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

• Category: Corporations - Public - Incentive Compensation Plans
• State: Multi-State
• County: Maricopa
• 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 Maricopa Arizona Long Term Incentive Compensation Plan of A.M. Castle and Co. is a comprehensive reward program offered to employees based in Maricopa, Arizona. Designed to motivate and retain talented professionals, this plan provides long-term incentives as a means of recognizing their contributions to the company's growth and success. The Maricopa Arizona Long Term Incentive Compensation Plan of A.M. Castle and Co. includes various types of incentives, each tailored to different employee roles and levels within the organization. Some key types of incentives offered under this program are: 1. Stock Options: Under this plan, eligible employees are granted the opportunity to purchase company stock at a predetermined price, known as the exercise price. Over a specific vesting period, the employee has the right to exercise these options, potentially benefiting from the appreciation in the stock's value. 2. Restricted Stock Units (RSS): With RSS, employees are awarded a certain number of shares in the company, often subject to a vesting period. Once the vesting conditions are met, the employee receives ownership of the shares or their cash value equivalent. 3. Performance-Based Cash Incentives: This component of the plan rewards employees based on their individual and/or company performance achievements. It can include metrics such as revenue growth, cost reduction, customer satisfaction levels, or other key performance indicators. 4. Performance Share Units (Plus): Plus are similar to RSS but are tied to specific performance goals established by the company. Once the performance targets are achieved, employees receive shares or their cash value counterpart. 5. Long-Term Cash Incentives: These incentives are typically designed for key executives and are a form of deferred compensation. It establishes a payout structure over an extended period, aligning the interests of the executives with the long-term success of the company. The Maricopa Arizona Long Term Incentive Compensation Plan of A.M. Castle and Co. serves as a valuable tool to attract, retain, and motivate top talent. By offering a combination of stock-based rewards, performance-based incentives, and cash compensation, this plan effectively aligns the interests of employees with the company's overall objectives. These incentives ultimately contribute to the growth and profitability of both the individuals and A.M. Castle and Co. as a whole, fostering a mutually beneficial relationship.

The Maricopa Arizona Long Term Incentive Compensation Plan of A.M. Castle and Co. is a comprehensive reward program offered to employees based in Maricopa, Arizona. Designed to motivate and retain talented professionals, this plan provides long-term incentives as a means of recognizing their contributions to the company's growth and success. The Maricopa Arizona Long Term Incentive Compensation Plan of A.M. Castle and Co. includes various types of incentives, each tailored to different employee roles and levels within the organization. Some key types of incentives offered under this program are: 1. Stock Options: Under this plan, eligible employees are granted the opportunity to purchase company stock at a predetermined price, known as the exercise price. Over a specific vesting period, the employee has the right to exercise these options, potentially benefiting from the appreciation in the stock's value. 2. Restricted Stock Units (RSS): With RSS, employees are awarded a certain number of shares in the company, often subject to a vesting period. Once the vesting conditions are met, the employee receives ownership of the shares or their cash value equivalent. 3. Performance-Based Cash Incentives: This component of the plan rewards employees based on their individual and/or company performance achievements. It can include metrics such as revenue growth, cost reduction, customer satisfaction levels, or other key performance indicators. 4. Performance Share Units (Plus): Plus are similar to RSS but are tied to specific performance goals established by the company. Once the performance targets are achieved, employees receive shares or their cash value counterpart. 5. Long-Term Cash Incentives: These incentives are typically designed for key executives and are a form of deferred compensation. It establishes a payout structure over an extended period, aligning the interests of the executives with the long-term success of the company. The Maricopa Arizona Long Term Incentive Compensation Plan of A.M. Castle and Co. serves as a valuable tool to attract, retain, and motivate top talent. By offering a combination of stock-based rewards, performance-based incentives, and cash compensation, this plan effectively aligns the interests of employees with the company's overall objectives. These incentives ultimately contribute to the growth and profitability of both the individuals and A.M. Castle and Co. as a whole, fostering a mutually beneficial relationship.