Document:

EX-10.1

 Exhibit 10.1 

RetailMeNot, Inc. 

2014 Bonus Plan 
 Overview

 RetailMeNot, Inc. and its affiliated companies (the “Company”) are committed to sharing their success with the people who
make it possible — the Company’s Team Members. The purpose of this 2014 Bonus Plan (this “Plan”) is to encourage the Company’s Team Members to contribute to the achievement of the Company’s goals and to
share in the rewards of the Company’s success. The term of this Plan is for the 2014 fiscal year. 
 Eligible Team Members 

To be eligible to participate in the Plan, a Team Member must be a regular full-time employee of the Company. Each Team Member’s aggregate annual target
bonus shall be communicated in the Team Member’s 2014 Bonus Plan Summary. 
 Weighting and Payment 

The bonus amounts earned will be paid within 2.5 months following the end of the year after completion of the audit of the 2014 financial statements. Weighting
percentages for each Team Member’s Individual Performance Rating and Net Revenues Targets are identified in the Team Member’s 2014 Bonus Plan Summary. 

Individual Performance Rating  
 A Team
Member’s Individual Performance Rating is based on their performance against individual goals, the competencies established for the Team Member’s role and the Company’s core values. A Team Member’s performance with respect to the
competencies and core values is evaluated once a year at year-end, and assigned a rating of 1-5 by the Team Member’s manager. Individual goals are reviewed twice annually as approved by the Team Member’s manager, with performance evaluated
at mid-year and year-end and assigned a rating of 1-5 by the Team Member’s manager. These goals may in some cases be metrics-based and therefore subject to a quantitative performance measurement. At year-end, a final performance rating of 1-5
is assigned to the Team Member based on these evaluations (the “Individual Performance Rating”). 
 Net Revenue Elements

 Consolidated Net Revenues mean the corresponding amount as reported in the Company’s Statements of Operations
for the full fiscal year 2014, excluding (1) the amount of Consolidated Mobile Net Revenues and (2) the impact of any acquisitions completed in fiscal year 2014. The target for this element is the corresponding amount per the
Company’s annual budget approved by the Board of Directors during the first fiscal quarter of 2014. 
 Country Net
Revenues mean the corresponding amount as derived from the Company’s Statements of Operations for the full fiscal year 2014 for only the primary country for which the Team Member’s duties are performed, excluding (1) the
amount of Country Mobile Net Revenues and (2) the impact of any acquisitions completed in fiscal year 2014. The target for this element is the corresponding amount derived from the annual budget approved by the Board of Directors during the
first quarter of 2014. NOTE: Certain Team Members with multi-country duties will have a Regional Net Revenues target, as defined below, in lieu of Country Net Revenues target. 

 

			
	2014 Bonus Plan	  	 Page
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 Regional Net Revenues mean the corresponding amount as derived from the
Company’s Statements of Operations for the full fiscal year 2014 for the countries for which the Team Member has operational responsibility, excluding (1) the amount of Regional Mobile Net Revenues and (2) the impact of any
acquisitions completed in fiscal year 2014. The target for this element is the corresponding amounts as derived from the annual budget approved by the Board of Directors during the first fiscal quarter of 2014. 

Consolidated Mobile Net Revenues mean the corresponding amount of net revenues attributable to tablet, mdot or mobile web, and
in-store sales, as derived from the Company’s Statements of Operations for the full fiscal year 2014, excluding the impact of any acquisitions completed in fiscal year 2014. The target for this element is the corresponding amount per the
Company’s annual budget approved by the Board of Directors during the first fiscal quarter of 2014. 
 Country Mobile Net
Revenues mean the corresponding amount of net revenues attributable to tablet, mdot or mobile web, and in-store sales, as derived from the Company’s Statements of Operations for the full fiscal year 2014 for only the primary country for
which the Team Member’s duties are performed, excluding the impact of any acquisitions completed in fiscal year 2014. The target for this element is the corresponding amount derived from the annual budget approved by the Board of Directors
during the first quarter of 2014. NOTE: Certain Team Members with multi-country duties will have a Regional Mobile Net Revenues target, as defined below, in lieu of Country Mobile Net Revenues target. 

Regional Mobile Net Revenues mean the corresponding amount of net revenues attributable to tablet, mdot or mobile web, and
in-store sales, as derived from the Company’s Statements of Operations for the full fiscal year 2014 for the countries for which the Team Member has operational responsibility, excluding the impact of any acquisitions completed in fiscal year
2014. The target for this element is the corresponding amounts as derived from the annual budget approved by the Board of Directors during the first fiscal quarter of 2014. 

Adjusted EBITDA means the corresponding amount as derived from the Company’s Statements of Operations for the full fiscal
year 2014, excluding the impact of any acquisitions completed in fiscal year 2014. The target for this element is the corresponding amount per the Company’s annual budget approved by the Board of Directors during the first fiscal quarter of
2014. 
 Net Revenues Bonus Weighting 
 All Team
Member Net Revenues bonuses will be separated into two calculations. The first calculation will incorporate the Country/Region Net Revenue and Consolidated Net Revenue elements, as applicable. This calculation is weighted 75%. The second calculation
will incorporate only the Country/Region Mobile Net Revenue and Consolidated Mobile Net Revenue elements, as applicable. This calculation is weighted 25%. In the event that you do not have a mobile component for Country/Region Net Revenues, this
calculation will be weighted 100%. 

  

			
	2014 Bonus Plan	  	Page 2 of 8

 Payout Formula 

The payout under this Plan will be determined as follows: 
 NOTE:
Discussion of Country/Regional and Consolidated Net Revenue Bonus elements below is intended to incorporate the calculations of (1) Country/Regional Net Revenue and Consolidated Net Revenue bonus elements and (2) Country/Regional Mobile
Net Revenue and Consolidated Mobile Net Revenue bonus elements. 
  

	 	A.	Adjusted EBITDA Performance Gate 

 If consolidated Adjusted EBITDA is less than 70% of
the consolidated Adjusted EBITDA target, the percentage payout for all bonus elements (Individual, Country/Regional and Consolidated) will be 0%. 
  

	 	B.	Base Bonus 

 Individual Performance Rating 

At the conclusion of the year-end review, the Individual Performance Rating will be used to determine a percentage payout for bonus purposes
according to the table below. Overachievement will be capped at 150%. The payout percentage will be multiplied by the weighting percentage for the Individual Performance Rating set forth in the Team Member’s 2014 Bonus Plan Summary to determine
the percentage of the Individual Performance Rating earned. 
 Performance Rating Payout Table 

 

					
	 Rating
	  	Rating Description	  	Payout %
	 1
	  	Unsatisfactory	  	0%
	 2
	  	Needs improvement	  	50% - 85%
	 3
	  	Successful	  	90% - 110%
	 4
	  	Over-achieved	  	115% - 135%
	 5
	  	Exceptional	  	140% - 150%

 Net Revenues Targets 

Country/Regional and Consolidated Net Revenues 
  

	 	1.	The actual amounts for each of the Country/Regional and Consolidated Net Revenues will be divided by the applicable target to determine a percentage achievement for each. These percentages achieved will be applied as
set forth below to determine the percentage payout. 

 If the percentage achieved falls between two table results, the
percentage payout will be extrapolated. For example, 98% achievement would result in 96% payout since each percentage point drop in achievement between 95% and 100% results in a two percentage point drop in percentage payout. 

  

			
	2014 Bonus Plan	  	Page 3 of 8

					
	 % Net Revenues Target Achieved
	  	Payout	 
	 0%
	  	 	0.0	% 
	 70%
	  	 	25.0	% 
	 75%
	  	 	40.0	% 
	 80%
	  	 	55.0	% 
	 85%
	  	 	67.5	% 
	 90%
	  	 	80.0	% 
	 95%
	  	 	90.0	% 
	 100%
	  	 	100.0	% 

  

	 	2.	The percentage payout of each applicable Country/Regional and Consolidated Net Revenues Element will be multiplied by the applicable Net Revenues weighting percentage as set forth in the Team Member’s 2014 Bonus
Plan Summary to determine the percentage of each Net Revenues Element earned. 

 Country/Regional and Mobile Consolidated
Net Revenues 
  

	 	1.	The actual amounts for each of the Country/Regional and Consolidated Mobile Net Revenues will be divided by the applicable target to determine a percentage achievement for each. These percentages achieved will be
applied as set forth below to determine the percentage payout. 

 If the percentage achieved falls between two table results,
the percentage payout will be extrapolated. For example, 98% achievement would result in 96% payout since each percentage point drop in achievement between 95% and 100% results in a two percentage point drop in percentage payout. 

 

					
	 % Mobile Net Revenues Target Achieved
	  	Payout	 
	 0%
	  	 	0.0	% 
	 70%
	  	 	25.0	% 
	 75%
	  	 	40.0	% 
	 80%
	  	 	55.0	% 
	 85%
	  	 	67.5	% 
	 90%
	  	 	80.0	% 
	 95%
	  	 	90.0	% 
	 100%
	  	 	100.0	% 

  

	 	2.	The percentage payout of each applicable Country/Regional and Consolidated Mobile Net Revenues Element will be multiplied by the applicable Net Revenues weighting percentage as set forth in the Team Member’s 2014
Bonus Plan Summary to determine the percentage of each Mobile Net Revenues Element earned. 

  

			
	2014 Bonus Plan	  	Page 4 of 8

	 	C.	Net Revenues Accelerator Bonus 

 The Net Revenues Accelerator Bonus can be earned at both
the Country/Regional and Consolidated level. In the event that both the Country/Regional and Consolidated Net Revenues exceed their respective targets, the calculation of the payout will be performed using the Country/Regional percentage payout
for the Country/Regional Net Revenue Element and the Consolidated percentage payout for the Consolidated Net Revenue Element.  
 To be
eligible for a Net Revenues Accelerator Bonus all of the following must be true: 
  

	 	1.	the actual Country/Regional or Consolidated Net Revenues must exceed the applicable target (i.e., one or the other or both could be earned or not earned); 

 

	 	2.	the consolidated Adjusted EBITDA must be greater than or equal to 90% of the target; and 

  

	 	3.	the Team Member’s Individual Performance Rating percentage payout must be at least 3. 

Country/Regional Net Revenues Accelerator Calculation: The Country/Regional Net Revenues Accelerator will be calculated on a
linear basis and applied to the country/regional portion of the base bonus up to 50% of the Team Member’s Country/Regional Net Revenues Bonus target (e.g., if Country/Regional Net Revenues vs. Target is equal to 105.7%, the additional bonus
would be equal to the Country/Regional Base Bonus times 5.7%. 
 Consolidated Net Revenues Accelerator Calculation: The
Consolidated Net Revenues Accelerator Bonus will be calculated as follows: 
  

	 	1.	Over-performance against the Consolidated Net Revenues target earns a Team Member Additional Bonus percentage points as set forth below. 

 

													
	 Consolidated Net Revenues vs. Target (1)
	  	Additional
Bonus (2)	 	 	Consolidated
Net
Revenues vs.
Target (1)	 	 	Additional
Bonus (2)	 
	 >=1%
	  	 	2.5	% 	 	 	>=19	% 	 	 	93.1	% 
	 >=2%
	  	 	5.0	% 	 	 	>=20	% 	 	 	100.0	% 
	 >=3%
	  	 	7.5	% 	 	 	>=21	% 	 	 	106.7	% 
	 >=4%
	  	 	10.0	% 	 	 	>=22	% 	 	 	113.3	% 
	 >=5%
	  	 	12.5	% 	 	 	>=23	% 	 	 	120.0	% 
	 >=6%
	  	 	15.0	% 	 	 	>=24	% 	 	 	126.7	% 
	 >=7%
	  	 	20.0	% 	 	 	>=25	% 	 	 	133.3	% 
	 >=8%
	  	 	25.0	% 	 	 	>=26	% 	 	 	140.0	% 
	 >=9%
	  	 	30.0	% 	 	 	>=27	% 	 	 	146.7	% 
	 >=10%
	  	 	35.0	% 	 	 	>=28	% 	 	 	153.3	% 
	 >=11%
	  	 	40.0	% 	 	 	>=29	% 	 	 	160.0	% 
	 >=12%
	  	 	45.0	% 	 	 	>=30	% 	 	 	166.7	% 
	 >=13%
	  	 	51.9	% 	 	 	>=31	% 	 	 	173.3	% 
	 >=14%
	  	 	58.8	% 	 	 	>=32	% 	 	 	180.0	% 
	 >=15%
	  	 	65.6	% 	 	 	>=33	% 	 	 	186.7	% 
	 >=16%
	  	 	72.5	% 	 	 	>=34	% 	 	 	193.3	% 
	 >=17%
	  	 	79.4	% 	 	 	>=35	% 	 	 	200.0	% 
	 >=18%
	  	 	86.3	% 	 				 			

  

	(1)	Percentage by which actual Consolidated Net Revenues exceeds Target Consolidated Net Revenues. 

	(2)	The additional bonus percentage will be multiplied by the actual Consolidated Net Revenues Element. For example, if actual Consolidated Net Revenues exceeds Target by 16%, the Consolidated Net Revenues Bonus would be
calculated by multiplying the Consolidated Net Revenues Element by 172.5% (i.e. 100% represents the Consolidated Net Revenues Base amount and 72.5% represents the Consolidated Net Revenues Accelerator amount). 

  

			
	2014 Bonus Plan	  	Page 5 of 8

	 	2.	The Accelerator portion of both the Consolidated and Country/Region is capped at the percentage set forth in the Team Member’s 2014 Bonus Plan Summary. 

 

	 	3.	The Accelerator described herein should be applied in a like manner to the Country/Region and Consolidated Mobile Net Revenues if they exceed their respective targets. 

  

			
	2014 Bonus Plan	  	Page 6 of 8

 General Provisions 
  

	 	1.	Bonuses are subject to all applicable taxes and other required deductions. 

  

	 	2.	If the Individual Performance Rating is less than 2.0 for a Team Member, no Net Revenues Element will be earned for that Team Member. 

 

	 	3.	The Plan does not constitute a guarantee of employment nor does it restrict the Company’ rights to terminate employment at any time or for any lawful reason. 

 

	 	4.	The Plan does not create vested rights of any nature nor does it constitute a contract of employment or a contract of any other kind. The Plan does not create any customary concession or privilege to which there is any
entitlement from year-to-year, except to the extent required under applicable law. Nothing in the Plan entitles a Team Member to any remuneration or benefits not set forth in the Plan nor does it restrict the Company’ rights to increase or
decrease the compensation of any Team Member, except as otherwise required under applicable law. 

  

	 	5.	Team Members who begin employment with the Company after the first day of the fiscal year for which a bonus is paid shall be eligible to receive a pro-rated bonus for such year. Team Members are not eligible to
participate for the year of hire if employment begins after September 30. 

  

	 	6.	Team Members who resign or are terminated prior to the actual payment of a bonus shall not receive a bonus. 

  

	 	7.	This Plan constitutes the entire arrangement regarding the Plan, supersedes any prior oral or written description of the Plan and may not be modified except by a written document that specifically references this Plan
and is signed by the Company’s Chief Executive Officer. 

  

	 	8.	The Plan is provided at the Company’ sole discretion and the Company may modify or eliminate it at any time, individually or in the aggregate, prospectively or retroactively, without notice or obligation during the
plan year. In addition, there is no obligation to extend or establish a similar plan in subsequent years. 

  

	 	9.	The Plan shall not become a part of any employment condition, regular salary, remuneration package, contract or agreement, but shall remain gratuitous in all respects. Bonuses are not to be taken into account for
determining severance pay, termination pay, “extra months” bonuses or payments, or any other form of pay or compensation. 

  

	 	10.	Team Members who are separated from employment with the Company due to divestiture, closure, or dissolution of a business are not eligible to receive a bonus. 

 

	 	11.	Independent contractors, consultants, individuals who have entered into an independent contractor or consultant agreement, temporary employees, contract employees and interns are not eligible to participate in the Plan.

  

	 	12.	The Plan will not be available to Team Members subject to the laws of any jurisdiction which prohibits any provisions of this Plan or in which tax or other business considerations make participation impracticable in the
judgment of the Compensation Committee. 

  

			
	2014 Bonus Plan	  	Page 7 of 8

	 	13.	At a minimum, the Company will fund 75% of the aggregate payout calculated under this Plan, which shall be allocated among all Team Members employed as of the date the bonus is paid based on the payout calculated for
such Team Member in accordance with this Plan. 

  

			
	2014 Bonus Plan	  	Page 8 of 8EX-10.1

 Exhibit 10.1 
  

 

 IMPORTANT NOTICE 
 This
document is intended to help you understand the main features of the 2014 Long-Term Incentive Program (the Program) under the Prudential Financial, Inc. Omnibus Incentive Plan (the Plan). You should refer to this document only
for grants made in 2014, because terms may change from year to year. 
 This document is not a substitute for the official Plan documents, which govern the
operation of the Plan. All terms and conditions of the Program and the Plan, including your eligibility and any benefits, will be determined pursuant to, and are governed by, the provisions of the Plan documents. If there is any discrepancy between
the information in this document or in any other materials relating to the Plan and the actual Plan documents, or if there is a conflict between information discussed by anyone acting on behalf of Prudential and the actual Plan documents, the Plan
documents, as interpreted by the Compensation Committee as the Plan administrator in its sole discretion, will always govern. 
 Prudential may, in its sole
discretion, modify, amend, suspend, or terminate the Program or the Plan, or any and all of the policies, programs and plans described in this document in whole or in part, at any time, without notice to or the consent of any Participant to the
extent permissible under Applicable Laws. 
 Nothing contained in this document, or in any other materials related to the Program or the Plan, is intended to
constitute or create a contract of employment nor shall it constitute or create the right to remain associated with or in the employ of Prudential for any particular period of time. For US Participants only, employment with Prudential is
employment-at-will; this means that either you or Prudential may terminate the employment relationship or association at any time, with or without cause or notice. 

  

							
	2014 Long-Term Incentive Program
	Terms and Conditions
	  
 Contents

			
		  	 Part A:  General terms and conditions
	  	1
		  	 1.
	  	Purpose	  	1
		  	 2.
	  	Eligibility and grants	  	1
		  	 3.
	  	Acceptance of an Award	  	1
		  	 4.
	  	Taxes	  	1
		  	 5.
	  	Value of Awards	  	2
		  	 6.
	  	Covenant not to solicit; other terms and restrictions	  	2
		  	 7.
	  	Compliance with Applicable Laws	  	4
		  	 8.
	  	Investment representation	  	4
		  	 9.
	  	Governing law	  	4
		  	 10.
	  	Electronic delivery and acceptance	  	4
		  	 11.
	  	No rights as a shareholder	  	5
		  	 12.
	  	Section 409A	  	5
		  	 13.
	  	Other terms	  	5
			
		  	 Part B:  Terms and conditions applicable to Restricted Stock Units under the Long- Term Incentive
Program
	  	6
		  	 1.
	  	Restricted Period	  	6
		  	 2.
	  	Settlement of Restricted Stock Units	  	6
		  	 3.
	  	Vesting or forfeiture of Restricted Stock Units following termination of Employment in specific circumstances	  	6
		  	 4.
	  	Section 409A	  	6
		  	 5.
	  	Dividend Equivalents	  	6
			
		  	 Part C:  Terms and conditions applicable to Options under the Long-Term Incentive  Program
	  	8
		  	 1.
	  	Vesting and exercise	  	8
		  	 2.
	  	Exercise of Options	  	8
		  	 3.
	  	Option term	  	8
		  	 4.
	  	Exercise or forfeiture of Options following termination of Employment in specific circumstances	  	8

 

 

 

  

							
			
		  	 Part D:  Terms and conditions applicable to Performance Shares and Performance  Units under the Long-Term
Performance Program, a sub-program of the  Long-Term Incentive Program
	  	10
		  	 1.
	  	Performance Cycle	  	10
		  	 2.
	  	Settlement of Performance Shares and Performance Units	  	10
		  	 3.
	  	Earnout: Performance Goals	  	10
		  	 4.
	  	Vesting or forfeiture of Performance Shares and Performance Units following termination of Employment in specific circumstances	  	11
		  	 5.
	  	Section 409A	  	11
		  	 6.
	  	Dividend Equivalents	  	11
			
		  	 Part E:  Terms and conditions applicable to Book Value Units under the Book Value Performance Program, a sub-program
of the Long-Term Incentive Program
	  	13
		  	 1.
	  	Book Value Units	  	13
		  	 2.
	  	Vesting Period	  	13
		  	 3.
	  	Settlement of Book Value Units	  	13
		  	 4.
	  	Vesting or forfeiture of Book Value Units following termination of Employment in specific circumstances	  	13
		  	 5.
	  	Forfeiture	  	13
		  	 6.
	  	Section 409A	  	13
		  	 7.
	  	No Dividend Equivalents	  	13
	
	   Schedules

		  	 1.
	  	Definitions	  	15
		  	 2.
	  	Country specific variations	  	18
		  	 3.
	  	Form for declining an Award	  	20

 

 

 

 

 Prudential Financial, Inc. 2014 Long-Term Incentive Program 

This document contains the principal terms and conditions applicable to Awards granted to employees under the Prudential Financial, Inc. Omnibus Incentive
Plan (the Plan) for 2014. Specific provisions applicable to any employees selected to participate in any particular country are set out in Schedule 2. 
 PART A: General terms and conditions 
  

	1.	Purpose 

 Prudential’s 2014 Long-Term Incentive Program (the Program) is made available to
employees subject to the terms of the Plan and is designed to strengthen the links between leadership, motivation and consistent performance. Employees selected to participate in the Program may be granted Awards of Performance Units valued by
reference to the book value of the Common Stock (the Book Value Units), Awards of Restricted Stock Units, Options, Performance Shares, Performance Units, or a combination thereof, and will be advised of the Awards made to them in their own
personalized compensation statement or a communication from their manager. 
 The grant of Awards under the Program is subject to the terms and conditions
contained in the Plan document. This document describes the principal terms and conditions of Awards granted to employees under the Plan (the Terms). Schedule 1 to these Terms contains the definitions used in these Terms. If there is any
discrepancy between these Terms and the Plan document, or if there is a discrepancy between any information given by anyone acting on behalf of any member of the Company Group and the Plan document, the Plan document, as interpreted by the
Compensation Committee, will always govern. 
  

	2.	Eligibility and grants 

 Grants of Awards under the Plan are entirely at the sole discretion of
Prudential. 

 A grant of an Award under the Plan on one occasion does not give an employee the right to any further grant at
any time in the future. 
  

	3.	Acceptance of an Award 

 An employee granted an Award may accept the Award in any manner specified by the
Compensation Committee (or the Company Group) and may be deemed to have accepted an Award if the employee has not declined the grant of that Award (in whole or in part) within any period of time specified by the Compensation Committee (or the
Company Group) and notified to the employee. 
 By accepting an Award, a Participant will be responsible for complying with any Applicable Laws relating to:

  

	(i)	the transfer of funds on the exercise of an Option (if the Cash Exercise method is used); 

  

	(ii)	the acquisition, holding and sale of shares of Common Stock acquired under the Plan; and 

  

	(iii)	the opening and maintaining of a U.S. brokerage account. 

 The Applicable Laws may change and Participants
should seek their own professional legal, financial and taxation advice in relation to their participation in the Plan. 
  

	4.	Taxes 

 Prudential or any member of the Company Group, as appropriate, has the right to deduct, report
and account for any taxes or other obligations required to be withheld by law in connection with an Award. Prudential (or, as appropriate, any other member of the Company Group) may require a Participant to pay to Prudential (or, if appropriate, any
other member of the Company Group) the amount necessary to satisfy any such taxes or other obligations and may defer delivery of shares of Common Stock under the Plan to a Participant until such withholding is satisfied. On the exercise or the
Vesting of an Award (as appropriate), Prudential, or, if appropriate, any other member of the Company Group, will have the right to withhold, either through payroll, through the withholding of sufficient shares of Common Stock or otherwise, in order
to satisfy any applicable withholding requirements on the exercise or the Vesting of an Award (as appropriate). Participants will be responsible for ensuring that their own tax affairs in connection with the Plan are in order.

 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	1

	5.	Value of Awards 

 Prudential makes no representation as to the future value of any Award under the Plan
or whether any profit will be realized with respect to any Award. Past performance is not a reliable guide to future performance. Investments may fall as well as rise in value. By accepting the grant of an Award, a Participant agrees that Prudential
and the other members of the Company Group are not responsible for foreign exchange fluctuations between the Participant’s local currency and the U.S. dollar and are not liable for any decrease in the value of shares of Common Stock. Changes in
exchange rates may have an adverse effect on the value, price or income of the securities. 
  

	6.	Covenant not to solicit; other terms and restrictions 

  

	(a)	Restrictions during Employment: By accepting the grant of an Award, a Participant agrees that during Employment, the Participant will not, other than on behalf of the Company Group or as may otherwise be required
in connection with the performance of the Participant’s duties on behalf of the Company Group, solicit or induce, either directly or indirectly, or take any action to assist any entity, either directly or indirectly, in soliciting or inducing
any employee of the Company Group (other than the Participant’s administrative assistant) to leave Employment (Induce Departures). 

  

	(b)	Post-Employment restrictive covenants, acknowledgements and representations: By accepting the grant of an Award, a Participant agrees that following the termination of the Participant’s Employment:

  

	 	(i)	Until the original latest Vesting date of the Award or, if ending later, for a period of one year after the termination of the Participant’s Employment for any reason, the Participant will not Induce Departures or
hire or employ, or assist in the hire or employment of, either directly or indirectly, any employee of the Company Group (other than the Participant’s

	 	 
administrative assistant) or any former employee of the Company Group within 60 days of that former employee’s cessation of Employment with the Company Group; 

 

	 	(ii)	If the Participant voluntarily resigns in circumstances qualifying for Approved Retirement, the Participant will not compete with the Company Group in any business in which the Company Group is engaged on the last date
of the Participant’s Employment that operates in any geographic area in which the Company Group operates as of the Participant’s last date of Employment, for a period of one year following the Participant’s termination of Employment
or until the original latest Vesting date of the Award, whichever is the shorter period; and 

  

	 	(iii)	The Participant could earn a living while fully complying with all of the provisions, restrictions and covenants contained in these Terms. The Participant acknowledges that Prudential provides a wide range of insurance,
investment management and other financial products and services to customers throughout the world and that the restrictions contained in these Terms are reasonable and necessary to protect Prudential’s legitimate interests in its confidential
information, trade secrets, customer relationships, and investment in the training and development of its employees. 

  

	(c)	Restrictions separable and divisible: By accepting the grant of an Award, a Participant acknowledges and accepts the restrictions imposed by subsections 6(a) and (b) of Part A of these Terms and that
each restriction will be construed as separate and divisible from every other restriction. If any provision contained in the Plan or these Terms is for any reason held invalid, illegal or unenforceable in any respect, that invalidity, illegality or
unenforceability will not affect any other provision of the Plan or these Terms, and the Plan or these Terms will be construed as if the invalid, illegal or unenforceable provision had not been included

 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	2

	 	 
in the Terms. It is the intention of the parties that if any of the restrictions or covenants contained in these Terms is held to cover a geographic area or to be for a length of time which is
not permitted by Applicable Laws, or in any way construed to be too broad or to any extent invalid, that provision will not be null, void and of no effect, but to the extent the provision would be valid or enforceable under Applicable Laws, a court
of competent jurisdiction will construe and interpret or reform the Terms to provide for a covenant having the maximum enforceable geographic area, time period and other provisions (not greater than those contained in these Terms) as will be valid
and enforceable under the Applicable Laws. Prudential may waive any restriction or any breach in circumstances that it determines do not adversely affect its interests, but only in writing signed by its Senior Vice President, Human Resources (or the
successor to his or her human resource responsibilities), or his or her delegate. No waiver of a breach of a restriction will be deemed a waiver of any other breach. 

 

	(d)	Remedies: By accepting the grant of an Award, a Participant agrees that the restrictions in subsections 6(a) and (b) of Part A of these Terms are fair, reasonable and necessary, and are reasonably
required for the protection of Prudential and any other member of the Company Group. The Participant agrees and acknowledges that the amount of damages that would derive from the breach of any restriction is not readily ascertainable and that the
restrictions are a significant portion of the consideration that the Participant conveys to Prudential in consideration of the grant of an Award. Accordingly, if a Participant fails to execute and submit or revokes a Release or breaches any of the
restrictive covenants set out in subsections 6(a) and (b) of Part A of these Terms, all of the Participant’s outstanding Awards will be cancelled immediately on the date of that failure, as determined in the sole

	 	 
discretion of the Compensation Committee or its delegate. If a Participant breaches any of the restrictive covenants set out in subsections 6(a) and (b) of Part A of these Terms, then, in
addition to any equitable relief available to Prudential as outlined below, the Participant will transfer to Prudential Common Stock (rounded to the nearest whole share) equal in value (using the current Market Value of Common Stock on the date the
letter of notification of the breach is dated) to the profit realized by the Participant under the Plan occurring (I) in the case of any breach while the Participant is an employee of the Company Group, within twelve (12) months before the
date of the breach or at any time after the date of such breach; or (II) in the case of a breach after the termination of the Participant’s Employment, within six (6) months before the date on which the Participant’s Employment
terminated or at any time after the date of such termination of Employment. For the avoidance of doubt, the term “profit” referred to in the preceding sentence will be equal to (I) in the case of any Options, the sums (determined
separately for each exercise of any portion of the Options within the applicable period established pursuant to such sentence) of (i) (A) the Market Value of a share of Common Stock on the date of exercise, in the case of a Cash Exercise,
or the price at which shares of Common Stock are sold, in the case of a Same Day Sale, or a combination of such Market Value and sales price, in the case of a Sell to Cover (as each such term is defined in Part C below), minus (B) the
Grant Price of the Option, times (ii) the number of shares of Common Stock acquired on exercise of the Option(s); (II) in the case of any Restricted Stock Unit or Performance Share Award, the sums (determined separately for each grant payable
within the applicable period established pursuant to such sentence) of (i) the Market Value of a share of Common Stock on the date of payment times (ii) the number of shares of Common Stock acquired or acquirable;

 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	3

	 	 
and (III) in the case of any other Award payable in cash, the amount of cash paid in respect of such Award. The Participant will pay any such amount (in the form of Common Stock or cash, as
applicable) to Prudential within five (5) business days of the date Prudential notifies the Participant that a breach of the provisions of this Section 6 has occurred. If payment is not made within that period, any subsequent payment will
be made with interest at a rate equal to the prime rate as reported in The Wall Street Journal (Eastern Edition) on the date on which notice of the breach is sent to the Participant by Prudential, plus two (2) percent. Interest payments
will be made in cash. A Participant also acknowledges that the damages to Prudential for any breach of subsections 6(a) or (b) of Part A of these Terms would be irreparable. Therefore, in addition to monetary damages and/or reasonable
attorney’s fees, Prudential will have the right to seek injunctive and/or other equitable relief in any court of competent jurisdiction to enforce the restriction. Further, a Participant consents to the issue of a temporary restraining order to
maintain the status quo pending the outcome of any proceeding. 

  

	7.	Compliance with Applicable Laws 

 Awards granted under the Plan and Prudential’s obligation to
deliver shares of Common Stock or make payment of cash, as applicable, under these Terms will be subject in all respects to (a) all Applicable Laws, and (b) any registration, qualification, approvals or other requirements imposed by any
government or regulatory agency or body which the Compensation Committee determines to be necessary or applicable. Shares of Common Stock or cash, as applicable, may not be delivered or paid to a Participant if their receipt would be contrary to any
Applicable Laws or the rules of any applicable stock exchange. 
  

	8.	Investment representation 

 If at the time of delivery of any shares of Common Stock under the Plan, the
Common Stock is not registered under the United States Securities Act of 1933, as amended (the Securities Act), or there is no

 
current prospectus in effect under the Securities Act with respect to the Common Stock, a Participant will, if requested by the Compensation Committee, execute, before the delivery of any shares
of Common Stock, an agreement (in the form the Compensation Committee specifies) in which the Participant represents and warrants that the Participant is acquiring the shares for the Participant’s own account, for investment only and not with a
view to the resale or distribution of the shares, and agrees that any subsequent offer for sale or distribution of any kind of such shares will be made only pursuant to either (a) a registration statement on an appropriate form under the
Securities Act, which registration statement has become effective and is current with regard to the shares being offered or sold; or (b) a specific exemption from the registration requirements of the Securities Act, but in claiming that
exemption, the Participant will, before any offer for sale of the shares, obtain a prior favorable written opinion, in form and substance satisfactory to the Compensation Committee, from counsel for or approved by the Compensation Committee, as to
the applicability of the exemption. 
  

	9.	Governing law 

 A Participant acknowledges that Prudential is organized under the laws of the State of
New Jersey and maintains its headquarters in Newark, New Jersey. The Participant further acknowledges that Prudential has an interest in ensuring the uniform interpretation and application of these Terms to all Participants. Accordingly, Prudential
and the Participant agree that the Plan and these Terms will be governed by the laws of the State of New Jersey, without giving effect to its conflict of law provisions. 
  

	10.	Electronic delivery and acceptance 

 By accepting an Award under the Plan, a Participant agrees, to the
fullest extent permitted by Applicable Laws, in lieu of receiving documents in paper format to accept electronic delivery of any documents that any member of the Company Group may be required to deliver in connection with the Plan. Electronic
delivery of a document may be via e-mail or by reference to a location on a member of the Company Group’s intranet site or a designated third-party vendor’s internet site.

 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	4

	11.	No rights as a shareholder 

 A Participant does not have any rights as a shareholder in Prudential by
virtue of the grant of an Award under the Plan, but only with respect to shares of Common Stock, if any, delivered to the Participant in accordance with the Plan and these Terms. 

 

	12.	Section 409A 

 Notwithstanding any provision of the Plan to the contrary, no acceleration of the
time or schedule of any delivery of shares or other payment related to an Award will be permitted to the extent necessary to comply with Section 409A. The Compensation Committee may amend, modify, adjust or supplement any provision of the Plan
without a Participant’s consent if the Compensation Committee determines that the amendment, modification, adjustment or supplementation is required or advisable for an Award or Prudential to comply with, or not violate, any Applicable Laws,
regulation or rule, including, without limitation, Section 409A. 
  

	13.	Other terms 

 Participation in the Plan does not entitle an employee of the Company Group to any benefit
other than that granted under the Plan. Any benefits granted under the Plan will not be deemed to be compensation under any pension plan or other retirement plan, welfare plan or any compensation plan or program maintained by any member of the
Company Group, and will not be considered as part of compensation for the purposes of calculating pension, profit-sharing, bonuses, service awards, or in the event of severance, redundancy or resignation.

 Prudential may modify, amend, suspend or terminate the Plan or any and all of the policies, programs and terms
of the Plan in whole or in part, at any time, without notice to or with the consent of Participants. 
 If shares of Common Stock are, or are to be,
delivered in a manner not specifically authorized by the Plan (i.e., in “Error”), Prudential will be entitled to correct the Error, including reversing the transaction and recouping any Common Stock or gain that might be delivered as a
result of the Error. 
 The English language version of any documents provided in connection with the Plan will prevail in the case of any ambiguities or
divergences as a result of the translation of the document into any other language. 
 Participation in the Plan is not intended to constitute or create a
contract of employment nor does it constitute or create the right to remain associated with or in the employ of any member of the Company Group for any particular period of time. Participation in the Plan does not affect in any way a member of the
Company Group’s right to terminate an employee’s Employment at any time, with or without cause, and does not form part of an employee’s employment contract, if any. 

As a term of participation in the Plan, each Participant will indemnify the Company Group for any loss (including but not limited to any costs, damages,
expenses, claims, penalties or demands) suffered by any member of the Company Group, and no member of the Company Group will be liable to such Participant (or any beneficiaries thereto) for any such loss suffered by the Participant (or any
beneficiaries), as a result of any action taken by the Participant or any failure by the Participant to take any action. 

 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	5

 PART B: Terms and conditions applicable to Restricted Stock Units under the Long-Term Incentive
Program 
  

	1.	Restricted Period 

 The restricted period (the Restricted Period) with respect to the Restricted
Stock Units will begin on the Grant Date and will end on the RSU Payment Date. 
  

	2.	Settlement of Restricted Stock Units 

 Subject to the terms and conditions of the Plan, a Participant in
active Employment on the RSU Payment Date will receive as soon as administratively practicable after the RSU Payment Date (but not later than the end of the calendar year in which the RSU Payment Date occurs) the number of shares of Common Stock
equal to the number of Restricted Stock Units vested in accordance with these Terms, less any taxes or other deductions required by Applicable Laws. 
  

	3.	Vesting or forfeiture of Restricted Stock Units following termination of Employment in specific circumstances 

A Participant’s outstanding Restricted Stock Units will automatically be forfeited and cancelled on the termination of the Participant’s Employment
and no shares of Common Stock may thereafter be issued with respect to the Restricted Stock Units, except in the specific circumstances set out in the table on page 7. 
  

	4.	Section 409A 

 Notwithstanding any other provisions of the Plan to the contrary, to the extent
necessary to comply with the requirements of Section 409A with respect

 
to any individual who is a “specified employee” within the meaning of Section 409A, on termination of the Participant’s Employment with any member of the Company Group,
delivery of shares of Common Stock may not be made before the date that is six (6) months after the date of such termination of Employment (or, if earlier, the date of the Participant’s death). In addition, to the extent necessary to
comply with the requirements of Section 409A, if an award of Restricted Stock Units is treated as deferred compensation subject to Section 409A, no distribution will be made (although vesting will accelerate to the extent otherwise
provided above) in respect of such award upon the occurrence of a Change of Control unless such event qualifies as a change in the ownership of a corporation, change in the effective control of a corporation or a change in the ownership of a
substantial portion of the assets of a corporation within the meaning of Section 409A. 
  

	5.	Dividend Equivalents 

 A Participant granted Restricted Stock Units will be eligible to receive Dividend
Equivalents on the Restricted Stock Units based on any regular cash dividends declared on Common Stock from the Grant Date until the RSU Payment Date (or until the date of forfeiture, if sooner). Any Dividend Equivalents will be paid in cash as soon
as administratively practicable (but not more than 74 days) after the related cash dividends are paid to Common Stock holders, unless determined otherwise by the Compensation Committee. Any Dividend Equivalents payable under the Plan will be treated
as separate payments from the underlying Restricted Stock Units for purposes of Section 409A. There will be no reinvestment option or earned interest credits on any Dividend Equivalent.

 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	6

			
	  

Restricted Stock Units

 

	  
 Type of Termination    

of Employment    

 
	  	Vesting Status
	  
 Voluntary Resignation

 
	  	  

All outstanding Restricted Stock Units are immediately forfeited.
  

	  
 Approved
Retirement
	  	  
 If the Participant
retires in 2014 with less than 3 months of active service in such year, all Restricted Stock Units will immediately be forfeited.

	 	  	  
 If the Participant
retires in 2014 in circumstances qualifying for Approved Retirement and executes and submits a Release by the date specified by Prudential (and does not later revoke the Release), the Participant will receive a pro-rated(1) number of shares of Common Stock as soon as administratively practicable following the RSU Payment Date (but in all events not later than the end of the calendar year in which the RSU Payment Date
occurs). The remainder of the Restricted Stock Units will be forfeited. If the Participant does not execute a Release, all Restricted Stock Units will be forfeited on the last date of Employment.

 

	 	  	If the Participant retires after 2014 in circumstances qualifying for Approved Retirement and executes and submits a Release by the date specified by Prudential (and does not
later revoke the Release), the Participant will receive shares of Common Stock equal to the number of outstanding Restricted Stock Units as soon as administratively practicable after the RSU Payment Date (but in all events not later than the end of
the calendar year in which the RSU Payment Date occurs). If the Participant does not execute a Release, all Restricted Stock Units will be forfeited on the last date of Employment.
	 	  	  
 This does not apply to
Participants in the European Union who should refer to Schedule 2 for more information.
  

	  

Termination for Cause
  
	  	  

All outstanding Restricted Stock Units are immediately forfeited.
  

	 	  	 The Compensation Committee may require the Participant to repay any payment, profit, gain or
other benefit (including, but not limited to, any dividends or Dividend Equivalents) in respect of the Restricted Stock Units or any prior restricted stock units or Awards received within a period of twelve (12) months before the Participant’s
termination of Employment for Cause. If a Participant’s Employment is terminated by any member of the Company Group for Cause, the provisions in these Terms relating to termination for Cause will apply notwithstanding any assertion (by the
Participant or otherwise) that the Participant’s Employment was terminated for any other reason.
  

	  
 Death (while an active
employee)    
  
	  	  

All outstanding Restricted Stock Units become fully vested and the Participant’s estate will receive shares of Common Stock as soon as administratively practicable
(but not later than 74 days) thereafter.
  

	  
 Disability

 
	  	  

All outstanding Restricted Stock Units become fully vested and the Participant will receive shares of Common Stock as soon as administratively practicable (but not later
than 74 days) thereafter.
  

	  

Involuntary Termination for
any other reason
  
	  	  

If a Participant executes and submits a Release by the date specified by Prudential (and does not later revoke the Release), a pro-rated(2) number of Restricted Stock Units will vest and the Participant will receive shares of Common Stock as soon as administratively practicable (but not later than 74 days) thereafter. The remainder of
the Restricted Stock Units will be forfeited. If the Participant does not execute a Release, all Restricted Stock Units will be forfeited on the last date of Employment.

 

	  
 Change of Control

 
	  	  

All Restricted Stock Units will become vested and the Participant will normally receive shares of Common Stock; unless the entity that acquires control honors, assumes,
or substitutes new rights for the Restricted Stock Units with substantially equivalent or better rights, terms, conditions and values as determined by the Compensation Committee. Alternatively, the Compensation Committee may, at its sole discretion,
provide for payment in cash based on the Change of Control price.
  

  

	(1)	Pro-ration is based on the number of months of active service during that year divided by 12. 

	  	The remaining balance will be forfeited as of the date of retirement. 

	(2)	Pro-ration is based on the number of months of active service since the Grant Date divided by 36. 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	7

 PART C: Terms and conditions applicable to Options under the Long-Term Incentive Program

  

	1.	Vesting and exercise 

 An Option will normally vest and become exercisable in three equal annual
installments on each anniversary of the Grant Date provided the Participant holding that Option remains in Employment throughout that period. 
  

	2.	Exercise of Options 

 An Option may be exercised by the Participant: 

 

	(i)	paying in cash the Grant Price and any applicable taxes and fees (Cash Exercise); or 

  

	(ii)	directing the immediate sale of all the shares of Common Stock acquired on exercise and receiving the cash proceeds, after deduction of the Grant Price and applicable taxes and fees (Same Day Sale); or

  

	(iii)	directing the immediate sale of sufficient shares of Common Stock acquired on exercise necessary to pay the Grant Price and any applicable taxes and fees and receive the remaining shares of Common Stock (Sell to
Cover). 

 One or more of the exercise methods may not be available (or may be unavailable during a specified period) if
Prudential determines that its availability will or could violate the terms of any Applicable Laws. An Option cannot be exercised when the Market Value of a share of Common Stock does not exceed the Grant Price. Please refer to Schedule 2 for
country specific restrictions regarding the exercise of Options. 
  

	3.	Option term 

 Once an Option vests, it may be exercised until its Expiration Date unless the
Participant’s employment ends before the Expiration Date or a Change of Control occurs. 
  

	4.	Exercise or forfeiture of Options following termination of Employment in specific circumstances 

 A
Participant’s Options, whether vested or unvested, will automatically be forfeited and cancelled on the termination of the Participant’s Employment, and no shares of Common Stock may thereafter be purchased under the Options, except in the
specified circumstances set out in the table below: 

 

  

					
	  

Stock Options

 

	  
 Type of Termination    
 of
Employment    
  
	  	  

Vesting Status on Last Date of Employment    

 
	  	  

Exercise Period (1)

 

	  
 Voluntary Resignation
	  	  

Unvested Options will immediately be forfeited as of the last date of Employment. Vested but unexercised Options may be exercised after the last date of Employment,
conditional on the Participant executing and submitting a Release by the date specified by Prudential (and not later revoking the Release). If the Participant does not execute a Release, all Options will be forfeited as of the last date of the
Participant’s Employment.
  
	  	  

Vested Options may be exercised until the earlier of 90 days after the last date of Employment or the Expiration Date, conditional on the Participant executing and
submitting a Release by the date specified by Prudential (and not later revoking the Release).

  

	(1)	The period stated may not extend beyond the Expiration Date other than in the case of death as applicable. Options can be exercised on the forfeiture date or the Expiration Date, as applicable, but only during hours
that the New York Stock Exchange (NYSE) is open for trading. If an Option terminates or expires on a day that the NYSE is closed, it can be exercised only during the market hours on or before the last day of NYSE trading before the Option’s
forfeiture date or Expiration Date, as applicable. It is the responsibility of the Participant to exercise his of her outstanding and vested Options on or prior to the Option’s forfeiture date or Expiration Date, as applicable.

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	8

					
	  

Approved Retirement
	 	  
 If a
Participant retires in circumstances qualifying for Approved Retirement with less than three months of active service in 2014, all Options will immediately be forfeited. Otherwise, the Participant’s Options will continue to vest according to
the original vesting schedule, conditioned on the Participant executing and submitting a Release by the date specified by Prudential (and not later revoking the Release). If a Participant does not execute a Release, all Options will be forfeited on
the last date of the Participant’s Employment.
  
 This does not apply to Participants in the
European Union who should refer to Schedule 2 for more information.
  
	  	  

Vested Options may be exercised until the earlier of: (i) the Expiration Date; or (ii) the date 5 years after the last date of the Participant’s Employment,
conditional on the Participant executing and submitting a Release by the date specified by Prudential (and not later revoking the Release).

	  

Termination for Cause
	 	  

All Options, whether vested or unvested, will immediately be forfeited on the last date of the Participant’s Employment.

 
 The Compensation Committee may require the Participant to repay any payment, profit, gain or other
benefit (including, but not limited to any dividends or Dividend Equivalents) received in respect of the exercise of any Options for a period of up to twelve (12) months before the Participant’s termination of Employment for Cause. If a
Participant’s Employment is terminated by any member of the Company Group for Cause, the provisions contained in these Terms relating to termination for Cause will apply notwithstanding any assertion (by the Participant or otherwise) that the
Participant’s Employment terminated for any other reason.
  
	  	  

A Participant may not exercise any Options after the last date of Employment, even if the Options were vested. All outstanding Options are forfeited.

	  

Death (while an
 active employee)
	 	  

Options become fully vested and immediately exercisable.
	  	  

The Participant’s estate may exercise the Options until the third anniversary of the date of death (or any earlier date the Compensation Committee determines) or, if
the Expiration Date is earlier than that, the later of:
  
 Ÿ the Expiration Date, or
  
 Ÿ the first anniversary of the date of death.
  

	  
 Disability
	 	  
 Options become fully vested and immediately
exercisable.
	  	  
 Options may be
exercised until the earlier of the Expiration Date or 3 years (or any shorter period the Compensation Committee determines) after the Participant’s last date of Employment.

 

	  

Involuntary Termination
 for any other reason
	 	  

Options that are vested and unexercised at the date of termination of the Participant’s Employment will remain exercisable if the Participant executes and submits a
Release by the date specified by Prudential (and does not later revoke the Release). Unvested Options are immediately forfeited. If a Release is not executed, all Options will be forfeited as of the last date of the Participant’s
Employment.
  
	  	  

Vested Options may be exercised until the earlier of the Expiration Date or 90 days after the Participant’s last date of Employment, conditional on the Participant
executing and submitting a Release by the date specified by Prudential (and not later revoking the Release).

	  

Change of Control
	 	  
 Options
will become fully vested and immediately exercisable on the date of the Change of Control; unless the entity that acquires control honors, assumes, or substitutes new rights for the Options with substantially equivalent or better rights, terms,
conditions and value. Alternatively, the Compensation Committee may, at its sole discretion, provide for payment in cash based on the Change of Control price.
  
	  	  

If the entity that acquires control honors, assumes, or substitutes new rights for the Options, the Options (or any substituted alternative award) may be exercised on
terms at least as favorable as the Options. If the entity that acquires control does not honor, assume, or substitute new rights for the Options, the Compensation Committee may cancel the Options in exchange for payment in cash.

 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	9

 PART D: Terms and conditions applicable to Performance Shares and Performance Units under the
Long-Term Performance Program, a sub-program of the Long-Term Incentive Program 
  

	1.	Performance Cycle 

 The Performance Cycle (the Performance Cycle) with respect to Performance
Shares and Performance Units will begin on January 1, 2014 and will end on December 31, 2016. 
  

	2.	Settlement of Performance Shares and Performance Units 

 Subject to the terms and conditions of the Plan
and following approval by the Compensation Committee, any (i) shares of Common Stock to which a Participant is entitled in respect of Performance Shares; and (ii) amount of cash to which a Participant is entitled in respect of Performance
Units will be delivered or paid to such Participant as soon as administratively practicable (but not later than 74 days) after the PS/PU Payment Date, less any taxes or other deductions required by Applicable Laws. 

 

	3.	Earnout: Performance Goals 

 A Participant’s Performance Shares and Performance Units are
conditioned on achievement of ROE Goals specified by the Compensation Committee, with respect to the Performance Cycle. 
 ROE is defined as
Prudential’s “operating return on average equity (based on after-tax adjusted operating income)” as publicly disclosed in Prudential’s Quarterly Financial Supplement (“QFS”). ROE for each year in the Performance Cycle
is defined as the average of the quarterly ROE figures for

 
such year published in the QFS. ROE will be adjusted to exclude the non-economic effects of foreign currency exchange rate remeasurements of non-yen liabilities and assets and may be adjusted for
certain other items as determined by Prudential. 
 The number of shares of Common Stock and the amount of cash that a Participant may become eligible to
receive will be equal to the applicable target number of Performance Shares and/or Performance Units awarded, adjusted by the applicable ROE Earned Payout Factor (which is determined based on the achievement of the ROE Goals over the Performance
Cycle). Any resulting number of shares of Common Stock shall be rounded to the nearest whole number. The aggregate amount of shares of Common Stock and cash payable to the Participant will be the “Final Payout Amount,” which will be made
on the PS/ PU Payment Date (shortly following the end of the Performance Cycle) subject to the terms, conditions and restrictions set out in these Terms and in the Plan, including the requirement that the Participant remain actively employed with
the Company Group as of the PS/PU Payment Date. The Compensation Committee will determine, in its sole discretion, the Final Payout Amount. 
 The ROE Goals
will be the average of actual ROE for 2014, 2015 and 2016. The ROE Goals are as follows: 
  

			
	ROE Goals	  	  

ROE Earned
Payout Factor

 

	  

  10% or less
  
	  	  

0
  

	  

  11%
  
	  	  

0.25
  

	  

  12%
  
	  	  

0.5
  

	  

  13%
  
	  	  

0.75
  

	  
  

  13.5%
  
	  	  

1
  

	  

  14.0%
  
	  	  

1.25
  

 
 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	10

 If the average ROE achieved is between any two data points, the corresponding ROE Earned Payout Factor will bear
a linear relationship with the actual achievement between such data points. 
 The Compensation Committee may, in its sole discretion, adjust the reported
ROE during the Performance Cycle for items not considered representative of operations, including merger, acquisition and disposition transactions, accounting changes, actuarial assumption updates and market unlockings. 

Notwithstanding the foregoing, the Compensation Committee, in its sole discretion, may (i) under normal circumstances, adjust the Final Payout Amount
within the standard range of 0% to 125% of the target number of Performance Shares and Performance Units by up to plus or minus 15% of the amount that would otherwise be payable to take into account performance factors and other events, as the
Compensation Committee deems desirable, and (ii) in the event of circumstances deemed to be extraordinary by the Compensation Committee, make additional adjustments to the Final Payout Amount. 

 

	4.	Vesting or forfeiture of Performance Shares and Performance Units following termination of Employment in specific circumstances 

A Participant’s outstanding Performance Shares and Performance Units will automatically be forfeited and cancelled on the termination of the
Participant’s Employment and no shares of Common Stock and no amount of cash may thereafter be issued or paid with respect to the Performance Shares and Performance Units, respectively, except in the specific circumstances set out in the table
on page 12. 

	5.	Section 409A 

 Notwithstanding any other provisions of the Plan to the contrary, to the extent
necessary to comply with the requirements of Section 409A with respect to any individual who is a “specified employee” within the meaning of Section 409A, on termination of the Participant’s employment with any member of the
Company Group, delivery of shares of Common Stock may not be made before the date that is six (6) months after the date of such termination of Employment (or, if earlier, the date of the Participant’s death). In addition, to the extent
necessary to comply with the requirements of Section 409A, if an award of Performance Shares or Performance Units is treated as deferred compensation subject to Section 409A, no distribution will be made (although vesting will accelerate
to the extent otherwise provided above) in respect of such award upon the occurrence of a Change of Control unless such event qualifies as a change in the ownership of a corporation, change in the effective control of a corporation or a change in
the ownership of a substantial portion of the assets of a corporation within the meaning of Section 409A. 
  

	6.	Dividend Equivalents 

 A Participant granted Performance Shares and Performance Units will be eligible to
receive Dividend Equivalents on the lesser of (a) the Final Payout Amount; or (b) the respective target amount of Performance Shares and Performance Units, based on any regular cash dividends declared on Common Stock from the Grant Date
until the PS/ PU Payment Date (or until the date of forfeiture, if sooner). Any Dividend Equivalents will be paid in cash as soon as administratively practicable after shares of common stock are delivered in respect of the corresponding Performance
Shares and cash is payable with respect to the Performance Units. There will be no reinvestment option or earned interest credits on any Dividend Equivalent.

 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	11

			
	  

Performance Shares and Performance Units

 

	  
  Type of Termination    
  of
Employment    
  
	  	  

Vesting Status
  

	  
 Voluntary Resignation

 
	  	  

All outstanding Performance Shares and Performance Units are immediately forfeited.
  

	  
 Approved Retirement
	  	  

If the Participant retires in 2014 with less than 3 months of active service in such year, all Performance Shares and Performance Units will immediately be forfeited.

 
 If the Participant retires in 2014 in circumstances qualifying for Approved Retirement and executes
and submits a Release by the date specified by Prudential (and does not later revoke the Release), the Participant will receive a pro-rated(1) Final Payout Amount as soon as administratively
practicable following the PS/PU Payment Date (but in all events not later than the end of the calendar year in which the PS/PU Payment Date occurs). The remainder of the Performance Shares and Performance Units will be forfeited. If the Participant
does not execute a Release, all Performance Shares and Performance Units will be forfeited on the last date of Employment.
  

If the Participant retires after 2014 in circumstances qualifying for Approved Retirement and executes and submits a Release by the date specified by Prudential (and does
not later revoke the Release), the Participant will receive the Final Payout Amount as soon as administratively practicable following the PS/PU Payment Date (but in all events not later than the end of the calendar year in which the PS/PU Payment
Date occurs). If the Participant does not execute a Release, all Performance Shares and Performance Units will be forfeited on the last date of Employment.
  

This does not apply to Participants in the European Union who should refer to Schedule 2 for more information.

 

	  
 Termination for Cause

 
	  	  

All outstanding Performance Shares and Performance Units are immediately forfeited.
  

The Compensation Committee may require the Participant to repay any payment, profit, gain or other benefit (including, but not limited to, any dividends or Dividend
Equivalents) in respect of the Performance Shares and Performance Units or any prior performance shares or performance units received within a period of twelve (12) months before the Participant’s termination of Employment for Cause. If a
Participant’s Employment is terminated by any member of the Company Group for Cause, the provisions in these Terms relating to termination for Cause will apply notwithstanding any assertion (by the Participant or otherwise) that the
Participant’s Employment was terminated for any other reason.
  

	  
 Death

(while an active employee)
  
	  	  

All outstanding Performance Shares and Performance Units become fully vested at target and the Participant’s estate will receive a corresponding number of shares of
Common Stock and cash as soon as administratively practicable (but not later than 74 days) thereafter.
  

	  
 Disability

 
	  	  

All outstanding Performance Shares and Performance Units become fully vested at target and the Participant will receive a corresponding number of shares of Common Stock
and cash as soon as administratively practicable (but not later than 74 days) thereafter.
  

	  
 Involuntary Termination

for any other reason
  
	  	  

If a Participant executes and submits a Release by the date specified by Prudential (and does not later revoke the Release), a pro-rated(2) target number of Performance Shares and Performance Units will vest and the Participant will receive a corresponding number of shares of Common Stock and cash, respectively, as soon as
administratively practicable (but not later than 74 days) thereafter. The remainder of the Performance Shares and Performance Units will be forfeited. If the Participant does not execute a Release, all Performance Shares and Performance Units will
be forfeited on the last date of Employment.
  

	  
 Change of Control

 
	  	  

All Performance Shares and Performance Units will become vested at target and the Participant will receive shares of Common Stock and cash, respectively; unless the
entity that acquires control honors, assumes, or substitutes new rights for the Performance Shares and Performance Units with substantially equivalent or better rights, terms, conditions and values as determined by the Compensation Committee.
Alternatively, the Compensation Committee may, at its sole discretion, provide for payment in cash based on the Change of Control price.
  

  

	 	(1)	Pro-ration is based on the number of months of active service during that year divided by 12. The remaining balance will be forfeited as of the date of retirement. 

	 	(2)	Pro-ration is based on the number of months of active service in the Performance Cycle divided by 36. 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	12

 PART E: Terms and conditions applicable to the Book Value Units under the Book Value Performance
Program, a sub-program of the Long-Term Incentive Program 
  

	1.	Book Value Units 

 Each Participant in the Book Value Performance Program will be granted a number of
Book Value Units. 
  

	2.	Vesting Period 

 One-third of each Participant’s Book Value Units will vest on each of the first
three anniversaries of the Grant Date. 
  

	3.	Settlement of Book Value Units 

 Subject to the terms and conditions of the Plan and subject to the
Participant’s continued Employment through the applicable BVU Payment Date, as soon as administratively practicable after the date any Book Value Units vest (but not later than the end of the calendar year in which the Book Value Units vest), a
Participant will be paid an amount in cash equal to the product of (a) the number of Book Value Units that have become vested and (b) the Book Value Per Share as of the fiscal quarter ended on or immediately before the applicable BVU
Payment Date, less any taxes or other deductions required by Applicable Laws. 
  

	4.	Vesting or forfeiture of Book Value Units following termination of Employment in specific circumstances 

A Participant’s outstanding Book Value Units will automatically be forfeited and cancelled on the termination of the Participant’s Employment and no
amount may thereafter be payable with respect to the Book Value Units, except in the specific circumstances set out in the table on page 14. 
  

	5.	Forfeiture 

 Notwithstanding any provisions in these Terms to the contrary, the Compensation Committee
may, in its sole discretion, reduce (but not below zero) the 

 account balance of any Participant under the Book Value Performance Program if, in the opinion of the
Compensation Committee, the Participant has engaged in conduct, or omitted taking appropriate action, which is a contributing factor in the material restatement of any annual Prudential consolidated income statement, as filed with the Securities and
Exchange Commission and as discussed with Prudential’s Audit Committee, with such restatement being filed primarily to correct an error in the consolidated income statement. Any determination by the Compensation Committee regarding such a
reduction shall be final, conclusive and binding on all parties. 
  

	6.	Section 409A 

 Notwithstanding any other provisions of the Plan to the contrary, to the extent
necessary to comply with the requirements of Section 409A with respect to any individual who is a “specified employee” within the meaning of Section 409A, on termination of the Participant’s employment with any member of the
Company Group, payment of any cash amount due may not be made before the date that is six (6) months after the date of such termination of Employment (or, if earlier, the date of the Participant’s death). In addition, to the extent
necessary to comply with the requirements of Section 409A, if an award of Book Value Units is treated as deferred compensation subject to Section 409A, no distribution will be made (although vesting will accelerate to the extent otherwise
provided above) in respect of such award upon the occurrence of a Change of Control unless such event qualifies as a change in the ownership of a corporation, change in the effective control of a corporation or a change in the ownership of a
substantial portion of the assets of a corporation within the meaning of Section 409A. 
  

	7.	No Dividend Equivalents 

 A Participant granted Book Value Units will not be eligible to receive Dividend
Equivalents on the Book Value Units. 

 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	13

			
	  

Book Value Units

 

	  
  Type of Termination    
  of
Employment    
  
	  	  

Vesting Status
  

	  
 Voluntary Resignation

 
	  	  

All outstanding Book Value Units are immediately forfeited.
  

	  
 Approved Retirement

 
	  	  

If the Participant retires in 2014 with less than 3 months of active service in such year, all Book Value Units will immediately be forfeited.

 
 If the Participant retires in 2014 in circumstances qualifying for Approved Retirement and executes
and submits a Release by the date specified by Prudential (and does not later revoke the Release), the treatment of Book Value Units will depend on the extent to which such Book Value Units are sourced from the Participant’s long-term incentive
compensation or annual incentive award. With respect to the portion of Book Value Units sourced from the Participant’s long-term incentive compensation, the Participant will receive, as soon as administratively practicable following each
successive BVU Payment Date (but in all events not later than the end of the calendar year in which the applicable BVU Payment Date occurs), a cash payment equal to the product of (I) one third (1/3) of the pro-rated(1) number of the Book Value Units sourced from the Participant’s long-term incentive compensation outstanding at the time of the Participant’s termination of Employment and (II) the Book
Value Per Share as of the fiscal quarter ended on or immediately before the applicable BVU Payment Date. The remainder of the Participant’s outstanding Book Value Units sourced from the Participant’s long-term incentive compensation will
be forfeited. With respect to the portion of Book Value Units sourced from the Participant’s annual incentive award, the Participant will receive payment in respect of such portion of Book Value Units at the same time and in the same amount
that would have been payable had the Participant remained in Employment. If the Participant does not execute a Release, all Book Value Units (whether or not sourced from long-term incentive compensation or annual incentive award) will be forfeited
on the last date of Employment.
  
 If the Participant retires after 2014 in circumstances qualifying
for Approved Retirement and executes and submits a Release by the date specified by Prudential (and does not later revoke the Release), the Participant will receive payment in respect of his or her remaining Book Value Units at the same time and in
the same amounts that would have been payable had the Participant remained in Employment. If the Participant does not execute a Release, all Book Value Units will be forfeited on the last date of Employment.

 
 This does not apply to Participants in the European Union who should refer to Schedule 2 for more
information.
  

	  
 Termination for Cause

 
	  	  

All outstanding Book Value Units are immediately forfeited.
  

The Compensation Committee may require the Participant to repay any payment, profit, gain or other benefit in respect of the Book Value Units or any prior Book Value
Units or Awards received within a period of twelve (12) months before the Participant’s termination of Employment for Cause. If a Participant’s Employment is terminated by any member of the Company Group for Cause, the provisions in these
Terms relating to termination for Cause will apply notwithstanding any assertion (by the Participant or otherwise) that the Participant’s Employment was terminated for any other reason.

 

	  
 Death

(while an active employee)
  
	  	  

All outstanding Book Value Units become fully vested and the Participant’s estate will receive a cash payment equal to the product of (I) the number of such
outstanding Book Value Units and (II) the Book Value Per Share as of the fiscal quarter ended on or immediately before the date of the Participant’s death. This cash payment will be made as soon as administratively practicable (but not later
than 74 days) after the date of the Participant’s death.
  

	  
 Disability

 
	  	  

All outstanding Book Value Units become fully vested and the Participant will receive a cash payment equal to the product of (I) the number of such outstanding Book Value
Units and (II) the Book Value Per Share as of the fiscal quarter ended on or immediately before the Participant’s termination of Employment. This cash payment will be made as soon as administratively practicable (but not later than 74 days)
after the Participant’s termination of Employment.
  

	  
 Involuntary Termination

for any other reason
  
	  	  

If a Participant executes and submits a Release by the date specified by Prudential (and does not later revoke the Release), a pro-rated(2) number of such Participant’s then outstanding Book Value Units will vest and the Participant will receive a cash payment equal to the product of (I) such pro-rated number of such outstanding
Book Value Units and (II) the Book Value Per Share as of the fiscal quarter ended on or immediately prior to the Participant’s termination of Employment. This cash payment will be made as soon as administratively practicable (but not later than
74 days) after the Participant’s termination of Employment. The remainder of the Participant’s outstanding Book Value Units will be forfeited. If the Participant does not execute a Release, all Book Value Units will be forfeited on the
last date of Employment.
  

	  
 Change of Control

 
	  	  

All Book Value Units will become vested and the Participant will normally receive a payment in cash based on the Book Value Per Share on the fiscal quarter ended on or
immediately prior to the Change of Control; unless the entity that acquires control honors, assumes, or substitutes new rights for the Book Value Units with substantially equivalent or better rights, terms, conditions and values as determined by the
Compensation Committee.
  

  

	(1)	Pro-ration is based on the number of months of active service during that year divided by 12. The remaining balance will be forfeited as of the date of retirement. 

	(2)	Pro-ration is based on the number of months of active service since the Grant Date (or, if less, since the last BVU Payment Date) divided by the remainder of (i) 36 minus (ii) the product of (A) 12 and
(B) the number of anniversaries of the Grant Date that have occurred prior to the date of termination of Employment. 

	  	The Compensation Committee, in its sole discretion, shall determine the Book Value Units, the Book Value Per Share, and any amount of payments thereof. 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	14

 SCHEDULE 1 

DEFINITIONS 
 For the purposes of the
Terms, the following words and expressions have the meanings ascribed to them. 

Applicable Laws – applicable laws, rules and regulations relating to
any Awards made under the Plan or otherwise relating to the Plan. 
 Approved
Retirement – termination of a Participant’s Employment: 
  

	(i)	on or after the Participant’s normal retirement date or any early retirement date established under any defined benefit pension plan maintained by a member of the Company Group in which the Participant
participates; or 

  

	(ii)	when the Participant has reached age fifty-five (55) with a minimum of five years’ service. 

Approved Retirement does not apply to any Participant who has an Agent Emeritus contract with any of Prudential’s insurance affiliates
or to a Participant whose Employment is terminated for Cause, even if, in either case, the Participant is receiving retirement benefits or is otherwise eligible for retirement or has satisfied the conditions in (ii) above. 

Award – the grant of an Option, a Restricted Stock Unit, a Performance
Share, or a Performance Unit (including a Book Value Unit), or a combination thereof. 

Board – the board of
directors of Prudential. 
 Book Value Per Share – the equity
attributed to Prudential’s Financial Services businesses, excluding total accumulated other comprehensive income and the non-economic effects of foreign currency exchange rate remeasurements of non-yen liabilities and assets, as determined
based on Prudential’s financial statements for the relevant period and as adjusted by Prudential as it deems appropriate or desirable.

 Book Value Unit – an
award of Performance Units, payable in cash, and valued based on the Book Value Per Share. 
 BVU Payment Dates – the dates on which the continuing service requirement applicable to one-third of the Book Value Units are scheduled to lapse, as specified by the Compensation Committee at the Grant Date,
which occur on the first three anniversaries of the Grant Date. 
 Cause
– includes but is not restricted to any of the following (as determined by the Compensation Committee): 
  

	(i)	dishonesty, fraud or misrepresentation; 

  

	(ii)	inability to obtain or retain appropriate licenses; 

  

	(iii)	violation of any rule or regulation of any regulatory agency or self-regulatory agency; 

  

	(iv)	violation of any policy or rule of Prudential or any member of the Company Group; 

  

	(v)	commission of a crime; 

  

	(vi)	breach by a Participant of any covenant or agreement with any member of the Company Group not to disclose or misuse any information pertaining to, or misuse any property of, any member of the Company Group; or

  

	(vii)	any act or omission detrimental to the conduct of the business of any member of the Company Group. 

Change of Control – occurs, in general, when: 

 

	(i)	any person or entity outside of Prudential acquires, directly or indirectly, twenty-five percent (25%) or more of the combined voting power of Prudential or of the combined assets of Prudential (and members of the
Company Group); 

  

	(ii)	the composition of the Board changes over a 24-month period such that the Incumbent Directors no longer constitute a majority of the Board;

 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	15

	(iii)	a Corporate Event completes and immediately following completion the shareholders of Prudential immediately before the Corporate Event do not hold, directly or indirectly, a majority of the voting power of, in the case
of (a) a merger or consolidation, the surviving or resulting corporation; (b) a share exchange, the acquiring corporation; or (c) a division or a sale or other disposition of assets, each surviving, resulting or acquiring corporation
which, immediately following the relevant Corporate Event, holds more than twenty-five percent (25%) of the consolidated assets of Prudential immediately before the Corporate Event; or 

 

	(iv)	any other event that the Board declares to be a Change of Control. 

 No change of control
occurs on an underwritten offering of the equity securities of Prudential when no person or entity acquires more than twenty-five percent (25%) ownership in such securities. The Plan document details how a Change of Control will be determined
in various types of acquisitions and corporate reorganization events (including sales of assets), and the document’s terms govern any determination that a Change of Control has occurred. 

Code – the United States Internal Revenue Code of 1986, as amended.

 Common Stock – a share of Common Stock in Prudential. 

Company Group – Prudential and/or its subsidiaries. 

Compensation Committee – the Compensation Committee of the Board, which
administers the Plan. 
 Corporate Event – a merger, consolidation,
recapitalisation or reorganisation, share exchange, division, sale, plan of complete liquidation or dissolution, or other disposition of all or substantially all of the assets of Prudential which has been approved by the shareholders of Prudential.

 Disability – means, with respect to any Participant, long-term
disability as defined under the welfare benefit plan maintained by the member of the Company Group in which the Participant participates and from which the Participant is receiving a long-term disability benefit. In jurisdictions outside the United
States where long-term disability is covered by a

 
mandatory or universal program sponsored by the government or an industrial association, receipt of long-term disability benefit from such a program is considered to have met the disability
definition of the Plan. 
 Dividend Equivalent – an amount paid in
lieu of dividends declared on Common Stock during a period that an applicable Award is outstanding. 
 Employment – means employment with any member of the Company Group. 
 Exercise Date – the date on which an Option is validly exercised. 
 Expiration Date – the tenth anniversary of the Grant Date and the last date on which an Option can be exercised, unless the Participant’s Employment ends before the Expiration Date or a Change of
Control occurs. 
 Grant Date – with respect to an Award, the date on
which it is granted under the Plan. 
 Grant Price – the price set at the Grant Date at which a share of Common Stock can be acquired on exercise of an Option. 

Incumbent Directors – with respect to any period of time specified
under the Plan for the purposes of determining a Change of Control, the persons who were members of the Board at the beginning of the period, as well as any director elected to the Board or nominated for election to the Board by a majority of the
Incumbent Directors. 
 Market Value – means, on any date, the price
at which shares of Common Stock were last traded on that date on the New York Stock Exchange or, if there are no transactions on that date, the closing price on the immediately preceding date on which there was a transaction. For the purposes of
determining the taxable income from Options and/or Restricted Stock Units, it should be noted that in some countries there are specific rules that set out how Market Value is determined. Where applicable, any particular rules should be noted in the
country specific Q&A’s. 
 Option – a conditional right
granted under the Plan to purchase one share of Common Stock in the future at a set price within a set time period specified by the Compensation Committee at the Grant Date.

 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	16

 Participant – any
employee of a member of the Company Group who holds an outstanding Award granted under the Plan. 
 Performance Share – a right to receive a share of Common Stock, conditioned and subject to adjustment upon the achievement of specified performance goals during the applicable performance period, and further
subject to satisfaction of the applicable continued service requirements. 

Performance Unit – a right to
receive cash valued by reference to a share of Common Stock, conditioned and subject to adjustment upon the achievement of specified performance goals during the applicable performance period, and further subject to satisfaction of the applicable
continued service requirements. 
 Plan – the Prudential
Financial, Inc. Omnibus Incentive Plan, a stock-based compensation plan adopted by the Board and ratified by the shareholders of Prudential in June 2003. 

Prudential – Prudential Financial, Inc., a New Jersey corporation, and
any successor to Prudential Financial, Inc. 
 PS/PU Payment Date – the date on which the continuing service requirement applicable to a Performance Share or a Performance Unit is scheduled to lapse, as specified by the Compensation Committee at the Grant Date, which is in
the month of February immediately following the end of the applicable Performance Cycle.

 Release – a Separation
Agreement and General Release (in connection with an involuntary termination of Employment for any reason other than Cause) or a General Release of Claims (in connection with a voluntary termination of Employment), whichever is appropriate, in a
form and with terms and conditions (including but not limited to, non-solicitation of employees and business of any member of the Company Group) satisfactory to Prudential. 

Restricted Stock Unit – a conditional right (which is subject to
forfeiture and transfer restrictions) granted under the Plan to receive one share of Common Stock at the end of a period of time specified by the Compensation Committee at the Grant Date. 

RSU Payment Date – the date on which the continuing service requirement
applicable to a Restricted Stock Unit is scheduled to lapse, as specified by the Compensation Committee at the Grant Date, which is the third anniversary of the Grant Date. 

Section 409A – Section 409A of the Code, including any
regulations issued under Section 409A. 
 Vest – when an Option can
be exercised, or a Participant is entitled to receive (i) Common Stock under a Restricted Stock Unit, (ii) Common Stock under a Performance Share, (iii) cash under a Performance Unit, or (iv) cash under a Book Value Unit, as
appropriate, and “Vested” and “Vesting” will be construed accordingly. 

 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	17

 SCHEDULE 2 COUNTRY SPECIFIC VARIATIONS 

DATA PROTECTION (Applicable to all countries other than the United States) 

A Participant agrees by accepting an Award to permit Prudential to process personal data and sensitive personal data about the Participant in connection with
the Plan. Such data includes, but is not limited to, the information provided in the Participant’s grant documents and any changes thereto, other appropriate personal and financial data, and information about the Participant’s
participation in the Plan and shares granted under the Plan from time to time (collectively, Personal Data). A Participant consents to Prudential processing and transferring any Personal Data outside the country in which the Participant works
or is employed to the United States and any other third countries. The legal persons for whom Personal Data is intended include Prudential and any member of the Company Group, any plan administrator selected by Prudential from time to time, and any
other person or entity that Prudential involves in the administration of the Plan. Prudential will take all reasonable measures to keep Personal Data, confidential and accurate. A Participant can access and correct their Personal Data by contacting
their human resources representative. A Participant understands and agrees that the transfer of information is important to the administration of the Plan and failure to consent to the transmission of that information may limit their ability to
participate in the Plan. 
 THE EUROPEAN UNION 

The provisions in these Terms relating to the impact of the termination of a Participant’s Employment due to retirement will not apply to Participants in
the European Union due to the Applicable Laws relating to age discrimination. 
 JAPAN 

The following term will also apply: 
 If a Participant is an
executive officer subject to the reporting requirements under Section 16(a) of the

 
U.S. Securities Exchange Act of 1934, as amended (Executive Officers), or has otherwise been identified as a senior officer subject to the Share Ownership Guidelines as amended by the
Board from time to time (Guidelines), then the Participant agrees to retain ownership of 50% of the net shares of Common Stock (after payment of the Grant Price, if any, and applicable fees and taxes) acquired on exercise of an Option or the
vesting of an Award until the first anniversary of the acquisition of that Common Stock. For senior officers who are not Executive Officers: these guidelines will cease to apply once the Participant has satisfied the Guidelines or, if earlier, upon
termination of the senior officer’s employment. Once the Participant has satisfied this holding period, the Participant may dispense of any shares of Common Stock held in excess of the Guidelines, subject to the Personal Securities Trading
Policy, including the “Reporting Responsibilities and Procedures for Section 16 Officers and Directors and Control Persons of Prudential” as then in effect. 

UNITED KINGDOM 
 Restricted Stock
Units, Options and Performance Shares – section 431(1) election 
 A Participant is required to enter into with his or her employer a legally
enforceable joint election, approved by HMRC under section 431(1) of the Income Tax (Earnings and Pensions) Act 2003 (the “Election”), within thirty (30) days of the first grant of Awards of Restricted Stock Units, Options or
Performance Shares (or at such other time as required by his or her employer but so that the joint election is legally enforceable and valid). The Election dis-applies, for the purpose of UK income tax only, all of the restrictions attaching to the
restricted stock the Participant acquires on the vesting of Restricted Stock Units or Performance Shares or on the exercise of Options granted to such Participant at any time after the election is made, with the restrictions continuing to apply in
all other respects and for all other purposes. 
 Approved Stock Options 

The Options will be subject to the Terms (as modified below) and the terms and conditions set out in the Prudential Financial, Inc. 2007 HMRC Approved Sub-Plan
to the Prudential Financial, Inc. Omnibus Incentive Plan (the “Sub-Plan”). Term 2 of Part C will not apply to Participants granted HMRC approved options in the UK, but the following will apply:

 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	18

 
“The approved method of exercise of your Options under the Sub-Plan is a cash exercise, which lets you receive stock, after paying the Grant Price, applicable taxes and fees, in cash. Any
other method will result in an exercise that will not be considered approved by HMRC under the Sub-Plan.” 
 In the table in Term 4, the Type of
Termination headed Approved Retirement will not apply. 
 Term 6 of Part A and the final paragraph of Term 13 of Part A will not apply. 

UNITED STATES 
 Stock Options –
for executives subject to the reporting requirements under Section 16(a) of the U.S. Securities Exchange Act of 1934, as amended, section 2 of Part C will not apply to executives but the following will apply. 

“An Option may be exercised by the Participant: 
  

	(i)	paying in cash the Grant Price and any applicable taxes and fees (Cash Exercise); or 

  

	(ii)	directing the immediate sale of sufficient shares of Common Stock acquired on exercise necessary to pay the Grant Price and any applicable taxes and fees and receive the remaining shares of Common Stock (Sell to
Cover).” 

 The following term will also apply: 

If a Participant is an executive officer subject to the reporting requirements under Section 16(a) of the U.S. Securities Exchange Act of 1934, as amended
(Executive Officers), or has otherwise been identified as a senior officer subject to the Share Ownership Guidelines as amended by the Board from time to time (Guidelines), then the Participant agrees to retain ownership of 50% of the
net shares of Common Stock (after payment of the Grant Price, if any, and applicable fees and taxes) acquired on exercise of an Option or the vesting of an Award until the first anniversary of the acquisition of that Common Stock. For senior
officers who are not Executive Officers, these guidelines will cease to apply once the Participant has satisfied the Guidelines or, if earlier, upon termination of the senior officer’s

 
employment. Once the Participant has satisfied this holding period, the Participant may dispense of any shares of Common Stock held in excess of the Guidelines, subject to the Personal Securities
Trading Policy, including the “Reporting Responsibilities and Procedures for Section 16 Officers and Directors and Control Persons of Prudential” as then in effect. 

All Restricted Stock Units, Book Value Units, Performance Shares or Performance Units granted under the 2014 Long-Term Program to a Participant who is a
covered employee under Code Section 162(m) are subject to the additional requirement that the maximum aggregate amount payable to such a Participant in respect of such Awards may not exceed six-tenths of one percent (0.6%) of Adjusted Operating
Income (as defined in the Plan) for the most recently reported year ending December 31st before the year payment is made in respect of such Awards. Notwithstanding any provision in these Terms to the contrary, if a Participant is a
“covered employee” within the meaning of Code Section 162(m), (1) any pro-rated payment the Participant would otherwise be entitled to receive under and subject to the otherwise applicable conditions set forth herein in
connection with (i) an Approved Retirement or (ii) an Involuntary Termination other than for Cause, Approved Retirement, Death or Disability, will nonetheless be subject to the satisfaction of the condition set forth in the immediately
preceding sentence, and, in addition, payment in respect of any Award on account of any Involuntary Termination described in subclause (ii) will not be made until after the close of the calendar year in which such Involuntary Termination of
Employment occurs (but not later than March 15 of such subsequent calendar year), and (2) and if such Participant is granted Restricted Stock Units, any Dividend Equivalents credited on the Restricted Stock Units based on any regular cash
dividends declared on Common Stock from the Grant Date until the RSU Payment Date (or until the date of forfeiture, as applicable, if sooner) will become vested at the same time and subject to the same conditions as apply to the underlying
Restricted Stock Units and will be payable in cash as soon as administratively practicable after shares of Common Stock are delivered in respect of the corresponding vested Restricted Stock Units.

 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	19

 SCHEDULE 3 

FORM FOR DECLINING AN AWARD 
 If you
wish to decline the grant of the Restricted Stock Units, the Options, the Performance Shares, the Performance Units, or the Book Value Units, as applicable, granted to you pursuant to the 2014 Long-Term Incentive Program under the Prudential
Financial, Inc. Omnibus Incentive Plan, you should complete and return this form by facsimile on or before the date three weeks after the Grant Date to Stock Plan Administration c/o Jeanette Yu at (973) 367-8251 or by certified mail with return
receipt, postmarked on or before the date three weeks after the Grant Date to Stock Plan Administration c/o Jeanette Yu , 751 Broad Street, 18th Floor, Newark, New Jersey 07102. Please note that if you decline the grant of an Award, that Award
(including, but not limited to, any rights, payments, interests or benefits you have or may have under, related to or associated with, that Award) will be cancelled and terminated immediately. 

I,................................................................................................................................................................,
 hereby decline the grant of: 
  

					
	  	  	  	 	  

  Check as appropriate

 

	  

(i)      
  
	  	all of the restricted Stock Units;	 	 ̈
	  

(ii)      
  
	  	all of the Options;	 	 ̈
	  

(iii)      
  
	  	all of the Performance Shares;	 	 ̈
	  

(iv)      
  
	  	all of the Performance Units; and/or	 	 ̈
	  

(v)      
  
	  	all of the Book Value Units	 	 ̈

 granted to me in 2014 under the terms of the Prudential Financial, Inc. Omnibus Incentive Plan. 

 
  

			
	Signed	 	.....................................................................
		
	  
 Dated
	 	.....................................................................

 EMPL-D5481 
 EE GR. 1-4 Non-FL 

  

			
	Terms and Conditions of the 2014 Long-Term Incentive Program for Senior Executives	  	20

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