STRATTEC
SECURITY CORPORATION
|
(Exact
name of registrant as specified in its
charter)
|
Wisconsin
|
(State
or other jurisdiction of
incorporation)
|
0-25150
|
39-1804239
|
|
(Commission
File Number)
|
(I.R.S.
Employer I.D. Number)
|
3333
West Good Hope Road
Milwaukee,
WI
|
53209
|
|
(Address
of Principal Executive Offices)
|
(Zip
Code)
|
(414)
247-3333
|
(Registrant's
telephone number; including area
code)
|
1.01
|
Principal
and Business Offices
|
1
|
1.02
|
Registered
Office
|
1
|
1.03
|
Corporate
Records
|
1
|
2.01
|
Annual
Meeting
|
2
|
2.02
|
Special
Meetings
|
3
|
2.03
|
Place
of Meeting
|
3
|
2.04
|
Notices
to Shareholders
|
4
|
(a)
Required Notice
|
4
|
|
(b)
Adjourned Meeting
|
4
|
|
(c)
Waiver of Notice
|
4
|
|
(d)
Contents of Notice
|
4
|
|
(e) Fundamental
Transactions
|
5
|
|
2.05
|
Fixing
of Record Date
|
5
|
2.06
|
Shareholder
List
|
6
|
2.07
|
Quorum
|
7
|
2.08
|
Conduct
of Meetings
|
7
|
2.09
|
Proxies
|
7
|
2.10
|
Voting
of Shares
|
7
|
3.01
|
General
Powers
|
8
|
3.02
|
Resignations
and Qualifications
|
8
|
3.03
|
Regular
Meetings
|
8
|
3.04
|
Special
Meetings
|
8
|
3.05
|
Meetings
By Telephone or Other Communication Technology
|
8
|
3.06
|
Notice
of Meetings
|
9
|
3.07
|
Quorum
|
9
|
3.08
|
Manner
of Acting
|
9
|
3.09
|
Conduct
of Meetings
|
9
|
3.10
|
Vacancies
|
10
|
3.11
|
Compensation
|
10
|
3.12
|
Presumption
of Assent
|
10
|
3.13
|
Committees
|
10
|
4.01
|
Appointment
|
11
|
4.02
|
Resignation
and Removal
|
11
|
4.03
|
Vacancies
|
11
|
4.04
|
Chairman
of the Board
|
11
|
4.05
|
President
|
12
|
4.06
|
Authority
of President
|
12
|
4.07
|
Executive
Vice Presidents, Senior Vice Presidents
|
|
and
Vice Presidents
|
12
|
|
4.08
|
Secretary
|
12
|
4.09
|
Treasurer
|
13
|
4.10
|
Assistants
and Acting Officers
|
13
|
4.11
|
Salaries
|
13
|
5.01
|
Certificate
for Shares
|
13
|
5.02
|
Signature
by Former Officers, Transfer Agent or Registrar
|
14
|
5.03
|
Transfer
of Shares
|
14
|
5.04
|
Restrictions
on Transfer
|
14
|
5.05
|
Lost,
Destroyed or Stolen Certificates
|
15
|
5.06
|
Consideration
for Shares
|
15
|
5.07
|
Stock
Regulations
|
15
|
6.01
|
Shareholder
Written Waiver
|
15
|
6.02
|
Shareholder
Waiver by Attendance
|
16
|
6.03
|
Director
Written Waiver
|
16
|
6.04
|
Director
Waiver by Attendance
|
16
|
7.01
|
Director
Action Without Meeting
|
16
|
8.01
|
Indemnification
for Successful Defense
|
17
|
8.02
|
Other
Indemnification
|
17
|
8.03
|
Written
Request
|
17
|
8.04
|
Nonduplication
|
18
|
8.05
|
Determination
of Right to Indemnification
|
18
|
8.06
|
Advance
of Expenses
|
19
|
8.07
|
Nonexclusivity
|
19
|
8.08
|
Court-Ordered
Indemnification
|
20
|
8.09
|
Indemnification
and Allowance of Expenses of Employees
|
|
and
Agents
|
21
|
|
8.10
|
Insurance
|
21
|
8.11
|
Securities
Law Claims
|
21
|
8.12
|
Liberal
Construction
|
22
|
8.13
|
Definitions
Applicable to This Article
|
22
|
ARTICLE
IX. SEAL
|
23
|
10.01
|
By
Shareholders
|
23
|
10.02
|
By
Directors
|
23
|
10.03
|
Implied
Amendments
|
24
|
Page | ||
I.
|
Plan
Objectives
|
1
|
II.
|
Plan
Administration
|
1
|
III.
|
Definitions
|
1
|
IV.
|
Eligibility
|
4
|
V.
|
Individual
Participation Levels
|
5
|
VI.
|
Performance
Factors
|
5
|
VII.
|
Change
in Status During Plan Year
|
8
|
VIII.
|
Bonus
Paid and Bonus Bank
|
9
|
IX.
|
Administrative
Provisions
|
13
|
X.
|
Miscellaneous
|
14
|
A.
|
To
promote the maximization of shareholder value over the long term
by
providing incentive compensation to key employees of
STRATTEC
SECURITY CORPORATION
(the "Company") in a form which is designed to financially reward
participants for an increase in the value of the
Company.
|
B.
|
To
provide competitive levels of compensation that enable the Company
to
attract and retain employees who can have a positive impact on the
economic value of the Company.
|
C.
|
To
encourage teamwork and cooperation in the achievement of Company
goals.
|
A.
|
"
Accrued
Bonus
"
means the bonus, which may be negative or positive, which is calculated
in
the manner set forth in Section
V.A.
|
B.
|
''
Actual
EVA
"
means the EVA as calculated for the relevant Plan
Year.
|
C.
|
"
Capital
"
means the Company's average monthly net operating capital employed
for the
Plan Year, calculated as follows:
|
D.
|
"
Capital
Charge
"
means the deemed opportunity cost of employing Capital in the Company's
business, determined as follows:
|
E.
|
"
Company
"
means STRATTEC SECURITY CORPORATION. The Company's Compensation Committee
may act on behalf of the Company with respect to this
Plan.
|
F.
|
"
Cost
of Capital
"
means the weighted average of the cost of equity and the after tax
cost of
debt for the relevant Plan Year. The Cost of Capital will be determined
by
the Compensation Committee prior to each Plan Year, consistent with
the
following methodology:
|
(a)
|
Cost
of Equity = Risk Free Rate + (Business Risk Index x Average Equity
Risk
Premium)
|
(b)
|
Debt Cost of Capital = Debt Yield x (1 - Tax Rate) |
(c)
|
The
weighted average of the Cost of Equity and the Debt Cost of Capital
is
determined by reference to the expected debt-to-capital
ratio
|
G.
|
"
Earned
Wages
"
includes:
|
(1)
|
For
Participants who are employed by the Company, all wages paid in the
Plan
Year, excluding employment signing bonuses, EVA bonus payments,
reimbursement or other expense allowances, imputed income, value
of fringe
benefits (cash and non-cash), moving reimbursements, welfare benefits
and
special payments.
|
(2)
|
For
Participants who are employed by STRATTEC de Mexico S.A. de C.V.
and
STRATTEC Componentes Automotrices S.A. de C.V., the “Base Salary”. Base
Salary includes regular salary, holidays and vacations paid during
the
Plan Year. Base Salary does not include overtime, profit sharing,
Christmas bonuses, vacation premiums, signing bonuses, EVA bonus
payments,
reimbursements and other expense allowances, imputed income, the
value of
fringe benefits (cash and non-cash), moving reimbursements and special
payments.
|
H.
|
"
Economic
Value Added" or "EVA
"
means the NOPAT that remains after subtracting the Capital Charge,
expressed as follows:
|
I.
|
Effective
Date
.
February 27, 1995, the date as of which the Plan first applies
to the
Company.
|
J.
|
"
EVA
Leverage Factor
"
means the adjustment factor reflecting deviation in the use of capital
employed as a percentage of capital employed. For purposes of this
Plan,
the Company's EVA Leverage Factor is determined to be 5% of the monthly
average net operating capital employed during the prior Plan
year.
|
K.
|
"
NOPAT
"
means cash adjusted net operating profits after taxes for the Plan
Year,
calculated as follows:
|
Net
Sales
|
|
-
|
Cost
of Goods Sold
|
(+
-)
|
Change
in LIFO Reserve
|
-
|
Engineering/Selling
& Admin.
|
(+
-)
|
Change
in Bad Debt Reserve
|
(+
-)
|
Other
Income & Expense excluding Interest Income or
Expense
|
(+
-)
|
Other
Unusual Income or Expense Items (See Section VI. B.)
|
(+
-)
|
Amortization
of Unusual Income or Expense Items
|
-
|
Cash
Taxes on the Above (+/- change in deferred tax
liability)
|
L.
|
“
Participant
”
means individual who has satisfied the eligibility requirements of
the
Plan as provided in
Section IV.
|
M.
|
"
Plan
Year
"
means the one-year period coincident with the Company's fiscal year.
|
N.
|
"
Executive
Officers
"
means those Participants designated as Executive Officers by the
Compensation Committee with respect to any Plan
Year.
|
O.
|
"
Senior
Managers
"
means those Participants designated as Senior Managers by the Compensation
Committee with respect to any Plan
Year.
|
P.
|
"
Target
EVA
"
means the target level of EVA for the Plan Year, determined as
follows:
|
Current
Plan
Year
Target EVA
|
=
|
Prior
Year
Prior Year
Target
EVA +
Actual EVA
|
+
|
Expected
Improvement
|
2
|
A.
|
Eligible
Positions
.
In general, only Executive Officers and Senior Managers selected
by the
Compensation Committee may be eligible for participation in the Plan.
However, actual participation will depend upon the contribution and
impact
each eligible employee may have on the Company's value to its
shareholders, as determined by the Compensation
Committee.
|
B.
|
Nomination
and Approval
.
Each Plan Year, the Chairman and President will nominate eligible
employees to participate in the Plan for the next Plan Year. The
Compensation Committee will have the final authority to select Plan
participants (the "Participants") among the eligible employees nominated
by the Chairman and President. Continued participation in the Plan
is
contingent on approval of the Compensation Committee.
|
C.
|
Employee
Performance Requirement
.
Employees whose performance is rated “Needs Improvement” on their annual
performance review will not be eligible for an EVA bonus applicable
to the
year covered by such performance review. However, if the employee
so rated
is subject to a performance improvement plan, and successfully meets
the
requirement of the plan in the time frame prescribed, the employee’s EVA
eligibility will be reinstated, and the EVA bonus will be paid with
the
next regular payroll check following
reinstatement.
|
A.
|
Calculation
of Accrued Bonus
.
Each Participant's Accrued Bonus will be determined as a function
of the
Participant's Earned Wages, the Participant's Target Incentive Award
(provided in Section V.B., below), Company Performance Factor (provided
in
Section VI.A.) and the Individual Performance Factor (provided in
Section
VI.C.) for the Plan Year. Each Participant's Accrued Bonus will be
calculated as follows:
|
Participant's
Earned
Wages
|
x
|
Target
Incentive
Award
|
x
|
Company
Performance
Factor
|
+
|
Individual
Performance
Factor
|
||||||||||
2 |
B.
|
Target
Incentive Award
.
The Target Incentive Award will be determined according to the following
schedule:
|
Position
|
Target
Incentive Award
(%
of Base Salary)
|
Chairman
(if also CEO of Company)
|
75%
|
President
|
65%
|
Executive
Vice President
|
50%
|
Senior
Vice President
|
45%
|
Vice
President
|
35%
|
Senior
Managers as approved each year pursuant to section IV. B
|
12%-20%
|
A.
|
Company
Performance Factor Calculation.
For any Plan Year, the Company Performance Factor will be calculated
as
follows:
|
B.
|
Adjustments
to Company Performance
.
When Company performance is based on Economic Value Added or other
quantifiable financial or accounting measure, it may be necessary
to
exclude significant, unusual, unbudgeted or noncontrollable gains
or
losses from actual financial results in order to measure performance
properly. The Compensation Committee will decide those items that
shall be
considered in adjusting actual results. For example, some types of
items
that may be considered for exclusion
are:
|
(1)
|
Any
gains or losses which will be treated as extraordinary in the Company's
financial statements.
|
(2)
|
Profits
or losses of any entities acquired by the Company during the Plan
Year,
assuming they were not included in the budget and/or the
goal.
|
(3)
|
Material
gains or losses not in the budget and/or the goal which are of a
nonrecurring nature and are not considered to be in the ordinary
course of
business Some of these would be as
follows:
|
(a)
|
Gains
or losses from the sale or disposal of real estate or
property.
|
(b)
|
Gains
resulting from insurance recoveries when such gains relate to claims
filed
in prior years.
|
(c)
|
Losses
resulting from natural catastrophes, when the cause of the catastrophe
is
beyond the control of the Company and did not result from any failure
or
negligence on the Company's part.
|
C.
|
Individual
Performance Factor Calculation
.
Determination of the Individual Performance Factor will be the
responsibility of the individual to whom the participant reports.
This
determination will be subject to approval by the Chairman and President
(or the Compensation Committee with respect to the Chairman and President)
and shall conform with the process set forth
below:
|
(1)
|
Quantifiable
Supporting Performance Factors
.
The Individual Performance Factor of the Accrued Bonus calculation
will be
based on the accomplishment of individual, financial and/or other
goals
("Supporting Performance Factors"). Whenever possible, individual
performance will be evaluated according to quantifiable benchmarks
of
success. These Supporting Performance Factors will be enumerated
from 0 to
2.0 based on the levels of achievement for each goal per the schedule
in
VI C. (2). Provided, however, that if the quantifiable Supporting
Performance Factor is based on the Company Performance Factor as
set forth
in Section VI.A., then the Supporting Performance Factor may be
unlimited.
|
(2)
|
Non-Quantifiable
Supporting Performance Factors
.
When performance cannot be measured according to a quantifiable monitoring
system, an assessment of the Participant's performance shall be made
based
on a non-quantifiable Supporting Performance Factor (or Factors).
The
individual to whom the participant reports (or the Compensation Committee
with respect to the Chairman) will evaluate the Participant's performance
based on behavioral attributes and overall performance and this evaluation
will determine the Participant's Supporting Performance Factor (or
Factors) according to the following
schedule:
|
Non
Quantifiable
Supporting
Performance
Rating
|
Supporting
Performance
Factor
|
Quantifiable
Supporting
Performance
Rating
|
Significantly
Exceeds Requirements
|
1.8-2.0
|
Significantly
Exceeds Goal
|
Exceeds
Requirements
|
1.4-1.7
|
Exceeds
Goal
|
Meets
Requirements
|
.7-1.3
|
Meets
Goal
|
Marginally
Meets Requirements
|
.3-.6
|
Goal
Not Met, but Significant Progress Made
|
Needs
Improvement
|
0-.2
|
|
0
|
Goal
Not Met
|
(3)
|
Aggregate
Individual Performance Factor
.
The Individual Performance Factor to be used in the calculation of
the
Accrued Bonus shall be equal to the sum of the quantifiable and/or
non-quantifiable Supporting Performance Factor(s), divided by two
as
follows:
|
A.
|
New
Hires and Promotions
.
A
newly hired employee or an employee promoted during the Plan Year
to a
position qualifying for participation (or leaving the participating
class)
may accrue (subject to discretion of the Compensation Committee)
a pro
rata Accrued Bonus based on Base Salary
received.
|
B.
|
Discharge
.
An employee discharged during the Plan Year shall not be eligible
for an
Accrued Bonus, even though his or her service arrangement or contract
extends past year-end, unless the Compensation Committee determines
that
the conditions of the termination indicate that a prorated Accrued
Bonus
is appropriate. The Compensation Committee shall have full and final
authority in making such a
determination.
|
C.
|
Resignation
.
An employee who resigns during the Plan Year to accept employment
elsewhere (including self-employment) will not be eligible for an
Accrued
Bonus, unless the Compensation Committee determines that the conditions
of
the termination indicate that a prorated Bonus is appropriate. The
Compensation Committee shall have full and final authority in making
such
a determination.
|
D.
|
Death,
Disability and Retirement
.
If a Participant's employment is terminated during a Plan Year by
reason
of death, disability, or normal or early retirement under the Company's
retirement plan, a tentative Accrued Bonus will be calculated as
if the
Participant had remained employed as of the end of the Plan Year.
The
final Accrued Bonus will be calculated based upon the Base Salary
received.
|
E.
|
Leave
of Absence
.
An employee whose status as an active employee is changed during
a Plan
Year as a result of a leave of absence may, at the discretion of
the
Compensation Committee, be eligible for a pro rata Accrued Bonus
determined in the same way as in paragraph D of this
Section.
|
F.
|
Needs
Improvement Status
.
Associates whose performance has been rated Needs Improvement on
their
annual performance review will not be eligible for an EVA bonus until
such
time as their performance is at an acceptable level. If the associate’s
performance returns to an acceptable level, the EVA bonus that was
withheld will be paid with the next available pay
period.
|
A.
|
Participants
Who Are Not Executives Officers
.
All positive Accrued Bonuses of Participants who are not Executive
Officers for the Plan Year shall be paid in full, less amounts required
by
law to be withheld for income and employment tax purposes, as soon
as
administratively feasible following the end of the Plan Year in which
the
Accrued Bonus was earned. Participants who are not Executive Officers
shall not be charged or otherwise assessed for negative Accrued Bonuses
nor shall such Participants have any portion of their Accrued Bonuses
banked.
|
B.
|
Participants
Who Are Executive Officers
.
The Total Bonus Payout to Participants who are Executive Officers
for the
Plan Year shall be as follows:
|
C.
|
Establishment
of a Bonus Bank
.
To encourage a long term commitment to the enhancement of shareholder
value by Executive Officers, "Extraordinary Bonus Accruals" shall
be
credited to an "at risk" deferred account ("Bonus Bank") for each
such
Participant, and all negative Accrued Bonuses shall be charged against
the
Bonus Bank, as determined in accordance with the
following:
|
1.
|
"Bonus
Bank
"
means, with respect to each Executive Officer, a bookkeeping record
of an
account to which Extraordinary Bonus Accruals are credited, and negative
Accrued Bonuses debited as the case may be, for each Plan Year, and
from
which bonus payments to such Executive Officers are
debited.
|
2.
|
"Bank
Balance"
means, with respect to each Executive Officer, a bookkeeping record
of the
net balance of the amounts credited to and debited against such Executive
Officer's Bonus Bank. The Bank Balance shall initially be equal to
zero.
|
3.
|
"Extraordinary
Bonus Accrual
"
shall mean the amount of the Accrued Bonus for any year that exceeds
1.25
times the portion of the Executive Officer's Base Salary which is
represented by the Target Incentive Award in the event that the beginning
Bank Balance is positive or zero, and .75 times the portion
of the
Executive Officer's Base Salary which is represented by the Target
Incentive Award in the event that the beginning Bank Balance is
negative.
|
4.
|
Annual
Allocation
.
Each Executive Officer's Extraordinary Bonus Accrual or negative
Accrued
Bonus is credited or debited to the Bonus Bank maintained for that
Executive Officer. Such Annual Allocation will occur as soon as
administratively feasible after the end of each Plan Year. Although
a
Bonus Bank may, as a result of negative Accrual Bonuses have a deficit,
no
Executive Officer shall be required, at any time, to reimburse his/her
Bonus Bank.
|
5.
|
"Available
Balance
"
means the Bank Balance at the point in time immediately after the
Annual
Allocation has been made.
|
6.
|
"Payout
Percentage
"
means the percentage of the Available Balance that may be paid out
in cash
to the Participant. The Payout Percentage will equal
33%.
|
7.
|
"Bank
Payout
"
means the amount of the Available Balance that may be paid out in
cash to
the Executive Officer for each Plan Year. The Bank Payout is calculated
as
follows:
|
(a)
|
Resignation
or Termination With Cause
.
Executive Officers leaving voluntarily to accept employment elsewhere
(including self-employment) or who are terminated with cause will
forfeit
their Available Balance.
|
(b)
|
Retirement,
Death, Disability or Termination Without Cause
.
In the event of an Executive Officer’s normal or early retirement under
the STRATTEC SECURITY CORPORATION Retirement Plan, death, disability,
or
termination without cause, the Available Balance, less amounts required
by
law to be withheld for income tax and employment tax purposes shall
be
paid to the Executive Officer as soon as administratively feasible
following the end of the Plan Year in which the termination for one
of
such events occurred.
|
(c)
|
For purposes of this Plan ‘’cause” shall mean: |
1.
|
The
willful and continued failure of a Participant to perform substantially
the Participant’s duties with the Company or one of its affiliates (other
than any such failure resulting from incapacity due to physical or
mental
illness), after a written demand for substantial performance is delivered
to the Participant by the Board or the Chief Executive Officer of
the
Company which specifically identifies the manner in which the Board
or
Chief Executive Officer believes that the Participant has not
substantially performed the Participant’s duties,
or
|
2.
|
The
willful engaging by the Participant in illegal conduct or gross misconduct
which is materially and demonstrably injurious to the
Company.
|
A.
|
A
mendments
.
The Compensation Committee or full Board of Directors of the Company
shall
have the right to amend or restate the Plan at any time from time
to time.
The Company reserves the right to suspend or terminate the Plan at
any
time. No such modification, amendment, suspension, or termination
may,
without the consent of any affected participants (or beneficiaries
of such
participants in the event of death), reduce the rights of any such
participants (or beneficiaries, as applicable) to a payment or
distribution already earned under Plan terms in effect prior to such
change. The provisions of the Plan as in effect at the time of a
Participant’s termination of employment shall control as to that
Participant, unless otherwise specified in the
Plan.
|
B.
|
Authority
to Act.
The Compensation Committee or full Board of Directors may act on
behalf of
the Company for purposes of the
Plan.
|
C.
|
Interpretation
of Plan
.
Any decision of the Compensation Committee with respect to any issues
concerning individuals selected for awards, the amounts, terms, form
and
time of payment of awards, and interpretation of any Plan guideline,
definition, or requirement shall be final and
binding.
|
D.
|
Effect
of Award on Other Employee Benefits
.
By acceptance of a bonus award, each recipient agrees that such award
is
special additional compensation and that it will not affect any employee
benefit,
e.g.
,
life insurance, etc., in which the recipient participates, except
as
provided in paragraph E. below.
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E.
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Retirement
Programs
.
Awards made under this Plan shall be included in the employee's
compensation for purposes of the STRATTEC SECURITY CORPORATION Retirement
Plan and STRATTEC SECURITY CORPORATION Employee Savings Investment
Plan.
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F.
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Right
to Continued Employment;
A
dditional
Awards
.
The receipt of a bonus award shall not give the recipient any right
to
continued employment, and the right and power to dismiss any employee
is
specifically reserved to the Company. In addition, the receipt of
a bonus
award with respect to any Plan Year shall not entitle the recipient
to an
award with respect to any subsequent Plan
Year.
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A.
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Indemnification
.
The Compensation Committee shall not be liable for, and shall be
indemnified and held harmless by the Company from any loss, cost,
liability, or expense that may be imposed upon or reasonably incurred
in
connection with any claim, action, suit, or proceeding to which the
Compensation Committee may be a party by reason of any action taken
or
failure to act under this Plan. The foregoing right of indemnification
shall not be exclusive of any other rights of indemnification to
which
such person(s) may be entitled under the Company's Certificate of
Incorporation of By-Laws, as a matter of law, or otherwise, or any
power
that the Company may have to indemnify such person(s) or hold such
person(s) harmless.
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B.
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Expenses
of the Plan
.
The expenses of administering this Plan shall be borne by the
Company.
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C.
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Withholding
Taxes
.
The Company shall have the right to deduct from all payments under
this
Plan any Federal or state taxes required by law to be withheld with
respect to such payments.
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D.
|
Governing
Law
.
This Plan shall be construed in accordance with and governed by the
laws
of the State of Wisconsin.
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