Document:

Executive Resignation Agreement and General Release

 Exhibit 10.1 
 EXECUTIVE RESIGNATION AGREEMENT AND GENERAL RELEASE 
 This Executive Resignation Agreement
and General Release (“Agreement”) is made between Advanced Micro Devices, Inc., and its subsidiaries, joint ventures or other affiliates (collectively, “AMD”) and Emilio Ghilardi (“Executive”). 

1. Executive Resignation. Executive’s resignation of employment with AMD will be deemed to have been effective
February 7, 2012 (“Resignation Date”). AMD has paid Executive’s base salary and accrued vacation earned through the last day, February 6, 2012 (less required payroll deductions and withholdings). Effective as of the
Resignation Date, Executive also resigned, and hereby resigns, as a member of the Board of Directors or comparable body of every subsidiary, joint venture or affiliated entity of the Company, and every committee thereof. 

2. Special Consideration. In consideration of Executive’s release/waiver and other obligations as described herein, AMD will
provide Executive with the following special consideration (“Special Consideration”) to which Executive would not otherwise be entitled: 
  

	 	A.	A lump sum separation payment of USD $800,000.00, subject to required payroll deductions and withholdings (“Separation Payment”).

  

	 	B.	AMD will pay any remaining legal costs and/or filing fees related to Executive and his legal dependents’ U.S. permanent residence case until completion of the
permanent residence process or December 31, 2012, whichever occurs earlier, by making such payments directly to the immigration law firm currently handling the case. 

Except for the Special Consideration, Executive will not receive or be eligible for any other incentive or bonus compensation at any time
following the Resignation Date. If Executive signs this Agreement and signs (and does not revoke) the ADEA Release at Exhibit A, the Separation Payment will be made in a single lump sum (less required payroll deductions and withholdings) on the next
regular payroll date falling on or after the 6-month anniversary of the later of the date the Executive returns an executed copy of this Agreement or the date the ADEA Release at Exhibit A becomes irrevocable. 

3. Compensation / Benefit Exclusions. Executive specifically acknowledges and agrees that the Agreement does not provide for, and
that Executive is ineligible for, any type of compensation or benefit following the Resignation Date that is not specifically described in Paragraphs 1-2 of this Agreement, including, without limitation, the following: any severance compensation or
benefits including any severance pay set forth in Executive’s offer letter; any bonus, commission, profit-sharing or any other type of incentive compensation (including, without limitation, Executive Incentive Plan, Vice President Long Term
Incentive Plan, Corporate Bonus Plan, Contribution Bonus participation, or any other bonuses, including, without limitation, any amounts earned or accrued but not paid prior to the Resignation Date); executive physical benefits; tax preparation or
estate planning services; continued participation in any deferred profit sharing programs other than payment of Executive’s benefits accrued under the AMD Deferred Income Account Plan (“DIA”) consistent with the standard terms and
conditions of the DIA; any type of additional equity award (including (without limitation) any stock option or RSU award); equity vesting accelerations; equity vesting considerations or extensions that are inconsistent with the standard terms and
provisions of the applicable AMD equity incentive plans or policies; or participation in any stock purchase plan. Executive further specifically acknowledges and agrees that the Agreement does not provide for, and that Executive is ineligible for
continued participation in any 401(k) retirement savings or disability insurance plan following the Resignation Date. Following Executive’s Resignation Date, Executive will retain any earned and vested retirement benefits under the DIA and the
AMD 401(k) plan and will be eligible for benefit continuation under certain of the AMD health care plans to the extent required under the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended (“COBRA”), the premiums for which,
if elected, shall be paid in accordance with current AMD policies and practices. 

  
 1 

 4. Release and Waiver. 

In return for the Special Consideration, Executive agrees, on behalf of Executive and all of Executive’s heirs
and/or personal representatives, to release AMD, its joint ventures, subsidiaries, affiliates, successors and assigns, and all of their present or former officers, directors, agents, employees, contingent and third-party workers, attorneys, employee
benefit programs, and the trustees, administrators, fiduciaries and insurers of such programs, from any and all claims for relief of any kind, whether known or unknown, that in any way arise out of or relate to Executive’s employment or the
conclusion of Executive’s employment with AMD. This release and waiver includes events occurring at any time up to and including the date Executive executes this Agreement, including (without limitation) any and all statutory, contractual, tort
or other common law claims, including (without limitation) all claims for wages, bonuses, incentive pay or other compensation. This release and waiver includes all such claims, whether under any applicable United States federal or state laws,
ordinances, executive orders or other legal regulations or restrictions, and to the extent permitted by law, including (without limitation) the Civil Rights Acts of 1866 (including Section 1981), the Civil Rights Act of 1964 (including Title
VII), the Americans with Disabilities Act, the Older Workers Benefits Protection Act, the Equal Pay Act, the Worker Adjustment and Retraining Notification Act, the Employee Retirement Income Security Act, the Texas Commission on Human Rights Act and
the California Fair Employment and Housing Act. Notwithstanding the foregoing, nothing contained in this paragraph shall, except as otherwise stated here and subject to the ADEA Release at Exhibit A, impair any rights or potential claims that
Executive may have under the federal Age Discrimination in Employment Act of 1967 (the “ADEA”). In accordance with the ADEA release contained in Exhibit A hereto (the “ADEA Release”), Executive will have twenty-one (21) days
from the date of this Agreement to consider the ADEA Release and, once Executive has signed the ADEA Release, which execution shall be no earlier than the Resignation Date, Executive shall have seven (7) additional days from the date of
execution of the ADEA Release to revoke the ADEA Release. Any such revocation shall be made in writing to Harry Wolin (harry.wolin@amd.com) so as to be received prior to the eighth (8th) day following Executive’s execution of the ADEA Release. If such revocation is not provided to Harry Wolin
prior to such eighth (8th) day, the ADEA Release
shall become effective on the eighth (8th) day
following Executive’s execution of the ADEA Release (the “Effective Date”). The offer contained in this Agreement shall expire in the event the ADEA Release does not become irrevocable on or before June 30, 2012. 

Executive understands that this release does not affect Executive’s rights, if any, to vested retirement benefits or COBRA
eligibility. Executive also understands that this release does not prevent Executive from filing a charge with or participating in an investigation or proceeding conducted by the Equal Employment Opportunity Commission; provided, however, that
Executive expressly waives and relinquishes any rights Executive might have to recover damages or other relief, whether equitable or legal, in any such proceeding concerning events or actions that arose on or before the date that Executive signed
this Agreement. 
 Executive will continue to be indemnified for his actions taken while employed by the Company to the same
extent as other then-current officers of AMD under the AMD Certificate of Incorporation and Bylaws and the Director and Officer Indemnification Agreement between Executive and AMD (or any successor thereto), and Executive will continue to be covered
by the AMD directors and officers liability insurance policy as in effect from time to time for his actions taken while employed by the Company to the same extent as other then-current officers of AMD, each subject to the requirements of the laws of
the State of Delaware. 

  
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 5. Confidential Information / Nondisclosure / AMD Property. Executive confirms
Executive’s continuing obligation not to use or disclose any of AMD’s trade secrets or other confidential or proprietary information at any time. Executive acknowledges that while employed by AMD, Executive may have had access to,
acquired and/or assisted in the development of confidential and proprietary information, inventions and trade secrets relating to the present and anticipated business and operations of AMD, including (without limitation) product information, product
plans, personnel data regarding employees of AMD, business strategies, sales or customer information, and other information of a similar nature not available to the public. Executive agrees to keep confidential and not to disclose or use,
either directly or indirectly, such confidential or proprietary information, without the prior written consent of AMD, or until the information otherwise becomes public knowledge. Nothing in this Agreement (including this Paragraph 5) shall
supersede nor relieve Executive of confidentiality and/or nondisclosure obligations stemming from any prior confidentiality agreement with AMD, at common law or pursuant to the attorney-client privilege. Executive further agrees to return all
AMD business records and all documents relating to AMD’s business Executive received while in AMD’s employ, including email; to identify all other AMD property Executive has in Executive’s possession immediately; and to return such
other property as requested by AMD. If Executive inadvertently does not return AMD documents or property that should have been returned earlier, he will return any such items immediately upon discovering it. 

6. Nondisparagement Agreement / Confidentiality. Executive agrees not to make any statements that disparage the reputation of AMD,
its products or employees, officers and/or directors, or engage in any activity that is detrimental to AMD. AMD agrees not to issue any statements that disparage the reputation of Executive and will use commercially reasonable efforts to ensure that
neither AMD officers nor directors disparage the reputation of Executive. The Parties further agree that they will keep the terms, amount and facts of this Agreement completely confidential, and that the Parties will not disclose any information
concerning this Agreement to any person except that Executive may disclose this Agreement to Executive’s attorney or spouse, as necessary in connection with the preparation of tax returns or other financial planning, or as required by law or to
a prospective employer. 
 7. Cooperation. For the duration of Executive’s employment and as reasonably requested by
AMD after the Resignation Date, subject to Executive’s personal and professional obligations and upon reasonable notice and at reasonable times, Executive agrees to assist AMD and its attorneys in any formal or informal legal matters in which
Executive is named as a party or of which Executive has specific and relevant knowledge or documents, including (without limitation) any matters in which Executive is currently involved. Executive acknowledges and agrees that such assistance may
include, but will not be limited to, providing background information regarding any matter on which he previously worked, aiding in the drafting of declarations, executing declarations or similar documents, testifying or otherwise appearing at
investigation interviews, depositions, arbitrations or court hearings and preparation for the above-described or similar activities. AMD will use its best efforts to ensure that any assistance requested will be arranged so as not to interfere
unreasonably with Executive’s other employment or Executive’s family commitments. 
 Executive understands that Executive will receive
no additional compensation for his assistance beyond the Special Consideration. AMD agrees to reimburse Executive for any reasonable expenses approved by AMD in advance, that are incurred by Executive in complying with his obligations under this
paragraph. 
 If Executive is contacted by any party, potential party, attorney or other individual or entity in regard to any dispute,
potential dispute, litigation or potential litigation matter relating to or involving AMD, Executive will first contact AMD before communicating with such person or persons, and will allow legal counsel of AMD’s choosing to participate in any
such communication. For the duration of Executive’s employment and continuing after the Resignation Date, Executive promises not to encourage, counsel or assist (directly or indirectly) 

  
 3 

 any current or former employee, or third-party in the preparation, prosecution or defense of any
civil dispute, difference, grievance, claim, charge or complaint involving AMD or any of its customers unless compelled to do so by valid legal process. If Executive receives notice that Executive is required to provide testimony or
information in any context about AMD, or any of its customers, to any third party, Executive agrees to inform Harry Wolin (harry.wolin@amd.com) (or his designee/successor) in writing within 24 hours of receiving such notice. Executive,
thereafter, agrees to cooperate with AMD and its attorneys in responding to (if necessary) such legal process. In that regard, Executive agrees not to testify or provide any information unless AMD first consents to Executive’s testimony in
writing or AMD has informed Executive in writing that it has fully exhausted its efforts to challenge any request, subpoena or court order requiring Executive’s testimony. If Executive is required to provide testimony in any such context,
Executive is, of course, expected to testify truthfully. 
 If, at any time after the Resignation Date, Executive is required to give testimony
in any legal proceeding involving or relating to AMD, any of its customers, or Executive’s employment with AMD, AMD agrees to provide without expense to the Executive, and Executive agrees to retain, AMD’s outside counsel engaged in
connection with the matter; provided, however, should there be an actual legal conflict of interest preventing such outside counsel from representing both AMD and Executive, then AMD shall provide Executive substitute counsel of AMD’s choosing
and agreed upon by Executive. 
 8. Nonsolicitation / Competition. Executive agrees that for 12 months following the
Resignation Date, Executive will not, directly or indirectly: (i) solicit the services of any AMD employee for another employer or enterprise, or otherwise induce or attempt to induce any AMD employee to terminate his/her employment with AMD;
or (ii) solicit the business of any customer of AMD on behalf or for the benefit of any competitive enterprise, or otherwise engage in any competitive business activities. AMD acknowledges that Executive has disclosed to AMD that he has
accepted an offer of employment and AMD agrees that Executive will not be in breach of this Paragraph by acting within the scope of his job duties in this position. 
 9. No Admissions. Executive understands and agrees that this Agreement does not constitute an admission of any kind by either party. 

10. Forfeiture / Liquidated Damages. Executive understands and agrees that if a court of law determines that Executive has
violated this Agreement, Executive automatically forfeits the Special Consideration in its entirety. If Executive violates this Agreement after Executive has received the Special Consideration, Executive agrees that Executive will immediately return
the full amount of the Special Consideration to AMD as liquidated damages. 
 11. Release of Unknown Claims. Executive
confirms that Executive has read Section 1542 of the Civil Code of the State of California, which provides as follows: 
 A
GENERAL RELEASE DOES NOT EXTEND TO CLAIMS WHICH THE CREDITOR DOES NOT KNOW OR SUSPECT TO EXIST IN HIS OR HER FAVOR AT THE TIME OF EXECUTING THE RELEASE, WHICH IF KNOWN BY HIM OR HER MUST HAVE MATERIALLY AFFECTED HIS OR HER SETTLEMENT WITH THE
DEBTOR. 
 Executive understands that Section 1542 gives Executive the right not to release existing claims of which Executive is not now
aware, unless Executive voluntarily chooses to waive this right. With this knowledge, Executive nevertheless voluntarily waives the rights described in Section 1542 or any other statute of similar effect, and elects to assume all risks
for claims that may now exist in Executive’s favor, whether known or unknown. 

  
 4 

 12. Taxes / Advisors. Executive shall be solely responsible for payment of any and
all applicable income, employment, excise or other taxes related to payments under this Agreement. AMD may withhold from any amounts payable under this Agreement such taxes as shall be required to be withheld pursuant to any applicable federal,
state or local law or regulation. Executive represents and warrants to AMD that Executive has had the opportunity to obtain Executive’s own legal and tax counsel in connection with the negotiation and drafting of this Agreement and that
Executive has not relied upon AMD, its officers, directors, employees, agents, including its counsel, for legal or tax advice. 

13. Section 409A. To the extent applicable, this Agreement is intended to comply with Section 409A of the Internal
Revenue Code of 1986, as amended, and it shall be interpreted in a manner that complies with such section to the fullest extent possible. AMD and Executive agree that AMD shall, with Executive’s written consent, have the power to adjust the
timing or other details relating to the payments described in this Agreement if AMD determines that such adjustments are necessary in order to comply with or become exempt from the requirements of Section 409A. Executive further acknowledges
his understanding that certain compensation he elected to defer into the DIA during his employment is subject to 409A and its rules regarding timing of payments. Except as specifically permitted by Section 409A, the benefits and reimbursements
provided to Executive under this Agreement during any calendar year shall not affect the benefits and reimbursements to be provided to Executive under the relevant section of this Agreement in any other calendar year, and the right to such benefits,
perquisites and reimbursements cannot be liquidated or exchanged for any other benefit and shall be provided in accordance with Treas. Reg. Section 1.409A-3(i)(1)(iv) or any successor thereto. Further, in the case of reimbursement payments,
such payments shall be made to Executive on or before the last day of the calendar year following the calendar year in which the underlying fee, cost or expense is incurred. 
 14. Miscellaneous. Executive is entering into this Agreement freely and voluntarily and is satisfied that Executive has been given sufficient opportunity to consider it. Executive has carefully
read and understands all of the provisions of this Agreement. Executive understands that this is the entire agreement between Executive and AMD with respect to this subject matter, and Executive represents that no other statements, promises or
commitments of any kind, written or oral, have been made to Executive by AMD to cause Executive to agree to the terms of this Agreement. This Agreement shall be governed by and construed in accordance with the laws of the State of Texas and may not
be modified, except by written instrument signed by both parties. If any clause, provision or paragraph of this Agreement is found to be unenforceable, such clause, provision or paragraph shall be deemed severed from the Agreement and shall not
affect the validity of the remaining provisions of the Agreement. In any legal proceeding brought to enforce any provision of this Agreement, the prevailing party will be entitled to recovery of costs and reasonable attorneys’ fees. 

 

									
	Accepted and agreed:	 		 		 	
			
	Emilio Ghilardi	 		 	Advanced Micro Devices, Inc.
				
	 Signature:
	 	 /s/ Emilio Ghilardi
	 		 	Signature:
	 Printed Name:
	 	 Emilio Ghilardi
	 		 	By:	 	 /s/ Harry A. Wolin

	 Date:
	 	 4/20/12
	 		 	Title:	 	SVP
		 		 		 	Date:	 	4/30/12

  
 5 

 EXHIBIT A 
 WAIVER OF RIGHTS UNDER THE AGE DISCRIMINATION IN EMPLOYMENT ACT 
 Emilio
Ghilardi (“Executive” or “you”) knowingly and voluntarily, on behalf of yourself and your agents, attorneys, successors, assigns, heirs and executors, releases and forever discharges Advanced Micro Devices, Inc., a Delaware
corporation (the “Company”), and all of its subsidiaries and affiliates, together with all of their respective past and present directors, managers, officers, shareholders, partners, employees, agents, attorneys and servants,
representatives, administrators and fiduciaries (except that in the case of agents, representatives, administrators, attorneys and fiduciaries, only to the extent in any way related to his or her employment with, or the business affairs of the
Company) and each of their predecessors, successors and assigns (collectively, the “Releasees”) from any and all claims, charges, complaints, promises, agreements, controversies, liens, demands, causes of action, obligations, suits,
disputes, judgments, debts, bonds, bills, covenants, contracts, variances, trespasses, executions, damages and liabilities of any nature whatsoever relating in any way to your rights under the Age Discrimination in Employment Act of 1967, as amended
(the “ADEA”), whether known or unknown, suspected or unsuspected, which you or your executors, administrators, successors or assigns ever had, now have, or may hereafter claim to have against the Releasees in law or equity, arising on or
before the date this ADEA Release (as defined below) is executed by you, and whether or not previously asserted before any state or federal court or before any state or federal agency or governmental entity (the “ADEA Release”). This ADEA
Release includes, without limitation, any rights or claims relating in any way to your employment relationship with the Company or any of the Releasees, or the termination thereof, arising under the ADEA, including compensatory damages, punitive
damages, attorney’s fees, costs, expenses, and any other type of damage or relief. You represent that you have not commenced or joined in any claim, charge, action or proceeding whatsoever against the Company or any of the Releasees arising out
of or relating any of the matters set forth in this ADEA Release. You further agree that you shall not be entitled to any personal recovery in any claim, charge, action or proceeding whatsoever against the Company or any of the Releasees for any of
the matters set forth in this ADEA Release. 
 The Company has advised you to consult with an attorney of your choosing prior to
signing this ADEA Release. You represent that you understand and agree that you have the right and have been given the opportunity to review this ADEA Release with an attorney. You further represent that you understand and agree that the Company is
under no obligation to offer you this ADEA Release, and that you are under no obligation to consent to the ADEA Release, and that you have entered into this ADEA Release freely and voluntarily. 

You shall have twenty-one (21) days to consider this ADEA Release, and once you have signed this ADEA Release,
you shall have seven (7) additional days from the date of execution to revoke your consent to this ADEA Release. Any such revocation shall be made in writing so as to be received by the Company’s General Counsel (Harry Wolin, at
harry.wolin@amd.com) prior to the eighth (8th ) day
following your execution of this ADEA Release. If no such revocation occurs, this ADEA Release shall become effective on the eighth (8th) day following your execution of this ADEA Release (the “Effective Date”). In the event that you revoke
your consent, this ADEA Release and the Agreement to which it is attached shall be null and void. 
 IN WITNESS WHEREOF, the
Executive has executed this ADEA Release as of the date set forth below. 
 Accepted and agreed: 

Emilio Ghilardi 
  

			
	 Signature:
	 	 /s/ Emilio Ghilardi

	 Printed Name:
	 	 Emilio Ghilardi

	 Date:
	 	 4/20/12

  
 6Ex-10.1

 Exhibit 10.1 
 Confidential Materials omitted and filed separately with the 
 Securities and
Exchange Commission. Asterisks denote omissions. 
 AMENDED AND RESTATED 

WRIGHT EXPRESS CORPORATION 
 SHORT-TERM INCENTIVE PROGRAM 
 ARTICLE 1- PURPOSE OF PROGRAM 

Wright Express Corporation has adopted this Short-Term Incentive Program (“STIP”) to attract and retain high-performing employees; to provide
incentives for eligible employees to achieve specified company, department and/or individual performance goals; and to reward such employees for the achievement of specified goals on an annual basis. The Short-Term Incentive Program is intended to
qualify as performance-based compensation under Section 162(m) of the Internal Revenue Code. 
 ARTICLE 2- DEFINITIONS 

Wherever used in this document, the following terms have the meanings set forth below. 
 2.1 Appendix means an Appendix to this Program document containing targets, payment metrics, and other terms of the Program (or modifications thereof) applicable to a specific Plan Year or First
Half-Year Period. The Appendices shall be considered part of the Program document. 
 2.2 Company means Wright Express Corporation or any
legal entity that is controlled by, under common control with, or that controls Wright Express Corporation. 
 2.3 Eligible Earnings
means total gross pay for the applicable Plan Year or First Half-Year Period (or the portion thereof during which the Participant is actively employed and eligible to participate in the STIP), including, salary or wages classified by the Company as
regular; lump sum merit; paid time off (PTO), whether planned or unplanned; holiday; bereavement; jury duty; retroactive pay; overtime pay; shift differential; language differential; and excluding, salary or wages classified by the Company as
disability pay, commission/incentive pay, and bonuses.  
 2.4 Effective Date means January 1, 2012. 

2.5 MBO means management by objectives – Key Business Drivers. 
 2.6 Participant means an eligible employee who participates in the Program for a Plan Year or First Half-Year Period in accordance with Article 3. 

2.7 Plan Year means the fiscal year of the Company; as of the Effective Date, the Plan Year is the calendar year. 

2.8 First Half-Year Period means the six-month period beginning on January 1st and ending on June 30th of the Plan Year. 

  
 Page 1 of 11

 2.9 Program means this Wright Express Corporation Short-Term Incentive Program, as amended from time
to time, including the provisions of any Appendix, which are incorporated herein. 
 ARTICLE 3- PARTICIPATION 

3.1 Eligible Employees 
 Each full-time
regular or part-time regular employee of the Company who meets the following requirements shall be a Participant for a Plan Year: 
 (a) The employee is not eligible for payout under a subsidiary bonus program, a commission plan, or a high performance pay plan of the Company; and 

(b) The employee is generally considered a manager, director, vice president, senior vice president, executive vice
president, president or chief executive officer within the Company’s human resources information system and except as provided in Section 3.2, the employee is actively employed on the bonus payment date for the applicable year; or

 (c) The employee is generally categorized as an individual contributor or a team leader within the
Company’s human resources information system and received a First Half-Year Period payout or joined the company after the First-Half Year Period of the Plan Year. 
 Each full-time or part time regular employee of the Company who meets the following requirements shall be a Participant for a First Half-Year Period and for a Plan Year: 

(a) The employee is not eligible for payout under a subsidiary bonus program, a commission plan, or a high performance pay
plan of the Company; and 
 (b) Except as provided in Section 3.2, the employee is actively employed on the
bonus payment date for the applicable half year; and 
 (c) The employee is generally categorized as an
individual contributor or a team leader within the Company’s human resources information system; 
 3.2 Special Rules 

(a) A Participant who dies or becomes totally disabled during a Plan Year or First Half-Year Period (as determined under
the Company’s Long-Term Disability program) may receive a pro-rated bonus at target for the applicable year or half-year based on his 

  
 Page 2 of 11

 
\or her Eligible Earnings during the period of the Participant’s active employment. Any bonus payable to a deceased Participant shall be paid to his or her personal representative. Any bonus
paid pursuant to this Section 3.2(a) shall be paid within 15 days of the Participant’s death or the determination of total disability. 
 (b) A Participant who is not actively employed on the bonus payment date for a Plan Year or First Half-Year Period due to an approved leave of absence may receive a bonus for the applicable year or
half-year based on his or her Eligible Earnings during the period of the Participant’s active employment upon his or her return to active employment by the Company. Any bonus paid pursuant to this Section 3.2(b) shall be paid to the
Participant at the same time as bonuses are paid to all Participants pursuant to Section 5.1 hereof. 
 (c)
A Participant who shall be the subject of a Performance Improvement Plan and continues to be the subject of a Performance Improvement Plan at the time payments are made under Section 5.1 of the Program shall not be eligible to receive a payment
until he or she has successfully met the requirements of the Performance Improvement Plan. Any bonus paid pursuant to this Section 3.2(c) shall be paid no later than the end of the calendar year following the Plan Year. 

ARTICLE 4- INCENTIVES 
 The Corporate and
Executive Officer MBOs for each Plan Year shall be approved by the Compensation Committee of the Company’s Board of Directors, or its delegate. 
 An Individual Effectiveness Factor (“IEF”) shall be assigned to an employee classified as an “associate” based on criteria established by the Company. The IEF for each associate shall
be initially established at 1.00. An associate’s IEF for payout may be adjusted down, but not below 0.75, or up, but not above 1.25, by action of his or her supervisor with the approval of his or her division Senior Vice President, or Executive
Vice President as applicable. However, the foregoing adjustments (in the aggregate) must not increase the total amount payable under the Program for the given year or half-year. In this regard, neither the CEO nor any other executive officer is to
be considered as an “associate.” 
 The performance measures applicable to a Plan Year or First Half-Year Period shall be set out in
the Appendix. 
 ARTICLE 5- PAYMENTS 
 5.1 Time and Form 
 Bonuses shall be calculated and paid in a single payment for the
applicable year or half-year, by no later than March 15th of the following year. 

  
 Page 3 of 11

 5.2 Position Changes 
 “Position changes” include promotions, demotions, and transfers between positions and/or departments. All calculations shall be made based on each Participant’s applicable Eligible Earnings
and the Participant’s position and STIP percentage at the end of the applicable performance period. If a position change results in a Participant moving from eligibility for Full-Year participation to eligibility for Half-Year participation
after the First Half-Year has been measured and paid out, the Eligible Earnings for the entire year will be utilized in calculating the Participant’s Full-Year payout. 
 5.3 Taxes 
 All federal, state or local taxes as well as any garnishments that the Program
Administrator determines are required to be withheld from any payments made under the Program shall be withheld. 
 ARTICLE 6- ADMINISTRATION

 6.1 Program Administrator 

The Program shall be administered by the Compensation Committee of the Company’s Board of Directors, which may delegate administrative responsibility
in whole or in part to the Chairman and Chief Executive Officer and/or the Senior Vice President, Human Resources (“Administrators”), subject to any requirements for review and approval that may be established by the Compensation
Committee. In all areas not specifically reserved for such review and approval, the decisions of the applicable Administrator shall be binding on the Company and each eligible employee under Article 3. Notwithstanding the foregoing, the Compensation
Committee may not modify MBOs or other performance criteria during a Plan Year so as to increase the payment to a Section 162(m) Participant (as defined below) or exercise its discretion to increase the amount of incentive pay that would
otherwise be due a Section 162(m) Participant upon attainment of a performance goal. 
 6.2 Claims 

Claims regarding payments under the Program shall be directed to a Participant’s direct supervisor and/or the Company’s Human Resources
Department. Any claim regarding the amount of any bonus payment hereunder shall be made within 30 days of the date of such payment, or shall be forfeited. 
 ARTICLE 7- AMENDMENT AND TERMINATION 
 The Company reserves the right to terminate, amend,
modify and/or restate this Program, in whole or in part, at will at any time, with or without advance notice. 

  
 Page 4 of 11

 ARTICLE 8- MISCELLANEOUS 
 8.1 Payment Adjustments and Special Circumstances 
 The Compensation Committee shall have
the authority to adjust payments under the Program (upward or downward) at its discretion. Subject to the approval of the Compensation Committee, the Chairman and Chief Executive Officer and the Senior Vice President, Human Resources, acting
together, shall have the power to adjust payments under the Program (upward or downward) as and to the extent appropriate to achieve the stated goals and purposes of the Program and may approve exceptions to the Program under special circumstances,
to avoid undue hardship with respect to a Participant. Notwithstanding the foregoing, neither the Compensation Committee, the CEO, the Senior Vice President, Human Resources, nor any other person may increase or accelerate the payment due to any
Section 162(m) Participant with respect to any Plan Year. The term “Section 162(m) Participant” shall mean the CEO and each of the four highest paid officers of the Company (other than the CEO) on the last day of the taxable year, for
purposes of the executive compensation disclosure rules under the Securities Exchange Act of 1934. 
 8.2 Information 

The Program Administrators shall be responsible for ensuring effective communication of the Program to eligible employees. Copies of the Program shall be
available to all Participants. All modifications and changes to the Program shall be appropriately documented and communicated to Participants. 

8.3 No Guarantee of Payment 
 The Company
does not guarantee payment of any bonus amounts hereunder, except to the extent that payment is required by applicable law. 
 8.4 Limitation
of Employees’ Rights 
 Nothing contained in the Program shall confer upon any person a right to be employed or to continue in the
employ of the Employer, or interfere in any way with the right of the Employer to terminate the employment of a Participant at any time, with or without cause. 

  
 Page 5 of 11

 IN WITNESS WHEREOF, Wright Express Corporation has caused this document to be executed
by its duly authorized officer this 28th day of March,
2012. 
  

					
		 	WRIGHT EXPRESS CORPORATION
			
		 	By:	 	 /s/ Robert C. Cornett

		 		 	Robert C. Cornett
			
		 	Its:	 	Senior Vice President, Human Resources
			
		 	Date:	 	 March 28, 2012

  
 Page 6 of 11

 APPENDIX I 

2012 STIP FACTORS 

STIP Weightings for Plan Year Calculations and Payout 
 STIP weightings vary by individual but generally follow the formula shown: 
  

																					
	 	  	Corporate Metrics	 	 	Business Metrics	 	 	MBOs	 
	  	ANI	 	 	PPG
Adjusted
Revenue	 	 	EBIT	 	 	PPG
Adjusted
Revenue	 	 	 	 
						
	 CEO
	  	 	50	% 	 	 	20	% 	 				 				 	 	30	% 
	 Corporate
	  				 				 				 				 			
	 Executives
	  	 	50	% 	 	 	20	% 	 				 				 	 	30	% 
	 VPs
	  	 	50	% 	 	 	20	% 	 				 				 	 	30	% 
	 Directors/Managers
	  	 	30	% 	 	 	20	% 	 				 				 	 	50	% 
	 Team Leaders/Associates
	  	 	80	% 	 	 	20	% 	 				 				 			
	 Business Units
	  				 				 				 				 			
	 Presidents
	  	 	20	% 	 				 	 	30	% 	 	 	20	% 	 	 	30	% 
	 Executives
	  	 	20	% 	 				 	 	30	% 	 	 	20	% 	 	 	30	% 
	 VPs
	  	 	10	% 	 				 	 	30	% 	 	 	20	% 	 	 	40	% 
	 Directors/Managers
	  				 				 	 	30	% 	 	 	20	% 	 	 	50	% 
	 Team Leaders/Associates
	  				 				 	 	80	% 	 	 	20	% 	 			

 STIP Payout Levels 
 In 2012, the Company must achieve at least threshold results for Corporate Full-Year Adjusted Net Income in order to pay out any portion of the Short Term Incentive Program to any Full Year Participants
and the Company must achieve at least threshold results for Corporate First Half-Year Adjusted Net Income in order to pay out any portion of the Short-Term Incentive Program to any Half-Year Participants. 

 

					
	 Performance Results
	  	 	Payout	% 
	 Threshold
	  	 	25	% 
	 Threshold/Target
	  	 	50	% 
	 Target
	  	 	100	% 
	 Target/Max
	  	 	150	% 
	 Max or above
	  	 	200	% 

 Note: Payouts for all Metrics and MBOs will be according to the above chart and will be interpolated
between the performance result levels whenever possible. If an MBO cannot be interpolated due to the metrics used, payout level for that MBO will be at the highest performance result level fully achieved. 

  
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 2012 STIP Metrics 
 Corporate STIP Metrics: 
  

													
	 Performance Goal
	  	Threshold
Performance	 	 	Target
Performance	 	 	Maximum
Performance	 
	 Adjusted Net Income Full-Year1
	  	$	[**	] 	 	$	[**	] 	 	$	[**	] 
	 PPG Adjusted Revenue Full-Year2
	  	$	[**	] 	 	$	[**	] 	 	$	[**	] 
				
	 Adjusted Net Income First Half-Year3
	  	$	[**	] 	 	$	[**	] 	 	 	N/A	  
	 PPG Adjusted Revenue First Half-Year4
	  	$	[**	] 	 	$	[**	] 	 	 	N/A	  

  

	(1)	Adjusted Net Income Full-Year means Adjusted Net Income as reported in the Corporation’s Form 10-K filing reporting the Corporation’s results for the
performance period (the “10-K ANI”). Notwithstanding the foregoing,in order to determine the level of performance for purposes of this Program, the Compensation Committee may exercise discretion to reduce the 10K ANI by any or all of the
following items (if any): losses from discontinued operations, the cumulative effects of changes in Generally Accepted Accounting Principles, any one-time charge or dilution resulting from any acquisition or divestiture, the effect of changes to our
effective federal or state tax rates, extraordinary items of loss or expense, and any other unusual or nonrecurring items of loss or expense, including restructuring charges. 

	(2)	PPG Adjusted Revenue Full-Year is reported 2012 Revenue adjusted for the difference between reported 2012 PPG and Board-approved budgeted 2012 PPG of $[**] US and
A$[**] (per liter) Australian. 

	(3)	Adjusted Net Income First Half-Year means Adjusted Net Income as reported in the Corporation’s Form 10-Q filing reporting the Corporation’s results for the
first and second quarters of 2012 (the “10-Q ANI”). Notwithstanding the foregoing, in order to determine the level of performance for purposes of this Program, the Compensation Committee may exercise discretion to reduce the 10Q ANI by any
or all of the following items (if any): : losses from discontinued operations, the cumulative effects of changes in Generally Accepted Accounting Principles, any one-time charge or dilution resulting from any acquisition or divestiture, the effect
of changes to our effective federal or state tax rates, extraordinary items of loss or expense, and any other unusual or nonrecurring items of loss or expense, including restructuring charges. 

	(4)	PPG Adjusted Revenue First Half-Year is reported Revenue adjusted for the difference between reported 2012 PPG and Board-approved budgeted 2012 PPG of $[**] US and
A$[**] (per liter) Australian for the first and second quarters of 2012. 

 Americas STIP Metrics: 

 

													
	Performance Goal	  	Threshold
Performance	 	 	Target
Performance	 	 	Maximum
Performance	 
	 EBIT Full-Year1
	  	$	[**	] 	 	$	[**	] 	 	$	[**	] 
				
	 PPG Adjusted Revenue Full-Year2
	  	$	[**	] 	 	$	[**	] 	 	$	[**	] 
				
	 EBIT First Half-Year3
	  	$	[**	] 	 	$	[**	] 	 	 	N/A	  
				
	 PPG Adjusted Revenue First Half-Year4
	  	$	[**	] 	 	$	[**	] 	 	 	N/A	  

  

	(1)	 EBIT Full-Year means Americas Business Unit Earnings before Interest and Taxes and any Allocations of Corporate Expenses to the Business Unit and
shall be calculated consistently with Corporate Adjusted Net Income as reported in the Corporation’s Form 10-K filing reporting the Corporation’s results for 2012 and may be adjusted to exclude the following items (if any): losses from
discontinued 

  
 Page 8 of 11

	 	
operations, the cumulative effects of changes in Generally Accepted Accounting Principles, any one-time charge or dilution resulting from any acquisition or divestiture, the effect of changes to
our effective federal or state tax rates, extraordinary items of loss or expense, and any other unusual or nonrecurring items of loss or expense, including restructuring charges. Interest means interest related to the senior credit facility. This
calculation does not exclude Operating Interest as reported on the income statement. The Compensation Committee may exercise discretion to include all or part of an item of loss or expense. 

	(2)	PPG Adjusted Revenue Full-Year is reported 2012 Revenue for the Americas adjusted for the difference between reported 2012 PPG and Board-approved budgeted 2012 PPG
of $[**] US. 

	(3)	 EBIT First Half-Year means Americas Business Unit Earnings before Interest and Taxes and any Allocations of Corporate Expenses to the Business Unit
and shall be calculated consistently with Corporate Adjusted Net Income as reported in the Corporation’s Form 10-Q
filing reporting the Corporation’s results for the first and second quarters of 2012 and may be adjusted to exclude the following items (if any): losses from discontinued
operations, the cumulative effects of changes in Generally Accepted Accounting Principles, any one-time charge or dilution resulting from any acquisition or divestiture, the effect of changes to our effective federal or state tax rates,
extraordinary items of loss or expense, and any other unusual or nonrecurring items of loss or expense, including restructuring charges. Interest means interest related to the senior credit facility. This calculation does not exclude Operating
Interest as reported on the income statement. The Compensation Committee may exercise discretion to include all or part of an item of loss or expense. 

	(4)	PPG Adjusted Revenue First Half-Year is reported Revenue for the Americas adjusted for the difference between reported 2012 PPG and Board-approved budgeted 2012 PPG
of $[**] US for the first and second quarters of 2012. 

 International STIP Metrics: 

 

													
	 Performance Goal
	  	Threshold
Performance	 	 	Target
Performance	 	 	Maximum
Performance	 
	 EBIT Full-Year1
	  	$	[**	] 	 	$	[**	] 	 	$	[**	] 
	 PPG Adjusted Revenue Full-Year2
	  	$	[**	] 	 	$	[**	] 	 	$	[**	] 
				
	 EBIT First Half-Year3
	  	$	[**	] 	 	$	[**	] 	 	 	N/A	  
	 PPG Adjusted Revenue First Half-Year4
	  	$	[**	] 	 	$	[**	] 	 	 	N/A	  

  

	(1)	EBIT Full-Year means International Business Unit Earnings before Interest and Taxes and any Allocations of Corporate Expenses to the Business Unit and shall be
calculated consistently with Corporate Adjusted Net Income as reported in the Corporation’s Form 10-K filing reporting the Corporation’s results for 2012 and may be adjusted to exclude the following items (if any): losses from discontinued
operations, the cumulative effects of changes in Generally Accepted Accounting Principles, any one-time charge or dilution resulting from any acquisition or divestiture, the effect of changes to our effective federal or state tax rates,
extraordinary items of loss or expense, and any other unusual or nonrecurring items of loss or expense, including restructuring charges. Interest means interest related to the senior credit facility. This calculation does not exclude Operating
Interest as reported on the income statement. The Compensation Committee may exercise discretion to include all or part of an item of loss or expense. 

	(2)	PPG Adjusted Revenue Full-Year is reported 2012 Revenue for the International Business Unit adjusted for the difference between reported 2012 PPG and Board-approved
budgeted 2012 PPG of A$[**] (per liter) Australian. 

	(3)	EBIT First Half-Year means International Business Unit Earnings before Interest and Taxes and any Allocations of Corporate Expenses to the Business Unit and shall be
calculated consistently with Corporate Adjusted Net Income as reported in the Corporation’s Form 10-Q filing reporting the Corporation’s results for the first and second quarters of 2012 and may be adjusted to exclude the following items
(if any): losses from discontinued operations, the cumulative effects of changes in Generally Accepted Accounting Principles, any one-time charge or dilution resulting from any acquisition or divestiture, the effect of changes to our effective
federal or state tax rates, extraordinary items of loss or expense, and any other unusual or nonrecurring items of loss or expense, including restructuring charges. Interest means interest related to the senior credit facility. This calculation does
not exclude Operating Interest as reported on the income statement. The Compensation Committee may exercise discretion to include all or part of an item of loss or expense. 

	(4)	PPG Adjusted Revenue First Half-Year is reported Revenue for the International Business Unit adjusted for the difference between reported 2012 PPG and Board-approved
budgeted 2012 PPG of A$[**] Australian for the first and second quarters of 2012. 

  
 Page 9 of 11

 MBOs 
 When establishing the MBO performance levels, Threshold goals are generally set at 90% probability of achievement, Target goals are generally set at 75% probability of achievement, and Maximum goals are
generally set at 25% probability of achievement. 
 Executive Officer MBOs: The CEO, EVPs, and SVPs generally have 2-4 MBOs which
may be shared with other executives or represent a targeted strategic or operational MBO. 
 Management MBOs: Each VP,
Director or Manager generally has 2-4 MBOs which may be shared with other Managers or represent a targeted strategic, functional or operational MBO. 
 STIP Weightings for First Half-Year Period Calculations and Payout 
  

					
	 	  	Net Income Measure	 	Revenue Measure
	 Corporate Associates and Team Leaders
	  	  
 80%
	 	20%
	  	Corporate ANI	 	  
 Corporate

PPG Adjusted Revenue

	 Business Unit Associates and Team Leaders
	  	80%  
	 	  
 20%

 

	  	Business Unit EBIT	 	Business Unit

PPG Adjusted Revenue

 Payout Levels for First Half-Year Period 
 In 2012, the Company must achieve at least threshold results for the First Half-Year Period Corporate Adjusted Net Income in order to pay out any portion of the First Half-Year Period of the Short Term
Incentive Program at either the Corporate or Business Unit levels. 
  

					
	 Performance Results
	  	Payout %	 
	 Threshold
	  	 	25	% 
	 Threshold/Target
	  	 	50	% 
	 Target
	  	 	100	% 
	 Target/Max
	  	 	100	% 
	 Max or above
	  	 	100	% 

 Note: Payout levels of the corporate metric payout levels will be incrementalized. 

  
 Page 10 of 11

 Special Provision for Payout of First Half-Year Periods where Actual Performance Exceeds Target

 In the case of a First Half-Year Period where the actual performance at the Corporate or Business Unit level exceeds Target, payout will
be capped at Target. The Chief Executive Officer of the Corporation may exercise discretion to modify First Half-Year Period payouts based on Company performance or other factors. 

  
 Page 11 of 11

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