Electronic Data Systems (EDS), headquartered in Plano, Texas, was established in 1962 by H. Ross Perot. General Motors acquired the company in 1984, spun it off again as an independent company in 1996, and became an EDS client.
On May 13, 2008, Hewlett-Packard Co. confirmed that it had reached a deal with Electronic Data Systems to acquire the company for $13.9 billion.[1] The deal was completed on August 26, 2008. EDS became an HP business unit and was renamed "EDS, an HP company". Ronald A. Rittenmeyer, EDS Chairman, President, and CEO, remained at the helm and reported to HP CEO Mark Hurd until his retirement.[2]
As of 2008, EDS employed 139,000 people in 64 countries, the largest locations being the United States, India and the UK. It was ranked as one of the largest service companies on the Fortune 500 list with around 2,000 clients.
As of 23 September 2009, EDS began going to market as HP Enterprise Services, a name change which came one year after HP announced the acquisition of EDS and was a critical milestone as the integration of EDS into HP neared completion.
Did you know the cost of turnover is approximately $10,000 a head? Can you afford this figure for every employee contemplating seeking other employment opportunities once this Job market turns? By surveying your employees NOW you have an opportunity to find out what the problems are and you can take steps to remedy the problems in order to curtail turnover. Your customers don't like change. Keep your current employees so they are familiar to your customers.
An outside survey company like Data Wise Business Solutions ensures employee confidentiality. Employees are more likely to answer questions in an honest manner so you can obtain better results once you implement your Action Plan.
Retention Bonus. Unless otherwise specified by the Committee in an Award Agreement, a Participant's Retention Bonus is the greater of (i) two times the Participant's Targeted 1998 Bonus or (ii) either (1) the sum of the actual Annual Incentive Bonuses awarded to the Participant in respect of calendar years 1998, 1999 and 2000 (regardless of when any such award is actually scheduled to be paid) or (2) in the event a Participant's employment is terminated for any reason prior to the end of the Retention Period, then the sum of the Annual Incentive Bonuses actually awarded to the Participant during the Retention Period prior to such termination.
Payment of Retention Bonus.
(a) If the Participant has remained an Employee through the end of the Participant's Retention Period, a Participant's Retention Bonus shall be paid in a cash lump sum not later than fifteen days after the end of the Par- ticipant's Retention Period.
(b) If the Participant's employment with the Company is terminated by the Company prior to the expiration of the Participant's Retention Period for other than Cause or the Participant terminates employment with the Company for Good Reason, then the Participant shall be entitled to receive the Retention Bonus, which shall be paid within 15 days of termination of employment.
Benefits under SERP. Except as otherwise specifically provided in this Plan, Specially Computed SERP Benefits in this Plan (whether under the terms of Article V or Article VIII) shall be provided under, and shall be computed and paid in accordance with, the terms of the SERP and shall be governed by and subject in all respects to the terms of the SERP. Without limiting the generality of the foregoing sentence, a Participant who is not eligible to receive benefits under the SERP by reason of the fact that the Participant does not participate in the EDS Retirement Plan (because, by way of example, but not by way of limitation, such Participant is a non-U.S. national), or by reason of the fact that the Participant has not reached Retirement Age or by reason of failure to satisfy any other condition of eligibility shall not be or become eligible or entitled to SERP benefits by reason of this Plan. This Plan's provisions with respect to Specially Computed SERP Benefits shall constitute an exercise of the authority of the Committee or the Chairman (as applicable) under the SERP with respect to certain Participants to grant additional Years of Credited Service or otherwise alter the terms of the SERP as applied to a particular individual and shall not constitute a separate retirement plan or arrangement. This Article V shall, for all purposes, be deemed to be a part of the SERP.
Benefits under SERP. Except as otherwise specifically provided in this Plan, Specially Computed SERP Benefits in this Plan (whether under the terms of Article V or Article VIII) shall be provided under, and shall be computed and paid in accordance with, the terms of the SERP and shall be governed by and subject in all respects to the terms of the SERP. Without limiting the generality of the foregoing sentence, a Participant who is not eligible to receive benefits under the SERP by reason of the fact that the Participant does not participate in the EDS Retirement Plan (because, by way of example, but not by way of limitation, such Participant is a non-U.S. national), or by reason of the fact that the Participant has not reached Retirement Age or by reason of failure to satisfy any other condition of eligibility shall not be or become eligible or entitled to SERP benefits by reason of this Plan. This Plan's provisions with respect to Specially Computed SERP Benefits shall constitute an exercise of the authority of the Committee or the Chairman (as applicable) under the SERP with respect to certain Participants to grant additional Years of Credited Service or otherwise alter the terms of the SERP as applied to a particular individual and shall not constitute a separate retirement plan or arrangement. This Article V shall, for all purposes, be deemed to be a part of the SERP.
In addition to legal requirements, businesses may have their own data retention requirements that
can range from contractual obligations with customers or suppliers to administrative or
operational information such as policies and procedures that define daily functions. Each
business must set their own data retention requirements to sufficiently maintain their business
operations.
Given the complexity of all the legal requirements regarding data retention, should
administrators simply keep everything forever and play it safe? The obvious problems with this
philosophy are the expense of storing all data indefinitely and the potential difficulty in
retrieving it when necessary.
Lawyers can employ a technique commonly known as burying the opposition in paperwork
during the discovery order phase. This ploy is much easier when years of electronic data are
available. Companies could literally spend hundreds of thousands of dollars retrieving all the
electronic data related to a case. Add the cost of reviewing that information to ensure only the
relevant information is made available to the opposition further increases the costs. In these
situations, it could be cheaper to simply settle the case out of court.
Retaining too much information can often lead to the "smoking gun" piece of evidence. By now,
everyone is familiar with the trouble Bill Gates encountered when old email messages surfaced
during the Microsoft trial. Nobody is advocating the destruction of potential evidence, but why
risk old, information being used out of context when it would have been easier to delete it in the
first place avoiding any future complications? One could draw the conclusion that the individual
thought that the information was important enough to keep so it must be relevant and crucial
On May 13, 2008, Hewlett-Packard Co. confirmed that it had reached a deal with Electronic Data Systems to acquire the company for $13.9 billion.[1] The deal was completed on August 26, 2008. EDS became an HP business unit and was renamed "EDS, an HP company". Ronald A. Rittenmeyer, EDS Chairman, President, and CEO, remained at the helm and reported to HP CEO Mark Hurd until his retirement.[2]
As of 2008, EDS employed 139,000 people in 64 countries, the largest locations being the United States, India and the UK. It was ranked as one of the largest service companies on the Fortune 500 list with around 2,000 clients.
As of 23 September 2009, EDS began going to market as HP Enterprise Services, a name change which came one year after HP announced the acquisition of EDS and was a critical milestone as the integration of EDS into HP neared completion.
Did you know the cost of turnover is approximately $10,000 a head? Can you afford this figure for every employee contemplating seeking other employment opportunities once this Job market turns? By surveying your employees NOW you have an opportunity to find out what the problems are and you can take steps to remedy the problems in order to curtail turnover. Your customers don't like change. Keep your current employees so they are familiar to your customers.
An outside survey company like Data Wise Business Solutions ensures employee confidentiality. Employees are more likely to answer questions in an honest manner so you can obtain better results once you implement your Action Plan.
Retention Bonus. Unless otherwise specified by the Committee in an Award Agreement, a Participant's Retention Bonus is the greater of (i) two times the Participant's Targeted 1998 Bonus or (ii) either (1) the sum of the actual Annual Incentive Bonuses awarded to the Participant in respect of calendar years 1998, 1999 and 2000 (regardless of when any such award is actually scheduled to be paid) or (2) in the event a Participant's employment is terminated for any reason prior to the end of the Retention Period, then the sum of the Annual Incentive Bonuses actually awarded to the Participant during the Retention Period prior to such termination.
Payment of Retention Bonus.
(a) If the Participant has remained an Employee through the end of the Participant's Retention Period, a Participant's Retention Bonus shall be paid in a cash lump sum not later than fifteen days after the end of the Par- ticipant's Retention Period.
(b) If the Participant's employment with the Company is terminated by the Company prior to the expiration of the Participant's Retention Period for other than Cause or the Participant terminates employment with the Company for Good Reason, then the Participant shall be entitled to receive the Retention Bonus, which shall be paid within 15 days of termination of employment.
Benefits under SERP. Except as otherwise specifically provided in this Plan, Specially Computed SERP Benefits in this Plan (whether under the terms of Article V or Article VIII) shall be provided under, and shall be computed and paid in accordance with, the terms of the SERP and shall be governed by and subject in all respects to the terms of the SERP. Without limiting the generality of the foregoing sentence, a Participant who is not eligible to receive benefits under the SERP by reason of the fact that the Participant does not participate in the EDS Retirement Plan (because, by way of example, but not by way of limitation, such Participant is a non-U.S. national), or by reason of the fact that the Participant has not reached Retirement Age or by reason of failure to satisfy any other condition of eligibility shall not be or become eligible or entitled to SERP benefits by reason of this Plan. This Plan's provisions with respect to Specially Computed SERP Benefits shall constitute an exercise of the authority of the Committee or the Chairman (as applicable) under the SERP with respect to certain Participants to grant additional Years of Credited Service or otherwise alter the terms of the SERP as applied to a particular individual and shall not constitute a separate retirement plan or arrangement. This Article V shall, for all purposes, be deemed to be a part of the SERP.
Benefits under SERP. Except as otherwise specifically provided in this Plan, Specially Computed SERP Benefits in this Plan (whether under the terms of Article V or Article VIII) shall be provided under, and shall be computed and paid in accordance with, the terms of the SERP and shall be governed by and subject in all respects to the terms of the SERP. Without limiting the generality of the foregoing sentence, a Participant who is not eligible to receive benefits under the SERP by reason of the fact that the Participant does not participate in the EDS Retirement Plan (because, by way of example, but not by way of limitation, such Participant is a non-U.S. national), or by reason of the fact that the Participant has not reached Retirement Age or by reason of failure to satisfy any other condition of eligibility shall not be or become eligible or entitled to SERP benefits by reason of this Plan. This Plan's provisions with respect to Specially Computed SERP Benefits shall constitute an exercise of the authority of the Committee or the Chairman (as applicable) under the SERP with respect to certain Participants to grant additional Years of Credited Service or otherwise alter the terms of the SERP as applied to a particular individual and shall not constitute a separate retirement plan or arrangement. This Article V shall, for all purposes, be deemed to be a part of the SERP.
In addition to legal requirements, businesses may have their own data retention requirements that
can range from contractual obligations with customers or suppliers to administrative or
operational information such as policies and procedures that define daily functions. Each
business must set their own data retention requirements to sufficiently maintain their business
operations.
Given the complexity of all the legal requirements regarding data retention, should
administrators simply keep everything forever and play it safe? The obvious problems with this
philosophy are the expense of storing all data indefinitely and the potential difficulty in
retrieving it when necessary.
Lawyers can employ a technique commonly known as burying the opposition in paperwork
during the discovery order phase. This ploy is much easier when years of electronic data are
available. Companies could literally spend hundreds of thousands of dollars retrieving all the
electronic data related to a case. Add the cost of reviewing that information to ensure only the
relevant information is made available to the opposition further increases the costs. In these
situations, it could be cheaper to simply settle the case out of court.
Retaining too much information can often lead to the "smoking gun" piece of evidence. By now,
everyone is familiar with the trouble Bill Gates encountered when old email messages surfaced
during the Microsoft trial. Nobody is advocating the destruction of potential evidence, but why
risk old, information being used out of context when it would have been easier to delete it in the
first place avoiding any future complications? One could draw the conclusion that the individual
thought that the information was important enough to keep so it must be relevant and crucial
Last edited: