Document:

sptn-ex103_30.htm

Exhibit 10.3

 

 

 

 

2021 Long-Term Incentive Plan

 

This document sets forth the SpartanNash Company Long-Term Incentive Plan for awards made during the fiscal year ending January 1, 2022 and covering the three fiscal year period ending December 30, 2023 (“2021 LTIP”). 

 

1.Authority and Administration. This 2021 LTIP is authorized and administered by the Compensation Committee of the Board of Directors of SpartanNash Company (the “Committee”). For Participants in positions at the Vice President level and above, the target 2021 LTIP award value will be split equally between two award components: equity, in the form of SpartanNash common stock, and cash. For Participants at the director level, the 2021 LTIP will have only an equity component.  The Committee retains the discretion to deliver a 2021 LTIP award comprised of all stock or cash in lieu of an award comprised of stock and cash.  Awards will be subject to plan documents as follows: 

 

	
 
	
a)
	
Equity component. The equity component of the 2021 LTIP will be granted under and subject to the Company’s Stock Incentive Plan of 2020. The terms and conditions of vesting of all equity awards, including upon termination in the event of death, retirement, disability, or change in control, are set forth in the applicable Stock Incentive Plan and the individual award letters. 

 

	
 
	
b)
	
Cash Component. The cash component of the 2021 LTIP will be governed by this document. 

 

2.Equity Component. The equity component of the 2021 LTIP will consist of restricted stock that vests in three equal annual installments. Specifically, 33.3% of the shares will vest at least 12 months from the grant date, with the final installment vesting in March 2024. The terms and conditions, including treatment upon termination of employment, of the grant are set forth in an award agreement that will be issued to each recipient.     

 

3.Cash Component. This section explains the cash component of the 2021 LTIP. 

a)Target Award Amount. Each Participant’s threshold, target and maximum 2021 LTIP award opportunity will be communicated to him or her separately in writing. Each 2021 LTIP award will be paid to the extent SpartanNash achieves at least the threshold level of performance for the applicable performance measurement, and the Participant otherwise satisfies the requirements of the LTIP and the applicable Plan. 

1

 

Exhibit 10.3

 

b)Performance Period and Measurements. 

 

	
 
	
i.
	
Performance Measurement. The “Performance Period” for the 2021 LTIP will begin on January 3, 2021 and end on December 31, 2022.  

 

	
 
	
ii.
	
Metrics. The two-year performance payout under the 2021 LTIP will be determined by SpartanNash’s performance with respect to the metrics below, each of which will be weighted by the corresponding percentage: 

 

	
 
	
 
	
 
	
 
	
 

	
Performance

Measurement
	
  
	
Percentage of Long-Term Cash
Incentive Award
	
 

	
Consolidated Adjusted EBITDA 1
	
  
	
 
	
70%
	
 

	
Plan-based ROIC2
	
  
	
 
	
30%
	
 

 

 

	
1
	
Consolidated Adjusted EBITDA is a non-GAAP operating financial measure that is defined as net earnings from continuing operations plus depreciation and amortization, and other non-cash items including imputed interest, deferred (stock) compensation, the LIFO provision, as well as adjustments for unusual items that do not reflect the ongoing operating activities of SpartanNash and costs associated with the closing of operational locations, interest expense and the provision for income taxes to the extent deducted in the computation of net earnings.  

 

	
2
	
Plan-based ROIC is calculated by dividing the tax affected operating profit adjusted for income and expenses consistently with the annual incentive plan for the last year of the measurement period and LIFO expense by a 5 quarter average of total invested capital (total assets plus LIFO reserve less cash and non-interest bearing current liabilities), calculated using the last 5 quarters of the measurement period.

 

Performance Goals and Payouts. Consolidated Adjusted EBITDA performance goal will include the two year cumulative EBITDA attained during the performance period. The Plan-based ROIC will be set based on budgeted ROIC for the 2022 fiscal year. 2021 LTIP award payouts will be determined based on the following payout schedule for both EBITDA and ROIC:

 

			
	
Performance Level
	
% of Target
	
Payout

	
 
	
Below 90%
	
0%

	
Threshold
	
90.0%
	
10.0%

	
-
	
92.5%
	
32.5%

	
-
	
95.0%
	
55.0%

	
-
	
97.5%
	
77.5%

	
Target
	
100.0%
	
100.0%

	
-
	
102.5%
	
125.0%

	
-
	
105.0%
	
150.0%

	
-
	
107.5%
	
175.0%

	
Maximum
	
>=110%
	
200.0%

 

 

2

 

Exhibit 10.3

 

 

If SpartanNash’s actual performance achieved for Consolidated Adjusted EBITDA or Plan-based ROIC exceeds the threshold level and falls between specified levels in the scale, then the percentage of the Target Award that will be paid will be determined by interpolation.

 

	
 
	
c)
	
Additional Vesting Period. Upon completion of the two year performance period, the Cash Component achieved will be determined. The Cash Component payout will be subject to an additional 12 month vesting period. The Cash Component will only be paid out at the end of three year fiscal period described above. 

 

	
 
	
d)
	
Exclusions. The evaluation of these metrics will exclude (a) asset write downs, (b) litigation or claim judgments or settlements, (c) changes in tax laws, accounting principles, or other laws or provisions affecting reported results, (d) any reorganization and restructuring programs, (e) extraordinary non-recurring items as described in ASC 225-20 Presentation-Income Statement – Extraordinary and Unusual Items and/or in management’s discussion and analysis of financial condition and results of operations appearing in the Company’s annual report to shareholders for the applicable fiscal year(s), (f) acquisitions, divestitures or accounting changes, (g) foreign exchange gains and losses, and (h) other special charges or extraordinary items.

 

	
 
	
e)
	
Effect of Termination of Employment without a Change in Control. Except as set forth in paragraph (f) below: (a) if a Participant’s employment with SpartanNash terminates for any reason other than Retirement, Death, or Total Disability before the end of a Performance Period, any unearned portion of the 2021 LTIP award will be forfeited; and (b) if a Participant’s employment terminates for Retirement, Death or Total Disability, eligibility for payout of an 2021 LTIP award will be determined as follows:

 

	
 
	
i.
	
Death or Total Disability. If more than 12 months remain in the Performance Period, the Participant’s Target Award will be paid on a pro-rata basis based on the number of full weeks of employment during the Performance Period. The Incentive Award will be paid no later than the 15th day of the third month following the date of death or total disability. If 12 months or less remain in the Performance Period, then following the completion of the Performance Period, any earned LTIP award will be paid based on actual performance results on a pro-rata basis based on the number of full weeks of employment during the Performance Period. The Incentive Award will be paid no later than the 15th day of the third month following the date of the end of the Performance Period.

 

3

 

Exhibit 10.3

 

 

	
 
	
ii.
	
Retirement. In the event of termination due to Retirement, the LTIP award, if any, will be the amount the Participant would have earned had he or she remained employed with SpartanNash until the end of the Performance Period based on actual performance results, paid on a pro-rated basis for the number of full weeks of employment during the Performance Period. The Incentive Award will be paid no later than the 15th day of the third month following the date of the end of the Performance Period.

 

	
 
	
iii.
	
After the Performance Period. For termination due to death, Total Disability, or Retirement occurring during the vesting period but before the payout date, the earned LTIP award (if any) will be paid in full no later than the 15th day of the third month following the date of such termination. For any other separation of employment occurring after the performance period but before the payout date, the 2021 LTIP award will be forfeited. 

 

	
 
	
f)
	
Change in Control. 

 

	
 
	
i.
	
Before the end of the Performance Period. Upon a Change in Control of SpartanNash (as defined in the Plan) before the end of the Performance Period, a Participant that is employed by SpartanNash on the effective date of the Change in Control will earn a 2021 LTIP award equal to the greater of the Target Award or the projected 2021 LTIP award (with the projected 2021 LTIP award to be calculated by estimating the Company’s expected performance for the Performance Period based on the Company’s performance in the then-current fiscal year as of the date of the Change in Control projected out through the end of the Performance Period), to be paid on a pro-rata basis for the number of full weeks completed in the Performance Period prior to the Change in Control. The Incentive Award will be paid no later than the 15th day of the third month following the Change in Control. 

 

	
 
	
ii.
	
After Performance Period. Upon a Change in Control following the Performance Period, any earned but unpaid 2021 LTIP award will be payable in full upon the earliest to occur of the termination of employment for any reason, or a date selected by the 
Company that is no later than the 15th day of the third month following the Change in Control. 

 

	
 
	
g)
	
Executive Severance Agreement. The 2021 LTIP award opportunity described in this 2021 LTIP is not subject to the provisions of any Executive Severance Agreement with the Company. In the event of a Change in Control, a Participant’s right to receive any portion of the LTIP 

4

 

Exhibit 10.3

 

	
 
		
award described in this 2021 LTIP will be governed exclusively by the terms and conditions of the LTIP.

 

4.Clawback. All 2021 LTIP awards will be subject to the Company’s “clawback” policy providing for the recovery of incentive compensation, as amended by from time to time.

 

5.Delegation of Authority. The Compensation Committee of the Board of Directors has delegated to the Chief Human Resources Officer and her designees the authority to administer and interpret the 2021 LTIP, provided that such administration and interpretation is not contrary to the applicable Stock Incentive Plan, this 2021 LTIP, or any determination of the Compensation Committee.

 

6.Post-Employment Agreements. As a condition of and in consideration for participation in the 2021 LTIP, an associate must agree to the post-employment covenants regarding non-competition, non-solicitation and other matters set forth on Exhibit A to this document. Any associate participating in the 2021 LTIP must provide a signed acknowledgement of agreement.  

 

7.Other Rules of Participation. 

 

	
 
	
a)
	
The cash component of the 2021 LTIP is subject to the General Terms and Conditions set forth on Exhibit B to this Agreement. 

 

	
 
	
b)
	
Associates who are selected to receive a 2021 LTIP award under this plan will receive a notification of their designation as a 2021 LTIP Participant (“Participant”). Only associates who are in eligible roles on January 3 2021, or who are hired or promoted into a full-time eligible role on or before October 1, 2021 may be considered for a 2021 LTIP award. 

 

	
 
	
c)
	
If a Participant is on a non-FMLA leave during the Performance Period, then the 2021 LTIP award payout, if any, will be prorated based on the number of weeks worked during the Performance Period.

 

	
 
	
d)
	
Associates who are on leave at the beginning of the Performance Period and terminate employment prior to returning to work are not eligible to receive an LTIP award. 

 

5

 

Exhibit 10.3

 

 

Exhibit A

SpartanNash Company

Post-Employment Competition Agreement

	
 
	
1.
	
Introduction

SpartanNash faces intense competition in all of its lines of business. Your employment with SpartanNash has required, and will continue to require, that you work with SpartanNash’s non-public, proprietary, confidential or trade secret information (all such information, “Confidential Information”), which is vitally important to SpartanNash’s success. You have also participated in and developed relationships with SpartanNash customers in the course of your employment.  

It is important that SpartanNash take steps to protect its Confidential Information and business relationships, even after your employment with SpartanNash concludes for any reason. Your disclosure of Confidential Information or interference with SpartanNash’s relationships could do serious damage to the business, finances, or reputation of SpartanNash. For these reasons, SpartanNash requires that you agree to the restrictions set forth below as consideration for, and as a condition of receipt of, your 2021 Long Term Incentive Award opportunity (“LTI Award”).

	
 
	
2.
	
Important Definitions

As used in this document:  

 “Agreement” means this post-employment competition agreement.

 “Business” means the Military Segment (defined below), the Food Distribution Segment (defined below) and the Retail Segment (defined below): 

	
 
	
•
	
The “Military Segment” means:  the manufacturing, procurement, sale or distribution of Products (defined below) within the military resale system, including, but not limited to, the United States military commissaries and exchanges, the Defense Commissary Agency, AAFES, NEXCOM, CGX, MCX, and any third-party distributors, brokers, partners or manufacturers with which SpartanNash conducted business or was preparing to conduct business in the Military Segment at any time during the 24-month period preceding the termination of your employment for any reason; 

	
 
	
•
	
The “Food Distribution Segment” means:  the manufacture, sale, or distribution of Products (defined below), or provision of any value-added services, to any independent grocery store, SpartanNash-owned grocery stores, “meal kit” provider, reseller, national account, or any other retailer of Products (whether brick-and-mortar or e-commerce) with whom SpartanNash conducted business or was preparing to conduct business at any time during the 24-month period preceding the termination of your employment for any reason; and 

6

 

Exhibit 10.3

 

	
 
	
•
	
The “Retail Segment” means:  the operation of any retail grocery store or other business that obtains, or plans to obtain, twenty percent (20%) or more of its gross revenue from retail sales of Products (as defined below). 

“Covered Customer” means any Person to whom SpartanNash provided good or services at any time during the 24-month period preceding the termination of your employment for any reason, with which or with whom you first had contact directly or indirectly as part of your job responsibilities (including oversight responsibility) with SpartanNash or about which or whom you learned Confidential Information.

“Person” means any natural person, corporation, general partnership, limited partnership, limited liability company or partnership, joint venture, proprietorship, other business organization, business trust, union, association or governmental or regulatory entities, department, agency or authority.

“Products” means grocery and related products including, nationally branded and private label grocery products and perishable food products (including dry groceries, produce, dairy products, meat, delicatessen items, bakery goods, frozen food, seafood, floral products, beverages, tobacco products, fresh protein-based foods, prepared meals, and value-added products such as fresh-cut fruits and vegetables and prepared salads), general merchandise, health and beauty care products, pharmacy products (prescription and non-prescription drugs), fuel and other items offered by SpartanNash. 

“Restricted Area” means (i) with respect to the Military Segment, the United States, Europe, Cuba, Puerto Rico, Bahrain, Egypt and any other country in the world where SpartanNash engages in the Military Segment or was preparing to engage in the Military Segment, in each case, at any time during the 24-month period preceding the termination of your employment for any reason; (ii) with respect to the Food Distribution Segment, any U.S. state or territory and any other country in the world where SpartanNash engages in the Food Distribution Segment or was preparing to engage in the Food Distribution Segment, in each case, at any time during the 24-month period preceding the termination of your employment for any reason; or (iii) with respect to the Retail Segment, in  Iowa, Michigan, Minnesota, Nebraska, North Dakota, Ohio, South Dakota, and Wisconsin, as well as any other state in the United States where SpartanNash engages in the Retail Segment or was preparing to engage in the Retail Segment, in each case, at any time during the 24-month period preceding the termination of your employment for any reason.

“SpartanNash” means SpartanNash Company and any of its subsidiaries. 

	
 
	
3.
	
Your Agreements

By accepting the LTI Award, you agree that, while you are employed with SpartanNash and for twelve (12) months following the termination of your employment for any reason, you will not, directly or indirectly: 

	
 
	
a.
	
be employed or engaged by, own any interest in, manage, control, participate in, serve on the board of directors of, consult with, provide advice to, contribute 

7

 

Exhibit 10.3

 

	
 
		
to, lend money to or otherwise finance, hold a security interest in, render services for, or provide assistance to, any Person that engages or is preparing to engage, anywhere within the Restricted Area, in any Business with respect to which you had responsibility at any time within the 24-month period preceding the termination of your employment for any reason, or with respect to which you possess any Confidential Information; provided, however, that you may make passive investments of not more than one percent (1%) of the capital stock or other ownership or equity interest, or voting power, in a public company, registered under the Securities Exchange Act of 1934, as amended;

	
 
	
b.
	
(i) solicit or conduct business with any Covered Customer or any current, former or prospective supplier; or (ii) otherwise induce any current, former or prospective customer, supplier, contractor, or other third party to stop doing business with SpartanNash, adversely change the terms or amount of its business with SpartanNash, refuse to do business with SpartanNash; or (iii) otherwise interfere with any SpartanNash business relationships; or 

	
 
	
c.
	
hire, engage, or solicit for employment or engagement any individual who was employed or engaged by SpartanNash at any time within the 24-month period preceding the termination of your employment for any reason, or encourage or persuade any such individual to end his or her relationship with SpartanNash. 

You agree that the restrictions above are necessary to ensure the protection and continuity of the business and goodwill of SpartanNash, and that the restrictions are reasonable as to geography, duration and scope. 

	
 
	
4.
	
Other Terms and Conditions

	
 
	
a.
	
Coordination with Other Agreements. This document, together with the SpartanNash Stock Incentive Plan of 2020 and any award letter issued thereunder, sets forth the entire agreement between you and SpartanNash with respect to its subject matter, and merges and supersedes all prior discussions, negotiations, representations, proposals, agreements and understandings of every kind and nature between you and SpartanNash with respect to its subject matter; except that, this Agreement does not impair, diminish, restrict or waive any other restrictive covenant, nondisclosure obligation or confidentiality obligation you have to SpartanNash under any other agreement, policy, plan or program of SpartanNash, all of which remain in effect and constitute separate, enforceable obligations. You and SpartanNash represent that, in executing this Agreement, you and SpartanNash have not relied upon any representations or statements made, other than those set forth in this document, with regard to the subject matter, basis or effect of this Agreement.

	
 
	
b.
	
Severability; “Blue Penciling.”  If any one or more of the provisions contained in this Agreement shall be held to be excessively broad as to duration, activity or subject, then any such provision will be construed by limiting and reducing it so as to be enforceable to the maximum extent allowed by applicable law and then so 

8

 

Exhibit 10.3

 

	
 
		
enforced.  If any one or more of the provisions of this Agreement shall be held to be invalid, illegal or unenforceable, the validity, legality and enforceability of the remaining provisions will not in any way be affected or impaired.  A determination in any jurisdiction that this Agreement, in whole or in part, is invalid, illegal or unenforceable will not in any way affect or impair the validity, legality or enforceability of this Agreement in any other jurisdiction.

	
 
	
c.
	
Waiver.  SpartanNash’s failure to enforce any term, provision or covenant of this Agreement will not be construed as a waiver.  Waiver by SpartanNash of any breach or default by you or any other person will not operate as a waiver of any other breach or default.

	
 
	
d.
	
Successors and Assigns.  This Agreement shall inure to the benefit of and be binding upon SpartanNash, any successor organization which shall succeed to SpartanNash by acquisition, merger, consolidation or operation of law, or by acquisition of assets of SpartanNash and any assigns of SpartanNash.  You may not assign your obligations under this Agreement.

	
 
	
e.
	
Modification; Amendment.  This Agreement may not be changed orally, but may be changed only in a writing signed by you and an officer of SpartanNash holding the title of Senior Vice President or any more senior position. 

	
 
	
f.
	
Governing Law.  This Agreement shall be construed under and governed by the internal laws of the State of Michigan without regard to the application of any choice-of-law rules that would result in the application of another state’s laws.  In any action brought by SpartanNash under or relating to this Agreement, you consent to exclusive jurisdiction and venue in the federal and state courts in, at the election of SpartanNash, (i) the State of Michigan and (ii) any state and county in which SpartanNash contends that you have breached this Agreement.  In any action brought by you under or relating to this Agreement, SpartanNash consents to the exclusive jurisdiction and venue in the federal and state courts of the State of Michigan, County of Kent.  

	
 
	
g.
	
Relief.  In addition, you agree that SpartanNash would suffer irreparable harm if you were to breach, or threaten to breach, your agreements in Section 3 above and that SpartanNash would by reason of such breach, or threatened breach, be entitled to injunctive relief in an appropriate court, without the need to post any bond, and you consent to the entry of injunctive relief prohibiting you from breaching your agreements in Section 3 above.  You also agree that SpartanNash may claim and recover money damages in addition to injunctive relief.  Furthermore, in the event you were to breach, or threaten to breach, any of your agreements in Section 3 above, any unvested or unpaid portion of the LTI Award will be forfeited.

 

9

 

Exhibit 10.3

 

 

Exhibit B

General Terms and Conditions Applicable to the Cash Component

 

	
 
	
1.
	
Definitions.  The following terms shall have the definitions stated, unless the context requires a different meaning. Other defined terms shall have the meanings ascribed to them herein. 

	
 
	
a.
	
“Beneficiary” means the individual, trust or other entity designated by the Participant to receive any Incentive Award payable with respect to the Participant under the LTIP after the Participant’s death. A Participant may designate or change a Beneficiary by filing a signed designation with the Committee in a form approved by the Company. A Participant’s will or other estate planning document is not effective for this purpose. If a designation has not been completed properly and filed with the Committee or is ineffective for any other reason, the Beneficiary shall be the Participant’s Surviving Spouse. If there is no effective designation and the Participant does not have a Surviving Spouse, the remaining Incentive Award under this LTIP, if any, shall be paid to the Participant’s estate. 

	
 
	
b.
	
“Board” means the Board of Directors of the Company. 

	
 
	
c.
	
“Change in Control” has the meaning given to it in the applicable SpartanNash Company Stock Incentive Plan of 2020. 

	
 
	
d.
	
“Code” means the Internal Revenue Code of 1986, as amended. 

	
 
	
e.
	
 “Company” means SpartanNash Company, a Michigan corporation, and its Subsidiaries. 

	
 
	
f.
	
“Incentive Award” means a bonus awarded and paid in cash to a Participant for services to the Company or a Business Unit that is based upon achievement of specified goals.

	
 
	
g.
	
“Participant” means any person participating in the cash portion of the LTIP.  

	
 
	
h.
	
 “Retirement” means termination of employment as a result of retirement on or after the earlier of the date the Participant reaches (a) age 65; or (b) age 55, but only if such Participant has completed at least ten Years of Vested Service (as defined below) since the later of the Participant’s most recent date of hire or, if the Participant became an associate of the Company in connection with a merger or acquisition, the date of the Participant’s hire by the entity that is the subject of such merger or acquisition.

	
 
	
i.
	
 “Surviving Spouse” means the husband or wife of the Participant at the time of the Participant’s death who survives the Participant. If the Participant and the spouse die under circumstances that make the order of their deaths uncertain, it shall be presumed for purposes of this LTIP that the Participant survived the spouse. 

	
 
	
j.
	
“Total Disability” means the condition of a Participant who is and remains eligible for total and permanent disability benefits under § 223 of the Social Security Act, as amended. 

10

 

Exhibit 10.3

 

	
 
	
k.
	
 “Year of Vested Service” means a calendar year in which a Participant is credited with at least 1,000 hours of employment with the Company or its Subsidiaries. For the purposes of this definition, “hours of employment” include actual hours of paid work, paid leave or other time off, and hours of work missed due to military service provided that the Participant returns to work while his or her rehire rights are protected by law. 

 

	
 
	
2.
	
Determination of Achievement. The Committee will determine achievement with respect to corporate performance goals by reference to such information as the Committee determines in its discretion.

 

	
 
	
3.
	
Adjustments to Awards. Adjustments to Incentive Awards may be made when deemed appropriate by the Committee. The Committee may establish any specific conditions under which an Incentive Award may be reduced, forfeited, or amended. The Committee delegates to the Chief Executive Officer the authority to determine that a Participant’s award will be reduced or withheld if the Chief Executive Officer determines that the reduction or withholding is warranted by the Participant’s performance. All decisions of the Committee shall be final and binding on all Participants and their respective heirs, representatives and Beneficiaries.

 

	
 
	
4.
	
Payment of Incentive Award; Form of Payment. The dollar amount of the Incentive Award for a Performance Period shall be paid to the Participant as soon as feasible following the completion of the Incentive Award calculations for the Performance Period; provided, however, such Incentive Award shall be paid no later than the 15th day of the third month following the later of the end of the Performance Period in which the goals for the Incentive Award have been met and the date the Participant vests in the Incentive Award. In the event of the Participant’s death, Total Disability, or a Change in Control, payment shall be made no later than the 15th day of the third month following the date on which the Participant’s rights in the Incentive Award vest or, if already vested, the 15th day of the third month following the date of death, Total Disability, or Change in Control. 

 

	
 
	
5.
	
No Continuing Participation. An Associate’s designation as a participant for a Performance Period will not continue in effect for any subsequent Performance Period unless and until the Committee designates the Associate as a Participant in the subsequent Performance Period. The Committee may terminate participation by any Participant at any time with or without cause. 

 

	
 
	
6.
	
Benefits Not Guaranteed; No Rights to Award. Neither the establishment and maintenance of the LTIP nor participation in the LTIP shall provide any guarantee or other assurance that Incentive Awards will be payable under the LTIP. No Participant or other person shall have any claim to be granted any award or benefit under the LTIP and there is no obligation of uniformity of treatment of Participants under the LTIP. The terms and conditions of any 

11

 

Exhibit 10.3

 

	
 
		
award or benefit of the same type and the determination of the Committee to grant a waiver or modification of any award or benefit and the terms and conditions thereof need not be the same with respect to each Participant. 

 

	
 
	
7.
	
No Right to Participate. Nothing in this LTIP shall be deemed or interpreted to provide a Participant or any non-participating Associate with any contractual right to participate in or receive benefits under the LTIP. No designation of a person as a Participant for all or any part of the Performance Period shall create a right to any Incentive Award, compensation or other benefits of the LTIP for any other Performance Period. 

 

	
 
	
8.
	
No Employment Right. Participation in this LTIP shall not be construed as constituting a commitment, guarantee, agreement, or understanding of any kind that the Company or any subsidiary will continue to employ any individual and this LTIP shall not be construed or applied as any type of employment contract or obligation. Nothing herein shall abridge or diminish the rights of the Company or any subsidiary to determine the terms and conditions of employment of any Participant or other person or to terminate the employment of any Participant or other person with or without cause at any time. 

 

	
 
	
9.
	
Not an ERISA Plan. The LTIP is an incentive compensation program for participants. Because the LTIP does not provide welfare benefits and does not provide for the deferral of compensation until termination of employment, it is established with the intent and understanding that it is not an employee benefit plan within the meaning of the federal Employee Retirement Income Security Act of 1974, as amended.

 

	
 
	
10.
	
No Assignment or Transfer. Neither a Participant nor any Beneficiary or other representative of a Participant shall have any right to assign, transfer, attach, or pledge any bonus amount or credit, potential payment, or right to future payments of any bonus amount or credit, or any other benefit provided under this LTIP. Payment of any amount due or to become due under this LTIP shall not be subject to the claims of creditors of the Participant or to execution by attachment or garnishment or any other legal or equitable proceeding or process, unless otherwise specifically ordered by any court of competent jurisdiction. 

 

	
 
	
11.
	
Withholding and Payroll Taxes. The Company shall deduct from any payment made under this LTIP all amounts required by federal, state and local tax laws to be withheld and shall subject any payments made under the LTIP to all applicable payroll taxes and assessments. 

 

	
 
	
12.
	
Incapacitated Payee. If the Committee determines that a person entitled to a payment hereunder is incapacitated, it may cause benefits to be paid to another person for the use or benefit of the Participant or the Participant’s Beneficiary at 

12

 

Exhibit 10.3

 

	
 
		
the time or times otherwise payable hereunder, in total discharge of the LTIP’s obligations to the Participant or Beneficiary. 

 

	
 
	
13.
	
Governing Law. The validity, construction and effect of the LTIP and any rules and regulations relating to the LTIP shall be determined in accordance with the laws of the State of Michigan and applicable federal law. 

 

	
 
	
14.
	
Construction. The singular includes the plural and the plural includes the singular. Capitalized terms, except those at the beginning of a sentence or part of a heading, have the meaning defined in the LTIP. The LTIP is intended to be exempt from Section 409A of the Code by providing for short-term deferrals as described in Treasury Regulations § 1.409A-1(b)(4) and shall be interpreted and administered to achieve that purpose. 

 

	
 
	
15.
	
Severability. In the event any provision of the LTIP shall be held illegal or invalid for any reason, the illegality or invalidity shall not affect the remaining provisions of the LTIP and the LTIP shall be construed and enforced as if the illegal or invalid provision had not been included. 

 

	
 
	
16.
	
No Limit on Other Compensation Arrangements. Nothing contained in the LTIP shall prevent the Company or any subsidiary from adopting or continuing in effect other or additional compensation arrangements, including the grant of stock options and other stock-based awards, and such arrangements may be either generally applicable or applicable only in specific cases. 

 

 

 

13sptn-ex104_31.htm

Exhibit 10.4

 

 

000100_2018_AIP_Plan

2021 Annual Incentive Plan

 

This document sets forth the SpartanNash Company Annual Incentive Plan “AIP” for awards made during the fiscal year ending January 1, 2022 (“Fiscal Year”). 

 

1.Authority and Administration. This AIP is authorized and administered by the Compensation Committee of the Board of Directors of SpartanNash Company (the “Committee”). 

 

2.Target Award Amount. Each Participant’s threshold, target and maximum AIP award opportunity will be communicated to him or her separately in writing. AIP award opportunities will be expressed as a percentage of base compensation. For the purposes of this AIP, “base compensation” means (a) an associate’s annual base salary actually paid during the Fiscal Year for salaried (exempt) associates, and (b) all earnings (including regular time, overtime and vacation) paid for the Fiscal Year for hourly (non-exempt) associates.

 

3.Performance Metrics. No portion of an AIP award will be earned unless SpartanNash achieves the threshold level of performance of Earnings before Interest Taxes Depreciation and Amortization (EBITDA)1. If the threshold level of adjusted EBITDA is achieved, each AIP award will be paid to the extent SpartanNash achieves at least the threshold level of performance for the applicable performance measurement, the Participant’s business unit achieves financial goals (as applicable). In addition, the Participant must otherwise satisfy the requirements of this AIP and the applicable Plan.  Each Participant will be notified in writing of the Performance Metrics s/he must achieve against.   

 

4. Payout Scale for Corporate Metrics. For corporate performance metrics, AIP awards payouts will be earned according to the payout scales below. SpartanNash must achieve the threshold level of performance for EBITDA for any payout of any portion of an AIP award.   

1

 

 

EBITDA Payout Scale:

			
	
Performance Level
	
Adjusted EBITDA % of Budget
	
Payout % of Target

	
 
	
Below 93.9%
	
0%

	
Threshold
	
93.9%
	
25.0%

	
-
	
95.9%
	
50.0%

	
-
	
98.0%
	
75.0%

	
Target
	
100.0%
	
100.0%

	
-
	
102.0%
	
125.0%

	
-
	
104.1%
	
150.0%

	
-
	
106.1%
	
175.0%

	
Maximum
	
>=108.1%
	
200.0%

Net Sales Payout Scale:

 

			
	
Performance level
	
Net Sales

% of Budget
	
Payout

% of Target

	
-
	
<95.00%
	
0.0%

	
Threshold
	
95.00%
	
20.0%

	
-
	
96.25%
	
40.0%

	
-
	
97.50%
	
60.0%

	
-
	
98.75%
	
80.0%

	
Target
	
100.00%
	
100.0%

	
-
	
101.25%
	
125.0%

	
-
	
102.50%
	
150.0%

	
-
	
103.75%
	
175.0%

	
Maximum
	
>=105.00%
	
200.0%

 

 

5.Business Unit Goals. Each Participant may have a combination of Corporate metrics and business unit financial goals as noted in the relevant appendices to this Plan Document. For business unit goals, the Board of Directors will establish goals for the CEO; the CEO will establish goals for SVPs and EVPs, and SVPs/EVPs will establish goals for VP level associates and below. Target payouts and scales will vary by business unit and individual. 

	
 
	
a)
	
No business unit financial goals may be paid unless SpartanNash achieves the threshold level of EBITDA performance. 

	
 
	
b)
	
Any business unit goal will be capped at 200% maximum payout.

 

6. Clawback. All payouts under the AIP are subject to the Company’s “clawback” policy for the recovery of incentive compensation, as such policy may be amended from time to time.

 

2

 

 

7.Termination. Except as provided in any Employment Agreement or Executive Severance Agreement: 

 

	
 
	
a)
	
If a Participant terminates employment during the Fiscal Year due to Retirement, Total Disability or death, then any earned portion of an AIP award will be prorated based on base compensation paid during the time the Participant was employed during the Fiscal Year.

 

	
 
	
b)
	
A Participant whose employment is terminated as part of an involuntary reduction in force (“RIF”), or whose position is eliminated, is eligible to receive a prorated payout based on the base compensation paid during the plan year prior to the termination date.

 

 

	
 
	
c)
	
Upon a Change in Control before the end of the Fiscal Year, associates will earn an incentive payout equal to the greater of the target award or the projected award, with the projected award to be determined by estimating the actual performance as of the end of the Fiscal Year based on actual performance in the Fiscal Year as of the date of the Change in Control and  payment will be made no later than the 15th day of the third month following the Change in Control. The amount of incentive payout will be prorated based on the number of completed weeks in the Fiscal Year prior to the Change in Control. If a Change in Control occurs after the end of the Fiscal Year but prior to payout, any earned incentive award would be paid no later than the 15th day of the third month following the Change in Control.

 

	
 
	
8.
	
Plan Eligibility.

 

	
 
	
a)
	
An associate must be hired or promoted into an eligible role on or before October 1 of the Fiscal Year to be a Participant. 

 

	
 
	
b)
	
A Participant must be actively employed on the last day of the Fiscal Year and on the payout date to be eligible for an AIP award payout unless employment has terminated subject to paragraph 7 above.

 

	
 
	
c)
	
AIP awards will be prorated for Participants who are promoted into an AIP eligible position after the beginning of the Fiscal Year and have a minimum of three months of plan participation. Proration is based on the compensation paid in the Fiscal Year the associate worked in an AIP eligible position. Working any day in a week will count towards proration for AIP purposes. 

 

	
 
	
d)
	
A Participant who moves from one AIP eligible position to another with a greater AIP target opportunity (or vice versa), or from an AIP eligible position to an ineligible position, will receive a prorated payout (if one is earned) that multiplies the target(s) by the compensation paid during the time the Participant worked in the position eligible for that target opportunity. 

 

3

 

 

	
 
	
e)
	
A Participant on a non-FMLA leave will receive a prorated portion of any earned AIP award based on actual weeks worked during the Fiscal Year. Associates who are on any type of leave at the beginning of the Fiscal Year and who terminate employment prior to returning to work will not be eligible for an award.

 

	
 
	
9.
	
General Terms and Conditions. 

 

	
 
	
a)
	
Definitions.  The following terms shall have the definitions stated. Other defined terms shall have the meanings ascribed to them above. 

	
 
	
i.
	
“Beneficiary” means the individual, trust or other entity designated by the Participant to receive any Incentive Award payable with respect to the Participant under the AIP after the Participant’s death. A Participant may designate or change a Beneficiary by filing a signed designation with the Committee in a form approved by the Company. A Participant’s will or other estate planning document is not effective for this purpose. If a designation has not been completed properly and filed with the Committee or is ineffective for any other reason, the Beneficiary shall be the Participant’s Surviving Spouse. If there is no effective designation and the Participant does not have a Surviving Spouse, the remaining Incentive Award under this AIP, if any, shall be paid to the Participant’s estate. 

	
 
	
ii.
	
“Board” means the Board of Directors of the Company. 

	
 
	
iii.
	
“Business Unit” means any subsidiary, department, division, profit center or other operational unit of the Company or any subsidiary as to which the Committee shall establish a Goal under the AIP applicable in a Fiscal Year.

	
 
	
iv.
	
“Change in Control” has the meaning given to it in the SpartanNash Company Supplemental Executive Retirement Plan. 

	
 
	
v.
	
“Code” means the Internal Revenue Code of 1986, as amended. 

	
 
	
vi.
	
“Company” means SpartanNash Company, a Michigan corporation, and its Subsidiaries. 

	
 
	
vii.
	
“Incentive Award” means a bonus awarded and paid in cash to a Participant for services to the Company or a Business Unit that is based upon achievement of specified goals. 

	
 
	
viii.
	
 “Participant” means any person participating in the AIP.  

	
 
	
ix.
	
 “Retirement” means termination of employment as a result of retirement on or after the earlier of the date the Participant reaches (a) age 65; or (b) age 55, but only if such Participant has completed at least ten Years of Vested Service (as defined below) since the later of the Participant’s most recent date of hire or, if the Participant became an associate of the Company in connection with a merger or acquisition, the date of the Participant’s hire by the entity that is the subject of such merger or acquisition.

4

 

	
 
	
x.
	
 “Surviving Spouse” means the husband or wife of the Participant at the time of the Participant’s death who survives the Participant. If the Participant and the spouse die under circumstances that make the order of their deaths uncertain, it shall be presumed for purposes of this AIP that the Participant survived the spouse. 

	
 
	
xi.
	
“Total Disability” means the condition of a Participant who is and remains eligible for total and permanent disability benefits under § 223 of the Social Security Act, as amended. 

	
 
	
xii.
	
 “Year of Vested Service” means a calendar year in which a Participant is credited with at least 1,000 hours of employment with the Company or its Subsidiaries. For the purposes of this definition, “hours of employment” include actual hours of paid work, paid leave or other time off, and hours of work missed due to military service provided that the Participant returns to work while his or her rehire rights are protected by law. 

 

	
 
	
b)
	
Determination of Achievement. The Committee will determine achievement with respect to corporate performance goals by reference to such information as the Committee determines in its discretion.

 

	
 
	
c)
	
Adjustments to Awards. Adjustments to Incentive Awards may be made when deemed appropriate by the Committee. The Committee may establish any specific conditions under which an Incentive Award may be reduced, forfeited, or amended. The Committee delegates to the Chief Executive Officer the authority to determine that a Participant’s award will be reduced or withheld if the Chief Executive Officer determines that the reduction or withholding is warranted by the Participant’s performance. All decisions of the Committee shall be final and binding on all Participants and their respective heirs, representatives and Beneficiaries.

 

	
 
	
d)
	
Payment of Incentive Award; Form of Payment. The dollar amount of the Incentive Award for a Fiscal Year shall be paid to the Participant as soon as feasible following the completion and approval of the Incentive Award calculations for the Fiscal Year; provided, however, such Incentive Award shall be paid no later than the 15th day of the third month following the later of the end of the Fiscal Year in which the goals for the Incentive Award have been met and the date the Participant vests in the Incentive Award. In the event of the Participant’s death, Total Disability, or a Change in Control, payment shall be made no later than the 15th day of the third month following the date on which the Participant’s rights in the Incentive Award vest or, if already vested, the 15th day of the third month following the date of death, Total Disability, or Change in Control. 

 

	
 
	
e)
	
Stock in Lieu of Cash. To the extent authorized by the Committee and the Chief Human Resources Officer, a Participant may elect to receive a portion of his or her Incentive Award to be paid in cash under this AIP in the form of Common Stock under a plan or program established for that purpose, provided that the Participant is an eligible  participant under such plan. 

5

 

 

	
 
	
f)
	
No Continuing Participation. An Associate’s designation as a participant for a Fiscal Year will not continue in effect for any subsequent Fiscal Year unless and until the Committee designates the Associate as a Participant in the subsequent Fiscal Year. The Committee may terminate participation by any Participant at any time with or without cause. 

 

	
 
	
g)
	
Benefits Not Guaranteed; No Rights to Award. Neither the establishment and maintenance of the AIP nor participation in the AIP shall provide any guarantee or other assurance that Incentive Awards will be payable under the AIP. No Participant or other person shall have any claim to be granted any award or benefit under the AIP and there is no obligation of uniformity of treatment of Participants under the AIP. The terms and conditions of any award or benefit of the same type and the determination of the Committee to grant a waiver or modification of any award or benefit and the terms and conditions thereof need not be the same with respect to each Participant. 

 

	
 
	
h)
	
No Right to Participate. Nothing in this AIP shall be deemed or interpreted to provide a Participant or any non-participating Associate with any contractual right to participate in or receive benefits under the AIP. No designation of a person as a Participant for all or any part of the Fiscal Year shall create a right to any Incentive Award, compensation or other benefits of the AIP for any other Fiscal Year. 

 

	
 
	
i)
	
No Employment Right. Participation in this AIP shall not be construed as constituting a commitment, guarantee, agreement, or understanding of any kind that the Company or any subsidiary will continue to employ any individual and this AIP shall not be construed or applied as any type of employment contract or obligation. Nothing herein shall abridge or diminish the rights of the Company or any subsidiary to determine the terms and conditions of employment of any Participant or other person or to terminate the employment of any Participant or other person with or without cause at any time. 

 

	
 
	
j)
	
Not an ERISA Plan. The AIP is an incentive compensation program for participants. Because the AIP does not provide welfare benefits and does not provide for the deferral of compensation until termination of employment, it is established with the intent and understanding that it is not an employee benefit plan within the meaning of the federal Employee Retirement Income Security Act of 1974, as amended.

 

6

 

 

	
 
	
k)
	
No Assignment or Transfer. Neither a Participant nor any Beneficiary or other representative of a Participant shall have any right to assign, transfer, attach, or pledge any bonus amount or credit, potential payment, or right to future payments of any bonus amount or credit, or any other benefit provided under this AIP. Payment of any amount due or to become due under this AIP shall not be subject to the claims of creditors of the Participant or to execution by attachment or garnishment or any other legal or equitable proceeding or process, unless otherwise specifically ordered by any court of competent jurisdiction. 

 

	
 
	
l)
	
Withholding and Payroll Taxes. The Company shall deduct from any payment made under this AIP all amounts required by federal, state and local tax laws to be withheld and shall subject any payments made under the AIP to all applicable payroll taxes and assessments. 

 

	
 
	
m)
	
Incapacitated Payee. If the Committee determines that a person entitled to a payment hereunder is incapacitated, it may cause benefits to be paid to another person for the use or benefit of the Participant or the Participant’s Beneficiary at the time or times otherwise payable hereunder, in total discharge of the AIP’s obligations to the Participant or Beneficiary. 

 

	
 
	
n)
	
Governing Law. The validity, construction and effect of the AIP and any rules and regulations relating to the AIP shall be determined in accordance with the laws of the State of Michigan and applicable federal law. 

 

	
 
	
o)
	
Construction. The singular includes the plural and the plural includes the singular. Capitalized terms, except those at the beginning of a sentence or part of a heading, have the meaning defined in the AIP. The AIP is intended to be exempt from Section 409A of the Code by providing for short-term deferrals as described in Treasury Regulations § 1.409A-1(b)(4) and shall be interpreted and administered to achieve that purpose. 

 

	
 
	
p)
	
Severability. In the event any provision of the AIP shall be held illegal or invalid for any reason, the illegality or invalidity shall not affect the remaining provisions of the AIP and the AIP shall be construed and enforced as if the illegal or invalid provision had not been included. 

 

	
 
	
q)
	
No Limit on Other Compensation Arrangements. Nothing contained in the AIP shall prevent the Company or any subsidiary from adopting or continuing in effect other or additional compensation arrangements, including the grant of stock options and other stock-based awards, and such arrangements may be either generally applicable or applicable only in specific cases. 

7

Exhibit 10.4

 

 

	
	 

	
1 
	
 EBITDA is adjusted for (a) asset write downs. (b) litigation or claim judgments or settlements, (c) changes in tax laws, accounting principles, or other laws or provisions affecting reported results, (d) any reorganization and restructuring programs, (e) extraordinary non-recurring items as described in ASC 225-20 Presentation-Income Statement – Extraordinary and Unusual Items and/or in management’s discussion and analysis of financial condition and results of operations appearing in the Company’s annual report to shareholders for the applicable fiscal year(s), (f) acquisitions, divestitures or accounting changes, (g) foreign exchange gains and losses, and (h) other special charges or extraordinary items. 

 

 

 

 

 

 

 

Appendix for MDV Participants

 

 

Each participant whose management and performance is based on the Military Business Unit will have a combination of corporate and business unit financial goals. 60% of AIP payout will be based on Corporate and 40% will be based on MDV business unit results. 

 

MDV Business Unit Goals are as follows:

 

			
	
70% of Business Unit Bonus Attainment

	
% of Budget
	
1 Year EBITDA (Military)
	
Payout

	
 
	
 
	
 

	
93.9%
	
$34,883 
	
25%

	
95.9%
	
$35,626 
	
50%

	
98.0%
	
$36,406 
	
75%

	
100.0%
	
$37,149 
	
100%

	
102.0%
	
$37,892 
	
125%

	
104.1%
	
$38,672 
	
150%

	
106.1%
	
$39,415 
	
175%

	
108.1%
	
$40,158 
	
200%

	
 
	
 
	
 

	
 
	
 
	
 

	
30% of Business Unit Bonus Attainment

	
% of Budget
	
1 Year Net Sales (Military)
	
Payout

	
 
	
 
	
 

	
95.0%
	
$1,928,201 
	
20%

	
96.25%
	
$1,953,572 
	
40%

	
97.5%
	
$1,978,943 
	
60%

	
98.75%
	
$2,004,314 
	
80%

	
100.0%
	
$2,029,685 
	
100%

	
101.25%
	
$2,055,056 
	
125%

	
102.5%
	
$2,080,427 
	
150%

	
103.75%
	
$2,105,798 
	
175%

	
105.0%
	
$2,131,169 
	
200%

 

 

8

 

 

 

Appendix for Food Distribution Participants

 

 

Each participant whose management and performance is based on the Distribution Business Unit will have a combination of corporate and business unit financial goals. 60% of AIP payout will be based on Corporate and 40% will be based on Food Distribution business unit results. This does not include participants in the Supply Chain who are subject to specific distribution center(s) or transportation results.  

 

Distribution Business Unit Goals are as follows:

 

			
	
70% of Business Unit Bonus Attainment

	
% of Budget
	
1 Year EBITDA (Distribution)
	
Payout

	
 
	
 
	
 

	
93.9%
	
$178,424 
	
25%

	
95.9%
	
$182,224 
	
50%

	
98.0%
	
$186,215 
	
75%

	
100.0%
	
$190,015 
	
100%

	
102.0%
	
$193,815 
	
125%

	
104.1%
	
$197,806 
	
150%

	
106.1%
	
$201,606 
	
175%

	
108.1%
	
$205,406 
	
200%

	
 
	
 
	
 

	
 
	
 
	
 

	
30% of Business Unit Bonus Attainment

	
% of Budget
	
1 Year Net Sales (Distribution)
	
Payout

	
 
	
 
	
 

	
95.0%
	
$4,304,777 
	
20%

	
96.25%
	
$4,361,419 
	
40%

	
97.5%
	
$4,418,060 
	
60%

	
98.75%
	
$4,474,702 
	
80%

	
100.0%
	
$4,531,344 
	
100%

	
101.25%
	
$4,587,986 
	
125%

	
102.5%
	
$4,644,628 
	
150%

	
103.75%
	
$4,701,269 
	
175%

	
105.0%
	
$4,757,911 
	
200%

 

9

 

 

Appendix for Corporate Retail Participants

 

 

Each participant whose management and performance is based on the Retail Business Unit will have a combination of corporate and business unit financial goals. 60% of AIP payout will be based on Corporate and 40% will be based on Retail business unit results. This does not include participants in the retail stores who are subject to specific results based on retail store(s) results.  

 

Retail Business Unit Goals are as follows:

 

			
	
70% of Business Unit Bonus Attainment

	
% of Budget
	
1 Year EBITDA (Retail)
	
Payout

	
 
	
 
	
 

	
93.9%
	
$101,942 
	
25%

	
95.9%
	
$104,113 
	
50%

	
98.0%
	
$106,393 
	
75%

	
100.0%
	
$108,564 
	
100%

	
102.0%
	
$110,735 
	
125%

	
104.1%
	
$113,015 
	
150%

	
106.1%
	
$115,186 
	
175%

	
108.1%
	
$117,358 
	
200%

	
 
	
 
	
 

	
 
	
 
	
 

	
30% of Business Unit Bonus Attainment

	
% of Budget
	
1 Year Net Sales (Retail)
	
Payout

	
 
	
 
	
 

	
95.0%
	
$2,271,922 
	
20%

	
96.25%
	
$2,301,816 
	
40%

	
97.5%
	
$2,331,710 
	
60%

	
98.75%
	
$2,361,603 
	
80%

	
100.0%
	
$2,391,497 
	
100%

	
101.25%
	
$2,421,391 
	
125%

	
102.5%
	
$2,451,284 
	
150%

	
103.75%
	
$2,481,178 
	
175%

	
105.0%
	
$2,511,072 
	
200%

 

 

10

 

 

Appendix for Retail Store Participants

 

Retail VPs, District Managers, Store Directors, Assistant Store Directors, Department Managers and other eligible Retail Store Associates

 

Participants whose management and performance is based on the retail store metrics will have a combination of corporate and retail store financial goals. 20% of AIP payout will be based on Corporate results and 80% will be based on retail store results. 

 

Each retail store will have its own budget for Earnings and Sales. Retail Store EBIT must have a minimum attainment of 80% for the Sales goal to pay out. District Managers and VP’s responsible for groups of stores will have their bonus attainment based on the collective attainment of the stores they are responsible for. 

 

Retail Store Goal payout scales are as follows:

 

			
	
Retail Store EBIT - 60% of BU Goal 
	
 

	
% of Budget**
	
Payout
	
 

	
80.0%
	
10.0%
	
 

	
85.0%
	
32.5%
	
 

	
90.0%
	
55.0%
	
 

	
95.0%
	
77.5%
	
 

	
100.0%
	
100.0%
	
 

	
104.0%
	
124.5%
	
 

	
108.0%
	
149.1%
	
 

	
112.0%
	
173.6%
	
 

	
116.3%
	
200.0%
	
 

	
** If actual EBIT is negative, no additional incentive is earned above 100%  

	
If actual EBIT is between $0 - $100,000, payout is capped at 149.1%

	
If actual EBIT is greater than $100,000, payout up to 200% can be earned

 

		
	
Net Retail Store Sales - 40% of BU Goal 

	
% of Budget
	
Payout

	
95.0%
	
20.0%

	
96.3%
	
40.0%

	
97.5%
	
60.0%

	
98.8%
	
80.0%

	
100.0%
	
100.0%

	
101.3%
	
125.0%

	
102.5%
	
150.0%

	
103.8%
	
175.0%

	
105.0%
	
200.0%

 

11

 

 

Appendix for Distribution Center and Transportation Participants

 

DC Directors, Maintenance, Inventory Control, Transportation and DC Operations Managers and Supervisors and other eligible DC participants

 

Participants whose management and performance is based on specific Distribution Center metrics will have a combination of corporate and DC specific goals. 20% of AIP payout will be based on Corporate results and 80% will be based on DC results. 

 

Each DC will have its own budget for Earnings and Turnover Rate. Participants responsible for groups of DC’s will have their bonus attainment based on the collective attainment of the DC’s they are responsible for. 

 

Distribution Center Goal payout scales are as follows:

 

			
	
Distribution Center EBIT - 50% of BU Goal 
	
 

	
% of Budget**
	
Payout
	
 

	
80.0%
	
10.0%
	
 

	
85.0%
	
32.5%
	
 

	
90.0%
	
55.0%
	
 

	
95.0%
	
77.5%
	
 

	
100.0%
	
100.0%
	
 

	
104.0%
	
124.5%
	
 

	
108.0%
	
149.1%
	
 

	
112.0%
	
173.6%
	
 

	
116.3%
	
200.0%
	
 

	
 
	
 
	
 

	
** If actual EBIT is negative, no additional incentive is earned above 100%  

	
If actual EBIT is between $0 - $100,000, payout is capped at 149.1%

	
If actual EBIT is greater than $100,000, payout up to 200% can be earned

 

		
	
Distribution Center Turnover Rate - 50% of BU Goal 

	
% of Budget
	
Payout

	
80.0%
	
10.0%

	
85.0%
	
32.5%

	
90.0%
	
55.0%

	
95.0%
	
77.5%

	
100.0%
	
100.0%

	
104.0%
	
124.5%

	
108.0%
	
149.1%

	
112.0%
	
173.6%

	
116.3%
	
200.0%

 

 

12

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00328-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00328-of-00352.parquet"}]]