vesting

简明释义

英[ˈvestɪŋ]美[ˈvestɪŋ]

n. 雇员保留既得退休金的权利，保留退休金的权利；背心料子

英英释义

单词用法

同义词

反义词

例句

1.Of course, although a clear policy would be good, vesting that much power in one individual's hands, as Rao recognizes, requires caution.

当然，只有清晰的政策虽然是好的，但正如饶毅坦诚的那样，这样的聘用大权集中在一个人手里，用起来需要谨慎。

2.Because of our culture and our emotional feelings so that we have to find the vesting in the construction.

由于我们的文化和情感的感情，使我们必须找到归属建设。

3.With reverse vesting, the founders set aside their common shares and then earn them over time (the standard is four years).

有反向特别保护权的规定的话，创始人放弃了他们的普通股，而是随着时间的推移才能获得它们(标准时间是4年)。

4.Nor is there any early vesting of share options as part of the severance process, as happens in America.

英国不像美国一样，把早期股票期权作为离职金的一部分。

5.Without proper vesting you also place a risk on all other co-founders.

没有合理的兑现条款，其他联合创始人的离开对你也是个风险。

6.Founder vesting was one of the emotional hot buttons for them.

创始人兑现条款对他们来说只是个情绪上振奋人心的条款而已。

7.Save your energy for other terms, such as liquidation preferences and reverse vesting.

把你的经历节省到其他条款上吧，比如清算优先权和反向特别保护权。

8.The "restricted stock units" were handed out in January, with 50% of the award vesting at the end of the first year and the remainder released in chunks of 25% over the next two years.

店面员工士气因此大振。一月份，星巴克向员工发放了限制性股票，年底分发50%的奖金，剩余的两年内分两次（25%/每次）下发。

9.The company has a vesting schedule that allows employees to earn stock options over a period of four years.

公司有一个归属计划，允许员工在四年内获得股票期权。

10.The vesting period for the new employee stock plan is set at three years.

新员工股票计划的归属期定为三年。

11.After five years of service, employees will receive full ownership of their retirement benefits through a process known as vesting.

经过五年的服务，员工将通过一个称为归属的过程获得他们退休福利的完全所有权。

12.If you leave the company before your vesting period is complete, you may lose your benefits.

如果您在归属期结束之前离开公司，您可能会失去您的福利。

13.Understanding the vesting rules is crucial for maximizing your retirement savings.

理解归属规则对于最大化您的退休储蓄至关重要。

作文

In the world of finance and employment, the term vesting refers to the process by which an employee earns the right to keep certain benefits or assets over time. This concept is particularly relevant in the context of retirement plans, stock options, and other forms of employee compensation. Understanding vesting is crucial for both employees and employers as it influences financial planning and job satisfaction.When an employee is granted benefits such as stock options or contributions to a retirement plan, these benefits do not typically belong to the employee outright. Instead, they are subject to a vesting schedule, which determines when the employee will fully own these benefits. For example, a common arrangement might be a four-year vesting schedule, where an employee earns 25% of their stock options each year. After four years, the employee has fully vested and can exercise all their options.The concept of vesting serves several purposes. First, it encourages employees to stay with the company longer. By tying benefits to tenure, companies can reduce turnover rates and retain valuable talent. Employees may be more inclined to remain with the organization if they know that their benefits will increase over time. This creates a sense of loyalty and commitment, which is beneficial for both parties.Second, vesting can align the interests of employees with those of the company. When employees have a stake in the company's success through stock options, they may be more motivated to work hard and contribute to the organization's growth. This alignment can lead to increased productivity and innovation, benefiting the company as a whole.However, vesting can also present challenges. Employees who leave a company before their benefits are fully vested may feel disappointed, especially if they had planned to rely on those benefits for their future. This can lead to a sense of loss and may impact their overall job satisfaction. Employers must communicate clearly about vesting schedules and the implications of leaving the company to help manage employee expectations.Furthermore, the rules surrounding vesting can vary significantly between different companies and industries. Some organizations may offer immediate vesting, where employees gain full ownership of their benefits right away, while others may have longer schedules. Understanding these differences is essential for employees when evaluating job offers and considering their long-term career paths.In conclusion, the concept of vesting plays a vital role in the relationship between employees and employers. It serves as a tool for retention and motivation while also presenting potential pitfalls for employees who may not fully understand the implications. By grasping the nuances of vesting, individuals can make informed decisions about their careers and financial futures. Ultimately, knowledge of vesting can empower employees to advocate for their rights and ensure they are making the most of their employment benefits.

在金融和就业的世界中，术语vesting指的是员工随着时间的推移获得保留某些福利或资产权利的过程。这个概念在退休计划、股票期权和其他形式的员工补偿中尤为相关。理解vesting对于员工和雇主来说至关重要，因为它影响着财务规划和工作满意度。当员工获得诸如股票期权或退休计划的贡献等福利时，这些福利通常并不直接属于员工。相反，它们受限于一个vesting时间表，该时间表决定员工何时将完全拥有这些福利。例如，一个常见的安排可能是四年的vesting时间表，员工每年获得25%的股票期权。四年后，员工完全vesting，可以行使他们所有的期权。vesting的概念服务于几个目的。首先，它鼓励员工在公司工作更长时间。通过将福利与任期挂钩，公司可以减少员工流失率并留住有价值的人才。如果员工知道他们的福利会随着时间的推移而增加，他们可能更倾向于留在组织中。这种忠诚感和承诺感对双方都有好处。其次，vesting可以使员工的利益与公司的利益保持一致。当员工通过股票期权拥有公司成功的股份时，他们可能会更加积极地工作并为组织的增长做出贡献。这种一致性可以导致生产力和创新的提高，从而使整个公司受益。然而，vesting也可能带来挑战。提前离开公司而未能完全vesting的员工可能会感到失望，尤其是如果他们计划依赖这些福利来为未来做准备时。这可能导致一种失落感，并可能影响他们的整体工作满意度。雇主必须清楚地沟通vesting时间表和离开公司的影响，以帮助管理员工的期望。此外，围绕vesting的规则在不同的公司和行业之间可能会有显著差异。一些组织可能提供即时vesting，即员工立即获得其福利的完全所有权，而其他公司可能会有更长的时间表。了解这些差异对于员工在评估工作机会和考虑长期职业发展时至关重要。总之，vesting的概念在员工与雇主之间的关系中发挥着重要作用。它作为留任和激励的工具，同时也为那些可能不完全理解其含义的员工带来了潜在的陷阱。通过掌握vesting的细微差别，个人可以对自己的职业和财务未来做出明智的决策。最终，了解vesting可以使员工能够维护自己的权利，并确保他们充分利用自己的就业福利。