(4) | Mr. Wong’s AIP target, threshold and maximum payouts were originally denominated in CNY. For purposes of this table, amounts have been converted from CNY to USD by using the exchange rate of 0.140934, which was in effect as of September 30, 2022. |
(5) | Dr. Benade’s AIP target, threshold and maximum payouts were originally denominated in EUR. For purposes of this table, amounts have been converted from EUR to USD by using the exchange rate of 0.983500, which was in effect as of September 30, 2022. |
Narrative Description to the Summary Compensation Table and Grants of Plan-Based Awards Table
Employment Agreements
We have entered into offer letters with each of our NEOs (and an employment agreement with Dr. Benade) (collectively, the “Employment Agreements”). Under the Employment Agreements, which do not have fixed durations, Messrs. Wallace’s, Di Bert’s, Eperjesy’s and Wong’s, Dr. Benade’s and Mses. Powers’ and Radtke’s initial base salaries were set at $950,000, $700,000, $585,000, 3,300,000 CNY, €475,000, $525,000 and $450,000, respectively. At the time the Employment Agreements were entered into, Messrs. Wallace, Di Bert, Eperjesy and Wong, Dr. Benade and Mses. Powers and Radtke were eligible to participate in the AIP with target opportunities of 100%, 100%, 80%, 40%, 50%, 60% and 60% of base salary, respectively. For 2020, Mr. Eperjesy’s AIP bonus was guaranteed at $240,000 and Ms. Radtke’s AIP bonus was guaranteed at $200,000.
In addition, the Employment Agreements provide for (i) participation in the Executive LTIP, the terms of which are described under “—Clarios International LP Executive Long-Term Incentive Plan” above, (ii) for Mr. Wallace, a one-time after-tax lump sum cash bonus of $500,000, which was paid upon the successful completion of Mr. Wallace’s first 30 days of service, (iii) for Mr. Eperjesy, one-time after-tax lump sum cash bonuses of $80,000 and $820,000, which were paid on the first pay date following Mr. Eperjesy’s start date and upon the successful completion of 6 months of service, respectively, (iv) for Dr. Benade, one-time lump sum cash bonuses of €100,000, €125,000 and €150,000, paid on December 31, 2021, December 31, 2022 and December 31, 2023, respectively, (v) for Ms. Powers, one-time after-tax lump sum cash bonuses of $950,000 and $125,000, paid in the first pay period following Ms. Powers’ start date and in December 2022, respectively and (vi) for Ms. Radtke, a one-time sign-on bonus of $195,000. Finally, the Employment Agreements provide for certain benefits and perquisites, including (i) other than for Mr. Wong and Dr. Benade, participation in the Deferred Compensation Plan, the terms of which are described under “Retirement Benefits” above, (ii) other than for Mr. Wong and Dr. Benade, relocation benefits, participation in our Flexible Perquisite Program, participation in our management car allowance program with a $15,000 per year car allowance, and participation in our 401(k) Plan, (iii) for Mr. Di Bert, an after-tax amount of $50,000 payable each year until he is eligible to participate in our 401(k) Plan, an after-tax annual allowance of $50,000 to cover travel and living expenses, payable until Mr. Di Bert’s relocation to the Milwaukee area, and up to $10,000 for reimbursement of legal fees in connection with the negotiation of his Employment Agreement, (iv) for Mr. Wong, a housing allowance of 69,700 CNY per month and a pension allowance of 45,500 CNY per month, (v) for Dr. Benade, a pension allowance of €2,659 per month, (vi) for Mr. Wong and Dr. Benade, access to a company car and (vii) for all of our NEOs, four weeks (or, for Dr. Benade, six weeks) of vacation per year.
In the event of a termination of Messrs. Wallace’s, Di Bert’s or Eperjesy’s or Mses. Powers’ or Radtke’s employment by us without Cause or Messrs. Wallace’s or Di Bert’s resignation for Good Reason (each as defined in the applicable Employment Agreement), Messrs. Wallace, Di Bert or Eperjesy or Mses. Powers or Radtke, as applicable, are entitled to receive the following severance payments and benefits under their Employment Agreements: (i) a lump-sum cash payment equal to (x) 1.5 times for Mr. Wallace and (y) 1 times for Messrs. Di Bert and Eperjesy and Mses. Powers and Radtke, in each case, the sum of their then-current base salary and target annual bonus, (ii) (x) 1.5 years for Mr. Wallace and (y) 1 year for Messrs. Di Bert or Eperjesy, in each case, of health and welfare benefit continuation at then current employee contribution levels (and, for Ms. Powers, health and welfare benefit continuation to the extent provided under the Severance Policy (as described below)), (iii) any earned but unpaid prior year’s bonus and (iv) other than for Mr. Di Bert, 1 year of senior
130