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LTIP for the CEO, COO & CFO
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<blockquote data-quote="Black_6_Leader" data-source="post: 501389" data-attributes="member: 9413"><p>More then a technicality.</p><p></p><p>An option is the right to purchase shares at a set price (strike price) at a future time (window). If at that future time (window), the market price of the shares is less then the strike price, the option is said to be "underwater" (and yes, has no value ~ why you purchase shares at a higher price then the market). There are no dividends paid on UPS options.</p><p>LTI Stock options that vest 20% per year over five years; ten-year term (window)</p><p></p><p> The RPUs and RSUs are awarded like an option, but that is where the similarity ends. Each (RPU &RPU) represent shares (you get dividends on them), and if the value of the shares is lower on the vesting date then on the grant date, they are worth less (but still represents actual shares of stock). </p><p> </p><p>LTI RPUs that are paid in UPS stock upon vesting; vesting is 20% per year over five years; </p><p>LTIP RSUs that are settled in UPS stock upon vesting; three-year vesting</p><p>MIP RSUs are settled in UPS stock upon vesting; vesting is 20% per year over five years</p></blockquote><p></p>
[QUOTE="Black_6_Leader, post: 501389, member: 9413"] More then a technicality. An option is the right to purchase shares at a set price (strike price) at a future time (window). If at that future time (window), the market price of the shares is less then the strike price, the option is said to be "underwater" (and yes, has no value ~ why you purchase shares at a higher price then the market). There are no dividends paid on UPS options. LTI Stock options that vest 20% per year over five years; ten-year term (window) The RPUs and RSUs are awarded like an option, but that is where the similarity ends. Each (RPU &RPU) represent shares (you get dividends on them), and if the value of the shares is lower on the vesting date then on the grant date, they are worth less (but still represents actual shares of stock). LTI RPUs that are paid in UPS stock upon vesting; vesting is 20% per year over five years; LTIP RSUs that are settled in UPS stock upon vesting; three-year vesting MIP RSUs are settled in UPS stock upon vesting; vesting is 20% per year over five years [/QUOTE]
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