ELECTRONIC ARTS INC.(EA)

Jake Schatz — Change-in-Control Agreement | The Company entered into an Agreement and Plan of Merger with Oak-Eagle AcquireCo, Inc. and Oak-Eagle MergerCo, Inc. on September 28, 2025.; The Merger Agreement provides for the acquisition of Electronic Arts Inc. by an investor consortium for $210 per share in cash.; Each outstanding vested stock option will be converted into the right to receive the excess, if any, of the Merger Consideration over the per share exercise price.; Each outstanding vested RSU will be converted into the right to receive the Merger Consideration.; Each outstanding unvested stock option and RSU will be converted into a corresponding restricted cash award based on the Merger Consideration, with performance goals deemed met at target or actual performance.; The Company will be required to pay a termination fee of $1 billion if the agreement is terminated due to a change of recommendation by the Board.; The Company may pay a reduced termination fee of $540 million if it enters into an agreement for a Superior Proposal within specific timeframes.; Parent will be required to pay a termination fee of $1 billion to the Company if the agreement is terminated due to regulatory reasons or Parent's willful breach.

Andrew — Change-in-Control (CIC) Agreement | Andrew will remain CEO following the transaction.; There are no changes to the executive team as a result of this transaction.; Unvested RSUs will convert to cash awards at EA's all-time high of $210.; These cash awards will be paid on the same vesting schedules as current RSUs.; Vested equity will be converted to $210 cash per share.; The transaction is expected to close in 6-9 months.

Electronic Arts Inc. — Change-in-Control | Each outstanding share of common stock will be converted into $210 in cash per share.; Vested stock options will be converted into the right to receive the excess of the Merger Consideration over the exercise price.; Vested RSUs held by non-employee directors will be converted into the right to receive the Merger Consideration.; Unvested stock options and RSUs will be converted into restricted cash awards, with performance goals deemed met at the greater of target or actual performance.; The Company may be required to pay a termination fee of $1 billion if the Merger Agreement is terminated due to a change of recommendation by the Board or to enter into a superior proposal.; The termination fee payable by the Company is reduced to $540 million if a superior proposal is made within 45 days and termination occurs within 75 days.; Parent will be required to pay a termination fee of $1 billion if the agreement is terminated due to regulatory issues or Parent's willful breach.; The transaction is not subject to any financing condition.

Andrew Wilson — Change in Control Severance Plan | Cash Severance Payment: 1.95x (base salary + target bonus for Tier 4 Participant), paid on the first payroll date following 60 days from the Severance Date.; Pro Rata Bonus: For the fiscal year of termination, calculated as (target bonus) * (days in fiscal year through Severance Date / total days in fiscal year). Paid on the first payroll date following 60 days from the Severance Date.; Service-Based Equity Awards: Automatically vest on the later of the effective date of the Change in Control or the 60th day following the Severance Date.; Performance Equity Awards: Vest and are earned on the later of the effective date of the Change in Control or the 60th day following the Severance Date. Vesting is based on target performance if CIC occurs within the first year of the performance period, or actual performance if CIC occurs on or after the first year.; COBRA Premium Payment: Paid for the period specified in the Summary of Terms, up to 24 months (2x factor for Tier 4 Participant).; Definition of Good Reason includes a reduction in annual base salary or target annual bonus of more than ten percent (10%) for all Plan Participants.; Definition of Cause includes willful and continued material failure to substantially perform duties, fraud, dishonesty, gross negligence, conviction of a felony, or material breach of agreement or code of conduct.

Heidi J. Ueberroth — Change in Control Severance Plan | Cash Severance Payment: 1.75x (base salary + target bonus for Tier 3 Participant), paid on the first payroll date following 60 days from the Severance Date.; Pro Rata Bonus: For the fiscal year of termination, calculated as (target bonus) * (days in fiscal year through Severance Date / total days in fiscal year). Paid on the first payroll date following 60 days from the Severance Date.; Service-Based Equity Awards: Automatically vest on the later of the effective date of the Change in Control or the 60th day following the Severance Date.; Performance Equity Awards: Vest and are earned on the later of the effective date of the Change in Control or the 60th day following the Severance Date. Vesting is based on target performance if CIC occurs within the first year of the performance period, or actual performance if CIC occurs on or after the first year.; COBRA Premium Payment: Paid for the period specified in the Summary of Terms, up to 18 months (1.5x factor for Tier 3 Participant).; Definition of Good Reason includes a reduction in annual base salary or target annual bonus of more than ten percent (10%) for all Plan Participants.; Definition of Cause includes willful and continued material failure to substantially perform duties, fraud, dishonesty, gross negligence, conviction of a felony, or material breach of agreement or code of conduct.

Jeffreyt. Huber — Change in Control Severance Plan | Cash Severance Payment: 1.5x (base salary + target bonus for Tier 2 Participant), paid on the first payroll date following 60 days from the Severance Date.; Pro Rata Bonus: For the fiscal year of termination, calculated as (target bonus) * (days in fiscal year through Severance Date / total days in fiscal year). Paid on the first payroll date following 60 days from the Severance Date.; Service-Based Equity Awards: Automatically vest on the later of the effective date of the Change in Control or the 60th day following the Severance Date.; Performance Equity Awards: Vest and are earned on the later of the effective date of the Change in Control or the 60th day following the Severance Date. Vesting is based on target performance if CIC occurs within the first year of the performance period, or actual performance if CIC occurs on or after the first year.; COBRA Premium Payment: Paid for the period specified in the Summary of Terms, up to 12 months (1x factor for Tier 3 Participant).; Definition of Good Reason includes a reduction in annual base salary or target annual bonus of more than ten percent (10%) for all Plan Participants.; Definition of Cause includes willful and continued material failure to substantially perform duties, fraud, dishonesty, gross negligence, conviction of a felony, or material breach of agreement or code of conduct.

Kofi A. Bruce — Change in Control Severance Plan | Cash Severance Payment: 2x (base salary + target bonus for Tier 1 Participant), paid on the first payroll date following 60 days from the Severance Date.; Pro Rata Bonus: For the fiscal year of termination, calculated as (target bonus) * (days in fiscal year through Severance Date / total days in fiscal year). Paid on the first payroll date following 60 days from the Severance Date.; Service-Based Equity Awards: Automatically vest on the later of the effective date of the Change in Control or the 60th day following the Severance Date.; Performance Equity Awards: Vest and are earned on the later of the effective date of the Change in Control or the 60th day following the Severance Date. Vesting is based on target performance if CIC occurs within the first year of the performance period, or actual performance if CIC occurs on or after the first year.; COBRA Premium Payment: Paid for the period specified in the Summary of Terms, up to 24 months (2x factor for Tier 1 Participant).; Definition of Good Reason includes a reduction in annual base salary or target annual bonus of more than ten percent (10%) for all Plan Participants.; Definition of Cause includes willful and continued material failure to substantially perform duties, fraud, dishonesty, gross negligence, conviction of a felony, or material breach of agreement or code of conduct.

Luis A. Ubiñastas — Change in Control Severance Plan | Cash Severance Payment: 0.5x (base salary + target bonus for Tier 4 Participant), paid on the first payroll date following 60 days from the Severance Date.; Pro Rata Bonus: For the fiscal year of termination, calculated as (target bonus) * (days in fiscal year through Severance Date / total days in fiscal year). Paid on the first payroll date following 60 days from the Severance Date.; Service-Based Equity Awards: Automatically vest on the later of the effective date of the Change in Control or the 60th day following the Severance Date.; Performance Equity Awards: Vest and are earned on the later of the effective date of the Change in Control or the 60th day following the Severance Date. Vesting is based on target performance if CIC occurs within the first year of the performance period, or actual performance if CIC occurs on or after the first year.; COBRA Premium Payment: Paid for the period specified in the Summary of Terms, up to 6 months (0.5x factor for Tier 4 Participant).; Definition of Good Reason includes a reduction in annual base salary or target annual bonus of more than ten percent (10%) for all Plan Participants.; Definition of Cause includes willful and continued material failure to substantially perform duties, fraud, dishonesty, gross negligence, conviction of a felony, or material breach of agreement or code of conduct.