LTI Grant Sample Clauses
The LTI Grant clause defines the terms under which long-term incentive (LTI) awards, such as stock options or restricted stock units, are granted to an employee or executive. It typically outlines eligibility, the type and amount of awards, vesting schedules, and any performance conditions that must be met for the incentives to be earned. This clause ensures both parties understand the structure and requirements of the incentive program, aligning the employee’s interests with the long-term goals of the company and providing motivation for sustained performance.
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LTI Grant. Executive will participate in regular, periodic grants under the Company’s Long Term Incentive (“LTI”) Program. Executive understands and acknowledges that LTI grant(s) are subject to review, discretion, and approval of the CMDC. LTI grants are subject to vesting schedules at the discretion of the CMDC. The target value for Executive’s annual LTI grant is one hundred fifty percent (150%) of the Base Salary. Executive understands and acknowledges that the actual value of equity to be granted is at the discretion of the CMDC and is not guaranteed. Further, the actual future value of LTI grants is subject to risk based on the performance of the company’s stock and cannot be guaranteed. In addition, the Company will recommend to the CMDC that Executive be awarded a sign-on equity grant (“Sign-On Grant”) as soon as administratively practicable after execution of this Agreement by both Executive and the Company, with a target of four hundred forty-two thousand and five hundred dollars ($442,500) based on value at time of the Sign-On Grant, using the Company’s typical methods for valuing equity, and subject to vesting at the CMDC’s sole discretion. Executive understands and acknowledges that any Sign-On Grant, including actual amount and value of equity granted, will be made at the sole discretion of the CMDC. The proposed award of the Sign-On Grant is attached hereto as Exhibit D.
LTI Grant. You will be entitled to receive a long term incentive (“LTI”) award equivalent to US $2,300,000 comprised of stock options (37.5%), performance-based restricted share units (37.5%) and time-based restricted share units (25%), granted to you in December 2018 during the regularly scheduled LTI grant cycle. The stock options and time-based restricted share units will vest ratably in three equal annual installments from the grant date, and the performance-based restricted units will vest based upon the achievement of a specific level of cumulative pre-tax income over the three-year period ending at the end of fiscal 2021. The LTI award, including the vesting terms, will be governed by the terms of the Cott Corporation equity incentive plan under which the award is made (the “Equity Plan”) and your award agreement. You will be eligible for future LTI awards that will be based on your performance. Annual grants are issued following approval by the HRCC at its regularly scheduled meetings in December.
LTI Grant. Executive will be eligible to participate in regular, periodic grants under the Company’s Long-Term Incentive (“LTI”) Program. Executive understands and acknowledges that LTI grant(s) are subject to review, discretion, and approval of the CMDC. LTI grants are subject to vesting schedules at the discretion of the CMDC as set forth at the time such grants are made. The target value for Executive’s annual LTI grant is two hundred percent (200%) of the Base Salary. Executive understands and acknowledges, however, that the actual value of equity to be granted is at the discretion of the CMDC and is not guaranteed. Further, the actual future value of LTI grants is subject to risk based on the performance of the Company’s equity and cannot be guaranteed.
LTI Grant. Subject to approval by the Compensation Committee and further subject to Executive’s continued employment through the date of any such grant, Executive shall be entitled to receive a target annual long-term incentive equity grant in the amount of approximately $4,500,000 comprised of 50% RSUs and 50% Stock Appreciation Rights (“SARs”), which SARs will have an exercise price that is 10% greater than the closing price of our common stock on the date of grant. Any such RSUs and SARs that may be granted shall be issued subject to the terms of the Vail Resorts, Inc. 2015 Omnibus Incentive Plan (the “2015 Plan”) and the applicable agreement provided pursuant thereto, using the Company’s standard valuation methodology and vesting in increments of 1/3 per year over a three year period, such vesting to commence on the first anniversary of the grant date of such RSUs and SARs. Any awards under the 2015 Plan are at the discretion of the Compensation Committee. Any current or future grants shall be at the discretion of the Compensation Committee, and Executive acknowledges that the Compensation Committee is not obligated to grant any awards.
LTI Grant. Executive will be eligible to participate in regular, periodic grants under the Company’s Long Term Incentive (“LTI”) Program. Executive understands and acknowledges that LTI grant(s) are subject to review, discretion, and approval of the Human Resources Committee of the Caesars Entertainment Corporation Board of Directors (the “HRC”). LTI grants are subject to vesting schedules at the discretion of the HRC. Executive will have an annual equity grant target of 150% of Executive’s base salary based on value at time of grant using the company’s typical methods for valuing equity. Executive understands and acknowledges that the actual value of equity to be granted is at the discretion of the HRC and is not guaranteed. Further, the actual future value of LTI grants is subject to risk based on the performance of the company’s stock and cannot be guaranteed.
LTI Grant. Executive will be eligible to participate in the Company’s Long Term Incentive (“LTI”) Program. In addition, the Company will recommend a one-time sign-on LTI grant with a value at time of grant equal to approximately 150% of Executive’s base salary using a mix of options to purchase shares and Restricted Stock Units, commensurate with Executive’s peers. Executive understands and acknowledges that LTI grant(s) are subject to review, discretion and approval of the Human Resource Committee. LTI grants are subject to vesting schedules at the discretion of the Human Resources Committee. The actual future value of LTI grants is subject to risk based on the performance of the company’s stock and cannot be guaranteed. The sign-on LTI grant will be in lieu of Executive’s participation in the Company’s 2016 annual LTI grant.
LTI Grant. So long as Executive shall be employed by the Company on March 1, 2009 (and has not received any notice of termination for any reason as of or prior to that date), Executive shall be granted (the “March 2009 Grant”) a long term incentive award having a grant value of $4,800,000, of which (1) $1,000,000 (using the Company’s standard valuation methodology) shall be pursuant to a grant of Restricted Stock Units (“RSUs”), and (2) $3,800,000 (using the Company’s standard valuation methodology) shall be pursuant to a grant of Share Appreciation Rights (“SARs”), each of which (x) shall be subject to the terms of the VRI Amended and Restated 2002 Long Term Incentive and Share Award Plan (or such successor equity compensation plan) and the agreements provided pursuant thereto, and (y) shall vest in full on September 30, 2011; provided, however, that this provision shall be of no effect in the event that a Change in Control, as defined below, has been completed on or before March 1, 2009, and only if the effect of such Change in Control is to extinguish, exchange or convert the common stock of the Company concurrent with the Change in Control being effected. Notwithstanding the terms of any other agreement or plan, none of the vesting of the RSUs or SARs issued pursuant to the March 2009 Grant shall accelerate in the event of a duly completed Change in Control which has been publicly announced or completed prior to September 1, 2009 but rather shall vest pursuant to (y) above.
LTI Grant. Subject to approval by the Compensation Committee and further subject to Executive’s continued employment through the date of any such grant, Executive shall be entitled to receive a target annual long-term incentive equity grant in the amount of approximately USD $3,425,000 (the “Annual LTI Grant”) comprised of 50% Restricted Stock Units (“RSUs”) and 50% Stock Appreciation Rights (“SARs”). Any such RSUs and SARs that may be granted shall be issued subject to the terms of the Vail Resorts, Inc. 2024 Omnibus Incentive Plan (the “2024 Plan”) and the applicable agreement provided pursuant thereto, using the Parent’s standard valuation methodology and vesting in increments of 1/3 per year over a three-year period, such vesting to commence on the first anniversary of the grant date of such RSUs and SARs, subject to Executive’s continued employment with the Companies. Executive’s annual LTI ▇▇▇▇▇ for fiscal 2026 will be granted on the first day of the first full fiscal quarter following the Employment Commencement Date and will be subject to proration (67% assuming the Employment Commencement Date occurs prior to January 31, 2026 and 33% proration if the Employment Commencement Date occurs between February and April). Any awards under the 2024 Plan are at the discretion of the Compensation Committee. Any current or future grants shall be at the discretion of the Compensation Committee, and Executive acknowledges that the Compensation Committee is not obligated to grant any awards.
LTI Grant. Following the Effective Date, the Company will review with Executive an appropriate grant under the Company’s LTI plan. Executive understands and acknowledges that any equity grants are at the discretion of the CMDC. Executive further understands and acknowledges that the actual future value of LTI grants is subject to risk based on the performance of the Company’s stock and cannot be guaranteed.
LTI Grant