[kelnos]

I'm not sure why any of this is relevant (it has nothing to do with what I posted). I'm not suggesting that everyone should try to negotiate unusual terms into their contracts. Aside from the conversion to 90-day expiration of vested shares post-termination, I really don't object to anything about standard equity plans.

The only things I think most people will need to negotiate wrt comp is their salary number and the number of shares in their option package, both of which the hiring manager usually has some flexibility in. And when that flexibility isn't enough, one can also try negotiating simpler things like number of vacation days, a more liberal work-from-home policy, etc. (that is, things that don't require a legal or board review).