Document

0000821130-20-000025.txt : 20200326 0000821130-20-000025.hdr.sgml : 20200326 20200326114201 ACCESSION NUMBER: 0000821130-20-000025 CONFORMED SUBMISSION TYPE: 8-K PUBLIC DOCUMENT COUNT: 17 CONFORMED PERIOD OF REPORT: 20200323 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: 20200326 DATE AS OF CHANGE: 20200326 FILER: COMPANY DATA: COMPANY CONFORMED NAME: UNITED STATES CELLULAR CORP CENTRAL INDEX KEY: 0000821130 STANDARD INDUSTRIAL CLASSIFICATION: RADIO TELEPHONE COMMUNICATIONS [4812] IRS NUMBER: 621147325 STATE OF INCORPORATION: DE FISCAL YEAR END: 1231 FILING VALUES: FORM TYPE: 8-K SEC ACT: 1934 Act SEC FILE NUMBER: 001-09712 FILM NUMBER: 20744892 BUSINESS ADDRESS: STREET 1: 8410 W BRYN MAWR AVE STREET 2: STE 700 CITY: CHICAGO STATE: IL ZIP: 60631 BUSINESS PHONE: 7733998900 MAIL ADDRESS: STREET 1: 8410 W BRYN MAWR AVE STREET 2: STE 700 CITY: CHICAGO STATE: IL ZIP: 60631 8-K 1 usm8-k2020annualincent.htm 8-K Document

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): March 23, 2020

UNITED STATES CELLULAR CORPORATION

(Exact name of registrant as specified in its charter)



Delaware	001-09712	62-1147325
(State or other jurisdiction of incorporation)	(Commission File Number)	(I.R.S. Employer Identification No.)

8410 West Bryn Mawr, Chicago, Illinois 60631

(Address of principal executive offices and zip code)

Registrant's telephone number, including area code: (773) 399-8900

Not Applicable

(Former name or former address, if changed since 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))



Securities registered pursuant to Section 12(b) of the Act:
Title of each class	Trading Symbol	Name of each exchange on which registered
Common Shares, $1 par value	USM	New York Stock Exchange
6.95% Senior Notes due 2060	UZA	New York Stock Exchange
7.25% Senior Notes due 2063	UZB	New York Stock Exchange
7.25% Senior Notes due 2064	UZC	New York Stock Exchange

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 or Certain Officers; Election of Directors; Appointment of Certain Officers; Compensatory Arrangements of Certain Officers

This Current Report on Form 8-K is being filed by United States Cellular Corporation (U.S. Cellular) to describe and file as Exhibits forms of agreement with respect to "named executive officers" of U.S. Cellular as specified in paragraph (e) of Item 5.02 of Form 8-K.

2020 Executive Officer Annual Incentive Plan

As of March 23, 2020, the U.S. Cellular 2020 Executive Officer Annual Incentive Plan (2020 Executive Plan) was approved both by U.S. Cellular’s Chairman and by U.S. Cellular’s President and Chief Executive Officer. Neither the Chairman nor the President and Chief Executive Officer participate in such plan.

The purposes of the 2020 Executive Plan are: to provide incentive for the executive officers of U.S. Cellular to extend their best efforts towards achieving superior results in relation to key performance targets; to reward U.S. Cellular executive officers in relation to their success in meeting and exceeding the performance targets; and to attract and retain talented leaders in positions of critical importance to the success of U.S. Cellular. Eligible participants in the 2020 Executive Plan are all executive officers of U.S. Cellular, who are defined in the 2020 Executive Plan as all Executive Vice Presidents.

The following performance measures will be considered for the purposes of the 2020 Executive Plan:



Performance Measures	Component Weighting	Overall Plan Weighting
Consolidated Total Service Revenues	30%	18%
Consolidated Operating Cash Flow	30%	18%
Consolidated Capital Expenditures	15%	9%
Customer Engagement	15%	9%
Consolidated Equivalent Handset Net Additions	10%	6%
Company Performance		60%
Chairman Assessment on Strategic Initiatives		10%
Individual Performance		30%

2020 Officer Annual Incentive Plan

As of March 23, 2020, the U.S. Cellular 2020 Officer Annual Incentive Plan (2020 Officer Plan) was approved both by U.S. Cellular’s Chairman and by U.S. Cellular’s President and Chief Executive Officer. Neither the Chairman nor the President and Chief Executive Officer participate in such plan.

The purposes of the 2020 Officer Plan are: to provide incentive for the officers of U.S. Cellular to extend their best efforts towards achieving superior results in relation to key business performance targets; to reward U.S. Cellular officers in relation to their success in meeting and exceeding the performance targets; and to attract and retain talented leaders in positions of critical importance to the success of U.S. Cellular. Eligible participants in the 2020 Officer Plan are all U.S. Cellular Senior Vice Presidents and Vice Presidents not eligible to participate in the 2020 Executive Plan.

The following performance measures will be considered for the purposes of the 2020 Officer Plan:



Performance Measures	Component Weighting	Overall Plan Weighting
Consolidated Total Service Revenues	30%	12%
Consolidated Operating Cash Flow	30%	12%
Consolidated Capital Expenditures	15%	6%
Customer Engagement	15%	6%
Consolidated Equivalent Handset Net Additions	10%	4%
Company Performance		40%
Team Performance		40%
Individual Performance		20%

General Bonus Information

It is anticipated that bonuses for 2020 will be paid in March 2021 on or before March 15, 2021 (bonus payout date), or as soon as administratively practicable after March 15, 2021, but in no event later than December 31, 2021. However, in the event of a payout in connection with retirement or death, the bonus will be paid as soon as administratively possible following such retirement or death, but no later than the bonus payout date. No bonus is due unless an executive officer or officer remains employed through the bonus payout date except that an executive officer or officer who separates due to retirement or death is eligible for a pro-rated bonus. In addition, the President and CEO may approve a bonus, or a pro-rated bonus, for an executive officer or officer who is not employed through the bonus payout date.

Any compensation earned or paid pursuant to the 2020 Executive Plan or 2020 Officer Plan is subject to forfeiture, recovery by U.S. Cellular or other action pursuant to any clawback or recoupment policy which U.S. Cellular may adopt from time to time, including without limitation any such policy which U.S. Cellular may be required to adopt under the Dodd-Frank Wall Street Reform and Consumer Protection Act and implementing rules and regulations thereunder, or as otherwise required by law.

The foregoing descriptions of the 2020 Executive Plan and the 2020 Officer Plan are not purported to be complete with respect to the material terms of such plans and are qualified by reference to the complete 2020 Executive Plan and 2020 Officer Plan for the material terms of such plans, which are filed herewith as Exhibits 10.1 and 10.2, respectively, and incorporated by reference herein.

Item 9.01. Financial Statements and Exhibits

(d) The following exhibits are being filed herewith:



Exhibit Number		Description of Exhibits
10.1		United States Cellular Corporation 2020 Executive Officer Annual Incentive Plan effective January 1, 2020.

10.2		United States Cellular Corporation 2020 Officer Annual Incentive Plan effective January 1, 2020.

104		Cover Page Interactive Data File - the cover page XBRL tags are embedded within the Inline XBRL document.



SIGNATURES

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

		UNITED STATES CELLULAR CORPORATION
		(Registrant)

Date:	March 26, 2020	By:	/s/ Douglas W. Chambers
			Douglas W. Chambers
			Senior Vice President, Chief Financial Officer and Treasurer
			(principal financial officer)

EX-10.1 2 usm8-k2020aipexhibit101.htm EXHIBIT 10.1 Exhibit

Exhibit 10.1

UNITED STATES CELLULAR CORPORATION

2020 EXECUTIVE OFFICER ANNUAL INCENTIVE PLAN

Effective January 1, 2020



I.	PURPOSE


•	To provide incentive for the executive officers of United States Cellular Corporation (“U.S. Cellular” or “Company”) to extend their best efforts towards achieving superior results in relation to key performance targets;


•	To reward U.S. Cellular executive officers in relation to their success in meeting and exceeding the performance targets; and


•	To attract and retain talented leaders in positions of critical importance to the success of the Company.



II.	ELIGIBLE PARTICIPANTS

The following U.S. Cellular officers are eligible to participate in this 2020 Executive Officer Annual Incentive Plan (“Plan”): all Executive Vice Presidents. An officer classified as temporary would not be eligible to participate in this plan.



III.	PERFORMANCE MEASURES & WEIGHTINGS



Performance Measures	Component Weighting	Overall Plan Weighting
Consolidated Total Service Revenues	30%	18%
Consolidated Operating Cash Flow	30%	18%
Consolidated Capital Expenditures	15%	9%
Customer Engagement	15%	9%
Consolidated Equivalent Handset Net Additions	10%	6%
Company Performance		60%
Chairman Assessment on Strategic Initiatives		10%
Individual Performance		30%



IV.	PERFORMANCE MEASURES DEFINITIONS

Company Performance - Weighting: 60%: Actual performance will be assessed against the targeted performance for each performance measure. The performance measures are defined below.

Consolidated Total Service Revenues: Total service revenues determined on a consolidated company-wide basis and in a manner consistent with U.S. Cellular’ s presentation of total service revenues for external reporting purposes.

Consolidated Operating Cash Flow: Operating cash flow determined on a consolidated company-wide basis and in a manner consistent with U.S. Cellular’ s presentation of Adjusted OIBDA (Operating income before depreciation, amortization, accretion, gains and losses) for external reporting purposes, and further adjusted to remove expenses associated with the annual bonus and performance share unit plans.

Consolidated Capital Expenditures: Capital expenditures determined on a consolidated company-wide basis and in a manner consistent with the Company’s presentation of capital expenditures for external reporting purposes.

Customer Engagement: Customer Engagement as measured by the Loyalty Index Score from the Customer Engagement Total Experience Survey. The Loyalty Index Score is a calculated score of customers’ responses based on their overall experience of U.S. Cellular, including overall brand, network and customer experience, laddering to overall satisfaction, likelihood to recommend and likelihood to continue to do business with U.S. Cellular.

Consolidated Equivalent Handset Net Additions: Equivalent Handset Net Additions are determined on a consolidated company-wide basis and are calculated as consolidated equivalent handset gross additions minus consolidated equivalent handset defections. The equivalency factor is established by device type (which for this purpose includes postpaid smartphones, postpaid feature phones, and prepaid phones) and is determined by calculating the contribution margin for the particular device type over the average life of customers within that device type and comparing such contribution margins. The calculated postpaid smartphone lifetime contribution margin is considered to have an equivalency factor of 1.0 (or 100%) and the other device types will have an equivalency factor which represents their respective lifetime contribution margin measure in relation to the postpaid smartphone lifetime contribution margin. For example, if the lifetime contributions are calculated to be $1,000 for postpaid smartphones, $700 for postpaid feature phones, and $500 for prepaid phones, the equivalency factors are 1.0, 0.7 and 0.5, respectively. Once established, the equivalency factor is applied to the gross additions and defections in a device category.

Notes:


▪	Results associated with acquisitions and / or divestitures will be evaluated on a case-by-case basis to determine whether adjustments to target or actual results are warranted.


▪	The Chairman in his discretion may adjust targets to reflect unanticipated events.

Chairman Assessment on Strategic Initiatives - Weighting: 10%:

The Chairman in his qualitative and subjective assessment of U.S. Cellular’ s overall company performance during the year will consider the following key factors and any other information he deems relevant in determining the level of attainment for this measure:


▪	Achievement of key goals and objectives provided to the U.S. Cellular board of directors.


▪	Accomplishing / making commendable progress on major initiatives for the year to the extent not covered under the key goals and objectives provided to the board of directors.


▪	Developing and enhancing strategies and plans that strengthen the Company’s ability to successfully compete in the marketplace.

Individual Performance - Weighting: 30%:

Each officer’s individual performance for the year will be assessed by the President and CEO based on such officer’s effectiveness/success with regard to:


▪	Carrying out his/her ongoing responsibilities and key initiatives during the performance year.


▪	Executive level leadership and teamwork.


▪	Identification and development of key talent for succession planning purposes.


▪	Engagement as measured in large part by the Company’s culture survey.

In making these assessments, the President and CEO also will take into consideration:


▪	Performance feedback received on the officer.


▪	The officer’s report on his/her activities/accomplishments for the performance year.



V.	MISCELLANEOUS PROVISIONS

The Plan is subject to the Administrative Guidelines attached hereto as Exhibit A. There are no oral or written agreements or understandings between U.S. Cellular and the participants affecting or relating to this Plan not referenced herein. If any participant fails to adhere to the ethical and legal standards as referenced by U.S. Cellular policy, U.S. Cellular shall have the right to revoke this Plan, reduce or eliminate compensation as it applies to the violator, or any other remedy as provided by corporate policy or law.

Any compensation earned or paid pursuant to this Plan is subject to forfeiture, recovery by U.S. Cellular or other action pursuant to any clawback or recoupment policy which U.S. Cellular may adopt from time to time, including without limitation any such policy which U.S. Cellular may be required to adopt under the Dodd-Frank Wall Street Reform and Consumer Protection Act and implementing rules and regulations thereunder, or as otherwise required by law.

This Plan shall not be construed as an employment contract or as a promise of continuing employment between U.S. Cellular and the officer. Employment with U.S. Cellular is terminable at will, i.e., either the participant or U.S. Cellular may terminate the relationship at any time, with or without cause.

The Executive Officer Annual Incentive Plan, as set forth in this document, represents the general guidelines U.S. Cellular intends to utilize to determine what bonus payments, if any, will be paid to the officers. U.S. Cellular reserves the right to modify or terminate the Plan at its sole discretion, at any time (including, during or following the applicable plan year) and for any reason, with or without written notification and without regard to the effect that any such action may have on any officer’s bonus or potential bonus. U.S. Cellular shall have the full power and authority to interpret and administer the Plan and shall be the sole arbiter of all matters of interpretation and application of the Plan.



VI.	BONUS RANGES AS A PERCENT OF TARGET

The bonus ranges were set to reinforce the Company’s pay for performance philosophy. The ranges result in substantial reductions in bonuses when targets are not achieved, and greater rewards for above target performance.

Company Performance Measures:



Performance Measure	Minimum	Maximum
Consolidated Total Service Revenues	90%	110%
Consolidated Operating Cash Flow	80%	120%
Consolidated Capital Expenditures	110%	80%
Customer Engagement	95%	110%
Consolidated Equivalent Handset Net Additions	See Note immediately below

Note related to Consolidated Equivalent Handset Net Additions: Due to small numbers, percentages are not meaningful. Minimum measure is target less 60K, maximum measure is target plus 80K.

Bonus Payouts as a Percent of Target at Minimum and Maximum Performance Levels:



Performance Measure	Minimum	Target	Maximum
Consolidated Total Service Revenues	50%	100%	225%
Consolidated Operating Cash Flow	50%	100%	225%
Consolidated Capital Expenditures	50%	100%	225%
Customer Engagement	50%	100%	225%
Consolidated Equivalent Handset Net Additions	50%	100%	225%

Bonus payouts between the minimum and target performance levels and between the target and maximum performance levels will be computed by interpolation.

Any bonus for performance below the minimum level will be determined and approved at the discretion of the Chairman.

Chairman Assessment on Strategic Initiatives:



Performance Criteria	% Payout Range
Far exceeds target performance: Performance greatly exceeded that which was planned and expected.	150% - 200%
Exceeds target performance: Performance exceeded that which was planned and expected.	120% - 150%
Meets target performance: Performance was essentially equivalent to that which was planned and expected.	80% - 120%
Partially meets target performance: Given the conditions that prevailed, performance was sufficient to merit a partial bonus.	Up to 80%
Fails to meet target performance: Given the conditions that prevailed, performance was not sufficient to merit any bonus.	0%

Individual Performance:



Performance Criteria	% Payout Range
Far Exceeds Expectations (FE)	130% - 150%
Exceeds Expectations (EE)	110% - 130%
Meets Expectations (ME)	80% -110%
Partially Meets Expectations (PM)	0%
Fails to Meet Expectations (FM)	0%



President and CEO		Date

Chairman		Date

Exhibit A

Administrative Guidelines



PLAN YEAR EFFECTIVE DATES	January 1, 2020 - December 31, 2020
GENERAL ADMINISTRATION	The target annual bonus payout for Plan participants will be based on the officer’s base earnings paid during the bonus period. Base earnings include base wages, paid time off, and any differential pay (excludes Short-term disability pay, Long-term disability pay, Paid Parental Leave, Military Service Leave of Absence, any Paid Personal Leave of Absence, bonuses, merit-related lump sum payments, equity, on call pay and any additional compensation not related to base earnings).
VESTING	The bonus does not vest and no bonus shall be paid unless the officer remains employed through the actual bonus payout date. In the event of retirement / death prior to the actual bonus payout date, see special rules below.
NEW HIRE ELIGIBILITY	Eligibility for participation in this Plan and any payout will be determined at the discretion of the President and CEO.
SEPARATION PRIOR TO PAYOUT DATE	Not eligible for a payout unless separation is due to retirement or death under the circumstances described (or unless approved by the President and CEO).
RETIREMENT Prior to Payout Vesting Date DEATH Prior to Payout Vesting Date	Officer must be at least age 55 and have a minimum of 10 years of 401(k) vesting service at time of retirement to be eligible for a payout (unless otherwise approved by the President and CEO). In the event of death or retirement during the plan year (1/1 - 12/31) a prorated bonus for time worked at target (100% Plan attainment) will be paid provided that.the officer has been employed through at least January 31st of the plan year. An officer who is not employed through at least January 31^st of the plan year will not be eligible to receive a prorated bonus payout for the time worked during the year of the event. The payout will be made as soon as administratively possible following the date of the event (but no later than the Bonus Payout Date, as described below). In the event of death or retirement after the plan year, but before the payout date for the plan year, a participant will be eligible to receive a bonus for time worked in the prior year based upon actual Plan attainment (company, chairman assessment and individual performance). The payout will be made as soon as administratively possible following the date of the event and after receiving actual Plan attainment (but no later than the Bonus Payout Date, as described below).
TRANSFERS/PROMOTIONS WITHIN COMPANY DURING PLAN YEAR	Within/ Between Annual Plans: If an officer is promoted / transferred within or between annual incentive plan(s), no pro-rations will be made in determining the officer’s bonus. The officer’s bonus will be based on the officer’s plan as of 12/31/20. Between an Annual Plan and a Quarterly or Monthly Plan: Prorated payouts from both positions/plans will be determined following the end of the plan year. The following factors will be considered in the determination of the payout: both plans’ attainment percentages, individual performance in each job/plan, the eligible base earnings from each position occupied during the plan year (if applicable), target incentive assigned for each position’s pay grade, and percentage of time worked in each position/plan during the plan year.
TRANSFERS TO/ FROM TDS DURING THE PLAN YEAR	If an officer transfers to/from another TDS business unit, he/she will be eligible to receive a bonus deemed appropriate by the Chairman, considering all applicable factors.
BONUS PAYOUT DATE	The bonus will be paid no later than March 15^thof the year following the end of the plan year (12/31) (historically, bonuses have been paid in March on or before March 15). Notwithstanding the foregoing, in the event that payment by March 15, 2021 is administratively impracticable and such impracticability was unforeseeable (in each case, such that the payment continues to qualify as a “short-term deferral” within the meaning of section 409A of the Internal Revenue Code), payment will be made as soon as administratively practicable after March 15, 2021, but in no event later than December 31, 2021. Payment will be in the form of a lump sum.

EX-10.2 3 usm8-k2020aipexhibit102.htm EXHIBIT 10.2 Exhibit

Exhibit 10.2

UNITED STATES CELLULAR CORPORATION

2020 OFFICER ANNUAL INCENTIVE PLAN

Effective January 1, 2020



I.	PURPOSE


•	To provide incentive for the officers of United States Cellular Corporation (“U.S. Cellular” or “Company”) to extend their best efforts towards achieving superior results in relation to key business performance targets;


•	To reward U.S. Cellular officers in relation to their success in meeting and exceeding the performance targets; and


•	To attract and retain talented leaders in positions of critical importance to the success of the Company.



II.	ELIGIBLE PARTICIPANTS

All U.S. Cellular Senior Vice Presidents and Vice Presidents not eligible to participate in the 2020 Executive Officer Annual Incentive Plan are eligible to participate in this 2020 Officer Annual Incentive Plan (“Plan”). An officer classified as temporary would not be eligible to participate in this plan.



III.	PERFORMANCE MEASURES & WEIGHTINGS



Performance Measures	Component Weighting	Overall Plan Weighting
Consolidated Total Service Revenues	30%	12%
Consolidated Operating Cash Flow	30%	12%
Consolidated Capital Expenditures	15%	6%
Customer Engagement	15%	6%
Consolidated Equivalent Handset Net Additions	10%	4%
Company Performance		40%
Team Performance		40%
Individual Performance		20%



IV.	PERFORMANCE MEASURES DEFINITIONS

Company Performance - Weighting: 40%:

Actual performance will be assessed against the targeted performance for each performance measure. The performance measures are defined below:

Consolidated Total Service Revenues: Total service revenues determined on a consolidated company-wide basis and in a manner consistent with U.S. Cellular’s presentation of total service revenues for external reporting purposes.

Consolidated Operating Cash Flow: Operating cash flow determined on a consolidated company-wide basis and in a manner consistent with U.S. Cellular’s presentation of Adjusted OIBDA (Operating income before depreciation, amortization, accretion, gains and losses) for external reporting purposes, and further adjusted to remove expenses associated with the annual bonus and performance share unit plans.

Notes:


▪	Results associated with acquisitions and / or divestitures will be evaluated on a case-by-case basis to determine whether adjustments to target or actual results are warranted.


▪	The Chairman in his discretion may adjust targets to reflect unanticipated events.

Team Performance - Weighting: 40%:

Each eligible officer will have approximately 3-5 metrics that measure the performance of his or her team / department. The metrics, targets for the metrics and team performance against these metrics will be determined by the officer’s relevant leader(s). Any bonus for team performance will be payable according to the table in Section VI, and will be subject to approval by the President and CEO of U.S. Cellular.

Individual Performance - Weighting: 20%:

Each officer’s overall individual performance for the year will be assessed by his or her immediate leader and where applicable the officer he or she reports up to. Each officer will be assessed based on the individual performance goals that were set for the year. Any bonus for individual performance will be payable according to the table in Section VI, and will be subject to approval by the President and CEO of U.S. Cellular.



V.	MISCELLANEOUS PROVISIONS

The Officer Annual Incentive Plan, as set forth in this document, represents the general guidelines U.S. Cellular intends to utilize to determine what officer bonus payments, if any, will be paid. U.S. Cellular reserves the right to modify or terminate the Plan at its sole discretion, at any time (including, during or following the applicable plan year) and for any reason, with or without written notification and without regard to the effect that any such action may have on any officer’s bonus or potential bonus. U.S. Cellular shall have the full power and authority to interpret and administer the Plan and shall be the sole arbiter of all matters of interpretation and application of the Plan.



VI.	BONUS RANGES AS A PERCENT OF TARGET

Company Performance Measures:



Performance Measure	Minimum	Maximum
Consolidated Total Service Revenues	90%	110%
Consolidated Operating Cash Flow	80%	120%
Consolidated Capital Expenditures	110%	80%
Customer Engagement	95%	110%
Consolidated Equivalent Handset Net Additions	See Note immediately below

Note related to Consolidated Equivalent Handset Net Additions: Due to small numbers, percentages are not meaningful. Minimum measure is target less 60K, maximum measure is target plus 80K.

Bonus Payouts as a Percent of Target at Minimum and Maximum Performance Levels:



Performance Measure	Minimum	Target	Maximum
Consolidated Total Service Revenues	50%	100%	225%
Consolidated Operating Cash Flow	50%	100%	225%
Consolidated Capital Expenditures	50%	100%	225%
Customer Engagement	50%	100%	225%
Consolidated Equivalent Handset Net Additions	50%	100%	225%

Bonus payouts between the minimum and target performance levels and between the target and maximum performance levels will be computed by interpolation.

Any bonus for performance below the minimum level will be determined and approved at the discretion of the Chairman.

Team Performance:



Performance Criteria	% Payout Range
Far exceeds target performance: Performance greatly exceeded that which was planned and expected.	150% - 200%
Exceeds target performance: Performance exceeded that which was planned and expected.	120% - 150%
Meets target performance: Performance was essentially equivalent to that which was planned and expected.	80% - 120%
Partially meets target performance: Given the conditions that prevailed, performance was sufficient to merit a partial bonus.	Up to 80%
Fails to meet target performance: Given the conditions that prevailed, performance was not sufficient to merit any bonus.	0%

Individual Performance:



Performance Criteria	% Payout Range
Far Exceeds Expectations (FE)	130% - 150%
Exceeds Expectations (EE)	110% - 130%
Meets Expectations (ME)	80% - 110%
Partially Meets Expectations (PM)	0%
Fails to Meet Expectations (FM)	0%




President and CEO		Date


Chairman		Date

Exhibit A

Administrative Guidelines



PLAN YEAR EFFECTIVE DATES	January 1, 2020 - December 31, 2020
GENERAL ADMINISTRATION	The target annual bonus payout for Plan participants will be based on the officer’s base earnings paid during the bonus period. Base earnings include base wages, paid time off, and any differential pay (excludes short-term disability pay, Long-term Disability pay, Paid Parental Leave, Military Service Leave of Absence, any Paid Personal Leave of Absence, bonuses, merit-related lump sum payments, equity, on call pay and any additional compensation not related to base earnings).
VESTING	The bonus does not vest and no bonus shall be paid unless the officer remains employed through the actual bonus payout date. In the event of retirement/death prior to actual bonus payout date see special rules below.
NEW HIRE ELIGIBILITY	Eligibility for participation in this Plan and any payout will be determined at the discretion of the President and CEO.
SEPARATION PRIOR TO PAYOUT VESTING DATE	Not eligible for a payout unless separation is due to retirement or death, under the circumstances described, (or unless approved by the President and CEO.)
RETIREMENT Prior to Payout Vesting Date DEATH Prior to Payout Vesting Date	Officer must be at least age 55 and have a minimum of 10 years of 401(k) vesting service at time of retirement to be eligible for a payout (unless otherwise approved by the President and CEO). In the event of death or retirement during the plan year (1/1 - 12/31) a prorated bonus for time worked at target (100% Plan attainment) will be paid. The officer must have been employed through at least January 31st of the plan year to receive a prorated bonus payout for the time worked during the year of the event. The payout will be made as soon as administratively possible following the date of the event (but no later than the Bonus Payout Date, as described below). In the event of death or retirement after the plan year, but before the payout date for the plan year, a participant will be eligible to receive a bonus for time worked in the prior year based upon actual Plan attainment (company, team and individual performance). The payout will be made as soon as administratively possible following the date of the event and after receiving actual Plan attainment (but no later than the Bonus Payout Date, as described below).
TRANSFERS/PROMOTIONS WITHIN COMPANY DURING PLAN YEAR	Within/ Between Annual Plans: If an officer is promoted / transferred within or between annual incentive plan(s), no pro-rations will be made in determining the officer’s bonus. The officer’s bonus will be based on the officer’s plan as of 12/31/20. Between an Annual Plan and a Quarterly or Monthly Plan: Prorated payouts from both positions/plans will be determined following the end of the plan year. The following factors will be considered in the determination of the payout: both plans’ attainment percentages, individual performance in each job/plan, the eligible last base earnings from each position occupied during the plan year (if applicable), target incentive assigned for each position’s pay grade, and percentage of time worked in each position/plan during the plan year.
TRANSFERS TO/ FROM TDS DURING THE PLAN YEAR	If an officer transfers to/from another TDS business unit, he/she will be eligible to receive a prorated payout in consideration of the administrative guidelines as stated in this Plan.
BONUS PAYOUT DATE	The bonus will be paid no later than March 15^thof the year following the end of the plan year (12/31) (historically, bonuses have been paid in March on or before March 15). Notwithstanding the foregoing, in the event that payment by March 15, 2021 is administratively impracticable and such impracticability was unforeseeable (in each case, such that the payment continues to qualify as a “short-term deferral” within the meaning of section 409A of the Internal Revenue Code), payment will be made as soon as administratively practicable after March 15, 2021, but in no event later than December 31, 2021. Payment will be in the form of a lump sum.

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Document and Entity Information Document	Mar. 26, 2020
Entity Central Index Key	0000821130
Entity Emerging Growth Company	false
Pre-commencement Issuer Tender Offer	false
Pre-commencement Tender Offer	false
Soliciting Material	false
Written Communications	false
Document Type	8-K
Document Period End Date	Mar. 23, 2020
Entity Incorporation, State or Country Code	DE
Entity Registrant Name	UNITED STATES CELLULAR CORPORATION
Entity File Number	001-09712
Entity Tax Identification Number	62-1147325
Entity Address, Address Line One	8410 West Bryn Mawr
Entity Address, City or Town	Chicago
Entity Address, State or Province	IL
Entity Address, Postal Zip Code	60631
City Area Code	(773)
Local Phone Number	399-8900
Amendment Flag	false
Common Shares
Title of 12(b) Security	Common Shares, $1 par value
Trading Symbol	USM
Security Exchange Name	NYSE
6.95% Senior Notes
Title of 12(b) Security	6.95% Senior Notes due 2060
Trading Symbol	UZA
Security Exchange Name	NYSE
7.25% 2063 Senior Notes
Title of 12(b) Security	7.25% Senior Notes due 2063
Trading Symbol	UZB
Security Exchange Name	NYSE
7.25% 2064 Senior Notes
Title of 12(b) Security	7.25% Senior Notes due 2064
Trading Symbol	UZC
Security Exchange Name	NYSE

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