Document:

EX-10.130

 Exhibit 10.130 
 Nortel Networks Limited Annual Incentive Plan 
 Section 1: Introduction

 The Nortel Networks Limited Annual Incentive Plan (“AIP Plan”) is a short-term, incentive
bonus plan that provides the potential for “Eligible Employees” (as defined below) to receive cash awards based on their contributions to the success of the relevant “Business Unit”1 of the
Company2, conditioned on the relevant Business Unit
meeting its objectives. 
 The AIP Plan is intended to drive business performance by rewarding Eligible
Employees for their contributions to the relevant Business Unit’s overall success and the completion of their role. An Eligible Employee’s contribution is determined by the following factors: (1) the impact of the employee’s role
on business results and (2) the employee’s performance during the employee’s active employment with the Company. The actual award received by an Eligible Employee will reflect (1) the scope, complexity, and responsibilities of
the employee’s role and the employee’s performance during the applicable Plan Period3 and (2) the relevant Business Unit’s performance during the applicable Plan Period as indicated by the Business Unit Performance Factor, as described below. 

 
 1 For purposes of the AIP Plan, the “Business Unit” is
defined as any organization or reporting entity/function as defined and approved by the Board of Directors (as defined in Section 2). 
 2 For
purposes of the AIP Plan, the “Company” is defined as Nortel Networks Limited and its subsidiaries and affiliates and other entities, which it controls directly or indirectly and which have been approved for participation in the AIP Plan
by the Board of Directors. 
 3 The Plan Periods applicable to Group A and Group B Eligible Employees whose roles are other than JCI 55 in Groups A, B
as of January 1st or, if later, their first day of
AIP Plan participation in the relevant calendar year (“Semi-Annual Basis Eligible Employees”) is
January 1st through June 30th of the relevant calendar year (“First Half”) and
July 1st through December 31st of the relevant calendar year (“Second Half”). The Plan
Period applicable to Eligible Employees who are in Group B JCI 55 roles as of January 1st or, if later, their first day of AIP Plan participation in the relevant calendar year (“Annual Basis Eligible Employees”) is the relevant calendar year. For avoidance of doubt, subsequent
changes in the JCI of an Eligible Employee’s role during the relevant calendar year will not affect the Plan Period applicable to such Eligible Employee. Groups A and B are further defined in Appendix A. The Plan Period(s) may be changed
and other Groups may be designated by the Board of Directors at any time. 

 Section 2: AIP Plan Eligibility 

Generally, regular full-time and regular part-time4 Company employees assigned to a Business Unit are eligible to participate in the AIP Plan (“Eligible
Employees”), subject to the following: 
  

	 	(1)	Eligible Employees, who participate in other Company incentive plans for a full calendar month or the greater portion of a calendar month, as determined by the Company,
are not eligible to participate in the AIP Plan during that calendar month. For purposes of the AIP Plan, “other incentive plans” mean any other incentive/bonus arrangements which the Company determines have been offered in lieu of the AIP
Plan. 

  

	 	(2)	Subject to applicable law, employees who are covered under a collective labor agreement are not eligible unless that collective labor agreement provides for their
participation in the AIP Plan. 

  

	 	(3)	 Individuals determined by the Company to be students, co-op students, interns, temporary5, or non-payroll workers (i.e., individuals who are not paid from a Company employee payroll) are ineligible to
participate in the AIP Plan. 

  

	 	(4)	The Boards of Directors of Nortel Networks Corporation and Nortel Networks Limited (the “Board of Directors”) may determine that certain Company employees
(including employees who are not otherwise eligible for the AIP Plan) may be eligible to receive an award from a Discretionary Bonus Pool created pursuant to Section 5 hereof. 

 

	 	(5)	 Subject to applicable law, to be eligible for an award for any relevant Plan Period an employee must be actively employed in a role that is eligible
under the AIP Plan or other incentive plan (“Incentive Eligible Role”) for at least one calendar month in that Plan Period6 and (a) be employed by the Company on the applicable Payment Date, as defined in Section 4 hereof, or
(b) if no longer employed as of the applicable date set out in sub-section 5(a) above, then be terminated from employment prior to the applicable Payment Date due to death, Transfer or involuntarily by the Company for a reason determined by the
Company to be other than for Cause. For purposes of the AIP Plan, an employee will be considered to be “actively employed” on those 

 
 4 For purposes of the AIP Plan, regular full-time and regular part-time
Company employees are those employees who are eligible for participation in the Company health benefit plans based on their regularly scheduled hours. 
 5 Where
legally required, temporary full time employees on fixed term contracts with the Company may be included as Eligible Employees subject to the other conditions in Section 2 of the AIP Plan. 

6
 The required period of active employment status may be changed by the Board of Directors at any time. 

  
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days when the employee is classified as “active” on the applicable Company payroll and one day of active employment in a calendar month is deemed to be active employment for that full
calendar month. “Transfer” under the AIP Plan means an Eligible Employee’s transfer to or hire by a new employer not affiliated with the Company that purchased one or more of the Company’s business units or to which Company
services have been outsourced with the advance written consent, including with respect to the Eligible Employee’s transfer or hire date, of the Company and the new employer. “Cause” under the AIP Plan means the employee’s
inappropriate actions or inactions, misconduct, breach of an agreement with the Company or unsatisfactory performance or cause (as legally defined, if at all, in the relevant jurisdiction)(collectively, “Cause”). 

 

	 	(6)	Pro-rated awards will be made as described below to employees who (a) transfer into or out of positions covered by other incentive plans, (b) move from or to
a job within the Company that is ineligible for the AIP Plan, (c) are on a Company approved leave of absence or on “notice” of termination of employment and not actively employed for part of the Plan Period or (d) are terminated
from employment due to death, Transfer or by the Company involuntarily for a reason determined by the Company to be other than for Cause prior to the end of the relevant Plan Period, provided that the employee meets the other AIP Plan requirements
set out above. However, subject to applicable law, an employee is not eligible for an AIP Plan payout for any calendar month in which the employee is not actively employed in a position eligible under the AIP Plan for at least one day. Except as
provided in the following sentence, if an employee meets the above AIP Plan requirements, but is actively employed in a position that is eligible under the AIP Plan for less than the full relevant Plan Period, the employee’s AIP Plan award for
the relevant Plan Period will be based on the number of months during the relevant Plan Period that the employee is actively employed in a AIP Plan eligible position for at least one calendar day divided by the number of months in the relevant Plan
Period. For purposes of determining the amount of a pro-rata AIP Plan award, an employee will not be considered to be actively employed in an AIP Plan eligible position in a calendar month in which (x) the employee participates in another
incentive plan for that full calendar month or (y) the employee participates in another incentive plan for the greater portion of the month, each as determined by the Company. 

 

	 	(7)	With respect to former employees who continue to be eligible for an AIP Plan award under Section 2(5) (b) of the AIP Plan, the Company may deny payment of
that AIP Plan award to those former employees if they engage in conduct after their employment termination date and prior to the applicable Payment Date that constitutes Cause, as determined by the Company. 

Notwithstanding the foregoing, any payment made after termination of employment to a “specified employee” that would be
considered a “deferral 

  
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of compensation” within the meaning of, and subject to, Section 409A of the U.S. Internal Revenue Code and regulations thereunder (“Section 409A”) will be paid on the later of
the date which is six months and one day after (a) the termination date and (b) the date on which the award is otherwise payable under Section 4 of the AIP Plan. A “specified employee” means any U.S. taxpayer who is a key
employee (as defined in Section 416(i) of the U.S. Internal Revenue Code without regard to paragraph 5 thereof) of the Company. (This is generally limited to employees who are (i) in the top 50 officers having an annual compensation
greater than US$145,000, (ii) a 5-percent owner, or (iii) a 1-percent owner having an annual compensation of more than US$150,000.). For this purpose, termination of employment means “a separation from service” as defined in
Section 409A. 
  

	 	(8)	 An employee’s Management Team7 may, in consultation with the relevant Human Resources Business prime, make limited exceptions to the ‘actively
employed’ requirement set out in Section 2(5) above where required by applicable law (e.g., as required under applicable maternity, paternity, parental, military, family, or medical leave laws). Notwithstanding anything in the
foregoing to the contrary, nothing in the AIP Plan shall preclude the Company paying an employee an award under the AIP Plan for more than the number of months the employee was actively employed in an AIP Plan eligible role during the relevant Plan
Period pursuant to an approved individual employee’s employment termination agreement. 

  

	 	(9)	Company affiliates and joint ventures may choose to offer the AIP Plan or a similar plan subject to the approval of the Board of Directors. 

Section 3: Award Elements 
 An Eligible Employee’s cash award for the relevant Plan Period under the AIP Plan will be based on the following formula8: 
 Formula
Applicable to Semi-Annual Basis Eligible Employees: 
 50%9 of Annual Base Salary x Award % x Business Unit Performance Factor for First Half or Second Half, as
applicable 
 Formula Applicable to Annual Basis Eligible Employees: 

100%10
 of Annual Base Salary x Award % x Business Unit Performance Factor for Calendar Year 

 
 7  The “Management Team” consists of the managers with
whom the employee has a direct or indirect reporting relationship as set out in the Organization Structure Manager (“OSM”) or its equivalent as maintained by the Company from time to time. 

8
  The AIP Plan award will be pro-rated as applicable under Section 2(6) and (8). 
 9  The
percentage of Annual Base Salary that is applied to the formula may be changed by the Board of Directors at any time. 

10
 The percentage of Annual Base Salary that is applied to the formula may be changed by the Board of Directors at any time. 

  
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 Annual Base Salary means the annualized regular compensation paid to an Eligible Employee, excluding
any other compensation, such as, but not limited to, bonuses, commissions, overtime, and relocation benefits. The Annual Base Salary for these purposes will be measured for all Eligible Employees during the last calendar month of the relevant Plan
Period on a uniform date. 
 Award % is the percentage determined for each Eligible Employee for purposes of the
applicable formula above based on the scope, complexity, and responsibilities of the employee’s role and that employee’s performance during the applicable Plan Period. An Eligible Employee’s Award % is subject to review, modification
and approval by Senior Management and the Board of Directors as provided in Section 4.11 
 For Eligible Employees in Job Complexity Indicator (“JCI”) 1-6 and 55, target Award
%s (“Target Award %”) ranging from 3.5% to 100% are established that reflect JCI level and assume that the Eligible Employee’s performance is at a minimum satisfactory. The JCI level for these purposes will be measured concurrently
with Annual Base Salary as described above. There is no guarantee that an Eligible Employee’s Award % used in the formula above will equal the applicable Target Award %. 
 The total AIP Plan award for all Eligible Employees for a Business Unit is recommended by Senior Management for approval by the Board of Directors after the end of the relevant Plan Period. The Board of
Directors will determine, in its sole discretion, whether all or any part of the recommended total AIP Plan award for a Business Unit for the relevant Plan Period will be paid and the amount of any total AIP Plan award for a Business Unit in respect
of that Plan Period. 
 Business Unit Performance Factor applicable to each Business Unit shall be determined by the Board of Directors
in its sole discretion based on its assessment of that Business Unit’s achievements against performance metrics targets established for that Business Unit by the Board of Directors in its sole discretion for the First Half and the Second Half.
The Business Unit Performance Factor may be based on one or more performance metrics, each with specific targets. The performance metrics may have equal or different weightings. Performance metrics are the general Business Unit objectives for the
First Half or Second Half, as applicable. Targets will be based on objective and/or subjective criteria established to measure, directly or indirectly, the performance metrics. Weightings will be the relative weight or percentage accorded in the
relevant Business Unit Performance Factor for achieving each specific target. After approval by the Board of Directors, the relevant Business Unit’s objectives for the First Half and the Second Half will be communicated to Eligible Employees
within that Business Unit. The 
  
 11 For
purposes of the Plan only, “Senior Management” shall consist of the person holding the most senior position in a Business Unit and any other position(s) as identified and approved by the Board of Directors (as defined in Section 2).

  
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Business Unit Performance Factor for each Business Unit is deemed to be 1.0 (achievement) throughout the relevant Plan Period and is then adjusted by the Board of Directors based on its
determination of each Business Unit’s performance for (i) the First Half and Second Half, as applicable, with respect to the award calculation of Semi-Annual Basis Eligible Employees for the relevant Plan Period and (ii) the calendar
year with respect to the award calculation of Annual Basis Eligible Employees for the relevant Plan Period; provided, however, that, the Business Unit Factor for the calendar year, which is used in the award calculation for Annual Basis Eligible
Employees, will be equal to the average of the applicable Business Unit Factor for the First Half and the Second Half. Senior Management may, in its sole discretion, recommend to the Board of Directors that the applicable Business Unit Performance
Factor be adjusted with respect to certain sub-units within a Business Unit, JCI levels or any other groups of employees and the Board can approve such adjustment to the relevant Business Unit Performance Factor, in its sole discretion, based on
additional factors that Senior Management and Board of Directors determine in their sole discretion are relevant to the award including, without limitation, collective relative contribution to achievement of the key Business Unit objectives during
the relevant Plan Period. 
 The Business Unit Performance Factor used in an Eligible Employee’s Award calculation will be based on the
Business Unit to which the Eligible Employee is aligned as of a uniform date in the last calendar month in the relevant Plan Period. 

Section 4: AIP Plan Awards 
 Awards
for each relevant Plan Period are calculated as described in Section 3. Notwithstanding any provision in the AIP Plan to the contrary, the maximum AIP Plan award payable to an Eligible Employee in the relevant Plan Period is a cash amount equal
to (a) 100% of such Eligible Employee’s Annual Base Salary multiplied by a percentage equal to one and one-half (1.5) times the Eligible Employee’s Target Award % if such employee is an Annual Basis Eligible Employee or
(b) 50% of such Eligible Employee’s Annual Base Salary multiplied by a percentage equal to one and one-half (1.5) times the Eligible Employee’s Target Award % if such employee is a Semi-Annual Basis Eligible Employee. 

Any award under the AIP Plan to an Eligible Employee is subject to the discretion of the Eligible Employee’s Management Team and Senior Management
and the Board of Directors. That is, an Eligible Employee’s Management Team determines, in its discretion, the Award % for an Eligible Employee subject to review, modification and approval by Senior Management. Specifically, Senior Management
reserves the right, in its discretion, to review and adjust Eligible Employees’ Award percentages, which are assigned to those Eligible Employees by their Management Team, to reflect its assessment of the employees’ contributions, as
reflected in their performance, to the Business Unit or the achievement of the Business Unit’s key objectives, as well as to ensure that the final payouts, if any, are within appropriate budgetary guidelines. Finally, the Board of Directors
reserves the right, in its discretion, to make a final determination of the Award % of any Eligible Employee. The Board of Directors determines, in its sole 

  
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discretion, the achievement of the targets for the performance metrics, the final calculation of the Business Unit Performance Factor (which may include a determination of a Business Unit
Performance Factor of zero, even if certain of the performance metrics targets are achieved, and/or an adjustment to the relative weighting of the performance metrics) and whether AIP Plan awards will be paid in respect of a Plan Period. During the
relevant Plan Period, the Board of Directors can review Business Unit objectives, performance measures, weightings, and targets to determine whether they remain appropriate. The Board of Directors may, at its sole discretion, adjust the Business
Unit’s objectives, performance measures, weightings, targets, and/or plan payouts for the relevant Plan Period, as it deems necessary, to reflect changes in business conditions or other circumstances. 

Subject to applicable law, Senior Management, may approve the reduction of AIP Plan awards payable to Eligible Employees for a Plan Period by the full or
partial amount of other bonuses or similar payments, including, without limitation, Company performance related payments required by applicable law, that are payable to such employees in respect of any part of such Plan Period. Senior Management,
will have sole discretion to determine those bonuses or payments that are subject to the preceding sentence and the amount of any such reduction to the AIP Plan award. 
 Subject to applicable law, Senior Management may approve accelerated payments at target (Business Unit Performance Factor of 1.0) to Eligible Employees in entities designated for entity closure prior to
the determination of a Business Unit Performance Factor for the Plan Period by the Board of Directors. These payments may be made on a pro-rated basis and as soon as practicable to Eligible Employees who are terminated from employment involuntarily
(not for Cause) by the Company due to the entity closure action. Any accelerated payment shall be contingent upon the Eligible Employee executing and submitting to the Company a release in a form to be determined and provided by the Company (the
“Release”) of all claims related to the Plan. 
 If the Board of Directors approves the payment of a total AIP Plan award for a
Business Unit for the relevant Plan Period in accordance with the provisions of the AIP Plan, any AIP Plan award approved for an Eligible Employee under the AIP Plan in that Business Unit will be payable as follows: 

Semi-Annual Basis Group A Eligible Employees: 
 1. 100% of the award, if any, with respect to the First Half Plan Period following completion of the First Half; 
 2. 100% of the award, if any, with respect to the Second Half Plan Period following completion of the Second Half. 
 Semi-Annual Basis Group B Eligible Employees: 
 1. 50% of the award, if any, with respect to
the First Half Plan Period following completion of the First Half; 

  
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 2. 50% of the award, if any, with respect to the First Half Plan Period following completion of the Second
Half; and 
 3. 100% of the award, if any, with respect to the Second Half Plan Period following completion of the Second Half. 

Notwithstanding the foregoing, if the employment of a Group B Semi-Annual Basis Eligible Employee is terminated involuntarily by the
Company for a reason determined by the Company to be other than for Cause or due to the Employee’s death or Transfer and the employment termination occurs (a) on or before
June 30th of the relevant calendar year, then 100% of
the award with respect to the First Half Plan Period will be payable following completion of the First Half and no award will be payable with respect to the Second Half Plan Period or (b) on or after July 1st of the relevant calendar year, then (i) with respect to any
First Half award that is payable, 50% will be paid following completion of the First Half and the remaining 50% will be paid within 90 days of such employment termination, but in no event earlier than such initial 50% payment, and (ii) with
respect to any Second Half award that is payable, 100% will be paid following completion of the Second Half. 
 Annual Basis Eligible
Employees: 
 100% of the award, if any, with respect to the calendar year Plan Period following the completion of the Second Half.

 The payment of any award or portion of an award payable upon completion of the First Half, as provided above, will be
made as soon as practicable following September 1st
of that calendar year, but in no event later than October 31st of that calendar year. The payment of any award or portion of an award payable upon completion of the Second Half, as provided above, will be made as soon as practicable following March 1st of the following calendar year but in no event later than
April 30th of the following calendar year.

 The applicable date on which an award is paid as described above is the “Payment Date”. AIP Plan awards are considered income and
are therefore subject to national, state/provincial, and/or local taxes. All appropriate taxes and other withholdings will be deducted from any such awards and payments as required by applicable law. Each AIP Plan award for each separate Plan Period
will be treated as a separate payment for purposes of Section 409A. 
 Depending on local laws and policies, AIP Plan awards may have an
impact on some benefits and may or may not be included in the “eligible earnings” for purposes of capital accumulation and retirement plans offered in the various regions by the Company. Where appropriate, deductions may be made from AIP
Plan awards in accordance with the specific capital accumulation and retirement plan in which the Eligible Employee participates. 

Notwithstanding anything in the AIP Plan to the contrary, if the Board of Directors, in its sole discretion, upon consideration of facts and
circumstances determined by the Board of Directors to be relevant, concludes that an Eligible Employee has committed 

  
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intentional misconduct, as defined in the Policy Regarding Recoupment of Incentive Compensation (the “Recoupment Policy”) relating to the forfeiture and/or recoupment of incentive
compensation, including AIP Plan award payments, the Eligible Employee will forfeit any planned but unpaid AIP Plan award and/or reimburse the Company the amount of the AIP Plan award received, as determined by the Board of Directors. 

Section 5: Discretionary Bonus Pool 

During a Plan Period, the Board of Directors may consider the creation of a separate Discretionary Bonus Pool under the AIP Plan to provide discretionary,
incremental bonus awards. These awards may be made to all employees of the Company or employees of the Company who individually or in groups made a relative contribution that significantly added to the overall success of the Company, whether or not
the employees are eligible to participate in the AIP Plan under the criteria set out in Section 2 of this document. The determination that a Company employee is eligible for a Discretionary Bonus Pool award does not otherwise entitle that
employee to generally participate in the AIP Plan. The Board of Directors have complete discretion to determine: the establishment of the Discretionary Bonus Pool; the eligibility criteria for participation; any performance metrics, weightings and
targets; the achievement, if any, of the targets for the performance metrics; and the amount of the awards, if any, paid from the Discretionary Bonus Pool. Whether or not an Eligible Employee receives a AIP Plan award shall have no effect on that
employee’s eligibility to receive a Discretionary Bonus Pool award. 
 Discretionary Bonus Pool awards will be considered income and
therefore subject to national, state/provincial, and/or local taxes. All appropriate taxes and other withholdings will be deducted from the award as required by applicable law. 
 Depending on local laws and policies, Discretionary Bonus Pool awards may have an impact on some benefits and may or may not be included in the “eligible earnings” for purposes of capital
accumulation and retirement plans offered in the various regions by the Company. Where appropriate, deductions may be made from the Discretionary Bonus Pool awards in accordance with the specific capital accumulation and retirement plan in which the
employee participates. 
 Section 6: Interpretations and Amendments 
 This document, as amended from time to time, constitutes the “Nortel Networks Limited Annual Incentive”. In the event of any conflicts or inconsistencies between the provisions of the AIP Plan
and any other document or communication, written or oral, concerning the AIP Plan, the provisions of this document, as amended from time to time, will govern. 
 The Board of Directors will interpret the provisions of the AIP Plan and that interpretation will be final and binding on the Company, the Business Units and all AIP Plan participants. This document is
also subject to interpretation to comply with applicable laws. It is not and shall not be construed as either an employment contract or 

  
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as a contract concerning the subject matter contained herein. There is no guarantee that any award under the AIP Plan will actually be paid. Any award is determined at the discretion of an
Eligible Employee’s Management Team, Senior Management and the Board of Directors, as the case may be. If any awards, however, are paid, they will be determined and paid in accordance with the provisions herein. 

The AIP Plan can only be terminated or amended by the Board of Directors, which has the full authority, at any time, to terminate the AIP Plan or to
delete, modify and/or add to any and all terms, conditions, and provisions of the AIP Plan. 
 As adopted by the Board of Directors of Nortel
Networks Limited on July 25, 2002, as amended on January 23, 2003 with effect from January 1, 2003, as amended on July 28, 2003 with effect from January 1, 2003, as amended on February 26, 2004 with effect from
January 1, 2004, as amended on March 9, 2006 with effect from January 1, 2006, as amended on March 15, 2007 with effect from January 1, 2007, as amended on February 22, 2008 with effect from January 1, 2008, as
amended on February 20, 2009 with effect from January 1, 2009, as amended on November 13, 2009 with effect from October 1, 2009, as amended on March 10, 2010 with effect from January 1, 2010 and as amended on
March 3, 2011 with effect from January 1, 2011 and as amended on May 12, 2011 with effect from January 1, 2011 and as amended on July 21, 2011 with effect from July 1, 2011, as amended on Feruary 16, 2012 with effect
from January 1, 2012. 

  
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 APPENDIX A 
 Group A Eligible Employees 
  

	 	•	 	 Eligible Employees whose country of payroll is Mexico 

 Group B Eligible Employees 
  

	 	•	 	 Eligible Employees whose country of payroll is Canada 

 

	 	•	 	 Eligible Employees whose country of payroll is the United States 

  
 - 11 -EX-10.131

 Exhibit 10.131 
 Nortel Networks Limited Quarterly Incentive Plan for Business Units 

Section 1: Introduction 
 The Nortel Networks Limited Quarterly Incentive Plan for Business Units (the “Quarterly Plan”) is a short-term, incentive bonus plan that provides the potential for “Eligible
Employees” (as defined below) to receive cash awards based on their contributions to the success of the relevant “Business Unit”1 of the Company2, conditioned on the relevant Business Unit meeting its objectives. 

The Quarterly Plan is intended to drive business performance by rewarding Eligible Employees for their contributions
to the relevant Business Unit’s overall success. An Eligible Employee’s contribution is determined by two factors: (1) the impact of the employee’s role on business results and (2) the employee’s performance during the
employee’s active employment with the Company. The actual award received by an Eligible Employee will reflect (1) the scope, complexity, and responsibilities of the employee’s role, and the employee’s contribution and performance
during the Plan Period3 and (2) the relevant Business
Unit’s performance during the Plan Period as indicated by the Business Unit Performance Factor, as described below. 
 Section 2:
Quarterly Plan Eligibility 
 Generally, regular full-time and regular part-time4 Company employees are eligible to participate in the Quarterly Plan
(“Eligible Employees”), subject to the following: 
  

	 	(1)	Eligible Employees, who participate in other Company incentive plans for a full calendar month or the greater portion of a calendar month, as determined by the Company,
are not eligible to participate in the Quarterly Plan during that calendar month. For purposes of this document, “other incentive plans” mean any other incentive/bonus arrangements which the Company determines have been offered in lieu of
the Quarterly Plan. 

  
 1 For
purposes of the Quarterly Plan, the following organizations constitutes a “Business Unit”: i) the Asia Region and ii) Any other organization(s) approved and defined by the Board of Directors (as defined in Section 2) as Business
Units. 
 2 For purposes of the Quarterly Plan, the “Company” is defined as Nortel Networks Limited and its subsidiaries
and affiliates and other entities, which it controls directly or indirectly and which have been approved for participation in the Quarterly Plan by the Board of Directors. 
 3 Each
calendar year consists of four Plan Periods, which align with the Company’s four fiscal quarters (i.e., January 1st through March 31st (“Q1 Plan Period”), April 1st through June 30th (“Q2 Plan Period”), July 1st through September 30th (“Q3 Plan Period”) and October 1st through December 31st (“Q4 Plan Period”). The Plan Period(s) may be changed by the Board of Directors at any time. 

4
 For purposes of the Quarterly Plan, regular full-time and regular part-time Company employees are those employees who are eligible for participation in the Company health benefit plans based on
their regularly scheduled hours. 

	 	(2)	Subject to applicable law, employees who are covered under a collective labor agreement are not eligible unless that collective labor agreement provides for their
participation in the Quarterly Plan. 

  

	 	(3)	 Individuals determined by the Company to be students, co-op students, interns, temporary5, or non-payroll workers (i.e., individuals who are not paid from a Company employee payroll) are ineligible to
participate in the Quarterly Plan. 

  

	 	(4)	The Boards of Directors of Nortel Networks Corporation and Nortel Networks Limited (the “Board of Directors”) may determine that certain Company employees
(including employees who are not otherwise eligible for the Quarterly Plan) may be eligible to receive an award from a Discretionary Bonus Pool created pursuant to Section 5 hereof. 

 

	 	(5)	 Subject to applicable law, to be eligible for an award for any given Plan Period an employee must be (a) actively employed in a role that is
eligible under the Quarterly Plan or other incentive plan (“Incentive Eligible Role”) for at least one calendar month in that Plan Period6 and (b) employed by the Company on the last day of the applicable Plan Period or, if no longer employed as of that
date, involuntarily terminated by the Company during that Plan Period for a reason determined by the Company to be other than for the employee’s inappropriate actions or inactions, misconduct, breach of an agreement with the Company or
unsatisfactory performance or cause (as legally defined, if at all, in the relevant jurisdiction)(collectively, “Cause”). For purposes of this document, an employee will be considered to be “actively employed” on those days when
the employee is classified as “active” on the applicable Company payroll and one day of active employment in a calendar month is deemed to be active employment for that full calendar month. 

 

	 	(6)	Pro-rated awards will be made as described below to employees who (a) transfer into or out of positions covered by other incentive plans, (b) move from or to
a job within the Company that is ineligible for the Quarterly Plan, (c) are on a Company approved leave of absence or on “notice” of termination of employment and not actively employed for part of the Plan Period or (d) are
terminated from employment due to death, or by the Company involuntarily for a reason determined by the Company to be other than for Cause prior to the end of the relevant Plan Period, provided that the employee 

 
  
 5 Where
legally required, temporary full time employees on fixed term contracts with the Company may be included as Eligible Employees subject to the other conditions in Section 2 of the Plan. 

6
 The required period of active employment status may be changed by the Board of Directors at any time. 

  
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meets the other Quarterly Plan requirements set out above. However, subject to applicable law, an employee is not eligible for a Quarterly Plan payout for any calendar month in which the employee
is not actively employed in a position eligible under the Quarterly Plan for at least one day. Except as provided in the following sentence, if an employee meets the above Quarterly Plan requirements, but is actively employed in a position that is
eligible under the Quarterly Plan for less than the full relevant Plan Period, the employee’s Quarterly Plan award for the relevant Plan Period will be based on the number of months during the relevant Plan Period that the employee is actively
employed in a Quarterly Plan eligible position for at least one calendar day divided by the number of months in the relevant Plan Period. For purposes of determining the amount of a pro-rata Quarterly Plan award, an employee will not be considered
to be actively employed in a Quarterly Plan eligible position in a calendar month in which (x) the employee participates in another incentive plan for that full calendar month or (y) the employee participates in another incentive plan for
the greater portion of the month, each as determined by the Company. 

  

	 	(7)	Employees who meet all of the Quarterly Plan eligibility requirements, but whose employment with the Company terminates between the end of the Plan Period and the
payment date for the award for that Plan Period for reasons determined by the Company to be other than an involuntary termination for Cause, will be eligible for an award for the applicable Plan Period. With respect to former employees who continue
to be eligible for a Quarterly Plan award under Section 2(5) (b) or this Section 2(7) of the Quarterly Plan, the Company may deny payment of that Quarterly Plan award to those former employees if they engage in conduct after their
employment termination date and prior to the award payment date that constitutes Cause, as determined by the Company. 

 Notwithstanding the foregoing, any payment made after termination of employment to a “specified employee” that would be considered a “deferral of compensation” within the meaning of,
and subject to, Section 409A of the U.S. Internal Revenue Code and regulations thereunder (“Section 409A”) will be paid on the later of the date which is six months and one day after (a) the termination date and (b) the date
on which the award is otherwise payable under Section 4 of the Quarterly Plan. A “specified employee” means any U.S. taxpayer who is a key employee (as defined in Section 416(i) of the U.S. Internal Revenue Code without regard to
paragraph 5 thereof) of the Company. (This is generally limited to employees who are (i) in the top 50 officers having an annual compensation greater than US$145,000, (ii) a 5-percent owner, or (iii) a 1-percent owner having an
annual compensation of more than US$150,000.). For this purpose, termination of employment means “a separation from service” as defined in Section 409A. 

  
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	 	(8)	 An employee’s Management Team7 may, in consultation with the relevant Human Resources Business prime, make limited exceptions to the ‘actively
employed’ requirement set out in Section 2(5) above where required by applicable law (e.g., as required under applicable maternity, paternity, parental, military, family, or medical leave laws), or where the Management Team
determines that circumstances clearly warrant an exception (e.g., disability, outsourcing, divestiture, or death). In such situations, if the employee has, while actively employed in a Quarterly Plan eligible role, substantially satisfied
contribution and performance expectations for the Plan Period, the employee’s Management Team may grant partial awards. If awards are paid in these circumstances, the awards will be pro-rated to reflect the period the employee was actively
employed in a Quarterly Plan eligible role as defined in Section 2(5) above, and will be commensurate with the employee’s contribution and performance. Notwithstanding anything in the foregoing to the contrary, nothing in the Quarterly
Plan shall preclude the Company paying an employee an award under the Quarterly Plan for more than the number of months the employee was actively employed in a Quarterly Plan eligible role during the relevant Plan Period (up to a maximum of three
(3) months) pursuant to that individual employee’s employment termination agreement. 

  

	 	(9)	Company affiliates and joint ventures may choose to offer the Quarterly Plan or a similar plan subject to the approval of the Board of Directors.

 Section 3: Award Elements 
 An Eligible Employee’s cash award for a Plan Period under the Quarterly Plan will be based on the following formula: 
 25%8 of
Annual Base Salary x Award % x Business Unit Performance Factor9 
 Annual Base Salary
means the annualized regular compensation paid to an Eligible Employee, excluding any other compensation, such as, but not limited to, bonuses, commissions, overtime, and relocation benefits. The Annual Base Salary for these purposes will be
measured for all Eligible Employees during the third calendar month of the relevant Plan Period on a uniform date. 

Award % is the percentage determined for each Eligible Employee for purposes of the applicable formula above based on the
scope, complexity, and responsibilities of the employee’s role and that employee’s performance during the applicable Plan Period. An Eligible Employee’s Award % is subject to review, modification and approval by Senior Management and
the Board of Directors as provided in Section 4.10

  
 7  The “Management Team” consists of the managers with
whom the employee has a direct or indirect reporting relationship as set out in the Organization Structure Manager (“OSM”) or its equivalent as maintained by the Company from time to time. 

8
  The percentage of Annual Base Salary that is applied to the formula may be changed by the Board of Directors at any time. 

9
  The Quarterly Plan award will be pro-rated as applicable under Section 2(6) and (8). 
 10 For
purposes of the Quarterly Plan only, “Senior Management” shall consist of: i) the person holding the most senior position in the applicable Business Unit and ii) the NNL Senior Vice-President Corporate Services and Chief Financial Officer.

  
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 For Eligible Employees in Job Complexity Indicator (“JCI”) 1-6 and 55, target Award %s
(“Target Award %”) ranging from 3.5% to 100% are established that reflect JCI level and assume that the Eligible Employee’s performance is at a minimum satisfactory. The JCI level for these purposes will be measured concurrently with
Annual Base Salary as described above. There is no guarantee that an Eligible Employee’s Award % used in the formula above will equal the applicable Target Award %. 
 The total Quarterly Plan award for all Eligible Employees for a Business Unit is recommended by Senior Management for approval by the Board of Directors after the end of the Plan Period. The Board of
Directors will determine, in its sole discretion, whether all or any part of the recommended total Quarterly Plan award for a Business Unit for the Plan Period will be paid and the amount of any total Quarterly Plan award for a Business Unit in
respect of that Plan Period. 
 Business Unit Performance Factor applicable to each Business Unit shall be determined by the Board of
Directors in its sole discretion based on its assessment of that Business Unit’s achievements against performance metrics targets established for that Business Unit by the Board of Directors in its sole discretion for the relevant Plan Period.
The Business Unit Performance Factor may be based on one or more performance metrics, each with specific targets. The performance metrics may have equal or different weightings. Performance metrics are the general Business Unit objectives for the
Plan Period. Targets will be based on objective and/or subjective criteria established to measure, directly or indirectly, the performance metrics. Weightings will be the relative weight or percentage accorded in the relevant Business Unit
Performance Factor for achieving each specific target. After approval by the Board of Directors, the relevant Business Unit’s objectives for the Plan Period will be communicated to Eligible Employees within that Business Unit. The Business Unit
Performance Factor for each Business Unit is deemed to be 1.0 (achievement) throughout the Plan Period and is then adjusted by the Board of Directors based on its determination of each Business Unit’s performance. Senior Management may, in its
sole discretion, recommend to the Board of Directors that the Business Unit Performance Factor be adjusted with respect to certain sub-units within a Business Unit, JCI levels or any other groups of employees and the Board can approve such
adjustment to the relevant Business Unit Performance Factor, in its sole discretion, based on additional factors that Senior Management and Board of Directors determine in their sole discretion are relevant to the award including, without
limitation, collective relative contribution to achievement of the key Business Unit objectives during the Plan Period. 
 Except as otherwise
required by applicable law, the Business Unit Performance Factor used in an Eligible Employee’s Award calculation will be based on the Business Unit to which the Eligible Employee is aligned as of a uniform date in the third calendar month in
the relevant Plan Period. 

  
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 Section 4: Quarterly Plan Awards 

Awards for each Plan Period are calculated based on 25%11 of an Eligible Employee’s Annual Base Salary, the Eligible Employee’s Award % (which reflects the scope,
complexity and responsibilities of the employee’s role and the employee’s contribution and performance during the Plan Period), and the Business Unit Performance Factor. Notwithstanding any provision in the Quarterly Plan to the contrary,
the maximum Quarterly Plan award payable to a JCI 55 Eligible Employee in a Plan Period is a cash amount equal to 25% of such Eligible Employee’s Annual Base Salary multiplied by a percentage equal to two (2) times the Eligible
Employee’s AIP Target Percentage. 
 Any award under the Quarterly Plan to an Eligible Employee is subject to the discretion of the
Eligible Employee’s Management Team and Senior Management and the Board of Directors. That is, an Eligible Employee’s Management Team determines, in its discretion, the Award % for an Eligible Employee subject to review, modification and
approval by Senior Management. Specifically, Senior Management reserves the right, in its discretion, to review and adjust Eligible Employees’ Award percentages, which are assigned to those Eligible Employees by their Management Team, to
reflect its assessment of the employees’ contributions to the Business Unit or the achievement of the Business Unit’s key objectives, as well as to ensure that the final payouts, if any, are within appropriate budgetary guidelines.
Finally, the Board of Directors reserves the right, in its discretion, to make a final determination of the Award % of any Eligible Employee. The Board of Directors determines, in its sole discretion, the achievement of the targets for the
performance metrics, the final calculation of the Business Unit Performance Factor (which may include a determination of a Business Unit Performance Factor of zero, even if certain of the performance metrics targets are achieved, and/or an
adjustment to the relative weighting of the performance metrics) and whether Quarterly Plan awards will be paid in respect of a Plan Period. During the Plan Period, the Board of Directors can review Business Unit objectives, performance measures,
weightings, and targets to determine whether they remain appropriate. The Board of Directors may, at its sole discretion, adjust the Business Unit’s objectives, performance measures, weightings, targets, and/or plan payouts for the Plan Period,
as it deems necessary, to reflect changes in business conditions or other circumstances. 
 Subject to applicable law, Senior Management may
approve accelerated payments at target (Business Unit Performance Factor of 1.0) to Eligible Employees in entities designated for entity closure prior to the determination of a Business Unit Performance Factor for the Plan Period by the Board of
Directors. These payments may be made on a pro-rated basis and as soon as practicable to Eligible Employees who are terminated from employment involuntarily (not for Cause) by the Company due to the entity closure action. Any accelerated payment
shall be contingent upon the Eligible Employee executing and submitting to the Company a release in a form to be determined and provided by the Company (the “Release”) of all claims related to the Plan. 

 
 11 The percentage of Annual Base Salary that is applied to the formula
may be changed by the Board of Directors at any time. 

  
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 If the Board of Directors approves the payment of a total Quarterly Plan award for a
Business Unit for a Plan Period in accordance with the provisions of the Quarterly Plan, the payment of any Quarterly Plan award approved for an Eligible Employee under the Quarterly Plan in that Business Unit in respect of such Plan Period will be
made as follows: (i) with respect to Quarterly Plan awards approved for the Q1 Plan Period, Q2 Plan Period or Q3 Plan Period, as soon as practicable following the 1st day of the second calendar month following the end of the relevant Plan
Period but in no event later than March 15th of the
calendar year following the applicable Plan Period, and (ii) with respect to Quarterly Plan awards approved for the Q4 Plan Period, as soon as practicable following March 1st of the calendar year following the Q4 Plan Period, but in no event later than December 31st of the calendar year
following the applicable Q4 Plan Period. Quarterly Plan awards are considered income and are therefore subject to national, state/provincial, and/or local taxes. All appropriate taxes and other withholdings will be deducted from any such awards and
payments as required by applicable law. Each Quarterly Plan award for each separate Plan Period will be treated as a separate payment for purposes of Section 409A. 
 Depending on local laws and policies, Quarterly Plan awards may have an impact on some benefits and may or may not be included in the “eligible earnings” for purposes of capital accumulation and
retirement plans offered in the various regions by the Company. Where appropriate, deductions may be made from Quarterly Plan awards in accordance with the specific capital accumulation and retirement plan in which the Eligible Employee
participates. 
 Notwithstanding anything in the Quarterly Plan to the contrary, if the Board of Directors, in its sole discretion, upon
consideration of facts and circumstances determined by the Board of Directors to be relevant, concludes that an Eligible Employee has committed intentional misconduct, as defined in the Policy Regarding Recoupment of Incentive Compensation (the
“Recoupment Policy”) relating to the forfeiture and/or recoupment of incentive compensation, including Quarterly Plan award payments, the Eligible Employee will forfeit any planned but unpaid Quarterly Plan award and/or reimburse the
Company the amount of the Quarterly Plan award received, as determined by the Board of Directors. 
 Section 5: Discretionary
Bonus Pool  
 During a Plan Period, the Board of Directors may consider the creation of a separate Discretionary Bonus Pool under the
Quarterly Plan to provide discretionary, incremental bonus awards. These awards may be made to all employees of the Company or employees of the Company who individually or in groups made a relative contribution that significantly added to the
overall success of the Company, whether or not the employees are eligible to participate in the Quarterly Plan under the criteria set out in Section 2 of this document. The determination that a Company employee is eligible for a

  
 -7-

 
Discretionary Bonus Pool award does not otherwise entitle that employee to generally participate in the Quarterly Plan. The Board of Directors have complete discretion to determine: the
establishment of the Discretionary Bonus Pool; the eligibility criteria for participation; any performance metrics, weightings and targets; the achievement, if any, of the targets for the performance metrics; and the amount of the awards, if any,
paid from the Discretionary Bonus Pool. Whether or not an Eligible Employee receives a Quarterly Plan award shall have no effect on that employee’s eligibility to receive a Discretionary Bonus Pool award. 

Discretionary Bonus Pool awards will be considered income and therefore subject to national, state/provincial, and/or local taxes. All appropriate taxes
and other withholdings will be deducted from the award as required by applicable law. 
 Depending on local laws and policies, Discretionary
Bonus Pool awards may have an impact on some benefits and may or may not be included in the “eligible earnings” for purposes of capital accumulation and retirement plans offered in the various regions by the Company. Where appropriate,
deductions may be made from the Discretionary Bonus Pool awards in accordance with the specific capital accumulation and retirement plan in which the employee participates. 
 Section 6: Interpretations and Amendments 
 This document, as amended from time to
time, constitutes the “Nortel Networks Limited Quarterly Incentive Plan for Business Units”. In the event of any conflicts or inconsistencies between the provisions of the Quarterly Plan and any other document or communication, written or
oral, concerning the Quarterly Plan, the provisions of this document, as amended from time to time, will govern. 
 The Board of Directors in
certain cases, as it may specify, will interpret the provisions of the Quarterly Plan and that interpretation will be final and binding on the Company, the Business Units and all Quarterly Plan participants. This document is also subject to
interpretation to comply with applicable laws. It is not and shall not be construed as either an employment contract or as a contract concerning the subject matter contained herein. There is no guarantee that any award under the Quarterly Plan will
actually be paid. Any award is determined at the discretion of an Eligible Employee’s Management Team, Senior Management and the Board of Directors, as the case may be. If any awards, however, are paid, they will be determined and paid in
accordance with the provisions herein. 
 The Quarterly Plan can only be terminated or amended by the Board of Directors, which has the full
authority, at any time, to terminate the Quarterly Plan or to delete, modify and/or add to any and all terms, conditions, and provisions of the Quarterly Plan. 
 As adopted by the Board of Directors of Nortel Networks Limited on July 25, 2002, as amended on January 23, 2003 with effect from January 1, 2003, as amended on July 28, 2003 with
effect from January 1, 2003, as amended on February 26, 2004 with effect from January 1, 2004, as amended on March 9, 2006 with effect from January 1, 2006, as amended on March 15, 2007 with effect from

  
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January 1, 2007, as amended on February 22, 2008 with effect from January 1, 2008, as amended on February 20, 2009 with effect from January 1, 2009, as amended on
November 13, 2009 with effect from October 1, 2009 and as amended on March 10, 2010 with effect from January 1, 2010 and as amended on July 21, 2011 with effect from July 1, 2011, as amended on February 16, 2012
with effect from January 1, 2012. 

  
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