Document:

Exhibit 10.2

 

EXECUTIVE SEVERANCE POLICY

(Amended and Effective as of November 5, 2015)

 

I.PURPOSE AND ELIGIBILITY

 

Affymetrix Inc. (the “Company”)
has adopted this Executive Severance Policy (“Policy”) to provide guidelines for the granting of severance pay
and/or certain other benefits (as set forth in Section III.B below, “Severance Pay”) under specified circumstances
to employees of the Company who are Level 13 or above employees (each, an “Eligible Employee”). The Company
may amend or terminate this Policy at any time. 

 

II.TERMS AND CONDITIONS OF ELIGIBILITY

 

Eligibility. Payments and benefits
under this Policy are not required under the Company’s standard policies generally applicable to salaried employees. This
Policy applies to Eligible Employees of the Company who have an Involuntary Termination (as defined below) on or after the effective
date of this Policy (the “Participants”).

 

No Duplication of Benefits. This
Policy supersedes any and all prior policies or practices in effect from time to time relating to severance, separation or termination
pay for the Eligible Employees. The acceptance of any Severance Pay under this Policy shall constitute a waiver of any severance
pay or other severance benefits the Participant would have been entitled to under any prior policies or practices, any employment
or other agreement between the Company and the Participant, and under any other severance policy of the Company; provided
that in the event an Eligible Employee is eligible to receive severance pay or benefits in connection with or following a change
in control of the Company under the Company’s separate change of control policy, this Policy shall be superseded thereby
and there shall be no duplication of benefits.

 

Offset of Statutorily Required Payments.
Payments and benefits under this Policy shall be reduced by any specific statutory requirements, including without limitation the
Worker Adjustment and Notification Act of 1988 (WARN) or similar state or local law, for notice periods, damages in lieu of notice
periods or the payment of severance pay and/or other benefits.

 

Severance Pay Subject to Signing Release.
Notwithstanding anything to the contrary contained in this Policy, a Participant shall not be entitled to receive any Severance
Pay or other benefits under the Policy unless and until the Participant has signed and returned a general release of claims (the
“Release”), in a form prescribed by the Administrator, within 21 calendar days (or, if determined by the Administrator
to be required by applicable law, 45 calendar days) after the date of Participant’s Involuntary Termination and a 7-day period
during which the Participant may revoke the Release has elapsed.

 

III.DETERMINATION OF SEVERANCE PAY

 

A.Qualifying Termination
Events.

 

    	 

    	 

    

Involuntary Termination. An “Involuntary Termination”
means, with respect to any Eligible Employee, the unilateral termination of the Participant’s employment by the Company without
Cause (as defined below), but only if such termination constitutes a “separation from service” with respect to the
Company (or its applicable affiliate) within the meaning of Section 409A of the Code.

 

Exclusions from Eligibility for Severance.
Under no circumstance will Severance Pay be granted to a Participant who resigns from the Company for any reason or whose employment
terminates due to death or disability. In addition, Severance Pay will not be granted to a Participant who is discharged by the
Company for any of the following reasons (“Cause”), as determined in the Company’s sole discretion:

 

1.The continued failure of
the Participant to substantially perform his/her duties after receiving notice, oral or written, in the form of performance review,
performance appraisal or performance improvement plan, which identifies the manner in which the Company believes that the Participant
has not substantially performed the Participant’s duties.

 

2.Material violation of any
code of conduct adopted by the Company, as such may be amended from time to time, or any successor code of conduct.

 

3.Material violations of
Company policies, as such may be adopted or amended from time to time, including, without limitation policies or procedures on
financial reporting or accounting policies or procedures.

 

4.Disclosure or misappropriation
of confidential information, trade secrets or corporate opportunities.

 

5.Violation of employee agreements
including, without limitation, agreements pertaining to invention and confidential disclosure and non-competition and non-solicitation.

 

6.Refusing to participate
or cooperate in an investigation conducted by, or on behalf of, the Company.

 

7.Being arrested for a criminal
offense or commission of an act which constitutes a felony or misdemeanor under applicable federal, state, foreign or local law.

 

8.Misappropriation, falsification
and/or unauthorized alteration of Company records.

 

9.Commission of any other
act that is detrimental to the Company’s business or reputation.

 

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Sale of Business. Severance Pay will not be granted under
this Policy if the Company sells or otherwise disposes of the business in which the Participant was employed and:

 

(a)such sale constitutes a
change of control as defined in the Company’s change of control policy, in which case, this Policy is superseded by the change
of control policy and there shall be no duplication of benefits; or

 

(b)such sale does not constitute
a change of control as defined in the Company’s change of control policy, but either (a) the Participant accepts employment
with the buyer of such business, or (b) the Participant rejects an offer of employment by the buyer of such business involving
position, compensation and benefits which are substantially similar or better, taken as a whole, than the Participant’s position,
compensation and benefits with the Company immediately prior to such sale or disposition.

 

Change in Position. For the avoidance
of doubt, Severance Pay will not be granted under the Policy if the Company restructures or eliminates the position in which Participant
was employed and the Participant rejects an offer of employment by the Company of a position with substantially similar or better
compensation and benefits, taken as a whole, as immediately prior to such change.

 

B.Severance Pay.

 

1.In the event of Participant’s
Involuntary Termination, and subject to the conditions (including signing and letting become effective a Release) set forth above,
a Participant will be eligible to receive the following Severance Pay:

 

(a)An amount equal to 12 months
of Participant’s then current base salary, which shall be paid in a lump sum within sixty (60) days following the Participant’s
Involuntary Termination; and

 

(b)If a Participant timely
elects COBRA coverage for Participant and his or her eligible dependents, reimbursement of COBRA premiums for up to 12 months following
the Participant’s Involuntary Termination, subject to earlier cessation in the event the Participant becomes eligible for
group health coverage from another employer.

 

2.The Severance Pay is subject
to applicable tax withholding.

 

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C.Section 409A.

 

1.This Policy shall be interpreted
in accordance with Section 409A of the Internal Revenue Code of 1986, as amended (“Section 409A”), including
without limitation any Treasury Regulations or other Department of Treasury guidance that may be issued or amended after the effective
date of this Policy. Notwithstanding any provision of the Policy to the contrary, in the event that following the Effective Date
the Committee determines that any payment or benefit under the Policy may be subject to Section 409A, the Committee may adopt such
amendments to the Policy or adopt other policies and procedures (including amendments, policies and procedures with retroactive
effect), or take any other actions, that the Committee determines are necessary or appropriate to (A) exempt the payment or benefit
from Section 409A and/or preserve the intended tax treatment of the payment or benefit, or (B) comply with the requirements of
Section 409A.

 

2.The Severance Pay is intended
to be exempt from Section 409A under the “short-term deferral” exemption or the separation pay plan exemption.

 

3.In no event may a Participant,
directly or indirectly, designate the calendar year of any payment to be made under the Plan. If the maximum period during which
an employee has the ability to consider and revoke the Release hereunder would span two taxable years of the employee, then, regardless
of when the Participant signs the Release and the revocation period expires, payment of Severance Pay hereunder will be made or
commence in the second of such taxable years to the extent required to comply with Section 409A.

 

4.Each installment or payment
under this Policy shall be considered a separate payment for purposes of Section 409A.

 

5.If, on the date of Participant’s
Involuntary Termination, (A) such Participant is a “specified employee” (within the meaning of Section 409A as determined
by the Committee in accordance with Section 1.409A-1(i) of the Treasury Regulations) and (B) the Administrator makes a good-faith
determination that payment or benefit under the Policy constitutes “deferred compensation” (within the meaning of Section
409A) the payment of which is required to be delayed pursuant to the six-month delay rule set forth in Section 409A in order to
preserve the tax treatment intended for such payment or to avoid additional tax, interest, or penalties under Section 409A, then
the Company shall not pay such amount on the otherwise scheduled payment date but shall instead pay it on (or within ten (10) business
days following) the first business day after such six-month period, without interest.

 

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6.For purposes of this Policy,
whether a “separation from service” has occurred shall be determined by the Administrator in accordance with Treasury
Regulation Section 1.409A-1(h). If a Participant provides services for the Company as both an employee and as a director, to the
extent permitted by Section 1.409A-1(h)(5) of the Treasury Regulations, the services provided by such Participant as a director
shall not be taken into account in determining whether the Participant has experienced a separation from service as an employee.

 

7.A Participant shall be
solely responsible and liable for the satisfaction of all taxes, interest, and penalties that may be imposed on such Participant
or for such Participant’s account in connection with any payment or benefit under the Policy (including any taxes, interest,
and penalties under Section 409A), and the Company shall have no obligation to indemnify or otherwise hold such Participant harmless
from any or all of such taxes, interest, or penalties.

 

D.Non-Solicitation and
Confidentiality; Non-Disparagement.

 

1.The non-solicitation provision
of any agreement signed by the Participant shall remain in effect for the time period defined in said agreement. The obligation
of confidentiality by the Participant set forth in the Company’s agreement(s) with the Participant or policies of the Company
binding on or covering the Participant shall remain in effect for perpetuity or otherwise for the time period defined in said agreement.

 

2.A Participant shall not,
directly or indirectly, make or cause to be made any statements to any third parties criticizing or disparaging, or commenting
negatively on the character or business reputation of, the Company and its affiliates, and each of their respective directors,
officers and predecessors. The foregoing obligations shall not apply to any statements or opinions that are made under oath in
any investigation, civil or administrative proceeding or arbitration in which the individual has been compelled to testify by subpoena
or other judicial process or which are privileged communications.

 

E.Other Employee Benefits.

 

Nothing in this Policy will affect the benefits
or rights that a Participant may have accrued as of the Participant’s termination of employment pursuant to the Company’s
equity incentive plans, 401(k) or other retirement plan, Nonqualified Deferred Compensation Plan, medical/dental benefits or any
vacation or paid time-off policy. This Policy is not intended to describe the provisions or administrative practices of any other
employee benefit and/or compensation program, policy or plan.

 

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IV.AMENDMENT OR TERMINATION OF POLICY

 

The Company reserves the right to amend,
modify or terminate this Policy or any portion of it at any time, and for any reason, without any prior notice to or approval of
any Eligible Employee. No such amendment, modification or change shall adversely affect any Severance Pay previously paid or actually
provided to a Participant.

 

V. PLAN ADMINISTRATION AND CLAIMS
PROCEDURES

 

A.Administration.

 

1.The Policy shall be administered
by the Company (the “Administrator”). The Administrator shall have the sole and absolute discretion to interpret
all provisions of the Policy (including, without limitation, by supplying omissions from, correcting deficiencies in, or resolving
inconsistencies or ambiguities in, the language of the Policy), to make factual findings with respect to any issue arising under
the Policy, to determine the rights and status under the Policy of Participants or other persons, to resolve questions (including
factual questions) or disputes arising under the Policy and to make any determinations with respect to the benefits provided under
the Policy and the persons entitled thereto. Without limiting the generality of the foregoing, the Administrator shall have the
authority: (i) to determine whether a particular person is a Participant, and (ii) to determine if a person is entitled to benefits
under the Policy and, if so, the amount, scope and duration of such benefits. The Administrator’s determination of the rights
of any person under the Policy shall be final and binding on all persons, subject only to the provisions set forth below under
“Claims Procedures”.

 

2.The Administrator may delegate
(or revoke the delegation of) any of its administrative duties, including, without limitation, duties with respect to the processing,
review, investigation, approval and provision of benefits, to a designated internal and/or external administrator or administrators.

 

3.The Administrator’s
determinations under this Policy need not be uniform and may be made by it selectively, for any nondiscriminatory reason and for
no reason, among the persons who receive, or are eligible to receive, awards hereunder (whether or not such persons are similarly
situated).

 

B.Regulations. The
Administrator shall promulgate any rules, regulations and interpretations it deems necessary in order to carry out the purposes
of the Policy or to interpret the provisions of the Policy; provided, however, that no rule, regulation or interpretation shall
be contrary to the provisions of the Policy. The rules, regulations and interpretations made by the

 

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Administrator shall, subject only to the provisions
set forth below under “Claims Procedures”, be final and binding on all persons.

 

C.Claims Procedures.

 

1.The Administrator shall
determine the rights of any person to any benefit under the Policy. Any person who believes that he or she has not received a benefit
to which he or she is entitled under the Policy must file a claim in writing with the Administrator specifying the basis for his
or her claim and the facts upon which he or she is relying in making such a claim.

 

2.The Administrator will
notify a claimant of its decision regarding his or her claim within a reasonable period of time, but not later than 90 calendar
days following the date on which the claim is filed, unless circumstances require a longer period for adjudication and the claimant
is notified in writing of the reasons for an extension of time prior to the end of the initial 90-day period and the date by which
the Administrator expects to make the final decision. In no event will the Administrator extend its processing of a claim beyond
180 calendar days after the date on which the claim is first filed with the Administrator.

 

3.If a claim is denied, the
Administrator will notify the claimant of its decision in writing and the notice will contain the following information:

 

(a)The specific reason(s)
for the denial;

 

(b)A specific reference to
the pertinent Policy provision(s) on which the denial is based;

 

(c)A description of additional
information or material necessary for the claimant to reverse the denial of his or her claim, if any, and an explanation of why
such information or material is necessary; and

 

(d)An explanation of the Policy’s
claim review procedures and the applicable time limits under such procedures and a statement as to the claimant’s right to
bring a civil action under the Employee Retirement Income Security Act of 1974, as amended (“ERISA”) after all
of the Policy’s review procedures have been satisfied.

 

4.If additional information
or material is needed, an applicable claimant shall be provided at least 45 calendar days after receiving notice of such need to
provide the information or material and any otherwise applicable time period specified in this Section for making a determination
or for filing a request for a review of a denied claim shall

 

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be extended by the same period during which the information
or material is being obtained.

 

5.Within 60 calendar days
after receipt of a denial of a claim, the claimant must file with the Administrator, a written request for review of such claim.
If a request for review is not filed within such 60-day period, the claimant shall be deemed to have acquiesced to the original
decision of the Administrator on his or her claim. If a request for review is filed, the Administrator shall review the claim.
The claimant will be provided, upon request and free of charge, reasonable access to and copies of all documents, information and
material relevant to the claimant’s claim for benefits. The claimant may submit positions and comments in writing, and the
review will take into account all information submitted by the claimant regardless of whether it was reviewed as part of the original
determination. The decision by the Administrator with respect to the review will be given no later than 60 calendar days after
receipt of the request for review, unless circumstances warrant an extension of time not to exceed an additional 60 calendar days.
If an extension is needed, written notice of the extension will be furnished to the claimant before the end of the initial 60-day
period, indicating the circumstances requiring the extension and the date by which the Administrator expects to make a decision.

 

6.If the Administrator denies
the claim after review, the Administrator will notify the claimant of its decision in writing and the notice will contain the following
information:

 

(a)The specific reason(s)
for the denial;

 

(b)A reference to the specific
Policy provision(s) on which the denial is based;

 

(c)A statement that the claimant
is entitled to receive, upon request and free of charge, reasonable access to and copies of all information relevant to the claimant’s
claim for benefits; and

 

(d)A statement of the claimant’s
right to bring a civil action under ERISA.

 

7.The Administrator’s
decision on review shall be, to the extent permitted by applicable law, final and binding on all interested persons.

 

8.For the avoidance of doubt,
any documents, information and material relevant to a claim for benefits that a claimant may access or copy in accordance with
the provisions of this Section shall be deemed

 

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confidential for purposes of the covenant set forth
in Section III.D.1 above.

 

D.Mediation. After
an applicable claimant has exhausted all administrative remedies as provided under “Claims Procedures” above, the claimant
may submit any dispute to mediation by written notice to the Administrator and to any other relevant party or parties. The mediator
shall be selected by agreement of the parties. If the parties cannot agree on a mediator, a mediator shall be designated by the
American Arbitration Association at the request of a party. Any mediator so designated must be acceptable to all parties. The mediation
shall be conducted as specified by the mediator and agreed upon by the parties. The parties agree to discuss their differences
in good faith and to attempt, with facilitation by the mediator, to reach an amicable resolution of the dispute. The mediation
shall be treated as a settlement discussion and any matters discussed, information disclosed, determinations made or agreements
reached during mediation proceedings shall be confidential and deemed to be confidential information. The mediator may not testify
for either party in any later proceeding relating to the dispute. No recording or transcript shall be made of the mediation proceedings.
Each party shall bear its own costs in the mediation. The fees and expenses of the mediator shall be shared equally by the parties.

 

VI.MISCELLANEOUS

 

A.No Employment Rights.
The Participant’s rights as an employee, and the rights of the Company (and any of its affiliates) to discharge a Participant
as an employee, shall not be enlarged or affected by reason of the Policy. Nothing contained in the Policy shall be deemed to alter
in any manner the management rights of the Company with respect to the employment status, title or job duties or responsibilities
of any Participant.

 

B.No Mitigation. The
Participant shall not be required to mitigate damages or the amount of the Severance Pay by seeking other employment or otherwise.

 

C.Legal Status of Policy.
The Policy, as a “severance pay arrangement” within the meaning of Section 3(2)(B)(i) of ERISA, is intended to be excepted
from the definitions of “employee pension benefit plan” and “pension plan” set forth under Section 3(2)
of ERISA, and is intended to meet the descriptive requirements of a plan constituting a “severance pay plan” within
the meaning of regulations published by the Secretary of Labor at Title 29, Code of Federal Regulations §2510.3-2(b). This
Policy is the formal Plan Document and, to the extent required by law, is intended to constitute a Summary Plan Description as
defined by ERISA.

 

D.Unfunded Policy.
This Policy is intended to be an unfunded plan maintained primarily for the purpose of providing severance pay for a select group
of employees, within the meaning of Section 401 of ERISA. All payments

 

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under this Policy are made from the Company’s
general assets. Benefits under this Policy are not insured under Title IV of ERISA.

 

E.Governing Law. Any
dispute, controversy, or claim of whatever nature arising out of or relating to this Policy or breach thereof shall be governed
by and under the laws of the State of California, to be interpreted as a contract between residents of the State of California
performed entirely within the State of California.

 

    10Exhibit

EXHIBIT 10.29

Fair Isaac Corporation
2012 Long-Term Incentive Plan

Performance Share Unit Agreement

This Performance Share Unit Award Agreement (this “Agreement”), dated December 8, 2014 (the “Grant Date”), is by and between *[Name] (the “Participant”), and Fair Isaac Corporation, a Delaware corporation (the “Company”).  Any term capitalized but not defined in this Agreement will have the meaning set forth in the Company’s 2012 Long-Term Incentive Plan (the “Plan”).

In the exercise of its discretion to grant Awards under the Plan, the Committee has determined that the Participant should receive an Award of performance share units under the Plan.  This Award is subject to the following terms and conditions:

		
	1.
	Grant of Performance Share Units.  The Company hereby grants to the Participant an Award consisting of *[Insert maximum number of units the participant could earn] performance share units (the “Units”).  Each Unit that has been earned pursuant to Section 3 of this Agreement and vests pursuant to Section 4 of this Agreement represents the right to receive one share of the Company’s common stock as provided in Section 7 of this Agreement.  The Award will be subject to the terms and conditions of the Plan and this Agreement.

		
	2.
	Restrictions on Units.  Neither this Award nor the Units subject to this Award may be sold, assigned, transferred, exchanged or encumbered other than a transfer upon death in accordance with the Participant’s will, by the laws of descent and distribution or pursuant to a beneficiary designation submitted by the Participant in accordance with Section 6(d) of the Plan.  Any attempted transfer in violation of this Section 2 shall be of no effect and may result in the forfeiture of all Units.  The Units and the Participant’s right to receive Shares in settlement of the Units under this Agreement shall be subject to forfeiture as provided in this Agreement until satisfaction of the conditions for earning and vesting the Units as set forth in Section 3 and Section 4, respectively, of this Agreement.

		
	3.
	Earned Units.  Whether and to what degree the Units will have been earned (the “Earned Units”) during the period starting on October 1, 2014 and ending on September 30, 2015 (the “Performance Period”) will be determined by whether and to what degree the Company has satisfied the applicable performance goal(s) for the Performance Period as set forth in Appendix A to this Agreement, and whether and to what degree the Committee has chosen to exercise its discretion to decrease the number of Units otherwise deemed to have been earned.  The Participant acknowledges that the number of Units deemed to have been earned based on whether and to what degree the Company has satisfied the applicable performance goal(s) for the Performance Period may be adjusted downward, including to zero, by the Committee in its sole and absolute discretion based on such factors as the Committee determines to be appropriate and/or advisable.  Any Units that are not designated as Earned Units at the conclusion of the Performance Period in accordance with this Section 3 will be forfeited.  

		
	4.
	Vesting of Earned Units.  Subject to Section 6 of this Agreement, if the Participant remains an Employee of the Company or any of its Affiliates continuously from the Grant Date, then 1⁄3 of the Earned Units will vest on each of December 8, 2015, December 8, 2016 and December 8, 2017.  The period from October 1, 2015 through December 8, 2017 is referred to as the “Vesting Period.”  

		
	5.
	Service Requirement.  Except as otherwise provided in accordance with Section 6 of this Agreement, if you cease to be an Employee of the Company and all of its Affiliates prior to the vesting dates specified in Section 4 of this Agreement, you will forfeit all unvested Units.  Your Service as an Employee will be deemed continuing while you are on a leave of absence approved by the Company in writing or guaranteed by applicable law or other written agreement you have entered into with the Company (an “Approved Leave”). If you do not resume providing Service as an Employee of the Company or any Affiliate following your Approved Leave, your Service will be deemed to have terminated upon the expiration of the Approved Leave.

		
	6.
	Effect of Termination of Service or Change in Control.

(a)    Except as may be provided by the Committee pursuant to Section 6(b), upon termination of Service during the Performance Period for any reason other than death or Disability, all Units will be immediately forfeited without consideration.

(b)    Upon (i) termination of Service during the Performance Period due to death or Disability, 50% of the number of Units subject to this Award will be deemed Earned Units and will vest in full upon such termination, or (ii) a Change in Control during the Performance Period as a result of which the Company does not survive as an operating company or survives only as a subsidiary of another entity (a “Business Combination”), 50% of the number of Units subject to this Award will be deemed Earned Units and will vest in full upon or immediately before, and conditioned upon, the consummation of the Business Combination.  Any remaining Units that do not vest as provided in this Section 6(b) will be immediately forfeited without consideration.  In connection with a Change in Control during the Performance Period that is not a Business Combination, the Committee may provide in its discretion that 50% of the number of Units subject to this Award will be deemed Earned Units and will vest in full upon the occurrence of the Change in Control or upon the termination of the Participant’s Service as an employee within 12 months following the Change in Control.

(c)    Except as may be provided by the Committee pursuant to Section 6(d), upon termination of Service during the Vesting Period for any reason other than death or Disability, all Earned Units that have not vested will be immediately forfeited without consideration.
 
(d)    Upon (i) termination of Service during the Vesting Period due to death or Disability, all Earned Units will vest in full upon such termination, or (ii) a Business Combination during the Vesting Period, all Earned Units will vest in full upon or immediately before, and conditioned upon, the consummation of the Business Combination.  In connection with a Change in Control during the Vesting Period that is not a Business Combination, the Committee may provide in its discretion that all Earned Units will vest in full upon the occurrence of the Change in Control or upon the termination of the Participant’s Service as an employee within 12 months following the Change in Control.

		
	7.
	Settlement of Units.  After any Units vest pursuant to Section 4 or Section 6 of this Agreement, the Company shall, as soon as practicable (but in any event within the period specified in Treas. Reg. § 1.409A-1(b)(4) to qualify for a short-term deferral exception to Section 409A of the Code), cause to be issued and delivered to the Participant, or to the Participant’s designated beneficiary or estate in the event of the Participant’s death, one Share in payment and settlement of each vested Unit (the date of each such issuance being a “Settlement Date”).  Delivery of the Shares shall be effected by the electronic delivery of the Shares to a brokerage account maintained for the Participant at E*Trade (or another broker designated by the Company or the Participant), or by another method provided by the Company, and shall be subject to the tax withholding provisions of Section 8 of this Agreement and compliance with all applicable legal requirements, including compliance with the requirements of applicable federal and state securities laws, and shall be in complete satisfaction and settlement of such vested Units.  Notwithstanding the foregoing, the Committee may provide that the settlement of any Earned Units that vest in accordance with Section 6(b)(ii) or 6(d)(ii) of this Agreement will be made in the amount and in the form of the consideration (whether stock, cash, other securities or property, or a combination thereof) to which a holder of a Share was entitled upon the consummation of the Business Combination (without interest thereon) (and if holders were offered a choice of consideration, the type of consideration chosen by the holders of a majority of the outstanding Shares).

		
	8.
	Tax Consequences and Withholding.  As a condition precedent to the settlement of the Units, the Participant is required to make arrangements acceptable to the Company for payment of any federal, state or local withholding taxes that may be due as a result of the settlement of the Units (“Withholding Taxes”), in accordance with Section 15 of the Plan.  

Until such time as the Company provides notice to the contrary, it will collect the Withholding Taxes through an automatic Share withholding procedure (the “Share Withholding Method”), unless other arrangements acceptable to the Company have been made.  Under such procedure, the Company or its agent will withhold, at the Settlement Date, a portion of the Shares with a Fair Market Value (measured as of the Settlement Date) sufficient to cover the amount of such taxes; provided, however, that the number of any Shares so withheld shall not exceed the number necessary to satisfy the Company’s required tax withholding obligations using the minimum statutory withholding rates for federal, state and local tax purposes that are applicable to supplemental taxable income.  

The Company will notify the Participant in writing in the event the Share Withholding Method is not available, in which case the Withholding Taxes will be collected from the Participant through one of the following alternatives:

(a)    delivery of the Participant’s authorization to E*Trade (or another broker designated by the Company or the Participant) to transfer to the Company from the Participant’s account at such broker the amount of such Withholding Taxes;

(b)    the use of the proceeds from a next-day sale of the Shares issued to the Participant, provided that (i) such sale is permissible under the Company’s trading policies governing its securities, (ii) the Participant makes an irrevocable commitment, on or before the Settlement Date, to effect such sale of the Shares, and (iii) the transaction is not otherwise deemed to constitute a prohibited loan under Section 402 of the Sarbanes-Oxley Act of 2002; or

(c)    any other method approved by the Company.

		
	9.
	No Shareholder Rights.  The Units subject to this Award do not entitle the Participant to any rights of a shareholder of the Company’s common stock.  The Participant will not have any of the rights of a shareholder of the Company in connection with the grant of Units subject to this Agreement unless and until Shares are issued to the Participant upon settlement of the Units as provided in Section 7 of this Agreement.  

		
	10.
	Governing Plan Document.  This Agreement and the Award are subject to all the provisions of the Plan, and to all interpretations, rules and regulations which may, from time to time, be adopted and promulgated by the Committee pursuant to the Plan.  If there is any conflict between the provisions of this Agreement and the Plan, the provisions of the Plan will govern.

		
	11.
	Choice of Law.  This Agreement will be interpreted and enforced under the laws of the state of Minnesota (without regard to its conflicts or choice of law principles).

		
	12.
	Binding Effect.  This Agreement will be binding in all respects on the Participant’s heirs, representatives, successors and assigns, and on the successors and assigns of the Company.

		
	13.
	Discontinuance of Service.  This Agreement does not give the Participant a right to continued Service with the Company or any Affiliate, and the Company or any such Affiliate may terminate the Participant’s Service at any time and otherwise deal with the Participant without regard to the effect it may have upon the Participant under this Agreement.

		
	14.
	Section 409A of the Code.  The award of Units as provided in this Agreement and any issuance of Shares or payment pursuant to this Agreement are intended to be exempt from Section 409A of the Code under the short-term deferral exception specified in Treas. Reg. § 1.409A-l(b)(4).

		
	15.
	Compensation Recovery Policy.  To the extent that any compensation paid or payable pursuant to this Agreement is considered “incentive-based compensation” within the meaning and subject to the requirements of Section 10D of the Exchange Act, such compensation shall be subject to potential forfeiture or recovery by the Company in accordance with any compensation recovery policy adopted by the Board or any committee thereof in response to the requirements of Section 10D of the Exchange Act and any implementing rules and regulations thereunder adopted by the Securities and Exchange Commission or any national securities exchange on which the Company’s common stock is then listed.  This Agreement may be unilaterally amended by the Company to comply with any such compensation recovery policy.

By executing this Agreement, the Participant accepts this Award and agrees to all the terms and conditions described in this Agreement and in the Plan document.

PARTICIPANT    FAIR ISAAC CORPORATION

By:______________________________________
Title:_____________________________________

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00251-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00251-of-00352.parquet"}]]