20-174D 20-174D . . . Restricted Stock Incentive Plan under which Compensation Committee selects participants, determines number of shares of common stock covered by each grant, establishes appropriate performance measures, and chooses appropriate corporation peer group. The number of shares granted is equal to a percentage of participant's base salary for first calendar year of each three-year program. The base salary percentage target of first three-year grants range from 10% to 35%; maximum base salary grant permitted by Plan may not exceed 70% of participant's base salary. After end of a Performance Period, Committee determines adjustments, if any, that are required to be made to share grants for Performance Period based on actual results under Performance Measures (performance of corporation versus its peer group) for such Performance Period. After adjustments, restrictions on shares held by participant are lifted as to 1/3 on July 1 immediately following Performance Period and additional 1/3 increments on the first and second anniversaries of such July 1, provided participant is still employed by corporation on such date. If participant ceases to be employed by corporation before restrictions lapse on shares held by him or her, shares still subject to restrictions are immediately forfeited
Nevada Long Term Performance and Restricted Stock Incentive Plan of Ipalco Enterprises, Inc.
State:
Multi-State
Control #:
US-CC-20-174D
Format:
Word;
Rich Text
Instant download
Description
Free preview
How to fill out Long Term Performance And Restricted Stock Incentive Plan Of Ipalco Enterprises, Inc.?
If you wish to complete, download, or print lawful document themes, use US Legal Forms, the biggest variety of lawful forms, which can be found online. Take advantage of the site`s easy and hassle-free research to discover the documents you will need. Numerous themes for company and individual reasons are sorted by types and states, or keywords and phrases. Use US Legal Forms to discover the Nevada Long Term Performance and Restricted Stock Incentive Plan of Ipalco Enterprises, Inc. with a couple of clicks.
When you are previously a US Legal Forms customer, log in to the profile and click on the Obtain switch to have the Nevada Long Term Performance and Restricted Stock Incentive Plan of Ipalco Enterprises, Inc.. Also you can access forms you formerly delivered electronically inside the My Forms tab of your own profile.
Should you use US Legal Forms the very first time, refer to the instructions under:
- Step 1. Be sure you have chosen the form for your appropriate city/country.
- Step 2. Take advantage of the Preview option to look through the form`s articles. Don`t overlook to see the outline.
- Step 3. When you are unhappy using the form, take advantage of the Search field near the top of the monitor to discover other models from the lawful form format.
- Step 4. Upon having identified the form you will need, select the Buy now switch. Choose the rates program you choose and add your qualifications to sign up to have an profile.
- Step 5. Procedure the financial transaction. You should use your bank card or PayPal profile to finish the financial transaction.
- Step 6. Select the file format from the lawful form and download it in your product.
- Step 7. Full, modify and print or indication the Nevada Long Term Performance and Restricted Stock Incentive Plan of Ipalco Enterprises, Inc..
Each and every lawful document format you get is the one you have eternally. You may have acces to every form you delivered electronically with your acccount. Go through the My Forms section and select a form to print or download once more.
Be competitive and download, and print the Nevada Long Term Performance and Restricted Stock Incentive Plan of Ipalco Enterprises, Inc. with US Legal Forms. There are thousands of specialist and state-particular forms you can use for the company or individual requirements.
Form popularity
FAQ
The main difference between restricted stock and performance shares is that restricted stock is typically awarded to employees with the condition that they remain with the company for a certain period of time, while performance shares are awarded to employees based on the company's performance.
An example of a long-term incentive could be a cash plan, equity plan or share plan. A long-term incentive plan can typically run between three years and five years before the full benefit of the incentive is received by the employee.
If performance goals are satisfied, payment is generally made in shares of company stock (though they may also be settled in cash). The amount of shares earned and paid depends on the performance attained and the related number of performance shares earned.
RSUs offer employees the opportunity for financial gain if the company performs well and the stock price increases. Unlike traditional stock options, which may require employees to pay upfront to receive the actual stock, RSUs do not require employees to pay anything upfront to receive the stock.
In summary, RSUs in public companies offer more immediate liquidity, allowing employees to sell their shares as soon as they vest. On the other hand, private company RSUs involve waiting for specific events or finding a willing buyer to access the value of the shares.
Potential drawbacks of PSUs include complexity in design and administration, challenges in setting fair and achievable performance goals, volatility in payouts due to market and company conditions, and dilution of existing shareholders' ownership.
What are Performance Rights? Performance rights provide employees the right to acquire a ?free? ordinary share in the future, subject to the achievement of performance hurdles (e.g., company milestones, share price performance, ongoing employment) over a vesting period (e.g., three years).
What Is a Long-Term Incentive Plan? A long-term incentive plan (LTIP) is a company policy that rewards employees for reaching specific goals that lead to increased shareholder value. In a typical LTIP, the employee, usually an executive, must fulfill various conditions or requirements.