EX-10.1





 Exhibit 10.1 

INTELSAT S.A. 
 2020 KEY
EMPLOYEE INCENTIVE PLAN 
 1.    Purpose. This Intelsat S.A. (the
“Company”) 2020 Key Employee Incentive Plan (the “Plan”) is designed to align the interests of the Company and eligible key employees and other service providers of the Company and its
subsidiaries. 
 2.    Adoption of the Plan. The Company, intending to be legally bound, hereby adopts the Plan
effective as of the date on which the Plan is approved by the Committee (the “Effective Date”). The Plan shall be in effect from the Effective Date and shall continue until December 31, 2020, unless earlier terminated by
the Company in accordance with, and to the extent permitted by, Section 8(e) (the “Term”). The expiration or termination of the Term shall not in any event reduce or adversely affect (a) any
amounts due to any Participant hereunder for any Performance Period ending on or before such date or (b) the Company’s rights under Section 8. 

3.    General. Subject to Section 5 hereof, the compensation provided under the Plan is
intended to be in addition to all other compensation payable to Participants under any employment or service agreement in effect with the Company or any of its subsidiaries. 

4.    Definitions. For purposes of the Plan: 

(a)    “Board” means the Company’s Board of Directors. 

(b)    “Bonus” means the bonus payment payable to a Participant under the Plan for the applicable
Performance Period. 
 (c)    “Cause” means “Cause” as defined in the employment
agreement between the Participant and the Company or any of its subsidiaries, or, if no such agreement exists or such term is not defined therein, “Cause” means the Participant’s (i) gross negligence or willful misconduct, or
willful failure to substantially perform the Participant’s duties (other than due to physical or mental illness or incapacity); (ii) conviction of, or plea of guilty or nolo contendere to, or confession to, (A) a
misdemeanor involving moral turpitude or (B) a felony (or the equivalent of a misdemeanor or felony in a jurisdiction other than the United States); (iii) knowing, willful violation of the Company’s written policies that the Board
determines is detrimental to the best interests of the Company; (iv) fraud or misappropriation, embezzlement or material misuse of funds or property belonging to the Company; or (v) use of alcohol or drugs that interferes with the
performance of the Participant’s duties; provided, however, that the Participant shall be provided a single ten (10)-day period to cure any of the events or occurrences described in the
immediately preceding clauses (i) and (iii) hereof, to the extent curable (which cure period shall be extended for an additional ten (10) days to the extent the Participant diligently continues to pursue such cure). 

(d)    “Committee” means the Compensation Committee of the Board. 

(e)    “Company Group” means the Company and its direct and indirect subsidiaries. 

(f)    “Disability” means “Disability” as defined in the employment agreement between
the Participant and the Company or any of its subsidiaries, or, if no such agreement exists or such term is not defined therein, “Disability” means a determination that the Participant is disabled in accordance with a long-term disability
insurance program maintained by the Company or a determination by the U.S. Social Security Administration that the Participant is totally disabled. 












 (g)    “Good Leaver” means a Participant whose
employment or service with the Company Group is terminated (i) by the Company for a reason other than Cause, (ii) by the Participant for Good Reason or (iii) due to the Participant’s death or Disability, in each case, provided
that circumstances constituting Cause do not exist at the time of termination. 
 (h)    “Good
Reason” means “Good Reason” as defined in the employment agreement between the Participant and the Company or any of its subsidiaries, or, if no such agreement exists or such term is not defined therein, “Good
Reason” means, without the Participant’s written consent: (i) any material reduction in the Participant’s responsibilities, title or duties which represents a material and adverse change with respect to the Participant’s
responsibilities, title or duties as in effect immediately prior to such change; provided, that, Good Reason shall not exist under this clause (i) if such material reduction or assignment of duties are a result of the hiring of additional
subordinates to fill some of the Participant’s duties and responsibilities; (ii) the assignment to the Participant of duties that are inconsistent with, or that materially impair the Participant’s ability to perform, the duties of the
Participant’s position as of the Effective Date; (iii) any reduction in the Participant’s base salary or target annual bonus opportunity, unless the same or greater percentage reduction is applied to other similarly situated senior
executives of the Company; or (iv) the relocation of the Participant’s principal place of employment to a location that increases by fifty (50) miles the Participant’s one-way commute from
the Participant’s residence. Notwithstanding the above, none of the events described in clauses (i) through (iv) above shall constitute Good Reason unless the Participant notifies the Board in writing within thirty (30) days after the
Participant has actual or constructive knowledge of the first occurrence of the applicable event giving rise to Good Reason and the Company has failed to cure the circumstances giving rise to Good Reason within thirty (30) days following such
notice (the “Cure Period”). If the Company fails to so cure prior to the expiration of the Cure Period, then the Participant may terminate his or her employment for Good Reason, with such termination to be effective no later
than fifteen (15) days following the end of the Cure Period; it being understood that if the Participant fails to terminate his or her employment within such fifteen (15)-day period, the
Participant’s right to terminate his or her employment for the specific applicable event that so constituted Good Reason shall be deemed to be waived. 

(i)    “Participant” shall have the meaning ascribed thereto in
Section 5 hereof. 
 (j)    “Participation Agreement” means the
agreement provided to a Participant granting the Participant the opportunity to earn a Bonus under the Plan. 

(k)    “Performance Goals” means the goals established by the Committee for each Performance
Period with respect to each Performance Metric, which will consist of (i) the Base Threshold Goal(s), (ii) the Base Target Goal(s) and (iii) the Base Stretch Goal(s) (clauses (i) through (iii), collectively, the “Base
Performance Goals”), and, for purposes of the catch-up payments described in Section 6(b), “Performance Goals” will consist of (A) the Cumulative Threshold
Goal(s), (B) the Cumulative Target Goal(s) and (C) the Cumulative Stretch Goal(s) (clauses (A) through (C), collectively, the “Cumulative Performance Goals”). 

(l)    “Performance Metric” means the specific performance criterion or criteria with respect to
which Performance Goals were established for the Performance Period; provided, that, each Performance Metric shall be adjusted on a pro forma basis to take into account any acquisitions or dispositions consummated during the Performance Period and
any regulatory or litigation-related changes that could require reforecasting. 
 (m)    “Performance
Period” means each of (i) April 1, 2020 through June 30, 2020 (“Q2 2020”), (ii) July 1, 2020 through September 30, 2020 (“Q3 2020”) and (iii) October 1,
2020 through December 31, 2020 (“Q4 2020”). 

  
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(n)    “Section 409A” means Section 409A of the Internal
Revenue Code of 1986, as amended. 
 (o)    “Target Bonus” means the target bonus specified in
the Participant’s Participation Agreement for the applicable Performance Period. 
 5.    Eligible
Participants. Each person designated by the Committee from time to time shall be a Participant under the Plan and eligible to receive a Bonus with respect to each Performance Period after executing a Participation Agreement, which shall include
a waiver of any rights the Participant may have with respect to (a) any equity incentives granted by the Company in calendar year 2020 and (b) any incentives under any annual incentive plan maintained by the Company or any of its
subsidiaries for calendar year 2020. 
 6.    Term of Participation. 

(a)    Performance Period Measurement. Subject to the provisions of the Plan and any Participation Agreement, each
Participant shall be eligible to earn a Bonus as of the end of each Performance Period, depending upon the extent to which the Base Performance Goals have been achieved for such Performance Period. 

(b)    Cumulative Measurement. In addition to the measurement of achievement of Base Performance Goals under
Section 6(a), achievement of the Cumulative Performance Goals shall be measured at the end of 2020; and a “catch-up” payment will be made to the extent the Company achieves
the Cumulative Performance Goals for 2020. The amount of the catch-up payment will be equal to the excess of (i) the Bonus payable for 2020 based on the achievement of the applicable Cumulative
Performance Goals for 2020, over (ii) the sum of the aggregate amount of Bonuses earned and paid or payable to the Participant for the individual Performance Periods. 

(c)    Performance Metric, Performance Goals and Calculation of Bonus Payouts. 

(i)    As soon as practicable, the Compensation Committee shall establish and communicate to each
Participant: (A) the Performance Metric(s) applicable to each Performance Period and (B) the Performance Goals for the Performance Metric(s) for each Performance Period. Exhibit A sets forth the percentage of a Participant’s
Target Bonus payable upon achievement of various levels of performance. 
 (ii)    The amount of a
Participant’s Bonus shall be based on: (A) the Participant’s Target Bonus that has been approved by the Committee and included in the Participant’s Participation Agreement and (B) the level of achievement of the applicable
Performance Goals for the Performance Metric for a particular Performance Period. 
 (d)    Continued Employment or
Service. Except as set forth below, to earn a Bonus for any Performance Period, a Participant must remain continuously employed by or in the service of the Company Group through the date on which the Bonus for the applicable Performance Period
is paid (the “Vesting Date”), and a Participant whose employment and service are terminated for any or no reason before the Vesting Date shall forfeit the right to any Bonus for that Performance Period. If a
Participant’s employment terminates but the Participant continues to provide services to the Company Group in another capacity, the Committee will determine in good faith whether such Participant will be treated as having incurred a termination
for purposes of the Plan. Notwithstanding the foregoing, a Participant who becomes a Good Leaver during a Performance Period shall be entitled to: (i) payment of a pro-rata portion (based on the
percentage of the Performance Period the Participant was employed by or in the service of the Company 

  
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Group) of the Participant’s Bonus that would otherwise have been earned for such Performance Period, and (ii) payment of the Participant’s Bonus earned but unpaid with respect to
any Performance Period ended prior to the Participant’s termination date, in each case, paid in full at the applicable time specified in Section 7.

7.    Performance Certification. Promptly after the end of each Performance Period, the Committee shall certify the
degree to which the applicable Performance Goals have been achieved and the amount of Bonus payable to each Participant hereunder. Any Bonus required to be made under the Plan shall be paid on a fully-vested basis by the Company as soon as possible
after the end of the applicable Performance Period, but in any event by (a) August 31, 2020 for Q2 2020, (b) November 30, 2020 for Q3 2020 and (c) February 28, 2021 for Q4 2020 and, to the extent any catch-up payment is due pursuant to Section 6(b), for 2020. 

8.    Plan Administration. The Plan shall be administered by the Committee. The Committee is given full authority
and discretion within the limits of the Plan to establish such administrative measures and take such actions as may be necessary to administer and attain the objectives of the Plan and may delegate the authority to administer the Plan to an officer
of the Company. The Committee (or its delegate, as applicable) shall have full power and authority to construe and interpret the Plan and any interpretation by the Committee shall be binding on all Participants and shall be accorded the maximum
deference permitted by law. 
 (a)    All rights and interests of Participants under the Plan shall be non-assignable and nontransferable, and otherwise not subject to pledge or encumbrance, whether voluntary or involuntary, other than by will or by the laws of descent and distribution. In the event of any sale,
transfer or other disposition of all or substantially all of the Company’s assets or business, whether by merger, stock sale, consolidation or otherwise, the Company may assign the Plan. 

(b)    Any payment to a Participant in accordance with the provisions of the Plan shall, to the extent thereof, be in full
satisfaction of all claims against the Company Group related to the Plan, and the Company may require the Participant, as a condition precedent to such payment, to execute a receipt and release to such effect. 

(c)    Payment of amounts due under the Plan shall be provided to a Participant in the same manner as the Participant
receives his or her regular paycheck or by mail at the last known address of the Participant in the possession of the Company, at the discretion of Committee. The Company may deduct all applicable taxes and any other withholdings required to be
withheld with respect to the payment of any award pursuant to the Plan. 
 (d)    The Company shall not be required to
establish any special or separate fund or to make any other segregation of assets to ensure the payment of any award provided for hereunder. Bonus payments shall not be included as “earnings,” “wages,” “salary,” or
“compensation” in any pension, welfare, life insurance, or other employee benefit plan or arrangement of the Company Group. 

(e)    The Company, in its sole discretion, shall have the right to modify, supplement, suspend or terminate the Plan at
any time; provided, that, except as required by law, in no event shall any such action adversely affect the rights of Participants regarding any Bonus for a Performance Period that has commenced as of the date of such action without the prior
written consent of the affected Participants; and provided, further, that in the event of a termination of the Plan partway through a Performance Period, each Participant shall be entitled to a pro-rata
portion (based on the percentage of the Performance Period completed prior to the Plan termination date) of the Bonus that would otherwise have been earned for such Performance Period. Subject to the foregoing, the Plan shall terminate upon the
satisfaction of all obligations of the Company or its successor entities hereunder. 

  
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 (f)    Nothing contained in the Plan shall in any way affect the right
and power of the Company to discharge any Participant or otherwise terminate his or her employment or service at any time or for any reason or to change the terms of his or her employment or service in any manner. 

(g)    Except as otherwise provided under the Plan, any expense incurred in administering the Plan shall be borne by the
Company. 
 (h)    Captions preceding the sections hereof are inserted solely as a matter of convenience and in no way
define or limit the scope or intent of any provision hereof. 
 (i)    The administration of the Plan shall be governed
by the laws of Delaware, without regard to the conflict of law principles of any state. Any persons or corporations who now are or shall subsequently become parties to the Plan shall be deemed to consent to this provision. 

(j)    The Plan is intended to be exempt from, or in the alternative comply with, the requirements of Section 409A.
To the extent that the Plan is not exempt from the requirements of Section 409A, the Plan is intended to comply with the requirements of Section 409A and shall be limited, construed and interpreted in accordance with such intent.
Notwithstanding the foregoing, in no event whatsoever shall the Company be liable for any additional tax, interest, income inclusion or other penalty that may be imposed on a Participant by Section 409A or for damages for failing to comply with
Section 409A. 
 * * * * * * * * 

  
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 IN WITNESS WHEREOF, the Company has caused the Plan to be signed by its duly authorized
officer as of the date first set forth above. 
  

			
	INTELSAT S.A.


 
			
		
	By:	 	 /s/ Michelle Bryan

	Name:	 	Michelle Bryan
	Its:	 	 Executive Vice President, General Counsel,

Chief Administrative Officer and Secretary















 Exhibit A 

Performance Metric(s) and Performance Goals and Determination of Bonus Payouts 

To be established by the Compensation Committee as soon as practicable following the Effective Date. 

 

			
	 1.  Payable if the Base Threshold Goal for a Performance Metric is Not
Achieved:
	  	0% of the Applicable Portion of the Participant’s Target Bonus
		
	 2.  Payable if the Base Threshold Goal for a Performance Metric is
Achieved:
	  	50% of the Applicable Portion of the Participant’s Target Bonus
		
	 3.  Payable if the Base Target Goal for a Performance Metric is
Achieved:
	  	100% of the Applicable Portion of the Participant’s Target Bonus
		
	 4.  Payable if the Base Stretch Goal for a Performance Metric is
Achieved:
	  	150% of the Applicable Portion of the Participant’s Target Bonus
		
	 5.  Payable if the Cumulative Threshold Goal for a Performance Metric is
Achieved:
	  	50% of the Applicable Portion of the Participant’s aggregate Target Bonus for 2020
		
	 6.  Payable if the Cumulative Target Goal for a Performance Metric is
Achieved:
	  	100% of the Applicable Portion of the Participant’s aggregate Target Bonus for 2020
		
	 7.  Payable if the Cumulative Stretch Goal for a Performance Metric is
Achieved:
	  	150% of the Applicable Portion of the Participant’s aggregate Target Bonus through for 2020
		
	 8.  Portion of Applicable Portion Payable if Achievement is in Between Period or
Cumulative Goals for a Performance Metric:
	  	The percentage of the Applicable Portion of the Participant’s Target Bonus will be calculated on the basis of straight-line interpolation for performance in between threshold, target and stretch performance goals

 For purposes of this Exhibit A, “Applicable Portion” means the portion of the Participant’s
Target Bonus that is based on achievement of the relevant Performance Metric. 












 INTELSAT S.A. 

2020 KEY EMPLOYEE INCENTIVE PLAN 

PARTICIPATION AGREEMENT 

TO:          [NAME] 

DATE:    April 24, 2020 
  

	RE:	 Participation in the Intelsat S.A. 2020 Key Employee Incentive Plan 



We are pleased to advise you that you will be eligible to receive a Bonus payment pursuant to the Intelsat S.A. (the “Company”) 2020
Key Employee Incentive Plan (the “Plan”) for each Performance Period. Capitalized terms used herein (in this “Participation Agreement”) have the meanings set forth in the Plan, and this Participation
Agreement shall be, in all respects, subject to the terms and conditions of the Plan. A copy of the Plan as in effect of the date hereof has been furnished to you, and you agree to be bound by the terms and conditions of the Plan and this
Participation Agreement. In the event of any conflict between the terms and conditions of this Participation Agreement and the Plan, the terms and conditions of the Plan shall control. 

 

	1.	 Target Bonus. Your Target Bonus for each of the three Performance Periods is $[●].



  

	2.	 Performance Goals; Bonus Payable. Your Bonus for each Performance Period, if any, is calculated by
reference to your Target Bonus and will be earned (i) depending upon the extent to which the Base Performance Goals have been achieved for such Performance Period, in accordance with the terms and conditions of the Plan, and (ii) only if
you are employed by or in the service of the Company on the date on which the Bonus for the applicable Performance Period is paid, except as expressly provided otherwise in Section 6(d) of the Plan. 



 

	 	 Additionally, a “catch-up” payment may be made with respect
to overall performance for 2020 to the extent the Company achieves or exceeds the Cumulative Performance Goals for 2020. 


  

	 	 See Exhibit A to the Plan for further detail as to how the amount of your Bonus will be determined.



  

	3.	 Condition to Participation. As a condition of your participation in the Plan, you hereby forfeit
(i) any equity incentives granted to you by the Company in calendar year 2020 and (ii) any incentives under any annual incentive plan maintained by the Company or any of its subsidiaries for calendar year 2020, and you hereby acknowledge
and agree that you will not participate in any other short-term or long-term incentive plan or program for calendar year 2020 absent further notice from the Company. 



Nothing contained in the Plan shall in any way affect the right and power of any member of the Company Group to discharge or otherwise terminate your
employment or service at any time and for any or no reason. Your rights under this Participation Agreement and any interest in or right to the Bonus payment, if any, may not be transferred or assigned by you, other than by will or by the laws of
descent and distribution. The Company will deduct all applicable taxes and any other withholdings required to be withheld with respect to the payment of any Bonus pursuant to the Plan. 












 We greatly appreciate your contributions to the Company and look forward to working together with you
towards the Company’s future successes. If you have any questions regarding this Participation Agreement, please contact the undersigned. Please sign this Participation Agreement at your earliest convenience and return it to the Company. 

 

							
	INTELSAT S.A.	  		  	PARTICIPANT
				
	By:	  	  
	  	        	  	  

	Name:	  	Stephen Spengler	  		  	
	Its:	  	Chief Executive Officer