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Exhibit 10.11    
    

 
 

ADDENDUM TO EXECUTIVE TERMINATION BENEFITS AGREEMENTS

	1.
	Continuation Period pursuant to Subparagraph 1(d) of the Executive Termination Benefits Agreement shall mean "the period of time
beginning on the Termination Date and ending twenty-four (24) months thereafter."

	2.
	The
following language shall be added as Subparagraph 4(a) of the Executive Termination Benefits Agreement:

	

	The
Company will pay to the Executive the sum of (i) two (2) times the greater of (A) the Executive's effective annual base salary at the Termination
Date or (B) the Executive's effective annual base salary immediately prior to the Change in Control, plus (ii) two (2) times the greater of (X) the highest annual bonus
awarded to the Executive under the Company's Variable Compensation Plan or any other bonus plan (whether paid currently or on a deferred basis) with respect to any twelve (12) consecutive month
period during the last two (2) fiscal years ending prior to the Termination Date or (Y) the highest target bonus rate applicable to the Executive for any period during such prior two
(2) year period, multiplied by the applicable annual base salary determined under clause (i) of this Section 4(a); subject to Section 7, the resulting amount to be paid in
a lump sum on the first day of the month following the Termination Date.

	3.
	The
following language shall be added as Subparagraph 4(j) of the Executive Termination Benefits Agreement:

	

	Travel Privileges. Subject to Section 7, the Company will purchase or otherwise make available to the Executive
personal air travel on American Airlines and American Eagle (A) under terms and conditions no less favorable than those that did apply or would have applied to the Executive as an "Eligible
Employee" under the Travel Privileges Agreement between the Company and American Airlines, Inc. ("American") dated July 1, 1996, as amended, including any successor agreement ("Travel
Agreement") if the Executive's employment with the Company had continued; and (B) at an after tax cost to the Executive equal to the after tax cost the Executive would have paid for personal
air travel using the travel privileges as an "Eligible Employee" under the Travel Agreement if the Executive's employment with the Company had continued. The Company will provide personal air travel
pursuant to this paragraph until the earlier to occur of: (A) the expiration of the Travel Agreement (currently scheduled for June 30, 2008) or (B) a termination of the Travel
Agreement by American other than as a consequence of the Change in Control; except that if before such an occurrence the Executive reaches (w) fifty-five (55) years of age
with five (5) years of service if hired on or before July 31, 1996, or (x) fifty-five (55) years of age with ten (10) years of service if hired after
July 31, 1996, or (y) fifty (50) years of age with ten (10) years of service, or (z) fifty (50) years of age with fifteen (15) years of service, then
subject to Section 7, the Company will purchase or otherwise make available to the Executive, immediately if the Executive qualifies under the preceding clauses (w) or (x), or upon the
Executive reaching 

 

sixty-two
(62) years of age if the Executive qualifies under the preceding clause (y), or upon the Executive reaching fifty-five (55) years of age if the
Executive qualifies under the preceding clause (z), personal air travel on American Airlines and American Eagle (a) under terms and conditions no less favorable than those that would
have applied to the Executive as an "Eligible Retiree" under the Travel Agreement if the Executive had retired from the Company; and (b) at an after tax cost to the Executive equal to the after
tax cost the Executive would have paid for personal air travel using the travel privileges available as an "Eligible Retiree' under the Travel Agreement if the Executive had retired from the Company.
If the Travel Agreement is terminated by American due to the Change in Control, the Company will provide the personal air travel described in this Section (4)(j) without regard to any
termination of the Travel Agreement. 

	

 	
 	

Dated: [insert date]	
 	

 
	

 	
 	

SABRE HOLDINGS CORPORATION	
 	

 
	

 	
 	

By	
 	

    
 James F. Brashear

Corporate Secretary	
 	

 
	

 	
 	

SABRE INC.	
 	

 
	

 	
 	

By	
 	

    
 James F. Brashear

Senior Vice President, Deputy General Counsel and Corporate Secretary	
 	

 
	

 	
 	

[Executive]

	
 	

 

	

 	
 	

Signed:	
 	

	
 	

 

2

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Exhibit 10.11

ADDENDUM TO EXECUTIVE TERMINATION BENEFITS AGREEMENTSQuickLinks
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Exhibit 10.12    
    

	To:	 	 
	Title:	 	 
	Date:	 	February 22, 2006

Dear, 

This
letter is being provided to you to explain the benefits you are eligible to receive, in the event that your employment is involuntarily terminated by Sabre Inc. or any of its subsidiaries
or affiliates ("Sabre" or the "Company") for any reason other than for "cause" (as defined in Sabre Holdings most recent Long Term Incentive Plan) or for non-performance. In order to be
eligible to receive the benefits provided for herein, you must agree to the revocation of the February 26, 2004 letter provided to you regarding severance benefits, and acknowledge your
agreement by signing below in the space provided and returning a copy of this letter to Jae Lynn Rangel, VP Global Compensation. 

The
benefits are as follows: 

	•
	You
will be eligible to receive the following payments (collectively the "Termination Payments") upon involuntary termination:

	(1)
	52
weeks (or 12 months) of base salary (less applicable withholding); and

	(2)
	target
VCP at your most recently established incentive target or other similar bonus for which you may be eligible for the plan year in which you are involuntarily terminated (less
applicable withholding). If you are involuntarily terminated after the plan year ends, but before the payout date, you will also be eligible to receive your prior year's VCP award at the funded level
(less applicable withholding).

	•
	You
will be eligible for COBRA coverage following termination. Should you elect COBRA coverage, the Company will subsidize COBRA medical benefits at your active employee
rate for 52 weeks (the "COBRA subsidy").

	•
	In
order to receive the Termination Payments and COBRA subsidy, you must execute and comply with an Agreement and General Release ("AGR") in a form determined by the Company
that, in addition to any other provisions the Company deems necessary in its sole discretion, releases all causes of action and claims against Sabre and all related parties and acknowledges your
ongoing obligations under the Employee Intellectual Property and Confidentiality Agreement (the "IP Agreement") previously executed by you. If you breach or fail to comply with any of the terms of the
AGR after receiving Termination Payments or COBRA subsidies, the Company will be entitled to recoup any portion of the Termination Payments or COBRA subsidies previously paid, as well as cease any
Termination Payments or COBRA subsidies being made to you or on your behalf. Further, you specifically recognize and affirm that the terms of the IP Agreement are material and important terms to this
Agreement, and you further agree that should you breach or fail to comply with any part of Section II of the IP Agreement, or should all or any part or applications of Section II of the
IP Agreement be held or found invalid or unenforceable for any reason whatsoever by a court of competent jurisdiction or by a valid arbitrator in an action between you and the Company, the Company
will be entitled to recoup any portion of the Termination Payments or COBRA subsidies previously paid, as well as cease any Termination Payments or COBRA subsidies being made to you or on your behalf.

	•
	Your
Termination Payments will be paid in installments, over a one-year period, no less frequently than quarterly, beginning as soon as administratively feasible
upon receipt of your signed AGR

	•
	In
the event of your death during the period in which Termination Payments are being paid, any remaining payments will be paid to your designated beneficiary for Basic Group
Life Insurance. 

 
	•
	You
will not be eligible to receive the Termination Payments identified in this letter under the following conditions:

	(1)
	In
the event of a Change in Control ("CIC") as defined by your current Executive Termination Benefits Agreement ("ETBA"), the terms of your ETBA will govern any compensation or
benefits you receive, and you will not be eligible for Termination Payments identified in this letter.

	(2)
	If
you have an individual agreement with Sabre or any of its subsidiaries or affiliates that provides for any compensation or benefits (or provides for non-payment of
compensation) in the event of termination of your employment, your individual agreement will govern, and you will not be eligible for the Termination Payments identified in this letter.

	(3)
	In
the event that you receive any severance benefits under the Sabre Inc. Severance Plan, you will not be eligible to receive the Termination Payments identified in this
letter.

	•
	The
Company may amend the benefits provided for in this letter to provide increased benefits at any time. The Company may reduce or eliminate the benefits provided for in
this letter after January 19, 2007, upon at least 6 months advance notice.

	•
	Notwithstanding
anything in this letter to the contrary, if the Company determines (i) that at the time your employment with the Company terminates for any reason
other than your death or disability (as such term is defined under Section 409A of the Internal Revenue Code of 1986, as amended (the "Code")) or at such other time that the Company determines
to be relevant, you are a "specified employee" (as such term is defined under Section 409A of the Code) of the Company and (ii) that the payments to be provided to you pursuant to this
letter are or may become subject to the additional tax under Section 409A(a)(1)(B) of the Code or any other taxes or penalties imposed under Section 409A of the Code
("Section 409A Taxes") if provided at the time otherwise required hereunder, then such payments shall be delayed until the date that is six months after date of your "separation from service"
(as such term is defined under Section 409A of the Code) with the Company, or such shorter period that, as determined by the Company, is sufficient to avoid the imposition of
Section 409A Taxes.

	

	Acknowledged
and accepted by: ______________________________

	

	Date:
______________________________ 

2

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Exhibit 10.12

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