Payout Calculations. All payouts of leave whether in lump sum or as a result of the employee taking the time off will include all incentives and longevity that the employee would have received if the employee was physically at work.
Payout Calculations. The VC-PRSU opportunity will max-out at 200% of the VC-PRSU Award regardless of the actual Revenue and/or Adjusted EBITDA earned by Grantee’s relevant TTEC Operating Group during the Measurement Period. If the Revenue and/or Adjusted EBITDA for the Measurement Period fall below Threshold, as stated above, the portion of the Award attributable to the relevant performance metric that is below the Threshold will not be paid. When the Revenue or Adjusted EBITDA for the Measurement Period falls between designated payout tiers, the actual VC-PRSUs paid for that period will be prorated accordingly, on a straight-line basis, with the same proration rules applying for all employees who are subject to this VC-PRSU opportunity.
Payout Calculations. The PRSU opportunity will max-out at 200% of the PRSU Award amount regardless of the actual Revenue and/or Operating Income earned by the Company in the measurement period. When the Revenue and/or Operating Income for a Measurement Period falls below that period’s Minimum Threshold, as stated above, the portion of the Award attributable to the performance relevant metric that is below the Minimum Threshold will not be paid. That means that no relevant tranche PRSUs would vest and be payable. The Executive would have the opportunity for catch-up, as provided in Paragraph 4, however. When the Revenue or Operating Income for any Measurement Period falls between designated payout tiers, the actual PRSUs paid for that period will be prorated accordingly, with the same proration rules applying for all executives who are subject to the PRSU opportunity.
Payout Calculations. The PRSU opportunity will max-out at 200% of the PRSU Award amount regardless of the actual Revenue and/or post-bonus Operating Income earned by the Company in the Measurement Period. If the Revenue and/or Operating Income for the Measurement Period falls below the period’s Minimum Threshold, as stated above, the portion of the Award attributable to the relevant performance metric that is below the Minimum Threshold will not be paid. When the Revenue or Operating Income for the Measurement Period falls between designated payout tiers, the actual PRSUs paid for that period will be prorated accordingly, with the same proration rules applying for all executives who are subject to the PRSU opportunity.
