Executive Compensation
remain outstanding following such
termination and will be eligible to vest subject to achievement of the performance criteria as of the applicable vesting date, and the remaining outstanding RSUs will immediately be forfeited. For purposes of these awards, the pro-rata percentage means: 25%, 50%, 75% and 100% if such termination of employment had occurred or occurs on or prior to February 27, 2021, after February 27, 2021 but on or prior to February 27,
2022, after February 27, 2022 but on or prior to February 27, 2023, and after February 27, 2023, respectively.
Under the terms of such outstanding
RSUs, upon the occurrence of a change in control in which the outstanding RSUs are not assumed, continued, or substituted with an award relating to a publicly-traded security of the acquiror (or the Company) on the same terms and conditions that
were applicable to the outstanding RSUs immediately prior to the change in control, such outstanding RSUs will vest and be settled upon consummation of the change in control. If such outstanding awards are so assumed, continued, or substituted, the
outstanding RSUs will continue to vest at target level performance conditioned only upon continued employment if such change in control occurs prior to the conclusion of the performance period on December 31, 2022, and the outstanding RSUs
determined after application of the performance criteria will continue to vest conditioned only upon continued employment if such change in control occurs on or after conclusion of such performance period. With respect to such assumed, continued, or
substituted RSUs, in the event an executives employment is terminated by us without cause or by the executive for good reason (as defined in Ms. Baiers employment agreement or the Severance Policy, as applicable) within 12 months
following a change in control, all RSUs outstanding at the time of such termination will vest upon such termination and be settled within 30 days.
Performance-Based Cash Awards Granted in 2021
With respect to
performance-based cash awards granted in 2021 for which the first three tranches are eligible to vest on February 27, 2024 and the fourth tranche is eligible to vest on February 27, 2025, if an executives employment is terminated by
us without cause or due to death or disability (or with respect to Ms. Baiers award, by her for good reason as defined in her employment agreement), the following percentages of the applicable tranches that are outstanding effective on
the date of such termination of employment shall remain outstanding following such termination and shall be eligible to vest (including any additional cash amounts resulting from our performance) subject to the achievement of the applicable
performance criteria: 100% of the first tranche and 25% of the fourth tranche for such termination that had occurred on or prior to February 27, 2022; 100% of the first tranche and second tranche, and 50% of the fourth tranche, for such
termination that occurs after February 27, 2022 and on or prior to February 27, 2023; 100% of the first tranche, second tranche, and third tranche, and 75% of the fourth tranche, for such termination that occurs after February 27,
2023 and on or prior to February 27, 2024; and 100% of the fourth tranche for such termination that occurs after February 27, 2024. However, with respect to termination of employment due to disability, if the executive did not provide
services on at least one day in the one-year period immediately preceding the later date of the applicable clause above, then the treatment of the outstanding tranches will be as set forth in the earlier
clause for which the executive provided services at least one day in the one-year period immediately preceding the later date set forth in such clause. Mr. Bowmans performance-based cash award
granted on October 28, 2021, does not include the fourth tranche.
Under the terms of such outstanding awards, upon the occurrence of a change in control in
which the outstanding awards are not assumed, continued, or substituted with an award on the same terms and conditions that were applicable to the outstanding awards immediately prior to the change in control, such outstanding awards will vest and
be settled upon consummation of the change in control. If such outstanding awards are so assumed, continued, or substituted, the amount of then outstanding awards will continue to vest conditioned only upon continued employment. With respect to such
assumed, continued, or substituted awards, in the event an executives employment is terminated by us without cause or by the executive for good reason (as defined in Ms. Baiers employment agreement or the Severance Policy, as
applicable) within 12 months following a change in control, all awards outstanding at the time of such termination will vest upon such termination and be settled within 30 days. The amount of outstanding cash with respect to each tranche of the
award for which the performance period has concluded at the time of such change in control will be such amount as determined after application of the applicable
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