Document:

Form of Performance Cash Award Grant Letter

 Exhibit 10.2(c) 
 PERFORMANCE CASH AWARD UNDER 
 THE CYTEC INDUSTRIES INC. 

1993 STOCK AWARD AND INCENTIVE PLAN 
 January 26, 2011 
 Mr(s). *********** 

Address *********** 
 ****************

 ********** ******* 
 Performance
Cash Award:    $***,*** at target 
 Performance Period: January 1, 2013 to December 31, 2013 

Dear Employee: 
 As a key
employee of Cytec Industries Inc. (the “Company”), or of a subsidiary or affiliate of the Company, you have been granted by the Compensation and Management Development Committee (the “Committee”) of the Board of Directors for the
one-year performance period indicated above a performance cash award, the base amount of which is equal to the amount set forth above (“Performance Cash”). This award is subject to the terms and conditions hereof and of the Company’s
1993 Stock Award and Incentive Plan (the “Plan”). Performance Cash is awarded pursuant to Section 6(j) of the Plan. Performance Cash, to the extent it becomes payable, will be paid as soon as practicable after determination that the
award is payable. This award is subject to Section 6A of the Plan. 
 Certain restrictions with respect to this award
include, but are not limited to, the following: 
 (1) Subject to the terms of this Award and subject to the attainment of
performance goals as hereinafter provided, this award of Performance Cash shall vest effective as of January 1, 2014; provided that such vesting shall be subject to the further requirement that the Committee certify that the performance goals
have been met. 
 (2) Performance goals, and the related payout matrix, for this award have been set by the Committee and will
be advised to you in writing. The performance goals are based on 2013 adjusted Earnings Per Share (EPS), 2013 Return on Invested Capital (ROIC), and average 2011, 2012 and 2013 Total Shareholder Return (TSR) as compared to Cytec’s stated Peer
Group. 30% of this Performance Cash award will vest in part, in full or in greater than the full amount based on EPS performance, 40% will vest in part, in full or in greater than the full amount based on ROIC performance and 30% will vest in part,
in full or in greater than the full amount based on relative TSR performance. The maximum amount payable under this award is twice the base amount specified at the head of this Agreement. The threshold amount payable if the minimum performance goal
is met is 15% for adjusted EPS, 20% for ROIC and 9% for relative TSR. There is no minimum amount payable. 
 (3) This Award is
not transferable otherwise than by will or by the laws of descent and distribution. Except as set forth in the preceding sentence, Performance Cash may not be sold, 

 Performance Cash Award 
 January 26, 2011 
  

 
assigned, transferred, pledged, hypothecated or otherwise disposed of and any attempt to do so shall be void. 
 (4) Performance Cash shall not bear any interest. 
 (5) If your employment with
the Company or a subsidiary or affiliate terminates on or prior to the end of the performance period, all unvested Performance Cash shall be forfeited, except as provided in paragraph (6) below. 

(6) If your employment with the Company or a subsidiary or affiliate terminates by reason of your (i) death, (ii) disability as
defined in the Company’s Long-Term Disability Plan, (iii) retirement on or after your 60th birthday, or (iv) under other circumstances determined by the Committee to be not contrary to the best interest of the Company, then, subject
to paragraph (7), if such termination occurs in 2013, your Performance Cash award shall not be forfeited by reason of such termination of employment; and if your employment so terminates in 2012, two-thirds of said award shall not be so forfeited;
and if your employment so terminates in 2011, one-third of said award shall not be so forfeited. 
 (7) In the event that you
compete, or you commence employment with or otherwise provide service to any person or entity which competes, with the Company or any of its subsidiaries or affiliates anywhere in the world in the research and development, manufacture, distribution
or sale of any specialty chemicals or materials as determined by the Board of Directors in its sole discretion, unless approved in writing by the then Chief Executive Officer of the Company, this award shall forthwith terminate. 

(8) As provided in the Plan, upon the occurrence of a “change in control,” the maximum amount of all unvested (and not
previously forfeited) Performance Cash payable hereunder (i.e., 200% of the base amount specified at the head of this Agreement to the extent not previously forfeited) shall immediately vest. Upon such occurrence, the vested Performance Cash shall
be paid to you as soon as administratively possible. 
 (9) Nothing in this award shall confer on you any right to continue in
the employ of the Company or any of its subsidiaries or affiliates or interfere in any way with the right of the Company or any subsidiary or affiliate to terminate your employment at any time. The Plan is discretionary in nature and any Awards made
under the Plan are voluntary and occasional. No participant has any claim to be granted any Award or other benefits in lieu of any Award. Subject to applicable law, this Award and any payments in respect of this Award shall not be taken into account
for purposes of determining any benefits under any benefit plan of the Company or any of its subsidiaries, or for any notice payment or payment in lieu of notice. The Company shall have no obligation to make any future grants of Awards under the
Plan or otherwise to make any future Awards under the Plan as part of any participant’s annual compensation. 
 (10) You
agree to pay the Company promptly, on demand, any withholding taxes due in respect of the Awards made hereunder. The Company may deduct such withholding taxes from any amounts owed to you by the Company or by any of its subsidiaries or affiliates.

 (11) Your acceptance of this Award constitutes your agreement (i) to return immediately to the Company at its request
any amounts which the Board of Directors has directed the Company to recover 

  
 2 

 Performance Cash Award 
 January 26, 2011 
  

 
from you in accordance with the terms of the Executive Claw Back Policy as in effect on the date of this Award and (ii) to return immediately to the Company at its request an amount equal to
the gross amount before any withholding or other deductions, and to cancel any Deferred Stock Awards, you received to settle this Award during the period commencing six months prior to termination of your employment and ending two years after your
termination of employment if during such time period: (x) you disclose any Confidential Information to a third party outside the scope of your employment or (y) you compete, or you commence employment with or otherwise provide service to
any person or entity which competes, with the Company or any of its subsidiaries or affiliates anywhere in the world in the research and development, manufacture, distribution or sale of any specialty chemicals or materials as determined by the
Committee in its sole discretion, unless approved in writing by the then Chief Executive Officer of the Company. For purposes of this paragraph: “Confidential Information” means any information which is, or is designed to be, used in the
business of the Company or any of its subsidiaries or affiliates or results from its or their research and/or development activities, (ii) is private or confidential in that it is not generally known or available to the public and
(iii) gives the Company or any of its subsidiaries or affiliates an opportunity to obtain an advantage over competitors who do not know or use it. 
 (12) In accordance with the terms of the Plan the Committee reserves the right to adjust, modify or amend any performance measure to the extent such change is permitted by 162(m) of the Code. Such changes
include, but are not limited to, equitable adjustments for corporate transactions and changes to reduce the payout if a target is achieved or to increase the target necessary to earn a payout. 

Once Performance Cash vests as herein provided, it shall no longer be deemed to be Performance Cash, and your rights thereto shall not be
subject to any restrictions under this Agreement or the Plan except as otherwise specifically set forth herein. 
 This grant
and all determinations made and actions taken pursuant hereto shall be governed by the laws of the State of Delaware without giving effect to the conflict of laws principles thereof. You and the Company agree that any and all disputes arising under
this grant are to be resolved exclusively by courts sitting in Delaware. You and the Company irrevocably consent to the jurisdiction of such courts and agree not to assert by way of motion, as a defense, or otherwise, any claim that either you or
the Company is not subject personally to the jurisdiction of such court, that the action, suit or proceeding is brought in an inconvenient forum, that the venue of the action, suit or proceeding is improper, or that this grant and its terms may not
be enforced in or by such court. 
 In the event of any conflict between the terms of this Agreement and the provisions of the
Plan, the provisions of the Plan shall govern. 
 If you accept the terms and conditions set forth in this Agreement, please
execute the enclosed copy of this letter where indicated and return it as soon as possible. 
  

			
	Very truly yours,
	
	CYTEC INDUSTRIES INC.
		
	BY:	 	  

  
 3 

 Performance Cash Award 
 January 26, 2011 
  

	
	Secretary, Compensation and Management
	    Development Committee

 Enc.

 ACCEPTED: 
  

	
	  

	Employee Name:
	Date:

  
 4Allianz Supplemental Group Insurance for Belgian Employee Graded G20 and above.

 Exhibit 10.2(u) 

 

 

  

					
		  	 Supplemental Group Insurance for
 Belgian Employees graded G20 and
 above (Allianz Supplemental

Pension Plan)
	  	
			
		  	Cytec Surface Specialties nv/sa	  	
			
		  	 Handbook
	  	

  

			
	 	  	Edition – 03/2010

 Foreword 
 The Cytec Surface Specialties Supplemental Pension Plan is a group insurance plan in addition to the regular Cytec Group Insurance Plan. It is intended to provide employees with a Belgian employment
agreement, who are subject to Belgian social security contributions and graded G20 and higher, with a comfortable standard of living when they retire. 
 In this handbook you will find the necessary information about this supplemental pension plan. Note that this new supplemental plan will be in force as from 1 March 2010 onwards and replaces any
existing AXA supplemental plans. The new provider for this insurance plan will be Allianz. 
 Please also note that we will cease
the additional death benefit, as this is covered through the base pension plan. 
 We are sure this supplemental plan will
contribute to your satisfaction as an employee of Cytec. 

  

			
	 	  	 

 Table of contents 
  

					
	 Why does Cytec offer you a supplemental pension plan ?
	  	 	1	  
		
	 What are the basic principles of this supplemental plan ?
	  	 	2	  
		
	 How are my retirement benefits granted ?
	  	 	3	  
		
	 What does happen to my retirement benefits when I leave Cytec ?
	  	 	5	  
		
	 Advances
	  	 	7	  
		
	 Final remarks
	  	 	8	  

  

			
	 	  	 

			
		  	
U S E R ’ S    H A N D B O O K    – 
   S U P P L E M E N T A L    P E N S I O N
 P L A N A L L I A N Z    F O R    E M P L O Y E E S  
  O F    G R A D E    2 0    O R    M O R E

 

			
		  	 Why does Cytec offer you a

supplemental pension plan?

		
	How can I position “employee benefits” in my own financial plan?	  	The Cytec Surface Specialties supplemental pension Plan is a group insurance plan in addition to the regular Cytec Group Insurance Plan. It is intended to help to provide employees
with a Belgian employment agreement, who are subject to Belgian social security contributions and graded G20 or above a confortable standard of living when they retire, given the growing concerns around affordability of the legal
pension.

  

			
		  	1

			
		  	
U S E R ’ S    H A N D B O O K    – 
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		  	 What are the basic principles of the
 supplemental pension plan?

		
	 Who is a

member?
	  	All employees with a Belgian employment agreement (whether fixed term or open-ended), who are subject to Belgian social security contributions and graded G20 and higher, can
become member of this supplemental pension plan. Membership is immediate from the date of hire (if taking a job graded G20 and higher) or at the date of promotion to a job graded G20 and higher.
		
		  	You continue your participation in this supplemental plan as long as you work for Cytec and are graded G20 or higher. This plan is interrupted in case of suspension of the
employment agreement (for example: career interruption, full-time time credit).
		
		  	All eligible employees who work part-time will have the same benefits as those working full time, subject to pro ration in accordance with their working time
		
		  	At retirement you will be entitled to the retirement benefits which have been built up while you worked for Cytec and were eligible for this supplemental plan, increased with the
accrued return since this date.
		
	 When does the group
 insurance
 end?
	  	Membership to the group insurance will cease as soon as you stop working for Cytec and, more precisely, in the following cases:
	  	  

•     Retirement or early retirement

 

•     Dismissal or resignation

 

•     Death

		
		  	Membership to this pension plan will also cease in case of demotion to a grade below G20. Note that in this case, no new contributions will be paid into this plan but you will
remain entitled to the already accrued reserves which will continue to earn interest (currently 3.25% plus profit sharing interest) until one of the three above listed situations occurs.

  

			
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U S E R ’ S    H A N D B O O K    – 
   S U P P L E M E N T A L    P E N S I O N
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		  	How are my retirement benefits granted?
		
		  	As soon as you become a member of this supplemental plan, you start accruing additional retirement benefits.
		
	How is the pension benefit defined?	  	The additional retirement benefit you will receive when you retire (normal retirement age is 65), depends on the invested contributions and the return granted by the
insurance company.
		
		  	The contributions are fixed as follows:

  

			
	 Grade
	 	 % of your real individual ICP budget

	G20	 	50%
	G21	 	50%
	G22	 	50%
	G23	 	75%
	G24	 	75%
	G25	 	75%
	Officers	 	75%

  

			
		 	 The ICP budget is determined by Cytec’s Executive Leadership Team in accordance with Cytec Industries’ Incentive Compensation
Plan and relates to the prior year of performance.
  
 The contribution is
calculated and paid once a year, on March 15 of every year. The payment to the insurance company occurs within 8 working days.
  

The contribution can on the other hand not exceed the authorised tax deductible level. Indeed the sum of your legal/state pension and your extra-legal
pensions cannot exceed 80% of your last normal gross salary and this for a full career of 40 years.
  
 Allianz grants a guaranteed/fixed interest (of currently 3.25%) as well as a profit sharing interest on these contributions.

  

			
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U S E R ’ S    H A N D B O O K    – 
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	Who does pay this contribution?	  	From a tax/legal perspective the contribution is qualified as an employer contribution. On top, the company pays the insurance tax (currently 4.4%) and the social security
charges (currently 8.86%) related to these contributions.
		
	What does happen in case of early retirement or leaving Cytec?	  	 In case of early retirement or when leaving Cytec, Allianz will determine the amount that has already been accrued at that point in
time (= sum of contributions + interest).
  
 In any case you will receive on
an annual base a statement detailing the built up reserves.
  
 Allianz will
send you a document on which you can indicate which choice you select related to your built up reserves. See also the point under ‘Can I transfer my accrued rights in my new employer’s pension plan or elsewhere?’

 
 From a tax and legal perspective the same regulations are applicable as for your
regular group insurance plan (i.e. the accrued amount will be reduced with 3.55% up to 5.55% as social security charge and the remaining amount will be taxed at currently 16.5% in case of early retirement (age 60) or 10.0% if you continue working up
to age 65).

		
	What does happen if you chose payment or transfer?	  	 The retirement benefit is payable at age 65. If you retire earlier and ask your retirement benefit, Allianz will simply determine the
amount that has already been accrued.
  
 Allianz makes the necessary social
and income tax deductions on the retirement benefit. On January 1, 2010, those amounted to about 3.55% social security contribution and 2% crisistax (depending on the level of the capital to be paid) plus 16.5% taxes, increased with communal
taxes.
  
 Communal tax is to be paid with the fiscal
declaration.

  

			
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U S E R ’ S    H A N D B O O K    – 
   S U P P L E M E N T A L    P E N S I O N
 P L A N A L L I A N Z    F O R    E M P L O Y E E S  
  O F    G R A D E    2 0    O R    M O R E

 

							
		  	What does happen to my retirement benefits when I leave Cytec?
		
	What will happen when I leave Cytec?	  	 When, for whatever reason, you leave Cytec, your supplemental pension plan stops. At retirement you will be entitled to
the retirement benefits which have been built up while you worked for Cytec and were eligible for this supplemental plan, increased with the accrued return since this date.

 
 In case of death, your spouse, partner or other designated beneficiaries will be
entitled to those reserves (after deduction social security tax, crisis tax and income tax).

		
	Can I transfer my accrued rights in my new employer’s pension plan or elsewhere?	  	 Whatever the reason for leaving, you are the owner of the retirement capital.

 
 The following procedure is legally defined. 

 
 Chronological procedure to be followed by the employer, Allianz and the
employee 
  

	  	 Action to take
	  	 By who
	  	Time limit
		  	Announce your departure to Allianz	  	Employer	  	30 days
				
		  	Inform employer	  	Allianz	  	30 days
				
		  	Inform employee	  	Employer	  	Immediately
				
		  	Communicate your choice to your former employer	  	Employee	  	30 days
				
		  	Communicate your decision to Allianz	  	Employer	  	15 days
				
		  	Execute the employee’s decision	  	Allianz	  	30 days

  

			
	What are the possible choices?
		
	Choice 1	  	Keep the accrued amount in the plan
		
	Choice 2	  	Transfer the already accrued amount into the pension plan (pension fund or insurance group) of your new employer
		
	Choice 3	  	Transfer the already accrued amount into a “caisse commune”
		
	Choice 4	  	Transfer the already accrued amount into a host structure

  

			
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		  	A host structure is a group insurance which is isolated from the company group insurance and in which you can transfer your accrued rights when you leave. You can also use them
to finance a death benefit.
		
	Which choice do I have?	  	Here is a flowchart to help you make your choice. According to your personal situation you can identify the most suitable option.

 

 

  

			
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U S E R ’ S    H A N D B O O K    – 
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	How do I communicate my choice?	  	Once Allianz has been informed of your departure, you will be informed by Allianz within one month of the different possibilities relative to your accrued pension
rights.
		
		  	You then have one month to communicate your choice to Allianz.
		
		  	After this deadline, the transfer can still be asked anytime.
		
	Advances	  	 Under certain circumstances it is possible to request an advance.
 Those conditions are
  
 •    an investment in real estate within the European Union (renovation or improvement of own property)

 
 •    a loan
mortgage related to real estate
  

•    an expansion of your real estate within the European Union

 
 Those advances need to be requested immediately to Allianz.

		
	 Who can I go to if I still

have questions?
	  	For further questions, please contact Local HR Belgium

  

			
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U S E R ’ S    H A N D B O O K    – 
   S U P P L E M E N T A L    P E N S I O N
 P L A N A L L I A N Z    F O R    E M P L O Y E E S  
  O F    G R A D E    2 0    O R    M O R E

 

			
		 	Final remarks
		
		 	This handbook is for information only.
		
		 	This handbook does not open any rights. Only the official plan rules of Cytec’s supplemental group insurance create such right. In case of dispute, only the official plan rules
are applicable.
		
		 	You can get a copy of these rules by asking the HR department.

  

			
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