It’s no secret that Nike has been going through a tough time with the recent rounds of layoffs. This can create concern and uneasiness around a Nike employee’s livelihood and how it may affect their financial picture. As we have been actively guiding our Nike clients through this season, we wanted to share things to consider if you were or will be impacted by these layoffs.

Understand Your Severance Package

Nike has a standard severance agreement and package that includes a one-time payout of cash based on your level and tenure at Nike. This can range from 4 weeks to 48 weeks of salary.

In addition, there is often a continuation of health insurance through COBRA that includes a subsidy of the cost for around 6 months. This provides some time to transition to a different health insurance plan if that is right for you.

If you have any accrued PTO that you haven’t used, this will be paid out to you in cash after officially leaving Nike. This is often extra cash that people are not expecting and can help create some comfort during an uncomfortable time.

Lastly, you may still be eligible for the PSP bonus paid out in August as long as you are still employed anytime in May (the last month of the Fiscal Year).

Create a Strategy for Deferred Comp Distributions

If you contributed to the Nike Deferred Compensation Plan, leaving Nike will typically trigger distributions according to the schedule you designated when enrolling. This can range from a one-time lump sum or installments over 5, 10, or 15 years. For some, this can be a way to supplement income. However, for others who don’t need the funds, these distributions can create a tax issue to strategize around. These payments are sent out quarterly, so if this is needed for cash flow you should plan accordingly.

Plan for your Stock Options and RSUs

Any vested but unexercised stock options typically need to be exercised within 90 days of leaving Nike, unless you qualify for the special retirement benefits at age 55 or age 60 (you keep unvested options and can sell for lesser of expiration or 4 years). At this time, you typically will lose any unvested options or RSUs.

During larger layoffs, there can be enhanced vesting of options and RSUs, where upcoming vests within a year will accelerate and vest. In addition, Nike can also provide you with more time to exercise your stock options like up to 1 year instead of 90 days. When Nike stock price is struggling like it is now, it makes your exercise decisions in a small window difficult. We would recommend working with your financial advisor to determine a defined strategy to maximize the benefit and minimize taxes.

Keep track of your PSUs and ESPP

Normally, you need to be employed at Nike at the vest date to receive your PSUs. In a situation of Reduction in workforce (larger layoffs), you can still receive any PSUs if the vesting date is within one year of termination.

Any ESPP that has been contributed but not purchased yet will be refunded to you. In addition, you have more control over your ESPP shares that you have purchased previously as these can be held as long as you want. This provides an opportunity to be patient and strategic on any sale of this stock.

Prepare to mitigate tax liability

All the benefits outlined above come with tax implications that are not always easy to see. These items can quickly add up to large amounts of taxable income, which can push your income into high tax brackets. In addition, the tax is often under-withheld (22% Federal and 8% State), which can lead to a significant tax bill in April if not accounted for properly.

Know your 401K options

This recommendation depends on each person’s situation. Nike has a strong investment fund lineup, and you should compare that to any other place that would replace it. However, leaving your 401(k) at Nike requires more activity and maintenance since it does not have an auto-rebalancing feature, which would periodically sell funds that drift from their target allocation. For example, if the large company stock fund was targeted at 60% and grew to 64%, you should periodically bring that back to the 60% target to maintain the proper risk/return mix. Another factor to consider is the desire to make Backdoor Roth IRA contributions if you have extra funds for retirement savings.

Support when transitioning into the next job

The cash you receive from benefits like severance, PTO payout, and stock sales can help provide some comfort to your situation. While you are in transition with your job, we recommend creating a system to feel like you are receiving a paycheck replacement with your cash to reduce anxiety and bring normalcy to your day-to-day financial life. An example of this system would be taking your net benefits payout and depositing it in a savings account, then setting up bi-weekly transfers to your checking account to simulate your paychecks.

All these considerations are tied to a person’s long-term financial plan. Through financial planning projections and scenario planning, you can help determine what the next job needs to look like to achieve your goals for retirement, kids’ education, and lifestyle. It can provide you with the information to know if you need a comparable compensation package to Nike or if you could take a job with lesser pay that could be more fun or less stressful.

Being laid off from any job often creates much uncertainty, stress, and concern. With the right preparation, planning, and advice, it can be a smoother transition, and you may end up in an even better place than where you started.

If you have questions about preparing for or navigating a current layoff at Nike, please feel free to contact us at nike@humaninvesting.com.  

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Earnings season is coming

With the recent struggles of Nike stock over the past couple of years, many Nike employees are wondering what to do with their stock. Whether it is to diversify into another investment or to fund expenses like vacation, remodels, or tuition for their kids, the current price has made those decisions more difficult. A common question we hear is “Should I sell my NKE now or wait?”

NKE has recently experienced declines. From Sep 2022 to August 2023, NKE fell -4.49% while the S&P 500 has risen 15.58%. Nike had a great run of outperforming the S&P 500 for 10 out of 12 years prior to 2021 but has been on a losing streak since.

Is Nike poised to make a comeback? Predicting the future of any stock, or the market overall, is a difficult task. Nike is the industry leader in athletic apparel, particularly in footwear. If Nike can maintain their brand and industry leadership, they are poised to be successful. Achieving outperformance relative to the S&P 500 is not guaranteed.

Let’s look at a few different ways to approach valuing a stock to get a sense of if NKE appears over or undervalued.

🍰 Price / Earnings (P/E) ratio - how much are you paying for each dollar of earnings:

• Pros: Earnings are the profits of the company, and those profits are ultimately what is available for shareholders as dividends

• Cons: Easily manipulated or adjusted by many line items on the income statement, can vary greatly year to year

• Current P/E: 29.84

• 3 year median P/E: 36.26

• Implied Valuation based on $3.23 Earnings Per Share = $117.12

• Verdict: Undervalued, hold your NKE for now

💰 Price / Sales (P/S) ratio – how much are you paying for each dollar of revenue:

• Pros: Less subject to manipulation or fluctuation

• Cons: Doesn’t consider efficiency (i.e. costs necessary to generate the revenues)

• Current P/S: 2.95

• 3 year median P/S: 4.62

• Implied Valued based on $32.63 revenue per share = $150.70

• Verdict: Undervalued, hold your NKE for now

🔄 Price / Free Cash Flow (P/FCF) ratio - How much are you paying for each dollar of operating cash:

• Pros: Shows cash actually available to investors for dividends or stock buybacks, ignores non-cash expenses (i.e. depreciation)

• Cons: Still subject to manipulation based on accounting practices, can vary greatly year to year

• Currentl P/FCF: 31.06

• 3 year median P/FCF: 43.98

• Implied value based on $3.10 free cash flow per share = $136.50

• Verdict: Undervalued, hold your NKE for now

🥣 Average of all ratios:

• Take the average of the implied values for P/E, P/S, and P/FCF

• Implied Value = $134.77

• Verdict: Undervalued, hold your NKE for now

🚀 Price / Earnings Growth (PEG) ratio = P/E ratio / Earning Growth – measure P/E in context of company’s growth rate

• PEG < 1 implies undervalued, PEG > 1 implies overvalued.

• Currently: 29.89 / -16.46 = -1.81

• Decrease in EPS results in negative value.

• Forward 1 year: 1.775

• Verdict: Overvalued (sell your NKE now).

Based on historical averages, NKE currently appears undervalued

You can also take different time periods for the median of these valuations, to see what Nike’s valuation has been like over a longer period of time.

Note: All data courtesy of YCharts as of:  9/15/2023

While Nike may appear severely undervalued on a 3-year basis, the difference is smaller over 5-year and 10-year medians. If you’re thinking about selling, these valuations may give you some guideline thresholds to re-evaluate at.

Based on historical averages for NKE, the stock currently appears undervalued. The decline in NKE’s price in recent years is a big reason for that. Whether the decline will continue, or NKE will return to its historical valuation norms nobody knows. Looking at the basic fundamentals, NKE appears healthy overall. 

• Earnings & revenue have continued to grow.

• NKE has consistently sold its products above the cost of those goods.

• NKE can cover both its current and longer-term debt needs based on existing cash and future expected earnings.

• NKE has not missed a dividend in the past 10 years.

These metrics are by no means the only way to approach whether now is a good time to sell your NKE stock. Other factors to consider:

• The amount of time you think you will work at Nike.

• How much of your Net Worth is tied to NKE?

• When do your Stock Options expire (if applicable)?

• Your comfort level with the ups and downs over time.

• Do you have any major expenses coming up? i.e. house purchase, funding college, etc.

We’re here to help

Beyond these factors and metrics, it is important to integrate your Nike stock decisions within the context of a comprehensive financial plan. If you have questions or would like to discuss whether to hold or sell your NKE stock, please reach out to us at nike@humaninvesting.com.

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The window is open from August 8-25, 2023

It’s that time of year again where Nike leaders will need to make their annual Nike Stock Choice and select between 100% Stock Options, 100% RSUs or 50/50. 

When comparing Nike Stock Options and Nike RSUs, RSUs are the safer option.  RSUs offer a more secure value and a more moderate level of upside and downside.  Stock Options are more volatile but can also provide significantly more upside over time.

At first glance the decision can feel simple since there are only 3 roads to take, and when in doubt picking the middle road of 50/50 is the easy compromise.  While this can be the right selection for many individuals, it is not always the optimal choice.   While working alongside Nike leaders over many years, we have found that there are 11 crucial questions to answer and consider so that you arrive at that optimal selection for you.

Timing questions: Is it a sprint or a marathon?

Understanding your timeline is one of the most important factors in your choice.  Stock Options do not have any value until the stock price increases, but they do grow at a faster pace than RSUs.  So given enough time, Stock Options can surpass RSUs in value.  This is why timing considerations can be crucial to your decision and you should consider questions like:    

1. What is the purpose of Nike stock for you and your family? 

Does it contribute to longer-term goals like retirement, building wealth, and creating a legacy? Stock Options are more appropriate here. Or is it for shorter-term needs like a second home, more vacations, or education for your kids?  RSUs typically make more sense for these scenarios.

2. How much longer do you think you will work at Nike?

To the best of your ability, you should consider how long you think you will remain at Nike.  Your timeline could be short if you are seriously considering offers from recruiters or think your position could be eliminated.  In those types of considerations, RSUs could make more sense.  Conversely, if you plan to stay at Nike long-term and feel like your position is secure, you have a better chance to participate in the long-term growth of Nike stock.  In this case, Stock Options may be a better fit.   

3. How often do you typically sell Nike Stock to fund purchasing needs?

If you frequently sell your Nike stock grants to fund lifestyle needs, you likely need a more consistent funding source like RSUs since there is not adequate time for the stock to grow and realize the value.  

Behavioral questions: It goes beyond the numbers

As human beings, behavioral and emotional factors often affect our financial decisions.  These types of questions include:

4. What did you select last year, and do you feel like that was a good decision? 

Do you have buyer’s remorse, or do you feel good about that decision regardless of which selection is better at this point-in-time?  It is important to remember that the Stock Choice selection is a long-term decision that should not be overly influenced by recent, short-term results.

5. How much regret would you have if your peers made a more financially successful choice? 

If your peers are all celebrating the success of their selection and yours is different, how much would this affect you?  Everyone has a different level of response in these situations and setting yourself up well to be at peace with your decisions is important to your well-being.

6. How do you currently feel about the long-term growth potential of Nike stock?

Your long-term feelings toward Nike stock potential should be considered since it will better match your expectations and satisfaction regardless of what actually happens with stock performance.    

Risk questions: How much turbulence are you okay with?

7. If stock price dropped by 20%, how would you feel?

It is normal for any stock, including Nike, to experience ups and downs and a 20% drop at some point should be expected.  During these moments, would you be concerned to the point of wanting to sell immediately, not concerned at all, or a little concerned?  If this type of drop would be too difficult to stomach, you may want to lean towards RSUs.  If it is not a concern at all, you may be well-suited for Stock Options.

8. How do you feel about your total exposure to Nike stock?

Does having the bulk of your financial assets tied up in Nike already cause you concern and anxiety, or are you hoping to build up more Nike holdings?  If you are already concerned about your exposure, you will likely be diversifying out of Nike stock.  In this case, it could make more sense to lean towards RSUs.

Quantitative questions: The numbers do matter

9. How is the price of Nike stock valued currently based on its earnings and other factors? 

Is it overvalued or undervalued?  You may want to examine the metrics to see how it currently stacks compared to its historical valuation.  If it is undervalued that could make you lean more towards Stock Options, or if it is overvalued it could make sense to lean more RSUs.

10. What is this year’s Stock Option Ratio?

Each year there is a calculation of how many Stock Options you will receive if you make that choice.  It is a ratio based on the value of the RSU choice.  For the first 4 years, it was a 5:1 ratio (5 stock options for 1 RSU).  Last year (2022) it shifted to a 4:1 ratio.  We cannot say for sure the reason for this shift, but it would be reasonable to assume it was affected by interest rate changes and stock market volatility as those factors can change the valuation of a stock option.

The 4:1 ratio for Stock Options means that you would receive less Stocks Options and Nike stock price would require additional growth to become more valuable than RSUs.  A lower ratio could mean that you need more time for Stock Options to grow to have a chance to exceed the value of RSUs. 

The overriding ‘special’ question

11. Do you qualify for the Stock Option Special Retirement Vesting?

If you are age 55+ and have worked for Nike for at least 5 years, you qualify for the Special Retirement Vesting of any Stock Options. This is the most important factor in the entire equation to consider. 

When you terminate from employment at Nike, you will lose any unvested RSUs and Stock Options.  Additionally, any unvested Stock Options must be exercised within 90 days unless you qualify for the Special Retirement Vesting.  This Special vesting will allow you to keep your unvested Stock Options (held for at least one year).  These will continue to vest over the next 4 years or vest immediately if you are Age 60+.  You will also have more time to exercise your Stock Options instead of being forced to do so within 90 days after termination.    

Since this special vesting is so valuable, anyone that qualifies or will be qualifying for this vesting soon, should strongly consider Stock Options as part of their decision. 

Do you want help putting it all together?

As you can gather from the 11 questions above, there are many different factors that should be considered.  Determining which ones are the most important can be challenging. 

Based on your answers to these questions, you may already feel confident and comfortable with one of the three options.

For those who are still unsure or want to obtain detailed information while deliberating, our team at Human Investing created our own, proprietary scoring tool.  The scoring tool takes the answers to these questions, assigns different weights depending on the importance of each question, and generates a unique score report.    

GET YOUR OWN COMPLEMENTARY SCORE

If you or anyone you know is interested in receiving their own Stock Choice score sign up below. 

Get your score

Lastly, we believe it is important to consider how your Nike stock compensation fits within your overall financial situation.  The questions above and the scoring tool can be helpful, but this Stock Choice decision is best done in coordination with a personalized financial plan.

If you have questions or want to learn more about the Stock Choice, Stock Options or RSUs, please feel free to contact us at nike@humaninvesting.com

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A growing complexity

As a Nike leader, you are provided a comprehensive range of benefits that help achieve financial and retirement goals. The downside is that these benefits often create confusing tax implications. Multiple measures over the last few years have passed to increase taxes on high-income earners, including the Metro and Multnomah County taxes. These tax measures in addition to regular Federal and Oregon taxes are becoming an increasing burden for Nike executives. 

A clear understanding of the tax implications with these benefits is crucial. Employing appropriate strategies can both reduce your tax burden and also prevent any surprises during tax season in April.

Let’s examine the three biggest reasons you could get hit with a tax bill and review a recommended solution.

The 3 leading causes to tax surprises

1. Wrong tax withholding on supplemental pay

Many compensation sources at Nike beyond salary (such as PSP, LTIP/PSU vests, RSU vests, and stock option exercises) are taxed as “supplemental pay,” which come with a set percentage of tax withholding (22% Federal + 8% Oregon) regardless of your tax bracket or tax withholding elections on your salary. The reality is most Nike executives are in a much higher income tax bracket, sometimes as much as 17% higher than the amount withheld. This discrepancy leaves a significant gap in the amount taxes that should have been withheld versus the actual amount.

For example, Kate Executive has $100K of RSUs that vested on September 1st. With all her income sources (salary, PSP, LTIP/PSU, RSUs) her taxable income is $700K. The taxes automatically withheld on the $100K RSU vests would be about $30K (22% Federal + 8% State).  However, based on her tax bracket, Kate will owe another $17,000 on that RSU vest.

2. No tax withholding for Multnomah County’s “Preschool for All” tax

For those who live in Multnomah County, you are likely subject to the “Preschool for All” tax that started in 2021. Unfortunately, Nike does not withhold taxes from payroll to cover this tax, so you will be responsible to fully cover this on your own. Multnomah County expects these payments to be received quarterly to avoid interest and penalties.

The Preschool for All tax is 1.5% on taxable income over $125,000 for individuals and $200,000 for joint filers, with an additional 1.5% on taxable income over $250,000 for individuals and $400,000 for joint filers. The rate will increase by 0.8% in 2026.

3. No coordination of Portland Metro tax payments for 2 working spouses

Since Nike headquarters is located within the Portland Metro, they do withhold taxes for the Metro Supportive Housing tax (a.k.a. Homeless tax) that also started in 2021. The Metro Supportive Housing Tax is a 1% tax that is applied on income over $125,000 single filer or $200,000 joint filer. 

A common issue arises when you have two working spouses at different companies, since the income threshold for this tax is based on household income and the two different employers obviously do not communicate with each other.   

For example, once a Nike executive’s income reaches $200K, Nike will start to withhold the Metro tax on any income above that amount. However, the other spouse’s employer does not know about the income at Nike and assumes that the spouse’s income is the household income. So, if that spouse earns $90K, no Metro tax is withheld on that amount even though all of it is subject to the Metro tax.

The 3 tax payment issues identified above often lead to a frustrating situation, where you either end up with a significant tax bill in April or you have been paying in the wrong quarterly estimated tax payment amounts given to you by your CPA.

Our recommended solution: The pay as you receive strategy

For many Nike executives, setting aside additional tax payments into your monthly household cash flow can become stressful, since the amounts can be so inconsistent.   

The “Pay as You Receive” strategy is calculating the estimated amount of taxes due from each type of “Bonus Compensation” as you receive it and making those tax payments at that time, while you have the funds to do it. This will leave your monthly cash flow separate and unaffected.

If this sounds like a lot of work, you can make it simpler by applying this method during 2 key time periods. 

• Time Period #1: August – PSP, LTIP/PSU bonus’

• Time Period #2: Early September: September 1st RSU vests

A more thorough approach is the also include any February retention RSU vests and stock option exercises as they occur.

These supplemental estimated tax payments, when combined with the withholding, should be equal to your anticipated tax bracket for the calendar year. This approach helps ensure that your total payment to the IRS, Oregon, Multnomah County, and Metro aligns with your tax obligations.

Additional strategies for minimizing your tax liabilities

If you’re looking for more tax savings or want to use your stock benefits to take care of tax payments, we highly recommend proactive tax planning. This involves looking beyond the past year and anticipating opportunities to reduce taxes in the future.

Proactive tax planning common solutions include:

1. Maxing out your Nike 401(k) with pre-tax contributions

This is a simple strategy, yet it is often missed.  With the maximum contribution amount increasing periodically with inflation and with opportunities for additional catch-up contributions at age 50, forgetting to review your contribution percentage each year is common.  We recommend reviewing your 401k contribution amount after your PSP bonus is paid, since it is a variable amount that is part of the equation.

2. Selling the right type of Nike stock

If you ever need funds from Nike stock, find the most optimal type of Nike stock to sell to minimize your taxes. Typically, RSUs are preferred over ESPP from a tax standpoint, but this can depend on when it was purchased/vested, how long it has been held, and what the stock price is at the time.

3. Utilizing the Nike deferred compensation plan to defer your taxable income to a later date 

Nike’s deferred compensation plan is generally the most powerful tax savings tool available for Nike leaders.  There are specific IRS rules and many important considerations to plan around when using this strategy.  To learn more click here.

4. Charitable giving

Most people assume that all donations to charities are tax-deductible.  They can be tax-deductible but are not always, depending on your individual tax situation. To receive a charitable deduction, you need to exceed a certain threshold each year, and it may make sense to “bunch” donations (make multiple years-worth of contributions in a year) to cross that threshold and capture tax benefits. Coordinating your charitable strategy with the Nike charitable match can be an effective way to lower your taxes and benefit your desired charities at the same time. To find out more click here.

5. Residence planning

If you currently live in Multnomah County, you might consider moving to another county, such as Clackamas or Washington Counties, to avoid the Preschool for All tax. This solution should consider the estimated tax savings compared to the cost of selling your home, the tax implications of selling your home, the purchase price of a new home, and the difference in a new mortgage payment (especially because mortgage rates have increased significantly).

6. Planning around the Oregon state kicker

Oregon law has a provision known as the “kicker” credit. This is a surplus credit that is returned to you on your tax return when tax revenue is larger than predicted.  By accounting for this, you can strategically recognize more income in “kicker” qualifying years so that your potential kicker credit is increased.  The last kicker payment was 17.34% of the Oregon taxes you paid in 2020 and the next one is estimated to be even larger. 

Bring in experienced experts

By implementing a proactive forward-looking tax strategy and payment plan, Nike leaders have a significant opportunity to improve their financial situation and relieve stress related to taxes. It is important to note that any tax payment and mitigation strategies should be part of a comprehensive financial plan that is tailored to your specific financial situation.

If you have questions about how to set up a proactive forward-looking tax strategy, please contact our team to learn more.

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On November 5th of 2021, Nike stock closed at its most recent all-time high of $177.51. Much has changed since that time, with the stock price dropping over 38% to $109.12 as of 7/22/22. This has made financial decisions much more challenging for Nike leaders that hold and receive significant amounts of Nike stock as part of their compensation and benefits. Many rely on their stock for their financial goals and life plans like retiring, paying for college, paying off debt, contributing to charitable causes, and purchasing a vacation home or a new car.

Uncertainty and concern

Those decisions are now met with uncertainty and concern over the significant decrease in their Nike shares compared to just seven months ago. So, the understandable questions are starting to arise:

“Should I sell some or all of my stock now?”

“Should I delay my financial goals and life plans?”

“Is there another way to fund those goals without selling my stock?”

“How long do you think it will take to recover?”

Each individual has a unique financial situation, and the right decision is not the same for everyone.

To help Nike clients through these discussions, we thought providing information and context to the question of how long it will take for the stock to recover would be helpful.

While we cannot predict the future, we can look to past situations to get a sense of general time frames, which can help the decision-making process.

How Long Will this Down Period Last?

In examining the last five times Nike stock dropped by at least 20% from its high, we noted the periods to recover to their all-time high.

The average time for recovery has been just under one year at 339 days. You will notice from the table above that the recovery time varies widely from as quick as two months to as long as 20 months. Another interesting observation is that over the past 15 years, there has been a 20%+ drop in Nike stock every 2-4 years.

This most recent -20% downturn in Nike happened on February 11, 2022, about five months ago. So how much longer will this down period continue? No one truly knows, but if we go off of the history of the past 15 years, you should be prepared for up to another 15 months.

So, what should Nike leaders consider and assess now? Below are some tips.

TIP #1: Assess and Understand your Time Frame

Having enough time to be patient and wait for a potential recovery is one of the keys to the current environment. Take time to assess if you can hold tight or if you have very specific timelines or deadlines like a Stock Option expiration.

TIP #2: Take Note of your Risk Appetite

Even if you have the time to wait for a potential recovery, it may not be worth it if it is causing an undue amount of stress and anxiety. In this case, we find that developing a well-thought-out selling plan, where you sell part of your stock at different prices and time periods, can relieve some of the concern.

TIP #3: Develop a Contingency Plan

If the stock takes longer to recover than expected, identify other places where you can access cash in the short-term to meet those financial goals.  Examples can include: using existing cash in the bank, the conservative part of a taxable investment account, a home equity line of credit, or a portfolio loan.

TIP #4: Pick the Most Optimal Shares for any Sales

When the time is right to sell, are you picking ESPP, RSUs, or Stock Options?  We recommend carefully selecting the right type and exact shares to minimize taxes, maintain your long-term upside, and fit your time frame.

By looking into the past, we can see that downturns and recoveries in Nike stock are pretty standard and have happened regularly. We recognize that this historical data doesn’t mean it will be the same this time, but it does give you a sense of what it could look like.

“History never repeats itself, but it does often rhyme.”

-Mark Twain

If you need help assessing your current Nike stock and how it fits into your personal goals and situation, you can reach Marc at marc@humaninvesting.com.

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For many years, Stock Options have been a foundational part of compensation for Nike leaders.  They have provided a unique opportunity to build significant wealth by participating in the success of Nike.  While Stock Options can have a great impact on your financial landscape, they can also create considerable confusion. In our experience working with Nike leaders, we have found that there are often misunderstandings about Stock Options and how they differ from actual shares of Nike stock. While we are responsible for the financial planning intricacies for our Nike clients, we wanted to provide a background on Stock Options and share the most important factors to fully maximize them.  

What are Nike Stock Options and how do they work?

Nike Stock options are the right to purchase shares of Nike at a set price (exercise or strike price) that lasts for up to 10 years.  I like to think of them as “coupons”, where you can use your coupon to buy an item for a price that is lower than it is currently worth.  Once you have used your coupon, you could proceed to immediately sell that item for the current price, capitalizing on the difference between the coupon price and the current market value.

Value of Stock Option = # of Options x (Current Stock Price - Exercise Price

To illustrate the difference between stock and Stock Options, it only seemed appropriate to use a shoe analogy.  Imagine you are given access to Limited Release Jordan shoes, and you have two different choices to select from:

So which choice is better for you?  It depends on what happens to the value of those Jordans in the future.  Will the value increase or decrease and by how much?  Do you need another pair of Jordans today? Or can you wait until the future to use them? To better understand how it can all play out, we put the 2 Choices against each other in three head-to-head matchups to determine the winner in each situation.

ROUND #1: Value of SHOES drops -10% to $900. 

Shoe Choice: you are still left with shoes that you could sell for $900 or keep if you think the value could recover and grow further.

Coupon Choice: your 10 coupons are worthless since there is no value in purchasing shoes for more than they are worth at $1,000 per pair.

WINNER: Shoe Choice

ROUND #2: Value of shoes increases +10% to $1,100

Shoe Choice: your shoes are now worth $1,100 and the value has increased by $100.  You can sell them or keep them if you think the value could continue to increase further.

Coupon Choice: your coupons would allow you to purchase 10 pairs of shoes for $10,000 (10 coupons x $1,000 per pair).  You could them resell them for $11,000 (10 pairs x $1,100 per pair) and earn a profit of $1,000 ($11,000 value - $10,000 purchase cost).

WINNER: Shoe Choice

ROUND #3: Value of the shoes increases +50% to $1,500

Shoe Choice: your shoes are now worth $1,500 and the value has increased by $500.  You can sell them or keep them if you think the value could continue to increase further.

Coupon Choice: your coupons would allow you to purchase 10 pairs of shoes for $10,000 (10 coupons x $100 per pair).  You could them resell them for $15,000 (10 pairs x $1,500 per pair) and earn a profit of $5,000 ($15,000 value - $10,000 purchase cost).

WINNER: Coupon Choice

THE POST MATCH ANALYSIS

Round #1: Shoe Choice (Nike Stock) won and underscores the risk of Stock Options and how the value can become $0 if the stock price does not increase. 

Round #2: Shoe Choice (Nike Stock) won but only by a small amount.  Even if the stock grows, low growth still favors Nike Stock over Stock Options. This is common if Stock Options are held for a short period of time. 

Round #3: Coupon Choice (Stock Options) won by a significant amount.  Substantial growth in Nike stock will favor Stock Options by a wide margin. 

UNDERSTANDING THE OPPORTUNITY AND RISK

The Shoe & Coupon Choices shows how the Stock Options can perform from the beginning, but what about Stock Options that you already own and have existing value?  At Human Investing, we created a Stock Option Volatility Analysis to show what the upside and downside volatility can be like for existing Stock Options.

If you examine the outlined bars, you will note that a 15% increase in Nike Stock price would result in a 101% increase in the value of that Stock Option. At the same time, a 15% decrease would drop this Stock Option value by -101%.  The owner of Nike Stock Options should be prepared and ready to experience significant short-term declines like the ones shown in the chart above.

The key to capturing the upside potential of Nike Stock Options is having a long enough time horizon.  Stock prices can quickly move up and down in the short-term but have a history of growth over the long-term (10+ years).  If you own Stock Options and can wait long enough before you exercise and sell them, that will give you the best probability of maximizing the value.

WHAT HAPPENS WHEN YOU LEAVE NIKE?

Since a longer time horizon is one of the most important components for success with Stock Options, what can disrupt that opportunity?

If you leave (voluntarily or involuntarily) Nike, you typically have up to 90 days to exercise your vested stock options and all unvested stock options are forfeited.  While it is uncommon, there have been some exceptions where the 90-day time period is extended.

In addition, if you meet specific “retirement” criteria, you can receive more favorable vesting for your unvested options.  There are two “retirement” benefits that are unique to Nike stock options:

1) Early Retirement: Age 55-59 with 5 years of Service

• Unvested Stock Options (less than one year prior to separation) will be forfeited. 

• All other unvested Stock Options will continue per the original vesting schedule.

• After your retirement date, you will have up to 4 years to exercise your options. 

2) Normal Retirement: Age 60+ with 5 years of Service

• Unvested Stock Options (less than one year prior to separation) will be forfeited. 

• All other unvested Stock Options will become fully vested as of the retirement date.

• After your retirement date, you will have up to 4 years to exercise your options.

The special retirement vesting options described above can be an extremely valuable benefit to plan for and take advantage of if you are close to or at age 55+.

HOW ARE STOCK OPTIONS TAXED?

As Stock Options vest and grow in value, there is no tax along the way.  Tax is only recognized when you exercise your options.  The dollars are taxed in the same way as your salary, at ordinary income tax rates, which can be as high as 55.45% since it includes federal, state, Social Security, and Medicare taxes.  This can push you into a higher income tax bracket and often disrupts your tax liability if not adequately planned for throughout the year. 

TAX & PLANNING STRATEGIES

Strategy #1 – Spread Option Exercises Over Multiple Years

Since exercising Stock Options creates additional taxable income, carefully exercising the right amount and dividing it over more than one year can help you lower your overall taxes. 

For example, assume you have taxable income is $450,000 and have $350,000 of Stock Options that you want to exercise. Your current income of $450,000 would be in the 35% tax bracket (2021) and you will not move up to the 37% tax bracket until your income exceeds $628,301 (2021).  That leaves room for $178,301 worth of stock exercises that would be taxed at 35% before it reaches the 37% bracket.  If you spread the $350,000 of exercises over two years ($175,000 per year) instead of exercising the entire amount in one year, you could avoid the 37% bracket and save about $3,500 in Federal taxes.

Strategy #2 – Coordinate Option Exercises with the Nike Deferred Compensation Plan

Another strategy is to coordinate the timing of your Stock Option exercise with the contribution of a similar amount of salary and/or bonus into the Nike Deferred Compensation plan.  This strategy requires the following steps:

• Step 1: Determine the amount of Stock Options you wish to exercise. As an example, we picked $300,000 of stock options to exercise.

• Step 2: Elect to defer the same amount ($300,000) into the Nike Deferred Compensation plan from your salary during Open Enrollment.

• Step 3: Exercise and sell $300,000 of Stock Options in the same tax year as you are contributing $300,000 to the Nike Deferred Compensation Plan

• Step 4: Use the proceeds from the $300,000 of Stock Option exercises to replace your salary and support your living needs.
  In the end, you would have essentially funneled your Stock Option proceeds into the Deferred Compensation plan and avoided paying any additional taxes. 

Learn more about the Nike Deferred Compensation Plan.   

Nike stock options are an incredible opportunity

Although Nike Stock Options are often misunderstood, they can provide an incredible opportunity to generate wealth.  To really maximize of the opportunity, we recommend that you are prepared to navigate the volatility, complexities, and tax strategy. 

If you have any questions or want to know more about how to handle your Nike Stock Options, please get in touch.

You can schedule time with me on Calendly below, e-mail me at marc@humanvesting.com, or call or text me at (503) 608-2968.

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The recent success of Nike stock has begun to fuel questions and curiosity about a future stock split.   When a company like Nike announces a stock split, does it lead to an immediate increase in value?  For many investors, stock splits tend to generate enthusiasm and an expectation that the stock will experience significant growth but is that always the case?  We will review what a stock split is and why companies have them.  Applying it specifically to Nike, we will explore the history of Nike stock splits and how the stock performed after those splits occurred.  

What is a Stock Split? 

A stock split happens when a company divides its outstanding shares into multiple shares, increasing the overall number of shares.  Since the underlying value of the company does not change, this results in a lower price per share.  For example, if you own 50 shares of Nike and the stock price was $100/share, your total value would be $5,000.  If Nike completed a 2-for-1 stock split, you would then own 100 shares with a stock price of $50/share, resulting in the same $5,000 total value.   

Why Do Companies do Stock Splits? could it increase the value of the stock?  

Companies have historically performed stock splits to make the stock more liquid and accessible to owners.  Stock splits typically occur after a company has experienced significant growth and the higher price may become a barrier to the average investor.  In the example above, you would need $100 to purchase one share of Nike before the stock split.  After the 2-for-1 stock split, you would only need $50 to purchase a share of Nike.

In theory, a stock split should not change your total dollar value in the stock.  However, the announcement of a stock split can create renewed interest and availability in the stock, which can result in a temporary price increase.  How has the announcement of a stock split affected Nike stock historically?   

History of Nike Stock Splits

Nike has performed a 2-FOR-1 stock split seven times in its history, with the first one occurring in 1983 and the most recent one occurring in 2015.  We examined the performance of Nike stock compared to the S&P 500 Index (benchmark for US Large Cap Stock Market) both 1 week and 1 year after the announcement of the last four stock splits in 1996, 2007, 2012 and 2015.

Observations of Last Four Nike Stock Splits

When observing the outcomes of the last four Nike stock splits, several points stand out.

1. Initial Price Bump for Nike – In all four cases, there was a solid price increase over a 1-week period after the announcement ranging from 2.5%-6.64%.  This price bump was much higher compared to the S&P 500 performance over that same period.  This is not surprising as a stock split announcement tends to garner interest and is considered favorable for the company.

2. Lack of Consistency – When you look at the 1-Year return numbers for Nike, there is much more variability in the outcomes.  Although one might assume that there would be positive 1-year performance each time, the stock price was in fact negative in 2 of the 4 years. 

3. Nike and the S&P 500 were Not on the Same Page – When comparing the 1-year performance between Nike and the S&P 500, in all four instances, the variation in returns was significant and had an average return difference of 34.46%.  For example, in 2012, Nike was up +75.73% versus S&P 500 at +35.21% (40.52% difference) and in 1996 Nike was down -8.55% and S&P 500 was up +35.35% (46.90% difference).

our recommendation for nike employees

During any short period of time, stock prices can move unpredictably and an event like a stock split does not necessarily result in substantial growth.  Stock splits do not fundamentally create any additional value and as you can see by the last four Nike splits, the results are inconsistent. The historical performance shows that any initial price increases from the split tend to be temporary.  We recommend that owners of Nike stock view their investment as long-term (10+ years), which will provide the best opportunity for success regardless of whether the stock undergoes a split or not.

If you have questions about your Nike stock and how it applies to your situation, please get in touch.

You can schedule time with me on Calendly, e-mail me at marc@humanvesting.com, or call or text me at (503) 608-2968.   

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Until recently, the availability of Nike Restricted Stock was limited to a select group of Nike Executives.  In 2018, Nike shifted its Stock Award program to include Restricted Stock Units (RSUs) to pair with the traditional Stock Options benefit.  This brought the concept of restricted stock to a wider base of Nike Executives, including more VPs and Directors.  With this broader availability, more questions have arisen about what Restricted Stock Units (RSUs) are, how to maximize this benefit, and what strategies should be considered.

RSU (Restricted stock units)

What exactly are RSUs?  An RSU is a form of stock-based compensation where the company grants the employee a specific number of shares of Nike stock that are restricted and will not be issued until they vest.  The shares are released and issued each year according to the vesting schedule, which is typically in equal installments over 3-4 years.  Each Nike executive has an individual account at Fidelity that is tied to the stock plan and receives and holds RSU shares as they vest.    

RSA (Restricted stock awards)

RSAs appear almost identical to RSUs and many executives may not notice the difference between them.  The main difference between the two is that with RSAs, shares are issued at the time of grant and you own them even before they vest.  With RSUs, the shares are not issued and owned until the shares vest and subsequently become available.  In either case, you cannot sell the shares until they vest.  RSAs at Nike are marginally better for one reason: they pay out dividends to the Executive even before the shares vest.  With RSUs, you only receive dividends after the shares vest.  

Taxes

As RSUs and RSAs vest, they are taxed as compensation and are subject to the same federal and state tax rates as your salary/bonus.  A portion of shares that vest is immediately sold to withhold taxes and are paid directly to the IRS and Oregon.  A common challenge that we see with tax planning is that the amount withheld for taxes is often much lower than what is needed for the high-income tax brackets that Nike Executives fall in to.  We typically see a tax withholding shortfall of up to 17%.  This can contribute to a frustrating experience during tax filing in April, where painful checks need to be written to the IRS and Oregon.  With proper tax planning and coordination with a CPA, this can be mitigated by calculating the tax shortfall and setting aside the cash necessary to cover that shortfall.

Once the shares vest and become available, they are identical to Nike stock shares that anyone could purchase on their own in an individual, joint, or trust account funded with money you have already paid taxes on, like a checking account.  The growth or decline of the stock from the day it vests is now subject to capital gain/loss tax rules, which is triggered when it is sold.  If the stock grows and you sell it in 12 months or less, it is subject to short-term capital gains rates, which is the same as your regular income.  If you hold the stock for more than 12 months, it would be subject to long-term capital gains, a rate that can be up to 20% lower than short-term capital gains.

Risk/Return

When compared to Nike stock options, Nike restricted stock is a more conservative form of stock compensation.  RSUs/RSAs will follow the exact movement, up or down, of Nike stock while stock option values move significantly higher or lower than the actual stock price.  Put simply, stock options have a much higher upside and downside than RSU/RSAs.  This difference is a significant factor in the decision that many Nike executives must make each year between RSUs, stock options, or a combination of the two. 

Planning Strategies

What planning strategies and opportunities exist for RSUs and RSAs?

1. Cash Needs – If you have needs for cash, whether for college expenses or a vacation and need to sell some of your Nike stock, RSUs/RSAs are typically your best option.  The tax impact is typically lower than Stock Options and ESPP shares.  Additionally, you are not sacrificing the significant growth opportunity that exists with stock options.

2. Tax Loss Diversification - Most Nike executives own a significant amount of Nike stock that makes up most of their overall net worth.  This may represent such a large portion within your overall investment portfolio that it poses a significant amount of risk.  Many want to diversify out of Nike stock into other investments, but the tax bill that would be generated by doing so is so painful that no action is taken.  Tax-Loss Diversifying is a way to diversify out of Nike by identifying and selling very specific stock shares that are at a loss during a market downturn. 

   We do not believe that you should sell an investment at the bottom of a market drop and leave it in cash, so it is important to execute the next step, which is reinvesting the proceeds. Proceeds should be reinvested by diversifying into many different stocks that have also dropped in value during the downturn.  This can come in the form of low-cost, diversified funds, that hold thousands of stocks in large, mid, small, and international stock companies.  In addition to diversifying, the tax loss that is created can lower your current or future taxes by offsetting capital gains or deducting up to $3,000/year from your ordinary income, like your salary.

3. Charitable Giving - Instead of using cash, make your charitable contributions from your RSUs/RSAs.  If you transfer this stock directly to the charity organization, you can still get the tax deduction for the value of the stock, and the charity can sell the stock to completely avoid any capital gains tax that would normally be due if you sold the stock on your own.  Please note that only stock that has been held for over 12 months is eligible for this preferential tax treatment.  For more details on utilizing Nike stock for charitable purposes see this article.

Nike RSUs and RSAs are an effective tool for Executives to both participate in the success of the company and to meet their personal financial goals.  They are a great compliment to Nike Stock Options and provide many planning opportunities to minimize the tax burden due to their flexibility.

If you want to know more about how to maximize your RSUs and RSAs, please get in touch.

You can schedule time with me on Calendly (click here to schedule an appointment), e-mail me at marc@humanvesting.com, or call or text me at (503) 608-2968.

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@jens_johnsson

In our last post, we addressed the most significant anchor that is working against the financial planning industry, how it’s kept from adapting within changing market expectations, and that we need to move towards something better for clients. This anchor is the “Assets Under Management” business model that is the dominant form of revenue generation for financial advisory and wealth management firms. 

In this piece, we will highlight a related aspect of compensation but look at it from the planner/advisor perspective. In other words, our focus will be on compensation structures for planners and the role of incentives. To be sure, these two topics are interrelated and often confounded. These real and heavy anchors are keeping us from a state of optimal outcomes. Charlie Munger could not have been any more right when he said, “Show me the incentive and I’ll show you the outcome.” Let’s take a look. 

An “Agency Problem”

Before we get into compensation models, it is imperative that we identify and define a concept called an agency problem. In its simplest form, an agency problem is one that contains a conflict of interest. It is a situation when someone (called an “agent”) is entrusted to act in the best interest of another party (called a “principal”) but has interests that are different (and often competing). 

Remember that term “fiduciary?” A fiduciary standard is imposed and regulated due to the inherent agency problem that exists between the client and the financial services professional (and/or industry). To review, the CFP Board defines fiduciary through the lens of the interaction between a financial planner and a client. Its fiduciary standard of care “requires that a financial advisor act solely in the client’s best interest when offering personalized financial advice.” 

Think about that for a second

Who else’s interest would they be serving when they offer advice? The very fact that a fiduciary standard is required reveals the problematic state of the industry. It is worth repeating…we can and simply must do better! However, the business models of financial planning firms and the compensation of financial advisors are anchors that necessitate considerable and seemingly insurmountable effort to move beyond the current climate. 

So how are advisors paid? 

In a commission and fee firm (often termed a “hybrid model”), advisors are often paid based on the commissions generated on the products sold. More directly, commissions are charged to buy and/or sell a mutual fund and when selling an insurance product such as a cash-value life insurance policy or an annuity. These commissions are called gross dealer concessions (GDCs) to the brokerage firm and the advisor receives a percentage of the GDC. The percentage that the advisor receives is most often determined by their relative tier based on the volume of sales dollars, meaning that the more products sold, the higher the percentage of GDC received.

In a fee-only firm, it is common for advisors to receive a salary as well as bonuses based on a percentage of their book. That means that the more assets they manage, the greater their additional compensation. More money can be made by bringing in new clients.

So what is the dominant incentive? It is quite clear that the incentive in the former is to sell investment and insurance products, and the incentive in the latter is to build and protect their book of business. But what about the amount and quality of financial advice? What about the degree of service and attention? What about providing an unbiased perspective? These are the conflicts that exist.

Citing these conflicts is not intended to suggest that a particular individual within any of the systems above is not providing high quality financial advice and excellent client service. It is meant to clearly call out the inherent conflict of interests that exists within these compensation models. 

Conflicts everywhere

And since Charlie Munger’s quote has been proven true for decades, we would be wise to pay attention. Truly, it is the case…find the incentive and you will likely find the outcome. So what outcomes are naturally linked to these incentives? At worst, if the incentives are large bonuses that are paid for selling products that generate a (very large!) commission, the interest of the advisor is to sell as many of these products as possible. 

Selling = more $$. The interest of the client is sound, comprehensive, and objective advice and purchasing only products that best meet their needs. If the incentive is bonuses that are paid based on the volume of assets managed, the interest of the advisor is to provide advice that results in more managed assets and allocate time on only activities that build and retain assets.

More assets managed = more $$. The interest of the client is sound, comprehensive, and objective advice and purchasing only products that best meet their needs. This is not about the character or the quality of the advisor. It is simply about incentives. Incentives lead to behaviors, and behaviors lead to outcomes. Or as Peter Drucker once said, “What gets measured gets managed, and what gets managed gets done.” 

The conflicts of interest in a fee and commission model have been highlighted and bantered about for a long time. In fact, the strong movement towards a fee-only business model has been fueled by the increasing visibility of these challenges. So we would like to devote most of our time to the primary fee-only advisor compensation model which is salary plus a bonus paid on the advisor’s book of business (amount of assets managed). 

Even a fee-only structure has its limitations

This might look harmless, but there are conflicts that remain. If a large portion of compensation is determined through a percentage of the assets you manage (“your book”), the incentive is to protect the book. This means employing a time allocation method that first considers the question, “Does this activity help me build and/or maintain my book of business?” Activities that result in a “yes” response to that question are prioritized while the incentive is to minimize or eliminate activities that result in a “no” response to that question. The big problem is that many of the important services that clients are looking for do not involve activities that yield bigger books. For example, conversations around topics like financial literacy education, budgeting, debt management, benefit planning, educational funding strategies, talking through goals and values, and charitable giving rarely lead to more assets under management. So conversations are primarily directed at wealth management, retirement funding, and risk management/insurance needs at the expense of ignoring or minimizing these other vital topics. Why? Because they do not align with the incentive.

Look for comprehensive planning vs. product-focused planning

Further, for some clients the best thing they could do is to pay down debt, invest through their company’s 401(k) plan, invest in real estate, and/or engage in charitable giving. However, none of these activities builds assets under management and all of them could potentially subtract from managed assets. Again, the incentive is aligned toward advisor behaviors/advice that is contrary to the best interests of the client. Anything that takes away from the percentage bonus for the advisor is incentivized to be avoided. This dynamic is what has predominantly contributed to the difference between product-focused financial planning and truly comprehensive financial planning that we discussed several months ago and is reflected again in the graphic at the end of this post.

Truly comprehensive financial planning is such a small portion of overall financial planning due to the inherent compensation incentives. 

Finally, the fee-only compensation model helps illuminate why many individuals and families do not have access to financial planning assistance. Simply and crudely put, they are not worth the time because they do not have enough assets for the planner/advisor to manage. This client may be willing and able to pay for services, but the current compensation method does not incentivize the advisor for spending time with this client. 

Compensation methods need to change. It is not only a matter of preference. Real outcomes are at stake. We can and simply must do better! 

Check out the rest of the series with Ryan and Marc:

1. Financial Planning: A New Mindset

2. Bracing Ourselves For Rough Seas Ahead

3. Isn’t Financial Planning a Dying Profession?

4. What Financial Planning Should Look Like

5. How Product Sales Is Ruining Financial Planning

6. How Business Models Created the Culture of Financial Advisory Firms

Ryan Halley, Ph.D., CFP® is Director of Planning Practices and Research at Human Investing. He holds a doctorate in Personal Financial Planning from Texas Tech University and an MBA with a concentration in Finance from The Ohio State University. Ryan has his CERTIFIED FINANCIAL PLANNER™ certification. Dr. Halley is also a Professor of Finance and Financial Planning at George Fox University, where he directs a CFP® Registered Program located near Portland, Oregon. He has co-authored a book and has numerous peer-reviewed journal articles. Additionally, he has been an invited professor and lecturer at various universities in the United States, Canada and China. 

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Understanding the Rules, Risks and Special Tax Incentives

As a Nike employee, it is common to have a desire to participate in the success of the company.  For many, this opportunity exists within the Nike 401(k) by investing retirement funds in Nike stock.  Even though it is available, is it a good idea and if so, how much is appropriate?  We will explore the rules, risks, and special tax incentives that exist within the plan.

The Nike Plan Rules and Limitations

1. Future Investments in the Nike Stock Fund are limited to a maximum of 10%, which includes Employee Contributions, Nike Matching, and Rollovers.

2. Existing Investments in the Nike Stock Fund:

   1. You can fully diversify out of Nike stock at any time by moving the dollars to a different available investment fund(s).

   2. If you want to increase your amount in the Nike Stock Fund from other existing investment funds, Nike will only allow it if the Nike Stock will be 20% or less of your overall account balance.

   3. Even though Nike places the 20% limit on transfers, there is no limit on the total amount of stock you can accumulate in the Nike Stock Fund. If you accumulate more than 20%, you can still contribute up to 10% to the Stock Fund.

Why the limitations on Nike Stock Fund within the RSP 401(k)?

You can see by the rules and limitations that Nike wants to encourage participation in the stock but in a responsible manner. It allows you to regularly contribute small amounts over time but with a cap of 10% at that time. It wants to discourage employees from making quick short-term decisions to move a large portion of their retirement savings into the Stock Fund by limiting that to 20%. To balance all of this out, it leaves an unlimited upside for the stock to grow in the 401(k) by having no overall limit in the value. Nike created guardrails to limit the risk and make sure that investment in Nike Stock is a long-term decision.

Understanding the Risks

Risk #1: Concentrated Stock Risk

Any stock or portfolio of stocks is subject to one type of risk known as Market Risk, which affects the entire stock market. Examples of factors that can create Market Risk are changes in interest rates, government regulations, taxes, and wars.

There is an additional risk that can affect you when you hold a large amount in a single stock. This risk is known as Company Risk, and it is related to the financial viability of that specific company. The emergence of new trends, technology, or even a scandal can decimate or take down an entire company. Examples of companies that have experienced this type of risk are Enron, Sears, Blockbuster, and AOL. This type of risk can be mitigated by diversifying and owning multiple stocks or investing in a diversified stock mutual fund or exchange-traded fund (ETF).

Risk #2: Employment Risk

If a company ever begins to struggle financially, the ramifications can likely be seen in the elimination of jobs and lower bonus’ for employees since they are tied to company performance. At the same time, the stock price of the company will typically drop, impacting the personal savings of anyone owning that stock. The effect of a stock price drop in your personal savings can become magnified if it happens simultaneously with losing your job or the elimination of your bonus.

How much Nike stock is too much?

The first step is to assess your overall exposure to Nike stock. Depending on the level at Nike, employees have access to different forms of Nike stock as part of the benefits package. It is common for Nike employees to accumulate a significant amount of Nike stock through benefits in the form of ESPP, Stock Options or Restricted Stock Units (RSUs). If you incorporate any Nike stock owned in your 401(k) and compare that to any other investments (retirement accounts, cash, real estate), what percentage of your assets are in Nike stock? So once you know the percentage, what is the right percentage for you?

Diversification and the “Rule of Thumb”

In the financial services industry, there is a rule of thumb that states that you should not own more than 5% or 10% of your overall investment portfolio in one single stock since it can create a significant amount of risk related to that Company Risk described earlier in this article. There definitely is prudence to this rule of thumb, but it can be challenging for employees to follow this “rule of thumb” strictly because of the stock benefits provided by Nike.

When It Can Make Sense to Exceed the Rule of Thumb

Part of maximizing your time at Nike is to take advantage of the benefits that are provided. Nike stock benefits all include a special incentive when compared to normal Nike stock. Whenever you consider risk, it should be evaluated in relation to the potential reward, so the higher the risk, the higher the reward should be for it to be a worthwhile investment. These incentives from the Nike benefits increase the reward so it can justify taking the additional risk of owning a concentrated amount of one stock.

The GAME-CHANGING Incentive for Owning Nike Stock in Your 401(K)

Net Unrealized Appreciation (NUA)

There is a unique tax strategy that exists within the Nike 401(k) that can make owning Nike stock more advantageous. The strategy is known as “Net Unrealized Appreciation” or “NUA” and applies to qualified retirement plans where you own company stock within the plan.

Net Unrealized Appreciation is the difference between what you have contributed (average cost basis) to the Nike Stock Fund and what it is worth today. Essentially, it is the growth above your contributions to the Nike Stock Fund.

The IRS has a provision that allows you to potentially receive a preferential tax rate on the NUA amount when you distribute Nike Stock from your 401(k) if you follow very specific rules. This preferential tax rate can save you between 13-37% in income taxes on the NUA amount depending on your specific situation.

When you make pre-tax contributions to your 401(k), future distributions will be taxed as Income when you take withdrawals from that account. If you follow the NUA Strategy steps, you would distribute all or part of the Stock Nike Fund as Nike Stock, pay taxes as Income on the contribution (Average Cost Basis) portion only. All growth of the Nike Stock (NUA) would be subject to a lower preferential tax rate of Capital Gains, which you can delay until you want to sell the Nike stock.

How to take advantage of the NUA strategy:

1. Nike stock must be transferred out of the 401(k) in-kind and cannot be sold before transfer.

2. The entire Nike 401(k) balance must be distributed in a single tax year. This could mean that the Non-Nike stock portion could be rolled into an IRA.

3. The distribution of the entire account can only be made after a “triggering event,” which are Death, Disability, Separation from Service, or Reaching age 59 ½.

As a future tax planning strategy, you could wait to sell the NUA Nike stock until you were in a low enough tax bracket and potentially have No Federal Capital Gains tax on the NUA amount.  The most common timeframe for this opportunity is after retirement and before age 72, when Social Security income and required minimum distributions from your IRAs can force you into a higher tax bracket.

The final and most important consideration is how your Nike stock exposure fits into your overall financial plan.  If you have a financial plan to show you how dependent your financial future is on Nike stock, this can help you make the most well-informed decision on your overall Nike stock exposure.

If you want to know more about incorporating Nike stock within your 401(k), please get in touch.

You can schedule time with me on Calendly, e-mail me at marc@humanvesting.com, or call or text me at (503) 608-2968.

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Why not just make the necessary changes to correct what’s broken? 

At this point in our blog series, you might be asking yourself the question, “If things are so bad with the current state of financial planning, why not just make the necessary changes to correct what’s broken?” That is a logical conclusion, but while the problems are obvious, the solutions are challenging (possibly a little like some of the political debate topics you will be hearing for the next few months!). 

There are two real challenges here

One that we have already mentioned: nothing big is wrong. It is a host of smaller pieces that are broken, and those small pieces accumulate into a perception of confusion and mistrust and suboptimal financial planning outcomes.

A second challenge is that the core problems are so deeply rooted in the culture and systems that make up the industry that even obvious needed changes are difficult to address. It is the proverbial turning of the Titanic, if you will. So, a better place to begin might be defining the culture through the lens of how we arrived at where we are currently and identifying some of the elements of the culture that make it so sticky and unwieldy. 

As forecasted last time, there are many weighty systemic issues woven into the culture of financial services that make this move to a better model extremely difficult. These are true anchors working against a migration to something better. In this piece, we are going to start at the top and take a look at the business model of most financial planning firms and set the stage for why things are as they are. 

How financial services make money

As we have discussed, the financial planning profession has its roots in investment services and the insurance industry. Firms make money largely be selling either investment products (stocks, bonds, mutual funds, real estate trusts, options, etc.) or insurance products (whole life, variable life, annuities, etc.). 

Each of these products are sold with a commission and the firm makes money with each product sold. It is quite possible that a firm gets paid $10,000, $15,000 or even $20,000 or more for selling one variable annuity product. So, as you can imagine, this system is full of agency problems or conflicts of interest and has brought about many pieces of regulation to try to control these built-in conflicts. Selling products often comes at the expense of offering services. 

It is for this reason that we ended our last post talking about “fiduciary.” Fiduciary is a legal requirement imposed to make sure that planners/advisors are acting in a way that is in the client’s best interest. And, as we asked last time, who else’s interest would they be serving when they offer advice?

The very fact that a fiduciary standard is required reveals the problematic state of the industry 

This problem and others have led to a slow migration to other business models. Improvement. The commission-only paradigm began to change into a business model that is comprised of both fees for service and commission on products. This has further extended into a model where revenue comes exclusively from fees, with no commissioned products being sold. In fact, the CFP Board recognizes three different categories of compensation for planners:

• Commission only

• Commission and fee

• Fee only

In order to be considered a fee-only advisor (or firm), no commissioned products can be sold. The CFP Board has defined the term “fee only” in the following way: “A certificant may describe his or her practice as “fee-only” if, and only if, all of the certificant’s compensation from all of his or her client work comes exclusively from the clients in the form of fixed, flat, hourly, percentage or performance-based fees.” 

While the definition might seem to align with what you would expect of a fee-for-service relationship, the dominate model looks much different. Instead of being paid to produce a financial plan or paid on an hourly basis, the vast majority of financial planning firms generate most of their revenue through what is called an “assets under management” (AUM) model.

WHAT THE ASSETS-UNDER-MANAGEMENT model MISSES

There are planners who do hourly work or charge by the plan, but that is the extreme minority of revenue dollars produced. The assets under management model assigns a percentage fee to the client assets that are managed by the firm. The more assets managed, the more money made. It is typical for the amount charged to be on a sliding scale so that the percentage applied to assets goes down if you hit certain targets. For example, if a firm charges 1.25% of AUM for assets under $1 million and 1.00% of AUM for assets over $1 million, a client with $500,000 invested would pay $6,250 for the year. A similar fee structure would be used to calculate annual fees during each future year. If the client had $3,000,000 invested, that client would pay $30,000 annually. 

There is nothing inherently wrong with this model, but it does explain why most financial planning firms look like investment service firm silos, or what we have termed “product-focused financial planning.” Other services can be offered and truly comprehensive financial planning can be conducted, but it is most often done without direct compensation. In other words, you are not paid for it. This is the largest and heaviest anchor working against a change from a culture of product-focused financial planning to truly comprehensive financial planning. 

The incentives are stacked too heavily towards products and wealth management. In order to change the incentive, the entire business model would need to change. And as you can imagine, that is a big ask. The more hidden cost is one of being stuck—of knowing what would and could be better, but experiencing the seemingly impossible task of getting there. In life, the one thing more frustrating than not knowing or being able to figure something out is the ability to observe, understand and know what needs to happen but not being able to do anything about it.

Associated costs are a continued and mired state of public distrust, a ridiculous amount of regulation and required disclosure, an opaque world in which terms like “advisor” and “planner” are almost impossible to decipher, and ultimately failing to offer the community the entirety of what they need… truly comprehensive financial planning. 

Check out the rest of the series with Ryan and Marc:

1. Financial Planning: A New Mindset

2. Bracing Ourselves For Rough Seas Ahead

3. Isn’t Financial Planning a Dying Profession?

4. What Financial Planning Should Look Like

5. How Product Sales Is Ruining Financial Planning

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Want to talk about your financial plan?
Want to learn more?
Come talk to us or e-mail Jill at jill@humaninvesting.com.

Ryan Halley, Ph.D., CFP® is Director of Planning Practices and Research at Human Investing. He holds a doctorate in Personal Financial Planning from Texas Tech University and an MBA with a concentration in Finance from The Ohio State University. Ryan has his CERTIFIED FINANCIAL PLANNER™ certification. Dr. Halley is also a Professor of Finance and Financial Planning at George Fox University, where he directs a CFP® Registered Program located near Portland, Oregon. He has co-authored a book and has numerous peer-reviewed journal articles. Additionally, he has been an invited professor and lecturer at various universities in the United States, Canada and China. 

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In our last several posts, we have been highlighting the necessary distinction between truly comprehensive financial planning and product-focused financial planning. We deem it necessary because the term financial planning is often wrongly used, which comes at the client’s expense. The term financial planning is regularly used to represent what is solely product-focused financial planning. We proposed that we are largely stuck in an industry of confusion, and we are having a difficult time moving on from this place. There are apparent yet opaque reasons as to why this is the case. These are contained within an earlier list of systemic factors we cited which have impaired financial planning outcomes and distorted the way in which financial planning is done. 

Let’s return to the medical analogy. Imagine being a patient with an illness

A patient would never want to go to a doctor who has a drug or pill already identified and evaluates the condition of the patient by searching for ways to use that drug or pill to treat the patient. Instead, a patient would want a doctor who evaluates the medical situation with an unbiased lens and only uses a drug or pill if it is the most effective way to treat the identified condition. Isn’t that the way you would want your financial life approached as well – to have someone look over your entire financial picture (including your values, goals, dreams, concerns, fears, etc.) and advise from that perspective instead of looking for a way to sell a financial product?

Within the medical context, think about what may be missed and how often the product (drug) would be the wrong form of treatment! The patient is seeking a service, not a product. The product is a potential outcome of the service, but it is not what the patient or client pursues. If so clearly a problem within a medical context (or almost any other professional context), why does this phenomenon of product sales disguised as financial planning remain so apparent within the financial services industry? Sure, financial products (insurance and investments) will be part of most financial plans; however, they should only be used when designed to meet a specific need identified through a comprehensive and unbiased financial planning process. If the product (drug) comes at the expense of a comprehensive evaluation, it compromises the best interest of the patient…or, in this case, the client. 

Why is this happening?

It is the tethering of product sales and commissions to a "financial plan" which is at the core of the challenge. This persistent culture of product sales paraded around as financial planning is a systemic issue. The prevailing practice and system around “financial planning” has weakened the full potential of the financial planning profession. Tragically, for clients, this dislocation has weakened outcomes for the humans we are attempting to serve humanely. The focus needs to be directed squarely on service, not products. While this right move seems obvious, there are many weighty systemic issues woven into the culture of financial services that make this move extremely difficult. The list below identifies the most significant anchors working against a migration to something better, and we are going to use upcoming posts to focus specifically on each of these: 

• Business models of financial planning firms 

• Compensation structure for planners 

• Role of incentives 

• Career status and prestige based solely on sales achievements 

• Measures of success and effectiveness tied to a book of business 

• Conflicts of interest that are not transparent 

• Academic preparation, credentialing, and pathway to a profession in financial planning 

There is much talk in the financial services industry about the term and concept of “fiduciary.” Besides being an odd word and slightly fun to say, what is it? The CFP Board defines fiduciary through the lens of the interaction between a financial planner and a client. Its fiduciary standard of care “requires that a financial adviser act solely in the client’s best interest when offering personalized financial advice.” Think about that for a second. Who else’s interest would they be serving when they offer advice? The very fact that a fiduciary standard is required reveals the problematic state of the industry. We can and simply must do better. 

Ryan Halley, Ph.D., CFP® is Director of Planning Practices and Research at Human Investing. He holds a doctorate in Personal Financial Planning from Texas Tech University and an MBA with a concentration in Finance from The Ohio State University. Ryan has his CERTIFIED FINANCIAL PLANNER™ certification. Dr. Halley is also a Professor of Finance and Financial Planning at George Fox University, where he directs a CFP® Registered Program located near Portland, Oregon. He has co-authored a book and has numerous peer-reviewed journal articles. Additionally, he has been an invited professor and lecturer at various universities in the United States, Canada and China. 

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