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Lowenstein Sandler LLP

Christine Osvald-Mruz

Christine Osvald-Mruz

Partner

Lowenstein Sandler LLP
New Jersey, U.S.A.

tel: 973.597.2440
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Local Time: Fri. 09:01

Profile

Chris focuses her practice on executive compensation and employee benefits. In addition, she handles an array of limited liability company, partnership, and joint venture matters. Across her practice, Chris helps clients design, negotiate, and formalize ways of sharing in the value of a business.

Clients describe Chris as "incredibly responsive and thoughtful;” an attorney who “understands the need to collaborate and the value of continually helping to move things forward" (Chambers USA). Versatile and pragmatic in her approach, Chris asks incisive questions that enable her to assess the key issues and tailor the response to each client's particular needs.

Chris' work at Lowenstein Sandler includes equity compensation plans and incentives, phantom equity, bonus plans, executive employment agreements, and severance and change-in-control agreements. She advises on the compensation and benefits aspects of mergers and acquisitions, initial public offerings, and other complex corporate transactions. She also navigates clients through complex tax rules, particularly Section 409A of the Internal Revenue Code.

In the limited liability company area, Chris addresses relationships among owners, including economic rights as well as management and governance. Her projects include structuring operating companies to which owners may contribute capital, property, or services, and negotiating joint ventures. In constructing profit interest plans, Chris combines her experience in LLCs with her experience in executive compensation.

Bar Admissions

    New York
    New Jersey

Education

Harvard Law School (J.D. 1995)
Princeton University (A.B. 1992), magna cum laude
Areas of Practice
Professional Career

Significant Accomplishments

Compensation and Benefits Matters

Represented Buddy Media in its $745 million sale to Salesforce.com.

Represented NextWave Wireless in its sale to AT&T.

Represented LiftDNA in its sale to Open X Software.

Represented WorldOne in its acquisition of Sermo Inc.

Represented Revolution Lighting in its acquisition of Seesmart Technologies.

Represented Princeton Pharma Holdings and its subsidiary Aton Pharma in their $318 million sale to Valeant Pharmaceuticals.

Structured, negotiated, and drafted settlement and release with the chief executive officer of a private company, including 409A analysis.

Regularly provides advice on management incentives, including structuring and drafting equity incentive plans, phantom stock plans, bonus arrangements, change-in-control agreements, and severance agreements for private and public companies.

Drafted and negotiated executive employment agreements for senior executives of a private company.

Partnership and LLC Matters

Represented J.H. Cohn in its combination with Reznick; drafted and negotiated a partnership agreement.

Drafted and negotiated operating agreements for a number of real estate joint ventures.

Drafted a law firm limited liability partnership agreement in connection with a restructuring.



Professional Associations

Princeton Alumni Schools Committee


Professional Activities and Experience

Accolades
  • Chambers USA: America's Leading Lawyers (2014-2019) - Christine Osvald-Mruz

Blogs

Capital Markets Litigation
Lowenstein Sandler LLP 

Litigation News for the Global Financial Community

Articles

While stock options may be the typical “go-to” form of employee incentive, a company may have reason to seek alternatives. Many employers provide employees with equity-based compensation such as stock options or restricted shares, but often employees are not receiving the value these incentives were intended to provide. In other cases, a company may want to avoid granting actual equity or supplement equity awards with additional incentives. For any of these reasons, employers should consider new approaches to help retain employees and reward performance.


Generally, employees only see benefits from stock-based compensation when their companies go public or are sold. Many employees, however, never exercise stock options, a February report by Schwab Stock Plan Services noted. Only half of stock compensation program participants were confident about making the right decisions about their plan, Schwab found. Employers’ concerns about whether employees value stock options could be a reason that their use has declined in recent years, according to a 2017 report from FW Cook.


This article first appeared in Law360 on October 29, 2018. (subscription required to access article)


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