Document:

exv10w37

 

Exhibit 10.37

	 	 	 
	Notice of Grant of Award

	 	LSI LOGIC CORPORATION
	

	 	ID: 94-2712976
	

	 	1621 BARBER LANE
	

	 	MILPITAS, CALIFORNIA 95035

	 	 	 
	OPTIONEE NAME

	 	Award Number: RS000011
	Address

	 	Plan: 2003
	Address

	 	 

Effective _________, you have been
granted an award of ____________shares of LSI LOGIC CORPORATION
common stock. These shares are restricted until the vest date(s) shown below.

The current total value of the award is $____________.

The number of shares indicated are scheduled to become fully vested on the date shown below. However,
vesting will occur only if you have not incurred a Termination of Service prior to such date, as described in the
attached LSI LOGIC CORPORATION Restricted Stock Unit Agreement (the “Agreement”). Capitalized terms
that are not defined in this Notice of Grant of Award or the Agreement have the same meaning as in the LSI
LOGIC CORPORATION referenced equity incentive plan.

	 	 	 	 	 
	Shares	 	Full Vest	 
	 
	 	 	 	 
	 
	 	 	 	 
	 
	 	 	 	 
	 
	 	 	 	 
	 
	 	 	 	 
	 
	 	 	 	 
	 
	 	 	 	 
	 
	 	 	 	 

By your signature below, you agree that this award is granted under and governed by the terms and conditions
of the Agreement (and the equity incentive plan referenced therein), which is attached and made a part of this
document. You acknowledge that you have received, read and understand this Notice of Grant of Award, the
Agreement and the LSI LOGIC CORPORATION referenced equity incentive plan, and that you have had an
opportunity to obtain the advice of counsel prior to signing below. You agree to accept as binding, conclusive
and final all decisions or interpretations of the Administrator regarding any questions relating to the LSI LOGIC
CORPORATION referenced equity incentive plan, this Notice of Grant of Award and the Agreement.

	 	 	 
	

	 	

	OPTIONEE NAME

	 	Dateexv10w38

 

Exhibit 10.38

2004 16(b) Executive Officer Incentive Plan

INTRODUCTION

The Company’s 2004 16(b) Executive Officer Incentive Plan (“EOIP”) is intended to provide
short-term incentives to the 16(b) executive officers for their contributions towards achieving
overall company success.

OBJECTIVES

The EOIP has three primary objectives:

	 	•  	Reward executive performance in meeting or exceeding stated business objectives,
	 
	 	•  	Deliver competitive compensation, and
	 
	 	•  	Build shareholder value.

The EOIP is designed to focus each participant on the key business objectives of his/her position,
encourage teamwork to achieve success, and recognize and reward sustained personal contributions.

EFFECTIVE PLAN DATE AND DURATION

The effective plan date and duration is January 1, 2004 through December 31, 2004.

FUNDING

Funding for the 2004 EOIP is calculated as a percentage of operating income and a percentage of
incremental revenue. The Compensation Committee of the Board of Directors approves funding of the
plan. The percentages below reflect 2004 operating income target and may increase or decrease
depending on the actual operating income achieved.

	 	 	 	 	 	 	 
	Performance
Category
	 	Operating 
Income %
of
Plan
	 	Incremental
Revenue % of
Plan
	 	2004 EOIP
Incentive Pool
Available
	
	 	<50%
	 	<50%
	 	$0
	Threshold
	 	50%
	 	50%
	 	$1,110,775
	Target
	 	100%
	 	100%
	 	$2,221,550
	Maximum
	 	150%
	 	150%
	 	$3,332,325

If the actual operating income falls between the target and the threshold, the incentive pool will
be interpolated between the relevant two points by the plan administrators.

 

 

If planned awards exceed the incentive pool fund, the CEO and/or the Compensation Committee
will make the appropriate adjustments to ensure that actual award expenditures do not
exceed approved plan funding.

PARTICIPATION

Executive officers are nominated by the CEO and approved for participation on an annual basis by
the Compensation Committee. Participation in the EOIP in any one year does not guarantee or imply
continued participation in the EOIP in any subsequent year.

TARGET AWARD LEVEL

Targeted award levels, before the application of individual performance modifiers, are as follows:

	 	 	 	 	 
	Performance Category
	 	Operating Income % of
Plan
	 	Target Award Level
	Threshold

Target

Maximum
	 	50%

100%

150%
	 	50%

100%

150%

Notwithstanding the above stated targeted awards, the CEO has discretion to modify targeted awards
in any way that, in his sole judgment, meets the objectives of the EOIP.

INDIVIDUAL TARGET INCENTIVES

At the beginning of the EOIP year, targets for each participant are established that reflect
organizational structure and competitive pay opportunities. The target is the incentive amount
that may be granted for achievement of the operating income and incremental revenue at plan with no
performance modification. The targets may subsequently be modified in the order of corporate,
division or organizational/functional performance first and individual performance factors second.

The targets are expressed as a percentage of the participant’s base salary. Base salaries at the
beginning of the EOIP year (January 1, 2004) will be used for the calculation, except for hires or
promotions during the first half of the year, when base salary at hire or promotion will be used.
The CEO will present the executive officer targets to the Compensation Committee for approval.

PERFORMANCE MODIFIERS AND FACTORS

Targets for all participants may be modified dependent upon individual performance and
organizational contribution, subject to the discretion of the CEO.

The Compensation Committee will have final approval of all executive officer performance awards.

 

 

AWARD CALCULATION

Operating income and incremental revenue will first be determined to calculate the size of the
funding pool, and then the targets will be adjusted accordingly, as shown by the following
examples:

	 	 	 	 	 	 	 	 	 
	Employee
	 	Individual
Target
	 	Actual
Operating

Income

%/Incremental

Revenue % of
Target
	 	Calculation
for

Adjustment
	 	Adjusted
Target
	1
	 	55%
	 	125%
	 	x 1.00
	 	100%
	2
	 	45%
	 	100%
	 	x 1.00
	 	45%
	3
	 	45%
	 	75%
	 	x 0.75
	 	34%

After the adjusted targets are determined, each participant’s target may be assigned an individual
performance modifier based on individual performance. The adjusted target is then multiplied or
divided by the performance modifier to calculate the final award, as shown below:

	 	 	 	 	 	 	 	 	 
	Employee
	 	Adjusted
Target
	 	Individual
Performance

Modifier
	 	Calculation
	 	Final Award
	1
	 	100%
	 	+32%
	 	x 1.32
	 	132%
	2
	 	45%
	 	-27%
	 	 ̧1.27
	 	36%
	3
	 	34%
	 	+10%
	 	x 1.10
	 	38%

AWARD PAYMENT

Actual award payments will be distributed as soon as possible following the close of the fiscal
year and after securing all necessary approvals.

PLAN PROVISIONS

To receive an award payment, the employee must be on active status at the time of award
distribution. The CEO and/or the Compensation Committee, as appropriate, must approve any
exceptions to individual participants.

PLAN ADMINISTRATION

The Compensation Committee and the CEO will administer the 2004 EOIP. Administration shall include
but is not limited to: modification, funding, participation, target award percentages, payout
type, range and criteria, annual financial and strategic objectives as they relate to the EOIP.

 

 

In the event that there is a change in the equity or capitalization structure of the Company
through merger, consolidation, reorganization, recapitalization, significant change in strategic
direction or otherwise, the incentive payment may be adjusted by the EOIP administrators as they
deem equitable and appropriate.

The EOIP administrators may modify or discontinue the EOIP at any time.

Participation in the EOIP does not constitute a contract of employment with the Company for any
specified period of time nor is it an entitlement to participate in any other plan or any future
performance period under this EOIP. Furthermore, participation in the EOIP does not constitute any
promise of award payments even if all performance factors and funding mechanisms are achieved or
surpassed. EOIP administrators may also include or exclude participation in the EOIP at any time
and for any reason they deem appropriate. The Company may terminate a participant’s employment
with the Company at any time for any reason, with or without cause.

In the event this EOIP requires legal interpretation or becomes the subject of litigation, it shall
be governed by the laws of the State of California.exv10w39

 

Exhibit 10.39

Summary Description of Engenio Information Technologies, Inc. 2004 Incentive Plan

The Engenio Information Technologies, Inc. (“Engenio”) 2004 Incentive Plan (Engenio Plan) is a
subset of the LSI Logic Corporation Section 16(b) Executive Officer Incentive Plan (“LSI Logic
Plan”) and is administered by the Compensation Committee of the Board of Directors of LSI Logic Corporation.
The Board of Directors of LSI Logic Corporation approved the Engenio Plan in February
2004. The targets and funding mechanics of the Engenio Plan are specific to Engenio and are as
follows:

The funding of the Plan is determined using constant multiples of operating income and incremental
revenue. A fixed percentage of operating income and incremental revenue fund the incentive pool.
The bonus pool would increase if Engenio’s revenues grew during the year 2004.

The funding is subject to a threshold of a minimum of 50% to a maximum of 150% of targeted funding.<PAGE>
                                                                   EXHIBIT 10.12

                     THIRD AMENDMENT TO CONSULTING AGREEMENT

THIS THIRD AMENDMENT TO Consulting agreement ("THIRD AMENDMENT") is entered into
and made effective as of December 31, 2003 ("THIRD AMENDMENT EFFECTIVE DATE") by
and between Connetics Corporation ("CONNETICS") and Eugene A. Bauer, M.D. ("DR.
BAUER"). Unless otherwise indicated, a capitalized term within this Third
Amendment shall have the same meaning as the same capitalized term within the
Initial Agreement (defined below).

                                    AGREEMENT

Connetics and Dr. Bauer are Parties to a Consulting Agreement dated January 1,
2002 ("INITIAL AGREEMENT"), to an Amendment to Consulting Agreement dated
December 11, 2002 ("AMENDMENT") and to a Second Amendment to Consulting
Agreement dated January 1, 2003 ("SECOND AMENDMENT"). The Initial Agreement, the
Amendment and the Second Amendment are to be known collectively as the
"CONSULTING AGREEMENT." Connetics and Dr. Bauer desire to amend the terms of the
Consulting Agreement as set forth below.

1.   Section 2(a) of the Consulting Agreement is superceded and replaced, in its
     entirety, to read as follows:

          2(a) Connetics hereby retains Dr. Bauer and Dr. Bauer hereby accepts
               this retainer as a consultant to Connetics for the term
               commencing on January 1, 2002 and ending on December 31, 2004.

2.   This Third Amendment may be executed in a number of identical counterparts,
     each of which will be deemed an original, but all of which together will
     constitute one and the same instrument.

3.   All of the remaining provisions of the Consulting Agreement shall continue
     in full force and effect as though fully set forth in this Third Amendment.

IN WITNESS WHEREOF, the Parties have entered into this Third Amendment as of the
Third Amendment Effective Date.

     "CONNETICS"                                    "DR. BAUER"
  CONNETICS CORPORATION                           EUGENE A. BAUER

Signature: /s/ Thomas G. Wiggans          Signature: /s/ Eugene A. Bauer
           ------------------------                  -----------------------
Print: Thomas G. Wiggans                  Print: Eugene A. Bauer, M.D.
Title: President and Chief                Social Security No:  ____________
       Executive Officer

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