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  "documentTitle": "Oil Gas EP Incentive Compensation",
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  "authorName": "Alvarez & Marsal",
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  "notes": "The slide presents two distinct sections: Change in Control Benefits and Bankruptcy Compensation.",
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      "text": "Only 15% of CEOs and CFOs are entitled to recieve excise tax \"gross ups\"",
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      "text": "Incentive programs, when properly structured, can help bridge the compensation gap between the onset of financial hardship and a healthy go-forward restructuring. Some common metrics for E&P bankruptcy incentive plans include production, expense reduction (lease operating expenses [LOE] or general and administrative [G&A]) and EBITDA.\nJust as incentive plans may be effective tools prior to and during the bankruptcy process, equity granted by companies upon emergence from bankruptcy is utilized to motivate and retain employees after the company has emerged from bankruptcy protection.",
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      "text": "The most common severance multiple for CEOs is three times compensation or greater (52 percent).\nThe most valuable benefit received in connection with a change in control is accelerated vesting and payout of LTI awards, making up 66 percent of the total for CEOs and 60 percent of the total for CFOs.\nSingle trigger equity vesting (no termination required) is most prevalent (51 percent), although double trigger equity vesting (termination required) is also common (43 percent).\n85 percent of companies do not provide any excise tax protection, utilizing a valley provision or not addressing it at all.",
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      "text": "tax gross-up entitlement: 15%",
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      "text": "CHANGE IN CONTROL BENEFITS",
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      "text": "BANKRUPTCY COMPENSATION",
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      "confidence": 55,
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      "matchId": "019dd95a-07fe-70ce-8d3f-59a38f36534e",
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      "structure": "The Aggregate View -> Segment A Behavior -> Segment B Behavior -> The Insight in the Difference",
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