Change-in-Control and Termination Agreements. As of December 31, 2020, we had Change-in-Control and Termination Agreements with each of the Named Executive Officers. We entered into these agreements based upon our belief that they are in the best interests of the stockholders. They are designed to help ensure that in the event of extraordinary events, a thoroughly objective judgment is made on any potential corporate transaction, so that stockholder value is appropriately safeguarded and maximized. The Change-in-Control and Termination Agreements provide for cash severance benefits if the executive terminates employment for “Good Reason” (as defined below) or is terminated by us for any reason other than “Good Cause” (as defined below) within 24 months following certain Change-in-Control events (referred to as a “double trigger”). In addition, pursuant to the terms of the 2020 Omnibus Plan and 2010 Omnibus Plan, the executives’ equity awards are subject to double trigger accelerated vesting in the event of a Change-in-Control unless an acquiring company does not assume or replace such awards upon the Change-in-Control. None of the agreements contain a “gross-up” provision to reimburse executives for excise taxes incurred with respect to benefits received under a Change-in-Control and Termination Agreement. The Change-in-Control and Termination Agreements can be terminated on twelve months’ notice to the participant. For purposes of the Change-in-Control and Termination Agreements:
“Good Cause” shall be deemed to exist if, and only if, we notify the executive, in writing, within 60 days of our knowledge that one of the following events occurred: (1) the executive has engaged in acts or omissions constituting dishonesty, intentional breach of fiduciary obligation or intentional wrongdoing or malfeasance, in each case that results in substantial harm to the Company; or (2) the executive has been convicted of a criminal violation involving fraud or dishonesty.
“Good Reason” shall be deemed to exist if, and only if: (1) there is a significant diminution in the nature or the scope of the executive’s authorities or duties; (2) there is a significant reduction in the executive’s monthly rate of base salary and the executive’s opportunity to earn a bonus under an incentive bonus compensation plan we maintain or the executive’s benefits; (3) we change by 50 miles or more the principal location at which the executive is required to perform services as of the date of a Change-in-Control; or (4) there is a material breach of the Change-in-Control and Termination Agreement.
The Change-in-Control and Termination Agreements provide for a lump sum payment of two (three in the case of Mr. Hamrock) times the executive’s current annual base salary and target annual incentive bonus compensation. The executive will also receive a pro rata portion of the executive’s targeted annual incentive bonus for the year of termination. The Change-in-Control and Termination Agreements also provide that in the event of a Change-in-Control, the executive’s total Change-in-Control related payments will be equal to the best “net benefit” which is equal to the greater of: (i) the after-tax value of the executive’s total Change-in-Control related payments reduced by the 20% excise tax and other federal, state, local and other taxes; and (ii) the after-tax value of the executive’s Change-in-Control related payments that has been reduced to the extent necessary so that it would not trigger an excise tax, reduced for federal, state, local and other taxes (in each case, without a gross-up).
In addition, the Change-in-Control and Termination Agreements provide for the executives to receive a lump sum amount equivalent to 130% of the COBRA continuation premiums due for the two-year period (three in the case of Mr. Hamrock) following termination. In the event of a Change-in-Control, all outstanding equity awards granted to each of the Named Executive Officers under the applicable Omnibus Plan as of December 31, 2020, will vest only upon a termination of employment in connection with a Change-in-Control.
In connection with the closing of the CMA transaction, Ms. Hightman stepped down from her role as CEO, CMA. In addition, on October 19, 2020, it was agreed that Ms. Hightman would depart the Company on January 29, 2021, and her position overseeing the legal function and directing federal government affairs would be eliminated as of such date. In connection with her departure, Ms. Hightman became contractually entitled to receive benefits under the Company's Executive Severance Policy as follows: (i) a lump sum payment of $500,000; (ii) a payout of $21,180 equivalent to the cost of 130% of twelve months of COBRA premiums; (iii) a $187,220 payout of accrued and unused vacation time; and (iv) outplacement services with an estimated value of $25,000. In addition, Ms. Hightman remained eligible to receive her 2020 STI, which was awarded at $130,000 based on Company performance during 2020.
Additionally, because she is no longer an employee, 229,023 shares under RSU award agreements that were subject to delayed vesting in accordance with their terms vested and will be distributed to Ms. Hightman on the six month anniversary of her separation date. These shares were payable on the earlier to occur of her termination of employment,