Incentive Plan Participation. Executive shall be eligible to participate in the Company’s management incentive plan, executive bonus plan or any other such incentive plan (each, a “Performance Incentive Plan”) to the extent determined by the Company’s Board of Directors or a duly authorized committee thereof; provided however, that any such participation and payments shall be subject in all respects to the terms of such Performance Incentive Plan and the meeting of performance metrics as determined by the Company’s Board of Directors or a duly authorized committee thereof.
Incentive Plan Participation. During the Term, Executive shall be eligible to participate in Company equity incentive plans according to the recommendation of the Committee, if any, and approval of the Board.
Incentive Plan Participation. Executive shall be eligible to participate in the Company’s management incentive plan, executive bonus plan or any other such incentive plan (each, a “Performance Incentive Plan”) to the extent determined by the Company’s Board of Directors or a duly authorized committee thereof; provided however, that any such participation and payments shall be subject in all respects to the terms of such Performance Incentive Plan and the meeting of performance metrics as determined by the Company’s Board of Directors or a duly authorized committee thereof. Compensation under a Performance Incentive Plan shall hereafter be referred to as a “Bonus.” Executive and the Company agree that for the year ending December 31, 2015, Executive’s target Bonus pursuant to the Performance Incentive Plan shall be 85% of Executive’s Base Salary.
Incentive Plan Participation. Executive shall be eligible to participate in the Company’s sales incentive plan, sales compensation plan or any other such incentive plan (each, a “Sales Incentive Plan”) to the extent determined by the Company’s Board of Directors or a duly authorized committee thereof; provided however, that any such participation and payments shall be subject in all respects to the terms of such Sales Incentive Plan and the meeting of performance metrics as determined by the Company’s Board of Directors or a duly authorized committee thereof. The Company’s Board of Directors or a duly authorized committee thereof shall set the target payments (the “Target Variable Compensation”) to be earned by Executive under a Sales Incentive Plan for each calendar year. Executive and the Company agree that for the year ending December 31, 2015, Executive’s Target Variable Compensation pursuant to the Sales Incentive Plan shall be 100% of Executive’s Base Salary.
Incentive Plan Participation. You will be eligible to receive equity and other long-term incentive awards under the equity-based incentive compensation plans adopted by the Company from time to time for which employees are generally eligible. The level of your participation in any such plan, if any, will be determined in the sole discretion of the Company from time to time.
Incentive Plan Participation. You will continue to participate in the Company’s Management Incentive Plan (MIP). Payments will be made in accordance with the stated incentive plan terms. o Assignment Allowance (paid through regular payroll cycle). You will receive an allowance reflecting the cost of living differential in the Host Location versus the Home Location, based on generally recognized cost of living indices. The annualized amount thus computed will be paid to you bi-weekly. • Dependent Education (direct-billed or expense reimbursement through payroll). Fair Xxxxx will reimburse you for the standard costs associated with private education of your children in the Host Country. • Child Care Allowance (expense reimbursement through payroll). Fair Xxxxx will reimburse you for reasonable and customary child care expenses.
Incentive Plan Participation. 7.1 The Employee will be eligible to participate in the UL Solutions Inc. All-Employee Incentive Plan as in effect from time to time, or any successor plan thereto for executive employees of ULS and applicable subsidiaries (the “AEIP”). The terms and conditions of the AEIP are incorporated by reference into this Employment Contract. The annual target award, performance targets and ranges will be established by the ULS Human Capital and Compensation Committee (the “HCCC”). The actual amount of Employee’s incentive award payment will be determined in line with the AEIP, and the Employee must be actively employed at the time of payout to be eligible for any payment. The Employee may be eligible to participate in the AEIP or another ULS Group incentive plan in future calendar years and will receive notification regarding her eligibility, target award, and any other applicable metrics in connection with the notification of her eligibility to participate in any such plan
7.2 The Employee will also be eligible to participate in the Company’s Long-Term Incentive Plan (as amended from time to time) (“LTIP”) so long as the LTIP remains in effect. LTIP grants are made annually and are at the discretion of the CEO and the HCCC. Grants will be made at the same time grants are made to similarly situated employees, and in all cases, the terms of the LTIP and the applicable award agreement will control.
7.3 In addition, subject to the Employee remaining actively employed by the Company at the time such award is made (therefore not on notice of resignation or dismissal), the Employee will receive a one-time award of Restricted Stock Units (“RSUs”) under the LTIP with a grant value of $250,000 USD, which will vest on a 3-year graded vesting schedule. This award is subject to approval by the HCCC and the terms of the LTIP and the applicable award agreement, and will be granted to the Employee in the month following HCCC approval in 2025.
7.4 Payouts under any incentive plan will be subject to all Danish tax requirements, and, where relevant, to all Danish social security contribution requirements.
