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In many instances, however, there is a permanent difference between the amount of compensation expense recognized for nancial reporting purposes and compensation expense deductible for income tax purposes These differences generally arise because an employer is normally entitled to an income tax deduction for such awards equal to the amount of compensation reportable as income by the employee, and this amount is often different from the amount of compensation expense recognized by an employer for nancial reporting purposes In addressing this situation, APB Opinion No 25 speci es that the reduction in income tax expense recorded by an employer with respect to a stock option, purchase, or award plan should not exceed the proportion of the tax reduction related to the compensation expense recognized by the employer for nancial reporting purposes Any additional tax reduction should not be accounted for as a reduction of income tax expense but, rather, should be credited directly to paid-in capital in the period that the additional tax bene t is realized through a reduction of current income taxes payable Occasionally, the amount of compensation expense for nancial reporting purposes exceeds the amount of compensation deductible for income tax purposes In these situations, an employer may, in the period of the tax reduction, deduct from paid-in capital and credit to income tax expense or previously recognized deferred taxes the amount of the additional tax reduction that would have resulted had the compensation expense recognized for nancial reporting purposes been deductible for income tax purposes However, this reduction is limited to the amount of tax reductions attributable to awards made under the same or similar plans that have been previously credited to paid-in capital (g) OTHER APB OPINION NO 25 ISSUES (i) Time Accelerated Restricted Stock Award Plan One type of plan that possesses certain aspects of a variable award while providing for xed award accounting is the TARSAP Under a TARSAP, restricted stock is awarded to the participant The plans generally provide for a lifting of the restrictions based on the passage of time (eg, 20 percent per year for ve years, 10 percent per year for 10 years) The restrictions may be lifted quicker based on certain performance criteria; however, they can never be lifted later than the original schedule The lifting of the restrictions only affects the timing of the recognition of the compensation expense, not the amount of the compensation expense The earnings per share and balance sheet classi cation of a TARSAP follow the same rules as any restricted stock plan Another form of a TARSAP involves stock options For example, a company grants stock options, at the market price, with cliff vesting after seven years The plan provides for accelerated vesting if certain performance criteria are met It is important for companies to establish realistic vesting schedules in order to follow xed plan accounting If the employee cannot realistically expect to vest in the award, absent the achievement of the performance criteria, then xed plan accounting would not be appropriate An example of such a situation would be a stock option that, absent the achievement of performance criteria, does not vest until after the retirement date of the employee or after the expiration of an employment contract (ii) Applying APB Opinion No 25 to Nonemployees Generally accepted accounting principles require that the issuance of stock-based awards issued to nonemployees be recorded at fair value Given this, one might wonder how a company should account for stock-based awards issued to directors or consultants While directors are not legally employees, they perform services very similar to employees, and, accordingly, practice has extended the application of APB Opinion No 25 to directors stock based plans The accounting for awards granted to consultants is not so clear Some believe that if the consultant is working essentially as an employee (ie, on a full-time basis), then APB Opinion No 25 should be applied However, if the consultant is truly consulting on a temporary basis, then the award should be recorded at its fair value Because diversity has developed in practice, the FASB has added to its agenda a project to address the scope of APB Opinion No 25, including the de nition of an employee.

priapism Sixteen patients (32%) reported a history of previous recurrent attacks, of whom seven had a history of previous treatments The main cause of priapism was idiopathic or intracavernosal injection with papaverine All patients were treated initially by corporal blood aspiration and injection with ephedrine; if this failed or if the priapism was prolonged (>48 h) various shunts were used The hospital stay was signi cantly shorter among patients with papaverine-induced or brief priapism In the long-term follow-up of 35 patients (mean 664 months, range 3 to 220) only 15 (43%) reported preserved erectile function, and this was more likely in patients with brief priapism (<48 h) Eight patients (23%) reported subsequent recurrent attacks of priapism; all were managed successfully as they presented shortly after their onset Penile brosis was detected in 20 patients (57%), and was signi cantly more common in those with prolonged priapism (>48 h) or from causes other than papaverine The 20 impotent men evaluated by Doppler ultrasonog-

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