Executive Performance Bonus. For each fiscal year, the Executive shall be eligible to participate in an annual incentive plan under terms and conditions no less favorable than other senior executives of Patheon; provided that the Executive’s Target Bonus shall not be less than 35% of his Annual Base Salary. The Executive’s payment under the annual incentive plan shall be based on meeting predetermined personal objectives and Patheon’s financial performance. The personal objectives will be set by the Chief Executive Officer, and the financial performance measures will be set by the Chief Executive Officer. For fiscal 2008, the performance bonus will be prorated from the Effective Date. The annual performance bonus, if earned, will be paid to the Executive by the Corporation in the same manner and payment period generally applicable under the annual incentive plan, but in no event later than two and a half months after the later of (i) the end of the applicable performance period, or (ii) the end of the calendar year in which the performance period ends. Nothing contained in this Section 3.2 will guarantee the Executive any specific amount of incentive compensation, or prevent the Chief Executive Officer from establishing performance goals and compensation targets applicable only to the Executive.
Executive Performance Bonus. In respect of each calendar year falling within the Employment Period, Executive shall be eligible to earn an incentive compensation bonus, depending upon the achievement of the Company’s and Executive’s performance objectives (the “Incentive Compensation Bonus”). The amount of the Incentive Compensation Bonus shall be targeted at eighty percent (80%) of the Executive’s Annual Base Compensation, with the specific percentage determined by the Company’s Board of Directors after the close of the Company’s fiscal year (December 31). The Incentive Compensation Bonus, if any, shall be paid to Executive at the same time other members of the Senior Executive Team are paid their respective incentive compensation bonuses. If Executive is terminated for Cause, then no Incentive Compensation Bonus shall be paid to Executive for the calendar year in which the termination occurred. If Executive’s employment terminates during the calendar year for reasons other than Cause, then Executive shall receive a pro rata amount of the Incentive Compensation Bonus that Executive would have received if Executive remained employed throughout the calendar year. To the extent practicable, the Company will notify Executive of Executive’s performance objectives for the year in January of that year.
Executive Performance Bonus. The Executive shall be eligible to participate in an annual performance incentive plan under terms and conditions no less favorable than other senior executives of the Company; provided that the Executive’s target bonus shall not be less than forty-five percent (45%) of his Annual Base Salary. The Executive’s payment under the annual performance incentive plan shall be based on meeting predetermined personal objectives and Patheon’s financial performance. The personal objectives will be set by the Chief Executive Officer, and the financial performance measures will be set by the Chief Executive Officer. For fiscal year 2011, the annual performance bonus will be prorated from the Effective Date. The annual performance bonus, if earned, will be paid to the Executive by the Company in the same manner and payment period generally applicable under the annual performance incentive plan and state law, but in no event later than two and a half months after the later of (i) the end of the applicable performance period, or (ii) the end of the calendar year in which the performance period ends. Nothing contained in this Section 3.2 will guarantee the Executive any specific amount of incentive compensation, or prevent the Chief Executive Officer from establishing performance goals and compensation targets applicable only to the Executive.
Executive Performance Bonus. In respect of each calendar year falling within the Employment Period, Executive shall be eligible to earn an incentive compensation bonus, depending upon the achievement of the Company’s and Executive’s performance objectives (the “Incentive Compensation Bonus”). The amount of the Incentive Compensation Bonus shall be targeted at one hundred percent (100%) of Executive’s Annual Base Compensation (“Target Incentive Compensation Bonus”) and capped at two hundred percent (200%) of Executive’s Annual Base Compensation with the specific percentage determined by the Company’s Board of Directors after the close of the Company’s fiscal year (December 31). The Incentive Compensation Bonus, if any, shall be paid to Executive at the same time other members of the Senior Executive Team are paid their respective incentive compensation bonuses, which shall be in no event later than the March 15 following the close of the Company’s fiscal year. If Executive’s employment terminates as a result of a Termination for Cause or a resignation that is not a Resignation for Good Reason, then no Incentive Compensation Bonus shall be paid to Executive for the calendar year in which the termination occurred. To the extent practicable, the Company’s Board of Directors will notify Executive of Executive’s performance objectives for the year in January of that year.
Executive Performance Bonus. Executive will be eligible to receive an annual bonus (a “Performance Bonus”) with a target bonus equal to 100% of Executive’s Base Salary (based on achieving 100% of the financial and other targets recommended by Executive and approved by the Board). Executive may earn amounts greater than the target bonus pursuant to the terms of the annual incentive targets. These annual incentive targets will be pre-determined by the Compensation Committee of the Board, after consultation with, and recommendation from, Executive from time to time. For Fiscal Year 2011, Executive’s Performance Bonus will be no less than 50% of his Base Salary, pro-rated from the Effective Date. Nothing contained in this Section 4(h) will prevent the Board from establishing performance goals and compensation targets applicable only to Executive.
Executive Performance Bonus. Employee will be eligible to participate in an executive performance bonus (the "Executive Performance Bonus") as determined by the Board in its sole discretion, in accordance with the Company's general management bonus policy; provided, however, in no event will the norm Executive Performance Bonus paid to Employee be an amount equal to or greater than fifty percent (50%) of Employee's Base Salary.
Executive Performance Bonus. The Executive shall be eligible to participate in an annual performance incentive plan under terms and conditions no less favorable than other senior executives of the Company; provided that the Executive’s target bonus shall not be less than forty-five percent (45%) of her Annual Base Salary. The Executive’s payment under the annual performance incentive plan shall be based on meeting predetermined personal objectives and Patheon’s financial performance. The personal objectives will be set by the Chief Executive Officer. and the financial performance measures will be set by the Chief Executive Officer. For fiscal year 2011, the annual performance bonus will be prorated from the Effective Date. For fiscal year 2011, the Company agrees to a guaranteed payment in lieu of bonus of (gross) $35,000, payable in the same time frame as other similarly situated executives receiving fiscal-year 2011 bonus payments. Generally, the annual performance bonus, if earned, will be paid to the Executive by the Company in the same manner and payment period applicable under the annual performance incentive plan and state law, but in no event later than two and a half months after the later of (i) the end of the applicable performance period, or (ii) the end of the calendar year in which the performance period ends. Except as expressly provided herein, nothing contained in this Section 3.2 will guarantee the Executive any specific amount of incentive compensation, or prevent the Chief Executive Officer from establishing performance goals and compensation targets applicable only to the Executive.
Executive Performance Bonus. The Executive shall be eligible to participate in an annual performance incentive plan and the Executive's target bonus thereunder shall be forty percent (40%) of his Annual Base Salary. The Executive's payment under the annual performance incentive plan shall be based on meeting predetermined personal objectives and Patheon's financial performance. The personal objectives will be set by the Chief Executive Officer, and the financial performance measures will be set by the Chief Executive Officer. The annual performance bonus, if earned, will be paid to the Executive by the Company in the same manner and payment period generally applicable under the annual performance incentive plan and state law, but in no event later than two and a half months after the later of (i) the end of the applicable performance period, or (ii) the end of the calendar year in which the performance period ends. Nothing contained in this Section 3.2 will guarantee the Executive any specific amount of incentive compensation (or any incentive compensation), or prevent the Chief Executive Officer from establishing performance goals and compensation targets applicable only to the Executive.
Executive Performance Bonus. Mr. Xxxxxxxxx xxxl be eligible to receive an executive performance bonus (the "Executive Performance Bonus") as determined by the Board in its sole discretion, in accordance with the Company's general management bonus policy; provided, however, in no event will the norm Executive Performance Bonus paid to Mr. Xxxxxxxxx xx an amount equal to or greater than sixty percent (60%) of the total annual Retainer, plus any amounts paid for Additional Services, paid to Mr. Xxxxxxxxx xx any given year. Any norm Executive Performance Bonus payable for Mr. Xxxxxxxxx'x xxxvices shall be paid to HWS at or about the same time bonuses are paid to the Company's senior management.
Executive Performance Bonus. In respect of each calendar year falling within the Employment Period, Executive shall be eligible to earn an incentive compensation bonus, depending upon the achievement of the Company’s and Executive’s performance objectives (the “Incentive Compensation Bonus”). The amount of the Incentive Compensation Bonus shall be targeted at fifty percent (50%) of the Executive’s Annual Base Compensation, with the specific percentage determined by the Company’s Board of Directors after the close of the Company’s fiscal year (December 31). The Incentive Compensation Bonus, if any, shall be paid to Executive at the same time other members of the Senior Executive Team are paid their respective incentive compensation bonuses. The Incentive Compensation Bonus for the performance year 2008, payable in March 2009, will be equal to at least fifty percent (50%) of the Incentive Compensation Bonus target. Additionally, the Company will establish a set of stretch performance objectives which if achieved, will provide Executive the opportunity to earn in excess of one hundred percent (100%) of the
