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New Massachusetts Compensation Disclosure Law
Named Executive Officer and Director Compensation Disclosures for 2014
The following tables and related footnotes provide information to the members of Liberty Mutual Holding Company Inc. (the “Company”) regarding the compensation provided in fiscal year 2014 to the Company’s chief executive officer, principal financial officer, its three other most highly compensated executive officers or other former executive officers (collectively “named executive officers”), and its directors, all as required by Section 19X of Chapter 175 of the Massachusetts General Laws (the “Disclosure Statute”) signed into law on July 8, 2012.
The Disclosure Statute is also applicable to Liberty Mutual Mid-Atlantic Insurance Company and Montgomery Mutual Insurance Company. Both of these entities are mutual insurance companies domiciled in Massachusetts and controlled by the Company (collectively the “Liberty MA Mutual Companies”). The Company notes that none of the executive officers or directors of the Liberty MA Mutual Companies received any compensation from their respective companies in 2014.
Compensation Paid to Named Executive Officers in 2014
AUs and RUs Awarded in 2014
AUs Exercised and RUs Redeemed in 2014
Compensation Paid for Director Services in 2014 (5)
See accompanying footnotes for ADDITIONAL INFORMATION ON THE compensation described above
Footnotes to Compensation Disclosures:
(1) “All Other Compensation” includes matching contributions under the Company’s retirement savings plans (e.g. – 401(k) plan), and the taxable portion of benefits related to personal financial planning and tax preparation services, parking, security and business travel; and in the case of Mr. Long only, the personal use of corporate aircraft.
Pension plans provide income for periods of retirement and are structured to reward and retain employees for long service. The Company sponsors a defined benefit pension plan covering substantially all of the Company’s employees (the “LM Retirement Plan”). If the benefit for an eligible individual exceeds the tax-qualified limits, the excess is provided from an un-funded, non-qualified plan (the “Non-Qualified Plan”). Given their level of compensation, the named executive officers are all participants in the Non-Qualified Plan. The formula for determining an employee’s as well as a named executive officer’s annual pension benefit at normal retirement under the Liberty Mutual retirement plans changed effective January 1, 2014 and is now a function of the sum of two distinct formulas.
Any benefit due for service through December 31, 2013 is determined under a final average pay formula. The final average pay formula benefit is equal to the sum of a named individual’s 35 year service benefit and an excess service benefit earned for credited service greater than 35 years, where:
35 Year Service Benefit — The formula for the first 35 years of credited service results in a benefit at normal retirement for a named individual based on final average pay. The percentage of final average pay used to determine the benefit for credited service through December 31, 2010 is 54% minus 50% of the Social Security benefit, and for credited service beginning on or after January 1, 2011, 35% minus 35% of the Social Security benefit. The benefit of a participant with less than 35 years of credited service will be reduced on a pro rata basis for each year of credited service less than 35; and
Excess Service Benefit — For the first 5 years of credited service in excess of 35 years, an annual accrual equal to 0.5% of final average pay.
Final average pay under the Liberty Mutual retirement plans is equal to the average of a named individual’s eligible compensation for the highest five consecutive calendar years during the last ten calendar years of employment. Pay increases or decreases after December 31, 2013 are taken into account in determining the final average pay benefit. Only base salary and short-term incentive compensation are considered eligible compensation for purposes of the final average pay formula.
Effective as of January 1, 2014, a cash balance benefit formula also applies. Under this formula, each participant in the retirement plans will have a notional cash balance account which will be credited with pay credits equal to 4.5 percent per annum of eligible compensation and interest credits based on the 30-Year US Treasury rate for the August immediately preceding a plan year. Compensation taken into account under the final average pay and cash balance formula is the same. The total benefit due under the retirement plans is the sum of the amount due under the final average pay formula and the cash balance formula.
The Company also sponsors a Section 401(k) plan covering substantially all of the Company’s employees (the “LM 401(k) Plan”) that allows them to set aside eligible pay, subject to a Company match, on a tax advantaged basis. The Non-Qualified Plan also allows participants to elect to set aside eligible pay that is not otherwise allowed for under the Company’s 401(k) Plan due to tax law limits for payment at a fixed future date or beginning at retirement. Certain amounts set aside for savings under the Non-Qualified Plan are also matched by the Company under the same match formula that applies to employees generally under the LM 401(k) Plan. Under both the LM 401(k) Plan and the Non-Qualified Plan, amounts set aside by a participant and the matching contributions, are invested in one or more investment options elected by the participants and their account balances are adjusted accordingly for their respective investment gains or losses.
(2) See table entitled “AUs Exercised and RUs Redeemed in 2014” for additional compensation paid to the named executive officers in 2014. This table sets forth the specific cash proceeds received in 2014 by the named executive officers from AUs exercised and RUs redeemed from grants previously awarded and vested as of April 1, 2014. AUs are granted with a 10 year term. AUs can be exercised when vested at the personal discretion and timing of the named executive officer, but within a redemption window, which is in the second quarter of the calendar year. Redemption decisions concerning RUs must be made by the named executive officer prior to the grant and redemption is deferred to either (a) a fixed date beyond the vesting period or (b) upon retirement. See footnotes (3) and (4) for additional information concerning AUs and RUs.
(3) The named executive officers were awarded certain amounts of appreciation units (“AUs”) under the Liberty Mutual Executive Partnership Plan (“EPP”) in 2014. Each AU is a bookkeeping entry that entitles the holder to a payment of cash at a later time. An AU has no immediate cash value. Instead, the named executive officer may only become entitled to a later cash payment to the extent that there is an increase in the unit value after the grant date. The increase or decrease in unit value after the grant date is measured based on the change in the Company’s book value. The reported amounts reflect the target AU compensation at the grant date. The target AU compensation is determined based upon reference to market data for executives with similar responsibilities and with companies of similar size and complexity to the Company provided by an independent consultant engaged by the compensation committee of the board. There can be no assurance that the target AU compensation will actually be delivered as the actual amount realized will vary based upon the performance of the Company and the time period the AUs are held prior to exercise. AUs generally vest over a 4 year period in annual increments of 25%. See footnote (2) for additional information concerning AUs.
(4) The named executive officers were awarded certain amounts of restricted units (“RUs”) under the Liberty Mutual Executive Partnership Deferred Compensation Plan (“EPDCP”) in 2014. Each RU is a bookkeeping entry that entitles the holder to a payment of cash at a later time. The value of each RU is based on the Company’s book value. The reported amounts reflect the target RU compensation at the grant date. The target RU compensation is determined based upon reference to market data for executives with similar responsibilities and with companies of similar size and complexity to the Company provided by an independent consultant engaged by the compensation committee of the board. There can be no assurance that the target RU compensation will actually be delivered as the actual amount realized will vary based upon the performance of the Company and the time period the RUs are held prior to redemption. RUs generally vest over a 4 year period in annual increments of 25%. See footnote (2) for additional information concerning RUs.
(5) Non-executive directors receive an annual retainer, payable on a quarterly basis. Non-executive board members also received annual retainers, payable on a quarterly basis, if applicable, (a) for serving as a member of separate committees of the board, (b) for serving as a chairman of such committees, or (c) for serving as lead director. Non-executive directors receive additional items including (a) certain medical, dental and business travel benefits, the economic value of which is included in the above disclosure table, and (b) subject to satisfaction of specific terms and conditions, deferred compensation in the form of RUs limited in time and scope pursuant to the Liberty Mutual Director Partnership Deferred Compensation Plan that are redeemable only subsequent to termination of their board service and (c) matching contributions to charitable organizations up to $7,500 per year.