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LMNX > SEC Filings for LMNX > Form 8-K on 11-Mar-2014All Recent SEC Filings

Show all filings for LUMINEX CORP

Form 8-K for LUMINEX CORP


11-Mar-2014

Change in Directors or Principal Officers


Item 5.02. Departure of Directors or Certain Officers; Election of Directors; Appointment of Certain Officers; Compensatory Arrangements of Certain Officers.

2014 Cash-Based Executive Performance Incentives

On March 5, 2014, the Compensation Committee (the "Committee") of the Board of Directors of Luminex Corporation (the "Company") approved the 2014 cash-based performance incentive opportunities under the Company's Management Incentive Plan for the Company's named executive officers.

The performance awards under the Management Incentive Plan are based upon achievement of established Company performance objectives ("Company Objectives") as well as personal business objectives and leadership objectives ("Individual Objectives"), in each case as determined by the Committee and subject to such adjustments and exclusions as determined by the Committee. The Company Objectives are based on (i) total revenue, (ii) revenue for high margin items (beads, royalties and assay sales), and (iii) operating profit, with each objective given a specified weight. The Individual Objectives are based on specified projects, leadership objectives or other requirements relevant to each officer's responsibilities at the Company, including certain research and development goals and product development milestones, with each objective given a specified weight.

The total target awards for 2014 are weighted 50% for the achievement of the Company Objectives and 50% for the achievement of Individual Objectives and are based on a target bonus established by the Committee for each participant. The target bonuses for each named executive officer approved, reflected as a percentage of 2014 earned base salary, are the same as for 2013 and are as follows:

Name                Title                                              Target Bonus
Patrick J.
Balthrop, Sr.       President and Chief Executive Officer                  100%
                    Chief Financial Officer, Senior Vice President,
Harriss T. Currie   Finance and Treasurer                                  50%
Michael F. Pintek   Senior Vice President, Operations                      50%
Jeremy
Bridge-Cook         Senior Vice President, R&D                             50%
Russell W.          Senior Vice President, Corporate Development and
Bradley             Global Marketing                                       50%

Following the end of the fiscal year, the Committee will determine whether and the extent to which the applicable targets were met. Generally, except as noted below for Mr. Balthrop, the Company Objectives are subject to an over/underachievement scale with possible payouts of 0% to 200% of the target bonus for Company Objectives based on financial results between specified minimum, target and maximum thresholds, calculated on a linear basis. The minimum thresholds represent the level of Company performance below which no incentive will be paid for specified Company Objectives and are established annually by the Committee. The target thresholds represent the level where the actual incentive award paid for specified Company Objectives equals the targeted award and the maximum thresholds represent the performance level where the actual incentive award paid equals the maximum amount permitted under the Management Incentive Plan. Minimum payouts for designated minimum threshold performance start at 50% of the target value for each Company Objective. Except as otherwise determined by the Committee, Individual Objectives are generally not subject to an overachievement scale, but are weighted and graded 100% for on time completion, 75% for completed late, 50% for partially complete and 0% for failure to produce partial completion, in each case as determined by the Committee.

Mr. Balthrop's Company Objectives overachievement payouts are limited to 200% of the target bonus for Company Objectives, and certain of Mr. Balthrop's Individual Objectives are subject to overachievement payouts up to 200% for 2014. Accordingly, the Management Incentive Plan opportunities for 2014 provide for potential performance bonuses ranging from 0% to 175% of Mr. Balthrop's target bonus amount and 0% to 150% of the target bonus amount of our other named executive officers, subject in each case to the achievement of the total consolidated revenue threshold approved by the Committee for 2014.


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