Document:

EX-10.18

 EXHIBIT 10.18 
 [COMPANY] 

[FORM OF RESTRICTED STOCK UNIT AWARD LETTER FOR THE AMENDED AND RESTATED 2001 MOODY’S CORPORATION KEY EMPLOYEES’ STOCK INCENTIVE PLAN] 

Dear [Name]: 
 Congratulations! I am pleased to inform you that the
Board of Directors of Moody’s Corporation (“Moody’s”) awarded you [            ] restricted stock units (“RSUs”) on [DATE]. This letter outlines the key terms
and conditions of your RSU grant. 
 Your RSU grant is subject to the terms and conditions of the Amended and Restated 2001 Moody’s Corporation Key
Employees’ Stock Incentive Plan, as amended (the “Plan”). By accepting the grant, you agree to the terms and conditions as set forth in the Plan and in this grant letter, including the terms and conditions applicable to you based on
your country of residence as set forth in the attached Appendix. A copy of the Plan, as well as the prospectus relating to the offering of shares of Moody’s stock pursuant to the Plan, is enclosed with this letter. You should read the Plan and
the prospectus in their entirety for a better understanding of your grant. Capitalized terms not defined herein shall have the same meanings ascribed in the Plan. 

Moody’s has engaged Fidelity Investments as the Plan administrator. Each Moody’s employee who received an RSU grant will be provided with a
Fidelity Investments on-line brokerage account, at no cost to the employee, in which shares will be delivered when your RSUs vest. Generally, once your RSUs vest, you may transfer your shares to another brokerage account or leave them in your
Fidelity account, subject to applicable exchange controls and/or repatriation requirements which may apply based on the country in which you work and/or reside. 

Your RSU grant provides you with a right to receive an equity stake in Moody’s and an opportunity for long-term capital appreciation. 

Details of Your Restricted Stock Unit Grant 
 As an RSU holder,
you have an unfunded, unsecured promise of Moody’s to issue shares of Moody’s stock in the future if certain vesting conditions are met. You shall not have the rights of a shareholder, including any right to vote shares or receive
dividends with respect to shares of Moody’s stock unless and until such shares are issued pursuant to the terms of this letter. Should any cash or stock dividends be awarded to Moody’s shareholders during the time that you hold an unvested
RSU, you will receive a right to an equivalent dividend amount; however, this dividend equivalent payment will vest and be paid to you only at such time as the RSUs themselves vest (otherwise the payment will be forfeited). You will have no right to
the dividend equivalent until or unless you vest in the RSUs. In the event of a stock split, a stock dividend or similar change in Moody’s stock, the number of your RSUs will be adjusted as determined by the Governance and Compensation
Committee under the Plan. 
 Subject to your continued employment with Moody’s or a Subsidiary or Affiliate, your RSUs will vest as follows:
(1) provided that the date of grant falls on January 1 through August 1, 25% of the RSUs will vest on the first trading day in March that is at least six months after the date of grant and at the same percentage on each first trading
day in March in the years thereafter until 100% of the RSUs are vested; or (2) provided that the date of grant falls on August 2 through December 31, 25% of the RSUs will vest on the first trading day in March that is at least 12
months after the date of grant and at the same percentage on each first trading day in March in the years thereafter until 100% of the RSUs are vested. 

In the event of your Termination of Employment (for reasons other than your death, Disability or Retirement after the first anniversary of the grant of
the RSUs and provided your employment is not terminated involuntarily by Moody’s or your employer prior to or simultaneous with your Retirement), you will forfeit all unvested RSUs immediately upon such termination. Moody’s shall have the
exclusive discretion to determine when your Termination of Employment occurs for purposes of your RSU grant (including whether you may still be considered to be employed while on a leave of absence), subject to U.S. Internal Revenue Code
Section 409A (“Code Section 409A”) in the event you are a U.S. taxpayer. 
 In the event of your Termination of Employment due to
death, Disability or Retirement after the first anniversary of your RSU grant (provided that you are not terminated involuntarily by Moody’s or your employer, with or without cause, prior to or simultaneous with any such Retirement), the RSUs
awarded hereunder shall vest in full. 
 Transferability of Restricted Stock Units 

Your RSUs may not be assigned, alienated, pledged, attached, sold or otherwise transferred or encumbered by you otherwise than by will or by the laws of
descent and distribution, and any such purported assignment, alienation, pledge, attachment, sale, transfer or encumbrance will be void and unenforceable against Moody’s. 

  

							
	132	 	MOODY’S  2016 10K	 			

 Nature of the Grant 

In accepting the grant, you acknowledge, understand and agree that: 

(1) the Plan is established voluntarily by Moody’s, it is discretionary in nature and it may be modified, amended, suspended or terminated by
Moody’s at any time, to the extent permitted by the Plan; 
 (2) the grant of the RSUs is voluntary and occasional and does not create any
contractual or other right to receive future RSU grants, or benefits in lieu of RSUs, even if RSUs have been granted in the past; 
 (3) all decisions
with respect to future RSU or other grants, if any, will be at the sole discretion of Moody’s; 
 (4) the RSU grant and your participation in the
Plan shall not create a right to employment or be interpreted as forming an employment or service contract with Moody’s, your employer or any Subsidiary or Affiliate and shall not interfere with the ability of Moody’s, your employer or any
Subsidiary or Affiliate, as applicable, to terminate your employment or service relationship (if any); 
 (5) you are voluntarily participating in the
Plan; 
 (6) the RSU grant and the shares subject to the RSUs do not constitute and are not intended to replace any pension rights or compensation; 

(7) the RSU grant and the shares subject to the RSUs, and the income and value of same, do not constitute and are not part of normal or expected
compensation, salary, remuneration or wages for purposes of calculating any severance, resignation, termination, redundancy, dismissal, end-of-service payments, holiday pay, bonuses, long-service awards, pension or retirement or welfare benefits or
similar mandatory payments; 
 (8) the future value of the underlying shares is unknown, indeterminable and cannot be predicted with certainty; 

(9) unless otherwise agreed with Moody’s, the RSU grant and the shares subject to the RSUs, and the income and value of same, are not granted as
consideration for, or in connection with, the service you may provide as a director of a Subsidiary or Affiliate of Moody’s; 
 (10) unless
otherwise provided in the Plan or by Moody’s in its discretion, the RSUs and the benefits evidenced by this letter do not create any entitlement to have the RSUs or any such benefits transferred to, or assumed by, another company nor to be
exchanged, cashed out or substituted for, in connection with any corporate transaction affecting the shares; and 
 (11) in addition to paragraphs
(1) through (10) above, the following provisions will also apply to you if you are employed outside the United States: 
 (a)
no claim or entitlement to compensation or damages shall arise from forfeiture of the RSU grant resulting from your Termination of Employment (for any reason whatsoever, whether or not later found to be invalid or in breach of employment laws in the
jurisdiction where you are employed or the terms of your employment agreement, if any) and in consideration of the grant of RSUs to which you are otherwise not entitled, you irrevocably agree never to institute any claim against Moody’s, its
Subsidiaries or Affiliates and your employer, waive your ability, if any, to bring such a claim, and release Moody’s, its Subsidiaries or Affiliates and your employer from any such claim that may arise; if, notwithstanding the foregoing, any
such claim is allowed by a court of competent jurisdiction, then, by participating in the Plan, you shall be deemed irrevocably to have agreed not to pursue such claim and agree to execute any and all documents necessary to request dismissal or
withdrawal of such claim; 
 (b) the RSUs and the shares subject to the RSUs are not part of normal or expected compensation or salary
for any purpose; and 
 (c) neither your employer nor Moody’s (nor any of its Subsidiaries or Affiliates) shall be liable for any
foreign exchange rate fluctuation between your local currency and the United States Dollar that may affect the value of the RSUs or any amounts due to you pursuant to the settlement of the RSUs or the subsequent sale of shares acquired upon
settlement. 
 No Advice Regarding Grant 
 Moody’s is not
providing any tax, legal or financial advice, nor is Moody’s making any recommendations regarding your participation in the Plan or your acquisition or sale of the underlying shares. You are advised to consult with your own personal tax, legal
and financial advisors regarding your participation in the Plan before taking any action related to the Plan. 
 Responsibility for Taxes 

You acknowledge that, regardless of any action taken by Moody’s or your employer, the ultimate liability for all income tax, social insurance,
payroll tax, fringe benefits tax, payment on account or other tax-related items related to your participation in the Plan 

  

							
		 	MOODY’S  2016 10K	 	 	133	 

 
and legally applicable to you (“Tax-Related Items”) is and remains your responsibility and may exceed the amount, if any, actually withheld by Moody’s or your employer. You further
acknowledge that Moody’s and/or your employer (1) make no representations or undertakings regarding the treatment of any Tax-Related Items in connection with any aspect of the RSU grant, including the grant, vesting or settlement of the
RSUs, the subsequent sale of shares acquired pursuant to such settlement and the receipt of any dividends or dividend equivalents; and (2) do not commit to and are under no obligation to structure the terms of the grant or any aspect of the
RSUs to reduce or eliminate your liability for Tax-Related Items or achieve any particular tax result. Further, if you are subject to Tax-Related Items in more than one jurisdiction, you acknowledge that Moody’s and/or your employer (or former
employer, as applicable) may be required to withhold or account for Tax-Related Items in more than one jurisdiction. 
 Prior to any relevant taxable or
tax withholding event, as applicable, you agree to make adequate arrangements satisfactory to Moody’s and/or your employer to satisfy all Tax-Related Items. In this regard, you authorize Moody’s or its agent to satisfy the obligations with
regard to all Tax-Related Items by withholding in shares to be issued upon settlement of the RSUs. In the event that such withholding in shares is problematic under applicable tax or securities law or has materially adverse accounting consequences,
by your acceptance of the RSUs, you authorize and direct Moody’s and any brokerage firm determined acceptable to Moody’s to sell on your behalf a whole number of shares from those shares issuable to you as Moody’s determines to be
appropriate to generate cash proceeds sufficient to satisfy the obligation for Tax-Related Items. 
 In the event the RSUs (or a portion thereof) cease
to be subject to a “substantial risk of forfeiture” for tax purposes prior to the vesting dates set forth above, Moody’s may cause the RSUs to vest on a date that is earlier than is provided in the vesting schedule set forth above to
facilitate the satisfaction of Tax-Related Items using the withholding methods described above. Anything in this paragraph to the contrary notwithstanding, with respect to U.S. taxpayers and in order to avoid a prohibited acceleration under Code
Section 409A, the number of shares subject to RSUs that will be permitted to be withheld (or sold on your behalf) to satisfy any Tax-Related Items for any portion of the RSUs that is considered
nonqualified deferred compensation subject to Code Section 409A may not exceed the number of shares that equals the liability for the Tax-Related Items. 

Depending on the withholding method, Moody’s and/or your employer may withhold or account for Tax-Related Items by considering applicable minimum
statutory withholding amounts or other applicable withholding rates, including maximum applicable rates, in which case you may receive a cash refund of any over-withheld amount not paid to the tax authorities on your behalf and will have no
entitlement to the shares equivalent. If the obligation for Tax-Related Items is satisfied by withholding in shares, for tax purposes, you are deemed to have been issued the full number of shares subject to the RSUs, notwithstanding that a number of
the shares are held back solely for the purpose of paying the Tax-Related Items. 
 Finally, you shall pay to Moody’s or your employer, including
through withholding from your wages or other cash compensation paid to you by Moody’s or your employer, any amount of Tax-Related Items that Moody’s or your employer may be required to withhold or account for as a result of your
participation in the Plan that cannot be satisfied by the means previously described. Moody’s may refuse to deliver the shares or the proceeds from the sale of shares if you fail to comply with your obligations in connection with the
Tax-Related Items. 
 Data Privacy 
 You hereby
explicitly and unambiguously consent to the collection, use and transfer, in electronic or other form, of your personal data as described in this document and any other Plan materials (“Data”) by and among, as applicable, your employer,
Moody’s and its Subsidiaries or Affiliates for the exclusive purpose of implementing, administering and managing your participation in the Plan. 

You understand that Data may include certain personal information about you, including, but not limited to, your name, home address and telephone
number, email address, date of birth, social insurance, passport or other identification number (e.g., resident registration number), salary, nationality, job title, any shares of stock or directorships held in Moody’s, details of all RSUs or
any other entitlement to shares of stock awarded, canceled, exercised, vested, unvested or outstanding in your favor, for the exclusive purpose of implementing, administering and managing the Plan. 

You understand that Data will be transferred to Fidelity Investments, or such other stock plan service provider as may be selected by Moody’s
in the future, which is assisting Moody’s with the implementation, administration and management of the Plan. You understand that the recipients of Data may be located in the United States or elsewhere, and that a recipient’s country of
operation (e.g., the United States) may have different data privacy laws and protections than your country. You understand that if you reside outside the United States, you may request a list with the names and addresses of any potential recipients
of the Data by contacting your local human resources representative. 
 You authorize Moody’s, Fidelity Investments and any other
possible recipients which may assist Moody’s (presently or in the future) with implementing, administering and managing the Plan to receive, possess, use, retain and transfer the Data, in electronic or other form, for the sole purposes of
implementing, administering and managing your participation in the Plan. You understand 

  

							
	134	 	MOODY’S  2016 10K	 			

 
that Data will be held only as long as is necessary to implement, administer and manage your participation in the Plan. You understand that if you reside outside the United States, you may, at
any time, view Data, request additional information about the storage and processing of Data, require any necessary amendments to Data or refuse or withdraw the consents herein, in any case without cost to you, by contacting in writing your local
human resources representative. Further, you understand that you are providing the consents herein on a purely voluntary basis. If you do not consent, or if you later seek to revoke your consent, your employment status with your employer will not be
adversely affected; the only consequence of refusing or withdrawing your consent is that Moody’s would not be able to grant you RSUs or other equity awards or administer or maintain such awards. Therefore, you understand that refusing or
withdrawing your consent may affect your ability to participate in the Plan. For more information on the consequences of your refusal to consent or withdrawal of consent, you understand that you may contact your local human resources representative.

 Electronic Delivery and Acceptance 
 Moody’s
may, in its sole discretion, decide to deliver any documents related to current or future participation in the Plan by electronic means. You hereby consent to receive such documents by electronic delivery and agree to participate in the Plan through
an on-line or electronic system established and maintained by Moody’s or any third party designated by Moody’s. 
 Governing Law; Venue; Documents and
Severability 
 This RSU grant is made in the state of Delaware and is governed by, and subject to, the laws of the state of Delaware applicable to
contracts made and to be performed in the state of Delaware, without regard to any conflict of law provisions, as provided in the Plan, and the requirements of the New York Stock Exchange as well as the terms and conditions set forth herein. 

Any and all disputes relating to, concerning or arising from this letter, or relating to, concerning or arising from the relationship between the parties
evidenced by the RSUs or this letter, shall be brought and heard exclusively in the United States District Court for the District of Delaware or the Delaware Superior Court, New Castle County. Each of the parties hereby represents and agrees that
such party is subject to the personal jurisdiction of said courts, hereby irrevocably consents to the jurisdiction of such courts in any legal or equitable proceedings related to, concerning or arising from such dispute, and waives, to the fullest
extent permitted by law, any objection which such party may now or hereafter have that the laying of the venue of any legal or equitable proceedings related to, concerning or arising from such dispute which is brought in such courts is improper or
that such proceedings have been brought in an inconvenient forum. 
 If you have received this letter or any other document related to the Plan
translated into a language other than English, and if the translated version is different than the English version, the English version will control. 

The terms and conditions provided herein are severable and if any one or more provisions are determined to be illegal or otherwise unenforceable, in whole
or in part, the remaining provisions shall nevertheless be binding and enforceable. 
 Share Issuance Restrictions; Compliance with Law 

Notwithstanding any other provision of the Plan or this letter, unless there is an available exemption from any registration, qualification or other legal
requirement applicable to the shares, Moody’s shall not be required to deliver any shares issuable upon settlement of the RSUs prior to the completion of any registration or qualification of the shares under any local, state, federal or foreign
securities or exchange control law or under rulings or regulations of the U.S. Securities and Exchange Commission (“SEC”) or of any other governmental regulatory body, or prior to obtaining any approval or other clearance from any local,
state, federal or foreign governmental agency, which registration, qualification or approval Moody’s shall, in its absolute discretion, deem necessary or advisable. You understand that Moody’s is under no obligation to register or qualify
the shares with the SEC or any state or foreign securities commission or to seek approval or clearance from any governmental authority for the issuance or sale of the shares. Further, you agree that Moody’s shall have unilateral authority to
amend the Plan and the terms of the RSUs without your consent to the extent necessary to comply with securities or other laws applicable to issuance of shares. 

The shares subject to the RSUs shall be delivered on (i) the applicable vesting dates or, (ii) if earlier, the earliest vesting event
contemplated in connection (1) with death, Disability or Retirement or (2) with a Change in Control as set forth in the Plan; provided, however, that with regard to U.S. taxpayers only, if the RSUs or settlement of the RSUs constitutes an
item of deferred compensation under Code Section 409A and the Change in Control is not a “change in control event” within the meaning of Code Section 409A, the shares subject to the RSUs shall be delivered in accordance with the
applicable vesting dates or, if earlier, the earliest vesting event contemplated in the event of death, Disability or Retirement. 
 Anything in the
provisions of this RSU grant to the contrary notwithstanding, for U.S. taxpayers, the delivery of the shares subject to the RSUs or any other payment under this RSU that constitutes an item of deferred compensation under Code Section 409A and
becomes payable to you by reason of your termination of employment shall not be made unless your termination of employment 

  

							
		 	MOODY’S  2016 10K	 	 	135	 

 
constitutes a “separation from service” (within the meaning of Code Section 409A and any regulations or other guidance thereunder (“Section 409A Guidance”)). In addition,
no shares subject to the RSUs will be delivered (or no other payments will be made) to you if you are a U.S. taxpayer prior to the earlier of (a) the expiration of the six-month period measured from the date of your separation from service or
(b) the date of your death, if you are deemed at the time of such separation from service to be a “specified employee” (within the meaning of Section 409A Guidance) and to the extent such delayed commencement is otherwise
required in order to avoid a prohibited distribution under Section 409A Guidance. The delivery of all shares subject to the RSUs which had been delayed pursuant to the immediately preceding sentence will be delivered to you in a lump sum upon
expiration of such six-month period (or, if earlier, upon your death). 
 The provisions in this letter are to be interpreted, construed and operated to
reflect the intent of Moody’s that all aspects of the this RSU grant will be interpreted either to be exempt from the provisions of Code Section 409A or, to the extent subject to Code Section 409A, comply with Section 409A. The
terms of this RSU grant may be amended at any time, without your consent, to avoid the application of Code Section 409A in a particular circumstance or as is necessary or desirable to satisfy any of the requirements under Code
Section 409A, but Moody’s will not be under any obligation to make any such amendment. Nothing in this letter may provide a basis for any person to take action against Moody’s or any Subsidiary or Affiliate based on matters covered by
Code Section 409A, including the tax treatment of any shares delivered or other payments made under this RSU grant, and neither Moody’s nor any Subsidiary or Affiliate will under any circumstances have any liability to you, your estate or
any other party for any taxes, penalties or interest due on amounts paid or payable under this RSU grant, including taxes, penalties or interest imposed under Code Section 409A. 

Insider Trading Restriction/Market Abuse Laws 
 You acknowledge that you may be
subject to insider trading restrictions and/or market abuse laws, which may affect your ability to acquire or sell shares or rights to shares (e.g., RSUs) under the Plan during such times as you are considered to have “inside
information” regarding Moody’s (as defined by or determined under the laws in your country). Any restrictions under these laws or regulations are separate from and in addition to any restrictions that may be imposed under any
applicable Moody’s insider trading policy. You acknowledge that it is your responsibility to comply with any applicable restrictions, and you are advised to speak to your personal advisor on this matter. 

Foreign Asset/Account Reporting 
 Please be aware that your
country of residence may have certain foreign asset and/or account reporting requirements which may affect your ability to acquire or hold shares under the Plan or cash received from participating in the Plan (including from any dividends received
or sale proceeds arising from the sale of shares) in a brokerage or bank account outside your country of residence. Your country may require that you report such accounts, assets or transactions to the applicable authorities in that country. 

You acknowledge that it is your responsibility to be informed of and compliant with such regulations, and you are advised to speak to your personal
advisor on this matter. 
 Appendix 
 Notwithstanding any
provisions in this letter, your RSU grant shall be subject to any special terms and conditions set forth in any Appendix to this letter for your country. Moreover, if you relocate to one of the countries included in the Appendix, the special terms
and conditions for such country will apply to you, to the extent Moody’s determines that the application of such terms and conditions is necessary or advisable for legal or administrative reasons. The Appendix constitutes part of this letter.

 Imposition of Other Requirements 
 Moody’s reserves
the right to impose other requirements on your participation in the Plan, on the RSUs and on any shares acquired under the Plan, to the extent Moody’s determines it is necessary or advisable for legal or administrative reasons, and to require
you to sign any additional agreements or undertakings that may be necessary to accomplish the foregoing. 
 Waiver 

You acknowledge that waiver by Moody’s of breach of any provision of this letter shall not operate or be construed as a waiver of any other provision
of this letter, or of any subsequent breach by you or any other participant in the Plan. 
 * * * 

If you have any questions regarding this one-time grant, please contact your Human Resources representative. 

 

	
	Sincerely,
	
	[MOODY’S CORPORATION]

  

							
	136	 	MOODY’S  2016 10KEX-10.33

 EXHIBIT 10.33 

MOODY’S CORPORATION CAREER TRANSITION PLAN 

The Moody’s Corporation Career Transition Plan (the “Plan”) is intended to provide certain eligible employees of Moody’s Corporation
(the “Company”), and its participating affiliates, severance benefits in the event of such employee’s Eligible Termination under the terms and conditions set forth in the Plan. This Plan is designed to be an “employee welfare
benefit plan,” as defined in Section 3(1) of the Employee Retirement Income Security Act of 1974, as amended (“ERISA”), and is governed by ERISA. As such, there are no vested rights to any benefits under the Plan, and the Plan
may be amended, modified or terminated at any time. Please review the section entitled “Amendment and Termination” regarding the Company’s reservation of rights. This document constitutes both the official plan document and the
summary plan description under ERISA. 
 ARTICLE 1 DEFINITIONS 

1.1 “Cause” shall mean (a) willful malfeasance, willful misconduct, or gross 

negligence by the Eligible Employee in connection with his or her employment, (b) continuing failure to perform such duties as are requested by any
employee to whom the Eligible Employee reports or the Participating Company’s board of directors, (c) failure by the Eligible Employee to observe material policies of the Participating Company applicable to the Eligible Employee
(including, without limitation, the Code of Business Conduct) or (d) the conviction of, or plea of guilty or nolo contendere by, the Eligible Employee to (i) any felony or (ii) any misdemeanor involving moral turpitude. The
determination of whether a termination or other separation from employment is for Cause shall be made by the Committee, in its sole and absolute discretion, and such determination shall be conclusive and binding on the affected individual. 

1.2 “Committee” shall mean the Management Benefits & Compensation Committee, which is a subcommittee of the Governance and Compensation
Committee of the board of directors of the Company, or any other committee appointed by the board of directors of the Company to administer the Plan. 

1.3 “Eligible Employee” shall mean a regular full-time salaried employee or regular part-time salaried employee of any Participating Company
who: 
 (a) is on the United States payroll of a Participating Company; and 

(b) shall have executed a Severance and Release Agreement. 

Notwithstanding the foregoing, an “Eligible Employee” shall not include any individual: (A) (i) designated by the Participating Company as a casual,
seasonal, hourly, temporary, or limited duration employee; (ii) designated by the Participating Company as a leased employee; (iii) designated by the Participating Company as an “independent contractor”; or (iv) as to whom
the Participating Company does not withhold income taxes; any such individual shall not be an Eligible Employee even if he or she is later retroactively reclassified or recharacterized as a common-law employee of the Participating Company during all
or any part of such period pursuant to applicable law or otherwise; (B) who pursuant to an individual employment contract, offer letter or otherwise is or may be entitled to receive severance from the Participating Company other than pursuant
to this Plan and does not waive and relinquish that entitlement in a writing that is in form and substance satisfactory to the Participating Company; or (C) who is otherwise designated by the management of the Participating Company (in its sole
discretion) to be ineligible to participate in the Plan. 
 1.4 “Eligible Termination” shall mean, on or after the Effective Date (as set
forth in Article 7), (a) an involuntary termination of employment with a Participating Company by reason of a reduction in force program, job elimination, or unsatisfactory performance in the execution of an Eligible Employee’s duties;
(b) a resignation mutually agreed to in writing by the Participating Company and the Eligible Employee and initiated by the Particpating Company; or (c) any other termination that is designated by the management of the Participating
Company (in its sole discretion) to be an Eligible Termination. Notwithstanding the foregoing, an Eligible Termination shall not include (w) a unilateral resignation; (x) a termination by a Participating Company for Cause; (y) a
termination as a result of a sale (whether in whole or in part, of stock or assets), merger or other combination, spinoff, reorganization or liquidation, dissolution or other winding up or other similar transaction involving a Participating Company;
or (z) any termination where an offer of employment is made to the Eligible Employee of a comparable position at a Participating Company or any affiliate of a Participating Company concurrently with his or her termination. In addition, in no
event shall an Eligible Employee be deemed to have experienced an Eligible Termination if the Committee determines that the Eligible Employee abandoned his or her position with a Participating Company. 

1.5 “Participating Company” shall mean the Company or any other affiliated entity more than 50% of the voting interests of which are owned,
directly or indirectly, by the Company and which has elected to participate in the Plan by action of its board of directors. 
 1.6 “Salary”
shall mean an Eligible Employee’s annual base salary at the time his or her employment terminates, as reflected on the Participating Company’s payroll records, and does not include bonuses, overtime pay, commissions, incentive or deferred
compensation or other additional compensation. 

  

							
		 	MOODY’S  2016 10K	 	 	137	 

 1.7 “Severance and Release Agreement” shall mean an agreement provided by the Participating
Company to an Eligible Employee in connection with his or her termination of employment, which, if executed by the Eligible Employee (and not timely revoked), will acknowledge his or her termination of employment with the Participating Company and
release the Participating Company and all of its affiliates and any other applicable persons from liability for any and all claims. 
 1.8 “Years
of Service” shall mean one-twelfth (1/12th) of an Eligible Employee’s total number of full months of active regular employment (whether full-time or part-time) with a Participating Company (beginning with his or her initial date of
hire as provided below*); provided that such number of Years of Service shall be rounded up to the next whole number. For purposes of this Section 1.8, “Years of Service” shall not include any period of active regular employment for
which an Eligible Employee has already received (or been entitled to receive) benefits from a Participating Company under this Plan, any employment agreement, offer letter, settlement or any other severance plan, policy or arrangement. (*If
following the initial date of hire, the employee terminated employment with a Participating Company and within one year of such termination became re-employed by a Participating Company, Years of Service will be calculated using the initial date of
hire and deducting the time during which the employee was not employed by a Participating Company.) 
 ARTICLE 2 

SEVERANCE BENEFITS 
 2.1 Subject to the provisions
of this Article 2, and in consideration of the Eligible Employee executing a Severance and Release Agreement in such form as is satisfactory to the Participating Company, in the event of an Eligible Termination, an Eligible Employee shall be
entitled to receive from the Participating Company: 
 (a) if earning a Salary of less than $100,000 at the time of an Eligible Termination, the
benefits set forth on Schedule A hereto; or 
 (b) if earning a Salary equal to or greater than $100,000 at the time of an Eligible Termination, the
benefits set forth on Schedule B hereto. 
 2.2 Notwithstanding any other provision contained herein, the grant of severance benefits pursuant to
Section 2.1 hereof is conditioned upon an Eligible Employee signing a Severance and Release Agreement in such form as is satisfactory to the Participating Company, in its sole discretion, under which, among other things, the Eligible Employee
releases and discharges the Participating Company and all of its affiliates and any other applicable persons from all claims and liabilities relating to the Eligible Employee’s employment with the Participating Company and/or the termination of
the Eligible Employee’s employment, including without limitation, claims under the Age Discrimination in Employment Act and the Older Workers Benefit Protection Act, where applicable, and the Eligible Employee not revoking the Severance and
Release Agreement during any revocation period set forth therein. Severance shall be paid only after the Severance and Release Agreement has been signed and the time for the Eligible Employee to revoke the Severance and Release Agreement, if any,
has expired and the Severance and Release Agreement has become effective in accordance with its terms. If the Eligible Employee’s benefits hereunder are subject to Section 409A of the Code, the Eligible Employee must return the executed
Severance and Release Agreement no later than sixty (60) days following the date of the Eligible Termination and, if such 60-day period includes two calendar years, no benefits hereunder subject to Section 409A of the Code shall be paid to
the Eligible Employee until the second calendar year. Any amounts that otherwise would have been paid during the period beginning on the date of termination and ending on the first applicable payment date shall be paid on the first applicable
payment date. 
 2.3 Notwithstanding any other provision contained herein, the Chief Executive Officer of the Participating Company may, at any time,
take such action as such officer, in such officer’s sole discretion, deems appropriate to reduce or increase by any amount the benefits otherwise payable to an Eligible Employee pursuant to the applicable Schedule or otherwise modify the terms
and conditions applicable to an Eligible Employee under this Plan. Benefits granted hereunder may not exceed an amount nor be paid over a period which would cause the Plan to be other than a “welfare benefit plan” under Section 3
(1) of ERISA. 
 2.4 Notwithstanding any other provision contained herein, if you are a “specified employee” within the meaning of
Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”), as of the date of termination of your employment, to the extent necessary to comply with Section 409A of the Code, no severance payments or benefits will
be paid or provided to you before the date that is six months after the date of the termination of employment; provided, that such payments and benefits will be accumulated (without interest) and paid to you as soon as practicable on or after the
first day of the seventh month following the date of termination of employment. In no event shall a Participating Company be liable to you for any adverse tax consequences under Section 409A of the Code for any payment made under this Plan.

 ARTICLE 3 
 AMENDMENT AND TERMINATION

 3.1 The Company reserves the right, in its sole and absolute discretion, to terminate the Plan on behalf of any or all Participating Companies at
any time and for any or no reason and without any further obligation by action of its board of directors or such other 

  

							
	138	 	MOODY’S  2016 10K	 			

 
person or persons to whom the board properly delegates such authority. Any other Participating Company may cease participation in the Plan by action of its board of directors or such other person
or persons to whom such board properly delegates such authority. 
 3.2 The Company or such other person or persons to whom such board properly
delegates such authority shall have the right, in its sole and absolute discretion, to modify or amend the terms of the Plan at any time, or from time to time, for any or no reason. 

3.3 All modifications of or amendments to the Plan shall be in writing. 

ARTICLE 4 
 ADMINISTRATION OF THE PLAN 

4.1 The Committee shall be the Plan administrator who has authority to control and manage the operation and administration of the Plan and to manage and
control any assets to the extent such assets have been set aside pursuant to Section 5.2 of this Plan. 
 4.2 The Committee may from time to time
delegate its responsibilities to officers of the Company or a Participating Company. The Committee may employ one or more persons to render advice with regard to any responsibility the Committee has under the Plan. 

4.3 The Committee (and its delegees) shall have the exclusive right to interpret any and all of the provisions of the Plan and to determine any questions
arising thereunder or in connection with the administration of the Plan. Any decision or action by the Committee (and its delegees) shall be conclusive and binding upon all employees, members and beneficiaries. In all instances the Committee (and
its delegees) shall have complete discretionary authority to determine eligibility for participation and benefits under the Plan, as well as any other matter of fact or interpretation relating to the Plan, and to construe and interpret all
provisions of the Plan and all documents relating thereto including, without limitation, all disputed and uncertain terms. It is the intention of the preceding sentences that the Committee’s (and its delegees’) decision(s), if reviewed by
a Federal or state court or an arbitrator, are reviewed based on an abuse of discretion or “arbitrary or capricious standard,” and not a “de novo standard,” and that all deference permitted by law shall be given to such
constructions, interpretations and determinations of the Committee (and its delegees). Should any dispute arise as to eligibility to receive, or amount of, benefits provided under the Plan, such dispute shall be resolved pursuant to the Claims
Procedures attached hereto as Schedule C. 
 4.4 Any action to be taken by the Committee shall be taken by a majority of its members either at a meeting
or by written instrument approved by such majority in the absence of a meeting. A written resolution or memorandum signed by one Committee member and the secretary of the Committee shall be sufficient evidence to any person of any action taken
pursuant to the Plan. 
 4.5 Any person, corporation or other entity may serve in more than one capacity under the Plan. 

4.6 The Company shall indemnify any individual who is a director, officer or employee of a Participating Company, or his or her heirs and legal
representatives, against all liability and reasonable expense, including counsel fees, amounts paid in settlement and amounts of judgments, fines or penalties, incurred or imposed upon him or her in connection with any claim, action, suit or
proceeding, whether civil, criminal, administrative or investigative, in connection with his or her duties with respect to the Plan, provided that any act or omission giving rise to such claim, action, suit or proceeding does not constitute willful
misconduct or is not performed or omitted in bad faith. 
 ARTICLE 5 

MISCELLANEOUS 
 5.1 Neither the establishment of
the Plan nor any action of a Participating Company, the Committee, or any fiduciary shall be held or construed to confer upon any person any legal right to continue employment with a Participating Company. Each Participating Company expressly
reserves the right to discharge any employee to the same extent as if the Plan had not been put into effect. 
 5.2 Benefits payable under the Plan
shall be paid out of the general assets of a Participating Company. No Participating Company needs to fund the benefits payable under this Plan; however, nothing in this Section 5.2 shall be interpreted as precluding any Participating Company
from funding or setting aside amounts in anticipation of paying such benefits. Any benefits payable to an Eligible Employee under this Plan shall represent an unsecured claim by such Eligible Employee against the general assets of the Participating
Company that employed such Eligible Employee. 
 5.3 A Participating Company shall deduct from the amount of any severance benefits payable hereunder
the amount required by law to be withheld for the payment of any taxes and any other amounts properly to be withheld. 
 5.4 Benefits payable under the
Plan shall not be subject to assignment, alienation, transfer, pledge, encumbrance, commutation or anticipation by the Eligible Employee. Any attempt to assign, alienate, transfer, pledge, encumber, commute or anticipate Plan benefits shall be void.

  

							
		 	MOODY’S  2016 10K	 	 	139	 

 5.5 This Plan shall be construed, whenever possible, to be in conformity with the requirements of ERISA, or
any subsequent laws or amendments thereto. To the extent not in conflict with the preceding sentence or another provision of the Plan, the construction and administration of the Plan shall be in accordance with the laws of the State of New York
applicable to contracts made and to be performed within the State of New York (without reference to its conflicts of law provisions). This Plan will be of no force or effect with respect to an Eligible Employee to the extent superseded by foreign
law. 
 5.6 This Plan supersedes any and all prior severance arrangements, policies, plans or practices of the Company and of any Participating Company
(whether written or unwritten). 
 5.7 Should any provisions of the Plan be deemed or held to be unlawful or invalid for any reason, such fact shall not
adversely affect the other provisions of the Plan unless such determination shall render impossible or impracticable the functioning of the Plan, and in such case, an appropriate provision or provisions shall be adopted so that the Plan may continue
to function properly. 
 5.8 In the event that the Committee finds that an Eligible Employee (or designated beneficiary) is unable to care for his or
her affairs because of illness or accident, then benefits payable hereunder, unless claim has been made therefor by a duly appointed guardian, committee, or other legal representative, may be paid in such manner as the Committee shall determine, and
the application thereof shall be a complete discharge of all liability for any payments or benefits to which such Eligible Employee (or designated beneficiary) was or would have been otherwise entitled under this Plan. 

5.9 Any payments to a minor from this Plan may be paid by the Committee in its sole and absolute discretion (a) directly to such minor; (b) to
the legal or natural guardian of such minor; or (c) to any other person, whether or not appointed guardian of the minor, who shall have the care and custody of such minor. The receipt by such individual shall be a complete discharge of all
liability under the Plan therefor. 
 5.10 The Plan is intended to comply with Section 409A of the Code or an exemption thereunder and shall be
construed and administered in accordance with such intention. Any payment under the Plan that may be excluded from coverage under Section 409A of the Code either as separation pay due to an involuntary separation from service or as a short-term
deferral shall be excluded from such coverage to the maximum extent possible. For purposes of Section 409A of the Code, each installment payment provided under this Plan shall be treated as a separate payment. To the extent required by
Section 409A of the Code, any payments to be made under this Plan upon a termination of employment shall be made only if such termination of employment constitutes a “separation from service” for purposes of Section 409A of the
Code. 
 ARTICLE 6 
 YOUR RIGHTS UNDER ERISA

 As a participant in the Plan, you are entitled to certain rights and protections under the Employee Retirement Income Security Act of 1974, as
amended (ERISA). ERISA provides that all plan participants shall be entitled to: 
 RECEIVE INFORMATION ABOUT YOUR PLAN AND BENEFITS 

Examine, without charge, at the office of the Plan Administrator (as defined below) and at other specified locations, such as worksites and union halls,
all documents governing the plan, including insurance contracts, and a copy of the latest annual report (Form 5500 Series) filed by the plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits
Security Administration. 
 Obtain, upon written request to the Plan Administrator, copies of documents governing the operation of the plan and summary
plan description. The Plan Administrator may make a reasonable charge for the copies. 
 PRUDENT ACTIONS BY PLAN FIDUCIARIES 

In addition to creating rights for plan participants, ERISA imposes duties upon the people who are responsible for the operation of the employee benefit
plan. The people who operate your plan, called “fiduciaries’ of the plan, have a duty to do so prudently and in the interest of you and other plan participants and beneficiaries. No one, including the Company or any other person, may fire
you or otherwise discriminate against you in any way to prevent you from obtaining a benefit or exercising your rights under ERISA. 
 ENFORCE YOUR RIGHTS 

If your claim for a welfare benefit is denied or ignored, in whole or in part, you have a right to know why this was done, to obtain copies of documents
relating to the decision without charge, and to appeal any denial, all within certain time schedules. 
 Under ERISA, there are steps you can take to
enforce the above rights. For instance, if you request a copy of Plan documents or the latest annual report from the Plan and do not receive them within 30 days, you may file suit in a Federal Court. In such a case, the court may require the Plan
Administrator to provide the materials and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond the control of the Plan Administrator. If you have a claim for benefits that is

  

							
	140	 	MOODY’S  2016 10K	 			

 
denied or ignored, in whole or in part, you may file suit in a State or Federal Court. If it should happen that plan fiduciaries misuse the plan’s money, or if you are discriminated against
for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a Federal Court. The court will decide who should pay court costs and legal fees. If you are successful the court may order the persons you
have sued to pay these cost and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous. 

ASSISTANCE WITH YOUR QUESTIONS 
 If you have any questions about
your plan, you should contact the Plan Administrator. If you have any questions about this statement or about your rights under ERISA, or if you need assistance in obtaining documents from the Plan Administrator, you should contact the nearest
office of the Employee Benefits Security Administration, U.S. Department of Labor, listed in you telephone directory or the Division of Technical Assistance and Inquiries. Employee Benefits Security Administration, U.S. Department of Labor, 200
Constitution Avenue N.W., Washington, D.C. 20210. You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration. 

ARTICLE 7 
 OTHER IMPORTANT INFORMATION.

  

			
		
	OFFICIAL NAME OF THE PLAN:	  	Moody’s Corporation Career Transition Plan
		
	SPONSOR:	  	 Moody’s Corporation
 7 World Trade Center at 250 Greenwich Street
New
 York, NY 10007
 212.553.0300

		
	EMPLOYER IDENTIFICATIONNUMBER (EIN):	  	13-3998945

  

			
		
	PLAN NUMBER:	  	526
		
	TYPE OF PLAN:	  	Employee Welfare Severance Benefit Plan
		
	END OF PLAN YEAR:	  	December 31
		
	TYPE OF ADMINISTRATION:	  	Employer Administered
		
	PLAN ADMINISTRATOR:	  	 The Management Benefits & Compensation
 Committee, a
subcommittee of the Compensation and
 Human Resources Committee of the board of directors of the Company

7 World Trade Center at 250 Greenwich Street New York, NY 10007

212.553.0300

		
	AGENT FOR SERVICE OF	  	
	LEGAL PROCESS:	  	Plan Administrator
		
		  	 c/o Director, Compensation & Benefits
 7 World Trade Center
at 250 Greenwich Street New York, NY 10007
 212.553.0300

		
	EFFECTIVE DATE:	  	December 19, 2016

 The Plan Administrator keeps records of the Plan and is responsible for the administration of the Plan. The Plan
Administrator will also answer any questions you may have about the Plan. 
 Service of legal process may be made upon the Plan Administrator. 

No individual may, in any case, become entitled to additional benefits or other rights under this Plan after the Plan is terminated. 

Severance pay is subject to Federal and state income and Social Security tax withholdings and any other withholdings mandated by law. 

  

							
		 	MOODY’S  2016 10K	 	 	141	 

 Schedule A 

This Schedule A is applicable to Eligible Employees covered by Section 2.1 (a) of the Plan. An Eligible Employee entitled to benefits hereunder
shall, subject to Article 2 of the Plan, receive the following: 
  

	1.	Salary Continuation. 

 If the Eligible Employee incurs an Eligible Termination for any reason other
than unsatisfactory performance, he or she shall receive the higher of (i) four weeks of Salary continuation or (ii) 2 weeks of Salary continuation for each Year of Service. If the Eligible Employee incurs an Eligible Termination by reason
of unsatisfactory performance, he or she shall receive the higher of (i) two weeks of Salary continuation or (ii) one week of Salary continuation for each Year of Service. In any event, such amounts shall be payable at the times the
Eligible Employee’s Salary would have been paid if employment had not terminated, over a period equal to the number of weeks of Salary continuation (the “Salary Continuation Period”). The maximum amount of Salary continuation
hereunder shall be 52 weeks. All Salary continuation payments shall cease upon reemployment by a Participating Company during the Salary Continuation Period. 
  

	2.	Welfare Benefit Continuation. 

 Medical, dental, vision and life insurance benefits shall be
provided throughout the Salary Continuation Period at the levels in effect for the Eligible Employee immediately prior to termination of employment but in no event greater than the levels in effect for active employees generally during the Salary
Continuation Period, provided that the Eligible Employee shall pay the employee portion of any required premium payments at the level in effect for employees generally of the Participating Company for such benefits. For purposes of determining an
Eligible Employee’s entitlement to continuation coverage as required by Title I, Subtitle B, Part 6 of ERISA (COBRA), such employee’s 18-month or other period of coverage shall commence on his or her termination of employment. 

 

	3.	Annual Bonus Payment. 

 Subject to the provisions of this paragraph 3, a cash bonus for the calendar
year of termination may be paid in the event the Eligible Employee was employed by a Participating Company for at least six full months during such year and the Eligible Employee participated in an annual bonus plan (the “Annual Incentive
Plan”) immediately prior to termination of employment. In such event, the Eligible Employee shall receive a bonus in an amount equal to the actual bonus which would have been payable under the Annual Incentive Plan had such employee remained
employed through the end of the year of such termination multiplied by a fraction the numerator of which is the number of full months of employment during the calendar year of termination and the denominator of which is 12. Such bonus shall be
payable at the time otherwise payable under the Annual Incentive Plan had employment not terminated. Notwithstanding the foregoing, no amount shall be paid under this paragraph in the event the Eligible Employee incurred an Eligible Termination by
reason of unsatisfactory performance. The foregoing provisions of this paragraph 3 shall be appropriately modified in the case of any plan not on a calendar year basis. 
  

	4.	Death. 

 Upon the death of an Eligible Employee during the Salary Continuation Period, the benefits
described in paragraph 1 of this Schedule shall continue to be paid to his or her estate, as applicable, at the time or times otherwise provided for herein. 
  

	5.	Other Benefits. 

 The Eligible Employee may be entitled to such outplacement services during the
Salary Continuation Period as may be provided by, and in the sole discretion of, the Participating Company. 
  

	6.	No Further Grants, Etc. 

 Following an Eligible Employee’s termination of employment, no
further grants, awards, contributions, accruals or continued participation (except as otherwise provided for herein) shall be made to or on behalf of such employee under any plan or program maintained by a Participating Company including, but not
limited to, any qualified or nonqualified retirement, profit sharing, stock option or restricted stock plan of a Participating Company. Any unvested or unexercised options, unvested restricted stock and all other benefits under any plan or program
maintained by a Participating Company (including, but not limited to, any qualified or nonqualified retirement, profit sharing, stock option or restricted stock plan) which are held or accrued by an Eligible Employee at the time of his or her
termination of employment, shall be treated in accordance with the terms of such plans and programs under which such options, restricted stock or other benefits were granted or accrued. 

  

							
	142	 	MOODY’S  2016 10K	 			

 Schedule B 

This Schedule B is applicable to Eligible Employees covered by Section 2.1 (b) of the Plan, provided, however that an Eligible Employee who
incurs an Eligible Termination for any reason other than unsatisfactory performance with more than 17 Years of Service, may elect to have Schedule A apply in its entirety in lieu of this Schedule B. An Eligible Employee entitled to benefits
hereunder shall, subject to Article 2 of the Plan, receive the following: 
  

	1.	Salary Continuation 

 (a) If the Eligible Employee incurs an Eligible Termination for any reason
other than unsatisfactory performance and his or her Salary at the time employment terminates is equal to or greater than $100,000 but less than $150,000, the Eligible Employee shall be entitled to receive 26 weeks of Salary continuation. If an
Eligible Employee incurs an Eligible Termination by reason of unsatisfactory performance and his or her Salary at the time employment terminates is equal to or greater than $100,000 but less than $150,000, the Salary continuation the Eligible
Employee would have otherwise been entitled to receive shall be reduced by 50%. 
 (b) If the Eligible Employee incurs an Eligible Termination for any
reason other than unsatisfactory performance and his or her Salary at the time employment terminates is greater than or equal to $150,000 but less than or equal to $200,000, the Eligible Employee shall be entitled to receive 39 weeks of Salary
continuation. If an Eligible Employee incurs an Eligible Termination by reason of unsatisfactory performance and his or her Salary at the time employment terminates is greater than or equal to $150,000 but less than or equal to $200,000, the Salary
continuation the Eligible Employee would have otherwise been entitled to receive shall be reduced by 50%. 
 (c) If the Eligible Employee incurs an
Eligible Termination for any reason other than unsatisfactory performance and his or her Salary at the time employment terminates is greater than $200,000, the Eligible Employee shall be entitled to receive 52 weeks of Salary continuation. If an
Eligible Employee incurs an Eligible Termination by reason of unsatisfactory performance and his or her Salary at the time employment terminates is greater than $200,000, the Salary continuation the Eligible Employee would have otherwise been
entitled to receive shall be reduced by 50%. 
 (d) The amounts set forth in this paragraph 1 shall be payable at the times the Eligible
Employee’s Salary would have been paid if employment had not terminated, over a period equal to the number of weeks of Salary continuation (the “Salary Continuation Period”). In the event the Eligible Employee performs services for an
entity other than a Participating Company during the Salary Continuation Period, such employee shall notify the Participating Company on or prior to the commencement thereof. For purposes of this Schedule B, to “perform services” shall
mean employment or services as a full-time employee, consultant, owner, partner, associate, agent or otherwise on behalf of any person, principal, partnership, firm or corporation (other than a Participating Company). All Salary continuation
payments shall cease upon re-employment by a Participating Company or any affiliate of a Participating Company during the Salary Continuation Period. 
  

	2.	Welfare Benefit Continuation. 

 Medical, dental, vision and life insurance benefits shall be
provided throughout the Salary Continuation Period at the levels in effect for the Eligible Employee immediately prior to termination of employment but in no event greater than the levels in effect for active employees generally during the Salary
Continuation Period, provided that the Eligible Employee shall pay the employee portion of any required premium payments at the level in effect for employees generally of the Participating Company for such benefits. For purposes of determining an
Eligible Employee’s entitlement to continuation coverage as required by Title I, Subtitle B, Part 6 of ERISA (COBRA), such employee’s 18-month or other period of coverage shall commence on his or her termination of employment. 

 

	3.	Annual Bonus Payment. 

 Subject to the provisions of this paragraph 3, a cash bonus for the calendar
year of termination may be paid in the event the Eligible Employee was employed by a Participating Company for at least six full months during such year and the Eligible Employee participated in an annual bonus plan (the “Annual Incentive
Plan”) immediately prior to termination of employment. In such event, the Eligible Employee shall receive a bonus in an amount equal to the actual bonus which would have been payable under the Annual Incentive Plan had such employee remained
employed through the end of the year of such termination multiplied by a fraction the numerator of which is the number of full months of employment during the calendar year of termination and the denominator of which is 12. Such bonus shall be
payable at the time otherwise payable under the Annual Incentive Plan had employment not terminated. Notwithstanding the foregoing, no amount shall be paid under this paragraph in the event the Eligible Employee incurred an Eligible Termination by
reason of unsatisfactory performance. The foregoing provisions of this paragraph 3 shall be appropriately modified in the case of any plan not on a calendar year basis. 
  

	4.	Death. 

 Upon the death of an Eligible Employee during the Salary Continuation Period, the benefits
described in paragraph 1 of this Schedule shall continue to be paid to his or her estate, as applicable, at the time or times otherwise provided for herein. 

  

							
		 	MOODY’S  2016 10K	 	 	143	 

	5.	Other Benefits. 

 The Eligible Employee shall be entitled to such individual outplacement services
during the Salary Continuation Period as may be provided by, and in the discretion of, the Participating Company. During the Salary Continuation Period, financial planning/counseling shall be afforded to the Eligible Employee to the same extent
afforded immediately prior to termination of employment in the event the Eligible Employee incurred an Eligible Termination other than by reason of unsatisfactory performance. 
  

	6.	No Further Grants, Etc. 

 Following an Eligible Employee’s termination of employment, no
further grants, awards, contributions, accruals or continued participation (except as otherwise provided for herein) shall be made to or on behalf of such employee under any plan or program maintained by a Participating Company including, but not
limited to, any qualified or nonqualified retirement, profit sharing, stock option or restricted stock plan of a Participating Company. Any unvested or unexercised options, unvested restricted stock and all other benefits under any plan or program
maintained by a Participating Company (including, but not limited to, any qualified or nonqualified retirement, profit sharing, stock option or restricted stock plan) which are held or accrued by an Eligible Employee at the time of his or her
termination of employment shall be treated in accordance with the terms of such plans and programs under which such options, restricted stock or other benefits were granted or accrued. 

  

							
	144	 	MOODY’S  2016 10K	 			

 Schedule C 

Claims Procedures 
 1. No Eligible Employee or
beneficiary or other person or entity shall have any right or claim to benefits under the Plan, or any right or claim to payment from the Plan, except as specified herein. Any dispute as to eligibility, type, amount or duration of benefits or any
right or claim to payments from the Plan shall be resolved pursuant to the Claims Procedures of this Schedule C and the provisions of the Plan. 
 2.
All initial and disputed claims for benefits under the Plan shall be submitted to the Senior Vice President Manager– Global Compensation or such other person designated by the Committee (the “Claims Administrator”). The Claims
Administrator shall decide within 90 days after receiving the claim from an Eligible Employee or beneficiary (hereinafter referred to as “Claimant”), or his or her duly authorized representative. 

3. If the Claims Administrator determines that an extension of time for processing is required, written or electronic notification of the extension shall
be furnished to the Claimant prior to the termination of the initial 90-day period. In no event shall such extension exceed a period of 90 days from the end of such initial period. The extension notice shall indicate the special circumstances
requiring an extension of time and the date by which the Claims Administrator expects to render the benefit determination. 
 4. The period of time
within which a benefit determination is required to be made shall begin at the time a claim is filed in accordance with these claim procedures without regard to whether all the information necessary to make a benefit determination accompanies the
filing. 
 5. If the claim is denied in part or in full, written or electronic notice of denial shall be sent to the Claimant or his duly authorized
representative. The written or electronic notice shall be set forth in a manner calculated to be understood by the Claimant and include: 
 based; 

(a) the specific reason or reasons for the denial; 

(b) specific reference to pertinent Plan provisions on which the denial is 

(c) a description of any additional material or information necessary for the Claimant to perfect the claim, and an explanation of why
such material or information is necessary; 
 (d) explanation of the Plan’s claim review procedures and the time limits applicable
to such procedures including a statement of the Claimant’s right to bring a civil action under Section 502(a) of ERISA. 
 6. Except as set
forth in section 11 below, within 60 days after the denial of a claim, the Claimant, or his duly authorized representative, may appeal, in writing, the denial of the claim to the Committee and request a review. In connection with the review, the
Claimant or 
 his duly authorized representative may review pertinent documents and may submit issues and comments in writing. The Claimant shall be
provided, upon request and free of charge, reasonable access to, and copies of, all documents, records and other information relevant to the Claimant’s claim for benefits. Such review shall take into account all comments, documents, records,
and other information submitted by the Claimant relating to the claims, without regard to whether such information was submitted or considered in the initial benefit determination. 

7. The Committee shall deliver the decision on review, in writing or electronic means, to the Claimant or his duly authorized representative not later
than 60 days after the receipt of the request for such review, unless there are special circumstances (such as holding a hearing, if the Committee deems necessary), which require extensions of time for processing. If the Committee determines that an
extension of time for processing is required, written or electronic notification of the extension shall be furnished to the Claimant prior to the termination of the initial 60-day period. In no event shall such extension exceed a period of 60 days
from the end of the initial period. The extension notice shall indicate the special circumstances requiring an extension of time and the date by which the Committee expects to render the determination on review. 

8. The period of time within which a benefit determination on review is required to be made shall begin at the time an appeal is filed in accordance with
these claim procedures without regard to whether all the information necessary to make a benefit determination on review accompanies the filing. In the event that a period of time is extended due to Claimant’s failure to submit information
necessary to decide a claim, the period for making the benefit determination on review shall be tolled from the date on which the notification of the extension is sent to the Claimant until the date on which the Claimant responds to the request for
additional information. 
 9. In the case of an adverse benefit determination on review, the Committee shall provide access to, and copies of all
documents, records, and other information relevant to the Claimant’s claim for benefits. 

  

							
		 	MOODY’S  2016 10K	 	 	145	 

 10. The decision shall be sent in writing or by electronic means and shall set forth in a manner calculated
to be understood by the Claimant and include: 
 based; 

(a) the specific reason or reasons for the denial; 

(b) specific reference to pertinent Plan provisions on which the denial is 

(c) a statement that the Claimant is entitled to receive, upon request and free of charge, reasonable access to, and copies of, all
documents, records, and other information relevant to the Claimant’s claim for benefits; 
 (d) a statement of the Claimant’s
right to bring a civil action under Section 502(a) of ERISA. 
 11. The Claims Administrator’s decisions on claims (where no review is
requested) and the Committee’s decisions on review (where review is requested) shall be in the discretionary and sole and absolute authority of the Claims Administrator (where no review is requested) and the Committee (where review is
requested) and shall be binding and conclusive on all interested persons as to participation, benefit eligibility and benefits and any other matter of fact or interpretation relating to the Plan. It is the intention of the preceding sentence that
the Claim Administrator’s decision(s) and the Committee’s decision(s) if reviewed by a Federal or state court or an arbitrator are reviewed based on an abuse of discretion or “arbitrary or capricious standard”, and not a de novo
standard.” 

  

							
	146	 	MOODY’S  2016 10K

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