Purpose and Effective Date. The purpose of the TeleCommunication Systems Deferred Compensation Plan (“Plan”) is to aid TeleCommunication Systems and its subsidiaries in retaining and attracting executive employees by providing them with tax deferred savings opportunities. This voluntary nonqualified Plan provides a select group of management or highly compensated employees within the meaning of Sections 201(2), 301(a)(3) and 401(a)(1) of the Employee Retirement Income Security Act of 1974, as amended (ERISA) of TeleCommunication Systems with the opportunity to elect to defer receipt of specified portions of compensation, and to have these deferred amounts treated as if invested in specified hypothetical investment benchmarks. The Plan is intended to conform to the requirements of Code §409A. The Plan shall be effective December 1, 2008, and deferral elections made hereunder shall be effective on or after December 1, 2008.
Purpose and Effective Date. The purpose of the Monarch Bank Supplemental Executive Retirement Plan (the “Plan”) is to attract and retain the services of executive employees whose judgment, abilities and experience contribute to the financial success of the Monarch Bank (the “Bank”). The Plan is intended to be a non-qualified deferred compensation plan within the meaning of Internal Revenue Code Section 409A and an arrangement exempt from the participation, funding and fiduciary responsibility provisions of the Employee Retirement Income Security Act of 1974, as amended. The Bank has determined that the benefits to be paid to Participants under this Plan constitute reasonable compensation for the services rendered and to be rendered by the Participants. The effective date of this Plan is January 1, 2011.
Purpose and Effective Date. Bonanza Creek Energy, Inc. (the “Company”) has adopted this Amended and Restated Executive Change in Control and Severance Benefit Plan (this “Plan”) to provide for the payment of severance or change in control benefits to Eligible Individuals (as defined below). The Plan was approved by the Board of Directors of the Company (the “Board”) to be effective as of November 6, 2014 (the “Effective Date”).
Purpose and Effective Date. The bonus program, effective as of January 1, 2008, shall be known as the DDi Corp. 2008 Senior Management Bonus Program (the “Bonus Program”). It is a performance-based bonus program for the benefit of a select group of employees of (a) DDi Corp., a Delaware corporation (“DDi Corp.”); (b) Dynamic Details, Incorporated, a California corporation and DDi Corp.’s principal operating North American subsidiary (“Dynamic Details”); and (c) any of the other North American subsidiaries of DDi Corp. who are selected for participation as provided herein (“Participants”). The Bonus Program is intended to qualify as a compensation or bonus plan that is exempt from the application of the Employee Retirement Income Security Act of 1974, as amended, by reason of Section 3 of such Act. Unless otherwise noted, the term the “Company” shall refer to DDi Corp. and/or any of its North American subsidiaries, as applicable.
Purpose and Effective Date. The purpose of this Supplemental Executive Retirement Plan (hereinafter the “Plan”) is to provide supplemental retirement benefits for certain key employees of COLUMBIA STATE BANK (hereinafter “Bank” or “Employer”), a bank organized and existing under the laws of the state of Washington. It is intended that the Plan will aid in retaining and attracting individuals of exceptional ability by providing them with these benefits. This Columbia State Bank Supplemental Executive Retirement Plan Agreement (hereinafter “Agreement”) is made and entered into effective as of June 1, 2013, by and between Columbia State Bank (hereinafter “Bank” or “Employer”) and Clinton E. Stein (hereinafter “Executive” or “Participant”). WHEREFORE, the Bank and Executive hereby agree to the following;
Purpose and Effective Date. The purpose of this Executive Officer Stock Ownership Policy (this “Policy”) is to encourage “executive officers” as defined under Section 16 of the Securities Exchange Act of 1934, as amended (the “Executive Officers”) of BJ’s Wholesale Club, Inc. (the “Company”), to remain invested in the performance of the Company and the Company’s common stock, par value $0.01 per share (the “Common Stock”), and to more closely align the interests of the Executive Officers with those of the Company’s shareholders. This Policy is designed to aid the Company in attracting and retaining those persons whose abilities, experience and judgment can contribute to maximizing stockholder value. This Policy shall become effective upon the consummation of an initial public offering of the Company’s Common Stock and if such an initial public offering does not occur on or prior to December 31, 2018 this policy shall be void ab initio.
Purpose and Effective Date 1.1Purpose. The Baxter International Inc. Directors’ Deferred Compensation Plan (the “Plan”) has been adopted by Baxter International Inc. (“Baxter”). The Plan is intended to help Baxter retain the services of qualified individuals to serve as outside members of its Board of Directors by offering them the opportunity to defer payment of their retainers and directors’ fees through an unfunded deferred compensation arrangement. 1.2Effective Date. The original effective date of this Plan was July 1, 2003. The Plan was amended and restated in its entirety effective January 1, 2005 and January 1, 2009. The 2009 restatement amended the Plan to comply with the final regulations issued by the Internal Revenue Service to implement the requirements of §409A of the Internal Revenue Code (the “Code”), and provided that the amendments to the Plan (including without limitation Section 2.10(b) and 5.2(A)) permitting a Participant to make certain distribution elections, or changes to distribution elections previously made, prior to January 1, 2009, in accordance with the transitional rules set forth in IRS Notice 2007-86, were effective on the date approved by the Compensation Committee; and provided further than any provision of the amendment and restatement that reflected the manner in which the Plan had been administered in compliance with §409A since January 1, 2005, was, to the extent required by §409A, effective as of January 1, 2005. The Plan is being amended again to provide for certain limitations on various investment alternatives, effective January 1, 2018.
Purpose and Effective Date. The purpose of The Dow Chemical Company Elective Deferral Plan (“Plan”) is to aid The Dow Chemical Company and its subsidiaries in retaining and attracting executive employees by providing them with tax deferred savings opportunities. The Plan provides a select group of management and highly compensated employees, within the meaning of Sections 201(2), 301(a)3 and 401(a)(1) of the Employee Retirement Income Security Act of 1974, as amended (ERISA) and therefore exempt from Parts 2, 3, and 4 of Title I of ERISA, of The Dow Chemical Company with the opportunity to elect to defer receipt of specified portions of compensation, and to have these deferred amounts treated as if invested in specified Hypothetical Investment Benchmarks. The Plan shall be effective for deferral elections made hereunder on or after January 1, 2001. The benefits provided under the Plan shall be provided in consideration for services to be performed after the effective date of the Plan, but prior to the executive’s retirement.Effective December 15, 1994, The Dow Chemical Company originally adopted The Dow Chemical Company Elective Deferral Plan. Minor amendments were made to the Plan on December 11, 1997. On October 19, 2000 The Dow Chemical Company amended and restated the Plan, to be effective as of January 1, 2001, to read as set forth in this Plan document. Minor amendments to the restated Plan were made on December 11, 2000, September 10, 2001, October 4, 2001, September 9, 2002, December 2, 2002, February 3, 2003, April 7, 2003, July 7, 2003, August 4, 2003 and December 10, 2003. The Dow Chemical Company again restated the Plan on August 6, 2004, effective as of January 1, 2001, in order to clarify certain provisions of the Plan. Minor amendments to the restated Plan were made on October 7, 2004. Effective September 1, 2006 and January 1, 2007, The Dow Chemical Company amended the Plan to change the Hypothetical Investment Benchmarks.
Purpose and Effective Date. ARRIS Group, Inc. (the “Company”) has established this 2008 Stock Incentive Plan (the “Plan”) to facilitate the retention and continued motivation of key employees, consultants and directors and to align more closely their interests with those of the Company and its stockholders. The effective date of the Plan shall be the date it is approved by the stockholders of the Company (the “Effective Date”). No grants shall be made under this Plan subsequent to ten (10) years after the Effective Date. This Plan will have no impact on the Company’s existing stock incentive plans or the awards outstanding thereunder.
Purpose and Effective Date. The Wilmington Trust Corporation Supplemental Executive Retirement Plan is the former Wilmington Trust Company Supplemental Executive Retirement Plan as amended and adopted by Wilmington Trust Corporation. The purpose of this Plan is to provide supplemental retirement benefits to certain senior management officers of the Company selected for Membership by the Company’s Board of Directors. Benefits provided by this Plan are intended to supplement benefits provided by the Wilmington Trust Pension Plan. This Plan is intended to be an Excess Benefit Plan as defined in Section 3(36) of the Employee Retirement Income Security Act of 1974 (“ERISA”) to the extent that it provides benefits for selected employees in excess of the limitations on contributions and benefits imposed by section 415 of the Internal Revenue Code of 1986 on plans to which that section applies. To the extent that the Plan is not an Excess Benefit Plan, this Plan is an unfunded deferred compensation plan for a select group of management or highly-compensated employees of the Company within the meaning of Sections 201(2), 301(a) and 401(a) of ERISA. This Plan and its attendant Trust were effective January 1, 1989 and the Plan has been amended from time to time. This amendment and restatement is effective as of January 1, 2010.