UNITED STATES
SECURITIES AND EXCHANGE COMMISSION
Washington, D.C. 20549
FORM 8-K
CURRENT REPORT
Pursuant to Section 13 or 15(d)
of The Securities Exchange Act of 1934
February 28, 2020
Date of Report (Date of earliest event reported)
LENNAR CORPORATION
(Exact name of registrant as specified in its charter)
Delaware |
1-11749 |
95-4337490 |
||
(State or other jurisdiction of incorporation) |
(Commission File Number) |
(IRS Employer Identification No.) |
700 Northwest 107th Avenue, Miami, Florida 33172
(Address of principal executive offices) (Zip Code)
(305) 559-4000
(Registrant’s telephone number, including area code)
Check the appropriate box below if the Form 8-K filing is intended to simultaneously satisfy the filing obligation of the registrant under any of the following provisions:
☐ | Written communications pursuant to Rule 425 under the Securities Act (17 CFR 230.425) |
☐ | Soliciting material pursuant to Rule 14a-12 under the Exchange Act (17 CFR 240.14a-12) |
☐ | Pre-commencement communications pursuant to Rule 14d-2(b) under the Exchange Act (17 CFR 240.14d-2(b)) |
☐ | Pre-commencement communications pursuant to Rule 13e-4(c) under the Exchange Act (17 CFR 240.13e-4(c)) |
Securities registered pursuant to Section 12(b) of the Act:
Title of each class |
Trading Symbol(s) |
Name of each exchange on which registered |
||
Class A Common Stock, par value $.10 |
LEN |
New York Stock Exchange |
||
Class B Common Stock, par value $.10 |
LEN.B |
New York Stock Exchange |
Indicate by check mark whether the registrant is an emerging growth company as defined in Rule 405 of the Securities Act of 1933 (17 CFR §230.405) or Rule 12b-2 of the Securities Exchange Act of 1934 (17 CFR §240.12b-2).
Emerging growth company ☐
If an emerging growth company, indicate by check mark if the registrant has elected not to use the extended transition period for complying with any new or revised financial accounting standards provided pursuant to Section 13(a) of the Exchange Act. ☐
Item 5.02 | Departure of Directors or Certain Officers; Election of Directors; Appointment of Certain Officers; Compensatory Arrangements of Certain Officers. |
(e) On February 28, 2020, the Compensation Committee (the “Committee”) of the Board of Directors of Lennar Corporation (the “Company”) approved 2020 award agreements under the Company’s 2016 Incentive Compensation Plan relating to incentive compensation for Stuart Miller, the Company’s Executive Chairman, Rick Beckwitt, the Company’s Chief Executive Officer and a Director, Jonathan Jaffe, the Company’s President and a Director, Diane Bessette, the Company’s Vice President, Chief Financial Officer and Treasurer, and Jeff McCall, the Company’s Executive Vice President. The award agreements describe cash bonus opportunities based on the achievement of specified performance goals. Copies of the award agreements are filed as Exhibit 10.1 hereto.
In addition, on February 28, 2020, the Committee approved 2020 award agreements under the Company’s 2016 Equity Incentive Plan under which Mr. Miller, Mr. Beckwitt, Mr. Jaffe, Ms. Bessette and Mr. McCall were granted target awards of 106,934, 94,795, 83,214, 14,501, 12,429 shares of Class A common stock, respectively, that are subject to performance-based vesting conditions, and 106,934, 94,795, 83,214, 14,501, 12,429 shares of Class A common stock, respectively, that are subject to service-based vesting conditions. A copy of the form of award agreement is filed as Exhibit 10.2 hereto.
Item 9.01. | Financial Statements and Exhibits. |
(d) Exhibits.
Exhibit
|
Description of Document |
|||
10.1 |
||||
10.2 |
||||
104 |
Cover Page Interactive Data File — the cover page XBRL tags are embedded within the inline XBRL document. |
SIGNATURES
Pursuant to the requirements of the Securities Exchange Act of 1934, the registrant has duly caused this report to be signed on its behalf by the undersigned hereunto duly authorized.
Date: March 3, 2020 |
|
Lennar Corporation |
||||
|
|
By: |
/s/ Diane Bessette |
|||
|
|
Name: |
Diane Bessette |
|||
|
|
Title: |
Vice President, Chief Financial Officer and Treasurer |
Exhibit 10.1
LENNAR CORPORATION
2020 TARGET BONUS OPPORTUNITY
EXECUTIVE CHAIRMAN
NAME |
ASSOCIATE ID# |
TARGET AWARD OPPORTUNITY [1] |
||
Stuart Miller |
100003 | 0.73% of Lennar Corporation Pretax Income [2] after a 7.3% capital charge [3] |
[1] |
The 2020 Target Bonus Opportunity Program, under the 2016 Incentive Compensation Plan, is intended to encourage superior performance and achievement of the Companys strategic business objectives. The bonus (if any) awarded under this plan may be adjusted downward at the sole discretion of the Compensation Committee of the Board of Directors, based on its assessment of the quantitative and qualitative performance of the Executive Chairman. Factors that may cause an adjustment include, but are not limited to, a comparison of the Companys actual results (sales, closings, starts, etc.) to budget, inventory management, corporate governance, customer satisfaction, and peer/competitor comparisons. |
[2] |
Pretax income shall take into account and adjust for goodwill charges, losses or expenses on early retirement of debt, impairment charges, and acquisition or deal costs related to the purchase or merger of a public company. Pretax Income is calculated as Net Earnings attributable to Lennar plus/minus income tax expense/benefit. |
[3] |
Capital charge is calculated as follows: Tangible Capital = Stockholders Equity - Intangible Assets + Homebuilding Debt. |
PAYMENTS
|
The payment of any bonus shall be made no later than April 15th of the year following the fiscal year to which the bonus calculation applies, or if such day is not a business day, the next business day. |
|
100% of the bonus payment is contingent on the recipient being employed with the Company on the applicable payment date. No bonus will be earned or paid unless the participant remains employed in good standing through such date. |
My participation in this 2020 Target Bonus Opportunity Program shall not entitle me to remain in the employ of the Company. My employment is at-will. The Target Bonus Opportunity will be adjusted annually to be in alignment with Company goals.
This document constitutes the entire agreement between the Company and me with respect to my bonus compensation and other matters stated herein; and supersedes and replaces all other agreements and negotiations, whether written or oral, pertaining to my bonus compensation or any other matter stated herein. This document may not be amended unless done so in writing and signed by all signatories to this document.
I affirm that the Alternative Dispute Resolution Policy set forth in Section 1.8 of the Associate Reference Guide shall apply to and govern all disputes 1) under this Target Bonus Opportunity and 2) related to my employment.
I also understand and agree that for twelve (12) months following termination of my employment with Lennar, I will not, directly or indirectly, employ or offer employment to any Lennar Associate or solicit, recruit, influence or encourage any Lennar Associate to terminate his or her employment with Lennar. Lennar Associate shall mean any person who is, or who during the three (3) month period prior to such time had been, an employee of Lennar.
The compensation awarded under this agreement is subject to clawback, reimbursement and/or cancellation pursuant to the terms of the Lennar Compensation Clawback Policy.
The Company and Associate acknowledge and agree that bonuses are not automatic, but are awarded for individual performance, not just excellent market conditions. Therefore, the Compensation Committee of the Board of Directors may reduce any bonus amount at its sole discretion under any circumstance, and all such decisions will be final and binding. Receiving bonus compensation under this agreement does not indicate or suggest that I will receive, or will be entitled to, any additional bonus compensation at any time.
Signature: |
|
|
||||
Date: |
|
|
||||
Stuart Miller Executive Chairman Lennar Corporation |
Steven Gerard Chairman, Compensation Committee Lennar Corporation |
LENNAR CORPORATION
2020 TARGET BONUS OPPORTUNITY
CHIEF EXECUTIVE OFFICER
NAME |
ASSOCIATE ID# |
TARGET AWARD OPPORTUNITY [1] |
||
Rick Beckwitt |
168230 | 0.63% of Lennar Corporation Pretax Income [2] after a 7.3% capital charge [3] |
[1] |
The 2020 Target Bonus Opportunity Program, under the 2016 Incentive Compensation Plan, is intended to encourage superior performance and achievement of the Companys strategic business objectives. The bonus (if any) awarded under this plan may be adjusted downward at the sole discretion of the Compensation Committee of the Board of Directors, based on its assessment of the quantitative and qualitative performance of the CEO. Factors that may cause an adjustment include, but are not limited to, a comparison of the Companys actual results (sales, closings, starts, etc.) to budget, inventory management, corporate governance, customer satisfaction, and peer/competitor comparisons. |
[2] |
Pretax income shall take into account and adjust for goodwill charges, losses or expenses on early retirement of debt, impairment charges, and acquisition or deal costs related to the purchase or merger of a public company. Pretax Income is calculated as Net Earnings attributable to Lennar plus/minus income tax expense/benefit. |
[3] |
Capital charge is calculated as follows: Tangible Capital = Stockholders Equity - Intangible Assets + Homebuilding Debt. |
PAYMENTS
|
The payment of any bonus shall be made no later than April 15th of the year following the fiscal year to which the bonus calculation applies, or if such day is not a business day, the next business day. |
|
100% of the bonus payment is contingent on the recipient being employed with the Company on the applicable payment date. No bonus will be earned or paid unless the participant remains employed in good standing through such date. |
My participation in this 2020 Target Bonus Opportunity Program shall not entitle me to remain in the employ of the Company. My employment is at-will. The Target Bonus Opportunity will be adjusted annually to be in alignment with Company goals.
This document constitutes the entire agreement between the Company and me with respect to my bonus compensation and other matters stated herein; and supersedes and replaces all other agreements and negotiations, whether written or oral, pertaining to my bonus compensation or any other matter stated herein. This document may not be amended unless done so in writing and signed by all signatories to this document.
I affirm that the Alternative Dispute Resolution Policy set forth in Section 1.8 of the Associate Reference Guide shall apply to and govern all disputes 1) under this Target Bonus Opportunity and 2) related to my employment.
I also understand and agree that for twelve (12) months following termination of my employment with Lennar, I will not, directly or indirectly, employ or offer employment to any Lennar Associate or solicit, recruit, influence or encourage any Lennar Associate to terminate his or her employment with Lennar. Lennar Associate shall mean any person who is, or who during the three (3) month period prior to such time had been, an employee of Lennar.
The compensation awarded under this agreement is subject to clawback, reimbursement and/or cancellation pursuant to the terms of the Lennar Compensation Clawback Policy.
The Company and Associate acknowledge and agree that bonuses are not automatic, but are awarded for individual performance, not just excellent market conditions. Therefore, the Compensation Committee of the Board of Directors may reduce any bonus amount at its sole discretion under any circumstance, and all such decisions will be final and binding. Receiving bonus compensation under this agreement does not indicate or suggest that I will receive, or will be entitled to, any additional bonus compensation at any time.
Signature: |
|
|
||||
Date: |
|
|
||||
Rick Beckwitt Chief Executive Officer Lennar Corporation |
Stuart Miller Executive Chairman Lennar Corporation |
LENNAR CORPORATION
2020 TARGET BONUS OPPORTUNITY
PRESIDENT
NAME |
ASSOCIATE ID# |
TARGET AWARD OPPORTUNITY [1] |
||
Jon Jaffe |
103706 | 0.55% of Lennar Corporation Pretax Income [2] after a 7.3% capital charge [3] |
[1] |
The 2020 Target Bonus Opportunity Program, under the 2016 Incentive Compensation Plan, is intended to encourage superior performance and achievement of the Companys strategic business objectives. The bonus (if any) awarded under this plan may be adjusted downward at the sole discretion of the Compensation Committee of the Board of Directors, based on its assessment of the quantitative and qualitative performance of the President. Factors that may cause an adjustment include, but are not limited to, a comparison of the Companys actual results (sales, closings, starts, etc.) to budget, inventory management, corporate governance, customer satisfaction, and peer/competitor comparisons. |
[2] |
Pretax income shall take into account and adjust for goodwill charges, losses or expenses on early retirement of debt, impairment charges, and acquisition or deal costs related to the purchase or merger of a public company. Pretax Income is calculated as Net Earnings attributable to Lennar plus/minus income tax expense/benefit. |
[3] |
Capital charge is calculated as follows: Tangible Capital = Stockholders Equity - Intangible Assets + Homebuilding Debt. |
PAYMENTS
|
The payment of any bonus shall be made no later than April 15th of the year following the fiscal year to which the bonus calculation applies, or if such day is not a business day, the next business day. |
|
100% of the bonus payment is contingent on the recipient being employed with the Company on the applicable payment date. No bonus will be earned or paid unless the participant remains employed in good standing through such date. |
My participation in this 2020 Target Bonus Opportunity Program shall not entitle me to remain in the employ of the Company. My employment is at-will. The Target Bonus Opportunity will be adjusted annually to be in alignment with Company goals.
This document constitutes the entire agreement between the Company and me with respect to my bonus compensation and other matters stated herein; and supersedes and replaces all other agreements and negotiations, whether written or oral, pertaining to my bonus compensation or any other matter stated herein. This document may not be amended unless done so in writing and signed by all signatories to this document.
I affirm that the Alternative Dispute Resolution Policy set forth in Section 1.8 of the Associate Reference Guide shall apply to and govern all disputes 1) under this Target Bonus Opportunity and 2) related to my employment.
I also understand and agree that for twelve (12) months following termination of my employment with Lennar, I will not, directly or indirectly, employ or offer employment to any Lennar Associate or solicit, recruit, influence or encourage any Lennar Associate to terminate his or her employment with Lennar. Lennar Associate shall mean any person who is, or who during the three (3) month period prior to such time had been, an employee of Lennar.
The compensation awarded under this agreement is subject to clawback, reimbursement and/or cancellation pursuant to the terms of the Lennar Compensation Clawback Policy.
The Company and Associate acknowledge and agree that bonuses are not automatic, but are awarded for individual performance, not just excellent market conditions. Therefore, the Compensation Committee of the Board of Directors may reduce any bonus amount at its sole discretion under any circumstance, and all such decisions will be final and binding. Receiving bonus compensation under this agreement does not indicate or suggest that I will receive, or will be entitled to, any additional bonus compensation at any time.
Signature: |
|
|
||||
Date: |
|
|
||||
Jon Jaffe President Lennar Corporation |
Stuart Miller Executive Chairman Lennar Corporation |
LENNAR CORPORATION
2020 TARGET BONUS OPPORTUNITY
CHIEF FINANCIAL OFFICER
NAME |
DEPARTMENT |
ASSOCIATE ID# |
TARGET AWARD OPPORTUNITY [1] |
|||
Diane Bessette |
Executive | 100128 | 100% of base salary |
The following are measured to determine % of target paid out:
PERFORMANCE CRITERIA [2]
|
PERCENT
OF TARGET AWARD |
PERFORMANCE LEVELS/
|
||||
THRESHOLD |
% OF TARGET |
|||||
Individual Performance Based on annual Performance Appraisal review determined at the end of the fiscal year by current supervisor. | 60% |
Good
Very Good Excellent |
20% 40% 60% |
|||
Corporate Governance, Company Policy and Procedure Adherence, and Internal Audit Evaluation As determined by the Corporate Governance Committee | 40% |
Good
Very Good Excellent |
10% 25% 40% |
|||
|
||||||
TOTAL [1] | 100% | |||||
|
||||||
UPSIDE POTENTIAL: |
2020 Outperformance Goals for Reference Below |
|||||
Based on Achievement of Outperformance Goals |
Up to 100%
of salary |
Be the Leader for Finance Transformation 2020 with the goal to:
Increase Efficiencies with Accounting Processes for Corporate, Regions and Divisions
Decrease Month-End Closing Timeline
Increase Efficiencies with Planning Process for Corporate, Regions and Divisions
Decrease / Automate Deliverables
Maximize Cash Generation and Capital Opportunities
Successful Strategic Transactions with Ancillary Businesses, as appropriate |
[1] |
The 2020 Target Bonus Opportunity is intended to encourage superior performance and achievement of the Companys strategic business objectives. The bonus (if any) awarded under this plan may be adjusted downward at the sole discretion of the Compensation Committee of the Board of Directors, based on its assessment of the quantitative and qualitative performance of the associate. Factors that may cause an adjustment include, but are not limited to, a comparison of the associates performance to others in the program, economic or market considerations, etc. |
[2] |
The CEO may adjust the weightings for the performance criteria at his sole discretion. |
PAYMENTS
|
The payment of any bonus earned under this Agreement shall be made no later than April 15th of the year following the fiscal year to which the bonus calculation applies, or if such day is not a business day, the next business day. |
|
Associate must be a full-time active employee of the Company in good standing on the date of payment to earn any bonus compensation under this Agreement. No bonus will be paid or earned after Associates employment ends (for any reason), regardless of whether termination was voluntary or involuntary. |
Participation in this 2020 Target Bonus Opportunity program or receipt of any Target Bonus or other compensation, shall not entitle Associate to remain in the employ of the Company. Employment of Associate is at-will.
Associate affirms that the Alternative Dispute Resolution Policy (the Policy) set forth in Section 1.8 of the Associate Reference Guide shall apply to and govern all disputes 1) under this Target Bonus Opportunity and 2) related to Associates employment. The Policy is incorporated herein in its entirety.
Associate also understands and agrees that for twelve (12) months following termination of Associates employment with Lennar, Associate will not, directly or indirectly, employ or offer employment to any Lennar Associate or solicit, recruit, influence or encourage any Lennar Associate to terminate his or her employment with Lennar. Lennar Associate shall mean any person who is, or who during the three (3) month period prior to such time had been, an employee of Lennar.
The compensation awarded under this agreement is subject to clawback, reimbursement and/or cancellation pursuant to the terms of the Lennar Compensation Clawback Policy.
The Target Bonus Opportunity will be adjusted annually to be in alignment with Company goals. The Company and Associate acknowledge and agree that bonuses are not automatic, but are awarded for individual performance, not just excellent market conditions. Therefore, the Compensation Committee of the Board of Directors may reduce any bonus amount at its sole discretion under any circumstance, and all such decisions will be final and binding. Receiving bonus compensation under this agreement does not indicate or suggest that Associate will receive, or will be entitled to, any additional bonus compensation at any time.
This document constitutes the entire agreement between the Company and Associate with respect to bonus compensation and other matters stated herein; and supersedes and replaces all other agreements and negotiations, whether written or oral, pertaining to bonus compensation or any other matter stated herein. This document may not be amended unless done so in writing and signed by all signatories to this document.
Associate will remain obligated to comply with all Company rules, policies, practices and procedures, including any and all Policies contained in the Companys Associate Reference Guide (ARG) as amended from time-to-time. In the event of a conflict between this Agreement and the ARG, the ARG shall govern.
Signature: |
|
|
||||
Date: |
|
Rick Beckwitt Chief Executive Officer |
||||
Lennar Corporation |
LENNAR CORPORATION
2020 BONUS OPPORTUNITY
SR. CORPORATE MANAGEMENT ASSOCIATES
NAME |
DEPARTMENT |
ASSOCIATE ID# |
MAX AWARD OPPORTUNITY [1] |
|||
Jeff McCall |
LTS, Cyber Security, HR & Facilities Management | 207613 | 200% of base salary |
The following are measured to determine % of salary paid out:
PERFORMANCE CRITERIA [2]
|
PERFORMANCE LEVELS/
|
|||
THRESHOLD |
% OF BASE SALARY |
|||
Departmental Budget Management:
Budget includes the sum of IT, HR and Cyber Security cost centers. Actual performance excludes non-recurring events like severance, expansion of previously unbudgeted training programs, etc. |
Good
Very Good Excellent |
25% of salary: 104% to 101% of aggregate budget spend 40% of salary: 101% to 99% of aggregate budget 50% of salary: < 99% of aggregate budget |
||
Development and Implementation of strategic digital enhancement tools
Examples of digital enhancement tools include: Common Data Model, Digital Lead Conversion Funnel, Lead Scoring, etc. |
Good
Very Good Excellent |
25% of salary: Hiring of Chief Growth Officer (or similar title/role) 40% of salary: Rollout of one digital engagement tool 50% of salary: Rollout of 2 or more digital enhancement tools |
||
Expansion of Inclusion and Diversity program/Launch of national training initiatives |
Good
Very Good Excellent |
25% of salary: Design and launch program 40% of salary: Complete 1 2 Company-wide activities 50% of salary: Complete >2 Company-wide activities |
||
ADDITIONAL BONUS POTENTIAL: |
2020 Outperformance Goals for Reference Below (up to 50% of salary) |
|||
Based on Achievement of Outperformance Goals |
Overall corporate leadership
Leading/tracking/prioritizing Unify & Simplify initiatives
Operational Reporting Enhancements/improvements
Contribution to other strategic initiative |
|||
TOTAL [1] | Up to 200% of base salary |
[1] |
The 2020 Max Award Opportunity is intended to encourage superior performance and achievement of the Companys strategic business objectives. The bonus (if any) awarded under this plan may be adjusted at the sole discretion of the Compensation Committee of the Board of Directors, based on its assessment of the quantitative and qualitative performance of the Associate. Factors that may cause an adjustment include, but are not limited to, a comparison of the Associates performance to others in the program, economic or market considerations, etc. |
[2] |
The CEO may adjust the weightings for the performance criteria at his sole discretion. |
PAYMENTS
|
The payment of any bonus earned under this Agreement shall be made no later than April 15th of the year following the fiscal year to which the bonus calculation applies, or if such day is not a business day, the next business day. |
|
Associate must be a full-time active employee of the Company in good standing on the date of payment to earn any bonus compensation under this Agreement. No bonus will be paid or earned after Associates employment ends (for any reason), regardless of whether termination was voluntary or involuntary. |
Participation in this 2020 Bonus Opportunity program or receipt of any Bonus or other compensation, shall not entitle Associate to remain in the employ of the Company. Employment of Associate is at-will.
Associate affirms that the Alternative Dispute Resolution Policy (the Policy) set forth in Section 1.8 of the Associate Reference Guide shall apply to and govern all disputes 1) under this Bonus Opportunity and 2) related to Associates employment. The Policy is incorporated herein in its entirety.
Associate also understands and agrees that for twelve (12) months following termination of Associates employment with Lennar, Associate will not, directly or indirectly, employ or offer employment to any Lennar Associate or solicit, recruit, influence or encourage any Lennar Associate to terminate his or her employment with Lennar. Lennar Associate shall mean any person who is, or who during the three (3) month period prior to such time had been, an employee of Lennar.
The compensation awarded under this agreement is subject to clawback, reimbursement and/or cancellation pursuant to the terms of the Lennar Compensation Clawback Policy.
The Bonus Opportunity will be adjusted annually to be in alignment with Company goals. The Company and Associate acknowledge and agree that bonuses are not automatic, but are awarded for individual performance, not just excellent market conditions. Therefore, the Compensation Committee of the Board of Directors may reduce any bonus amount at its sole discretion under any circumstance, and all such decisions will be final and binding. Receiving bonus compensation under this agreement does not indicate or suggest that Associate will receive, or will be entitled to, any additional bonus compensation at any time.
This document constitutes the entire agreement between the Company and Associate with respect to bonus compensation and other matters stated herein; and supersedes and replaces all other agreements and negotiations, whether written or oral, pertaining to bonus compensation or any other matter stated herein. This document may not be amended unless done so in writing and signed by all signatories to this document.
Associate will remain obligated to comply with all Company rules, policies, practices and procedures, including any and all Policies contained in the Companys Associate Reference Guide (ARG) as amended from time-to-time. In the event of a conflict between this Agreement and the ARG, the ARG shall govern.
Signature: |
|
|
||||
Date: |
|
Rick Beckwitt Chief Executive Officer |
||||
Lennar Corporation |
Exhibit 10.2
LENNAR CORPORATION
2020 RESTRICTED STOCK AGREEMENT
This is to certify that Lennar Corporation (Lennar) has granted (the Grantee) shares of Class A common stock, which are subject to the performance-based vesting criteria set forth below (the Performance Shares), and shares of Class A common stock, which are subject to the time-based vesting criteria set forth below (the Restricted Shares, and together with the Performance Shares, the Shares). The Shares are being issued under the Lennar Corporation 2016 Equity Incentive Plan (the Plan). All capitalized terms used herein without definition shall have the meanings ascribed to such terms in the Plan.
Performance Shares
The number of Performance Shares that the Grantee actually earns for the Performance Period will be determined based on the level of achievement of the performance goals set forth in the table below (the Performance Goals), with [Target Number] Performance Shares to be earned if target performance levels are achieved. For purposes of this Agreement, the term Performance Period shall be the period commencing on December 1, 2019 and ending on November 30, 2022. All determinations of whether the Performance Goals have been achieved, the number of Performance Shares earned by the Grantee, and all other matters related to the Performance Shares shall be made by the Committee in its sole discretion. The Performance Shares are subject to forfeiture until they vest. Except as otherwise provided herein, the Performance Shares will vest and become non-forfeitable, if at all, on the date the Committee certifies the achievement of the Performance Goals (the Vesting Date). Performance Shares that have not vested by the Vesting Date shall be forfeited. Promptly following completion of the Performance Period (and no later than ninety (90) days following the end of the Performance Period), the Committee will review and certify in writing (a) whether, and to what extent, the Performance Goals for the Performance Period have been achieved, and (b) the number of Performance Shares that the Grantee shall earn, if any.
Payout |
Relative Gross Profit Percentage* |
Relative Return on Tangible Capital* |
Relative Total
|
Debt/EBITDA
Multiple |
||||
0% |
< 25th Percentile | < 25th Percentile | < 25th Percentile | > 4.20 | ||||
50% (threshold) |
25th Percentile | 25th Percentile | 25th Percentile | 4.20 | ||||
100% (target) |
50th Percentile | 50th Percentile | 50th Percentile | 2.60 | ||||
200% (maximum) |
75th Percentile | 75th Percentile | 75th Percentile | £ 2.30 |
* |
Relative Gross Profit Percentage, Relative Return on Tangible Capital, and Relative Total Shareholder Return are determined using Lennars Peer Group consisting of Beazer Homes USA, Inc., D.R. Horton, Inc., Hovnanian Enterprises, Inc., KB Home, M.D.C. Holdings, Inc., Meritage Homes Corporation, NVR, Inc., PulteGroup, Inc., Taylor Morrison Home Corporation, Toll Brothers, Inc., and TRI Pointe Group, Inc. In the event a company within the Peer Group is acquired by a company outside the Peer Group, the company would be removed from the Peer Group. In the event a company files for bankruptcy during the performance period, the companys gross profit percentage, return on tangible capital, and total shareholder return would be reduced to -100% (i.e., assumed as worst performer within the Peer Group on the respective metrics). |
Payouts for performance between threshold and target payout levels and between target and maximum payout levels will be calculated by linear interpolation. The number of Performance Shares earned is determined independently for each component (e.g., maximum achievement for the relative gross profit percentage component, target achievement for the relative return on tangible capital component, target achievement for the relative total shareholder return, and below-threshold achievement for debt/EBITDA multiple component results in 100% payout).
In the event the Grantee has a Termination of Service on account of death or Disability prior to the Vesting Date, the Grantee will vest immediately on such date in the target number of Performance Shares.
In the event the Grantee has a Termination of Service on account of Retirement prior to the Vesting Date, the Grantee will vest in the number of shares that the Grantee would have earned if the Grantee had remained employed for the entire Performance Period. The actual payout will not occur until after the end of the Performance Period, at which time Lennars performance during the Performance Period will be used to determine the number of shares that the Grantee would have earned if the Grantee had remained employed for the entire Performance Period. The payout to the Grantee who has a Termination of Service on account of Retirement will be made at approximately the same time as payouts are made to other Grantees with similar awards who are still employed by Lennar.
If within twenty-four months after a Change in Control, an event set forth in Section 13 of the Plan occurs, the Grantee will vest immediately on such date in the target number of Performance Shares.
Restricted Shares
The Restricted Shares subject to this Agreement shall be non-vested and subject to forfeiture as of the date of this Agreement. The Restricted Shares will vest as follows:
Vesting Date |
% of Total
Award Vesting |
Restricted Shares |
||||
February 14, 2021 |
1/3 | |||||
February 14, 2022 |
1/3 | |||||
February 14, 2023 |
1/3 | |||||
|
|
|||||
Total |
100 | % | ||||
|
|
The Restricted Shares may be forfeited prior to vesting upon specified conditions as set forth in the Plan.
General
Lennar, or a subsidiary of Lennar, is required to collect from the Grantee and to pay withholding tax upon the vesting (or other income-recognition event) of any Shares. The Grantee will pay the withholding tax by the use of Shares becoming vested (or for which there was an income-recognition event) with a value as set forth in the Plan. Unless otherwise determined by the Committee, the Shares may not be assigned or transferred while they remain subject to possible forfeiture.
The Plan contains additional provisions which will affect the Shares. The Shares are subject in all respects to the Plans terms and conditions as they may be amended from time to time in accordance with the Plan, which terms and conditions are incorporated herein by reference and made a part hereof and shall control in the event of any conflict with any other terms of this Agreement. A copy of the Plan is enclosed in this package in the Award Information section.
Dated: | LENNAR CORPORATION | |||||
February 28, 2020 | ||||||
Steven L. Gerard | ||||||
Chairman, Compensation Committee | ||||||
Lennar Corporation |