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About this service
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With 45 years as a business lawyer and 30 years specializing in employee ownership structures, I advise owners and leadership teams who are considering equity for employees and managers as a strategic tool to attract, retain and align top talent. My role is practical, impartial and owner-centred — helping you decide whether employee ownership fits your goals, then designing and implementing the right structure.
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Who this is for
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Founders, owners and senior leadership of privately held companies in Canada who want to explore employee equity as a strategic tool — for recruitment, retention, engagement and alignment.
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What I offer (view)
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- Readiness & goals: Help owners clarify objectives for employee ownership and assess organizational readiness. Where helpful, I introduce owners/CEOs who have implemented successful plans so you can learn from real experience.
- Plan design: Co-develop a tailored plan — ESOP, options, phantom share plan, restricted shares or hybrid structures — with clear mechanics, governance and a timetable for implementation.
- Team assembly: Recommend and coordinate the necessary professionals (tax advisors, valuation experts, HR consultants, plan administrators, auditors, lawyers) to implement the plan effectively.
- Execution & advisory: Provide ongoing legal and strategic support through implementation and beyond, from a small number of consultations to long-term advisory engagement.
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Why work with me (view)
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- 45 years as a business lawyer with deep commercial experience.
- 30 years focused on employee ownership; involved in the design, setup and ongoing support of dozens of ESOPs and equity plans.
- Practical and impartial: I help owners choose the best path without favouring any particular transaction or product.
- Experienced at balancing tax, legal, governance and people considerations to create sustainable, high-impact plans.
- Trusted advisor: I accompany owners through both the technical design and the human/communication aspects of sharing equity with employees.
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How it works — flexible engagement (view)
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- Introductory conversation: 60–90 minutes to explore objectives, constraints and timing.
- Design phase: Draft plan options, mechanics, valuation approach and governance arrangements.
- Implementation: Coordinate advisors, prepare legal documents, design communication plans and set up administration.
- Ongoing support: Post-implementation advisory on governance, tax issues, valuations and personnel matters.
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Typical outcomes (view)
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- Clear decision on the suitability of employee ownership for your business.
- A fit-for-purpose equity plan that supports retention, motivation and long-term value creation.
- A coordinated professional team and a smooth implementation with minimal disruption.
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