Document:

10.25.1 EXPATRIATE ASSIGNMENT, DATED MAY 7, 2013, BY SITEL TO SITEL PHILIPPINES CORP - MICHAEL LEE

Exhibit 10.25.1

May 7, 2013                                Personal and Confidential
                    
Michael Lee
4735 Designer Way
Las Vegas, NV 89129                            

Dear Mike:

We are pleased to provide you with the following formal communication confirming the offer being extended to you by Sitel  (“Departure Country”) for short/long term  secondment to Sitel Philippines Corp in the Philippines (“Destination Company”).   We would like to have you transition your current responsibilities to new business partners and prepare for your relocation to the Philippines.  Listed below are the terms and conditions of your expatriate assignment which apply for the duration of the assignment.

Employer/Employment 
		
	Status: 
	During the period of your assignment your employer of record continues to be the Departure Company, and to the extent allowed by law you waive any right you may or will have against the Departure Company under local labor and other applicable laws.  For the avoidance of doubt, you employment relationship with the Departure Company continues to be governed by the laws of the state of Nevada.  During your employment you will remain an at-will employee and be bound by the Departure Company’s employment practices and procedures, except as otherwise expressly set forth in this letter agreement or as required by applicable law.  Your period of service under assignment with the Destination Company will count towards your continuous employment with the Departure Company and any service-related benefits to which you are or may be entitled with the Departure Company.   

		
	Position Title:
	COO, Philippines - Expat

		
	Reports to:
	Steve Barker, GM - APAC

Assignment Date:        June 10, 2013

		
	Length of Assignment:
	Targeted as twenty-four (24) months.  The length of your assignment is not guaranteed and business conditions or other factors may result in this period being reduced or extended by the Departure Company in its sole discretion upon the shorter of (1) 60 days’ notice or (2) the minimum statutory notice period required under the Destination Country law. 

		
	Annualized Base Salary:
	You will receive a monthly salary of $20833 USD during the term of this assignment.  You will continue to be paid through the Departure Company’s US payroll system per the bi-weekly payroll schedule.  You will be paid via direct deposit to your US bank account with the usual taxes applicable to your current home state of residence.

		
	Incentive Plan:
	You remain eligible to participate in the Regional Management Incentive Plan, if any, in effect during the term of your assignment subject to the terms and conditions of the Plan. 

		
	Equity:
	You will be provided with an additional 90,000 Restricted Stock Grants based on approval of the Board

		
	(optional)
	of Directors at their meeting following your acceptance of this agreement.  This will bring your total RSU holdings to 100,000.

		
	Health Benefits:
	You will be eligible to participate in the benefit plans offered to all Departure Company exempt associates without interruption to your current plans.  Your US medical plan will provide coverage for medical emergencies only while outside the US, but full healthcare benefits are available, per plan 

1

Exhibit 10.25.1

design, while inside the US.  You will be eligible for the annual benefits open enrollment process as usual.  In addition to the continuation of US based benefit plans, at the employee cost, Sitel will confirm eligibility in the local government healthcare plan for you, or secure private healthcare insurance if you are not eligible for local government healthcare, while you are in the designated location during the term of this assignment; costs of such healthcare insurance will be will be paid by Sitel.  

		
	Relocation Support:
	As the Company does not assume any responsibility related to transportation or safekeeping of your home/personal goods to or from your home and host country, Sitel will reimburse you for actual cost of expenses related to transportation of such items not to exceed $3,500 USD at the beginning of this assignment and up to $3,500 USD to return the same at end of this assignment all based on submitted and approved receipts.  

		
	Local Housing:
	We will connect you with our global relocation provider, Xonex Relocation, to assist you in securing appropriate housing in the local area.  Sitel will cover monthly rental expense up to $80,000 PHP per month.  In addition, payment for local council taxes, and all utilities to include internet/cable services will be covered up to 12,000 PHP per month during the term of this assignment.  Exception to the monthly rental expense is subject to reasonable availability of appropriate housing.  Rental fees exceeding the 80,000 PHP monthly rental expense requires approval of the Global CFO and Global Chief HR Officer. Direct billing to the company will be arranged for housing expenses where possible.  Sitel does not cover the cost of housekeeping nor gardening services.

 
The Company does not pay for any additional deposits, damages or other costs related to having pets in your host country residence – such housing restrictions may apply and should be honored if applicable.

		
	Local Transportation:
	You should be aware that driving standards are different than in the US and be prepared to learn how to drive safely in the local area.  Arrangements will be made to lease a standard, mid-size automobile for your personal and business use during the term of this assignment with such expenses to include required insurance, taxes and all other fees up to a maximum of 30,000PHP per month.  You will be expected to provide routine, non emergency maintenance and care to the vehicle.  The Company does not reimburse you for the cost of petrol.   

		
	Tax Equalization:
	It is Sitel’s intent to ensure you are not disadvantaged from the tax perspective as a result of this assignment; therefore, hypothetical taxes will be deducted from your regular pay each pay period.  You are required to complete required tax forms upon accepting this assignment and cooperate with our global tax advisors. We will coordinate appropriate tax treatment with our global tax advisors who will manage this process and assume responsibility for your annual tax preparations for the tax years in both your home and host country that are affected by your tenure in this assignment.  Equalization services are aligned with meeting US tax regulations. You are required to provide accurate and timely information to the tax advisors when requested.  Sitel will pay the cost of your tax services directly.  If your tax return results state that you owe payment to Sitel, these funds are expected to be paid as directed by Sitel.  We will arrange contact with your global tax advisor following acceptance of this agreement.

Visas and Work
		
	Permits:
	This offer is contingent upon receiving approval from local immigration for you to work in the local country.  If such approval is not granted the terms and conditions offered in this letter are withdrawn. You may not begin the assignment and start to work in the Destination Company until all necessary permits/visa that are required for working in the Destination Country have been issued.  You will need a passport that is valid for at least six (6) months beyond the entry date into the Destination Country.  You are responsible for coordinating with the immigration attorney as soon as possible to secure these documents as obtaining them may be a lengthy process.  You are responsible for cooperating in a timely fashion in obtaining the necessary visa/work permit.   The Company will assume the cost of obtaining and renewing the necessary immigration documents for you to live and work in the Destination Country during the assignment. You are responsible for compliance to the host country’s immigration regulations and other laws while you are on this assignment. 

		
	Business Travel: 
	Business travel will be required, local and international, in accordance with business needs Business travel is reimbursed in accordance with the current policies (example: daily driving to and from home to 

2

Exhibit 10.25.1

office is not a reimbursable expense; however, driving from home to the airport or to a site in the local location by car, is a reimbursable expense for mileage in accordance with the mileage reimbursement amount approved per the local policy.

		
	Business Expenses:
	You will follow the Departure Company’s standard travel and business expense policies regarding reimbursement for approved business expenses.  

		
	Personal Travel:
	Sitel will reimburse you for the costs of coach class air travel for 1 round trips each 2 months for you between the Departure Country and Destination Country each 12 month period of your assignment, prorated for tenure less than 12 months.   Travel expenses will be reimbursed to you based on submission of travel receipts.  Travel arrangements are to be made as far in advance as possible, at the lowest cost possible and made through the Company’s travel vendor.   Personal travel time away from work is considered vacation time and should be coordinated in advance with your manager.  Travel time and costs for the beginning and the end of this assignment are not included in the Personal Travel allowance.

		
	Vacation:
	You will continue to be eligible for paid vacation days in accordance with the Departure Company’s Exempt Vacation Policy.  Vacation time must be approved in advance by your manager and paid time off should be recorded on the Vacation Tracker that will be issued to you to be maintained by your manager and in your associate file.

		
	Holidays:
	During this assignment, you are to be awarded the standard paid business holidays as observed by the Company in the host country.

Business Conduct/
		
	Performance:
	You are expected to comply with policies and observe standard business and professional conduct as is expected of your Destination Country and Destination Company and in accordance with the Company’s Global Code of Conduct and Business Ethics.  

You shall, during the term of your secondment, conduct such duties as is appropriate to your expatriate role and level of responsibility. During the secondment, you shall have no rights or power of authority to negotiate and conclude any contract, or incur any obligation or liability which shall be binding upon any other Sitel affiliated entity.  

		
	Notice:
	If you voluntarily resign this position prior to the end of the assignment period, you agree to provide the Company with sixty (60) days working notice.   In the case of your death or disability while on this assignment, you will be returned to your home location at the Company’s expense.

		
	Repatriation:
	At the end of this assignment, the Company will pay for cost of one-way, coach class airline tickets for you to your home location.  There is no guarantee that a regular position with the Departure Company will be available for you at the end of this assignment.  Any future employment after the end of the assignment period will be agreed between you and the Company.  If no position is available at that time you will be provided with separation benefits as stated below.

		
	Separation Benefits:
	Not withstanding any other provision of this agreement, if your  employment is terminated, for  any reason other than “good cause” defined as conviction or pleas of nolo contendere to, a felony or crime involving moral turpitude; personal dishonesty, willful misconduct, willful violation of the law, rule, or regulation (other than minor traffic violations or similar offenses) or breach of fiduciary duty which involves personal profit; the willful commission of material mismanagement in the conduct of duties as assigned; willful failure to execute or comply with the policies of the Company or stated duties, intentional failure to perform stated duties; or substance abuse or addiction on part of the employee or gross negligence, during the term of this assignment, Departure Company will provide you with ____ weeks’ severance pay paid as pay continuation through the regular payroll process and in accordance with the standard guidelines in place at that time.  

3

Exhibit 10.25.1

		
	Emergency Contacts:
	Please provide contact information for two family members who live in the US to Global Human Resources in the case of emergency.  This information will be maintained in confidence by the Nashville and the Destination Company HR offices.

Mike, we believe that we have provided you with a comprehensive proposal that should express our strong desire to have you accept this offer.  If you have any questions regarding the above, please feel free to contact me.  Note that this expatriate assignment offer is not an offer for guaranteed continued employment.   Any changes or adjustments to the terms of this agreement will be mutually agreed in writing.  Once you agree to accept the terms and conditions of this offer, please acknowledge below and return your signed original to my attention.

We are anticipating your success in this role and hope you find these arrangements as supportive of that goal!

Best Regards,

Michael Wellman
Chief Human Resources Officer

I understand, acknowledge and accept the terms and conditions outlined herein in this offer from Sitel:

___/s/ Michael J. Lee____________________     ________5/9/13_________________
Michael J. Lee                    Date

410.42.1 2014 REGIONAL MANAGEMENT INCENTIVE PLAN_RAUL NAVARRO

Exhibit 10.42.1

2014 Global Management Incentive Plan - Regional

Objective: 
Sitel’s incentive plans are designed to attract, reward and retain designated associates for performance that has a significant impact on Sitel’s overall success.  They are intended to motivate plan participants by linking incentive compensation to reaching designated performance goals. 

General Terms and Conditions
Incentive Plan:  
The General Terms and Conditions, the Incentive Performance Award Metrics set out in Appendix A and the country specific exceptions/terms and conditions set out in Appendix B, shall constitute the Sitel 2014 Global Management Incentive Plan (“Plan”).  
Sitel:  
Sitel as referenced in this Incentive Plan shall mean the Sitel entity that employs each Plan Participant.
Effective Dates:  
The Plan is effective for the calendar year January 1, 2014 through December 31, 2014 unless otherwise modified, extended or terminated as provided for herein.  
Participant Eligibility: 
Appendix A sets out specifically those Associates whose positions are included as eligible Plan participants (“Participant”), subject to the eligibility requirements set out herein. 
Date of Eligibility:
Associates must be hired into an eligible position prior to October 1, of each Plan year in order to participate in any component of the Plan for that year.  Associates become eligible the first day of the month following their hire into an eligible position.   Associates promoted or transferred internally become eligible the first day of the month following their promotion or transfer into an eligible position.
Associates becoming eligible for the Plan as a result of promotion or transfer into an eligible position during a Plan year will be eligible for a pro-rated award tied to the number of full months the associate was eligible to participate in the Plan.  Associates moving from or between positions covered by different incentive plans will be eligible for a pro-rated award tied to the number of full months in each plan.   
(Example:  A Director hired on April 15, 2014 becomes eligible for the 2014 Plan on May 1, 2014. His/her payout is prorated for two months of the 1st half semi-annual 2014 award and for eight months of the 2014 annual award).

Page 1 of 1

Exhibit 10.42.1

(Example: A participating Vice President, who is in the Plan as of January 1, 2014, is promoted to Senior Vice President on July 20, 2014. His/her annual award payout would be prorated for seven (7) months at the Vice President level and five (5) months at the Senior Vice President level for the annual portion of the Plan. The second half semi-annual award payout would be prorated with one (1) month at the Vice President level and five (5) months at the Senior Vice President level).  

Eligible for Single Plan: 
Associates are eligible to participate in only one incentive plan at a time. Associates in Director and above positions who participate in the Plan are not eligible to participate in any other company or client sponsored incentive plans, contests, project or spot bonuses or other similar program. See “Dates of Eligibility” for situation where associate moves into/between plans.
Performance Requirements:  
Associates are not eligible to participate in this Plan while on a written Performance Improvement Plan (PIP).
Termination:  
Participation in the Plan terminates immediately on the date of termination which shall mean the last day of active employment regardless of whether voluntary or involuntary or whether the individual is provided advance notice of the termination of employment.   Associates are not eligible for any payouts under a Plan if they are not employed on the payout date, unless otherwise set out herein, required by law or employment agreement. 
Leave of Absence:  
Except where prohibited by local law, Participants on approved leaves are eligible only in those full months in which they are actively working.  For example, a Participant is on leave of absence in November and December of 2014, his/her annual award payout would be prorated for ten (10) months and his second half award payout would be prorated for four (4) months. 
Calculation/Timing of Award Payments:
If Plan goals are met, earned awards will be calculated using the Participant’s annualized base pay in effect on the last day of the performance period. Base pay does not include any non-standard payments such as overtime, hiring bonuses, special incentive awards, travel allowances, expatriate allowances, mobility allowances, 13th month bonuses or other payments.  Plan awards are not a part of salary.
Earned awards will be paid as soon as administratively possible following publication of each performance period’s financial results and awards earned for a calendar fiscal year (or calendar fiscal quarter) will be paid no later than March 15 of the calendar year following the calendar year for which the bonus is earned (or in which the calendar fiscal quarter bonus was earned).
Forfeiture of Awards:
Any Participant who manipulates or attempts to manipulate the Plan for personal gain is not eligible to participate in this Plan, will forfeit any potential awards, and will be subject to appropriate disciplinary action up to and including termination of employment.
Taxes:
All payouts will be subject to applicable withholding taxes for the respective tax jurisdiction. 
Administration

                                                                                       Page 2 of 2                                                   CONFIDENTIAL

Exhibit 10.42.1

Sitel retains the right to adjust, amend, terminate, suspend or make exceptions to the Incentive Plan at its discretion where legally allowed, based on factors including, but not limited to, compliance with laws and/or the Sitel Code of Conduct.  In the event of such action, written notification will be provided to Participants. Sitel retains the right to resolve all decisions, questions and issues arising under the Plan and all decisions shall be final.  All exceptions to the Plan shall be approved in writing by the Compensation Committee of the Board of Directors of SITEL Worldwide Corporation (the “Compensation Committee”).
Award payments are subject to final approval of Sitel senior management and/or the Compensation Committee, where legally allowed.
Participation in this Plan does not imply nor constitute a contract of employment for a definite term.  Payment on any particular occasion of any award amount in accordance with this Plan shall not create the presumption that any further bonus amount will be paid to the Participant thereafter under this Plan or otherwise or that any amount paid should in any way be considered a part of salary.
The information in the Plan, including the Incentive Performance Award Metrics, are confidential and proprietary, and shall not be disclosed unless allowed or required by law, other than to the Associate’s spouse(or legal equivalent) and/or tax advisor.
Participants must sign to acknowledge their understanding and acceptance of the Plan. Please retain a copy and sign, scan and e-mail both 1) the Terms and Conditions and 2) Appendix A to Global Compensation at globcomp@Sitel.com.  

Plan Acknowledgment
I acknowledge, understand and accept the terms of the Incentive Plan, including Appendix A and B. 

_____________Raul Navarro__________________________     _____________________     ________
Printed Name                       Site                          Country

_____________/s/ Raul Navarro_______________________      _____________________            
Associate Signature                     Date

                                                                                       Page 3 of 3                                                   CONFIDENTIAL

Exhibit 10.42.1

APPENDIX A
REGIONAL MIP INCENTIVE PERFORMANCE AWARD METRICS
Plan Type:   
Global Management Incentive Plan -Regional -  
Performance Period:   
Performance is measured on a semi-annual and annual basis.
Annual Total Target Incentive Opportunity:  
Annual Total Target Incentive Opportunity is the annual value of incentive earned at 100% achievement of all performance metrics.  This value is expressed as a percentage of annual base pay (as set forth in the Participant’s employment agreement, if applicable). Base pay shall be as defined in the Plan.
Performance Measures, Weights, and Calculation Frequency:
Performance measures represent the objectives of the compensation plan.  Each performance measure is assigned a weight that indicates the percentage of the Total Target Incentive Opportunity that is allocated to each measure. Weights are zero-sum within the Total Target Incentive Opportunity and will always add to 100%.

		
	•
	60% Semi-Annual  Regional/Local Adjusted EBITDAR – Semi-Annual  Regional/Local Adjusted EBITDAR as used herein shall mean Adjusted Regional EBITDA less restructuring in excess of stipulated regional or local goals for each six month period of the fiscal year. Adjusted Regional/Local EBITDA as used herein shall mean Adjusted EBITDA as defined in our Senior Secured Credit Facility and calculated for the relevant region or subregion/country.   Regional, Subregional and Local goals may be utilized in the discretion of your ELT level leader  based on the scope of your position and, where used, the weight shall be split 50%/50% with each goal scored and awarded independently.

	
								
	% attainment
	90
	95
	100
	105
	110
	115
	120

	% payout
	50
	75
	100
	125
	150
	175
	200

		
	•
	20% Annual Global Adjusted EBITDA - Annual Global Adjusted EBITDA as used herein shall mean Adjusted EBITDA as determined in accordance with the terms of our Senior Secured Credit Facility.

	
								
	% attainment
	90
	95
	100
	105
	110
	115
	120

	% payout
	50
	75
	100
	125
	150
	175
	200

		
	•
	20% Semi-Annual Regional Actual to Optimal Gross Margin Ratio (“A/O”) - A/O as used herein shall mean the ratio that measures degree of gross margin optimization by dividing actual gross margin into optimal gross margin as set by the Chief Financial Officer and Regional Chief Financial Officer on a semi-annual basis.  

                                                                                       Page 4 of 4                                                   CONFIDENTIAL

Exhibit 10.42.1

	
				
	 
	Threshold
	Goal
	Maximum

	% payout
	50
	100
	100

For all metrics – interpolate attainment and payout within the ranges above.  Attainment will be rounded down to the closest tenth of a percent (e.g. 90.15 rounds down to 90.1).

The Target Incentive Opportunity described above is only a target and Participant is not guaranteed to receive this amount.  Actual incentive awards may be adjusted based on the relative individual performance as determined in the sole discretion of the Business Unit leader. 
Goals for the annual global performance measures are set by the Compensation Committee.  No award shall be paid under this Plan unless 90% of the Semi Annual or Annual Global Adjusted EBITDA goal (as applicable to the performance period) is met.  Exception to or revision of annual global performance goals, where allowed by law, may be made only by approval of the Compensation Committee.

Plan Acknowledgment
I acknowledge, understand and accept the terms of the Incentive Plan, including Appendix A and B. 

____________Raul Navarro___________________________     _____________________     ________
Printed Name                       Site                          Country

_____________/s/ Raul Navarro_______________________      _____________________            
Associate Signature                     Date

    

                                                                                       Page 5 of 5                                                   CONFIDENTIAL

Exhibit 10.42.1

APPENDIX B
COUNTRY SPECIFIC EXCEPTIONS/TERMS AND CONDITIONS
UNITED STATES AND CANADA
Rehired Associates:   Associates eligible to participate in the Plan during their last employment are considered as follows: 
		
	•
	If rehired more than 1 year after the date of termination - the associate must fulfil the eligibility waiting period as a new hire. 

		
	•
	If rehired 1 year or less than after termination - the associate will be eligible on the first day of re-employment.

CANADA  
Associates on leave of absence must return to active employment with Sitel or an affiliate in the same or a comparable position following an approved leave of absence to be eligible for an award. 
BRAZIL
Only those associates otherwise eligible under the Plans for whom there are executed employment agreements as of the date of payment are eligible to receive such payments. Sitel and its subsidiaries reserve the right to adjust, amend, terminate or suspend the incentive plans in the case of a tough justification without the obligation to pay any indemnity to the associates.
To the extent payments under incentive plans are salary, Sitel or its subsidiaries or affiliates will not change the terms of the incentive plans without the associate’s consent.
COLOMBIA
Any awards paid under incentive plans is not a part of associate’s salary.
UK
Associates on maternity leave will have their incentive pay prorated for the time they are absent from work but payment will include a two-week period of compulsory maternity leave.
POLAND
An associate who has left Sitel or its subsidiaries or affiliates will be eligible for an incentive payment as long as they were employed at the end of the Plan year.
When an associate signs the Plan document, the Plan cannot be changed without the associate’s agreement.
The Plan document forms part of the associate’s employment conditions.
In the event of a Participant's death the award must be paid to the spouse or other entitled person, if no one is entitled it will be included in the hotchpots.
GERMANY
Eligible participants may have bonus eligibility included in their contracts. This document is a target agreement which covers the contractual obligation.
Award payments are not subject to the final approval of Sitel senior management.  If goals are achieved as agreed in the incentive plan Sitel is obliged to pay the incentive.
SPAIN
Sitel and its subsidiaries or affiliates do not reserve the right to adjust, amend, extend, terminate or suspend incentive plans at their discretion.

                                                                                       Page 6 of 6                                                   CONFIDENTIAL

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