The market regulator’s expansive definition of promoters for companies going public may put them in a bind over how to reward founders. Since promoters are ineligible to be granted employee stock option plans (ESOPs), the new-age firms may turn to alternatives such as phantom stock units, warrants and sweat equity to compensate founders. Our Partner Bharath Reddy shares his views on this in an article published by The Hindu. (Photo Credit: The Hindu)
