Cincinnati Bell 2012 Annual Report Download - page 65

Nonqualified Deferred Compensation
The following table sets forth information concerning compensation deferred by the NEOs:
Nonqualified Deferred Compensation for 2012 Fiscal Year
Name
Executive
Contributions
in Last Fiscal
Year
($)
Company
Contributions
in Last Fiscal
Year
($) (a)
Aggregate
Earnings
in Last Fiscal
Year
($) (b)
Aggregate
Withdrawals/
Distributions
($)
Aggregate Balance
at December 31, 2012
($)
John F. Cassidy ................ — — 663,369 — 1,484,510
Kurt A. Freyberger ............. — 1,177 9,161 — 44,307
Theodore H. Torbeck ........... — — — — —
Gary J. Wojtaszek .............. — — — — —
Christopher J. Wilson ........... — — 245,000 — 548,000
(a) Amount reflects a company matching contribution on Mr. Freyberger’s contributions in 2009.
(b) For Messrs. Cassidy, Freyberger, and Wilson, the amount shown includes the difference between the closing
price of the Company’s stock ($3.03) on December 31, 2011 and the closing price of the Company’s stock
($5.48) on December 31, 2012 with respect to deferrals made prior to 2012.
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 $250,000) 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 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
and its subsidiaries or a fixed date that occurs at least six years after the start of the first calendar year in which
he or she participates in the plan. In addition, as a special rule, in the event of a change in control of the
Company, all of the amounts then credited under the plan to a participant’s account under the plan are generally
paid in a lump sum on the day after the change in control.
The Executive Deferred Compensation Plan must comply with the requirements of the American Jobs
Creation Act of 2004 in order to retain its ability to defer federal income tax on certain amounts credited to a
participant’s account under the plan. The Company has amended the plan to meet the requirements of the
American Jobs Creation Act of 2004.
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Proxy Statement