Long Term Incentive Bonus. During the Term, the Executive shall be entitled to participate in the Company’s then-prevailing long-term incentive plan (“Long-Tenn Incentive”). The Executive’s actual Long-Term Incentive for a given year, if any, shall be determined on the basis of the Executive’s and/or the Company’s attainment of objective financial and/or other subjective or objective criteria established by the Board and communicated to the Executive at the beginning of such year. Each such Long-Term Incentive shall be payable on such date as is determined by the Board, but in any event within the period required by Section 409A of the Code such that it qualifies as a “short-term deferral” pursuant to Section l.409A-l(b)(4) of the Department of Treasury Regulations (or any successor thereto). Notwithstanding the foregoing, no Long-Term Incentive shall be payable with respect to any calendar year unless the Executive remains continuously employed with the Company through the date of payment, except as otherwise provided in Section 5.
Long Term Incentive Bonus. Executive is eligible to receive a long term incentive bonus under the Company Long Term Incentive Bonus Plan, which has been established under the Bonus Plan or any successor plan (the "LTI Plan"). For each fiscal year through and including fiscal 2009, there shall be credited to Executive's LTI bonus account under the LTI Plan (the "LTI Account") an amount equal to a portion of his base salary for such fiscal year multiplied by a percentage factor that shall be (a) targeted at fifty percent of his targeted annual incentive bonus percentage for such fiscal year determined under paragraph 3.2.1 and (b) not greater than one hundred percent of his targeted annual incentive bonus percentage for such fiscal year, the actual amount of such factor to be set by the Committee based on achievement of pre-determined goals set forth in writing and based on objective measurements. The Committee must verify that the performance goals and other material terms have been met prior to crediting the LTI Account. Executive will not be eligible to receive a long term incentive bonus contribution to his account under the LTI Plan for fiscal 2010. Executive will receive payment of: (a) one-third of the amount in the LTI Account on the first business day of each fiscal year beginning in fiscal 2008; and (b) the entire remaining amount in the LTI Account on death, disability or termination of employment. It is the Company's intention that the LTI Plan be adopted and administered in a manner that enables Company to deduct for federal income tax purposes all amounts paid pursuant to the LTI Plan.
Long Term Incentive Bonus. You will receive a grant of 50,000 phantom units in accordance with the Phantom Unit Grant Agreement attached hereto as Exhibit A.
Long Term Incentive Bonus. Upon execution of this Agreement, Executive shall be entitled to receive a cash long term incentive bonus of Four Hundred Thousand Dollars ($400,000) (the “Incentive Bonus”). In the event of a termination of Executive’s employment either prior to or within the three years following the execution date of this Agreement either (i) by the Company for Cause or (ii) by the Executive for any reason other than Good Reason, his death or disability, Executive shall reimburse the Company a pro rata portion of the Incentive Bonus equal to the full amount of the Incentive Bonus multiplied by a fraction (not to exceed 1), the numerator of which shall be the number of months remaining between the date of termination and the three-year anniversary of the execution date of this Agreement, and the denominator of which shall be thirty-six.
Long Term Incentive Bonus. Employee will have the opportunity to earn additional compensation under the terms of that certain Long-Term Incentive Bonus Plan attached hereto as Exhibit A (the 'LTI Plan").
Long Term Incentive Bonus. Executive is eligible to receive a long term incentive bonus under the Bonus Plan, or any successor plan (the "LTI Plan"), where for each fiscal year during the term of this Agreement, the CEO shall recommend to the Committee that there be credited to Executive's LTI bonus account an amount targeted at 50% of her annual base salary and a maximum of 100% of her base salary, conditioned on achievement of pre-determined performance goals set forth in writing and based on objective measurements all established by the Committee. The Committee must verify that the performance goals and other material terms have been met prior to crediting her LTI bonus account. Subject to paragraph 7 hereof, Executive will receive payment of: (a) one-third of the amount in her LTI bonus account in each fiscal year beginning in fiscal 2008; (b) the entire amount in her LTI bonus account on a change in control (as that term is defined in Section 9(c) of Company's 2005 Stock Award and Incentive Plan or any equivalent replacement plan), death, permanent disability (as defined in Section 5.2 of this Agreement) or retirement; and (c) no amount of her LTI bonus account upon any voluntary termination of employment by Executive as defined under paragraph 5.4.2 hereof. It is the Company's intention that the LTI Plan be adopted and administered in a manner that enables Company to deduct for federal income tax purposes all amounts paid pursuant to the LTI Plan.
Long Term Incentive Bonus. During the Employment Term, in the event that the Parent establishes a long-term incentive compensation plan based on a multi-year cycle and specified performance goals, the Executive shall be considered for participation in such plan as may be modified from time to time by the Parent Board (or a duly authorized committee thereof) in its sole discretion.
Long Term Incentive Bonus. Executive will receive payment of the final portion of his vested long term incentive bonus account under the Company Long Term Incentive Bonus Plan, which has been established under the Stock Plan (the "LTI Plan") in the first quarter of fiscal 2012 in accordance with the terms of the LTI Plan.
Long Term Incentive Bonus. The Executive will be eligible to participate in a forthcoming Parent’s USA Executive Long Term Incentive Bonus plan. The Executive will have a target incentive bonus of $300,000 under the plan, to be earned in accordance with the terms and conditions of the plan, based on achievement of company performance objectives and certain other measures, and payable if, and only if, the Executive is continuously employed by the Company through and on the third anniversary of the Effective Date.
Long Term Incentive Bonus. For the Company's fiscal year ("Fiscal Year") 2008 Executive shall be given the opportunity to earn a long term incentive bonus under terms and conditions set forth in the Company's Long Term Incentive Plan ("LTIP Plan"). Executive's long term incentive bonus opportunity for Fiscal Year 2008 shall be equal to one-hundred percent (100%) of his base annual salary. This award is referred to as the "LTIP Target Bonus". One-half of the LTIP Target Bonus is payable as the retention component in the form of restricted stock. The remaining one-half of the LTIP Target Bonus is performance vesting restricted stock based on achievement of predetermined performance criteria over a two year measurement period.
