King Washington Long Term Performance and Restricted Stock Incentive Plan of Ipalco Enterprises, Inc.

• Category: Corporations - Public - Incentive Compensation Plans
• State: Multi-State
• County: King
• Control #: US-CC-20-174D
• Format: Word; Rich Text

Description

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 The King Washington Long Term Performance and Restricted Stock Incentive Plan is a comprehensive compensation program offered by INALCOL Enterprises, Inc. It aims to attract, motivate, and retain top-tier executives through performance-based rewards and equity incentives. This plan consists of multiple types, including the following: 1. King Washington Long Term Performance Plan: This branch of the incentive plan is designed to align the interests of executives with the long-term success of INALCOL Enterprises, Inc. It rewards executives based on the achievement of predetermined performance goals over an extended period. These goals are typically related to financial metrics, such as revenue growth, profitability, and shareholder value. 2. King Washington Restricted Stock Incentive Plan: The restricted stock component of the King Washington plan provides executives with an opportunity to own company shares, thereby sharing in its success. Under this plan, eligible executives receive restricted stock units (RSS) that vest over a specific period. Once vested, executives have the right to receive company shares or their cash value. The King Washington Long Term Performance and Restricted Stock Incentive Plan aims to ensure that executives are incentivized to make decisions that drive long-term value and enhance the company's competitive position. By aligning executive compensation with company performance, this plan encourages executives to take a more shareholder-centric approach, ultimately benefiting both the organization and its investors. Executives participating in this plan must meet certain eligibility criteria, such as position, tenure, and performance expectations. The specific terms and conditions of the plan, including the performance goals, vesting schedules, and requirement for continued employment, are outlined in the plan documents provided by INALCOL Enterprises, Inc. In conclusion, the King Washington Long Term Performance and Restricted Stock Incentive Plan offered by INALCOL Enterprises, Inc. encompasses various types, including the Long Term Performance Plan and the Restricted Stock Incentive Plan. These components aim to motivate and retain top executives by rewarding them with performance-based incentives and equity ownership, aligning their interests with the long-term success of the organization.

The King Washington Long Term Performance and Restricted Stock Incentive Plan is a comprehensive compensation program offered by INALCOL Enterprises, Inc. It aims to attract, motivate, and retain top-tier executives through performance-based rewards and equity incentives. This plan consists of multiple types, including the following: 1. King Washington Long Term Performance Plan: This branch of the incentive plan is designed to align the interests of executives with the long-term success of INALCOL Enterprises, Inc. It rewards executives based on the achievement of predetermined performance goals over an extended period. These goals are typically related to financial metrics, such as revenue growth, profitability, and shareholder value. 2. King Washington Restricted Stock Incentive Plan: The restricted stock component of the King Washington plan provides executives with an opportunity to own company shares, thereby sharing in its success. Under this plan, eligible executives receive restricted stock units (RSS) that vest over a specific period. Once vested, executives have the right to receive company shares or their cash value. The King Washington Long Term Performance and Restricted Stock Incentive Plan aims to ensure that executives are incentivized to make decisions that drive long-term value and enhance the company's competitive position. By aligning executive compensation with company performance, this plan encourages executives to take a more shareholder-centric approach, ultimately benefiting both the organization and its investors. Executives participating in this plan must meet certain eligibility criteria, such as position, tenure, and performance expectations. The specific terms and conditions of the plan, including the performance goals, vesting schedules, and requirement for continued employment, are outlined in the plan documents provided by INALCOL Enterprises, Inc. In conclusion, the King Washington Long Term Performance and Restricted Stock Incentive Plan offered by INALCOL Enterprises, Inc. encompasses various types, including the Long Term Performance Plan and the Restricted Stock Incentive Plan. These components aim to motivate and retain top executives by rewarding them with performance-based incentives and equity ownership, aligning their interests with the long-term success of the organization.