While I wasn’t directly affected in this instance, I’d like to better understand how RSU vesting schedules apply to employees with multi-year grants (e.g., 25% annual vesting over four years). Specifically, if a vesting date falls in late February but an employee’s termination occurs in early February like this round—mere days before the scheduled vesting—would Optum still honor the payout for that year’s portion?
This scenario could have significant financial implications, particularly for those nearing the completion of a vesting period. Additionally, given that annual raises percentages are pathetic, RSUs often serve as a critical component of compensation.