MANAGEMENT INCENTIVE PLAN BONUS. (a) During the Term, Employee will be eligible to receive a Management Incentive Plan bonus based on a target of fifty percent (50%) of Employee's earned base salary for the incentive year. Actual bonus awards may vary depending on Hasbro, or Employee's performance, and are discretionary.
(b) Notwithstanding the foregoing, Employee received a Management Incentive Plan Bonus for calendar year 2000 of Two Hundred Fifty Thousand Dollars ($250,000) (the "2000 MIP Bonus"). If Employee terminates his employment pursuant to Paragraph 4.4 below between March 19, 2001 and March 18, 2002, Employee shall repay Hasbro two-thirds (2/3) of the 2000 MIP Bonus paid. If Employee terminates his employment pursuant to Paragraph 4.4 below between March 19, 2002 and March 18, 2003, Employee shall repay Hasbro one-third (1/3) of the 2000 MIP Bonus paid. All repayments of the 2000 MIP Bonus shall be made on the date Employee terminates his employment with Hasbro. Employee shall be entitled to retain any of the 2000 MIP Bonus if termination is for any reason other than pursuant to Paragraph 4.1 or 4.4 below.
MANAGEMENT INCENTIVE PLAN BONUS. The Executive shall be eligible to receive an annual management incentive plan bonus based on a target of one hundred and seventy-five percent (175%) (“Target Bonus”) of the Executive’s earned Base Salary for the incentive year (the “Annual Bonus”), subject to the performance criteria set forth below. For each fiscal year thereafter that this Agreement is in effect, the Executive’s target bonus shall be reviewed periodically in accordance with the Company’s compensation philosophy, market conditions and other factors deemed relevant by the Compensation Committee and the Board, and upwardly adjusted to the extent, if any, deemed appropriate by the Compensation Committee and the Board; provided, however, that the Executive’s Target Bonus may be reduced proportionally if in connection with a generally applicable reduction in the target bonuses of all of the Company’s senior executives. The corporate performance criteria and targets to be used for purposes of the annual management incentive plan (the “Annual Performance Plan”) bonus shall be determined and established by the Compensation Committee and the Board and shall be substantially the same as similarly situated senior executives of the Company, recognizing the Executive will also have individual performance objectives determined and established by the Compensation Committee and the Board which may be unique to the Executive. Actual bonus awards shall be determined in the discretion of the Compensation Committee pursuant to the terms of the Company’s Annual Performance Plan that is applicable to the Executive.
MANAGEMENT INCENTIVE PLAN BONUS. Executive shall be eligible to receive a Management Incentive Plan (or comparable successor plan) bonus for each fiscal year ending during the Term (commencing with Fiscal Year 2015), payable annually in arrears, which shall be based on a target amount of one hundred twenty-five percent (125%) of Base Salary (the "Target Amount") paid during the applicable Fiscal Year, provided the Company achieves certain annual performance goals (the "Performance Targets") as established by the Board and/or Compensation Committee from time to time, and beginning with Fiscal Year 2016, following consultation with Executive and such performance targets shall be communicated within seventy-five (75) days following the commencement of the applicable fiscal year (the "Bonus"). For Fiscal Year 2015, for the purposes of the Bonus calculation, the Base Salary and Bonus will be calculated for the period beginning on April 1, 2015 through September 30, 2015 and for the period prior to April 1, 2015, the Base Salary and the Bonus will be calculated in accordance with Executive's Registered Director's Agreement with Rayovac Europe GmbH, dated August 27, 2007 as amended October 1, 2007. If Executive exceeds the Performance Target, the Bonus shall be increased in accordance with the formula approved by the Compensation Committee no later than the close of the first quarter of the applicable fiscal year; provided, however, in no event shall the Bonus exceed 250% of the Target Amount. Any such increased annual Bonus shall be and become the "Bonus" for purposes of this Agreement. The Bonus shall be payable in cash and/or stock (which shall be vested fully as of the date of transfer) the percentages of which shall be identical to those paid to the Company's senior executives as established by the Compensation Committee/Company, but not later than the seventy-fourth (74th) calendar day following the end of the fiscal year to which the Bonus relates. Except as specifically set forth in Section 5(b), as a condition precedent to the payment of the Bonus, Executive must remain employed with the Company on the date the Bonus is paid. QB\42549688.2
MANAGEMENT INCENTIVE PLAN BONUS. For the 2008 fiscal year, Executive shall be eligible to receive a management incentive plan bonus based on a target of one hundred and twenty-five percent (125%) of Executive’s earned base salary for the incentive year. Beginning in 2009, and for each fiscal year thereafter that this Agreement is in effect, Executive’s target bonus shall be reviewed in accordance with Hasbro’s compensation philosophy, market conditions and other factors deemed relevant by the Compensation Committee, and adjusted to the extent, if any, deemed appropriate by Hasbro’s Compensation Committee. Actual bonus awards shall be determined in the discretion of Hasbro’s Compensation Committee pursuant to the terms of Hasbro’s Senior Management Annual Performance Plan (or the successor thereto) (the ”SMPP”).
MANAGEMENT INCENTIVE PLAN BONUS. As additional compensation for Executive, Executive is eligible to participate in the Parent’s fiscal year management incentive plan with a target bonus equal to 50% of Executive’s Base Salary, in accordance with the terms of such plan as approved and determined by the Board and available to the Parent’s executives as a group. Executive’s incentive award, if approved by the Board, shall be paid annually following the completion of the audited financials for the applicable fiscal year.
MANAGEMENT INCENTIVE PLAN BONUS. Beginning in the Company’s 2019 fiscal year, the Executive shall be eligible to receive an annual management incentive plan bonus based on a target of one hundred percent (100%) of the Executive’s earned Base Salary for the incentive year (the “Annual Bonus”). For each fiscal year thereafter that this Agreement is in effect, the Executive’s target bonus shall be reviewed in accordance with the Company’s compensation philosophy, market conditions and other factors deemed relevant by the Compensation Committee, and upwardly adjusted to the extent, if any, deemed appropriate by the Compensation Committee and the Board; provided, however, that the Executive’s target bonus may be reduced if in connection with a generally applicable reduction in the target bonuses of Hasbro’s senior executives. The performance criteria and targets to be used for purposes of the management incentive plan annual bonus shall be determined and established by the CEO and the Compensation Committee following discussion with the Executive. Actual bonus awards shall be determined in the discretion of the Compensation Committee pursuant to the terms of the Company’s Senior Management Annual Performance Plan (or the successor thereto).
MANAGEMENT INCENTIVE PLAN BONUS. For the 2012 fiscal year, Executive shall be eligible to receive a management incentive plan bonus based on a target of one hundred and twenty-five percent (125%) of Executive’s earned base salary for the year. Beginning in the 2013 fiscal year, Executive shall be eligible to receive a management incentive plan bonus based on a target of one hundred and fifty percent (150%) of Executive’s earned base salary for the incentive year (the “Annual Bonus”). For each fiscal year thereafter that this Agreement is in effect, Executive’s target bonus shall be reviewed in accordance with Hasbro’s compensation philosophy, market conditions and other factors deemed relevant by the Compensation Committee, and adjusted to the extent, if any, deemed appropriate by Hasbro’s Compensation Committee. The performance criteria and targets to be used for purposes of the management incentive plan annual bonus shall be determined and established by Hasbro’s Compensation Committee following discussion with Executive. Actual bonus awards shall be determined in the discretion of Hasbro’s Compensation Committee pursuant to the terms of Hasbro’s Senior Management Annual Performance Plan (or the successor thereto) (the ”SMPP”).
MANAGEMENT INCENTIVE PLAN BONUS. For the 2006 fiscal year, Executive shall be eligible to receive a management incentive plan bonus based on a target of eighty-five percent (85%) of Executive’s earned base salary for the incentive year. Beginning in 2007, and for each fiscal year thereafter that this Agreement is in effect, Executive’s target bonus shall be reviewed in accordance with Hasbro’s compensation guidelines for senior executives, and adjusted to the extent, if any, deemed appropriate by Hasbro’s Compensation and Stock Option Committee. Actual bonus awards shall be determined in the discretion of Hasbro’s Compensation and Stock Option Committee pursuant to the terms of Hasbro’s Senior Management Annual Performance Plan (or the successor thereto) (the ”SMPP”).
MANAGEMENT INCENTIVE PLAN BONUS. For the 2010 fiscal year, Executive shall be eligible to receive a management incentive plan bonus based on a target of one hundred and twenty-five percent (125%) of Executive’s earned base salary for the incentive year. Beginning in 2011, and for each fiscal year thereafter that this Agreement is in effect, Executive’s target bonus shall be reviewed in accordance with Hasbro’s compensation philosophy, market conditions and other factors deemed relevant by the Compensation Committee, and adjusted to the extent, if any, deemed appropriate by Hasbro’s Compensation Committee. The performance criteria and targets to be used for purposes of the management incentive plan annual bonus shall be determined and established by Hasbro’s Compensation Committee following discussion with Executive. Actual bonus awards shall be determined in the discretion of Hasbro’s Compensation Committee pursuant to the terms of Hasbro’s Senior Management Annual Performance Plan (or the successor thereto) (the ”SMPP”).
MANAGEMENT INCENTIVE PLAN BONUS. (a) During the Term, Employee will be eligible to receive a Management Incentive Plan bonus based on a target of fifty percent (50%) of Employee's earned base salary for the incentive year. Actual bonus awards may vary depending on Tiger, Hasbro or Employee's performance and are discretionary.
(b) Notwithstanding the foregoing, Employee will receive, at the time Management Incentive Plan Bonuses are customarily paid by Tiger, a minimum Management Incentive Plan Bonus for calendar year 2000 of Two Hundred Fifty Thousand Dollars ($250,000) (the "2000 MIP Bonus"). If Employee terminates his employment pursuant to Paragraph 4.5 below prior to March 18, 2001, no 2000 MIP Bonus shall be payable to Employee. If Employee terminates his employment pursuant to Paragraph 4.5 below between March 19, 2001 and March 18, 2002, Employee shall repay Tiger two-thirds (2/3) of the 2000 MIP Bonus paid. If Employee terminates his employment pursuant to Paragraph 4.5 below between March 19, 2002 and March 18, 2003, Employee shall repay Tiger one-third (1/3) of the 2000 MIP Bonus paid. All repayments of the 2000 MIP Bonus shall be made on the date Employee terminates his employment with Tiger. Employee shall be entitled to retain any of the 2000 MIP Bonus if termination is for any reason other than pursuant to Paragraph 4.1 or 4.5 below.
