The Oregon Restricted Stock Award Plan of Coca-Cola Enterprises, Inc. is a comprehensive employee compensation program that awards eligible employees with restricted stock. Under this plan, participants receive a certain number of shares of Coca-Cola Enterprises, Inc. stock, subject to various vesting and forfeiture restrictions. The Oregon Restricted Stock Award Plan is designed to motivate and retain top-performing employees by offering them a valuable ownership interest in the company. By granting restricted stock, Coca-Cola Enterprises, Inc. provides employees with a strong incentive to contribute to the long-term success of the company. This plan offers several types of restricted stock awards, including: 1. Performance-Based Restricted Stock Awards: These awards are granted based on predetermined performance criteria, such as achieving specific financial goals or surpassing industry benchmarks. Participants must meet these criteria to become eligible for the shares. 2. Time-Based Restricted Stock Awards: These awards are granted based on the employee's length of service with Coca-Cola Enterprises, Inc. The shares vest over a specified period, typically multiple years, encouraging employees to remain with the company and contribute to its growth. 3. Market-Based Restricted Stock Awards: These awards are granted based on the relative performance of Coca-Cola Enterprises, Inc. stock compared to a designated market index or a peer group of companies. Participants receive a percentage of the awarded shares based on the company's stock performance. 4. Dividend Equivalent Units: Participants in the Oregon Restricted Stock Award Plan may also receive dividend equivalent units, which provide cash payments equivalent to the dividends payable on the restricted stock during the vesting period. To ensure compliance with Oregon state laws and regulations, the Oregon Restricted Stock Award Plan of Coca-Cola Enterprises, Inc. follows specific guidelines concerning the issuance, transfer, and taxation of the restricted stock awards. These guidelines guarantee that employees participating in the plan receive fair and equal treatment. Overall, the Oregon Restricted Stock Award Plan of Coca-Cola Enterprises, Inc. aims to attract and retain talented employees, align employee interests with the company's long-term performance, and further enhance the company's overall success.
Oregon Restricted Stock Award Plan of Coca-Cola Enterprises, Inc.
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Our Company grants stock options and restricted stock awards to certain employees of the Company.
Dividend Data The Coca-Cola Company's ( KO ) dividend yield is 3.24%, which means that for every $100 invested in the company's stock, investors would receive $3.24 in dividends per year. The Coca-Cola Company's payout ratio is 72.26% which means that 72.26% of the company's earnings are paid out as dividends.
Our Company grants stock options and restricted stock awards to certain employees of the Company.
CocaCola stock-based compensation for the twelve months ending June 30, 2023 was $807M, a 4.95% decline year-over-year. CocaCola annual stock-based compensation for 2022 was $0.356B, a 5.64% increase from 2021.
Once you are granted a restricted stock award, you must decide whether to accept or decline the grant. If you accept the grant, you may be required to pay your employer a purchase price for the grant. After accepting a grant and providing payment (if applicable), you must wait until the grant vests.
CocaCola stock-based compensation for the twelve months ending June 30, 2023 was $807M, a 4.95% decline year-over-year. CocaCola annual stock-based compensation for 2022 was $0.356B, a 5.64% increase from 2021.
Our approach to compensation is grounded in principles of fairness and equity for all employees. We believe that employees in the same job, or similarly situated jobs, should be paid fairly and equitably for their work. We work with external experts to identify and adjust unfair disparities in our pay structures.
The accounting for restricted stock awards can be quite technical. For example, if actual shares are delivered to the employee, then journal entries would impact equity. If the value of the shares is paid in cash, then the company would most likely record a liability.