Document:

exv10wawxliv

Exhibit 10(a) (xliv)

NON-U.S. EMPLOYEES

Long-Term Performance Program Award Agreement

(Fiscal Years ___-____)

[DATE]

Dear [RECIPIENT NAME]:

H. J. Heinz Company is pleased to confirm that, effective as of ____________, you have been granted
an Award under the Long-Term Performance Program in accordance with the terms and conditions of the
Third Amended and Restated H. J. Heinz Company Fiscal Year 2003 Stock Incentive Plan, as amended
from time to time (the “Plan”). This award is also made under and pursuant to this letter
agreement (“Agreement”), the terms and conditions of which shall govern and control in the event of
a conflict with the terms and conditions of the Plan. For purposes of this Agreement, the
“Company” shall refer to H. J. Heinz Company and its Subsidiaries. Unless otherwise defined in
this Agreement, all capitalized terms used in this Agreement shall have the same defined meanings
as in the Plan.

	1.	 	Award. The target value of the award to you under this Agreement is equal to
<< VALUE>> <<Currency>> (the “Target Award Opportunity”). The maximum
award opportunity for the Performance Period is equal to twice this amount (the “Maximum Award
Opportunity”), subject to proration pursuant to Section 3 below. Your actual Award will be
paid as a percentage of your Target Award Opportunity, as determined pursuant to Section 2
below. The “Performance Period” means the two consecutive fiscal year periods of Fiscal Year
____ and Fiscal Year ___.
	 
	2.	 	Performance Goals. The Award will be determined based upon the level of success the
Company achieves during the Performance Period relative to the performance goals established
by the Management Development and Compensation Committee of the Company’s Board of Directors
(“MDCC”) as set forth below:

	 	(a)	 	After—Tax Return on Invested Capital (ROIC) Metric. Fifty
percent (50%) of your Target Award Opportunity will be determined by the
Company’s performance against the ROIC target metric established by the MDCC
(the “ROIC Target”). For each fiscal year in the Performance Period, an ROIC
value will be calculated, as adjusted to eliminate the after-tax effects of any
charges that may be excluded when determining Performance Measures under the
Plan (“ROIC Value”). Each ROIC Value will consist of after-tax operating
profit as defined by the Company divided by average invested capital. Average
invested capital is defined as the five quarter average of net debt, as defined
by the Company, plus total shareholder equity as set forth on the financial
statements of the Company for the five most recent fiscal quarters. At the end
of the Performance Period, the ROIC Values for each fiscal year in the
Performance Period will be averaged (the “ROIC Average”) and the ROIC Average will be compared
to the ROIC Target.

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	 	 	 	The payout percentage for the ROIC metric for the Performance Period is as
follows:

	 	 	 	 	 
	 	 	Percent of ROIC Target	 	Percent of Target Award
	Performance	 	Achieved	 	Opportunity Earned(1)
	Above Maximum
	 	>120%	 	100%
	Maximum
	 	120%	 	100%
	Target
	 	100%	 	50%
	Threshold
	 	80%	 	12.5%
	Below Threshold
	 	<80%	 	0%

 

			
	(1) 	 	 Represents one half of the Target Award Opportunity

	 	(b)	 	Total Shareholder Return (TSR) Metric. Fifty percent (50%) of
your Target Award Opportunity will be determined by the Company’s two-year TSR
growth rate (the “TSR Value”) compared to the two-year TSR growth rates of each
of the companies in the TSR Peer Group other than the Company. The “TSR Peer
Group” is comprised of the following companies: Campbell Soup Company, ConAgra
Foods, Inc., Dean Foods Company, General Mills, Inc., H. J. Heinz Company, The
Hershey Company, Hormel Foods Corporation, The J.M. Smucker Company, Kellogg
Company, Kraft Foods, Inc., and McCormick & Company, Incorporated (each a “TSR
Peer Company”). Each of the TSR Peer Companies’ two-year TSR growth rates will
be calculated by using the following values:

	 	(i)	 	Starting Value. The average of each TSR Peer
Company’s stock price for the 60 trading days prior to the first day of
a Performance Period (the “Starting Value”); and
	 
	 	(ii)	 	Ending Value. The average of each TSR Peer
Company’s stock price for the 60 trading days prior to and including
the last day of a Performance Period plus all dividends paid over the
Performance Period (the “Ending Value”).
	 
	 	(iii)	 	TSR Value. Dividing the Ending Value by the
Starting Value minus one and multiplied by 100 (the “TSR Value”).
	 
	 	(iv)	 	TSR Percentile Ranking. Arraying all of the
TSR Peer Companies, including the Company, from lowest TSR Value, which
is given a ranking of 1, to highest TSR Value, then dividing the Company’s

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	 	 	 	ranking by the total number of TSR Peer Companies (the “TSR
Percentile Ranking”).

	 	 	 	The Company’s TSR Percentile Ranking will determine the percentage of the
Target Award Opportunity earned as follows:

	 	 	 
	 	 	Percentage of Target Award
	Company’s TSR Percentile Ranking	 	Opportunity Earned (1)
	90% - 100%
	 	100.0%
	80% - 89.99%
	 	87.5%
	70% - 79.99%
	 	75.0%
	60% - 69.99%
	 	62.5%
	50% - 59.99%
	 	50.0%
	40% - 49.99%
	 	37.5%
	30% - 39.99%
	 	25.0%
	20% - 29.99%
	 	12.5%
	Less than 20%
	 	0.0%

 

			
	(1)	 	Represents one-half of the Target Award Opportunity.

	3.	 	Payment of Performance Award. Unless the MDCC offered a deferral election satisfying
the requirements of Code Section 409A with respect to your Award, and you made such a deferral
election, your Award, if earned, will be paid as soon as administratively practicable after
the last day of the Performance Period, (but in no event later than March 15th of
the calendar year following the calendar year in which occurs the last day of the Performance
Period), subject to Sections 4 and 5 below.

	 	(a)	 	If your employment with the Company began after the commencement of the
Performance Period, the actual amount of your Target Award Opportunity will be
pro-rated based upon the number of months that you were employed by the Company (in an
eligible position) during the Performance Period, except that if your employment begins
during the last six months of the Performance Period, no Target Award Opportunity for
that Performance Period will be granted.
	 
	 	(b)	 	The Award will be paid in cash, subject to the limits set forth in the Plan;
provided, however, in the event that you are an executive covered by the Company’s
Stock Ownership Guidelines (the “SOG”) and you have not yet attained the requisite
level of stock ownership at the time payment would otherwise be made, 50% of your
Award, after taxes, will be paid in the form of escrowed, vested Restricted Stock. At
the end of the fiscal year in which you meet the SOG, the restrictions will be lifted.
At the time that the SOG are no longer applicable because you terminate employment, the
restrictions on the escrowed, vested Restricted Stock will be lifted. Nevertheless,
the Company reserves the right to pay your award entirely in cash in light of local law
or administrative issues. To the extent the entire award may not be paid in cash due

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	 	 	 	to the limits set forth in the Plan, the remainder of the Award, after taxes, will
be made in Common Stock to the extent permitted by the Plan.

	4.	 	Termination of Employment. The termination of your employment with the Company will
have the following effect on your Award:

	 	(a)	 	Qualified Termination of Employment During First Year of Performance Period.
In the event that your employment with the Company ends during the first fiscal year of
the Performance Period as a result of your death, Disability, or Retirement, your Award
will be pro-rated automatically and paid (in accordance with Section 3 of this
Agreement) at the end of the Performance Period as determined in accordance with
Section 2, subject to the provisions of Section 5. In the event that your employment
with the Company ends during the first fiscal year of the Performance Period as a
result of your Involuntary Termination without Cause, your Award will be forfeited
automatically unless you execute a release of claims of the Company in the form
requested by the Company, in which case your Award will be pro-rated automatically and
paid (in accordance with Section 3 of this Agreement) at the end of the Performance
Period as determined in accordance with Section 2, subject to the provisions of Section
5.
	 
	 	(b)	 	Qualified Termination of Employment During Second Year of Performance Period.
In the event that your employment with the Company ends during the second year of the
Performance Period as the result of your death, Disability, or Retirement, you will
receive your Award (in accordance with Section 3 of this Agreement), at the end of the
Performance Period as determined in accordance with Section 2, subject to the
provisions of Section 5. In the event that your employment with the Company ends
during the second year of the Performance Period as a result of your Involuntary
Termination without Cause, your Award will be forfeited automatically unless you
execute a release of claims of the Company in the form requested by the Company, in
which case you will receive your Award (in accordance with Section 3 of this Agreement)
at the end of the Performance Period as determined in accordance with Section 2,
subject to the provisions of Section 5.
	 
	 	(c)	 	Other Termination. In the event your employment with the Company ends, at any
time prior to the completion of the Performance Period, as the result of any reason
other than as set forth in subsections (a) or (b) above, including without limitation
any voluntary termination of employment, your Award will be forfeited automatically.
	 
	 	(d)	 	Accelerated Payment Upon a Change in Control. In the event of a Change in
Control (as defined in Treas. Reg. §1.409A-3(i)(5)) during the Performance Period,
payment of this Performance Award will be accelerated immediately. The amount of the
Performance Award will be prorated as of the date the Change in
Control becomes effective, and shall be determined based upon verifiable

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	 	 	 	Company performance as of such date. In the event of a change in control not defined in
Treas. Reg. §1.409A-3(i)(5), there will be no accelerated payment of the Performance
Award, but instead the rules of subsections (a) through (c) above shall control.

	5.	 	Non-Solicitation/Confidential Information.1 In partial consideration for
the Award granted to you hereunder, you agree that you shall not, during the term of your
employment by the Company and for 18 months after termination of your employment, regardless
of the reason for the termination, either directly or indirectly, solicit, take away or
attempt to solicit or take away any employee of the Company, either for your own purpose or
for any other person or entity. You further agree that you shall not, during the term of your
employment by the Company or at any time thereafter, use or disclose the Confidential
Information (as defined below) except as directed by, and in furtherance of the business
purposes of, the Company. You acknowledge (i) that the non-solicitation provision set forth
in this Section 5 is essential for the proper protection of the business of the Company; (ii)
that it is essential to the protection of the Company’s goodwill and to the maintenance of the
Company’s competitive position that any Confidential Information be kept secret and not
disclosed to others; and (iii) that the breach or threatened breach of this Section 5 will
result in irreparable injury to the Company for which there is no adequate remedy at law
because, among other things, it is not readily susceptible of proof as to the monetary damages
that would result to the Company. You consent to the issuance of any restraining order or
preliminary restraining order or injunction with respect to any conduct by you that is
directly or indirectly a breach or a threatened breach of this Section 5. In addition, in the
sole discretion of the Company, and in addition to all other rights and remedies available to
the Company at law, in equity, or under this Agreement, any breach by you of the provisions of
this Section 5 will result in the forfeiture of any unpaid portion of your Award to which you
would otherwise be entitled pursuant to this Agreement.
	 
	 	 	“Confidential Information” means technical or business information about or relating to the
Company and/or its products, processes, methods, engineering, technology, purchasing,
marketing, selling, and services not readily available to the public or generally known in
the trade, including but not limited to: inventions; ideas; improvements; discoveries;
developments; formulations; ingredients; recipes; specifications; designs; standards;
financial data; sales, marketing and distribution plans, techniques and strategies; customer
and supplier information; equipment; mechanisms; manufacturing plans; processing and
packaging techniques; trade secrets and other confidential information, knowledge, data and
know-how of the Company, whether or not they originated with you or information which the
Company received from third parties under an obligation of confidentiality.
	 
	6.	 	Impact on Benefits. The Award, if earned, will not be included as compensation under
any of the Company’s retirement and other benefit plans, including but not limited to the

 

			
	1	 	The non-solicitation and confidentiality
covenants set forth in Section 5 are indicative. The specific provisions may
differ in various international jurisdictions.

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	 	 	H.J. Heinz Company Supplemental Executive Retirement Plan, the H. J. Heinz Company Employees
Retirement and Savings Excess Plan and/or any other plan of the Company.
	 
	7.	 	Tax Withholding.2 Regardless of any action the Company or your employer
(the “Employer”) takes with respect to any or all income tax, social insurance, payroll tax,
payment on account, or other tax-related withholding (collectively, “Tax-Related Items”), you
acknowledge and agree that the ultimate liability for all Tax-Related Items legally due by you
is and remains your responsibility and that the Company and/or the Employer (i) make no
representations nor undertakings regarding the treatment of any Tax-Related Items in
connection with any aspect of this Award, including the grant of the Award and subsequent
delivery of the cash payment and/or (ii) do not commit to structure the terms or any aspect of
this Award to reduce or eliminate your liability for Tax-Related Items. You shall pay the
Company or the Employer any amount of Tax-Related Items that the Company or the Employer may
be required to withhold as a result of your participation in the Plan or your receipt of
Awards that cannot be satisfied by the means described below. Further, if you are subject to
tax in more than one jurisdiction, you acknowledge that the Company and/or Employer (or former
Employer, as applicable) may be required to withhold or account for Tax-Related Items in more
than one jurisdiction. The Company may refuse to deliver the Award payment if you fail to
comply with your obligations in connection with the Tax-Related Items.
	 
	 	 	Prior to the taxable or tax withholding event, as applicable, you shall pay, or make
adequate arrangements satisfactory to the Company or to the Employer to satisfy, all
Tax-Related Items. In this regard, you authorize the Company or Employer to withhold all
applicable Tax-Related Items legally payable by you by (1) withholding from the Award
payment in cash (and, if shares are delivered, a number of shares otherwise deliverable
equal to the Retained Share Amount, as defined below) and/or (2) withholding from your wages
or other cash compensation paid by the Company and/or Employer. The “Retained Share Amount”
shall mean a number of shares equal to the quotient of the minimum statutory tax withholding
obligation of the Company triggered by the Award payment on the relevant date, divided by
the Fair Market Value of one share on the relevant date or as otherwise provided in the
Plan. If the obligation for Tax-Related Items is satisfied by withholding a number of
shares as described herein, you understand that you will be deemed to have been issued the
full number of shares, notwithstanding that a number of shares are held back solely for the
purpose of paying the Tax-Related Items due as a result of the settlement of the Award.
	 
	 	 	You acknowledge and understand that you should consult a tax adviser regarding your tax
obligations prior to such settlement or disposition.
	 
	8.	 	Non-Transferability. Your Award may not be sold,
transferred, pledged, assigned or otherwise encumbered except by will
or the laws of descent and distribution.

 

			
	2	 	The tax provisions set forth in Section 7 are
indicative. The specific provisions may differ in various international
jurisdictions.

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	9.	 	No Contract of Employment. You
acknowledge and agree that nothing in this Agreement or the Plan shall
confer upon you any right with respect to future awards or
continuation of your employment, nor shall it constitute an employment
agreement or an assurance of employment through the Performance
Period.
	 
	10.	 	Acknowledgement and Waiver. You acknowledge and agree that:

	 	(a)	 	the Plan is established voluntarily by the Company, it is discretionary in
nature and may be modified, amended, suspended or terminated by the Company at any time
unless otherwise provided in the Plan or this Agreement;
	 
	 	(b)	 	the grant of Awards is voluntary and occasional and does not create any
contractual or other right to receive future grants of Awards, or benefits in lieu of
Awards, even if Awards have been granted repeatedly in the past;
	 
	 	(c)	 	all decisions with respect to future grants, if any, will be at the sole
discretion of the Company;
	 
	 	(d)	 	your participation in the Plan shall not create a right to further employment
with Employer and shall not interfere with the ability of Employer to terminate your
employment relationship and it is expressly agreed and understood that employment is
terminable at the will of either party, insofar as permitted by law;
	 
	 	(e)	 	you are participating voluntarily in the Plan;
	 
	 	(f)	 	Awards and resulting benefits are an extraordinary item that does not
constitute compensation of any kind for services of any kind rendered to the Company or
the Employer, and are outside the scope of your employment contract, if any;
	 
	 	(g)	 	Awards and resulting benefits are not part of normal or expected compensation
or salary for any purposes, including, but not limited to calculating any severance,
resignation, termination, redundancy, end of service payments, bonuses, long-service
awards, pension or retirement benefits or similar payments insofar as permitted by law;
	 
	 	(h)	 	in the event that you are not an employee of the Company, this Award grant will
not be interpreted to form an employment contract or relationship with the Company, and
furthermore, this Award grant will not be interpreted to form an employment contract
with the Employer or any Subsidiary of the Company; and
	 
	 	(i)	 	in consideration of this Award, no claim or entitlement to compensation or
damages shall arise from termination of this grant or diminution in value of this Award
resulting from termination of your employment by the Company or the Employer (for any
reason whatsoever) and you irrevocably release the Company
and the Employer from any such claim that may arise; if, notwithstanding the
foregoing, any such claim is found by a court of competent jurisdiction to have

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	 	 	 	arisen, then, by accepting the terms of this Agreement, you shall be deemed
irrevocably to have waived any entitlement to pursue such claim.

	11.	 	Data Protection.3 You hereby explicitly and unambiguously consent to the
collection, use and transfer, in electronic or other form, of your personal data as described
in this document by and among, as applicable, the Employer and the Company for the exclusive
purpose of implementing, administering, and managing your participation in the plan. You
understand that the Company and the Employer hold certain personal information about you,
including, but not limited to, name, home address and telephone number, date of birth, social
security or insurance number or other identification number, salary, nationality, job title,
any shares or directorships held in the company, details of all options or any other
entitlement to shares awarded, canceled, purchased, exercised, vested, unvested or outstanding
in your favor for the purpose of implementing, managing and administering the plan (“Data”).
You understand that the Data may be transferred to any third parties assisting in the
implementation, administration, and management of the plan, that these recipients may be
located in your country or elsewhere, including outside the European Economic Area, and that
the recipient country may have different data privacy laws and protections than your country.
You understand that you may request a list with the names and addresses of any potential
recipients of the Data by contacting the General Counsel or the Secretary of the Company. You
authorize the recipients to receive, possess, use, retain and transfer the Data, in electronic
or other form, for the purposes of implementing, administering, and managing your
participation in the plan, including any requisite transfer of such Data, as may be required
to a broker or other third party with whom you may elect to deposit shares, if any, acquired
under the plan. You understand that the Data will be held only as long as is necessary to
implement, administer, and manage participation in the plan. You understand that you may, at
any time, view Data, request additional information about the storage and processing of the
Data, require any necessary amendments to the Data, or refuse or withdraw the consents herein,
in any case without cost, by contacting the General Counsel or Secretary of the Company in
writing. You understand that refusing or withdrawing consent may affect your ability to
participate in the plan. For more information on the consequences of refusing to consent or
withdrawing consent, you understand that you may contact the Plan administrator at the
Company.
	 
	12.	 	Future Awards. The Plan is discretionary in nature and the Company may modify,
cancel or terminate it at any time without prior notice in accordance with the terms of the
Plan. While Performance Awards or other awards may be granted under
the Plan on one or more occasions or even on a regular schedule, each grant is a one-time event, is not an

 

			
	3	 	The provisions set forth in Section 11 are
indicative. The specific provisions may differ in various international
jurisdictions.

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	 	 	entitlement to an award of cash or stock in the future, and does not create any contractual
or other right to receive an award or other compensation or benefits in the future.
	 
	13.	 	Governing Law. This Agreement shall be governed by and construed in accordance with
the laws of the Commonwealth of Pennsylvania, without regard to its choice of law provisions.
	 
	14.	 	Code Section 409A. Unless a deferral election satisfying the requirements of Code
Section 409A is offered with respect to the Award, it is intended that this Award shall not
constitute a “deferral of compensation” within the meaning of Section 409A of the Code and, as
a result, shall not be subject to the requirements of Section 409A of the Code. The Plan, and
this Award Agreement, are to be interpreted in a manner consistent with this intention.
Absent a deferral election satisfying the requirements of section 409A of the Code and
notwithstanding any other provision in the Plan, a new award may not be issued if such award
would be subject to Section 409A of the Code at the time of grant, and the existing Award may
not be modified in a manner that would cause such Award to become subject to Section 409A of
the Code at the time of such modification.

This Award is subject to your signing and dating this Agreement and returning it to the Company.

	 	 	 	 	 
	 	H. J. HEINZ COMPANY

 	 
	 	By:  	 	 
	 	 	Randolph W. Keuch 	 

	 	 	 	 	 

	Accepted:
	 	 	 	 
	 

	 	 	 	 
	 
	 	 	 	 
	Date:
	 	 	 	 
	 

	 	 	 	 

9exv10wawxlv

Exhibit
10(a)(xlv)

H J HEINZ COMPANY (“HEINZ”)

UK SUB-PLAN TO THE GLOBAL STOCK PURCHASE PLAN (the “PLAN”)

1. PURPOSE OF THE PLAN

	 	 	The Plan will provide UK eligible employees with the opportunity to purchase common Stock in
Heinz but in a UK income tax/social security efficient manner. The Plan will mirror the Stock
acquired by UK employees under the existing Global Stock Purchase Plan (“GSPP”). In addition
to UK tax/social security benefits for employees, employer social security savings will also be
achieved by H J Heinz Company Limited. Furthermore, H J Heinz Company Limited will be entitled
to relief from UK corporation tax for the costs associated with the establishment and
administration of the Plan and for the market value of Stock used in the Plan.

	 	 	The Plan is “approved” by UK Her Majesty’s Revenue and Customs (“HMRC”) and can be implemented
as a sub-plan to the main US GSPP. This can be done by using a UK addendum to the US plan and
should not require any changes to the main plan. Many UK quoted companies offer this Plan to
their employees including Tesco’s, J Sainsburys and British American Tobacco.

	 	 	The objective of the Plan is to incentive UK employees and encourage retention through a
mechanism that is UK tax/Social Security efficient for both employees and H J Heinz Company
Limited.

2. TERMS OF THE PLAN

	 	 	Under the proposed Plan, Stock can be purchased by employees from gross pay up to a limit of
£1,500 per year or if less, 10% of the employee’s total salary. The Stock may be purchased
monthly or after an accumulation period of no more than 12 months. In addition, Heinz can
award “matching stock” so that the Plan effectively mirrors the 5% discount that employees
receive under the existing GSPP. The maximum amount of “matching stock” that can be awarded
is two units of stock for every one unit of stock purchased by the employee.

	 	 	All Stock must be held in a trust (which must satisfy certain requirements set out in the
legislation), on behalf of the Plan participants and the trust is usually administered by a
specialist provider. There are a range of providers available that administer plans for
other large UK organisations.

	 	 	No UK income tax or social security (either employee or employer) is charged when a participant
in the Plan purchases the Stock. The purchase is made out of gross pay similar to the UK
flexible benefits arrangements already in place. In additional no UK income tax or social
security is charged on any “matching stock” that is awarded to employees. Provided the Stock
remains in the Plan for 5 years, then there is no UK income tax or social security to pay when
the Stock ceases to be in the Plan. If the Stock that the employee has purchased out of gross
salary is withdrawn within the first five years then the employee will be subject to income tax
and social security. There are specific rules that apply to employees who cease employment due
to injury, disability, redundancy, death and other specified circumstances. “Matching

 

 

	 	 	stock” can only be withdrawn from the Plan after a minimum period of 3 years and must remain
within the Plan for 5 years to receive the maximum tax benefits. The only exception to this is
if the employee ceases employments for the reasons set out above.

	 	 	The Plan can be terminated by the Company provided three months written notice is given to
HMRC, the trustees of the Plan and the employees.

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