Stock options aren't the only way to pay.
Threatened regulation and shareholder disdain haven't stopped the flow of stock options into executive compensation plans. But a subtle shift is still underway to reposition stock options as just one part of a more traditional pay package.
This approach emphasizes compensation strategies such as pay-for-performance bonuses and restricted stock that tie financial rewards to individual and corporate success. Restricted stock, for one, slows the greed factor associated with options by staggering vesting periods and, in some cases, requiring employees to pay for the stock.
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