Document:

Deferred Stock

 Exhibit 10.40 

Deferred Stock Unit Agreement (Annual Grant) 
 This Deferred Stock Unit Agreement (“Award”) is granted on [Grant Date] by Motorola Solutions, Inc. (“Motorola Solutions” or the “Company”) to the undersigned Non-Employee
Director (“Director”) of the Motorola Solutions Board of Directors (“Board”). 
 WHEREAS, Director is
receiving this Award under the Motorola Solutions Omnibus Incentive Plan of 2006 (the “2006 Omnibus Plan”); if a term is used but not defined, it has the meaning given such term in the 2006 Omnibus Plan; 

WHEREAS, this Award is being made as part of the Company’s compensation program for Directors and is authorized by the
Compensation and Leadership Committee; 
 WHEREAS, this Award provides Director with the right to receive shares of
Motorola Solutions common stock in the future in the form of deferred stock units (the “Deferred Stock Units”); and 

WHEREAS, this right to receive Deferred Stock Units is conditioned upon Director executing and delivering to Motorola Solutions
this agreement evidencing the terms, conditions and restrictions applicable to the Deferred Stock Units. 
 NOW
THEREFORE, in consideration of the mutual covenants contained herein and for other good and valuable consideration, the Company hereby awards deferred stock units to Director on the following terms and conditions: 

1. The Company hereby grants to Director a total of
                 Motorola Solutions deferred stock units (the “Deferred Stock Units”) subject to the terms and conditions set forth below. 

2. The Deferred Stock Units may not be sold, assigned, transferred, pledged or encumbered by Director at any time. 

3. Unless Director elects an alternative payment date in a manner prescribed by the Company, upon Director’s separation from service
(within the meaning of Section 409A of the Internal Revenue Code, as amended (the “Code”)) with the Company or such earlier alternative payment date, the Company shall establish a brokerage account for the Grantee and credit to that
account the number of shares of Motorola Solutions common stock equal to the number of Deferred Stock Units then credited to Director’s account as a result of this Award, plus a cash payment equal to the value of any fractional Unit so
credited. 
 4. Upon Motorola Solutions’ payment of a dividend with respect to its common stock, the number of Deferred
Stock Units credited to Director shall be increased by the number obtained by dividing (a) the amount of the dividend Director would have received had Director owned a number of shares of Motorola Solutions common stock equal to the number of
Deferred Stock Units then credited to his or her account by (b) the closing price of the Motorola Solutions common stock on the last trading day before the date of the dividend payment, as reported for the New York Stock Exchange-Composite
Transaction in The Wall Street Journal at www.online.wsj.com. 

 5. In the event a dividend is paid in shares of stock of another company or in other
property, Director will be credited with the number of shares of that company or the amount of property which would have been received had Director owned a number of shares of Motorola Solutions common stock equal to the number of Deferred Stock
Units credited to his or her account and any such shares and property shall be credited to Director’s brokerage account at the same time the shares of Motorola Solutions common stock underlying the Deferred Stock Units are delivered to
Director. 
 6. If the number of outstanding shares of Motorola Solutions common stock is changed as a result of a stock
dividend, stock split or the like without additional consideration to the Company, the number of Deferred Stock Units subject to this award shall be adjusted to correspond to the change in the outstanding shares of common stock. 

7. Except with respect to dividends (as described above), Director shall have no rights as a stockholder of Motorola Solutions with
respect to the Deferred Stock Units including the right to vote until the brokerage account established for the Grantee is credited with shares of Motorola Solutions common stock in satisfaction of the Deferred Stock Units. 

8. No assets or shares of Motorola Solutions common stock shall be segregated or earmarked by Motorola Solutions in respect of any
Deferred Stock Units granted hereunder. The grant of Deferred Stock Units hereunder shall not constitute a trust and shall be solely for the purpose of recording an unsecured contractual obligation of the Company. 

9. All questions concerning the construction, validity and interpretation of this Award shall be governed by and construed according to
the law of the State of Illinois without regard to any state’s conflicts of law principles. Any disputes regarding this Award or Agreement shall be brought only in the state or federal courts of Illinois. 

10. This award is intended to comply with Section 409A of the Code and shall be interpreted and administered in a manner consistent
with this intent. 
 11. The 2006 Omnibus Plan and the Prospectus for the 2006 Omnibus Plan are available at upon request to
Global Rewards, 1303 East Algonquin Road, Schaumburg, IL 60196 - (847) 576-7885. 
 In Witness Whereof, the parties have
executed this Agreement as of the date first above-written. 
  

							
		 		 	Motorola Solutions, Inc.
				
	 	 		 	By:	 	 
	Signature of Director	 		 		 	
				
	 	 		 	Title:	 	 
	Name of Director (Please Print)	 		 		 	

  
 2EX-10.52

 Exhibit 10.52 

Motorola Solutions Annual Incentive Plan, as Amended and Restated January 26, 2012 

Overview 
 The Motorola Solutions Annual
Incentive Plan (“AIP”) has been established to: (i) attract and retain Employees of Motorola Solutions, Inc. and its subsidiaries (“Motorola Solutions” or the “Company”) through competitive rewards, (ii) align
individual efforts with the Company’s business goals and (iii) reward Employees for strong individual and business performance. The Plan is based on calendar-year performance periods commencing January 1, 2011. The Plan is being
implemented pursuant to the terms and conditions of the Omnibus Plan. Capitalized terms are defined in the “Definitions” section below. 
 Eligibility 
 To be eligible to participate in this Plan, an individual must: 

 

	 	•	 	 Be a full-time or part-time Employee of Motorola Solutions; 

 

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

  

	 	•	 	 Meet one of the following conditions: 

  

	 	•	 	 The Employee is active on a Company payroll as of the end of the Plan Year; 

 

	 	•	 	 The Employee is on a Leave of Absence as of the end of the Plan Year; 

 

	 	•	 	 The Employee Retired from the Company during the Plan Year while actively employed or while on a Leave of Absence; 

 

	 	•	 	 The Employee died during the Plan Year while actively employed by the Company or while on a Leave of Absence 

 

	 	•	 	 The Employee separated from the Company during the Plan Year due to Total and Permanent Disability while actively employed or while on Leave of
Absence; or 

  

	 	•	 	 The Employee separated from the Company during the Plan Year under certain circumstances in connection with a Change in Control, Divestiture, reduction
in force or restructuring, which circumstances are described in the “Administration” section below. 

  
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 The AIP Committee may modify the foregoing eligibility provisions to exclude groups of employees on a
country-wide or business unit/organizational basis as the AIP Committee deems necessary or appropriate. 
 Award Calculation 

AIP awards will be calculated and paid after the close of each Plan Year. The award amount will be based on the Employee’s Eligible Earnings, Target
Award Percentage, and the applicable Business and Individual Performance Factors, as each is defined in the Definitions section, as follows: 
  

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

 The AIP Committee will oversee the determination of Eligible Earnings for each country, consistent with their respective
legal and practical requirements. The AIP Committee will oversee the determination of inclusions and exclusions from Eligible Earnings to apply to groups of employees on a country-wide or business unit/organizational basis as the AIP Committee deems
necessary or appropriate. 
 Target Award Percentages for each Plan Year for Participants who are (i) subject to Section 162(m),
(ii) subject to Section 16 or (iii) designated as a member of the Motorola Solutions Executive Committee shall be determined by the Compensation Committee. Target Award Percentages for each Plan Year for all other Participants shall
be determined by the AIP Committee. 
 Business Performance Factors shall be based on financial and/or non-financial factors, as may be
determined by the Compensation Committee in its complete discretion. 
 Individual Performance Factors shall be based on the performance of
Participants in contributing to the Company’s business performance. Managers will determine an Individual Performance Factor for each Participant; provided, however, that Individual Performance Factors are limited to the range(s) established
each Plan Year by the Compensation Committee in its complete discretion. The AIP Committee may determine additional limitations and guidelines regarding the selection of Individual Performance Factors within the limitations established by the
Compensation Committee. 

  
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 Establishing Performance Measures and Goals 

Annually, the Compensation Committee will establish the following for the Plan Year no later than the 90th day of the Plan Year: 

 

	 	•	 	 Performance Measures – the specific financial and/or non-financial measures that will be used to determine the Business Performance Factors
for that year, and the relative weighting of each measure. 

  

	 	•	 	 Payout Scales – the specific performance minimums, targets and maximums for each Performance Measure, and the corresponding payout
percentage for each level of business performance for Motorola Solutions and/or any business unit, country or segment of employees, as appropriate. 

 The Compensation Committee will review progress against the performance measures periodically throughout the year. At the end of the Plan Year, the Compensation Committee will review full year performance
and the corresponding management recommendations regarding each Business Performance Factor. The Compensation Committee, in its discretion, will determine the final Business Performance Factors for the Company and/or any business unit, country, or
segment of employees, as appropriate. 
 Payout Process 
  

	 	•	 	 All earned awards will be paid in cash. Payment will be made as soon as administratively practical during the calendar year immediately following the
close of a Plan Year (unless a Participant makes an irrevocable election under any deferred compensation arrangement subject to Section 409A of the Internal Revenue Code of 1986, as amended, to defer payment of all or a portion of the
Participant’s AIP award, in which case such payment, if any, shall be made in accordance with such election). 

  

	 	•	 	 A Participant shall have no right to any award until that award is paid. 

 General Provisions 
  

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

 

	 	•	 	 The Plan will not be available to Employees who are 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 AIP Committee. 

  

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

  
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	 	•	 	 The Plan and any individual award is offered as a gratuitous award at the sole discretion of the Company. 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 the Company’s rights to increase or decrease the compensation of any Employee, except as otherwise required
under applicable law. 

  

	 	•	 	 Except as explicitly provided by 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.

  

	 	•	 	 Except as explicitly provided by law, this Plan is provided at the Company’s sole discretion and the Compensation Committee may modify or
terminate it at any time, prospectively or retroactively, without notice or obligation for any reason. In addition, there is no obligation to extend the Plan or establish a replacement plan in subsequent years. 

 

	 	•	 	 All awards to Covered Persons are subject to the terms and conditions of the Recoupment Policy, as it may be amended from time to time, including as it
may be amended to comply with Section 10D of the Exchange Act, the “Recoupment Policy”). The Recoupment Policy provides that, in the event of certain accounting restatements (a “Policy Restatement”), the Company’s
independent directors may require, among other things, reimbursement of all or a portion of the gross amount of any bonus or incentive compensation paid to the Covered Person hereunder on or after January 1, 2008, if and to the extent the
conditions set forth in the Recoupment Policy apply. Any determinations made by the independent directors in accordance with the Recoupment Policy shall be binding upon the Covered Person. The Recoupment Policy is in addition to any other remedies
which may be otherwise available to the Company at law, in equity or under contract, or otherwise required by law, including under Section 10D of the Exchange Act. 

 

	 	•	 	 The Plan shall not be funded in any way. The Company 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. To the extent any person acquires a right to receive payment under the Plan, such right will be no greater than the right of an unsecured general creditor of the Company. 

  
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	 	•	 	 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. 

 Administration 

 

	 	•	 	 The Compensation Committee has the overall responsibility for administering and amending this Plan, subject to the following:

  

	 	•	 	 The Compensation Committee will approve at the close of the Plan Year the final Business Performance Factors and the aggregate dollar payout amount,
following a review of the underlying calculations, including any recommended adjustments to the performance measures made during the course of, or with respect to, the Plan Year. 

 

	 	•	 	 The Compensation Committee, in its discretion, can for good reason modify the Business Performance Factors and can include or exclude individual items
from the calculation of the Business Performance Factors. 

 The Compensation Committee has delegated to the
AIP Committee the authority to manage the day-to-day administration of the Plan including, without limitation, the discretionary authority to (i) administer and interpret the terms of the Plan, and (ii) amend the Plan only as necessary to
reflect any ministerial, administrative or managerial functions; provided that any such amendment does not alter the Business Performance Factors once established by the Compensation Committee for any Plan Year and provided that any such amendment
does not increase the total payout under the Plan approved by the Compensation Committee, unless such increase is minor and due to increased Target Award Percentages, additional Participants or other administrative changes. 

 

	 	•	 	 Notwithstanding the foregoing, the Compensation Committee specifically reserves to itself the authority to set the initial Target Award Percentage and
to determine any final award payment for any Participant who is (i) subject to Section 162(m), (ii) subject to Section 16 or (iii) designated as a member of the Motorola Solutions Executive Committee.

  
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	 	•	 	 Any claims for payment under the Plan or any other matter relating to the Plan must be presented in writing to the AIP Committee within 60 days after
the event that is the subject of the claim. The AIP Committee will then provide a response within 60 days of receiving the claim (or within 120 days if special circumstances require an extension of time and written notice was provided to the
Employee before the expiration of the initial 60 day period), which shall be final and binding. 

  

	 	•	 	 Because Employee retention is an important objective of this Plan and awards do not bear a precise relationship to time worked within the Plan Year or
length of service with the Company, the following will apply to Participants who separate from employment (payroll) prior to the end of the Plan Year. All pro rata AIP awards outlined below shall be based on the Participant’s Eligible Earnings
for time actively worked in the Plan Year, their applicable Target Award Percentage and the applicable Business Performance Factor approved by the Compensation Committee after the Plan Year. Pro rata payouts will be made at the same time as payouts
are issued to all other Plan participants. 

  

	 	•	 	 If the reason for separation is Total and Permanent Disability, death or Retirement, whether or not the Participant is then on a Leave of Absence, the
Participant shall be eligible for a pro rata AIP award. Any such award payable on behalf of a deceased Participant shall be paid to the decedent’s estate. 

 

	 	•	 	 If the reason for separation is due to a Divestiture that requires Board of Directors approval, then the Compensation Committee, in its discretion,
shall determine if the Participant is eligible for an award, if any. If the reason for separation is due to a Divestiture that does not require Board of Directors approval, then the AIP Committee shall determine, in its discretion, if the
Participant is eligible for an award, if any. 

  

	 	•	 	 If (i) the reason for separation is a reduction in force or restructuring, and (ii) the Participant receives separation pay and/or benefits
as part of a group-wide voluntary or involuntary separation plan which does not already include an AIP component in the separation pay formula, and (iii) in locations where the receipt of some or all of such separation pay or benefits is
conditioned on the Participant signing a release or waiver of claims against the Company, the Participant has signed and not timely revoked such release or waiver and (iv) the Participant is not an appointed vice president or elected officer of
Motorola Solutions, the Participant shall be eligible for a pro rata AIP award. 

  
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	 	•	 	 If the reason for Separation is Serious Misconduct, such Employee shall not receive any award under this Plan. 

 

	 	•	 	 If the reason for separation is in connection with a Change in Control, the applicable Change in Control Severance Plan(s) (or in the case of the CEO,
the applicable employment agreement) shall determine the Participant’s entitlement to an award, if any, for the Plan Year in which the Participant is terminated or for any prior Plan Year. 

 

	 	•	 	 For any other Participant who separates from employment prior to the end of the Plan Year, such Employee shall not receive any award under this Plan.

  

	 	•	 	 A Participant on any type of Leave of Absence shall not be considered to be actively working during the Leave of Absence for purposes of this Plan.

  

	 	•	 	 Awards for transferred, promoted or demoted Participants will be calculated using (i) the Individual Performance Factor assigned at the end of the
Plan Year and (ii) the Target Award Percentages and Business Performance Factors prorated for the portions of the Plan Year the Participant was assigned different Target Award Percentages or was in different business units during the Plan Year;
provided, however, that the Target Award Percentage may not be increased without Compensation Committee approval for any Participant who is (i) subject to Section 162(m), (ii) subject to Section 16 or (iii) designated as a
member of the Motorola Solutions Executive Committee; nor may it be increased for any other Participant without AIP Committee approval. 

 The AIP Committee may modify the foregoing administrative provisions as it deems necessary or appropriate to apply to groups of employees on a country-wide or business unit/organizational basis.

 Definitions 
 AIP
Committee: the committee to which the Compensation Committee may delegate certain powers and duties as described above. Unless otherwise determined, the AIP Committee will consist of the Senior Human Resources Officer, a senior Compensation
Officer and a senior Finance Officer. The AIP Committee may establish self-governance procedures such as by-laws, and shall keep minutes regarding all actions taken by the AIP Committee. 

  
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 Business Performance Factors: the business performance measures used to calculate an award under this
Plan. 
 Change in Control Severance Plan: includes, but is not limited to, the Motorola Solutions, Inc. 2011 Senior Officer Change in
Control Plan, the Motorola Solutions, Inc. Legacy Senior Officer Amended and Restated Change in Control Plan, the Motorola Solutions, Inc. Legacy Corporate Officer Amended and Restated Change in Control Plan and the Motorola Solutions, Inc. Legacy
Corporate Officer Transition Amended and Restated Change in Control Plan. 
 Company: Motorola Solutions, Inc. and its subsidiaries.

 Compensation Committee: the Compensation and Leadership Committee of the Motorola Solutions, Inc. Board of Directors. 

Covered Persons: officers (as such term is defined in Rule 16a-1(f) under the Securities Exchange Act of 1934) of the Company. 

Divestiture: the sale, lease, outsourcing arrangement, spin off or similar transaction wherein a subsidiary is sold or whose shares are
distributed to the Motorola Solutions stockholders, or any other type of asset transfer or transfer of any portion of a facility or any portion of a discrete organizational unit of the Company or a subsidiary. 

Eligible Earnings: that portion of a Participant’s compensation for the Plan Year to be used to calculate an award under this Plan.

 Employee: a person in an employee-employer relationship with the Company whose base wage or base salary is processed for payment by
the payroll department(s) of the Company or a subsidiary, and not by any other department of the Company. The term Employee shall exclude the following: 
  

	 	•	 	 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; 

  
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	 	•	 	 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. 

Such individuals shall be precluded from retroactive participation in the Plan, even if a court or governmental or regulatory entity
subsequently reclassifies such individuals as common law employees of the Company on a retroactive basis. 
 Executive Committee: direct
reports to the Chief Executive Officer, or as defined by the Chief Executive Officer from time to time. 
 Individual Performance Factor:
the individual Participant performance measures used to calculate an award under this Plan. 
 Leave of Absence: an approved leave of
absence. 
 Omnibus Plan: the Motorola Solutions Omnibus Incentive Plan of 2006, as Amended and Restated January 4, 2011, or any
subsequent amendment and restatement, or any successor plan. 
 Participant: an Employee who meets the eligibility requirements set forth
above. 
 Plan: the Motorola Solutions, Inc. Annual Incentive Plan, as amended from time to time. 

Plan Year: calendar-year performance periods commencing each January 1 and ending the subsequent December 31. 

Retired or Retirement: this Plan utilizes the definition of “retiree” and “retirement” that appear in the primary retirement
plan covering the Participant. 
 Section 16: Section 16 of the Securities Exchange Act of 1934, as amended. 

Section 162(m): Section 162(m) of the Internal Revenue Code, as amended. 
 Serious Misconduct: any misconduct identified as a ground for termination in the Motorola Solutions Code of Business Conduct, or the human resources policies or other written policies or
procedures. 

  
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 Target Award Percentages: target award percentages applicable to each Participant and used to
calculate an award under this Plan, as determined by the Compensation Committee or the AIP Committee. 
 Total and Permanent Disability:
for (i) U.S. employees, entitlement to long-term disability benefits under the Motorola Solutions Disability Income Plan, as amended and any successor plan or a determination of a permanent and total disability under a state workers
compensation statute and (ii) non-U.S. employees, as established by applicable Motorola Solutions policy or as required by local regulations. 
 If a term is used but not defined in the Plan, it has the meaning given such term in the Omnibus Plan. 
 Applicable Law 
 To the extent not preempted by federal law, or otherwise provided by local
law, the Plan will be construed in accordance with, and governed by, the laws of the state of Illinois without regard to any state’s conflicts of laws principles. Any legal action related to this Plan shall be brought only in a federal or state
court located in Illinois. 

  
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