{"id":1464,"date":"2024-11-30T10:29:03","date_gmt":"2024-11-30T10:29:03","guid":{"rendered":"https:\/\/siceviclaw.com\/?p=1464"},"modified":"2024-12-28T14:36:29","modified_gmt":"2024-12-28T14:36:29","slug":"ugovor-o-sticanju-udela-u-firmi-vesting-ili-employee-stock-ownership-plan-esop","status":"publish","type":"post","link":"https:\/\/siceviclaw.com\/en\/ugovor-o-sticanju-udela-u-firmi-vesting-ili-employee-stock-ownership-plan-esop\/","title":{"rendered":"SHARE ACQUISITION AGREEMENT IN A COMPANY (VESTING)"},"content":{"rendered":"

Vesting je veoma va\u017ean kada osnivate startup, jer poma\u017ee u motivaciji zaposlenih da ostanu u kompaniji i rade na njenom uspehu. Vesting je proces kroz koji zaposleni postepeno sti\u010du pravo na akcije ili druge beneficije tokom vremena. U po\u010detku ne\u0107e dobiti ni\u0161ta, ali nakon godinu dana ste\u0107i \u0107e 25% svog udela, a ostatak se sti\u010de kroz mesec ili kvartal. Na kraju vesting perioda, zaposleni ima pravo na 100% svog udela.<\/p>\n\n\n\n

Za vi\u0161e informacija o osnivanju startup kompanije u Srbiji, kao i o pravnim osnovama i dokumentima koji su potrebni pri osnivanju, pogledajte moje druge blogove:<\/p>\n\n\n\n

Pravni temelji za uspe\u0161an startup: Koji ugovori i sporazumi su neophodni pre osnivanja?<\/a><\/strong><\/p>\n\n\n\n

Osnivanje startup kompanije u Srbiji<\/a><\/strong><\/p>\n\n\n\n

Sada \u0107emo se fokusirati na jedan konkretan korak, a to je ugovor o vesting-u<\/strong>, odnosno o sticanju udela u firmi. Ovaj ugovor postaje sve prisutniji u razli\u010ditim industrijama, a novina je uvedena 2019. godine.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Vesting ili (ESOP) u startupu<\/strong><\/h2>\n\n\n\n

Vesting je koristan instrument za startape. On poma\u017ee da se udeli dodele na pravi\u010dan na\u010din. Tako\u0111e omogu\u0107ava da klju\u010dni ljudi ostanu posve\u0107eni. Ovo va\u017ei bez obzira na to koliko vremena je pro\u0161lo od po\u010detka anga\u017eovanja.<\/p>\n\n\n\n

Vesting se \u010desto koristi u startapima. Cilj je motivisati osniva\u010de, zaposlene i klju\u010dne saradnike. \u017deli se da ostanu anga\u017eovani. Tako\u0111e treba da budu posve\u0107eni dugoro\u010dnom uspehu.<\/p>\n\n\n\n

Vesting se odnosi na raspodelu vlasni\u010dkih udela. Naj\u010de\u0161\u0107e, ti udeli imaju oblik akcija ili udela. Sti\u010du se postepeno tokom odre\u0111enog vremenskog perioda.<\/p>\n\n\n\n

Oni koji dobijaju udela ne postaju odmah vlasnici. Sti\u010du pravo na njih tek nakon odre\u0111enog vremena. Tako\u0111e, moraju da ispune odre\u0111ene uslove.<\/p>\n\n\n\n

Da bi do\u0161lo do emitovanja ovog instrumenta, potrebno je formirati rezervisani udeo. Kako bi se izbegle malverzacije, procenat u\u010de\u0161\u0107a svih udela ne mo\u017ee biti ve\u0107i od 40%.<\/p>\n\n\n\n

Klju\u010dne komponente ugovora o vestingu uklju\u010duju:<\/strong><\/h3>\n\n\n\n

Vremenski period vestinga je period u kojem zaposleni ili partner mora da ostane u kompaniji. Oni moraju da ispune druge uslove kako bi stekli pravo na dodeljene akcije, opcije ili druge beneficije. Na primer, kompanija mo\u017ee dodeliti akcije zaposlenima koje postaju njihove tek nakon \u010detiri godine. Akcije se dodeljuju postepeno, na primer, 25% svake godine.<\/p>\n\n\n\n

Vrsta vestinga:<\/p>\n\n\n\n

    \n
  • Linearni vesting<\/strong> zna\u010di da zaposleni sti\u010de prava na beneficije postepeno. U prvoj godini ne dobija nijednu akciju, a nakon toga sti\u010de 25% svog udela. Udeo se dalje pove\u0107ava svakog meseca ili kvartala, a na kraju vesting perioda zaposleni sti\u010de 100% udela.<\/li>\n<\/ul>\n\n\n\n
      \n
    • Cliff vesting<\/strong> zna\u010di da zaposleni sti\u010de sve dodeljene beneficije odjednom, obi\u010dno nakon \u010detiri godine. Pre tog perioda zaposleni nemaju pravo na ni\u0161ta. Vesting period traje \u010detiri godine, a klif, koji obi\u010dno traje godinu dana, zna\u010di da zaposleni ne\u0107e dobiti ni\u0161ta sve dok ne pro\u0111e taj prvi period.<\/li>\n<\/ul>\n\n\n\n

      Ako investitoru dodelimo vesting period od \u010detiri godine, ste\u0107i \u0107e 40% udela, po 10% svake godine. Ali, ako napusti startup pre prve godine, ne\u0107e ste\u0107i nijedan procenat. Ako se povu\u010de nakon prve godine, zadr\u017ea\u0107e 10%, a preostali udeli firma mo\u017ee otkupiti od investitora.<\/p>\n\n\n\n

      Ugovor o vestingu mo\u017ee navoditi uslove koji moraju biti ispunjeni. Ovi uslovi mogu uklju\u010divati kontinuirani rad, ostvarivanje ciljeva ili finansijske rezultate.<\/p>\n\n\n\n

      Ako zaposleni napusti kompaniju pre nego \u0161to stekne prava, mo\u017ee izgubiti sve ili deo dodeljenih beneficija. Ovo se naziva „forfeiture“ ili gubitak prava.<\/p>\n\n\n\n

      Vesting nije uvek vezan samo za vreme i ulaganje, ve\u0107 i za ostvarivanje odre\u0111enih ciljeva. Ovo je \u010desto slu\u010daj sa osniva\u010dima koji ula\u017eu rad i stru\u010dnost. Znanje i iskustvo osniva\u010da su klju\u010dni motivatori za investitore, koji \u010desto zahtevaju jasne kriterijume za procenu njihovog doprinosa.<\/p>\n\n\n\n

      \n
      \"\"
      vesting<\/figcaption><\/figure>\n<\/figure>\n\n\n\n

      Emitovanje ESOP-a, odnosno vestinga<\/strong><\/h3>\n\n\n\n

      Nakon \u0161to se defini\u0161e rezervisani udeo, kompanija treba da donese odluku o emisiji ESOP-a ili vestinga. Odluka se odnosi na finansijski instrument koji pru\u017ea pravo na sticanje udela. Kada se odluka donese, dostavlja se Centralnom registru depo i kliringa hartija od vrednosti („Centralni registar“). Tako\u0111e, ona se registrova u Agenciji za privredne registre (APR).<\/p>\n\n\n\n

      Ovaj instrument je neprenosiv. Firma ne mo\u017ee preneti pravo na sticanje udela na druge osobe. Tako\u0111e, instrument ne mo\u017ee biti predmet zaloge. Svi instrumenti iz iste serije dospevaju istog dana.<\/p>\n\n\n\n

      Kada dospe rok za uplatu, imalac instrumenta mora uplatiti iznos u roku od 15 do 30 dana od dana dospelosti. Ako uplata bude izvr\u0161ena na vreme, imalac sti\u010de udeo u kompaniji iz rezervisanog dela, prema unapred definisanom procentu.<\/p>\n\n\n\n

      Ako uplata nije izvr\u0161ena u predvi\u0111enom roku, finansijski instrument se poni\u0161tava.<\/p>\n\n\n\n

      Sticanje udela u kompaniji predstavlja oporezivi doga\u0111aj. Udeo u firmi predstavlja imovinu. Da bi se podstakla primena ovih prava, dr\u017eava je uvela poreske olak\u0161ice za korisnike u Srbiji.<\/p>\n\n\n\n

      Svrha vestinga u startupu<\/strong><\/h2>\n\n\n\n

      Vesting u startapima osigurava dugoro\u010dnu posve\u0107enost klju\u010dnih \u010dlanova tima. Osniva\u010di i zaposleni dobijaju udeo u firmi, ali samo ako ostanu u kompaniji odre\u0111eni broj godina i aktivno doprinosu njenom rastu. Ovo smanjuje rizik da neko dobije veliki udeo i napusti firmu pre nego \u0161to da zna\u010dajan doprinos.<\/p>\n\n\n\n

      Zaposleni koji dobijaju opcije na akcije tako\u0111e podle\u017eu vesting aran\u017emanima. Ovo im daje pravo da kupuju akcije kompanije po unapred definisanoj ceni. Ta cena je obi\u010dno ni\u017ea od tr\u017ei\u0161ne vrednosti. To predstavlja dodatnu motivaciju da ostanu u firmi i doprinesu njenom uspehu.<\/p>\n\n\n\n

      Vesting poma\u017ee u smanjenju nesuglasica me\u0111u osniva\u010dima, zaposlenima i investitorima. Na primer, ako jedan osniva\u010d odlu\u010di da napusti firmu pre nego \u0161to zavr\u0161i vesting period, ne\u0107e zadr\u017eati puno vlasni\u0161tva. Ovo spre\u010dava da neko nezaslu\u017eeno zadr\u017ei udeo u kompaniji koju je napustio.<\/p>\n\n\n\n

      Vesting mo\u017ee biti koristan i u situacijama poput prodaje ili preuzimanja firme. U tim slu\u010dajevima, mo\u017ee do\u0107i do ubrzanog sticanja udela, poznatog kao accelerated vesting<\/strong>, \u0161to omogu\u0107ava zaposlenima ili osniva\u010dima da odmah postanu vlasnici svojih akcija u slu\u010daju promene vlasni\u010dke strukture.<\/p>\n\n\n\n

      <\/p>","protected":false},"excerpt":{"rendered":"

      Vesting je veoma va\u017ean kada osnivate startup, jer poma\u017ee u motivaciji zaposlenih da ostanu u kompaniji i rade na njenom uspehu. Vesting je proces kroz koji zaposleni postepeno sti\u010du pravo na akcije ili druge beneficije tokom vremena. U po\u010detku ne\u0107e dobiti ni\u0161ta, ali nakon godinu dana ste\u0107i \u0107e 25% svog udela, a ostatak se sti\u010de […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[54,14,12],"tags":[42,47,41,48,51,46,40,43,50,49,39,45],"class_list":["post-1464","post","type-post","status-publish","format-standard","hentry","category-it-pravo","category-novosti-u-pravu-i-propisima","category-pravo","tag-advokat","tag-contract","tag-documents","tag-doo","tag-enterpreneuer","tag-esop","tag-idea","tag-pravo","tag-preduzetnistvo","tag-privreda","tag-startup","tag-vesting"],"yoast_head":"\nvesting-esop-ugovori-sticanje-udela<\/title>\n<meta name=\"description\" content=\"Vesting je koristan instrument za startape koji \u017eele da osiguraju da se udeli dodele na pravi\u010dan na\u010din i da klju\u010dni ljudi ostanu posve\u0107eni razvoju i uspehu 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