Cincinnati Bell 2009 Annual Report Download - page 63

Nonqualified Deferred Compensation
The following table sets forth information concerning compensation deferred by the Named Executive Officers:
Nonqualified Deferred Compensation for 2009 Fiscal Year
Name
Executive
Contributions
in Last Fiscal
Year
($) (a)
Company
Contributions
in Last Fiscal
Year
($)
Aggregate
Earnings
in Last Fiscal
Year
($) (b)
Aggregate
Withdrawals/
Distributions
($)
Aggregate Balance
at December 31, 2009
($)
John F. Cassidy ................ — — 411,762 — 934,591
Gary J. Wojtaszek .............. — — — — —
Brian A. Ross ................. — — 190,813 — 433,096
Tara L. Khoury ................ — — — — —
Christopher J. Wilson ........... 49,526 — 160,055 — 345,000
(a) Mr. Wilson deferred receipt of 29,835 performance restricted share awards earned and attributable to the
2008 performance year. The amount shown in the column is based on the closing price of the Company’s
stock ($1.66) on February 27, 2009, the deferral date of the shares. Although paid in 2009, these amounts
represent awards earned in and for 2008 performance and, therefore, are not included in the Summary
Compensation Table.
(b) For Messrs. Cassidy, Ross and Wilson, the amount shown includes the difference between the closing price
of the Company’s stock ($1.93) on December 31, 2008 and the closing price of the Company’s stock ($3.45)
on December 31, 2009 with respect to deferrals made prior to 2009. For Mr. Wilson, the amount also
includes the difference between the closing price of the Company’s stock ($1.66) on February 27, 2009 and
the closing price of the Company’s stock ($3.45) on December 31, 2009 with respect to deferrals made in
2009.
The 1997 Cincinnati Bell Inc. Executive Deferred Compensation Plan (the “Executive Deferred
Compensation Plan”) generally permits under its current policies, for any calendar year, each employee who has
an annual base rate of pay and target bonus above a certain high dollar amount and has been designated by the
Company or a subsidiary of the Company as a “key employee” for purposes of the plan (currently a key
employee for purposes of the plan generally has annual pay of more than $245,000) to defer receipt of up to 75%
of his or her base salary, up to 100% of his or her cash bonuses (including annual incentive awards and
non-performance-based cash awards under the Cincinnati Bell Inc. 2007 Long Term Incentive Plan (collectively
with predecessor plans, the “Long Term Incentive Plans”)) and up to 100% of any performance-based common
share awards (not including awards of stock options or restricted stock after 2005) provided under the Long Term
Incentive Plans.
For all key employees who participate in the Executive Deferred Compensation Plan, there is also a
Company “match” on the amount of base salary and cash bonuses deferred under the plan for any calendar year.
In general, the match is equal to the lesser of 66
2
⁄ 3 % of the base salary and cash bonuses deferred or 4% of the
base salary and cash bonuses that exceed the annual compensation limit.
Amounts deferred by any participating key employee under the Executive Deferred Compensation Plan and
any related Company “match” are credited to the account of the participant under the plan and are assumed to be
invested in various mutual funds or other investments (including common shares) as designated by the
participant.
The accounts under the Executive Deferred Compensation Plan are not funded in a manner that would give
any participant a secured interest in any funds, and benefits are paid from the assets of the Company and its
subsidiaries (or from a trust that the Company has established and that remains subject to the Company’s
creditors).
The amounts credited to the account of any participant under the Executive Deferred Compensation Plan are
generally distributed, as so elected by the participant, in a lump sum or in two to ten annual installments (in cash
and/or common shares), that begin at some date after his or her termination of employment with the Company
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Proxy Statement