The pension tax rate (if
applicable for your plan) can be taken into account.
Kindly check out the annuity rate that is
applicable for this plan, mostly it will be on the lower side.
(
applicable for all plans) Exit Load: i) i) For redemption / switch out of upto 10 % of the initial investment amount (limit) purchased or switched in within 1 year from the date of allotment: Nil.
(
applicable for all plans) Exit Load: I For redemptions / switch outs (including SIP / STP) within 1 year from the date of allotment of units: 1 %.
Kindly check out the annuity rate that is
applicable for this plan, mostly it will be on the lower side.
Accidental Death is not
applicable for this plan.
Annuity is
applicable for this plan.
Permanent Disability is
applicable for this plan.
Tax is
applicable for this plan.
Accidental Death is
applicable for this plan.
Critical Illness is not
applicable for this plan.
Annuity is not
applicable for this plan.
Tax benefit is
applicable for this plan.
Critical Illness is
applicable for this plan.
Mortality charge is
applicable for this plan.
Top up premium is not
applicable for this plan.
Though Final Additional Bonus (FAB) is announced every year, it is
applicable for your plan only in the year of maturity or death.
Term Rider is
applicable for this plan.
Not exact matches
The
plan administrator has discretion, however, to establish written conditions and procedures
for the transfer of awards to other persons or entities, provided that such transfers comply with
applicable federal and state securities laws and are not made
for value, other than nominal value or certain transfers to family members.
Shares issued in respect of awards other than stock options and stock appreciation rights granted under the 2014
Plan and the Director Plan count against the shares available for grant under the applicable plan as two shares for every share gran
Plan and the Director
Plan count against the shares available for grant under the applicable plan as two shares for every share gran
Plan count against the shares available
for grant under the
applicable plan as two shares for every share gran
plan as two shares
for every share granted.
The Department also believes that making the rule immediately effective will provide
plans,
plan fiduciaries,
plan participants and beneficiaries, IRAs, IRA owners, financial services providers and other affected service providers the level of certainty that the rule is final and not subject to further modification without additional public notice and comment that will allow them to immediately resume and / or complete preparations
for the provisions of the Rule and PTEs that will become
applicable on June 9, 2017.
Nominal GDP — the
applicable base
for budgetary revenues - has been revised down by $ 43 billion in 2012 from the June 2011 Budget
planning assumption.
Pursuant to the Bonus
Plan, our compensation committee, in its sole discretion, will establish a target award
for each participant and a bonus pool, with actual awards payable from such bonus pool, with respect to the
applicable performance period.
Other specific duties and responsibilities of the HR and Compensation Committee include reviewing senior management selection and overseeing succession
planning, including reviewing the leadership development process; reviewing and approving objectives relevant to executive officer compensation, evaluating performance and determining the compensation of executive officers in accordance with those objectives; approving severance arrangements and other
applicable agreements
for executive officers; overseeing HP's equity and incentive compensation
plans; overseeing non-equity based benefit
plans and approving any changes to such
plans involving a material financial commitment by HP;
The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided
for employment services rendered on or prior to the date of termination of employment pursuant to bonus, retirement, deferred compensation or other benefit
plans, e.g., 401 (k)
plan distributions, payments pursuant to retirement
plans, distributions under deferred compensation
plans or payments
for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the
applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and (v) benefits and perquisites provided in accordance with the terms of any benefit
plan, program or arrangement sponsored by HP or its affiliates that are consistent with Company Practices.
Any Employee regularly employed on a full - time or part - time (20 hours or more per week on a regular schedule) basis, or on any other basis as determined by the Corporation (if required under
applicable local law)
for purposes of the Non-423
Plan or any separate offering under the Code Section 423
Plan, by the Corporation or by any Designated Affiliate on an Entry Date shall be eligible to participate in the
Plan with respect to the Offering Period commencing on such Entry Date, provided that the Committee may establish administrative rules requiring that employment commence some minimum period (e.g., one pay period) prior to an Entry Date to be eligible to participate with respect to the Offering Period beginning on that Entry Date.
All options and restricted shares awarded under our equity
plans are also subject to a double - trigger accelerated vesting condition under the terms of our equity award letters, which provides
for an acceleration of the vesting schedule if the associate is terminated without cause or resigns
for good reason (as defined by the
applicable equity
plan) within the one - year period following a change in control (as defined by the
applicable equity
plan).
The funding
for the various Economic Action
Plan initiatives was allocated to the
applicable categories in the model.
As the Estimates do not play a major role in setting the Budget spending forecast, the Estimates «Lapse» is not
applicable for Budget
planning purposes.
No participant will have the right to purchase shares of our Class A common stock in an amount, when aggregated with purchase rights under all our employee stock purchase
plans that are also in effect in the same calendar year, that have a fair market value of more than $ 25,000, determined as of the first day of the
applicable purchase period,
for each calendar year in which that right is outstanding.
They meet to provide oversight
for specific aspects of our control agenda and to monitor progress under action
plans developed by management to address the issues identified under the
applicable Consent Order.
Actual results may vary materially from those expressed or implied by forward - looking statements based on a number of factors, including, without limitation: (1) risks related to the consummation of the Merger, including the risks that (a) the Merger may not be consummated within the anticipated time period, or at all, (b) the parties may fail to obtain shareholder approval of the Merger Agreement, (c) the parties may fail to secure the termination or expiration of any waiting period
applicable under the HSR Act, (d) other conditions to the consummation of the Merger under the Merger Agreement may not be satisfied, (e) all or part of Arby's financing may not become available, and (f) the significant limitations on remedies contained in the Merger Agreement may limit or entirely prevent BWW from specifically enforcing Arby's obligations under the Merger Agreement or recovering damages
for any breach by Arby's; (2) the effects that any termination of the Merger Agreement may have on BWW or its business, including the risks that (a) BWW's stock price may decline significantly if the Merger is not completed, (b) the Merger Agreement may be terminated in circumstances requiring BWW to pay Arby's a termination fee of $ 74 million, or (c) the circumstances of the termination, including the possible imposition of a 12 - month tail period during which the termination fee could be payable upon certain subsequent transactions, may have a chilling effect on alternatives to the Merger; (3) the effects that the announcement or pendency of the Merger may have on BWW and its business, including the risks that as a result (a) BWW's business, operating results or stock price may suffer, (b) BWW's current
plans and operations may be disrupted, (c) BWW's ability to retain or recruit key employees may be adversely affected, (d) BWW's business relationships (including, customers, franchisees and suppliers) may be adversely affected, or (e) BWW's management's or employees» attention may be diverted from other important matters; (4) the effect of limitations that the Merger Agreement places on BWW's ability to operate its business, return capital to shareholders or engage in alternative transactions; (5) the nature, cost and outcome of pending and future litigation and other legal proceedings, including any such proceedings related to the Merger and instituted against BWW and others; (6) the risk that the Merger and related transactions may involve unexpected costs, liabilities or delays; (7) other economic, business, competitive, legal, regulatory, and / or tax factors; and (8) other factors described under the heading «Risk Factors» in Part I, Item 1A of BWW's Annual Report on Form 10 - K
for the fiscal year ended December 25, 2016, as updated or supplemented by subsequent reports that BWW has filed or files with the SEC.
Subject to the lock - up agreements described above, other contractual lock - up obligations set forth in the grant agreements under each such
plan and any
applicable vesting restrictions, shares registered under these registration statements will be available
for resale in the public market immediately upon the effectiveness of these registration statements, except with respect to Rule 144 volume limitations that apply to our affiliates.
Specifically, benefits subject to the HP Severance Policy include: (a) separation payments based on a multiplier of salary plus target bonus, or cash amounts payable
for the uncompleted portion of employment agreements; (b) any gross - up payments made in connection with severance, retirement or similar payments, including any gross - up payments with respect to excess parachute payments under Section 280G of the Code; (c) the value of any service period credited to a Section 16 officer in excess of the period of service actually provided by such Section 16 officer
for purposes of any employee benefit
plan; (d) the value of benefits and perquisites that are inconsistent with HP Co.'s practices
applicable to one or more groups of HP Co. employees in addition to, or other than, the Section 16 officers («Company Practices»); and (e) the value of any accelerated vesting of any stock options, stock appreciation rights, restricted stock or long - term cash incentives that is inconsistent with Company Practices.
The election of directors (Proposal No. 1), the other proposals
for the amendment of the Company's Articles (Proposal No. 2, and No. 3), the non-binding advisory resolution approving the Company's executive compensation (Proposal No. 6), the proposal to approve the Apple Inc. 2014 Employee Stock
Plan (Proposal No. 7), and the five shareholder proposals (Proposals No. 8, No. 9, No. 10, No. 11, and the Floor Proposal) are considered non-routine matters under
applicable rules.
Changing the process will open the debate on the
applicable economic assumptions to use
for budget
planning.
It's a good practice to check all
applicable rules
for your workplace retirement
plan at the time of sign - up and again during every open enrollment period.
Plan ahead... way, way ahead: This tip is really more
applicable to younger retirement savers, but the fact is, the sooner a client starts
planning for early retirement, the better the chances of achieving that early retirement.
The
plan is
applicable only
for BlackBerry OS 7 Smartphones which includes BlackBerry Curve 9220, BlackBerry Curve 9320, BlackBerry Bold 9990 and BlackBerry Bold 9 models.
For purposes of the Company's Annual Cash Bonus Plans, your individual target bonus percentage shall be 100 % of your Base Salary for the applicable year (the «Target Annual Bonus Opportunity»), with a maximum payout of 200 % of actual Base Sala
For purposes of the Company's Annual Cash Bonus
Plans, your individual target bonus percentage shall be 100 % of your Base Salary
for the applicable year (the «Target Annual Bonus Opportunity»), with a maximum payout of 200 % of actual Base Sala
for the
applicable year (the «Target Annual Bonus Opportunity»), with a maximum payout of 200 % of actual Base Salary.
plans, e.g., 401 (k)
Plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and (v) benefits and perquisites provided in accordance with the terms of any benefit plan, program or arrangement sponsored by HP or its affiliates that are consistent with Company Practi
Plan distributions, payments pursuant to retirement
plans, distributions under deferred compensation
plans or payments
for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the
applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and (v) benefits and perquisites provided in accordance with the terms of any benefit plan, program or arrangement sponsored by HP or its affiliates that are consistent with Company Practi
plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and (v) benefits and perquisites provided in accordance with the terms of any benefit
plan, program or arrangement sponsored by HP or its affiliates that are consistent with Company Practi
plan, program or arrangement sponsored by HP or its affiliates that are consistent with Company Practices.
Other specific duties and responsibilities of the HR and Compensation Committee include reviewing senior management selection and overseeing succession
planning, including reviewing the leadership development process; reviewing and approving objectives relevant to executive officer compensation and evaluating performance and determining the compensation of executive officers in accordance with those objectives; approving severance arrangements and other
applicable agreements
for executive officers; overseeing HP's equity and incentive compensation
plans; overseeing non-equity-based benefit
plans and approving any changes to such
plans involving a material financial commitment by HP; monitoring workforce management programs; establishing compensation policies and practices
for service on the Board and its committees, including annually reviewing the appropriate level of director compensation and recommending to the Board any changes to that compensation; developing stock ownership guidelines
for directors and executive officers and monitoring compliance with such guidelines; and annually evaluating its performance and its charter.
The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided
for employment services rendered on or prior to the date of termination of employment pursuant to bonus, retirement, deferred compensation or other benefit
plans, e.g., 401 (k)
plan distributions, payments pursuant to retirement
plans, distributions under deferred compensation
plans or payments
for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the
applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and
The Center
for Medical Progress follows all
applicable laws in the course of its investigative journalism work and as more details about
Planned Parenthood's contracts
for aborted baby parts come to light, it's clear that
Planned Parenthood and their business partners like StemExpress are the ones who are guilty of trafficking in human body parts.
They should assume responsibility
for planning and implementing their own educational programs and use the center's resources where
applicable.
The Center
for Medical Progress follows all
applicable laws in the course of our investigative journalism work and will contest all attempts from
Planned Parenthood and their allies to silence our First Amendment rights and suppress investigative journalism.
We may use Non-Personally Identifiable Information to deliver and pick up your stroller from the correct locations at the correct dates and times, otherwise fulfill and / or process your orders and / or requests, troubleshoot, administer the Website, analyze trends, measure and strategize effectiveness of offerings & marketing, make business strategy decisions, gather demographic information,
plan for the future, comply with
applicable law, and cooperate with law enforcement activities.
Join us every 1st, 3rd & 5th (when
applicable) Tuesday from 6pm - 7 pm
for a Mom Talk dedicated to moms who have returned, or
plan to return, to work outside the home!
As the expected end of the UK's membership to the European Union is
planned for 29 March 2019, after that day the UK government could argue that a ruling from the European Court of Justice is no longer
applicable, and it may keep the content of the IPAct unaltered, setting back efforts to protect privacy.
The final bill also requires that, by June 30, 2016, the Empire State Development Corp. (ESDC) submit a report «detailing: (a) the total amount of public funds committed by this program annually; (b) total amount of private funds committed annually and, if
applicable, the amount of such funds that has been invested by such parties; (c) the location of each area receiving investments under this program and the goals
for each such area; (d)
planned future investments by both public and private parties; and (e) such other information as the corporation deems necessary.»