Arrow Electronics 2013 Annual Report Download - page 215

In connection with the acquisition of the Wyle Group of Companies, the Company has severance obligations under agreements with certain
existing Wyle executives. Those severance obligations could constitute severance arrangements for purposes of ERISA.
4. Executive Deferred Compensation Plan
The company maintains an Executive Deferred Compensation Plan for approximately 450 highly paid U.S. executives, of which
approximately 100 employees participate. The Plan allows eligible executives to voluntarily elect to defer a portion of their salary (up to 80%) and
bonus/commissions (up to 100%). Deferrals must be for a minimum of two years. At the end of the deferral period participants may elect to have
deferrals distributed to them in either lump sum or installment payments over a designated number of years. Deferrals will be paid out in a lump sum
distribution if termination precedes retirement/long term disability. Deferrals can be invested among different deemed investment options. All deferrals
and any earnings on those deferrals are general unsecured obligations of the company.
5. Wyle SERP Plan
The company maintains an unfunded pension plan for approximately 19 former executives of the Wyle Group of Companies. This plan provides for
payment equal to the excess of the amounts such executives would normally be expected to receive under the terms of the Wyle qualified plan, over
the maximum amounts allowed by ERISA under the qualified plan.
6. Wyle Defined Benefit Plan
The company is responsible for retirement benefits for certain employees the Wyle provided under a defined benefit plan. Benefits under that
plan were frozen as of December 31, 2000. The company makes contributions to the plan so that minimum contribution requirements, as determined
by government regulations, are met.