Oklahoma Share Appreciation Rights Plan with amendment

• Category: Corporations - Public - Stock Options
• State: Multi-State
• Control #: US-CC-18-400D
• Format: Word; Rich Text

Description

18-400D 18-400D . . . Share Appreciation Rights Plan under which stock option committee determines to whom units are awarded, number of units to be awarded and terms of such units. On grant date, committee assigns each unit a base value which cannot be less than market value of share of common stock on that date. Each award becomes exercisable with respect to 25% of units awarded on each of first four anniversaries of grant date, provided grantee has been continually employed full-time by corporation or subsidiary. Units may be exercised, to extent vested, at any time until five years after grant date. Upon exercise of vested units, grantee is entitled to receive net appreciation of such units in cash or in shares of common stock, as determined by committee The Oklahoma Share Appreciation Rights Plan (SHARP) with amendment is an incentive program employed by companies in Oklahoma to reward their employees. SHARP is a type of equity compensation plan that offers employees the opportunity to gain financial benefits based on the increase in the company's stock price over a specific period of time. Under the SHARP, employees are granted appreciation rights, also known as phantom stock options, which entitle them to receive cash payments equivalent to the appreciation in the company's stock value. These appreciation rights are typically granted in the form of units that represent a fixed cash value. The amendment to the Oklahoma Share Appreciation Rights Plan allows companies to modify certain terms and conditions of the plan to suit their specific requirements. This flexibility enables companies to tailor their SHARP to align with their business goals, industry practices, and the needs of their employees. There are various types of Oklahoma Share Appreciation Rights Plans with amendments that companies can adopt. Some common variations include performance-based SHARP, long-term SHARP, and restricted SHARP. Performance-based SHARP ties the appreciation rights to the achievement of specific performance goals or targets set by the company. This version of the plan incentivizes employees to contribute to the company's growth and success, as the increase in stock price and subsequent cash payout is directly linked to their individual and collective performance. Long-term SHARP, on the other hand, has a longer vesting period, often spanning several years. This type of plan encourages employee loyalty and retention by rewarding them after a significant period of service, thus providing an incentive for employees to remain with the company for the specified duration. The restricted SHARP is designed to retain key executives or top-performing employees. These plans typically have stringent eligibility criteria and are offered to a select group of individuals with certain performance or tenure requirements. Restricted SARS aim to reward employees who have demonstrated exceptional performance or possess unique skills vital to the company's success. In conclusion, the Oklahoma Share Appreciation Rights Plan with amendment provides Oklahoma-based companies with a customizable equity compensation program to motivate and reward employees. Companies can tailor different variations of the plan, such as performance-based, long-term, or restricted SARS, to suit their specific needs and goals, fostering a culture of employee engagement, loyalty, and performance.

The Oklahoma Share Appreciation Rights Plan (SHARP) with amendment is an incentive program employed by companies in Oklahoma to reward their employees. SHARP is a type of equity compensation plan that offers employees the opportunity to gain financial benefits based on the increase in the company's stock price over a specific period of time. Under the SHARP, employees are granted appreciation rights, also known as phantom stock options, which entitle them to receive cash payments equivalent to the appreciation in the company's stock value. These appreciation rights are typically granted in the form of units that represent a fixed cash value. The amendment to the Oklahoma Share Appreciation Rights Plan allows companies to modify certain terms and conditions of the plan to suit their specific requirements. This flexibility enables companies to tailor their SHARP to align with their business goals, industry practices, and the needs of their employees. There are various types of Oklahoma Share Appreciation Rights Plans with amendments that companies can adopt. Some common variations include performance-based SHARP, long-term SHARP, and restricted SHARP. Performance-based SHARP ties the appreciation rights to the achievement of specific performance goals or targets set by the company. This version of the plan incentivizes employees to contribute to the company's growth and success, as the increase in stock price and subsequent cash payout is directly linked to their individual and collective performance. Long-term SHARP, on the other hand, has a longer vesting period, often spanning several years. This type of plan encourages employee loyalty and retention by rewarding them after a significant period of service, thus providing an incentive for employees to remain with the company for the specified duration. The restricted SHARP is designed to retain key executives or top-performing employees. These plans typically have stringent eligibility criteria and are offered to a select group of individuals with certain performance or tenure requirements. Restricted SARS aim to reward employees who have demonstrated exceptional performance or possess unique skills vital to the company's success. In conclusion, the Oklahoma Share Appreciation Rights Plan with amendment provides Oklahoma-based companies with a customizable equity compensation program to motivate and reward employees. Companies can tailor different variations of the plan, such as performance-based, long-term, or restricted SARS, to suit their specific needs and goals, fostering a culture of employee engagement, loyalty, and performance.