Document:

Inovant Long Term Incentive Plan for fiscal 2007

 Exhibit 10.26 
 

 
 Inovant LLC, 
 A Visa Solutions Company 
 Inovant 
 Long Term Incentive Plan 
 For
Fiscal Year 2007 
 Plan Cycle: 10/1/2006 – 9/30/2009 
  

 Section 1: Definitions 
  

	1.1	Board – The Board of Directors of the Company, or any designated members or committee thereof with responsibility for executive compensation matters.

  

	1.2	CEO – The Chief Executive Officer of Inovant. 

  

	1.3	Company – Inovant, any successor thereto or any other entity that assumes its obligations under the LTIP. 

  

	1.4	Corporate Performance – Performance against objectives established for Inovant. 

  

	1.5	Deferred Award – The Participant’s Performance Award that is deemed invested during the two year Deferral Period.  

  

	1.6	Deferral Period – The two year period that begins October 1, 2007 and ends September 30, 2009. 

  

	1.7	Extraordinary Occurrences – Those events that, in the opinion of the Board, are outside the control of the Company and are likely to have a significant unanticipated
effect, whether positive or negative, on the Company’s operating and/or financial results. 

  

	1.8	Final Award – The amount payable to a Participant by the Company under the LTIP. No payout or award from the LTIP shall be included in the definition of
“pay” or “compensation” for purposes of any retirement benefit calculation, agreement, or plan, whether qualified or nonqualified, maintained or sponsored by the Company or any of its affiliates. 

  

	1.9	LTD Plan – The Visa Long Term Disability Plan. 

  

	1.10	LTIP – The Inovant Long Term Incentive Plan. 

  

	1.11	Participants – Designated senior level executives of Inovant who have a significant influence on strategic direction and long term performance. Executives must be
nominated by the CEO of the Company and approved by the Board. Within parameters approved by the Board, the CEO may designate executives below the senior executive level. 

  

	1.12	Performance Award – Amount that is determined at the end of the one year Performance Period. 

  

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	1.13	Performance Measure – Each factor that is taken into consideration under the LTIP in determining the value of the Performance Award. 

  

	1.14	Performance Period – The one year period that begins October 1, 2006 and ends September 30, 2007. 

  

	1.15	Plan Cycle – The three year period that begins October 1, 2006 and ends September 30, 2009. 

  

	1.16	Plan Year – The Company’s fiscal year, which starts October 1 and ends September 30. 

  

	1.17	Target Award – The initial value of an award at the beginning of the Plan Cycle and prior to any Performance Measure adjustments or Final Award value determination.

  

	1.18	IIP – The Inovant Incentive Plan.  

 Section 2: Purpose of the LTIP 
 The purpose of the LTIP is to motivate, reward and retain certain executives who make a
significant contribution towards the Company’s achievement of Board established performance targets. The LTIP accomplishes its objective by providing eligible executives with a competitive long term compensation opportunity tied to the
performance of the Company and the performance of selected investments. 
 Section 3: General Description of the LTIP 
  

	3.1	The LTIP provides for annual grants of long term incentive awards comparable to competitive levels of long term incentives among peer group companies. LTIP grants are
revalued at the end of the first Plan Year in which they are granted based upon Company performance against objective performance measures set at or near the beginning of the Plan Year. For the LTIP for 2007, Performance Awards will be based on the
actual corporate performance results of the IIP for FY 2007 as determined by the CEO and the Board. The value of the Final Awards will be determined by the subsequent performance of various available investments as directed by the Participants over
the course of the Deferral Period. 

  

	3.2	Extraordinary Occurrences may be considered by the Board when assessing performance results, and adjustments may be made to the performance measures by the Board to ensure
that the purpose of the LTIP is served, and that the best interests of the Company and the Participants are protected, and not brought into conflict with one another. 

  

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 Section 4: Long Term Incentive Awards 
  

	4.1	A Target Award is established at the beginning of the Plan Cycle for each Participant by the CEO and the Board. This Target Award may vary at the sole discretion of the CEO
and the Board. 

  

	4.2	The Target Award will be expressed as a fixed dollar amount. At the end of the Performance Period, the Target Award will be revalued based upon the CEO’s and
Board’s evaluation of Company performance against the established IIP for FY07 corporate performance measures. A Participant’s Performance Award may be modified at the discretion of the CEO or the Board of Directors. The resulting
Performance Award value can range from 0% to 220% of the Target Award: 

  

			
	 Actual IIP Corporate Performance
	  	 LTIP Performance Award

	Maximum Performance	  	220% of Target Award
	Above Target Performance	  	160% of Target Award
	Target Performance	  	100% of Target Award
	Threshold Performance	  	20% of Target Award
	Below Threshold Performance	  	0% of Target Award

  

	4.3	Once determined, the Performance Award is deferred as a Deferred Award until the end of the Deferral Period. The Deferred Award will be credited at the beginning of
the Deferral Period to an account bearing the name of the individual Participant, and such account will be further credited with income or loss from investments allocated to the account during the Deferral Period. The Participant may select from a
choice of fixed and/or variable investments as made available by the Board. Should the Participant not select an investment option, the Deferred Award will be deemed invested in the Fidelity Retirement Money Market Fund. No part of any award vests
until the Plan Cycle ends. 

  

	4.4	 The vesting of the Deferred Award is conditioned on the Participant being employed by the Company and actively working at the end of the Plan Cycle. The Participant
shall have no beneficial entitlement to or beneficial interest in 

  

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the Target Award, the Performance Award or the Deferred Award, or to any amount credited to the account bearing his or her name, until the Deferred Award
vests at the end of the Deferral Period. The vested Deferred Award is payable as a Final Award in accordance with Section 6.2. 

  

	4.5	In the event of a Participant’s voluntary or involuntary termination of employment with the Company before the end of the Plan Cycle, no award is paid under this LTIP
except as provided under Section 4.6 and Section 4.7. 

  

	4.6	In the event of (a) voluntary termination of employment after age 50 with 5 years of service, or (b) disability as defined under the LTD Plan or death during a Plan
Cycle, a prorated award is paid to the Participant (or the Participant’s estate or designated beneficiary in the case of death). In the case of (a), a Participant’s age and service is determined as of the date of termination of employment.
The Board shall have the authority, in its sole discretion, to waive the proration feature of the LTIP and authorize the payment of a nonprorated award. 

 In the event of termination of employment before the end of the Performance Period, a prorated award is valued at termination or the date the Participant becomes disabled as defined under the LTD Plan at 100% of the
prorated Target Award. In the event of termination during the Deferral Period, a prorated award is valued and paid as close as practicable to the end of the month during which termination occurs. The amount of any prorated award is determined by
reference to the number of months that the Participant performed services during the Plan Cycle, divided by 36. 
  

	4.7	In the event of a Participant’s involuntary termination of employment without cause, a prorated award will be earned and vested and will be payable provided that the
Participant executes a mutually acceptable and effective release of all claims against the Company. The Board shall have the authority, in its sole discretion, to waive the proration feature of the LTIP and authorize the payment of a nonprorated
award. A Participant’s execution of a release approved for purposes of the Executive Severance Benefits Plan, or a release approved for purposes of any other severance benefit plan in effect as of the date of termination, will be
considered satisfaction of the requirement in this Section 4.7 that the Participant execute a release. 

 In the event of
termination of employment before the end of the Performance Period, a prorated award is valued at 100% of the prorated Target Award. In the event of termination during the Deferral Period, a prorated award is valued and paid as close as practicable
to the end of the month during which termination occurs. The amount of any prorated award will be determined by reference to the number of months that the Participant performed services during the Plan Cycle plus the number of months of severance
(up to a maximum of 18 months), divided by 36. 
  

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	4.8	In the event that the Participant is reassigned mid-Plan Cycle from the Company to any other Region, the Participant’s award will remain payable by the Company under the
LTIP at the end of the Plan Cycle. In the event that the Participant is reassigned mid-Plan Cycle to Visa USA, any LTIP award shall be apportioned between Inovant and Visa USA. Solely for purposes of this provision, “other Region” shall
mean one of the following regional operating companies, divisions or affiliates of Visa International: Asia Pacific Region, Central Europe, Middle East Africa Region, European Union Region, Latin American and Caribbean Region, Visa Canada and Visa
Worldwide Services. 

 Section 5: Plan Administration 
  

	5.1	The Board has the sole responsibility for interpreting, administering, and modifying the LTIP as necessary. The Board’s construction, interpretation, and administration
of the LTIP shall be final and binding on all parties. 

  

	5.2	The Performance Measures used to determine the Performance Award may change from Plan Year to Plan Year to reflect modifications in the Company’s strategic objectives.
Such changes may be made as deemed necessary by the Board, to serve the best interests of the Company. Maintenance of financial information relevant to the measurement of performance during a Plan Year shall be the responsibility of an
administrative committee or a senior executive of the Company. The financial information considered as part of LTIP operation may be audited annually by the Company’s independent auditors prior to submission to the Board for consideration.

 Section 6: Payment of Awards 
  

	6.1	If actual performance under the LTIP falls between performance levels specifically designated in the LTIP, then the amount of the Performance Award will be calculated by
linear interpolation. 

  

	6.2	Final Awards will be paid to Participants as soon after the end of the Plan Cycle in which they have been earned as is reasonably practicable. 

  

	6.3	The payment of all or any portion of a Final Award may be deferred under and subject to the terms of the Visa Deferred Compensation Plan by the Participant making a timely and valid
election thereunder. 

  

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 Section 7: Miscellaneous 
  

	7.1	The Board may terminate, amend or modify the LTIP as well as the amount or nature of the awards granted under the LTIP at any time. 

  

	7.2	No right to an award under the LTIP exists, and no right or interest in an award under the LTIP is assignable or transferable, or subject to any lien or encumbrance, either
directly or indirectly, by operation of law or otherwise, including levy, garnishment, attachment, pledge, or bankruptcy. 

  

	7.3	Participation in the LTIP does not guarantee or create any right to continued employment by the Company, and the Company reserves the right to dismiss any Participant at any
time. Participation in one Plan Cycle does not guarantee participation in another Plan Cycle. 

  

	7.4	All awards to be paid under the LTIP shall be subject to all applicable withholding taxes, including federal and state income taxes and employment taxes. The Company shall
withhold such taxes in accordance with applicable tax regulations. 

  

	7.5	The laws of the State of California shall control all matters relating to the LTIP. 

 Approval for the Inovant Long Term Incentive Plan for the Plan Cycle 10/1/2006 though 9/30/2009 is provided below. 
  

					
	 /s/ John Partridge
	 		 	 February 28, 2007

	Approving Signature, CEO Inovant	 		 	Date

  

 7Visa Inc. Special Bonus Plan for fiscal 2007

 Exhibit 10.27 
 

 
 Visa Special Bonus Plan (VSBP) 
 For Fiscal Year 2007 
 Plan Administration Guidelines 
 September, 2007 

			
	 VISA Special Bonus Plan for FY 2007
 Plan
Administration Guidelines
	  	

  

 Date: September 28, 2007 
  

			
	Section 1:	  	OBJECTIVE and BACKGROUND
		
	1.1    	  	The Visa Special Bonus Plan (VSBP) is a one-time award for FY07, given to selected eligible employees in the Visa Inc. regions including the AP region, CEMEA region, LAC region, Visa Worldwide
Services, Visa Canada, Visa USA and Inovant (Participating Regions).
		
	1.2    	  	The VSBP was endorsed by the Transition Governance Committee (TGC) and was approved by the Chairman and Chief Executive Officer of Visa Inc. The VSBP was adopted by each of the regional boards
of directors, as recommended by the TGC.
		
	Section 2:	  	AWARDS
		
	2.1    	  	Individual awards made under the VSBP will be paid 50% in cash (the cash component) on September 30, 2007 (or thereafter in 2007) and the remaining 50% (the reserve amount) will vest one
year after the completion of an initial public offering (IPO) of Visa Inc. (the IPO Date), or, if earlier, 3/31/2009, to be converted into restricted stock or restricted stock units on the IPO Date at the then-current Fair Market Value of the Visa
Inc. common stock (as defined in the 2007 Visa Inc. Equity Incentive Plan), subject to the approval of the Visa Inc. Board of Directors.
		
	2.2    	  	The regional boards of directors are delegated authority to approve any individual awards made to employees under the VSBP, including those executives whose compensation is required to be
approved by the Visa International or Visa USA Compensation Committees. The actual bonus amounts for those executives under this plan will be reviewed by the Visa Inc. Chairman and Chief Executive Officer.
		
	2.3    	  	The reserve amount will be communicated as a cash value at the time of the initial award. It will be converted into a grant of shares of restricted stock or restricted stock units at the IPO,
subject to the approval of the Visa Inc. Board of Directors. The number of shares or units will be determined by dividing the reserve amount by the fair market value of the common stock at the IPO Date as defined in the 2007 Visa Inc. Equity
Incentive Plan (rounded to the nearest whole number of shares).
		
	2.4    	  	To receive an award the employee generally must meet defined employment milestones. The cash component and reserve amount have separate employment milestone requirements (subject to section
3.6):
		
	a.	  	Cash Component: to be eligible to receive the cash component, the employee must remain employed by a Participating Region through the region’s eligibility date for payout.
		
	b.	  	Reserve Amount: to be eligible to receive the reserve amount the employee must be an employee of Visa Inc. or its subsidiary on the day of the IPO. The reserve amount will vest fully in 2009,
one year from the date of an IPO of Visa Inc., or, if earlier, on 3/31/2009 (the Vesting Date). Any Restricted Stock Units will be distributed in shares of common stock on the Vesting Date. The employee must remain an employee of Visa Inc. or its
subsidiary through the entire vesting period to vest in any portion of the reserve amount. The reserve amount will be paid out in 2009 in cash on the Vesting Date if the Visa Inc. Board of Directors determines not to convert the reserve amount to
stock-based awards.

					
		  	1	  	Visa Special Bonus Plan

			
	 VISA Special Bonus Plan for FY 2007
 Plan
Administration Guidelines
	  	

  

			
	c.	  	Special provisions will be made in the event of retirement, death and disability as specified in section 3.6.
		
	Section 3:	  	AWARD ADMINISTRATION
		
	3.1    	  	Final award amounts will be approved by the regional board of directors, or with their authority delegated to the management of the region.
		
	3.2    	  	The cash component will be paid in accordance with section 2.1 at a time consistent with the region’s payout schedule of the fiscal year 2007 annual incentive award.
		
	3.3    	  	At the time of the initial award, any amount reserved for stock grants for each employee will be communicated to the Global Head of Total Rewards for consolidation in US
dollars.
		
	3.4    	  	Any cash payout of the Special Bonus is not eligible for deferral under the terms of the Visa Deferred Compensation Plan.
		
	3.5    	  	Awards payable under the Plan may not be assigned, transferred or subjected to liens, except as otherwise provided by law.
		
	3.6    	  	Except as provided herein, participants must meet all employment milestones to receive any portion of the cash component or reserve amount. If the participant terminates employment due to normal
retirement as determined by the employer, or for reasons of disability [(which means “permanent disability” as determined under the employee’s employer’s long-term disability plan)] or death, the entire award will be vested and,
as applicable, payable or distributable to the participant, or, in the event of death, to the participant’s estate, within 30 days after the date of this early vesting. No vesting, payment or distribution (pro-rated or otherwise) will be made
to participants whose employment terminates for any other reason, including, for example, under the terms of a Visa redeployment or severance benefits plan, without the express approval of the Chairman and CEO of Visa Inc.
		
	3.7    	  	Participation in the VSBP does not confer any right to employment nor create an employment contract or agreement of any sort with any participant.
		
	Section 4:	  	FUNDING
		
	4.1    	  	The funding of the awards are as endorsed by the TGC and approved by the CEO of Visa Inc. and the appropriate regional boards of directors.
		
	4.2    	  	Any stock-based portion of the award is pursuant to and subject to all of the terms and conditions of the Visa Inc. 2007 Equity Incentive Compensation Plan and a separate award agreement and
compliant with applicable securities law and other legal or regulatory requirements.
		
	Section 5:	  	GENERAL
		
	5.1    	  	By delegation of the Visa Inc. Board of Directors, the Global Head of Human Resources, in consultation with the Global Head of Total Rewards, has the sole responsibility for interpreting,
administering, and modifying the Plan as necessary. The decisions of the Global Head of Human Resources regarding the construction, interpretation, and administration of the Plan are final and binding on all parties.
		
	5.2    	  	All awards to be paid under the VSBP shall be subject to all applicable withholding taxes, tax provisions and the regulations of the applicable Participating Region.

					
		  	2	  	Visa Special Bonus Plan

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