Jordan M. Alpert
About Jordan M. Alpert
Jordan M. Alpert is Chief Legal Officer, Senior Vice President, and Secretary of Superior Group of Companies (SGC), age 48 as of the March 14, 2025 record date; he has served in progressive legal leadership roles since March 2011 and was elevated to Chief Legal Officer on February 12, 2024 . He holds Authorized House Counsel status in Florida and is admitted to the New York Bar (SDNY and EDNY), with prior experience at Willkie Farr & Gallagher LLP and Grais & Ellsworth LLP and as General Counsel at Grand Army Entertainment . Company performance context during his recent tenure includes improved total shareholder return (TSR) and net income in 2024 vs. 2023, signaling execution progress and alignment with pay-for-performance programs applied to named executive officers (NEOs) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Superior Group of Companies | General Counsel; Secretary | General Counsel since Mar 28, 2011; Secretary since May 6, 2011 | Established and led corporate legal function; corporate secretary responsibilities supporting governance and disclosure . |
| Superior Group of Companies | VP, General Counsel & Secretary | Nov 7, 2011 – Aug 3, 2018 | Expanded governance oversight and transactional support across business segments . |
| Superior Group of Companies | SVP, General Counsel & Secretary | Aug 3, 2018 – Feb 12, 2024 | Senior executive responsibility for legal, compliance, and board governance processes . |
| Superior Group of Companies | Chief Legal Officer, SVP & Secretary | Feb 12, 2024 – Present | Executive leadership of legal strategy, risk, disclosure, and governance at enterprise level . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Willkie Farr & Gallagher LLP | Attorney | 2001–2011 | Complex corporate and securities legal practice; training in public company governance and transactions . |
| Grais & Ellsworth LLP | Attorney | 2001–2011 | Litigation/finance work; bolstered expertise in regulatory and investor matters . |
| Grand Army Entertainment, LLC | General Counsel | 2010 | Led legal affairs in media/entertainment; contract and IP oversight . |
Fixed Compensation
- Specific base salary, target bonus, and cash compensation for Mr. Alpert are not disclosed; SGC provides scaled proxy disclosure and only reports detailed compensation for named executive officers (CEO, CFO, and Branded Products President) .
- Company philosophy emphasizes competitive base pay and benefits for executives, with annual review by the Compensation Committee; 2025 base salaries disclosed for NEOs only (CEO: $1,004,230; CFO: $447,720; Branded Products President: $400,000) .
Performance Compensation
- Mr. Alpert’s individual incentive program is not disclosed; NEO bonus plans provide context for SGC’s pay-for-performance alignment. For CEO and CFO, the annual bonus is tied to adjusted EBITDA with defined targets, floors, and caps, reinforcing financial performance alignment .
| Metric | FY 2024 | FY 2025 |
|---|---|---|
| Individual Target % (CEO) | 93% | 93% |
| Individual Target % (CFO) | 61% | 61% |
| Adjusted EBITDA Target for 100% payout | $39,542,000 | $39,656,000 |
| Bonus Cap | 200% of Individual Target | 200% of Individual Target |
| Employment condition | Must be employed at payout | Must be employed at payout |
- Long-term incentives: Executives may receive restricted stock, stock options/SARs, and performance shares under SGC’s 2013 and 2022 plans; awards typically vest over 2–3 years, options/SARs have 5-year terms and grant-date fair value exercise prices; awards are subject to accelerated vesting, including upon change in control .
Equity Ownership & Alignment
- Total beneficial ownership for Mr. Alpert is not listed in the security ownership table (directors and NEOs only are enumerated) .
- Insider trading policy prohibits directors, officers, and employees from hedging or monetizing transactions in company securities; trades require pre-clearance for Section 16 officers, reinforcing alignment and reducing misaligned risk-taking .
- Stock ownership guidelines apply to independent directors, CEO, and CFO (minimum $200,000 in SGC stock; 5-year compliance window); no guideline is specified for the CLO role .
- Section 16 compliance: one late filing was reported for Mr. Alpert in 2024, relating to shares withheld to cover taxes upon RSU vesting—this indicates outstanding equity awards with time-based vesting schedules and potential mechanical selling pressure at vest dates .
- Equity plan terms include accelerated vesting for restricted stock and performance shares upon change in control per plan/award agreements (relevant for executive officers broadly) .
Employment Terms
- No individual employment agreement, severance, or change-in-control provisions are disclosed for Mr. Alpert; SGC’s proxy details such agreements for other executives (CEO severance protection; CFO and Branded Products President employment contracts), but not for the CLO .
Company Performance Context
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| TSR – value of $100 initial investment | $46 | $65 | $86 |
| Net Income (Loss) ($USD thousands) | ($31,970) | $8,772 | $12,004 |
Governance & Risk Indicators
- Board and committee independence affirmed; Compensation Committee oversees pay risk and pay design; Audit Committee monitors legal/regulatory compliance, enhancing governance quality .
- Related-party transactions policy in place; none reportable since January 1, 2022 under Item 404, reducing conflict risks .
- D&O insurance of $19.5 million renewed through May 31, 2025; supports retention and protection of executives and directors .
Investment Implications
- Retention risk appears moderate: Mr. Alpert’s long tenure, elevation to CLO in 2024, and evidence of RSU vesting suggest continued equity-based incentives and service-based vesting that support retention; the late Section 16 filing tied to tax withholding on vest indicates potential routine selling pressure at future vest dates due to withholding mechanics rather than discretionary selling .
- Alignment signals are favorable: anti-hedging policy, equity participation under the Incentive Plans, and change-in-control acceleration for equity awards (plan-level) all reinforce alignment with shareholder outcomes, though the absence of a disclosed personal ownership guideline for the CLO and lack of published beneficial share count limit precision of “skin-in-the-game” assessment for Mr. Alpert .
- Compensation leverage to performance at the firm is clear for NEOs via adjusted EBITDA metrics; while Mr. Alpert’s specific incentive metrics are not disclosed, companywide practices imply continued use of equity and performance-linked pay for executives, benefiting from improved TSR and net income momentum in 2024 .
- Change-in-control economics: CEO has defined severance protections including 2x salary+bonus and equity acceleration; other executives (CFO, Branded Products President) have contracts with severance multiples; Mr. Alpert’s arrangement is not disclosed—investors should monitor future filings for any adoption of severance agreements or changes to plan treatment upon CIC .