Document:

EX-10.1

 Exhibit 10.1 
 ADDENDUM TO EMPLOYMENT AGREEMENT 
 THIS ADDENDUM TO EMPLOYMENT AGREEMENT
(“Addendum”) is entered into effective as of January 1, 2013 (the “Effective Date”), by and between Stewart Information Services Corp. (the “Company”), and Joseph Allen Berryman (the “Executive”).

 W I T N E S S E T H: 
 WHEREAS, Executive is currently employed with the Company and previously entered into an Employment Agreement with the Company as of January 1, 2012 (“Effective Date”); and

 WHEREAS, Executive and the Company have agreed to amend the Agreement to provide for a change in the Executive’s
entitlement of certain payments, including (Short Term Incentive Plan), as specified and defined in the Employment Agreement; 

NOW, THEREFORE, in consideration of the mutual covenants and agreements contained in this Addendum and other good and valuable
consideration, the Executive and the Company, intending to be legally bound, hereby agree as follows: 

Section 2.2.1. Short Term Incentives, in the Employment Agreement shall be amended and superseded by the following
Section 2.2.1.: 
 “2.2.1. Short Term Incentives. The Executive shall be eligible to receive an annual short term incentive cash
payment, the incentive plan to be determined by the Board in its sole discretion. The terms of the short term incentive plan (“STI Plan”) are set out in Exhibit A hereto, which is incorporated herein for all purposes. The terms and
conditions of the STI Plan are subject to change from year to year. The payment made pursuant to this Section 2.2.1 shall be paid to the Executive in the succeeding year for which it is earned and shall be paid by March 31 of such year.
The Executive must be actually employed on the date that any short term incentive plan payment is made in order to be eligible and entitled to any such short term incentive plan payment, except as otherwise set forth in this Agreement.”

 IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first above written. 

EXECUTIVE 
 By: /s/ Joseph Allen
Berryman                                     

Date: August 23, 2013 
 Name: Joseph Allen Berryman 
 Title: Chief Financial Officer

 COMPANY 

Stewart Information Services Corp. 

By: /s/ Matthew W.
Morris                                     

Date: August 23, 2013 
 Name: Matthew W. Morris 
 Title: Chief Executive Officer

 EXHIBIT A 
 ANNUAL SHORT TERM INCENTIVE PLAN 
 (“STI PLAN”) 

Executive shall be eligible to participate in the Company’s Annual Bonus Payment Program, also known as the Short Term Incentive Plan (“STI
Plan”). The STI Plan shall be determined by the Board of Directors (“Board”), in its sole discretion. 
 Payout amount will be
determined by the attainment towards metrics which are both specific to your position as well as reflective of corporate performance. 
 As part
of its analysis, the Board shall consider the following targets in determining the amount of the STI payment to the Executive: 
  

																	
	 Short Term Incentive (STI)
	  				 				 				 			
	 Target Payout:
	  	 	30% of Base Pay	  	 				 				 	 	93,000	  
	 Maximum Target Payout:
	  	 	200% of Target	  	 				 				 	 	186,000	  
	 Metrics Used to Determine STI
	  	Maximum	 	 	Target	 	 	Threshold	 	 	Weighting	 
	 Corporate Performance
	  				 				 				 			
	 Corporate EBITDA Improvement
	  	 	10.00	% 	 	 	0.00	% 	 	 	-10.00	% 	 	 	25	% 
	 Corporate Modified Return on Equity
	  	 	5.00	% 	 	 	4.70	% 	 	 	4.10	% 	 	 	20	% 
	 Corporate Relative Total Shareholder Return (TSR) Performance
	  	 	80.00	% 	 	 	50.00	% 	 	 	30.00	% 	 	 	5	% 
	 Operational Performance
	  				 				 				 			
	 Project Attainment
	  	 	95.00	% 	 	 	80.00	% 	 	 	65.00	% 	 	 	25	% 
	 Customer Service Index
	  	 	3.00	% 	 	 	0.00	% 	 	 	-2.00	% 	 	 	13	% 
	 Budget Attainment
	  	 	-10.00	% 	 	 	0.00	% 	 	 	10.00	% 	 	 	12	% 

 STI will be delivered as a cash bonus, paid annually after the conclusion of the fiscal year, before the end of the first
quarter of the succeeding year. STI payout is expressed as a percentage of your base pay. 
 Target Annual STI payout is the equivalent of 30%
of your base pay. 
 Maximum Annual STI payout is the equivalent of 200% of your target payout.EX-10.2

 Exhibit 10.2 
 ADDENDUM TO EMPLOYMENT AGREEMENT 
 THIS ADDENDUM TO EMPLOYMENT AGREEMENT
(“Addendum”) is entered into effective as of January 1, 2013 (the “Effective Date”), by and between Stewart Information Services Corp. (the “Company”), and Glenn H. Clements (the “Executive”). 

W I T N E S S E T H: 
 WHEREAS, Executive is currently employed with the Company and previously entered into an Employment Agreement with the Company as of January 1, 2012 (“Effective Date”); and

 WHEREAS, Executive and the Company have agreed to amend the Agreement to provide for a change in the Executive’s
entitlement of certain payments, including (Short Term Incentive Plan), as specified and defined in the Employment Agreement; 

NOW, THEREFORE, in consideration of the mutual covenants and agreements contained in this Addendum and other good and valuable
consideration, the Executive and the Company, intending to be legally bound, hereby agree as follows: 

Section 2.2.1. Short Term Incentives, in the Employment Agreement shall be amended and superseded by the following
Section 2.2.1.: 
 “2.2.1. Short Term Incentives. The Executive shall be eligible to receive an annual short term incentive cash
payment, the incentive plan to be determined by the Board in its sole discretion. The terms of the short term incentive plan (“STI Plan”) are set out in Exhibit A hereto, which is incorporated herein for all purposes. The terms and
conditions of the STI Plan are subject to change from year to year. The payment made pursuant to this Section 2.2.1 shall be paid to the Executive in the succeeding year for which it is earned and shall be paid by March 31 of such year.
The Executive must be actually employed on the date that any short term incentive plan payment is made in order to be eligible and entitled to any such short term incentive plan payment, except as otherwise set forth in this Agreement.”

 IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first above written. 

EXECUTIVE 
 By: /s/ Glenn H.
Clements                                        
   
 Date: August 23, 2013 

Name: Glenn H. Clements 
 Title: Group President, Direct Operations 

 COMPANY 

Stewart Information Services Corp. 

By: /s/ Matthew W.
Morris                                        
         
 Date: August 23, 2013 

Name: Matthew W. Morris 
 Title: Chief Executive Officer 

 EXHIBIT A 
 ANNUAL SHORT TERM INCENTIVE PLAN 
 (“STI PLAN”) 

Executive shall be eligible to participate in the Company’s Annual Bonus Payment Program, also known as the Short Term Incentive Plan (“STI
Plan”). The STI Plan shall be determined by the Board of Directors (“Board”), in its sole discretion. 
 Payout amount will be
determined by the attainment towards metrics which are both specific to your position as well as reflective of corporate performance. 
 As part
of its analysis, the Board shall consider the following targets in determining the amount of the STI payment to the Executive: 
  

																	
	 Short Term Incentive (STI)
	  				 				 				 			
	 Target Payout:
	  	 	100% of Base Pay	  	 				 				 	 	400,000	  
	 Maximum Target Payout:
	  	 	200% of Target	  	 				 				 	 	800,000	  
	 Metrics Used to Determine STI
	  	Maximum	 	 	Target	 	 	Threshold	 	 	Weighting	 
	 Corporate Performance
	  				 				 				 			
	 Corporate EBITDA Improvement
	  	 	10.00	% 	 	 	0.00	% 	 	 	-10.00	% 	 	 	20	% 
	 Corporate Modified Return on Equity
	  	 	5.00	% 	 	 	4.70	% 	 	 	4.10	% 	 	 	16	% 
	 Corporate Relative Total Shareholder Return (TSR) Performance
	  	 	80.00	% 	 	 	50.00	% 	 	 	30.00	% 	 	 	4	% 
	 Operational Performance
	  				 				 				 			
	 Total Net Revenues
	  	 	5.00	% 	 	 	0.00	% 	 	 	-5.00	% 	 	 	22	% 
	 Pretax Profit Margin
	  	 	17.00	% 	 	 	15.00	% 	 	 	13.00	% 	 	 	16	% 
	 Employee Costs Ratio
	  	 	46.00	% 	 	 	47.00	% 	 	 	48.00	% 	 	 	14	% 
	 Policy Loss Ratio
	  	 	6.25	% 	 	 	6.75	% 	 	 	7.00	% 	 	 	8	% 

 STI will be delivered as a cash bonus, paid annually after the conclusion of the fiscal year, before the end of the first
quarter of the succeeding year. STI payout is expressed as a percentage of your base pay. 
 Target Annual STI payout is the equivalent of 100%
of your base pay. 
 Maximum Annual STI payout is the equivalent of 200% of your target payout. 

 Specific terms and calculations related to the Short Term Incentive (STI) Plan 

The following terms are in relation to our global STI Plan. Individual metrics may or may not apply to your specific agreement. 

Periodically, components of metrics may be adjusted, which may impact comparability between measurement periods. In such cases, prior period components
of metrics will be restated to conform to current measurements. 
  

			
	 Term/Calculation
	  	 Definition

		
	 Base Pay
	  	This is the annual base salary.
		
	 Budget Attainment
	  	Budget Attainment metric measures the variance between actual expenses and budget expenses for service center executives. The variance is expressed as a percent variance. The
metric is calculated by taking the actual annual expenses minus the budgeted annual expenses. The difference is then divided by the budgeted annual expenses. Payout for this metric is based on variance percentage.
		
	 Company
	  	The Company is Stewart Information Services Corporation and its subsidiaries.
		
	 Corporate
	  	Corporate is the same as Company.
		
	 Corporate Performance
	  	Corporate Performance is the set of metrics for the Company.
		
	 Cost Control Initiative
	  	Cost Control Initiative metric is specific goals established for each service center executive. This metric is measured by determining how much of the annual goals were completed
on a percentage basis. Payout for this metric is based on completion percentage.
		
	 Customer Service Index
	  	Customer Service Index metric is an internal survey conducted at least annually. The initial benchmark is the survey completed in first half of 2012. A subsequent survey is then
measured against the benchmark. The metric is calculated by taking the subsequent survey score minus the benchmark survey score. The difference is then divided by the benchmark survey score. Payout for this metric is based on percent
improvement.
		
	 Earnings Before Interest, Taxes, Depreciation and Amortization (EBITDA)
	  	EBITDA metric is calculated by adding back interest expense, depreciation expense and amortization expense to pretax earnings. The source of data is the System of Record. Payout
for this metric is based on percent improvement.
		
	 Employee Costs
	  	Employee Costs is line 28 Total Employee Costs from the Profit Center Statement (STG portion) and Schedule A (STC portion). As a result, the System of Record is the PCSAPP and
STATAPP.

			
	 Term/Calculation
	  	 Definition

		
	 Employee Costs Ratio
	  	Employee Costs Ratio metric is calculated by dividing the Employee Costs by Operating Revenues from the Profit Center Statement (STG portion) and Schedule A (STC portion). As a
result, the System of Record is the PCSAPP and STATAPP. Payout for this metric is based on ratio attainment.
		
	 Maximum (Performance Level)
	  	See Performance Level.
		
	 Maximum Target Payout
	  	The Maximum Target Payout is the maximum annual cash bonus that can be earned and paid under the STI. It is calculated by multiplying the Target Payout by an agreed upon
percentage as indicated in the Executive Compensation Plan Summary.
		
	 Modified Average Shareholders’ Equity
	  	Modified Average Shareholders’ Equity is calculated by subtracting cumulative other comprehensive income and noncontrolling interest from shareholders’ equity. This
calculation is done as of the beginning of the year and the end of the year. The average is then calculated by adding the beginning of the year and ending of the year calculations and then dividing by two.
		
	 Modified Net Earnings Attributable to Company
	  	Modified Net Earnings Attributable to Company is calculated by subtracting certain items including, but not limited to, certain unusual income tax expense or benefit as
determined by the Board of Directors of the Company from Net Earnings Attributable to Company. The source of data is the System of Record.
		
	 Modified Return on Equity (Modified ROE)
	  	Modified Return on Equity metric is calculated by dividing Modified Net Earnings Attributable to Company by Modified Average Shareholders’ Equity. The source of data is the
System of Record. Payout for this metric is based on ratio attainment.
		
	 National Production Services (NPS) Expenses Ratio
	  	National Production Services (NPS) Expenses Ratio metric is calculated by dividing NPS expenses by the sum of (1) Operating Revenues less the Company’s portion of earnings
from equity investees from the Direct Operations Segment and (2) external Operating Revenues less the Company’s portion of earnings from equity investees from NPS. The source of data is the System of Record. Payout for this metric is based on
ratio attainment.

			
	 Term/Calculation
	  	 Definition

		
	 Operating Revenues
	  	Operating Revenues is line 20 Total Revenues from the Profit Center Statement (STG portion) and line 20 Total Net Revenues from the Schedule A (STC portion). As a result, the
System of Record is the PCSAPP and STATAPP.
		
	 Operational Performance
	  	Operational Performance is the set of metrics for an executives’ area of management.
		
	 Performance Level
	  	Performance Level represents the range of possible payout depending on performance driver for each metric. The payout range is defined as the Threshold (50%), Target (100%) and
Maximum (200%).
		
	 Policy Loss Ratio
	  	Policy Loss Ratio metric is calculated by dividing Title Losses and Claims by Title Insurance Revenues from Direct Operations and Agency Operations. This calculation derived from
the GAAP financials rather than the PCS Policy Losses Ratio. The source of data is the System of Record. Payout for this metric is based on ratio attainment.
		
	 Premium Remittance Per Agency Ratio
	  	Premium Remittance Per Agency Ratio metric is calculated by dividing premium revenues remitted by active independent agencies by the number of active independent agencies and
excludes agencies who are zero dollar premium remitters. The source of the data is STNET1, which is the primary source for policy remittances, along with the number of agencies. Payout for this metric is based on percent
improvement.
		
	 Pretax Profit
	  	Pretax Profit is the pretax earnings reported on line 71 of the Profit Center Statements (STG portion) and Schedule A (STC portion). As a result, the System of Record is the
PCSAPP and STATAPP.
		
	 Pretax Profit Margin
	  	Pretax Profit Growth metric is calculated by using what is reported on line 71 Pretax Profit from the Profit Center Statements (STG portion) and Schedule A (STC portion). As a
result, the System of Record is the PCSAPP and STATAPP. Payout for this metric is based on percent change from the prior year.
		
	 System of Record
	  	Hyperion Financial Management (HFM) is the system of record for all financial data unless otherwise stated.
		
	 Target (Performance Level)
	  	See Performance Level.
		
	 Target Payout
	  	Target Payout is the annual cash bonus that can be earned and paid under the STI. Target Payout is calculated by multiplying Base Pay by an agreed upon percentage as indicated in
the Executive Compensation Plan Summary.
		
	 Threshold (Performance Level)
	  	See Performance Level.

			
	 Term/Calculation
	  	 Definition

		
	 Title Insurance Revenues
	  	Title Insurance Revenues are revenues earned from title insurance and escrow and other related fees. The source of data is the System of Record.
		
	 Title Losses and Claims
	  	Title Losses and Claims is a line item on the Company’s Consolidated Statement of Operations, Retained Earnings and Comprehensive Earnings that is defined in the
Company’s Annual Report filed with the Securities Exchange Commission on the Form 10-K. The source of data is the System of Record.
		
	 Total Shareholder Return (TSR)
	  	Total Shareholder Return is calculated by taking the difference between the Company’s end of year price per share and the beginning of year price per share and adding the
Company dividend per share. Next, divide that sum by the Company’s beginning of year price per share.
		
	 Total Shareholder Return (TSR) Ranking
	  	Total Shareholder Return Ranking metric is determined by calculating the Company’s percentile ranking for Total Shareholder Return relative to the Russell 2000 Financial
Services Index. The source of data is Bloomberg the Company’s investment portfolio manager. Payout for this metric is based on percentile ranking.
		
	 Weighting
	  	Weighting is a calculation that applies a percentage to each metric. The aggregation of the percentages is 100%.

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