Document:

Waiver Agreement

 Exhibit 10.2 
 WAIVER AGREEMENT 
 This Waiver Agreement (the “Agreement”) is effective
as of March 10, 2011 and is being entered into by and between Motorola Mobility Holdings, Inc., Motorola Mobility, Inc. and Daniel M. Moloney (the “Executive”). 

 

	 	1.	By offer letter dated July 15, 2010, the Executive was offered a position as Executive Vice President, President, Mobility, by Motorola, Inc.
(“Motorola”). The letter indicated that the Executive will be eligible for participation in Motorola’s employee benefit programs provided to similarly situated employees of Motorola generally and, after a Separation Event, in lieu of
such benefits, he will be eligible for participation in Motorola Mobility’s employee benefit programs provided to similarly situated employees of Motorola Mobility generally. Included in the benefits provided to the Executive was coverage under
the Motorola, Inc. Senior Officer Amended and Restated Change in Control Severance Plan (“Motorola Plan”). The Executive accepted the offer of employment. 

 

	 	2.	Motorola Mobility Holdings, Inc., the parent company of Motorola Mobility, Inc., became an independent, publicly traded company on January 4, 2011.

  

	 	3.	On February 15, 2011, the Board of Directors of Motorola Mobility Holdings, Inc. adopted the Motorola Mobility Holdings, Inc. Change in Control Severance Plan
(“Motorola Mobility Plan”). Based on his position and participation in the Motorola Plan, the Executive has been designated as a Legacy Plan Participant under the Motorola Mobility Plan. 

 

	 	4.	In consideration of facilitating Motorola Mobility’s implementation of improved severance benefit structures with respect to its executives, the Executive has
voluntarily agreed to waive his right to any Gross-Up Payment, as defined in either the Motorola Plan or the Motorola Mobility Plan. Instead, he agrees that in the event of a Change in Control, as defined in the Motorola Mobility Plan, he will be
provided with the benefits set forth in Section 4.4, Limitation on Payments Under Certain Circumstances, of the Motorola Mobility Plan. 

 IN WITNESS WHEREOF, the parties have caused this Agreement to be executed as of the day and year first written above. 

 

	
	Daniel M. Moloney
	
	 /s/ Daniel M. Moloney

	
	MOTOROLA MOBILITY HOLDINGS, INC.
	MOTOROLA MOBILITY, INC.
	
	 /s/ Scott Offer

	Scott Offer
	Senior Vice President and General CounselWaiver Agreement

 Exhibit 10.3 
 WAIVER AGREEMENT 
 This Waiver Agreement (the “Agreement”) is effective
as of March 10, 2011 and is being entered into by and between Motorola Mobility Holdings, Inc., Motorola Mobility, Inc. and Scott A. Crum (the “Executive”). 

 

	 	1.	By offer letter dated June 16, 2010, the Executive was offered a position as Senior Vice President, Human Resources, Mobile Devices and Home Business, by Motorola,
Inc. Included in the benefits provided to the Executive was coverage under the Motorola, Inc. Senior Officer Amended and Restated Change in Control Severance Plan (“Motorola Plan”). The Executive accepted the offer of employment.

  

	 	2.	Pursuant to the provisions of the Amended and Restated Employee Matters Agreement between Motorola, Inc., Motorola Mobility Holdings, Inc. (f/k/a Motorola SpinCo
Holdings Corporation), and Motorola Mobility, Inc., the Executive became an employee of Motorola Mobility, Inc. effective July 31, 2010. Motorola Mobility Holdings, Inc., the parent company of Motorola Mobility, Inc., became an independent,
publicly traded company on January 4, 2011. 

  

	 	3.	On February 15, 2011, the Board of Directors of Motorola Mobility Holdings, Inc. adopted the Motorola Mobility Holdings, Inc. Change in Control Severance Plan
(“Motorola Mobility Plan”). Based on his position and participation in the Motorola Plan, the Executive has been designated as a Legacy Plan Participant under the Motorola Mobility Plan. 

 

	 	4.	In consideration of facilitating Motorola Mobility’s implementation of improved severance benefit structures with respect to its executives, the Executive has
voluntarily agreed to waive his right to any Gross-Up Payment, as defined in either the Motorola Plan or the Motorola Mobility Plan. Instead, he agrees that in the event of a Change in Control, as defined in the Motorola Mobility Plan, he will be
provided with the benefits set forth in Section 4.4, Limitation on Payments Under Certain Circumstances, of the Motorola Mobility Plan. 

 IN WITNESS WHEREOF, the parties have caused this Agreement to be executed as of the day and year first written above. 

 

	
	Scott A. Crum
	
	 /s/ Scott A. Crum

	
	MOTOROLA MOBILITY HOLDINGS, INC.
	MOTOROLA MOBILITY, INC.
	
	 /s/ Scott Offer

	Scott Offer
	Senior Vice President and General CounselSummary of Long-Term Incentive Plan

 Exhibit 10.19 
 Description of Seitel, Inc. 
 2011 Long-Term Incentive Plan

 The following summary provides a description of the general terms and conditions of the Long-Term Incentive Plan
approved by Seitel, Inc.’s Board of Directors (the “Plan”). The Plan has not been set forth in a formal written document. 
 Purpose – The purpose of the Plan is to provide a means to create a long-term incentive program for senior-level employees of Seitel, Inc. (the “Company”). 

Eligibility – Senior-level management employees who participate in the Company’s management bonus plan are eligible to
participate in the Plan, as determined by the Company’s Board of Directors or a committee thereof appointed by the Board of Directors (the “Administrator”). 

Performance Goal – The measure of the Company’s performance that will be used to determine bonuses under the Plan is the
Company’s cash EBITDA for a fiscal year (cash generated from licensing data from the Company’s seismic data library net of recurring cash operating expenses), less the Company’s net cash used for capital expenditures during such
fiscal year, as determined by the Administrator (“FY Net Cash”). 
 Bonus Periods – Each bonus
period under the Plan shall consist of three consecutive fiscal years of the Company (each, a “Bonus Period”), and the Administrator shall establish a FY Net Cash target for each fiscal year of each Bonus Period (once established,
the FY Net Cash targets shall not be changed). The FY Net Cash targets set in a Bonus Period may be different than FY Net Cash targets set in previous Bonus Periods. A new Bonus Period shall begin each fiscal year of the Company, such that multiple
Bonus Periods will be running simultaneously. 
 Bonus Pool – The amount available for bonuses with respect to each
Bonus Period (the “Bonus Pool”) shall equal 15% of the difference between (x) actual FY Net Cash for the first fiscal year of such Bonus Period and (y) target FY Net Cash for the first fiscal year of such Bonus Period. If
target FY Net Cash for the first fiscal year of a Bonus Period equals or exceeds actual FY Net Cash for the first fiscal year of such Bonus Period, then the Bonus Pool shall equal $0 and no bonuses shall be available for such Bonus Period,
regardless of the Company’s performance during the second and third fiscal years of such Bonus Period. 
 Earning
Bonuses – In the event that the Bonus Pool for a Bonus Period is greater than $0, such Bonus Pool shall be earned as follows: (a) 1/3 of the Bonus Pool shall be earned immediately upon completion of the first fiscal year of the Bonus
Period, (b) if the actual cumulative FY Net Cash for the first two fiscal years of such Bonus Period equals or exceeds the cumulative target FY Net Cash for the first two fiscal years of such Bonus Period, then an additional 1/3 of the Bonus
Pool shall be earned immediately after the completion of the second fiscal year of such Bonus Period and (c) if the actual cumulative FY Net Cash for all three fiscal years of such Bonus Period equals or exceeds the cumulative target FY Net
Cash for all three fiscal years of such Bonus Period, then an additional 1/3 of the Bonus Pool shall be earned immediately after the completion of the third fiscal year of such Bonus Period. Any portion of the Bonus Pool that is not earned as
described above will be forfeited and will not be available for distribution. Notwithstanding the foregoing, the amount of the Bonus Pool earned for any Bonus Period shall be limited to the aggregate target bonuses for all Plan participants under
the Company’s management bonus plan (determined as of the first fiscal year of the Bonus Period). 

 Participant Bonus Amounts – Each Plan participant’s bonus with respect to a
Bonus Period shall equal the product of (i) the portion of the Bonus Pool that was earned with respect to such Bonus Period and (ii) a fraction, the numerator of which equals the Plan participant’s target bonus under the
Company’s management bonus plan (determined as of the first fiscal year of such Bonus Period) and the denominator of which is the aggregate target bonuses for all Plan participants under the Company’s management bonus plan (determined as
of the first fiscal year of such Bonus Period). 
 Bonus Payout – The bonus payout for each Bonus Period will occur
within 60 days after the end of such Bonus Period; provided, however, that Plan participants must be employed by the Company at the time each bonus payment is made. In the event that a Plan participant is not employed by the Company at the time
bonus payments for a Bonus Period are made (regardless of the reason for such non-employment), such Plan participant shall forfeit his or her bonus for such Bonus Period and such Plan participant shall be treated for all purposes of such Bonus
Period and all uncompleted Bonus Periods (including for purposes of calculating the earned amount of the Bonus Pool and the portion of the earned Bonus Pool allocated to each Plan participant) as if he or she did not participate in the Plan.

 Miscellaneous – The Plan is maintained purely at the discretion of the Company and may be revised, suspended or
terminated at any time and for any reason. The Administrator shall have the sole authority for administering the Plan and all actions taken with respect thereto, including all interpretations made in respect thereof, shall be binding on all Plan
participants. This summary does not constitute the Plan document and may not be used by a Plan participant to assert any rights or privileges under the Plan.

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