Document:

EX-10.1

 Exhibit 10.1 
  

 
 2022 INCENTIVE PAYMENT PLAN 

As Approved: 

            December 7, 2021 

 THE COOPER COMPANIES, INC. 

2022 Incentive Payment Plan 
 SECTION
I—NAME 
 The name of this plan is the “2022 Incentive Payment Plan” (the “Plan” or “IPP”). This Plan implements and
is part of The Cooper Companies 2017 Executive Incentive Program (the “EIP”). 
 SECTION II—SCOPE 

This Plan sets out the IPP guidelines for the following Business Units of The Cooper Companies, Inc. and its subsidiaries (the “Company” or
“TCC”): 
 CooperVision (“CVI”) Consolidated 

CooperSurgical (“CSI”) Consolidated 
 Corporate HQ 

Where the terms of this Plan differ from the terms of any Participant’s employment or severance contract, the terms of such contract will dictate. No new
such arrangements shall be entered into without the advance written approval of the Chief Executive Officer (“CEO”) and the Organization and Compensation Committee of the Board of Directors (the “Committee”). 

Capitalized terms used but not otherwise defined herein shall have the meaning set forth in the EIP. To the extent the terms of this Plan conflict with the
EIP, the terms of the EIP shall govern. 
 SECTION III—PURPOSE 

The purpose of the Plan is to provide incentives to officers and key employees of the Company who are in a position to contribute significantly to the
Company’s business success. The Plan provides for awards based on quantitative metrics related to increasing revenue and profitability, as defined in the Plan. The Plan also allows for a portion of awards to be based on subjective evaluation of
each Business Unit’s and/or Participant’s performance and achievement of non-financial goals not otherwise reflected in the quantitative portion of awards. 

SECTION IV—COMPENSATION PHILOSOPHY 
 It is the
Company’s philosophy that: 
  

	 	o	 The Company’s executive compensation programs are designed to attract, motivate and retain executive
talent with the skills, experience, motivation and commitment needed to optimize stockholder value in a competitive environment. 

  

	 	o	 The Company believes that employee performance and achievement will result in economic benefits and support the
goal of increasing stockholder value in the Company by achieving specific financial and strategic objectives. 

  

	 	o	 Employees whose efforts achieve the goals outlined in Section III—Purpose be provided with the opportunity
to significantly increase their total compensation, via this Plan and certain other benefit plans. 

  
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 SECTION V—DEFINITIONS 

“Budget” or “Budgeted,” when used in conjunction with any measuring device under this Plan shall mean the approved 2022 Budget for each
Participant’s Business Unit, adjusted where appropriate to reflect acquisitions and/or divestitures in accordance with “deal sheets” approved by, and in the sole discretion of, the Board of Directors. 

“Business Unit” shall mean any operating or headquarters unit so established by the Company. For the 2022 Plan, the designated Business Units are
set out in Section II—Scope, above. 
 “Covered Employee” shall mean each executive of the Company, CVI or CSI that could, as determined by
the Committee, be a “covered employee” as defined in Section 162(m) of the Code for such Year. 

“Non-GAAP Earnings Per Share” or “Non-GAAP EPS” shall mean
fully diluted earnings per share as reported on a non-GAAP basis to Wall Street per the Company’s fiscal year end earnings release, but adjusted for the use of Budgeted currency rates. 

“Eligible Individual” shall mean any person employed by the Company who is paid a salary or a fixed monthly amount, as distinguished from an hourly
wage. 
 “Executive Management” shall mean the CEO and the CFO for purposes of administering this Plan. 

“Executive Team” shall mean (i) certain senior executives, including members of management covered by Rule 16(b) under the Securities and
Exchange Act of 1934, as designated by the Committee as the key executive management of the Company, CVI and CSI and (ii) each Covered Employee. 

“Income” or “Operating Income” or “OI” shall mean the operating income for each individual Business Unit as determined on a non-GAAP basis and used in the calculation of Non-GAAP Earnings Per Share for the Company’s fiscal year end adjusted for the use of Budgeted currency rates. 

“Participant” shall mean any Eligible Individual selected to have the opportunity to earn an award under the Plan in accordance with its terms. 

“Revenue” shall mean net revenue as reported to Wall Street per the Company’s fiscal year end earnings release, but adjusted for the use of
Budgeted currency rates. 
 “Salary” shall mean the actual base salary paid to an Eligible Individual during the Year while a Participant in the
Plan. No items of supplemental compensation (prior year bonus, relocation, automobile allowances, special stipends, etc.) will be considered part of Salary. 

“Threshold Goal” shall mean achievement of at least 50% of target for any one of Revenue, Income, or Earnings Per Share. 

“Target Award” shall mean a percentage of the Participant’s Salary between 10% and 100% as established each Year by the Committee, or with
respect to Participants who are not members of the Executive Team, as designated by the Executive Management. 
 “Year” shall mean the fiscal year
of the Company, which is November 1 through October 31. 

  
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 SECTION VI—ELIGIBILITY FOR PARTICIPATION 

Participation in the Plan will be offered to those Eligible Individuals who, in the opinion of the Company, are in a position to significantly influence the
Company’s Revenue and profitability. Eligibility for participation shall be at the sole discretion of the Committee, which may delegate this authority to Executive Management for non-Executive Team
reporting levels. 
 SECTION VII—THRESHOLD GOAL AND TARGET AWARD 

No incentives shall be payable under this Plan to a Covered Employee unless the Threshold Goal is obtained. If the Threshold Goal is obtained then each
Participant who is a Covered Employee will be eligible for an incentive equal to 200% of the Targeted Award, subject to downward adjustment as provided in Section VIII. No incentives shall be payable under this Plan in excess of the limits provided
under the EIP. 
 SECTION VIII—DETERMINATION OF INCENTIVE PAYMENT 

Each Participant’s actual incentive award opportunity will be based in part on the performance of the Business Unit of which Participant is a member. In
the event that any Participant, other than members of the Executive Team, works for more than one Business Unit over the course of the Year, Executive Management shall, in its sole and absolute discretion, prorate IPP achievement based on the
performance of each Business Unit for which Participant worked which prorated amounts then shall be aggregated; however, in no event shall any Participant receive a total IPP amount greater than the maximum amount that would have been payable had
Participant been employed solely by the Business Unit which receives the greatest IPP achievement. Achievement for members of the Executive Team who work for more than one Business Unit over the course of the Year may also be prorated based on the
performance of each Business Unit for which Participant worked which prorated amounts then shall be aggregated at the discretion of the Committee, based on recommendations by Executive Management to the Committee. 

The total award opportunity for Business Units will be the sum of applicable assigned percentage weightings for Revenue, Income, and Non-GAAP EPS (together, the “Quantitative Criteria”) and an assessment of performance and achievement of non-financial goals
(“Non-Financial Goals”), as set out in Attachment I. At the discretion of Executive Management, the calculations for certain individual Participants’ quantitative incentive awards may be
prorated between a Business Unit and Corporate Headquarters. 
 Goals for earning an award payment will be based on the percentage of Budget achievement
generated for each of the Quantitative Criteria. Executive Management will provide the Committee a report on variances to the consolidated Budgets for Revenue, Income, and Non-GAAP EPS, highlighting key
variances including non-recurring, non-controllable and/or discretionary items. The Committee may elect to include or exclude certain of these items for purposes of
determining the overall Corporate HQ quantitative Budget achievement. Executive Management may exercise this same discretion in assessing the Budget achievement of each of the Company’s other Business Units. The amount of payments based on Non-Financial Goals reflects the qualitative assessment of each individual Participant’s performance, by his or 

  
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her supervisor, senior management and/or Executive Management. Executive Management will consult with the Committee before determining the overall level of achievement of each Business
Unit’s Non-Financial Goals, the percentage achievements of which may vary from Participant to Participant. The level of achievement of both the quantitative and
non-financial components for each of the Executive Team shall be recommended by Executive Management to the Committee. The determination of the amounts of said components for each Executive Team will be made
by the Committee. 
 Each of the Quantitative Criteria will be measured separately for achievement of Budget. The matrix below indicates the level of IPP
achievement that coincides with a given Budget achievement. The IPP achievement of the Non-Financial Goals portion may also range from 0% to a percentage deemed appropriate by Executive Management up to the
200% maximum, and in the case of the Executive Team, determined by the Committee after receipt of recommendations from Executive Management. 
  

									
	Revenue
(50% Weighting)	 	Non-GAAP EPS/ Income
(25% weighting)	 	IPP Achievement
(1)(2)
	Achievement	 	Payout	 	Achievement	 	Payout	 	  

	Less than 95%	 	0%	 	Less than 90%	 	0%	 	0%
	95%	 	50%	 	90%	 	50%	 	50%
	96%	 	60%	 	92%	 	60%	 	60%
	98%	 	80%	 	96%	 	80%	 	80%
	100%	 	100%	 	100%	 	100%	 	100%
	102%	 	140%	 	104%	 	140%	 	140%
	104%	 	180%	 	108%	 	180%	 	180%
	105% or more	 	200% Maximum	 	110% or more	 	200% Maximum	 	200% Maximum

  

	 	(1)	 This is of the Target Award. Where needed, straight-line interpolation between levels will be applied.

	 	(2)	 The Committee in its discretion may reduce the bonus that otherwise would be payable based on satisfaction of
the foregoing quantitative goals to take into account such qualitative factors as it may determine; provided, however, the Committee may not reduce such bonus by more than 25%. 

SECTION IX—FORM OF PAYMENT 
 Payments under this Plan
may be made in the form of a combination of cash and common stock of the Company. The percentage mix of the payment will be at the sole discretion of the Board of Directors of the Company, subject to the limitation that the stock portion of the
payment will not exceed 50% of the total. Such determination will be made at the time the Board approves payments to be made under the Plan. Unless recommended otherwise by the Committee to the Board of Directors, any common stock portion of the
payment will be made in shares of restricted stock bearing a restriction of up to 30 days, at no cost to the Participant other than required payments for taxes. The Committee may elect to pay the CEO, for achievement above 75%, in restricted stock
or restricted stock units with up to three-year cliff vesting. 
 SECTION X—TIMING OF AWARD PAYMENTS 

Incentive award payments for each Participant will be made net of all required withholdings and will be calculated and accrued in the appropriate Business
Unit’s books from time to time during the Year based 

  
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on projected results for Quantitative Criteria and a reasonable estimate of the Non-Financial Goals percentage. The indicated payment for Quantitative
Criteria plus a reasonable estimate of Non-Financial Goals must be accrued for as at the end of each quarter prorated for the estimated payment for the year. Such accruals will be calculated based upon each
Business Unit’s performance against Budget for the Year then ended as discussed above and illustrated in the attached examples. 
 No
payments will be made to any Participant until Executive Management has had an opportunity to review the results of the first month of the subsequent Year. To the extent that such first months’ results reflect negative anomalies that are
determined by Executive Management to relate back to the previous Year, award payments for such Year may be delayed by Executive Management and, subject to approval by the Committee, may be decreased or canceled. The target date to release payments,
therefore, will be on or before the end of the first fiscal quarter of the following year, subject to acceleration or delay by Executive Management, in its sole and absolute discretion. No IPP payments will be made to a Covered Employee unless and
until the Committee (as defined in the EIP) certifies in writing that the Threshold Goal has been obtained. 
 SECTION XI—TERMINATION OF EMPLOYMENT

 Except where required pursuant to a previously existing employment agreement (or extenuating circumstances, which will be handled on an ad hoc basis
by Executive Management), any Participant whose employment is terminated by the Company prior to the end of the Year, or by the Participant prior to the payment for such Year for any reason other than death or retirement or disability consistent
with the Company’s then current provisions for retirement and/or disability, will forfeit any opportunity to receive an award under the Plan for that Year. 

In the case of a Participant’s retirement, disability or death, such Participant (or designated heir in the event of the Participant’s death) may,
at the discretion of Executive Management or with respect to the Executive Team the Committee, be eligible to receive a pro rata payment under the Plan for the period prior to cessation of active full-time employment. Pro rata payments will be made
concurrently with other payments under the Plan, and only to the extent that the Threshold Goal is obtained. 
 SECTION XII—NEW HIRES AND PROMOTIONS

 Individuals hired or promoted during the Year may become Participants in the Plan subject to the approval of Executive Management. Partial Year
Participants may be eligible to earn a pro rata award. Separate pro rata calculations will be made for any Participant who is not a Covered Employee and who is promoted to a higher incentive opportunity during the Year. 

SECTION XIII—GENERAL PROVISIONS 
  

	(1)	 The expenses of administering the Plan shall be borne by the Company. 

 

	(2)	 No employee has any right or claim to be a Participant in the Plan or to receive a payment under the Plan.

  

	(3)	 Participation in the Plan does not provide any employee the right to be retained in the employment of the
Company. 

  

	(5)	 A Participant may not assign or transfer any rights under the Plan. Any attempt to do so will invalidate those
rights. 

  
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	(6)	 The Plan shall be subject to all applicable federal and state laws and regulations. Payments made under the
Plan shall only be made to the extent permitted by such laws and regulations, subject to all applicable taxes. 

 SECTION
XIV—AMENDMENT OR TERMINATION 
 The Plan may be amended or terminated at any time by action of the Board of Directors of the Company. 

SECTION XV—ADMINISTRATION AND INTERPRETATION 

Executive Management shall be responsible, in its sole discretion, for administration of the Plan, and the Committee shall be responsible for interpretation of
this Plan. Such interpretations shall be final. 
 Attachments: 

I     Weighting Factors 

II    List of Participants and Levels of Participation 

Budgets: 2022 Budgets – Previously provided in the 2022 Budget Presentation approved by the BOD 

  
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 ATTACHMENT I 

WEIGHTING FACTORS 

——- Weighting Percentages of IPP Entitlement Factors ——- 

 

																									
	 	  	Revenue	 	  	Income	 	  	EPS	 	  	Quantitative	 	  	Non-Financial
Goals	 	  	Total	 
	 CVI
	  	 	50	 	  	 	25	 	  	 	—  	 	  	 	75	 	  	 	25	 	  	 	100	 
	 CSI
	  	 	50	 	  	 	25	 	  	 	—  	 	  	 	75	 	  	 	25	 	  	 	100	 
	 Corporate HQ
	  	 	50	 	  	 	—  	 	  	 	25	 	  	 	75	 	  	 	25	 	  	 	100	 

  
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 ATTACHMENT II 

LIST OF PARTICIPANTS AND LEVELS OF PARTICIPATION 

Executive Team: 
  

							
	 NAME
	  	 TITLE
	  	FY 2022 IPP
ELIGIBILITY%	 
	 Albert G. White, III
	  	President and Chief Executive Officer	  	 	125	% 
	 Daniel G. McBride, Esq.
	  	Executive Vice President and Chief Operating Officer of TCC; President of CooperVision, Inc.	  	 	80	% 
	 Holly R. Sheffield
	  	President of CooperSurgical, Inc.	  	 	75	% 
	 Brian G. Andrews
	  	Executive Vice President, Chief Financial Officer & Treasurer	  	 	75	% 
	 Agostino Ricupati
	  	Senior Vice President – Finance & Tax; Chief Accounting Officer	  	 	55	% 
	 Mark J. Drury
	  	Vice President, General Counsel & Secretary	  	 	45	% 

 D. McBride achievement will be based 50% on The Cooper Companies, Inc. financial results and metrics and 50% on CooperVision,
Inc. financial results and metrics. 
 H. Sheffield achievement will be based on CooperSurgical, Inc. financial results and metrics. 

Other Participants: 
 Employees meeting the eligibility
criteria for participation under the 2022 IPP shall be determined by Executive Management. 

  
 9Document

Exhibit 10.1

TOAST, INC.
SENIOR EXECUTIVE CASH INCENTIVE BONUS PLAN
1.Purpose
This Senior Executive Cash Incentive Bonus Plan (the “Incentive Plan”) is intended to provide an incentive for superior work and to motivate eligible executives of Toast, Inc. (the “Company”) and its subsidiaries toward even higher achievement and business results, to tie their goals and interests to those of the Company and its stockholders and to enable the Company to attract and retain highly qualified executives.  The Incentive Plan is for the benefit of Covered Executives (as defined below).
2.Covered Executives
From time to time, the Compensation Committee of the Board of Directors of the Company (the “Compensation Committee”) may select certain key executives (the “Covered Executives”) to be eligible to receive bonuses hereunder.  Participation in the Incentive Plan does not change the “at will” nature of a Covered Executive’s employment with the Company.
3.Administration
The Compensation Committee shall have the sole discretion and authority to administer and interpret the Incentive Plan.
4.Bonus Determinations
(a)Corporate Performance Goals.  A Covered Executive may receive a bonus payment under the Incentive Plan based upon the attainment of one or more performance objectives that are established by the Compensation Committee and relate to financial and operational metrics with respect to the Company or any of its subsidiaries (the “Corporate Performance Goals”), including the following:  cash flow (including, but not limited to, operating cash flow and free cash flow); revenue; corporate revenue; earnings before interest, taxes, depreciation and amortization; net income (loss) (either before or after interest, taxes, depreciation and/or amortization); changes in the market price of the Company’s common stock; economic value-added; acquisitions, or strategic transactions; financing or other capital raising transactions; operating income (loss); return on capital, assets, equity, or investment; stockholder returns; return on sales; total shareholder return; gross or net profit levels; productivity; expense efficiency; margins; operating efficiency; customer satisfaction; working capital; earnings (loss) per share of the Company’s common stock; bookings, new bookings or renewals; sales or market shares; number of customer, number of new customers or customer references; leadership development, employee retention, and recruiting and other human resources matters; operating income and/or net annual recurring revenue, and other financial, strategic or operational goals deemed appropriate by the Compensation Committee any of which may be (A) measured in absolute terms or compared to any incremental increase, (B) measured in terms of growth, (C) compared to another company or companies or to results of a peer group, (D) measured against the market as a whole and/or as compared to applicable market indices and/or (E) measured on a pre-tax or post-tax basis (if applicable).  Further, any Corporate Performance Goals may be used to measure the performance of the Company as a whole or a business unit or other segment of the Company, or one or more product lines or specific markets.  The Corporate Performance Goals may differ from Covered Executive to Covered Executive and from performance period to performance period. 

(b)Calculation of Corporate Performance Goals.  At the beginning of each applicable performance period, the Compensation Committee will determine whether any significant element(s) will be included in or excluded from the calculation of any Corporate Performance Goal with respect to any Covered Executive.  In all other respects, Corporate Performance Goals will be calculated in accordance with the Company’s financial statements, generally accepted accounting principles, or under a methodology established by the Compensation Committee at the beginning of the performance period and which is consistently applied with respect to a Corporate Performance Goal in the relevant performance period.  
(c)Target; Minimum; Maximum.  Each Corporate Performance Goal shall have a “target” (i.e., 100 percent attainment of the Corporate Performance Goal) and may also have a “minimum” hurdle and/or a “maximum” amount. 
(d)Bonus Requirements; Individual Goals.  Except as otherwise set forth in this Section 4(d):  (i) any bonuses paid to Covered Executives under the Incentive Plan shall be based upon objectively determinable bonus formulas that tie such bonuses to one or more performance targets relating to the Corporate Performance Goals, (ii) bonus formulas for Covered Executives shall be adopted in each performance period by the Compensation Committee and communicated to each Covered Executive at the beginning of each performance period and (iii) no bonuses shall be paid to Covered Executives unless and until the Compensation Committee makes a determination with respect to the attainment of the performance targets relating to the Corporate Performance Goals.  Notwithstanding the foregoing, the Compensation Committee may adjust bonuses payable under the Incentive Plan based on achievement of one or more individual performance objectives, or pay bonuses (including, without limitation, discretionary bonuses) to Covered Executives under the Incentive Plan based on individual performance goals and/or upon such other terms and conditions as the Compensation Committee may in its discretion determine.
(e)Individual Target Bonuses.  The Compensation Committee shall establish a target bonus opportunity for each Covered Executive for each performance period.  For each Covered Executive, the Compensation Committee shall have the authority to apportion the target award so that a portion of the target award shall be tied to attainment of Corporate Performance Goals and a portion of the target award shall be tied to attainment of individual performance objectives. 
(f)Employment Requirement.  Subject to any additional terms contained in a written agreement between the Covered Executive and the Company, the payment of a bonus to a Covered Executive with respect to a performance period shall be conditioned upon the Covered Executive’s employment by the Company on the bonus payment date.  If a Covered Executive was not employed for an entire performance period, the Compensation Committee may pro rate the bonus based on the period of time employed during such period.
5.Timing of Payment
(a)With respect to Corporate Performance Goals established and measured on a basis more frequently than annually (e.g., quarterly or semi-annually), the Corporate Performance Goals will be measured at the end of each performance period after the Company’s financial reports with respect to such period(s) have been published.  If the Corporate Performance Goals and/or individual goals for such period are met, payments will be made as soon as practicable following the end of such period, but not later than two and one-half months after the end of the fiscal year in which such performance period ends.
(b)With respect to Corporate Performance Goals established and measured on an annual or multi-year basis, Corporate Performance Goals will be measured as of the end of each such performance period (e.g., the end of each fiscal year) after the Company’s financial reports with respect to such period(s) have been published.  If the Corporate Performance Goals and/or 
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individual goals for any such period are met, bonus payments will be made as soon as practicable, but not later than two and one-half months after the end of the relevant fiscal year.  
(c)For the avoidance of doubt, bonuses earned at any time in a fiscal year must be paid no later than two and one-half months after the last day of such fiscal year.  
6.Amendment and Termination
The Company reserves the right to amend or terminate the Incentive Plan at any time in its sole discretion.
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