Long-Term Incentive Program 2010-2012



  
 Exhibit 10.5

 CONFIDENTIAL TREATMENT 
 Portions of this exhibit have been omitted pursuant to a request for confidential treatment filed with the Securities and Exchange Commission pursuant to Rule 24b-2 under the Securities Exchange Act of
1934. Such Portions are marked “[*]” in this document; they have been filed separately with the Commission. 

CHIQUITA BRANDS INTERNATIONAL, INC. 
 LONG-TERM INCENTIVE PROGRAM 
 2010—2012 TERMS 

1. General. Chiquita Brands International, Inc. (the “Company”) has established a Long-Term Incentive Program (the
“LTIP”) under the Company’s Stock and Incentive Plan (the “Stock Plan”). These 2010-2012 Terms (the “Terms”) set forth the terms of Awards to be granted for the three-year period 2010-12 under the LTIP. Awards so
granted are intended to be “performance-based compensation” for purposes of Section 162 (m) of the Internal Revenue Code. Except as otherwise provided in these Terms, all Awards shall be subject to the terms and conditions of,
and entitled to all applicable rights and benefits provided in, the LTIP and the Stock Plan. All capitalized terms not otherwise defined in these Terms shall be as defined in the LTIP and the Stock Plan. 

2. Eligibility for Awards.  
  

	 	a.	Each Participant listed on Exhibit A shall be eligible for an Award under these Terms (an “Award”) for the period commencing January 1, 2010 and
ending December 31, 2012 (the “Performance Period”). Such Awards shall be determined in accordance with Exhibit B based on achievement of the applicable Performance Measures set forth therein. 


 

	 	b.	If a Participant’s employment is terminated for Cause during the Performance Period, the Participant shall not be entitled to any Award for that Performance
Period. If a Participant’s employment terminates during the Performance Period for any reason other than for Cause, the Participant may nonetheless be entitled to an Award to the extent provided in Section B-2.5 of the Stock Plan.


 3. Performance Measures. A Participant shall be entitled to receive an Award only if the Committee has
determined that the applicable Performance Measures for the Performance Period have been achieved. Such determination shall be made as soon as practicable after the end of the Performance Period. 

4. Determination and Distribution of Awards.  
  

	 	a.	All Awards shall be paid in Shares of Common Stock of the Company. At the beginning of the Performance Period each Participant shall be granted a Financial
Performance Award Opportunity equal to a maximum of 200% of the number of Target Award Shares set forth opposite such Participant’s name on Exhibit A. The number of Shares of Common Stock, if any, awarded to each such Participant after the end
of the Performance Period shall equal the Participant’s Target Award Shares multiplied by the applicable Percent of Target Award that corresponds to the Performance Measure achievements calculated by the Committee as set forth on
Exhibit B. The Committee shall have the discretion to reduce actual Awards based on Company performance and such other factors as it determines to be appropriate. 


 

	 	b.	Awards of Shares of Common Stock shall be delivered to Participants as soon as practicable after the date on which the determination described in paragraph 3
above has been made. 

 5. Additional Participants. Each person who becomes an “executive officer”
(as such term is defined Rule 3b-7 under the Securities Exchange Act of 1934, or any successor provision) of the Company after January 1, 2010 and prior to January 1, 2012 shall be eligible to become a Participant eligible for an Award
under the LTIP and these Terms. If the Committee elects to make such person a Participant in the LTIP at that time, the Committee shall establish a number of Target Award Shares applicable to such Participant within 30 days after he or she
becomes an “executive officer” on the following basis: 







  

	 	•	 	 For a Participant who becomes an “executive officer” prior to July 1, 2010, the number of Target Award Shares shall be determined as if
he or she were an eligible Participant at the beginning of the Performance Period. 


  

	 	•	 	 For a Participant who becomes an “executive officer” on or after July 1, 2010 and prior to January 1, 2012, the number of Target Award
Shares shall be (a) the number determined as if he or she were an eligible Participant at the beginning of the Performance Period, reduced by (b) 1/36th for each full month that elapsed from the beginning of the Performance Period until such Participant became an
“executive officer.” 


 The Committee shall also have the discretion to add additional Participants who are not
“executive officers” on the same basis as applies to “executive officers.” 
 6. Amendment. The Committee
may amend the provisions of these Terms and the attached Exhibits to reflect corporate transactions involving the Company (including, without limitation, any acquisition, divestiture, stock dividend, stock split, extraordinary cash dividend,
recapitalization, reorganization, merger, consolidation, split-up, spin-off, combination or exchange of shares); provided that such amendment may not be adopted on a date or in a manner which would adversely affect the treatment of the Award as
Performance-Based Compensation. 
 7. Approval. The provisions included in these 2010-2012 Terms were approved on February
16, 2010. 







  
 2010-2012 LTIP

 Exhibit A 
  

			
	 LTIP Participants
	  	Target Award Shares
		
	 Fernando Aguirre
	  	122,710
	 Kevin Holland
	  	23,426
	 Brian Kocher
	  	[*]
	 Michel Loeb
	  	20,080
	 Manuel Rodriguez
	  	[*]
	 Michael Sims
	  	23,426
	 James Thompson
	  	[*]
	 Tanios Viviani
	  	22,311
	 Waheed Zaman
	  	[*]
	 [*]
	  	[*]

 Exhibit B

 Performance Measures 
 Cumulative earnings per share 
  

									
	 Threshold
	  	$	 [*]	  	  	 	0	% 
			
	 Target
	  	$	[*]	  	  	 	100	% 
			
	 Maximum
	  	$	[*]	  	  	 	200	% 

 Straight-line interpolation between
points. 
 Relative Total Shareholder Return 
  

					
	< 25th percentile	  	 	0	% 
		
	25th percentile	  	 	25	% 
		
	50th percentile	  	 	100	% 
		
	75th percentile	  	 	175	% 
		
	> 75th percentile	  	 	200	% 

 Straight-line interpolation between the
25th and 75th percentile.