Document:

Executive Bonus Plan

 Exhibit 10.2 
 ELECTRONIC ARTS INC. EXECUTIVE BONUS PLAN 
 Adopted by the Board of
Directors May 16, 2012 Effective April 1, 2012 
 Purpose. The purpose of this Plan is to provide certain employees of
the Company and its subsidiaries with incentive compensation based upon the level of achievement of financial, business and other performance criteria. This Plan is intended to permit the payment of bonuses that may qualify as performance-based
compensation under Code Section 162(m). 
 Definitions. 
 “Affiliate” means any corporation or other entity (including, but not limited to, partnerships and joint ventures) controlled by the Company. 

“Board” means the Board of Directors of the Company. 
 “Bonus” means a cash payment made pursuant to this Plan with respect to a particular Performance Period, determined pursuant to Section 8 below; provided,
however, that a Bonus shall not be greater than an amount equal to two hundred percent (200%) of the Bonus Target, and notwithstanding the foregoing, in any event the Bonus shall not exceed $5,000,000 in any Fiscal Year. 

“Bonus Target” shall mean a Bonus amount that may be paid if one hundred percent (100%) of all the applicable Performance
Measures are achieved at target in the Performance Period. The Bonus Target shall be equal to a fixed percentage of the Participant’s base salary for such Performance Period, and such fixed percentage shall not exceed one hundred and fifty
percent (150%) of a Participant’s base pay. Such percentage shall be determined by the Committee prior to the Predetermination Date. 

“Bonus Formula” means as to any Performance Period, the formula established by the Committee pursuant to Section 6 in order
to determine the Bonus amounts, if any, to be paid to Participants based upon the level of achievement of targeted goals for the selected Performance Measures. The formula may differ from Participant to Participant or business group to business
group. The Bonus Formula shall be of such a nature that an objective third party having knowledge of all the relevant facts could determine whether targeted goals for the Performance Measures have been achieved. 

“Code” means the United States Internal Revenue Code of 1986, as amended. 

“Company” means Electronic Arts Inc., a Delaware corporation. 
 “Committee” means the Executive Compensation and Leadership Committee of the Board, or any other subcommittee of the Board or Executive Compensation and Leadership Committee, who
shall be comprised solely of “outside directors” within the meaning of Code section 162(m). 
 “Fiscal Year”
means the 52- or 53-week period that ends on the Saturday nearest March 31. 
 “Participant” means any senior
executive of the Company or of an Affiliate who has been selected by the Committee to participate in the Plan for a given Performance Period. 

  
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 “Performance-Based Compensation” means compensation that qualifies as
“performance-based compensation” within the meaning of Code Section 162(m). 
 “Performance Measure”
means any of the factors from among the following objective measures, either individually, alternatively or in any combination, applied to the Company as a whole or any business unit or Subsidiary, either individually, alternatively, or in any
combination, on a GAAP or non-GAAP basis, and measured, to the extent applicable on an absolute basis or relative to a pre-established target, in each case as specified by the Committee: profit before tax; revenue (on an absolute basis or adjusted
for currency effects); net revenue; earning (which may include earnings before interest and taxes, earning before taxes and net earnings); operating income; operating margin; operating profit; controllable operating profit, or net operating profit;
net profit; gross margin; operating expenses or operating expenses as a percentage of revenue; net income; earning per share; total stockholder return; market share; return on assets or net assets; the company’s stock price; growth in
stockholder value relative to a pre-determined index; return on equity; return on invested capital; cash flow (including free cash flow or operating cash flows); cash conversion cycle; economic value added; contract awards or backlog; overhead or
other expense reduction; credit rating; strategic plan development and implementation; improvement in workforce diversity; customer indicators; new product invention or innovation; attainment of research and development milestones; improvements in
productivity; attainment of objective operating goals and employee metrics. 
 “Performance Period” means any Fiscal
Year or such other period as determined by the Committee. 
 “Plan” means this Electronic Arts Inc. Executive Bonus
Plan. 
 “Predetermination Date” means, for a Performance Period, (i) the earlier of 90 days after commencement of
the Performance Period or the expiration of 25% of the Performance Period, provided that the achievement of targeted goals under the selected Performance Measures for the Performance Period is substantially uncertain at such time; or (ii) such
other date on which a performance goal is considered to be pre-established pursuant to Code Section 162(m). 
 Eligibility.
Participants are eligible to participate in this Plan for a given Performance Period. 
 Plan Administration. The Committee shall be
responsible for the requirements for qualifying compensation as Performance-Based Compensation. Subject to the limitations on Committee discretion imposed under Code Section 162(m), the Committee shall have such powers as may be necessary to
discharge its duties hereunder. The Committee shall be responsible for the general administration and interpretation of this Plan and for carrying out its provisions, including the authority to construe and interpret the terms of this Plan,
determine the manner and time of payment of any Bonuses, prescribe forms and procedures for purposes of Plan participation and distribution of Bonuses and adopt rules, regulations and to take such actions as it deems necessary or desirable for the
proper administration of this Plan. The Committee, in its sole discretion and on such terms and conditions as it may provide, may delegate all or part of its authority and powers under the Plan to one or more directors and/or officers of the
Company; provided, however, that the Committee may not delegate its authority and/or powers with respect to awards that are intended to qualify as performance-based compensation under Section 162(m) of the Code. 

Any rule or decision by the Committee or its delegate(s) that is not inconsistent with the provisions of this Plan shall be conclusive and binding on all
persons, and shall be given the maximum deference permitted by law. 
 Term. This Plan shall be effective as of April 1, 2012.
Notwithstanding the foregoing, this Plan shall terminate unless it is approved at the next Company annual stockholders meeting following the date that the Board adopts this Plan. Once approved by the Company’s stockholders, this Plan shall
continue until the earlier of (i) a termination under Section 9 of this Plan, (ii) the date any stockholder approval requirement under Code Section 162(m) ceases to be met or (iii) the date that is five years after the
stockholder meeting in fiscal 2013. 

  
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 Bonuses. Prior to the Predetermination Date for a Performance Period, the Committee shall designate
or approve in writing, the following: 
 Performance Period; 
 Positions or names of employees who will be Participants for the Performance Period; 
 Targeted
goals for selected Performance Measures during the Performance Period; 
 Bonus Target for each Participant or group of Participants; and

 Applicable Bonus Formula for each Participant, which may be for an individual Participant or a group of Participants. 

Determination of Amount of Bonus. 

Calculation. After the end of each Performance Period, the Committee shall certify in writing (to the extent required under Code
Section 162(m)) the extent to which the targeted goals for the Performance Measures applicable to each Participant for the Performance Period were achieved or exceeded. The Bonus for each Participant shall be determined by applying the Bonus
Formula to the level of actual performance that has been certified by the Committee. Notwithstanding any contrary provision of this Plan, the Committee, in its sole discretion, may eliminate or reduce the Bonus payable to any Participant below that
which otherwise would be payable under the Bonus Formula. 
 The Committee may appropriately adjust any evaluation of performance under a
Performance Measure to exclude any of the following events that occurs during a Performance Period: (A) the effects of currency fluctuations, (B) any or all items that are excluded from the calculation of non-GAAP earnings as reflected in
any Electronic Arts press release and Form 8-K filing relating to an earnings announcement, (C) asset write-downs, (D) litigation or claim judgments or settlements, (E) the effect of changes in tax law, accounting principles or other
such laws or provisions affecting reported results, (F) accruals for reorganization and restructuring programs, and (G) any other extraordinary or non-operational items. 
 Right to Receive Payment. Each cash portion of a Bonus under this Plan shall be paid solely from general assets of the Company and its Affiliates. This Plan is unfunded and unsecured; nothing in
this Plan shall be construed to create a trust or to establish or evidence any Participant’s claim of any right to, or form of, payment of a Bonus other than as an unsecured general creditor with respect to any payment to which he or she may be
entitled. Except as may otherwise be provided for in Section 8 below, in the event a Participant terminates employment with the Company (or any Affiliate) prior to the end of a Performance Period he or she shall not be entitled to the payment
of a Bonus for the applicable Performance Period. 
 Payment of Bonuses. 
 Timing of Distributions. The Company and its Affiliates shall distribute amounts payable to Participants as soon as is administratively practicable following the determination and written
certification of the Committee for a Performance Period, but in no event later than two and one-half months after the end of the calendar year in which the Performance Period ends, except to the extent a Participant has made a timely election to
defer the payment of all or any portion of such Bonus under the Electronic Arts Inc. Deferred Compensation Plan or any other Company approved deferred compensation plan or arrangement. 
 Payment. The payment of a Bonus, if any (as determined by the Committee at the end of the Performance Period), with respect to a specific Performance Period requires that the employee be an active
employee on the Company’s or its Affiliate’s payroll on the date that such Bonus is paid, subject to subsection (d), below. Additionally, the Committee may make exceptions to the foregoing active employment requirement in the case of death
or disability, or in the case of a corporate change in control, in each case as determined by the Committee. 
 The Bonus shall be payable in
cash in a single lump sum. 

  
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 Change in Status. A Participant who has a change in status that results in being ineligible to
participate in this Plan in a Performance Period may receive a prorated Bonus, if any (as determined by the Committee at the end of the Performance Period, in its sole discretion), under this Plan; the method in which a Bonus is prorated shall be
determined by the Committee in its sole discretion. 
 Code Section 409A. To the extent that any Bonus under the Plan is subject to
Code Section 409A, the terms and administration of such Bonus shall comply with the provisions of such Section, applicable IRS guidance and, good faith reasonable interpretations thereof, and, to the extent necessary to achieve compliance,
shall be modified, replaced, or terminated at the discretion of the Committee. 
 Amendment and Termination. The Committee may amend,
modify, suspend or terminate this Plan, in whole or in part, at any time, including the adoption of amendments deemed necessary or desirable to correct any defect or to supply omitted data or to reconcile any inconsistency in this Plan or in any
Bonus granted hereunder; provided, however, that no amendment, alteration, suspension or discontinuation shall be made which would (i) increase the amount of compensation payable pursuant to such Bonus, or (ii) cause compensation that is,
or may become, payable hereunder to fail to qualify as Performance-Based Compensation. Notwithstanding the foregoing, the Committee may any amend, modify, suspend or terminate this Plan if any such action is required by law. To the extent required
under applicable law, including Code section 162(m), Plan amendments shall be subject to stockholder approval. At no time before the actual distribution of funds to Participants under this Plan shall any Participant accrue any vested interest or
right whatsoever under this Plan except as otherwise stated in this Plan. 
 In the case of Participants employed outside the United States, the
Company or its Affiliate may vary the provisions of this Plan as deemed appropriate to conform with, as required by, or made desirable by, local laws, practices and procedures. 
 Withholding. Distributions pursuant to this Plan shall be subject to all applicable taxes and contributions required by law to be withheld in accordance with procedures established by the Company.

 No Additional Participant Rights. The selection of an individual for participation in this Plan shall not give such Participant any
right to be retained in the employ of the Company or any of its Affiliates, and the right of the Company and any such Affiliate to dismiss such Participant or to terminate any arrangement pursuant to which any such Participant provides services to
the Company, with or without cause, is specifically reserved. No person shall have claim to a Bonus under this Plan, except as otherwise provided for herein, or to continued participation under this Plan. There is no obligation for uniformity of
treatment of Participants under this Plan. The benefits provided for Participants under this Plan shall be in addition to and shall in no way preclude other forms of compensation to or in respect of such Participants. The employment of a Participant
is terminable at the will of either party and, if such Participant is a party to an employment contract with the Company or one of its Affiliates, in accordance with the terms and conditions of the Participant’s employment agreement.

 Successors. All obligations of the Company or its Affiliates under this Plan, with respect to awards granted hereunder, shall be
binding on any successor to the Company, whether the existence of such successor is the result of a direct or indirect purchase, merger, consolidation, or otherwise, of all or substantially all of the business or assets of the Company. 

Nonassignment. The rights of a Participant under this Plan shall not be assignable or transferable by the Participant except by will or the laws
of descent and distribution. 
 Severability. If any portion of this Plan is deemed to be in conflict with local law, that portion of the
Plan, and that portion only, will be deemed void under local law. All other provisions of the Plan will remain in effect Furthermore, if any provision of this Plan would cause Bonuses not to constitute Performance-Based Compensation, that provision
shall be severed from, and shall be deemed not to be a part of, the Plan, but the other provisions hereof shall remain in full force and effect. 
 Governing Law. This Plan shall be governed by the laws of the State of Delaware. 

  
 4Offer letter, dated July 23,2012, between Metlife, Inc. and John C.R. Hele.

 Exhibit 10.1 

 
 

 
 July 23, 2012 
 John C.R. Hele 
 [address redacted] 
 Dear John, 
 I am pleased to invite you to join the MetLife leadership team at an executive
officer level, and am looking forward to your contributions toward our Company’s success. 
 In your new role, you will
report to me and have an initial annual base salary rate of $600,000 payable semi-monthly (on the 15th and last work day of the month). Your appointment as Executive Vice President and Chief Financial Officer of MetLife, Inc., MetLife Group, Inc. and Metropolitan Life Insurance Company, and the terms of
your employment as described in this letter, are subject to the approval of MetLife’s Compensation Committee and Board of Directors. You will be an employee of MetLife Group, Inc. 
 Your first day of employment will be September 4, 2012. If you are unable to begin employment on or close to this date, this offer may be withdrawn. 

You will also be eligible for an award under the MetLife Annual Variable Incentive Plan (AVIP) and for long-term stock-based incentive awards. You will
be considered for an annualized total base plus target incentive compensation opportunity of approximately $3.9 million, depending on business and individual performance. The target AVIP award opportunity for which you’ll be considered will be
$1.1 million, and the target long-term stock-based incentive opportunity you shall be considered for will be $2.2 million (which we anticipate will initially be equally split between stock options and performance shares), in each case depending on
business and individual performance. Incentive awards for the 2012 performance year, for which you’ll be considered in 2013, will be prorated based on the number of months you’ve worked in 2012 for MetLife. All AVIP awards and long-term
stock incentive awards are discretionary, with no amounts or targets guaranteed, and they are heavily influenced by overall company and individual performance, as well as expectations of your future contributions to MetLife’s performance.
Awards are generally made by the middle of March each year. You must be actively at work on the date of any payments or grants, as determined by the applicable plan or program, to receive such awards. 

You will receive a one-time sign-on payment of $450,000, which will be paid to you in the first paycheck following thirty (30) completed calendar
days of service. Should you voluntarily terminate your employment with MetLife prior to the first anniversary of the date you begin employment, you must repay a prorated amount of this payment to MetLife, based on the number of complete months you
were employed. 
 You have provided us with information about compensation awards from your current employer that you would forfeit if you
accept employment with MetLife. As a result of our 

  
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review of that information, management will recommend that you receive the following long-term stock-based incentive award(s) after you begin employment, subject to Compensation Committee or
other approvals: 
  

	•	 	 $1,115,000 in MetLife, Inc. Stock Options, subject to vesting in thirds for continuous service with MetLife through each of the first three
anniversaries of the grant date and otherwise subject to the terms of MetLife’s prevailing Management Stock Option Agreement and the MetLife, Inc. 2005 Stock and Incentive Compensation Plan. The number of stock options will be determined by
dividing this amount by one-third (1/3) of the closing price of MetLife, Inc. common stock on the grant date, and rounding up to the nearest whole number of stock options. This award is contingent on being an employee of MetLife Group, Inc.,
and the grant date will be the first day of your employment. 

  

	•	 	 $1,115,000 in MetLife, Inc. Performance Shares for the January 1, 2012 to December 31, 2014 performance period. The performance shares will
be subject to vesting for continuous service with MetLife through the end of the three-calendar-year performance period and the other terms of MetLife’s prevailing Management Performance Share Agreement and the MetLife, Inc. 2005 Stock and
Incentive Compensation Plan. The number of performance shares will be determined by dividing this amount by the closing price of MetLife, Inc. common stock on the grant date, and rounding up to the nearest whole number of performance shares. This
award is contingent on being an employee of MetLife Group, Inc., and the grant date will be the first day of your employment. 

MetLife has an Executive Stock Ownership Program covering employees at the Senior Vice President level and above. The program provides that individuals
in these positions should own MetLife, Inc. common stock in an amount at least equal to a multiple from 2 to 7 times his or her annual base salary rate. At your executive officer level, you will be responsible for owning 4 times your annual base
salary rate. Ownership includes shares and share equivalents acquired through our long-term stock-based incentive award programs and other company sponsored programs such as the MetLife Company Stock Fund of the Savings and Investment Plan (called
“SIP”) and the Auxiliary Savings and Investment Plan, as well as shares purchased in the open market. While there is no official time frame for reaching the minimum ownership requirement, you are expected to hold all “profit
shares” you receive from exercising any Stock Options and any shares you receive (or defer) in payment from Performance Share or Restricted Stock Unit awards until you meet your expected ownership level. 

Under MetLife’s Insider Trading Policy, certain employees must obtain prior approval from the MetLife, Inc. Corporate Secretary’s office before
trading in MetLife securities, including transactions involving MetLife, Inc. common stock. You will be subject to these requirements, and you will be notified and given instructions on how to request clearance for such transactions. 

MetLife has a competitive and comprehensive array of benefits designed to provide you with choice and flexibility. Under our current program, you will be
eligible for healthcare and dental coverage on the first of the month following 30 days of service. Our current program also provides for limited severance pay if your employment is involuntarily terminated under certain circumstances. As an officer
subject to the reporting requirements of Section 16 of the Securities Exchange Act, you are also covered under 

  
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our current program providing limited severance pay if your employment ends under certain circumstances following a change-in-control of MetLife, Inc. Your participation in MetLife’s benefit
programs is subject to the terms of each benefit plan. Basic information about MetLife’s benefits and eligibility for those programs can be found in the attached Benefits Overview. 
 More specific information about your benefits will be delivered shortly after your employment date. At that time, a member of the Executive Benefits team will contact you to set up an introductory call to
review all of your benefits-related enrollments. 
 In addition, you will be given the opportunity to defer select types of compensation in
accordance with the terms of the MetLife deferred compensation plans. You will receive additional details about compensation eligible for deferral shortly after your employment date. Please note that your sign-on payment is not eligible for
deferral. 
 Income taxes, including employment taxes, will be withheld and deposited as appropriate to each payment type described in this
letter. Please review the specific information that will be provided to you regarding each type of award or program described in this letter, because tax consequences can vary depending on the type of payment. 

You will be eligible for 22 paid time off (PTO) days and 3 Personal/Family days on an annual basis. For 2012 these will be provided on a pro-rated basis.

 You will also be provided with ground transportation service for business and certain personal purposes consistent with MetLife practice for
executive officers. 
 This offer of employment is based on our confidence that your employment with MetLife will be a mutually rewarding and
enriching experience, but it is not an employment contract, and does not represent a guarantee of continued employment for any period of time. Employment at MetLife is “employment at will,” which means that either you or MetLife may
terminate the relationship at any time with or without cause or notice. 
 Our offer is contingent on a satisfactory background check, which may
include fingerprinting, professional reference checks, and successful passing of a drug-screening test. This offer is subject to withdrawal if, among other circumstances, the background check, reference checks or drug-screening test do not meet
MetLife requirements. In order to prevent delay in beginning your employment, please be sure to complete your drug-screening test as soon as possible and ideally no later than 3 days from the date of this letter. 

In addition, this offer is contingent upon your being able to produce evidence of your work authorization in the United States when you commence
employment. If you require sponsorship for a visa conferring ongoing employment authorization and this has not already been discussed with us, it is critical that you bring this to my attention immediately. If such employment authorization is
necessary, this offer is conditioned upon MetLife determining that it will sponsor you for such a visa, visa availability, the United States Citizenship and Immigration Service issuing such a visa and your being authorized to work in the United
States. 

  
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 During the course of your employment with MetLife, you will become familiar with trade secrets and other
confidential information about MetLife. You and MetLife anticipate that your services will be of special, unique and extraordinary value to MetLife, and that by virtue of your employment, you will gain and cultivate knowledge of the identity,
characteristics and preferences of MetLife’s customer, client, supplier, vendor, or other business relations (known for these purposes as “Business Relations”) and confidential information about those Business Relations in order to
further MetLife’s business. MetLife is engaged in a highly competitive business. Its relationship with its Business Relations and its confidential information are extremely valuable, and the preservation of them is critical to MetLife’s
continued business success. If you later leave MetLife, you agree that you would inevitably have to draw on such information if you were to solicit or service the Business Relations on behalf of a competing business. 

You agree that, during your employment with MetLife and ending on the first anniversary of the end of your employment for any reason (the
“Restricted Period”), you will not directly or indirectly own any interest in, manage, control, participate in, consult with, or render services, as an officer, director, employee, partner, member, consultant, independent contractor or
agent, to any person or entities engaged in competition with MetLife (including for this purpose MetLife, Inc. and each of its affiliates) with respect to any products or services offered by MetLife (or with regard to which MetLife has plans to
offer) in the United States and/or in any other country in which MetLife conducts business or has plans to conduct business as of the date your employment ends (“Restricted Geographies”). You will also not assist others in engaging in
activities in which you have agreed not to engage. These restrictions are in addition to those to which you agree in your Agreement to Protect Corporate Property, and will survive your execution of that Agreement to Protect Corporate Property. You
acknowledge that it is reasonable to restrict your activities as described in this paragraph (the “Post-Employment Restrictions”), and that you will be able to earn a suitable livelihood without violating the terms and restrictions.

 You agree that money damages would be both incalculable and an insufficient remedy for MetLife for any breach by you of your Post-Employment
Restrictions, and that any such actual, threatened or continuing breach will cause MetLife irreparable harm. In the event of any such breach by you of the Post-Employment Restrictions, MetLife shall be entitled to equitable relief, including
temporary, preliminary or permanent injunctive relief, in any court of competent jurisdiction and without the requirement of posting a bond. Such equitable relief shall not be the exclusive remedy for any breach by you of the Post-Employment
Restrictions but shall be in addition to any other damages or remedies available at law or in equity to MetLife. MetLife’s determination not to enforce the Post-Employment Restrictions as to specific violations shall not operate as a waiver or
release of your Post-Employment Restrictions. 
 In accepting this job offer, you are making a representation to MetLife that you are not
restricted or limited in any way from working for MetLife by the terms of any agreement with any prior employer, including but not limited to your current employer. 

  
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 John, I look forward to your accepting our job offer, and I am confident you will be a great addition to the
team. There are many opportunities for strong leaders to contribute to the achievement of our vision and strategic objectives. I know you will find the position both challenging and rewarding. Please return one signed copy of this letter and the
enclosed Agreement to Protect Corporate Property to Jill Corsi in the enclosed envelope as soon as possible to indicate your acceptance, and keep the second copy for your own records. Please feel free to give me a call with any questions that you
may have at [telephone number redacted] or call Frans Hijkoop at [telephone number redacted]. 
  

					
	Sincerely,	 		  	I accept this job offer.
			
	Steven A. Kandarian	 		  	John C.R. Hele
	Chairman, President and Chief Executive Officer	 		  	
	MetLife, Inc.	 		  	
			
	/s/ Steven A. Kandarian	 	 	  	/s/ John C.R. Hele
	Signature	 		  	Signature
		 		  	 7/24/2012

  
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