The Hartford 2014 Annual Report Download - page 273

If you receive severance pay in accordance with Section 5, you may also be eligible to receive a pro-rata annual bonus under
the applicable Company annual incentive plan for the year in which the Effective Date occurs, payable as described in Section
8. The amount of the pro-rata annual bonus, if any, shall be determined at the Company’s discretion, based on Company and
individual performance for the year in which the Effective Date occurs. There is no promise of a bonus or a particular amount;
along with other factors, post-termination activities, such as taking a position with a competitor, may be taken into account by
the Company. In the event of a Termination for Good Reason or an involuntary termination by the Company following a
Change of Control pursuant to Section 11, in no event shall the pro-rata annual bonus be less than a pro-rata bonus payable at
the same percentage of the Target Bonus as is generally applicable to executives whose employment did not terminate.
If you receive severance pay in accordance with Section 5, you will also vest pro-rata (subject to achievement of any applicable
performance criteria) in outstanding unvested long term incentives, including stock options, performance shares, performance
units, restricted stock and restricted stock unit awards, if, and to the extent, so provided in the award agreement under The
Hartford 2010 Incentive Stock Plan, The Hartford 2014 Incentive Stock Plan, or other applicable long term incentive plan
under which such awards were granted; in such a case, the timing of the payment of such awards will be as set forth in such
award agreement.
7. Notice or Pay in Lieu of Notice
Except as provided in this Plan, you shall not be entitled to any notice of termination or pay in lieu thereof. At the sole
discretion of the Company, notice may be provided.
8. Payment of Severance Pay and Pro-Rata Annual Bonus
Any severance pay provided to you under this Plan shall be paid in a lump sum. Severance pay shall be paid within 60 days of
the Effective Date.
Any pro-rata annual bonus payable in accordance with Section 6 shall be paid no later than the same time as similar awards are
paid to other executives participating in the plans or programs under which the awards are paid, but in no event later than
March 15 of the calendar year following the calendar year in which the Effective Date occurs, provided that, if you would have
been a “covered employee” as defined in Section 162(m) of the Internal Revenue Code (the “Code”) for the calendar year in
which the Effective Date occurs but for the termination of your employment, the pro-rata annual bonus shall be payable to you
only if, when, and to the extent that the Compensation and Management Development Committee of the Board of Directors of
The Hartford Financial Services Group, Inc., certifies that the performance goals applicable to the annual bonus, as
preestablished by such Committee in accordance with Section 162(m) of the Code, have been attained.
As provided in Section 4(2), prior to a Change of Control as defined in Section 11, any severance pay or pro rata annual bonus
that would otherwise be payable in accordance
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