|
|
 | | | |
- close
- close
- close
- close
This excerpt taken from the HBI DEF 14A filed Mar 12, 2009. Introduction
The Compensation Committee is a standing committee of our Board
of Directors. It is composed solely of independent directors who
have no employment or business connection with Hanesbrands. The
Compensation Committee is responsible to our Board of Directors,
and to our stockholders, for developing and administering our
compensation program for our Chief Executive Officer and other
executives. The Compensation Committee has the authority to
retain an independent executive compensation consultant to
assist in the evaluation of compensation for our executive
officers, including our named executive officers, and to help
ensure the objectivity and appropriateness of the actions of the
Compensation Committee. The Compensation Committee has the sole
authority to retain, at our expense, and terminate any such
consultant, including the sole authority to approve such
consultant’s fees and other terms of engagement. Frederic
W. Cook & Co.,
Table of Contents
or the Cook firm, serves as the Compensation Committee’s
executive compensation consultant. The Cook firm assists in the
development of compensation programs for our executive officers
and our non-employee directors by providing information about
compensation by the Benchmark Companies (this term is defined
below), relevant market trend data, information on current
issues in the regulatory environment, recommendations for
program design and best practices, and corporate governance
guidance. The Cook firm does not provide any other services to
Hanesbrands, and this independence was an important factor in
the Compensation Committee’s selection of the Cook firm.
The Compensation Committee selected the Cook firm as its
compensation consultant during 2007, after conducting a rigorous
search and examining multiple firms; the Cook firm had been
serving as its executive compensation consultant prior to such
search.
At the direction of the Compensation Committee, our management
has worked with the Cook firm to develop information about the
compensation of our executive officers. Our Chief Executive
Officer uses this information to make recommendations to the
Compensation Committee regarding compensation of our executive
officers, other than the Chief Executive Officer, and the Cook
firm provides guidance to the Compensation Committee about those
recommendations. The Cook firm makes independent recommendations
to the Compensation Committee regarding the compensation of our
Chief Executive Officer without the foreknowledge of management.
The Compensation Committee uses this information and considers
these recommendations in making decisions about executive
compensation for all of our executive officers. All decisions
regarding compensation of executive officers, including our
named executive officers, are made solely by the Compensation
Committee. Members of management and a representative of the
Cook firm participated in meetings of the Compensation Committee
during 2008. The Compensation Committee meets in executive
session at each of its meetings, and each executive session
includes some time when no persons other than the members of the
Compensation Committee are present. Members of management and
representatives of the Cook firm may be asked to attend portions
of an executive session where the Compensation Committee wishes
such persons to provide information to the Compensation
Committee or where such attendance will otherwise be helpful to
the Compensation Committee.
This excerpt taken from the HBI DEF 14A filed Mar 10, 2008. Introduction
The Compensation Committee is a standing committee of our Board
of Directors. It is composed solely of independent directors who
have no employment or business connection with Hanesbrands. The
Compensation Committee is responsible to our Board, and
indirectly to our stockholders, for developing and administering
our compensation program for our Chief Executive Officer and
other executives. The Committee has the authority to retain an
independent executive compensation consultant to assist in the
evaluation of compensation for our executive officers, including
our named executive officers, and to help ensure the objectivity
and
Table of Contents
appropriateness of the actions of the Compensation Committee.
The Compensation Committee has the sole authority to retain, at
our expense, and terminate any such consultant, including the
sole authority to approve such consultant’s fees and other
terms of engagement. During 2007, after conducting a rigorous
search and examining multiple firms, the Compensation Committee
selected as its compensation consultant Frederic W.
Cook & Co., which had been serving as its executive
compensation consultant prior to such search. The Cook firm
assists in the development of compensation programs for our
executive officers and our non-employee directors by providing
information about compensation by the Benchmark Companies (this
term is defined below), relevant market trend data, information
on current issues in the regulatory environment, recommendations
for program design and best practices, and corporate governance
guidance. The Cook firm does not provide any other services to
Hanesbrands, and this independence was an important factor in
the Compensation Committee’s selection of the Cook firm.
At the direction of the Compensation Committee, our management
has worked with the Cook firm to develop information about the
compensation of our executive officers. Our Chief Executive
Officer uses this information to make recommendations to the
Compensation Committee regarding compensation of our executive
officers, other than the Chief Executive Officer and the
Executive Chairman. The Cook firm makes independent
recommendations to the Compensation Committee for the
compensation of our Chief Executive Officer and our Executive
Chairman without the foreknowledge of management. The
Compensation Committee uses this information and considers these
recommendations in making decisions about executive compensation
for all of our executive officers. All decisions regarding
compensation of executive officers, including our named
executive officers, are made solely by the Compensation
Committee. Members of management and a representative of the
Cook firm attended all but one of the meetings of the
Compensation Committee during 2007. The Compensation Committee
meets in executive sessions at each of its meetings, and each
executive session includes some time when no persons other than
the members of the Compensation Committee are present. Members
of management and representatives of the Cook firm may be asked
to attend portions of an executive session where the
Compensation Committee wishes such persons to provide
information to the Compensation Committee or where such
attendance will otherwise be helpful to the Compensation
Committee.
These excerpts taken from the HBI 8-K filed Sep 5, 2006. Introduction 1.1 The Plan and Its Effective Date. The Hanesbrands Inc. Executive Deferred Compensation Plan is established as of January 1, 2006. 1.2 Purpose.
1.3 Administration. The Plan shall be administered by the Committee. The Committee shall have the powers set forth in the Plan and the complete discretionary power to interpret its provisions. Any decisions of the Committee shall be final and binding on all persons with regard to the Plan. The Committee may delegate its authority hereunder to the Senior Vice President, Human Resources of the Company or to such other officers of the Company as it may deem appropriate. 1.4 Plan Year. The Plan shall be administered on the basis of the Plan Year.
1.1 Introduction The Hanesbrands Inc. Executive Life Insurance Plan, effective as of January 1, 2006 (the “Plan”) is established by Hanesbrands Inc. (the “Company”) to provide life insurance benefits to a select group of management or highly compensated Employees who contribute materially to the continued growth, development and future business success of the Company. The Plan, as set forth herein, is considered to be a “Top-Hat Plan” as defined in DOL Regulation Section 2520.104-24 for purposes of the Employee Retirement Income Security Act of 1974, as amended (“ERISA”). 1.1 Introduction Hanesbrands Inc. (the “Company”) established the Hanesbrands Inc. Executive Long Term Disability Plan (the “Plan”) in order to provide long term disability benefits for persons employed by its divisions and Subsidiaries as eligible Executives. The Hanesbrands Inc. Executive Long Term Disability Plan, as set forth herein, is established effective as of January 1, 2006. It is the intent of the Company that the Plan, as set forth herein, constitute a “Top-Hat Plan” as defined in DOL Regulation Section 2520.104-24 for purposes of the Employee Retirement Income Security Act of 1974, as amended (“ERISA”). | EXCERPTS ON THIS PAGE:
|
| |||||||
