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    The ESOP Playbook
    The ESOP Playbook
    The ESOP Playbook
    Ebook111 pages1 hour

    The ESOP Playbook

    By Brandt Brereton and Jared Hanley

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    About this ebook

    This book is largely written in a Frequently Asked Question and Answer format augmented by the historical context for Employee Stock Ownership Plan law, basic corporate finance mathematics used in ESOPs and also has a section of “plays” i.e. common business scenarios with text and illustrations showing how the ESOP structure can elegantly address the desired outcome of these various problems requiring a solution other than selling the company to outside buyers.
    LanguageEnglish
    PublisherBookBaby
    Release dateApr 4, 2017
    ISBN9781543900477
    The ESOP Playbook

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      Book preview

      The ESOP Playbook - Brandt Brereton

      on.

      Introduction and History of ESOPs

      The ESOP transaction is one of the least understood transactions in the private capital markets. The goal of this booklet is to make a complex transaction easy to understand.

      If given the choice, most owners of privately held businesses would like to liquefy some portion of the equity they have worked so hard to build in their companies. If this can be done without giving up control of the business, without changing the identity of the company and without imperiling the jobs of the loyal employees who helped to make the business what it is, so much the better. Money being equal, it is a rare business owner who would choose to sell out and lose control if they can realize comparable liquidity without giving up control — selling in. For most industries the after-tax money the owner achieves is now equal and should remain so for the next decade.

      The ESOP transaction can provide the optimal solution for business owners seeking to do these things. In fact, the more you read and learn, the more amazed you will be with this powerful tool Congress gave us in 1974.

      The earliest example of employee stock ownership can be traced back to the Sears Roebuck Company in 1916. In that year Sears Roebuck decided to fund its pension plan primarily with company stock. The Board of Directors’ concept was that the employees’ ownership of Sears’ stock was a good retirement benefit for them and at the same time, an excellent way to motivate employees to improve the company’s profitability and thus its value.

      In the early 1970s many successful small to medium-sized companies were struggling with the challenges of succession when the business owner retired or died. After a lifetime of work, owners and employees would have to either liquidate the company or sell it to an outsider.

      To promote employee ownership, very substantial ESOP tax advantages were created by Congress in 1974 when it enacted the Employee Retirement Income Security Act of 1974 (ERISA). ERISA established the rules and guidelines for creating and administering employee benefit plans, which an ESOP technically is. The federal government’s commitment to ESOPs and their incentives for business owners and employees have remained unwavering since 1974. As of this writing, there are actually new bills before Congress seeking to enhance and increase the use of ESOPs.

      The two most common questions people ask as they learn more about how the ESOP transaction can address their needs are: (i) why aren’t there more of these — and, (ii) what is the downside of these transactions?

      The answers to these questions are fairly simple. First, most ESOP professionals agree that the two reasons there aren’t more ESOP-owned companies is because: a) most people — CPAs and attorneys included — don’t take the time to learn about this structure and dismiss it as something too complicated to do. And, frankly: b) the average purchase price multiple one could realize by selling out to a strategic third party in a low capital gains tax environment has been higher than the ESOP alternative. As capital gains have regressed back to historical norms, in many cases ESOPs have regained financial superiority, however, the ESOP continues to be a victim of widely held misconceptions. As you will see, we believe the ESOP alternative will remain more economically attractive than selling out for the foreseeable future.

      As for the answer to What is the downside of doing an ESOP? see page 37 (The Disadvantages of ESOPs). Having advised on many dozens of M&A transactions in our firm’s twenty plus year history, we maintain that the disadvantages of ESOPs are no greater than the legal disadvantages of selling out and its complexity no more than that of selling all or part of your company to a private equity group.

      Before we dive further into the features and benefits of an ESOP, we thought we would share an infographic prepared by the National Center for Employee Ownership (NCEO, www.nceo.org) that does a nice job of summarizing the ESOP structure and benefits (following page):

      Features and Benefits

      With an ESOP, the owner of a privately-held company can:

      w Sell stock of the company, pay no tax on the proceeds and still keep control

      w Increase the company’s working capital and cash flow with no cash expenditure and no productive effort

      w Buy out minority or majority stockholders with pretax dollars

      w Make acquisitions with pretax dollars that are tax free to the seller

      w Cut the cost of borrowing loan principal nearly in half by deducting principal payments as well as interest

      w Provide employees with equity upside with no cash outlay on their part or the owner’s part

      w Increase performance of the operations due to employee incentive

      w There are over 11,000+ ESOP owned companies in the United States including the likes of: General Mills, Mens’ Warehouse, Publix, CH2M, Winco, Paychex, Round Table Pizza, Graybar and many more.

      All of the parties to the transaction can benefit from the establishment of an ESOP:

      The Business Owner(s) as Seller(s)

      In certain sales to ESOPs the seller(s) may be eligible to defer the capital gains tax otherwise due from the sale. To qualify for this tax deferral, the ESOP must own no less than 30 percent of a privately held company’s stock and the seller(s) must satisfy certain other requirements. Namely, the individual seller (not to be confused with the company itself ) cannot be a C corporation. The sale must otherwise qualify for long-term capital gains treatment. The seller(s) must own the shares for at least three years and the sale proceeds must be reinvested into qualified investments, such as U.S. company stocks and bonds. Through this benefit, a 1042 Rollover, per the Internal Revenue Code of 1986 (Code), allows business owners to create and enjoy tax-free liquidity when certain steps are followed.

      Furthermore, a niche financial industry has developed that allow the seller to rollover into Floating Rate Note, a special long term instrument issued by Fortune 500 companies (e.g., GE Capital, McDonalds, Proctor & Gamble, Merck, UPS), with a maturity of 40 to 60 years. The seller can then borrow up to 90% of the value of the Floating Rate Note and thereby achieve near complete liquidity on the value of the original company stock without paying taxes.

      In conclusion, Section 1042 provides the opportunity for tax-free conversion of closely-held stock into a diversified portfolio or even cash, but there are technicalities and procedures that must be managed.

      The Company as Sponsor

      Companies can make

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