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Exhibit 10(t)(t)    
    

         

  

 
 

HEWLETT-PACKARD COMPANY
  ‹PLAN›
  LONG-TERM PERFORMANCE CASH AWARD AGREEMENT
  [Insert Applicable Period Here]    
    

        THIS AGREEMENT, dated ‹GRANT DATE› ("Grant Date") between HEWLETT-PACKARD COMPANY, a
Delaware corporation ("Company"), and ‹EMPNO›‹NAME› (the "Employee"), is entered into as follows: 

WITNESSETH:  

        WHEREAS, the Company has established the ‹PLAN› ("Plan"), a copy of which is available at
the Stock Incentive Program Web Site at: http://persweb.corp.hp.com/comp/employee/program/sip/stok_opt.htm or by written request to the Company
Secretary, and which Plan is made a part hereof; and 

        WHEREAS,
the HR and Compensation Committee of the Board of Directors of the Company or its delegate(s) (the "Committee") has determined that the Employee shall be granted a cash award
agreement ("Agreement") under the Plan as hereinafter set forth; 

        NOW
THEREFORE, the parties hereby agree that the Company grants the Employee a cash award underlying this Agreement ("Cash Award") of ‹CURRENCY
SYMBOL›‹AMOUNT› subject to the terms and conditions set forth herein. 

	1.
	This
Agreement is granted under and pursuant to the Plan and is subject to each and all of the provisions thereof.

	2.
	Vesting
Schedule. 

The
Employee's Cash Award shall vest on the third anniversary of the Grant Date; provided that the Employee satifies the milestones and performance conditions set forth in paragraph 3 below, as
determined by the Committee. Notwithstanding the foregoing, the Employee must remain in the employ of the Company on a continuous, full-time basis through the close of business on the
third anniversary of the Grant Date, for such Cash Award to vest, subject to paragraphs 6-9 of this Agreement. The period of time between the Grant Date and the date the Employee's Cash
Award becomes vested is referred to herein as the "Restriction Period." 

	3.
	Milestones
and Performance Conditions

	(a)
	The
milestones and performance conditions associated with the Cash Award have been established by the Committee, and are set forth in Appendix A attached to this Agreement.

	(b)
	Milestones

	•
	If
100% of the associated milestone are achieved for the one-year period ended on the last day of the fiscal quarter ended prior to the anniversary of the Grant
Date (the "Anniversary Period"), 33% of the Cash Award (34% for the third Anniversary Period) will be credited in accordance with paragraph 5.

	•
	If
90% of the associated milestones are achieved at the end of the relevant Anniversary Period, 50% of 33% of the Cash Award (34% for the third Anniversary Period) will be
credited in accordance with paragraph 5.

	•
	If
greater than 90%, but less than 100%, of the associated milestones are achieved at the end of the relevant Anniversary Period, then the percentage of the 33% of the 

Cash
Award (34% for the third Anniversary Period) to be credited in accordance with paragraph 5 will be determined by the following formula (where X is the percentage of the associated
milestones are met): 5X-400. 

	•
	If
greater than 100% of the associated milestones are achieved at the end of the Anniversary Period, then the percentage of the 33% of the Cash Award (34% for the third
Anniversary Period) to be credited in accordance with paragraph 5 will be determined by the following formula (where X is the percentage of the associated milestones are met):
(5/2)X-150); provided, however, that such percentage cannot exceed 150%.

	•
	If
less than 90% of the associated milestones are achieved, nothing will be credited. 

The
total amount credited at the end of the Restriction Period is the "Conditional Payout". 

	(c)
	Following
the completion of the third Anniversary Period with respect to the Cash Award and if the Employee remains employed by the Company, subject to paragraphs 6-9 of
this Agreement, then the Conditional Payout will be adjusted by a modifier to be determined by the Committee based on the performance conditions set forth on Appendix A. The modifier will be
calculated as indicated on Appendix A with respect to the Restriction Period. Notwithstanding the foregoing, the modifier will be equal to zero if the minimum threshold indicated on
Appendix A is not met, resulting in no payout under this Agreement, and the modifier cannot exceed 2. 

	4.
	Restrictions.

	(a)
	The
Employee's Cash Award granted hereunder may not be sold, pledged or otherwise transferred until vested in accordance with paragraph 2.

	(b)
	Subject
to paragraphs 6-9 of this Agreement, if the Employee's employment with the Company is terminated at any time prior to the expiration of the Restriction Period,
this Agreement granted hereunder shall terminate and any interest in the Cash Award shall be forfeited by the Employee, and full ownership will be retained by the Company.

	5.
	Credits.

As
milestones are achieved, the applicable portion of the Cash Award, as set forth in paragraph 3(b), shall be credited in the Employee's name. Such credited amounts shall increase at a rate of  ‹RATE›%, compounded annually, which is the AFR for  ‹MONTH/YEAR›. The credited amounts and any additional amounts, shall be paid by the Company to
the Employee, subject to the
application of the modifier as set forth in paragraph 3(c); provided, however, that the terms and conditions set forth in this Agreement are fulfilled. Notwithstanding the foregoing, a portion
of the Cash Award shall be surrendered in payment of required withholding taxes in accordance with paragraph 10 below, unless the Company establishes alternative procedures for the payment of
required withholding taxes. 

The
Company is under no obligation to transfer amounts credited to any trust or escrow account, and the Company is under no obligation to secure any amount credited by any specific assets of the
Company or any other asset in which the Company has an interest. This Plan shall not be construed to require the Company to fund any of the benefits provided hereunder nor to establish a trust for
such purpose. The Company may make such arrangements as it desires to provide for the payment of the Cash Award, including, but not limited to, the establishment of a rabbi trust or such other
equivalent arrangements as the Company may decide. No such arrangement shall cause the Plan to be a funded plan within the meaning of Title I of ERISA, nor shall any such arrangement change the nature
of the obligation of the Company nor the rights of the Employees under the Plan as provided in this Agreement. Neither the Employee nor his or her estate shall have any rights against the Company with
respect to any portion of the Cash Award except as a general unsecured creditor. No Employee has an interest in his or her Cash Award until the Employee actually receives a payout. The Employee's
rights in the Cash Award shall be no greater 

than
the rights of any other unsecured general creditor of the Company. Credited amounts of the Cash Award hereunder shall for all purposes be part of the general funds of the Company. Any payout to
an Employee of amounts credited is not due, nor is such payout ascertainable, until determined by the Committee. 

	6.
	Retirement
of the Employee. 

If
the Employee retires after attaining 55 years of age with 15 years of service to the Company or 65 years of age or age under local law without regard to service, in accordance
with the Company's retirement policy, the Employee shall receive a pro rata amount of the Cash Award determined by multiplying the total Cash Award due after such Cash Award is vested at the end of
the Restriction Period by a fraction equal to the number of whole months elapsed between the Grant Date and the Employee's retirement, divided by the number of whole months between the Grant Date and
the date the Cash Award would have vested in accordance with paragraph 2 above, payable at the end of such period. The Company's obligation to deliver the pro rata amount due under the Cash
Award is subject to the condition that for the entire Restriction Period: 

	(a)
	The
Employee shall render, as an independent contractor and not as an employee, such advisory or consultative services to the Company as shall reasonably be requested by the Company,
consistent with the Employee's health and any other employment or other activities in which such Employee may be engaged;

	(b)
	The
Employee shall not render services for any organization or engage directly or indirectly in any business which, in the opinion of the Company, competes with or is in conflict with
the interests of the Company;

	(c)
	The
Employee shall not, without prior written authorization from the Company, disclose to anyone outside the Company, or use in other than the Company's business, any confidential
information or material relating to the business of the Company, either during or after employment with the Company; and

	(d)
	The
Employee shall disclose promptly and assign to the Company all right, title and interest in any invention or idea, patentable or not, made or conceived by the Employee during
employment by the Company, relating in any manner to the actual or anticipated business, anything reasonably necessary to enable the Company to secure a patent where appropriate in the United States
and in foreign countries. 

	7.
	Total
and Permanent Disability of the Employee. 

In
the event of total and permanent disability of the Employee, the Employee shall receive a pro rata amount of the Cash Award determined by multiplying the total Cash Award due after such Cash Award
is vested at the end of the Restriction Period by a fraction equal to the number of whole
months elapsed between the Grant Date and the Employee's termination date due to the total and permanent disability, divided by the number of whole months between the Grant Date and the date the Cash
Award would have vested in accordance with paragraph 2 above, payable at the end of such period. Any unpaid but vested portion of the Cash Award shall be paid to the Employee if legally
competent or to a legally designated guardian or representative if the Employee is legally incompetent. 

	8.
	Death
of the Employee. 

In
the event of the Employee's death prior to the end of the Restriction Period, the Employee's estate or designated beneficiary shall receive a pro rata amount of the Cash Award determined by
multiplying the amount of the Cash Award due on the date vested at the end of the Restriction Period by a fraction equal to the number of whole months elapsed between the Grant Date and the Employee's
death, divided by the number of whole months between the Grant Date and the date the Cash Award would have vested in accordance with paragraph 2 above, payable at the end of such period. In the
event of the Employee's death after the vesting dates but prior to the payment of cash, said cash shall be paid to the Employee's estate or designated beneficiary. 

	9.
	Workforce
Reduction. 

In
the event the Employee is placed in a workforce reduction program approved by the Board of Directors or its delegate(s), the Employee shall receive a pro rata amount of the Cash Award determined by
multiplying the total Cash Award due after such Cash Award is vested at the end of the Restriction Period by a fraction equal to the number of whole months elapsed between the Grant Date and the
Employee's termination date due to workforce reduction, divided by the number of whole months between the Grant Date and the date the Cash Award would have vested in accordance with paragraph 2
above, payable at the end of such period. 

	10.
	Taxes.

	(a)
	The
Employee shall be liable for any and all taxes, including withholding taxes, arising out of this grant of the Agreement or the vesting of the Cash Award hereunder. The Employee
authorizes the Company, its Affiliates and Subsidiaries (as defined in the Plan), which are qualified to deduct tax at source, to deduct all applicable required withholding taxes and social security
contributions from the Cash Award prior to remittance to the Employee, and, if necessary from the Employee's compensation. The Employee agrees to pay any amounts that cannot be satisfied from wages or
other cash compensation, to the extent permitted by law.

	(b)
	The
Company will assess its requirements regarding tax, social insurance, payroll tax, payment on account or other tax-related withholding ("tax-related
items") withholding and reporting in connection with this grant or the vesting of the Cash Award hereunder. These requirements may change from time to time as laws or interpretations change.
Regardless of any action the Company or Employee's employer (the "Employer") takes with respect to any tax-related items, the Employee acknowledges and agrees that the ultimate liability
for any and all tax-related items is and remains the Employee's responsibility and liability and that the Company (i) makes no representations nor undertakings regarding the
treatment of any tax-related items in connection with any aspect of the Cash Award, including the grant or vesting; and (ii) does not commit to structure the terms or the grant or
any aspect of the Cash Award to reduce or eliminate the Employee's liability regarding tax-related items.

	11.
	By
accepting the grant of this Agreement, the Employee acknowledges and agrees that: (i) the Plan is established voluntarily by the Company, it is discretionary in nature and
may be modified, amended, suspended or terminated by the Company at any time unless otherwise provided in the Plan or this Agreement; (ii) the grant of this Agreement is voluntary and
occasional and does not create any contractual or other right to receive future grants of cash awards, or benefits in lieu of cash awards, even if cash awards have been granted in the past;
(iii) all decisions with respect to future grants, if any, will be at the sole discretion of the Company; (iv) the Employee's participation in the Plan shall not create a right to
further or continued employment with the Employer and shall not interfere with the ability of the Employer to terminate the Employee's employment relationship at any time with or without cause and it
is expressly agreed and understood that employment is terminable at the will of either party, insofar as permitted by law; (v) the Employee is participating voluntarily in the Plan;
(vi) the Cash Award is an extraordinary, voluntary and discretionary item of compensation which is outside the scope of the Employee's contractual remuneration and/or employment contract, if
any; (vii) the Cash Award is not part of normal or expected compensation or salary for any purposes, including, but not limited to, calculating any severance, resignation, termination,
redundancy, end of service payments, bonuses, service awards, pension or retirement benefits or similar payments, except where required by law or Company policy; (viii) in the event that the
Employee is not an employee of the Company, the Cash Award will not be interpreted to form an employment contract or relationship with the Company, and furthermore, the Cash Award will not be
interpreted to form an employment contract with the Employer or any Subsidiary or Affiliate of the Company; (ix) the future value of the Cash Award is unknown and cannot be predicted with
certainty; (x) in consideration of the grant of the Cash Award, no claim or entitlement to compensation or damages shall arise from termination of the Cash Award or diminution in value of the
Cash Award resulting from 

termination
of the Employee's employment by the Company or the Employer (for any reason whatsoever and whether or not in breach of local labor laws) and the Employee irrevocably releases the Company
and the Employer from any such claim that may arise; if, notwithstanding the foregoing, any such claim is found by a court of competent jurisdiction to have arisen, then, by accepting the terms of
this Agreement, the Employee shall be deemed irrevocably to have waived any entitlement to pursue such claim; (xi) notwithstanding any terms or conditions of the Plan to the contrary, in the
event of involuntary termination of the Employee's employment (whether or not in breach of local labor laws), the Employee's right to receive awards or vest in awards under the Plan, if any, will
terminate effective as of the date that the Employee is no longer actively employed and will not be extended by any notice period mandated under local law (e.g., active employment would not include a
period of "garden leave" or similar period pursuant to local law); furthermore, in the event of involuntary termination of employment (whether or not in breach of local labor laws); the Committee
shall have the exclusive discretion to determine when Employee is no longer actively employed for purposes of the Cash Award; (xii) the vesting of the Cash Award ceases upon termination of
employment for any reason except as may otherwise be explicitly provided in the Plan document or this Agreement; (xiii) that this Agreement has been granted to the Employee in the Employee's
status as an employee of the Employer; and (xiv) the Employee has no right or interest in any amount held in Escrow, and such amount is not earned, unless the Committee determines that a payout
is due at the end of the Restriction Period. 

	12.
	The
Employee hereby explicitly and unambiguously consents to the collection, use and transfer, in electronic or other form, of the Employee's personal data as described in this
document by and among, as applicable, the Employer, and the Company and its Subsidiaries and Affiliates for the exclusive purpose of implementing, administering and managing the Employee's
participation in the Plan. The Employee understands that the Company, its Affiliates, its Subsidiaries and the Employer hold certain personal information about the Employee, including, but not limited
to, name, home address and telephone number, date of birth, social security number, social insurance number or other identification number, salary, nationality, job title, any cash or shares of stock
or directorships held in the Company, details of this Agreement or any other entitlement to cash or shares of stock awarded, canceled, purchased, exercised, vested, unvested or outstanding in the
Employee's favor for the purpose of implementing, managing and administering the Plan ("Data"). The Employee understands that the Data may be transferred to any third parties assisting in the
implementation, administration and management of the Plan, that these recipients may be located in the Employee's country or elsewhere and that the recipient country may have different data privacy
laws and protections than the Employee's country. Employee understands that he may request a list with the names and addresses of any potential recipients of the Data by contacting the local human
resources representative. The Employee authorizes the recipients to receive, possess, use, retain and transfer the Data, in electronic or other form, for the purposes of implementing, administering
and managing the Employee's participation in the Plan, including any requisite transfer of such Data, as may be required for the administration of the Plan, to a third party with whom the Employee may
elect to deposit any cash or shares of stock acquired pursuant to the Plan. The Employee understands that Data will be held only as long as is necessary to implement, administer and manage
participation in the Plan. The Employee understands that he may, at any time, review Data, require any necessary amendments to it or refuse or withdraw the consents herein, in any case without cost,
by contacting the Company in writing. The Employee understands that withdrawing consent may affect the Employee's ability to participate in the Plan. For more information on the consequences of
refusing to consent or withdrawing consent, the Employee understands that he may contact an HP local human resources representative.

	13.
	The
Employee agrees to receive copies of the Plan, the Plan prospectus and other Plan information, including information prepared to comply with laws outside the United States, from
the Stock Incentive Program Web Site referenced above and stockholder information, including copies of any annual report, proxy and Form 10-K, from the investor relations section of
the HP web site at www.hp.com. The Employee acknowledges that copies of the Plan, Plan prospectus, 

Plan
information and stockholder information are available upon written request to the Company Secretary. 

The
Plan is incorporated herein by reference. The Plan and this Agreement constitute the entire agreement of the parties with respect to the subject matter hereof and supersede in their entirety all
prior undertakings and agreements of the Company and the Employee with respect to the subject matter hereof, and may not be modified adversely to the Employee's interest except by means of a writing
signed by the Company and the Employee. This Agreement is governed by the laws of Delaware. 

	14.
	Miscellaneous.

	(a)
	The
parties agree to execute such further instruments and to take such action as may reasonably be necessary to carry out the intent of this Agreement.

	(b)
	Any
notice required or permitted hereunder shall be given in writing and shall be deemed effectively given upon delivery to the Employee at his address then on file with the Company.

	(c)
	The
Committee shall have the discretion to increase or decrease cash payout subject to this Agreement for those Employees who terminate employment in situations covered by paragraphs
6-9 above during the Restriction Period, and for exceptional circumstances, except that such payout cannot be increased for Covered Employees as defined in Section 162(m) of the
Internal Revenue Code of 1986, as amended.

	15.
	The
provisions of this Agreement are severable and if any one or more provisions are determined to be illegal or otherwise unenforceable, in whole or in part, the remaining provisions
shall nevertheless be binding and enforceable. 

	 	 	HEWLETT-PACKARD COMPANY
	

 	
 	
By	

    
 Carleton S. Fiorina

Chairman and CEO
	

 	
 	
By	

    
 Ann O. Baskins

Senior Vice President, General Counsel and

Secretary

RETAIN THIS AGREEMENT FOR YOUR RECORDS  

 
 

APPENDIX A    
    

PERFORMANCE CONDITIONS
  Total Shareowner Return (TSR) 

The
following multiplier will be applied to the Conditional Payout at the end of the Restriction Period, depending on the Company's three-year average performance as compared to the
three-year average of the S&P 500 beginning on ‹DATE›: 

	 
	 	TSR percentile of the three-year average of the S&P 500
	 	Multiplier

	Below Threshold	 	 	 	 
	Threshold	 	 	 	 
	Target	 	 	 	 
	Aspirational	 	 	 	 

The
multiplier is linearly applied between threshold and target, and target and aspirational. 

MILESTONES

‹METRIC INSERTED HERE›

	 
	 	Cash Flow
	 	Amount credited

	Below Threshold	 	 	 	 
	Threshold	 	 	 	 
	Target	 	 	 	 
	Aspirational	 	 	 	 

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Exhibit 10(t)(t)

HEWLETT-PACKARD COMPANY ‹PLAN› LONG-TERM PERFORMANCE CASH AWARD AGREEMENT [Insert Applicable Period Here]

APPENDIX AQuickLinks
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Exhibit 10.19    
    

 
 

Summary of GoRemote Executive Incentive Guidelines
  Fiscal Year 2005    
    

1. Plan Name and Effective Date  

        The Compensation Committee of GoRemote's Board of Directors (the "Compensation Committee") has adopted the following guidelines for executive incentive
compensation, effective for GoRemote's 2005 fiscal year, from November 1, 2004 through October 31, 2005. 

2. Purpose  

        The purpose of these guidelines is to establish financial incentives for eligible executives, in furtherance of GoRemote's revenue and profitability goals, in
order to help GoRemote stockholders realize increased value from their investments. 

3. Eligibility  

        Executive officers of GoRemote who are designated by the Compensation Committee are eligible to participate in these arrangements and are referred to in this
summary as "Participants." 

4. Timing of Incentive Payments  

        On an annual basis, the Compensation Committee will consider these guidelines, GoRemote's profitability and such other factors as it deems appropriate to
determine the incentive payment amounts to be paid to Participants. These amounts will be paid as soon as administratively feasible after GoRemote's public announcement of audited financial results
for the 2005 fiscal year. 

5. Payments  

        Chart A shows the target bonus amounts for each Participant as of January 1, 2005, expressed as a percentage of such person's base salary. The Compensation
Committee determines all target bonus levels for executive officers, based on recommendations by GoRemote's CEO. 

        Chart
B specifies the percentage of target bonus amounts to be paid to Participants for achieving revenue and operating profit targets set by the Compensation Committee. For example, the
incentive matrix indicates that, if GoRemote reaches 100% of the revenue target and 100% of the operating profit target, each Participant would be entitled to 100% of his or her target bonus. 

6. Determination of Incentive Payment Target Levels  

        The Compensation Committee will determine the revenue and operating profit targets to be used for the 2005 fiscal year. The Company's revenue and operating profit
for the 2005 fiscal year will be determined in accordance with generally accepted accounting principles. 

Chart A

Participants and Target Bonus  

	Name and Position
 
	 	Target Bonus as

% of Base Salary

	Daniel W. Fairfax
 Senior Vice President and Chief Financial Officer	 	50
	David L. Teichmann
 Senior Vice President, General Counsel and Secretary	 	40
	Greg Carver
 Vice President of Customer Operations	 	30

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Exhibit 10.19

Summary of GoRemote Executive Incentive Guidelines Fiscal Year 2005

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