASC 718 was subsequently amended to
indefinitely defer this requirement, which is important because many employee stock options and similar
instruments include features (e.g., for tax withholding, share repurchase) that would have required
liability classification and remeasurement each reporting period once the instrument no longer was
subject to ASC 718.
ASC 718-10-35-10 provides that a freestanding financial instrument originally issued to an employee in
exchange for past or future employee services that is or was subject to ASC 718 shall continue to be
subject to the recognition and measurement provisions of ASC 718 throughout the life of the instrument,
unless its terms are modified when the holder is no longer an employee. ASC 718-10-35-10 only applies
to awards originally issued in exchange for employee services. Any awards exchanged for nonemployee
services or a combination of employee and nonemployee services (e.g., an award granted to an
employee who terminates employment and continues to vest by providing substantive consulting
services) would not be subject to the deferral. 19 The impact of ASC 718 on the classification of
nonemployee awards including awards originally issued in exchange for employee service, but modified
after employment, is discussed in Section 9.1.2.2.
Questions have arisen about whether certain modifications made after employee termination would
cause awards previously accounted for as employee awards to lose the deferral in ASC 718-10-35 and
become subject to other accounting literature. For example, exchanges of options in a business
combination and equity restructuring transactions (e.g., stock splits) are considered modifications under
ASC 718. ASC 718-10-35-9 specifically states that Paragraphs 718-10-35-10 through 35-14 are
intended to apply to those instruments issued in share-based payment transactions with employees
accounted for under this Topic, and to instruments exchanged in a business combination for share-based
payment awards of the acquired business that were originally granted to employees of the acquired
business and are outstanding as of the date of the business combination. In that circumstance, the
award would continue to be accounted for pursuant to ASC 718, notwithstanding the fact that the
change in terms resulting from the business combination represents a modification.
ASC 718-10-35-10 provides the following additional guidance:

718-10-35-10
A freestanding financial instrument issued to an employee in exchange for past or future employee
services that is subject to initial recognition and measurement guidance within this Topic shall continue
to be subject to the recognition and measurement provisions of this Topic throughout the life of the
instrument, unless its terms are modified when the holder is no longer an employee. Only for purposes
of this paragraph, a modification does not include a change to the terms of an award if that change is
made solely to reflect an equity restructuring provided that both of the following conditions are met:
a.
There is no increase in fair value of the award (or the ratio of intrinsic value to the exercise price
of the award is preserved, that is, the holder is made whole), or the antidilution provision is not
added to the terms of the award in contemplation of an equity restructuring.
b.
All holders of the same class of equity instruments (for example, stock options) are treated in the
same manner.
That is, if a share-based payment was previously issued in exchange for employee services and
subsequent to the vesting of that instrument the employee terminated employment, and if subsequent to
that termination the awards were modified in an equity restructuring as discussed above, the award would
continue to be accounted for under ASC 718 and would not be subject to other accounting literature.
19
An employer may choose to accelerate vesting or make some other modification to an award in connection with the employees
termination. Assuming that the employee is not required to provide substantive non-employee services in exchange for the
award, we believe such a modification should be considered to be made in exchange for prior employee services and, therefore,
the award would continue to be subject to the deferral in ASC 718-10-35.
5.3.2
Measurement of awards subject to other accounting literature

As discussed in Section 3.2.2, the measurement of share-based payments under ASC 718 is a fairvalue-based measurement that excludes the effects of certain features, such as reload features and
clawbacks. Additionally, as discussed in Section 7.3.1, the cost of employee stock options are measured
based on an expected term of the option, rather than the full contractual term of the option. If an award
becomes subject to other accounting literature (e.g., because of a modification after the employees
termination) that requires fair value measurement, the exceptions that apply to employee share-based
payments generally would no longer apply. Accordingly, the fair value of an option for purposes of
ASC 480-10, ASC 815 and ASC 815-40 may differ from the fair-value-based measurement required
under ASC 718 and result in a gain or loss on remeasurement.
5.3.3
Accounting for modifications of share-based payments that become subject

to other literature
718-10-35-11
Other modifications of that instrument that take place when the holder is no longer an employee shall
be subject to the modification guidance in paragraph 718-10-35-14. Following modification,
recognition and measurement of the instrument should be determined through reference to other
applicable generally accepted accounting principles (GAAP).
718-10-35-12
Once the classification of an instrument is determined, the recognition and measurement provisions of
this Topic shall be applied until the instrument ceases to be subject to the requirements discussed in
paragraph 718-10-35-10. Topic 480 or other applicable GAAP, such as Topic 815, applies to a
freestanding financial instrument that was issued under a share-based payment arrangement but that
is no longer subject to this Topic. This guidance is not intended to suggest that all freestanding
financial instruments shall be accounted for as liabilities pursuant to Topic 480, but rather that
freestanding financial instruments issued in share-based payment transactions may become subject to
that Topic or other applicable GAAP depending on their substantive characteristics and when certain
criteria are met.
ASC 718 provides the following guidance for modifications and settlements of share-based payments
once they have become subject to other accounting literature:

718-10-35-14
An entity may modify (including cancel and replace) or settle a fully vested, freestanding financial
instrument after it becomes subject to Topic 480 or other applicable GAAP. Such a modification or
settlement shall be accounted for under the provisions of this Topic unless it applies equally to all
financial instruments of the same class regardless of whether the holder is (or was) an employee (or an
employees beneficiary). Following the modification, the instrument continues to be accounted for
under that Topic or other applicable GAAP.
We believe that in most cases if a modification or settlement of an equity instrument that is no longer
within the scope of ASC 718 is offered to all holders of a class of equity securities, any incremental fair
value associated with the modification would be recognized as a distribution to equity holders (special
guidance applies to modifications of preferred stock as described in ASC 260-10-S99-2). The
measurement of that fair value would be based on an analogy to ASC 718. However, if such a
modification or settlement is not offered to all equity holders of that class, paragraph ASC 718-10-35-14
requires that any incremental fair value resulting from the modification or settlement on an award that
originally was accounted for as a share-based payment to an employee be recognized as compensation
cost, regardless of whether the equity holder remains an employee on the modification date.
5.4
Public entities Measurement and recognition of liability awards

ASC 718 requires that public companies measure share-based awards classified as liabilities at fair value
at each reporting date:

718-30-35-2
Changes in the fair value (or intrinsic value) of a liability that occur after the end of the requisite
service period are compensation cost of the period in which the changes occur. Any difference
between the amount for which a liability award is settled and its fair value at the settlement date as
estimated in accordance with the provisions of this Subtopic is an adjustment of compensation cost in
the period of settlement. Example 1 (see paragraph 718-30-55-1) provides an illustration of
accounting for a liability award from the grant date through its settlement.
718-30-35-3
A public entity shall measure a liability award under a share-based payment arrangement based on the
awards fair value remeasured at each reporting date until the date of settlement. Compensation cost
for each period until settlement shall be based on the change (or a portion of the change, depending on
the percentage of the requisite service that has been rendered at the reporting date) in the fair value
of the instrument for each reporting period. Example 1 (see paragraph 718-30-55-1) provides an
illustration of accounting for an instrument classified as a liability using the fair-value-based method.
For example, a cash-settled stock appreciation right (i.e., a commitment by the employer to pay the
employee an amount by which the employers stock price on a specified future date exceeds a stated strike
price) is effectively a net-cash settled written call option. As a result, the same option-pricing approach is
used to estimate the value of that cash-settled stock appreciation right as is used for an economically
equivalent stock option. Over time, the time value of the stock appreciation right will decay (i.e., at
settlement, the employee will receive only intrinsic value). Accordingly, under the model in ASC 718, the
time value of a liability initially will be recognized as compensation cost but then will be reversed as the
settlement date approaches. At expiration, total compensation cost will not differ from that which would
result under the intrinsic-value method, although the timing of that recognition will differ.
ASC 718 provides little guidance regarding the attribution of compensation cost for liability awards.
Generally, we believe that the guidance on the recognition of compensation cost for equity awards also
applies to liability awards. For example, liability awards subject to graded service vesting would be
subject to the same accounting (accelerated versus straight-line attribution) as for equity awards (see
further discussion in Section 4.4.1.4).
ASC 718 provides the following comprehensive example of the accounting for a liability award by a
public company:
5.4.1
Comprehensive example of accounting for a share-based liability


Example 1: Cash-Settled Stock Appreciation Right
718-30-55-2
Entity T, a public entity, grants share appreciation rights with the same terms and conditions as those
described in Example 1 (see paragraph 718-20-55-4). Each stock appreciation right entitles the holder
to receive an amount in cash equal to the increase in value of 1 share of Entity T stock over $30.
Entity T determines the grant-date fair value of each stock appreciation right in the same manner as a
share option and uses the same assumptions and option-pricing model used to estimate the fair value
of the share options in that Example; consequently, the grant-date fair value of each stock
appreciation right is $14.69 (see paragraphs 718-20-55-7 through 55-9). The awards cliff-vest at the
end of three years of service (an explicit and requisite service period of three years). The number of
stock appreciation rights for which the requisite service is expected to be rendered is estimated at the
grant date to be 821,406 (900,000 .973). Thus, the fair value of the award as of January 1, 20X5, is
$12,066,454 (821,406 $14.69). For simplicity, this Example assumes that estimated forfeitures
equal actual forfeitures.
718-30-55-3
Paragraph 718-30-35-4 permits a nonpublic entity to measure share-based payment liabilities at
either fair value (or, in some cases, calculated value) or intrinsic value. If a nonpublic entity elects to
measure those liabilities at fair value, the accounting demonstrated in this Example would be
applicable. Paragraph 718-30-35-3 requires that share-based compensation liabilities be recognized
at fair value or a portion thereof (depending on the percentage of requisite service rendered at the
reporting date) and be remeasured at each reporting date through the date of settlement;
consequently, compensation cost recognized during each year of the three-year vesting period (as well
as during each year thereafter through the date of settlement) will vary based on changes in the
awards fair value. As of December 31, 20X5, the assumed fair value is $10 per stock appreciation
right; hence, the fair value of the award is $8,214,060 (821,406 $10). The share-based
compensation liability as of December 31, 20X5, is $2,738,020 ($8,214,060 3) to account for the
portion of the award related to the service rendered in 20X5 (1 year of the 3-year requisite service
period). For convenience, this Example assumes that journal entries to account for the award are
performed at year-end. The journal entries for 20X5 are as follows.
Compensation cost
$ 2,738,020
Share-based compensation liability
$ 2,738,020

Deferred tax asset
958,307
$
958,307
($2,738,020 .35 = $958,307).
718-30-55-4
As of December 31, 20X6, the fair value is assumed to be $25 per stock appreciation right; hence, the
awards fair value is $20,535,150 (821,406 $25), and the corresponding liability at that date is
$13,690,100 ($20,535,150 2/3) because service has been provided for 2 years of the 3-year
requisite service period. Compensation cost recognized for the award in 20X6 is $10,952,080
($13,690,100 $2,738,020). Entity T recognizes the following journal entries for 20X6.
Compensation cost
$10,952,080
$10,952,080
To recognize a share-based compensation liability of $13,690,100 and associated compensation cost.

Deferred tax asset
$ 3,833,228
$ 3,833,228
To recognize the deferred tax asset for additional compensation cost ($10,952,080 .35 =
$3,833,228).
718-30-55-5
As of December 31, 20X7, the fair value is assumed to be $20 per stock appreciation right; hence, the
awards fair value is $16,428,120 (821,406 $20), and the corresponding liability at that date is
$16,428,120 ($16,428,120 1) because the award is fully vested. Compensation cost recognized for
the liability award in 20X7 is $2,738,020 ($16,428,120 $13,690,100). Entity T recognizes the
following journal entries for 20X7.
Compensation cost
$ 2,738,020
$ 2,738,020
To recognize a share-based compensation liability of $16,428,120 and associated compensation cost.

Deferred tax asset
958,307
958,307
To recognize the deferred tax asset for additional compensation cost ($2,738,020 .35 = $958,307).
718-30-55-6
The share-based liability award is as follows:
Year

8,214,060 (821,406 $10)
Cumulative
pretax cost
20X5
$ 2,738,020 ($8,214,060 3)
20X6
$ 20,535,150 (821,406 $25)
$ 10,952,080 [($20,535,150 ) $2,738,020]
$ 13,690,100
2,738,020
20X7
$ 16,428,120 (821,406 $20)
$ 2,738,020 ($16,428,120 $13,690,100)
$ 16,428,120
718-30-55-7
For simplicity, this Example assumes that all of the stock appreciation rights are exercised on the
same day, that the liability awards fair value is $20 per stock appreciation right, and that Entity T
has already recognized its income tax expense for the year without regard to the effects of the exercise
of the employee stock appreciation rights. In other words, current tax expense and current taxes
payable were recognized based on taxable income and deductions before consideration of additional
deductions from exercise of the stock appreciation rights. The amount credited to cash for the exercise
of the stock appreciation rights is equal to the share-based compensation liability of $16,428,120.
718-30-55-8
At exercise the journal entry is as follows.
$16,428,120
Cash (821,406 $20)
$16,428,120
To recognize the cash payment to employees from stock appreciation right exercise.
718-30-55-9
The cash paid to the employees on the date of exercise is deductible for tax purposes. Entity T has
sufficient taxable income, and the tax benefit realized is $5,749,842 ($16,428,120 .35).
718-30-55-10
At exercise the journal entry is as follows.
$ 5,749,842
Deferred tax asset
$ 5,749,842
To write off the deferred tax asset related to the stock appreciation rights.
$ 5,749,842
Current tax expense
$ 5,749,842
To adjust current tax expense and current taxes payable to recognize the current tax benefit from
deductible compensation cost.
718-30-55-11
If the stock appreciation rights had expired worthless, the share-based compensation liability account
and deferred tax asset account would have been adjusted to zero through the income statement as the
awards fair value decreased.
5.5
Nonpublic entities Measurement and recognition of liability awards

While the ultimate measurement date for all share-based payment liabilities is the same (the settlement
date), the measurement method for liabilities of nonpublic companies may differ from public companies:

Initial Measurement
718-30-30-2
A nonpublic entity shall make a policy decision of whether to measure all of its liabilities incurred under
share-based payment arrangements at fair value or to measure all such liabilities at intrinsic value.
Consistent with the guidance in paragraph 718-10-30-20, a nonpublic entity that is not able to
reasonably estimate the fair value of its equity share options and similar instruments because it is not
practicable for it to estimate the expected volatility of its share price shall make a policy choice of
whether to measure its liabilities under share-based payment arrangements at calculated value or at
intrinsic value (see Examples 8 through 9 [paragraphs 718-20-55-71 through 55-83).
718-30-35-4
Regardless of the measurement method initially selected under paragraph 718-10-30-20, a nonpublic
entity shall remeasure its liabilities under share-based payment arrangements at each reporting date
until the date of settlement. The fair-value-based method is preferable for purposes of justifying a
change in accounting principle under Topic 250. Example 1 (see paragraph 718-30-55-1) provides an
illustration of accounting for an instrument classified as a liability using the fair-value-based method.
Example 2 (see paragraph 718-30-55-12) provides an illustration of accounting for an instrument
classified as a liability using the intrinsic value method.
Nonpublic entities may elect to account for liability awards using (1) the fair-value method (or the
calculated-value method described in Section 7.4.2, using an appropriate industry sector index to
estimate volatility, if the company cannot reasonably estimate its own volatility) or (2) the intrinsic-value
method. Regardless of the measurement method used, the liability award must be remeasured at each
reporting date until the award is settled. The choice of measurement method is an accounting policy
decision and should be applied consistently to all awards accounted for as liabilities.
An illustration of the accounting for a liability award at intrinsic value is provided in ASC 718 as indicated
above. We have not reproduced that example in this publication because, except for the exclusion of the
time value of the instrument, the accounting is identical to the example provided in Section 5.4.1.
As indicated above, the fair value method is preferable to the intrinsic value method. As a result, a
nonpublic company may voluntarily change from the intrinsic-value method to the fair-value method
of accounting for liabilities, but a change from the fair-value method to the intrinsic-value method is
not permitted.
5.6
Awards of profits interests and similar interests

As discussed in Section 2.2.4, an award of an instrument that represents a legal equity interest in a
partnership, limited liability partnership or limited liability corporation (LLC) is within the scope of
ASC 718. Further, for purposes of accounting for share-based payments granted by a pass-through
entity (e.g., awards of capital interests or profits interests in a partnership or LLC), an individual who
provides services to the pass-through entity is considered an employee of the pass-through entity if the
individual qualifies as a common law employee of that entity, despite the fact that the pass-through
entity does not classify the individual as an employee for payroll tax purposes (because the grantee is a
partner of such pass-through entities). Some general factors to consider in determining whether the
individual is a partner versus an employee include:
a. Form of ownership If the individual has made a contribution and signed a partnership agreement
that will provide for an allocation in the profits and losses along with distributions, and the individual
receives a K-1 for tax purposes, the arrangement may be more akin to a partner arrangement.
Alternatively, employee classification may be appropriate if the individuals amount of ownership is
determined based upon providing a service or meeting a particular performance condition where the
failure to meet either of these requirements will result in the partnership interest ceasing to exist.
b. Governance of the partnership If the individual is part of a visible group that is known to have
ultimate authority on the enterprises direction, then this is a general indicator of a partner.
c.
Funding participation A partner is generally required to provide a fixed dollar amount based upon
their percentage of ownership when capital is needed.
It can be difficult to determine whether awards to employees of pass-through entities should be

accounted for under ASC 718 because the underlying equity on which these awards are based may
contain rights that differ from other equity instruments of the entity. As highlighted by the SEC staff
(discussed below), the first question to be addressed with respect to profits interests, or other special
classes of stock granted to employees (e.g., instruments granted to employees whose value is based
predominantly on the operations of a particular subset of the parent's operations), is whether the award
is in fact a substantive class of equity for accounting purposes, or is instead similar to a performance
bonus or profit sharing arrangement.
In his 11 December 2006 speech at the 2006 AICPA National Conference on Current SEC and PCAOB
Developments, Joseph Ucuzoglu, Professional Accounting Fellow, Office of the Chief Accountant, U.S.
Securities and Exchange Commission, stated, When making this determination, all relevant features of
the special class must be considered. There are no bright lines or litmus tests. When few if any assets
underlie the special class, or the holder's claim to those assets is heavily subordinated, the arrangement
often has characteristics of a performance bonus or profit-sharing arrangement. Instruments that
provide the holder with substantive voting rights and pari passu dividend rights are at times indicative of
an equity interest. Consideration should also be given to any investment required, and any put and call
rights that may limit the employee's downside risk or provide for cash settlement.
In addition, Mr. Ucuzoglus speech further expressed, When the substance of the instrument is that of a
performance bonus or profit sharing arrangement, it should be accounted for as such. In those
circumstances, any returns to the employee should be reflected as compensation expense, not as equity
distributions or minority interest expense. Further, if the employee remitted consideration at the outset of
the arrangement in exchange for the instrument, such consideration should generally be reflected in the
balance sheet as a deposit liability.
As indicated above, if an arrangement is similar to a performance bonus or profit sharing arrangement and is
not in fact an award of a substantive class of equity, the arrangement would be subject to ASC 710.
However, if payment under the arrangement is based, at least in part, on the price of the companys shares
or other equity instruments, the arrangement should be accounted for under ASC 718.
Questions frequently arise whether certain interests in pass-through entities (e.g., profits interests)
represent liability or equity instruments for purposes of classification of share-based payments. For
example, a profits interest may entitle the interest holder to a portion of any distributions made once
senior interest holders obtain a specified return. Depending on the terms of the profits interest award,
that interest may be similar to the grant of an equity interest (restricted stock that is subordinate to
existing equity), a stock option (the right to purchase an interest at a future date at a specified strike
price), a stock appreciation right (the right to receive, in cash, an amount equal to the appreciation in the
fair value of an underlying profits interest), or a profit-sharing arrangement.
We believe a profits interest award should be accounted for based on its substance. The terms of the plan
that should be considered in determining how to account for a profits interest award include the investment
required, the liquidation or repayment provisions, and the provisions for realization of value. All facts and
circumstances surrounding the award should be considered in making that judgment. However, in
determining whether an award should be classified as a liability or equity, we believe that the key factors
relate to (a) the legal form of the instrument (to be classified as equity it must be considered legal equity of
the partnership or LLC), (b) participation features such as voting rights, distribution rights and liquidation
rights (i.e., to be classified as equity the instrument must participate in the residual returns of the entitys
net assets in a manner consistent with equity ownership), (c) transferability of the instrument, (d) retention
of vested interests upon termination of employment (liability classification is likely when vested interests
are not retained upon termination) and (e) the settlement and repurchase features discussed throughout
this chapter.
Questions frequently arise about the valuation of profits interests. Some companies have suggested that
a profits interest has no value because (a) if the entity were liquidated immediately, the profits interest
holder would normally not be entitled to a distribution and (b) a basis of zero is frequently assigned to the
profits interest for tax purposes. While the valuation of profits interests is beyond the scope of this
publication, we believe assertions of zero value for such awards are not consistent with the concepts of
fair value and would suggest no retention benefit in granting the profits interests to the employees. We
believe it is inappropriate to assume immediate liquidation when estimating the fair value of a profits
interest, in part because that assumption would be inconsistent with the financial statement presumption
that the entity is a going concern. In fact, the SEC staff has rejected the use of valuation methodologies
that focus predominately on the amount that would be realized by the holder in a current liquidation.
Rather, we believe that the valuation of a profits interest should consider future reasonably possible cash
flow scenarios, many of which presumably would result in distributions to the profits interests holders.
The valuation is similar to the valuation of common stock when the liquidation preference of preferred
stock would absorb all distributions by the entity if it were liquidated currently.
In addition, it is important to note that even when profits interests and other special classes of stock are
considered to be substantive classes of equity for accounting purposes, the terms of these instruments
may result in a requirement to classify the instruments outside of permanent equity in the balance sheet
pursuant to ASC 480-10 (discussed further in Section 5.2.3.5) and to present earnings per share in
accordance with the two-class method pursuant to ASC 260-10 (discussed further in Section 11.8).
Estimating fair value-based

measurements
6.1
Definition of fair value

The measurement objective for share-based payments to employees is to estimate a fair value-based
measurement20, on the measurement date, 21 of the instruments that the entity is obligated to issue
when employees have rendered the requisite service and satisfied any other conditions necessary to earn
the right to benefit from the instruments (e.g., to exercise share options). Consistent with the definition
of fair value in FASB Concepts Statement No. 7, Using Cash Flow Information and Present Value in
Accounting Measurements, ASC 718 defines fair value as follows:

Glossary
718-10-20
Fair Value
The amount at which an asset (or liability) could be bought (or incurred) or sold (or settled) in a current
transaction between willing parties, that is, other than in a forced or liquidation sale.
Although this definition refers only to assets and liabilities, the guidance applies the concept of value in a
current exchange embodied in this definition to share-based payments subject to ASC 718.
6.2
Fair-value hierarchy
ASC 718-10-55-10 states that observable market prices of similar or identical instruments should be
used to estimate the fair value of share-based payments, if available:

718-10-55-10
Observable market prices of identical or similar equity or liability instruments in active markets are the
best evidence of fair value and, if available, shall be used as the basis for the measurement of equity
and liability instruments awarded in a share-based payment transaction with employees. Determining
whether an equity or liability instrument is similar is a matter of judgment, based on an analysis of the
terms of the instrument and other relevant facts and circumstances. For example, awards to
employees of a public entity of shares of its common stock, subject only to a service or performance
condition for vesting (nonvested shares), shall be measured based on the market price of otherwise
identical (that is, identical except for the vesting condition) common stock at the grant date.
20
21
ASC 820 does not apply to accounting principles that address share-based payment transactions (ASC 820-10-15-2).
As discussed in Chapter 3, the measurement date for share-based payments to employees generally is the grant date for equity
awards and the settlement date for liability awards. However, liability awards must be measured (and remeasured) at fair value
(or, for nonpublic companies in certain circumstances, calculated value or intrinsic value) until settlement.
Estimating fair value-based measurements
The above data generally will be available only for shares of public companies or shares of nonpublic
companies in which transactions recently have occurred. For example, because of the unique features of
employee stock options (nontransferability, long contractual term, term truncation on termination),
observable market prices of identical or similar instruments are generally not available for employee
stock options, even in those cases where the options on the employers stock trade on an open market or
exchange.22 When such data is not available, ASC 718 provides the following valuation guidance:

718-10-55-11
If observable market prices of identical or similar equity or liability instruments of the entity are not
available, the fair value of equity and liability instruments awarded to employees shall be estimated by
using a valuation technique that meets all of the following criteria:
a.
It is applied in a manner consistent with the fair value measurement objective and the other
requirements of this Topic.
b.
It is based on established principles of financial economic theory and generally applied in that field
(see paragraph 718-10-55-16). Established principles of financial economic theory represent
fundamental propositions that form the basis of modern corporate finance (for example, the time
value of money and risk-neutral valuation).
c.
It reflects all substantive characteristics of the instrument (except for those explicitly excluded by
this Topic, such as vesting conditions and reload features).
That is, the fair values of equity and liability instruments granted in a share-based payment transaction
shall be estimated by applying a valuation technique that would be used in determining an amount at
which instruments with the same characteristics (except for those explicitly excluded by this Topic)
would be exchanged.
In short, appropriate valuation techniques must be used when observable market prices are not available.
Examples of awards for which observable market prices typically will not be available include:
Employee stock options. As discussed above, market prices typically are not available for employee
stock options.
Stock with terms that differ materially from stock for which market prices are available (e.g., stock
for which resale is prohibited for a period after vesting provisions have lapsed).
Stock of nonpublic companies for which there have been no recent market transactions.
Each of the above examples is discussed further below.
22
On 17 October 2007, the SECs Chief Accountant issued a letter to Zions Bancorporation (Zions) regarding the use of Employee
Stock Option Appreciation Rights Securities (ESOARS) in determining the fair value of employee share-based payment awards in
accordance with ASC 718. The SEC staff did not object to Zions view that the market-clearing price for ESOARS in its May 2007
auction is a reasonable estimate of the fair value of employee stock options granted on 4 May 2007. The SEC staffs views were
limited to the specific ESOARS instruments sold in Zions May 2007 auction based on Zions analysis of the instrument design,
auction process and bidder participation. It is our understanding, that various parties have previously been working to develop
traded instruments that are sufficiently similar to employee stock options to justify their use as identical or similar instruments,
although Zions is the only one we are aware of being completed successfully.
6.3
How various terms are incorporated into the valuation

All substantive characteristics of the instrument should be incorporated into the valuation of a sharebased payment, except for those explicitly excluded by ASC 718 as discussed in Section 3.2.2 (ASC 71810-55-11). However, ASC 718-10-30-10 provides that restrictions and conditions inherent in equity
instruments awarded to employees are treated differently depending on whether they continue in effect
after the requisite service period. Those differences are discussed in detail below. The valuation of
employee stock options is discussed in detail in Chapter 7.
6.3.1
Nontransferability and nonhedgeability during the vesting period

As discussed in Section 3.2.2, ASC 718 provides for a fair-value-based measurement approach.
Accordingly, restrictions on transferability and hedging during the vesting period are not considered in
estimating the fair value of a share-based payment.

Initial Measurement
718-10-30-11
A restriction that stems from the forfeitability of instruments to which employees have not yet earned
the right, such as the inability either to exercise a nonvested equity share option or to sell nonvested
shares, is not reflected in estimating the fair value of the related instruments at the grant date.
Instead, those restrictions are taken into account by recognizing compensation cost only for awards
for which employees render the requisite service.
6.3.2
Nontransferability or nonhedgeability after the vesting period

Unlike pre-vesting restrictions on an employees ability to transfer or hedge a share-based payment,
post-vesting restrictions do impact the value of share-based payments to employees:

Initial Measurement
718-10-30-10
A restriction that continues in effect after an entity has issued instruments to employees, such as the
inability to transfer vested equity share options to third parties or the inability to sell vested shares for
a period of time, is considered in estimating the fair value of the instruments at the grant date.
ASC 718 defines a restriction as follows:

Glossary
718-10-20
Restriction
A contractual or governmental provision that prohibits sale (or substantive sale by using derivatives or
other means to effectively terminate the risk of future changes in the share price) of an equity
instrument for a specified period of time. [Emphasis added]
It should be noted that the FASB made a conscious decision to define a restriction as a prohibition on
resale, rather than a limitation on resale. Securities are commonly considered to be restricted if their
resale to third parties is limited, but not necessarily prohibited, under federal securities laws because the
securities have not been registered with the SEC. For example, securities laws may prohibit the sale of a
security other than to qualified institutional buyers or in other exempt transactions. Such a limitation
would not represent a prohibition and, based on the discussions at the 26 May 2005 Resource Group
meeting, we understand the FASB believes that such a limitation should not impact the estimated fair
value of a share-based payment. However, because transfers of securities to employees typically would
not be eligible for an exemption from registration, we do not believe this issue would arise frequently.
We separately discuss the impact of transfer prohibitions on shares and options below.
6.3.2.1
Impact of nontransferability or nonhedgeability of shares

Market prices for shares of stock subject to transfer prohibitions usually are not available. If a market
price for such a share of stock is not available, the fair value should be estimated through the use of
valuation techniques. In its Basis for Conclusions, the FASB stated, Certain post-vesting restrictions,
such as a contractual prohibition on selling shares for a specified period of time after vesting, are
essentially the same as restrictions that may be present in equity instruments exchanged in the
marketplace. For those restrictions, either a market price of a similar traded instrument or, if one is not
available, the same valuation techniques used to estimate the fair value of a traded instrument are to be
used to estimate the fair value of a similar instrument awarded to employees as compensation
(paragraph B74 of Statement 123(R)). At the AICPAs Annual National Conference on Current SEC
Developments in December 2007, the SEC staff reminded registrants that the assumptions incorporated
into the valuation of a share-based payment arrangement should be attributes a market participant
would consider (i.e., it is an attribute of the security), versus attributes a specific holder of the security
would consider. Therefore, any discount for lack of transferability should be specific to the security and
not derived based on general rules of thumb.
Absent cash transactions in the same or similar instruments, an appraisal of the fair value of the shares
by an independent expert generally provides the best evidence of fair value. However, the SEC staff
typically examines carefully the determination of the fair value of equity securities. In particular, the SEC
staff has aggressively challenged significant discounts from the market price of freely transferable equity
securities when valuing equity securities with restrictions. In the absence of objective and verifiable
evidence that supports the fair value of the restricted securities, the SEC staff generally presumes
that the best available evidence of fair value is the quoted market price of traded securities with
similar, but not identical characteristics (generally, the similar traded, unrestricted security). In other
words, without appropriate objective evidence, the SEC staff believes that no discount should be applied
when valuing similar unrestricted shares. The FASB also commented on the valuation of restricted
securities in ASC 718-10-55-5, in which it indicated that if unrestricted shares are traded in an active
market, post-vesting restrictions may have little, if any, effect on the amount at which the shares being
valued would be exchanged.
Objective evidence supporting the valuation of restricted shares should consider the effects of all
relevant terms of shares that have similar, but not identical characteristics, as the shares traded in a
public market. For example, companies should consider the nature and term of the restriction, the nature
of the issuer, the nature of the market (or expected market) for the share (e.g., the number of potential
buyers), the volatility of the shares, and other market factors. The SEC staff can be expected to object to
valuations that are based solely on studies of market price discounts used in other circumstances.
6.3.2.2
Impact of nontransferability or nonhedgeability of options

ASC 718-10-30-10 indicates that for equity share options and similar instruments, the effect of
nontransferability (and nonhedgeability, which has a similar effect) is taken into account by reflecting the
effects of employees expected exercise and post-vesting employment termination behavior in estimating
fair value (referred to as an options expected term). That is, the fair value of the option is effectively
reduced for the restriction through the use of an expected life reflecting early-exercise behavior (see
further discussion in Section 7.3.1), rather than a contractual life. No additional discounts should be
applied to the estimate derived from the option-pricing model.
6.3.2.3
Impact of nontransferability or nonhedgeability of shares underlying options

In a related issue, companies sometimes grant stock options on restricted stock (i.e., the sale of the stock
received on exercise of the option is contractually prohibited for some time after exercise). In order to
estimate the fair value of such a stock option, a company should use the value of the underlying
restricted share as an input into the option-pricing model, rather than apply a discount to the output of
the option-pricing model. This guidance assumes that the restrictions on the stock remain in place after
the option is exercised (e.g., sale of the underlying shares is prohibited for one year after exercise). In the
event that the restrictions on the stock expire prior to the exercise of the option, no discount should be
applied to the value of the stock used in the option-pricing model. In addition, consistent with the
discussion in Section 6.3.2.1, above, the company should have objective and verifiable evidence to
support any valuation of restricted shares that differs from the quoted market price of the companys
unrestricted, publicly traded shares.
6.3.3
Market conditions
Examples of awards with market conditions include the following:
Awards of nonvested stock or options that vest only if:

a. A specified trading price of the employers shares is achieved by a specific date,
b. A specified total shareholder return (e.g., change in share price plus dividends paid on the
shares) is achieved, or
c.
The total return on the companys shares (as described in b, above) exceeds that of an average
of peer group total returns.
In each of the three examples described above, the award may vest or become exercisable based on
achievement of a single target, or a series of targets such that the number of shares or options that
"vest" depends on which target is achieved.
Awards of options with an exercise price that is indexed to the stock prices of a peer group of
companies. The use of valuation techniques to value this type of option is discussed in Section 7.4.5.
As previously discussed, market conditions are treated differently than performance and service vesting
conditions. While performance and service vesting conditions are not directly incorporated into the grant
date fair value-based measurement of an award (although they do impact the expected term of the
award), ASC 718-10-30-14 provides that a market condition is incorporated into the grant-date
valuation. In particular ASC 718-10-30-14 states: Valuation techniques have been developed to value
path-dependent options as well as other options with complex terms. Awards with market conditions, as
defined in this Topic, are path-dependent options. The use of valuation techniques to value pathdependent options, such as lattice models and Monte Carlo simulation, are discussed in Sections 7.2.2
and 7.4.5.
While the FASB used the term path-dependent options when discussing awards with market conditions,
this concept applies whether the award is an option or share of stock that vests based on the achievement
of a specified share price or share return. Models such as a lattice or Monte Carlo simulation must be
used to value shares subject to the market vesting condition described above because different stock
price paths or stock price realizations result in different values for the award.
We have provided a detailed description of a lattice model in Appendix E. Briefly, a lattice model is
essentially a means to perform a discounted cash flow analysis of the probability-weighted payoffs of a
share-based payment assuming a large number of possible stock price paths (which are modeled based
on inputs such as volatility and the risk-free interest rate). A present value payout is calculated for each
stock price path, which is then probability weighted (each discrete path is weighted with an equal
probability of occurrence) to derive the fair value. Monte Carlo simulation is based on a similar
discounted cash flow concept.
The distinction between general types of lattice models and Monte Carlo simulation models is that lattice
models may have recombining paths 23. That is, an upward move in the stock price followed by a
downward move gets to the same price as if the stock price experienced a downward move then an
upward move. Thus, a lattice model produces a tree of possible prices, but it is not possible to distinguish
the path taken to arrive at any of the possible prices. Monte Carlo simulations generate stock price paths
that are independent of one another rather than a lattice or tree of possible prices. Awards that have a
path dependent market condition (e.g., stock price greater than a certain dollar amount for 20 out of 30
consecutive trading days), as opposed to having a hurdle (e.g., stock price must be above a certain
amount after three years) generally require the use of a Monte Carlo simulation since individual stock
price paths are not discernable in a lattice model.
When using a lattice model or simulation, outcomes in which the conditions for vesting are not achieved
are assigned a value of zero. The value of outcomes in which the conditions are achieved are calculated
based on the expected share price at vesting (for a nonvested share) or the expected intrinsic value at
exercise (for an option), discounted back to the grant date. To illustrate, assume that an employer issues
a share of stock to an employee that will vest only if the share price at the end of the first year following
the grant date has appreciated by at least 20%. Assume the grant date fair value of a share of stock is
$100. For the sake of simplicity, we assume that there are only two possible stock price paths during the
year (in reality, there would be a very large number of potential stock price paths during a year) in which
the share price at the end of the year will be either $85 or $125. The fair value of the award would be
calculated as follows:
A
Expected price in
one year
$
85
$ 125
Value of award in
one year
$
0
$ 125
Present value of
award
$
0
$ 119.05
Probability of
stock price path
50%
50%
Fair Value of Award
E=CxD
Probabilityweighted present
value
$
0
$
59.52
$
59.52
Some have suggested that a lattice model or simulation as described above should be used to determine
the probability that the award will vest and that the value of the award should be measured as the grant
date fair value of an unrestricted share multiplied by the probability of vesting. That is, the fair value
should be computed as 50% $100, or $50, in the above example. As you can see, this results in an
estimate of fair value that is substantially lower than that derived from the lattice approach described
23
A lattice model may have non-recombining paths if term structures of volatility or interest rates are used. At a basic level,
though, lattice models recombine.
above. We believe that it is not appropriate to multiply the probability that the market condition will be
achieved by the fair value of the share on the grant date because the fair value of the share on the grant
date already incorporates the possibility that the target stock price will be achieved (e.g., the share price
includes consideration of all possible price paths). Effectively, multiplying the share price by the
probability the target stock price will be achieved double counts some of the discount from the current
grant date share price associated with stock price paths in which the target is not achieved. Therefore,
we believe that the fair value of an award with a market condition should be derived from within the
lattice model or simulation, and not calculated outside the model.
6.3.4
Reload features
Some employee stock options provide reload features. ASC 718 defines a reload feature as follows:

Glossary
718-10-20
Reload Feature
A reload feature provides for automatic grants of additional options whenever an employee exercises
previously granted options using the entitys shares, rather than cash, to satisfy the exercise price. At
the time of exercise using shares, the employee is automatically granted a new option, called a reload
option, for the shares used to exercise the previous option.
ASC 718 provides for the following accounting for options with reload features:

Initial Measurement
718-10-30-23
The fair value of each award of equity instruments, including an award of options with a reload feature
(reload options), shall be measured separately based on its terms and the share price and other
pertinent factors at the grant date. The effect of a reload feature in the terms of an award shall not be
included in estimating the grant-date fair value of the award. Rather, a subsequent grant of reload
options pursuant to that provision shall be accounted for as a separate award when the reload options
are granted.
While ASC 718-10-30-23 specifies that reload features should not be incorporated into the fair value of
an award, those features can indirectly affect the fair value of an option by influencing employeeexercise behavior. Reloads are discussed in further detail in Section 7.4.3.
ASC 718-10-30-23 requires that the value of the additional options granted as a result of the triggering
of a reload provision be measured at fair value on the date the reload options are granted (i.e., on the
date the number of shares and the exercise price of the reload options are determined) and recognized
over the requisite service period of the reload grant.
6.3.5
Certain contingent features (e.g., clawbacks)

In addition to reload features, certain contingent features that provide for the return of stock or options
in specific circumstances also are required to be excluded from the valuation of a share-based payment
to an employee:

Initial Measurement
718-10-30-24
(see paragraph 718-10-55-8), shall not be reflected in estimating the grant-date fair value of an equity
instrument.
Compensation Stock Compensation Awards classified as equity
718-20-35-2
(see paragraph 718-10-55-8), shall be accounted for if and when the contingent event occurs.
718-10-55-8
A clawback feature can take various forms but often functions as a noncompete mechanism. For
example, an employee that terminates the employment relationship and begins to work for a
competitor is required to transfer to the issuing entity (former employer) equity shares granted and
earned in a share-based payment transaction.
The accounting for clawback and similar features is discussed in Section 3.5.2.
6.4
Valuing nonvested stock
6.4.1
Definition of nonvested stock

ASC 718 defines nonvested shares as follows:

Glossary
718-10-20
Nonvested Shares
Shares that an entity has not yet issued because the agreed-upon consideration, such as employee
services, has not yet been received. Nonvested shares cannot be sold. The restriction on sale of
nonvested shares is due to the forfeitability of the shares if specified events occur (or do not occur).
ASC 718 recognizes that nonvested stock granted to employees is typically referred to as restricted
stock, but the guidance reserves the term restricted stock for shares whose sale is contractually or
governmentally prohibited after the shares are vested and fully outstanding (see Section 6.4.3).
6.4.2
Stock awards with vesting conditions

ASC 718-10-30-17 states that a nonvested equity share or nonvested equity share unit awarded to an
employee shall be measured at its fair value as if it were vested and issued on the grant date. That is, as
discussed in Section 6.3.1, the fact that the stock is not earned until vested, and is not transferable
during the vesting period, does not impact the valuation of nonvested stock.
6.4.3
Stock awards with post-vesting restrictions

ASC 718-10-30-19 clarifies that a restricted share awarded to an employee, that is, a share that will be
restricted after the employee has a vested right to it, shall be measured at its fair value, which is the
same amount for which a similarly restricted share would be issued to third parties. As discussed in
Section 6.3.2, ASC 718-10-20 defines a restricted share as a share for which sale is contractually or
governmentally prohibited for a specified period of time. [Emphasis added.] The valuation of such
shares is discussed in Section 6.3.2.1 above.
6.4.4
Stock awards that do not pay dividends during the vesting period
Employees may receive grants of nonvested shares on which they do not receive dividends during the
vesting period. Because the value of a share includes the value of expected dividends on the stock, the
value of a share that does not participate in dividends during the vesting period is less than that of a
share of stock that fully participates in dividends. The Basis for Conclusions states, The fair value of a
share of stock in concept equals the present value of the expected future cash flows to the stockholder,
which includes dividends. Therefore, additional compensation does not arise from dividends on
nonvested shares that eventually vest. Because the measure of compensation cost for those shares is
their fair value at the grant date, recognizing dividends on nonvested shares as additional compensation
would effectively double count those dividends. For the same reason, if employees do not receive
dividends declared on the class of shares granted to them until the shares vest, the grant-date fair value
of the award is measured by reducing the share price at that date by the present value of the dividends
expected to be paid on the shares during the requisite service period, discounted at the appropriate riskfree interest rate (paragraph B93 of Statement 123(R)).
6.4.5
Valuing stock awards by nonpublic companies

One of the key accounting and auditing issues in many IPO transactions is the valuation of equity
securities (including stock options) issued as compensation while the company was privately held (often
referred to as cheap stock because the value of the underlying stock at the date of grant is below the
ultimate IPO price). The SEC staff generally presumes that the IPO price provides the best evidence of
fair value at the time of the offering. We expect that the SEC staff will be skeptical of valuations occurring
during the 12 months prior to the offering that conclude the fair value of securities was significantly less
than the anticipated IPO price.
Management needs to support its judgments and estimates about the fair value of its securities anytime
it grants significant share-based payments. The AICPA Accounting and Valuation Guide, Valuation of
Privately-Held-Company Equity Securities Issued as Compensation, (the Guide) provides a framework
for valuation specialists, preparers of financial statements and independent auditors in estimating and
auditing the fair value of equity securities issued by private companies. While the Guide is non-authoritative,
it provides best practices in the views of the AICPA staff and the AICPAs Equity Securities Task Force,
which the SEC staff expects companies filing IPOs to apply. Accordingly, we strongly recommend that
privately-held companies contemplating a future IPO consider the Guides valuation guidance when
granting share-based payments. Further, we strongly urge any company filing an IPO to provide the
disclosures recommended by the Guide. Compliance with the Guide will not insulate a company from SEC
staff questions regarding the valuation of pre-IPO equity compensation. The SEC staff can be expected to
challenge both the appropriateness of the valuation methodology in the circumstances and the
underlying assumptions used to value pre-IPO equity compensation. However, the Guide provides a
framework that, when appropriately interpreted and applied, should yield a credible valuation to which
the SEC staff ultimately will not object.
The Guide provides an overview of the valuation process for the equity securities of a privately-heldcompany, including the various factors to be considered and various approaches to determining fair
value. It further recommends that companies provide extensive disclosures in IPO registration
statements regarding their determination of the fair value of equity securities issued as compensation.
Those disclosures are specified in Chapter 14 of the Guide and pertain to both the financial statements
and MD&A. The Guide also provides illustrative disclosures.
Observable market prices for equity securities of privately held companies may be available. For
example, companies may sell their common stock directly to investors around the same time that they
grant share-based payments. Employees may also sell common stock to investors directly or through
secondary markets. When these transactions occur, companies should carefully evaluate whether the
sales prices represent the fair value of the companies common stock.
However, in most cases, observable market prices for equity securities of privately-held-companies are
not available. As a result, the fair value of these equity securities must be determined by reference to the
fair value of the underlying business determined using a market approach (e.g., a market-multiple
analysis) or an income approach (e.g., a discounted-cash-flow analysis). We would expect the fair value
measurement of the reporting entitys equity value to be consistent with the principles of ASC 820. The
Guide recommends that privately-held companies obtain contemporaneous valuations from independent
valuation specialists to determine the fair value of securities issued as compensation. The Guide asserts
that a contemporaneous valuation by an independent party is more objective and provides more
persuasive evidence of fair value than a retrospective valuation or one that is performed by a related
party (e.g. a director, officer, investor, employee or the investment firm underwriting the IPO). The Guide
also provides a framework for evaluating observed transactions in a private companys equity securities
(including secondary market transactions). In the absence of an independent contemporaneous
valuation, the Guide recommends that the company provide more extensive disclosures in its IPO
registration statement about the milestones that occurred between the date the securities were issued
and the date on which their fair value was determined.
The Guide also discusses the IPO process and its effects on enterprise value. Specifically, the Guide
discusses how the IPO often significantly reduces the companys cost of capital. A companys cost of
capital inversely affects enterprise value (i.e., a reduced cost of capital increases the fair value of the
enterprise and the related fair value of its common equity securities). Accordingly, the fair value of a new
public company may be significantly higher than its value immediately before the IPO. Other examples of
factors that impact the valuation include the stage of development, whether significant milestones have
been reached, presence of other classes of equity and the likelihood of the IPO occurring.
Essentially all relevant evidence should be considered in estimating the fair value of a private enterprise
and its equity securities, and the basis for the valuation and the underlying assumptions should be clearly
documented. Ultimately, the company, not the valuation specialist, is responsible for the reasonableness
of the estimate of fair value used to record the cost of equity compensation in its financial statements.
The valuation should not be biased in favor of a particular amount or result; instead, all evidence, both
positive and negative, should be considered. Clearly, a contemporaneous valuation is less likely than a
retrospective valuation to be biased by hindsight knowledge about actual events and results that would
have had to be predicted in determining fair value as of the grant date.
Estimated increases in the fair value of equity instruments, which are typical when a company is
successfully implementing its business plan and getting closer to its offering, should be clearly explained
in the companys related MD&A disclosures. We recommend such disclosures include the following:
A list of all significant grants occurring during at least the previous 12-month period, with
information about exercise prices and fair values as of each grant date
A detailed discussion of how the fair value of the share-based payments was determined on each
date of grant. This would include an in-depth discussion of the various objective and subjective
factors considered when estimating the fair value of the companys underlying stock, as well as each
significant factor contributing to the changes in the fair value of a companys equity instruments as
of the date of each grant and up through the estimated IPO price.
A well-documented time line, with contemporaneous valuations supporting each grant, will be important
for a company to support its judgments and assumptions in this area.
6.5
Stock options and stock appreciation rights

Initial Measurement
718-10-30-7
The fair value of an equity share option or similar instrument shall be measured based on the
observable market price of an option with the same or similar terms and conditions, if one is available
(see paragraph 718-10-55-10).
718-10-30-8
Such market prices for equity share options and similar instruments granted to employees are
frequently not available; however, they may become so in the future.
718-10-30-9
As such, the fair value of an equity share option or similar instrument shall be estimated using a
valuation technique such as an option-pricing model. For this purpose, a similar instrument is one whose
fair value differs from its intrinsic value, that is, an instrument that has time value. For example, a share
appreciation right that requires net settlement in equity shares has time value; an equity share does
not. Paragraphs 718-10-55-4 through 55-47 provide additional guidance on estimating the fair value of
equity instruments, including the factors to be taken into account in estimating the fair value of equity
share options or similar instruments as described in paragraphs 718-10-55-21 through 55-22.
In summary, in the absence of market prices for similar or identical instruments, ASC 718 requires the
use of option-pricing models to estimate the fair value of stock options and stock appreciation rights.
Chapter 7 discusses in detail the use of option-pricing models.
6.5.1
Stock options and SARs granted by nonpublic companies
6.5.1.1
Use of calculated value

In certain circumstances, a nonpublic company is not required to measure an equity award at fair value.

Initial Measurement
718-10-30-20
A nonpublic entity may not be able to reasonably estimate the fair value of its equity share options and
similar instruments because it is not practicable for it to estimate the expected volatility of its share
price. In that situation, the entity shall account for its equity share options and similar instruments
based on a value calculated using the historical volatility of an appropriate industry sector index
instead of the expected volatility of the entitys share price (the calculated value). Throughout the
remainder of this Topic, provisions that apply to accounting for share options and similar instruments
at fair value also apply to calculated value. Paragraphs 718-10-55-51 through 55-58 and Example 9
(see paragraph 718-20-55-76) provide additional guidance on applying the calculated value method to
equity share options and similar instruments granted by a nonpublic entity.
The use of the calculated-value method, including determining when it may be appropriate to use that
method (which we believe would be infrequent), is discussed in detail in Section 7.4.2.
6.5.1.2
Use of intrinsic value

Contrary to the guidance for equity awards described in the preceding section, nonpublic companies may
elect to account for all liability awards, including cash-settled stock appreciation rights, at intrinsic value.
This accounting election is discussed further in Section 5.5. If a public or nonpublic company cannot
reasonably estimate the fair value of a share-based payment to an employee (which the FASB expects to
be rare), whether classified as equity or a liability, it should account for the award at intrinsic value until
settlement (see Section 3.2.3 for further discussion).
6.5.2
Valuation of employee stock purchase plans

Employee stock purchase plans typically contain option features. For example, they may establish the
purchase price on the grant date and permit employees to seek a refund of amounts contributed to the
stock purchase plan, or may provide that the purchase price will be the lower of the price at the purchase
date or the grant date. Because of these option features, we have discussed the valuation of employee
stock purchase plans with the valuation of other options in Section 12.2.
6.6
Change in valuation methodology

ASC 718 provides specific guidance on changes in valuation methods and assumptions:

718-10-55-27
Assumptions used to estimate the fair value of equity and liability instruments granted to employees
shall be determined in a consistent manner from period to period. For example, an entity might use the
closing share price or the share price at another specified time as the current share price on the grant
date in estimating fair value, but whichever method is selected, it shall be used consistently. The
valuation technique an entity selects to estimate fair value for a particular type of instrument also shall
be used consistently and shall not be changed unless a different valuation technique is expected to
produce a better estimate of fair value. A change in either the valuation technique or the method of
determining appropriate assumptions used in a valuation technique is a change in accounting estimate
for purposes of applying Topic 250, and shall be applied prospectively to new awards.
We expect that changes in estimates and methodologies with respect to the valuation of share-based
payments will be infrequent, but that such changes will occur more frequently in connection with stock
options and similar instruments. We discuss changing option-pricing models and changing how optionpricing model input assumptions are estimated in Section 7.2.3.2 and Section 7.3, respectively.
Using option-pricing models to value

employee stock options
7.1
Valuation of employee stock options

The fair value of an option at any point in time prior to exercise or expiration is made up of two basic
components intrinsic value and time value. Intrinsic value is the difference between the exercise price
of the option and the market value of the underlying stock. Time value reflects the options potential for
future gain given the length of time the option will be outstanding and the possible changes in the stock
price during that period.
As discussed in Chapter 6, the stated objective in estimating the fair value of a share-based payment is to
estimate the amount a willing buyer would pay a willing seller for the instrument. The FASB applied the
same fair-value hierarchy that exists in other standards in determining how employee share-based
payments should be valued. ASC 718-10-55-10 states that Observable market prices of identical or
similar equity or liability instruments in active markets are the best evidence of fair value and, if available,
should be used as the basis for the measurement of equity and liability instruments awarded in a sharebased payment transaction with employees. While fair value may be readily determinable for awards of
stock, the FASB acknowledged that market quotes are not available for long-term, nontransferable stock
options because these instruments currently are not traded. Absent the availability of such market quotes,
the FASB believes that the fair value of a stock option awarded to an employee must be estimated using
an option-pricing model.
When the FASB originally deliberated Statement 123(R), market prices of employee stock options or
similar instruments were generally not available. However, the FASB recognized they could become
available in the future. We are aware of certain companies and investment banks that have explored
creating markets in employee stock options. However, due in part to the challenges involved in creating
instruments similar to employee stock options that (a) exclude the risk of forfeiture during the requisite
service period from their valuation, (b) incorporate the risk of term truncation due to post-vesting
termination and early exercise, and (c) cannot be transferred, in general, no such market has developed
at this time. However, as discussed further in Section 7.1.1, we are aware of one company, Zions
Bancorporation (Zions) that has successfully used Employee Stock Option Appreciation Rights Securities
(ESOARS) as a means to determine the fair value of employee share-based payment awards.
7.1.1
Market price for employee stock options

On 17 October2007 the SECs Chief Accountant issued a letter 24 to Zions regarding the use of ESOARS
in determining the fair value of employee share-based awards. In that letter, the SEC did not object to
Zions view that the market-clearing price for ESOARS in its May 2007 auction is a reasonable estimate
of the fair value of employee stock options granted on 4 May 2007.
The SEC staffs views are limited to the ESOARS sold in the May 2007 auction. Because the auction of
such instruments is rare, the results of any future ESOARS auctions or any other instruments designed to
estimate the fair value of employee stock options will need to be evaluated based on specific facts and
24
The SECs Chief Accountant letter is located on the SECs website at the following link: http://www.sec.gov/info/accountants/
staffletters/zions101707.pdf.
Using option-pricing models to value employee stock options
circumstances. The SEC staff emphasized in the letter that the comparison of the market-clearing price
to the estimated fair value derived from a standard modeling technique would be appropriate for future
ESOARS auctions in the absence of an observable secondary market for these instruments. Specifically,
the Chief Accountant stated, so long as market-based approaches remain in the development stage,
substantial deviations between the market price and a model-based price may indicate deficiencies in the
auction process and should be analyzed. The SEC staff also raised the following issues that should be
considered when assessing future issuances:
Potential downward bias on the price resulting from an illiquid market and the reliance only on bid prices.
Whether there are sufficient sophisticated bidders that constitute an active market.
Do investors have sufficient information to make an investment decision?
Does the bidding pattern suggest an active market?
Do bidders perceptions of costs of holding, hedging or trading the instruments affect their valuation
of the instrument?
We believe that companies considering the use of ESOARS or similar instruments should carefully
evaluate the views expressed by the SEC staff on this subject. In addition to the letters to Zions, the
design, marketing and sale of market instruments for the purposes of determining the fair value of sharebased payment awards was discussed in September 2005 by the SECs (then) Chief Accountant and the
Office of Economic Analysis. 25
We agree with the SEC staffs view that differences between the transaction price for ESOARS or similar
instruments and the fair value of an employee stock option estimated using an option-pricing model
should be evaluated carefully to determine whether the use of the market instrument will result in a fair
value estimate in accordance with the measurement objective in ASC 718. Additionally, we do not
believe it would be appropriate to reduce the estimate of fair value obtained using an option-pricing
model based on transaction prices (and the implied discount from an option-pricing model) for ESOARS
issued by other companies.
If a company proposes to use the transaction price of ESOARS or similar instruments as a basis to
estimate the fair value a share-based payment award, we would expect the company to present its
conclusions to the SEC staff to confirm that the SEC staff will not object. If other successful ESOARS
offerings occur and become widely accepted as sources of fair value for employee share options, we
would anticipate that consultation with the SEC staff would no longer be necessary.
Companies that are considering issuing ESOARS to investors must carefully evaluate the accounting
implications. Under ASC 815-40-15-5A, ESOARS would not be considered within the scope of ASC 718.
Consequently, the guidance in ASC 815 and ASC 480 would need to be considered in concluding whether
the instrument would be classified as equity or as a liability, in particular, whether the instrument would
be indexed to the issuers own stock. ASC 815-40-55-48 provides an example of a security to investors
for the purpose of establishing a market-based measure of the grant-date fair value for employee stock
options. The example concludes that the instrument would not be solely indexed to the issuers stock
pursuant to the two-step approach presented in ASC 815-40-15-7 through 15-7I. Accordingly, the issuer
would be required to remeasure the ESOARS liability at fair value each reporting period, with changes in
that fair value recognized in earnings.
25
The SECs Chief Accountant and Office of Economic Analysis public statement and memorandum can be located at the following
link: http://www.sec.gov/news/speech/spch090905dtn.htm
7.2
Use of option-pricing models

ASC 718 does not prescribe the use of a specific option-pricing model. Instead the following guidance
regarding the selection of a valuation technique for share-based payments is provided:

718-10-55-11
If observable market prices of identical or similar equity or liability instruments of the entity are not
available, the fair value of equity and liability instruments awarded to employees shall be estimated by
using a valuation technique that meets all of the following criteria:
a.
It is applied in a manner consistent with the fair value measurement objective and the other
requirements of this Topic.
b.
It is based on established principles of financial economic theory and generally applied in that field
(see paragraph 718-10-55-16). Established principles of financial economic theory represent
fundamental propositions that form the basis of modern corporate finance (for example, the time
value of money and risk-neutral valuation).
c.
It reflects all substantive characteristics of the instrument (except for those explicitly excluded by
this Topic, such as vesting conditions and reload features).
That is, the fair values of equity and liability instruments granted in a share-based payment transaction
shall be estimated by applying a valuation technique that would be used in determining an amount at
which instruments with the same characteristics (except for those explicitly excluded by this Topic)
would be exchanged.
Additionally, ASC 718 requires that an option-pricing model take into account the following six inputs, at
a minimum:

718-10-55-21
If an observable market price is not available for a share option or similar instrument with the same or
similar terms and conditions, an entity shall estimate the fair value of that instrument using a valuation
technique or model that meets the requirements in paragraph 718-10-55-11 and takes into account,
at a minimum, all of the following:
a.
The exercise price of the option.
b.
The expected term of the option, taking into account both the contractual term of the option and
the effects of employees expected exercise and postvesting employment termination behavior.
In a closed-form model, the expected term is an assumption used in (or input to) the model, while
in a lattice model, the expected term is an output of the model (see paragraphs 718-10-55-29
through 55-34, which provide further explanation of the expected term in the context of a
lattice model).
c.
The current price of the underlying share.
d.
The expected volatility of the price of the underlying share for the expected term of the option.
e.
The expected dividends on the underlying share for the expected term of the option (except as
provided in paragraphs 718-10-55-44 through 55-45).
f.
The risk-free interest rate(s) for the expected term of the option.
718-10-55-22
The term expected in (b); (d); (e); and (f) in the preceding paragraph relates to expectations at the
measurement date about the future evolution of the factor that is used as an assumption in a valuation
model. The term is not necessarily used in the same sense as in the term expected future cash flows
that appears elsewhere in the Codification. The phrase expected term of the option in (d); (e); and (f) in
the preceding paragraph applies to both closed-form models and lattice models (as well as all other
valuation techniques). However, if an entity uses a lattice model (or other similar valuation technique,
for instance, a Monte Carlo simulation technique) that has been modified to take into account an
options contractual term and employees expected exercise and post-vesting employment termination
behavior, then (d); (e); and (f) in the preceding paragraph apply to the contractual term of the option.
We discuss how each of these assumptions is determined in Section 7.3. The directional impact of
changes in each of these assumptions is described in the following table:
An increase to the
Results in a fair value estimate that is
1.
Price of the underlying share
Higher
2.
Exercise price of option
Lower
3.
Expected volatility of stock
Higher
4.
Expected dividends on stock
Lower
5.
Risk-free interest rate
Higher
6.
Expected term of option
Higher
The characteristics described in ASC 718-10-55-11, ASC 718-10-55-21 and ASC 718-10-55-22 are the
minimum that must be considered in the valuation of all employee stock options. ASC 718-10-55-14
clarifies that a share-based payment award could contain other characteristics, such as a market
condition, that should be included in a fair value estimate. Judgment is required to identify an awards
substantive characteristics and, as described in paragraphs 718-10-55-15 through 55-20, to select a
valuation technique that incorporates those characteristics.
Based on the above guidance, the FASB indicated that several existing valuation techniques,
appropriately applied, will meet the requirements of ASC 718. Those valuation techniques include the
Black-Scholes-Merton formula, lattice models (including binomial and trinomial models), and Monte Carlo
simulations, that are used by finance professionals to value various types of financial options and can be
tailored to address the substantive terms of most employee stock options. The FASB also indicated that
other models could meet these requirements. However, much of the FASBs discussion focused on the
use of lattice models and the Black-Scholes-Merton formula:

718-10-55-16
A lattice model (for example, a binomial model) and a closed-form model (for example, the BlackScholes-Merton formula) are among the valuation techniques that meet the criteria required by this
Topic for estimating the fair values of employee share options and similar instruments. A Monte Carlo
simulation technique is another type of valuation technique that satisfies the requirements in
paragraph 718-10-55-11. Other valuation techniques not mentioned in this Topic also may satisfy the
requirements in that paragraph. Those valuation techniques or models, sometimes referred to as
option-pricing models, are based on established principles of financial economic theory. Those
techniques are used by valuation professionals, dealers of derivative instruments, and others to
estimate the fair values of options and similar instruments related to equity securities, currencies,
interest rates, and commodities. Those techniques are used to establish trade prices for derivative
instruments and to establish values in adjudications. As discussed in paragraphs 718-10-55-21
through 55-50, both lattice models and closed-form models can be adjusted to account for the
substantive characteristics of share options and similar instruments granted to employees.
In the following sections, we discuss the strengths and weaknesses of the models most commonly applied
to value employee stock options: the Black-Scholes-Merton formula and a lattice model (specifically
discussing binomial models). ASC 718 does not state an explicit preference for any particular optionpricing model. However, the FASB indicates that in many circumstances a lattice model (or Monte Carlo
simulations based on a lattice approach) will provide a better estimate of the fair value of many employee
stock options because of the flexibility of the lattice approach. The lattice models flexibility is discussed
in greater detail in the following sections and is illustrated in Appendix E.
While the use of option-pricing models that involve complex calculations might suggest to some that the
resulting estimate of fair value includes a high degree of precision, the calculation resulting from the use
of the option-pricing model is an estimate, and the use of different, reasonable assumptions will produce
different estimates of fair value. This perception of precision has led to concerns among preparers that
these estimates will be subject to challenge by regulators or plaintiffs if actual results differ materially
from these estimates. However, subsequent to the issuance of ASC 718, the SEC staff issued SAB
Topic 14 that, among other things, provides additional guidance on the valuation of employee stock
options and provides the following general comments about the reasonableness of estimates of fair value:
Excerpt from SAB Topic 14
The staff recognizes that there is a range of conduct that a reasonable issuer might use to make
estimates and valuations and otherwise implement FASB ASC Topic 718, and the interpretive
guidance provided by this SAB, particularly during the period of the Statements initial implementation.
Thus, throughout this SAB the use of the terms reasonable and reasonably is not meant to imply a
single conclusion or methodology, but to encompass the full range of potential conduct, conclusions or
methodologies upon which an issuer may reasonably base its valuation decisions. Different conduct,
conclusions or methodologies by different issuers in a given situation does not of itself raise an
inference that any of those issuers is acting unreasonably. While the zone of reasonable conduct is
not unlimited, the staff expects that it will be rare when there is only one acceptable choice in
estimating the fair value of share-based payment arrangements under the provisions of FASB
ASC Topic 718 and the interpretive guidance provided by this SAB in any given situation. In
addition, as discussed in the Interpretive Response to Question 1 of Section C, Valuation Methods,
estimates of fair value are not intended to predict actual future events, and subsequent events are not
indicative of the reasonableness of the original estimates of fair value made under FASB ASC Topic
718. Over time, as issuers and accountants gain more experience in applying FASB ASC Topic 718 and
the guidance provided in this SAB, the staff anticipates that particular approaches may begin to
emerge as best practices and that the range of reasonable conduct, conclusions and methodologies
will likely narrow. [SAB Topic 14, Emphasis added]
We still expect the SEC staff to challenge any valuation assumptions that results in an outcome that does
not appear to fall within a reasonable range. However, because preparers and auditors have more
experience with option-pricing models, more data has become available, and best practices have
emerged, that reasonable range has likely narrowed.
The SAB also provides the following additional guidance to clarify that variations between the grant-date
estimate of the fair value of an employee stock option and the intrinsic value on exercise of that option
are not indicators that the grant-date valuation was in error:
Excerpt from SAB Topic 14.C
Question 1: If a valuation technique or model is used to estimate fair value, to what extent will the
staff consider a companys estimates of fair value to be materially misleading because the estimates
of fair value do not correspond to the value ultimately realized by the employees who received the
share options?
Interpretive Response: The staff understands that estimates of fair value of employee share options,
while derived from expected value calculations, cannot predict actual future events.24 The estimate of
fair value represents the measurement of the cost of the employee services to the company. The
estimate of fair value should reflect the assumptions marketplace participants would use in
determining how much to pay for an instrument on the date of the measurement (generally the grant
date for equity awards). For example, valuation techniques used in estimating the fair value of
employee share options may consider information about a large number of possible share price paths,
while, of course, only one share price path will ultimately emerge. If a company makes a good faith fair
value estimate in accordance with the provisions of FASB ASC Topic 718 in a way that is designed to
take into account the assumptions that underlie the instruments value that marketplace participants
would reasonably make, then subsequent future events that affect the instruments value do not
provide meaningful information about the quality of the original fair value estimate. As long as the
share options were originally so measured, changes in an employee share options value, no matter
how significant, subsequent to its grant date do not call into question the reasonableness of the grant
date fair value estimate. [Footnote 24 omitted]
SAB Topic 14 also provides additional guidance regarding the level of expertise required of the
individuals involved in estimating the fair value of an employee stock option. As discussed in the following
sections, while using a Black-Scholes-Merton formula to estimate the value of an employee stock option
is computationally easier than using a lattice or simulation approach, determining the appropriate input
assumptions to be used in any option-pricing model requires a sufficient understanding of option pricing
theory and the requirements of ASC 718.
Question 4: Must every company that issues share options or similar instruments hire an outside third
party to assist in determining the fair value of the share options?
Interpretive response: No. However, the valuation of a companys share options or similar instruments
should be performed by a person with the requisite expertise.
We believe that the level of requisite expertise will vary based on the complexity of the awards and the
type of option-pricing models used. We do not believe that it would be necessary in all circumstances for
the individuals involved in the valuation of employee stock options to have specific professional
certifications or academic credentials. However, they must have a sufficient understanding of optionpricing theory and the requirements of ASC 718 and SAB Topic 14 to be able to appropriately select and
apply option-pricing models. As the options or models used increase in complexity, the likelihood that the
individuals involved would be required to have specific academic backgrounds or professional
certifications will increase.
7.2.1
Overview of the Black-Scholes-Merton formula

ASC 718-10-20 describes a closed-form model as a valuation model that uses an equation to produce
an estimated fair value. The Black-Scholes-Merton formula is an example of a closed-form model. The
formula is as follows:
c = S e-qTN(d1) Ke-rT N(d2)
where
d1 = ln(S/K) + (r q + 2/2)T
T
d2 = d1 T
c=
S=
price of a written call

price of the underlying stock
N=
q=
the cumulative probability distribution function for a standardized normal distribution

dividend yield
K=
r=
call option exercise price

the continuously compounded risk-free rate
=
T=
annualized volatility of the underlying stock

time to expiration (in years)
e=
a mathematical constant, the base of the natural logarithm (2.718282), and ln is the natural
logarithm of the indicated value
While the Black-Scholes-Merton formula is complex, the application of the formula in practice is relatively
straightforward. The formula can be programmed into a spreadsheet, and numerous programs and
calculators exist that calculate the fair value of an option using the Black-Scholes-Merton formula. As a
result, the formula is used widely by finance professionals to value a large variety of options. However, a
number of assumptions underlying the formula are such that the formula may be better suited to valuing
short-term, exchange-traded stock options than employee stock options. Some of the attributes of
employee stock options that render the Black-Scholes-Merton formula less effective as a valuation
technique for employee stock options are:
Long term to expiration Employee stock options often have a 10-year contractual term. While
assuming that volatility, interest rates and dividends remain constant over the life of the option may
be appropriate when valuing shorter-term options, assuming they remain constant may be less
appropriate when valuing longer-term options.
Nontransferable Employees generally cannot transfer their options to capture the time value and,
therefore, might exercise the options prior to expiration. ASC 718 provides for the use of an
expected term in place of the contractual life to reflect the possibility of early exercise resulting
from the nontransferability of employee stock options as well as other reasons.
Subject to vesting provisions Employee stock options often cannot be exercised prior to a
specified vesting date or event. Vesting provisions therefore impact the valuation of stock options
because they affect the expected term of the options by, among other things, establishing a
minimum expected term.
Subject to term truncation The term of an employee stock option often is truncated on termination
of employment (e.g., a vested option may be exercisable for only 90 days after termination, despite
any otherwise remaining contractual term of the option). Provisions regarding term truncation
therefore will affect estimates of the expected term of the option.
Subject to blackout periods In some cases, certain employees may be prohibited from selling
shares of their employers stock, including shares obtained from option exercise, during a specified
period around the release of earnings information. These requirements would eliminate the
possibility of option exercise during a blackout period. Blackout periods are not readily incorporated
into a valuation using the Black-Scholes-Merton formula but, as discussed below, can be incorporated
into a lattice valuation.
While the application of the Black-Scholes-Merton formula is relatively straightforward, many of the
complicating factors associated with the valuation of employee stock options cannot be incorporated into
it and, therefore, must be derived outside of the formula. The development of appropriate assumptions
for use in the Black-Scholes-Merton formula is discussed in Section 7.3.
7.2.2
Overview of lattice models

As discussed above, most companies historically have used the Black-Scholes-Merton formula to value
employee stock options. However, as a result of the FASBs research and discussions with members of
the FASBs Option Valuation Group, the FASB concluded that the use of the Black-Scholes-Merton
formula or other closed-form option-pricing models that require static assumptions often are not the best
approaches to estimate the fair value of a typical employee stock option. While closed-form optionpricing models can be modified to address the typical characteristics of employee stock options
(e.g., specifying an expected term for the option rather than the contractual term to address observed
early-exercise behavior of option holders), such modifications typically require simplifying assumptions
that the FASB believes may result in measurement error.
Because of the limitations of closed-form models, ASC 718 indicates that the use of a more complex
lattice model (e.g., a binomial model) that takes into account employee exercise patterns based on
changes in a companys stock price and other relevant variables and provides for other dynamic input
assumptions often will result in a better estimate of fair value. A lattice model is defined as:

Glossary
718-10-20
Lattice Model
A model that produces an estimated fair value based on the assumed changes in prices of a financial
instrument over successive periods of time. The binomial model is an example of a lattice model. In
each time period, the model assumes that at least two price movements are possible. The lattice
represents the evolution of the value of either a financial instrument or a market variable for the
purpose of valuing a financial instrument. In this context, a lattice model is based on risk-neutral
valuation and a contingent claims framework. See Closed-Form Model for an explanation of the terms
risk-neutral valuation and contingent claims framework.
A lattice model is not an equation or a formula, but is instead a framework for calculating the fair value of
an option using discounted cash flows. A lattice model is a flexible, iterative approach to valuation that
can more explicitly capture the valuation impact of the unique aspects of employee stock options than
the Black-Scholes-Merton formula. To create a lattice model, a tree, whose branches represent
alternative future stock price paths, is created based on expected volatilities and yields (interest rates
and dividends) over the contractual term of the option. Those stock price paths are then used to
calculate the fair value of the option, essentially calculating the present value of the probability weighted
future intrinsic values in a risk neutral framework. This present value calculation is complicated
somewhat by assumptions regarding early exercise behavior, which results in the truncation of a specific
stock price path, using the intrinsic value at that date (rather than contractual maturity) to calculate the
present value at the grant date. Essentially, the lattice model is a discounted cash flow analysis with a
very large number of possible outcomes. Appendix E provides a more detailed discussion of lattice
models and includes examples of how a simple lattice model can be built.
The concepts that underpin lattice models and the Black-Scholes-Merton formula are the same, 26 but the
key difference between a lattice model and a closed-form model is the flexibility of the former. For
example, as illustrated in Appendix E, a lattice model can explicitly use dynamic assumptions regarding
the term structure of volatility, dividend yields, and interest rates. Further, a lattice model can
incorporate assumptions about how the likelihood of early exercise of an employee stock option may
increase as the intrinsic value of that option increases or how employees may have a high propensity to
exercise options with significant intrinsic value shortly after vesting. In addition, a lattice model can
incorporate market conditions that may be part of an options design, such as a provision that an option
is exercisable only if the underlying stock price achieves a certain level (awards with market
conditions). Because of the versatility of lattice models, the FASB believes that they may provide a more
accurate estimate of an employee stock options fair value than an estimate based on a closed-form
Black-Scholes-Merton formula.
7.2.2.1
Implementing lattice models

The FASB has concluded that lattice models are based on established principles of financial economic
theory and provide a reasonable estimate of the value of an employee stock option. However, the effort
involved in performing the calculations can be significant. Companies likely will have to collect and
analyze significant amounts of employee exercise data to attempt to identify factors that explain early
exercise behavior. Additionally, the use of varying interest rates, volatilities and dividends over the term
of the option adds considerable complexity to the implementation of a lattice model. As a practical
matter, we believe many companies will not have the ability to develop the assumptions and perform the
complex calculations required by the lattice model without the assistance of valuation experts or the use
of appropriate software solutions.
7.2.3
Selecting an option-pricing model

As previously indicated, ASC 718 does not prescribe the use of a specific option-pricing model to value
employee stock options:
26
The valuations obtained using the Black-Scholes-Merton formula and a lattice model will be approximately the same if the lattice
model uses identical assumptions as the Black-Scholes-Merton calculation (e.g. constant volatility, constant dividend yields,
constant risk-free rate, and the same expected term).

718-10-55-17
This Topic does not specify a preference for a particular valuation technique or model in estimating the
fair values of employee share options and similar instruments. Rather, this Topic requires the use of a
valuation technique or model that meets the measurement objective in paragraph 718-10-30-6 and
the requirements in paragraph 718-10-55-11. The selection of an appropriate valuation technique or
model will depend on the substantive characteristics of the instrument being valued. Because an entity
may grant different types of instruments, each with its own unique set of substantive characteristics,
an entity may use a different valuation technique for each different type of instrument. The
appropriate valuation technique or model selected to estimate the fair value of an instrument with a
market condition must take into account the effect of that market condition. The designs of some
techniques and models better reflect the substantive characteristics of a particular employee share
option or similar instrument. Paragraphs 718-10-55-18 through 55-20 discuss certain factors that an
entity should consider in selecting a valuation technique or model for its employee share options or
similar instruments.
718-10-55-18
The Black-Scholes-Merton formula assumes that option exercises occur at the end of an options
contractual term, and that expected volatility, expected dividends, and risk-free interest rates are
constant over the options term. If used to estimate the fair value of instruments in the scope of this
Topic, the Black-Scholes-Merton formula must be adjusted to take account of certain characteristics of
employee share options and similar instruments that are not consistent with the models assumptions
(for example, the ability to exercise before the end of the options contractual term). Because of the
nature of the formula, those adjustments take the form of weighted-average assumptions about those
characteristics. In contrast, a lattice model can be designed to accommodate dynamic assumptions of
expected volatility and dividends over the options contractual term, and estimates of expected option
exercise patterns during the options contractual term, including the effect of blackout periods.
Therefore, the design of a lattice model more fully reflects the substantive characteristics of a
particular employee share option or similar instrument. Nevertheless, both a lattice model and the
Black-Scholes-Merton formula, as well as other valuation techniques that meet the requirements in
paragraph 718-10-55-11, can provide a fair value estimate that is consistent with the measurement
objective and fair-value-based method of this Topic.
718-10-55-19
Regardless of the valuation technique or model selected, an entity shall develop reasonable and
supportable estimates for each assumption used in the model, including the employee share option or
similar instruments expected term, taking into account both the contractual term of the option and
the effects of employees expected exercise and post-vesting employment termination behavior. The
term supportable is used in its general sense: capable of being maintained, confirmed, or made good;
defensible. An application is supportable if it is based on reasonable arguments that consider the
substantive characteristics of the instruments being valued and other relevant facts and circumstances.
For many instruments, closed-form models, lattice models and Monte Carlo simulations will produce very
similar values as long as the assumptions are appropriately developed and the models are applied
correctly. The choice between using a closed-form model or a lattice model or Monte Carlo simulation will
be driven by the modeling needs required as a result of specific terms and conditions of the award
(e.g., market conditions). In some cases, the decision to use either a Black-Scholes-Merton formula or a
lattice model will be viewed as a trade-off between greater cost and potentially greater accuracy of the
estimate of fair value. However, many of the costs incurred to implement a lattice model also will be
incurred in developing appropriate assumptions for use in a Black-Scholes-Merton formula. Further, it
may be difficult to develop certain assumptions in a Black-Scholes-Merton formula (e.g., the expected
term of the option) without using the behavioral analyses underlying a lattice model.
Some of the factors to consider in determining which option-pricing model to use to value employee
stock options are described below.27 In many cases no single factor will provide compelling evidence that
the use of a particular option-pricing model is more appropriate in the circumstances. Rather, all factors
that are relevant to the valuation, including those described below, should be considered.
Contractual term of the option The shorter the contractual term of the option, the less likely the
estimate will benefit significantly from a lattice models ability to model a term structure of interest
rates and volatilities and dynamic exercise behavior. Conversely, the longer the contractual term of
the option, the more likely that the use of a lattice model may result in a materially better estimate of
fair value.
Exercise provisions Some awards, for example, stock appreciation rights, may specify that the
award can be exercised or settled only on a specified date (i.e., the option is a European option). In
that case, the ability to use a lattice model to dynamically model exercise behavior is of no benefit.
However, the ability to model term structures of interest rates and volatilities may still provide a
sufficient benefit to warrant use of a lattice model. On the other hand, if the option can be exercised
over a long period (i.e., can be exercised any time between vesting and expiration and that period is
long), use of a lattice model may provide a better estimate of fair value.
Past changes in stock prices In determining an expected term for use in a Black-Scholes-Merton
formula, many companies consider the period that previously granted options remained outstanding.
However, if the companys stock price has been in a prolonged period of increase or decline, those
periods may not be indicative of future exercise behavior. Because the prior trend in stock price may
or may not continue into the future, it may be necessary to use an approach that permits more
dynamic modeling of expected exercise behavior, such as a lattice model.
Other factors that impact exercise behavior In some circumstances, employee exercise behavior
may be highly correlated to the amount of intrinsic value of the option (moneyness). In that case, a
lattice models ability to incorporate exercise behavior based on the moneyness of an option is a
significant advantage. Alternatively, if employee exercise behavior is primarily correlated to time
(e.g., executives tend to hold options to maturity while less senior employees tend to exercise
options shortly after vesting), the advantage of a lattice model may be limited.
27
While the following discussion focuses on the use of the Black-Scholes-Merton formula versus a lattice model, it generally applies
equally to the use of any closed-form, option-pricing model versus the use of any dynamic approach like a lattice or Monte Carlo
simulation.
Market conditions In many cases it will not be practicable to modify the Black-Scholes-Merton
formula to accommodate the impact of a market condition. For example, as discussed in Question 2
of SAB Topic 14. C (see excerpt below), the Black-Scholes-Merton formula cannot easily be modified
to value an employee stock option that becomes exercisable only when the stock price exceeds a
specified premium over the exercise price. Accordingly, in most cases a lattice model must be used
to value an award with market conditions.
Slope of interest rates and volatilities If short-term and long-term interest rate and volatility
curves are flat, the ability to incorporate varying interest rates and volatilities into a lattice model
may be of limited benefit. Conversely, if the slope of these curves is steep, the benefits of a lattice
model may be significant.
Expected changes in dividend policy Because a Black-Scholes-Merton formula requires the use of a
single dividend yield over the expected term of the option, it is more difficult to appropriately capture
anticipated changes in dividend policies in a Black-Scholes-Merton formula than in a lattice model.
Availability of information In some cases, the information to develop dynamic assumptions used in
a lattice model may not be available. For example, if an entity has experienced limited employee
exercises of options, it may be unable to identify robust relationships between exercise behavior and
other factors, such as intrinsic value and time. If the information necessary to develop a lattice model
is not available, it may be more appropriate to use a Black-Scholes-Merton formula until such
information becomes available.
Classification of the award Equity awards generally are measured on the grant date and are not
remeasured. However, liability awards must be measured on the grant date and remeasured until
settlement. Because the amount of compensation cost ultimately recognized is the same (the intrinsic
value on the settlement date) regardless of the valuation approach, any potential measurement error
in estimating time value ultimately will be corrected. In its Basis for Conclusions to Statement 123(R),
the FASB discussed its basis for permitting nonpublic companies to use intrinsic value to measure
liabilities: Concerns about how to apply option-pricing models are much less significant if final
measurement is based on the intrinsic value, if any, that an employee realizes by exercising an option
(paragraph B45 of Statement 123(R)). As a result, a company may conclude that the disadvantages
of the Black-Scholes-Merton formula are mitigated somewhat for liability awards.
Materiality In some circumstances, it may be apparent that any potential change in estimated
value of employee stock options that would result from using a lattice model would not be material to
the financial statements for any periods affected. In those circumstances, a company may conclude
that the incremental costs of using a lattice model outweigh any potential financial reporting benefits.
The SEC staff has also provided the following interpretive guidance with respect to the selection of option
pricing models. While the SEC staff indicated in some circumstances use of a lattice model (or simulation)
might be required (consistent with the discussion above), the SEC staff makes clear that the use of a
Black-Scholes-Merton formula is acceptable as long as the formula can be appropriately adapted to the
terms of the employee stock option. In most cases for typical employee stock options with a fixed
exercise price and fixed service-based vesting, we would expect that the use of a Black-Scholes-Merton
formula, with appropriately derived assumptions (see Section 7.3), would meet the requirements of
ASC 718 and SAB Topic 14.
Question 2: In order to meet the fair value measurement objective in FASB ASC Topic 718, are certain
valuation techniques preferred over others?
Interpretive response: FASB ASC paragraph 718-10-55-17 clarifies that the Topic does not specify a
preference for a particular valuation technique or model. As stated in FASB ASC paragraph 718-1055-17, in order to meet the fair value measurement objective, a company should select a valuation
technique or model that (a) is applied in a manner consistent with the fair value measurement
objective and other requirements of FASB ASC Topic 718, (b) is based on established principles of
financial economic theory and generally applied in that field and (c) reflects all substantive
characteristics of the instrument.
The chosen valuation technique or model must meet all three of the requirements stated above. In
valuing a particular instrument, certain techniques or models may meet the first and second criteria
but may not meet the third criterion because the techniques or models are not designed to reflect
certain characteristics contained in the instrument. For example, for a share option in which the
exercisability is conditional on a specified increase in the price of the underlying shares, the BlackScholes-Merton closed-form model would not generally be an appropriate valuation model because,
while it meets both the first and second criteria, it is not designed to take into account that type of
market condition.25
Further, the staff understands that a company may consider multiple techniques or models that meet
the fair value measurement objective before making its selection as to the appropriate technique or
model. The staff would not object to a companys choice of a technique or model as long as the
technique or model meets the fair value measurement objective. For example, a company is not
required to use a lattice model simply because that model was the most complex of the models the
company considered. [Footnote 25 omitted]
7.2.3.1
Use of different option-pricing models for options with substantively different terms
A company may conclude that a particular option-pricing model is appropriate for some employee stock
options (or similar awards) but not others. For example, a company may grant two types of share-based
payments: (a) cash-settled stock appreciation rights (SARs) that vest after three years of employee
service and must be settled at the end of the third year and (b) employee stock options that vest ratably
over four years and expire in 10 years. The company may conclude that a lattice model will provide a
better estimate of fair value for the 10-year options because of the long period between vesting and
expiration, differences between short-term and long-term volatilities and interest rates, and because it
believes its employees exercise behavior is highly correlated with the intrinsic value of the options. On
the other hand, assume that the yield and volatility curves are reasonably flat during the first three years
after grant. Because of that fact, and given that there is no ability for the employees to exercise early,
the company may reasonably conclude that a lattice model is not expected to result in a materially
different value for the cash-settled SARs than a Black-Scholes-Merton formula. Accordingly, the company
may decide to value its 10-year options using a lattice model and its cash-settled SARs using a BlackScholes-Merton formula. We believe that such an approach is consistent with the requirements of ASC 718.
7.2.3.2
Changing option-pricing models or input assumptions

ASC 718 provides the following guidance on changing option-pricing models:

718-10-55-20
An entity shall change the valuation technique it uses to estimate fair value if it concludes that a
different technique is likely to result in a better estimate of fair value (see paragraph 718-10-55-27).
For example, an entity that uses a closed-form model might conclude, when information becomes
available, that a lattice model or another valuation technique would provide a fair value estimate that
better achieves the fair value measurement objective and, therefore, change the valuation technique
it uses.
718-10-55-27
As indicated above, ASC 718 specifies that the valuation technique an entity uses to estimate fair value
for a particular type of award should be used consistently and should not be changed unless a different
valuation technique is expected to produce a better estimate of fair value. Accordingly, we believe that a
change in option-valuation technique from a Black-Scholes-Merton formula to a lattice model generally
would provide a better estimate and be an acceptable change, but it would be highly unlikely that a
change from a lattice model to a Black-Scholes-Merton formula would result in a better estimate.
The guidance on changes in valuation techniques also applies to the method of determining optionpricing model input assumptions. For example, if a company changes its approach to estimating expected
volatility from one that relies on a calculation primarily based on historical stock-price movements to one
that incorporates the implied volatilities of exchange traded options, we believe such a change must be
justified as one that produces a better estimate.
ASC 718 states that a change in either the valuation technique or the method of determining appropriate
assumptions for a valuation technique is a change in accounting estimate for purposes of applying
ASC 250, and should be applied prospectively to new awards (unless, of course, the previous valuations
were materially in error, in which case, the requirements for corrections of errors in ASC 250 must be
applied). Accordingly, the disclosures required by ASC 250 must be provided for these changes in
estimate. In that regard, we believe companies should disclose the nature of the change and, if
practicable, the effect of the change on income from continuing operations, net income, and related pershare amounts of the current period as discussed in ASC 250-10-50-4 (e.g., by disclosing what the
difference in the estimates of fair value would have been had the company used the prior methodology).
The SEC staff also has provided the following guidance regarding changes in valuation techniques:
Question 3: In subsequent periods, may a company change the valuation technique or model chosen to
value instruments with similar characteristics?26
Interpretive response: As long as the new technique or model meets the fair value measurement
objective in FASB ASC Topic 718 as described in Question 2 above, the staff would not object to a
company changing its valuation technique or model.27 A change in the valuation technique or model
used to meet the fair value measurement objective would not be considered a change in accounting
principle. As such, a company would not be required to file a preferability letter from its independent
accountants as described in Rule 10-01(b)(6) of Regulation S-X when it changes valuation techniques
or models.28 However, the staff would not expect that a company would frequently switch between
valuation techniques or models, particularly in circumstances where there was no significant variation
in the form of share-based payments being valued. Disclosure in the footnotes of the basis for any
change in technique or model would be appropriate.29 [Footnotes 26, 28 and 29 omitted]
_______________________
27
The staff believes that a company should take into account the reason for the change in technique or model in determining
whether the new technique or model meets the fair value measurement objective. For example, changing a technique or
model from period to period for the sole purpose of lowering the fair value estimate of a share option would not meet the fair
value measurement objective of the Topic.
We believe judgment must be used to determine whether a change represents a true change in the
entitys methodology for determining the assumption (e.g., changing from estimates based primarily on
historical realized volatility to one primarily based on implied volatilities) or a refinement to the
methodology that might not require disclosure as a change in accounting estimate (e.g., if the company
begins to add the implied volatilities of longer-term options that recently began to trade to the implied
volatilities of shorter-term option used previously). However, in all cases, we believe that a change in
methodology is appropriate only when the company believes that the change will produce a better
estimate of fair value.
In addition to the disclosures required by ASC 250 for changes in estimates, public companies should
consider whether additional disclosure is required in MD&A to the extent that the change in estimate had
a material impact on the companys results of operations (see Section 14.6).
7.3
Selecting option-pricing model input assumptions

As previously discussed, option-pricing models must consider at least six inputs. The exercise price of the
option is objectively determinable. Generally, the underlying grant-date stock price also is objectively
determinable. However, nonpublic companies may have to estimate the fair value of their stock on the
grant date based on the guidance in the AICPAs Guide. Additionally, while the fair value of the underlying
stock must be measured on the grant date (or other measurement date for liability awards or awards for
which fair value cannot be reasonably estimated), there are different approaches to measuring the grant
date fair value. For example, a company may choose to use the opening stock price, the closing stock
price, or the average stock price during the day. We believe that any of these approaches are acceptable
provided that they are applied consistently in estimating the fair value of all share-based payments (see
also ASC 718-10-55-27, which is quoted under the heading Consistency of Assumptions from Period to
Period below).
The remaining assumptions are subjective and generally will require significant analysis to develop. This
section discusses how to develop these assumptions for use in both a Black-Scholes-Merton formula and
a lattice model.
ASC 718 provides the following general guidance regarding the selection of valuation assumptions:

718-10-55-13
In applying a valuation technique, the assumptions used shall be consistent with the fair value
measurement objective. That is, assumptions shall reflect information that is (or would be) available to
form the basis for an amount at which the instruments being valued would be exchanged. In estimating
fair value, the assumptions used shall not represent the biases of a particular party. Some of those
assumptions will be based on or determined from external data. Other assumptions, such as the
employees expected exercise behavior, may be derived from the entitys own historical experience
with share-based payment arrangements.
These concepts are discussed in general below, followed by a discussion of each of the assumptions used
in an option-pricing model.
Fair value should incorporate all substantive characteristics
The following discussion focuses on the minimum input assumptions that must be incorporated into an
option-pricing model. However, ASC 718 also requires other substantive characteristics to be
incorporated into the valuation:

718-10-55-14
The fair value of any equity or liability instrument depends on its substantive characteristics.
Paragraphs 718-10-55-21 through 55-22 list the minimum set of substantive characteristics of
instruments with option (or option-like) features that shall be considered in estimating those
instruments fair value. However, a share-based payment award could contain other characteristics,
such as a market condition, that should be included in a fair value estimate. Judgment is required to
identify an awards substantive characteristics and, as described in paragraphs 718-10-55-15 through
55-20, to select a valuation technique that incorporates those characteristics.
However, certain characteristics of share-based payments are specifically required to be excluded from
the valuation of an employee stock option:

718-10-55-8
Reload features and contingent features that require an employee to transfer equity shares earned, or
realized gains from the sale of equity instruments earned, to the issuing entity for consideration that is
less than fair value on the date of transfer (including no consideration), such as a clawback feature,
shall not be reflected in the grant-date fair value of an equity award. Those features are accounted for
if and when a reload grant or contingent event occurs.
The accounting for reloads and clawbacks are discussed in Section 3.5. However, it is important to note
that while those features are not directly incorporated into the valuation of a share-based payment, they
can affect the valuation of an employee stock option indirectly as a result of their impact on employeeexercise behavior. For example, a reload feature typically provides for the grant of additional at-the-
money options in a number equal to the number of mature shares tendered to satisfy the exercise
price of an employee stock option. If an option contains a reload feature, the employee can exercise an
option and still benefit from future stock price increases on a portion of the shares previously subject to
the option (equal to the number of shares tendered to satisfy the exercise price). Accordingly, if all other
relevant factors are the same, options with reload features tend to be exercised earlier than options
without reload features. That tendency towards earlier exercise should be factored into the expected
term of the option that provides for reloads and, therefore, may result in a shorter expected term and a
lower grant-date fair value of the option. We do not believe that the FASBs prohibition on incorporating
the value of reload features into an option grant is intended to preclude incorporating the impact of
potential reloads on employee-exercise behavior, any more than it would preclude considering other
factors that are not a feature of the award into employee exercise behavior (e.g., an employees cash
compensation or overall wealth).
Use of historical information to develop option-pricing assumptions
ASC 718 provides the following general guidance on how historical experience should be incorporated
into the development of the assumptions for use in an option-pricing model:

718-10-55-24
Historical experience is generally the starting point for developing expectations about the future.
Expectations based on historical experience shall be modified to reflect ways in which currently available
information indicates that the future is reasonably expected to differ from the past. The appropriate
weight to place on historical experience is a matter of judgment, based on relevant facts and
circumstances. For example, an entity with two distinctly different lines of business of approximately
equal size may dispose of the one that was significantly less volatile and generated more cash than the
other. In that situation, the entity might place relatively little weight on volatility, dividends, and perhaps
employees exercise and post-vesting employment termination behavior from the predisposition (or
disposition) period in developing reasonable expectations about the future. In contrast, an entity that has
not undergone such a restructuring might place heavier weight on historical experience. That entity
might conclude, based on its analysis of information available at the time of measurement, that its
historical experience provides a reasonable estimate of expected volatility, dividends, and employees
exercise and post-vesting employment termination behavior. This guidance is not intended to suggest
either that historical volatility is the only indicator of expected volatility or that an entity must identify a
specific event in order to place less weight on historical experience. Expected volatility is an expectation
of volatility over the expected term of an employee share option or similar instrument; that expectation
shall consider all relevant factors in paragraph 718-10-55-37, including possible mean reversion.
Paragraphs 718-10-55-35 through 55-41 provide further guidance on estimating expected volatility.
718-10-55-25
In certain circumstances, historical information may not be available. For example, an entity whose
common stock has only recently become publicly traded may have little, if any, historical information on
the volatility of its own shares. That entity might base expectations about future volatility on the
average volatilities of similar entities for an appropriate period following their going public. A nonpublic
entity will need to exercise judgment in selecting a method to estimate expected volatility and might do
so by basing its expected volatility on the average volatilities of otherwise similar public entities. For
purposes of identifying otherwise similar entities, an entity would likely consider characteristics such as
industry, stage of life cycle, size, and financial leverage. Because of the effects of diversification that
are present in an industry sector index, the volatility of an index should not be substituted for the
average of volatilities of otherwise similar entities in a fair value measurement.
Many companies believed that Statement 123 placed a high hurdle on deviating from historical
experience in estimating expected term and expected volatility. As a result, many companies based the
estimate of the expected term of their options largely on the average period that previous employee
stock options had remained outstanding before exercise. Similarly, many entities based estimated
volatility on the historical realized volatility over the historical time period equal to the expected term of
their options. As a result of the FASBs discussions during the deliberations that led to the issuance of
ASC 718, we understand that such a rigid use of historical data, although widespread, was not the
FASBs intent under Statement 123. Accordingly, we believe companies should evaluate historical
experience carefully in estimating the fair value of employee stock options under ASC 718. We do not
believe that the FASBs discussion of historical information as a starting point is meant to preclude use of
current market-based information. For example, if an entity has actively traded options from which it can
derive a measure of implied volatility, it may appropriately conclude that this implied volatility measure
represents a market participants expectations of its future stock volatility and, therefore, is more useful
in estimating expected volatility than its historical realized volatility. The consideration of implied
volatility data is discussed in greater detail in Section 7.3.2.2.
Consistency of assumptions from period to period

718-10-55-27
The guidance in ASC 718-10-55-27 should not be read to preclude changing assumptions from period to
period when circumstances have changed or a refinement of the methodology used to develop
assumptions is warranted, provided that the changes are believed to provide a better estimate of fair
value. Changes in estimates in the context of both changes in option-pricing models and changes in
assumptions are discussed further in Section 7.2.3.2.
Range of reasonable assumptions
Under the original provisions of Statement 123, if an employer determined a range of estimates for an
input assumption and no point within the range was a better estimate than any other point within the range,
the employer could use an assumption based on the end of the range that produced the lowest option value
(e.g., the lowest volatility estimate or the highest expected dividend yield in the range). However, ASC 718
eliminates the opportunity to use the low end of a range of reasonable input assumptions:

718-10-55-23
There is likely to be a range of reasonable estimates for expected volatility, dividends, and term of the
option. If no amount within the range is more or less likely than any other amount, an average of the
amounts in the range (the expected value) shall be used. In a lattice model, the assumptions used are
to be determined for a particular node (or multiple nodes during a particular time period) of the lattice
and not over multiple periods, unless such application is supportable.
7.3.1
Expected term of the option

The expected option term has a significant impact on the value of the option. The longer the term, the
more time the option holder has to allow the stock price to increase, making the option more valuable.
Further, lengthier option terms provide more opportunity to exploit market highs without exposure to
downside risk. Empirical data shows that employees, for a variety of reasons, (e.g., diversification,
liquidity needs) typically do not wait until the end of the contractual term of a nontransferable option to
exercise. Accordingly, ASC 718 requires companies to use the expected term of the option, rather than
the contractual term, as an input to an option-pricing model. 28
ASC 718 provides the following guidance and factors that might be considered in developing estimates of
the expected term of stock option awards:

718-10-55-29
The fair value of a traded (or transferable) share option is based on its contractual term because rarely
is it economically advantageous to exercise, rather than sell, a transferable share option before the
end of its contractual term. Employee share options generally differ from transferable share options in
that employees cannot sell (or hedge) their share options they can only exercise them; because of
this, employees generally exercise their options before the end of the options contractual term. Thus,
the inability to sell or hedge an employee share option effectively reduces the options value because
exercise prior to the options expiration terminates its remaining life and thus its remaining time value.
In addition, some employee share options contain prohibitions on exercise during blackout periods. To
reflect the effect of those restrictions (which may lead to exercise before the end of the options
contractual term) on employee options relative to transferable options, this Topic requires that the fair
value of an employee share option or similar instrument be based on its expected term, rather than its
contractual term (see paragraphs 718-10-55-5 and 718-10-55-21).
718-10-55-30
The expected term of an employee share option or similar instrument is the period of time for which
the instrument is expected to be outstanding (that is, the period of time from the service inception
date to the date of expected exercise or other expected settlement). The expected term is an
assumption in a closed-form model. However, if an entity uses a lattice model that has been modified
28
Note that the full contractual term of a stock option should be used in an option-pricing model if the option is freely transferable
because, as described in ASC 718-10-55-29 rarely is it economically advantageous to exercise such an option prior to the
expiration of its contractual term.
to take into account an options contractual term and employees expected exercise and post-vesting
employment termination behavior, the expected term is estimated based on the resulting output of the
lattice. For example, an entitys experience might indicate that option holders tend to exercise their
options when the share price reaches 200 percent of the exercise price. If so, that entity might use a
lattice model that assumes exercise of the option at each node along each share price path in a lattice
at which the early exercise expectation is met, provided that the option is vested and exercisable at
that point. Moreover, such a model would assume exercise at the end of the contractual term on price
paths along which the exercise expectation is not met but the options are in-the-money at the end of
the contractual term. The terms at-the-money, in-the-money, and out-of-the-money are used to
describe share options whose exercise price is equal to, less than, or greater than the market price of
the underlying share, respectively. The valuation approach described recognizes that employees
exercise behavior is correlated with the price of the underlying share. Employees expected postvesting employment termination behavior also would be factored in. Expected term, which is a
required disclosure (see paragraph 718-10-50-2), then could be estimated based on the output of the
resulting lattice. An example of an acceptable method for purposes of financial statement disclosures
of estimating the expected term based on the results of a lattice model is to use the lattice models
estimated fair value of a share option as an input to a closed-form model, and then to solve the closedform model for the expected term. Other methods also are available to estimate expected term.
ASC 718-10-55-31 provides the following factors to consider when estimating the expected term of an
option.
1. The vesting period of the award An options expected term must at least include the vesting period
(or the average vesting period, for awards subject to graded vesting that are valued as a single award
with a single average expected term). Because the options cannot be exercised during the vesting
period, no early exercise would be assumed during the vesting period. Forfeitures during this period
are recognized by reducing the number of options included in the recognition of compensation cost.
Additionally, the length of time employees hold options after they vest may vary inversely with the
length of the vesting period. That is, the longer the vesting period, the more likely the employee may
exercise shortly after vesting.
2. Employees historical exercise and post-vesting employment termination behavior for similar
grants Historical employee exercise patterns associated with prior similar option grants are an
important consideration in the assessment of expected term. In determining whether past grants are
similar to the current grant, companies should consider all of the significant terms of the options
(including the contractual term, vesting conditions, exercise price compared to grant-date market
price of the underlying shares, reload features, etc.). It usually will be most appropriate to analyze
exercises and settlements resulting from post-vesting employment terminations separately from
other early exercises.
Generally, past exercise behavior for similar awards should serve as the starting point for
determining either expected exercise behavior in a lattice model or the expected life in a closed form
model. For a lattice model, that behavior should be analyzed, correlated to various factors that are
believed to drive exercise behavior (e.g., the intrinsic value or moneyness of the option, the stock
return since the grant date, the time from vesting, and time to expiration) and used in conjunction
with assumptions about post-vesting forfeitures and cancellations to estimate the timing and amount
of expected exercises.
For a closed-form model, past exercise behavior represents a starting point and only one component
of the expected life. Care should be taken to ensure that the analysis of historical exercise behavior
considers all activity from the grant date to the date that all awards have been or will be settled,
including options that expire out of the money at the end of the contractual term. For example, assume
options with a ten-year contractual term were granted five years ago and a substantial portion of those
options remain outstanding on the date of the analysis. The disposition of those options that remain
outstanding must be considered in assessing historical exercise behavior; however, certain software
packages produce reports for purposes of expected term estimates that exclude unexercised options.
Ignoring those outstanding options would result in an estimated expected term of less than five years,
which would not be appropriate because that estimate excludes the remaining contractual term of the
option. The issue of outstanding options can be addressed in the analysis of exercise behavior by either
(a) restricting the analysis to include only options that have reached the end of their contractual term
or (b) extrapolating exercise behavior to the outstanding options. We have seen exercise behavior
extrapolated to future periods using several approaches, including:
1. Outstanding options are assumed to be exercised in equal quantities each period from the date
of the analysis to contractual maturity.
2. Outstanding options are assumed to be exercised at marginal rates based on exercise data
available for options that have reached contractual maturity.
3. Outstanding options are assumed to be exercised at contractual maturity, which generally would
result in an overly conservative estimate of expected term.
For both lattice models and closed-form models, post-vesting employee termination patterns also
affect the expected term. Most employee stock options have a ten-year term, but if a grantees
employment is terminated, the grantee typically has only 90 days (or some other truncated term) to
exercise the option (even if the contractual expiration of the option would be years away absent the
termination). Accordingly, a company should look at its prior termination patterns, adjust those
patterns for future expectations, and incorporate those expected terminations into its estimate of
expected term (in a closed-form model) or its expected exercise behavior (in a lattice model).
Turnover patterns are not necessarily linear and may be a non-linear function of a variety of factors,
such as:
Employee demographics (age, gender, tenure, position, etc.).
Path of the stock price For example, if options are deeply out-of-the-money, they may have little
retention value and the termination rate may be higher than if the options were at- or in-the-money.
Economic conditions and the trend of the employers stock price relative to other stock prices.
Significant changes in the underlying stock price, dividend yields, other relevant characteristics of
the company, terms of option plans, tax laws, volatility, termination patterns, or other factors may
indicate that past exercise behavior is not indicative of expected exercise behavior. Additionally, if
the amount of past exercise data is limited, that data may not represent a sufficiently large sample
on which to base a robust conclusion on expected exercise behavior. In that circumstance, it may be
appropriate to consider external data or the SEC staffs simplified method to expected term (both
of which are discussed below).
3. The expected volatility of the stock On average, we believe that employees tend to exercise
options on higher volatility stocks earlier, in part because of the greater risk that a gain in the option
will be lost in the future. Because of this inverse relationship between expected term and expected
volatility, the impact of a change in one assumption will be mitigated by the change in the other
assumption. That is, all other things being equal, we would anticipate the expected term of an option
to increase as expected volatility decreases, and we would anticipate the expected term to decrease
as expected volatility increases. Additionally, the evolution of the share price affects an employees
exercise behavior (e.g., an employee may be more likely to exercise a share option shortly after it
becomes in-the-money if the option had been out-of-the-money for a long period of time). Exercise
behavior based on the evolution of the share price can be incorporated into a lattice model, but it is
generally impracticable to do so in a closedform model.
4. Blackout periods and other coexisting arrangements (such as agreements that allow for exercise to
automatically occur during blackout periods if certain conditions are satisfied) Blackout periods and
related arrangements generally cannot be incorporated into a closed-form option-pricing model, but
can be incorporated into a lattice valuation by precluding early-exercise behavior during blackout
periods. However, in most cases we do not believe that incorporating blackout periods into the
valuation of an option will have a significant effect on the valuation.
5. Employees ages, lengths of service, and home jurisdictions (i.e., domestic or foreign) These
factors often will be captured in historical early-exercise behavior by segmenting exercise data into
homogeneous groups (although as discussed further below, the SEC staff has indicated that in many
cases it may not be necessary to segment exercise behavior into more than one or two groups).
However, a material change in circumstances from those that existed when previous options were
granted may indicate that historical exercise behavior must be adjusted to take into account these
changes.
6. External data ASC 718-10-55-32 suggests that in some cases it may be appropriate to use
external data rather than internal employee exercise data to estimate employee-exercise behavior or
expected term. We agree that this may be appropriate in some circumstances, particularly for
companies that may not have sufficient historical information to develop reasonable expectations
about future exercise patterns. For instance, a company for which all outstanding grants have been
out of the money for a long period may simply not be able to observe any exercise behavior.
Similarly, younger companies may not possess enough history to perform a reasonable analysis of
past exercise behavior. In these cases, companies may have to look to the exercise history of
employees of similar companies that grant awards with similar terms (e.g., similar vesting provisions,
contractual term, and relationship of exercise price to grant-date fair value of the underlying stock)
to develop expectations of employee-exercise behavior. However, such data must be used with care
because a specific companys employees may differ in important ways from the employees included
in such external data. Accordingly, we generally believe the appropriate peer group data should be
used only if (a) sufficient internal data is not available, (b) there is reason to believe that the exercise
behavior of the similar companys employees is not unique to that company and their employees do
not exhibit unique demographic characteristics, or (c) the use of broader external data would not be
expected to materially impact the financial statements (e.g., because the period between vesting and
expiration is relatively short or if reasonably possible variations in the value would not materially
impact the financial statements). While there currently is limited publicly available data about
employee exercise patterns, valuation professionals and human resource consultants may have
access to relevant data. Additionally, we expect exercise data to become more broadly available in
the future. It should be noted that the use of another companys disclosed expected term is not an
appropriate substitute for an analysis of the underlying exercise data.
7. Aggregation by homogeneous employee groups ASC 718-10-55-34 provides that an entity shall
aggregate individual awards into relatively homogeneous groups with respect to exercise and
postvesting employment termination behaviors regardless of the valuation technique or model used
to estimate the fair value. While this sentence appears to require that option grants be stratified
among relatively homogeneous employee groups for purposes of employee stock option valuation,
it does not necessarily require stratification by specific employee demographic groups (e.g., by pay
levels) unless those demographic groups are expected to display materially different exercise
behavior. However, we often see significant differences between exercise behaviors of various
employee demographic groups and, therefore, in most cases would expect to see such stratification.
The number of employee groups that should be identified for purposes of employee stock option
valuation is a matter of judgment based on the degree of similarity of the behavior of various groups
of employees. To the extent that exercise behavior varies significantly, segmenting of employees
into separate groups generally would be required if it would be expected to result in a materially
different option valuation.
The SEC staff provided the following interpretive guidance that suggests that more than two
groupings usually would not be necessary to make a reasonable estimate of the fair value of
employee stock options:
Excerpt from SAB Topic 14.D.2
Question 4: FASB ASC paragraph 718-10-55-34 indicates that an entity shall aggregate individual
awards into relatively homogenous groups with respect to exercise and post-vesting employment
termination behaviors for the purpose of determining expected term, regardless of the valuation
technique or model used to estimate the fair value. How many groupings are typically considered
sufficient?
Interpretive response: As it relates to employee groupings, the staff believes that an entity may
generally make a reasonable fair value estimate with as few as one or two groupings.69
__________________________
69
7.3.1.1
The staff believes the focus should be on groups of employees with significantly different expected exercise behavior.
Academic research suggests two such groups might be executives and non-executives. A study by S. Huddart found
executives and other senior managers to be significantly more patient in their exercise behavior than more junior employees.
(Employee rank was proxied for by the number of options issued to that employee.) See S. Huddart, Patterns of stock option
exercise in the United States, in: J. Carpenter and D. Yermack, eds., Executive Compensation and Shareholder Value: Theory
and Evidence (Kluwer, Boston, MA, 1999), pp. 115-142. See also S. Huddart and M. Lang, Employee stock option exercises:
An empirical analysis, Journal of Accounting and Economics, 1996, pp. 5-43.
Exercise behavior under lattice models

As discussed above, a lattice model provides significant versatility in the description of exercise behavior.
Appendix E provides illustrations of how exercise behavior can be modeled using a lattice approach. The
factors to consider when modeling exercise behavior are described in Section 7.3.1. Generally, past
exercise behavior should serve as the starting point for determining expected exercise behavior. As
discussed above, past behavior should be analyzed, correlated to the various factors that are believed to
drive exercise behavior (e.g., the intrinsic value or moneyness of the option, the stock return since the
grant date, the time from vesting, and time to expiration) and used in conjunction with assumptions
about post-vesting forfeitures and cancellations to estimate the timing and amount of expected
exercises. However, significant changes in circumstances may indicate that past exercise behavior is not
indicative of expected exercise behavior and, in those circumstances, previous exercise behavior should
be adjusted to take into account the changes in circumstances.
Typically, we would expect exercise behavior to be modeled separately in a lattice model for exercises
and cancellations resulting from termination and other exercises. The employer would estimate expected
post-vesting termination rates (as previously discussed, pre-vesting forfeitures are incorporated into
compensation cost by reducing the number of awards that are recognized and do not impact the value
of the award) based on historical rates, considering how those rates may be expected to change in the
future, and assume early exercise, cancellation or expiration of options held by terminated employees.
When analyzing past exercise behavior to determine how various factors are correlated to nontermination option exercise behavior, options exercised after or shortly before termination should be
excluded from the data.
ASC 718 provides examples of the use of a lattice model in which exercise behavior is based on only two
factors, employee terminations and the moneyness of the option, as reflected by the use of a single
suboptimal exercise factor (a factor representing the value of the underlying stock as a multiple of the
exercise price of the option which, if achieved, results in exercise of the option). Not coincidentally,
corresponding with the issuance of ASC 718, certain vendors were selling software that performed
calculations based on a binomial approach that incorporated early-exercise behavior based on only these
two factors. While this software may still be available, products with the capability to incorporate other
relevant factors are commonly available.
We believe that the two-factor approach may be an overly simplistic approach to using a lattice model to
value an option and, in fact, may not necessarily result in a reasonable estimate of the fair value of an
option. For example, the examples presume that moneyness and early exercise are highly correlated.
We have noted instances in which this is not the case. At some companies, we have noted that exercise
behavior is correlated more to time. Specifically, we have seen that lower-level employees at some
companies tend to exercise their options shortly after vesting if there is even a modest amount of
intrinsic value in the options, while senior executives tend to exercise options at or near expiration.
Alternatively, the impact of an options moneyness on exercise behavior may change over time, such that
a greater amount of moneyness is required to induce employees to exercise early in the options term
(and forego significant time value), while less moneyness is required to induce exercise later in the term
as time value is smaller (this behavior can be modeled by, for example, using suboptimal exercise factors
that decline over time).
Relationships between exercise behavior and various factors can vary from company to company based
on the employers culture and policies for employee share ownership, the age and relative wealth of
employees, and other factors. Accordingly, we believe that when developing assumptions for earlyexercise behavior under a lattice model, the assumptions should be carefully developed based on those
factors that are most highly correlated to employee-exercise behavior, considering the interrelationship
of those factors. However, in some cases, provided that employee groups are appropriately segmented
into homogeneous groups, the approach illustrated in ASC 718 may provide a reasonable estimate of the
fair value of an employee stock option.
Further, the above points of view are not commentary on the Hull-White model, which is a lattice or
simulation model commonly employed in practice that uses a specified moneyness multiple as a trigger
for exercise, but includes no other indicators for early exercise. The sole consideration of moneyness is
an attribute of that particular model. In general, models should consider as many indicators of early
exercise that may be relevant and observable.
7.3.1.2
Expected term under the Black-Scholes-Merton formula

An estimate of expected term based on the types of inputs described in Section 7.3.1 can be used in a
Black-Scholes-Merton formula as well. However, the formula requires that only a single expected term
be used.
Again, the number of employee groups that should be segmented for purposes of employee stock option
valuation is a matter of judgment based on the degree of similarity of the behavior of the various groups.
To the extent that the exercise behavior is not similar, segmentation generally would be appropriate if it
would be expected to result in a materially different option valuation. However, as previously discussed,
the SEC staff believes that in many cases it would be unnecessary to segment employees into more than
two groups.
Determining a single expected term can be challenging, particularly for companies that are looking to
base their estimate on the periods their previous option grants were outstanding, which were highly
dependent on the circumstances that existed during that option period. For example, if a companys
stock price increased significantly during the option period (e.g., as would be the case for stock options
granted at certain companies at the beginning of a bull market), employees would have likely exercised
options very soon after vesting. Alternatively, if options were granted at the end of a bull market and the
stock price declined significantly after the grant date, the options would likely be exercised much later (if
ever). These relationships would exist because, as discussed previously, the moneyness of an option
can have a significant impact on exercise behavior. Accordingly, deriving a single expected term in these
situations involves considerable judgment. Some approaches that could be used to estimate the expected
term include:
Modeling or simulating exercise behavior based on a variety of stock price paths. This approach is
similar to the approach described above for incorporating exercise and termination behavior into a
lattice model. However, the result of the modeling is used to estimate a single expected term that is
then input into a closed-form model.
It should be noted that if this approach to estimating expected term is used, the modeling approach
will differ from that used in a lattice model for purposes of valuing an option. Specifically, a lattice
valuation is based on a risk-neutral framework in which all assets are assumed to return the risk-free
rate, and the stock price varies from that assumed upward drift based on the assumed expected
volatility. This approach is appropriate for purposes of option valuation because the upward drift
associated with the stock price paths in the lattice model is equal to the discount rate used to
calculate the present value of the terminal value of each price path. That is, any change from a riskfree rate for purposes of modeling stock price changes would be offset by using the same rate to
discount the terminal value to its present value on the measurement date.
For purposes of modeling employee exercise behavior, a risk-neutral framework is not an appropriate
assumption, because when employees decide whether or not to exercise an option they would not
assume a risk-free return on a risky asset. Accordingly, when modeling exercise behavior for purposes
of estimating expected term to be used in a Black-Scholes-Merton formula, a risk-adjusted lattice
framework can be used to project stock prices and estimate expected term. Alternatively, other riskadjusted approaches could be used to model stock price paths (e.g., Monte Carlo simulation).
Estimating expected term based on the period that previous options were outstanding. This approach
may be appropriate when a company has significant historical data that includes a variety of
different stock price paths, or when a company concludes that exercise behavior is correlated
primarily to time rather than stock price path. However, care should be used to ensure that the
analysis considers the fact that recently granted options remain outstanding and unexercised. That
is, if the company bases its expected term assumption on the average period options historically
have been outstanding, they would have to demonstrate the average is adjusted for the fact that
some options have only been outstanding for a short period of time and remain outstanding
(i.e., their life cycle is incomplete). If no adjustment is made for options that remain outstanding,
those options will inappropriately reduce the average period used to estimate expected term.
One method to adjust the average historical term for recently granted options is to assume that
those recently granted options will be exercised ratably from the date of the analysis (or the vesting
date, if later) to the contractual term (an approach similar to the simplified method of estimating
expected term described in SAB Topic 14.D.2) and include the resulting terms in the calculation of
the average expected time to exercise. However, if based on historical patterns this approach clearly
misrepresents exercise behavior, it may be more appropriate to analyze historical exercise patterns
and apply those patterns to options that remain outstanding to adjust the average. The issue of
partial life cycles is discussed further in Section 7.3.1, above.
Another similar and slightly more detailed approach is to apply the ratable exercise method just
described to the remaining outstanding options after applying the post-vesting forfeiture rate to the
outstanding balance as of the measurement date and after applying a probability of the options
expiring out-of-the-money. Under this method, details about expected forfeitures, departures and
current moneyness may make the estimate of expected life more meaningful.
Estimating term based on the expected terms of options granted by other, similar companies with
similarly structured awards. However, as discussed above this alternative likely will be available only
in limited circumstances.
Estimating expected term based on the SEC staffs simplified method described below.
The SEC staff provided the following interpretive guidance regarding the estimate of the expected term
for use in a Black-Scholes-Merton formula. This guidance generally is consistent with the guidance
described above.
Question 5: What approaches could a company use to estimate the expected term of its employee
share options?
Interpretive response: A company should use an approach that is reasonable and supportable under
FASB ASC Topic 718s fair value measurement objective, which establishes that assumptions and
measurement techniques should be consistent with those that marketplace participants would be likely
to use in determining an exchange price for the share options.70 If, in developing its estimate of
expected term, a company determines that its historical share option exercise experience is the best
estimate of future exercise patterns, the staff will not object to the use of the historical share option
exercise experience to estimate expected term.71
A company may also conclude that its historical share option exercise experience does not provide a
reasonable basis upon which to estimate expected term. This may be the case for a variety of reasons,
including, but not limited to, the life of the company and its relative stage of development, past or
expected structural changes in the business, differences in terms of past equity-based share option
grants,72 or a lack of variety of price paths that the company may have experienced.73
FASB ASC Topic 718 describes other alternative sources of information that might be used in those
cases when a company determines that its historical share option exercise experience does not provide
a reasonable basis upon which to estimate expected term. For example, a lattice model (which by
definition incorporates multiple price paths) can be used to estimate expected term as an input into a
Black-Scholes-Merton closed-form model.74 In addition, FASB ASC paragraph 718-10-55-32 states
expected term might be estimated in some other manner, taking into account whatever relevant and
supportable information is available, including industry averages and other pertinent evidence such as
published academic research. For example, data about exercise patterns of employees in similar
industries and/or situations as the companys might be used. While such comparative information may
not be widely available at present, the staff understands that various parties, including actuaries,
valuation professionals and others are gathering such data. [Footnotes 70 and 74 omitted]
__________________________
71
72
73
Historical share option exercise experience encompasses data related to share option exercise, postvesting termination, and
share option contractual term expiration.
For example, if a company had historically granted share options that were always in-the-money, and will grant at-the-money
options prospectively, the exercise behavior related to the in-the-money options may not be sufficient as the sole basis to form
the estimate of expected term for the at-the-money grants.
For example, if a company had a history of previous equity-based share option grants and exercises only in periods in which
the companys share price was rising, the exercise behavior related to those options may not be sufficient as the sole basis to
form the estimate of expected term for current option grants.
SEC staffs simplified method for estimating expected term

In SAB Topic 14, the SEC staff describes a simplified method to develop the estimate of the expected
term of a plain vanilla employee stock option. Under the simplified method, the expected term would
be presumed to be the mid-point between the vesting date and the end of the contractual term. The
language in SAB Topic 14 indicates that use of this approach, with appropriate disclosure, is permitted
for a plain vanilla29 employee stock option for which the value is estimated using a Black-ScholesMerton formula. At the time SAB Topic 14 was issued, the SEC staff believed that over time more
detailed external information about employee exercise behavior would become readily available. As a
result, SAB Topic 14 originally prohibited the use of the simplified method for options granted,
modified or settled after 31 December 2007. However, the SEC staff subsequently amended SAB Topic
14 and observed that an entity may be unable to rely on its historical data and alternative information,
such as exercise data for employees of other companies, is still not easily obtainable. As a result, the SEC
staff will continue to accept the use of the simplified method for estimating the expected term of plain
vanilla options in certain circumstances as described below.
Facts: Company E grants equity share options to its employees that have the following basic
characteristics:75
The share options are granted at-the-money;
Exercisability is conditional only on performing service through the vesting date;76
If an employee terminates service prior to vesting, the employee would forfeit the share options;
If an employee terminates service after vesting, the employee would have a limited time to
exercise the share options (typically 30-90 days); and
The share options are nontransferable and nonhedgeable.
Company E utilizes the Black-Scholes-Merton closed-form model for valuing its employee share options.
Question 6: As share options with these plain-vanilla characteristics have been granted in significant
quantities by many companies in the past, is the staff aware of any simple methodologies that can be
used to estimate expected term?
Interpretive Response: As noted above, the staff understands that an entity that is unable to rely on its
historical exercise data may find that certain alternative information, such as exercise data relating to
employees of other companies, is not easily obtainable. As such, some companies may encounter
difficulties in making a refined estimate of expected term. Accordingly, if a company concludes that its
historical share option exercise experience does not provide a reasonable basis upon which to estimate
expected term, the staff will accept the following simplified method for plain vanilla options
consistent with those in the fact set above: expected term = ((vesting term + original contractual term)
/ 2). Assuming a ten year original contractual term and graded vesting over four years (25% of the
options in each grant vest annually) for the share options in the fact set described above, the resultant
expected term would be 6.25 years.77 Academic research on the exercise of options issued to
executives provides some general support for outcomes that would be produced by the application of
this method.78
29
The assessment of whether an award is plain vanilla must be made at the modification date for an award that is modified.
Accordingly, if the option is not at-the-money on the modification date, the SEC staffs simplified method cannot be used to
estimate the incremental fair value resulting from the modification.
Examples of situations in which the staff believes that it may be appropriate to use this simplified
method include the following:
A company does not have sufficient historical exercise data to provide a reasonable basis upon
which to estimate expected term due to the limited period of time its equity shares have been
publicly traded.
A company significantly changes the terms of its share option grants or the types of employees
that receive share option grants such that its historical exercise data may no longer provide a
reasonable basis upon which to estimate expected term.
A company has or expects to have significant structural changes in its business such that its
historical exercise data may no longer provide a reasonable basis upon which to estimate
expected term.
The staff understands that a company may have sufficient historical exercise data for some of its
share option grants but not for others. In such cases, the staff will accept the use of the simplified
method for only some but not all share option grants. The staff also does not believe that it is
necessary for a company to consider using a lattice model before it decides that it is eligible to use this
simplified method. Further, the staff will not object to the use of this simplified method in periods prior
to the time a company's equity shares are traded in a public market.
If a company uses this simplified method, the company should disclose in the notes to its financial
statements the use of the method, the reason why the method was used, the types of share option
grants for which the method was used if the method was not used for all share option grants, and the
periods for which the method was used if the method was not used in all periods. Companies that have
sufficient historical share option exercise experience upon which to estimate expected term may not
apply this simplified method. In addition, this simplified method is not intended to be applied as a
benchmark in evaluating the appropriateness of more refined estimates of expected term.
Also, as noted above in Question 5, the staff believes that more detailed external information about
exercise behavior will, over time, become readily available to companies. As such, the staff does not
expect that such a simplified method would be used for share option grants when more relevant
detailed information becomes widely available. [Emphasis added]
__________________________
75
Employee share options with these features are sometimes referred to as plain-vanilla options.
76
In this fact pattern the requisite service period equals the vesting period.
77
Calculated as [[[1 year vesting term (for the first 25% vested) plus 2 year vesting term (for the second 25% vested) plus 3 year
vesting term (for the third 25% vested) plus 4 year vesting term (for the last 25% vested)] divided by 4 total years of vesting]
plus 10 year contractual life] divided by 2; that is, (((1+2+3+4)/4) + 10) /2 = 6.25 years.
78
J.N. Carpenter, The exercise and valuation of executive stock options, Journal of Financial Economics, 1998, pp.127-158
studies a sample of 40 NYSE and AMEX firms over the period 1979-1994 with share option terms reasonably consistent to
the terms presented in the fact set and example. The mean time to exercise after grant was 5.83 years and the median was
6.08 years. The mean time to exercise is shorter than expected term since the studys sample included only exercised
options. Other research on executive options includes (but is not limited to) J. Carr Bettis; John M. Bizjak; and Michael L.
Lemmon, Exercise behavior, valuation, and the incentive effects of employee stock options, forthcoming in the Journal of
Financial Economics. One of the few studies on nonexecutive employee options the staff is aware of is S. Huddart, Patterns of
stock option exercise in the United States, in: J. Carpenter and D. Yermack, eds., Executive Compensation and Shareholder
Value: Theory and Evidence (Kluwer, Boston, MA, 1999), pp. 115-142.
7.3.1.3
Expected term of awards with graded vesting

An option may specify multiple vesting dates, commonly referred to as graded vesting, in which specified
tranches of the option vest on different dates. For example, an option grant may be subject to graded
vesting over four years, in which 25% of the award vests at the end of each of the next four years. In
such a circumstance, because each of the four tranches becomes exercisable on a different date, each
tranche could have a different expected term. Case B of ASC 718 (paragraphs ASC-20-55-25 through
55-34) (included in Section 4.4.1.6) illustrates two methods that can be used to value an option subject
to graded vesting:
As separate awards corresponding to each vesting tranche ASC 718-20-55-29 illustrates the valuation
of an award subject to graded vesting using a lattice model in which exercise behavior was modeled
separately for each vesting tranche, resulting in a different estimated fair value for each tranche.
As a single award with a single average expected term ASC 718-20-55-32 provides that, in the same
example, the employer also could use a single weighted-average expected life to value the entire award
and arrive at a different amount of total compensation cost. While this approach may result in a less
accurate estimate of value, the difference may not be significant for employee groups that tend to hold
options well beyond the vesting date. Further, it simplifies the tracking of recognized compensation cost
for purposes of adjusting deferred tax assets to the actual tax benefit realized for the award.
7.3.2
Expected stock volatility

Glossary
718-10-20
Volatility
A measure of the amount by which a financial variable such as a share price has fluctuated (historical
volatility) or is expected to fluctuate (expected volatility) during a period. Volatility also may be defined
as a probability-weighted measure of the dispersion of returns about the mean. The volatility of a share
price is the standard deviation of the continuously compounded rates of return on the share over a
specified period. That is the same as the standard deviation of the differences in the natural logarithms
of the stock prices plus dividends, if any, over the period. The higher the volatility, the more the returns
on the shares can be expected to vary up or down. Volatility is typically expressed in annualized terms.
Much of the value of a stock option is derived from its potential for appreciation. The more volatile the
stock, the more valuable the option because of the greater possibility of significant positive changes in
share price.
Volatility is not the same as a stocks beta. Beta measures a stocks price fluctuation relative to the
average market fluctuation, and is not the measure used in an option-pricing model. Volatility is a
measure of a stock prices variability over time.
As discussed above, volatility is measured by the standard deviation of a statistical (or probability)
distribution. The larger the standard deviation in relation to the average price level, the more variable the
price. In simpler terms, an annualized volatility of 30% means that the probability that the year-end stock
price will be within 30% of the stock price at the beginning of the year is approximately two-thirds
(statistically, one standard deviation). Conversely, there is a probability of approximately one-third that
the year-end stock price will fall outside that range.
ASC 718 does not prescribe a method to estimate expected volatility, but does describe in ASC 718-1055-37 certain factors to consider in estimating expected volatility. Those factors are described below.
Companies should consider all relevant available data when estimating expected volatility.
7.3.2.1
Historical realized volatility

Historical realized volatility is a calculation of volatility based on historical stock prices during a period of
time. We contrast historical realized volatility with implied volatility, which we will discuss in Section
7.3.2.2, below. Historical realized volatility often is the starting point in estimating expected volatility.
ASC 718 provides the following factors for companies to consider in estimating expected volatility:

718-10-55-37(a)
Volatility of the share price, including changes in that volatility and possible mean reversion of that
volatility. Mean reversion refers to the tendency of a financial variable, such as volatility, to revert to
some long-run average level. Statistical models have been developed that take into account the meanreverting tendency of volatility. In computing historical volatility, for example, an entity might
disregard an identifiable period of time in which its share price was extraordinarily volatile because of a
failed takeover bid if a similar event is not expected to recur during the expected or contractual term.
If an entitys share price was extremely volatile for an identifiable period of time, due to a general
market decline, that entity might place less weight on its volatility during that period of time because
of possible mean reversion. Volatility over the most recent period is generally commensurate with
either of the following:
7.3.2.1.1
1.
The contractual term of the option if a lattice model is being used to estimate fair value
2.
The expected term of the option if a closed-form model is being used. An entity might evaluate
changes in volatility and mean reversion over that period by dividing the contractual or expected
term into regular intervals and evaluating evolution of volatility through those intervals.
Length of measurement period

ASC 718 indicates that historical realized volatility should be measured over a period commensurate
with the expected (if a closed-form model is used) or contractual (if a lattice model is used) term of an
employee stock option. As discussed below, the SEC staff believes that registrants may calculate
historical realized volatility over a longer term than the expected or contractual term if the use of a
longer term is expected to result in a better estimate of expected volatility. For example, it may be
appropriate to use data over a longer term if volatility was unusually high for the historical period equal
to the expected term and the registrant believes the high-volatility period to be an anomaly but, as
discussed below, does not have a basis to exclude that period from the calculation. However, a period of
time equal in length to the expected or contractual term generally should serve as the starting point for
the estimate.

2.
Amount of historical data -
FASB ASC subparagraph 718-10-55-37(a) indicates entities should consider historical volatility over a
period generally commensurate with the expected or contractual term, as applicable, of the share
option. The staff believes Company B could utilize a period of historical data longer than the expected
or contractual term, as applicable, if it reasonably believes the additional historical information will
improve the estimate. For example, assume Company B decided to utilize a Black-Scholes-Merton
closed-form model to estimate the value of the share options granted on January 2, 20X6 and
determined that the expected term was six years. Company B would not be precluded from using
historical data longer than six years if it concludes that data would be relevant.
7.3.2.1.2
Excluding periods from measurement of historical realized volatility

ASC 718-10-55-37(a) states that in computing historical volatility, an entity might disregard an
identifiable period of time in which its share price was extraordinarily volatile because of a failed takeover
bid if a similar event is not expected to recur during the expected or contractual term. That is, it may be
reasonable to exclude the volatility from a period if both of the following conditions are met:
The volatility resulted from an event or transaction that is specific to the company (it often will be
difficult to ascertain whether the volatility resulted from a specific event or transaction) and
The event or transaction is not reasonably expected to occur again during the contractual term (if a
lattice model is used) or estimated term (if a Black-Scholes-Merton formula is used) of the option.
ASC 718-10-55-37(a) also states that if an entitys share price was extremely volatile for an identifiable
period of time, due to a general market decline, that entity might place less weight on its volatility during
that period of time because of possible mean reversion. We believe that reducing (or in rare circumstances
eliminating) the weighting of volatility during a specified period (e.g., the tech bubble of the late 1990s)
generally is appropriate only if it is possible to objectively determine through other volatility data (see
below) that the market expects volatility in the future to revert to a mean that will differ materially from
the volatility during the specified period. For example, this might be the case if the company has sufficient
implied volatility data of its stock as described in Section 7.3.2.2 (or, potentially, of guideline companies,
as discussed in Section 7.3.2.5) that demonstrates the markets view of expected volatility differs
significantly from the specified period of historical realized volatility (in which case it may conclude that it
should rely primarily on implied volatilities in estimating expected volatility). Additionally, it may be able to
support mean reversion by dividing the contractual or expected term into regular intervals and evaluating
evolution of volatility through those intervals or through other econometric means.
The SEC staff provided the following guidance regarding excluding historical periods from the calculation
of realized volatility:

5.
Exclusion of periods of historical data -
In some instances, due to a companys particular business situations, a period of historical volatility
data may not be relevant in evaluating expected volatility.45 In these instances, that period should be
disregarded. The staff believes that if Company B disregards a period of historical volatility, it should
be prepared to support its conclusion that its historical share price during that previous period is not
relevant to estimating expected volatility due to one or more discrete and specific historical events and
that similar events are not expected to occur during the expected term of the share option. The staff
believes these situations would be rare. [Footnote 45 omitted, Emphasis added]
For example, a large merger or spin-off that fundamentally changes the risk profile of a company might
justify excluding periods of historical realized volatility, but the volatility of the overall stock market, for
technology-based stocks, for example, during the late 1990s and early 2000s, would not be considered a
company specific event that would justify excluding such a period from the calculation of historical
realized volatility.
If a company believes that historical realized volatility is not indicative of expected volatility, but it cannot
justify excluding periods of historical realized volatility because there were not significant company
specific events that justify excluding those periods, it may place greater weight on implied volatility (and
perhaps rely exclusively on implied volatility) if there is sufficient trading volume in its options and certain
other criteria are met (Section 7.3.2.2 discusses considerations for determining the extent to which
implied volatility data can serve as the basis for the estimate of expected volatility and Section 7.3.2.7
discusses weighting the various considerations (e.g., historical realized volatility and implied volatility)) in
estimating expected volatility.
SAB Topic 14 also clarifies that historical realized volatility may not be an appropriate indicator of expected
volatility if marketplace participants anticipate future significant changes in the companys business:

4.
Consideration of future events -
The objective in estimating expected volatility is to ascertain the assumptions that marketplace
participants would likely use in determining an exchange price for an option.44 Accordingly, the staff
believes that Company B should consider those future events that it reasonably concludes a
marketplace participant would also consider in making the estimation. For example, if Company B has
recently announced a merger with a company that would change its business risk in the future, then it
should consider the impact of the merger in estimating the expected volatility if it reasonably believes
a marketplace participant would also consider this event. [ Footnote 44 omitted]
Finally, the SEC staff provided the following interpretive guidance on calculating historical realized
volatility, in which the staff clarified that methods of calculating historical realized volatility that place
significantly greater reliance on more recent periods than earlier periods are not appropriate:

1.
Method of computing historical volatility -
The staff believes the method selected by Company B to compute its historical volatility should
produce an estimate that is representative of Company Bs expectations about its future volatility over
the expected (if using a Black-Scholes-Merton closed-form model) or contractual (if using a lattice
model) term39 of its employee share options. Certain methods may not be appropriate for longer
term employee share options if they weight the most recent periods of Company Bs historical
volatility much more heavily than earlier periods.40 For example, a method that applies a factor to
certain historical price intervals to reflect a decay or loss of relevance of that historical information
emphasizes the most recent historical periods and thus would likely bias the estimate to this recent
history.41 [Footnote 39 omitted, Emphasis added]
__________________________
40
FASB ASC subparagraph 718-10-55-37(a) states that entities should consider historical volatility over a period generally
commensurate with the expected or contractual term, as applicable, of the share option. Accordingly, the staff believes
methods that place extreme emphasis on the most recent periods may be inconsistent with this guidance.
41
Generalized Autoregressive Conditional Heteroskedasticity (GARCH) is an example of a method that demonstrates this
characteristic.
7.3.2.2
Implied volatilities
Implied volatilities generally are calculated using a Black-Scholes-Merton formula by including the trading
price (i.e., the fair value of the exchange traded option) and other assumptions in the formula and solving
for volatility. ASC 718-10-55-37(b) indicates that the estimate of expected volatility should consider the
implied volatility of the share price determined from the market prices of traded options or other traded
financial instruments such as outstanding convertible debt, if any.
When estimating expected volatility of an employee stock option, implied volatilities would be weighted
more to the extent that the options are traded actively and include a variety of option terms to expiration
that would allow the construction of a volatility curve (similar to a yield curve for interest rates). If the
terms of the traded options are limited (e.g., the maximum term of traded options is less than one year),
and it is not possible to construct a volatility curve, it may be difficult to use current implied volatilities as
a basis for estimating the expected volatility for use in the valuation of an employee stock option because
the term of the employee stock option typically is significantly longer than that of traded options (terms
of traded options typically range from as little as a month to a year or two, and in rare circumstances up
to four years).
Companies that can observe sufficiently extensive trading of options on the companys stock should
consider whether it is appropriate to place greater weight on implied volatilities than on historical realized
volatilities when developing a term structure of expected volatility. Implied volatilities of options with
appropriate terms likely are better indicators of market participants expectations about future volatility.
The SEC staff provided the following interpretive guidance to assist registrants in determining the degree
of reliance to place on implied volatilities when estimating expected volatility:
Question 3: What should Company B consider when evaluating the extent of its reliance on the implied
volatility derived from its traded options?
Interpretive response: To achieve the objective of estimating expected volatility as stated in FASB
ASC paragraphs 718-10-55-35 through 718-10-55-41, the staff believes Company B generally should
consider the following in its evaluation
1.
Volume of market activity -
The staff believes Company B should consider the volume of trading in its underlying shares as well as
the traded options. For example, prices for instruments in actively traded markets are more likely to
reflect a marketplace participants expectations regarding expected volatility.
2.
Synchronization of the variables -
Company B should synchronize the variables used to derive implied volatility. For example, to the
extent reasonably practicable, Company B should use market prices (either traded prices or the
average of bid and asked quotes) of the traded options and its shares measured at the same point in
time. This measurement should also be synchronized with the grant of the employee share options;
however, when this is not reasonably practicable, the staff believes Company B should derive implied
volatility as of a point in time as close to the grant of the employee share options as reasonably
practicable.
3.
Similarity of the exercise prices -
The staff believes that when valuing an at-the-money employee share option, the implied volatility
derived from at- or near-the-money traded options generally would be most relevant.47 If, however, it
is not possible to find at- or near-the- money traded options, Company B should select multiple traded
options with an average exercise price close to the exercise price of the employee share option.48
4.
Similarity of length of terms -
The staff believes that when valuing an employee share option with a given expected or contractual
term, as applicable, the implied volatility derived from a traded option with a similar term would be the
most relevant. However, if there are no traded options with maturities that are similar to the share
options contractual or expected term, as applicable, then the staff believes Company B could consider
traded options with a remaining maturity of six months or greater.49 However, when using traded
options with a term of less than one year,50 the staff would expect the company to also consider other
relevant information in estimating expected volatility. In general, the staff believes more reliance on
the implied volatility derived from a traded option would be expected the closer the remaining term of
the traded option is to the expected or contractual term, as applicable, of the employee share option.
The staff believes Company Bs evaluation of the factors above should assist in determining whether
the implied volatility appropriately reflects the markets expectations of future volatility and thus the
extent of reliance that Company B reasonably places on the implied volatility.
__________________________
47
Implied volatilities of options differ systematically over the moneyness of the option. This pattern of implied volatilities across
exercise prices is known as the volatility smile or volatility skew. Studies such as Implied Volatility by Stewart Mayhew,
Financial Analysts Journal, July-August 1995, have found that implied volatilities based on near-the-money options do as well
as sophisticated weighted implied volatilities in estimating expected volatility. In addition, the staff believes that because nearthe money options are generally more actively traded, they may provide a better basis for deriving implied volatility.
48
The staff believes a company could use a weighted-average implied volatility based on traded options that are either in-themoney or out-of-the-money. For example, if the employee share option has an exercise price of $52, but the only traded
options available have exercise prices of $50 and $55, then the staff believes that it is appropriate to use a weighted average
based on the implied volatilities from the two traded options; for this example, a 40% weight on the implied volatility calculated
from the option with an exercise price of $55 and a 60% weight on the option with an exercise price of $50.
49
The staff believes it may also be appropriate to consider the entire term structure of volatility provided by traded options with
a variety of remaining maturities. If a company considers the entire term structure in deriving implied volatility, the staff would
expect a company to include some options in the term structure with a remaining maturity of six months or greater.
50
The staff believes the implied volatility derived from a traded option with a term of one year or greater would typically not be
significantly different from the implied volatility that would be derived from a traded option with a significantly longer term.
We understand that some valuation professionals also consider historical implied volatilities (i.e., implied
volatilities of exchange-traded options based on quoted prices over an extended period of time) in
estimating expected volatility. Those valuation professionals believe that it may be appropriate to
consider historical implied volatilities because current spot implied volatilities are derived from options
with a significantly shorter term than the typical employee stock option, and those spot implied
volatilities may not appropriately capture the tendency of implied volatility to revert to a long-term mean.
Consideration of historical implied volatilities may more appropriately capture the long-term meanvolatility, which spot implied volatility for an option with a long term to expiration might be expected to
approach if such an option were observable. We understand from discussions with the SEC staff that the
requirements discussed under the heading 2. Synchronization of the Variables, above, were not
intended to preclude such an approach to estimating expected volatility.
ASC 718 indicates that the implied volatility of convertible debt may be considered in estimating
expected volatility. However, we think this approach often would not be appropriate. Our view is based
on the fact that convertible debt instruments include multiple types of risk (e.g., interest rate, credit,
and equity) and, therefore, the volatility of the trading price of convertible debt includes volatilities
associated with all of these risks. Further, because of the complex features typically found in convertible
debt instruments (e.g., put options, call options, contingent interest, contingent conversion, and various
adjustments to the conversion price), it is difficult to bifurcate and value the embedded written call on
the companys shares for purposes of calculating the implied stock price volatility as described earlier for
traded options. This view appears to be somewhat consistent with the view expressed by the SEC staff,
as described in footnote 37 of SAB Topic 14, wherein the SEC staff indicated that:
The staff believes implied volatility derived from embedded options can be utilized in determining
expected volatility if, in deriving the implied volatility, the company considers all relevant features of
the instruments (e.g., value of the host instrument, value of the option, etc.). The staff believes the
derivation of implied volatility from other than simple instruments (e.g., a simple convertible bond)
can, in some cases, be impracticable due to the complexity of multiple features. [Footnote 37]
7.3.2.3
Changes in corporate structure and capital structure

ASC 718-10-55-37(e) indicates that an entitys capital structure also may affect expected volatility. For
example, highly leveraged entities tend to have higher volatilities. Therefore, if the corporate or capital
structure has changed significantly, historical realized volatilities prior to the change may not be
representative of expected volatility after the change, requiring a greater weighting on post-change data
(see also the discussion Sections 7.3.2.4 and 7.3.2.7).
7.3.2.4
Limitations on availability of historical data

ASC 718-10-55-37(c) indicates that for public companies, if the length of time the entitys shares have
been publicly traded is shorter than the expected or contractual term of the option, the volatility for the
longest period for which trading activity is available generally should be used. However, if the period for
which the availability of data is very short (e.g., less than two years, as discussed in SAB Topic 14.D,
footnote 64, reproduced in Section 7.3.2.5), it may not be appropriate to use the entitys historical data
in estimating expected volatility and the use of historical or current data for guideline companies, as
described in Section 7.3.2.5, may be appropriate.
7.3.2.5
Guideline companies
ASC 718-10-55-37(c) indicates that a newly public entity also might consider the expected volatility of
similar entities (often characterized as guideline companies). The paragraph indicates that in evaluating
similarity, an entity would likely consider factors such as industry, stage of life cycle, size, and financial
leverage. In other words, use of historical realized volatilities or implied volatilities of guideline companies
may be appropriate if those companies are comparable to the entity in most significant respects. Similarly,
ASC 718-10-55-37(c) provides that [a] nonpublic entity might base its expected volatility on the
expected volatilities of entities that are similar except for having publicly traded securities.
We generally believe (as does the SEC staff, as described in the portion of SAB Topic 14 reproduced
below) that in looking to guideline companies, it is more appropriate to base the estimate of expected
volatility on the volatility data of individual companies rather than the volatility of an index, even a
relatively narrow industry index. We believe this because there is an element of diversification in any
index that will reduce the volatility of that index as compared to its constituent components. For
example, if an index consisted of only two companies and an upward movement of one stock is matched
by an equal downward movement in the other stock, the overall movement of the index would be zero,
and volatility for the index would be zero, even though the relative changes in the stock prices of the
component companies may have been very significant. Accordingly, it is more appropriate to calculate
the individual volatilities of the two stocks and use some means to weight their respective volatilities
(e.g., by averaging their volatilities).
We believe that many nonpublic companies will be able to identify appropriate guideline companies to
estimate their expected volatility and, therefore, it will not be necessary for these companies to use the
calculated value method (based on the volatility of an appropriate index) available only to nonpublic
companies.
The SEC staff provided the following additional interpretive guidance on the use of expected volatilities of
guideline companies:
Facts: Company C is a newly public entity with limited historical data on the price of its publicly traded
shares and no other traded financial instruments. Company C believes that it does not have sufficient
company specific information regarding the volatility of its share price on which to base an estimate of
expected volatility.
Question 6: What other sources of information should Company C consider in order to estimate the
expected volatility of its share price?
Interpretive Response: FASB ASC Topic 718 provides guidance on estimating expected volatility for
newly public and nonpublic entities that do not have company specific historical or implied volatility
information available.59 Company C may base its estimate of expected volatility on the historical,
expected or implied volatility of similar entities whose share or option prices are publicly available. In
making its determination as to similarity, Company C would likely consider the industry, stage of life
cycle, size and financial leverage of such other entities.60
The staff would not object to Company C looking to an industry sector index (e.g., NASDAQ Computer
Index) that is representative of Company Cs industry, and possibly its size, to identify one or more
similar entities.61 Once Company C has identified similar entities, it would substitute a measure of the
individual volatilities of the similar entities for the expected volatility of its share price as an assumption
in its valuation model.62 Because of the effects of diversification that are present in an industry sector
index, Company C should not substitute the volatility of an index for the expected volatility of its share
price as an assumption in its valuation model.63
After similar entities have been identified, Company C should continue to consider the volatilities of
those entities unless circumstances change such that the identified entities are no longer similar to
Company C. Until Company C has sufficient information available, the staff would not object to
Company C basing its estimate of expected volatility on the volatility of similar entities for those
periods for which it does not have sufficient information available.64 Until Company C has either a
sufficient amount of historical information regarding the volatility of its share price or other traded
financial instruments are available to derive an implied volatility to support an estimate of expected
volatility, it should consistently apply a process as described above to estimate expected volatility
based on the volatilities of similar entities.65 [Footnotes 59, 60, 62, 63 and 65 omitted]
__________________________
7.3.2.6
61
If a company operates in a number of different industries, it could look to several industry indices. However, when considering
the volatilities of multiple companies, each operating only in a single industry, the staff believes a company should take into
account its own leverage, the leverages of each of the entities, and the correlation of the entities stock returns.
64
FASB ASC paragraph 718-10-55-37. The staff believes that at least two years of daily or weekly historical data could provide
a reasonable basis on which to base an estimate of expected volatility if a company has no reason to believe that its future
volatility will differ materially during the expected or contractual term, as applicable, from the volatility calculated from this
past information. If the expected or contractual term, as applicable, of a share option is shorter than two years, the staff
believes a company should use daily or weekly historical data for at least the length of that applicable term.
Historical data intervals

ASC 718-10-55-37(d) provides that if an entity considers historical volatility in estimating expected
volatility, it should use intervals that are appropriate based on the facts and circumstances and that
provide the basis for a reasonable fair value estimate. For example, a publicly traded entity would likely
use daily price observations, while a nonpublic entity with shares that occasionally change hands at
negotiated prices might use monthly price observations.
Additionally, SAB Topic 14 provides guidance regarding the intervals to be used. The guidance in SAB
Topic 14 suggests that the example discussed in ASC 718-10-55-37(d) of public companies using daily
price observations may not be absolutely necessary if the company measured historical realized volatility
over a sufficient period such that a sufficient number of data points are considered.

3.
Frequency of price observations -
FASB ASC subparagraph 718-10-55-37(d) indicates an entity should use appropriate and regular
intervals for price observations based on facts and circumstances that provide the basis for a
reasonable fair value estimate. Accordingly, the staff believes Company B should consider the
frequency of the trading of its shares and the length of its trading history in determining the
appropriate frequency of price observations. The staff believes using daily, weekly or monthly price
observations may provide a sufficient basis to estimate expected volatility if the history provides
enough data points on which to base the estimate.42 Company B should select a consistent point in
time within each interval when selecting data points.43
_______________________
42
Further, if shares of a company are thinly traded the staff believes the use of weekly or monthly price observations would
generally be more appropriate than the use of daily price observations. The volatility calculation using daily observations for
such shares could be artificially inflated due to a larger spread between the bid and asked quotes and lack of consistent trading
in the market.
43
FASB ASC paragraph 718-10-55-40 states that a company should establish a process for estimating expected volatility and
apply that process consistently from period to period. In addition, FASB ASC paragraph 718-10-55-27 indicates that
assumptions used to estimate the fair value of instruments granted to employees should be determined in a consistent
manner from period to period.
Additional guidance on the appropriate intervals to measure historical realized volatility is provided in
footnote 56 of SAB Topic 14 (see Section 7.3.2.7.2) in which the SEC staff indicates that if less than
three years of historical stock price movements are used as the basis for the estimate of expected
volatility, monthly observations would not provide a sufficient amount of data (and, therefore, daily or
weekly observations should be used). Further, for large capitalization companies that are actively traded,
we believe it would generally be inappropriate to use other than daily price intervals to calculate
historical realized volatility.
7.3.2.6.1
Method of measuring historical realized volatility

Questions sometimes arise regarding the mechanics of calculating historical realized volatility. For
example, most companies calculate realized historical or implied volatility based on closing stock or
option prices at the end of the day of measurement (whether that measurement is done on a daily,
weekly, or monthly basis). If companies wish to deviate from the typical practice of measuring volatility
based on closing stock or option prices, they should carefully consider the following remarks of the SEC
staff at the 2005 AICPA National Conference on Current SEC and PCAOB Developments [5 December
2005 Speech by Alison T. Spivey, Associate Chief Accountant, Office of the Chief Accountant, U.S.
Securities and Exchange Commission]:
However, I do want to mention that we are aware that there are many methods available out there
for companies to utilize in computing historical volatility.
When evaluating the alternative methods, we would encourage companies to keep in mind the
objective as stated in Statement 123R [Topic 718] to ascertain the assumption about expected
volatility that marketplace participants would likely use in determining an exchange price for an
option.3 The staff expects companies to make good faith efforts to determine an appropriate
estimate of expected volatility as one of the key assumptions used in determining a reasonable fair
value estimate.
We have become aware of two methods for computing historical volatility that we believe will not
meet this expectation. The first method is one that weighs the most recent periods of historical
volatility much more heavily than earlier periods. The second method relies solely on using the
average value of the daily high and low share prices to compute volatility. While we understand that
we may not be aware of all of the methods that currently exist today and that others may be
developed in the future, we would like to remind companies to keep in mind the objective in
Statement 123R when choosing the appropriate method. [Footnote 3 omitted]
7.3.2.7
Weighting of items for consideration

All of the above factors should be considered and, to the extent possible, reconciled in estimating
expected volatility. However, in some cases, it may be reasonable to exclude certain factors from the
analysis of expected volatility. For example, if a company has very limited trading in options and,
therefore, limited implied volatility data, it may conclude that implied volatility data should not be
included in the analysis and rely primarily on historical realized volatility data. Conversely, if a company
has extensive implied volatility data, it may conclude that such data provides the best indication of the
views of market participants and exclude historical realized volatility data from the analysis. However,
the company should consider all of the above factors and eliminate a factor only after careful
consideration of all of the facts and circumstances.
The SEC staff also has provided the following additional interpretive guidance on how to consider the
above factors in estimating expected volatility:
Facts: Company B is a public entity whose common shares have been publicly traded for over twenty
years. Company B also has multiple options on its shares outstanding that are traded on an exchange
(traded options). Company B grants share options on January 2, 20X6.
Question 1: What should Company B consider when estimating expected volatility for purposes of
measuring the fair value of its share options?
Interpretive response: FASB ASC Topic 718 does not specify a particular method of estimating
expected volatility. However, the Statement does clarify that the objective in estimating expected
volatility is to ascertain the assumption about expected volatility that marketplace participants would
likely use in determining an exchange price for an option.32 FASB ASC Topic 718 provides a list of
factors entities should consider in estimating expected volatility.33 Company B may begin its process of
estimating expected volatility by considering its historical volatility.34 However, Company B should also
then consider, based on available information, how the expected volatility of its share price may differ
from historical volatility.35 Implied volatility36 can be useful in estimating expected volatility because it
is generally reflective of both historical volatility and expectations of how future volatility will differ
from historical volatility.
The staff believes that companies should make good faith efforts to identify and use sufficient
information in determining whether taking historical volatility, implied volatility or a combination of both
into account will result in the best estimate of expected volatility. The staff believes companies that have
appropriate traded financial instruments from which they can derive an implied volatility should generally
consider this measure. The extent of the ultimate reliance on implied volatility will depend on a
companys facts and circumstances; however, the staff believes that a company with actively traded
options or other financial instruments with embedded options37 generally could place greater (or even
exclusive) reliance on implied volatility. (See the Interpretive Responses to Questions 3 and 4 below.)
The process used to gather and review available information to estimate expected volatility should be
applied consistently from period to period. When circumstances indicate the availability of new or
different information that would be useful in estimating expected volatility, a company should
incorporate that information. [Footnotes 32, 33, 34, 35, 36 and 37 omitted.]
7.3.2.7.1
Exclusive reliance on implied volatility

The SEC staff provided the following guidance on when it would not object to exclusive reliance on
implied volatilities in estimating expected volatility.
Question 4: Are there situations in which it is acceptable for Company B to rely exclusively on either
implied volatility or historical volatility in its estimate of expected volatility?
Interpretive response: As stated above, FASB ASC Topic 718 does not specify a method of estimating
expected volatility; rather, it provides a list of factors that should be considered and requires that an
entitys estimate of expected volatility be reasonable and supportable.51 Many of the factors listed in
FASB ASC Topic 718 are discussed in Questions 2 and 3 above. The objective of estimating volatility,
as stated in FASB ASC Topic 718, is to ascertain the assumption about expected volatility that
marketplace participants would likely use in determining a price for an option.52 The staff believes that
a company, after considering the factors listed in FASB ASC Topic 718, could, in certain situations,
reasonably conclude that exclusive reliance on either historical or implied volatility would provide an
estimate of expected volatility that meets this stated objective.
The staff would not object to Company B placing exclusive reliance on implied volatility when the
following factors are present, as long as the methodology is consistently applied:
Company B utilizes a valuation model that is based upon a constant volatility assumption to value
its employee share options;53
The implied volatility is derived from options that are actively traded;
The market prices (trades or quotes) of both the traded options and underlying shares are
measured at a similar point in time to each other and on a date reasonably close to the grant date
of the employee share options; [As discussed at the beginning of this Section, we understand that
the requirement to synchronize variables was not intended by the SEC staff to preclude the use of
historical realized volatilities in estimating expected volatility.]
The traded options have exercise prices that are both (a) near-the-money and (b) close to the
exercise price of the employee share options; 54 and
The remaining maturities of the traded options on which the estimate is based are at least one
year. [Footnotes 51-52 omitted]
__________________________
53
FASB ASC paragraphs 718-10-55-18 and 718-10-55-39 discuss the incorporation of a range of expected volatilities into
option pricing models. The staff believes that a company that utilizes an option pricing model that incorporates a range of
expected volatilities over the options contractual term should consider the factors listed in FASB ASC Topic 718, and those
discussed in the Interpretive Responses to Questions 2 and 3 above, to determine the extent of its reliance (including exclusive
reliance) on the derived implied volatility.
54
When near-the-money options are not available, the staff believes the use of a weighted-average approach, as noted in a
previous footnote, may be appropriate.
The SEC staff indicated it would not object to the exclusive reliance on implied volatilities to estimate
expected volatility if the above criteria are met. However, we believe that there may be other
circumstances in which the exclusive reliance on implied volatilities may be reasonable, and do not
believe the SEC staff intended to require that all these conditions be met whenever expected volatility is
estimated based exclusively on implied volatility (although the SEC staff may comment on the exclusive
reliance on implied volatility in other circumstances and expect thorough support for the companys
conclusion). For example, assume a company uses a term structure of expected volatility in a lattice or
simulation and has rich implied volatility data for options with terms up to nine months. Based on the
volatility curve constructed through nine months, the company notes that the volatility curve is relatively
flat for the six to nine month periods (i.e., options with terms in this range have similar implied
volatilities). Accordingly, based on advice from its valuation adviser (who has experience constructing
volatility curves for many other companies), the company may reasonably conclude that the term
structure of volatility remains flat after nine months and uses the resulting term structure in its lattice or
simulation. We believe that in this circumstance it may be reasonable to rely exclusively on implied
volatility in estimating expected volatility.
7.3.2.7.2
Exclusive reliance on historical realized volatility

The SEC staff provided the following guidance on when it would not object to exclusive reliance on
historical realized volatility in estimating expected volatility.
The staff would not object to Company B placing exclusive reliance on historical volatility when the
following factors are present, so long as the methodology is consistently applied:
Company B has no reason to believe that its future volatility over the expected or contractual
term, as applicable, is likely to differ from its past;55
The computation of historical volatility uses a simple average calculation method;
A sequential period of historical data at least equal to the expected or contractual term of the
share option, as applicable, is used; and
A reasonably sufficient number of price observations are used, measured at a consistent point
throughout the applicable historical period.56
__________________________
55
56
See FASB ASC paragraph 718-10-55-38. A change in a companys business model that results in a material alteration to the
company's risk profile is an example of a circumstance in which the companys future volatility would be expected to differ
from its past volatility. Other examples may include, but are not limited to, the introduction of a new product that is central to a
companys business model or the receipt of U.S. Food and Drug Administration approval for the sale of a new prescription drug.
If the expected or contractual term, as applicable, of the employee share option is less than three years, the staff believes
monthly price observations would not provide a sufficient amount of data.
Regarding the first bullet above, we believe that a company must make a reasonable effort to identify
information that would lead to a conclusion that expected volatility is likely to differ from historical
realized volatility. For example, if the company had implied volatility data that met the conditions
described previously and that data suggested that expectations of future volatility differ materially from
historical realized volatility, that implied data should not be ignored.
We also believe that there may be other circumstances in which exclusive reliance on historical realized
volatility may be appropriate. For example, even if the company does not have historical realized
volatility data for a period corresponding to the expected or contractual term of the option, as applicable,
it may be appropriate to use historical realized volatility if the period of observations is reasonably long
and no better information on volatility is available (e.g., no traded options or appropriately comparable
guideline companies). In short, after consideration of all of the factors in Section 7.3, a company may
conclude it should rely exclusively on historical realized volatility even if its facts are not completely
consistent with those described in the SECs example. The fact that the SEC staff would not object to
exclusive reliance on historical realized volatility in the circumstances described above does not necessarily
mean that the SEC staff would object to such reliance in other circumstances, although the SEC staff
would expect the company to thoroughly support its conclusion in this regard.
7.3.2.8
Disclosures relating to estimates of expected volatility

The entitys methodology for estimating volatility must be objectively supportable. As discussed in
Section 7.3.2.7, any adjustments to historical observations of historical realized or implied volatility
should be based on objective data that supports such an adjustment. Further, as discussed below,
companies should disclose the methodology used to estimate expected volatility and consider providing a
sensitivity analysis in their critical accounting policies that describes the potential impact of changes in
option-pricing model inputs (e.g., expected volatility and expected term) on the measurement of
compensation cost.
Question 5: What disclosures would the staff expect Company B to include in its financial statements
and MD&A regarding its assumption of expected volatility?
Interpretive Response: FASB ASC paragraph 718-10-50-2 prescribes the minimum information
needed to achieve the Topics disclosure objectives.57 Under that guidance, Company B is required to
disclose the expected volatility and the method used to estimate it.58 Accordingly, the staff expects
that at a minimum Company B would disclose in a footnote to its financial statements how it determined
the expected volatility assumption for purposes of determining the fair value of its share options in
accordance with FASB ASC Topic 718. For example, at a minimum, the staff would expect Company B
to disclose whether it used only implied volatility, historical volatility, or a combination of both.
In addition, Company B should consider the applicability of SEC Release No. FR 60 and Section V,
Critical Accounting Estimates, in SEC Release No. FR-72 regarding critical accounting policies and
estimates in MD&A. The staff would expect such disclosures to include an explanation of the method
used to estimate the expected volatility of its share price. This explanation generally should include a
discussion of the basis for the companys conclusions regarding the extent to which it used historical
volatility, implied volatility or a combination of both. A company could consider summarizing its
evaluation of the factors listed in Questions 2 and 3 of this section as part of these disclosures in
MD&A. [Footnotes 57 and 58 omitted]
7.3.2.9
Expected volatility under lattice models

Expected volatility may be more accurately taken into account by lattice models than the Black-ScholesMerton formula because lattice models can accommodate dynamic assumptions regarding the term
structure of volatility. For example, there is evidence that the implied volatility of an option depends on
its term to expiration and, in particular, the fact that short-term exchange traded options often exhibit
higher implied volatilities than similar options with longer terms.
Unlike a Black-Scholes-Merton formula that requires a single expected volatility as an input, volatility in a
lattice model is expressed as an algorithm. Essentially, a starting point must be selected based on the
guidance described above, and then changes in volatility are expressed in the algorithm. Those changes
in volatility often are based on the estimated term structure of volatility or are expressed as a regression
to a long-term mean volatility. For example, a company may have implied volatility data for options with
terms ranging from one month to two years. That company would be able to plot those implied volatility
data points onto a volatility curve and derive an algorithm to fit the points on the curve (statistical tools
are available for such a process). The algorithm could then be used to populate the remainder of the
curve (e.g., the remaining eight years), and that volatility curve would be incorporated into the lattice
model as discussed in Appendix E.
7.3.2.10
Expected volatility under the Black-Scholes-Merton formula

In calculating the fair value of a stock option using the Black-Scholes-Merton formula, a single expected
volatility assumption must be used. That amount should be based on the volatility expected over the
expected term of the option.
If expected volatility is based on historical realized volatility, the calculation of historical realized volatility
should be consistent with the guidance provided in previous sections.
While implied volatilities of traded options can be incorporated into the estimate of expected volatility, it is
rare that traded options have terms as long as the expected terms of typical employee stock options.
Accordingly, to incorporate current implied volatilities into a Black-Scholes-Merton formula, it may be
necessary to model the volatility curve as described for lattice models in Section 7.3.2.9, and determine
which point on that curve is the most appropriate estimate of expected volatility for the expected term of
the option. Generally, such an estimate will be more difficult to make if the range between the high and low
point of the volatility curve is great, which might suggest that it would be more appropriate to estimate the
fair value of the option using a lattice model. Alternatively, if the company has sufficient trading volume for
options with terms of at least one year, it may be reasonable to use the implied volatilities of those options
in estimating a single expected volatility for use in a closed-form model (see Section 7.3.2.7.1).
7.3.3
Expected dividends
Dividends paid on the underlying stock will impact the stock option value the higher the expected dividend
yield, the lower the option value. Option holders generally do not have dividend rights until they actually
exercise the options and become shareholders (although as discussed in Section 3.6, some options provide
for dividend protection). All other things being equal, an option to purchase a share of a high-dividendyielding stock is less valuable than an option to purchase a share of a low-dividend-yielding stock.
Estimating expected dividends over the expected term of the option requires judgment. ASC 718
provides the following guidance on estimating expected dividends:

718-10-55-42
Option-pricing models generally call for expected dividend yield as an assumption. However, the
models may be modified to use an expected dividend amount rather than a yield. An entity may use
either its expected yield or its expected payments. Additionally, an entitys historical pattern of
dividend increases (or decreases) shall be considered. For example, if an entity has historically
increased dividends by approximately 3 percent per year, its estimated share option value shall not be
based on a fixed dividend amount throughout the share options expected term. As with other
assumptions in an option-pricing model, an entity shall use the expected dividends that would likely be
reflected in an amount at which the option would be exchanged (see paragraph 718-10-55-13).
Generally, the expected dividend assumption should be based on external market participants current
expectations about a companys anticipated dividend policy. For example, a company that has
demonstrated a stable dividend yield in past years and that indicates it has no foreseeable plans to
change its dividend policy may simply use its historical dividend yield to estimate the fair value of its
options. If a company has never paid a dividend, but has announced that it will begin paying a dividend
yielding 2% of the current stock price, then an expected dividend yield of 2% would likely be assumed in
estimating the fair value of its options.
Depending on the industry, an emerging company that never has paid dividends may reasonably be
expected to begin paying dividends during the expected lives of the stock options. Such an entity might
consider the dividend payments of a comparable peer group in developing its expected dividend
assumption, weighted to reflect the period during which dividends are expected to be paid. However,
companies should consider the implications of disclosing an expected dividend yield that differs
significantly from the current dividend yield. Investors are likely to view such a change as forward-looking
information about the companys dividend plans and, accordingly, disclosure of significant changes in
expected dividend yields should be discussed with the companys counsel specializing in securities law.
Further, because the expected dividend yield should reflect marketplace participants expectations, we
do not believe the expected dividend yield should incorporate changes in dividends anticipated by
management unless those changes have been communicated to or otherwise are anticipated by
marketplace participants.
7.3.3.1
Expected dividends under lattice models

Lattice models can be adapted to use an expected dividend payment rather than a yield and, therefore,
also can take into account the impact of anticipated changes in dividend payments and underlying stock
prices. Such approaches might better reflect expected future dividends, as dividends do not always move
in lock-step with changes in the companys stock price. Expected dividend estimates in a lattice model
should be determined based on the general guidance provided above.
The ability to use actual dividend payments in the valuation model rather than a dividend yield
assumption is particularly useful in periods of general economic turmoil. As market prices fall, a
companys dividend payment may remain the same, because, for the most part, companies do not
manage their dividend policy to a yield, but rather to a payment. If an option grant is made during a time
when the dividend yield is significantly higher than normalized levels, it may be more appropriate to use a
model that does not require a yield assumption, but rather permits the explicit estimate of future
dividend payments.
7.3.3.2
Expected dividends under the Black-Scholes-Merton formula

Closed-form option-pricing models generally call for a single expected dividend yield as an input. That
input should be determined based on the guidance described in Section 7.3.3. However, if significant
changes in dividend policy are expected in the future, it may be more difficult to model an appropriate
dividend expectation as a single dividend yield than it would be to estimate discrete dividends to be
included in a lattice model, as described in Section 7.3.3.1. In general, we believe that the use of a
normalized dividend yield assumption is appropriate in a closed-form option-pricing model when
circumstances exist that suggest that current dividend yields are inappropriate or unsustainable.
If an entity is using a closed-form option pricing-model, the expected dividend yield likely is calculated as
an annual yield. To calculate an options value, the Black-Scholes-Merton formula uses a continuous
expected dividend yield which is the expected dividend yield that when continuously compounded
equates to the annual effective dividend yield. As a result, the expected dividend yield must be adjusted
to the continuously compounded expected dividend yield (although some option-pricing applications will
make this adjustment for the user). Additional discussion regarding the use of continuously compounded
yields is located in Section 7.3.4.2.
7.3.4

718-10-55-28
Option-pricing models call for the risk-free interest rate as an assumption to take into account, among
other things, the time value of money. A U.S. entity issuing an option on its own shares must use as
the risk-free interest rates the implied yields currently available from the U.S. Treasury zero-coupon
yield curve over the contractual term of the option if the entity is using a lattice model incorporating
the options contractual term. If the entity is using a closed-form model, the risk-free interest rate is
the implied yield currently available on U.S. Treasury zero-coupon issues with a remaining term equal
to the expected term used as the assumption in the model. For entities based in jurisdictions outside
the United States, the risk-free interest rate is the implied yield currently available on zero-coupon
government issues denominated in the currency of the market in which the share (or underlying
share), which is the basis for the instrument awarded, primarily trades. It may be necessary to use an
appropriate substitute if no such government issues exist or if circumstances indicate that the implied
yield on zero-coupon government issues is not representative of a risk-free interest rate.
Determining the appropriate risk-free interest rate or rates to use in an option pricing model generally is
a straightforward process. However, certain issues can arise that require further analysis. For example,
if the expected term of an option (or the period between nodes if a lattice model is used) does not
correspond to the terms for which interest rates are quoted, it may be necessary to interpolate a rate
from the available maturities. While there are more complex approaches to interpolating a rate, if the
differences between the rates of the two closest maturities are not great, straight-line interpolation
generally would be sufficient.
As another example, shares underlying options may trade in a country (Country A) that does not have a
debt instrument that represents a risk-free asset. In those countries, it may be possible to develop a riskfree rate by adjusting the risk-free rate of another country (Country B) for the differential between the
spot and forward exchange rates (i.e., the forward rate for a currency contract maturing at the end of
the expected term of the option) to exchange the currency of Country B for the currency of Country A,
using the following formula:
1 + Country B risk-free rate = (forward rate/spot rate)(1 + Country A risk-free rate)
7.3.4.1
Risk-free interest rate under lattice models

A U.S. entity issuing an option on its own shares must use implied yields from the U.S. Treasury zerocoupon yield curve over the expected term of the option as its risk-free interest rate assumption if it is
using a lattice model incorporating the options contractual term. That is, at each node in the lattice
model, the company would use the forward rate starting on the date of the node, with a term equal to the
period until the next node. For example, if a term structure of interest rates were incorporated into
Exhibit E.2 in Appendix E, the interest rate used to calculate the present value at node S3,0 of the
option values at nodes S4,1 and S4,0 would be the six-month forward rate starting 18 months after
the option grant date. Spot treasury interest rate data can be obtained from the U.S. Treasury Web site
(at http://www.treasury.gov/resource-center/data-chart-center/interest-rates/Pages/TextView.aspx?
data=yield) and used to calculate forward interest rates. For example, if the one and two-year spot rates
are available, the one-year implied forward rate effective one year from today could be calculated as
(a) the present value of $1 payable in one year divided by the present value of $1 payable in two years
minus (b) $1.
7.3.4.2
Risk-free interest rate under the Black-Scholes-Merton formula

If a U.S. entity is using a closed-form model, the risk-free interest rate is the implied yield currently
available on U.S. Treasury zero-coupon issues with a remaining term equal to the expected term used as
the input to the model. For example, the annual interest yield is quoted daily in The Wall Street Journal.
The Wall Street Journal lists that yield as the rate applicable to a treasury note stripped principal
(np). The listed yield for an instrument with a maturity closest to the end of the expected term of the
option should be selected. To calculate an options value, the Black-Scholes-Merton formula uses a
continuous interest rate which is not readily quoted and available. The continuous rate is the interest rate
that when continuously compounded equates to the annual effective yield. For example, a 7.80%
annual effective yield (which is the rate quoted in The Wall Street Journal) results in a continuously
compounded interest rate (which would be used in an optionpricing model) of 7.51%. As a result, the
quoted yield must be adjusted to the continuously compounded interest rate (although some optionpricing applications will make this adjustment for the user) based on the following formula:
Continuously compounded rate = ln(1 + annual effective yield)
7.3.5
Lattice models number of time steps

Another decision that must be made when performing a lattice valuation is how many time steps to use in
the valuation (i.e., how much time passes between nodes). Generally, the greater the number of time
steps, the more accurate the ending value. However, as more time steps are added, the incremental
increase in accuracy declines. The number of time steps takes on more importance in a robust lattice
model in which more time steps may be needed to adequately model the term structures of volatilities
and interest rates, as well as employee-exercise behavior.
7.3.6
Dilution
718-10-55-48
Traded options ordinarily are written by parties other than the entity that issues the underlying shares,
and when exercised result in an exchange of already outstanding shares between those parties. In
contrast, exercise of employee share options results in the issuance of new shares by the entity that
wrote the option (the employer), which increases the number of shares outstanding. That dilution
might reduce the fair value of the underlying shares, which in turn might reduce the benefit realized
from option exercise.
718-10-55-49
If the market for an entitys shares is reasonably efficient, the effect of potential dilution from the
exercise of employee share options will be reflected in the market price of the underlying shares, and
no adjustment for potential dilution usually is needed in estimating the fair value of the employee
share options. For a public entity, an exception might be a large grant of options that the market is not
expecting, and also does not believe will result in commensurate benefit to the entity. For a nonpublic
entity, on the other hand, potential dilution may not be fully reflected in the share price if sufficient
information about the frequency and size of the entitys grants of equity share options is not available
for third parties who may exchange the entitys shares to anticipate the dilutive effect.
718-10-55-50
An entity shall consider whether the potential dilutive effect of an award of share options needs to be
reflected in estimating the fair value of its options at the grant date. For public entities, the
expectation is that situations in which such a separate adjustment is needed will be rare.
While ASC 718 provides for adjustments for the potential dilutive effect of an award, as a practical
matter, the FASB believes that the stock price of public companies generally incorporates the dilutive
effect of expected issuances of employee stock options and, therefore, it would be rare that any
adjustment would have to be made to the fair value of an employee stock option to take dilution into
consideration. We believe it is very unlikely that a public company would be able to justify such an
adjustment unless they make a very large, unanticipated grant of stock options for which the market
does not anticipate a commensurate benefit to the entity. In that circumstance, where the potential
dilution would be material and is not already incorporated into the stock price, we would expect the
announcement of the grant would cause the employers stock price to decline by a material amount.
Nonpublic companies should consider whether the dilutive impact of a very large option grant is already
incorporated into the estimated stock price used in their option-pricing model. If that is not the case,
some adjustment to the fair value may be appropriate.
7.3.7
Credit risk
718-10-55-46
An entity may need to consider the effect of its credit risk on the estimated fair value of liability
awards that contain cash settlement features because potential cash payoffs from the awards are not
independent of the entitys risk of default. Any credit-risk adjustment to the estimated fair value of
awards with cash payoffs that increase with increases in the price of the underlying share is expected
to be de minimis because increases in an entitys share price generally are positively associated with
its ability to liquidate its liabilities. However, a credit-risk adjustment to the estimated fair value of
awards with cash payoffs that increase with decreases in the price of the entitys shares may be
necessary because decreases in an entitys share price generally are negatively associated with an
entitys ability to liquidate its liabilities.
For a typical employee stock option, stock appreciation right, share, or stock unit, the value of the award
to the employee increases as the share price increases. The FASB believes that for these instruments the
estimate of fair value generally would not need to incorporate credit risk because credit risk normally
would be expected to be de minimis as the share price increases. However, certain instruments increase
in value as the issuers share price declines (e.g., freestanding written put options and forward purchase
options in which the issuer must buy back its own shares) and expose the counterparty to credit risk
because they are required to or may be settled in cash. These instruments are required to be classified as
liabilities by ASC 480 (and ASC 718). Further, because of the nature of the payoff on these instruments,
the use of the credit-adjusted risk-free rate based on the issuers credit standing, as provided in Concepts
Statement No. 7, Using Cash Flow Information and Present Value in Accounting Measurements, and
ASC 410 would be appropriate.
7.3.8
Frequency of valuation
Many companies grant employee stock options throughout the year. While they may make a single large
grant once a year, companies frequently grant options at other times of the year to newly hired or
promoted employees or for other purposes. The question arises whether a new estimate of fair value
must be made for each separate option grant, particularly for those companies that use more complex
lattice or simulation approaches to valuing employee stock options. We generally believe that it would be
appropriate to perform a valuation at the time of the largest annual grant. For other grants, it may be
reasonable to use a previous valuation (expressed as a percentage of the grant date stock price) to the
extent that the terms of the option are the same (except that, the exercise price would be similarly tied
to, usually equal to, the grant date stock price) and that the other inputs to the option-pricing model
(e.g., expected volatility, expected term or exercise behavior, risk-free interest rates and dividends) have
not changed materially. We typically would not expect to see significant changes in expected volatility or
exercise behavior from one quarter to the next. However, if significant changes or events have occurred
at the company, or if the stock price has changed significantly since the last valuation date, those
expectations may have changed materially and it normally will be necessary to derive a new estimate of
the fair value of the employee stock options. Similarly, if the terms of a new grant differ materially from a
previous grant, a new estimate of fair value will be required.
7.4
Valuing certain employee stock options

In the preceding sections, we discussed the valuation of employee stock options with a variety of
features. The following sections discuss the valuation of certain more complex awards, as well as
ASC 718s provisions regarding awards for which a reasonable estimate of fair value cannot be made.
7.4.1
Inability to estimate fair value

ASC 718 indicates that in certain rare circumstances it may not be possible to reasonably estimate the
fair value of a share-based award. The FASB has concluded that in the unusual circumstance that the fair
value of an award cannot be reasonably estimated on the grant date, compensation cost must be
measured at intrinsic value, and remeasured at each reporting date until settlement of the instrument.
This approach initially could result in less compensation cost than the fair value method under ASC 718,
as many stock options and similar awards are issued with no intrinsic value, but could result in more cost
over the life of the award if the stock price increases significantly.
7.4.2
Use of calculated value for employee stock options granted by

nonpublic companies
7.4.2.1
When calculated value should be used

As previously discussed, ASC 718 provides that nonpublic companies that cannot reasonably estimate
expected volatility would be able to substitute the volatility of an appropriate market index for the
expected volatility of its stock. These nonpublic companies will be required to use all other inputs
required by ASC 718 in estimating the value of its employee stock options. This calculated value is
described in ASC 718 as follows:

718-10-55-52
This Topic requires all entities to use the fair-value-based method to account for share-based payment
arrangements that are classified as equity instruments. However, if it is not practicable for a nonpublic
entity to estimate the expected volatility of its share price, paragraph 718-10-30-20 requires it to use
the calculated value method. Alternatively, it may not be possible for a nonpublic entity to reasonably
estimate the fair value of its equity share options and similar instruments at the date they are granted
because the complexity of the awards terms prevents it from doing so. In that case, paragraphs 71810-30-21 through 30-22 require that the nonpublic entity account for its equity instruments at their
intrinsic value, remeasured at each reporting date through the date of exercise or other settlement.
718-10-55-55
For purposes of this Topic, it is not practicable for a nonpublic entity to estimate the expected volatility
of its share price if it is unable to obtain sufficient historical information about past volatility, or other
information such as that noted in paragraph 718-10-55-51, on which to base a reasonable and
supportable estimate of expected volatility at the grant date of the award without undue cost and
effort. In that situation, this Topic requires a nonpublic entity to estimate a value for its equity share
options and similar instruments by substituting the historical volatility of an appropriate industry
sector index for the expected volatility of its share price as an assumption in its valuation model. All
other inputs to a nonpublic entitys valuation model shall be determined in accordance with the
guidance in paragraphs 718-10-55-4 through 55-47.
We believe that generally if a nonpublic company can identify an appropriate index of public companies
from which it can derive a volatility for purposes of computing this calculated value, it should be able to
identify specific entities within the index to form the basis for an estimate of the expected volatility of its
own shares. That is, we would normally expect nonpublic companies to estimate fair value rather than
use a calculated value for purposes of measuring the compensation cost resulting from employee stock
options. We believe our view is consistent with the guidance in ASC 718-10-55-51:

718-10-55-51
Nonpublic entities may have sufficient information available on which to base a reasonable and
supportable estimate of the expected volatility of their share prices. For example, a nonpublic entity
that has an internal market for its shares, has private transactions in its shares, or issues new equity or
convertible debt instruments may be able to consider the historical volatility, or implied volatility, of its
share price in estimating expected volatility. Alternatively, a nonpublic entity that can identify similar
public entities for which share or option price information is available may be able to consider the
historical, expected, or implied volatility of those entities share prices in estimating expected volatility.
Similarly this information may be used to estimate the fair value of its shares or to benchmark various
aspects of its performance (see paragraph 718-10-55-25).
We do not believe that the calculated value method can be used for options granted to nonemployees.
For those awards, a company must estimate fair value and, therefore, must estimate expected volatility.
In that circumstance, we do not believe a company can assert that it cannot estimate expected volatility
for employee awards when it was required to estimate expected volatility for nonemployee awards.
7.4.2.2
How to determine an appropriate industry sector index

ASC 718 provides the following guidance with respect to determining an appropriate industry sector index:

718-10-55-56
There are many different indexes available to consider in selecting an appropriate industry sector
index. For example, Dow Jones Indexes maintain a global series of stock market indexes with industry
sector splits available for many countries, including the United States. The historical values of those
indexes are easily obtainable from its website. An appropriate industry sector index is one that is
representative of the industry sector in which the nonpublic entity operates and that also reflects, if
possible, the size of the entity. If a nonpublic entity operates in a variety of different industry sectors,
then it might select a number of different industry sector indexes and weight them according to the
nature of its operations; alternatively, it might select an index for the industry sector that is most
representative of its operations. If a nonpublic entity operates in an industry sector in which no public
entities operate, then it shall select an index for the industry sector that is most closely related to the
nature of its operations. However, in no circumstances shall a nonpublic entity use a broad-based
market index like the S&P 500, Russell 3000, or Dow Jones Wilshire 5000 because those indexes are
sufficiently diversified as to be not representative of the industry sector, or sectors, in which the
nonpublic entity operates.
7.4.2.3
Changing the industry sector index

718-10-55-57
A nonpublic entity shall use the selected index consistently, unless the nature of the entitys
operations changes such that another industry sector index is more appropriate, in applying the
calculated value method in both the following circumstances:
a.
For all of its equity share options or similar instruments
b.
In each accounting period.
The requirement described in ASC 718-10-55-57 regarding a change in the industry sector index used to
apply the calculated value method is consistent with requirements regarding changes in methods for
determining expected volatility and other assumptions described in Sections 7.2.3.2 and 7.3.
Specifically, such changes are appropriate only to the extent that they provide a better estimate of fair
(or calculated) value, and any change in methodology for developing the assumption should be applied
prospectively and disclosed as a change in accounting estimate pursuant to ASC 250.
7.4.2.4
How to calculate volatility used in the calculated value

718-10-55-58
The calculation of the historical volatility of an appropriate industry sector index shall be made using
the daily historical closing values of the index selected for the period of time prior to the grant date
(or service inception date) of the equity share option or similar instrument that is equal in length to the
expected term of the equity share option or similar instrument. If daily values are not readily available,
then an entity shall use the most frequent observations available of the historical closing values of the
selected index. If historical closing values of the index selected are not available for the entire
expected term, then a nonpublic entity shall use the closing values for the longest period of time
available. The method used shall be consistently applied (see paragraph 718-10-55-27). Example 9
(see paragraph 718-20-55-77) provides an illustration of accounting for an equity share option award
granted by a nonpublic entity that uses the calculated value method.
As discussed in ASC 718-10-55-58, when using the calculated-value method to measure share-based
payments, volatility must be calculated based on the historical volatility of an appropriate industry sector
index. However, when using the fair-value-based method, the company should estimate expected
volatility. A nonpublic entity is afforded more flexibility by using the expected volatility of similar entities
to estimate the expected volatility of its own shares (and estimate the fair value of its options), rather
than the rigid historical volatility of an appropriate industry sector index that must be used to compute
the calculated value of its options. However, use of the historical volatility of an index often will result
in a lower volatility than would use of the average volatilities of the companies within the index. In the
former case, the effect of diversification (offsetting price movements by stocks within the index) causes
the calculated volatility to be lower than would be the case if the volatilities of the individual stocks within
the index were calculated and then averaged. Because of these differences, the calculated value should
not be described as fair value.
7.4.2.5
Example of use of calculated value

ASC 718-20-55-77 through 55-83 from Example 9 are relevant as to when calculated value should be
used by a nonpublic company and how the appropriate industry sector index or indices should be
determined are reproduced below:

718-20-55-78
Entity W does not maintain an internal market for its shares, which are rarely traded privately. It has
not issued any new equity or convertible debt instruments for several years and has been unable to
identify any similar entities that are public. Entity W has determined that it is not practicable for it to
estimate the expected volatility of its share price and, therefore, it is not possible for it to reasonably
estimate the grant-date fair value of the share options. Accordingly, Entity W is required to apply
the provisions of paragraph 718-10-30-20 in accounting for the share options under the calculated
value method.
718-20-55-79
Entity W operates exclusively in the medical equipment industry. It visits the Dow Jones Indexes
website and, using the Industry Classification Benchmark, reviews the various industry sector
components of the Dow Jones U.S. Total Market Index. It identifies the medical equipment subsector,
within the health care equipment and services sector, as the most appropriate industry sector in
relation to its operations. It reviews the current components of the medical equipment index and notes
that, based on the most recent assessment of its share price and its issued share capital, in terms of
size it would rank among entities in the index with a small market capitalization (or small-cap entities).
Entity W selects the small-cap version of the medical equipment index as an appropriate industry
sector index because it considers that index to be representative of its size and the industry sector in
which it operates. Entity W obtains the historical daily closing total return values of the selected index
for the five years immediately before January 1, 20X6, from the Dow Jones Indexes website. It
calculates the annualized historical volatility of those values to be 24 percent, based on 252 trading
days per year.
7.4.3
Valuation of awards that contain reload features

Some stock options contain a reload feature. Reloads commonly provide for a new grant of at-the-money
options in an amount equal to the number of shares tendered to satisfy the exercise price of the exercised
option. Based on the FASBs definition of a grant date, ASC 718-10-30-23 requires that the value of a
reload feature should be excluded from the estimate of the awards grant-date fair value. As a result,
subsequent grants of options under the reload feature would be accounted for as new awards and
measured on their respective grant dates (i.e., on the date the number of shares and the exercise price of
the reload options are determined). See Section 3.5.1 for further discussion of awards with reload features.
7.4.4
Options on restricted stock

718-10-55-5
A restriction that continues in effect after the entity has issued instruments to employees, such as the
inability to transfer vested equity share options to third parties or the inability to sell vested shares for
a period of time, is considered in estimating the fair value of the instruments at the grant date. For
instance, if shares are traded in an active market, post-vesting restrictions may have little, if any,
effect on the amount at which the shares being valued would be exchanged. For share options and
similar instruments, the effect of nontransferability (and nonhedgeability, which has a similar effect)
is taken into account by reflecting the effects of employees expected exercise and post-vesting
employment termination behavior in estimating fair value (referred to as an options expected term).
718-10-55-6
In contrast, a restriction that stems from the forfeitability of instruments to which employees have not
yet earned the right, such as the inability either to exercise a nonvested equity share option or to sell
nonvested shares, is not reflected in the fair value of the instruments at the grant date. Instead, those
restrictions are taken into account by recognizing compensation cost only for awards for which
employees render the requisite service.
718-10-55-7
Note that performance and service conditions are vesting conditions for purposes of this Topic. Market
conditions are not vesting conditions for purposes of this Topic but market conditions may affect
exercisability of an award. Market conditions are included in the estimate of the grant-date fair value
of awards (see paragraphs 718-10-55-64 through 55-66).
While not explicitly addressed in the above paragraphs, companies sometimes grant stock options on
restricted stock (i.e., the sale of the stock received on exercise of the option is contractually prohibited
after exercise see Section 6.3.2.1). In order to estimate the fair value of such a stock option, a
company should use the value of the underlying restricted share as an input into the option-pricing model
rather than apply a discount to the output of the option-pricing model. This guidance assumes that the
restrictions on the stock exceed the expected term of the option. In the event that the restrictions on the
stock expire prior to expected option exercise (e.g., option vests in year three, restrictions expire in year
five, and expected option exercise is in year six), no discount should be applied to the value of the stock
used in the option-pricing model. In addition, consistent with the guidance on nonvested stock in Section
6.3.2.1, the company should have objective and verifiable evidence to support any valuation of
restricted shares that differs from the quoted market price of the companys publicly traded shares.
7.4.5
Stock options with indexed exercise prices

Some stock option awards provide for adjustments to the exercise price in certain circumstances. Several
types of options that base the changes in exercise price on defined factors (i.e., indices) are loosely
described as indexed options.
For an indexed option, the exercise price may vary by a predetermined amount each year (e.g., increase
by 5% annually), or may vary depending on an external factor such as the performance of a peer-group
index. The valuation of indexed options, which is described briefly in ASC 718, can be complex. In most
cases, we believe the fair value of most types of indexed options, such as those described below, will be
reasonably estimable. In the rare circumstance in which the fair value of the option is not reasonably
estimable, the guidance in Section 3.2.3 applies.
Predetermined increases in exercise price When the indexed exercise price changes are
predetermined, the changes in exercise price can be incorporated into a lattice model by
incorporating the changes into the calculation of the exercise price in effect at each node. Also, an
alternative short cut approach exists when the exercise price increases annually by a predetermined
percentage that percentage increase can be deducted from the risk-free interest rate used in the
option-pricing model (as illustrated in ASC 718-20-55-70).
Exercise price indexed to other stock prices The valuation of other indexed options may be more
complex. For example, a company may grant an option with an exercise price that is indexed to a
basket of peer-group companies stock prices, as described in Example 5 of ASC 718:

718-20-55-52
Entity T grants share options whose exercise price varies with an index of the share prices of a group
of entities in the same industry, that is, a market condition. Assume that on January 1, 20X5, Entity T
grants 100 share options on its common stock with an initial exercise price of $30 to each of 1,000
employees. The share options have a maximum term of 10 years. The exercise price of the share
options increases or decreases on December 31 of each year by the same percentage that the index
has increased or decreased during the year. For example, if the peer group index increases by 10
percent in 20X5, the exercise price of the share options during 20X6 increases to $33 ($30 1.10).
On January 1, 20X5, the peer group index is assumed to be 400. The dividend yield on the index is
assumed to be 1.25 percent.
718-20-55-53
Each indexed share option may be analyzed as a share option to exchange 0.0750 (30 400) shares
of the peer group index for a share of Entity T stock that is, to exchange one noncash asset for
another noncash asset. A share option to purchase stock for cash also can be thought of as a share
option to exchange one asset (cash in the amount of the exercise price) for another (the share of
stock). The intrinsic value of a cash share option equals the difference between the price of the stock
upon exercise and the amount the price of the cash exchanged for the stock. The intrinsic value of
a share option to exchange 0.0750 shares of the peer group index for a share of Entity T stock also
equals the difference between the prices of the two assets exchanged.
718-20-55-54
To illustrate the equivalence of an indexed share option and the share option above, assume that an
employee exercises the indexed share option when Entity Ts share price has increased 100 percent to
$60 and the peer group index has increased 75 percent, from 400 to 700. The exercise price of the
indexed share option thus is $52.50 ($30 1.75).
Price of Entity T share
Less: Exercise price of share option
Intrinsic value of indexed share option
$
$
60.00
52.50
7.50
718-20-55-55
That is the same as the intrinsic value of a share option to exchange 0.0750 shares of the index for 1
share of Entity T stock.
Price of Entity T share
Less: Price of a share of the peer group index (.0750 $700)
Intrinsic value at exchange
$
$
60.00
52.50
7.50
718-20-55-56
Option-pricing models can be extended to value a share option to exchange one asset for another. The
principal extension is that the volatility of a share option to exchange two noncash assets is based on
the relationship between the volatilities of the prices of the assets to be exchanged their crossvolatility. In a share option with an exercise price payable in cash, the amount of cash to be paid has
zero volatility, so only the volatility of the stock needs to be considered in estimating that options fair
value. In contrast, the fair value of a share option to exchange two noncash assets depends on possible
movements in the prices of both assets in this Example, fair value depends on the cross-volatility of a
share of the peer group index and a share of Entity T stock. Historical cross-volatility can be computed
directly based on measures of Entity Ts share price in shares of the peer group index. For example,
Entity Ts share price was 0.0750 shares at the grant date and 0.0857 (60 700) shares at the
exercise date. Those share amounts then are used to compute cross-volatility. Cross-volatility also can
be computed indirectly based on the respective volatilities of Entity T stock and the peer group index
and the correlation between them. The expected cross-volatility between Entity T stock and the peer
group index is assumed to be 30 percent.
718-20-55-57
In a share option with an exercise price payable in cash, the assumed risk-free interest rate (discount
rate) represents the return on the cash that will not be paid until exercise. In this Example, an
equivalent share of the index, rather than cash, is what will not be paid until exercise. Therefore, the
dividend yield on the peer group index of 1.25 percent is used in place of the risk-free interest rate as
an input to the option-pricing model.
718-20-55-58
The initial exercise price for the indexed share option is the value of an equivalent share of the peer
group index, which is $30 (0.0750 $400). The fair value of each share option granted is $7.55
based on the following inputs.
Share price
Exercise price
Dividend yield
Discount rate
Volatility
Contractual term
Suboptimal exercise factor
$30
$30
1.00%
1.25%
30%
10 years
1.10
718-20-55-59
In this Example, the suboptimal exercise factor is 1.1. In Example 1 (see paragraph 718-20-55-4), the
suboptimal exercise factor is 2.0. See paragraph 718-20-55-8 for an explanation of the meaning of a
suboptimal exercise factor of 2.0.
718-20-55-60
The indexed share options have a three-year explicit service period. The market condition affects the
grant-date fair value of the award and its exercisability; however, vesting is based solely on the explicit
service period of three years. The at-the-money nature of the award makes the derived service period
irrelevant in determining the requisite service period in this Example; therefore, the requisite service
period of the award is three years based on the explicit service period. The accrual of compensation
cost would be based on the number of options for which the requisite service is expected to be
rendered (which is not addressed in this Example). That cost would be recognized over the requisite
service period as shown in Example 1 (see paragraph 718-20-55-4).
Exercise price reduced by dividends Stock options normally do not participate in dividends prior to
their exercise. However, an option may provide that the exercise price is reduced by the amount of
any dividends declared on the underlying stock. In that circumstance, the fair value of the option can
be determined using an option-pricing model with an assumed dividend yield of zero, as the option
holder will benefit from any dividends declared before the option is exercised. Dividend protected
options are discussed further in Section 7.4.8.
7.4.6
Tandem plans
Tandem plans are stock-based awards with two components, but exercise of one component cancels the
other (i.e., the components are mutually exclusive). The measurement of compensation cost for tandem
plans is based on an analysis of the components, which can become complex. The determination of
whether an award should be classified as equity or a liability (or bifurcated into equity and liability
components) is discussed in Chapter 5. For the relatively straightforward tandem plan in which
employees have a choice of either stock options or stock appreciation rights (SARs) payable in cash,
employers should account for the award as a liability because the employees can demand payment in
cash. The measurement of such an award would be the same as for a SAR payable in cash. The
accounting for such a tandem plan is illustrated in Example7 in ASC 718-10-55-116 through 55-130.
Other tandem plans may include components with values that differ depending on the movement in the
price of the entitys stock, which leads to more complex valuation issues, as presented in Case B:
Phantom Shares or Share Options of ASC 718:

718-10-55-120
This Case illustrates a tandem award in which the components have different values after the grant date,
depending on movements in the price of the entitys stock. The employees choice of which component
to exercise will depend on the relative values of the components when the award is exercised.
718-10-55-121
Entity T grants to its chief executive officer an immediately vested award consisting of the following
two parts:
a.
1,000 phantom share units (units) whose value is always equal to the value of 1,000 shares of
Entity Ts common stock
b.
Share options on 3,000 shares of Entity T's stock with an exercise price of $30 per share.
718-10-55-122
At the grant date, Entity Ts share price is $30 per share. The chief executive officer may choose
whether to exercise the share options or to cash in the units at any time during the next five years.
Exercise of all of the share options cancels all of the units, and cashing in all of the units cancels all of
the share options. The cash value of the units will be paid to the chief executive officer at the end of
five years if the share option component of the tandem award is not exercised before then.
718-10-55-123
With a 3-to-1 ratio of share options to units, exercise of 3 share options will produce a higher gain than
receipt of cash equal to the value of 1 share of stock if the share price appreciates from the grant date
by more than 50 percent. Below that point, one unit is more valuable than the gain on three share
options. To illustrate that relationship, the results if the share price increases 50 percent to $45 are as
follows.
Market value
Purchase price
Net cash value
Units
$
45,000 ($45 1,000)
0
$
45,000
Exercise of options
$ 135,000
90,000
$
45,000
($45 3,000)
($30 3,000)
718-10-55-124
If the price of Entity Ts common stock increases to $45 per share from its price of $30 at the grant date,
each part of the tandem grant will produce the same net cash payment (ignoring transaction costs) to
the chief executive officer. If the price increases to $44, the value of 1 share of stock exceeds the gain
on exercising 3 share options, which would be $42 [3 ($44$30)]. But if the price increases to $46,
the gain on exercising 3 share options, $48 [3 ($46$30)], exceeds the value of 1 share of stock.
718-10-55-125
At the grant date, the chief executive officer could take $30,000 cash for the units and forfeit the
share options. Therefore, the total value of the award at the grant date must exceed $30,000 because
at share prices above $45, the chief executive officer receives a higher amount than would the holder of
1 share of stock. To exercise the 3,000 options, the chief executive officer must forfeit the equivalent of
1,000 shares of stock, in addition to paying the total exercise price of $90,000 (3,000 $30). In
effect, the chief executive officer receives only 2,000 shares of Entity T stock upon exercise. That is
the same as if the share option component of the tandem award consisted of share options to
purchase 2,000 shares of stock for $45 per share.
718-10-55-126
The cash payment obligation associated with the units qualifies the award as a liability of Entity T. The
maximum amount of that liability, which is indexed to the price of Entity Ts common stock, is $45,000
because at share prices above $45, the chief executive officer will exercise the share options.
718-10-55-127
In measuring compensation cost, the award may be thought of as a combination not tandem grant
of both of the following:
a.
1,000 units with a value at grant of $30,000
b.
2,000 options with a strike price of $45 per share.
718-10-55-128
Compensation cost is measured based on the combined value of the two parts.
718-10-55-129
The fair value per share option with an exercise price of $45 is assumed to be $10. Therefore, the
total value of the award at the grant date is as follows.
Units (1,000 $30)
Share options (2,000 $10)
Value of award
$
$
30,000
20,000
50,000
718-10-55-130
Therefore, compensation cost recognized at the date of grant (the award is immediately vested) would
be $30,000 with a corresponding credit to a share-based compensation liability of $30,000. However,
because the share option component is the substantive equivalent of 2,000 deep out-of-the-money
options, it contains a derived service period (assumed to be 2 years). Hence, compensation cost for
the share option component of $20,000 would be recognized over the requisite service period. The
share option component would not be remeasured because it is not a liability. That total amount of
both components (or $50,000) is more than either of the components by itself, but less than the total
amount if both components (1,000 units and 3,000 share options with an exercise price of $30) were
exercisable. Because granting the units creates a liability, changes in the liability that result from
increases or decreases in the price of Entity Ts share price would be recognized each period until
exercise, except that the amount of the liability would not exceed $45,000.
Note that in the above example, if the stock-option component ultimately were exercised, the liability
balance would be reclassified to additional paid-in capital.
7.4.7
Employee stock purchase plans (including look-back options)

As discussed in Section 2.6, look-back options often are included in employee stock purchase plans.
These options establish the exercise price at a specified percentage of the lower of the underlying stocks
market price on two dates. Because the exercise prices and other terms of an employee stock purchase
plan can vary, the valuation of such awards can be complex. The valuation of employee stock purchase
plans is discussed in Section 12.2.
7.4.8
718-10-55-44
Expected dividends are taken into account in using an option-pricing model to estimate the fair value
of a share option because dividends paid on the underlying shares reduce the fair value of those
shares and option holders generally are not entitled to receive those dividends. However, an award of
share options may be structured to protect option holders from that effect by providing them with
some form of dividend rights. Such dividend protection may take a variety of forms and shall be
appropriately reflected in estimating the fair value of a share option. For example, if a dividend paid on
the underlying shares is applied to reduce the exercise price of the option, the effect of the dividend
protection is appropriately reflected by using an expected dividend assumption of zero.
The FASB described a method to value employee stock options that provide for a reduction of the
exercise price in the amount of any dividends paid on the underlying common stock. However, the
valuation of other dividend protected options may be more complicated. For example, some employee
stock options provide for the payment of cash dividends to the option holder if dividends are paid on the
underlying shares. We believe that an option that entitles the holder to receive dividends has greater
value than an option where the exercise price adjusts based on dividend payments because, in the former
case, the holder realizes the value of the dividend without being required to exercise the option (which
could be out of the money even after adjustments for dividends). Accordingly, we believe an option that
pays cash dividends to the holder should be valued as two separate awards with fair values equal to:
1. The present value of the estimated dividend payments that will be received prior to exercise, and
2. The value of the option estimated using an option-pricing model with a normal dividend payment
assumption (i.e., ignoring the dividend payments described in 1. above).
Further, the terms of the dividend protection feature will likely determine whether the share-based
payment award is a participating security that would require the computation of EPS pursuant to the
two-class method. The earnings per share implications of such awards and the accounting for dividends
declared are discussed further in Section 11.8 and Section 3.6, respectively.
Accounting for modifications,

exchanges, and settlements
8.1
Accounting for modifications

Companies that grant share-based payments to employees may subsequently decide to modify the terms
of those awards in a manner that provides the employee with a greater (or in rare cases, a lesser) benefit
than existed prior to the modification.
Modifications to existing awards are made under a variety of scenarios. In some cases, the company may
decide to extend the contractual term of an option, for example, from eight years to 10 years. In other
situations, modifications are made at the time of an employees termination. For example, an employees
option agreement may provide that any nonvested options will be forfeited on the employees
termination; however, because of the employees excellent service, the company may decide to
accelerate vesting for the nonvested option when the employee is terminated. Companies also may
decide to reprice their options when the stock price falls and the desired motivational effect of the
options is lost. In other cases, a company may increase the number of shares previously issued under a
stock option or add a reload feature.
Note that the modification of an option can result in significant tax consequences. For example, a
modification may cause the option to be viewed as a newly granted option for tax purposes. If that option
is viewed for tax purposes as a newly granted option and is in the money on the modification date, the
option may; (1) be viewed as deferred compensation under Section 409A of the Internal Revenue Code
(which may result in significant negative tax implications for the employee), (2) if granted to executives,
be subject to limitation on the employers tax deduction under Section 162(m) of the Internal Revenue
Code, or (3) no longer qualify as an incentive stock option (see Section 8.1.4). Accordingly, companies
should consult with their tax advisors before modifying employee stock options.
ASC 718 indicates that a modification to the terms of an award should be treated as an exchange of the
original award for a new award. Under ASC 718, the calculation of the incremental value associated with
the new option is based on the excess of the fair value of the modified award based on current
circumstances over the fair value of the original option measured immediately before its terms are
modified based on current circumstances. That is, the value of the original (pre-modification) option will
be estimated based on current assumptions, without regard to the assumptions made on the grant date,
and, therefore, the expected term is not limited to the remainder of the expected term estimated on the
grant date.

718-20-35-3
A modification of the terms or conditions of an equity award shall be treated as an exchange of the
original award for a new award. In substance, the entity repurchases the original instrument by issuing
a new instrument of equal or greater value, incurring additional compensation cost for any
incremental value. The effects of a modification shall be measured as follows:
Accounting for modifications, exchanges, and settlements
a.
Incremental compensation cost shall be measured as the excess, if any, of the fair value of the
modified award determined in accordance with the provisions of this Topic over the fair value of
the original award immediately before its terms are modified, measured based on the share price
and other pertinent factors at that date. As indicated in paragraph 718-10-30-20, references to
fair value throughout this Topic shall be read also to encompass calculated value. The effect of
the modification on the number of instruments expected to vest also shall be reflected in
determining incremental compensation cost. [See discussion of modifications to vesting
conditions in Section 8.2.] The estimate at the modification date of the portion of the award
expected to vest shall be subsequently adjusted, if necessary, in accordance with paragraph71810-35-3 and other guidance in Examples 13 through 14 (see paragraphs 718-10-55-103 through
55-119) [Included in Section 8.2].
b.
Total recognized compensation cost for an equity award shall at least equal the fair value of the
award at the grant date unless at the date of the modification the performance or service
conditions of the original award are not expected to be satisfied. Thus, the total compensation
cost measured at the date of a modification shall be the sum of the following:
1.
The portion of the grant-date fair value of the original award for which the requisite service
is expected to be rendered (or has already been rendered) at that date
2.
The incremental cost resulting from the modification.
Compensation cost shall be subsequently adjusted, if necessary, in accordance with

paragraph718-10-35-3 and other guidance in Examples 13 through 15 (see paragraph 718-1055-103 through 55-121) [Included in Section 8.2].
c.
A change in compensation cost for an equity award measured at intrinsic value in accordance with
paragraph 718-20-35-1 shall be measured by comparing the intrinsic value of the modified award,
if any, with the intrinsic value of the original award, if any, immediately before the modification.
ASC 718 states that the measured cost of a modified award generally cannot be less than the grant-date
fair value of the original award. However, an exception to that requirement involves a modification to an
award at the time when the performance or service condition was not expected to be satisfied pursuant
to the original terms. In that case, the fair value of the modified award at the modification date is
recognized if the modified award eventually vests. The fair value of the original award is no longer
relevant even if the original vesting condition ultimately is satisfied. In applying this guidance, it should
be noted that if an award is modified more than once, the effects of the current modification would be
measured against the fair value estimated for the award based on its terms immediately preceding the
modification (see also Section 8.9). Modifications of vesting conditions are discussed in greater detail in
Section 8.2. The guidance in that section applies also to modifications of other terms of an award.
The accounting for modifications under ASC 718 can be complex, depending on the nature of the
modification, whether the award was likely to vest pursuant to the original terms, whether the award is
expected to vest pursuant to any revised terms, and whether the modification changes the classification of
the award (equity vs. liability). These complicating factors are discussed in the remainder of this chapter.
A modification of a liability award also is accounted for as the exchange of the original award for a new
award. However, because liability awards are remeasured at their fair value (or intrinsic value for a
nonpublic entity that elects that method) at each reporting date, no special guidance is necessary in
accounting for a modification of a liability award that remains a liability after the modification. The
accounting for a modification that changes the classification of an award from a liability to equity is
discussed in Section 8.4.2.
8.1.1
Modifications to provide for transferability of employee stock options

Employee stock options generally are not transferable. However, occasionally stock option plans allow
the option holder to transfer the option to a limited group of related parties (e.g., to an immediate family
member). On occasion, employers may modify employee stock options to make them transferable to
unrelated third parties. For example, we are aware of companies that have provided for transferability of
employee stock options to an investment bank for a limited period of time.
A modification to an employee stock option to provide for transferability normally will affect the expected
term of the option. As discussed in greater detail in Section 7.3.1, because most employee stock options
are not transferable, employees often exercise the option before the end of the contractual term.
However, if an option is freely transferable, the employee would be expected to sell the option and
capture both the time value and the intrinsic value of that option, rather than exercise the option early
and only capture the intrinsic value. Accordingly, if an employee stock option is modified to make it freely
transferable, the modified option should be measured at fair value with an expected term equal to the
contractual term (see 718-20-55-50). However, if the options provide for very limited transferability
(e.g., only to family members or a family trust), this feature may have a minimal effect on the employees
exercise behavior (and expected term of the option) because the expected exercise behavior of the
employees family members may be no different than the expected exercise behavior of the employee.
All the facts and circumstances associated with the modification and the likelihood of transfer and
exercise should be considered when measuring the fair value of an award that is not freely transferable.
8.1.2
Examples of modifications to share-based payments
8.1.2.1
Modification of vested stock options

Case A below illustrates the accounting for a modification to reprice a vested employee stock option:

718-20-55-93
The following Cases illustrate the accounting for modifications of the terms of an award (see paragraphs
718-20-35-3 through 35-4) and are based on Example 1, Case A (see paragraph 718-20-55-10)
[Section 4.4.1.6], in which Entity T granted its employees 900,000 share options with an exercise
price of $30 on January 1, 20X5:
a.
Modification of vested share options (Case A)
b.
Share settlement of vested share options (Case B)
c.
Modification of nonvested share options (Case C)
d.
Cash settlement of nonvested share options (Case D).
Case A: Modification of Vested Share Options

718-20-55-94
On January 1, 20X9, after the share options have vested, the market price of Entity T stock has
declined to $20 per share, and Entity T decides to reduce the exercise price of the outstanding share
options to $20. In effect, Entity T issues new share options with an exercise price of $20 and a
contractual term equal to the remaining contractual term of the original January 1, 20X5, share
options, which is 6 years, in exchange for the original vested share options. Entity T incurs additional
compensation cost for the excess of the fair value of the modified share options issued over the fair
value of the original share options at the date of the exchange, measured as shown in the following
paragraph. A nonpublic entity using the calculated value would compare the calculated value of the
original award immediately before the modification with the calculated value of the modified award
unless an entity has ceased to use the calculated value, in which case it would follow the guidance in
paragraph 718-20-35-3(a) through (b) (calculating the effect of the modification based on the fair
value). The modified share options are immediately vested, and the additional compensation cost is
recognized in the period the modification occurs.
718-20-55-95
The January 1, 20X9, fair value of the modified award is $7.14. To determine the amount of
additional compensation cost arising from the modification, the fair value of the original vested share
options assumed to be repurchased is computed immediately before the modification. The resulting
fair value at January 1, 20X9, of the original share options is $3.67 per share option, based on their
remaining contractual term of 6 years, suboptimal exercise factor of 2, $20 current share price, $30
exercise price, risk-free interest rates of 1.5 percent to 3.4 percent, expected volatility of 35 percent
to 50 percent and a 1.0 percent expected dividend yield. The additional compensation cost stemming
from the modification is $3.47 per share option, determined as follows.
Fair Value of modified share option at January 1, 20X9
Less: Fair Value of original share option at January 1, 20X9
Additional compensation cost to be recognized
$
$
7.14
3.67
3.47
718-20-55-96
Compensation cost already recognized during the vesting period of the original award is $10,981,157
for 747,526 vested share options (see paragraphs 718-20-55-14 through 55-17) [Included in Section
4.4.1.6]. For simplicity, it is assumed that no share options were exercised before the modification.
Previously recognized compensation cost is not adjusted. Additional compensation cost of
$2,593,915 (747,526 vested share options $3.47) is recognized on January 1, 20X9, because the
modified share options are fully vested; any income tax effects from the additional compensation cost
are recognized accordingly.
Case B: Share Settlement of Vested Share Options
718-20-55-97
Rather than modify the option terms, Entity T offers to settle the original January 1, 20X5, share
options for fully vested equity shares at January 1, 20X9. The fair value of each share option is
estimated the same way as shown in Case A, resulting in a fair value of $3.67 per share option. Entity
T recognizes the settlement as the repurchase of an outstanding equity instrument, and no additional
compensation cost is recognized at the date of settlement unless the payment in fully vested equity
shares exceeds $3.67 per share option. Previously recognized compensation cost for the fair value of
the original share options is not adjusted.
The FASB did not describe the assumptions used to value the post-modification options in Case A, but it
should be noted that the assumptions used to value the pre-modification and post-modification options
likely will differ in this example. While it may be appropriate to use the same suboptimal exercise factor
in both calculations, the use of that factor will result in a longer expected term for the out-of-the-money
option than for the new at-the-money option. This is because on average it will take longer for the option
with the higher exercise price to achieve the suboptimal exercise factor (in which the stock price is equal
to twice the options exercise price). As a result of the different expected terms, the other assumptions
will likely vary (e.g., because of the term structures of interest and volatility, those assumptions will differ
for the modified option). Determining input assumptions for a lattice model is discussed in detail in
Chapter 7.
8.1.2.2
Modification of nonvested stock options

Case C below illustrates the accounting for a modification to reprice an unvested employee stock option:

Case C: Modification of Nonvested Share Options
718-20-55-98
On January 1, 20X6, 1 year into the 3-year vesting period, the market price of Entity T stock has
declined to $20 per share, and Entity T decides to reduce the exercise price of the share options to $20.
The three-year cliff-vesting requirement is not changed. In effect, in exchange for the original nonvested
share options, Entity T grants new share options with an exercise price of $20 and a contractual term
equal to the 9-year remaining contractual term of the original share options granted on January 1,
20X5. Entity T incurs additional compensation cost for the excess of the fair value of the modified share
options issued over the fair value of the original share options at the date of the exchange determined in
the manner described in paragraphs 718-20-55-95 through 55-96 [Included in Section 8.1.2.1]. Entity T
adds that additional compensation cost to the remaining unrecognized compensation cost for the original
share options at the date of modification and recognizes the total amount ratably over the remaining two
years of the three-year vesting period. Because the original vesting provision is not changed, the
modification has an explicit service period of two years, which represents the requisite service period as
well. Thus, incremental compensation cost resulting from the modification would be recognized ratably
over the remaining two years rather than in some other pattern.
718-20-55-99
The January 1, 20X6, fair value of the modified award is $8.59 per share option, based on its
contractual term of 9 years, suboptimal exercise factor of 2, $20 current share price, $20 exercise
price, risk-free interest rates of 1.5 percent to 4.0 percent, expected volatilities of 35 percent to 55
percent, and a 1.0 percent expected dividend yield. The fair value of the original award immediately
before the modification is $5.36 per share option, based on its remaining contractual term of 9 years,
suboptimal exercise factor of 2, $20 current share price, $30 exercise price, risk-free interest rates of
1.5 percent to 4.0 percent, expected volatilities of 35 percent to 55 percent, and a 1.0 percent
expected dividend yield. Thus, the additional compensation cost stemming from the modification is
$3.23 per share option, determined as follows.
Fair Value of modified share option at January 1, 20X6
Less: Fair Value of original share option at January 1, 20X6
Incremental value of modified share option at January 1, 20X6
$
$
8.59
5.36
3.23
718-20-55-100
On January 1, 20X6, the remaining balance of unrecognized compensation cost for the original share
options is $9.79 per share option. Using a value of $14.69 for the original option as noted in
paragraph 718-20-55-9 [Section 4.4.1.6] results in recognition of $4.90 ($14.69 3) per year. The
unrecognized balance at January 1, 20X6, is $9.79 ($14.69 $4.90) per option. The total
compensation cost for each modified share option that is expected to vest is $13.02, determined as
follows.
Incremental value of modified share option
Unrecognized compensation cost for original share option
Total compensation cost to be recognized
$
$
3.23
9.79
13.02
718-20-55-101
That amount is recognized during 20X6 and 20X7, the two remaining years of the requisite service
period.
Case D: Cash Settlement of Nonvested Share Options
718-20-55-102
Rather than modify the share option terms, Entity T offers on January 1, 20X6, to settle the original
January 1, 20X5, grant of share options for cash. Because the share price decreased from $30 at the
grant date to $20 at the date of settlement, the fair value of each share option is $5.36, the same as
in Case C. If Entity T pays $5.36 per share option, it would recognize that cash settlement as the
repurchase of an outstanding equity instrument and no incremental compensation cost would be
recognized. However, the cash settlement of the share options effectively vests them. Therefore, the
remaining unrecognized compensation cost of $9.79 per share option would be recognized at the date
of settlement.
While Case C describes the assumptions (except for the exercise price) as being the same for both
options, as discussed in the previous section, the average expected term will be shorter for the repriced
option because it will take longer for the option with the higher exercise price to achieve the suboptimal
exercise factor (in which the stock price is equal to twice the options exercise price). As a result of the
different expected terms, the other assumptions will likely vary (e.g., because of the term structures of
interest and volatility, those assumptions will differ for the modified option), although the range of
assumptions used in the lattice model will be the same. That is, for the repriced option more price paths
will result in early exercise and a shorter term and, therefore, a different range of volatilities and interest
rates will apply to that path. However, because at the extremes the lattices for both options will include
exercises (or post-vesting forfeitures) shortly after vesting as well as at expiration, the disclosed ranges
are the same (but weighted-average assumptions, if disclosed, would differ). Determining input
assumptions for a lattice model is discussed in detail in Chapter 7.
8.1.3
Modifications of deeply out-of-the money options

If an award is modified, the new requisite service period must be based on the modified terms of the
award. However, if an award that was granted at the money and subsequently becomes deeply out of the
money is modified to accelerate vesting, compensation cost must continue to be recognized over the
requisite service period of the original option when the modification to accelerate vesting is not
substantive (immediate recognition of compensation cost is not permitted).
If the derived service period of the option represents a significant portion of or is longer than the
remainder of the original requisite service period, such a modification would be considered
nonsubstantive and would not be accounted for as a modification. Any unrecognized compensation cost
at the date of the modification should continue to be recognized over the options remaining requisite
service period as if the modification had never occurred. Further discussion on the accounting for deeply
out of the money options is provided in Section 4.4.3.2.
8.1.4
Modifications of incentive stock options

The modification of an incentive stock option (ISO) may cause the disqualification of the award as an ISO.
If ISO status is disallowed because of a disqualifying modification, then the award should be treated as if
it had been a non-qualified option since inception. As a result, a deferred tax benefit should be recorded
for all compensation cost recognized for the award through the modification date.
8.2
Modifications of vesting conditions

ASC 718 includes specific guidance on the accounting for modifications of vesting conditions. When
applying ASC 718 to a modification of a vesting condition, there are two important concepts from
ASC 718-20-35-3 that must be kept in mind:
1. The effect of the modification on the number of instruments expected to vest also shall be reflected
in determining incremental compensation cost.
2. Total recognized compensation cost for an equity award shall at least equal the fair value of the
award at the grant date unless at the date of the modification the performance or service conditions
of the original award are not expected to be satisfied. [Emphasis added.]
Based on these concepts, when the vesting conditions of a share-based payment are modified, it must
first be determined on the modification date whether the original vesting conditions were expected to be
satisfied (i.e., the company was recognizing compensation cost based on an assumption that the vesting
conditions would be satisfied). If the original vesting conditions are not expected to be satisfied, the
grant-date fair value of the original award essentially is ignored and the fair value of the award measured
at the modification date is recognized if the modified award ultimately vests, regardless of whether the
fair value of the award on the modification date is greater than or less than the grant-date fair value of
the award. The original grant-date fair value is ignored even if the original vesting condition ultimately is
satisfied. This accounting is illustrated below in Sections 8.2.3 (Type III modifications) and 8.2.4 (Type IV
modifications).
If the original vesting conditions are expected to be satisfied, ASC 718 provides the following guidance:

718-20-55-107
Paragraphs 718-10-55-60 through 55-63 note that awards may vest based on service conditions,
performance conditions, or a combination of the two. Modifications of market conditions that affect
exercisability or the ability to retain the award are not addressed by this Example. A modification of
vesting conditions is accounted for based on the principles in paragraph 718-20-35-3; that is, total
recognized compensation cost for an equity award that is modified shall at least equal the fair value of
the award at the grant date unless, at the date of the modification, the performance or service
conditions of the original award are not expected to be satisfied. If awards are expected to vest under
the original vesting conditions at the date of the modification, an entity shall recognize compensation
cost if either of the following criteria is met:
a.
The awards ultimately vest under the modified vesting conditions
b.
The awards ultimately would have vested under the original vesting conditions.
The compensation cost to be recognized in this circumstance cannot be less than the grant-date fair
value of the original award. If the modification not only affected vesting conditions but otherwise made
the fair value of the award greater, the incremental fair value of that modification is recognized only if
the modified vesting conditions are achieved. Specific illustrations of this accounting are provided in
Sections 8.2.1 (Type I modifications) and 8.2.2 (Type II modifications).
Modifications to accelerate vesting may result in two different types of modifications of awards as
described in Sections 8.2.1 (Type I modifications) and Section 8.2.3 or Section 8.2.4 (either Type III or
Type IV modifications). For example, assume a company modifies an award subject to a service vesting
condition to accelerate vesting such that the award is immediately vested. Further, assume the company
had previously estimated that 5% of the outstanding awards would be forfeited. In recognizing
compensation cost under the original grant, the company had determined that for a portion of the award,
vesting was probable (95%), and that for another portion of the award, vesting was not probable (5%).
Accordingly, compensation was not recognized for those awards where vesting was not considered
probable (i.e., there was an assumption that the award would be forfeited). As a result, we believe the
modification to accelerate vesting results in a probable-to-probable (Type I) modification for the awards
where vesting was considered probable (95% of the award), and an improbable-to-probable (Type III)
modification for the awards where forfeiture was expected prior to the modification (5% of the award).
An example of the accounting for this type of modification is included in Section 8.2.3.2.
Section 2.7 discusses modifications to add a vesting requirement to previously issued shares.
8.2.1
Type I (probable-to-probable) modification

When a vesting condition that is probable of achievement is modified and the new vesting condition also
is probable of achievement, the compensation cost to be recognized if either the original vesting
condition or the new vesting condition is achieved cannot be less than the grant-date fair value of the
original award. That compensation cost is recognized if either the original or modified vesting condition is
achieved. If the modification also increases the fair value of the award (e.g., if the exercise price of an
option is reduced or the term extended), the FASB staff has indicated that the incremental compensation
cost associated with the modification is recognized only if the modified vesting condition is satisfied. The
following example from ASC 718 illustrates these concepts:

718-20-55-109
Cases A through D are all based on the same scenario: Entity T grants 1,000 share options to each of
10 employees in the sales department. The share options have the same terms and conditions as
those described in Example 1 (see paragraph 718-20-55-4), [Section 4.4.1.6] except that the share
options specify that vesting is conditional upon selling 150,000 units of product A (the original sales
target) over the 3-year explicit service period. The grant-date fair value of each option is $14.69 (see
paragraph 718-20-55-9) [Section 4.4.1.6]. For simplicity, this Example assumes that no forfeitures
will occur from employee termination; forfeitures will only occur if the sales target is not achieved.
Example 15 (see paragraph 718-20-55-120) provides an additional illustration of a Type III modification.
718-20-55-110
Cases A through D assume that the options are out-of-the-money when modified; however, that fact is
not determinative in the illustrations (that is, options could be in- or out-of-the-money).
Case A: Type I Probable to Probable Modification

718-20-55-111
Based on historical sales patterns and expectations related to the future, management of Entity T
believes at the grant date that it is probable that the sales target will be achieved. On January 1,
20X7, 102,000 units of Product A have been sold. During December 20X6, one of Entity Ts
competitors declared bankruptcy after a fire destroyed a factory and warehouse containing the
competitors inventory. To push the salespeople to take advantage of that situation, the award is
modified on January 1, 20X7, to raise the sales target to 154,000 units of Product A (the modified
sales target). Notwithstanding the nature of the modifications probability of occurrence, the objective
of this Case is to demonstrate the accounting for a Type I modification. Additionally, as of January 1,
20X7, the options are out-of-the-money because of a general stock market decline. No other terms or
conditions of the original award are modified, and management of Entity T continues to believe that it
is probable that the modified sales target will be achieved. Immediately before the modification, total
compensation cost expected to be recognized over the 3-year vesting period is $146,900 or $14.69
multiplied by the number of share options expected to vest (10,000). Because no other terms or
conditions of the award were modified, the modification does not affect the per-share-option fair value
(assumed to be $8 in this Case at the date of the modification). Moreover, because the modification
does not affect the number of share options expected to vest, no incremental compensation cost is
associated with the modification.
718-20-55-112
This paragraph illustrates the cumulative compensation cost Entity T should recognize for the modified
award based on three potential outcomes:
a.
Outcome 1 achievement of the modified sales target. In Outcome 1, all 10,000 share options
vest because the salespeople sold at least 154,000 units of Product A. In that outcome, Entity T
would recognize cumulative compensation cost of $146,900.
b.
Outcome 2 achievement of the original sales target. In Outcome 2, no share options vest
because the salespeople sold more than 150,000 units of Product A but less than 154,000 units
(the modified sales target is not achieved). In that outcome, Entity T would recognize cumulative
compensation cost of $146,900 because the share options would have vested under the original
terms and conditions of the award.
c.
Outcome 3 failure to achieve either sales target. In Outcome 3, no share options vest because
the modified sales target is not achieved; additionally, no share options would have vested under
the original terms and conditions of the award. In that case, Entity T would recognize cumulative
compensation cost of $0.
Note that in the above example the fair value of the award did not change. If the employer in that
example had modified other terms of the award such that the fair value of the award was greater
(e.g., by extending the term of the options or reducing their exercise price), the incremental fair value
of that award would be recognized only if the modified sales goal was met. That is, the incremental fair
value is effectively treated as a separate award and recognized only if the modified vesting condition
is satisfied.
If the modification in the above example had resulted in a longer requisite service period than the original
three-year period as well as incremental compensation cost, we understand (based on the conclusions of
the Resource Group at its 26 May 2005 meeting) that there are two acceptable methods to attribute the
remaining unrecognized compensation cost from the original award and the incremental compensation
cost resulting from the modification:
1. The unrecognized compensation cost remaining from the original grant date valuation would be
recognized over the remainder of the original requisite service period (because it would be
recognized if the original service condition was met, even if the revised service condition was not
met), while the incremental compensation cost would be recognized over the new service period
(beginning on the modification date). Essentially, the unrecognized compensation cost is bifurcated
and recognized as if the two components were separate awards with separate vesting periods.
2. The total compensation cost relating to the newly modified award (including both the unrecognized
compensation cost remaining from the original grant date valuation and the incremental compensation
cost resulting from the modification) is recognized ratably over the new requisite service period.
Because most share-based payment accounting systems do not have the capability to bifurcate an award
for recognition purposes while treating the award as a single instrument for disclosure and other
purposes, either of the above approaches are likely to require the implementation of procedures to
ensure that the appropriate amount of compensation cost is recognized in the appropriate periods for
each award (either (a) zero, if neither the original vesting condition nor the modified vesting condition is
achieved, (b) the original grant date fair value if the original vesting condition is achieved but the
modified vesting condition is not achieved, or (c) both the original grant date fair value and the
incremental compensation cost if both the original and modified vesting conditions are achieved). Some
members of the Resource Group indicated that they believed alternative 1 would be more difficult to
apply within the constraints of existing accounting systems. However, alternative 1 avoids the possibility
of accelerating compensation cost on an employees termination (if, for example, the application of
alternative 2 results in the recognition as of the original vesting date of total compensation cost less than
the original grant date fair value).
Regardless of the method selected, the ultimate amount of compensation cost recognized will not differ
(although the timing of recognition likely will differ). The selection of either attribution approach is an
accounting policy decision that must be applied consistently and, if material, must be disclosed in the
notes to the financial statements.
If in the above example the sales target was reduced to 146,000 units rather than increased to 154,000
units, the accounting would be the same. If either the new sales target or the original sales target were
achieved, the grant-date fair value of $14.69 per option would be recognized. Note that, absent the
modification, if 150,000 units were not sold, the original award would not have vested and no
compensation cost would have been recognized. However, because the 150,000 unit sales goal was
probable of achievement on the modification date, the ultimate cost recognized if the award vests cannot
be less than the grant-date fair value of the award.
8.2.2
Type II (probable-to-improbable) modification

Modifications that cause a vesting condition to change from being probable of achievement to no longer
being probable of achievement are rare in practice. However, the FASB provided the following example
of such a modification to address all the possible permutations of modifications to vesting conditions:

718-20-55-109
those described in Example 1 (see paragraph 718-20-55-4) [Section 4.4.1.6], except that the share
Case B: Type II Probable to Improbable Modification
718-20-55-113
It is generally believed that Type II modifications will be rare; therefore, this illustration has been
provided for the sake of completeness. Based on historical sales patterns and expectations related to
the future, management of Entity T believes that at the grant date, it is probable that the sales target
(150,000 units of product A) will be achieved. At January 1, 20X7, 102,000 units of product A have
been sold and the options are out-of-the-money because of a general stock market decline. Entity Ts
management implements a cash bonus program based on achieving an annual sales target for 20X7.
The options are neither cancelled nor settled as a result of the cash bonus program. The cash bonus
program would be accounted for using the same accounting as for other cash bonus arrangements.
Concurrently, the sales target for the option awards is revised to 170,000 units of Product A. No other
terms or conditions of the original award are modified. Management believes that the modified sales
target is not probable of achievement; however, they continue to believe that the original sales target
is probable of achievement. Immediately before the modification, total compensation cost expected to
be recognized over the 3-year vesting period is $146,900 or $14.69 multiplied by the number of
share options expected to vest (10,000). Because no other terms or conditions of the award were
modified, the modification does not affect the per-share-option fair value (assumed in this Case to be
$8 at the modification date). Moreover, because the modification does not affect the number of share
options expected to vest under the original vesting provisions, Entity T would determine incremental
compensation cost in the following manner.
Fair value of modified share option
Share options expected to vest under original sales target
Fair value of modified award
Fair value of original share option
Fair value of original award
Incremental compensation cost of modification
$
$
$
$
$
8
10,000
80,000
8
10,000
80,000
0
718-20-55-114
In determining the fair value of the modified award for this type of modification, an entity shall use the
greater of the options expected to vest under the modified vesting condition or the options that
previously had been expected to vest under the original vesting condition.
718-20-55-115
8.2.3
a.
b.
Outcome 2 achievement of the original sales target. In Outcome 2, no share options vest
because the salespeople sold more than 150,000 units of Product A but less than 170,000 units
(the modified sales target is not achieved). In that outcome, Entity T would recognize cumulative
compensation cost of $146,900 because the share options would have vested under the original
terms and conditions of the award.
c.
the modified sales target is not achieved; additionally, no share options would have vested under
the original terms and conditions of the award. In that case, Entity T would recognize cumulative
Type III (improbable-to-probable) modification

The most common type of modification to a vesting condition is the Type III modification, in which it
previously was not probable that the vesting condition would be satisfied, and the modification causes it
to become probable that the vesting condition will be satisfied. As discussed previously, because the
original vesting condition is not probable of achievement on the modification date, the original grant-date
fair value is no longer used to measure compensation cost for the award under any circumstances. As a
result, the compensation cost recognized may be less than what would have been recognized based on
the original grant-date fair value of the award.

718-20-55-109
10 employees in the sales department. The share options have the same terms and conditions as those
described in Example 1 (see paragraph 718-20-55-4) [Section 4.4.1.6], except that the share options
specify that vesting is conditional upon selling 150,000 units of product A (the original sales target)
over the 3-year explicit service period. The grant-date fair value of each option is $14.69 (see
paragraph 718-20-55-9) [Section 4.4.1.6]. For simplicity, this Example assumes that no forfeitures will
occur from employee termination; forfeitures will only occur if the sales target is not achieved. Example
15 (see paragraph 718-20-55-120) provides an additional illustration of a Type III modification.
Case C: Type III Improbable to Probable Modification
718-20-55-116
believes at the grant date that none of the options will vest because it is not probable that the sales
target will be achieved. On January 1, 20X7, 80,000 units of Product A have been sold. To further
motivate the salespeople, the sales target (150,000 units of Product A) is lowered to 120,000 units of
Product A (the modified sales target). No other terms or conditions of the original award are modified.
Management believes that the modified sales target is probable of achievement. Immediately before
the modification, total compensation cost expected to be recognized over the 3-year vesting period is
$0 or $14.69 multiplied by the number of share options expected to vest (zero). Because no other
terms or conditions of the award were modified, the modification does not affect the per-share-option
fair value (assumed in this Case to be $8 at the modification date). Since the modification affects the
number of share options expected to vest under the original vesting provisions, Entity T will determine
incremental compensation cost in the following manner.
Fair value of modified share option
Share options expected to vest under modified sales target
Fair value of original share option
Incremental compensation cost of modification
$
$
$
$
$
8
10,000
80,000
8
0
0
80,000
718-20-55-117
8.2.3.1
a.
b.
Outcome 2 achievement of the original sales target and the modified sales target. In Outcome 2,
Entity T would recognize cumulative compensation cost of $80,000 because in a Type III
modification the original vesting condition is generally not relevant (that is, the modified award
generally vests at a lower threshold of service or performance).
c.
the modified sales target is not achieved; in that case, Entity T would recognize cumulative
Modification to accelerate vesting in connection with employees termination

A common example of a Type III modification is a modification to accelerate service vesting in
anticipation of, or concurrent with, the termination of an employee. In that case, because the employee
is to be terminated and, therefore, is not expected to render the requisite service to vest in the original
award, any of the originally measured compensation cost for the unvested award is reversed, and the fair
value of the award on the modification date is recognized over the period the employee is required to
provide service to earn the award (if any). That is, on the date it becomes improbable that the award will
vest due to termination, the company should reverse compensation cost previously recognized for the
original unvested award, if any, and then on the date the award is modified, the company should
recognize compensation cost equal to the full fair value of the modified award, assuming the award is
fully vested. Essentially, the accounting follows the logic that the employee was terminated and forfeited
the original award, but was granted a new, fully vested award.
8.2.3.2
Modification to accelerate vesting with no change in fair value

Illustration 8-1
As discussed in Section 8.2, modifications to accelerate vesting may result in several different types of
modifications of awards: Type I, Type III, and Type IV modifications. For example, assume a company
modifies an award subject to a service vesting condition to accelerate vesting. The award for 100,000
options was originally granted on 1 January 2005 and cliff vests after five years of service. The fair
value of each option on the grant date was $10. Further, assume the company had previously estimated
that 5% of the awards would be forfeited and compensation cost was not recognized for those awards
prior to the modification date. Accordingly, the company recognized annual compensation cost of
$190,000 (100,000 options $10 per option 95% expected to vest 1/5 vesting per year).
On 1 January 2007, the award was modified so that the award is fully vested after four years of
service rather than the original five-year service requirement. The fair value of the options on the
modification date was $12. No other changes were made to the award, and the fair value was not
impacted. As a result of the acceleration of vesting, the company now expects that 2% of the award
will be forfeited.
At the modification date, we believe the modification to accelerate vesting results in three types of
modifications: (1) a probable-to-probable (Type I) modification of the awards for which vesting was
considered probable (95% of the award), (2) an improbable-to-probable (Type III) modification of the
awards for which forfeiture was expected under the original terms (3% of the award) but is no longer
expected as a result of the modification, and (3) an improbable-to-improbable (Type IV) modification
for the 2% of the awards that were expected to be forfeited before the modification and still are
expected to be forfeited.
The Type I modification results in no change to the measurement of the awards originally expected to
vest. However, the $570,000 in remaining unrecognized compensation cost at the modification date
must be recognized over the new two-year service requirement. Accordingly, $285,000 of
compensation cost must be recognized for those awards in each of the next two years.
The Type III modification results in a new measurement of compensation cost (as discussed in Section
8.2.3, when vesting is modified and vesting previously was not probable, the original grant-date fair
value of the award is no longer used to measure compensation cost for the award) for 3% of the
awards. Therefore, compensation cost of $18,000 (100,000 options $12 per option 3% expected
to vest vesting per year) must be recognized in each of the remaining two years.
Finally, with respect to the Type IV modification, no compensation cost will be recognized as a result of
the modification because the awards are not expected to vest despite the modification. However, if the
companys estimate changes such that all or a portion of these awards are expected to vest, the
company will need to recognize compensation cost of $12 per option for these awards (as discussed
above, when vesting is modified and vesting previously was not probable, the original grant-date fair
value of the award is no longer considered).
8.2.4
Type IV (improbable-to-improbable) modification

Type IV modifications are not uncommon. For example, an employer may conclude that the original
performance vesting conditions in an award are so far out of reach that the performance award no
longer has the desired motivational effect on employees who hold the awards. As a result the employer
may reduce the performance target such that the new performance condition remains a stretch goal
(and, therefore, it may not be probable that the new goal will be met), but the new goal is more likely to
be achieved than the original performance target. As another example, it may be probable that the
performance condition will be achieved, but it is expected that some portion of the awards will be
forfeited because some employees will terminate before the completion of the service period. The
following example from ASC 718 illustrates the accounting for such a modification. As previously
discussed, because the original vesting condition was not probable of achievement at the modification
date, the original grant-date fair value is no longer used to measure the compensation cost of the award.

718-20-55-109
those described in Example 1 (see paragraph 718-20-55-4) [Section 4.4.1.6], except that the share
Case D: Type IV Improbable to Improbable Modification
718-20-55-118
believes that at the grant date it is not probable that the sales target will be achieved. On January 1,
20X7, 80,000 units of Product A have been sold. To further motivate the salespeople, the sales target
is lowered to 130,000 units of Product A (the modified sales target). No other terms or conditions of
the original award are modified. Entity T lost a major customer for Product A in December 20X6;
hence, management continues to believe that the modified sales target is not probable of
achievement. Immediately before the modification, total compensation cost expected to be recognized
over the 3-year vesting period is $0 or $14.69 multiplied by the number of share options expected to
vest (zero). Because no other terms or conditions of the award were modified, the modification does
not affect the per-share-option fair value (assumed in this Case to be $8 at the modification date).
Furthermore, the modification does not affect the number of share options expected to vest; hence,
there is no incremental compensation cost associated with the modification.
718-20-55-119
a.
would recognize cumulative compensation cost of $80,000 (10,000 $8).
b.
Outcome 2 achievement of the original sales target and the modified sales target. In Outcome
2, Entity T would recognize cumulative compensation cost of $80,000 because in a Type IV
modification the original vesting condition is generally not relevant (that is, the modified award
generally vests at a lower threshold of service or performance).
c.
the modified sales target is not achieved; in that case, Entity T would recognize cumulative
8.2.5
Modification to accelerate vesting on a change in control

When a company modifies an award to provide for the acceleration of vesting on a change in control, it
may represent a Type I modification, a Type IV modification, or both. Modifications to provide for the
acceleration of vesting on a change in control typically do not result in Type III modifications (improbableto-probable modifications) because a change in control is not considered probable until the change in
control actually happens (see further discussion in Section 4.4.2.2.1). If no other terms or conditions of
the award are modified, the modification will result in a new measurement date for those awards that are
expected to be forfeited, but will not impact the awards previously expected to vest.
Illustration 8-2
For example, Entity A grants 100,000 options to employees on 1 January 2006. The options cliff vest
at the end of four years. The grant-date fair value of each option is $5. Entity A assumes that 10% of
the awards will be forfeited. On 1 January 2007, Entity A modifies the awards to provide for
acceleration of vesting in the event of a change in control. The fair value of the options on the
modification date is $4. No other terms or conditions of the original award are modified, and Entity A
continues to believe that 10% of the awards will be forfeited. Prior to the modification, Entity A had
recognized compensation cost of $112,500 (100,000 options $5 per option 90% expected to
vest vesting per year).
For the 90% of the options that are expected to vest, the modification represents a probable-toprobable (Type I) modification and, accordingly, does not change the measurement of compensation
cost. Because the change in control is not considered probable, the requisite service period also
remains unchanged. Accordingly, for these options, Entity A will continue to recognize $112,500 per
year in compensation cost (assuming actual forfeitures equal estimated forfeitures).
For the 10% of options not expected to vest, an improbable-to-improbable (Type IV) modification has
occurred. To the extent that these awards never vest, no compensation cost will be recognized.
However, if the companys estimate changes such that all or a portion of these awards are expected to
vest, the company will need to recognize compensation cost of $4 per option for these awards (as
discussed above, when vesting is modified and vesting previously was not probable, the original grantdate fair value of the award is no longer considered).
8.3
Modifications of market conditions

The modification guidance in ASC 718-20-55-107 through 718-20-55-119 (discussed in Section 8.2)
applies only to modifications of vesting conditions (e.g., service and performance conditions). ASC 71820-55-107 clarifies that the guidance relating to Type I, II, III and IV modifications does not apply to
modifications of market conditions.
The most significant difference in accounting for a modification of a market condition, compared to the
accounting for a modification of a service or performance condition, arises as a result of the provisions of
ASC 718-20-35-3, which states Total recognized compensation cost for an equity award shall at least
equal the fair value of the award at the grant date unless at the date of the modification the performance
or service conditions of the original award are not expected to be satisfied. Thus, the total compensation
cost measured at the date of a modification shall be (1) the portion of the grant-date fair value of the
original award for which the requisite service is expected to be rendered (or has already been rendered)
at that date plus (2) the incremental cost resulting from the modification.
Unlike an award with a performance (or service) condition, when a market condition is modified, the
probability of satisfying the original condition does not affect the total compensation cost that will be
recognized. As a result, the total compensation cost recognized for a modified award with only a market
condition will never be less than the grant-date fair value of the original award. Additionally, the effect of
the modification on the number of instruments expected to vest must be considered when measuring
incremental compensation cost. The following two examples illustrate these points.
Illustration 8-3
Assume that Company X granted 1,000 options on 1 January 2005. The options have an exercise
price of $15 (the market value of the shares on the grant date) and become exercisable when the
Companys share price reaches $22 (a market condition). The Company used a binomial model to
determine that the fair value of the options on the grant date was $4.50. The requisite service period
for the award, derived from the binomial model, was 4 years. The Company estimated that 75% (or 750)
of the options would vest (i.e., the Company expected that 75% of the employees that were granted
options would remain employed by the Company throughout the four-year requisite service period). In
2005, the Company recognized $844 of compensation cost, calculated as $4.50 (1,000 75%)
(1 year 4 years).
On 1 January 2006, when the Companys stock price had dropped to $12, the Company modified the
market condition so the options would become exercisable when the stock price reaches $17. In order
to determine if the modification resulted in incremental compensation cost, the Company measured
the fair value of the original award immediately before the modification, and compared that to the fair
value of the modified award, $2.25 and $3.50, respectively. The requisite service period of the
modified award, derived from the binomial model used to value the award, was two years. As a result
of the shorter requisite service period, the Company estimated that 80% (or 800) of the options would
vest. The additional 50 options that are expected to vest as a result of the modification must be
included in the calculation of incremental compensation cost. Incremental compensation cost resulting
from the modification is calculated as follows:
Fair value of modified option
Options expected to vest (modified conditions)
3.50
800
2,800
Fair value of original options

Options expected to vest (original conditions)
Incremental compensation cost
2.25
750
1,688
1,112
Total compensation cost relating to the modified award is calculated as the unrecognized
compensation cost from the original award plus the incremental compensation cost resulting from the
modification, (3,375 844) + 1,112 = $3,643. The Company will recognize compensation cost of
$3,643 over the new two-year requisite service period.
8.4
Modifications that change an awards classification

A modification may change the balance sheet classification of an award. For example, an employee stock
option that previously was classified as equity might be modified to provide the employee with the right
to request cash settlement (see Chapter 5 for a discussion of the criteria for liability classification). If an
entity modifies an award in that manner, ASC 718 requires that the entity account for that modification
in accordance with the modification model described in ASC 718-20-35-3 and in Section 8.1. However,
certain modifications are made to that incremental fair value model as described further below.
8.4.1
Modification that changes classification from equity to a liability

Conceptually, a modification that changes an awards classification from equity to a liability is similar to the
cash settlement of an award. As discussed further in Section 8.7, cash settlements generally are accounted
for as treasury-stock transactions, with the recognition of any previously measured but unrecognized
compensation, as well as incremental compensation cost for any excess of the cash payment over the fair
value of the award at settlement. Although conceptually similar, ASC 718 does not treat modifications
that change an awards classification from equity to a liability the same as a cash settlement.
The accounting approach for modifications that change the classification of an award from an equity
instrument to a liability differs from the cash settlement accounting model in that the measure of
compensation cost would include any increase in the fair value of the award between the grant date and
the modification date. Accordingly, if an employer is considering converting an equity award that has
increased in value to a cash award, it may wish to consider settling the award. Again, the settlement
approach avoids recognizing any increases in value of the award after the grant date, while a
modification that requires reclassification of an equity instrument to a liability does not.
We understand from discussions with the FASB staff that there are two key factors that must be
considered in determining whether a transaction represents a settlement or a modification: (1) whether
the obligation continues to be indexed to the employers shares and (2) whether future service is
required. If either of these conditions exists, the transaction should be accounted for as a modification. If
neither condition exists, the transaction is accounted for as a settlement as described in Section 8.7.
If the conversion of an equity award to a liability award is accounted for as a modification, incremental
compensation cost should be measured as described in Section 8.1. The vested portion of the incremental
compensation cost, if any, should be recognized at the date of the modification when the award is
reclassified as a liability. ASC 718-20-35-3 requires that total recognized compensation cost for an equity
award be at least equal to the grant-date fair value of the award, unless, at the date of the modification,
the service or performance conditions of the original award are not expected to be satisfied. We
understand from discussions with the FASB staff that when a modification results in the reclassification
of an equity award to a liability award, the entity will recognize cumulative compensation cost equal to
the greater of (a) the grant-date fair value of the original equity award (or the acquisition date fair value
for awards recorded at fair value in conjunction with a business combination occurring subsequent to the
original grant date) plus any incremental compensation cost associated with the modification and (b) the
fair value of the modified liability award when it is settled. This view is consistent with the principle in
ASC 718 that the replacement award is a new award.
Illustration 8-4
The recognition of incremental compensation cost can occur at the date of the modification even if the
fair value of the liability is less than or equal to the grant-date fair value of the original award. For
example, assume an employee of Company Y has a fully-vested out-of-the-money option at 31
December 20X7. The grant-date fair value of the award was $1,000. The current fair value of the
award is $200. Further assume the Company agrees to modify the option to permit cash settlement
and to reprice the option. The fair value of the modified award is $500. Company Y would make the
following entries to reclassify the award from equity to liability at the date of the modification:
Dr. Additional paid-in capital
Cr. Liability
300
200
$
500
The fair value of the modified award should be remeasured each reporting date through settlement.
Adjustments to increase or decrease the liability are recorded either as compensation cost or as a
charge to equity, as described further below. The cumulative measure of compensation cost can never
be less than the sum of the grant date fair value of the original award plus the incremental
compensation cost associated with the modification. The incremental compensation cost is
remeasured, but only to the extent that the total fair value of the award is less than the modification
date incremental compensation cost ($300 in this example).
To the extent the fair value of the liability in future periods increases by less than the amount
remaining in equity from the grant date fair value of the original award ($800 in this example), any
adjustment necessary to maintain the liability at fair value is recognized in equity. To the extent the
fair value of the liability in future periods exceeds the sum of the amount recognized in equity for the
original award plus any incremental fair value resulting from the modification, any adjustment is
recognized as compensation cost. For example, if the award in the above example were settled for
$1,500, the company would recognize $1,500 of cumulative compensation cost ($1,000 for the grant
date fair value during the requisite service period plus $300 of incremental compensation at the
modification date plus $200 for changes in the fair value of the liability after the modification date).
If the fair value of the liability at settlement is less than the sum of the grant date fair value of the
original award plus the incremental compensation cost associated with the modification, but greater
than the incremental compensation cost resulting from the modification, then the adjustment to
decrease the liability is recognized in equity. In the above example, if the award were settled in the
reporting period following the modification for $1,100 (i.e., the award is settled for less than the sum
of the grant date fair value of the original award of $1,000 plus the incremental compensation cost
associated with the modification of $300), $200 would be recorded in equity. In that circumstance,
total compensation cost is equal to $1,300.
If the fair value of the liability at settlement is less than the incremental fair value of the modification
on the modification date, any adjustment to reduce that measured incremental compensation is
recognized as a reduction of compensation cost. For example, if the fair value of the award at
settlement is $100, the incremental fair value is remeasured from $300 to $100 with the reduction
recognized in compensation cost. The total compensation cost is equal to the remeasured incremental
fair value ($100), plus the original grant date fair of the award ($1,000), or $1,100.
The following table illustrates the compensation cost that would be recognized in the example
provided above under a variety of settlement value scenarios:
Grant
date fair
value
Fair value
before
modification
Fair value
after
modification
Fair value
at
settlement
Incremental
compensation
recognized at
modification
date
(A)
(B)
(C)
(D)
(C) (B) =
(E)
$1,000
1,000
1,000
1,000
1,000
1,000
1,000
1,000
1,000
1,000
1,000
1,000
1,000
1,000
1,000
1,000
1,000
1,000
1,000
1,000
1,000
$ 200
200
200
200
200
200
200
200
200
200
200
200
200
200
200
200
200
200
200
200
200
$ 500
500
500
500
500
500
500
500
500
500
500
500
500
500
500
500
500
500
500
500
500
0
100
200
300
400
500
600
700
800
900
1,000
1,100
1,200
1,300
1,400
1,500
1,600
1,700
1,800
1,900
2,000
$ 300
300
300
300
300
300
300
300
300
300
300
300
300
300
300
300
300
300
300
300
300
Compensation
recognized
between
modification
date and
settlement
Cumulative
compensation
cost
(F) 30
(A) + (E) + (F)

= (G)
$( 300)
(200)
(100)
100
200
300
400
500
600
700
$ 1,000
1,100
1,200
1,300
1,300
1,300
1,300
1,300
1,300
1,300
1,300
1,300
1,300
1,300
1,400
1,500
1,600
1,700
1,800
1,900
2,000
If a modification does not result in incremental compensation cost, then decreases in the liability awards
fair value through its settlement do not affect the amount of compensation cost recognized in future
periods (i.e., compensation cost continues to be recognized based on the grant-date fair value of the
equity award originally granted). Increases in the liability awards fair value through its settlement in
excess of amounts previously recognized based on the grant-date fair value of the original award are
recorded as compensation cost.
Note that if the award is fully vested at the modification date, any incremental compensation arising as a
result of the modification would be immediately recognized. Any subsequent compensation resulting from
changes in the fair value of the liability award would be recognized in the period of the change in fair value.
Alternatively, if the award is not vested, the portion of incremental compensation that corresponds to
the percentage of the requisite service period that has been rendered prior to the modification date
would be recognized immediately, and the remainder of the incremental compensation would be
recognized over the remaining requisite service period of the award. The objective underlying this
principle is that, at any given point in time, the recognized compensation cost would be equal to the
remeasured compensation cost times the percentage of the requisite service that has been rendered. For
example, assume an employee of Company Y has a nonvested out-of-the-money option at 31 December
20X7 for which the employee has provided 25% of the requisite service. The grant-date fair value of the
30
If (D) is less than or equal to (E), then (D) (E) = (F). If (D) is greater than (E) but less than or equal to (A) + (E), then (F) = 0. If (D)
is greater than (A) + (E), then (D) (A) (E) = (F).
award was $1,000. The current fair value of the award is $200. Further assume the Company agrees to
modify the option to permit cash settlement and to reprice the option. The fair value of the modified
award is $500. As a result of the modification, an additional $300 of compensation is to be recognized.
The award is ultimately settled for $2,000. Company Y would recognize 25% of the incremental
compensation at the modification date, or $75, with the remainder ($225, or 75% of the incremental
compensation) recognized over the remaining requisite service period of the award. As the award vests,
Company Y would recognize the remaining $750 of compensation from the original grant date fair value
measurement, $225 of incremental compensation arising from the modification, and $700 that arises as
a result of subsequent remeasurement of the award.
The following examples from ASC 718 further illustrate the accounting for modifications that change the
classification of an award from an equity instrument to a liability when incremental compensation cost
does not arise.
8.4.1.1
Example modification that changes classification from equity to a liability that

continues to be indexed to employers shares

718-20-55-123
Entity T grants the same share options described in Example 1, Case A (see paragraph 718-20-55-10)
[See Section 4.4.1.6]. The number of options for which the requisite service is expected to be rendered
is estimated at the grant date to be 821,406 (900,000 .97 3). For simplicity, this Case assumes that
estimated forfeitures equal actual forfeitures. Thus, as shown in the table in paragraph 718-20-55130, the fair value of the award at January 1, 20X5, is $12,066,454 (821,406 $14.69), and the
compensation cost to be recognized during each year of the 3-year vesting period is $4,022,151
($12,066,454 3). The journal entries for 20X5 are the same as those in paragraph 718-20-55-12.
[See Section 4.4.1.6]
718-20-55-124
On January 1, 20X6, Entity T modifies the share options granted to allow the employee the choice of
share settlement or net cash settlement; the options no longer qualify as equity because the holder can
require Entity T to settle the options by delivering cash. Because the modification affects no other
terms or conditions of the options, the fair value (assumed to be $7 per share option) of the modified
award equals the fair value of the original award immediately before its terms are modified on the date
of modification; the modification also does not change the number of share options for which the
requisite service is expected to be rendered. On the modification date, Entity T recognizes a liability
equal to the portion of the award attributed to past service multiplied by the modified awards fair
value. To the extent that the liability equals or is less than the amount recognized in equity for the
original award, the offsetting debit is a charge to equity. To the extent that the liability exceeds the
amount recognized in equity for the original award, the excess is recognized as compensation cost. In
this Case, at the modification date, one-third of the award is attributed to past service (one year of
service rendered/three-year requisite service period). The modified awards fair value is $5,749,842
(821,406 $7), and the liability to be recognized at the modification date is $1,916,614 ($5,749,842
3). The related journal entry follows.
$ 1,916,614
$ 1,916,614
To recognize the share-based compensation liability.

718-20-55-125
No entry would be made to the deferred tax accounts at the modification date. The amount of
remaining additional paid-in capital attributable to compensation cost recognized in 20X5 is
$2,105,537 ($4,022,151 $1,916,614).
718-20-55-126
Paragraph 718-20-35-3(b) specifies that total recognized compensation cost for an equity award shall
at least equal the fair value of the award at the grant date unless at the date of the modification the
service or performance conditions of the original award are not expected to be satisfied. In accordance
with that principle, Entity T would ultimately recognize cumulative compensation cost equal to the
greater of the following:
a.
The grant-date fair value of the original equity award
b.
The fair value of the modified liability award when it is settled.
718-20-55-127
To the extent that the recognized fair value of the modified liability award is less than the recognized
compensation cost associated with the grant-date fair value of the original equity award, changes in
that liability awards fair value through its settlement do not affect the amount of compensation cost
recognized. To the extent that the fair value of the modified liability award exceeds the recognized
compensation cost associated with the grant-date fair value of the original equity award, changes in
the liability awards fair value are recognized as compensation cost.
718-20-55-128
At December 31, 20X6, the fair value of the modified award is assumed to be $25 per share option;
hence, the modified awards fair value is $20,535,150 (821,406 $25), and the corresponding
liability at that date is $13,690,100 ($20,535,150 2/3) because two-thirds of the requisite service
period has been rendered. The increase in the fair value of the liability award is $11,773,486
($13,690,100 $1,916,614). Before any adjustments for 20X6, the amount of remaining additional
paid-in capital attributable to compensation cost recognized in 20X5 is $2,105,537 ($4,022,151
$1,916,614). The cumulative compensation cost at December 31, 20X6, associated with the grantdate fair value of the original equity award is $8,044,302 ($4,022,151 2). Entity T would record the
following journal entries for 20X6.
Compensation cost
$ 9,667,949
$ 2,105,537
$11,773,486
To increase the share-based compensation liability to $13,690,100 and recognize compensation cost
of $9,667,949 ($13,690,100 $4,022,151).
Deferred tax asset
$ 3,383,782
$ 3,383,782
To recognize the deferred tax asset for additional compensation cost ($9,667,949 .35 = $3,383,782).
718-20-55-129
At December 31, 20X7, the fair value is assumed to be $10 per share option; hence, the modified
awards fair value is $8,214,060 (821,406 $10), and the corresponding liability for the fully vested
award at that date is $8,214,060. The decrease in the fair value of the liability award is $5,476,040
($8,214,060 $13,690,100). The cumulative compensation cost as of December 31, 20X7,
associated with the grant-date fair value of the original equity award is $12,066,454 (see paragraph
718-20-55-123). Entity T would record the following journal entries for 20X7.
$ 5,476,040
Compensation cost
$ 1,623,646

$ 3,852,394
To recognize a share-based compensation liability of $8,214,060, a reduction of compensation cost of
$1,623,646 ($13,690,100 $12,066,454), and additional paid-in capital of $3,852,394
($12,066,454 $8,214,060).
568,276
Deferred tax asset

$ 568,276
To reduce the deferred tax asset for the reduction in compensation cost ($1,623,646 .35 = $568,276).
718-20-55-130
Cumulative
pretax cost
Year
20X5
$ 12,066,454 (821,406 $14.69)
$4,022,151 ($12,066,454 3)
$ 4,022,151
20X6
$ 20,535,150 (821,406 $25.00)
$9,667,949 [($20,535,150 ) $4,022,151]
$ 13,690,100
20X7
$ 12,066,454 (821,406 $14.69)
$(1,623,646) ($12,066,454 $13,690,100)
$ 12,066,454
718-55-20-131
For simplicity, this Case assumes that all share option holders elected to be paid in cash on the same
day, that the liability awards fair value is $10 per option, and that Entity T has already recognized its
income tax expense for the year without regard to the effects of the settlement of the award. In other
words, current tax expense and current taxes payable were recognized based on income and
deductions before consideration of additional deductions from settlement of the award.
718-55-20-132
The $8,214,060 in cash paid to the employees on the date of settlement is deductible for tax purposes.
In the period of settlement, tax return deductions that are less than compensation cost recognized
result in a charge to income tax expense except to the extent that there is any remaining additional
paid-in capital from excess tax benefits from previous share-based payment awards available to offset
that deficiency. The entity has sufficient taxable income, and the tax benefit realized is $2,874,921
($8,214,060 .35). As tax return deductions are less than compensation cost recognized, the entity
must write off the deferred tax assets recognized in excess of the tax benefit ultimately realized from
the exercise of employee stock options. Entity T has sufficient paid-in capital available from excess tax
benefits from previous share-based payment awards to offset the entire tax deficiency. (See Subtopic
718-740 for guidance on the treatment of income taxes on employee stock compensation.) Therefore,
the result is a debit to additional paid-in capital. The journal entries to reflect settlement of the share
options are as follows.
$ 8,214,060
Cash ($10 821,406)

To recognize the cash paid to settle share options.
Deferred tax asset
$ 8,214,060
$ 4,223,259
$ 4,223,259
To write off deferred tax asset related to compensation cost ($12,066,454 .35 = $4,223,259).
$ 2,874,921
$ 1,348,338
Current tax expense

$ 4,223,259
To adjust current tax expense and current taxes payable for the tax benefit from deductible
compensation cost upon settlement of share options.
718-20-55-133
If instead of requesting cash, employees had held their share options and those options had expired
worthless, the share-based compensation liability account would have been eliminated over time with a
corresponding increase to additional paid-in capital. Previously recognized compensation cost would not
be reversed. Similar to the adjustment for the actual tax deduction realized described in the preceding
paragraph, all of the deferred tax asset of $4,223,259 would be charged to income tax expense except to
the extent that there was any remaining paid-in capital available from excess tax benefits from previous
share-based payment awards available to offset that deficiency when the share options expired.
8.4.1.2
Example Modification that changes classification from equity to a liability not indexed to
the companys shares

718-20-55-144
Entity T grants the same share options described in Example 1, Case A (see paragraph 718-20-55-10)
[See Section 4.4.1.6] and records similar journal entries for 20X5 (see paragraphs 718-20-55-12
through 55-16). By January 1, 20X6, Entity Ts share price has fallen, and the fair value per share
option is assumed to be $2 at that date. Entity T provides its employees with an election to convert
each share option into an award of a fixed amount of cash equal to the fair value of each share option
on the election date ($2) accrued over the remaining requisite service period, payable upon vesting.
The election does not affect vesting; that is, employees must satisfy the original service condition to
vest in the award for a fixed amount of cash. This transaction is considered a modification because
Entity T continues to have an obligation to its employees that is conditional upon the receipt of future
employee services. There is no incremental compensation cost because the fair value of the modified
award is the same as that of the original award. At the date of the modification, a liability of $547,604
[(821,406 $2) (1 year of requisite service rendered 3-year requisite service period)], which is
equal to the portion of the award attributed to past service multiplied by the modified awards fair
value, is recognized by reclassifying that amount from additional paid-in capital. The total liability of
$1,642,812 (821,406 $2) should be fully accrued by the end of the requisite service period.
Because the possible tax deduction of the modified award is capped at $1,642,812, Entity T also must
adjust its deferred tax asset at the date of the modification to the amount that corresponds to the
recognized liability of $547,604. That amount is $191,661 ($547,604 .35), and the write-off of the
deferred tax asset is $1,216,092 ($1,407,753 $191,661). That write-off would be recognized in the
income statement except to the extent that there is any remaining additional paid-in capital from
excess tax benefits from previous share-based payment awards available to offset that deficiency.
Compensation cost of $4,022,151 and a corresponding increase in additional paid-in capital would be
recognized in each of 20X6 and 20X7 for a cumulative total of $12,066,454 (as calculated in Case A);
however, that compensation cost has no associated income tax effect (additional deferred tax assets
are recognized based only on subsequent increases in the amount of the liability).
In this example, the fair value of the equity award declined between the grant date and the modification
date. If the fair value had increased instead, the liability amount in excess of the grant-date fair value also
would be recognized as compensation cost. As discussed earlier in Section 8.4.1, the FASBs model for
modifications differs significantly from its model for cash settlements with regard to increases in stock
price between the grant date and the modification or settlement date.
It should be noted that because the liability instrument in this example has a fixed pay-off, any excess
deferred tax assets (i.e., any deferred tax assets recognized based on the amount of recognized
compensation in excess of the fixed pay-off amount) should be written off at the modification date based
on the overall model for recognizing the tax benefit from share-based payments. In that case, no future
tax benefits would be recognized in connection with the recognition of future compensation cost
because, again, the overall tax benefit is limited by the amount of the fixed-cash payment. This
accounting is different from other share-based payments in which the ultimate tax deduction is based on
the value of the employers shares.
8.4.2
Modification that changes classification from a liability to equity

The model for modifications that causes liability awards to become equity awards is much simpler than
the model described in Section 8.4.1 because it does not require consideration of the grant-date fair
value of the liability. Rather, the modification is effectively accounted for as the grant of an equity award
in settlement of a liability, as illustrated in the following example:
8.4.2.1
Example modification that changes classification from a liability to equity

718-20-55-135
This Case is based on the facts given in Example 1 (see paragraph 718-30-55-1) [see Section 5.4.1].
Entity T grants cash-settled stock appreciation rights to its employees. The fair value of the award on
January 1, 20X5, is $12,066,454 (821,406 $14.69) (see paragraph 718-30-55-2).
718-20-55-136
On December 31, 20X5, the assumed fair value is $10 per stock appreciation right; hence, the fair
value of the award at that date is $8,214,060 (821,406 $10). The share-based compensation
liability at December 31, 20X5, is $2,738,020 ($8,214,060 3), which reflects the portion of the
award related to the requisite service provided in 20X5 (1 year of the 3-year requisite service period).
For convenience, this Case assumes that journal entries to account for the award are performed at
year-end. The journal entries for 20X5 are as follows.
Compensation cost
$ 2,738,020
$ 2,738,020

Deferred tax asset
958,307
$
958,307
($2,738,020 .35 = $958,307).

718-20-55-137
On January 1, 20X6, Entity T modifies the stock appreciation rights by replacing the cash-settlement
feature with a net share settlement feature, which converts the award from a liability award to an
equity award because Entity T no longer has an obligation to transfer cash to settle the arrangement.
Entity T would compare the fair value of the instrument immediately before the modification to the
fair value of the modified award and recognize any incremental compensation cost. Because the
modification affects no other terms or conditions, the fair value, assumed to be $10 per stock
appreciation right, is unchanged by the modification and, therefore, no incremental compensation cost
is recognized. The modified awards total fair value is $8,214,060. The modified award would be
accounted for as an equity award from the date of modification with a fair value of $10 per share.
Therefore, at the modification date, the entity would reclassify the liability of $2,738,020 recognized
on December 31, 20X5, as additional paid-in capital. The related journal entry is as follows.
To reclassify the award as equity.
$ 2,738,020
$ 2,738,020
718-20-55-138
Entity T will account for the modified awards as equity going forward following the pattern given in
Example 1, Case A (see paragraph 718-20-55-1) [see Section 4.4.1.6], recognizing $2,738,020 of
compensation cost in each of 20X6 and 20X7, for a cumulative total of $8,214,060.
8.4.3
Exchange of share-based payments for a combination of cash and modified

equity instruments
An employer may wish to exchange an outstanding employee stock option for a combination of a new
equity award and cash. Generally, such an exchange should be accounted for as a combination of a
modification and a cash settlement. Incremental compensation cost must be recognized to the extent that
the combination of the fair value of the new equity award and the cash exceeds the fair value of the stock
options immediately before the modification. Additionally, the cash settlement may result in an
acceleration of previously measured but unrecognized compensation cost. If the cash payment is subject
to vesting or is indexed to the employers stock, the cash payment will continue to be accounted for
pursuant to ASC 718 as a modification that causes liability accounting for a portion of the award (rather
than a cash settlement, which is accounted for similar to a treasury stock transaction).
8.4.3.1
Example All options are vested before modification; options and cash are vested after
modification
Illustration 8-5
Company X grants 100,000 employee stock options with an exercise price of $10 per share. The fair
value of the employers stock on the date of grant is $11 and the fair value of the options is $4 per
option. The company offers to exchange the original employee stock options for 100,000 new options
with an exercise price of $11 (the fair value of the shares on the original grant date) and a fair value of
$5.20 per option and $1 per option in cash to be paid in three months. The employee need not be
employed in three months to receive the cash payment. Immediately prior to the modification, the
100,000 options have a fair value of $6 per share.
The total consideration the employees will receive for their original options is $620,000. This value
exceeds the fair value of the options immediately before the modification/settlement and, accordingly,
the $20,000 in incremental fair value must be recognized as compensation cost on the
modification/settlement date.
8.4.3.2
Example Options were nonvested before modification; cash consideration is vested

Illustration 8-6
If options are not vested prior to modification, additional complexities arise in that the payment of
fully vested cash effectively accelerates vesting for a portion of the award (see 718-20-35-7 and
Section 8.7). Assume the facts as in Section 8.4.3.1. Also assume that the options originally were
subject to a five-year cliff vesting period, and had a remaining service period of two years at the date
of the modification. After the modification, the options have a two-year remaining service period. The
cash payment is fully vested.
The employer must determine what portion of the original award has been cash settled and how much
unrecognized compensation cost must be recognized at the modification date for that portion of the
award. While we believe that there may be several ways to perform this calculation, we have
illustrated one approach below that we believe is acceptable:
Under this approach, the cash consideration of $100,000 is first allocated to the incremental
compensation cost ($20,000) that is recognized on the modification/settlement date, with the
remainder ($80,000) considered a settlement of a portion of the award equal to the value of the cash
($80,000) divided by the fair value of the award immediately before the modification ($600,000), which
results in a conclusion that 13.33% of the award was settled. That fraction is then multiplied by the
originally measured compensation cost of $400,000, resulting in the settlement of $53,333 of the
award. Because on the date of the modification 60% of the requisite service period had elapsed, 40% of
the compensation cost for this portion of the award was unrecognized. Accordingly, in addition to the
$20,000 in incremental compensation cost, an additional $21,333 (53,333 40%) in compensation cost
would be recognized on the date of the modification/settlement for the partial acceleration of vesting.
The total compensation cost to be recognized for the award can be summarized as follows:
Compensation cost recognized before the
modification
Incremental cash compensation cost to be
recognized on the modification date
Acceleration of compensation cost to be
recognized on the modification/settlement date
Remaining compensation cost to be recognized
over the remaining service period
Total compensation cost
8.4.3.3
$ 240,000
($400,000 60%)
20,000
($620,000 $600,000)
21,333
($400,000 .1333 40%)
138,667
$ 420,000
($400,000 (1 .1333) 40%)
Options were nonvested before modification, cash consideration is subject to vesting

Illustration 8-7
Assume the same facts as in the preceding example, except that the cash payment is subject to
vesting over the same period the options are subject to vesting (two years from the modification date).
As discussed in 718-20-55-144 and in Section 8.4.1.2 of the FRD, the exchange of a nonvested cash
payment for nonvested equity awards is considered a modification that changes the classification of
the award (or, in this case, a portion of the award) from an equity award to a liability. Under ASC 718,
the liability must be recorded at fair value (for nonvested awards, the fair value of the award multiplied
by the proportion of the service period that has elapsed), and to the extent that the fair value of the
modified portion of the award is greater than the fair value of that portion of the award on the grant
date, additional compensation cost must be recognized. However, the compensation cost for the
liability subsequently will not be remeasured because the amount of the cash payment is fixed.
As in the previous example, $20,000 ($620,000 $600,000) of incremental compensation cost is
measured but, because that consideration is subject to vesting, it is recognized over the two-year
service period. Additionally, 13.33% ($80,000 / $600,000) of the award has been modified such that
liability classification is required. The original grant date fair value of that portion of the award was
$53,333 ($400,000 13.33%), of which $21,333 (40%) has not yet been recognized and $32,000
(60%) has been recognized to date. However, because the portion of the award originally measured at
$53,333 will be settled for $80,000, additional incremental fair value of $26,667 also must be
recognized. Further, based on the guidance in 718-20-55-124, the compensation cost for the liability
component must be trued up on the modification date based on the fair value of the award at that date
and the portion of the service period that has elapsed. Accordingly, because 60% of the service period
has passed and the fair value of the liability component is $80,000, a liability of $48,000 must be
recognized on the balance sheet on the modification date. Because only $32,000 of compensation
cost has been recognized through the modification date, an additional $16,000 ($26,667 60%) in
compensation cost must be recognized on the modification date.
The total compensation cost to be recognized for the award can be summarized as follows:
Compensation cost recognized before the
modification
Compensation cost to be recognized on the
modification date for vested portion of the
modified liability component (mark to fair value)
Incremental compensation cost to be recognized
over the remaining service period for the liability
component
Original grant date fair value for the modified
liability component to be recognized over the
remaining service period
Compensation cost for the equity component to
be recognized over the remaining service period
Total compensation cost
8.5
$ 240,000
($400,000 60%)
16,000
($26,667 60%)
20,000
($620,000 $600,000)
21,333
32,000 ($80,000 $32,000 $16,000)
138,667
$ 446,667
138,667 ($400,000 (1 .1333) 40%)

($400,000 .8667 + $100,000)
Inducements
A short-term inducement is defined as an offer by the entity that would result in modification of an
award to which an award holder may subscribe for a limited period of time. ASC 718 specifies the
following accounting for a short-term inducement:

718-20-35-5
A short-term inducement shall be accounted for as a modification of the terms of only the awards of
employees who accept the inducement. Other inducements are modifications of the terms of all
awards subject to them and shall be accounted for as such.
As a result of the above guidance, the modification accounting model should be applied differently to
short-term and long-term inducements. Short-term inducements are to be treated as modifications only
for award holders who accept the inducement offer. Long-term inducements will result in modifications of
all awards subject to the inducement offer, regardless of whether the employee accepts the inducement
offer. That is, the modification model described in this chapter should be applied to short-term and longterm inducements on the acceptance and offer dates, respectively. The FASB has provided little guidance
to help determine whether an inducement is short term or long term except to state that a short-term
inducement is one that is available for a limited period of time. Based on past practices with respect to
offers to cancel and replace options, we would not expect the offer period of a short-term inducement to
extend beyond a few months. More specifically, we would not expect the offer period for a short-term
inducement to extend beyond (a) the period sufficient to allow the employee to receive, consider, and
accept the offer, or (b) to comply with any offering period specified in applicable securities laws.
8.6
Equity restructurings
The glossary of ASC 718 defines an equity restructuring as follows:

Glossary
718-10-20
Equity Restructuring
A nonreciprocal transaction between an entity and its shareholders that causes the per-share fair
value of the shares underlying an option or similar award to change, such as a stock dividend, stock
split, spinoff, rights offering, or recapitalization through a large, nonrecurring cash dividend.
ASC 718 provides that a change to the terms of an award as a result of an equity restructuring is
accounted for as a modification regardless of whether the terms of the award provide for an adjustment
in the event of an equity restructuring. Further, a modification to add antidilution protection to an award
also is a modification:

718-20-35-6
Exchanges of share options or other equity instruments or changes to their terms in conjunction with an
equity restructuring or a business combination are modifications for purposes of this Subtopic. Except
for a modification to add an antidilution provision that is not made in contemplation of an equity
restructuring, accounting for a modification in conjunction with an equity restructuring requires a
comparison of the fair value of the modified award with the fair value of the original award immediately
before the modification in accordance with paragraph 718-20-35-3. If those amounts are the same, for
instance, because the modification is designed to equalize the fair value of an award before and after an
equity restructuring, no incremental compensation cost is recognized. Example 13 (see paragraph 71820-55-103) [Included in Section 8.6.1, 8.6.2 and 8.6.3] provides further guidance on applying the
provisions of this paragraph. See paragraph 718-10-35-10 for an additional exception.
We discuss these concepts in connection with the examples that follow. The accounting model for a
modification made in connection with an equity restructuring focuses on whether the modification
(either the addition of an antidilution feature or the adjustment resulting from the equity restructuring)
impacts the value of the award. For example, if an award includes a mandatory antidilution feature
designed to equalize the fair value of the award as a result of an equity restructuring, the actual
adjustment resulting from the equity restructuring would not impact the fair value of the award (because
the adjustment was anticipated and, therefore, contemplated in the value of the award immediately
before the equity restructuring).
Some plan documents provide that the company must make an equitable adjustment in the event of an
equity restructuring, but there is discretion in how that adjustment is determined. For example, in the
event of a large nonrecurring cash dividend, the company could choose to adjust the strike price and
number of shares underlying the options to keep the employee whole, or make a cash payment to the
employee and not adjust the terms of the option. We believe that as long as an equitable adjustment is
required (even if some discretion is permitted in how to make an equitable adjustment), in many cases no
incremental compensation cost will result from the modification. 31 Conversely, if the company has the
discretion to choose to not make the adjustment, the adjustment is not required, and significant
incremental compensation cost generally will result. Because of the dramatically different accounting
resulting from a modification in connection with an equity restructuring when an award provides for
mandatory antidilution protection compared to when such protection is offered at the discretion of
the company, companies should reexamine all their awards to determine whether it is appropriate to
add, or modify, antidilution protection for those awards that do not currently include, or require, such
protection. When contemplating such a modification, the company also should consider any tax
implications of the modification (e.g., potential disqualification of incentive stock options).
8.6.1
Modification to add an antidilution protection to an award


718-20-55-2
In accordance with paragraph 718-20-35-6, accounting for a modification in conjunction with an
equity restructuring requires a comparison of the fair value of the modified award with the fair value of
the original award immediately before the modification, except as follows. If an award is modified to add
an antidilution provision (that is, a provision designed to equalize an awards value before and after an
equity restructuring) and that modification is not made in contemplation of an equity restructuring, a
comparison of the fair value of the modified award and the fair value of the original award immediately
before the modification is not required. Example 13 (see paragraph 718-20-55-103) provides additional
guidance on accounting for modifications of awards in the context of equity restructurings.
Conceptually, the addition of antidilution protection increases the fair value of an award. However, if an
equity restructuring transaction is not anticipated, the FASB assumed that a market participant would
not place significant value on that feature, and the valuation impact of the feature would be difficult to
determine. Accordingly, the FASB concluded that it was not necessary to perform the before and after
calculation required by ASC 718-20-35-3 in the above example. However, as discussed in the example in
Section 8.6.2, if the antidilution feature is added to an award in contemplation of an equity restructuring,
there would be significant value in that added feature. Accordingly, the before and after calculation
required by ASC 718-20-35-6 must be performed in this circumstance. This before calculation would
reflect the lack of antidilution protection and the expectation that the value of the award will be diluted as
a result of the anticipated equity restructuring; the after calculation would assume no dilution because
31
Though the equitable adjustment may not result in additional compensation cost, consideration should be given to whether the
adjustment results in the acceleration of compensation cost. See the example in Section 8.4.3.2 for further discussion.
of the protection provided by the added antidilution feature. The incremental fair value generally will
approximate the present value of the anticipated distribution(s).
8.6.2
provisions or award provides for discretionary adjustment
As discussed in Section 8.6.1, a modification to add antidilution protection to an award in anticipation of an
equity restructuring will result in incremental fair value and incremental compensation cost. As a result, the
impact of the modification to add the antidilution protection and the impact of the adjustment resulting
from the equity restructuring must be measured and recognized as described in the following example:

Case B: Original Award Does Not Contain Antidilution Provisions
718-20-55-105
In this Case, the original award does not contain antidilution provisions. On May 1 there is an
announcement of a future equity restructuring. On July 26 the terms of an award are modified to add
antidilution provisions in contemplation of an equity restructuring. On September 30 the equity
restructuring occurs. In this Case, there are two modifications to account for. The first modification
occurs on July 26, when the terms of the award are changed to add antidilution provisions. Because
the modification to add antidilution provisions on July 26 is done in contemplation of an equity
restructuring, there must be a comparison of the fair value of the award pre- and postmodification on
July 26. The premodification fair value is based on the award without antidilution provisions taking
into account the effect of the contemplated restructuring on its value. The postmodification fair value
is based on an award with antidilution provisions, taking into account the effect of the contemplated
restructuring on its value. [See further discussion of this calculation in Section 8.6.1] Any incremental
value transferred would be recognized as additional compensation cost. Once the equity restructuring
occurs, there is a second modification event on September 30 when the terms of the award are
changed in accordance with the antidilution provisions. A second comparison of pre- and
postmodification fair values is then required to determine whether any incremental value is
transferred as a result of the modification. Changes to the terms of an award in accordance with its
antidilution provisions generally would not result in additional compensation cost if the antidilution
provisions were properly structured. The incremental value transferred, if any, would be recognized as
additional compensation cost.
Case C: Original Award Does Not Contain an Antidilution Provision but Is Modified on the Date of
Equity Restructuring
718-20-55-106
Assume the same facts as in Case B except the terms of the awards are modified on the date of the
equity restructuring, September 30. In contrast to Case B in which there are two separate
modifications, there is one modification that occurs on September 30 and the fair value is compared
pre- and postmodification to determine whether any incremental value is transferred as a result of the
modification. Any incremental value transferred would be recognized as additional compensation cost.
Assuming the terms of the equity restructuring transaction were announced prior to the modification to
add antidilution protection, we believe that the incremental fair value recognized in both of the examples
described above would be approximately the same. As discussed in Section 8.6.1, the incremental fair
value would approximate the present value (in the first example) or the actual value (in the second
example) of the expected distribution.

As previously discussed, some plans provide that any anti-dilution adjustments are made at the discretion
of the compensation committee or board of directors. If the adjustment is not required, the award should be
treated as if no antidilution protection is provided. In some cases it may not be clear whether the companys
discretion involves whether an adjustment must be made (which would result in incremental compensation
cost) or how the adjustment must be made (which in most cases would not cause incremental
compensation cost). If the language in the plan document is not clear, we believe that a legal determination
must be made whether an adjustment is required with respect to the anticipated equity restructuring
transaction. We believe it generally will be appropriate to obtain the opinion of legal counsel as to whether
or not an equitable adjustment is required in connection with the contemplated equity restructuring
transaction. If legal counsel is unable to offer an opinion that the adjustment is required, then we would
conclude that an adjustment is not required and therefore the modification will result in incremental
compensation cost as illustrated in the example above. If legal counsel provides an opinion that an antidilution adjustment is required for the contemplated transaction, the following additional factors also
should be considered:
Understanding of compensation committee or board of directors If the compensation committee or
board of directors believes that they do not have discretion in determining whether or not an
adjustment must be made, this would be an indicator that an adjustment is required.
Past Practice If the company has in the past consistently made equitable adjustments for similar
equity restructuring transactions, this would be an indicator that an adjustment is required.
8.6.3
Original award contains antidilution provisions

The following example from ASC 718 describes how and when the compensation cost associated with an
adjustment for an equity restructuring is measured when the award provides for antidilution protection. As
previously discussed, if an award includes an antidilution feature designed to equalize the fair value of the
award as a result of an equity restructuring, the actual adjustment resulting from the equity restructuring
normally would not impact the fair value of the award (because the adjustment was anticipated and
therefore contemplated in the value of the award immediately before the equity restructuring):

Case A: Original Award Contains Antidilution Provisions
718-20-55-104
In this Case, assume an award contains antidilution provisions. On May 1 there is an announcement of
a future equity restructuring. On October 12 the equity restructuring occurs and the terms of the
award are modified in accordance with the antidilution provisions. In this Case, the modification occurs
on October 12 when the terms of the award are changed. The fair value of the award is compared preand postmodification on October 12. The calculation of fair value is necessary to determine if there is
any incremental value transferred as a result of the modification, and if so, that incremental value
would be recognized as additional compensation cost. If there is no incremental fair value, no
additional compensation cost would be recognized.
Conceptually, if an award provides for an adjustment as a result of a transaction like an equity
restructuring and that transaction is contemplated in advance, the measurement of the fair value of the
award immediately before the change in terms will always approximate the fair value of the award after
the change (because a market participant would have anticipated that change). However, because there
is significant discretion involved in whether a company makes a nonreciprocal transfer like a cash
dividend or a spinoff, we believe that this logic should only apply when the provisions of the award are
designed to maintain the value of the award in the event of an equity restructuring. For example, if the
antidilution feature provided for an adjustment to an employee award designed to double the value of a
cash dividend, we believe that the excess value should be recognized as incremental compensation cost,
even though a hypothetical trading price of the instrument would contemplate this adjustment
immediately before the dividend is paid. In effect, the feature is designed to provide incremental value to
the employee whenever a dividend is paid.
Most employee stock options provide for antidilution adjustments to be calculated based on the intrinsic
value of an award rather than its fair value. While in the past the use of intrinsic value was at least in part
intended to address the accounting requirements of Opinion 25s intrinsic-value model, we expect that
many antidilution adjustments will continue to be based on intrinsic value even under ASC 718s fairvalue model. This is in part because the intrinsic value approach is more objective and, therefore, less
subject to disputes over the required adjustment, which is one of the reasons why antidilution protection
included in warrants and similar instruments sold to investors typically is based on intrinsic value. We
believe that if antidilution protection is designed to maintain the same aggregate intrinsic value and ratio
of intrinsic value to fair value, the actual adjustment resulting from the operation of that feature in most
cases would not result in incremental compensation cost. However, in the event of a spin-off in which
options are adjusted such that the grantee does not receive proportionate interests in both the spinnor
and spinnee, incremental compensation could result. For example, if in connection with a spin-off,
employees receive options only on the stock of the spinnee and the expected volatility of the spinnees
stock is significantly higher than the expected volatility of the pre-spin company, maintaining the intrinsic
value will lead to the employees receiving options with a greater fair value than those they held before
the spin-off transaction.
8.6.3.1
Adjustments in connection with a spinoff

The adjustment to an award illustrated in the example described in 718-20-55-104 (included in the
preceding section) normally would not impact the fair value of an award because the adjustment was
already provided for in the terms of the award and the adjustment is intended to maintain the same value
before and after the equity restructuring. However, in some cases, the manner in which the adjustment is
calculated could result in incremental fair value. Specifically, the issue of what are the appropriate stock
prices to use in the analysis based on timing of events associated with a spinoff must be considered. That
is, what stock price of the spinnors stock should be used to determine the fair value immediately before
the spinoff, and what prices of the spinnors and spinnees stock should be used to determine the fair
value immediately after the spinoff?
The SEC staff previously provided guidance on the stock prices that should be used to determine whether
the equity restructuring criteria in Interpretation 44 are met, and we believe that this guidance should
also be considered in connection with the measurement of incremental value under ASC 718. In a staff
speech from the AICPAs Twenty-Sixth Annual National Conference on Current SEC Developments in
1998, the SEC staff noted that the parent companys stock price to use in the analysis should be based
on the price for the parent companys stock immediately before and after the distribution of the
spinnees shares, as follows:
The fair market value of the parents stock immediately before the modification should be the price
immediately before the distribution of the spinnees shares of stock. Generally, the distribution of the
spinnees shares will occur after the exchange closes on the distribution date (also commonly
referred to as the record date). In these cases, the closing price on the distribution date of the
parent companys stock is the fair market value of the stock immediately before the modification to
be used in the analysis.
The parent companys stock often will begin trading ex-dividend approximately three days prior to the
distribution date, and will trade ex-dividend until the distribution occurs. As a result, the price at which
the parent companys stock closes on the distribution date may already exclude the value of the spinnee.
If that is the case, and the spinnees stock is trading on a when issued basis, 32 the distribution-date
closing price of the spinnees stock (adjusted as appropriate if the number of shares of the spinnee to be
distributed differs from the outstanding shares of the parent) should be added to the market price of the
parents stock to determine the fair value of the stock immediately before the modification. Alternatively,
if the parents stock is trading with due bills (i.e., with rights to the dividend of spinnee stock), then that
closing stock price may be used.
The fair value of the stock to be used in the analysis immediately after the modification is
calculated as follows:
For awards in the former parents stock, the fair value of the parent companys stock immediately
after the modification should be based on the closing price on the distribution date, adjusted to
reflect the distribution of the spinnees shares (no adjustment is necessary if the parents stock price
is quoted on an ex-dividend basis as described above). If the spinnees stock is traded on a whenissued basis prior to the distribution date, the company can determine the adjusted parent
company stocks fair value by deducting the closing price of the spinnees stock (adjusted as
appropriate if the number of shares of the spinnee to be distributed differs from the outstanding
shares of the parent) from the closing price of the parent companys stock on the distribution date.
If the parents stock did not trade on an ex-dividend basis and the spinnees stock is not traded on a
when-issued basis, the fair value of the parent companys stock immediately after the modification
is the opening price on the first trading date following the distribution date.
For awards in the spinnees stock, the fair value of the spinnee companys stock immediately after
the modification should be based on the closing price of the stock on the distribution date, if traded
on a when-issued basis. If the spinnee companys stock is not traded on a when-issued basis prior to
the distribution date, the fair value of the stock immediately after the modification should be the
opening price on the first trading date following the distribution date.
The SEC staff has made clear that the stock prices to be used in performing this analysis must be at a
point in time. That is, if the registrant bases the adjustment on average stock prices of the spinnors or
the spinnees stock over a period, regardless of how short that period is, the measurement of
incremental fair value must be made at the two points in time specified above. Accordingly, incremental
compensation cost may result from the modification. In addition, as previously discussed, if the
employees do not receive securities in the same entities and proportions as other shareholders,
incremental compensation cost may result.
8.6.4
Awards to individuals who are no longer employees as a result of a spinoff

In some spinoff transactions, an employee of Company A that held awards in Company A becomes an
employee of spun-off Company B, but retains the awards in Company A. Therefore, from Company As
perspective the individual option holders status technically has changed from that of an employee to a
nonemployee. Alternatively, Company A employees may receive awards in Company B in connection with
32
Once a spinnees registration statement is filed and declared effective, the spinnees shares generally will begin trading on a
when issued basis until the date that the shares are distributed.
the spinoff, in which case the employee technically has received awards in stock of an entity that is not
his or her employer.
In Interpretation 44, the FASB provided an exception for changes in employee status resulting from
spinoff transactions and concluded in Question 5(c) of Interpretation 44 that a change from the intrinsic
value to the fair value method for stock options or awards previously granted to the individual as an
employee was not required. This exception applies only to changes in status occurring as a result of a
spinoff transaction (i.e., a pro rata distribution to owners of an enterprise of shares of a subsidiary such
that the enterprise no longer consolidates the former subsidiary) and only to share-based payments that
were granted and outstanding at the date of the transaction. An award granted by the company to a
nonemployee after the spinoff is accounted for as an award to a nonemployee.
While not specifically addressed in ASC 718, we understand the FASB agreed at a public Board meeting
to provide a similar exception under ASC 718 such that remeasurement based on the measurement date
guidance in ASC 505-50 (see further discussion in Section 3.9) would not be required after a spinoff. The
FASB decided at that meeting that this exception would be considered temporary until nonemployee
awards are addressed in the next phase of the Equity Based Compensation project. 33 Additionally, the
FASB reached the following decision at that Board meeting:
In connection with a spinoff transaction and as a result of the related modification, employees of the
former parent may receive nonvested equity instruments of the former subsidiary, or employees of
the former subsidiary may retain nonvested equity instruments of the former parent. The Board
decided that, based on the current accounting model for spinoff transactions, the former parent and
former subsidiary should recognize compensation cost related to the nonvested modified awards for
those employees that provide service to each respective entity. For example, if an employee of the
former subsidiary retains nonvested equity instruments of the former parent, the former subsidiary
would recognize in its financial statements the remaining unrecognized compensation cost pertaining
to those instruments. In those cases, the former parent would recognize no compensation cost
related to its nonvested equity instruments held by those former employees that subsequent to the
spinoff provide services solely to the former subsidiary. [Minutes of the 1 September 2004, FASB
Board Meeting]
While the above guidance was not included in ASC 718 because the example that was to provide this
guidance was deleted shortly before issuance of ASC 718, we believe that the example was deleted for
other reasons, and this guidance continues to be appropriate.
8.7
Repurchases or cancellations of awards of equity instruments


718-20-35-7
The amount of cash or other assets transferred (or liabilities incurred) to repurchase an equity award
shall be charged to equity, to the extent that the amount paid does not exceed the fair value of the
equity instruments repurchased at the repurchase date. Any excess of the repurchase price over the
fair value of the instruments repurchased shall be recognized as additional compensation cost. An
entity that repurchases an award for which the requisite service has not been rendered has, in effect,
modified the requisite service period to the period for which service already has been rendered, and
33
As of the date of this publication, the FASB has not added the second phase of the Equity Based Compensation project to its
active agenda.
thus the amount of compensation cost measured at the grant date but not yet recognized shall be
recognized at the repurchase date.
As discussed in Section 5.2.5, a pattern of cash settling equity awards may suggest that the
substantive terms of the awards provide for cash settlement and, as a result, liability (variable)
accounting would be required.
Under ASC 718, the fair value of an option immediately before settlement or modification is based on a
new estimate of the expected term based on current circumstances (i.e., the originally estimated
expected term is no longer relevant).
If an equity award is not immediately settled, but instead exchanged for a promise of cash or other assets
in the future, the transaction must be evaluated to determine whether it represents a modification (that
results in liability classification) or a settlement. We understand from discussions with the FASB staff that
there are two key factors that must be considered in determining whether a transaction represents a
settlement or modification: (1) whether the obligation continues to be indexed to the employers shares
and (2) whether future service is required. If either of these conditions exists, the transaction should be
accounted for as a modification as described in Section 8.4.1. If neither condition exists, the transaction
is accounted for as a settlement. Accordingly, if an award is exchanged for a promise to pay an amount in
the future that is not indexed to the companys shares and does not require future service (e.g., a note
payable), the transaction should be accounted for as a settlement. If the present value of the settlement
amount does not exceed the fair value of the settled award, no incremental compensation cost will result
from the settlement (although interest expense will be recognized in the future). This treatment is in
contrast to the liability model which would require that compensation cost be recognized for any
appreciation in the share price since the grant date.
The following is an example of the accounting for a cash settlement of an award:

718-20-55-102
Rather than modify the share option terms, Entity T offers on January 1, 20X6, to settle the original
January 1, 20X5, grant of share options for cash. Because the share price decreased from $30 at the
grant date to $20 at the date of settlement, the fair value of each share option is $5.36, the same as
in Case C [See Section 8.1.2.2]. If Entity T pays $5.36 per share option, it would recognize that cash
settlement as the repurchase of an outstanding equity instrument and no incremental compensation
cost would be recognized. However, the cash settlement of the share options effectively vests them.
Therefore, the remaining unrecognized compensation cost of $9.79 per share option would be
recognized at the date of settlement.
If, however, an employer repurchases an award that is not probable of vesting at the settlement date (for
example, an employer cash settles an award for a terminating employee), the entire amount paid by the
employer to repurchase the award would be charged to compensation cost. This accounting is required
because the fair value of the original award immediately prior to settlement is zero, so the entire
repurchase price represents incremental compensation cost that should be recognized. This accounting
result is consistent with a modification of an award that was not expected to vest prior to the modification
but is expected to vest after the modification (i.e., a Type III modification discussed in Section 8.2.3).
8.8
Cancellation and replacement of awards of equity instruments

In some cases, rather than modify an award, an employer may choose to grant a new award in exchange
for the cancellation of an old award. Such a transaction generally is accounted for as a modification, as
described below:

718-20-35-8
Cancellation of an award accompanied by the concurrent grant of (or offer to grant) a replacement
award or other valuable consideration shall be accounted for as a modification of the terms of the
cancelled award. (The phrase offer to grant is intended to cover situations in which the service
inception date precedes the grant date. [See discussion in Section 4.3.1]) Therefore, incremental
compensation cost shall be measured as the excess of the fair value of the replacement award or other
valuable consideration over the fair value of the cancelled award at the cancellation date in
accordance with paragraph 718-20-35-3. Thus, the total compensation cost measured at the date of a
cancellation and replacement shall be the portion of the grant-date fair value of the original award for
which the requisite service is expected to be rendered (or has already been rendered) at that date plus
the incremental cost resulting from the cancellation and replacement.
The replacement award generally will be granted concurrently with the cancellation to compensate an
employee for the cancellation. As such, the fact that the new award is a replacement of the old award
usually will be apparent. If an award is cancelled without the concurrent 34 grant or offer of a replacement
award, the cancellation should be treated as a settlement for no consideration:

718-20-35-9
A cancellation of an award that is not accompanied by the concurrent grant of (or offer to grant) a
replacement award or other valuable consideration shall be accounted for as a repurchase for no
consideration. Accordingly, any previously unrecognized compensation cost shall be recognized at the
cancellation date.
8.8.1
Exchanges of options in business combinations

ASC 718-20-35-6 states that exchanges of share options or other equity instruments or changes to their
terms in conjunction with a business combination are modifications. However, ASC 718 provides no
specific guidance on the accounting for employee stock options or nonvested stock awards exchanged
for acquired company awards in a purchase business combination. ASC 805 provides additional guidance
on the accounting for share-based payment arrangements in a purchase business combination.
34
The FASB previously concluded that a modification of an award, regardless of whether that modification is in the form of a
cancellation of an existing award and grant of a replacement award, would be explained as such to the employees affected by the
transaction. Thus, a cancellation and grant of (or offer to grant) a replacement award must occur concurrently if the transaction
is to be accounted for as a modification. Otherwise, cancellation of an award is accounted for as a settlement in accordance with
ASC 718-20-35-7 and 35-9.
Please refer to Chapter 6 of our Financial reporting developments publication, Business combinations, for
a discussion of considerations related to share-based payment arrangements in a business combination.
The accounting for the income tax effects of share-based payments issued in a purchase business
combination is discussed in Chapter 21 of our Financial reporting developments publication, Income taxes.
8.8.1.1
Recognition of payroll taxes on options exchanged in a business combination

An employer generally is required to pay payroll taxes on the intrinsic value of nonqualified options on
the exercise date, and on the fair value of share awards on the vesting date. In a business combination,
the acquirer should not recognize as part of purchase accounting the potential liability for employer
payroll taxes on awards exchanged in the business combination if the event that triggers measurement
and payment of the tax has not occurred as of the consummation date. For example, for a nonqualified
stock option in the United States, the obligating event generally is the exercise of the option.
Accordingly, if the stock option is not exercised as of the consummation date, a payroll tax liability is not
recognized as part of purchase accounting. Furthermore, if the triggering event occurs after the
consummation date, no adjustment should be made to purchase accounting. This guidance is consistent
with 718-10-25-22 which stipulates that the liability and corresponding expense for employee payroll
taxes on employee stock compensation should not be recognized until the obligating event that triggers
measurement and payment of the payroll tax to the taxing authority occurs.
8.9
Implications of frequent modifications

The FASB discussed whether a different model should apply to awards that are frequently modified.
For example, in some cases frequent modifications may suggest that the terms of the award are not
mutually understood at the initial agreement date, and, therefore, a grant date and measurement
date cannot be achieved. Though not retained in the Codification, the Basis for Conclusions in
Statement 123(R) explained why the FASB ultimately decided not to provide any special guidance
regarding frequent modifications:
The FASB previously considered whether multiple modifications of the same award might in some
circumstances indicate that an employer and employees who benefit from the change(s) to their
awards no longer have a mutual understanding of the awards key terms and conditions. The
accounting result of a determination that such a mutual understanding does not exist would be to
account for that award, and possibly similar awards, based on their estimated fair value at each
reporting date until settlement. The Board considered several possible means of identifying awards
to be accounted for as if a grant date has not yet occurred and concluded that each possible method
could result in significant implementation problems. The Board also noted that most modifications of
awards will result in recognition of incremental compensation cost. Accordingly, the Board decided
not to establish special accounting requirements for multiple modifications of the same award.
We believe that repeated modifications generally will not lead to a conclusion that there is not a mutual
understanding of the terms of an award, and a grant date (and measurement date) has not yet occurred.
However, if it is apparent from the facts and circumstances that the initial terms of the award were
provided as place holders to be modified in the future, we believe that a grant date would not be
achieved until the modification date. We would expect such circumstances to be rare.
Also note that repeated cash settlements do have potential accounting implications (i.e., potential
liability classification), which are discussed in Sections 8.7 and 5.2.5.
8.10
Modifications and settlements of awards granted prior to the adoption of

ASC 718
This chapter discusses in detail the accounting for modifications and settlements of awards under
ASC 718 and generally assumes that the grant of the original award was accounted for under ASC 718.
However, for several years after the adoption of ASC 718 many modifications and settlements will
involve awards granted prior to its adoption. We believe that the implications of such modifications and
settlements will vary depending on how an entity adopted ASC 718.
8.10.1
Modified prospective and modified retrospective adopters

For companies that adopt ASC 718 using the modified-prospective- or modified-retrospective-transition
methods, we believe that the accounting for modifications and settlements of equity awards granted
prior to adoption of ASC 718 is the same as those granted after adoption of ASC 718. That is, because
Opinion 25 accounting ceases at the adoption date and ASC 718 accounting begins based on the
nonvested portion of the award, if any, the accounting is essentially as if the awards always had been
accounted for under Statement 123 or ASC 718.
8.10.2
Prospective adopters
Prospective adopters accounted for employee stock options using the minimum value method for
purposes of financial statement recognition or pro forma disclosure. Accordingly, they never recognized
the full grant-date fair value of employee stock options (because minimum value excluded the impact of
stock volatility). ASC 718 does not address how to account for modifications of equity awards that were
granted by a nonpublic company utilizing the minimum value method prior to the adoption of ASC 718.
The accounting for such modifications was discussed at the 26 May 2005 meeting of the Resource Group.
Companies that accounted for employee stock options under Opinion 25 and measured compensation
cost using the minimum value method for pro forma disclosure purposes should recognize the sum of
(a) the incremental fair value of the modification measured on the modification date based on the
requirements of ASC 718 and (b) any remaining originally measured but unrecognized compensation
cost measured at intrinsic value, over the requisite service period of the modified award. That is, neither
the fair value of the award at the original grant date (which was never measured) nor the minimum value
measured on the grant date are recognized after the modification.
If the original award was accounted for as a variable award under Opinion 25, variable accounting would
cease at the time of the modification. Unrecognized compensation cost associated with the original
award would be subject to a final measurement on the modification date.
For companies that accounted for share-based payments to employees under Statement 123 for
purposes of financial statement recognition, but measured the cost of employee stock options using the
minimum value method, we believe that the sum of (a) the incremental fair value resulting from the
modification based on the requirements of ASC 718 and (b) any remaining originally measured but
unrecognized compensation cost measured at minimum value, should be recognized over the requisite
service period of the modified award.
8.11
Modifications of awards held by former employees

Modifications made to awards after the grantee has terminated his or her employment can result in the
reclassification of the award from equity to a liability. The accounting in such circumstances is discussed
in Section 5.3.3.
Accounting for share-based payment

transactions with nonemployees
9.1
Share-based payments to nonemployees

Share-based payments to nonemployee suppliers of goods and services, such as vendors and
independent contractors, are measured based on the fair value of goods or services received or the
equity instruments granted, whichever is more reliably determinable. The FASB did not reconsider the
accounting for share-based payments to nonemployees in Statement 123(R). As a result, previously
issued guidance for the accounting for awards to nonemployees (codified primarily in ASC 505-50)
continues to apply, with the following exceptions:
9.1.1
Excess tax benefits must be presented as financing cash flows

Excess tax benefits resulting from share-based payments to employees and nonemployees must be
presented as financing cash flows in the statement of cash flows (see further discussion in our Financial
reporting developments publication, Income taxes).
9.1.2
Application of ASC 718 to nonemployee awards by analogy

While most of the guidance in ASC 718 does not apply to share-based payments to nonemployees, the
FASB discussed in its Basis for Conclusions in Statement 123(R) that they believe, and we agree, that
much of the guidance in ASC 718 that applies to share-based payments to employees has been and will
be applied by analogy to awards to nonemployees. For example, we believe that, for the most part,
guidance in ASC 718 with respect to liability classification (Chapter 5) prior to the completion of service,
accounting for income taxes, and accounting for modifications (Chapter 8) should be applied by analogy
to share-based payments to nonemployees because: (a) there generally is no other applicable literature
that addresses these issues, and (b) there is no reason to believe that the accounting models for liabilities
(except as described in Section 9.1.2.2), income taxes and modifications should differ between employee
and nonemployee awards.
The SEC staff provided similar guidance in SAB Topic 14.A:
Excerpt from SAB Topic 14.A
With respect to questions regarding nonemployee arrangements that are not specifically addressed in
other authoritative literature, the staff believes that the application of guidance in FASB ASC Topic
718 would generally result in relevant and reliable financial statement information. As such, the staff
believes it would generally be appropriate for entities to apply the guidance in FASB ASC Topic 718 by
analogy to share-based payment transactions with nonemployees unless other authoritative
accounting literature more clearly addresses the appropriate accounting, or the application of the
guidance in FASB ASC Topic 718 would be inconsistent with the terms of the instrument issued to a
nonemployee in a share-based payment arrangement.7
For example, the staff believes the guidance in FASB ASC Topic 718 on certain transactions with
related parties or other holders of an economic interest in the entity would generally be applicable to
share-based payment transactions with nonemployees. The staff encourages registrants that have
additional questions related to accounting for share-based payment transactions with nonemployees to
discuss those questions with the staff. [Footnote 7 omitted]
Accounting for share-based payment transactions with nonemployees
Additionally, as discussed in Section 5.2.3.5, SAB Topic 14 indicates that its guidance requiring the
application of ASR 268 to redeemable share-based payments on grant of the instrument also applies to
share-based payments to nonemployees.
9.1.2.1
Measurement of share-based liabilities

Prior practice under Statement 123 was to measure liability awards to nonemployees based on intrinsic
value, remeasuring that value until the liability was settled. This approach was based on an analogy to
Statement 123s accounting for awards to employees. Because share-based liabilities granted to
employees by public companies are required to be measured at fair value (see Chapter 5), the source for
this analogy no longer exists. Accordingly, we believe (and the Resource Group confirmed at its 13
September 2005 meeting) that on adoption of ASC 718, companies should remeasure share-based
liabilities granted to nonemployees at fair value, and any adjustment resulting from the remeasurement
from intrinsic value to fair value should be recognized as the cumulative effect of a change in accounting
principles (see Section 13.6.2.2).
9.1.2.2
Classification of share-based payments to nonemployees

As indicated above, we generally believe it is appropriate to apply by analogy the classification guidance
in ASC 718 to share-based payments to nonemployees. However, as discussed in Section 5.3, the
provisions of ASC 718-10-35-9 do not apply to awards to nonemployees. That is, for awards to
nonemployees, once the terms of the award no longer are subject to change based on the nonemployee
providing goods or services, the classification guidance in ASC 718 will not apply.
The derivatives and hedging literature discussed in ASC 815 includes similar guidance which indicates
that share-based payments to nonemployees are not within its scope when performance has not yet
occurred. However, this Issue applies to contracts issued to acquire goods or services from
nonemployees when performance has occurred. Accordingly, options granted to nonemployees
generally will be subject to the requirements of ASC 815 when performance is complete. Because of the
stringent requirements of ASC 815, some share-based payments to nonemployees will be reclassified
from equity to liabilities once performance is complete.
In most cases an award to a nonemployee must be remeasured at fair value until performance is
complete (see Section 9.3). When performance is complete (i.e., the terms of the award are no longer
affected by the nonemployees performance), the award will become subject to other accounting
literature that may require continued remeasurement at fair value. The FASB provided the following
guidance for determining when a share-based payment is no longer subject to ASC 718 and becomes
subject to other accounting literature (as discussed in 5.3.1, these provisions are permanently deferred
and are not effective for employee awards):

718-10-35-13
A freestanding financial instrument ceases to be subject to this Topic and becomes subject to the
recognition and measurement requirements of Topic 480 or other applicable GAAP when the rights
conveyed by the instrument to the holder are no longer dependent on the holder being an employee of the
entity (that is, no longer dependent on providing service). That principle shall be applied to specific types
of instruments subject to that Topic or other applicable GAAP as illustrated by the following examples:
a.
A mandatorily redeemable share becomes subject to that Topic or other applicable GAAP when an
employee has rendered the requisite service in exchange for the instrument and could terminate
the employment relationship and receive that share.
Generally, grants of stock to nonemployees will become subject to other accounting literature when they
are vested, as will grants to employees that are modified after termination of employment. However,
unless the shares include repurchase features, they generally will not become subject to any other
literature that impacts their accounting. If the shares are subject to repurchase features, they are subject
to all of the requirements of the SECs guidance on redeemable securities (see Sections 5.2.3.5 and
9.5.1.3) on issuance, and, if mandatorily redeemable, all the requirements of ASC 480 on issuance
(see Appendix A in our Financial reporting developments publication, Issuers accounting for debt and
equity financings).

718-10-35-13
b.
A share option or similar instrument that is not transferable and whose contractual term is
shortened upon employment termination continues to be subject to this Topic until the rights
conveyed by the instrument to the holder are no longer dependent on the holder being an
employee of the entity (generally, when the instrument is exercised). A share option or similar
instrument may become subject to that Topic or other applicable GAAP before its settlement. For
instance, if a vested share option becomes exercisable for one year after employment
termination, the rights conveyed by the instrument to the holder would no longer be dependent
on the holder being an employee of the entity upon the employees termination. Vested share
options are typically exercisable for a short period of time (generally, 60 to 90 days) after the
termination of the employment relationship. Notwithstanding the requirements of this paragraph,
such a provision, in and of itself, shall not cause the award to become subject to other applicable
GAAP for that short period of time.
For a stock option issued to a nonemployee, or modified after an employees termination, whether the
stock option becomes subject to other accounting literature (generally ASC 815-40 or ASC 480) is
dependent on how the terms of the option are affected when the nonemployee ceases to provide goods
or services, and the evaluation must continue for the life of the option. If ceasing to provide goods or
services can cause the stock options to be forfeited, they remain subject to ASC 718 or ASC 505-50 at
least until they vest. If the contractual term of the stock option truncates when the nonemployee ceases
to provide goods or services, the options remain subject to ASC 718 or ASC 505-50 until the services are
terminated or, in some cases, when the services could be terminated and the remaining contractual term
of the award would be unaffected. For example, if an option with a 10-year contractual term provides
that on termination of services the grantee has the lesser of the remainder of the original contractual
term or one year to exercise, the option would become subject to other accounting literature when:
1. Services are terminated (as mentioned above in ASC 718-10-35-13), because the option is now a
one-year option that is no longer affected by providing services; or
2. The option has been outstanding for nine years (because if the services are terminated after this
point, the grantee will always have the remainder of the original contractual term to exercise). While
not mentioned, we believe that this conclusion is apparent based on the principle described in
ASC 718-10-35-13.
However, as discussed above, the FASB provided an exception from these requirements if the option
term truncates to a short time period on termination of services. In that case, even though the services
have been terminated, or the remaining contractual term of the option is less than the term that would
be available once the services are terminated, the award does not become subject to other accounting
literature. It is clear, based on the discussion in ASC 718-10-35-13 above that a period of up to 90 days
would qualify as a short period of time. It also is clear that one year is not a short period of time.
The FASB has provided no additional guidance on the definition of a short period of time. Generally,
we believe the time period should be considered short if the period is not longer than reasonably
necessary to give the grantee sufficient time to exercise the option on termination of services.
We believe that a reclassification from equity to liabilities as a result of the initial application of ASC 81540 to a share-based payment should be made consistent with the requirements of ASC 815-40-35-9.
That is, the current fair value of the share-based payment would be reclassified from equity to liability
and the change in fair value of the award during the period the award was classified as equity shall be
accounted for as an adjustment to stockholders' equity. The award subsequently shall be marked to fair
value through earnings.
9.2
Overview of ASC 505-50

ASC 505-50 addresses: (a) the measurement date for transactions in which equity instruments (including
stock options, shares of stock, nonvested stock, and stock appreciation rights payable in shares) are
issued to nonemployees in exchange for the receipt of goods or services, and (b) the manner in which to
recognize such transactions. For example, ASC 505-50 covers transactions in which stock options are
issued in exchange for consulting services, or as a sales incentive to a customer to purchase specified
quantities of the issuers products. Frequently, the transaction may be in exchange for services provided
over several reporting periods (e.g., in which stock options are issued in exchange for services being
performed under a three-year outsourcing contract).
As previously indicated, ASC 718 requires that share-based payments to nonemployees be measured
based on the fair value of the goods or services received or the fair value of the share-based payments,
whichever is more reliably measurable. As a practical matter, it is rare that the fair value of the goods
and services is more reliably measurable than the fair value of the equity instruments. ASC 505-50
provides guidance on how and when to measure the fair value of the equity instrument when it is
determined that the equity instrument is more reliably measurable.
Essentially, ASC 505-50 requires that the fair value of the equity instruments issued to a nonemployee
be measured on the earlier of: (1) the performance commitment date, or (2) the date the services
required under the arrangement have been completed. Therefore, under many arrangements, the
measurement date to determine the fair value of a share-based payment to a nonemployee may not be
the date of grant.
The guidance in ASC 505-50 is very complicated, fact-intensive, and often is difficult to apply. Several
alternative models were considered for accounting for equity instruments issued to nonemployees that
would have permitted grant date measurement for many awards. Ultimately, however, the SEC staff
played a central role in developing the accounting model required by ASC 505-50.
ASC 505-50 does not apply to equity instruments issued to a lender or investor who provides financing
to the issuer, or to equity instruments issued in a business combination. ASC 505-50 also does not
address transactions in which the fair value of the goods or services provided by the counterparty is
more reliably measurable than the fair value of the equity instruments exchanged. Further, ASC 505-50
does not discuss the distinction between nonemployees and employees. See Section 2.2 for guidance on
determining whether the grantee of an equity instrument is an employee.
9.3
Measurement date
Under ASC 718, the fair value of equity awards granted to employees generally is measured at the date
of grant. ASC 718 does not specify the measurement date for awards granted to nonemployees, which is
addressed within ASC 505-50.
FASB ASC Topic 718 does not supersede any of the authoritative literature that specifically addresses
accounting for share-based payments with nonemployees. For example, FASB ASC Topic 718 does not
specify the measurement date for share-based payment transactions with nonemployees when the
measurement of the transaction is based on the fair value of the equity instruments issued. For
determining the measurement date of equity instruments issued in share-based transactions with
nonemployees, a company should refer to FASB ASC Subtopic 505-50, Equity Equity Based
Payments to Non-Employees.
Under ASC 505-50, the fair value of equity awards to nonemployees is not necessarily measured at the
date of grant, unless specific requirements are met. In a rising stock market, using a later measurement
date could result in a significantly higher cumulative compensation cost.
This difference in measurement date methodology between ASC 718s employee model and ASC 50550s nonemployee model is based on the view that there is a fundamental difference between employees
and nonemployees, and their relationships with the company granting the awards. When a company
grants equity instruments to an employee, performance is presumed because of the employees
relationship with the company. Most employees are economically dependent on the company and,
therefore, presumptively will perform the required service. In contrast, a nonemployee likely does not
have the same level of dependence on the issuing company and generally has multiple sources of
revenue. In fact, it is possible that the nonemployee may choose to complete or not complete an
assignment based on changes in the value of the equity award subsequent to grant. As such, because of
the nature of the relationship between the nonemployee and the company, performance cannot be
presumed unless the arrangement contains a substantive disincentive for nonperformance, such as a
significant specified economic penalty, that compels the nonemployee to perform.
Under ASC 505-50, the company granting a nonvested equity instrument measures the fair value of the
award35 at the earlier of either of the following:
1. The date at which a commitment for performance by the counterparty to earn the equity
instruments is reached (a performance commitment); or
2. The date at which the counterpartys performance is complete.
In other words, in order for the issuer of the equity instruments to finalize the measurement of the fair
value of the equity instruments at the grant date, the transaction must contain either a performance
commitment, or performance must already have occurred. In addition, ASC 505-50 does not permit the
use of the calculated-value method as defined in ASC 718-10-20 to estimate the value of equity awards
granted to nonemployees.
9.3.1
Performance commitment
A performance commitment is a commitment under which performance by the counterparty to earn the
equity instruments is probable because of a sufficiently large disincentive for nonperformance (e.g., an
economic penalty). The disincentive must be substantive; merely returning the equity instruments in the
event of nonperformance is not a sufficiently large disincentive. Also, we believe that the possibility of
legal proceedings in the event of nonperformance alone is not a sufficiently large disincentive for
nonperformance. We believe that to satisfy the requirement for a sufficiently large disincentive for
35
If the equity instrument is an option or warrant, the fair value should be estimated on the measurement date using an optionpricing model and the measurement assumptions discussed in Chapter 7 (except that, as discussed in Section 9.4, the contractual
term of the option generally must be used instead of the expected term).
nonperformance, the economic penalty must be specified in the agreement and must be significant to the
counterparty. Further, while some nonemployees may arguably be economically dependent on the issuer
(similar to an employee relationship), we do not believe economic dependence qualifies as a performance
commitment under ASC 505-50.
To illustrate the application of this guidance, assume Company A engages Company B (an unrelated
entity) to perform services for five years in exchange for $100,000 per year and 50,000 options to buy
Company A stock which vest 20% per year as the services are performed. If there is no specific economic
penalty to Company B for failure to perform (besides the loss of nonvested options), the final
measurement of the fair value of the options would be made on the vesting dates. On the other hand, if
the contract specifically called for Company B to make a significant payment if it breaches the contract
(which qualifies as a sufficiently large disincentive for nonperformance), the measurement date would be
the date of grant (i.e., Company B would have a performance commitment).
The disincentive for nonperformance must result from a relationship between the issuer and the
counterparty. For example, assume Company A agrees to give Company B 10,000 stock options if
Company B purchases 500,000 computer modems from Company A. Company B has a separate
agreement with a computer manufacturer, Company C, whereby Company B agrees to supply Company
C with 500,000 modems. If Company B does not supply 500,000 modems to Company C, Company B
must pay $1 million to Company C, which is a significant disincentive for Company B not to perform.
Even though Company B has a performance commitment with Company C (i.e., to deliver 500,000
modems), no performance commitment exists between Company A and Company B.
9.3.1.1
Performance commitments on long-term sales contracts

In cases in which warrants are granted to a customer as an inducement to enter into a long-term sales
contract (e.g., greater than one year) and the warrants vest as sales are made to the customer, we
believe it is highly unlikely that a penalty could be large enough to make performance probable because
the customer may at some point no longer need or be able to use the product. Furthermore, a slowdown
in the economy or a decrease in the grantors stock price may affect the economics of the arrangement
such that the customer may ultimately believe it is more economical to cancel the transaction and pay
the penalty. Accordingly, the penalty typically is inadequate to qualify as a sufficiently large disincentive
for nonperformance for a long-term sales contract because it would not necessarily deter the customer
from nonperformance. As a result, the measurement date will be established at the point in time that
performance is completed by the customer. Furthermore, if the equity instruments that are issued to a
customer will not vest or become exercisable without purchases by the customer, the related cost, which
is measured based on the stock price over the vesting period, should be reported as a reduction of
revenue in the issuers income statement. ASC 605-50 provides further guidance on the accounting for
payments made to customers.
9.3.2
Completed performance
The counterparty has completed performance when it has delivered or purchased, as the case may be,
the goods or services required under the arrangement and, therefore, is entitled to keep or exercise the
award. Performance is not complete if the awards are forfeitable in the event performance is not
completed, such as when the award vests over the performance period of the award. For example,
performance under an award that cliff vests at the end of three years would not be considered completed
until the end of the third year.
In some arrangements, counterparty performance may be required over a period of time (for example,
three years), but the equity award granted to the party performing the services is fully vested on the
date of grant. If the counterparty fails to perform, the arrangement in this example does not specifically
require the equity instruments (or any gains that may have been realized by the counterparty on exercise
or sale of the equity instruments) to be forfeited, nor does it otherwise specify monetary damages. The
issuers only recourse in the event of nonperformance would be to file a lawsuit against the counterparty
and rely on a decision of the courts. We would expect such a circumstance to be unusual because
typically vesting provisions would exist (either explicitly or implicitly). ASC 505-50 states that the
measurement date for an award that is nonforfeitable and that vests immediately should be the date the
award is issued (in most cases, when the agreement is entered into), even though services have not yet
been performed. In essence, signing the agreement was all that was necessary for the counterparty to
perform in order to receive the fully vested award (absent any subsequent changes in the quantity and
terms, as described below). The classification of fully vested equity instruments and any related asset
received is discussed in Section 9.5.1.2.
In some arrangements an entity will grant fully vested, nonforfeitable equity instruments that are
exercisable by the grantee only after a specified period of time and the terms of the award provide for
earlier exercisability if the grantee achieves specified performance conditions. In ASC 505-50, the
grantor should measure the fair value of the award on the date of the grant, consistent with the award in
the preceding paragraph. If the exercisability of the award is accelerated, the acceleration is a
modification of the award that is subject to modification accounting under ASC 718 (See Chapter 8 for
further discussion of accounting for modifications). However, the acceleration of exercisability generally
will not result in incremental fair value or an additional charge to the grantor.
9.4
Measurement approach
ASC 718 provides the following guidance for measuring the fair value of share-based payments granted
to nonemployees:

Equity Equity-Based Payments to Non-Employees
Initial Measurement
505-50-30-6
If the fair value of goods or services received in a share-based payment transaction with
nonemployees is more reliably measurable than the fair value of the equity instruments issued, the fair
value of the goods or services received shall be used to measure the transaction. In contrast, if the fair
value of the equity instruments issued in a share-based payment transaction with nonemployees is
more reliably measurable than the fair value of the consideration received, the transaction shall be
measured based on the fair value of the equity instruments issued.
505-50-30-5
The consideration received for issuing equity instruments, like the consideration involved in a
repurchase of treasury shares, may include stated or unstated rights. Subtopic 505-30 provides
pertinent guidance on the repurchase of treasury shares.
In most cases, the fair value of the equity securities granted is more reliably determinable than the fair
value of the goods or services received. The fair value of an equity award granted to a nonemployee
generally is determined in the same manner as an equity award granted to an employee under ASC 718
(see further discussion in Chapters 6 and 7). However, at the 1997 AICPA Conference on Current SEC
Developments, the SEC staff stated that for nonemployee awards, it generally will expect the full
contractual term to be used in the fair value calculations (unlike for awards to employees, where an
expected term may be estimated). This point was reiterated in SAB Topic 14, in which the SEC staff
indicated the following:
For example, due to the nature of specific terms in employee share options, including nontransferability,
nonhedgability and the truncation of the contractual term due to post-vesting service termination, FASB
ASC Topic 718 requires that when valuing an employee share option under the Black-Scholes-Merton
framework, the fair value of an employee share option be based on the options expected term rather
than the contractual term. If these features (i.e., nontransferability, nonhedgability and the truncation
of the contractual term) were not present in a nonemployee share option arrangement, the use of an
expected term assumption shorter than the contractual term would generally not be appropriate in
estimating the fair value of the nonemployee share options. [Footnote 7]
As a result, the fair value of an option granted to a nonemployee generally will be greater than the fair
value of a comparable award to an employee.
Additionally, for nonpublic companies that use the minimum value method to measure employee stock
options prior to the adoption of ASC 718, the FASB staff indicated that the minimum value method
(which assumes a volatility of zero) is not an acceptable method for determining the fair value of
nonemployee awards. Similarly, we believe that the ability for certain nonpublic companies to use a
calculated value (see Section 3.2.4.1) rather than fair value for awards to employees does not apply to
awards to nonemployees.
9.4.1
Accounting prior to the measurement date

If another ASC that provides guidance for the recognition of the transaction requires the issuer to
recognize any cost of the transaction during periods prior to the measurement date, the share-based
payments are measured at their then-current fair values at each interim financial reporting date, with an
offsetting entry to paid-in capital (unless liability classification is required see Section 9.1.2.2). Those
fair values should be determined in accordance with the guidance described below. Changes in fair value
between interim reporting dates are attributed in accordance with the methods illustrated in Example 5
of ASC 505-50-55 (consistent with Interpretation 28), which is consistent with the manner in which
changes in the fair value of liabilities are accounted for under ASC 718 (see Chapter 5). The reference to
Example 5 of ASC 505-50-55 is not intended to require nonemployee awards with graded vesting to be
recognized using the accelerated attribution method as discussed in Section 4.4.1.4. We believe graded
vesting nonemployee awards that contain only service conditions can be recognized either using the
accelerated recognition method or the straight-line recognition method, consistent with the policy
election available for graded vesting employee awards containing only service conditions as discussed
within Section 4.4.1.4.
9.4.2
Changes in quantity or terms subsequent to the measurement date

At the measurement date, the quantity or terms of equity instruments may be subject to change based
on future conditions. In assessing the impact of such potential changes on the measurement of an equity
instrument granted to a nonemployee, there is different accounting treatment for those awards that
change based on the achievement of market conditions and those awards that change based on the
achievement of performance conditions. The impact of those changes is discussed further below.
9.4.2.1
Changes resulting from market conditions
9.4.2.1.1
Measurement on and prior to the measurement date

Some equity awards may provide that the quantity or other terms of the award may change subsequent to
the measurement date based on the achievement of market conditions. The term market condition is
defined in the ASC 718 Glossary and discussed in Section 3.4.4. For example, a company may agree to pay
a nonemployee $10,000 in cash and issue 1,000 options with a strike price of $45 for consulting services.
The company also agrees to issue 200 additional options at the same exercise price to that individual if the
stock price is not at least $50 a share one year from the completion of the consulting services.
If the quantity or any of the terms of the equity instruments are dependent on the achievement of
market conditions, the issuer should determine the fair value of the equity instruments on the
measurement date for recognition purposes (the market condition alone would not require subsequent
remeasurement of the fair value of the instrument). That fair value would be calculated as the fair value
of the equity instruments without regard to the market condition (in the example in the previous
paragraph, the fair value of 1,000 options with a $45 exercise price) plus the fair value of the issuers
commitment to change the quantity or other terms of the equity instruments based on whether the
market condition is met (in the example in the previous paragraph, the fair value of the commitment to
issue 200 additional options with a strike price of $45 if the stock price is not $50 after one year). In
other words, the fair value of the instrument is determined on the measurement date and includes the
incremental fair value associated with the potential change resulting from achievement of the market
condition. Note that this measurement approach is essentially the same as that provided for in ASC 718
(see Section 3.4.4). Illustration 9-5 in Section 9.6 illustrates the accounting for a nonemployee award
with a market condition.
9.4.2.1.2
Accounting after the measurement date

The issuer should, to the extent necessary, recognize and classify changes in the post-measurement date
fair value of a commitment related to a market condition in accordance with relevant accounting
literature on financial instruments, such as ASC 815-40.
ASC 505-50 contains several examples of transactions that have market conditions, and should be
referred to when analyzing such arrangements.
9.4.2.2
Changes resulting from performance conditions
9.4.2.2.1

Some equity awards may provide that the quantity and terms of the award may change subsequent to
the measurement date based on the achievement of counterparty performance conditions. ASC 50550-20 defines counterparty performance conditions as those conditions that relate to the achievement
of a specified performance target, for example, attaining a specified increase in market share for a
specified product. A counterparty performance condition might pertain either to the performance of the
enterprise as a whole or to some part of the enterprise, such as a division.
The FASB staff indicated that it believes that the phrase performance condition is a better indication of
what is meant by counterparty performance conditions in ASC 505-50. Specifically, the FASB staff
believes that the performance conditions subject to the accounting described below are not limited to
those conditions that are solely within the counterpartys control. For example, the issuer may grant
warrants to a vendor to acquire components that will be used in the production of computers. The
quantity of shares that can be acquired by exercising the warrants may vary based on the issuers sales
of those computers. The FASB staff believes, and we agree, that in such a circumstance the warrants
should be accounted for in accordance with the guidance on changes to quantities or other terms
resulting from the achievement of performance conditions as described below.
If changes to the quantity or other terms of the equity instruments could result from the achievement of
performance conditions, then the issuer should utilize the lowest aggregate amount (i.e., the variable
terms with the lowest value times the applicable number of equity instruments) within the range of
potential values for measurement and recognition purposes. This amount may be zero.
9.4.2.2.2

Once the measurement date has been reached, an enterprise is required to account for any additional
value in the award resulting from the achievement of a counterparty performance condition as an award
modification. That is, the adjustment is measured at the date of the change in the quantity or terms of
the equity instruments as the difference between: (1) the then-current fair value of the revised
instruments utilizing the then-known quantity or other terms, and (2) the then-current fair value of the
old equity instruments immediately before the quantity or other terms becomes known. The thencurrent fair value is calculated using the assumptions that result in the lowest aggregate fair value if the
quantity or any other terms remain unknown.
ASC 505-50-55 contains several examples of transactions that have performance conditions, and should
be referred to when analyzing such arrangements.
9.4.2.3
Changes resulting from both market conditions and performance conditions
9.4.2.3.1

An equity instrument granted to a nonemployee may specify quantities or terms that are subject to
change as a result of the achievement of both market conditions and performance conditions. In that
circumstance, the measurement approach for the instrument is the same as for an instrument subject to
changes in quantity or other terms resulting only from the achievement of performance conditions. That
is, on the measurement date the issuer should utilize the lowest aggregate (i.e., the variable terms times
the applicable number of equity instruments) amount within the range of potential values for
measurement and recognition purposes.
9.4.2.3.2

After the measurement date, through the date the last performance-related condition is resolved, the
issuer should apply modification accounting (as described in Section 9.4.2.2.2) for the resolution of both
performance conditions and market conditions. If, at the time the last performance condition is resolved,
one or more market conditions remain, then the issuer should measure the then-current fair value of the
issuers commitment to issue additional equity instruments or change the other terms of the equity
instruments based on whether the market condition is met. In other words, as long as performance
conditions remain unresolved, the measurement approach specified above for instruments with
quantities or other terms that change only as a result of achievement of performance conditions should
be utilized. If after the last performance condition is resolved one or more market conditions remain to
be resolved, the guidance described in Section 9.4.2.1.1 should be applied.
After all performance conditions are resolved and the equity instrument is measured under ASC 505-50,
the instrument is accounted for pursuant to other accounting literature (for options and warrants,
ASC 815-40).
Example 3 in ASC 505-50-55 illustrates the application of this guidance on instruments with terms that
could change based on achievement of both market conditions and performance conditions.
9.5
Period and manner of recognition

ASC 505-50 does not specifically address the period(s) or the manner (i.e., capitalize versus expense) in
which an enterprise should recognize the fair value of the equity instruments that will be issued.
However, ASC 505-50 states that the fair value of the equity instruments issued should be recognized as
an asset, expense, or sales discount in the same period and in the same manner (i.e., capitalize versus
expense) as if the enterprise had paid cash for the goods or services. In many situations, even though a
final measure of the value of the award will not occur until performance is complete, estimated amounts
will need to be recognized as the option-holder performs under the arrangement. Those estimates will be
trued up on the final measurement date (as well as each intervening balance sheet date).
We understand that the SEC staff believes that when equity instruments are issued to customers or
potential customers in arrangements where the instrument will not vest or become exercisable without
purchases by the recipient, the cost of the equity instruments must be reported as a sales discount in
other words, as a reduction of revenue. Similarly, when equity instruments are issued to suppliers or
potential suppliers, and the instruments will not vest or become exercisable unless the recipient provides
goods or services to the issuer, the SEC staff believes that the cost of the equity instrument should be
reported as a cost of the related goods or services. In some situations, companies have issued equity
instruments in arrangements that do not appear to require any performance from the counterparty. In
the absence of any required future performance, the SEC staff generally believes that the issuance of
such equity instruments relates to past transactions between the entities and believes that the cost
should be classified accordingly (unless sufficient evidence exists that the issuer will receive a separate
direct benefit in return for the equity instrument). In very rare and limited circumstances when there is
not a performance commitment or a past relationship between the companies, the SEC staff has
accepted classification of the cost of the equity instruments as a marketing expense if such classification
appeared reasonable, so long as detailed and transparent disclosures of the transaction were made.
ASC 505-50 also states that a recognized asset, expense, or sales discount should not be reversed if
stock options, that the counterparty has the right to exercise, expire unexercised.
9.5.1
Balance sheet presentation
9.5.1.1
Balance sheet presentation of nonvested equity instruments

ASC 505-50-S99-1 addresses the appropriate balance sheet presentation of arrangements where
nonvested, forfeitable equity instruments are issued to an independent third party (counterparty) as
consideration for future services. The arrangements addressed by the SEC staff entitle the issuer to
recover the specific consideration paid, plus a substantial mandatory penalty, as a minimum measure of
damages for counterparty nonperformance. Consequently, pursuant to ASC 505-50, sufficiently large
disincentives for counterparty nonperformance exist such that a performance commitment and
measurement date have been achieved as of the date of issuance.
Prior to this announcement, practice was mixed as to whether such transactions were recognized at the
measurement date. Some registrants did not recognize the equity instrument until performance
occurred and the resulting cost was recognized, while others recognized the fair value of the equity
instruments as equity at the measurement date and an offsetting amount either as an asset or as a
reduction of stockholders equity (contra equity). In ASC 505-50-S99-1, the SEC staff announced that if
an issuer receives a right to receive future services in exchange for nonvested, forfeitable equity
instruments, the securities are considered unissued until future services are received. Consequently,
there would be no recognition of the instrument on the measurement date. The issuer should recognize
the compensation cost over the period that the services are provided, and the award is earned by the
counterparty. This accounting is consistent with the accounting for share-based payments to employees
as described in Section 4.1.1.
9.5.1.2
Balance sheet presentation of vested equity instruments

If an entity grants fully vested, nonforfeitable equity instruments at the date the parties enter into the
contract, the grantor should recognize the measured cost in the same periods and in the same manner
(i.e., capitalize or expense) as if the grantor had paid cash for the goods or services. In addition, in the
event that an asset (other than a note or a receivable) is acquired in exchange for the fully vested,
nonforfeitable equity instruments, the asset should not be displayed as contra-equity by the grantor of
the equity instrument. In the event that a note or receivable is acquired in exchange for the fully vested,
nonforfeitable equity instruments, the note or receivable should be displayed as contra-equity by the
grantor. However, we interpret the term receivable broadly in this context. For example, if the stockFinancial reporting developments Share-based payment | 277
based award was paid for legal services yet to be provided (i.e., legal services receivable), the grantor
should not record a prepaid asset (e.g., prepaid legal services). Rather, it should recognize expense and
offsetting credits to equity as services are received or, preferably, recognize the service receivable as
contra equity.
9.5.1.3

As discussed in Section 5.2.3.5, share-based payments to employees are subject to the provisions of the
SECs guidance on redeemable securities upon being granted (even while subject to the provisions of
ASC 718). Similarly, the SEC staff explicitly observed that the guidance relating to the applicability of the
SECs guidance on redeemable securities should also be applied to awards to nonemployees that are
subject to redemption outside of the issuers control:
Question 3: Would the methodology described for employee awards in the Interpretive Response to
Question 2 above [Section 5.2.3.5] apply to nonemployee awards to be issued in exchange for goods
or services with similar terms to those described above?
Interpretive Response: See Topic 14.A for a discussion of the application of the principles in FASB
ASC Topic 718 to nonemployee awards. The staff believes it would generally be appropriate to apply
the methodology described in the Interpretive Response to Question 2 above to nonemployee awards.
However, the exceptions to the requirements of ASC 480-10-S99-3A(3)(d) described in Section 5.2.3.5.6
would not apply to awards to nonemployees.
9.6
Illustrative examples
The complexities of ASC 505-50 can be best illustrated through examples. The following examples build
on a single fact pattern, and illustrate how varying provisions in the agreement affect the total cost to be
recognized. Additional examples are included in ASC 505-50-55.
Basic facts
On 31 December20X1, Company A enters into an arrangement with an attorney to defend it in a lawsuit.
On 31 December 20X1, the attorney agrees to perform the services in exchange for 1,000 stock options
with an exercise price of $10 and an exercise period of 10 years that become exercisable (vest) when the
case is disposed of (e.g., by judgment, settlement, dismissal). Assume the aggregate fair value of the
options (estimated based on the maximum term of the award) is $22,000 on 31 December 20X1. The
attorney begins work on the case on 1 January 20X2, and finishes work on the case on 31 December
20X3. The options become exercisable when the judge decides the case (which occurs on 31 December
20X3), at which time the fair value of the options is $54,000.
Illustration 9-1:
The quantity and terms of the equity instruments to be issued are known up
front, and there is a performance commitment
Assume in this example that if the attorney quits the case, he is subject to specified monetary
damages that, in the circumstances, constitute a sufficiently large disincentive for nonperformance.
Accordingly, 31 December 20X1 is the performance commitment date and, therefore, the date at
which Company A will measure the fair value of the 1,000 stock options with an exercise price of $10.
Company A will recognize $22,000 during the course of 20X2-20X3 in the same periods and in the
same manner as if it had agreed to pay $22,000 in cash for the attorneys services; that is, spread
over the two year period.
Illustration 9-2:
The quantity and terms of the equity instruments to be issued are known up
front, but there is no performance commitment
For this example, assume the same facts as above, except that the attorney is not subject to specified
monetary damages that constitute a sufficiently large disincentive for nonperformance. Accordingly,
because no performance commitment exists, the measurement date is not the grant date and must be
held open until performance is complete.
In this example, Company A would measure the fair value of the 1,000 stock options at each financial
reporting date during the performance period 20X2-20X3, using the current stock price and other
assumptions as of those dates. Company A ultimately would recognize the aggregate fair value of the
options measured at the date performance is complete (i.e., 31 December 20X3).
For example, assume the 1,000 stock options have a fair value of $25,000 at 31 March 20X2 and
$27,000 at 30 June 20X2. Interim measurements that Company A would make through 30 June
20X2 to recognize the appropriate portion of the cost of the attorneys services during each period
the work is performed would be based on the $25,000 and $27,000 for the quarters ended 31 March
20X2 and 30 June 20X2, respectively. The pro rata portion of any change in fair value, relating to the
service provided to date, is recognized in the period that the change occurs. This is essentially the
same as the accounting for liability awards prescribed by ASC 718-30-35-3. Company A ultimately
would recognize $54,000, the fair value of the options at 31 December 20X3 (measurement date).
Illustration 9-3:
The quantity and terms of the equity instruments can change after the initial
measurement date due to a performance condition, and there is a performance
commitment
In this example assume a significant performance commitment exists, but that the quantity and terms
depend on the fulfillment of a performance condition. Specifically, assume the attorney will receive
1,000 options with an exercise price of $10 if the company wins the case, whereas the attorney will
receive only 500 options with an exercise price of $15 if the company loses the case.
Because a performance commitment exists, 31 December 20X1 is the date at which Company A will
measure the fair value of the 1,000 options with an exercise price of $10 and the 500 options with an
exercise price of $15. Company A will select whichever fair value is lower, in the aggregate, and
recognize that cost during the course of 20X2-20X3 in the same periods and in the same manner as if
it had agreed to pay cash for the services.
Assume the aggregate fair values at 31 December 20X1 are $42,000 and $16,000 for the $10 and
$15 options, respectively. Company A is required to select the lower fair value, $16,000, and recognize
it during the course of 20X2-20X3. In effect, in this example, the guidance in ASC 505-50 requires
recognizing the minimum expense, without regard to the probability of winning the case. If the
attorney loses the case, $16,000 is the total amount of expense that would be recognized.
Assume instead, however, that the attorney wins the case on 31 December 20X3 and is entitled to the
1,000 options at $10. Under ASC 505-50, that additional amount that was contingent is recognized
using the modification accounting approach described in ASC 718. Using current assumptions as of 31
December 20X3, Company A would measure the fair value of both the $10 and the $15 stock options
and recognize additional cost equal to the difference between those two fair values.
Assume that on 31 December 20X3, the $10 and $15 options have an aggregate fair value of
$96,000 and $43,000, respectively. Company A will recognize an additional $53,000 (that is,
$96,000-$43,000) of expense on 31 December 20X3 to reflect the fact that the case was won and,
therefore, the terms of the options have been modified. Therefore, a total of $69,000
($16,000+$53,000) of expense would be recognized by Company A if it wins the case. Thus, if there
is a performance condition that allows for more than one possible outcome, different measurement
dates may have to be used to measure the components of the total expense.
Illustration 9-4:
The quantity and terms of the equity instruments can change due to a
counterparty performance condition, and no performance commitment exists
Assume the same fact pattern as Example 9-3, except that in this example the attorney is not subject
to specified monetary damages that constitute a sufficiently large disincentive for nonperformance
and, as such, no performance commitment exists.
The aggregate fair values of the stock options at 31 December 20X1 are $42,000 and $16,000 for
the $10 and $15 options, respectively.
Because a performance commitment does not exist, the stock options are ultimately measured
when performance is complete (i.e., once the attorney has rendered his services). In our example,
performance by the attorney is complete at the end of 20X3. During the two years ended 20X3,
Company A would continue to remeasure the fair value of the 500 stock options (the $15 stock
options have a lower aggregate fair value) as of each financial reporting date within the two year
period and recognize the pro rata portion of any change in fair value, relating to the service provided
to date, in the period that the change occurs. Assume that the fair value of the 500 options is
$43,000 at 31 December 20X3.
At 31 December 20X3, if the attorney lost the case, Company A would ultimately recognize $43,000
of expense related to the 500 stock options, because the final measurement of the minimum aggregate
fair value of the options could not occur until the attorneys performance was complete. Contrast this
with the $16,000 of expense that would have been recognized in Example 9-3 had the attorney lost
the case. The difference results because in Example 3 the attorney had a performance commitment
and, therefore, it was appropriate to finalize the measurement date of the minimum number of stock
options that the attorney would earn at the inception of the agreement. No such performance
commitment exists in Example 9-4, so the measurement of the lowest aggregate fair value cannot
occur until performance is complete.
Now assume that on 31 December 20X3, the attorney wins the case and is entitled to the 1,000
options with the $10 exercise price. The fair value of the 1,000 stock options would be measured
using current stock prices and assumptions at 31 December 20X3 (note that modification accounting
need not be applied in this example because no measurement date occurred prior to the verdict in the
case). The aggregate fair value of the $10 stock options at that date is $96,000. Therefore, if the case
is won, the total expense is $96,000, compared to only $69,000 had a performance commitment
existed (Illustration 9.6.-3).
Illustration 9-5:
The quantity of the equity instruments can change after the initial
measurement date due to a market condition, and there is a performance
commitment
The following example is not based on the previous fact pattern. This example is Example 3 from
ASC 505-50-55:

Example 3: Arrangement Contains a Market Condition
505-50-55-13
An entity agrees to pay cash and issue 1,000 stock options in exchange for an architectural design
firm to design for the entity a new research laboratory and to deliver the plans within a year. The
design firm is subject to a significant penalty if it does not complete the design of the research
laboratory within one year. This penalty is considered to be of a magnitude that is a sufficiently large
disincentive for nonperformance; thus, the arrangement contains a performance commitment. The
quantity and terms of the stock options are known at the performance commitment date, except that
if 2 years after the design firm has received the 1,000 stock options the entity's stock price is below
$35 per share, the entity will issue to the design firm, based on a sliding scale, up to 250 additional
stock options.
505-50-55-14
The entity would measure the 1,000 stock options on the performance commitment date pursuant to
the requirements of paragraph 505-50-30-28. Assume this fair value is $10,000. At the performance
commitment date the entity would also measure the fair value of the issuer's commitment to
potentially issue another 250 stock options, regardless of whether this commitment is in the money at
that date. Assume this fair value is $2,000. The total cost of the transaction to be recognized is thus
$12,000. After the performance commitment date, the entity would account for the commitment to
potentially issue the 250 additional stock options in accordance with the relevant accounting guidance
on financial instruments, including Subtopic 815-40.
10
Income tax accounting considerations

The accounting for the income tax effects of share-based payments is one of the most complex aspects
of ASC 718, particularly for multinational companies that grant share-based payments to employees in
numerous jurisdictions.
Under ASC 718, the income tax effects of share-based payments are recognized for financial reporting
purposes only if such awards result in deductions on the companys income tax return. Determining
whether a share-based payment will result in a future tax deduction depends on the type of award. Under
current United States federal income tax law, employee stock options are treated as either statutory
(e.g., incentive) stock options or nonstatutory (e.g., nonqualified) stock options.
Chapter 21 of our Financial reporting developments publication, Income taxes, includes a comprehensive
discussion about the accounting for income tax effects of share-based payments.
11
Earnings per share
11.1
Overview
Earnings Per Share Overall
Other Presentation Matters
260-10-45-28
The provisions in paragraphs 260-10-45-28A through 45-31 apply to share-based awards issued to
employees under a share-based compensation arrangement and to other than employees in exchange
for goods and services.
Share-based payments have several unique characteristics that can have a significant effect on earnings
per share (EPS) calculations, as described below. The following provisions apply to share-based payments
made to employees and nonemployees in exchange for goods or services.
Under ASC 260, employee stock options and nonvested stock generally are not included in the
calculation of basic EPS (even though nonvested stock may be legally outstanding). However, these
equity awards are factored into the computation of diluted EPS using the treasury stock method.
Further, in some cases, equity awards may be deemed participating securities and affect basic EPS as a
result of the application of the two-class method, as discussed further in Section 11.8.
The vesting provisions of an equity award determine how the award affects diluted EPS. Awards that vest
or become exercisable based on the achievement of performance or market conditions (as defined in
Sections 3.4.3 and 3.4.4) are treated as contingently issuable shares (e.g., for nonvested stock) or
contingently issuable potential common shares (e.g., for stock options) and are discussed in Section 11.4.
Share-based payments (whether stock options or shares) that vest based solely on the achievement of
service conditions (as defined in Section 3.4.2) are treated similarly to warrants using the treasury stock
method. However, ASC 260 provides for certain adaptations to the treasury stock method to accommodate
the unique characteristics of share-based payments. Under ASC 260, the assumed proceeds used
under the treasury stock method include not only the exercise price of the options, but they also include:
(a) any tax benefits that will be credited on exercise to additional paid-in capital (or proceeds are reduced
by any deferred taxes that will be written off to additional paid-in capital), and (b) the average measured
but unrecognized compensation cost during the period.
By including tax benefits to be credited to additional paid-in capital and the average measured but
unrecognized compensation cost in the assumed proceeds, in some cases a larger number of shares is
considered repurchased under the treasury stock method. 36 However, in many cases the assumed
proceeds will be reduced by any deferred taxes that will be written off to additional paid-in capital.
36
ASC 260 provides that only potential common shares that are dilutive (i.e., reduce EPS) are included in the calculation.
Accordingly, grants of awards that would be antidilutive, including those that would be antidilutive as a result of the unrecognized
compensation cost, should be excluded from the calculation of diluted EPS.
11
11.2
Earnings per share
Employee stock options the treasury stock method

260-10-45-28A
Awards of share options and nonvested shares (as defined in Topic 718) to be issued to an employee
under a share-based compensation arrangement are considered options for purposes of computing
diluted EPS. Such share-based awards shall be considered to be outstanding as of the grant date for
purposes of computing diluted EPS even though their exercise may be contingent upon vesting. Those
share-based awards are included in the diluted EPS computation even if the employee may not receive
(or be able to sell) the stock until some future date. Accordingly, all shares to be issued shall be
included in computing diluted EPS if the effect is dilutive. The dilutive effect of share-based
compensation arrangements shall be computed using the treasury stock method. If the equity share
options or other equity instruments are outstanding for only part of a period, the shares issuable shall
be weighted to reflect the portion of the period during which the equity instruments were outstanding.
See Example 8 (paragraph 260-10-55-68).
Glossary
260-10-20
Option
Unless otherwise stated, a call option that gives the holder the right to purchase shares of common
stock from the reporting entity in accordance with an agreement upon payment of a specified amount.
Options include, but are not limited to, options granted to employees and stock purchase agreements
entered into with employees. Options are considered securities.
Treasury stock method
A method of recognizing the use of proceeds that could be obtained upon exercise of options and
warrants in computing diluted EPS. It assumes that any proceeds would be used to purchase common
stock at the average market price during the period.
260-10-45-28B
In applying the treasury stock method, all dilutive potential common shares, regardless of whether
they are exercisable, are treated as if they had been exercised. The treasury stock method assumes
that the proceeds upon exercise are used to repurchase the entity's stock, reducing the number of
shares to be added to outstanding common stock in computing EPS.
260-10-45-29
In applying the treasury stock method described in paragraph 260-10-45-23, the assumed proceeds
shall be the sum of all of the following:
a.
The amount, if any, the employee must pay upon exercise.
b.
The amount of compensation cost attributed to future services and not yet recognized. (This
provision applies only to those share -based awards for which compensation cost will be
recognized in the financial statements in accordance with Topic 718.)
11
c.
Earnings per share
The amount of excess tax benefits, if any, that would be credited to additional paid-in capital
assuming exercise of the options. Assumed proceeds shall not include compensation ascribed to
past services. The excess tax benefit is the amount resulting from a tax deduction for compensation
in excess of compensation expense recognized for financial reporting purposes. That deduction
arises from an increase in the market price of the stock under option between the measurement
date and the date at which the compensation deduction for income tax purposes is determinable.
The amount of the tax benefit shall be determined by a with-and-without computation. Paragraph
718-740-35-5 states that the amount deductible on an employer's tax return may be less than
the cumulative compensation cost recognized for financial reporting purposes. If the deferred tax
asset related to that resulting difference would be deducted from additional paid-in capital (or its
equivalent) pursuant to that paragraph assuming exercise of the options, that amount shall be
treated as a reduction of assumed proceeds.
The dilutive effect of outstanding employee stock options generally should be reflected in diluted EPS by
application of the treasury stock method. Employee stock options will have a dilutive effect under the
treasury stock method only when the average price of the common stock during the period exceeds the
exercise price of the options (including the additions to the exercise proceeds discussed below).
However, awards may not be dilutive even if the average market price exceeds the exercise price if, for
example, the sum of the assumed proceeds, including unrecognized compensation cost and any related
excess tax benefits, exceeds the difference between the market price and the exercise price.
The determination of whether the stock options are dilutive should be made separately for quarterly and
year-to-date calculations for each grant, not in the aggregate. If employee stock options are not dilutive
in one period, but the options become dilutive in a subsequent period, previously reported EPS data is
not retroactively adjusted as a result of changes in the market price of common stock.
Dilutive options that are issued, expire, or are canceled during a period should be included in the
denominator of diluted EPS for the portion of the period that they were outstanding. Likewise, dilutive
options exercised during the period should be included in the denominator of diluted EPS for the period
prior to actual exercise. The common shares issued when options are exercised are included in the
denominator for basic and diluted EPS for the period after the exercise date, as part of the weightedaverage shares outstanding. Incremental shares assumed issued under the treasury stock method should
be weighted for the period the options were outstanding for diluted EPS.
Under the treasury stock method:
Exercise of options should be assumed at the beginning of the period (or at the date of grant, if later).
The proceeds from exercise should be assumed to be used to purchase common stock at the average
market price during the period. As previously discussed, the assumed proceeds include: (a) the
amount, if any, the employee must pay upon exercise, (b) any tax benefits that will be credited on
exercise to additional paid-in capital (or proceeds are reduced by any deferred taxes that will be
written off to additional paid-in capital) and (c) the average measured but unrecognized
compensation cost during the period.
The incremental shares (the difference between the number of shares assumed issued and the number
of shares assumed purchased) should be included in the denominator of the diluted EPS computation.
11
Illustration 11-1:
Earnings per share
Treasury stock method applied to fully vested incentive stock options
Entity A previously granted 45,000 incentive stock options exercisable at $25 per share. The average
market price of the common stock during the reporting period is $30. Exercise of the options and
issuance of 45,000 shares of common stock at the beginning of the period would be assumed. The
proceeds of $1,125,000 (45,000 options $25) that are assumed to be realized from exercise of the
options then would be assumed to be used to acquire 37,500 ($1,125,000/$30) shares of common
stock in the market. Therefore, the 7,500 (45,000-37,500) incremental shares assumed to be issued
would be added to the denominator in the diluted EPS calculation for the period. The numerator is not
changed under the treasury stock method.
This very simple example assumes that there is neither unrecognized compensation cost (because the
options are fully vested) nor future tax benefits (because incentive stock options typically do not result in
a tax deduction to the employer) resulting from the options. A more complex example is provided later in
this section.
Detailed guidance regarding the computation of the average market price and the application of the
treasury stock method to annual and year-to-date diluted EPS calculations is included in Chapter 4 of our
Financial reporting developments publication, Earnings per share.
As previously discussed, how share-based payments affect diluted EPS is dependent on their vesting
provisions. Awards that vest or become exercisable based on the achievement of performance or market
conditions are treated as contingently issuable shares or contingently issuable potential common shares
and are discussed in Section 11.4. Awards that vest based solely on the achievement of service conditions
are treated similar to warrants using the treasury stock method as discussed in Section 11.2.1.
11.2.1
Options that vest based only on service conditions

Options subject only to service-based vesting should be considered outstanding as of the grant date for
purposes of computing diluted EPS even though their exercise may be contingent on satisfying a service
condition. Although the numerator of the diluted EPS calculation excludes compensation cost associated
with options that are not expected to vest (i.e., estimated forfeitures), the calculation of the denominator
of the diluted EPS calculation described below includes the incremental common shares associated with
all outstanding options, including those that are expected to be forfeited. Section 11.2.3 includes a
discussion of the effect of forfeitures on the computation of diluted EPS, and Section 11.2.4 includes a
discussion and example of the impact of expected forfeitures on the assumed proceeds from option
exercises used in the treasury stock method when calculating diluted EPS.
If stock options were granted, exercised, forfeited, or expired during the period, the shares issuable must
be weighted to reflect the portion of the period during which the options were outstanding.
In applying the treasury stock method for awards of nonvested shares, stock options and similar
instruments, the assumed proceeds used to buy back shares at the average market price for the period
would include the following:
1. The amount, if any, the employee must pay on exercise.
2. Plus, the average amount of compensation cost during the period, if any, attributed to future service
and not yet recognized (i.e., unrecognized compensation cost) for the specific award being considered
for inclusion in the denominator of diluted EPS. For instruments that are outstanding for the entire
period, this can be computed as the average of the beginning and ending amounts of unrecognized
compensation cost for the period. For instruments that are outstanding for only part of the reporting
period, a daily average of unrecognized compensation cost must be computed.
11
Earnings per share
3. Plus, the amount of tax benefits (deferred and current), if any, that would be credited to additional
paid-in capital assuming a hypothetical exercise of the options (or vesting of shares) in the period of
the diluted EPS calculation (excess tax benefits). This adjustment, computed for the specific award
being considered for inclusion in the denominator of diluted EPS on an award-by-award basis, is
4. Minus, the amount of deferred tax assets (deferred and current), if any, that would be debited to
additional paid-in capital assuming a hypothetical exercise of the options (or vesting of shares) in the
period of the diluted EPS calculation (deficient tax benefits). For nonqualified stock options or other
awards resulting in tax deductions, the write-off of deferred tax assets resulting from an excess of
compensation cost recognized for financial reporting purposes over the tax deduction realized is
recognized either (a) in additional-paid in capital, to the extent of previous realized excess tax
benefits calculated or (b) in income tax expense. This adjustment, computed for the specific award
being considered for inclusion in the denominator of diluted EPS on an award-by-award basis, is
Future compensation (i.e., compensation cost relating to nonvested or partially vested options that has
been measured but has not yet been recognized as a cost in the financial statements) and income tax
benefits to be credited (debited) to equity are considered proceeds (or reductions to proceeds) because
they represent future consideration (or reductions to the future consideration) a company expects to
receive for the shares to be issued that have not been recognized in the financial statements, similar to
the exercise price the employee must pay in cash. Compensation related to past services that already has
been recognized as an expense is not considered part of the proceeds.
The treasury stock method must be applied separately to each award. For example, assumed proceeds
from the exercise of awards that are antidilutive are not included in the treasury stock calculation for
dilutive awards.
11.2.2
Computing the tax adjustment to assumed proceeds

For share-based payments that give rise to a tax deduction (e.g., nonqualified stock options), the amount
of the tax deduction generally is determined based on the difference between the market price of the
common stock on the exercise date and the exercise price. Therefore, for periods prior to the exercise
date, estimates are necessary to determine the tax effect of any excess (or deficiency that would be
charged against additional paid-in capital) of the tax deduction compared to the compensation cost
recognized for financial reporting purposes that would comprise the tax benefit component of the
proceeds under the treasury stock method. An estimate of the tax deduction would be based on the
average market price of the stock underlying the option, while the estimate of the compensation cost for
financial reporting purposes would be based on the requirements of ASC 718.
Under ASC 718, the total compensation cost to be recognized over the life of a share-based payment for
financial reporting purposes generally is known as of the date of grant (i.e., the grant-date fair value),
and it should be used in computing the tax effect of the excess estimated tax deduction, even if only a
portion of that compensation cost has been recognized to date (i.e., the vesting period has not ended).
Thus, the tax effect of the excess (deficient) estimated tax deduction over (less than) the compensation
cost to be recognized over the life of the award for financial reporting purposes will fluctuate each period
as the market price of the common stock affects the estimated tax deduction. The book compensation
cost generally is fixed at the date of grant.
If the average intrinsic value of an award in the period of the diluted EPS calculation is greater than the
total compensation cost to be recognized in the financial statements for the instrument, the tax benefit
resulting from the excess tax deduction would be credited to additional-paid in capital and results in an
increase to the assumed proceeds in the treasury stock calculation. However, if the intrinsic value of an
11
Earnings per share
award is less than total compensation cost to be recognized in the financial statements (as typically would
be the case early in the life of an employee stock option that was granted with no intrinsic value), the
company must determine whether its pool of available excess tax benefits (both from previous option
exercises and vesting of shares as well as from any excess tax benefits calculated for diluted EPS purposes
as described in the preceding sentence) is sufficient to absorb the shortfall. If so, the effect of the
hypothetical deferred tax asset write-off reduces the assumed proceeds in the treasury stock calculation.
If there is no pool of available excess tax benefits, or if the amount of the pool is insufficient to absorb the
entire hypothetical deficient tax deduction, the amount of the deficiency that is hypothetically charged to
income tax expense is not considered to be a reduction of the assumed proceeds.
In performing the diluted EPS calculation in periods prior to option exercise or share vesting, some
companies may conclude, based on the weight of all available evidence, that it is more likely than not that
this excess tax benefit will not be realized for the foreseeable future and, therefore, will not be
recognized in the financial statements. Although the scenario discussed above is not addressed by
ASC 260 or ASC 740, we believe the company should assess whether excess tax deductions for sharebased payments are expected to be realized when computing diluted EPS. That is, if a company believes
it is unlikely to recognize excess tax benefits from the share-based payment for the foreseeable future, it
would be reasonable to exclude such benefits from the diluted EPS calculation. The companys analysis of
the likelihood of realization of the excess tax benefit would be expected to be sufficiently detailed to
assess the qualitative and quantitative aspects of managements assertions relative to the exclusion of
the future tax benefits from the assumed proceeds for the diluted EPS computation. Also, the
determination of whether a tax benefit is expected to be realized should be based on the same
accounting policy used for the recognition of excess tax benefits (e.g., with and without versus prorata).
For share-based awards that generally do not give rise to a tax deduction (e.g., incentive stock options),
the expected tax benefits resulting from expected disqualifying dispositions cannot be anticipated when
computing the assumed proceeds for use in the treasury stock calculation. This concept is discussed in
more detail in Section 12.6 related to an employee stock purchase plan, which is another instrument that
generally does not give rise to a tax deduction.
11.2.2.1
Calculation of assumed proceeds for awards that are fully or partially vested on the date
of adoption of ASC 718
For awards granted prior to the transition to ASC 718 by companies that adopted ASC 718 using the
modified-prospective method, an issue arises as to whether the adjustments to assumed proceeds for tax
benefits or deficiencies that would be recognized in equity should be calculated based on (a) deferred tax
asset amounts that would actually be recognized on the balance sheet or (b) pro forma deferred tax
assets (which would take into account pro forma deferred tax assets with respect to compensation cost
recognized for pro forma disclosure purposes prior to the adoption of ASC718, similar to the
measurement of the excess tax benefit available to absorb deferred tax asset write-offs).
Because current US GAAP is not clear on this issue, we believe that companies that adopted ASC 718
using the modified-prospective transition method should select one of the following acceptable
accounting policies with respect to the calculation of assumed proceeds:
1. Calculate the adjustment to assumed proceeds based on the actual deferred tax asset that will be
recognized in the financial statements when the share-based payment is vested (i.e., exclude any
pro forma deferred tax assets that will not be recognized in the balance sheet). We believe that this
approach is most consistent with the requirements of ASC 260. However, this approach will reduce
comparability of current reported diluted EPS amounts to pro forma diluted EPS amounts previously
presented, as well as to diluted EPS amounts presented in the future when a greater proportion of
awards have been accounted for under ASC 718.
11
Earnings per share
2. Calculate the adjustment to assumed proceeds based on the sum of the pro forma deferred tax asset
resulting from the tax benefit previously recognized in pro forma diluted EPS as well as the deferred tax
asset that will be recognized in the financial statements as the share-based payment vests.
The interplay between these alternatives, the calculation of the pool of excess tax benefits, and the
accounting for excess tax benefits in the financial statements is discussed in detail in Chapter 21 of our
Financial reporting developments publication, Income taxes.
11.2.2.2
Out-of-the-money options for which adjustments to assumed proceeds results in an inthe-money option
The Resource Group previously addressed whether a company should include in its treasury stock
computation any outstanding employee stock options that are currently out-of-the money (i.e., the
exercise price is greater than the average market price) if the tax deficiency that would be charged to
additional paid-in capital (and therefore would serve to reduce assumed proceeds) from assumed
exercise is an amount that would make the award dilutive. Consider the following example:
On 1 January 2006, Entity A grants 1,000 awards with an exercise price of $21 and a grant-date fair
value of $10 that are fully vested. The average fair value of the shares underlying the award for the
reporting period is $20 and Entity As combined statutory tax rate is 40%. The assumed proceeds for the
year ended 31 December 2009 are calculated as follows:
Exercise price ($21 1,000)
Deficient tax benefit (($10) 1,000 40%)
$ 21,000
(4,000)
$ 17,000
If assumed proceeds, as calculated above, are compared to the average exercise price, the result would
be dilutive:
Number of shares reacquired ($17,000 / $20)
Number of incremental shares issued (1,000 850)
850
150
The Resource Group agreed that the treasury stock method is only intended to be applied to awards in
which a holder might actually convert into a common share. This conclusion is based on the guidance in
ASC 260-10-45-25: Options and warrants will have a dilutive effect under the treasury stock method
only when the average market price of the common stock during the period exceeds the exercise price of
the options or warrants (they are in the money) [emphasis added]. Given that the award described in the
example above is currently out-of-the-money, a reasonable person would not exercise this award and,
therefore, the award should not be included in the calculation of diluted EPS.
11.2.3
Effect of forfeitures on diluted EPS

260-10-45-29A
Under paragraph 718-10-35-3, the effect of forfeitures is taken into account by recognizing
compensation cost only for those instruments for which the requisite service has been rendered, and
no compensation cost shall be recognized for instruments that employees forfeit because a service
condition or a performance condition is not satisfied. See Example 8 (paragraph 260-10-55-68) for an
illustration of this guidance.
11
Earnings per share

718-10-45-1
Topic 260 requires that employee equity share options, nonvested shares, and similar equity
instruments granted to employees be treated as potential common shares in computing diluted
earnings per share (EPS). Diluted EPS shall be based on the actual number of options or shares
granted and not yet forfeited, unless doing so would be antidilutive. If vesting in or the ability to
exercise (or retain) an award is contingent on a performance or market condition, such as the level of
future earnings, the shares or share options shall be treated as contingently issuable shares in
accordance with paragraphs 260-10-45-48 through 45-57. If equity share options or other equity
instruments are outstanding for only part of a period, the shares issuable shall be weighted to reflect
the portion of the period during which the equity instruments are outstanding.
ASC 260 provides that the shares issuable under a share-based payment arrangement must be weighted
to reflect the portion of the period during which the share-based payment awards were outstanding.
This requirement applies to forfeitures (and expired options) as well as to grants during the period. In
addition, under ASC 260, forfeitures do not affect the calculation of proceeds under the treasury stock
method until the forfeitures actually occur, despite the fact that forfeitures must be estimated for
purposes of computing compensation cost under ASC 718 (see example in Section 11.2.4).
11.2.4
Example calculation of the dilutive effect of employee stock options


Example 8: Application of the Treasury Stock Method to a Share-Based Payment Arrangement
260-10-55-68
This Example illustrates the guidance in paragraph 260-10-45-28A for the application of the treasury
stock method when share options are forfeited.
260-10-55-69
Entity A adopted a share option plan on January 1, 20X7, and granted 900,000 at-the-money share
options with an exercise price of $30. All share options vest at the end of three years (cliff vesting). At the
grant date, Entity A assumes an annual forfeiture rate of 3 percent and therefore expects to receive the
requisite service for 821,406 [900,000 (.97 to the third power)] share options. On January 1, 20X7,
the fair value of each share option granted is $14.69. Employees forfeited 15,000 stock options ratably
during 20X7. The average stock price during 20X7 is $44. Net income for the period is $97,385,602
(inclusive of $2,614,398 of share-based compensation, net of income taxes of $1,407,753). Entity As
tax rate is 35 percent. For the year ended December 31, 20X7, there are 25,000,000 weightedaverage common shares outstanding. Entity A has sufficient previously recognized excess tax benefits
in additional paid-in capital from prior share-based payment arrangements to offset any write-off of
deferred tax assets associated with its grant of share options on January 1, 20X7. All share options are
the type that upon exercise give rise to deductible compensation cost for income tax purposes. This
guidance also applies if the service inception date precedes the grant date.
260-10-55-70
The following table illustrates computation of basic EPS for the year ended December 31, 20X7.
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Earnings per share
Computation of Basic EPS for the Year Ended December 31, 20X7:
Net income
Weighted-average common shares outstanding
Basic earnings per share
$ 97,385,602
25,000,000
$
3.90
Computation of assumed proceeds for diluted earnings per share:

Amount employees would pay if the weighted-average number of
options outstanding were exercised using the average exercise
price (892,500(b) $30)
Average unrecognized compensation cost in 20X7
(see computation)
Tax benefit deficiency that would be offset in paid-in capital (see
computation)
Assumed proceeds
$ 26,775,000
10,944,050
(215,539)
$ 37,503,511
Computation of average unrecognized compensation cost in 20X7:

Beginning of period
Unrecognized compensation cost (900,000 $14.69)
$ 13,221,000
End of the period

Beginning of period
Annual compensation cost recognized during 20X7, based on
estimated forfeitures
Annual compensation cost not recognized during the period
related to outstanding options at December 31, 20X7, for
which the requisite service is not expected to be rendered
Total compensation cost of actual forfeited options
Total unrecognized compensation cost, end of the period, based
on actual forfeitures
Subtotal
Average total unrecognized compensation, based on actual
forfeitures
$ 13,221,000
(4,022,151) (a)
(311,399) (c)
(220,350) (d)
8,667,100
21,888,100
$ 10,944,050
Note that average unrecognized compensation cost could also have been calculated in this example as
follows (this alternative calculation is provided to illustrate the concept, but would not be appropriate in
other circumstances; for example, if options were not outstanding for the entire reporting period, or if an
award were subject to graded vesting):
Beginning of period
End of period
(900,000 $14.69) =
(900,000 options 15,000 forfeited options)/3 years
vesting term 2 years of remaining vesting=
590,000 $14.69 fair value =
8,667,100
21,888,100
Subtotal
Average total unrecognized compensation cost, based on actual forfeitures
13,221,000
10,944,050
11
Earnings per share


260-10-55-70 (continued)
Computation of tax benefit:
Total compensation cost of average outstanding options
Intrinsic value of average outstanding options for the year
ended December 31, 20X7 [892,500 ($44 $30)]
Excess of total compensation cost over estimated tax
deduction
Tax benefit deficiency ($615,825 x .35)
$ 13,110,825 (e)
(12,495,000)
615,825
215,539
Assumed repurchase of shares:

R purchase shares at average market price during the year
($37,503,511 $44)
Incremental shares (892,500 852,353)
852,353
40,147
Computation of Diluted EPS for the Year Ended December 31, 20X7:
Net income
Weighted average common shares outstanding
Incremental shares
Total shares outstanding
Diluted earnings per share
$ 97,385,602
25,000,000
40,147
25,040,147
$
3.89
(a) Pre-tax annual share-based compensation cost is $4,022,151 [(821,406 $14.69) 3]. After-tax share-based
compensation cost included in net income is $2,614,398 ($4,022,151 $1,407,753). ($4,022,151 .35) = $1,407,753.
(b) Share options granted at the beginning of the year plus share options outstanding at the end of the year divided by two
equals the weighted-average number of share options outstanding in 20X7: [(900,000 + 885,000) 2] = 892,500. This
example assumes that forfeitures occurred ratably throughout 20X7.
(c) 885,000 (options outstanding at December 31, 20X7) 821,406 (options for which the requisite service is expected to be
rendered) = 63,594. 63,594 options $14.69 (grant-date fair value per option) = $934,196 (total fair value). $934,196 3
= $311,399 (annual share-based compensation cost).
(d) 15,000 (forfeited options) $14.69 (grant-date fair value per option) = $220,350 (total fair value).
(e) (892,500 $14.69) = $13,110,825.
11.3
Nonvested stock that vests based on service conditions

For purposes of calculating diluted EPS, nonvested stock granted to employees that vests solely based on
continued service is treated as the equivalent of an option grant that also is subject solely to service
conditions. The treasury stock method is applied to determine the number of shares to be included in the
denominator. Typically, there is no exercise price to be paid, so the proceeds are equal to the unrecognized
compensation cost adjusted for any tax consequences that will be recognized directly in equity. Nonvested
stock is to be considered outstanding as of the grant date for purposes of computing diluted EPS even
though its issuance is contingent on future service vesting.
Nonvested stock is not included in basic EPS until the time-based vesting restriction has lapsed. However,
see the discussion of the two-class method in Section 11.8 for nonvested stock that pays nonforfeitable
dividends during the vesting period.
11
11.4
Earnings per share
Awards that vest or become exercisable based on the achievement of

performance or market conditions
260-10-45-31
Awards with a market condition, a performance condition, or any combination thereof (as defined in
Topic 718) shall be included in diluted EPS pursuant to the contingent share provisions in paragraphs
260-10-45-48 through 45-57.
260-10-45-32
Fixed employee stock options (fixed awards) and nonvested stock (including restricted stock) shall be
included in the computation of diluted EPS based on the provisions for options and warrants in
paragraphs 260-10-45-22 through 45-27. Even though their issuance may be contingent upon
vesting, they shall not be considered to be contingently issuable shares (see Section 815-15-55 and
paragraph 260-10-45-48). However, because issuance of performance-based stock options (and
performance-based nonvested stock) is contingent upon satisfying conditions in addition to the mere
passage of time, those options and nonvested stock shall be considered to be contingently issuable
shares in the computation of diluted EPS. A distinction shall be made only between time-related
contingencies and contingencies requiring specific achievement.
Share-based payments that vest or become exercisable based on the achievement of performance or
market conditions are considered contingently issuable in the EPS calculation. A performance condition
is a condition that is based on the operations or activities of the employer or employee. A market
condition is a condition that relates to the achievement of: (a) a specified price of the issuers shares or a
specified amount of intrinsic value indexed solely to the issuers shares, or (b) a specified price of the
issuers shares in terms of a similar (or index of similar) equity security (securities). Performance and
market conditions are discussed in greater detail in Chapter 3.
Because performance and market conditions are considered contingencies under ASC 260, the criteria
for contingent shares must first be applied before determining the dilutive effect of these types of sharebased payments. Prior to the end of the contingency period (i.e., before the performance or market
conditions have been satisfied), the number of contingently issuable shares (for nonvested stock) or
contingently issuable potential common shares (for stock options) to be included in diluted EPS should be
based on the number of shares, if any, that would be issuable under the terms of the arrangement if the
end of the reporting period were the end of the contingency period (e.g., the number of shares that
would be issuable based on current period earnings or period-end market price) assuming the result
would be dilutive. Those contingently issuable shares or potential common shares should be included in
the denominator of diluted EPS as of the beginning of the period, or as of the grant date of the sharebased payment, if later. The contingently issuable shares guidance is discussed in greater detail in
Chapters 3 and 4 of our Financial reporting developments publication, Earnings per share.
When it is determined that potential common shares resulting from an award subject to performance or
market conditions should be included in diluted EPS (based on the provisions discussed above), their
impact on the computation of diluted EPS is reflected by applying the treasury stock method as previously
described in Section 11.2. Again, contingently issuable shares included in the diluted EPS denominator
still may be subject to continued employment vesting because only performance or market conditions
are considered contingencies. Continued employment vesting is not considered a contingency under
ASC 260.
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Earnings per share
ASC 260s contingent share provisions would be followed in computing diluted EPS even if for expense
recognition purposes under ASC 718 it was deemed probable that a different number of shares would be
issued than the number assumed to be issued for the EPS computation. For example, assume that the
award states that if earnings in 20X1 for Entity A (with a calendar year-end) exceed $1,000,000, options
for 10,000 shares will vest. If earnings exceed $2,000,000, options for 40,000 shares ultimately will
vest (the expected outcome). If earnings are $750,000 in the first quarter ended 31 March 20X1, none
of the options would be assumed to be outstanding for diluted EPS. If at 30 June 20X1 year-to-date
earnings are $1,600,000, the treasury stock method would be applied only to 10,000 shares in the
second quarter, even if compensation expense was recognized in both quarters based on the assumption
that the 40,000 shares ultimately will vest. The EPS numerator would not be adjusted for this difference
in approach between the diluted EPS treatment (ASC 260) and the determination of compensation cost
(ASC 718). Under the contingent share provisions of ASC 260, the incremental 30,000 options would
not be included in the calculation until Entity As earnings exceed $2,000,000.
Further, for awards subject to vesting or exercisability based on the achievement of market conditions
(such as a target stock price), compensation cost is required to be recognized over the requisite service
period regardless of whether the market condition required for the option to become exercisable is
achieved. However, under ASC 260, awards subject to vesting or exercisability based on the
achievement of market conditions are treated as contingently issuable shares and included in the
calculation of the denominator for diluted EPS only when the target stock price is met. To illustrate,
assume 40,000 options will vest if the market price of Entity As common stock exceeds $20 per share.
The target stock price is not considered a performance condition under ASC 718, and compensation cost
based on the fair value of the 40,000 options (inclusive of the impact of the market condition) must be
recognized regardless of whether the market price threshold is met as long the requisite service is
provided. However, for diluted EPS purposes, no additional shares will be assumed outstanding unless
the target price is achieved.
Illustration 11-2:
Performance-based stock awards
Assume the following:
Entity A, a calendar year-end company, issued 10,000 nonqualified stock options to management
on 1 January 20X1.
The options vest at the end of 5 years. If earnings are less than $10,000,000 in 20X1, no options
vest. If earnings are less than $15,000,000 but at least $10,000,000 in 20X1, 5,000 options will
vest. If 20X1 earnings equal or exceed $15,000,000, all 10,000 options vest at the end of the 5
year period (provided that the employee continues to provide service through that date).
The exercise price of the options is $6.
The fair value of the options on the date of grant is $2.
The average market price of Entity As stock for the quarter ended 30 September 20X1 was $10
(only the third quarter is illustrated below).
For the quarter-ended 30 September 20X1, year-to-date earnings are $13,000,000, and
therefore, 5,000 shares are issuable assuming the total amount of year-to-date earnings remains
unchanged.
The statutory tax rate is 40%.
11
Earnings per share
For the quarter ended 30 September 20X1, the shares that would be included in the denominator for
diluted EPS related to the stock options are calculated as follows:
Proceeds:
Exercise price component (5,000 shares $6)
Unrecognized compensation component
[(5,000 $2 18/20 quarters remaining) +
(5,000 $2 17/20 quarters remaining)]/2
Tax benefit component: [($10 average market price
$6 exercise price) $2 expense to be recognized per option]
5,000 shares 40% tax rate
Total assumed proceeds
Shares assumed repurchased ($42,750/$10)
Incremental shares to be added (5,000 shares 4,275 shares)
$ 30,000
8,750
4,000
$ 42,750
4,275
725
In the above example, under ASC 260, diluted EPS is computed assuming 5,000 shares will be awarded,
regardless of how many shares are used to compute compensation cost under ASC 718. If during the
fourth quarter ended 31 December 20X1, annual earnings exceed $15,000,000 as appears likely based
on the earnings through 30 September 20X1, then the fourth quarters diluted EPS computations will be
based on 10,000 shares. However, this increase cannot be assumed for EPS purposes at 30 September
20X1. Further, diluted EPS cannot be retroactively adjusted when the quarter ended 30 September 20X1
is presented in the future after the $15,000,000 threshold has been surpassed.
11.5
Awards that may be settled in stock or cash

260-10-45-30
If stock-based compensation arrangements are payable in common stock or in cash at the election of
either the entity or the employee, the determination of whether such stock-based awards are potential
common shares shall be made based on the provisions in paragraph 260-10-45-45. If an entity has a
tandem award (as defined in Topic 718) that allows the entity or the employee to make an election
involving two or more types of equity instruments, diluted EPS for the period shall be computed based
on the terms used in the computation of compensation expense for that period.
260-10-45-45
If an entity issues a contract that may be settled in common stock or in cash at the election of either
the entity or the holder, the determination of whether that contract shall be reflected in the
computation of diluted EPS shall be made based on the facts available each period. It shall be
presumed that the contract will be settled in common stock and the resulting potential common shares
included in diluted EPS (in accordance with the relevant provisions of this Topic) if the effect is more
dilutive. Stock-based compensation arrangements that are payable in common stock or in cash at the
election of either the entity or the employee shall be accounted for pursuant to this paragraph and the
following paragraph. An example of such a contract is a written put option that gives the holder a
choice of settling in common stock or in cash.
11
Earnings per share
260-10-45-46
A contract that is reported as an asset or liability for accounting purposes may require an adjustment
to the numerator for any changes in income or loss that would result if the contract had been reported
as an equity instrument for accounting purposes during the period. That adjustment is similar to the
adjustments required for convertible debt in paragraph 260-10-45-40(b). The presumption that the
contract will be settled in common stock may be overcome if past experience or a stated policy
provides a reasonable basis to believe that the contract will be paid partially or wholly in cash.
260-10-55-33
The references in paragraphs 260-10-45-30 and 260-10-45-45 for stock-based compensation
arrangements that are payable in common stock or in cash at the election of either the entity or the
employee refer to using the guidance in paragraph 260-10-45-45 for purposes of determining
whether shares issuable in accordance with such plans are included in the denominator for purposes of
computing diluted EPS amounts. Accordingly, the numerator is not adjusted in those circumstances.
Paragraph 260-10-55-36A illustrates these requirements.
260-10-55-36
For contracts in which the counterparty controls the means of settlement, past experience or a stated
policy is not determinative. Accordingly, in those situations, the more dilutive of cash or share
settlement shall be used.
Certain share-based payments to employees may be settled either in stock or cash at the election of
either the company or the employee. An example of such an award is a stock appreciation right (SAR)
payable in stock or cash at the companys election.
Similar to other contracts that may be settled in stock or cash (see additional guidance in Chapter 4 of
our Financial reporting developments publication, Earnings per share), the computation of diluted EPS
must consider such awards based on the facts and circumstances each period. However, it is presumed
that the award will be settled in stock and the resulting potential common shares included in diluted EPS,
if the effect is more dilutive. This presumption may be overcome if past experience or a stated policy
provides a reasonable basis to believe that the award will be settled partly or wholly in cash. Of course, if
that presumption were overcome, the substantive terms of the plan would be assumed to require cash
settlement under ASC 718 and, as a result, the award would be accounted for as a liability as described
in Chapter 5. For a liability award in which share settlement is assumed, the numerator in the diluted EPS
computation should not be adjusted for any changes in income or loss resulting from the liability award
during the period as discussed in ASC 260-10-55-33. This guidance is discussed in greater detail in
Chapter 4 of our Financial reporting developments publication, Earnings per share.
11.6
Awards of subsidiary stock or stock options

Securities issued by a consolidated subsidiary that allow employees to obtain the subsidiarys common
stock (e.g., stock options) affect not only the subsidiarys diluted EPS (if it is a public company), but also
that of its parent. Such securities generally do not impact basic EPS. After calculating the subsidiarys
diluted EPS considering these employee awards, the subsidiarys EPS is multiplied by the shares assumed
to be owned by the parent after conversion. The result is substituted for the parents share of the actual
earnings of the subsidiary when included in the consolidated entitys numerator for the consolidated
diluted EPS calculation.
11
Earnings per share
Under this method, the subsidiarys diluted EPS must be calculated on a stand-alone basis regardless of
whether it is publicly held. These provisions also are applicable to investments in common stock of
corporate joint ventures and investee companies accounted for under the equity method when those
entities issue options (or other awards) in their own stock. An illustration is provided below. For further
information regarding potential common shares of subsidiaries, see Chapter 6 of our Financial reporting
developments publication, Earnings per share.
Illustration 11-3:
Employee stock options of a consolidated subsidiary:
Assumptions:
Parent company
Net income (excluding income of the subsidiary): $10,000
10,000 common shares outstanding
Owns 900 shares (90%) of subsidiary common stock
Subsidiary company
Net income: $3,600 (including applicable adjustments to eliminate intercompany adjustments

made in consolidation that have not been recorded by the subsidiary)
1,000 common shares outstanding
Granted fully vested incentive stock options (for which a tax deduction normally is not received) to
its employees to purchase 200 shares of its common stock at $10 per share (average market price
for period is $20)
Diluted EPS calculations:

Subsidiarys diluted EPS
$3,600 (1,000 + 100 37) = $3.27

Consolidated diluted EPS
($10,000 + $2,943 38) 10,000 = $1.29
Note that for the consolidated diluted EPS calculation, the effect of the options to buy stock of the
subsidiary affect only the numerator. In consolidation, net income attributable to the parent company
includes $3,240 (90% of $3,600) from the subsidiary, but diluted EPS is based on income of only $2,943.
The outstanding shares of the parent are not affected.
37
38
Incremental shares from applying the treasury stock method [($20 $10) / $20] 200 = 100. Because the options are fully
vested and do not result in a tax deduction, there is no unrecognized compensation cost or excess tax benefits to include in the
proceeds in the treasury stock method computation. See further discussion of the treasury stock method in Section 11.2.
Parents proportionate interest in subsidiarys earnings (900 $3.27 per share) = $2,943.
11
11.7
Earnings per share

Employee stock purchase plans (ESPPs) generally provide a broad group of employees the right to acquire
employer stock through payroll deductions. A typical plan (e.g., one that qualifies under Section 423 of
the Internal Revenue Code a Section 423 Plan) allows employees to buy the employers stock, at a
discount from the market price at the date of grant, over a period of time (e.g., two years), usually
through payroll deductions.
Shares issued under ESPPs are outstanding shares and are included in the calculation of both basic and
diluted EPS. However, ASC 260 does not provide specific guidance on how to calculate the EPS effect of
ESPPs prior to share issuance. Historical practice has been to follow ASC 260s contingently issuable
shares guidance (discussed in Section 11.4 with respect to performance and market conditions) based on
footnote 1 of FTB 97-1, which is not included in the Codification. In the case of ESPPs, we believe that
the contingency is the employees payment of funds through payroll withholdings (effectively the
acceptance of the employers offer of shares or options). As a result, we believe that the shares or
options contingently issuable do not impact EPS until the respective payroll amounts are withheld.
As previously indicated, most ESPPs have a withholding feature under which the employer deducts an
agreed amount from the participating employees pay and, after a specified period of time, the
accumulated cash is used to purchase shares. We believe that whether the withholding of cash
compensation to purchase shares is considered an option (in which case the treasury stock method is
applied to compute diluted EPS) or contingent shares depends on whether the withheld amounts are
refundable. If refunds are permitted, we believe that the substance of the plan is that options are issued
to the employee each pay period as salary is withheld. If withheld amounts are not refundable, but
employees authorize withholding of wages and salaries to be used to purchase stock at a designated
future date, we believe that the shares currently purchasable with the amounts withheld should be
included in weighted-average shares outstanding for both basic and diluted EPS.
We understand that because of the lack of specificity in FTB 97-1 regarding the EPS effect of employee
stock purchase plans, other interpretations of how to calculate the dilutive effect of employee stock
purchase plans exist. Specifically, we are aware of an alternative view under which the withholding of cash
is not considered a contingency or acceptance of an offer of shares or options. Under this alternative
view, the dilutive impact of the employee stock purchase plan is calculated considering all the funds to be
withheld during the purchase period (similar to the valuation of an employee stock purchase plan award
under ASC 718-50), not just the funds that have been withheld to date. Under this alternative method,
the calculation of the assumed proceeds used to buy back shares under the treasury stock method
would include the average unrecognized compensation cost for the award, thereby limiting the dilutive
impact of the award (note that the average unrecognized compensation cost is not included in the
calculation described in the preceding paragraph because that unrecognized cost relates to shares to be
purchased with future withholdings, which are excluded from the EPS calculation in the preceding
paragraph). We believe this interpretation of how to calculate the EPS impact of employee stock
purchase plans also is acceptable.
Regardless of the method used to calculate the dilutive impact of employee stock purchase plans, the
incremental number of shares to be added to the diluted EPS calculation for plans with look-back
options should consider the share price at the end of the reporting period. For example, if the plan
provides the employee the right to purchase shares at 85% of the lower of the grant date share price or
the purchase date share price, the calculation of the number of shares issued in the treasury stock
calculation should be based on a purchase price of 85% of the lower of the grant date share price or the
share price at the end of the reporting period.
11
11.8
Earnings per share
Participating share-based payment awards and the two-class method

260-10-45-61
Fully vested stock-based compensation subject to the provisions of Topic 718, including fully vested
options and fully vested stock, that contain a right to receive dividends declared on the common stock
of the issuer, are subject to the guidance in paragraph 260-10-45-60A.
260-10-45-61A
Unvested share-based payment awards that contain nonforfeitable rights to dividends or dividend
equivalents (whether paid or unpaid) are participating securities and shall be included in the
computation of EPS pursuant to the two-class method under the requirements of paragraph 260-1045-60A.
260-10-45-68B
Paragraph 718-10-55-45 requires that nonrefundable dividends or dividend equivalents paid on
awards for which the requisite service is not (or is not expected to be) rendered be recognized as
additional compensation cost and that dividends or dividend equivalents paid on awards for which the
requisite service is (or is expected to be) rendered be charged to retained earnings. As a result, an
entity shall not include dividends or dividend equivalents that are accounted for as compensation cost
in the earnings allocation in computing EPS. To do so would include the dividend as a reduction of
earnings available to common shareholders from both compensation cost and distributed earnings.
Undistributed earnings shall be allocated to all outstanding share-based payment awards, including
those for which the requisite service is not expected to be rendered. An entitys estimate of the
number of awards for which the requisite service is not expected to be rendered for the purpose of
determining EPS under this Topic shall be consistent with the estimate used for the purposes of
recognizing compensation cost under Topic 718. Paragraph 718-10-35-3 requires that an entity apply
a change in the estimate of the number of awards for which the requisite service is not expected to be
rendered in the period that the change in estimate occurs. This change in estimate will affect net
income in the current period; however, a current-period change in an entitys expected forfeiture rate
would not affect prior-period EPS calculations. See Example 9 for an illustration of this guidance.
ASC 260 requires companies with multiple classes of common stock or with securities other than
common stock that participate in dividends with the common stock (i.e., participating securities) to use
the two-class method of computing EPS. The two-class method is an earnings allocation method that
determines EPS for each class of common stock and participating security according to dividends
declared (or accumulated) and participation rights in undistributed earnings as if all such earnings had
been distributed during the period.
The sections that follow provide detailed application guidance for the two-class method as it specifically
relates to share-based payment awards. The application of the two-class method is discussed more
broadly in Chapter 5 of our Financial reporting developments publication, Earnings per share and at
ASC 260-10-45-59A through 45-70 and ASC 260-10-55-23A through 55-31.
11
11.8.1
Earnings per share
Determining whether a nonvested share-based payment award is a

participating security
Nonvested share-based payment awards that contain rights to receive nonforfeitable dividends are
participating securities, and thus, should be included in the two-class method of computing EPS. These
awards are considered participating securities because the award holders participate in distributions of
earnings with common shareholders from the date the awards are granted because no service has to be
rendered to earn the dividends. By comparison, nonvested share-based payment awards that contain
rights to receive dividends only if the award fully vests do not represent a participation right. These
awards are not considered participating securities because the award holder does not have the right to
retain the dividend unless the requisite service has been rendered.
In accordance with ASC 260-10-45-62, nonvested share-based payment awards would not be considered
participating securities if the dividends transferred could only be applied as a reduction in the exercise
price of the award. These types of awards are not considered participating securities because the holder
does not have the nonforfeitable right to participate in the distribution of earnings with the common
shareholders unless the award is exercised.
11.8.2
Allocation of earnings and losses

The allocation of earnings to participating share-based payment awards generally is consistent with the
base framework in ASC 260. However, because of certain issues that result from the accounting for
nonforfeitable dividends paid to the holders of share-based payment awards pursuant to ASC 718,
ASC 260 also includes allocation guidance to address these issues. ASC 718 states that nonrefundable
dividends paid on awards that are not expected to (or do not) vest are recognized as additional
compensation expense. Accordingly, ASC 260-10-45-68B states that dividends recognized in earnings as
compensation expense should not be included in the allocation of earnings when computing EPS, because
to do so would result in these dividends being subtracted from earnings available to common shareholders
twice. As such, the amount of distributed earnings allocated to the nonvested share-based payment
awards should be the total dividends distributed to all share-based payment awards less dividends
transferred to awards that are expected to be forfeited. However, ASC 260-10-45-68B requires that
undistributed earnings be allocated to all outstanding share-based payment awards, including those that
are expected to be forfeited. This approach is necessary because, under the two-class method, an entity
assumes that it distributes all of its earnings for the period. If an entity distributed all of its earnings, it
would be required to distribute earnings to the holders of all outstanding participating awards (not just
those awards that are expected to vest), which would reduce the earnings available to distribute to
common shareholders.
Generally, undistributed losses (resulting from either a net loss or distributed income in excess of net
income) would not be allocated to share-based payment awards as those awards generally do not have a
contractual obligation to share in the losses of the issuing entity as discussed in ASC 260-10-45-67 and
45-68. See Chapter 5 of our Financial reporting developments publication, Earnings per share for further
discussion of allocating losses to participating securities under the two-class method.
11.8.3
Earnings per nonvested share-based payment award

The requirement in ASC 260 to reduce distributed earnings to nonvested participating award holders by
the amount of dividends transferred that were also recognized as additional compensation expense will
result in a distributed earnings per share amount for nonvested participating awards that does not equal
the declared dividend per share amount (unless no forfeitures are expected or actually occur). In addition,
when nonvested participating awards participate equally with common shares, the calculated basic EPS
amount for the nonvested participating awards will be different than the calculated basic EPS amount for
common shares (unless no forfeitures are expected or actually occur). These differences will occur
because of the computational guidance included in ASC 260 regarding awards not expected to vest.
11
Earnings per share
Pursuant to the provisions of ASC 260, basic and diluted EPS are required to be disclosed only for
common stock. As nonvested participating awards are not considered a class of common stock prior to
the vesting or exercise of the awards, companies are not required to disclose EPS for these awards.
However, presentation of EPS for participating securities is not precluded. If a company decides to
disclose the EPS amounts for its nonvested participating awards, we encourage them to include
additional disclosures in their financial statements to mitigate the potential for any confusion on the part
of the nonvested participating share-based award holders that may result from the fact that EPS for their
awards will differ from EPS for common stock. For example, entities may consider reconciling earnings
per nonvested participating share-based payment award and earnings per common share by reference to
the dividends recognized as compensation cost. In practice, most companies do not include separate
disclosure of EPS for nonvested participating share-based payments. We believe it would be least
confusing to simply exclude a separate disclosure of EPS for nonvested participating share-based
payments as the holders of such awards do in fact participate on the same basis as common shareholders
and can look to reported EPS for common stock.
11.8.4
Changes in forfeiture rates

ASC 260-10-45-68B states that the estimated number of awards expected to be forfeited used in the
two-class calculation should be consistent with the estimate made under ASC 718 for the purpose of
determining compensation expense. In addition, consistent with the guidance in ASC 718, ASC 260
requires that any changes in the estimated number of forfeitures be reflected in the EPS calculation in
the period that a change in estimate occurs. As such, the change in estimated forfeitures will only affect
net income and EPS in the period a change in estimate occurs and will not affect EPS reported for prior
periods (i.e., EPS in prior periods is not restated for changes in estimates of expected forfeitures).
ASC 260 includes an example (Case D of Example 9 starting at ASC 260-10-55-76A) that illustrates how
a change in the forfeiture rate affects the computation of basic EPS using the two-class method.
11.8.5
Diluted EPS
There is limited guidance in ASC 260 regarding the calculation of diluted EPS under the two-class
method. However, we believe the dilutive effect of each participating security or second class of common
stock should be calculated using the more dilutive of the following approaches:
The treasury stock method, reverse treasury stock method, if-converted method or contingently
issuable share method, as applicable, provided a participating security or second class of common
stock is a potential common share. The dilutive effect of other potential common shares (e.g., stock
options) should also be considered in conjunction with the antidilution sequencing provisions in
ASC 260.
The two-class method assuming a participating security or second class of common stock is not
exercised or converted. Under this method, the dilutive effect of other potential common shares is
determined in conjunction with the antidilution sequencing provisions in ASC 260, and undistributed
earnings are reallocated between common shares and participating securities.
The calculation that results in the most dilutive EPS amount for the common stock is reported in the
financial statements. Diluted EPS for a second class of common stock and each participating security would
be calculated using the two-class method discussed above. However, disclosure in the financial statements
is only required for classes of common stock. Disclosure of the diluted EPS amount for a participating
security is permitted, but not required. The example in Section 11.8.6 illustrates these concepts.
11
11.8.6
Earnings per share
Illustrative example
Entity A had 50,000 shares of common stock outstanding during 20X9 and net income of $150,000. On
1 January 20X9, Entity A issued 5,000 shares of nonvested stock to employees, each with a grant-date
fair value of $40. These shares will vest at the end of five years (i.e., cliff vest). As of 1 January 20X9,
Entity A estimated that 250 shares would not vest. During 20X9, no shares were actually forfeited and
the estimated forfeiture rate was not revised. The nonvested shareholders have a nonforfeitable right to
participate in dividends with common shareholders on a dollar-for-dollar basis.
On 1 January 20X9, Entity A also issued options to employees to purchase 8,000 shares of common
stock at the then-current market price of $40. The options have a grant-date fair value of $5 and vest at
the end of 5 years (cliff vest). The option holders do not have rights to participate in dividends with the
common shareholders. For ease of illustration, assume Entity A expects all of the options to vest.
On 31 December 20X9, Entity A declares and pays a $1.00 per share dividend (or dividends of $50,000
and $5,000 paid to the common shareholders and holders of nonvested shares, respectively). The
average market price of Entity As common stock for the year was $50 per share. Entity As tax rate for
20X9 was 40%.
Basic EPS under the two-class method for the year ended 31 December 20X9 would be computed as
follows:
Net income
Less dividends to:
Common shares
Nonvested shares
$ 150,000
$ 50,000
4,750 39
54,750
$ 95,250
Undistributed 20X9 net income
Allocation of undistributed net income: 40

To common shares:
50,000 shares (5,000 shares + 50,000 shares) $95,250 = $86,591
$86,591 50,000 shares = $1.73 per share
To nonvested shares:
5,000 shares (5,000 shares + 50,000 shares) $95,250 = $8,659
$8,659 5,000 shares = $1.73 per share
Basic EPS amounts:
Common shares
39
40
41
42
Distributed earnings
Undistributed earnings
Totals
1.00 41
Nonvested shares
$
0.95 42
1.73
2.68
1.73
2.73
Amount represents the dividends paid to the holders of nonvested share-based payment awards (5,000 nonvested shares x
$1.00 dividend per share = $5,000) less the dividends paid to the holders of awards that are not expected to vest (250 shares
expected to be forfeited x $1.00 dividend per share = $250). As dividends paid on awards that are not expected to vest already
are recognized in net income as compensation expense, these dividends are excluded from the allocation of distributed earnings.
The shares used to determine the allocation of undistributed net income and per share amounts are the weighted average
common and nonvested shares outstanding for the reporting period.
$50,000 of earnings distributed to common shareholders 50,000 weighted average common shares outstanding
$4,750 of earnings distributed to nonvested shareholders 5,000 weighted average nonvested shares outstanding
11
Earnings per share
Diluted EPS under the two-class method for the year ended 31 December 20X9 would be computed as
follows:
Basic EPS amounts:
Common shares
$
Distributed earnings
Nonvested shares
1.00 43
1.73
Undistributed earnings
$
Total
0.95 44
1.73
2.73
2.68
Diluted EPS under both the treasury stock method and the two-class method for the year ended 31
December 20X9 would be computed as follows:
Step 1 Antidilution sequencing 45
Increase in earnings
available to
common shareholders
Nonvested shares
Options
Increase in number of
common shares
1,000 46
560 47
Earnings per
incremental share
$
$
Step 2 Calculation of diluted EPS using the treasury stock method for the nonvested shares and options
Undistributed &
distributed earnings
to common
shareholders
As reported basic
$ 136,591
Earnings allocated to nonvested shares

Subtotal*
43
44
45
46
47
Common shares
EPS
50,000
2.73
50,000
3.00
13,409 48
150,000
$50,000 of earnings distributed to common shareholders 50,000 weighted average common shares outstanding
$4,750 of earnings distributed to nonvested shareholders 5,000 weighted average nonvested shares outstanding
In this example, antidilution sequencing is not relevant as the options and nonvested shares have the same earnings per
incremental share.
Incremental shares outstanding from assumed vesting of the outstanding nonvested shares:
Calculation of assumed proceeds:
Average unrecognized compensation cost
($200,000 + $160,000) 2 = $180,000
Excess tax benefit
{[($50 $0) $40] 5,000} 40% = $20,000
$180,000 + $20,000 = $200,000
Shares repurchased:
$200,000 $50 = 4,000 shares
Incremental shares:
5,000 4,000 = 1,000 shares
Incremental shares outstanding from assumed exercise of the outstanding options:
Calculation of assumed proceeds:
Assumed proceeds received from the exercise of
options
48
$40 x 8,000 = $320,000

Average unrecognized compensation cost
($40,000 + $32,000) 2 = $36,000
Excess tax benefit
{[($50 $40) $5] 8,000} 40% = $16,000
$320,000+36,000+16,000 = $372,000
Shares repurchased:
$372,000 $50 = 7,440 shares
Incremental shares:
8,000 7,440 = 560 shares
$4,750 of earnings distributed to nonvested shareholders + $8,659 of undistributed earnings allocated to nonvested shareholders
11
Nonvested shares
Subtotal
1,000
150,000
51,000
560
$ 150,000
51,560
Options
Diluted EPS common shares
Earnings per share
2.94
2.91
* This is the control number for calculating diluted EPS. See 260-10-45-20.
Step 3 Calculation of diluted EPS using the two-class method
Common shares
Undistributed &
distributed earnings
to common
shareholders
As reported basic
Add-back:
Undistributed earnings allocated to
nonvested shareholders
Options
As reported basic
Less:
Undistributed earnings allocated to
Add-back:
Undistributed earnings reallocated to
Diluted EPS nonvested shares
2.73
2.70
$ 136,678
Undistributed &
distributed earnings to
560
(8,572)50
Diluted EPS common shares
EPS
50,000
8,659 49
Less:
Undistributed earnings reallocated to
Nonvested shares
Common shares
$ 136,591
50,560
Nonvested shares
13,409
EPS
5,000
(8,659)
8,572
13,322
5,000
2.68
2.66
In this example, Entity A is required to disclose diluted EPS per common share of $2.70 using the twoclass method because using the treasury stock method results in a less dilutive EPS amount of $2.91.
Although not required to be disclosed pursuant to the disclosure requirement in ASC 260, Entity A is not
precluded from disclosing the EPS amounts for its nonvested shares. If Entity A decided to disclose EPS
amounts for its nonvested shares, they would disclose $2.66 as the diluted EPS amount for the
nonvested shares. The following table summarizes the basic and diluted EPS amounts for the common
and nonvested shares:
Common shares
Basic
2.70
Diluted
49
50
2.73
Nonvested shares
$
2.68
2.66
See computation of undistributed net income allocated to nonvested shares.

(5,000 (5,000 + 50,000 + 560)) $95,250 undistributed earnings = $8,572.
11
Earnings per share
As some of the dividends paid to the nonvested shares are excluded from the EPS calculation, it results in
a lower EPS figure for nonvested shares when compared with the common stock (in other words, $2.68
basic EPS for nonvested shares versus $2.73 basic EPS for common shares). This result is somewhat
misleading since the nonvested shares are entitled to the same dividends as common shares (in this
illustration, the nonvested shares participate on a one-for-one basis). This difference arises because the
dividends paid to nonvested shares that are expected to be forfeited are already included as compensation
expense and, therefore, are not considered in the earnings allocation. Because of the confusion that can
arise from this treatment, we do not recommend that companies separately present earnings per share
for nonvested shares and other share-based payments.
11.8.7
Dividend equivalents paid on participating share-based liabilities

Certain share-based payment awards classified as liabilities may be deemed participating securities.
We believe that dividends declared on share-based payment awards classified as liabilities should be
recorded in the income statement as compensation expense (see Section 3.6.2). Therefore, similar to
dividends on awards not expected to vest (see Section 11.8.2), we believe that net income (loss) should
not be adjusted for dividends declared on participating share-based liabilities a second time in the
earnings allocation process in applying the two-class method of computing EPS.
11.8.8
Quarterly and year-to-date calculations

For a year-to-date or annual period, we believe that the application of the two-class method of computing
EPS should be made without regard to the quarterly computations. That is, income (loss) for the annual
period should be allocated to participating securities independent of the quarterly EPS calculations.
Additionally, we believe that the approach followed for computing diluted EPS (see Section 11.8.5)
should be made independently for each quarter and year-to-date period.
11.8.9
ASC 718 defines an equity restructuring as (a) nonreciprocal transaction between an entity and its
shareholders that causes the per-share fair value of the shares underlying an option or similar award to
change, such as a stock dividend, stock split, spinoff, rights offering, or recapitalization through a large,
nonrecurring cash dividend. We generally do not believe that participating share-based payment awards
or other participating securities with a contractual antidilution provision, in the event of an equity
restructuring or similar event, is a means by which those securities participate in earnings. We believe
that equity restructurings should affect only the outstanding shares (i.e., the denominator) in the
calculation of EPS under the two-class method. This is consistent with the approach discussed in
ASC 260-10-55-12 for stock dividends and stock splits in that there is no adjustment to the numerator in
the EPS calculation as a result of these transactions.
11.8.10
Discontinued operations
Questions have arisen as to how to apply the two-class method of computing EPS when an entity has
discontinued operations. Specifically, how should earnings (losses) be allocated to participating securities
if there is a loss from continuing operations but net income after giving consideration to the income from
discontinued operations? Alternatively, how should earnings (losses) be allocated to participating
securities if there is income from continuing operations but a net loss after giving consideration to the
loss from discontinued operations?
The questions generally stem from the provisions of ASC 260 that indicate that an entity would allocate
losses to a participating security (whether or not convertible into common stock) in periods of net loss if,
based on the contractual terms, the participating security has a contractual obligation to share in the
losses of the issuing entity on a basis that is objectively determinable (see Section 11.8.2 for further
discussion). In practice, it is uncommon for a participating security to have a contractual obligation to
share in losses of the issuing entity, so an entity must determine whether income (losses) will be
11
Earnings per share
allocated using undistributed income (loss) from continuing operations as the control number or
undistributed net income (loss) as the control number. Only securities that are dilutive are included in
the calculation of diluted EPS. Entities reporting discontinued operations or extraordinary items are
required to use income from continuing operations (attributable to the parent entity) as the control
number or benchmark to determine whether potential common shares are dilutive or antidilutive. While
ASC 260 specifically does not address the application of the two-class method when an entity has
discontinued operations, generally we believe undistributed net income (loss) should be the control
number for computing the numerator in the EPS calculation. Under other approaches, the sum of
income (loss) from continuing operations per share and income (loss) from discontinued operations per
share may not equal net income (loss) per share. The following examples illustrate these concepts.
Illustration 11-4
Assume the following for an entity:
Income from continuing operations of $1,000
Loss from discontinued operations of $1,500
Common shares outstanding during the period of 1,000
Participating securities outstanding during the period of 200. The participating securities
participate in dividends with common shareholders on a 1:1 basis. The participating securities
do not participate in losses of the entity.
No dividends declared during the period
Basic EPS for the common shareholders would be calculated as follows:

Basic EPS
Income from continuing operations
Loss from discontinued operations
1,000
(1,500)
1.00
(1.50)
Net loss
(500)
(0.50)
In this example, the control number is the undistributed net loss of $(500) (as no dividends were
declared during the period). As the participating securities do not participate in the losses of the
entity, all of the income (loss) for each respective line item is allocated to the common shareholders.
Illustration 11-5
Assume the following for an entity:
Loss from continuing operations of $1,000
Income from discontinued operations of $1,500
Common shares outstanding during the period of 1,000
Participating securities outstanding during the period of 200. The participating securities
participate in dividends with common shareholders on a 1:1 basis. The participating securities do
not participate in losses of the entity.
No dividends declared during the period
11
Earnings per share
Basic EPS for the common shareholders would be calculated as follows:

Loss from continuing operations
Income from discontinued operations
Net income
(1,000)
1,500
500
Basic EPS
$
(0.83)
1.25
$
0.42
In this example, the control number is the undistributed net income of $500 (as no dividends were
declared during the period). As the participating securities participate in the income of the entity on a
1:1 basis with common shareholders, the income (loss) for each respective line item is allocated to
both the common shareholders and the participating securities. Note that this results in the common
shareholders being allocated income (loss) at a proportion of 1,000/1,200.
In the event that dividends were declared in a period in either Examples 1 or 2, the declared dividends would
be subtracted from the net income (loss) amounts to determine the control number (i.e., undistributed
net income (loss)). Additionally, we generally believe that any distributed income per share should be
included in the income (loss) from continuing operations line item.
12

Compensation Stock Compensation Employee Share Purchase Plans
Overview and Background
718-50-05-1
This Subtopic provides guidance to entities that use employee share purchase plans. The entity must
first determine whether the plan is compensatory or noncompensatory. This is determined by the
terms of the plan (see paragraphs 718-50-25-1 through 25-2). A plan with an option feature, for
example a look-back feature, is considered compensatory. For a compensatory plan the calculation of
the amount of the compensation is important (see Section 718-50-55).
718-50-15-1
This Subtopic has its own discrete scope, which is separate and distinct from the pervasive scope for
this Topic as outlined in Section 718-10-15.
718-50-15-2
The guidance in this Subtopic applies to all entities.
Employee stock purchase plans (ESPPs) generally provide a broad group of employees the right
to acquire employer stock through payroll deductions. A typical plan (e.g., one that qualifies for favorable
tax treatment under Section 423 of the Internal Revenue Code: a Section 423 Plan) allows employees
to buy the employers stock over a period of time (e.g., two years) at a discount from the market price at
the date of grant. Many ESPPs provide for (a) purchases at a discount from the current stock price and
(b) option features. ASC 718 provides specific criteria to determine whether an ESPP would be
considered compensatory or noncompensatory.
12.1
Noncompensatory plans
Recognition
718-50-25-1
An employee share purchase plan that satisfies all of the following criteria does not give rise to
recognizable compensation cost (that is, the plan is noncompensatory):
a.
The plan satisfies either of the following conditions:

1.
The terms of the plan are no more favorable than those available to all holders of the same class
of shares. Note that a transaction subject to an employee share purchase plan that involves a
class of equity shares designed exclusively for and held only by current or former employees
or their beneficiaries may be compensatory depending on the terms of the arrangement.
12
2.
Any purchase discount from the market price does not exceed the per-share amount of
share issuance costs that would have been incurred to raise a significant amount of capital
by a public offering. A purchase discount of 5 percent or less from the market price shall be
considered to comply with this condition without further justification. A purchase discount
greater than 5 percent that cannot be justified under this condition results in compensation
cost for the entire amount of the discount. Note that an entity that justifies a purchase
discount in excess of 5 percent shall reassess at least annually, and no later than the first
share purchase offer during the fiscal year, whether it can continue to justify that discount
pursuant to this paragraph.
b.
Substantially all employees that meet limited employment qualifications may participate on an
equitable basis.
c.
The plan incorporates no option features, other than the following:

1.
Employees are permitted a short period of time not exceeding 31 days after the
purchase price has been fixed to enroll in the plan.
2.
The purchase price is based solely on the market price of the shares at the date of purchase,
and employees are permitted to cancel participation before the purchase date and obtain a
refund of amounts previously paid (such as those paid by payroll withholdings).
Each of these criteria is discussed further below.
12.1.1
Terms of the plan are available to all stockholders

As indicated above, if the terms of an ESPP are no more favorable than the terms offered to all holders
of that class of shares, and the plan also meets the requirements described in Sections 12.1.3 and
12.1.4 below, the plan is not deemed compensatory. We would expect that this exception rarely would
be applicable to an ESPP because such plans usually have more favorable terms than are available to all
shareholders. One circumstance in which this exception might apply involves employee participation in a
dividend reinvestment plan (DRIP), provided the employees purchase shares based on the same terms
available to any nonemployees who participate in the DRIP. However, care should be taken to ensure that
the terms offered to the employees are no more favorable than to nonemployees, as illustrated in the
following example:

718-50-55-35
Another criterion is that the terms are no more favorable than those available to all holders of the same
class of shares. For example, Entity A offers all full-time employees and all nonemployee shareholders
the right to purchase $10,000 of its common stock at a 5 percent discount from its market price at the
date of purchase, which occurs in 1 month. The arrangement is not compensatory because its terms are
no more favorable than those available to all holders of the same class of shares. In contrast, assume
Entity B has a dividend reinvestment program that permits shareholders of its common stock the ability
to reinvest dividends by purchasing shares of its common stock at a 10 percent discount from its market
price on the date that dividends are distributed and Entity B offers all full-time employees the right to
purchase annually up to $10,000 of its common stock at a 10 percent discount from its market price on
the date of purchase. Entity B's common stock is widely held; hence, many shareholders will not receive
dividends totaling at least $10,000 during the annual period. Assuming that the 10 percent discount
12
cannot be justified as the per-share amount of share issuance costs that would have been incurred to
raise a significant amount of capital by a public offering, the arrangement is compensatory because the
number of shares available to shareholders at a discount is based on the quantity of shares held and the
amounts of dividends declared. Whereas, the number of shares available to employees at a discount is
not dependent on shares held or declared dividends; therefore, the terms of the employee share
purchase plan are more favorable than the terms available to all holders of the same class of shares.
Consequently, the entire 10 percent discount to employees is compensatory. If, on the other hand, the
10 percent discount can be justified as the per-share amount of share issuance costs that would have
been incurred to raise a significant amount of capital by a public offering, then the entire 10 percent
discount to employees is not compensatory. If an entity justifies a purchase discount in excess of 5
percent, it would be required to reassess that discount at least annually and no later than the first share
purchase offer during the fiscal year. If upon reassessment that discount is not deemed justifiable,
subsequent grants using that discount would be compensatory.
Further, ASC 718-50-25-1(a)(1) states, a transaction subject to an employee share purchase plan that
involves a class of equity shares designed exclusively for and held only by current or former employees
or their beneficiaries may be compensatory depending on the terms of the arrangement.
While this guidance may not be particularly informative, we believe the objective of this guidance is to
preclude potential abuses of the exception for ESPPs that provide terms that are no more favorable than
the terms offered to all holders of that class of shares. For example, assume a company created a series
of Class B common stock to be sold only to employees that has substantially the same rights as the
employers Class A common stock. The employer sells the Class B stock at a 20% discount from the fair
value of the Class A stock, and does not sell the Class A stock at a discount. While the employer may
technically offer this discounted price to all Class B shareholders and comply with the literal requirements
of ASC 718-50-25-1(a)(1), we believe that the sale of Class B stock is compensatory. We believe that the
Class B stock held only by employees in this example is not substantively different from the Class A stock
held by nonemployees and a 20% discount from the value of the Class A stock is not justifiable under
ASC 718-50-25-1(a)(2).
12.1.2
Discount does not exceed the estimated issuance costs for a public offering
As discussed in Section 12.1, if the terms of an ESPP provide for a purchase discount that does not
exceed the issuance costs that would have been incurred to raise a significant amount of capital by a
public offering, and the requirements of Sections 12.1.3 and 12.1.4 are met, the plan is deemed
noncompensatory. The focus of this test is on whether a per-share discount provided under an ESPP
results in proceeds to the employer that are no less than the proceeds it would have received in a public
offering of shares to raise a significant amount of capital. That is, the discount offered to employees can
be no greater than the underwriters discount that would be incurred in connection with a significant
public offering of shares. The FASBs basis for this exception from compensatory accounting is that if the
discount offered to employees is no greater than offering costs avoided, the transactions arguably are
capital raising transactions rather than compensatory transactions.
ASC 718 provides that a safe-harbor discount of 5% is allowed. Note that if a company allows
employees a discount greater than 5% and cannot justify that discount under these criteria, the entire
discount is treated as compensation cost, not just the incremental portion above 5%.
To justify a discount of greater than 5%, the employer will have to obtain objective data regarding
underwriters discounts incurred by similar companies in underwritten offerings. The supporting data
should be based on companies that are similar to the employer. Factors to consider in determining
whether companies are similar include size, industry, growth stage, relative profitability, and any other
factors that would be expected to impact an underwriters discount. As a practical matter, we believe
that only smaller or nonpublic companies would be able to justify a discount materially greater than 5%.
12
It should be noted that if an entity is able to justify a discount of greater than 5% as noncompensatory,
ASC 718-50-25-1(a)(2) requires that the employer reassess that discount at least annually and no later
than the first share purchase offer during the fiscal year. If on reassessment that discount is no longer
justifiable as noncompensatory, all subsequent grants using that discount would be compensatory.
12.1.3
Substantially all employees may participate on an equitable basis

ASC 718 specifies that for a plan to be considered noncompensatory, substantially all employees that
meet limited employment qualifications must be allowed to participate on an equitable basis.
We believe that the term substantially all has been interpreted such that companies need not offer the
plan to all employees worldwide. However, in any country where the plan is offered, it must be offered to
substantially all employees in that country that meet limited employment qualifications in order to qualify
as noncompensatory.
While the term limited employment qualifications is not defined in ASC 718, the FASB did provide the
following example:

718-50-55-34
Paragraph 718-50-25-1 stipulates the criteria that an employee share purchase plan must satisfy to
be considered noncompensatory. One of those criteria specifies that substantially all employees that
meet limited employment qualifications may participate on an equitable basis. Examples of limited
employment qualifications might include customary employment of greater than 20 hours per week or
completion of at least 6 months of service.
Generally, employment qualifications should be evaluated based on the facts and circumstances such
that if qualifications are designed to exclude a large group of employees, the qualifications likely would
cause the plan to be considered compensatory.
We believe that if stock is offered to eligible employees equally or based on a uniform percentage of
salary or wages (the plan may limit the number of shares of stock that an employee may purchase
through the plan), participation in the plan would be on an equitable basis.
12.1.4
The plan incorporates no option features

A company would not normally offer options to nonemployees without receiving consideration in return
(with the exception of certain rights distributed to all shareholders). Accordingly, the FASB decided that
option features, with limited exceptions, preclude characterizing a plan as noncompensatory. The
following are examples of option features that would preclude treating a plan as noncompensatory:

Recognition
718-50-25-2
A plan provision that establishes the purchase price as an amount based on the lesser of the equity
shares market price at date of grant or its market price at date of purchase, commonly called a lookback plan, is an example of an option feature that causes the plan to be compensatory. Similarly, a
plan in which the purchase price is based on the shares market price at date of grant and that permits
12
a participating employee to cancel participation before the purchase date and obtain a refund of
amounts previously paid contains an option feature that causes the plan to be compensatory. Section
718-50-55 provides guidance on determining whether an employee share purchase plan satisfies the
criteria necessary to be considered noncompensatory.
The option described above, commonly characterized as a look-back option, is included in many ESPPs.
As discussed further in Section 7.4.7, the ability to purchase shares at the lower of the purchase date
stock price or the grant date stock price is an option feature and, therefore, any plan with such a feature
is compensatory.
Again, the ability to fix the purchase price at the grant date and subsequently choose whether or not to
purchase the shares is an option, and, therefore, any plan with such a feature is compensatory.
The following are option features that ASC 718 indicates would not cause a plan to be considered
compensatory:
Employees are permitted a short period of time not exceeding 31 days after the purchase price
has been fixed to enroll in the plan. An enrollment period limited to 31 days is not considered an
option feature that would cause the plan to be considered compensatory. However, a plan with such
an enrollment term may nonetheless have one of the other option features described above that
would cause the plan to be considered compensatory. For example, if the purchase price was
established on the grant date rather than the purchase date, and the employees have the ability to
cancel their participation after enrollment, the plan would be considered compensatory.
The purchase price is based solely on the market price of the shares at the date of purchase, and
employees are permitted to cancel participation before the purchase date and obtain a refund of
amounts previously paid (such as those paid by payroll withholdings). While the employees have the
option of whether to purchase the shares or not, because the purchase price is established on the
purchase date, rather than the grant date, this feature would not provide the economics of a stock
option and, therefore, would not require compensatory accounting for the plan.
12.2
Valuation of ESPPs (including look-back options)

Look-back options often are included in ESPPs. These options establish the exercise price at a specified
percentage of the lower of the underlying stocks market price on two dates. Section 423 of the Internal
Revenue Code permits the exercise price to be set at 85% of the lower of the stocks value at the
beginning or at the end of a period of up to 27 months while retaining favorable tax treatment. ASC 71850 illustrates the approach to estimating the fair value of a variety of look-back options.
The concept underlying the estimation of the fair value of a look-back option is to separate the option
into components that can be more easily valued. This approach is demonstrated in the following
illustration in ASC 718:

Initial Measurement
718-50-30-1
Paragraph 718-10-30-6 states that the objective of the fair value measurement method is to estimate
the fair value of the equity instruments, based on the share price and other measurement assumptions
at the grant date, that are issued in exchange for employee services. That objective also applies to the
fair value measurements associated with grants under a compensatory employee share purchase plan
and is the basis for the approach described in Example 1, Case A (see paragraph 718-50-55-10).
12
718-50-30-2
Many employee share purchase plans with a look-back option have features in addition to or different
from those of the plan described in Example 1, Case A (see paragraph 718-50-55-10). For example,
some plans contain multiple purchase periods, others contain reset mechanisms, and still others allow
changes in the withholding amounts or percentages after the grant date (see Example 1, Cases B
through E [see paragraphs 718-50-55-22 through 55-33]).
718-50-30-3
In some circumstances, applying the measurement approaches described in this Subtopic at the grant
date may not be practicable for certain types of employee share purchase plans. Paragraph 718-2035-1 provides guidance on the measurement requirements if it is not possible to reasonably estimate
fair value at the grant date.
718-50-55-1
This Section may contain summaries or references to specific tax code or other regulations that
existed at the time that the standard was issued. The Financial Accounting Standards Board (FASB)
does not monitor such code or regulations and assumes no responsibility for the current accuracy of
the summaries or references. Users must evaluate such code or regulations to determine consistency
of the current code or regulation with that presented.
718-50-55-2
The following are some of the more common types of employee share purchase plans with a look-back
option that currently exist and the features that differentiate each type:
a.
Type A plan Maximum number of shares. This type of plan permits an employee to have
withheld a fixed amount of dollars from the employee's salary (or a stated percentage of the
employee's salary) over a one-year period to purchase stock. At the end of the one-year period,
the employee may purchase stock at 85 percent of the lower of the grant date stock price or the
exercise date stock price. If the exercise date stock price is lower than the grant date stock price,
the employee may not purchase additional shares (that is, the maximum number of shares that
may be purchased by an employee is established at the grant date based on the stock price at
that date and the employee's elected withholdings); any excess cash is refunded to the employee.
This is the basic type of employee share purchase plan shown in Example 1, Case A [see
paragraph 718-50-55-10]).
b.
Type B plan Variable number of shares. This type of plan is the same as the Type A plan except
that the employee may purchase as many shares as the full amount of the employee's
withholdings will permit, regardless of whether the exercise date stock price is lower than the
grant date stock price (see Example 1, Case B [paragraph 718-50-55-22]).
c.
Type C plan Multiple purchase periods. This type of plan permits an employee to have withheld a
fixed amount of dollars from the employee's salary (or a stated percentage of the employee's
salary) over a two-year period to purchase stock. At the end of each six-month period, the
employee may purchase stock at 85 percent of the lower of the grant date stock price or the
exercise date stock price based on the amount of dollars withheld during that period (see Example
1, Case C [paragraph 718-50-55-26]).
d.
Type D plan Multiple purchase periods with a reset mechanism. This type of plan is the same as
the Type C plan except that the plan contains a reset feature if the market price of the stock at
the end of any six-month purchase period is lower than the stock price at the original grant date.
12
In that case, the plan resets so that during the next purchase period an employee may purchase
stock at 85 percent of the lower of the stock price at either the beginning of the purchase period
(rather than the original grant date price) or the exercise date (see Example 1, Case D [paragraph
718-50-55-28]).
e.
Type E plan Multiple purchase periods with a rollover mechanism. This type of plan is the same
as the Type C plan except that the plan contains a rollover feature if the market price of the stock
at the end of any six-month purchase period is lower than the stock price at the original grant
date. In that case, the plan is immediately cancelled after that purchase date, and a new two-year
plan is established using the then-current stock price as the base purchase price (see Example 1,
Case D [paragraph 718-50-55-28])
f.
Type F plan Multiple purchase periods with semifixed withholdings. This type of plan is the same
as the Type C plan except that the amount (or percentage) that the employee may elect to have
withheld is not fixed and may be changed (increased or decreased) at the employee's election
immediately after each six-month purchase date for purposes of all future withholdings under the
plan (see Example 1, Case D [paragraph 718-50-55-28]).
g.
Type G plan Single purchase period with variable withholdings. This type of plan permits an
employee to have withheld an amount of dollars from the employee's salary (or a stated
percentage of the employee's salary) over a one-year period to purchase stock. That amount (or
percentage) is not fixed and may be changed (increased or decreased) at the employee's election
at any time during the term of the plan for purposes of all future withholdings under the plan. At
the end of the one-year period, the employee may purchase stock at 85 percent of the lower of
the grant date stock price or the exercise date stock price (see Example 1, Case D [paragraph
718-50-55-28]).
h.
Type H plan Multiple purchase periods with variable withholdings. This type of plan combines
the characteristics of the Type C and Type G plans in that there are multiple purchase periods
over the term of the plan and an employee is permitted to change (increase or decrease)
withholding amounts (or percentages) at any time during the term of the plan for purposes of all
future withholdings under the plan (see Example 1, Case D [paragraph 718-50-55-28]).
i.
Type I plan Single purchase period with variable withholdings and cash infusions. This type of
plan is the same as the Type G plan except that an employee is permitted to remit catch-up
amounts to the entity when (and if) the employee increases withholding amounts (or
percentages). The objective of the cash infusion feature is to permit an employee to increase
withholding amounts (or percentages) during the term of the plan and remit an amount to the
entity such that, on the exercise date, it appears that the employee had participated at the new
higher amount (or percentage) during the entire term of the plan (see Example 1, Case E
[paragraph 718-50-55-32]).
718-50-55-3
The distinguishing characteristic between the Type A plan and the Type B plan is whether the
maximum number of shares that an employee is permitted to purchase is fixed at the grant date based
on the stock price at that date and the expected withholdings. Each of the remaining plans described
above (Type C through Type I plans) incorporates the features of either a Type A plan or a Type B plan.
The above descriptions are intended to be representative of the types of features commonly found in
many existing plans. The accounting guidance in this Subtopic shall be applied to all plans with
characteristics similar to those described above.
12
718-50-55-4
The measurement approach described in Example 1, Case A (see paragraph 718-50-55-10) was
developed to illustrate how the fair value of an award under a basic type of employee share purchase
plan with a look-back option could be determined at the grant date by focusing on the substance of the
arrangement and valuing separately each feature of the award. Although that general technique of
valuing an award as the sum of the values of its separate components applies to all types of employee
share purchase plans with a look-back option, the fundamental components of an award may differ from
plan to plan thus affecting the individual calculations. For example, the measurement approach described
in that Case assumes that the maximum number of shares that an employee may purchase is fixed at the
grant date based on the grant date stock price and the employee's elected withholdings (that is, the Type
A plan described in paragraph 718-50-55-2). That approach needs to be modified to appropriately
determine the fair value of awards under the other types of plans described in that paragraph, including a
Type B plan, that do not fix the number of shares that an employee is permitted to purchase.
718-50-55-5
Although many employee share purchase plans with a look-back option initially limit the maximum
number of shares of stock that the employee is permitted to purchase under the plan (Type A plans),
other employee share purchase plans (Type B plans) do not fix the number of shares that the employee is
permitted to purchase if the exercise date stock price is lower than the grant date stock price. In effect,
an employee share purchase plan that does not fix the number of shares that may be purchased has
guaranteed that the employee can always receive the value associated with at least 15 percent of the
stock price at the grant date (the employee can receive much more than 15 percent of the grant date
value of the stock if the stock appreciates during the look-back period). That provision provides the
employee with the equivalent of a put option on 15 percent of the shares with an exercise price equal to
the stock price at the grant date. In contrast, an employee who participates in a Type A plan is only
guaranteed 15 percent of the lower of the stock price as of the grant date or the exercise date, which is
the equivalent of a call option on 85 percent of the shares (as described more fully in paragraph 718-5055-16). A participant in a Type B plan receives the equivalent of both a put option and a call option.
Case A: Basic Look-Back Plans
718-50-55-10
Some entities offer share options to employees under Section 423 of the U.S. Internal Revenue Code,
which provides that employees will not be immediately taxed on the difference between the market
price of the stock and a discounted purchase price if several requirements are met. One requirement is
that the exercise price may not be less than the smaller of either:
a.
85 percent of the stocks market price when the share option is granted
b.
85 percent of the price at exercise.
718-50-55-11
A share option that provides the employee the choice of either option above may not have a term in
excess of 27 months. Share options that provide for the more favorable of two (or more) exercise
prices are referred to as look-back share options. A look-back share option with a 15 percent discount
from the market price at either grant or exercise is worth more than a fixed share option to purchase
stock at 85 percent of the current market price because the holder of the look-back share option is
assured a benefit. If the share price rises, the holder benefits to the same extent as if the exercise
price was fixed at the grant date. If the share price falls, the holder still receives the benefit of
purchasing the stock at a 15 percent discount from its price at the date of exercise. An employee
share purchase plan offering share options with a look-back feature would be compensatory because
the look-back feature is an option feature (see paragraph 718-50-25-1).
12
718-50-55-12
For example, on January 1, 20X5, when its share price is $30, Entity A offers its employees the
opportunity to sign up for a payroll deduction to purchase its stock at either 85 percent of the shares
current price or 85 percent of the price at the end of the year when the share options expire, whichever
is lower. The exercise price of the share options is the lesser of $25.50 ($30 .85) or 85 percent of
the share price at the end of the year when the share options expire.
718-50-55-13
The look-back share option can be valued as a combination position. (This Case presents one of several
existing valuation techniques for estimating the fair value of a look-back option. In accordance with
this Topic, an entity shall use a valuation technique that reflects the substantive characteristics of the
instrument being granted in the estimate of fair value.) In this situation, the components are as follows:
a.
0.15 of a share of nonvested stock
b.
0.85 of a 1-year share option held with an exercise price of $30.
718-50-55-14
Supporting analysis for the two components is discussed below.
718-50-55-15
Beginning with the first component, a share option with an exercise price that equals 85 percent of the
value of the stock at the exercise date will always be worth 15 percent (100% 85%) of the share price
upon exercise. For a stock that pays no dividends, that share option is the equivalent of 15 percent of a
share of the stock. The holder of the look-back share option will receive at least the equivalent of 0.15
of a share of stock upon exercise, regardless of the share price at that date. For example, if the share
price falls to $20, the exercise price of the share option will be $17 ($20 .85), and the holder will
benefit by $3 ($20 $17), which is the same as receiving 0.15 of a share of stock for each share option.
718-50-55-16
If the share price upon exercise is more than $30, the holder of the look-back share option receives a
benefit that is worth more than 15 percent of a share of stock. At prices of $30 or more, the holder
receives a benefit for the difference between the share price upon exercise and $25.50 the exercise
price of the share option (.85 $30). If the share price is $40, the holder benefits by $14.50 ($40
$25.50). However, the holder cannot receive both the $14.50 value of a share option with an exercise
price of $25.50 and 0.15 of a share of stock. In effect, the holder gives up 0.15 of a share of stock
worth $4.50 ($30 .15) if the share price is above $30 at exercise. The result is the same as if the
exercise price of the share option was $30 ($25.50 + $4.50) and the holder of the look-back share
option held 85 percent of a 1-year share option with an exercise price of $30 in addition to 0.15 of a
share of stock that will be received if the share price is $30 or less upon exercise.
718-50-55-17
An option-pricing model can be used to value the 1-year share option on 0.85 of a share of stock
represented by the second component. Thus, assuming that the fair value of a share option on one
share of Entity A's stock on the grant date is $4, the compensation cost for the look-back option at the
grant date is as follows.
0.15 of a share of nonvested stock ($30 0.15)
Share option on 0.85 of a share of stock, exercise price of $30
($4 .85)
Total date value
4.50
3.40
7.90
12
718-50-55-18
For a look-back option on a dividend-paying share, both the value of the nonvested stock component
and the value of the share option component would be adjusted to reflect the effect of the dividends
that the employee does not receive during the life of the share option. The present value of the
dividends expected to be paid on the stock during the life of the share option (one year in this Case)
would be deducted from the value of a share that receives dividends. One way to accomplish that is to
base the value calculation on shares of stock rather than dollars by assuming that the dividends are
reinvested in the stock.
718-50-55-19
For example, if Entity A pays a quarterly dividend of 0.625 percent (2.5% 4) of the current share
price, 1 share of stock would grow to 1.0252 (the future value of 1 using a return of 0.625 percent for
4 periods) shares at the end of the year if all dividends are reinvested. Therefore, the present value of
1 share of stock to be received in 1 year is only 0.9754 of a share today (again applying conventional
compound interest formulas compounded quarterly) if the holder does not receive the dividends paid
during the year.
718-50-55-20
The value of the share option component is easier to compute; the appropriate dividend assumption is
used in an option-pricing model in estimating the value of a share option on a whole share of stock.
Thus, assuming the fair value of the share option is $3.60, the compensation cost for the look-back
share option if Entity A pays quarterly dividends at the annual rate of 2.5 percent is as follows.
0.15 of a share of nonvested stock ($30 0.15 0.9754)
Share option on 0.85 of a share of stock, $30 exercise price,
2.5%, dividend yield ($3.60 0.85)
Total grant date value
4.39
3.06
7.45
718-50-55-21
The first component, which is worth $4.39 at the grant date, is the minimum amount of benefits to the
holder regardless of the price of the stock at the exercise date. The second component, worth $3.06
at the grant date, represents the additional benefit to the holder if the share price is above $30 at the
exercise date.
Case B: Look-Back Plan Variable versus Maximum Number of Shares
718-50-55-22
On January 1, 20X0, when its stock price is $50, Entity A offers its employees the opportunity to sign
up for a payroll deduction to purchase its stock at the lower of either 85 percent of the stock's current
price or 85 percent of the stock price at the end of the year when the options expire. Thus, the
exercise price of the options is the lesser of $42.50 ($50x 85 percent) or 85 percent of the stock price
at the end of the year when the option is exercised. Two employees each agree to have $4,250
withheld from their salaries; however, Employee A is not allowed to purchase any more shares than
the $4,250 would buy on the grant date (that is, 100 shares [$4,250/$42.50]) and Employee B is
permitted to buy as many shares as the $4,250 will permit under the terms of the plan. In both cases,
the 15 percent purchase price discount at the grant date is worth $750 (100 shares x $50 x 15
percent). Depending on the stock price at the end of the year, the value of the 15 percent discount for
each employee is as follows.
12
Stock Price
at the End of
the Year
Number of
Shares
Purchased
Value of the
15 Percent
Discount
Scenario 1: (a)
Employee A (Type A plan)
Employee B: (Type B plan)
$
$
60
60
100
100
$ 1,750
$ 1,750
Scenario 2: (b)
$
$
50
50
100
100
$
$
750
750
Scenario 3: (c)
$
$
30
30
100
167
$
$
450
750
Scenario 4: (d)
$
$
10
10
100
500
$
$
150
750
(a)
(b)
(c)
(d)
The purchase price in this scenario would be $42.50 ($50 x 0.85) because the stock price increased during the withholding period.
The purchase price in this scenario would be $42.50 ($50 x 0.85) because the stock price at the end of the period was the same as
the stock price at the beginning of the period.
The purchase price in this scenario would be $25.50 ($30 x 0.85) because the stock price decreased during the withholding period.
The purchase price in this scenario would be $8.50 ($10 x 0.85) because the stock price decreased during the withholding period.
718-50-55-23
As illustrated above, both awards provide the same value to the employee if the stock price at the
exercise date has increased (or remained unchanged) from the grant date stock price. However, the
award under the Type B plan is more valuable to the employee if the stock price at the exercise date has
decreased from the grant date stock price because it guarantees that the employee always will receive at
least 15 percent of the stock price at the grant date, whereas the award under the Type A plan only
guarantees that the employee will receive 15 percent of the ultimate (lower) stock purchase price.
718-50-55-24
Using the component measurement approach described in Case A as the base, the additional feature
associated with a Type B plan that shall be included in the fair value calculation is 15 percent of a put
option on the employer's stock (valued by use of a standard option-pricing model, using the same
measurement assumptions that were used to value the 85 percent of a call option). If the plan in that
Case had the provisions of a Type B plan (that is, a plan that does not fix the number of shares that
may be purchased), the fair value of the award would be calculated at the grant date as follows.
0.15 of a share of nonvested stock ($50 x 0.15)
One-year call on 0.85 of a share of stock, exercise price of $50 ($7.56 x 0.85)
One-year put on 0.15 of a share of stock, exercise price of $50 ($4.27 x 0.15) (a)
Total grant date fair value
(a)
7.50
6.43
0.64
14.57
Other assumptions are the same as those used to value the call option; $50 stock price, an expected life of one year, expected
volatility of 30 percent, risk-free interest rate of 6.8 percent, and a zero dividend yield.
With the same values the fair value of the Type A employee share purchase plan award described in
Case A is determined as follows.
0.15 of a share of nonvested stock ($50 x 0.15)
Total grant date fair value
$
$
7.50
6.43
13.93
12
718-50-55-25
In Cases B through E, total compensation cost would be measured at the grant date based on the
number of shares that can be purchased using the estimated total withholdings and market price of
the stock as of the grant date, and not based on the potentially greater number of shares that may
ultimately be purchased if the market price declines. In other words, assume that on January 1, 20X0,
Employee A elects to have $850 withheld from his pay for the year to purchase stock. Total
compensation cost for the Type B plan award to Employee A would be $291 ($14.57x 20 grant-datebased shares [$850/$42.50]). For purposes of determining the number of shares on which to
measure compensation cost, the stock price as of the grant date less the discount, or $50 x 85
percent in this case, is used.
Case C: Look-Back Plan with Multiple Purchase Periods
718-50-55-26
In substance, an employee share purchase plan with multiple purchase periods (a Type C plan) is a
series of linked awards, similar in nature to how some view a graded vesting stock option plan.
Accordingly, the fair value of an award under an employee share purchase plan with multiple purchase
periods shall be determined at the grant date in the same manner as an award under a graded vesting
stock option plan. Under the graded vesting approach, awards under a two-year plan with purchase
periods at the end of each year would be valued as having two separate option tranches both starting
on the initial grant date (using the Case A approach if the plan has the characteristics of a Type A plan
or using the Case B approach if the plan has the characteristics of a Type B plan) but with different
lives of 12 and 24 months, respectively. All other measurement assumptions would need to be
consistent with the separate lives of each tranche.
718-50-55-27
For example, if the plan in Case A was a two-year Type C plan with purchase periods at the end of each
year, the fair value of each tranche of the award would be calculated at the grant date as follows.
Tranche No. 1:
One-year call on 0.85 of a share of stock, exercise price of $50
($7.56 x 0.85) (a)
Total grant date fair value of the first tranche
7.50
6.43
13.93
7.50
9.72
17.22
Tranche No. 2:
Two-year call on 0.85 of a share of stock, exercise price of
$50 ($11.44 x 0.85) (a)
Total grant date fair value of the second tranche
__________________________
(a) The other assumptions are $50 stock price, an expected life of 1 year, expected volatility of 30 percent, risk-free interest rate
of 6.8 percent, and a zero dividend yield (same assumptions as in footnote [a] of the table in paragraph 718-50-55-24). To
simplify the illustration, the fair value of each of the tranches is based on the same assumptions about volatility, the risk-free
interest rate, and expected dividend yield. In practice, each of those assumptions would be related to the expected life of the
respective tranche, which means that at least the risk-free interest rate, and perhaps all three assumptions, would differ for
each tranche.
Unfortunately, the above described valuation approach for look-back options does not apply to all forms
of look-back options. Other look-back options may provide for the purchase of a variable number of
shares (e.g., because the number of options is determined based on payroll withholdings and, potentially,
the exercise date stock price). Still other look-back options may provide for multiple option periods.
ASC 718-50-55 provides examples illustrating how to estimate the fair value of some of these more
12
complicated look-back options. Additionally, ASC 718-50 reiterates the exception to fair value
measurement in ASC 718-10-30-21 and 22. Accordingly, although we would expect such situations to be
rare, for complex ESPPs it may be appropriate to measure compensation cost as the ultimate value
conveyed to the employee on stock purchase (i.e., the discount to current market value on the purchase
date), with interim estimates of compensation cost based on the discount that would result if the stock
was purchased at the balance sheet date.
12.3
Requisite service period for ESPPs

ASC 718 provides the following guidance with respect to the requisite service period for ESPPs:

Recognition
718-50-25-3
The requisite service period for any compensation cost resulting from an employee share purchase
plan is the period over which the employee participates in the plan and pays for the shares.
Generally, the requisite service period for an ESPP begins at the start of the offering period and ends on
the date the shares are purchased. If there is no offering period (and no post-purchase service
requirements), any resulting compensation cost is recognized on the purchase date.
In many cases an employee stock purchase plan may provide for multiple purchase periods beginning on
a single date. For example, a plan may provide for four purchase periods beginning on 1 January 20X5
and ending on 30 June 20X5, 31 December 20X5, 30 June 20X6, and 31 December 20X6, and the
purchase price for each purchase tranche is based on the lower of 85% of the grant-date fair value (1
January 20X5) or the purchase-date fair value. These awards effectively include options that are subject
to graded vesting. We believe that the accounting policy decision to use either an accelerated or straightline cost attribution method for awards subject to graded vesting (see Section 4.4.1.4) applies to ESPPs
with multiple purchase periods and should be applied consistently to all awards subject to graded vesting.
If the impact of the policy is material to the financial statements, the policy should be disclosed as a
significant accounting policy.
12.4
Changes in withholdings and rollovers

The guidance for measuring the cost of ESPPs is found primarily in ASC 718-50. Under the approach
described in ASC 718-50, the compensation cost resulting from an ESPP is measured on the grant date
based on the employees expected withholdings (i.e., the amounts the employee agreed to have withheld
from his or her cash compensation prior to the purchase period). ASC 718-50 also addresses the
accounting implications when an employee elects to increase or decrease those withholdings prospectively
or elects to roll those withholdings over into a new purchase contract. Increases in withholdings for
reasons other than increases in cash compensation are accounted for as modifications as described in
Chapter 8. Decreases in withholdings are essentially ignored (they are the equivalent of an employee
failing to exercise a stock option) unless the employee fails to provide the requisite service, in which case
the event is accounted for as a forfeiture and any recognized compensation cost is reversed.
12.4.1
Increase in withholdings
ASC 718-50 provides for the following accounting for increases in withholdings that apply prospectively
(i.e., the employee is not allowed to retroactively increase withholdings in prior periods). The guidance
distinguishes between (a) a change in the percentage of the employees compensation to be withheld
(which is a modification measured on the date of the change in election) and (b) a change that results
12
from salary increases (i.e., that changes the total amount of withholdings, but not the percentage), which
is measured based on the incremental number of shares that may be purchased multiplied by the grant
date (not modification date) fair value of the award.

718-50-35-1
Changes in total employee withholdings during a purchase period that occur solely as a result of salary
increases, commissions, or bonus payments are not plan modifications if they do not represent
changes to the terms of the award that was offered by the employer and initially agreed to by the
employee at the grant (or measurement) date. Under those circumstances, the only incremental
compensation cost is that which results from the additional shares that may be purchased with the
additional amounts withheld (using the fair value calculated at the grant date). For example, an
employee may elect to participate in the plan on the grant date by requesting that 5 percent of the
employee's annual salary be withheld for future purchases of stock. If the employee receives an
increase in salary during the term of the award, the base salary on which the 5 percent withholding
amount is applied will increase, thus increasing the total amount withheld for future share purchases.
That increase in withholdings as a result of the salary increase is not considered a plan modification
and thus only increases the total compensation cost associated with the award by the grant date fair
value associated with the incremental number of shares that may be purchased with the additional
withholdings during the period. The incremental number of shares that may be purchased is calculated
by dividing the incremental amount withheld by the exercise price as of the grant date (for example,
85 percent of the grant date stock price).
718-50-55-29
Likewise, although not a change to the terms of the employee share purchase plan, an election by an
employee to increase withholding amounts (or percentages) for future services (Type F through Type
H plans) is a modification of the terms of the award to that employee, which, in substance, is similar to
an exchange of the original award for a new award with different terms. Accordingly, the fair value of
an award under an employee share purchase plan with variable withholdings shall be determined at the
grant date (using the Type A, Type B, or Type C measurement approach, as applicable) based on the
estimated amounts (or percentages) that a participating employee initially elects to withhold under the
terms of the plan. After the grant date (except as noted in paragraph 718-50-35-1), any increases in
withholding amounts (or percentages) for future services shall be accounted for as a plan modification
in accordance with the guidance in paragraph 718-20-35-3.
718-50-55-30
To illustrate, if the plan described in Case C allowed an employee to elect to change withholdings at the
end of the first year, modification accounting would be applied at the date the employee elected to
increase withholdings to determine the amount, if any, of incremental compensation cost. Assume
that on January 1, 20X0, Employee A initially elected to have $850 per year withheld from his pay for
each purchase period. However, at the end of Year 1 when the stock price is $60 (and assume that no
other factors have changed), Employee A elects to have a total of $1,275 withheld for the second
purchase period. At that date, $1,275 is equivalent to 30 shares eligible for purchase at the end of the
second year ($1,275/$42.50). At the date Employee A elects to increase withholdings, modification
accounting shall be applied to determine the amount of any incremental fair value associated with the
modified award as follows.
12
Fair value of the old option (Tranche No 2) before modification:

Total fair value of each option
Number of grant date shares ($850 $42.50)
Total fair value
$
$
$
9.00
12.84
21.84
x 20
437
Fair value of the new option after modification:

Total fair value of each option
Number of modification date shares ($1,275 $42.50)
Total fair value
Incremental compensation
$
$
$
$
9.00
12.84
21.84
x 30
655
218
718-50-55-31
The incremental value is determined based on the fair value measurements at the date of the
modification using the then-current stock price. To simplify the illustration, the fair value at the
modification date is based on the same assumptions about volatility, the risk-free interest rate, and
expected dividend yield as at the grant date.
The accounting for changes in withholdings that may be applied retroactively also is described in
ASC 718-50:

Case E: Look-Back Plans with Retroactive Cash Infusion Election
718-50-55-32
As with all employee share purchase plans, the objective of the measurement process for employee
share purchase plans with a look-back option is to reasonably measure the fair value of the award at
the grant date. Unlike Type F through Type H plans, which permit an employee to increase withholding
amounts (or percentages) only prospectively, the Type I plan permits an employee to make a
retroactive election to increase withholdings. Under a Type I plan, an employee may elect not to
participate (or to participate at a minimal level) in the plan until just before the exercise date, thus
making it difficult to determine when there truly is a mutual understanding of the terms of the award,
and thus the date at which the grant occurs. For example, assume that the Type A employee share
purchase plan in Case A permits an employee to remit catch-up amounts (up to a maximum aggregate
withholding of 15 percent of annual salary) to Entity A at any time during the term of the plan. On
January 1, 20X0, Employee A elects to participate in the plan by having $100 (0.04 percent) of her
$250,000 salary withheld monthly from her pay over the year. On December 20, 20X0, when the
stock price is $65, Employee A elects to remit a check to Entity A for $36,300, which, together with
the $1,200 withheld during the year, represents 15 percent of her salary.
718-50-55-33
In that situation, December 20, 20X0 is the date at which Entity A and Employee A have a mutual
understanding of the terms of the award in exchange for the services already rendered and Entity A
becomes contingently obligated to issue equity instruments to Employee A upon the fulfillment of
vesting requirements. The fair value of the entire award to Employee A is therefore measured as of
December 20, 20X0.
12
12.4.2
Decrease in withholdings
As previously indicated, an employees failure to purchase shares, or an employees election to decrease
withholdings (except pursuant to a withdrawal from the plan, which is accounted for as a cancellation and
results in immediate recognition of any unrecognized compensation costs), is essentially ignored when
accounting for the compensation cost resulting from ESPPs.

718-50-35-2
Any decreases in the withholding amounts (or percentages) shall be disregarded for purposes of
recognizing compensation cost unless the employee services that were valued at the grant date will no
longer be provided to the employer due to a termination. However, no compensation cost shall be
recognized for awards that an employee forfeits because of failure to satisfy a service requirement for
vesting. The accounting for decreases in withholdings is consistent with the requirement in paragraph
718-10-35-3 that the total amount of compensation cost that must be recognized for an award be
based on the number of instruments for which the requisite service has been rendered (that is, for
which the requisite service period has been completed).
12.4.3
Rollover of plan withholdings

The FASB also addressed the accounting for an employees failure to purchase shares at the end of a
purchase period and the rollover of withheld amounts into a new purchase agreement:

Case D: Look-Back Plans with Reset or Rollover Mechanisms
718-50-55-28
The basic measurement approach described in Case C for a Type C plan also should be used to value
awards under employee share purchase plans with multiple purchase periods that incorporate reset or
rollover mechanisms (that is, Type D and Type E plans). The fair value of those awards initially can be
determined at the grant date using the graded vesting measurement approach. However, at the date
that the reset or rollover mechanism becomes effective, the terms of the award have been modified
(the exercise price has been decreased and, for a grant under a Type E plan, the term of the award has
been extended), which, in substance, is similar to an exchange of the original award for a new award
with different terms. Share-based payment modification accounting (see paragraphs 718-20-35-3
through 35-9) shall be applied at the date that the reset or rollover mechanism becomes effective to
determine the amount of any incremental fair value associated with the modified grant.
12.5
ESPPs with a fixed monetary value

As discussed in Section 5.2.2, compensation cost for award that provides a fixed monetary value
would be classified as a liability on the balance sheet based on the requirements of ASC 480. Contracts
for which the monetary value is predominantly fixed are sometimes characterized as stock-settled debt
(e.g., an award in which the employee will receive a variable number of shares with a fair value equal to a
predominantly fixed dollar amount on the delivery date).
12
Awards with predominantly fixed values will arise most frequently in connection with ESPPs that provide
a fixed discount from the share price on the purchase date (no look-back features). For example, assume
that an employer and employee agree that the employer will withhold from the employees payroll
$1,000 over the course of a six-month period and at the end of that period, the $1,000 will be applied to
buy shares at a 10% discount from the market price of the employers shares on the purchase date. That
is, regardless of the market price of the shares on the purchase date, the employee will receive stock
with a fair value of $1,111 in exchange for $1,000. As a result, the benefit to the employee is fixed at
$111. Accordingly, the $111 compensation cost should be recognized ratably over the six-month
purchase period and recognized, along with any payroll withholdings, as a liability (i.e., stock-settled
debt) on the balance sheet. We do not believe this liability classification applies to circumstances in which
the ESPP incorporates option features (including look-back options), as the monetary value of the
instrument as a whole is not fixed in those circumstances.
12.6
Accounting for disqualifying dispositions

The disqualifying disposition (a disposition of shares prior to the end of the holding period specified in
Section 423 of the Internal Revenue Code) of shares acquired through an ESPP can give rise to an
employers tax deduction for an ESPP that otherwise would not have provided the employer a tax
deduction. Although many companies with ESPPs and similar qualified plans have sufficient history of
employee actions to reasonably estimate an expected level of disqualifying dispositions ASC 718-74025-2 and 25-3 precludes companies from anticipating disqualifying dispositions by employees. In other
words, the tax benefits from disqualifying dispositions are required to be recognized in the period the
employee makes the disqualifying disposition. On the occurrence of the future event that converts
nondeductible awards into deductible awards (e.g., disqualifying dispositions), the tax benefit recognized
in earnings is equal to the lesser of (a) the actual benefit of the tax deduction or (b) the cumulative
compensation cost previously recognized in earnings for the disqualified award multiplied by the
appropriate statutory tax rate. Any excess benefit should be recognized as an increase to additional paidin capital. Refer to Chapter 21 of our Financial reporting developments publication, Income taxes for
additional guidance.
12.7
Earnings per share

The impact of ESPPs on EPS is discussed in Section 11.7.
13
Effective date and transition

The FASB provided several alternative transition methods and effective dates for ASC 718. The
determination of which alternatives apply to a given entity depended on whether the entity was public or
nonpublic, as defined by ASC 718, at the adoption date. Further, for nonpublic companies, the determination
of the transition method depended on whether the entity previously measured employee stock options
using the fair-value method or the minimum-value method for purposes of applying Statement 123.
Finally, the effective date for small business issuers differed from the effective date for other public
entities. These provisions, as well as various implementation considerations, are discussed below.
13.1
Effective date
13.1.1
Public entities
The provisions of ASC 718 were effective for public entities (excluding small business issuers as defined
in Item 10(a) of Regulation S-B 51) in the first annual reporting period beginning after 15 June 2005.
Calendar year-end companies were required to adopt ASC 718 in the first quarter of 2006.

Glossary
718-10-20
Public Entity
An entity that meets any of the following criteria:
a.
Has equity securities that trade in a public market, either on a stock exchange (domestic or
foreign) or in an over-the-counter market, including securities quoted only locally or regionally
b.
Makes a filing with a regulatory agency in preparation for the sale of any class of equity securities
in a public market
c.
Is controlled by an entity covered by the preceding criteria. That is, a subsidiary of a public entity
is itself a public entity.
An entity that has only debt securities trading in a public market (or that has made a filing with a
regulatory agency in preparation to trade only debt securities) is not a public entity.
This definition is discussed in greater detail in Section 2.9.
51
In December 2007, the SEC published its final rule, Smaller Reporting Company Regulatory Relief and Simplification, which allows
a smaller reporting company, an issuer with public float of less than $75 million (or less than $50 million in revenue in the case
of companies without publicly traded equity), to use the scaled (generally reduced) disclosure and reporting requirements
previously set forth in Regulation S-B, which have been integrated into Regulation S-K.
13
13.1.2
Small business issuers

The provisions of ASC 718 were effective for small business issuers in the first annual reporting period
beginning after 15 December 2005. Calendar year-end companies were required to adopt ASC 718 in
the first quarter of 2006. A small business issuer was defined based on the definition in Item 10(a) of
Regulation S-B as follows:
A public entity that is an SEC registrant that files as a small business issuer under the Securities Act
of 1933 or the Securities Exchange Act of 1934. At the date this Statement was issued, a small
business issuer was defined as an entity that meets all of the following criteria:
a. It has revenues of less than $25 million.
b. It is a U.S. or Canadian issuer.
c.
It is not an investment company.
d. If the entity is a majority-owned subsidiary, the parent company also is a small business issuer.
However, regardless of whether it satisfies those criteria, an entity is not a small business issuer if the
aggregate market value of its outstanding securities held by nonaffiliates is $25 million or more.
The definition of a small business issuer is a matter of U.S. federal securities law and is subject to change.
The effective date provisions for a small business issuer apply only to an entity that files as a small
business issuer under the related definition at that date.
13.1.3
Nonpublic entities
The provisions of ASC 718 were effective for nonpublic entities in fiscal years beginning after 15
December 2005. Calendar year-end nonpublic companies were required to adopt ASC 718 as of 1
January 2006. The definition of a nonpublic entity is discussed in Section 2.9.
13.1.4
Transition dates
The following table indicates the required effective date of ASC 718 for public entities, nonpublic entities,
and small business issuers with fiscal years that end on various dates. If an entity adopted ASC 718 early
as described in the preceding sections, then the required effective date would be the beginning of the
period of adoption.
Fiscal year end
31 January
28 February
31 March
30 April
31 May
30 June
31 July
31 August
30 September
31 October
30 November
31 December
Public entities
1 February 2006
1 March 2006
1 April 2006
1 May 2006
1 June 2006
1 July 2005
1 August 2005
1 September 2005
1 October 2005
1 November 2005
1 December 2005
1 January 2006
Small business issuers &

nonpublic entities
1 February 2006
1 March 2006
1 April 2006
1 May 2006
1 June 2006
1 July 2006
1 August 2006
1 September 2006
1 October 2006
1 November 2006
1 December 2006
1 January 2006
13
13.2
Transition alternatives
13.2.1
Public entities and certain nonpublic entities
Public entities and nonpublic entities that used the fair-value-based method of accounting under the
original provisions of Statement 123 (whether for recognition or pro forma disclosure purposes) were
required to adopt the provisions of ASC 718 using either the modified-prospective-transition (MPT) or
the modified-retrospective-transition (MRT) methods (discussed in Sections 13.3 and 13.4, respectively).
Companies were not allowed to adopt ASC 718 retroactively (although, as discussed in Section 13.4,
public entities and certain nonpublic entities were permitted to retroactively apply the provisions of
Statement 123, as they existed prior to the issuance of ASC 718, to those previously issued financial
statements). Further, public and nonpublic companies that use the fair-value-based method were not
permitted to adopt ASC 718 on a prospective basis.
13.2.2
Nonpublic entities
Nonpublic entities that used the minimum-value method 52 to account for share-based payments under
the original provisions of Statement 123 were required to use the prospective-transition method
(discussed in the Section 13.5). Nonpublic entities that used the fair-value-based method of accounting
under Statement 123 (whether for recognition or pro forma disclosure purposes) were not permitted to
use the prospective-transition method when adopting ASC 718. Those nonpublic entities were required
to use one of the two transition alternatives available to public entities (i.e., MPT or MRT, described in
Sections 13.3 and 13.4).
13.3
Modified-prospective transition
Under the modified-prospective-transition method, entities were required to recognize compensation
cost in financial statements issued subsequent to the date of adoption for all share-based payments
granted, modified, or settled after the date of adoption as well as for any awards that were granted prior
to the adoption date for which the requisite service has not been provided as of the adoption date
(i.e., nonvested53 awards).
13.3.1
Awards granted, modified, or settled subsequent to adoption date

Under the MPT method, companies were required to apply all the measurement, recognition and
attribution provisions of ASC 718 to new awards and to awards modified, repurchased, or cancelled after
the required effective date. The compensation cost relating to those awards will be measured at fair
value on the grant date and will be recognized in the financial statements over the requisite service
period. This aspect of the MPT approach was the same as the prospective transition approach described
in Section 13.5.
Chapter 8 discusses the accounting for modifications and settlements of share-based payments. Further,
Section 8.10 discusses the accounting for modifications and settlements when the modification or
settlement occurs after the adoption of ASC 718, but the modified or settled award was granted prior
to the adoption of ASC 718.
52
53
The minimum-value method was permitted under Statement 123 only for nonpublic companies and effectively allowed those
companies to value employee stock options using an assumed volatility of zero. The minimum-value method is not an acceptable
valuation approach under ASC 718.
ASC 718-10-20 states, A share-based payment award becomes vested at the date that the employees right to receive or retain
shares, other instruments, or cash under the award is no longer contingent on satisfaction of either a service condition or a
performance condition. Market conditions are not vesting conditions. ASC 718 distinguishes between vesting and providing the
requisite service. However, for convenience, throughout this chapter we use the term vested to mean the requisite service has
been rendered.
13
13.3.2
Awards granted prior to adoption date

Awards that were granted prior to the adoption date, which had not vested as of the adoption date, were
accounted for using the same estimate of the grant-date fair value and the same attribution method used
previously under Statement 123 (whether for financial statement recognition or pro forma disclosure
purposes), with certain exceptions discussed in Sections 13.3.2.3 and 13.3.2.4. Companies that
previously adopted only the pro forma disclosure provisions of Statement 123 were required to
recognize compensation cost relating to the nonvested portion of those awards (i.e., the portion of the
award for which the requisite service has not yet been rendered) in the financial statements, beginning
with the date on which ASC 718 was adopted, until the requisite service has been provided.
To illustrate the application of the MPT method to a partially vested award, assume that on the date of
adoption of ASC 718, 75% of the compensation cost relating to an award had been cumulatively
recognized in the pro forma disclosures, 25% of the compensation cost (based on grant-date fair value)
would be recognized in the financial statements over the remaining service period. The company would
not record a cumulative effect of a change in accounting principle to adjust for the difference between
the compensation cost recognized under Opinion 25 and the compensation cost that would have been
recognized if the award had been accounted for under Statement 123 since the grant date. Further, as
discussed in Section 13.3.2.3, no adjustments would be made to cumulative compensation cost for
estimated forfeitures unless the compensation cost was recognized in the financial statements.
13.3.2.1
Valuation of awards granted prior to the adoption of ASC 718

For awards granted prior to the adoption of ASC 718 for which the requisite service had not yet been
provided on the adoption date, compensation cost would be measured based on the original grant-date
fair value measurement used for purposes of recognition or disclosure under Statement 123. That
valuation would not be revisited unless the grantor concludes that the original measurement was in
error. In that event, the revision would represent the correction of an error under ASC 250. Further,
even if in connection with the adoption of ASC 718, a company concludes that it would measure the
value of all future employee stock options using a different option-pricing model (e.g., it will use a lattice
model for new awards, whereas it previously estimated the fair value of employee stock options using a
Black-Scholes-Merton formula), or utilizes a different approach to developing inputs into the optionpricing model, it would not change the estimated fair value of awards granted prior to the adoption of
ASC 718.
13.3.2.2
Recognition of compensation cost for awards with graded vesting

Under the MPT method, the compensation cost relating to the nonvested portion of awards granted prior
to the adoption of ASC 718 would be recognized in the financial statements issued subsequent to
adoption using the same attribution method used under Statement 123 (either for recognition or pro
forma disclosure purposes). If the fair value of an award with a graded vesting schedule was estimated by
treating each vesting tranche as a separate award, the compensation cost would have been recognized
using the accelerated attribution method under Statement 123. Alternatively, if the fair value of an
award with graded vesting was valued as a single award, Statement 123 permitted the compensation
cost to be recognized either ratably over the service period or by using the aforementioned accelerated
attribution approach. Any compensation cost relating to the nonvested portion of such awards
outstanding at the date of adoption of ASC 718 was required to be recognized in the financial statements
using the same attribution method applied under Statement 123, even if a different attribution method is
selected for such awards under ASC 718.
13
Compensation cost relating to awards with a service-based graded vesting schedule granted subsequent
to the adoption of ASC 718 may be recognized using a straight-line or accelerated attribution method,
regardless of the method used to value the award. For example, compensation cost for an award that is
valued as if each vesting tranche is a separate award may be recognized ratably over the requisite
service period (provided that cumulative compensation cost recognized to date is at least equal to the
measured cost of the vested tranches). ASC 718 does not indicate a preference for either attribution
method available for awards with graded vesting. However, the choice between the two attribution
methods for awards subject to graded vesting represents the selection of an accounting policy and must
be applied consistently to all awards, subject to graded service vesting, granted after the date of
adoption of ASC 718. Because this represents the selection of a new accounting policy under a new
accounting standard, public companies did not need to file a preferability letter with respect to this
election (regardless of the method used under Statement 123 to recognize compensation cost for
awards subject to graded vesting). It should also be noted that the straight-line attribution method is not
available for awards with market or performance conditions (see further discussion in Sections 4.4.1.4,
4.4.2.5, and 4.4.3.4).
13.3.2.3
Recognition of forfeitures
ASC 718 requires an entity to estimate expected forfeitures at the grant date and recognize
compensation cost only for those awards expected to vest. The estimate of expected forfeitures must be
reevaluated at each balance sheet date.
For companies that recognized forfeitures as they occurred under Statement 123, or accounted for
share-based payments to employees under Opinion 25 (which did not permit the estimate of forfeitures),
an estimate of forfeitures was required to be made for the nonvested awards outstanding as of the
adoption of ASC 718. Both the MPT and the MRT methods required an adjustment to record the
cumulative effect of a change in accounting principle, net of any tax effect, to reflect the compensation
cost that would not have been recognized in prior periods had forfeitures been estimated during those
periods. This adjustment applied only to compensation cost previously recognized in the financial
statements for awards that are nonvested on the adoption date (e.g., compensation cost for variable
awards or stock awards accounted for under Opinion 25, awards accounted for under the recognition
provisions of Statement 123, or awards recognized in the financial statements as the result of applying
the MRT approach). Because no adjustment was made for estimated forfeitures associated with
compensation cost reflected only in the pro forma disclosures, the sum of compensation cost recognized
for these awards in the pro forma disclosures plus that recognized in the financial statements after
adoption of ASC 718 would not equal the grant date fair value of the awards (because the pro forma
compensation cost is never adjusted for forfeitures).
Subsequent to the adoption of ASC 718, compensation cost for all awards, regardless of when they were
granted, is recognized based on the number of awards expected to vest. All subsequent changes in
estimates, including changes in estimates relating to share-based payments granted prior to the adoption
of ASC 718, are recognized as adjustments to compensation cost (but only to the extent that the
compensation cost was recognized in the financial statements). The adjustment is equal to the amount
necessary to catch-up to the amount of compensation cost that would have been recognized to date
had the most recent estimate been used since the grant date. It is important to note that the catch-up
adjustment must be calculated separately for the portion of the compensation cost recognized before
and after the adoption of ASC 718 as the compensation cost may have been recognized on a different
basis (i.e., intrinsic value under Opinion 25 or fair value under Statement 123). An example of this
calculation for an award that resulted in compensation cost prior to the adoption of ASC 718 is included
in Section 13.3.3 below.
13
13.3.2.4
Recognition of dividends paid on instruments that are not expected to vest

ASC 718 requires that dividends paid to employees relating to share-based awards that vest (or are
expected to vest) be charged to retained earnings, while dividends paid on awards that do not vest are
recognized as compensation cost. Statement 123 permitted entities to account for dividends as if all
awards were expected to vest and recognize compensation cost as actual forfeitures occurred
(consistent with the alternative provided to account for forfeitures). Under the provisions of ASC 718,
entities are required to estimate the number of instruments that are not expected to vest for which
employees will retain dividends and recognize compensation cost for those retained dividends. However,
because past dividends reduced retained earnings regardless of how the dividends were accounted for
(i.e., they either reduced retained earnings indirectly through the recognition of compensation cost or
directly through the recognition of dividends), no adjustment for the cumulative effect of the change on
retained earnings is required.
13.3.2.5
Deferred tax balances

When adopting ASC 718 using the MPT method, no adjustment was made to the deferred tax balances
associated with share-based payments that continue to be classified as equity awards under ASC 718
(except for those adjustments resulting from the cumulative-effect adjustments for forfeitures and
liabilities described in Sections 13.3.2.3 and 13.6.2.2). For awards for which the requisite service has
not been provided on the adoption date, deferred taxes for nonqualified awards were recognized after
the date of adoption based on the compensation cost recognized in the financial statements. As such, the
deferred taxes relating to awards granted prior to the adoption of ASC 718, for which the requisite service
had not been completed on the adoption date, would only reflect the compensation cost recognized in the
financial statements (not the compensation cost recognized in the pro forma disclosures). The difference
between this hybrid deferred tax asset and the actual tax deduction received, if any, was recognized either
in equity or as income tax expense, based on ASC 718s requirements.
As a result of the accounting required under the MPT method, companies had to track the amount of
compensation cost recognized in the financial statements for each option to determine the appropriate
deferred tax asset accounting. That is, they could not assume that compensation cost recognized was
simply equal to the grant date-fair value of the award and the deferred tax asset was equal to that
compensation cost times the statutory income tax rate, because only a portion of the fair value was
recognized as compensation cost and generated a deferred tax asset. As a result, accounting for the excess
tax benefits was somewhat more complicated under the MPT method than the MRT method (under the MRT
method, the company recognized the full grant-date fair value as compensation cost for all awards
granted after the original effective date of Statement 123). However, the deferred tax assets related to
nonvested awards generally was smaller if the MPT method was used rather than the MRT method
(again, because less cumulative compensation cost was recognized in the financial statements).
Accordingly, the amount of deferred tax asset that would have to be subsequently written off (potentially
as income tax expense) if the deferred tax asset was not realized also was smaller. However, the amount
of excess tax benefits recognized in additional paid-in capital that are available to absorb deferred tax
asset write-offs, as well as excess tax benefits that must be reported as financing cash flows, in most
cases must be calculated based on the pro forma deferred tax asset, which was based on
compensation cost recognized both in the pro forma disclosures and in the financial statements.
13
13.3.3
Modified-prospective transition
Illustration 13-1
Company X, a public company, has a June 30 year-end and was required to adopt the provisions of
ASC 718 on 1 July 2005. Company X previously did not adopt the recognition provisions of Statement
123 for share-based payments to employees and provided only pro forma disclosure of the
compensation cost relating to those awards.
This example illustrates the transition for an award of 80,000 non-qualified employee stock options,
granted on 1 January 2005 with an exercise price of $40 (the closing price of Company X common
shares on that day). Using an appropriate option-pricing model, the Company determined that the fair
value on the date of grant was $15 per option ($1.2 million in aggregate for the award). The options
cliff-vest for each individual that provides continuous service for four years beginning with the grant
date (a service condition). For purposes of the pro forma disclosures, the Company accounted for
forfeitures as they occurred. On 30 June 2005, 2,000 options were forfeited when an employee was
terminated. The Companys statutory tax rate is 35%.
The following journal entries illustrate the amounts that were recognized for purposes of the pro
forma disclosures in the first half of 2005:
Compensation expense
150,000
150,000
[To recognize compensation expense for the first six months of 2005, before accounting for the 30
June 2005 forfeitures (6 months / 48 months) (80,000 $15)]
Deferred tax asset
52,500
52,500
[To recognize the deferred tax asset for the deductible temporary difference related to the recognized
compensation expense $150,000 35%]
3,750
3,750
[To reverse compensation expense relating to the 2,000 options forfeited on 30 June 2005
(6 months / 48 months) (2,000 $15)]
Deferred tax asset
1,313
$
1,313
[To reverse the deferred tax asset relating to the 2,000 options forfeited on 30 June 2005
$3,750 35%]
On 1 July 2005, in conjunction with the transition to ASC 718, the Company estimates that only
60,000 options will ultimately vest. (i.e., 18,000 options will be forfeited in addition to the 2,000
options previously forfeited). As a result, Company X will recognize $225,000 of compensation cost
each year, for each of the 3 years remaining in the requisite service period, calculated as follows:
13
60,000
Estimated number of options that will ultimately vest

$
Times fair value per option
15.00
Total compensation cost to be recognized over the

requisite service period
900,000
Divided by the number of years in the requisite service period
4
$ 225,000
Estimated annual compensation cost
The following journal entries illustrate the amounts that will be recognized in the financial statements
in the second half of 2005:
112,500
112,500
[To recognize compensation expense for the last six months of 2005, taking into account estimated
forfeitures $225,000 50% or (6 months / 48 months) (60,000 $15)]
Deferred tax asset
39,375
39,375
[To recognize the deferred tax asset for the temporary difference related to the compensation
expense recognized $112,500 35%]
The Company would not record a cumulative effect of a change in accounting principles relating to the
estimated forfeitures as the compensation cost relating to those options was not previously
recognized in the financial statements. However, if Company X had previously adopted the recognition
provisions of Statement 123, and recognized compensation cost relating to this award in the financial
statements prior to 1 July 2005, the following journal entries would be required to reverse
compensation cost and the related deferred tax asset previously recognized relating to options that
are not expected to vest:
33,750
Cumulative effect of a change in accounting principle
33,750
[To reverse compensation expense recognized in the financial statements relating to the 18,000
options that are not expected to vest. Note that 2,000 options were forfeited and that forfeiture
was accounted for prior to the adoption of ASC 718 (6 months / 48 months) (18,000 $15)]
Deferred tax asset
11,813
$
11,813
[To reverse the deferred tax asset relating to the 18,000 options not expected to vest
$33,750 35%]
Assume the same facts as the previous example, except that the market value on 1 January 2005 was
$30 (i.e., the options were granted with $10 of intrinsic value). Because the options were issued with
$10 of intrinsic value, the fair value of the options for this example is assumed to be $24 (compared to
$15 in the previous example). This example illustrates how the calculation to adjust the estimate of
forfeitures must be performed separately for compensation cost recognized before and after adopting
ASC 718.
13
The following journal entries illustrate the amounts that were recognized in the financial statements in
the first half of 2005:
100,000
Additional paid-capital
100,000
[To recognize compensation expense for the first six months of 2005, before accounting for the 30
June 2005 forfeitures (6 months / 48 months) (80,000 $10)]
Deferred tax asset
35,000
35,000
compensation expense $100,000 35%]
2,500
2,500
[To reverse compensation expense relating to the 2,000 options forfeited on 30 June 2005
(6 months / 48 months) (2,000 $10)]
875
Deferred tax asset
875
[To reverse the deferred tax asset relating to the 2,000 options forfeited on 30 June 2005
$2,500 35%]
On adopting ASC 718, when the company estimates that a total of 20,000 options will be forfeited (or
an additional 18,000 forfeitures), the company must record the following entry to reverse
compensation cost that was recognized in the first half of 2005 relating to options that are not
expected to vest:
22,500
22,500
[To reverse compensation expense recognized in the financial statements relating to the 18,000
options that are not expected to vest. Note that 2,000 options were forfeited and accounted for prior
to the adoption of ASC 718 (6 months / 48 months) (18,000 $10)]
7,875
Deferred tax asset
7,875
[To reverse the deferred tax asset relating to the 18,000 options not expected to vest
$22,500 35%]
The following journal entries illustrate the amounts that will be recognized in the financial statements
in the second half of 2005:
180,000
$
180,000
[To recognize compensation expense for the last six months of 2005, taking into account estimated
forfeitures (6 months / 48 months) (60,000 $24)]
13
Deferred tax asset
63,000
63,000
[To recognize the deferred tax asset for the temporary difference related to the compensation cost
$180,000 35%]
After recording the previous entries to recognize compensation cost for the second half of 2005, the
company revised its estimate of expected forfeitures. The company now expects that only 12,000
options will be forfeited over the term of the options. The following entries are recorded to adjust
recognized compensation cost as if the current estimate of 12,000 forfeitures had been used since
the grant date (i.e., recognize compensation cost for 8,000 more options that are now expected to
vest). The following entries illustrate how the adjustment is calculated separately for the portion of
compensation cost that was recognized before and after adopting ASC 718.
10,000
10,000
[To adjust compensation cost recognized prior to adopting ASC 718 (and measured under Opinion 25)
to reflect the current estimate of expected forfeitures (6 months / 48 months) (8,000 $10)]
Deferred tax asset
3,500
3,500
$10,000 35%]
24,000
24,000
[To adjust compensation expense recognized subsequent to adopting ASC 718 to reflect the current
estimate of expected forfeitures (6 months / 48 months) (8,000 $24)]
Deferred tax asset
8,400
$
8,400
$24,000 35%]
13.4
Modified-retrospective transition
Under the MRT method, the recognition of compensation cost under ASC 718 for (a) awards granted,
modified, or settled subsequent to adopting ASC 718 and (b) awards granted prior to the date of adoption
for which the requisite service has not been completed generally is the same as the accounting under the
MPT method described previously (although, as discussed further below, the accounting for deferred
taxes differs between the two approaches). However, under the MRT method companies would restate
financial statements for prior periods by recognizing in those financial statements the compensation cost
previously reported in the pro forma footnote disclosures under the provisions of Statement 123.
13
13.4.1
Full restatement
When the MRT method was applied for all periods presented, prior period financial statements were
required to be restated as if the recognition provisions of Statement 123 had been applied to all sharebased payments granted, modified, or settled subsequent to the original effective date of Statement 123
(which was required to be applied no later than fiscal years beginning after 15 December 1994). As a
result, deferred tax balances were restated for each balance sheet presented to reflect the deferred
taxes that would have been recognized had the fair-value method been applied (e.g., for fixed, at-themoney, non-qualified employee stock options, deferred taxes generally would not have been recognized
under Opinion 25, while under Statement 123, deferred tax assets would have been recognized based on
the compensation cost recognized to date).
When restating prior periods under the MRT method, the compensation cost recognized in prior periods
would be the same as previously reported in the pro forma disclosures. If a company determined that the
information included in the pro forma disclosures in prior years was not correct due to mathematical
mistakes, mistakes in the application of accounting principles, or oversight or misuse of facts that existed
at the time the financial statements were prepared, the company was required to apply the provisions
relating to the correction of an error in ASC 250. Corrections of such errors were required to be
disclosed appropriately and were not permitted to be presented as transition-related adjustments.
There is no specific transition guidance relating to compensation cost that may have qualified for
capitalization. However, it was clear that when applying the MRT method, the compensation cost
recognized in prior period financial statements must not differ from the compensation cost previously
reported in the pro forma disclosures. If an entity determined that some portion of compensation cost
that should have been capitalized for purposes of calculating pro forma net income was not capitalized,
that entity had to consider the provisions relating to materiality in SEC Staff Accounting Bulletin No. 99
(Topic 1-M) and the correction of an error in ASC 250.
13.4.1.1
Modified-retrospective transition
Illustration 13-2
Assume the same facts as in Illustration 13-1 for awards granted in 2005. In addition, assume that
Company X granted 100,000 non-qualified employee stock options on 1 January 2003, subject to 4year cliff vesting. The options have a $30 exercise price. Using an appropriate option-pricing model,
the Company determined that the fair value on the date of grant was $10 per option. Assume that, of
the awards granted in 2003, 5,000 options were forfeited in 2004 and no options were forfeited in
2003, or during the first six months of 2005. The following table presents the amounts that were
reported in the Companys pro forma footnote disclosures:
Gross compensation cost

Compensation cost reversed due to
forfeitures
Net compensation cost
Deferred tax benefit reversed due to
forfeitures
End of period deferred tax asset balance
First six months of 2005

2003 award 2005 award
Total
$ 118,750 $ 150,000 $ 268,750
2003
$ 250,000
2004
$ 250,000
$ 250,000
(25,000)
$ 225,000 $ 118,750
(3,750)
$ 146,250
(3,750)
$ 265,000
$ (87,500) $ (87,500) $ (41,563) $ (52,500)
$ (94,063)
$ 8,750 $
$ (87,500) $(166,250)
$ 1,313
$(259,000)
n/a
1,313
n/a
13
Assume that the Company elected to use the full modified retrospective method for transition. The
following journal entries illustrate the amounts that would be recorded to restate the 2003 financial
statements:
$ 250,000
$ 250,000
[To recognize compensation expense in the restated 2003 financial statements (12 months / 48
months) (100,000 $10)]
Deferred tax asset
87,500
$
87,500
compensation cost $250,000 35%]
The following journal entries illustrate the amounts that would be recorded to restate the 2004
financial statements:
$ 250,000
$ 250,000
[To recognize compensation expense in the restated 2004 financial statements, before accounting for
the 5,000 options forfeited in 2004 (12 months / 48 months) (100,000 $10)]
Deferred tax asset
87,500
$
87,500
compensation expense before accounting for the 5,000 options forfeited in 2004 $250,000 35%]
25,000
$
25,000
[To reverse compensation expense recorded in 2003 and 2004 relating to the 5,000 options forfeited
in 2004 (24 months / 48 months) (5,000 $10)]
Deferred tax asset
8,750
$
8,750
[To reverse the deferred tax asset relating to the 5,000 options forfeited in 2004 $25,000 35%]
Additionally, the Company would be required to estimate forfeitures relating to the January 2003
award and the January 2005 award. The Company estimates that of the 100,000 options granted in
2003, 88,000 will ultimately vest (keeping in mind that the compensation cost recognized already
reflects 5,000 forfeitures). Because the Company restated the 2003 and 2004 financial statements in
accordance with the MRT method and recognized compensation expense in those periods, the
Company will be required to record a cumulative adjustment to reverse compensation cost relating to
the estimated forfeitures. The following journal entries illustrate the entries that would be recorded to
reverse compensation expense recognized in the restated financial statements for options that are not
expected to vest:
13

77,500
$
77,500
[To reverse compensation expense recognized in the financial statements relating to the options that
are not expected to vest for both the 2003 award and the 2005 award (30 months / 48 months)
7,000 $10) + (6 months / 48 months) (18,000 $15)]
Cumulative effect of a change in accounting principles
Deferred tax asset
27,125
$
27,125
[To reverse the deferred tax asset relating to the options that are not expected to vest $77,500 35%]
If you assume that 2004 is the first year presented in the 2005 financial statements, the Company would
be required to record the following amounts to adjust the opening 2004 balances of the deferred tax
asset, additional paid-in capital and retained earnings to reflect activity relating to the 2003 award:
Deferred tax asset
Retained earnings
$ 87,500 (a)
$ 162,500 (b)
$ 250,000(c)
[To adjust the opening balances of the deferred tax asset, additional paid-in capital and retained
earnings to reflect activity relating to the 2003 award]
(a) ($250,000 35%)
(b) ($250,000 $87,500)
(c) [(12 months / 48 months) (100,000 $10)]
13.4.2
Partial restatement
If a company elected to apply the MRT method only from the beginning of the year of adoption of
ASC 718, the guidance discussed in Section 13.4.1 applied. However, because under this approach
compensation cost was only recognized under Statement 123 from the beginning of the fiscal year of
adoption of ASC 718 to the adoption date, deferred taxes were only recognized based on compensation
cost recognized during the restated period. Because the income statement was not being restated for
prior years, there would be no adjustment to the beginning balances of paid-in capital, deferred taxes, or
retained earnings for the year of initial adoption. Effectively, this approach was similar to adopting
Statement 123 at the beginning of the year using the modified-prospective-transition method, and then
adopting ASC 718 on the effective date using the modified-prospective-transition method.
13.5
Prospective transition
Under the prospective method, nonpublic entities that previously applied Statement 123 using the
minimum-value method (whether for financial statement recognition or pro forma disclosure purposes)
would continue to account for nonvested equity awards outstanding at the date of adoption of ASC 718
in the same manner as they had been accounted for prior to adoption. That is, if a nonpublic entity was
accounting for its equity awards using the intrinsic-value method under Opinion 25, it would continue to
apply Opinion 25 in future periods to equity awards outstanding at the date it adopted ASC 718.
Alternatively, if a nonpublic entity was accounting for its employee stock options using the minimumvalue method under Statement 123, it would continue to apply the minimum-value method in future
periods to employee stock options outstanding at the date they adopted ASC 718. All awards granted,
modified, or settled after the date of adoption should be accounted for using the measurement,
recognition, and attribution provisions of ASC 718. Guidance on the accounting for modifications made
after the effective date of ASC 718 to awards granted prior to the effective date of ASC 718 is provided
in Section 8.10.2.
13
Based on discussions with the FASB staff, we understand that the above guidance does not apply to
awards classified as liabilities if the nonpublic company elects to account for liabilities at fair value or
calculated value (rather than intrinsic value) under ASC 718. That is, if a nonpublic company elects to
account for liability awards at fair value or calculated value, all liability awards existing on the date of
adoption should be adjusted to fair value as a cumulative effect of a change in accounting principles.
The liability then would continue to be remeasured at fair value or calculated value at each reporting date
until settlement.
13.6
Other transition considerations
13.6.1
Nonpublic entities that become public entities

The measurement of equity-based awards and the transition alternatives can differ significantly under
ASC 718 between public entities and nonpublic entities. These differences result in additional
complexities when a nonpublic entity becomes a public entity. A newly public entity should apply
whatever provisions are applicable to its new status as of the beginning of the first interim or annual
period after it becomes a public entity, taking into account whether it used the fair-value-based method
or the minimum-value method for recognition or pro forma disclosures under Statement 123.
13.6.1.1
Effective date for nonpublic entities that become public entities

The effective date for a nonpublic company that becomes a public company was the first interim or
annual reporting period beginning after the entity becomes a public entity. If the newly public entity files
as a small business issuer, the effective date was the fiscal year beginning after 15 December 2005.
13.6.1.2
Transition methods for nonpublic entities that become public entities

Nonpublic entities that used the fair-value-based method for either recognition or pro forma disclosures
under Statement 123 were required to apply the MPT method no later than the required effective date.
For periods before the date of adoption of ASC 718, these entities were permitted to apply the MRT
transition method either (a) to all prior years for which Statement 123 was effective, or (b) only to prior
interim periods in the year of initial adoption if the adoption date does not coincide with the beginning of
the entitys fiscal year.
Nonpublic entities that did not use the fair-value-based method of accounting were required to apply the
prospective transition method no later than the required effective date (or on going public if the effective
date for a public company is earlier than for a nonpublic company and the company has not yet adopted
ASC 718). Those entities were required to continue to account for any equity awards outstanding at the
required effective date using the accounting principles originally applied to those awards (e.g., the
minimum-value method under Statement 123 or the intrinsic value method under Opinion 25 and its
related interpretative guidance). Liability awards should be adjusted to fair value at the beginning of the
period the entity adopted ASC 718 as a cumulative effect of a change in accounting principle (if the
nonpublic entity chooses to account for liabilities under the fair value method, rather than the intrinsic
value method, or if it is a public company on the date it adopted ASC 718).
The SEC staff also has provided the following guidance on transition to fair-value-based measurements
for nonpublic companies that measured compensation cost for stock options using the calculated-value
method or measured liabilities using the intrinsic-value method:
13
Excerpt from SAB Topic 14.B
Facts: Company A is a nonpublic entity8 that first files a registration statement with the SEC to register
its equity securities for sale in a public market on January 2, 20X8.9 As a nonpublic entity, Company A
had been assigning value to its share options10 under the calculated value method prescribed by FASB
ASC Topic 71811 and had elected to measure its liability awards based on intrinsic value. Company A is
considered a public entity on January 2, 20X8 when it makes its initial filing with the SEC in
preparation for the sale of its shares in a public market.
Question 1: How should Company A account for the share options that were granted to its employees
prior to January 2, 20X8 for which the requisite service has not been rendered by January 2, 20X8?
Interpretive response: Prior to becoming a public entity, Company A had been assigning value to its
share options under the calculated value method. The staff believes that Company A should continue
to follow that approach for those share options that were granted prior to January 2, 20X8, unless
those share options are subsequently modified, repurchased or cancelled.12 If the share options are
subsequently modified, repurchased or cancelled, Company A would assess the event under the public
company provisions of FASB ASC Topic 718. For example, if Company A modified the share options on
February 1, 20X8, any incremental compensation cost would be measured under FASB
ASC subparagraph 718-20-35-3(a), as the fair value of the modified share options over the fair value
of the original share options measured immediately before the terms were modified.13 [SAB Topic 14.B,
Footnotes 8, 10 and 11 omitted]
__________________________
9
For the purposes of these illustrations, assume all of Company As equity-based awards granted to its employees were granted
after the adoption of FASB ASC Topic 718.
12
This view is consistent with the FASBs basis for rejecting full retrospective application of FASB ASC Topic 718 as described in
Statement 123R, paragraph B251.
13
FASB ASC paragraph 718-20-55-94. The staff believes that because Company A is a public entity as of the date of the
modification, it would be inappropriate to use the calculated value method to measure the original share options immediately
before the terms were modified.
The SEC staffs guidance described above is consistent with the concept in ASC 718 that companies are
not permitted to retrospectively estimate fair value for share-based payments that previously were
measured on another basis (whether intrinsic value, minimum value or calculated value). Therefore, in
the above example all options granted on or before 1 January 20X8 would be measured based on
calculated value and all options granted on or after 2 January 20X8 would be measured at fair value.
This transition requirement for nonpublic companies that become public companies is reiterated in
Question 3 below.
Question 3: After becoming a public entity, may Company A retrospectively apply the fair-value-based
method to its awards that were granted prior to the date Company A became a public entity?
Interpretive response: No. Before becoming a public entity, Company A did not use the fair-valuebased method for either its share options or its liability awards granted to the Companys employees.
The staff does not believe it is appropriate for Company A to apply the fair-value-based method on a
retrospective basis, because it would require the entity to make estimates of a prior period, which, due
to hindsight, may vary significantly from estimates that would have been made contemporaneously in
prior periods.17 [SAB Topic 14.B, Footnote 17 omitted]
13
The SEC staff also indicates in Question 1 above that if an award granted prior to an entity becoming
public is modified after the employer becomes a public entity, the incremental value of the modification
should be measured based on incremental fair value. While not explicitly stated in Question 1 above, we
believe that in connection with the modification the remainder of the originally measured but unrecognized
compensation cost (e.g., measured under calculated value) must continue to be recognized over the
remaining vesting period (see further discussion in Section 8.10.2).
Question 2: How should Company A account for its liability awards granted to its employees prior to
January 2, 20X8 which are fully vested but have not been settled by January 2, 20X8?
Interpretive response: As a nonpublic entity, Company A had elected to measure its liability awards
subject to FASB ASC Topic 718 at intrinsic value.14 When Company A becomes a public entity, it
should measure the liability awards at their fair value determined in accordance with FASB ASC Topic
718.15 In that reporting period there will be an incremental amount of measured cost for the
difference between fair value as determined under FASB ASC Topic 718 and intrinsic value. For
example, assume the intrinsic value in the period ended December 31, 20X7 was $10 per award. At
the end of the first reporting period ending after January 2, 20X8 (when Company A becomes a public
entity), assume the intrinsic value of the award is $12 and the fair value as determined in accordance
with FASB ASC Topic 718 is $15. The measured cost in the first reporting period after December 31,
20X7 would be $5.16 [SAB Topic 14.B, Footnotes 14 and 15 omitted]
__________________________
16
$15 fair value less $10 intrinsic value equals $5 of incremental cost.
Question 2 above does not explicitly address how the adjustment of the liability balance from intrinsic
value to fair value should be presented in the financial statements. That is, should the effect on net
income resulting from the change be recognized as compensation expense or as the cumulative effect of
a change in accounting principles? Because the change results from the required adoption of a new
measurement principle (fair value rather than intrinsic value), we believe the impact on net income of the
change from intrinsic to fair value measured on the date the company becomes a public entity as defined
in ASC 718 (2 January 20X8) should be recognized as the cumulative effect of a change in accounting
principles. This adjustment is recognized as a reduction in net income consistent with other cumulative
effect adjustments recognized on initial adoption of ASC 718.
Question 4: Upon becoming a public entity, what disclosures should Company A consider in addition to
those prescribed by FASB ASC Topic 718?18
Interpretive response: In the registration statement filed on January 2, 20X8, Company A should
clearly describe in MD&A the change in accounting policy that will be required by FASB ASC Topic 718
in subsequent periods and the reasonably likely material future effects.19 In subsequent filings,
Company A should provide financial statement disclosure of the effects of the changes in accounting
policy. In addition, Company A should consider the applicability of SEC Release No. FR-6020 and
Section V, Critical Accounting Estimates, in SEC Release No. FR- 7221 regarding critical accounting
policies and estimates in MD&A. [SAB Topic 14.B, Footnotes 18 through 21 omitted]
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13.6.1.3
Transition method for companies that went public before the adoption of ASC 718
Assume a calendar year end nonpublic company files a registration statement with the SEC on 1 September
2005, and becomes a public entity on that date (pursuant to the definition of a public entity in ASC 718 and
the additional guidance in SAB Topic 14.B). Prior to becoming a public entity, the company measured its
share-based payments using the minimum value method (for Statement 123 pro forma disclosure
purposes). On 1 January 2006, when the company adopted ASC 718, the company would have nonvested
options that were measured using the minimum value method (i.e., awards granted prior to becoming a
public entity) and nonvested options that were measured using the fair value method (i.e., awards granted
subsequent to becoming a public entity). ASC 718 required public entities to use either the modified
prospective or modified retrospective transition method when adopting ASC 718. Additionally, ASC 718
required nonpublic entities that used the minimum value method to measure the compensation cost
relating to employee stock options to use the prospective transition method. The issue that arose in this
circumstance was which transition method the newly public company should use when it adopts ASC 718.
ASC 718 precluded nonpublic companies that measured the compensation cost of employee stock options
at minimum value from using the modified prospective or modified retrospective transition methods
because the FASB did not believe amounts measured at minimum value should be recognized under
ASC 718. Accordingly, those nonpublic companies were required to adopt ASC 718 using the prospective
method. On the other hand, public companies adopted ASC 718 using either the modified prospective or
modified retrospective transition methods, apparently without any consideration of the fact that some
nonvested awards on the date of adoption might have been measured under Statement 123 using the
minimum value method, which is the case in the above example. Because of the use of two different
measurement methods, none of the three transition methods provided in ASC 718 clearly applied.
We understand that the underlying principle of ASC 718s transition requirements was that on the date
of adoption, nonvested awards measured at minimum value for pro forma disclosure purposes would not
be accounted for under ASC 718 (although, if the company previously adopted Statement 123 for
recognition purposes, those minimum value amounts would have been recognized in the financial
statements and would continue to be recognized after the adoption of ASC 718 using a prospective
method to the extent those awards were not vested on the adoption date), while nonvested awards
measured at fair value would. Accordingly, we believe that this newly public company should have
applied the modified prospective method only to nonvested awards that were granted on or after the
date the company became a public entity (on or after 1 September 2005, in this example) and, therefore,
measured employee stock options at fair value under Statement 123. The unrecognized compensation
cost relating to those awards would be recognized in the financial statements over the remaining
requisite service period subsequent to adopting ASC 718.
The company should have applied the prospective transition method to awards granted prior to
becoming a public company (1 September 2005 in this example) and therefore measured at minimum
value. The unrecognized compensation cost relating to those awards would have been recognized in the
financial statements subsequent to the adoption of ASC 718 using the same accounting principles
(recognition and measurement) originally applied to those awards in the financial statements (either the
minimum value method under Statement 123 if they had used that method for recognition in the
financial statements or the intrinsic value method of Opinion 25 and its related interpretive guidance).
We believe that the modified retrospective transition method was not available to the company described
in this question because it had measured employee stock options using the minimum value method, and
that measurement was not recognized under ASC 718.
The implications of adopting ASC 718 using a combination of modified prospective transition and
prospective transition on the pool of excess tax benefits is discussed in Chapter 21 of our Financial
reporting developments publication, Income taxes.
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13.6.2
Opinion 25 variable awards

Opinion 25 provided that a measurement date for an award of stock-based compensation to an employee
did not occur until both the number of shares and exercise price were known (an exception was provided
for changes in the number of shares resulting from termination of employment). When one or both of
those items were unknown, the award was remeasured until both items were known. This is what was
commonly characterized as variable accounting under Opinion 25. Variable accounting could have
been required under Opinion 25 if performance or market conditions cause a change in the number of
shares or exercise price. Variable accounting could have also resulted under Opinion 25 when an award
provided for cash settlement (sometimes characterized as liability awards) or an option provided for
net share settlement (because the number of shares to be delivered is not fixed).
13.6.2.1
Opinion 25 variable equity awards

On adoption of ASC 718, using the MPT or MRT methods, an equity award that previously was accounted
for as a variable award under Opinion 25 that was not a liability under ASC 718 would no longer be
accounted for as a variable award (unless the award was granted prior to the original effective date of
Statement 123 or the fair value of the award could not be estimated). The grant-date fair value,
determined for purposes of the Statement 123 pro forma disclosures, would have been used to
recognize compensation cost for those awards under ASC 718 as described earlier in this document.
Under the prospective-transition method, equity awards previously accounted for as variable awards
under Opinion 25 would have continued to be accounted for as variable awards (measured at intrinsic
value) under ASC 718 unless those awards were substantively modified after the date of adoption of
ASC 718 (see discussion of modifications in Section 8.10.2).
13.6.2.2
Awards classified as liabilities under Statement 123

Share-based awards classified as liability instruments were accounted for using the intrinsic-value
method under both Opinion 25 and Statement 123 and would have been accounted for by public
companies using the fair-value-based method under ASC 718 (under all three standards, liability awards
must be remeasured until settlement). Under both the MPT and the MRT methods, companies were
required to recognize a cumulative effect of the change in accounting principle, net of any tax effect, to
reflect the difference between the intrinsic value and the fair value of the liability award on the date of
adoption (and, if forfeitures previously were recognized when they occurred, an estimate of forfeitures).
When restating prior periods in accordance with the MRT method, the compensation cost recognized in
prior periods would have been based on the intrinsic value previously reported in the pro forma
disclosures. As discussed in Section 5.5, nonpublic companies can elect to measure liabilities using the
fair-value (or in some cases calculated-value) or intrinsic-value method. For those nonpublic companies
that adopted ASC 718 using the MPT or MRT methods and elect to account for liabilities at intrinsic
value, no adjustment need be made to liabilities granted prior to the adoption date. However, if those
companies elected to account for liabilities using the fair-value method, they should have adjusted
previously granted liabilities to fair value on the adoption date.
For nonpublic companies that adopted ASC 718 using the prospective method, liability awards granted
before the adoption of ASC 718 would have been accounted for based on the companys election under
ASC 718. That is, if the company elected to account for liability awards at fair value or calculated value,
the liability awards that existed on the date of adoption must have been adjusted to fair value or
calculated value, respectively, by recognizing a cumulative effect of a change in accounting principle.
If the company elected to measure liability awards at intrinsic value, it would have continued to account
for liabilities existing on the adoption date at intrinsic value.
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13.6.2.3
Awards classified as equity under Statement 123 but as liabilities under ASC 718
In some circumstances an award may have qualified as an equity award under Statement 123, but was
classified as a liability under ASC 718. This circumstance could have arisen for a share-settled award that
would have been classified as a liability under ASC 480, were it not for the specific scope exclusion in
ASC 480 for stock-based compensation. That scope exclusion was removed in ASC 718.
Under both the MPT and MRT methods, transition for a share-based award that was classified as equity
under Statement 123, but will be classified as a liability under ASC 718, is achieved by recognizing a
liability at its fair value (or portion thereof, if the requisite service has not been rendered). If (1) the fair
value (or portion thereof) of the liability is greater or less than (2) previously recognized compensation
cost for the instrument, the liability should be recognized first, by reducing equity (generally, paid-in
capital) to the extent of such previously recognized cost and second, by recognizing the difference (that
is, the difference between items (1) and (2)) in the income statement, net of any related tax effect, as the
cumulative effect of a change in accounting principle.
If a nonpublic company elected to account for liabilities using the intrinsic value method, the guidance in
the preceding paragraph should be followed, except that the intrinsic value should be substituted for
fair value.
13.6.2.4
Adjustments to capitalized compensation cost

If share-based compensation cost was previously capitalized as part of another asset, an entity should
have considered whether the carrying amount of that asset needed to be adjusted to reflect amounts
calculated as described in the preceding section.
An adjustment to the cost basis of an asset was not required at transition. While we normally would
expect a consistent capitalization policy to be applied, given that any time value recognized on transition
ultimately will be reversed, we generally did not believe it was necessary to capitalize this amount into
the cost of an asset on transition.
13.6.3
Awards granted prior to adoption for which fair value could not be determined
As discussed in Section 3.2.3, Statement 123 provided that if the fair value of an award could not be
estimated at the grant date, the award would be measured using intrinsic value at each reporting date
until such time that the fair value could be reasonably estimated. At that time, the equity instruments
would be measured at fair value (i.e., a final measurement of compensation cost was made when the fair
value became estimable). However, ASC 718 requires that such awards continue to be remeasured
based on intrinsic value at each reporting date until the equity instrument is settled. Awards granted
prior to the adoption of ASC 718 that were remeasured at intrinsic value until settlement would continue
to be measured at intrinsic value until they were settled.
13.6.4
Credits in additional paid-in capital that are available for future deferred tax
asset write-offs
ASC 718 provides that tax benefits resulting from income tax deductions in excess of recognized
compensation expense are recognized in additional paid-in capital. If the tax deductions are less than the
cumulative compensation expense, the write-off of the related excess deferred tax asset is recognized in
the income statement, except to the extent that credits previously have been recognized in additional
paid-in capital for deductions related to past awards accounted for under Statement 123 or ASC 718,
whether recognized in the financial statements or included in pro forma disclosures. The determination
on transition to ASC 718 of the amount of excess tax benefits available for future deferred tax asset
write-offs is discussed in detail in Chapter 21 of our Financial reporting developments publication,
Income taxes.
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13.6.5
Capitalization of compensation cost on transition to ASC 718

ASC 718 does not explicitly address the accounting in transition for costs that were capitalized for
purposes of preparing the pro forma disclosures after adoption of ASC 718. For example, assume a
company that previously applied Opinion 25 to share-based payments to employees was adopting
ASC 718 using the modified-prospective transition method. In calculating pro forma net income and EPS
the company capitalized a portion of pro forma compensation cost into inventory, as they historically
have done with cash compensation paid to those employees. As a result, on the effective date of
ASC 718, there would be an amount of compensation cost effectively capitalized in pro forma
inventory. An issue arises as to whether that pro forma inventory would be recognized in the financial
statements subsequent to the adoption of ASC 718.
On adoption of ASC 718, a company that previously capitalized compensation cost for purposes of its
pro forma disclosures may have followed any one of the following approaches when it adopted ASC 718
using the modified prospective approach:
Recognize as a cumulative effect of the adoption of ASC 718 an adjustment to recognize an asset
(e.g., inventory) equal to compensation cost previously capitalized for purposes of preparing the
pro forma disclosures that had not yet been amortized for purposes of calculating pro forma
earnings (capitalized compensation cost, as well as any related deferred taxes, would be recognized
on the transition date with an offsetting adjustment to additional paid-in capital presented as a
cumulative effect of a change in accounting principle).
Similar to the approach described in the preceding bullet, but do not recognize the pro forma
capitalized compensation cost on the balance sheet on transition. Rather, the company would track
the asset to which the pro forma capitalized cost relates and as that asset affects the income
statement (e.g., as inventory is sold or as a fixed asset is depreciated), any additional amounts that
would have been recognized if the pro forma compensation cost had been capitalized would be
recognized by recording a credit to additional paid-in capital and a debit to the appropriate income
statement account (cost of sales for inventory or depreciation expense for fixed assets, as well as
related tax effects). Essentially, the income statement impact is the same as in the preceding bullet,
but the balance sheet is never adjusted to capitalize the pro forma compensation cost.
Make no transition adjustment for compensation cost previously capitalized for purposes of preparing
the pro forma disclosures. In this circumstance, comparability of the post-transition financial
statements will be affected by the failure to recognize the pro forma capitalized compensation cost.
Under all of the above approaches, compensation cost recognized after the effective date of ASC 718
would be capitalized as appropriate, including compensation cost recognized on awards granted prior to
the adoption of ASC 718 for which the requisite service had not been provided on the adoption date.
That is, for all compensation cost recognized after the adoption of ASC 718 (regardless of the method of
adoption or which of the alternatives described above is selected), the company must evaluate whether
that compensation cost should be capitalized.
It should be noted that the above alternatives only applied if the company previously capitalized
compensation cost for purposes of preparing its pro forma disclosures. If a company previously did not
capitalize share-based payment compensation cost for purposes of preparing its pro forma disclosures
(e.g., if the company concluded that such costs were not material), it was not permitted to adjust
amounts previously reported on adoption to reflect the impact of applying a policy to capitalize
such costs retroactively (unless the previous disclosures were materially misstated, in which case it
would restate those disclosures to correct the error and then be subject to the three alternatives
discussed above).
13
We recommended that companies reevaluate their past capitalization policies carefully, in light of the
SEC staffs guidance on materiality (SAB Topic 1.M), in establishing new policies on adoption of ASC 718.
As discussed in Section 4.1.3, compensation cost may be capitalized in a number of circumstances,
including in connection with:
13.6.6
inventory
internally constructed property, plant, and equipment
loan origination costs
deferred acquisition costs in the insurance industry
direct response advertising costs
capitalized software costs
capitalized exploration costs in the oil and gas industry
mine development costs
costs associated with construction-type and certain production-type contracts
assets, including goodwill, acquired in a business combination
Statement of cash flows

ASC 718 requires that cash savings resulting from excess tax benefits (i.e., the benefit of tax deduction
for a share-based payment that exceeds the recognized compensation cost for that award) be presented
as a financing cash flow (and a corresponding deduction from operating cash flows). The calculation of
excess tax benefits that must be presented as a financing cash flow must be performed on an option-byoption basis. That is, while the credits recognized in additional paid-in capital during a reporting period
may be reduced by write-offs of deferred tax assets to additional paid-in capital (i.e., presented net), the
amount presented in the statement of cash flows as a financing activity is based on a gross calculation
without offset from any deferred tax asset write-offs to additional paid-in capital.
Under Opinion 25 and Statement 123, companies recognized the cash flow effects of these excess tax
benefits in operating cash flows.
Companies that adopted the provisions of ASC 718 using the MPT or prospective method presented the
cash flow statement in accordance with ASC 718 prospectively; that is, for all periods subsequent to the
date of adoption. The cash flow statement for periods prior to the date of adoption would not be restated.
Companies that adopted the provisions of ASC 718 using the MRT method presented the cash flow
statement in accordance with ASC 718 for all periods that were restated.
Additional complexities arose in the calculation of cash flows from excess tax benefits resulting from
awards granted prior to the adoption of ASC 718 for companies that adopted ASC 718 using the partial
modified-retrospective transition method or the modified prospective transition method. Similar to the
measurement of the excess tax benefit available to absorb deferred tax asset write-offs , the excess tax
benefit to be presented as a financing cash flow generally included consideration of the pro forma
deferred tax asset, (except for awards that were fully vested on the date of adoption of ASC 718 if the
company elected to use the alternative method to calculate the initial pool of excess tax benefits described
in Chapter 21 of our Financial reporting developments publication, Income taxes.
13
For an entity that elects the alternative method for calculating the initial pool of excess tax benefits,
excess tax benefits were presented in the statement of cash flows as follows:
For awards that were fully vested at the date of adoption of ASC 718, the entire benefit of a tax
deduction that was realized in accordance with ASC 718-740-25-10 and recognized in equity after
the effective date of ASC 718 should be presented as a cash flow from financing activities and an
operating cash outflow.
For awards that were partially vested at or granted subsequent to the date of adoption of ASC 718,
the existing provisions of ASC 718 should be applied. That is, any excess tax benefit should be
determined as if the entity had always followed a fair-value-based method of recognizing
compensation cost in its financial statements (i.e., considering both the pro forma compensation cost
recognized in the pro forma disclosures and compensation cost recognized in the financial
statements) and should be included as a cash inflow from financing activities and a cash outflow from
operating activities within the statement of cash flows.
Complexities also arose for companies that adopted the provisions of ASC 718 using the prospective
method (i.e., nonpublic entities that previously measured share-based payments for purposes of
Statement 123 using the minimum value method). Specifically, how should those companies have
calculated the excess tax benefits of awards that were granted prior to the effective date of ASC 718 for
purposes of presentation as a financing activity in the statement of cash flows? We believed that such
companies would be required to present all excess tax benefits recognized after the effective date of
ASC 718 as financing activities. Further, we believed those excess tax benefits would be calculated based
on the compensation cost actually recognized in the financial statements (i.e., unlike modified
prospective adopters, they should not include in the calculation compensation cost that has only been
reflected in the pro forma disclosures).
14
Presentation and disclosure
14.1
Presentation
ASC 718s requirement that the compensation cost associated with share-based payments be recognized
in the financial statements (eliminating the pro forma disclosure alternative) was a significant change in
accounting for many companies. However, ASC 718 provides little guidance on how compensation cost
arising from share-based payments should be presented in the financial statements. That guidance is
limited to the balance sheet classification of awards (i.e., liability versus equity, as discussed in Chapter 5)
and guidance indicating that compensation cost should be expensed or capitalized as appropriate (for a
more detailed discussion of capitalizing compensation cost see Section 4.1.3).
14.1.1
Income statement presentation

The SEC staff provided its views on the income statement classification of compensation expense relating
to share-based payments in SAB Topic 14.F:
Excerpt from SAB Topic 14.F
The staff believes Company G should present the expense related to share-based payment
arrangements in the same line or lines as cash compensation paid to the same employees.87 The staff
believes a company could consider disclosing the amount of expense related to share-based payment
arrangements included in specific line items in the financial statements. Disclosure of this information
might be appropriate in a parenthetical note to the appropriate income statement line items, on the
cash flow statement, in the footnotes to the financial statements, or within MD&A. [SAB Topic 14.F,
Footnote 87 omitted]
A variety of practices have developed over the years in which companies highlighted share-based
compensation cost in the statement of operations, including presenting such costs as a single line item,
with a footnote on the face of the statement of operations that indicates to which individual line item the
share-based compensation cost relates. As a result of the guidance in SAB Topic 14.F, we believe that
presentation no longer is appropriate.
14.1.2
Presentation in the statement of cash flows

The grant of equity instruments in exchange for services is a non-cash transaction and, therefore, not
presented in the statement of cash flows (however, non-cash compensation cost should be reflected as an
item reconciling net income to cash flow from operations when using the indirect method for presenting
the statement of cash flows). However, the tax benefits associated with share-based payments and any
cash paid by the employees for those instruments are reflected in the statement of cash flows.
Prior to ASC 718, the cash retained as a result of tax benefits relating to share-based payments was
presented in operating cash flows, along with other tax cash flows. ASC 230 requires that excess tax
benefits relating to share-based payments be presented in the statement of cash flows as financing cash
inflows, with a corresponding operating cash outflow. As indicated in ASC 718-20-55-24, this
presentation is required whether the employer uses the direct or indirect method of presenting cash
flows. Further, ASC 230-10-45-25 requires that the excess tax benefits classified as a reduction of
operating cash flows be reported separately from taxes paid (gross presentation versus net) when
presenting cash flows using the direct method.
14
For companies using the direct method of presenting the statement of cash flows, cash income taxes
paid is disclosed as a separate line item. Because the amount of cash taxes paid reflects the benefit of
excess tax benefits, those excess tax benefits also be must shown as a separate operating cash outflow
so that operating cash flows excludes the effect of excess tax benefits.
For companies using the indirect method of presenting the statement of cash flows, the change in
income taxes payable during the reporting period normally would be included in the reconciliation of net
income to operating cash flows. Because the change in income taxes payable includes the effect of
excess tax benefits, those excess tax benefits also must be shown as a separate operating cash outflow
so that operating cash flows exclude the effect of excess tax benefits.
It should also be noted that the calculation of excess tax benefits that must be presented as a financing
cash flow must be performed on an option-by-option basis. That is, while the credits recognized in
additional paid-in capital during a reporting period may be reduced by write-offs of deferred tax assets to
additional paid-in capital (i.e., presented net), the amount presented in the statement of cash flows as a
financing activity is based on a gross calculation without offset from any deferred tax asset write-offs to
additional paid-in capital. Additional guidance regarding the calculation of these financing cash flows is
provided in Chapter 21 of our Financial reporting developments publication, Income taxes.
See Section 13.6.6 for a discussion of the transition to the presentation of excess tax benefits as
financing activities in the statement of cash flows.
14.2
Disclosure requirements
ASC 718-10-50-1 requires entities to provide disclosures with respect to share-based payments to
employees and nonemployees that satisfy the following objectives:

Disclosure
718-10-50-1
An entity with one or more share-based payment arrangements shall disclose information that enables
users of the financial statements to understand all of the following:
a.
The nature and terms of such arrangements that existed during the period and the potential
effects of those arrangements on shareholders
b.
The effect of compensation cost arising from share-based payment arrangements on the income
statement
c.
The method of estimating the fair value of the goods or services received, or the fair value of the
equity instruments granted (or offered to grant), during the period
d.
The cash flow effects resulting from share-based payment arrangements.
This disclosure is not required for interim reporting. For interim reporting see Topic 270. See Example 9
(paragraph 718-10-55-134 through 55-137) for an illustration of this guidance.
14

Disclosure
505-50-50-1
An entity that acquires goods or services other than employee services in share-based payment
transactions shall provide disclosures similar to those required by paragraphs 718-10-50-1 through
50-2 to the extent that those disclosures are important to an understanding of the effects of those
transactions on the financial statements.
Although ASC 718 appears to take a principles-based approach to disclosure requirements, the
implementation guidance in ASC 718-10-50-2 expands on these requirements and provides several
pages of detailed disclosure requirements described as the minimum information required to achieve
the disclosure objectives described above.

718-10-50-2
The following list indicates the minimum information needed to achieve the objectives in the preceding
paragraph and illustrates how the disclosure requirements might be satisfied. In some circumstances,
an entity may need to disclose information beyond the following to achieve the disclosure objectives:
a.
A description of the share-based payment arrangement(s), including the general terms of awards
under the arrangement(s), such as:
1.
The requisite service period(s) and any other substantive conditions (including those related
to vesting)
2.
The maximum contractual term of equity (or liability) share options or similar instruments
3.
The number of shares authorized for awards of equity share options or other equity
instruments.
b.
The method it uses for measuring compensation cost from share-based payment arrangements
with employees.
c.
For the most recent year for which an income statement is provided, both of the following:
1.
The number and weighted-average exercise prices (or conversion ratios) for each of the
following groups of share options (or share units):
i.
Those outstanding at the beginning of the year
ii.
Those outstanding at the end of the year
iii.
Those exercisable or convertible at the end of the year
iv.
Those that during the year were:

01. Granted
02. Exercised or converted
03. Forfeited
04. Expired.
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2.
The number and weighted-average grant-date fair value (or calculated value for a nonpublic
entity that uses that method or intrinsic value for awards measured pursuant to paragraph
718-10-30-21) of equity instruments not specified in (c)(1), for all of the following groups of
equity instruments:
i.
Those nonvested at the beginning of the year
ii.
Those nonvested at the end of the year
iii.
Those that during the year were:

01. Granted
02. Vested
03. Forfeited.
d.
e.
f.
For each year for which an income statement is provided, both of the following:
1.
The weighted-average grant-date fair value (or calculated value for a nonpublic entity that
uses that method or intrinsic value for awards measured at that value pursuant to
paragraphs 718-10-30-21 through 30-22) of equity options or other equity instruments
granted during the year
2.
The total intrinsic value of options exercised (or share units converted), share-based
liabilities paid, and the total fair value of shares vested during the year.
For fully vested share options (or share units) and share options expected to vest at the date of
the latest statement of financial position, both of the following:
1.
The number, weighted-average exercise price (or conversion ratio), aggregate intrinsic value
(except for nonpublic entities), and weighted-average remaining contractual term of options
(or share units) outstanding
2.
The number, weighted-average exercise price (or conversion ratio), aggregate intrinsic value
(except for nonpublic entities), and weighted-average remaining contractual term of options
(or share units) currently exercisable (or convertible).
For each year for which an income statement is presented, both of the following (An entity that
uses the intrinsic value method pursuant to paragraphs 718-10-30-21 through 30-22 is not
required to disclose the following information for awards accounted for under that method):
1.
A description of the method used during the year to estimate the fair value (or calculated
value) of awards under share-based payment arrangements
2.
A description of the significant assumptions used during the year to estimate the fair value
(or calculated value) of share-based compensation awards, including (if applicable):
i.
Expected term of share options and similar instruments, including a discussion of the
method used to incorporate the contractual term of the instruments and employees
expected exercise and postvesting employment termination behavior into the fair value
(or calculated value) of the instrument.
ii.
Expected volatility of the entitys shares and the method used to estimate it. An entity
that uses a method that employs different volatilities during the contractual term shall
disclose the range of expected volatilities used and the weighted-average expected
14
volatility. A nonpublic entity that uses the calculated value method shall disclose the
reasons why it is not practicable for it to estimate the expected volatility of its share price,
the appropriate industry sector index that it has selected, the reasons for selecting that
particular index, and how it has calculated historical volatility using that index.
iii.
Expected dividends. An entity that uses a method that employs different dividend rates
during the contractual term shall disclose the range of expected dividends used and the
weighted-average expected dividends.
iv.
Risk-free rate(s). An entity that uses a method that employs different risk-free rates shall
disclose the range of risk-free rates used.
v.
Discount for post-vesting restrictions and the method for estimating it.
g.
An entity that grants equity or liability instruments under multiple share-based payment
arrangements with employees shall provide the information specified in paragraph (a) through (f)
separately for different types of awards to the extent that the differences in the characteristics of
the awards make separate disclosure important to an understanding of the entitys use of sharebased compensation. For example, separate disclosure of weighted-average exercise prices (or
conversion ratios) at the end of the year for options (or share units) with a fixed exercise price (or
conversion ratio) and those with an indexed exercise price (or conversion ratio) could be
important. It also could be important to segregate the number of options (or share units) not yet
exercisable into those that will become exercisable (or convertible) based solely on fulfilling a
service condition and those for which a performance condition must be met for the options (share
units) to become exercisable (convertible). It could be equally important to provide separate
disclosures for awards that are classified as equity and those classified as liabilities. In addition,
an entity that has multiple share-based payment arrangements with employees shall disclose
information separately for different types of awards under those arrangements to the extent that
differences in the characteristics of the awards make separate disclosure important to an
understanding of the entitys use of share-based compensation.
h.
For each year for which an income statement is presented, both of the following:
1.
2.
Total compensation cost for share-based payment arrangements

i.
Recognized in income as well as the total recognized tax benefit related thereto
ii.
Capitalized as part of the cost of an asset.
A description of significant modifications, including:

i.
The terms of the modifications
ii.
The number of employees affected
iii.
The total incremental compensation cost resulting from the modifications.
i.
As of the latest balance sheet date presented, the total compensation cost related to nonvested
awards not yet recognized and the weighted-average period over which it is expected to be
recognized
j.
If not separately disclosed elsewhere, the amount of cash received from exercise of share options
and similar instruments granted under share-based payment arrangements and the tax benefit
realized from stock options exercised during the annual period
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k.
If not separately disclosed elsewhere, the amount of cash used to settle equity instruments
granted under share-based payment arrangements
l.
A description of the entitys policy, if any, for issuing shares upon share option exercise (or share
unit conversion), including the source of those shares (that is, new shares or treasury shares). If
as a result of its policy, an entity expects to repurchase shares in the following annual period, the
entity shall disclose an estimate of the amount (or a range, if more appropriate) of shares to be
repurchased during that period.
Appendix D includes an example note to financial statements.
14.3
Interim disclosure requirements

The disclosure requirements described in the preceding section apply only to disclosures in annual
financial statements. ASC 718 does not explicitly require any disclosures relating to share-based
payments in financial statements for interim periods. Rather, when the FASB originally deliberated they
deferred to the disclosure requirements of ASC 270. In particular the FASB discussed that some
respondents said that certain of the minimum disclosures, such as the total amount of compensation
cost, also should be required on a quarterly basis. The Board notes that paragraph 30 of Opinion 28
specifies information to be included in quarterly financial reports, including information about changes in
accounting principles or estimates and significant changes in financial position. The Board concluded that
this Statement should not specify information about share-based compensation arrangements to be
provided quarterly. Rather, entities should look to the general requirements of Opinion 28. The Board
also notes that entities for which share-based compensation cost is significant may wish to provide
additional information, including the total amount of that cost, on a quarterly basis to help users better
understand their quarterly financial reports. (paragraph B239 of Statement 123(R))
Many companies grant a substantial portion of their share-based payments at a single time each year. In
addition to the disclosures described above, we generally believe it would be appropriate for entities for
which those annual grants have a significant effect on the financial statements to provide additional
disclosures contemplated by ASC 718 in the interim period that those annual grants are made.
14.4
Disclosures required for accounting changes

ASC 718-10-55-27 provides that assumptions used to estimate the fair value of equity and liability
instruments granted to employees shall be determined in a consistent manner from period to periodA
change in either the valuation technique or the method of determining appropriate assumptions used in a
valuation technique is a change in accounting estimate for purposes of applying Topic 250, and shall be
applied prospectively to new awards.
The guidance in 718-10-55-27 should not be read to preclude changing assumptions from period to
period when circumstances have changed or a refinement of the methodology used to develop
assumptions is warranted, provided that the changes are believed to provide a better estimate of fair
value. Further, it would not preclude a change in option-pricing model if the new model is expected to
provide a better estimate of fair value (as would normally be the case if a change were made from using a
Black-Scholes-Merton formula to a lattice model).
As previously indicated, a change in either the valuation technique or the method of determining
appropriate assumptions for a valuation technique is a change in accounting estimate for purposes of
applying ASC 250, and should be applied prospectively to new awards (unless, of course, the previous
valuations were materially in error, in which case, the requirements relating to the correction of an error
in ASC 250 must be applied). Accordingly, the disclosures required by ASC 250 must be provided for
14
these changes in estimate. In that regard, we believe companies should disclose the nature of the change
and, if practicable, the effect of the change on income before extraordinary items, net income, and
related per share amounts of the current period, as discussed in ASC 250-10-50-4 (e.g., by disclosing
what the estimates of fair value would have been had the company used the prior methodology, and the
amounts by which current year expense would have differed if the prior methodology had been used).
We believe judgment must be used to determine whether a change represents a refinement to the
methodology that might not require disclosure as a change in accounting estimate (e.g., if the company
begins to add the implied volatilities of longer-term options that recently began to trade to the implied
volatilities of shorter-term options used previously to estimate expected volatility). However, in all cases,
we believe that a change in methodology is appropriate only when the company believes the change will
produce a better estimate of fair value.
In addition to the disclosures required by ASC 250 for changes in estimates, public companies should
consider whether additional disclosure is required in MD&A to the extent that the change in estimate had
a material impact on the companys results of operations.
14.5
Disclosure in managements discussion and analysis

As stated in SEC Release FR-72, the principal objectives of MD&A are to give readers a view of a company
through the eyes of management, to provide the context within which financial information should be
analyzed and to provide information about the quality of, and potential variability of, a companys earnings
and cash flow, so that investors can ascertain the likelihood that past performance is indicative of future
performance. Accordingly, MD&A disclosure should include a discussion of any material share-based
payment transactions that may cause variability in earnings, including significant judgments and estimates
underlying the accounting.
For example, as described below in SAB Topic 14.D, companies should consider disclosure of the method
used to estimate expected volatility within their discussion of critical accounting policies in MD&A.
Companies should also consider providing a sensitivity analysis in their critical accounting policies that
describes the impact of changes in option-pricing model inputs (e.g., expected volatility and expected
term) on the measurement of compensation cost.
Question 5: What disclosures would the staff expect Company B to include in its financial statements
and MD&A regarding its assumption of expected volatility?
Interpretive Response: FASB ASC paragraph 718-10-50-2 prescribes the minimum information needed
to achieve the Topics disclosure objectives.57 Under that guidance, Company B is required to disclose
the expected volatility and the method used to estimate it.58 Accordingly, the staff expects that at a
minimum Company B would disclose in a footnote to its financial statements how it determined the
expected volatility assumption for purposes of determining the fair value of its share options in
accordance with FASB ASC Topic 718. For example, at a minimum, the staff would expect Company B
to disclose whether it used only implied volatility, historical volatility, or a combination of both.
In addition, Company B should consider the applicability of SEC Release No. FR 60 and Section V,
Critical Accounting Estimates, in SEC Release No. FR-72 regarding critical accounting policies and
estimates in MD&A. The staff would expect such disclosures to include an explanation of the method
used to estimate the expected volatility of its share price. This explanation generally should include a
discussion of the basis for the companys conclusions regarding the extent to which it used historical
volatility, implied volatility or a combination of both. A company could consider summarizing its
evaluation of the factors listed in Questions 2 and 3 of this section as part of these disclosures in
MD&A. [SAB Topic 14.D.1, Footnotes 57 and 58 omitted]
14
Nonpublic companies that previously adopted ASC 718 and measured employee stock options using the
calculated-value method or liabilities using the intrinsic value method will be required to measure such
awards based on their fair values after becoming a public company (the change would apply prospectively
to equity awards, and immediately to liability awards). The SEC staffs recommendations for disclosure in
MD&A in those circumstances are described in Section 13.6.1.2.
14.6
Non-GAAP financial measures

Measures that exclude compensation cost resulting from share-based payments are considered nonGAAP financial measures. SEC staff guidance on non-GAAP financial measures can be found in the
Division of Corporation Finances Non-GAAP Financial Measures Compliance and Disclosure
Interpretations (C&DIs). Question 102.03 of the Non-GAAP C&DIs provides further information regarding
the presentation and disclosure of non-GAAP financial measures that exclude recurring items such as
compensation costs resulting from share-based payments.
Non-GAAP C&DI 102.03
Question: Item 10(e) of Regulation S-K prohibits adjusting a non-GAAP financial performance measure
to eliminate or smooth items identified as non-recurring, infrequent or unusual, when the nature of the
charge or gain is such that it is reasonably likely to recur within two years or there was a similar charge
or gain within the prior two years. Is this prohibition based on the description of the charge or gain, or
is it based on the nature of the charge or gain?
Answer: The prohibition is based on the description of the charge or gain that is being adjusted. It
would not be appropriate to state that a charge or gain is non-recurring, infrequent or unusual unless
it meets the specified criteria. The fact that a registrant cannot describe a charge or gain as nonrecurring, infrequent or unusual, however, does not mean that the registrant cannot adjust for that
charge or gain. Registrants can make adjustments they believe are appropriate, subject to Regulation
G and the other requirements of Item 10(e) of Regulation S-K. [Jan. 11, 2010]
When a company presents a non-GAAP financial performance measure that excludes a recurring item
(e.g., income before stock-based compensation), the company would be required to provide the
disclosures specified in Item 10(e) of Regulation S-K that apply to any non-GAAP financial measure.
For example, companies must disclose the reasons why management believes the non-GAAP financial
measure provides useful information to investors regarding the companys financial condition and
results of operations. In no circumstances, would a measure of operating results that excludes
compensation cost for share-based payments be permitted to be presented on the face of the income
statement or in the accompanying notes to the financial statements or in pro forma financial
information under Article 11 of Regulation S-X.
Abbreviations used in this publication

Abbreviation
ASC 230
FASB ASC Topic 230, Statement of Cash Flows
ASC 250
FASB ASC Topic 250, Accounting Changes and Error Corrections
ASC 260
FASB ASC Topic 260, Earnings Per Share
ASC 270
FASB ASC Topic 270, Interim Reporting
ASC 275
FASB ASC Topic 275, Risks and Uncertainties
ASC 320
FASB ASC Topic 320, Investments Debt and Equity Securities
ASC 323
FASB ASC Topic 323, Investments Equity Method and Joint Ventures
ASC 410
FASB ASC Topic 410, Asset Retirement and Environmental Obligations
ASC 480
FASB ASC Topic 480, Debt
ASC 505
FASB ASC Topic 505, Equity
ASC 710
FASB ASC Topic 710, Compensation General
ASC 718
FASB ASC Topic 718, Compensation Stock Compensation
ASC 740
FASB ASC Topic 740, Income Taxes
ASC 805
FASB ASC Topic 805, Business Combinations
ASC 810
FASB ASC Topic 810, Consolidation
ASC 815
FASB ASC Topic 815, Derivatives and Hedging
ASC 820
FASB ASC Topic 820, Fair Value Measurements and Disclosures
ASC 852
FASB ASC Topic 852, Reorganizations
ASC 860
FASB ASC Topic 860, Transfers and Servicing
ASC 946
FASB ASC Topic 946, Financial Services Investment Companies
Abbreviation
Other Authoritative Standards
SAB Topic 14
SEC Staff Accounting Bulletin Topic 14, Share-Based Payment
ASR 268
SEC Accounting Series Release No. 268, Presentation in Financial Statements of

Redeemable Preferred Stocks
Abbreviation
Other Non-Authoritative Standards
FTB 97-1
FASB Technical Bulletin No. 97-1, Accounting under Statement 123 for Certain
Employee Stock Purchase Plans with a Look-Back Option
Guide
AICPA Accounting and Valuation Guide, Valuation of Privately-Held-Company

Equity Securities Issued as Compensation
Interpretation 44
FASB Interpretation No. 44, Accounting for Certain Transactions Involving Stock
Compensation
Issue 00-23
EITF Issue No. 00-23, Issues Related to the Accounting for Stock Compensation
under APB Opinion No. 25 and FASB Interpretation No. 44
Opinion 25
APB Opinion No. 25, Accounting for Stock Issued to Employees
Opinion 28
APB Opinion No. 28, Interim Financial Reporting
Statement 123
FASB Statement No. 123, Accounting for Stock-Based Compensation
Statement 123(R)
FASB Statement No. 123 (revised 2004), Share-Based Payment
Financial reporting developments Share-based payment | A-1
Index of ASC References in this

publication
ASC Paragraph
Section
230-10-45-25
14.1.2
250-10-50-4
7.2.3.2
250-10-50-4
14.4
260-10-45-25
11.2.2.2
Out-of-the-money options for which adjustments to assumed

proceeds results in an in-the-money option
260-10-45-28
11.1
Overview
260-10-45-28A
11.2
Employee stock options the treasury method
260-10-45-28B
11.2
260-10-45-29
11.2
260-10-45-29A
11.2.3
Effect of forfeitures on diluted EPS
260-10-45-30
11.5
260-10-45-31
11.4
Awards that vest or become exercisable based on the achievement

of performance or market conditions
260-10-45-32
11.4
Awards that vest or become exercisable based on the achievement

of performance or market conditions
260-10-45-45
11.5
260-10-45-46
11.5
260-10-45-59A
11.8
260-10-45-60
11.8
260-10-45-60A
11.8
260-10-45-60B
11.8
260-10-45-61
11.8
260-10-45-61A
11.8
260-10-45-62
11.8
260-10-45-62
11.8.1
Determining whether a nonvested share-based payment award is a

participating security
260-10-45-63
11.8
260-10-45-64
11.8
260-10-45-65
11.8
260-10-45-66
11.8
260-10-45-67
11.8
260-10-45-67
11.8.2
260-10-45-68
11.8
260-10-45-68
11.8.2
Financial reporting developments Share-based payment | B-1
Index of ASC References in this publication
ASC Paragraph
Section
260-10-45-68B
11.8
260-10-45-68B
11.8.2
260-10-45-69
11.8
260-10-45-70
11.8
260-10-55-12
11.8.9
260-10-55-23A
11.8
260-10-55-24
11.8
260-10-55-25
11.8
260-10-55-26
11.8
260-10-55-27
11.8
260-10-55-28
11.8
260-10-55-29
11.8
260-10-55-30
11.8
260-10-55-31
11.8
260-10-55-33
11.5
260-10-55-36
11.5
260-10-55-68
11.2.4
260-10-55-69
11.2.4
260-10-55-70
11.2.4
260-10-55-76A
11.8.4
Changes in forfeiture rates
260-10-65-1
3.6.4
260-10-S99-2
5.3.3

subject to other literature
323-10-55-20
2.4.3
323-10-55-21
2.4.3
323-10-55-22
2.4.3
323-10-55-23
2.4.3
323-10-55-24
2.4.3
323-10-55-25
2.4.3
323-10-55-26
2.4.3
480-10-65-1
5.2.2
480-10-S99-1
5.2.3.5
480-10-S99-3A
5.2.3.5
480-10-S99-3A
5.2.3.5.2
480-10-S99-3A
5.2.3.5.3
480-10-S99-3A
5.2.3.5.4
480-10-S99-3A(3)(d) 5.2.3.5.6
Exceptions to the requirements of distinguishing liabilities from equity
480-10-S99-3A(3)(d) 9.5.1.3
480-10-S99-3A(12)
5.2.3.5.2
480-10-S99-3A(15)
5.2.3.5.3
ASC Paragraph
Section
480-10-S99-3A(21)
5.2.3.5.4
505-50-30-5
9.4
505-50-30-6
9.4
505-50-30-11
3.9.1.2
An employee becomes a nonemployee
505-50-50-1
14.2
505-50-55-13
9.6
505-50-55-14
9.6
505-50-S99-1
3.10
Balance sheet presentation of equity awards
505-50-S99-1
9.5.1.1
Balance sheet presentation of nonvested equity instruments
718-10-10-1
3.2.1
718-10-15-3
2.1
718-10-15-4
2.3
Certain transactions with related parties and other economic

interest holders
718-10-15-5
2.1
718-10-15-7
2.1
718-10-25-3
3.7
Nonrecourse notes
718-10-25-4
3.7
Nonrecourse notes
718-10-25-5
3.3.1.1.1
Practical accommodation regarding the concept of mutual

understanding
718-10-25-6
5.2
Criteria for classifying awards as liabilities
718-10-25-7
5.2.2
718-10-25-8
5.2.2
718-10-25-9
5.2.3
718-10-25-9(a)
5.2.3.1
718-10-25-9(a)
5.2.3.3
718-10-25-9(b)
5.2.3.2
Employer has the right to call shares
718-10-25-9(b)
5.2.3.3
718-10-25-10
5.2.3
718-10-25-11
5.2.1.1
Accounting for contingently redeemable options and similar

instruments
718-10-25-12
5.2.1.1

instruments
718-10-25-13
5.2.4
Awards with conditions other than market, performance, or service

conditions
718-10-25-13
5.2.4.1
718-10-25-14
5.2.4.1
718-10-25-14A
5.2.4.1
718-10-25-15
5.2.5
Substantive terms may cause liability classification
718-10-25-15
5.2.5.1
718-10-25-16
5.2.6.1
718-10-25-17
5.2.6.1
ASC Paragraph
Section
718-10-25-18
5.2.6.2
Tendering shares to satisfy minimum statutory withholding

requirements
718-10-25-18
5.2.6.2.1
Hypothetical minimum statutory withholding for ex-patriot

employees
718-10-25-19
5.2.6.2
Tendering shares to satisfy minimum statutory withholding

requirements
718-10-25-19
5.2.6.2.1
Hypothetical minimum statutory withholding for ex-patriot

employees
718-10-25-20
4.4.2
718-10-25-21
4.4
Effect of service, performance, and market conditions on

recognition of compensation cost
718-10-25-22
8.8.1.1
Recognition of payroll taxes on options exchanged in a business

combination
718-10-30-2
3.2.1
718-10-30-3
3.2.2
718-10-30-4
3.2.2
718-10-30-5
3.7
Nonrecourse notes
718-10-30-7
6.5
718-10-30-8
6.5
718-10-30-9
6.5
718-10-30-10
6.3
718-10-30-10
6.3.2
Nontransferability or nonhedgeability after the vesting period
718-10-30-10
6.3.2.2
Impact of nontransferability or nonhedgeability of options
718-10-30-11
6.3.1
Nontransferability and nonhedgeability during the vesting period
718-10-30-12
3.4.1
Overview
718-10-30-14
3.4.1
Overview
718-10-30-14
6.3.3
Market conditions
718-10-30-15
3.4.3.3

718-10-30-15
4.4.4
Service, performance, and market conditions that affect factors

other than vesting or exercisability
718-10-30-17
6.4.2
Stock awards with vesting conditions
718-10-30-19
6.4.3
Stock awards with post-vesting restrictions
718-10-30-20
3.2.4.1
Calculated value
718-10-30-20
6.5.1.1
Use of calculated value
718-10-30-21
3.2.3
718-10-30-21
12.2
718-10-30-22
12.2
718-10-30-23
3.5.1
Reload options
718-10-30-23
6.3.4
Reload features
718-10-30-23
7.4.3
Valuation of awards that contain reload features
718-10-30-24
3.5.2
Contingent features
ASC Paragraph
Section
718-10-30-24
6.3.5
718-10-30-27
3.4.1
Overview
718-10-30-27
4.4.3.3
718-10-35-2
4.1
Overview
718-10-35-3
4.1.2.1
Must estimate the number of instruments for which the requisite

service will be provided
718-10-35-4
3.4.1
Overview
718-10-35-4
4.4.3.3
718-10-35-5
4.2.1
Definition of requisite service period and requisite service
718-10-35-6
4.3.2
Accounting for an award when the service inception date precedes

the grant date
718-10-35-7
4.5
Accounting for changes in the requisite service period
718-10-35-8
4.4.1.4
718-10-35-8
4.4.1.5

terms are not known at the agreement date
718-10-35-9
5.2.2
718-10-35-9
5.3.1
Determining when an award becomes subject to other accounting

literature
718-10-35-10
5.2.2
718-10-35-10
5.3.1
Determining when an award becomes subject to other accounting

literature
718-10-35-11
5.2.2
718-10-35-12
5.2.2
718-10-35-13
9.1.2.2
718-10-35-14
5.2.2
718-10-35-14
5.3.3

subject to other literature
718-10-35-15
5.2.1.1

instruments
718-10-35-15
5.2.5.1
718-10-45-1
11.2.3
Effects of forfeitures on diluted EPS
718-10-50-1
14.2
718-10-50-2
14.2
718-10-55-1
3.2.4.1
Calculated value
718-10-55-4
7.3
718-10-55-5
6.3.2.1
Impact of nontransferability or nonhedgeability of shares
718-10-55-5
7.4.4
718-10-55-6
7.4.4
718-10-55-7
7.4.4
718-10-55-8
6.3.5
718-10-55-10
6.2
ASC Paragraph
Section
718-10-55-10
7.1
Valuation of employee stock options
718-10-55-11
6.2
718-10-55-11
6.3
718-10-55-11
7.2
718-10-55-13
7.3
718-10-55-14
7.2
718-10-55-14
7.3
718-10-55-15
7.2
718-10-55-16
7.2
718-10-55-17
7.2
718-10-55-17
7.2.3
718-10-55-18
7.2
718-10-55-18
7.2.3
718-10-55-19
7.2
718-10-55-19
7.2.3
718-10-55-20
7.2
718-10-55-20
7.2.3.2
718-10-55-21
7.2
718-10-55-22
7.2
718-10-55-23
7.3
718-10-55-24
7.3
718-10-55-25
7.3
718-10-55-27
3.2.4.2
Change from calculated value to fair value
718-10-55-27
6.6
Change in valuation methodology
718-10-55-27
7.2.3.2
718-10-55-27
7.3
718-10-55-27
14.4
718-10-55-28
7.3.4
718-10-55-29
7.3.1
718-10-55-30
7.3.1
718-10-55-31
3.8
Early exercise of employee stock options and similar share purchases
718-10-55-31
7.3.1
718-10-55-32
7.3.1
718-10-55-34
7.3.1
718-10-55-37
7.3.2
Expected stock volatility
718-10-55-37(a)
7.3.2.1
Historical realized volatility
718-10-55-37(a)
7.3.2.1.2
Excluding periods from measurement of historical realized volatility
718-10-55-37(b)
7.3.2.2
Implied volatilities
718-10-55-37(c)
7.3.2.4
Limitations on availability of historical data
718-10-55-37(c)
7.3.2.5
Guideline companies
ASC Paragraph
Section
718-10-55-37(d)
7.3.2.6
Historical data intervals
718-10-55-37(e)
7.3.2.3
Changes in corporate structure and capital structure
718-10-55-42
7.3.3
Expected dividends
718-10-55-44
7.4.8
718-10-55-45
3.6.1
718-10-55-46
7.3.7
Credit risk
718-10-55-47
3.5.2
Contingent features
718-10-55-48
7.3.6
Dilution
718-10-55-49
7.3.6
Dilution
718-10-55-50
7.3.6
Dilution
718-10-55-51
7.4.2.1
718-10-55-52
7.4.2.1
718-10-55-55
7.4.2.1
718-10-55-56
7.4.2.2
How to determine an appropriate industry sector index
718-10-55-57
7.4.2.3
Changing the industry sector index
718-10-55-58
7.4.2.4
How to calculate volatility used in the calculated value
718-10-55-61
4.4
Effect of service, performance, and market conditions on

recognition of compensation cost
718-10-55-62
4.4.5
Multiple conditions
718-10-55-63
4.4.5
Multiple conditions
718-10-55-65
5.2.4
Awards with conditions other than market, performance, or service

conditions
718-10-55-67
4.4.3.2
Deeply out-of-the-money options
718-10-55-77
4.5.1

performance condition
718-10-55-77
4.5.3
Adjusting the requisite service period for awards with a market

condition and a performance or service condition
718-10-55-78
4.5.1

performance condition
718-10-55-79
4.5.5
Changes in the requisite service period that are recorded

prospectively
718-10-55-81
3.3.1.1.2
Substantive terms of the plan
718-10-55-82
3.3.1.4
Must meet the definition of an employee
718-10-55-83
3.3.1.2
Employee begins to benefit from or be adversely affected by a

change in the stock price
718-10-55-85
5.2.3
718-10-55-85
5.2.3.1
718-10-55-86
3.5.2
Contingent features
718-10-55-87
4.4.1.2.1
718-10-55-88
3.9.1.3
An individual ceases to provide substantive service and continues to

vest in an award
718-10-55-88
4.4.1.2.1
ASC Paragraph
Section
718-10-55-90
2.2.3.3
Example awards granted to members of advisory board
718-10-55-91
2.2.3.1
Directors of subsidiaries
718-10-55-93
4.4.2.4.3
Multiple independent performance conditions established at the

inception of the arrangement
718-10-55-94
4.4.2.4.3
Multiple independent performance conditions established at the

718-10-55-95
4.4.2.4.4
Multiple performance conditions established subsequent to the

718-10-55-96
4.4.2.4.5
Performance conditions dependent on satisfaction of previous

performance conditions
718-10-55-98
4.4.1.5

718-10-55-99
4.4.1.5

718-10-55-102
3.4.6
Multiple conditions
718-10-55-102
4.4.5.2

conditions (TARSAP)
718-10-55-103
3.4.6
Multiple conditions
718-10-55-103
4.4.5.2

conditions (TARSAP)
718-10-55-104
4.4.5.2

conditions (TARSAP)
718-10-55-105
4.4.5.2

conditions (TARSAP)
718-10-55-106
4.4.5.2

conditions (TARSAP)
718-10-55-108
3.3.1.3
All necessary approvals must be obtained
718-10-55-108
4.3.1
Service inception date may precede the grant date
718-10-55-108
4.3.1.3
718-10-55-108(a)
4.3.1.3
718-10-55-108(b)
4.3.1.3
718-10-55-108(c)
4.3.1.3
718-10-55-108(c)(1) 4.3.1.3
718-10-55-108(c)(2) 4.3.1.3
718-10-55-111
4.3.3
Service inception date cannot occur prior to obtaining all necessary

approvals
718-10-55-113
4.3.1.1
No substantive service requirement subsequent to the grant date
718-10-55-114
4.3.1.2

grant date
718-10-55-115
4.3.1.2

grant date
718-10-55-116
7.4.6
Tandem plans
718-10-55-117
7.4.6
Tandem plans
ASC Paragraph
Section
718-10-55-118
7.4.6
Tandem plans
718-10-55-119
7.4.6
Tandem plans
718-10-55-120
5.2.3.1
718-10-55-120
7.4.6
Tandem plans
718-10-55-121
5.2.3.1
718-10-55-121
7.4.6
Tandem plans
718-10-55-122
5.2.3.1
718-10-55-122
7.4.6
Tandem plans
718-10-55-123
5.2.3.1
718-10-55-123
7.4.6
Tandem plans
718-10-55-124
5.2.3.1
718-10-55-124
7.4.6
Tandem plans
718-10-55-125
5.2.3.1
718-10-55-125
7.4.6
Tandem plans
718-10-55-126
5.2.3.1
718-10-55-126
7.4.6
Tandem plans
718-10-55-127
5.2.3.1
718-10-55-127
7.4.6
Tandem plans
718-10-55-128
5.2.3.1
718-10-55-128
7.4.6
Tandem plans
718-10-55-129
5.2.3.1
718-10-55-129
7.4.6
Tandem plans
718-10-55-130
5.2.3.1
718-10-55-130
7.4.6
Tandem plans
718-10-55-131
5.2.2.1

value stock purchase plan
718-10-55-131
5.2.3.1
718-10-55-132
5.2.2.1

718-10-55-133
5.2.2.1

718-10-S99-2
2.7

718-20-35-1
3.2.3
718-20-35-2
6.3.5
718-20-35-3
8.1
Accounting for modifications
718-20-35-3
8.2
718-20-35-3
8.3
718-20-35-3
8.4
Modifications that change an awards classification
718-20-35-3
8.4.1
Modification that changes classification from equity to a liability
718-20-35-3
8.6.1
ASC Paragraph
Section
718-20-35-5
8.5
Inducements
718-20-35-6
8.6
718-20-35-7
8.4.3.2
Example Options were nonvested before modification; cash

consideration is vested
718-20-35-7
8.7
718-20-35-7
8.8
718-20-35-8
8.8
718-20-35-9
8.8
718-20-55-2
8.6.1
718-20-55-6
4.4.1.6

service vesting
718-20-55-7
4.4.1.6

service vesting
718-20-55-8
4.4.1.6

service vesting
718-20-55-9
4.4.1.6

service vesting
718-20-55-10
4.4.1.6

service vesting
718-20-55-11
4.4.1.6

service vesting
718-20-55-12
4.4.1.6

service vesting
718-20-55-13
4.4.1.6

service vesting
718-20-55-14
4.4.1.6

service vesting
718-20-55-15
4.4.1.6

service vesting
718-20-55-16
4.4.1.6

service vesting
718-20-55-17
4.4.1.6

service vesting
718-20-55-18
4.4.1.6

service vesting
718-20-55-19
4.4.1.6

service vesting
718-20-55-20
4.4.1.6

service vesting
718-20-55-21
4.4.1.6

service vesting
718-20-55-22
4.4.1.6

service vesting
ASC Paragraph
Section
718-20-55-23
4.4.1.6

service vesting
718-20-55-24
4.4.1.6

service vesting
718-20-55-24
14.1.2
718-20-55-25
4.4.1.4
718-20-55-25
7.3.1.3
718-20-55-26
4.4.2.5
Impact of performance conditions on cost attribution

(accelerated attribution)
718-20-55-26
4.4.3.4
Impact of market conditions on cost attribution

(accelerated attribution)
718-20-55-26
7.3.1.3
718-20-55-27
7.3.1.3
718-20-55-28
4.4.1.6

service vesting
718-20-55-28
7.3.1.3
718-20-55-29
4.4.1.6

service vesting
718-20-55-29
7.3.1.3
718-20-55-30
4.4.1.6

service vesting
718-20-55-30
7.3.1.3
718-20-55-31
4.4.1.6

service vesting
718-20-55-31
7.3.1.3
718-20-55-32
4.4.1.6

service vesting
718-20-55-32
7.3.1.3
718-20-55-33
4.4.1.6

service vesting
718-20-55-33
7.3.1.3
718-20-55-34
4.4.1.6

service vesting
718-20-55-34
7.3.1.3
718-20-55-36
3.4.3.2
Performance conditions that affect vesting (or exercisability) of an

award
718-20-55-36
4.4.2.4.1

718-20-55-37
3.4.3.2
Performance conditions that affect vesting (or exercisability) of an

award
718-20-55-37
4.4.2.4.1

718-20-55-38
4.4.2.4.1

ASC Paragraph
Section
718-20-55-39
4.4.2.4.1

718-20-55-40
4.4.2.2
Compensation cost is recognized if it is probable that the

performance condition will be achieved
718-20-55-40
4.4.2.4.1

718-20-55-42
3.4.3.3

718-20-55-42
4.4.2.4.2
Performance conditions that affect the fair value of instruments that

vest
718-20-55-42
4.4.5.3

performance condition or a market condition
718-20-55-43
3.4.3.3

718-20-55-43
4.4.2.4.2

vest
718-20-55-43
4.4.5.3

718-20-55-44
3.4.3.3

718-20-55-44
4.4.2.4.2

vest
718-20-55-44
4.4.5.3

718-20-55-45
3.4.3.3

718-20-55-45
4.4.2.4.2

vest
718-20-55-45
4.4.5.3

718-20-55-46
3.4.3.3

718-20-55-46
4.4.2.4.2

vest
718-20-55-46
4.4.5.3

718-20-55-48
4.4.2.4
Performance conditions that affect factors other than vesting or

exercisability
718-20-55-50
8.1.1
Modifications to provide for transferability of employee stock

options
718-20-55-52
7.4.5
718-20-55-53
7.4.5
718-20-55-54
7.4.5
718-20-55-55
7.4.5
718-20-55-56
7.4.5
ASC Paragraph
Section
718-20-55-57
7.4.5
718-20-55-58
7.4.5
718-20-55-59
7.4.5
718-20-55-60
7.4.5
718-20-55-70
7.4.5
718-20-55-77
7.4.2.5
718-20-55-78
7.4.2.5
718-20-55-79
7.4.2.5
718-20-55-80
7.4.2.5
718-20-55-81
7.4.2.5
718-20-55-82
7.4.2.5
718-20-55-83
7.4.2.5
718-20-55-85
3.5.2
Contingent features
718-20-55-85
4.4.1.2.2
718-20-55-88
4.4.1.2.2
718-20-55-89
4.4.1.2.2
718-20-55-90
4.4.1.2.2
718-20-55-91
4.4.1.2.2
718-20-55-92
4.4.1.2.2
718-20-55-93
8.1.2.1
718-20-55-94
8.1.2.1
718-20-55-95
8.1.2.1
718-20-55-96
8.1.2.1
718-20-55-97
8.1.2.1
718-20-55-98
8.1.2.2
718-20-55-99
8.1.2.2
718-20-55-100
8.1.2.2
718-20-55-101
8.1.2.2
718-20-55-102
8.1.2.2
718-20-55-104
8.6.3
Original award contains antidilution provisions
718-20-55-104
8.6.3.1
Adjustments in connection with a spinoff
718-20-55-105
8.6.2
718-20-55-106
8.6.2
718-20-55-107
8.2
718-20-55-107
8.3
718-20-55-108
8.3
718-20-55-108
8.7
718-20-55-109
8.2.1
ASC Paragraph
Section
718-20-55-109
8.2.2
718-20-55-109
8.2.3
718-20-55-109
8.2.4
718-20-55-109
8.3
718-20-55-110
8.2.1
718-20-55-110
8.3
718-20-55-111
8.2.1
718-20-55-111
8.3
718-20-55-112
8.2.1
718-20-55-112
8.3
718-20-55-113
8.2.2
718-20-55-113
8.3
718-20-55-114
8.2.2
718-20-55-114
8.3
718-20-55-115
8.2.2
718-20-55-115
8.3
718-20-55-116
8.2.3
718-20-55-116
8.3
718-20-55-117
8.2.3
718-20-55-117
8.3
718-20-55-118
8.2.4
718-20-55-118
8.3
718-20-55-119
8.2.4
718-20-55-119
8.3
718-20-55-123
8.4.1.1
Example modification that changes classification from equity to a

liability that continues to be indexed to employers shares
718-20-55-124
8.4.1.1

718-20-55-124
8.4.3.3

subject to vesting
718-20-55-125
8.4.1.1

718-20-55-126
8.4.1.1

718-20-55-127
8.4.1.1

718-20-55-128
8.4.1.1

718-20-55-129
8.4.1.1

718-20-55-130
8.4.1.1

ASC Paragraph
Section
718-20-55-131
8.4.1.1

718-20-55-132
8.4.1.1

718-20-55-133
8.4.1.1

718-20-55-135
8.4.2.1
Example modification that changes classification from a liability to

equity
718-20-55-136
8.4.2.1

equity
718-20-55-137
8.4.2.1

equity
718-20-55-138
8.4.2.1

equity
718-20-55-144
8.4.1.2
Example Modification that changes classification from equity to a

liability not indexed to the companys shares
718-20-55-144
8.4.3.3

subject to vesting
718-30-30-1
5.1
Measurement objective and measurement date for liabilities
718-30-30-2
5.5
718-30-35-1
3.2.2
718-30-35-2
4.1.4
Recognizing the change in fair value or intrinsic value for certain

awards
718-30-35-2
5.4
718-30-35-3
5.4
718-30-35-3
9.6
718-30-35-4
5.5
718-30-55-2
5.4.1
718-30-55-3
5.4.1
718-30-55-4
5.4.1
718-30-55-5
5.4.1
718-30-55-6
5.4.1
718-30-55-7
5.4.1
718-30-55-8
5.4.1
718-30-55-9
5.4.1
718-30-55-10
5.4.1
718-30-55-11
5.4.1
718-50-05-1
12
718-50-15-1
12
718-50-15-2
12
718-50-25-1
12.1
Noncompensatory plans
718-50-25-1(a)(1)
12.1.1
ASC Paragraph
Section
718-50-25-1(a)(2)
12.1.1
718-50-25-1(a)(2)
12.1.2
Discount does not exceed the estimated issuance costs for a public
offering
718-50-25-2
12.1.4
The plan incorporates no option features
718-50-25-3
12.3
Requisite service period for ESPPs
718-50-30-1
12.2
718-50-30-2
12.2
718-50-30-3
12.2
718-50-35-1
12.4.1
718-50-35-2
12.4.2
Decrease in withholdings
718-50-55-1
12.2
718-50-55-2
12.2
718-50-55-3
12.2
718-50-55-4
12.2
718-50-55-5
12.2
718-50-55-10
12.2
718-50-55-11
12.2
718-50-55-12
12.2
718-50-55-13
12.2
718-50-55-14
12.2
718-50-55-15
12.2
718-50-55-16
12.2
718-50-55-17
12.2
718-50-55-18
12.2
718-50-55-19
12.2
718-50-55-20
12.2
718-50-55-21
12.2
718-50-55-22
12.2
718-50-55-23
12.2
718-50-55-24
12.2
718-50-55-25
12.2
718-50-55-26
12.2
718-50-55-27
12.2
718-50-55-28
12.4.3
Rollover of plan withholdings
718-50-55-29
12.4.1
718-50-55-30
12.4.1
718-50-55-31
12.4.1
718-50-55-32
12.4.1
718-50-55-33
12.4.1
718-50-55-34
12.1.3
Substantially all employees may participate on an equitable basis
ASC Paragraph
Section
718-50-55-35
12.1.1
805-10-55-25(a)
2.7

805-20-55-50
4.4.2.2.1
Performance conditions based on IPOs, change in control and other

liquidity events
805-20-55-50
4.4.5.4

resulting in a specified return to shareholders
805-20-55-51
4.4.2.2.1
Performance conditions based on IPOs, change in control and other

liquidity events
805-20-55-51
4.4.5.4

resulting in a specified return to shareholders
805-20-55-51
5.2.3.5.5
Examples
815-10-45-10
2.5
Awards by an employer based on another companys stock
815-40-15-5A
7.1.1
815-40-15-7
7.1.1
815-40-35-9
9.1.2.2
815-40-55-48
7.1.1
820-10-15-2
6.1
Definition of fair value
IRS Revenue Ruling 87-41 common law

employee guidelines
As discussed in Section 2.2, IRS Revenue Ruling 87-41 provides twenty factors, designed as guidelines,
for determining whether an individual is an employee under the common law rules. Those factors should
be used in determining whether individuals subject to U.S. law54 meet the definition of an employee for
purposes of ASC 718, and are listed below. These factors are also summarized more broadly in IRS
Publication 1779, which can be accessed at www.irs.gov.
1. Instructions A worker who is required to comply with other persons instructions about when,
where, and how he or she is to work is ordinarily an employee. This control factor is present if the
person or persons for whom the services are performed have the right to require compliance with
instructions.
2. Training Training a worker by requiring an experienced employee to work with the worker, by
corresponding with the worker, by requiring the worker to attend meetings, or by using other
methods, indicates that the person or persons for whom the services are performed want the
services performed in a particular method or manner.
3. Integration Integration of the workers services into the business operations generally shows that
the worker is subject to direction and control. When the success or continuation of a business
depends to an appreciable degree upon the performance of certain services, the workers who
perform those services must necessarily be subject to a certain amount of control by the owner of
the business.
4. Services rendered personally If the services must be rendered personally, presumably the person
or persons for whom the services are performed are interested in the methods used to accomplish
the work as well as in the results.
5. Hiring, supervising, and paying assistants If the person or persons for whom the services are
performed hire, supervise, and pay assistants, that factor generally shows control over the workers
on the job. However, if one worker hires, supervises, and pays the other assistants pursuant to a
contract under which the worker agrees to provide materials and labor and under which the worker is
responsible only for the attainment of a result, this factor indicates an independent contractor status.
6. Continuing relationship A continuing relationship between the worker and the person or persons
for whom the services are performed indicates that an employer-employee relationship exists.
A continuing relationship may exist where work is performed at frequently recurring although
irregular intervals.
7. Set hours of work The establishment of set hours of work by the person or persons for whom the
services are performed is a factor indicating control.
54
IRS Revenue Ruling should not be used to determine if individuals subject to the laws of other jurisdictions are common law
employees for purposes of applying the provisions of ASC 718. A reporting entity based in a foreign jurisdiction would determine
whether an employee-employer relationship exists based on the pertinent laws of that jurisdiction.
Financial reporting developments Share-based payment | C-1
IRS Revenue Ruling 87-41 common law employee guidelines
8. Full time required If the worker must devote substantially full time to the business of the person or
persons for whom the services are performed, such person or persons have control over the amount
of time the worker spends working and impliedly restrict the worker from doing other gainful work.
An independent contractor, on the other hand, is free to work when and for whom he or she chooses.
9. Doing work on employers premises If the work is performed on the premises of the person or
persons for whom the services are performed, that factor suggests control over the worker,
especially if the work could be done elsewhere. Work done off the premises of the person or persons
receiving the services, such as at the office of the worker, indicates some freedom from control.
However, this fact by itself does not mean that the worker is not an employee. The importance of this
factor depends on the nature of the service involved and the extent to which an employer generally
would require that employees perform such services on the employers premises. Control over the
place of work is indicated when the person or persons for whom the services are performed have the
right to compel the worker to travel a designated route, to canvass a territory within a certain time,
or to work at specific places as required.
10. Order or sequence set If a worker must perform services in the order or sequence set by the
person or persons for whom the services are performed, that factor shows that the worker is not
free to follow the workers own pattern of work but must follow the established routines and
schedules of the person or persons for whom the services are performed. Often, because of the
nature of an occupation, the person or persons for whom the services are performed do not set the
order of the services or set the order infrequently. It is sufficient to show control, however, if such
person or persons retain the right to do so.
11. Oral or written reports A requirement that the worker submit regular or written reports to the
person or persons for whom the services are performed indicates a degree of control.
12. Payment by hour, week, month Payment by the hour, week, or month generally points to an
employer-employee relationship, provided that this method of payment is not just a convenient way
of paying a lump sum agreed upon as the cost of a job. Payment made by the job or on a straight
commission basis generally indicates that the worker is an independent contractor.
13. Payment of business and/or traveling expenses If the person or persons for whom the services
are performed ordinarily pay the workers business and/or traveling expenses, the worker is
ordinarily an employee. An employer, to be able to control expenses, generally retains the right to
regulate and direct the workers business activities.
14. Furnishing of tools and materials The fact that the person or persons for whom the services are
performed furnish significant tools, materials, and other equipment tends to show the existence of
an employer-employee relationship.
15. Significant investment If the worker invests in facilities that are used by the worker in performing
services and are not typically maintained by employees (such as the maintenance of an office rented
at fair value from an unrelated party), that factor tends to indicate that the worker is an independent
contractor. On the other hand, lack of investment in facilities indicates dependence on the person or
persons for whom the services are performed for such facilities and, accordingly, the existence of an
employer-employee relationship. Special scrutiny is required with respect to certain types of
facilities, such as home offices.
16. Realization of profit or loss A worker who can realize a profit or suffer a loss as a result of the
workers services (in addition to the profit or loss ordinarily realized by employees) is generally an
independent contractor, but the worker who cannot is an employee. For example, if the worker is
subject to a real risk of economic loss due to significant investments or a bona fide liability for
IRS Revenue Ruling 87-41 common law employee guidelines
expenses, such as salary payments to unrelated employees, that factor indicates that the worker is
an independent contractor. The risk that a worker will not receive payment for his or her services,
however, is common to both independent contractors and employees and thus does not constitute a
sufficient economic risk to support treatment as an independent contractor.
17. Working for more than one firm at a time If a worker performs more than de minimis services for a
multiple of unrelated persons or firms at the same time, that factor generally indicates that the
worker is an independent contractor. However, a worker who performs services for more than one
person may be an employee of each of the persons, especially where such persons are part of the
same service arrangement.
18. Making service available to general public The fact that a worker makes his or her services
available to the general public on a regular and consistent basis indicates an independent contractor
relationship.
19. Right to discharge The right to discharge a worker is a factor indicating that the worker is an
employee and the person possessing the right is an employer. An employer exercises control through
the threat of dismissal, which causes the worker to obey the employers instructions. An independent
contractor, on the other hand, cannot be fired so long as the independent contractor produces a
result that meets the contract specifications.
20. Right to terminate If the worker has the right to end his or her relationship with the person for
whom the services are performed at any time he or she wishes without incurring a liability, that
factor indicates an employer-employee relationship.
Required disclosures
Example note to financial statements (required annual disclosures public company)
The implementation guidance in ASC 718 includes the following example Note to Financial Statements,
illustrating how ASC 718s required disclosures may be presented.
It is important to note that the following example note does not illustrate every possible disclosure that
may be required for share-based payment plans. Based on the specific fact pattern in this example, the
following disclosures were not required. However, companies must consider whether these disclosure
requirements are relevant to their share-based payment plans:
Separately present all required disclosures for awards to employees and nonemployees
Separately present all required disclosures for awards classified as equity and awards classified
as liabilities
Any discount for post-vesting restrictions and the method for estimating that discount
Changes in valuation methodologies or assumptions
The amount of cash used to settle equity instruments granted under share-based payments
The accounting policy for the method of recognizing compensation cost for awards with graded vesting
Nonpublic companies must disclose the method for valuing equity awards and liability awards

718-10-55-135
On December 31, 20Y1, the Entity has two share-based compensation plans: The compensation cost
that has been charged against income for those plans was $29.4 million, $28.7 million, and $23.3
million for 20Y1, 20Y0, and 20X9, respectively. The total income tax benefit recognized in the income
statement for share-based compensation arrangements was $10.3 million, $10.1 million, and $8.2
million for 20Y1, 20Y0, and 20X9, respectively. Compensation cost capitalized as part of inventory
and fixed assets for 20Y1, 20Y0, and 20X9 was $0.5 million, $0.2 million, and $0.4 million,
respectively.
718-10-55-136
Case A: Share Option Plan
The Entitys 20X4 employee share option plan, which is shareholder-approved, permits the grant of
share options and shares to its employees for up to 8 million shares of common stock. Entity A
believes that such awards better align the interests of its employees with those of its shareholders.
Option awards are generally granted with an exercise price equal to the market price of Entity As
stock at the date of grant; those option awards generally vest based on 5 years of continuous service
and have 10-year contractual terms. Share awards generally vest over five years. [We would normally
expect companies to disclose whether dividends are paid on unexercised options and whether the
dividends are subject to vesting]. Certain option and share awards provide for accelerated vesting if
there is a change in control (as defined in the employee share option plan).
Financial reporting developments Share-based payment | D-1
The fair value of each option award is estimated on the date of grant using a lattice-based option
valuation model that uses the assumptions noted in the following table. Because lattice-based option
valuation models incorporate ranges of assumptions for inputs, those ranges are disclosed. Expected
volatilities are based on implied volatilities from traded options on Entity As stock, historical volatility
of Entity As stock, and other factors. Entity A uses historical data to estimate option exercise and
employee termination within the valuation model; separate groups of employees that have similar
historical exercise behavior are considered separately for valuation purposes. The expected term of
options granted is derived from the output of the option valuation model and represents the period of
time that options granted are expected to be outstanding; the range given below results from certain
groups of employees exhibiting different behavior. The risk-free rate for periods within the contractual
life of the option is based on the U.S. Treasury yield curve in effect at the time of grant.
20Y1
20Y0
25%-40%
24%-38%
20%-30%
Weighted-average volatility
33%
30%
27%
Expected dividends
1.5%
1.5%
1.5%
5.3-7.8
5.5-8.0
5.6-8.2
6.3%-11.2%
6.0%-10%
5.5%-9.0%
Expected volatility
Expected term (in years)

Risk-free rate
20Y9
A summary of option activity under the employee share option plan as of December 31, 20Y1, and
changes during the year then ended is presented below:
Options
Outstanding at January 1, 20Y1
Granted
Shares
(000)
4,660
WeightedAverage
Exercise
Price
WeightedAverage
Remaining
Contractual
Term
Aggregate
Intrinsic
Value
($000)
$ 42
950
60
(800)
36
(80)
59
Outstanding at December 31, 20Y1
4,730
$ 47
6.5
$ 85,140
[Vested or expected to vest at December 31,

20Y1
4,320
$ 46
6.4
$ 81,255 ]
Exercisable at December 31, 20Y1
3,159
$ 41
4.0
$ 75,816
Exercised
Forfeited or expired
The weighted-average grant-date fair value of options granted during the years 20Y1, 20Y0, and 20X9
was $19.57, $17.46, and $15.90, respectively. The total intrinsic value of options exercised during the
years ended December 31, 20Y1, 20Y0, and 20X9, was $25.2 million, $20.9 million, and $18.1
million, respectively. [The fair value of nonvested shares is determined based on the opening trading
price of the companys shares on the grant date. The weighted-average grant-date fair value of shares
granted during the years 20Y1, 20Y0, and 20X9 was $63.50, 56.00, and $51.25, respectively]
A summary of the status of Entity As nonvested shares as of December 31, 20Y1, and changes during
the year ended December 31, 20Y1, is presented below:
Nonvested Shares
Shares (000)
Weighted-Average
Grant-Date
Fair Value
Nonvested at January 1, 20Y1
980
40.00
Granted
150
63.50
Vested
(100)
35.75
Forfeited
(40)
55.25
Nonvested at December 31, 20Y1
990
43.35
As of December 31, 20Y1, there was $25.9 million of total unrecognized compensation cost related to
nonvested share-based compensation arrangements granted under the employee share option plan.
That cost is expected to be recognized over a weighted-average period of 4.9 years. The total fair
value of shares vested during the years ended December 31, 20Y1, 20Y0, and 20X9, was $22.8
million, $21 million, and $20.7 million, respectively. [Note that this disclosure is provided in the
aggregate for all awards that vest based on service conditions. Disclosure is provided separately for
awards subject to performance vesting.]
During 20Y1, the Entity extended the contractual life of 200,000 fully vested share options held by 10
employees. As a result of that modification, the Entity recognized additional compensation expense of
$1.0 million for the year ended December 31, 20Y1.
718-10-55-137
Case B: Performance Share Option Plan
Under its 20X7 performance share option plan, which is shareholder-approved, each January 1 Entity
A grants selected executives and other key employees share option awards whose vesting is
contingent upon meeting various departmental and company-wide performance goals, including
decreasing time to market for new products, revenue growth in excess of an index of competitors
revenue growth, and sales targets for Segment X. Share options under the performance share option
plan are generally granted at-the-money, contingently vest over a period of 1 to 5 years, depending on
the nature of the performance goal, and have contractual lives of 7 to 10 years. The number of shares
subject to options available for issuance under this plan cannot exceed 5 million.
The fair value of each option grant under the performance share option plan was estimated on the
date of grant using the same option valuation model used for options granted under the employee
share option plan and assumes that performance goals will be achieved. If such goals are not met, no
compensation cost is recognized and any recognized compensation cost is reversed. The inputs for
expected volatility, expected dividends, and risk-free rate used in estimating those options fair value
are the same as those noted in the table related to options issued under the employee share option
plan. The expected term for options granted under the performance share option plan in 20Y1, 20Y0,
and 20X9 is 3.3 to 5.4 years, 2.4 to 6.5 years, and 2.5 to 5.3 years, respectively.
A summary of the activity under the performance share option plan as of December 31, 20Y1, and
changes during the year then ended is presented below:
Performance Options
Outstanding at January 1, 20Y1
Granted
Shares
(000)
2,533
WeightedAverage
Exercise
Price
$ 44
995
60
Exercised
(100)
36
Forfeited
(604)
59
WeightedAverage
Remaining
Contractual
Term
Outstanding at December 31, 20Y1
2,824
$ 47
7.1
[Vested or expected to vest at December 31, 20Y1
2,051
$ 46
936
$ 40
5.3
Exercisable at December 31, 20Y1
Aggregate
Intrinsic
Value
($000)
$ 50,832
$ 39,500 ]
$ 23,400
The weighted-average grant-date fair value of options granted during the years 20Y1, 20Y0, and
20X9 was $17.32, $16.05, and $14.25, respectively. The total intrinsic value of options exercised
during the years ended December 31, 20Y1, 20Y0, and 20X9, was $5 million, $8 million, and $3
million, respectively. As of December 31, 20Y1, there was $16.9 million of total unrecognized
compensation cost related to nonvested share-based compensation arrangements granted under the
performance share option plan; that cost is expected to be recognized over a period of 4.0 years.
Cash received from option exercise under all share-based payment arrangements for the years ended
December 31, 20Y1, 20Y0, and 20X9, was $32.4 million, $28.9 million, and $18.9 million,
respectively. The actual tax benefit realized for the tax deductions from option exercise of the sharebased payment arrangements totaled $11.3 million, $10.1 million, and $6.6 million, respectively, for
the years ended December 31, 20Y1, 20Y0, and 20X9.
Entity A has a policy of repurchasing shares on the open market to satisfy share option exercises and
expects to repurchase approximately 1 million shares during 20Y2, based on estimates of option
exercises for that period.
Example note to financial statements (required annual disclosures nonpublic company)
The previous example illustrated how ASC 718s required annual disclosures might be presented for a
public company. A nonpublic company that uses the calculated value method to measure compensation
cost must provide additional details regarding how it values its share-based payments and the volatility
assumptions used to estimate calculated value. The following is an example of the disclosures a
nonpublic company might provide regarding its use of the calculated value method to value stock
options. The disclosure is based on the fact pattern in ASC 718-20-55-77 through 55-83.
The company estimates the value of its stock options using the calculated value on the grant date. The
company measures compensation cost of employee stock options based on the calculated value instead
of fair value because it is not practical to estimate the volatility of its share price. The company does not
maintain an internal market for its shares and its shares are rarely traded privately. The company has not
issued any new equity or convertible debt instruments in several years and has not been able to identify
any similar public entities. The calculated value method requires that the volatility assumption used in an
option-pricing model be based on the historical volatility of an appropriate industry sector index.
The company uses the Black-Scholes-Merton formula to estimate the calculated value of its share-based
payments. The volatility assumption used in the Black-Scholes-Merton formula is based on the volatility
of the Dow Jones Small Cap Medical Equipment Index. The company calculated the historical volatility of
that index using the daily closing total returns for that index for the five years immediately prior to
January 1, 20X5.
[Note that the disclosures regarding all other assumptions used in the option-pricing model would be
similar to the information disclosed in the preceding public company example.]
As noted in Section 3.2.4.1 we believe that it will be uncommon that a company will be able to identify an
appropriate industry sector index (as above) and not be able to identify similar entities within that index
on which to base an estimate of its own share price volatility (and therefore be required to use fair value).
Building a lattice model

A lattice model is not an equation or a formula, but is instead a framework for calculating the fair value of an
option using discounted cash flows. A lattice model is a flexible, iterative approach to valuation that can
better capture the valuation impact of the unique aspects of employee stock options than the Black-ScholesMerton formula. To create a lattice model, a tree whose branches represent alternative future stock-price
movements is created. Those stock-price paths are then used to calculate the value of the option. To
illustrate how a lattice model is used, we will first develop a simple lattice model with just a few nodes that
does not differ in essence from a Black-Scholes-Merton valuation. 55 We will then illustrate how the lattice
model can be augmented to incorporate a more robust set of assumptions as discussed in Chapter 7.
Assume that a stock option is issued with an exercise price of $10 and that the stock price on the grant
date is $10. For purposes of this example, we will assume a constant volatility (30%) and risk-free rate
(5%) although, as we will discuss later, those static assumptions may be less appropriate assumptions
when valuing a longer-term stock option. We will also assume that the grantor pays no dividends on its
stock. Finally, we will assume that the term of the option is five years and will set the period between
nodes at six months.
At t = 0 (the grant date), the lattice is started at the grant-date stock price ($10 in our example). At each
node, two possible price changes (one increase and one decrease) are computed based on the stocks
volatility. The two new stock prices are computed as follows:
Upward movements are calculated as u = et where
= annualized volatility
t = time between nodes
(based on a fraction of a year)
Downward movements are calculated as d = 1/u
Therefore, we calculate the upward movement as:
u = e.30 .5 = 1.236
So the price at S1,1 = $10 1.236 = $12.36
We calculate the downward movement as:
d = 1/1.236 = 0.809
So the price at S1,0 = $10 0.809 = $8.09
Accordingly, the stock price moves from S0,0 to S1,0 and S1,1 as follows:
$12.36 (S1,1)
$10.00 (S0,0)
$ 8.09 (S1,0)
This process of expanding the tree continues in the same fashion at each node, until the end of the
contractual term is reached. The tree of stock-price movements is illustrated in Exhibit E.1.
55
The relevant difference between the two is the specification of a very small number of nodes in the lattice model. This
specification is for illustration purposes only.
Financial reporting developments Share-based payment | E-1
Exhibit E.1 Stock-price tree

One of the advantages of a lattice model is its ability to depict a large number of possible future paths of
stock prices over the life of the option. In our example above (used for illustration purposes only) the
specification of a six-month interval between nodes provides an inappropriately narrow description of
future price paths. As the length of the period between nodes decreases, the description of future stockprice movements becomes richer and the estimate of value more accurate. 56
In addition to specifying the time between nodes, the lattice model specifies the probabilities that the
price will increase or decrease at any given node. As discussed above, if a large number of short periods
between nodes is specified, then the lattice model already accurately describes the evolution of stock
prices. Therefore, no additional accuracy is achieved by setting the probabilities of an up or a down
movement in stock price at anything other than and at every node.
Note that in the tree in Exhibit E.1, an upward price movement followed by a downward movement
results in the same end price as a downward movement followed by an upward movement. This
recombining characteristic of the stock-price tree results from the constant volatility assumption and
greatly simplifies the valuation task at hand. In the example above there are 66 (1+2+3++9+10+11)
individual nodes. Were a more complex tree specified in which the branches do not recombine, there
would be 2047 (211 1) nodes. If a tree were specified for a 10-year option with two periods per month,
then in the case of a recombining tree there would be 29,161 nodes and in the case of a nonrecombining tree there would be (2241-1) nodes! Alternative assumptions that lead to the construction of
a tree that does not recombine are discussed further below.
The computing power required to analyze a non-recombining tree of the magnitude described above
(i.e., with (2241-1) nodes) does not exist. However, a lattice model can be simulated (e.g., using Monte
Carlo simulation software) in a way that randomly samples a very large number of individual stock-price
paths (i.e., branches of the tree). The values calculated for each of these paths are then used to calculate
the value of the stock option.
After the stock-price tree is developed, the option must be valued at each node in the tree in a process
characterized as backward induction. In this process, we start at the end of the tree (at t = 10 in our
example) and calculate the value at each node. The calculation of value at those end nodes is simple
because the option is expiring and, therefore, the fair value of the option is equal to its intrinsic value if
the intrinsic value is positive (e.g. nodes S10,10 through S10,6) and zero if it is negative (e.g. nodes S10,5
through S10,0). For example, the stock prices at nodes S10,10 and S10,4 are $83.42 and $6.54,
respectively. Because the options exercise price is $10, the options intrinsic values at nodes S10,10 and
S10,4 are $73.42 and $0, respectively (see Exhibit E.2 below).
The next step is to calculate the value of the option at node S9,9. To do this, we must calculate the
present value at t = 9 of the two possible outcomes at t = 10, S10,10 and S10,9, based on their relative
probabilities of occurring and a discount rate equal to the risk-free rate.
In our example price tree, we have not incorporated an upward drift in stock price resulting from the
upward pressure of interest rates. One way to incorporate the impact of interest rates is to adjust the
probabilities associated with possible up or down movements from any node away from , so that the
probability of an increase (decrease) in stock price is greater (less than) . This change in the
probabilities serves to increase the overall valuation in accordance with the positive upward drift of stock
prices. The new probability values are calculated as follows:
Upward price movement probability = pu = (a-d)/(u-d)
where a = ert
56
Exact equivalence between a Black-Scholes calculation and a lattice model calculation (under identical static assumptions) is
achieved when the time between nodes approaches zero.
Downward price movement = pd = 1- pu

If the risk-free rate were 5% we would calculate the probability of an upward price movement as (note
that the calculations of u and d were illustrated earlier in this section):
pu = (e(.05)(0.5) 0.809) / (1.236 0.809) = 0.506
and the probability of a downward price movement as:
pd = 1 0.506 = 0.494
The discount factor is given by:
e(.05)(0.5) = 1.025
The options discounted present value at node S9,9 is therefore the greater of zero and:
[(pu S10,10 ) + (pd S10,9 )] / ert = [(0.506 $73.42) + (0.494 $44.58)] / 1.025 = $57.72
Assuming that no early exercise takes place, the expected value computation process (backward
induction) continues until the value at S0,0, as illustrated in Exhibit E.2, has been determined. Throughout
the following discussion we will refer to the example illustrated in Exhibit E.2 as the basic example.
Exhibit E.2 Stock-Price and Value Tree
Assumptions
Strike price
Exercise price
Term
Volatility
Interest rate
Dividend yield
Stock price
Option FV
Years
10.00
10.00
5 years
30%
5%
0%
S0,0
10.00
3.54
0.0
S1,1
12.36
5.22
S1,0
8.09
1.99
0.5
S2,2
15.28
7.55
S2,1
10.00
3.10
S2,0
6.54
0.96
1.0
S3,3
18.90
10.69
S3,2
12.36
4.72
S3,1
8.09
1.59
S3,0
5.29
0.35
1.5
S4,4
23.36
14.80
S4,3
15.28
7.01
S4,2
10.00
2.60
S4,1
6.54
0.64
S4,0
4.28
0.08
2.0
S5,5
28.88
20.06
S5,4
18.90
10.16
S5,3
12.36
4.14
S5,2
8.09
1.15
S5,1
5.29
0.16
S5,0
3.46
0.00
2.5
S6,6
35.71
26.66
S6,5
23.36
14.31
S6,4
15.28
6.42
S6,3
10.00
2.02
S6,2
6.54
0.31
S6,1
4.28
0.00
S6,0
2.80
0.00
3.0
S7,7
44.15
34.87
S7,6
28.88
19.61
S7,5
18.90
9.62
S7,4
12.36
3.47
S7,3
8.09
0.64
S7,2
5.29
0.00
S7,1
3.46
0.00
S7,0
2.27
0.00
3.5
S8,8
54.58
45.07
S8,7
35.71
26.20
S8,6
23.36
13.85
S8,5
15.28
5.77
S8,4
10.00
1.29
S8,3
6.54
0.00
S8,2
4.28
0.00
S8,1
2.80
0.00
S8,0
1.83
0.00
4.0
S9,9
67.48
57.72
S9,8
44.15
34.39
S9,7
28.88
19.13
S9,6
18.90
9.14
S9,5
12.36
2.61
S9,4
8.09
0.00
S9,3
5.29
0.00
S9,2
3.46
0.00
S9,1
2.27
0.00
S9,0
1.48
0.00
4.5
S10,10
83.42
73.42
S10,9
54.58
44.58
S10,8
35.71
25.71
S10,7
23.36
13.36
S10,6
15.28
5.28
S10,5
10.00
0.00
S10,4
6.54
0.00
S10,3
4.28
0.00
S10,2
2.80
0.00
S10,1
1.83
0.00
S10,0
1.20
0.00
5.0
Additional complexities of using a lattice model to value employee stock options

The lattices reproduced in Exhibits E.1 and E.2 are very simple. In this section we discuss refinements of
the lattice model that illustrate the models ability to incorporate a rich set of assumptions that can
enhance the accuracy of the valuation of employee stock options. Below, we discuss alternative
assumptions regarding volatility, dividends, and the turnover and exercise behavior of option holders.
Modeling volatility in a lattice
There are a number of assumptions with respect to volatility that would result in a more complex, nonrecombining tree. For instance, assuming a term structure of volatility or a path dependence of volatility
will cause the tree to fail to recombine.
There is evidence that the implied volatility of an option depends on its term to expiration and, in
particular, that short term options often exhibit higher volatility than similar options with longer terms.
Therefore, the volatility used to define price movements at the earlier nodes of the tree (corresponding
to longer terms to expiration) may be specified to be different than the volatilities used in the later
portions of the tree. Returning to our simple example above, suppose that at the second time period, the
volatility was 31% instead of 30%. Then the nodes of the tree corresponding to the first two periods
would differ from the basic example.
Exhibit E.3 Term structure of volatility
Modeling dividends in a lattice
For holders of options on dividend-paying stocks, the options generally must be exercised to entitle the
holder to the dividends. Therefore, there is a cost to option holders of holding the option that
corresponds to the dividend payments foregone. To reflect this cost in the value tree, the probabilities
associated with upward and downward movements in the stock price are adjusted in a manner similar to
the adjustment made to reflect the general upward drift of stock prices resulting from interest rates.
Unlike interest rates, however, dividends lower the options value through the dividend foregone relative
to the increase associated with the interest rate drift as follows:
Upward price movement probability =
pu = (a/v-d)/(u-d)
where
v = eqt and q is the annual dividend yield
Downward price movement = pd = 1- pu
Therefore, if the risk-free rate were 5% and the dividend yield were 1%, we calculate the probability of an
upward price movement as:
pu =((e(.05)(0.5)/e(.01)(0.5)) 0.809)/(1.236 0.809) = 0.494
and the probability of a downward price movement as:
pd = 1 0.494 = 0.506
The discount factor is again given by:
e(.05)(0.5) = 1.025
The options discounted present value at node S9,9 is therefore the maximum of zero and:
[(0.494 $73.42) + (0.506 $44.58)]/1.025 = $57.39
Assuming as before that no early exercise takes place, the expected value computation process
continues until the value at S0,0, as illustrated in Exhibit E.4, has been determined.
Exhibit E.4 Stock-price and value tree assuming a dividend yield of 1%

Assumptions
Strike price
Exercise price
Term
Volatility
Interest rate
Dividend yield
Stock price
Option FV
Years
10.00
10.00
5 years
30%
5%
1%
S0,0
10.00
3.17
0.0
S1,1
12.36
4.76
S1,0
8.09
1.77
0.5
S2,2
15.28
7.00
S2,1
10.00
2.81
S2,0
6.54
0.85
1.0
S3,3
18.90
10.06
S3,2
12.36
4.36
S3,1
8.09
1.44
S3,0
5.29
0.31
1.5
S4,4
23.36
14.11
S4,3
15.28
6.60
S4,2
10.00
2.40
S4,1
6.54
0.58
S4,0
4.28
0.07
S5,5
28.88
19.34
S5,4
18.90
9.71
S5,3
12.36
3.89
S5,2
8.09
1.05
S5,1
5.29
0.14
S5,0
3.46
0.00
2.0
2.5
S6,6
35.71
25.95
S6,5
23.36
13.85
S6,4
15.28
6.14
S6,3
10.00
1.89
S6,2
6.54
0.29
S6,1
4.28
0.00
S6,0
2.80
0.00
3.0
S7,7
44.15
34.21
S7,6
28.88
19.18
S7,5
18.90
9.34
S7,4
12.36
3.32
S7,3
8.09
0.59
S7,2
5.29
0.00
S7,1
3.46
0.00
S7,0
2.27
0.00
3.5
S8,8
54.58
44.52
S8,7
35.71
25.84
S8,6
23.36
13.62
S8,5
15.28
5.62
S8,4
10.00
1.23
S8,3
6.54
0.00
S8,2
4.28
0.00
S8,1
2.80
0.00
S8,0
1.83
0.00
4.0
S9,9
67.48
57.39
S9,8
44.15
34.17
S9,7
28.88
18.99
S9,6
18.90
9.05
S9,5
12.36
2.55
S9,4
8.09
0.00
S9,3
5.29
0.00
S9,2
3.46
0.00
S9,1
2.27
0.00
S9,0
1.48
0.00
4.5
S10,10
83.42
73.42
S10,9
54.58
44.58
S10,8
35.71
25.71
S10,7
23.36
13.36
S10,6
15.28
5.28
S10,5
10.00
0.00
S10,4
6.54
0.00
S10,3
4.28
0.00
S10,2
2.80
0.00
S10,1
1.83
0.00
S10,0
1.20
0.00
5.0
The above valuation represents a 10.5% decrease from the $3.54 value calculated in the basic example
in which the dividend yield is assumed to be zero.
Modeling post-vesting termination behavior in a lattice
A rate of turnover of option holders can be specified in the lattice model. Post-vesting terminations 57 will
lower the value of the option since they represent early exercise if the option is in the money at the time
of termination and expiration (i.e. zero value) if the option is out of the money at the time of termination.
To incorporate post-vesting terminations into the valuation model, we incorporate the probability that an
option holder terminates at any given node into the options discounted present value at that node as
follows (building on the basic example):
Let g denote the termination rate per period. Then the options discounted present value at node S9,9 is
the maximum of zero and:
(1-g) [(pu S10,10 ) + (pd S10,9 )]/ert + g (max(intrinsic value, 0))
57
Exhibit E.4 assumes that the option is fully vested on the grant date. Pre-vesting terminations are addressed in Exhibit E.5. These
terminations are not considered in the valuation of employee stock options, but instead determine the number of options for
which compensation cost is recognized. See further discussion in Section 3.4.
The first term in the above equation denotes the options discounted present value at node S9,9 (as
before) multiplied by the proportion of option holders who remain at t = 9. Note that if g = 0 then there
would be no change from the previous calculation. The second term represents the value of the option at
node S9,9 multiplied by the proportion of employees who terminate at t = 9. Note that the value at t = 9
for those who terminate is the greater of the options intrinsic value and zero (because the departing
employee either exercises an in-the-money option or forfeits an out-of-the-money option).
If the termination rate = 7% per year, then this calculation gives:
(1-0.035) [(0.506 $73.42) + (0.494 $44.58)]/1.025 + 0.035 (max($67.48 $10.00,0))= $57.71
Assuming as before that no other early exercise takes place except early exercise associated with an
option holders termination, the expected value computation process continues until the value at S0,0, as
illustrated in Exhibit E.5, has been determined:
Exhibit E.5 Stock-price and value tree assuming an annual departure rate of 7%
Assumptions
Strike price
10.00
Exercise price
10.00
Term
5 years
Volatility
30%
Interest rate
5%
Dividend yield
0%
Termination rate
7%
Stock price
Option FV
Years
S0,0
10.00
3.08
0.0
S1,1
12.36
4.81
S1,0
8.09
1.69
0.5
S2,2
15.28
7.23
S2,1
10.00
2.76
S2,0
6.54
0.80
1.0
S3,3
18.90
10.45
S3,2
12.36
4.43
S3,1
8.09
1.39
S3,0
5.29
0.29
1.5
S4,4
23.36
14.63
S4,3
15.28
6.81
S4,2
10.00
2.38
S4,1
6.54
0.55
S4,0
4.28
0.06
2.0
S5,5
28.88
19.94
S5,4
18.90
10.03
S5,3
12.36
3.98
S5,2
8.09
1.03
S5,1
5.29
0.13
S5,0
3.46
0.00
2.5
S6,6
35.71
26.58
S6,5
23.36
14.23
S6,4
15.28
6.32
S6,3
10.00
1.89
S6,2
6.54
0.28
S6,1
4.28
0.00
S6,0
2.80
0.00
3.0
S7,7
44.15
34.82
S7,6
28.88
19.56
S7,5
18.90
9.57
S7,4
12.36
3.40
S7,3
8.09
0.59
S7,2
5.29
0.00
S7,1
3.46
0.00
S7,0
2.27
0.00
3.5
S8,8
54.58
45.04
S8,7
35.71
26.17
S8,6
23.36
13.82
S8,5
15.28
5.75
S8,4
10.00
1.24
S8,3
6.54
0.00
S8,2
4.28
0.00
S8,1
2.80
0.00
S8,0
1.83
0.00
4.0
S9,9
67.48
57.71
S9,8
44.15
34.38
S9,7
28.88
19.12
S9,6
18.90
9.13
S9,5
12.36
2.60
S9,4
8.09
0.00
S9,3
5.29
0.00
S9,2
3.46
0.00
S9,1
2.27
0.00
S9,0
1.48
0.00
4.5
S10,10
83.42
73.42
S10,9
54.58
44.58
S10,8
35.71
25.71
S10,7
23.36
13.36
S10,6
15.28
5.28
S10,5
10.00
0.00
S10,4
6.54
0.00
S10,3
4.28
0.00
S10,2
2.80
0.00
S10,1
1.83
0.00
S10,0
1.20
0.00
5.0
The above valuation represents a 13% decrease from the $3.54 value calculated in the basic example in
which turnover is assumed to be zero.
The option valuation may be further refined by incorporating vesting requirements associated with the
option. ASC 718 does not permit the incorporation of pre-vesting forfeitures into the estimate of the
value (i.e., the price) of employee stock options. Therefore, the valuation must assume no such
forfeitures. However, exercise or expiration due to termination would be incorporated into the estimate
of value for options that have vested as described above. Accordingly, at any node, we would first
determine whether the option has vested and then value it appropriately as follows:
If the option has vested then there is no change from Exhibit E.5 above and the value at the node is:
(1-g) [(pu S10,10 ) + (pd S10,9 )] / ert + g (max(intrinsic value, 0))
If the option has not vested, then the value at the node is simply
[(pu S10,10 ) + (pd S10,9 )] / ert
Adding a 1-year cliff-vesting feature to the option valuation with a 7% departure rate increases the
valuation by 8.1%.
Exhibit E.6 Stock-price and value tree assuming an annual departure rate of 7% and one-year
cliff vesting
Assumptions
Strike price
10.00
Exercise price
10.00
Term
5 years
Volatility
30%
Interest rate
5%
Dividend yield
0%
7%
Termination rate
Vesting
1 year cliff
Stock price
Option FV
Years
S0,0
10.00
3.33
0.0
S1,1
12.36
4.98
S1,0
8.09
1.81
0.5
S2,2
15.28
7.30
S2,1
10.00
2.86
S2,0
6.54
0.83
1.0
S3,3
18.90
10.45
S3,2
12.36
4.43
S3,1
8.09
1.39
S3,0
5.29
0.29
1.5
S4,4
23.36
14.63
S4,3
15.28
6.81
S4,2
10.00
2.38
S4,1
6.54
0.55
S4,0
4.28
0.06
2.0
S5,5
28.88
19.94
S5,4
18.90
10.03
S5,3
12.36
3.98
S5,2
8.09
1.03
S5,1
5.29
0.13
S5,0
3.46
0.00
2.5
S6,6
35.71
26.58
S6,5
23.36
14.23
S6,4
15.28
6.32
S6,3
10.00
1.89
S6,2
6.54
0.28
S6,1
4.28
0.00
S6,0
2.80
0.00
3.0
S7,7
44.15
34.82
S7,6
28.88
19.56
S7,5
18.90
9.57
S7,4
12.36
3.40
S7,3
8.09
0.59
S7,2
5.29
0.00
S7,1
3.46
0.00
S7,0
2.27
0.00
3.5
S8,8
54.58
45.04
S8,7
35.71
26.17
S8,6
23.36
13.82
S8,5
15.28
5.75
S8,4
10.00
1.24
S8,3
6.54
0.00
S8,2
4.28
0.00
S8,1
2.80
0.00
S8,0
1.83
0.00
4.0
S9,9
67.48
57.71
S9,8
44.15
34.38
S9,7
28.88
19.12
S9,6
18.90
9.13
S9,5
12.36
2.60
S9,4
8.09
0.00
S9,3
5.29
0.00
S9,2
3.46
0.00
S9,1
2.27
0.00
S9,0
1.48
0.00
4.5
S10,10
83.42
73.42
S10,9
54.58
44.58
S10,8
35.71
25.71
S10,7
23.36
13.36
S10,6
15.28
5.28
S10,5
10.00
0.00
S10,4
6.54
0.00
S10,3
4.28
0.00
S10,2
2.80
0.00
S10,1
1.83
0.00
S10,0
1.20
0.00
5.0
In comparing Exhibits E.5 and E.6, the only changes in value are at the nodes in times 1 and 2 which
represent the pre-vesting period. Note that the 7% turnover estimate would be incorporated into the
recognition of compensation cost because only 93% of the measured fair value of the awards would be
recognized as compensation cost. However, unlike the assumptions used in the valuation of the options,
the estimated forfeiture rate is ultimately adjusted to actual so that compensation cost is only recognized
for those awards for which the employees have provided the requisite service. Said another way,
compensation cost is measured as the price of the award (P) multiplied by the quantity (Q). P is not
subsequently adjusted, but Q is. For example, assume 1,000 options were granted with a fair value per
option of $3.33. We originally expect that 7% of the options will be forfeited and, accordingly, begin to
recognize $3,096.90 ($3.33 1,000 (1 .07)) in compensation cost. Ultimately, only 900 options
vest. Accordingly, compensation cost of $2,997 ($3.33 900) would be recognized.
Modeling exercise behavior in a lattice
Employee-exercise behavior can be specified in many ways in a lattice model. For instance, blackout
periods during which certain option holders may not trade shares (and therefore may be less likely to
exercise options) can be incorporated into a lattice model by simply specifying in the value tree that no
exercise takes place at the nodes corresponding to those periods. Rules can be specified that relate
exercise behavior to the options moneyness (i.e., the amount of intrinsic value in the option), to changes
in moneyness over a prior period, to the options vesting, or the options coming into the money after a
period of being out-of-the-money, and so on.
For illustrative purposes, consider a simple exercise rule whereby all option holders exercise their options
if the stock price achieves a 1.5x multiple of the exercise price. Building on the example illustrated in
Exhibit E.6, our valuation rules become:
If the option has vested and Si,j > $15, then the value at the node is the options intrinsic value and that
branch of the tree is terminated at that point.
If the option has vested and Si,j < $15, then the value at the node is (as before):
(1-g) [(pu S10,10 ) + (pd S10,9 )] / ert + g (max(intrinsic value, 0))
If the option has not vested, then the value at the node is:
[(pu S10,10 ) + (pd S10,9 )] / ert
Adding the exercise trigger multiple to the option valuation with a 7% departure rate and one-year cliff
vesting decreases the valuation by 16.2%.
Exhibit E.7 stock-price and value tree assuming an annual departure rate of 7%, one-year cliff
vesting and exercise trigger
Stock Price
Option FV
S0,0
10.00
2.79
S1,1
12.36
4.16
S1,0
8.09
1.53
S2,2
15.28
6.11
S2,1
10.00
2.36
S2,0
6.54
0.75
S3,2
12.36
3.57
S3,1
8.09
1.24
S3,0
5.29
0.28
S4,3
15.28
5.28
S4,2
10.00
2.09
S4,1
6.54
0.53
S4,0
4.28
0.06
S5,3
12.36
3.43
S5,2
8.09
0.98
S5,1
5.29
0.13
S5,0
3.46
0.00
Assumptions
Strike price
10.00
Exercise price
10.00
Term
5 years
Volatility
30%
Interest rate
5%
Dividend yield
0%
Termination rate
7%
Vesting
1 year cliff
Exercise trigger
1.5
Years
0.0
0.5
1.0
1.5
2.0
2.5
S6,4
15.28
5.28
S6,3
10.00
1.79
S6,2
6.54
0.28
S6,1
4.28
0.00
S6,0
2.80
0.00
3.0
S7,4
12.36
3.18
S7,3
8.09
0.59
S7,2
5.29
0.00
S7,1
3.46
0.00
S7,0
2.27
0.00
3.5
S8,5
15.28
5.28
S8,4
10.00
1.24
S8,3
6.54
0.00
S8,2
4.28
0.00
S8,1
2.80
0.00
S8,0
1.83
0.00
4.0
S9,5
12.36
2.60
S9,4
8.09
0.00
S9,3
5.29
0.00
S9,2
3.46
0.00
S9,1
2.27
0.00
S9,0
1.48
0.00
4.5
S10,6
15.28
5.28
S10,5
10.00
0.00
S10,4
6.54
0.00
S10,3
4.28
0.00
S10,2
2.80
0.00
S10,1
1.83
0.00
S10,0
1.20
0.00
5.0
Summary of important changes
Chapter 3
Chapter 5
Chapter 12
Updated the guidance to reflect ASU 2014-12 issued by the FASB that a performance target that
affects vesting of a share-based payment and that could be achieved after the requisite service
period is a performance condition.
Clarified that if an employer call right exists that is exercisable only upon termination of an
employee, although the employee can voluntarily terminate (and therefore control the contingent
event), it is appropriate to consider the probability of whether the employer will exercise the call on
immature shares.
Clarified that if an arrangement is similar to a performance bonus or profit sharing arrangement and
is not in fact a substantive class of equity, the arrangement would be accounted for under ASC 710.
Clarified that an employees withdrawal from an ESPP plan is accounted for as a cancellation of the
award and results in immediate recognition of any unrecognized compensation costs.
Financial reporting developments Share-based payment | F-1
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Financial reporting developments

To our clients and other friends

2.4 Awards granted to employees of an equity method investee .................................................. 21

Measurement of equity awards granted to employees ................................................ 28

Financial reporting developments Share-based payment | ii

Recognition of compensation cost ............................................................................ 62

Financial reporting developments Share-based payment | iii

Effect of service, performance, and market conditions on recognition of

Financial reporting developments Share-based payment | iv

Example Award that vests based on the achievement of a

Accounting for liability instruments ........................................................................ 117

Financial reporting developments Share-based payment | v

Estimating fair value-based measurements ............................................................. 158

Using option-pricing models to value employee stock options ................................... 171

Financial reporting developments Share-based payment | vi

Financial reporting developments Share-based payment | vii

Tandem plans ........................................................................................................... 224

Accounting for modifications, exchanges, and settlements ....................................... 228

Financial reporting developments Share-based payment | viii

8.8 Cancellation and replacement of awards of equity instruments............................................. 264

Accounting for share-based payment transactions with nonemployees ..................... 267

10 Income tax accounting considerations ..................................................................... 282

11.2.3 Effect of forfeitures on diluted EPS ............................................................................ 289

12 Employee stock purchase plans .............................................................................. 308

13 Effective date and transition................................................................................... 325

Financial reporting developments Share-based payment | x

13.3.2 Awards granted prior to adoption date ....................................................................... 328

14 Presentation and disclosure ................................................................................... 347

A Abbreviations used in this publication ...................................................................... A-1

Building a lattice model ........................................................................................... E-1

Summary of important changes ............................................................................... F-1

Financial reporting developments Share-based payment | xi

Financial reporting developments Share-based payment | xii

Financial reporting developments Share-based payment | 1

The modified grant-date approach

Financial reporting developments Share-based payment | 2

Measurement of share-based awards

The exercise price of the option

The current price of the underlying share

The expected volatility of the price of the underlying share

The expected dividends on the underlying share

Financial reporting developments Share-based payment | 3

Considerations for nonpublic companies

Financial reporting developments Share-based payment | 4

Employee stock purchase plans

Recognition of compensation cost

Determining the requisite service period

Financial reporting developments Share-based payment | 5

Recognition of compensation cost awards with graded vesting

Financial reporting developments Share-based payment | 6

Financial reporting developments Share-based payment | 7

Measurement of liabilities public companies

Measurement of liabilities nonpublic companies

Financial reporting developments Share-based payment | 8

Transactions subject to ASC 718