Executive Share Ownership Guidelines Sample Clauses

Executive Share Ownership Guidelines. 7.1 One of the main objectives of the suite of incentive plans is to ensure that there is strong alignment between the interests of our senior executives with those of our shareholders. Therefore, in order to encourage executives to think like our shareholders, there is an expectation that our senior team members will build up and maintain an appropriate level of shareholding in ▇▇▇▇▇ & Nephew. Upon starting employment, any existing shareholdings will count towards meeting your share ownership expectations as well as any shares held by (or in respect of) your spouse or partner. For you, this means an equivalent of 200% of your salary. In order to provide flexibility in the achievement of the guidelines, 50% of any future vested awards granted by the Company can be sold (after tax) with the remainder held until the share ownership guidelines are achieved.

Executive Share Ownership Guidelines. Executive will be subject to Parent’s executive share ownership guidelines, as in effect from time to time. The Executive is expected to build up and maintain a minimum level of shareholding in Parent. Under Parent’s current post-cessation shareholding policy, Executive is also expected to remain in adherence with Parent’s share ownership guidelines (or retain Executive’s current shareholding if lower) for a period of two years following departure from the role. ​ ​ ​

Executive Share Ownership Guidelines. 7.1 One of the main objectives of the suite of incentive plans is to ensure that there is strong alignment between the interests of our senior executives with those of our shareholders. Therefore, in order to encourage executives to think like our shareholders, there is an expectation that our senior team members will build up and maintain an appropriate level of shareholding in ▇▇▇▇▇ & Nephew. Upon starting employment, any existing shareholdings will count towards meeting your share ownership expectations as well as any shares held by (or in respect of) your spouse or partner. For you, this means an equivalent of 300% of your salary. This must be achieved within a period of five years from appointment. Until you have achieved this requirement, you are required to retain 50% of the net number of shares vesting from all ▇▇▇▇▇ & Nephew incentive plans. 7.2 You may also be required to retain a shareholding for a period following termination of your employment in accordance with any policy of the Group on post-employment shareholding in place from time to time. You agree that you will comply with any such policy and will enter into such arrangements as the Company may reasonably require to demonstrate your compliance with that policy.

Executive Share Ownership Guidelines. 7.1 One of the main objectives of the suite of incentive plans is to ensure that there is strong alignment between the interests of the Group’s senior executives with those of ▇▇▇▇▇ & Nephew plc’s shareholders. Therefore, in order to encourage executives to think like the shareholders of ▇▇▇▇▇ & Nephew plc, there is an expectation that the Group’s senior team members will build up and maintain an appropriate level of shareholding in ▇▇▇▇▇ & Nephew plc. Upon starting employment, any existing shareholdings will count towards meeting your share ownership expectations as well as any shares held by (or in respect of) your spouse or partner. For you, this means an equivalent of 200% of your salary or such other holding as may be specified in the Remuneration Policy for ▇▇▇▇▇ & Nephew plc as approved by shareholders from time to time. In order to provide flexibility in the achievement of the guidelines, up to 50% of any future vested awards granted by the Company can be sold (after tax) with the remainder held until the share ownership guidelines are achieved.