Voya 2013 Annual Report Download - page 456

Nonqualified Deferred Compensation Plans
The Company maintains the DCSP, a nonqualified deferred compensation plan that allows employees to
contribute to deferred compensation accounts amounts above the 401(k) annual limit and provides certain
company matching contributions on the deferred amounts. The Company also previously maintained an
additional nonqualified deferred compensation plan for the purpose of holding certain deferred amounts paid to
employees of our Investment Management business in 2010, including Mr. Becker. All amounts in such
additional plan vested and were paid out during 2013.
ING U.S. 409A Deferred Compensation Savings Plan
Eligible employees who meet certain compensation thresholds may elect to participate in the DCSP.
Participating employees may elect to defer up to 50% of their salary, up to 50% of their sales-based commission
compensation, up to 100% of their short-term variable compensation (excluding sales-based commissions) and
up to 100% of their long-term variable compensation and may also elect to defer compensation they would have
contributed to their 401(k) Plan accounts were it not for the compensation and contribution limits under the
Internal Revenue Code. The Company provides a 6% matching contribution on certain amounts elected to be
deferred under the DCSP to enable company-matched contributions on deferrals that are in excess of the 401(k)
contribution limits. The aggregate company match under the 401(k) plan and DCSP for 2013 was limited to
$45,900.
The table below presents, for each NEO, 2013 information with respect to nonqualified deferred
compensation plans.
Nonqualified Deferred Compensation Plans Table for 2013
Name
Executive
Contributions in 2013(1)
Registrant
Contributions in
2013(1)
Aggregate
Earnings in 2013(2)
Aggregate
Withdrawals/
Distributions
Aggregate Balance
at 2013 Year End
Rodney O. Martin, Jr. . . . $ 93,667 $30,600 $ 94,255 $ 0 $ 416,540
Alain M. Karaoglan ..... $ 62,332 $30,600 $ 6,380 $ 0 $ 245,028
Ewout L. Steenbergen . . . $ 9,450 $ 9,450 $ 72 $ 0 $ 18,972
Maliz E. Beams ........ $ 58,695 $36,700 $ 4,160 $ 0 $ 173,731
Jeffrey T. Becker ....... $125,337 $30,600 $139,395 $309,872 $2,537,959
(1) Amounts reported in this column that are reported in the “Summary Compensation Table” (for 2013, unless
otherwise noted) are: Mr. Martin—$93,667 base salary; Mr. Karaoglan—$62,332 base salary;
Mr. Steenbergen—$9,450 base salary; Ms. Beams—$58,695 base salary; and Mr. Becker—$84,470 base
salary and $40,867 non-equity incentive plan compensation from 2012.
(2) Amounts in this column reflect the interest earned on notional investments, which investments are elected
by the participant. The participant has the ability to change his or her investment election only during open
periods.
Potential Payments upon a Termination or Change in Control
ING U.S. Severance Pay Plan
The ING Americas Severance Pay Plan (the “Severance Plan”) provides for the payment of severance
benefits to eligible employees in the event of a qualifying termination of employment. Examples of qualifying
termination events include an employee’s job elimination as a result of a reduction in workforce, an acquisition, a
merger, divestiture or restructuring, outsourcing or position elimination. Other examples of qualifying
termination events are significant pay reductions due to an employer-requested job change, the transfer of an
employee’s job function more than 50 miles from the employee’s current work location, an employee’s job being
filled while the employee is on an approved leave and the expiration of an employee’s expatriation assignment.
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