Catherine Beldotti Donlan
About Catherine Beldotti Donlan
Catherine Beldotti Donlan (age 57) is President, Healthcare Apparel at Superior Group of Companies (SGC), serving since May 2022 after senior roles at Innocor, Converse, Puma, Ryka, and Reebok . During her tenure, SGC improved company performance: FY2024 net sales rose to $565.676M, net income increased to $12.004M, and EBITDA reached $34.097M, while Healthcare Apparel net sales grew 4.7% YoY; SGC’s TSR value-of-$100 advanced from 46 (2022) to 65 (2023) to 86 (2024) . Her incentives are explicitly tied to Healthcare segment EBITDA and cumulative “Pre-Tax Hybrid Income,” reinforcing pay-for-performance alignment .
Past Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Innocor (Bain Capital PE) | General Manager & SVP Retail | 2018–2020 | Senior retail leadership |
| Consulting | Principal | 2020–2022 | Independent consulting |
| Converse | GM North America; VP Sales | 2010–2017 | GM and sales leadership |
| Puma | Director of Strategic Accounts | 2006–2009 | Strategic accounts |
| Ryka | General Manager | 2000–2006 | Brand/general management |
| Reebok | Multiple management roles | 1993–2000 | Category/management roles |
Fixed Compensation
| Component | Terms | Notes |
|---|---|---|
| Target bonus % | 45% of base salary | Annual EBITDA Bonus tied to SUG-HC Division EBITDA; Committee sets annual target |
| 2024 bonus minimum | Guaranteed minimum for 2024 (amount redacted) | Payable if employed through period and at senior management payout timing |
- Annual EBITDA Bonus formula: Base Salary × 45% Target × earnings scale vs EBITDA target (scale increments, capped; specifics redacted) .
Performance Compensation
| Incentive Type | Metric | Target/Thresholds | Payout Mechanics | Vesting/Timing | Key Conditions |
|---|---|---|---|---|---|
| Performance Shares (PSUs) | Cumulative “Pre-Tax Hybrid Income” (SUG‑HC) over 2024–2027 | Thresholds and max levels set; amounts redacted | 88,028 PSUs settle 1 share per unit on vest | Vests Dec 31, 2027; settled within 30 days after vesting | 80% vests at lower threshold; 100% at upper threshold; pro‑rata between; immediate vest on Change of Control; forfeiture if employment terminates pre‑vesting |
| Annual EBITDA Bonus | SUG‑HC Division EBITDA vs Committee-set target | Annual EBITDA target set; minimum threshold required | Cash bonus per plan scale | Paid after year-end per plan | Target % 45%; 2024 minimum guarantee (redacted) |
- Definitions: SUG‑HC includes Fashion Seal Healthcare plus CID Resources; EBITDA definitions prescribed; cumulative measure adjusts for acquisitions/divestitures .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership (initial filing) | Reported “No securities beneficially owned” on Form 3 (Aug 15, 2022) |
| Unvested equity | 88,028 unvested PSUs granted Feb 15, 2024 (no voting/dividend rights until settlement) |
| Ownership guidelines | Company ownership guideline applies to CEO, CFO, and independent directors ($200k); not disclosed for segment presidents |
| Hedging/pledging policy | Hedging prohibited; pledging requires pre‑clearance and caution; trades only in open windows with pre‑clearance |
| Insider selling | No insider sales disclosed in provided filings for Donlan; trading subject to policy and windows |
Employment Terms
- Employment Agreement effective May 13, 2022; First Amendment effective Feb 15, 2024 revised bonus plan and term; new Performance Shares Agreement executed Feb 15, 2024 .
- Arbitration/Jury waiver/Class action waiver in agreement; Company pays arbitration fees; discovery permitted; arbitrator may award punitive damages .
- 280G excise tax “cut-back”: parachute payments reduced if more favorable after-tax versus paying excise tax; ordered reduction sequence defined; Company funds independent firm to determine amounts .
- Clawback policy adopted (Exhibit 97.1) covering incentive-based compensation recovery; incorporated by reference .
- PSU plan: change-of-control triggers immediate vest; settlement within 30 days post-vesting; forfeiture provisions on termination pre‑vesting .
- Insider Trading Policy: mandatory windows and pre‑clearance; hedging banned; pledging tightly controlled .
Performance & Track Record
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| TSR – Value of $100 | 46 | 65 | 86 |
| Net Income ($000) | (31,970) | 8,772 | 12,004 |
| EBITDA ($000) | — | 33,482 | 34,097 |
| Healthcare Apparel Net Sales ($000) | — | 113,878 | 119,191 |
- Segment context: Healthcare Apparel accounted for ~21% of SGC net sales in 2023–2024 .
- Execution emphasis: Omnichannel reset and digital focus articulated by Donlan on earnings calls in 2022 (post‑appointment) .
Compensation Committee & Governance Context
- Compensation philosophy emphasizes pay-for-performance with significant equity-based components; Committee assesses peer data and market practices (Korn Ferry consulted) .
- 2022 Say‑on‑Pay approval ~89.64% of votes cast, indicating investor support for approach .
- Committee independence and chartered duties (CEO comp approval; plan oversight; risk assessment) .
Investment Implications
- Alignment: Donlan’s annual bonus (45% target on SUG‑HC EBITDA) and four‑year PSUs tied to cumulative pre‑tax hybrid income directly connect pay to segment performance, incentivizing profitable growth and operational discipline in Healthcare Apparel .
- Retention risk: PSU cliff/pro‑rata vesting at Dec 31, 2027 with forfeiture upon pre‑vesting termination enhances retention; change‑of‑control immediate vest creates potential event‑driven realization but is standard for performance awards .
- Trading pressure: Insider Trading Policy (windows/pre‑clearance, hedging ban, restricted pledging) mitigates opportunistic trading; no disclosed insider selling by Donlan in provided filings, reducing near‑term selling overhang .
- Governance quality: 280G cut‑back (vs. gross‑up) in her agreement reduces shareholder‑unfriendly parachute tax burdens versus legacy CEO gross‑up terms, a positive signal for modern comp hygiene .
- Execution risks to watch: Haiti manufacturing/distribution exposure, supply chain volatility, and trade/tariff changes impacting Healthcare Apparel cost structure and availability; digital channel growth vs. wholesale softness noted in 2024 .