Sentences with phrase «term equity compensation»

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

As in 2010, the HRC awarded named executives a combination of compensation composed of a high percentage of performance - based pay, predominantly in long - term equity compensation.

Not exact matches

Unfortunately, despite decades of experience building new hire option plans, many start - ups still fail to put in place an equity compensation plan that adequately rewards long term employees over time.

The CEOs of each were significantly more powerful than other company executives in terms of equity stake, compensation and whether they were the founder.

«Further to the approval of the 2014 Equity Plan in April of this year, we have developed Guidelines that further align compensation to the long - term interests of shareowners,» said Muhtar Kent, Coke's CEO, in a statement.

We believe our ability to grant equity - based awards is a valuable and necessary compensation tool that aligns the long - term financial interests of the employees and directors with the financial interests of our stockholders.

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.

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.

Paying a significant portion of variable compensation to our senior employees in the form of equity - based compensation that delivers over time and is subject to forfeiture or recapture encourages a long - term, firmwide focus because its value is realized through long - term responsible behavior and the financial performance of our firm.

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 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.

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.

• 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 compensation pTerm Incentive 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 compensation pterm incentives are equity - based, with multi-year vesting required to complement our annual cash incentive compensationcompensation plan.

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.

The Compensation Committee, which administers the 2003 Plan and will administer the 2014 Plan, if approved, recognizes its responsibility to strike a balance between shareholder concerns regarding the potential dilutive effect of equity awards and the ability to attract, retain and reward employees whose contributions are critical to the Company's long - term 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.

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 compensatCompensation 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 compensatcompensation 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 compensatCompensation 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 compensatcompensation 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 compensatcompensation 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 compensatcompensation 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 compensatCompensation Committee's independent compensation consultants and other independent compensatcompensation consultants and other independent compensationcompensation experts.

For example, in a world where short - term interest rates are zero, Wall Street acts as if a 2 % dividend yield on equities, or a 5 % junk bond yield is enough to make these securities appropriate even for investors with short horizons, not factoring in any compensation for risk or likely capital losses.

Steven also addresses issues such as equity financing, founder compensation, stock option plan, debt transaction, SaaS agreements, terms of use, copyright, trademark and technology protection.

While the Compensation Committee considers short - term performance - based cash bonuses to be a less significant compensation tool than equity awards in terms of driving long - term stockholder value, the Committee believes they play an imporCompensation Committee considers short - term performance - based cash bonuses to be a less significant compensation tool than equity awards in terms of driving long - term stockholder value, the Committee believes they play an imporcompensation tool than equity awards in terms of driving long - term stockholder value, the Committee believes they play an important role in

In my writings on managing stock options — Consider Your Options, a book for option holders, and Equity Compensation Strategies, a text for professional advisors — I explain why the optimal approach from a tax perspective for people who have very large profits built into their ISOs is to sell 65 % of the shares immediately after exercise of the option and hold 35 % long enough to convert the profit on those shares to long - term capital gain.

This lack of long - term compensation is reflected in the minimal share ownership of the top 5 executives; only the CEO (who was hired in a second moment) has any kind of substantial equity exposure (approx. 1 %), and even that is insignificant compared to the ongoing cash flow from his regular cash compensation.

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.»

Pay equity, under the terms of the Act, is the equalizing of compensation for employees in jobs dominated by females that are of equivalent value to those jobs occupied by males.

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.

the average percentage of women within the top half of U.S. equity partners in terms of compensation was 17 percent

Sharing the benefits of the project; equity issues; royalties; compensation vs consideration; ownership of lease; ownership of minerals; group rights; ensuring long term benefits; discretionary benefits; intergenerational rights; sharing benefits with other Indigenous communities (if only experiences, principles or possibilities); subcontracting; business partnerships;

It's a common practice for REIT executive compensation to be based on short - term performance For example, if a REIT performed well over the past year, the CEO would receive a bonus, either in cash or equity.