| Preview
Full Doc
 | 2003 |
Senior Officers Deferred Bonus Plan [2002]
Senior Officers Deferred Bonus Plan [2002] (13K)
Doc #260758: Click preview link for longer preview.
MFA MORTGAGE INESTMENTS, INC.
SENIOR OFFICERS DEFERRED BONUS PLAN
(as adopted effective December 19, 2002)
1. Purpose
The Corporation has adopted this Plan to assist its Senior Officers with
their individual tax and financial planning and to permit the Corporation to
remain competitive in attracting, retaining and motivating key employees. The
Plan permits eligible employees to defer the receipt of annual cash bonuses
which they may be entitled to receive from the Corporation. This Plan is
intended to be an unfunded arrangement maintained by the Corporation which is
designed align the interests of Participants more closely with the interests of
the other stockholders of the Corporation.
2. Effective Date; Transition
(a) This Plan shall become effective on the Effective Date.
3. Definitions
In this Plan, the following definitions shall apply:
"Account" - the account maintained by the Corporation for Deferred
Stock Units credited in accordance with under Section 6 of the Plan.
"Administrator" - the person, persons or entity appointed from time
to time by the Board of Directors of the Corporation to manage and administer
the Plan.
"Bonus Compensation" - the annual cash payable to a Senior Officer
through discretionary bonus awards granted, as determined by the Compensation
Committee of the Board of Directors of the Corporation.
"Common Stock" - the Corporation's common stock, $0.01 par value per
share.
"Corporation" - MFA Mortgage Investments, Inc., a Maryland
corporation, and its successors.
260758
|
MFA Mortgage
As referenced in this Senior Officers Deferred Bonus Plan [2002]:
MFA Mortgage Investments, – Committee of the Board of Directors of the Corporation.
"Common Stock" - the Corporation's common stock, $0.01 par value per
share.
"Corporation" - MFA Mortgage Investments, Inc., a Maryland
corporation, and its successors.
"Deferral Period" - the five-year period, if so elected, during
which Compensation for a particular
_____________
MFA Mortgage Investments, – s Common Stock is traded.
"Participant" - each Senior Officer who elects to defer a percentage
of Bonus Compensation under the Plan.
"Plan" - the MFA Mortgage Investments, Inc. Senior Officer Deferred
Bonus Plan, as it may be amended from time to time.
"Senior Officer" - any officer identified by the
_____________
dt 134495
| |
| Preview
Full Doc
| 2003 |
Incentive Bonus Plan
Incentive Bonus Plan (6K)
Doc #267044: Click preview link for longer preview.
MAGUIRE PROPERTIES, INC.,
MAGUIRE PROPERTIES SERVICES, INC. AND
MAGUIRE PROPERTIES, L.P.
INCENTIVE BONUS PLAN
1. PURPOSE
This Incentive Bonus Plan (the "Plan") is intended to provide an
additional incentive for key employees of Maguire Properties, Inc. (the "REIT"),
a Maryland corporation, Maguire Properties Services, Inc. (the "Services
Company"), a Maryland corporation, Maguire Properties, L.P. (the "Partnership"),
a Maryland limited partnership, and their subsidiaries (collectively, the
"Company"), to further the growth, development and financial success of the
Company, to tie the goals and interests of such employees to those of the
Company and its stockholders, and to enable the Company to attract and retain
highly qualified employees. The Plan is for the benefit of the Participants (as
defined below).
2. PARTICIPANTS
Participation in the Plan shall be limited to such employees of the
Company whom the Committee (as defined below) from time to time determines shall
be eligible to receive a bonus hereunder (the "Participants").
3. THE COMMITTEE
The Compensation Committee (the "Committee") of the Board of Directors
of the REIT (the "Board") shall have the discretion and authority to administer
and interpret the Plan. The Committee may delegate any or all of its authority
to administer the Plan to such person or persons as it deems advisable, and the
term "Committee" shall refer to any such person or persons to whom such
authority has been delegated. If administration is delegated by the Committee,
the delegate shall have, in connection with the administration of the Plan, the
powers theretofore possessed by the Committee, subject, however, to such
resolutions, not inconsistent with the provisions of the Plan, as may be adopted
from time to time by the Board or the Committee.
4. BONUS DETERMINATIONS
A Participant may receive a bonus payment under the Plan based upon the
attainment, during performance periods established by the Committee, of
performance objectives which are established by the Committee and relate to such
corporate, business and/or individual criteria as the Committee shall determine
(the "Performance Goals"). A Performance Goal may be a single goal or a range
with a minimum goal up to a maximum goal. Unless otherwise determined by the
Committee, the amount of each Participant's bonus shall be based upon a bonus
formula determined by the Committee in its sole discretion that ties such bonus
to the attainment of the
267044
|
Solana Services
As referenced in this Incentive Bonus Plan:
Maguire Properties - Solana Services – event that a Participant's services are shared among the
Services Company, the Partnership, Maguire Partners - Glendale II, LLC
("Glendale II") and/or Maguire Properties - Solana Services , L.P. ("Solana
Services"), the payment of any and all bonuses hereunder to such Participant
shall be allocated among the Services Company,
_____________
dt 158534
;
Maguire
As referenced in this Incentive Bonus Plan:
MAGUIRE PROPERTIES SERVICES, – {DOCUMENT}
{TYPE}EX-10.41
{SEQUENCE}6
{FILENAME}a84823a4exv10w41.txt
{DESCRIPTION}EXHIBIT 10.41
{TEXT}
{PAGE}
Exhibit 10.41
MAGUIRE PROPERTIES, INC.,
MAGUIRE PROPERTIES SERVICES, INC. AND
MAGUIRE PROPERTIES, L.P.
INCENTIVE BONUS PLAN
1. PURPOSE
This Incentive Bonus Plan (the "Plan") is intended to provide an
_____________
Maguire Properties Services, – Bonus Plan (the "Plan") is intended to provide an
additional incentive for key employees of Maguire Properties, Inc. (the "REIT"),
a Maryland corporation, Maguire Properties Services, Inc. (the "Services
Company"), a Maryland corporation, Maguire Properties, L.P. (the "Partnership"),
a Maryland limited partnership, and their subsidiaries (collectively, the
"
_____________
dt 158473
;
Maguire
As referenced in this Incentive Bonus Plan:
MAGUIRE PROPERTIES, INC – {DOCUMENT}
{TYPE}EX-10.41
{SEQUENCE}6
{FILENAME}a84823a4exv10w41.txt
{DESCRIPTION}EXHIBIT 10.41
{TEXT}
{PAGE}
Exhibit 10.41
MAGUIRE PROPERTIES, INC .,
MAGUIRE PROPERTIES SERVICES, INC. AND
MAGUIRE PROPERTIES, L.P.
INCENTIVE BONUS PLAN
1. PURPOSE
This Incentive Bonus Plan (the "Plan") is intended
_____________
Maguire Properties, Inc – P.
INCENTIVE BONUS PLAN
1. PURPOSE
This Incentive Bonus Plan (the "Plan") is intended to provide an
additional incentive for key employees of Maguire Properties, Inc . (the "REIT"),
a Maryland corporation, Maguire Properties Services, Inc. (the "Services
Company"), a Maryland corporation, Maguire Properties, L.P. (the "Partnership"),
a
_____________
dt 175151
;
|
Maguire
As referenced in this Incentive Bonus Plan:
MAGUIRE PROPERTIES, INC – {DOCUMENT}
{TYPE}EX-10.41
{SEQUENCE}6
{FILENAME}a84823a4exv10w41.txt
{DESCRIPTION}EXHIBIT 10.41
{TEXT}
{PAGE}
Exhibit 10.41
MAGUIRE PROPERTIES, INC .,
MAGUIRE PROPERTIES SERVICES, INC. AND
MAGUIRE PROPERTIES, L.P.
INCENTIVE BONUS PLAN
1. PURPOSE
This Incentive Bonus Plan (the "Plan") is intended
_____________
Maguire Properties, Inc – P.
INCENTIVE BONUS PLAN
1. PURPOSE
This Incentive Bonus Plan (the "Plan") is intended to provide an
additional incentive for key employees of Maguire Properties, Inc . (the "REIT"),
a Maryland corporation, Maguire Properties Services, Inc. (the "Services
Company"), a Maryland corporation, Maguire Properties, L.P. (the "Partnership"),
a
_____________
dt 175151
;
Maguire
As referenced in this Incentive Bonus Plan:
MAGUIRE PROPERTIES, L.P. – 41
{SEQUENCE}6
{FILENAME}a84823a4exv10w41.txt
{DESCRIPTION}EXHIBIT 10.41
{TEXT}
{PAGE}
Exhibit 10.41
MAGUIRE PROPERTIES, INC.,
MAGUIRE PROPERTIES SERVICES, INC. AND
MAGUIRE PROPERTIES, L.P.
INCENTIVE BONUS PLAN
1. PURPOSE
This Incentive Bonus Plan (the "Plan") is intended to provide an
additional incentive for key employees of
_____________
Maguire Properties, L.P. – incentive for key employees of Maguire Properties, Inc. (the "REIT"),
a Maryland corporation, Maguire Properties Services, Inc. (the "Services
Company"), a Maryland corporation, Maguire Properties, L.P. (the "Partnership"),
a Maryland limited partnership, and their subsidiaries (collectively, the
"Company"), to further the growth, development and financial success of the
_____________
dt 157721
;
Maguire
As referenced in this Incentive Bonus Plan:
MAGUIRE PROPERTIES, L.P. – 41
{SEQUENCE}6
{FILENAME}a84823a4exv10w41.txt
{DESCRIPTION}EXHIBIT 10.41
{TEXT}
{PAGE}
Exhibit 10.41
MAGUIRE PROPERTIES, INC.,
MAGUIRE PROPERTIES SERVICES, INC. AND
MAGUIRE PROPERTIES, L.P.
INCENTIVE BONUS PLAN
1. PURPOSE
This Incentive Bonus Plan (the "Plan") is intended to provide an
additional incentive for key employees of
_____________
Maguire Properties, L.P. – incentive for key employees of Maguire Properties, Inc. (the "REIT"),
a Maryland corporation, Maguire Properties Services, Inc. (the "Services
Company"), a Maryland corporation, Maguire Properties, L.P. (the "Partnership"),
a Maryland limited partnership, and their subsidiaries (collectively, the
"Company"), to further the growth, development and financial success of the
_____________
dt 157721
|
| Preview
Full Doc
| 2003 |
Deferred Bonus Plan
Deferred Bonus Plan (12K)
Doc #267046: Click preview link for longer preview.
DEFERRED BONUS PLAN
OF
MAGUIRE PROPERTIES, INC.
MAGUIRE PROPERTIES SERVICES, INC.
MAGUIRE PROPERTIES, L.P.
Section 1 Purpose.
This Deferred Bonus Plan (the "Plan") is intended to provide an
employment incentive to certain asset management employees and other employees
of Maguire Properties, Inc. (the "REIT"), a Maryland corporation, Maguire
Properties Services, Inc. (the "Services Company"), a Maryland corporation,
Maguire Properties, L.P. (the "Partnership"), a Maryland limited partnership,
and their subsidiaries (collectively, the "Company"), to assist the Company in
retaining such employees considered essential to the continued success of its
business.
Section 2 Eligibility.
Any employee of the Company performing duties on a substantially
full-time basis with the Company shall be eligible to be selected by the
Committee (as defined below) as a participant in the Plan (a "Participant").
The Committee may annually designate new Participants in the Plan.
Participants shall be selected in the sole discretion of the Committee and no
employee shall have any interest in the Plan until so designated as a
Participant.
Section 3 Determination of Deferred Bonus Award.
The Committee shall, in its sole discretion, annually determine the
amount of all bonus awards for Participants under the Plan (the "Deferred Bonus
Awards"). Such determinations shall be communicated in writing to the
Participants within sixty (60) days after the end of each calendar year while
the Plan is in effect.
Section 4 Timing of Payment.
Each Deferred Bonus Award shall be payable in five (5) equal annual
installments, without interest, with the first installment payable at the time
of award and the remaining installments payable in February of each succeeding
calendar year (or such other time as the Committee may determine) until the full
amount of the Deferred Bonus Award is paid, provided, however, that such
installment payments are earned by the Participant by continued full-time
employment with the Company.
A Participant shall have no right to receive payment of any part of
his or her Deferred Bonus Award which has not been earned through continued
full-time employment with the Company. Any portion of the Deferred Bonus Award
which is not earned through continued full-time employment shall be immediately
forfeited upon the termination of employment of the Participant for any reason
other than (a) retirement after age sixty-five (65), (b) death, or (c)
267046
|
Solana Services
As referenced in this Deferred Bonus Plan:
Maguire Properties - Solana Services – event that a Participant's services are shared among the
Services Company, the Partnership, Maguire Partners - Glendale II, LLC
("Glendale II") and/or Maguire Properties - Solana Services , L.P. ("Solana
Services"), the payment of any and all bonuses hereunder to such Participant
shall be allocated among the Services Company,
_____________
dt 158535
;
Maguire
As referenced in this Deferred Bonus Plan:
MAGUIRE PROPERTIES SERVICES, – 10.44
{SEQUENCE}8
{FILENAME}a84823a4exv10w44.txt
{DESCRIPTION}EXHIBIT 10.44
{TEXT}
{PAGE}
Exhibit 10.44
DEFERRED BONUS PLAN
OF
MAGUIRE PROPERTIES, INC.
MAGUIRE PROPERTIES SERVICES, INC.
MAGUIRE PROPERTIES, L.P.
Section 1 Purpose.
This Deferred Bonus Plan (the "Plan") is intended to provide an
employment incentive to
_____________
Maguire
Properties Services, – intended to provide an
employment incentive to certain asset management employees and other employees
of Maguire Properties, Inc. (the "REIT"), a Maryland corporation, Maguire
Properties Services, Inc. (the "Services Company"), a Maryland corporation,
Maguire Properties, L.P. (the "Partnership"), a Maryland limited partnership,
and their subsidiaries (collectively, the "
_____________
dt 158475
;
Maguire
As referenced in this Deferred Bonus Plan:
MAGUIRE PROPERTIES, INC – DOCUMENT}
{TYPE}EX-10.44
{SEQUENCE}8
{FILENAME}a84823a4exv10w44.txt
{DESCRIPTION}EXHIBIT 10.44
{TEXT}
{PAGE}
Exhibit 10.44
DEFERRED BONUS PLAN
OF
MAGUIRE PROPERTIES, INC .
MAGUIRE PROPERTIES SERVICES, INC.
MAGUIRE PROPERTIES, L.P.
Section 1 Purpose.
This Deferred Bonus Plan (the "Plan") is intended to provide an
_____________
Maguire Properties, Inc – Purpose.
This Deferred Bonus Plan (the "Plan") is intended to provide an
employment incentive to certain asset management employees and other employees
of Maguire Properties, Inc . (the "REIT"), a Maryland corporation, Maguire
Properties Services, Inc. (the "Services Company"), a Maryland corporation,
Maguire Properties, L.P. (the "Partnership"), a
_____________
dt 175153
;
|
Maguire
As referenced in this Deferred Bonus Plan:
MAGUIRE PROPERTIES, INC – DOCUMENT}
{TYPE}EX-10.44
{SEQUENCE}8
{FILENAME}a84823a4exv10w44.txt
{DESCRIPTION}EXHIBIT 10.44
{TEXT}
{PAGE}
Exhibit 10.44
DEFERRED BONUS PLAN
OF
MAGUIRE PROPERTIES, INC .
MAGUIRE PROPERTIES SERVICES, INC.
MAGUIRE PROPERTIES, L.P.
Section 1 Purpose.
This Deferred Bonus Plan (the "Plan") is intended to provide an
_____________
Maguire Properties, Inc – Purpose.
This Deferred Bonus Plan (the "Plan") is intended to provide an
employment incentive to certain asset management employees and other employees
of Maguire Properties, Inc . (the "REIT"), a Maryland corporation, Maguire
Properties Services, Inc. (the "Services Company"), a Maryland corporation,
Maguire Properties, L.P. (the "Partnership"), a
_____________
dt 175153
;
Maguire
As referenced in this Deferred Bonus Plan:
MAGUIRE PROPERTIES, L.P. – FILENAME}a84823a4exv10w44.txt
{DESCRIPTION}EXHIBIT 10.44
{TEXT}
{PAGE}
Exhibit 10.44
DEFERRED BONUS PLAN
OF
MAGUIRE PROPERTIES, INC.
MAGUIRE PROPERTIES SERVICES, INC.
MAGUIRE PROPERTIES, L.P.
Section 1 Purpose.
This Deferred Bonus Plan (the "Plan") is intended to provide an
employment incentive to certain asset management employees and
_____________
Maguire Properties, L.P. – employees and other employees
of Maguire Properties, Inc. (the "REIT"), a Maryland corporation, Maguire
Properties Services, Inc. (the "Services Company"), a Maryland corporation,
Maguire Properties, L.P. (the "Partnership"), a Maryland limited partnership,
and their subsidiaries (collectively, the "Company"), to assist the Company in
retaining such employees considered essential
_____________
dt 157723
;
Maguire
As referenced in this Deferred Bonus Plan:
MAGUIRE PROPERTIES, L.P. – FILENAME}a84823a4exv10w44.txt
{DESCRIPTION}EXHIBIT 10.44
{TEXT}
{PAGE}
Exhibit 10.44
DEFERRED BONUS PLAN
OF
MAGUIRE PROPERTIES, INC.
MAGUIRE PROPERTIES SERVICES, INC.
MAGUIRE PROPERTIES, L.P.
Section 1 Purpose.
This Deferred Bonus Plan (the "Plan") is intended to provide an
employment incentive to certain asset management employees and
_____________
Maguire Properties, L.P. – employees and other employees
of Maguire Properties, Inc. (the "REIT"), a Maryland corporation, Maguire
Properties Services, Inc. (the "Services Company"), a Maryland corporation,
Maguire Properties, L.P. (the "Partnership"), a Maryland limited partnership,
and their subsidiaries (collectively, the "Company"), to assist the Company in
retaining such employees considered essential
_____________
dt 157723
|
| Full Doc
| 2003 |
Deferred Bonus Plan
Deferred Bonus Plan (1K)
Doc #267832: This document is immediately available for purchase, but does not have a preview available for viewing.
267832
|
Home Properties
As referenced in this Deferred Bonus Plan:
HOME PROPERTIES OF NEW YORK, INC –
EX-4 4 ex42910k02.htm EXHIBIT 4.29
EXHIBIT 4.29
AMENDMENT NO. TWO
HOME PROPERTIES OF NEW YORK, INC .
DEFERRED BONUS PLAN
The Deferred Bonus Plan (the Plan) of Home Properties of New York, Inc. (the Company) is hereby amended to
_____________
Home Properties of New York, Inc – 29
EXHIBIT 4.29
AMENDMENT NO. TWO
HOME PROPERTIES OF NEW YORK, INC.
DEFERRED BONUS PLAN
The Deferred Bonus Plan (the Plan) of Home Properties of New York, Inc . (the Company) is hereby amended to provide that participants may elect to defer receipt of any whole percent up to 100% of
_____________
Home Properties of New York, Inc – be effective beginning with the bonus to paid for services rendered in 2002.
This Amendment was approved by the Board of Directors of Home Properties of New York, Inc . at a meeting duly called and held on October 30, 2001.
IN WITNESS WHEREOF, the Company has caused its duly authorized officer
_____________
HOME PROPERTIES OF NEW YORK, INC – IN WITNESS WHEREOF, the Company has caused its duly authorized officer to execute this Amendment No. Two this 1st day of November, 2001.
HOME PROPERTIES OF NEW YORK, INC .
By:
/s/ Ann M. McCormick
Ann M. McCormick
Senior Vice President and Secretary
_____________
dt 159578
;
Home Properties
As referenced in this Deferred Bonus Plan:
HOME PROPERTIES OF NEW YORK, INC –
EX-4 4 ex42910k02.htm EXHIBIT 4.29
EXHIBIT 4.29
AMENDMENT NO. TWO
HOME PROPERTIES OF NEW YORK, INC .
DEFERRED BONUS PLAN
The Deferred Bonus Plan (the Plan) of Home Properties of New York, Inc. (the Company) is hereby amended to
_____________
Home Properties of New York, Inc – 29
EXHIBIT 4.29
AMENDMENT NO. TWO
HOME PROPERTIES OF NEW YORK, INC.
DEFERRED BONUS PLAN
The Deferred Bonus Plan (the Plan) of Home Properties of New York, Inc . (the Company) is hereby amended to provide that participants may elect to defer receipt of any whole percent up to 100% of
_____________
Home Properties of New York, Inc – be effective beginning with the bonus to paid for services rendered in 2002.
This Amendment was approved by the Board of Directors of Home Properties of New York, Inc . at a meeting duly called and held on October 30, 2001.
IN WITNESS WHEREOF, the Company has caused its duly authorized officer
_____________
HOME PROPERTIES OF NEW YORK, INC – IN WITNESS WHEREOF, the Company has caused its duly authorized officer to execute this Amendment No. Two this 1st day of November, 2001.
HOME PROPERTIES OF NEW YORK, INC .
By:
/s/ Ann M. McCormick
Ann M. McCormick
Senior Vice President and Secretary
_____________
dt 159578
;
| |
| Preview
Full Doc
| 2002 |
Deferred Bonus Plan
Deferred Bonus Plan (1K)
Doc #267870: Click preview link for longer preview.
267870
|
Home Properties
As referenced in this Deferred Bonus Plan:
HOME PROPERTIES OF NEW YORK, INC – 27
{SEQUENCE}4
{FILENAME}dex427.txt
{DESCRIPTION}AMENDMENT NO. 1 TO DEFERRED BONUS PLAN
{TEXT}
{PAGE}
EXHIBIT 4.27
AMENDMENT NO. ONE
TO
HOME PROPERTIES OF NEW YORK, INC .
DEFERRED BONUS PLAN
The Deferred Bonus Plan (the "Plan") of Home Properties of New York, Inc. (the
"Company") is hereby amended to
_____________
Home Properties of New York, Inc – EXHIBIT 4.27
AMENDMENT NO. ONE
TO
HOME PROPERTIES OF NEW YORK, INC.
DEFERRED BONUS PLAN
The Deferred Bonus Plan (the "Plan") of Home Properties of New York, Inc . (the
"Company") is hereby amended to provide that with respect to the hypothetical
dividends payable on the Company Common Stock previously credited
_____________
Home Properties of New
York, Inc – bonuses payable for 1999 and
thereafter (payable in the year 2000 and thereafter).
This Amendment was approved by the Board of Directors of Home Properties of New
York, Inc . at a meeting duly called and held on October 26, 1999.
IN WITNESS WHEREOF, the Company has caused its duly authorized officer
_____________
HOME PROPERTIES OF NEW YORK, INC – IN WITNESS WHEREOF, the Company has caused its duly authorized officer to
execute this Amendment No. One this 30th day of November, 1999.
HOME PROPERTIES OF NEW YORK, INC .
By: /s/ Ann M. McCormick
------------------------------------
Ann M. McCormick
Vice President and Secretary
{/TEXT}
{/DOCUMENT}
_____________
dt 159597
;
Home Properties
As referenced in this Deferred Bonus Plan:
HOME PROPERTIES OF NEW YORK, INC – 27
{SEQUENCE}4
{FILENAME}dex427.txt
{DESCRIPTION}AMENDMENT NO. 1 TO DEFERRED BONUS PLAN
{TEXT}
{PAGE}
EXHIBIT 4.27
AMENDMENT NO. ONE
TO
HOME PROPERTIES OF NEW YORK, INC .
DEFERRED BONUS PLAN
The Deferred Bonus Plan (the "Plan") of Home Properties of New York, Inc. (the
"Company") is hereby amended to
_____________
Home Properties of New York, Inc – EXHIBIT 4.27
AMENDMENT NO. ONE
TO
HOME PROPERTIES OF NEW YORK, INC.
DEFERRED BONUS PLAN
The Deferred Bonus Plan (the "Plan") of Home Properties of New York, Inc . (the
"Company") is hereby amended to provide that with respect to the hypothetical
dividends payable on the Company Common Stock previously credited
_____________
Home Properties of New
York, Inc – bonuses payable for 1999 and
thereafter (payable in the year 2000 and thereafter).
This Amendment was approved by the Board of Directors of Home Properties of New
York, Inc . at a meeting duly called and held on October 26, 1999.
IN WITNESS WHEREOF, the Company has caused its duly authorized officer
_____________
HOME PROPERTIES OF NEW YORK, INC – IN WITNESS WHEREOF, the Company has caused its duly authorized officer to
execute this Amendment No. One this 30th day of November, 1999.
HOME PROPERTIES OF NEW YORK, INC .
By: /s/ Ann M. McCormick
------------------------------------
Ann M. McCormick
Vice President and Secretary
{/TEXT}
{/DOCUMENT}
_____________
dt 159597
;
| |
| Preview
Full Doc
| 2003 |
Executive Bonus Plan [2003]
Executive Bonus Plan [2003] (4K)
Doc #267990: Click preview link for longer preview.
{DOCUMENT}
{TYPE}EX-10.1
{SEQUENCE}3
{FILENAME}v94177exv10w1.txt
{DESCRIPTION}EXHIBIT 10.1
{TEXT}
{PAGE}
Exhibit 10.1
W. MICHAEL LONG
2003 EXECUTIVE BONUS PLAN
As per your employment agreement, bonus payout potential for 2003 is 200% of
base salary. Typically, if the AOP is achieved along with all other personal
objectives, it would be expected that a 100% of salary payout would be granted.
Typically a 200% of salary payout would occur if performance significantly
exceeded the AOP as well as personal objectives. However, despite excellent
performance in solving restatement related issues last year, this second year of
your employment continues to contain numerous challenges relating to the
Company's past problems. Therefore, for the year 2003, achievement of the AOP
along with solving legacy issues as well as achieving personal objectives will
permit consideration, but not a guarantee, of a 200% of salary bonus payout. The
financial objectives as well as personal objectives that will be considered for
determining your bonus award are as follows:
CORPORATE FINANCIAL PERFORMANCE ELEMENT:
{TABLE}
{CAPTION}
INCOME OI
VS `02 (000,000) % % % % % % %
------ --------- --- --- --- --- --- --- ---
{S} {C} {C} {C} {C} {C} {C} {C} {C}
34.50 $(22.50) 86 93 100 107 114 121 128
33.25 $(23.75) 78 86 93 100 107 114 121
31.00 $(25.00) 71 78 86 93 100 107 114
29.75 $(26.25) 64 71 78 86 93 100 107
28.50 $(27.50) 57 64 71 78 86 93 100
27.25 $(28.75) 50 57 64 71 78 86 93
26.00 $(30.00) 43 50 57 64 71 78 86
24.75 $(31.25) 36 43 50 57 64 71 78
23.50 $(32.50) 29 36 43 50 57 64 71
REVENUE 233 240 247 254 261 268 275
(000,000S)
INCREASE 13 20 27 34 41 48 55
VS. `02
{/TABLE}
NOTES:
(The percentages in the above chart are percentages of your potential bonus, not
percentages of your salary. For example, since your potential bonus is 200% of
your base salary, 50% on the above chart would equate to a bonus payout of 100%
of your base salary (50% of 200% = 100%), multiplied by the element weighting of
70%. Operating Income to be calculated excluding the impact of:
AOL settlement;
Litigation settlements;
Extraordinary traffic buys (i.e. MSN).
{PAGE}
INDIVIDUAL PERFORMANCE OBJECTIVES:
1. Manage government regulators, cash flow, capital, industry sponsorships,
AOL, Cendant and the class action plaintiffs such that Homestore at the
end of 2003 remains viable and capable of operating as an independent
company. [Though progress has been made on a number of these items, that
progress can be reversed, if not proactively managed, and threaten the
Company again.]
2. Develop for all Homestore's businesses a strategic plan that describes how
that business can attain reasonable growth prospects or be otherwise
disposed of. Begin the expedient implementation of those plans in order of
priority determined by growth prospects, strategic contribution to market
and shareholder value, and available resources.
3. Create a credible financial plan for 2004 that demonstrates growth in
those businesses that have completed significant refurbishing and
incorporates investment plans for the remaining businesses. This plan
should be supported by an adequate capital structure to finance both the
planned growth and continued investment.
Final determination of a bonus award, if any, will be made by the Compensation
Committee. Payment of any bonus award shall also be based on the Company's
overall financial position at the time the Committee reviews performance. Final
approved bonus will be paid after year-end close (i.e. bonus is annual, not
quarterly).
{/TEXT}
{/DOCUMENT}
267990
| | W. Michael Long
|
| Preview
Full Doc
| 2003 |
Executive Bonus Plan [2003]
Executive Bonus Plan [2003] (4K)
Doc #267991: Click preview link for longer preview.
{DOCUMENT}
{TYPE}EX-10.2
{SEQUENCE}4
{FILENAME}v94177exv10w2.txt
{DESCRIPTION}EXHIBIT 10.2
{TEXT}
{PAGE}
Exhibit 10.2
JACK D. DENNISON
2003 EXECUTIVE BONUS PLAN
As per your employment agreement, bonus payout potential for 2003 is 200% of
base salary. Typically, if the AOP is achieved along with all other personal
objectives, it would be expected that a 100% of salary payout would be granted.
Typically a 200% of salary payout would occur if performance significantly
exceeded the AOP as well as personal objectives. However, despite excellent
performance in solving restatement related issues last year, this second year of
your employment continues to contain numerous challenges relating to the
Company's past problems. Therefore, for the year 2003, achievement of the AOP
along with solving legacy issues as well as achieving personal objectives will
permit consideration, but not a guarantee, of a 200% of salary bonus payout. The
financial objectives as well as personal objectives that will be considered for
determining your bonus award are as follows:
CORPORATE FINANCIAL PERFORMANCE ELEMENT:
{TABLE}
{CAPTION}
INCOME OI
VS `02 (000,000) % % % % % % %
------ --------- --- --- --- --- --- --- ---
{S} {C} {C} {C} {C} {C} {C} {C} {C}
34.50 $(22.50) 86 93 100 107 114 121 128
33.25 $(23.75) 78 86 93 100 107 114 121
31.00 $(25.00) 71 78 86 93 100 107 114
29.75 $(26.25) 64 71 78 86 93 100 107
28.50 $(27.50) 57 64 71 78 86 93 100
27.25 $(28.75) 50 57 64 71 78 86 93
26.00 $(30.00) 43 50 57 64 71 78 86
24.75 $(31.25) 36 43 50 57 64 71 78
23.50 $(32.50) 29 36 43 50 57 64 71
REVENUE 233 240 247 254 261 268 275
(000,000S)
INCREASE 13 20 27 34 41 48 55
VS. `02
{/TABLE}
NOTES:
(The percentages in the above chart are percentages of your potential bonus, not
percentages of your salary. For example, since your potential bonus is 200% of
your base salary, 50% on the above chart would equate to a bonus payout of 100%
of your base salary (50% of 200% = 100%), multiplied by the element weighting of
70%. Operating Income to be calculated excluding the impact of:
AOL settlement;
Litigation settlements;
Extraordinary traffic buys (i.e. MSN).
INDIVIDUAL PERFORMANCE OBJECTIVES:
- Refine strategy for HAR (including low density strategy)
{PAGE}
- Refine strategy for HB (including 2nd and 3rd tier strategy)
- Develop frameworks and business plans for new revenue streams
approved by Action Committee. Apply specific focus on creating and
testing consumer direct model and data products initiatives.
- Launch Welcome Wagon Realtor/MLS product
- Define future strategic plan for Wyldfyre and CFT
- Define future strategic plan for Top Producer
- Effectively manage shareholder litigation
- Effectively manage Cendant dispute
- Negotiate AOL settlement
- Establish effective Broker centric sales team for Realtor.com
- Establish effective agent centric sales team for Realtor.com.
Final determination of a bonus award, if any, will be made by the Compensation
Committee. Payment of any bonus award shall also be based on the Company's
overall financial position at the time the Committee reviews performance. Final
approved bonus will be paid after year-end close (i.e. bonus is annual, not
quarterly).
{/TEXT}
{/DOCUMENT}
267991
| | Jack D. Dennison
|
| Preview
Full Doc
| 2003 |
Executive Bonus Plan [2003]
Executive Bonus Plan [2003] (5K)
Doc #267992: Click preview link for longer preview.
{DOCUMENT}
{TYPE}EX-10.3
{SEQUENCE}5
{FILENAME}v94177exv10w3.txt
{DESCRIPTION}EXHIBIT 10.3
{TEXT}
{PAGE}
Exhibit 10.3
LEWIS R. BELOTE, III
2003 EXECUTIVE BONUS PLAN
As per your employment agreement, bonus payout potential for 2003 is 200% of
base salary. Typically, if the AOP is achieved along with all other personal
objectives, it would be expected that a 100% of salary payout would be granted.
Typically a 200% of salary payout would occur if performance significantly
exceeded the AOP as well as personal objectives. However, despite excellent
performance in solving restatement related issues last year, this second year of
your employment continues to contain numerous challenges relating to the
Company's past problems. Therefore, for the year 2003, achievement of the AOP
along with solving legacy issues as well as achieving personal objectives will
permit consideration, but not a guarantee, of a 200% of salary bonus payout. The
financial objectives as well as personal objectives that will be considered for
determining your bonus award are as follows:
CORPORATE FINANCIAL PERFORMANCE ELEMENT:
{TABLE}
{CAPTION}
INCOME OI
VS `02 (000,000) % % % % % % %
------ --------- --- --- --- --- --- --- ---
{S} {C} {C} {C} {C} {C} {C} {C} {C}
34.50 $(22.50) 86 93 100 107 114 121 128
33.25 $(23.75) 78 86 93 100 107 114 121
31.00 $(25.00) 71 78 86 93 100 107 114
29.75 $(26.25) 64 71 78 86 93 100 107
28.50 $(27.50) 57 64 71 78 86 93 100
27.25 $(28.75) 50 57 64 71 78 86 93
26.00 $(30.00) 43 50 57 64 71 78 86
24.75 $(31.25) 36 43 50 57 64 71 78
23.50 $(32.50) 29 36 43 50 57 64 71
REVENUE 233 240 247 254 261 268 275
(000,000S)
INCREASE 13 20 27 34 41 48 55
VS. `02
{/TABLE}
NOTES:
The percentages in the above chart are percentages of your potential bonus, not
percentages of your salary. For example, since your potential bonus is 200% of
your base salary, 50% on the above chart would equate to a bonus payout of 100%
of your base salary (50% of 200% = 100%), multiplied by the element weighting of
70%. Operating Income to be calculated excluding the impact of:
AOL settlement; Litigation settlements; Extraordinary traffic buys (i.e. MSN).
INDIVIDUAL PERFORMANCE OBJECTIVES:
- Maintain revenue quality in 2003 so outside auditors are very
comfortable with our policies and recorded revenues (as communicated
to the Audit Committee)
{PAGE}
- Continue to challenge cost structure of each business unit to manage
to the AOP net loss.
- Provide analysis of new revenue streams approved by Action Committee
to support the appropriate accounting.
- Develop relationship with targeted buyside investors and sellside
analysts to position the company post shareholder litigation
- Assist in future strategic plan for Wyldfyre and CFT by providing
financial analysis
- Obtain subleases on all remaining office space to improve future
cash flow
- Provide financial support to manage a settlement of shareholder
litigation
- Complete the documentation of internal controls and improvements in
them for Sarbanes-Oxley 404 requirements so the company is
positioned to be compliant in 2004, including informal acceptance by
the outside auditors.
- Oversee the ERP implementation and successful
installation/conversion of Phase I and IA in 2003.
- Improve upon the Company's Director and Officer Liability Insurance
and work to keep premium increase to less than 10%.
- Provide the Company's Board of Directors with timely and insightful
reports that enable directors to understand the Company's
performance.
- Meet the current objectives (to be inserted) of improving the timing
of the monthly and quarterly close.
- Monitor outside auditor fees at conclusion of each "Q" to insure
adherence to proposed fees, and report results to Audit Committee.
- Meet all objectives of the human resource management system with
regard to performance reviews, appraisals, code of conduct
education/acceptance.
Final determination of a bonus award, if any, will be made by the Compensation
Committee. Payment of any bonus award shall also be based on the Company's
overall financial position at the time the Committee reviews performance. Final
approved bonus will be paid after year-end close (i.e. bonus is annual, not
quarterly).
{/TEXT}
{/DOCUMENT}
267992
| | Lewis R. Belote, III
|
| Full Doc
| 2003 |
Executive Bonus Plan [2003]
Executive Bonus Plan [2003] (3K)
Doc #267993: This document is immediately available for purchase, but does not have a preview available for viewing.
{DOCUMENT}
{TYPE}EX-10.4
{SEQUENCE}6
{FILENAME}v94177exv10w4.txt
{DESCRIPTION}EXHIBIT 10.4
{TEXT}
{PAGE}
Exhibit 10.4
ALLAN D. DALTON
2003 EXECUTIVE BONUS PLAN
You are eligible for an annual bonus of 100% of your annual base salary, subject
to achievement of certain goals and objectives, with the ability to earn a bonus
of up to 200% of your annual base salary, subject to exceeding such goals and
objectives. Your 2003 bonus award will be based on the following:
CORPORATE FINANCIAL PERFORMANCE ELEMENT: 70% WEIGHT
Corporate financial performance element calculated pursuant to the following
chart:
{TABLE}
{CAPTION}
INCOME OI
VS `02 (000,000) % % % % % % %
------ --------- --- --- --- --- --- --- ---
{S} {C} {C} {C} {C} {C} {C} {C} {C}
34.50 $(22.50) 86 93 100 107 114 121 128
33.25 $(23.75) 78 86 93 100 107 114 121
31.00 $(25.00) 71 78 86 93 100 107 114
29.75 $(26.25) 64 71 78 86 93 100 107
28.50 $(27.50) 57 64 71 78 86 93 100
27.25 $(28.75) 50 57 64 71 78 86 93
26.00 $(30.00) 43 50 57 64 71 78 86
24.75 $(31.25) 36 43 50 57 64 71 78
23.50 $(32.50) 29 36 43 50 57 64 71
REVENUE 233 240 247 254 261 268 275
(000,000)
INCREASE 13 20 27 34 41 48 55
VS. `02
{/TABLE}
NOTES:
Target Bonus (100%) is achieved at original AOP.
Current forecast produces a 50% payout.
For results better than those depicted on the above chart, Compensation
Committee may increase bonuses at its discretion.
For results worse than those depicted on the above chart, Compensation Committee
may decrease or eliminate bonuses at its discretion.
Eligibility for 200% bonus requires $325 million of revenue (25% improvement
over plan), Operating Income better than $(20 million) for the year, and
positive 4th Quarter Operating Income.
{PAGE}
Operating Income to be calculated excluding the impact of:
AOL settlement;
Litigation settlements;
Extraordinary traffic buys (i.e. MSN).
INDIVIDUAL PERFORMANCE OBJECTIVES: 30% WEIGHT
- Achieve REALTOR.com OI target.
- Successfully introduce and implement channel management function.
- Introduce and implement plan to reduce, and ultimately eliminate,
MLS royalties.
- Gain continued support from NAR.
- Create major broker support through marketing partnerships.
- Establish REALTOR.com broker council.
- Drive success of MLS Seminar Series.
- Enhance messaging and results of WLV Account Executives and Major
Accounts team.
- Develop business plan for REALTOR.com convention in January.
- Generate additional advertising revenue through recruiting program.
- Speak and create revenue from dozens of appearances at state,
national and brand conventions and trade shows.
Final determination of bonus award if any is subject to Compensation Committee
approval. Payment of any bonus award shall be based on the Company's overall
financial position at the time performance is reviewed by the Committee. Final
approved bonus will be paid after year-end close (i.e. bonus is annual, not
quarterly).
{/TEXT}
{/DOCUMENT}
267993
| | Allan D. Dalton
|
| Full Doc
| 2003 |
Executive Bonus Plan [2003]
Executive Bonus Plan [2003] (6K)
Doc #267994: This document is immediately available for purchase, but does not have a preview available for viewing.
{DOCUMENT}
{TYPE}EX-10.5
{SEQUENCE}7
{FILENAME}v94177exv10w5.txt
{DESCRIPTION}EXHIBIT 10.5
{TEXT}
{PAGE}
Exhibit 10.5
ALLAN P. MERRILL
2003 EXECUTIVE BONUS PLAN
You are eligible for an annual bonus of 100% of your annual base salary, subject
to achievement of certain goals and objectives, with the ability to earn a bonus
of up to 200% of your annual base salary, subject to exceeding such goals and
objectives. Your 2003 bonus award will be based on the following:
CORPORATE FINANCIAL PERFORMANCE ELEMENT: 70% WEIGHT
Corporate financial performance element calculated pursuant to the following
chart:
{TABLE}
{CAPTION}
INCOME OI
VS `02 (000,000) % % % % % % %
------ --------- --- --- --- --- --- --- ---
{S} {C} {C} {C} {C} {C} {C} {C} {C}
34.50 $(22.50) 86 93 100 107 114 121 128
33.25 $(23.75) 78 86 93 100 107 114 121
31.00 $(25.00) 71 78 86 93 100 107 114
29.75 $(26.25) 64 71 78 86 93 100 107
28.50 $(27.50) 57 64 71 78 86 93 100
27.25 $(28.75) 50 57 64 71 78 86 93
26.00 $(30.00) 43 50 57 64 71 78 86
24.75 $(31.25) 36 43 50 57 64 71 78
23.50 $(32.50) 29 36 43 50 57 64 71
REVENUE 233 240 247 254 261 268 275
(000,000)
INCREASE 13 20 27 34 41 48 55
VS. `02
{/TABLE}
NOTES:
Target Bonus (100%) is achieved at original AOP.
Current forecast produces a 50% payout.
For results better than those depicted on the above chart, Compensation
Committee may increase bonuses at its discretion.
For results worse than those depicted on the above chart, Compensation Committee
may decrease or eliminate bonuses at its discretion.
Eligibility for 200% bonus requires $325 million of revenue (25% improvement
over plan), Operating Income better than $(20 million) for the year, and
positive 4th Quarter Operating Income.
{PAGE}
Operating Income to be calculated excluding the impact of:
AOL settlement;
Litigation settlements;
Extraordinary traffic buys (i.e. MSN).
INDIVIDUAL PERFORMANCE OBJECTIVES: 30% WEIGHT
Your responsibilities include three related functions: corporate development,
corporate marketing and corporate communications. Your personal objectives for
2003 are derived from specific targets within each of these functional areas,
with weightings suggested for each.
Corporate Development & Strategy - 50% weight
Corporate Strategy
- Develop frameworks and business plans for new revenue
streams approved by Action Committee. Apply specific
focus on creating and testing consumer direct model and
data products initiatives.
- Identify competitive threats to existing business model,
and recommend product, service and marketing responses.
Business Unit Strategies
- Develop strategic plans for each of the three remaining
software businesses, including determination of
long-term fit.
- Assist Print Segment, particularly Welcome Wagon in
conception and implementation of Realtor-oriented
products.
- Recommend methods for increasing penetration of low
density/fragmented segments for Media Services;
particular attention for Homebuilder and HAR.
Deal Negotiation
- Negotiate settlement terms with Cendant with CEO, COO,
GC and other business leaders.
- Negotiate settlement terms for Class Action lawsuit with
CEO, GC and other business leaders.
- Negotiate resolution of AOL dispute, together with
ongoing distribution relationship.
{PAGE}
Online Distribution
- Create model for measuring economics of incremental
traffic relationships acceptable to Action Committee.
- Increase effectiveness of online distribution expressed
as effective CPC, or cost per click.
- Create relationships with YHOO and MSN, as approved by
the Action Committee.
Corporate Communications - 30% weight
Corporate Communications
- Recruit Vice President of PR/IR.
- Increase media coverage with target of at least 3
company-focused articles in non-trade media.
Employee Communications
- Introduce employee program(s) that successfully build
morale, as measured by employee surveys.
- Create company-wide messaging techniques to improve
customer service levels, as measured by customer
surveys.
Investor Relations
267994
| | Allan P. Merrill
|
| Full Doc
| 2003 |
Executive Bonus Plan [2003]
Executive Bonus Plan [2003] (5K)
Doc #267995: This document is immediately available for purchase, but does not have a preview available for viewing.
{DOCUMENT}
{TYPE}EX-10.6
{SEQUENCE}8
{FILENAME}v94177exv10w6.txt
{DESCRIPTION}EXHIBIT 10.6
{TEXT}
{PAGE}
Exhibit 10.6
MICHAEL R. DOUGLAS
2003 EXECUTIVE BONUS PLAN
You are eligible for an annual bonus of 100% of your annual base salary, subject
to achievement of certain goals and objectives, with the ability to earn a bonus
of up to 200% of your annual base salary, subject to exceeding such goals and
objectives. Your 2003 bonus award will be based on the following:
CORPORATE FINANCIAL PERFORMANCE ELEMENT: 70% WEIGHT
Corporate financial performance element calculated pursuant to the following
chart:
{TABLE}
{CAPTION}
INCOME OI
VS `02 (000,000) % % % % % % %
------ --------- --- --- --- --- --- --- ---
{S} {C} {C} {C} {C} {C} {C} {C} {C}
34.50 $(22.50) 86 93 100 107 114 121 128
33.25 $(23.75) 78 86 93 100 107 114 121
31.00 $(25.00) 71 78 86 93 100 107 114
29.75 $(26.25) 64 71 78 86 93 100 107
28.50 $(27.50) 57 64 71 78 86 93 100
27.25 $(28.75) 50 57 64 71 78 86 93
26.00 $(30.00) 43 50 57 64 71 78 86
24.75 $(31.25) 36 43 50 57 64 71 78
23.50 $(32.50) 29 36 43 50 57 64 71
REVENUE 233 240 247 254 261 268 275
(000,000)
INCREASE 13 20 27 34 41 48 55
VS. `02
{/TABLE}
NOTES:
Target Bonus (100%) is achieved at original AOP.
Current forecast produces a 50% payout.
For results better than those depicted on the above chart, Compensation
Committee may increase bonuses at its discretion.
For results worse than those depicted on the above chart, Compensation Committee
may decrease or eliminate bonuses at its discretion.
Eligibility for 200% bonus requires $325 million of revenue (25% improvement
over plan), Operating Income better than $(20 million) for the year, and
positive 4th Quarter Operating Income.
{PAGE}
Operating Income to be calculated excluding the impact of:
AOL settlement;
Litigation settlements;
Extraordinary traffic buys (i.e. MSN).
INDIVIDUAL PERFORMANCE OBJECTIVES: 30% WEIGHT
- Effectively manage shareholder litigation and SEC/DOJ investigation.
In addition to achieving a favorable result, this includes
establishing a budget for each matter and providing monthly
reporting of actuals to budget.
- Maximize the efficient use of the resources of Homestore's Legal
Department, performing as much of the Company's legal work as
practicable utilizing in-house resources, reserving outside counsel
for extraordinary items (e.g. major transactions litigation) and
advice with respect to specialty areas of expertise that are not
cost-effective to develop in-house.
- Deliver a high-quality work product that meets expectations and, in
each instance possible, exceeds expectations.
- Reduce the size and cost of the Homestore Legal Department to a
level appropriate to the Company's business and legal needs.
- Reduce the number of outside law firms providing services to
Homestore. This reduction should result in greater efficiencies,
reduced costs and stronger relationships with outside counsel.
- Continue to actively oversee and improve upon the mentoring program
and skills development of the internal legal staff.
- Continue to assume a very active and visible role in all
extraordinary items, including major litigation and any major
transaction, while at the same time managing an active legal
department in which work is delegated, as appropriate, to senior
counsel for them to work on directly or to supervise the work of
more junior attorneys; in all cases, ensuring high-quality legal
advice and high-quality work product.
- As General Counsel, continue to build relationships with members of
senior management, other members of management and the Board such
that the General Counsel is viewed as the Company's primary counsel
and the person to whom all of the foregoing look to for legal
advice.
- Continue to actively oversee and improve upon the mentoring program
and skills development of the internal legal staff.
{PAGE}
- Identify, retain and integrate a highly competent Vice President of
Human Resources into Homestore's Human Resources Department.
Final determination of bonus award if any is subject to Compensation Committee
approval. Payment of any bonus award shall be based on the Company's overall
financial position at the time performance is reviewed by the Committee. Final
approved bonus will be paid after year-end close (i.e. bonus is annual, not
quarterly).
{/TEXT}
{/DOCUMENT}
267995
| | Michael R. Douglas
|
| Preview
Full Doc
| 2002 |
Annual Bonus Plan [2002]
Annual Bonus Plan [2002] (4K)
Doc #268035: Click preview link for longer preview.
ALLAN DALTON
ANNUAL BONUS PLAN - 2002
You are eligible for an annual "target" bonus of 100% of salary at achievement
of plan and up to 200% of salary for over achievement of plan. Because the
credibility of the 2002 business plan is not sufficiently reliable to be used as
the primary measure for awarding bonuses, the 2002 award will be based on the
following:
Company Financial Performance - 70%
The following goals will be considered:
By December 31, 2002, have the Company positioned so that it is operating on a
positive cash flow basis. Positive cash flow means that Operating Income plus
non-cash charges (excluding any one-time expenses that the Compensation
Committee agrees to exclude from the calculation) is greater than zero. (Note:
Whether the month of December meets this test will not be the only criteria.
Rather, the trend at the end of the year plus the 2003 plan will evidence if
this goal has been achieved.)
268035
| | Allan Dalton
|
| Preview
Full Doc
| 2002 |
Annual Bonus Plan [2002]
Annual Bonus Plan [2002] (5K)
Doc #268038: Click preview link for longer preview.
MICHAEL DOUGLAS
2002 ANNUAL
BONUS PLAN
BONUS AMOUNT
Eligibility for an annual bonus for 2002, with a "target" bonus of 100 percent
of your annual base salary, subject to achievement of the following goals and
objectives:
COMPANY PERFORMANCE: 70%
The following goals will be considered:
By December 31, 2002, have the Company positioned so that it is operating on a
positive cash flow basis. Positive cash flow means that Operating Income plus
non-cash charges (excluding any one-time expenses that the Compensation
Committee agrees to exclude from the calculation) is greater than zero. (Note:
Whether the month of December meets this test will not be the only criteria.
Rather, the trend at the end of the year plus the 2003 plan will evidence if
this goal has been achieved.)
268038
| | Michael Douglas
|
| Full Doc
| 2007 |
Bonus Plan
Bonus Plan (12K)
Doc #3228014: This document is immediately available for purchase, but does not have a preview available for viewing.
3228014
| | |