0001193125-13-069341.txt : 20130221 0001193125-13-069341.hdr.sgml : 20130221 20130221161928 ACCESSION NUMBER: 0001193125-13-069341 CONFORMED SUBMISSION TYPE: 8-K PUBLIC DOCUMENT COUNT: 3 CONFORMED PERIOD OF REPORT: 20130214 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: 20130221 DATE AS OF CHANGE: 20130221 FILER: COMPANY DATA: COMPANY CONFORMED NAME: DEAN FOODS CO CENTRAL INDEX KEY: 0000931336 STANDARD INDUSTRIAL CLASSIFICATION: ICE CREAM & FROZEN DESSERTS [2024] IRS NUMBER: 752559681 STATE OF INCORPORATION: DE FISCAL YEAR END: 1231 FILING VALUES: FORM TYPE: 8-K SEC ACT: 1934 Act SEC FILE NUMBER: 001-12755 FILM NUMBER: 13630662 BUSINESS ADDRESS: STREET 1: 2711 N. HASKELL AVENUE STREET 2: SUITE 3400 CITY: DALLAS STATE: TX ZIP: 75204 BUSINESS PHONE: 2143033400 MAIL ADDRESS: STREET 1: 2711 N. HASKELL AVENUE STREET 2: SUITE 3400 CITY: DALLAS STATE: TX ZIP: 75204 FORMER COMPANY: FORMER CONFORMED NAME: DEAN FOODS CO/ DATE OF NAME CHANGE: 20011221 FORMER COMPANY: FORMER CONFORMED NAME: SUIZA FOODS CORP DATE OF NAME CHANGE: 19941013 8-K 1 d490017d8k.htm FORM 8-K Form 8-K

 

 

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): February 21, 2013 (February 14, 2013)

 

 

 

LOGO

Dean Foods Company

(Exact name of registrant as specified in charter)

 

 

 

Delaware   1-12755   75-2559681

(State or other jurisdiction

of incorporation)

  

(Commission

File Number)

  

(IRS Employer

Identification No.)

 

2711 North Haskell Ave., Suite 3400

Dallas, TX

   75204
(Address of principal executive offices)   (Zip Code)

Registrant’s telephone number, including area code: (214) 303-3400

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))

 

 

 

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

Short-Term Incentive Compensation Plan

On February 14, 2013, the Compensation Committee (the “Committee”) of the Board of Directors of Dean Foods Company (the “Company”) established objectives for 2013 short-term incentive payments payable in 2014 to the executive officers and other employees of the Company under the Company’s 2013 Short-Term Incentive Compensation Plan. Only executive officers and employees of the Company’s Fresh Dairy Direct segment and Corporate reporting unit are eligible to participate in the 2013 Short-Term Incentive Compensation Plan. Executive officers and employees of The WhiteWave Foods Company, a controlled subsidiary of the Company, participate in a separate short-term incentive compensation plan.

Short-term incentive payments for executive officers for 2013 will be paid based on the achievement of Company financial performance objectives and individual performance objectives for each executive officer. The Committee determines the appropriate relative weight for each factor each year. Short-term incentive payments for 2013 will be based on the achievement of Company financial performance objectives for that portion of the target payment tied to financial performance objectives, and the Committee’s assessment of each executive officer’s performance in 2013 against their individual performance objectives for that portion of the target payment tied to individual performance objectives. The payout factor for the financial performance component of short-term incentive compensation for each executive officer ranges from zero to 200 percent of that officer’s target payment, depending on actual performance in 2013 against the financial performance objectives established by the Committee. The payout factor for the individual performance objective component of short-term incentive compensation for each executive officer ranges from zero to 200 percent of that officer’s target payment, depending on the officer’s performance rating for 2013. The performance rating is determined by the achievement of the individual performance objectives established by the Committee. The maximum total payout for any executive officer under the formulas above is 200% of the executive officer’s target incentive opportunity.

The key Company financial performance objective for 2013 is targeted consolidated adjusted operating income. The individual performance objectives include the achievement of strategic goals based on each executive officer’s area of responsibility. The portion of the 2013 Short-Term Incentive Compensation Plan applicable to the Company’s executive officers is attached to this Form 8-K as Exhibit 10.1, and this description is qualified entirely by reference thereto.

Retention Plan

In addition, on February 14, 2013, the Compensation Committee approved executive officer’s objectives for the 2013 performance period of the Company’s three-year performance-based cash retention plan (the “Retention Plan”). The Retention Plan was previously approved by the Compensation Committee on December 20, 2010, and further described in the Company’s Current Report on Form 8-K filed on December 27, 2010. The Compensation Committee originally contemplated that awards for the 2013 performance period would be measured based on achievement of the Company’s or business unit’s strategic growth plan for 2013 related to the officer’s area of responsibility. However, the Compensation Committee subsequently determined that the performance objectives used in determining awards pursuant to the Retention Plan during the 2013 performance period will be substantially the same as the performance objectives for short term-incentive payments, generally consisting of adjusted operating income as described above. For the 2013 performance period, payouts range from zero to 100 percent of target payout based on the achievement of such performance objectives, with a maximum payout equal to 100% of the target amount that such executive officer may receive pursuant to the short-term incentive compensation plan described above. Achievement of these objectives will be measured as of December 31, 2013. Executive officers must be employed through June 24, 2014 in order to receive payments for 2013 awards.

Although the Retention Plan originally included Gregg Tanner, the Company’s Chief Executive Officer, as a participant, Mr. Tanner voluntarily removed himself as a participant from the plan for the 2013 performance period upon approval of the Compensation Committee in February 2013.

Item 9.01 Financial Statements and Exhibits.

(d) Exhibits

 

10.1    Dean Foods Company 2013 Short-Term Incentive Compensation Plan

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.

 

Date: February 21, 2013   DEAN FOODS COMPANY
  By:   /s/ Rachel A. Gonzalez
   

Rachel A. Gonzalez

Executive Vice President, General

Counsel Designate

EXHIBIT INDEX

 

Exhibit No.

   

Description

10.1    Dean Foods Company 2013 Short-Term Incentive Compensation Plan
 EX-10.1 2 d490017dex101.htm EX-10.1 EX-10.1

Exhibit 10.1

DEAN FOODS CORPORATE

2013 SHORT-TERM INCENTIVE COMPENSATION PLAN

 

Purpose:    To (i) align employee variable cash compensation with the annual objectives of the Company, (ii) motivate employees to create sustained shareholder value, and (iii) ensure retention of key employees by ensuring that cash compensation remains competitive.
Participants:    Employees of Dean Foods who are in positions to influence and/or control results in their specific areas of responsibility and/or the Corporation. In particular, salary grade levels 9 and above are eligible to participate.
Payout Criteria:    The criteria for payment to Participants under this Plan and the weighting of such criteria is based on individual target incentive percentages, performance against financial targets, and performance against individual objectives as set forth below. Depending on the Participant’s role in the organization, Individual Objectives may be based on Corporate, Functional, Business Unit, or Individual Objectives and will be noted as Individual Objectives in the Components.

 

Participant Group

   

Components

CEO

EVP, COO

EVP, CFO

EVP, CFO Designate

EVP, General Counsel

EVP, General Counsel Designate

EVP, HR

SVP, CIO

SVP, Procurement & Ops. Support

SVP, Finance & Treasurer

SVP, CAO

SVP, National Sales

 

All Corporate Staff not covered by another STI plan

   

- 60% Financial Objectives

 

60% = Dean Foods Operating Income

 

- 40% Individual Objectives

 

Payout Scales:    The financial payout factor is 0%—200% based on actual performance against approved objectives. The individual objective factor is 0%—200% of actual performance against approved objectives.
Financial Objectives Performance    Approved financial objectives and the range of performance for each objective for the Plan Year along with the corresponding payout factor scale based on actual performance will be included

DEAN FOODS CORPORATE

2013 SHORT-TERM INCENTIVE COMPENSATION PLAN

 

Payout Factor:    in the Administrative Guidelines for the Plan. The STI Plan Year is the same as the Dean Foods fiscal year.
Individual Objectives:    Each Plan Participant maintains a 40% objective against the attainment of certain specified individual objectives as determined by objectives as determined by the Participant’s supervisor and / or Compensation Committee of the Board of Directors. Actual earned awards are based on the individual’s performance rating under the Performance Management Process and the determination of final percentage targets against which the 40% will apply.
Adjustment of Targets /Actuals:    Upon the recommendation of the CEO, the Compensation Committee may (but has no obligation to) adjust the criteria, targets, actuals, or payout scale upon the occurrence of extraordinary events or circumstances. Significant acquisitions or dispositions of assets or companies or issuances or repurchases of common stock or other equity interests may, at the Compensation Committee’s discretion, result in an adjustment to the Dean Foods financial target or plan-specific financial target.

Determination

of Individual Target Incentive:

    Individual target incentives for specific positions are included in the Dean Foods Compensation Program. The Company may make adjustments to an individual’s target incentive based on market conditions or business requirements, as necessary.
Definitions:    “Disability” is defined as permanent and total disability (within the meaning of Section 22(e)(3) of the Internal Revenue Service Code (“Code”).
   “Retirement” is defined as (i) age fifty-five (55), so long as the Participant has completed at least ten (10) years of continuous service immediately prior to retirement, or (ii) age sixty-five (65).
Eligibility:    Eligibility is determined by salary grade in the Company, or as approved by the Executive Vice President Human Resources, or designate. Participants must be employed by the Company on the last working day of the Plan Year in order to receive an incentive award, except as otherwise provided by State law.
   A Participant is disqualified from receiving any incentive award (financial and / or individual) under the Plan if: (1) the Participant receives a Significantly Below Target (or equivalent) performance rating for the plan year or (2) the Participant is terminated for Cause, as defined below, at any point during the Plan year or between the last working day of the Plan Year and the date the incentive award is paid, except as otherwise provided by State law.

 

2

DEAN FOODS CORPORATE

2013 SHORT-TERM INCENTIVE COMPENSATION PLAN

 

  For a Participant receiving a Below Target (or equivalent) performance rating for the plan year, the sum of the financial and individual award cannot exceed 100% of the Participant’s target incentive.
  If a Participant dies, becomes disabled, or retires prior to the payment of awards or if a Participant’s job is eliminated and such job elimination makes the Participant eligible to receive benefits under a Company severance plan or policy, the Participant may receive a payout, at the time other incentive awards are paid, based on actual time in the position and actual results of the company.
  Eligibility and individual target amounts may be prorated. A Participant’s year-end base salary will be used to calculate the incentive award in the case of those individuals actively employed by the Company on the last working day of the Plan Year. A Participant’s base salary at the time of death, disability, retirement, or job elimination will be used to calculate the prorated incentive award in those specific circumstances. All proration of incentive awards will be calculated based on whole month participation. If an employee becomes eligible to participate in the Plan, transfers between Plans, changes target participation in the Plan, or becomes ineligible to participate in the Plan between the first day of the month and the 15th of the month, the incentive award will be calculated based on full month participation. If the eligibility change occurs between the 16th of the month and the end of the month, the incentive award will be calculated beginning with the full calendar month following the change. There will be no award made for employees hired after December 15th of the Plan Year.
“Cause” Defined:   For purposes of this Agreement, “Cause” means a Participant’s (i) willful failure to perform substantially a Participant’s duties; (ii) willful or serious misconduct that has caused, or could reasonably be expected to result in, material injury to the business or reputation of the Company; (iii) conviction of, or entering a plea of guilty or nolo contendere to, a crime constituting a felony; (iv) breach of any written covenant or agreement with the Company, any material written policy of the Company or any Company code of conduct or code of ethics, or (v) failure to cooperate with the Company in any internal investigation or administrative, regulatory or judicial proceeding.
Repayment Provision:   The Participant in this Plan agrees and acknowledges that this Plan is subject to any policies that the Compensation Committee of the Dean Foods Board of Directors may adopt from time to time with respect to the repayment to the Company of any benefit received pursuant to this Plan, including “clawback” policies.

 

3

DEAN FOODS CORPORATE STAFF(PLAN C00)

2013 SHORT-TERM INCENTIVE COMPENSATION PLAN

FINANCIAL PAYOUT ADMINISTRATIVE GUIDELINES

FINANCIAL OBJECTIVE: DEAN FOODS OPERATING INCOME

WEIGHT: 60%

 

Operating Income

($MM)

    Performance vs. Plan   Financial Payout
Factor		   Increments

298.4

    110%   200.0%   10.0%

295.7

    109%   190.0%   10.0%

293.0

    108%   180.0%   10.0%

290.3

    107%   170.0%   10.0%

287.6

    106%   160.0%   10.0%

284.9

    105%   150.0%   10.0%

282.2

    104%   140.0%   10.0%

279.4

    103%   130.0%   10.0%

276.7

    102%   120.0%   10.0%

274.0

    101%   110.0%   10.0%

271.3

    100%   100.0%   10.0%

268.6

    99%   90.0%   10.0%

265.9

    98%   80.0%   10.0%

263.2

    97%   70.0%   10.0%

260.4

    96%   60.0%   10.0%

257.7

    95%   50.0%   10.0%

255.0

    94%   40.0%   10.0%

252.3

    93%   30.0%   10.0%

249.6

    92%   20.0%   10.0%

246.9

    91%   10.0%   10.0%

244.2

    90%   0.0%   0.0%
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