background image
FISCAL 2013 OPTION EXERCISES AND STOCK VESTED TABLE
The following table shows all RSUs vested and value realized upon vesting by the Named Executive Officers
during fiscal 2013.
Stock Awards
Name
Number of Shares
Acquired on
Vesting
(#)
(1)
Value Realized on
Vesting
($)
(2)
Lawrence F. Probst III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
--
--
Blake J. Jorgensen . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
--
--
Frank D. Gibeau . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
267,791
3,377,119
Patrick Söderlund . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
181,692
2,255,138
Andrew Wilson . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
112,501
1,735,061
Kenneth A. Barker . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
49,617
757,476
John S. Riccitiello . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
320,666
3,797,669
(1)
Represents shares of EA common stock released upon settlement of the RSUs during fiscal 2013.
(2)
The value realized upon vesting of RSUs is calculated by multiplying the number of RSUs vested by the prior
day's closing price of EA common stock on the vest date.
POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE OF CONTROL
Electronic Arts Key Employee Continuity Plan
All employees at the level of Vice President and above are eligible to participate in the Electronic Arts Inc. Key
Employee Continuity Plan (the "CoC Plan"). The CoC Plan is a "double-trigger" plan, which provides eligible
employees, including our NEOs, with certain payments and benefits if their employment is terminated without
"cause" or if they resign for "good reason" during the 12-month period following a change of control of the
Company or if their employment is terminated without "cause" during the two-month period preceding a change
of control of the Company. Eligible employees are not entitled to any payments or benefits in the event they
voluntarily resign or are terminated for "cause". The CoC Plan payments and benefits include:
· a cash severance payment based on a multiple of the product of an eligible executive's base salary as in
effect immediately prior to the termination of employment, plus his or her target annual bonus or annual
incentive opportunity for the year in which his or her employment is terminated;
· continued health benefits for a period ranging from six to 18 months, depending on the eligible
executive's position with the Company; and
· full vesting on the date of employment termination of all outstanding and unvested equity awards (other
than performance-based awards, certain portions of which may be subject to award and acceleration
depending on the specific terms of such awards). In the case of an equity award consisting of a stock
option, such stock option shall continue to be exercisable for a period of three years from the severance
date (or such longer period as may be prescribed in the plan or agreement governing such option), but in
no event later than the expiration date of such option.
The cash severance payment that our CEO, Company-level Presidents and Executive Vice Presidents are entitled
to receive upon a qualifying termination of employment is equal to 150% of the sum of their annual base salary
and target bonus opportunity. Health benefits for these same positions may continue for up to eighteen months.
The cash severance payment that Company-level Senior Vice Presidents are entitled to receive upon a qualifying
termination of employment is equal to 100% of the sum of their annual base salary and target bonus opportunity.
Health benefits for employees at the Senior Vice President level may continue for up to twelve months.
The CoC Plan does not provide for any additional payments or benefits (for example, tax gross-ups or
reimbursements) in the event that the payments under the CoC Plan and other arrangements offered by the
Company or its affiliates cause an executive officer to owe an excise tax under Section 280G of the Internal
54