Sentences with phrase «equity incentive compensation»

In addition, these employees generally receive the highest current compensation in the company, and have the greatest amount of equity incentive compensation.

In Calma v. Templeton, the plaintiff alleged that a board of directors breached their fiduciary duties in awarding themselves restricted stock units (RSUs) pursuant to a stockholder - approved equity incentive compensation plan.

Not exact matches

The Foundation for Enterprise Development produces the Owner's Toolbox on Equity Incentives (619-459-4662, $ 189), which includes The Entrepreneur's Guide to Equity Compensation, two CD - ROMs on the subject, and sample plan documents.

Represents share - based compensation expense associated with equity awards for the periods indicated; also includes the portion of annual non-cash incentive compensation expense that eligible employees elected to receive or are expected to elect to receive as common equity in lieu of their 2017 and 2018 cash bonus, respectively.

The Compensation Committee, consisting entirely of independent directors, is responsible for Apple's compensation and incentive plans and programs, approves all compensation for Apple's executive officers, and acts as the administrative committee for Apple's employee eCompensation Committee, consisting entirely of independent directors, is responsible for Apple's compensation and incentive plans and programs, approves all compensation for Apple's executive officers, and acts as the administrative committee for Apple's employee ecompensation and incentive plans and programs, approves all compensation for Apple's executive officers, and acts as the administrative committee for Apple's employee ecompensation for Apple's executive officers, and acts as the administrative committee for Apple's employee equity plans.

For salary, cash incentives, and equity compensation information, we analyze the data reported in our peer companies» SEC filings.

The performance goals upon which the payment or vesting of any Incentive Award (other than Options and stock appreciation rights) that is intended to qualify as Performance - Based Compensation depends shall relate to one or more of the following Performance Measures: market price of Capital Stock, earnings per share of Capital Stock, income, net income or profit (before or after taxes), economic profit, operating income, operating margin, profit margin, gross margins, return on equity or stockholder equity, total shareholder return, market capitalization, enterprise value, cash flow (including but not limited to operating cash flow and free cash flow), cash position, return on assets or net assets, return on capital, return on invested

The primary elements of each named executive officer's total compensation shown in the table are base salary, an annual cash incentive, and long - term equity awards consisting of time - based and performance - based RSUs.

If you hold your shares in street name, it is critical that you cast your vote if you want it to count in the election of directors, the vote to approve the amendment to our Amended and Restated Certificate of Incorporation, the vote to approve the amendment and restatement of our 2013 Equity Incentive Plan, the advisory vote to approve named executive officer compensation, and the stockholder proposals requesting: (i) the elimination of supermajority voting requirements, (ii) the adoption of a policy to consider employee pay ranges when setting CEO compensation, and (iii) a report on Salesforce's criteria for investing in, operating in and withdrawing from high - risk regions (Proposals 1, 2, 3, 5, 6, 7 and 8 in this Proxy Statement).

As described under «Item 4 — Approve the Amended and Restated Long - Term Incentive Compensation Plan» on page 88 of this proxy statement, the Board is proposing to amend the LTICP to permit grants of equity awards to non-employee directors.

The committee also consults with management and Intel's Compensation and Benefits Group regarding both executive and non-executive employee compensation plans and programs, including administering our equity inceCompensation and Benefits Group regarding both executive and non-executive employee compensation plans and programs, including administering our equity incecompensation plans and programs, including administering our equity incentive plans.

The Compensation Committee also considers the appropriateness of various equity vehicles, such as stock options, PRSUs and RSUs, as well as overall program costs (which include both stockholder dilution and compensation expense), when evaluating the long - term inCompensation Committee also considers the appropriateness of various equity vehicles, such as stock options, PRSUs and RSUs, as well as overall program costs (which include both stockholder dilution and compensation expense), when evaluating the long - term incompensation expense), when evaluating the long - term incentive mix.

We award cash compensation to our NEOs in the form of base salaries and annual cash incentives under our Kokua Bonus Plan, and we award equity compensation in the form of stock options, restricted stock units («RSUs») and PRSUs.

Our Bonus Plan allows our compensation committee to provide incentive awards (payable in cash or grants of equity awards) to selected employees, including our named executive officers, based upon performance goals established by our compensation committee.

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 commiCompensation 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 commicompensation, 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 commicompensation 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 commicompensation plans; overseeing non-equity based benefit plans and approving any changes to such plans involving a material financial commitment by HP;

This data included annual salary, annual incentive, long - term equity, and total compensation amounts for Labor Market Peer Group named executive officers.

The HRC did not alter the overall compensation program for named executives for 2011, which consisted of base salary, an annual incentive award opportunity and an equity - based long - term incentive award opportunity.

This compensation data was ranked within the Labor Market Peer Group by the aggregate amount of annual salary, annual target and actual incentive awards, plus the annualized grant date value of long - term cash and equity compensation.

reviewing, adopting, amending, and terminating, incentive compensation and equity plans, severance agreements, profit sharing plans, bonus plans, change - of - control protections, and any other compensatory arrangements for our executive officers and other senior management;

We maintain two stock - based employee compensation plans: the Amended and Restated 2014 Equity Incentive Plan (the «2014 Plan») and the Amended and Restated 2012 Equity Incentive Plan (the «2012 Plan» and, together with the 2014 Plan, the «Stock Plans»).

The table above does not include (i) 5,952,917 shares of Class A common stock reserved for issuance under our 2015 Incentive Award Plan (as described in «Executive Compensation — New Employment Agreements and Incentive Plans»), consisting of (x) 2,689,486 shares of Class A common stock issuable upon exercise of options to purchase shares of Class A common stock granted on the date of this prospectus to our directors and certain employees, including the named executive officers, in connection with this offering as described in «Executive Compensation — Director Compensation» and «Executive Compensation — New Equity Awards,» and (y) 3,263,431 additional shares of Class A common stock reserved for future issuance and (ii) 24,269,792 shares of Class A common stock issuable to the Continuing SSE Equity Owners upon redemption or exchange of their LLC Interests as described in «Certain Relationships and Related Party Transactions — SSE Holdings LLC Agreement.»

• Equity and performance based plans (e.g., annual and long - term incentive plans, stock option, restricted stock, performance share and broad - based equity plans); • Executive plans (e.g., deferred compensation, supplemental retirement, severance and change - in - control plans); • Retirement plans (e.g., 401 (k) plans, traditional defined benefit pension plans and ESOPs); and • Health and welfare plans (including COBRA and HIPAA compliance), and other fringe benefit proEquity and performance based plans (e.g., annual and long - term incentive plans, stock option, restricted stock, performance share and broad - based equity plans); • Executive plans (e.g., deferred compensation, supplemental retirement, severance and change - in - control plans); • Retirement plans (e.g., 401 (k) plans, traditional defined benefit pension plans and ESOPs); and • Health and welfare plans (including COBRA and HIPAA compliance), and other fringe benefit proequity plans); • Executive plans (e.g., deferred compensation, supplemental retirement, severance and change - in - control plans); • Retirement plans (e.g., 401 (k) plans, traditional defined benefit pension plans and ESOPs); and • Health and welfare plans (including COBRA and HIPAA compliance), and other fringe benefit programs.

Long - Term Incentive Compensation Vesting — Our long - term incentives are equity - based, with multi-year vesting required to complement our annual cash incentive compensatIncentive Compensation Vesting — Our long - term incentives are equity - based, with multi-year vesting required to complement our annual cash incentive compenCompensation Vesting — Our long - term incentives are equity - based, with multi-year vesting required to complement our annual cash incentive compensatincentive compensationcompensation plan.

See «Executive Compensation — Employee Benefit and Stock Plans» for a description of our equity incentive plans.

The objectives of our long - term incentive awards, including equity - based compensation, are to encourage executives to focus on our long - term growth and to incentivize executives to manage our company from the perspective of stockholders with a meaningful stake in our success.

For each position, this compensation data was ranked within the Labor Market Peer Group by the aggregate amount of annual salary, annual target and actual incentive awards, plus the annualized grant date value of long - term cash and equity compensation.

For a description of our equity incentive plan, see the section entitled «Executive Compensation — 2015 Omnibus Incentive Plaincentive plan, see the section entitled «Executive Compensation — 2015 Omnibus Incentive PlaIncentive Plan.»

A: Glass Lewis Realizable Pay is calculated over a three - year period and includes: actual salary received; actual incentive cash granted and earned; the intrinsic value of time - vesting equity granted; the intrinsic value of performance - based equity granted and earned; and all other compensation paid.

The compensation committee is able to award executives with equity incentive awards that are aimed at aligning executives with the interests of shareholders.

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 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 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 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 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 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 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 compensation; developing stock ownership guidelines for directors and executive officers and monitoring compliance with such guidelines; and annually evaluating its performance and its charter.

In addition, the HR and Compensation Committee may delegate any of its duties and responsibilities, including the administration of equity incentive or employee benefit plans, to one or more of its members, to one or more other directors, or to one or more other persons, unless otherwise prohibited by applicable laws or listing standards.

The Compensation Committee also oversees our equity and incentive - based plans and administers the issuance of stock options, restricted stock units and other awards under these plans.

Idiosyncratic Crash Risk; Equity Incentives; Executive Compensation; Implied Volatility Smirk; Risk - Taking Incentives; Transparency

Tags: feature Posted in Alternative Minimum Tax (AMT), Equity Compensation, Incentive Stock Options (ISOs), Tax Strategies

See more news and features in these categories: Alternative Minimum Tax (AMT), Equity Compensation, Incentive Stock Options (ISOs)

Further information about AMT planning for incentive stock options can be found in our free online Guide to Compensation in Stock and Options, and in our books Consider Your Options for people who receive options and Equity Compensation Strategies for professional advisors.

Tags: feature Posted in Alternative Minimum Tax (AMT), Equity Compensation, Incentive Stock Options (ISOs)

See more news and features in these categories: Alternative Minimum Tax (AMT), Equity Compensation, Incentive Stock Options (ISOs) Or with these tags: feature

We currently have a long - term equity incentive plan: the 2012 Stock Purchase and Option Plan of Blue Buffalo Pet Products, Inc., or the 2012 Plan, which is described below under the heading «-- Equity Compensation and Stock Purchase Plans.&equity incentive plan: the 2012 Stock Purchase and Option Plan of Blue Buffalo Pet Products, Inc., or the 2012 Plan, which is described below under the heading «-- Equity Compensation and Stock Purchase Plans.&Equity Compensation and Stock Purchase Plans.»

Pursuant to the 2012 Plan we have provided long - term equity compensation to Kurt and Mike in the form of incentive stock options.

«attempting to block IW employees from receiving equity grands, bonuses and financial compensation and incentives;

Equity compensation is an essential tool to attract and retain top talent, provide appropriate performance incentives, and reward exceptional service.

Foley Hoag helps clients establish stock incentive, phantom stock and other forms of equity compensation plans, as well as management carve - out plans, bonus plans and deferred compensation arrangements.

We advice on choice of entity, partner / shareholder agreements, corporate governance, director and officer liability, joint ventures, equity incentive programs and executive and employee compensation.

Members of our Tax Group advise clients regarding the federal, state and local income tax consequences of various types of compensation arrangements, ranging from nonqualified deferred compensation arrangements, including rabbi trusts and secular trusts, to complex equity incentive arrangements for participants in partnerships and limited liability companies.

Executive compensation, including stock options and restricted stock agreements, as well as other forms of equity and non-equity based incentive compensation

She advises public and private companies on all aspects of executive compensation arrangements, including equity incentive programs, golden parachute arrangements, performance incentive arrangements, severance programs, and nonqualified deferred compensation plans.

Mr. Casey also has extensive experience negotiating complex executive employment and transition agreements in various industries, including mergers and acquisitions, change - in - control agreements, non-competition and non-solicitation agreements, lift - outs and incentive / equity compensation.

We work with companies to reward their executives in employment agreements and change of control agreements, deferred compensation arrangements, incentive compensation plans and equity compensation.

Chanani also counsels his clients on how to effectively design, implement, communicate and administer equity - based compensation benefits and other long - term incentive awards to their worldwide employees in over 100 countries.