You are missing a few key points:
1) The CIC plan offers no change to the RSU contract. I actually have read all of my contracts from the last 3 years. It clearly states that RSU vesting is advanced under a change-in-control. Just because someone takes over a company doesn't mean they can ignore previous contracts, just like they have contractual obligations to customers, suppliers....they also have contractual obligations to the employees. They also can't ignore the golden parachutes for senior management either. Following your logic they could.
2) The CIC plan formalizes the tenure plan of two weeks per year of pay plus a fixed amount of either 8 weeks or 12 weeks. This is consistent with what AVGO gave the BRCM employees that were terminated previously. I doubt they will risk a class action suit to save 1-2% on the deal. Also, there will be a flood of the wrong people leaving If they don't honor this tenure plan. Remember, they want to choose who leaves...and they will pay a reasonable price for that control.
3) If Qualcomm was offering some kind of ridiculous package strictly as a poison pill it may not hold up to a legal challenge. However this package is reasonable and consistent with previous agreements and industry standards...and as stated it is for retention purposes during a period of uncertainty.
If you want to have a knee-jerk reaction go ahead, but this CIC package is a very reasonable one and it will happen if brcm succeeds. In am pretty sure they have already calculated the cost of downsizing and CIC packaged and it's not big enough to hurt the deal.