Document:

Stock Option Grant Agreement

 Exhibit 10.1 

 
 

 
 STARBUCKS CORPORATION 
 STOCK OPTION GRANT AGREEMENT 
 FOR PURCHASE OF STOCK UNDER THE

 KEY EMPLOYEE SUB-PLAN TO THE 
 2005 LONG-TERM EQUITY INCENTIVE PLAN 
 FOR VALUABLE CONSIDERATION,
STARBUCKS CORPORATION (the “Company”), does hereby grant to the individual named below (the “Optionee”), the number of options to purchase a share of the Company’s Common Stock (the “Options”) set forth below for
the exercise price per share (the “Exercise Price”) set forth below. Such Options shall vest and terminate according to the vesting schedule and term information described below. All terms of this Stock Option Grant Agreement shall be
subject to the terms and conditions of the Key Employee Sub-Plan to the 2005 Long-Term Equity Incentive Plan: 
  

			
	 Optionee:
	  	
	 Number of Options:
	  	
	 Type of Option Grant:
	  	Non-Qualified Stock Option
	 Exercise Price:
	  	$
	 Grant Date:
	  	
	 Term of Option:
	  	10 years from Date of Grant
	 Vesting Schedule:
	  	 xxxx on 20XX
 xxxx
on 20XX
 xxxx on 20XX

xxxx on 20XX

 ACKNOWLEDGMENT AND CONSENT 

Change in Control. Upon a Change of Control, the vesting of the Options shall accelerate and the Options shall become fully
vested and exercisable to the extent and under the terms and conditions set forth in the Plan (the “CIC Vesting Date”); provided, that for purposes of this Section, “Resignation (or Resign) for Good Reason” shall have the
following meaning: 
 “Resignation (or Resign) for Good Reason” shall mean any voluntary termination by written resignation of the
Active Status of the Optionee after a Change of Control because of: (1) a material reduction in the Partner’s authority, responsibilities or scope of employment; (2) an assignment of duties to the Partner materially inconsistent with
the Partner’s role at the Company (including its Subsidiaries) prior to the Change of Control, (3) a material reduction in the Partner’s base salary or total incentive compensation; (4) a material reduction in the Partner’s
benefits unless such reduction applies to all Partners of comparable rank; or (5) the relocation of the Partner’s primary work location more than 50 miles from the Partner’s primary work location prior to the Change of Control.
Notwithstanding the foregoing, an Optionee shall not be deemed to have Resigned for Good Reason 

  
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unless the Optionee, within one year after a Change of Control, (i) notifies the Company of the existence of the condition giving rise to a Resignation for Good Reason within 90 days of the
initial existence of such condition, (ii) gives the Company at least 30 days following the date on which the Company receives such notice (and prior to termination) in which to remedy the condition, and (iii) if the Company does not remedy
such condition within such 30-day period, actually terminates employment within 60 days after the expiration of such 30-day period (and before the Company remedies such condition). If the Company remedies such condition within such 30-day period (or
at any time prior to the Optionee’s actual termination), then any Resignation for Good Reason by the Optionee on account of such condition will not be a Resignation for Good Reason. 

Responsibility for Taxes. Regardless of any action the Company or the Optionee’s employer (the “Employer”)
takes with respect to any or all income tax, social insurance, payroll tax, payment on account or other tax-related items related to the Optionee’s participation in the Plan and legally applicable to the Optionee (“Tax-Related
Items”), the Optionee acknowledges that the ultimate liability for all Tax-Related Items is and remains his or her responsibility and may exceed the amount actually withheld by the Company or the Employer. The Optionee further acknowledges that
the Company and/or the Employer (1) make no representations or undertakings regarding the treatment of any Tax-Related Items in connection with any aspect of the Options, including but not limited to, the grant, vesting or exercise of the
Options, the subsequent sale of shares of Common Stock acquired pursuant to such exercise and the receipt of any dividends; and (2) do not commit to and are under no obligation to structure the terms of the grant or any aspect of the Options to
reduce or eliminate the Optionee’s liability for Tax-Related Items or achieve any particular tax result. Furthermore, if the Optionee has become subject to tax in more than one jurisdiction between the Date of Grant and the date of any relevant
taxable or tax withholding event, as applicable, the Optionee acknowledges that the Company and/or the Employer (or former employer, as applicable) may be required to withhold or account for Tax-Related Items in more than one jurisdiction.

 Prior to exercise of the Options or any other relevant taxable or tax withholding event, as applicable, the Optionee must pay or make
adequate arrangements satisfactory to the Company and/or the Employer to satisfy all Tax-Related Items. In this regard, the Optionee authorizes the Company and/or the Employer, or their respective agents, are authorized, at their discretion, to
satisfy the obligations with regard to all Tax-Related Items by one or a combination of the following: (1) withholding from the Optionee’s wages or other cash compensation paid to the Optionee by the Company and/or the Employer; or
(2) withholding from proceeds of the sale of shares of Common Stock acquired at exercise of the Options, either through a voluntary sale or through a mandatory sale arranged by the Company (on the Optionee’s behalf pursuant to this
authorization); or (3) withholding in shares of Common Stock to be issued at exercise of the Options. 
 To avoid negative accounting
treatment, the Company may withhold or account for Tax-Related Items by considering applicable minimum statutory withholding amounts or other applicable withholding rates. If the obligation for Tax-Related Items is satisfied by withholding in shares
of Common Stock, for tax purposes, the Optionee will be deemed to have been issued the full number of shares of Common Stock subject to the exercised Options, notwithstanding that a number of the shares of Common Stock are held back solely for the
purpose of paying the Tax-Related Items due as a result of any aspect of the Optionee’s participation in the Plan. 

  
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 The Optionee will be required to pay to the Company or the Employer any amount of Tax-Related Items that the
Company or the Employer may be required to withhold or account for as a result of the Optionee’s participation in the Plan that cannot be satisfied by the means previously described. The Company may refuse to issue or deliver shares of Common
Stock or the proceeds of the sale of shares of Common Stock if the Optionee fails to comply with his or her obligations in connection with the Tax-Related Items. 
 Undertaking. The Optionee hereby agrees to take whatever additional action and execute whatever additional documents the Company may deem necessary or advisable in order to carry out or
effect one or more of the obligations or restrictions imposed on either the Option or the Option pursuant to the provisions of this Agreement. 
 Restrictions on Transfer. Notwithstanding anything in the Plan to the contrary, the Options granted pursuant to this Award may not be sold, pledged (as collateral for a loan or as security
for the performance of an obligation or for any other purpose), assigned, hypothecated, transferred, disposed of in exchange for consideration, made subject to attachment or similar proceedings, or otherwise disposed of under any circumstances.

 Governing Law. The Options and the provisions of this Stock Option Grant Agreement are
governed by, and subject to, the laws of the State of Washington, as provided in the Plan. For purposes of litigating any dispute that arises under this grant or the Stock Option Grant Agreement, the parties hereby submit to and consent to the
jurisdiction of the State of Washington, agree that such litigation shall be conducted in the courts of King County, or the federal courts for the United States for the 9th Circuit, where this grant is made and/or to be performed. 

Electronic Delivery. The Company may, in its sole discretion, decide to deliver any documents related to current or future
participation in the Plan by electronic means. In accepting the grant of the Options, the Optionee hereby consents to receive such documents by electronic delivery and agrees to participate in the Plan through an on-line or electronic system
established and maintained by the Company or another third party designated by the Company. 
 Severability. The
provisions of this Stock Option Grant Agreement are severable and if any one or more provisions are determined to be illegal or otherwise unenforceable, in whole or in part, the remaining provisions shall nevertheless be binding and enforceable.

 Imposition of Other Requirements. The Company reserves the right to impose other requirements on the
Optionee’s participation in the Plan, on the Options and on any shares of Common Stock acquired under the Plan, to the extent the Company determines it is necessary or advisable in order to comply with local law or facilitate the administration
of the Plan, and to require the Optionee to sign any additional agreements or undertakings (as provided above) that may necessary to accomplish the foregoing. 

  
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 EXECUTED as of the Date of Option Grant. 

 

			
		 	STARBUCKS CORPORATION
		
	By	 	  

		
	Its	 	  

 

			
		
	Optionee	 	
	Signature	 	  

  
 4 of 4Executive Management Bonus Plan

 Exhibit 10.2 
 EXECUTIVE MANAGEMENT BONUS PLAN 
 AMENDED AND RESTATED EFFECTIVE NOVEMBER
8, 2011 
 STARBUCKS CORPORATION 
  

			
	Purpose	 	 The purpose of this Executive Management Bonus Plan (the “Plan”) is to increase shareholder value by providing an incentive
for the achievement of goals that support Starbucks Corporation’s (“Starbucks” or “Company”) attainment of annual financial and strategic goals.
  

	Approval by
Shareholders	 	 The material terms of the Objective Performance Goals under the Plan will be submitted for approval by the shareholders of Starbucks on
or around March 21, 2012. Shareholder approval of the material terms of the Objective Performance Goals under the Plan is required to allow bonuses paid upon achievement of the Objective Performance Goals to qualify as performance-based compensation
under Section 162(m) of the Internal Revenue Code of 1986, as amended (“Section 162(m). This approval shall expire at the end of five (5) Plan Years.

 

	Plan Effective Date	 	 October 3, 2011.
  

	Plan Year	 	 Starbucks fiscal year, which ends on the Sunday closest to September 30.

 

	Eligibility	 	 Starbucks partners serving in positions of executive vice president and above and other senior officers of the Corporation, as
designated by the outside directors, as defined under Section 162(m), of the Compensation and Management Development Committee (the “Committee”) of the Board of Directors, are eligible to participate in the Plan.

 
 The executive vice president, Partner Resources and the chief executive officer have
the authority to recommend Participants. The Committee has the sole authority to designate Participants.
  
 Eligibility to participate in the Plan will cease upon termination of the Participant’s employment, withdrawal of designation by the Committee, transfer to an ineligible position, termination of the
Plan by Starbucks, or if the Participant engages, directly or indirectly, in any activity that competes with Starbucks field of business or that could be construed as misconduct, as determined by the Committee in its sole discretion.

 
 If a Participant changes from an eligible position to an ineligible position during a
Plan Year, eligibility to participate will be at the discretion of the Committee.
  

	Target Bonus	 	The Target Bonus for each Participant shall be established by the Committee no later than ninety (90) days after the beginning of the applicable Plan Year. The Target Bonus shall be
the amount that would be paid to the Participant under the Plan if 100% of Objective Performance Goals and, if applicable, 100% of Individual Goals were met. The Target Bonus may be specified as a percentage of Base Pay, a specific dollar amount, or
according to another method determined by the Committee. The amount, if any, of the Target Bonus actually earned by the Participant shall be based on the achievement, as determined by the Committee, of Objective Performance Goals and, if applicable,
Individual Performance Goals.
		 	  
 Base Pay is the annual pay rate established for the Participant by
Starbucks and in effect on the last day of the applicable Plan Year or, in the case of a deceased or disabled Participant, on the last day of his or her participation in the Plan. Starbucks, with Committee approval, may at any time, in its sole
discretion, revise a Participant’s Base Pay.

  
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 Goals 
  

			
	
Ø      Objective
Performance
Goals
	 	 ¡    In accordance
with Section 162(m), for each Plan Year, the Committee shall select one or more of the following measures as the Objective Performance Goal(s): (i) cash flow; (ii) earnings per share, as adjusted for any stock split, stock dividend or other
recapitalization; (iii) earnings measures; (iv) return on equity; (v) total shareholder return; (vi) share price performance, as adjusted for any stock split, stock dividend or other recapitalization; (vii) return on capital; (viii) revenue; (ix)
income; (x) profit margin; (xi) return on operating revenue; (xii) brand recognition/acceptance; (xiii) customer satisfaction; (xiv) productivity; (xv) expense targets; (xvi) market share; (xvii) cost control measures; (xviii) inventory turns or
cycle time; (xix) balance sheet metrics; or (xx) strategic initiatives; provided, however, that Objective Performance Goals may include any derivations of these measures (e.g., income shall include pre-tax income, net income, operating income,
etc.), as specified by the Committee. At the Committee’s discretion, any of these Objective Performance Goals may differ by Participant and may be used to measure the performance of the Company as a whole or any business unit or division of the
Company, and may be stated in absolute terms or relative to comparison companies or indices to be achieved during a period of time.
  

¡    The Committee may provide, no later
than ninety (90) days after the beginning of the applicable Plan Year and while the outcome is substantially uncertain, that any evaluation of performance with respect to the Objective Performance Goals for the applicable Plan Year shall include or
exclude any one or more of the following events that occurs during the performance period: (i) significant acquisitions or dispositions of businesses or assets by the Company; (ii) litigation or claim judgments or settlements; (iii) the effect of
changes in tax laws, accounting principles, or other laws or provisions affecting reported results; (iv) any reorganization and restructuring programs; (v) extraordinary items as described in Accounting Standards Codification section 225-20-20; (vi)
significant, non-recurring charges or credits; (vii) foreign exchange rates; and (viii) any other significant events or circumstances that the Committee determines would render the Objective Performance Goals unsuitable. Any such inclusions or
exclusions shall be prescribed in a form that satisfies the requirements for “performance-based compensation” within the meaning of Section 162(m)(4)(C) of the Code, or any successor provision thereto.

 

¡    The Committee shall select the
Objective Performance Goals for each Participant no later than ninety (90) days after the beginning of the applicable Plan Year and while the outcome is substantially uncertain.

 

¡    The Committee shall select the amount
of the Target Bonus for each Participant that will be determined by achievement of the Objective Performance Goals.
  

¡    If the Objective Performance Goals
selected by the Committee are not met, no Bonus or portion of any Bonus determined by those goals is payable under the Plan.
  

	 Ø      Individual
Goals
	 	 ¡    The portion, if
any, of the Target Bonus not determined by achievement of the Objective Performance Goals may be determined by the Participant’s achievement of subjective individual goals (“Individual Goals”). In such case, the Committee shall
approve such goals. The portion, if any, of the Target Bonus determined by Individual Goals is not intended to qualify as performance-based compensation under Section 162(m).

 

¡    The maximum performance level for each
Individual Goal is 100%.

  
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	Bonus Payout and
Eligibility	  	 Bonus Payout for each Participant is based on the achievement of the Objective Performance Goals, and Individual Goals, as
applicable. A Bonus Payout under this Plan is earned as of the end of the applicable Plan Year and will be paid according to the Plan, if the Participant:
  

¡ remains a Starbucks partner through the end of the
applicable Plan Year, unless employment is terminated prior to the end of the Plan Year due to death or disability, and
  

¡ refrains from engaging during the applicable Plan Year,
directly or indirectly, in any activity that competes with Starbucks field of business or that could be construed as misconduct, as determined by the Committee in its sole discretion.

 
 The Committee, based on such further considerations as the Committee in its
discretion shall determine, may determine that the Bonus Payout for any Participant will be less than (but not greater than) the amount earned by such Participant under the Plan.

	  
 Bonus Payout
Calculation
	  	  
 Within ninety (90) days after the beginning of the applicable
Plan Year and while the outcome is substantially uncertain, the Committee shall review and approve the following for each Participant: the Target Bonus, the portion of the Target Bonus determined by the Objective Performance Goals, the Objective
Performance Goals, and the relative weighting of the Goals for the Plan Year. Those metrics, in addition to the Individual Goals, if applicable, will be used to calculate the Bonus Payout for each Participant.

 
 As soon as reasonably practicable following the conclusion of the applicable Plan
Year and before the payment of any Bonus, or portion of any Bonus, determined by the Objective Performance Goals, the Committee will certify, in writing, the extent, if any, of the achievement of the Objective Performance Goals, and (i) the
potential maximum Bonus Payout for the Bonus, or the portion of the Bonus, determined by the Objective Performance Goals that each Participant is eligible to receive with respect to the applicable Plan Year; and (ii) the actual Bonus Payout, if
different, for the Bonus, or the portion of the Bonus, determined by the Objective Performance Goals that the Committee has determined the Company will pay to the Participant.

 
 The maximum Bonus Payout for the achievement of Objective Performance Goals is $10
million to any one Participant in any Plan Year.

	  
 Bonus Payout
Prorations
	  	  
 For any partner who meets eligibility criteria and becomes a
Participant after the start of the Plan Year or whose employment with Starbucks is terminated prior to the end of the Plan Year because of disability or death, the Committee: (i) shall prorate the Bonus Payout related to the Objective Performance
Goals; and (ii) in its discretion, may prorate the Bonus Payout related to Individual Goals. If the Participant is on a leave of absence for a portion of the Plan Year, the Committee in its discretion may reduce the Participant’s Bonus Payout
on a pro-rata basis.
  
 The proration is based on the number of full months
during which the Participant participated in the Plan during the Plan Year. Credit is given for a full month if the Participant is eligible for 15 or more calendar days during that month.

 
 If a Participant changes positions within Starbucks during the Plan Year, the
Committee, in its discretion, may prorate the Participant’s Bonus Payout by the number of months in each position.

  
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	Administration	 	 The Plan shall be administered by the Committee. Subject to the express provisions of the Plan, the Committee shall be authorized and
empowered to do all things that it determines to be necessary or appropriate in connection with the administration of the Plan, including, without limitation, the authority to:

 

¡ approve the Plan design, Objective Performance Goals,
and Individual Goals (if applicable) for each Participant;
  
 ¡ determine and certify the achievement of the Objective Performance Goals and Individual Goals;

 

¡ approve the Bonus Payout calculation and Bonus Payout
for each Participant;
  
 ¡ prescribe, amend and rescind rules and regulations relating to the Plan and to define terms not otherwise defined herein;

 

¡ interpret and construe the Plan, any rules and
regulations under the Plan and the terms and conditions of any Bonus granted hereunder, and to make exceptions to any such provisions if the Committee, in good faith, determines that it is necessary to do so in light of extraordinary circumstances
and for the benefit of Starbucks;
  

¡ approve corrections in the documentation or
administration of any Bonus; and
  
 ¡ make all other determinations deemed necessary or advisable for the administration of the Plan.
  

In the event of a dispute regarding the Plan, the Participant may seek resolution through the executive vice president, Partner Resources and the
Committee. All determinations by the Committee and/or the executive vice president, Partner Resources shall be final and conclusive.
  

	Bonus Payout
Administration	 	 The Bonus Payout will be made as soon as administratively feasible following the approval by the Committee subsequent to the end of
the applicable Plan Year. The Bonus Payout is expected to be within approximately 75 days of the Plan Year end, but in no event later than the last day of the fiscal year following such Plan Year. No amount is due and owing to any Participant before
the Committee has approved the Bonus Payout, and no Bonus Payout with respect to the Objective Performance Goals will be made unless and until the Committee makes a certification in writing regarding the achievement of the Objective Performance
Goals as required by Section 162(m).
  
 The Company will withhold
amounts applicable to federal, state and local taxes, domestic or foreign, required by law or regulation. Contributions for Future Roast 401(k) and Management Deferred Compensation Plan (MDCP) are deducted from cash Bonus Payouts, based on the
Participants’ elections then in effect.
  

	No Rights to
Employment	 	 The Plan is not a contract of employment for any period of time. Any Participant may resign or be terminated at any time for any or
no reason. Employment and termination of employment are governed by Starbucks policy and any applicable employment agreement and not by the Plan.

 

	Amendments and
Termination	 	 The Plan will be reviewed by the executive vice president, Partner Resources and the Committee on a periodic basis for revisions. The
Committee reserves the right at its discretion with or without notice, to review, amend or terminate the Plan, at any time.
  

	Recovery of Incentive
Compensation Policy	 	For participants subject to the Starbucks Recovery of Incentive Compensation Policy, all amounts earned under the Plan are subject to the Policy, as in effect from time to time,
a current copy of which may be requested from Starbucks at any time, and the terms and conditions of which are hereby incorporated by reference into the Plan.

  
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	Section 409A of the
Code	 	 To the extent applicable, it is intended that the Plan and any bonuses granted hereunder either be exempt from the requirements of,
or else comply with the requirements of, Section 409A of the Code and any related regulations or other guidance promulgated with respect to such section by the U.S. Department of the Treasury or the Internal Revenue Service. Any provision that would
cause any award granted hereunder to incur additional taxes under Section 409A of the Code shall have no force or effect until amended to comply with Section 409A of the Code, which amendment may be retroactive to the extent permitted by Section
409A of the Code.
  

	Unfunded Plan	 	The Plan is intended to be an unfunded plan. Participants are and shall at all times be general creditors of the Company with respect to their Bonuses, if any. If the Committee
or the Company chooses to set aside funds in a trust or otherwise for the payment of bonuses under the Plan, such funds shall at all times be subject to the claims of the creditors of the Company in the event of its bankruptcy or
insolvency.

  
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