Document:

Tenth Amendment dated August 3, 2010 to Management Services Agreement

 Exhibit 4.5 
 TENTH AMENDMENT TO 
 MANAGEMENT SERVICES AGREEMENT 

Between 

AT&T MEXICO, INC. 
 A
corporation duly organized under the laws of the State of Delaware, United States of America, with headquarters in Wilmington, Delaware, USA, hereinafter “AT&T MEXICO”, with Permanent Establishment in the United Mexican States.
Establishment in the terms provided in the Income Tax Law with address at Parque Via 190-12th floor, Colonia Cuauhtémoc, 06599, Mexico City, D.F. 
 And 
 AMÉRICA MÓVIL, S.A.B. DE C.V. 

A sociedad anónima bursátil de capital variable duly organized under the laws of the United Mexican States, with its principal place
of business in Mexico City, D.F., hereinafter “AMÉRICA MÓVIL”. 

 This TENTH AMENDMENT TO MANAGEMENT SERVICES AGREEMENT is made as of August 3, 2010
(the “Amendment”), between AT&T MEXICO and AMÉRICA MÓVIL. 
 WHEREAS, AT&T MEXICO and
AMÉRICA MÓVIL entered into that certain Management Services Agreement dated February 27, 2002 as amended by that certain First Amendment to Management Services Agreement dated as of January 1, 2003; that certain Second
Amendment to Management Services Agreement dated as of October 29, 2003; that certain Third Amendment to Management Services Agreement dated as January 1, 2004; that certain Fourth Amendment to Management Services Agreement dated as of
January 31, 2005; that certain Fifth Amendment to Management Services Agreement dated as of December 31, 2005; that certain Sixth Amendment to Management Services Agreement dated as of February 1, 2007, that certain Seventh Amendment
to Management Services Agreement dated as of July 7, 2010, that certain Eighth Amendment to Management Services Agreement dated as of September 23, 2009, and that certain Ninth Amendment to Management Services Agreement dated as of
November 18, 2009 (as amended, the “MSA”). 
 WHEREAS, AT&T MEXICO and AMÉRICA MÓVIL desire to
amend the MSA as provided herein. 
 NOW, THEREFORE, in consideration of the premises and the mutual agreements and covenants
hereinafter set forth, the parties hereto hereby agree as follows: 
 SECTION 1. The parties acknowledge that in compensation
for services rendered by AT&T MEXICO under the MSA for the eighth year (2009) of the term thereto, AMÉRICA MÓVIL paid AT&T MEXICO in 2009 SEVEN AND A HALF MILLION US DOLLARS (US $7,500,000.00), in twelve monthly
installments of SIX HUNDRED TWENTY-FIVE THOUSAND US DOLLARS (US $625,000.00), plus value added tax. 
 SECTION 2. In accordance
with the terms of Clause FOURTH of the MSA, AMÉRICA MÓVIL shall pay AT&T MEXICO SEVEN AND A HALF MILLION US DOLLARS (US $7,500,000.00) plus value added tax, for the ninth year (2010) of the term of the MSA in

  
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compensation for services rendered by AT&T MEXICO thereunder. AMÉRICA MÓVIL shall make this SEVEN AND A HALF MILLION US DOLLAR (US $7,500,000.00) payment to AT&T MEXICO in
twelve monthly installments of SIX HUNDRED TWENTY-FIVE THOUSAND US DOLLARS (US $625,000.00), plus value added tax, through wire transfer of immediately available funds payable in United States Dollars to a bank account designated by AT&T MEXICO
(which monthly payments commenced in January 2009). No later than the end of November 2010, the parties shall begin consultations and use best efforts to agree on compensation to be paid to AT&T MEXICO for the remaining term of the MSA.

 SECTION 3. This Amendment and the MSA are hereby confirmed as being in full force and effect. 

SECTION 4. This Amendment may be executed in one or more counterparts, and by the different parties hereto in separate counterparts, each
of which when executed shall be deemed to be an original but all of which taken together shall constitute one and the same agreement. 
 SECTION 5. For interpretation and fulfillment of this Amendment, the parties expressly agree to submit to the laws of the territory and courts of Mexico City, D.F., waiving the application of any other
law or jurisdiction of any court that might have jurisdiction over them by reason of their current or future address. 
 This
agreement is entered in Mexico City, D.F., on the date first set forth above. 
  

					
	AT&T MEXICO, INC.	 		 	AMÉRICA MÓVIL, S.A.B. DE C.V.
			
	 /s/ Michael Bowling
 By: Michael Bowling
 President AT&T Mexico, Inc.
	 		 	 /s/ Alejandro Cantú Jiménez
 By: Alejandro Cantú Jiménez
 General Counsel

  
 3Eleventh Amendment dated February 23, 2011 to Management Services Agreement

 Exhibit 4.6 
 ELEVENTH AMENDMENT TO 
 MANAGEMENT SERVICES AGREEMENT 

Between 

AT&T MEXICO, INC. 
 A
corporation duly organized under the laws of the State of Delaware, United States of America, with headquarters in Wilmington, Delaware, USA, hereinafter “AT&T MEXICO”, with Permanent Establishment in the United Mexican States.
Establishment in the terms provided in the Income Tax Law with address at Lago Zurich No. 245, Edificio Presa Falcón, Piso 14, Colonia Ampliación Granada, 11529, México, D.F. 

And 
 AMERICA
MOVIL, S.A.B. DE C.V. 
 A sociedad anónima bursatil de capital variable duly organized under the laws of the United Mexican
States, with its principal place of business in Mexico City, D.F., hereinafter “AMÉRICA MÓVIL”. 

 This ELEVENTH AMENDMENT TO MANAGEMENT SERVICES AGREEMENT is made as of February 23,
2011 (the “Amendment”), between AT&T MEXICO and AMÉRICA MÓVIL. 
 WHEREAS, AT&T MEXICO and
AMÉRICA MÓVIL entered into that certain Management Services Agreement dated February 27, 2002 as amended by certain First Amendment to Management Services Agreement dated as of January 1, 2003; that certain Second Amendment
to Management Services Agreement dated as of October 29, 2003; that certain Third Amendment to Management Services Agreement dated as January 1, 2004; that certain Fourth Amendment to Management Services Agreement dated as of
January 31, 2005; that certain Fifth Amendment to Management Services Agreement dated as of December 31, 2005; that certain Sixth Amendment to Management Services Agreement dated as of February 1, 2007, that certain Seventh Amendment
to Management Services Agreement dated as of July 7, 2010, that certain Eighth Amendment to Management Services Agreement dated as of September 23, 2009, that certain Ninth Amendment to Management Services Agreement dated as of
November 18, 2009, and that certain Tenth Amendment to Management Services Agreement dated as of August 3, 2010 (as amended, the “MSA”). 
 WHEREAS, AT&T MEXICO and AMÉRICA MÓVIL desire to amend the MSA as provided herein. 
 NOW, THEREFORE, in consideration of the premises and the mutual agreements and covenants hereinafter set forth, the parties hereto hereby agree as follows: 

SECTION 1. In accordance with the terms of Clause FOURTH of the MSA, AMÉRICA MÓVIL shall pay AT&T MEXICO TEN MILLION US
DOLLARS (US $10,000,000.00) plus value added tax, for the tenth year (2011) of the term of the MSA in compensation for services rendered by AT&T MEXICO thereunder. AMÉRICA MÓVIL shall make this TEN MILLION US DOLLAR (US
$10,000,000.00) payment to AT&T MEXICO in twelve monthly installments of EIGHT HUNDRED THIRTY THREE THOUSAND THREE HUNDRED THIRTY THREE US DOLLARS and THIRTY THREE CENTS (US $833,333.33), plus value added tax, through wire transfer of
immediately available funds payable in United States Dollars to a bank account designated by AT&T MEXICO (which monthly payments commenced in January 2011). No 

  
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later than the end of November 2011, the parties shall begin consultations and use best efforts to agree on compensation to be paid to AT&T MEXICO for the remaining term of the MSA.

 SECTION 2. This Amendment and the MSA are hereby confirmed as being in full force and effect. 

SECTION 3. This Amendment may be executed in one or more counterparts, and by different parties hereto in separate counterparts, each of
which when executed shall deemed to be an original but all of which taken together shall constitute one and the same agreement. 

SECTION 4. For interpretation and fulfillment of this Amendment, the parties expressly agree to submit to the laws of the territory and
courts of Mexico, City, D.F., waiving the application of any other law or jurisdiction of any court that might have jurisdiction over them by reason of their current or future address. 

This agreement is entered in Mexico City, D.F., on the date first set forth above. 

 

					
	AT&T MEXICO, INC.	 		 	AMÉRICA MÓVIL, S.A.B. DE C.V.
			
	 /s/ Michael Bowling
 By: Michael Bowling
 President
	 		 	 /s/ Alejandro Cantú Jiménez
 By: Alejandro Cantú Jiménez
 General Counsel

  
 3Universal Orlando 2011 Annual Incentive Plan

 EXHIBIT 10.1 
 UNIVERSAL 
 OrlandoSM 

RESORT 

Variable Pay Plan 
 Documentation 
  

 
 Annual
Incentive Plan 
 Effective January 2011-December 2011 

 Annual Incentive Plan – Effective 1/11-12/11 

Plan Name: 
 Annual Incentive Plan (AIP)

 Plan Inception Date: 

Unknown 
 Plan Period: 

January 2011 – December 2011 
 Plan
Review Date: 
 2/2011 
 Plan
Purpose: 
 To provide incentive and reward to Universal Orlando (UO) executives who contribute to UO’s success. 

The Plan is specifically designed to support UO’s business needs and fit its culture. The Plan directly supports the long-term objectives of UO and,
when business goals are met or exceeded, will pay competitive incentive compensation levels. 
 Plan Objectives: 

 

	 	•	 	 Provide incentive to executives to perform at superior levels in support of the Company’s financial and strategic goals.

  

	 	•	 	 Encourage a team approach throughout UO. 

  

	 	•	 	 Reward participants for their contribution to the Company’s success. 

 

	 	•	 	 Enable UO to attract and retain outstanding team members. 

 

	 	•	 	 Ensure that UO operating plans are understood and implemented throughout each operating unit and division. 

 

	 	•	 	 Provide a format and systematic approach to be utilized for determining individual awards under the Plan. 

 

	 	•	 	 Ensure that individuals are accountable for specific objectives that impact the Company, their division, and department. 

Eligibility: 
 Designated UO managers in
key decision-making positions are eligible to participate in the AIP. The Plan is designed for, but not limited to, Director level and above positions. 
 Plan Funding: 
 The Plan is specifically applicable to incumbents in Director level and
above jobs. 
 Performance Measures: 
 Either before the plan year begins or early in the plan year, participants and their managers set individual objectives that directly support the participant’s role in attaining Company objectives.
These objectives should include activities and projects that are distinct from on-going job responsibilities. They should reflect areas in which the individual can impact the company, division and department goals. 

Individual objectives should be specific and quantitative to the extent feasible. The participants and their managers should agree on weights for each
objective. Most Objectives will focus on: 
  

					
		 	Operating Profit	  	Guest Service Ratings
		 	Per Caps	  	Asset & Inventory Control
		 	Overhead Management	  	Cost Containment
		 	Quality Measures	  	Labor Scheduling
		 	People Development	  	Product/non-labor cost

  
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 Annual Incentive Plan – Effective 1/11-12/11 

 

 Throughout the plan period the participant and immediate management, including input
from Operational and Functional management, should hold periodic progress reviews to evaluate progress toward achievement of objectives. 
 The
Plan operates on four principles: 
 The Company must meet a minimum Operating Profit performance level for awards to be made. A
level of Operating Profit is established, which must be achieved before participants in the Plan earn an award. This minimum acceptable performance is annually set at meaningful levels. 

Each participant’s individual performance is critical to the attainment of Company objectives. It is the combined accomplishments of
all team members that enable UO to achieve aggressive objectives. Participants will be held accountable for the achievement of their individual objectives. 
 Each AIP participant has a target incentive award based on the participant’s job and level within the organization. Target awards will provide competitive incentive compensation upon the achievement
of set objectives. The target award levels are evaluated periodically against competitive data to ensure they meet the Company’s compensation objectives. AIP target awards will be communicated to participants by their managers. In general
target will be based on a percentage of salary following the schedule below, this schedule is not inclusive of all scenarios and individual participant’s may have a different target than delivered by the schedule (as determined by the Company):

  

									
	Salary Plan	  	 Salary

Grade
	  	Level	  	Target %	 
	 1FL
	  	20	  	Director	  	 	15	% 
	 1FL
	  	21	  	Director	  	 	15	% 
	 1FL
	  	22	  	Director	  	 	15	% 
	 1FL
	  	23	  	Vice President	  	 	22	% 
	 1FL
	  	24	  	Vice President	  	 	25	% 
	 1FL
	  	25	  	Vice President	  	 	30	% 
	 1FL
	  	26	  	Vice President	  	 	30	% 
	 1FL
	  	27	  	Vice President	  	 	30	% 

 Each year, the AIP’s
financial performance objectives will change to match UO’s business plans. The Plan is designed to provide superior rewards for superior performance consistent with achieving those important business objectives. 

Plan Administration: 
 The Plan will be
administered by the Compensation department. They will be responsible for the following: 
  

	 	•	 	 Verifying that objectives are established between the Plan Participant and their manager at the beginning of the plan period

  

	 	•	 	 Maintaining Company-wide documentation of the Plan Participant’s objectives 

 

	 	•	 	 Recording results of the Plan Participant’s achievement of objectives at the conclusion of the plan period 

 

	 	•	 	 Maintaining Company-wide documentation of the Plan Participant’s achievement of objectives 

 

	 	•	 	 Establishing suggested plan payouts based on Plan Participant’s performance against objectives to the Participant’s manager

  

	 	•	 	 Presenting Company-wide recommended plan payouts to Senior Management for approval 

 

	 	•	 	 Ensuring payments are paid pursuant to the approval of Senior Management 

 Interpretations, determinations, and actions regarding plan administration will be made by the Executive Vice President, UPR/CEO UO or the President/COO UO. 

  
 Page 3 of 5

 Annual Incentive Plan – Effective 1/11-12/11 

 

 Plan Payment: 
 At the end of the review period, the manager assigns an Overall Performance and Percentage Rating based upon achievement against all objectives. 
 The AIP award is then forwarded for approval to the next level of management. The UO Compensation Department will collect the recommendations and present to Senior Management for final approval.

 AIP incentive awards will be paid as soon as practicable after the plan year’s financial results are approved and available. 

Plan Audits: 
 Plan audits will be
conducted on an as needed basis by the Internal Audit department and/or external auditors. 
 Special Considerations: 

Merit Reviews 
 This Plan has no affect on the merit process. Performance against this Plan may be evaluated in the annual performance appraisal; however, any payment made under this Plan will not affect the merit
increase percentage. 
 New Hires: 
 A team member hired during the plan year will participate in the Plan on a pro-rated basis determined by the number of full months of employment during each fiscal month of the plan year. However, team
members hired during the fourth quarter of the plan year will not participate in the Plan. 
 Transfers:

 An existing team member promoted or transferred to an eligible job from an ineligible job will participate in the Plan
on a pro-rated basis determined by the number of full months in the Plan during each fiscal month of the plan year. However, team members promoted or transferred during the fourth quarter of the plan year will not participate in the Plan.

 A participant transferred to an ineligible job ceases to participate in the Plan on the date of transfer to the ineligible
job, but will still be a Plan Participant for the period they were covered under the Plan. 
 A participant promoted to a higher
level eligible job or demoted to a lower level eligible job will participate in the Plan on a pro-rated basis determined by the number of full months in the Plan at each level during the plan year. 

Termination: 
 A participant is not eligible for incentive pay in the event of termination for cause or by team member resignation at any time during the plan year. A pro-rated incentive will be paid if a participant is
laid off, dies, becomes disabled or retires during the plan year based on the date of the action. 
 A TEAM MEMBER MUST BE
DESIGNATED AS AN ACTIVE EMPLOYEE AT THE DATE OF PLAN PAYOUT IN ORDER TO RECEIVE AN AWARD, UNLESS THEY WERE LAID OFF, ARE DECEASED, HAVE BECOME DISABLED, OR RETIRED. (Team Members employed in the state of Illinois must be employed on the last date of
the plan year in order to receive an award). 
 Benefit Hours 

All benefit hour (i.e. Vacation, Personal Holiday, Paid Time Off) payments are made at the team member’s base rate. Payments under
this Plan will not impact the rate paid for these hours. 

  
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 Annual Incentive Plan – Effective 1/11-12/11 

 

 Life Insurance 

Life insurance is based upon the “basic annual earnings”. Commissions, overtime pay, bonuses, and other
compensation not received as salary is not included in “basic annual earnings”. Any payments made under this Plan would not be included in “basic annual earnings”. 

Disability Benefits 
 Disability benefits are based upon the average of the gross amount paid to a team member over a six-month period. Bonuses, overtime pay and earnings for more than 40 hours per weeks are not included. Any
payments made under this Plan would not be included in this average. 
 401(k)/HCE Compensation 

Incentive payments will be included in the definition of 401(k)/HCE compensation. 

Taxes 
 Payments made under this Plan are subject to FICA, FUTA, and OASDI taxes and will be withheld at the time of payout. In the event this bonus is being deferred, pursuant to a bonafide plan, these taxes
will be deducted from the payout and the remaining amount will be deferred pursuant to the Plan. 
 The Company reserves the
right to revise established payouts for incentive purposes (up or down) after the Plan period has begun. The Company also reserves the right to withhold plan payments for behavior deemed unethical or found to be inappropriate. Discussion between or
among plan participants or any other team members regarding the actual payment of awards will be subject to loss of such payments and may result in termination. While it is the intent of the Company to continue the Plan, the Company reserves the
right to change or discontinue the Plan at its sole discretion at any time. Participation in the Plan does not constitute a contract of employment with Universal Orlando. 
 Plan Approvals: 
  

											
		 	Divisional Executive:	 	
 

	 		 	 2-14-11
	 	
		 		 	John Sprouls, EVP, UPR/CEO	 		 	Date	 	
						
		 	Compensation Dept:	 	
 

	 		 	 2/14/11
	 	
		 		 	Greg Kelsoe, Sr. Dir UPR/UO	 		 	Date	 	
		 		 	Compensation & Benefits	 		 		 	

 Additional Information: 
 For more information and examples, please see: 
  

	 	•	 	 Instructions for Individual Objective Setting and Assessment Process 

 

	 	•	 	 Frequently Asked Questions – Annual Incentive Plan 

 

	 	•	 	 Executive Performance Appraisal 

  
 Page 5 of 5

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