Document:

Exhibit 10.1

 

RESTRICED STOCK UNIT AWARD NOTICE

NAME

ADDRESS

ADDRESS

Pursuant to the terms and conditions of the Haverty Furniture Companies, Inc. 2014 Long-Term Incentive Plan (the "Plan"), on January 30, 2018, you were granted a restricted stock unit award ("RSU") in the amount of <number awarded> units.  Each RSU is equivalent to one share of common stock upon vesting.

Subject to your continued employment with the Company, your award will vest over four years in accordance with the following schedule:

25% vest on May 8, 2019

25% vest on May 8, 2020

25% vest on May 8, 2021

25% vest on May 8, 2022

Until vested, the units represented by this award are not entitled to receive cash dividends and do not have the right to vote. This award will vest immediately upon a change in control, death or permanent and total disability as defined in Section 2 of the Plan.  Awards not vested at retirement will be forfeited. Please consult the 2014 Long-Term Incentive Plan Prospectus for a complete understanding of Havertys' equity award program.

This is a summary of the award.  The grant agreement and Plan Prospectus are the authoritative source for all questions on awards made under the Plan.Exhibit 10.2

 

 

PERFORMANCE CONTINGENT RESTRICTED STOCK UNITS – EBITDA – AWARD NOTICE

«FIRST_NAME» «MIDDLE_NAME». «LAST_NAME»

«HOME_STREET»

«HOME_CITY», «HOME_PROVINCE»«HOME_POSTAL_CODE»

Pursuant to the terms and conditions of the Haverty Furniture Companies, Inc. 2014 Long-Term Incentive Plan (the "Plan"), you have been granted Performance Restricted Stock Units (PRSUs) based on EBITDA.  The general terms of this grant of PRSUs are outlined below.

 

 

 

Grant Date:                                      January 30, 2018

Performance Period:                       January 1 – December 31, 2018

Target Number of PRSUs:            «number_awarded»

Performance Measure:                    EBITDA

Vesting Date:                                   February 28, 2021

 

The actual number of PRSUs that can become vested is based on achieving the level of EBITDA during the Performance Period as noted below:

 

 

	
Performance Level*

	 	
% Target EBITDA

	 	
EBITDA ($ in millions)

	 	
% Target Shares Earned

	 	 	 
	 	 	 	 	 	 	 	 	 	 
	
Outstanding

	 	
125%

120%

110%

	 	
$XXX

$XXX

$XXX

	 	
175%

160%

130%

	 	 	 
	 	 	 	 	 	 	 	 	 	 
	
Target

	 	
100%

90%

	 	
$XXX

$XXX

	 	
100%

70%

	 	 	 
	 	 	 	 	 	 	 	 	 	 
	
Threshold

	 	
80%

	 	
$XXX

	 	
40%

	 	 	 
	 	 	 	 	 	 	 	 	 	 
	
Below Threshold

	 	
< 80%

	 	
        < $XXX

	 	
0%

	 	 	 

  

 

	
*

	
Straight-line interpolation will apply to performance levels between the ones shown.

Each PRSU is equivalent to one share of common stock upon vesting.

Until vested, the units represented by this award are not entitled to receive cash dividends and do not have the right to vote. This award will vest immediately upon a change in control, death or disability as defined in Section 2 of the Plan.  If you leave Havertys, other than in the case of death, disability or retirement, unvested awards are forfeited.  Except as the Compensation Committee may at any time otherwise provide in their sole discretion or as required to comply with applicable law, units not vested at retirement will vest on the Vesting Date as outlined in the grant agreement.  Retirement shall mean voluntary retirement from Havertys, on or after age 65, upon written notice from you to the Company that you are permanently retiring from the Company and the retail furniture industry.  Please consult the 2014 Long-Term Incentive Plan Prospectus for a complete understanding of Havertys' equity award program.

This is a summary of the award.  The grant agreement and Plan Prospectus are the authoritative source for all questions on awards made under the Plan.Exhibit 10.3

 

PERFORMANCE CONTINGENT RESTRICTED STOCK UNITS – SALES – AWARD NOTICE

«FIRST_NAME» «MIDDLE_NAME». «LAST_NAME»

«HOME_STREET»

«HOME_CITY», «HOME_PROVINCE»«HOME_POSTAL_CODE»

Pursuant to the terms and conditions of the Haverty Furniture Companies, Inc. 2014 Long-Term Incentive Plan (the "Plan"), you have been granted Performance Restricted Stock Units (PRSUs) based on sales.  The general terms of this grant of PRSUs are outlined below.

 

 

Grant Date:                                January 30, 2018

Performance Period:                 January 1 – December 31, 2018

Target Number of PRSUs:      «number_awarded»

Performance Measure:             Total Sales

Vesting Date:                             February 28, 2021

 

 

The actual number of PRSUs that can become vested is based on achieving the level of total sales during the Performance Period as noted below:

 

 

	
 

 

Performance Level*

	 	
Target

% Increase

Total Sales

	 	
Target

Total Sales

($ in millions)

	 	
% Target

Shares

Earned

	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	
Outstanding

	 	
XX%

XX%

XX%

XX%

	 	
> XX%

XX%

XX%

XX%

	 	
XXX

XXX

XXX

XXX

	 	
> XXX

XXX

XXX

XXX

	 	
120%

115%

110%

105%

	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	
Target

	 	
XX%

XX%

XX%

XX%

	 	
XX%

XX%

XX%

XX%

	 	
XXX

XXX

XXX

XXX

	 	
XXX

XXX

XXX

XXX

	 	
100%

85%

70%

55%

	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	
Threshold

	 	
XX%

	 	
XX%

	 	
XXX

	 	
XXX

	 	
40%

	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	
Below Threshold

	 	
< XX%

	 	
< XX%

	 	
<XXX

	 	
< XXX

	 	
0%

	 	 	 

  

Each PRSU is equivalent to one share of common stock upon vesting.

Until vested, the units represented by this award are not entitled to receive cash dividends and do not have the right to vote. This award will vest immediately upon a change in control, death or disability as defined in Section 2 of the Plan.  If you leave Havertys, other than in the case of death, disability or retirement, unvested awards are forfeited.  Except as the Compensation Committee may at any time otherwise provide in their sole discretion or as required to comply with applicable law, units not vested at retirement will vest on the Vesting Date as outlined in the grant agreement.  Retirement shall mean voluntary retirement from Havertys, on or after age 65, upon written notice from you to the Company that you are permanently retiring from the Company and the retail furniture industry.  Please consult the 2014 Long-Term Incentive Plan Prospectus for a complete understanding of Havertys' equity award program.

This is a summary of the award.  The grant agreement and Plan Prospectus are the authoritative source for all questions on awards made under the Plan.Exhibit 10.1

 

2018 CASH INCENTIVE PLAN

 

Purpose:

 

The terms of the 2018 Cash Incentive Plan (the “Plan”) have been established to reward the executives and other employees of Rigel Pharmaceuticals, Inc. (the “Company”) for assisting the Company in achieving its operational goals through exemplary performance. Under the Plan, cash bonuses, if any, will be based on both the achievement of corporate goals and a review of personal performance, which is determined at the discretion of the Compensation Committee of the Board of Directors (the “Compensation Committee”) and/or the Board of Directors (the “Board”).  The overarching intent in setting and achieving the goals is to build long-term shareholder value.

 

Determination of 2018 Cash Bonuses:

 

Target bonuses for participants in the Plan will range from 5% to 60% of such recipient’s 2018 base salary, with a range for executives of 40% to 60% of such executive’s 2018 base salary. The maximum bonus that a participant will be eligible to receive is 120% of such participant’s 2018 base salary and in no event will a bonus be paid later than March 15 of the year following the year in which the bonus was earned. The objective Company performance goals for each participant will be based on meeting certain goals with respect to the Company’s financial and operational performance: launching of and achieving product uptake for fostamatinib (weighted at 60%), advancing fostamatinib for use in other indications, such as AIHA (weighted at 15%), expanding the Company’s pipeline (weighted at 10%), expanding available markets for fostamatinib and maintaining a viable cash position for the Company at December 31, 2018 (weighted at 15%), as well as other Company performance goals to be determined by the Compensation Committee. The Board and Compensation Committee reserve the right to modify these goals and criteria at any time or to grant bonuses to the participants even if the performance goals are not met, as well as to withhold bonuses if a minimum threshold of 40% of the goals are not met.Exhibit

Exhibit 10.1
	
			
	 
	 
	

	 
	Chevron Corporation
Long-Term Incentive Plan Award
Non-Qualified Stock Options

		
	1.
	NOTICE OF STOCK OPTION AWARD.  

You have been granted an option to purchase Chevron Corporation Common Stock, subject to the terms and conditions of the Long-Term Incentive Plan (“Plan”) and this Award agreement. By accepting this Stock Option Award, you agree to all terms and conditions of the Plan, its Rules, and any provisions within this agreement. In the event of any conflict between the provisions of this agreement and the terms of the Plan or Rules, the terms of the Plan and/or Rules shall govern. Defined terms that are not defined herein shall have the meaning ascribed to them in the Plan or Rules. For a copy of the plan documents, go to the Executive Plans website, the Global Executive Plans website, or contact the Executive Compensation Group at [email address] or [phone number]. 
		
	1.1
	NAME OF EMPLOYEE: 

		
	1.2
	GRANT DATE:  

		
	1.3
	NUMBER OF OPTIONS GRANTED: 

		
	1.4
	EXERCISE PRICE PER SHARE:  $

		
	1.5
	VESTING SCHEDULE.  Subject to the Participant’s continued service on each vesting date, the Stock Option Award shall vest as follows:  

		
	(i)
	One third (1/3) of the Stock Option Award shall vest on [DATE]

		
	(ii)
	One third (1/3) of the Stock Option Award shall vest on [DATE]

		
	(iii)
	The remaining one third (1/3) of the Stock Option Award shall vest on [DATE]

		
	1.6
	EXPIRATION DATE:  Unless otherwise described herein and provided you remain employed by the Corporation, your vested stock options may be exercised until [DATE], the tenth anniversary of the Grant Date. If the expiration date falls on a day that the New York Stock Exchange (NYSE) is closed, stock options may be exercised only up until the last day that the NYSE is open immediately prior to the Expiration Date.

		
	2.
	TERMS AND CONDITIONS OF STOCK OPTION AWARD.  

		
	2.1
	EFFECT OF TERMINATION ON VESTING AND EXERCISE PERIOD.  Termination of employment impacts your Stock Option Award’s Vesting Schedule and Expiration Date. 

		
	a.
	Termination in a Non-European Union Payroll Country

If you are on a non-European Union country’s payroll at Termination of employment, your Stock Option Award is affected as follows: 
		
	i.
	If your employment Terminates prior to [DATE] of the year following the Grant Date, then all Stock Options will be forfeited as of your date of Termination.

		
	ii.
	If your employment Terminates on or after [DATE] of the year following the Grant Date and if, upon Termination, you are at least age 65, have at least 90 points (sum of age and service at Termination), or have retired due to Mandatory Retirement, then one hundred percent (100%) of the Stock Option Award will vest as of your date of Termination. The vested portion of your Stock Option Award will be exercisable until the Expiration Date as described in Section 1.6.  

		
	iii.
	If your employment Terminates on or after [DATE] of the year following  the Grant Date and if, upon Termination you are at least age 60 or have at least 75 points (sum of age and service at Termination, then a portion of the Stock Option Award will vest as follows: the vested portion of your Stock Option Award  is determined by multiplying the number of Stock Options granted by the number of completed months from 

Page 1

the Grant Date to your termination date, up to a maximum of 36 months, divided by 36 months. The unvested portion of your Stock Option Award will be forfeited as of your date of Termination. The vested portion of your Stock Option Award will be exercisable until the earlier of the last day that the NYSE is open that is no more than five years after your Termination date or the Expiration Date as described in Section 1.6. 
		
	iv.
	If your employment Terminates on or after [DATE] of the year following the Grant Date and if, upon Termination you are less than age 60 or have less than 75 points (sum of age and service at Termination), then the unvested portion of your Stock Option Award will be forfeited as of your date of Termination. The vested portion of your Stock Option Award will be exercisable until the earlier of the last day that the NYSE is open that is no more than 180 days after your termination date or the Expiration Date as described in Section 1.6. 

		
	v.
	Notwithstanding the foregoing, one hundred percent (100%) of the Stock Option Award will vest if you Terminate employment after a Change in Control and are eligible for a severance pay benefit under the Chevron Corporation Change in Control Surplus Employee Severance Program for LTIP Eligible Participants in Salary Grades 43 and Below, as may be amended. The vested portion of your Stock Option Award will be exercisable until the Expiration Date as described in Section 1.6.

		
	b.
	Termination in a European Union Payroll Country

If you are on a European Union country’s payroll at Termination of employment, your Stock Option Award is affected as follows:

		
	i.
	If your employment Terminates prior to [DATE] of the year following the Grant Date, then all Stock Options will be forfeited as of your date of Termination.

		
	ii.
	If your employment Terminates on or after [DATE] of the year following the Grant Date and if, upon Termination, you have at least 30 years of service: Your Stock Option Award will continue to vest according to the Vesting Schedule as described under Section 1.5. The vested portion of your Stock Option Award will be exercisable until the Expiration Date as described in Section 1.6.  

		
	iii.
	If your employment Terminates on or after [DATE] of the year following the Grant Date and if, upon Termination you have at least 25 years of service but less than 30 years of service, then: the unvested Stock Options will be forfeited as of your date of Termination. The vested portion of your Stock Option Award will be exercisable until the earlier of, the last day that the NYSE is open that is no more than five years after your Termination date or the Expiration Date as described in Section 1.6. 

		
	iv.
	If your employment Terminates on or after [DATE] of the year following the Grant Date and if, upon Termination you have less than 25 years of service, then any unvested Stock Options are forfeited as of your date of Termination. The vested portion of your Stock Option Award will be exercisable until the earlier of the last day that the NYSE is open that is no more than 180 days after your termination date or, the Expiration Date as described in Section 1.6.

		
	v.
	Notwithstanding the foregoing, one hundred percent (100%) of the Stock Option Award will vest if you Terminate employment after a Change in Control and are eligible for a severance pay benefit under the Chevron Corporation Change in Control Surplus Employee Severance Program for LTIP Eligible Participants in Salary Grades 43 and Below, as may be amended. The vested portion of your Stock Option Award will be exercisable until the Expiration Date as described in Section 1.6. 

		
	2.2
	DISABILITY.  For purposes of the Vesting Schedule and the Expiration Date of your Stock Option Award, you are deemed to have Terminated upon the earlier of twenty-nine (29) months after the commencement of long-term disability benefits under a plan or program sponsored by the Corporation, or the date you fail to qualify, or no longer qualify for such long-term disability benefits, provided that you do not return to active employment with the Corporation at that time.

		
	2.3
	FAILURE TO EXERCISE.  Unexercised Stock Option Awards will be forfeited upon the market close of the NYSE on the Expiration Date of the Grant.  

Page 2

		
	2.4
	METHOD OF EXERCISE.  You may exercise the vested portion of your Stock Option Award in the following ways: (i) same day sale; (ii) sell-to-cover; (iii) cash exercise; or (iv) stock swap. For more information, please refer to “Exercise Choices and Examples” on the Executive Plans website or, if you are not subject to U.S. taxation, “Exercise Choices and Examples” on the Global Executive Plans website. 

		
	2.5
	NO DEFERRAL.  You may not defer payment of proceeds as a result of the exercise of your Stock Option Award.

		
	2.6
	MISCONDUCT.  Stock Option Awards may be forfeited for Misconduct as defined in the Plan, and the Corporation may demand repayment of amounts received upon exercise on or after the date of the Misconduct.  See the terms of the Plan for additional information. 

		
	2.7
	TAXATION.  You are responsible for all taxes with respect to the Stock Option Award. The Corporation makes no guarantees regarding the tax treatment of your Award and the tax consequences of Stock Option Awards vary, and depending on the country’s laws that govern this Stock Option Award, taxation can be triggered upon events such as the grant, vest, and/or exercise of such Stock Option Award. Consult the prospectus or prospectus supplement and your tax advisor for more information regarding the tax consequences of your Stock Option Award. For a copy of the prospectus or prospectus supplement, go to Executive Plans website or the Global Executive Plans website.

		
	2.8
	ADJUSTMENTS.  In the event of any change in the outstanding shares of Common Stock by reason of any stock dividend or split, recapitalization, reclassification, merger, consolidation, or other similar corporate change, the number of stock options and the Exercise Price of the Stock Option Award under this agreement shall be adjusted, as appropriate. 

		
	2.9
	NON-TRANSFERABILITY OF AWARD.  You are not permitted to sell, transfer, pledge, assign or encumber this Stock Option Award during your lifetime. Notwithstanding the foregoing, this Stock Option Award may be transferred or assigned after your death to your beneficiary. 

		
	2.10
	BENEFICIARY DESIGNATION.  You may designate a beneficiary for your Stock Option Award on the Benefit Connection website. Benefit Connection can be accessed on the Chevron U.S. Benefits website [WEBSITE LINK].  Non-U.S. payroll employees may download a Beneficiary Designation form from the Global Executive Plans website.

		
	2.11
	ABILITY TO SUBSTITUTE.  The Management Compensation Committee shall have the ability to substitute, without receiving participant permission, Stock Appreciation Rights (SARs) paid only in stock for outstanding options; provided, that the number of substituted SARs equals the number of shares underlying the options and the Exercise Price of the SARs is equal to the Exercise Price of the options.

		
	2.12
	NO RIGHT TO CONTINUED EMPLOYMENT.  The granting of the Stock Option Award shall impose no obligation on the Corporation or its affiliate to continue your employment.

		
	2.13
	RIGHTS AS A STOCKHOLDER.  You will have none of the rights of a stockholder of the Corporation with respect to the Stock Option Award until shares of Common Stock are received upon exercise, if applicable.

		
	2.14
	AMENDMENT.  This Award agreement may not be altered, modified or amended except by written instrument signed by both parties and in accordance with the terms of the Plan.

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