Document:

Exhibit

Amended and Restated
Crown Castle International Corp. Extended Service Separation Program
Crown Castle International Corp. (“Company”) previously adopted the Crown Castle International Corp. Extended Service Separation Program (“Program”) to provide certain compensation benefits to long-term employees of the Company and affiliates of the Company (collectively, “Company Group”) who voluntarily terminate their employment with the Company Group.  The Company has, effective October 1, 2018 (“Effective Date”), amended and restated the Program to make certain changes to its terms.  An employee is eligible to participate in the Program if he or she has (i) attained certain minimum age and employment criteria, (ii) provided timely notice to the Company, (iii) agreed to timely execute a Separation Agreement (defined below), including a general release of claims against the Company Group as well as a confidentiality agreement and an assignment of inventions, (iv) for individuals who have received awards of restricted stock units (“RSUs”) under the Company’s 2013 Long-Term Incentive Plan (“LTIP”), agreed to timely execute an agreement containing post-employment restrictions, including non-competition and non-solicitation covenants, and (v) continued to work for the Company Group in “good standing” until his or her employment termination date as selected and approved by the Company hereunder (“Designated Termination Date”; the terms of “Miscellaneous–Not a Contract of Employment” below shall apply at all times with respect to any Designated Termination Date).
Eligibility Criteria
An employee of the Company Group who is in “good standing”1 is eligible to participate in the Program if he or she satisfies the following requirements.  An employee who is in “good standing” and satisfies each of the applicable requirements listed below and terminates on a Designated Termination Date will be treated as a “Qualifying Participant” for purposes of the Program.
1.Voluntary Termination.  The Program applies to a voluntary termination of employment with the Company Group by an eligible employee.  An employee whose termination of employment is involuntary or initiated by the Company Group for any reason is not eligible to receive benefits under the Program. 
2.Employment Requirement.  As a condition to receiving benefits under the Program, an employee must satisfy the following requirements on or before the employee’s Designated Termination Date:
a.    The employee must complete at least ten years of employment with the Company Group, which shall be determined without rounding up fractional years of employment2;
b.    The employee must attain at least 55 years of age;
c.    The sum of the employee’s age and years of employment must be equal to or greater than 70 (for purposes of this calculation, fractional years may be included but not rounded up).
3.Notice Requirement.  An employee who satisfies the criteria above (or will satisfy such criteria as of the employee’s Designated Termination Date) must provide the Company with timely notice of his or her intent to terminate employment with the Company.  The Company shall, from time to time, establish a minimum notification period (“Minimum Notification Period”) and maximum extension period (“Maximum Extension Period”) which shall apply for purposes of this Program (see “Administration of the Program” below).  The notification provided by the employee must propose the employee’s preferred termination date (“Requested Termination Date”), which should be a date after such Minimum Notification Period.  This notification must be provided using the electronic mail address Retirement@crowncastle.com.  

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If an employee has previously submitted a notification pursuant to the Program as in effect prior to the Effective Date (“Prior Program”), such employee may submit a new notification (“New Notification”) pursuant to this amended and restated Program so long as the Requested Termination Date proposed under the New Notification is not later than the applicable Designated Termination Date under the Prior Program; upon approval of the New Notification and a new Designated Termination Date for the employee under Section 4, an employee shall no longer be eligible to participate in the Prior Program.
4.Approval Requirement.  The VPTR must formally approve in writing the employee’s eligibility for participation in the Program as well as the Designated Termination Date before an employee is eligible to receive any benefits under this Program.  The VPTR shall, in his or her sole discretion, select and approve a Designated Termination Date for the employee, which Designated Termination Date may be earlier or later than the Requested Termination Date; provided, however, that (i) the Company shall not be required to provide any additional compensation to the employee if the VPTR selects a Designated Termination Date earlier than the Requested Termination Date and (ii) the Designated Termination Date selected by the VTPR shall be no later than the Maximum Extension Period after the Requested Termination Date. 
5.Continued Employment Requirement.  In order to be eligible to receive benefits under the Program, an eligible employee must continue to work as an employee for a member of the Company Group in “good standing”, as determined by the VPTR, between the date that a proposed termination notice is delivered to the Company (as described in paragraph 3 above) and the employee’s Designated Termination Date.  If an otherwise eligible employee does not satisfy this requirement, he or she will not receive any separation benefits under this Program.
6.Separation Agreement Requirement.  In order to be eligible to participate in this Program, an otherwise qualifying employee will be required to fully release any and all claims that he or she may have against the members of the Company Group and their employees, agents, directors, officers and representatives, and make certain other promises, including with respect to confidentiality of information and assignment of inventions, by timely executing a copy of the Separation Agreement relating to the Program (“Separation Agreement”) with one or more members of the Company Group, as designated by the Company.  A copy of the Separation Agreement is available upon request by contacting Retirement@crowncastle.com.  An employee who has elected to participate in the Program will receive his or her Separation Agreement at least 60 days before the employee’s Designated Termination Date and will be required to execute the Separation Agreement on his or her Designated Termination Date.  An employee will have seven days to revoke the Separation Agreement after signing; however, if an employee elects to revoke the Separation Agreement, then the employee will not receive any separation benefits under this Program.
7.Non-competition Non-solicitation and Cooperation Agreement Requirement.  If an eligible employee has received an Eligible RSU Award (defined below), he or she will be required to timely execute an agreement with one or more members of the Company Group, as designated by the Company, including terms regarding post-employment obligations and conditions, including cooperation, non-competition, and non-solicitation, the terms of which may be incorporated into the Separation Agreement referenced above.  A copy of this agreement is available upon request by contacting Retirement@crowncastle.com.
Program Benefits
An employee who is classified as a Qualifying Participant on his or her Designated Termination Date will be eligible to receive the following benefits upon termination of employment with the Company Group:

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1.Conditional Special Vesting.  If a Qualifying Participant holds any Eligible RSU Awards on his or her Designated Termination Date, then the Qualifying Participant may receive Conditional Special Vesting (defined below) pursuant to this Section.  From and after the termination of a Qualifying Participant’s employment, and so long as the Qualifying Participant is, and has continuously been from and after such termination, in strict compliance with each of the requirements described in paragraphs 6 and 7 of the “Eligibility Criteria” section above (which compliance shall be determined at all times by the VPTR, in his or her sole discretion), then all Eligible RSU Awards held by the Qualifying Participant shall continue to have the opportunity to have their transfer and forfeiture restrictions lapse (i.e., “vest”) pursuant to the terms (other than any employment requirement) of the applicable Eligible RSU Award agreements as if the Qualifying Person had remained an employee of the Company Group from and after the termination date (“Conditional Special Vesting”).
a.    Each Eligible RSU Award shall be forfeited on the earlier of (i) the date upon which the Qualifying Participant elects to revoke the Separation Agreement (or any other agreement containing the requirements of paragraphs 6 and 7 of “Eligibility Criteria” above), and (ii) the date upon which the Qualifying Participant violates any provision of the Separation Agreement (or any other agreement containing the requirements of paragraphs 6 and 7 of “Eligibility Criteria” above), as determined by the Company in its sole discretion.
b.    Except as otherwise expressly set forth herein, each of the Qualifying Participant’s Eligible RSU Awards will remain subject to the terms of its Eligible RSU Award agreement and the LTIP.
c.    For purposes of this Program, the term “Eligible RSU Award” means, except as specified in the following sentence, a time-based or performance-based RSU that is granted to an eligible employee at least six months prior to the date of the Employee’s termination of employment.  RSUs granted outside of the annual long term incentive compensation award cycle, such as new hire RSUs, promotion RSUs and retention RSUs, will not be treated as Eligible RSU Awards.
2.Retirement Benefit.  A Qualifying Participant who does not hold any Eligible RSU Awards on his or her termination date will receive a retirement contribution to his or her account under the Crown Castle International Corp. 401(k) Plan or the Crown Castle Puerto Rico 1165(e) Plan, as applicable (“Qualified Plan”).  The amount of the retirement contribution will be equal to the lesser of:
a.    Twenty-five percent (25%) of the Qualifying Participant’s Final Base Compensation (defined below); or
b.    The maximum annual contribution which may be made by the Company to the Qualified Plan under applicable law, including Section 415(c) of the Internal Revenue Code of 1986, as amended, without necessitating additional unintended contributions in order to satisfy applicable coverage or discrimination tests, for the year in which the Qualifying Participant terminates his or her employment with the Company.
The retirement contribution will be funded to the Qualified Plan in the form of a fully nonforfeitable, discretionary nonelective employer contribution, which shall be made to the Qualifying Participant’s account at a time determined by the Company in its sole discretion but not later than the funding date which applies to discretionary nonelective employer contributions made by the Company for the plan year during which the Qualifying Participant has terminated his or her employment. 
For purposes of this Program, the term “Final Base Compensation” means either (i) a Qualifying Participant’s annualized base salary as in effect on the date that the Qualifying Participant terminates his or her employment 

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with the Company Group, or (ii) a Qualifying Participant’s annualized base hourly pay, calculated using the Qualifying Participant’s base hourly rate of pay as in effect on the date that the Qualifying Participant terminates his or her employment with the Company group and the average number of weekly hours worked by the Qualifying Participant for the three-year period preceding the date that the Qualifying Participant terminates his or her employment with the Company Group.
Administration of the Program
General.  This Program shall be administered by the VPTR.  The VPTR shall supervise the administration and enforcement of the Program according to the terms and provisions outlined above and the rules approved by the Compensation Committee of the Company’s Board of Directors.  The VPTR shall have all powers necessary to accomplish these purposes, including, but not by way of limitation, the right, power, and authority:
		
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	to establish, from time to time, the applicable Minimum Notification Period and Maximum Extension Period;

		
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	to select and approve the Designated Termination Date for each Qualifying Participant who elects to participate in the Program on or after October 1, 2018;

		
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	to make rules, regulations, and bylaws for the administration of the Program that are not inconsistent with the terms and provisions hereof, and to interpret and enforce the terms of the Program and the rules and regulations promulgated thereunder;

		
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	to construe in his or her discretion all terms, provisions, conditions, and limitations of the Program;

		
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	to correct any defect or to supply any omission or to reconcile any inconsistency that may appear in the Program in such manner and to such extent as he or she shall deem in his or her discretion expedient to effectuate the purposes of the Program;

		
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	to determine in his or her discretion all questions relating to eligibility, including whether and when an employee has incurred a termination of employment and the reason for such termination; and

		
	•
	to make a determination in his or her sole discretion as to the right of any individual to a benefit under the Program and to prescribe procedures to be followed by employees in obtaining benefits hereunder.

Claims Review Procedure.  If an employee submits a notice to the Company asking to participate in the Program and his or her participation in the Program is not approved in writing by the VPTR, he or she may submit a written claim for reconsideration of benefits under the Program to the VPTR outlining the basis for such claim.  The VPTR will make a final decision as to a claim within 90 days after receipt of the claim. If a decision is not given to the employee within such claim review period, the claim shall be treated as if it were denied on the last day of the claims review period.
Miscellaneous
Not a Contract of Employment.  The adoption and maintenance of the Program shall not be deemed to be a contract between the Company Group and any individual or to be consideration for the employment of any individual.  Nothing herein shall be deemed to (i) give any individual the right to be retained in the employ of the Company Group, (ii) restrict the right of the Company Group to discharge any individual at any time, 

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(iii) give the Company Group the right to require any individual to remain in the employ of the Company Group, or (iv) restrict any individual’s right to terminate his or her employment at any time.
Alienation of Interest Forbidden.  The interest of an eligible employee under the Program may not be sold, transferred, assigned, or encumbered in any manner, either voluntarily or involuntarily, and any attempt so to anticipate, alienate, sell, transfer, assign, pledge, encumber, or charge the same shall be null and void; neither shall the benefits hereunder be liable for or subject to the debts, contracts, liabilities, engagements or torts of any individual to whom such benefits or funds are payable, nor shall they be an asset in bankruptcy or subject to garnishment, attachment or other legal or equitable proceedings.
Amendment and Termination.  The Compensation Committee of the Company’s Board of Directors may from time to time, in its sole discretion, amend or discontinue, in whole or in part, any or all of the provisions of the Program on behalf of the Company Group.  The Compensation Committee may interpret, modify or terminate the Program in its sole discretion at any time; provided, that, without the consent of the Qualifying Participant, no change in the Program may be made that would adversely affect the rights of a Qualifying Participant with respect to benefits agreed to pursuant to the terms and conditions of a Separation Agreement previously entered into between the Qualifying Participant and a member of the Company Group.
Other Agreements.  Nothing in the Program is intended to reduce the Company Group’s protections or the employee’s obligations under (i) any other agreement between the employee and the Company Group, or (ii) any applicable law.
Statute of Limitations.  No person may bring any action pertaining to a claim for benefits under the Program following the earlier of (i) 365 days after the final denial of his or her claim for benefits, or (ii) the limitations period under Delaware contract law.
Governing Law.  All provisions of the Program shall be construed in accordance with the laws of the State of Texas, except to the extent preempted by applicable law and except to the extent that the conflicts of laws provisions of the State of Texas would require the application of the relevant law of another jurisdiction. The venue for any litigation relating to the Program will be in Harris County, Texas.
Interpretation.  Unless expressed otherwise in this Agreement, the term “including” means “including without limitation.” The term “law” includes any (a) law of any jurisdiction (federal, state, local or other jurisdiction), (b) statutory or common law or (c) applicable regulations.
    
1 An employee will be in “good standing” or not in “good standing” as so determined, from time to time, by the Crown Castle USA Corp. Vice President of Total Rewards (“VPTR”, which term shall include any future title changes which relate to substantially the same officer position), in his or her total discretion, after considering any information the VTPR deems relevant, including, the employee’s current and prior performance, compliance with applicable laws, disciplinary record and compliance with the Company’s policies and procedures.  The VPTR’s determination as to “good standing” shall be determinative and final.  

2 Any calculation of years of employment shall be determined by the VPTR and shall generally be based on an employee’s date of hire, including an “adjusted” date of hire for an employee hired in connection with an acquisition and who received credit for periods of employment with an acquired company.  An employee who is considering retirement under the Program is encouraged to contact the Business Support department at Retirement@crowncastle.com to confirm the calculation of his or her years of employment.  The VPTR’s determination as to years of employment shall be determinative and final.  

5Exhibit

Long-Term Incentive Plan of LivePerson, Inc.
Effective July 31, 2018

SECTION 1. PURPOSE 

The purpose of the Long-Term Performance Incentive Plan of LivePerson, Inc. (the “Plan”) is to advance the interests of LivePerson, Inc. (the “Company”) by providing a competitive level of incentive for eligible senior executives, which will encourage them to more closely identify with share-owner interests and to achieve financial results consistent with the Company's long range business plans. It will also enhance the Company’s ability to attract and retain key executives who are responsible for moving the business forward.  

The Plan consists of two (2) award components, as follows: 
(1) the Accelerated Growth Plan, a non-recurring program, (the “AGP Component”); and 
(2) the Three Year Plan Achieves Rule of 40 for SAAS1, an annual program, (the “Rule of 40 Component”). 

SECTION 2. ADMINISTRATION 

The Plan will be administered by the Compensation Committee of the Board of Directors of the Company or a subcommittee thereof (the “Committee”) consisting of not less than two independent members of the Board of Directors of the Company (the “Board”); provided however, with respect to a Long-Term Incentive Award granted to a Participant (as defined herein) who is subject to Section 16 of the Securities Exchange Act of 1934, as amended (the “Exchange Act”), the Committee shall consist solely of two or more “nonemployee” directors for purposes of the Exchange Act.  The Committee will determine which of the eligible key employees of the Company and its Related Companies (as defined herein) to whom, and the time or times at which, an award under the AGP Component and/or the Rule of 40 Component (each award, a “Long-Term Incentive Award”) will be granted under the Plan, and the other terms and conditions of the grant of a Long-Term Incentive Award. The terms and conditions of each grant of a Long-Term Incentive Award need not be the same with respect to each grantee or with respect to each type of Long-Term Incentive Award under the AGP Component or Rule of 40 Component. 

The Committee will, subject to the provisions of the Plan, establish such rules and regulations as it deems necessary or advisable for the proper administration of the Plan, and will make determinations and will take such other action in connection with or in relation to accomplishing the objectives of the Plan as it deems necessary or advisable. Each determination or other action made or taken pursuant to the Plan, including interpretation of the Plan and the specific conditions and provisions of the Long-Term Incentive Awards granted hereunder by the Committee will be final and conclusive for all purposes and upon all
_________________________
1 The rule of 40%: The “rule of 40%” is notion by investors and the stock market participants to analyze the health of a software/SaaS business. It takes into consideration two of the most important metrics for a software/SaaS company: growth and profit (Adjusted EBITDA). The rule of 40% states that a company’s growth rate plus its profit should add up to 40%.

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persons including, but without limitation, the Company, its Related Companies, the Committee, the Board, officers, the affected employees of the Company and/or its Related Companies, and any participant or former participant under the Plan, as well as their respective successors in interest.  The Committee’s determinations under the Plan need not be uniform and may be made by it selectively among Participants who receive Long-Term Incentive Awards and/or RSUs (in each case, whether or not such Participants are similarly situated). 

SECTION 3. ELIGIBILITY 

The Chief Executive Officer, the President (if any), each executive officer and such other senior officers of the Company as the Committee may designate (the executive officers and designated senior officers, together the “Eligible Officers”) will be eligible to participate in the Plan, but no individual will have a right to participate. Long-Term Incentive Awards may be granted to such Eligible Officers of the Company and its Related Companies as determined in the sole discretion of the Committee. An Eligible Officer may be granted a Long-Term Incentive Award under one or both the AGP Component and Rule of 40 Component in the sole discretion of the Committee. 

The term “Related Company” or “Related Companies” will mean any corporation or business organization in which the Company owns, directly or indirectly, during the relevant time, either: (i) 50% or more of the voting stock or capital where such entity is not publicly held, or (ii) an interest which causes the other entity's financial results to be consolidated with the Company's financial results for financial reporting purposes. 

An Eligible Officer must be employed by the Company or a Related Company as of June 30, 2018 to participate in either the ACP Component or the initial grants under the Rule of 40 Component. Eligible Officers who commence employment after June 30, 2018, are eligible to participate in the Rule of 40 Component for Performance Periods beginning January 1, 2019, but may not participate in the AGP Component, unless the Committee authorizes the additional Performance Periods. 

SECTION 4. GRANTS OF LONG-TERM INCENTIVE AWARDS; CREATION OF BONUS POOLS

(a)Selection by the Committee of Participants. The Committee will select those Eligible Officers who will receive a Long-Term Incentive Award (x) for the AGP Component and for the initial grants under the Rule of 40 Component, within 90 days of the date of effectiveness of the Plan, and (y) following the effectiveness of the Plan, for the Rule of 40 Component, annually within 90 days after the beginning of each three-year Performance Period (as defined below). Following such selection by the Committee, the selected Eligible Officers will be notified in writing that such person is a participant in the Plan, and shall specify whether such person has been granted an award under the AGP Component and/or the Rule of 40 Component, (each such notified person, a “Participant”). 

(b)Performance Period. Long-Term Incentive Awards granted under each of the AGP Component and Rule of 40 Component are measured based on a performance period of three years, commencing on the first day of January of the applicable year and ending on December 31 of the third year (each, a “Performance Period”).  In respect of the AGP Component, the initial Performance Period shall be January 1, 2018 – December 31, 2020 and whether an additional Performance Period for the AGP Component will be implemented is at the discretion of the Board. In respect of the Rule of 40 Component, 

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a new Performance Period will commence each year. For the avoidance of doubt, an individual who is a Participant in the Rule of 40 Component for one Performance Period shall not be a Participant in any other Performance Periods unless the individual is again selected by the Committee in accordance with Section 4(a) of the Plan for such new Performance Period.

(c)Calculation of Performance Incentive Base and Creation of Bonus Pool. If the applicable performance conditions set forth below are satisfied, a bonus pool (the “Bonus Pool”) for the applicable Plan Component shall be created as follows: 

(1) AGP Component.  If the Company achieves Company Revenue goals, as such goals shall be set by the Board at the time of its adoption of the Plan in respect of the Initial Performance Period, or as set promptly following the beginning of any additional Performance Periods, if any, a Bonus Pool shall be created for the AGP Component Participants in an amount equal to 2% of the incremental difference of the Company’s Market Cap at December 31, 2020 less the Market Cap at December 31, 2017 of $686.1 million. For purposes of the Plan, “Market Cap” shall be determined by reference to the market capitalization of the Company on the relevant date based on the number of outstanding shares and closing share price of a share of Common Stock as reported on The NASDAQ Stock Market (or the national securities exchange on which the Company’s shares of common stock are then traded) (the “Relevant Exchange”).

(2) Rule of 40 Component. For the initial Performance Period of the Rule of 40 Component, if the Company achieves annual Revenue and annual Adjusted EBITDA goals, as such goals shall be set by the Board at the time of its adoption of the Plan, in any fiscal year ending at or before December 31, 2020, a Bonus Pool is created for the Rule of 40 Component Participants in an amount equal to 0.5% of the incremental difference of the Company’s Market Cap at December 31, 2020 less the Market Cap at December 31, 2017 of $686.1 million. Notwithstanding the foregoing, if 90% of the Revenue and Adjusted EBITDA performance goals are met, the Bonus Pool shall be created in respect of 0.25% of the incremental difference of the Company’s Market Cap at December 31, 2020 less the Market Cap at December 31,2017 of $686.1 million. The Committee in its sole discretion in consideration of the Company’s budget projections shall determine the relevant performance metrics and performance targets for a Performance Period after the initial Performance Period.

(d)Bonus Pool Allocations. In the event that the creation of a Bonus Pool is triggered, such portions of the applicable Bonus Pool shall be allocated to each Participant, depending on the assignment of the Participant to one of three “Tiers,” (“Tier 1”, “Tier 2”, and “Tier 3,” respectively), with each Participant’s Tier being set forth in the Participant’s notice of participation in the AGP Component and/or Rule of 40 Component. Each Participant in a particular Tier will be eligible to receive an equal portion of that Tier’s allocated amount. 

		
	(1)
	AGP Component. Tier 1, Tier 2 and Tier 3 participation is as follows:

		
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	Tier 1 (CEO) - Receives 14% of applicable Bonus Pool

		
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	Tier 2 - Receives 49% of applicable Bonus Pool 

		
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	Tier 3 - Receives 37% of applicable Bonus Pool 

		
	(2)
	Rule of 40 Component. Three Tiers of Participation which are as follows:

		
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	Tier 1 (CEO) - Receives 14% of applicable Bonus Pool

		
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	Tier 2- Receives 49% of applicable Bonus Pool

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	Tier 3 - Receives 37% of applicable Bonus Pool

		
	(3)
	In each case of the AGP Component Bonus Pool and Rule of 40 Component Bonus Pool, any allocated amounts forfeited by Participants in accordance with Section 5(f), shall not be reallocated to other Participants.  

(e)Funding of Bonus Pools. Each Bonus Pool that is triggered to be created shall be funded by the contribution by the Company of that number of shares of Common Stock (as defined herein) having a fair market value on April 1, 2021, or in the case of the Rule of 40 Component on the April 1 first following the last day of the relevant Performance Period, equal to the required funding amounts as set forth in Section 4(c) above, subject to the maximum funding levels set forth in Section 6(a) below. In the event (x) stockholders of the Company have not approved the shares of Common Stock reserved for issuance under the terms of the Plan prior to the date on which the funding for either the AGP Component Bonus Pool or Rule of 40 Component Bonus Pool is triggered, or have not approved a sufficient number of shares of Common Stock to fund such Bonus Pools, (y) the Committee has determined it will not fund the Bonus Pools with shares of Common Stock authorized under the Equity Plan or Successor Plan (as such terms are defined herein) as set forth in Section 6(a)(2), or (z) the Committee has otherwise determined that it is desirable to do so, the AGP Component Bonus Pool and/or the Rule of 40 Component Bonus Pool, as applicable, will be funded, in whole or in part, in cash. 

SECTION 5. LONG-TERM INCENTIVE AWARD TERMS AND CONDITIONS 
Long-Term Incentive Awards shall be subject to the following terms and conditions: 
		
	(a)
	Performance will be measured based upon the achievement of the objective triggering events set forth in Section 4(c), as measured at end of the applicable Performance Period. 

		
	(b)
	Participants will be notified of their participation tier at the time of grant of an award under the AGP Component and/or Rule of 40 Component. 

		
	(c)
	All Participants in each participation Tier of the applicable Bonus Pool will receive an equal share of such Tier allocation, subject to a Participant’s forfeiture of his or her participation right pursuant to Section 5(f). 

		
	(d)
	Unless otherwise determined by the Committee prior to the time payment becomes due, Long-Term Incentive Awards will be paid in the form of RSUs, with the number of RSUs to be determined using the closing stock price of a share of the Company’s common stock on April 1st (or the last trading day preceding April 1, if April 1 is not a trading day) following the conclusion of the applicable Performance Period, subject to the following vesting conditions: 

		
	a.
	For the AGP Component: 

		
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	50% of the RSUs will be fully vested at the time of grant, on April 1, 2021; 

		
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	25% of the RSUs will become vested on January 1, 2022; and 

		
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	25% of the RSUs will become vested on January 1, 2023.

		
	b.
	For the Rule of 40 Component: 

		
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	100% of the RSUs will be fully vested at the time of grant, on the applicable April 1. 

		
	(e)
	RSUs will be subject to the terms and conditions of an RSU award agreement in a form to be provided by the Company at the time of grant.

		
	(f)
	Notwithstanding anything to the contrary and unless otherwise set forth in an RSU agreement, a Participant must be employed by LivePerson or a Related Company on the relevant vesting date 

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to receive payment of a Long-Term Incentive Award, and any unvested portion of the Long-Term Incentive Award, or subsequently granted RSUs in payment of such Award, shall be forfeited if the Participant incurs a separation from service from the Company and the Related Companies. 
		
	(g)
	In settlement of the RSUs, within 10 days following the vesting of a portion of the RSUs, the Participant shall be issued that number of shares of Common Stock equal to the number of RSUs for which then vested; subject to payment by the Participant to the Company of any Federal, state, or local income and employment taxes that the Participant is obligated to pay in connection with the RSU’s settlement (collectively, the “Tax Obligations”) provided, however, notwithstanding anything to the contrary, the Company will have the right to withhold from the number of shares of Common Stock that would otherwise be issuable to the Participant in settlement of the RSUs, that number of shares of Common Stock having the fair market value equal to the amount of the Participant’s Tax Obligations. .

		
	(h)
	Notwithstanding anything to the contrary, a Participant may elect to defer the settlement of all or a portion of the RSUs granted to the Participant, under the terms and in accordance with the LivePerson, Inc. Deferred Compensation Plan (the “Deferred Compensation Plan”), effective as of August 1, 2015, as amended. Such election to defer must be made, in accordance with Section 409A of the Code and the terms of the Deferred Compensation Plan, by the end of the calendar year immediately preceding the last calendar year of the Performance Period. 

		
	(i)
	Prior to the grant of the RSUs, the Committee may, at its sole discretion, reduce the amount of any potential Long-Term Incentive Award or refuse to pay any Long-Term Incentive Award.  

SECTION 6. SHARES RESERVED FOR ISSUANCE; RSUs

(a)Shares Authorized. 

(1) Subject to stockholder approval in accordance with the requirements of the rules of The NASDAQ Stock Market (or the national securities exchange on which the Company’s shares of common stock are then traded), the total aggregate number of shares of common stock $0.001 par value per share, of the Company (the “Common Stock”) that may be issued or transferred under the Plan in the form of RSUs in satisfaction of Long-Term Incentive Awards is 500,000 shares, subject to adjustment as described below, which number of shares of Common Stock may be amended by the Committee prior to the time, and if, the Plan is submitted to the Company’s stockholders for approval. The shares may be authorized but unissued shares of Common Stock or reacquired shares of Common Stock, including shares purchased by the Company on the open market for purposes of the Plan. For administrative purposes, when the Committee makes a grant of an RSU payable in Common Stock, the Committee shall reserve shares of Common Stock equal to the maximum number of shares of Common Stock that may be payable under the RSU. If any RSUs are forfeited or terminated, or otherwise are not paid in full, the shares subject to such RSU which have not been issued shall again be available for purposes of the Plan. Shares of Common Stock withheld for purposes of satisfying the Company’s applicable tax withholding obligations with respect to the RSU granted under the Plan shall not be available for re-issuance or transfer under the Plan. To the extent that any RSUs are settled in cash and not shares of Common Stock, such grants of RSUs shall not count against the share limits set forth above.

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(2) Notwithstanding anything to the contrary in Section 6(a)(1) above, the Committee may in its discretion utilize shares of Common Stock duly authorized for issuance under the terms of the Company’s 2009 Stock Incentive Plan, as amended (the “Equity Plan”), or a successor or replacement plan to the 2009 Stock Incentive Plan (a “Successor Equity Plan”), for grants of RSUs in satisfaction of any portion or all of the Long-Term Incentive Awards granted under the terms of this Plan.  In this case, (i) such RSUs shall be subject to the terms of the Equity Plan or Successor Equity Plan, as well as the terms of this Plan; and (ii) the terms of the Equity Plan or Successor Equity Plan regarding number of shares, share counting, and fungible share pool set forth in Section 4(a) of the Equity Plan or similar provisions of a Successor Equity Plan shall govern in lieu of Section 6(a)(1) of this Plan.  

(b)    Adjustments. In the case that shares of Common Stock are authorized exclusively for use under the terms of the Plan, following the date of stockholder approval of the Plan, if there is any change in the number or kind of shares of Common Stock outstanding (i) by reason of a stock dividend, spinoff, recapitalization, stock split, or combination or exchange of shares, (ii) by reason of a merger, reorganization or consolidation, (iii) by reason of a reclassification or change in par value, or (iv) by reason of any other extraordinary or unusual event affecting the outstanding Common Stock as a class without the Company’s receipt of consideration, or if the value of outstanding shares of Common Stock is substantially reduced as a result of a spinoff or the Company’s payment of an extraordinary dividend or distribution, the maximum number of shares of Common Stock available for issuance under the Plan, the maximum number of shares of Common Stock for which any individual may receive pursuant to Long-Term Incentive Awards in any year, the number of shares covered by outstanding RSU grants, the kind of shares to be issued or transferred under the Plan, and any applicable performance goals tied to the number of outstanding shares shall be equitably adjusted by the Committee, in such manner as the Committee deems appropriate, to reflect any increase or decrease in the number of, or change in the kind or value of, issued shares of Common Stock to preclude, to the extent practicable, the enlargement or dilution of rights and benefits under the Plan; provided, however, that any fractional shares resulting from such adjustment shall be eliminated. Any adjustments to outstanding RSUs shall be consistent with section 409A of the Internal Revenue Code of 1986, as amended (the “Code”), to the extent applicable. Any adjustments determined by the Committee shall be final, binding and conclusive. If shares of Common Stock authorized under the terms of the Equity Plan or a Successor Equity Plan are used for issuance of RSU grants under the terms of this Plan, in accordance with Section 6(a)(2) above, Section 9 of the Equity Plan, or similar provision of a Successor Equity Plan, shall govern the adjustment of shares in respect of outstanding RSUs, in lieu of this Section 6(b). 

(c)     Conditions to Payment of Long-Term Incentive Awards. Prior to the payment of any Long-Term Incentive Award, the Committee will determine whether the performance criteria under the applicable Plan component has been met, therefore triggering the funding of the applicable Bonus Pool. In addition, no Long-Term Incentive Award will be payable pursuant to this Plan in the form of stock-settled RSUs until stockholder approval of the Plan has been obtained, unless the Committee has, in its discretion, determined to utilize shares of Common Stock authorized under the Equity Plan or a Successor Equity Plan in accordance with Section 6(a)(2) above. Notwithstanding the foregoing, any portion or all of the Long-Term Incentive Awards may be payable in cash at the discretion of the Committee (whether or not stockholder approval is obtained or whether shares of the Equity Plan or a Successor Equity Plan are utilized). Long-Term Incentive Awards are subject to forfeiture as provided below. 

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(d)     Form of Payment; Forfeiture. All Long-Term Incentive Awards will be paid in the form of a stock-settled RSU, as described in Section 5(d), except as set forth below, as subject to the terms and conditions of an RSU award agreement (consistent with the provisions of the Plan and, if applicable, the Equity Plan) provided to the Participant at the time the RSU is granted in payment of the Long-Term Incentive Award.  As set forth above and as shall be memorialized in the RSU award agreement, portions of the RSUs may be subject to forfeiture until vested. Unless otherwise provided in the RSU award agreement, any portion of the RSU that has not vested prior to the date of a Participants termination of employment with the Company shall be forfeited as of the date of Termination for no consideration.  In the event the AGP Component Bonus Pool or Rule of 40 Component Bonus Pool has been funded, in whole or in part, in cash, payment of the applicable Long-Term Incentive Awards shall be, to the extent necessary in the discretion of the Committee, in the form of a cash-settled RSU, but shall otherwise be subject to the same provisions as set forth herein applicable to a stock-settled RSU. 

SECTION 7. TERMINATION OF EMPLOYMENT DURING A PERFORMANCE PERIOD

(a)If a Participant participates in the AGP Component and/or Rule of 40 Component, but the Participant’s employment with the Company terminates for any reason prior to the occurrence of the applicable component’s triggering event for the AGP Pool or Rule of 40 Pool, respectively, the right to a payment of the AGP Component Award or Rule of 40 Component Award, in the form of an RSU or otherwise, shall be forfeited in full and cancelled without consideration. 

(b)Unless otherwise provided in the RSU award agreement granted in payment of a Long Term Incentive Award, any portion of the RSU that has not vested prior to the date of a Participant’s termination of employment with the Company for any reason shall be forfeited as of the date of Termination and cancelled for no consideration. 

SECTION 8. AMENDMENTS, MODIFICATION AND TERMINATION OF THE PLAN 

The Board or the Committee may terminate the Plan at any time. From time to time, the Board or the Committee may suspend the Plan, in whole or in part. From time to time, the Board or the Committee may amend the Plan or RSU award agreement, including the adoption of amendments deemed necessary or desirable to correct any defect or supply an omission or reconcile any inconsistency in the Plan or in any Long-Term Incentive Award or RSU award agreement granted hereunder so long as share-owner approval has been obtained if required. No amendment, termination or modification of the Plan, Long-Term Incentive Award or RSU award agreement may in any manner affect Long-Term Incentive Awards or RSUs heretofore granted without the consent of the participant unless the Committee has made a determination that an amendment or modification is in the best interest of all persons to whom Long-Term Incentive Awards or RSUs have heretofore been granted, but in no event may such amendment or modification result in an increase in the amount of compensation payable pursuant to such Long-Term Incentive Award or RSU. 

SECTION 9. GOVERNING LAW 

The Plan and all determinations made and actions taken pursuant thereto will be governed by the laws of the State of New York and construed in accordance therewith. 

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SECTION 10. EFFECT ON BENEFIT PLANS 

Compensation received upon settlement of the RSUs granted in payment of Long-Term Incentive Awards under the Plan will not be included in the computation of benefits under any other employee benefit plan maintained by the Company under which the Participant may be covered, unless required by applicable laws.

SECTION 11. REORGANIZATION EVENT

If there is a Reorganization Event (as hereinafter defined) while the Plan remains in effect, then notwithstanding that the Performance Period has not expired at the time of the Reorganization Event, if the performance targets triggering the Bonus Pool funding are reached in connection with, or as a result of the Reorganization Event, the Bonus Pool(s) shall be funded, and RSU grants made in accordance with the terms of the Plan as if the funding event had occurred as a result of reaching the targets at the end of the Performance Period; provided, however, that in the case of the payment of Long-Term Incentive Awards in the event of a Reorganization Event, payment shall be made in a lump sum in cash or settled in fully vested RSUs promptly after the date of such Change in Control, in lieu of any other additional payments under the Plan for the related Performance Periods.

A “Reorganization Event” for purposes of this Section 11 will have the same meaning as assigned to such term in the Company’s 2009 Stock Incentive Plan, as amended or such similar term in a Successor Equity Plan. 

SECTION 12. MISCELLANEOUS 

(a)Compliance with Section 409A.  All Long Term Incentive Awards and RSUs granted under the Plan are intended either not to be subject to Section 409A of the Code or, if subject to Section 409A of the Code, to be administered, operated and construed in compliance with Section 409A of the Code.  Notwithstanding this or any other provision of the Plan or any RSU award agreement to the contrary, the Committee may amend the Plan or any award agreement granted hereunder in any manner or take any other action that it determines, in its sole discretion, is necessary, appropriate or advisable (including replacing any Long-Term Incentive Award or RSU) to cause the Plan or any award granted hereunder to comply with Section 409A of the Code and all regulations and other guidance issued thereunder or to not be subject to Section 409A of the Code.  In no event will the Company reimburse a Participant for any taxes or other penalties that may be imposed on the Participant as a result of Section 409A of the Code.

(b)Compliance with Law. The obligation of the Company to sell or deliver shares of Common Stock with respect to awards granted under the Plan shall be subject to all applicable laws, rules and regulations, including all applicable federal and state securities laws, and the obtaining of all such approvals by governmental agencies as may be deemed necessary or appropriate by the Committee.

(c)Employment Status; Claims to Long-Term Incentive Awards. Nothing in the Plan shall be construed to limit in any way the right of the Company or its Related Companies to terminate the employment of any person at any time. The Long-Term Incentive Awards and RSUs represent unfned and unsecured obligations of the Company and Participant in respect of the Plan shal have no rights other than those of a general unsecured creditor to the Company. 

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(d)Nontransferability. Unless otherwise permitted by the Committee, no Long-Term Incentive Award or RSU granted under the terms of the Plan shall be (i) sold, transferred or otherwise disposed of, (ii) pledged or otherwise hypothecated or (iii) subject to attachment, execution or levy of any kind; and any purported transfer, pledge, hypothecation, attachment, execution or levy in violation of this provision shall be null and void. 

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