Primoris Services Equity Compensation Plan
A guide to thinking through your Equity Compensation as a Primoris Services employee.
By Zac Murphy, CFA charterholder, CFP® professional. Last reviewed June 30, 2026.
Equity compensation in energy and industrials is most common at the corporate, engineering, and management levels. Public companies in the sector typically grant restricted stock units and performance share units, with some still using stock options for senior executives. Vesting periods and performance conditions vary by employer and role.
Common questions
How are RSUs taxed at vesting?
When RSUs vest, the value of the shares is generally treated as ordinary income, and employers typically withhold a portion of the shares to cover tax liability. The default withholding rate may not match the recipient's actual marginal tax rate, which can affect tax-time planning.
What considerations come up with concentration in commodity-exposed stock?
Stock in energy and commodity-linked companies often moves with underlying commodity prices, which can create concentration that responds to factors outside of company-specific performance. The implications depend on the share of net worth tied to the employer and the broader portfolio's exposure to the same factors.
How do performance share units typically vest?
Performance share units vest based on the achievement of specified performance conditions, such as relative total shareholder return, return on capital, or operational targets, often measured over a multi-year period. The number of shares ultimately received depends on whether and at what level the conditions are achieved.
Equity compensation decisions in this sector intersect with pension projections, ESPP participation, and concentration management. A financial advisor can help work through the specifics.
Common challenges
RSUs, ISOs, and NSOs are taxed differently. RSUs are taxed as income at vesting. NSOs are taxed at exercise. ISOs can qualify for capital gains treatment but trigger AMT. Getting this wrong is expensive.
Concentration risk is real. Vesting grants plus ESPP plus 401(k) company stock can mean most of your wealth rides on one company. Diversifying takes planning around tax, blackout windows, and 10b5-1 considerations.
Exercise timing is a real decision. Early exercise, holding for long-term gains, or selling at vest each have tradeoffs across tax, cash flow, and risk. The right choice depends on the stock, your tax picture, and your other goals.
If any of these apply to your situation, the contact info below is the fastest way to start a conversation.
Have any questions about your equity compensation? Reach out to us by email or phone at the contact info below.
Email: [email protected]
Phone: (904) 654-3336
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This page is for educational purposes only and does not constitute investment, tax, or legal advice.