Incentive Compensation Plans. The occurrence of any of the following: (i) a material reduction by the Corporation in the Executive’s (A) annual incentive compensation target or maximum opportunity, or (B) long-term incentive compensation target or maximum opportunity (measured based on grant date fair value of any equity-based awards), in each case, as in effect immediately prior to the Change in Control, or (ii) a change in the performance conditions, vesting, or other material terms and conditions applicable to annual and/or long-term incentive compensation awards granted to Executive after the Change in Control which would have the effect of materially reducing the Executive’s aggregate potential incentive compensation from the level in effect immediately prior to the Change in Control; or
Incentive Compensation Plans. This amount includes, but is not limited to, any award under any Kaydon incentive compensation plan for a prior year that has not been paid to Executive at the time of termination of employment.
Incentive Compensation Plans. During the Employment Term, Executive shall be eligible to participate in PROMISTAR's incentive compensation plan(s) in accordance with PROMISTAR's normal practice for executives.
Incentive Compensation Plans. Executive shall be entitled to participate in any and all incentive compensation plans.
Incentive Compensation Plans. In addition to the Base Salary, Executive shall be eligible to participate in management incentive compensation plans approved by the Company's Board of Directors, such participation to be on terms similar to those afforded to other management employees holding positions with the Company. In addition to the Base Salary, the Executive shall be entitled to a bonus of up to thirty percent (30%) of his Base Salary as incentive compensation. All amounts to which the Executive may be entitled under any incentive compensation plans shall be subject to the provisions, rules and regulations of any such plan which apply to other management employees.
Incentive Compensation Plans. (a) Except as set forth in Section 6.08, effective as of the Time of Distribution, Washington hereby assumes or retains, as applicable, and will be solely responsible for and will fully perform, pay and discharge, all Liabilities (including liability for earned but unpaid incentive payments) of Conexant or any of its Subsidiaries (including members of the Washington Group) for, due to and/or attributable to Washington Participants under the Incentive Compensation Plans and all other long-term, annual and other incentive compensation plans of Conexant and its Subsidiaries (including members of the Washington Group) in effect at or prior to the Time of Distribution.
(b) Effective as of the Time of Distribution, Conexant hereby assumes or retains, as applicable, and will be solely responsible for and will fully perform, pay and discharge, all Liabilities (including liability for earned but unpaid incentive payments) of Conexant or any of its Subsidiaries (including members of the Washington Group) for, due to and/or attributable to Pre-Distribution Group Employees under the Incentive Compensation Plans and all other long-term, annual and other incentive compensation plans of Conexant and its Subsidiaries (including members of the Washington Group) in effect at or prior to the Time of Distribution, other than those assumed by Washington pursuant to Section 6.02(a).
(c) Conexant and Washington will cooperate in taking all actions necessary or appropriate to adjust the performance goals and other applicable terms and conditions of awards under the Incentive Compensation Plans and such other incentive compensation plans and arrangements for performance periods that begin before and end after the Time of Distribution as appropriate to reflect the Distribution. Without limiting the generality of the foregoing, for purposes of any Conexant restricted stock awards held by any Active Washington Employee, continued employment of such employee with Washington or Alpha (or an Affiliate thereof) following the Time of Distribution shall be treated as continued employment with Conexant.
(d) Notwithstanding anything to the contrary in Sections 6.02(a) through (c), nothing in this Section 6.02 will prevent either Conexant or Washington from amending or terminating in accordance with the terms thereof any existing, or implementing any future, incentive compensation plans and arrangements on such terms as Conexant or Washington may determine in their sole discretion after the T...
Incentive Compensation Plans. The failure by the Corporation to continue in effect any incentive compensation plan in which the Executive participates, including, but not limited to, the Incentive Compensation Plan or the Stock Option Plan or any other similar plans adopted prior to a Change of Control, unless the Executive is eligible to participate in, and is entitled to the opportunity to receive a comparable level of benefits under, an ongoing, substitute or alternative plan (it being understood that the manner or method of payment and the form of consideration need not be the same as existed in the original plans); or the failure by the Corporation to continue the Executive’s participation therein on at least as favourable a basis, both in terms of the amount of benefits available to the Executive and the level of the Executive’s participation relative to other participants, as existed at the time a Change of Control occurs;
Incentive Compensation Plans. 13 Section 5.03
Incentive Compensation Plans. In addition to the foregoing, Executive shall become eligible to participate in any management incentive compensation plans approved by the Company's Board of Directors, such participation to be on terms comparable to those afforded to other key executive employees with the Company. All amounts to which Executive may be entitled under any incentive compensation plans approved by the Board of Directors, including without limitation, any stock option or purchase plan, and any bonus plan, adopted by the Company (collectively the "Incentive Bonus") shall be subject to the provisions of Section 5.4 below with respect to the effect of any termination of employment on compensation of the Executive and to the provisions, rules and regulations of any such plan. In addition, any such plan, if adopted, may provide for deferral of the receipt of any Incentive Bonus that is awarded and may require Executive to remain in the Company's employ for a specified period or periods of time as a condition to receipt of any such Incentive Bonus.
Incentive Compensation Plans. Changes to the terms of the Corporation’s High Performance Results Plan (the “HPR Plan”) or any replacement short-term incentive plan in which the Executive is participating as of the Change in Control (the “Annual Incentive Plans”), the Corporation’s Employee Stock Option Plan (“Option Plan”), Performance Share Unit Plan for Employees of Encana Corporation (“PSU Plan”), or Restricted Share Unit Plan for Employees of Encana Corporation (“RSU Plan”) or to such other long-term incentive plans in which the Executive may be participating prior to the Change in Control of the Corporation, which would have the effect of materially reducing the Executive’s aggregate potential incentive compensation, except in circumstances where the Corporation alters or reduces the opportunity for potential incentive compensation available under such plans for all senior executives of the Corporation,
