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 Hockridge CTA
Paul is a Tax Partner at Mutual Trust with over 30 years' experience in tax, asset protection, estate succession planning, FBT and salary packaging. Paul specialises in advising high wealth families and closely held businesses as well as many accounting and law firms. Paul teaches in the Masters program in the Law School at the University of Melbourne and has been involved in consultation with both federal and state governments on a variety of tax matters. Current at 08 July 2015
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