Selling RSUs that vested at different values
No, you're not missing anything. RSUs are pretty simple when it comes to taxes. They are taxed as compensation at fair market value when they vest, basically equivalent to the company giving you a cash bonus and then using it to buy company stock. The fair market value at vesting then becomes your cost basis. Assuming the value has increased since vesting, selling the shares that vested at least a year ago (to qualify for lower long-term capital gains tax rates) with the highest cost basis with result in the minimum taxes.
You need to see that prospectus.  I just met with some potential new clients today that wanted me to take a look at their investments.  Turns out they had two separate annuities.  One was a variable annuity with Allianz.  The other was with some company named Midland Insurance (can't remember the whole name). Turns out the Allianz VA has a 10 year surrender contract and the Midland has a 14 year contract.   14 years!!!   They are currently in year 7 and if they need any money (I'm hoping they at least have a 10% free withdrawal) they will pay 6% surrender on the Allianz and a 15% surrender on the other. Ironically enough, they guy who sold this to them is now in jail.   No joke. I'm guessing you're talking about options given to employees. The company can issue stock options at whatever strike price it wants. The difference between the strike price and the actual market value is considered income to the employee. You can get the options at $0 strike just as well (although companies generally just give RSUs instead in this case). Unfortunately I believe there is not a good answer to this because it's not a well posed problem.  It sounds like you are looking for a theoretically sound criteria to decide whether to sell or hold.  Such a criteria would take the form of calculating the cost of continuing to hold a stock and comparing it to the transactions cost of replacing it in your portfolio. However, your criteria for stock selection doesn't take this form.  You appear to have some ad hoc rules defining whether you want the stock in your portfolio that provide no way to calculate a cost of having something in your portfolio you don't want or failing to have something you do want.  Criteria for optimally rebalancing a portfolio can't really be more quantitative than the rules that define the portfolio. I've seen many buyouts in my own portfolio, including the company I worked for.  There have been several different scenarios: The terms of the deal are subject to the deal -- frankly whatever makes sense to the buyer and that is accepted by the seller. So sometimes brokers charge reorganization fees.  check into those for your broker.  I've not seen one in a while, but my brokerage account is substantial, and often that's a perk they offer higher-value accounts. Also watch out for taxes.  The transaction where my employer was bought by another publicly traded company -- we got bit because the IRS treated it as a taxable transaction, and all our RSUs were effectively sold and then repurchased.  So we ended up with a big tax bill (capital gains) without any cash to offset the big tax bill.  I suspect its because my old employer was a US based company, whereas the new company is not. "This is a great question.  I've participated in a deal like that as an employee, and I also know of friends and family who have been involved during a buyout.  In short:  The updated part of your question is correct: There is no single typical treatment.  What happens to unvested restricted stock units (RSUs), unvested employee stock options, etc. varies from case to case. Furthermore, what exactly will happen in your case ought to have been described in the grant documentation which you (hopefully) received when you were issued restricted stock in the first place. Anyway, here are the two cases I've seen happen before: Immediate vesting of all units.  Immediate vesting is often the case with RSUs or options that are granted to executives or key employees.  The grant documentation usually details the cases that will have immediate vesting.  One of the cases is usually a Change in/of Control (CIC or COC) provision, triggered in a buyout.  Other immediate vesting cases may be when the key employee is terminated without cause, or dies.  The terms vary, and are often negotiated by shrewd key employees. Conversion of the units to a new schedule.  If anything is more ""typical"" of regular employee-level grants, I think this one would be.  Generally, such RSU or option grants will be converted, at the deal price, to a new schedule with identical dates and vesting percentages, but a new number of units and dollar amount or strike price, usually so the end result would have been the same as before the deal. I'm also curious if anybody else has been through a buyout, or knows anybody who has been through a buyout, and how they were treated." if the consolidated joint venture/sub has a negative net worth, then it is backing out the minority owner's share.    if another entity is taking the hit, or responsible for a hit/liability instead of you, then it should improve your valuation.   do not confuse net worth with net income. BS vs IS. There's no unique way to split the profit, it's about claims and arguments.  I propose the approach based on internal rate of return. Consider we have a project with cash flow -500 at the beginning, -1000 at 3 months and +2300 (1000 profit - 200 fee + 1500 of initial investments) at 1 year. The balance looks as follows (simple compounding): The solution is r = 64% (not bad!). Now, the value of the 1-st investment is 500*(1+0.64)=820 and the value of the second is 1000*(1+0.64*0.75)=1480 (at t=1 year). This gives the shares of 35.65% (820/2300) and 64.35% (1480/2300). Then split the profit according to the shares. This should all be covered in your stock grant documentation, or the employee stock program of which your grant is a part.   Find those docs and it should specify how or when you can sale your shares, and how the money is paid to you.  Generally, vested shares are yours until you take action.  If instead you have options, then be aware these need to be exercised before they become shares.  There is generally a limited time period on how long you can wait to exercise.  In the US, 10 years is common. Unvested shares will almost certainly expire upon your departure of the company.  Whether your Merrill Lynch account will show this, or show them as never existing, I can't say.  But either way, there is nothing you can or should do. Long ago when I was applying for my first mortgage I had to list all my income and assets. At the time I had some US Savings Bonds from payroll deduction. I asked about them. The loan officer told me that unless I was willing/planning on selling them to make the down payment, they were immaterial to the loan application. So unless you have a habit of turning RSUs into cash, or are willing to do so for the down payment, it is no different from having money in a 401K or IRA: the restrictions on selling them make them illiquid. "And to answer your other questions about fees, there are a number of sites that compare brokers' fees, Google ""broker fee comparison"". I like the Motley Fool, although there are a lot of others. However, don't go just by the comparison sites, because they can be out-of-date and usually just have the basic fees. Once you find a broker that you like, go to that broker's site and get all the fees as of now. You can't sell the shares that are in your Charles Schwab account using some other broker. However, you can (possibly now, definitely eventually, see below) transfer the shares to another broker and then sell them there. But be aware that Charles Schwab might charge you a fee to transfer the shares out, which will probably be larger than the fee they'll charge you to sell the shares, unless you're selling them a few at a time. For example, I have a Charles Schwab account through my previous employer and it's $9.99 commission to sell shares, but $50 to transfer them out. Note that your fees might be different even though we're both at Charles Schwab, because employers can negotiate individual deals. There should be somewhere on the site that has a fee schedule, but if you can't find it, send them a message or call them. One final thing to be aware of, shares you get from an employer often have restrictions on sale or transfer, or negative tax consequences on sale or transfer, that shares just bought on the open market wouldn't, so make sure you investigate that before doing anything with the shares." I am not required to hold any company stock. I also have an ESOP plan carrying a similar number of shares in company stock.  So if it were to be sold, what would the recommendation be to replace it? I can move the shares into any option shown, and have quite a few others.  Not dealing with any huge amounts, just a 4.5% contribution over three years (so far). That's up to you. If you instruct your broker to sell shares purchased in specific lots, they can do that -- but doing so requires that you and/or they track specific fractional lots forever afterwards so you know what is still there to be sold. FIFO simplifies the bookkeeping. And I am not convinced selecting specific lots makes much difference; the government gets its share of your profits sooner or later. "Shares sold to private investors are sold using private contracts and do not adhere to the same level of strict regulations as publicly traded shares. You may have different classes of shares in the company with different strings attached to them, depending on the deals made with the investors at the time. Since public cannot negotiate, the IPO prospectus is in fact the investment contract between the company and the public, and the requirements to what the company can put there are much stricter than private sales. Bob may not be able to sell his ""special"" stocks on the public exchange, as the IPO specifies which class of stock is being listed for trading, and Bob's is not the same class. He can sell it on the OTC market, which is less regulated, and then the buyer has to do his due diligence. Yes, OTC-sold stocks may have strings attached to them (for example a buy back option at a preset time and price)." "You can group your like-kind (same symbol, ST/LT) stock positions, just be sure that your totals match the total dollar amounts on the 1099.  An inconsistency will possibly result in a letter from IRS to clarify. So, if you sold the 100 shares, and they came from 7 different buys, list it once.  The sell price and date is known, and for the buy price, add all the buys and put ""Various"" for the date. If you have both long term and short term groups as part of those 7 buys, split them into two groups and list them separately." Erisa laws protect your retirement just like something should mandate what minimum ownership should be to classify yourself as exempt from labor laws.    I like this idea a lot....however how does 1 employee present enough value to actually effect the price of their company stock?  This would only work for top brass positions....which is probably the way it should be.