Document:

2004-2006 Long Term Incentive Plan Participant Guide

 Exhibit 4.41 
 WPP 
 INCENTIVE PLAN 
 2004-2006 Long
Term Incentive Plan: 
 Participant Guide 

 Objectives 
 The Long
Term Incentive Plan (LTIP) is an important part of your total compensation. This guide is intended to help you understand how it works and its value to you. 
 The LTIP has the following objectives: 
  

	•	 	To incentivise executives to achieve outstanding long-term financial performance for their company. 

  

	•	 	To allow executives to participate directly in the profitable growth of their company and the WPP Group. 

  

	•	 	To reinforce the importance of the goals which are established as part of each WPP company’s three-year strategic business plan. 

  

	•	 	To increase ownership of WPP stock by executives working within WPP companies. 

  

	•	 	To ensure that executives have the opportunity to earn competitive total compensation. 

 Please note: 
  

	1.	This booklet is designed for executives who are considered to be eligible and who are working in companies owned by WPP. 

  

	2.	Terms beginning with capital letters, e.g. Performance Shares, are defined in the Glossary on the inside back cover of this booklet. 

  

	3.	For illustrative purposes only, financial examples are shown in US dollars. 

 Overview 
 WPP’s
Long Term Incentive Plans (LTIP) reward you for helping to achieve exceptional financial performance against your company’s three-year business plan. The Plans pay rewards in the form of WPP stock. 
 Key facts 
  

	•	 	Three-year Plan. The LTIP is a three-year rolling Plan. This means each year a new three-year Plan begins. 

  

	•	 	Awards in Performance Shares. Each year, you will be told how many Performance Shares you will receive if your company reaches its financial targets. The number of ‘on
target’ Performance Shares you receive is based largely on your role and contribution. Details of Performance Shares and the award process are explained on page 2. 

  

	•	 	Payouts based on financial performance. Financial performance targets are set for your company for each three-year Plan. The extent to which these targets are achieved will
determine the actual number of Performance Shares you receive at the end of the Performance Period. This number can be more or less than the ‘on target’ number, depending on your company’s performance. 

  

	•	 	Payouts at end of each three-year cycle. Performance Shares represent a Contingent Right to receive WPP stock. You will own the WPP stock only after the actual number of
Performance Shares are determined and granted at the end of each three-year plan. Payouts are explained in more detail on pages 2 and 3 of this booklet. 

  

	•	 	Value of Shares. The Shares are bought in at the start of the Performance Period. They will therefore be subject to any increases or decreases in WPP’s stock price over
the Performance Period. 

  

	•	 	If you leave your company. Generally, if you retire from your company, become disabled, die or take another position within the WPP Group, you keep a pro-rated portion of
your LTIP Performance Shares. Otherwise, you forfeit all Performance Shares if you leave your company. 

 LTIP timeline 
  

									
	 Year 1:
	  		  		  	Year 3:	  	Year 4:
	 Jan 1
	  		  		  	Dec 31	  	Mar
	 v
	  		  		  	v	  	v
	 	  	 Performance Period
	  	 	  	  	  	 
	 ^
	  	<            Continued
employment            >	  	^	  	^
	 Award
 Date
	  		  		  	End of LTIP
Performance
Period	  	Payout
Date
					
	 	  		  		  	Performance
Measurement
Date	  	 

  

 1 

 Plan details 
 Rolling three-year Plan 
 The LTIP is a rolling three-year Plan - your company will implement a new Plan every year. This means that
providing your company’s financial targets are met and you continue to participate in the Plan, you will start receiving an annual payout in your fourth year, based on performance over the prior three-year Performance Period, as shown below.

 Payout schedule 
 

 
 Targets based on profitability 
 Financial targets will be set at the start of each three-year plan. These determine how performance will be assessed. The targets are based on two measures, usually either the average operating profit and average operating profit margin
over the three-year period or the average PBT (profit before tax) and average PBT margin over the three-year period. 
 Precise details of the targets and
the definitions of the measures will be communicated in writing to each operating company. 
 For each measure WPP will define a target level of performance,
as well as a threshold performance level and a maximum. The threshold performance level is usually the prior year’s performance. 
 In the example
below, the company’s operating profit in the prior year is $100 and the target is to grow 10% per year with a maximum 15% above prior year, the averages are calculated as follows: 
  

							
		  	Threshold	    	Target	    	Max
	 Year 1
	  	100	    	110	    	115
	 Year 2
	  	110	    	121	    	126.5
	 Year 3
	  	121	    	133.1	    	139.1
	 Average
	  	110.3	    	121.4	    	126.9

 Your award 
 Your award will be granted in Performance Shares. Each Performance Share is a Contingent Right to receive a WPP Share. If you are based in Europe, these Shares will be represented by WPP ordinary shares which are traded on the London Stock
Exchange. If you are outside Europe, these Shares will be represented by American Depositary Shares (ADSs) which are traded on Nasdaq in New York. 
  

 2 

 Performance Share terms 
 During the first year of each three-year Plan, a member of your company’s leadership team will write to you setting out the financial performance targets which will determine the actual number of Performance Shares that you will
receive. Each Performance Period starts on January 1 and you should receive your notification of allocation early in Q3. 
 The number of Performance
Shares awarded to you is based on your ability to influence current performance and your potential to contribute to your company’s long-term success. LTIP participation is discretionary and there is no guarantee that you will participate every
year. 
 You should also note that you will not own any stock or receive dividends until the payout date when the actual number of Performance Shares is
determined. 
  

 3 

 Performance Share grants 
 The actual number of Performance Shares you will receive depends on your company’s financial performance. It can be as much as 150% of the number of ‘on target’ Performance Shares. The number of Performance Shares you will
receive at threshold performance level is 25% of the ‘on target’ number. If actual performance is below threshold there is no pay out. 
 

 
 The chart above demonstrates the award mechanism. For example, if you were awarded 500 Performance Shares, the actual number
of Shares you receive can range from 0 to 750 Performance Shares, depending on your company’s three-year performance against its financial targets. 
 Your company will complete a performance assessment at the end of each three-year plan to determine the actual number of Performance Shares you will receive. 
 LTIP payouts 
 LTIP payouts are usually made in March of the year following the three-year Performance Period. Your
payout is entirely in WPP stock, with no further restrictions. 
 Final value of LTIP payout 
 The final value of your LTIP payout will depend on two things: 
  

	1.	The actual number of Performance Shares you receive, based on your company’s financial performance. 

  

	2.	The price per share of WPP stock at the time the payout is made. 

 Taxation 
 In terms of paying tax on your LTIP payouts, current UK and US tax laws provide that: 
  

	•	 	You do not have to pay tax at the start of, or during, the three-year Performance Period. 

  

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	•	 	Tax becomes due at the Payout Date. 

 The tax situation is subject to
change and you should consult your own accountant or qualified financial advisor. You are responsible for paying all taxes that arise from your LTIP payouts. 
 If you change jobs or leave your company 
 If you move to a new job within your company or another WPP company, you keep your Performance
Shares and receive an LTIP payout on the same schedule you would have had you not moved job. As with any LTIP grant, any new Performance Shares you are awarded under later plans will depend on your performance, contribution and role in your new
company. 
 If you comply with Qualifying Retirement terms, your LTIP payout will be pro-rated to reflect your service up until the date you left your
company. You generally do not receive a payout at the time you leave your company - you receive the pro-rated payout at the same time as other Plan participants, i.e. at the Payout Date. 
 If you become disabled or die, you or your estate will receive a pro-rated LTIP payout reflecting your service up until the date of your disability or death. This pro-rated payout will be made at the end of the
three-year LTIP, at the same time as other Plan participants. 
 If you leave your company for any other reason - for example, if you leave to take a
position outside the WPP Group or you are dismissed from your company - you forfeit all outstanding Performance Shares. 
  

 5 

 Your questions answered 
 Do my company’s financial targets remain unchanged for the three-year plan cycle, or can they be amended during that time? 
 Once the
financial targets are set at the start of each Performance Period they do not change. The Plan is designed to balance ups and downs from year to year by measuring results over the full three-year period. 
 Does the LTIP include any measures linked to WPP’s performance? 
 Performance measures are based solely on your company’s performance. However, as your LTIP payout is in WPP stock, the value of your payout is also influenced by the market value of WPP’s stock. 
 What if I take on a broader leadership role - will my Performance Share award increase? 
 The number of Performance Shares awarded under a particular LTIP remains fixed. However, keep in mind that new LTIP awards are made each year, so if your company determines that you have assumed a role with a broader
scope and greater impact on profitable growth, you may be awarded a greater number of Performance Shares under the following year’s Plan. 
 Is the
performance assessment at the end of each three-year Performance Period strictly formula-driven, or is adjustment possible in light of special business or market conditions? 
 The assessment is driven solely by financial performance against the targets established at the start of each Performance Period. 
 What are the choices at the end of an LTIP Performance Period? 
 At the Payout Date, when your actual number of Performance Shares is known,
the WPP LTIP administrator will send you a form that gives you three choices: 
  

	1.	WPP can sell enough of the WPP stock to cover the required tax and transfer the remaining WPP stock to you. 

  

	2.	You can give your company the money to cover the required tax. You will then receive the full amount of WPP stock due to you. 

  

	3.	You can sell all or any part of your WPP stock and receive cash, less any amount required to cover the required tax. 

 Can I take out loans against the value of my LTIP? 
 There is no loan
feature under this Long Term Incentive Plan. 
 Am I at financial risk by participating in the LTIP? 
 No. The Plan does not require you to make a personal financial investment so you cannot lose any money. However, keep in mind that the actual number of Performance Shares
you receive depends on your company’s financial performance, and that the market value of WPP stock may fall as well as rise. 
 If you have further
questions about the Long Term Incentive Plan, please contact the office of your company’s chief financial or compensation officer. 
  

 6 

 Glossary of terms 
 Award Date 
 The Award Date is the first day of the LTIP’s three-year Performance Period. Performance Shares are allocated effective of
January 1 in any Plan year, although notification of awards is not made to participants until later in the year. 
 Contingent Right 

A right to receive a WPP Share that is set aside in a trust on the collective behalf of all WPP LTIP participants. Participants have no rights of ownership over these
shares until the Payout Date. 
 Payout Date 
 This follows the Performance Measurement Date and is usually in the March following the three-year Performance Period. 
 Performance Measurement Date 
 December 31 three years after the Award Date. 
 Performance Period 
 The three-year period of the Plan cycle,
beginning on January 1 each year. 
 Performance Shares 
 Each Performance Share represents a Contingent Right to receive a WPP Share. The final number of Shares received depends on the company’s performance. 
 Qualifying Retirement 
 The condition under which a person is able to receive a benefit under a company-sponsored
retirement plan and/or the company confirms that the person is considered retired. 
 WPP Shares 
 WPP ordinary shares or American Depositary Shares (ADS) which are held in trust on a Plan participant’s behalf until the end of the Performance Period when
performance is measured and the actual number of shares to be granted is determined. 
  

 7 

 WPP 
 WPP, 27 Farm Street, London W1J 5RJ T +44(0)20 7408 2204. F +44(0)20 7493 6819. 
 WPP, 125 Park Avenue, New
York NY 10017-5529 T +1-212 632-2200. F +1-212 632-2222. 
 www.wpp.com 
 Registered Number: 1003653. Registered Office: Industrial Estate, Hythe, Kent CT21 6PE 
  

 8GroupM Executive Savings Plan

 Exhibit 4.42 
 

 
 GroupM EXECUTIVE SAVINGS PLAN 
 SUMMARY PLAN DESCRIPTION 

 May 2005 

 GroupM EXECUTIVE SAVINGS PLAN 
 SUMMARY PLAN DESCRIPTION 
 INTRODUCTION 
 This booklet is your Summary Plan Description (“SPD”) for the GroupM Executive Savings Plan (the “Executive Savings Plan”). The Executive Savings
Plan is designed to recognize your individual contribution to GroupM’s overall team effort by giving you an opportunity to defer receipt of a portion of your income, thereby deferring taxes and by targeting a 25% matching contribution of your
deferral. The Executive Savings Plan helps you to supplement your retirement benefits. 
 You should read this booklet carefully and refer here first when
you have any questions about the Executive Savings Plan. If this SPD does not answer your questions, or if you need further information, you may contact the Corporate Human Resources Department at GroupM, 498 7th Avenue, 2nd floor, New York, NY
10018, 212 297-8505. 
 HOW DOES THE PLAN WORK? 
 The GroupM (the “Company”) Executive Savings Plan is a “non-qualified plan,” which is a promise by an employer to participants to pay income, at some future date, for services performed currently. By deferring income
into the Executive Savings Plan, amounts are sheltered from immediate income taxes (but not FICA taxes), by deferring the payment of income taxes until you receive a distribution from the Plan (which is when you leave the employ with the WPP Group
or when you retire, whichever occurs first). All future deferred income payments are subject to income tax withholding. 
 It is important to note that once
you choose to participate in this Executive Savings Plan, you cannot stop deferrals during the calendar year; however, you do have the option not to participate the following year. 
 WHEN AM I ELIGIBLE TO PARTICIPATE? 
 Participation in the Executive Savings Plan is limited to
key employees and is by personal invitation only. Membership is highly selective to ensure a meaningful financial opportunity for all participants. You are invited to participate during the Annual Plan Offering, which is held in November or December
of each year for the following year, or when you are first hired (you must elect to participate within 30 days of your hire date). Participation is totally voluntary. 
  

 1 

 One of the requirements of this kind of plan is that you must elect to defer income before you receive it –
therefore, should you not elect to participate in the Executive Savings Plan during the designated entry periods as described above, you will have to wait until the next Annual Plan Offering. Please note that invitations are given each year –
participation for one year does not guarantee an invitation to participate the following year. In addition, you must elect to defer income in order to receive the Company match. 
 HOW MUCH CAN I DEFER? 
 You can defer up to 20% of your annual base salary. Under the Executive
Savings Plan, your deferrals earn interest at the average prime rate compounded monthly. The earnings also accumulate tax-deferred. If you do not participate in any year, your account balance will continue to be credited with interest until it is
distributed to you. 
 WHAT IS THE COMPANY MATCH? 
 The Company may afford you a targeted match of 25% of the first 10% of your base pay you defer each year. The match is credited to your account on December 31st of that plan year or your termination date, which ever occurs first. 
 Please note that if you choose not to defer into the Executive Savings Plan, you will not receive any Company match – the match is contingent upon you participating in the Plan. 
 WHAT IS PENSION MAKEUP? 
 Because of IRS rules and regulations, income that you defer into the
Executive Savings Plan is not considered eligible compensation for the purpose of calculating The Company’s contribution to Profit Sharing Plan or your contributions to the 401(k) Plan. In order to keep you from being penalized by these rules
and regulations, the Company will credit your account with an amount equal to the current Plan year’s Profit Sharing Contribution. You must be employed by the Company on December 31st of each plan year to receive the make-up. 
  

 2 

 You will receive this make-up regardless of whether or not you are eligible to participate in the Profit Sharing Plan at
that time. 
 Your other group benefits (such as life insurance and long term disability) are not affected by your decision to defer income. 
 HOW ARE PLAN DEFERRALS RECORDED? 
 The Executive
Savings Plan is intended to be an unfunded unsecured plan maintained by the Company primarily for the purpose of providing deferred compensation for a select group of management or highly compensated employees pursuant to ERISA Sections 201(2),
301(a)(3) and 401(a)(1). When you defer income, an entry is made in a ledger showing that you were owed income by the Company and that you chose to defer receipt until a later date. The interest and Company credits are recorded in the same ledger.

 Benefits under the Executive Savings Plan are paid out of the Company’s general assets and are therefore not protected from claims by the
Company’s creditors. There is no trust and nothing contained in this Executive Savings Plan or any action taken with respect to the provisions herein is intended to create a trust of any kind. You are relying on the Company’s promise to
pay the Executive Savings Plan’s benefits in the future. Should the Company become insolvent or bankrupt, you will have no greater rights to your Executive Savings Plan benefits than a general unsecured creditor. 
 You may purchase a surety bond from a surety company or a letter of credit from a bank to secure your deferred compensation payments should the Company default on those
payments. A surety bond is a type of performance bond issued by a surety insurance company. You would pay the premium to the surety insurance company for the bond coverage. The Company cannot be involved, either directly or indirectly, in the
purchase of the surety bond or letter of credit as this will be viewed by the IRS as creating a funded non-qualified plan that will be currently taxable to you. If you wish to purchase a surety bond or letter of credit, we strongly advise that you
consult the services of a tax professional. 
 You will receive annual statements showing your deferrals, the Company match, pension make-up, and interest so
you can monitor the growth of your benefit. 
  

 3 

 WHEN WILL I BE ENTITLED TO RECEIVE MY BENEFIT? 
 You will receive a distribution of your Executive Savings Plan benefits when you terminate employment with the WPP Group (if you remain employed with WPP or any of its
affiliated companies, your funds may not be paid out until you no longer work for a company in the WPP Group) or when you retire, whichever occurs first. 
 You are immediately 100% vested in your contributions. The contributions GroupM makes to your account on your behalf are subject to vesting. You will only be vested in your employer’s contributions after you have worked at the Company
for five (5) consecutive years. 
 The distributed benefits are included in your gross income in the year in which they are received by you and are
subject to income taxes. Since FICA taxes were paid at the time of deferral, no FICA taxes will be withheld at the time of distribution. 
 HOW WILL MY BENEFIT BE PAID? 
 No withdrawals are permitted from the Executive Savings Plan while you are still an active Company employee
and no loans are permitted at any time. If you leave the WPP Group for any reason, your vested account balance will be paid to you in a lump sum within 60 days following your termination or retirement date (subject to income tax withholding).
However, if you are a key employee as defined in Internal Revenue Code section 416(i) and the regulations thereunder, you will need to wait six (6) months before your funds may be distributed. 
 WHAT HAPPENS IF I DIE? 
 If you die before receiving
your benefit from the Executive Savings Plan, the benefits will be paid to your designated Beneficiary in one lump sum. When you are given the opportunity to participate in the Plan, you will receive a Beneficiary Designation form. You may designate
of one or more persons as the Beneficiary or Beneficiaries who will be entitled to receive the amount payable under from the Executive Savings Plan upon your death. You may, from time to time, revoke or change your Beneficiary designation by filing
a new designation with the Company. 
 The last Beneficiary designation received by the Company will be controlling. No designation, change or revocation of
a Beneficiary designation will be effective unless received by the Company prior to your death. If no such Beneficiary designation is in effect at the time of your death, or if no designated Beneficiary survives you, the payment of any Executive
Savings Plan benefits upon your death will be made to your surviving spouse, or if you have no surviving spouse, to your children, or if you have no children, to the legal representative of your estate. 
  

 4 

 WHAT ELSE SHOULD I KNOW? 
 Annual Base Pay 
 Annual base pay is defined as your base pay (excluding bonus, stock options, and commissions)

 Incompetent Payee 
 If anyone entitled to a
benefit becomes legally incapacitated or is otherwise unable to manage his financial affairs, the Company may pay his benefit to someone else (such as a named Beneficiary or duly appointed representative or guardian) for the benefit of that person.

 Employment Rights Not Implied 
 Participation in
the Executive Savings Plan neither gives an Employee the right to be retained in the employ of the Company, nor guarantees his rights or claim to any benefit except as specified in the Executive Savings Plan. 
 Interpretation 
 The Company shall have full power and
authority to interpret and administer the Executive Savings Plan. The Company’s interpretation and construction of any provision or action taken under the Executive Savings Plan shall be binding and conclusive on all persons for all purposes.

 Claims Procedure 
 Initial Claims 
 If you or your Beneficiary does not receive a benefit to which you believe you are entitled, you or your Beneficiary must
file a written claim with the Company. The Company will provide you or your Beneficiary with the necessary information and make all determinations as to the right of any person to a disputed benefit. Your claim will be processed within 90 days (in
special circumstances, this period may be extended for an additional 90 days by written notice to you). If your claim has been denied, you will be notified in writing and such notification will include the reasons for the denial, specific references
to pertinent plan provisions, and a description of any additional material or information regarding your claim. 
  

 5 

 If notification of approval of a claim is not received within the time limits set forth above, the claim will
automatically be considered denied. 
 Disputed Claims 
 If you are dissatisfied with any decision on your claim, you have the right to request, in writing, a review of the decision. You also have the right to review pertinent documents and to submit issues and comments in
writing. A request for review, giving the reason the decision is believed to be in error, must be made not later than 60 days after a decision on a claim is received. 
 All requests for review of determinations under the Executive Savings Plan should be addressed to the Company at the address specified in the Introduction to this SPD. 
 Within 60 days of receipt of a request for review of the disputed claim (in special circumstances, 120 days, by written notice to you), the Company will review the claim
and advise you or your Beneficiary, in writing, of its determination. The Company’s decision on appeal will be final. 
 If notification of
determination of a claim is not received within the time limits set forth above, the claim will automatically be considered denied. 
 Assignment

 The right of any participant or any other person to the payment of benefits under the Executive Savings Plan shall not be assigned, transferred,
pledged or otherwise encumbered. 
 Amendment and Termination 
 The Company reserved the right to amend, modify or terminate the Executive Savings Plan at anytime. Any such action by the Company shall not reduce the benefits you have accrued to the date of such action. 

Governing Law 
 To the
extent not preempted by ERISA, the Executive Savings Plan shall be governed by the laws of the State of New York. 
  

 6

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