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

• Category: Corporations - Public - Incentive Compensation Plans
• State: Multi-State
• County: Broward
• 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 Broward Florida Long Term Incentive Compensation Plan of A.M. Castle and Co. is a comprehensive program designed to incentivize and reward employees of the company for their long-term commitment, performance, and contributions. This compensation plan is implemented in Broward County, Florida, where A.M. Castle and Co. has a significant presence. The Broward Florida Long Term Incentive Compensation Plan consists of multiple types tailored to meet the varying needs and objectives of employees at different levels within the organization. These plans are: 1. Executive Level Incentive Plan: This plan is specifically designed for executives and senior management personnel of A.M. Castle and Co. It includes performance-based grants, stock options, restricted stock units (RSS), or other equity-based incentives aimed at aligning their interests with the long-term success of the company. 2. Management Level Incentive Plan: This plan is aimed at middle managers, department heads, and supervisors within the organization. It may include a combination of cash bonuses, performance shares, or stock appreciation rights (SARS) based on predetermined performance metrics and goals. 3. Employee Level Incentive Plan: This plan targets non-management and non-executive employees within A.M. Castle and Co. It may offer cash bonuses, profit-sharing, employee stock purchase plans (ESPN), or other incentives based on individual or team performance, length of service, or other specific criteria. 4. Division/Department Specific Incentive Plan: A.M. Castle and Co. may also design specific plans tailored for certain divisions or departments within the organization. These plans may have unique goals and measures that align with the nature of work and objectives of those specific areas. The Broward Florida Long Term Incentive Compensation Plan seeks to drive employee engagement and retention, foster a performance-oriented culture, and reward excellence across all levels of the organization. By utilizing these various types of plans, A.M. Castle and Co. aims to motivate its employees to contribute to the company's long-term growth and success. Keywords: Broward Florida, Long Term Incentive Compensation Plan, A.M. Castle and Co., executive level, management level, employee level, division-specific, department-specific, performance-based grants, stock options, restricted stock units, equity-based incentives, cash bonuses, performance shares, stock appreciation rights, profit-sharing, employee stock purchase plans, engagement, retention, performance-oriented culture, long-term growth.

The Broward Florida Long Term Incentive Compensation Plan of A.M. Castle and Co. is a comprehensive program designed to incentivize and reward employees of the company for their long-term commitment, performance, and contributions. This compensation plan is implemented in Broward County, Florida, where A.M. Castle and Co. has a significant presence. The Broward Florida Long Term Incentive Compensation Plan consists of multiple types tailored to meet the varying needs and objectives of employees at different levels within the organization. These plans are: 1. Executive Level Incentive Plan: This plan is specifically designed for executives and senior management personnel of A.M. Castle and Co. It includes performance-based grants, stock options, restricted stock units (RSS), or other equity-based incentives aimed at aligning their interests with the long-term success of the company. 2. Management Level Incentive Plan: This plan is aimed at middle managers, department heads, and supervisors within the organization. It may include a combination of cash bonuses, performance shares, or stock appreciation rights (SARS) based on predetermined performance metrics and goals. 3. Employee Level Incentive Plan: This plan targets non-management and non-executive employees within A.M. Castle and Co. It may offer cash bonuses, profit-sharing, employee stock purchase plans (ESPN), or other incentives based on individual or team performance, length of service, or other specific criteria. 4. Division/Department Specific Incentive Plan: A.M. Castle and Co. may also design specific plans tailored for certain divisions or departments within the organization. These plans may have unique goals and measures that align with the nature of work and objectives of those specific areas. The Broward Florida Long Term Incentive Compensation Plan seeks to drive employee engagement and retention, foster a performance-oriented culture, and reward excellence across all levels of the organization. By utilizing these various types of plans, A.M. Castle and Co. aims to motivate its employees to contribute to the company's long-term growth and success. Keywords: Broward Florida, Long Term Incentive Compensation Plan, A.M. Castle and Co., executive level, management level, employee level, division-specific, department-specific, performance-based grants, stock options, restricted stock units, equity-based incentives, cash bonuses, performance shares, stock appreciation rights, profit-sharing, employee stock purchase plans, engagement, retention, performance-oriented culture, long-term growth.