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investments, but rather serve as a measurement of performance. The options available under the Deferred Compensation Plan and
their rates of return for the calendar year ended December 31, 2009, were as follows:
Investment Rate of Return(1)
NVIT Money Market 0.00%
PIMCO VIT Total Return 0.85%
PIMCO VIT High-Yield Bond 5.97%
Fidelity VIP II Asset Manager 3.10%
Vanguard VIF Diversified Value 7.34%
Vanguard VIF Equity Index 6.03%
MFS VIT Growth Series 6.78%
NVIT Multi-Manager Small Cap Value 3.88%
Vanguard VIF Small Company Growth 4.50%
Vanguard VIF International 4.29%
(1) Rate of return is net of investment management fees, fund expenses or administrative charges, as applicable.
Distributions. Participants who elect to defer compensation under the Deferred Compensation Plan also select when the deferred
amounts will be distributed to them. Distributions may be made in a specific year, or at a time that begins at or after the
participant’s retirement. Distributions are paid in a lump sum or in quarterly installments at the participant’s option. However, if a
participant’s employment ends prior to retirement, a distribution is made promptly in a lump sum or in quarterly installments,
depending on the account balance.
Employer-Matching Contributions and Vesting. Prior to 2004, the Deferred Compensation Plan provided for employer-matching
contributions. Since January 1, 2004, we do not provide employer-matching contributions for amounts deferred under the plan.
Participants are fully vested in their contributions and employer contributions made before 2004.
Potential Payments Upon Termination or Change-in-Control
We do not have employment or change-in-control agreements or arrangements with our domestic named executive officers. We do
however have an ERISA severance plan that includes our named US-based executive officers and covers involuntary terminations
due to job elimination and discontinuation, office closing, reduction in force, business restructuring or other circumstances as we
determine at our discretion. For more details on the severance plan, see Benefits and Perquisites on page 43. Mr. Wheway has an
employment agreement which continues unless terminated by either party on a six-month written notice, or immediately upon
termination for cause. In lieu of the notice period, we may terminate the agreement by paying Mr. Wheway’s base salary for such
period for up to six months.
As such, except for Mr. Wheway, the only contractual payments that would be received by our named executive officers upon
termination of employment or a change-in-control would be in connection with the severance plan and with the equity-based
incentive awards granted under our long-term incentive programs. The amounts reported below represent the in-the-money value of
stock options and value of stock awards, calculated based on the closing price of our common stock on February 26, 2010, the
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