Document:

EX-10.2

 Exhibit 10.2 

Annual Incentive Payment Criteria – In Respect of Fiscal Year 2022 

Bonus at target (100%) level of achievement of Company Objectives and Individual Objectives is a percentage of base salary to be determined by the
Compensation Committee of the Board of Directors (the “Committee”). The maximum bonus that may be earned will not exceed 2x target level bonus, even if actual performance exceeds the maximum level for any or all performance goals. A
participant in the 2022 annual bonus program must be employed by Calyxt as of December 31, 2022 and as of the payment date in order to receive any bonus under the 2022 annual bonus program unless otherwise provided in a written agreement
between Calyxt and the participant. Additionally, all bonuses are subject to “clawback” to the extent required or permitted by law. 
 Company
Objectives – 100% for Chief Executive Officer and 50% for non-CEO Plan Participants 
 Portion of bonus
attributable to Company Objectives is weighted as follows: 40% Collaboration (Measure 1), 20% Cash Balance (Measure 2) and 40% Innovation (Measure 3). Each Measure 1-3 will be determined by the Committee. 

With respect to the Company Objectives, the Compensation Committee shall have the authority to determine whether (and by what amount) the actual result used
to calculate the achievement of a Measure should be adjusted to account for extraordinary events or circumstances (including, without limitation, overall financial market performance factors relative to assumptions used in establishing target
Measures), or should otherwise be adjusted in order to be consistent with the purpose or intent of the 2022 annual performance bonus program. 
  

							
	 Multiplier/

Achievement Level
	 	 Measure 1

Collaboration
	 	 Measure 2

Cash Balance
	 	 Measure 3

Innovation

	50%	 	[Collaboration Measure]	 	[Cash Balance Measure]	 	[Innovation Measure]
	100%	 	[Collaboration Measure]	 	[Cash Balance Measure]	 	[Innovation Measure]
	200%	 	[Collaboration Measure]	 	[Cash Balance Measure]	 	[Innovation Measure]
	Weighting of Company Objectives	 	40%	 	20%	 	40%

 Individual Objectives – Not applicable for Chief Executive Officer and 50% for
non-CEO Plan Participants 
 The Compensation Committee will determine, in its discretion, the level of
achievement of the goals identified below and the overall achievement of the Individual Objectives, with a multiplier of 0.7x at a minimum level of achievement, 1x at a target level of achievement and 2x at a maximum level of achievement.
Achievement at less than the minimum level determined by the Compensation Committee will result in no bonus being earned for that particular goal or for the Individual Objectives as determined by the Compensation Committee. 

Specific individual measures will be determined by the Committee drawn from the categories identified below, together with individual weighting of such
Individual Objectives. 
 Individual Measures 
  

	 	•	 	 Internal & External Communications Achievement / Advancement 

 

	 	•	 	 Financial Reporting Achievement / Advancement 

 

	 	•	 	 Information Technology Achievement / Advancement 

 

	 	•	 	 Research and Development Achievement / Advancement 

 

	 	•	 	 Safety & Compliance Achievement / Advancement 

 

	 	•	 	 Leadership Achievement / Advancement 

 

	 	•	 	 Risk Management Achievement / Advancement 

 

	 	•	 	 Intellectual Property Achievement / Advancement 

 

	 	•	 	 Business Development Achievement / AdvancementEX-10.1

  Exhibit 10.1

   

  ATLAS AIR WORLDWIDE HOLDINGS, INC.

  ANNUAL INCENTIVE PROGRAM

  FOR 

  SENIOR EXECUTIVES 

  (EVP and above)

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

  Adopted by Compensation Committee: As of February 18, 2022

   

   

   

   

  

   

  ATLAS AIR WORLDWIDE HOLDINGS, INC.

  ANNUAL INCENTIVE PROGRAM

  FOR 

  SENIOR EXECUTIVES (EVP and above)

   

   

  Section 1.  Purpose.

  The purpose of the Program is to set forth certain terms and conditions governing short term incentive awards to senior executives of Atlas Air, Inc. (“Atlas Air”). The Program shall be effective as of January 1, 2022 and shall be applicable for the Program Year unless amended or terminated by the Committee pursuant to Section 10. Capitalized terms not defined herein shall have the meanings given in the Atlas Air Worldwide Holdings, Inc. (“AAWW”) 2018 Incentive Plan, as amended (the “Plan”).   

  Section 2.  Definitions.

  2.1.	Award shall mean an opportunity to earn benefits under the Program.

  2.2.	Atlas shall mean AAWW, Atlas Air, or its other operating subsidiaries, as applicable.

  2.3.	Base Salary shall mean an Eligible Employee's actual base salary for the applicable period.  

  2.4.	Board shall mean the Board of Directors of AAWW.

  2.5.	Beneficiary shall mean a Participant's beneficiary designated pursuant to Section 8.

  2.6.	Cause shall mean (i) the Participant's refusal or failure (other than during periods of illness or Disability) to perform his or her material duties and responsibilities to Atlas, (ii) the conviction or plea of guilty or nolo contendere of the Participant in respect of any felony, other than a motor vehicle offense,  (iii) the commission of any act which causes material injury to the reputation, business or business relationships of Atlas including, without limitation, any material breach of written policies of Atlas with respect to trading in securities, (iv) other acts of fraud in connection with the Participant's duties and responsibilities to Atlas, including, without limitation, misappropriation, theft or embezzlement in the performance of the Participant's duties and responsibilities as an employee of Atlas, or (v) a violation of any material Atlas policy, including, without limitation, a violation of the laws against workplace discrimination.

  2.7.	Change in Control shall mean the occurrence of any of the following:

  (i)	 any “person” (as used herein, as defined in Section 3(a)(9) of the Securities Exchange Act of 1934 (the “Exchange Act”) and as used in Sections 13(d) and 14(d) thereof) or “group” (as used herein, as defined in Section 13(d) of the Exchange Act), acquires 

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  ownership or beneficial ownership of AAWW securities that, together with securities held by such person or group, constitutes more than 50% of the total fair market value of the issued and outstanding shares or the total voting power of AAWW;

   

  (ii)	  any “person” or “group,” during the 12-month period ending on the date of the most recent acquisition by such “person” or “group” acquires ownership of AAWW securities that constitute 30% or more of the total fair market value of the issued and outstanding shares or the total voting power of AAWW;

   

  (iii)	  the replacement of a majority of members of the Board during any 12-month period by directors whose appointment or election is not endorsed by a majority of the members of the Board before the appointment or election;

   

  (iv)	   the acquisition by a person or group, during the 12-month period ending on the date of the most recent acquisition by such person or group, of assets from AAWW that have a total gross fair market value equal to or more than 40% of the total gross fair market value of all the assets of AAWW; or 

   

  (v)	   the consummation of a complete liquidation or dissolution of AAWW.

   

  For purposes of determining whether a Change in Control has occurred (i) shares of AAWW received upon conversion of an option or warrant is considered to be an acquisition of shares of AAWW and (ii) in the event the persons who were beneficial owners of AAWW shares immediately prior to the consummation of a merger, share exchange, business combination or other similar corporate transaction continue to beneficially own, directly or indirectly, more than 50% of total fair market value of the issued and outstanding shares or the total voting power of AAWW (including a corporation or entity that, as a result of such transaction, owns AAWW or all or substantially all of AAWW’s assets either directly or through one or more subsidiaries) in substantially the same proportions as their ownership immediately prior to such consummation of such transaction, such transaction shall not constitute a Change in Control. 

   

  Notwithstanding anything to the contrary herein, with respect to any amounts payable hereunder that constitute deferred compensation for purposes of Section 409A, such payment or settlement may accelerate upon a Change in Control for purposes of this Program only if such Change in Control also constitutes a “change in control event” (as that term is defined at Section 1.409A-3(i)(5) of the Treasury Regulations)  (it being understood that vesting of amounts payable hereunder may accelerate upon a Change in Control, even if payment of such amounts may not accelerate pursuant to this sentence).

  2.8.	Change in Control Good Reason shall mean (i) a material reduction in the Participant’s duties and responsibilities from those of the Participant’s most recent position with Atlas, (ii) a reduction of the Participant’s aggregate salary, benefits and other compensation (including any incentive opportunity) from that which the Participant was most recently entitled during Employment other than in connection with a reduction as part of a general reduction applicable to all similarly-situated employees of Atlas, or (iii) a relocation of the Participant to a position that is located greater than 40 miles from the location of such Participant’s most recent principal location of Employment with Atlas; provided, however, 

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  that the Employee will be treated as having resigned for Change in Control Good Reason only if he or she provides Atlas with a notice of termination within 90 days of the initial existence of one of the conditions described above, following which Atlas shall have 30 days from the receipt of the notice of termination to cure the event specified in the notice of termination and, if Atlas fails to so cure the event, the Participant must terminate his or her Employment not later than 30 days following the end of such cure period.

  2.9.	Code shall mean the Internal Revenue Code of 1986, as amended from time to time.

  2.10.	Committee shall mean the Compensation Committee of the Board.

  2.11.	Disability shall mean, with respect to any Participant who is party to an employment, severance-benefit, change in control or similar agreement with Atlas that contains a definition of “Disability,” the definition set forth in such agreement. In the case of any other Participant, except as expressly provided otherwise in an Award agreement, “Disability” shall mean such Participant’s having been continuously disabled from performing duties assigned to the Participant for a period of not less than six consecutive calendar months, in which case such Disability shall be deemed to have commenced on the date following the end of such six consecutive calendar months.

  2.12.   Eligible Employee shall mean any of the Chief Executive Officer, President and Executive Vice Presidents of Atlas Air, Inc. and such other Atlas senior executive officers as shall be designated by the Committee.

  2.13.	Good Reason shall mean (i) a material reduction in the Participant’s annual Base Salary, Target Bonus Percentage, or target long-term incentive award opportunity, in each case as then in effect, or other material benefits provided to officers of Atlas, except where such reduction is part of a general reduction in salary or benefits by Atlas or (ii) a material reduction in the Participant’s title or job responsibilities; provided, however, that a Participant shall be treated as having resigned due to Good Reason only if he or she provides Atlas with a notice of termination within 90 days of the initial existence of one of the conditions described above, following which Atlas shall have 30 days from the receipt of the notice of termination to cure the event specified in the notice of termination and, if Atlas fails to so cure the event, the Participant must terminate his or her Employment not later than 30 days following the end of such cure period.

  2.14.    Participant shall mean any Eligible Employee during such Eligible Employee's period of participation in the Program. 	

  2.15.	Program shall mean this Atlas Air Worldwide Holdings, Inc. Annual Incentive Program for Senior Executives, as it may be amended from time to time.

  2.16.	Performance Criteria shall mean specified criteria, other than solely the continuation of employment or solely the passage of time, the satisfaction of which is a condition for the grant, exercisability, vesting or full enjoyment of an Award.

  2.17.	Program Year shall mean the calendar year.

  2.18.	Retirement shall mean a termination of a Participant’s Employment with Atlas by the Participant on or after the Participant (i) attains age fifty-five (55) and has completed ten 

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  (10) years of service with Atlas, and (ii) has given not less than three (3) months’ advanced written notice of such proposed Retirement to the then current Chief Executive Officer of AAWW; provided, however, that if such Participant is terminated by Atlas for Cause after providing such advanced written notice, such termination shall not be considered a Retirement, as defined herein.  Notwithstanding clause (ii) above, in the event of a proposed Retirement of the then current Chief Executive Officer of AAWW, he or she must give not less than six (6) months’ advance written notice to the Board and a majority of the members of the Board (disregarding the Board membership of the Chief Executive Officer of AAWW for these purposes) must approve such retirement. 

  2.19.    Termination of Service shall mean the date a Participant ceases to be an Eligible Employee.

  Section 3.  Administration.

  The Program shall be administered by the Committee. The Committee shall have full power and authority in its sole discretion to (i) construe and interpret the Program, (ii) establish and amend administrative regulations to further the purpose of the Program, (iii) determine the extent to which Award payments have been earned by virtue of satisfying the goals described in Section 5 and whether any other Performance Criteria have been satisfied, (iv) determine the amount otherwise payable under Section 5, (v) determine whether to settle a portion of the Award in AAWW stock, and (vi) take any other action necessary to administer the Program. All decisions, actions, or interpretations of the Committee shall be final, conclusive, and binding upon all Participants. 

  Section 4.  Participation.

  4.1.	General.  Each Eligible Employee shall participate in the Program if he or she is employed as an Eligible Employee on the first day of the Program Year.  An individual who becomes an Eligible Employee during a Program Year following the first day of the Program Year, but prior to September 30 of the applicable Program Year may participate only with respect to Base Salary earned on and after the date he or she first becomes an Eligible Employee.  

   

  4.2.	Change of Title/Position. If an Eligible Employee is promoted during a Program Year such that his or her Base Salary, Target Bonus Percentage (as defined below), and/or Maximum Bonus Percentage (as defined below) increases, (i) for the portion of the Program Year prior to such promotion, the Award will be calculated as set forth herein using (A) the Base Salary earned prior to the effective date of such promotion, and (B) the Target Bonus Percentage and Maximum Bonus Percentage applicable to the Eligible Employee’s title/position prior to the effective date of such promotion, and (ii) for the portion of the Program Year following such promotion, the Award will be calculated as set forth herein using (A) the Base Salary earned on and after the effective date of such promotion, and (B) the Target Bonus Percentage and Maximum Bonus Percentage applicable to the Eligible Employee’s new title/position on and after the effective date of such promotion.

   

  4.3.	Other Compensation.  Any determination by the Committee to provide incentive compensation to an Eligible Employee other than as described in this Section 4 shall be treated as a separate award made outside the Program.

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  Section 5. Determination of Awards.

   

  5.1     Target Bonus Percentage.  The “Target Bonus Percentage” shall mean the following percentage of Base Salary for each Participant, as such percentages may be increased by the Committee from time to time: (i) one hundred percent (100%) of Base Salary for the Chief Executive Officer of AAWW, (ii) ninety percent (90%) of Base Salary for Executive Vice Presidents who also hold the title of Chief Executive Officer of Titan Aviation Holdings, Inc., (iii) eighty-five percent (85%) of Base Salary for Executive Vice Presidents who also hold the title of General Counsel, Chief Financial Officer, or Chief Operating Officer of AAWW or such other Executive Vice President approved by the Committee.  

   

  5.2	       Maximum Bonus Award. The maximum bonus payable under an Award for the Program Period will be the lesser of (i) the dollar limit set forth in Section 4(c) of the Plan, and (ii) the following percentage of Base Salary for each Participant, as such percentages may be increased by the Committee from time to time: (A) two hundred percent (200%) of Base Salary for the Chief Executive Officer of AAWW, (B) one hundred eighty percent (180%) for the Executive Vice President of AAWW who also holds the title of Chief Executive Officer of Titan Aviation Holdings, Inc., and (C) one hundred seventy percent (170%) of Base Salary for Executive Vice Presidents who also hold the title of General Counsel, Chief Financial Officer or Chief Operating Officer of AAWW (each, a “Maximum Bonus Percentage”).

   

  5.3   Performance Measures.  Payment under an Award is conditioned upon achievement of the Adjusted Income Goal, Service Reliability Goal and Management Business Objectives Goal, each as described below.    

   

  (a)	Adjusted Income Goal. The Adjusted Income Goal is based on Atlas’s aggregate adjusted income from continuing operations, net of taxes (“Adjusted Income”) as reported in Atlas’s press release reporting financial results for the 2021 fiscal year, as may be further provided in any exhibit to the Program (the “Adjusted Income Goal”). For the Program Year, the threshold Adjusted Income level (which must be met before any amounts will be payable under Awards), the maximum Adjusted Income level, intermediate Adjusted Income levels, and the percentage of each Participant’s target bonus award that will be deemed achieved at each such profit level, will be determined by the Committee.

  (b)	Service Reliability Goal. The Service Reliability Goal is based on the level of achievement of such goals as the Committee may determine for the Program Year (the “Service Reliability Goal”), as may be further provided in any exhibit to the Program. 

  (c)	Management Business Objectives Goal. The Management Business Objectives Goal (“MBO Goals”) reflects the level of achievement of such individual MBOs as may be determined in the case of any Participant for the Program Year.

  (d)	Effect of Corporate Transactions and other Exigencies.  Without limiting the generality of the foregoing, the  Committee shall have the authority to identify objectively determinable events (for example, but without limitation, acquisitions or dispositions) which, if they occur, would have a material effect on objective Performance 

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  Criteria applicable to Awards under the Program, and to adjust such Performance Criteria in an objectively determinable manner to reflect such events.  

  Section 6.  Payment of Awards under this Program.

  6.1.	General.  Subject to Section 6.4 and Section 7, a Participant will be entitled to receive payment, if any, under an Award if the Participant is still employed by Atlas on the last day of the Program Year for which the Award is paid, unless in the period between the last day of the Program Year and any payout under the Program, the Participant is terminated by Atlas for Cause or the Participant terminates his or her Employment with Atlas for any reason other than for Good Reason or by reason of Retirement.  A Participant will receive an Award in the manner and at the times set forth in Section 6.

  6.2.	Time of Payment.  Any amount payable for an Award for a Program Year shall be paid by Atlas as soon as reasonably practicable following certification by the Committee as to achievement of the performance goals following the completion of the year-end audit for the applicable Program Year, but in no event later than March 15 of the year following the applicable Program Year.  

  6.3.	Form of Payment.  All amounts payable for an Award shall be paid in cash or AAWW stock, but AAWW stock may be used, if at all, at the Committee’s discretion in consultation with such Participant, and only for the portion of the Award that exceeds fifty percent (50%) of Base Salary.

  6.4.	Termination of Employment.  

  (a)	General. Except as otherwise provided in this Section 6.4 or Section 7, a Participant whose Employment terminates for any reason prior to the last day of the Program Year for which an Award is payable shall forfeit such Award.

  (b)	Termination Bonus Amount.  For purposes of this Section 6.4 or Section 7, “Termination Bonus Amount” shall mean a payment with respect to an Award for the Program Period in an amount equal to, (A) in the event the Termination of Service occurs after June 30 of the Program Year, the greater of (1) the amount he or she would have received if he or she was employed by Atlas on the last day of the Program Year based upon actual company performance measured pursuant to the Program (and assuming for such purpose that his or her MBO Goals have been achieved at least at target), or (2) his or her Target Bonus Percentage (such amount, the “Full Termination Bonus Amount”) or (B) in the event the Termination of Service occurs prior to July 1 of the Program Period, the Full Termination Bonus Amount multiplied by a fraction, the numerator of which is the number of days from the commencement of the Program Period until such Termination of Service and the denominator of which is 365.

  (c)	Death or Disability. In the event of a Participant’s Termination of Service during a Program Year due to his or her death or Disability, the Participant shall be entitled to receive the Termination Bonus Amount.  

  (d)	Retirement; Involuntary Termination; Good Reason.  If a Participant's Employment terminates during a Program Year by reason of (i) an involuntary termination by Atlas not for Cause, (ii) termination by the Participant for Good Reason, or (iii) Retirement, 

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  the Participant shall be entitled to receive the Termination Bonus Amount. Such payment shall be subject to all terms and conditions of the Program, including without limitation the provisions of Section 5 (relating to determination of the Award) and Section 6.2 (relating to the time of payment of the Award).  

  (e)	Relationship with Other Agreements. This Section 6.4 shall not apply to the extent the rights of a Participant in such circumstances are governed by another agreement.

  Section 7.  Change in Control.

  In the event of a Change in Control, payment with respect to an Award for the Program Year in which such Change in Control occurred shall be an amount equal to the greater of (a) the applicable Target Bonus Percentage and (b) actual company performance measured pursuant to the Program (such greater amount, the “CIC Bonus Amount”). In the event a Participant’s Employment is terminated during the Program Year in which a Change in Control occurs (i) following such Change in Control by reason of (A) an involuntary termination by Atlas not for Cause, (B) termination by the Participant for Change in Control Good Reason, (C) Retirement, (D) death, or Disability; or, (ii) within six months prior to such Change in Control, by Atlas not for Cause or by the Participant for Change in Control Good Reason, in each case, instead of the treatment described in Section 6.4, such Participant shall be entitled to the CIC Bonus Amount (for the avoidance of doubt, without proration).  Such payment shall be subject to all terms and conditions of the Program, including without limitation the provisions of Section 5 (relating to determination of the Award) and Section 6.2 (relating to the time of payment of the Award).  

  Section 8.  Beneficiary Designation.

  8.1.	Designation and Change of Designation.  Each Participant shall file with Atlas a written designation of one or more persons as the Beneficiary who shall be entitled to receive the Award, if any, payable under the Program upon the Participant's death.  A Participant may, from time to time, revoke or change his or her Beneficiary designation without the consent of any prior Beneficiary by filing a new designation with Atlas.  The last such designation received by Atlas shall be controlling; provided, however, that no designation, or change or revocation thereof, shall be effective unless received by Atlas prior to the Participant's death, and in no event shall it be effective as of any date prior to such receipt.

  8.2.	Absence of Valid Designation.  If no such Beneficiary designation is in effect at the time of a Participant’s death, or if no designated Beneficiary survives the Participant, or if such designation conflicts with law, the Participant's estate shall be deemed to have been designated as the Participant's Beneficiary and shall receive the payment of the amount, if any, payable under the Program upon his death.  If Atlas is in doubt as to the right of any person to receive such amount, Atlas may retain such amount, without liability for any interest thereon, until the rights thereto are determined, or Atlas may pay such amount into any court of appropriate jurisdiction and such payment shall be a complete discharge of the liability of the Program and Atlas therefor.

  Section 9.  General Provisions.

  9.1.	Program to be Unfunded.  The Program is intended to constitute an unfunded 

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  incentive compensation arrangement.  Nothing contained in the Program, and no action taken pursuant to the Program, shall create or be construed to create a trust of any kind.  A Participant’s right to receive an Award shall be no greater than the right of an unsecured general creditor of Atlas.  All Awards shall be paid from the general funds of Atlas, and no special or separate fund shall be established and no segregation of assets shall be made to assure payment of such Awards.  There shall not vest in any Participant or Beneficiary any right, title, or interest in and to any specific assets of Atlas.

  9.2.	Section 409A of the Code.  Awards under the Program are intended to be exempt from the requirements of Section 409A of the Code and shall be construed and administered accordingly.  Notwithstanding anything to the contrary in the Program, neither Atlas, nor any affiliate, nor the Committee, nor any person acting on behalf of Atlas, any affiliate, or the Committee, shall be liable to any Participant or to the estate or beneficiary of any Participant or to any other holder of an Award by reason of any acceleration of income, or any additional tax, asserted by reason of the failure of an Award to satisfy the requirements of Section 409A or by reason of Section 4999 of the Code; provided, that nothing in this Section 9.2 shall limit the ability of the Committee or Atlas to provide by separate express written agreement with a Participant for a gross-up payment or other payment in connection with any such tax or additional tax.

  9.3.	Rights Limited; Conflicts.  Nothing contained in the Program shall give any Eligible Employee the right to continue in the employment of Atlas, or limit the right of Atlas to discharge an Eligible Employee.  If there is a conflict between this Program and another senior executive employment program or arrangement, such other program or arrangement shall control. 

  9.4.	Governing Law.  The Program shall be construed and governed in accordance with the laws of the State of New York.  

  9.5.	Taxes.  There shall be deducted from all amounts paid under the Program all federal, state, local and other taxes required by law to be withheld with respect to such payments.

  Section 10.  Amendment, Suspension, or Termination.

  Except with respect to 6.4(c) for any Program Year in effect, the Committee reserves the right to amend, suspend, or terminate the Program at any time.

   

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  Section 11.  Awards Subject to Clawback.

  	11.1 	Pursuant to the AAWW’s Executive Compensation Clawback Policy, as the same is in effect following its adoption by the Board and as may be subsequently amended from time to time to ensure compliance with applicable laws and regulations (the “Clawback Policy”), by his or her acceptance of an Award under the Program, the Participant agrees that the Company may withhold, and Participant will forfeit, compensation otherwise payable under an Award or seek recovery from, and the Participant agrees to repay, compensation previously paid under an Award, as the case may be, as provided by the Clawback Policy, or to the extent required to comply with applicable law. 

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