PSU Vesting. On the Effective Date, Employee will be entitled to receive the number of shares that would have vested under the performance restricted stock units awarded to Employee under the Company’s 2018 Equity Incentive Plan (the “PSUs”) if Employee had been subject to a Qualifying Termination on the Vesting Acceleration Date, with the result that Employee will be eligible for pro rata vesting under the PSUs based on his length of service (measured from the beginning of the Performance Period through the Vesting Acceleration Date) during the applicable Performance Period and the Company’s actual achievement of the Performance Goals.1 The final number of shares that will be delivered will be determined by the Compensation Committee during the 60-day period following the expiration of the applicable Performance Period, and will be settled and delivered in accordance with the award agreement(s) applicable to the PSUs (each, a “PSU Award Agreement”). The terms “Performance Period,” “Performance Goals” and “Qualifying Termination” shall have the meanings assigned to such terms in the applicable PSU Award Agreement. The number of shares subject to Employee’s PSUs, the maximum number of shares issuable under each PSU and Employee’s pro rata portion of each applicable Performance Period are set forth on Appendix A to this Agreement.
PSU Vesting. Employee’s PSUs shall vest according to Attachment I, Section F of the applicable PSU Award Agreements, except that Employee shall be entitled to receive the full Default Number of PSUs without any Pro-Rata Reduction (as such terms are defined in the PSU Award Agreements).
PSU Vesting. Subject to Section 3(a) of this Agreement, the PSUs shall vest in accordance with the following table: Relative TSRPercentile Rank % of Target #PSUs Earned ≥ 90th percentile 200% 75th percentile 150% 60th percentile 100% 25th percentile 25% ≤ 25th percentile 0% In the event Relative TSR Performance is between the thresholds shown above, the number of shares of Stock earned will be adjusted through linear interpolation.
PSU Vesting. Employee will receive a pro-rated number of shares following the pro-ration guidelines and subject to the company achieving the performance conditions set forth in the previously awarded 2018 Performance Share Units (“PSU”) grant agreement. The shares will be transferred to an account of the Employee’s choosing no later than April 1st, 2021
PSU Vesting. In respect of the following performance-based restricted stock units (“PSUs”) that are outstanding and unvested as of the Separation Date, such PSUs will continue to remain outstanding until the Board or a Committee hereof can certify the applicable performance results and will become vested or be forfeited based on actual performance on a pro rata basis in accordance with the otherwise applicable performance vesting conditions set forth in each applicable award agreement, as follows: (x) 100% of the PSUs that become vested based on actual performance under the Performance Share Unit Award Agreement between Parent and Employee dated February 12, 2021, (y) 66.667% of the PSUs that become vested based on actual performance under the Performance Share Unit Award Agreement between Parent and Employee dated February 10, 2022, and (z) 33.33% of the PSUs that become vested based on actual performance under the Performance Share Unit Award Agreement between Parent and Employee dated February 9, 2023, and, in each case, will be settled in accordance with the terms and conditions of the applicable award agreements.
PSU Vesting. Employee’s performance-based Restricted Stock Units awarded to Employee under the 2018 Plan (“PSUs”) shall vest according to the applicable PSU Award Agreements, such that Employee will be entitled to receive the number of shares that would have vested under the PSUs if Employee had been subject to a Qualifying Termination on the Separation Date in accordance with the award agreement(s) applicable to the PSUs (each, a “PSU Award Agreement”), In the event of any conflict between this Section and a PSU Award Agreement, the PSU Award Agreement controls, as applicable. The number of shares subject to Employee’s PSUs, the maximum number of shares issuable under each PSU and Employee’s maximum pro rata portion of each based upon the Separation Date have been communicated to Employee.
PSU Vesting. Employee’s PSUs shall vest in accordance with the applicable PSU Award Agreements, assuming that Employee had remained employed and been subject to a Qualifying Termination (as defined in the applicable PSU Award Agreements) on the Separation Date. In the event of any conflict between this Section 2.E(ii) and a PSU Award Agreement, the PSU Award Agreement controls, as applicable.
PSU Vesting. Subject to Section 3(a), the PSUs shall vest in accordance with the following table: Absolute TSR Performance <0% 0% 10% ≥25% Relative TSR Performance <25th Percentile 0% 0% 0% 0% ≥25th Percentile 37.5% 45% 50% 62.5% ≥50th Percentile 75% 90% 100% 125% ≥75th Percentile 99.75% 119.7% 133% 166.25% ≥90th Percentile 120% 144% 160% 200% Relative TSR Performance between the 25th and 90th percentile and Absolute TSR Performance between 0% and 25% will be adjusted through linear interpolation.
PSU Vesting. Executive’s PSUs shall vest according to the applicable PSU Award Agreements such that Executive will be entitled to receive the number of shares that would have vested under the PSUs assuming Executive had remained employed and been subject to a Qualifying Termination (as defined in the PSU Award Agreements) on June 15, 2023in accordance with the applicable PSU Award Agreement. In the event that the Company is subject to a Change in Control (as defined in the Severance and CIC Agreement) that closes on or before Executive’s Qualifying Transitional Termination, then Executive’s PSUs shall vest according to the applicable PSU Award Agreements. The number of shares subject to Executive’s PSUs, the maximum number of shares issuable under each PSU and Executive’s pro rata portion of each applicable Performance Period have been communicated to Executive.
PSU Vesting. Executive’s PSUs shall vest in accordance with the applicable PSU Award Agreements, assuming Executive had remained employed and been subject to a Qualifying Termination (as defined in the PSU Award Agreements) on June 15, 2023.
