Under the Chia Employment Agreement, Mr. Chia is subject to perpetual confidentiality, a
non-compete
provision during his employment and in the
one-year
period post termination, a
non-solicitation
of customers and employee provision during his employment and in the
one-year
period post termination and a perpetual mutual
non-disparagement
provision.
The Chia Employment Agreement also provides for potential payments upon termination as described below under “Potential Payments Upon Termination.”
Lawrence Fey, Chief Financial Officer
On March 19, 2020, we entered into an employment agreement with Mr. Fey, providing for his position as our Chief Financial Officer. Subsequently, on August 9, 2021, we and Vivid Seats, LLC entered into a new employment agreement with Mr. Fey that became effective upon the closing of the Business Combination, and then superseded his existing employment agreement. For purposes of the following description of Mr. Fey’s employment terms, we refer to his existing employment agreement and his new employment agreement that became effective upon the closing of the Business Combination, collectively, as the “Fey Employment Agreement.” Mr. Fey’s employment with us is
at-will
and either party may terminate the Fey Employment Agreement without notice.
With respect to 2021, the Fey Employment Agreement provided that Mr. Fey was entitled to a base salary of $300,000 per year and that Mr. Fey was entitled to participate in our health and welfare plans. Mr. Fey has the opportunity to earn an annual incentive bonus in an amount equal to up to 50% of his annual base salary, determined by reference to the attainment of our performance metrics and individual performance objectives, in each case, in the sole discretion of our Board of Directors.
Under the Fey Employment Agreement, Mr. Fey is subject to perpetual confidentiality, a
non-compete
provision during his employment and in the
one-year
period post termination, a
non-solicitation
of customers and employee provision during his employment and in the
one-year
period post termination and a perpetual mutual
non-disparagement
provision.
In addition, Mr. Fey is also party to a restrictive covenants agreement, pursuant to which he is subject to perpetual confidentiality, a
non-compete
provision during his employment and in the
two-year
period post termination, a
non-solicitation
of customers and employee provision during his employment and in the
two-year
period post termination and a perpetual
non-disparagement
provision in favor of us.
The Fey Employment Agreement also provides for potential payments upon termination as described below under “Potential Payments Upon Termination.”
Jon Wagner, Chief Technology Officer
On December 4, 2018, we entered into an employment agreement with Mr. Wagner, providing for his position as our Chief Technology Officer. Mr. Wagner’s employment with us is
at-will
and either party may terminate the Wagner Employment Agreement without notice.
Subsequently, on August 9, 2021, we and Vivid Seats, LLC entered into a new employment agreement with Mr. Wagner that became effective upon the closing of the Business Combination, and then superseded his existing employment agreement. For purposes of the following description of Mr. Wagner’s employment terms, we refer to his existing employment agreement and his new employment agreement that became effective upon the closing of the Business Combination, collectively, as the “Wagner Employment Agreement.”
The Wagner Employment Agreement provides that Mr. Wagner is entitled to a base salary of $350,000 per year, which was increased based on merit to $364,000 in March 2021. Mr. Wagner has the opportunity to earn an