Orange California Executive Stock Incentive Plan of Octo Limited

Name: Orange California Executive Stock Incentive Plan of Octo Limited
Brand: US Legal Forms
Rating: 4.81 (270 reviews)

Category:

Corporations - Public - Incentive Compensation Plans

State:

Multi-State

County:

Orange

Control #:

US-CC-20-225

Format:

Instant download

Description

20-225 20-225 . . . Stock Incentive Plan under which corporation makes contributions to Stock Plan (to an independent trustee) in form of cash and common stock. All cash received by Trust is used to purchase common stock of corporation, either from corporation or on open market. At end of each year, committee designates participants in Stock Plan and allocates among them contributions for such year in such proportions as committee determines. Each participant is credited with his share of income and charged with his share of expenses of Trust for each year

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Executive compensation, also known as executive pay, refers to remuneration packages specifically designed for business leaders, senior management and executive-level employees of a company. Executive compensation includes benefits such as salaries, perks, incentives, insurances etc.

(SEDAR is the official site that provides access to most public securities documents and information filed by public companies and investment funds with the Canadian Securities Administrators.) The salary figures can be found in the Management Information Circular of each individual company.

For example, a company could hire an employee for $50,000 per year on a salary basis, meaning that they are not eligible to earn overtime. They could also hire an employee at a lower hourly rate of about $22 per hour, but offer overtime for additional hours worked.

Provide crystal clear rules. Employees on commission or stringent merit increases appreciate a simplified pay structure. Making sure that the employee understands their pay structure (whether multi-faceted or not) is the key to keeping your team motivated and trusting. Make sure goals are achievable.

Here is a step-by-step guide for how to design an executive compensation plan: Decide who may develop the plan. Many organizational boards create a compensation committee to be in charge of the creation of executive compensation plans.Collect and analyze market data.Think about company goals.Develop a plan and revise.

A typical executive compensation package consists of five components: base pay; health and retirement benefits; fringe benefits; short-term incentives; and long-term incentives.

How to create a compensation plan Develop a compensation philosophy.Gather relevant data from multiple sources.Benchmarking external to internal positions.Create a job description for each position.Develop the pay structure.Establish the cost of the pay structure.Document the compensation plan.

Designing an effective executive compensation plan requires organizations to balance shareholder alignment, performance-based pay, recruitment and retention, and the assessment of cost versus perceived value. A long-term compensation plan with performance-based incentive vehicles can help achieve that balance.

The test of a good compensation plan is that the incentive part measures no more than two to four performance factors, and all employees can accurately explain the plan in the time it takes to walk from the front door of your office building to your receptionist's desk.

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Orange California Executive Stock Incentive Plan of Octo Limited

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