Document:

EX-10.36

 Exhibit 10.36 
  

 
 Styron 

Performance 
 Award (PA) Plan 

Table of Contents 
  

							
	 Definitions
	  	 	3	  
		
	 Introduction
	  	 	4	  
			
	 1.
	  	 Styron PA Plan Summary
	  	 	4	  
			
	 2.
	  	 Effective Date
	  	 	5	  
			
	 3.
	  	 Eligibility
	  	 	5	  
		
	 Temporary Employees, Trainees and Interns
	  	 	5	  
	 Employees on Assignment
	  	 	6	  
	 External Resources
	  	 	6	  
			
	 4.
	  	 Plan Design
	  	 	6	  
		
	 Business/Company Performance Component
	  	 	6	  
	 Individual Performance Component
	  	 	6	  
	 Incentive Target Percentage
	  	 	6	  
	 Payout Process
	  	 	7	  
			
	 5.
	  	 Administrative Guidelines
	  	 	7	  
		
	 Incentive Calculation and Taxation
	  	 	7	  
	 Form and Timing of Payout
	  	 	7	  
	 Pro-rata Eligibility
	  	 	8	  
	 Demotions
	  	 	8	  
	 Termination of Employment
	  	 	8	  
	 Leave of Absence
	  	 	10	  
	 Changes in Employment Status
	  	 	10	  

  

			
	Styron Performance Award (PA) Plan	 	1

 

 
  

							
	 6.
	  	 Costs and Accounting Accruals
	  	 	10	  
			
	 7.
	  	 PA Plan Exceptions
	  	 	10	  
			
	 8.
	  	 Company Rights
	  	 	10	  

  

			
	Styron Performance Award (PA) Plan	 	2

 

 
  

 Definitions 

The following are definitions of terms that are used throughout the plan. 

Achievement: Final result for a set objective. 

Active Employment Status: Employee must be employed by the Company and the employee must not have given notice of termination to
the Company nor has the Company given notice of termination to the employee. 
 Annual Base Salary: Annual Base Salary
represents the fixed, non-discretionary compensation that does not vary based on performance. It is normally paid either based on the contractual annual salary or a contracted hourly rate for Participants. As a rule, the Annual Base Salary in place
at the end of the Plan Period is one of the basic components for incentive calculations. 
 Annualized Individual Incentive
Payout: Annualized incentive payout is calculated by multiplying the annual individual incentive target amount with the overall goal achievement rate. This amount may still be subject to pro-ration in cases of new hires/ leave of absence/
transfer during a Plan Period. 
 Board: Board of Directors of Styron. 

ELT: Executive Leadership Team. 

Global C&B: Global Compensation & Benefits. 

Leave of Absence (LOA): Voluntary or statutory period of time when an employee is not an active employee of Styron and is
recorded as ‘inactive’ in HR Information System. Depending on length of LOA it may have impact on PA payout. 
 Mandatory
Local Law: Local country law that has to be applied in a compulsory manner, irrespective of rules stated in the PA Plan. 

Measurement Range: A performance Measurement Range must be identified for each objective: threshold, target and maximum. 

Participant(s): All full and part-time Styron employees in management and non-management positions, and on international
assignment, who have at least one month service with the Company during the Plan Period in an incentive eligible position and if not (i) participating in any other cash based incentive program (other than Styron’s Long Term Incentive
Plan), (ii) participating in any other incentive promise based on an individual agreement, or (iii) subject to any other incentive program mandated by union/collective bargaining agreements. 

Payable Amount: Final PA amount that will be paid to a Participant. Payable amount includes the pro-ration for Plan Period
duration. 
 Performance Award (PA): A cash payment that results from the achievement of pre-defined objectives. 

  

			
	 Styron Performance Award (PA) Plan
	 	3

 

 
  

 Performance Condition(s)/Criteria/Award Metrics: measurement which the Board
has determined for an annual Performance Award based on Company performance and/or individual performance. 
 PA Target Amount:
The PA Target Amount is the total amount payable for achieving 100% of predefined individual and/or Company targets. PA Target Amount is the converted annualized value of a PA Target percentage value. 

Prorated Payable Amount: Final incentive amount that will be paid to a Participant. Pro-ration for Plan Period duration and any
other relevant pro-rations for a Participant (new hire, LOA, country transfer) have been taken into account. 
 Plan Period:
The period of time over which the achievement of pre-defined performance objectives are measured. The Plan Period corresponds with Styron’s business year, January 1 to December 31. 

Plan Period End Date: The last day of a PA cycle which is currently predefined as December 31. 

Styron or Company: means any of the direct or indirect subsidiaries of Trinseo Materials Operating S.C.A. 

Taxes: All direct, indirect or ancillary taxes, withholdings and social security or similar contributions by any regional,
national or other authority or body local and national taxes. 
 Introduction 

This is a summary of the Styron Performance Award Plan (hereafter “Performance Award Plan”, “PA Plan” or “Plan”),
which applies worldwide to Styron PA Plan Participants. The Performance Award Plan is for internal use only, to support and provide guidance on employment related questions in reference to Styron’s PA Plan. 

The operation of the Plan will be under the supervision of the Board and will be administered on behalf of the Board in accordance with any
internal guidance as applicable and approved by the Board from time to time. The Board may delegate the PA Plan administration, the individual nomination process and individual decisions within the Plan to its Chief Executive Officer and the Senior
Vice President, Human Resources. The Board or its delegates has the final authority to interpret the Plan provisions. Where necessary, Mandatory Local Law will prevail. 
  

	1.	Styron PA Plan Summary 

 The purpose of the PA Plan is to reward Participants for
achieving critical annual Company goals as part of the Company’s long term business plan by focusing on Participants’ contributions to those goals. It is designed to reward individual and collective performance and to associate
Participants with the success of Styron. 

  

			
	 Styron Performance Award (PA) Plan
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 The Compensation Committee and Board will approve the overall PA Plan, the Performance
Criteria and any necessary amendments made to the Plan. The PA Plan may vary for each Plan Period and requires annual Compensation Committee and Board approval. The PA Plan determines performance objectives and goals, meaning that Participants will
be rewarded for: 
  

	 	1.	their individual, team and/or business achievements towards pre-defined performance objectives, and 

  

	 	2.	the Company’s achievements towards its financial and other predefined objectives 

 The Plan
determines how much weight is given to Company, business and/or personal performance goals. The annual performance goals are set by the ELT and approved by the Compensation Committee of the Board, and the Board. Performance goals are tracked
throughout the year. After year-end closure, the overall achievement result is evaluated and any possible PA Plan payment is then calculated and distributed. 

The PA Plan is an annual cash incentive program. For the avoidance of doubt, this means that any potential payments will be expressed in cash,
in the local currency. There will be no payment equivalent made by shares or share options. 
 During the first quarter of each Plan Period,
Participants will be informed of the Company’s annual PA Plan objectives and goals, and individual objectives and goals will be determined. 

Unless otherwise required by Mandatory Local Law, Participants must be in Active Employment Status on the day that the Performance Award is
paid in order to be eligible for a PA. 
 Please note that Styron reserves the right to unilaterally revise, rescind or suspend any or all
provisions of the PA Plan in whole or in part, with or without notice to the Participants during a respective Plan Period or for new Plan Periods. While Styron intends to operate and maintain the PA Plan in good faith, nothing herein may be
construed as a contract or a promise to pay. 
  

	2.	Effective Date 

 The PA Plan is effective as of 1 January 2011. 

 

	3.	Eligibility 

 In general, all Participants are eligible to participate in the PA Plan.

 Participation by an individual in the Styron PA Plan during any Plan Period does not infer any future participation rights for any other
or future Styron incentive plans. 
 Temporary Employees, Trainees and Interns 

Temporary employee’s (with Styron contract/on Styron payroll) eligibility is determined by country practice and Mandatory Local Law
requirements. 
 Trainees and interns are not eligible to participate in the PA Plan. 

  

			
	 Styron Performance Award (PA) Plan
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 Employees on Assignment 

The PA Plan is a global plan, and the same Plan rules apply to employees on international assignment. 

External Resources 

External Resources (i.e. subcontractors, service providers, consultants and any external workforce) are ineligible to participate in the PA
Plan. 
  

	4.	Plan Design 

 The components that determine payouts under the PA Plan may include
individual and/or team performance as well as business/Company performance. 
 Business/Company Performance Component 

The business/Company performance goals are set by the ELT and approved by the Compensation Committee of the Board, and the Board, and may
change from one Plan Period to the next, or may change during a Plan Period, upon Compensation Committee and Board approval. Performance goals will be communicated to Participants during the first quarter of each Plan Period, and upon any change in
the PA Plan. The goals are tracked throughout the year. 
 The ELT will define a weight and a measurement range indicating a threshold,
target and maximum level of performance for each business/Company performance goal. If the threshold level of business/Company performance conditions are not met there may be no PA payout. 

Individual Performance Component 

Individual objectives must be documented during the first quarter of each Plan Period, during the performance management process. Objectives
may be financial or non-financial, and are generally expressed quantitatively when possible. Qualitative objectives must have clearly defined measures of success. Individual objectives should be aligned with the Participant’s respective
business/function. For each individual objective, a weight and a measurement range indicating a threshold, target and maximum level of performance must be established. 

Non-exhaustive examples of individual objectives are: increase in market share, quality improvement, employee engagement, customer
satisfaction, project results, budget attainment and cost management. 
 Incentive Target Percentage 

The PA Target % is based on the individual job grade level as of December 31 of any Plan Period. No exceptions to the PA Target % may be
made without the approval of the Senior Vice President, Human Resources. 
 The PA Target % identified above represents an overall target
opportunity. Actual PA payments are made on the basis of performance against predefined objectives. 

  

			
	 Styron Performance Award (PA) Plan
	 	6

 

 
  

 Payout Process 

The payout process for possible PA payments will be coordinated globally by Global C&B. Local HR is responsible for assuring the payout
process is completed at a regional and country level. 
 After PA payments have been calculated, payable amounts will be transferred to the
Company’s HR Information System for payout processing. 
  

	5.	Administrative Guidelines 

 Proper objective setting and achievement review is a
pre-condition for a possible PA payout. The Company PA objectives and goals as approved by the Compensation Committee and Board will be communicated to Participants during the first quarter of the Plan Period. 

For all Participants, any individual objectives and goals must be documented and approved by the end of the first quarter of the Plan Period.

 Incentive Calculation and Taxation 

The following elements are required for PA calculation: 
  

	 	1.	Annual Base Salary in effect at the end of the Plan Period (December 31); 

  

	 	2.	Annualized PA Target % (will be converted into Incentive Target Amount by multiplying PA Target % with Annual Base Salary) in effect at the end of the Plan Period (December 31); and 

 

	 	3.	Completed achievement review for pre-defined individual objectives. 

 The PA will be paid and
taxed in the country or countries where the work was performed (unless otherwise required by Mandatory Local Law). Where incentive amounts were earned in more than one country, final payment will be pro-rated and paid and taxed in each country. 

In the case where work was performed in more than one country within a Plan Period, each country will be responsible for paying and taxing the
pro-rated portion of the incentive which is due to the Participant. The pro-rated portion of the incentive amount will be based on the number of days worked in each country, subject to a minimum pro-ration period of one calendar month. 

Form and Timing of Payout 

PA payments will be in the form of a cash amount and are subject to legally required taxes and deductions. 

Any possible PA will be paid after the end of the Plan Period at an appropriate period as determined by the Company. The payout timeline may
also be dependent upon local laws. 
 Unless otherwise required by Mandatory Local Law, Participants must be in Active Employment Status on
the day that the Performance Award is paid in order to receive any possible earned payment. For guidance for employees on international assignments please refer to the sections “Eligibility” and “Termination of Employment”. 

  

			
	 Styron Performance Award (PA) Plan
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 Pro-rata Eligibility 

New employees and newly incentive-eligible employees must have at least one full calendar month of service with the Company/in an
incentive-eligible position in order to become eligible for possible pro-rated incentive payout based on the exact days worked during the Plan Period. 

Demotions 
 If during a
Plan Period a Participant has a demotion which results in a change of the Annual Base Salary and/or change in the PA Target % any PA payout calculation will be prorated based on old and new compensation details for the time period these were in
effect. 
 Termination of Employment 

Eligibility for PA payments is determined based on the employee’s date of termination and whether the termination was voluntary or
involuntary. In addition, there must be pre-defined objectives and an achievement review in order for an employee to qualify for a PA payment. 

Voluntary terminations prior to the end of the Plan Period 

If an employee voluntarily terminates his/her employment prior to the end of a Plan Period, with the exception of voluntary retirement, no
matter if the employment contract ends prior or after the end of a Plan Period, the employee will not be eligible for payment unless such payment is required by Mandatory Local Law. 

If an employee voluntarily terminates prior to the end of a Plan Period and there is a Mandatory Local Law requirement to pay an
incentive, the following rules will apply: 
  

	 	1.	The manager must assess performance against the pre-defined objectives. Neither the objectives nor the set performance measures (threshold, target, maximum) are to be adjusted solely on the basis of the shortened period
of employment. 

  

	 	2.	The PA payment, if any is owed, should be made as soon as administratively possible but no later than ordinary PA payout date. 

  

	 	3.	The PA payment will be pro-rated for the length of the employment period during a Plan Period. 

Voluntary Retirement: 
 If
an employee voluntarily retires from active employment during the Plan Period, the employee will receive a Performance Award pro-rated for the Plan Period. 

Involuntary terminations prior to the end of the Plan Period 

Involuntary termination due to unsatisfactory performance 

If an employee is demoted or transferred to a different job for unsatisfactory performance, the Participant will not be eligible for any PA
payout, unless otherwise required by Mandatory Local Law. 

  

			
	 Styron Performance Award (PA) Plan
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 If an employee is terminated due to unsatisfactory performance, gross misconduct, negligence,
fraud or other serious conditions, the employee will not be eligible for a PA payment under the PA Plan. 
 Involuntary termination due
to death, disability, or retirement 
 If an employee is involuntarily terminated for one of the above stated reasons and the employment
contract ends prior to or after the end of the Plan Period, the employee will be eligible for payment according to the following rules: 
  

	 	1.	The manager must assess performance against the pre-defined objectives. The manager may exercise discretion to determine whether objectives or expected performance measures (threshold, target, maximum) should be
adjusted due to the shortened period of employment. 

  

	 	2.	The PA payment, if any is owed, should be made as soon as administratively possible but no later than ordinary PA payout date. 

  

	 	3.	The PA payment, if any is owed, will be pro-rated for the length of the employment period during a Plan Period. 

The termination types “disability” and “retirement” are subject to Mandatory Local Laws and are reviewed on a case-by-case
basis. 
 Special Separation Situations 

A Special Separation Situation (“Special Separation Situation” or “SSS”) is defined as a situation in which (a) Styron
terminates employment for a reason that qualifies a Participant for a severance benefit under a severance plan sponsored by Styron, and (i) a Participant fulfills the requirements of the severance plan in order to qualify for payment of the
severance benefit and (ii) a Participant and Styron sign a release, or (b) Styron terminates a Participant’s employment and (i) a Participant does not qualify for a severance benefit under a severance plan sponsored by Styron,
and (ii) the reason for termination was not because of the violation of an employer rule, or a law, regulation or other such government requirement, or dishonesty or theft, or because the employee was engaged in activity harmful to the
interests of, or in competition with Styron, and (iii) the Participant and Styron sign a release. 
 In the case of an SSS, Styron, in
its sole discretion will consider making a payment under the PA Plan, unless otherwise required by Mandatory Local Laws. 
 End of
contract for employees on international assignment, prior to the end of the Plan Period 
 If the international assignment ends prior to
the end of the Plan Period and no new position is available within Styron, the employee will be eligible for any PA payments based on the following conditions: 
  

	 	1.	The manager must assess performance against the pre-defined objectives. 

  

	 	2.	The PA payment, if any is owed, should be made as soon as administratively possible, but no later than ordinary PA payout date. 

  

	 	3.	The PA payment will be pro rated for the length of the employment period during a Plan Period. 

  

			
	 Styron Performance Award (PA) Plan
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 Leave of Absence 

Effect of leaves of absence on eligibility and payments 

Participants on a leave of absence that exceeds 120 calendar days within the Plan Period may have their incentive payment pro-rated for the
entire amount of the leave, unless otherwise required by Mandatory Local Law. 
 Beginning a leave of absence on the last day of the
Plan Period or the payout date does not affect the PA payment. 
 In addition, there must be pre-defined objectives and a completed
achievement review in order for an employee to qualify for a PA payment. 
 Changes in Employment Status 

If an employee changes from part time to full time status, or vice versa, within a Plan Period, the employee’s base salary used to
calculate the PA payment will be adjusted to reflect the two different rates of pay for the corresponding time period. 
  

	6.	Costs and Accounting Accruals 

 Accounting accruals for the PA are based on employee data
in Styron’s HR Information System. The actual cost of incentive payments will be born by the cost center of the employee at the time payment is made. 
  

	7.	PA Plan Exceptions 

 In general, exceptions to the PA Plan should not be made. Any
exception request may only be considered if based on business need and/or Mandatory Local Law requirements. 
  

	8.	Company Rights 

 The PA Plan is considered variable compensation that is earned and paid
on the basis of the Company’s financial performance and the individual performance of the Participant. The PA Plan is not to be considered part of an employee’s salary. 

Styron reserves the right to consider extraordinary circumstances in the determination to pay and/or calculate any PA. Extraordinary
circumstances could include, but are not limited to, unusual business conditions that significantly impact business results over which the Participants had no direct control and could not or did not anticipate. Determination of what constitutes an
extraordinary circumstance is at the sole discretion of Styron. 
 Styron also reserves the right to refuse payment at its sole discretion,
if a Participant’s actions or negligence has endangered or caused substantial damage to Styron or if a Participant commits serious acts of misconduct during his/her employment with Styron. 

Styron reserves the right to unilaterally revise, rescind or suspend any or all provisions of the PA Plan in whole or in part, with or without
notice to the Participants during a respective Plan Period or for new Plan Periods. While Styron intends to operate and maintain the PA Plan in good faith, nothing herein may be construed as a contract or a promise to pay. 

  

			
	 Styron Performance Award (PA) Plan
	 	10EX-10.37

 Exhibit 10.37 

TRINSEO S.A. 
 2014
OMNIBUS INCENTIVE PLAN 
  

	1.	DEFINED TERMS 

 Exhibit A, which is incorporated by reference, defines the terms
used in the Plan and sets forth certain operational rules related to those terms. 
  

	2.	PURPOSE 

 The Plan has been established to advance the interests of the Company by
providing for the grant to Participants of Stock-based Awards. 
  

	3.	ADMINISTRATION 

 The Administrator has discretionary authority, subject only to the
express provisions of the Plan, to interpret the Plan; determine eligibility for and grant Awards; determine, modify or waive the terms and conditions of any Award; determine the form of settlement of Awards (whether in cash, shares of Stock or
other property); prescribe forms, rules and procedures relating to the Plan; and otherwise do all things necessary or appropriate to carry out the purposes of the Plan. Determinations of the Administrator made under the Plan will be conclusive and
will bind all parties. 
  

	4.	LIMITS ON AWARDS UNDER THE PLAN 

 (a) Number of Shares. The maximum number
of shares of Stock that may be delivered in satisfaction of Awards under the Plan is                  shares. Up to the total number of shares available for Awards to
employee Participants may be issued in satisfaction of ISOs, but nothing in this Section 4(a) will be construed as requiring that any, or any fixed number of, ISOs be awarded under the Plan. The limits set forth in this Section 4(a) shall
be construed to comply with Section 422 of the Code. For purposes of this Section 4(a), the number of shares of Stock delivered in satisfaction of Awards will be determined net of shares of Stock withheld by the Company in payment of the
exercise price or purchase price (including any nominal value payable in respect of an Award) of the Award or in satisfaction of tax withholding requirements with respect to the Award and, for the avoidance of doubt, without including any shares of
Stock underlying Awards settled in cash or that otherwise expire or become unexercisable without having been exercised or that are forfeited to or repurchased by the Company due to failure to vest. To the extent consistent with the requirements of
Section 422 and the regulations thereunder, and with other applicable legal requirements (including applicable stock exchange requirements), Stock issued under awards of an acquired company that are converted, replaced or adjusted in connection
with the acquisition shall not reduce the number of shares of Stock available for Awards under the Plan. 
 (b) Type of
Shares. Stock delivered by the Company under the Plan may be newly issued Stock or treasury Stock acquired by the Company. No fractional shares of Stock will be delivered under the Plan. 

 (c) Individual Limits. The following additional limits will apply to Awards of the
specified type granted, or in the case of Cash Awards, payable to any person in any calendar year: 
 (1) Stock Options:
                 shares of Stock. 
 (2) SARs:
                 shares of Stock. 
 (3) Awards other
than Stock Options, SARs or Cash Awards:                 shares of Stock. 

(4) Cash Awards: $        . 

In applying the foregoing limits, (i) all Awards of the specified type granted to the same person in the same calendar year will be
aggregated and made subject to one limit; (ii) the limits applicable to Stock Options and SARs refer to the number of shares of Stock subject to those Awards; (iii) the share limit under clause (3) refers to the maximum number of
shares of Stock that may be delivered, or the value of which could be paid in cash or other property, under an Award or Awards of the type specified in clause (3) assuming a maximum payout; and (iv) the dollar limit under clause
(4) refers to the maximum dollar amount payable under an Award or Awards of the type specified in clause (4) assuming a maximum payout. The foregoing provisions will be construed in a manner consistent with Section 162(m), including,
without limitation, where applicable, the rules under Section 162(m) pertaining to permissible deferrals of exempt awards. 
  

	5.	ELIGIBILITY AND PARTICIPATION 

 The Administrator will select Participants from among key
Employees and Directors of, and consultants and advisors to, the Company and its Affiliates who are in a position to contribute significantly to the success of the Company and its Affiliates. Eligibility for ISOs is limited to individuals described
in the first sentence of this Section 5 who are employees of the Company or of a “parent corporation” or “subsidiary corporation” of the Company as those terms are defined in Section 424 of the Code. Eligibility for
Stock Options other than ISOs is limited to individuals described in the first sentence of this Section 5 who are providing direct services on the date of grant of the Stock Option to the Company or to a subsidiary of the Company that would be
described in the first sentence of Treas. Regs. §1.409A-1(b)(5)(iii)(E). 
  

	6.	RULES APPLICABLE TO AWARDS 

  

	 	(a)	All Awards. 

 (1) Award Provisions. The Administrator will determine
the terms of all Awards, subject to the limitations provided herein. By accepting (or, under such rules as the Administrator may prescribe, being deemed to have accepted) an Award, the Participant will be deemed to have agreed to the terms of the
Award and the Plan. Notwithstanding any provision of this Plan to the contrary, awards of an acquired company that are converted, replaced or adjusted in connection with the acquisition may contain terms and conditions that are inconsistent with the
terms and conditions specified herein, as determined by the Administrator. 

  
 2 

 (2) Term of Plan. No Awards may be made after ten years from the Date of Adoption,
but previously granted Awards may continue beyond that date in accordance with their terms. 
 (3) Transferability. Neither
ISOs nor, except as the Administrator otherwise expressly provides in accordance with the third sentence of this Section 6(a)(3), other Awards may be transferred other than by will or by the laws of descent and distribution. During a
Participant’s lifetime, ISOs (and, except as the Administrator otherwise expressly provides in accordance with the third sentence of this Section 6(a)(3), SARs and NSOs) may be exercised only by the Participant. The Administrator may
permit the gratuitous transfer (i.e., transfer not for value) of Awards other than ISOs, subject to such limitations as the Administrator may impose. 

(4) Vesting, etc. The Administrator will determine the time or times at which an Award will vest or become exercisable and the
terms on which a Stock Option or SAR will remain exercisable. Without limiting the foregoing, the Administrator may at any time accelerate the vesting or exercisability of an Award, regardless of any adverse or potentially adverse tax or other
consequences resulting from such acceleration. Unless the Administrator expressly provides otherwise, however, the following rules will apply if a Participant’s Employment ceases: 

(A) Immediately upon the cessation of the Participant’s Employment and except as provided in (B) and
(C) below, each Stock Option and SAR that is then held by the Participant or by the Participant’s permitted transferees, if any, will cease to be exercisable and will terminate and all other Awards that are then held by the Participant or
by the Participant’s permitted transferees, if any, to the extent not already vested will be forfeited. 
 (B)
Subject to (C) and (D) below, all Stock Options and SARs held by the Participant or the Participant’s permitted transferees, if any, immediately prior to the cessation of the Participant’s Employment, to the extent then
exercisable, will remain exercisable for the lesser of (i) a period of three months or (ii) the period ending on the latest date on which such Stock Option or SAR could have been exercised without regard to this Section 6(a)(4), and
will thereupon immediately terminate. 
 (C) All Stock Options and SARs held by a Participant or the
Participant’s permitted transferees, if any, immediately prior to the cessation of the Participant’s Employment due to his or her death or by the Company due to his or her Permanent Disability, to the extent then exercisable, will remain
exercisable for the lesser of (i) a period of twelve (12) months or (ii) the period ending on the latest date on which such Stock Option or SAR could have been exercised without regard to this Section 6(a)(4), and will thereupon
immediately terminate. 
 (D) All Stock Options and SARs (whether or not exercisable) held by a Participant or the
Participant’s permitted transferees, if any, immediately prior to the cessation of the Participant’s Employment will immediately terminate upon such cessation of Employment if the termination is for Cause or occurs in circumstances that in
the sole determination of the Administrator would have constituted grounds for the Participant’s Employment to be terminated for Cause. 

  
 3 

 (5) Additional Restrictions. The Administrator may cancel, rescind, withhold or
otherwise limit or restrict any Award at any time if the Participant is not in compliance with all applicable provisions of the Award agreement and the Plan, or if the Participant breaches any agreement with the Company or its Affiliates with
respect to non-competition, non-solicitation or confidentiality. Without limiting the generality of the foregoing, the Administrator may recover Awards made under the Plan and payments under or gain in respect of any Award in accordance with any
applicable Company clawback or recoupment policy, as such policy may be amended and in effect from time to time, or as otherwise required by applicable law or applicable stock exchange listing standards, including, without limitation,
Section 10D of the Securities Exchange Act of 1934, as amended. 
 (6) Taxes. The delivery, vesting and retention of
Stock, cash or other property under an Award are conditioned upon full satisfaction by the Participant of all tax withholding requirements with respect to the Award. The Administrator will prescribe such rules for the withholding of taxes as it
deems necessary. The Administrator may, but need not, hold back shares of Stock from an Award or permit a Participant to tender previously owned shares of Stock in satisfaction of tax withholding requirements (but not in excess of the minimum
withholding required by law). 
 (7) Dividend Equivalents, Etc. The Administrator may provide, consistent with the
requirements of the Articles, for the payment of amounts (on terms and subject to conditions established by the Administrator) in lieu of cash dividends or other cash distributions with respect to Stock subject to an Award whether or not the holder
of such Award is otherwise entitled to share in the actual dividend or distribution in respect of such Award. Any entitlement to dividend equivalents or similar entitlements will be established and administered either consistent with an exemption
from, or in compliance with, the requirements of Section 409A. Dividends or dividend equivalent amounts payable in respect of Awards that are subject to restrictions may be subject to such limits or restrictions as the Administrator may impose,
consistent with the requirements of the Articles. 
 (8) Rights Limited. Nothing in the Plan will be construed as giving any
person the right to continued employment or service with the Company or its Affiliates, or any rights as a stockholder except as to shares of Stock actually issued under the Plan. The loss of existing or potential profit in Awards will not
constitute an element of damages in the event of a termination of Employment for any reason, even if the termination is in violation of an obligation of the Company or any Affiliate to the Participant. 

(9) Section 162(m). In the case of any Performance Award (other than a Stock Option or SAR) intended to qualify for the
performance-based compensation exception under Section 162(m), the Administrator will establish the applicable Performance Criterion or Criteria in writing no later than ninety (90) days after the commencement of the period of service to
which the performance relates (or at such earlier time as is required to qualify the Award as performance-based under Section 162(m)) and, prior to the event or occurrence (grant, vesting or payment, as the case may be) that is conditioned on
the attainment of such Performance Criterion 

  
 4 

 
or Criteria, will certify whether it or they have been attained. The preceding sentence will not apply to an Award eligible (as determined by the Administrator) for exemption from the limitations
of Section 162(m) by reason of the post-initial public offering transition relief in Section 1.162-27(f) of the Treasury Regulations. 

(10) Coordination with Other Plans. Awards under the Plan may be granted in tandem with, or in satisfaction of or substitution
for, other Awards under the Plan or awards made under other compensatory plans or programs of the Company or its Affiliates. For example, but without limiting the generality of the foregoing, awards under other compensatory plans or programs of the
Company or its Affiliates may be settled in Stock (including, without limitation, Unrestricted Stock) if the Administrator so determines, in which case the shares delivered will be treated as awarded under the Plan (and will reduce the number of
shares thereafter available under the Plan in accordance with the rules set forth in Section 4). In any case where an award is made under another plan or program of the Company or its Affiliates and such award is intended to qualify for the
performance-based compensation exception under Section 162(m), and such award is settled by the delivery of Stock or another Award under the Plan, the applicable Section 162(m) limitations under both the other plan or program and under the
Plan will be applied to the Plan as necessary (as determined by the Administrator) to preserve the availability of the Section 162(m) performance-based compensation exception with respect thereto. 

(11) Section 409A. Each Award will contain such terms as the Administrator determines, and will be construed and
administered, such that the Award either qualifies for an exemption from the requirements of Section 409A or satisfies such requirements. 

(12) Fair Market Value. In determining the fair market value of any share of Stock under the Plan, the Administrator will make
the determination in good faith consistent with the rules of Section 422 and Section 409A, to the extent applicable. 
  

	 	(b)	Stock Options and SARs. 

 (1) Time And Manner Of Exercise. Unless
the Administrator expressly provides otherwise, no Stock Option or SAR will be deemed to have been exercised until the Administrator receives a notice of exercise (in form acceptable to the Administrator), which may be an electronic notice, signed
(including electronic signature in form acceptable to the Administrator) by the appropriate person and accompanied by any payment required under the Award. A Stock Option or SAR exercised by any person other than the Participant will not be deemed
to have been exercised until the Administrator has received such evidence as it may require that the person exercising the Award has the right to do so. The Administrator may impose conditions on the exercisability of Awards, including limitations
on the time periods during which Awards may be exercised or settled. 
 (2) Exercise Price. The exercise price (or the base
value from which appreciation is to be measured) of each Award requiring exercise will be no less than 100% (or in the case of an ISO granted to a ten-percent shareholder within the meaning of subsection (b)(6) of Section 422, 110%) of the fair
market value of the Stock subject to the Award, determined as of the date of grant, or such higher amount as the Administrator may determine in 

  
 5 

 
connection with the grant. Except in connection with a corporate transaction involving the Company (which term shall include, without limitation, any stock dividend, stock split, extraordinary
cash dividend, recapitalization, reorganization, merger, consolidation, split-up, spin-off, combination, or exchange of shares) or as otherwise contemplated by Section 7 of the Plan, the terms of outstanding Stock Options or SARs, as
applicable, may not be amended to reduce the exercise prices of such Stock Options or the base values from which appreciation under such SARs are to be measured other than in accordance with the stockholder approval requirements of the
                . 
 (3) Payment Of Exercise
Price. Where the exercise of an Award is to be accompanied by payment, payment of the exercise price will be by cash or check acceptable to the Administrator or by such other legally permissible means, if any, as may be acceptable to the
Administrator. 
 (4) Maximum Term. Stock Options and SARs will have a maximum term not to exceed ten (10) years from the
date of grant (or five (5) years from the date of grant in the case of an ISO granted to a ten-percent shareholder described in Section 6(b)(2) above); provided, however, that, if a Participant still holding an outstanding but unexercised
NSO or SAR ten (10) years from the date of grant (or, in the case of an NSO or SAR with a maximum term of less than ten (10) years, such maximum term) is prohibited by applicable law or a written policy of the Company applicable to
similarly situated employees from engaging in any open-market sales of Stock, and if at such time the Stock is publicly traded (as determined by the Administrator), the maximum term of such Award will instead be deemed to expire on the thirtieth (30th) day following the date the Participant is no longer prohibited from engaging in such open market sales. 
  

	7.	EFFECT OF CERTAIN TRANSACTIONS 

 (a) Mergers, etc.
Except as otherwise provided in an Award agreement, the following provisions will apply in the event of a Covered Transaction: 
 (1)
Assumption or Substitution. If the Covered Transaction is one in which there is an acquiring or surviving entity, the Administrator may (but, for the avoidance of doubt, need not) provide (i) for the assumption or continuation of
some or all outstanding Awards or any portion thereof or (ii) for the grant of new awards in substitution therefor by the acquiror or survivor or an affiliate of the acquiror or survivor. 

(2) Cash-Out of Awards. Subject to Section 7(a)(5) below the Administrator may (but, for the avoidance of doubt, need not)
provide for payment (a “cash-out”), with respect to some or all Awards or any portion thereof, equal in the case of each affected Award or portion thereof to the excess, if any, of (A) the fair market value of one share of Stock (as
determined by the Administrator in its reasonable discretion) times the number of shares of Stock subject to the Award or such portion, over (B) the aggregate exercise or purchase price, if any, under the Award or such portion (in the case of
an SAR, the aggregate base value above which appreciation is measured), in each case on such payment terms (which need not be the same as the terms of payment to holders of Stock) and other terms, and subject to such conditions, as the Administrator
determines; it being understood that if the exercise or purchase price (or base value) of an Award is equal to or greater than the fair market value of one share of Stock, the Award may be cancelled with no payment due hereunder. 

  
 6 

 (3) Acceleration of Certain Awards. Subject to Section 7(a)(5) below, the
Administrator may (but, for the avoidance of doubt, need not) provide that any Award requiring exercise will become exercisable, in full or in part and/or that the delivery of any shares of Stock remaining deliverable under any outstanding Award of
Stock Units (including Restricted Stock Units and Performance Awards to the extent consisting of Stock Units) will be accelerated in full or in part, in each case on a basis that gives the holder of the Award a reasonable opportunity, as determined
by the Administrator, following exercise of the Award or the delivery of the shares, as the case may be, to participate as a stockholder in the Covered Transaction. 

(4) Termination of Awards Upon Consummation of Covered Transaction. Except as the Administrator may otherwise determine in any
case, each Award will automatically terminate (and in the case of outstanding shares of Restricted Stock, will automatically be forfeited) upon consummation of the Covered Transaction, other than Awards assumed pursuant to Section 7(a)(1)
above. 
 (5) Additional Limitations. Any share of Stock and any cash or other property delivered pursuant to
Section 7(a)(2) or Section 7(a)(3) above with respect to an Award may, in the discretion of the Administrator, contain such restrictions, if any, as the Administrator deems appropriate to reflect any performance or other vesting conditions
to which the Award was subject and that did not lapse (and were not satisfied) in connection with the Covered Transaction. For purposes of the immediately preceding sentence, a cash-out under Section 7(a)(2) above or acceleration under
Section 7(a)(3) above will not, in and of itself, be treated as the lapsing (or satisfaction) of a performance or other vesting condition. In the case of Restricted Stock that does not vest and is not forfeited in connection with the Covered
Transaction, the Administrator may require that any amounts delivered, exchanged or otherwise paid in respect of such Stock in connection with the Covered Transaction be placed in escrow or otherwise made subject to such restrictions as the
Administrator deems appropriate to carry out the intent of the Plan. 
  

	 	(b)	Changes in and Distributions With Respect to Stock. 

 (1) Basic Adjustment
Provisions. In the event of a stock dividend, stock split or combination of shares (including a reverse stock split), recapitalization or other change in the Company’s capital structure that constitutes an equity restructuring within
the meaning of FASB ASC 718, the Administrator will make appropriate adjustments to the maximum number of shares of Stock that may be delivered under the Plan, to the maximum number of shares of Stock that may be delivered in satisfaction of ISOs
under the Plan, and to the maximum share limits described in Section 4(c) and will also make appropriate adjustments to the number and kind of shares of stock or securities subject to Awards then outstanding or subsequently granted, any
exercise or purchase prices (or base values) relating to Awards and any other provision of Awards affected by such change. 

  
 7 

 (2) Certain Other Adjustments. The Administrator may also make adjustments of the
type described in Section 7(b)(1) above to take into account distributions to stockholders other than those provided for in Section 7(a) and 7(b)(1), or any other event, if the Administrator determines that adjustments are appropriate to
avoid distortion in the operation of the Plan, having due regard for the qualification of ISOs under Section 422, the requirements of Section 409A, and for the performance-based compensation rules of Section 162(m), where applicable.

 (3) Continuing Application of Plan Terms. References in the Plan to shares of Stock will be construed to include any stock
or securities resulting from an adjustment pursuant to this Section 7. 
  

	8.	LEGAL CONDITIONS ON DELIVERY OF STOCK 

 The Company will not be obligated to deliver any
shares of Stock pursuant to the Plan or to remove any restriction from shares of Stock previously delivered under the Plan until: (i) the Company is satisfied that all legal matters in connection with the issuance and delivery of such shares
have been addressed and resolved; (ii) if the outstanding Stock is at the time of delivery listed on any stock exchange or national market system, the shares to be delivered have been listed or authorized to be listed on such exchange or system
upon official notice of issuance; and (iii) all conditions of the Award have been satisfied or waived. The Company may require, as a condition to exercise of the Award, such representations or agreements as counsel for the Company may consider
appropriate to avoid violation of the Securities Act of 1933, as amended, or any applicable state or non-U.S. securities law. Any Stock required to be issued to Participants under the Plan will be evidenced in such manner as the Administrator may
deem appropriate, including book-entry registration or delivery of stock certificates. In the event that the Administrator determines that Stock certificates will be issued to Participants under the Plan, the Administrator may require that
certificates evidencing Stock issued under the Plan bear an appropriate legend reflecting any restriction on transfer applicable to such Stock, and the Company may hold the certificates pending lapse of the applicable restrictions. 

 

	9.	AMENDMENT AND TERMINATION 

 The Administrator may at any time or times amend the Plan or
any outstanding Award for any purpose which may at the time be permitted by law, and may at any time terminate the Plan as to any future grants of Awards; provided, that, except as otherwise expressly provided in the Plan, the Administrator may not,
without the Participant’s consent, alter the terms of an Award so as to affect materially and adversely the Participant’s rights under the Award, unless the Administrator expressly reserved the right to do so at the time the Award was
granted. Any amendments to the Plan will be conditioned upon stockholder approval only to the extent, if any, such approval is required by law (including the Code and applicable stock exchange requirements), as determined by the Administrator. 

 

	10.	OTHER COMPENSATION ARRANGEMENTS 

 The existence of the Plan or the grant of any Award
will not in any way affect the Company’s right to award a person bonuses or other compensation in addition to Awards under the Plan. 

  
 8 

	11.	MISCELLANEOUS 

 (a) Waiver of Jury Trial. By accepting an Award under the
Plan, each Participant waives any right to a trial by jury in any action, proceeding or counterclaim concerning any rights under the Plan and any Award, or under any amendment, waiver, consent, instrument, document or other agreement delivered or
which in the future may be delivered in connection therewith, and agrees that any such action, proceedings or counterclaim will be tried before a court and not before a jury. By accepting an Award under the Plan, each Participant certifies that no
officer, representative, or attorney of the Company has represented, expressly or otherwise, that the Company would not, in the event of any action, proceeding or counterclaim, seek to enforce the foregoing waivers. Notwithstanding anything to the
contrary in the Plan, nothing herein is to be construed as limiting the ability of the Company and a Participant to agree to submit disputes arising under the terms of the Plan or any Award made hereunder to binding arbitration or as limiting the
ability of the Company to require any eligible individual to agree to submit such disputes to binding arbitration as a condition of receiving an Award hereunder. 

(b) Limitation of Liability. Notwithstanding anything to the contrary in the Plan, neither the Company, nor any Affiliate, nor
the Administrator, nor any person acting on behalf of the Company, any Affiliate, or the Administrator, will be liable to any Participant or to the estate or beneficiary of any Participant or to any other holder of an Award by reason of any
acceleration of income, or any additional tax (including any interest and penalties), asserted by reason of the failure of an Award to satisfy the requirements of Section 422 or Section 409A or by reason of Section 4999 of the Code,
or otherwise asserted with respect to the Award. 
  

	12.	ESTABLISHMENT OF SUB-PLANS 

 The Administrator may from time to time establish one or
more sub-plans under the Plan for purposes of satisfying applicable blue sky, securities or tax laws of various jurisdictions. The Administrator will establish such sub-plans by adopting supplements to the Plan setting forth (i) such
limitations on the Administrator’s discretion under the Plan as it deems necessary or desirable and (ii) such additional terms and conditions not otherwise inconsistent with the Plan as it deems necessary or desirable. All supplements so
established will be deemed to be part of the Plan, but each supplement will apply only to Participants within the affected jurisdiction (as determined by the Administrator). 
  

	13.	GOVERNING LAW 

 (a) Certain Requirements of Corporate Law. Awards will be
granted and administered consistent with the requirements of applicable law of the Grand Duchy of Luxembourg relating to the issuance of stock and the consideration to be received therefor, and with the applicable requirements of the stock exchanges
or other trading systems on which the Stock is listed or entered for trading, in each case as determined by the Administrator. 
 (b)
Other Matters. Except as otherwise provided by the express terms of an Award agreement, under a sub-plan described in Section 12 or as provided in Section 13(a) above, the provisions of the Plan and of Awards under the Plan and
all claims or disputes arising out of or based upon the Plan or any Award under the Plan or relating to the subject matter hereof or 

  
 9 

 
thereof will be governed by and construed in accordance with the domestic substantive laws of the State of Pennsylvania without giving effect to any choice or conflict of laws provision or rule
that would cause the application of the domestic substantive laws of any other jurisdiction. 
 (c) Jurisdiction. By accepting
an Award, each Participant will be deemed to (a) have submitted irrevocably and unconditionally to the jurisdiction of the federal and state courts located within the geographic boundaries of the United States District Court for the District of
Pennsylvania for the purpose of any suit, action or other proceeding arising out of or based upon the Plan or any Award; (b) agree not to commence any suit, action or other proceeding arising out of or based upon the Plan or an Award, except in
the federal and state courts located within the geographic boundaries of the United States District Court for the District of Pennsylvania; and (c) waive, and agree not to assert, by way of motion as a defense or otherwise, in any such suit,
action or proceeding, any claim that it is not subject personally to the jurisdiction of the above-named courts that its property is exempt or immune from attachment or execution, that the suit, action or proceeding is brought in an inconvenient
forum, that the venue of the suit, action or proceeding is improper or that the Plan or an Award or the subject matter thereof may not be enforced in or by such court. 

  
 10 

 EXHIBIT A 

Definition of Terms 

The following terms, when used in the Plan, will have the meanings and be subject to the provisions set forth below: 

“Administrator”: The Compensation Committee, except that the Compensation Committee may delegate (i) to one or more of
its members (or one or more other members of the Board (including the full Board)) such of its duties, powers and responsibilities as it may determine; (ii) to one or more officers of the Company the power to grant Awards to the extent
permitted by applicable law; and (iii) to such Employees or other persons as it determines such ministerial tasks as it deems appropriate. In the event of any delegation described in the preceding sentence, the term “Administrator”
will include the person or persons so delegated to the extent of such delegation. 
 “Affiliate”: Any corporation or other
entity that stands in a relationship to the Company that would result in the Company and such corporation or other entity being treated as one employer under Section 414(b) and Section 414(c) of the Code, provided that, for purposes
of determining treatment as a single employer under Section 414(b) and Section 414(c) of the Code, “50%” shall replace “80%” in the applicable stock ownership requirements under such sections of the Code and the
regulations thereunder. 
 “Articles”: The articles of association of the Company. 

“Award”: Any or a combination of the following: 

(i) Stock Options. 

(ii) SARs. 

(iii) Restricted Stock. 

(iv) Unrestricted Stock. 

(v) Stock Units, including Restricted Stock Units. 

(vi) Performance Awards. 

(vii) Cash Awards. 

(viii) Awards (other than Awards described in (i) through (vii) above) that are convertible into or otherwise based
on Stock. 
 “Board”: The Board of Directors of the Company. 

“Cash Award”: An Award denominated in cash. 

  
 11 

 “Cause”: In the case of any Participant who is party to an employment or
severance-benefit agreement that contains a definition of “Cause,” the definition set forth in such agreement will apply with respect to such Participant under the Plan for so long as such agreement is in effect. In the case of any other
Participant, “Cause” will mean, as determined by the Administrator in its reasonable judgment, (i) a substantial failure of the Participant to perform the Participant’s duties and responsibilities to the Company or subsidiaries
or substantial negligence in the performance of such duties and responsibilities; (ii) the commission by the Participant of a felony or a crime involving moral turpitude; (iii) the commission by the Participant of theft, fraud,
embezzlement, material breach of trust or any material act of dishonesty involving the Company or any of its subsidiaries; (iv) a significant violation by the Participant of the code of conduct of the Company or its subsidiaries or of any
material policy of the Company or its subsidiaries, or of any statutory or common law duty of loyalty to the Company or its subsidiaries; (v) material breach of any of the terms of the Plan or any Award made under the Plan, or of the terms of
any other agreement between the Company or subsidiaries and the Participant; or (vi) other conduct by the Participant that could reasonably be expected to be harmful to the business, interests or reputation of the Company. 

“Code”: The U.S. Internal Revenue Code of 1986 as from time to time amended and in effect, or any successor statute as from
time to time in effect. 
 “Compensation Committee”: The Compensation Committee of the Board. 

“Company”: Trinseo S.A. 

“Covered Transaction”: Any of (i) a consolidation, merger, or similar transaction or series of related transactions,
including a sale or other disposition of stock, in which the Company is not the surviving corporation or that results in the acquisition of all or substantially all of the Company’s then outstanding common stock by a single person or entity or
by a group of persons and/or entities acting in concert, (ii) a sale or transfer of all or substantially all the Company’s assets, or (iii) a dissolution or liquidation of the Company. Where a Covered Transaction involves a tender
offer that is reasonably expected to be followed by a merger described in clause (i) (as determined by the Administrator), the Covered Transaction will be deemed to have occurred upon consummation of the tender offer. 

“Date of Adoption”: The earlier of the date the Plan was approved by the Company’s stockholders or adopted by the Board,
as determined by the Compensation Committee. 
 “Director”: A member of the Board. 

“Employee”: Any person who is employed by the Company or an Affiliate. 

“Employment”: A Participant’s employment or other service relationship with the Company and its Affiliates. Employment
will be deemed to continue, unless the Administrator expressly provides otherwise, so long as the Participant is employed by, or otherwise is providing services in a capacity described in Section 5 to the Company or an Affiliate. If a
Participant’s employment or other service relationship is with an Affiliate and that entity ceases to be an Affiliate, the Participant’s Employment will be deemed to have terminated when the entity ceases to be an Affiliate unless the
Participant transfers Employment to the Company or its 

  
 12 

 
remaining Affiliates. Notwithstanding the foregoing and the definition of “Affiliate” above, in construing the provisions of any Award relating to the payment of “nonqualified
deferred compensation” (subject to Section 409A) upon a termination or cessation of Employment, references to termination or cessation of employment, separation from service, retirement or similar or correlative terms will be construed to
require a “separation from service” (as that term is defined in Section 1.409A-1(h) of the Treasury Regulations, after giving effect to the presumptions contained therein) from the Company and from all other corporations and trades or
businesses, if any, that would be treated as a single “service recipient” with the Company under Section 1.409A-1(h)(3) of the Treasury Regulations. The Company may, but need not, elect in writing, subject to the applicable
limitations under Section 409A, any of the special elective rules prescribed in Section 1.409A-1(h) of the Treasury Regulations for purposes of determining whether a “separation from service” has occurred. Any such written
election will be deemed a part of the Plan. 
 “ISO”: A Stock Option intended to be an “incentive stock option”
within the meaning of Section 422. Each Stock Option granted pursuant to the Plan will be treated as providing by its terms that it is to be an NSO unless, as of the date of grant, it is expressly designated as an ISO. 

“NSO”: A Stock Option that is not intended to be an “incentive stock option” within the meaning of
Section 422. 
 “Participant”: A person who is granted an Award under the Plan. 

“Performance Award”: An Award subject to Performance Criteria. The Administrator in its discretion may grant Performance
Awards that are intended to qualify for the performance-based compensation exception under Section 162(m) and Performance Awards that are not intended so to qualify. 

“Performance Criteria”: Specified criteria, other than the mere continuation of Employment or the mere passage of time, the
satisfaction of which is a condition for the grant, exercisability, vesting or full enjoyment of an Award. For purposes of Awards that are intended to qualify for the performance-based compensation exception under Section 162(m), a Performance
Criterion will mean an objectively determinable measure or measures of performance relating to any or any combination of the following (measured either absolutely or by reference to an index or indices and determined either on a consolidated basis
or, as the context permits, on a divisional, subsidiary, line of business, project or geographical basis or in combinations thereof): sales; revenues; assets; expenses; earnings before or after deduction for all or any portion of interest, taxes,
depreciation, amortization or equity expense, whether or not on a continuing operations or an aggregate or per share basis; return on equity, investment, capital, capital employed or assets; one or more operating ratios; operating income or profit,
including on an after-tax basis; net income; borrowing levels, leverage ratios or credit rating; market share; capital expenditures; cash flow; stock price; stockholder return; sales of particular products or services; customer acquisition or
retention; acquisitions and divestitures (in whole or in part); joint ventures, strategic alliances, licenses or collaborations; spin-offs, split-ups and the like; reorganizations; recapitalizations, restructurings, financings (issuance of debt or
equity) or refinancings; manufacturing or process development; or environmental health and/or safety metrics. A Performance Criterion and any targets with respect thereto determined by the 

  
 13 

 
Administrator need not be based upon an increase, a positive or improved result or avoidance of loss. To the extent consistent with the requirements for satisfying the performance-based
compensation exception under Section 162(m), the Administrator may provide, by the deadline that otherwise applies to the establishment of the terms of any Award intended to qualify for such exception, that one or more of the Performance
Criteria applicable to such Award will be adjusted in an objectively determinable manner to reflect events (for example, the impact of charges for restructurings, discontinued operations, mergers, acquisitions, extraordinary items, and other unusual
or non-recurring items, and the cumulative effects of tax or accounting changes, each as defined by U.S. generally accepted accounting principles) occurring during the performance period that affect the applicable Performance Criterion or Criteria.

 “Permanent Disability”: In the case of any Participant who is party to an employment or severance-benefit agreement that
contains a definition of “Permanent Disability” (or similar term), the definition set forth in such agreement will apply with respect to such Participant under the Plan for so long as such agreement is in effect. In the case of any other
Participant, “Permanent Disability” shall mean a disability that would entitle a Participant to long-term disability benefits under the Company’s long-term disability plan to which the Participant participates. Notwithstanding the
foregoing, however, in the case of any Award that is subject to Section 409A and is payable upon a Participant’s Permanent Disability, the Participant shall be treated as having a Permanent Disability only if the Participant’s
condition also satisfies the definition of “disability” in Treasury Regulation 1.409A-3(i)(4). 
 “Plan”: The
Trinseo S.A. Omnibus Incentive Plan as from time to time amended and in effect. 
 “Restricted Stock”: Stock subject to
restrictions requiring that it be redelivered or offered for sale to the Company if specified conditions are not satisfied. 

“Restricted Stock Unit”: A Stock Unit that is, or as to which the delivery of Stock or cash in lieu of Stock is, subject to
the satisfaction of specified performance or other vesting conditions. 
 “SAR”: A right entitling the holder upon exercise
to receive an amount (payable in cash or in shares of Stock of equivalent value) equal to the excess of the fair market value of the shares of Stock subject to the right over the base value from which appreciation under the SAR is to be measured.

 “Section 409A”: Section 409A of the Code. 

“Section 422”: Section 422 of the Code. 

“Section 162(m)”: Section 162(m) of the Code. 

“Stock”: Common stock of the Company, par value
                 per share. 
 “Stock Option”:
An option entitling the holder to acquire shares of Stock upon payment of the exercise price. 

  
 14 

 “Stock Unit”: An unfunded and unsecured promise, denominated in shares of Stock,
to deliver Stock or cash measured by the value of Stock in the future. 
 “Unrestricted Stock”: Stock not subject to any
restrictions under the terms of the Award. 

  
 15

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