Incentive Arrangements. With respect to any Person, any (a) earn-out agreements, (b) stock appreciation rights, (c) “phantom” stock plans, (d) employment agreements, (e) non-competition agreements and (f) incentive and bonus plans entered into by such Person for the benefit of, and in order to retain, executives, officers or employees of Persons or businesses.
Incentive Arrangements. (a) You may be eligible to participate in incentive arrangements offered by the Company from time to time.
(b) Your participation is subject to the rules of the plan. The Company may amend these rules from time to time. They do not form part of Your employment agreement.
(c) Your participation in the plan, and all benefits under the plan, are at the absolute discretion of the Company. Any payment to You will be net of any applicable tax and superannuation contribution which the Company is required to make in respect of any incentive payment.
(d) Unless otherwise agreed in writing, You are only entitled to receive a benefit under the plan if You are employed by the Company on the date that the benefit is paid or provided.
Incentive Arrangements i. Rate Development Standards This section provides documentation of the incentive payment structure in the MMC program.
ii. Appropriate Documentation Incentive payments under this plan are below 105% of the certified capitation rates paid under the contract. Effective April 1, 2018, an incentive pool is determined by the portion of withhold that is not returned to the MCPs after a first pass review. By design, the incentive amount represented by the bonus pool is significantly less than 5% of the certified rates.
Incentive Arrangements. During the Employment Term, Executive shall be entitled to participate in the MIP established by the Company’s MIP Unit Member and all other incentive, equity-based and deferred compensation plans, practices, policies and programs established by CenterPoint or the Company (other than the Retention Equity Compensation Plan under the Company’s Retention and Incentive Equity Compensation Program (the “Equity Compensation Program”)) for the general benefit of similarly-situated executive and managerial employees.
Incentive Arrangements. Each year, at our discretion, we may invite you to take part in our incentive arrangements. Participation in any incentive plan and the terms of your participation are not part of your employment contract. If we invite you to participate in any one year, it does not mean you are entitled to participate in future years. We may amend, replace or withdraw incentive arrangements at any time but we will tell you if we do so. Details of the awards you may receive are shown in the schedule. We will pay you an allowance instead of providing you with a company car. The amount is shown in the schedule. We do not count this allowance when we calculate your pension. We may choose to provide you with a car. If we do, we will send you a list of the type of car you can have. You may use the car for private journeys.
Incentive Arrangements. Xxxxxx believes that the ongoing incentivisation of senior management of the TClarke Group is very important to its future success. However, Regent has not entered into, has not had discussions on proposals to enter into, any form of incentivisation arrangements with members of TClarke’s management and will not do so prior to the Scheme becoming Effective. Regent intends to put in place incentive arrangements for certain members of the TClarke management team following the Effective Date. Regent has no intention of closing any of TClarke’s existing offices. Regent has no intentions to redeploy the fixed assets of TClarke at this time. TClarke Shares are currently admitted to trading on the Main Market of the London Stock Exchange. As set out in paragraph 14, an application will be made to the London Stock Exchange to cancel the admission to trading of the TClarke Shares on the Main Market on or shortly after the Effective Date. Regent intends to re- register TClarke as a private company after the Effective Date. There will be no changes to Regent’s employees and management, including no material changes in the conditions or balance of skills and functions of Regent Acquisitions Limited. There will be no changes to Regent’s strategic plans (other than as set out in paragraph 5 above). There will be no likely repercussions on employment, places of business and headquarters / headquarter functions.
Incentive Arrangements i. Rate Development Standards
Incentive Arrangements i. Rate Development Standards This section provides documentation of the incentive payment structure in the MyCare program.
ii. Appropriate Documentation ODM has set a goal of improving the number of initiated COVID-19 vaccinations for MyCare members from 70% to 75% by June 30, 2022. As a result, the MCOPs will also be eligible to receive an incentive payment that is directly proportional to the percent of the goal achieved. For example, if the MCOPs achieve an initial vaccination rate of 72.5% by June 30, 2022, then the MCOPs will be rewarded 50% of the maximum payout. The maximum payout will be equal to the remaining balance of the $25 million incentive from CY 2021 that was not achieved by the MCOPs and will not exceed 5% of the capitation payments. This incentive payment does not have an effect on the development of the CY2022 MyCare Opt-In capitation rates.
Incentive Arrangements. Employee incentive plans
14.1 The Sellers acknowledge that awards granted before Completion under each of the Telefonica Employee Incentive Plans other than the Share in Success Plan, to employees or Workers of any member of the Telefonica Target Group (“Telefonica Awards”) will vest on Completion in accordance with the rules of the relevant plan.
14.2 The Sellers agree that the Telefonica Target Company shall pay:
(A) the cash amount due as a result of the vesting of the Telefonica Awards to the relevant employees or Workers (though its payroll and subject to appropriate deductions for Tax); and
(B) any employer’s social security, national insurance, apprenticeship levy or other similar contributions arising in relation to the Telefonica Awards to the relevant Tax Authority.
14.3 Telefonica agrees that it will procure the transfer of any shares in the Telefonica Guarantor that are held under the Share in Success Plan by any employees or Worker of the Telefonica Target Group, directly to the relevant employee or Worker in accordance with (and subject to) the rules of the Share in Success Plan.
14.4 The Sellers and Purchaser acknowledge that any assets held in the Telefonica Trust shall be used by the trustees of the Telefonica Trust in accordance with the terms of the relevant trust deed to provide benefits to employees of the Telefonica Target Group at any time, based solely on the recommendations of the settlor of the Telefonica Trust.
14.5 The Liberty Global Guarantor will be liable for:
(A) satisfying any options or awards granted or promised on or before Completion under each of the Liberty Global Employee Incentive Plan other than the 2011 Virgin Media Inc. Share Incentive Plan to any Liberty Global Participant (“Liberty Global Awards”) and which vest on or after Completion in accordance with the rules of the relevant plan;
(B) any employer’s social security, national insurance, apprenticeship levy or other similar contributions arising in relation to the Liberty Global Awards; and
(C) any liability to account for employees’ social security, national insurance or other similar contributions and Tax due under a payroll withholding system payable to a Tax Authority arising in respect of any Liberty Global Award and/or the transfer of shares in the Liberty Global Guarantor. To the extent that the Purchaser or any member of the Purchaser’s Group is otherwise liable, that company appoints Liberty Global or any member of the Liberty Global Retained Group a...
Incentive Arrangements. The Executive shall be eligible to participate in the Randgold Resources Limited Co-Investment Plan and the Randgold Resources Limited Restricted Share Scheme (the “Share Plans”) subject to the Rules of the Share Plans as amended from time to time and of any long term incentive plan or plans which in the future replace the Co-Investment Plan and/or the Restricted Share Scheme. It is noted that under the terms of the Share Plans, as apply at the date of this Agreement, where a participant is a “good leaver” or there is a Specified Event (as defined under the Share Plans), a participant shall be entitled to an award based on the extent to which the relevant performance condition(s) is or are satisfied as at the relevant date and pro-rated for that period of time which has elapsed since the beginning of the applicable performance period up to the date of the relevant event in accordance with rule 9.2 of the Co-Investment Plan and rule 8.2 of the Restricted Share Scheme. Any entitlement under the Share Plans shall not be pensionable. The Board shall consult with the Executive with respect to the establishment of the applicable performance targets.
