Document:

Exhibit 10.57

Confidentiality Agreement

Date:    17th January, 2008

Parties:

		
	1.
	Willis Group Limited ('Willis') a company organised  and validly  existing  under  the laws of England and Wales, registration number 00621757, with its registered office situated at Ten Trinity Square, London EC3P 3AX; and

2.    Tim Wright ('TW') of 5 Nassington Road, Hampstead, London NW3 2TX

Agreement:

		
	1.
	Definitions

		
	1.1
	For the purposes  of  this  Agreement,  the  following  words  shall have  the  following meanings:

		
	(a)
	'Confidential Information' shall mean (i) any information whether of a technical, commercial or other nature whatsoever provided directly or indirectly by any Willis Group company from time to time to TW or by any Willis agent, investment analyst, lender, rating agency to TW whether such information is provided orally or in documentary or other tangible form or by demonstration and whether such information is provided before, on or after the date of this Agreement including, without limitation, financial statements, business plans, technical and operational information together with all analyses, compilations, data, studies, notes, interpretations, memoranda or other documents containing or based on any such provided information relating to Willis or any Willis Group company, information relating to staff, management and clients of Willis or any Willis Group company and the fact that discussions are taking place involving TW and Willis;

		
	(b)
	'Willis Group' shall mean the subsidiaries and holding companies of Willis from time to time (as such terms are defined in section 736 of the Companies Act  1985).

		
	2.
	Confidentiality Obligations

		
	2.1
	In consideration of Willis providing Confidential Information, at its discretion, to TW, TW shall at all times:

		
	(a)
	keep the Confidential Information secret and confidential;

		
	(b)
	neither disclose nor permit the disclosure of any Confidential Information to any person, except to a court or other public body in accordance with clause 3;

		
	(c)
	not use the Confidential Information for any purpose, whether commercial or non-commercial, other than as directed by Willis;

		
	(d)
	inform Willis immediately on becoming aware that an authorised person has or suspecting that an unauthorised person has become aware of any Confidential Information;  and

		
	(e)
	ensure that no person gets access to Confidential Information from TW.

		
	3.
	Disclosure to Court

		
	3.1
	To the extent that TW is required to disclose Confidential Information by order of a court or other public body that has jurisdiction over TW, he may do so. Before making such a disclosure TW shall, unless expressly prohibited from doing so by a court or other public body that has jurisdiction:

		
	(a)
	inform Willis of the proposed disclosure as soon as possible (and if possible before the court or other public body orders the disclosure of the Confidential Information);

		
	(b)
	ask the court or other public body to treat the Confidential Information as confidential; and

		
	(c)
	permit Willis to make representations to the court or other public  body  in respect of the disclosure and/or confidential treatment of the Confidential Information.

		
	4.
	Exceptions to Confidentiality Obligations

		
	4.1
	TW's obligations under clause 2.1 shall not apply to Confidential Information that:

		
	(a)
	is or becomes publicly known, other than as a result of breach of the terms of this Agreement by TW or by anyone to whom TW discloses it;

(b) TW obtains from a  third-party,  and  the  third-party  was  not  under  any obligation of confidentiality with respect to the Confidential Information.

		
	5.
	Return of Information and Surviving Obligations

		
	5.1
	Subject to clause 5.2, TW shall immediately at Willis's request:

		
	(a)
	return to Willis all documents and  other  materials  that  contain  any  of  the Confidential Information, including all copies made by or on behalf of TW;

		
	(b)
	permanently delete  all electronic copies of Confidential Information from TW' s computer or other electronic storage medium owned or used by him; and

		
	(c)
	provide Willis with written confirmation that he does not hold or have access to any Confidential Information.

		
	5.2
	Following the return of Confidential Information to Willis  ('Return  Date'),  (i) TW shall make no further use of the Confidential Information, and (ii) TW's obligations under this Agreement shall otherwise continue in force, in respect of Confidential Information disclosed prior to the Return Date, in each case for a period of three (3) years from the date of this Agreement.

		
	6.
	Restrictions on TW

		
	6.1
	TW shall not, and shall procure that no company with which TW is associated or employed from time to time (other than a Willis Group  company),  use  any Confidential Information in order to:

		
	(a)
	employ or offer to employ, or enter into a contract for the services of, any individual who is an employee of any Willis Group company or entice, solicit or procure any such person to leave the employment of Willis or any Willis Group 

company (or attempt to do so) whether or not that person would commit any breach of contract in leaving such employment; or
		
	(b)
	procure or facilitate the making of any such offer or attempt by any other person.·

		
	6.2
	TW shall not, and shall procure that no company with which TW is associated or employed from time to time (other than a Willis Group company), use any Confidential Information in order to deal with or seek the custom of any person who is or was a client or customer of Willis or any Willis Group company.

		
	6.3
	The undertakings in this clause 6 apply to actions carried out by TWin any capacity and whether directly or indirectly, on its own behalf, on behalf of any other person or jointly with any other person.

		
	6.4
	Each of the covenants in this clause 6 are considered fair and reasonable by the parties.

		
	7.
	Indemnity

		
	7.1
	TW shall (in addition to, and without affecting, any other rights or remedies Willis may have whether under statute, common law or otherwise) indemnify, and keep indemnified, Willis, each Willis Group company, and their respective officers, employees, advisers or agents (each an 'Indemnified Person') from and against  all actions, claims, demands, liabilities, damages, losses, costs, charges and expenses (including, without limitation, consequential losses, loss  of  profit  and  loss  of reputation and all interest, penalties and legal and other professional costs and expenses) that an Indemnified Person may suffer or  incur in connection  with,  or arising (directly or indirectly) from, any breach or non-performance by TW, or any person to whom he has disclosed or given access to any part of the Confidential Information or any copies, of any of the provisions of this Agreement.

		
	8.
	General

		
	8.1
	TW acknowledges and agrees that all property, including intellectual property, in Confidential Information disclosed to him by Willis shall remain with and be vested in Willis.

		
	8.2
	This Agreement does not include, expressly or by implication, any representations, warranties or other obligations:

		
	(a)
	to grant TW any licence or rights other than as may be expressly stated in this Agreement; or

		
	(b)
	to require Willis to disclose, continue disclosing or update any Confidential Information.

		
	8.3
	The validity, construction and performance of this Agreement shall be governed by English law and shall be subject to the exclusive jurisdiction of the courts of England and Wales, to which the parties to this Agreement submit.

Agreed  by  the  parties  through  their  authorised  signatories  or  by  their  personal signature (as appropriate):
For and on behalf of
Willis Group Limited                Tim Wright
Signed:    /s/ G.T. Millwater            /s/ T.D. Wright
Name:     G.T. Millwater
Title:    COO
Date:     21/01/08OB 12.31.2012 EX 10.4.2

    
ONEBEACON'S 2012 MANAGEMENT INCENTIVE PLAN

Purpose
The Management Incentive Plan (MIP) is an integral part of the total compensation program for managers and certain senior key individual contributors. Its primary purpose is to focus attention on 2012 profitability goals and to reward eligible participants for the achievement of those goals. 

Eligibility
The Plan is limited to senior staff who have a significant impact on OneBeacon's operating results.

Target Awards
Target awards for all participants are expressed as a percent of salary.

Performance Measures
The corporate MIP pool will be established primarily based upon achievement of solid financial and economic performance. The OneBeacon Insurance Group, Ltd. Compensation Committee (the “Compensation Committee”) set the 2012 MIP primary performance objective at a 93.7% adjusted combined ratio, together with secondary strategic objectives with respect to expense management and capital management. The 93.7% combined ratio represents an appropriately challenging performance goal for the 2012 MIP as we continue to fully transition to our new organization. The other performance goals are consistent with the Company's strategic and operational objectives including the reduction of expenses while continuing to write profitable specialty business, and substantially meeting these objectives will yield an expected payment at or near target.
 
The Compensation Committee may adjust the size of the pool based on under- or over-achievement of the Company's target combined ratio and other objectives at its sole discretion.

Individual Awards
Each business unit will be judged against a number of performance metrics including, where appropriate, a combined ratio target.  Generally these metrics will relate to the aggregate financial plan rolled up by line of business. If the financial metrics are achieved, in conjunction with other business metrics, the business may be awarded 100% of its indicated share of the corporate pool. Businesses failing to meet goals may or may not, at the discretion of the CEO, receive a reduced, partial allocation of the pool. Businesses exceeding objectives may receive greater than 100% of indicated allocation.  In no event will the sum of the performance-adjusted business unit pools be greater than the performance-adjusted Company pool as authorized by the Compensation Committee.

Within each business, it will be the prerogative of the business leader, with guidance from and after consultation with the CEO, to further allocate the business' pool amount to the constituent branches, lines of business and individuals, based upon performance.
 
For corporate or administrative functions that support all or multiple businesses, participants will receive allocations from the corporate pool based upon attainment of their department and individual goals for 2012.

The salary used to determine the amount of the individual awards will be that in effect at the end of the plan year (12/31/12).

Plan Participation for New Hires
Employees hired during the plan year are eligible to participate in the MIP.  Awards will be pro-rated specifically based on date of hire unless other arrangements are agreed to at the time of the employment offer.

Payment of Awards
Unless payment is deferred in accordance with an election made pursuant to the OneBeacon Deferred Compensation Plan and any related procedures adopted by the Company, payment of any MIP award shall be made by the Company no later than 2 1/2 months after the end of the Company's fiscal year in which such MIP award is earned, but in any event not prior to the Compensation Committee's certification of performance results following the end of the plan year.  In all cases, payment will not be made unless and until the Compensation Committee approves the overall corporate performance factor and performance-adjusted MIP pool and no payment will be made to the CEO, the Executive Team or any of the other executive officers without specific approval from the Committee.   

Clawback Policy
Amounts paid pursuant to the MIP are subject to clawback by OneBeacon pursuant to the Clawback Policy adopted by the Board of Directors of OBIG on June 16, 2010.   The Clawback Policy provides that, in the event of a restatement of the financial statements of OBIG for failure to comply with the federal securities laws due to misconduct of a MIP participant, the Board of Directors of OBIG may require the participant to reimburse OneBeacon for all or a portion of his or her MIP award; provided, however, that in the event of fraud, the MIP participant shall reimburse OneBeacon for all of his or her MIP award.

Special Circumstances
The Compensation Committee may, in its sole discretion, also recognize extraordinary conditions or circumstances in determining payment levels.

In the event of termination prior to the payment of awards, no incentive payments will be made.  However, in the event of retirement or reduction in force at or after the end of the plan year, but before payment is made, MIP payments may be made if approved by the senior business leader. Payment shall be contingent upon the participant signing a OneBeacon Agreement and Release as consideration for all incentive payments. No participant who was terminated prior to the payment of awards due to a reduction in force may be considered for a MIP payment unless the participant also signed the Agreement and Release provided to the participant at the time of termination within the time period specified in the Agreement and Release. For purposes of the MIP, “retirement” shall mean termination of service with the Company, other than for cause, at any time after attaining age sixty (60) or termination of service under circumstances which the Committee deems equivalent to retirement. These exceptions will be made on a case by case basis. In the event of death or disability, the participant or beneficiary may be considered for a partial award payment if approved by the senior business leader. 

The MIP is discretionary; in no way does eligibility in this plan imply an obligation of payment on the part of OneBeacon nor should it be construed as a promise of continued employment.

Effect on Benefit Plans
Amounts paid under the terms of the MIP will not be counted for purposes of determining compensation under any other employee benefit plan sponsored by OneBeacon.

Plan Continuation
Notwithstanding any of the aforementioned, the MIP may be amended or terminated, in whole or in part, at any time, by the Compensation Committee.

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