Annual Incentive Compensation Plan. Executive shall be eligible to receive an Annual Incentive Compensation Plan bonus, with the components, target and maximum amounts based on a percentage of Executive’s Base Annual Salary, each as determined by the Board or Compensation Committee, in its sole discretion, subject to the terms of the AICP. Subject to the foregoing, a portion of the annual AICP bonus may be based upon the Company’s financial performance and a portion of the AICP may be based upon achievement of Executive’s individual performance objectives, all as may be determined by the Board or Compensation Committee, in its sole discretion. AICP bonuses for each calendar year shall be payable in the following calendar year as determined by the Board or Compensation Committee; provided, however, that payment, if any, shall be made no later than March 15th of such following year.
Annual Incentive Compensation Plan. Executive shall be eligible to participate in any AICP, subject to the terms of the then applicable plan. AICP awards for each calendar year shall be payable in the following calendar year as determined by the Board or Compensation Committee.
Annual Incentive Compensation Plan. (a) New Grace shall pay, or cause to be paid by another member of the New Grace Group, all bonuses earned by Packco Employees and New Grace Employees for the 1997 calendar year under the AICP, in accordance with the terms of the AICP as interpreted by New Grace in its sole discretion. Effective as of the Distribution Date, the New Grace Group shall assume all Liabilities relating to or arising under the AICP.
Annual Incentive Compensation Plan. Global Visteon Employees who are otherwise eligible to participate in the Ford Annual Incentive Compensation Plan ("FAICP") shall continue to be eligible to participate under the same terms applicable to Ford employees after the Distribution Date through December 31, 2000, with awards for 2000 payable in March, 2001, provided that the pro forma award amounts, adjusted for Ford performance, under the FAICP for such Global Visteon Employees shall equal 50% of the adjusted target amounts. Adjustments for individual performance may be made to the extent of 50% of the amount of the Extraordinary Contribution Fund that would normally be allocated to the Visteon Employees. Visteon shall reimburse Ford for any amounts paid to Global Visteon Employees for 2000 under the FAICP. Visteon shall establish an interim bonus program for the remainder of 2000 following the Distribution Date for these Global Visteon Employees. If the Distribution Date occurs prior to January 1, 2001, Visteon shall adopt a Visteon Annual Incentive Compensation Plan ("VAICP"), subject to stockholder approval effective January 1, 2001. The Global Visteon Employees who were otherwise eligible to participate under the FAICP shall be eligible to participate under the VAICP. If the Distribution Date occurs on or after January 1, 2001, the Parties shall agree to alternate arrangements.
Annual Incentive Compensation Plan. Transferred Employees who are otherwise eligible to participate in the Ford Annual Incentive Compensation Plan will receive an award for calendar year 2000 ---------- * This portion of the document has been omitted pursuant to a request for confidential treatment and such portion has been filed separately with the U.S. Securities and Exchange Commission. prorated for the full number of months employed by Ford in 2000. Awards for calendar year 2000 shall be payable to the Transferred Employees in March, 2001.
Annual Incentive Compensation Plan. The Employee shall be permitted to participate in an annual incentive compensation plan. The annual incentive compensation plan shall include a target award for the Employee of fifty percent (50%)
Annual Incentive Compensation Plan. Executive shall be eligible to receive an Annual Incentive Compensation Plan bonus, with the components, target and maximum amounts based on a percentage of Executive’s Base Annual Salary, each as determined by the Board or Compensation Committee, in its sole discretion, subject to the terms of the AICP. Subject to the foregoing, a portion of the annual AICP bonus may be based upon the Company’s financial performance and a portion of the AICP may be based upon achievement of Executive’s individual performance objectives, all as may be determined by the Board or Compensation Committee, in its sole discretion. For 2019, Executive’s target bonus shall be prorated such that prior to Executive’s being elected as Senior Vice President, General Counsel and Corporate Secretary, Executive’s target bonus shall be 75% of his then base annual salary, and with respect from the period of time during 2019 that Executive has served as the Company’s Senior Vice President, General Counsel and Corporate Secretary, Executive’s target bonus shall be 100% of his Base Annual Salary set forth in Section 5(a) above. AICP bonuses for each calendar year shall be payable in the following calendar year as determined by the Board or Compensation Committee; provided, however, that payment, if any, shall be made no later than March 15th of such following year.
Annual Incentive Compensation Plan. Under the terms and conditions of the Annual Incentive Plan (“STIC Plan”), your annual incentive target award will be $1,500,000 (but you may earn more or less based on your individual performance, the overall performance of your business unit, and Key’s performance). Subject to the limitations outlined below, for 2009 you will receive a minimum incentive award of $1,500,000 under the STIC Plan. For the 2009 Plan year, the annual incentive award will be paid to you in two (2) installments, the first installment of $750,000 will be paid to you on December 11, 2009 and the second installment of the balance (not less than $750,000) will be paid to you on March 5, 2010, provided that neither of the following has occurred on or prior to the payment date for the applicable installment: (i) your voluntary termination of employment or (ii) termination of your employment by KeyCorp for Cause.
Annual Incentive Compensation Plan. Executive shall be eligible to receive an Annual Incentive Compensation Plan bonus, with the components, target and maximum amounts based on a percentage of Executive’s Base Annual Salary, each as determined by the Board or Compensation Committee, in its sole discretion, subject to the terms of the AICP; provided, however, that in no event shall Executive’s target annual AICP bonus for any year be less (but may be more) than the greater of (i) four hundred fifty thousand dollars ($450,000.00) or (ii) one hundred percent (100%) of Executive’s Base Annual Salary for the applicable year (and the foregoing shall not preclude Executive from being eligible to receive a greater maximum AICP bonus for any year). Such AICP bonus shall be prorated for the period of Executive’s participation in the AICP during the 2008 calendar year. Subject to the foregoing, a portion of the annual AICP bonus may be based upon the Company’s financial performance and a portion of the AICP may be based upon achievement of Executive’s individual performance objectives, all as may be determined by the Board or Compensation Committee, in its sole discretion. AICP bonuses for each calendar year shall be payable in the following calendar year as determined by the Board or Compensation Committee; provided, however, that payment, if any, shall be made no later than March 15th of such following year.
Annual Incentive Compensation Plan. Executive shall be eligible to receive an Annual Incentive Compensation Plan bonus, with the components, target and maximum amounts based on a percentage of Executive’s Base Annual Salary, each as determined by the Board or Compensation Committee, in its sole discretion, subject to the terms of the AICP. Subject to the foregoing, a portion of the annual AICP bonus may be based upon the Company’s financial performance and a portion of the AICP may be based upon achievement of Executive’s individual performance objectives, all as may be determined by the Board or Compensation Committee, in its sole discretion, provided that Executive’s target AICP bonus opportunity for the 2012 service year shall be no less than $375,000. AICP bonuses for each calendar year shall be payable in the following calendar year as determined by the Board or Compensation Committee; provided, however, that payment, if any, shall be made no later than March 15th of such following year. Executive agrees that upon the Effective Date Executive shall no longer be entitled to earn an enhanced bonus with respect to the 2011 service year, as described in the letter to Executive from the Company dated January 24, 2011, and such letter shall be of no further force or effect.
