Employee and Executive Incentive Compensation Restriction Program. Indivior agrees to develop and maintain throughout the term of the CIA policies and procedures that shall: (1) be designed to ensure that financial incentives do not improperly motivate sales representatives or their direct managers to engage in or tolerate improper promotion, sales and marketing of Indivior’s products; and (2) include mechanisms, where appropriate, to exclude from incentive compensation any sales that may indicate off-label promotion of Indivior’s products (Employee and Executive Incentive Compensation Program). The specific terms and conditions of the Employee and Executive Incentive Compensation Program are described in Appendix C to this CIA.
Employee and Executive Incentive Compensation Restriction Program. Indivior’s Incentive Compensation Policy (“ICP”) outlines the criteria that Indivior Employees must satisfy as a prerequisite to earning incentive compensation. Incentive compensation is designed to reward and drive performance and behaviors consistent with Indivior’s mission, Code of Conduct, and policies, values, and strategy. For the Addiction Sciences business unit, incentive compensation is designed so that financial incentives do not inappropriately incentivize Employees to engage in or tolerate marketing, promoting, or selling of Company products (1) for unapproved uses, (2) to prescribers of buprenorphine products who are not DATA 2000-waivered or prescribers who practice within an excluded specialty, and (3) to prescribers on a government debarred list or who have been delisted pursuant to Indivior’s Prescriber Concern Report Policy. For the Behavioral Health business unit, incentive compensation is designed so that financial incentives do not inappropriately incentivize Employees to engage in or tolerate marketing, promoting, or selling of Company products (1) for unapproved uses,
Employee and Executive Incentive Compensation Restriction Program. Indivior’s Incentive Compensation Policy (“ICP”) outlines the criteria that Indivior Employees must satisfy as a prerequisite to earning incentive compensation. Incentive compensation is designed to reward and drive performance and behaviors consistent with Indivior’s mission, Code of Conduct, and policies, values, and strategy. For the Addiction Sciences business unit, incentive compensation is designed so that financial incentives do not inappropriately incentivize Employees to engage in or tolerate marketing, promoting, or selling of Company products (1) for unapproved uses, (2) to prescribers of buprenorphine products who are not DATA 2000-waivered or prescribers who practice within an excluded specialty, and (3) to prescribers on a government debarred list or who have been delisted pursuant to Indivior’s Prescriber Concern Report Policy. For the Behavioral Health business unit, incentive compensation is designed so that financial incentives do not inappropriately incentivize Employees to engage in or tolerate marketing, promoting, or selling of Company products (1) for unapproved uses, (2) to prescribers who practice within an excluded specialty, and (3) to prescribers on a government debarred list or who have been delisted pursuant to Indivior’s Prescriber Concern Report Policy. Under the ICP, Employees may not be eligible or may have limited eligibility for incentive compensation where they have been found to have committed violations of company policies and procedures, have not completed compliance training, or have unsatisfactory job performance.
Employee and Executive Incentive Compensation Restriction Program. Sandoz agrees to develop and maintain throughout the term of the CIA policies and procedures that shall: (1) be designed to ensure that financial incentives do not improperly motivate Covered Persons or their direct managers to engage in improper sales, marketing, pricing, or contracting for Sandoz’s products or other improper conduct; and (2) include mechanisms, where appropriate, to exclude from incentive compensation any sales that may indicate improper sales, marketing, pricing, or contracting activities or other improper conduct (Employee and Executive Incentive Compensation Program). The specific terms and conditions of the Employee and Executive Incentive Compensation Program are described in Appendix C to this CIA.
Employee and Executive Incentive Compensation Restriction Program. Sandoz’s Incentive Eligibility Policy outlines the criteria that Sandoz Associates must satisfy as a prerequisite to earning incentive payments. To be eligible for any form of incentive, Associates must adhere to and comply with all applicable laws and with Sandoz rules and policies (including the Code of Conduct, other compliance requirements, and other applicable Sandoz policies, procedures and guidelines.) If an Associate is determined to have violated the law, Code of Conduct, or any provision of any Company policy, the Associate shall be ineligible to receive future incentive payments for a period of up to two future selling cycles from the date the violation was discovered. In addition, if Sandoz determines that the Associate engaged in a material violation, incentive grants to the Associate must be suspended for the current period and must be rescinded for any prior period in which such violations occurred or were discovered. To the extent such an incentive grant was already paid, the Associate must promptly repay any incentive already received.
Employee and Executive Incentive Compensation Restriction Program. Xxxx agrees to develop and maintain throughout the term of the CIA policies and procedures that shall, subject to Appendix C: (1) be designed to ensure that financial incentives do not improperly motivate Covered Persons or their direct managers to Corporate Integrity Agreement Taro Pharmaceuticals USA, Inc. engage in improper sales, pricing, or contracting for Taro’s products or other improper conduct; and (2) include mechanisms, where appropriate, to exclude from incentive compensation any sales that may indicate improper sales, pricing, or contracting activities or other improper conduct (Employee and Executive Incentive Compensation Program). The specific terms and conditions of the Employee and Executive Incentive Compensation Program are described in Appendix C to this CIA.
Employee and Executive Incentive Compensation Restriction Program. Within 120 days after the Effective Date, Taro shall develop and maintain throughout the term of the CIA an Employee and Executive Incentive Compensation Program (Incentive Compensation Program). Taro’s Incentive Compensation Policy (Policy) outlines the criteria that Taro employees and executives must satisfy as a prerequisite to earning incentive compensation. To be eligible for any form of incentive, employees and executives must adhere to and comply with all applicable laws and with Taro’s rules and policies (including any Code of Conduct, other compliance requirements, and other applicable Taro policies, procedures and guidelines.) Among other things, incentive compensation shall be designed so that financial incentives do not inappropriately incentivize employees or executives to engage in or tolerate improper sales, pricing, or contracting for Taro products. Under the Policy, employees or executives may not be eligible or may have limited eligibility for incentive compensation where they have been found to have committed, directed, or tolerated violations of company policies and procedures, have not completed compliance training, or have unsatisfactory job performance. If an employee or executive is determined to have violated the law, any Code of Conduct, or any provision of any Company policy, the employee or executive shall be ineligible to receive future incentive payments for a one- year period. In addition, if Xxxx determines that the employee or executive engaged in a material violation, incentive grants to the individual must be suspended for the current period and must be rescinded for any prior period in which such violations occurred or were discovered. To the extent such an incentive grant was already paid, the employee or executive must promptly repay any incentive already received.
Employee and Executive Incentive Compensation Restriction Program. Insys agrees to develop and maintain throughout the term of the CIA policies and procedures that shall: (1) be designed to ensure that financial incentives do not improperly motivate sales representatives or their direct managers to engage in improper promotion, sales and marketing of Insys’s products; and (2) include mechanisms, where appropriate, to exclude from incentive compensation any sales that may indicate off-label promotion of Insys’s products (Employee and Executive Incentive Compensation Program). The specific terms and conditions of the Employee and Executive Incentive Compensation Program are described in Appendix C to this CIA.
Employee and Executive Incentive Compensation Restriction Program. ABC agrees to develop and maintain throughout the term of the CIA policies and procedures that shall: (1) be designed to ensure that financial incentives do not motivate Covered Persons to engage in improper activities with respect to any of the Covered Functions (Employee and Executive Incentive Compensation Program). The specific terms and conditions of the Employee and Executive Incentive Compensation Program are described in Appendix C to this CIA.
Employee and Executive Incentive Compensation Restriction Program. Within 150 days after the Effective Date, Mallinckrodt shall develop and maintain throughout the term of the CIA an Employee and Executive Incentive Compensation Restriction Program consistent with the requirements described in Appendix C to this CIA. The Employee and Executive Incentive Compensation Program shall require Mallinckrodt to make certain disclosures about executive incentive compensation as described in further detail in Section III.L below.
