Document:

Supplemental Executive Retirement Plan of PG&E Corporation as amended

 Exhibit 10.1 
 SUPPLEMENTAL EXECUTIVE RETIREMENT PLAN 
 OF 

PG&E CORPORATION 
 (As Amended Effective as of September 15, 2010) 
  

 
 This is the controlling and definitive statement of the Supplemental Executive Retirement Plan (“PLAN”)1 for ELIGIBLE EMPLOYEES of PG&E Corporation (“CORPORATION”), Pacific Gas and Electric Company
(“COMPANY”) and such other companies, affiliates, subsidiaries, or associations as the BOARD OF DIRECTORS may designate from time to time. The PLAN is the successor plan to the Supplemental Executive Retirement Plan of the COMPANY.
The PLAN as contained herein was first adopted effective January 1, 2005. 
 ARTICLE 1 

DEFINITIONS 

1.01 Basic SERP Benefit shall mean the benefit described in Section 2.01. 

1.02 Board or Board of Directors shall mean the BOARD OF DIRECTORS of the CORPORATION or, when appropriate, any committee
of the BOARD which has been delegated the authority to take action with respect to the PLAN. 
 1.03 Company shall mean
the Pacific Gas and Electric Company, a California corporation. 
 1.04 Corporation shall mean PG&E Corporation, a
California corporation. 
 1.05 Eligible Employee shall mean individuals who are (1) (a) employees of the
COMPANY or, with respect to PG&E Corporation, PG&E Corporation Support Services, Inc., and PG&E Corporation Support Services II, Inc. only, (i) prior to April 1, 2007, were employees who transferred to PG&E Corporation,
PG&E Corporation Support Services, Inc., or PG&E Corporation Support Services II, Inc. from Pacific Gas and Electric Company; or (ii) after March 31, 2007, all employees, and (b) officers in Officer Bands I-V, or (2) such
other employees of the COMPANY, the CORPORATION, PG&E Corporation Support Services, Inc., PG&E Corporation Support Services II, Inc., or such other companies, affiliates, subsidiaries, or associations, as may be designated by the Chief
Executive Officer of the CORPORATION. ELIGIBLE EMPLOYEES shall not include employees who retired prior to January 1, 2005, or whose employment relationship with any of the PARTICIPATING EMPLOYERS was otherwise terminated prior to
January 1, 2005. 
 1.06 STIP Payment shall mean amounts received by an ELIGIBLE EMPLOYEE under the Short-Term
Incentive Plan maintained by the CORPORATION. 
 1.07 Participating Employer shall mean the COMPANY, the CORPORATION,
PG&E Corporation Support Services, Inc., PG&E Corporation Support Services II, Inc., and any other companies, affiliates, subsidiaries or associations designated by the Chief Executive Officer of the CORPORATION. 

 

	1	 Words in all capitals are defined in Article I. 

 1.08 Plan shall mean the Supplemental Executive Retirement Plan (“SERP”) as
set forth herein and as may be amended from time to time. 
 1.09 Plan Administrator shall mean the Employee Benefit
Committee or such individual or individuals as that Committee may appoint to handle the day-to-day affairs of the PLAN. 
 1.10
Retirement Plan shall mean the Pacific Gas and Electric Company Retirement Plan for Management Employees. 
 1.11
Salary shall mean the base salary received by an ELIGIBLE EMPLOYEE. SALARY shall not include amounts received by an employee after such employee ceases to be an ELIGIBLE EMPLOYEE. For purposes of calculating benefits under the PLAN, SALARY
shall not be reduced to reflect amounts that have been deferred under the PG&E Corporation Supplemental Retirement Savings Plan. 
 1.12 Service shall mean “credited service” as that term is defined in the RETIREMENT PLAN or, if the Nominating and Compensation Committee of the BOARD OF DIRECTORS has granted an
adjusted service date for an ELIGIBLE EMPLOYEE, “credited service” as calculated from such adjusted service date. In no event, however, shall SERVICE include periods of time after which an officer has ceased to be an ELIGIBLE EMPLOYEE.

 ARTICLE 2 
 SERP BENEFITS 
 2.01 The BASIC SERP BENEFIT payable from the PLAN shall be a
monthly annuity with an annuity start date of the later of (a) the first of the month following the month in which the ELIGIBLE EMPLOYEE has a separation from service (as provided under Code Section 409A and related guidance), or
(b) the first of the month following the ELIGIBLE EMPLOYEE’s 55th birthday; provided, however, that no payments under the PLAN shall be made until the seventh month following the annuity start date. The first payment shall consist of the
monthly annuity payment for the seventh month, plus the first six monthly annuity payments, including interest calculated at a rate to reflect the CORPORATION’s marginal cost of funds. The monthly amount of the BASIC SERP BENEFIT shall be equal
to the product of: 
 1.7% × the average of three highest calendar years’ combination of SALARY and STIP PAYMENT for
the last ten years of SERVICE x SERVICE x 1/12. 
 In computing a year’s combination of SALARY and STIP PAYMENT, the
year’s amount shall be the sum of the SALARY and STIP PAYMENT, if any, paid or payable in the same calendar year. If an ELIGIBLE EMPLOYEE has fewer than three years’ SALARY, the average shall be the combination of SALARY and STIP PAYMENT
for such shorter time, divided by the number of years and partial years during which such employee was an ELIGIBLE EMPLOYEE. 

The BASIC SERP BENEFIT is further reduced by any amounts paid or payable from the RETIREMENT PLAN, calculated before adjustments for
marital or joint pension option elections. 

  
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 The BASIC SERP BENEFIT is a benefit commencing at age 65. The amount of the benefit payable
shall be reduced by the appropriate age and service factors contained in the RETIREMENT PLAN applicable to such employee. For such calculations, the service factor shall be SERVICE as defined in the PLAN. 

In computing amounts payable from the RETIREMENT PLAN as an offset to the benefit payable from this PLAN, the RETIREMENT PLAN benefit
shall be calculated as though the ELIGIBLE EMPLOYEE elected to receive a pension from the RETIREMENT PLAN commencing on the same date as benefits from this PLAN. 
 2.02 For ELIGIBLE EMPLOYEES of the PARTICIPATING EMPLOYERS, who transfer from any of said companies to another subsidiary or affiliate, the principles of Section 10 of the RETIREMENT PLAN shall
govern the calculation of benefits under this PLAN. 
 2.03 An ELIGIBLE EMPLOYEE may elect to have his BASIC SERP BENEFIT paid
in any one of the following forms that are actuarially equivalent within the meaning of Treasury Regulations Section 1.409A-2(b)(ii), with the first annuity payment commencing at the time set forth in Section 2.01: 

(a) BASIC SERP BENEFIT, or a reduced BASIC SERP BENEFIT as calculated under Section 2.02, paid as a monthly annuity for the life of
the ELIGIBLE EMPLOYEE with no survivor’s benefit. 
 (b) A monthly annuity payable for the life of the ELIGIBLE EMPLOYEE
with a survivor’s option payable to the ELIGIBLE EMPLOYEE’s joint annuitant beginning on the first of the month following the ELIGIBLE EMPLOYEE’s death. Subject to the requirements of Treasury Regulations Section 1.409A-2(b)(ii),
the factors to be applied to reduce the BASIC SERP BENEFIT to provide for a survivor’s benefit shall be the factors which are contained in the RETIREMENT PLAN and which are appropriate given the type of joint pension elected and the ages and
marital status of the joint annuitants. 
 An ELIGIBLE EMPLOYEE may make this election by the latest date permitted by the PLAN
ADMINISTRATOR and in compliance with the rules of Treasury Regulations Section 1.409A-2(b)(2)(ii). 
 2.04 Annuities
payable to an ELIGIBLE EMPLOYEE who is receiving a (i) BASIC SERP BENEFIT, (ii) a BASIC SERP BENEFIT reduced to provide a survivor’s benefit to a joint annuitant, or (iii) a joint annuitant who is receiving a survivor’s
benefit shall be decreased by any additional amounts which can be paid from the RETIREMENT PLAN where such additional amounts are due to increases in the limits placed on benefits payable from qualified pension plans under Section 4l5 of the
Internal Revenue Code. The amount of any such decrease shall be adjusted to reflect the type of pension elected by an ELIGIBLE EMPLOYEE under the RETIREMENT PLAN and this PLAN. 
 ARTICLE 3 
 SURVIVOR BENEFITS 

3.01 In the event that an ELIGIBLE EMPLOYEE who has accrued a benefit under this PLAN dies prior to the date that a BASIC SERP BENEFIT
would otherwise commence, the 

  
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PLAN ADMINISTRATOR shall pay a survivor’s benefit (“SURVIVOR’S BENEFIT”) to the ELIGIBLE EMPLOYEE’s surviving spouse or BENEFICIARY (“Beneficiary” shall have
the same meaning as provided under the RETIREMENT PLAN): 
 (a) If the sum of the age and SERVICE of the ELIGIBLE EMPLOYEE at
the time of death equaled 70 (69.5 or more is rounded to 70) or if the ELIGIBLE EMPLOYEE was age 55 or older at the time of death, the surviving spouse’s or BENEFICIARY’s benefit shall be a monthly annuity commencing at the time set forth
in Section 2.01 and shall be payable for the life of the surviving spouse or BENEFICIARY. The amount of the monthly benefit shall be a monthly benefit that is actuarially equivalent to one-half of the monthly BASIC SERP BENEFIT that would have
been paid to the ELIGIBLE EMPLOYEE calculated: 
 (i) as if he had elected to receive a BASIC SERP BENEFIT, without
survivor’s option; and 
 (ii) the monthly annuity starting date was the first of the month following the month in which
the ELIGIBLE EMPLOYEE died; and 
 (iii) without the application of early retirement reduction factors. However, if the
surviving spouse or BENEFICIARY is more than 10 years younger than the ELIGIBLE EMPLOYEE, the amount of the surviving spouse’s or BENEFICIARY’s benefit shall be reduced one-twentieth of 1 percent for each full month in excess of 120
months’ difference in their ages, except that such reduction shall not result in a SURVIVOR’S BENEFIT lower than would have been payable if the ELIGIBLE EMPLOYEE had retired as of the date of death and elected a 50 percent joint pension
with a spouse of the same gender and age as the surviving spouse or BENEFICIARY. 
 (b) If the ELIGIBLE EMPLOYEE is less than 55
years of age or had fewer than 70 points (as calculated under Section 3.01(a)) at the time of death, the surviving spouse or BENEFICIARY will be entitled to receive a monthly annuity commencing at the time set forth in Section 2.01. The
amount of the monthly annuity payable to the surviving spouse or BENEFICIARY shall be equal to the BASIC SERP BENEFIT converted to a marital joint annuity providing for a 50 percent survivor’s benefit, calculated as if: 1) the ELIGIBLE EMPLOYEE
had terminated employment at the date of death, 2) had lived until age 55, 3) had begun to receive PENSION payments at age 55, and 4) had subsequently died. 
 (c) If a former ELIGIBLE EMPLOYEE was age 55 or older at the time of his death and not yet receiving a SERP BENEFIT under the PLAN, the surviving spouse or BENEFICIARY will be entitled to receive a
monthly annuity at the time set forth in Section 2.01 in an amount equal to the BASIC SERP BENEFIT converted to a marital joint annuity providing for a 50 percent survivor’s benefit, calculated as if the former ELIGIBLE EMPLOYEE had begun
receiving the converted SERP BENEFIT immediately prior to his death. 
 (d) If a former ELIGIBLE EMPLOYEE was younger than age
55 and had fewer than 70 points (as calculated under Section 3.01(a)) at the time of his death, the surviving spouse or BENEFICIARY will be entitled to receive a monthly annuity at the time set forth in Section 2.01 in an amount equal to
the BASIC SERP BENEFIT converted to a marital joint annuity providing for a 50 percent survivor’s benefit, calculated as if: 1) the former ELIGIBLE EMPLOYEE had survived until age 55, 2) had begun receiving the converted SERP BENEFIT at age 55,
and 3) had subsequently died. 

  
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 3.02 A surviving spouse or BENEFICIARY who is entitled to receive a SURVIVOR’S BENEFIT
under Section 3.01 shall not be entitled to receive any other benefit under the PLAN. 
 ARTICLE 4 

ADMINISTRATIVE PROVISIONS 
 4.01 Administration. The PLAN shall be administered by the Senior Human Resources Officer of the CORPORATION (“PLAN ADMINISTRATOR”), who shall have the authority to interpret the
PLAN and make and revise such rules as he or she deems appropriate. The PLAN ADMINISTRATOR shall have the duty and responsibility of maintaining records, making the requisite calculations, and disbursing payments hereunder. The PLAN
ADMINISTRATOR’s interpretations, determinations, rules, and calculations shall be final and binding on all persons and parties concerned. 
 4.02 Amendment and Termination. The CORPORATION may amend or terminate the PLAN at any time, provided, however, that no such amendment or termination shall adversely affect an accrued benefit which
an ELIGIBLE EMPLOYEE has earned prior to the date of such amendment or termination, nor shall any amendment or termination adversely affect a benefit which is being provided to an ELIGIBLE EMPLOYEE, surviving spouse, joint annuitant, or beneficiary
under Article II or Article III on the date of such amendment or termination. Anything in this Section 4.02 to the contrary notwithstanding, the CORPORATION may (but is not obligated to) reduce or terminate any benefit to which an ELIGIBLE
EMPLOYEE, surviving spouse or joint annuitant, is or may become entitled provided that such ELIGIBLE EMPLOYEE, surviving spouse or joint annuitant is or becomes entitled to an amount equal to such benefit under another plan, practice, or arrangement
of the CORPORATION that preserves the time and form of payment rules under the PLAN and otherwise in a manner that complies with Code Section 409A, to the extent required to not violate Code Section 409A. 

4.03 Nonassignability of Benefits. Except to the extent otherwise directed by a domestic relations order that the Plan
Administrator determines is a Qualified Domestic Relations Order under Section 401(a)(12) of the Internal Revenue Code, the benefits payable under this PLAN or the right to receive future benefits under this PLAN may not be anticipated,
alienated, pledged, encumbered, or subject to any charge or legal process, and if any attempt is made to do so, or a person eligible for any benefits becomes bankrupt, the interest under the PLAN of the person affected may be terminated by the PLAN
ADMINISTRATOR which, in its sole discretion, may cause the same to be held if applied for the benefit of one or more of the dependents of such person or make any other disposition of such benefits that it deems appropriate. 

4.04 Nonguarantee of Employment. Nothing contained in this PLAN shall be construed as a contract of employment between a
PARTICPATING EMPLOYER and the ELIGIBLE EMPLOYEE, or as a right of the ELIGIBLE EMPLOYEE to be continued in the employ of a PARTICIPATING EMPLOYER, to remain as an officer of a PARTICIPATING EMPLOYER, or as a limitation on the right of a
PARTICIPATING EMPLOYER to discharge any of its employees, with or without cause. 

  
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 4.05 Apportionment
of Costs. The costs of the PLAN may be equitably apportioned by the PLAN ADMINISTRATOR among the PARTICIPATING EMPLOYERS. Each PARTICIPATING EMPLOYER shall be responsible for making benefit payments pursuant to the PLAN on behalf of its ELIGIBLE
EMPLOYEES or for reimbursing the CORPORATION for the cost of such payments, as determined by the CORPORATION in its sole discretion. In the event the respective PARTICIPATING EMPLOYER fails to make such payment or reimbursement, and the CORPORATION
does not exercise its discretion to make the contribution on such PARTICIPATING EMPLOYER’s behalf, future benefit accruals of the ELIGIBLE EMPLOYEES of that PARTICIPATING EMPLOYER shall be suspended. If at some future date, the PARTICIPATING
EMPLOYER makes all past-due contributions, plus interest at a rate determined by the PLAN ADMINISTRATOR in his or her sole discretion, the benefit accrual of its ELIGIBLE EMPLOYEES will be recognized for the period of the suspension. 

4.06 Benefits Unfunded and Unsecured. The benefits under this PLAN are unfunded, and the interest under this PLAN of any ELIGIBLE
EMPLOYEE and such ELIGIBLE EMPLOYEE’s right to receive a distribution of benefits under this PLAN shall be an unsecured claim against the general assets of the CORPORATION. 

4.07 Applicable Law. All questions pertaining to the construction, validity, and effect of the PLAN shall be determined in accordance
with the laws of the United States, and to the extent not preempted by such laws, by the laws of the State of California. The PLAN is intended to comply with the provisions of Code Section 409A. However, the CORPORATION makes no representation
that the benefits provided under this PLAN will comply with Code Section 409A and makes no undertaking to prevent Code Section 409A from applying to the benefits provided under this PLAN or to mitigate its effects on any deferrals or
payments made under this PLAN. 
 4.08 Satisfaction of Claims. Notwithstanding Section 4.05 or any other provision of the
PLAN, the CORPORATION may at any time satisfy its obligations (either on a before-tax or after-tax basis) for any benefits accrued under the PLAN by the purchase from an insurance company of an annuity contract on behalf of an ELIGIBLE EMPLOYEE.
Such purchase shall be in the sole discretion of the CORPORATION and shall be subject to the ELIGIBLE EMPLOYEE’s acknowledgement that the CORPORATION’s obligations to provide benefits hereunder have been discharged, without regard to the
payments ultimately made under the contract. In the event of a purchase pursuant to this Section 4.07, the CORPORATION may in its sole discretion make payments to or on behalf of an ELIGIBLE EMPLOYEE to defray the cost to such ELIGIBLE EMPLOYEE
of any personal income tax in connection with the purchase. 

  
 6PG&E Corporation Executive Stock Ownership Program Guidelines as amended

 Exhibit 10.2 
 PG&E CORPORATION 
 EXECUTIVE STOCK OWNERSHIP PROGRAM 

Administrative Guidelines 
 (As amended effective September 15, 2010) 
  

	1.	Description. The Executive Stock Ownership Program (“Program”) was approved by the Nominating and Compensation Committee of the Board of Directors on
October 15, 1997. The Program is an important element of the Committee’s compensation policy of aligning executive interests with those of the Corporation’s shareholders. As an integral part of the Program, the Committee also
authorized the use of Special Incentive Stock Ownership Premiums (“SISOPs”) which are designed to provide incentives to Eligible Executives to assist in achieving minimum stock ownership targets established by the Committee. These
Guidelines were originally adopted by the Committee on November 19, 1997, amended by the Committee on July 22, 1998, October 21, 1998, February 16, 2000, September 19, 2000, February 19,
2003, February 15, 2006, effective January 1, 2009, February 17, 2009, and September 15, 2010. As of September 15, 2010, no new officers will be eligible to earn SISOPs. As of January 1, 2011, the new PG&E
Corporation 2010 Executive Stock Ownership Guidelines will be in effect, and Eligible Officers no longer will be required to meet the Targets as specified in Section 2 of this document (except to the extent those Targets apply to SISOPs). These
amended Guidelines, along with the written materials provided to the Committee on October 15, 1997, describe the Program which became effective on January 1, 1998. The Program is administered by the Corporation’s Senior Human
Resources Officer. 

  

	2.	Eligible Executives. The Chief Executive Officer shall designate the officers of the Corporation and its affiliates who shall be Eligible Executives covered by
the Program. The officers covered by the Guidelines and the applicable total stock ownership target (“Target”) are: 

  

					
	 Officer Band
	 	 Position
	 	 Total Stock

Ownership Target

			
	 1
	 	CEO	 	3 × base salary
			
	 2
	 	 Heads of Business Lines,
 CFO, & General Counsel
	 	2 × base salary
			
	 3
	 	SVPs of Corp. & Utility	 	1.5 × base salary

  

	3.	 Annual Milestones. Under the Guidelines, Targets are designed to be achieved by the end of the fifth calendar year following the calendar year
in which an officer first becomes an Eligible Executive (“Target Date”). Annual Milestones have been established as a means of measuring progress towards achieving Targets and of providing incentives for Eligible Executives to
expeditiously meet their Targets. The Annual Milestone at the end of the first full calendar year is 20 percent of the Target, and the Annual Milestone for each succeeding year is an additional 20 percent of the Target. Annual Milestones shall be
adjusted to reflect changes in base salary; 

	 	 
provided, however, that in each instance any such modification shall be amortized over the remaining original five-year term. Following the Target Date, Targets also shall be modified to reflect
changes in base salary. 

  

	4.	Calculation of Stock Ownership Levels. Stock ownership level is the dollar value of stock and stock equivalents owned by an Eligible Executive and calculated as
of the last day of the calendar year (“Measurement Date”). The purpose of this calculation is to determine the value of the stock or stock equivalents owned by the Eligible Executive as compared with the Annual Milestone or Target for that
executive. For purposes of this calculation, the value per share of stock or stock equivalent (“Measurement Value”) is the average closing price of PG&E Corporation common stock as traded on the New York Stock Exchange for the last
thirty (30) trading days of the year. 

  

	 	a)	The value of stock beneficially owned by the Eligible Executive is determined by multiplying the number of shares owned beneficially on the Measurement Date times the
Measurement Value. 

  

	 	b)	The value of PG&E Corporation phantom stock units credited to the Eligible Executive’s account in the PG&E Corporation Supplemental Retirement Savings Plan
(“SRSP”) is determined by multiplying the number of phantom stock units credited to the Eligible Executive’s SRSP account on the Measurement Date times the Measurement Value. 

 

	 	c)	The value of stock held in the PG&E Corporation stock fund of any defined contribution plan maintained by PG&E Corporation or any of its subsidiaries is
determined by multiplying the number of shares in such plan on the Measurement Date times the Measurement Value. 

  

	 	d)	The value of restricted stock held by the Eligible Executive is determined by multiplying the number of shares held by the Eligible Executive on the Measurement Date
times the Measurement Value (for purposes of this calculation, restricted stock shall include any shares that have been approved by the Compensation Committee but not yet issued as of the Measurement Date). 

 

	 	e)	The value of unvested restricted stock units held by the Eligible Executive on the Measurement Date is determined by multiplying the number of outstanding restricted
stock units held by the Eligible Executive on the Measurement Date times the Measurement Value (for purposes of this calculation, restricted stock units shall include any units that have been approved by the Compensation Committee but not yet issued
as of the Measurement Date). 

  

	5.	Award of SISOPs. SISOPs are awarded to Eligible Executives who achieve and maintain stock ownership levels prior to the end of the third year following the year
in which an officer first became an Eligible Executive. For purposes of determining awards, the total stock ownership level is calculated as set forth under paragraph 4 on the Measurement Date; however, such calculations will exclude the value of
restricted stock held by the Eligible Executive as defined in paragraph 4(d) and will exclude the value of restricted stock units held by the Eligible Executive as defined in paragraph 4(e). The amount of a SISOP award shall be equal to:

  
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	 	a)	For the first year, 20 percent of the amount of the Eligible Executive’s stock ownership level at the end of the year, up to the Annual Milestone, plus an
additional 30 percent of the amount by which the stock ownership level exceeds the Annual Milestone up to the Target; and 

  

	 	b)	For each of the second and third years, the current stock ownership level is reduced by the stock ownership level used to calculate previous SISOP awards to determine
the new ownership, then 20 percent of the amount up to the Annual Milestone by which the end of the year stock ownership level exceeds the beginning of the year stock ownership level, plus an additional 30 percent of the amount by which the end of
the year balance exceeds the Annual Milestone, up to the Target. 

 Each time a SISOP award calculation is made, a
second calculation also is made to determine the minimum number of shares which must be retained by the Eligible Executive to avoid forfeiture of the SISOP award (“Minimum Ownership Level”) as discussed below in paragraph 8. This
calculation converts the dollar value of the stock ownership level used as the basis for qualifying for SISOPs into a number of shares of stock by dividing that stock ownership level by the Measurement Value. Thus, for example, if an Eligible
Executive’s stock ownership level (less restricted stock and restricted stock units held by the Eligible Executive) was $250,000 and the Measurement Value was $25 per share, then the Minimum Ownership Level would be 10,000 shares. 

For purposes of this calculation, the maximum share ownership level used is the Eligible Executive’s Target. If an Eligible Executive
has a share ownership level higher than his/her Target, the increment over the Target is not included. Thus, for example, if an Eligible Executive has a Target of $750,000 and his/her share ownership level is $900,000, then only $750,000 is used to
calculate the Minimum Ownership Level. 
  

	6.	SISOPs Credited to the SRSP. Upon award, SISOPs are credited to the Eligible Executive’s SRSP account and converted into units of phantom stock each equal
in value to a share of PG&E Corporation common stock (“SISOP units”) as determined in accordance with the SRSP. The SISOP units constitute “incentive awards” authorized to be awarded by the Committee to Eligible Executives
under the PG&E Corporation 2006 Long-Term Incentive Plan (“2006 LTIP”). Upon credit of SISOP units to an Eligible Executive’s SRSP account, an equal number of shares of PG&E Corporation common stock shall be reserved for
issuance from the pool of shares authorized for issuance under the 2006 LTIP. Once a SISOP unit is credited to the Eligible Executive’s SRSP account, it shall be subject to all of the terms and conditions specifically applicable to SISOP units
under the SRSP. Once vested in accordance with paragraph 7 below, SISOP units are distributed in the form of an equal number of shares of PG&E Corporation common stock as provided in the SRSP. 

 

	7.	Vesting. SISOPs vest only upon the expiration of three years after the date of award (provided the Eligible Executive continues to be employed on such date). An
Eligible Executive’s unvested SISOPs will be forfeited upon termination of employment except as otherwise provided in the Vesting Guidelines in effect on the grant date for a particular award. 

 

	8.	 Forfeiture of SISOP Units. So long as SISOP units remain unvested, such units are subject to forfeiture if, on each Measurement Date, the
Eligible Executive’s stock 

  
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ownership is less than the Minimum Ownership Level established when the SISOPs were granted (see paragraph 5). To determine forfeiture, the following steps are followed on each Measurement Date:

  

	 	a)	The total stock and stock equivalents owned by an Eligible Executive is determined as set forth under paragraph 4, excluding sections 4(d) and 4(e). This total
(“Current Holdings”) is compared with the Minimum Ownership Level determined when the SISOPs were granted. If the Current Holdings are equal to or greater than the Minimum Ownership Level, then no unvested SISOP units are forfeited. If the
Current Holdings are less than the Minimum Ownership Level, then the unvested SISOP units are forfeited in the same proportion as the Current Holdings are less than Minimum Ownership Level (for example, if the Current Holdings are 20 percent less
than the Minimum Ownership Level, then 20 percent of the SISOP units are forfeited). 

  

	9.	Failure to Achieve or Maintain Target. Failure to achieve stock ownership levels at Target on the Target Date, or to maintain stock ownership levels at Target on
any Measurement Date thereafter, will result in the deferral into the PG&E Corporation Phantom Stock Fund of the SRSP of awards from the PG&E Corporation Long-Term Incentive Program and/or 2006 LTIP that are settled only in cash
(“Cash-Settled Awards”) and the Short-Term Incentive Plan (“STIP”). As of the Target Date or any Measurement Date, to the extent that stock ownership levels are below Target, the Cash-Settled Award or STIP award (in an amount
determined by PG&E Corporation in its sole discretion) shall be converted into phantom stock units, to the extent necessary to achieve the Target stock ownership level. Such conversion of Cash-Settled Awards and STIP awards shall continue for
successive Measurement Dates, if necessary, until Target is met. Phantom stock units attributable to Cash-Settled Awards and STIP awards described in this paragraph 9 will be paid from the SRSP in a lump sum in accordance with Section 7(a) of
the SRSP. Notwithstanding anything to the contrary set forth in this Section 9, the deferral provisions of this Section 9 shall be applied only with respect to Cash-Settled Awards and STIP awards that can be deferred in accordance with the
initial deferral election rules of Section 409A of the Internal Revenue Code of 1986 determined as if the Eligible Executive had made a deferral election on the Target Date or Measurement Date, as applicable, and the Eligible Executive shall be
deemed to have made the election hereunder on the applicable Target Date or Measurement Date by failing to achieve the applicable stock ownership levels. 

  
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