Such recommendations should be provided at least 120 days prior to the anniversary date of the mailing of our proxy statement for the previous annual meeting of stockholders. The committee does not intend to alter the manner in which it evaluates candidates, including the criteria set forth below, based on whether or not the candidate was recommended by a stockholder.
The Nominating and Governance Committee retains the right to modify these qualifications from time to time.
Our Nominating and Governance Committee does not have a formal policy regarding board diversity. Diversity is one of a number of factors, however, that the committee takes into account in identifying nominees, and the Nominating and Governance Committee believes that it is essential that the board members represent diverse viewpoints.
The Board values diversity, in its broadest sense and, in the director identification and nomination process, the Board seeks a breadth of experience from a variety of industries and from professional disciplines, such as finance, professional services and technology, along with a diversity of gender, ethnicity and geographic location. In any searches for director candidates, the Nominating and Governance Committee seeks to include female and minority candidates in the initial list of candidates from which the committee selects prospective director candidates, and requires that any search firm that it may engage to assist with a director search do the same.
The Nominating and Governance Committee will continue to evaluate the size and composition of our Board on an ongoing basis.
At our 2019 annual meeting of stockholders, our stockholders indicated their preference that we solicit a non-binding advisory vote on the compensation of our named executive officers, commonly referred to as a “say-on-pay” vote, every year. The Board has adopted a policy that is consistent with that preference. In accordance with that policy, this year we are again asking for our stockholders to approve, on an advisory basis, the compensation of the Company’s named executive officers as disclosed in this proxy statement in accordance with SEC rules.
This vote is not intended to address any specific item of compensation, but rather the overall compensation of the Company’s named executive officers described in the Executive Compensation section of this proxy statement. As discussed in those disclosures, the Company believes that its compensation policies and decisions are consistent with current market practices. Compensation of the Company’s named executive officers is designed to enable the Company to attract and retain talented and experienced executives to lead the Company successfully in a competitive environment.
Accordingly, the board of directors is asking the stockholders to indicate their support for the compensation of the Company’s named executive officers as described in this proxy statement by casting a non-binding advisory vote “FOR” the following resolution:
“RESOLVED, that the compensation paid to the Company’s named executive officers, as disclosed pursuant to compensation disclosure rules of the Securities and Exchange Commission, including the Executive Compensation section, compensation tables and any related information disclosed in this proxy statement, is hereby APPROVED.”
Because the vote is advisory, it is not binding on the board of directors or the Company. Nevertheless, the views expressed by the stockholders, whether through this vote or otherwise, are important to management and the board of directors and, accordingly, the board of directors and the Compensation Committee intend to consider the results of this vote in making determinations in the future regarding executive compensation arrangements.
Advisory approval of this proposal requires the vote of the holders of a majority of the shares present online at the meeting or represented by proxy and entitled to vote at the annual meeting.
As described more fully in its charter, the purpose of the Audit Committee is to assist the board of directors with its oversight responsibilities regarding the integrity of our financial statements, our compliance with legal and regulatory requirements, assessing our independent registered public accounting firm’s qualifications and independence and, if applicable, the performance of the persons performing internal audit duties for the Company.
Company management is responsible for preparation, presentation and integrity of our financial statements as well as our financial reporting processes, accounting policies, internal audit function, internal accounting controls and disclosure controls and procedures. Our independent registered public accounting firm is responsible for performing an independent audit of our consolidated financial statements in accordance with generally accepted auditing standards and to issue a report thereon. The Audit Committee’s responsibility is to monitor and oversee these processes. The following is the Audit Committee’s report submitted to the board of directors for 2020.
The Audit Committee has:
|
•
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reviewed and discussed our audited financial statements for the fiscal year ended December 31, 2020 with management and Grant Thornton LLP, our independent registered public accounting firm;
|
|
•
|
discussed with Grant Thornton LLP the matters required to be discussed by Auditing Standard No. 1301, Communications with Audit Committees, as adopted by the Public Company Accounting Oversight Board; and
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|
•
|
received from Grant Thornton LLP the disclosures and a letter regarding their independence as required by the applicable requirements of the Public Company Accounting Oversight Board requesting Grant Thornton LLP’s communication with the Audit Committee concerning independence and discussed the auditors’ independence with them.
|
In addition, the Audit Committee has met separately with Company management and with Grant Thornton LLP.
Based on the review and discussions referred to above, the Audit Committee recommended to the board of directors that the audited 2020 financial statements be included in our Annual Report on Form 10-K for the year ended December 31, 2020 for filing with the Securities and Exchange Commission.
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AUDIT COMMITTEE
|
|
Warren B. Phelps, III, Chairman
|
N. Leigh Anderson
|
Don Pastor
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Mary Beth Vitale
|
The foregoing audit committee report is not “soliciting material,” shall not be deemed incorporated by reference into any filing of the Company under the Securities Act of 1933 or the Securities Exchange Act of 1934, whether made before or after the date hereof, and shall not otherwise be deemed filed under these acts, except to the extent we specifically incorporate by reference into such filings.
LUNA INNOVATIONS, INC.
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22
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2021 PROXY STATEMENT
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The Company is a “smaller reporting company” under Item 10 of Regulation S-K promulgated under the Securities and Exchange Act of 1934, and the following compensation disclosure is intended to comply with the requirements applicable to smaller reporting companies. Although the rules allow the Company to provide less detail about its executive compensation program, the Compensation Committee is committed to providing the information necessary to help stockholders understand its executive compensation-related decisions. Accordingly, this section includes supplemental narrative that describes the 2020 executive compensation program for our named executive officers.
Executive Summary
We seek to closely align the interests of our named executive officers with the interests of our stockholders. Our compensation programs are designed to reward our named executive officers for the achievement of short-term and long-term strategic and operational goals and financial performance, without encouraging unnecessary or excessive risk-taking. Our performance-oriented compensation program consists of base salary, annual cash bonuses, long-term equity incentives, such as restricted stock awards and stock option grants, benefits and, for certain senior executive officers, severance and termination protection.
For 2020, our primary corporate goals related to our operating income for the year and our revenue growth compared to 2019. Our executive compensation policies for the year were, therefore, designed to incentivize our executive officers to execute against the most significant financial performance objectives and to focus on creation of value for our stockholders. We sought to incentivize this performance primarily through cash incentives that were based on our financial performance and also through grants of restricted stock.
The highlights of our 2020 executive compensation program were as follows:
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•
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Our chief executive officer received a base salary increase of 12% from the 2019 level.
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•
|
We established a 2020 senior management incentive plan, which rewarded our named executive officers for our corporate financial performance, specifically whether the Company achieved specified financial performance metrics. The amount of the bonus was based on the amount of consolidated revenue earned in 2020 and consolidated operating income for the twelve months ended December 31, 2020 and individual qualitative objectives. We paid bonuses based on our performance as measured against each of the target financial metrics and the accomplishment of the qualitative objectives.
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|
•
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In January 2020, 35% of the shares subject to annual grants to our named executive officers were granted in the form of performance-based RSUs (based on the target level of long-term performance goals) as a part of periodic equity grants to these executives.
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•
|
In January 2021, we adjusted the performance metrics under our 2020 senior management incentive plan as follows:
|
|
o
|
Consistent with past practice, our Compensation Committee adjusted the financial metrics under our incentive plan to exclude the costs associated with the acquisition of OptaSense, as further discussed below.
|
|
o
|
Our Compensation Committee considered our senior management’s performance in light of the impact of the COVID-19 pandemic on our performance and made modest adjustments to the financial metrics under the incentive plan, as further discussed below.
|
Overview of Compensation Philosophy
Our overall compensation philosophy is to provide executive compensation packages that enable us to attract, retain and motivate highly qualified executive officers to achieve our short-term and long-term business goals. Consistent with this philosophy, the following compensation elements provide a framework for our executive compensation program: base salary; a cash bonus program designed to reinforce desired performance goals; and
LUNA INNOVATIONS, INC.
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23
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2021 PROXY STATEMENT
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non-cash compensation intended to align the interests of our executives with those of our stockholders. Beginning in 2019, the non-cash compensation is provided in the form of annual grants of equity compensation comprising a combination of service-based RSUs which will vest over time, and performance-based RSUs that will vest based on our achievement of long-term performance goals.
Role of Compensation Committee and Compensation Consultant
Our executive compensation program is approved and monitored by the Compensation Committee of our board of directors. Under the terms of its charter, the Compensation Committee is responsible for reviewing and approving compensation granted to our executive officers, including our Chief Executive Officer ("CEO"), and those executive officers who report directly to the CEO and any other officers as determined under Section 16 of the Securities Exchange Act of 1934, as amended. Currently, we have two executive officers, our CEO and our Chief Financial Officer. In particular, the Compensation Committee reviews and approves for the CEO and any other executive officers the following components of compensation:
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•
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cash and equity bonuses, including the specific goals and amount;
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|
•
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other equity compensation, if any;
|
|
•
|
employment agreements, severance arrangements, and change in control provisions, as applicable;
|
|
•
|
signing bonus or payment of relocation costs, above normal Company policy, if applicable; and
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|
•
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any other material benefits, other than those provided to all employees.
|
The Compensation Committee also serves as the administrator for our equity incentive plans. All stock-based awards, including new grants to existing employees and executive officers, as well as grants to new employees, are approved by the Compensation Committee. The Compensation Committee is also responsible for annually evaluating the performance of our executive officers.
We generally attempt to align our overall executive compensation with other publicly-traded peer companies who share similar characteristics. Because of our diversified product and service offerings, we believe our peer group includes a broad range of technology and growth companies with whom we compete for executive talent.
The Compensation Committee has the authority to retain its own compensation consultant and to obtain advice and assistance from internal or external legal, accounting or other advisors as it sees fit. The Compensation Committee engaged an independent third-party compensation consultant, Compensation Strategies, Inc., in 2020 to conduct a competitive peer group analysis of our current executive compensation program to provide us with insights and market data on executive and director compensation matters, both generally and within our industry. In 2020, Compensation Strategies, Inc., compared the salary, target cash incentives, and equity compensation of our executive officers against an identified peer group of publicly traded companies. As a result of its analysis, Compensation Strategies, Inc., made recommendations to the Compensation Committee that were intended to bring the compensation elements paid to our executive officers towards the median of the identified peer companies, which are specified in the table below. These peer group companies were selected by the Compensation Committee because they are in the scientific and technical instruments industry and are comparable to our size based on their revenue and market value.
LUNA INNOVATIONS, INC.
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24
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2021 PROXY STATEMENT
|
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Peer Group
|
|
Company
|
Industry
|
Location
|
Applied Optolectronics, Inc.
|
Semiconductors
|
Sugar Land, TX
|
Clearfield, Inc.
|
Communication Equipment
|
Minneapolis, MN
|
CUI Global, Inc.
|
Electrical Equipment
|
Tualatin, OR
|
EXFO, Inc.
|
Communication Equipment
|
Quebec City, QC
|
Emcore Corporation
|
Semiconductors
|
Alhambra, CA
|
IEC Electronics Corp.
|
Electronic Components
|
Newark, NY
|
inTEST Corporation
|
Semiconductors
|
Mt. Laurel, NJ
|
IntriCon Corporation
|
Medical Instruments & Supplies
|
Arden Hills, MN
|
Iteris, Inc.
|
Communication Equipment
|
Santa Ana, CA
|
Mesa Laboratories, Inc.
|
Scientific & Technical Instruments
|
Lakewood, CO
|
Napco Security Technologies
|
Security & Protection Services
|
Amityville, NY
|
NeoPhotonics Corporation
|
Semiconductors
|
San Jose, CA
|
NLight, Inc.
|
Semiconductors
|
Vancouver, WA
|
Compensation Recovery Policy
In February 2019, the Compensation Committee adopted a policy for recoupment of incentive compensation. Under the terms of this policy, if the Company is required to prepare an accounting restatement for any fiscal quarter or year due to the material noncompliance of the Company with any financial reporting requirement, the Company may seek to recover from certain employees, including the named executive officers, during the three fiscal years preceding the date on which the Company was required to prepare such accounting restatement, incentive bonus and equity awards in excess of amounts that would have been awarded based upon the restated financial statements. The Company may seek recoupment from prior incentive compensation payments through the reduction of future incentive compensation payments, the reduction or cancellation of outstanding incentive compensation payments, and direct repayment by the executive.
Future Compensation Strategy
We intend to continue our strategy of paying competitive short-term cash compensation and offering long-term incentives through equity-based compensation programs that align individual compensation with corporate financial performance. We believe that our total compensation package is reasonable in the aggregate. We also believe that, in light of our compensation philosophy, total compensation for our executives should continue to consist of base salary, annual bonus awards (consisting of cash, stock or a combination of both), long-term equity based compensation, and certain other benefits.
We anticipate that the competitive posture of our total direct compensation will vary year to year as a result of our performance, as well as the performance of peer group companies and the market as a whole. Accordingly, the magnitude and weighting of different compensation components will likely evolve over time.
LUNA INNOVATIONS, INC.
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25
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2021 PROXY STATEMENT
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Summary Compensation Table
The following table sets forth the summary information concerning compensation earned during the last two completed fiscal years by our president and chief executive officer and our chief financial officer, who were our only executive officers during 2020. We refer to these persons as our “named executive officers” elsewhere in this proxy statement. The following table includes all compensation earned by the named executive officers for the respective periods, regardless of whether such amounts were actually paid during the period.
Name and Principal Position
|
|
Year
|
|
Salary ($)
|
|
Bonus
($)
|
|
Stock
Awards
($)
|
|
Non-Equity
Incentive Plan
Compensation
($)
|
|
All Other
Compensation
($)
|
|
Total
($)
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Scott A. Graeff
|
|
2020
|
|
|
385,000
|
|
|
|
11,957
|
(1)
|
|
|
461,160
|
(2)
|
|
|
311,443
|
(3)
|
|
|
9,268
|
(4)
|
|
1,178,828
|
|
President and
|
|
2019
|
|
|
340,000
|
|
|
|
—
|
|
|
|
376,050
|
(5)
|
|
|
235,841
|
(6)
|
|
|
9,232
|
(4)
|
|
961,123
|
|
Chief Executive Officer
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Eugene Nestro
|
|
2020
|
|
|
275,000
|
|
|
|
5,694
|
(1)
|
|
|
181,440
|
(2)
|
|
|
148,306
|
(3)
|
|
|
6,477
|
(4)
|
|
616,917
|
|
Chief Financial Officer
|
|
2019
|
|
|
11,458
|
(7)
|
|
|
—
|
|
|
|
361,000
|
(5)
|
|
|
—
|
|
|
|
55
|
(4)
|
|
372,513
|
|
(1)
|
Represents the discretionary amounts earned pursuant to the 2020 senior management incentive plan by virtue of the Compensation Committee’s discretionary adjustments to the Company’s financial performance, as described in greater detail below.
|
(2)
|
In accordance with SEC rules, these amounts reflect the grant date fair values of the RSUs granted to each of the named executive officers in 2020, calculated in accordance with ASC Topic 718 for stock-based compensation transactions. Each RSU represented the contingent right to receive one share of our common stock. For Messrs. Graeff and Nestro, the amount reported in the table above includes the grant date fair values of time-based RSUs, as well as 32,025 performance-based RSUs and 12,600 performance-based RSUs, respectively, which were based on the probable outcome of the vesting conditions of these RSUs as of the grant date. These performance-based RSUs vest upon the achievement of certain performance targets, subject to the recipient’s continuous service through the vesting events. Assuming that the maximum performance vesting condition of these RSUs was met as of the grant date, the aggregate grant date fair value of all RSUs granted to Messrs. Graeff and Nestro would have been $541,863 and $213,192, respectively. For a discussion of valuation assumptions, see Note 11 to our audited consolidated financial statements included in our Annual Report on Form 10-K for the fiscal year ended December 31, 2020.
|
(3)
|
Represents bonus amounts paid to the named executive officer under our 2020 senior management incentive plan upon the deemed achievement of specified financial and qualitative performance objectives.
|
(4)
|
Includes Company 401(k) plan matching contributions and policy premiums paid for life insurance for the benefit of the named executive officer.
|
(5)
|
In accordance with SEC rules, these amounts reflect the grant date fair values of the RSUs granted to each of the named executive officers in 2019, calculated in accordance with ASC Topic 718 for stock-based compensation transactions. Each RSU represented the contingent right to receive one share of our common stock. For Mr. Graeff the amount reported in the table above includes the grant date fair values of time-based RSUs, as well as 34,500 performance-based RSUs, which were based on the probable outcome of the vesting conditions of these RSUs as of the grant date. These performance-based RSUs vest upon the achievement of certain performance targets, subject to the recipient’s continuous service through the vesting events. Assuming that the maximum performance vesting condition of these RSUs was met as of the grant date, the aggregate grant date fair value of all RSUs granted to Mr. Graeff would have been $413,655. For a discussion of valuation assumptions, see Note 11 to our audited consolidated financial statements included in our Annual Report on Form 10-K for the fiscal year ended December 31, 2019.
|
(6)
|
Represents bonus amounts paid to the named executive officer under our 2019 senior management incentive plan upon the deemed achievement of specified financial and qualitative performance objectives.
|
(7)
|
Represents base salary amounts paid to the named executive officer after his appointment as Chief Financial Officer in December 2019. Mr. Nestro’s annualized base salary for 2019 was $275,000, as set forth in his employment agreement.
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LUNA INNOVATIONS, INC.
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26
|
2021 PROXY STATEMENT
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Narrative Disclosure to Summary Compensation Table
Executive Compensation Program Overview
As described above, our performance-oriented compensation program consists of base salary, annual cash bonuses, long-term equity incentives, such as RSU awards and stock option grants, benefits and, for certain senior executive officers, severance and termination protection. We believe that appropriately balancing the total compensation package and ensuring the viability of each component of the package is necessary in order to provide compensation that is competitive and to attract and retain talent. As a small company, we also try to optimize the mix of components to make such compensation programs cost effective for us.
The Compensation Committee intends for our compensation program to provide basic elements that ensure that management is fairly remunerated and has reasonable security so that the management team can perform at its best and take prudent risks. The committee believes that it does not use highly leveraged short-term incentives that drive high risk investments at the expense of our long-term value.
Our Compensation Committee typically evaluates the performance of each executive officer annually, based on the achievement of both corporate goals and individual qualitative performance objectives and makes its compensation decisions accordingly. Total compensation for our executive officers may vary significantly from year to year based on Company, divisional and individual performance. Further, the value of equity-based awards to our executives will vary based on fluctuation in our stock price from time to time.
The following is a more detailed explanation of the primary components of our executive compensation program.
Base Salary
Base salary is generally determined by considering competitive salary data and individual job performance. In determining base salary, we primarily rely on factors such as job performance, skill set, prior experience, past levels of compensation, seniority, pay levels of similarly situated positions internally, alternative opportunities that may be available to executives, retention, and market conditions generally. Base salaries for executive officers are reviewed at least annually. In each case, we take into account the results achieved by the executive, his future potential, the scope of the officer’s responsibilities and the depth of his experience. We do not apply specific formulas to determine annual pay increases, if any, and our Compensation Committee attempts to make decisions regarding changes in base salary in the context of other short-term and long-term compensation components.
The Compensation Committee approved annual base salaries for the named executive officers as follows:
Name
|
|
2019 Base
Salary
|
|
2020 Base
Salary
|
|
% Increase
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Scott A. Graeff, President and Chief Executive Officer
|
|
|
$
|
340,000
|
|
|
|
|
$
|
385,000
|
|
|
|
|
|
13
|
%
|
|
Eugene Nestro, Chief Financial Officer
|
|
|
$
|
275,000
|
|
|
|
|
$
|
275,000
|
|
|
|
|
- %
|
|
|
Cash Incentive Bonuses
In January 2020, our Compensation Committee adopted a senior management incentive plan for fiscal year 2020. Under the terms of the incentive plan, certain of our employees, including all of our named executive officers were eligible to receive bonus payments based upon a target percentage of their respective salaries for 2020. For our named executive officers, if the threshold operating income target was achieved, the amount of the bonus was to be based upon whether we achieved consolidated revenue exceeding specified amounts, whether we achieved consolidated operating income exceeding specified amounts, and the achievement of specified qualitative objectives. For Mr. Graeff, the target bonus percentage was equal to 60% of his salary for 2020. For Mr. Nestro, the target bonus was 40% of his salary for 2020. The Compensation Committee selected these metrics because the committee believed them to be the appropriate indicators of success in the execution of our strategic and operating plans and achievement of key corporate goals and because these factors are critical to increasing the value of our common stock.
If the threshold operating income target was achieved, for both the operating income objective and the revenue objective, minimum, target and maximum levels of achievement were possible. At the minimum level of achievement, the officer would receive a payout of 50% of the target percentage. At the target level of
LUNA INNOVATIONS, INC.
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27
|
2021 PROXY STATEMENT
|
achievement, the officer would receive a payout of 100% of the target percentage. At the maximum level of achievement, the officer would receive a payout of 200% of the target percentage. For financial performance values falling between the minimum and target levels, or between the target and maximum levels, award amounts would be interpolated on a linear basis.
For 2020, our minimum, target, and maximum goals, our actual levels of achievement, our adjusted levels of achievement, and the resulting payout percentage for each metric are reflected in the table below. As further described below, consistent with past practice and to properly assess the achievement of the operating income metric, our Compensation Committee adjusted achievement of consolidated operating income to reflect the OptaSense transaction that was not foreseeable at the time of adoption of the incentive plan. With respect to the revenue metric and as further described below, the Compensation Committee also considered our senior management’s performance in light of the COVID-19 pandemic, our performance relative to the performance of our peers, and our overall organizational health.
Metric
|
|
Weighting
|
|
|
Minimum
|
|
Target
|
|
Exceeds
|
|
Maximum
|
|
Actual Achievement
|
Adjusted Actual
Achievement
|
|
Payout Percentage
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Consolidated operating income/(loss)
|
|
40%
|
|
|
$
|
4.0
|
|
million
|
|
$
|
5.0
|
|
million
|
|
$
|
6.0
|
|
million
|
|
$
|
8.0
|
|
million
|
|
$
|
5.0
|
|
million
|
$
|
8.1
|
|
million
|
(1)
|
200% (Maximum)
|
Consolidated revenue
|
|
40%
|
|
|
$
|
76.0
|
|
million
|
|
$
|
83.0
|
|
million
|
|
$
|
90.0
|
|
million
|
|
$
|
98.0
|
|
million
|
|
$
|
82.7
|
|
million
|
$
|
83.0
|
|
million
|
(2)
|
100% (Target)
|
Individual qualitative objectives (3)
|
|
20%
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
100% (Target)
|
(1)
|
Solely for purposes of calculating the payout percentage for purposes of our 2020 senior management incentive plan and consistent with past practice, the Compensation Committee adjusted GAAP consolidated operating income to exclude transaction expenses of $3.0 million incurred in connection with the acquisition of OptaSense Holdings Limited (“OptaSense”) in December of 2020.
|
(2)
|
Solely for purposes of calculating the payout percentage for purposes of our 2020 senior management incentive plan, the Compensation Committee adjusted GAAP consolidated revenue by $1.8 million to reflect our senior management team’s successful execution of our strategic priorities despite the challenges of the COVID-19 pandemic. After taking into account the incremental cost to the organization of such adjustment, the Compensation Committee determined it was a modest and reasonable adjustment that did not result in a payout in excess or target and only increased the performance level under the annual incentive plan by 2.2%.
|
(3)
|
The Compensation Committee determined that Mr. Graeff and Mr. Nestro achieved 100% of their individual qualitative objectives by contributing to the corporate objectives, individually and as part of the leadership team, and successfully leading the organization through the COVID-19 pandemic.
|
Other than as set forth above, the Compensation Committee did not make any additional changes or adjustments with respect to our executive compensation program. Mr. Graeff’s and Mr. Nestro’s payout under the 2020 senior management incentive plan, is set forth below:
Named Executive Officer
|
|
2020 Awarded
Bonus
|
Percentage of
Target Bonus
Awarded
|
Scott A. Graeff, President and Chief Executive Officer
|
|
|
$
|
323,400
|
|
|
|
|
140
|
%
|
|
Eugene Nestro, Chief Financial Officer
|
|
|
$
|
154,000
|
|
|
|
|
140
|
%
|
|
Equity Incentives
Consistent with our compensation philosophy, our Compensation Committee believes that equity awards can be a significant motivator in attracting, retaining and rewarding the success of management employees by providing compensation with long-term vesting requirements and linking the ultimate value of those awards to stockholder returns. This component may include both grants of restricted stock units, or RSUs, and stock options. Similar to base salary increases, equity instruments may also be granted in connection with promotions or significant changes in responsibility. Although grants of stock-based awards can impact our operating results, we believe that long-term equity-based compensation can be an important element of our overall compensation program because it helps focus our executives on our long-term financial and operational performance and also aligns the interests of our executives with those of our stockholders. The potential financial value offered through such stock awards is also an important retention tool.
The Compensation Committee intends to provide for annual grants of equity compensation comprising a combination of service-based RSUs, which will vest over time, and performance-based RSUs that will vest based
LUNA INNOVATIONS, INC.
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28
|
2021 PROXY STATEMENT
|
on our achievement of long-term performance goals. With respect to the 2020 grants of equity compensation (the “2020 Grants”), the service-based RSUs are scheduled to vest in three equal annual installments and the performance-based RSUs are scheduled to vest, if at all, based on our levels of 2022 revenue and operating income, in each case subject to the executive officer’s continuous service through vesting. The performance-based awards establish threshold, target and maximum vesting amounts based on pre-defined levels of each of 2022 revenue and operating income, subject to the overall achievement of a minimum level of operating income for the year ending December 31, 2022.
Set forth below is a table summarizing the 2020 Grants for each named executive officer:
|
|
Time-Based
Restricted Stock
|
|
Performance-Based Restricted Stock Units
|
|
|
Units
|
|
Threshold
|
|
Target
|
Maximum
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Scott A. Graeff, President and Chief Executive Officer
|
|
|
39,650
|
|
|
|
10,675
|
|
|
|
21,350
|
|
|
32,025
|
|
Eugene Nestro, Chief Financial Officer
|
|
|
15,600
|
|
|
|
4,200
|
|
|
|
8,400
|
|
|
12,600
|
|
The Compensation Committee intends to continue to grant a combination of time-based and performance-based equity incentive awards to the named executive officers on an annual basis. It is the Compensation Committee’s current expectation that, in future years, performance-based grants will represent 50% of the named executive officers’ total annual equity incentive awards.
Timing of Equity Grants
We do not time the granting of our equity awards relative to any favorable or unfavorable news that we release. Restricted stock or stock options for new employees, including executive officers, are generally awarded at the first regular meeting of the Compensation Committee following the employee’s hire date, or, in certain limited cases, at the first regular meeting of the Compensation Committee following the prospective employee’s written acceptance of an employment offer. The Compensation Committee’s regular meeting schedule is established several months in advance of each meeting. Thus, proximity of any equity grant to an earnings announcement or other market events is coincidental.
Other Benefits
In general, our practice is to provide commensurate benefits to employees at all levels of our organization. Consistent with this practice, the following are the primary benefits provided to our full-time employees, including our named executive officers:
|
•
|
health, vision and dental insurance including, at the employee’s option, Flexible Spending Accounts and/or a Health Savings Account;
|
|
•
|
term life insurance and optional supplemental life insurance;
|
|
•
|
optional supplemental health coverage;
|
|
•
|
short- and long-term disability benefits;
|
|
•
|
401(k) plan, under which we match 30% of an employee’s contributions up to 10% of the employee’s total cash compensation, which match vests over a period of three years;
|
|
•
|
employee stock purchase plan, under which participating employees may use after-tax payroll deductions to buy our common stock at a discounted price at regular intervals; and
|
|
•
|
paid time off and holidays.
|
We believe that these benefits are consistent with those offered by other companies and specifically with those companies with which we compete for employees.
LUNA INNOVATIONS, INC.
|
|
|
29
|
2021 PROXY STATEMENT
|
Outstanding Equity Awards at December 31, 2020
The following table shows all outstanding unexercised stock options and unvested stock awards held by our named executive officers as of December 31, 2020.
|
|
Option Awards
|
|
|
Stock Awards
|
|
|
Number of Securities Underlying
Unexercised Options (#)
|
|
|
Option
Exercise
|
|
Option
Expiration
|
|
Number
of Shares
that have
not vested
|
|
Market
Value of
Shares
that have
not vested
|
Equity incentive plan awards: number of unearned shares or units of stock that have not vested
|
|
|
Equity incentive plan awards: market or payout value of unearned shares or units of stock that have not vested
|
Name
|
|
Exercisable
|
|
Unexercisable
|
|
Price ($)
|
|
Date
|
|
(#)
|
|
($) (8)
|
(#)
|
|
|
($) (8)
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Scott A. Graeff
|
|
|
34,351
|
|
|
|
—
|
|
|
|
1.68
|
|
|
|
2/28/2022
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
46,666
|
(1)
|
|
|
461,060
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
61,333
|
(2)
|
|
|
605,970
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
39,650
|
(3)
|
|
|
391,742
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
11,500
|
(4)
|
|
113620
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
10,675
|
(5)
|
|
105,469
|
Eugene Nestro
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
33,333
|
(6)
|
|
|
329,330
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
15,600
|
(3)
|
|
|
154,128
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
4,200
|
(7)
|
|
41,496
|
(1)
|
Represents unvested shares underlying a restricted stock award issued on May 15, 2018, which will vest annually over a three-year period.
|
(2) Represents unvested shares underlying a RSU award issued on January 14, 2019. The shares underlying this RSU award will vest annually over a three-year period.
(3) Represents unvested shares underlying a RSU award issued on January 8, 2020. The shares underlying this RSU award will vest annually over a three-year period.
(4) Represents unvested shares underlying a performance-based RSU based on the threshold level of achievement under the terms of the grant. Pursuant to the terms of the award, the award will vest, if at all, based on the Company’s levels of 2021 revenue and operating income, in each case subject to the executive officer’s continuous service through vesting. 11,500 shares underlying the RSU award will vest if the threshold level of achievement is reached, 23,000 shares underlying the RSU award will vest if the target level of achievement is reached and 34,500 shares underlying the RSU award will vest if the maximum level of achievement is reached.
(5) Represents unvested shares underlying a performance-based RSU based on the threshold level of achievement under the terms of the grant. Pursuant to the terms of the award, the award will vest, if at all, based on the Company’s levels of 2022 revenue and operating income, in each case subject to the executive officer’s continuous service through vesting. 10,675 shares underlying the RSU award will vest if the threshold level of achievement is reached, 21,350 shares underlying the RSU award will vest if the target level of achievement is reached and 32,025 shares underlying the RSU award will vest if the maximum level of achievement is reached.
(6)
|
Represents unvested shares underlying a RSU award issued on December 2, 2019, which will vest annually over a three year period.
|
(7) Represents unvested shares underlying a performance-based RSU based on the threshold level of achievement under the terms of the grant. Pursuant to the terms of the award, the award will vest, if at all, based on the Company’s levels of 2022 revenue and operating income, in each case subject to the executive officer’s continuous service through vesting. 4,200 shares underlying the RSU award will vest if the threshold level of achievement is reached, 8,400 shares underlying the RSU award will vest if the target level of achievement is reached and 12,600 shares underlying the RSU award will vest if the maximum level of achievement is reached.
(8)
|
Based on the closing price of our common stock of $9.88 per share as of December 31, 2020, the last trading day of 2020.
|
Employment Agreements
Employment Agreement with Scott A. Graeff
On December 5, 2017, we entered into an amended and restated employment agreement with Scott A. Graeff as our President and Chief Executive Officer. Under the terms of the amended and restated employment agreement, Mr. Graeff’s initial salary was $325,000, which was subject to adjustment by the Compensation Committee from time to time. Mr. Graeff’s annual base salary for 2021 is $410,000. Under the amended and restated employment agreement, Mr. Graeff is eligible to participate in an annual cash incentive plan for a discretionary cash bonus plan
LUNA INNOVATIONS, INC.
|
|
|
30
|
2021 PROXY STATEMENT
|
with a payout at target performance of 75% of his actual salary during such year and a maximum value of 150% of his actual salary during such year, subject to the achievement of individual and corporate performance criteria to be determined by our board of directors or our Compensation Committee and set forth in the incentive plan.
The employment agreement provides that, in the event that his employment is terminated by us “without cause” or by him for “good reason” (each as defined in the employment agreement), subject to his entering into and not revoking a release in a form acceptable to the Company, he will be entitled to receive:
|
•
|
a severance payment equal to 12 months of his then current annual salary payable in installments on the Company's regular payroll dates plus a lump sum payment equal to his annual cash incentive compensation assuming that the performance objectives were achieved at the target level;
|
|
•
|
if he timely elects and remains eligible for continued coverage under COBRA, an amount equal to the health insurance premiums that we were paying on his behalf and on behalf of his covered dependents prior to the date of termination for a period of nine months, or 12 months if the termination occurs within 12 months following a change in control transaction;
|
|
•
|
a lump sum payment of any annual cash incentive earned but unpaid with respect to the year preceding the year of termination; and
|
|
•
|
a cash payment for any unvested company matching contributions in his account under the Company’s 401(k) plan and for any accrued but unpaid vacation.
|
In addition to the severance and retention payments described above, in the event a change in control occurs due to a sale of the Company’s assets or a merger of the Company or an acquisition of the Company via tender offer, the employment agreement also provides that Mr. Graeff will receive the payments described above provided that all such payments will be accelerated and not deferred. In addition, all outstanding equity awards received prior to the change in control shall immediately vest.
In addition, in the event that payments made upon termination constitute parachute payments within the meaning of Section 280G of the Code and are subject to excise tax imposed under Section 4999 of the Code, then the payments may be reduced if such reduction results in Mr. Graeff receiving on an after-tax basis a greater severance amount.
Employment Agreement with Eugene Nestro
Effective December 2, 2019, we entered into an employment agreement with Mr. Nestro. Pursuant to the employment agreement, Mr. Nestro is employed by us on an "at-will" basis.
Under the terms of the employment agreement, Mr. Nestro’s initial salary was $275,000, which was subject to adjustment by the Compensation Committee from time to time. Mr. Nestro’s annual base salary for 2021 is $290,000. Under the amended and restated employment agreement, Mr. Nestro is eligible to participate in our senior management incentive plan for an annual discretionary cash bonus with a target value of at least 40% of his then current base salary, subject to the achievement of individual and corporate performance criteria to be determined by our board of directors or our Compensation Committee and set forth in the incentive plan.
In the event that Mr. Nestro’s employment is terminated by us "without cause" or by Mr. Nestro for "good reason" (each as defined in his employment agreement), subject to Mr. Nestro’s entering into and not revoking a separation agreement that includes, among other terms, a general release of claims in our favor, in a form acceptable to us, Mr. Nestro will be entitled to receive:
|
•
|
severance payments equal to his then applicable base salary for a period of 9 months paid in installments on our regular payroll dates;
|
|
•
|
a discretionary lump sum bonus payment equal to the target bonus that he would have been eligible to receive for the year in which the termination occurs, which will be paid when we otherwise pay annual bonuses, so long as that date is no later than March 15th the following year in which the termination occurs; provided, however, if the termination occurs within three months prior to or 12 months following a "change in control" transaction (as defined in the employment agreement), then Mr. Nestro will be entitled to receive a discretionary lump sum bonus payment equal to the maximum target bonus that he would have been eligible to receive for the year in which the termination occurs;
|
LUNA INNOVATIONS, INC.
|
|
|
31
|
2021 PROXY STATEMENT
|
|
•
|
if he timely elects and remains eligible for continued coverage under COBRA, the health insurance premiums that we were paying on behalf of Mr. Nestro and his covered dependents prior to the date of termination, until the earliest of (i) 12 months following termination, (ii) the date Mr. Nestro becomes eligible for substantially equivalent insurance in connection with new employment or self-employment, or (iii) the date Mr. Nestro ceases to be eligible for COBRA continuation coverage; and
|
|
•
|
a cash payment for any unvested company matching contributions in Mr. Nestro’s account under our 401(k) plan.
|
In addition, if Mr. Nestro’s employment is terminated by us "without cause" or by Mr. Nestro for "good reason" within three months prior to or 12 months following a "change of control" transaction, all unvested stock options and other stock awards for our common stock held by Mr. Nestro as of immediately prior to the termination date will accelerate in full.
In addition, in the event that payments made upon termination constitute parachute payments within the meaning of Section 280G of the Code and are subject to excise tax imposed under Section 4999 of the Code, then the payments may be reduced if such reduction results in Mr. Nestro receiving on an after-tax basis a greater severance amount.
Change in Control Benefits and Severance
The Compensation Committee believes that change in control and severance benefits play an important role in attracting and retaining valuable executives. The payment of such benefits also ensures a smooth transition in management following a change in control by giving the named executive officer the incentive to remain with the Company through the transition period, and, in the event the officer’s employment is terminated as part of the transition, by compensating the officer with a degree of financial and personal security during a period in which he is likely to be unemployed. As a result, as described above, we have historically maintained employment agreements with our named executive officers that provide for severance payments and continuation of group benefits if our named executive officers’ employment is terminated by us without “cause” or by the named executive officers for “good reason,” including in circumstances involving a change in control of the Company. In the event of the termination of employment of a named executive without "cause" or for "good reason" in connection with a change in control, all outstanding stock options and other stock awards are subject to accelerated vesting. Additionally, upon the completion of a change in control, the vesting of the performance-based RSUs described above will vest in full as to 100% of the target number of shares.
In connection with a change in control, the severance and other benefits provided for in the named executive officers’ employment agreements or otherwise payable to such named executive officers may be treated as excess parachute payments under Section 280G of the Code. In such event, under the terms of these employment agreements, the executive officer’s severance benefits shall be payable either (A) in full, or (B) as to such lesser amount which would result in no portion of such severance benefits being subject to excise tax under Section 4999 of the Code, whichever of the foregoing amounts, taking into account the applicable federal, state and local income taxes and the excise tax imposed by Section 4999, results in the receipt by the executive officer, on an after-tax basis, of the greatest amount of severance benefits under the employment agreement, notwithstanding that all or some portion of such severance benefits may be taxable under Section 4999 of the Code.
LUNA INNOVATIONS, INC.
|
|
|
32
|
2021 PROXY STATEMENT
|
Securities Authorized for Issuance Under Equity Compensation Plans
The following table summarizes our securities authorized for issuance under our equity compensation plans as of December 31, 2020:
Plan Category
|
|
Number of securities to be issued upon exercise of outstanding options, warrants, and rights (a)
|
|
|
Weighted average exercise price of outstanding options, warrants and rights (b)
|
|
Number of securities remaining available for future issuance under equity compensation plans (excluding securities reflected in column (a)) (c)
|
|
|
|
|
|
|
|
|
|
Equity compensation plans approved by security holders
|
|
2,758,883
|
(1)
|
|
$2.33
|
(2)
|
2,797,447
|
(3)
|
Total
|
|
2,758,883
|
(1)
|
|
$2.33
|
(2)
|
2,797,447
|
(3)
|
(1) Consists of 2,329,416 shares underlying stock options and 429,467 shares underlying restricted stock units.
(2)
|
Includes 429,467 shares issuable upon the settlement of restricted stock units without consideration. The weighted average exercise price of the outstanding options and rights other than these restricted stock units is $2.76 per share.
|
(3)
|
Securities remaining available for future issuance under equity compensation plans include 1,690,815 securities available for issuance under the 2016 Equity Incentive Plan and 1,106,632 available for issuance under the 2020 Employee Stock Purchase Plan as of December 31, 2020.
|
Our 2016 Equity Incentive Plan allows for forfeited awards to be added back to our pool of available awards, including awards forfeited from the 2006 Equity Incentive Plan after the expiration date of our 2006 Equity Incentive Plan.
LUNA INNOVATIONS, INC.
|
|
|
33
|
2021 PROXY STATEMENT
|
|
Stock Ownership Guidelines
|
|
In 2018, our board of directors established stock ownership guidelines applicable to our officers and directors, which are intended to ensure that our officers and directors acquire and maintain an equity stake in the company that aligns their interests with those of our stockholders.
Our officer stock ownership guidelines provide that the chief executive officer and each other officer at the level of vice president or above who report directly to the chief executive officer must acquire and maintain stock ownership at a multiple of their respective base salaries. Ownership varies by officer level, with the chief executive officer’s target at three times salary, chief financial officer’s target at two times base salary and all other officers at targets at one times salary.
Our director stock ownership guidelines provide that each director should acquire and maintain stock ownership in the company equal to one times his or her annual board retainer.
Compliance is assessed at September 30 of each year, and as of the most recent evaluation date, all current officers and directors were in compliance with the stock ownership guidelines.
LUNA INNOVATIONS, INC.
|
|
|
34
|
2021 PROXY STATEMENT
|
|
Security Ownership of Certain
Beneficial Owners and Management
|
The following table sets forth certain information with respect to beneficial ownership of our common stock, as of March 31, 2021, by:
|
•
|
each person known by us to be a beneficial owner of 5% or more of the outstanding shares of our common stock;
|
|
•
|
each of our directors and the board of directors’ nominees for director;
|
|
•
|
each of the executive officers named in the Summary Compensation Table, to whom we refer as our named executive officers; and
|
|
•
|
all of our currently serving executive officers and directors as a group.
|
Beneficial ownership is determined in accordance with the rules of the SEC. Except as indicated by the footnotes below, we believe, based on the information furnished to us and Schedules 13D and 13G, if any, filed with the SEC, that the persons and entities named in the table below have sole voting and investment power with respect to all shares of the common stock that they beneficially own, subject to applicable community property laws. In computing the number of shares beneficially owned by a person and the percentage ownership of that person, shares of common stock subject to options, RSUs, warrants, stock units under our non-employee directors’ deferred compensation plan or other exercisable or convertible securities held by that person that are currently exercisable or convertible or exercisable or convertible within 60 days of March 31, 2021 are deemed outstanding, but are not deemed outstanding for purposes of computing the percentage ownership of any other person. Unless otherwise indicated, these shares do not include any stock, options or RSUs or stock units awarded after March 31, 2021. A total of 31,397,642 shares of our common stock were outstanding as of March 31, 2021.
Unless otherwise indicated, the address of each beneficial owner listed in the table below is c/o Luna Innovations Incorporated, 301 1st Street SW, Roanoke, Virginia 24011.
Name and Address of Beneficial Owner
|
|
Number of
Shares
Beneficially
Owned
|
|
|
Percent
of Class
|
|
|
|
|
|
|
|
|
|
|
BlackRock Inc. (1)
|
|
|
1,998,151
|
|
|
|
6.5
|
%
|
55 East 52nd Street, New York, NY 10555
|
|
|
|
|
|
|
|
|
Royce & Associates LP (2)
|
|
|
1,962,077
|
|
|
|
6.4
|
%
|
745 Fifth Avenue, New York, NY 10151
|
|
|
|
|
|
|
|
|
Scott A. Graeff (3)
|
|
|
521,092
|
|
|
|
1.7
|
%
|
Eugene Nestro
|
|
|
15,009
|
|
|
|
-
|
|
Donald Pastor (4)
|
|
|
154,846
|
|
|
*
|
|
Richard W. Roedel (5)
|
|
|
1,049,285
|
|
|
|
3.3
|
%
|
Gary Spiegel (6)
|
|
|
81,512
|
|
|
*
|
|
Warren B. Phelps, III (7)
|
|
|
78,035
|
|
|
*
|
|
N. Leigh Anderson (8)
|
|
|
35,502
|
|
|
*
|
|
Mary Beth Vitale (9)
|
|
|
19,386
|
|
|
*
|
|
Pamela Coe
|
|
|
-
|
|
|
|
-
|
|
All current directors and executive officers as a group (8 persons) (10)
|
|
|
1,954,667
|
|
|
|
6.1
|
%
|
|
|
|
|
|
|
|
|
|
*
|
Represents less than 1% of the outstanding shares of common stock.
|
(1)
|
This information has been obtained from a Schedule 13G filed on February 2, 2021 by BlackRock, Inc.
|
(2)
|
This information has been obtained from a Schedule 13G filed on January 27, 2021 by Royce & Associates LP.
|
(3)
|
Includes (i) 34,531 shares subject to options that are immediately exercisable or exercisable within 60 days of March 31, 2021, and (ii) 46,666 shares of restricted stock which will vest within 60 days of March 31, 2021.
|
LUNA INNOVATIONS, INC.
|
|
|
35
|
2021 PROXY STATEMENT
|
(4)
|
Includes 5,326 shares of common stock issuable pursuant to stock units held under our non-employee directors’ deferred compensation plan that are payable under circumstances within the control of the holder.
|
(5)
|
Includes 304,164 shares subject to options that are immediately exercisable or exercisable within 60 days of March 31, 2021, and 287,079 shares of common stock issuable pursuant to stock units held under our non-employee directors’ deferred compensation plan that are payable under circumstances within the control of the holder.
|
(6)
|
Includes 13,943 shares of common stock issuable pursuant to stock units held under our non-employee directors’ deferred compensation plan that are payable under circumstances within the control of the holder.
|
(7)
|
Includes 61,802 shares of common stock issuable pursuant to stock units held under our non-employee directors’ deferred compensation plan that are payable under circumstances within the control of the holder.
|
(8)
|
Includes 19,269 shares of common stock issuable pursuant to stock units held under our non-employee directors’ deferred compensation plan that are payable under circumstances within the control of the holder.
|
(9)
|
Includes 19,386 shares of common stock issuable pursuant to stock units held under our non-employee directors’ deferred compensation plan that are payable under circumstances within the control of the holder.
|
(10)
|
Includes an aggregate of: (i) 406,805 shares of common stock issuable pursuant to stock units issued under our non-employee directors’ deferred compensation plan that are payable under circumstances within the control of the holders; (ii) an aggregate of 338,695 shares of common stock issuable under stock options that are immediately exercisable or exercisable within 60 days of March 31, 2021; and (iii) 46,666 shares of restricted stock that will vest within 60 days of March 31, 2021
|
LUNA INNOVATIONS, INC.
|
|
|
36
|
2021 PROXY STATEMENT
|