Facebook 2014 Annual Report Download - page 115

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The Executive Administrators will determine the actual bonus (if any) for each participant and have the sole and absolute discretion to
determine the level of achievement and the amounts as described herein (provided that any determinations in respect of Facebook’s
“executive officers” shall be made by the Plan Administrator):
NON
-SALES INCENTIVE PLAN EMPLOYEES:
Base Eligible Earnings x Corporate Bonus Percentage x Individual Performance Percentage x Company Performance Percentage.
SALES INCENTIVE PLAN EMPLOYEES:
Base Eligible Earnings x Corporate Bonus Percentage x (Company Performance Percentage - 100%).
DEFINITIONS:
a) Base Eligible Earnings means the sum of all base wages as determined by the Company and the Executive Administrators in their sole
and absolute discretion (generally including overtime, retro pay, money paid during a leave of absence by the Company, personal time off
(PTO) used during the period and holiday pay as applicable) that Facebook paid the participant during the semi-annual Eligibility Period
generally excluding bonuses, stock gains, commissions, relocation amounts, accrued but unused PTO, expense reimbursements, or
benefits.
b) Corporate Bonus Percentage means the percentage of a participant’s Base Annual Wage as established by the Executive Administrators
for a participant’s position (provided that the Corporate Bonus Percentage for executive officers shall be established by the Plan
Administrator).
c) Individual Performance Percentage is tied to the performance assessments, as determined by the Company, measuring the amount of
success a participant has achieved against his or her Individual Performance Objectives for the semi-annual performance period.
d) Company Performance Percentage means the amount of success the Company has achieved based on the Company’s priorities and
other factors deemed appropriate for the semi-annual performance period in the sole discretion and judgment of the Plan Administrator.
5. Payment of Bonuses. Payment of each semi-annual cash bonus (if any) shall be made by no later than September 30, 2014 for the first
semi-annual performance period of the year and March 31, 2015 for the second semi-annual performance period of the year. A participant
must be employed by the Company at the time the bonus payment is made in order to receive such payment unless local law or a written
agreement between the participant and the Company provides. If the Company is found to have terminated the participant in violation of
applicable law prior to the end of a semi-annual performance period, such participant shall receive a bonus based on the participant’s Base
Eligible Earnings for the period.