Document:

Amended and Restated Retention Agreement

 Exhibit 10.5 
  
 AMENDED AND RESTATED RETENTION AGREEMENT 
  
 This Amended and Restated Retention Agreement (“Agreement”) dated as of the 29th day of March, 2004 between Motorola, Inc., including its Subsidiaries and
Affiliates (the “Company”) and Chris Belden (“Belden”). In consideration of the mutual promises contained herein and other good and valuable consideration, the parties hereto agree as follows: 
  

	 	1.	Belden shall remain in the employ of the Company in its Semiconductor Products Sector or its successor as an employee at will, subject to the terms of this Agreement.

  

	 	2.	Belden shall be entitled to the Separation Benefits provided in Section 5 below (x) if the Company, or a successor employer (“Successor”) who becomes a successor employer to the
Company, its assets or its businesses through a merger, purchase of Company assets, joint venture, or other business restructuring (“Restructuring”), terminates his employment involuntarily for any reason other than Cause or (y) if Belden
voluntarily terminates his employment with the Company after the occurrence of an event giving rise to Good Reason or (z) prior to the second anniversary of the effective date of a Restructuring that results in Belden becoming employed by a
Successor, Belden voluntarily terminates his employment with such Successor after the occurrence of an event giving rise to Good Reason. Notwithstanding the foregoing, Belden shall not be entitled to receive Separation Benefits under this Agreement,
if he is entitled to receive Separation Benefits under the Motorola, Inc. Corporate Officer Transition Change in Control Severance Plan or the Motorola, Inc. Corporate Officer Change in Control Severance Plan or Belden’s individual Change in
Control Agreement dated September 8, 1999. The termination of Belden’s employment with the Company solely as a result of a Restructuring shall not constitute a termination of employment hereunder, as long as Belden remains employed with the
Successor, and the Successor remains bound by this Agreement. 

  

	 	3.	For purposes of this Agreement, “Cause” shall mean (i) Belden’s conviction of any criminal violation involving dishonesty, fraud or breach of trust or (ii) Belden’s
willful engagement in gross misconduct in the performance of Belden’s duties that materially injures the Company. 

  

	 	4.	For purposes of this Agreement, “Good Reason” shall mean that, without Belden’s written consent, (i) Belden is assigned duties materially less favorable than his current
position, duties, responsibilities and status with the Company, or Belden’s current position, authority, duties or responsibilities are materially diminished, (ii) the Company or a Successor reduces Belden’s annual base salary or target
incentive opportunity under the Company’s annual incentive plan, such target incentive opportunity as in effect on the effective date of this Agreement or as the same may be increased from time to time, unless such target incentive opportunity
is replaced by a substantially equivalent substitute opportunity, (iii) 

  

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 the Company or a Successor requires Belden regularly to perform his duties of employment outside the continental
United States, or (iv) the Company fails to obtain a satisfactory agreement from any Successor to assume and perform this Agreement. 
  

	5.	(a) If Belden’s employment is terminated under circumstances which entitle him to Separation Benefits under this Section 5, then the Company or a Successor shall pay Belden, in a lump
sum in cash within ten (10) days after the date of termination, the aggregate of the following amounts which benefits, except as provided in Section 6 below, shall be in addition to any other benefits to which Belden is entitled other than by reason
of this Agreement: (i) unpaid salary with respect to any vacation days accrued but not taken as of the date of termination; (ii) accrued but unpaid salary through the date of termination, (iii) any earned but unpaid annual incentive bonuses from the
fiscal year immediately preceding the year in which the date of termination occurs; (iv) the product of (A) the Belden’s target bonus for the fiscal year in which the date of termination occurs (which for purposes of this Section 5 in no event
shall be less than Belden’s target bonus for the fiscal year 2001) and (B) a fraction, the numerator of which is the number of days in the then current fiscal year through the date of termination and the denominator of which is 365; (v) an
amount equal to two (2) times Belden’s highest annual base salary in effect at any time during the period commencing three (3) years preceding the date of termination and ending on the date of termination, and (vi) an amount equal to two (2)
times the highest annual bonus, including any bonus or portion thereof that has been earned but deferred (and annualized for any fiscal year consisting of less than twelve (12) full months or during which Belden was employed for less than twelve
(12) full months), Belden received from the Company and/or a Successor during the five (5) full fiscal years of the Company and/or a Successor immediately preceding the date of termination. 

  
 (b) If Belden’s employment is terminated under circumstances which
entitle him to Separation Benefits under this Section 5, for two (2) years after the date of termination, or such longer period as may be provided by the terms of the appropriate plan, program, practice or policy, the Company or a Successor shall
continue health, medical, life and long-term disability insurance benefits to Belden and/or his family at least equal to those that would have been provided in accordance with the health, medical, life and long-term disability insurance plans,
programs, practices and policies of the Company in effect immediately prior to his date of termination or the date Belden becomes employed by a Successor (whichever occurs earlier) if Belden’s employment had not been terminated on the same
terms and conditions (including any applicable required employee contributions), provided, however, that, if Belden becomes reemployed with another employer and becomes eligible to receive medical or other welfare benefits under
another employer provided plan, the medical and other welfare benefits described herein shall be secondary to those provided under such other plan during such applicable period of eligibility. If the terms of the applicable plan, program, practice
or policy do not permit the participation of Belden or his 
  

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 family, the Company or a Successor shall continue to provide the benefits described above on the same after-tax
basis as if such benefits were provided under such plan, program, practice or policy. For purposes of determining eligibility (but not the time of commencement of benefits) of Belden for retiree medical benefits pursuant to such plans, practices,
programs and policies, Belden shall be considered to have remained employed until two (2) years after the date of termination and to have retired on the last day of such period (and to have attained two (2) additional years of age), and such
benefits (and the terms and conditions of such benefits) shall be no less favorable than as in effect immediately prior to Belden’s date of termination or date Belden becomes employed by a Successor (whichever occurs earlier). Following the end
of the period during which medical benefits are provided to Belden under this Section 5(b), Belden shall be eligible for continued health coverage as required by Section 4980B of the Internal Revenue Code or other applicable law, as if Belden’s
employment had terminated as of the end of such period. 
  
 (c) Except as provided in Section 5(b), Belden shall not be required to mitigate the amount of any payment provided for in this Section 5 by seeking other employment or otherwise, nor shall the amount of any payment or benefit provided for
in this Section 5 be reduced by any compensation earned by Belden as the result of employment by another employer or by retirement benefits after the date of termination, or otherwise, or by any set-off, counterclaim, recoupment, or other claim
right or action the Company or a Successor may have against Belden or others. 
  
 (d) Anything in this Agreement to the contrary notwithstanding and except as set forth below, in the event it shall be determined that any Payment (as hereinafter defined) would be subject to the Excise Tax (as hereinafter
defined), then Belden shall be entitled to receive an additional payment (the “Gross-Up Payment”) in an amount such that, after payment by Belden of all taxes (and any interest or penalties imposed with respect to such taxes), including,
without limitation, any income taxes (and any interest and penalties imposed with respect thereto), employment taxes and Excise Tax imposed upon the Gross-Up Payment, Belden retains an amount of the Gross-Up Payment equal to the Excise Tax imposed
upon the Payments. Notwithstanding the foregoing provisions of this Section 5(d), if it shall be determined that Belden is entitled to the Gross-Up Payment, but that the Parachute Value (as hereinafter defined) of all Payments do not exceed 110% of
the Safe Harbor Amount (as hereinafter defined), then no Gross-Up Payment shall be made to Belden and the amounts payable under this Agreement shall be reduced so that the Parachute Value of all Payments, in the aggregate, equals the Safe Harbor
Amount. The reduction of the amounts payable hereunder, if applicable, shall be made by first reducing the payments under Section 5(a)(v), unless an alternative method of reduction is elected by Belden, and in any event shall be made in such a
manner as to maximize the Value (as hereinafter defined) of all Payments actually made to Belden. For purposes of reducing the Payments to the Safe Harbor Amount, only amounts payable under this Agreement (and no other payments) shall be reduced. If
the reduction of the 
  

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 amount payable under this Agreement would not result in a reduction of the Parachute Value of all Payments to the
Safe Harbor Amount, no amounts payable under the Agreement shall be reduced pursuant to this Section 5(d). The Company’s obligation to make Gross-Up Payments under this Section 5(d) shall not be conditioned upon Belden’s termination of
employment. 
  
 (e) Subject to the provisions of Section
5(f), all determinations required to be made under Section 5(d), including whether and when a Gross-Up Payment is required, the amount of such Gross-Up Payment, Belden’s “net after tax benefit” and the assumptions to be utilized in
arriving at such determinations, shall be made by KPMG LLP (the “Accounting Firm”). The Accounting Firm shall provide detailed supporting calculations both to the Company and Belden within fifteen (15) business days of the receipt of
notice from Belden that there has been a Payment or such earlier time as is requested by the Company. In the event that the Accounting Firm is serving as accountant or auditor for the individual, entity or group that is the Successor, the Company or
Successor shall appoint another nationally recognized accounting firm to make the determinations required hereunder (which accounting firm shall then be referred to as the Accounting Firm hereunder). All fees and expenses of the Accounting Firm
shall be borne solely by the Company or Successor. Any Gross-Up Payment, as determined pursuant to this Section 5, shall be paid by the Company to Belden within ten (10) days of the receipt of the Accounting Firm’s determination. Any
determination by the Accounting Firm shall be binding upon the Company (or Successor) and Belden. As a result of the uncertainty in the application of Section 4999 of the Code at the time of the initial determination by the Accounting Firm
hereunder, it is possible that Gross-Up Payments that will not have been made by the Company or Successor should have been made (the “Underpayment”), consistent with the calculations required to be made hereunder. In the event the Company
exhausts its remedies pursuant to Section 5(f) and Belden thereafter is required to make a payment of any Excise Tax, the Accounting Firm shall determine the amount of the Underpayment that has occurred and any such Underpayment shall be promptly
paid by the Company or Successor to or for the benefit of Belden. 
  
 (f) Belden shall notify the Company or Successor in writing of any claim by the Internal Revenue Service that, if successful, would require the payment by the Company or Successor of the Gross-Up Payment. Such notification shall be given as
soon as practicable, but no later than ten (10) business days after Belden is informed in writing of such claim. Belden shall apprise the Company or Successor of the nature of such claim and the date on which such claim is requested to be paid.
Belden shall not pay such claim prior to the expiration of the 30-day period following the date on which he gives such notice to the Company or Successor (or such shorter period ending on the date that any payment of taxes with respect to such claim
is due). If the Company or Successor notifies Belden in writing prior to the expiration of such period that the Company or Successor desires to contest such claim, Belden shall: 
  

 4 

	 	(1)	give the Company or Successor any information reasonably requested by it relating to such claim, 

  

	 	(2)	take such action in connection with contesting such claim as the Company or Successor shall reasonably request in writing from time to time, including, without limitation, accepting legal
representation with respect to such claim by an attorney reasonably selected by the Company or Successor, 

  

	 	(3)	cooperate with the Company or Successor in good faith in order effectively to contest such claim, and 

  

	 	(4)	permit the Company or Successor to participate in any proceedings relating to such claim; 

  
 provided, however, that the Company or Successor shall bear and pay directly all costs and expenses (including additional
interest and penalties) incurred in connection with such contest, and shall indemnify and hold Belden harmless, on an after-tax basis, for any Excise Tax or income tax (including interest and penalties) imposed as a result of such representation and
payment of costs and expenses. Without limitation on the foregoing provisions of this Section 5(f), the Company or Successor shall control all proceedings taken in connection with such contest, and, at its sole discretion, may pursue or forgo any
and all administrative appeals, proceedings, hearings and conferences with the applicable taxing authority in respect of such claim and may, at its sole discretion, either direct Belden to pay the tax claimed and sue for a refund or contest the
claim in any permissible manner, and Belden agrees to prosecute such contest to a determination before any administrative tribunal, in a court of initial jurisdiction and in one (1) or more appellate courts, as the Company or Successor shall
determine; provided, however, that, if the Company or Successor directs Belden to pay such claim and sue for a refund, the Company or Successor shall advance the amount of such payment to Belden, on an interest-free basis, and shall indemnify
and hold him harmless, on an after-tax basis, from any Excise Tax or income tax (including interest or penalties) imposed with respect to such advance or with respect to any imputed income in connection with such advance; and provided,
further, that any extension of the statute of limitations relating to payment of taxes for Belden’s taxable year with respect to which such contested amount is claimed to be due is limited solely to such contested amount. Furthermore, the
Company’s or Successor’s control of the contest shall be limited to issues with respect to which the Gross-Up Payment would be payable hereunder, and Belden shall be entitled to settle or contest, as the case may be, any other issue raised
by the Internal Revenue Service or any other taxing authority. 
  
 (g) If, after the receipt by Belden of an amount advanced by the Company or Successor pursuant to Section 5(f), Belden becomes entitled to receive any refund with respect to such claim, Belden shall (subject to the Company’s or
Successor’s complying with the requirements of Section 5(f)) promptly pay to the 
  

 5 

 Company or Successor the amount of such refund (together with any interest paid or credited thereon after taxes
applicable thereto). If, after the receipt by Belden of an amount advanced by the Company or Successor pursuant to Section 5(f), a determination is made that Belden shall not be entitled to any refund with respect to such claim and the Company or
Successor does not notify Belden in writing of its intent to contest such denial of refund prior to the expiration of thirty (30) days after such determination, then such advance shall be forgiven and shall not be required to be repaid and the
amount of such advance shall offset, to the extent thereof, the amount of Gross-Up Payment required to be paid. 
  
 (h) Notwithstanding any other provision of this Section 5, the Company or Successor may, in its sole discretion, withhold and pay over to the
Internal Revenue Service or any other applicable taxing authority, for the benefit of Belden, all or any portion of the Gross-Up Payment, and Belden hereby consents to such withholding; provided, that, such withholding and payment shall in no
event place Belden in a less favorable tax position than had such payments been made to Belden by the Company. 
  
 (i) Definitions. The following terms shall have the following meanings for purposes of this Section 5. 
  

	 	(i)	“Excise Tax” shall mean the excise tax imposed by Section 4999 of the Code, together with any interest or penalties imposed with respect to such excise tax.

  

	 	(ii)	The “Net After-Tax Amount” of a Payment shall mean the Value of a Payment net of all taxes imposed on Belden with respect thereto under Sections 1 and 4999 of the Code and
applicable state and local law, determined by applying the highest marginal rates that are expected to apply to Belden’s taxable income for the taxable year in which the Payment is made. 

  

	 	(iii)	“Parachute Value” of a Payment shall mean the present value as of the date of the change of control for purposes of Section 280G of the Code of the portion of such Payment that
constitutes a “parachute payment” under Section 280G(b)(2), as determined by the Accounting Firm for purposes of determining whether and to what extent the Excise Tax will apply to such Payment. 

  

	 	(iv)	A “Payment” shall mean any payment or distribution in the nature of compensation (within the meaning of Section 280G(b)(2) of the Code) to or for the benefit of Belden, whether paid
or payable pursuant to this Agreement or otherwise. 

  

	 	(v)	The “Safe Harbor Amount” means the maximum Parachute Value of all Payments that Belden can receive without any Payments being subject to the Excise Tax. 

  

 6 

	 	(vi)	“Value” of a Payment shall mean the economic present value of a Payment as of the date of the change of control for purposes of Section 280G of the Code, as determined by the
Accounting Firm using the discount rate required by 280G(d)(4) of the Code. 

  

	6.	Except to the extent expressly set forth herein, any benefit or compensation to which Belden is entitled under any agreement between Belden and the Company or a Successor or any of their
Subsidiaries or under any plan maintained by the Company or a Successor or any of their Subsidiaries in which Belden participates or participated shall not be modified or lessened in any way, but shall be payable according to the terms of the
applicable plan or agreement. Notwithstanding the foregoing, any benefits received by Belden pursuant to this Agreement shall be in lieu of any severance benefits to which Belden would otherwise be entitled under any general severance policy or
other severance plan maintained by the Company for its management personnel, except the Motorola, Inc. Corporate Officer Transition Change in Control Severance Plan or the Motorola, Inc. Corporate Officer Change in Control Severance Plan or
Belden’s individual Change in Control Agreement dated September 8, 1999. 

  

	7.	If Separation Benefits have not been triggered, this Agreement shall expire on October 2, 2004. If Separation Benefits have been triggered occurs while this Agreement is in effect, this
Agreement shall continue in full force and effect for at least two (2) years following such triggering event, and shall not terminate or expire until after Belden shall have received such payments in full. 

  

	8.	This Agreement shall bind any Successor in the same manner and to the same extent that the Company would be obligated under this Agreement if no succession had taken place. In the case of any
transaction in which a Successor would not by the foregoing provision or by operation of law be bound by this Plan, the Company shall require such successor expressly and unconditionally to assume and agree to perform the Company’s obligations
under this Agreement, in the same manner and to the same extent that the Company would be required to perform if no such succession had taken place. 

  

	9.	No interest of Belden or Belden’s spouse or any other beneficiary under this Plan, or any right to receive payment hereunder, shall be subject in any manner to sale, transfer,
assignment, pledge, attachment, garnishment, or other alienation or encumbrance of any kind, nor may such interest or right to receive a payment or distribution be taken, voluntarily or involuntarily, for the satisfaction of the obligations or debts
of, or other claims against, Belden, his spouse or other beneficiary, including for alimony. 

  

	10.	For the purpose of this Agreement, notices and all other communications provided for in this Agreement shall be in writing and shall be deemed to have been duly given when actually delivered
or mailed by United States registered mail, return 

  
  

 7 

 receipt requested, postage prepaid, addressed to the Company or a Successor at its corporate headquarters address,
and to Belden (at the last address of Belden on the Company’s or Successor’s books and records), provided, that all notices to the Company shall be directed to the attention of the General Counsel. 
  

	11.	This Agreement does not constitute a contract of employment or impose on Belden or the Company any obligation for Belden to remain an employee or change the status of Belden’s employment
or the policies of the Company regarding termination of employment. 

  

	12.	The invalidity or unenforceability of any provision of the Agreement shall not affect the validity or enforceability of any other provision of the Agreement, which shall remain in full force
and effect, and any prohibition or unenforceability in any jurisdiction shall not invalidate or render unenforceable such provision in any other jurisdiction. 

  

	13.	The validity, interpretation, construction and performance of the Agreement shall in all respects be governed by the laws of Illinois, without reference to principles of conflict of law,
except to the extent pre-empted by Federal law. 

  

 8 

	14.	Belden shall keep the existence and terms of this Agreement strictly confidential, except that he may share the terms with his attorneys and financial advisors for purposes of obtaining
advice, and with his spouse. 

  
 IN WITNESS WHEREOF, the parties hereto have
caused this Agreement to be executed as of the day and year first above written. 
  

															
	 Motorola, Inc.
	 	 	 	 	 	 	 	 	 	 Chris Belden

							
	By:	 	                                      
                                       
 	 	 	 	 	 	 	 	 	 	                                      
                                        
        
								
	Date:	 	                                      
                                       
 	 	 	 	 	 	 	 	 	 	Date:	 	                                      
                                       
 

  

 9Letter Agreement between Motorola and Dr. Claudine Simson

 Exhibit 10.6 
  
 February 27, 2003 
  

 
 Dr. Claudine Simson 
 290 Sandridge Road 
 Ottawa, Ontario, Canada KIL5A2 
  
 Dear
Dr. Simson: 
  
 Thank you for your interest in joining the Motorola Team. As you
know, Motorola is one of the world’s premier corporations, globally recognized as a leading provider of wireless communications, semiconductors and advanced electronic systems, components and services. We think you could make significant
contributions to Motorola’s future success, and we hope that you will become part of our Motorola Team. 
  
 By letter dated February 19, 2003, we offered you the position of Corporate Vice President and Chief Technical Officer, Semiconductor Products Sector, located in Austin, Texas and reporting to Chris Belden, Corporate
Vice President and General Manager, Technology and Manufacturing, Semiconductor Products Sector. This letter contains the terms of an amended offer of employment developed following discussions with you. The offer of employment contained in this
letter supersedes and replaces in its entirety any prior written or verbal offer of employment or discussion of terms or conditions of employment. 
  
 Cash Compensation 
  
 Your gross base salary will be US$14,423.07 paid on a bi-weekly basis, which is the equivalent of an annual salary of US$375,000. In addition, within thirty (30) business days of the commencement of your employment,
Motorola will pay you a sign-on bonus in the amount of US$395,000 (less applicable taxes and withholding). By accepting this offer of employment, you agree that if you voluntarily terminate your employment with Motorola or if you are terminated for
Cause within two years of your employment commencement date, you will repay the entire gross amount of the sign-on bonus to Motorola in full within 60 days after the termination of your employment. By your acceptance of this offer, you further agree
that Motorola may withhold this amount from any funds owed to you at the time of your termination. 
  
 You will also be eligible to participate in the Motorola Incentive Plan (“MIP”) for the 2003 plan year. Your target incentive under the program will be 75% of your annual base salary, but the actual amount
of any such award is within the discretion of Motorola. Actual awards are based on individual as well as organizational performance and are paid annually, typically during the end of the first quarter. The award may be at, above or below the target
level, but you can potentially earn up to 200% of your target award. 
  
 Equity
Compensation 
  
 Stock Options 
 In addition to your base salary, you will be granted the option to purchase 200,000 shares of Motorola common stock. The options will have a ten-year term and vest 10% on
the first anniversary of the grant, 20% on the second anniversary, 30% on the third anniversary and 40% on the fourth anniversary. This will be your only stock option grant in 2003. The option grant price will be the Fair Market Value, as determined
under the Plan, on the later of your date of employment or the date of approval by the Compensation Committee of the Board of Directors, or its delegate. These and all other conditions 

 Dr. Claudine Simson 
 April 1, 2004 
 Page 2 
  

surrounding the grant are outlined in a separate Stock Option Award Document and a Stock Option Consideration Agreement that must be signed as a condition of the
grant. 
  
 In each of 2004 and 2005, respectively, assuming good performance and
continued employment, you will be granted the option to purchase the lesser of 200,000 shares, or the number of shares representing US$2.4M in value for 2004 and $3.2M in value for 2005 on the grant date, of Motorola common stock in the general
stock option grant for each of those years. The options will have a ten-year term and vest equally over the first four years, i.e., 25% on each anniversary of the grant. The option grant price will be the Fair Market Value, as determined under the
Plan, on the date of each grant. These and all other conditions surrounding the grants will be outlined in separate Stock Option Award Documents and Stock Option Consideration Agreements accompanying each grant. The Stock Option Consideration
Agreements must be signed as a condition of your receiving each grant. 
  
 Opportunities to receive grants of stock options after 2005 will be based on business and individual performance. 
  
 Termination without Cause 
  
 If Motorola terminates your employment without Cause any time within the twenty-four month period beginning on the date you commence employment, you shall be entitled, in
addition to any salary owed to you for days worked up to and including the date of termination, to severance pay in the amount of US$375,000 (less applicable withholding and taxes). You understand that you will not be eligible to receive severance
or benefits under any other Motorola, Inc. voluntary or involuntary severance plan during this period. You further understand that you are not entitled to this severance if your employment ends due to your voluntary resignation or termination for
Cause. If your employment with Motorola continues beyond this twenty-four month period, you understand and agree that your employment from that point forward will be on an at-will basis, and that you no longer have a right to receive severance from
Motorola. Your eligibility for any severance after the initial twenty-four month period will depend upon the terms of any applicable Motorola severance plan in effect on the date of your termination. 
  
 Additional Officer Rewards Programs 
  
 As a Corporate Vice President, you will also enjoy other significant benefits as outlined
below: 
  

	 	•	The Executive Automobile Plan. You will be given the option to use a new company-owned vehicle, within the following guidelines: 

  

	 	-	2 year option US$38,000 maximum Company cost 

  

	 	-	3 year option US$45,500 maximum Company cost 

  
 Allowances are re-established annually. A separate allowance of up to US$400 is provided for the purchase and installation of an alarm system on the
chosen vehicle. Further details of the Executive Automobile Plan will be provided to you upon hire. 
  

	 	•	The Executive Financial Planning Program. The plan benefit provides up to US$10,000 in the first year and US$7,000 per year in subsequent years for financial planning,
tax planning and preparation, and estate planning. 

 Dr. Claudine Simson 
 April 1, 2004 
 Page 3 
  

	 	•	The Executive Residential Security Program. This program provides you and your family the protection of a professionally designed home security system. The Company
will link the system to a Motorola approved alarm reporting location, with the cost of this monitoring paid. 

  

	 	•	Change in Control Protection. You will be entitled to all benefits provided to participants under the Motorola, Inc. Corporate Officer Change in Control Plan in
accordance with the terms thereof.  

  

	 	•	Reimbursement for Tax Loss. Motorola shall reimburse you for the tax losses resulting from the disposition of any financial assets that you are required by law to
dispose of as you emigrate from Canada. Provided that, the total amount of reimbursement Motorola will provide shall not exceed US$300, 000. You will be required to provide written evidence of the tax loss incurred in order to receive reimbursement.
Any such request for reimbursement must be received within 12 months of the commencement of your employment. 

  

	 	•	Relocation Benefits. Motorola also will provide relocation benefits as outlined in the Relocation Policy. Our Motorola Relocation Services Group will ensure that you
are provided with the necessary benefits and service to facilitate a smooth transition to your new location. Our program is designed around your needs and provides you with substantial support to assist you in your relocation. Someone from our
Relocation Services Group will contact you to review your requirements. If you voluntarily terminate your employment with Motorola or if you are terminated for Cause within two years of your employment commencement date, all relocation expenses
incurred on your behalf must be repaid to Motorola, otherwise you shall have no obligation to return such amounts. 

  

	 	•	Health and Welfare Benefits. You will immediately begin participation in all of Motorola’s comprehensive U.S. health and welfare benefit programs available to
other senior executives. Information on your Motorola benefits package will be provided under separate cover. As a Corporate Vice President, you will also participate in the Executive Life Insurance Plan. Under this Plan, you will be entitled to an
additional benefit equal to 3.5 times your base salary given your current age. This benefit extends into retirement with a benefit multiple based on your age at death. 

  

	 	•	Retirement Benefits. You will also begin immediate participation in Motorola’s retirement benefit programs. Our U.S. programs include a 401(k) Profit Sharing
Plan, MOTsharesm (employee stock purchase plan), and our Portable and Supplemental Pension Plans. 

  

	 	•	Management Deferred Compensation Plan. Beginning immediately upon the commencement of your employment, you will be eligible to participate in Motorola’s
Management Deferred Compensation Plan. For the 2003 plan year, you will be eligible to defer up to 80% of your base salary. Beginning in the 2004 plan year, you will also be eligible to elect annual deferrals of up to 100% of your MIP bonus
(described above), respectively. 

  
 Miscellaneous

  
 This offer, your acceptance and the terms and conditions of your
employment shall be governed by the law of the State of Illinois, U.S.A. 

 Dr. Claudine Simson 
 April 1, 2004 
 Page 4 
  

This offer is contingent on satisfactory completion of Motorola’s pre-employment drug testing requirement within 60 days prior to your start date, satisfactory
results of a background investigation and your ability to obtain a Government Security Clearance if it is necessary for the position you are being hired for. 
  
 This offer is also contingent upon proof of employment eligibility in the U.S. and compliance with export control requirements. Should an export control license be
required, please be advised that your employment will be conditioned upon issuance of such license. Should you choose to accept this offer, as required by law, we must verify your employment eligibility on Form I-9 the day you begin your employment,
so you will be asked to provide documentation that establishes your identity and authorizes you to work in the United States. Furthermore, if applicable, you must always maintain your visa status throughout your tenure with the company, as it is
Motorola’s policy to comply with all immigration laws and regulations. We will work closely with you and your management to obtain work authorization as needed. We ask that you maintain close contact with our Global Immigration Services, as
necessary, to permit them to assist you at each stage of the immigration process and answer questions about the legal issues or corporate policies involved. 
  
 You represent and warrant that your employment with Motorola as outlined in this letter do not and will not violate any of your continuing contractual, legal or other
obligations to ipValue or any other previous employer and further that no obligations you have to ipValue will materially interfere with your ability to devote your full attention to your Motorola duties and responsibilities. 
  
 For all purposes in this letter agreement, “Cause” shall mean: (i) Any material
breach by you of any of the representations or commitments made by you in this letter or in any agreement between you and Motorola that, if curable, is not cured within thirty (30) days of notice; (ii) Conviction of, or a plea of “guilty”
or “no contest” to, a felony under the laws of the United States or any state thereof; (iii) Threats or acts of violence or harassment directed at any present, former or prospective employee, independent contractor, vendor, customer or
business partner of Motorola; (iv) Any breach of Motorola’s policies and rules, as may be in effect from time to time during the term of your employment, that would usually result in termination; (v) The sale, possession or use of illegal
weapons or drugs on the premises of the Company or a customer of the Company; (vi) Material misappropriation of the assets of Motorola or other acts of dishonesty at the expense of Motorola; (vii) Willful misconduct or gross negligence in the
performance of duties for Motorola that results in material injury to Motorola or any of its employees, independent contractors, vendors, customers, or business partners; (viii) Violation by you of Motorola’s Business Code of Conduct or any
other attempt by you to improperly secure any personal profit in connection with the business of Motorola or any of its subsidiaries or (ix) any determination by the Securities and Exchange Commission, or any other regulatory agency or court, that
you have committed a violation of the securities laws or regulations, or of the Sarbanes-Oxley Act or regulations. 
  
 For purposes of this letter agreement, “willful misconduct” shall mean acts or failures to act with a lack of good faith or with a lack of reasonable belief
that such actions or failures to act were in the best interest of Motorola or with reasonable cause to believe your acts or failures to act were unlawful. 
  
 Next Steps 
  
 We hope this offer meets with your approval. If so, please sign and return a copy of this letter. The offer contained in this letter will remain open until [Date]. 

 Dr. Claudine Simson 
 April 1, 2004 
 Page 5 
  

Claudine, we are excited about the prospect of you joining the Motorola Team. Please do not hesitate to call me at (512) 895-2021 if you have any questions.

  
 Sincerely, 
  
  
  
 __________________________________________________ 

	
	 David Doolittle

	 Senior Vice President and

	Director of Human Resources, Semiconductor Products Sector
	  
  
 Accepted by:
  
  
 __________________________________________________

	 Dr. Claudine Simson
  

 

	 Date:
  
  
  
 ________________________________
  

 Enclosures 
  

	cc:	Fred Shlapak 

 August 12, 2003 
  
  

			
	 Dr. Claudine Simson
	 	 Via Hand Delivery this Date

  
  
  
 Re: Amendment to Offer Letter 
  
  
 Dear Dr. Simson: 
  
 The purpose
of this letter is to amend the terms contained in the offer of employment Motorola provided to you by letter dated Enter Date. This amendment to the terms of your offer was agreed upon after discussions between you and Motorola.

  
 The offer letter dated Enter Date contains the
following provision: 
  
 Reimbursement for Tax
Loss. Motorola shall reimburse you for the tax losses resulting from the disposition of any financial assets that you are required by law to dispose of as you emigrate from Canada. Provided that, the total amount of reimbursement Motorola
will provide shall not exceed US$300, 000. You will be required to provide written evidence of the tax loss incurred in order to receive reimbursement. Any such request for reimbursement must be received within 12 months of the commencement of your
employment. 
  
 Motorola and you have agreed to eliminate that
provision from the offer letter in its entirety and replace it with the following. The remaining terms and conditions contained in your offer letter remain in force and are unaffected by this amendment. 
  
 Motorola will provide you a total payment of US$300,000 (less withholding,
other taxes, garnishments and liens) to reimburse you for tax losses, if any, resulting from the disposition of any financial assets that you are required by law to dispose of as you emigrate from Canada, and as a retention bonus to encourage you to
remain employed with the Semiconductor Products Sector (“SPS”) of Motorola, Inc. This amount will be paid in two installments. The first installment of $150,000.00 (less withholding, other taxes, garnishments and liens) will be paid on or
within 30 days after September 15, 2003. The second installment of $150,000.00 (less withholding, other taxes, garnishments and liens) will be paid on or within 30 days after November 15, 2003. 
  
 If you accept either or both of these payments, you agree that, if you
should nonetheless voluntarily resign or are terminated for Cause (as defined in your offer letter) from employment with SPS before August 1, 2006, you will repay the total amount of the payment(s) made to you 

 Dr. Claudine Simson 
 April 1, 2004 
 Page 2 
  

 
 by Motorola pursuant to this provision as of the date of your separation.
If you have not made any required repayment pursuant to this letter on or before your last day of work, by your signature below you authorize Motorola to deduct any or all unpaid amounts from any compensation, reimbursements, or other sums that may
otherwise be due you from Motorola. You understand that you will not be required to repay these payment(s) if your employment with SPS is involuntarily terminated other than for cause. You further understand that if your employment with Motorola
ends for any reason prior to November 15, 2003, Motorola has no obligation to make the second installment of this payment to you. 
  
 If the above amended offer and its terms and conditions are acceptable to you, please acknowledge your agreement by signing this letter where indicated below and
returning it to me on or before August 22, 2003. Please do not hesitate to call me at (512) 895-2021 if you have any questions. 
  
 Sincerely, 
  
  
  

	
	 ___________________________________________________
 David Doolittle

	 Senior Vice President and

	Director of Human Resources, Semiconductor Products Sector
	  
  
 Accepted by:
  
  

	 ___________________________________________________
 Dr. Claudine Simson
  
  

	 Date:
  
  
 _________________________________________
  
  

  

	cc:	Chris Belden 

	  	Brett Rodgers

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