Not exact matches
Walt Disney Co shareholders rejected an
executive compensation plan that could reward Chief Executive Officer Bob Iger with up to $ 48.5 million a year over four years plus an equity grant worth about $ 100 million, in a non-binding vote on
executive compensation plan that could reward Chief
Executive Officer Bob Iger with up to $ 48.5 million a year over four years plus an equity grant worth about $ 100 million, in a non-binding vote on
Executive Officer Bob Iger with up to $ 48.5 million a year over four years plus an
equity grant worth about $ 100 million, in a non-binding vote on Thursday.
The
Compensation Committee reviews and approves the compensation arrangements for Apple's executive officers, including the CEO, administers Apple's equity compensation plans, and reviews the Board's c
Compensation Committee reviews and approves the
compensation arrangements for Apple's executive officers, including the CEO, administers Apple's equity compensation plans, and reviews the Board's c
compensation arrangements for Apple's
executive officers, including the CEO, administers Apple's
equity compensation plans, and reviews the Board's c
compensation plans, and reviews the Board's
compensationcompensation.
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 e
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 e
compensation and incentive
plans and programs, approves all
compensation for Apple's executive officers, and acts as the administrative committee for Apple's employee e
compensation for Apple's
executive officers, and acts as the administrative committee for Apple's employee
equity plans.
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).
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 ince
Compensation and Benefits Group regarding both
executive and non-
executive employee
compensation plans and programs, including administering our equity ince
compensation plans and programs, including administering our
equity incentive
plans.
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 commi
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 commi
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 commi
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 commi
compensation plans; overseeing non-
equity based benefit
plans and approving any changes to such
plans involving a material financial commitment by HP;
Additional information will be included when the company has certain items on its agenda, such as
equity plan data for
equity plan proposals or detailed
compensation - related information for an advisory vote on
executive 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;
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 Agreemen
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 Agreemen
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 Agreemen
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 Agreemen
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.»
Written by NCEO founder Corey Rosen, this issue brief discusses as of mid-2016 the extent and growth of employee ownership; survey data on ESOPs and corporate governance as well as ESOPs and
executive compensation; research on the effect of ESOPs on corporate performance; the 2012 shared capitalism study of Great Place to Work applicants; data on employee ownership and employee financial well - being; the NCEO's analysis of data on ESOPs and default rates; trends in broad - based
equity compensation plans;
equity compensation and corporate performance; the impact of ESOPs and other broad - based
plans on unemployment; legislative and regulatory issues for employee ownership; and international developments in broad - based
plans.
•
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 pro
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 pro
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 programs.
The
Compensation Committee is responsible primarily for reviewing the compensation arrangements for the Company's executive officers, including the CEO, administering the Company's equity compensation plans, and reviewing the Board's c
Compensation Committee is responsible primarily for reviewing the
compensation arrangements for the Company's executive officers, including the CEO, administering the Company's equity compensation plans, and reviewing the Board's c
compensation arrangements for the Company's
executive officers, including the CEO, administering the Company's
equity compensation plans, and reviewing the Board's c
compensation plans, and reviewing the Board's
compensationcompensation.
See «
Executive Compensation — Employee Benefit and Stock
Plans» for a description of our equity incentive p
Plans» for a description of our
equity incentive
plansplans.
For a description of our
equity incentive
plan, see the section entitled «Executive Compensation — 2015 Omnibus Incentive Plan.&ra
plan, see the section entitled «
Executive Compensation — 2015 Omnibus Incentive
Plan.&ra
Plan.»
The Enterprise
Compensation Committee discharges the board of directors» responsibilities relating to the compensation of our executives and directors; reviews and discusses with management the Compensation Discussion and Analysis and performs other reviews and analyses and makes additional disclosures as required of compensation committees by the rules of the SEC or applicable exchange listing requirements; provides general oversight of our compensation structure, including our equity compensation plans and benefits programs, and confirms that these plans and programs do not encourage risk taking that is reasonably likely to have a material adverse effect on Hewlett Packard Enterprise; reviews and provides guidance on our human resources programs; and retains and approves the retention terms of the Enterprise Compensation Committee's independent compensation consultants and other independent compensat
Compensation Committee discharges the board of directors» responsibilities relating to the
compensation of our executives and directors; reviews and discusses with management the Compensation Discussion and Analysis and performs other reviews and analyses and makes additional disclosures as required of compensation committees by the rules of the SEC or applicable exchange listing requirements; provides general oversight of our compensation structure, including our equity compensation plans and benefits programs, and confirms that these plans and programs do not encourage risk taking that is reasonably likely to have a material adverse effect on Hewlett Packard Enterprise; reviews and provides guidance on our human resources programs; and retains and approves the retention terms of the Enterprise Compensation Committee's independent compensation consultants and other independent compensat
compensation of our
executives and directors; reviews and discusses with management the
Compensation Discussion and Analysis and performs other reviews and analyses and makes additional disclosures as required of compensation committees by the rules of the SEC or applicable exchange listing requirements; provides general oversight of our compensation structure, including our equity compensation plans and benefits programs, and confirms that these plans and programs do not encourage risk taking that is reasonably likely to have a material adverse effect on Hewlett Packard Enterprise; reviews and provides guidance on our human resources programs; and retains and approves the retention terms of the Enterprise Compensation Committee's independent compensation consultants and other independent compensat
Compensation Discussion and Analysis and performs other reviews and analyses and makes additional disclosures as required of
compensation committees by the rules of the SEC or applicable exchange listing requirements; provides general oversight of our compensation structure, including our equity compensation plans and benefits programs, and confirms that these plans and programs do not encourage risk taking that is reasonably likely to have a material adverse effect on Hewlett Packard Enterprise; reviews and provides guidance on our human resources programs; and retains and approves the retention terms of the Enterprise Compensation Committee's independent compensation consultants and other independent compensat
compensation committees by the rules of the SEC or applicable exchange listing requirements; provides general oversight of our
compensation structure, including our equity compensation plans and benefits programs, and confirms that these plans and programs do not encourage risk taking that is reasonably likely to have a material adverse effect on Hewlett Packard Enterprise; reviews and provides guidance on our human resources programs; and retains and approves the retention terms of the Enterprise Compensation Committee's independent compensation consultants and other independent compensat
compensation structure, including our
equity compensation plans and benefits programs, and confirms that these plans and programs do not encourage risk taking that is reasonably likely to have a material adverse effect on Hewlett Packard Enterprise; reviews and provides guidance on our human resources programs; and retains and approves the retention terms of the Enterprise Compensation Committee's independent compensation consultants and other independent compensat
compensation plans and benefits programs, and confirms that these
plans and programs do not encourage risk taking that is reasonably likely to have a material adverse effect on Hewlett Packard Enterprise; reviews and provides guidance on our human resources programs; and retains and approves the retention terms of the Enterprise
Compensation Committee's independent compensation consultants and other independent compensat
Compensation Committee's independent
compensation consultants and other independent compensat
compensation consultants and other independent
compensationcompensation experts.
Return on invested capital (ROIC) was added to Hurco Companies»
executive compensation plan in 2014 as a target goal for performance - based
equity awards.
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.
May 2, 2014 David Winters tells CNBC's Becky Quick that he was «absolutely stunned» when he learned about Coca - Cola's
equity compensation plan for
executives.
Our lawyers help public, private, global, and emerging companies design and implement broad - based and
executive - level
equity compensation plans.
The firm's areas of practice include: advising the multinational and multi-jurisdictional employer; Industrial Relations Board proceedings; collective agreements and bargaining;
compensation and benefits
plans; construction labour relations; employee relations;
executive employment agreements and
compensation; grievance arbitration; human rights and accommodation; injunctive court proceedings and judicial review; interest arbitration; Labour Relations Board proceedings; management training; mediation and alternative dispute resolution; occupational health and safety; outsourcing; pay
equity; privacy; responding to union organizing and applications for certification sale or closure; strike or lock - out preparation and business continuity
planning; workplace investigations; workplace safety and insurance; wrongful and constructive dismissal litigation.
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.
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.
Her clients rely on her counsel for a wide range of matters, including nonqualified deferred
compensation,
equity and
equity - based
compensation,
executive employment and severance agreements and qualified retirement
planning and compliance.
Her practice focuses on corporate transactions,
executive and
equity - based
compensation arrangements, and the design, qualification, administration and termination of tax - qualified retirement
plans, non-qualified deferred
compensation arrangements, health and welfare
plans and fringe benefit packages.
Our group is recognized globally for its forward - thinking approach on tax matters as well as precedent - setting firsts in tax
planning for transactional matters including M&A, private
equity, capital market, project finance, family office, and real estate as well as for
executive compensation, transfer pricing, tax dispute resolution, competent authority, and investigative matters.
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