Wisconsin Long Term Incentive Compensation Plan of A.M. Castle and Co.

• Category: Corporations - Public - Incentive Compensation Plans
• State: Multi-State
• Control #: US-CC-20-181
• Format: Word; Rich Text

Description

20-181 20-181 . . . Long Term Incentive Compensation Plan under which Human Resources Committee designates employees who will be participants in Plan and establishes Maximum Award Percentage with respect to each participant for each three year performance cycle. Each participant is entitled to a Performance Award if annual compounded total return (based upon stock appreciation and deemed reinvestment of dividends) on corporation common stock for that performance cycle equals or exceeds 1.5% plus annual compounded total return on common stock of Standard & Poor's 500 Industrials for such period. A participant's Performance Award for a performance cycle is amount equal to product of (a) participant's base salary multiplied by (b) his Maximum Award Percentage multiplied by (c) applicable Attainment Percentage for that performance cycle The Wisconsin Long Term Incentive Compensation Plan is a program offered by the company A.M. Castle and Co., designed to incentivize and reward their employees over an extended period of time. This plan aims to drive employee engagement, enhance retention, and align the interests of employees with the long-term success of the company. As an integral part of A.M. Castle and Co.'s compensation strategy, this plan is carefully structured to motivate employees to perform at their best, contribute to the company's growth, and drive shareholder value. It offers participants additional financial benefits beyond their regular compensation, based on individual, team, or company performance metrics. The Wisconsin Long Term Incentive Compensation Plan comprises several types, uniquely tailored to meet the specific needs and goals of both the company and its employees. These variations include: 1. Performance Shares: These are performance-based equity awards tied to specified targets, such as revenue growth, profitability, or other strategic milestones. Employees earn shares based on their ability to meet or exceed the established performance goals. 2. Restricted Stock Units (RSS): RSS are granted to employees as a form of ownership in the company. These units may vest over time, aligning the employee's financial interests with the long-term success of the company. Upon vesting, RSS are converted into actual shares of stock. 3. Stock Options: Stock options grant employees the right to purchase company stock at a predetermined price, known as the exercise price. This provides employees with an opportunity to benefit from the appreciation of the company's stock price over time. 4. Cash Bonuses: In addition to equity-based incentives, the Wisconsin Long Term Incentive Compensation Plan may include cash bonuses tied to specific performance measures. These bonuses are meant to recognize exceptional individual or team achievements, fostering a culture of superior performance. 5. Multi-Year Performance Plans: This type of plan spans multiple years, typically set for a three to five-year performance period. It aligns the employee's compensation with long-term corporate goals, emphasizing sustained value creation and consistent performance. The Wisconsin Long Term Incentive Compensation Plan of A.M. Castle and Co. is designed to provide a comprehensive and flexible framework for motivating employees and driving their commitment to the company's success. By utilizing a combination of performance-based equity awards, cash bonuses, and multi-year plans, the company aims to foster a high-performance culture while retaining top talent within its workforce.

The Wisconsin Long Term Incentive Compensation Plan is a program offered by the company A.M. Castle and Co., designed to incentivize and reward their employees over an extended period of time. This plan aims to drive employee engagement, enhance retention, and align the interests of employees with the long-term success of the company. As an integral part of A.M. Castle and Co.'s compensation strategy, this plan is carefully structured to motivate employees to perform at their best, contribute to the company's growth, and drive shareholder value. It offers participants additional financial benefits beyond their regular compensation, based on individual, team, or company performance metrics. The Wisconsin Long Term Incentive Compensation Plan comprises several types, uniquely tailored to meet the specific needs and goals of both the company and its employees. These variations include: 1. Performance Shares: These are performance-based equity awards tied to specified targets, such as revenue growth, profitability, or other strategic milestones. Employees earn shares based on their ability to meet or exceed the established performance goals. 2. Restricted Stock Units (RSS): RSS are granted to employees as a form of ownership in the company. These units may vest over time, aligning the employee's financial interests with the long-term success of the company. Upon vesting, RSS are converted into actual shares of stock. 3. Stock Options: Stock options grant employees the right to purchase company stock at a predetermined price, known as the exercise price. This provides employees with an opportunity to benefit from the appreciation of the company's stock price over time. 4. Cash Bonuses: In addition to equity-based incentives, the Wisconsin Long Term Incentive Compensation Plan may include cash bonuses tied to specific performance measures. These bonuses are meant to recognize exceptional individual or team achievements, fostering a culture of superior performance. 5. Multi-Year Performance Plans: This type of plan spans multiple years, typically set for a three to five-year performance period. It aligns the employee's compensation with long-term corporate goals, emphasizing sustained value creation and consistent performance. The Wisconsin Long Term Incentive Compensation Plan of A.M. Castle and Co. is designed to provide a comprehensive and flexible framework for motivating employees and driving their commitment to the company's success. By utilizing a combination of performance-based equity awards, cash bonuses, and multi-year plans, the company aims to foster a high-performance culture while retaining top talent within its workforce.