Delta Airlines 2013 Annual Report Download - page 143

number of calendar months they were employed in each such capacity, multiplied by the relevant total target award
percentage applicable to their position or positions during the relevant period.
(iii) Demotions.
Participants who are either demoted to a position that is not eligible to participate in the MIP or
demoted to a lower level of MIP participation during 2014 will have their Target MIP Award calculated based on their
annual base salary at each MIP-
eligible job level (measured as of the date immediately prior to the date the demotion is
considered effective for purposes of the MIP, as described in the first paragraph of Section 8(b) above, and, if applicable, as
of December 31, 2014) and the number of calendar months they were employed in each such capacity, multiplied by the
relevant total target award percentage applicable to their position or positions during the relevant period.
(iv) Transfers and Leaves of Absence.
In the event that during 2014 a Participant (A) transfers employment from
Delta to a Delta subsidiary or Affiliate that does not participate in the MIP or the Delta Community Credit Union or (B)
goes on any type of leave at any time during 2014, the Participant will have his Target MIP Award calculated based on his
annual base salary (measured as of the date immediately prior to the date the transfer or leave is considered effective for
purposes of the MIP) and the number of calendar months he was employed in a MIP-
eligible position during 2014,
multiplied by the relevant total target award percentage applicable to his MIP-eligible position.
(v) Military Leave.
In the event that at any time during 2014 a Participant is on a Military Leave of Absence, his
or her Annual Base Salary shall be equal to the aggregate annual base salary the Participant received from Delta during
2014 plus any amount of base salary such Participant would have received had he or she been actively employed by Delta
in any corresponding MIP-eligible position during such leave. “Military Leave of Absence ” means a Participant’
s
absence from his or her position of employment at any time during 2014 because of service in the uniformed services, as
defined under the Uniformed Services Employment and Reemployment Rights Act of 1994, as amended (“ USERRA ”
);
provided,
that a Participant must provide the Company appropriate evidence that his or her absence was due to service in
the uniformed services and the period of such service in order to be considered to be on a Military Leave of Absence for
purposes of the MIP. For purposes of the MIP, any Participant who is absent due to military service (according to Delta’
s
records) as of December 31, 2014 and has been on such leave for a cumulative period (during the period he or she has been
employed by Delta) of five years or less, will be presumed to be on a Military Leave of Absence. Any Participant who is
similarly absent due to military service (based on Delta’
s records) and who has been on such leave for a period of more
than five years will not be considered to be on a Military Leave of Absence until he or she provides appropriate evidence
that he or she is entitled to an exception to the five-year limit on uniformed service as set forth in USERRA.
9. Treatment of Payments Under Benefit Plans or Programs
. MIP payments, which for an Executive Officer Participant
who receives MIP Restricted Stock means the amount of the payout to the Executive Officer Participant under the MIP had the
payout been made in cash, will be considered as earnings under any benefit plan or program sponsored by Delta only to the extent
such payments are included as earnings under the terms of the specific plan
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