Cincinnati Bell 2006 Annual Report Download - page 64
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•additional life and disability insurance that the executive may maintain on him or herself,
•initiation fees and monthly dues in connection with social clubs,
•installation and monthly fees for home security,
•adoption fees,
•purchase of software designed to provide or assist with tax planning/preparation, and
•financial, estate and legal planning/documents.
Executives must pay first for eligible services and submit an invoice and evidence of payment in order to be
reimbursed. In addition, the Company believes these executives should have annual, extensive physical
examinations and, to encourage the executive to do so, provides an additional amount equal to $3,000 annually
exclusively to defray the cost of such physical exams. This additional amount may not be used for any other
purpose. Executives may submit requests for reimbursements for any given year until March 31st of the year
following the year in which the expense was incurred. Any unused amounts, both the annual allowance and the
additional amount for executive physicals, may not be carried over to the next year and are forfeited by the
executive.
Salary and Cash Incentive Awards in Proportion to Total Compensation
Proportionately, the approximate percentage of total compensation in 2006 for each named executive
represented by the sum of their salary plus bonus is as follows: Mr. Cassidy — 41%, Mr. Ross — 69%, Mr. Dir
— 64%, Mr. Callaghan — 27% and Mr. Wilson — 67%.
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