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ANNUAL REPORT PURSUANT TO SECTION 13 OR 15(d) OF THE SECURITIES EXCHANGE ACT OF 1934
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TRANSITION REPORT PURSUANT TO SECTION 13 OR 15(d) OF THE SECURITIES EXCHANGE ACT OF 1934
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(State or other jurisdiction of
incorporation or organization)
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(I.R.S. Employer
Identification No.)
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Title of each class
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Trading
symbol
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Name of each exchange
on which registered
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☒
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Accelerated filer
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☐
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Non-accelerated
filer
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☐
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Smaller reporting company
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Emerging growth company
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1
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7
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28
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30
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31
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33
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33
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3
9
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Item 10.
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Directors, Executive Officers and Corporate Governance.
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Name
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Age
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Position and Office Held
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Gary L. Carano
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68
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Executive Chairman of the Board
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Bonnie Biumi
(1)
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58
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Director
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Frank J. Fahrenkopf
(2)(4)
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80
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Director
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James B. Hawkins
(1)(3)
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64
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Director
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Gregory J. Kozicz
(3)
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58
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Director
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Michael E. Pegram
(
2)(3)
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68
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Director
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Thomas R. Reeg
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48
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Director; Chief Executive Officer
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David P. Tomick
(1)(4)(5)
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68
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Director
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Roger P. Wagner
(3)(4)
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72
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Director
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(1)
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Member of the Audit Committee |
(2)
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Member of the Compliance Committee |
(3)
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Member of the Compensation Committee |
(4)
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Member of the Nominating & Governance Committee |
(5)
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Lead Independent Director |
Name
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Age
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Position and Office Held
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Anthony Carano
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38
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President and Chief Operating Officer
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Bret Yunker
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43
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Chief Financial Officer
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Edmund L. Quatmann, Jr.
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49
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Executive Vice President, Chief Legal Officer and Secretary
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Item 11.
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Executive Compensation.
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• |
Gary L. Carano,
Executive Chairman of the Board
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• |
Thomas R. Reeg,
Chief Executive Officer and member of the Board
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• |
Bret Yunker,
Chief Financial Officer
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• |
Anthony L. Carano,
President and Chief Operating Officer
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• |
Edmund L. Quatmann, Jr.,
Executive Vice President and Chief Legal Officer
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• | our compensation programs and policies for certain of our named executive officers identified below; |
• | the compensation decisions made by the Compensation Committee under those programs and policies; and |
• | the material factors that the Compensation Committee considered in making those decisions. |
What We Do
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What We Don’t Do
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|||||
✓
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Maintain stock ownership guidelines for NEOs and directors
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✘
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No
change-in-control
severance multiple in excess of three times annual base salary and target annual bonus
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✓
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Set maximum payout limit on our annual incentive plan and long-term incentive plan awards
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✘
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No excise tax
gross-ups
upon a
change-in-control
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|||
✓
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For 2019, emphasize pay for performance, with 82% of our Chief Executive Officer’s total pay opportunity being performance-based “at risk” compensation and an average of 74% being performance-based “at risk” compensation for our other NEOs
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✘
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No
re-pricing
or cash buyout of underwater stock options or SARs is allowed
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✓
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Have an executive compensation clawback policy that allows us to recover excess cash and equity-based or equity-linked incentive compensation paid to executives in various circumstances
Set maximum amount of compensation that may be paid to any single
non-employee
member of the Board in respect of any fiscal year
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✘
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No enhanced retirement benefits for named executive officers
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✓
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Set maximum amount of compensation that may be paid to any single
non-employee
member of the Board in respect of any fiscal year
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✓
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Retain an independent compensation consultant reporting directly to the Compensation Committee
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✓
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Prohibit puts, calls and short sales of our securities
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• | enhance stockholder value by focusing our executives’ efforts on the specific performance metrics that drive enterprise value; |
• |
attract, motivate, and retain
highly-qualified
executives committed to our
long-term
success;
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• | assure that our executives receive reasonable compensation opportunities relative to their peers at similar companies, and actual compensation payouts that are aligned with our performance; and |
• | align critical decision making with our business strategy and goal setting. |
• | reviewing and assessing competitive market data from the Compensation Committee’s independent compensation consultant; |
• | reviewing and, in certain cases, approving incentive goals/objectives and compensation recommendations for directors and executive officers, including the named executive officers; |
• | evaluating the competitiveness of each executive officer’s total compensation package; |
• |
approving any changes to the total compensation package, including, but not limited to, base salary, annual incentives,
long-term
incentive award opportunities and payouts, and retention programs; and
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• |
ensuring our policies and practices relating to compensation do not encourage excessive
risk-taking
conduct.
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• | identifying and advising the Compensation Committee on executive compensation trends and regulatory developments; |
• | providing a total compensation study for executives against peer companies and recommendations for named executive officer pay; |
• | providing advice to the Compensation Committee on governance best practices as well as any other areas of concern or risk; |
• | serving as a resource to the Compensation Committee Chair for meeting agendas and supporting materials in advance of each meeting; and |
• | advising the Compensation Committee on management’s pay recommendations. |
Boyd Gaming Corporation
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Hyatt Hotels Corporation
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Caesars Entertainment Corporation*
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Penn National Gaming, Inc.
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Choice Hotels International, Inc.
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Pinnacle Entertainment, Inc.
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Churchill Downs Incorporated
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Red Rock Resorts, Inc.
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Golden Entertainment, Inc.
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Vail Resorts, Inc.
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• | On June 24, 2019, we entered into an agreement and plan of merger to consummate a strategic combination with Caesars Entertainment Corporation. |
• | Companies from the gaming, casino and hospitality industries; |
• | Annual revenues within approximately 0.4x to 3x our annual revenues; |
• | Market cap within approximately 0.2x to 5x our market cap; and |
• | Peer companies used by our peer companies, as disclosed in their respective CD&As. |
Executive Name
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2018 Annual Base Salary ($)
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2019 Annual Base Salary ($)
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Gary L. Carano (1)
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1,100,000
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1,100,000
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Thomas R. Reeg (2)
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900,000
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1,600,000
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Anthony L. Carano (2)
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700,000
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1,000,000
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Edmund L. Quatmann, Jr.
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545,000
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600,000
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Bret Yunker (3)
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N/A
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750,000
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(1) | Mr. Gary L. Carano’s salary did not change upon his move to Executive Chairman of the Board. |
(2) | Increases account for substantial leadership promotions, resulting in increased authority and responsibilities and competitive total compensation market values vs. peer companies. |
(3) |
Mr. Yunker’s employment with us began on May 2, 2019, and his base salary for 2019 was
pro-rated
to his start date.
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Executive Name
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2018 Target Annual Incentive
Opportunity as Percentage of Base Salary |
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2019 Target Annual Incentive
Opportunity as Percentage of Base Salary |
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||||
Gary L. Carano (1)
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125%
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125%
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||||||
Thomas R. Reeg
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100%
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150%
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||||||
Anthony L. Carano
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100%
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125%
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||||||
Edmund L. Quatmann, Jr.
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50%
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75%
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||||||
Bret Yunker (2)
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N/A
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100%
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(1) | Mr. Gary L. Carano’s target did not change upon his move to Executive Chairman of the Board. |
(2) | Mr. Yunker’s employment with us began on May 2, 2019. |
Performance Level
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Performance
Requirement
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Corporate Adjusted
EBITDA(‘000’s)
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|||
Threshold
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90% of target goal
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$651,248
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Target
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100% of target goal
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$723,609
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Maximum
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120% of target goal
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$868,331
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Actual for 2019
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96.5% of target goal
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$698,064
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Performance Level
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Payout
Opportunity (as percentage of each NEO’s Target Award) |
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Gary L. Carano
Payout
Amount($)
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Thomas R.
Reeg
Payout
Amount($)
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Anthony
L. Carano
Payout
Amount($)
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Edmund L.
Quatmann,
Jr.
Payout
Amount($)
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Bret Yunker
Payout
Amount($)(1)
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||||||||||||
Threshold
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50
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% |
687,500
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1,200,000
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625,000
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225,000
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375,000
|
|||||||||||||||||
Target
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100
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% |
1,375,000
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2,400,000
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1,250,000
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450,000
|
750,000
|
|||||||||||||||||
Maximum
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200
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% |
2,750,000
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4,800,000
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2,500,000
|
900,000
|
1,500,000
|
|||||||||||||||||
Actual (2)
|
82.5
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% |
1,134,375
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1,980,000
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1,031,250
|
371,250
|
412,500
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(1) |
Mr. Yunker’s payout opportunity was
pro-rated
based on his start date of May 2, 2019.
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(2) | Payout based on 96.5% adjusted EBITDA achievement. |
Executive Name
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2018 Target LTIP Opportunity as
Percentage of Base Salary |
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2019 Target LTIP Opportunity as
Percentage of Base Salary |
|
||||
Gary L. Carano (1)
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230%
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230%
|
||||||
Thomas R. Reeg
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170%
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300%
|
||||||
Anthony L. Carano
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125%
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200%
|
||||||
Edmund L. Quatmann, Jr.
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80%
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125%
|
||||||
Bret Yunker(2)
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N/A
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200%
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(1) | Mr. Gary L. Carano’s target did not change upon his move to Executive Chairman of the Board. |
(2) | Mr. Yunker’s employment with us began on May 2, 2019. |
Executive Name
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RSUs
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PSUs(1)
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||||||||||||||
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Units(#)
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|
Grant Date
Value(2) |
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Units(#)
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|
Grant Date
Value(2) |
|
||||||||
Gary L. Carano
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31,121
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$ |
1,381,461
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31,121
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$ |
1,381,461
|
||||||||||
Thomas R. Reeg
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59,044
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$ |
2,620,963
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59,044
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$ |
2,620,963
|
||||||||||
Anthony L. Carano
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24,602
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$ |
1,092,083
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24,602
|
$ |
1,092,083
|
||||||||||
Edmund L. Quatmann, Jr.
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9,225
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$ |
409,498
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9,225
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$ |
409,498
|
||||||||||
Bret Yunker (3)
|
76,028
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$ |
3,675,194
|
15,228
|
$ |
736,122
|
(1) | Number of PSUs and corresponding values are shown in the table based on target level achievement. Actual number of PSUs and the value thereof that may be issued is subject to future determination based on the achievement of the applicable performance goals. |
(2) | Represents the value of units based on $44.39 per share, which was our closing stock price as of the grant date, January 25, 2019. The value of Mr. Yunker’s units is based on $48.34 per share, which was our closing stock price as of the grant date, May 2, 2019. |
(3) |
In May 2019, pursuant to his employment agreement, Mr. Yunker was granted an award of 60,800 Company RSUs which 50% vested on the
six-month
anniversary of Mr. Yunker’s employment start date and 50% vest on the
one-year
anniversary of his start date. In May 2019, Mr. Yunker was also granted time-based RSUs having an aggregate grant date fair value of $750,000 and performance-based RSUs having an aggregate grant date fair value of $750,000. Mr. Yunker’s time-based RSUs vest on the three-year anniversary of Mr. Yunker’s start date (May 2023). The performance-based RSU award is subject to a
two-year
performance period (2020 and 2021) and vests on the three-year anniversary of Mr. Yunker’s start date (May 2023).
|
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2018
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2019
|
||||||||||||||||||||||
Performance
Level
|
Performance
Requirement
|
Performance
Payout |
|
Corporate
Adjusted
EBITDA(‘000’s)
|
|
Performance
Level
|
|
Performance
Requirement
|
Performance
Payout |
|
Corporate
Adjusted
EBITDA(‘000’s)
|
|
||||||||||||
Threshold
|
90% of target goal
|
50
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% | $ |
380,266
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Threshold
|
90% of target goal
|
50
|
% | $ |
651,248
|
|||||||||||||
Target
|
100% of target goal
|
100
|
% | $ |
422,518
|
Target
|
100% of target goal
|
100
|
% | $ |
723,609
|
|||||||||||||
Maximum
|
120% of target goal
|
200
|
% | $ |
507,022
|
Maximum
|
120% of target goal
|
200
|
% | $ |
868,331
|
|||||||||||||
Actual for 2018
|
107.5% of target goal
|
137.5
|
% | $ |
454,331
|
Actual for 2019
|
96.5% of target goal
|
82.5
|
% | $ |
698,064
|
Executive Name
|
2018 PSUs(1)
|
|||||||
|
Target Units(#)
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|
Earned Units(#)
|
|
||||
Gary L. Carano
|
38,902
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42,792
|
||||||
Thomas R. Reeg
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23,525
|
25,877
|
||||||
Anthony L. Carano
|
13,454
|
14,799
|
||||||
Edmund L. Quatmann, Jr.
|
6,704
|
7,374
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(1) | Represents 2018 PSUs at 110.0% of target payout level based upon the average of our performance in 2018 at 137.5% and 2019 at 82.5% valued at $59.64 per share, which was our closing stock price as of December 31, 2019. These PSUs are eligible to vest on January 1, 2021. |
Position
|
Multiple of Base Salary
|
|
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CEO
|
5x
|
|||
COO
|
4x
|
|||
Other NEOs
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2x
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• |
The Compensation Committee approves and, in some instances, the Board ratifies, short and
long-term
performance objectives for our incentive plans, which we believe are appropriately aligned with stockholder value;
|
• |
The Compensation Committee’s discretion to modify final payouts under both short and
long-term
incentive plans;
|
• |
The use of
company-wide
performance metrics for both the short and
long-term
incentive programs ensures that no single executive has complete and direct influence over outcomes, encouraging decision making that is in the best
long-term
interest of stockholders;
|
• | The use of equity and cash opportunities with vesting periods to foster retention and alignment of our executives’ interests with those of our stockholders; |
• |
Capping the potential payouts under both short and
long-term
incentive plans to eliminate the potential for any windfalls; and
|
• |
The use of competitive general and
change-in-control
severance arrangements help to ensure that employees continue to work toward the stockholders’ best interests in light of potential employment uncertainty.
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Name and
Principal Position
|
Year
|
|
Salary ($)
|
|
Bonus($)(1)
|
|
Stock
Awards($)(2)
|
|
Non-Equity
Incentive Plan
Compensation($)(3)
|
|
All Other
Compensation($)(4)
|
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Total ($)
|
|
||||||||||||||
Gary L. Carano
|
2019
|
1,100,000
|
—
|
2,762,932
|
1,134,375
|
51,301
|
5,048,598
|
|||||||||||||||||||||
Executive Chairman
|
2018
|
1,100,000
|
—
|
2,530,000
|
1,890,625
|
67,768
|
5,588,393
|
|||||||||||||||||||||
of the Board
|
2017
|
950,000
|
—
|
1,900,000
|
1,102,000
|
7,660
|
3,959,660
|
|||||||||||||||||||||
Thomas R. Reeg
|
2019
|
1,600,000
|
—
|
5,241,926
|
1,980,000
|
67,768
|
8,899,694
|
|||||||||||||||||||||
Chief Executive
|
2018
|
900,000
|
—
|
4,730,000
|
1,237,500
|
38,474
|
6,905,974
|
|||||||||||||||||||||
Officer
|
2017
|
850,000
|
3,000,000
|
3,105,000
|
986,000
|
3,030
|
7,944,030
|
|||||||||||||||||||||
Bret Yunker
|
2019
|
499,315
|
—
|
4,411,316
|
412,500
|
7,081
|
5,330,212
|
|||||||||||||||||||||
Chief Financial
|
2018
|
—
|
—
|
—
|
—
|
—
|
—
|
|||||||||||||||||||||
Officer
|
2017
|
—
|
—
|
—
|
—
|
—
|
—
|
|||||||||||||||||||||
Anthony L. Carano
|
2019
|
1,000,000
|
—
|
2,184,166
|
1,031,250
|
38,474
|
4,253,900
|
|||||||||||||||||||||
President and Chief
|
2018
|
700,000
|
—
|
2,875,000
|
962,500
|
42,905
|
4,580,405
|
|||||||||||||||||||||
Operating Officer
|
2017
|
575,000
|
—
|
975,000
|
667,000
|
5,505
|
2,222,505
|
|||||||||||||||||||||
Edmund L. Quatmann, Jr.
|
2019
|
600,000
|
—
|
818,996
|
371,250
|
42,905
|
1,833,151
|
|||||||||||||||||||||
Exec. Vice President,
|
2018
|
545,000
|
—
|
436,000
|
374,688
|
7,081
|
1,362,769
|
|||||||||||||||||||||
Chief Legal Officer and Secretary
|
2017
|
350,000
|
500,000
|
200,000
|
204,015
|
989,116
|
2,243,131
|
(1) | In 2017, Mr. Reeg received a $3,000,000 special cash bonus in connection with the consummation of the acquisition of Isle of Capri. In 2017, Mr. Quatmann received a $500,000 cash bonus in connection with entering into his employment agreement. |
(2) |
Amounts shown represent the aggregate grant date fair value of RSUs and PSUs computed in accordance with Accounting Standards Codification 718. For a discussion of valuation assumptions, see Note 15 in our Notes to Consolidated Financial Statements included in our Annual Report on Form
10-K
filed with the SEC on February 28, 2020. At the grant date, we believed that it was probable that the performance criteria applicable to the PSUs would be met at target level and that each individual will remain employed through the date of grant. Accordingly, the full value of awards granted has been included at 100% of target for all years shown. The maximum number of PSUs eligible to vest is equal to 200% of the target award. Assuming maximum level of achievement of the applicable performance conditions, the grant date fair value of the PSU awards granted to Messrs. Gary L. Carano, Reeg, Anthony L. Carano, Quatmann and Yunker during 2019 was $2,762,922, $5,241,926, $2,184,166, $818,996 and $1,472,243, respectively.
|
(3) | Amounts shown for 2017, 2018 and 2019 represent the amounts earned under our annual bonus plan in respect of performance achieved during the applicable year. |
(4) | All other compensation for 2019 consisted of the following: |
Name
|
Life
Insurance
Premiums($)
|
|
Long-Term
Disability($) |
|
Use of
Corporate Jet($)(1) |
|
401(k)
Match($)
|
|
Estate
Planning and Tax
Services($)
|
|
Total($)
|
|
||||||||||||
Gary L. Carano
|
1,056
|
1,948
|
33,238
|
8,400
|
6,659
|
51,301
|
||||||||||||||||||
Thomas R. Reeg
|
1,056
|
1,948
|
56,364
|
8,400
|
—
|
67,768
|
||||||||||||||||||
Anthony L. Carano
|
1,056
|
1,948
|
35,470
|
—
|
—
|
38,474
|
||||||||||||||||||
Edmund L. Quatmann, Jr.
|
1,056
|
1,948
|
30,001
|
8,400
|
1,500
|
42,905
|
||||||||||||||||||
Bret Yunker
|
704
|
1,299
|
2,482
|
2,596
|
—
|
7,081
|
(1) | The amount disclosed for Messrs. Gary L. Carano, Reeg and Anthony L. Carano, Quatmann and Yunker reflects the aggregate incremental cost to the Company of providing Messrs. Gary L. Carano, Reeg and Anthony L. Carano, Quatmann and Yunker with certain personal use of an aircraft leased through NetJets. This cost is calculated based on the applicable hourly rate charged to the Company by NetJets. |
|
|
|
Estimated possible payouts
under
non-equity
incentive plan awards(1)
|
Estimated possible payouts
under equity
incentive plan awards
|
All other
stock
awards:
Number
of shares
of stock
|
|
Grant
date fair
value of
stock
|
|
||||||||||||||||||||||||||||
Name
|
Grant
date
|
|
Threshold
($)
|
|
Target
($)
|
|
Maximum
($)
|
|
Threshold
(#)
|
|
Target
(#)
|
|
Maximum
(#)
|
|
or units
(#)
|
|
awards
(2)($)
|
|
||||||||||||||||||
Gary L. Carano
|
N/A
|
687,500
|
1,375,000
|
2,750,000
|
|
|
|
|
|
|||||||||||||||||||||||||||
Time-based
|
1/25/2019
|
|
|
|
|
|
|
31,121
|
1,381,461
|
|||||||||||||||||||||||||||
Performance-based
|
1/25/2019
|
|
|
|
15,561
|
31,121
|
62,242
|
|
1,381,461
|
|||||||||||||||||||||||||||
Thomas R. Reeg
|
N/A
|
1,200,000
|
2,400,000
|
4,800,000
|
|
|
|
|
|
|||||||||||||||||||||||||||
Time-based
|
1/25/2019
|
|
|
|
|
|
|
59,044
|
2,620,963
|
|||||||||||||||||||||||||||
Performance-based
|
1/25/2019
|
|
|
|
29,522
|
59,044
|
118,088
|
|
2,620,963
|
|||||||||||||||||||||||||||
Anthony L. Carano
|
N/A
|
625,000
|
1,250,000
|
2,500,000
|
|
|
|
|
|
|||||||||||||||||||||||||||
Time-based
|
1/25/2019
|
|
|
|
|
|
|
24,602
|
1,092,083
|
|||||||||||||||||||||||||||
Performance-based
|
1/25/2019
|
|
|
|
12,301
|
24,602
|
49,204
|
|
1,092,083
|
|||||||||||||||||||||||||||
Edmund L. Quatmann, Jr
|
N/A
|
225,000
|
450,000
|
900,000
|
|
|
|
|
|
|||||||||||||||||||||||||||
Time-based
|
1/25/2019
|
|
|
|
|
|
|
9,225
|
409,498
|
|||||||||||||||||||||||||||
Performance-based
|
1/25/2019
|
|
|
|
4,613
|
9,225
|
18,450
|
|
409,498
|
|||||||||||||||||||||||||||
Bret Yunker
|
N/A
|
375,000
|
750,000
|
1,500,000
|
|
|
|
|
|
|||||||||||||||||||||||||||
Time-based
|
5/2/2019
|
|
|
|
|
|
|
15,228
|
736,122
|
|||||||||||||||||||||||||||
Performance-based
|
5/2/2019
|
|
|
|
7,614
|
15,228
|
30,456
|
|
736,122
|
|||||||||||||||||||||||||||
Time-based
|
5/2/2019
|
|
|
|
|
|
|
60,800
|
2,939,072
|
(1) |
See the 2019
‘Non-Equity
Incentive Plan Compensation’ column of the “Summary Compensation Table” for the actual annual cash bonus paid to the named executive officers in respect of 2019 performance.
|
(2) |
Represents the aggregate grant date fair value of RSUs and PSUs granted during 2019 computed in accordance with ASC 718. The maximum payout for the PSUs is 200% of the target award. Once the PSUs have been earned based on performance, they will vest and become payable at the end of the additional
one-year
vesting period. At the grant date, we believed that it was probable that the performance criteria would be met at target level and that each individual would remain employed through the end of the additional
one-year,
service-based vesting period. Accordingly, the full value of awards granted has been included at 100% of target. Assuming maximum level of achievement of the applicable performance conditions, the grant date fair value of the PSU awards granted to Messrs. Gary L. Carano, Reeg, Anthony L. Carano, Quatmann and Yunker was $2,762,922, $5,241,926, $2,184,166, $818,996 and $1,472,243, respectively.
|
|
Option awards
|
|
|
|
|
Stock awards
|
||||||||||||||||||||||||||||||||||||||
Name
|
Number of
securities
underlying
unexercised
options (#)
exercisable
|
|
Number of
securities
underlying
unexercised
options (#)
unexercisable
|
|
Equity
incentive
plan
awards:
number of
securities
underlying
unexercised
unearned
options
(#)
|
|
Option
exercise
price
($)
|
|
Option
expiration
date
|
|
Number of
shares or
units of
stock that
have not
vested
(#)
|
|
|
|
Market
value
shares or
units of
stock that
have not
vested
(#)
|
|
Equity
incentive
plan awards:
number of
unearned
shares, units
or other
rights that
have not
vested
(#)
|
|
|
|
Equity
incentive
plan
awards:
market or
payout value
of unearned
shares, units
or other
rights that
have not
vested
($)
|
|
||||||||||||||||||||||
Gary L. Carano
|
|
|
|
|
|
74,304
|
(1
|
) |
4,431,491
|
|
|
|
||||||||||||||||||||||||||||||||
|
|
|
|
|
|
58,623
|
(2
|
) |
3,496,276
|
|
|
|
||||||||||||||||||||||||||||||||
|
|
|
|
|
|
42,792
|
(3
|
) |
2,552,115
|
|
|
|
||||||||||||||||||||||||||||||||
|
|
|
|
|
|
38,902
|
(4
|
) |
2,320,115
|
|
|
|
||||||||||||||||||||||||||||||||
|
|
|
|
|
|
|
|
|
28,398
|
(5
|
) |
1,693,657
|
||||||||||||||||||||||||||||||||
|
|
|
|
|
|
31,121
|
(6
|
) |
1,856,056
|
|
|
|
||||||||||||||||||||||||||||||||
Thomas R. Reeg
|
|
|
|
|
|
43,214
|
(1
|
) |
2,577,283
|
|
|
|
||||||||||||||||||||||||||||||||
|
|
|
|
|
|
34,094
|
(2
|
) |
2,033,366
|
|
|
|
||||||||||||||||||||||||||||||||
|
|
|
|
|
|
25,877
|
(3
|
) |
1,543,304
|
|
|
|
||||||||||||||||||||||||||||||||
|
|
|
|
|
|
23,525
|
(4
|
) |
1,403,031
|
|
|
|
||||||||||||||||||||||||||||||||
|
|
|
|
|
|
68,918
|
(7
|
) |
4,110,270
|
|
|
|
||||||||||||||||||||||||||||||||
|
|
|
|
|
|
|
|
|
53,878
|
(5
|
) |
3,213,284
|
||||||||||||||||||||||||||||||||
|
|
|
|
|
|
59,044
|
(6
|
) |
3,521,384
|
|
|
|
||||||||||||||||||||||||||||||||
Anthony L. Carano
|
|
|
|
|
|
22,486
|
(1
|
) |
1,341,065
|
|
|
|
||||||||||||||||||||||||||||||||
|
|
|
|
|
|
17,741
|
(2
|
) |
1,058,073
|
|
|
|
||||||||||||||||||||||||||||||||
|
|
|
|
|
|
14,799
|
(3
|
) |
882,612
|
|
|
|
||||||||||||||||||||||||||||||||
|
|
|
|
|
|
13,454
|
(4
|
) |
802,397
|
|
|
|
||||||||||||||||||||||||||||||||
|
|
|
|
|
|
43,074
|
(7
|
) |
2,568,933
|
|
|
|
||||||||||||||||||||||||||||||||
|
|
|
|
|
|
|
|
|
22,449
|
(5
|
) |
1,338,858
|
||||||||||||||||||||||||||||||||
|
|