Document:

Registrant's Senior Executive Incentive Plan

 Exhibit 10.19 
 FIRST DATA CORPORATION 
 SENIOR EXECUTIVE INCENTIVE PLAN 
 (As Amended and Restated Effective January 1, 2008) 
 1. PURPOSE OF THE PLAN. The First Data Corporation Senior Executive Incentive Plan (the “Plan”) is hereby amended and restated effective January 1, 2008 by the Compensation and Benefits Committee of the Board of Directors of
First Data Corporation (the “Company”). The Plan is designed to encourage teamwork and individual performance by providing annual incentive compensation contingent upon the achievement of specified financial performance measures, to
advance the interests of the Company by attracting and retaining key executives, and to reward contributions made by the Company’s Chief Executive Officer and other senior executive officers in optimizing long-term value to the Company’s
shareholders by connecting a portion of each such executive’s total potential cash compensation to the attainment of objective company financial goals. The Incentive Awards payable under the Plan are intended to qualify as
“performance-based compensation” within the meaning of Section 162(m) of the Internal Revenue Code of 1986, as amended, and shall be interpreted in a manner consistent with such intent. 
 2. DEFINITIONS. For purposes of this Plan, the following terms shall have the meanings set forth below: 
 2.1 “Committee” means the Compensation and Benefits Committee of the Company’s Board of Directors, or any successor thereto or delegate thereof with the authority to act on behalf of the Committee with
respect to this Plan. 
 2.2 “Corporate Performance Measures” means specified levels of earnings per share, the attainment of a specified price of
the Company’s common stock, specified levels of earnings before interest expense and taxes, operating profit, return to stockholders (including dividends), return on equity, earnings, revenues, market share, cash flow, cost reduction goals,
economic value added, or any combination of the foregoing, as selected by the Committee for a specified performance or measurement period for purposes of this Plan, and as such measures may be adjusted for major nonrecurring and non-operating
expense and income items, as determined by the Company and as acceptable to the Committee in its sole discretion, based on the facts and circumstances involved, as determined pursuant to generally accepted accounting principles, and as consistently
applied by the Committee. 
 2.3 “Division or Business Unit Performance Measures” mean specified levels of revenue, operating profit, market share,
pretax return on total capital, cost reduction goals, economic value added, or any combination of the foregoing, as selected by the Committee for a specified performance or measurement period for purposes of this Plan, and as such measures may be
adjusted for major nonrecurring and non-operating expense and income items, as determined by the Company and as acceptable to the Committee in its sole discretion, based on the facts and circumstances involved, as determined pursuant to generally
accepted accounting principles, and as consistently applied by the Committee. 

 2.4 “Incentive Award” means an incentive compensation award paid to a Participant pursuant to the Plan.

 2.5 “Participant” means the Company’s Chief Executive Officer and any executive officer of the Company who reports directly to the
Company’s Chief Executive Officer and who is identified as eligible to participate in this Plan for a given Plan Year by the Committee or who is hired, transferred, or promoted to an eligible position during a Plan Year and is identified as
eligible to participate in the Plan by the Committee. 
 2.6 “ Plan Year “ means a period of one year, commencing each January 1 and ending on
the following December 31, or such other twelve consecutive month period as may be established from time to time by the Company. Subject to shareholder approval of the Plan, the first Plan Year of the Plan shall be the one year period
commencing on January 1, 2005 and ending December 31, 2005. 
 3. ESTABLISHMENT OF PERFORMANCE MEASURES AND DETERMINATION OF INCENTIVE AWARDS.

 3.1 The payment of Incentive Awards to Participants under the Plan shall be determined by the extent to which the selected Corporate Performance Measures
and, if appropriate in the Committee’s discretion, the selected Division or Business Unit Performance Measures have been attained in relation to a target incentive level (the “Target Incentive Level”) established for each Participant
for each Plan Year. No later than 90 days after the beginning of any Plan Year, the Committee shall (a) select and publish Corporate Performance Measures and, if appropriate in its discretion, Division or Business Unit Performance Measures to
be applied for such Plan Year, (b) select and publish the Target Incentive Level expressed as a dollar amount of incentive compensation for each Participant for such Plan Year, and (c) specify the percentage of such Target Incentive Level
that shall be payable as a result of the attainment of the Corporate Performance Measures and, if applicable, the Division or Business Unit Performance Measures. The Committee shall establish threshold performance levels which must be achieved at
the corporate level and the division/business unit level (if applicable) before any Incentive Award shall be payable under this Plan. 
 3.2 As soon as
practicable following the end of each Plan Year, the Committee shall determine the degree to which the Corporate Performance Measures and the Division or Business Unit Performance Measures (if applicable) have been met for such Plan Year in relation
to the applicable Target Incentive Levels for purposes of determining the amounts of any Incentive Awards payable under the Plan. If the applicable measures are satisfied at or above the threshold performance levels established by the Committee, the
Committee shall so certify in a written statement and shall authorize the payment of Incentive Awards in accordance with the terms of the Plan; provided, however, that notwithstanding the foregoing, the Committee shall have the sole and absolute
discretion to reduce (but not increase) the amount of any Incentive Award otherwise payable under the Plan or to determine that no Incentive Award shall be payable to a Participant under the Plan (so long as the exercise of such negative discretion
does not result in an increase in the 

  

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Incentive Award payable to any other Participant). Under no circumstances shall any Incentive Award be deemed earned by or payable to a Participant under
this Plan with respect to any Plan Year unless and until the Committee both certifies the attainment of all applicable Performance Measures and exercises its discretion to determine whether an Incentive Award shall be paid to each such individual
Participant with respect to such Plan Year. 
 4. PAYMENT OF INCENTIVE AWARDS. Payment of Incentive Awards, less withholding taxes and other applicable
withholdings, shall be made to Participants not later than March 15 following the applicable Plan Year, provided the Committee has certified that the applicable Performance Measures have been satisfied and has determined the amount and approved
the payment of the Incentive Award to the Participants. Funding of Incentive Awards under this Plan shall be out of the general assets of the Company. Unless otherwise determined by the Committee in its discretion, Incentive Awards shall be paid in
cash. 
 5. ADMINISTRATION. The Plan shall be administered by the Committee, which shall have full power and authority to interpret, construe and administer
the Plan in accordance with the provisions set forth herein. The Committee’s interpretation and construction of the Plan, and actions hereunder, or the amount or recipient of the payments to be made from the Plan, shall be binding and
conclusive on all persons for all purposes. In this connection, the Committee may delegate to any corporation, committee or individual, regardless of whether the individual is an employee of the Company, the duty to act for the Committee hereunder.
No officer or employee of the Company shall be liable to any person for any action taken or omitted in connection with the interpretation and administration of the Plan unless attributable to his or her own willful misconduct or lack of good faith.
The expenses of administering the Plan shall be paid by the Company and shall not be charged against the Plan. 
 6. PARTICIPATION IN THE PLAN. Eligible
executive officers of the Company may become Participants in accordance with the terms of the Plan at any time during the Plan Year. If an executive officer becomes a Participant at any time other than as of the commencement of a Plan Year, the
Corporate Performance Measures, the Division or Business Unit Performance Measures (if established by the Committee), and the Target Incentive Level for the Participant shall be established by the Committee no later than the time prescribed by the
Treasury Regulations under Section 162(m) of the Internal Revenue Code of 1986, as amended. 
 7. TERMINATION OF EMPLOYMENT. Unless otherwise determined
by the Committee, a Participant whose employment in his current position with the Company terminates for any reason prior to the end of a Plan Year shall not be entitled to receive an Incentive Award for such Plan Year. 
 8. DEFERRAL OF INCENTIVE AWARDS. A Participant may elect to defer receipt of all or any portion of any Incentive Award made under this Plan to a future date as provided
in and subject to the terms and conditions of any deferred compensation plan of the Company. 
  

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 9. MISCELLANEOUS. 
 9.1
NONTRANSFERABILITY. No Incentive Award payable hereunder, nor any right to receive any future Incentive Award hereunder, may be assigned, alienated, sold, transferred, anticipated, pledged, encumbered, or subjected to any charge or legal process,
and if any such attempt is made, or a person eligible for any Incentive Award hereunder becomes bankrupt, the Incentive Award under the Plan which would otherwise be payable with respect to such person may be terminated by the Committee which, in
its sole discretion, may cause the same to be held or applied for the benefit of one or more of the dependents of such person or make any other disposition of such award that it deems appropriate. 
 9.2 CLAIM TO INCENTIVE AWARDS AND EMPLOYMENT RIGHTS. Nothing in this Plan shall require the Company to segregate or set aside any funds or other property for purposes of
paying all or any portion of an Incentive Award hereunder. No Participant shall have any right, title or interest in or to any Incentive Award hereunder prior to the actual payment thereof, nor to any property of the Company. Neither the adoption of
the Plan nor the continued operation thereof shall confer upon any employee any right to continue in the employ of the Company or shall in any way affect the right and power of the Company to dismiss or otherwise terminate the employment of either
Participant at any time for any reason, with or without cause. 
 9.3 INCOME TAX WITHHOLDING/RIGHTS OF OFFSET. The Company shall have the right to deduct and
withhold from all Incentive Awards all federal, state and local taxes as may be required by law. In addition to the foregoing, the Company shall have the right to set off against the amount of any Incentive Award which would otherwise be payable
hereunder, the amount of any debt, judgment, claim, expense or other obligation owed at such time by the Participant to the Company or any subsidiary. 
 9.4
GOVERNING LAW. All questions pertaining to the construction, validity and effect of the Plan shall be determined in accordance with the laws of the State of Delaware. 
 10. AMENDMENT AND TERMINATION. The Plan may be amended or terminated at any time and for any reason by the Committee. The Committee may, in its sole discretion, reduce or eliminate an Incentive Award to any
Participant at any time and for any reason. The Plan is specifically designed to guide the Company in granting Incentive Awards and shall not create any contractual right of any employee to any Incentive Award prior to the payment of such award.

 11. EFFECTIVE DATE. The Plan shall not become effective unless and until it is approved by the Company’s shareholders, and upon such approval shall
become effective for the Plan Year in which such approval occurs and each subsequent Plan Year. 
  

 4First Data Corporation Severance/Change in Control Policy

 Exhibit 10.27 
 FIRST DATA CORPORATION 
 SEVERANCE/CHANGE IN CONTROL POLICY 
 (Executive Committee Level) 
 as amended and
restated effective September 24, 2007 
  

	 	1.	Background and Purpose 

 This severance/change in
control policy (the “Policy”) was established effective July 26, 2005 by First Data Corporation, a Delaware corporation (“FDC”), to enable FDC to offer a form of income protection to its Eligible Executives in
the event their employment with the Company is involuntarily terminated other than for Cause. The Policy was also intended to secure for the benefit of the Company the services of the Eligible Executives in the event of a Change in Control without
concern for whether such executives might be hindered in discharging their duties by the personal uncertainties and risks associated with a Change in Control, by affording such executives the opportunity to protect the share value they have helped
create as of the date of any Change in Control and offering income protection to such executives in the event their employment terminates involuntarily or for Good Reason in connection with a Change in Control. 
 On September 24, 2007 (the “Closing Date”), a Change in Control occurred by reason of the consummation of the Agreement and Plan of Merger
by and among New Omaha Holdings L.P., a Delaware limited partnership (“Parent”), Omaha Acquisition Corporation, a Delaware corporation and a wholly-owned subsidiary of Parent, and First Data Corporation, a Delaware corporation, dated
April 1, 2007 (the “Merger”). Effective September 24, 2007, this Policy has been amended and restated to reflect the Merger, provided that as to any Eligible Executive who is not party to a Stock Option Agreement with respect to
any option granted under the Option Plan, this Policy shall be applied without regard to the September 24, 2007 amendment and restatement. 
 This Policy shall constitute a “welfare plan” within the meaning of Section 3(1) of the Employee Retirement Income Security Act of 1974, as amended (“ERISA”) and shall be construed in a manner consistent with
such intent. To the extent the Company determines, in its sole discretion, that the provisions of Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”) may apply to this Policy, the Company shall adopt
amendments to the Policy or adopt other procedures or take any other actions that it determines are necessary or appropriate to either exempt this Policy from Code Section 409A or to comply with the requirements of Code Section 409A,
including without limitation amendments, procedures and actions with retroactive effect. Notwithstanding the foregoing, any actions taken by the Company in this regard shall preserve to the maximum extent possible the benefits for Eligible
Executives contemplated in this Policy. 
  

	 	2.	Effective Date 

 The effective date of this Policy
as amended and restated is September 24, 2007 (the “Effective Date”). 
  

	 	3.	Definitions 

 (i) “Base Salary”
means the Eligible Executive’s current annualized rate of base cash compensation paid on each regularly scheduled payday for the executive’s regular work schedule as of his or her Termination Date and is calculated to include any 

 
before-tax contributions that are deducted for Company benefit plan purposes. Base Salary does not include taxable or nontaxable fringe benefits or awards,
vacation, performance awards, bonus, commission or other incentive pay, or any payments which are not made on each regular payday, regardless of how such payments may be characterized. 
 (ii) “Board” means the Board of Directors of FDC. 
 (iii) “Cause” shall have the meaning ascribed to it in the 2007 Stock Incentive Plan for Key Employees of First Data Corporation and its Affiliates (the “Option Plan”) or any Stock Option
Agreement awarding stock options thereunder to which the Eligible Executive is a party. 
 (iv) “Change in Control” shall
have the meaning ascribed to it in the Option Plan. 
 (v) “Company” means FDC or its subsidiaries or any successor (whether
direct or indirect, by purchase, merger, consolidation, reorganization or otherwise, including, without limitation, any successor due to a Change in Control) to the business or assets of FDC. 
 (vi) “Disability” shall have the meaning ascribed to it under the Option Plan or any Stock Option Agreement awarding stock options
thereunder to which the Eligible Executive is a party. 
 (vii) “Eligible Executive” means an individual who is listed on
Appendix A. The Board may from time to time designate additional Eligible Executives, and the name of any executive so added shall be added to Exhibit A. 
 (viii) “Good Reason” shall have the meaning ascribed to it under the Option Plan or any Stock Option Agreement awarding stock options thereunder to which the Eligible Executive is a party. 

(ix) “Severance Benefits” are the benefits payable to an Eligible Executive pursuant to this Policy, other than the Change in
Control-related benefits referenced in Sections 8 hereof. 
 (x) “Severance Period” means a twenty-four
(24) consecutive month period commencing on an Eligible Executive’s Termination Date. 
 (xi) “Termination Date”
is the date on which the Eligible Executive’s employment with the Company terminates for a reason set forth under Section 5. 
  

	 	4.	Eligibility 

 All Eligible Executives who have been
employed by the Company for 3 months are eligible for benefits under this Policy. Executives are not eligible for any benefits under this Policy if their employment terminates within three months of their date of hire. 
  

	 	5.	Eligible Termination Reasons 

 An eligible
termination reason is any involuntary separation of service with the Company other than for Cause or Disability, or any voluntary separation of service by the Eligible Executive for Good Reason. 
  

	 	6.	Non-Eligible Termination Reasons 

 A non-eligible
termination reason is any reason for termination that is not an eligible termination reason under Section 5. 
  

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	 	7.	Severance Benefits 

 The provisions of this Section
are subject, without limitation, to the provisions of Section 9 hereof. 
 (i) Severance Pay. If an Eligible Executive’s
employment with the Company is terminated after the Effective Date for any reason set forth in Section 5, the Company shall pay the Eligible Executive the following amounts: 
 (a) an amount equal to the product of (1) the sum of the executive’s Base Salary and the target bonus payable to the executive pursuant to the
Company’s Senior Executive Incentive Plan (or the bonus plan then applicable to the executive) for the year in which the Termination Date occurs, and (2) 2. 
 (b) a prorated amount of the Eligible Executive’s target bonus under the Company’s Senior Executive Incentive Plan (or the bonus plan then applicable to the executive) for the year in which the Termination
Date occurs. Such prorated amount shall be equal to the product of (1) the Eligible Executive’s target bonus for the year in which the Termination Date occurs and (2) the ratio of the number of days elapsed during such year prior to
the Termination Date to 365. 
 (ii) Continued Benefits Coverage. If an Eligible Executive’s employment with the Company is
terminated after the Effective Date for any reason set forth in Section 5, subject to the terms of any applicable plan documents and the remaining provisions of this subsection, the Company shall provide the Eligible Executive (and his or her
dependents) for the duration of the Severance Period with all welfare benefits coverage which the Eligible Executive (or his or her dependents) was participating in or receiving as of the Termination Date. The cost to the Eligible Executive of such
coverage and the terms and conditions of such coverage during the Severance Period shall be the same as those applicable to similarly situated active employees during such period. Notwithstanding the foregoing, after the expiration of the first 12
months of the Severance Period, the Eligible Executive (and his or her dependents) shall lose Company-sponsored group health coverage unless a timely election is made for continued group health coverage under the Consolidated Omnibus Budget
Reconciliation Act of 1986, as amended (“COBRA”). The Company shall pay to the Eligible Executive, as an additional Severance Benefit, a lump sum approximately equal to the difference in cost between COBRA premiums and active
employee premiums for 12 months of COBRA coverage calculated by the Company in its discretion as of the Termination Date, which payment shall constitute taxable income to the Eligible Executive and which shall be paid no later than the 30th day
following the expiration of the first 12 months of the Severance Period. An Eligible Executive receiving Severance Benefits under this Policy shall also be entitled to receive during the Severance Period any financial planning benefits which the
Eligible Executive was receiving as of the Termination Date, but shall not be entitled to receive any other perquisites after such date. Notwithstanding the foregoing, the executive’s continued benefits coverage under this subsection shall
cease as of the date the executive becomes eligible to receive such benefits under a subsequent employer’s benefit programs. Eligible Executives receiving Severance Benefits under this Policy are not eligible to continue contributions to the
Company’s qualified retirement plans or nonqualified deferred compensation program. 
 (iii) Incentive Awards. If an Eligible
Executive’s employment with the Company is terminated after the Effective Date for any reason set forth in Section 5, outstanding cash incentive awards granted to the Eligible Executive that are eligible to become fully vested and payable
solely contingent upon the Eligible Executive’s continued employment and the passage of time shall continue to vest and be payable in accordance with their terms, notwithstanding the executive’s earlier termination of employment.

  

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	 	8.	Certain Additional Payments 

 (i) Notwithstanding
anything to the contrary set forth herein, but subject to clause (v) below, if it is determined that any payments or benefits provided by the Company to or on behalf of an Eligible Executive (whether pursuant to the terms of this Policy or
otherwise) (any such payments or benefits being referred to in this Section as “Payments”), but determined without taking into account any additional payments required under this Section, would be subject to the excise tax imposed by Code
Section 4999, or any interest or penalties are incurred by the Eligible Executive with respect to such excise tax (such excise tax, together with any such interest and penalties, collectively referred to herein as the “Excise
Tax”), then the Eligible Executive will be entitled to receive an additional payment (a “Gross-Up Payment”) in an amount so that after payment by the Eligible Executive of all taxes (including any interest or penalties
imposed with respect to such taxes), including, without limitation, any income taxes (and any interest and penalties imposed with respect thereto) and the Excise Tax imposed upon the Gross-Up Payment, the Eligible Executive retains an amount of the
Gross-Up Payment equal to the Excise Tax imposed upon the Payments. Notwithstanding the foregoing, if it is determined that the Eligible Executive is entitled to a Gross-Up Payment, but that the Payments to the Eligible Executive do not exceed 110%
of the amount which is one dollar less than the smallest amount that would give rise to any Excise Tax (the “Reduced Amount”), then no Gross-Up Payment will be made to the Eligible Executive and the Payments shall be reduced to the
Reduced Amount. In such event, the reduction will occur in the following order unless the Eligible Executive elects in writing a different order (provided, however, that such election shall be subject to Company approval if made on or after the date
on which the event that triggers the Payment occurs): (i) reduction of cash payments; (ii) cancellation of accelerated vesting of equity awards; and (iii) reduction of employee benefits. If acceleration of vesting of compensation from
an Eligible Executive’s equity awards is to be reduced, such acceleration of vesting shall be cancelled in the reverse order of the date of grant unless the Eligible Executive elects in writing a different order for cancellation. 
 (ii) Subject to the provisions of Section 8(iii), all determinations required to be made under this Section, including whether and when a Gross-Up
Payment is required and the amount of such Gross-Up Payment and the assumptions to be used in arriving at such determination, will be made by the independent registered public accounting firm engaged by the Company for general audit purposes as of
the day prior to the effective date of the Change in Control (the “Accounting Firm”). In the event that the Accounting Firm is serving as accountant or auditor for the individual, entity or group effecting the Change in Control, the
Company shall appoint another nationally recognized public accounting firm to make the determinations required hereunder (which accounting firm shall then be referred to as the Accounting Firm hereunder). The Accounting Firm shall provide its
calculations, together with detailed supporting documentation, to the Company and the Eligible Executive within fifteen (15) calendar days after the date on which the Eligible Employee’s right to Payment is triggered (if requested at that
time by the Company or the Eligible Executive) or such other time as requested by the Company or the Eligible Executive. All fees and expenses of the Accounting Firm shall be borne solely by the Company. Any Gross-Up Payment, as determined pursuant
to this Section 8, shall be paid by the Company to the Eligible Executive within five days of the receipt of the Accounting Firm’s determination. If the Accounting Firm determines that no Excise Tax is payable by the Eligible Executive, it
shall furnish the Eligible Executive with a written opinion that no Excise Tax will be imposed. Any good faith determination by the Accounting Firm shall be binding upon the Company and the Eligible Executive. As a result of the uncertainty in the
application of Code Section 4999 at the time of the initial determination by the Accounting Firm hereunder, it is possible that Gross-Up Payments which will not have been made by the Company should have been made (“Underpayment”),
consistent with the calculations required to be made hereunder. In the event that the Company exhausts its remedies pursuant to Section 8(iii) and the Eligible Executive thereafter is required to make a payment of any Excise Tax, the Accounting
Firm shall determine the amount of the Underpayment that has occurred and any such Underpayment shall be promptly paid by the Company to or for the benefit of the Eligible Executive. 
  

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 (iii) The Eligible Executive shall notify the Company in writing of any claim by the Internal Revenue
Service that, if successful, would require the payment by the Company of the Gross-Up Payment. Such notification shall be given as soon as practicable but no later than 10 business days after the Eligible Executive is informed in writing of such
claim and shall apprise the Company of the nature of such claim and the date on which such claim is requested to be paid. The Eligible Executive shall not pay such claim prior to the expiration of the 30-day period following the date on which the
Eligible Executive gives such notice to the Company (or such shorter period ending on the date that any payment of taxes with respect to such claim is due). If the Company notifies the Eligible Executive in writing prior to the expiration of such
period that it desires to contest such claim, the Eligible Executive shall: 
 (a) give the Company any information reasonably requested by
the Company relating to such claim; 
 (b) take such action in connection with contesting such claim as the Company shall reasonably request
in writing from time to time, including, without limitation, accepting legal representation with respect to such claim by an attorney reasonably selected by the Company; 
 (c) cooperate with the Company in good faith in order effectively to contest such claim; and 
 (d) permit
the Company to participate in any proceedings relating to such claim; 
 provided, however, that the Company shall bear and pay directly all costs and
expenses (including additional interest and penalties) incurred in connection with such contest and shall indemnify and hold the Eligible Executive harmless, on an after-tax basis, for any Excise Tax or income tax (including interest and penalties
with respect thereto) imposed as a result of such representation and payment of costs and expenses. Without limitation on the foregoing provisions of this Section 8(iii), the Company shall control all proceedings taken in connection with such
contest and, at its sole option, may pursue or forgo any and all administrative appeals, proceedings, hearings and conferences with the taxing authority in respect of such claim and may, at its sole option, either direct the Eligible Executive to
pay the tax claimed and sue for a refund or contest the claim in any permissible manner, and the Eligible Executive agrees to prosecute such contest to a determination before any administrative tribunal, in a court of initial jurisdiction and in one
or more appellate courts, as the Company shall determine; provided further, that if the Company directs the Eligible Executive to pay such claim and sue for a refund, the Company shall advance the amount of such payment to the Eligible Executive on
an interest-free basis and shall indemnify and hold the Eligible Executive harmless, on an after-tax basis, from any Excise Tax or income tax (including interest or penalties with respect thereto) imposed with respect to such advance or with respect
to any imputed income with respect to such advance; and provided further, that any extension of the statute of limitations relating to payment of taxes for the taxable year of the Eligible Executive with respect to which such contested amount is
claimed to be due is limited solely to such contested amount. Furthermore, the Company’s control of the contest shall be limited to issues with respect to which a Gross-Up Payment would be payable hereunder and the Eligible Executive shall be
entitled to settle or contest, as the case may be, any other issue raised by the Internal Revenue Service or any other taxing authority. 
 (iv) If, after the receipt by the Eligible Executive of an amount advanced by the Company pursuant to Section 8(iii), the Eligible Executive becomes entitled to receive, and receives, any refund with respect to such claim, the Eligible
Executive shall (subject to the Company’s complying with the requirements of Section 8(iii)) promptly pay to the Company the amount of such refund (together with any interest paid or credited thereon after taxes applicable thereto). If,
after the receipt by the Eligible Executive of an amount 

  

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advanced by the Company pursuant to Section 8(iii), a determination is made that the Eligible Executive shall not be entitled to any refund with respect
to such claim and the Company does not notify the Eligible Executive in writing of its intent to contest such denial of refund prior to the expiration of 30 days after such determination, then such advance shall be forgiven and shall not be required
to be repaid and the amount of such advance shall offset, to the extent thereof, the amount of Gross-Up Payment required to be paid. 
 (v)
This Section 8 shall not apply with respect to any Payment that would otherwise be subject to the Excise Tax if such Excise Tax would be avoided by obtaining stockholder approval of the Payment in the manner prescribed by Section 280G of
the Code and regulations thereunder. 
  

	 	9.	Requirement of Release 

 The provision of Severance
Benefits under this Policy is conditioned upon the Eligible Executive timely signing an Agreement and Release (in a form satisfactory to the Company) which will include restrictive covenants and a comprehensive release of all claims. In this
Agreement and Release, the Eligible Executive will be asked to release the Company and its employees from any and all claims the Eligible Executive may have against them, including but not limited to any contract, tort, or wage and hour claims, and
any claims under Title VII, the ADEA, the ADA, ERISA, and other federal, state or local laws. Under the Agreement and Release, the Eligible Executive must also agree not to solicit business similar to any business offered by the Company from any
Company customer, not to advise any entity to cancel or limit its business with the Company, not to recruit, solicit, or encourage any employee to leave their employment with the Company, not to disclose any of Company’s trade secrets or
confidential information, and not to disparage the Company or its employees in any way. These obligations are in addition to any other non-solicitation, noncompete, nondisclosure, or confidentiality agreements the Eligible Executive may have
executed while employed by Company. No Severance Benefits will commence under this Policy prior to the eighth day following the date on which the Company has received the Eligible Executive’s fully executed Agreement and Release. 
  

	 	10.	Method of Payment 

 The Company reserves the right
to determine whether cash Severance Benefits payable to an Eligible Executive under the Policy shall be paid in a single lump sum or in substantially equal installments, and to choose the timing of such payments; provided that lump sum cash
Severance Benefits shall be paid within one (1) month following the Eligible Executive’s Termination Date, and installment cash Severance Benefits shall commence no later than the second month following the Eligible Executive’s
Termination Date (or if later, the earliest date the Company determines will not result in a violation of Code Section 409A, if applicable), and shall be paid in full no later than the end of the Severance Period. Notwithstanding the foregoing,
in no event shall payment of any Severance Benefit be made prior to the Eligible Employee’s Termination Date or prior to the effective date of the release described in Section 9 above. If an Eligible Executive dies after becoming eligible
for Severance Benefits and executing an Agreement and Release but before full receipt of all cash Severance Benefits, the remaining cash Severance Benefits will be paid to the Eligible Executive’s estate in one lump sum. If an Eligible
Executive dies after becoming eligible for Severance Benefits but before executing an Agreement and Release, his or her estate or representative may not execute an Agreement and Release and no Severance Benefits with respect to the Eligible
Executive are payable under this Policy. All payments under this Policy will be net of amounts withheld with respect to taxes, offsets, or other obligations. 
  

	 	11.	Offsets 

 The Company may, in its discretion and to
the extent permitted under applicable law, offset against the Eligible Executive’s benefits under this Policy any other severance benefits payable to the Eligible Executive by the Company, the value of unreturned 

  

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property, and any outstanding loan, debt or other amount the Eligible Executive owes to the Company. The Company may recover any overpayment of benefits made
to an Eligible Executive or an Eligible Executive’s estate under this Policy or, to the extent permitted by applicable law, offset any other overpayment made to the Eligible Executive against any Policy benefits or other amount the Company owes
the Eligible Executive or the Eligible Executive’s estate. 
  

	 	12.	Outplacement 

 In the Committee’s sole and
absolute discretion, Eligible Executives who are eligible for Severance Benefits under the Policy also may be eligible for outplacement services selected by the Company. Eligibility for, and the scope of, any outplacement services will be determined
in the sole discretion of the Committee. Under no circumstances will Eligible Executives be eligible to receive a cash payment in lieu of outplacement services. 
  

	 	13.	Re-employment and Other Employment 

 In the event an
Eligible Executive is re-employed by the Company prior to the commencement of or within the Severance Period, the payment of any Severance Benefits payable with respect to the prior termination immediately will cease and such Severance Benefits will
no longer be payable under this Policy. Subject to Section 9 of this Policy, if an Eligible Executive obtains employment (other than with the Company) while receiving Severance Benefits, the Eligible Executive will continue to receive any
remaining cash Severance Benefits in accordance with the payment schedule then in effect, but, except as otherwise required under applicable law, he or she will no longer be eligible to receive continued benefits under Section 7(b) of this
Policy as of the date the executive becomes eligible to receive such benefits under a subsequent employer’s benefit programs. 
  

	 	14.	Funding 

 This Policy is not funded, and payment of
benefits hereunder is made from the general assets of the Company. 
  

	 	15.	Administration 

 This Policy shall be administered
by the Committee, which as the Named Fiduciary shall have the absolute discretion and exclusive right to interpret, construe and administer the Policy and to make final determinations on all questions arising under the Policy, including but not
limited to questions concerning eligibility for, the amount of and receipt of Policy benefits. All decisions of the Committee will be conclusive, final and binding upon the parties. 
  

	 	16.	Amendment or Termination of the Policy 

 The Company
reserves the right to amend or terminate this Policy at any time in its sole discretion, provided, however, that during the period commencing on the Closing and ending on the 36 month anniversary of a Change in Control (other than the Merger), the
Company shall not amend or terminate this Policy without the consent of each affected Eligible Executive. 
  

 7 

	 	17.	Limitation on Individually Negotiated Severance Arrangements 

 As of the Effective Date, this Policy is intended to be the sole source of severance and change in control benefits for Eligible Executives. Absent prior Board approval, no individual agreement shall be entered into
with any Eligible Executive or any person being considered for promotion or hire as an Eligible Executive which would provide severance or change in control-type benefits. 
  

	 	18.	Miscellaneous 

 No executive vests in any
entitlement to or eligibility for benefits under this Policy until he or she has satisfied all requirements for eligibility and the conditions required to receive the benefits specified in this Policy have been satisfied. No interest accrues on any
benefit to which an Eligible Executive may be entitled under this Policy. Eligible Executives cannot assign or pledge any benefits that they are eligible for under this Policy. Subject to state and federal law, no creditor may attach or garnish any
Eligible Executive’s Policy benefits. This Policy does not create any contract of employment or right to employment for any period of time. Employment with the Company is at-will, and may be terminated by either the Company or the Eligible
Executive at any time for any reason. 
  

	 	19.	Review Procedure 

 Executives eligible to receive
benefits under this Policy will be notified of such eligibility as soon as administratively practicable after the event occurs which gives rise to the provision of Policy benefits. If an executive who believes he or she is eligible to receive Policy
benefits does not receive such notice or disagrees with the amount of benefits set forth in such notice, or if an executive is informed that he or she is not eligible for benefits under this Policy, the executive (or his or her legal representative)
may file a written claim for benefits with the Company’s senior human resources executive or such other officer or body designated by the Committee for this purpose. The written claim must include the facts supporting the claim, the amount
claimed, and the executive’s name and mailing address. 
 If the claim is denied in part or in full, the Company’s senior human
resources executive (or other designated officer or body) will notify the executive by mail no later than 90 days (or 180 days in special circumstances) after receipt of the written claim. The notice of denial will state the specific reasons for the
denial, the provisions of the Policy on which the denial is based, a description of any additional information or material required by the Committee to consider the claim if applicable, as well as an explanation as to why such information or
material is necessary, an explanation of the Policy’s review procedures and the time limits applicable to such procedures, and the executive’s right to bring a civil action under ERISA Section 502(a) in the event of an adverse
determination upon review. 
 An executive (or his or her legal representative) may appeal the denial by filing a written appeal with the
Committee. The written appeal must be received no later than 60 days after the executive or legal representative received the notice of denial. During the same 60-day period, the executive or legal representative may have reasonable access to
pertinent documents and may submit written comments and supporting documents, records and other materials to the Committee. The Committee will review the appeal and notify the executive or legal representative by mail of its final decision no later
than the next regularly scheduled Committee meeting, or if the appeal is received less than 30 days before such meeting, the second regularly scheduled meeting after the Committee receives the written appeal. 
  

 8 

	 	20.	Rights Under the Employee Retirement Income Security Act (ERISA) 

 As a participant in the Policy, an Eligible Executive is entitled to certain rights and protections under the Employee Retirement Income Security Act of 1974 (ERISA), which provides that all Policy participants shall
be entitled to: 
 Receive Information About The Policy And Benefits 
 The executive may examine, without charge, at the plan administrator’s office and at other specified locations such as worksites, all documents governing the plan and a copy of the latest annual report (Form 5500
Series) filed with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security Administration. 
 The executive may obtain, upon written request to the plan administrator, copies of documents governing the operation of the Policy including copies of the latest annual report (Form 5500 Series). The administrator may make a reasonable
charge for the copies. 
 The executive may receive a summary of the plans’ annual financial report. The plan administrator is required
by law to furnish each participant with a copy of this summary annual report. 
 Prudent Actions by Policy Fiduciaries 
 In addition to creating rights for Policy participants, ERISA imposes duties upon the people who are responsible for the operation of the employee benefit
plan. The people who operate the Policy, called “fiduciaries” of the Policy, have a duty to do so prudently and in the interest of the Policy participants and beneficiaries. No one, including an executive’s employer or any other
person, may fire an executive or otherwise discriminate against an executive in any way to prevent such executive from obtaining a welfare benefit or exercising his or her rights under ERISA. 
 Enforcement of Rights 
 If an executive’s claim
for benefits is denied or ignored, in whole or in part, the executive has a right to know why this was done, to obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules.

 Under ERISA, there are steps that can be taken to enforce the above rights. For example, if an executive requests a copy of Policy
documents or the latest annual report from the Policy and does not receive them within 30 days, the executive may file suit in a Federal court. In such a case, the court may require the plan administrator to provide the materials, and pay the
executive up to $110 a day until the executive receives the materials, unless the materials were not sent because of reasons beyond the control of the administrator. If an executive has a claim for benefits which is denied or ignored, in whole or in
part, he or she may file suit in a state or Federal Court. If it should happen that the Policy fiduciaries misuse the plan’s money, or if an executive is discriminated against for asserting his or her rights, the executive may seek assistance
from the U.S. Department of Labor, or may file a suit in a Federal court. The court will decide who should pay court costs and legal fees. If the executive is successful the court may order the person the executive has sued to pay these costs and
fees. If the executive loses, the court may order the executive to pay these costs and fees, for example, if it finds the executive’s claim is frivolous. 
  

 9 

 Assistance With Questions 
 An executive who has questions about the Policy should contact the plan administrator. If an executive has any questions about this statement or about his or her rights under ERISA, or if the executive needs
assistance in obtaining documents from the plan administrator, he or she should contact the nearest office of the Employee Benefits Security Administration, U.S. Department of Labor, listed in a telephone directory or the Division of Technical
Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue, NW, Washington, D.C. 20210. The executive may also obtain certain publications about his or her rights and responsibilities under
ERISA by calling the publication’s hotline of the Employee Benefits Security Administration. 
  

 10 

 ADDITIONAL INFORMATION 
 The details on the following pages are provided for the Eligible Executive’s information and possible use. 
 Name of
Policy 
 First Data Corporation Severance/ 
 Change in
Control Policy 
 (Executive Committee Level) 
 Type of Policy

 Welfare 
 Policy Year 
 1/1 to 12/31 
 Type of Policy Administration 
 Self-Administered 
 Policy Sponsor 
 First Data Corporation 
 12500 E. Belford Avenue 
 Englewood, CO 80112 
 Plan Administrator 
 Compensation and Benefits Committee of the Board of Directors 
 c/o First Data
Corporation 
 Office of the General Counsel 
 10825 Farnam Dr.,
C-12 
 Omaha, NE 68154 
 Agent for Service of Legal Process

 First Data Corporation 
 Office of the General Counsel

 10825 Farnam Dr., C-12 
 Omaha, NE 68154 
 In addition, service of legal process may be made upon the Plan Administrator. 
 Identification Number (Policy Sponsor) 
 47-0731996 
 Identification Number (Policy) 
 THIS DESCRIPTION OF THE FIRST DATA CORPORATION SEVERANCE/CHANGE IN CONTROL POLICY FOR EXECUTIVE
COMMITTEE-LEVEL PARTICIPANTS SERVES AS THE OFFICIAL PLAN DOCUMENT AND AS THE LEGAL SUMMARY PLAN DESCRIPTION. 
  

 11 

 APPENDIX A 
 David Bailis 
 Peter Boucher 
 David Dibble 

Ed Labry 
 David Money 
 David Treinen 
 Kim Patmore 
 Pamela Patsley 
 Thomas R. Bell, Jr. 
 Grace Chen Trent 
 David Yates 
 Michael Cappellas 
  

 12

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