Officer) or the Departments actual business results measured against the goals set by the Department (for all other bands).
Annual Bonus Amount 50,000 X 5 X 100 X 115 2,875.00, in this example, the total bonus equals.75 of eligible earnings.Payment of bonuses awarded under this Plan shall be made no later than lombardi's pizza parx casino March 15 of the year following the Plan Year in which the services relating to such bonus award were rendered.If the Employee is paid for part of the leave through PTO or other eligible accrued form of income, (not including STD or workers compensation payments this income will be included in the base salary calculation.And the employee regarding the subject matter of this Plan and supersedes all prior compensation or incentive plans or any written or verbal representations regarding the subject matter of this Plan.Individual performance factor is based on the manager's evaluation of the participant's performance and contribution for the fiscal year.The Senior Human Resources Officer may grant exceptions to the above eligibility criteria for non-executive employees who have worked through the end of the third quarter of a Plan Year provided however any bonus so awarded may not exceed 25,000.2, employees who do not work a full Plan Year because they were out of work on an approved leave of absence for part of the plan year will be paid any bonus on a pro rata basis by calculating the bonus based on the.Any such change must be in writing and approved by the Compensation Committee of the Board of Directors.Annual Target, bonus ( of base salary percentage of Bonus, related to Business, performance (either.
EX-10.57 3 m annual employee bonus plan.
If actual results deviate from established business goals, then the bonus payout amounts will be determined as follows.
The assigned factor may also be a zero resulting in no bonus based on the manager's evaluation of performance and contribution.First Name last Name job Title company.This Plan shall not be construed to create a contract of employment for a specified period of time between RedEnvelope, Inc.Employment AT will: The employment of all Plan participants at RedEnvelope is for an indefinite period of time and is terminable at any time by either party, with or without cause being shown or advance notice by either party.The Company will not impose any other material restrictions (other than those set out in the 1999 Restricted Stock Plan or required by law) or forfeiture provisions, including no forfeiture provisions applicable to termination of employment except in the case of termination during the two-year.The net income target must be achieved for any bonus to be paid.The business and individual performance goals are intended to be reasonable stretch goals.The employee achieves an individual performance appraisal.3.Each employee is assigned a target bonus.The impact of actual business or individual performance during the Plan Year on the bonus paid varies between positions, with the bonus for the Company officers being more dependant upon overall Company performance, while the bonuses for management and non-management employees being more dependant upon.Entire agreement: This Plan is the entire agreement between RedEnvelope, Inc.The assessment of individual performance goals will be accomplished through the employees annual performance rating.