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SEC Filings

DEF 14A
ARCH COAL INC filed this Form DEF 14A on 03/18/2019
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        The following table shows the amounts each NEO would have received if we had terminated his employment on December 31, 2018 for reasons other than cause following a change in control or if the NEO had terminated his employment for good reason on December 31, 2018 following a change in control:

 
  John W. Eaves   John T. Drexler   Paul A. Lang   John A. Ziegler, Jr.   Robert G. Jones  

Cash payments:

                               

Cash severance

  $ 8,608,815   $ 2,749,204   $ 3,584,998   $ 1,486,206   $ 1,783,448  

Healthcare coverage

  $ 27,712   $ 39,771   $ 39,771   $ 39,771   $ 27,712  

Life insurance premiums

  $ 112,680   $ 16,080   $ 45,552   $ 20,088   $ 67,608  

Incentive awards(1)

  $ 1,127,500   $ 488,750   $ 652,500   $ 225,000   $ 270,000  

Retention awards

  $ 750,000   $ 575,000   $ 340,000   $ 0   $ 0  

Retirement benefits

  $ 1,231,062   $ 331,283   $ 523,341   $ 190,449   $ 311,906  

Financial counseling and outplacement services

  $ 40,000   $ 30,000   $ 30,000   $ 30,000   $ 30,000  

Accrued vacation

                     

Acceleration of equity awards:

                               

Restricted stock units (time-based)

                     

Restricted stock units (performance-based)

                     

Total

  $ 11,897,769   $ 4,230,088   $ 5,216,162   $ 1,991,514   $ 2,490,674  

(1)
For purposes of estimating the amounts payable by us under our annual cash incentive awards, we have assumed that we achieved target levels of performance under those awards. Payouts under performance units would be triggered under a change in control and, accordingly, we have not included those payouts in the table above. Instead, payouts under performance units have been included in the table below under the heading "Potential Payments upon Change in Control."

        Death or disability —  The change in control agreements provide that, in the event an NEO's employment is terminated as a result of his death or disability, then we will pay the executive an amount equal to the executive's accrued and unpaid base salary, unused vacation time and all other amounts, including payouts under our annual cash incentive awards, that the executive has earned but which have not yet been paid. Any performance units held by the executive will vest based on the portion of the vesting period that preceded such termination, subject to attainment of the applicable performance goals.

        The RSU award agreements provide for the following treatment of the awards if an NEO's employment is terminated as a result of his death or disability:

    For the time-based RSU award, the RSUs will vest in full and be settled in shares as of the date of such termination.

    For the performance-based RSU award, the service condition will be deemed attained with respect to 100% of the RSUs and the award will remain subject to the VWAP performance condition.

        The retention awards granted to Messrs. Eaves, Drexler and Lang in October 2018 provide for the following treatment if the executive's service with us is terminated as a result of his death or disability:

    For the cash-based retention award, any unpaid portion of the award will be paid within 35 days following the effective date of such termination.

    For the retention RSU award, the unvested portion of the RSUs will vest in full and be settled in shares.

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