Document:

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Exhibit 10.2
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	AECOM

	
	1999 Avenue of the Stars 

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	Suite 2600

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	Los Angeles, CA 90067 www.aecom.com

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June 13, 2020
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Lara Poloni
1999 Avenue of the Stars Suite 2600
Los Angeles, CA 90067 
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Dear Lara:
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I am pleased to offer you the position of President of AECOM (“AECOM” or the “Company”) effective as of October 1, 2020 or such earlier date as the current Chief Executive Officer, Mike Burke, ceases serving as Chief Executive Officer of AECOM (such date, the “Succession Date”), subject to your continued employment with the Company through the Succession Date. While serving as President, you will continue to report directly to the Chief Executive Officer of AECOM. Your promotion to President is conditioned upon your acceptance of the terms and conditions outlined in this letter (this “Letter”).
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Until the Succession Date, you will continue in your current role of Chief Executive of Europe, the Middle East and Africa of the Company, with compensation and benefits on the same terms and conditions as apply to you as of the date hereof.
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With respect to your service as President of the Company from and after the Succession Date, you will receive the compensation and benefits set forth below.
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		●	A base salary of U.S.$750,000 per year (the “Base Salary”), subject to temporary salary reductions consistent with any policy or similar actions as applicable to executive officers of the Company generally. Your Base Salary will be reviewed annually by the Compensation and Organization Committee of the Board (the “Compensation Committee”), and as used in this Letter, references to Base Salary mean annual base salary as in effect from time to time.

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		●	Participation in the AECOM Executive Incentive Plan as in effect from time to time, with a 2021 fiscal year target award opportunity equal to 110% of Base Salary (the “Target Incentive Award”). Your annual incentive award will be determined by the Compensation Committee subject to the achievement of performance goals and the terms of the plan.

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		●	An annual long-term equity incentive award (the “LTI Award”) under the terms of the Company’s equity incentive plan as in effect from time to time and any applicable award agreements. The 2021 fiscal year LTI Award opportunity will have a target grant date fair value (as determined consistent with the Company’s practices) equal to U.S.$1,725,000 (the “Target LTI Award”). The 2021 fiscal year LTI Award will be a mix of restricted stock units in respect of Company common stock (“RSUs”) and performance earnings program units in respect of Company common stock (“PEPs”), as

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determined by the Compensation Committee and consistent with other senior executives. The RSUs will be granted on the Succession Date and will vest on the third anniversary of the date of grant. The PEPs will be granted on the date that PEPs with respect to the Company’s 2021 fiscal year are granted to other executive officers of the Company (currently expected to occur in December of 2020) or such earlier date as determined by the Compensation Committee, and the terms and performance conditions of such PEPs will be determined by the Compensation Committee in the ordinary course. The commitment to grant you the LTI Award for the 2021 fiscal year is an obligation of the Company, and the 2021 LTI Award will be made subject to your continued employment on the Succession Date with respect to the RSU portion and the grant date in December of 2020 (or such earlier date of grant as determined by the Compensation Committee) with respect to the PEPs portion. The grant date and the terms and conditions of the LTI Award for future fiscal years, including the mix of awards, vesting terms and performance conditions, will be determined by the Compensation Committee.
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		●	Eligibility to participate in the Company’s employee benefit plans as in effect from time to time that are available to other executive officers of the Company, including the Company’s Change in Control Severance Policy for Key Executives (with a 1.5 times severance multiple) and the Company’s Senior Leadership Severance Plan (the “Pre- CIC Severance Plan”), in each case, as in effect from time to time (and, with respect to the Pre-CIC Severance Plan, except as provided in the following sentence). Notwithstanding the terms of the Pre-CIC Severance Plan, if prior to or on or after the Succession Date, you terminate your employment with the Company as a result of a material breach of this Letter by the Company (which is not cured within thirty (30) days after you have delivered prompt (not more than thirty (30) days from the event giving rise to the breach) written notice to the Company), you will be entitled to the severance payments and benefits provided under the Pre-CIC Severance Plan (subject to the delivery and non-revocation of a Separation and Release Agreement as contemplated thereunder).

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		●	Your employment is conditioned on your agreement to and compliance with the covenants and obligations set forth in the Addendum, which is part of this Letter as if set forth herein and will be binding on you and enforceable by the Company. References to this Letter will include the Addendum.

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Miscellaneous:
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		●	All payments and compensation hereunder will be subject to applicable income tax, employment tax and other withholding.

		●	Your employment is at-will and may be terminated at any time for any reason, with or without notice, by you or the Company.

		●	As an employee of the Company, you will be subject to all Company policies, including the Company’s Code of Conduct, Insider Trading Policy, clawback policy and stock ownership guidelines, as may be in effect from time to time.

		●	This Letter will be construed and enforced pursuant to the laws of the State of California, without regard to the conflict of law provisions of any state which would provide for the application of the laws of any state other than the State of California. Except with respect to the enforcement of the obligations under the Addendum, any dispute arising

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out of or relating to this Letter will be settled by binding arbitration by a panel of three arbitrators in accordance with the Commercial Arbitration Rules of the American Arbitration Association, with such arbitration proceedings to be located in Los Angeles, California. The arbitrators will not be empowered to award damages in excess of compensatory damages. With respect to the obligations under the Addendum, you consent to the jurisdiction of any court of competent jurisdiction located in the State of California.
		●	The payments and benefits provided under this Letter are intended to comply with the requirements of Section 409A of the Internal Revenue Code and the regulations and guidance promulgated thereunder (“Section 409A”), or an exemption from Section 409A, and will be interpreted, applied and administered accordingly. All reimbursements under this Letter that constitute deferred compensation within the meaning of Section 409A will be made or provided in accordance with the requirements of Section 409A.

		●	Except as otherwise contemplated herein, this Letter contains the entire agreement between you and the Company with respect to the subject matter hereof.

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[Signature Page Follows]
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To accept our offer, please sign and date this Letter in the designated space below and return an executed version of this Letter to David Gan, Chief Legal Officer, which will become a binding agreement (including the Addendum) upon our receipt.
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We look forward to an exciting future with you as our President.
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	Sincerely,
	   
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	On behalf of AECOM,
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	/s/ Steven A. Kandarian
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	6/13/2020

	Steven A. Kandarian
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	Date

	Lead Independent Director of the Board
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	Chairman of the Compensation and 
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	Organization Committee
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I hereby accept the terms and conditions of this Letter:
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	/s/ Lara Poloni
	   
	6/14/2020

	Lara Poloni
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	Date

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[Signature Page to Letter]
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ADDENDUM
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This Addendum (the “Addendum”) to the Letter sets forth material terms and conditions of your employment with the Company that constitute binding and enforceable obligations between you and the Company. References herein to “the Company” shall include its subsidiaries and affiliates.
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		1.
	Confidentiality.

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		a.
	Company Information. You agree at all times during your employment with the Company and thereafter, to hold in strictest confidence, and not to use, except in connection with the performance of your duties to the Company, and not to disclose to any person or entity without written authorization of the Company, any Confidential Information of the Company. As used herein, “Confidential Information” means any Company proprietary or confidential information, technical data, trade secrets or know-how, including, but not limited to, research, product plans, products, services, customer lists and customers, markets, software, developments, inventions, processes, formulas, technology, designs, drawings, engineering, marketing, distribution and sales methods and systems, sales and profit figures, finances and other business information disclosed to you by the Company, either directly or indirectly in writing, orally or by drawings or inspection of documents or other tangible property. However, Confidential Information does not include any of the foregoing items which have become publicly known and made generally available through no wrongful act by you.

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		b.
	Executive-Restricted Information. You agree that during your employment with the Company you will not improperly use or disclose any proprietary or confidential information or trade secrets of any person or entity with whom you have an agreement or duty to keep such information or secrets confidential.

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		c.
	Third Party Information.  You recognize that the Company has received and in the future will receive from third parties their confidential or proprietary information subject to a duty on the Company's part to maintain the confidentiality of such information and to use it only for certain limited purposes. You agree at all times during your employment with the Company and thereafter, to hold in strictest confidence, and not to use, except in connection with the performance of your duties to the Company, and not to disclose to any person or entity, or to use it except as necessary in performing your duties, consistent with the Company's agreement with such third party.

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		d.
	Return of Confidential Information. You agree, upon termination of the employment relationship or upon the written request of the Company, whichever is earlier, to promptly deliver to the Company all records, notes, and other written, printed, or tangible materials whether generated by you or others in your possession, including all copies thereof, pertaining to the Confidential Information.

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		2.
	Ownership of Information, Ideas, Concepts, Improvements, Discoveries and Inventions and all Original Works of Authorship.

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		a.
	As between the Company and you, all information, ideas, concepts, improvements, discoveries and inventions, whether patentable or not, which are conceived, made, developed or acquired by you or which are disclosed or made known to you, individually or in conjunction with others, during your employment with the Company and which relate to the Company’s business, products or services (including all such information relating to corporate opportunities, research, financial and sales data, pricing and trading terms, evaluations, opinions, interpretations, acquisition prospects, the identity of clients or customers or their requirements, the identity of key contacts within the client or customers’ organizations or within the organization of acquisition prospects, or marketing and merchandising techniques, prospective names and marks) are and shall be the sole and exclusive property of the Company. Moreover, all drawings, memoranda, notes, records, files, correspondence, manuals, models, specifications, computer programs, maps and all other writings or materials of any type embodying any of such information, ideas, concepts, improvements, discoveries and inventions are and shall be the sole and exclusive property of the Company.

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		b.
	In particular, you hereby specifically assign and transfer to the Company all of your worldwide right, title and interest in and to all such information, ideas, concepts, improvements, discoveries or inventions, and any United States or foreign applications for patents, inventor’s certificates or other industrial rights that may be filed thereon, and applications for registration of such names and marks. During your employment with the Company and thereafter, you shall assist the Company and its nominee at all times in the protection of such information, ideas, concepts, improvements, discoveries or inventions, both in the United States and all foreign countries, including but not limited to, the execution of all lawful oaths and all assignment documents requested by the Company or its nominee in connection with the preparation, prosecution, issuance or enforcement of any applications for United States or foreign letters patent, and any application for the registration of such names and marks.

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		c.
	Moreover, if during your employment with the Company, you create any original work of authorship fixed in any tangible medium of expression which is the subject matter of copyright (such as reports, videotapes, written presentations, computer programs, drawings, maps, architectural renditions, models, manuals, brochures or the like) relating to the Company’s business, products, or services, whether such work is created solely by you or jointly with others, the Company shall be deemed the author of such work if the work is prepared by you in the scope of your employment; or, if the work is not prepared by you within the scope of your employment but is specially ordered by the Company as a contribution to a collective work, as a part of any written or audiovisual work, as a translation, as a supplementary work, as a compilation or as an instructional text, then the work shall be considered to be work made for hire and the Company shall be the author of the work. In the event such work is neither prepared by you within the scope of your employment nor a work specially ordered and deemed to be a work made for hire, then you hereby agree to assign, and by these presents, do assign, to the Company all of your worldwide right, title and interest in and to such work and all rights of copyright therein. Both during your employment with the Company and thereafter, you agree to assist the Company and its nominee, at any time, in the protection of the Company’s worldwide right, title and interest

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in and to the work and all rights of copyright therein, including but not limited to, the execution of all formal assignment documents requested by the Company or its nominee and the execution of all lawful oaths and applications for registration of copyright in the United States and foreign countries; provided, however, that you shall be compensated by the Company at a reasonable hourly rate for assistance given after you are no longer employed by the Company.
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		3.
	Non-Solicitation of Employees, Customers or Clients. You agree that you shall not at any time during your employment with the Company and for one (1) year following your termination of employment with the Company for any reason, directly or indirectly:

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		a.
	solicit, attempt to solicit, induce or otherwise cause any existing or future customer or client of the Company, to terminate, fail to extend or renew, reduce the funding of, or fail to provide additional funding for, any contract, proposal or work with the Company; or

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	solicit, attempt to solicit, induce or otherwise cause any existing or prospective employee of the Company, to terminate or abort his or her employment with the Company, or hire or attempt to hire any existing or prospective employee of the Company to be employed or engaged as a consultant or employee by you or for any firm, organization, business, partnership, corporation or association with which you shall have an association.

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	Other Employment/Services. You agree that during the period of your employment with the Company, you will not, directly or indirectly, as an employee, director, consultant or in any other capacity, without the Company's express written consent, provide services to any corporation, partnership or other entity, or engage in any employment or business activity, that is competitive with the business conducted or services provided by the Company, or would otherwise conflict with, your employment by and duties to the Company.

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		5.
	Enforcement; Remedies. You agree that it is impossible to measure in money the damages which will accrue to the Company by reason of a failure by you to perform any of your obligations set forth in this Addendum. Accordingly, if the Company institutes any action or proceeding to enforce its rights under this Addendum, to the extent permitted by applicable law, you hereby waive the claim or defense that the Company or its affiliates has an adequate remedy at law, and you shall not claim that any such remedy at law exists. Furthermore, in addition to other remedies that may be available, including money damages, the Company will be entitled to specific performance and other injunctive relief, without the requirement to post a bond. Should any provision of this Addendum be declared illegal or unenforceable by any court of competent jurisdiction and cannot be modified to be enforceable, such provision will become null and void, leaving the remainder of this Addendum in full force and effect. Failure to insist upon strict compliance with any terms, covenants or conditions hereof shall not be deemed a waiver of such term, covenant or condition. You understand that, as set forth in the Letter, California law will govern the obligations under this Addendum.

A-3Exhibit 10.3
AECOM
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Senior Leadership Severance Plan
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1.Purpose.  The purpose of this AECOM Senior Leadership Severance Plan (the “Plan”) is to provide severance protection to a select group of designated employees of the Company in the event of a termination of their employment in certain specified circumstances.  The Plan is an “employee benefit plan,” as defined in Section 3(3) of ERISA, and a “top hat” welfare plan for a select group of management or highly compensated employees under Section 2520.104-24 of ERISA.
2.Definitions.  The following definitions are applicable for purposes of the Plan, in addition to the terms defined in Section 1 above:
(a)“Accrued Obligations” means, for an Eligible Employee, (i) any unpaid Annual Base Salary through the Date of Termination; (ii) any annual, short-term cash bonus for the most recently completed fiscal year prior to the Date of Termination for which payment has been approved in accordance with the terms of the applicable arrangement but has not been made as of the Date of Termination; (iii) unreimbursed business expenses reimbursable under the Company’s policies then in effect; and (iv) earned and accrued paid time off, if applicable, to the extent not theretofore paid and otherwise payable on termination of employment pursuant to the Company’s policies as in effect as of the Date of Termination.
(b)“Administrator” means the Committee.
(c)“Affiliate” means any entity controlled by, controlling or under common control with the Company.
(d)“Annual Base Salary” means an Eligible Employee’s annualized base salary (not including any allowances to the extent applicable) as in effect immediately prior to the Date of Termination, without taking into account any temporary reduction in annual base salary that applied to the Eligible Employee pursuant to reductions imposed in a consistent manner on other Eligible Employees.  All references herein to Annual Base Salary mean such amount prior to any reduction pursuant to a plan or other arrangement for deferral of compensation.
(e)“Board” means the Board of Directors of the Company.
(f)“Cause” means an Eligible Employee’s (i) commission of an act of fraud or theft against the Company; (ii) conviction (including a guilty plea or plea of nolo contendere) for any felony; (iii) conviction (including a guilty plea or plea of nolo contendere) for any misdemeanor involving moral turpitude which might, in the Company’s opinion, cause embarrassment to the Company; (iv) significant violation of any material Company policy; (v) willful or repeated non-performance or substandard performance of material duties which is not cured within thirty (30)
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days after written notice thereof to the Eligible Employee; or (vi) violation of any material District of Columbia, state or federal laws, rules or regulations in connection with or during performance of the Eligible Employee’s service which, if such violation is curable, is not cured within thirty (30) days after notice thereof to the Eligible Employee.
(g)“CIC Plan” means the Company’s Change in Control Severance Policy for Key Executives (or any successor plan thereto).
(h)“Code” means the Internal Revenue Code of 1986, as amended from time to time, and all regulations, interpretations, and administrative guidance issued thereunder.
(i)“Committee” means the Compensation and Organization Committee of the Board.
(j)“Company” means AECOM, a Delaware corporation and any successor that assumes the obligations of the Company under the Plan, by way of merger, acquisition, consolidation or other transaction.
(k)“Date of Termination” means the date on which the Eligible Employee’s employment is terminated by the Company.
(l)“Disability” means the Eligible Employee’s inability to engage in any substantial gainful activity by reason of any medically determinable physical or mental impairment which can be expected to result in death or which has lasted or can be expected to last for a continuous period of not less than twelve (12) months.
(m)“Eligible Employee” means an employee of the Company or one of its Subsidiaries who is (i) an “officer” (as defined in Section 16(a) of the Exchange Act) or a key employee and (ii) designated as an Eligible Employee by the Administrator.  The individuals initially designated as Eligible Employees are set forth on Exhibit A of the Plan, with such Exhibit A to be updated from time to time to reflect the then-current Eligible Employees.
(n)“ERISA” means the Employee Retirement Income Security Act of 1974, as amended.
(o)“Exchange Act” means the Securities Exchange Act of 1934.
(p)“Qualifying Termination” means the involuntary termination of an Eligible Employee by the Company without Cause, other than (i) a termination due to the Eligible Employee’s death or Disability or (ii) a termination during the “Protection Period” under the CIC Plan.  The following shall not be considered a Qualifying Termination:  (i) a transfer of employment from the Company to a Subsidiary or Affiliate or vice versa, or (ii) a termination of employment from AECOM in connection with the sale or other disposition of a Subsidiary or Affiliate to a third party, or substantially all of the assets of the business of a Subsidiary or Affiliate to a third party, for which the Eligible Employee primarily provides services.
(q)“Separation and Release Agreement” means the Separation and Release Agreement as contemplated by Section 6.
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(r)“Severance Payment” has the meaning specified in Section 5(a).
(s)“Subsidiary” means any corporation, partnership, joint venture, limited liability company or other entity during any period when more than a 50% voting or profits interest is owned, directly or indirectly, by the Company or any successor to the Company.
(t)“Target Annual Incentive Award” means an Eligible Employee’s target annual cash incentive award opportunity under the annual incentive plan of the Company or its Subsidiaries in which such Eligible Employee participates as of immediately prior to the Date of Termination for the fiscal year of the Company in which the Date of Termination occurs, or if the target annual cash incentive award opportunity for such fiscal year has not been established as of the Date of Termination, the Eligible Employee’s target annual cash incentive award opportunity as in effect for the completed fiscal year immediately prior to the Date of Termination.
(u)“Years of Service” means the number of full, completed years in which an Eligible Employee has been employed by the Company or its Subsidiaries, beginning with the most recent date of hire with the Company or its Subsidiaries (as reflected in the Company’s records and not taking into account the hire date or service with any predecessor or acquired entities) and ending on the Eligible Employee’s Date of Termination.
3.Eligibility.  An Eligible Employee shall be eligible for the severance payments and benefits under Section 5, subject to the terms and conditions described herein, if he or she experiences a Qualifying Termination.
4.Administration.  The Plan shall be interpreted, administered, and operated by the Administrator, which shall have complete authority, subject to the express provisions of the Plan, to interpret the Plan, to prescribe, amend, and rescind rules and regulations relating to the Plan, and to make all other determinations necessary or advisable for the administration of the Plan.  Such authority shall include the powers to resolve ambiguities, inconsistencies, and omissions and to correct any scrivener’s error.  All decisions, interpretations, and other actions of the Administrator shall be final, conclusive, and binding on all parties who have an interest in the Plan.
5.Severance Upon a Qualifying Termination.  Upon the Qualifying Termination of an Eligible Employee, the Eligible Employee shall be entitled to receive the payments and benefits set forth below, subject to timely receipt by the Company (and the effectiveness) of, and continued compliance with, a Separation and Release Agreement signed by the Eligible Employee.  The payment of the Accrued Obligations shall not be conditioned on the Separation and Release Agreement and shall be paid to the Eligible Employee within sixty (60) days after the Date of Termination (or such earlier date as required by applicable law).
(a)Severance Payment.  A lump sum cash severance payment (the “Severance Payment”) equal to the sum of:
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	One (1) times the Eligible Employee’s Annual Base Salary;

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	A prorated annual incentive award payment for the fiscal year in which the Date of Termination occurs equal to the product of (x) the Target Annual Incentive Award and (y) a fraction, (A) the numerator of which is the number of days elapsed during

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such fiscal year through the Date of Termination and (B) the denominator of which is 365 (without regard to the total number of days in such fiscal year); and
		(iii)
	The amount equal to the product of (x) the monthly portion of the healthcare (medical, dental and vision) premiums payable by the Company or the applicable Subsidiary at the active employee rate applicable to the Eligible Employee as of immediately prior to the Date of Termination based on the Eligible Employee’s coverage elections in effect immediately prior to the Date of Termination, and (y) twelve (12).

The Severance Payment will be paid to the Eligible Employee as soon as reasonably practicable following the effective date of the Separation and Release Agreement (and no later than sixty (60) days following the Date of Termination subject to the effectiveness of such agreement).
(b)Additional Service Credit for Equity Award Vesting.  For purposes of determining the vested status of the then outstanding equity incentive awards held by the Eligible Employee as of immediately prior to the Date of Termination, the additional service crediting rules set forth below shall apply based on the Eligible Employee’s Years of Service as of immediately prior to the Date of Termination.  For the avoidance of doubt, this Section 5(b) does not provide for vesting of awards on a prorated basis; rather it provides for vesting of awards if the application of the additional service vesting credit set forth below would result in the Eligible Employee’s being deemed employed by the Company on the applicable vesting date (and, in the case of performance vesting awards, subject to the achievement of the applicable performance goals), as set forth in the applicable award agreement.
		(i)
	Time Vesting Awards.  All or a portion of the time vesting equity incentive awards will be eligible to vest immediately and no longer be subject to forfeiture, based on the portion (if any) of the award that would have vested had the Eligible Employee remained employed following the Date of Termination for the number of months set forth in the additional service vesting credit schedule set forth in Section 5(b)(iii) below (i.e., if the additional service vesting credit results in the Eligible Employee being deemed to have provided service to the Company through one or more of the original vesting dates applicable to the outstanding time vesting award, the award (or applicable portion thereof) will vest).  The settlement of any such vested awards will occur as soon as reasonably practicable following the effective date of the Separation and Release Agreement and, to the extent immediate settlement is not permissible due to Section 409A of the Code, the earliest permissible date that does not result in the imposition of taxes and penalties under Section 409A of the Code consistent with the applicable award agreement and the terms of the applicable equity plan.

		(ii)
	Performance Vesting Awards.  Subject to the Eligible Employee’s satisfying the service vesting requirement applicable to a performance vesting award after taking into account the additional service vesting credit set forth in Section 5(b)(iii) below, performance vesting awards will remain outstanding and continue to be eligible to vest based on the level of achievement of performance as determined by the

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Committee in the ordinary course (at the end of the performance period or such earlier date as applies to similarly situated award holders).  The number of shares earned (based on the level of achievement of the performance goals applicable to such award) will vest if such award would have vested had the Eligible Employee remained employed following the Date of Termination for the number of months set forth in the additional service vesting credit schedule set forth in Section 5(b)(iii) below (i.e., if the additional service vesting credit results in the Eligible Employee being deemed to have provided service to the Company through one or more of the original vesting dates applicable to the outstanding performance award, the award (or a portion thereof) will vest based on the level of achievement of the applicable award).  The settlement of any such earned and vested awards will occur consistent with the timing applicable to similar awards held by active employees (but in no event earlier than the effective date of the Separation and Release Agreement).
		(iii)
	Additional Service Vesting Credit Schedule.  The additional service credit vesting will be based on the Eligible Employee’s Years of Service as of immediately prior to the Date of Termination as set forth below.

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	Additional Service Vesting Credit

	Years of Service
	Additional Service Credit for Equity

	< 5 years
	0

	5 – 10 years
	12 months

	> 10 years
	24 months

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Any equity incentive awards (whether time vesting or performance vesting) held by an Eligible Employee for which the application of the additional service credit vesting is insufficient and does not result in the deemed satisfaction of the time vesting requirement applicable to such award shall be forfeited as of the Date of Termination for no consideration, and any performance vesting awards that remain outstanding based on the deemed satisfaction of the service vesting requirement shall, in all events, continue to be subject to the achievement of the applicable performance goals.
(c)Non-duplication of Payments or Benefits; Coordination with the CIC Plan.  Any pay in lieu of notice, severance benefits or other payments or benefits that may be required by any federal, state or local law, including the laws of any jurisdiction outside of the United States, relating to severance, plant closures, terminations, reductions-in-force, or plant relocations will proportionately reduce the Severance Payment to be made to the Eligible Employee in accordance with Section 5(a)(i).  The right to benefits under the Plan will not be duplicative of the rights under the CIC Plan which will apply and govern with respect to eligible terminations thereunder, including a termination that occurs prior to a Change in Control (as defined in the CIC Plan) during the Protection Period under the CIC Plan.  In no event will an Eligible Employee be entitled to benefits under both the Plan and the CIC Plan with respect to the same termination of employment.
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6.Separation and Release Agreement.  In order to receive benefits under Section 5 of the Plan, the Eligible Employee must execute a Separation and Release Agreement within thirty (30) days following the Date of Termination (or any later date required by applicable law as set forth in such Separation and Release Agreement) in the form provided by the Company in its sole discretion.  The Separation and Release Agreement shall contain the following provisions and may contain such other provisions as the Company determines to be reasonable and appropriate:
(a)Release of Claims.  A general waiver and release of claims in favor of the Company and its Affiliates and their respective officers, directors and employees, with customary exclusions with respect to (i) benefits under the Plan, (ii) rights in respect of the continuation of healthcare coverage under applicable law, (iii) rights as a stockholder of the Company, (iv) rights to indemnification under the Company’s governing documents and coverage under its director and officer insurance policies, and (v) rights that cannot be waived under applicable law;
(b)Non-solicitation.  Restrictive covenants that prohibit the Eligible Employee from soliciting for one (1) year following the Date of Termination (i) the employees of the Company and its Affiliates and (ii) the customers and other business relations of the Company and its Affiliates; and
(c)Other Covenants.  Provisions restricting the Eligible Employee from disclosing the confidential information of the Company and its Affiliates, requiring the Eligible Employee to return the property of the Company and its Affiliates, prohibiting the Eligible Employee from disparaging the Company, its Affiliates and their respective service providers, and requiring the Eligible Employee to cooperate with the Company with respect to litigation, investigations and other matters.
7.Amendment and Termination.  The Committee reserves the right to amend or terminate the Plan at any time, in whole or in part, with respect to any Eligible Employee who has not experienced a Qualifying Termination as of the effective date of such amendment or termination.  Notwithstanding the foregoing, any termination of the Plan or amendment of the Plan that in any manner reduces the payments or benefits that are provided to any Eligible Employee upon a Qualifying Termination, or in any manner narrows the conditions under which a Qualifying Termination will be determined to have occurred, or in any manner reduces the protections provided to Eligible Employees, including the determination that any individual is no longer designated as an Eligible Employee, shall not be effective until at least twelve (12) months following approval by the Administrator without the written approval of the affected Eligible Employee.
8.Section 409A of the Code.
(a)General.  It is intended that payments and benefits made or provided under the Plan shall comply with the requirements of Section 409A of the Code, or an exemption from or exception to Section 409A of the Code, and will be interpreted, applied and administered accordingly.  Any payments that qualify for the “short-term deferral” exception, the separation pay exception or another exception under Section 409A of the Code shall be paid under the applicable exception.  For purposes of the limitations on nonqualified deferred compensation under Section 409A of the Code, each payment of compensation under the Plan shall be treated as a separate
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payment of compensation for purposes of applying the exclusion under Section 409A of the Code for short-term deferral amounts, the separation pay exception or any other exception or exclusion under Section 409A of the Code.  All payments to be made upon a termination of employment under the Plan may be made only upon a “separation from service” under Section 409A of the Code to the extent necessary in order to avoid the imposition of penalty taxes on an Eligible Employee pursuant to Section 409A of the Code.  In no event may an Eligible Employee, directly or indirectly, designate the calendar year of any payment under the Plan.
(b)Reimbursements and In-Kind Benefits.  Notwithstanding anything to the contrary in the Plan, all reimbursements and in-kind benefits provided under the Plan that are subject to Section 409A of the Code shall be made in accordance with the requirements of Section 409A of the Code, including, where applicable, the requirement that (i) any reimbursement is for expenses incurred during the Eligible Employee’s lifetime (or during a shorter period of time specified in the Plan); (ii) the amount of expenses eligible for reimbursement, or in-kind benefits provided, during a calendar year may not affect the expenses eligible for reimbursement, or in-kind benefits to be provided, in any other calendar year; (iii) the reimbursement of an eligible expense shall be made no later than the last day of the calendar year following the year in which the expense is incurred; and (iv) the right to reimbursement or in-kind benefits is not subject to liquidation or exchange for another benefit.
(c)Delay of Payments.  Notwithstanding any other provision of the Plan to the contrary, if an Eligible Employee is considered a “specified employee” for purposes of Section 409A of the Code (as determined in accordance with the methodology established by the Company as in effect on the Date of Termination), any payment that constitutes nonqualified deferred compensation within the meaning of Section 409A of the Code that is otherwise due to such Eligible Employee under the Plan during the six-month period immediately following such Eligible Employee’s separation from service (as determined in accordance with Section 409A of the Code) on account of such Eligible Employee’s separation from service shall be accumulated and paid to such Eligible Employee on the first business day of the seventh month following his separation from service (the “Delayed Payment Date”), to the extent necessary to avoid penalty taxes or accelerated taxation pursuant to Section 409A of the Code.  If such Eligible Employee dies during the postponement period, the amounts and entitlements delayed on account of Section 409A of the Code shall be paid to the personal representative of his or her estate on the first to occur of the Delayed Payment Date or thirty (30) calendar days after the date of such Eligible Employee’s death.
9.Miscellaneous.
(a)Assignment; Non-transferability.  No right of the Eligible Employee to any payment or benefit under the Plan shall be subject to assignment, anticipation, alienation, sale, transfer, assignment, pledge, encumbrance, attachment, or garnishment by creditors of the Eligible Employee or of any beneficiary of the Eligible Employee.  The terms and conditions of the Plan shall be binding on the successors and assigns of the Company.
(b)Withholding.  The Company shall have the right to deduct from all payments hereunder all taxes that the Company determines are required by law to be withheld therefrom.  Regardless of the amount withheld, the recipient of payments, benefits, or other income (including
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imputed income) under the Plan shall be solely responsible for all taxes owed with respect to such payments, benefits, and other income.
(c)Funding.  The Company or its Subsidiaries shall pay benefits from their general assets.  No specific amount shall be set aside in advance for this purpose.  Eligible Employees shall be unsecured general creditors of the Company or its Subsidiaries for purposes of benefits due hereunder.
(d)No Right to Employment.  Nothing contained in the Plan shall give any employee the right to be retained in the employment of the Company or a Subsidiary or shall otherwise modify the employee’s at-will employment relationship with the Company or a Subsidiary.  The Plan is not a contract of employment between the Company or a Subsidiary and any employee.
(e)Continued Eligibility to Participate in Company Plans.  Nothing in the Plan shall prevent or limit an Eligible Employee’s continuing or future participation in any plan, program, policy or practice provided by the Company or its Subsidiaries (other than any such arrangement that would provide duplicative benefits to those provided hereunder).  Amounts that are vested benefits or that an Eligible Employee or his or her dependents are otherwise entitled to receive under any plan, policy, practice, program or arrangement of the Company or its Subsidiaries shall be payable in accordance with such plan, policy, practice, program, agreement or arrangement.  Without limiting the generality of the foregoing, the Eligible Employee’s right to benefits under the Plan shall in no way affect the Eligible Employee’s right to benefits by reason of his or her “retirement” under any compensation and benefits plans, programs or arrangements of the Company or its Affiliates.
(f)Governing Law.  The Plan is intended to be governed by and will be construed in accordance with ERISA and, to the extent not preempted by ERISA, the laws of the State of Delaware.
(g)Severability.  If any provision of the Plan is held invalid or unenforceable, its invalidity or unenforceability shall not affect any other provisions of the Plan, and the Plan shall be construed and enforced as if such provision had not been included in the Plan.
(h)Dispute Resolution. To the fullest extent permitted by law, any and all disputes, claims, and causes of action, in law or equity, arising from or relating to the Plan (including the Separation and Release Agreement, other than with respect to the covenants therein), or any dispute arising out of or relating to the Plan (or the Separation and Release Agreement) will be settled by binding arbitration by a panel of three arbitrators in accordance with the Commercial Arbitration Rules of the American Arbitration Association, with such arbitration proceedings to be located in Los Angeles, California.  The arbitrators will not be empowered to award damages in excess of compensatory damages.  The cost of arbitration will be paid by the Company, and each party will pay for their respective legal fees and other expenses.  Judgment may be entered on the arbitrator’s award in any court having jurisdiction.
(i)No Duty to Mitigate.  An Eligible Employee will not be obligated to seek other employment or take any other action by way of mitigation of the amounts or benefits payable or provided under the Plan, nor will the amounts or other benefits to be paid or provided to an Eligible
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Employee pursuant to this Plan be reduced by amounts earned by the Eligible Employee from another employer.
(j)Headings.  The Section headings contained herein are for convenience of reference only, and shall not be construed as defining or limiting the matter contained thereunder.
(k)Complete Statement of Plan.  The Plan document contains a complete statement of the Plan’s terms and supersedes all prior statements with respect to the Plan’s terms.  No other evidence, whether written or oral, shall be taken into account in interpreting the provisions of the Plan.  In the event of a conflict between a provision in the Plan document and any booklet, brochure, presentation, or other communication (whether written or oral), the provision of the Plan document shall control.
10.Claims Procedures.
(a)Initial Claims.  An Eligible Employee who believes he or she is entitled to a payment under the Plan that has not been received may submit a written claim for benefits under the Plan within sixty (60) days after the Eligible Employee’s Date of Termination.  Claims shall be addressed and sent to:
General Counsel
AECOM
1999 Avenue of the Stars
Los Angeles, CA 90067
If the Eligible Employee’s claim is denied, in whole or in part, the Eligible Employee will be furnished with written notice of the denial within ninety (90) days after the Administrator’s receipt of the Eligible Employee’s written claim, unless special circumstances require an extension of time for processing the claim, in which case the decision period may be extended by up to an additional ninety (90) days.  If such an extension of time is necessary, written notice of the extension will be furnished to the Eligible Employee before the termination of the initial ninety (90)-day period and will describe the circumstances requiring the extension and the date by which a decision is expected to be rendered.  Written notice of the denial of the Eligible Employee’s claim will contain the following information:
		(i)
	the reason or reasons for the denial of the Eligible Employee’s claim;

		(ii)
	references to the Plan provisions on which the denial of the Eligible Employee’s claim was based;

		(iii)
	a description of any additional information or material required by the Administrator to reconsider the Eligible Employee’s claim (to the extent applicable) and an explanation of why such material or information is necessary; and

		(iv)
	a description of the Plan’s review procedures and time limits applicable to such procedures, including a statement of the Eligible Employee’s right to bring a civil action under Section 502(a) of ERISA following a benefit claim denial on review.

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(b)Appeal of Denied Claims.  If the Eligible Employee’s claim is denied, the Eligible Employee (or his or her authorized representative) may file a request for review of the claim in writing with the Administrator.  This request for review must be filed no later than sixty (60) days after the Eligible Employee has received written notification of the denial.
		(i)
	Such request for review may include any comments, documents, records and other information relating to his or her claim for benefits.

		(ii)
	The Eligible Employee has the right to be provided with, upon request and free of charge, reasonable access to and copies of all pertinent documents, records and other information that is relevant to his or her claim for benefits.

		(iii)
	The review of the denied claim will take into account all comments, documents, records and other information that the Eligible Employee submitted relating to his or her claim, without regard to whether such information was submitted or considered in the initial denial of his or her claim.

(c)Administrator’s Response to Appeal.  The Administrator will notify the Eligible Employee of its decision within sixty (60) days after the Administrator’s receipt of the Eligible Employee’s written claim for review; provided that the Administrator may extend the review period by up to sixty (60) additional days, if the Administrator notifies the Eligible Employee in writing of the need for an extension (and the reason therefor) before the end of the initial sixty (60)-day period.  If the Administrator makes an adverse decision on appeal, the Administrator shall communicate its decision in a writing that includes:
		(i)
	the reason or reasons for the denial of the Eligible Employee’s appeal;

		(ii)
	reference to the Plan provisions on which the denial of the Eligible Employee’s appeal is based;

		(iii)
	a statement that the Eligible Employee is entitled to receive, upon request and free of charge, reasonable access to, and copies of, the Plan and all documents, records and other information relevant to his or her claim for benefits; and

		(iv)
	a statement describing the Eligible Employee’s right to bring an action under Section 502(a) of ERISA.

(d)Exhaustion of Administrative Remedies.  The exhaustion of these claims procedures is mandatory for resolving every claim and dispute arising under the Plan.  As to such claims and disputes:
		(i)
	no claimant shall be permitted to commence any arbitration or legal action to recover benefits or to enforce or clarify rights under the Plan or under any provision of law until these claims procedures have been exhausted in their entirety;

		(ii)
	failure to submit a claim, appeal, or any required information by the applicable deadline under these claims procedures shall result in forfeiture of the benefits being claimed;

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		(iii)
	in any arbitration or legal action, all explicit and implicit determinations by the Administrator (including, but not limited to, determinations as to whether the claim, or a request for a review of a denied claim, was timely filed) shall be afforded the maximum deference permitted by law; and

		(iv)
	no legal action or arbitration may be commenced by the Eligible Employee later than one hundred eighty (180) days subsequent to the date of the written response of the Administrator to an Eligible Employee’s request for review pursuant to Section 10(c).

Effective June 16, 2020
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Exhibit A
Eligible Employees as of June 16, 2020
Named executive officers and other officers as designed by the Compensation and Organization Committee of the Board of Directors

A-1

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