Company’s long-term incentive plan. Under the terms of the arrangements, each named executive officer is also eligible to participate in the same benefit programs, as may be in effect from time to time, for other senior management employees of the Company generally. None of the arrangements with the Company’s named executive officers contain any change in control payments or benefits.
If the Company terminates Mr. Miller without cause (as defined in his employment agreement), Mr. Miller would be eligible for: (i) certain accrued obligations; (ii) any determined, but unpaid KPI bonus relating to the fiscal year prior to the fiscal year of termination; (iii) 12 months of severance; and (iv) 12 months of health benefit continuation coverage on the same terms as was provided before Mr. Miller’s termination. However, if the Company offers Mr. Miller another executive-level position at a salary that is at least equal to his base salary, and if he rejects such offer of employment, the Company will have no obligation to provide Mr. Miller severance payments and/or benefits. If Mr. Miller is terminated for cause, he will only receive accrued obligations required to be paid by applicable law. If Mr. Miller resigns, he is eligible to receive certain accrued obligations and may be eligible to receive any determined, but unpaid KPI bonus relating to the fiscal year prior to the fiscal year of termination.
In July 2017, Mr. Miller was granted a retention bonus opportunity under the Company’s KERP, equal to $115,200 payable in five installments, with the first four installments of $14,400 paid on each of July 31, 2017, September 30, 2017, December 31, 2017 and March 30, 2018 and the fifth installment of $57,600 being paid on July 31, 2019. In addition, in November 2017, Mr. Miller received 55,000 shares of restricted stock under the Power Solutions International, Inc. 2012 Incentive Compensation Plan (the “2012 Plan”), with 27,500 shares vesting on March 31, 2018 and the remaining 27,500 shares vesting on March 31, 2019. Mr. Miller needed to remain employed in good standing on each of the foregoing payment or vesting dates in order to receive a payout of cash or shares, as applicable.
If Mr. Avery’s employment with the Company had terminated in 2019, he would generally have received the same payments and benefits as described above for Mr. Miller. In addition, if the Company had terminated Mr. Avery without cause (as defined in his employment agreement), if Mr. Avery had resigned, or if his employment had been terminated due to death or disability, he would have been entitled to receive a prorated KPI bonus through his termination date for the fiscal year in which his termination occurred once the KPI bonus had been determined by the Board. As previously disclosed, in connection with Mr. Avery’s separation from the Company on July 20, 2020, Mr. Avery and the Company entered into a consulting and release agreement, pursuant to which Mr. Avery became entitled to receive certain benefits in exchange for his provision of transition and consulting services, including cash severance, continued health coverage, his 2019 KPI bonus, a prorated 2020 KPI bonus, a cash payment for transition services and a consulting fee during the consulting period.
Mr. Winemaster’s employment agreement describes his participation in the KERP, under which, in July 2017, he was granted a retention bonus opportunity totaling $87,200 payable in five installments, with the first four installments of $10,900 paid on each of July 31, 2017, September 30, 2017, December 31, 2017 and March 30, 2018 and the fifth installment of $43,600 being paid on March 30, 2019. In addition, in November 2017, Mr. Winemaster received 45,223 shares of restricted stock under the 2012 Plan, with 22,611 shares vesting on March 31, 2018 and the remaining 22,612 shares vesting on March 31, 2019. Mr. Winemaster needed to remain employed in good standing on each of the foregoing payment or vesting dates in order to receive a payout of cash or shares, as applicable.
If the Company terminates Mr. Winemaster without cause (as defined in his employment agreement) or for any reason other than for cause, or if Mr. Winemaster’s employment is terminated due to his death or disability, he will generally receive the same payments and benefits as Mr. Miller receives upon a termination without cause by the Company. Upon such termination scenarios, Mr. Winemaster also would have received accelerated payment or vesting, as applicable, for his cash and equity awards under the KERP. If Mr. Winemaster is terminated for cause, he will only receive accrued obligations required to be paid by applicable law.
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