Long Term Incentive Plan (LTIP. The Company will establish a long-term incentive program (LTIP) for Executive. The first LTIP awards will cover the 3 year period 2019-2021, consisting of various equity incentive instruments, but whose value shall be 75% of Executive’s annual Base Salary for the year at issue (such value is the “Yearly LTIP Value”) subject to and on the terms described in Sections 3.7.1 and 3.7.2 as follows:
Long Term Incentive Plan (LTIP. Executive shall be entitled to participate in the Long Term Incentive Plan (“LTIP”) pursuant to the terms and conditions of such program as it may exist from time to time, and as it may be amended by the Board in its discretion, provided:
Long Term Incentive Plan (LTIP. You are eligible to participate in the Iron Mountain Long Term Incentive Plan when the next award takes place. All awards are made at the sole discretion of the Board of Directors. Full details of the scheme will be sent to you in due course. Medical Insurance: You remain eligible to participate in the Company’s private medical insurance plan. Family cover will be provided at the Company’s cost if you elect to receive this. Details of this benefit are available on the flexible benefits website. Please note that this is a taxable benefit. Your participation in any of the benefits arrangements and schemes referred to in this clause 6 and elsewhere in this contract is subject to and in accordance with the rules and provisions of the arrangement or scheme and any related contracts or policies of insurance as in force from time to time. It is also conditional upon you satisfying the normal underwriting requirements of the relevant insurance provider and being eligible to participate in or benefit from such scheme or arrangement pursuant to the insurer’s rules and requirements at a cost and on terms which are acceptable to the Company. If the insurance provider refuses for any reason to provide you with an insured benefit, the Company shall not be liable to provide to you with any replacement benefit of the same or similar kind or to pay any compensation in lieu of such benefit. The Company reserves the right to amend any arrangement or scheme and/or withdraw it at any time.
Long Term Incentive Plan (LTIP. At the discretion of the Human Resource Committee of the Board of Directors, Executive may receive additional compensation for the 2009-2011 Long Term Incentive Plan.
Long Term Incentive Plan (LTIP. 5.1 Equinix acknowledges and agrees that in consequence of the Transaction, awards already granted under the LTIP as at the date of this Agreement will vest in respect of such number of Telecity Shares as may be determined by the Telecity remuneration committee in accordance with the LTIP rules and the Telecity remuneration committee has confirmed that:
Long Term Incentive Plan (LTIP. Employee agrees that Company will treat Employee as an involuntary termination “without cause” under the LTIP and grant agreements. Employee’s outstanding 2019, 2020, and 2021 LTIP awards are governed by the terms of the LTIP and Employee’s grant agreements. The Company will continue to prepare and file all Section 16 filings that Employee is required to file, including as a result of the LTIP vesting contemplated by this Agreement.
Long Term Incentive Plan (LTIP. 6.4.1 The Executive will be eligible to participate in the Company’s LTIP and receive Share Incentives with a market value of at least $1,000,000 in any calendar year commencing in 2022, as determined at the sole discretion of the Compensation Committee and subject always to the terms of any award agreement and the applicable Share Incentive plan. 6.4.2 Where the Employment is terminated for whatever reason and whether or not in breach of contract the Executive shall not be entitled, and by accepting any award of Share Incentives the Executive shall be deemed irrevocably to have waived any entitlement, by way of compensation for loss of office or otherwise to any sum or other benefits to compensate him for the loss 6.5 Corporate Governance All payments and/or benefits payable to the Executive are subject to and conditional upon: (i) the terms of applicable Company policies, including, but not limited to, the LivaNova Compensation Recoupment Policy, in such form as it may exist from time to time, law, regulation and governance codes that regulate or govern executive pay from time to time; and (ii) the consent of the shareholders of the Company, as appropriate as determined by the Board (together “Remuneration Governance”). The Company reserves the right to amend, reduce, hold back, defer, claw back and alter the structure of any payments and benefits payable to the Executive in order to comply with Remuneration Governance. 7.
Long Term Incentive Plan (LTIP. In 2014, you will be eligible to participate in the T-Mobile LTIP generally applicable to T-Mobile’s senior leadership and DT will recommend to the Compensation Committee that you have a target value of 250% of your annual base Salary and Target Bonus (Total Target Cash) and a vesting period of three years, as set forth in the LTIP and applicable award documents issued to similarly situated members of T-Mobile’s senior leadership team; this is subject to approval by the Compensation Committee. The specific terms and conditions will be outlined in the applicable plan document and any award documents once finalized. For 2013, after you commence employment at T-Mobile, you will be eligible to participate in T-Mobile’s Legacy LTIP (which includes vesting over a three year period, as set forth in the LTIP and applicable award documents issued to similarly situated members of T-Mobile’s senior leadership team) with a target value of $2,500,000 subject to approval by the Compensation Committee. The specific terms and conditions are set forth in the applicable plan document and as will be contained in any award documents which you will receive following the Closing.
Long Term Incentive Plan (LTIP. (i) Upon approval by the Compensation Committee of the Board, Employee will be granted a nonstatutory stock option (the “First Option”) to purchase 400,000 shares of the Company’s common stock under the Company’s stock option plan at an exercise price per share equal to the closing price on the Nasdaq National Market of a share of the Company’s common stock on the Employment Date. Provided Employee remains employed by the Company, the First Option will have a term of 10 years and will vest in annual installments on each of the first four anniversaries of the Employment Date.
Long Term Incentive Plan (LTIP. In addition to any incentive compensation the Executive may receive in accordance with Sections 4.1 and 4.2 of this Agreement, pursuant to the terms of this Agreement, Executive will receive: a grant from the Company of 50,000 shares of the Company’s restricted stock equity which restricted stock grant shall vest one (1) year from the date of the grant. Executive shall also be entitled to receive additional equity grants pursuant to terms of the Company’s Equity Incentive Plan and Long-Term Incentive Plan. Executive will also receive annual equity grants in accordance with the determination of the Company’s Compensation Committee and Board of Directors.
