Annual Incentive Plans. The Corporation shall pay to the Executive, in cash, in a lump sum, on the Payment Date, a payment equal to: (i) two times the average of the annual bonuses paid to the Executive by the Corporation in respect of the three complete fiscal years of the Corporation immediately preceding the Effective Date (or, for any such complete fiscal year for which the Executive was not paid an annual bonus, the Executive’s target bonus as in effect immediately prior to the Effective Date) (the “Average Bonus”), plus (ii) if the Date of Termination is not the last day of a fiscal year, a prorated bonus payment equal to the Average Bonus multiplied by a fraction, the numerator of which is the number of days which have elapsed in the fiscal year in which the Date of Termination occurs and the denominator of which is the total number of days in such fiscal year.
Annual Incentive Plans. The Corporation shall pay to the Executive, in cash, in a lump sum, on the Payment Date, a payment equal to the greater of (i) two times the Executive’s target bonus as of the Date of Termination or (ii) two times the average of the annual bonus paid to the Executive by the Corporation in respect of the three complete fiscal years of the Corporation immediately preceding the Effective Date (for any such complete fiscal year for which the Executive was not eligible for an annual bonus, the Executive’s target bonus as in effect immediately prior to the Effective Date) ((i) or (ii), the “Applicable Bonus”).
Annual Incentive Plans. You will be eligible to participate in the Company’s annual incentive plan (Incentive Compensation Plan or ICP) on a basis consistent with those of comparable executives. Your target award will be based upon the Incentive Compensation Plan target percentage for your position within the Company multiplied by your base salary at the end of the fiscal year. Actual award payments will be in accordance with the terms of the Incentive Compensation Plan and may be adjusted to reflect Company performance and your individual performance as approved by the Committee.
Annual Incentive Plans. SpinCo shall establish annual incentive plans for 2024 and be responsible for the payment of annual incentives to SpinCo Employees thereunder. Parent shall retain all Liabilities with respect to any incentives payable under its annual incentive plans to Parent Employees in respect of 2024.
Annual Incentive Plans. NTELOS shall be responsible for all Liabilities and fully perform, pay and discharge all annual bonus obligations relating to any annual incentive plan for NTELOS Employees for the year which includes the Distribution Date and thereafter, and Wireline shall be responsible for all Liabilities and fully perform, pay and discharge all annual bonus obligations, relating to any annual incentive plan for Wireline Employees for the year which includes the Distribution Date and thereafter. As for each Delayed Transfer Employee, (a) NTELOS shall be responsible for all Liabilities and fully perform, pay and discharge all annual bonus obligations to such individual relating to any annual incentive plan for NTELOS Employees for (i) any calendar year which comes before such individual’s Transfer Date and (ii) for any part of a calendar year which includes such individual’s Transfer Date if such individual is still an employee of Wireline or any member of the Wireline Group at the time of payment of the bonus, (b) Wireline shall be responsible for all Liabilities and fully perform, pay and discharge all annual bonus obligations to such individual relating to any annual incentive plan for Wireline Employees for the remainder of such calendar year and (c) the bonus, if any, payable by NTELOS and by Wireline for any calendar year shall be a pro-rata part of the annual bonus which would have been payable if the Delayed Transfer Employee had been employed by NTELOS or by Wireline for the entire calendar year and until the time of payment of the bonus, pro-rated with respect to his or her employment with NTELOS based on NTELOS’ then generally applicable pro-ration policy when payment is made and pro-rated with respect to his or her employment with Wireline based on Wireline’s then generally applicable pro-ration policy when payment is made. As for each NTELOS Delayed Transfer Employee, (a) Wireline shall be responsible for all Liabilities and fully perform, pay and discharge all annual bonus obligations to such individual relating to any incentive plan for Wireline Employees for (i) any calendar year or portion thereof which comes before such individual’s Transfer Date and (ii) for any part of a calendar year which includes such individual’s Transfer Date if such individual is still an employee of NTELOS or any member of the NTELOS Group at the time of payment of the bonus, (b) NTELOS shall be responsible for all Liabilities and fully perform, pay and discharge all annual bon...
Annual Incentive Plans. The Corporation shall pay to the Executive, in cash, in a lump sum, no later than the Payment Date, an amount in lieu of his participation in the Annual Incentive Plans in which he is participating as of the Notice of Termination, such payment to be equal to: (i) two times the average of the annual amounts paid to the Executive under the Annual Incentive Plans (excluding for greater certainty any special awards thereunder) in respect of the three complete fiscal years of the Corporation immediately preceding the Date of Termination, and (ii) (in cases where the Date of Termination is not the end of a fiscal year), a pro rata payment for the number of days which have elapsed in the fiscal year in which the Date of Termination occurs, based on the same calculation described above. For the purposes of this Section 5.0(d), where the Date of Termination is prior to the completion of three complete fiscal years of amounts payable to the Executive under the Annual Incentive Plans, the average of amounts paid to the Executive under such Plans shall be determined based the average of amounts paid to the Executive under such Plans for each complete fiscal year of the Corporation immediately preceding the Date of Termination.
Annual Incentive Plans. The Corporation shall pay to the Executive, in cash, in a lump sum, no later than the Payment Date, an amount in lieu of her participation in the HPR Plan, or in any other annual incentive compensation plan or program, or any replacement plan in which she is participating as of the Notice of Termination which shall be equal to (i) two times the average of the amounts paid to him under the HPR Plan (excluding for greater certainty any President’s Award) in respect of the three complete fiscal years of the Corporation immediately preceding the Date of Termination, and (ii) (in cases where the Date of Termination is not the end of a fiscal year), a pro rata payment for the number of days which have elapsed in the fiscal year in which the Date of Termination occurs, based on the same calculation described above. For the purposes of this Section 5.0(d), where the Date of Termination is prior to the completion of three complete fiscal years of the Corporation following the implementation of the HPR Plan, the average of amounts paid to the Executive under the HPR Plan shall be determined based on each complete fiscal year of the Corporation immediately preceding the Date of Termination.
Annual Incentive Plans. Pfizer shall retain and perform all Liabilities with respect to the participation of each Company Transferred Employee who is participating in any cash-based annual bonus or other annual incentive compensation plan of a Pfizer Group member with respect to performance periods that are ongoing as of December 31, 2012 and completed performance periods as of December 31, 2012. Effective as of January 1, 2013, the Company shall establish an annual bonus or other cash-based annual incentive compensation plan for the benefit of eligible Company Transferred Employees and shall be responsible for the annual bonus payable to the Company Transferred Employees in respect of the full 2013 calendar year.
Annual Incentive Plans. Effective as of the end of Houston’s 2016 fiscal year, Houston and Seattle shall have taken such actions, or caused the taking of such actions, as are necessary to ensure that for fiscal year 2017, (a) all Houston Employees are covered by the Houston Incentive Plans and (b) all Seattle Employees are covered by the Seattle Incentive Plans. Houston shall be solely responsible for determining the amount of, and paying (or causing to be paid), (i) all awards due to be paid to Houston Employees and Former Employees under the Houston Incentive Plans, whether earned before, on or after the Operational Separation Date and (ii) all bonuses due to be paid to Seattle Employees prior to the Operational Separation Date, whether under the Houston Incentive Plans or the Seattle Incentive Plans (including annual bonuses in respect of Houston’s 2016 fiscal year and any bonuses paid upon separation from employment). Seattle shall be responsible for determining, subject to the reasonable approval of Miami, the amount, and paying, of all awards due to be paid to Seattle Employees under the Seattle Incentive Plans that are earned on or after the Operational Separation Date.
Annual Incentive Plans. Effective as of the end of Houston’s 2016 fiscal year, Houston and Xxxxxxx shall have taken such actions, or caused the taking of such actions, as are necessary to ensure that for fiscal year 2017, (i) all Houston Employees are covered by the Houston Incentive Plans and (ii) all Xxxxxxx Employees are covered by the Xxxxxxx Incentive Plans. Houston shall be solely responsible for determining the amount of, and paying, all awards due to be paid to Houston Employees and Former Employees who were participants in the Houston Incentive Plans at the time of separation from employment, under the Houston Incentive Plans, whether earned before, on or after the Operational Separation Date. Xxxxxxx shall be responsible for determining, subject to the reasonable approval of Chicago, the amount, and paying, of all awards due to be paid to Xxxxxxx Employees and Former Employees who were participants in the Xxxxxxx Incentive Plans at the time of separation from employment, under the Xxxxxxx Incentive Plans, whether earned before, on or after the Operational Separation Date.
