Incentivisation arrangements Sample Clauses

POPULAR SAMPLE Copied 1 times
Incentivisation arrangements. B▇▇▇▇ ▇▇▇▇▇ believes that the ongoing participation of senior management of the RPC Group is very important to the future success of the RPC Group. Accordingly, B▇▇▇▇ ▇▇▇▇▇ intends to put in place certain incentivisation arrangements for selected members of senior management of the RPC Group with effect from and/or following completion of the Acquisition. However, no discussions in relation to such arrangements have yet taken place.
View SourceView Similar (2)
Incentivisation arrangements. Bidco believes that the ongoing participation of senior management of the ADVANZ PHARMA Group is very important to the future success of the ADVANZ PHARMA Group. Accordingly, Bidco intends to put in place appropriate arrangements for selected members of senior management of the ADVANZ PHARMA Group following completion of the Acquisition. However, no discussions in relation to such arrangements have yet taken place.
View SourceView Similar (2)
Incentivisation arrangements. The Consortium believes that the ongoing participation of senior management of Globalworth is important to Globalworth going forward. Therefore, proposals regarding incentivisation arrangements for management and employees of the Globalworth Group may be considered, following completion of the proposed Offer. However, no discussions relating to such incentivisation arrangements have yet taken place, and no decision has been made by the Consortium with regards to the ongoing participation of senior management of Globalworth.
View SourceView Similar (2)
Incentivisation arrangements. CareTech currently operates a tax-advantaged and non-tax-advantaged discretionary company share option plan (the "CSOP") and a tax-advantaged all-employee save-as- you-earn share option scheme (the "Sharesave Scheme" and together with the CSOP, the "CareTech Option Schemes"). The CareTech Option Schemes are operated for the benefit of selected and eligible employees within the CareTech Group. From Completion, all employees within the Enlarged Group shall be eligible to be invited to participate in the CareTech Option Schemes in respect of any future grant, subject to (in the case of the CSOP) the discretion of the remuneration committee of the Board of CareTech and the satisfaction of any eligibility criteria which must be satisfied under the CareTech Option Schemes. Following Completion, CareTech intends to review the management, governance and incentive structure of CareTech. CareTech has not entered into, and has not had discussions on proposals to enter into, any form of incentivisation arrangements with members of Cambian's management, but may put in place incentive arrangements for certain members of the Cambian management team before and/or following Completion. The headquarters of CareTech will be retained as the headquarters of the Enlarged Group. It is intended that in due course that the current headquarters of Cambian will be vacated. CareTech has no intention to change any of the other principal locations of the Cambian Group's business nor to redeploy any of the fixed assets of the Cambian Group. Cambian does not operate a research and development function, so CareTech is making no statement in this regard under Rule 24.2(a)(i) of the Takeover Code.
View Source
Incentivisation arrangements. Cisco wishes to ensure strong business momentum through retention and to ensure that IMImobile employees are fairly treated. Accordingly, ▇▇▇▇▇ has agreed retention arrangements for the Executive IMImobile Directors, each of which is conditional on completion of the Offer. The relevant details are as follows: (a) ▇▇▇ ▇▇▇▇▇, Group Chief Executive Officer of IMImobile, will enter into a new service agreement, pursuant to which he will continue to receive his current base salary of £300,000 per annum; (b) ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇, Group Chief Financial Officer of IMImobile, will enter into a new service agreement, pursuant to which he will receive a base salary of £200,000 per annum and, for the first two years following the Effective Date, an annual bridging payment of £60,000 (payable in instalments); and (c) ▇▇▇▇▇▇▇▇▇▇▇ ▇▇▇▇, Group Chief Technical Officer of IMImobile, will enter into a new service agreement, pursuant to which he will receive a base salary of INR9,000,000 per annum. After the Effective Date, each of the Executive IMImobile Directors will be eligible to participate in Cisco’s standard annual cash incentive plans that are applicable to others at the same positions and levels within Cisco. In addition, after the Effective Date, the Executive IMImobile Directors will be eligible to receive Cisco equity incentive grants in the ordinary course. In addition, ▇▇▇▇▇ and the Executive IMImobile Directors have agreed to the following retention arrangements, subject to continued employment (the Executive Retention Arrangements): (a) ▇▇▇ ▇▇▇▇▇ will receive a cash payment of USD3,000,000 from Cisco, payable in the following instalments: (i) USD1,000,000 payable on the first anniversary of the Effective Date; and (ii) the remaining USD2,000,000 payable in equal quarterly instalments over the two year period commencing on the first anniversary of the Effective Date; (b) ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ will receive a cash payment of USD1,500,000 from Cisco, payable in the following instalments: (i) USD500,000 payable on the first anniversary of the Effective Date; and (ii) the remaining USD1,000,000 payable in equal quarterly instalments over the three year period commencing on the first anniversary of the Effective Date; and (c) ▇▇▇▇▇▇▇▇▇▇▇ ▇▇▇▇ will receive a cash payment of USD500,000 from Cisco, payable on the first anniversary of the Effective Date. The Executive Retention Arrangements are subject to standard leaver terms. Other than as set out above, ▇▇▇▇▇ has not entere...
View Source

Related to Incentivisation arrangements

  • Compensation Arrangements (a) Following receipt of an RoU Claim Notice in respect of a Type 2 Restriction of Use, Network Rail and the Train Operator shall (if they have not already done so) commence negotiations in respect of the RoU Direct Costs compensation to be paid by one party to the other in respect of such Type 2 Restriction of Use and, subject to paragraph 10, shall continue such negotiations in good faith until they are concluded. (b) Once the compensation referred to in paragraph 6.1(a) has been agreed or determined (and has been compared against any amounts calculated under paragraph 4 together with any other amounts paid or due to the Train Operator from Network Rail in relation to such Restriction of Use) then, in the event of: (i) a shortfall for the Train Operator, the compensation to be paid by Network Rail to the Train Operator shall be the full amount of the RoU Direct Costs actually incurred by the Train Operator less any amounts calculated under paragraph 4 which have already been paid or are due for such Restriction of Use and any other amounts in respect of any RoU Direct Costs received by the Train Operator from Network Rail in respect of such Restriction of Use; or (ii) an overpayment by Network Rail to the Train Operator, the compensation to be paid by the Train Operator to Network Rail shall be the difference between the amount received by the Train Operator which was calculated under paragraph 4 and the RoU Direct Costs actually incurred by the Train Operator in respect of such Restriction of Use. (c) Network Rail shall include in the statement provided by it in respect of each Period under paragraph 13.1(a) details of the compensation agreed or determined under this paragraph 6 and paragraph 10 to be payable in respect of any Type 2 Restriction of Use taken in that Period and that compensation shall be due and payable by the relevant party to the other in accordance with paragraph 13.1.

  • Implementation Arrangements Institutional Arrangements

  • Flexibility Arrangements 10.1 The Employer and an Employee may agree to make an individual flexibility arrangement to vary a term of the Agreement if the arrangement: (a) only varies the effect of (i) clause 47 Parental Leave (ii) clause 44 Compassionate Leave (iii) clause 46 Jury Service (b) meets the genuine needs of the Employer and Employee in relation to the matter mentioned in clause 10.1 (a) above: (i) is genuinely agreed to by the Employer and Employee; and (ii) is not inconsistent with section 55 of the Fair Work Act. 10.2 The Employer must ensure that the terms of the individual flexibility arrangement: (a) are about permitted matters under section 172 of the Fair Work Act; (b) are not unlawful terms under section 194 of the Fair Work Act; and (c) result in the Employee being better off overall than the Employee would be if no arrangement was made. 10.3 The Employer must ensure that the terms of the individual flexibility arrangement: (a) is in writing; (b) includes the name of the Employer and the Employee; (c) is signed by the Employer and the Employee (if the Employee is under the age of 18, signed by a parent or guardian of the Employee; (d) includes details of: (i) the terms of this Agreement that will be varied by the arrangement; (ii) how the arrangement will vary the effect of the terms; (iii) how the Employee will be better off overall in relation to the terms and conditions of his or her employment as a result of the arrangement; and (iv) states the day on which the arrangement commences. 10.4 The Employer must give the Employee a copy of the individual flexibility arrangement within fourteen (14) days. 10.5 Upon request by the relevant Employee/s, the Employer must provide copies of all flexibility arrangements made under this clause to the Union/Union Delegate/Employee Representative. 10.6 The Employer or Employee may terminate the individual flexibility arrangement by giving not more than twenty-eight (28) days’ written notice to the other Party to the arrangement; or if the Employer and Employee agree in writing at any time.

  • Employment Arrangements Section 3.15 of the Diablo Disclosure Schedule contains a true, accurate and complete list of all Diablo employees involved in the ownership or operation of the Diablo Assets or the conduct of the Diablo Business (the "Diablo Employees"), together with each such employee's title or the capacity in which he or she is employed and the basis for each such employee's compensation. Diablo has no obligation or liability, contingent or other, under any Employment Arrangement with any Diablo Employee, other than those listed or described in Section 3.15 of the Diablo Disclosure Schedule. Except as described in Section 3.15 of the Diablo Disclosure Schedule, (i) none of the Diablo Employees is now, or, to Diablo's knowledge, since January 1, 1993, has been, represented by any labor union or other employee collective bargaining organization, and Diablo is not, and has never been, a party to any labor or other collective bargaining agreement with respect to any of the Diablo Employees, (ii) there are no pending grievances, disputes or controversies with any union or any other employee or collective bargaining organization of such employees, or threats of strikes, work stoppages or slowdowns or any pending demands for collective bargaining by any such union or other organization, (iii) neither Diablo nor any of such employees is now, or, to Diablo's knowledge, has since January 1, 1993 been, subject to or involved in or, to Diablo's knowledge, threatened with, any union elections, petitions therefore or other organizational or recruiting activities, in each case with respect to the Diablo Employees and (iv) none of the Diablo Employees has notified Diablo in writing that he or she does not intend to continue employment with Diablo until the Closing or with ATS following the Closing. Diablo has performed in all material respects all obligations required to be performed under all Employment Arrangements and is not in material breach or violation of or in material default or arrears under any of the terms, provisions or conditions thereof.

  • Transitional Arrangements 1. Subject to the provisions of paragraphs 2, 3 and 4, no Member shall be obliged to apply the provisions of this Agreement before the expiry of a general period of one year following the date of entry into force of the WTO Agreement. 2. A developing country Member is entitled to delay for a further period of four years the date of application, as defined in paragraph 1, of the provisions of this Agreement other than Articles 3, 4 and 5. 3. Any other Member which is in the process of transformation from a centrally-planned into a market, free-enterprise economy and which is undertaking structural reform of its intellectual property system and facing special problems in the preparation and implementation of intellectual property laws and regulations, may also benefit from a period of delay as foreseen in paragraph 2. 4. To the extent that a developing country Member is obliged by this Agreement to extend product patent protection to areas of technology not so protectable in its territory on the general date of application of this Agreement for that Member, as defined in paragraph 2, it may delay the application of the provisions on product patents of Section 5 of Part II to such areas of technology for an additional period of five years. 5. A Member availing itself of a transitional period under paragraphs 1, 2, 3 or 4 shall ensure that any changes in its laws, regulations and practice made during that period do not result in a lesser degree of consistency with the provisions of this Agreement.