Lump Sum Bonus Payment Sample Clauses

Lump Sum Bonus Payment. A lump-sum payment of Executive's assumed future awards under Company bonus plans, specifically $125,000, less applicable withholding.

Lump Sum Bonus Payment. To the extent that you have an established target bonus for the year in which your termination occurred, you will be entitled to receive a payment equal to the greater of (x) your target bonus for the year of termination or (y) the bonus that would be payable based on actual performance for the year of termination (with any individual subjective element of such bonus being treated as satisfied at not less than target), in either case pro-rated for the number of days within the year that your termination occurred during which you were employed by the Company, payable less applicable in a lump sum at the same time as Company executives generally are paid a bonus with respect to the calendar year in which such termination occurs (the “CIC Pro Rata Bonus”). Prior Year Bonus. You will be entitled to receive the Prior Year Bonus. COBRA. Subject to you effective election of continuation coverage pursuant to COBRA within the time period prescribed pursuant to COBRA for you and your eligible dependents, the Company will reimburse you an amount equal to the full premiums for health, dental and visions insurance as of immediately prior to the termination until the earliest of (A) a period of 36 months from the date of termination or (B) the date upon which you or your eligible dependents become eligible to receive substantially similar coverage from another employer. Notwithstanding the foregoing, the Company may elect to pay the benefits in this provision in cash rather than by reimbursement, and will be required to do so in the event that you and your eligible dependents are no longer eligible for COBRA as a result of the expiration of the COBRA period under applicable law. Equity Acceleration. 100% of the FY24 Award will accelerate and become vested in full. For the avoidance of doubt, this provision does not apply to any equity awards other than the FY24 Award.

Lump Sum Bonus Payment. The Company agrees to pay Executive a lump-sum target bonus payment of Two Hundred Seventy-Five Thousand Dollars ($275,000), less applicable withholding. This payment will be made to Executive on January 3, 2005.

Lump Sum Bonus Payment. To the extent that you have an established target bonus for the year in which your termination occurred, you will be entitled to receive a payment equal to the greater of (x) your target bonus for the year of termination or (y) the bonus that would be payable based on actual performance for the year of termination (with any individual subjective element of such bonus being treated as satisfied at not less than target), in either case pro-rated for the number of days within the year that your termination occurred during which you were employed by the Company, payable less applicable in a lump sum at the same time as Company executives generally are paid a bonus with respect to the calendar year in which such termination occurs (the “CIC Pro Rata Bonus”). Prior Year Bonus. You will be entitled to receive the Prior Year Bonus. COBRA. Subject to you effective election of continuation coverage pursuant to COBRA within the time period prescribed pursuant to COBRA for you and your eligible dependents, the Company will reimburse you an amount equal to the full premiums for health, dental and visions insurance as of immediately prior to the termination until the earliest of (A) a period of 24 months from the date of termination or (B) the date upon which you or your eligible dependents become eligible to receive substantially similar coverage from another employer. Notwithstanding the foregoing, the Company may elect to pay the benefits in this provision in cash rather than by reimbursement, and will be required to do so in the

Lump Sum Bonus Payment. All employees who are on the active payroll as of July 1, 2019, will receive two bonus payments, not to base wages, of one hundred and sixty dollars ($160) on August 31, 2019, and the second one hundred and sixty dollars ($160) bonus will be paid no later than July 31, 2020 to each member of the bargaining-unit. All employees who participate in the 2019 Voluntary Early Retirement (VERIP) program will not be eligible to receive the bonuses.

Lump Sum Bonus Payment. Each Officer employed by the Borough as of the signing of this contract shall receive a one time, lump sum bonus of $750.00 (seven hundred and fifty dollars) in their next regular payroll, subject to all applicable withholding or employment taxes. This payment is expressly excluded and separate from Base Annual Wage defined in Article II of this contract.

Lump Sum Bonus Payment. Effective within two pay periods of ratification by ATU Local 1574, full-time bargaining unit employees, who were employed by the District on the date of ratification, will receive a lump sum bonus of three thousand five hundred dollars ($3500), part-time bargaining unit employees will receive a lump sum bonus of one thousand seven hundred and fifty dollars ($1750). Effective within two pay periods twelve months after ratification, full-time bargaining employees who were employees of the District on the date of ratification, will receive a lump sum bonus of one thousand dollars ($1000), part-time bargaining unit employees will receive a lump sum bonus of five hundred dollars ($500), and extra-help bargaining unit employees will receive a lump sum bonus of three hundred twenty five dollars ($325). The top wage rates for each classification shall be as follows: 01/30/22 6/19/22 6/18/23 Customer Service Representative 2 (CSR2) $36.97 $38.27 $39.61 Customer Service Representative 1 (CSR1) $33.82 $35.01 $36.24 Receptionist $33.82 $35.01 $36.24 Section 2. Tenure Steps‌ Upon ratification new employees will move through the tenure steps as provided below: First six months following completion of training 75% Second six months (7th -12th month) 80% Next twelve months (13th – 24th month) 85% Next twelve months (25th – 36th month) 90% Next twelve months (37th – 48th month) 95% 49th month and beyond 100% Any CSR1 who promotes to CSR2 will move into the step progression for CSR2 to the next step higher based on their rate of pay as a CSR1 prior to the promotion.