Document:

stevecexhibit.htm

   Exhibit 10.11

 

August 6, 2007

 

Steve Carlson

615 Hurlingham Ave

San Mateo

 

Re:     Amendment to Employment Agreement dated March 1, 2005 

 

Dear Steve,

 

       On August 3, 2007, the Compensation Committee of the Board of Directors of Obagi Medical Products, Inc. (the "Company") adopted the 2007 Performance Incentive Plan (the "Plan"), attached hereto as Exhibit A, providing eligible employees with the potential to receive a cash bonus if certain Company and individual targets are achieved as set forth in the Plan and as determined by the Compensation Committee. Pursuant to the terms of the Plan, the Company has the right to interpret, amend or terminate the Plan at any time in its sole discretion.

 

The Plan is intended to replace and supersede all bonus payment and incentive pay components, including the right to participate in any other bonus or incentive plan of the Company, contained in the employment agreement or offer letter of all employees of the Company. As a result, in order to participate in the Plan, an employee must consent to the replacement of any bonus or incentive pay components in the employee's employment agreement or offer letter with the terms of the Plan.

 

If you would like to participate in the Plan in accordance with its terms, please sign below to acknowledge and accept the terms of this Amendment and to agree that the Plan terms replace and supersede any bonus payment or incentive pay component, including the right to participate in any other bonus or incentive plan of the Company, and any other conflicting terms of your Employment Agreement with the Company dated March 1, 2005 (your "Current Agreement"). By signing below, you agree to waive any rights, and release the Company from any claims, related to any bonus or incentive payments that arise under your Current Agreement or under any bonus or incentive plan of the Company other than the Plan. By signing below, you also acknowledge that participation in the Plan does not guaranty the payment of any bonus or issuance of any option grant to you under the Plan.

 

 

 

 

Should you have questions regarding this Amendment, please do not hesitate to contact me.

 

Very truly yours,

	 	 	 
	 	 	 	 
	
Date

	
By: 

	/s/ Suzanne E. Ewing	 
	 	 	Suzanne E. Ewing	 
	 	 	VP Human Resource	 
	 	 	 	 

 

 

 

ACCEPTED AND AGREED:

 

	 	 	 
	 	 	 	 
	 	
 

	/s/ Steve Carlson	 
	 	 	Steve Carlson 	 
	 	 	 	 
	 Date	 	 8/6/07exhibit1027.htm

Exhibit 10.27

 

 

 Third Amendment to Employment Agreement

This Third Amendment to Employment Agreement (the “Amendment”) is entered into as of December 31, 2008 between OMP, Inc., a Delaware corporation (“OMP”) and Steven R. Carlson (“Executive”).

Recitals:

Whereas, Executive and the Company are parties to an Employment Agreement entered into as of March 1, 2005, as amended by the First Amendment to Employment Agreement on or about August 6, 2007 and Second Amendment to Employment Agreement as of March 1, 2008 (the “Original Agreement”); and

Whereas, Executive and the Company wish to make certain changes to the severance payment provisions solely to ensure that the Original Agreement will comply with the provisions of Section 409A of the Internal Revenue Code of 1986, as amended (“Section 409A”).

Agreement:

Now, Therefore, for due and valid consideration as set forth herein, the receipt and sufficiency of which is hereby acknowledged, the parties agree as follows:

	
1.  

	
Defined Terms.  Unless otherwise defined, capitalized terms used in this Amendment shall have the meanings assigned to them in the Original Agreement.

	
2.  

	
Severance Payments.  Executive is entitled to receive certain severance payments pursuant to Section 3.3, 3.4 and 3.5 of the Original Agreement (the “Severance Payments”) as follows:

	
a.  

	
Upon death/disability (6 months, payable over the six month period following such death or disability);

	
b.  

	
As the result of an involuntary termination (18 months payable in a lump sum within thirty (30) days of such termination event); and

	
c.  

	
Upon a Change in Control, including Executive’s right to voluntarily terminate his employment upon such Change in Control for any reason or Good Reason without a corresponding cure period (18 months payable in a lump sum within thirty (30) days following such termination event).

In order to comply with Section 409A, Sections 3.3, 3.4 and 3.5 shall be amended, if so required, to provide that any of such payments shall be made in one lump sum on the first day of the seventh month following such event

-  -

  

  

  

giving rise to the Severance Payment as provided in the new Section 5.11 that reads in full as follows below in Section 3.

	
3.  

	
Additional Tax Provision Language.   A new  Section 5.11 shall be added to the Original Agreement and read in full as follows:

 

“5.11  Taxes.

 

 

(a)            Section 409A Compliance.  To the extent the severance payments paid pursuant to Section 3.3, 3.4 or 3.5  (unless otherwise exempt under Treasury Regulations) are subject to the distribution requirements of Section 409A(a)(2)(A) of the Internal Revenue Code of 1986, as amended (the “Code”), including, without limitation, the requirement of Section 409A(a)(2)(B)(i) of the Code that payments or benefits be delayed until six (6) months after Executive’s separation from service (or death, if earlier) if Executive is a “specified employee” within the meaning of the aforesaid section of the Code at the time of such separation from service, then in such event, on the first day following the conclusion of the six-month delay period, Executive shall receive a lump sum payment or benefit in an amount equal to the separation payments and benefits that were so delayed.

 

 

In addition, if the continued benefits under Sections 3.3, 3.4 or 3.5 (or reimbursements for the cost of such benefits, as applicable) are taxable to Executive or otherwise result in income imputed to Executive, then if Executive is a “specified employee,” to the extent necessary to avoid a violation of Section 409A of the Code, Executive shall pay for such benefits for the first six months following Executive’s separation from service and shall be reimbursed for such payments on the first day of the seventh month following such separation from service (or death, if earlier).

 

 

The term "termination of employment” as it appears in Section 3 shall be interpreted consistent with the term "separation from service" within the meaning of section Treasury Regulation §1.409A-1(h) to the extent strictly necessary to either qualify the arrangement as an involuntary separation arrangement that is exempt from section 409A of the Code, or establish a time of payment that complies with section 409A of the Code.

 

 

(b)  Section 280G. Notwithstanding anything herein to the contrary, to the extent that the severance benefits to be paid to Executive hereunder exceed an amount equal to 2.99 times the Executive’s “base amount” as determined pursuant to Section 280G of the Code, the amount of the severance benefits shall be reduced to the minimum extent necessary to ensure that the severance benefits do not exceed the amount determined pursuant to Section 280G of the Code.  Any such reductions shall be made first from compensation which is not deferred compensation subject to regulation under Section 409A of the Code; thereafter the Board of Directors (or Compensation Committee thereof) may determine the order of compensation to be paid out. This Section 11(b) shall apply only with

 

-  -

  

  

  

 

respect to a severance benefit which is a “parachute payment” within the meaning of Section 280G of the Code. “

 

	
4.  

	
Remaining Agreement.  Except as set forth in this Amendment, the Original Agreement shall remain in full force and effect without alteration or amendment.

 

	  	
OMP, Inc.

	  	
 

 

By:  __________________________

             Ronald P. Badie,

             Chairman, Compensation Committee

 

 

	  	
__________________________

     Steven R Carlson

	  	  

-  -exhibit1034.htm

 Exhibit 10.34

 

2009 PERFORMANCE INCENTIVE PLAN (the “Plan”)

The 2009 Performance Incentive Plan amends, restates and is the successor plan to the 2008 Performance Incentive Plan, each of which was adopted under the Obagi Medical Products, Inc. 2005 Stock Incentive Plan.

PLAN PARTICIPANTS

All regular, full-time employees of Obagi Medical Products (the “Company”) who have been notified in writing of their eligibility are considered eligible Plan Participants (“Plan Participants”).  Employees in Sales, and other employees participating in any other variable incentive pay plans, shall not be eligible.  Any otherwise eligible employee who has an existing incentive pay component in his or her employment agreement shall be deemed a Plan Participant, and the incentive pay component of the employment agreement shall be replaced in its entirety by the Plan Participant’s rights under this Plan unless otherwise explicitly set forth in the employment agreement.

Plan Participants must be full-time employees of the Company on the last day of the Plan Period (as defined below) to be eligible to be paid any amount under this Plan.

Eligible employees who join the Company during the Plan Period may, if so designated by the Administrator (as defined below), be eligible for Plan incentives on a pro-rata basis corresponding to the service time provided to the Company during the Plan Period, but must have been actively employed with the Company for at least one full quarter during the Plan Period to be eligible.

PLAN PERIOD

Company Fiscal Year 2009 (January 1 through December 31, 2009) (the “Plan Period”)

ADMINISTRATION

Except as otherwise set forth in the Plan, the Compensation Committee of the Company’s Board of Directors shall administer the Plan (the “Administrator”).

PLAN POOL

The Plan shall operate first by the Company’s determining the aggregate amount available for issuance to Plan Participants (the “Plan Pool”) based upon the Company’s achievement of certain Company Performance Objectives (as defined below).  The total on-target pool for the Plan Period is $2,223,324 (the “On-Target Plan Pool”). The On-Target Plan Pool is calculated based upon 100% achievement of the Company’s financial objectives and the Company’s contributing an amount to the Plan Pool

  

  

  

assuming that the number of budgeted Plan Participants projected to hold eligible positions at the end of the Plan Period, including the budgeted 2009 hires, are each paid 100% of their on-target bonus amount.

The actual amount of the Plan Pool (meaning the actual aggregate amount that will ultimately be available for payment to Plan Participants) will be determined based upon the Company’s actual performance in relation to its approved business plan, and the Plan Pool will be funded only on achievement by the Company of the Performance Objectives at the minimum permissible level of achievement (as described below).

After determination by the Company of the Plan Pool amount, individual bonus payments to each Plan Participant will be based upon such individual’s achievement of Individual Performance Objectives (as defined below) established as set forth in this Plan.

The Plan Pool is intended to encompass the contractual incentives existing in otherwise eligible employees’ employment agreements that are replaced in their entirety by the Plan Participants’ rights under this Plan unless otherwise explicitly set forth in the employment agreements.  A Plan Participant’s acceptance of any grant of an award or other right under this Plan is conditioned upon his or her consent to such replacement unless otherwise explicitly set forth in the Plan Participant’s employment agreement.

	
  

	
COMPANY PERFORMANCE OBJECTIVES TO FUND PLAN POOL

The Company performance objectives (the “Company Performance Objectives”) shall be comprised of two components, a revenue objective (the “Revenue Objective”) and an adjusted EBIT objective (“Adjusted EBIT Objective”).  The Compensation Committee shall establish the target Revenue Objective and Adjusted EBIT Objective for the Plan Period; provided that they will be measured on a consolidated basis and will match the current year’s operating plan targets approved by the Board of Directors.  For purposes of the Plan, “Revenue” is defined as reported on the Company's consolidated financial statements, and “Adjusted EBIT” is defined as Earnings Before Interest and Taxes adjusted to exclude the impact of non-cash charges relating to the issuance of equity instruments, as disclosed in the Company’s consolidated financial statements.

The relative weighting as between the two Company Performance Objectives will be (for all purposes under the Plan, including calculating the amount by which the Plan Pool will be funded and, if appropriate depending upon the weighting of Individual Performance Objectives, calculating the actual bonus amount to pay a Plan Participant) as follows:  30% of the bonus amount shall relate to the Revenue Objective and 70% shall relate to the Adjusted EBIT Objective.

Over-Achievement of Company Performance Objectives: If either or both of the Revenue Objective or Adjusted EBIT Objective is exceeded, an amount in excess of the target bonus amount will be contributed to the Plan Pool based on the above-target performance level actually achieved and the relative weighting (as set forth below) of the relevant Company Performance Objective(s) (the "Over-Achievement Amount").  The maximum amount above the target bonus amount that may be contributed to the Plan Pool is 150% of the target bonus amount.  In addition to any cash bonuses paid in connection with any such Over-Achievement Amount, the Administrator may, in its sole discretion, grant options to purchase Common Stock of the Company having an

  

  

  

aggregate 123R value as of the grant date equal to the Over-Achievement Amount.

Minimum Company Performance Level:  For the Plan Pool to be funded and for any incentives to be earned by Plan Participants, both of the following thresholds must be achieved (the “Minimum Company Performance Levels”):

	
§  

	
For Executives: The Company must achieve at least 80% of the Revenue Objective AND at least 80% of the Adjusted EBIT Objective; and

	
§  

	
For Non-executives: The Company must achieve at least 80% of the Revenue Objective AND at least 80% of the Adjusted EBIT Objective.

	
  

	
PLAN POOL FUNDING

Once the Revenue Objective and Adjusted EBIT Objective are achieved at the Minimum Company Performance Levels, the Plan Pool funding will then be determined by the actual level of achievement of the Revenue Objective and Adjusted EBIT Objective beyond the respective minimum levels as outlined in the tables below.

Plan Pool Funding Table

	  	  	
Measurement

	  	
Base Bonus Achievement

 

 

	
Bonus Component

	
Weighting

	
Period

	
Bonus Payment Scale

	
Percentage

	
Revenue Objective

	
30%

	
Annually

	
Financial Performance

	
50%-100%

	
Adjusted EBIT Objective

	
70%

	
Annually

	
Financial Performance

	
50%-100%

	
  

	
2009 Financial Performance Incentive Plan

The actual amount of contributions to the Plan Pool will be conditioned upon achievement of a minimum level of performance with respect to the Revenue Objective and the Adjusted EBIT Objective (measured on an annual basis).

Financial Performance Base Bonus (On Target) Payment Scale

	  	
Executive

	
Non-Executive

	
Bonus Achievement

	
Performance Level

	
Revenue Objective or Adjusted EBIT

Performance Objective vs. Target

	
Revenue Objective or Adjusted EBIT

Performance Objective vs. Target

	
Percentage

	
Below Threshold

	
0%-79.9%*

	
0%-79.9%

	
0%

	
Base/ Target Threshold

	
80%-100%*

	
80%-100%

	
Prorated up to 100% on following Algorithm:

	  	  	  	
 

Exec - 5% reduction in bonus amount that relates to the Objective (based on relative weighting of the two Objectives) as to which there was under-achievement for each 1% below the target achievement level;

 

Non-Exec. - 3% reduction in bonus amount that relates to the Objective (based on relative weighting of the two Objectives) as to which there was under achievement for each 1% below target achievement level

	  	  	  	
Performance Weighting: 30% Revenue; 70% EBIT

	
Maximum

	  	  	
100%

Performance Thresholds.There will be no contribution to the Plan Pool of any amount, and no payment to any Plan Participant under the Plan, if the Company does not achieve at least the minimum/threshold level of performance with respect to both the Revenue Objective and the Adjusted EBIT Objective as set forth above. To clarify, if the Minimum Company Performance Level for one Objective is not achieved, no amount will be contributed to the Plan Pool, and no amount will be paid to a Plan Participant even with respect to the portion of his or her bonus to which the other Objective relates even if the performance for that other Objective is within the “Threshold” Performance Level. 

 

 

 

 

Financial Performance Above Threshold Level

	  	
Executive

	
Non-Executive

	
Amount of Bonus in Excess of Target Bonus Amount

	
Performance Level

	
Revenue or Adjusted EBIT

Performance vs. Target

	
Revenue or Adjusted EBIT

Performance vs. Target

	
Percentage Based only on Adjusted EBIT overage

	
Below Threshold

	
0%-79.9%

	
0%-79.9%

	
If either Revenue or EBIT is below the respective Threshold, the total bonus payout is 0%

	
Base/Target Threshold

	
80%-100%

	
80%-100%

	
0%

	  	  	  	  
	
Above Threshold

	
Must be a minimum of 100%

	
Greater than 100%

	
100%+ prorated up to a maximum of 150% on the following Algorithm

	  	  	  	
5% increase in bonus amount that relates to the Objective (based on relative weighting of the two Objectives) as to which there was over-achievement for each 1% overachievement of Objective

	  	  	  	
Performance Weighting: 30% Revenue; 70% EBIT

	
Maximum

	  	  	
150%

 

  

  

  

	
§  

	
Achievement Above Threshold. If the Revenue Objective and Adjusted EBIT Objective are exceeded, an increased bonus amount will be funded to the Plan Pool based on such over-achievement.  The increased bonus amount will be subject to the maximum over-achievement cap of 150% specified above.  The relative weighting between the two Objectives for purposes of calculating an amount based upon over-achievement will be the 30/70 weighting described above.

Financial bonus amounts will be calculated and accrued on a quarterly basis, but final bonus payment amounts will be determined on an annual basis. Actual bonus payments will be made in accordance with the performance periods on page one.

BONUS PAYMENT AMOUNTS

	
§

	
In the event that the Plan Pool has been funded pursuant to the terms of this Plan, Plan Participants may be eligible to receive individual incentive awards as set forth below.

	
§

	
The Administrator will establish individual target bonus amounts that might be paid under the Plan which will be expressed as a percentage of each Plan Participant’s annual base salary at the end of the Plan Period (unless a Plan Participant’s salary is changed during the Plan Period, as set forth below).

	
§

	
The Administrator will determine the individual target bonus amounts based on grade level and position title, as follows:

	
§

	
    Plan Participants holding the position of Director or above will be advised by their supervisor of their individual target incentive percentage.

	

§

	
    Plan Participants holding the position Senior Manager or below will have no explicit incentive targets communicated in advance, and may receive general information on Plan funding.

	

§

	
Individual Plan Participant’s actual incentive award amounts will be determined based on his or her achievement of one or more individual performance goals (each an “Individual Performance Objective”) established by his or her supervisor (or with respect to executive officers by the Administrator), and in some cases, may also be based on achievement of Company objectives as described above.  The Company may instead establish conditions to a Plan Participant’s right to be paid a bonus amount under the Plan based upon achievement  by the Company (or a business unit thereof) of corporate performance objectives, including without limitation the Company Performance Objectives.

	

§

	
Plan Participants must achieve at least an overall “satisfactory” level of performance achievement for the Plan Period, as defined and determined solely by the Company, in order to be eligible to earn any incentive under either the Individual or Company Performance Objectives, as applicable.

	
  

	
WHEN PLAN INCENTIVES ARE EARNED AND PAID

Achievement of Company and Individual Performance Objectives will be assessed at the end of the Plan Period, and if achieved as applicable, the Plan Participant will earn and become entitled to payment of Plan bonus amounts after the end of the Plan Period. Awards for Executive-level Plan Participants must be approved by the Compensation Committee or Board of Directors, as applicable. Achievement of the Company’s Revenue Objectives and Adjusted EBIT  Objectives must both be equal to or greater than the Minimum Company Performance Levels or no incentives will be earned. Achievement of the Company’s Revenue Objective and Adjusted EBIT Objective will be assessed by the Board of Directors’ Compensation Committee, and their decision shall be final and binding. Achievement of individual performance results will be determined by appropriate Company management and approved by HR and the CEO.

The Plan Participant must be an active employee in good standing on the last day of the Plan Period for any incentive to be earned. Payment on earned incentives will be made as soon as reasonably possible following the end of the Plan Period’s financial audit by the companies independent auditors and in any event prior to March 15, 2010, and will be net of all applicable withholdings.

If an employee’s base salary and/or bonus incentive changes during the Plan Period due to promotion, market adjustment, etc., the target incentive bonus will be pro-rated based on time in the old and new levels.

  

  

  

LEAVES OF ABSENCE AND TERMINATION OF EMPLOYMENT

The CEO will determine in his sole discretion whether a Plan Participant on a leave of absence or disability or in the event of the Participant’s death during the Plan Period may be eligible for a partial or prorated incentive. Plan Participants must be actively employed on the last day of the Plan Period in order to be eligible for any incentives. Except as set forth above, Plan Participants who terminate for any reason during the Plan Period are not eligible for incentive awards.

AT-WILL EMPLOYMENT

Participation in this Plan is not an agreement (express or implied) between the Plan Participant and the Company that the Company will employ the Plan Participant for any specific period of time, nor is there any agreement for continuing or long-term employment.  The Plan Participant and the Company each have the right to terminate the employment relationship at any time and for any or no reason. This at-will employment relationship can only be modified by an agreement signed by the Plan Participant and the Company’s Chief Executive Officer.

DETERMINATIONS, CHANGES AND EXCEPTIONS TO PLAN

This document highlights the principal features of the Plan, but it does not describe every situation that can occur. The Company retains the right to interpret, revise, modify or delete the Plan at its sole discretion at any time.  This document supersedes any previous incentive plan document including any specific provisions stated in the Plan Participant’s offer letter or employment agreement specifying eligibility, amount, and participation in any incentive or bonus program unless otherwise explicitly set forth in the offer letter or employment agreement.  The Company reserves the right to make any reasonable adjustments to the Plan, including but not limited to project assignments, as necessary to reflect business and economic conditions. The CEO, Human Resources, and/or the Compensation Committee, as applicable, must approve any exceptions, modifications or adjustments to the Plan.  The Company further retains full and final discretion to determine whether a Plan Participant has earned any incentives pursuant to the Plan.  The Compensation Committee shall have the full and final discretion to adjust in good faith the Company Performance Objectives and/or achieved financial results to reflect the occurrence of extraordinary events during the Plan period.  All such determinations or adjustments shall be final and binding on all persons.

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