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EEFT 6/30/2011 EX 10.2 Euronet Worldwide Inc. Executive Annual Incentive Plan as ammended

        Exhibit 10.2

EURONET WORLDWIDE, INC. 
EXECUTIVE ANNUAL INCENTIVE PLAN

		
	1.
	OBJECTIVE

The Euronet Worldwide, Inc. Executive Annual Incentive Plan (the "Incentive Plan") is designed to reward value creation by providing competitive incentives for the achievement of annual financial performance goals.  By providing market-competitive target awards, the Plan supports the attraction and retention of senior executive talent critical to achieving the strategic business objectives of Euronet Worldwide, Inc (the "Corporation").  The Incentive Plan is also intended to secure the full deductibility of bonus compensation payable to the Corporation's Chief Executive Officer and the four highest compensated executive officers (collectively the "Covered Employees") whose compensation is required to be reported in the Corporation's proxy statement and all compensation payable hereunder to such persons is intended to qualify as "performance-based compensation" as described in Section 162(m)(4)(C) of the Internal Revenue Code of 1986, as amended (the "Code").
		
	2.
	ELIGIBILITY AND PARTICIPATION

Only those executive officers of the Corporation who are selected by the Compensation Committee (the "Committee") of the Corporation's Board of Directors (the "Board") shall be eligible to participate in the Incentive Plan.  Prior to or at the time performance objectives are established for an "Incentive Period", as defined below, the Committee will designate in writing which executive officers and key employees among those who may be eligible to participate in the Incentive Plan shall in fact be participants for such Incentive Period.
		
	3.
	PLAN YEAR, INCENTIVE PERIODS AND INCENTIVE OBJECTIVES

The fiscal year of the Incentive Plan (the "Plan Year") shall be the fiscal year beginning on January 1 and ending on December 31.  The performance period (the "Incentive Period") with respect to which target awards and bonuses may be payable under the Incentive Plan shall generally be the Plan Year, provided that the Committee shall have the authority to designate different Incentive Periods under the Incentive Plan.
Within the first ninety (90) days of each Incentive Period the Committee shall establish in writing, with respect to such Incentive Period, one or more performance goals, a specific target objective or objectives with respect to such performance goals and an objective formula or method for computing the amount of bonus compensation payable to each participant under the Incentive Plan if the performance goals are attained.  Notwithstanding the foregoing sentence, for any Incentive Period, such goals, objectives and compensation formulae or methods must be (i) established within that number of days, beginning on the first day of such Incentive Period, which is no more than twenty-five percent (25%) of the total number of days in such Incentive Period and (ii) established such that the outcome of the goal or objective is substantially uncertain at the time the Committee actually establishes the goal or objective.
Incentive goals shall be based upon one or more of the following business criteria for the Corporation as a whole or any of its subsidiaries, operating divisions or other operating units:  
(i)     Earnings (either in the aggregate or on a per-Share basis); 
(ii)     Growth or rate of growth in earnings (either in the aggregate or on a per-Share basis); 
(iii)     Net income or loss (either in the aggregate or on a per-Share basis);
(iv)     Cash flow provided by operations, either in the aggregate or on a per-Share basis; 

(v)     Growth or rate of growth in cash flow (either in the aggregate or on a per-Share basis); 
(vi)    Free cash flow (either in the aggregate on a per-Share basis); 
(vii)    Reductions in expense levels, determined either on a Corporation-wide basis or in respect of any one or more business units;
(viii)    Operating and maintenance cost management and employee productivity; 
(ix)    Stockholder returns (including return on assets, investments, equity, or gross sales); 
(x)    Return measures (including return on assets, equity, or sales); 
(xi)    Growth or rate of growth in return measures (including return on assets, equity, or sales); 
(xii)    Share price (including attainment of a specified per-Share price during the Incentive Period; growth measures and total stockholder return or attainment by the Shares of a specified price for a specified period of time); 
(xiii)    Strategic business criteria, consisting of one or more objectives based on meeting specified revenue, market share, market penetration, geographic business expansion goals, objectively identified project milestones, production volume levels, cost targets, and goals relating to acquisitions or divestitures; and/or 
(xiv)    Achievement of business or operational goals such as market share and/or business development; 
provided that applicable incentive goals may be applied on a pre- or post-tax basis; and provided further that the Committee may, when the applicable incentive goals are established, provide that the formula for such goals may include or exclude items to measure specific objectives, such as losses from discontinued operations, extraordinary gains or losses, the cumulative effect of accounting changes, acquisitions or divestitures, foreign exchange impacts and any unusual, nonrecurring gain or loss.
Target award levels are approved by the Committee and may be a percentage of the executive's base salary based on organizational responsibilities and market-compilation bonus levels based on industry data.  In addition, to the extent consistent with the goal of providing for deductibility under Section 162(m) of the Code, performance goals may be based upon a participant's attainment of personal objectives with respect to any of the foregoing performance goals: negotiating transactions and sales, business unit/department performance, profit margins, reduction of certain accounts receivable or achievement of subsidiary or departmental budgets or developing long-term business goals.  Measurements of the Corporation's or a participant's performance against the performance goals established by the Committee shall be objectively determinable and, unless otherwise established by the Committee when the incentive goals are established, to the extent they are expressed in standard accounting terms, they shall be determined according to generally accepted accounting principles ("GAAP") as in existence on the date on which the performance goals are established and without regard to any changes in such principles after such date.  Individual incentive awards reflect a mix of the Corporation's and business unit/department performance along with individual discretionary factors; the current actual mix for each executive will be determined based upon his/her role and contribution to the organization.
Due to the possibility that the specific targets related to a specific performance goal or objective may be confidential commercial or business information, and the release of which to the public may have an 

adverse affect on the Corporation, such information has been intentionally omitted from the Plan as confidential information. 
		
	4.
	DETERMINATION OF BONUS AWARDS

As soon as practicable after the end of each Incentive Period, the Committee shall certify in writing to what extent the Corporation and the participants have achieved the performance goals or goals for such Incentive Period, including the specific target objective or objectives and the satisfaction of any other material terms of the bonus award and the Committee shall calculate the amount of each participant's bonus for such Incentive Period based upon the performance goals, objectives and computation formulae or methods for such Incentive Period.  The Committee shall have no discretion to increase the amount of any participant's bonus as so determined, but may reduce the amount of or totally eliminate such bonus, if it determines, in its absolute and sole discretion, that such a reduction or elimination is appropriate in order to reflect the participant's performance or unanticipated factors.
No participant's bonus for any Plan Year shall exceed the lesser of 600% of the participant's base annual salary as in effect as of the last day of such Plan Year or $6,000,000.
		
	5.
	PAYMENT OF AWARDS

Approved bonus awards shall be payable by the Corporation to each participant, or to his estate in the event of his death, as soon as practicable after the end of each Incentive Period and after the Committee has certified in writing that the relevant performance goals were achieved.  Bonus awards may be payable in cash or in an equivalent number of shares of the Corporation's common stock issued pursuant to and under one or more of the Corporation's stockholder-approved stock incentive plans.
A bonus award that would otherwise be payable to a participant who is not employed by the Corporation or one of its subsidiaries on the last day of a Incentive Period shall be prorated, or not paid, in accordance with rules and regulations adopted by the Committee for the administration of the Incentive Plan.
		
	6.
	OTHER TERMS AND CONDITIONS

Unless otherwise permitted under Section 162(m) of the Code, no bonus awards shall be paid under the Incentive Plan unless and until the material terms (within the meaning of Section 162(m)(4)(C) of the Code) of the Incentive Plan, including the business criteria described above in Section 3 of the Incentive Plan, are disclosed to the Corporation's stockholders and are approved by the stockholders by a majority of votes cast in person or by proxy (including abstentions to the extent abstentions are counted as voting under applicable state law).  The Incentive Plan will submitted to the stockholders for reapproval if the business criteria stated above in Section 3 are materially changed and, in any event, will be submitted to be reapproved by stockholders after five years since the last time stockholder approval was received. 
No person shall have any legal claim to be granted an award under the Incentive Plan and the Committee shall have no obligation to treat participants uniformly.  Except as may be otherwise required by law, bonus awards under the Incentive Plan shall not be subject in any manner to anticipation, alienation, sale, transfer, assignment, pledge, encumbrance, charge, garnishment, execution, or levy of any kind, either voluntary or involuntary.  Bonuses awarded under the Incentive Plan shall be payable from the general assets of the Corporation and no participant shall have any claim with respect to any specific assets of the Corporation.
Neither the Incentive Plan nor any action taken under the Incentive Plan shall be construed as giving any employee the right to be retained in the employ of the Corporation or any subsidiary or to maintain any participant's compensation at any level.
The Corporation or any of its subsidiaries may deduct from any award any applicable withholding 

taxes or any amounts owed by the executive of the Corporation or any of its subsidiaries.
		
	7.
	ADMINISTRATION

All members of the Committee shall be persons who qualify as "outside directors" as defined under Section 162(m) of the Code.  Until changed by the Board, the Committee of the Board shall constitute the Committee hereunder.
The Committee shall have full power and authority to administer and interpret the provisions of the Incentive Plan and to adopt such rules, regulations, agreements, guidelines and instruments for the administration of the Incentive Plan and for the conduct of its business as the Committee deems necessary or advisable.
Except with respect to matters which under Section 162(m)(4)(C) of the Code are required to be determined in the sole and absolute discretion of the Committee, the Committee shall have full power to delegate to any officer or employee of the Corporation the authority to administer and interpret the procedural aspects of the Incentive Plan, subject to the Incentive Plan's terms, including adopting and enforcing rules to decide procedural and administrative issues.
The Committee may rely on opinions, reports or statements of officers or employees of the Corporation or any subsidiary thereof and of company counsel (inside or retained counsel), public accountants and other professional or expert persons.
The Board reserves the right to amend or terminate the Incentive Plan in whole or in part at any time.  Unless otherwise prohibited by applicable law, any amendment required to conform the Incentive Plan to the requirements of Section 162(m) of the Code may be made by the Committee.  No amendment may be made to the class of individuals who are eligible to participate in the Incentive Plan, the performance criteria specified in Section 3 or the maximum bonus payable to any participant without stockholder approval unless stockholder approval is not required in order for bonuses paid to Covered Employees to constitute qualified performance-based compensation under Section 162(m) of the Code.
No member of the Committee shall be liable for any action taken or omitted to be taken or for any determination made by him or her in good faith with respect to the Incentive Plan, and the Corporation shall indemnify and hold harmless each member of the Committee against any cost or expense (including counsel fees) or liability (including any sum paid in settlement of a claim with the approval of the Committee) arising out of any fact or omission in connection with the administration or interpretation of the Incentive Plan, unless arising out of such person's own fraud or bad faith.
The place of administration of the Incentive Plan shall be in the State of Kansas and the validity, construction, interpretation, administration and effect of the Incentive Plan and the rules, regulations and rights relating to the Incentive Plan, shall be determined solely in accordance with the laws of the State of Delaware.QuickLinks
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Exhibit 10.1    
    

 
 

EDISON INTERNATIONAL AND SOUTHERN CALIFORNIA EDISON COMPANY
  DIRECTOR COMPENSATION SCHEDULE  
    
    As Adopted June 23, 2011  

Effective July 1, 2011 and except as otherwise provided below, non-employee Directors of Edison International ("EIX") and/or Southern
California Edison Company ("SCE") will receive the annual retainers, meeting fees, meeting expenses and equity-based awards described below as compensation for serving as a Director. The equity-based
award provisions described below are effective for Directors elected or reelected on or after the date of the EIX 2012 annual shareholders' meeting. 

Directors who are employees of EIX or SCE shall not receive additional compensation for serving as Directors (other than
participation in the EIX Director
Matching Gifts Program). Directors who serve on both the EIX Board and the SCE Board, and their corresponding Board Committees, will not receive additional compensation, including additional meeting
fees for SCE Board, Board Committee and business meetings held concurrently or consecutively with a corresponding EIX Board, Board Committee or business meeting. 

Annual Retainers  

Board Retainer – Each Director will receive an annual board retainer of $55,000 to be paid in
advance in quarterly installments of $13,750 for any calendar quarter or portion thereof during which the individual serves as a Director. 

Board Committee Chair Retainer – Each Director who
serves as the Chair of a Board Committee will receive an annual retainer of $10,000, except the Director who serves as the Chair of the Audit Committee will receive an annual retainer of $20,000 and
the Director who serves as the Chair of the Compensation and Executive Personnel Committee will receive an annual retainer of $15,000. The Committee Chair retainers shall be paid in advance in equal
quarterly installments for any calendar quarter or portion thereof during which the Director serves as a Committee Chair. 

Lead Director Retainer – Each Director who serves as
the lead director of the non-employee and/or independent Director executive sessions of the Board shall receive an annual retainer of $25,000. The retainer shall be paid in advance in
equal quarterly installments for any calendar quarter or portion thereof during which the Director serves as a Lead Director. 

The quarterly retainer installments will be paid on the first business day of the calendar quarter. Initial quarterly
retainer installments will be paid as soon as possible following the date of the election. 

Meeting Fees  

Each Director will receive $2,000 for each regular meeting, adjourned regular meeting or special meeting of the Board attended by the Director, for each regular
meeting, 

 

adjourned regular meeting or special meeting of a Committee attended by the Director as a member of the Committee, and for each business meeting attended at the request or invitation of the Chairman
of the Board, or in the case of Committee meetings at the request or invitation of the Chairman of the Board in consultation with the Committee Chair on behalf of the corporation in his or her
capacity as a Director. Each Director shall receive only one meeting fee for any concurrent meeting attended by the Director, including concurrent meetings of different Board Committees. Full meeting
fees will be paid if the Director attends any portion of any meeting. 

No additional meeting fee shall be paid when the non-employee or independent members of the Board meet in
executive session immediately before, during or immediately after Board meetings. 

Meeting fees will be paid on the first business day of the month following the month in which the meeting occurred. 

Meeting Expenses  

Reasonable expenses incurred by a Director to attend Board meetings, Committee meetings, or business meetings attended on behalf of the corporation in his or
her capacity as a Director will be promptly reimbursed upon presentation of a statement of the expenses to the Secretary.1 

Equity-Based Awards2  

Equity-based awards ("Awards") will be granted under and subject to the terms of the EIX 2007 Performance Incentive Plan, or a successor plan (the "Plan"),
except that any award payable in cash will be deemed paid outside of the plan. The Awards consist of fully vested Edison International deferred stock units ("DSUs") and/or Edison International common
stock ("Common Stock"). DSUs represent the value of one share of Common Stock and will be credited to the Director's account under the EIX Director Deferred Compensation Plan and subject to the terms
of that plan. DSUs include dividend equivalent rights that are converted to additional DSUs. The number of DSUs or shares of Common Stock awarded to a Director in any particular instance will be
calculated by dividing the applicable equity award amount to be granted on that date (expressed in dollars and determined as set forth below, the "Award Amount") by the fair market value of a share of
Common Stock as of that date, rounded up to the nearest whole share. Fair market value for these purposes shall be determined in accordance with the Plan. Each Award will be subject to terms and
conditions approved in advance by the Board. 

	1
	To the extent any expense reimbursements provided for in this Director Compensation Schedule are taxable
to a Director and provide for a deferral of compensation within the meaning of Section 409A of the Internal Revenue Code, the Director shall complete all steps required for reimbursement so as
to facilitate payment, and any such reimbursements shall be paid to the Director on or before December 31 of the calendar year following the calendar year in which the expense was incurred.
Such reimbursements shall not be subject to liquidation or exchange for other benefits, and the expenses eligible for reimbursement in one calendar year shall not affect the expenses eligible for
reimbursement in any other calendar year. The requirements of this footnote shall be effective on December 31, 2008.

	2
	With
respect to equity-based awards approved and granted under current and prior compensation plans by prior resolutions of the EIX Board, this
Director Compensation Schedule does not alter the intent of such resolutions to have the awards and subsequent transactions by the Directors occurring pursuant to the awards continue to comply with
and be exempt under Rule 16b-3 (or any successor provision thereto). 

2

 

Initial Election Award – Upon the initial election of a Director to the Board, the Director
will receive an award of DSUs with an aggregate Award Amount of $105,000, the date of grant of which shall be the date of such election. 

Annual Reelection Award – Each Director reelected to
the Board will receive Common Stock and/or DSUs with an aggregate Award Amount of $105,000, the date of grant of which shall be the date of such reelection. The portion of the award to be granted in
Common Stock and/or DSUs shall be specified in advance by the Director as provided in the next paragraph. 

Prior to the year the Annual Reelection Award is granted, the Director may elect to receive the award entirely in shares
of Common Stock, entirely in DSUs, or in any
combination of each, except that if a fractional share would result, the Common Stock portion will be rounded up to the next whole share and the DSU portion will be rounded down to the next whole DSU.
If no such election is timely made by the Director for a particular year, the Director's Annual Reelection Award (if any) for that year will be entirely Common Stock. 

EIX Affiliate Boards – SCE non-employee
Directors who do not serve on the EIX Board will receive Awards equal in amount to EIX non-employee Directors if the SCE Board authorizes such compensation. Differing amounts of SCE
Awards, and Awards for non-employee directors of other EIX affiliates, may only be made with additional approval of the EIX Board. 

Matching Gift Program  

Directors of EIX and SCE are eligible to participate in the EIX Director Matching Gifts Program. 

3

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Exhibit 10.1

EDISON INTERNATIONAL AND SOUTHERN CALIFORNIA EDISON COMPANY DIRECTOR COMPENSATION SCHEDULE As Adopted June 23, 2011

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