Document:

exh10259jan302010.htm

  

  

  

 

EXHIBIT 10.2.59

Revised offer of Employment Dated September 15, 2008.

Replaces initial offer of employment dated September 11, 2008.

 

 

September 15, 2008

Jay Levitt

500 South Price Road

Ladue, MO 63124

Dear Jay:

On behalf of Charming Shoppes, Inc., I am pleased to extend to you this offer of employment to serve in the position of President of Fashion Bug, located in Bensalem, Pennsylvania In this position you will report directly to Alan Rosskamm, Interim CEO and President. Your starting date is scheduled for September 22, 2008.  We have enjoyed getting acquainted with you and are enthusiastic about the skills, ideas and potential that you bring to our organization.  Likewise, we are confident that you will find Charming Shoppes, Inc., an environment in which excellence is recognized and rewarded.

 

Listed below is a summary of the key terms of your annual compensation package.  Additional detail follows this summary:

	
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Annualized base salary: $665,000

	
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Annual Target Bonus: 50% of base; Maximum 100% of base.  For the remainder of 2009 and 2010, a Guaranteed Bonus is $250,000 or % actually earned, whichever is greater

	
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Auto allowance of $12,600 per year

	
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Perquisite allowance annually of $10,000

	
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Life Insurance with $600,000 death benefit, in addition to Company provided coverage at 2x’s salary

	
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Full executive relocation package including a special Transition Bonus of $85,000

	
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Welcome Grant of Stock Appreciation Rights (SAR’s) currently valued at $500,000 (172,000 units valued at the current stock price of $5.50)

	
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Annual Grant of Equity awards.  Annual equity grants are made in the Spring of each year, and are structured in the same manner and subject to the same vesting requirements as are applicable to equity awards granted contemporaneously to other officers of similar standing.  The number of equity awards granted in any given year may adjust up or down based upon the approval of the Compensation Committee of the Board of Directors.  For purpose of illustration only and without any assurance that an equity award of similar value will be granted in the future, the values of the most recent annual awards for officers of similar standing ranged from approximately $400,000 to $600,000.  Neither the value nor the number of the equity awards comprising the annual grant are guaranteed by the Company.

	
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Supplemental Executive Retirement Plan

  

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The details of your offer are as follows:

Welcome Grant:  Charming Shoppes, Inc. hopes that you will accept our offer of employment set forth in this letter.  As an inducement to you to accept this offer, the Compensation Committee of the Board of Directors (the “Compensation Committee”) will grant to you Stock Appreciation Rights (“SAR’s”), having an aggregate value at the date of grant equal to $500,000.  The SAR’s will vest at one-third equal shares on the 3rd, 4th and 5th anniversaries of the date of grant, subject to accelerated vesting in limited circumstances.  The SAR’s will be settled by delivery of shares at the time of vesting.

When the Compensation Committee approves the grant, the grant will be effective at the date of Compensation Committee approval or a date shortly thereafter specified by the Compensation Committee.  The number of SAR’s granted will equal the dollar value of the grant divided by the Black-Scholes value of a SAR on the date of grant.  The approved grant will be made outside of any existing equity compensation plan of the Company, in reliance on NASDAQ Marketplace Rule 4350(i) (1) (A) (iv).  That rule requires that we issue a press release announcing the grant shortly after it is effective.  Under NASDAQ rules, we may be required to identify you by name in the press release and provide details regarding the grant.

The Company will also contribute toward a robust selection of benefits that are part of your Total Rewards package, and which are outlined in the Benefits-at-a-Glance brochure which will be included with this letter.  Please understand that eligibility for benefits may be triggered by your starting date of employment and any adjustments to the effective dates of coverage will be made and confirmed with you, once we have established your actual employment date.  Listed below are additional details of your offer, benefits, and paid-time-off.

Benefits:  You will be eligible to participate in your choice of the Company's medical options, prescription, vision and dental programs as of the first of the month following 30 days of employment.  The Company has established a Premium Conversion (S125) Plan so that you are able to pay your portion of the coverage with pre-tax dollars.  You will receive an enrollment guidebook detailing the plan provisions and related costs approximately two weeks prior to your eligibility date for coverage.  Should you decide to forego participation in the Company health related coverage plans during your enrollment time, you may re-consider your option to do so during the open enrollment period which has typically been held in November of each year with coverage effective at the beginning of January. Short-term and long-term disability, life insurance and other optional benefit offerings will go into effect after the required waiting periods.

Paid-Time-Off:  for the remainder of calendar year 2008, you will be eligible to participate in the Company Paid Time Off plan with the remainder of 7 PTO days available.  Under the Company’s PTO Plan you may use a PTO day to cover vacation time, sick days, personal days, etc.  The number of days you receive under the Company PTO plan does not include Paid Holidays.  The Company recognizes six (6) paid holidays (Memorial Day, Independence Day, Labor Day, Thanksgiving, Christmas, and New Years Day).  In subsequent years you will continue to participate in the PTO plan with 26 PTO days until such time as you earn additional days, based on years of service.

  

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Flexible Perquisite Allowance:  You will have a flexible perquisite allowance of $10,000 per year to spend on specified items such as financial counseling and wellness expenses. The details of this specific program will be more fully described upon commencement of your employment.

Annual Review: The Company customarily reviews salaries at the beginning of each fiscal year.  A salary review will be done in accordance with the regular Executive Salary Review process and will take place in March 2010.  Your first performance review would be completed by your immediate supervisor and you will have the opportunity to complete a self-appraisal of your performance to review prior to completion of the final appraisal rating.

Bonus Program: Since you will be joining us in the second half of our fiscal year (FY09 – FY10 [2008-2009]), you will be eligible to participate in a special executive bonus plan which guarantees you a bonus payment of $250,000 or the bonus amount actually earned, whichever is greater, payable in April 2010, when bonuses are normally paid out by the Company.  Beginning in FY11 (2010), you will be eligible to participate in the Company’s variable bonus based on business performance which is described below.

Plan design is subject to review and approval each year by the Company’s Compensation Committee.  Under the current plan design, the Executive Incentive Plan is built upon the Company and/or a division achieving a financial target established for that fiscal year, in combination with your achievement of target performance goals.  The plan typically has provided for a reduced bonus payout should the Company and/or division results reach a minimum level as determined by the Compensation Committee and no bonus will be paid if the performance falls below the minimal level.  The payment level increases as the Company and/or a division approaches the Targeted level and should the Company and/or division surpass the Targeted level, your bonus payout may increase up to one hundred percent (100%) of your base salary based upon the business performance and you personally achieving target performance goals set for you.  Shortly after you start with the Company you will receive additional information about this program.

Long Term Incentive:  You will be awarded a “welcome” and an inducement grant of stock as outlined previously in this offer letter.  The SAR’s awarded to you will vest as follows: one-third equal shares on the 3rd, 4th and 5th anniversaries of the date of award.

In addition to this welcome award, and inducement grant, you will be eligible to participate in the Long Term Incentive Program (LTIP), under which the Company will provide you with an annual equity based award beginning in Spring 2009 and in subsequent years as determined by the LTIP approved by the Company’s Compensation Committee.  While subject to review each year by the Company’s Compensation Committee and Board of Directors, the annual LTIP program for individuals at your position level with the Company, currently has both performance based, as well as a time based equity components of the award.  Each year, plan details are outlined to you in a communication packet prepared specifically for you and you will be able to access information about your LTIP balances through our Fidelity Investment partner which handles administration and account management of the stock awards, employee stock purchase plans, and our 401(k) and Non Qualified (NQ) Variable Deferred Compensation plan accounts.  As you are aware, stock prices may move up or down depending on market activity and the Company’s performance. Grant “value” of equity awards is determined at the time of approval by the Company’s Compensation Committee.  Actual value at the time the restrictions lapse or at vesting will be determined by the market performance of the stock and are not guaranteed by the Company.

  

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401(k):  After the required waiting periods, you will be eligible to participate in the Company’s 401(k) Retirement Program which is administered by Fidelity Investment.  Based upon your position and compensation level, when you have reached the eligibility date to place “new” money into the Company’s 401(k) plan, you will be restricted to a contribution level of no more than three percent (3%) of salary.  You will be eligible to roll-over any money from another qualified plan into the Company’s 401(k) plan upon your hire date.  Please keep in mind that eligibility to place new money into the plan occurs earlier than the matching Company contributions into the plan. The Benefit Service center staff will be available to answer any questions you may have with respect to these benefits.

Supplemental Executive Retirement Plan:  As a member of our executive leadership group you will become a participant in the Company’s Supplemental Executive Retirement Program, (SERP), upon commencement of your employment with the Company.  The full details of the SERP will be provided to you when you join the Company.  As a long term financial planning vehicle, the Company funds a percentage of your salary and annual bonus each year in the SERP which is subject to a vesting schedule  based upon your age and service with the Company.

Variable Deferred Compensation Plan:  After the commencement of your employment with the Company, you will be eligible to participate in the Company’s Variable Deferred Compensation Plan for Executives.  The details of this plan will be explained to you.  The variable compensation plan for executives is a wrap around restoration plan which restores the Company 401(k) match which would otherwise be unavailable based on IRS regulations.  Under the Plan you can defer percentages of your base salary and bonus.  The Company match is not available under the Program until the expiration of the same waiting period that is applicable to the 401(k) retirement plan.

Executive Life Insurance Program:  Effective with the commencement of your employment, you will be provided with enrollment information for a supplemental life insurance program that will provide a death benefit of $600,000 conditioned upon the results of any insurance required medial examination.  This program is in addition to the life insurance available to you (two times your salary) under the Company’s regular benefits plan.

Auto Allowance:  As it is presently designed, you will receive a monthly allowance of one thousand fifty dollars ($1,050.00).  The Company requires all executives covered under this Program to obtain their own motor vehicle insurance, to maintain a record of business usage and to provide that information to the Company’s finance department prior to each year-end.  Auto Allowance awards are paid on a monthly basis and will appear on your paycheck at the beginning of the month.

Relocation: The Company recognizes that relocation to a new community often takes time and careful consideration of the options regarding where to settle in the greater Philadelphia area.  Under our relocation policy you will have twelve (12) months to complete the relocation process, or six (6) months following the hiring of the new CEO, whichever is later.  Charming Shoppes, Inc. is pleased to partner with Primacy Relocation LLC to handle this important process for you and your family.  It is our goal to make your relocation process efficient in the form of services offered and to reduce the cost impact that maybe incurred during the relocation process. It is imperative that if you accept our offer of employment, you speak with Primacy prior to initializing contact with any other outside party (including but not limited to Real Estate Agents, Temporary Living Providers and/or Household Good Providers). Failure to work within the established relocation guidelines, administered by Primacy, may result in a loss of this relocation benefit.

  

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As a Divisional President you will be receiving the highest level of relocation support offered under our program which includes a period of temporary housing (3 months) and storage of your household goods until your new location is confirmed, a generous miscellaneous expense allowance to help with the cost of items not covered under the relocation policy, such as carpet cleaning, car registration/license fees, utility hookups, etc., and the eligibility to participate in our Buyer Value Option (BVO).  This BVO feature assists you with the sale of your existing home when compared to a direct reimbursement program through:

	
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Having the customary closing costs paid through Primacy, therefore not requiring tax assistance

	
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Your eligibility to receive an equity advancement (once an offer has been received on the home you are selling) which will allow you to move quicker on the purchase of a new home

	
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Primacy will handle the closing on the home you are selling which would eliminate the need for you to return home for the closing process

Taxable relocation payments will appear on your individual W-2 and Charming Shoppes, Inc. will provide tax assistance (gross-up) on the taxable payments to offset your individual tax burden.  We encourage you to seek advice from a tax expert to determine your individual tax impact regarding relocation expenses.  Relocating individuals are responsible for keeping accurate expense records, completing relocation expense reports and providing clear, readable receipts.

If your employment with Charming Shoppes, Inc. terminates prior to twelve (12) months from your date of hire due to either a voluntary termination or a discharge for cause, you will be required to reimburse the Company for all relocation related costs.  Please initial here to acknowledge your understanding regarding the payback of the relocation costs should this situation occur.  __________

A summary of the relocation process is included with this offer letter so that you may better understand how our process works.  Once you have accepted our offer we will work with Primacy to setup your relocation account and any additional questions can be reviewed with your individual relocation coordinator.

Special Transition Bonus:  In addition to our Executive Relocation Package, we will provide you with a taxable Transition Bonus in the amount of $85,000 for additional temporary housing or commutation to be used over the next twelve months. This bonus will be paid to you subsequent to the day that you report for work.  In the event that you should leave prior to the end of your first year of employment, you will be required to repay the Company the unused portion of the Transition Bonus based on the month that you leave (For example, if you leave after 7 months, you would be requires to repay 5/12th of the total amount.

Relocation Inducement:  Lastly, to support you in your relocation to the Philadelphia area, the Company will pay you an inducement of $100,000 (taxable) when you purchase a residence (house or condo) within twelve months of the date you report to work (September 22, 2008).  This amount shall be repaid in full (100%) if you leave the Company voluntarily within one year of the payment date.  Or if you leave the Company voluntarily in the second year after the payment date, you will be required to repay the Company fifty percent (50%) of the total amount.

  

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Change in Control and Severance Agreements:  Upon commencement of your employment with the Company, you will be provided with the same Change of Contol protection and Executive Severance provided to the other members of the Executive Leadership Team.  You in turn will commit to a non-compete, non solicitation, non-hire and non disclosure undertaking, as more fully set forth in the Change of Control and Severance Agreements as a condition to your employment.  Please note that your non-compete clause will be limited to women’s apparel chains of over 50 stores with average square footage of less than 10,000 square ft. The details will be provided to you in this package.

As you may know, your employment with the Company is an at will relationship.  This letter is not a formal contract of employment with the Company or a contract for any particular length of employment, but rather a summary of the initial terms of your employment.  In addition to the offer letter we have included a copy of the CSI Standards of Business Conduct which will be applicable to you during your employment with the Company, and the information about the Company Benefit plans in our Benefits at a Glance summary.

If you are in full agreement with this offer and accept its terms, please sign both letters and the Business Conduct Policy and return one copy in the enclosed envelope.  A copy has been included which you can retain for your records.

Jay, on behalf all of us here at Charming Shoppes Inc., I am pleased to extend this offer of employment.  I believe you have the unique blend of talents to reinvent and reinvigorate the Fashion Bug business.  We have a r opportunity to create shareholder value and I look forward to welcoming you to the Company.

Please contact Gale Varma at 215-633-4929 if there is anything we can do to assist you in a smooth transition to the Company.  On behalf of all your new colleagues, I look forward to hearing from you.

Sincerely,

Alan Rosskamm

Chairman of the Board of Directors and

Interim Chief Executive Officer

I have read and agree to accept the terms offered to me:

___________________________________________

Jay Levitt

___________________________________________

Date

  

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Attachments:

SAR’s Brochure

Flexible Perquisite

Benefits-at-a-Glance

Relocation Program Summary

CSI Standards of Business Conduct

Certification of Commitment to the Standards of Business Conduct

Severance Agreement (Including Change in Control)

	
cc:

	
Gale Varma

Executive Vice President, Human Resources

	
  

	
Terry Cheung,

	
  

	
Director CHQ Compensation

	
  

	
Tony Camoratto

	
  

	
VP Business Service Center

  

7exh10278jan302010.htm

  

  

  

EXHIBIT 10.2.78

 

CHARMING SHOPPES, INC.

 

Annual Incentive Program – Fiscal 2010

 

As Amended and Restated March 26, 2009

 

1. General

 

This Annual Incentive Program, as amended and restated (the “Program”), of Charming Shoppes, Inc. (the “Company”) authorizes the grant of Annual Incentive Awards under the Company’s 2003 Incentive Compensation Plan (the “Plan”) to executives and key employees and sets forth certain terms and conditions of such Awards.  The purpose of the Program is to help the Company secure and retain executives and key employees of outstanding ability and to motivate such persons to help the Company achieve excellent performance, by providing incentives directly linked to measures of annual performance based on corporate consolidated results, divisional results, individual performance, and/or other performance measures, and otherwise to further the purposes of the Plan.  The terms and conditions of the Plan are hereby incorporated by reference in this Program.  If any provision of this program or an implementing document hereunder conflicts with a provision of the Plan, the provision of the Plan shall govern.  The Annual Incentive Awards authorized hereunder for Covered Employees are intended to qualify as “performance-based” compensation under Section 162(m) of the Code.

 

2. Definitions

 

       Capitalized terms used in this Program but not defined herein have the same meanings as defined in the Plan.  In addition to such terms and those terms defined in Section 1 above, the following are defined terms under this Program:

 

(a) “Annual Incentive Award” or “Award” means the amount of a Participant’s Annual Incentive Award Opportunity in respect of a specified Performance Period (typically, one fiscal year) determined by the Committee to have been earned and the Participant’s rights to future payments of cash in settlement thereof.

 

(b) “Annual Incentive Award Opportunity” or “Award Opportunity” means the Participant’s opportunity to earn specified dollar-denominated amounts under this Plan based on performance during a Performance Period.  An Annual Incentive Award Opportunity constitutes a conditional right to receive settlement of an Annual Incentive Award.

 

(c) “Participant” means an employee participating in this Program.

 

(d) “Performance Goal” means the Company, divisional, individual, or other accomplishment required as a condition to the earning of an Award Opportunity.  Unless otherwise determined by the Committee at the time Award Opportunities are authorized, Performance Goals shall meet the requirements of Section 6(b) of the Plan.

 

  

  

  

(e) “Performance Period” means the period of one fiscal year over which an Annual Incentive Award Opportunity may be earned, provided that the Committee may specify a shorter duration for any Performance Period.

 

(f) “Retirement” shall mean the voluntary termination of a Participant’s employment by the Participant at or after the Participant has attained the age of 62 immediately after which the Participant is not employed by the Company or any Subsidiary.

 

(g) “Termination of Employment” means (i) the termination of a Participant’s employment by the Company or a Subsidiary, or (ii) the voluntary termination of a Participant’s employment (other than a Retirement) immediately after which the Participant is not employed by the Company or any Subsidiary.

 

3. Eligibility

 

Employees who are eligible to participate in the Plan may be selected by the Committee to participate in this Program.

 

4. Designation and Earning of Annual Incentive Award Opportunities

 

(a) Designation of Award Opportunities and Performance Goals.  The Committee shall select employees to participate in the Program for a Performance Period and designate, for each such Participant, the Award Opportunity such Participant may earn for such Performance Period, the nature of the Performance Goal the achievement of which will result in the earning of the Award Opportunity, and the levels of earning of the Award Opportunity corresponding to the levels of achievement of the Performance Goal.  In the case of a Covered Employee, the Committee’s determinations under this Section 4(a) shall be made not later than 90 days after the Performance Period begins and in no event after 25% of the Performance Period has elapsed.  The Award Opportunity earnable by each Participant shall range from 0% to a specified maximum percentage of a specified target Award Opportunity.  The Committee shall specify a table, grid, or formula that sets forth the amount of a Participant’s Award Opportunity that will be earned corresponding to the level of achievement of a specified Performance Goal.  The foregoing notwithstanding, the per-person limitation under Section 5 of the Plan shall apply to each Participant’s Award Opportunity.  For this purpose, awards under the Plan shall be deemed to use the per-person award limitation thereunder in the order in which the applicable performance periods are scheduled to end, and for performance periods ending on the same date in the order in which the award opportunities were authorized.

 

(b) Determination of Annual Incentive Award.  Within a reasonable time after the end of each Performance Period, the Committee shall determine the extent to which the Performance Goal for the earning of the Participant’s Annual Incentive Award Opportunity was achieved during such Performance Period and the resulting Award to the Participant for such Performance Period.  To the extent permitted under Section 6(d) of the Plan, the Committee may adjust the amount of an Award in its discretion in light of such considerations as the Committee may deem relevant (but subject to the applicable maximum Award Opportunity authorized for each Participant); provided, however, that, with respect to a Covered Employee, no upward adjustment may be made and such adjustments otherwise shall comply with applicable requirements of Treasury Regulation 1.162-27(e) under the Code. Subject to Section 6 hereof, the Annual Incentive Award shall be deemed earned and vested at the time the Committee makes the determination pursuant to this Section 4(b). 
 

  

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5. Settlement of Awards.

 

(a) Elective Deferral.  A Participant will be permitted to elect to defer settlement of the Annual Incentive Award if and to the extent such Participant is selected to participate in the Company’s Variable Deferred Compensation Plan for Executives and deferrals of Awards are authorized and validly deferred in accordance with that plan.

 

(b) Settlement of Award.  Any non-deferred Annual Incentive Award shall be paid and settled by the Company promptly after the date of determination by the Committee under Section 4(b) hereof (such scheduled payment date being the “Stated Settlement Date”), but no later than 90 days after the end of the Performance Period.  With respect to any deferred amount of a Participant’s Annual Incentive Award, such amount will be credited to the Participant’s deferral account under the Company’s Variable Deferred Compensation Plan for Executives as promptly as practicable at or after the date of determination by the Committee under Section 4(b) hereof.

 

(c) Tax Withholding.  The Company shall deduct from any payment in settlement of a Participant’s Annual Incentive Award or other payment to the Participant any Federal, state, or local withholding or other tax or charge which the Company is then required to deduct under applicable law with respect to the Award.

 

(d) Non-Transferability.  An Annual Incentive Award Opportunity, any resulting Annual Incentive Award, including any deferred cash amount resulting from an Annual Incentive Award, and any other right hereunder shall be non-assignable and non-transferable except pursuant to the laws of descent and distribution in the event of the death of the Participant (or pursuant to a beneficiary designation, if permitted by the Committee), and shall not be pledged, encumbered, or hypothecated to or in favor of any party other than the Company or a subsidiary or affiliate or subject to any lien, obligation, or liability of the Participant to any party other than the Company or a subsidiary or affiliate.

 

6. Effect of Termination of Employment; Retirement

 

Upon a Participant’s Termination of Employment prior to completion of a Performance Period or, after completion of a Performance Period but prior to the Stated Settlement Date (i.e., the date of payment and settlement of the Participant’s Annual Incentive Award under Section 5(b) with respect to that Performance Period assuming no elective deferral), the Participant’s Annual Incentive Award Opportunity relating to such Performance Period shall cease to be earnable and shall be canceled, and the Participant shall have no further rights or opportunities hereunder, unless otherwise provided in an employment agreement or severance agreement between the Company and the Participant in effect at the time of Termination of Employment or otherwise determined by the Committee in its sole discretion.

  

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Upon a Participant’s Retirement prior to completion of a Performance Period, a Pro-Rata Portion of the Participant’s Annual Incentive Award relating to such Performance Period shall be deemed earned and vested in accordance with and at the time that the Committee makes, the determination pursuant to Section 4(b) hereof.  For purposes hereof, a Pro-Rata Portion of the Participant’s Annual Incentive Award shall be the product of (i) the Annual Incentive Award determined by the Committee pursuant to Section 4(b) hereof as if the Participant was employed by the Company or any Subsidiary through the completion of the Performance Period and the Stated Settlement Date multiplied by (ii) a fraction, the numerator of which shall be the number of full and partial months that the Participant was employed by the Company or any Subsidiary between the date of commencement of the Performance Period and the date of Retirement, and the denominator of which shall be the number twelve (12).  The Retirement of a Participant after completion of a Performance Period will not result in forfeiture or otherwise affect the Participant’s Annual Incentive Award for that Performance Period.

7. General Provisions.

 

(a) Changes to this Program.  The Committee may at any time amend, alter, suspend, discontinue, or terminate this Program, and such action shall not be subject to the approval of the Company’s shareholders or Participants; provided, however, that any amendment to the Program beyond the scope of the Committee’s authority shall be subject to the approval of the Board of Directors.  Nothing shall limit the authority of the Committee, in its discretion, to accelerate the termination of any deferral period and the resulting payment and settlement of deferred amounts, with respect to an individual Participant or all Participants, without the consent of the affected Participants.

 

(b) Unfunded Status of Participant Rights.  Annual Incentive Awards, accounts, deferred amounts, and related rights of a Participant represent unfunded deferred compensation obligations of the Company for ERISA and federal income tax purposes and, with respect thereto, the Participant shall have rights no greater than those of an unsecured creditor of the Company.

 

(c) Nonexclusivity of the Program.  The adoption of this Program shall not be construed as creating any limitations on the power of the Board or Committee to adopt such other compensation arrangements as it may deem desirable for any Participant, or to pay other amounts as annual bonuses apart from the Program, whether under the Plan or otherwise.

 

(d) No Right to Continued Employment.  Neither the Program nor any action taken hereunder shall be construed as giving any employee the right to be retained in the employ of the Company or any of its subsidiaries or affiliates, nor shall it interfere in any way with the right of the Company or any of its subsidiaries or affiliates to terminate any employee’s employment at any time.

 

 

 

 

  

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(e) Severablity.  The invalidity of any provision of the Program or a document hereunder shall not be deemed to render the remainder of this Program or such document invalid.

 

Approved by the Compensation and Stock Option Committee on January 19, 2005;

Approved by the Independent members of the Board of Directors on January 20, 2005

Approved by the Compensation and Stock Option Committee on February 2, 2006

Approved by the Independent members of the Board of Directors on February 2, 2006

Approved by the Compensation Committee on January 24, 2007

Approved b y the Independent members of the Board of Directors on January 25, 2007

Approved by the Compensation Committee on March 23, 2007

Approved b y the Independent members of the Board of Directors on March 29, 2007

Approved by the Compensation Committee on September 19, 2007

Approved b y the Independent members of the Board of Directors on September 19, 2007

Approved by the Compensation Committee March 27, 2008

Approved by the Board of Directors March 28, 2008

Approved by the Compensation Committee March 26, 2009

  

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Compensation Committee Minutes March 26, 2009 and Board of Directors March 26, 2009

 

Annual Incentive Program - Designation of Fiscal 2010 Performance Period, Performance

 

Goal, and Annual Incentive Award Opportunities

 

In furtherance of Section 4 of the Annual Incentive Program (the “Program”), for the Company’s 2010 fiscal year (the “Fiscal 2010 Performance Period”) the Performance Goal, Award Opportunities, and participation shall be as set forth in this Designation.  Terms used in this Designation have the meanings defined in the Program.

 

Part I.                      Performance Goals and Award Opportunities for the Fiscal 2010

 

Performance Period

 

	
     (a)  

	
Nature of Performance Goals.  For the Fiscal 2010 Performance Period, the Performance Goals shall be based solely or in part on (a) corporate consolidated results (specifically, consolidated operating earnings before income taxes and non-cash interest expense determined pursuant to FSP APB 14-1 “Accounting for Convertible Debt Instruments that may be settled in cash upon Conversion (Including Partial Cash Settlements)”  and excluding extraordinary and non-recurring items including, without limitation, severance payments, store closing costs, business transformation costs, and related expenses (“Consolidated Operating Earnings”), as defined in the “Charming Shoppes, Inc. 2009 Budget Presentation”), (b) divisional operating profits before taxes and store occupancy expenses and excluding extraordinary and non-recurring items, including, without limitation, severance payments, store closing costs, business transformation costs and related expense (“Divisional Operating Profits”) as set forth in each divisions’ 2009 Annual Plan, (c) other division performance goals and (e) individual performance goals, all as more fully set forth in Schedules I and II hereto.  The specific Performance Goals and the Participants including all Executive Officers and other senior officers to whom they apply are set forth below and in Schedules I and II hereto.  The Performance Goals of other Participants shall be determined by the Chief Executive Officer and the Divisional President (to the extent applicable) in consultation with the Chief Financial Officer and the Executive Vice President - Human Resources of the Company (the “Authorized Officers”).  In furtherance of the foregoing:

 

	
Ø  

	
The Consolidated Operating Earnings Performance Goal for fiscal 2010 shall be a Minimum of $0 ( “Minimum”), a Target of $18,000,000, and a Maximum of $63,000,000.

	
Ø  

	
The Divisional Operating Profits Performance Goals for Fiscal 2010 for the divisions (the “Divisions”) including without limitation, Lane Bryant, Fashion Bug and Catherines and the respective Minimum, Target and Maximum levels of  Divisional Operating Profits are set forth in Schedule I hereto.

  

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An Annual Incentive Award Opportunity based on the achievement of the Consolidated Operating Earnings Performance Goal will be earned only if Consolidated Operating Earnings equal or exceed the specified Minimum Goal; and An Annual Incentive Award Opportunity based on Divisional Operating Profits and other divisional or individual performance goals will be earned only if the Divisional Operating Profits equals or exceeds the specified minimum level for the Performance Period for that division as set forth in Schedules I and II hereto.

	
  

	
(b)

	
Designation of Participants and Award Opportunity Terms.  Participants in the Program for the Fiscal 2010 Performance Period shall be executive officers, senior officers and other employees designated in Impact Levels 1 through 9 at the date hereof as more fully set forth in Schedule I hereto.  For each Participant in Impact Levels 1 through 9, for the Fiscal 2010 Performance Period, the Participant’s target Annual Incentive Award Opportunity, designated levels of achievement of the Company and Divisional Performance Goals, the weights accorded to Performance Goals, range of potential Annual Incentive Awards relating to the level of achievement of  Performance Goals, and other Award Opportunity terms are set forth on Schedule I and Schedule II hereto.

 

For  participants (a) Annual Incentive Awards achieved at the Minimum, Target and Maximum Performance Goals will be equal to varying percentages of the Annual Incentive Awards that would be payable on the achievement of a  Performance Goal at Target as more fully set forth in Schedules I and II hereto; and (b) achievement of a Performance Goal between the Minimum and Target and Maximum Performance Goals set forth on Schedule I hereto shall be determined as follows:  (i)  the achievement of Consolidated Operating Earnings  at Minimum and Division Operating Profits at Minimum, as the case may be,  will entitle payment of an Annual Incentive Award equal to the prescribed applicable percentage set forth in Schedule I of the Annual Incentive Award that would be payable on the achievement of the applicable  Performance Goal at Target;  (ii) the achievement of Consolidated Operating Earnings  at Target and Divisional Operating Profits at Target, as the case may be, will entitle payment of an Annual Incentive Award equal to the prescribed applicable percentage set forth in Schedule I of the Annual Incentive Award that is payable on the achievement of the applicable Performance Goal at Target; (iii) the achievement of Consolidated Operating Earnings  at Maximum and Divisional Operating Profits at Maximum, as the case may be, will entitle payment of an Annual Incentive equal to the prescribed applicable percentage of salary set forth in Schedule I for the achievement of the Maximum; and (iv)  Annual Incentive Awards based on the achievement of Performance Goals between Minimum and Target and between Target and Maximum will be determined on a pro-rata basis (i.e. interpolated) but in no event will an Annual Incentive Award be granted in excess of the prescribed applicable percentage of salary set forth in the Schedule I hereto for the achievement of the applicable Performance Goal at Maximum even if performance in excess of that level is achieved.

 

  

7

  

	
  

	
(c)

	
Adjustments to Performance Goals.  The Committee may determine in its discretion to adjust the Performance Goals specified in (a) above (except as limited by the 2003 Plan and the Program).

 

Part II.                      Foreign Participants

 

Other provisions hereof notwithstanding, the Chief Executive Officer of the Company may modify any Annual Incentive Award Opportunity or Annual Incentive Award granted to any Participant in order to comply with local laws or customs in any jurisdiction other than the United States applicable to such Participant.

  

8

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