What happens to my RSUs / PSUs if I am terminated?
RSUs are typically subject to time-based vesting. This can be annual, quarterly or monthly vesting schedule. Some plans have cliff-based vesting, meaning that all of the units vest at the same time, typically after a few years.
By contrast, the vesting of PSUs are typically subject to both time-based requirements plus the performance-based requirements.
If they are vested, typically the employee is entitled to receive the share itself, or the cash value of the vested share unit upon termination.
If they are unvested, in most plans, these share units are cancelled upon termination or resignation.
Review your employment contract or letter of offer, the grant letter, as well as the
