Document:

2009 GE Supplemental Stock Option Grant Agreement

 Exhibit 10.42 
 Stock Option Grant Agreement - additional terms & conditions 
 1. Grant of Options. The Management Development and Compensation Committee of the Board of Directors (“Committee”) of the General Electric Company (“Company”) has granted Options to the individual named in
this Grant Agreement (“Grantee”). Each Option entitles the Grantee to purchase from the Company one share of General Electric Company common stock, par value $0.06 per share, at the Option Exercise Price in accordance with the terms of
this Grant, the GE 2007 Long Term Incentive Plan (“Plan”), and any rules and procedures adopted by the Committee. 
 2.
Exercisability and Expiration Date. Options shall become exercisable only at and after the Exercisable Dates, and shall expire on the Expiration Date, except as follows: 
 a. Employment Termination Due to Death. If the Grantee’s employment with the Company or any of its affiliates terminates
as a result of the Grantee’s death, then any unexercisable Options shall become immediately exercisable, and any unexercised Options shall expire on the Expiration Date. 
 b. Employment Termination Due to Transfer of Business to Successor Employer. If the Grantee’s employment with the Company
or any of its affiliates terminates as a result of employment by a successor employer to which the Company has transferred a business operation, then any unexercisable Options shall become immediately exercisable, and any unexercised Options shall
expire 5 years after termination of employment or on the Expiration Date, whichever date occurs first. 
 c. Employment
Termination Less Than One Year After Grant Date. If the Grantee’s employment with the Company or any of its affiliates terminates for any reason other than death or due to transfer to a successor employer before the first anniversary of
the Grant Date, then all unexercised Options, whether or not exercisable on the date of termination, shall immediately expire upon such termination. 
 d. Employment Termination More Than One Year After Grant Date. If, on or after the first anniversary of the Grant Date, the Grantee’s employment with the Company or any of its
affiliates terminates as a result of any of the reasons set forth below, or the Grantee becomes eligible to retire, each as defined, then the Exercisable Dates and Expiration Date shall be automatically adjusted as provided below (subject to any
rules adopted by the Committee): 
 (i) Termination for Retirement or Total Disability. If
(a) the Grantee becomes eligible for Optional Retirement at or after age 60 under the U.S. GE Pension Plan, or (b) the Grantee is not a participant in the U.S. GE Pension Plan and becomes eligible to retire under another retirement plan or
program of the Company or any of its affiliates on or after Grantee has attained age 60 and accumulated 5 or more years of combined service with the Company and any of its affiliates, or (c) the Grantee’s employment with the Company or any
of its affiliates terminates as a result of a total disability, i.e., the inability to perform any job for which the Grantee is reasonably suited by means of education, training or experience, then any unexercisable Options shall become immediately
exercisable, and any unexercised Options shall expire on the Expiration Date. 
 (ii) Voluntary Termination
or Termination for Cause. If the Grantee’s employment with the Company or any of its affiliates terminates as a result of voluntary termination or termination for cause, then all unexercised Options, whether or not exercisable on the
date of termination, shall immediately expire. 

 (iii) Termination for Layoff or Plant Closing. If the
Grantee’s employment with the Company or any of its affiliates terminates as a result of a layoff or plant closing (without regard to any period of protected service), each as defined in the Company’s U.S. Layoff Benefit Plan, then Options
scheduled to become exercisable at or before the end of the second calendar year following the year in which employment terminates become immediately exercisable and any unexercised Options shall expire at the end of second calendar year following
the year in which employment terminates or on the Expiration Date, whichever occurs first. 
 (iv)
Termination Due to Other Reasons. If the Grantee’s employment with the Company or any of its affiliates terminates for any other reason, and the Grantee and the Company have not entered into a written separation agreement explicitly
providing otherwise in accordance with rules and procedures adopted by the Committee, then no unexercisable Options shall become exercisable and any unexercised Options which are exercisable on the date of termination shall expire 3 months after
such termination or on the Expiration Date, whichever date occurs first. 
 e. Affiliate. For purposes of this
Grant, “affiliate” shall mean (i) any entity that, directly or indirectly, is owned 50% or more by the Company and thereby deemed under its control and (ii) any entity in which the Company has a significant equity interest as
determined by the Committee. Transfer of employment among the Company and any of its affiliates is not a termination of employment for purposes of this Grant. 
 3. Method of Exercise 
 a. Notice and Manner of
Exercise. The Grantee may exercise some or all of the Options then exercisable by giving the Company notice of the number of Options to be exercised either in writing or by such other means as shall be acceptable to the Company. At or before
issuance by the Company of the shares to the Grantee pursuant to the Option exercise, the Grantee shall make payment of the Option Exercise Price in U.S. funds, or the equivalent thereof acceptable to the Company, at the office of the Comptroller of
the Company, or such other place as may be mutually acceptable to the Company and the Grantee. 
 b. Withholding
Tax. Upon the exercise of any Option, the Grantee shall pay to or reimburse the Company for any federal, state, local or foreign taxes required to be withheld and paid over by it, at such time and upon such terms and conditions as the
Company may prescribe. 
 c. Delivery. Upon the receipt of all required payments from the Grantee, the Company
thereupon shall, without additional expense to the Grantee (other than any transfer or issue taxes if the Company so elects), deliver to the Grantee by mail or otherwise at such place as the Grantee may request a certificate or certificates for such
shares, provided however, that the date of issuance or delivery may be postponed by the Company for such period as may be required for it with reasonable diligence to comply with any applicable listing requirements of any national securities
exchange and requirements under any law or regulation applicable to the issuance or transfer of such shares. 
 4.
Alteration/Termination. The Company shall have the right at any time in its sole discretion to amend, alter, suspend, discontinue or terminate any Options without the consent of the Grantee. Also, the Options shall be null and void to the
extent the grant of Options or exercise thereof is prohibited under the laws of the country of residence of the Grantee. 

 5. Plan Terms. All terms used in this Grant have the same meaning as given such terms in the
Plan, a copy of which will be furnished upon request. 
 6. Entire Agreement. This Grant, the Plan, and the rules and procedures
adopted by the Committee, contain all of the provisions applicable to the Options and no other statements, documents or practices may modify, waive or alter such provisions unless expressly set forth in writing, signed by an authorized Officer of
the Company and delivered to the Grantee. 
 This document constitutes part of a prospectus covering securities that have been registered under
the Securities Act of 1933, as amended.Universal Orlando Annual Incentive Plan

 Exhibit 10.43 
 

 
 Variable Pay Plan 
 Documentation 
  
  
 Annual Incentive Plan

 Effective January 2009-December 2009 

 Annual Incentive Plan – Effective 1/09-12/09 
  

 Plan Name: 
 Annual Incentive Plan (AIP) 
 Plan Inception Date: 
 Unknown 
 Plan Period (Plan Year):

 January 2009 – December 2009 
 Plan Review Date: 
 11/2008 
 Plan Purpose: 
 To provide incentive and reward to Universal Orlando (UO) executives who contribute to UO’s success.

 The Plan is specifically designed to support UO’s business needs and fit its culture. The Plan directly supports the long-term
objectives of UO and, when business goals are met or exceeded, will pay competitive incentive compensation levels. 
 Plan Objectives: 

  

	 	•	 	 Provide incentive to executives to perform at superior levels in support of the Company’s financial and strategic goals.

  

	 	•	 	 Encourage a team approach throughout UO. 

  

	 	•	 	 reward participants for their contribution to the Company’s success. 

  

	 	•	 	 Enable UO to attract and retain outstanding team members. 

  

	 	•	 	 Ensure that UO operating plans are understood and implemented throughout each operating unit and division. 

  

	 	•	 	 Provide a format and systematic approach to be utilized for determining individual awards under the Plan. 

  

	 	•	 	 Ensure that individuals are accountable for specific objectives that impact the Company, their division, and department. 

Eligibility: 
 The plan is specifically
applicable to incumbents in Director level and above jobs. 
 Plan Funding: 
 Each year the Finance department will accrue for payouts under the plan. Depending on Company performance during the course of the plan year the accrual may be increased or decreased to assure funds are
present at the conclusion of the year to make payouts. 
 Performance Measures: 
 Either before the plan year beings or early in the plan year, participants and their managers set individual objectives that directly support the
participant’s role in attaining Company objectives. These objectives should include activities and projects that are distinct from on-going job responsibilities. They should reflect areas in which the individual can impact the company, division
and department goals. 
 Individual objectives should be specific and quantitative to the extent feasible. The participants and their managers
should agree on weights for each objective. Most Objectives will focus on: 
  

			
	Operating Profit	  	Guest Service Ratings
	Per Caps	  	Asset & Inventory Control
	Overhead Management	  	Cost Containment
	Quality Measures	  	Labor Scheduling
	People Development	  	Product/non-labor cost

  

			
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 Annual Incentive Plan – Effective 1/09-12/09 
  

 Throughout the plan period the participant and immediate management, including input from Operational
and Functional management, should hold periodic progress reviews to evaluate progress toward achievement of objectives. 
 The Plan operates on
four principles: 
 The Company must meet a minimum Operating Profit performance level for awards to be made. A level of Operating Profit
is established, which must be achieved before participants in the Plan earn an award. This minimum acceptable performance is annually set at meaningful levels. 
 Each participant’s individual performance is critical to the attainment of Company objectives. It is the combined accomplishments of all team members that enable UO to achieve aggressive
objectives. Participants will be held accountable for the achievement of their individual objectives. 
 Each AIP participant has a target
incentive award based on the participant’s job and level within the organization. Target awards will provide competitive incentive compensation upon the achievement of set objectives. The target award levels are evaluated periodically against
competitive data to ensure they meet the Company’s compensation objectives. AIP target awards will be communicated to participants by their managers. In general target will be based on a percentage of salary following the schedule below, this
schedule is not inclusive of all scenarios and individual participant’s may have a different target then delivered by the schedule (as determined by the Company): 
  

								
	Salary Plan	  	Salary
Grade	  	Level	  	Target %	 
	 1FL
	  	20	  	Director	  	15	% 
	 1FL
	  	21	  	Director	  	15	% 
	 1FL
	  	22	  	Director	  	15	% 
	 1FL
	  	23	  	Vice President	  	22	% 
	 1FL
	  	24	  	Vice President	  	25	% 
	 1FL
	  	25	  	Vice President	  	25	% 
	 1FL
	  	26	  	Vice President	  	30	% 
	 1FL
	  	27	  	Vice President	  	30	% 

 Each year, the AIP’ s financial performance objectives will change to match UO’s business
plans. The Plan is designed to provide superior rewards for superior performance consistent with achieving those important business objectives. 
 Plan Administration: 
 The Plan will be administered by the Compensation department. They will be responsible for the following:

  

	 	•	 	 Verifying that objectives are established between the Plan Participant and their manager at the beginning of the plan period

  

	 	•	 	 Maintaining Company-wide documentation of the Plan Participant’s objectives 

  

	 	•	 	 Recording results of the Plan Participant’s achievement of objectives at the conclusion of the plan period 

  

	 	•	 	 Maintaining Company-wide documentation of the Plan Participant’s achievement of objectives 

  

	 	•	 	 Establishing suggested Plan payouts based on Plan Participant’s performance against objectives to the Participant’s manager

  

	 	•	 	 Presenting Company-wide recommended Plan payouts to Senior Management for approval 

  

	 	•	 	 Ensuring payments are paid pursuant to the approval of Senior Management 

 Interpretations, determinations, and actions regarding plan administration will be made by the Executive Vice President, UPR/CEO UO or the President/COO UO.

  

			
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 Annual Incentive Plan – Effective 1/09-12/09 
  

 Plan Payment: 
 At the end of the review period, the manager assigns an Overall Performance and Percentage Rating based upon achievement against all objectives. 
 The AIP award is then forwarded for approval to the next level of management. The UO Compensation Department will collect the recommendations and present to
Senior Management for final approval. 
 AIP incentive awards will be paid as soon as practicable after the plan year’s financial results
are approved and available. 
 Plan Audits: 
 Plan audits will be conducted on an as needed basis by the Internal Audit department and/or external auditors. 
 Special Considerations: 
 Merit Reviews 
 This plan has no affect on the merit process. Performance against this plan may be evaluated in the annual performance appraisal; however,
any payment made under this plan will not affect the merit increase percentage. 
 New Hires: 
 A team member hired during the plan year will participate in the plan on a pro-rated basis determined by the number of full months of
employment during each fiscal month of the plan year. However, team members hired during the fourth quarter of the plan year will not participate in the Plan. 
 Transfers: 
 An existing team member promoted or transferred to an
eligible job from an ineligible job will participate in the Plan on a pro-rated basis determined by the number of full months in the Plan during each fiscal month of the plan year. However, team members promoted or transferred during the fourth
quarter of the plan year will not participate in the Plan. 
 A participant transferred to an ineligible job ceases to
participate in the Plan on the date of transfer to the ineligible job, but will still be a plan participant for the period they were covered under the Plan. 
 A participant promoted to a higher level eligible job or demoted to a lower level eligible job will participate in the Plan on a pro-rated basis determined by the number of full months in the Plan at each
level during the Plan year. 
 Termination: 
 A participant is not eligible for incentive pay in the event of termination for cause or by team member resignation at any time during the
plan year. A pro-rated incentive will be paid if a participant is laid off, dies, becomes disabled or retires during the plan year based on the date of the action. 
 A TEAM MEMBER MUST BE DESIGNATED AS AN ACTIVE EMPLOYEE AT THE DATE OF PLAN PAYOUT IN ORDER TO RECEIVE AN AWARD, UNLESS THEY WERE LAID OFF, ARE DECEASED, HAVE BECOME DISABLED, OR RETIRED. (Team Members
employed in the state of Illinois must be employed on the last date of the plan year in order to receive an award). 
 Benefit Hours 
 All benefit hour (i.e. Vacation, Personal Holiday, Paid Time Off) payments are made at
the team member’s base rate. Payments under this plan will not impact the rate paid for these hours. 
  

			
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 Annual Incentive Plan – Effective 1/09-12/09 
  

 Life Insurance 
 Life insurance is based upon the “basic annual earnings”. Commissions, overtime pay, bonuses, and other compensation not received
as salary is not included in “basic annual earnings”. Any payments made under this plan would not be included in “basic annual earnings”. 
 Disability Benefits 
 Disability benefits are based upon the average
of the gross amount paid to a team member over a six-month period. Bonuses, overtime pay and earnings for more than 40 hours per weeks are not included. Any payments made under this plan would not be included in this average. 
 401(k)/HCE Compensation 
 Incentive payments will be included in the definition of 401(k)/HCE compensation. 
 Taxes 
 Payments made under this plan are subject to FICA, FUTA, and OASDI taxes and will be withheld at
the time of payout. In the event this bonus is being deferred, pursuant to a bonifide plan, these taxes will be deducted from the payout and the remaining amount will be deferred pursuant to the plan. 
  

	
	The Company reserves the right to revise established payouts for incentive purposes (up or down) after the plan
period has begun. The Company also reserves the right to withhold plan payments for behavior deemed unethical or found to be inappropriate. Discussion between or among plan participants or any other team members regarding the actual payment of
awards will be subject to loss of such payments and may result in termination. While it is the intent of the Company to continue the plan, the Company reserves the right to change or discontinue the plan at its sole discretion at any time.
Participation in the Plan does not constitute a contract of employment with Universal Orlando.

 Plan Approvals: 
  

							
	Divisional Executive:	  	 /s/ John Sprouls
	    	  
	  	
		  	John Sprouls, EVP, UPR/CEO UO	    	Date	  	
				
	Compensation Dept:	  	 /s/ Greg Kelsoe
	    	  
	  	
		  	Greg Kelsoe, Sr. Dir UPR/UO	    	Date    	  	
		  	Compensation & Benefits	    		  	

 Additional Information: 
 For more information and examples, please see: 
  

	 	•	 	 Instructions for Individual Objective Setting and Assessment Process 

  

	 	•	 	 Frequently Asked Questions – Annual Incentive Plan 

  

	 	•	 	 Executive Performance Appraisal 

  

			
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