Nebraska Long Term Compensation Plan of Pulte Corp.

• Category: Corporations - Public - Incentive Compensation Plans
• State: Multi-State
• Control #: US-CC-20-114
• Format: Word; Rich Text

Description

20-114 20-114 . . . Long Term Compensation Plan under which the Compensation Committee determines which key employees are eligible to participate and sets target cash compensation for each participant. which is based upon pre-established objective performance goals that use one or more business criteria including: average return on equity, average return on invested capital, pre-tax income and target business mix. A different formula is used for each group of employees such as key home office employees and key field employees The Nebraska Long Term Compensation Plan of Pulse Corp. is an employee benefit program that offers attractive rewards and incentives to eligible employees of Pulse Corp. based in Nebraska. This plan aims to provide long-term financial security and recognition to individuals who contribute significantly to the company's success and growth. The Nebraska Long Term Compensation Plan consists of various components designed to reward employees for their commitment, dedication, and exceptional performance. It typically includes stock options, restricted stock units (RSS), performance-based cash bonuses, and employee stock purchase plans (ESPN). Stock options are a key feature of this compensation plan, granting eligible employees the right to purchase shares of Pulse Corp.'s stock at a specified price (the exercise or strike price) within a predetermined time frame. This option allows employees to benefit from the potential increase in the company's stock value over time. By exercising the options, employees can purchase the stocks at a lower price than the current market value. Restricted stock units (RSS) are another component of the Nebraska Long Term Compensation Plan. RSS are awards given to eligible employees, representing a specific number of shares of Pulse Corp.'s stock. However, these stocks are subject to a vesting period or certain performance criteria. Once vested, employees can sell the stocks at the prevailing market price or keep them as an investment. Performance-based cash bonuses reward employees based on the achievement of predetermined goals or metrics set by Pulse Corp. The bonus amount is typically a percentage of the employee's base salary, which can vary based on the level of performance achieved by the individual or the company as a whole. Employee stock purchase plans (ESPN) are designed to provide eligible employees with an opportunity to purchase Pulse Corp.'s stock at a discounted price. Through regular payroll deductions, employees contribute a specified amount towards purchasing company stocks, usually at a predetermined discount rate. These various components of the Nebraska Long Term Compensation Plan strive to align the interests of the employees with the long-term success of Pulse Corp. It promotes employee retention, motivation, and loyalty, as individuals have a financial stake in the company's performance and growth. It's important to note that specific details, eligibility criteria, and variations of the Nebraska Long Term Compensation Plan may exist based on individual circumstances, employee positions, length of service, and other factors determined by Pulse Corp. Therefore, it is advisable for employees to refer to their employment agreements or consult with the company's HR department for comprehensive information on the plan that pertains to their specific situation.

The Nebraska Long Term Compensation Plan of Pulse Corp. is an employee benefit program that offers attractive rewards and incentives to eligible employees of Pulse Corp. based in Nebraska. This plan aims to provide long-term financial security and recognition to individuals who contribute significantly to the company's success and growth. The Nebraska Long Term Compensation Plan consists of various components designed to reward employees for their commitment, dedication, and exceptional performance. It typically includes stock options, restricted stock units (RSS), performance-based cash bonuses, and employee stock purchase plans (ESPN). Stock options are a key feature of this compensation plan, granting eligible employees the right to purchase shares of Pulse Corp.'s stock at a specified price (the exercise or strike price) within a predetermined time frame. This option allows employees to benefit from the potential increase in the company's stock value over time. By exercising the options, employees can purchase the stocks at a lower price than the current market value. Restricted stock units (RSS) are another component of the Nebraska Long Term Compensation Plan. RSS are awards given to eligible employees, representing a specific number of shares of Pulse Corp.'s stock. However, these stocks are subject to a vesting period or certain performance criteria. Once vested, employees can sell the stocks at the prevailing market price or keep them as an investment. Performance-based cash bonuses reward employees based on the achievement of predetermined goals or metrics set by Pulse Corp. The bonus amount is typically a percentage of the employee's base salary, which can vary based on the level of performance achieved by the individual or the company as a whole. Employee stock purchase plans (ESPN) are designed to provide eligible employees with an opportunity to purchase Pulse Corp.'s stock at a discounted price. Through regular payroll deductions, employees contribute a specified amount towards purchasing company stocks, usually at a predetermined discount rate. These various components of the Nebraska Long Term Compensation Plan strive to align the interests of the employees with the long-term success of Pulse Corp. It promotes employee retention, motivation, and loyalty, as individuals have a financial stake in the company's performance and growth. It's important to note that specific details, eligibility criteria, and variations of the Nebraska Long Term Compensation Plan may exist based on individual circumstances, employee positions, length of service, and other factors determined by Pulse Corp. Therefore, it is advisable for employees to refer to their employment agreements or consult with the company's HR department for comprehensive information on the plan that pertains to their specific situation.