Document:

EX-10.2

 EXHIBIT 10.2 

ALLEGHANY CORPORATION 
 
2015 MANAGEMENT INCENTIVE PLAN 
 1. PURPOSE OF THE PLAN. The purpose of the Alleghany Corporation 2015 Management Incentive Plan (the
“Plan”) is to allow Alleghany Corporation (the “Company”) to provide incentive compensation bonuses (“Incentive Bonuses”) to its officers, upon whom, in large measure, the sustained progress, growth and profitability of
the Company depends. The Plan provides for the award of both Incentive Bonuses that are intended to satisfy the requirements for performance-based compensation (“Qualifying Incentives”) in Section 162(m) of the Internal Revenue Code
of 1986, as amended, and the regulations thereunder (the “Code”), and Incentive Bonuses that are not intended to satisfy such requirements (“Non-Qualifying Incentives”). 

2. ADMINISTRATION OF THE PLAN. The Plan shall be administered by the Compensation Committee of the Board of Directors of the Company (the
“Committee”). Subject to the provisions of the Plan, the Committee shall have the exclusive authority to (i) select the officers to participate in the Plan, (ii) establish performance goals for Incentive Bonuses, including
without limitation, any target, threshold or other level of performance that must be achieved to earn an Incentive Bonus, (iii) determine whether Incentive Bonuses will be Qualifying Incentives or Non-Qualifying Incentives, (iv) establish
each Participant’s Incentive Bonus opportunity (or range thereof), (v) determine the amount of the Incentive Bonus payable to any Participant, and (vi) make all other determinations and take all other actions necessary or appropriate
for the proper administration and operation of the Plan. Any determination by the Committee on any matter relating to the Plan shall be made in its sole discretion and need not be uniform among Participants. The Committee’s interpretation of
the Plan shall be final, conclusive and binding on all parties concerned, including the Company, its stockholders and any Participant. 
 3.
ELIGIBILITY. Incentive Bonuses under the Plan may be paid to those officers (including officers who are directors) of the Company who shall be selected by the Committee to participate in the Plan after consideration of management’s
recommendations (the “Participants”). Participants may receive multiple Incentive Bonuses during the same year under the Plan. 

4. PERFORMANCE PERIODS. Qualifying Incentives shall be payable to a Participant as a result of the satisfaction of performance goals in
respect of the calendar year or such other period, not to be less than six months, as is selected by the Committee (a “Performance Period”). Non-Qualifying Incentives may be payable to a Participant as a result of the satisfaction of
performance goals in respect of a Performance Period or as a result of the achievement of an individual objective or result, as determined by the Committee in its sole discretion. 

5. INCENTIVE BONUSES. 

(a) Incentive Bonuses. The Committee, in its sole discretion, may grant Incentive Bonuses to any Participant, which
Incentive Bonuses may be Qualifying Incentives or Non-Qualifying Incentives. A Participant may be granted one or more Qualifying Incentives or Non-Qualifying Incentives in respect of the same Performance Period and may be granted both Qualifying
Incentives and Non-Qualifying Incentives at the same time or in respect of the same Performance Period. Notwithstanding the foregoing, the grant or payment of any Non-Qualifying Incentive shall not be made contingent on the failure to earn any
Qualifying Incentive. 
 (b) Qualifying Incentives. Incentive Bonuses granted to any Participant who is a
“covered employee” (as defined in Section 162(m) of the Code) for that Performance Period shall be a Qualifying Incentive unless otherwise determined by the Committee in its sole discretion. The right to receive (or retain) any
Qualifying Incentive shall be conditional upon the achievement of one or more performance goals established by the Committee in writing at the time such award is granted. Prior to the beginning of each Performance Period, or at such other time no
later than such time as is permitted by Section 162(m) of the Code, the Committee shall establish in writing (i) the performance goal or goals (as described in Section 5(c)), upon which a

  
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Participant’s Qualifying Incentive shall be based and (ii) after consideration of management’s recommendations, the target (or range of) Qualifying Incentive opportunity for each
Participant based upon the attainment of such performance goal or goals. The Committee may provide for a threshold level of performance below which no amount of a Qualifying Incentive will be paid and a maximum level of performance above which no
additional Qualifying Incentive will be paid, and it may provide for the payment of differing amounts for different levels of performance. The Committee may provide that a Qualifying Incentive shall be determined as an amount or a percentage of a
specified incentive pool based upon operating income, cash flow, earnings before income taxes, net income or other measures constituting a performance goal (as described in Section 5(c)), with such adjustments or exclusions as the Committee may
determine; provided, however, that if the payment to a Participant of the Qualifying Incentive is based upon the attainment of one or more performance goals (as described in Section 5(c)) established by the Committee, the Committee may
determine the amount of the incentive pool by reference to any measure (whether or not constituting a performance goal as described in Section 5(c)) as the Committee deems appropriate. The total amount or percentage of the incentive pool
awarded to Participants shall not exceed 100% of the incentive pool, and the amount paid to any Participant from such incentive pool shall not be increased by any amount not paid to any other Participant. 

(c) Qualifying Incentive Performance Goals. Performance goals, which may vary from Participant to Participant and from
Qualifying Incentive opportunity to Qualifying Incentive opportunity, shall be based upon the attainment of specific amounts or percentages of, or increases or decreases in, one or more of the following: revenues; operating income; net operating
income; cash flow; earnings before income taxes; net income; earnings per share; stockholders’ equity; return or net return on assets or net assets, investments, capital or equity; share price; share price appreciation; underwriting profits;
gross or net premiums written; net premiums earned; compound growth in net loss and loss adjustment expense reserves; loss ratio or combined ratio of the Company’s insurance businesses; operating efficiency or strategic business objectives
consisting of one or more objectives based on meeting specified cost targets; business expansion goals; goals relating to acquisitions or divestitures; and productivity improvements, all whether applicable to the Company or any relevant subsidiary
or business unit or entity in which the Company has a significant investment, or any combination thereof as the Committee may deem appropriate. 

Each performance goal may be expressed on an absolute and/or relative basis, may be based on, or otherwise employ, comparisons
based on internal targets, the past performance of the Company or any subsidiary (or any business unit thereof) and/or the past or current performance of other companies or indexes, may provide for the inclusion, exclusion or averaging of specified
items in whole or in part, including without limitation, catastrophe losses, realized gains or losses on strategic investments, acquisitions and divestitures, currency fluctuations, discontinued operations, extraordinary items whether of income or
expense, accounting and tax changes, and any unusual or nonrecurring items, and, in the case of earnings-based measures, may use or employ comparisons relating to capital, shareholders’ equity and/or shares outstanding, assets or net assets.

 (d) Qualifying Incentive Determination. As soon as practicable after the end of each Performance Period but before
any Qualifying Incentives are paid, the Committee shall certify in writing (i) whether the performance goal or goals were attained and (ii) the amount of the Qualifying Incentive payable to each Participant based upon the attainment of the
performance goal or goals established by the Committee. The Committee may determine to grant a Participant a Qualifying Incentive equal to, but not in excess of, the amount specified in the foregoing certification. The Committee may also reduce or
eliminate the amount of any Qualifying Incentive of any Participant at any time prior to payment thereof, based on such criteria as it shall determine, including but not limited to individual merit and attainment of, or the failure to attain,
specified personal goals established by the Committee. Under no circumstances may the Committee increase the amount of the Qualifying Incentive otherwise payable to a Participant beyond the amount originally established, waive the attainment of the
performance goals established by the Committee for purposes of qualifying and Incentive Bonus as a Qualifying Incentive under Section 162(m) of the Code or otherwise exercise its discretion so as to cause any Qualifying Incentive not to qualify
as performance-based compensation under Section 162(m) of the Code. 

  
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 (e) Non-Qualifying Incentives. A Non-Qualifying Incentive may be awarded
by the Committee to any Participant (including covered employees) at any time before, during or following the completion of any Performance Period and may, but need not, be conditioned upon the achievement of any performance goals established by the
Committee. The Committee may increase, decrease or eliminate the amount of any Non-Qualifying Incentive awarded to any Participant at any time prior to payment thereof, based on such criteria as it shall determine, including but not limited to
individual merit and attainment of, or the failure to attain or achieve, any performance goals or specified personal goals established by the Committee or management, and the Committee may waive the attainment of or modify the terms of any
performance or personal goals established by the Committee or management or otherwise exercise its discretion in any manner with respect to any Non-Qualifying Incentive. 

6. OTHER TERMS OF INCENTIVE BONUSES 

(a) Death or Disability. In the event that a Participant previously awarded or granted an Incentive Bonus shall die or
become disabled prior to the completion of the Performance Period with respect to such Incentive Bonus, the Participant (or in the event of the Participant’s death, the Participant’s beneficiary) shall be entitled to receive such amount,
if any, of the Incentive Bonus granted or awarded to the Participant as shall be determined by the Committee in its sole discretion. Nothing contained herein shall preclude the Committee, in its sole discretion, from granting a Non-Qualifying
Incentive to any Participant in respect of the Participant’s employment by the Company prior to such Participant’s death or disability. 

(b) Other Terminations of Employment. If a Participant’s employment terminates prior to the end of a Performance
Period for any reason other than death or disability, the Participant shall not be entitled to receive any Qualifying Incentive established for the Participant; provided, however, that if the performance goals applicable to such Qualifying Incentive
are achieved and certified by the Committee (in accordance with Section 5(d)), the Committee, in its discretion, may determine that the Participant shall be entitled to receive all or any part of the Qualifying Incentive that would be payable
to the Participant based upon the achievement of those performance goals. If a Participant previously granted a Non-Qualifying Incentive terminates employment for any reason (other than death or disability), the Committee, in its sole discretion,
may determine that such Participant is entitled to receive payment of all or any portion of such Non-Qualifying Incentive. 

(c) Payment. As soon as practicable following the Committee’s determination of the amount of any Qualifying
Incentive payable to a Participant (in accordance with Section 5(d)), but no later than March 15th of such year, such Qualifying Incentive shall be paid by the Company in cash to such Participant. A Non-Qualifying Incentive shall be paid
in cash promptly (and in any event within two and one-half months) following the date for payment specified by the Committee at the time a Non-Qualifying Incentive is granted. Notwithstanding the foregoing, if the Committee, in its sole discretion,
determines that a Participant who died or became disabled shall be entitled to receive an Incentive Bonus, then such Incentive Bonus shall be paid to such Participant (or in the event of the Participant’s death, the Participant’s
beneficiary) in cash promptly following the date for payment specified by the Committee at the time the Incentive Bonus is determined by the Committee, but in no event later than March 15th
of the year following the year in which such death or disability occurred. Nothing contained in this Plan shall require the acceleration of the time of payment of any Incentive Bonus that the Participant has elected to defer under any deferred
compensation plan or arrangement of the Company. 
 (d) Annual Maximum. The Qualifying Incentives, individually or in
the aggregate, that could be payable to any Participant pursuant to the Plan in any single calendar year shall not exceed $5 million. 
 7.
DILUTION AND OTHER ADJUSTMENTS. 
 To the extent that a performance goal is based on, or calculated with respect to, the Company’s
common stock (such as earnings per share, book value per share or other similar measures), then in the event of any corporate transaction involving the Company 

  
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(including, without limitation, any subdivision or combination or exchange of the outstanding shares of common stock, stock dividend, stock split, spin-off, split-off, recapitalization, capital
reorganization, liquidation, reclassification of shares of common stock, merger, consolidation, extraordinary cash distribution, or sale, lease or transfer of substantially all of the assets of the Company), the Committee shall make or provide for
such adjustments in such performance goal as the Committee may in good faith determine to be equitably required in order to prevent dilution or enlargement of the rights of Participants. 

8. MISCELLANEOUS PROVISIONS. 

(a) No Right to Incentive Bonus. Notwithstanding anything contained herein to the contrary, no officer or other person
shall have any claim or legally binding right to be paid any Incentive Bonus awarded or granted under the Plan prior to the actual payment thereof, and any Participant who terminates employment (other than due to death or disability) prior to the
payment of an Incentive Bonus shall forfeit any right to receive such Incentive Bonus, regardless of the terms of any award or grant or any prior determination by the Committee. 

(b) No Assurance of Employment. Neither the establishment of the Plan nor any action taken thereunder shall be construed
as giving any officer or other person any right to be retained in the employ of the Company. 
 (c) Withholding Taxes.
The Company shall have the right to deduct from all Incentive Bonuses payable hereunder any federal, state, local or foreign taxes required by law to be withheld with respect to such payments. 

(d) No Transfers or Assignments. No Incentive Bonus under the Plan nor any rights or interests herein or therein shall
be assigned, transferred, pledged, encumbered, or hypothecated to, or in favor of, or subject to any lien, obligation, or liability of a Participant to, any party (other than the Company or any subsidiary), except, in the event of the
Participant’s death, to his designated beneficiary as hereinafter provided. 
 (e) Beneficiary. Any payments on
account of an Incentive Bonus payable under the Plan to a deceased Participant shall be paid to such beneficiary as has been designated by the Participant in writing to the Secretary of the Company or in the absence of such designation, according to
the Participant’s will or the laws of descent and distribution. 
 (f) Non-exclusivity of Plan. Nothing in the
Plan shall be construed in any way as limiting the authority of the Committee, the Board of Directors of the Company, the Company or any subsidiary to establish any other annual or other incentive compensation plan or as limiting the authority of
any of the foregoing to pay cash bonuses or other supplemental or additional incentive compensation to any persons employed by the Company, whether or not such person is a Participant in this Plan and regardless of how the amount of such bonus or
compensation is determined. 
 9. AMENDMENT OR TERMINATION OF THE PLAN. The Board of Directors of the Company, without the consent of any
Participant, may at any time terminate or from time to time amend the Plan in whole or in part, whether prospectively or retroactively, including in any manner that adversely affects the rights of Participants; provided, however, that no amendment
with respect to the terms of the Plan relating to the ability to grant awards that constitute, or affect, Qualifying Incentives that would require the approval of the stockholders of the Company pursuant to Section 162(m) of the Code shall be
effective without such approval. 
 10. LAW GOVERNING. The validity and construction of the Plan shall be governed by the laws of the State
of Delaware, but without regard to the conflict laws of the State of Delaware. 
 11. EFFECTIVE DATE. The Plan shall be effective when
approved by the stockholders of the Company in accordance with Section 162(m) of the Code. 

  
 4MelWesleycS_Offer_Letter

    

August 4, 2014

Mr. Mel Welsey
10170 Milstead Road
Great Falls, VA  22066

Dear Mel: 

On behalf of comScore, Inc., I am pleased to offer you the position of Chief Financial Officer with an anticipated start date of August 29, 2014. We are confident that you will play a key role in comScore’s continued success while helping us remain a leader in the provision of innovative and valuable marketing solutions. 

In this position you will report to Serge Matta, President and Chief Executive Officer, and will work from comScore’s offices located in Reston, VA. 

Salary:  Your base salary will be $13,333.34 semi-monthly (equivalent to an annual salary of $320,000), payable in accordance with comScore’s standard payroll practice and subject to applicable payroll deductions and withholdings. 

New Hire Award:  You will be awarded 10,000 restricted stock units (“RSUs”) by the Compensation Committee of comScore’s Board of Directors effective on your start date. The new hire RSU award will vest in equal annual installments over a 3-year period, with the first vesting tranche to occur on August 15, 2015, subject to you remaining a service provider for the company at the time of such vesting.

Short Term Incentive Award (“STI”):  As an STI award you will be eligible for an award of restricted shares of comScore’s common stock with a target value of 75% of your annual base salary subject to you and comScore achieving previously-established performance goals during calendar year 2014.  The number of shares allocated to the STI award will be determined by the Compensation Committee of comScore’s Board of Directors in February 2015, upon evaluation of performance against goals, consistent with the determination made for other comScore executive officers and, subject to you remaining a service provider for the company at the time of such determination.  The 2014 STI award will not be pro-rated for your start date, as the award will be calculated as if you were employed during all of calendar 2014.
 
Long Term Incentive Award (“LTI”):  You will be eligible for an LTI award which is comprised of two components:  a performance-based component and a time-based component.  The performance-based LTI component will be made in RSUs with a target value of $450,000 subject to you and comScore achieving previously-established performance goals during calendar year 2014.  The number of RSUs allocated to this performance-based LTI award and that become eligible to vest will be determined by the Compensation Committee of comScore’s Board of Directors in February 2015, upon evaluation of performance against goals, and consistent with the determination made for other comScore executive officers.  This performance-based LTI award, to the extent performance goals are achieved, will vest in equal annual installments over a 3-year period with the first vesting installment to occur in February 2015, subject to you remaining a service provider for the company at the time of vesting.  The time-based LTI award will be made in RSUs with a value of $300,000.  The time-based LTI award will vest in equal annual installments over a 3-year period with the first vesting installment to occur in February 2015, subject to you remaining a service provider for the company at the time of vesting.  The 2014 LTI awards will not be pro-rated for your start date, as the awards will be calculated as if you were employed during all of calendar 2014.

Each restricted stock or restricted stock unit award described under this letter is made subject to approval by the Compensation Committee of comScore’s Board of Directors, and is governed by the comScore, Inc. 2007 Equity Incentive Plan as amended, and related award agreement, including their terms and conditions.  In the event your employment with comScore ends before your shares of restricted stock or restricted stock units are fully vested, except as provided for in comScore’s Change of Control and Severance Agreement attached hereto as Exhibit A, you will forfeit or we will cancel, the unvested portion as of the date of your separation as provided in the applicable equity incentive agreement and plan issued to you with your award.

During your employment, you are eligible to participate in comScore’s standard benefits including but not limited to medical/dental insurance, life, disability insurance, 401k and paid time off consistent with Plan eligibility requirements and standard company policy.  The accompanying benefits brochure provides additional benefits information.  Detailed benefits information will be available for your review on the first day of your employment. 

As a comScore employee, you will be expected to acknowledge and abide by comScore’s rules and policies.  You will be provided with access to all written policies and an acknowledgement form during your first week of employment.  In addition, you are required to sign and comply with the Employment, Invention Assignment and Non-Disclosure Agreement attached as Exhibit B, which, among other things, prohibits unauthorized use or disclosure of comScore’s proprietary information.  Please keep in mind that your employment will be at-will, which simply means that either you or comScore may terminate the relationship at any time for any reason, with or without notice or cause.  

By signing below, you acknowledge that you have apprised comScore of any and all contractual obligations and fiduciary duties that you may have that would prevent you from working at comScore, or limit your activities with comScore, including but not limited to any non-competition obligations to past employers.

The terms described in this letter, if you accept this offer, will be the terms of your employment and supersede any other agreements or promises made to you by anyone from comScore regarding these terms.  This letter can only be modified by a written agreement signed by you and an authorized official of comScore.  This offer is contingent upon you submitting the legally required proof of your identity and authorization to work in the United States, and upon the completion and satisfactory review of a background check.

This, together with the Exhibits, constitute the entire agreement between the parties relating to the subject matter contained in the Agreement, and supersedes all prior agreements, proposals, service orders, understandings, representations or other communications and may only be amended by mutual written agreement, and will be governed by the laws of the Commonwealth of Virginia without regard to conflict of law principles thereof.

If you wish to accept this offer, please return a signed copy of this letter to me no later than August 4, 2014.

  
We are excited about the possibility of you joining comScore. 
Best Regards,

/s/ Serge Matta
Serge Matta
President and Chief Executive Officer

ACKNOWLEDGEMENT:

In response to this offer of employment please sign below.

/s/ Mel Wesley I accept the offer of employment.

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