Document:

EX-10.2

 Exhibit 10.2 
  

 
  

			
		  	Mr.
		  	Nicola Junior Vitto

 Milan, 18/12/2019 

Further to our verbal agreements, and in accordance with Legislative Decree no. 152 of 26 May 1997, we confirm your employment with our Company and inform
you of the terms and conditions that regulate your employment relationship with us: 
 1. Employer 

For all contractual purposes, the employer is KALEYRA SPA with registered office in Via Marco D’Aviano 2, 20131 Milan (MI), tax code 12716960153
(hereinafter also “Kaleyra”). 
 2. Worker 
  

			
	[****]	  	
		
	[****]	  	[****]
		
	[****]	  	[****]
		
	[****]	  	
		
	[****]	  	

 3. Place of employment 

Your place of work pursuant to your employment contract will be at our head office in Via Marco D’Aviano 2, 20131 Milan (MI), which will be where your job
duties are to be carried out. This shall be deemed to be the place of work for the purposes of the rules on business trips and transfers. 
 Your work
activities may also be carried out at locations that are different from the place of recruitment, if company needs so demand, according to the terms and procedures envisaged by applicable rules and by the National Collective Labour Agreement (CCNL),
and you hereby declare your availability for this purpose. 
 4. Commencement and term of the employment relationship 

The employment relationship will commence on 16 January 2020 (“Start Date”) and will be for an indefinite period. 

5. Probationary period 
 It is agreed that no probationary
period will apply. 

  

			
	www.kaleyra.com	  	1/6
		
	[Kaleyra’s headed paper]	  	[signed]

 

 
  

 6. Work category and job duties 

You will be categorised as a Manager under the single classification of the National Collective Labour Agreement (CCNL) applicable to managers of commercial
companies: distribution and services, with the job description of Chief Business Officer. You acknowledge that you could be assigned job duties that are different from those currently performed, but at the same level and official work category
pursuant to Article 2103 of the Italian Civil Code. 
 7. Remunerations terms and conditions 

As consideration for your services, you will be paid a gross annual remuneration of 180,000.00 euros (including the supplement to minimum pay) in 14 monthly
instalments, plus a variable component equal to 50% of your gross annual remuneration linked to the achievement of individual targets - agreed with your manager - as well as company targets. If on or before the date on which the bonus is due to be
paid, the employment relationship is terminated or either party has given notice of termination of employment, you will not be entitled to receive any bonus. 

You will also be paid a 60,000.00 euro incentive as “Entry Bonus”. This sum will be paid in two instalments at the end of the first and third month
of work. The Entry Bonus is paid on a one-off basis and, as such, it is separate from the overall remuneration for your services. As such, it is subject to the condition of termination of employment with
Kaleyra in the event of voluntary resignation or dismissal for cause, before the eighteenth month from the Start Date. 
 The supplement to minimum pay and
any subsequent salary increase that our Company may grant you, represent a unilateral advance payment of increases, including future increases, deriving from laws, the National Collective Labour Agreement and supplementary company agreements, with
our right to proceed with their absorption up to the same amount. With your consent, this provision may be subject to specific agreement for a possible future reduction. 

If Kaleyra establishes a new employee incentive plan by granting shares in the company (“RSU” or “Restricted Stock
Units”), the right to participate in the said plan shall be reserved for you in accordance with the regulations governing its operation. 
 Your
gross annual remuneration will be revalued by at least 20% in the next two tax years compared to the previous year. 
 8. Holiday leave 

Holiday leave due to you on an annual basis is determined in accordance with the current National Collective Labour Agreement (CCNL). 

9. Type of employment relationship and working hours 
 In
view of your particular position, duties and responsibilities within the company organisation, your work performance is not quantifiable though it tends to be connected in general, albeit with wide discretion, to the working hours of the operational
unit to which you are assigned. 

  

			
	www.kaleyra.com	  	2/6
		
	[Kaleyra’s headed paper]	  	[signed]

 

 
  

 10. Prior notice 

If the employment relationship is terminated, the prior notice provisions of the applicable National Collective Labour Agreement for managers of commercial
companies: distribution and services shall be applicable. 
 11. Disciplinary Sanctions 

In relation to the disciplinary sanctions associated with the rules of conduct indicated in the aforementioned National Collective Labour Agreement (CCNL), the
worker and the employer agree to specifically and exclusively reference the provisions of Legislative Decree no. 23 of 4 March 2015 on the subject of disciplinary dismissal, which regulate the so-called
“progressive-protection” employment contract. 
 Please find enclosed an abstract of the current National Collective Labour Agreement with the
corresponding rules of conduct. 
 You also undertake to comply with the company regulation, and also with internal provisions and practices adopted in the
Company. You will be deemed to know and accept company practices if you have raised no objections in writing by the end of the probationary period. 

12. Notice on the use of work tools 
 Please note that,
pursuant to Article 4 of Law No. 300 of 20 May 1970, the tools you utilise to perform your job duties, and those utilised to record your work access and attendance, may be freely used by the Company for any purpose associated with your
work activities. Therefore, any use for private and/or personal purposes is excluded. 
 13. Good faith and confidentiality obligations 

You undertake: 
  

	a)	 to keep strictly confidential in relation to any person, both during and after the termination of the
employment relationship with our Company, any data or information that you acquire/receive in the course of your job duties, including regulations, work standards, studies, research, accounting data, technical data, commercial data and economic and
financial data; not to take copies or make summaries of such information or of other documents pertaining to our Company and not to use these items for your personal benefit or that of third parties and not or allow others to use them, otherwise you
agree to fully compensate us for any loss that we incur, without prejudice to your liability in any future criminal proceedings; 

  

	b)	 not to attempt to favour or to favourably influence the purchase of our products or services nor to obtain
special favours, by means of payments, monetary or other donations or gifts or other benefits to customers, public employees, political parties, etc; 

  

	c)	 not to accept, on any basis, payments, loans, compensation, gifts, services, trips or other benefits from our
suppliers, customers, commercial persons and/or organisations that are engaged or seek to engage in business dealings with our Company; 

  

	d)	 to comply with company rules and provisions and to ensure strict compliance with the laws, provisions and
regulations of public authorities, particularly in relation to the provisions of Legislative Decree 231/2001 on the administrative liability of entities. 

  

			
	www.kaleyra.com	  	3/6
		
	[Kaleyra’s headed paper]	  	[signed]

 

 
  

 14. Supplementary pension scheme and severance pay 

For the purposes of allocating severance pay, we enclose an information note pursuant to Article 8(8) of Legislative Decree no. 252 of 5 December 2005
with the relevant forms (severance pay designation form to be compiled and signed by the deadlines provided therein). 
 15. Final clause and reference
to applicable legislative and contractual provisions 
 For all matters not specifically referenced in this contract, the employment relationship shall
be governed by applicable rules of law, including Legislative Decree no. 23 of 4 March 2015, and, subordinately, by the provisions of the National Collective Labour Agreement (CCNL) applied. 

Please return a copy of this letter (six pages) to us, duly signed, for full acceptance of the conditions set out therein, and as confirmation that you have
read the information therein and have received a copy hereof on this day. 
 16. Annexes 

 

	 	1.	 Summary of regulatory rules of the National Collective Labour Agreement (CCNL); 

 

	 	2.	 Severance pay information; 

 

	 	3.	 Severance pay designation form; 

 

	 	4.	 Additional severance pay allowances form; 

 

	 	5.	 Credit statement under Art. 13(1 bis), TUIR; 

 

	 	6.	 Tax deductions form; 

 

	 	7.	 Form for self-certification in lieu of affidavit. 

 

					
	With our best wishes.	 		 	Signed by:
		 		 	CALOGERO DARIO LEOPOLDO OME
		 		 	Reason:
		 		 	Approval
	Signed for acceptance	 		 	
	Nicola Junior Vitto	 		 	Date: 14/01/2020 12:10:09
	[signed]	 		 	

  

			
	www.kaleyra.com	  	4/6
		
	[Kaleyra’s headed paper]	  	[signed]

 

 
  

  

For acknowledgement and acceptance, in accordance with Article 1341(2) of the Italian Civil Code, you declare that you accept and specifically approve the
following articles: 
 3. Place of employment; 4. Commencement and term of the employment relationship; 5. Probationary period; 6. Work category and job
duties (particularly assignment to different and/or lower job duties; 7. Remunerations terms and conditions (particularly the supplement to minimum pay); 9. Type of relationship and working hours; 11. Disciplinary Sanctions; 12. Notice on the use of
work tools; 13. Good faith and confidentiality obligations; 15. Final clause and reference to applicable legislative and contractual provisions. 

Nicola Junior Vitto 
 [signed] 

Privacy Policy 
 Legislative Decree no. 196 of
30 June 2003; EU Regulation no. 679/2016 
 Pursuant to current domestic and EU legislation, the employer, as the “controller” of
personal data processing, is obliged to provide certain information concerning the use of the data you provide when entering into the employment relationship. 

This privacy notice thus concerns the processing of personal data that you have already provided or may be asked to provide for the purposes of managing the
employment relationship. Please be informed that current rules provide for the protection of natural and legal persons with regard to the processing of personal data, permitting the processing of data that are required in order to fulfil legal or
contractual obligations arising from the employment relationship and essential for that purpose. 
 The processing of your personal data, subject to the
aforementioned limits, will honour the principles of correctness, lawfulness, transparency and protection of your privacy, confidentiality and rights. 

The legislation provides special rules for the processing of the following categories of data: “identification data”: personal data that enable the
data subject to be directly identified “sensitive data”: personal data revealing racial or ethnic origin, religious, philosophical or other beliefs, political opinions, membership of parties, trade unions or religious, philosophical,
political or trade union associations or organisations, and revealing health-related data and sex life or sexual orientation;    “judicial data”: personal data disclosing the judicial rulings and other provisions
indicated in Article 3(1) of Presidential Decree no. 313 of 14 November 2002, involving the registration (with the Criminal Records Office) of administrative sanctions based on criminal offences and of associated proceedings pending or of
one’s status as defendant or investigated pursuant to Articles 60 and 61 of the Code of Criminal Procedure. 
 The data which you provide will be
processed in order to manage the employment relationship and will be retained for 10 years, or for such time required in order to fulfil the relevant legal or regulatory obligations, also in relation to the administrative and tax authorities. 

  

			
	www.kaleyra.com	  	5/6
		
	[Kaleyra’s headed paper]	  	[signed]

 

 
  

 The data processing will be carried out as provided for by internal Rules. These Rules provide that the
information collected must be kept in closed cabinets, and any electronically stored data shall be accessible only by the Data Controller and Data Processor from their own computer terminals, where the data should also be stored, using personal
passwords and other data encryption systems. 
 The provision of data is mandatory and essential in order to properly manage the employment relationship,
and a refusal to provide such data could make it difficult to properly implement the activities associated with such compliance obligations. Personal data will not be communicated to other parties unless said parties - duly appointed by the
undersigned Data Controller - need to access such data in order to fulfil obligations related to the management of the employment relationship, nor will personal data be disseminated save insofar as strictly necessary in order to manage the said
relationship. 
 We also wish to inform you that the data processing may also involve personal data categorised as “sensitive” data, insofar as
strictly necessary in order to manage the employment relationship. Data processing operations will be carried out subject to and as indicated by the General Authorisations of the Italian Data Protection Authority, which are periodically updated, and
subject to EU rules in force. 
 Personal data will not be disclosed to other parties nor will they be disseminated, save insofar as strictly necessary in
order to manage the employment relationship and within the limits thereof. 
 The Data Controller and Data Supervisor for personal data processed is Kaleyra
S.p.A. represented by its legal representative pro tempore. 
 Kaleyra has appointed Mr. Marco Maglio as Data Protection Officer, who may be reached at
the following email address: dpo@kaleyra.com 
 [signed] 

  

			
	www.kaleyra.com	  	6/6
		
	[Kaleyra’s headed paper]	  	[signed]EX-10.3

 Exhibit 10.3 

Summary Employment Term Sheet 
  

			
		
	Employee Name:	  	Geoff Grauer (“Employee”)
		
	Employer:	  	mGage, LLC or any subsidiary, affiliate or successor that may employ Employee from time to time (the “Company”)
		
	Location:	  	Virtual – [****]
		
	Position/Title:	  	Vice President, Operations & Security
		
	Effective Date:	  	June 10, 2020
		
	Reports To:	  	Jim Barnes, Global CTO
		
	Term:	  	Employment with the Company is not subject to any contract and is, therefore, considered to be “at will.” Employee or the Company may terminate employment at any time, with or without cause.
		
	Base Salary:	  	$9,615.38 paid bi-weekly (equivalent to $250,000 on an annualized basis)
		
	Target Bonus:	  	Employee’s target bonus is 20% of the annual base salary, prorated from the Employee’s effective date. The bonus will be paid at the direction of the Company CEO and Chairman, upon his/her determination, in his/her
sole discretion, of the extent to which the Company’s calendar year operating targets have been met. The amount of the bonus, if any, will be paid in a lump sum, on a date determined by the Company, in the calendar year immediately following
the calendar year to which the bonus relates.
		
	Employee Benefits:	  	Employee is entitled to continue to participate in all employee benefit plans and programs based on his state of residence at a level commensurate with Employee’s title and salary band. Such plans and programs may include
medical, dental and vision insurance, short and long-term disability insurance, life insurance and a Defined Contribution (401(k)) Plan, all subject to standard Employee contributions.
		
	Paid Time Off:	  	Employee will not accrue any paid time off (PTO); rather, Employee will participate in the Company’s time off program covering Company employees of Employee’s title.
		
	Confidentiality, Non-Competition, and Non-Solicitation:	  	Employee will continue to be bound by the Agreement dated December 30, 2014 that establishes Employee’s confidentiality, non-competition and
non-solicitation obligations with respect to the Company.

  

			
	Confidential	  	Employee Initials:

			
	Severance Benefits:	  	If the Company terminates Employee’s employment without “cause” (as defined below), the severance payments and benefits, if any, will be paid as follows, provided the employee has executed and delivered a general
waiver and release of claims agreement in the Company’s customary form (a “Release”), and such Release is no longer subject to revocation, if applicable, within 60 days following of the employee’s separation from service
with the Company:
		
		  	 (i) The aggregate amount of continued base salary for 6 months will be paid in a lump sum payable following the
effective date of the Release; provided that to the extent the payment of such amount constitutes “nonqualified deferred compensation” for purposes of Section 409A, any such payment shall be made on the 60th day following the employee’s separation from service with the Company;

		
		  	 (ii) the employee will be paid, following the effective date of the Release, an amount in a lump sum equal to:
(i) the monthly COBRA premium rate for continued coverage for Employee and his/her eligible dependents under all Company group health benefit plans in which Employee and dependents were entitled to immediately prior to the effective date of the
termination, multiplied by (ii) 6 months; provided that to the extent the payment of such amount constitutes “nonqualified deferred compensation” for purposes of Section 409A, any such payment shall be made on the 60th day following the employee’s separation from service with the Company; and

		
		  	 (iii) The prorated amount of the employee’s bonus, if any, (such amount to be determined by the CEO and Chairman
in his/her discretion) will constitute a separate payment and will be paid in a lump sum in the calendar year following the year in which the employee’s separation from service with the Company occurs, and in no event later than April 30th of such year.

		
		  	The Company will have “cause” to terminate Employee’s employment upon:
		
		  	 (i) Employee’s commission at any time of any act or omission that results in, or that may reasonably be expected
to result in, a conviction, plea of no contest or imposition of unadjudicated probation for any felony or crime involving moral turpitude;

  

			
	Confidential	  	Employee Initials:

			
		
		  	 (ii) Employee’s commission at any time of any act of fraud, embezzlement, misappropriation, material misconduct or
breach of fiduciary duty against the Company (or any predecessor thereto or successor thereof);

		
		  	 (iii) a willful failure to substantially perform such duties as are reasonably assigned to Employee by the Company;
or

		
		  	 (iv) Employee’s unlawful use (including being under the influence) or possession of illegal drugs on the
Company’s premises or while performing Employee’s duties and responsibilities to the Company.

		
	Section 409A:	  	The intent of the parties is that payments and benefits under the term sheet comply with Section 409A and, accordingly, to the maximum extent permitted, the term sheet shall be interpreted to be in compliance therewith.
Notwithstanding anything herein to the contrary, in the event that the Company determines that any amounts payable hereunder may be subject to Section 409A, the Company may adopt such amendments to the provisions of the term sheet or adopt
other policies and procedures (including amendments, policies and procedures with retroactive effect), or take any other actions, that the Company determines are necessary or appropriate to: (i) exempt such payments from Section 409A
and/or preserve the intended tax treatment of the benefits provided with respect to such payments or (ii) comply with the requirements of Section 409A and thereby avoid the application of penalty taxes under Section 409A.
		
		  	A termination of employment shall not be deemed to have occurred for purposes of any provision of the term sheet providing for the payment of any amounts or benefits upon or following a termination of employment unless such
termination is also a “separation from service” within the meaning of Section 409A and, for purposes of any such provision of the term sheet, references to a “termination,” “termination of employment” or like terms
shall mean “separation from service.”
		
		  	Notwithstanding any other payment schedule provided in the term sheet to the contrary, if the employee is deemed on the date of separation of service to be a “specified employee” within the meaning of Section 409A,
then, with regard to any payment that is considered “deferred compensation” under Section 409A payable on account of a “separation from service,” such payment shall be made on the date which is the earlier of (x) the
expiration of the

  

			
	Confidential	  	Employee Initials:

			
		  	6-month period measured from the date of such employee’s separation from service and (y) the date of the employee’s death (the “Delay Period”) to the extent required under Section 409A. Upon the
expiration of the Delay Period, all payments delayed hereunder (whether they would have otherwise been payable in a single sum or in installments in the absence of such delay) shall be paid to the employee in a lump sum, and all remaining payments
due under the term sheet shall be paid or provided in accordance with the normal payment dates specified for them herein.
		
		  	In no event shall any payment under the term sheet that constitutes “deferred compensation” for purposes of Section 409A be offset by any other payment pursuant to the term sheet or otherwise.

  

			
	Confidential	  	Employee Initials:

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00336-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00336-of-00352.parquet"}]]