Document:

EX-10.51

 Exhibit 10.51 
  

 
 Restricted Stock Unit Grant Agreement 

 
  

[Participant Name] 
 It is my pleasure to inform
you that you are hereby granted an award of Restricted Stock Units (“Grant”) subject to the terms and conditions of this Grant Agreement, the applicable Long-Term Incentive Award Overview (“Overview”) and the terms of the Fifth
Third Bancorp 2014 Incentive Compensation Plan (the “Plan”) (collectively, the Grant Agreement, Overview, and Plan shall be referred to herein as the “Grant Terms”). 

 

			
	 Grant Date of Restricted Stock Units
	  	[Grant Date]
	 Total Number of Restricted Units Granted
	  	[Number of Shares Granted]
	 Performance Goals
	  	Adjusted Return on Tangible Common Equity (ROTCE) and Annual Risk Performance Evaluation Rating of “Achieves” or Above

  
  

This Restricted Stock Unit Grant will vest in three equal annual installments on the first, second, and third anniversaries of the Grant Date
(“Anniversary Date(s)”) subject to achievement of Performance Goals. If Performance Goals are not met for the fiscal year ended immediately prior to an Anniversary Date, then the annual installment of the grant that otherwise was scheduled
to vest on that Anniversary Date, as well as any other unvested installments, may be forfeited at the discretion of the Committee. Details regarding the Performance Goals and their impact on forfeiture of Restricted Stock Units are contained in the
Overview. 
 Separation from employment impacts the vesting and delivery of this Grant. For details on the impact of employment separations,
including the definition of Retirement applicable to this Award, please review the Grant Terms. 
 Any bonus, commission, compensation, or
awards granted to you under the Plan is subject to recovery, or “clawback” by the Company in such amount and with respect to such time period as the Committee shall determine to be required by policy, applicable laws, rules, or regulations
if the payments were based on materially inaccurate financial statements or any other materially inaccurate performance metric criteria, or as otherwise required by law. In addition, all executive compensation plans and awards are automatically
amended as necessary to comply with the requirements and/or limitations under any other laws, rules, regulations, or regulatory agreements up to and including a revocation of this Grant. 

Acceptance of this Grant confirms your agreement to the Grant Terms (copies of which were delivered with this Agreement) including the
Confidential Information and Non-Solicitation Agreement located on the following pages. In the event of any conflict between the terms of this Grant Agreement and the Plan, the terms of the Plan shall control. In addition, you confirm that you have
received, or have access to, the 2014 Incentive Compensation Plan Prospectus. 
 This Grant will expire by its own terms unless accepted
within 60 days. 
  
  

 

					
	For Fifth Third Bancorp:	 		  	
	

	 		  	 [Grant Date]
  

	Greg Carmichael	 		  	
	 President & Chief Executive Officer
	 		  	
	[Acceptance Date]	 		  	
	[Participant Name]	 		  	

 This document constitutes part of a prospectus covering securities that have been registered under the
Securities Act of 1933, as amended. 

 CONFIDENTIAL INFORMATION AND NON-SOLICITATION AGREEMENT 

This Confidential Information and Non-Solicitation Agreement (“Agreement”) is made by and between Fifth Third Bancorp (which
includes its subsidiaries and/or affiliated entities, hereinafter collectively referred to as “the Company”) and the undersigned Employee. 

RECITALS 
  

	 	A.	The Company is a diversified financial services company that operates four main businesses—Commercial Banking, Branch Banking, Consumer Lending, and Investment Advisors. 

 

	 	B.	The Company has informed Employee herein that the execution of this Agreement, being in the best interests of the Company, is a condition of employment of the Employee or, in the case of an existing employee, to the
continued employment of the Employee by the Company; and 

  

	 	C.	The Company has informed Employee herein that the execution of this Agreement is a condition of the receipt of any Long-Term Incentive Award issued under the Fifth Third 2014 Incentive Compensation Plan.

  

	 	    	NOW, THEREFORE, in consideration of the Recitals and the mutual covenants contained herein, it is mutually agreed as follows: 

AGREEMENT 
 SECTION
1.    COVENANT NOT TO USE CONFIDENTIAL INFORMATION 
  

	 	A.	As a necessary function of Employee’s employment with the Company, Employee will have access to, use, receive, and otherwise acquire various kinds of customer, business, and technical information relating to the
Company’s business that is of a confidential nature to the Company, whether or not such information is specifically labeled as “confidential. Employee agrees that such confidential information includes, for example, the following:

 Current, prospective and former customer names and information, including but not limited to contact, financial and account
information; product information; compensation plans and arrangements, including incentive compensation plans; performance specifications; pricing, profit margin, and other financial information; product specifications; vendor information; Company
training, reference and/or educational materials; Company forecasts/plans/pipelines; objectives and strategies; quality control and/or compliance standards; business referrals, suppliers, and customer lists; unpublished works of any nature whether
or not copyrightable; business plans; Company research and/or development materials relating to the Company’s business; information contained in pending patent applications; inventions, technical improvements, and ideas; and all other
information and knowledge in whatever form used or useful in management, marketing, purchasing, finance, or operations of the Company’s business and any compilation of such information and all other similar information used by the Company that
is not available to those outside of the Company (hereinafter collectively referred to as “Confidential Information”) 
  

	 	B.	Employee also understands that he or she will occupy a position of confidence and trust with respect to the Company’s Confidential Information during his or her employment. Employee acknowledges and agrees that
such Confidential Information is not generally known outside of the Company, that the Company has taken measures to guard the secrecy of its Confidential Information, that such information is extremely valuable and an essential asset of the
Company’s business, and that such information, if disclosed without authorization to a third party or used by Employee for purposes other than conducting the Company business would cause irreparable harm to the Company and/or its customers.

  

	 	C.	Employee further agrees that, during Employee’s employment with the Company and following his or her termination for whatever reason, Employee will not disclose or use, directly or indirectly, or authorize or
permit anyone under his or her direction to disclose to anyone, any Confidential Information of the Company that he or she obtains during the course of his or her employment relating to or otherwise concerning the business of the Company, whether or
not acquired, originated, or developed in whole or in part by Employee. 

  

	 	D.	The obligations set forth herein shall not apply to any trade secrets or Confidential Information that has become generally known to competitors of the Company through no act or omission of Employee, nor shall the
obligations set forth herein apply to disclosures made pursuant to the Sarbanes-Oxley Act of 2002. However, Employee agrees that after termination of employment he or she will not compile pieces of information from several sources and assemble them
together in any manner in an attempt to circumvent a violation of his or her confidentiality obligations to the Company or attempt to demonstrate thereby that any of the Confidential Information is in the public domain. 

 

	 	E.	Under the federal Defend Trade Secrets Act of 2016, Employee shall not be held criminally or civilly liable under any federal or state trade secret law for the disclosure of a trade secret that: (a) is made
(i) in confidence to a federal, state, or local government official, either directly or indirectly, or to an attorney; and (ii) solely for the purpose of reporting or investigating a suspected violation of law; or (b) is made to
Employee’s attorney in relation to a lawsuit for retaliation against Employee for reporting a suspected violation of law; or (c) is made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under
seal. 

  

	 	F.	Employee understands that nothing contained in this Plan limits Employee’s ability to file a charge or complaint with the Equal Employment Opportunity Commission, the National Labor Relations Board, the
Occupational Safety and Health Administration, the Securities and Exchange Commission or any other federal, state or local governmental agency or commission (“Government Agencies”). Employee further understands that this Plan does not
limit Employee’s ability to communicate with any Government Agencies or otherwise participate in any investigation or proceeding that may be conducted by any Government Agency, including providing documents or other information, without notice
to the Company. 

 SECTION II.    COVENANT PROHIBITING COMPETITION AND SOLICITATION OF CUSTOMERS 

Confidential Information of the Company gained by Employee during employment is developed by the Company through substantial expenditures of
time, effort, and financial resources, and constitutes valuable and unique property of the Company. Employee acknowledges, understands, and agrees that the foregoing makes it necessary for the protection of the Company’s business that Employee
does not divert business of 

 
the Company’s customers from the Company and that he or she maintain the confidentiality and integrity of Confidential Information. Therefore, Employee agrees that during his or her
employment and for a period of one (1) year thereafter he or she will not: 
  

	 	A.	Enter into an ownership, consulting or employment arrangement with, or render services for, any individual or entity rendering services or handling products competitive with the Company in any geographic region or
territory in which I worked or for which I had responsibility during the twenty-four (24) month period preceding my departure from the Company; provided however, if Employee’s employment terminates by reason of Retirement as defined in the
Long-Term Incentive Award Overview, the Company consents to Employee becoming an employee or director of, or a consultant to or advisor to, another financial institution, so long as Employee complies with any applicable agreements containing
covenants pertaining to confidential information or prohibiting solicitation of customers or employees, including the terms of this Agreement. 

  

	 	B.	Directly or indirectly solicit, divert, entice or take away any customers, business or prospective business with whom he or she had contact, involvement or responsibility during his or her employment with the Company,
or attempt to do so for the sale of any product or service that competes with a product or service offered by the Company; 

  

	 	C.	Directly or indirectly solicit, divert, entice or take away any potential customer identified, selected or targeted by the Company with whom he or she had contact, involvement or responsibility during his or her
employment with the Company, or attempt to do so for the sale of any product or service that competes with a product or service offered by the Company; or 

  

	 	D.	Accept or provide assistance in the accepting of (including, but not limited to, providing any service, information or assistance or other facilitation or other involvement) business or orders from customers or any
potential customers of the Company with whom he or she has had contact, involvement, or responsibility on behalf of any third party or otherwise for his or her own benefit. 

Nothing contained in this Section shall preclude Employee from accepting employment with or creating his or her own company, firm, or business
that competes with the Company so long as his or her activities do not violate any of the terms of this Agreement. 
 SECTION
III.    COVENANT NOT TO SOLICIT EMPLOYEES 
 Employee agrees that during his or her employment with the Company and
for a period of one (1) year thereafter he or she will not directly or indirectly solicit, induce, confer or discuss with any employee of the Company or attempt to solicit, induce, confer or discuss with any employee of the Company the prospect
of leaving the employ of the Company or the subject of employment by some other person or organization. Employee further agrees that during his or her employment with the Company and for a period of one (1) year thereafter he or she will not
directly or indirectly hire or attempt to hire any employee of the Company. 
 SECTION IV.    EMPLOYEE WARRANTIES 

Employee represents and warrants that his or her employment with the Company and the performance of this Agreement will not violate any
express or implied obligation to any former employer or other party. Employee further represents that he or she has not brought with him or her and will not use or disclose during his or her employment with the Company any information, documents, or
materials subject to any legally enforceable restrictions or obligations as to confidentiality or secrecy. Furthermore, Employee shall not make any agreements with or commitments to any person, firm, or corporation that would prevent, restrict, or
hinder the performance of Employee’s duties and obligations under this Agreement. In addition, Employee agrees that he or she shall share a copy of this Agreement with any subsequent employer in order to ensure that there is no violation
hereof, and Employee consents to the Company sharing a copy of this Agreement with any such employer. 
 SECTION V.    OTHER
PROVISIONS 
  

	 	A.	Extension In The Event Of Breach:    Any breach by Employee of any of the restrictions contained in Sections II -IV of this Agreement may be escalated to the Fifth Third Bancorp Human Capital
and Compensation Committee to exercise its discretion to forfeit unvested awards and shall extend the term of this Agreement by the period of the breach. The commitments made in this Agreement will survive termination of employment with the Company.

	 	B.	Governing Law:    This Agreement and all the rights, duties and remedies of the parties hereunder shall be governed by the laws of the state in which is located the office of the Company at
which Employee is based. The Company shall have the right to specifically enforce the covenants contained in this Agreement, in addition to any other legal, equitable (including specifically, but not limited to temporary restraining orders or
preliminary or permanent injunctive relief) or other remedies as may be available to the Company for my breach of any such covenants. 

	 	C.	Severability:    If any provision of this Agreement is declared invalid or unenforceable, such provision shall be deemed modified to the extent necessary and possible to render it valid and
enforceable. 

	 	D.	Waiver/Modification:    No waiver or modification of this Agreement will be valid unless in writing and duly executed by the party against whom enforcement is sought. Failure of the Company to
enforce any provision of this Agreement shall not be construed as a waiver of such provision or of the right of the Company thereafter to enforce each and every provision. 

	 	E.	At-Will Nature of Employment:    I understand that nothing in this Agreement requires me to continue employment with the Company for any particular length of time or requires that the Company
continue to employ me for any particular length of time. 

	 	F.	Successors/Assigns:    The terms and provisions of this Agreement shall be binding on and inure to the benefit of the successors and assigns of the Company (including but not limited to any
corporate successor of The Company) and Employee’s heirs, executors and personal representatives. As part of this provision, Employee understands and agrees that should Employee become employed by another entity owned or otherwise affiliated
with Fifth Third Bancorp (such as its subsidiaries, divisions or unincorporated affiliates), the obligations of this Agreement follow Employee to such other entity automatically and without further action, and that entity becomes the
“Company” within the meaning of this Agreement. 

	 	G.	Obligation to Comply With Other Laws:    The duties Employee owes the Company under this Agreement shall be deemed to include federal, state and common law obligations of employees to their
employers. This Agreement is intended, amongst other things, to supplement the provisions of state trade secret law and duties Employee owes the Company under common law, including but not limited to the duty of loyalty, and does not in any way
supersede any of the obligations or duties Employee otherwise owe the Company. 

	 	H.	Obligation to Comply With Other Agreements:    This Agreement is in addition to and not in lieu of other non-solicitation, non-disclosure, and non-competition obligations Employee may owe to
the Company. 

	 	I.	Attorney’s Fees:    If the Company must enforce any of its rights under this Agreement through legal proceedings, Employee agrees to reimburse the Company for all reasonable costs,
expenses, and attorney’s fees incurred by it in connection with the enforcement of its rights. 

	 	J.	Injunctive Relief:    Employee acknowledges that should Employee violate any of the provisions of this Agreement, the Company will suffer irreparable harm and not have adequate an adequate
remedy at law. Accordingly, Employee agrees that the Company may seek injunctive relief to restrain any such violation, as well as equitable relief, in a court of competent jurisdiction. 

	 	K.	Counterparts:     This Agreement may be signed in counterparts. 

 THE PARTIES
HERETO ACKNOWLEDGE THAT THEY HAVE READ THIS AGREEMENT, UNDERSTAND IT, AND AGREE TO BE BOUND BY ITS TERMS. They further acknowledge that they have exercised due diligence in reviewing this Agreement, and that each has had adequate opportunity to
consult with legal counsel or other advisors to the extent that each deemed such consultation necessary.EX-10.52

 Exhibit 10.52 
  

	
	  
 Long-Term Incentive Award Overview

 

  
 

 
 2016 Long-Term Incentive Compensation Plan 

February 2017 Grants 

Senior Executives (Bands A-B and Other Category 1 Covered Executives) 

There are three primary components of compensation at Fifth Third Bank: Base salary, Variable Compensation (VC), and Long-Term Incentive Compensation (LTI). The
following pages, the Fifth Third Bancorp 2014 Incentive Compensation Plan (“Plan”) and the applicable award agreements provide key details of the 2016 LTI program for awards granted in February 2017. Please review this information
carefully to understand how this element of your compensation will be awarded and delivered. 
 Compensation Philosophy at Fifth Third Bank

 Fifth Third Bank pays for performance, both on an individual and a group basis (i.e., division or region). We structure our market-based compensation
programs to target pay at the median of our peers for median performance and to provide upside and downside for performance above and below median. We expect that our highest performers will receive a significantly larger share of incentive and
long-term incentive awards with the lowest performers receiving little to no awards. 
 Eligibility and Participation 

Each year, the Human Capital and Compensation Committee approves awards for participants based on competitive award levels and each participant’s impact on the
growth and success of Fifth Third. Awards to be granted in 2017 will be delivered as illustrated in the following chart: 
  

							
	Band	 	
Performance 
Shares 

 
	 	
Restricted 
Stock 
Units 

 
	 	 Stock
Appreciation
Rights
  

	Bands A-B & Other Category 1 Covered Executives	 	45%	 	40%	 	15%

  

			
	This document constitutes part of a prospectus covering securities that have been registered under the Securities Act of 1933, as amended.	  	1

	
	  
  

Long-Term Incentive Award Overview
  

 

  

 2017 Performance Share Awards 

Performance Shares – An Overview: 
 A
Performance Share is a long-term incentive compensation vehicle granted pursant to the Plan that gives participants the opportunity to receive a value subject to achievement of specific performance goals tied to the grant. The grant remains subject
to forfeiture over a multi-year performance period with shares earned based on achievement of the pre-determined performance metrics and goals set forth below. 
 The
Performance Period for Performance Shares is three years. For grants made in February 2017 the Performance Period will run from Jan. 1, 2017, to Dec.31, 2019, with payout, if any, occurring in February 2020 (as also outlined in the Award Agreement).

 Performance Definitions and Goals: 
 For
Performance Shares, there are four performance criteria that are measured and assessed before any shares are earned: a core performance metric of Return on Average Common Equity (ROACE), a modifier metric of Efficiency Ratio, a threshold goal in
Return on Tangible Common Equity (ROTCE) and the individual Risk Performance Evaluation. ROACE and the Efficiency Ratio are used to determine payout levels, and the ROTCE and Risk Performance Evaluation are used to determine whether portions of
grants should be forfeited. Each metric and how it is measured is described below: 
 Return on Average Common Equity (ROACE)

 The core performance metric for Performance Shares is Return on Average Common Equity (ROACE). Fifth Third Bancorp’s ROACE is measured against
the Bank’s peer group as follows: 

	 	•	 	BB&T Corporation. 

	 	•	 	Citizens Financial Group. 

	 	•	 	Comerica Incorporated. 

	 	•	 	Huntington Bancshares Incorporated. 

	 	•	 	KeyCorp. 

	 	•	 	M&T Bank Corporation. 

	 	•	 	PNC Financial Services Group, Inc. 

	 	•	 	Regions Financial Corporation. 

	 	•	 	SunTrust Banks Inc. 

	 	•	 	U.S. Bancorp. 

	 	•	 	Zions Bancorporation. 

 ROACE Calculation: The number of performance shares earned is dependent upon the ROACE
achieved by Fifth Third Bancorp during the Performance Period commencing Jan. 1, 2017, and ending Dec. 31, 2019, relative to the Peer Group set forth above. For this purpose, ROACE is calculated as cumulative adjusted net income available to common
shareholders divided by average adjusted Bancorp common shareholders’ equity during the Performance Period. Adjusted net income available to common shareholders shall be determined based upon reported financial results for each of the
three fiscal years during the Performance Period, adjusted to exclude the following items: 

	 	•	 	gains or losses on sale of held to maturity and available for sale securities, 

	 	•	 	merger-related and restructuring charges, 

	 	•	 	sale or disposition of assets, 

	 	•	 	early debt extinguishment charges, 

	 	•	 	significant legal and regulatory settlements, 

	 	•	 	other-than-temporary impairment charges, and 

	 	•	 	other non-recurring items that are generally considered as non-core by Fifth Third Bank’s sell side analyst community. 

Average adjusted Bancorp common shareholders’ equity shall be determined based upon reported financial results for each of the three fiscal years during the
Performance Period, adjusted to exclude accumulated other comprehensive income. 

  

			
	Confidential	 	2

	
	  
 Long-Term Incentive Award Overview

 

  

 The tax rate applied to adjustments for purposes of calculating net income available to common shareholders will be 35
percent over the Performance Period, but will be modified if the U.S. corporate federal tax rates change during the Performance Period in accordance with the published Internal Revenue Service U.S. Corporation Tax Brackets & Rates. 

ROACE for Fifth Third Bancorp and peers shall be calculated by Fifth Third’s Investor Relations department, with oversight and review by Fifth Third’s
Internal Audit division. 
 At the end of the three-year Performance Period, cumulative adjusted results for Fifth Third Bancorp and the peer institutions listed
above will be stack ranked and the performance level payout based on ROACE will be determined according to the payout grid below. 
 Prior to payment, the Human
Capital and Compensation Committee of the Board of Directors will certify the results achieved and will retain the ability to reduce the payout percentage at its discretion. 

Efficiency Ratio 
 Efficiency Ratio is
cumulative adjusted noninterest expense for the Performance Period divided by cumulative adjusted revenue for such period based on reported financial results. The revenue adjustments exclude the same items as ROACE over the Performance Period. The
Efficiency Ratio Performance Goal acts as a threshold goal and is applied following the end of the Performance Period. 
 The Efficiency Ratio Performance Goal works
such that regardless of the percentage payout determined by the ROACE calculation, in order for the payout percentage to be above 100 percent, the average annual Efficiency Ratio during the Performance Period must be less than 68 percent. If the
Human Capital and Compensation Committee certifies that average Efficiency Ratio during the Performance Period is higher than 68 percent, the maximum payout percentage for Performance Shares will be 100 percent. 

Payout Grid 
  

							
		 	Fifth Third Peer Institution Rank	  	Payout Percentage	  	
		 	1	  	150%	  	
		 	2	  	150%	  	
		 	3	  	150%	  	
		 	4	  	138%	  	
		 	5	  	125%	  	
		 	6	  	113%	  	
		 	7	  	100%	  	
		 	8	  	75%	  	
		 	9	  	50%	  	
		 	10	  	0%	  	
		 	11	  	0%	  	
		 	12	  	0%	  	

 For example: If Fifth Third Bancorp’s three-year cumulative ROACE performance places Fifth Third as the 5th best among peer banks
and the Efficiency Ratio is less than 68 percent, the 2017 performance share award will pay out at 125 percent. In this example, if Efficiency Ratio was higher than 68 percent, payout would be capped at 100 percent. 

Performance Shares Earned 
 Following the end of
the Performance Period, the Committee shall determine the level of ROACE and Efficiency Ratio achieved during the Performance Period and will certify results as such. The actual number of Performance Shares earned, if any, will be determined by
multiplying the participant’s number of granted Performance Shares by the percentage payout result according to the ROACE payout grid reduced as appropriate by the Efficiency Ratio. 

  

			
	Confidential	 	3

	
	  
 Long-Term Incentive Award Overview

 

  

 The number of performance shares that will be earned are subject to additional performance-based vesting provisions
discussed in the “Additional Information for all Types of LTI” section. It is possible earned shares can be further reduced for failure to meet these additional provisions. 

Except as otherwise provided herein, participants must be employed by Fifth Third on the distribution date in order to earn any Performance Shares. 

Distribution 
 Participants shall receive a
number of shares of Fifth Third Bancorp stock equal to the number of Performance Shares earned within 70 days following the end of the Performance Period (or, if later, the date on which it has been determined the extent to which the Performance
Goals have been met). It is expected that the Committee will certify performance for Performance Shares in February 2020. The distribution of stock shall be net of any applicable taxes that Fifth Third is required to withhold. The Plan Administrator
shall reduce an appropriate portion of the Fifth Third stock otherwise distributable to a participant to satisfy the withholding liability. 
 Please note that at
this time the IRS allows employers to withhold only a statutory minimum amount of taxes. Tax withholding rates cannot be increased. 
 Impact
of Termination 
 Except as otherwise provided below or in the Award Agreement, if the employment or service of a participant terminates for any reason
other than death, disability, as defined in the Plan, or retirement or after the Performance Period but prior to distribution date, all Performance Shares shall be forfeited and no payment shall be made with respect thereto. 

Participants who terminate employment during the Performance Period due to death or disability as defined in the Plan shall earn Performance Shares determined by:
(i) multiplying the participant’s number of Performance Shares granted by the participant’s number of full months of service during the Performance Period divided by the number of full months in the Performance Period, (ii) and
then multiplying by the appropriate percentage payout set forth in the Performance Level grid above (reduced as needed by the Efficiency Ratio threshold and any portion forfeited due to failure to meet ROTCE and Risk Performance Evaluation Goals).

 Participants who retire, as defined in the LTI Overview “Additional Information for All Types of LTI” section below, shall continue to be eligible to
receive Performance Shares as set forth in Performance Shares Earned section above as if the participant remained employed through the distribution date; provided however, that following retirement, participant’s Performance Shares shall not be
subject to forfeiture based upon a Risk Performance Evaluation rating for any full calendar year in which participant did not work through Dec. 31. 

  

			
	Confidential	 	4

	
	  
 Long-Term Incentive Award Overview

 

  

 2017 Restricted Stock Unit Grants 

Restricted Stock Units – An Overview 
 A
Restricted Stock Unit (RSU) granted pursuant to the Plan is a long-term incentive vehicle that gives a participant a conditional right to Fifth Third Bancorp common stock following a multi-year vesting period. The units are considered
“restricted” or “conditional” until they vest. 
 Restricted Stock Unit Vesting (also referred to as
“Distribution”) 
 On the anniversary of the grant date over a three-year vesting period, one-third of your Restricted Stock Unit grant will vest.
On the vesting date (or, “distribution date”), one-third of the granted units convert to Fifth Third Bancorp common stock and shares are issued and registered in each participant’s name by the Bancorp. These shares are delivered to
the participant’s Fidelity Brokerage Account net of any applicable taxes that Fifth Third is required to withhold. The Plan Administrator shall reduce an appropriate portion of the Fifth Third stock otherwise distributable to satisfy the
withholding liability, unless an election is made on Fidelity’s website to pay the tax obligations with cash available in the particpant’s Fidelity brokerage account. If the cash election is chosen, there must be enough cash in the
brokerage account to cover the entire tax obligation owed one full week before the vest date. Please the that at this time the IRS allows employers to withhold only statutory minimum amount of taxes. Tax withholding rates cannot be increased. 

The number of RSUs that vest each year are subject to additional performance-based vesting provisions discussed in the “Additional Information for All Types of
LTI” section. 
 Dividend Equivalents 

Although Restricted Stock Units are not eligible to receive actual dividend payments, Fifth Third will pay dividend equivalent payments each time a dividend is declared
(typically quarterly). The amount of dividend equivalents received will be determined by multiplying a participant’s total number of unvested RSUs by the stated dividend amount. Dividend equivalents are paid in cash through payroll and are
included in the next paycheck following the dividend’s payable date. 
 Impact of Termination 

Except as otherwise provided below or in the Award Agreement, if the employment or service of a participant terminates for any reason other than death, disability or
retirement, all unvested Restricted Stock Units shall be forfeited and no distribution shall be made with respect thereto. 
 Participants who terminate employment
due to death or disability as defined in the Plan shall immediately vest in all unvested Restricted Stock Units upon death or disability. Distribution of the shares of Fifth Third Common Stock will be made following such date. 

Participants who retire, as defined in the “Additional Information for All Types of LTI” section, shall continue to vest in Restricted Stock Units and
distribution of shares of Fifth Third Common Stock shall be made on the applicable annual vesting dates. 

  

			
	Confidential	 	5

	
	  
 Long-Term Incentive Award Overview

 

  

 2017 Stock Appreciation Rights 

Stock Appreciation Rights - An Overview 
 A Stock
Appreciation Right Award (SAR) is a long-term incentive vehicle granted pursuant to the Plan that gives a Participant a conditional right to receive Fifth Third common stock of a value equal to any appreciation in the value of Fifth Third common
stock between the Grant Date of the award and the date the Stock Appreciation Right is exercised following vesting. 
 Stock Appreciation
Rights Vesting 
 Stock Appreciation Rights will vest in equal installments over the multi-year period set forth in the Award Agreement. Stock Appreciation
Rights granted in February 2017 will vest in one-third increments over three years. 
 The number of SARs that vest each year are subject to additional
performance-based vesting provisions discussed in the “Additional Information for All Types of LTI” section. 
 Exercise of
Stock Appreciation Rights 
 Participants holding vested Stock Appreciation Rights may initiate an exercise at netbenefits.fidelity.com indicating the
number of Stock Appreciation Rights they would like to exercise. At exercise, stock is received at a value equal to the appreciation of the stock from the grant date to the date the rights are exercised. Stock Appreciation Rights are payable and
settled in stock net of applicable taxes at the time of exercise. 
  

			
	  
 Stock Appreciation Rights:
Sample Exercise
  

													
		  		 				  		 			
	 The example at right shows the potential value of your Stock Appreciation Rights assuming that:
	  	Assumptions:	 	 	 	 	  	Calculation:	 	 	 	 
	  		 			 	  	Market value per share at exercise date	 	 	$20	 
	 •  You are granted 500 stock appreciation rights in February 2017.

 
 •  The grant price is $10 (fair market value
on the date of your grant).
  
 •  You are
100 percent vested in 2020 (1/3 vests every year over three years).
  

•  You exercise 500 stock appreciation rights when the stock is valued at $20 per share.
	  	SARs granted	 	 	500	 	  	Exercise price	 	 	$10	 
	  	Exercise price	 	 	$10	 	  	Increase in value per share	 	 	$10	 
	  	Exercise date	 	 	5/20/2021	 	  	Number of SARs	 	 	500	 
	  	Market value per share at exercise date	 	 	$20	 	  	Total gain ($10.00x500)	 	 	$5,000	 
	  	SARs exercised	 	 	500	 	  	Taxes withheld (35%)	 	 	$1,750	 
	  	Tax rate	 	 	35%	 	  	Gain net of taxes	 	 	$3,250	 
	  	 	 	 	 	 	  	 Number of shares to employee ($3,250/$20)

 
	 	 	162*	 

 *In the event of fractional shares, the participant will receive cash equivalent to the fractional share value deposited into his/her
Fidelity account. 
 The above is for illustration purposes only and not a guarantee of future stock price appreciation. 

  

			
	Confidential	 	6

	
	  
 Long-Term Incentive Award Overview

 

  

 Grant Expiration Date 

Each unexercised Stock Appreciation Right shall expire upon the 10th anniversary of its Grant Date set forth in the Award Agreement. 

Impact of Termination 
 Except as otherwise
provided herein or in the Award Agreement, if the employment or service of a participant terminates for any reason, a participant shall have 90 days from the separation date to exercise any vested Stock Appreciation Rights held as of the separation
date. 
 Except as otherwise provided herein or in the Award Agreement, if employment or service of a participant terminates for any reason other than death,
disability or retirement, all unvested Stock Appreciation Rights shall be forfeited and no payment shall be made with respect thereto. 
 Participants who terminate
employment due to death or disability as defined in the Plan may immediately exercise all Stock Appreciation Rights granted to participant (whether or not vested and exercisable as of the date of death or disability) on or before the expiration date
set forth in the Award Agreement. 
 Participants who retire, as defined in the “Additional Information for All Types of LTI” section, shall continue to
vest in Stock Appreciation Rights on the applicable vesting dates. Such awards shall be exercisable following the applicable vesting dates until the expiration dates. 

How many SARs will I receive? 
 Each SAR is
assigned an economic value based on the stock price at the time of grant, as well as other factors including the term of the SAR, shares available for awards and the volatility of Fifth Third stock. For example, for awards granted in February 2017,
the economic value assigned was $8.55. An individual receiving a long-term incentive award of $100,000, 15 percent of that award ($15,000) was delivered in SARs. The number of SARs representing that $15,000 of value was calculated in this way:
$15,000 dividend by $8.55 equals 1,754 SARs. 

  

			
	Confidential	 	7

	
	  
 Long-Term Incentive Award Overview

 

  

 An Overview of Performance Shares, Restricted Stock and Stock Appreciation Rights

 The following is an overview of the key characteristics of each award type: 

 

							
	 Feature
	  	Performance Shares	  	Restricted Stock Units	  	Stock Appreciation Rights
	 Definition
	  	A performance share is a long-term incentive compensation vehicle that vests over a multi-year period, and derives value based on achievement of predetermined long-term
performance objectives.	  	Restricted stock units are equivalent to shares of common stock that cannot be sold until the vesting restrictions lapse.	  	A stock appreciation right (SAR) is not an actual share of stock but rather the right to receive stock of a value equal to the appreciation of the stock from the grant date
to the date the stock appreciation right is exercised.
	 Value
	  	The value of the performance shares will be based on the achievement of the performance goals.	  	The value of the unit equals the stock’s market price.	  	When you exercise your stock appreciation rights, you will receive shares equal to the difference between the value at grant and the then current fair market value.
	 Vesting
	  	Vesting of performance shares is three years. The performance period is Jan. 1, 2017-Dec. 31, 2019.	  	Vesting of your restricted stock units may vary by grant. For the 2017 annual grant, restricted stock will vest 1/3 per year over three years on the anniversary of the grant
date.	  	Vesting of your stock appreciation rights may vary by grant. For the 2017 annual grant, stock appreciation rights will vest 1/3 per year over three years on the anniversary
of the grant date.
	 Grant Price
	  	Not applicable	  	Not applicable	  	The closing price of the stock on the date of grant.
	 Grant Term
	  	Not applicable	  	Not applicable	  	10 years from the date of the grant.
	 Dividends 
	  	You are not eligible to receive dividends on unvested performance shares.	  	You are eligible to receive dividend equivalents on your unvested shares.	  	You are not eligible to receive dividends on your unexercised SARs.
	 Voting Rights
	  	You do not have voting rights on your performance shares.	  	You do not have voting rights on your unvested restricted stock units.	  	You do not have voting rights on your stock appreciation rights.
	 Taxation
	  	You are subject to tax on the market value of the award on the vesting date.	  	You are subject to tax on the market value of the award on the vesting date. Dividend equivalents on unvested shares are subject to ordinary income tax. Taxes are reflected
on your pay statements and W-2.	  	You are subject to tax on the increase in value between the grant date and the date on which you exercise your stock appreciation rights. Taxes are reflected on your pay
statements and W-2.
	 Transactions1 (subject to insider trading restrictions and market conditions)
	  	 Upon vesting, you can:

•    Hold the shares.

•    Sell the shares.

•    Transfer the shares.
	  	 Upon vesting, you can:

•    Hold the shares.

•    Sell the shares.

•    Transfer the shares.
	  	 Upon vesting, you can:

•    Exercise the Stock Appreciation Rights, prior to expiration.

•    Hold or sell any shares that are paid to you as stock.

•    Transfer any shares that are paid to you as stock.

	1	Executives not designated as Section 16 officers are required to retain 50% of the net after tax shares received from stock appreciation right exercises and restricted stock vests until the ownership guidelines are
met. Executives designated as Section 16 officers are required to retain 100% of net after tax shares received from stock appreciation right exercises and restricted stock vests until the ownership guidelines are met. Please note that all
shares obtained from awards made under any one of Fifth Third’s Incentive Compensation Plans apply to this requirement, regardless of when an individual became an executive or a Section 16 officer. 

  

			
	Confidential	 	8

	
	  
 Long-Term Incentive Award Overview

 

  

 Additional Information for 

All Types of LTI 
 Accepting Your Award 
 Participants will receive an internal email communication containing a link to accept the award that has been
communicated as part of the compensation communication process. Awards must be accepted by following the instructions contained within that email within six weeks of the email date. 

Performance-based Vesting Applicable to all Awards 

Adjusted Return on Tangible Common Equity (ROTCE) 

ROTCE means the adjusted return on tangible common equity of Fifth Third Bancorp. Returns are calculated as cumulative adjusted net income available to common
shareholders for the three fiscal years during the Performance Period divided by average tangible common equity (TCE). TCE is calculated as the weighted average sum of reported average Bancorp shareholder’s equity less average preferred stock,
goodwill, and intangible assets, other servicing rights (excluding mortgage servicing rights) and accumulated other comprehensive income for each of the three fiscal years during the Performance Period. 

Adjusted net income available to common shareholders shall be determined based upon reported financial results for each of the three fiscal years during the Performance
Period, adjusted to exclude the following items: 

	 	•	 	gains or losses on sale of held to maturity and available for sale securities, 

	 	•	 	merger-related and restructuring charges, 

	 	•	 	sale or disposition of assets, 

	 	•	 	early debt extinguishment charges, 

	 	•	 	significant legal and regulatory settlements, 

	 	•	 	other-than-temporary impairment charges, and 

	 	•	 	other non-recurring items that are generally considered as non-core by Fifth Third Bank’s sell side analyst community. 

The tax rate applied to adjustments for purposes of calculating net income available to common shareholders will be 35 percent over the Performance Period, but will be
modified if the U.S. corporate federal tax rates change during the Performance Period in accordance with the published Internal Revenue Service U.S. Corporation Tax Brackets & Rates. 

ROTCE (determined in the same manner for all award types) for Fifth Third Bancorp for the fiscal year ending immediately prior to the anniversary date of the grant must
meet or exceed 2 percent. If the ROTCE threshold is not met in any one of the three years during the vesting period (2018, 2019, 2020), one-third of the Performance Share grant will be forfeited and one-third of the RSU and the SAR grants may be
forfeited at the Human Capital and Compensation Committee’s (the Committee) discretion. In addition, the Committee has discretion to forfeit up to 100 percent of all unvested grants of any type. 

Individual Annual Risk Performance Evaluation 

The vesting of LTI is also subject to an individual risk management performance vesting condition. A participant’s individual Annual Risk Performance Evaluation is
completed by the chief risk officer of Fifth Third Bancorp. For any fiscal year ending during the vesting period for which a Participant receives a rating less than “Achieves” on the annual Risk Performance Evaluation, the Committee has
the discretion on an individual case-by-case basis to forfeit up to 100 percent of the Performance Shares, and unvested RSUs and SARs. In making its decision, the Committee will take into consideration the magnitude of the event and the
accountability level of the participant. 

  

			
	Confidential	 	9

	
	  
 Long-Term Incentive Award Overview

 

  

 Designation of a Beneficiary 

Beneficiaries must be designated in two separate places: 

At Fifth Third Bank: 
 You may designate a
person or persons to receive any rights to which you would be entitled under the plan in the event of your death. These rights will apply to your unvested/unexercised LTI grants only. If you fail to designate a beneficiary, then your estate shall be
deemed to be the beneficiary. To designate a beneficiary, go to HR Direct Online > Benefits > Enrollment > Anytime Events and click on the Long-Term Incentive Compensation Beneficiary link. 

At Fidelity: 
 You also are able to
designate a beneficiary at Fidelity for awards that have been distributed to your Fidelity brokerage account. This allows a person or persons to receive all of the proceeds of your Fidelity brokerage account, including vested Fifth Third shares, in
the event of your death. If a Participant chooses not to designate a beneficiary, the estate shall be deemed to be the beneficiary even if you have designated a beneficiary for your unvested LTI awards through HR Direct. To designate a
beneficiary at Fidelity, visit Fidelity. com > Customer Service > Update Your Profile > Beneficiaries. Then, complete the steps that follow. 
 Non-transferability 
 LTI awards may not be assigned, transferred or pledged in any manner, and may be exercised only by a Participant
during his or her lifetime. In the event of a participant’s death, the beneficiary (or, if none, the estate) shall have the right to exercise any stock appreciation rights or sell any restricted stock held by the participant at death in
accordance with Plan terms. 
 Resignation 
 If
a participant voluntarily terminates employment as a Fifth Third employee, all outstanding Performance Shares, RSUs and all unexercised Stock Appreciation Rights (vested or unvested) will be forfeited and canceled; provided however, that the
participant will have 90 days following the separation date to exercise any vested Stock Appreciation Rights. Moreover, a voluntary termination by an employee who meets the definition of retirement shall be treated as set forth in the
“Retirement” section. 
 Retirement 

Retirement means voluntary termination of employment as a Fifth Third employee by a participant who is at least 55 years of age, who also has completed five or more
years of consecutive service, and for whom the combination of age and years of service is greater than or equal to 65. Upon retirement, Fifth Third consents to a participant becoming an employee or director of, or a consultant or advisor to, another
financial institution, so long as participants continue to comply with any applicable agreements containing covenants pertaining to confidential information or non-solicitation of customers or employees. 

NOTE: For the purposes of Stock Appreciation Rights; anyone meeting age 50 with five or more years of consecutive service, and for whom the combination of age and years
of service is greater than or equal to 60, will be able to retain their VESTED stock appreciation rights for the full remaining term of the grant. 
 Impact of Awards on Other Terms and Conditions of Employment 
 The granting of an award is at the sole discretion of Fifth Third. Fifth
Third is not obligated to make any award or permit any award to be made in the future. Nothing in these awards constitutes an obligation or guarantee with respect to the value of any award. 

By accepting an award grant, you will also be accepting and entering into the Confidential Information and Non-Solicitation Agreement attached to your award agreement.
Please be sure to read and understand this agreement prior to accepting your award. 
 Grant Notification 

Your manager will communicate your award amount(s) and award vehicles. Awards and award vehicles will be housed at Fidelity Investments. You will receive an email,
typically by the first week of March, with a link to accept your award(s) at www.netbenefits.fidelity.com. 

  

			
	Confidential	 	10

	
	  
  

Long-Term Incentive Award Overview
  

 

  

 Finding the Plans 

A general description of the tax effect of this award is included in the prospectus for Fifth Third’s equity compensation plans. You can locate the 2014 Incentive
Compensation Plan and the 2014 Incentive Compensation Plan Prospectus by logging on to your Fidelity account at www.netbenefits.fidelity.com. They also can be found in the initial email communication for grant acceptance and on our internal HR
Info Center (HR Direct > HR Info Center > Document Library > Benefits). 
 Stock Ownership Guidelines 

Stock ownership guidelines vary by salary band. 
  

			
	Executive Band	  	
Stock Ownership Guideline
  

Multiple of Base Salary

	A	  	6x
	B1	  	3x
	B2	  	2x
	Section 16 C	  	2x

 Executives not designated as Section 16 officers are required to retain 50 percent of the net after tax shares received from stock
appreciation right exercises and restricted stock vests until the ownership guidelines are met. Executives designated as Section 16 officers are required to retain 100 percent of net after tax shares received from stock appreciation right
exercises and restricted stock vests until the ownership guidelines are met. 
 Please note that all shares obtained from awards made under any one of Fifth
Third’s Incentive Compensation Plans apply to this requirement, regardless of when an individual became an executive or a Section 16 officer. 
 Ownership
will include shares owned individually and by immediate family members, restricted stock not yet vested, shares held in the 401(k) plan, shares held in the employee stock purchase plan and shares held in the nonqualified deferred compensation plan.

 Executives have up to five years to achieve the share ownership requirements highlighted above. 

Non-employee directors and Section 16 executive officers are prohibited from engaging in speculative trading or hedging strategies with respect to Fifth Third
Bancorp securities. Any hedged shares are excluded from the calculation of executive officers’ ownership levels when analyzing progress towards meeting the stock ownership guidelines. 

 
 Note: All executive compensation plans, including the Long-Term Incentive Compensation Plan,
are automatically amended as necessary to comply with requirements and/or limitations under Company policy, any laws, rules, regulations, or regulatory agreements up to and including revocation of the award. 

-The 2014 shareholder-approved Incentive Compensation Plan governs all awards. This material is an overview for reference. 

  

			
	Confidential	 	11

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