based on the stock price performance for 2017 exceeding the specified target price of $9.00 per share. The payout amounts for Messrs. Eisenberg, Stolte, Le Brun and Malone were 15% of their
respective 2017 base salaries ($75,000, $41,250, $39,750 and $38,250, respectively) and were paid in 7,367 shares, 4,052 shares, 3,905 shares and 3,757 shares of common stock, respectively, based on the closing price of our common stock on
December 29, 2017 of $10.18 per share. On January 1, 2019, the second third of the 2017-2019 MPUs vested based on the stock price performance for 2018 exceeding the minimum threshold target price of $8.00 per share but not exceeding the
specified target price of $12.00 per share. The payout amounts for Messrs. Eisenberg, Stolte, Le Brun and Malone were 9% of their respective 2017 base salaries ($43,348, $23,838, $22,971 and $22,104, respectively) and were paid in 5,248 shares,
2,886 shares, 2,781 shares and 2,676 shares of common stock, respectively, based on the closing price of our common stock on December 31, 2018 of $8.26 per share. On January 1, 2020, the final third of the 2017-2019 MPUs lapsed unvested
based on the stock performance for the 2019 performance period not meeting the threshold level of $9.00 per share, and therefore no payment was made.
MPUs 2018-2020 Performance Cycle. On December 12, 2017, the Compensation Committee granted MPUs to Messrs. Eisenberg, Stolte, Le Brun and Malone for the three-year performance period which
ends on December 31, 2020 (the 2018-2020 MPUs). On September 4, 2018, the Compensation Committee granted Mr. Ford 2018-2020 MPUs, except that for the portion relating to the 2018 performance period, Mr. Fords
payout would be based on 5% of his 2018 annual base salary, reflecting a proration for his period of service with the Company during 2018. On January 1, 2019, the first third of the 2018-2020 MPUs vested based on the stock price performance for
2018 exceeding the minimum threshold target price of $8.50 per share but not exceeding the specified target price of $10.50 per share. The payout amounts for each of Messrs. Eisenberg, Stolte, Le Brun and Malone was 8% and for Mr. Ford was 2%
of their respective 2018 base salaries ($40,309, $22,170, $21,360, $20,559 and $5,819, respectively) and were paid in 4,880 shares, 2,684 shares, 2,586 shares, 2,489 shares and 704 shares of common stock, respectively, based on the closing price of
our common stock on December 31, 2018 of $8.26 per share. In connection with Mr. Fords resignation, the unvested portions of his 2018-2020 MPUs were terminated without payment. On January 1, 2020, the second third of the
2018-2020 MPUs lapsed unvested based on the stock performance for the 2019 performance period not meeting the threshold level of $9.50 per share, and therefore no payment was made.
MPUs 2019-2021 Performance Cycle. On December 11, 2018, the Compensation Committee granted MPUs to Messrs. Eisenberg, Stolte,
Le Brun, Malone and Ford for the three-year performance period which ends on December 31, 2021 (the 2019-2021 MPUs). On July 16, 2019, the Compensation Committee granted Mr. Milcos 2019-2021 MPUs, except that for the
portion relating to the 2019 performance period, Mr. Milcoss payout would be based on 11.25% of his 2019 annual base salary, reflecting a proration for the period beginning April 1, 2019, the date he was appointed interim Chief
Financial Officer. In connection with Mr. Fords resignation, the unvested portions of his 2019-2021 MPUs were terminated without payment. On January 1, 2020, the first third of the 2019-2021 MPUs lapsed unvested based on the stock
performance for the 2019 performance period not meeting the threshold level of $8.00 per share, and therefore no payment was made.
MPUs 2020-2022 Performance Cycle. On December 10, 2019, the Compensation Committee granted MPUs to Messrs. Eisenberg, Milcos, Stolte, Le Brun and Malone for the three-year performance period
which ends on December 31, 2022.
Health and Welfare Benefits
Our Named Executive Officers participate in a variety of retirement, health and welfare, and vacation benefits designed to enable us to
attract and retain our workforce in a competitive marketplace. Health and welfare and vacation benefits help ensure that we have a productive and focused workforce through reliable and competitive health and other benefits. Generally, these programs
are the same offered to all employees.
Perquisites
Our Named Executive Officers are provided a limited number of perquisites whose primary purpose is to minimize distractions from the executives attention to the Companys business.
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