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これシスココーポレーションの年間インセンティブプログラム (ザ・」プログラム」) は、報酬・リーダーシップ開発委員会で採択されました（」委員会取締役会（」）のボードシスココーポレーション（「」）の会社」）シスココーポレーション2018オムニバスインセンティブプランに基づく（」プラン」）2024年7月31日に、2025年6月28日に終了する当社の会計年度から有効になります（」プログラム期間」)。このプログラムは、全社および/または部門またはユニットの確立された財務的および戦略的目標に対する業績を表彰し、それに報いるように設計されています。参加者は、個人の業績と会社の業績に基づいてインセンティブ賞を受け取る資格があります。本書で特に定義されていない大文字の用語は、本プランに記載されている意味を持つものとします。

(A)参加者その人物は、1）委員会規約で定義されるシニア・オフィサーであること、および、2）委員会が単独で決定した会社またはその関連会社のその他の従業員であること. 参加者は、プログラム期間内の4月30日までに雇用されている必要があります。また、委員会の単独裁量により、プログラム期間中の別の日に雇用されている必要があります。委員会は、プログラム期間中にいつでも、正当な理由に基づき、または理由なく、参加者をこのプログラムから除名することができます。そして、このプログラムの期間中にそれらの参加者がいつ除名されたかに関わらず、その参加者はこのプログラムのボーナスを受ける権利がありません。

2.プログラムデザイン。プログラムの契約条件は、委員会によって設定され、その他の事項の中にプログラム期間のパフォーマンス要因の二つの別々のカテゴリーが含まれる可能性があります：(i) 企業の財務または業務目標（"企業のビジネス目標）」および(ii) 戦略目標（"戦略的ビジネス目標」）。一般的に、参加者のボーナス賞与は、企業のビジネス目標と戦略的ビジネス目標の達成に関する委員会の判断に基づいて行われ、参加者の個人パフォーマンスに修正が加えられます。支払額は、しきい値、目標、および最大達成レベルの間で補間されることになりますが、委員会が異なる判断を下すことにより、それ以外の場合があります。ただし、委員会は、自己の裁量で、目標達成レベルを下回るパフォーマンスに対して支払が行われないと判断することがあります。

(A)会社のビジネス目標と戦略的なビジネス目標プログラムのこれらの部品は、委員会によって異なる決定がない限り、設定された目標に対する実際のパフォーマンスに基づいて独立して計算されます。プログラム期間における個々の部品のパフォーマンスが基準を満たさない場合、その部品に関連する支払いはプログラム期間において参加者は受け取ることができません。プログラム期間における個々の部品のパフォーマンスが基準と最大値の間である場合、その部品に関連するボーナスの額は、プログラム期間終了後60日以内に、委員会の単独裁量で決定されます。

(B)個人のパフォーマンス修正係数。個人のパフォーマンスの達成は、プログラム期間終了後60日以内に委員会によって決定され、ボーナスを修正するための修正係数として機能します（委員会によって設定されたスケールに基づく）、これによりボーナスをプラスまたはマイナスに修正できます。

(C)委員会の裁量委員会は、しきい値、目標、最大パフォーマンスメトリクス、個々のパフォーマンス変動率スケール、およびそれに対応する支払割合を判断する権限を単独で有する。プログラムの他の条項にかかわらず、委員会は、単独で、参加者に支払われるはずの金額を減額または増額する権利を有し、その根拠として、参加者の個々のパフォーマンスまたは委員会が適切と判断するその他の要因に基づくことができる。

i.一貫性のある会計業績期間の業績がボーナス賞与の対象となるかどうかを決定する際には、会社の会計慣行および（本プログラムで別途変更されている場合を除き）一貫した基準でGAAPが適用され、その判断は会社によって行われた計算に基づき、委員会（取締役会がある場合はシニアオフィサー）によって承認され、各参加者に拘束力があります。ただし、プログラム期間中にGAAPに重大な変更があった場合で、これにより会社の収益または費用の会計に重大な変更が生じた場合、そのプログラム期間（“ GAAP変更年 ”）のボーナス賞与の計算は、そのGAAP変更年中にGAAPの変更がなかったかのように行われます。 GAAP変更年の翌年のボーナス賞与を決定する際には、そのGAAPの変更を考慮した上で計算されます。GAAP変更年」のためのボーナス賞与の計算は、そのGAAP変更年中にGAAPの変更が発生しなかったかのように行われます。GAAP変更年の翌年のボーナス賞与を決定する際には、そのGAAPの変更を考慮した上で計算されます。

iii.税法の変更会社の収益に適用される有効税率がプログラム期間中に修正され、その改正によって会社の利益が変わる場合、「SECに提出された会社の年次報告書の「」セクションに記載された通りのとおり会計方針の概要取引所期間の参加者の会社のビジネス目標をプログラム期間中に変更年に発生したかのように行います税率変更年取引所期間中の会社のビジネス目標を決定する際、税率変更を考慮に入れた後に算出されます

iv.比例配分。参加者のボーナスアワードは、委員会の独自の裁量により、基本給のあらゆる変更（功績、昇進、市場調整、転職、転職、その他の基本レートの変更）、目標ボーナス率のあらゆる変更、参加者の資格、雇用状況、または測定基準の変更を含む、関連するプログラム期間中の参加者の雇用記録にあるすべてのイベントと関連日付を利用して日割り計算されます。

v.Rehires. If a Participant is terminated for any reason and rehired within the Program Period, only the eligibility from the time of the rehire date forward will be considered for payment under the Program. If the rehire date is after April 30 of the Program Period, or another date in the sole discretion of the Committee, the Participant will not be eligible for a Bonus Award for the Program Period.

4.Payment. Within sixty (60) days following the end of the Program Period, the Company shall determine, and, in the case of Senior Officers, the Committee shall approve, the amount of any Bonus Award earned by each Participant under this Program. Such Bonus Award shall be payable in the manner, at the times and in the amounts provided in the Program, but no later than two and one-half months following the end of the Program Period in which such Bonus Award was earned (the “Payment Date”). To receive payment of the Bonus Award, a Participant must be actively employed by the Company as of the Payment Date except for when Participant’s employment with the Company terminates as a result of death or of a Retirement in Good Standing, which in the United States and Canada, shall mean termination of employment after the date the Participant first: (A) reaches age 55 and the Participant has

10 or more continuous years of service (i.e., without any termination of service) with the Company and an Affiliated Company on or before Participant’s date of termination; or (B) reaches age 65, regardless of years of service with the Company and an Affiliated Company; and in all other jurisdictions, retirement as determined by the Committee in its sole discretion. Retirement in Good Standing shall also mean the Participant has not been terminated for cause.

5.Clawback of Bonus. Any and all bonuses or other amounts paid to a Participant pursuant to the Program shall be subject to the Company’s Incentive Payment Clawback Policy and the Company’s Executive Officer Incentive Payment Clawback Policy, as required under the Dodd-Frank Wall Street Reform and Consumer Protection Act and implementing applicable stock exchange listing standards or rules and regulations thereunder.

6.Limitation upon Payments to Senior Officers. Notwithstanding any other provision in this Program to the contrary, in no event shall any Senior Officer be granted a Bonus Award in excess of one percent (1%) of the Company’s earnings before income taxes as publicly disclosed in the “Consolidated Results of Operations” section of the Company’s Annual Report on Form 10-k filed with the Securities and Exchange Commission for the fiscal year ended immediately before the date the applicable Bonus Awards are paid.

7.Confidentiality. The target performance levels and other information constitute confidential information of the Company, subject to the prohibition on disclosure of confidential information under Sysco’s Code of Conduct. Any disclosure of the target performance levels by a Participant prior to the time such target performance levels are disclosed to the public, as determined by the Committee, will result in a forfeiture (which may include a clawback) of such Participant’s Bonus Award for the Program Period.

(A)Notwithstanding anything to the contrary contained herein, and in lieu of any other payments due hereunder other than pursuant to this Section 8, within ninety (90) days following the date on which a Change in Control has occurred, each person who was a Participant at the time of the Change in Control shall be paid a Bonus Award hereunder, equal to the following (subject to reduction in the case of certain severance payments, as set forth below): the product of (i) a fraction equal to the number of days in the Performance Period in which the Change in Control occurs up to and including the date of the Change in Control divided by the total number of days in the Program Period, and (ii) the Bonus Award that would have been paid under this Program, calculated using a performance goal equal to the product of (x) performance through and including the end of the most recently completed fiscal quarter occurring prior to and in the same Performance Period as the Change in Control (the “Measurement Date”), calculated in accordance with GAAP, if applicable, and (y) a fraction, the numerator of which is the total number of days in the Program Period, and the denominator of which is the number of days in such Performance Period up to and including the Measurement Date.

(B)In addition to any Bonus Award paid or payable pursuant to Section 8(A), any Participant who remains in the employ of the Company or any Affiliated Company on the last day of the Performance Period in which a Change in Control occurs shall be entitled to receive, in cash, within ninety (90) days after the end of the Performance Period, an amount equal to the positive difference, if any, between (i) the Bonus Award that would have been paid to the Participant for such Performance Period under the Program as in effect on the date of the Change in Control, using the actual performance for the entire Performance Period, and (ii) the amount paid pursuant to Section 8(A).

(C)Notwithstanding the foregoing, with respect to any Participant who is a party to a severance agreement with the Company or an Affiliated Company, the Bonus Award paid pursuant to this Section 8 shall be reduced, but to not less than zero, by the amount of any payment pursuant to such Participant’s severance agreement that is determined or calculated with respect to payments received or to be received under this Program.

ii.The Committee will have the authority and discretion to interpret the Program, to establish, amend, and rescind any rules and regulations relating to the Program, to determine the terms and provisions of any agreement made pursuant to the Program, and to make all other determinations that may be necessary or advisable for the administration of the Program.

(B)Delegation of Authority. The Committee shall exercise full authority to make final determinations with respect to Bonus Awards granted under the Program to Senior Officers. However, pursuant to Section 2.3 of the Plan, the Committee, in its discretion, may delegate authority under this Program, including, but not limited to the authority to determine the target, minimum and maximum performance levels applicable to Participants and the related payments to Participants who are not Senior Officers.

i.The Program shall at all times be unfunded and neither a Participant nor any other person shall, by reason of participation in the Program, acquire any right in or title to any assets, funds or property of the Company or any Subsidiary whatsoever, including, without limitation, any specific funds, assets, or other property which the Company or any Subsidiary, in its sole discretion, may set aside in anticipation of a liability under the Program. Nothing contained in the Program and no action taken pursuant hereto shall create or be construed to create a fiduciary relationship between the Company and any Participant or any other person. A Participant shall have only a contractual right to the amounts, if any, payable under the Program, unsecured by any assets of the Company or any Subsidiary, and nothing contained in the Program shall constitute a guarantee that the assets of the Company or any Subsidiary shall be sufficient to pay any benefits to any person.

ii.The Program does not constitute a contract of employment or service, and selection as a Participant will not give any participating employee, or non-employee director the right to be retained in the employ or service of the Company or any Subsidiary, nor any right or claim to any benefit under the Program, unless such right or claim has specifically accrued under the terms of the Program.

providing services to the Company or any Affiliated Company (regardless of the reason for such termination and whether or not later to be found invalid or in breach of employment laws in the jurisdiction where the Participant is employed or the terms of the Participant’s employment agreement, if any), and unless otherwise determined by the Committee, the Participant’s right to earn any portion of the Bonus Award under the Program, if any, will terminate as of such date and will not be extended by any notice period or period during which the Participant is in receipt of pay in lieu of such notice or severance pay (e.g., the Participant’s period of service would not include any contractual, statutory or common law notice period or period during which the Participant is in receipt of pay in lieu of such notice or severance pay, or any period of “garden leave”, or similar period mandated under employment laws in the jurisdiction where the Participant is employed or the terms of the Participant’s employment agreement, if any); the Committee shall have the exclusive discretion to determine when the Participant is no longer actively employed for purposes of the Program (including whether the Participant may still be considered to be employed while on a leave of absence).

11.Section 409A. Notwithstanding anything in this Program to the contrary, if required by Section 409A of the Code, if a Participant is considered a “specified employee” for purposes of Section 409A of the Code and if payment of any Bonus Award under this Program is required to be delayed for a period of six months after “separation from service” within the meaning of Section 409A of the Code, payment of such Bonus Award shall be delayed as required by Section 409A of the Code, and the accumulated amounts with respect to such Bonus Award shall be paid in a lump sum payment within ten days after the end of the six-month period. If the Participant dies during the postponement period prior to the payment of benefits, the amounts withheld on account of Section 409A of the Code shall be paid to the Participant’s beneficiary within sixty (60) days after the date of the Participant’s death. For purposes of Section 409A of the Code, each payment under the Program shall be treated as a separate payment. In no event shall a Participant, directly or indirectly, designate the calendar year of payment. To the extent that any provision of the Program would cause a conflict with the requirements of section 409A of the Code, or would cause the administration of the Program to fail to satisfy the requirements of Section 409A of the Code, such provision shall be deemed null and void to the extent permitted by applicable law. Notwithstanding anything in the Program, each Participant shall be solely responsible for the tax consequences under the Program, and in no event shall the Company have any responsibility or liability if a Bonus does not meet any applicable requirements of Section 409A of the Code.