Document:

exv4wxjy

 

EXHIBIT 4(j)

	 	 	 	 	 
	NUMBER
	 	 
	 	SHARES
	SPECIMEN
	 	 
	 	SPECIMEN
	 
	 	 	 	CUSIP 448407106

HUTCHINSON TECHNOLOGY INCORPORATED

INCORPORATED UNDER THE LAWS OF THE STATE OF MINNESOTA

See reverse for certain definitions

	 	 	 
	THIS CERTIFIES THAT

	 	SPECIMEN
	 

	 	 

is the owner of

FULLY PAID AND NONASSESSABLE COMMON SHARES, OF THE PAR VALUE OF $0.01 PER SHARE, OF

HUTCHINSON TECHNOLOGY INCORPORATED

transferable on the books of the Corporation by the holder hereof in person or by
duly authorized attorney upon surrender of this certificate properly endorsed.
This certificate is not valid unless countersigned by the Transfer Agent and
Registrar.

     IN WITNESS WHEREOF, the Corporation has caused this certificate to be
signed with the facsimile signatures of its duly authorized officers and to be
sealed with the facsimile seal of the Corporation.

Dated:

	 	 	 	 	 
	/s/ John A. Ingleman

	 	SEAL
	 	/s/ Wayne M. Fortun
	Secretary

	 	 	 	Chief Executive Officer

COUNTERSIGNED AND REGISTERED:

   WELLS FARGO BANK, N.A.

TRANSFER AGENT AND REGISTRAR

BY

AUTHORIZED SIGNATURE

 

 

This certificate also evidences and entitles the holder hereof to certain Rights as set forth
in a Rights Agreement between Hutchinson Technology Incorporated (the “Company”) and Wells Fargo
Bank Minnesota, N.A., dated as of July 19, 2000 (the “Rights Agreement”), the terms of which
(including restrictions on the transfer of such Rights) are hereby incorporated herein by reference
and a copy of which is on file at the principal executive offices of the Company. Under certain
circumstances, as set forth in the Rights Agreement, such Rights will be evidenced by separate
certificates and will no longer be evidenced by this certificate. The Company will mail to the
holder of this certificate a copy of the Rights Agreement without charge after receipt of a written
request therefor from such holder. Under certain circumstances, as set forth in the Rights
Agreement, Rights that are or were beneficially owned by an Acquiring Person or any Associate or
Affiliate thereof (as those terms are defined in the Rights Agreement) may become void.

     The following abbreviations, when used in the inscription on the face of this certificate,
shall be construed as though they were written out in full according to applicable laws or
regulations:

	 	 	 	 	 	 	 	 	 
	TEN COM

	 	-as tenants in common
	 	UNIF GIFT MIN ACT -
	 	Custodian
	 	 	 	 	 	 	 
	 

	 	 	 	 	 	(Cust)
	 	(Minor)
	 
	 	 	 	 	 	 	 	 
	TEN ENT	 	-as tenants by the entireties	 	 	 	under Uniform Gifts to Minors

	 
	 	 	 	 	 	 	 	 
	JT TEN
	 	-as joint tenants with right of
survivorship and not as tenants in common	 	Act          	 	 
	 	 	 	 	 	 	 
	 

	 	 	 	 	 	(State)

Additional abbreviations may also be used though not in the above list.

          For value received,                     hereby sell, assign and transfer unto

     PLEASE INSERT SOCIAL SECURITY OR OTHER

          IDENTIFYING NUMBER OF ASSIGNEE

 

 

 

 

PLEASE PRINT OR TYPEWRITE NAME AND ADDRESS OF ASSIGNEE.

 

			
	 

	 	Shares

of the capital stock represented by the within Certificate, and do hereby irrevocably constitute
and appoint                      Attorney
to transfer the said stock on the books of the within-named Corporation with full power of
substitution in the premises.

	 	 	 
	Dated

	 	 

	 
	 	 
	 
	 	 
	 

	 	 

	 

	 	NOTICE: THE SIGNATURE TO THIS ASSIGNMENT
MUST CORRESPOND WITH THE NAME AS WRITTEN UPON THE
FACE OF THE CERTIFICATE IN EVERY PARTICULAR
WITHOUT ALTERATION OR ENLARGEMENT OR ANY CHANGE
WHATEVER.
	SIGNATURE GUARANTEEDexv10w83

 

Exhibit 10.83

BROCADE SENIOR LEADERSHIP PLAN

Revised: October 21, 2005

PURPOSE

The Brocade Senior Leadership Plan is designed to link incentive compensation with Company
performance.

TIMING

Performance against Company objectives is measured on six-month cycles (Plan Periods), which run
concurrently with the first and second halves of Brocade’s fiscal year. Payout of earned cash
bonuses, if any, occurs on an annual basis.

ELIGIBILITY

Regular full-time and part-time Vice President (VP) level employees are eligible to participate in
the Senior Leadership Plan Program.

Participants must be regular (full-time or part-time) employees at the end of the fiscal year to be
eligible to receive a Senior Leadership Plan Payout.

PARTICIPANT PERFORMANCE

As each Plan Period begins, participants must complete a VP Performance Contract. Performance
contracts should be tied to company and departmental goals as outlined by the board of directors
(i.e., company priorities and initiatives). All goals must be tied to overall company objectives
and have defined measurements.

Before Performance Contracts for Executive VPs are final, they are to be reviewed and approved by
Finance, Human Resources, and the Chief Executive Officer (CEO). Performance Contracts for
Functional VPs are reviewed and approved by the applicable Executive VP.

At the end of each Plan Period, actual performance against the plan’s financial metric goals is
determined by Finance and provided to the plan participants. Performance against goals is then
assessed by the Participant and then reviewed and assessed by the VP’s manager, in order to
determine each participant’s bonus payout for the period. The Compensation Committee reviews and
approves all Section 16 Officers’ performance and bonus payouts annually. The CEO reviews and
approves all other VP cash bonus payouts.

COMPANY PERFORMANCE & SENIOR LEADERSHIP PLAN FUNDING

Each Plan Period, Brocade will set a target Operating Margin for the company to achieve during the
Plan Period (Target OM).

 

 

At the end of each Plan Period, Brocade will fund the Senior Leadership Plan based on the actual
Operating Metric achieved by Brocade during the Plan Period (Actual OM) relative to the Target OM
(Actual Contribution).

The Actual OM will be communicated following the end of each Plan Period.

PARTICIPANT INCENTIVE TARGET

A Participant’s Incentive Target is determined by the Participant’s pay grade at the end of the
12-month Plan Period, unless otherwise indicated in writing by Brocade.

	 	 	 	 	 
	Participant Pay Grade	 	Annual Incentive Target
	CEO
	 	 	75	%
	Other Executive Officers and Certain Other Officers
	 	 	50	%
	Other Officers
	 	 	40	%

SENIOR LEADERSHIP PLAN PAYOUTS

On an annual basis, the Compensation Committee reviews and approves Section 16 Officers’
performance and cash bonus payouts. The CEO reviews and approves all other VP cash bonuses. Program
payouts are made within eight (8) weeks following the conclusion of the 12-month Plan Period.
Payouts will be pro-rated for Participants who are hired or transferred into the Senior Leadership
Plan during any Plan Period.

Except as otherwise agreed upon by the Company and the Participant, for each Participant, the cash
bonus payout is calculated based on the following formula (less applicable taxes and deductions):

     Bonus Payout = (Actual Funding) x (Individual VP Goal Points Earned for the year) x
(Annual Incentive Target) x (Annual Salary)

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	Operating Margin/	 	 	 	 
	Participant	 	Revenue	 	Profit	 	Individual Goals	 	Total
	 
	CEO
	 	 	50	%	 	 	50	%	 	 	—	 	 	 	100	%
	VPs
	 	 	50	%	 	 	40	%	 	 	10	%	 	 	100	%

Bonuses will be calculated using the salary as of the last day of the Plan Period.

Departmental budgets are communicated at the beginning of each fiscal year and may be updated
quarterly throughout the year by the CEO and CFO. Adherence to the individual’s departmental budget
is a gate for the individual to qualify for the Senior Leadership Plan bonus. Failure to adhere to
the agreed upon budget disqualifies the individual from a bonus payout.

 

 

ADMINISTRATIVE PROCEDURES

Compensation Committee Approval

The Compensation Committee reserves the right to decrease or eliminate bonus otherwise indicated.

New Hires and Promotions

Participants new to the company or who are promoted into the Senior Leadership Plan must complete a
VP Performance Contract within 60 days of beginning in the new position.

Grade/Salary Factor

Payout will be based on the Participant’s salary and pay grade on the last day of the Plan Period.
Bonuses will be pro-rated if Participant received a cash bonus on another bonus program.

Terminations: Anyone who is not on the payroll as of the end of the fiscal year is not eligible to
receive a cash bonus payout.

Leaves of Absences, Disability or Death: In the event of the Participant death, disability time
off, or leave of absence, Payouts will be made on a pro-rated basis, based on the number of days
the Participant was actively working at Brocade. If the Participant is on a legally protected leave
of absence (e.g. Family Medical Leave or Military Leave), the Participant’s eligibility for
participation in Plan may be extended beyond the time above, in accordance with the laws governing
the legally protected leave. In the event of death, any cash bonus payments will be paid to the
Participant’s primary beneficiary as designated in the Participant’s Brocade life insurance plan
documentation, if any.

Performance Improvement Plan/Disciplinary Situations (Development Needed): If a Participant, at
anytime prior to the cash bonus payout 12-month Plan Period, is subject to a performance
improvement plan, discipline or demotion, Brocade may, in its sole discretion, reduce or eliminate
the Cash Payment that the Participant would otherwise have been eligible to receive. If, at the
time prior to the Payout for a 12-month Plan Period, it is determined that a Participant may be
subject to corrective action, discipline or demotion, then Brocade may withhold the entire Cash
Bonus Payout, or a portion thereof, until after a final decision on such corrective action has been
made. If a Participant is given a performance rating of Development Needed, the Participant will
not be eligible to receive a Payout. Only the VP of Human Resources or CEO may approve exceptions
to this policy.

Other Provisions: Participation in the Senior Leadership Plan does not constitute an agreement
(express or implied) between the Participant and Brocade that the Participant will be employed by
Brocade for any specific period of time, nor is there any agreement for continuing or long-term
employment. Terms and conditions regarding the Senior Leadership Plan and any participation
therein, including but not limited to Senior Leadership Plan eligibility, Senior Leadership Plan
funding, and performance and payout criteria and determinations, are subject to
change by Brocade at any time in its sole discretion. Brocade and its Board of Directors retain the
absolute right to interpret, revise, modify or terminate the Senior Leadership Plan at any time in
its sole discretion.

 

 

ADDENDUM TO BROCADE SENIOR LEADERSHIP PLAN

(DATED OCTOBER 21, 2005)

Notwithstanding any terms to the contrary in the Brocade Senior Leadership Plan, the following
terms shall apply to the Bonus Payout under the Senior Leadership Plan for fiscal 2006 and 2007:

	 	 	 	 	 
	 	 	2006	 	2007
	 
	Executive Officers and
Certain Other Officers
	 	 	 	 
	Cash Bonus Premium1

	 	Up to 1.0x of 2006
Bonus Target
	 	Up to 0.5x of 2007
Bonus Target
	Restricted Stock2

	 	1.5x of 2005 Base Salary
	 	N/A
	 
	 	 	 	 
	Other Officers
	 	 	 	 
	Cash Bonus Premium1

	 	Up to 0.35x of 2006
Bonus Target
	 	Up to 0.35x of 2007
Bonus Target

 

			
	1	 	In addition to normal bonus and subject to achievement of revenue and operating
margin/profit targets determined by the Board of Directors and other Company and departmental
financial, strategic and operational metrics.
	 
	2	 	The number of shares of restricted stock to be issued is multiplied by such employee’s
2005 base salary, divided by then fair market value on the date of grant. The grants will be
subject to 2-year cliff vesting. These grants will be in lieu of any 2006 focal option grants
for such employees.

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