Review of Compensation. Employee's compensation package shall be subject to review each year based on Employee's performance, achievement of company goals, industry norms for executive compensation, and such other factors as the Company may determine to be appropriate.
Review of Compensation. 4.01 The remuneration payable pursuant to section 3.01 hereof may be reviewed annually by the board of directors of the Corporation on or before the anniversary date hereof, at which time the board of directors shall consider such matters as it may consider relevant and shall determine, in its absolute discretion, whether to increase the annual remuneration payable by the Corporation to the Employee hereunder, provided always however, that the remuneration payable to the Employee pursuant to Article 3 hereof shall not, as a result of such review, be reduced.
Review of Compensation. At least annually, the Committees shall review and recommend the amount of compensation, if any, payable to the directors of the Funds and report its findings and recommendation to the Boards. Compensation shall be based on the responsibilities and duties of the dis-interested directors and such other directors and the time required to perform these duties. The Committees shall also make recommendations to the Boards regarding matters related to compensation including deferred compensation plans and retirement plans for the dis-interested directors and such other directors, and shall monitor any and all such retirement plans and deferred compensation plans. Evaluation Function: The Committees shall consider, oversee and implement any periodic evaluation process of the Boards and all committees of the Boards.
Review of Compensation. The Manager and the General Partner shall review the compensation and fees paid to the Manager for services rendered to the Managed Entities pursuant to this Agreement at least annually.
Review of Compensation. If the Minister is not paid at recommended UUA standards, the Board will review the Minister’s salary, housing, and benefits annually, in consultation with any appropriate committee(s), taking into consideration such factors as merit, cost of living changes, benefit cost increases, UUA recommendations across the staff team, and the financial means of the Congregation. Such recommendations will be considered as a part of the normal budgeting process. An increase in the amount of compensation will not alter the other terms of this agreement.
Review of Compensation. Your base salary and bonus eligibility will be reviewed on an annual or more frequent basis by the Compensation Committee and are subject to change in the discretion of the Compensation Committee, subject to the terms of the Agreement.
Review of Compensation. The Interim Minister will consult with the Board and the Ministerial Search Committee on the proposed Settled Minister’s salary, housing, and benefits. Such consultation will include trends in ministerial compensation and such other factors as the area’s cost of living. This review will also take into consideration how current compensation for the Interim Minister and other staff compares to UUA Compensation Standards. As appropriate, the Interim Minister may request a consultation by a UUA Compensation Consultant to help the Congregation develop the compensation package for the incoming Minister and review salary and benefits for all staff. During the search process, congregational leaders are often surprised to discover that the salary and benefit expectations are higher than the compensation paid to the previous ministers. Given the UU commitment to economic justice and fairness in the workplace, it is important for congregational leaders to review not only ministerial compensation, but the compensation offered all congregational staff. To find the UUA Compensation Consultant for your congregation, see xxxxx://xxx.xxx.xxx/leadership/library/compensation-consultants.
Review of Compensation. Your compensation shall be reviewed periodically by the Company’s Board of Directors at its sole discretion.
Review of Compensation. On or about October 13, 2015, Company shall in good faith review your salary and target bonus and consider you for participation in Company’s Long-Term Incentive Plan; provided, however, that any increase of your salary or target bonus shall remain in Company’s sole discretion and Company shall have no obligation to increase your salary or target bonus at such time.
Review of Compensation. During the search process, congregational leaders often are surprised to discover that the salary and benefit expectations are higher than the compensation paid to the previous minister. It is important for congregational leaders to review not only ministerial compensation, but the compensation offered all congregational staff given the UU commitment to economic justice and fairness in the workplace. The Interim Minister may request a consultation, free-of-charge, by a regionally-based UUA Compensation Consultant. To request a consultation, send a request to Xxx Xxxxxxx, UUA Compensation and Staffing Practices Manager, at XXxxxxxx@xxx.xxx.
