Seagate 2013 Annual Report Download - page 155

SECTION 10. NO IMPLIED EMPLOYMENT CONTRACT.
The Plan shall not be deemed (i) to give any employee or other person any right to be retained in the employ of the Parent or any
subsidiary or (ii) to interfere with the right of the Parent or any subsidiary to discharge any employee or other person at any time and for any
reason, which right is hereby reserved.
SECTION 11. LEGAL CONSTRUCTION.
This Plan is intended to be governed by and shall be construed in accordance with the Employee Retirement Income Security Act of
1974, as amended (“ ERISA ”) and, to the extent not preempted by ERISA, the laws of the State of California, except that the Covenants as set
forth in the Release and Covenant Documents shall in all cases be governed by the laws of the State or other jurisdiction specified therein. This
Plan is intended to be (a) an employee welfare plan as defined in Section 3(1) of ERISA and (b) a “top-hat” plan maintained for the benefit of a
select group of management or highly compensated employees of the Parent or its subsidiaries. This Plan is intended to meet requirements of
Section 162(m) of the Code to provide for any payments under the Bonus Plan to qualify as performance-based compensation. Any feature of
this Plan which is found to void the qualification of all payments under the Bonus Plan as performance-based compensation shall be modified to
the extent necessary to comply with the requirements of Section 162(m) of the Code.
SECTION 12. CLAIMS, INQUIRIES AND APPEALS.
(a)
Applications For Benefits And Inquiries . Any application for benefits, inquiries about the Plan or inquiries about present
or future rights under the Plan must be submitted to the Plan Administrator in writing. The Plan Administrator is:
The Compensation Committee
of the Board of Directors of
Seagate Technology plc
ATTN: Vice President of Compensation and Benefits
10200 S. De Anza Blvd.
Cupertino, California 95014
(b) Denial Of Claims . In the event that any application for benefits is denied in whole or in part, the Plan Administrator must
notify the applicant, in writing, of the denial of the application, and of the applicant’
s right to review the denial. The written notice of denial will
be set forth in a manner designed to be understood by the employee, and will include specific reasons for the denial, specific references to the
Plan provision upon which the denial is based, a description of any information or material that the Plan Administrator needs to complete the
review and an explanation of the Plan’s review procedure.
This written notice will be given to the employee within 90 days after the Plan Administrator receives the application, unless special
circumstances require an extension of time, in which case, the Plan Administrator has up to an additional 90 days for processing the application.
If an extension of time for processing is required, written notice of the extension will be furnished to the applicant before the end of the initial
90-day period.
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