Document:

EX-10.7

 Exhibit 10.7 

UBER TECHNOLOGIES, INC. 

EXECUTIVE BONUS PLAN 
 1. Purpose.
The purpose of the Uber Technologies, Inc. Executive Bonus Plan (the “Plan”) is to further link an executive’s interests with those of the Company’s by creating a direct relationship between key business and individual
performance measurements and individual bonus payouts. The Plan is effective as of the date of the closing of the Company’s first SEC-registered, underwritten offering of common stock. 

2. Definitions. The following terms will have the following meanings: 

(a) “Affiliate” means any corporation or other entity controlled by the Company. 

(b) “Applicable Law” means any applicable federal, state, foreign, material local, or municipal or other law, statute,
constitution, principle of common law, resolution, ordinance, code, edict, decree, rule, listing rule, regulation, judicial decision, ruling, or requirement issued, enacted, adopted, promulgated, implemented, or otherwise put into effect by or under
the authority of any governmental or regulatory body or self-regulatory organization. 
 (c) “Base Salary” means the
Participant’s annualized rate of base salary on the last day of the Performance Period, before (i) deductions for taxes or benefits and (ii) deferrals of compensation pursuant to any Company or Affiliate-sponsored plan. 

(d) “Board” means the Board of Directors of the Company, as constituted from time to time. 

(e) “Bonus” means a cash payment made pursuant to this Plan, the payment of which will be contingent on the attainment of
Performance Goals with respect to a particular Performance Period. 
 (f) “Code” means the U.S. Internal Revenue Code of
1986, as amended, including any regulations or authoritative guidance promulgated thereunder and successor provisions thereto. 
 (g)
“Committee” means the Compensation Committee of the Board of Directors. 
 (h) “Company” means Uber
Technologies, Inc., a Delaware corporation. 
 (i) “Participant” means as to any Performance Period, any
“officer” as defined in Rule 16a-1 of the Securities Exchange Act of 1934, as amended, and any other senior executive as designated by the Committee to participate in the Plan for that
Performance Period. 
 (j) “Performance Criteria” means the performance criteria upon which the Performance Goals for a
particular Performance Period are based, which may include any of the following, or such other criteria as determined by the Committee in accordance with the Plan: net earnings or net income (before or after taxes); basic or diluted earnings per
share (before or after taxes); net revenues or net revenue growth; adjusted net revenues or net revenue growth; gross revenue or gross revenue growth; gross profit or gross profit growth; gross bookings or gross booking growth; net operating profit
(before or after taxes); return on assets, capital, invested 

  
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capital, equity or sales; cash flow (including, but not limited to, operating cash flow, free cash flow, and cash flow return on capital); earnings before or after taxes, interest, depreciation
and/or amortization; adjusted earnings before or after taxes, interest, depreciation, and/or amortization; gross or operating margins; improvements in capital structure; budget and expense management; debt levels or reduction; productivity ratios;
economic value added or other value-added measurements; share price (including, but not limited to, growth measures and total shareholder return); expense targets; margins; operating efficiency; working capital targets; enterprise value; active
platform consumers or active platform consumer growth, trips; category market position; implementation or completion of projects or processes; completion of acquisitions or business expansion; sustainability; customer satisfaction; compliance;
workforce diversity; workforce hiring or attrition; employee satisfaction; partner growth measures; or partner satisfaction. 
 Such
Performance Criteria may relate to the performance of the Company as a whole, a business unit, division, department, individual, or any combination of these and may be applied on an absolute basis and/or relative to one or more peer group companies
or indices, or any combination thereof, as the Committee will determine. 
 (k) “Performance Goals” means the goals
selected by the Committee, in its discretion, to be applicable to a Participant for any Performance Period. Performance Goals will be based upon one or more Performance Criteria. Performance Goals may include a threshold level of performance below
which no Bonus will be paid and levels of performance at which specified percentages of the Target Bonus will be paid and may also include a maximum level of performance above which no additional Bonus amount will be paid. 

(l) “Performance Period” means the period for which performance is calculated, which unless otherwise indicated by the
Committee, will be the Company’s fiscal year, which commences on January 1st and ends on December 31st. 

(m) “Plan” means this Executive Bonus Plan, as amended from time to time. 

(n) “Pro-Rated Bonus” means an amount equal to the Bonus that would otherwise be
payable to the Participant for a Performance Period in which the Participant was actively employed by the Company or an Affiliate based on actual performance, multiplied by a fraction, the numerator of which is the number of days the Participant was
actively employed by the Company or an Affiliate during the Performance Period and the denominator of which is the number of days in the Performance Period. 

(o) “Section 16 Participant” means an officer of the Company within the meaning of Section 16 of the
Securities Exchange Act of 1934, as amended. 
 (p) “Target Bonus” means the target award payable under the Plan to a
Participant for a particular Performance Period, expressed as a percentage of the Participant’s Base Salary or as a fixed amount of cash. 
 3.
Administration. 
 (a) Administration by the Committee. The Plan will be administered by the Committee. The Committee will be
responsible for the general administration and interpretation of this Plan and for carrying out its provisions, including the authority to construe and interpret the terms of this Plan, determine the manner and time of payment of any Bonuses,
prescribe forms and procedures for purposes of Plan participation and distribution of Bonuses, and adopt rules, regulations, and to take such actions as it deems necessary or desirable for the proper administration of this Plan. The Board will
retain the authority to concurrently administer the Plan with the Committee. 

  
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 (b) Delegation. The Committee may delegate all or part of its authority and powers
under the Plan to one or more directors and/or officers of the Company for administrative purposes, subject to the terms of the Committee’s charter. 

(c) Decisions Binding. All determinations and decisions made by the Committee, the Board, and any delegate of the Committee pursuant to
the provisions of the Plan will be final, conclusive, and binding on all persons, and will be given the maximum deference permitted by Applicable Law. 
 4.
Eligibility. 
 (a) General. Only executive level and other key employees of the Company and its participating Affiliates
designated by the Committee to participate in the Plan for a given Performance Period are eligible to participate in the Plan. 
 (b) New
Hires; Newly Eligible Participant. A newly hired or newly eligible Participant that becomes eligible after the beginning of a Performance Period will be eligible to receive a Pro-Rated Bonus for such
Performance Period, unless otherwise provided in a written employment agreement with such Participant. In addition, if a Participant becomes eligible to participate in the Plan after the beginning of a Performance Period due to a promotion, then
such Participant’s continuing eligibility under any other bonus arrangement sponsored by the Company will end as of the date of entry into this Plan, and any eligibility for a prorated bonus under such other plan will be determined by the
Committee. 
 (c) Leaves of Absence. If a Participant is on a leave of absence for a portion of a Performance Period, the Committee
may determine in its sole discretion whether the Participant will be eligible to receive a Bonus for such Performance Period (including a Pro-Rated Bonus reflecting participation for the period during which he
or she was actively employed and not any period when he or she was on leave), subject to Applicable Law and any Company policy related to leaves of absence. 

5. Terms of Bonuses. 
 (a)
Determination of Target Bonus. Prior to, or reasonably promptly following the commencement of each Performance Period, the Committee, in its sole discretion, will establish the Target Bonus for each Participant, the payment of which will be
conditioned on the achievement of the Performance Goals set for the relevant Performance Period. 
 (b) Determination of Performance
Goals and Performance Formula. Prior to, or reasonably promptly following the commencement of, each Performance Period, the Committee will establish in writing the Performance Goals for the Performance Period and will prescribe a formula for
determining the percentage of the Target Bonus, which may be payable based upon the level of attainment of the Performance Goals for the Performance Period. The Performance Goals will be based on one or more Performance Criteria, each of which may
carry a different weight, and which may differ from Participant to Participant (subject to Applicable Law). 

  
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 (c) Adjustments. The Committee is authorized to adjust or modify the calculation of a
Performance Goal for a Performance Period in its sole discretion, including but not limited to in connection with any one or more of the following events: asset write-downs; significant litigation or claim judgments or settlements; the effect of
changes in tax laws, accounting standards or principles, or other laws or regulatory rules affecting reporting results; any reorganization and restructuring programs; acquisitions or divestitures; goodwill and intangible asset impairment charges;
any other specific unusual or nonrecurring events or objectively determinable category thereof as determined under generally accepted accounting principles; foreign exchange rates; and a change in the Company’s fiscal year. The Committee may
also adjust or eliminate the compensation or economic benefit due upon attainment of Performance Goals in its sole discretion, subject to the limitations of the Plan and compliance with Applicable Law. 

6. Payment of Bonuses. 
 (a)
Determination of Bonuses. In general, the Committee will determine the extent to which the Performance Goals have been achieved or exceeded, and the amount of each Participant’s Bonus, if any, following the completion of each Performance
Period. The Committee may reduce, eliminate, or increase the amount of a Bonus if, in its sole discretion, such adjustment is deemed appropriate. 

(b) Form and Timing of Payment. Except as otherwise provided herein, as soon as practicable following the Committee’s
determination of the Bonuses payable for the applicable Performance Period, each Participant will receive a cash lump sum payment of his or her Bonus, less required withholding. In no event will such payment be made later than March 15 of the
year following the year that contains the end of the Performance Period. 
 (c) Deferrals. The Committee, in its sole discretion, may
permit a Participant to defer the payment of a Bonus that would otherwise be paid under the Plan. Any deferral election will be made in compliance with Applicable Law (including Section 409A of the Code, if applicable) and subject to such rules
and procedures as will be determined by the Committee in its sole discretion. 
 7. Termination of Employment. Subject to the terms of an employment agreement between a Participant and the Company or an Affiliate, or any severance plan adopted by the Company or an Affiliate that is applicable to such
Participant, if a Participant’s employment terminates for any reason prior to the date that Bonuses are paid then all of the Participant’s rights to a Bonus for the Performance Period will be forfeited. 

8. General Provisions. 
 (a) Non-transferability. A Participant’s rights and interests under the Plan, if any, are not assignable or transferable voluntarily or involuntarily or by operation of law. 

(b) Withholding. The Company will have the right to withhold from any Bonus any federal, state, local, or foreign income and employment
taxes required by Applicable Law. 
 (c) No Right to Bonus. Unless otherwise expressly set forth in an employment or other agreement
between the Company or an Affiliate and a Participant, a Participant will not have any right to any Bonus under the Plan until such Bonus has been paid to such Participant. Participation in the Plan in one Performance Period does not connote any
right to remain a Participant in the Plan in any future Performance Period. 

  
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 (d) No Right to Employment. Nothing in the Plan will confer upon any person the right
to continue in the employment of the Company or any Affiliate or affect the right of the Company or any Affiliate to terminate the employment of any Participant. The terms of this Plan do not form part of any employment or service agreement of a
Participant and, to the extent a Participant has previously participated in any other bonus plan or scheme, participation in this Plan shall be conditional on participation in that other plan or scheme ceasing with immediate effect. For the
avoidance of doubt, nothing contained in any employment or service agreement shall alter, amend or qualify the terms of the Plan (as amended from time to time). 

(e) Non-Exclusive. Nothing in the Plan will limit the authority of the Company, the Board, or
the Committee to adopt such other compensation arrangements as they may deem desirable for any Participant. 
 (f) Amendment or
Termination of the Plan. The Board or the Committee may, at any time, amend, suspend, or terminate the Plan in whole or in part. Notwithstanding the foregoing, no amendment will adversely affect the rights of any Participant to Bonuses allocated
prior to such amendment, suspension, or termination. 
 (g) Unfunded Status. Nothing contained in the Plan, and no action taken
pursuant to its provisions, will create or be construed to create a trust of any kind or a fiduciary relationship between the Company and any Participant, beneficiary, or legal representative or any other person. To the extent that a person acquires
a right to receive payments under the Plan, such right will be no greater than the right of an unsecured general creditor of the Company. 

(h) Governing Law. The Plan will be construed, administered, and enforced in accordance with the laws of the state of California
without regard to conflicts of law. 
 (i) Section 409A of the Code. It is intended that payments under the Plan qualify as
short-term deferrals exempt from the requirements of Section 409A of the Code. In the event that any Bonus does not qualify for treatment as an exempt short-term deferral, it is intended that such amount will be paid in a manner that satisfies
the requirements of Section 409A of the Code. The Plan will be interpreted and construed accordingly. 
 (j) Severability. In
the event that any provision of the Plan will be considered illegal or invalid for any reason, such illegality or invalidity will not affect the remaining provisions of the Plan, but will be fully severable. 

(k) Successors. All obligations of the Company under the Plan with respect to Bonuses hereunder will be binding upon any successor to
the Company. 
 (l) Clawback. All Bonuses are subject to clawback or recoupment under any clawback or recoupment policy adopted by
the Board or the Committee in effect from time to time, or required by Applicable Law, during the term of Participant’s employment or other service with the Company that is applicable to officers, employees, directors, or other service
providers of the Company. No recovery of compensation under such a clawback or recoupment policy will be an event giving rise to a right to voluntarily terminate employment upon a “resignation for good reason,” or for a “constructive
termination” or any similar term under any plan or agreement with the Company. 

  
 5EX-10.8

 Exhibit 10.8 
  

 
 DIRECTOR COMPENSATION POLICY AND
STOCK OWNERSHIP GUIDELINES 
 The Compensation Committee of the Board of Directors (the
“Board”) of Uber Technologies, Inc. (the “Company”) has adopted this Director Compensation Policy and Stock Ownership Guidelines (the “Policy”), pursuant to which any member of the Board who is not an employee of the
Company or any of its affiliates (each, a “Non-Employee Director”) will be compensated as set forth in this Policy. 
  

	 	I.	 Cash Compensation 

Following the Effective Date, an annual cash retainer of $50,000 will be paid to each Non-Employee
Director. The following additional annual cash retainers will be paid to each Non-Employee Director who serves in one of the following roles: 

 

			
	Audit Committee	  	Chair: $35,000
		
		  	Member: $20,000
		
	Compensation Committee	  	Chair: $25,000
		
		  	Member: $15,000
		
	Nominating and Governance Committee	  	Chair: $25,000
		
		  	Member: $15,000
		
	Chairperson of the Board	  	$200,000

 A committee chair will receive the chair retainer for the applicable committee, but also will not receive the
committee member annual retainer. All cash compensation is earned on a daily basis, payable at the end of each calendar quarter. The amount of quarterly cash compensation that each Non-Employee Director will
be entitled to receive for service as a director, committee chair, or committee member, as the case may be, will be equal to (i) a fraction, (1) the numerator of which is the annual cash retainer for the applicable role, and (2) the
denominator of which is the number of days in the calendar year; multiplied by (ii) the number of days the Non-Employee Director served as a director, committee member, or committee chair, as the case may
be, during such quarter. 
 Compensation of the Chairperson of the Board will be determined from time to time by the Compensation Committee
in consultation with the Nominating and Governance Committee and the Board. 
 Compensation for service on any other special or standing
committees of the Board will be determined by the Compensation Committee in consultation with the Nominating and Governance Committee and the Board. 

	 	II.	 Equity Compensation 

Following the Effective Date, an annual RSU award (the “Annual RSU Award”) will be granted to each
Non-Employee Director on January 1 of each calendar year in accordance with the following: 
  

	 	•	 	 The Annual RSU Award will have a grant value of $250,000. 

 

	 	•	 	 If the Non-Employee Director is not serving as a Non-Employee Director on January 1 of the relevant calendar year, the grant value of the Annual RSU Award for the initial term that lasts from the date of election or appointment until December 31 will be
reduced on a pro rata basis, such that the amount payable will be equal to the target grant value multiplied by a fraction, the numerator of which is the number of days the Non-Employee Director served as a
director during the calendar year and the denominator of which is the number of days in the calendar year. 

  

	 	•	 	 If the Non-Employee Director elects to retire from the Company at any
time, the Compensation Committee will have the authority to accelerate the vesting of a prorated portion of the Annual RSU Award, such that the amount payable will be equal to the grant value multiplied by a fraction, the numerator of which is the
number of days the Non-Employee Director served as a director during the calendar year and the denominator of which is the number of days in the calendar year. No Annual RSU Award will be accelerated if
a Non-Employee Director resigns from the Board or is otherwise disqualified or removed, with or without cause, from the Board. 

 

	 	•	 	 The actual grant value of the Annual RSU Award will be converted into the number of shares underlying the award
based on the average daily closing price per share of the Company’s Common Stock in the month prior to the grant date (rounded down to the nearest whole share). 

 

	 	•	 	 The Annual RSU Award will fully vest on December 31 of the year of grant. 

 

	 	•	 	 The Annual RSU Award will be subject to the Company’s standard form of RSU Award Agreement.

  

	 	III.	 Other Compensation 

Expense Reimbursement 
 All
members of the Board will be reimbursed for their reasonable out-of-pocket expenses, including travel and lodging, incurred in attending meetings of the Board and
committees thereof, following submission by the Non-Employee Director of reasonable written substantiation for the expenses, consistent with the Company’s reimbursement policy. 

 

	 	IV.	 Director Stock Ownership Guidelines 

The minimum share ownership level for each Non-Employee Director will be ten times the Non-Employee Director’s annual cash retainer, not inclusive of any retainer for service on a committee of the Board or for service as Chairperson of the Board. 

The minimum share ownership levels for each Non-Employee Director will be determined annually using
the total Non-Employee Director’s annual cash retainer as of March 31 of the applicable year and (i) the average daily closing price per share of the Company’s Common Stock for the month
ending on March 31 of the applicable year or (ii) any other price per share of the Company’s Common Stock that the Compensation Committee deems appropriate. 

The following may be used in determining stock ownership: 
  

	 	•	 	 Shares owned directly (including through open market purchases); 

 

	 	•	 	 Shares owned jointly with or separately by the individual’s spouse; and 

 

	 	•	 	 Shares held in trust for the benefit of the individual, the individual’s spouse, and/or the
individual’s children. 

  
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 Any shares held prior to the Non-Employee
Director’s date of election will count towards the ownership requirement. 
 The applicable level of Company stock ownership is
expected to be satisfied within three years after an individual first becomes subject to this Policy and maintained thereafter for as long as the individual remains a Non-Employee Director. 

Each Non-Employee Director will be notified annually of such individual’s minimum share ownership
requirement, current holdings, and whether he or she must hold any additional shares to meet these stock ownership guidelines. 
 The
Compensation Committee will evaluate whether exceptions should be made in the case of any Non-Employee Director who, due to his or her unique financial circumstances, would incur an undue hardship by complying
with these stock ownership guidelines. 
  

	 	V.	 Effective Date 

The effective date of the Policy is January 1, 2020 (the “Effective Date”), with the exception of Dr. Ronald Sugar, the
current Chairperson of the Board, who has an independent effective date of January 1, 2021. 
 If an individual becomes a Non-Employee Director after the effective date of the Policy, the Policy will apply to such individual commencing on the date he or she becomes a Non-Employee Director. 

 

	 	VI.	 Amendment 

This Policy will be reviewed periodically and may be amended from time to time by the Compensation Committee. 

  
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