Document:

Letter regarding retention bonus for Sudhakar Ramakrishna

 Exhibit 10.51 

 

 

 February 14, 2011 

Mr. Sudhakar Ramakrishna 
 Executive Vice
President and General Manager, Unified Communications 
 Solutions and Chief Development Officer 

Polycom, Inc. 
 4750 Willow Road 

Pleasanton, CA 94588 
 Dear Sudhakar:

 The purpose of this letter is to memorialize your retention bonus, as approved by the Compensation Committee in November 2010, in connection
with your employment with Polycom. As approved, you will receive a one-time cash bonus of $80,000, which will be paid at a rate of $20,000 per quarter through fiscal year 2011, subject to your continued employment with Polycom through the end of
each applicable quarter. 
 Please do not hesitate to contact me if you have any questions. 

 

	
	Sincerely,
	
	/s/    ASHLEY D.
GOLDSMITH        
	Ashley D. Goldsmith
	Executive Vice President, Human ResourcesLetter regarding temporary living benefits for Andrew M. Miller

 Exhibit 10.52 

 

 

 February 15, 2011 

Mr. Andrew Miller 
 President & Chief
Executive Officer 
 Polycom, Inc. 

4750 Willow Road 
 Pleasanton, CA 94588

 Dear Andy: 
 The purpose of this
letter is to memorialize the extension of your temporary living benefits for an additional four month period through August 2011 and the provision of storage expenses for four additional months in an amount up to $480 per month, as approved by the
Compensation Committee in connection with your relocation to California. As set forth in your original offer letter dated June 5, 2009, all relocation expenses are to be provided to you on a grossed up basis and are subject to the following
remaining repayment schedule should you voluntarily terminate your employment with Polycom: 50% of the total relocation expense if you voluntarily terminate your employment prior to the two-year anniversary of your employment with Polycom (i.e. July
1, 2011), and no repayment obligation if you voluntarily terminate your employment on or after July 1, 2011. 
 Please do not hesitate to
contact me if you have any questions. 
  

	
	Sincerely,
	
	/s/    ASHLEY D.
GOLDSMITH        
	Ashley D. Goldsmith
	Executive Vice President, Human ResourcesEmployment Agreement between Alain Grandmont and AbitibiBowater Inc.

 Exhibit 10.1 
 February 7, 2011 
 Alain Grandmont 
 Re: Employment agreement between Alain Grandmont and AbitibiBowater Inc. 

Dear Alain, 
 This letter will serve to confirm
your new position of Senior Vice President, Human Resources and Public Affairs in the post-emergence AbitibiBowater Inc. 
 The terms and
conditions of your employment are as follows: 
  

			
	Location:	  	Montreal, Quebec, Canada
		
	Effective date:	  	January 17, 2011
		
	Compensation: 	  	Your annual base salary will be US$361,000.
		
	Short-Term Incentive Plan (STIP):	  	You will be eligible to participate in a short-term incentive plan for the year 2011 with a target level of 100% of base salary. Please refer to the documentation
enclosed.
		
	Long-Term Incentive Plan (LTIP):	  	You will be eligible to participate in the Company’s long-term incentive plan and to receive grants under such plan, as determined by the Board of Directors from time to time,
at its discretion. For 2011, you will be eligible to an annual grant equivalent to 125% of your annual base salary. The LTIP plan will be available shortly.

 Other benefits: 
 As per policy, you will maintain participation in various benefit plans
such as group insurance and vacation. 

 Defined Contributions (DC) retirement program for executive employees: 

As regards pension benefits, you will maintain your participation in the new Company’s defined contributions (DC) retirement programs for executive
employees at the following levels of contribution: 
  

			
	 Employee

Contributions
	  	 Company Contributions

	 5% of

eligible earnings*
	  	 20.5% of
 eligible earnings

  

	*	Up to the US compensation limit 

 At retirement
or termination, lump sums will continue to be paid as per the plan text. 
 Please refer to the documentation enclosed. 

Defined Benefits supplemental executives retirement plan (DB SERP): 
 Provided you waive all your SERP claims in the creditor protection proceedings, your SERP benefits accrued up to the date of emergence will be reinstated and fully recognized in new DB SERP put in place
by the Company. As previously communicated, all defined benefits (DB) available under such new DB SERP have been frozen as of December 31, 2010. As regards your DB SERP, the Company intends to pay you such benefits as a lump sum (in two
instalments) once you retire, unless and until these benefits have been secured as further described, in which case they would be paid in the form of monthly payments. The Company undertakes to put in place a letter of credit to guarantee a
percentage of your DB SERP benefits corresponding to the weighted average solvency ratio of the Company’s registered defined benefit pension plans for its Canadian non union employees (the “Benchmark”) as of December 31, 2010.
The percentage of your DB SERP guaranteed by letter of credit will be revised yearly and will be increased to reflect improvements to the Benchmark, in line with agreements reached with Ontario and Québec on pension relief measures.

 Mercer will provide shortly an estimation of your DB SERP value as of December 31st, 2010. 

 

			
	Perquisite allowance:	  	You will also continue to be eligible for a perquisite allowance of US$12,000 per year as well as a complete
annual medical examination.

 Severance: 
 You will be covered by the Company’s severance policy for the Chief Executive Officer and his direct reports. Pursuant to this policy, you will be entitled to six weeks of eligible pay per year of
continuous service, with a minimum of 52 weeks and up to a maximum of 104 weeks. For a period of 12 months following a “change in control”, the severance pay is available in the event of involuntary termination or voluntary termination for
a “good reason”. The emergence of the Company from creditor protection and all related transactions will not constitute a change in control for the purpose of this policy. Please refer to the documentation enclosed. 

Prior agreements: 
 As previously
communicated, all your pre-emergence management agreements with the Company have been rejected as of the date of emergence. 
 We are excited
about the outlook of the newly emerged company and look forward to your continued leadership. 
  

	
	 /s/ Richard Garneau

	Richard Garneau
	President and Chief Executive Officer

 To indicate your
acceptance of this employment offer, please sign in the space provided below and return an original to Julie McMahon by February 14, 2011. 

I have read the present employment agreement and hereby accept the terms and conditions of my employment contract with AbitibiBowater Inc. as described
herein. 
  

					
	 /s/ Alain Grandmont
	 	 	  	February 14, 2011
	     Alain Grandmont	 		  	

 EnclosuresEmployment Agreement between Yves Laflamme and AbitibiBowater Inc.

 Exhibit 10.2 
 February 7, 2011 
 Yves Laflamme 
 Re: Employment agreement between Yves Laflamme and AbitibiBowater Inc. 
 Dear
Yves, 
 This letter will serve to confirm your new position of Senior Vice President, Wood Products, Global Supply chain, Procurement and
Information Technology in the post-emergence AbitibiBowater Inc. 
 The terms and conditions of your employment are as follows: 

 

			
	Location:	  	Montreal, Quebec, Canada
		
	Effective date:	  	January 17, 2011
		
	Compensation: 	  	Your annual base salary will be US$340,000. 
		
	Short-Term Incentive Plan (STIP): 	  	You will be eligible to participate in a short-term incentive plan for the year 2011 with a target level of 100% of base salary. Please refer to the documentation
enclosed.
		
	Long-Term Incentive Plan (LTIP):	  	You will be eligible to participate in the Company’s long-term incentive plan and to receive grants under such plan, as determined by the Board of Directors from time
to time, at its discretion. For 2011, you will be eligible to an annual grant equivalent to 125% of your annual base salary. The LTIP plan will be available shortly.

Other benefits: 
 As per policy, you
will maintain participation in various benefit plans such as group insurance and vacation. 

			
		  	

 Defined Contributions (DC) retirement program for executive employees: 

As regards pension benefits, you will maintain your participation in the new Company’s defined contributions (DC) retirement programs for executive
employees at the following levels of contribution: 
  

			
	 Employee
Contributions
	  	 Company Contributions

	 5% of 
eligible earnings*
	  	20.5% of 
eligible earnings

  

	*	Up to the US compensation limit 

 At retirement
or termination, lump sums will continue to be paid as per the plan text. 
 Please refer to the documentation enclosed. 

Defined Benefits supplemental executives retirement plan (DB SERP): 
 Provided you waive all your SERP claims in the creditor protection proceedings, your SERP benefits accrued up to the date of emergence will be reinstated and fully recognized in new DB SERP put in place
by the Company. As previously communicated, all defined benefits (DB) available under such new DB SERP have been frozen as of December 31, 2010. As regards your DB SERP, the Company intends to pay you such benefits as a lump sum (in two
instalments) once you retire, unless and until these benefits have been secured as further described, in which case they would be paid in the form of monthly payments. The Company undertakes to put in place a letter of credit to guarantee a
percentage of your DB SERP benefits corresponding to the weighted average solvency ratio of the Company’s registered defined benefit pension plans for its Canadian non union employees (the “Benchmark”) as of December 31, 2010.
The percentage of your DB SERP guaranteed by letter of credit will be revised yearly and will be increased to reflect improvements to the Benchmark, in line with agreements reached with Ontario and Québec on pension relief measures.

 Mercer will provide shortly an estimation of your DB SERP value as of December 31st, 2010. 

 

			
	Perquisite allowance:	  	You will also continue to be eligible for a perquisite allowance of US$12,000 per year as well as a complete annual medical examination.

 Severance: 
 You will be covered by the Company’s severance policy for the Chief Executive Officer and his direct reports. Pursuant to this policy, you will be entitled to six weeks of eligible pay per year of
continuous service, with a minimum of 52 weeks and up to a maximum of 104 weeks. For a period of 12 months following a “change in control”, the severance pay is available in the event of involuntary termination or voluntary termination for
a “good reason”. The emergence of the Company from creditor protection and all related transactions will not constitute a change in control for the purpose of this policy. Please refer to the documentation enclosed. 

Prior agreements: 
 As previously
communicated, all your pre-emergence management agreements with the Company have been repudiated as of the date of emergence. 
 We are excited
about the outlook of the newly emerged company and look forward to your continued leadership. 
  

	
	 /s/ Richard Garneau

	Richard Garneau
	President and Chief Executive Officer

 To indicate your
acceptance of this employment offer, please sign in the space provided below and return an original to Julie McMahon by February 14, 2011. 

I have read the present employment agreement and hereby accept the terms and conditions of my employment contract with AbitibiBowater Inc. as described
herein. 
  

					
	 /s/ Yves Laflamme
	 	 	 	February 14, 2011
	 Yves Laflamme
	 		 	

 Enclosures

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