Document:

FY13 Long Term Incentive Plan

 Exhibit 10.29 

 
 

 
 FY13 Long Term Incentive Plan 

(LTIP) 
 This Long Term
Incentive Plan (“LTIP”) of Symantec Corporation (“Symantec” or the “Company”) is effective as of March 31, 2012. The Board of Directors reserves the right to alter or cancel all or any portion of the LTIP for any
reason at any time. 

  
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 FY13 Long Term Incentive Plan 

 

			
	Purpose:	  	Provide critical focus on specific, measurable corporate goals and provide performance-based compensation based upon the level of attainment of such goals and ensure retention of
key executives of the Company.
		
	Amount:	  	 LTIP target cash payments (“LTIP Payments”) will be determined and approved by the Compensation Committee of the
Company’s Board of Directors (the “Committee”), with input from the CEO and Chairman of the Board. LTIP Payments will be determined and paid based on the actual achievement of the performance metric set forth below against the target
performance metric under the LTIP for the Company’s fiscal year ending March 29, 2013 in which Target LTIP Awards are granted under this LTIP (the “(Performance Period”). All LTIP Payments will be subject to the Company’s
collection of applicable payroll taxes and withholdings, and the Participant will only receive the net amount remaining after such
 taxes and
withholdings have been collected.

		
	Eligibility:	  	Participants shall be at levels of senior vice president or above, and shall be recommended for eligibility by the CEO and the Chairman of the Board and approved by the Committee
prior to the end of the Performance Period (individually, a “Participant” and, collectively, the “Participants”). Participants must be in an eligible position for at least 60 days before the end of the Performance Period.
Employees hired or promoted into an eligible position with less than 60 days remaining in the Performance Period will not be eligible for an LTIP Payment. The calculation of the LTIP Payment for a Participant that becomes eligible during the
Performance Period will be pro-rated based on the number of days the Participant is in an eligible position during the Performance Period.
		
	Service Requirement:	  	The long-term incentive will be measured at the end of the Performance Period. However, no Participant shall earn or accrue any right to the long-term incentive based on the
level of performance metric attained for the Performance Period unless that individual remains in the continuous active employ of the Company (or any majority or greater owned subsidiary) through the last day of the second (2nd) fiscal year following the end of the Performance Period (the
Requisite Service Period”). Upon the completion of the Requisite Service Period, the incentive bonus earned on the basis of both the attained performance metric and the completed service period will be paid (the “Payment Date”).
However, any payment due under this LTIP is at the sole discretion of the Committee. A Participant (or any majority or greater owned subsidiary) terminates for any reason before his or her completion of the Requisite Service Period will not be
eligible to receive the LTIP Payment or any prorated portion thereof, except to the limited extent set forth below.
		
	Performance Metric:	  	The Company’s Operating Cash Flow achievement for the Performance Period against target Operating Cash Flow for the Performance Period will be used to determine the
eligibility for an LTIP Payment. “Operating Cash Flow” is determined based on the Company’s budgeted cash flow and is equal to the operating cash flow that is communicated to public investors via filings with the Securities and
Exchange Commission[.], but Operating Cash Flow metric for the Performance Period shall in all events be established within the first ninety (90) days of the Performance Period.
		
	Achievement Schedule:	  	A 100% LTIP Payment will be paid to the Participant who completes the Requisite Service Period if 100% of budgeted Operating Cash Flow is attained with respect to the Performance
Period (the “Target LTIP Award”). The Target LTIP Awards shall be set forth on a schedule approved by the Committee within 90 days of the beginning of the

  
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		  	Performance Period. A Participant who completes the Requisite Service Period is eligible for 25% of the Target LTIP Award if at least 85% of budgeted Operating Cash Flow is
attained with respect to the Performance Period and for 200% of the Target LTIP Award if at least 120% of budgeted Operating Cash Flow is attained with respect to the Performance Period. Achievement of budgeted Operating Cash Flow between 85% and
200% will be prorated. Achievement of budgeted Operating Cash Flow shall be certified by the Committee (“Certification”) following the end of the Performance Period and prior to the Payment Date or any alternative date of
payment.
		
	 Death Disability

Involuntary
 Termination:
	  	 If a Participant’s employment with the Company (or any majority or greater owned subsidiary) terminates by reason of death,
total and permanent disability or an involuntary termination other than for cause (as defined below) after the last day of the Performance Period but prior to the completion of the Requisite Service Period, then that Participant shall be entitled to
payment of a prorated portion of the LTIP Payment that would have otherwise been payable to the Participant based on the actual level at which the Operating Cash Flow performance metric is attained, had he or she completed the Requisite Service
Period (the “Base Amount”). The prorated portion shall be calculated by multiplying the Base Amount by a fraction, the numerator of which is the number of calendar months rounded up to the next whole month) the Participant was in the
employ of the Company (or any majority or greater owned subsidiary) during the period commencing with the start of the Performance Period and ending with his or her termination date, and the denominator of which is thirty-six (36) months. Such
prorated amount shall be paid to the Participant on his or her termination date or as soon as administratively practicable thereafter, but in no event later than the fifteenth (15th) day of the third (3rd) calendar month following such termination
date. In no event, however, will any prorated LTIP Payment be made to the Participant if the applicable Operating Cash Flow performance metric is not attained at a level at or above the 85% threshold level or if the Participant voluntarily leaves
the employ of the Company (or any majority or greater owned subsidiary) prior to the completion of the Requisite Service Period.
  

For purposes of the foregoing, an individual will be deemed to have been involuntarily terminated for cause, and thus ineligible for any prorated LTIP
Payment if such individual is discharged or dismissed from employment for one or more of the following reasons or actions:
  
 (i) gross negligence or willful misconduct in the performance of duties to the Company (other than as a result of a disability) that has resulted or is likely to result in substantial and material damage
to the Company, after a demand for substantial performance is delivered by the Company which specifically identifies the manner in which it believes the individual has not substantially performed his/her duties and provides the individual with a
reasonable opportunity to cure any alleged gross negligence or willful misconduct; (ii) commission of any act of fraud with respect to the Company or its affiliates; or (iii) conviction of a felony or a crime involving moral turpitude causing
material harm to the business and affairs of the Company.

		
	Leave of Absence:	  	In the event a Participant takes a leave of absence from the Company after the end of the Performance Period but prior to the completion of the Requisite Service Period, the type
of leave and time away from the Company may be taken into consideration as the basis for a prorated LTIP Payment determined in the sole discretion of the Committee, with any such prorated LTIP Payment to be based on such Participant’s period of
active employment during the period commencing with the start of the Performance Period and ending with the last day of the Requisite Service Period, but excluding the period of

  
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		  	such leave of absence. Any such prorated amount shall be paid to the Participant on the Payment Date or such earlier date as may be necessary to avoid a deferred compensation
arrangement under Section 409A of the Internal Revenue Code. In no event, however, will any such prorated LTIP payment be made to the Participant if the applicable Operating Cash Flow performance metric is not attained at a level at or above the 85%
threshold level.
		
	Exchange Rates:	  	Neither LTIP Payments nor Operating Cash Flow will be adjusted for any fluctuating currency exchange rates.
		
	Adjustments:	  	In the event of an accretive event, such as a stock buyback, or other events that might have an effect on the Operating Cash Flow, such as an acquisition or purchase of products
or technology, the Committee may at its discretion adjust the Operating Cash Flow to reflect the potential impact upon the Company’s financial performance consistent with generally accepted accounting principals and Accounting Principles Board
Opinion No. 30.
		
	Change of Control:	  	In the event of a Change of Control of the Company (as defined in the Company’s Executive Retention Plan) (i) all unpaid LTIP Payments for the Performance Period (where the
Performance Period has been completed and Certification has occurred prior to the Change of Control) and (ii) all Target LTIP Awards for the Performance Period (where the Performance Period has not been completed and Certification has not occurred
prior to the Change of Control) whether or not 100% budgeted Operating Cash Flow has been attained for such Performance Period, shall be paid in full on the Change of Control.
		
	LTIP Provisions:	  	 This LTIP is adopted under the Symantec Senior Executive Incentive Plan as amended and restated as of September 22, 2008 and approved
by Symantec’s stockholders on September 22, 2008.
  
 Participation in
the LTIP does not guarantee participation in other or future incentive plans. LTIP structures and participation will be determined on a year-to-year basis.
  

The Company’s Board of Directors reserves the right to alter or cancel all or any portion of the LTIP for any reason at any time. The LTIP shall be
administered by the Committee and the Committee shall have all powers and discretion necessary or appropriate to administer and interpret the LTIP.
  

The Company’s Board of Directors reserves the right to modify or amend this LTIP or a Target LTIP Award under this LTIP with regard to Company
performance in light of events outside the control of management and/or Participant.

		
	Section 409A:	  	The payment provisions are designed to qualify for the short-term deferral exception to Section 409A of the Internal Revenue Code. Accordingly, for Participants who complete the
Requisite Service Period requirement, the Payment Date shall occur within two and one-half (2 1/2) months following the completion of the Requisite Service Period. For Participants who become entitled to a prorated LTIP Payment upon the termination of their employment by reason of death, disability
or involuntary termination other than for cause, the payment will be made within two and one-half
(2 1/2) months following their termination date.
LTIP Payments shall be payable solely from the general assets of the Company.

  
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	 Restatement of
 Financial
Results:
	  	If the Company’s financial statements are the subject of a restatement due to error or misconduct, to the extent permitted by governing law, in all appropriate cases, the
Company will seek reimbursement of excess incentive cash compensation paid under the LTIP to Participants for the Performance Period covered by such financial statements. For purposes of this LTIP, excess incentive cash compensation means the
positive difference, if any, between (i) the LTIP Payment paid to each Participant and (ii) the LTIP Payment that would have been made to that Participant had the Operating Cash Flow performance metric been calculated based on the Company’s
financial statements as restated. The Company will not be required to award any Participant an additional LTIP Payment should the restated financial statements result in a higher LTIP Payment.
		
	No Employment Rights:	  	A Participant’s employment with the Company shall be as an “at will” employee. Nothing in the LTIP shall either confer upon any Participant the right to continue
in the employ of the Company or interfere with or restrict in any way the rights of the Company to discharge or change the terms of employment (or of any employment agreement) of any Participant at any time for any reason whatsoever, with or without
cause.
		
	Governing Law:	  	This LTIP shall be governed by the laws of the State of California.

  
 5Form of FY13 Executive Annual Incentive Plan

 Exhibit 10.30 

 
 

 
 FY13 Executive Annual Incentive Plan 

Plan 1 - Chief Executive Officer 
 This Annual Incentive Plan (“Plan”) of Symantec Corporation (“Symantec”) is effective as of March 31, 2012. The Board of Directors reserves the right to alter or cancel all or any
portion of the Plan for any reason at any time. 

  
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 FY13 Executive Annual Incentive Compensation Plan 

 

			
	Job Category:	  	Chief Executive Officer
		
	Purpose:	  	Provide critical focus on specific, measurable corporate goals and provide performance-based compensation based upon the level of attainment of such goals.
		
	Bonus Target:	  	The target incentive bonus for this job category is 150% of the annual base salary. Annual base salary has been established at the beginning of the fiscal year. Bonuses will be
calculated based on actual base salary earnings from time of eligibility under the Plan through March 29, 2013. (Base salary earnings for the purpose of this Plan do not include any PTO accrual payments.) Payments will be subject to applicable
payroll taxes and withholdings.
		
	Bonus Payments:	  	The annual incentive bonus will be paid once annually. Payment will be made within six weeks after the end of the fiscal year but in the event the amount cannot be
calculated within such six weeks in no event may payments be made later than 2-1/2 (two and a half) months after the end of the fiscal year. Payments made pursuant to this Plan are at the sole discretion of the Administrator of
the Plan.
		
	Components:	  	Two performance metrics will be used in the determination of the annual incentive bonus payment as determined by the Administrator. The Company’s reported numbers are based
on GAAP Corporate Revenue and non-GAAP EPS results.

  

					
	 Metric
	  	Weighting	 
	 Corporate Revenue
	  	 	50	% 
	 Corporate Earnings per Share
	  	 	50	% 

  

			
	Achievement Schedule:	  	An established threshold must be exceeded for each of the applicable performance metrics before the portion of the bonus applicable to such performance metric will be paid. All
three metrics are capped.
		
	Pro-ration:	  	The calculation of the annual incentive bonus will be determined, in part, based on eligible base salary earnings for the fiscal year and, subject to the eligibility requirements
below, will be pro-rated based on the number of days the participant is actively employed as a regular status employee of Symantec during the fiscal year. If a participant takes a leave of absence from the Company during the fiscal year, any
payments received by the participant as an income protection benefit will not be counted toward base salary earnings for the purpose of bonus calculations.
		
	Eligibility:	  	Participants must be regular status employees on the day bonus checks are distributed to earn the bonus. If the Company grants an interim payment for any reason, the Participant
must be a regular status employee at the end of the fiscal year in order to receive such payment. Ongoing contributions toward the Company’s overall success, particularly toward year end is of particular business importance. As such, a
participant who leaves before the end of the fiscal year will not be eligible to earn the annual incentive bonus or any pro-rated portion thereof. The Plan participant must be a regular status employee of Symantec at the end of the fiscal year in
order to be eligible to receive the annual incentive bonus and at the time the bonus checks are distributed, unless otherwise determined by the Administrator.

  
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		  	To be eligible to participate in the Plan in the given fiscal year, participants must be in an eligible position for at least 60 days before the end of the Plan year. Employees
hired or promoted into an eligible position with less than 60 days in the Plan year will not be eligible to participate in the annual bonus plan until the next fiscal year.
		
	Exchange Rates:	  	The performance metrics targets will not be adjusted for any fluctuating currency exchange rates.
		
	Target Changes:	  	In the event of an accretive event, such as a stock buyback, or other events that might have an effect on the revenue or EPS targets of the Company, such as acquisition or
purchase of products or technology, the Administrator may at its discretion adjust the revenue and earnings per share metrics to reflect the potential impact upon Symantec’s financial performance.
		
	 Restatement of
 Financial
Results:
	  	If the Company’s financial statements are the subject of a restatement due to error or misconduct, to the extent permitted by governing law, in all appropriate cases, the
Company will seek reimbursement of excess incentive cash compensation paid under the Plan. For purposes of this Plan, excess incentive cash compensation means the positive difference, if any, between (i) the incentive bonus paid and (ii) the
incentive bonus that would have been made had the performance metrics been calculated based on the Company’s financial statements as restated. The Company will not be required to award Participant an additional Payment should the restated
financial statements result in a higher bonus calculation.
		
	Plan Provisions:	  	 This Plan is adopted under the Symantec Senior Executive Incentive Plan as amended and restated as of September 22, 2008 and approved
by Symantec’s stockholders on September 22, 2008.
  
 This Plan
supersedes the FY12 Executive Annual Incentive Plan dated April 2, 2011, which is null and void as of the adoption of this Plan.
  

Participation in the Plan does not guarantee participation in other or future incentive plans, nor does it guarantee continued employment for a specified
term. Plan structures and participation will be determined on a year-to-year basis.
  
 The Board of Directors reserves the right to alter or cancel all or any portion of the Plan for any reason at any time. The Plan shall be administered by the Compensation Committee of the Board of
Directors (the “Administrator”), and the Administrator shall have all powers and discretion necessary or appropriate to administer and interpret the Plan.
  

The Board of Directors reserves the right to exercise its own judgment with regard to company performance in light of events outside the control of
management and/or participant.

  
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