MIP Awards Sample Clauses

MIP Awards. Executive shall be eligible to receive awards under the Company's Management Incentive Plan ("MIP") applicable to Executive. In each fiscal year, Executive shall be eligible to earn up to a specified percentage of his Base Salary as a Target Award or as a Maximum Award, as the case may be. The Target Award shall equal 50% of the Executive's Base Salary, and the Maximum Award shall not exceed $1,000,000 or, if less, 100% of Executive's Base Salary annualized as of the beginning of the applicable performance period.
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MIP Awards. The Executive will be eligible for an award under the Company’s Management Incentive Plan (the “MIP”) for fiscal year 2005, which award will (a) be calculated on the basis of actual performance, during the period prior to the Separation Date, relative to the pre-determined objectives for the Executive’s participation in the MIP for fiscal year 2005, (b) be pro-rated for the period prior to the Separation Date, and (c) if earned under the foregoing, be paid within 30 days after the Separation Date. No MIP award for fiscal year 2005 will be paid to the Executive if the Executive’s employment terminates prior to the Separation Date.
Sample 1
MIP Awards. In addition, to any MIP awards normally payable under the MIP relating to the years prior to and including the year in which the Separation Date occurs, if the Executive’s employment terminates under Section 5(b) above, for the calendar year following the calendar year in which the Separation Date occurs, Executive will be entitled to a MIP Award of 100% of the target award (80% of Base Salary as specified in Section 4(b) above) based upon one year of the Executive’s Base Salary at the rate in effect on the Separation Date. Such special MIP award may not be deferred into the Avon Products, Inc. Deferred Compensation Plan.
Sample 1
MIP Awards. You will be eligible for a 2007 and 2008 Management Incentive Plan (“MIP”) Award. The 2007 MIP Award, if any, will be based on actual performance, with individual goals determined at 100% achievement. Any such 2007 MIP Award will be paid to you at the same time the MIP Award is payable to all participants in 2008 unless you have already elected to defer such 2007 MIP Award to the Avon Products, Inc. Deferred Compensation Plan (the “DCP”). The 2008 MIP Award will be guaranteed to be at least 100% of target (70% of your base salary at December 31, 2007). You will not be permitted to defer the 2008 MIP Award. Your 2008 MIP Award will be paid at the same time the MIP Award is payable to all participants in 2009. You will not be eligible for a 2009 or 2010 MIP Award and by agreeing to the terms in this letter, you hereby waive any such right that you may have to all or any portion of any MIP award for 2009 or 2010.
Sample 1
MIP Awards. Colleague acknowledges that pursuant to the terms of the FY23 Management Incentive Plan (“MIP”), the individual performance modifier for Colleague’s FY23 MIP Award was set in the discretion of the CEO at 0%, resulting in no payout of a FY23 MIP Award to Colleague. Colleague further acknowledges that Colleague is not entitled to any Pro-Rated FY24 MIP Award pursuant to the terms of Section 8(d)(iii)(C)(I) of the Executive Employment Agreement. ​
Sample 1

Related to MIP Awards

  • Incentive Awards a) The Executive shall participate in the Company's annual incentive plan for senior-level executives as in effect from time to time, subject to the performance standards set by the Compensation Committee. Payment of any annual incentive award shall be made at the same time that such awards are paid to other senior-level executives of the Company. The Executive's annual incentive award target shall be set by the Compensation Committee.

  • Annual Incentive Awards The Executive shall participate in the Company's annual incentive compensation plan with a target annual incentive award opportunity of no less than 40% of Base Salary and a maximum annual incentive award opportunity of 80% of Base Salary. Payment of annual incentive awards shall be made at the same time that other senior-level executives receive their incentive awards.

  • Performance Bonuses The Executive will be eligible to receive an annual cash bonus at an annualized rate of up to 40% of his base salary, based on the achievement of reasonable individual and Company performance targets to be established by the Company and Parent.

  • Incentive Bonuses The Employee shall be eligible to be considered for an annual incentive bonus with a target amount equal to 50% of his Base Compensation. Such bonus (if any) shall be awarded based on objective or subjective criteria established in advance by the Company's Board of Directors (the "Board") or its Compensation Committee. The determinations of the Board or such Committee with respect to such bonus shall be final and binding.

  • Performance Awards With respect to any Performance Award, the length of any Performance Period, the Performance Goals to be achieved during the Performance Period, the other terms and conditions of such Award, and the measure of whether and to what degree such Performance Goals have been attained will be determined by the Board.

  • Long-Term Incentive Awards The Executive shall participate in any long-term incentive awards offered to senior executives of the Company, as determined by the Compensation Committee.

  • Awards Any Award made shall be paid to Landlord, and Tenant hereby assigns to Landlord, and waives all interest in or claim to, any such Award, including any claim for the value of the unexpired Term; provided, however, that Tenant shall be entitled to receive, or to prosecute a separate claim for, an Award for a temporary taking of the Premises or a portion thereof by a Condemnor where this Lease is not terminated (to the extent such Award relates to the unexpired Term), or an Award or portion thereof separately designated for relocation expenses or the interruption of or damage to Tenant’s business or as compensation for Tenant’s personal property, Trade Fixtures or Alterations.

  • Other Equity Awards Except as set forth in Sections 8(a)(iii) and 8(a)(iv), performance share awards and all other equity awards granted to the Executive by the Company which remain outstanding immediately prior to the date of termination of the Executive’s employment, as provided in Section 7(b), shall vest and be settled in accordance with their terms. The Company shall have no further obligations to the Executive as a result of termination of employment described in this Section 8(a) except as set forth in Section 12.

  • Performance Share Awards On the Performance Share Vesting Date next following the Executive's date of death, the number of Performance Shares that shall become Vested Performance Shares shall be determined by multiplying (a) that number of shares of Company Common Stock subject to the Performance Share Agreement that would have become Vested Performance Shares had no such termination occurred; provided, however, in no case shall the number of Performance Shares that become Vested Performance Shares exceed 100% of the Target Number of Performance Shares set forth in the Performance Share Agreement, by (b) the ratio of the number of full months of the Executive's employment with the Company during the Performance Period (as defined in the Performance Share Agreement) to the number of full months contained in the Performance Period. Vested Common Shares shall be issued in settlement of such Vested Performance Shares on the Settlement Date next following the Executive’s date of death.

  • Incentive Bonus Compensation The Executive shall be eligible for incentive bonus compensation for each Fiscal Year in an amount to be determined by the Board of Directors or any committee thereof ("INCENTIVE BONUS COMPENSATION").

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