While Cash EBITDA isn’t recognized by generally accepted accounting principles (GAAP), it’s a way for company owners and investors to account for deferred revenue during valuation modeling. This financial metric measures a business’ year-over-year change in postponed revenue to analyze a company’s financial situation.

Defining EBITDA

Before Cash EBITDA is defined, EBITDA must be defined.

EBITDA = earnings before interest, taxes, depreciation, and amortization

This metric is used quite often in financial analysis. Business owners, investors and financial analysts use this metric to examine different companies’ fiscal achievements against sector competitors and to determine the business’ profits from its core functions. 

Since financial statements are required by the U.S. Securities and Exchange Commission (SEC) and financial analysts are presented with varied filings, it still needs to be standardized for analysis. Though it’s not GAAP recognized, EBITDA and adjusted EBITDA are often reported by companies that can make peer-to-peer businesses easier to compare financials.

Some believe it’s not the best comparison due to many factors, including varying tax profiles, capital structures, and capitalization policies that affect net income. It’s important to be mindful that EBITDA doesn’t give any details regarding how a business’ working capital varies with its reinvestment into a business’ capital expenditures.

Some say EBITDA overstates profitability. Others believe EBITDA doesn’t factor in the cost of assets in evaluating profitability. For example, if two companies have the same EBITDA, but one is highly levered, the company with no to little debt is in better shape. 

Determining EBITDA

The income statement has tax expenses, net income, and interest expenses on it. If not found on the cash flow statement, the depreciation and amortization figures may be found on the financial statement footnotes. While EBITDA is a start, further refinement of EBITDA by using Cash EBITDA is a better financial definition.

Calculating Cash EBITDA

It’s important to account for deferred revenue properly. Since deferred revenue is revenue remitted in advance for products or services to be delivered at a future date, and revenue is recorded on the income statement when fulfillment happens, Cash EBITDA helps businesses and investors obtain a better picture of a company’s financial situation.

The deferred revenue or prepayment is recorded as a liability since the product or service hasn’t been delivered. Once fulfillment has occurred, it’s recognized as income. Therefore, it’s calculated as follows:

Cash EBITDA = TTM EBITDA + Year-over-Year Change in Deferred Revenue 

TTM EBITDA is the 12-month trailing EBITA. Also referred to as last twelve months (LTM), it’s the immediate 12 months of operating earnings. This way, the figure can be updated on a monthly or quarterly basis as the company adds new accounts.

The second component, derived from the balance sheet, is the annual change in deferred revenue.    

This formula is important and useful because if a new client is booked in the first three months of the year, and during a valuation analysis, if Cash EBITDA isn’t calculated, it would skew the valuation since it wouldn’t include new accounts.        

While GAAP is an important institution in the accounting and financial industry, businesses and investors that use well-regarded financial metrics beyond GAAP standards can make better-informed decisions.

With 57 percent of public companies offering their workers employee stock purchase plans (ESPPs), according to the National Association of Stock Plan Professionals (NASPP), understanding how qualifying dispositions work is an essential skill.

The concept refers to someone selling or otherwise “disposing” of equities who sees advantageous tax benefits. This is especially pronounced when a stockholder’s normal tax income rate differs markedly from prevailing tax rates for long-term investments.

Eligible individuals are those employed by a company that offers such a benefit. There are two different options available for worker participation.

The first option is where employees participate in the ESPP. The second option is through an incentive stock option plan (ISOs). It’s noteworthy to distinguish that the ESPP is for most employees employed after a particular time at a company. However, ISOs are reserved primarily for senior management and executives, such as chief financial officers (CFOs), chief executive officers (CEOs), etc.  

What determines if it’s a qualifying disposition is how long the employee keeps the equities prior to the sale.

ESPP Example

If 100 shares are acquired via ESPP, bought via a 10 percent discount to the prevailing offer of $40, the purchase of 100 shares of stock at $36 equals $3,600. If the stock appreciates to $60 in the future, the difference (and capital gain) would be $2,400 in profits ($6,000 – $3,600).

Qualifying Disposition Example

This scenario breaks down how the discount and, ultimately, how capital gains are treated.

The discount of $4 per share is taxed at the employee’s present wage rate. Depending on the tax rate the employee is taxed at, the liability would be ($4 a share, multiplied by 100, times the tax rate of 30 percent or $120).

Using the ESPP example’s figures, the long-term gain of $24 per share (times 100 shares) is taxed based on the lesser rate of say 15 percent. ($3.60/share times 100 = $360).

Therefore, the entire taxes owed end up being $120 + $360 = $480.

Non-Qualifying Disposition Example

However, for stock liquidations not meeting qualifying disposition criteria, the $2,400 would see a 35 percent capital gains tax ($2,400 multiplied by 35 percent = $840).

Based on the qualifying versus non-qualifying distribution scenarios, the difference of $360 in capital gains savings represents a stark contrast in tax obligations. Therefore, it’s important to determine how to meet a qualifying disposition.

It requires the following criteria to be met. The stock sale date must occur at a minimum of 12 months from the stock purchase date. It also must be held for at least 24 months from the ESPP offer date or the ISO stock warrant date.

While transactions may differ in the quantity of shares sold and for how much, the timing for workers selling the shares is far less variable. It is important for employers to ensure workers are familiar with the tax implications.

Sources

https://www.naspp.com/blog/five-trends-in-espps