Document:

Form of Employment Retrictions Agreement

 Exhibit 10.3 
 EMPLOYMENT RESTRICTIONS AGREEMENT 
 This Employment Restrictions Agreement
(this “Agreement”) is made and entered into between Employer (as defined in herein) and                 
(“Employee”) and is effective as of              (the “Effective Date”). 

In consideration of the covenants and agreements set forth below and for other good and valuable consideration, the receipt and
sufficiency of which is hereby acknowledged, Employee and Employer, intending to be legally bound, agree as follows: 
  

	1.	ARTICLE ONE: DEFINITIONS 

 Section 1.1 “Competitive Business” means any Person (including Employee), and any parent, subsidiary, partner, agent, or affiliate of any Person, that engages in, or
plans to become engaged in, the development, design, production, manufacture, promotion, marketing, sale, support or service of a Competitive Service (as defined herein), Competitive Service Support (as defined herein), or any other product, good,
process, or service that has been or is being developed, designed, produced, manufactured, marketed, promoted, sold, licensed or serviced by any Person other than Employer or Employer’s Affiliates that would compete with or displace any
services or products sold or being developed for sale by Employer or Employer’s Affiliates during Employee’s employment with Employer or engages in any other activities so similar in nature or purpose to those of Employer that they would
displace business opportunities or customers of Employer [, which include (without limitation) the [following entities:
                    ] [each company named in the peer group of the Company’s then-current annual report on Form 10-K filed with
the Securities and Exchange Commission]]. 
 Section 1.2 “Competitive Service”
means any service, process, solution or product that has been or is being developed, designed, produced, manufactured, marketed, promoted, sold, offered, licensed or serviced by any Person other than Employer or Employer’s Affiliates that
is the same or similar to, performs any of the same or similar functions, may be substituted for, or is intended to be or is used for any of the same purposes as any Employee-Related Service (as defined herein). 

Section 1.3 “Competitive Service Support” means any research, development, analysis, planning
or support services of any kind or nature, including, without limitation, theoretical, applied, business, technical, regulatory, or systems research, analysis, planning, or support for or by any Person other than Employer or Employer’s
Affiliates that is intended for, or may be useful in, assisting, improving or enhancing any aspect of the development, design, production, manufacture, marketing, promotion, sale, support or service of a Competitive Service. 

Section 1.4 “Confidential Information” means information of any kind, nature, or description,
that (i) relates to Employer’s or Employer’s Affiliates’ business; (ii) provides Employer or Employer’s Affiliates economic value or any business advantage; (iii) is not generally known to the public; and
(iv) is learned or developed by the Employee as a direct or indirect result of or during the course of the Employee’s employment with Employer. Confidential Information includes, but is not limited to, Employer or Employer’s
Affiliates’ trade 

  
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secrets, and Inventions and may also relate to, without limitation, any customer; business, merchandise, or marketing procedures, processes and services; hardware; software; research; marketing;
developments; products; product lines; design; purchasing; finances and financial affairs; accounting; merchandising; selling; engineering; employees; training; business practices; business plans; business strategies; acquisitions; potential
acquisitions; customer lists; customer contact lists; information provided by customers of Employer or Employer’s Affiliates; proprietary information; employee lists; employee compensation information; vendor lists; supplier lists; pricing;
pricing agreements; merchandise resources; supply resources; service resources; system designs; procedures manuals; policies; non-public personal information and protected health information about consumers; social security numbers; drivers license
numbers (or state or federal identification card numbers); financial account numbers; credit or debit card numbers; the prices Employer or Employer’s Affiliates obtain or have obtained or at which they sell or have sold their services or
products; or the name of Employer or Employer’s Affiliates personnel and those to whom the personnel report. 

Section 1.5 “Employee-Related Service” means goods, processes, or services that have been or
are being developed, designed, produced, manufactured, marketed, promoted, sold, licensed or serviced by Employer or Employer’s Affiliates that either (i) relate to the services the Employee performed as an employee for Employer at any
time in the 12 months immediately preceding the Employee’s last day of employment with Employer; or (ii) that the Employee had access to Confidential Information at any time in the 12 months immediately preceding the Employee’s last
day of employment with Employer. 
 Section 1.6 “Employer” means [Harte-Hanks,
Inc.] [or appropriate subsidiary]. 
 Section 1.7 “Employer’s Affiliates”
means Harte-Hanks, Inc. and any other corporation, partnership, limited liability company, joint venture or other entity of which a majority of equity interests is now or at any time afterward owned, directly or indirectly, by Harte-Hanks, Inc. or
any of its subsidiaries. 
 Section 1.8 “Inventions” means any and all inventions,
discoveries, concepts, and ideas, whether or not patentable, including, without limitation, devices, processes, methods, formulas, techniques, improvements, modifications or know-how related thereto, that relate to any part of Employer’s or
Employer’s Affiliates’ business or any business contemplated by Employer or Employer’s Affiliates, that is conceived or developed by Employee during employment or thereafter. Any invention conceived or developed after the termination
of Employee’s employment shall be deemed an “Invention” in accordance with this Agreement if such invention is based, derived from, or related to work performed by Employee during his or her Employment or Employer’s Confidential
Information. All drawings, manuals, correspondence, notebooks, reports, and other like materials and information relating to Inventions shall be deemed part of the Invention for purposes of this Agreement. 

Section 1.9 “Person” means an individual, a corporation, a limited liability company, an
association, a partnership, an estate, a trust, or any other entity or organization. 
 Section 1.10
“Restricted Customer” means those persons to which Employer has sold, negotiated for sales, marketed, attempted to or actually promoted or provided products or

  
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services to at any time during the 12 months immediately prior to Employee’s last day of employment, and with respect to which Employee has participated in any efforts related to the sales,
marketing, negotiation or provision of goods or services, had contact with or supervised employees who had contact with, or received Confidential Information about within the 12 months immediately prior to Employee’s last day of employment.

 Section 1.11 “trade secrets” means any formula, pattern, device or compilation of
information that generally facilitates the provision of services or sale of products, increases revenues, or provides an advantage over the competition, is not generally known, and is identified as such 

 

	2.	ARTICLE TWO: EMPLOYER/EMPLOYEE COVENANTS. 

Section 2.1 Employer Covenants. Upon the execution of this Agreement by both parties, Employer will place the Employee in a
position of special trust, and will provide the Employee with: (a) Confidential Information and access to such information; (b) specialized training, including self study materials and course work, classroom training, on-line training,
on-the-job training, and instruction as to Employer’s products, services and methods of operations; and (c) goodwill support such as expense reimbursements in accordance with Employer’s policies, Confidential Information related to
Employer’s current and prospective clients, customers, business associates, vendors and suppliers, and/or contact and relationships with current and potential clients, customers and business associates, in order to help the Employee develop
goodwill for Employer. The foregoing is not contingent upon continued employment of the Employee for any length of time, but is contingent upon the Employee not working for or assisting a Competitive Business (as defined herein) and the
Employee’s full compliance with the restrictions in Articles 2 and 3. The Employee specifically acknowledges that the items described in (a), (b) and (c) above will be items that the Employee has not previously been given and that the
Employee would not be given but for the execution of this Agreement. 
 Section 2.2 Employee Covenants. The Employee
agrees not to, directly or indirectly, participate in the unauthorized use, disclosure or conversion of any Confidential Information. Specifically, but without limitation, the Employee agrees not to use Confidential Information for his sole benefit,
or for the benefit of any person or entity in any other way that harms Employer or diminishes the value of the Confidential Information to Employer. Employee also agrees to use the specialized training, goodwill and contacts developed with
Employer’s customers and contractors for the exclusive benefit of Employer, and agrees not to use these items at any time in a way that would harm the business interests of Employer. 

Section 2.3 [Settlement of Rights. By this Agreement, Employer is providing the Employee with rights that the Employee did
not previously have. In exchange for the foregoing and the additional terms agreed to in this Agreement, if the Employee is an existing employee of Employer, Employee agrees that (a) he is being provided with access to Confidential Information,
specialized training and Employer’s goodwill with its customers and other persons, to which he has not previously had access; (b) all goodwill developed with Employer’s clients, customers and other business contacts by the Employee
during past employment with Employer are the exclusive property of Employer, and (c) the Confidential Information and specialized training received by the Employee during past employment with Employer will be

  
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used only for the benefit of Employer. The Employee waives and releases any claim that he should be able to use, for the benefit of any competing person or entity, client and customer goodwill,
specialized training, or Confidential Information, that was previously received or developed by the Employee while working for Employer.] 
 Section 2.4 Goodwill with Customers. The Employee acknowledges that Employer and Employer’s Affiliates have near permanent relationships with their customers and own the goodwill in the
Employee’s relationships with customers that the Employee will or has developed or maintained in the course and scope of the Employee’s employment with Employer. If the Employee owned goodwill in a relationship with a customer when the
Employee commenced employment with Employer, the Employee assigns any and all such goodwill to Employer, and Employer shall become the owner of such goodwill. 
 Section 2.5 Employer’s Property. All documents and things provided to the Employee by Employer or Employer’s Affiliates for use in connection with the Employee’s employment, or
created by the Employee in the course and scope of the Employee’s employment with Employer, are the sole property of Employer or Employer’s Affiliates and shall be held by the Employee as a fiduciary on behalf of Employer. Immediately upon
termination of the Employee’s employment—without the requirement of a prior demand by Employer—the Employee shall surrender to Employer all such documents and things, including, but not limited to, all Confidential Information and all
documents and things related to Restricted Customers (as defined herein) or Employee-Related Service (as defined herein), together with all copies, recording abstracts, notes, reproductions or electronic versions of any kind made from or about the
documents and things and the information they contain. 
 Section 2.6 Duty of Loyalty. The Employee understands that
by virtue of employment with Employer, the Employee owes Employer a duty of loyalty and agrees to treat all Confidential Information, training, relationships with customers, goodwill, and property entrusted to the Employee as a fiduciary. The
Employee agrees to use such training and maintain and protect such Confidential Information, customer relationships, goodwill, and property solely for Employer’s benefit. The Employee further agrees that nothing in this Agreement shall limit,
in any way, the fiduciary duties that the Employee owes to Employer under any applicable law, apart from this Agreement. 
  

	3.	ARTICLE THREE: PROTECTIVE COVENANTS. 

The Employee agrees that the following covenants are reasonable and necessary agreements for the protection of the business interests
covered in the fully enforceable, ancillary agreements set forth in this Agreement, including those in Article Two above. 

Section 3.1 Non-Competition. Employee agrees that while employed by Employer and for 12 months after the last day of
employment, regardless of the reason for termination of employment, Employee shall not—directly or indirectly—be employed by, supervise, assist, perform services, work, or otherwise engage in activities for a Competitive Business in any
capacity that relates to any Competitive Service or Competitive Service Support anywhere in the United States or in any foreign country in which Employer or Employer’s Affiliates are then marketing or selling services, which the parties
stipulate is a reasonable geographic area 

  
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because of the scope of Employer’s operations and Employee’s employment with Employer. Employee may not avoid the purpose and intent of this paragraph by engaging in conduct within the
geographically limited area from a remote location through means such as telecommunications, written correspondence, computer generated or assisted communications, or other similar methods. 

Section 3.2 Non-Solicitation of Employees/Contractors. The Employee agrees that while employed by Employer and for 24 months
after the last day of employment, regardless of the reason for termination of employment, the Employee shall not directly or indirectly solicit, cause to be solicited, assist or otherwise be involved with the solicitation of, any employee,
contractor or other person to terminate that person’s employment, contract or relationship with Employer or to breach that person’s employment agreement or contract with Employer. Further, the Employee agrees that while employed by
Employer and for 24 months after the last day of employment, regardless of the reason for termination of employment, the Employee will not, directly or indirectly, hire, recruit, solicit, or participate or assist any person or entity in hiring,
recruiting or soliciting, any individual who was an employee or contractor during the 6-month period immediately following such employee or contractor’s termination of employment, contract or relationship with Employer. 

Section 3.3 Non-Solicitation of Customers. Employee agrees that while employed by Employer and for 12 months after the last
day of employment, regardless of the reason for termination of employment, Employee shall not—on behalf of a Competitive Business—directly or indirectly solicit, cause to be solicited, sell to, contact, supervise, assist or otherwise be
involved with the solicitation of, or do or otherwise attempt to do business with a Restricted Customer in connection with or relating to a Competitive Service or Competitive Service Support. This paragraph is geographically limited to wherever any
Restricted Customer can be found or is available for solicitation, or anywhere in the United States or in any foreign country in which Employer or Employer’s Affiliate are then marketing or selling services, which the parties stipulate is a
reasonable geographic area because of the scope of Employer’s operations and Employee’s employment with Employer. Employee may not avoid the purpose and intent of this paragraph by engaging in conduct within the geographically limited area
from a remote location through means such as telecommunications, written correspondence, computer generated or assisted communications, or other similar methods. 
 Section 3.4 Early Resolution Conference/Employee Notification Obligations. This Agreement is understood to be clear and enforceable as written and is executed by both parties on that basis.
However, should Employee later challenge any provision as unclear, unenforceable, or inapplicable to any competitive activity that Employee intends to engage in, Employee will first notify Employer in writing and meet with an Employer’s
representative and a neutral mediator (if Employer elects to retain one at its expense) to discuss resolution of any disputes between the parties. Employee will provide this notification at least 14 days before Employee engages in any activity on
behalf of a Competitive Business or engages in other activity that could foreseeably fall within a questioned restriction. The failure to comply with this requirement shall waive Employee’s right to challenge the reasonable scope, clarity,
applicability, or enforceability of the Agreement and its restrictions at a later time. All rights of both parties will be preserved if the Early Resolution Conference requirement is complied with even if no agreement is reached in the conference.
Employee further agrees that during the 

  
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term of the restrictions in Sections 3.1, 3.2 and 3.3, Employee shall promptly inform Employer in writing of the identity of any new employer, the job title of Employee’s new position and a
description of any services to be rendered to that Employer; and, if the new Employer is a Competitive Business, will communicate Employee’s obligations under this Agreement to each new employer, which shall include providing each new employer
with a copy of this Agreement. 
  

	4.	ARTICLE FOUR: INVENTIONS 

 Section 4.1 Disclosure. During and after Employee’s employment, Employee shall promptly and completely disclose, in writing, to Employer or its designee all conceived or developed
Inventions, as defined in this Agreement. 
 Section 4.2 Ownership of Inventions. Any and all Inventions shall be
the absolute property of Employer or its designees. Employer’s ownership in and to such Inventions shall vest without regard to Employee’s conception or development of the Inventions during or outside regular business hours, on or off
Employer’s premises, or with or without the use of Employer’s resources or materials. During employment and as necessary thereafter, Employee shall assist Employer to obtain, perfect and maintain all intellectual property rights covering
such intellectual property that Employer seeks to protect, and shall execute all documents and do all things necessary to obtain for Employer all such intellectual property rights. 

Section 4.3 Patents. Upon Employer’s request and at Employer’s expense, Employee agrees to make application in due
form for United States letters patents or foreign letters patents or the like (“Patents”) that claim, register or disclose Inventions, in whole or in part. Employee further agrees to assign to Employer all
right, title, and interest in and to any Patent application and any Patent that may result. To this end, Employee agrees to execute any and all instruments and do any and all acts necessary or desirable in connection with filing a Patent application
and perfecting Employer’s entire right, title, and interest in and to such Patent application and any resulting Patent. To maintain or further Employer’s rights, title, and interest in a Patent, Employee further agrees, both during and
after his employment with Employer, to execute any and all instruments and do any and all acts necessary or desirable (including giving testimony in support of Employee’s inventorship) in connection with any continuations, reissues,
reexaminations or the like, or in the conduct of any related proceedings or litigation. 
 Section 4.4 Copyrights.
Employee acknowledges that Employer shall be the copyright proprietor of all copyrighted works created or developed by Employee, whether solely or jointly with others, during Employee’s employment, and such works created pursuant to the
performance of Employee’s duties shall be “works for hire.” Where a copyrighted work prepared by Employee does not satisfy the statutory requirements of a “work for hire,” Employee agrees to assign to Employer all right,
title, and interest in the copyrighted work. 
  

	5.	ARTICLE FIVE: SURVIVAL/ENFORCEMENT OF COVENANTS.

 Section 5.1 Conditions Precedent. Any monetary payments of any kind, including but not limited
to, compensation, wages, separation pay or bonuses by Employer to Employee is expressly conditioned upon Employee’s compliance with the restrictive covenants in this Agreement. 

  
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 Section 5.2 Remedies. In the event of breach or threatened breach by Employee of
any provision of this Agreement, Employer shall be entitled to (i) injunctive relief by temporary restraining order, temporary injunction, and/or permanent injunction, (ii) recovery of all attorneys’ fees and costs incurred by
Employer in obtaining such relief, and (iii) any other legal and equitable relief to which Employer may be entitled, including without limitation any and all monetary damages which Employer may incur as a result of said breach or threatened
breach. An agreed amount for the bond to be posted if an injunction is sought by Employer is $500. Employer may pursue any remedy available, without limitation, including declaratory relief, concurrently or consecutively in any order as to any
breach, violation, or threatened breach or violation, and the pursuit of one such remedy at any time will not be deemed an election of remedies or waiver of the right to pursue any other remedy. 

Section 5.3 Survival of Covenants. Each restriction set forth in Articles 2 and 3 hereof shall survive the termination of the
Employee’s employment with Employer. The existence of any claim or cause of action of the Employee against Employer, whether predicated on this Agreement or otherwise, shall not constitute a defense to the enforcement by Employer of any
covenant contained in this Agreement. In the event an enforcement remedy is sought under Sections 3.1, 3.2, or 3.3, the time periods provided for in those Sections shall be extended by one day for each day the Employee failed to comply with the
restriction at issue. 
  

	6.	ARTICLE SIX: RESTRICTIVE COVENANTS IN CERTAIN STATES /
STATE ADDENDUM 

 If this Agreement is deemed by any Court of competent
jurisdiction to be subject to the laws of any of the following states: California, Colorado, Georgia, Louisiana, Missouri, Montana, North Dakota, Oklahoma, Oregon, Virginia or Wisconsin, the addendum attached hereto for the applicable State shall be
effective; otherwise, none of the addendums will be deemed to be effective. If any of the restrictions in this Agreement are deemed unenforceable under an applicable forum’s law, including any of the restrictions contained in Articles 2 or 3,
the parties expressly agree that such will not affect the enforceability of any of the remaining provisions of the Agreement. 
  

	7.	ARTICLE SEVEN: MISCELLANEOUS 

 Section 7.1 Notices. All notices provided for by this Agreement shall be made in writing and delivered either in person, by certified mail, or facsimile: 

 

							
		  	If to Employer:	    	  
	  	
		  		    	  
	  	
		  		    	  
	  	
		  		    	  
	  	
				
		  	If to Employee:	    	  
	  	
		  		    	  
	  	
		  		    	  
	  	
		  		    	  
	  	

  
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 Section 7.2 Entire Agreement. [Except as to any prior written intellectual
property, non-competition, non-solicitation and non-disclosure covenants or agreements entered into between Employer and Employee,] [t]his Agreement supersedes all prior agreements and understandings, oral or written, if any, between Employer
and Employee relating to the matters herein. No supplement, modification, amendment, or waiver of any of the terms, conditions, or provisions in this Agreement can be made unless they are in writing and signed by both Employer and Employee.

 Section 7.3 Parties Bound. This Agreement and the rights and obligations under it shall be binding upon and inure
to the benefit of Employer, Employee, and their respective heirs, personal representatives, successors and assigns; provided, however, that Employee may not assign any rights or obligations under this Agreement without the express written consent of
Employer.  
 Section 7.4 Invalid Provisions. If any provision of this Agreement is held to be illegal,
invalid, or unenforceable, such provision shall be fully severable; this Agreement shall be construed and enforced without such illegal, invalid, or unenforceable provision, and the remaining provisions in this Agreement shall remain in full force
and effect and shall not be affected by the illegal, invalid, or unenforceable provision or by its severance. Further, if any of the restrictions in Articles 2 or 3 are deemed unenforceable as written, the parties expressly authorize the court or
arbitrator to revise, delete, or add to those restrictions to the extent necessary to enforce the intent of the parties and to provide effective protection for Employer’s goodwill, specialized training, Confidential Information, and other
business interests. 
 Section 7.5 Waiver. Any waiver by Employer of a breach of any provision of this Agreement
must be in writing and signed by Employer to be effective. Any waiver by Employer of a breach of this Agreement shall not operate or be construed as a waiver by Employer of any different or subsequent breach of this Agreement by Employee.

 Section 7.6 Governing Law and Venue. It is the intention of the parties that the laws of the State of Texas
should govern the validity of this Agreement, the construction of its terms, and the interpretation of the rights and duties of the parties hereto without regard to any contrary conflicts of laws principles. It is stipulated that Texas has a
compelling state interest in the subject matter of this Agreement, and that Employee has or will have regular contact with Texas in the performance of this Agreement. The agreed upon venue and personal jurisdiction for the parties on any claims or
disputes under this Agreement is Bexar, Texas. 
 Section 7.7 Section Headings. The headings contained in this
Agreement are for reference purposes only and do not affect in any way the meaning or interpretation of this Agreement. 

Section 7.8 Counterparts. This Agreement may be executed in one or more counterparts, each of which shall be deemed to be an
original, but all of which together will constitute one and the same agreement. 

  
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 Section 7.9 Waiver of Jury Trial. 

EACH PARTY HEREBY WAIVES TO THE FULLEST EXTENT PERMITTED BY APPLICABLE LAW, ANY RIGHT IT MAY HAVE TO A TRIAL BY JURY IN RESPECT TO ANY
LITIGATION DIRECTLY OR INDIRECTLY ARISING OUT OF, UNDER OR IN CONNECTION WITH THIS AGREEMENT, ANY TRANSACTION CONTEMPLATED HEREBY OR ANY DISPUTE RELATING HERETO. EACH PARTY (A) CERTIFIES THAT NO REPRESENTATIVE, AGENT OR ATTORNEY OF ANY OTHER
PARTY HAS REPRESENTED, EXPRESSLY OR OTHERWISE, THAT SUCH OTHER PARTY WOULD NOT, IN THE EVENT OF LITIGATION, SEEK TO ENFORCE THE FOREGOING WAIVER AND (B) ACKNOWLEDGES THAT IT AND THE OTHER PARTIES HERETO HAVE BEEN INDUCED TO ENTER INTO THIS
AGREEMENT, AS APPLICABLE, BY, AMONG OTHER THINGS, THE MUTUAL WAIVERS AND CERTIFICATIONS IN THIS SECTION. 
 [SIGNATURE PAGE
FOLLOWS] 

  
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AGREEMENT - PAGE 9 

 IN WITNESS WHEREOF, the parties hereto have executed this Agreement the day and year first
above written. 
  

			
	THE COMPANY
		
	By:	 	  

		
	Name:	 	  

		
	Title:	 	  

		
	Date:	 	  

 EMPLOYEE: 
 I acknowledge that I have carefully read the foregoing Agreement and understand
that it constitutes an enforceable contract between myself and Employer. 
  

			
	Printed Name:	 	  

		
	Date:	 	  

		
	Signature:	 	  

  
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AGREEMENT - PAGE 10 

 CALIFORNIA ADDENDUM 
 To the extent that California law is deemed to govern this Agreement, the following modifications apply: 
 The restrictions contained in Section 3.3 will only be applicable to the extent necessary to protect Employer’s Trade Secret information to which Employee was exposed pursuant to the terms of
this Agreement. Further, each of the protective covenants contained in the Agreement that constitutes a prohibited non-compete restriction under California law, including the restrictions contained in Section 3.1, will be inapplicable.

 COLORADO ADDENDUM 
 To the extent that Colorado law is deemed to govern this Agreement, the following modifications apply: 
 The protective covenants contained in the Agreement, including all of the restrictions contained in Articles 2 and 3, will not be applicable to the extent they are designed to protect Employer’s
goodwill. 
 If at the time of Employee’s termination, Employee is not employed as an executive, manager, or officer, or on the
professional staff of an executive or manager, then each of the protective covenants of the Agreement, including Sections 2.2, 2.3, 3.1 and 3.3, apply only to the extent necessary to protect a trade secret of Employer or
Employer’s Affiliates. 

  
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 GEORGIA ADDENDUM 
 To the extent that Georgia law is deemed to govern this Agreement, the following modifications apply: 
 1. The restriction set forth in the Agreement regarding the use and disclosure of Confidential Information, including the restrictions contained in Sections 2.2 and 2.3, will be limited to five years from
the date of termination of Employee’s employment, if the Confidential Information is not a trade secret. If the Confidential Information is a trade secret, the restriction will not expire until the Confidential Information loses its
status as a trade secret, if ever. 
 2. The text in Section 3.1 is replaced with the following: Non-Competition. Employee agrees
that while employed by Employer and for 12 months after the last day of employment, regardless of the reason for termination of employment, Employee shall not be employed by, supervise, assist, perform services, work, or otherwise engage in
activities for a Competitive Business in any capacity that relates to the sale, marketing, promotion, design or development of any Competitive Service that is the same or similar to, performs any of the same or similar functions, may be substituted
for, or is intended to be or is used for any of the same purposes as any product that Employee directly sold, marketed, promoted, designed or developed in the one year period immediately preceding his or her termination. This Section 3.1 shall
be geographically limited to the areas or territories within the United States or in any foreign country where Employee sold or promoted such products, which the parties stipulate is a reasonable geographic area because of the scope of
Employer’s operations and Employee’s employment with Employer. 
 3. The text in Section 3.3 is replaced with the following:
Non-Solicitation of Restricted Customers. For one year after termination of employment, Employee will not, directly or indirectly, solicit, cause to be solicited, sell to, contact, do or otherwise attempt to do business with a Restricted
Customer for any purpose related to the sale, marketing, promotion, design or development of a Competitive Service that is the same or similar to, performs any of the same or similar functions, may be substituted for, or is intended to be or is used
for any of the same purposes as any product that Employee directly sold, marketed, promoted, designed or developed in the one year period immediately preceding his or her termination; provided that the Restricted Customer is a customer of Employer
at the time of the prohibited solicitation or contact and to which Employee directly sold or promoted products on behalf of Employer during the one year period immediately preceding his or her termination. This Section is geographically limited to
wherever any Restricted Customer can be found or is available for solicitation, which the parties stipulate is a reasonable geographic area because of the scope of Employer’s operations and Employee’s employment with Employer. 

  
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 LOUISIANA ADDENDUM 
 To the extent that Louisiana law is deemed to govern this Agreement, the following modifications apply: 
 If any of the protective covenants contained in the Agreement, including any of the restrictions set forth in Sections 3.1, 3.2, and 3.3 restrict activity in Louisiana, they will apply only in those
Louisiana parishes listed below in which Employer or any of Employer’s Affiliates conduct business at the time of the restricted activity and within the year prior to Employee’s termination of employment with Employer. 

 

			
	Acadia Parish	  	Madison Parish
	Allen Parish	  	Morehouse Parish
	Ascension Parish	  	Natchitoches Parish
	Assumption Parish	  	Orleans Parish
	Avoyelles Parish	  	Ouachita Parish
	Beauregard Parish	  	Plaquemines Parish
	Bienville Parish	  	Pointe Coupee Parish
	Bossier Parish	  	Rapides Parish
	Caddo Parish	  	Red River Parish
	Calcasieu Parish	  	Richland Parish
	Caldwell Parish	  	Sabine Parish
	Cameron Parish	  	St. Bernard Parish
	Catahoula Parish	  	St. Charles Parish
	Claiborne Parish	  	St. Helena Parish
	Concordia Parish	  	St. James Parish
	De Soto Parish	  	St. John The Baptist Parish
	East Baton Rouge Parish	  	St. Landry Parish
	East Carroll Parish	  	St. Martin Parish
	East Feliciana Parish	  	St. Mary Parish
	Evangeline Parish	  	St. Tammany Parish
	Franklin Parish	  	Tangipahoa Parish
	Grant Parish	  	Tensas Parish
	Iberia Parish	  	Terrebonne Parish
	Iberville Parish	  	Union Parish
	Jackson Parish	  	Vermilion Parish
	Jefferson Davis Parish	  	Vernon Parish
	Jefferson Parish	  	Washington Parish
	La Salle Parish	  	Webster Parish
	Lafayette Parish	  	West Baton Rouge Parish
	Lafourche Parish	  	West Carroll Parish
	Lincoln Parish	  	West Feliciana Parish
	Livingston Parish	  	Winn Parish

  
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 MISSOURI ADDENDUM 
 To the extent that Missouri law is deemed to govern this Agreement, the following modifications apply: 
 If Employee provides only secretarial or clerical services, then none of the restrictions regarding competition, solicitation, or use or disclosure of Trade Secrets or other Confidential Information,
including the protective covenants contained in Articles 2 and 3, shall be applicable. 
 For all other employees, the following modifications
apply: 
 1. The text in Section 3.1 is replaced with the following: Non-Competition. Employee agrees that while employed by
Employer and for 12 months after the last day of employment, regardless of the reason for termination of employment, Employee shall not be employed by, supervise, assist, perform services, work, or otherwise engage in activities for a Competitive
Business in any capacity that relates to any sale, marketing, promotion, design or development of a Competitive Service that is the same or similar to, performs any of the same or similar functions, may be substituted for, or is intended to be or is
used for any of the same purposes as any product that Employee directly sold, marketed, promoted, designed or developed in the one year period immediately preceding his or her termination. This Section 3.1 shall be geographically limited to the
areas or territories within the United States or in any foreign country where Employee sold or promoted such products, which the parties stipulate is a reasonable geographic area because of the scope of Employer’s operations and Employee’s
employment with Employer. 
 2. The text in Section 3.3 is replaced with the following: Non-Solicitation of Restricted Customers.
Employee agrees that while employed by Employer and for 12 months after the last day of employment, regardless of the reason for termination of employment, Employee will not, directly or indirectly, solicit, cause to be solicited, sell to, contact,
do or otherwise attempt to do business with a Restricted Customer for any purpose related to the sale, marketing, promotion, design or development of a Competitive Service that is the same or similar to, performs any of the same or similar
functions, may be substituted for, or is intended to be or is used for any of the same purposes as any product that Employee directly sold, marketed, promoted, designed or developed in the one year period immediately preceding his or her
termination; provided that the Restricted Customer is a customer of Employer at the time of the prohibited solicitation or contact and to which Employee directly sold or promoted products on behalf of Employer during the one year period immediately
preceding his or her termination. This Section is geographically limited to wherever any Restricted Customer can be found or is available for solicitation, which the parties stipulate is a reasonable geographic area because of the scope of
Employer’s operations and Employee’s employment with Employer. 

  
 EMPLOYMENT RESTRICTIONS
AGREEMENT - PAGE 14 

 MONTANA ADDENDUM 
 To the extent that Montana law is deemed to govern this Agreement, the following modifications apply: 
 Each of the protective covenants contained in the Agreement that constitutes a prohibited non-compete restriction under Montana law, including the restrictions contained in Section 3.1, will be
inapplicable. 
 NORTH DAKOTA ADDENDUM 
 To the extent that North Dakota law is deemed to govern this Agreement, the following modifications apply: 
 Each of the protective covenants contained in the Agreement that constitutes a prohibited non-compete restriction under North Dakota law, including the restrictions contained in Section 3.1, will be
inapplicable. 
 OREGON ADDENDUM 
 To the extent that Oregon law is deemed to govern this Agreement, the following modifications apply: 
 Section 3.1 shall only be applicable if Employee is a person described in ORS §630.023(3) (an individual engaged in administrative, executive or professional work who performs predominantly
intellectual, managerial or creative tasks, exercises discretion and independent judgment and is paid on a salary basis) and receives an annual gross salary and commissions at the time of his or her termination that exceeds the median family income
for a four person family as determined by the United State Census Bureau for the most recent year available at the time of the Employee’s termination. 
 OKLAHOMA ADDENDUM 
 To the extent that Oklahoma law is deemed to govern this
Agreement, the following modifications apply: 
 Each of the restrictions contained in Section 3.1 shall be inapplicable. The text in
Section 3.3 is replaced with the following: Non-Solicitation of Restricted Customers. Employee agrees that while employed by Employer and for 12 months after the last day of employment, regardless of the reason for termination of
employment, Employee will not, directly or indirectly, solicit, cause to be solicited, sell to, contact, do or otherwise attempt to do business with a Restricted Customer for any purpose related to the sale, marketing, promotion, design or
development of a Competitive Service that is the same or similar to, performs any of the same or similar functions, may be substituted for, or is intended to be or is used for any of the same purposes as any product that Employee directly sold,
marketed, promoted, designed or developed in the one year period immediately preceding his or her termination; provided that the Restricted Customer is a customer of Employer at the time of the prohibited solicitation or contact and to which
Employee directly sold or promoted products on behalf of Employer during the one year period immediately preceding his or her termination. This Section is geographically limited to wherever any Restricted Customer can be found or is available for
solicitation, which the parties stipulate is a reasonable geographic area because of the scope of Employer’s operations and Employee’s employment with Employer. 

  
 EMPLOYMENT RESTRICTIONS
AGREEMENT - PAGE 15 

 VIRGINIA ADDENDUM 
 To the extent that Virginia law is deemed to govern this Agreement, the following modifications apply: 
 1. The text in Section 3.1 is replaced with the following: Non-Competition. Employee agrees that while employed by Employer and for 12 months after the last day of employment, regardless of
the reason for termination of employment, Employee shall not be employed by, supervise, assist, perform services, work, or otherwise engage in activities for a Competitive Business in any capacity that relates to the sale, marketing, promotion,
design or development of any Competitive Service that is the same or similar to, performs any of the same or similar functions, may be substituted for, or is intended to be or is used for any of the same purposes as any product that Employee
directly sold, marketed, promoted, designed or developed in the one year period immediately preceding his or her termination. This Section 3.1 shall be geographically limited to the areas or territories within the United States or in any
foreign country where Employee sold or promoted such products, which the parties stipulate is a reasonable geographic area because of the scope of Employer’s operations and Employee’s employment with Employer. 

2. The text in Section 3.3 is replaced with the following: Non-Solicitation of Restricted Customers. Employee agrees that while employed by
Employer and for 12 months after the last day of employment, regardless of the reason for termination of employment, Employee will not, directly or indirectly, solicit, cause to be solicited, sell to, contact, do or otherwise attempt to do business
with a Restricted Customer for any purpose related to the sale, marketing, promotion, design or development of a Competitive Service that is the same or similar to, performs any of the same or similar functions, may be substituted for, or is
intended to be or is used for any of the same purposes as any product that Employee directly sold, marketed, promoted, designed or developed in the one year period immediately preceding his or her termination; provided that the Restricted Customer
is a customer of Employer at the time of the prohibited solicitation or contact and to which Employee directly sold or promoted products on behalf of Employer during the one year period immediately preceding his or her termination. This Section is
geographically limited to wherever any Restricted Customer can be found or is available for solicitation, which the parties stipulate is a reasonable geographic area because of the scope of Employer’s operations and Employee’s employment
with Employer. 

  
 EMPLOYMENT RESTRICTIONS
AGREEMENT - PAGE 16 

 WISCONSIN ADDENDUM 
 To the extent Wisconsin law is deemed to govern this Agreement, the following modifications apply: 

1. The text in Section 3.1 is replaced with the following: Non-Competition. Employee agrees that while employed by Employer and for 12 months
after the last day of employment, regardless of the reason for termination of employment, Employee shall not be employed by, supervise, assist, perform services, work, or otherwise engage in activities for a Competitive Business in any capacity that
relates to the sale, marketing, promotion, design or development of any Competitive Service that is the same or similar to, performs any of the same or similar functions, may be substituted for, or is intended to be or is used for any of the same
purposes as any product that Employee directly sold, marketed, promoted, designed or developed in the one year period immediately preceding his or her termination. This Section 3.1 shall be geographically limited to the areas or territories
within the United States or in any foreign country where Employee sold or promoted such products, which the parties stipulate is a reasonable geographic area because of the scope of Employer’s operations and Employee’s employment with
Employer. 
 2. The text in Section 3.3 is replaced with the following: Non-Solicitation of Restricted Customers. Employee agrees
that while employed by Employer and for 12 months after the last day of employment, regardless of the reason for termination of employment, Employee will not, directly or indirectly, solicit, cause to be solicited, sell to, contact, do or otherwise
attempt to do business with a Restricted Customer for any purpose related to the sale, marketing, promotion, design or development of a Competitive Service that is the same or similar to, performs any of the same or similar functions, may be
substituted for, or is intended to be or is used for any of the same purposes as any product that Employee directly sold, marketed, promoted, designed or developed in the one year period immediately preceding his or her termination; provided that
the Restricted Customer is a customer of Employer at the time of the prohibited solicitation or contact and to which Employee directly sold or promoted products on behalf of Employer during the one year period immediately preceding his or her
termination. This Section is geographically limited to wherever any Restricted Customer can be found or is available for solicitation, which the parties stipulate is a reasonable geographic area because of the scope of Employer’s operations and
Employee’s employment with Employer. 
 DAL:784897.4 

  
 EMPLOYMENT RESTRICTIONS
AGREEMENT - PAGE 17Exhibit 10.1 -- 2011 Executive Incentive Compensation Plan

 Exhibit 10.1 
 MANTECH INTERNATIONAL CORPORATION 
 2011 EXECUTIVE INCENTIVE COMPENSATION
PLAN 
  

	1.0	OVERVIEW 

 ManTech
International Corporation (the “Company”) has established this 2011 Executive Incentive Compensation Plan (this “Plan”) to help attract, retain and motivate our executives to achieve certain pre-established goals
and objectives. Incentive compensation is an integral part of the Company’s compensation strategy. This Plan sets forth a uniform, systematic, and measurable process for determining incentive compensation. The goal-setting process contained in
this Plan helps mutually supportive executives focus on achieving the overall business strategy and mission of the Company. The Compensation Committee of the ManTech International Corporation Board of Directors (the “Compensation
Committee”) has ultimate authority over the implementation and interpretation of this Plan, and as such, this Plan is compatible with the Compensation Committee’s Executive Compensation Philosophy. 

 

	2.0	PLAN PARTICIPANTS 

 All
executive officers of the Company, including the CEO, CFO, Controller and designated presidents of the Company’s principal business groups (the “Business Group Presidents”), as well as certain other key members of senior
management that may be identified by the CEO from time to time, are eligible to participate in this Plan (together, the “Participants”). 
  

	3.0	POLICY 

 For each
Participant, a set of goals (which may include business group goals and Company goals, as appropriate) shall be established, reviewed and memorialized according to the process set forth below (the “Participant Goals”). All
Participant Goals shall be specific, measurable, realistic, and quantitative, to the extent practical. The goal-setting process shall be accomplished in accordance with a time schedule established by the Compensation Committee and CEO. 

In the case of the Business Group Presidents, the Participant Goals shall include both financial performance goals established for the
applicable business group (“Business Group Goals”) and financial performance goals established for the Company as a whole (“Company Goals”). 
 In the case of all other Participants, the Participant Goals shall be comprised solely of Company Goals. 
 Participant Goals for each Participant shall be set forth in a separate agreement or term sheet (each a “Plan Agreement”). Each Plan Agreement shall also set forth the relative weightings
for the various Participant Goals, a Target Award amount, and other factors to be used in the Scoring Process (as defined below). 
 After the end of the fiscal year, Participant Goals will be measured against actual results to determine whether and/or to what extent incentive compensation has been earned under this Plan for each
Participant. This process is referred to in this Plan as the “Scoring Process.” 

  
 2011
Incentive Compensation Plan 
 Page 1 of 5 

 In addition, the Compensation Committee has the authority to exercise negative discretion to
reduce the amount payable to any Participant under the Plan. The exercise of this negative discretion may be based on any factors deemed appropriate by the Compensation Committee. Negative discretion may include, but is not limited to, increasing a
Participant Goal, or reducing the amounts payable for a year for the Company or any Business Group, to reflect any merger, acquisition, or other similar extraordinary event that occurs during the year after the Participant Goals have been
established. 
 Additionally, the Compensation Committee may, outside the terms of this Plan, consider whether a discretionary
bonus is warranted for any Participant. In making that determination, the Compensation Committee may consider any objective or subjective factors that the Committee deems appropriate in its sole discretion, including the recommendation of the CEO.

  

	3.1	Guidance for Goal-Setting Process 

 All Participant Goals and weightings will be subject to the final review, modification and approval by the Compensation Committee. (With respect to non-executive officer Participants, if any, the
Compensation Committee may delegate this function to the CEO.) The following process will be used to prepare a recommendation to the Compensation Committee: 
  

	 	•	 	 The Company Goals (and their relative weightings) will be established by the CEO, with input from the CFO and the Compensation Committee.

  

	 	•	 	 Business Group Goals (and their relative weightings) will be initially established by the CEO, after consulting with each respective Business Group
President. 

  

	 	•	 	 The Chairman of the Compensation Committee will be responsible for the establishment of all Participant Goals and weightings for the CEO. The
Compensation Committee shall also review and approve all goals and weightings for the other Plan Participants. 

  

	3.2	Performance Criteria for Goals 

  

	 	•	 	 Business Group Goals 

  

	 	•	 	 Revenue (revenue as recognized for the performance period in accordance with GAAP principles) 

 

	 	•	 	 Earnings before interest and taxes (EBIT) measured as a dollar amount (also referred to as Operating Income) 

 

	 	•	 	 Bookings (full value of contract award for single award contracts, plus the value of multiple award wins, determined in accordance with ManTech’s
standard process) 

  
 2011
Incentive Compensation Plan 
 Page 2 of 5 

	 	•	 	 Company Goals (measured in the same manner as Business Group Goals) 

 

	 	•	 	 Revenue 

  

	 	•	 	 Earnings before interest and taxes, measured as a dollar amount 

 

	 	•	 	 Bookings 

  

	3.3	Threshold, Target and Maximum Awards 

  

	 	•	 	 Each Participant shall have a predetermined Target Award expressed as a fixed number or a percentage of his or her base salary as of April 1,
2011, as established by the Compensation Committee. The Compensation Committee shall determine the effect of any out-of-cycle salary increases to a Participant and shall take into consideration the effect under Section 162(m) of the Internal
Revenue Code of any adjustment to a Participant’s Target Award that could result from the salary increase. The Target Award shall be an amount of incentive compensation that the Participant will earn if the actual percentage achievement with
respect to the Participant Goals for the year, on an aggregate weighted basis, is within a stated range of 100% achievement of the Participant Goals. 

  

	 	•	 	 The threshold and maximum total incentive compensation amounts payable to each Participant pursuant to the Plan and the related levels of achievement
of the Participant Goals shall be indicated on each Participant’s Plan Agreement. 

  

	3.4	Guidance for Scoring Process 

  

	 	•	 	 Overview: Actual results for the year will be prepared and then compared to the Participant Goals. The percentage differential (positive or
negative) between actual performance and performance at 100% of the Participant Goal will be determined and factored to reflect the relative weighting assigned the Participant Goals. The aggregate weighted achievement for the Participant Goals as a
whole will determine the bonus payments, subject to any adjustments by the Compensation Committee. 

  

	 	•	 	 Defined Terms: This Section 3.4 uses the following terms (which terms also operate in the Participants’ Plan Agreements).

  

	 	•	 	 Factor – the weighting percentage assigned to each individual Participant Goal. The Factors shall total 100% for all Company Goals and
Business Group Goals, respectively. If applicable, each group of goals – Company Goals and Business Unit Goals – shall also receive a weighting Factor, which shall total 100% for the two groups combined. 

 

	 	•	 	 Performance Goal Score – for each Participant Goal, the difference (positive or negative) between the actual percentage achievement with
respect to the goal based on the actual performance results for the year, and 100% achievement of the goal. An achievement percentage that is less than 100% achievement will result in a negative Performance Goal Score, and an actual achievement
percentage that is greater than 100% achievement will result in a positive Performance Goal Score. 

  
 2011
Incentive Compensation Plan 
 Page 3 of 5 

	 	•	 	 Business Group Performance Score – the sum of the weighted Performance Goal Scores for each of the Business Group Goals.

  

	 	•	 	 Company Performance Score – the sum of the weighted Performance Goal Scores for each of the Company Goals. 

 

	 	•	 	 Final Performance Score – the sum of (i) the weighted Business Group Performance Score, and (ii) the weighted Company Performance
Score. For Participants with no Business Group Goals, the Company Performance Score shall be the Final Performance Score. 

  

	 	•	 	 Total Earned Bonus – the bonus amount payable to a Participant based on his or her Final Performance Score, prior to any adjustment by the
Compensation Committee. 

  

	 	•	 	 Scoring Process: 

  

	 	•	 	 The Performance Goal Scores with respect to each of the Participant Goals shall be determined, based on the actual performance results for the year, by
comparing the actual percentage achievement with respect to each Participant Goal to 100% achievement of the goal. 

  

	 	•	 	 The Performance Goal Scores shall be weighted by multiplying each score by the applicable Factor assigned thereto. The Company Performance Score and,
if applicable, the Business Group Performance Score will be determined. 

  

	 	•	 	 If applicable (i.e., for Participants with both Business Group Goals and Company Goals), the Business Group Performance Score and the Company
Performance Score will be multiplied by the weighting Factor assigned to each group of goals, and the products will be added together to determine the Final Performance Score. Otherwise, the Company Performance Score will constitute the Final
Performance Score. 

  

	 	•	 	 Based on the Final Performance Score, the Total Earned Bonus will be derived from the bonus payout schedule contained in the Participant’s Plan
Agreement. 

  

	 	•	 	 Adjustments to Results Achieved: The Compensation Committee shall consult with the CEO, and shall have the authority to determine how any
changes in corporate structure, any acquisitions or divestitures, or any other extraordinary events during the year should impact any Performance Goal or the results achieved related to any Participant Goal, and the extent of any reductions to the
Total Earned Bonus for any Participant that should be made as a result thereof. 

  

	 	•	 	 Final Compensation Committee Review: The Compensation Committee will review the resulting incentive compensation payment amount for each
Participant. The Compensation Committee has the authority to reduce the incentive compensation payment amount due any Participant hereunder, based on any factor deemed relevant by the Compensation Committee. No incentive compensation payment amount
for any executive officer shall be paid out until formally approved by the Compensation Committee. Payments, if any, shall be made in a single lump-sum payment to each Participant on or before March 15, 2012. Unless the

  
 2011
Incentive Compensation Plan 
 Page 4 of 5 

	 	 
Compensation Committee determines otherwise in its sole discretion, a Participant’s right to receive any incentive compensation payment hereunder shall be forfeited if the Participant is not
an employee of the Company in good standing on December 31, 2011. 

  

	4.0	RECOVERY OF AWARDS 

Awards under the Plan are subject to the terms and conditions of any clawback policy which the Company may adopt to conform to the
requirements of Section 954 of the Dodd-Frank Wall Street Reform and Consumer Protection Act. 
  

	5.0	AUTHORIZATION 

 The
Compensation Committee has authorized the development of this Plan and, with the assistance of the CEO, shall oversee the consistent and equitable implementation of the provisions of this Plan and the individual Participants’ Plan Agreements.
Senior management and the Company’s compensation department will support the administration of the Plan, as directed by the Compensation Committee. 
 Approved by the Compensation Committee of the Board of Directors on March 10, 2011 

  
 2011
Incentive Compensation Plan 
 Page 5 of 5

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