Attached files

file filename
10-Q - 10-Q - FLEX LTD.flex-629201810xq.htm
EX-32.01 - EXHIBIT 32.01 - FLEX LTD.flex-exx3201x6292018.htm
EX-31.02 - EXHIBIT 31.02 - FLEX LTD.flex-exx3102x6292018.htm
EX-31.01 - EXHIBIT 31.01 - FLEX LTD.flex-exx3101x6292018.htm
EX-15.01 - EXHIBIT 15.01 - FLEX LTD.flex-exx1501x6292018.htm



On June 14, 2018, the Board approved the Company’s Annual Incentive Bonus Plan for fiscal year 2019. The plan provides the Company’s executive officers with the opportunity to earn annual cash bonuses based upon the achievement of pre-established performance goals. Total bonus opportunities will be based on achievement of annual targets. The plan provides for 50% of the bonus to be based on the achievement of quarterly objectives and 50% to be based on the achievement of annual objectives. Performance measures under the plan will be: revenue growth, earnings per share, operating profit, and return on invested capital targets at the Company level; and, additionally for certain executives, total sales, operating profit and new business wins and other business-specific business unit targets at the business unit level. The plan allows awards to provide for different metrics, target levels and weightings for different executives.  The Board, or the Compensation Committee if so delegated by the Board, maintains the authority to reduce quarterly and annual bonus award payouts upon evaluation of each bonus award in the context of the Company’s overall performance.
Under the Annual Incentive Bonus Plan, target award opportunities are set at various percentages of base salary, which will be: 200% of base salary in the case of the Chief Executive Officer; 110% of base salary in the case of the Chief Financial Officer; and between 90% and 110% of base salary in the cases of other named executive officers. Actual payout opportunities for each bonus component will range from a threshold of 50% of target to a maximum of 200% of target for the quarterly payouts and a threshold of 50% of target to a maximum of 300% of target for the annual bonuses, in each case based on achievement of the performance measures. If the Company or business unit fails to achieve the threshold level for any performance measure, no payout is awarded for that measure. For purposes of determining achievement of award opportunities, the incentive bonus plan uses adjusted, non-GAAP measures.