Document:

SunCoke Energy Executive Annual Incentive Plan for 2011

 Exhibit 10.2 

SunCoke Energy 2011 Executive Annual Incentive Plan 
 THE SunCoke Energy Executive Annual Incentive Plan (the “Plan”) is hereby made and entered into by SunCoke Energy, Inc., f/k/a Sun Coke Company (“SCE”), and is made
effective the first day of January 2011 (the “Effective Date”). 
 Eligibility 

The Plan applies to Eligible Employees of SunCoke Technology and Development LLC, SunCoke Energy Jewell Coal & Coke Company, Jewell Smokeless
Coal Corporation, Dominion Coal Corporation, Indiana Harbor Coke Company, Haverhill North Coke Company, Gateway Energy & Coke Company and Middletown Coke Company. “Eligible Employees” means non-union, active employees of
SCE and the aforementioned affiliates who are at a director/general manager level of SCE or above. A full-time employee is an employee who works thirty or more hours per regular work week. 
 Administration of the Plan 
 Prior to the initial public offering of SCE (the
“IPO”), the Plan shall be administered by a committee consisting of the Chief Executive Officer of SCE, the Senior Vice President of Human Resources of Sunoco, Inc., and the Vice President of Human Resources of SCE, or any other
members designated by SCE from time to time. Following the IPO, the Plan shall be administered by the Compensation Committee of the board of directors of SCE (each, a “Plan Committee”). The Plan Committee shall have such duties and
powers as may be necessary to discharge its duties under the Plan, including, but not by way of limitation, the following: 
 (a)
To construe and interpret the Plan in its absolute discretion and to determine all questions arising in the administration, interpretation and application of the Plan (including, without limitation, the discretionary authority set forth herein). Any
such actions, determinations or decisions of the Plan Committee shall be conclusive and binding on all Eligible Employees and SCE; 
 (b) To prepare and distribute, in such manner as the Plan Committee determines to be appropriate and in accordance with applicable laws, information explaining the Plan; 

(c) To receive from SCE and from Eligible Employees such information as may be necessary for the proper administration of the Plan; and

 (d) To appoint or employ individuals to assist in the administration of the Plan and any other agents it deems advisable,
including legal counsel. 

  
 1 

 None of SCE nor the members of the Plan Committee shall be liable for any action taken or not taken or
decision made or not made in good faith relating to the Plan or any award thereunder. 
 Base Amount 

A base amount (“Base Amount”) for each Eligible Employee with respect to the calendar year for which the applicable annual bonus (the
“Annual Bonus”) is paid (the “Applicable Year”) shall be the product of the Eligible Employee’s (y) annual base salary as of December 31 of the Applicable Year, exclusive of benefits, bonuses, grants
and premium pay, multiplied by (z) his or her applicable annual guideline percentage as determined for such Applicable Year, taking into account any change in annual guideline percentage that occurs during the Applicable Year, in which case the
guideline percentage will be prorated based on the portion of the year that each guideline percentage applied. 
 Calculation of Annual
Bonus 
 An Eligible Employee’s Base Amount will be increased or decreased depending upon (a) the consolidated financial,
safety, environmental and asset utilization performance of SCE and its affiliates, and (b) the Eligible Employee’s individual performance for the Applicable Year. Subject to the discretion of the Plan Committee set forth under the heading
“Plan Committee Discretion” below, the Annual Bonus is to be determined as follows: 
 (1) Performance Measures: A total
combined payout factor (the “Company Payout Factor”) shall be determined based on the Performance Measures identified below, which shall be weighed as follows: 

 

			
	Performance Measure	  	Weight
	 Net Income After Taxes (“NIAT”)
	  	50%
	 Return on Capital Employed (“ROCE”)
	  	15%
	 Cash Flow
	  	10%
	 Safety Performance
	  	10%
	 Environmental Performance
	  	10%
	 Domestic Coke Plant Asset Utilization
	  	5%
		  	100%

 The payout factor for each Performance Measure shall be determined as follows: 

  
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	A.	Net Income After Taxes. 

  

					
	Factor	  	Income	 
	 0
	  	 	< $76 million	  
	 50%
	  	 	   $76 million	  
	 100%
	  	 	   $106 million	  
	 150%
	  	 	   $136 million	  
	 200%
	  	 	> $156 million	  

  

	B.	Return on Capital Employed. 

ROCE is calculated by taking operating income after tax plus after-tax interest expense and dividing it by capital employed. ROCE is
a measure of the efficiency of SCE’s capital resources utilization. 
  

					
	Factor	  	Return on Capital Rate	 
	 0
	  	 	< 7.0	% 
	 50%
	  	 	7.0	% 
	 100%
	  	 	9.8	% 
	 150%
	  	 	12.6	% 
	 200%
	  	 	> 14.4	% 

  

	C.	Cash Flow. 

  

					
	Factor	  	Cash Flow	 
	 0
	  	 	< ($133 million)	  
	 50%
	  	 	  ($133 million)	  
	 100%
	  	 	  ($103 million)	  
	 150%
	  	 	  ($73 million)	  
	 200%
	  	 	> ($27 million)	  

  
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 D. Safety Performance. 

 

																							
	 	  	 	  	Performance Factor Scale	 
	Weight	  	Metric	  	0%	 	  	50%	 	  	100%	 	  	150%	 	  	200%	 
	60%	  	Coke Plant Safety Rate	  	 	> 0.90	  	  	 	0.90	  	  	 	0.75	  	  	 	0.60	  	  	 	< 0.50	  
	20%	  	Mining Safety Rate	  	 	> 4.00	  	  	 	4.00	  	  	 	3.50	  	  	 	3.00	  	  	 	< 2.50	  
	20%	  	Middletown Safety Rate	  	 	>1.25	  	  	 	1.25	  	  	 	1.00	  	  	 	0.75	  	  	 	< 0.50	  

 E. Environmental Performance. 

 

	
	 Comprehensive assessment of:

	 1. Satisfactory progress to resolve NOV’s

2. Better than 34 environmental deviations

3. Improved performance to targeted venting levels

4. Middletown start-up environmental performance at least 50% better than Granite City
performance

	

 F. Domestic Coke Plant Asset Utilization. 

 

					
	Factor	  	Reliability	 
	 0%
	  	 	<89	% 
	 50%
	  	 	89	% 
	 100%
	  	 	90.5	% 
	 150%
	  	 	92.0	% 
	 200%
	  	 	>93.0	  

 (2) Individual Performance Factor: The “Individual Performance Factor” is a percentage between
zero (0) and one hundred and fifty percent (150%) based on the performance of each Eligible Employee during the Applicable Year. The Individual Performance Factor shall be set and approved by the Plan Committee, and shall take into
consideration the overall performance of the Eligible Employee and his or her contribution to the organization during the Applicable Year. 

  
 4 

 The Individual Performance Factor is subject to limitation by the aggregate pool of funds available for
distribution to all Eligible Employees under the Plan (the “Pool”). The Pool is equal to the product of (i) the sum of the Base Amount of all Eligible Employees multiplied by (ii) the Company Payout Factor. The total
Annual Bonus paid to any Eligible Employee shall not exceed 200% of his or her Base Amount. 
 (3) Total Annual Bonus: The Annual
Bonus for each Eligible Employee under the Plan for the Applicable Year is determined by multiplying (i) the product of (a) the Company Performance Factor and (b) the Individual Performance Factor by (ii) the Eligible
Employee’s Base Amount.  
 Proration 
 Any Eligible Employee hired as of January 1st through March 31st shall receive his or her Annual Bonus, without proration, as respects his or her year of hire (the “Hire Year”). Any Eligible Employee hired as of April 1st through September 30th shall be eligible for a prorated portion of his or her Annual Bonus
as respects his or her Hire Year. Eligible Employees hired as of October 1st through December 31st shall not be eligible to receive an Annual Bonus as respects his or her Hire Year. Subject to the discretion of the Plan Committee, any Eligible Employee who provided significant services to SCE while
employed by Sunoco, Inc. shall be deemed to be an Eligible Employee as of the date on which such Eligible Employee began to provide services to SCE. 
 The Annual Bonus will be prorated, as applicable, in the event of an Eligible Employee’s death or Retirement or, as applicable, where he or she is disabled and is unable to work (on a cumulative
basis) for more than one (1) month during an Applicable Year. In the case of Retirement, an Eligible Employee will be eligible for a payment of the prorated bonus if Retirement occurs prior to December 31st of the Applicable Year and will be eligible for a full bonus where
Retirement occurs after December 31st of the
Applicable Year and prior to the payment of the Annual Bonus during the following year. For the purposes of the Plan, “Retirement” shall mean an Eligible Employee’s termination of employment, other than for Just Cause (as
defined in the SCE Long-Term Performance Enhancement Plan), where the Eligible Employee has either (i) attained age 55 and has provided services to SunCoke for ten (10) years or more or (ii) attained age 60 and has provided services
to SunCoke for five (5) years or more. 
 Plan Committee Discretion 
 Notwithstanding anything in the Plan to the contrary, the Plan Committee may, in its sole discretion, withhold payment of the Annual Bonus or, alternatively, reduce or increase the amount of the Annual
Bonus otherwise payable to any Eligible Employee or any group of Eligible Employees who work for business or operating units of SCE or any of its affiliates (collectively, a “Eligible Employee Group”), if the Plan Committee
reasonably determines that such Eligible Employee or Eligible Employee Group has 

  
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either (i) failed to act in accordance with acceptable performance standards during such Applicable Year, or (ii) acted in a manner detrimental to the interests or reputation of SCE or
any of its affiliates. Furthermore, the Plan Committee may, in its discretion, redistribute the amount of any such withholding or reduction in whole or in part to an Eligible Employee or Eligible Employee Group that the Plan Committee reasonably
determines has performed in a manner that exceeds expectations during such Applicable Year, subject to the 200% individual Annual Bonus limitation set forth in the Plan. 
 Payment of Annual Bonus 
 The Annual Bonus, if any, will be paid
on or before March 15th during year following the
year during which the Annual Bonus is earned. Except in the case of death or Retirement as explained above, an employee must be actively employed on the payment date to be eligible for a bonus payment. 

Plan Termination and Modification 

The Plan may be terminated, amended or modified in any respect at any time, and from time to time, at the Plan Committee’s sole discretion.

  
 6Exhibit 10.1

 Exhibit 10.1 
 RESTRICTED STOCK UNIT AGREEMENT 
 MARRIOTT VACATIONS WORLDWIDE CORPORATION

 STOCK AND CASH INCENTIVE PLAN 
 THIS AGREEMENT (the “Agreement”) is made on <<GRANT DATE>> (the “Grant Date”) by MARRIOTT VACATIONS WORLDWIDE CORPORATION (the “Company”) and
<<PARTICIPANT NAME>> (“Employee”). 
 WITNESSETH: 

WHEREAS, the Company maintains the Marriott Vacations Worldwide Corporation Stock and Cash Incentive Plan, as amended (the
“Plan”); and 
 WHEREAS, the Company wishes to award to designated employees certain Restricted Stock Unit awards
(“RSUs”) as provided in Article 8 of the Plan; and 
 WHEREAS, Employee has been approved by the Compensation
Policy Committee (the “Committee”) of the Company’s Board of Directors (the “Board”) to receive an award of RSUs under the Plan; 
 NOW, THEREFORE, it is agreed as follows: 
 1. Prospectus. Employee has been
provided with, and hereby acknowledges receipt of, a Prospectus for the Plan dated <<DATE>>, which contains, among other things, a detailed description of the RSU award provisions of the Plan. Employee further acknowledges that he
has read the Prospectus and this Agreement, and that Employee understands the provisions thereof. 
 2. Interpretation.
The provisions of the Plan are incorporated herein by reference and form an integral part of this Agreement. Except as otherwise set forth herein, capitalized terms used herein shall have the meanings given to them in the Plan. In the event of any
inconsistency between this Agreement and the Plan, the terms of the Plan shall govern. A copy of the Plan is available from the Compensation Department of the Company upon request. All decisions and interpretations made by the Committee or its
delegate with regard to any question arising hereunder or under the Plan shall be binding and conclusive. 
 3. Grant of
RSUs. Subject to the terms and conditions of the Plan, Employee’s acceptance of this Agreement and to satisfaction of the tax provisions of any policy of the Company regarding international assignments, if applicable, this award (the
“Award”) of <<QTY GRANTED>> RSUs is made as of the Grant Date. 
 4. RSU and Common Share
Rights. The RSUs awarded under this Agreement shall be recorded in a Company book-keeping account and shall represent Employee’s unsecured right to receive from the Company the transfer of title to shares of Common Stock of the Company
(“Common Shares”) in accordance with the schedule of Vesting Dates set forth in paragraph 5 below, provided that Employee has satisfied the Conditions of Transfer set forth in paragraph 6 below and subject to the satisfaction of the
provision on withholding taxes set forth in paragraph 10 below. On each such Vesting Date, if it occurs, the Company shall reverse the book-keeping entry for all such related RSUs and transfer a corresponding number of Common Shares (which may be
reduced by the number of shares withheld to satisfy withholding taxes as set forth in paragraph 10 below, if share reduction is the method utilized for satisfying the tax withholding obligation) to an individual brokerage account (the
“Account”) established and maintained in Employee’s name. Employee shall have all the rights of a stockholder with respect to such Common Shares transferred to the Account, including but not limited to the right to vote the Common
Shares, to sell, transfer, liquidate or otherwise dispose of the Common Shares, and to receive all dividends or other distributions paid or made with respect to the Common Shares from the time they are deposited in the Account. Employee shall have
no voting, transfer, liquidation, dividend or other rights of a Common Share stockholder with respect to RSUs prior to such time that the corresponding Common Shares are transferred, if at all, to Employee’s Account. 

5. Vesting in RSUs. The RSUs shall vest pro rata with respect to an additional <<PERCENTAGE>>
percent of the RSUs granted hereunder on the 15th day
of the month in which occurs the <<NUMBER>> anniversaries of the Grant Date, respectively (each such date, a “Vesting Date”). Notwithstanding the foregoing, in the event that any such 15th day of the month is a Saturday, Sunday or other day on which stock
of the Company is not traded on the New York Stock Exchange or another national exchange, then the Vesting Date shall be the next following day on which the stock of the Company is traded on the New York Stock Exchange or another national exchange.

 6. Conditions of Transfer. With respect to any RSUs awarded to Employee, as a
condition of Employee receiving a transfer of corresponding Common Shares in accordance with paragraph 4 above, Employee shall meet all of the following conditions during the entire period from the Grant Date hereof through the Vesting Date relating
to such RSUs: 
  

	 	(a)	Employee must continue to be an active employee of the Company (“Continuous Employment”); 

 

	 	(b)	Employee must refrain from Engaging in Competition (as defined in Section 2.22 of the Plan) without first having obtained the written consent thereto from the
Company (“Non-competition”); and 

  

	 	(c)	Employee must refrain from committing any criminal offense or malicious tort relating to or against the Company or, as determined by the Committee in its discretion,
engaging in willful acts or omissions or acts or omissions of gross negligence that are or potentially are injurious to the Company’s operations, financial condition or business reputation. (“No Improper Conduct”). The Company’s
determination as to whether or not particular conduct constitutes Improper Conduct shall be conclusive. 

 If
Employee should fail to meet the requirements relating to (i) Continuous Employment, (ii) Non-competition, or (iii) No Improper Conduct, then Employee shall forfeit the right to vest in any RSUs that have not already vested as of the
time such failure is determined, and Employee shall accordingly forfeit the right to receive the transfer of title to any corresponding Common Shares. The forfeiture of rights with respect to unvested RSUs (and corresponding Common Shares) shall not
affect the rights of Employee with respect to any RSUs that already have vested nor with respect to any Common Shares the title of which has already been transferred to Employee’s Account. 

7. Non-Assignability. The RSUs shall not be assignable or transferable by Employee except by will or by the laws of descent and
distribution. 
 8. Effect of Termination of Employment. 

 

	 	(a)	In the event Employee’s Continuous Employment is terminated prior to the relevant Vesting Date on account of death, and if Employee had otherwise met the
requirements of Continuous Employment, Non-competition and No Improper Conduct from the Grant Date through the date of such death, then Employee’s unvested RSUs shall immediately vest in full upon death and Employee’s rights hereunder with
respect to any such RSUs shall inure to the benefit of Employee’s executors, administrators, personal representatives and assigns. 

  

	 	(b)	In the event Employee’s Continuous Employment is terminated prior to the relevant Vesting Date on account of Employee’s Retirement (as defined below), and if
Employee had otherwise met the requirements of Continuous Employment, Non-competition and No Improper Conduct from the Grant Date through the date of such Disability or Retirement, and provided that Employee continues to meet the requirements of
Non-competition and No Improper Conduct, then Employee’s rights hereunder with respect to any outstanding, unvested RSUs shall continue in the same manner as if Employee continued to meet the Continuous Employment requirement through the
Vesting Dates related to the Award, except not for that portion of RSUs granted less than one year prior to Employee’s termination equal to such number of shares multiplied by the ratio of (a) the number of days after the termination date
and before the first anniversary of the Grant Date, over (b) the number of days in the twelve (12) month period following the Grant Date. For purposes of this Agreement, “Retirement” shall mean termination of employment on account of
Disability (as defined in Section 2.15 of the Plan) or by retiring with the specific approval of the Committee on or after such date on which Employee has attained age 55 and completed ten (10) Years of Service. 

Except as set forth in this paragraph 8 above, no other transfer of rights with respect to RSUs shall be permitted pursuant to this Agreement.

 9. Non-Solicitation. In consideration of good and valuable consideration in the form of the RSUs granted herein to
which Employee is not otherwise entitled, the receipt and sufficiency of which are hereby acknowledged, and in recognition of the Company’s legitimate purpose of avoiding for limited times competition from persons whom the Company has trained
and/or given experience, Employee agrees that during the period beginning on the Grant Date and ending one year following his termination of employment with the Company, whether such termination of employment is voluntary or involuntary or with or
without cause, he will not, on his own behalf or as a partner, officer, director, employee, agent, or consultant of any other person or entity, directly or indirectly contact, 

  
 2 

 
solicit or induce (or attempt to solicit or induce) any employee of the Company to leave their employment with the Company or consider employment with any other person or entity. Employee and the
Company agree that any breach by Employee of the non-solicitation obligation under this paragraph will cause the Company immediate, material and irreparable injury and damage, and there is no adequate remedy at law for such breach. Accordingly, in
the event of such breach, in addition to any other remedies it may have at law or in equity, the Company shall be entitled immediately to seek enforcement of this Agreement in a court of competent jurisdiction by means of a decree of specific
performance, an injunction without the posting of a bond or the requirement of any other guarantee, any other form of equitable relief, liquidated damages in the amount of one hundred fifty percent (150%) of the Fair Market Value of the Awards
granted hereunder as of the Grant Date, and the Company is entitled to recover from Employee the costs and attorneys’ fees it incurs to recover under or enforce this Agreement. This provision is not a waiver of any other rights that the Company
may have under this Agreement, including the right to receive money damages. 
 10. Taxes. The transfer of Common Shares
upon each Vesting Date, pursuant to paragraphs 4 and 6 above, shall be subject to the further condition that the Company shall provide for the withholding of any taxes required by federal, state, or local law in respect of that Vesting Date by
reducing the number of RSUs to be transferred to Employee’s Account or by such other manner as the Committee shall determine in its discretion. 
 11. Consent. By executing this Agreement, Employee consents to the collection, maintenance and processing of Employee’s personal information (such as Employee’s name, home address, home
telephone number and email address, social security number, assets and income information, birth date, hire date, termination date, other employment information, citizenship, marital status) by the Company and the Company’s service providers
for the purposes of (i) administering the Plan (including ensuring that the conditions of transfer are satisfied from the Grant Date through the Vesting Date), (ii) providing Employee with services in connection with Employee’s
participation in the Plan, (iii) meeting legal and regulatory requirements and (iv) for any other purpose to which Employee may consent (“Permitted Purposes”). Employee’s personal information will not be processed for longer
than is necessary for such Permitted Purposes. Employee’s personal information is collected from the following sources: 
  

	 	(a)	from this Agreement, investor questionnaires or other forms that Employee submits to the Company or contracts that Employee enters into with the Company;

  

	 	(b)	from Employee’s transactions with the Company, the Company’s affiliates and service providers; 

 

	 	(c)	from Employee’s employment records with the Company; and 

  

	 	(d)	from meetings, telephone conversations and other communications with Employee. 

 In addition, Employee further consents to the Company disclosing Employee’s personal information to the Company’s third party service providers and affiliates and other entities in connection
with the services the Company provides related to Employee’s participation in the Plan, including: 
  

	 	(a)	financial service providers, such as broker-dealers, custodians, banks and others used to finance or facilitate transactions by, or operations of, the Plan;

  

	 	(b)	other service providers to the Plan, such as accounting, legal, or tax preparation services; 

 

	 	(c)	regulatory authorities; and 

  

	 	(d)	transfer agents, portfolio companies, brokerage firms and the like, in connection with distributions to Plan participants. 

Where Employee’s personal information is provided to such third parties, the Company requires (to the extent permitted by applicable
law) that such parties agree to process Employee’s personal information in accordance with the Company’s instructions. 
 Employee’s personal information is maintained on the Company’s networks and the networks of the Company’s service providers, which may be in the United States or other countries other than
the country in which this Award was granted. Employee acknowledges and agrees that the transfer of Employee’s personal information to the United States or other countries other than the country in which this Award was granted is necessary for
the Permitted Purposes. To the extent (if any) that the provisions of the European Union’s Data Protection Directive (Directive 95/46/EC of the European Parliament and of the Council) and/or applicable national legislation derived from such
Directive apply, then by executing this Agreement Employee expressly consents to the transfer of 

  
 3 

 
Employee’s personal information outside of the European Economic Area. Employee may access Employee’s personal information to verify its accuracy, update Employee’s personal
information and/or request a copy of Employee’s personal information by contacting Employee’s local Human Resources representative. Employee may obtain account transaction information online or by contacting the Plan record keeper as
described in the Plan enrollment materials. By accepting the terms of this Agreement, Employee further agrees to the same terms with respect to other Awards Employee received in any prior year under the Plan. 

12. No Additional Rights. Benefits under this Plan are not guaranteed. The grant of Awards is a one-time benefit and does not
create any contractual or other right or claim to any future grants of Awards under the Plan, nor does a grant of Awards guarantee future participation in the Plan. The value of Employee’s Awards is an extraordinary item outside the scope of
Employee’s employment contract, if any. Employee’s Awards are not part of normal or expected compensation for purposes of calculating any severance, resignation, redundancy, end-of-service payments, bonuses, long-term service awards,
pension or retirement benefits (except as otherwise provided by the terms of any U.S.-qualified retirement or pension plan maintained by the Company or any of its subsidiaries), or similar payments. By accepting the terms of this Agreement, Employee
further agrees to these same terms and conditions with respect to any other Awards Employee received in any prior year under the Plan. 
 13. Recapitalization or Reorganization. Certain events affecting the Common Stock of the Company and mergers, consolidations and reorganizations affecting the Company may affect the number or type of
securities deliverable upon vesting of the RSUs. 
 14. Amendment of this Agreement. The Board of Directors may at any
time amend, suspend or terminate the Plan; provided, however, that no amendment, suspension or termination of the Plan or the Award shall adversely affect the Award in any material way without the written consent of Employee. 

15. Notices. Notices hereunder shall be in writing, and if to the Company, may be delivered personally to the Compensation
Department or such other party as designated by the Company or mailed to its principal office at [ADDRESS], addressed to the attention of the [TITLE AND DEPARTMENT], and if to Employee, may be delivered personally or mailed to Employee at his or her
address on the records of the Company. 
 16. Successors and Assigns. This Agreement shall bind and inure to the benefit
of the parties hereto and the successors and assigns of the Company and, to the extent provided in paragraph 8 above and in the Plan, to the personal representatives, legatees and heirs of Employee. 

17. No Effect on Employment. This agreement is not a contract of employment or otherwise a limitation on the right of the Company
to terminate the employment of Employee or to increase or decrease Employee’s compensation from the rate of compensation in existence at the time this Agreement is executed. 

18. Additional (Non-U.S.) Terms and Conditions. RSUs awarded under this Agreement shall be subject to additional terms and
conditions, as applicable, set forth in the Company’s Policies for Global Compliance of Equity Compensation Awards, which are attached in the Appendix hereto and shall be incorporated herein fully by reference. 

IN WITNESS WHEREOF, MARRIOTT VACATIONS WORLDWIDE CORPORATION has caused this Agreement to be signed by its Senior Vice President,
Chief Human Resources Officer, effective as of the Grant Date. 
  
  

 

			
	MARRIOTT VACATIONS WORLDWIDE CORPORATION	 	EMPLOYEE
		
		 	<<PARTICIPANT NAME>>
		
	  
	 	  

		 	 Signed Electronically

  
 4 

 MARRIOTT VACATIONS WORLDWIDE CORPORATION 

POLICIES FOR GLOBAL COMPLIANCE OF EQUITY COMPENSATION AWARDS 

This document (the “Policies”) sets forth policies of Marriott Vacations Worldwide Corporation (“MVW”) for the
administration of equity compensation awards (the “Awards”) granted to employees (the “Employees”) of MVW and its subsidiaries (together, the “Company”) under the Marriott Vacations Worldwide Corporation Stock and Cash
Incentive Plan, as amended (the “Plan”). The Policies apply to certain Employees who have received or held Awards under the Plan while working for the Company outside of the United States. 

The Policies, as may be amended by the Company from time to time for changes in law, are an integral part of the terms of each agreement
(the “Agreement”) under which Awards are granted to Employees under the Plan. As such, the Policies set forth additional requirements or conditions in the non-U.S. jurisdictions indicated below that certain Employees must satisfy to
receive the intended benefits under their Awards. These requirements or conditions are established to ensure that the Company and the Employees comply with applicable legal requirements pertaining to the Awards in those jurisdictions. In addition,
the Policies are established to assist the Employees in complying with other legal requirements which may not implicate the Company. These requirements, some carrying civil or criminal penalties for noncompliance, may apply with respect to
Employees’ Awards or shares of MVW stock obtained pursuant to the Awards because of such Employees’ presence (which may or may not require citizenship or legal residency) in a particular jurisdiction at some time during the term of the
Awards. 
 Legal requirements are often complex and may change frequently. Therefore, the Policies provide general information
only and may not be relied upon by Employees as their only source of information relating to the consequences of participation in the Plan, nor may they serve as the basis for recovery against the Company for financial or other penalties incurred by
Employees as a result of their noncompliance. Employees should seek appropriate professional advice as to how the relevant laws may apply to them individually. 
 Certain capitalized terms used but not defined in the Policies have the meanings set forth in the Plan or in the Agreements. To the extent the Policies appear to conflict with the terms of the Plan or the
Agreements, the Plan and the Agreement shall control. 

 COUNTRY-SPECIFIC POLICIES 

[To be added if applicable]

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