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 is Tax Advisory Partner at Mutual Trust, Australia’s leading multi-family office. He has worked for the ATO, a large law firm, has been a partner in medium and Big 4 chartered accounting firms and has over 30 years' experience in tax, asset protection, estate and succession planning. Paul’s niches include litigation support, property development and FBT and salary packaging. Paul specialises in advising high wealth families and closely held businesses, as well as providing support for a number of accounting and law firms. Paul maintains a practicing certificate as a legal practitioner in Victoria, is a fellow of both CPA Australia and Chartered Accountants Australian and New Zealand, is senior fellow and teaches in the Masters program in the Law School at the University of Melbourne and is a chartered tax adviser. He sits on The Tax Institute’s FBT and Employment Taxes Committee and contributes to The Tax Institute’s book, Estate and Business Succession Planning. Perhaps Paul is best known as a regular presenter at local, State and National Tax Institute conferences.
- Current at
04 December 2019