Sprint - Nextel 2012 Annual Report Download - page 101

Table of Contents
Resignation for Good Reason or Involuntary Termination without Cause
If our named executive officers' employment had terminated either by them for good reason or by us without cause, they would have been
entitled to:
The payment period for each of the named executive officers is 24 months (12 months with respect to Mr. Johnson if his termination was for
good reason based on relocation).
Termination as a Result of Disability
If our named executive officers' employment had terminated as a result of their disability, they would have been entitled to:
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•
continuation of their then - current base salary for their respective payment period through periodic payment with the same frequency as
our payroll schedule (or in the event of a termination within 18 months after a change in control, in a lump sum equal to their base salary
for such payment period);
•
a payment of:
◦
their STIC plan award for 2012, based on actual performance (or in the event of a termination within 18 months after a change in
control occurring in 2012, at their STI target opportunity), plus
◦
their STI target opportunity as of December 31, 2012 or that amount of the applicable STIC plan payout based on actual performance,
if less (greater, with respect to Mr. Johnson), for their payment period, with each payment being made after the Compensation
Committee has determined whether performance targets were achieved, except that, in the event of a termination within 18 months
after a change in control, the payment equal to their STI target opportunity for their payment period would instead be paid as a lump
sum without regard to achievement of performance targets or timing of the Compensation Committee's determination thereon;
•
a payment of their 2010 LTIC plan performance unit award based on actual performance and made after the Compensation Committee
has determined whether performance targets were achieved, prorated for their service during the performance period;
•
continued vesting through their payment period (through the originally - scheduled vesting date with respect to Mr. Cowan's awards
outstanding as of August 5, 2010), of options and RSUs granted (or in the event of a termination within 18 months after a change in
control, and with respect to Mr. Johnson, immediate vesting of options granted and RSUs outstanding), exercisability of options vested
through the 90
th
day after such vesting, and with respect to:
◦
Mr. Hesse, receipt of the Sign - On RSU Award (as defined in his employment agreement) on the first business day of the seventh
month following his termination; and
◦
Mr. Johnson, exercisability of vested options for 12 months; and
•
continued participation at employee rates in our group health and life (and for Mr. Johnson, long - term disability) plans, and (except for
Mr. Johnson if his termination was for good reason based on relocation) outplacement services in an amount not to exceed $35,000
($50,000 with respect to Mr. Johnson), each for the duration of his payment period.
•
continuation of their base salary for 12 months, less (except for Mr. Johnson) any benefits paid under our Long - term Disability Plan,
through periodic payment with the same frequency as our payroll schedule;
•
a payment of their 2012 STIC plan award and the 2010 LTIC plan performance unit award, each based on actual performance and the LTIC
plan award prorated for service during the three applicable performance periods;
•
immediate vesting of options and RSUs granted, exercisability of vested options for five years (12 months with respect to Mr. Johnson),
and with respect to Mr. Hesse, receipt of the Sign
- On RSU Award on the first business day of the seventh month following his
termination; and
•
continued participation at employee rates in our group health and life plans for 12 months.