LTIC

(redirected from Long-Term Incentive Compensation)
AcronymDefinition
LTICLaughing 'Til I Cry
LTICLong-Term Incentive Compensation
LTICLong Term Investment Corporation
LTICLast Time I Checked
LTICLymphoid Tissue Inducer Cell
LTICLinear Time Invariant Continuous time (system)
References in periodicals archive ?
There were 44 members of the management team with base salaries from $170,000 to $1,000,000, annual bonuses from $50,000 to $2,000,000 and long-term incentive compensation from $100,000 to $300,000.
Any discussion of the incentive effects of bonus and long-term incentive compensation is necessarily limited, for data reported to the SEC are payout rather than target compensation.
In addition, executives in acquiring firms earn higher salaries, receive higher bonuses, restricted stock, and other long-term incentive compensation, and are granted stock options with greater value than executives in target firms.
Long-term incentive compensation is often the largest component of CEO pay, provided a company is successful in the long term.
While the difference between logics is relative--the HR logic is comparatively less sensitive to issues of managerial shirking and CEO goal incongruence and more sensitive to attraction and retention issues than the agency logic--these contrasting theoretical perspectives nonetheless represent alternative and possibly competing explanations for CEOs' long-term incentive compensation.
13) For each year, four compensation elements are reported: 1) fixed salary, 2) annual bonus, 3) long-term incentive compensation, and 4) the present value of stock option grants.
2)Total Direct Compensation (TDC) is defined as the sum of Total Annual Compensation (TAC) plus long-term incentive compensation, using the above definition of TAC and the following assumptions: long-term incentive compensation is defined as the sum of the value of annual long-term incentive grants in the form of restricted stock, unrestricted stock, deferred stock and stock options (valued using a binomial option-pricing model) plus the annualized value of initial and/or one-time grants of long-term incentives assuming six years of board service.
We see no end to institutional shareholders' involvement with executive compensation issues, particularly their votes on the design and use of long-term incentive compensation plans.
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