Published on 08 Aug 07
by VICTORIAN DIVISION, THE TAX INSTITUTE
Traditional wisdom has it that an employee's remuneration package might be comprised of some or all of salary, plus superannuation, plus one or more cars, plus one portable computer per annum, plus salary sacrifice of holding costs of jointly held investments, plus a range of other exempt or concessional benefits, plus loans with a promise of an ETP rather than bonuses, plus shares or rights under an employee share scheme, plus entitlements under phantom equity arrangements – by whatever name. This paper briefly touches all the alternatives except employee share schemes and draws out in particular the benefits of phantom equity type arrangements, by whatever name.
Paul of Mutual Trust, has over 30 years experience in advising high-wealth families, closely held businesses and accounting and legal firms on tax, asset protection and estate and succession planning. He has particular expertise in litigation support and property development. Paul started his career with the ATO and has worked in major legal and accounting firms. Prior to joining Mutual Trust, he was a Tax Partner at Deloitte Private for several years. For a number of years, Paul has been a regular author and speaker on taxation matters, particularly in relation to tax aspects of business and investment structuring, estate and succession planning and salary packaging.
- Current at
26 September 2017