0001104659-24-065589.txt : 20240528 0001104659-24-065589.hdr.sgml : 20240528 20240528161501 ACCESSION NUMBER: 0001104659-24-065589 CONFORMED SUBMISSION TYPE: 8-K PUBLIC DOCUMENT COUNT: 18 CONFORMED PERIOD OF REPORT: 20240521 ITEM INFORMATION: Departure of Directors or Certain Officers; Election of Directors; Appointment of Certain Officers: Compensatory Arrangements of Certain Officers ITEM INFORMATION: Financial Statements and Exhibits FILED AS OF DATE: 20240528 DATE AS OF CHANGE: 20240528 FILER: COMPANY DATA: COMPANY CONFORMED NAME: WASHINGTON TRUST BANCORP INC CENTRAL INDEX KEY: 0000737468 STANDARD INDUSTRIAL CLASSIFICATION: STATE COMMERCIAL BANKS [6022] ORGANIZATION NAME: 02 Finance IRS NUMBER: 050404671 STATE OF INCORPORATION: RI FISCAL YEAR END: 1231 FILING VALUES: FORM TYPE: 8-K SEC ACT: 1934 Act SEC FILE NUMBER: 001-32991 FILM NUMBER: 24991979 BUSINESS ADDRESS: STREET 1: 23 BROAD ST CITY: WESTERLY STATE: RI ZIP: 02891 BUSINESS PHONE: 4013481200 MAIL ADDRESS: STREET 1: 23 BROAD STREET CITY: WESTERLY STATE: RI ZIP: 02891 8-K 1 tm2415674d1_8k.htm FORM 8-K
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UNITED STATES

SECURITIES AND EXCHANGE COMMISSION

Washington, D.C. 20549

 

 

FORM 8-K

 

CURRENT REPORT

 

Pursuant to Section 13 or 15(d) of 

the Securities Exchange Act of 1934

 

Date of Report (Date of earliest event reported): May 21, 2024

 

WASHINGTON TRUST BANCORP, INC.

(Exact Name of Registrant as Specified in Charter)

 

Rhode Island   001-32991   05-0404671
(State or other jurisdiction of incorporation)   (Commission File Number)   (IRS Employer Identification No.)

 

23 Broad Street    
Westerly, Rhode Island   02891
(Address of principal executive offices)   (Zip Code)

 

(401) 348-1200

(Registrant’s telephone number, including area code)

 

N/A

(Former name or address, if changed from last report)

 

Check the appropriate box below if the Form 8-K filing is intended to simultaneously satisfy the filing obligation of the registrant under any of the following provisions:

 

¨ Written communications pursuant to Rule 425 under the Securities Act (17 CFR 230.425)

 

¨ Soliciting material pursuant to Rule 14a-12 under the Exchange Act (17 CFR 240.14a-12)

 

¨ Pre-commencement communications pursuant to Rule 14d-2(b) under the Exchange Act (17 CFR 240.14d-2(b))

 

¨ Pre-commencement communications pursuant to Rule 13e-4(c) under the Exchange Act (17 CFR 240.13e-4(c))

 

Indicate by check mark whether the registrant is an emerging growth company as defined in Rule 405 of the Securities Act of 1933 (§230.405 of this chapter) or Rule 12b-2 of the Securities Exchange Act of 1934 (§240.12b-2 of this chapter).

 

Emerging growth company   ¨

 

If an emerging growth company, indicate by check mark if the registrant has elected not to use the extended transition period for complying with any new or revised financial accounting standards provided pursuant to Section 13(a) of the Exchange Act. ¨

 

 

 

 

 

 

Item 5.02 Departure of Directors of Certain Officers; Election of Directors; Appointment of Certain Officers; Compensatory Arrangements of Certain Officers.

 

On May 21, 2024, the Compensation & Human Resources Committee (the “Committee”) of the Board of Directors of Washington Trust Bancorp, Inc. (the “Corporation”) and the Corporation’s subsidiary bank, The Washington Trust Company, of Westerly (the “Bank”) approved the suspension for 2024 of the Corporation’s Annual Performance Plan for certain executives including all executive officers of the Corporation and the Bank and adopted the 2024 Executive Bonus Plan (the “Executive Bonus Plan”) for calendar year 2024 only.

 

The Executive Bonus Plan, which is for executives designated as Executive Vice President or higher on January 1, 2024, will create a bonus pool which will be funded based on the Corporation’s net income performance and awards will be allocated to each participant based upon individual performance and contribution to the Corporation’s success. Target incentive levels are based upon the participating executive’s position. The maximum incentive payment will be 150% of target for each participant. Performance goals will be established by the Committee. Performance results will be based on GAAP earnings consistent with publicly released results. Executive Bonus Plan awards, which may be made to an executive in cash and/or equity, are intended to be performance-based awards granted under, and subject to the requirements of, Section 10 of the Washington Trust Bancorp, Inc. 2022 Long Term Incentive Plan. The Corporation intends that the Executive Bonus Plan and all payments under the plan will be exempt from Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”). The foregoing description of the Executive Bonus Plan is not complete and is qualified in its entirety by reference to Executive Bonus Plan, which is filed as Exhibit 10.1 hereto and incorporated herein by reference.

 

Also on May 21, 2024, the Committee approved changes to the Wealth Management Business Building Incentive Plan (the “Business Building Incentive Plan”), a cash incentive plan which covers certain wealth management executives, including the Chief Wealth Management Officer. The Business Building Incentive Plan supersedes all previous similar plans provided for the participants. Target incentive levels are based upon the participating executive’s position. The maximum incentive payment will be 150% of target for each participant. Performance goals will be established by the Committee. Performance will be measured based on targets for new business, lost business, pre-tax earnings, and revenue. Regardless of the actual award levels determined by the plan parameters, the Committee may reduce the size of any award. The Corporation intends that the Business Building Incentive Plan and all payments under the plan will be exempt from Section 409A of the Code. The foregoing description of the Business Building Incentive Plan is not complete and is qualified in its entirety by reference to Business Building Incentive Plan, which is filed as Exhibit 10.2 hereto and incorporated herein by reference.

 

Item 9.01 Financial Statements and Exhibits.

 

  (d) Exhibits.    
         
    Exhibit No.   Exhibit
         
    10.1   2024 Executive Bonus Plan
         
    10.2   Wealth Management Business Building Incentive Plan
         
    104   Cover Page Interactive Data File (embedded within the Inline XBRL document)

 

 

 

 

SIGNATURES

 

Pursuant to the requirements of the Securities Exchange Act of 1934, as amended, the Registrant has duly caused this report to be signed on its behalf by the undersigned thereunto duly authorized.

 

    WASHINGTON TRUST BANCORP, INC.
     
Date: May 28, 2024 By: /s/ Ronald S. Ohsberg
      Ronald S. Ohsberg
      Senior Executive Vice President, Chief Financial Officer and Treasurer

 

 

 

 EX-10.1 2 tm2415674d1_ex10-1.htm EXHIBIT 10.1

 

Exhibit 10.1

 

 

 

2024 Executive Bonus Plan

 

The Executive Bonus Plan (the “EBP” or the “Plan”) has been established to achieve the objectives of Washington Trust Bancorp, Inc. and its subsidiaries (the “Corporation”) while rewarding executives commensurate with individual performance and their combined contribution to the success of the Corporation. The EBP will be in effect for calendar year 2024 only.

 

It is expected that the program will:

 

1.Effectively motivate executives to contribute to corporate profitability.

 

2.Attract and retain a highly qualified workforce.

 

Eligibility

 

Participants of the Plan are all executives designated as Executive Vice President or higher on January 1, 2024.

 

Employees who participate in this plan will not be eligible to participate in the Annual Performance Plan in 2024.

 

Target Incentive Opportunity and Bonus Pool

 

A target Bonus Pool will be established based on each participant’s target incentive opportunity which will be based upon a percentage of each participant’s total regular earnings for the year. Such percentages will be set based upon position.

 

The Bonus Pool will be funded based on the Corporation’s Net Income performance. Once the available Bonus Pool is determined, awards will be allocated to each participant based upon individual performance and contribution to the Corporation’s success. Awards may be made in cash or equity, or any combination thereof. Equity grants will be further subject to time-based vesting.

 

Performance goals will be established by the Compensation and Human Resources Committee of the Board of Directors (the “CHRC”). Achievement of the Tier One Target goal will result in an incentive pool equal to the target incentive for each participant. Achievement of the Tier Two goal will result in an incentive pool equal to maximum incentive (i.e., 150% of target) for each participant.

 

Performance results will be based on GAAP earnings consistent with publicly released results. The CHRC will have the discretion to further modify goals or results (i) in the event of, or in anticipation of, any unusual or extraordinary corporate item, transaction, event or development; (ii) in recognition of, or in anticipation of, any other unusual or nonrecurring events affecting the Corporation or the financial statements of the Corporation; or (iii) in response to, or in anticipation of, changes in applicable laws, regulations, accounting principles, or business conditions. This would include, but is not limited, one-time acquisition-related expenses and impact of stock repurchases, if applicable, to the extent such impact was not a factor in setting the original goals.

 

 

 

Payouts

 

The CHRC will evaluate corporate and individual performance and as appropriate may exercise negative discretion to align the payouts with actual levels of performance. In no circumstance will the payouts exceed the pool allowed under the Plan. Similarly, no upward adjustment to any award is allowed.

 

Awards made to participants under the EBP are intended to be performance-based awards granted under Section 10 of the Washington Trust Bancorp, Inc. 2022 Long Term Incentive Plan and are subject to the requirements of such plan.

 

Administrative Details

 

§The Board of Directors has delegated responsibility to the CHRC for (a) establishing the terms of the Plan including target payout levels and the relationship of target payout levels to target profitability measures; and (b) authorizing individual awards.

 

§The CHRC shall rely on the independent directors of the Board to assess the performance of the CEO, and will consider this assessment in determining compensation for the CEO. The CEO will present an assessment of the performance of the COO and other Executive Officers and senior managers, and the Committee will consider this assessment in determining compensation for these employees.

 

§Payments under this Plan are subject to the Washington Trust Bancorp, Inc. Incentive Compensation Clawback and Forfeiture Policy which, among other things, requires executive officers to reimburse the Corporation for any plan payment that would not have been earned if the Corporation is required to prepare an accounting restatement due to the material noncompliance with any financial reporting requirement under Federal securities laws. Further, participants who are not executive officers also may be required to reimburse the Corporation for any Plan payment that would not have been earned based on the restated financial results.

 

§Regardless of the actual award levels determined under the Plan’s parameters, the CHRC reserves the right to modify any award downward. Any unpaid amounts will not be carried forward to the next year and there is no requirement to expend the entire bonus pool.

 

§Incentive compensation will be paid as soon as practicable after final results can be quantified, but in no event later than March 15, 2025. Participants must be active employees or retirees of The Washington Trust Company on December 31, 2024 in order to qualify for payment. For this purpose, a “retiree” is a participant who has terminated employment with the Corporation or a Subsidiary after attaining age 65 or after attaining age 55 with at least ten years of service. Participants who terminate employment with the Corporation (for reasons other than retirement) prior to December 31, 2024 will not be eligible to receive any payment from the Plan. Employees who retire from eligible status will be eligible for a pro-rated payment payable after final results can be quantified. All post-employment payments are at the discretion of the CHRC in consultation with Executive Management. The Corporation intends that this Plan and all payments hereunder will be exempt from Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”) as “short term deferrals.” To the extent that any provision of this Plan is ambiguous as to its exemption from Section 409A of the Code, the provision shall be read in a manner consistent with such intent.

 

§This is not a tax qualified plan, which means that all payments are subject to ordinary taxation.

 

§An individual is expected to be forthright and honest with regard to all items submitted in calculating incentive payments. Any intent to deceive or defraud can result in disciplinary action up to and including termination.

 

§Eligibility to participate in this program does not confer any right on the participant to continue in the employ of the Corporation or limit, in any way, the right of the Corporation to terminate at will.

 

§A violation of Corporate policy can result in loss of incentive compensation for both the employee and his/her manager, as well as loss of employment.

 

§The EBP will be in effect for calendar year 2024 only. The CHRC and the Board of Directors reserve the right to suspend, modify or terminate the Plan at any time.

 

 

 EX-10.2 3 tm2415674d1_ex10-2.htm EXHIBIT 10.2

 

Exhibit 10.2

 

 

 

Wealth Management

Business Building Incentive Plan

 

The Wealth Management Business Building Incentive Plan (the “Plan”) has been established to achieve the division’s objectives while rewarding employees for individual performance as well as their contribution to divisional and corporate success. The intent of this Plan is to reward employees as the Wealth Management division meets and exceeds performance targets.

 

INCENTIVE STRUCTURE

 

A target payment will be established based on the participant’s position, with a range of 0% to 150% based upon actual performance. Performance will be measured as outlined below:

 

Position  Target
Payment		   New
Business		   Lost
Business		   Pre-tax
Earnings		   Revenue 
Chief Wealth Management Officer  $90,000    20%   20%   30%   30%
Designated Wealth Management Divisional Leaders  $65,000    20%   20%   30%   30%

 

New business will include new accounts and solicited additions/upgrades and exclude routine contributions. Lost business will exclude routine distributions. New/lost business will be based on the market value at the time and will not be further adjusted for market appreciation/depreciation. Assets under administration only will be excluded from new business and lost business. Pre-tax earnings results will be net of any payment under this or any other incentive plan. Revenues will be direct division revenues.

 

Performance targets for each measure will be established by the Compensation and Human Resources Committee of the Board of Directors (the “CHRC”). Goals and/or results may be adjusted to reflect extraordinary events, including, but not limited to, acquisitions or mergers. The Plan payment is determined by assessing achievement of each metric individually using a linear interpolation with the opportunity for a payout of 0% to 150% of target and averaging the results. A minimum performance threshold of 70.0% achievement for each metric must be achieved to qualify for an award based on that metric. The target payment is multiplied by this average to determine final payment under the Plan.

 

 

 

 

 

If the Corporation is required to prepare an accounting restatement due to the material noncompliance with any financial reporting requirement under the Federal securities laws, all participants will be required to reimburse the Corporation for any Plan payment that would not have been earned based on the restated financial results.

 

PRINCIPAL PROVISIONS

 

Term of the Program

 

The term of this Plan is one calendar year. This Plan supersedes all previous plans for participants.

 

Eligible Participants

 

The Wealth Management Division Head and Designated Wealth Management Divisional Leaders are the only participants in this program.

 

Administration

 

The Board of Directors has responsibility for establishing goals and determining Plan payments. The Board has delegated responsibility for review of Plan parameters, goals and payments to the CHRC.

 

Plan payments will be determined by the CHRC. Regardless of the actual award levels determined by the Plan parameters, the CEO and COO and the CHRC reserve the right to reduce the size of any award. The decisions of the CHRC will be considered final, binding, and conclusive on all parties. Payments under this Plan are intended to be performance-based awards under Section 10 of the Washington Trust Bancorp, Inc. 2022 Long Term Incentive Plan and are subject to the requirements of such plan.

 

Payments under this Plan are subject to the Washington Trust Bancorp, Inc. Incentive Compensation Clawback and Forfeiture Policy which, among other things, requires executive officers to reimburse the Corporation for any plan payment that would not have been earned if the Corporation is required to prepare an accounting restatement due to the material noncompliance with any financial reporting requirement under Federal securities laws. Further, participants who are not executive officers also may be required to reimburse the Corporation for any Plan payment that would not have been earned based on the restated financial results. 

 

The Board of Directors and/or the CHRC reserves the right to suspend, modify or terminate the Plan at any time without the consent of any participant or participants.

 

Individual Performance and Incentive Payments

 

An individual is expected to fully meet all major job requirements in order to qualify for incentive compensation. An individual is expected to be forthright and honest with regard to all items submitted in calculating incentive payments. Any intent to deceive or defraud can result in disciplinary action up to and including termination.

 

 

 

Compliance with all Corporation and/or department policies and procedures is essential. This includes, but is not limited to, the following of investment policies and the proper and timely documentation of all work. Any violation of policy can result in loss of incentive compensation as well as loss of employment.

 

Payment

 

Incentive compensation will be paid as soon as practicable after final results can be quantified, but in no event later than March 15, 2025. Participants must be active employees or retirees of The Washington Trust Company or Washington Trust Advisors, Inc. on December 31, 2024 in order to qualify for payment. For this purpose, a “retiree” is a participant who has terminated employment with the Corporation or a Subsidiary after attaining age 65 or after attaining age 55 with at least ten years of service. Participants who terminate employment with the Corporation (for reasons other than retirement) prior to December 31, 2024 will not be eligible to receive any payment from the Plan. Employees who retire from eligible status will be eligible for a pro-rated payment. Post-employment payments are at the discretion of CHRC. The Corporation intends that this Plan and all payments hereunder will be exempt from Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”) as “short term deferrals.” To the extent that any provision of this Plan is ambiguous as to its exemption from Section 409A of the Code, the provision shall be read in a manner consistent with such intent.

 

This is not a tax qualified plan, which means that all payments are subject to ordinary taxation.

 

Claims To Awards And Employment Rights

 

Eligibility to participate in this program does not confer any right on the participant to continue in the employ of the organization or limit, in any way, the right of the employer to terminate at will.

 

 

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Cover
May 21, 2024
Cover [Abstract]  
Document Type 8-K
Amendment Flag false
Document Period End Date May 21, 2024
Entity File Number 001-32991
Entity Registrant Name WASHINGTON TRUST BANCORP, INC.
Entity Central Index Key 0000737468
Entity Tax Identification Number 05-0404671
Entity Incorporation, State or Country Code RI
Entity Address, Address Line One 23 Broad Street
Entity Address, City or Town Westerly
Entity Address, State or Province RI
Entity Address, Postal Zip Code 02891
City Area Code 401
Local Phone Number 348-1200
Written Communications false
Soliciting Material false
Pre-commencement Tender Offer false
Pre-commencement Issuer Tender Offer false
Entity Emerging Growth Company false
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