Document:

PDM-9.30.11-EX 10.1

PIEDMONT OFFICE REALTY TRUST, INC.
2010 LONG-TERM INCENTIVE PROGRAM
AWARD AGREEMENT

__________, 2011
[Name]
[Address]
Dear [Name]:
Piedmont Office Realty Trust, Inc. (“Piedmont”) maintains the Piedmont Office Realty Trust, Inc. Long-Term Incentive Program (“LTIP”), a component of the Piedmont Office Realty Trust, Inc. 2007 Omnibus Incentive Plan (the “Plan”). You have been selected by the Compensation Committee of the Board of Directors (the “Board”) to receive an award under the 2010 LTIP (the “LTIP Award”), equal to the number of shares of Stock (the “Target Amount”) set forth below, which may be earned pursuant to Section 2 below. The percentage of your Target Amount that you earn will depend on the performance of Piedmont during the applicable performance periods specified below (the “Interim Performance Periods”). 
Capitalized terms used but not defined in this Award Agreement have the meanings given those terms in the Plan and/or the LTIP. For purposes hereof, references to the LTIP shall be deemed to include the Plan.

1.Establishment of Interim Performance Period and Target Amount. You have been granted an LTIP Award, with a related Target Amount, for each of the Interim Performance Periods described in the following table, which may be payable to you pursuant to Section 2 below:

	
		
	Target Amount
	 

	Interim Performance Period
	 

	January 1, 2010-December 31, 2010
	1/6th of Target Amount

	January 1, 2010-December 31, 2011
	1⁄2 of Target Amount, Cumulative

	January 1, 2010-December 31, 2012
	100% of Target Amount, Cumulative

2.Determination of LTIP Award Payout. The threshold, target and maximum Performance Levels applicable to your LTIP Award are based on Piedmont's Total Shareholder Return (“TSR”) for the applicable Interim Performance Period relative to the TSR of the companies in Piedmont's Peer Group. Following the end of each Interim Performance Period, the Committee shall review, and at their sole discretion, determine the extent to which the Performance Levels were in fact satisfied for the Interim Performance Period, if at all, and the percentage of your Target Amount payable to you in accordance with the following schedule, subject to any adjustment by the Committee in its discretion in accordance with the LTIP: 

	
			
	Performance Level
	Peer Group Percentile Ranking
	Percentage of Target Amount Payable

	Maximum or above
	75th percentile or above
	200%

	Target
	Median
	100%

	Threshold
	25th percentile
	50%

	Below Threshold
	below 25th percentile
	—%

If the Peer Group Percentile Ranking is between the Threshold and Target Performance Levels or between the Target and Maximum Performance Levels, the percentage of the Target Amount payable  shall be determined by linear interpolation.

3.Settlement of LTIP Awards. Subject to Section 4 hereof, the percentage (if any) of your Target Amount that is payable  with respect to an Interim Performance Period shall be paid by Piedmont in the calendar year after the end of such Interim Performance Period. Payments hereunder shall be made in shares of Stock, cash, or a combination thereof, in accordance with the LTIP, as determined by the Committee in its sole discretion. You will have no rights as a stockholder with respect to any shares under this LTIP until awarded and paid.

4.Special Vesting on Termination of Employment. Except as otherwise provided in this Section 4, you will not be entitled to any portion of the LTIP Award with respect to an Interim Performance Period ending after your termination of employment. In the event of your termination of employment during an Interim Performance Period due to (a) termination by Piedmont without Cause, (b) termination by you with Good Reason, (c) your death or Disability, (d) the expiration of your employment agreement due to non-renewal by Piedmont, or (e) a Change of Control (as defined in the 2007 Omnibus Incentive Plan), you will be entitled to payment of a portion of your LTIP Award for such Interim Performance Period based on Piedmont's TSR relative to the TSR of the companies in the Peer Group determined as of the date of your termination of employment. The percentage of the total Target Amount earned pursuant to Section 2 will then be multiplied by a fraction, the numerator of which equals the number of days during the Performance Cycle that you were actively employed by Piedmont, and the denominator of which equals the number of days in the Performance Cycle. The resulting amount shall then be reduced by any amount previously paid to you for an Interim Performance Period and the remainder will be paid by Piedmont 90 days after your termination of employment occurs. 

5.Definitions. To the extent not defined in this Award Agreement, capitalized terms shall have the meanings set forth in the LTIP or Plan.

6.409A Compliance. The parties intend that payments under this LTIP Award Agreement comply with or be exempt from Section 409A of the Code and the regulations and guidance promulgated thereunder (collectively “Code Section 409A”) and Piedmont shall have complete discretion to interpret and construe this LTIP Award Agreement and any associated documents in any manner that establishes an exemption from (or compliance with) the requirements of Code Section 409A. If for any reason, such as imprecision in drafting, any provision of this LTIP Award Agreement does not accurately reflect its intended establishment of an exemption from (or compliance with) Code Section 409A, as demonstrated by consistent interpretations or other evidence of intent, such provision shall be considered ambiguous as to its exemption from (or compliance with) Code Section 409A and shall be interpreted by Piedmont in 

a manner consistent with such intent, as determined in the discretion of Piedmont. A termination of employment shall not be deemed to have occurred for purposes of any provision of this LTIP Award Agreement providing for the payment of any amounts or benefits that are considered nonqualified deferred compensation under Code Section 409A upon or following a termination of employment unless such termination is also a “separation from service” within the meaning of Code Section 409A, and, for purposes of any such provision of this LTIP Award Agreement, references to a “termination,” “termination of employment” or like terms shall mean “such a separation from service.” The determination of whether and when a separation from service has occurred for proposes of this LTIP Award Agreement shall be made in accordance with the presumptions set forth in Section 1.409A-1(h) of the Treasury Regulations. Any provision of this LTIP Award Agreement to the contrary notwithstanding, if at the time of the your separation from service, Piedmont determines that you are a “specified employee,” within the meaning of Code Section 409A, then to the extent any payment that you are entitled to under this LTIP Award Agreement on account of your separation from service would be considered nonqualified deferred compensation under Code Section 409A, such payment shall be paid at the date which is the earlier of (i) six (6) months and one day after your separation from service and (ii) the date of your death (the “Delay Period”). Upon the expiration of the Delay Period, all payments delayed pursuant to this Section 6 shall be paid to you in a lump-sum. Piedmont makes no representation or warranty and shall have no liability to you or any other person if any provisions of this LTIP Award Agreement are determined to constitute deferred compensation subject to Code Section 409A, but do not satisfy an exemption from, or the conditions of, Code Section 409A.

7.Forfeiture. Except for as otherwise provided in Section 4, if your employment with Piedmont or a subsidiary of Piedmont (“Subsidiary”) is terminated voluntarily or by Piedmont or a Subsidiary for Cause, then you will forfeit your right to receive any cash or shares of Stock pursuant to this LTIP Award.

8.Miscellaneous. The percentage of your LTIP Award earned and settlement of your earned LTIP Award (if any) are governed by this LTIP Award Agreement and the LTIP. All provisions of your LTIP Award are subject to the terms and conditions set forth in the LTIP, which are hereby incorporated into this LTIP Award Agreement by this reference. To the extent the terms of this LTIP Award Agreement are inconsistent with or modify, amend of supplement any provisions of the LTIP, the terms of the LTIP will have precedence over this LTIP Award Agreement.
The LTIP Award constitutes a contingent and unsecured promise of Piedmont and you have only the rights of a general unsecured creditor of Piedmont, including, but not limited to, any rights in respect of settlement of your LTIP Award. You will not be a stockholder with respect to the shares of Stock corresponding to your LTIP Award unless and until your LTIP Award is converted to shares. 

If you agree to the foregoing terms and conditions, please execute both copies of this LTIP Award Agreement and return one such executed original copy to Piedmont.

Sincerely,

Piedmont Office Realty Trust, Inc.
By:_________________________
Name:_________________
Title:__________________
Date:__________________

I hereby accept the LTIP Award described in this LTIP Award Agreement in accordance with the terms and conditions set forth herein and in the Plan and LTIP

Name:____________________

Date:_____________________PDM-9.30.11-EX 10.2

PIEDMONT OFFICE REALTY TRUST, INC.
2010 LONG-TERM INCENTIVE PROGRAM
The Compensation Committee (the “Committee”) of the Board of Piedmont Office Realty Trust, Inc. (the “Company”) hereby establishes this Long-Term Incentive Program (the “LTIP”) under the Piedmont Office Realty Trust, Inc. 2007 Omnibus Incentive Plan (the “Plan”). The LTIP is intended to allow the Company to make certain Awards under the Plan in furtherance of the purposes of the Plan. Capitalized terms that are not defined herein shall have the same meanings given to such terms in the Plan. 
		
	1.
	Definitions. For the purposes of the LTIP, the following terms shall have the meanings set forth below:

(a)    “Average Price” means with respect to the beginning of any Interim Performance Period, the average of the Closing Stock Price for the 20 trading days following February 9, 2010, and with respect to the end of the First Interim Performance Period, the average of the Closing Stock Price for the 20 trading days preceding the end of the Interim Performance Period, and with respect to the end of the Second and Third Interim Performance Periods, the average of the Closing Stock Price for the last 10 trading days preceding the end of the applicable Interim Performance Period and the first 10 trading days after the end of the applicable Interim Performance Period. Notwithstanding the forgoing, in the event a Participant terminates employment during an Interim Performance Period in accordance with Section 5, Average Price on the date of the Participant's termination of employment means the average of the Closing Stock Price for the 20 trading days preceding the date of the Participant's termination of employment.
 
(b)    “Cause” means, unless otherwise specified in the Participant's employment agreement, any of the following: (i) any material act or material omission by the Participant which constitutes intentional misconduct in connection with the Company's business or a willful violation of law in connection with the Company's business; (ii) an act of fraud, conversion, misappropriation or embezzlement by the Participant with respect to the Company's assets or business or conviction of, indictment for (or its procedural equivalent) or entering a guilty plea or plea of no contest with respect to a felony, or the equivalent thereof, or any crime involving any moral turpitude with respect to which imprisonment is a common punishment; (iii) any act of dishonesty committed by the Participant in connection with the Company's business; (iv) the willful neglect of material duties of, or gross misconduct by, the Participant; (v) the use of illegal drugs or excessive use of alcohol that the Board determines in good faith to materially interfere with the performance of the Participant's duties to the Company; and (vi) any other failure (other than any failure resulting from incapacity due to physical or mental illness) by the Participant to perform his material and reasonable duties and responsibilities as an employee, director or consultant of the Company. 

(c)    “Closing Stock Price” means, with respect to Stock, the closing sales price per share on the applicable date quoted on the NYSE, or if there are no sales on such date, for the last preceding date on which there were sales of Stock, as determined by the Committee. With respect to the stock of a company in the Peer Group, “Closing Stock Price” means, (i) the closing sales price per share on the applicable date as quoted or reported on such national securities exchange or NASDAQ, or if there are no sales on such date, for the preceding date on which there were sales 

of stock, as determined by the Committee. 

(d)    “Disability” means physical or mental incapacity whereby a Participant is unable with or without reasonable accommodation for a period of six (6) consecutive months or for an aggregate of nine (9) months in any twenty-four (24) consecutive month period to perform the essential functions of such Participant's duties. 

(e)    “Good Reason” means, unless otherwise specified in the Participant's employment agreement, any of the following: (i) the failure of the Company to pay or cause to be paid the Participant's base salary or annual bonus when due; (ii) a material diminution in the Participant's status, including, title, position, duties, authority or responsibility; (iii) a material adverse change in the criteria to be applied by the Company with respect to the Participant's target annual bonus as compared to the prior fiscal year (unless Executive has consented to such criteria); (iv) the relocation of the Company's executive offices to a location outside of the Atlanta, Georgia metropolitan area without the consent of the Participant; (v) the failure to provide the Participant with incentive awards that are reasonably and generally comparable to awards granted to other executive officers (other than the CEO) of the Company; or (vi) the occurrence of a Change of Control (as defined in the Plan). Notwithstanding the foregoing, (1) Good Reason (A) shall not be deemed to exist unless the Participant gives to the Company a written notice identifying the event or condition purportedly giving rise to Good Reason within 90 days after the time at which Executive first becomes aware of the event or condition and (B) shall not be deemed to exist at any time after the Board has determined that there exists an event or condition which could serve as the basis of a termination of the Participant's employment for Cause so long as the Board gives notice to the Participant of such determination within thirty (30) days of such determination and such notice is given within 120 days after the time at which the Board first becomes aware of the event or conditions constituting Cause; and (2) if there exists an event or condition that constitutes Good Reason, the Company shall have 30 days from the date notice of Good Reason is given to cure such event or condition and, if the Company does so, such event or condition shall not constitute Good Reason hereunder; and if the Company does not cure such event or condition within such 30-day period, the Participant shall have ten (10) business days thereafter to give the Company notice of termination of employment on account thereof (specifying a termination date no later than ten (10) days from the date of such notice of termination).
(f)     “Grant Date” shall mean May 11, 2010.
(g)    “LTIP Award” means an Award of performance shares under the LTIP.
(h)    “Participant” means an employee, consultant, or Non-Employee Director of the Company, as selected by the Committee in its discretion.
(i)    “Peer Group” means the peer group of REIT companies selected by the Committee. 
(j)    “Peer Group Percentile Ranking” means a comparison of the Company's TSR to the TSR of other companies in the Peer Group, expressed on a percentile basis.  
(k)    “Performance Adjustment” means any adjustment made in accordance with Section 3(b) to the calculation of the percentage of Target Amount earned under Section 3(a). 
(l)    “Performance Level” means the Threshold, Target or Maximum Performance Level specified in Section 3(a).  

(m)    “Performance Cycle” means the period beginning on February 10, 2010 and ending on December 31, 2012.  The Performance Cycle shall have three interim performance periods (each an “Interim Performance Period”), the First of which shall commence on February 10, 2010 and end on December 31, 2010, the Second of which shall commence on February 10, 2010 and end on December 31, 2011 and the Third of which shall commence on February 10, 2010 and end on December 31, 2012. 
(n)    “Target Amount” means the number of shares of the Stock with respect to which the LTIP Award relates assuming achievement of the Target Performance Level. The Target Amount shall be determined by dividing the dollar value established by the Committee with respect to a Participant's LTIP Award by the Closing Price of the Stock on the Grant Date.
(o)    “Total Shareholder Return,” or “TSR,” means the Average Price at the end of an Interim Performance Period, minus the Average Price at the beginning of the Performance Cycle, plus any dividends paid during the Performance Cycle, all divided by the Average Price at the beginning of the Performance Cycle; provided, however, that if a Participant terminates employment during the Performance Cycle in accordance with Section 5, TSR means the Average Price on the date of the Participant's termination of employment, minus the Average Price at the beginning of the Performance Cycle, plus any dividends paid during the Performance Cycle before the date of the Participant's termination of employment, all divided by the Average Price at the beginning of the  Performance Cycle. If, during an Interim Performance Period, a Peer Group company (i) is acquired by or merged into another entity, and in either case is not the surviving entity following such merger or acquisition, or (ii) ceases to be a publicly-traded REIT as the result of a transaction to go private, the Peer Group company's TSR shall be determined as of the date of such merger, acquisition or privatization transaction. If, during an Interim Performance Period, a Peer Group company declares bankruptcy or is delisted from the securities exchange on which it is traded, such Peer Group company's TSR shall be set at -100%.
		
	2.
	Grant of LTIP Awards. Subject to the terms and provisions of the Plan and the LTIP, each year the Committee may grant LTIP Awards to such Participants in such amount and pursuant to such terms and conditions (to the extent consistent with the LTIP and the Plan) as the Committee may determine and as set forth in the applicable LTIP Award agreement. LTIP Awards are generally granted to Participants with respect to successive overlapping Performance Cycles. Not later than 120 days after the commencement of each Interim Performance Period, and as otherwise required by the Plan, the Committee shall establish in writing the LTIP Awards for such Interim Performance Periods, which shall include the applicable Target Amount, the Performance Levels, the Peer Group, and any required Performance Adjustments.

3.LTIP Award Payouts.

(a)    Determination of Payout. An LTIP Award granted to a Participant shall specify the Target Amount that can be paid under such LTIP Award for the applicable  Interim Performance Period, as applicable. The percentage of the Target Amount payable to a Participant for an Interim Performance Period will be determined by the Committee based upon the Company's Total Shareholder Return (“TSR”) relative to the TSR of the companies in the Peer Group. Based upon the Company's Peer Group Percentile Ranking, a Participant will be due a percentage of the Target Amount as set forth in the following chart: 
 

	
			
	

Performance 
Level
	Peer Group Percentile Ranking
	Percentage of
Target Amount Payable

	Maximum
	75th percentile or above
	200%

	Target
	Median
	100%

	Threshold
	25th percentile
	50%

	Below Threshold
	below 25th percentile
	—%

If the Peer Group Percentile Ranking is between the Threshold and Target Performance Levels or between the Target and Maximum Performance Levels, the percentage of Target Amount payable shall be determined by linear interpolation.
For each Interim Performance Period, the cumulative maximum percentage of the Target Amount which may be paid is as follows:
	
		
	Interim Performance Period
	Cumulative Maximum Percentage of Target Amount Which May Be Paid

	February 10, 2010 to December 31, 2010
	16.67%

	February 10, 2010 to December 31, 2011
	50%

	February 10, 2010 to December 31, 2012
	100%

(b)    Performance Adjustments. Notwithstanding the determination of the percentage of Target Amount to be paid under Section 3(a), the Board, in its absolute discretion, may adjust such amount as follows: (i) if the calculated amount based on relative performance is above the Target Performance Level, but the Company's Total Shareholder Return is negative, then the calculated amount can be decreased by up to 50 percentage points, and (ii) if the calculated amount based on relative performance is below the Target Performance Level but the Company's Total Shareholder Return is positive, then the calculated amount can be increased by up to 50 percentage points. 
(c)    Calculation of Performance and Target Amount Payable to a Participant. Following the end of each Interim Performance Period, the Committee shall determine and certify in writing the Company's TSR, the Peer Group Percentile Ranking, and the percentage of the Target Amount that is payable under Section 3(a), subject to any Performance Adjustment in accordance with Section 3(b). 
		
	4.
	Settlement of LTIP Awards. Subject to Section 5 hereof, the percentage (if any) of each Participant's LTIP Award that is payable with respect to an Interim Performance Period as provided in Section 3 hereof shall be paid by the Company in the calendar year after the end of such Interim Performance Period, as applicable. Payments hereunder may be made in cash, Stock, or a combination thereof in accordance with the Plan, as determined by the Committee in its sole discretion. 

		
	5.
	Termination of Employment. Except as otherwise provided in this Section 5, a Participant shall not be entitled to any payment under an LTIP Award with respect to an Interim Performance Period ending after his or her termination of employment. In the event of a Participant's termination of employment during an Interim Performance Period due to (a) termination by the Company without Cause or by the Participant for Good Reason, (b) the Participant's death or Disability, (c) the 

expiration of the Participant's employment agreement due to non-renewal by the Company or (d) a Change of Control (as defined in the Plan), such Participant will be entitled to a payment of his or her LTIP Award for the entire Performance Cycle based on the Company's TSR relative to the TSR of the companies in the Peer Group determined as of the date of the Participant's termination of employment. The percentage of the Target Amount earned pursuant to the Performance Levels outlined in Section 3 will then be multiplied by a fraction, the numerator of which equals the number of days during such Performance Cycle that such Participant was actively employed by the Company, and the denominator of which equals the number of days in the Performance Cycle. The resulting amount shall then be reduced by any amount previously paid to such Participant for an Interim Performance Period and the remainder paid by the Company 90 days after such Participant's termination of employment occurs.
		
	6.
	409A Compliance. The Company intends that payments under the LTIP comply with or be exempt from Section 409A of the Code and the regulations and guidance promulgated thereunder (collectively “Code Section 409A”), and the Company shall have complete discretion to interpret and construe the LTIP and any associated documents in any manner that establishes an exemption from (or compliance with) the requirements of Code Section 409A. If any provision of the LTIP does not accurately reflect its intended establishment of an exemption from (or compliance with) Code Section 409A, as demonstrated by consistent interpretations or other evidence of intent, such provision shall be considered ambiguous as to its exemption from (or compliance with) Code Section 409A and shall be interpreted by the Company in a manner consistent with such intent, as determined in the discretion of the Company. A termination of employment shall not be deemed to have occurred for purposes of any provision of the LTIP providing for the payment of any amounts or benefits that are considered nonqualified deferred compensation under Code Section 409A upon or following a termination of employment unless such termination is also a “separation from service” within the meaning of Code Section 409A, and, for purposes of any such provision of the LTIP, references to a “termination,” “termination of employment” or like terms shall mean “such a separation from service.” The determination of whether and when a separation from service has occurred for proposes of the LTIP shall be made in accordance with the presumptions set forth in Section 1.409A-1(h) of the Treasury Regulations. Any provision of the LTIP to the contrary notwithstanding, if the Company determines that the Participant is a “specified employee,” within the meaning of Code Section 409A, then to the extent that any payment under the LTIP on account of Participant's separation from service would be considered nonqualified deferred compensation under Code Section 409A, such payment shall be delayed and paid at the date which is the earlier of (i) six (6) months and one day after the Participant's separation from service and (ii) the date of Participant's death (the “Delay Period”). Upon the expiration of the Delay Period, all payments delayed pursuant to this Section 6 shall be paid in a lump-sum. The Company makes no representation or warranty and shall have no liability to any participant or any other person if any provisions of the LTIP are determined to constitute deferred compensation subject to Code Section 409A, but do not satisfy an exemption from, or the conditions of, Code Section 409A.

		
	7.
	Miscellaneous. The Board may, at any time and with or without prior notice, amend, alter, suspend or terminate the LTIP in accordance with Section 17 of the Plan. For the avoidance of doubt, prior to the time the Committee grants any LTIP Awards with respect to an Interim Performance Period, the Committee shall have complete discretion to award or not award LTIP Awards with respect to such Interim Performance Period. All provisions of the LTIP are subject to the terms and conditions set forth in the Plan, which are hereby incorporated herein by reference. To the extent the terms of the LTIP are inconsistent with or modify, amend of supplement any provisions of the Plan, to the extent permitted under the Plan, the LTIP will be deemed to be a determination by the 

Committee to so modify, amend or supplement the Plan and the terms of the LTIP will have precedence over the Plan.
Adopted by the Committee on this November 2, 2011.

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