Document:

BC 2012.03.31 EX 10.2

Exhibit 10.2
2012 Brunswick Performance Plan (BPP)
Performance Share Plan Participants
Summary Terms and Conditions

Purpose:
		
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	Reward achievement of annual goals.

Eligibility:
		
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	Key managers identified on an individual basis who also participate in the Performance Share plan.

Performance Period:
		
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	2012 fiscal year.

Performance Measures:    
		
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	Funding based 100% on achievement against the following financial measures as of the end of the performance period.

		
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	For Corporate-level employees,

		
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	50% based on Earnings Per Share (EPS),

		
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	12.5% based on Mercury Marine Earnings Before Interest and Taxes (EBIT),

		
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	12.5% based on Boat Group EBIT, weighted 90% BBG (excl. Hatteras & Cabo), 10% Hatteras and Cabo.

		
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	12.5% based on Life Fitness EBIT, and

		
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	12.5% based on Bowling & Billiards EBIT.

		
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	For Division leaders,

		
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	50% based on EPS, and

		
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	50% based on applicable division EBIT.

		
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	EPS and EBIT results for the year will be adjusted for:

		
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	Restructuring costs (including debt extinguishment costs) and associated savings - variance from budget.

		
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	Acquisition or sale of “strategic” assets.

		
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	Impact of any “extraordinary” accounting charges (GAAP definition) or charges related to changes in accounting principles.

		
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	Payments will be capped at 200% of target payout.

Funding  Review and Approval:
		
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	The following steps will be taken to review and approve funding:

		
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	CFO will review performance to evaluate required accruals;

		
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	CEO will review performance at end of performance period and recommend funding to Human Resource and Compensation Committee as appropriate; and

		
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	Human Resources and Compensation Committee will review and approve funding as deemed appropriate.

Individual Awards:
		
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	Individual awards will be determined on a discretionary basis using overall approved funding, evaluation of individual performance for the performance period, target incentives as a percent of salary and covered salary (actual paid for year).

		
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	Individuals must be employed at the end of the performance period to be eligible for an award, with ultimate payout at the discretion of the Human Resources and Compensation Committee.  Those terminating due to death, permanent and total disability or plant shutdown will be eligible to receive individual awards at the discretion of the CEO and Chief Human Resources Officer.  Any awards payable in the event of termination due to death, permanent disability or plant shutdown shall be subject to the achievement of the applicable performance conditions and shall be paid as specified under “Timing and Form of Award Payments.”

Timing and Form of Award Payments:
		
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	In 2013, after financial results are confirmed and appropriate approvals are obtained; provided, however, that any such award shall be paid no later than March 15, 2013.  Payment may be made in cash, shares of Brunswick common stock, or a combination of cash or stock, as determined by the Committee.

Claw Back:
		
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	The Human Resources and Compensation Committee will evaluate the facts and circumstances of any restatement of earnings due to fraud or intentional misconduct that results in material noncompliance with any financial reporting requirement and, in its sole discretion, may require the repayment of all or a portion of bonus awards from individual(s) responsible for the restatement and others assigned to salary grade 21 and above, including senior executives, as deemed appropriate by the Committee.

Additional Terms & Conditions:
		
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	Payment of any bonus is in the sole discretion of the Human Resources and Compensation Committee.  The Committee may modify, revise, discontinue, cancel or terminate this plan or any payments associated with this plan at any time, without notice.BC 2012.03.31 EX 10.3

Exhibit 10.3
2012 Stock-Settled Stock Appreciation Right Grant Terms and Conditions
Pursuant to the Brunswick Corporation 2003 Stock Incentive Plan (the “Plan”)

Purpose:
		
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	To promote Brunswick's long term financial interests and growth.

Stock-Settled Stock Appreciation Right:
		
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	The right to receive a payment in Brunswick Stock (as defined in the Plan) equal to the excess of the Stock's Fair Market Value (as defined in the Plan) at exercise over the exercise price as established on the Grant Date attributable to the number of underlying Stock-Settled Stock Appreciation Rights (“Stock-Settled SARs”) granted.

		
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	By exercising Stock-Settled SARs, you agree to the terms and conditions of the grant.

Exercise Price:
		
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	$ Closing price as reported on the New York Stock Exchange Composite Transactions Tape on the Grant Date.

Grant Date:
		
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	February 14, 2012.

Award:
		
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	________________ Stock-Settled SARs.

Vesting:
		
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	Stock-Settled SARs vest and become exercisable upon the earliest of:

		
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	One-fourth of the Stock-Settled SARs granted on each of the first, second, third, and fourth anniversaries of the Grant Date, so long as employment by Brunswick or its designated affiliates continues on each such anniversary date;

		
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	In the case of a termination of employment (other than for “cause” (willful misconduct in the performance of duties) or due to death or permanent disability (as defined below)) on or after (i) the first anniversary of the Grant Date and (ii) the date on which age plus years of service equals 70 or more or age is 62 or more, vesting will continue on the normal vesting schedule described immediately above;

		
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	In the case of a termination of employment (other than for cause or due to death or permanent disability) (i) prior to the first anniversary of the Grant Date and (ii) on or after the date on which age plus years of service equals 70 or more or age is 62 or more, a pro-rata portion of the award will vest on each anniversary of the Grant Date pursuant to the normal vesting schedule described above.  For purposes of the foregoing sentence, a “pro-rata portion” will mean the product of (x) the number of shares underlying the Stock-Settled SAR award that would have vested on the applicable anniversary of the Grant Date pursuant to the normal vesting schedule and (y) a fraction, the numerator of which is the number of days that have elapsed since the Grant Date through the date of termination of the recipient's employment, and the denominator of which is 365.  All remaining shares will be forfeited;

		
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	Termination due to death or permanent disability; or

		
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	A Change in Control (as defined in the Plan).

Grant Term:
		
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	Vested Stock-Settled SARs will remain exercisable as follows:

		
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	Until the termination of employment, if involuntarily terminated for cause, or

		
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	Based on eligibility as of the last day employed, the latest of the following:

		
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	30 days after voluntary termination;

		
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	One year after involuntary termination without cause (for example, reductions-in-force or reorganization), or if your employer ceases to be a Subsidiary (as defined in the Plan) of Brunswick, unless the Committee (as defined in the Plan) provides otherwise;

		
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	Two years after termination following a Change in Control (as defined in the Plan);

		
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	Five years after termination due to death or permanent disability (as defined below); or

		
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	Five years after termination of employment  (other than for cause or due to death or permanent disability), provided that such termination occurs on or after the date on which your age plus years of service equals 70 or more or your age is 62 or more.

		
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	But, in no event may your Stock-Settled SAR be exercised later than ten years from the Grant Date.

Exercise Settlement-Payment / Tax Withholding:
		
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	On exercise, the number of shares of Brunswick Stock delivered will be determined as follows:

		
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	The difference between the Fair Market Value on date of exercise and the per share exercise price will be determined.

		
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	This difference will be multiplied by the number of Stock-Settled SARs being exercised to determine the total dollar gain.

		
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	The total dollar gain will be divided by the Fair Market Value on date of exercise.

		
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	If, upon exercise, you would be entitled to a fractional security, such fractional security shall be disregarded and the cash equivalent of such fractional security shall be applied to your tax withholding liability.  Should you elect to have the required tax withholding satisfied by delivery of shares, then the ultimate Stock delivered will be reduced by an amount necessary to accommodate the required tax withholding.

		
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	Tax withholding liability (to meet required FICA, federal, state, and local withholding) can be paid in any combination of the following:

		
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	Reduction in shares delivered to accommodate the required minimum tax withholding, or

		
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	Cash or check.

Additional Terms and Conditions:
		
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	Grants are subject to the terms of the Plan.  To the extent any provision herein conflicts with the Plan, the Plan will govern.  The Committee administers the Plan.  The Committee may interpret the Plan and adopt, amend and rescind administrative guidelines and other rules as deemed appropriate.  Committee determinations are binding. 

		
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	The rule of 70/age 62 provisions do not apply for grants made to residents of the European Union.

		
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	Permanent disability means the inability, by reason of a medically determinable physical or mental impairment, to engage in any substantial gainful activity, which condition, in the opinion of a physician selected by the Committee, is expected to have a duration of not less than 120 days.

		
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	The Plan may be amended, suspended or terminated at any time.  The Plan will be governed by the laws of the State of Illinois, without regard to the conflict of law provisions of any jurisdiction.

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