Document:

Summary description of Short-Term Incentive Program

 Exhibit 10.2 

Cymer Inc. 

Short-Term Incentive Program 

Summary Description 

Establishment: The following is a summary of the terms of the Short-Term Incentive Program (“STIP”) approved by the Compensation
Committee of Cymer’s Board of Directors. 
 Eligibility: Generally, all supervisory and management level employees and
certain individual contributor employees are eligible to participate in the STIP, unless otherwise determined by the Compensation Committee. The Compensation Committee determines in its discretion which Cymer employees shall be participants.
Participants must be employed on the payout date to be eligible to receive a bonus payment under the STIP. 
 Plan Funding: The STIP
bonus pool is the aggregate of the bonus targets for all participants and is subject to increase or decrease based upon Cymer’s level of achievement against the performance metrics approved by the Compensation Committee for the performance
period, which is typically the fiscal year. 
 Individual Bonus Targets: Individual employee bonus targets are expressed as a percentage
of annual base salary and are based upon the participant’s employment level. All bonuses under the STIP are based on the participant’s actual earned base salary for Cymer’s fiscal year, which does not include bonuses,
commissions, overtime, shift premiums, equity compensation or any other form of additional compensation. The Compensation Committee approves all STIP bonus targets that are intended to be exempt from application of the deduction limitations of
Section 162(m) of the Internal Revenue Code (“Section 162(m)”). The Compensation Committee has the authority to approve supplemental awards under the STIP to selected participants. 

Performance-Based Compensation: The Compensation Committee determines what portion of the STIP bonus for each employment level is based on
corporate performance and what portion is based on the achievement of functional goals or individual goals. Any portion of an STIP bonus that is intended to comply with the requirements for the performance-based compensation exemption to the
Section 162(m) deduction limits will be subject to the achievement of corporate performance or functional goals in accordance with the terms of the Equity Plan. 

Approval and Process: Cymer’s actual performance against the corporate performance measures for the applicable performance period is approved
and certified in writing by the Compensation Committee. All determinations of performance against functional or individual goals are subject to approval by executive management and/or the Compensation Committee; provided that for any portion of the
STIP bonus that is intended to be exempt from the Section 162(m) deduction limits, the performance against actual goals will be approved and certified in writing by the Compensation Committee. The Compensation Committee has the authority to
alter any portion of the bonus payable to any participant under the STIP; provided, however, that for STIP bonuses that are intended to comply with the requirements for the performance-based compensation exemption to the Section 162(m)
deduction limits, the Compensation Committee only has the authority to reduce, and not to increase, such awards. 
 Annual Maximum: The
aggregate STIP bonus pool and awards under Cymer’s Profit Sharing Plan for a fiscal year together may not exceed 18% of such fiscal year’s adjusted EBITDA (earnings before interest, taxes, depreciation, amortization, stock-based
compensation expense and cash bonus expenses). If the aggregate annual amount under both plans exceeds the cap, the STIP bonus pool for such fiscal year will be adjusted downward proportional to 18% of Cymer’s adjusted EBITDA for the fiscal
year. 
 Disclaimer: Cymer reserves the right to modify the STIP at any time. Cymer also retains the right to award additional incentive
compensation outside the STIP.Form of Performance Restricted Stock Unit Grant Notice

 Exhibit 10.3 

CYMER, INC. 

2005 EQUITY INCENTIVE PLAN 

LONG-TERM INCENTIVE PROGRAM AWARD 

PERFORMANCE RESTRICTED STOCK UNIT GRANT
NOTICE 
 Cymer, Inc. (the “Company”), pursuant to Section 7(c) of its 2005 Equity Incentive
Plan (the “Plan”) and its Long-Term Incentive Program (the “LTIP”), hereby awards to you as a participant under the LTIP a Performance Restricted Stock Unit award for the number of shares of the
Company’s Common Stock to be determined as set forth herein (the “Award”). This Award is subject to all of the terms and conditions as set forth herein and in (i) the Award Determination, Vesting and Issuance
Criteria, which is attached hereto and incorporated herein in its entirety, (ii) the applicable Performance Restricted Stock Unit Agreement, which is attached hereto and incorporated herein in its entirety, (iii) the Plan, which is
available on the Company’s Intranet under the Human Resources section and is incorporated herein in its entirety, and (iv) the LTIP Summary Description, which is available on the Company’s Intranet under the Human Resources section
and is incorporated herein in its entirety. 
  

			
	Participant:	  	  

	Date of Grant:	  	  

	Vesting Commencement Date:	  	  

	Target Number of Shares:	  	  

		
	Consideration:	  	Your Services to the Company

 Award, Vesting and
Issuance Criteria: The Target Number of Shares specified herein represents the number of shares that would become issuable pursuant to the Award if the Company were to achieve exactly 100% of each of the performance metrics described in
Attachment I to this Grant Notice (the “Award Determination, Vesting and Issuance Criteria”). The number of shares subject to the Award that may become issuable to you, if any, are subject to increase or decrease based on the
Company’s actual performance against such performance metrics and will be determined in accordance with conditions specified in the Award Determination, Vesting and Issuance Criteria. 

Additional Terms/Acknowledgements: You acknowledge receipt of, and understand and agree to, this Performance Restricted Stock Unit Grant Notice,
the Award Determination, Vesting and Issuance Criteria, the Performance Restricted Stock Unit Agreement, the Plan and the LTIP Summary Description. You also acknowledge receipt of the 2005 Equity Incentive Plan Prospectus; provided, however,
that if you are an Employee, you acknowledge that the Prospectus is available for your review on the Company’s Intranet under the Human Resources section and that you also may receive a paper version of the Prospectus upon your request.

 You further acknowledge that as of the Date of Grant, this Performance Restricted Stock Unit Grant Notice,
the Award Determination, Vesting and Issuance Criteria, the Performance Restricted Stock Unit Agreement, the Plan and the LTIP Summary Description set forth the entire understanding between you and the Company regarding the acquisition of stock in
the Company pursuant to this Award and supersede all prior oral and written agreements on that subject with the exception of (i) Stock Awards (as defined in the Plan) previously granted and delivered to you under the Plan, and (ii) the
following agreements only: 
  

			
	Other Agreements:	  	  

		  	  

  

									
	PARTICIPANT	 		 	CYMER, INC.
				
	 	 		 	By:	 	 
	Signature	 		 		 	Signature
					
	Name:	 	 	 		 	Name:	 	 
		 	Print	 		 		 	Print
					
	Date:	 	 	 		 	Title:	 	 
					
		 		 		 	Date:	 	 

 ATTACHMENTS: 

I - AWARD DETERMINATION, VESTING AND ISSUANCE CRITERIA 

 II - PERFORMANCE RESTRICTED STOCK UNIT
AGREEMENT 

 ATTACHMENT I 

AWARD DETERMINATION, VESTING AND ISSUANCE
CRITERIA 

 ATTACHMENT II 

PERFORMANCE RESTRICTED STOCK UNIT AGREEMENTAmendment to Third Amended and Restated Management Group Employee Severance

 Exhibit 10.68 

AMENDMENT TO 

THIRD AMENDED AND RESTATED XTO ENERGY INC. 

MANAGEMENT GROUP EMPLOYEE SEVERANCE PROTECTION PLAN 

WHEREAS, the Third Amended and Restated XTO Energy Inc. Management Group Employee Severance Protection Plan (the “Plan”)
was adopted by the Board of Directors (the “Board”) of XTO Energy Inc. (the “Company”) on November 18, 2008; and 

WHEREAS, Sections 2.03 and 4.02(a) of the Plan provide Executive Vice Presidents with certain “Retention Benefits” to be
calculated by reference to “two and one-half (2-1/2) times,” among other things, “the greater of a participant’s two most recent regular bonuses, if any, paid in the prior twelve (12) months prior to the date of a
Change in Control, multiplied by two”, based upon the Company’s practice at the time of the adoption of the Plan of paying Executive Vice Presidents two semi-annual bonuses in each fiscal year; and 

WHEREAS, in 2009 the Company adopted its 2009 Executive Incentive Compensation Plan (the “Incentive Plan”), with the
stated intention of paying the Executive Vice Presidents one annual bonus in each fiscal year under the Incentive Plan, instead of two semi-annual bonuses in each fiscal year, and in connection with the adoption of the Incentive Plan also stated its
intention to pay the Executive Vice Presidents, as a transitional matter, a final semi-annual bonus in June 2009; and 

WHEREAS, pursuant to the Agreement and Plan of Merger, dated as of December 13, 2009, among the Company, Exxon Mobil Corporation,
and Exxon Mobil Investment Corporation (the “Merger Agreement”), the Company was permitted to pay the Executive Vice Presidents a bonus under the Incentive Plan, of up to a stated amount, in December 2009; and 

WHEREAS, absent an amendment to the Plan, it may be unclear whether the Executive Vice President’s Retention Benefits would be
calculated by reference to five times, or two and one-half times, his annual bonus paid in each fiscal year under the Incentive Plan, including the annual bonus paid under the Incentive Plan in December 2009; and 

WHEREAS, the Company and each of the Executive Vice Presidents intended that the Plan be amended to clarify, for the avoidance of doubt,
that the Retention Benefits would be calculated by reference to two and one-half (not five) times the Executive Vice President’s annual bonus paid in each fiscal year under the Incentive Plan, but that such clarification was inadvertently
omitted from documents executed on December 13, 2009 at the time of execution of the Merger Agreement; and 
 WHEREAS,
pursuant to Section 8.02 of the Plan, the Plan may be amended by resolution adopted by two-thirds (2/3) of the Board; and 

WHEREAS, pursuant to a resolution adopted by at least two-thirds (2/3) of the Board, the Board desires to amend the Plan as
hereinafter set forth in this Amendment to Third Amended and Restated XTO Energy Inc. Management Group Employee Severance Protection Plan (this “Amendment”). 

NOW, THEREFORE, the Plan is hereby amended as follows: 

1. Clause (i) of Section 2.03 is hereby amended in its entirety to read as follows: “(i) for (A) all Participants
other than Executive Vice Presidents, the greater of a Participant’s two most recent regular bonuses, if any, paid in the twelve (12) months prior to the date of the Change in Control, multiplied by two and (B) Executive
Vice Presidents, the annual bonus paid to the Participant under the XTO Energy Inc. 2009 Executive Incentive Compensation Plan in the most recently completed fiscal year.” 

2. This Amendment shall be governed by and construed under the laws of the State of Texas. 

3. Except as amended hereby, the Plan shall remain in full effect. 

 

 1 

 IN WITNESS WHEREOF, XTO Energy Inc. has caused this Amendment to Third Amended and Restated
XTO Energy Inc. Management Group Employee Severance Protection Plan to be executed by its duly authorized officer this 4th day of March, effective as of December 13, 2009. 

 

			
	XTO ENERGY INC.
		
	By:	 	/s/ Vaughn O. Vennerberg, II
		 	Name: Vaughn O. Vennerberg, II
		 	Title: President

  

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