Supplemental Executive Retirement Plans
In 2013, the Bank Board approved entry into supplemental executive retirement agreements (SERPs) with the named executive officers. The SERPs were
implemented to help build and retain key Bank employees at the level of Vice President and up, including the named executive officers. Under the terms of the plan, differing death, disability, change in control, and post-employment/retirement
benefits are provided to each of the key employees. Pursuant to the plan, agreements were entered into between the Bank and each of the key employees including the named executive officers. By defining and increasing, over each employees term
of employment, the amounts each employee will receive upon the occurrence of certain specified events, including retirement on or after 10 years after the SERP was entered, each employee has been provided what the Board believes to be a reasonable
incentive to remain with the Bank until retirement. While several provisions have been included which will serve to reduce the overall amounts payable, the agreements are expected to provide a maximum annual benefit payment at retirement for a
period of 15 years in the amount of $150,000 to Joaquin P. L.G. Cook and $100,000 each to William D. Leon Guerrero and Maria Eugenia H. Leon Guerrero.
In
the event a participant terminates employment as a result of an early voluntary termination, change in control, early involuntary termination, or disability, his or her monthly payments or lump sum amounts will be based on annual benefit levels
determined in accordance with a formula set forth in each participants SERP that results in benefit amounts that increase over the participants period of continued service, but not above the normal retirement benefit. No benefits
are payable to the named executive officers if the named executive officer is terminated for cause.
In the event of the named executives early
voluntary retirement, the Bank is obligated to pay out the annual benefit multiplied by 0% if voluntary retirement occurs within the first five years, 50% if within the sixth year, 60% if within the seventh year, 70% if within the eighth year, 80%
if within the ninth year, 90% within the tenth year and 100% after 10 years. If retirement occurred the vested accrual balances as of December 31, 2021 were: $811,092 for Joaquin P. L.G. Cook, $1,147,583 for William D. Leon Guerrero and
$524,628 for Maria Eugenia Leon Guerrero.
In the event of a change in control, the Bank is obligated to pay within 60 days of separation 100% of the
accrual balance, as defined in the SERP agreement. If the change in control occurred on December 31, 2021, the amounts to be paid were: $756,330 to Joaquin P. L.G. Cook and $449,549 to Maria Eugenia H. Leon Guerrero. There was no change in
control amounts for William D. Leon Guerrero.
In the event of a named executive officers disability, the Bank is obligated to pay in 180 monthly
payments 100% of the accrual balance, as defined in the SERP agreement. The agreements are expected to begin paying out at the executives normal retirement date when defined in the SERP agreement on the first day of the month following
determination of disability. The annual benefit payment under this scenario is as follows: $68,760 to Joaquin P. L.G. Cook and $41,603 to Maria Eugenia H. Leon Guerrero. There was no disability amount for William D. Leon Guerrero.
In the event of a named executive officers death, the Bank is obligated to pay within 60 days of the participants death 100% of the accrual
balance, as defined in the SERP agreement. For example, if the death occurred on December 31, 2021, the amounts paid would be: $756,330 to Joaquin P. L.G. Cook, $449,549 to Maria Eugenia H. Leon Guerrero, and $1,089,932 to William D. Leon
Guerrero.
To comply with Internal Revenue Code Section 409A, generally, named executive officers are not eligible to commence receipt of benefits
until six months after termination of employment.
Survivor Income Plan
The Bank Board also approved entry into a survivor income plan (SIP) for the named executive officers of the Bank in 2021. The SIP was implemented
to help recruit, reward and retain key executives. Upon a participating executive officers death while employed by the Bank, the Bank will pay a death benefit to the executive officers beneficiary in the amount of $1,060,606.
Employee Stock Purchase Plan
The Bank of Guam 2011
Employee Stock Purchase Plan (the 2011 Plan) was adopted by the Banks Board of Directors and approved by the Banks shareholders in May 2, 2011, and subsequently adopted by the Company after it organized in 2011. The 2011
Plan is open to all employees of the Company and the Bank who have met certain eligibility requirements.
Under the 2011 Plan, eligible employees can
purchase, through payroll deductions, shares of common stock at a discount. The right to purchase stock is granted to eligible employees during a period of time that is established from time to time by the Board of Directors of the Company. Eligible
employees cannot accrue the right to purchase more than $25,000 worth of stock, as valued at the beginning of each offer period. Eligible employees also may not purchase more than 1,500 shares of stock under any one offer period. The shares are
purchased at 85% of the value of the stock price on the enrollment date or purchase date, whichever is less.
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