EX-10.2



 Exhibit 10.2 
 AMENDMENT 
 TO THE 

THIRD AMENDED AND RESTATED 
 EMPLOYMENT AGREEMENT FOR 
 LARRY W. SEAY 

Meritage Homes Corporation, a Maryland corporation (the “Company”), and Larry W. Seay (“Executive”) entered into
a Third Amended and Restated Employment Agreement effective as of January 1, 2010 (the “Agreement”). By execution of this Amendment, the Company now desires to amend the Agreement as set forth below. 

1. This Amendment shall be effective as of February 12, 2013, which was the date the amendment set forth below was approved by the
Company’s Compensation Committee of the Board of Directors. 
 2. Part I of Exhibit A Incentive Compensation Schedule
Executive Bonus Compensation is hereby amended and restated in its entirety as follows: 
  

					
	2013 and any Renewal Term	  	 For 2013 (and any Renewal Term), Executive may, in the Board’s reasonable discretion, be entitled to a maximum bonus
equal to .40% times (the “total bonus”) the Company’s 2013 (or applicable Renewal Term) EBITDA (as defined below) based on the achievement of the following ranges of RoA and RoE:

 

	  	 If the Company achieves:
	  	 Executive will receive:

	  	>90% of Budgeted RoA or Budgeted RoE (each as defined below) as approved by the Board	  	100% (50% of the total bonus for RoA and 50% of the total bonus for RoE, calculated separately)
	  	80%-89%	  	80%
	  	70%-79%	  	60%
	  	60%-69%	  	40%
	  	50%-59%	  	20%
	  	Below 50%	  	0%









			
		 	 EBITDA means earnings before interest expense and interest amortized to cost of sales, income tax expense (benefit) and depreciation and
amortization. EBITDA shall also exclude charges for impairments; one-time bond, refinancing, and offering costs; significant litigation charges (relating to accruals, settlements or judgments, as the case may be); and similar costs associated with
one-time or extraordinary events. In addition, for purposes of determining EBITDA for the incentive compensation bonus set forth above, the Executive’s bonus calculation will be determined before taking into account the deduction for the
compensation of (i) the Executive; (ii) the General Counsel; (iii) the Chief Operating Officer; and (iv) the Chief Operating Officer.
  

Budgeted RoA and RoE will be determined by dividing “target” pre-tax income as set forth in the Company’s annual budget (as approved by the
Board) by, in the case of RoA, average total assets of the Company based on the total assets of the Company on December 31, 2012, March 31, 2013, June 30, 2013, September 30, 2013 and December 31, 2013 (or the respective
five quarterly dates for any Renewal Term), in each case at ‘target” levels as reflected in the budget approved by the Board; and in the case of RoE, average total stockholders’ equity based on the total stockholders’ equity of
the Company on December 31, 2012, March 31, 2013, June 30, 2013, September 30, 2013 and December 31, 2013 (or the respective five quarterly dates for any Renewal Term), in each case at “target” levels as
reflected in the budget approved by the Board.
  
 Annual actual RoA and RoE
will be calculated (i) using actual pre-tax income as set forth in the Company’s accounting records for 2013 (or any Renewal Term thereafter) divided by the actual average of the RoA and RoE for the five quarters ending December 31,
2012, March 31, 2013, June 30, 2013, September 30, 2013 and December 31, 2013 (or the respective five quarterly periods for any Renewal Term), and (ii) where the actual RoA and RoE fall between the thresholds set forth
above, payouts will be interpolated along a linear continuum from the threshold exceeded to the next highest threshold. For purposes of calculating the actual RoA and RoE, there shall be excluded the pro forma effects of significant Board-approved
debt and capital and M&A transactions to avoid the significant distortion that these types of transactions could have in relation to the budgeted RoA and RoE goals.
  

This bonus is established pursuant to, and its terms and conditions shall be subject to, the Company’s 2006 Executive Management Incentive Plan.
Notwithstanding the above, the above calculation of EBITDA assumes that the Company makes an actual profit before calculating EBITDA. If the Company does not make an actual profit before calculating EBITDA, no bonus will be
paid.



  
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 3. This Amendment amends only provisions of the Agreement as noted herein, and those
provisions not expressly amended shall remain in full force and effect. Notwithstanding the foregoing, this Amendment shall supersede the provisions of the Agreement to the extent those provisions are inconsistent with provisions and the intent of
this Amendment. 
 IN WITNESS WHEREOF, the Company and Executive have caused this Amendment to be executed and to be effective
as of February 12, 2013. 
  

			
	MERITAGE HOMES CORPORATION, a Maryland corporation
		
	By:	 	 /s/ STEVEN J. HILTON

	Name:	 	 Steven J. Hilton

	Title:	 	 Chairman & CEO

	
	EXECUTIVE: LARRY W. SEAY
	
	 /s/ LARRY W. SEAY




  
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