Symantec 2012 Annual Report Download - page 70

The following table shows for the fiscal year ended March 30, 2012, certain information regarding option
exercises and stock vested during the last fiscal year with respect to our named executive officers:
Option Exercises and Stock Vested in Fiscal 2012
Option Awards Stock Awards
Name
Number of
Shares
Acquired
on Exercise
(#)
Value Realized
on Exercise
($)
Number of
Shares
Acquired
on Vesting
(#)
Value Realized
on Vesting
($)
Enrique Salem* ....................... — — 111,667 2,016,556
James A. Beer ........................ — — 40,500 749,123
Rowan M. Trollope .................... — — 27,667 506,451
Francis A. deSouza .................... — — 28,875 524,215
William T. Robbins .................... — — 37,584 693,943
* Mr. Salem resigned from the Company, effective July 24, 2012.
Potential Payments Upon Termination or Change-In-Control
Set forth below is a description of the plans and agreements (other than the Deferred Compensation Plan)
that could result in potential payouts to our named executive officers in the case of their termination of employ-
ment and/or a change in control of Symantec.
Symantec Executive Retention Plan
In January 2001, the Board approved the Symantec Executive Retention Plan, to deal with employment
termination resulting from a change in control of the Company. The plan was modified by the Board in July
2002, April 2006, June 2007 and April 2012. Under the terms of the plan, all equity compensation awards
(including, among others, stock options, restricted stock units and PRUs) granted by the Company to the
Company’s Section 16(b) officers (including our named executive officers) would become fully vested (at target
or to the extent of achievement for PRUs) and, if applicable, exercisable following a change in control of the
Company (as defined in the plan) after which the officer’s employment is terminated without cause or con-
structively terminated by the acquirer within 12 months after the change in control. In the case of PRUs, PRUs
will vest at target if the change in control occurs prior to the first performance period, will vest as to eligible
shares if the change in control occurs following the first performance period but before achievement is
determined with respect to the second performance period, and will vest as to the sum of the eligible shares
determined to be earned for the second performance period plus 50% of the eligible shares if the change in con-
trol occurs following the second performance period but before achievement is determined with respect to the
third performance period. Additionally, in accordance with the terms of the PRU award agreement, in the case
that an executive’s employment with the Company terminates by reason of the executive’s death, total and
permanent disability or an involuntary termination by the Company other than for cause (as defined in the award
agreement) after the end of the first year of the performance period but prior to the end of the third year of the
performance period, then the executive will be entitled to payment of a prorated number of PRUs based on the
number of months in the three-year performance period during with the executive was employed by the Com-
pany, provided that the Company’s performance met at least the threshold level of non-GAAP EPS performance
during the first year of the performance period.
In April 2012, the Compensation Committee revised the plan to provide for the payment of a cash severance
benefit for our named executive officers equal to one times such officer’s base salary and target payout under the
Executive Annual Incentive Plan applicable to such named executive officer in the circumstances described
above (i.e., following a change in control of the Company after which the officer’s employment is terminated
without cause or constructively terminated by the acquirer within 12 months after the change in control.)
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