CASH - The executive would receive a cash severance amount equal to 2.00 times (or, in the case of the Company’s chief executive officer, 2.99 times) the sum of (A) the executive’s base salary (based on the highest base salary in effect at any time during the three-year period preceding the
Change in Control or at any time on or after the Change in Control) and (B) the executive’s target annual bonus.
BONUS - The executive would receive a pro rata portion of the executive’s annual bonus, determined based on the greater of (A) the executive’s target annual bonus and (B) the amount of such bonus that would have been due for the full year based on actual results for such year, had the
executive remained employed through the payment date.
LTIPs - The executive would receive vesting of all outstanding long-term incentive awards. Any performance-based awards would vest at the greater of target performance and actual performance, except that any individual performance goals that are
not based on objective financial performance criteria would be deemed earned at target performance.