Short-Term Incentive Program. (a) Executive will be eligible to participate in Employer’s Short-Term Incentive Program (“STIP”), which will provide Executive the opportunity to earn a target bonus of 30% (and a maximum of 60%) of the Base Salary for each calendar year of the Employment Term starting in 2014.
(b) The award is earned annually and is based upon achievement of performance targets established and approved by the Board annually. Except as otherwise provided in this Agreement, Executive must be employed by Employer on the last day of the designated performance period in order to be entitled to payment of any STIP bonus.
Short-Term Incentive Program. The parties agree to the Short Term Incentive Program. For fiscal 2014 five percent (0 to 8% payout) of base income will be paid as a lump sum to eligible employees provided Company and department targets are achieved. If the threshold targets are not met, no payout will be made. In the event that the Company is unable to establish the criteria for the department incentive, the incentive compensation payout will default to the Company scorecard targets set at the beginning of the fiscal year. The Short Term Incentive Program will pay out as per the following schedule. *Fiscal 2015 (January 1, 2015 to December 31, 2015 Paid out in February 2016) *Fiscal 2016 (January 1, 2016 to December 31, 2016 Paid out in February 2017) The incentive will be paid out to the non-temporary employees on payroll as at December 31st, in February of the following year, based on the achievement of Company and department targets established at the beginning of the fiscal year. The payout will be department targets established at the beginning of the fiscal year. The payout will be based on the employee’s rate as of January 1. Employees hired during January 1 to December 31 will have their payout pro-rated for partial and total months work. The parties agree that regions will be defined as follows: All work locations located in the Niagara franchise area.
Short-Term Incentive Program. Executive shall be entitled to participate in the Short-Term Incentive Program (“STIP”) for the fiscal years 2019 and 2020, with an individual target percentage of seventy-five percent (75%) of his base compensation. Executive shall participate in the STIP in accordance with the performance measures and target established by the Committee for each fiscal year, and will receive payment of any STIP award based upon the Committee’s determination regarding achievement of the STIP goals. Executive understands that any payout under the STIP will be consistent with other participants in the AJRD Holdings Inc. STIP and would be made at the time the Company approves and authorizes payments to those eligible under the STIP. For avoidance of doubt, any STIP payout for 2020 will be pro-rated based on full months of service. In the event that the Termination Date occurs before March 31, 2020, and Executive’s termination qualifies as an Eligible Early Termination, Executive shall be paid a pro-rata STIP in accordance with the performance measures and target established by the Committee for each fiscal year, and will receive payment of any STIP award based upon the Committee’s determination regarding achievement of the STIP goals. Executive understands that any payout under the STIP will be consistent with other participants in the AJRD Holdings Inc. STIP and, subject to Section 15 below, would be made at the time the Company approves and authorizes payments to those eligible under the STIP.
Short-Term Incentive Program. Each calendar year that you are employed by Benefitfocus, you will be eligible to participate in the Benefitfocus Short Term Incentive Program at the CEO level, which is an annual target bonus opportunity equal to 100% of your Base Pay, and with a maximum opportunity equal to 150% of your Base Pay, subject to adoption by the Board of Directors from time to time, and conditioned on actual achievement of annual performance targets (the “STI Incentive”). The targets for achieving the Bonus will be the set in consultation with you and will be consistent with Company targets set for the entire Executive Management Team as adjusted at the beginning of each year. In general, you must be employed by Benefitfocus on the date on which a bonus is paid in order to earn and receive the bonus, except as contemplated by Section 9 of this Exhibit A. Any Performance Restricted Stock Unit Award issued in connection with your STI Incentive for 2021 will have a grant date of the date of the public announcement of your employment by the Company (the “Grant Date”).
Short-Term Incentive Program. (a) Executive will be eligible to participate in Employer’s Short-Term Incentive Program (“STIP”), which will provide Executive the opportunity to earn a target bonus of 95% (and a maximum of 190%) of the Base Salary for each calendar year of the Employment Term starting in 2014. To the extent that Executive’s STIP bonus exceeds 114% of the Base Salary, all amounts over 114% will be paid in restricted stock units.
(b) The award is earned annually and is based upon achievement of performance targets established and approved by the Board annually. Except as otherwise provided in this Agreement, Executive must be employed by Employer on the last day of the designated performance period in order to be entitled to payment of any STIP bonus.
(c) For the year 2013, in lieu of a STIP award, Executive will be awarded a bonus equal to the pro rata amount (based on the proportion of the year Executive is employed by Employer) of $627,000 (which is equal to 95% of Base Salary), to be paid in 2014 concurrently with payment of STIP to other executives.
Short-Term Incentive Program. Executive shall be entitled to participate in the Short-Term Incentive Program (“STIP”) for fiscal years 2019 (payable in 2020) and 2020 (payable in 2021). Executive shall participate in the STIP in accordance with the performance measures established by the Committee, and will receive payment of any STIP award based upon the Committee’s determination regarding achievement of the STIP goals. With regard to the STIP payout for fiscal year 2019 (payable in 2020), an individual target percentage of seventy-five percent (75%) of Executive’s base compensation is hereby established. Executive understands that any payout under the STIP will be consistent with other participants in the AJRD Holdings Inc. STIP and, subject to Section 15 below, would be made at the time the Company approves and authorizes payments to those eligible under the STIP. Notwithstanding any provision contained herein to the contrary, for the STIP payment for 2020 (payable in 2021), in the event that Executive shall not have been terminated for Cause, Executive shall be guaranteed a payout computed as two hundred percent (200%) of an individual target of seventy-five percent (75%) of his base compensation; provided, however, that any STIP payout for 2020 will be pro-rated based on full months of service.
Short-Term Incentive Program. The Parties agree to the continuation of an incentive compensation program, referred to as the Short Term Incentive year from September to be with the fiscal The objective of is to establish a framework that focus who are members of the Union on Corporate, and Individual Taraet Measures that are important to the of the fiscal The Parties therefore and to the for the will be calculated on Corporate, and IndividualTaraet Measures. The will determine the and minimum thresholds each for fiscal and fiscal will be based on rates as of If all the are achieved, it will provide a potential of to five percent to each based on that employee’s base The Plan focuses on year The entire tabulation of the fiscal demonstrable results and there not be a mid- if be paid out as soon as practical results, most in November of the and New employees will have to work a minimum of three calendar months in the will receive a pro-rated months worked the fiscal year. Retirees, Iona-term on based on the number of full of absence with or without or on the fiscal will be to receive a pro-rated who are terminated for cause prior to the for date are not Employees who terminate their prior to the end of the fiscal year are not for Category Weighting Ottawa Corporate O Controllable Individual Productivity Client Satisfaction Productivity Quality Adherence Productivity Toronto Productivity Quality Adherence Key Account Billing productivity Productivity Quality Field Productivity Meter Reading Billing Services Productivity Productivity Quality NOTE: The target measures will be reviewed annually and be modified by the as necessary, so as the modification does not occur after of fiscal year for that fiscal
Short-Term Incentive Program. (a) Executive will be eligible to participate in Employer’s Short-Term Incentive Program (“STIP”), which will provide Executive the opportunity to earn a target bonus calculated by reference to the Base Salary for each calendar year of the Employment Term. For 2016 the STIP target bonus will be 105% (and a maximum of 210%) of the base salary. To the extent that Executive’s STIP bonus exceeds 114% of the Base Salary, all amounts over 114% will be paid in restricted stock units. The STIP target and maximum bonus percentage will be subject to annual review by the Employer.
(b) The award is earned annually and is based upon achievement of performance targets established and approved by the Board annually. Except as otherwise provided in this Agreement, Executive must be employed by Employer on the last day of the designated performance period in order to be entitled to payment of any STIP bonus.
Short-Term Incentive Program. Executive shall be entitled to participate in the Short-term Incentive Program (“STIP”) for the fiscal year 2012, with an individual target percentage of fifty percent (50%) of his base compensation. Executive shall participate in the STIP in accordance with the performance measures and target established by the Committee for fiscal year 2012, and will receive payment of any STIP award based upon the Committee’s determination regarding achievement of the STIP goals.
