Sprint - Nextel 2012 Annual Report Download - page 88

Table of Contents
and the Compensation Committee believes this vote affirms shareholders' support of the Company's approach to executive compensation. As a result
of this consideration, the Company did not change its approach to named executive officer compensation in 2012. The Compensation Committee will
continue to consider the outcome of the Company's say
- on - pay votes when making future compensation decisions for the named executive officers.
Compensation Committee Report
The Compensation Committee has reviewed and discussed Sprint Nextel's Compensation Discussion and Analysis with management.
Based on these reviews and discussions, the Compensation Committee recommended to the board that Sprint Nextel's Compensation Discussion and
Analysis be included in this Annual Report on Form 10 - K for the year ended December 31, 2012.
The Compensation Committee
Gordon M. Bethune, Chair
V. Janet Hill
William R. Nuti
Rodney O'Neal
Relationship of Compensation Practices to Risk Management
We have assessed whether there are any risks arising from our compensation policies and practices for our employees and factors that may
affect the likelihood of excessive risk taking. Based on that review, we have concluded that our compensation policies and practices do not create risks
that are reasonably likely to have a material adverse effect on the Company.
In coming to this conclusion, in late 2012 and early 2013, our human resources department reviewed the Company's incentive plans,
surveying sales
- and nonsales - related compensation programs, as well as executive and nonexecutive compensation programs. Pay philosophies,
performance objectives and overall incentive plan designs were reviewed. Human resources discussed plan elements with representatives from the
business functions responsible for incentive plan design and administration. Design features were assessed to determine whether there is a likelihood
that incentive plans could encourage excessive risk
- taking resulting in a material adverse effect on the Company and to ensure that appropriate
governance is in place to mitigate risk under unforeseen circumstances. The results of this assessment were reviewed by the Compensation Committee
on February 6, 2013. In addition, the Compensation Committee's independent consultant, Cook, considered risk in all aspects of the plans in which our
executives participate and advised the Compensation Committee accordingly. Cook confirmed that there are no aspects of the programs described in
the preceding Compensation Discussion and Analysis, or for our employees in general, that create an incentive to take risks that are reasonably likely
to have a material adverse effect on the Company.
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