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Exhibit 10.14

Dynatrace
2022 Annual Short-Term Incentive Plan

1.Purpose.  This Annual Short-Term Incentive Plan (the “Plan”) authorizes the establishment of a bonus program under which selected employees of Dynatrace, Inc. (the “Company”) and its subsidiaries are eligible to earn bonuses under the Plan.  The Plan is being adopted on a voluntary basis and at the discretion of the Company as a performance incentive for the participating employees in connection with the future operations of the Company.
2.Administration.  The Plan shall be administered by the Compensation Committee (the “Committee”) of the board of directors of the Company (the “Board”), subject to the express provisions of the Plan.  The Committee shall have the sole discretion to interpret any and all terms and conditions of the Plan and to determine whether any bonus is due or payable under the Plan.
3.Definitions.
“Payout Amount” is the adjusted potential bonus that a Participant may earn based on achievement against the Performance Measures, which is calculated after the Bonus Year is complete, as set forth herein.  
“Bonus Year” means the fiscal year for which the Performance Measures are measured, as set forth in Exhibit A.
“Earnings” includes base salary and does not include commissions, or the value of any other contractual or non-contractual benefits that are paid or provided in addition to fixed base salary.
“On-Target Bonus” is an amount of money set as the On-Target Bonus for each Participant at the beginning of the Bonus Year, in the Committee’s sole discretion.  The On-Target Bonus amount is subject to increase or decrease, as explained below, based upon the Participant’s achievement of his/her Performance Measures.
“Participant” means a full-time employee of the Company, or any of its subsidiaries, who has been designated by the Committee as a participant in the Plan.
“Performance Measures” are objectives which are set by the Committee, in its sole discretion, at the beginning of the Bonus Year for each Participant.  The Performance Measures may be any combination of achievement requirements that are applicable to: (i) the Company as a whole; (ii) a given Participant or group of Participants; and/or (iii) a combination of (i) and (ii).  The Performance Measures are generally defined by assessment of ARR, revenue, operating income, EBITDA and/or similar goals, but the Committee retains the discretion to set each Participant’s Performance Measures.  
4.Assessment of Performance Measures.  
A.The Performance Measures and the On-Target Bonus shall be determined by the Committee in its sole discretion at or around the beginning of the Bonus Year.  The On-Target Bonus will be a percentage of the Participant’s base salary actually earned during the Bonus Year.  Those Performance Measures that are based on Company-wide metrics shall be set forth and defined on Exhibit A.  Each individual Participant will be provided with a letter or a memo (a “Bonus Eligibility Notice”) that will set forth each Participant’s Performance Measures along with each Participant’s On-Target Bonus and will incorporate the terms of the Plan.
B.At the end of the Bonus Year, the Committee, in its sole discretion, will determine a Participant’s achievement of her Performance Measures.  A Participant’s percentage achievement of her Performance Measures will determine the Payout Amount for which the Participant may be eligible, in the Committee’s sole discretion, as provided on Exhibit A.  
C.If a Participant’s actual achievement of the Performance Measures is between two of the percentages (Threshold, Target and Maximum) indicated on Exhibit A, then the Payout shall be a percentage of the original On-Target Bonus set at the outset of the Bonus Year interpolated on a straight-line basis between the two closest tiers.  
D.No On-Target Bonus or Payout Amount will be earned, due or payable for that portion which is determined with respect to a given Performance Measure, unless the Participant achieves the “Threshold” stated in Exhibit A (i.e. 90%) or in the Participant’s Bonus Eligibility Notice for that Performance Measure, to be determined by the Committee, in its sole discretion.  
E.In the event that a Participant has two or more Performance Measures, the Committee shall in its sole discretion determine how the Payout Amount is calculated relative to each Performance Measure, and in total under the Plan. 
    
    

Dynatrace FY 2022 Short-Term Incentive Plan

5.Eligibility.  The On-Target Bonus and the Payout Amount do not represent entitlements, and a particular Participant’s On-Target Bonus and/or Payout Amount may be withheld, conditioned, amended or cancelled by the Committee at any time in its sole discretion.  In order for an On-Target Bonus and/or Payout Amount to be considered earned, due and payable to the Participant, the Committee must determine that all conditions set forth in the Plan have been met.  
6.Partial Year Eligibility.  Except as the Committee may otherwise determine in its sole discretion, Participants must be employed by the Company or its subsidiaries as of December 1 of the Bonus Year and remain continuously employed until the date of actual payment pursuant to Section 8 below to be eligible for an On-Target Bonus and/or Payout Amount.  To the extent that a Participant becomes employed with the Company or its subsidiaries after the first day of a Bonus Year, any On-Target Bonus and/or Payout Amount shall be pro-rated based on the number of days for the Bonus Year the Participant was an employee of the Company or its subsidiaries during such Bonus Year.
7.Interpretation.  The Committee shall have the authority to make all determinations (including, without limitation, the interpretation and construction of the Plan and the determination of relevant facts) regarding the eligibility for and amount of any Bonus paid under the Plan to any Participant.  
8.Payment of Bonus.  A Payout Amount is considered earned, due and payable to a Participant only once all conditions of this Plan have been met, including the following:  the Committee has made a final determination that the Performance Measures have been met by the Participant in a percentage that results in a Payout Amount; the Committee has voted to pay the Payout Amount; the Audit Committee has approved the Company’s preliminary full-year financial statements for the Bonus Year; and the Participant is employed by the Company through and on the day that the Payout Amount is to be paid.  All Payout Amounts are paid within 6 calendar months following the end of the Bonus Year, at a date to be determined by the Committee in its sole discretion. Bonuses are paid through the Company’s regular payroll process and all bonuses are subject to applicable tax withholdings.
9.Conduct of Business.   No Payout Amount shall be earned, due or payable unless the Participant has at all times fully complied with the requirements of this Section 9. 
A.Every Dynatrace employee eligible for awards under this Plan is expected to perform his/her job functions in a professional manner and in a way that reflects positively on Dynatrace.
B.All Participants must comply with all Company policies at all times, and abide by the Dynatrace Code of Conduct in all business activities.  The Code of Conduct is subject to update from time to time.  Each Participant may be asked periodically to review and reaffirm the Code of Conduct, and is expected to do so promptly. 
C.The failure of a Participant to comply with Company policy or its Code of Conduct, or any action taken by a Participant to the detriment of Dynatrace or a customer or business partner, may result in forfeiture of all Payout Amounts. 
D.Each Participant must fully comply with the terms of his or her employment agreement or other agreement relating to the terms of employment, or relating to the treatment of intellectual property and confidential information.
10.Payouts at Termination. Payout Amounts pending at the time of a Participant’s separation of employment for any reason can only be earned and payable if all requirements and conditions of this Plan are met prior to the time of separation and at the time of payment.  Under no circumstances will any Payout Amount be earned by or paid to an employee who resigns for any reason or is terminated for fraud, falsifying documents, falsely certifying as to compliance or other matters, unethical conduct, criminal conduct, willful misconduct, gross negligence, malingering, refusal to perform as directed, sexual harassment, unlawful discrimination, conduct that harms or endangers other employees of the company or its customers or creates a hostile work environment, or for reasons within the meaning of “cause” in the applicable jurisdiction.
11.Leaves of Absence.  In the event that a Participant takes or is put on leave of absence, the On-Target Bonus and eligibility for a Payout Amount may be paid, or eliminated entirely, or pro-rated according to the Participant’s period of active service during the Bonus Year, and will be reviewed on a case-by-case basis subject to the approval of the  Committee.  In order to be eligible for an On-Target Bonus and Payout Amount while Participant is on a leave of absence, the Participant must be considered to be in good standing at the time that the Participant first notifies the Company of his or her intent to take a leave of absence.  Examples of a Participant not in “good standing” include; Participant is (1) put on garden leave by the Company as part of a termination or disciplinary process; or (2) notified by the Company that the Company wishes for the Participant’s employment to terminate, or is on a performance plan, or is the subject of an investigation into the Participant’s conduct, or is 
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Dynatrace FY 2022 Short-Term Incentive Plan

the subject of a disciplinary process or investigation that could lead to termination; or (3) otherwise determined by the Committee in its sole discretion to be not in good standing.  
12.Sections 9, 10 & 11 are subject to and may be superseded by the local laws of the country in which the Participant resides. 
13.Amendment and Termination.  The Committee reserves the right to amend or terminate the Plan at any time in its sole discretion.
14.Plan Funding.  Any amounts which become payable under the Plan shall be paid from the general assets of the Company.  No Participant, or his or her beneficiary or beneficiaries, shall have any right, other than the right of an unsecured general creditor, against the Company with respect to any Bonus under this Plan.
15.No Contract.  This Plan does not constitute an agreement of employment, create a term of employment, or create any contractual obligations by Dynatrace or any of its subsidiaries, and nothing in the Plan is intended or shall be interpreted to confer upon the Participant any right to or expectation of continued employment or any entitlement to a bonus or any other payment under this Plan. To the maximum extent permitted by applicable law, every Dynatrace employee is an employee “at will”, meaning that the employee or Dynatrace may terminate the employment relationship at any time, with or without notice.  This Plan is not to be interpreted as guaranteeing employment for any specified term, regardless of whether the Participant is meeting his or her Performance Measure(s).  Achievement of Performance Measure(s) does not necessarily indicate acceptable job performance and shall have no bearing on the Company’s ability to terminate the Participant’s employment.  For non-U.S. countries, if applicable, earnings under the Plan used in the calculation of bonuses shall also include all associated vacation benefits. The Participant further acknowledges that all bonuses paid under this Plan shall not be included in the calculation of vacation benefits.

Adopted by the Compensation Committee:    May 15, 2021

Page 3Document

Exhibit 10.17

EMPLOYMENT  CONTRACT

Concluded between

Dynatrace Austria GmbH, FN 91482 h, Freistädterstraße 313, 4040 Linz (hereinafter referred to as „employer“)

and

Mr. Dipl.-Ing. Bernd Greifeneder, born [****], living in [****]
(hereinafter referred to as „employee“). as follows:
I.Applicable Regulations

The following regulations apply to the contractual relationship between employer and em- ployee:

1.the provisions of this contract of employment;
2.the provisions of the articles of association as amended;
3.the current rules of procedures;
4.the provisions of the Limited Liability Companies Act, as amended, as well as all other statutory provisions, in particular the Salaried Employees Act.

II.Start and duration of employment

1.The employment began on 11/01/2008 and is not limited in time.

2.With regard to the restructuring of the Dynatrace Group, the parties enter into this new employment contract. It replaces all previous agreements starting on 08/01/2019, unless otherwise specified in this contract.

3.There are no verbal collateral agreements in place.

III.Position and duties

1.The employee is hired as an executive for the design, development and delivery of software and technologies targeted to address the software intelligence and related markets.

2.The employee is obliged to perform all work related to this activity. The employer expressly reserves the right to use the employee for other activities, temporary or permanent.

3.The collective agreement for employees of companies in the field of automatic data processing and information technology services (hereinafter referred to as the "collective agreement") shall apply to the employment relationship.

4.The duties of the employee include in particular: Chief technology officer responsi- ble for the overall technology strategy of the Company, and for the research and development function of the Company, including the design, development and de- livery of software and technologies targeted to address the software intelligence and related markets, and such other responsibilities as assigned by the employee’s supervisor.

5.Place of employment is the respective location of the employer, which is currently located in Linz.
IV.Compensation

1.The employee receives a monthly base salary of EUR 25,000.

2.Special payments are payable in accordance with the provisions of the collective agreement.

3.In addition to his monthly base salary, the employee receives an incentive compensation, the amount of which is determined by the Board of Directors (the ”Board”) of the parent company Dynatrace, Inc. or the Compensation Committee of the Board (the “Committee”). In the first year, the incentive compensation shall be 60% (sixty percent) of the yearly base salary, provided that the corporate goals set by the Board or the Committee are achieved. The actual amount of the annual premium is at the sole discretion of the Board or the Committee, taking into account any internal incentive compensation plan. An incentive compensation is only due if the employee is in an employment relationship between the parties is in effect on the due date. The incentive compensation is due annually simultaneously with the

base salary for the month within which the Board or the Committee formally deter- mines that the corporate goals were actually achieved for the past year.

4.The employee is obliged to check the correctness of his payroll each month. In the event of erroneously overpay, the employee is obliged to refund the surplus of the payment within two weeks of becoming aware of it, at the latest within one month of receipt.

5.All payments to the employee with regard to this employment contract shall be made to an Austrian salary bank account, which is to be disclosed by the employee. All payments are made monthly in arrears until the last day of the respective month.

6.The employee is prohibited to receive commissions, remuneration or other grants with cash value from third parties.

V.Working hours

1.The regular weekly working hours amount to 38.5 hours. The terms of the collective agreement apply.

2.The employee expressly declares his willingness to work additional hours and overtime hours, if necessary, also on Sundays and public holidays, to the extent permitted by law. The employee will work overtime hours only at the express instruction of the employer.

3.The exact daily working hours are determined by the employer. The employer expressly reserves the right to change the daily working hours.

4.Exact working hours will be agreed upon between the employee and his supervisor.

VI.Business trips

1.For necessary business travel, the employee is entitled to compensation for the appropriate expenses in return for corresponding records which comply with the provisions of tax law.

2.The expenses are reimbursed according to the travel policies in place for the Dynatrace Group.

VII.Paid leave

1.The employee is entitled to a paid leave for holidays in the amount of 30 working days (5 weeks) each year.

2.A leave agreement requires the express written consent of the employer. A request in this respect is to be announced by the employee at least one month before the planned vacation starts.

3.The leave year corresponds to the work year.

4.Upon termination of the employment contract, the contracting parties agree that the employee will fully consume his remaining leave until the end date.

VIII.Confidentiality

1.The employee is obliged to treat the business and trade secrets as well as all other confidential matters of the employer with strict confidentiality and to keep them confidential. Such knowledge shall only be used for the purposes of the employer. The same applies to other data and circumstances that require confidentiality in their nature. This obligation of the employee exists to anyone and regardless of the duration of the contractual relationship and remains upright even after termination of the employment without time limit.

2.The removal of documents, data carriers, drafts, copies, etc. from the domain of the employer is permitted only for official business purposes and may be prohibited entirely in individual cases by the employer. Upon termination of the employment, all papers and documents, including electronic data carriers, etc. in the possession of the employee, as well as any other property of the employer, including all copies, as well as all keys, must be returned immediately.

3.The employee is obliged to transmit data from data processing entrusted to him or made available to him solely on the basis of his professional occupation, only on the express order of the employer and also to keep data secrecy during and after termination of the employment.

4.Software packages purchased or leased by the employer are subject to industrial property rights of third parties. The employee is obliged to use the software pack- ages given to him for use exclusively for his professional employment with the employer. The use of the software packages as well as the production of copies for other purposes is strictly forbidden. The employee must ensure that these software

packages are not used by third parties for unauthorized purposes and that unauthorized persons are not aware of them.

5.The spying and passing on of business and trade secrets or other confidential communications of the employer shall be deemed a reason for termination with cause (§ 27 Salaried Employee Act).

6.In the event of a breach of this duty of confidentiality, the employee is obligated to pay a penalty without fault amounting to three times his last monthly gross salary, including special payments and variable remuneration components, which is due immediately upon assertion of the claims by the employer.

IX.Non-competition clause/poaching of customers and coworkers/prohi-
bition of secondary employment

1.The employee is obliged not to engage in any dependent or self-employed activity during his employment as well as the following 12 months after termination of employment in the branch of business of the employer without his written consent. The employee is also obliged not to participate, directly or indirectly, in a business engaged in the business of the employer.

2.Furthermore, the employee is obliged not to contact or hire customers or employees of the employer for the purpose of initiating business during his employment as well as the following 12 months after termination of employment. In particular, the employee is prohibited from employing or engaging employees of the employer in any form whatsoever.

3.In the event of a breach of this article, the employee is obliged to pay a penalty without fault amounting to three times his last monthly gross salary, including special payments and variable remuneration elements, which is due immediately upon the assertion of the claims by the employer.

X.Termination of employment

1.The employment may be terminated by the employer subject to the statutory notice period, however no less than six months, without giving a reason, in writing, effectively to the last day of each calendar month.

2.The employee may terminate the employment with a six-month notice period with effectiveness to the last day of each calendar month.

3.Both parties shall have the right to dissolve the employment relationship prema- turely without observance of a notice period if there is good cause for the purpose of the Salaried Employee Act.

4.Good causes for dismissal by the employer are the following reasons in particular, but not exclusively:

a.Conduct of the employee constituting a material breach in regard to the performance of his contractual duties, in particular the persistent refusal to carry out orders by the CEO, dishonesty towards the CEO with respect to material business matters and the improper use of funds or other property the employer or affiliated companies for personal purposes of the employee

b.Criminally relevant actions of the employee, in particular fraud or embezzlement

c.Any conduct on the part of the employee, regardless whether or not it is made in the course of official duties, which may potentially damage the reputation of the employer or a company of the Dynatrace group

d.Persistent breach of duties arising from this agreement, in spite of the CEO's warning

e.Violation of the secondary employment prohibition by the employee

f.Significant violations of internal company policies

g.Refusal of the employee to participate in an appropriate way in an internal or external investigation of the employer, as well as the intentional destruction or improper storage of important documents

5.Good causes which entitle the employee to terminate employment prematurely are the following reasons in particular, but not exclusively:

a.Substantial limitation of the responsibilities and powers of the employee

b.Repeated delay of the salary payment by the employer

c.Substantial change of the place of business if the distance between the main place of residence of the employee and the new place of business exceeds 40 km

d.Significant violations of the employment agreement by the employer

XI.Severance Pay and Benefits upon Termination

1.This section only applies if

a.employment is terminated by the company without cause, or

b.employment is terminated by the employee with cause.

2.If termination of employment is not connected with a change in control, the employee will receive a voluntary termination payment amounting to 6 months of base pay in addition to his accrued statutory claims. The payment will be made in 6 equal monthly payments, starting at the end of the agreed notice period.

3.If termination of employment occurs within three months prior or within 12 months following a change in control, the employee will receive a voluntary termination payment amounting to 12 months of base pay in addition to his accrued claims. The payment will be made in one lump sum at the effective time of termination. Additionally, all outstanding equity awards shall be fully accelerated and become 100% vested, effective upon the earlier of

a.the date that employment is effectively terminated, or
b.the day that the employee goes on garden leave in lieu of notice.

4.“Change of control” for the purposes of this section has the meaning given in the Dynatrace, Inc. 2019 Equity Incentive Plan, as filed with the United States Securities and Exchange Commission (SEC).

5.All benefits mentioned in this section are only granted on condition that the employee signs a separation agreement and release in a form and manner satisfactory to the employer, with the signature required before any voluntary amounts are paid or equity awards are accelerated.

6.It is pointed out expressly that all benefits mentioned in this section are granted on a voluntary basis. The employer offers the employee the possibility to receive the mentioned benefits in return to signing a separation agreement and release. This offer does not in any way oblige the employee to sign a separation agreement and

release. All accrued statutory claims are granted to the employee regardless of whether a separation agreement and release is signed.

XII.Sick leave / leave of absence

The employee is obliged to notify the employer of any foreseeable reason that prevents him from performing his professional duties before it occurs, any unforeseeable reason (e.g. illness, accident) as soon as possible, but in either case no later than 8 am on the first day of leave. In the event of an accident at work or on the way to work, the employer must be informed immediately, even if the work is not stopped. If the leave is caused by illness / accident, the employee is obliged to submit a confirmation from the sickness insurance organization or a medical professional stating the cause and expected duration of the illness no later than on the third day of leave. If the employee fails to fulfill this obligation, he loses the entitlement to compensation for the duration of the default.

XIII.Change of personal data

The employee is obliged to immediately notify the employer in writing of any change in his address as well as any other changes in regard of his personal data. Any failure to do so shall make the employee liable to the Employee for any consequences thereof. The employee agrees that the employer sends him messages to his private email address.

XIV.Job-related inventions

1.Job-related inventions of the employee according to § 7 (3) of the Austrian Patent Act belong to the employer. The employee is obliged to notify the employer of any inventions without delay. The employer must declare to the employee, within 4 months of receipt of the notification, whether he claims the invention as a job- related invention. If the employee omits the notification, he is liable to the employer for the compensation of any damage caused the omission, which also includes the loss of profit. The right of the employer to demand the job-related invention, which also includes the transfer of a possibly already filed patent to the employer, remains unaffected.

2.The employer also has the exclusive right of use and enjoyment of all works protected by copyright, in particular computer software, samples and other intellectual property rights, which the employee develops in the course of his official duties or in whose development he participates. This right of use and enjoyment exists for an indefinite period of time and does not expire if the employment is terminated. The employee is obliged not to disclose, use or otherwise make available to third

parties any software developed during the term of his employment or in whose development he was involved.

3.The salary of the employee agreed upon in this employment agreement covers all claims of the employee resulting from this article.

XV.Voluntary benefits

If the employer makes payments or other grants to the employee beyond the salary claims, the employee acknowledges the voluntary, noncommittal and revocable character of such benefits and declares that he expressly refrains from deriving a legal claim to the payment of such amount or even a grant in the following year, even if the benefit is paid in multiple years at the same or approximately the same level as in previous years.

XVI.Employee pension fund

The contributions to be made on the basis of the Austrian Employee Pension Fund Act (BMSVG) will be wired to the Allianz Vorsorgekasse AG – Kassenleitzahl 71500.

XVII.Miscellaneous

1.A liability of the employer for the damage or the loss of personal property of the employee which he has used in regard to his performance of the contract is adequately compensated by the salary. Therefore the obligation to indemnify according to § 1014 of the Austrian General Civil Law (ABGB) is excluded by mutual agreement. This exclusion of liability applies in particular to damage to means of transport (such as private cars) as well as to items the employee brought to his working space.

2.All reciprocal claims arising out of the employment must be asserted in writing within three months of their due date, otherwise they will be considered lapsed.

3.The employee confirms with his signature that he has been given a copy of this contract. The original remains with the employer.

4.Changes and additions to this contract must be made in writing in order to be valid. This also applies to a mutual deviation from the written form. There are no collateral agreements to this contract.

5.Should one or more provisions of this employment agreement be legally invalid, this shall not affect the validity of the remaining provisions. In place of the ineffective provision, such provisions shall be deemed to have been agreed upon, which

are legally effective and come closest to the economic purpose of the invalid provision.

6.The employment agreement is subject to Austrian law. The place of jurisdiction is agreed upon to be at the registered office of the employer.

 Linz    ,

September 24, 2019 | 11:51:17 PDT

/s/ Bernd Greifeneder
Dipl.-Ing. Bernd Greifeneder
born [****] (employee)

/s/ Craig Newfield
Dynatrace Austria GmbH
FN 91482 h
(employer)

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