Illinois Stock Option and Incentive Plan of Hurco Companies, Inc.

• Category: Corporations - Public - Stock Options
• State: Multi-State
• Control #: US-CC-18-341
• Format: Word; Rich Text

Description

18-341 18-341 . . . Stock Option and Incentive Plan under which Compensation Committee can grant (a) Incentive Stock Options, (b) Non-qualified Stock Options, (c) Restricted Shares, (d) Performance Shares (which are converted into cash upon satisfaction of specified performance goals established on one or more of following business criteria: earnings per share, return on equity, return on assets, operating income, or market value per share), and (e) Affiliated, Freestanding and Tandem Stock Appreciation Rights. Committee has discretion to establish special rules applicable to awards to grantees outside of United States in order to comply with foreign law or practice The Illinois Stock Option and Incentive Plan of Church Companies, Inc. is a comprehensive program designed to attract, motivate, and retain talented employees by providing them with various stock-based incentives. This plan is specifically tailored to comply with the laws and regulations of the state of Illinois. Under the Illinois Stock Option and Incentive Plan, Church Companies, Inc. offers its employees the opportunity to acquire stock options or other equity-based awards. These incentives aim to align the interests of employees with those of the shareholders, fostering a shared commitment to the company's success and growth. The plan provides eligible employees with various types of stock options and awards, including: 1. Stock Options: This type of incentive allows employees to purchase company stock at a predetermined price, known as the exercise price, within a specified time frame. Stock options can serve as a highly valuable tool to attract and retain top talent as they provide potential financial gain when the company's stock price rises over time. 2. Restricted Stock Units (RSS): RSS represent a promise to deliver a certain number of company shares to employees at a specified future date, subject to certain vesting conditions. Once the RSS vest, employees become actual shareholders and may benefit from any appreciation in the stock value. 3. Performance Stock Units (Plus): Plus are similar to RSS but are tied to the achievement of specific performance targets or goals set by the company. If these targets are met or exceeded, employees are entitled to receive a predetermined number of company shares. 4. Stock Appreciation Rights (SARS): SARS provide employees with the right to receive the increase in the value of a specific number of company shares over a predetermined period. Unlike stock options, SARS do not require employees to purchase shares but rather provide them with cash or additional shares equal to the increase in stock value. The Illinois Stock Option and Incentive Plan of Church Companies, Inc. aims to motivate employees by aligning their compensation with the company's performance and shareholders' value. By offering stock-based incentives, the company strives to create a sense of ownership and foster a long-term commitment among employees. It is important to note that while this description provides a general overview of the Illinois Stock Option and Incentive Plan, the specific details and terms of the plan may vary. Employees are advised to refer to the official plan documentation and consult with their employer or human resources department for accurate information regarding the plan's provisions and eligibility requirements.

The Illinois Stock Option and Incentive Plan of Church Companies, Inc. is a comprehensive program designed to attract, motivate, and retain talented employees by providing them with various stock-based incentives. This plan is specifically tailored to comply with the laws and regulations of the state of Illinois. Under the Illinois Stock Option and Incentive Plan, Church Companies, Inc. offers its employees the opportunity to acquire stock options or other equity-based awards. These incentives aim to align the interests of employees with those of the shareholders, fostering a shared commitment to the company's success and growth. The plan provides eligible employees with various types of stock options and awards, including: 1. Stock Options: This type of incentive allows employees to purchase company stock at a predetermined price, known as the exercise price, within a specified time frame. Stock options can serve as a highly valuable tool to attract and retain top talent as they provide potential financial gain when the company's stock price rises over time. 2. Restricted Stock Units (RSS): RSS represent a promise to deliver a certain number of company shares to employees at a specified future date, subject to certain vesting conditions. Once the RSS vest, employees become actual shareholders and may benefit from any appreciation in the stock value. 3. Performance Stock Units (Plus): Plus are similar to RSS but are tied to the achievement of specific performance targets or goals set by the company. If these targets are met or exceeded, employees are entitled to receive a predetermined number of company shares. 4. Stock Appreciation Rights (SARS): SARS provide employees with the right to receive the increase in the value of a specific number of company shares over a predetermined period. Unlike stock options, SARS do not require employees to purchase shares but rather provide them with cash or additional shares equal to the increase in stock value. The Illinois Stock Option and Incentive Plan of Church Companies, Inc. aims to motivate employees by aligning their compensation with the company's performance and shareholders' value. By offering stock-based incentives, the company strives to create a sense of ownership and foster a long-term commitment among employees. It is important to note that while this description provides a general overview of the Illinois Stock Option and Incentive Plan, the specific details and terms of the plan may vary. Employees are advised to refer to the official plan documentation and consult with their employer or human resources department for accurate information regarding the plan's provisions and eligibility requirements.