The Ohio Stock Option and Long Term Incentive Plan is a comprehensive compensation program specifically designed for employees of Golf Technology Holding, Inc., a leading provider of innovative golf technology solutions. This plan aims to motivate and reward employees by offering them lucrative stock options and long-term incentives based on their performance and contributions to the company's growth. Key Features: 1. Stock Options: The Ohio Stock Option and Long Term Incentive Plan include various types of stock options that provide employees with the right to purchase a specified number of the company's shares at a predetermined price within a certain time frame. These options are granted as part of the employees' compensation package and serve as a valuable investment opportunity. 2. Long-Term Incentives: Apart from stock options, the plan also offers long-term incentives to eligible employees. These incentives are typically performance-based and include grants of restricted stock units (RSS), performance shares, or performance cash awards. They provide employees with additional opportunities to share in the company's success and align their interests with long-term shareholder value creation. 3. Vesting Schedule: The Ohio Stock Option and Long Term Incentive Plan feature a vesting schedule, determining the timeline and conditions under which employees can exercise their stock options or receive their long-term incentives. This schedule encourages employees to remain with the company for an extended period, fostering loyalty and dedication. 4. Performance Criteria: To earn stock options or long-term incentives, employees must meet certain performance criteria established by Golf Technology Holding, Inc. These criteria may include individual performance goals, team objectives, financial targets, or other metrics directly tied to the company's strategic objectives. By linking rewards to performance, this plan promotes a culture of meritocracy and encourages employees to go the extra mile in achieving exceptional results. Types of Plans: 1. Employee Stock Option Plan (ESOP): This plan specifically focuses on granting stock options to eligible employees, allowing them to purchase company shares at a predetermined price over a defined period. Sops provide employees with an opportunity to become shareholders and benefit from the company's future growth potential. 2. Long-Term Incentive Plan: This plan encompasses a range of long-term incentives, such as RSS, performance shares, and performance cash awards. It offers employees additional avenues to earn rewards beyond stock options, further motivating them to contribute to the company's performance and success. In summary, the Ohio Stock Option and Long Term Incentive Plan of Golf Technology Holding, Inc. offers employees stock options and long-term incentives as a means to reward and retain talent. By aligning employee interests with those of the company, this comprehensive compensation program fosters a culture of performance, innovation, and long-term value creation.
Ohio Stock Option and Long Term Incentive Plan of Golf Technology Holding, Inc.
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A company can choose to grant equity based on a predefined value on the grant date or predefined number of shares (the former is more popular). Unlike an appreciation-based award, a restricted stock will still have value upon vesting even if the per-stock value decreases.
Stock options are another type of LTIP. After a set length of employment, workers may be able to purchase company stock at a discount while the employer pays the balance. The worker's seniority in the organization increases with the percentage of shares owned.
Long-term incentives are earned based on the achievement of goals over a longer period of time. The goals may be based on stock price or business performance. It's important to take a holistic approach to compensation ? if it's short- or long-term, cash vs.
Through LTIPs, a new long-term incentive can be granted to an employee every year, rather than a one-time incentive, similar to a holiday bonus.
An incentive stock option (ISO) is a corporate benefit that gives an employee the right to buy shares of company stock at a discounted price with the added benefit of possible tax breaks on the profit.
LTI are typically granted with what is known as a vesting period. What this means is that grantees are conditionally granted equity, but they do not actually own it until the vesting period expires.