Document:

EA Bonus Plan

  
 Exhibit 10.1

 EA Bonus Plan 
 Plan Document 
 As Amended November 2010 

  
 Purpose of the Plan 

The purposes of the EA Bonus Plan (“Plan”) include: 
  

	 	•	 	 To provide competitive incentive compensation to retain and attract top talent; 

 

	 	•	 	 To align bonus awards with the achievement of corporate and business unit goals; 

 

	 	•	 	 To align team and employee contributions more closely with bonus rewards;

 

	 	•	 	 To reward and recognize individual performance and achievements; 

 

	 	•	 	 To establish the terms under which EA may provide cash bonuses to certain eligible employees. 

Effective Date 
 The Plan is effective
for (i) each fiscal year beginning on or around April 1 and ending on or around March 31 of the following year (actual dates are determined by EA’s fiscal calendar) or (ii) such other Performance Periods (as defined below)
as determined by EA in its sole and absolute discretion. The Plan shall remain in effect until otherwise determined by the Executive Compensation and Leadership Committee of EA’s Board of Directors (the “ECLC”). 

Eligibility 
 This Plan applies solely to
regular employees of Electronic Arts and its subsidiaries and affiliates (collectively referred to in this Document as “EA” or the “Company”) whom EA, in its sole discretion, determines meet the eligibility requirements set forth
below (“Participant(s)”). 
 To be eligible to receive a discretionary bonus award under this Plan, a Participant must satisfy
each of the following eligibility conditions and any other conditions provided for in a Bonus Formula Addendum (defined below) provided to a Participant (an “Eligible Position”): 

 

	 	•	 	 Must be a Regular status employee as such status is determined by EA in its sole discretion 

 

	 	•	 	 Must be specifically identified by EA as an eligible Participant and such eligibility must be communicated in writing (including electronic
communications) to the individual 

  

	 	•	 	 Must be hired on or before (i) January 15 of the applicable fiscal year for a bonus payment that has been designated as having a fiscal year
Performance Period or (ii) such other date as EA may establish for other Performance Periods 

  

	 	•	 	 Must receive a performance rating of “on target” (OT) or higher to be eligible to receive a bonus for the Performance Period to which the
performance rating applies. An individual receiving a performance rating of “below target” (BT) or lower will not be eligible to receive a bonus under the Plan except with written approval from the most senior executive officer or most
senior Human Resources representative for such individual’s Business Unit (defined below). 

  

	 	•	 	 Must be employed as of the actual date of bonus payment distribution 

 

	 	•	 	 Except where otherwise required by local law or as otherwise provided for in a Bonus Formula Addendum provided to a Participant:

  

	 	•	 	 the individual must not be an overtime eligible employee 

 

	 	•	 	 the individual must not be providing services to EA as, or classified as (whether or not such classification is upheld upon review by an applicable
legal authority), a temporary employee or intern or as an independent contractor, consultant, or agent, under a written or oral contract or purchase order 

 

	 	•	 	 at any time until the date that bonuses are paid under the Plan, the individual must not have (i) violated any provision of EA’s Code of
Conduct, any other written EA policy and any law, rule or regulation applicable to EA and EA employees, or (ii) entered into an employment termination or separation agreement (not including agreements entered into in connection with the
commencement or continuation of employment) 

  
 2 

  
 Determination of Bonus Awards

 Bonus Formulas 
 For each Performance Period in which EA elects to offer bonuses under this Plan, it will determine the actual bonus formula(s) to be used in calculating Plan bonuses for that Performance Period. The bonus
formula(s) for each Performance Period will be communicated to Plan Participants in writing (including electronic communications) in a format similar to the sample addendum at Attachment A (“Bonus Formula Addendum”), which will also
typically include, but not be limited to, the following components: (i) additional eligibility requirements, if any; (i) Performance Period(s); (ii) Bonus Component(s); (iii) Business Unit(s); (iv) Performance Measure(s);
(v) Measurement Period(s); and (vi) payment schedule(s). 
 Bonus formulas may be based on or calculated using any defined term(s),
concept(s) or measure(s) of performance specified by EA, including, but not limited to, any of the defined terms set forth below. 
 “Annual Salary” shall mean the annual salary in effect during the applicable Performance Period for the Plan Participant. Except where otherwise required by local law, annual salary shall
not include variable forms of compensation including, but not limited to, overtime, on-call pay, lead premiums, shift differentials, bonuses, incentive compensation, commissions, stock options, expense allowances, or reimbursement. Payment in lieu
of paid time off during active employment or upon termination is not included in Annual Salary for purposes of the Plan. 

“Annual Target Bonus” shall mean a Plan Participant’s Annual Salary multiplied by the Plan Participant’s Annual
Target Bonus Percentage. 
 “Annual Target Bonus Percentage” shall mean the percentage of a Plan
Participant’s Annual Salary that is established by EA for the applicable Performance Period for purposes of determining a Plan Participant’s Annual Target Bonus and is provided in writing (including electronic communications) to the Plan
Participant. 
 “Bonus Component” shall mean a component of a Participant’s bonus calculation that will be
(i) designated by EA in its sole discretion, (ii) assigned a weighting as a percentage (from 0% – 100%) of a Participant’s bonus, and (iii) evaluated independently based on the actual attainment of any applicable Performance
Measure(s). The specific Bonus Components used and the weight of each Bonus Component as a percentage of a Participant’s bonus award will depend upon the Participant’s position within the Company. Typical Bonus Components may include, but
are not limited to, Company performance, Business Unit performance, and individual Participant performance. 
 “Business
Unit” shall mean a designated group of individuals or divisions connected by a common business purpose, including but not limited to, all of EA, a label (e.g., EA Games, EA Spots, EA Play), studio, title, franchise, geographic region,
business function, product line, or any other grouping as may be determined by EA, in its sole discretion. 
 “Bonus
Component Performance Factor” shall mean the funding percentage derived from the level of actual attainment of a Performance Measure and any funding curves established by EA management for the attainment of such Performance Measure.

 “Individual Achievement Factor” shall mean a multiplier that reflects the Plan Participant’s
contributions to EA relative to individual performance expectations for the applicable Performance Period, as determined by EA management in its sole and absolute discretion. Individual performance expectations will vary to reflect each Plan
Participant’s role in the company. EA may establish a maximum Individual Achievement Factor multiplier for any bonus under the Plan or may determine for any particular Plan Participant that the Individual Achievement Factor is 0, in which case,
the Plan Participant will not receive a bonus. 

  
 3 

  
 “Measurement
Period” shall mean a fiscal year or other specified period of time during which one or more Performance Measures will be evaluated for purposes of calculating bonuses under the Plan. 

“Performance Measure” shall mean the target measure of financial or other performance applicable to a Bonus Component for
a Measurement Period, as determined by EA, in its sole discretion. Performance Measures may include any concept(s) or measure(s) of performance as specified by EA, including but not limited to quantitative measures (for example: net income, revenue,
margin, and profit before tax or operating profit), and qualitative measures (for example: product reviews or performance ratings). Attainment of quantitative Performance Measures will be assessed based on actual attainment of the Performance
Measures as compared to the targets established for the applicable Measurement Period. Attainment of qualitative measures will be assessed at the sole discretion of the Company. 

“Performance Period” shall mean the period of time during which a Plan Participant contributes to the performance of a
Business Unit, as determined by EA management in its sole and absolute discretion. 
 The ECLC, in its sole and absolute discretion, shall
establish any bonus formula(s), including each of the Bonus Components, funding curves, factors, targets and thresholds that are to be used for calculating bonuses under the Plan, or shall delegate to EA management the authority to establish any
such formula(s) and Bonus Components, as follows: (i) for a fiscal year Measurement Period, on or before the last day of the first quarter of any fiscal year in which the Plan will be offered, and (ii) for other Measurement Periods, at
such time as EA management determines appropriate given the factors applicable to the particular bonus. 
 To the extent permitted by applicable
law, rules and regulations, the ECLC may, in its sole and absolute discretion, at any time adjust upward or downward any of the factors, percentages, targets and thresholds set forth in any formulas established for calculating bonuses under the Plan
or may delegate the authority to make such adjustments to EA management. 
 EA retains the discretion to develop and apply, at any time, other
bonus plans, subplans or formulas, Bonus Components and Bonus Component weightings as needed to accomplish a business purpose. 
 Bonus
Payments 
 Except as otherwise provided for in a Bonus Formula Addendum provided to a Participant, bonus payouts under this Plan
shall be subject to the following additional terms: 
  

	 	•	 	 The percentage for each Bonus Component Performance Factor will be capped at 200%; provided, however, that in extraordinary and unusual circumstances,
a Participant may receive a total bonus payment of up to a maximum of 300% of such Participant’s Annual Salary, based on the demonstration of exceptional individual performance, and subject to CEO approval. 

 

	 	•	 	 Each Performance Measure will have a minimum attainment percentage threshold, and a Performance Measure payout will be 0% if the actual attainment is
less than the minimum attainment percentage for the applicable Performance Measure. 

  

	 	•	 	 The ECLC, in its sole discretion, may choose to provide some level of payout for a Performance Measure or Bonus Component when it would otherwise equal
0%. 

  

	 	•	 	 The ECLC, in its sole discretion, may choose to reduce a level of payout for a Performance Measure or Bonus Component. 

The calculation and payment of bonus awards under this Plan will occur as soon as administratively practicable following the completion of the applicable
Performance Period and ECLC determination and approval of any applicable bonus awards. 

  
 4 

  
 The ECLC, in its sole and absolute
discretion, shall approve the payment of any bonuses under the Plan to senior executives of the Company, which for purposes of this Plan shall include: (i) individuals serving as “officers” of EA, as such term is used in section 16 of
the Securities Exchange Act of 1934, as amended; and (ii) other key executives as may be determined by the CEO and the ECLC. The ECLC may delegate to EA management the authority to establish Performance Measures and approve bonus payments for
all other executives and non-executive employees. 
 Pro-Ration of Bonuses 
 To the extent permitted by applicable local laws, rules and regulations, EA reserves the right to pro-rate the bonus award of any Participant who was not in an Eligible Position for the entire applicable
Performance Period, was not actively working full-time throughout the applicable Performance Period, or experienced a change in their Annual Salary and/or Annual Target Bonus during the applicable Performance Period. 

Plan bonus awards, if any, will generally be pro-rated based on the number of full months (rounded to the nearest full month) that a Participant is
working in an Eligible Position, however, EA reserves the right to, in its sole discretion, pro-rate bonuses based on hours of service, days or on any other basis. For example, the pro-ration factor for a Participant who is eligible to participate
in the Plan for the entire applicable Performance Period will be 1.00; for a Participant who is eligible to participate in the Plan for one-half of the Performance Period, the pro-ration factor will be .50. Participants in the following situations
may have a pro-ration factor less than 1.00: (a) new hires and individuals who transfer into an Eligible Position during the applicable Performance Period; (b) individuals who transfer between an Eligible Position and a non-Eligible
position within EA; (c) Participants who work less than the applicable full-time standard work week; and (d) Participants who take a leave of absence. 
 Participants who are on sabbatical leave shall not have their bonus award, if any, reduced by reason of such leave. 
 The pro-ration of bonus awards for Participants who take unpaid days off or who are on a leave of absence during any part of a Performance Period will be determined in accordance with applicable local
laws, rules, regulations and Company practices. 
 Bonus award payouts will also be pro-rated to take into account any change in a
Participant’s Annual Salary and/or Annual Target Bonus Percentage during a Performance Period. 
 General Guidelines, Terms and
Conditions of the Plan 
  

	 	1.	Any bonus payment provided for under the Plan is completely discretionary, and is not considered earned or accrued by a Participant until it is actually paid. If
employment with the Company terminates, for any reason, prior to the date a bonus payment is made, an individual will not be eligible to receive any bonus payment, notwithstanding any notice periods or severance payments in lieu of notice required
under local law. In situations where an employee has provided or been provided a notice of termination but has not yet terminated employment as of the date bonuses are paid, bonus eligibility will be determined in accordance with local laws and
practices. 

  

	 	2.	Eligibility to participate in this Plan during a Performance Period (i) does not create any right or entitlement to participate in this Plan in the future or other
bonus plans that may be established or maintained by EA, (ii) does not constitute a guarantee or establish an obligation for EA to maintain a similar plan, award similar bonus benefits, or calculate bonuses according to the same or similar
formulas in the future, and (iii) does not guarantee that any bonus will actually be paid for that Performance Period and in some cases a Participant may not receive a bonus under the Plan. 

  
 5 

  

	 	3.	Any bonus payment awarded under this Plan is a discretionary and extraordinary item of compensation that is outside a Participant’s normal, regular or expected
compensation, and in no way represents any portion of a Participant’s salary, compensation, or other remuneration for the purpose of calculating any of the following payments: termination, severance, redundancy, end-of-service premiums,
bonuses, long-service awards, overtime premiums, pension or retirement benefits, and any other similar payments and extra benefits. 

  

	 	4.	No bonus payment made under this Plan shall be counted as compensation for purposes of any other employee benefit plan, Plan or agreement sponsored, maintained or
contributed by EA unless expressly provided for in such employee benefit plan or agreement. 

  

	 	5.	Bonus payments made under this Plan shall only be paid in cash. In no event will bonus payments be paid in the form of a security or equity stake in EA, including, but
not limited to shares of EA stock, restricted stock units, or stock options. 

  

	 	6.	Any individual bonus calculated under the Plan must be approved by the Participant’s manager before such bonus is paid and all payments made under this Plan are
subject to audit. 

  

	 	7.	Bonus determination and payment of any bonuses will be made as soon as administratively possible after the close of the applicable Performance Period. Participants who
are not actively providing services to EA at the time that the payment would otherwise be made under this Plan shall not receive such payment unless and until the Participant returns to active service with EA. This term does not apply to any person
on a legally protected leave of absence (as determined by local law) at the time bonuses are paid. 

  

	 	8.	All bonus payments made under the Plan shall be subject to income and employment tax withholding as required by applicable law. 

 

	 	9.	EA reserves the right to interpret this Plan document on a fully discretionary basis and to take any action, or to decline to take any action, in relation to the
administration or interpretation of the Plan including but not limited to determining eligibility for participation in the Plan, and to determine the amount, if any, to be paid under the Plan. The ECLC or its designee shall be the ultimate sole and
final arbiter of any disputes under the Plan, in its sole and absolute discretion. 

  

	 	10.	EA’s authority as set forth herein shall be exercised by the ECLC, except to the extent the ECLC delegates all or some of that authority to a Plan administrative
committee or EA management. 

  

	 	11.	EA has adopted this Plan voluntarily and reserves the right to change, suspend or discontinue this Plan, or any individual’s participation in this Plan, at any
time, with or without cause and with or without prior written notice. 

  

	 	12.	This Plan, as it may be modified in accordance with the foregoing, constitutes the entire writing and understanding regarding the subject matter of this Plan and
supersedes any written, and/or oral agreement, understanding, or representations regarding the subject matter of this Plan. 

  

	 	13.	A Participant’s rights under the Plan, if any, are not assignable or transferable voluntarily or involuntarily or by operation of law, except upon death.

  

	 	14.	The Plan is unfunded and no provision of the Plan shall require EA, for purpose of satisfying any Plan obligations, to purchase assets or place any assets in a trust or
other entity or otherwise to segregate any assets for such purposes. Nothing contained in this Plan nor any action taken pursuant to its provisions shall create or be construed to create a fiduciary relationship between EA and any Participant or
other person. Any right to receive bonus payments under the Plan shall be no greater than the right of any unsecured creditor of EA. 

  
 6 

  

	 	15.	Nothing in this Plan shall be construed to imply the creation of a term contract between EA and any Participant, nor a guarantee of employment for any specific period
of time. 

  

	 	16.	Except as otherwise required by local law, EA reserves the right to modify a Participant’s duties, title or other terms and conditions of employment for any or no
reason. 

  

	 	17.	Notwithstanding any other provision of this Plan, each Participant’s earned bonus, if any, will be paid in a single sum not later than (i) the date that is
the 15th day of the 3rd month following the end of the Participant’s first taxable year in which the award is no longer subject to a substantial risk of forfeiture or (ii) the date that is the 15th day of the 3rd month following the end of
EA’s first fiscal year in which the award is no longer subject to a substantial risk of forfeiture, whichever is later, unless the Participant elects to defer his or her award pursuant to the terms and conditions of the Company’s Deferred
Compensation Plan or any successor Plan and in compliance with Section 409A of the Internal Revenue Code of 1986, as amended (“Section 409A”). Unless an exemption applies, this Plan and the bonuses paid pursuant to this Plan are
intended to meet the requirements of Section 409A. 

  

	 	18.	This Plan shall be governed by, and interpreted, construed, and enforced in accordance with, the laws of the State of California and within exclusive jurisdiction of
the County of San Mateo, California courts without regard to its or any other jurisdiction’s conflicts of laws provisions. 

  

	 	19.	If any provision of this Plan shall be determined to be illegal or unenforceable, such determination shall in no manner affect the legality or enforceability of any
other provision hereof. 

  
 7 

  
 Attachment A:
Form of Bonus Formula Addendum 
 Electronic Arts Discretionary Bonus Plan 

Addendum 

Bonus Formula for 
 [BUSINESS UNIT(S)] 
 [PERFORMANCE PERIOD] 

Subject to all other terms and conditions of the Electronic Arts Discretionary Bonus Plan (“Plan”)* each Plan Participant who has been
specifically identified by EA as eligible to receive a bonus for work performed during the Performance Period and for the Business Unit(s) set forth in this Addendum shall be eligible to receive a discretionary bonus calculated in accordance with
the following: 
 Additional eligibility criteria, if any: 
 Insert any special eligibility criteria 
 Business Unit(s): 

Insert names of applicable Business Units and any applicable definitions 
 Bonus Component(s), weightings, Performance Measure(s), and Measurement Period(s): 

Insert applicable Bonus Component(s), weightings, Performance Measure(s), Measurement Period(s) and any relevant definitions 

 

							
	Bonus Component(s)	  	Weight	    	Performance Measure(s)	  	Measurement
Period(s)
	 Insert
	  	 Insert
 [1%-100%]    
	    	Insert	  	Insert

 Individual Payout Calculation Formula: 
  

													
	 Annual
Target
 Bonus
	  	  x    	 	
Bonus Component
 Weight
	  	  x    	 	
Bonus

Component

Performance Factor
	  	  =    	 	 Total Bonus
 (multiplied by pro-ration factor, if
applicable)

 [The actual formula used may include multiple Bonus Components and Performance Factors. The bonus payable
for each Bonus Component will be weighted based on the weights assigned above, and the Total Bonus will equal the sum of all of the Bonus Component payouts)] 
 Payment schedule: 
 Insert any special payment terms 

* Including, but not limited to: (1) the Plan Participant must be actually employed by EA or one of its subsidiaries or affiliates on the date that
each payment is made pursuant to the Plan in order to earn the right to receive each such payment, (2) except where otherwise required by local law, at any time until the date that bonuses are paid under the Plan, the individual must not have
(i) violated any provision of EA’s Code of Conduct, any other written EA policy and any law, rule or regulation applicable to EA and EA employees, or (ii) entered into an employment termination or separation agreement (not including
agreements entered into in connection with the commencement or continuation of employment), and (3) eligibility to receive a bonus calculated pursuant to this Addendum does not guarantee the payment of any bonus for a specific Performance
Period, nor does it guarantee employment for any specific period of time. 

  
 8Retention Agreement between Office Depot, Inc. and Michael D. Newman

  
 Exhibit 10.1

 OFFICE DEPOT, INC. 
 RETENTION AGREEMENT 
 This Retention Agreement (hereinafter, the
“Agreement”), by and between Office Depot, Inc. (the “Company”) and Michael D. Newman (“Executive”), is effective as of the date signed by Executive (the “Effective Date”). Both the Company and Executive are
hereinafter individually referred to as a “Party” and jointly referred to as “Parties” in this Agreement. 

WHEREAS, Executive currently serves as the Chief Financial Officer for the Company; and 

WHEREAS, Executive has an Offer Letter dated August 22, 2008, as amended December 31, 2008 and April 24, 2010, and as may
be amended from time to time (collectively, the “Offer Letter”), which provides for severance benefits if certain requirements are met in the event of Executive’s separation from employment with the Company; and 

WHEREAS, Company has determined that it is in the best interests of the Company and its shareholders to assure that the Company will
continue to have the dedication of Executive and therefore desires to provide Executive with a cash payment if Executive remains employed by the Company for a specified period of time; and 

WHEREAS, any benefits Executive may become entitled to under this Agreement shall be in addition to any severance benefits Executive may
become entitled to pursuant to the Offer Letter, or as set forth in any then applicable Change in Control Agreement the Executive and the Company may be Parties to; and 
 WHEREAS, the Company and Executive have determined it is in their mutual best interests to enter into this Agreement. 
 NOW, THEREFORE, in consideration of the mutual agreements and provisions contained herein, and intending to be legally bound hereby, the Parties hereto agree as follows: 

1. RETENTION PERIOD 
 Unless earlier terminated as hereinafter provided, this Agreement shall commence on the Effective Date hereof and shall end on the date the Company files its annual report on Form 10-K (“Form
10-K”) for the 2011 fiscal year but no later than December 31, 2012 (the “Retention Period”). This Agreement shall not be considered an employment agreement and in no way guarantees Executive the right to continue in the
employment of the Company or its affiliates. Executive’s employment is considered employment at will, subject to Executive’s right to receive payments and benefits upon certain separations from employment as provided below. 

2. DEFINITIONS 

For purposes of this Agreement, the following terms shall have the meanings specified below: 

2.1 “Agreement” shall mean this Retention Agreement. 

  
 2.2
“Board” or “Board of Directors” shall mean the Board of Directors of the Company. 
 2.3
“Cause” means the occurrence of any one of the following: 
 (a) the continued failure of the Executive to
perform substantially the Executive’s duties with the Company or one of its affiliates (other than any such failure resulting from incapacity due to physical or mental illness), after a written demand for substantial performance is delivered to
the Executive by the Board or the Chief Executive Officer of the Company which specifically identifies the manner in which the Board or Chief Executive Officer believes that the Executive has not substantially performed the Executive’s duties
and providing the Executive with thirty (30) days to cure, or 
 (b) the engaging by the Executive in illegal conduct or
gross misconduct in violation of the Company’s Code of Ethical Behavior. 
 Any act, or failure to act, based upon
authority given pursuant to a resolution duty adopted by the Board or upon the instructions of the Chief Executive Officer or a senior officer of the Company or based upon the advice of counsel for the Company shall be conclusively presumed to be
done, or omitted to be done, by the Executive in good faith and in the best interests of the Company. The cessation of employment of the Executive shall not be deemed to be for Cause unless and until there shall have been delivered to the Executive
a copy of a resolution duly adopted by the Company’s Board of Directors, finding that, in the good faith opinion of the Board, the Executive is guilty of the conduct described in subsection (a) or (b) above, and specifying the
particulars thereof in detail. 
 2.4 “Code” shall mean the Internal Revenue Code of 1986, as amended from time
to time, and the regulations promulgated thereunder. 
 2.5 “Company” shall mean Office Depot, Inc. or any
successor to its business and/or assets. 
 2.6 “Effective Date” shall mean the date this Agreement is signed
by the Executive. 
 2.7 “Executive” shall mean Michael D. Newman. 

2.8 “Notice of Separation” shall mean a written notice from one Party to the other Party under Section 5.5
specifying the Separation Date and which, if required by this Agreement, sets forth in reasonable detail the facts and circumstances relating to the basis for Executive’s separation from employment. 

2.9 “Offer Letter” shall mean Executive’s Offer Letter dated August 22, 2008, as amended December 31,
2008 and April 24, 2010, and as may be amended from time to time. 
 2.10 “Party” or
“Parties” shall mean the Company and the Executive individually or collectively, respectively. 

  
 Page 2

  
 2.11 “Release
Period” shall be as defined in Section 3.2. 
 2.12 “Retention Payment” shall be as defined in
Section 3.1. 
 2.13 “Retention Payment Date” or “Retention Payment Dates” shall be as
defined in Section 3.1. 
 2.14 “Retention Period” shall be as defined in Section 1. 

2.15 “Separation Date” shall mean the date specified in the Notice of Separation (which may be immediate) as the date
upon which Executive’s employment with the Company is to terminate. 
 3. RETENTION PAYMENT 

3.1 In General. In consideration of Executive’s agreement to continue employment with the Company during the Retention Period,
Executive is eligible to earn a retention payment of up to one million nine-hundred thirty-seven thousand five-hundred dollars ($1,937,500) (“Retention Payment”), if Executive remains actively employed until the last day of the Retention
Period. The Retention Payment shall be payable to Executive in two installments, each of which vests and is payable as follows: (i) the first installment of nine-hundred thirty-seven thousand five-hundred dollars ($937,500) shall vest upon the
earlier of: the date in 2011 that the Company files its Form 10-K for the 2010 fiscal year, or December 31, 2011 and shall be payable to Executive on the earlier of: within thirty (30) days after the Company files its Form 10-K for the
2010 fiscal year or December 31, 2011, and (ii) the second installment of one million dollars ($1,000,000) shall vest upon the earlier of: the date in 2012 that the Company files its Form 10-K for the 2011 fiscal year, or December 31,
2012 and shall be payable to Executive on the earlier of: within thirty (30) days after the Company files its Form 10-K for the 2011 fiscal year or December 31, 2012 (each payment date, a “Retention Payment Date” and
collectively, the “Retention Payment Dates”); provided that, for Executive to become irrevocably vested in each Retention Payment, Executive must remain actively employed until such Retention Payment vests. If prior to the vesting of any
Retention Payment, Executive’s employment is terminated: (i) by the Company as a result of a termination for Cause, or (ii) by Executive for any reason, the remaining portion of the Retention Payment which has not yet vested shall be
immediately forfeited. Upon Executive’s receipt of the full Retention Payment under this Agreement, the Company shall have no further obligation to Executive with respect to the subject matter under this Agreement. This Agreement shall
terminate upon the expiration of the Retention Period. 
 3.2 Retention Payment Upon Involuntary Termination Without
Cause. If Executive’s employment is involuntarily terminated prior to the end of the Retention Period by the Company for any reason other than Cause, any such termination shall result in an immediate vesting of the remaining portion of the
Retention Payment which has not yet vested. Such Retention Payment shall be payable to Executive in addition to any severance benefits that may be payable to Executive pursuant to the Offer Letter upon separation from employment, or as set forth in
any then applicable Change in Control Agreement the Executive and the Company may be Parties to. Any amounts due under this Section 3.2 by Company are contingent upon Executive executing the Company’s customary release and
covenant-not-to-sue agreement in favor of the Company, its officers, directors, employees, agents, parent corporation or subsidiaries, affiliates or divisions, its successors, assigns, beneficiaries, servants, legal representatives, insures and
heirs. The Company shall provide the proposed release to Executive not later than seven (7) days following Executive’s Separation Date. Executive must (i) execute and return the release to the Employer within the period specified in
the release (which will not be more than 45 days after the Employer delivers the release to Executive) and (ii) not revoke the release within any seven-day revocation period that applies to Executive under the Age Discrimination in Employment
Act of 1967, as amended; the total period of time described in (i) and (ii) above is the “Release Period.” If Executive has not executed and delivered the release to the Company, and the release has not become irrevocable, as
specified above, the Company’s obligations under this Section 3.2 will terminate. Otherwise, the Company will make payment of the amount payable under this Section 3.2 to Executive within fifteen (15) days after the expiration of
the Release Period. 

  
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 3.3
Section 409A. Any Retention Payment paid pursuant to Sections 3.1 or 3.2 is intended to constitute a payment pursuant to the “short-term deferral” exception under Code Section 409A as set forth in
Section 1.409A-1(b)(4) of the Treasury Regulations, and this Agreement shall be interpreted consistent with such intent. To the extent applicable, this Agreement shall at all times be operated in accordance with the requirements of Code
Section 409A, including any applicable exceptions. The Company shall have authority to take action, or refrain from taking any action, with respect to the payments and benefits under this Agreement that is reasonably necessary to comply with
Code Section 409A. If, at the time of Executive’s separation from service (within the meaning of Code Section 409A), (i) Executive is a specified employee (within the meaning of Code Section 409A and using the identification
methodology selected by the Company from time to time) and (ii) the Company shall make a good faith determination that an amount payable hereunder constitutes nonqualified deferred compensation (within the meaning of Code Section 409A) the
payment of which is required to be delayed pursuant to the six-month delay rule set forth in Code Section 409A in order to avoid taxes or penalties under Code Section 409A, then the Company shall not pay such amount on the otherwise
scheduled payment date but shall instead accumulate such amount and pay it on the first business day after such six-month period. Any payment under Section 3.2 shall be triggered only by a “separation from service” within the meaning
of Code Section 409A. 
 3.4 Recoupment. If, as a result of Executive’s misconduct, the Company is
required to prepare an accounting restatement due to the Company’s material noncompliance with any financial reporting requirement under the securities laws, Executive shall repay that portion of the Retention Payment requested by the Board;
provided that, the Chair of the Audit Committee of the Board shall determine that the Executive personally engaged in the misconduct after providing the Executive thirty (30) days notice in writing specifying the actions or inactions claimed to
constitute misconduct resulting in the financial restatement and providing the Executive with the opportunity to respond to such allegations before any final decision is made. Any act, or failure to act, based upon authority given pursuant to a
resolution duty adopted by the Board or upon the instructions of the Chief Executive Officer or a senior officer of the Company or based upon the advice of counsel for the Company shall be conclusively presumed to be done, or omitted to be done, by
the Executive in good faith and in the best interests of the Company. The Executive shall not be required to repay any portion of the Retention Payments unless and until there shall have been delivered to the Executive a copy of a resolution duly
adopted by the Board, finding that, in the good faith opinion of the Board, the Executive is guilty of the conduct described in this paragraph. 

  
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 4. 2010 BONUS

 Executive’s bonus for 2010, payable in 2011 under the provisions of the Company’s annual corporate bonus plan
(the “Annual Bonus Plan”), shall be paid to Executive at the target amount (75% of base salary), regardless of Company performance. Such bonus shall be paid at the time specified for the payment of bonuses generally under the Annual Bonus
Plan. 
 5. MISCELLANEOUS 
 5.1 Non-Exclusivity of Rights. Nothing in this Agreement shall prevent or limit Executive’s continuing or future participation in any plan, practice, policy or program provided by the Company
for which Executive may qualify, nor shall anything in this Agreement limit or otherwise affect any rights Executive may have under any contract or agreement with the Company. 
 5.2 Withholding. The Company may deduct and withhold from any amounts payable under this Agreement such federal, state, local, foreign or other taxes as are required to be withheld pursuant to any
applicable law or regulation. 
 5.3 Assignment. This Agreement is personal to Executive and, without the prior written
consent of the Company, shall not be assignable by Executive otherwise than by will or the laws of descent and distribution, and any assignment in violation of this Agreement shall be void. 

5.4 Successors; Binding Agreement. In addition to any obligations imposed by law upon any successor to the Company, the Company
will require any successor (whether direct or indirect, by purchase, merger, consolidation or otherwise) to all or substantially all of the business and/or assets of the Company, to expressly assume and agree to perform this Agreement, in the same
manner and to the same extent that the Company would be required to perform it if no such succession had taken place. 
 5.5
Notices. All notices, requests, demands and other communications required or permitted hereunder shall be in writing and shall be deemed to have been duly given when delivered or seven days after mailing if mailed first class, certified mail,
postage prepaid, addressed as follows: 
  

			
	If to the Company:	  	Office Depot, Inc.
		  	c/o EVP, Human Resources
		  	6600 North Military Trail
		  	Boca Raton, Florida 33496
		
	If to Executive:	  	To Executive’s last known address on file with the Company.

 Any Party may change the address to which notices, requests, demands and other communications shall be delivered or mailed by giving notice thereof to the other Party in the same manner provided herein.

  
 Page 5

  
 5.6 Entire
Agreement. This Agreement sets forth the entire agreement of the Parties hereto in respect of the subject matter contained herein and, except as otherwise provided herein, supersedes all prior agreements, promises, covenants, arrangements,
communications, representations or warranties, whether oral or written, by any officer, employee or representative of any Party hereto, and any prior agreement of the Parties hereto in respect of the subject matter contained herein is hereby
terminated and canceled. None of the Parties shall be liable or bound to any other Party in any manner by any representations and warranties or covenants relating to such subject matter except as specifically set forth herein. 

5.7 Severability. If any term or provision of this Agreement is invalid, illegal or incapable of being enforced by any applicable
law or public policy, all other conditions and provisions of this Agreement shall nonetheless remain in full force and effect so long as the economic and legal substance of the transactions contemplated by this Agreement is not affected in any
manner materially adverse to any Party. Upon any such determination that any term or other provision is invalid, illegal or incapable of being enforced, the Parties hereto shall negotiate in good faith to modify this Agreement so as to effect the
original intent of the Parties as closely as possible in a mutually acceptable manner in order that the transactions contemplated hereby be consummated as originally contemplated to the fullest extent possible. 

5.8 Waiver. Failure of either Party to insist, in one or more instances, on performance by the other in strict accordance with the
terms and conditions of this Agreement shall not be deemed a waiver or relinquishment of any right granted in this Agreement or the future performance of any such term or condition or of any other term or condition of this Agreement, unless such
waiver is contained in a writing signed by the Party making the waiver. 
 5.9 Amendments and Modifications. No provision
of this Agreement may be amended, modified, waived or discharged except by a written document signed by Executive and a duly authorized officer of the Company. The failure of a Party to insist upon strict adherence to any term of this Agreement on
any occasion shall not be considered a waiver of such Party’s rights or deprive such Party of the right thereafter to insist upon strict adherence to that term or any other term of this Agreement. No failure or delay by either Party in
exercising any right or power hereunder will operate as a waiver thereof, nor will any single or partial exercise of any such right or power, or any abandonment of any steps to enforce such right or power, preclude any other or further exercise
thereof or the exercise of any other right or power. No agreements or representations, oral or otherwise, express or implied, with respect to the subject matter hereof have been made by either Party, which are not set forth expressly in this
Agreement. 
 5.10 Governing Law. The validity and effect of this Agreement shall be governed by and be construed and
enforced in accordance with the laws of the State of Florida. 
 * * * * * 

  
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 IN WITNESS WHEREOF,
the Parties have executed this Agreement as of the day and year set forth below. 
  

			
	EXECUTIVE:
		
	By:	 	 /s/ Michael D. Newman

		 	Michael D. Newman
		
	Date:	 	 November 4, 2010

	
	EMPLOYER:
		
	By:	 	 /s/ Neil R. Austrian

		 	Neil R. Austrian
		 	Interim Chairman and Chief Executive Officer
		
	Date:	 	 November 4, 2010

  
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