Big Lots 2014 Annual Report Download - page 46

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variable costs. The aggregate incremental cost also includes per flight hour maintenance costs calculated
based upon the total maintenance costs incurred by us during the prior two years and dividing those costs
by the number of hours flown during that same period. Due to the fact that the corporate aircraft are used
primarily for business travel, fixed costs which do not change based on usage, such as pilot salaries, hangar
fees, management fees, purchase costs, depreciation and capitalized improvements to the aircraft, are
excluded. We did not reimburse or otherwise “gross-up” Mr. Campisi for any income tax obligation attributed
to his non-business use of corporate aircraft. The benefit of non-business use of corporate aircraft, which
was approved by the Compensation Committee for fiscal 2014 as part of Mr. Campisi’s overall compensation
package, is described in the “Elements of our Executive Compensation for Fiscal 2014 – Personal Benefits
and Perquisites” section of the CD&A.
Name Mr. Campisi Mr. Johnson Ms. Bachmann Mr. Chene Mr. Schlonsky
Reimbursement of Taxes ($) 13,610 2,281 8,835 2,765 2,910
Big Lots Contributions to Defined
Contribution Plans ($) 10,400 10,400 10,400 10,400 10,400
Big Lots Paid Health Care under
Executive Benefits Plans ($) 13,833 3,619 8,649 4,585 4,973
Big Lots Paid Life Insurance
Premiums ($) 1,135 859 1,100 853 691
Big Lots Paid Long-Term Disability
Insurance Premiums ($) 941 941 941 941 843
Use of Automobile or Automobile
Allowance ($) 25,400 14,943 13,200 13,200 13,200
Non-Business Aircraft Usage ($) 75,459 — — — —
Matching Charitable Contributions ($) 15,000 15,000 15,000 — 11,500
(7) We purchase tickets to entertainment and sporting venues for the primary purpose of allowing employees to
use such tickets in furtherance of our business. Because we incur no incremental cost if a named executive
officer uses such tickets for purposes other than our business, such tickets are not included in the amounts in
in this column.
(8) Mr. Campisi was not a named executive officer in fiscal 2012. Mr. Chene and Mr. Schlonsky were not named
executive officers in fiscal 2013 or 2012.
Bonus and Equity Plans
The amounts reported in the Summary Compensation Table above include amounts earned under the 2006 Bonus
Plan and the 2012 LTIP. Below is a description of the material terms of each plan and the awards made under
those plans to our named executive officers, as reflected in the following Grants of Plan-Based Awards in Fiscal
2014 table.
Big Lots 2006 Bonus Plan
The 2006 Bonus Plan provides for cash compensation, which is intended to qualify as “qualified performance-
based compensation” under Section 162(m) of the IRC, to be paid annually when we meet or exceed pre-established
minimum corporate performance amounts under one or more financial measures approved by the Compensation
Committee and other non-employee directors at the start of the fiscal year. Whether we will achieve the minimum
corporate performance amounts is substantially uncertain at the time the corporate performance amounts and
financial measures are established. No right to a minimum annual incentive award exists, and the Compensation
Committee has the discretion to cancel or decrease an annual incentive award (but may not increase an annual
incentive award for a covered employee (as that term is used within Section 162(m) of the IRC)) calculated
under the 2006 Bonus Plan. Any payments made with respect to a fiscal year are made in the first quarter of
the following fiscal year. The annual incentive awards that may be earned under the 2006 Bonus Plan range
from the floor to the maximum annual incentive award payout percentages, and include all amounts in between.
The smallest target and maximum annual incentive award payout percentages that may be set annually for our
named executive officers who are a party to an employment agreement with us are set forth in their respective
employment agreements. The threshold annual incentive award payout percentage is pre-established annually by
the Compensation Committee and the other non-employee directors and has historically been one-half of the target