Annual Incentives. (i) In accordance with Section 9.1(f) of the Primary Purchase Agreement, the HSBC Sellers shall be liable for the payment of all formulaic incentive bonuses and annual discretionary bonuses to the Transferred Business Employees with respect to the calendar year commencing on January 1, 2011 and ending on December 31, 2011. In addition, in accordance with Section 9.1(f) of the Primary Purchase Agreement, the HSBC Sellers shall be liable for the payment of any formulaic incentive bonuses, including monthly, quarterly and semi-annual incentive bonuses, to the Transferred Business Employees with respect to the period commencing on January 1, 2012 and ending on the Closing Date. Purchaser acknowledges that such payments shall be made consistent with past practice of the applicable HSBC Seller, notwithstanding that Transferred Business Employees may not be employed by the HSBC Sellers or any of their respective Affiliates at the time of payment.
(ii) Purchaser shall provide Transferred Business Employees an annual discretionary bonus opportunity prorated for calendar year 2012, based upon the number of days elapsed between the Closing Date and December 31, 2012 (with the amount, if any, determined consistent with Purchaser’s internal methodology for awarding annual discretionary bonuses). Purchaser acknowledges that HSBC shall be responsible for and shall pay to the Transferred Business Employees a prorated portion of the annual discretionary bonuses accrued for the Transferred Business Employees prior to the Closing Date, calculated using accruals for performance year 2011, based upon the number of days elapsed between January 1, 2012 and the Closing Date. For purposes of clarity, and as provided for in Section 9.1(f) of the Primary Purchase Agreement, the HSBC Sellers and their respective Affiliates shall retain all liabilities for, and shall be responsible for the payment of, any formulaic incentive bonus amounts payable to the Transferred Business Employees for performance periods occurring prior to Closing Date under any formulaic incentive plans maintained by the HSBC Sellers or their Affiliates (for example, under any monthly, quarterly or commissions-based plans), and such formulaic incentive plans shall not be taken into consideration when determining the obligations of the Purchaser and the HSBC Sellers under this Section 9.1(f)(ii).
Annual Incentives. During the Employment Term, Executive will participate in any incentive compensation plan (ICP) applicable to Executive’s position, as may be adopted by Employer from time to time and in accordance with the terms of such plan(s). Executive’s target award opportunity for the year ending on December 31, 2007, will be based upon 60% of Executive’s Base Salary paid to Executive by Employer prorated for the number of months in such period as compared to a full year and shall be subject to such other terms, conditions and restrictions as may be established by the Board or the ICP committee.
Annual Incentives. During the Employment Term, the Executive will participate in Intervoice’s annual incentive bonus program(s) applicable to the Executive’s position, as may be adopted by Intervoice from time to time and in accordance with the terms of such program(s). The parties agree that the provisions of this Paragraph 5(b) are exclusive and supersede the terms of any other agreement or provision relating to annual incentive compensation to be provided to the Executive by Intervoice.
Annual Incentives. During the Employment Term, Executive will participate in any incentive compensation plan (ICP) or retention bonus arrangement applicable to Executive’s position, as may be adopted by Employer from time to time and in accordance with the terms of such plan(s). Executive’s target award opportunity for the year ending on December 31, 2007, will be based upon 40% of Executive’s Base Salary paid to Executive by Employer prorated for the number of months in such period as compared to a full year and shall be subject to such other terms, conditions and restrictions as may be established by the Board or the compensation committee.
Annual Incentives. The Executive will participate in NMG's annual incentive bonus program(s) applicable to the Executive's position, in accordance with the terms of such program(s), and shall have the opportunity to earn an annual bonus thereunder based on the achievement of performance objectives determined by the Board after consultation with the Executive. During each fiscal year, the minimum bonus payable to the Executive if the threshold bonus targets for such year are achieved will be 25% of the Executive's Base Salary for such fiscal year, the Target Bonus will be 75% of Base Salary, and the maximum bonus payable to the Executive will be 150% of Base Salary. The actual amount of any annual incentive bonus paid to the Executive will be determined according to the terms of the annual incentive bonus program(s), including any such terms that place the amount of any annual incentive bonus within the discretion of the Board.
Annual Incentives. The Executive will participate in NMG’s annual incentive bonus program(s) applicable to the Executive’s position, in accordance with the terms of such program(s), and shall have the opportunity to earn an annual bonus thereunder based on the achievement of performance objectives determined by the NMG Board after consultation with the Executive. During each fiscal year, the minimum bonus payable to the Executive if the threshold bonus targets for such year are achieved will be 25% of the Executive’s Base Salary for such fiscal year, the Target Bonus will be 75% of Base Salary, and the maximum bonus payable to the Executive will be 150% of Base Salary. The actual amount of any annual incentive bonus paid to the Executive will be determined according to the terms of the annual incentive bonus program(s), including any such terms that place the amount of any annual incentive bonus within the discretion of the NMG Board. No annual incentive bonus will be paid pursuant to this Paragraph 5(b) unless the Executive has remained continuously employed with NMG through the applicable payment date, except as otherwise expressly provided for in Paragraph 7 hereof.
Annual Incentives. (i) Beginning with the Effective Date, Executive will participate in any incentive compensation plan (“ICP”) applicable to Executive’s position, as may be adopted by Employer from time to time and in accordance with the terms of such plan. Executive’s annual cash target award opportunity under the ICP will be 75% of Executive’s Base Salary (as in effect at the end of the Annual Period) with a threshold of 50% and a 100% maximum, and shall be subject to such other terms, conditions and restrictions as may be established by the Board or the Compensation, Nominating, and Corporate Governance Committee of the Board (“ICP Bonus Award”). Executive and the Board have agreed that the performance metrics for the ICP Bonus Award applicable to the first Annual Period will mirror the metrics of the Chief Executive Officer as approved by the Compensation, Nominating, and Corporate Governance Committee in May 2015 subject to the above minimum and maximum thresholds. With respect to any subsequent Annual Period(s), Executive and the Chief Executive Officer will develop and submit to the Compensation, Nominating, and Corporate Governance Committee of the Board, for review and approval, proposed performance metrics by no later than May 1 of the then-current Annual Period, and the Board and Executive will strive to have the performance metrics finalized by no later than May 15. Any ICP Bonus Award determined earned will be paid to Executive within 30 days after the end of the Annual Period to which it relates.
(ii) In addition to any ICP Bonus Award that he earns under the ICP, Employer will also grant Executive an annual award of stock options under its equity incentive plan then in effect in an amount equal to 25% of the number of dollars of the cash award (e.g., if the cash award is $100,000, Executive would receive an award of options to purchase 25,000 shares of Employer’s common stock) (the “ICP Options”). The ICP Options will have an exercise price equal to the fair market value of Employer’s common stock on the grant date, with vesting and expiration as set by the Board or the Compensation, Nominating, and Corporate Governance Committee, it being understood that the agreement for the ICP Options may include a provision that the ICP Options may not be exercised unless the Company’s stockholders approve an amendment to the Company’s equity incentive plan that increases the number of shares authorized under the plan. In addition to the equity award grants provided for ...
Annual Incentives. For each fiscal year during the Term, Executive shall participate in the Company’s Executive Annual Incentive Plan, or any successor plan (the “AIP”), under terms and conditions no less favorable than other senior executives of the Company. Executive’s “target” annual incentive opportunity for the portion of the 2017 fiscal year commencing on and after the Effective Date shall not be less than 95% of his Annual Base Salary, but may thereafter be increased or reduced by the Board or a committee thereof for subsequent fiscal years so long as Executive’s “target” annual incentive opportunity is equal to or higher than the target opportunity set for each other senior executive of the Company (the “Target AIP”).
Annual Incentives. In addition to the Annual Base Compensation, you shall be eligible each year for an annual incentive, subject to certain targets being met. This incentive shall be determined annually by the Supervisory Board. You shall be notified in writing of these annual incentive targets. The on-target (= 100% score) annual incentive amount to be realized by you is currently set by the Supervisory Board at 60% of your Annual Base Compensation. The Supervisory Board shall determine in its sole reasonable discretion to what extent the annual incentive targets have been met.
Annual Incentives. During the Employment Term, Executive will participate in any incentive compensation plan (ICP) applicable to Executive’s position, as may be adopted by Employer from time to time and in accordance with the terms of such plan(s). Subject to approval of the ICP by the Board, Executive’s target award opportunity for the period commencing on the Effective Date and ending on December 31, 2005, will be based upon 40% of Executive’s Base Salary paid to Executive by Employer prorated for the number of months in such period as compared to a full year and shall be subject to such other terms, conditions and restrictions as may be established by the Board or the ICP committee. The provisions of this Paragraph 5(b) are subject to the approval of the ICP plan by the Board, and, if required by such Board, the shareholders of Employer.
