Document:

2004 Motorola Incentive Plan

 EXHIBIT 10.17 
  
 2004 Motorola Incentive Plan 
  

Overview 
 The 2004 Motorola
Incentive Plan (the “Plan”) has been established to retain employees through competitive rewards, attract premier talent, align individual efforts with business goals, and reward employees for strong business performance. The Plan is based
on successive calendar-year performance periods commencing 1 January 2004 (each a “Plan Year”). 
  
 Eligibility 
 To be eligible to
participate in this Plan, an employee must be: 

	•	A full-time or part-time Motorola employee; 

	•	In a Participating Organization and on the payroll of a Participating Country; 

	•	Not a participant in any other annual group incentive or bonus plan (e.g., sales commission plans, etc.); and 

	•	One of the following must also apply: 

	 	•	Active on a Motorola payroll as of the end of the Plan Year (countries may establish more restrictive eligibility requirements for terminating employees); 

	 	•	On a leave of absence as of the end of the Plan Year; 

	 	•	Retired from Motorola during the Plan Year while actively employed or from a leave of absence; or 

	 	•	Deceased during the Plan Year while actively employed or on a leave of absence. 

  
 Award Calculation 
 Awards will be calculated and paid after the close of each Plan Year on which the awards are based. The award amount will be based on Eligible Earnings, the Target Award %, and the Business and Individual Performance
Factors, as follows: 
  

																	
	Award	 	=	 	Eligible
Earnings	 	x	 	Target
Award %	 	x	 	Business
Performance
Factor	 	x	 	Individual
Performance
Factor

  
 Eligible Earnings is defined below.
Target Award %’s, Business Performance Factors and Individual Performance Factors for each Plan Year shall be determined by the Compensation and Leadership Committee of the Board of Directors (the “Compensation Committee”). Business
Performance Factors shall be based on Operating Earnings, Operating Cash Flow, Revenue Growth, Quality and such other factors as may be determined by the Compensation Committee. 
  
 Administration 

	•	The Compensation Committee has the responsibility for this Plan and may delegate to the MIP Plan Committee (the “MIP Committee”) the authority to manage, administer, and
interpret the terms of the Plan. Unless otherwise determined, the MIP Committee will consist of the Senior Human Resources Officer, a senior Compensation Officer, and a senior Finance Officer. 

	•	Any claims for payments under the Plan or any other matter relating to the Plan must be presented in writing to the MIP Committee within 60 days after the event that is the subject
of the claim. The MIP Committee will then provide a response within 60 days, which response shall be final and binding. 

  
 General Provisions 

	•	Awards are subject to all applicable taxes and other required deductions. 

	•	The Plan will not be available to employees subject to the laws of any jurisdiction which prohibits any provisions of this Plan or in which tax or other business considerations make
participation impracticable in the judgment of the MIP Committee. 

	•	This Plan does not constitute a guarantee of employment nor does it restrict Motorola’s rights to terminate employment at any time or for any reason 

	•	The Plan and any individual award is offered as a gratuitous award at the sole discretion of Motorola. The Plan does not create vested rights of any nature nor does it constitute a
contract of employment or a contract of any other kind. The Plan does not create any customary concession or privilege to which there is any entitlement from year-to-year, except to the extent required under applicable law. Nothing in the Plan
entitles an employee to any remuneration or benefits not set forth in the Plan nor does it restrict Motorola’s rights to increase or decrease the compensation of any employee, except as otherwise required under applicable law.

	•	The awards shall not become a part of any employment condition, regular salary, remuneration package, contract or agreement, but shall remain gratuitous in all respects. Awards are
not to be taken into account for determining overtime pay, severance pay, termination pay, pay in lieu of notice, or any other form of pay or compensation. 

	•	This Plan is provided at Motorola’s sole discretion and Motorola may modify or eliminate it at any time, prospectively or retroactively, without notice or obligation. In
addition, there is no obligation to extend or establish a plan in subsequent years. 

	•	The Plan shall not be pre-funded. Motorola shall not be required to establish any special or separate fund or to make any other segregation of assets to assure the payment of
awards. 

	•	Since employee retention is an important objective of this Plan and awards do not bear a precise arithmetic relationship to time worked within the calendar year or length of service
with Motorola, employees who resign or are terminated for any reason prior to the end of the Plan Year other than death or retirement shall not receive a pro rata award. 

	•	The award for an employee who has died prior to the end of the Plan Year while actively employed or on a leave of absence will be paid to the decedent’s estate.

	•	Awards for transferred, promoted or demoted employees will be calculated using the: 

	 	•	Target Award % applicable to the employee’s country and grade at the end of the Plan Year 

	 	•	Business Performance Factor prorated for the portion of the year the participant was in different Participating Organizations during the Plan Year. 

 Definitions 
 Eligible Earnings: The MIP Committee will determine Eligible Earnings for each country, consistent with their respective legal and practical requirements. The MIP Committee may determine inclusions and
exclusions from Eligible Earnings as it deems appropriate and may vary its determinations by country. 
  
 Employee: a person in an employee-employer relationship with the Company whose base wage or base salary is processed for payment by the Company’s Payroll Department(s) and not by any other department of
the Company (or by any other company). Exclusions include: 

	•	Any independent contractor, consultant, or individual performing services for the Company who has entered into an independent contractor or consultant agreement;

	•	Any individual performing services under an independent contractor or consultant agreement, a purchase order, a supplier agreement or any other agreement that the Company enters
into for services; 

	•	Any person classified by the Company as a temporary or contract labor (such as black badges, brown badges, contractors, contract employees, job shoppers) regardless of the length of
service; and 

	•	Any “leased employee” as defined in Section 414(n) of the U.S. Internal Revenue Code of 1986, as amended. 

  
 Retired: This Plan utilizes the definition of “retiree” that appears in the
primary retirement plan covering the employee. 
  
 Operating Earnings: A
measure of pre-tax profits, calculated according to Motorola’s financial standards and measured on an ongoing basis. In a general sense, Operating Earnings is Profit Before Tax, prior to expenses for net interest expense, foreign exchange gains
or losses, and gains or losses on asset sales. 
  
 Operating Cash Flow: A
measure of cash flow calculated according to Motorola’s financial standards, and measured on an as-reported basis. 
  
 Revenue Growth: A measure of net sales after discounts calculated according to Motorola’s financial standards, and measured on an as-reported basis.

  
 Quality: A combination of measures of customer satisfaction,
reliability, and cost of poor quality, as defined by Motorola senior leaders.Motorola Mid Range Incentive Plan of 2003, As Amended

 EXHIBIT 10.18 
  
 Motorola Mid Range Incentive Plan (MRIP) of 2003, 
 As Amended 
  
 ELIGIBILITY 
 Senior and Executive Vice Presidents and other key employees of Motorola or a subsidiary, as recommended by the CEO and
approved by the Compensation and Leadership Committee of the Board of Directors (“Committee”), are eligible to participate in the Motorola Mid Range Incentive Plan (MRIP) of 2003, as Amended (the “Plan”). The Chief Operating
Officer and the Chief Executive Officer are also eligible to participate as approved by the Committee. 
  
 PARTICIPATION 
 Generally, officers who become eligible to participate during the first quarter of a
performance cycle will participate in a full two-year performance cycle. The participation of Officers who are promoted or newly hired after the first quarter of a performance cycle shall be at the discretion of the Chief Executive Officer.

  
 OVERVIEW 
 Here is an overview of the Plan: 
  

	»	Performance Cycle 

 The Plan is based upon two-year
performance cycles selected by the Committee with the first performance cycle beginning on January 1, 2003. 
  

	»	Performance Measures 

 Performance measures for each
cycle will be determined by the Committee based on cumulative improvement in the economic profit and cumulative sales growth during each two-year performance cycle of Motorola, Inc. Economic profit is defined as net operating profit after tax minus
a capital charge. 
  
 Net operating profit after tax and sales
for each year during a performance cycle shall be determined in accordance with generally accepted accounting principles but shall exclude the effect of all acquisitions with a purchase price of $250 million or more, all gains or losses on the sale
of a business, any asset impairment equal to $100 million or more, and any other special items designated by the Committee. 
  

	»	Maximum Earned Award 

 A participant’s maximum
earned award will be two times his/her target award. A participant’s target award is established at the commencement of a performance cycle based on a percentage of the participant’s base pay in effect at that time. 
  

	»	The Payout Process 

	 	•	All earned awards will be paid in cash. Payments will be made as soon as administratively practicable following the close of a performance cycle. 

  

	 	•	A participant has no right to any award until that award is paid. 

	 	•	If the Committee determines, in its sole discretion, that a participant has willfully engaged in any activity at any time, prior to the payment of an award, that the Committee
determines was, is, or will be harmful to the Company, the participant will forfeit any unpaid award. 

  
 SITUATIONS AFFECTING THE PLAN 

	»	Change in Employment 

	 	•	Generally, a participant will be eligible for payment of an earned award only if employment continues through the last day of the performance cycle. 

  

	 	•	Pro rata awards may be possible, however, depending upon the type of the employment termination. The table below summarizes how earned awards will generally be prorated in
accordance with the type of employment termination: 

  

			
	 	 
	If employment terminates due to...	 	The earned award will be...
		
	Death	 	Pro rata award based on the number of completed months of employment within the performance cycle.
		
	Total and Permanent Disability	 	Pro rata award based on the number of completed months of employment within the performance cycle.
		
	Retirement	 	Pro rata award based on the number of completed months of employment within the performance cycle.
		
	Termination of Employment or Service Because of Serious Misconduct	 	Forfeited.
		
	Change in Employment in Connection with a Divestiture	 	Forfeited.
		
	Termination of Employment or Service for any Other Reason than Described Above	 	Forfeited.
	
	 For purposes of determining a prorated payout, completed months of employment will include only
those
 months in which the participant is actually working

  
 The prorated payout
will be based on final performance results and paid as soon as administratively practicable after the end of a performance cycle. 
  
 For purposes of the Plan, “Total and Permanent Disability” and Retirement” will be defined as set forth below: 
  

	 	•	Total and Permanent Disability means for (x) U.S. employees, entitlement to long-term disability benefits under the Motorola Disability Income Plan, as amended and any
successor plan and (y) non-U.S. 

  

 -2- 

 employees, as established by applicable Motorola policy or as required by local regulations. 

 

	 	•	Retirement means retirement from Motorola or a Subsidiary as follows: 

  

(i) Retiring at or after age 55 with 20 years of service; 
  
 (ii) Retiring at or after age 60 with 10 years of service; 
  
 (iii) Retiring at or after age 65, without regard to years of service; 
  
 (iv) Retiring with any other combination of age and service, at the discretion of the Committee. 
  
 Years of service will be based on the participant’s Service Club Date.

  

	»	Change of Control 

 If Motorola undergoes a Change
of Control as defined in the Omnibus Incentive Plan of 2002 (“Omnibus Plan”): 

	 	•	The cumulative sales growth and cumulative EP improvement will be determined as of the effective date of the Change of Control. 

  

	 	•	Pro rata award payments will be made based on the number of completed months of the cycle as of the effective date of the Change of Control. 

  

	 	•	Awards will be paid in cash as soon as administratively practicable following the effective date of the Change of Control. 

  
 DEFINITION OF TERMS 
 “Subsidiary” means an entity of which Motorola owns directly or indirectly at least 50% and that Motorola consolidates for financial reporting purposes.

 “Serious Misconduct” means any misconduct identified as a ground for termination in the Motorola Code of Business Conduct, or human resources
policies, or other written policies or procedures. 
 If a term is used but not defined, it has the meaning given such term in the Omnibus Plan. 

 
 RESERVATION AND RETENTION OF COMPANY RIGHTS 

	 	•	The selection of any employee for participation in the Plan will not give that participant any right to be retained in the employ of the Company. 

  

	 	•	Participation in the Plan is completely at the discretion of Motorola, and Motorola’s decision to make an award in no way implies that similar awards may be granted in the
future. 

  

	 	•	Anyone claiming a benefit under the Plan will not have any right to or interest in any awards unless and until all terms, conditions, and provisions of Plan that affect that person
have been fulfilled as specified herein. 

  

 -3- 

	 	•	No employee will at any time have a right to be selected for participation in a future plan for any fiscal year, despite having been selected for participation in a previous fiscal
year. 

  
 GOVERNANCE 
 It is expressly understood that the Committee is authorized to administer, construe, and make all determinations necessary or appropriate to the administration of the
Plan, all of which will be binding upon the participant. 
  
 AMENDMENT,
MODIFICATION, and TERMINATION 
 The Committee may amend, modify, or terminate the Plan and the terms applicable to any performance cycle at any time.

  
 MISCELLANEOUS PROVISIONS 

	 	•	Award opportunities may not be sold, transferred, pledged, assigned, or otherwise alienated or hypothecated, other than by will or by the laws of descent and distribution.

  

	 	•	The Company will have the right to require participants to remit to the Company an amount sufficient to satisfy federal, state, and local withholding tax requirements, or to deduct
from any or all payments under the Plan amounts sufficient to satisfy all withholding tax requirements. 

  

	 	•	To the extent permitted by law, amounts paid under the Plan will not be considered to be compensation for purposes of any benefit plan or program maintained by the Company.

  

	 	•	All obligations of the Company under the Plan with respect to payout of awards, and the corresponding rights granted thereunder, will 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 other acquisition of all or substantially all of the business and/or assets of the Company. 

  

	 	•	In the event that any provision of the Plan will be held illegal or invalid for any reason, the illegality or invalidity will not affect the remaining parts of the plan, and the
Plan will be construed and enforced as if the illegal or invalid provision had not been included. 

  

	 	•	No participant or beneficiary will have any interest whatsoever in any specific asset of the Company. To the extent that any person acquires a right to receive payments under the
Plan, such right will be no greater than the right of any unsecured general creditor of the Company. 

  

	 	•	To the extent not preempted by federal law, the Plan, and all agreements hereunder, will be construed in accordance with and governed by the laws of the state of Illinois without
giving effect to the principles of conflicts of laws. 

  

 -4- 

	 	•	This Plan constitutes a legal document which governs all matters involved with its interpretation and administration and supersedes any writing or representation inconsistent with
its terms. 

  

 -5-

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00070-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00070-of-00352.parquet"}]]