Document:

2015 2Q 10Q EX 10.2

Exhibit 10.2

2015 EXECUTIVE MANAGEMENT COMPENSATION PROGRAM ("2015 EMCP")
Program Document
Effective January 1, 2015
	
		
	Covered Positions
	A “Covered Officer” is any Freddie Mac1 officer at the Senior Vice President (“SVP”) level and above.

	Covered Position Participation Requirement
	Participation in the 2015 EMCP is conditioned on the Covered Officer’s agreement to the terms and conditions set forth herein and in the EMCP Recapture and Forfeiture Agreement (“Recapture Agreement”).  A Covered Officer who does not agree to the terms of both the 2015 EMCP and the Recapture Agreement will receive only Base Salary.  The terms and conditions set forth in the Recapture Agreement are incorporated in and made a part of this 2015 EMCP.

	Target Total Direct Compensation2
	A Covered Officer’s target total direct compensation (“Target TDC”) is the sum of Base Salary and Deferred Salary, each of which is paid in cash.

	Base Salary
	Base Salary is earned and paid on the company’s standard payroll cycle and cannot exceed $500,000 without Federal Housing Finance Agency (“FHFA”) approval.

	Deferred Salary
	The portion of Target TDC not paid in Base Salary is Deferred Salary, which is earned on the company’s standard payroll cycle.  The amount earned in each quarter, plus interest earned on that amount as described below under “Interest on Deferred  Salary,” will be paid in cash on the last regular pay date within the corresponding quarter of the following calendar year (the “Approved Payment Schedule”).  Deferred Salary consists of the following two elements:
At-Risk Deferred Salary – At-Risk Deferred Salary shall be equal to 30% of the Covered Officer’s Target TDC.  The amount of At-Risk Deferred Salary earned in a calendar year is subject to reduction based on corporate and individual performance as follows:
Ø    One-half of At-Risk Deferred Salary (or 15% of Target TDC) is subject to reduction based on an assessment by FHFA of performance against Conservatorship Scorecard objectives relevant for the calendar year in which the At-Risk Deferred Salary is earned.3   The reduction can range from 0%  (no reduction) to 100% (the maximum reduction).
Ø    One-half of At-Risk Deferred Salary (or 15% of Target TDC) is subject to reduction based on the Covered Officer’s performance against individual objectives and an assessment of the company’s performance against Corporate Scorecard objectives, each relevant to the calendar year in which the At-Risk Deferred Salary is earned. The total reduction can range from 0% (no reduction) to 100% (the maximum reduction).
For Covered Officer’s other than the Chief Executive Officer (“CEO”), performance during the calendar year will be assessed by the CEO, in        his/her sole discretion, pursuant to the performance assessment and reduction process in effect for such year.

                                                         
1 For purposes of this Program Document, Freddie Mac refers to the Federal Home Loan Mortgage Corporation and any of its wholly-owned subsidiaries.
2 Initially expressed as an annual rate.  Amount will be prorated, as appropriate, to reflect date of hire, promotion into a Covered Position, date of termination, or other adjustment to Target TDC.
3 For the Covered Officer leading the Internal Audit function, the reduction will be based on the appropriate Board committee’s and FHFA’s assessment of performance against the Internal Audit Scorecard objectives. 

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	Deferred Salary (continued)
	In the case of the CEO, the Committee will evaluate the CEO’s performance and, after considering input from the other independent members of the  Board of Directors, determine the reduction, if any.
At-Risk Deferred Salary payments for Covered Officers are subject to review and approval by the Committee and FHFA, as appropriate.
Fixed Deferred Salary – Fixed Deferred Salary shall be equal to the Covered Officer’s Target TDC less Base Salary and less At-Risk Deferred Salary and is not subject to reduction based on either corporate or individual performance.
Payment of both At-Risk and Fixed Deferred Salary is also subject, if applicable, to the “Treatment Upon Termination” provisions set forth below.

	Interest on Deferred Salary
	Interest will be credited on the amount of a Covered Officer’s At-Risk and Fixed Deferred Salary earned during each calendar quarter.  The interest rate used is one-half the one-year Treasury Bill rate in effect on the last business day immediately preceding the year in which Deferred Salary is earned (e.g. – the rate in effect December 31, 2014 for 2015).  The amount on which interest is accrued will take into account any reduction for corporate and/or individual performance applicable to a Covered Officer’s At-Risk Deferred Salary and any reduction applicable to a Covered Officer’s Fixed Deferred Salary resulting from certain terminations of employment as described in “Treatment Upon Termination: Fixed Deferred Salary.”  Interest is earned from the first day of the calendar quarter following the quarter during which the Deferred Salary is earned through the payment date under the Approved Payment Schedule or, in the event of death, the actual payment date.
The amount of interest payable with respect to a Covered Officer’s Deferred Salary   will be determined as of the payment date and will be paid at the same time as the Deferred Salary to which it relates.  If Deferred Salary is forfeited or recaptured for any of the reasons described in the Recapture Agreement, the related interest will also be forfeited or recaptured.

	Impact on Retirement, Executive, and Welfare Plans
	The treatment of Base Salary and Deferred Salary as compensation for purposes of Freddie Mac’s retirement and welfare benefit plans is governed by the actual terms of those plans.  The table below summarizes whether the Base Salary and Deferred Salary a Covered Officer receives while an active employee are treated as compensation for purposes of the following Freddie Mac retirement and welfare   benefit plans.  Freddie Mac retains the right to amend, revise or discontinue any of the retirement and welfare benefit plans and the terms of each plan will prevail in the   event that there is any conflict between those terms and the table below.

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	Impact on Retirement, Executive, and Welfare Plans (continued)
	 
	 
	 
	 
	 

	 
	Freddie Mac’s Retirement
and Welfare Benefit Plans
	Base Salary Considered Compensation?
	Deferred Salary Considered Compensation?
	 

	 
	Tax-Qualified Thrift/401(k)
	Yes
	Yes
	 

	 
	Non-Qualified Thrift/401(k) Supplemental Executive Retirement Plan (SERP)4
	Yes
	 Yes 
	 

	 
	Group Term Life Insurance
	Yes
	No
	 

	 
	Group Universal Life Insurance
	Yes
	No
	 

	 
	Long-Term Disability Plan
	Yes
	No
	 

	 
	Accidental Death and Personal Loss Insurance
	Yes
	No
	 

	 
	Business Travel Accident Insurance
	Yes
	No
	 

	 
	Worker’s Compensation
	Yes
	No
	 

	 
	Purchase/Payout of Vacation
	Yes
	No
	 

	 
	Interest earned on Deferred Salary, as well as any Base Salary or Deferred Salary a Covered Officer receives after termination of employment are NOT treated as compensation for purposes of any Freddie Mac retirement or welfare benefit plan.
	 

	Treatment Upon Termination:
Base Salary
	 
	Base Salary will cease upon termination of employment, regardless of the reason for such termination.
	 

                                                       
4 Compensation for purposes of the Non-Qualified Thrift/401(k) SERP may not exceed two times a Covered Officer’s Base Salary.

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	Treatment Upon Termination:
At-Risk Deferred Salary
	The timing and payment of any unpaid portion of At-Risk Deferred Salary is based on the reason for termination of employment, as follows:
•    Forfeiture Event – All earned but unpaid At-Risk Deferred Salary and related interest is subject to forfeiture if a Covered Officer is terminated due to the occurrence of an event or conduct described in the Recapture Agreement;
•    Death – All earned but unpaid At-Risk Deferred Salary and related interest is paid as soon as administratively possible, but not later than 90 calendar days after the date of death, subject to the terms and conditions of the Recapture Agreement; and 
•    Any Other Reason – All earned but unpaid At-Risk Deferred Salary and related interest is paid in accordance with the Approved Payment Schedule, subject to   the terms and conditions of the Recapture Agreement.
Payment of earned but unpaid At-Risk Deferred Salary and related interest following a termination of employment shall be subject to the performance assessment and reduction process. The performance assessment and reduction process for At-Risk Deferred Salary is waived, however, in cases of death or Long-Term Disability (as defined in the Long-Term Disability Plan in effect on the date of termination) if the process is not complete as of the termination date..

	Treatment Upon Termination:
Fixed Deferred Salary 
	The timing and payment of any unpaid portion of Fixed Deferred Salary is based on  the reason for termination of employment, as follows: 
•    Forfeiture Event – All earned but unpaid Fixed Deferred Salary and related  interest is subject to forfeiture if a Covered Officer is terminated due to the occurrence of an event or conduct described in the Recapture Agreement;  
•    Death – All earned but unpaid Fixed Deferred Salary and related interest is paid in full as soon as administratively possible, but not later than 90 calendar days after the date of death, subject to the terms and conditions of the Recapture  Agreement; and 
•    Any Other Reason5 – All earned but unpaid Fixed Deferred Salary and related interest is paid in accordance with the Approved Payment Schedule, subject to   the terms and conditions of the Recapture Agreement.
A Covered Officer’s earned but unpaid Fixed Deferred Salary will be reduced by 2%  for each full or partial month by which the termination precedes January 31 of the second calendar year following the calendar year in which the Fixed Deferred Salary   is earned. 
This reduction will not be applied in cases of death, Long-Term Disability, a severance-eligible termination, as defined in the severance plan applicable to Covered Officers who are not executive officers, or retirement.  A Covered Officer is considered to have retired when s/he voluntarily terminates employment after attaining or exceeding 62 years of age, regardless of length of service, or attaining or exceeding 55 years of age with 10 or more years of continuous service.

                                                       
5 Any Other Reason includes, but is not limited to, voluntary terminations, retirement, Long-Term Disability, and  involuntary termination for any reason other than a Forfeiture Event.

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	Reservation of Rights and Applicable Law
	Each Covered Officer’s employment with Freddie Mac is “at-will,” meaning that either the Covered Officer or Freddie Mac may terminate such employment at any time with or without cause or notice.  Nothing in this Program Document or any other document referred to or incorporated by reference herein shall be held or construed to change  the at-will nature of any Covered Officer’s employment with Freddie Mac.
Nothing in this Program Document is intended or shall be construed to abrogate FHFA’s authority to either: (i) modify or terminate any compensation plan or program (including the 2015 EMCP); or (ii) disapprove the actual payment of any form of compensation to be paid pursuant to the 2015 EMCP.
FHFA retains the right to modify any of the terms and conditions of your employment, including the right to modify or rescind the terms and conditions of the 2015 EMCP as well as the actual payment of compensation to you pursuant thereto, without giving  rise to liability on the part of Freddie Mac.
The 2015 EMCP is subject to and shall be construed in accordance with: (i) any applicable law and any applicable regulation, guidance or interpretation of FHFA     and/or the United States Department of the Treasury; and (ii) the substantive laws of the Commonwealth of Virginia, excluding provisions of the Virginia law concerning choice-of-law that would result in the law of any state other than Virginia being   applied.
Payment of Deferred Salary under the 2015 EMCP is intended to comply with the requirements of Section 409A of the Internal Revenue Code of 1986 (“Section 409A”), as amended, and, specifically, with the separation pay exemption and short-term deferral exemption of Section 409A, and shall in all respects be construed,   interpreted, and administered in accordance with Section 409A.  Notwithstanding anything in the 2015 EMCP to the contrary, payments may only be made pursuant to the 2015 EMCP upon an event and in a manner permitted by Section 409A or an applicable exemption.  All payments to be made upon a termination of employment under this Program Document may only be made upon a “separation from service” under section 409A.  If a Covered Officer is a “specified employee” (within the  meaning of Section 409A(a)(2)(B)(i)) at the time of a separation from service,  payments scheduled to be made during the six months following the separation from service shall, to the extent required by Section 409A, be deferred to and payable on  the first day of the seventh month following the separation from service.

This 2015 EMCP will be in effect for 2015 and subsequent years unless and until amended or superseded.  By signing below, I acknowledge that I understand and voluntarily agree to the terms of this 2015 EMCP:

A Covered Officer who consented to the applicable 2014 EMCP will be deemed to have consented to this 2015 EMCP.

___________________________________________        _____________________
Covered Officer’s Signature                        Date

___________________________________________
Printed Name

___________________________________________
Title2015 2Q 10Q EX 10.3

Exhibit 10.3
FIRST AMENDMENT 
TO THE 
FEDERAL HOME LOAN MORTGAGE CORPORATION 
SUPPLEMENTAL EXECUTIVE RETIREMENT PLAN II  
(effective January 1, 2014)
FIRST AMENDMENT to the FEDERAL HOME LOAN MORTGAGE CORPORATION SUPPLEMENTAL EXECUTIVE RETIREMENT PLAN II (the “Plan”) by the FEDERAL HOME LOAN MORTGAGE CORPORATION (the “Corporation”), a corporation  organized and existing under the laws of the United States of America.
WITNESSETH
WHEREAS, the Plan was effective January 1, 2014; 
WHEREAS, the Corporation now desires to amend the Plan to change the exceptions to the requirement that a participant be employed on the last day of the plan year in order to share in an allocation of certain of the Supplemental Benefit Credits;
WHEREAS, Section 7.1 of the Plan permits the Corporation to amend the Plan; and
WHEREAS, the appropriate officer of the Corporation has been duly authorized to execute this amendment.
NOW THEREFORE, the Plan is amended as set forth below effective January 1, 2015.
Section 2.24 of the Plan is amended in its entirety to read as follows:
“2.24       Qualifying Termination.  A Participant’s termination of employment with an Employer on account of any of the following:
(a)           Retirement, which for this purpose means termination of employment on or after attainment of age 62 or on or after attainment of age 55 with at least 10 years of service (determined using a calculated service date that is based on original hire date as an employee of the Employer and/or previous service as an employee of the Employer); or
(b)           Involuntary termination of employment by the Employer unless the Participant:
(A)           is terminated for chronic unexcused absenteeism, disruptive behavior, refusal to perform assigned duties, or other lack of good faith efforts to perform to the best of his or her ability; or
(B)          is terminated for engaging in Significant Misconduct.  For purposes of this Section 2.24 Significant Misconduct includes, but is not limited to:  

1

•    Dishonesty, theft, fraud, breach of trust or fiduciary duty, or destruction of property; 
•    Insider trading or abuse, or other violation of law, including violations of certain laws dealing with financial institutions;
•    Conviction (including any plea of nolo contendre) of a crime involving violence, theft, or fraud, whether related to the Corporation or not; 
•    Harassment, discrimination or retaliation in violation of applicable policy or law; 
•    Disclosure or misuse of Confidential Information (as that term is defined in Corporation policy, the Code of Conduct, or a restrictive covenant and/or confidentiality agreement between the Participant and the Corporation); or
•    Other misconduct, such as a violation of any written policy of the Corporation that results in termination of employment.”

IN WITNESS WHEREOF, the Federal Home Loan Mortgage Corporation has caused this FIRST AMENDMENT to the FEDERAL HOME LOAN MORTGAGE CORPORATION SUPPLEMENTAL EXECUTIVE RETIREMENT PLAN II to be executed by its duly authorized officer this 3rd day of August, 2015.
FEDERAL HOME LOAN MORTGAGE      CORPORATION
                
	
	
	By:      /s/ Daniel Scheinkman                    

	Daniel Scheinkman

	Vice President – Compensation and Benefits

 

	
	
	ATTEST:

	   /s/ Alicia S. Myara                        

	Alicia S. Myara, Assistant Secretary

2

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