Document:

exv10w24

EXHIBIT 10.24

February 8, 2011

Personal and Confidential

Ms. Laurie F. Gilner

1548 Highland Valley Circle

Chesterfield, MO 63005

Dear Laurie:

     The purpose of this letter agreement is to amend Section 3 of your offer letter, dated July
26, 2010, as amended (the “Offer Letter”). As we discussed, we have agreed that effective
immediately Section 3 of the Offer Letter shall be amended in its entirety to read as follows:

3. Benefits Coverage; Relocation —You will be entitled to participate in those CRG
benefit programs available to its officer level personnel in accordance with the applicable
terms of these programs.

You agree that, as a part of our extension and your acceptance of an offer of employment to
you hereunder, you will relocate your primary residence from 1548 Highland Valley Circle,
Chesterfield, Missouri (the “Current Primary Residence”) to the Nashville, Tennessee area by
no later than June 30, 2011. Subject to your commencement of employment with CRG, you will
be eligible to be reimbursed for expenses incurred on or after the date hereof associated
with the relocation of your primary residence to the Nashville, Tennessee area in accordance
with the applicable terms of the CSS relocation policy, up to a maximum aggregate amount of
$120,000 (which amount shall include all amounts, if any, determined by CSS, at its sole
discretion, intended to be a “gross up” for certain federal, state and local taxes to which
you may be subject as a result of receiving relocation expense benefits under the CSS
relocation policy). Further, in addition to the foregoing relocation expense reimbursement
and in the event that you do not complete the sale of your Current Primary Residence prior
to May 1, 2011, after May 1, 2011 and until the earlier of (a) May 1, 2012 or (b) the date
upon which you complete the sale of your Current Primary Residence, you will be eligible to
be reimbursed for routine, ordinary course expenses approved in advance by us, up to a
maximum aggregate monthly amount of $4,500, associated with your ownership of the Current
Primary Residence, including without limitation approved mortgage, utility and routine
maintenance expenses. We will reimburse you for the foregoing approved Current Primary
Residence expenses promptly after you submit to us appropriate documentation relating to
such expenses.

     In all other respects, the Offer Letter shall remain in full force and effect according to its
terms and conditions.

402 BNA Dr. Building 100, Suite 600, Nashville, TN 37217 / 615-724-2800

 

 

Ms. Laurie F. Gilner

February 8, 2011

Page 2

     Please confirm your understanding of the foregoing provisions by executing the enclosed
counterpart of this letter and returning the executed counterpart to me.

	 	 	 	 	 
	 	Sincerely yours,

 	 
	 	/s/ Christopher J. Munyan
 	 
	 	Christopher J. Munyan 	 
	 	Chairman and Chief Executive Officer

C.R. Gibson, LLC 	 
	 

The aforementioned is confirmed as of this __ day of February, 2011:

	 	 	 	 	 
	 	 
	/s/ Laurie F. Gilner
 	 
	Laurie F. Gilner 	 
	 
cc: William G. Kieslingexv10w25

EXHIBIT 10.25

CSS INDUSTRIES, INC.

FY2012 Management Incentive Program Criteria

CSS Industries, Inc.

These FY2012 Management Incentive Program Criteria have been approved by the Human Resources
Committee (the “Committee”) of the Board of Directors of CSS Industries, Inc. (“CSS” or the
“Company”) in connection with the CSS Industries, Inc. Management Incentive Program (the
“Program”). All defined terms used herein and not otherwise defined shall have the respective
meanings set forth in the Program. These FY2012 Management Incentive Program Criteria are not
intended in any way to alter, modify or supercede the terms of the Program, and reference should be
made to such Program for a full description of the terms of the Program.

For CSS’ fiscal year ending March 31, 2012, these FY2012 Management Incentive Program Criteria
shall apply solely to eligible Participants who are employed by the Company.

Notwithstanding any provision in this document or otherwise to the contrary, the Committee, in its
sole discretion, reserves the right (a) to determine the eligibility requirements for participation
in the Program; (b) to determine whether an employee satisfies the eligibility requirements for
participation in the Program; (c) to award an Award, if any, to a Participant under the Program;
(d) to deny payment of an Award to a Participant otherwise eligible under the terms of the Program
or this document; (e) to make an Award, if any, to a Participant in a greater or lesser amount than
provided for in the Program or this document; and/or (f) to make an Award, if any, in a manner or
on a schedule other than as provided for in the Program or this document.

Participants

The Company’s employees eligible to be Participants under the Program are limited to the Company’s
full-time employees having one or more of the job titles listed on Exhibit “A” attached hereto,
which list may be modified from time to time, and at any time, at the sole discretion of the
Committee upon the recommendation by the Company’s President. Notwithstanding any provision in
this document or otherwise to the contrary, the Committee, in its sole discretion, reserves the
right to change or modify the eligibility requirements for participation in the Program at any time
and from time to time, and to determine whether an employee satisfies the eligibility requirements
for participation in the Program. Any new or existing Company employee who becomes eligible for
the first time to participate in the Program may, at the Company President’s sole discretion, be
eligible to receive a bonus payment, if any, prorated for the months he or she is eligible to
receive an Award under the Program; provided, however, that Committee approval shall be required
for any Award under the Program to any newly eligible Company employee who is an executive officer
of the Company or who has an annual base salary in excess of $200,000.

Participant Performance Criteria

For the Company’s fiscal year ending March 31, 2012, each Participant is eligible to receive an
Award calculated using a base amount equal to such Participant’s Target Index Amount (as such term
is defined below). Unless otherwise determined by the Committee, in its sole discretion, a
portion of the Award is contingent upon the achievement by CSS of at least a minimum level of
earnings per share (“EPS”) of CSS’ common stock, as determined by the Committee in its sole
discretion. If a minimum level of EPS is not achieved, the portion of the Award attributable to
the achievement of a minimum level of EPS will not be paid. Any permitted adjustments to, or
exclusions from, the determination of EPS shall be determined by the Committee, in its sole discretion, at the time that these FY2012 Management
Incentive Program Criteria are approved by the Committee.

 

 

Target Index Amount

The “Target Index Amount” for each Participant is determined by multiplying (i) the Participant’s
guideline percentage (based upon the Participant’s position and determined at the sole discretion
of the Committee or, if not specifically determined by the Committee, at the sole discretion of the
Company’s President) by (ii) the Participant’s base salary effective as of the later of April 1,
2011 or the date upon which such Participant becomes eligible to participate in the Program, as
determined at the sole discretion of the Committee or, if not specifically determined by the
Committee, at the sole discretion of the Company’s President.

	 	 	Example: a Participant has a base salary of $40,000 effective as of April 1, 2011 and has a
guideline percentage of 15%.

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 

	 

	 	Guideline
	 	 	 	Base Salary
	 	 	 	Target Index
	 	 
	 

	 	Percentage
 

	 	* 
	 	as of 4/1/11
 

	 	= 
	 	Amount
 

	 	 
	 

	 	 	15	%	 	*
	 	$	40,000	 	 	=
	 	$	6,000	 	 	 

A Participant who changes job positions during the Fiscal Year (i.e., moves to a higher or lower
job level that is an eligible position under the Program) will be eligible to receive an Award that
is based upon the employee’s annual salary and level in effect as of April 1, 2011, plus or minus
any pro rata adjustment that is effective with the change in position.

Each Participant’s Target Index Amount is not a guarantee that the applicable Participant will
receive such Target Index Amount, or any Award. If awarded, the amount of any Award is subject to
adjustment from the Target Index Amount based upon, among other factors, the actual level of EPS
achievement and, as to the Discretionary Component (as defined below), the sole discretion of the
Committee.

Allocation of Target Index Amount

The Target Index Amount will be allocated as follows, unless otherwise determined by the Committee,
in its sole discretion:

	 	(i)	 	80% of the Target Index Amount will be allocated based upon the actual level of
EPS achievement compared to the minimum and targeted EPS levels established by the
Committee (the “EPS Component”). If a minimum level of EPS is not achieved, no Award
will be paid; and
	 
	 	(ii)	 	20% of the Target Index Amount will be at the sole discretion of the Committee
and may be based upon, among other things, the applicable Participant’s achievement of
his or her performance goals and/or CSS’ achievement of its corporate goals (the
“Discretionary Component”).

The computation of the EPS Component shall be determined by the Committee, in its sole discretion.
No portion of the EPS Component of an Award will be paid unless and until the Committee shall have
certified the extent to which, if at all, the actual level of EPS achieved by the Company equals or
exceeds the minimum and/or target EPS levels established by the Committee.

In addition, the computation of the Discretionary Component will be determined at the sole
discretion of the Committee, and may be based upon, among other things, each Participant’s
achievement of his or her specific goals and objectives and/or CSS’ achievement of its corporate
goals. Payment of any portion of the Discretionary Component is solely in the discretion of the
Committee. Each Participant will develop with his or her supervisor specific goals and objectives
to be achieved by the Participant during the Company’s fiscal year ending March 31, 2012. Such
goals and objectives should be documented in a

 

 

manner acceptable to the Company’s President, in his or her sole discretion, either at the
beginning of the fiscal year, the date upon which the Participant becomes eligible to participate
in the Program, the date upon which such Participant’s position with the Company changes, or such
other date as selected by the Company’s President, in his or her sole discretion. At the end of
the Company’s fiscal year ending March 31, 2012, the level of each Participant’s achievements of
his or her goals and objectives will be determined by the applicable Participant’s supervisor, in
his or her sole discretion, and submitted to the Company’s President for review and approval, in
his or her sole discretion. With respect to Participants who are executive officers of CSS or who
have annual base salaries in excess of $200,000, the Committee, in its sole discretion, will review
and approve, disapprove or modify the Company’s determination as to each such Participant’s level
of achievement of his or her goals and objectives. The Program is not intended to duplicate the
Company’s merit salary review process, and a Participant’s Discretionary Component ratings may vary
from his or her merit salary review performance rating.

Although a Participant’s achievement of his or her goals and objectives may exceed 100%, the
aggregate amount payable to all Company Participants attributable to the Discretionary Component
shall not exceed the Company’s budgeted bonus amount attributable to the Discretionary Component
without the prior approval of the Committee, in its sole discretion.

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