Eli Lilly 2015 Annual Report Download - page 164
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P48
3 Of the totals in this column, the following amounts have previously been reported in the “Summary
Compensation Table” for this year and for previous years:
Name 2015 ($) Previous Years ($) Total ($)
Dr. Lechleiter $1,397,700 $10,631,831 $12,029,531
Mr. Rice $93,624 $705,338 $798,962
Dr. Lundberg $89,142 $438,535 $527,677
Mr. Harrington $62,300 $121,800 $184,100
Mr. Conterno $152,878 $452,166 $605,044
The "Nonqualified Deferred Compensation in 2015" table above shows information about two company
programs: the nonqualified savings plan and the Deferred Compensation Plan. The nonqualified savings plan
is designed to allow each employee to contribute up to 6 percent of his or her base salary, and receive a
company match, beyond the contribution limits prescribed by the IRS with regard to 401(k) plans. This plan is
administered in the same manner as the 401(k) Plan, with the same participation and investment elections.
Executive officers and other U.S. executives may also defer receipt of all or part of their cash compensation
under the Deferred Compensation Plan. Amounts deferred by executives under this plan are credited with
interest at 120 percent of the applicable federal long-term rate as established the preceding December by the
U.S. Treasury Department under Section 1274(d) of the Internal Revenue Code with monthly compounding,
which was 3.2 percent for 2015 and is 3.1 percent for 2016. Participants may elect to receive the funds in a
lump sum or in up to 10 annual installments following retirement, but may not make withdrawals during their
employment, except in the event of hardship as approved by the Compensation Committee. All deferral
elections and associated distribution schedules are irrevocable. Both plans are unfunded and subject to
forfeiture in the event of bankruptcy.
Payments Upon Termination or Change in Control (as of December 31, 2015)
The following table describes the potential payments and benefits under the company’s compensation and
benefit plans and arrangements to which the named executive officers would be entitled upon termination of
employment. Except for certain terminations following a change in control of the company, as described
below, there are no agreements, arrangements, or plans that entitle named executive officers to severance,
perquisites, or other enhanced benefits upon termination of their employment. Any agreement to provide such
payments or benefits to a terminating executive officer (other than following a change in control) would be at
the discretion of the Compensation Committee.