Target Bonus Contract Clauses (46)

Target Bonus. In addition to his Base Compensation, Executive shall be given the opportunity to earn an annual bonus (the "Bonus") of up to 25% of Base Compensation. The Bonus shall be earned by Executive upon the Company's achievement of performance milestones for a fiscal year (in each case, the "Target Year") to be mutually agreed upon by the Executive and the Board or its compensation committee within 90 days after the Effective Date; provided, however, that in the event the Board or its compensation comm...ittee in good faith extends such date, such extension shall not be considered a breach of this Agreement. In the event Executive is retained by the Company for less than the full Target Year for which a Bonus is earned pursuant to this Section 5, Executive shall be entitled to receive a pro-rated Bonus for such Target Year based on the number of days Executive was retained by the Company during such Target Year divided by 365. The determinations of the Board or its compensation committee with respect to Bonuses will be final and binding. View More

Target Bonus. (a) The Board has determined, and the Parties hereby agree, that for the Company's 2022 fiscal year, Executive's bonus targets and payments shall be as follows: (i) If the Company grows its net profits (excluding taxes) to at least $7,000,000 during the 2022 fiscal year, Executive will receive a bonus equal to 50% of Base Salary. (ii) If the Company grows its net profits (excluding taxes) to at least $8,500,000 during the 2022 fiscal year, Executive will receive a bonus equal to 100% of Base Sal...ary. (b) The satisfaction of the conditions set forth in Section 1(a)(i) and Section 1(a)(ii) shall be determined following the end of the 2022 fiscal year, and, for the avoidance of doubt, only one of the bonus amounts, if at all, as set forth in Section 1(a)(i) and Section 1(a)(ii) shall be payable. View More

Target Bonus. If a Participant moves to a position and/or responsibility level with a lower Target Bonus during a Plan Year, the Participant's Target Bonus will be reset at the lower level for the entire Plan Year.For any Participant who is a Section 16 Officer of Jazz Pharmaceuticals plc, the Board or the Compensation Committee will determine such Participant's Target Bonus for each Plan Year.

Target Bonus. The Company will assign to each Participant a target bonus expressed as a percentage of the Participant's earnings during the fiscal year as calculated by the Company. For this purpose, earnings refer to the base salary for exempt Employees. For non-exempt Employees earnings are regular, PTO, overtime, or double time earnings paid during the year. In the event an Employee experiences a change in position or target percentage during the year, a manual prorated calculation will be administered. Th...e target bonus percentage varies by level of responsibility within the Company. The Human Resources Department maintains the list of Participants and their target bonus percentages. Target bonus percentages for executive officers and other Participants who are members of the "Senior Leadership Team" as identified by the Compensation Committee of the Company's Board of Directors (the "Compensation Committee") will be established by the Compensation Committee. For cash Participants, the target bonus for each Participant (the "Target Bonus") is determined by multiplying the Employee's earnings during the fiscal year by the target bonus percentage. For equity Participants, the Target Bonus for each Participant is determined by multiplying the Employee's base salary as of the beginning of the fiscal year by the target bonus percentage. For Equity Participants who receive a STIP target change during the year, due to promotion or other reasoning, their Performance Shares will be pro-rated to account for the change in target. Similarly, Cash Participants who receive a STIP target change during the year, due to promotion or other reasoning, will have their STIP payout pro-rated based on the time worked while at each STIP target. Participants in the equity plan who begin employment after January 1, 2021 will have their PSU grant pro-rated based on how many days they are expected to work in the 2021 fiscal year based on their start date. An employees' target bonus payment is comprised of 2 main components. The first component, or corporate component, is dependent on Company Adjusted EBITDA and is 50% of the target bonus. An Employee may earn up to 200% payout with regards to the corporate component. The second component, or individual component is dependent on the achievement of the Employee's defined performance objectives for the 2021 year and is 50% of the target bonus. Based on his/her/their individual performance, an Employee may receive anywhere between 0-100% of the individual component payout. The individual component payout cannot exceed the corporate component payout. Additionally, if the Employee is recognized as a top performer by the Senior Leadership Team, the Employee may receive a discretionary amount that can bring his/her/their total payout to a maximum of 200% of target. View More

Target Bonus. Your new annual target MBO bonus is 90% of your base salary, or $315,900 ($78,975 per quarter). The achievement of your MBO bonus is subject to the terms and conditions of the Company's executive bonus plan. Any earned bonus will be paid quarterly, subject to standard withholding and deductions and paid in accordance with the Company's standard payroll policies. For Q3 of the current fiscal year, any earned bonus will be prorated for your service in this new role.