Give Equity Without the Complexity.
Download the 2026 Restricted Stock Unit (RSU) Plan Kit.
IRS 409A Compliant. "Sell-to-Cover" Tax Logic. Includes Calculator.
Stock Options are complicated. RSUs are simple.
If you issue Stock Options, your employees have to pay cash to "exercise" them. If the company valuation drops, those options become worthless ("underwater").
RSUs are different.
RSUs are a promise to give employees stock for free once they vest. They always have value, even if the stock price goes down. They are the preferred incentive for modern startups that want to retain top talent without forcing employees to buy into the company.
However, RSUs require strict IRS compliance.
If your plan isn't drafted correctly, you could trigger Section 409A penalties, costing your employees 20% in extra taxes.
The Legal Attorney RSU Kit is engineered for safety and simplicity.
What You Get Inside the Kit:
1. The 2026 RSU Master Plan (Word)
A comprehensive, legal framework.409A Safety: Hard-coded "Short-Term Deferral" language to prevent tax penalties.
Clawback Provisions: Allows the company to recoup stock in the event of employee fraud or misconduct.
Flexible Vesting: Built for the standard "4-Year / 1-Year Cliff" or custom performance goals.
2. The Award Agreement & Grant Notice (Word)
The actual contract you give to the employee.
Clearly defines the number of units and the vesting dates.
Includes the critical "No Stockholder Rights" clause (they don't get to vote until the shares vest).
3. The "Sell-to-Cover" Tax Mechanism
The #1 problem with RSUs is the tax bill. When shares vest, the IRS wants cash immediately.
Our plan includes the Mandatory Withholding clause.
It allows the company to sell a portion of the employee's shares automatically to pay the taxes, so the employee doesn't have to pay out of pocket.
4. BONUS: The RSU Vesting Calculator (Excel)
Don't do the math in your head.
Simply type in the grant amount (e.g., 10,000 RSUs).
The spreadsheet automatically generates the 4-year calendar, showing exactly how many shares vest on which specific dates.
Why Founders Choose RSUs over Options:
1. Better Retention
Stock options can become worthless in a down market. RSUs always retain value. They are "Golden Handcuffs" that keep employees loyal.
2. No Cash Required from Employees
Your team members don't have to write a check to own their equity. It feels like a true bonus.
3. Less Dilution
Because RSUs are "full value" shares, you typically grant fewer of them compared to options (usually a 1:3 ratio). This preserves the founders' ownership percentage.
Incentivize Your Team.
Today's Price: $99 | Save over 30% off the $145 retail price.
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Frequently Asked Questions
1. Is this for LLCs?
No. RSUs are specifically for Corporations (C-Corps). LLCs usually use "Profits Interests," which is a different legal structure.
2. Do employees need to file an 83(b) election?
No. That is the beauty of RSUs. Since no stock is issued upfront (it is deferred), there is no 83(b) election to file. You cannot miss the tax deadline because there isn't one.
3. When do I need a 409A Valuation?
You need a valid 409A valuation before you settle (deliver) the shares. However, you can grant the RSUs now and get the valuation later, as long as you follow the plan rules.
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