Document:

EX-10.16

 Exhibit 10.16 

SECUREWORKS CORP. 

INCENTIVE BONUS PLAN 

SecureWorks Corp., a Delaware corporation, adopts this SecureWorks Corp. Incentive Bonus Plan for the purpose of rewarding team members for
helping the Company meet or exceed its pre-defined performance goals, for delivering strong individual performance over the course of our fiscal year, and for acting in a manner consistent with the mission and values of the Company. This Plan shall
first be effective for the Company’s 2016 fiscal year. 
  

	1.	Definitions 

 As used herein, the following terms shall have the respective meanings
indicated: 
 “Board” shall mean the Board of Directors of the Company.  

“Bonus Pool” shall mean the maximum aggregate amount of Incentive Bonuses for a Plan Year that may be paid to all
Eligible Employees.  
 “Code” shall mean the U.S. Internal Revenue Code of 1986, as amended, as now
in effect or as hereafter amended, and any successor thereto. References in the Plan to any Code Section shall be deemed to include, as applicable, regulations, rulings, and guidance promulgated under such Code Section. 

“Committee” shall mean the Compensation Committee of the Board. 

“Company” shall mean SecureWorks Corp., a Delaware corporation, and any successor thereto.  

“Corporate Performance Modifier” shall mean a percentage modifier based on the Company’s or a business
unit’s performance against the pre-established objective financial and/or non-financial metrics and strategic goals as determined by the Committee on an annual basis in consultation with the Company’s Chief Executive Officer. 

“Eligible Earnings” shall mean, with respect to an Eligible Employee, such Eligible Employee’s earnings that the
Committee determines shall form the basis for an Incentive Bonus, consistent with each country’s respective legal and practical requirements. The Committee may determine inclusions and exclusions from Eligible Earnings to apply to groups of
employees on a country-wide or business unit/organizational basis as the Committee deems necessary or appropriate.  

 “Eligible Employee” shall mean each employee of the Company or any of its
subsidiaries or affiliates that the Committee determines, in its discretion, is eligible to participate in the Plan. The Committee may exclude groups of employees due to job function or on a country-wide or business unit/organizational basis as the
Committee deems necessary or appropriate.  
 “Executive Officer” shall mean an executive officer of
the Company, as designated from time to time by the Board.  
 “Individual Performance Modifier” shall
mean a percentage modifier, not to exceed 150%, based on an Eligible Employee’s achievement of (1) the goals and objectives assigned by the Eligible Employee’s manager and (2) such performance objectives and expectations
established by the Committee. An Individual Performance Modifier may be measured on an absolute basis or in relation to other employees. Failure to meet performance objectives, including, without limitation, failure to complete annual compliance
training requirements may result in an Individual Performance Modifier of 0%. 
 “Incentive Bonus”
shall mean, with respect to an Eligible Employee, the annual bonus amount payable under the Plan, as determined in accordance with Section 3. 

“Incentive Target” shall mean, for each Eligible Employee, a pre-determined percentage of Eligible Earnings.

 “Plan” shall mean this SecureWorks Corp. Incentive Bonus Plan, as it may be amended from time to time.
 
 “Plan Year” shall mean the Company’s fiscal year performance period. 

 

	2.	Eligibility 

 Eligibility under this Plan is limited to Eligible Employees designated by
the Committee in its sole and absolute discretion. No employee is an Eligible Employee until such designation. 
 Because employee retention
is an important objective of this Plan, an Eligible Employee who separates from employment prior to the end of the Plan Year will not receive an Incentive Bonus under this Plan unless designated by the Committee. Any Incentive Bonus amounts, payable
to Eligible Employees who are both U.S. persons and who perform services in the United States, that are not paid as a result of a termination of employment prior to final payment of all individual awards will be returned to the overall Bonus Pool
and redistributed to remaining U.S. Eligible Employees to the extent necessary to meet any minimum bonus commitment established before the end of the Plan Year. 
  

	3.	Incentive Bonus Calculation 

 (a) Subject to the Bonus Pool and subject to
Section 3(b) and Section 3(c), an Eligible Employee will receive an Incentive Bonus calculated as the product of (i) Eligible Earnings, multiplied by (ii) Incentive Target, multiplied by (iii) Corporate
Performance Modifier, multiplied by (iv) Individual Performance Modifier. 

 (b) Subject to the provisions of applicable law, the Committee shall have complete and absolute
authority and discretion to reduce the amount of any Incentive Bonus that would otherwise be payable to an Eligible Employee (including a reduction in such amount to zero) for any reasons that the Committee shall deem appropriate. 

(c) Notwithstanding anything to the contrary in this Section 3, in no event may an Eligible Employee’s Incentive Bonus exceed
the maximum amount that may be paid as an annual incentive award in a calendar year under the SecureWorks Corp. 2016 Long-Term Incentive Plan, as it may be amended from time to time, or its successor. 

 

	4.	Incentive Bonus Terms and Conditions 

 Incentive Bonuses will be subject to such
additional terms, provisions, and conditions that the Committee determines are appropriate. Such terms, provisions, and conditions may be evidenced by an electronic transmission (including an e-mail or reference to a website or other URL) sent to
the Eligible Employee through the Company’s normal process for communicating electronically with its employees. As a condition to receiving an Incentive Bonus, each Eligible Employee must accept and agree to such terms, provisions, and
conditions in such a manner as the Committee may prescribe. 
  

	5.	Payment of Incentive Bonuses 

 Incentive Bonuses shall be paid in cash at such times and
on such terms as are determined by the Committee in its sole and absolute discretion, provided that Incentive Bonus payments will be paid no later than the fifteenth (15th) day of the third
(3rd) month of the Plan Year following the end of the Plan Year for which the Incentive Bonuses were earned. 
  

	6.	General Provisions 

 6.1 Taxes. The Company shall have the right to withhold, or
require an Eligible Employee to remit to the Company, an amount sufficient to satisfy any applicable federal, state, local, or foreign withholding tax requirements imposed with respect to the payment of any Incentive Bonus. 

6.2 Inapplicability in Certain Jurisdictions. The Plan will not be available to employees who are 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 Committee. 

6.3 No Right to Incentive Bonus or Employment. Neither the establishment of the Plan, the provision for or payment of any amounts
hereunder, nor any action of the Company or the Committee with respect to the Plan shall be held or construed to confer upon any person (a) any legal right to receive, or any interest in, an Incentive Bonus or any other benefit under the Plan
or (b) any legal right to continue to serve as an employee of the Company or any subsidiary or affiliate of the Company. The Plan and any individual Incentive Bonus is offered as a gratuitous award at the sole discretion of the Company. 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 an employee to any remuneration or benefits not set forth in the Plan nor does it restrict the Company’s rights to increase or decrease the
compensation of any employee, except as otherwise required under applicable law. 
 Except as explicitly provided by law, the Incentive
Bonuses shall not become a part of any employment condition, regular salary, remuneration package, contract, or agreement but shall remain gratuitous in all respects. Incentive Bonuses are not to be taken into account for determining overtime pay,
severance pay, termination pay, pay in lieu of notice, or any other form of pay or compensation. 
 6.4 Plan Subject to Change.
Except as explicitly provided by applicable law, this Plan is provided at the Company’s sole discretion, and the Board or the Committee may modify or terminate it at any time, prospectively or retroactively, without notice or obligation for any
reason, except that, to the extent a minimum U.S. Bonus Pool commitment is established before the end of the Plan Year, the Committee does not have authority to modify or terminate that commitment. In addition, there is no obligation to extend the
Plan or establish a replacement plan in subsequent years. 
 6.5 Unfunded Plan. The Company shall have no obligation to reserve or
otherwise fund in advance any amounts that are or may in the future become payable under the Plan. Any funds that the Company, acting in its sole and absolute discretion, determines to reserve for future payments under the Plan may be commingled
with other funds of the Company and need not in any way be segregated from other assets or funds held by the Company. An Eligible Employee’s rights to payment under the Plan shall be limited to those of an unsecured general creditor of the
Company. 
 6.6 Compliance with Section 409A. The Plan is intended to comply with the requirements of Section 409A of the
Code and shall be interpreted and administered accordingly. This Plan is intended to be excluded from coverage under Section 409A of the Code pursuant to the “short-term deferral exception” under Section 1.409A-1(b)(4) of the
Treasury Regulations. If any provision of this Plan would otherwise conflict with this intent, the Company may amend the Plan to the extent necessary to comply with Section 409A of the Code. 

6.7 Nontransferability. Except as expressly provided by the Committee, the rights and benefits under the Plan are personal to an
Eligible Employee and shall not be subject to any voluntary or involuntary alienation, assignment, pledge, transfer, or other disposition. 

6.8 Limitation on Liability. No member of the Board or the Committee shall be liable for any action or determination made in good faith
with respect to the Plan. Notwithstanding any provision of the Plan to the contrary, neither the Company, a subsidiary, an affiliate, the Board, the Committee, nor any person acting on behalf of the Company, a subsidiary, an affiliate, the Board, or
the Committee will be liable to any person, including without limitation for any acceleration of income or any tax (including any interest and penalties), by reason of the failure 

 
of an Incentive Bonus to satisfy the requirements of Sections 162(m) or 409A of the Code or by reason of Section 4999 of the Code or for any reason otherwise asserted with respect to the
Incentive Bonus; provided, however, that this Section 6.8 shall not affect any of the rights or obligations set forth in a written contract or other written commitment between the Company, a subsidiary, or an affiliate and an Eligible
Employee. 
  

	7.	Administration 

 7.1 General Administrative Powers. The general administration of
the Plan and the duty to carry out its provisions shall be vested in the Committee. The Committee shall have the power to make reasonable rules and regulations required in the administration of the Plan; to make all determinations necessary for the
Plan’s administration; to construe and interpret the Plan wherever necessary to carry out its intent and purpose; and to facilitate its administration. The Committee shall have the exclusive right to determine eligibility for coverage and
benefits under the Plan, and the Committee’s good faith interpretation of the Plan shall be final, binding, and conclusive on all persons. Any dispute as to eligibility, type, amount, timing, or duration of benefits under the Plan or any
amendment or modification thereof shall be resolved by the Committee, in its sole and absolute discretion, under and pursuant to the Plan, and its decision of the dispute shall be final, binding, and conclusive on all parties to the dispute. 

Any claims for payments under the Plan or any other matter relating to the Plan must be presented in writing to the Committee within sixty
(60) days after the event that is the subject of the claim. The Committee will then provide a response within sixty (60) days, which shall be final, binding, and conclusive. 

7.2 Delegation. The Committee may delegate any or all of its authority and responsibilities with respect to the Plan, on such terms and
conditions as it considers appropriate, to the members of the Company’s management as it may determine; provided, however, that determinations and decisions regarding the Plan impacting Executive Officers may not be delegated and shall be made
by the Committee. All references to “Committee” herein shall include those persons to whom the Committee has properly delegated authority and responsibility pursuant to this subsection. 

 

	8.	Governing Law 

 The validity, interpretation, and effect of the Plan, and the rights of
all persons hereunder, shall be governed by and determined in accordance with the laws of the State of Delaware, other than the choice of law rules thereof. 

 IN WITNESS WHEREOF, the Company has caused the Plan to be executed in its name and on its behalf
by a duly authorized officer. 
 SECUREWORKS CORP. 

By:
                                         
                                     

Name:
                                         
                                

Title:EX-10.17

 Exhibit 10.17 

SECUREWORKS CORP. 

SEVERANCE PAY PLAN 
 FOR
EXECUTIVE EMPLOYEES 
 Effective             , 2016 

 

 SECUREWORKS CORP. 

SEVERANCE PAY PLAN 
 FOR
EXECUTIVE EMPLOYEES 
 Effective             , 2016 

BACKGROUND AND SCOPE 

Dell Inc. (“Dell”) previously adopted the Dell Inc. Severance Pay Plan for Executive Employees, amended and restated
effective July 14, 2010 (the “Dell Plan”), to provide severance benefits under the terms and conditions specified in the Dell Plan. Prior to the Effective Date, certain employees of the Company were eligible to participate in
the Dell Plan. In connection with the Company’s initial public offering, the Company determined it advisable to adopt this Plan for periods on and after the Effective Date. 

The Company intends the Plan to qualify as an “employee welfare benefit plan” within the meaning of Section 3(1) of ERISA. The
Plan shall, at all times, be interpreted and administered in accordance with ERISA and any other pertinent provisions of federal law. Except as specified in the Plan, no employee of the Company or any other person shall have any right to severance
benefits under the Plan or otherwise as a result of their performance of services for the Company or any of its related or affiliated entities. These Severance Benefits may be modified or eliminated at any time for any reason. 

ARTICLE I 
 PURPOSE 

The Plan provides Eligible Executives with severance benefits designed to mitigate the effects of unemployment in the event that their
employment is terminated by the Company as a result of a Qualifying Termination. 
 ARTICLE II 

DEFINITIONS 
 Wherever used
herein, the following terms have the following meanings unless the context clearly requires a different meaning: 
 2.1
“Administrator” means the Company’s Compensation Committee, as may be appointed from time to time by the Board. 

2.2 “Base Salary” means compensation equal to: 

(i) the annual base salary reported in the Company’s human resources database and as in effect on the last day on which
the Eligible Executive was actively performing services for the Company prior to his or her Separation Date (not including shift differentials, commissions, bonuses, incentive payments, benefits, perks, or overtime compensation); divided by 

 (ii) 12, for computations of monthly Base Salary, or 52, for computations of
weekly Base Salary. 
 2.3 “Beneficiary” means the first surviving person of the following: (i) surviving
spouse, (ii) the lineal descendants per stirpes, (iii) parents in equal shares, (iv) brother and sisters in equal shares, or (v) executor or administrator of his or her estate.  

2.4 “Board” means the Board of Directors of SecureWorks Corp. 

2.5 “Casual Employee” means an employee hired to supplement the work force during temporary periods or on an
intermittent basis, usually due to unusual or emergency workload. 
 2.6 “COBRA” means the Consolidated
Omnibus Budget Reconciliation Act of 1985, as amended from time to time. 
 2.7 “Code” means the Internal
Revenue Code of 1986, as amended from time to time. 
 2.8 “Company” means SecureWorks Corp., any successor
entity that adopts the Plan, or any subsidiary or affiliate of the Company which is designated by the Administrator as having adopted the Plan.  

2.9 “Comparable Job” means a job with the Company where (i) the Base Salary to be paid by the Company is not materially
reduced from the Base Salary previously paid by the Company to such executive; (ii) the grade level offered is not less than the grade level the executive held immediately prior to the date the executive was offered the job; and (iii) the
executive’s principal place of work is not changed on or before the first date of employment in the new job to a location that is a material distance from the executive’s principal place of work immediately prior to the date the executive
was offered the job, without the prior consent of the executive. For purposes of the preceding sentence, a distance of less than fifty (50) miles shall be treated as immaterial. 

2.10 “Effective Date” means , 2016. 

2.11 “Eligible Executive” means an individual who is classified as an Executive Employee and:  

(i) who is designated by the Administrator, in its sole and absolute discretion, as having experienced a Qualifying
Termination; 
 (ii) who is notified in writing by the Administrator or its duly authorized representative that his or her
employment with the Company will be terminated as part of a Qualifying Termination; 

  
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 (iii) who is employed by the Company to perform services for the Company in a
capacity of a regular employee of the Company; and 
 (iv) whose employment with the Company was in fact terminated solely as
a result of such Qualifying Termination. 
 The term “Eligible Executive” shall not include: (i) an Independent Contractor; (ii) a Casual
Employee; or (iii) a Temporary Employee. 
 2.12 “ERISA” means the Employee Retirement Income Security Act of
1974, as amended from time to time. 
 2.13 “Executive Employee” means an employee of the Company who is
designated as having a status of [Executive Director (grade level EF/IK) or Vice President (grade level EG/IL or higher)]. 

2.14 “Exempt Separation Pay” means payments that do not exceed the Safe Harbor Amount and may not be paid later than
the Safe Harbor Deadline.  
 2.15 “Independent Contractor” means a person the Company engaged to perform
services with the intention that those services would be performed in a capacity other than that of a common law employee, regardless of whether or not the actual facts and circumstances under which such person actually renders services to the
Company could be construed to establish that the person was or could be considered for any purpose to be a common law employee. 

2.16 “Plan” means this SecureWorks Corp. Severance Pay Plan for Executive Employees, as set forth herein and as may be
amended from time to time. 
 2.17 “Qualifying Termination” means the termination of employment of a Severance
Benefit Employee due to Workforce Reduction. 
 2.18 “Safe Harbor Amount” means two (2) times the lesser
of (i) the sum of the Eligible Executive’s annualized compensation based on the taxable year immediately preceding the year in which his or her Separation Date occurs or (ii) the maximum amount that may be taken into account under a
qualified plan pursuant to Code Section 401(a)(17) for the year in which the Eligible Executive’s Separation Date occurs. 

2.19 “Safe Harbor Deadline” means the last day of the second calendar year following the calendar year in which the
Eligible Executive’s Separation Date occurs.  
 2.20 “Separation Agreement and Release” means the
agreement that an Eligible Executive must execute prior to receiving any benefits under the Plan. The Administrator will provide a copy of the Separation Agreement and Release to the Eligible Executive when he or she is designated as a Severance
Benefit Employee under the Plan. 

  
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 2.21 “Separation Date” means the date designated by the Administrator on
which the Eligible Executive’s employment is terminated. 
 2.22 “Severance Benefit Employee” means an
Eligible Executive who: 
 (i) is designated by the Administrator, in its sole and absolute discretion, as a Severance
Benefit Employee; 
 (ii) continued to perform all of his or her job responsibilities, in a manner acceptable to the Company,
through his or her Separation Date; 
 (iii) did not, at any time subsequent to the Company’s decision to terminate the
employee receive an offer for continued employment in a Comparable Job; 
 (iv) did not, at any time subsequent to the
Company’s decision to terminate the employee, receive an offer for employment in a Similar Job, which was in any way arranged or facilitated by the Company; 

(v) prior to the date of the Company’s notification of the termination of employment, did not voluntarily terminate
employment or notify the Company of his or her intention or election to terminate employment at some future date by resignation, failure to appear for work, retirement, or otherwise; 

(vi) did not make any statements or engage in any actions that directly or indirectly defamed, disparaged, or detracted from
the Company’s reputation; damage or destroy any of the Company’s property; or otherwise injure or damage the Company; and 

(vii) maintained the confidentiality of any and all confidential or proprietary information of the Company at all times during
his employment with the Company. 
 2.23 “Severance Benefits” mean the benefits, if any, provided under ARTICLE III
to a Severance Benefit Employee. 
 2.24 “Short-Term Deferral” shall have the meaning set forth in Treasury
Regulation section 1.409A-1(b)(4) and the guidance related thereto. 
 2.25 “Similar Job” means a job with a new
employer where (i) the compensation offered by the new employer to the executive is not materially less than the Base Salary previously paid by the Company to the executive; (ii) the general nature of the executive’s anticipated
duties for the new employer are similar to the general nature of the duties the executive performed for the Company; and (iii) the executive’s principal place of work is not changed by the new employer on or before the first day of
employment with the new employer to any location that is a material distance from the executive’s principal place of work on the date prior to the date the executive was offered the job, without the prior consent of the executive. For purposes
of the preceding sentence, a distance of less than fifty (50) miles shall be treated as immaterial. 

  
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 2.26 “Temporary Employee” means a person that the Company contracted with
through a temporary service, agency, employee leasing company, staffing company, or a person individually who supplements the work force as a temporary employee, or is otherwise hired to perform services for the Company other than as an employee.

 2.27 “Workforce Reduction” means the reduction of the Company’s workforce as part of a designated cost
reduction program.  
 ARTICLE III 

SEVERANCE BENEFITS 
 3.1
Cash Severance Benefits. A Severance Benefit Employee shall receive a cash Severance Benefit equal to the greater of (i) the amount listed on the applicable Exhibit A to this Plan, or (ii) if applicable, the cash
severance benefit amount listed in any separate written agreement between the Eligible Executive and the Company. 
 3.2 Form of
Payment. Unless otherwise provided in a Separation Agreement and Release, the cash Severance Benefit shall be paid in a single lump sum payment within thirty (30) business days after the Company receives the executed Separation Agreement
and Release; provided, however, that all such lump sum amounts shall be paid not later than March 15th of the calendar year immediately following the calendar year during which an Eligible
Executive’s Separation Date occurs. In the event that an Eligible Executive’s Separation Agreement and Release provides that payments shall be made in installments, such payments shall be structured so as to be a Short-Term Deferral or
Exempt Separation Pay. Payments under the Plan shall be delivered in the form of a check or, at the Company’s discretion, through any other payment delivery method used to make payroll payments to an Eligible Executive. 

3.3 Additional Severance Benefits. A Severance Benefit Employee shall receive such other Severance Benefits as are listed in
Exhibit A.  
 3.4 Benefits Are Not Salary. Any Severance Benefits paid under the Plan are not considered
as salary for any employee benefit plan purposes. The number of weeks of Severance Benefits provided to a Severance Benefit Employee shall not be considered in calculating his or her entitlement, if any, to vacation, sick leave, bonus, incentive
salary, retirement, or other benefits except as is specifically provided in the Company’s other employee benefit plans.  

3.5 Re-employment. Any Eligible Executive who received a Severance Benefit under the Plan will not have any right to be
re-employed by the Company. If an Eligible Executive is re-employed by the Company within twelve (12) months from the date of his or her Separation Date, such Eligible Executive may, as a condition of reemployment, be required to repay to the
Company a portion of his or her Severance Benefits. 

  
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 ARTICLE IV 

DEDUCTIONS & FORFEITURES 

4.1 Deductions. To the extent permissible under federal or state law, the following items and amounts will be deducted from the
amount of Severance Benefits otherwise payable to an Eligible Executive under the Plan: 
 (i) Any salary or other
payments that the Eligible Executive receives (or may be entitled to receive) on termination of employment pursuant to any rights or entitlements that the Eligible Executive possesses or asserts pursuant to a written or oral employment agreement
with the Company or any successor thereto, regardless of whether the term of such agreement is expired or unexpired as of the Eligible Executive’s Separation Date; 

(ii) Any amounts that an Eligible Executive owes to the Company; 

(iii) Any severance pay or other wage replacement benefits payable or previously paid to the Eligible Executive or his
beneficiary from this Plan or any other plan or program maintained by the Company or any of its affiliates (other than any benefits payable from any pension, profit sharing, or stock bonus plan); 

(iv) Any amount of garnished earnings which would have been withheld from the Eligible Executive’s pay, if the Company has
been garnishing the Eligible Executive’s earnings pursuant to an order of garnishment, child support, or tax lien; and 

(v) The Company shall have the authority to withhold or to cause to have withheld applicable taxes from any payments under or
in accordance with the Plan to the extent required by law. 
 4.2 Forfeitures. An Eligible Executive shall forfeit any and all
rights to Severance Benefits under the Plan, and shall be obligated to repay any such benefits previously paid under the Plan, if the Administrator, in its sole discretion, determines that the Eligible Executive:  

(i) does not timely submit, and the Administrator does not actually receive, a valid and fully enforceable Separation Agreement
and Release from the Eligible Executive; 
 (ii) fails or has failed to fulfill any requirement of the Plan or otherwise does
not satisfy any of the terms and conditions of either the Plan or the Separation Agreement and Release; 
 (iii) prior to his
or her Separation Date or thereafter makes any statements or engages in any actions that directly or indirectly defame, disparage, or detract from the Company’ s reputation, damage or destroy any of Company’s property, otherwise injure or
damage the Company, or discloses any confidential or proprietary information regarding the Company; or 

  
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 (iv) subsequently revokes or otherwise takes action to set aside, avoid, or
violate the Separation Agreement and Release or the Plan’s terms. 
 By accepting any benefits under the Plan’s terms, an Eligible Executive shall
be deemed to have agreed to adhere to all terms of the Plan. The Eligible Executive also shall be deemed to agree that the Eligible Executive will repay any benefits that the Administrator determines he or she has received from the Plan in excess of
the amount provided under the Plan. Additionally, the Eligible Executive must repay all Severance Benefits that the Eligible Executive is paid or receives if the Eligible Executive asserts that he or she is or may be entitled to receive compensation
or other payments on termination of employment pursuant to any rights or entitlements that he or she possesses or asserts pursuant to a written or oral employment agreement with the Company, any affiliate of the Company, or any successor of either
the Company or its affiliates, regardless of whether the term of such agreement is expired or unexpired as of his or her Separation Date. 

ARTICLE V 
 REQUIREMENT FOR
RECEIPT OF SEVERANCE BENEFITS 
 In order to receive payment of any Severance Benefits under the Plan, the Eligible Executive must
comply with all requirements of this ARTICLE V. 
 5.1 Execution of Separation Agreement and Release. In order for an Eligible
Executive to receive his or her Severance Benefit, the Eligible Executive must first execute the Separation Agreement and Release within the particular time period specified in the Separation Agreement and Release, which shall be no later than
forty-five (45) days following the Eligible Executive’s receipt of the Separation Agreement and Release or such earlier date as required by the Separation Agreement and Release (such deadline, the “Release Deadline”). The
Separation Agreement and Release may provide for an additional revocation period of at least seven (7) days (the “Revocation Period”). The executed Separation Agreement and Release must actually be received by the
Administrator, or its duly authorized representative, at the address specified by the Administrator, within seven (7) days after the Release Deadline to be considered timely. Notwithstanding the preceding, if the Eligible Executive does not
properly execute the Separation Agreement and Release by the applicable deadline, or, in the case of a Separation Agreement and Release that includes a Revocation Period, revokes an executed Separation Agreement and Release, the Eligible Executive
will receive only those benefits required by applicable law. If the Eligible Executive’s Separation Date and the Release Deadline fall in two separate taxable years, any payments required to be made to Eligible Executive that are treated as
nonqualified deferred compensation for purposes of Code Section 409A shall be made in the later taxable year. 
 5.2 Right to
Recovery. The Company shall have the right to recover any payment made to an Eligible Executive in excess of the amount to which the Eligible Executive is entitled to under the terms of the Plan. Such recovery may be from the Eligible Executive,
the Beneficiary, or any insurer or other organization or entity thereby enriched. In the event such repayment is not made by the Eligible Executive, such repayment shall be made either by (i) reducing or suspending any future payments hereunder
to the Eligible Executive or (ii) requiring an assignment of a portion of the Eligible Executive’s earnings, until the amount of such excess payments are fully recovered. The Company shall also have the right to recover any payment made to
an Eligible Executive under 

  
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the Plan if he or she later asserts to be entitled to compensation or other payments on termination of employment pursuant to any rights or entitlements that he or she possesses or asserts
pursuant to a written or oral employment agreement with the Company or any successor thereto, regardless of whether the term of such agreement is expired or unexpired as of his or her Separation Date. 

5.3 Payment of Severance Benefits. Severance Benefits provided under the Plan shall be paid to the Eligible Executive within the
timeframe provided for in Section 3.2, but no earlier than the day following the expiration of any Revocation Period outlined in the Separation Agreement and Release, if applicable, assuming such Separation Agreement and Release has not been
revoked. If the Eligible Executive is, in the opinion of the Administrator, not competent to affect a valid release for payment of any benefit due him or her under the Plan and if no request for payment has been received by the Administrator from a
duly appointed guardian or other legally appointed representative of the Eligible Executive, the Company may make direct payment to the individual or institution appearing to the Administrator to have assumed custody or the principal support of the
Eligible Executive. If the Eligible Executive dies before receipt of his or her Severance Benefits to which he or she is entitled under the Plan, such benefits shall be paid to the Eligible Executive’s Beneficiary, if not otherwise required by
law.  
 5.4 Acceptance of Severance Benefit. By accepting any Severance Benefits from the Plan, the Eligible Executive
shall be deemed to have agreed to adhere to all terms of the Plan.  
 ARTICLE VI 

CLAIMS AND APPEAL PROCEDURES 

6.1 Claims Procedures. Severance Benefits will be automatically paid to an Eligible Executive who qualifies for such benefits
under the Plan and who signs and does not revoke the Separation Agreement and Release. An Eligible Executive who believes he or she is entitled to Severance Benefits under this Plan and has not been provided such benefits must file a written claim
for such benefits with the Administrator. The Administrator shall render a written decision concerning the claim not later than ninety (90) days after its receipt, unless special circumstances require an extension of time for processing the
claim, in which case a decision will be rendered not later than one hundred twenty (120) days after receipt of the claim. Written notice of the extension will be furnished to the Eligible Executive prior to the expiration of the initial ninety
(90)-day period and will indicate (i) the special circumstances requiring an extension of time for processing the claim and (ii) the date the Administrator expects to render its decision. For purposes of this Section 6.1, any payment
of Severance Benefits under this Plan shall be treated as the issuance of a written decision by the Administrator to approve the claim for benefits.  

If the claim is denied, in whole or in part, such decision shall include (i) the specific reasons for the denial; (ii) a reference
to the Plan provision(s) constituting the basis of the denial; (iii) a description of any additional material or information necessary for the Eligible Executive to perfect his or her claim; (iv) an explanation as to why such additional
material or information is necessary; and (v) a description of how the claim review procedure is administered. If the notice of denial is not furnished in accordance with the above procedure, the claim shall be deemed denied, and the Eligible
Executive is then permitted to appeal the decision. 

  
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 6.2 Appeal Procedure. If the Eligible Executive’s claim is denied, in whole or
in part, he or she then has sixty (60) days to appeal the decision. An appeal must be submitted in writing to the Administrator. The Eligible Executive may also submit a written request to review copies of the pertinent Plan documents in
connection with his or her appeal. The Administrator will review the appeal and determine if a meeting with the Eligible Executive is necessary to reach a decision. If the Administrator determines a meeting is necessary, the Eligible Executive must
submit a written “statement of position” containing all pertinent details of the appeal and the supporting reasons, as well as any questions the Eligible Executive may have regarding the appeal. The statement of position must be received
by the Administrator at least fourteen (14) days before the scheduled meeting. If the statement of position is not received in a timely manner, the Administrator may cancel the meeting. No action may be brought for Severance Benefits provided
under the Plan or any amendment or modification thereof, or to enforce any right thereunder, until a claim has been submitted and the appeal rights under the Plan have been exhausted.  

ARTICLE VII 
 PLAN
ADMINISTRATION 
 7.1 In General. The general administration of the Plan and the duty to carry out its provisions shall be
vested in the Administrator, which shall be the named fiduciary of the Plan for purposes of ERISA. The Administrator shall administer the Plan and any Severance Benefits provided under the Plan. The Administrator may, in its discretion, secure the
services of other parties, including agents and/or employees, to carry out the day-to-day functions necessary to an efficient operation of the Plan. The Administrator
shall have the exclusive, discretionary right to interpret the terms of the Plan, to determine eligibility for coverage and benefits, and to make such other determinations and to exercise such other powers and responsibilities as shall be provided
for in the Plan or shall be necessary or helpful with respect thereto, and its good faith interpretations and decisions shall be final, binding, and conclusive upon all persons.  

7.2 Reimbursement and Compensation. The Administrator shall receive no compensation for its services as Administrator, but it
shall be entitled to reimbursement for all sums reasonably and necessarily expended by it in the performance of such duties. 

7.3 Rulemaking Powers. The Administrator shall have the discretionary power to make reasonable rules and regulations required in
the administration of the Plan; make all determinations necessary for the Plan’s administration, except those determinations which the Plan requires others to make; and construe and interpret the Plan wherever necessary to carry out its intent
and purpose and to facilitate its administration. The Administrator shall have the exclusive right to determine, in its discretion, eligibility for coverage and benefits under the Plan and waive any requirements under the Plan’s terms, and the
Administrator’s good faith interpretation of the Plan shall be final, binding, and conclusive on all persons. Any dispute as to eligibility, type, amount, or duration of benefits under the Plan or any amendment or modification thereof shall be
resolved by the Administrator under and pursuant to the Plan, in its sole and absolute discretion, and its decision of the dispute shall be final, binding, and conclusive on all parties to the dispute. In the exercise of such discretionary powers,
the Administrator shall treat all similarly situated Eligible Executives uniformly and equitably under the Plan. The Administrator will be the named fiduciary for purposes of Section 402(a)(1) of ERISA with respect to all duties and powers
assigned to the Administrator hereunder and will be responsible for complying with all reporting and disclosure requirements of Part I of Subtitle B of Title I of ERISA. 

  
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 7.4 Indemnification. To the extent permitted by law, the Company shall indemnify
any persons acting on its behalf in fulfilling its duties as Administrator against any and all claims, losses, damages, expenses, or liabilities arising from its responsibilities in connection with the Plan, unless the same is deemed to be due to
intentional misconduct or such indemnification is prohibited by ERISA. 
 ARTICLE VIII 

MISCELLANEOUS 
 8.1
Amendment and Termination. The Company, acting through its chief executive officer or such other person or committee appointed by its board of directors, reserves the right to amend or terminate the Plan at any time it may deem advisable
without the consent of any person or entity. Severance Benefits payable to an Eligible Executive or his or her Beneficiary under the Plan prior to the amendment or termination of the Plan shall continue to be due and payable under the Plan. Any
amendment or termination shall be effective when adopted in a written instrument, and all Eligible Executives and their Beneficiaries and other persons shall be bound thereby. If the Plan is amended to improve benefits, the amendment will only apply
to Eligible Executives who terminate employment after the effective date of the amendment, unless the amendment specifies that it also applies to employment terminations occurring before the effective date of the amendment. If the Plan is
terminated, employment terminations that occur after the effective date of the termination of the Plan will not be covered by the Plan. 

8.2 Limitation of Rights. Neither the establishment of the Plan nor any amendment thereof, nor the payment of any benefits, will
be construed as giving to any Eligible Executive, or other person, any legal or equitable right against the Company or any person acting on behalf of the Company. Likewise, nothing appearing in or completed pursuant to the Plan shall be held or
construed to create a contract of employment with any Eligible Executive, to continue the current employment status, or to modify his or her terms of employment in any way; nor shall any provision hereof restrict the right of the Company to
discharge any of its employees or restrict the right of any such employee to terminate his or her employment with the Company. 

8.3 Governing Law. The Plan shall be governed and construed in accordance with ERISA and any other applicable federal law and, to
the extent not preempted by federal law, the laws of the State of Georgia. Except as otherwise mandated by federal law, exclusive jurisdiction over all disputes and actions arising under, or directly or indirectly relating to, the Plan shall be in
Fulton County, Georgia.  
 8.4 Funding and Source of Severance Benefits Payments. Any Severance Benefits payable under
the Plan shall be paid from the general assets of the Company. Nothing in the Plan shall be construed to create a trust or to establish or evidence any Eligible Executive’s claim of any right to payment of any benefits other than as an
unsecured general creditor with respect to any payment to which such Eligible Executive may be entitled. 

  
 Page 11 of 19 

 8.5 Successor Employer. In the event of a merger, consolidation, dissolution, or
reorganization of the Company or transfer of all or substantially all of its assets to any other corporation, partnership, or association, a provision may be made by such successor corporation, partnership, or association, at its election, for the
continuation of the Plan created hereunder by such successor entity. Such successor shall, upon its election to continue the Plan, be substituted in place of the Company by an instrument duly authorizing such substitution.  

8.6 Severability. If any provision of the Plan is held invalid or unenforceable, its validity or unenforceability shall not
affect any other provisions of the Plan, and the Plan shall be construed and enforced as if such provision had not been included herein. 

8.7 Captions. The captions contained herein are inserted only as a matter of convenience and for reference and in no way define,
limit, enlarge, or describe the scope or intent of the Plan, nor in any way shall affect the Plan or the construction of any provision thereof. 

8.8 Gender and Numbers. Terms used in the masculine shall also include the feminine and be neutral where appropriate. Terms in
the singular shall include the plural where appropriate and vice versa. 
 8.9 Non-transferability. No benefit, right,
or interest of any Eligible Executive hereunder shall be subject to anticipation, alienation, sale, transfer, assignment, pledge, encumbrance or charge, seizure, attachment or legal, equitable, or other process or be liable for, or subject to, the
debts, liabilities, or other obligations of such persons, except as otherwise required by law. 
 8.10 Limitations. No
action may be brought for benefits provided by this Plan or any amendment or modification thereof, or to enforce any right thereunder, until after the claim has been submitted to and determined by the Administrator, and thereafter the only action
which may be brought is one to enforce the decision of the Administrator. Any legal action must commence within twelve (12) calendar months immediately following the date of such Administrator’s decision made pursuant to Section 6.2
above. 
 8.11 Non-Duplication of Benefit. No provisions in this Plan shall be deemed to duplicate any compensation or
benefits provided under any agreement, plan, or program covering the Eligible Executive (including, without limitation, the Dell Plan) with respect to the same Qualifying Termination, and any duplicative amount payable under any such agreement,
plan, or program shall be applied as an offset to reduce the amounts otherwise payable hereunder. 
 8.12 Information
Requested. The Eligible Executive or other persons shall provide the Company, the Administrator, or their authorized representatives with such information and evidence, and shall sign such documents, as may reasonably be requested from time to
time for the purpose of administration of the Plan. 

  
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 8.13 Mistaken Payments. Any amounts paid to an Eligible Executive or other person
in excess of the amount to which he or she is entitled hereunder shall be repaid by the Eligible Executive or other person promptly following the sooner of receipt by the Eligible Executive or other person of a notice of such excess payments
or when such person has knowledge of the excess payments. In the event such repayment is not made by the Eligible Executive or other person, such repayment shall be made, at the discretion of the Administrator, either by reducing or suspending
future payments hereunder to the Eligible Executive or other person or by requiring an assignment of a portion of the Eligible Executive or other person’s earnings, until the amount of such excess payments are recovered by the Administrator.

 8.14 Integration with WARN Act. To the extent that any federal, state, or local law, including, without limitation, any
so-called “plant closing” laws, requires the Company to give advanced notice or make payment of any kind to an Eligible Executive because of his or her involuntary termination due to a layoff, reduction in force, plant or facility closing,
sale of business, change of control, or any other similar event or reason, the Severance Benefits provided under this Plan may either be reduced or eliminated. The benefits provided under this Plan are intended to satisfy any and all statutory
obligations that may arise out of any Eligible Executive’s involuntary termination for any of the foregoing reasons, and the Administrator shall construe and implement the terms of this Plan in its sole discretion. Included in the scope of the
foregoing, (i) if an Eligible Executive receives notice from the Company pursuant to the Workers Adjustment and Retraining Notification (WARN) Act and remains employed during the WARN notice period, then the Severance Benefits payable to the
Eligible Executive may be reduced by the pay and benefits received by such Eligible Executive during the WARN notice period, and (ii) if an Eligible Executive receives notice from the Company pursuant to the Workers Adjustment and Retraining
Notification (WARN) Act and does not remain employed during some or all of the WARN notice period, then the Severance Benefits payable to the Eligible Executive shall be reduced any amount the Company is required to pay to such Eligible Executive as
compensation for its failure to provide timely notice under the WARN Act. An Eligible Executive shall not be required to sign a Separation Agreement and Release solely with respect to the portion of any payment under this Plan which must be paid
pursuant to the Workers Adjustment and Retraining Notification (WARN) Act or any other comparable law. 
 8.15
Section 409A Limitation. Each payment of Severance Benefits, including any outplacement benefits or continued medical benefits, shall be treated as a separate payment for purposes of the Short-Term Deferral rules under Treasury
Regulation Section 1.409A-1(b)(4)(i)(F), the exemption for involuntary terminations under separation pay plans under Treasury Regulation Section 1.409A-1(b)(9)(iii), the exemption for medical expense reimbursements under Treasury
Regulation Section 1.409A-1(b)(9)(v)(B), and the exemption for in-kind benefits under Treasury Regulation Section 1.409A-1(b)(9)(v)(C). No amount shall be payable under this Plan unless such amount (i) is paid on or before
March 15th day of the calendar year immediately following the applicable Separation Date or (ii) is paid on or before the last day of the second calendar year following the year during
which an Eligible Executive’s Separation Date occurred and is includable in a group of payments which does not exceed the lesser of two times the Eligible Executive’s annual Base Salary in the year prior to the year during which the
Separation Date occurred or two times the limit under Code Section 401(a)(17) as then in effect.  

  
 Page 13 of 19 

 8.16 Entire Document. THE BENEFITS DESCRIBED IN THE PLAN ARE INTENDED TO BE THE
ENTIRE BENEFITS PAYABLE TO AN ELIGIBLE EXECUTIVE WHOSE EMPLOYMENT IS TERMINATED SOLELY AS A RESULT OF A QUALIFYING TERMINATION, OTHER THAN BENEFITS PROVIDED BY ANOTHER EMPLOYEE BENEFIT PLAN OF THE COMPANY. BY ELECTING TO PARTICIPATE IN THE PLAN AND
SIGNING THE SEPARATION AGREEMENT AND RELEASE ON THE FORM PROVIDED TO THE ELIGIBLE EXECUTIVE BY THE COMPANY, THE ELIGIBLE EXECUTIVE WAIVES HIS OR HER RIGHT TO BENEFITS UNDER ANY AND ALL PRIOR SEVERANCE AGREEMENTS, UNDERSTANDINGS, EMPLOYMENT, OR OTHER
AGREEMENTS, DESCRIPTIONS, OR ARRANGEMENTS. 

  
 Page 14 of 19 

 IN WITNESS WHEREOF, the Company has caused the Plan to be executed in its name and on its behalf
by a duly authorized officer. 
  

			
	SECUREWORKS CORP.
		
	By:	 	  

	Name:	 	  

	Title:	 	  

  
 Page 15 of 19 

 Exhibit A 

DESCRIPTION OF SEVERANCE BENEFITS 

(Attached) 

  
 Page 16 of 19 

 Schedule A-1 

Standard Severance Benefits 

(Individuals Described in Any Other Schedule to Exhibit A Excluded) 

This Schedule A-1 to Exhibit A to the SecureWorks Corp. Severance Pay Plan for Executive Employees lists the
Severance Benefits provided to Severance Benefit Employees under the Plan’s terms; provided that the benefits described in Sections 3 and 4 shall not apply to any Executive Employee who is classified as a “Covered Employee” for
purposes of Section 162(m)(3) of the Code. Individuals eligible to receive benefits under any other Schedule to Exhibit A shall not be eligible to receive benefits under this Schedule A-1. 

 

	1.	Severance Pay. If an Eligible Executive signs and does not revoke a Separation Agreement and Release, he or she will be eligible to receive Severance Pay in the amount of (i) six months of Base Salary, plus
(ii) an additional one week of Base Salary for each whole year of service with the Company, Dell, and their subsidiaries or affiliates, calculated from the Eligible Executive’s service date to the scheduled Separation Date, with a one week
minimum. This payment will not include 401(k) or any other benefits-related deductions. However, all applicable taxes will be withheld. 

If an Eligible Executive does not sign the Separation Agreement and Release or if the Eligible Executive revokes a signed Separation Agreement
and Release, the only benefits payable hereunder shall be such amounts as are required by applicable law. 
  

	2.	COBRA Benefits Payment Coverage. If an Eligible Executive signs and does not revoke a Separation Agreement and Release and he or she enrolls in COBRA coverage, the Company will pay the first six (6) months
of the Eligible Executive’s COBRA premiums. 

 If an Eligible Executive does not sign the Separation Agreement and Release
or if the Eligible Executive revokes a signed Separation Agreement and Release, the only COBRA benefits payable hereunder shall be those benefits required by applicable law. 
  

	3.	Short-Term Incentive Plan Payments. If an Eligible Executive signs and does not revoke a Separation Agreement and Release and such Eligible Executive is participating in the SecureWorks Corp. Incentive Bonus Plan
(or any other predecessor or successor plan of the Company or any of its affiliates under which the Eligible Executive is entitled to receive a short-term incentive payment) on his or her Separation Date, the Eligible Executive will receive an
additional Severance Benefit equal to a prorated award payout. This payout amount will be calculated using: 

  

	 	•	 	A payout modifier of 75%. 

  

	 	•	 	A proration factor based on the number of days in the fiscal year that the Eligible Executive was employed by the Company, Dell, and their subsidiaries or affiliates through his or her Separation Date.

  
 Page 17 of 19 

	 	•	 	The Eligible Executive’s Base Salary on his or her Separation Date. 

  

	 	•	 	The plan target for the Eligible Executive’s grade. 

  

	 	•	 	Assumed corporate performance and individual modifiers of 100%. 

 Amounts payable under this
Section 3 will be paid to the Eligible Executive through direct deposit (if available) within thirty (30) business days after the Administrator’s receipt of the signed Separation Agreement and Release. 

If an Eligible Executive does not sign the Separation Agreement and Release or if the Eligible Executive revokes a signed Separation Agreement
and Release, the Eligible Executive will not receive any short-term incentive plan payments. 
  

	4.	Long-Term Incentive Plan Payments. If an Eligible Executive signs and does not revoke a Separation Agreement and Release and such Eligible Executive holds unvested long-term incentive grants which are due to vest
within ninety (90) days following his or her Separation Date, such Eligible Executive will receive an additional Severance Benefit equal to a prorated portion of the value of such grants. This payout amount will be calculated using the
following calculation formula as applicable: 

  

	 	•	 	Stock Options: 75% TIMES number of options due to vest within ninety (90) days after the Eligible Executive’s Separation Date TIMES (the Company’s average closing price for the week prior to the
week of the Eligible Executive’s Separation Date MINUS the option exercise price). If this value is negative, it will be excluded from the payment calculation. 

 

	 	•	 	Restricted (and Performance Based) Stock Units: 75% TIMES number of units due to vest within ninety (90) days after the Eligible Executive’s Separation Date TIMES the Company’s average closing
price for the week prior to the week of the Eligible Executive’s Separation Date. 

  

	 	•	 	Long-Term Cash: 75% TIMES value of cash due to vest within ninety (90) days after the Eligible Executive’s Separation Date. 

Amounts payable under this Section 4 will be paid to the Eligible Executive through direct deposit (if available) within thirty
(30) business days after the Administrator’s receipt of the signed Separation Agreement and Release. 
 If an Eligible Executive
does not sign the Separation Agreement and Release or if the Eligible Executive revokes a signed Separation Agreement and Release, the Eligible Executive will not receive any long-term incentive plan payments. 

  
 Page 18 of 19 

 NOTE: The terms and conditions of an Eligible Executive’s Long-Term Incentive award
agreements remain in full force and effect following the termination of his or her employment. An Eligible Executive’s agreements may require the Eligible Executive to return shares of stock, share value, option proceeds, or cash award payments
if he or she engages in certain conduct detrimental to the Company after the Eligible Executive’s termination of employment. 
 5.
Outplacement Benefits. If an Eligible Executive signs and does not revoke a Separation Agreement and Release, such Eligible Executive will receive six (6) months of executive outplacement services, provided the Eligible Executive commences
use of such benefits within sixty (60) days following his or her Separation Date. 
 If an Eligible Executive does not sign the
Separation Agreement and Release or if the Eligible Executive revokes a signed Separation Agreement and Release, the Eligible Executive will not receive any outplacement benefits. 

  
 Page 19 of 19

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