Document:

Exhibit 10.13

 

SEVENTH AMENDMENT (2015-1) TO THE

PENSION PLAN FOR EMPLOYEES OF AMPHENOL CORPORATION
 AS AMENDED AND RESTATED EFFECTIVE JANUARY 1, 2011

 

Pursuant to Section 12.1 of the Pension Plan for Employees of Amphenol Corporation as amended and restated effective January 1, 2011 (the “Plan”), the Plan is hereby amended as follows:

 

1.             Effective as of the date hereof, a new Section 7.1A is added to the Plan to read as follows:

 

7.1A       Right To Elect Retroactive Annuity Start Date.

 

(a)           Notwithstanding the above, if timely description and notification has not been provided to a Participant, the Plan Administrator may permit the Participant to elect a retroactive annuity starting date in accordance with Section 417(a)(7) of the Code and the regulations issued thereunder; provided that to the extent the Participant’s spouse’s consent (or the alternate payee’s if he or she is treated as a spouse under a qualified domestic relations order) is required by Reg. 1.417(e)-1(b)(3)(v)(A), such consent is received in a manner satisfying the requirements of section 417(a)(2) of the Code.

 

(b)           Payments in accordance with a retroactive annuity starting date shall include a make-up payment to reflect any missed monthly payments for the period from the retroactive annuity starting date to the date of the actual make-up payment (with an appropriate adjustment for interest from the date the missed payment or payments would have been made to the date of the actual make-up payment).  If the Participant does not affirmatively elect to commence payments as of the applicable retroactive annuity starting date in the time and manner prescribed by the Administrator or if no required spousal consent is obtained, then payments shall commence based on a prospective annuity starting date with no make-up payment, and shall be calculated in accordance with the terms of the Plan other than this Section 7.1A.

 

(c)           The Plan Administrator may impose conditions on the availability to a Participant of the right to elect a retroactive annuity starting date, provided said additional conditions do not violate any otherwise applicable rule to qualified plans.

 

(d)           In no event shall a Participant’s retroactive annuity starting date be earlier than the date that a Participant could have otherwise started to receive his or her benefits under the terms of the Plan in effect as of the retroactive annuity starting date.

 

(e)           In a case where a Participant’s spouse as of the retroactive annuity starting date is not the Participant’s spouse determined as of the date distributions commence, the consent of that former spouse is not required, except to the extent the terms of a qualified domestic relations order (as defined in section 414(p) of the Code) otherwise provides.

 

(f)            With respect to the Plan’s requirements as to timing of notices and consents, the date of the first actual payment of benefits based on the retroactive annuity starting date shall be used in lieu of the retroactive annuity starting date for purposes of all such applicable provisions under the Plan, except that the retroactive annuity starting date shall continue to apply for purposes of Treas. Reg. 1.417(e)-1(b)(3)(iii).

 

2.             Effective January 1, 2016 Exhibit B is amended by the addition of a new Section 4.1(a)(10)(viii) to read as follows:

 

(viii)        RF Danbury Employees with Severance from Service Date on or after January 1, 2016.

 

Notwithstanding the preamble to this Section 4.1(a) for the RF Danbury Employee whose Severance is on or after January 1, 2016, the amount of the monthly retirement benefit in the Normal Form to be provided for each Participant who retires on his or her Normal Retirement Date shall be equal to such Participant’s Accrued Benefit as of any such date equal to the sum of:

 

(A)                               The number of Years of Accrual Service prior to January 1, 2001 multiplied by $14.00; and

 

 

(B)                               The number of Years of Accrual Service on or after January 1, 2001 multiplied by $34.00.

 

3.             Effective January 1, 2016 Exhibit B is amended by the addition of a new Section 4.1(a)(10)(ix) to read as follows:

 

(ix)  RF Danbury Employees Hired on or After January 1, 2016.

 

No RF Danbury Employee who is either hired as a new employee or rehired by the Employer on or after January 1, 2016 is eligible to become a Participant in the Plan.  Notwithstanding the foregoing, an Employee, while an active Participant in the Plan, who is laid off but maintains his or her union seniority rights shall continue to be an eligible Participant on or after his or her recall date

 

4.             Effective as of January 1, 2015 Section 4.1(c) of Exhibit G is amended to read as follows:

 

(c)           Reduction for Early Retirement Benefits.  In the event that a Participant who shall have received Early Retirement Benefits shall be reemployed by the Employer and shall become eligible for a Normal Retirement Benefit, the benefit determined above shall be reduced by 0.25% of the sum of the Early Retirement Benefits he shall have received prior to reemployment.

 

	
 
    	
 
    	
 
    	
AMPHENOL CORPORATION
    
	
 
    	
 
    	
 
    	
 
    
	
 
    	
 
    	
 
    	
 
    
	
DATED:   December 17, 2015
    	
 
    	
BY:
    	
/s/ David Silverman
    
	
 
    	
 
    	
 
    	
David Silverman
    
	
 
    	
 
    	
 
    	
Its:
    	
Vice President, Human   ResourcesExhibit 10.20

 

2016

AMPHENOL MANAGEMENT INCENTIVE PLAN

 

I.                                        Purpose

 

The purpose of the 2016 Management Incentive Plan is to reward eligible key employees of Amphenol Corporation and affiliated operations with performance based cash bonus payments provided certain individual, operating unit and/or Company goals are achieved.  The Compensation Committee of the Board of Directors has approved the 2016 Management Incentive Plan pursuant to its authority under the 2015 Amphenol Executive Incentive Plan.

 

II.                                   Eligibility

 

Key management personnel and target bonuses are as recommended by the CEO.  Generally, participation includes senior management positions, corporate staff managers, general managers and their designated direct reports.  Participation, target bonuses and bonus payments are as approved by the Compensation Committee.

 

III.                              Plan Components

 

Payments under the 2016 Management Incentive Plan are based primarily on performance against quantitative measures established at the beginning of each year. In addition, consideration will be given, when appropriate, to certain qualitative factors as further discussed below.

 

The quantitative portion of the 2016 Management Incentive Plan is contingent upon the Company’s achievement and/or each Group’s achievement, and/or each operating unit’s achievement and/or each individual’s achievement of performance targets and/or goals. These quantitative targets and/or goals include revenue growth, operating income growth, operating cash flow, return on investment, return on sales, organic growth and/or contribution to EPS growth. For 2016 quantitative performance criteria are based primarily on sales and income growth in 2016 over 2015 and actual performance in 2016 as compared to 2016 budget.

 

Qualitative factors considered in establishing performance based payment pursuant to the 2016 Management Incentive Plan include the following:  achievements against budget targets, operating margins, balance sheet management including cash flow, new market/new product positioning, operating unit and Group contribution to total Company performance, return on investment, return on sales, other specific individual objectives impacting Company performance, customer satisfaction, cost reductions and productivity improvement and quality management.

 

Performance based payments pursuant to the 2016 Management Incentive Plan may be adjusted if unusual and unanticipated market conditions materially impact the Company’s, a Group’s, an operating unit’s, or an individual’s growth and/or performance.

 

IV.                               Administration

 

·                  Payments are based upon average base salary during the Plan year (new hires will be prorated accordingly if hired after February 1st of the plan year). Targets and payments may be adjusted for special situations (ex. The participant moves to a new position during the year).

·                  The maximum allowable payout under the Plan is 2x the target bonus as applied to average base salary.

·                  The Committee may adjust the payout of any or all participants in consideration of (i) whether the payout to all participants as a percentage of the Company’s operating income falls within certain historical parameters, (ii) how the multiplier for the current year compares with the prior year, (iii) reasonableness and consistency and (iv) internal pay equity.

·                  To be eligible for the bonus payment, a participant must be an active employee on the payroll and in good standing as of December 31, 2016. Exceptions must be recommended by the CEO and be approved by the Compensation Committee.

·                  Payments are made not later than March 15th of the calendar year immediately following the Management Incentive Plan year.  All payments are subject to the recommendation of the CEO and the approval of the Compensation Committee.

·                  The Compensation Committee will interpret and administer the 2016 Management Incentive Plan in a manner consistent with the 2015 Amphenol Executive Incentive Plan

 

 

·                  The 2016 Management Incentive Plan is intended to be exempt from the requirements of the Section 409A of the Internal Revenue Code of 1986, as amended, and the Treasury Regulations and other applicable guidance issued thereunder (“Section 409A”) or if not exempt, to satisfy the requirements of Section 409A, and the provisions of the Plan shall be construed in a manner consistent therewith.

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