US Airways 2008 Annual Report Download - page 381

sole discretion, to take account of unforeseen events such as mergers, dispositions, bankruptcies and other significant business changes.
Award payout percentages will be based on the TSR of the Company relative to the TSRs of competitive peer group companies, as follows:
Payout as a % of Base Salary
Company TSR
Relative Rank VP SVP EVP President CEO
1-2 of 12 90% 140% 175% 200% 200% (Maximum)
3 of 12 78.75% 122.5% 156.25% 178.75% 181.25%
4 of 12 67.5% 105% 137.5% 157.5% 162.5%
5 of 12 56.25% 87.5% 118.75% 136.25% 143.75%
6 of 12 45% 70% 100% 115% 125% (Target)
7 of 12 32.5% 50% 71.5% 82% 89.5%
8 of 12 20% 30% 43% 49% 54% (Threshold)
9-12 of 12 0 0% 0% % 0%
SECTION V. AWARD PAYMENT TIMING, EARLY PAYMENT AND TERMINATION
If the TSR of the Company is at or above the threshold for a Performance Cycle, awards will be paid in cash within sixty (60) days following the end of the
Performance Cycle. For example, awards for the Performance Cycle that runs from January 1, 2008, through December 31, 2010 will be paid no later than
March 1, 2011. Payments will be subject to all required federal, state, and local tax withholding.
In the event of the termination of a Participant's employment with the Company (or an Affiliate) on account of retirement (as defined below), total disability
(as defined in the long term disability plan under which the Participant is covered) or death, (i) the Company shall pay to the Participant (or the Participant's
estate in the case of death), at the same time as awards, if any, are paid to other Participants for the same Performance Cycle, the award that the Participant
would have earned and received with respect to the Performance Cycle, if any, that ends with the calendar year in which such termination occurs, had the
Participant's employment continued until the award payment date for such Performance Cycle. For purposes of the foregoing, Page 3