You remember Coach P's stories? the dogs and the Mercedes? unreal....
Look at him now
what can you say? he is the man with the arms long before Tuck and the rest of the Giants D-line
Like Pardon the Interruption, but only smoother!!
Our Chief Executive Officer, Chief Financial Officer, the three other most-highly-compensated officers, all other officers, as well as other key employees, are eligible to participate in the Bonus Plan.
Bonuses payable to our CEO and other officers who are subject to Section 16 of the Securities Exchange Act of 1934, as amended (collectively, the "Executive Officers") under the Bonus Plan will be determined by the Compensation Committee.
The target and maximum payouts, both of which are a percentage of base salary, that may be earned by each of our Executive Officers are as follows:
MAXIMUM
POSITION TARGET % PAYOUT %
CEO 100 200
CFO 60 120
SENIOR VICE PRESIDENT 60 120
VICE PRESIDENT 50 100
Under the Bonus Plan, actual payouts to the Executive Officers will be determined by the Compensation Committee based on a formula that takes into account (1) operating income as a percentage of revenue for 2008 (the "Financial Performance Metric") and (2) individual performance (the "Individual Performance Metric"). The Financial Performance Metric will determine the Potential Payout percentage (as specified in the table below) that may be earned by an Executive Officer, and the Individual Performance Metric will then be applied as a multiplier to determine the actual payout. The formula which the Compensation Committee will use to calculate the actual payouts to the Executive Officers (which are subject to the Maximum Payout Percentages specified above) is as follows:
Base Salary * (Target % * Potential Payout % * Individual Performance Metric %) = Actual Payout.
________________________________________
The Financial Performance Metric under the Bonus Plan will be operating income as a percentage of revenue for 2008. Operating income is defined as earnings before income, interest expense, and taxes. The Compensation Committee shall have discretion to exclude from the calculation of the Financial Performance Metric significant, non-recurring items. The Potential Payout Percentage will be calculated based on the following table:
Potential
Operating Income as % of Revenue Payout %
Less than 22 0
22 20
23 30
24 50
25 70
26 90
27 100
28 130
29 160
30 190
31 or higher 200
If the results of the Financial Performance Metric do not appear on the above table, the Potential Payout Percentage shall be calculated on a proportional basis. For example, if 2008 operating income as a percentage of revenue is 25.5%, the Potential Payout Percentage will be 80%.
The Individual Performance Metric will be determined by the Compensation Committee as follows:
• 70% will be based on the individual's performance against specific goals that have been approved by the Board of Directors in the case of the CEO and by the Compensation Committee in the case of other Executive Officers. Individual performance goals may have different weightings.
• 30% will be based on the Compensation Committee's subjective assessment of the overall performance of each Executive Officer.
The Individual Performance Metric may range from 0-125%. In evaluating the performance of the Executive Officers other than the CEO, the Compensation Committee will take into account the CEO's evaluation of whether an individual has met his or her performance goals and the CEO's subjective assessment of overall performance. In evaluating the performance of the CEO, the Compensation Committee may take into account the CEO's self-assessment as well as the assessment of the independent members of the Board of Directors. The Compensation Committee's determination as to whether individual performance goals have been met may be subjective in nature.
Payment of bonuses (if any) will be made in February or early March of 2009. Bonuses normally will be paid in cash in a single lump sum, subject to payroll taxes and tax withholdings.
Well, I don't know what will happen now. We've got some difficult days ahead. But it doesn't matter with me now. Because I've been to the mountaintop. And I don't mind. Like anybody, I would like to live a long life. Longevity has its place. But I'm not concerned about that now. I just want to do God's will. And He's allowed me to go up to the mountain. And I've looked over. And I've seen the promised land. I may not get there with you. But I want you to know tonight, that we, as a people will get to the promised land. And I'm happy, tonight. I'm not worried about anything. I'm not fearing any man. Mine eyes have seen the glory of the coming of the Lord.
"Myths and legends die hard in America. We love them for the extra dimension they provide, the illusion of near-infinite possibility to erase the narrow confines of most men's reality. Weird heroes and mould-breaking champions exist as living proof to those who need it that the tyranny of 'the rat race' is not yet final."
"If I'd written the truth I knew for the past ten years, about 600 people—including me—would be rotting in prison cells from Rio to Seattle today. Absolute truth is a very rare and dangerous commodity in the context of professional journalism."
—Rolling Stone, February 15, 1973
"I've met with Jay-Z; I've met with Kanye. And I've talked to other artists about how potentially to bridge that gap. I think the potential for them to deliver a message of extraordinary power that gets people thinking (is massive)," Obama told Jeff Johnson during BET's political special What's In It For Us?.
Vick, who failed a drug test while awaiting sentencing in the dogfighting case, is eligible for a federal drug treatment program known as the Residential Drug Abuse Program (RDAP). Inmates are involved in intensive treatment that lasts six to 12 months, with a minimum of 500 hours of treatment. Upon completion of the program, the inmate's eligibility for early release based on previous criminal convictions is determined. Vick did not have any previous convictions before his dogfighting case