Sentences with phrase «compensation plan whether»
Take advantage of your deferred compensation plan whether the government or private sector variety.
https://www.financialsamurai.com/ Not exact matches
A second test on the economics of your affiliate sales program is whether or not the proposed compensation plan is compelling for your intended audience.
(a) Schedule 2.7 (a) of the Disclosure Schedule contains a list setting forth each employee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatplan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatplan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatPlan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatPlan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligation.
For 2011, our compensation committee will evaluate and determine whether to adopt a cash incentive plan for executives, including determining any corporate and individual performance objectives.
The company considers any stock held without restrictions, unvested restricted stock units and PRSUs, vested but unexercised in - the - money stock options, deferred compensation that will settle in common stock and common stock held under the company's 401 (k) plan in determining whether the stock ownership guidelines have been met.
In 1982, using interviews and proxy statements, they examined compensation programs at 90 major U.S. companies to determine whether return to shareholders was better for corporations that had incentive plans for top executives than it was for those companies that had no such plans.
As Warren demanded to know whether he had or planned to pay back his CEO - grade compensation or resign, Stumpf sheepishly deferred that decision to the board he sits on and chairs.
Renders investment advice to the plan or its participants for a fee or other compensation, whether direct or indirect
Money purchase plans: Type of corporate retirement plan in which contributions are based on a percent of the participant's compensation without regard to whether or not the business has a profit.
In contrast, rollovers from one IRA into another IRA (both titled the same) can be in any amount, and they can be done at any time regardless of whether there is compensation for that year or not or what the Adjusted Gross Income is or whether there is coverage by a 401 (k) plan.
It is also less clear with carbon - intensive companies who view themselves as more progressive whether in fact the threat has permeated company governance structures including executive planning, strategy, compensation and annual investment decisions.
We are well - prepared to assist you efficiently and effectively whether you are renting an apartment, purchasing a house, establishing a business, planning your financial future, defending yourself and your loved ones from foreclosure, contemplating a divorce or fighting for fair compensation for a personal injury or as a result of civil litigation.
Our legal team is prepared to help persons seek compensation for their injuries, regardless of whether or not they are covered by an uninsured motorist protection plan.
These include: whether the practice should be wound up or preserved for sale, compensation for the replacement lawyer, making arrangements for the replacement lawyer's access to trust and general accounts, creation of a power of attorney to support the transition, and the appointment of the replacement lawyer as estate trustee for the planning lawyer's practice.
Of Canada3 In Belton, the Court of Appeal considered whether the employees» refusal to acknowledge the employer's right to make changes in the compensation plan contained in the contract of employment justified the employer's dismissal of the employees who refused to sign the «new» agreement containing the revised compensation plan.
Reductions in the amount paid for a bonus, commission rates, and other variable compensation plans often raise contentious questions as to whether the employer was entitled to change these particular terms of employment at its discretion.
Compensation: Partners must define the current compensation system and reach a consensus about whether it (a) reflects the defined culture and goals of the firm, (b) motivates and incentivizes partners to buy - in and to play their roles after the planning sessions, (c) will achieve group and personal reinforcement of expected behaviors, (d) will reward successful participation in implementing the firm's strategic plan and (e) will achiCompensation: Partners must define the current compensation system and reach a consensus about whether it (a) reflects the defined culture and goals of the firm, (b) motivates and incentivizes partners to buy - in and to play their roles after the planning sessions, (c) will achieve group and personal reinforcement of expected behaviors, (d) will reward successful participation in implementing the firm's strategic plan and (e) will achicompensation system and reach a consensus about whether it (a) reflects the defined culture and goals of the firm, (b) motivates and incentivizes partners to buy - in and to play their roles after the planning sessions, (c) will achieve group and personal reinforcement of expected behaviors, (d) will reward successful participation in implementing the firm's strategic plan and (e) will achieve results.
The payment of variable compensation during the reasonable notice period will depend on whether the variable compensation was an integral part of the employee's annual salary and the language of the plan.3
What is the connection between following the plan and individual incentives, whether those incentives come in the form of compensation, advancement or a sense of contributing to the firm's growth?
«But I recognize that an employer does have a duty of care when communicating to an employee about elements of their compensation, whether it's their base compensation or incentive entitlements, benefits or pension that [the employer] is accurate in the representations they make and that if there is some third party who has administrative control over that plan, that the employee is directed» there.
Regardless of whether you are single, divorced, married with children, living alone, living with roommates or any other living situation, there is a plan out there that will offer you the support and compensation when you need it.
Attorney Garner is focused on you in navigating the legal system whether that involves getting fair compensation after a car accident, an injury at work or helping secure your families future through estate planning and the probate process.
Contrast the above payment - for - success - only compensation plan to that of a FSBO / mere posting outfit's, which charges folks up - front fees for such things as: an upload of one's listing on someone else's privately owned / paid - for MLS via a federal government - agency - backed highjacking maneuvered tactic; for a couple of $ 10.00 «For Sale» signs, for some forms that can be downloaded from the internet for free; for «advice» at the end of a telephone line from generic sales people who have no vested interest in whether or not the already - paid - for advice, for better or worse, actually results, if heeded and acted upon, in the sale of the subject property, or not.