Document:

EX-10.6

 Exhibit 10.6 

EMPLOYMENT CONTRACT 
 In accordance
with the Luxembourg “Code du Travail”, the following contract is made between Delphi International Operations Luxembourg S.a.r.l. 

hereafter referred to as the ‘Company’ 
 and
Liam BUTTERWORTH 
 Residing [•] 
 hereafter
referred to as the ‘Employee’: 
 ARTICLE 1 – Position of employment 

The Company takes the Employee into its service as a salaried employee. The job will be Senior Vice President & President, Powertrain
Systems [Level: EXECUTIVE BAND G] starting on February 1st, 2014. It is expected that the Employee will carry out the duties outlined in the agreed job description efficiently and in
the best interest of the Company and the safety of its employees. 
 This position will be based in Luxembourg and given the Status of the position; a
future assignment to a different location/country is possible. 
 ARTICLE 2 Seniority 

You will not be subject to a probationary period and your seniority with other Delphi entities will be recognized from January 1st 2000 to January 31st, 2014. 
 ARTICLE 3
– Hours of work 
 The Company’s normal business hours are from 09.00 am to 17.00 pm from Monday to Friday and employees are required to
work a minimum of 40 hours per week. Together with his/her supervisor the employee defines his/her individual work-schedule that fits within the department work-schedule. Overtime and flextime conditions are specified in the Site Procedures on the
CTCL intranet. 
 Delphi International Operations Luxembourg S. à r.l.    Siége social : 

Société à responsabilité limitée    Avenue de Luxembourg 

Au capital de 123,200,050 Euros    L-4940 Bascharage 

Immatriculée au Registre de Commerce et des Sociétés de Luxembourg 

sous le numéro B 99 207 
 N° de TVA : LU20113988 

Autorisation d’ établissement : 10036403 / 0 

 ARTICLE 4 – Salary 

Gross monthly salary will be 35,000-€ [annual gross including 13th month: Salary 455,000.-€] (COLA 775.17). A year end gratuity equal to one month salary is paid to all employees in December. The salary is subject to
deductions of legal contributions and taxes which will be made prior to payment without consent of the Employee. No fees other than those required by law can be collected by the Company. Salary payments are made at the end of each calendar month
directly into the Employee’s nominated bank account. 
 ARTICLE 5 – Additional payments 

 

	 	•	 	Vacation allowance:: 

 A vacation allowance linked to seniority is paid during the month of June. During
the first 5 years of service the amount of the vacation allowance is: 350,00 €- gross per year as of January 2012. As of the 6th year of service: 130,00 €,- gross will be added to the
base of : 350,00 €,- for each year of seniority exceeding 5 years as of June 2014. 
 During the first year of service these payments are calculated on
a prorate basis. 
  

	 	•	 	AIP Bonus Scheme: 

 You will be eligible to an Annual Incentive Plan based on your individual performance
and on the performance of Delphi. Your annual target will be communicated to you separately. Please note that the Annual Incentive Plan can be stopped by Delphi at any time or the rules of such plan can be changed at any time by Delphi. 

 

	 	•	 	Long Term Incentive Scheme: 

 You will be eligible to a Long Term Incentive plan in accordance with
Delphi policies. 
  

	 	•	 	Company car: 

 You will have the use of a company car according to the current procedure implemented at
Delphi Luxembourg which can be changed at any time by Delphi Luxembourg. 
 ARTICLE 6 – Pension Scheme & Group Life Insurance

 The Company provides for a pension plan which an Employee is eligible to join when he/she fulfills the criteria for affiliation after which time
contributions become mandatory. Details of the scheme are available on the CTCL intranet. 
 Delphi International Operations Luxembourg S. à
r.l.    Siége social : 
 Société à responsabilité limitée    Avenue de
Luxembourg 
 Au capital de 123,200,050 Euros    L-4940 Bascharage 

Immatriculée au Registre de Commerce et des Sociétés de Luxembourg 

sous le numéro B 99 207 
 N° de TVA : LU20113988 

Autorisation d’ établissement : 10036403 / 0 

 ARTICLE 7 – Company Practices 

In consideration of the opportunities which employment affords the Employee to become acquainted with the Company’s business, including the activities of
the Company in connection with engineering, research and development work, the Employee agrees that any inventions or improvements which he/she may conceive, make, invent, suggest or contribute to during the term of the employment with the Company
under this Agreement relating to any matter or thing, including processes and methods of manufacture, which may be connected in any way with the Employee’s work or related in any way to the Company’s business, existing or anticipated, at
any time throughout the employment, the employee forgoes all/any rights to either during or following the term of the employment to apply for letters, patent or similar privileges in respect thereof in any country. 

The Employee further agrees not to reveal to any person, unless authorized by the Company or its duly authorized officials, any information concerning the
inventions, improvements or other confidential matters of the Company. 
 For the protection of all/any patents, secret processes and trade secrets of the
Company and unless he/she is exempted by the provisions of article 13 of the “Texte coordonné”, the Employee undertakes that throughout the period of one year immediately following the end of the employment with the Company, he/she
will not, without the prior written consent of the Company (such consent not to be unreasonably withheld), directly or indirectly on his/her own account or as an employee or agent of any person anywhere, be concerned or engaged in the engineering
and/or manufacture of any product, component, sub-system, system in relation to, while in the employment of the Company he/she will have learned or had access to, any secret process or trade secrets of the
Company. 
 The Employee agrees that he/she will, at the request of the Company, at any time during the employment or thereafter assign to the Company the
said inventions and improvements and any patent applications filed or patents granted thereon and will execute any patent papers covering such inventions or improvements as well as any papers that the Company may consider necessary or helpful in the
prosecution of patent applications thereon or in the conduct of any interference, litigation or any other controversy in connection therewith, all expense incident to the filing of such applications, the prosecution thereof, and the conduct of any
such interference, litigation or other controversy to be borne by the Company. 
 ARTICLE 8 – Training 

The company undertakes to provide the Employee with “on-job” training and/or personal development training.
Should the Employee terminate his/her employment with the Company during, or within a period of twelve months of receipt of personal development training at the Company’s expense, the Employee agrees, upon request, to repay the Company for
all/any training fees incurred including transportation and living expenses paid by the Company during that period of training. 
 Delphi International
Operations Luxembourg S. à r.l.    Siége social : 
 Société à responsabilité
limitée    Avenue de Luxembourg 
 Au capital de 123,200,050
Euros    L-4940 Bascharage 
 Immatriculée au Registre de Commerce et des
Sociétés de Luxembourg 
 sous le numéro B 99 207 

N° de TVA : LU20113988 
 Autorisation
d’ établissement : 10036403 / 0 
  

 ARTICLE 9 – Business Trips 

Where business trips are considered part of the job responsibility the Company will pay for and/or reimburse expenditure where necessary. The Employee will
not, unless for personal reasons which would result in serious financial and/or family constraints, refuse the travel activity which may or may not include agreed periods of time away from home. All conditions for travelling are outlined in the
Company’s Standard Procedure, Serial No. 3. 
 ARTICLE 10 – Driving License 

Where a valid driver’s license is a job requirement the Employee must maintain the license during the time of employment. Termination of employment will
result in the event that the driving license becomes revoked, suspended or restricted. Where a driving license is not a job requirement the employee is required to notify the Company immediately of any restrictions, suspensions or cancellations.

 ARTICLE 11 – Vacation entitlement. 
 In
addition to public holidays all Employees are entitled to 26 days of vacation per calendar year. As of the year employees reach 5 years of seniority with Delphi they are entitled to one additional day of vacation, for every 5 years of seniority with
a maximum of 7 days for 35 years of seniority or more. 
 Entitlement to be taken in accordance with the Company policy. 

ARTICLE 12 – Extraordinary leave. 
 All
employees are entitled to additional days of leave in respect of immediate family births, death, weddings, civic duties and public holidays as detailed in the Company’s collective labor agreement. 

ARTICLE 13– Miscellaneous Benefits. 

Statutory benefits relating to insurance, sickness, accident, maternity, family allowances are provided for and so communicated to the Employee on commencement
of employment. 
 ARTICLE 14 – Data protection 

The employee is aware of the fact that all personal information provided by him/her are recorded in an electronic database and he/she agrees that this data as
well as data recorded concerning career development may be shared with other Delphi entities in other geographical regions for career development purposes. The employee also agrees that the company shares his/her personal information necessary to
administer employee benefits i.e. pension plan, life insurance with the service provider(s) contracted by the company. 
 Delphi International Operations
Luxembourg S. à r.l.    Siége social : 
 Société à responsabilité
limitée    Avenue de Luxembourg 
 Au capital de 123,200,050
Euros    L-4940 Bascharage 
 Immatriculée au Registre de Commerce et des
Sociétés de Luxembourg 
 sous le numéro B 99 207 

N° de TVA : LU20113988 
 Autorisation
d’ établissement : 10036403 / 0 

 ARTICLE 16 – Termination of employment 

This contract may be cancelled at any time by either party provided notice is given in accordance with the stipulations of the Luxembourg “Code du
Travail”, livre I, Titre II – Chapters IV, V, VI, VII. 
 Upon termination of his/her employment, the Employee is required to return to the
Company all drawings, blue-prints, manuals, letters, notes, notebooks, reports and all/any other material which are in the possession of or under the control of the Employee. This contract will automatically cease at the end of the month during
which the Employee reaches 65 years of age. 
 This contract is made in the Grand-Duchy of Luxembourg whose laws and jurisdiction will determine the
interpretation and execution of the present contract. 
 Made in duplicate and signed in 

Bascharage, February 14th, 2014 

Delphi International Operations Employee 
 Luxembourg
S.a.r.l 
 Delphi International Operations Luxembourg S. à r.l.    Siége social : 

Société à responsabilité limitée    Avenue de Luxembourg 

Au capital de 123,200,050 Euros    L-4940 Bascharage 

Immatriculée au Registre de Commerce et des Sociétés de Luxembourg 

sous le numéro B 99 207 
 N° de TVA : LU20113988 

Autorisation d’ établissement : 10036403 / 0 

 ADDENDUM TO THE EMPLOYMENT CONTRACT 

Mr. Liam Butterworth (“the Employee”) and Delphi International Operations Luxembourg S.à.r.l. (“the Employer”) entered into
an employment contract on 14 February 2014 (“the Employment Contract”), based on which the Employee acts as Senior Vice President & President, Powertrain Systems since 1 February 2014. 

Whereas 
  

	 	•	 	On 1 November 2012 the Employee and Delphi Connection Systems Holding France SAS entered into an employment contract dated 1 November 2012. 

 

	 	•	 	On 3 December 2012 the Employee and Delphi Connection Systems Holding France SAS concluded an addendum to the employment contract dated 1 November 2012. 

 

	 	•	 	The before mentioned addendum provides that the Employee is eligible to a Long Term Plan, based on which the Employee is entitled to a target cash amount of a EUR 1,000,000 for the period starting on the 4th quarter
2012 and ending on 31 December 2015, or EUR 5,000,000 where Delphi Connection Systems Holding France SAS business plan over-performs by 20% the objective that has been set. 

 

	 	•	 	The Employee entered into an employment contract with Delphi International Operations Luxembourg S.à.r.l. since 1 February 2014. The Employee’s employment relationship with Delphi Connection Systems
Holding France SAS ended on the same date. The parties understand that all rights accrued in connection with the Long Term Plan under the contract dated 1 November 2012 with Delphi Connection Systems Holding France SAS were lost as from
1 February 2014 when the employment relationship ceased between the Employee and Delphi Connection Systems Holding France SAS. 

 The
Employee and the Employer wish to agree on the following amendments to the Employment Contract. 
 Article 1 Purpose of the Addendum 

The purpose of the Addendum is to complement the provisions of the Employment Contract. Where applicable, the provisions of the Addendum supersede the
provisions of the Employment Contract. 
 Article 2 Amendments to the Employment Contract 

Article 5 (Additional payments) of the Employment Contract is completed as follows: 
  

	 	•	 	Other benefits 

 1. Upon completion of 12 months employment with the Employer, the Employer will pay an amount
of EUR 377.000,- gross (AIP) to the Employee on 28 February 2015. 
  

					
	Delphi International Operations Luxembourg SARL                 TVA : 2004 2402 134	  	
	Avenue de Luxembourg	  		  	
	L-4940 BASCHARAGE	  		  	

 2. In order to compensate him for the loss of the benefits derived from the Long Term Plan implemented by his
former employer, the Employee and the Employer agree that the Employee is eligible to: 
  

	 	•	 	An amount of EUR 520.000,- gross on 28 February 2015 

  

	 	•	 	An amount of EUR 780.000,- gross on 29 February 2016. 

 The Employer and the Employee agree that the
amounts under 1. and 2. above may be partly or fully invested by the Employer in the purchase of warrants (“the Warrants”) issued by an external provider (ING or another Luxembourg financial service provider). The Warrants will have a
length of approximately 15 years and will be based on a stock market index (eg. the DAX Index). The Employer may grant the Warrants to the Employee under the rules of the Employer Warrant Scheme, which features will be similar to the Warrant Scheme
to which the Employee has participated in 2014. However, in the event that the granting of the Warrants becomes, for fiscal, legal or any other reason, no longer possible, or at any time upon his sole discretion, the Employer may decide to provide
the Employee with a cash payment instead of a grant of Warrants. 
 The Employee’s rights to the above-mentioned payments lapse automatically upon
termination of the Employee’s employment contract with the Employer. 
 Article 3 

The Addendum applies with immediate effect as from its date of signature. 

This Addendum is made in the Grand-Duchy of Luxembourg whose laws and jurisdiction will determine the interpretation and execution of the present contract.

 Made in duplicate and signed in 
 Bascharage,
19 February 2015 
 Delphi International Operations Luxembourg
S.à.r.l                         Employee 
  

					
	Delphi International Operations Luxembourg SARL                 TVA : 2004 2402 134	  	
	Avenue de Luxembourg	  		  	
	L-4940 BASCHARAGE	  		  	

 ADDENDUM TO EMPLOYMENT CONTRACT 

Between :    Delphi International Operations Luxembourg S.A. 

With registered office in Bascharage, route de Luxembourg 

Hereinafter referred to as “Delphi International Operations Luxembourg” 

And    Mr. Liam Butterworth 

[•] 
 Hereinafter referred
to as the “Employee” 
 Whereas the Parties have entered into an Employment Agreement on 1st February 2014 (the “Original Agreement”),
and now wish to clarify the interpretation of article 4 of the Original Agreement. 
  
 

 
 The parties have agreed as follows: 

Article 4 – Salary shall be read as follows: 

Gross monthly salary will be 35,138.46 € [annual gross including 13th month: Salary
456,799.98 €] (COLA 775.17). A year end gratuity equal to one month salary is paid to all employees in December. The salary is subject to deductions of legal contributions and taxes which will be made prior to payment without
consent of the Employee. No fees other than those required by law can be collected by the Company. Salary payments are made at the end of each calendar month directly into the Employee’s nominated bank account. 

In the context of the application of the Luxembourg Special Tax Regime for Inbound Employees provided for by the Circular Letter n°95/2 dated
27 January 2014, the gross monthly salary of 35,138.46 € will incorporate: 
  

	 	•	 	An allowance to cover the recurring charges linked to the employment in Luxembourg (i.e. housing and tax equalisation costs) of maximum 6,153.85 € (80,000 € per year); 

 

	 	•	 	An allowance to compensate the Employee for the cost of living differential between Luxembourg and France of maximum 2,769.23 € (36,000 € per year). 

Signed in two originals in Bascharage, December 1st, 2014 

 

			
	

	 	

	Delphi International Operations Luxembourg.
                                Liam Butterworth

 Delphi International Operations Luxembourg S. à r.l.    Siége social : 

Société à responsabilité limitée    Avenue de Luxembourg 

Au capital de 123,200,050 Euros    L-4940 Bascharage 

Immatriculée au Registre de Commerce et des Sociétés de Luxembourg 

sous le numéro B 99 207 
 N° de TVA : LU20113988 

Autorisation d’ établissement : 10036403 / 0EX-10.7

 Exhibit 10.7 
  

 
 September 19, 2017 
 Vivid
Sehgal 
 [ADDRESS] 
 [ADDRESS] 

Dear Vivid: 
 As you know, Delphi is currently contemplating a
spin-off of its Powertrain Systems business (the “Spin-Off”) into a new, separately traded entity (“SpinCo”). In anticipation of the Spin-Off, and on behalf of Delphi, I am pleased to extend this offer of employment to you, as
further described in this letter agreement and any related documentation (this “Offer”). Under the terms of this Offer, you will be hired as an employee of Delphi and at the time of the Spin-Off, you will transition employment to SpinCo
where you will serve as its Chief Financial Officer. At SpinCo, you will be based in London and will report directly to Liam Butterworth, currently President, Powertrain/DPSS, who is expected to be appointed President & Chief Executive
Officer of SpinCo in connection with the Spin-Off. I am providing you with this Offer to confirm your compensation details and to provide further background on the applicable Delphi plans and programs. Please note that we expect the SpinCo plans and
programs to be substantially similar to Delphi plans and programs currently in place. 
 The following provides a summary of your compensation details
regarding this Offer: 
 Base Salary: Your initial base salary is at an annual rate of £450,000, which shall be paid in
installments in accordance with Delphi’s normal payroll practices. Your base salary will be reviewed from time to time in accordance with normal employer practice. 

Target Annual Incentive: Prior to the Spin-Off, you are eligible for an annual incentive plan award. Your target annual incentive
compensation for 2017 will be 80% of your base salary (£360,000 at target payout), prorated for the number of months you work during the current year, and paid out at the higher of target payout or actual performance based on business
results. The target has the potential to pay out in a range of 0 – 200% depending on applicable performance. The actual amount you may receive, if any, is adjusted based on business performance against the annual plan metrics and your
individual performance. Such award, if earned, shall be paid by March 15, 2018. In connection with the Spin-Off, it is anticipated that outstanding Delphi annual incentive awards will be equitably adjusted to reflect the Spin-Off in a manner
determined by the Compensation and Human Resources Committee of Delphi Automotive PLC. Following the Spin-Off, you will be eligible to participate in an annual incentive plan for SpinCo executives at no less than your current target percentage. 

Long-Term Incentive: Detailed information about your participation in the SpinCo Long-Term Incentive (“LTI”) Plan is found in
Attachment A. 
 Additional Sign-On Payments: As an incentive to join Delphi, you will receive a cash payment of £150,000 to be
paid within 30 days of your hire date. Receipt of the cash payment is contingent on you signing an agreement indicating that you will repay the sign-on payments if you voluntarily resign your employment within 24 months of your date of hire. This
provision applies to both your service at Delphi prior to the Spin-Off and with SpinCo following the Spin-Off. Should your employment with Delphi or SpinCo be involuntarily terminated without cause, you will have no obligation to repay the cash
payments. 
 As you would expect, all compensation and payments referred to in this Offer will be subject to applicable tax withholding. 

 

 
 September 19, 2017 
 Vivid
Sehgal 
  Page
 2
 
  

 Benefits: In addition to the compensation elements described above, prior to the
Spin-Off, you are also eligible for Delphi’s benefits package. The benefits associated with the offer are detailed in the enclosed Contract of Employment and Appendix. Following the Spin-Off, you will be eligible to participate in SpinCo’s
benefits package, which is expected to be substantially similar to the Delphi benefits package. 
 Special Circumstance Benefits: If a
“Special Circumstance” occurs, you may be entitled to receive certain payments and benefits. More detailed information about these payments and benefits is found in Attachment A. 

In accordance with Delphi policy and contingent on your acceptance of this Offer, a background verification process will be conducted. Your employment is
contingent upon the results of the background verification. 
 Employment is also contingent upon your current and continued eligibility to work in the UK.
To comply with government regulations, unexpired identification documents must be presented on your first day of work to verify that you are authorized to work in the UK. 

If you have any questions, please contact me at [EMAIL] or on my mobile: [PHONE NUMBER]. 

To accept this Offer, please sign and complete the info in the appropriate box below and send to me at the email address listed above. 

On behalf of our entire senior leadership team, we look forward to you joining our team. 

Sincerely, 
 /s/ Susan M. Suver 

Susan M. Suver 
 Senior Vice President & Chief Human
Resources Officer 
 Enclosures 

  

 

 
 By signing below I am indicating my acceptance of this employment offer and acknowledgment of its contents. I
understand that Delphi, its subsidiaries and affiliates (including SpinCo) may amend, modify or terminate any of its incentive, severance, retirement, insurance, or other benefit plans, policies or programs at any time and that SpinCo may adopt
benefit, plans, policies or programs that differ from those of Delphi. I further acknowledge and understand that my employment will be considered “at will,” subject to applicable law, and subject to termination at any time, or for any
reason. 
  

	
	ACCEPTANCE
	
	/s/ Vivid Sehgal
	Signature of Vivid Sehgal
	
	Start Date (if known):
	
	[EMAIL]
	Email Address

			
	 

		
		 	Private & Confidential
		
		 	  

		
		 	 Contract of Employment
 Vivid
Sehgal

		
		 	  

		
		 	 Delphi Powertrain Systems
 Management
Limited

		
		 	  

 

 
  

 Contract of Employment 

These are the terms and conditions of employment that apply to you. 

This offer is made subject to satisfactory medical, references, qualifications, driving licence and identity documents. 

 

	1	Employer 

 Your employer is Delphi Powertrain Systems Management Limited
and the registered office is 1 Park Row, Leeds, North Yorkshire, LS1 5AB. 
  

	2	Employee 

  

	2.1	Vivid Sehgal, [ADDRESS]. 

  

	3	Job Title 

  

	3.1	Your job title is as set out at Section 1 of the Appendix. Your duties will include those set out in the relevant job description, although you may be required to carry out such additional or alternative
tasks and duties within your skill set and remit as the Company may reasonably require of you from time to time. 

  

	4	Date of Commencement 

  

	4.1	Your employment shall commence on the date set out in Section 2 of the Appendix. Your period of continuous employment (for statutory employment rights purposes) commenced on the date set out in
Section 3 of the Appendix. No previous employment outside of the employer will be treated as continuous with your employment by the Company. 

  

	5	Probationary Period 

  

	5.1	Your employment will be subject to successful completion of a six month probationary period, set out in Section 4 of the Appendix. 

 

	6	Duration of Employment and Termination 

  

	6.1	Your employment shall continue for an indefinite period and shall be terminable on notice or otherwise as set out below. The period of notice to be given in writing by either you or the Company to terminate your
employment is set out in Section 5 of the Appendix. 

  

	6.2	During any period of notice of termination served in accordance with this clause (whether given by you or the Company), the Company shall be under no obligation to assign any duties to you and shall be entitled to
exclude you from its premises (“Garden Leave Period”). During the Garden Leave, you will continue to be bound by all other express and implied terms of this contract. You will also remain entitled to receive your remuneration and other
contractual benefits. 

  

	6.3	If either you or the Company is giving notice to terminate the employment, the Company reserves the right to pay you in lieu of notice or part of notice rather than asking you to work your notice period. Pay in lieu of
notice will not be paid where gross misconduct is the reason for termination of employment. Holidays may only be taken during a notice period with the permission of the relevant Director. 

Payment in lieu of notice will be equal to the basic salary (as at the date of termination) which you would have been entitled to receive under
this contract agreement during the notice period (or, if notice has already been given, during the remainder of the notice period) less income tax and National Insurance contributions. For the avoidance of doubt, the Payment in Lieu shall not
include any element in relation to: 

  
 Page 2 of 12 

 

 
  

	 	(a)	Any bonus or commission payments that might otherwise have been due during the period for which the Payment in Lieu is made; 

  

	 	(b)	Any payment in respect of benefits which the Employee would have been entitled to receive during the period for which the Payment in Lieu is made; and 

 

	 	(c)	Any payment in respect of any holiday entitlement that would have accrued during the period for which the Payment in Lieu is made. 

  

	6.4	Nothing in this clause shall preclude the Company from terminating your employment without notice or a payment in lieu of notice in appropriate circumstances, including (without limitation) serious/gross misconduct.

  

	6.5	Under agreed circumstances, employment may be terminated sooner by agreement with yourself and the Company to waive part of the notice period. In these circumstances no payment will be made for the un-worked portion of
the notice period. 

  

	7	Basic Salary/Pay 

  

	7.1	Your current basic salary/pay and payment details are set out in Section 6 of the Appendix. 

  

	7.2	Your salary/pay will be reviewed annually, although it will only be increased at the discretion of the Company. There is no guarantee that it will be increased. 

 

	7.3	In addition to your basic salary/pay referred to in clause 7.1 above, you may be entitled to receive additional remuneration under a bonus scheme(s). If you are, it will be set out in Section 7 and/or
Section 8 of the Appendix and will be subject to the relevant rules of any such schemes from time to time in force. 

  

	7.4	You authorise the Company to deduct from your basic salary/pay, and to set off against any monies due to you under clause 8 (Expenses) or otherwise, any sum due to the Company from you including, without any limitation,
any overpayments (including overpayments of holiday), loans or advances made to you by the Company, sums authorised to be deducted under a prior agreement (such as under a Salary Sacrifice Scheme or a study agreement) and the cost of repairing any
damage or loss to the Company’s property caused by you. 

  

	8	Expenses 

  

	8.1	You will be reimbursed for all reasonable out of pocket expenses in accordance with any costs incurred through your role as agreed with your line manager. 

 

	9	Place of Work 

  

	9.1	Your normal place of work is set out in Section 9 of the Appendix. However, you may be required to work at other sites or travel throughout the United Kingdom and overseas and stay away as necessary for the
proper performance of your duties or as reasonably requested by the Company. 

  

	10	Overseas Work 

 The company currently does not envisage you having to work outside
the United Kingdom for a period of more than one consecutive month. If this should change you will be advised of this and subject to mutual agreement. 

  
 Page 3 of 12 

 

 
  

 You may be required to travel overseas on a frequent basis as part of your
role in order to fulfil your contractual duties. 
  

	11	Working Hours 

  

	11.1	Your normal hours of work are set out in Section 10 of the Appendix. The Company reserves the right to vary these times (and any shift patterns) as necessary to meet the changing needs of the business.

  

	11.2	The Company reserves the right to require you to work overtime, including evening, weekend and bank holidays where the needs of the business reasonably require. Time off in lieu for this additional time will be
considered in agreement with your manager. If you are entitled to overtime payments, this will be set out in Section 11 of the Appendix. 

  

	12	Holidays 

  

	12.1	You are entitled to the number of days’ paid holiday in each period of 12 months from 1 January – 31 December each year (the “Holiday Year”) as set out in Section 12 of
the Appendix. You may be required to work public holidays to support business needs. 

  

	12.2	The Company may specify when some holiday must be taken (such as any closures). You will be given notice of any such obligatory holiday dates as soon as possible. Other holiday must be agreed in advance with your line
manager. For holidays of 1 week or more, you should give at least 4 weeks’ notice. For holidays of less than 1 week you should give at least 1 weeks’ notice, wherever possible. 

 

	12.3	If you do not take all your holiday entitlement in the relevant Holiday Year you are not entitled to receive payment for this. You may not usually carry forward any unused holiday entitlement in to the following Holiday
Year; this would need to be agreed by the relevant Director. 

  

	12.4	In the years of commencement and termination of employment, your basic holiday entitlement will be calculated pro rata to the number of months worked in that year. If on termination of employment you have any unused
holiday entitlement the Company may either make a payment in lieu or require you to take it during any notice period. If you have exceeded your basic holiday entitlement you will be required to repay the excess holiday pay to the Company. This sum
may be deducted from any monies due to you on termination of your employment. 

  

	12.5	Your holiday will be paid at basic rate. If you receive any overtime, this will be reconsolidated in January each year and the difference will be paid to you at this time. 

 

	13	Sickness and other absence 

  

	13.1	On your first working day of absence, you must inform the Company of your absence by telephone prior to your normal start time, in accordance with the Attendance Policy. Any unauthorised absence must be properly
explained. If absent because of illness you are required to give details of the nature of the illness and any indication that can then be given of your anticipated length of absence. If your absence is due to bereavement, or to attend medical
appointments, guidance on this is contained in the Attendance Policy. 

  

	13.2	When any period of absence continues beyond seven calendar days you are required to obtain a medical certificate and to forward this to the Human Resources Department. If illness continues after expiry of the first
certificate further certificates must be obtained as necessary to cover the whole period of absence and forwarded to the Company on each occasion. 

  
 Page 4 of 12 

 

 
  

	13.3	Your entitlement to sick pay (which is payable at the discretion of the Company and subject to your compliance with the above notification provisions) including statutory sick pay is shown in Section 13 of
the Appendix. 

  

	13.4	Your level of sickness absence will be monitored by the Company. Continued and excessive absence may result in Formal Attendance actions against you. 

 

	14	Health and wellbeing 

  

	14.1	You are entitled to meet with our Occupational Health Doctor at any time during your employment. The company may also request you meet with Occupational Health after prolonged absence or if they feel your wellbeing is
at stake. All referrals are confidential and reports to Management are held in the strictest of confidence with your approval. 

  

	15	Drug and Alcohol Testing  

  

	15.1	At any time during your employment the Company may require you to undergo a drug/alcohol test in accordance with the terms of the Company’s drug and alcohol policy from time to time. If you are found to be
under the influence of drugs and/or alcohol, it could be a disciplinary matter. In appropriate circumstances, it could be considered as gross misconduct, the penalty for which is summary dismissal. 

 

	16	Car Allowance/Company Car 

  

	16.1	If appropriate, and in order to assist you in the performance of your duties, under this contract or as a benefit of the role, (subject to you remaining legally qualified and fit to drive), the Company may provide you
with a Company car cash allowance. If you are entitled to a car allowance, this will be set out in Section 14 of the Appendix. 

  

	16.2	The car allowance is provided to cover all business travel eventualities with respect to travel by vehicle. Employees in receipt of a car allowance must ensure their car is insured for business travel. The Company
Car Policy can provide further information. 

  

	17	Pension and Insurance Benefits 

  

	17.1	Delphi operates a Group Personal Pension Plan as detailed in Section 15 of the Appendix. Delphi will comply with legislative requirements and all employees will be automatically enrolled into the Group
Personal Pension Plan. Employees will only be able to leave the Plan through opting out direct to the Pension Provider. 

  

	18	Normal Retirement Age 

  

	18.1	There is no normal retirement age in line with current legislation, however some insurance based benefits may cease to be offered after the age of 65, which may vary from time to time. 

 

	19	Company Property 

  

	19.1	You acknowledge that all mobile phones, laptops and other computer equipment, fuel cards, car keys, identity and access cards, books, notes, memoranda, records, lists of customers, suppliers and employees,
correspondence, documents, computer and other discs and tapes, data listings, codes, designs and drawings, confidential information and other documents and materials (whether made or created by you or otherwise) relating to the business of the
Company, any Group company or any customer of the Company or Group Company and any copies, summaries or adaptations of them as appropriate; 

  
 Page 5 of 12 

 

 
  

	 	(a)	Shall be and remain the property of the Company or customer; 

  

	 	(b)	Shall not be removed from the Company’s premises or copied, except in the proper performance of your duties; and 

  

	 	(c)	Shall be handed over to the Company on demand and in any event on the termination of your employment. 

  

	20	Confidentiality/Post Employment Obligations 

  

	20.1	The Employee shall not, whether during the period of his employment by the Company or at any time after its termination (howsoever arising) except in the proper performance of his duties, or in pursuance of any
obligation arising from any statutory enactment or order of a competent court or tribunal or on the request of the Board: 

  

	 	(a)	Directly or indirectly make use of or divulge or communicate to any person firm company or organisation any Confidentiality Information which he has possessed during the continuance of his employment with the Company or
any Group Company; or 

  

	 	(b)	Copy or reproduce in any form or by or on any media or device (or allow others to copy or reproduce) documents, disks, tapes or other material containing or referring to Confidential Information. 

 

	20.2	All documents (including copies), disks, tapes and other material (in whatsoever medium) held by the Employee containing or referring to Confidential Information or relating to the affairs and business of the Company or
any Group Company (and whether or not prepared by him or supplied by the Company or any Group Company) shall be the property of the Company or the relevant Group Company and shall be delivered by him to the Company or the relevant Group Company upon
the termination of his employment (howsoever arising). 

  

	20.3	These restrictions shall not apply: 

  

	 	(a)	To Confidential Information which has come into the public domain; 

  

	 	(b)	To any disclosure or use of Confidential Information authorised by the Board or required by law or in connection with the performance by the Employee of his duties with the Company; 

 

	 	(c)	So as to prevent the Employee from using his own personal skill in any business in which he may be lawfully engaged after the Employment is ended. 

 

	20.4	You shall not for a period of one year after the termination of your employment whether alone or jointly with others, directly or indirectly: 

 

	 	(a)	Interfere with, canvas, solicit, or cause to be canvassed, solicited or approached in respect of any services which are the same or similar to those which have been provided by the Company at any time during the
preceding 12 months of your employment, any person, persons or Company who at the date of termination of your employment or during the period of one year prior to that date, was to your knowledge a customer or client of the Company and with whom you
had dealings during the last twelve months of your employment. 

  

	 	(b)	Supply to or deal with in respect of any services which are the same as or similar to those which have been provided by the Company at any time during the last 12 months of your employment, any person, persons or
Company who at the date of termination of your employment or during the period on 1 year prior to that date, was to your knowledge a customer or client of the Company and with whom you had dealings during the last 12 months of your employment.

  
 Page 6 of 12 

 

 
  

	 	(c)	Offer to employ or endeavour to employ or entice away from the Company to join a direct competitor or start up a competing venture, any person employed by Delphi Powertrain Systems Management Limited during the period
of 12 months prior to your termination of employment and with whom you had personal dealings in the normal course of your employment. This applies for a period of one year. 

 

	 	(d)	Be employed by or hold any material interest in any person, firm or company which requires or might reasonably be thought by the company to require you to disclose or make use of any confidential business information in
order properly to discharge your duties for the benefit of that person, firm or company and/or to further his interest in such person, firm or company. 

  

	20.5	At any time after the your termination of employment you shall not represent yourself or permit yourself to be held out by any person, firm or company as being in any way connected with or interested in the Company.

  

	20.6	Whilst employed by the Company, you must not develop any business within the scope of services offered by Delphi Powertrain Systems Management Limited for your own (or others) benefit outside your employment, or after
your employment has terminated for whatever reason. You accept that such business developed during your time employed by the Company will be assigned to Delphi Powertrain Systems Management Limited and that any gross profits made for a period of one
year following termination of employment must be paid to the Company. 

  

	20.7	The restrictions above apply to all the Company’s clients including Clients which members of staff bring in to the business as a result of their employment with the Company. They are clients of the Company and not
of the individual employee. 

  

	21	Intellectual Property 

  

	21.1	If the Employee in the course of the performance of his duties under this Contract of Employment shall create, make or discover any Intellectual Property or make any improvement upon a derivation from any existing work,
invention or design whether or not the Intellectual Property has, or is capable of giving rise to, patents or rights equivalent to patents, registered design, copyright, design right, or other like protection and whether alone or in conjunction with
any other employee or employees of the Company, or of any Group Company, or other persons, he shall immediately disclose such Intellectual Property to the Board and undertakes that at the Company’s request and expense he shall at any time
during or after the termination of his employment do all such acts and execute all such documents as may be necessary to vest all rights in or relating to any such Intellectual Property in the name of the Company and any Group Company to the intent
that all such rights and any such invention, design or improvement shall subject, in relation to patents, to any applicable provisions of the Copyright Designs and Patent Act 1988, become the absolute property of the Company or its nominee. Nothing
contained in this clause shall limit any statutory or other right of the Company or any Group Company in relation to any such intellectual Property. 

  

	22	Other Employment 

  

	22.1	It is expected that the Company will be your main employer, if you are employed by another company, you must notify the Company in writing to Human Resources. This is required whether you are a new or existing employee
when the other employment commences. 

  
 Page 7 of 12 

 

 
  

	23	Company Policy and Procedures 

  

	23.1	You agree to comply with the rules, policies and procedures of the Company, although these do not form part of your contract of employment and are subject to change. 

 

	24	Grievance Procedure 

  

	24.1	Any grievance you may have relating to your employment should be in line with the Company’s Grievance Policy which can be obtained from your line manager or Human Resources. Should you need to raise a
grievance, this should usually be raised with your line manager in the first instance and formally inn writing to your line manager or Human Resources if the issue cannot be resolved informally. 

 

	25	Disciplinary Procedure 

  

	25.1	The Company expects certain standards of conduct and performance from all employees and where an employee’s standards do not meet the Company’s expectations, or where they undertake misconduct, the Company
will instigate the Disciplinary Policy. This can be obtained from your line manager or Human Resources. Any appeal should be in writing addressed to Human Resources. 

 

	26	Equal Opportunities 

  

	26.1	The Company is fully committed to the active promotion of equal opportunities in its capacity as an employer and its provision of all its services to the community as a whole. 

 

	27	Health and Safety 

  

	27.1	The Company takes Health and Safety very seriously and you must comply with this at all times. Your obligations are set out in our company Health and Safety Policy and supporting procedures and processes. It is
the individual responsibility of each employee to ensure the practical application of these in the workplace to ensure that Delphi Powertrain Systems Management Limited is a safe place to work. 

 

	28	IT Policy 

  

	28.1	You agree to comply with all aspects of the Company’s IT Policy which is subject to change. 

  

	28.2	You agree that the Company to which you provide services may intercept and monitor communications sent via any company communication systems or services of the Company. 

 

	29	Collective Agreements 

  

	29.1	There are no collective agreements which directly affect the terms and conditions of your employment. 

  

	30	Variation to standard and other terms and conditions 

  

	31	The Company reserves the right to make reasonable changes to these and any other agreed terms and conditions of employment. Minor changes of detail (e.g. in procedures) may be made from time to time and will be effected
by a general notice to employees. 

  

	32	Public interest disclosure 

  

	32.1	Nothing in this Agreement shall prevent you from making a protected disclosure in good faith pursuant to the Public Interest Disclosure Act 1998. 

  
 Page 8 of 12 

 

 
  

	33	Data Protection 

  

	33.1	You agree that personal data (other than sensitive personal data) as defined in the Data Protection Act 1998, relating to you and your employment may be processed by the Company to the extent that it is reasonably
necessary in connection with your employment or the business of the Company, in line with the Data Protection Policy available from your line manager or Human Resources. 

 

	33.2	You agree that the Company may process sensitive personal data relating to you, including medical details and details of gender, race and ethnic origin. Personal data relating to gender, race and ethnic origin will be
processed by the Company only for the purpose of monitoring the Company’s Equality Policy. You agree that the Company may disclose or transfer such sensitive personal data to other persons if it is required or permitted by law to do so for the
purpose of monitoring the Company’s data. 

  

	33.3	Your consent to the transfer and disclosure of personal data as set out above shall apply regardless of the country of residence of the person to whom the data is to be transferred. Where the disclosure or transfer is
to a person resident outside the European Economic Area, the Company shall take reasonable steps to ensure that your rights and freedom in relation to the processing of the relevant personal data are adequately protected. 

 

	34	Choice of law 

  

	34.1	This Agreement and any dispute or claim arising out of or in connection with it shall be governed and construed in accordance with English law. 

 

	34.2	All disputes or claims arising out of or relating to this Agreement shall be subject to the exclusive jurisdiction of the English courts to which the parties irrevocably submit. 

 

	35	Whole Agreement 

  

	35.1	This Agreement (including the Appendix) and the Company policies and procedures sets out the entire agreement relating to your employment with the Company and shall replace any previous agreements and arrangements
relating to your employment with the Company. 

  
 Page 9 of 12 

 

 
  

 Vivid Sehgal 

Appendix to Employment Contract – September 19, 2017 

The matters set out in this Appendix may only be amended by the issue of a new Appendix signed by you and the Company. 

 

			
	 1.      Job title
	  	Chief Financial Officer, reporting to Liam Butterworth, currently President, Powertrain/DPSS, who is expected to be appointed President & Chief Executive Officer of SpinCo in connection with the Spin-Off
		
	 2.      Date of commencement of employment
	  	Date
		
	 3.      Date of commencement of continuous
employment
	  	Date
		
	 4.      Probationary Period
	  	6 months
		
	 5.      Notice of termination
	  	 Your employment may be terminated at any time by either party giving to the other, in writing, the following prior notice:

 
 Duration of probationary period – three months’ notice

Following successful completion of probationary period – Six Months’ notice

		
	 6.      Basic Salary/Pay
	  	£450,000 per annum payable on the 19th of each month.
		
	 7.      Bonus
	  	You are eligible for our annual incentive plan (AIP). Your target annual incentive award will be 80% of your base salary, depending on the company’s performance. The actual amount you receive is adjusted depending on the
company’s and your individual performance.
		
	 8.      Long Term Incentive Plan
	  	Please refer to the attachment A
		
	 9.      Place of work
	  	[ADDRESS]
		
	 10.    Hours of work
	  	You are required to work 37.5 hours over a 5 day period. You are required to take a minimum of 30 minutes lunch each day. Typically we would expect you to start work prior to 9.30am and finish work after 4pm.
		
	 11.    Overtime
	  	You may be required to work such additional hours as are necessary for the proper performance of your duties in the interest of the Company without further remuneration.
		
	 12.    Holidays
	  	The holiday year runs from 1st January to 31st December. Your holiday entitlement will be on a pro rata basis according to your contracted hours and start date within a year. If you leave the Company part way through a year, your
holiday will be calculated up to your leave date.

  
 Page 10 of 12 

 

 
  

					
		  	 Your holiday terms are as below:
  

•    27 Days holiday per annum

 
 •    8 statutory bank
holidays
  
 For employees with long service the following will apply:

 
 After 10 years’ service – 1 additional day holiday entitlement from the start of
the subsequent leave year

			
	 13.    Sickness
	  	Length of service	 	Duration of payment
			
		  	0 – 5 years’ service	 	3 months following the month in which the illness occurs
			
		  	5 – 9 years’ service	 	4 months following the month in which the illness occurs
			
		  	9 – 12 years’ service	 	5 months following the month in which the illness occurs
			
		  	12 – 15 years’ service	 	6 months following the month in which the illness occurs
			
		  	15 – 17 years’ service	 	7 months following the month in which the illness occurs
			
		  	17 – 19 years’ service	 	8 months following the month in which the illness occurs
			
		  	19 – 22 years’ service	 	10 months following the month in which the illness occurs
			
		  	22 – 23 years’ service	 	11 months following the month in which the illness occurs
			
		  	23 years’ service	 	12 months following the month in which the illness occurs
		
		  	And thereafter at the Director’s discretion. This is subject to adherence to adherence to the absence procedure. This will be calculated on a rolling 12 month basis.
		
	 14.    Car/Car Allowance
	  	 You are entitled to a car allowance of £ 11,232 per year paid via payroll and subject to normal deductions. This is
non-pensionable and is not incorporated into your salary for the purposes of annual salary reviews or bonus payments, if applicable.
  

Alternatively, you may wish to participate in the Company Car scheme. Further details on this are available from Human Resources.

		
	 15.    Other benefits
	  	 Pension: You are entitled to participate in the Group Personal Pension Plan which the company will contribute to
dependent on your contribution amount. You will receive further information of this separately.
  

Life Assurance: If you are a member of the Defined Contribution Pension Plan, you are entitled to four times basic salary death in service
benefit. If you are not in the scheme, you are not eligible for this benefit.

  
 Page 11 of 12 

 

 
  

					
		  	 Voluntary Benefits:

The company offers a range of voluntary benefits which are not contractual and may be changed from time to time; include the removal of the voluntary benefit,
according to the business needs.
  
 Private Medical Insurance: You are
entitled to fully funded Private Medical Insurance for yourself and eligible members of your family in a Company nominated private health care scheme, subject to meeting conditions and eligibility criteria imposed by the insurance provider and
subject to the rules of such schemes.
  
 This is regarded as a taxable benefit by the
Inland Revenue and you are required to pay tax on the Company’s contributions.
  

Health Cash Plan: You are eligible for inclusion in our health cash plan further details will be communicated to you.

 
 Childcare Vouchers: (Closes to new entrants April 2018) The Company offers
Childcare Vouchers which can be deducted direct through your salary. For further information on this benefit, please contact a member of Human Resources.
  

Holiday Purchase: You are able to purchase up to 5 days holiday each year. This can be purchased from the company ahead of the start of the
holiday year and will be communicated when this process is open for applications.
  

Severance: In the event of a dismissal without cause, you will be entitled to severance as provided in the Delphi Automotive Executive Severance
Plan.

  

					
	You and the Company agree to appendix terms outlined above:	 	
		
	Signed:      /s/ Vivid
Sehgal                                        
                      	 	Date:      20/09/2017    
	Vivid Sehgal	 	
		
	On behalf of Delphi Powertrain Systems Management Limited	 	
		
	Signed:      /s/ Mike
Clarke                                        
                      	 	Date:      20/9/2017      
	Mike Clarke	 	
	Vice President Human Resources, Powertrain and Delphi EMEA	 	
		
	Signed:      /s/ Liam
Butterworth                                       
              	 	Date:      20/09/2017    
	Liam Butterworth	 	
	President, Powertrain/DPSS	 	

  
 Page 12 of 12 

 

 
 Attachment A 
  

 September 19, 2017 

Vivid Sehgal 
 [ADDRESS] 

[ADDRESS] 
 Dear Vivid: 

In connection with the proposed spin-off of the Powertrain Systems business from Delphi (“Spin-Off”) into a new, separately traded entity
(“SpinCo”), we intend to recommend to the Compensation and Human Resources Committee (the “Committee”) of the Board of Directors of Delphi Automotive PLC (the “Company”) that you receive, subject to Committee approval,
a grant of long-term incentive equity awards comprised of service-based Restricted Stock Units (“RSUs”) and performance-based RSUs (“PRSUs”, as discussed below), which shall vest and be settled (assuming your continued
employment) as described below. These equity awards will be subject to the terms and conditions of the Delphi Automotive PLC Long-Term Incentive Plan, as amended and restated (the “Plan”) and the applicable award agreements. The Company
reserves the right to suspend, modify, cancel or terminate its stock program at any time without compensation to you or any other of the participating employees, unless otherwise provided in the applicable award agreement or Plan. 

Long-Term Incentive: Your annual long-term incentive target will be $1,300,000. Your first annual equity award will be made in October 2017 on a
prorated basis ($975,000 for the 2017-2019 grant). Typically, annual grants are awarded in late February, however, due to the timing of the Spin-Off, timing of granting 2018 annual awards may be adjusted. Should the Spin-Off not conclude by
April 30, 2018, you will receive your 2018 annual award in Delphi shares during the Delphi annual grant process. The number of shares you receive will be based on the on the ten-day average closing stock price prior to (but not including) the
date of grant. Twenty-five percent (25%) of these awards will be time-based RSUs, which generally vest ratably over three years beginning on the one-year anniversary of the date of grant. The remaining seventy-five percent (75%) of these
awards will be PRSUs tied to the Company’s performance against applicable metrics (Delphi metrics are currently Average Return on Net Assets (“RONA”), Cumulative Net Income (“CNI”) and Relative Total Shareholder Return
(“RTSR”), each as defined for purposes of the long-term incentive equity award). The PRSUs generally vest at the end of a three-year performance period, and are settled as soon as possible following confirmation of performance against the
applicable metrics, but in no event later than March 15 of the year following the year in which the PRSUs vest. 
 As a condition of receiving your
first long-term incentive grant, you will be required to sign a confidentiality and non-interference agreement, substantially in the form attached as Exhibit 1. The agreement will be provided to you for signature at the time of the grant.

 It is anticipated that unvested equity awards generally will be equitably adjusted to reflect the Spin-Off in a manner determined by the Committee, and
that this equitable adjustment will include the conversion or adjustment of your unvested Delphi long-term incentive equity awards into corresponding SpinCo awards, subject to substantially similar terms and preserving to the extent practicable the
intrinsic value of the awards immediately before and after the Spin-Off. 
 You acknowledge that if the Company grants RSUs and/or PRSUs to you, your
participation in the stock program of the Company will be voluntary and that the benefits under the RSU and/or PRSU program will not be part of your offer letter, your salary or other remuneration for any purposes, including for purposes of
computing payment during any notice period, payment in lieu of notice, severance pay or other termination compensation or indemnity (if any). 

 

 
  

 Should you receive RSUs and/or PRSUs, you will be responsible for complying with any applicable legal
requirements in connection with your participation in the stock plan and for any taxes arising from the grant or vesting of your RSUs and/or PRSUs, the sale of any ordinary shares or the receipt of any dividends (if any), regardless of any tax
withholding and/or reporting obligation of the Company or your employer, and you agree to seek advice from your personal tax and/or legal advisor at your own expense regarding the tax and legal implications of any award granted to you. 

Special Circumstance Benefits: If a “Special Circumstance” occurs, you will receive a severance benefit equal to 18 months (the
“Severance Period”) of your base salary and reduced by the amount of any compensation received during any notice period, paid in monthly installments (the “Special Benefit”). The Special Benefit will cease to be paid if you are
employed by an entity other than Delphi and its subsidiaries and affiliates or SpinCo and its subsidiaries and affiliates prior to the end of the Severance Period. 

For purposes of this letter, “Special Circumstance” means the occurrence of either of the following, plus termination of your
employment with Delphi or SpinCo or their subsidiaries and affiliates by Delphi or SpinCo (or such applicable subsidiary or affiliate) without cause within one year of the occurrence of either of the following: 

1. SpinCo (or Delphi’s Powertrain Systems business) is sold to a third-party prior to the effective time of the Spin-Off; or 

2. The Spin-Off does not occur on or before December 31, 2018. 

The receipt of the Special Benefit will be subject to your execution, no later than 45 days following such applicable termination of employment, of a general
release of claims in favor of Delphi and its subsidiaries and affiliates, and, if applicable, SpinCo and its subsidiaries and affiliates (in such form as may reasonably be presented to you), and you not timely revoking such release. You hereby agree
and acknowledge that Delphi, SpinCo and their subsidiaries and affiliates may assign any of their obligations regarding the Special Benefit to SpinCo and/or its subsidiaries and affiliates in connection with the Spin-Off. 

If a Special Circumstance occurs, Delphi will provide you with the value of your annual long-term incentive target ($1,300,000) in cash (less the value of any
shares that may vest on a prorata basis, valued at target on the termination date), paid in a lump sum within 30 days of your termination. 
 SpinCo
Change in Control: It is currently anticipated that, immediately after the Spin-Off, SpinCo will adopt for its executive officers a double-trigger change in control severance program (“SpinCo CIC Severance Program”) substantially
similar to the current Delphi program. If you are designated as a participant in the SpinCo CIC Severance Program, we currently anticipate that, after the Spin-Off, you may be entitled to receive certain severance benefits from SpinCo in the case of
(1) a SpinCo change in control occurring after the completion of the Spin-Off and (2) a qualifying termination of your employment with SpinCo or its subsidiaries and affiliates, Those severance benefits are: cash severance equal to two
times your annual base salary plus target annual incentive award opportunity, plus a benefits continuation payment equal to 24 months of medical benefits continuation premiums (the “SpinCo CIC Severance Benefits”). Cash severance and
benefits continuation are expected to be paid in a lump sum amount no later than 90 days following separation, subject to compliance with applicable tax requirements. All SpinCo CIC Severance Benefits will be provided under the applicable SpinCo CIC
Severance Program documents and requirements, and will be subject to compliance with such documents and requirements and all other applicable legal and tax requirements. 

The terms of this letter shall be governed by the laws of the UK, without application of the conflicts of law principles thereof. Delphi, its subsidiaries and
affiliates (including SpinCo) may amend, modify or terminate any of its incentive, severance, retirement, insurance, or other benefit plans, policies or programs at any time, and SpinCo may adopt benefit, plans, policies or programs that differ from
those of Delphi. 

 

 
  

 * * * 
 The
terms of this letter are strictly confidential. Should you have any questions in respect of the content of this letter, please do not hesitate to contact Susan M. Suver, Senior Vice President & Chief Human Resources Officer, at [EMAIL] or
[PHONE NUMBER]. 
 By: 
  

	
	/s/ Susan M. Suver
	Susan M. Suver
	Senior Vice President & Chief Human Resources Officer

 By signing this letter agreement, you declare that you have read and understand the terms and conditions of this letter
agreement and agree to such terms and conditions. 

			
	
	 /s/ Vivid Sehgal

	Signature of Vivid Sehgal
		
	Date:	 	 September 20, 2017

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