Document:

EX-10.3

Exhibit 10.3

Motorola Long Range Incentive Plan (LRIP) of 2009

Overview

The Plan is being implemented pursuant to the terms and conditions of the Motorola Omnibus
Incentive Plan of 2006, as amended.

Eligibility

Officers of the Company who are working directly in the Broadband Mobility Solutions business as
recommended by the co-Chief Executive Officer and Chief Executive Officer, Broadband Mobility
Solutions and Officers working directly in the Mobile Devices business as recommended by the
co-Chief Executive Officer and Chief Executive Officer, Mobile Devices and approved by the
Committee shall be eligible to participate in the Plan. The co-Chief Executive Officers and the
Chief Operating Officer (if any) are also eligible to participate as approved by the Committee. No
employee who is not an Officer shall be eligible to participate in the Plan.

Participation

Generally, Officers who become eligible to participate during the first three months of a
multi-year performance cycle will participate in the full performance cycle. Officers who become
eligible to participate after the first three months of a performance cycle will participate in the
performance cycle on a pro rata basis, except that Officers who become eligible to participate
during the last three months of a performance cycle will not be eligible to participate in the
performance cycle.

Participants who lose their eligibility to participate as a result of the lapse of status as an
Officer after the first three months of a performance cycle will participate in the performance
cycle on a pro rata basis if they continue to be employed with the Company through the last day of
the performance cycle or if their employment terminates due to death, total and permanent
disability, divestiture or they are involuntarily terminated for a reason other than cause during
the third year of the performance cycle Participants who lose their eligibility to participate in
the first three months of a performance cycle will not be eligible to participate in the
performance cycle.

Pro rata awards will be determined on the basis of the number of completed months of employment as
an Officer during which the participant is actually working within the performance cycle.

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Performance cycle

The Plan is based upon multi-year performance cycles selected by the Committee with an
initial three-year performance cycle beginning on January 1, 2009.

Performance measures

Performance measures for each cycle will be determined by the Committee based on one or more of the
Performance Measures set forth in Section 14 of the Omnibus Plan.

Performance measures may apply to performance in each year in the performance cycle, to cumulative
performance during multiple years in the performance cycle or the entire performance cycle, or a
combination of any of the foregoing. If performance measures are applied to performance in each
year in the performance cycle, performance to target for each year shall be divided by the number
of years in the performance cycle and added together to determine the award for the entire
performance cycle.

Participants’ target & maximum award

A participant’s target award is established at the commencement of a performance cycle based on a
percentage of the participant’s base pay rate in effect at that time. If performance measures are
applied to performance in each year in the performance cycle, the target award for a Covered
Employee for any succeeding year will be adjusted at the commencement of the next year in the
performance cycle.

A participant’s maximum earned award will be two times his/her target award.

The payout process

	•	 	All earned awards will be paid in cash or Company stock, as determined by the Committee in
its discretion. To the extent awards are paid in Company stock, the number of shares of stock
earned by a participant shall be determined by dividing the amount of the award earned during
the performance cycle by the Certification Date Value. The shares will be issued under, and
subject to the limitations of, the Omnibus Plan or such other shareholder-approved Company
equity-based incentive plan as designated by the Committee.

	•	 	The Committee may reduce the amount of the payment to be made pursuant to this Plan to any
participant who is or may be a Covered Employee at any time prior to payment as a result of
the participant’s performance during the performance cycle. The co-Chief Executive Officer
and Chief Executive Officer, Broadband Mobility Solutions may adjust the amount of the
payment to be made pursuant to this Plan to any participant who works directly for the
Broadband Mobility Solutions business and the co-Chief Executive Officer, Chief Executive
Officer Mobile Devices may adjust the amount of the payment to be made pursuant to this Plan
to any participant who works

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	 	 	directly for the Mobile Devices business at any time prior to payment as a result of
the participant’s performance during the performance cycle; provided, however, that any such
adjustment may not result in a payment to the participant in excess of the participant’s
maximum award under the Plan and any such adjustment to a payment to a member of the Senior
Leadership Team or a Covered Person will be subject to the approval of the Committee.

	•	 	If the Committee determines, in its sole discretion, that a participant has willfully engaged
in any activity at any time, prior to the payment of an award, that the Committee determines
was, is, or will be harmful to the Company, the participant will forfeit any unpaid award.

	•	 	The Company shall have the right to satisfy all federal, state and local withholding tax
requirements with respect to the award earned by reducing either (1) the cash paid (in the
event of a cash payment) by the amount of withholding or (2) the number of earned shares (in
the event of a stock payment) by the number of shares determined by dividing the amount of
withholding required by the Certification Date Value.

	•	 	Payments will be made as soon as administratively practicable during the calendar year
immediately following the last calendar year in the performance cycle (unless a participant
makes an irrevocable election under any deferred compensation arrangement subject to Section
409A of the Internal Revenue Code of 1986, as amended, to defer payment of a portion of the
participant’s award, in which case such payment, if any, shall be made in accordance with such
election). A participant has no right to any award until that award is paid.

Situations affecting the plan

»   Change in Employment

	•	 	Generally, a participant will be eligible for payment of an earned award only if employment
continues through the last day of the performance cycle.

	•	 	Because employee retention is an important objective of this Plan and awards do not bear a
precise relationship to time worked within the calendar year or length of service with the
Company, Participants who separate from employment prior to the end of the performance cycle
(for reasons other than death, Total and Permanent Disability, Retirement or, if the
separation from employment occurs in the final year of a performance cycle, involuntary
termination for a reason other than Cause) shall not receive any award attributable to that
performance cycle.

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	•	 	Pro rata awards may be possible, however, depending upon the type of employment termination.
In the event a participant (i) remains on payroll as an active employee at the end of a performance cycle, but is not actually working, whether or not on a leave of
absence, (ii) Retires, dies, incurs a Total and Permanent Disability or, in the final year of a
performance cycle, is involuntarily terminated for a reason other than Cause prior to the end
of the performance cycle while actively employed or on a leave of absence, the participant will
be entitled to a pro rata award based on the number of completed months of employment within
the performance cycle in which the participant was actually working as an Officer, provided
that the participant is otherwise eligible for an award. The table below summarizes how earned
awards will generally be prorated in accordance with the type of employment termination:

	 	 	 
	If employment terminates due to...	 	The earned award will be...
	 
	 	 
	Death

	 	Pro rated based on the number of
completed months of employment
within the performance cycle.
	 
	 	 
	Total and Permanent Disability

	 	Pro rated based on the number of
completed months of employment
within the performance cycle.
	 
	 	 
	Retirement (in all countries other than
member states or acceding countries of
the European Union)

	 	Pro rated based on the number of
completed months of employment
within the performance cycle.
	 
	 	 
	Involuntary Termination of Employment
for a Reason Other than Cause (in the
final year of the performance cycle)

	 	Pro rated based on the number of
completed months of employment
within the performance cycle.
	 
	 	 
	Termination of Employment Because of
Serious Misconduct

	 	Forfeited.
	 
	 	 
	Divestiture or Spin-Off

	 	Pro rated based on the number of
completed months of employment
within the performance cycle.
	 
	 	 
	Termination of Employment for any Other
Reason than Described Above

	 	Forfeited.
	 
	 	 
	For purposes of determining a prorated payout, completed months of employment
will include only those months in which the participant is actually working
and is an Officer.

A prorated payout will be based on final performance results and paid in the same manner and at the
same time as other awards, as described above in “The Payout Process.”

	•	 	In the event a participant is reclassified from a higher Officer level to a lower Officer
level (i.e., from Executive Vice President to either Senior Vice President or Corporate Vice
President or from Senior Vice President to Corporate Vice President), the participant’s target
award will be recalculated to reflect (a) the higher target award for the actual number of
months completed within the performance cycle while employed in the higher Officer level and
(b) the lower target award level for the actual number of months completed within the
performance cycle while employed in the lower Officer level.

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	•	 	In the event a participant (other than a Covered Employee) is reclassified from a lower
Officer level to a higher Officer level (i.e., from Corporate Vice President to Senior Vice
President or Executive Vice President or from Senior Vice President to Executive Vice
President), the participant’s target award will be recalculated to reflect (a) the lower
target award level for the actual number of months completed within the performance cycle
while employed in the lower Officer level and (b) the higher target award for the actual
number of months completed within the performance cycle while employed in the higher Officer
level.

»   Change in Control

If the Company undergoes a Change in Control as defined in the Omnibus Plan, the treatment of
outstanding awards under this Plan shall be determined by the terms of the Omnibus Plan in effect
at the time of the commencement of the performance cycle.

Reservation and retention of company rights

	•	 	The selection of any employee for participation in the Plan will not give that participant
any right to be retained in the employ of the Company.

	•	 	The Committee’s decision to make an award in no way implies that similar awards may be
granted in the future.

	•	 	Anyone claiming a benefit under the Plan will not have any right to or interest in any awards
unless and until all terms, conditions, and provisions of Plan that affect that person have
been fulfilled as specified herein.

	•	 	No employee will at any time have a right to be selected for participation in a future
performance period for any fiscal year, despite having been selected for participation in a
previous performance period.

Administration

It is expressly understood that the Committee has the discretionary authority to administer,
construe, and make all determinations necessary or appropriate to the administration of the Plan,
all of which will be binding upon the participant.

General provisions

	•	 	Award opportunities may not be sold, transferred, pledged, assigned, or otherwise alienated
or hypothecated, other than by will or by the laws of descent and distribution.

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	•	 	To the extent permitted by law, amounts paid under the Plan will not be considered to be
compensation for purposes of any benefit plan or program maintained by the Company.

	•	 	All obligations of the Company under the Plan with respect to payout of awards, and the
corresponding rights granted thereunder, will be binding on any successor to the Company,
whether the existence of such successor is the result of a direct or indirect purchase,
merger, consolidation, or other acquisition of all or substantially all of the business and/or
assets of the Company.

	•	 	All awards to Covered Persons are subject to the terms and conditions of the Recoupment
Policy. The Recoupment Policy provides for determinations by the Company’s independent
directors of a Policy Restatement. In the event of a Policy Restatement, the Company’s
independent directors may require, among other things, reimbursement of the gross amount of
any bonus or incentive compensation paid to the Covered Person hereunder on or after January
1, 2008, if and to the extent the conditions set forth in the Recoupment Policy apply. Any
determinations made by the independent directors in accordance with the Recoupment Policy
shall be binding upon the Covered Person. The Recoupment Policy is in addition to any other
remedies which may be otherwise available at law, in equity or under contract, to the Company.

	•	 	In the event that any provision of the Plan will be held illegal or invalid for any reason,
the illegality or invalidity will not affect the remaining parts of the Plan, and the Plan
will be construed and enforced as if the illegal or invalid provision had not been included.

	•	 	No participant or beneficiary will have any interest whatsoever in any specific asset of the
Company. To the extent that any person acquires a right to receive payments under the Plan,
such right will be no greater than the right of any unsecured general creditor of the Company.

	•	 	This Plan constitutes a legal document which governs all matters involved with its
interpretation and administration and supersedes any writing or representation inconsistent
with its terms.

Definitions

Certification Date Value: the closing price of one share of Motorola common stock on the New York
Stock Exchange on the day before the date on which the Committee certifies the amount of the award
earned.

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Company: Motorola, Inc. and its Subsidiaries.

Committee: the Compensation and Leadership Committee of the Board of Directors.

Covered Employee: a covered employee within the meaning of Section 162(m)(3) of the Internal
Revenue Code.

Covered Persons: officers (as such term is defined in Rule 16a-1(f) under the Securities Exchange
Act of 1934) of the Company.

Divestiture: the sale, lease, outsourcing arrangement, spin-off or similar transaction wherein a
Subsidiary is sold or whose shares are distributed to the Motorola stockholders, or any other type
of asset transfer or transfer of any portion of a facility or any portion of a discrete
organizational unit of Company or a Subsidiary.

Omnibus
Plan: the Motorola Omnibus Incentive Plan of 2006, as amended, or any successor plan.

Officers: Corporate, Senior and Executive Vice Presidents of the Company.

Plan: the Motorola Long Range Incentive Plan (LRIP) of 2009.

Policy Restatement: a restatement of the Company’s financial results caused by the intentional
misconduct of a Covered Person.

Recoupment Policy: the Company’s Policy Regarding Recoupment of Incentive Payments upon Financial
Restatement, as it may be amended from time to time.

Retire or Retirement: shall only apply in countries other than member states or acceding countries
of the European Union and shall mean retirement from Motorola or a Subsidiary as follows:

	 	(i)	 	Retiring at or after age 55 with 20 years of service;
	 
	 	(ii)	 	Retiring at or after age 60 with 10 years of service;
	 
	 	(iii)	 	Retiring at or after age 65, without regard to years of service; or

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	 	(iv)	 	Retiring with any other combination of age and service, at the discretion of
the Committee.

Years of service will be based on the participant’s Service Club Date.

Subsidiary: an entity of which Motorola owns directly or indirectly at least 50% and that Motorola
consolidates for financial reporting purposes.

Serious Misconduct: any misconduct that is a ground for termination under the Motorola Code of
Business Conduct, or human resources policies, or other written policies or procedures.

Total and Permanent Disability: for (a) U.S. employees, entitlement to long-term disability
benefits under the Motorola Disability Income Plan, as amended and any successor plan and (b)
non-U.S. employees, as established by applicable Motorola policy or as required by local
regulations.

If a term is used but not defined, it has the meaning given such term in the Omnibus Plan.

Amendment, modification, and termination

Except as expressly provided by law, this Plan is provided at the Company’s sole discretion and the
Committee may modify or terminate it at any time, prospectively or retroactively, without notice or
obligation for any reason; provided, however, that no such action may adversely affect a
participant’s rights under the Plan subsequent to such time as negotiations or discussions which
ultimately lead to a Change in Control have commenced. In addition, there is no obligation to
extend the Plan or establish a replacement plan in subsequent years.

Applicable law

To the extent not preempted by federal law, or otherwise provided by local law, the Plan will be
construed in accordance with, and governed by, the laws of the state of Illinois without regard to
any state’s conflicts of laws principles. Any legal action related to this Plan shall be brought
only in a federal or state court located in Illinois.

Page 8 of 9EX-10.4

Exhibit 10.4

Motorola Long Range Incentive Plan (LRIP) of 2009

	 	 	 	 	 	 	 	 	 
	 	 	2009-2011 LRIP Performance Cycle
	 
	 	 	 	 	 	 	 	 
	Performance Period	 	Three years from January 1, 2009-December 31, 2011
	 
	 	 	 	 	 	 	 	 
	Performance Measure	 	Relative Total Shareholder Return (TSR)
	 
	 	 	 	 	 	 	 	 
	 	 	TSR Defined as:
	 	 	            Ending stock price
	 	 	                Daily average during the final three months of the Performance Cycle 
	 	 	             + Value of reinvested dividends 
	 	 	             = Total ending value 
	 	 	           — Beginning stock price
	 	 	                Daily average during the three months preceding the Performance Cycle 
	 	 	             = Total value created
	 	 	             ÷ Beginning share price
	 	 	                Daily average during the three months preceding the Performance Cycle 
	 	 	 = Total shareholder return                              
	 
	 	 	 	 	 	 	 	 
	Peer Group

	 	Alcatel-Lucent (ALU)

	 	LM Ericsson Telephone Co. (ERIC)

	 

	 	Apple Inc. (AAPL)

	 	Microsoft Corporation (MSFT)

	 

	 	Cisco Systems, Inc. (CSCO)

	 	Nokia Corp. (NOK)

	 

	 	Dell Inc. (DELL)

	 	Nortel Networks Corp. (NRTLQ.PK)

	 

	 	EMC Corporation (EMC)

	 	Oracle Corp. (ORCL)

	 

	 	Hewlett-Packard Company (HPQ)

	 	QUALCOMM Inc. (QCOM)

	 

	 	Intel Corporation (INTC)

	 	Sun Microsystems Inc. (JAVA)

	 

	 	International Business Machines Corp.
(IBM)

	 	Texas Instruments Inc. (TXN)

	 	 	 	 	 	 	 	 	 
	Payout Scale	 	TSR Rank	 	Payout Factor
	 

	 	 	1	 	 	 	200	%
	 

	 	 	2	 	 	 	200	%
	 

	 	 	3	 	 	 	190	%
	 

	 	 	4	 	 	 	170	%
	 

	 	 	5	 	 	 	150	%
	 

	 	 	6	 	 	 	140	%
	 

	 	 	7	 	 	 	125	%
	 

	 	 	8	 	 	 	110	%
	 

	 	 	9	 	 	 	100	%
	 

	 	 	10	 	 	 	75	%
	 

	 	 	11	 	 	 	50	%
	 

	 	 	12	 	 	 	25	%
	 

	 	 	13	 	 	 	0	%
	 

	 	 	14	 	 	 	0	%
	 

	 	 	15	 	 	 	0	%
	 

	 	 	16	 	 	 	0	%
	 

	 	 	17	 	 	 	0	%

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