Peerless Systems 2381 Rosecrans Avenue voice: 310.536.0908 Corporation El Segundo, California fax: 310.536.0058 90245 website: www.peerless.com
Exhibit 10.2
Peerless Systems |
0000 Xxxxxxxxx Xxxxxx | voice: | 310.536.0908 | |||||||
Corporation |
El Segundo, California | fax: | 000.000.0000 | |||||||
90245 | website: | xxx.xxxxxxxx.xxx |

December 12, 2006
Xx. Xxxxxxx X. Roll
00 Xxxxxx
Xxxxxx Xxxxxx, Xxxxxxxxxx 00000
00 Xxxxxx
Xxxxxx Xxxxxx, Xxxxxxxxxx 00000
Dear Xxxx:
This binding letter sets forth our agreement concerning the terms on which you would be employed as
Chief Executive Officer and President of Peerless Systems Corporation (“Peerless”). You will begin
your employment with Peerless on December 15, 2006.
Your compensation will consist of the following benefits which are described more fully below:
• | Bi-Weekly Salary | $13,076.92 ($340,000 base salary) | ||||
• | Total Target Bonus | $180,000 | ||||
• | Benefits | Standard Peerless executive package | ||||
• | Time-Vested Stock Option | 600,000 shares | ||||
• | Price-Contingent Stock Option | 400,000 shares | ||||
• | Severance | See below | ||||
• | Change in Control | See below | ||||
• | Indemnification | Standard Peerless executive indemnification agreement |
The bonus would be paid in two annual installments and would be prorated in the first year of your
employment. The prorated bonus for fiscal 2007 in the amount of $18,000, and 15% of the bonus for
fiscal 2008, would be guaranteed. Except for the guaranteed portion of the bonus for fiscal 2007
and 2008, the bonus would be contingent upon the achievement of both company and individual
performance goals which would be set annually by the Compensation Committee of the Board of
Directors (the “Board”). The guaranteed portion of the bonus for fiscal 2008 would vest at the end
of the first quarter, and the non-guaranteed portion would vest 15% at the end of each of the
second, third and fourth quarters, upon the achievement of the performance goals for such quarter,
and 40% at the end of the fiscal year, upon the achievement of the performance goals for the fiscal
year. In each subsequent year, 15% of the bonus would vest at the end of each quarter, upon the
achievement of the performance goals for such fiscal quarter, and 40% would vest at the end of the
fiscal year, upon the achievement of the performance goals for the fiscal year, all in accordance
with Peerless’ executive bonus plan. To receive any bonus installment, you must be employed by
Peerless at the time of the payment.
Our benefits package currently includes medical, dental, vision, disability, group life insurance
and long-term care plans, as well as a 401(k) plan and a flexible spending (cafeteria) plan.
Peerless pays for the employee’s insurance and contributes toward family
premiums. The 401(k) plan is employee contributory with a company match of up to $2,000 per year.
Peerless will also provide four weeks of paid vacation. In addition, you will be eligible for ten
paid holidays and will be allocated eight sick days annually on January 1, prorated during your
first year.
-1-
Xx. Xxxxxx X. Roll
December 12, 2006
Page 2 of 5
December 12, 2006
Page 2 of 5
Subject to the approval of the Compensation Committee and compliance with all state and federal
regulatory requirements, you will receive (1) a time-vested option to purchase the number of shares
set forth above (the “Time-Vested Option”) and (2) a price-contingent option to purchase the number
of shares set forth above (the “Price-Contingent Option”).
The per share exercise price of both the Time-Vested Option and the Price-Contingent Option will be
the closing price of Peerless’ common stock on December 15, 2006, the date of grant of such
options.
The Time-Vested Option would vest over a four-year period, subject to your continued employment
with Peerless. In particular, 25% would vest on the first anniversary of your first day of
employment and, thereafter, the remaining portion shall vest monthly in equal installments over the
subsequent 36 months. The Time-Vested Option would be subject to the terms and conditions set forth
in the Peerless 2005 Incentive Award Plan (the “Plan”) and the option agreement approved by the
Compensation Committee.
In the event that your employment is terminated (1) on your death or disability, the vested portion
of the Time-Vested Option would remain exercisable until the earlier of the first anniversary of
termination or the expiration of the Time-Vested Option, the next 12 monthly installments would
vest immediately and remain exercisable until the earlier of the first anniversary of termination
or the expiration of the Time-Vested Option, and the unvested portion would terminate immediately,
(2) by Peerless without “cause,” the vested portion of the Time-Vested Option would remain
exercisable until the earlier of the first anniversary of termination or the expiration of the
Time-Vested Option, and the remaining unvested portion would terminate immediately, (3) by Peerless
with “cause,” or by you for any reason, the vested portion of the Time-Vested Option would remain
exercisable for 90 days and the unvested portion would terminate immediately, and (4) by Peerless
without “cause” within 18 months after a Change in Control, the Time-Vested Option would fully vest
immediately on termination and would remain exercisable until the earlier of the first anniversary
of termination or the expiration of the Time-Vested Option. As used in this letter agreement,
“cause” shall mean (i) willful and continued failure by you to perform your duties (other than any
such failure resulting from your incapacity due to physical or mental illness or disability), (ii)
willful commission of an act of fraud or dishonesty resulting in economic or financial injury to
Peerless, (iii) conviction of, or entry by you of a guilty or no contest plea to, the commission of
a felony or a crime involving moral turpitude, (iv) a willful breach by you of your fiduciary duty
to Peerless which results in economic or other injury to Peerless, or (v) willful and material
breach of your confidentiality obligations.
-2-
Xx. Xxxxxx X. Roll
December 12, 2006
Page 3 of 5
December 12, 2006
Page 3 of 5
A portion of the Price-Contingent Option would vest upon the achievement of specific price hurdles.
The number of shares with respect to which the Price-Contingent Option would vest at each price is
set forth on Schedule A. A price hurdle is deemed to have been achieved when the closing price of
Peerless’ common stock is at or above the price hurdle for 90 consecutive trading days or, in the
event of a Change in Control, if the price per share realized by Peerless’ public shareholders is
at or above the price hurdle. You will have five years to achieve the price hurdles, commencing on
the date of grant, and any options earned for price hurdle achievement will have a 7-year life from
the date of grant. The failure to achieve a price hurdle during the five-year period commencing on
your first day of employment would result in the forfeiture of the shares relating to that price
hurdle. The Price-Contingent Option would be subject to the terms and conditions of the option
agreement approved by the Compensation Committee.
In the event that your employment is terminated, the Price-Contingent Option would remain
exercisable in the same manner as provided above for the Time-Vested Option, except that the
Price-Contingent Option would vest only to the extent the price hurdle had been achieved at the
date of termination.
In the event your employment is terminated by Peerless without “cause,” you would be entitled to
continue to receive your base salary for the 12 months following your termination and health
insurance (i.e., medical, dental and vision) until the first anniversary of termination;
provided, however, that the balance of such base salary would be paid in a lump sum on the
March 15 following the termination of your employment. Notwithstanding the foregoing, if your
employment is terminated by Peerless without “cause” within 18 months after a “Change in Control,”
you would be entitled to receive a severance payment equal to your base salary for the 12 months
following your termination (the “Severance Payment”), health insurance until the first anniversary
of termination and your full Total Target Bonus for the twelve months following termination (the
“Bonus Payment”). The Severance Payment and the Bonus Payment, if any, would be payable in a lump
sum at the termination of your employment. “Change in Control” is defined solely as the approval by
the stockholders of Peerless and the consummation of a re-organization, merger, consolidation, or
sale or other disposition of all or substantially all of the assets of Peerless, in each case, with
or to a corporation or other person or entity.
Any and all disputes, controversies or claims arising out of or related to this letter shall be
filed in Los Angeles, California and submitted to final and binding arbitration under the auspices
and rules of the Judicial Arbitration and Mediation Services, Inc., or if it is no longer in
existence, under the auspices and rules of the American Arbitration Association. There shall be
one arbitrator. The arbitrator shall be a retired superior court or federal judge. The parties
agree that they have waived any right to trial by jury. The decision of the arbitrator shall be
final and binding and the judgment rendered may be entered in any court having jurisdiction. The
prevailing party in any such arbitration proceeding shall be entitled to its costs and reasonable
attorneys’ fees, costs and expenses. The provisions of California Code of Civil Procedure Sections
128, et seq. govern this arbitration provision.
Peerless will reimburse you for the reasonable legal fees you incur in connection with this letter
agreement and the agreements contemplated by this letter agreement, but in no event to exceed
$5,000.
-3-
Xx. Xxxxxx X. Roll
December 12, 2006
Page 4 of 5
December 12, 2006
Page 4 of 5
Xxxx, while we sincerely hope your employment relationship with Peerless will be long and mutually
rewarding, we want to be clear that your employment would be “at will” and there would be no
implied contract for a specified period of time.
If the foregoing terms accurately reflect our agreement, please sign and return this letter within
five days of the date of this letter. You may fax a signed copy, if you wish, to our confidential
fax at (000) 000-0000. (Please do not use the fax number printed on the letterhead.)
Feel free to call if you have questions. I look forward to working with you, Xxxx, and hope that
you will contribute and grow at Peerless, to our mutual benefit.
Sincerely,
/s/ Xxxxxx X. Xxxxxxx
Xxxxxx X. Xxxxxxx
Chairman, Compensation Committee
Xxxxxx X. Xxxxxxx
Chairman, Compensation Committee
Acknowledged:
|
/s/ Xxxxxxx X. Roll | |||
Date: December 15, 2006 |
-4-
Xx. Xxxxxx X. Roll
December 12, 2006
Page 5 of 5
December 12, 2006
Page 5 of 5
SCHEDULE A
Price-Contingent Option
Price | Shares | |||
$10.00 |
200,000 | |||
$14.00 |
200,000 |
-5-