Neiman Marcus 2014 Annual Report Download - page 80

Table of Contents
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The amounts reported in the table below represent deferrals, distributions and Company matching contributions credited pursuant to the KEDC Plan
and Company contributions credited pursuant to the DC SERP (the Executive Contributions). The following table contains information regarding the KEDC
and the DC SERP.
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

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
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

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

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


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Karen W. Katz
KEDC 241,213
50,057
9,241
—
394,216
DC SERP —
267,944
12,306
—
481,318
Donald T. Grimes
KEDC —
—
—
—
—
DC SERP —
—
—
—
—
James J. Gold
KEDC —
—
—
—
—
DC SERP —
151,658
4,853
—
208,721
John E. Koryl
KEDC —
—
—
—
—
DC SERP —
59,946
1,885
—
80,021
Joshua G. Schulman
KEDC —
—
—
—
—
DC SERP —
62,139
1,393
—
63,532
James E. Skinner
KEDC 68,153
25,422
3,386
—
143,057
DC SERP —
143,695
4,672
—
197,509
(1) The amounts reported as Executive Contributions in Last Fiscal Year are also included as Salary in the Summary Compensation Table.
The KEDC Plan allows eligible employees to elect to defer up to 15% of base pay and up to 15% of annual performance bonus each year. Eligible
employees generally are those employees who have completed one year of service with us, have annual base pay of at least $300,000 and are otherwise
designated as eligible by our employee benefits committee; provided, however, that effective January 1, 2008, only those persons who were eligible for the
KEDC as of January 1, 2007 are permitted to continue participating in the KEDC. No new participants will be added. We also credit a matching contribution
each pay period equal to (A) the sum of (i) 100% of the sum of the employee’s KEDC Plan deferrals and the maximum RSP deferral that the employee could
have made under such plan for such pay period, to the extent that such sum does not exceed 2% of the employee’s compensation for such pay period, and (ii)
25% of the sum of the employee’s KEDC Plan deferrals and the maximum RSP deferral that the employee could have made under such plan for such pay
period, to the extent that such sum does not exceed the next 4% of the employee’s compensation for such pay period, minus (B) the maximum possible match
the employee could have received under the RSP for such pay period. Such amounts are credited to a bookkeeping account for the employee and are fully
vested with respect to matching contributions made for calendar years prior to 2008. Amounts attributable to matching contributions, plus interest thereon,
for calendar years on and after 2008 are subject to forfeiture if the employee is terminated for cause. Accounts are credited monthly with interest at an annual
rate equal to the prime interest rate published in The Wall Street Journal on the last business day of the preceding calendar quarter. Amounts credited to an
employee’s account become payable to the employee upon separation from service, death, unforeseeable emergency, or our change of control. In the event of
separation of service, payment is made in a lump sum in the calendar quarter following the calendar quarter in which the separation occurs although if the
employee is eligible for retirement upon such separation, payment may be deferred until the following year or the nine subsequent years, and may be made in
a lump sum or in installments over a period of up to ten years, depending upon the distribution form elected by the employee. There is no separate funding
for the amounts payable under the KEDC Plan, rather we make payment from our general assets.
The DC SERP is an unfunded, non-qualified deferred compensation plan under which benefits are paid from our general assets to provide eligible
employees with the opportunity to receive employer contributions on the portion of their eligible compensation that exceeds the IRS Limit. Eligible
employees generally are those employees who have completed one year of service with the Company, who have annual base pay of at least 80% of the IRS
Limit (or were eligible to participate in the SERP Plan as of December 31, 2007 and ceased to be eligible to participate in the SERP Plan as of January 1,
2008), and who are otherwise designated as eligible by our employee benefits committee. We will make transitional and non-transitional credits to the
accounts of eligible participants each pay period. Transitional credits apply only to participants who were eligible to participate in the SERP Plan as of
December 31, 2007 but ceased participating in the SERP Plan as of that date and became a
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