Sunoco 2012 Annual Report Download - page 163
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ITEM 12. SECURITY OWNERSHIP OF CERTAIN BENEFICIAL OWNERS AND MANAGEMENT
AND RELATED SECURITYHOLDER MATTERS
Securities Authorized for Issuance Under Equity Compensation Plans
The following table provides information, as of December 31, 2012, regarding our common units that may
be issued upon conversion (assuming a one-for-one conversion) of outstanding restricted units granted under the
general partner’s Long-Term Incentive Plan to executive officers, directors, and other key employees. For more
information about this plan (which did not require approval by our limited partners at the time of its adoption in
2002), refer to “Item 11—Executive Compensation.”
EQUITY COMPENSATION PLAN INFORMATION(1)
Plan Category
(a)
Number of securities to
be issued upon exercise
of outstanding options,
warrants and rights
(b)
Weighted-average
exercise price of
outstanding options,
warrants and rights
(c)
Number of securities remaining
available for future issuance
under equity compensation
plans (excluding securities
reflected in column (a))
Equity compensation plans approved by
security holders ................. — — —
Equity compensation plans not .......
approved by security holders ......... 713,058 — 871,176
Total ............................ 713,058 — 871,176
NOTES TO TABLE:
(1) The amounts in column (a) of this table reflect only restricted units that have been granted under the Sunoco
Partners LLC Long-Term Incentive Plan, since the inception of the Plan. No unit options have been granted.
Each restricted unit shown in the table represents a right to receive (upon vesting and payout) a specified
number of our common units. Vesting and payout may be conditioned upon achievement of pre-determined
financial or other performance objectives for, or attainment of certain length of service goals with us and our
affiliates. No value is shown in column (b) of the table, since the restricted units do not have an exercise, or
“strike,” price. For illustrative purposes, a maximum payment (i.e., a 200% ratio) has been assumed for
vesting and payout of performance-related grants, and a target payout (i.e., a 100% ratio) has been assumed
for vesting and payout of grants conditioned only upon service.
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