Now, the holder of the contract has the option to exercise his or
her rights under the option contract to buy the underlying security at some point during the contract term, but can choose to walk away if the market didn't play out the way he or she anticipated.
Option Seller The person who sells an option in return for a premium and is obligated to perform when the holder exercises
his right under the option contract.
Not exact matches
Awards granted
under the 2007 Equity Incentive Plan may consist of incentive stock
options, non-qualified stock
options, stock appreciation
rights (SAR), restricted stock grants, and restricted stock units (RSU).
Shares that are exchanged by a participant or withheld by Apple to pay the exercise price of an
option or stock appreciation
right granted
under the 2014 Plan, as well as any shares exchanged or withheld to satisfy the tax withholding obligations related to any
option or stock appreciation
right, will not be available for subsequent awards
under the 2014 Plan.
Except as described below, awards
under the 2014 Plan generally are not transferable by the recipient other than by will or the laws of descent and distribution, and stock
options and stock appreciation
rights are generally exercisable, during the recipient's lifetime, only by the recipient.
In no case, except due to an adjustment to reflect a stock split or other event referred to
under «Adjustments» below, and except for any repricing that may be approved by shareholders, will the plan administrator (1) amend an outstanding stock
option or stock appreciation
right to reduce the exercise price or base price of the award, (2) cancel, exchange, or surrender an outstanding stock
option or stock appreciation
right in exchange for cash or other awards for the purpose of repricing the award, (3) cancel, exchange, or surrender an outstanding stock
option or stock appreciation
right in exchange for an
option or stock appreciation
right with an exercise or base price that is less than the exercise or base price of the original award, or (4) take any other action that is treated as a repricing
under U.S. generally accepted accounting principles.
Shares issued with respect to awards granted
under the 2014 Plan other than stock
options or stock appreciation
rights are counted against the 2014 Plan's aggregate share limit as two shares for every one share actually issued in connection with the award.
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 granted.
Any such shares subject to awards other than stock
options and stock appreciation
rights granted
under either such Plan will become available taking into account the 2:1 premium share counting rule applicable at the time of granting these types of awards.
Awards may be granted
under the Plan in substitution for or in connection with an assumption of employee, director and / or consultant stock
options, stock appreciation
rights, restricted stock or other stock - based awards granted by other entities to persons who are or who will become Employees or Consultants in respect of the Company or one of its Subsidiaries in connection with a
However, Shares used to pay the exercise price or purchase price of an
option or stock appreciation
right or to satisfy tax withholding obligations relating to such awards do not become available for future issuance
under the 2013 Plan.
Any Shares subject to Awards granted
under the Plan other than
Options or Stock Appreciation
Rights shall be counted against the numerical limits of this Section 3 as two and fifteen - one hundredths (2.15) Shares for every one (1) Share subject thereto and shall be counted as two and fifteen - one hundredths (2.15) Shares for every one (1) Share returned to or deemed not issued from the Plan pursuant to this Section 3.
Under the terms of the LTICP, in addition to or in lieu of stock
options, we may award, and have awarded in selected situations for retention purposes or to address other competitive pressures, other types of equity - based long - term compensation, including restricted stock, RSRs, stock awards, stock appreciation
rights, performance shares, or performance units.
No stock appreciation
rights, restricted stock awards or awards other than the stock
options and RSRs were outstanding
under the LTICP as of March 1, 2008.
Each share issued
under awards other than
options or stock appreciation
rights counts against the number of shares available
under the LTICP as 3.5 shares.
From January 1, 2008 through December 31, 2010, the Registrant granted to certain executive officers, directors and other investors
options and
rights to purchase an aggregate of 8,196,662 shares of common stock
under the 2003 Plan at exercise prices ranging from $ 2.00 to $ 6.20 per share, which includes
options to purchase shares of common stock that were repriced on a one - for - one basis to $ 2.32 per share in February 2009.
(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 obligation.
Amounts reported
under «Number of Shares of Common Stock Beneficially Owned as of February 22, 2010» include the number of shares subject to stock
options and RSUs that become exercisable or vest within 60 days of February 22, 2010 (which are shown in the columns to the
right).
As more local governments find themselves unable to meet the increasing costs, particularly related to pensions and retiree health benefits, municipalities have begun to more seriously consider debt restructuring
under the bankruptcy code as an
option for
right - sizing their budgets.
(d) «Award» means, individually or collectively, a grant
under the Plan of
Options, Stock Appreciation
Rights, Restricted Stock, Restricted Stock Units, Performance Bonus Awards, Performance Units or Performance Shares.
Shares used to pay the purchase price or satisfy tax withholding obligations of awards other than stock
options or stock appreciation
rights become available for future issuance
under the 2013 Plan.
forfeited to or repurchased due to failure to vest, the unpurchased shares (or for awards other than stock
options or stock appreciation
rights, the forfeited or repurchased shares) will become available for future grant or sale
under the 2015 Plan.
repurchased by us due to failure to vest, the unissued shares (or for awards other than stock
options or stock appreciation
rights, the forfeited or repurchased shares) will become available for future grant or sale
under the 2015 Plan.
The Board or the HRC or the GNC may modify, suspend, or terminate the LTICP but may not, without the prior approval of our stockholders, make any change to the LTICP that increases the total amount of common stock which may be awarded (except to reflect changes in capitalization), increases the individual maximum award limits (except to reflect changes in capitalization), changes the class of team members or directors eligible to participate, extends the duration of the LTICP, reduces the exercise price of or reprices outstanding stock
options or stock appreciation
rights, waives the LTICP's minimum time period requirements for vesting and lapse of restrictions for restricted stock or RSRs, or otherwise amends the LTICP in any manner requiring stockholder approval by law or
under the NYSE listing requirements.
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.
Awards granted
under the Plan may be Nonstatutory Stock
Options (NSOs), Incentive Stock
Options (ISOs), Stock Appreciation
Rights (SARs), Restricted Stock, or Restricted Stock Units (RSUs), as determined by the Administrator at the time of grant.
While
options and stock appreciation
rights are not currently being granted
under the Stock Incentive Plan, the 2015 Stock Incentive Plan allows the committee to grant both non-qualified and incentive stock
options, as well as stock appreciation
rights.
Notwithstanding the authority of the committee
under the Plan, except in connection with any corporate transaction involving Walmart, the terms of outstanding plan awards may not be amended to reduce the exercise price of outstanding stock
options or stock appreciation
rights or cancel outstanding stock
options or stock appreciation
rights in exchange for cash, other plan awards or stock
options or stock appreciation
rights with an exercise price that is less than the exercise price of the original stock
options or stock appreciation
rights without the prior approval of Walmart stockholders.
Stock
options and stock appreciation
rights with respect to no more than 8,000,000 shares of our common stock may be granted to any one individual in any one calendar year and the maximum «performance - based award» payable to any one individual
under the 2014 Plan is 8,000,000 shares of stock or $ 5 million in the case of cash - based awards.
If an Award expires or becomes unexercisable without having been exercised in full, is surrendered pursuant to an Exchange Program, or, with respect to Restricted Stock, Restricted Stock Units, Performance Units or Performance Shares, is forfeited to or repurchased by the Company due to failure to vest, the unpurchased Shares (or for Awards other than
Options or Stock Appreciation
Rights the forfeited or repurchased Shares), which were subject thereto will become available for future grant or sale
under the Plan (unless the Plan has terminated).
Stock
options granted
under our stock
option plan provide certain employee
option holders the
right to elect to exercise unvested
options in exchange for shares of restricted common stock.
You will experience additional dilution when those holding
options exercise their
right to purchase common stock
under our equity incentive plans, when RSUs vest and settle, when we issue restricted stock to our employees
under our equity incentive plans, or when we otherwise issue additional shares of our common stock.
(c) «Award» means, individually or collectively, a grant
under the Plan of
Options, Stock Appreciation
Rights, Restricted Stock, Restricted Stock Units, Performance Units or Performance Shares.
shares subject to awards granted
under our 2015 Plan that cease to be subject to the awards for any reason other than exercises of stock
options or stock appreciation
rights;
These conditions include stockholder approval of the performance goals
under the 2016 Plan, setting individual annual limits on each type of award, and for awards other than certain stock
options and stock appreciation
rights, establishing performance criteria that must be met before the award actually will vest or be paid.
Under most circumstances, you have the
right to pursue these
options.
to reduce the price per share of any outstanding
option or stock appreciation
right granted
under the 2014 Plan; or
In no case (except due to an adjustment to reflect a stock split or other event referred to
under «Adjustments» below, and except for any repricing that may be approved by shareholders) will the plan administrator (1) amend an outstanding stock
option or stock appreciation
right to reduce the exercise price or base price of the award, (2) cancel, exchange, or surrender an outstanding stock
option or stock appreciation
right in exchange for cash or other awards for the purpose of repricing the award, or (3) cancel, exchange, or surrender an outstanding stock
option or stock appreciation
right in exchange for an
option or stock appreciation
right with an exercise or base price that is less than the exercise or base price of the original award.
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.
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.
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
Per is very slow, I wish he was faster atimes but ppl
under rate him a lot and please football is not all about pace; Per plays with his brains and we tend to applaud players who play with more aggression unfortunately he doesn't; I will use an eg, if it was Per marking Hazard instead of Koscielny in d build up to the chelsea penalty, he would have probably gone backwards trying to stay on d
right side of hazard so he doesn't shoot and narrowing d angle so that our goalie easily picks up d ball, that's how Per plays and to me that's subtle but intelligent
option in that scenario but that style of play doesn't get plenty credit.
In central defence, the natural choices would be Koscielny, Mustafi, Holding and Gabriel, with the
options on the left being Monreal and Kolasinac and the
options on the
right being Bellerin and Oxlade - Chamberlain, if he counts as a defender
under the new system.
Thats not thinking about Alexis on the
right and the other
options that could work as I just like to see Alexis on the left, he works so hard, cutting in and only thing that lets him down is his successful pass % but that'll increase
under Wenger ^.
Time for some brutal honesty... this team, as it stands, is in no better position to compete next season than they were 12 months ago, minus the fact that some fans have been easily snowed by the acquisition of Lacazette, the free transfer LB and the release of Sanogo... if you look at the facts carefully you will see a team that still has far more questions than answers... to better show what I mean by this statement I will briefly discuss the current state of affairs on a position - by - position basis... in goal we have 4 potential candidates, but in reality we have only 1
option with any real future and somehow he's the only one we have actively tried to get rid of for years because he and his father were a little too involved on social media and he got caught smoking (funny how people still defend Wiltshire
under the same and far worse circumstances)... you would think we would want to keep any goaltender that Juventus had interest in, as they seem to have a pretty good history when it comes to that position... as far as the defenders on our current roster there are only a few individuals whom have the skill and / or youth worthy of our time and / or investment, as such we should get rid of anyone who doesn't meet those simple requirements, which means we should get rid of DeBouchy, Gibbs, Gabriel, Mertz and loan out Chambers to see if last seasons foray with Middlesborough was an anomaly or a prediction of things to come... some fans have lamented wildly about the return of Mertz to the starting lineup due to his FA Cup performance but these sort of pie in the sky meanderings are indicative of what's wrong with this club and it's wishy - washy fan - base... in addition to these moves the club should aggressively pursue the acquisition of dominant and mobile CB to stabilize an all too fragile defensive group that has self - destructed on numerous occasions over the past 5 seasons... moving forward and building on our need to re-establish our once dominant presence throughout the middle of the park we need to target a CDM then do whatever it takes to get that player into the fold without any of the usual nickel and diming we have become famous for (this kind of ruthless haggling has cost us numerous special players and certainly can't help make the player in question feel good about the way their future potential employer feels about them)... in order for us to become dominant again we need to be strong up the middle again from Goalkeeper to CB to DM to ACM to striker, like we did in our most glorious years before and during Wenger's reign... with this in mind, if we want Ozil to be that dominant attacking midfielder we can't keep leaving him exposed to constant ridicule about his lack of defensive prowess and provide him with the proper players in the final third... he was never a good defensive player in Real or with the German National squad and they certainly didn't suffer as a result of his presence on the pitch... as for the rest of the midfield the blame falls squarely in the hands of Wenger and Gazidis, the fact that Ramsey, Ox, Sanchez and even Ozil were allowed to regularly start when none of the aforementioned had more than a year left
under contract is criminal for a club of this size and financial might... the fact that we could find money for Walcott and Xhaka, who weren't even guaranteed starters, means that our whole business model needs a complete overhaul... for me it's time to get rid of some serious deadweight, even if it means selling them below what you believe their market value is just to simply
right this ship and change the stagnant culture that currently exists... this means saying goodbye to Wiltshire, Elneny, Carzola, Walcott and Ramsey... everyone, minus Elneny, have spent just as much time on the training table as on the field of play, which would be manageable if they weren't so inconsistent from a performance standpoint (excluding Carzola, who is like the recent version of Rosicky — too bad, both will be deeply missed)... in their places we need to bring in some proven performers with no history of injuries... up front, although I do like the possibilities that a player like Lacazette presents, the fact that we had to wait so many years to acquire some true quality at the striker position falls once again squarely at the feet of Wenger... this issue highlights the ultimate scam being perpetrated by this club since the arrival of Kroenke: pretend your a small market club when it comes to making purchases but milk your fans like a big market club when it comes to ticket prices and merchandising... I believe the reason why Wenger hasn't pursued someone of Henry's quality, minus a fairly inexpensive RVP, was that he knew that they would demand players of a similar ilk to be brought on board and that wasn't possible when the business model was that of a «selling» club... does it really make sense that we could only make a cheeky bid for Suarez, or that we couldn't get Higuain over the line when he was being offered up for half the price he eventually went to Juve for, or that we've only paid any interest to strikers who were clearly not going to press their current teams to let them go to Arsenal like Benzema or Cavani... just part of the facade that finally came crashing down when Sanchez finally called their bluff... the fact remains that no one wants to win more than Sanchez, including Wenger, and although I don't agree with everything that he has done off the field, I would much rather have Alexis front and center than a manager who has clearly bought into the Kroenke model in large part due to the fact that his enormous ego suggests that only he could accomplish great things without breaking the bank... unfortunately that isn't possible anymore as the game has changed quite dramatically in the last 15 years, which has left a largely complacent and complicit Wenger on the outside looking in... so don't blame those players who demanded more and were left wanting... don't blame those fans who have tried desperately to raise awareness for several years when cracks began to appear... place the blame at the feet of those who were well aware all along of the potential pitfalls of just such a plan but continued to follow it even when it was no longer a financial necessity, like it ever really was...
The White House, constantly
under fire from expected enemies on the
right, has been frustrated by nightly attacks on cable news shows catering to the left, where Obama and top lieutenants like Chief of Staff Rahm Emanuel have been excoriated for abandoning the public
option in healthcare reform; for not moving faster to close the prison at Guantánamo Bay; and for failing, so far, to end the ban on gays serving openly in the military.
This comes after Cuomo directed the Port Authority, the Department of State and Davis's office yesterday to jointly explore all legal
options to help anyone detained at New York airports, and to ensure that the
rights of refugees are protected
under the law.
As David Cameron comes
under pressure from the Conservative
right to reshuffle the Justice Secretary Ken Clarke out of Government, Gaby Hinsliff looks at the
options facing the Prime Minister.
Under the terms of the agreement, Caribou will receive funding for a one - year collaborative research program and Caribou will provide Novartis an
option to non-exclusively license research use
rights of the Caribou CRISPR - Cas9 platform.
Calico has the
option to obtain exclusive
rights to discoveries made
under research it supports.