Document:

The Prudential Insurance Supplemental Executive Retirement Plan

 Exhibit 10.39 
 PRUDENTIAL INSURANCE SUPPLEMENTAL 
 EXECUTIVE RETIREMENT PLAN 
 As amended and restated effective as of January 1, 2009 
 The Prudential Executive Supplemental Retirement Plan (the “Plan”) was established by The Prudential Insurance Company of America (the “Company”), effective as of April 14, 1998, for the
purpose of providing reasonable supplemental retirement benefits for certain eligible employees (and their Beneficiaries) whose retirement benefits under The Prudential Merged Retirement Plan, the Prudential Supplemental Retirement Plan and such
other plans or arrangements sponsored by the Company are, in the opinion of the Board of Directors of the Company, inadequate. Effective as of March 12, 2002, subject to regulatory approval, the Plan was renamed the Prudential Insurance
Supplemental Executive Retirement Plan and restated with amendments. The Plan provides “Participants” (and their Beneficiaries) with one or more of the following categories of benefits: (1) Mid-career Hire Benefits (as set forth in
Article II); and (2) Early Retirement Benefits (as set forth in Article III). 
 The Plan is intended to be, and shall be administered
as, an unfunded plan maintained for the purpose of providing deferred compensation for a select group of management or highly compensated employees within the meaning of Title I of ERISA (as defined below). The Plan is also intended to comply with
the provisions of New Jersey Statutes Annotated §17B:18-52. A separate, similar plan is being adopted by Prudential Financial, Inc. to cover employees not regulated by New Jersey Statutes §17B:18-52. 
 The Plan, as set forth herein, is amended and restated effective January 1, 2009 to comply with the requirements of Section 409A of the Code
(as defined below) and shall govern the determination and the time and form of benefits payable to Participants and their Beneficiaries who incurred a Termination of Employment after 2004 and who have not commenced receiving payment of their
benefits under the Plan prior to January 1, 2009 (i.e., excluding those who did not accrue any Accrued Benefits after December 31, 2004). 
 ARTICLE I 
 DEFINITIONS 
 The following terms shall have the meanings hereinafter set forth. Other terms that are capitalized in the Plan shall be defined in the same manner as
they are defined in the Supplemental Plan or the Retirement Plan. 
 1.1 “Account Based Plan” means a career average pension plan
where benefits are recorded and updated each plan year as an account or lump sum equivalent, such as a cash balance pension plan or retirement equity pension plan arrangement. 
 1.2 “Accrued Benefits” means the Early Retirement Benefits and Mid-Career Hire Benefits granted under Articles II and III of the Plan.

 1.3 “Actuarial Equivalent” or “Actuarially Equivalent” means the equality of value as
defined in the applicable component of the Retirement Plan. 
 1.4 “Additional Plan” has the meaning ascribed thereto in
Section 2.2(b). 
 1.5 “Annuity Form” means the annuity form of payment set forth in Section 5.05 of the Supplemental
Plan. 
 1.6 “Beneficiary” means the natural, living person or persons determined in accordance with this Section 1.6 entitled
to receive benefits payable under this Plan at the Participant’s death. In the event a Participant is married at the time of death, the Beneficiary shall be his or her spouse. Otherwise, the Beneficiary shall be the individual designated by the
Participant by proper written request to the Company in accordance with the rules and procedures established by the Committee to receive death benefits under the Plan. In the event a Participant is unmarried and has not designated a Beneficiary
under the Plan or the designated Beneficiary predeceases the Participant, the Beneficiary shall be: (a) the Participant’s child, or if there is more than one, each child, equally; (b) if there are no children, the Participant’s
parent or parents, equally; or (c) if there are none of the foregoing, the Participant’s sibling, or if more than one, each sibling, equally. In the event that a deceased unmarried Participant is not survived by a child, parent or sibling,
as provided in the immediately preceding sentence, no benefit shall be payable from this Plan in respect of such Participant. 
 1.7
“Board of Directors” means the Board of Directors of the Company. 
 1.8 “Code” means the Internal Revenue Code of 1986,
as amended. 
 1.9 “Committee” means the Committee that has been appointed by the Compensation Committee pursuant to
Section 5.1 of the Plan. 
 1.10 “Compensation Committee” means the Compensation Committee of the Board of Directors, as
defined by the Company’s by-laws. 
 1.11 “Company” means The Prudential Insurance Company of America. When referring to
Company employees or officers, it also means life insurance companies controlled by the Company that are regulated under section 17B:18-52 of New Jersey Statutes. 
 1.12 “Controlled Group” means the Company and (i) each corporation which is a member of a controlled group of corporations (within the meaning of Section 414(b) of the Code) which includes the
Company, (ii) each trade or business (whether or not incorporated) which is under common control with the Company (within the meaning of Section 414(c) of the Code), (iii) each organization included in the same affiliated service
group (within the meaning of Section 414(m) of the Code) as the Company, and (iv) each other entity required to be aggregated with the Company pursuant to regulations promulgated under Section 414(o) of the Code. Any such entity shall
be treated as part of the Controlled Group only for the period while it is a member of the controlled group or considered to be in a common control group. 
  

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 1.13 “Determination Date” means, solely for purposes of calculating the amount of any Accrued
Benefits under the Plan, the Payment Date set forth in Article V of the Supplemental Plan; provided, however, such date shall be determined without regard to any 6-month delay in the event such Payment Date is based on the date of a
Participant’s Separation from Service. 
 1.14 “Early Retirement Benefits” means benefits granted to Participants in
accordance with Article III of this Plan. 
 1.15 “Eligibility Date” means the date the Participant is first eligible for a benefit
under the terms of Article II. 
 1.16 “Expected Earnings” means base pay at the Hire Date plus annualized target annual incentive
bonus. If a Participant first becomes eligible for this Plan after the first year of employment, Expected Earnings will mean the actual base pay and annual incentive bonus payable for the full calendar year of employment immediately prior to
eligibility for the Plan. 
 1.17 “ERISA” means the Employee Retirement Income Security Act of 1974, as amended. 
 1.18 “409A Service Recipients” means the Company and each other entity which is in the same controlled group of affiliated employers as the
Company, as determined in accordance with the rules under Section 414(b) and (c) of the Code. 
 1.19 “Mid-Career Hire
Benefits” means benefits granted to Participants in accordance with Article II of this Plan. 
 1.20 “Hire Date” means the
date employment with a member of the Controlled Group starts. 
 1.21 “Mandatory Payment Date” means, with respect to any
Participant, the Mandatory Payment Date established for such Participant under the Supplemental Plan. 
 1.22 “Normal Retirement
Date” means the first day of the month on or following the Participant’s attainment of age 65. 
 1.23 “Original Payment
Form” means the form of payment specified in Article V of the Supplemental Plan that would have been applicable to the Participant assuming that the Participant’s Determination Date was the Status Date. 
 1.24 “Participant” means any salaried officer, senior officer, or employee of the Company (including any life insurance companies controlled by
the Company which are Participating Affiliates (as such term is used in the Retirement Plan) and regulated under section 17B:18-52 of New Jersey Statutes) and their Beneficiaries who has been designated as a Participant in the Plan pursuant to the
requirements of Articles II or III of this Plan and has been granted an Accrued Benefit, but in each case only to the extent such Accrued Benefits have been granted and have not yet been paid in full to such individuals. 
 1.25 “Payment Date” means the date for payment set forth in Section 5.01 of the Supplemental Plan. 
  

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 1.26 “Plan” means this Prudential Insurance Supplemental Executive Retirement Plan, as amended
from time to time. 
 1.27 “Prior Employer” with respect to any Participant means an employer that is not a member of the
Company’s Controlled Group with whom such Participant had an employment relationship immediately before a Participant’s Hire Date. Prior Employer includes all entities of a group (i) each corporation which is a member of a controlled
group of corporations (within the meaning of Section 414(b) of the Code) which includes the employer, (ii) each trade or business (whether or not incorporated) which is under common control with the employer (within the meaning of
Section 414(c) of the Code), (iii) each organization included in the same affiliated service group (within the meaning of Section 414(m) of the Code) as the employer, and (iv) each other entity required to be aggregated with the
employer pursuant to regulations promulgated under Section 414(o) of the Code. Any such entity shall be treated as part of such group only for the period while it was a member of the controlled group or considered to be in a common control
group. 
 1.28 “Prior Employer Plan” means one or more defined benefit pension plans maintained by the Prior Employer, including an
unfunded defined benefit plan maintained by the Prior Employer for the purpose of providing deferred compensation to a select group of management or highly compensated employees within the meaning of Title I of ERISA and also including any written
individual defined benefit arrangement or agreement agreed to by the Prior Employer. 
 1.29 “Prudential Cash Balance Plan” means
the Prudential Cash Balance Pension Plan Document component of The Prudential Merged Retirement Plan, a defined benefit retirement plan maintained by the Company for itself and Participating Affiliates. 
 1.30 “Prudential Traditional Retirement Plan” means the Prudential Traditional Retirement Plan Document component of The Prudential Merged
Retirement Plan, a defined benefit retirement plan maintained by the Company for itself and Participating Affiliates. 
 1.31
“Release” means a written release of rights and claims, from a Participant, in favor of the Company, any Controlled Group member, and individuals employed by or formerly employed by the Company and any Controlled Group member, in a form
that is satisfactory to, and approved by, the Committee. 
 1.32 “Retirement Plan” means the Prudential Traditional Retirement Plan
and the Prudential Cash Balance Plan. 
 1.33 “Section 409A” means Code section 409A and applicable guidance issued thereunder.

 1.34 “Separation from Service” means a separation from service with the 409A Service Recipients within the meaning of
Section 409A, as determined pursuant to such rules or policies as the Company shall from time to time adopt in accordance with such regulations. 
  

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 1.35 “SERP Service” means service with the Company’s Controlled Group plus any service
with a Prior Employer. Service with the Company’s Controlled Group shall be Credited Service under the Prudential Traditional Retirement Plan as to benefits for Participants under that plan or Cash Balance Service under the Prudential Cash
Balance Plan as to benefits for Participants under that plan. Service with the Prior Employer will be service credited under the Prior Employer Plans, both qualified and unfunded plans, and shall be applied as though Credited Service or Cash Balance
Service as determined by the Committee. 
 1.36 “Status Date” means the later of: (1) January 1, 2008 or (2) the
Participant’s Hire Date. 
 1.37 “Supplemental Plan” means the Prudential Supplemental Retirement Plan, a non-qualified
deferred compensation plan maintained by the Company for itself and Participating Affiliates (as such term is used in the Retirement Plan). A copy of the Supplemental Plan is attached hereto as Exhibit A. 
 1.38 “Termination of Employment” means the voluntary or involuntary termination of employment with all members of the Controlled Group for any
reason, including death. 
  

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 ARTICLE II 
 MID-CAREER HIRE BENEFITS 
 2.1 Eligibility. A salaried officer, senior officer, or
employee of the Company who: (A) meets requirements (1) through (7) below, and (B) is also designated as eligible for Mid-career Hire Benefits under the Plan in a written resolution either by the Compensation Committee which is
subsequently and timely approved by the Board of Directors, or by the Board of Directors (in the case of an employee who is hired at, or becomes otherwise eligible after attaining, a pay grade under the Prudential Compensation Plan of 1 through 3,
or an investment professional pay grade of 56A, or the equivalent, or to the extent otherwise required by the by-laws of the Company), thereby becomes a Participant under the Plan and is therefore eligible to accrue Mid-Career Hire Benefits under
this Article II. No Controlled Group employee who is not a Company employee or an employee of a life insurance company controlled by the Company and regulated under section 17B:18-52 of New Jersey Statutes will be eligible. By approval of any
designation by the Compensation Committee, or any designation made directly by the Board of Directors, the Board of Directors has determined that the retirement benefits otherwise available to such individuals under the Retirement Plan, the
Supplemental Plan and such other plans or arrangements sponsored by the Company are inadequate, and the failure to provide such benefits pursuant to the Plan would compromise the Company’s ability to hire and retain such employee. 

The requirements are as follows: 
  

	(1)	He or she is a participant in the Retirement Plan as of the date of designation of such person as a Participant under Article II of the Plan by the Compensation Committee or Board
of Directors, as applicable; 

  

	(2)	He or she has a pay grade of 1 through 4 in the Prudential Compensation Plan or investment professional grade of 56A, or the equivalent; 

  

	(3)	He or she was actively employed by a Prior Employer immediately prior to being hired by a member of the Controlled Group; 

  

	(4)	He or she terminated his or her employment with such Prior Employer in order to become an employee within the Controlled Group; 

  

	(5)	As a result of such termination of employment with the Prior Employer, he or she either (A) forfeits prior benefit accruals, or (B) loses the future benefit accruals he or
she would have earned had he or she remained employed by the Prior Employer, in each case, under a Prior Employer Plan; 

  

	(6)	He or she requests in writing, as part of a negotiation with the Company regarding the written terms of his or her employment by the Company, that the Company agree to provide
additional retirement benefits in recognition of the loss of such Prior Employer Plan benefit accruals and/or future benefit accruals; and 

  

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	(7)	He or she meets the terms of this Plan and any other additional or different term or condition that the Compensation Committee (or in the case of an employee who is hired at, or
otherwise becomes eligible after attaining, a pay grade of 1 through 3, the Board of Directors) determines, in its sole discretion, should be satisfied as a condition precedent or a condition subsequent to the receipt of Mid-Career Hire Benefits
accrued under this Article II, including, but not limited to, signing a Release to the extent required under Section 4.4; provided, that any additional or different term or condition is set forth in the written resolution designating the
employee as eligible to accrue Mid-Career Hire Benefits under the Plan. 

 2.2 Amount—Prudential Traditional Retirement
Plan Participant. Except as otherwise provided in Section 2.4, below, the amount of the Mid-Career Hire Benefits for a Participant in the Prudential Traditional Retirement Plan shall be an amount determined as of the Determination Date
equal to the excess, if any, of (a) over (b), subject to subsection (c) below: 
  

	 	(a)	Participant’s hypothetical accrued retirement benefits (including, if applicable, early retirement benefits) under the Retirement Plan and Supplemental Plan, calculated using
SERP Service and stated as a single life annuity. 

  

	 	(b)	The applicable offset in (1), (2) or (3), below, plus the Participant’s hypothetical benefit, if any, under the Retirement Plan, Supplemental Plan and any other defined
benefit or other pension benefit plan for employees of members of the Controlled Group other than the Company, or life insurance companies controlled by the Company which are regulated under section 17B:18-52 of New Jersey Statutes (each, an
“Additional Plan” and together, the “Additional Plans”) in which the Participant participates as of the Determination Date. 

  

	 	(1)	If benefits are provided under a Prior Employer Plan, either as an annuity or an Account Based Plan benefit for which no lump sum is available at or before the date of
benefit commencement under this Plan and: 

  

	 	(A)	Benefits under the Prior Employer Plan have commenced at the time the benefit under this plan will commence—the offset is the annuity benefit being paid to the Participant from
the Prior Employer Plan. The amount of offset will increase or decrease upon, and be co-extensive with, any changes in the amount of benefit provided by the Prior Employer Plan that are known at the Determination Date. If any partial lump sum
payment was previously made, an additional offset for that payment will be calculated as if it were a benefit from an Account Based Plan described in paragraph (2), below. 

  

	 	(B)	 Benefits under the Prior Employer Plan have not commenced at the time the benefit under this Plan will commence, but could commence at the
Participant’s election—the offset is the normal form of annuity benefit available to the participant from the Prior Employer Plan, assuming the Prior Employer Plan benefit 

  

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commenced at the time the benefit under this Plan will commence. The amount of the offset will increase or decrease upon, and be co-extensive with, any
expected changes in the amount of benefit provided by the Prior Employer Plan that are known at the Determination Date. 

  

	 	(C)	Benefits under the Prior Employer Plan cannot commence until after the time the benefit under this Plan will commence—the offset is the normal form of annuity
benefit available to the Participant from the Prior Employer Plan, but applied beginning as of the earliest date that the Prior Employer Plan benefit can commence. The amount of offset will increase or decrease upon, and be co-extensive with, any
expected changes in the amount of benefit provided by the Prior Employer Plan that are known at the Determination Date. 

  

	 	(2)	If Prior Employer Plan benefits are provided by an Account Based Plan from which lump sum is available at or before date of benefit commencement from this Plan, the offset is a
single life annuity, determined as follows: 

  

	 	(A)	Determine the lump sum payable from the Prior Employer Plan at the age benefits commence under this Plan. If a lump sum has been previously paid, increase the amount paid from the
date of payment to benefit commencement date using the Prudential Cash Balance Plan interest crediting rate in effect on the Participant’s Termination of Employment (or other determination date). 

  

	 	(B)	Convert the lump sum determined in (A) to a single life annuity using conversion assumptions provided in the Prudential Cash Balance Plan as of the date of the determination.

  

	 	(3)	If benefits are provided by both an annuity and Account Based Plan from which lump sum is available at or before date of benefit commencement from this Plan, the offset is the sum
of the offsets calculated by applying paragraphs (1) and (2), above, separately to each type of benefit. 

  

	 	(c)	The amount determined above shall be subject to the following: 

  

	 	(1)	If the Participant is to be paid in an Annuity Form, any temporary benefit determined as the excess of (a) over (b) shall be converted to an Actuarially Equivalent single
life annuity; 

  

	 	(2)	If the Participant is to be paid in an Annuity Form, the amount payable (in the Annuity Form that is applicable to the Participant as of his or her Determination Date in accordance
with the provisions of Article V of the Supplemental Plan) shall be the Actuarial Equivalent of the amount determined above paid in the Original Payment Form; and 

  

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	 	(3)	If the Participant is to be paid in the form of a lump sum, the amount that is Actuarially Equivalent to the form of annuity that would apply to the Participant pursuant to Article
V of the Supplemental Plan at the Determination Date, assuming the Participant had not elected a lump sum payment, plus interest on that amount from the Determination Date at the rate used to determine the lump sum through the applicable Payment
Date set forth in Article V of the Supplemental Plan. 

 2.3 Amount—Cash Balance Plan Participant. Except as
otherwise provided pursuant to Section 2.4 below, the amount of the Mid-Career Hire Benefits for a Participant in the Prudential Cash Balance Plan shall be the sum of (i) a deemed Opening Account Balance equal to the excess, if any, of
(a) less the offsets in (b), plus (ii) the credits described in (c) below. This sum will be maintained in a book-entry account, which may be divided into appropriate sub-accounts. 
  

	 	(a)	Participant’s hypothetical Opening Account Balance determined as follows: 

  

	 	(1)	Expected Earnings; 

  

	 	(2)	Multiplied by Participant’s initial SERP Basic Credit Rate; 

  

	 	(3)	Multiplied by SERP Service as of the Hire Date; and 

  

	 	(4)	Multiplied by 2/3. 

 The SERP Basic Credit Rate is the
percentage determined under Exhibit B of the Prudential Cash Balance Plan calculated using SERP Service. 
  

	 	(b)	The sum of the applicable offset in (1) or (2), plus the amount in (3), below. 

  

	 	(1)	Account Based Plan of Prior Employer. If the Prior Employer Plan is an Account Based Plan from which a lump sum is available as of a date at or before the Hire Date (or, if
later, the Eligibility Date), the offset is the lump sum payable from the Prior Employer Plan at the Participant’s Hire Date (or, if later, the Eligibility Date). If a lump sum was paid before the Hire Date (or, if later, the Eligibility Date),
determine the offset by increasing the amount paid from date of payment to age at the applicable date using Prudential Cash Balance Plan crediting rate in effect on the Hire Date (or, if later, the Eligibility Date). 

  

	 	(2)	Annuity or Account Based Plan with no Lump Sum Payable. If the Prior Employer Plan is an annuity-type plan or an Account Based Plan from which no lump sum is available at or
before the Hire Date (or, if later, the Eligibility Date), the offset is the present value of benefits actually payable at age 65 from the Prior Employer Plan. The present value will be determined using the normal form of benefit under the Prior
Employer Plan or, if benefits have commenced, the benefit being paid. Present value will be calculated using the interest crediting rate methodology and mortality assumptions applicable under the Prudential Cash Balance Plan at the date of
calculation, but applied as of the Hire Date (or, if later, the Eligibility Date). 

  

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	 	(3)	Any account balance in the Prudential Cash Balance Plan and Supplemental Plan at the Eligibility Date and the present value (determined based on assumptions provided under paragraph
(2) above) of any benefits payable from any Additional Plan. 

  

	 	(c)	Additional Credits. Additional credits are the sum of the SERP Basic Credit and the Interest Credit. 

  

	 	(1)	The SERP Basic Credit is a monthly addition to the Participant’s account equal to a Basic Credit calculated under Section 3.2 of the Prudential Cash Balance Plan, but
using SERP Service, less the Basic Credit provided under the Prudential Cash Balance Plan and Supplemental Plan for that month using normal service crediting rules. These credits will continue during any period of disability, calculated and
applied in a manner and for a period similar to Section 3.5 of the Prudential Cash Balance Plan. 

  

	 	(2)	The Interest Credit is a monthly addition to the account determined under Section 3.4 of the Prudential Cash Balance Plan based on this Plan’s account value at the
beginning of the month. 

 2.4 Alternative Awards. The Board of Directors (or if applicable, the Compensation
Committee), may, in its sole discretion, specify pursuant to a written resolution that a Participant’s Mid-Career Hire Benefits under this Article shall be a different amount than the amount as calculated in Section 2.2 or 2.3 above,
provided, that such resolution must set forth how such different amount shall be calculated and further provide that such different amount shall be provided to such Participant in lieu of any benefit that may otherwise be payable under
Section 2.2 and 2.3. 
 2.5 Mandatory Information. No benefit will be payable under this Plan unless the Participant, when asked,
supplies all information relating to service with the Prior Employer or benefits under the Prior Employer Plan that the Committee deems necessary to calculate the Participant’s benefit. 
 2.6 Coordination with Retiree Medical Benefits. If a Participant is not eligible as a Retiree under the Medical Benefits provisions of The
Prudential Welfare Benefits Plan, or a successor plan (referred to as the “Medical Plan”), the Board may approve an additional Medical Benefit Differential benefit. A Participant will only be eligible for this Medical Benefit Differential
provided the Participant would qualify as a Retiree if the Participant’s SERP Service under this Article were added to actual service used to determine Retiree eligibility under the Medical Plan. The Medical Benefit Differential will be
a payment in an amount calculated by the Committee to equal, after a reasonable allowance for taxes, the difference between (i) the contributions that would be required to be made under the Medical Plan by a similarly situated actual Retiree
who separated from service at the same time and (ii) the contribution required for 

  

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the Participant’s continued participation in COBRA continuation coverage or, after exhaustion of COBRA continuation, the Executive Medical Access Plan
of The Prudential Welfare Benefits Plan (or its equivalent) for which the Participant is eligible. If the Participant participates in the Executive Medical Access Plan, for purposes of calculating a Participant’s Medical Benefit Differential
hereunder, a Participant shall be deemed to have made the maximum contribution under the Executive Medical Access Plan in each year in which such Participant is eligible to participate in such Plan and receive a Medical Benefit Differential
hereunder. If the Executive Medical Access Plan is discontinued, the Medical Benefit Differential will continue in the amount of the last contribution amount determined for a Participant prior to that discontinuance. The Committee may also specify
that a Participant will receive no, or a significantly lower, unvarying Medical Benefit Differential if the Participant may, but declines to, participate in the Executive Medical Access Plan. Regardless of the form in which retirement benefits are
payable under the Plan, the Medical Benefit Differential shall be payable monthly, commencing on the six month anniversary of the Participant’s Payment Date, or on such other periodic basis as the Committee determines at such time as the Board
approves an additional Medical Benefit Differential and provided that such alternative form of payment (x) is in writing and specifies a payment schedule that will satisfy the requirements of Section 409A of the Code and
(y) shall not commence to be paid earlier than the six month anniversary of the Participant’s Separation from Service (or, if earlier, the date of death of the Participant). The amount, if any, related to a Medical Differential that
would have been payable during the six-month period following the Participant’s Payment Date (or, if applicable, following the Participant’s Separation from Service) shall be payable to the Participant in a single lump sum payment on the
six month anniversary of such date or, if earlier, the date of the Participant’s death. The Medical Benefit Differential will terminate when Medical Plan coverage provided to a similarly situated actual Retiree would have terminated.

  

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 ARTICLE III 
 EARLY RETIREMENT BENEFITS 
 3.1 Eligibility. Any salaried officer, senior officer, or
employee of the Company who meets requirements (1) through (5) (or, if applicable, requirements (1) through (6)) set forth below thereby becomes a Participant under the Plan and therefore shall be eligible to accrue Early
Retirement Benefits under this Article III; provided, however, that the accrual of Early Retirement Benefits under this Article and the payment of Early Retirement Benefits under this Plan shall be conditioned upon the Participant’s
signing a Release to the extent required under Section 4.4. By the provisions of Section 3.1(5) below, or by designation pursuant to Section 3.1(4)(c) below, the Board of Directors has determined that the retirement benefits otherwise
available to such individuals under the Retirement Plan, the Supplemental Plan and such other plans or arrangements sponsored by the Company would be inadequate absent the provision of such Early Retirement Benefits. 
 The requirements are as follows: 
  

	(1)	He or she is a participant in the Retirement Plan as of the date of designation of such person as a Participant under Article III of the Plan by the Committee, Compensation
Committee or Board of Directors, as applicable; 

  

	(2)	He or she has reached his or her earliest possible retirement date under the Prudential Traditional Retirement Plan before incurring a Termination of Employment either as a result
of (A) attaining the first of the month coincident with or following age 55 with 10 Years of Vesting Service, or (B) attaining age 50 with 20 Years of Continuous Service and meeting all other requirements set forth in Section 5.02(b)
of the Prudential Traditional Retirement Plan (or any successor provision); 

  

	(3)	He or she has incurred an involuntary Termination of Employment (other than by death, summary dismissal, or termination for cause) or has been requested by the Company to agree to a
Termination of Employment, in each case, while employed at a pay grade under the Prudential Compensation Plan of grade 1 through 6 or an investment professional grade of 56 or 56A, or the equivalents; 

  

	(4)	He or she is designated in a written officer’s certificate or written resolution as eligible to accrue Early Retirement Benefits under Article III of the Plan by one of the
following— 

  

	 	(a)	The Committee, in its sole discretion, in the case of an employee at pay grades 5 or 6 and investment professional grade 56, or their equivalents, or 

  

	 	(b)	The Compensation Committee, in its sole discretion, in the case of an employee at grade 4 or grade 56A or their equivalents, or to the extent required by the by-laws of the Company
(to the extent that such by-laws are more restrictive than the terms of this Plan), or 

  

	 	(c)	The Board of Directors, in its sole discretion in the case of an employee at grades 1 through 3, or their equivalent, or to the extent required by the by-laws of the Company (to the
extent that such by-laws are more restrictive than the terms of this Plan); 

  

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	(5)	Such designation made in Section 3.1(4)(a) and (b) above is subsequently and timely approved by the Board of Directors; and 

  

	(6)	He or she meets the terms of this Plan and any other different or additional term or condition that the Committee (or if applicable, the Compensation Committee or the Board of
Directors) determines, in its sole discretion, should be satisfied as a condition precedent or a condition subsequent to the receipt of Early Retirement Benefits under this Article III; provided, that any different or additional term or
condition is set forth in the written officer’s certificate or resolution designating the employee as eligible to accrue Early Retirement Benefits under the Plan, prior to the date the employee is otherwise designated as eligible to receive any
under this Article III. 

 3.2 Amount. (a) Except as otherwise provided pursuant to paragraph (b) below, the
amount of a Participant’s Early Retirement Benefits shall be an amount equal to the excess, if any, of (i) less (ii) below, subject to (iii) and (iv) below: 
  

	 	(i)	Participant’s accrued retirement benefit under the Prudential Traditional Retirement Plan, and related accrued benefits under Articles II, III and IV of the Supplemental Plan,
multiplied by an adjustment factor of 1.00; 

 LESS 
  

	 	(ii)	Participant’s aggregate (A) accrued early retirement benefits under Article XI of the Prudential Traditional Retirement Plan, and (B) related benefits under Articles
II, III, and IV of the Supplemental Plan, if any; 

  

	 	(iii)	If benefits are payable to the Participant in the Annuity Form: 

 (A) Each benefit above shall be determined as of the Determination Date and based on the Original Payment Form (as defined in the Supplemental Plan); 
 (B) Any benefit resulting from the excess of (i) and (ii) above that is not paid for the lifetime of the Participant
(i.e., a temporary benefit), shall be converted to an Actuarially Equivalent single life annuity; and 
 (C) The
resulting amount provided under this paragraph (a) shall be adjusted through Actuarial Equivalent factors to reflect the Annuity Form that is applicable to the Participant as of his or her Determination Date in accordance with the provisions of
Article V of the Supplemental Plan. 
  

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	 	(iv)	If benefits are payable to the Participant in the form of a lump sum: 

 (A) If the Participant is covered by the Prudential Traditional Retirement Plan, the amount that is Actuarially Equivalent to the form of annuity that would apply to the Participant pursuant to Article V of the
Supplemental Plan at the Determination Date, assuming the Participant had not elected a lump sum payment, plus interest on that amount from the Determination Date at the rate used to determine the lump sum through the applicable Payment Date set
forth in Article V of the Supplemental Plan; and 
 (B) For a Participant with benefits under the Prudential Cash Balance
Plan, zero. 
 (b) The Committee (or if applicable, the Compensation Committee or the Board of Directors), may, in its sole discretion,
specify pursuant to a written officer’s certificate or resolution, as the case may be, that a Participant’s Early Retirement Benefits under this Article III shall be a lesser amount than the amount set forth in Section 3.2
(a) above, provided, that such certificate or resolution must set forth how such lesser amount shall be calculated and further provide that such lesser amount shall be provided to such Participant in lieu of any benefit that may
otherwise be payable under this Section 3.2. 
 3.3 Cash Balance Participant. In the event a Participant is covered under the
Prudential Cash Balance Plan but elects an annuity that includes a Grandfathered Minimum Benefit (calculated under the Prudential Traditional Retirement Plan formula), the Participant’s benefit relating to accruals prior to January 1, 2002
will be treated as a benefit under the Prudential Traditional Retirement Plan for purposes of applying Section 3.2 and the provisions of Article IV hereof. 
 3.4 Coordination with Mid-Career Hire Benefits. For Participants granted eligibility for benefits under Article II of this Plan, the following apply for purposes of this Article III: 
 (a) Vesting Service and Continuous Service under Section 3.1(2) shall be calculated to include all SERP Service. 
 (b) For calculating the amount under Section 3.2, the following subparagraphs will be substituted for subparagraphs (i) and (ii) of that
Section: 
  

	 	(i)	Participant’s hypothetical accrued retirement benefits determined under Section 2.2(a) hereof without reduction for commencement before the Participant’s
Normal Retirement Date; 

 LESS 
  

	 	(ii)	Participant’s hypothetical accrued retirement benefits determined under such Section 2.2(a). 

  

 - 14 - 

 ARTICLE IV 
 PAYMENT OF BENEFITS 
 4.1 Vesting. A benefit described in Article II will become fully
vested and payable in accordance with this Article IV only if, at the time of Termination of Employment with all members of the Controlled Group, the Participant has five years of service with the Controlled Group, or if, prior to such time, and
while the Participant is still employed, the Company incurs a change of ownership (within the meaning of Internal Revenue Code section 280G(b)(2)(A)(i)). Years of service will be years of Vesting Service determined under the portion of the
Retirement Plan benefiting the Participant. Notwithstanding the foregoing, if a Participant has accrued any benefits described in Article II, but is not eligible to receive benefits under the Retirement Plan or the Supplemental Plan, then solely for
purposes of determining the Participant’s right to receive payments under this Plan, such Participant shall be treated as if he or she had completed five years of Vesting Service under the Retirement Plan and the Supplement Plan. A Participant
who becomes entitled to payment of any benefits described in Article III shall be fully vested at the time the Participant meets the criteria to receive such benefits. 
 4.2 Time and Form of Distributions. Subject to the proviso in the last sentence of this Section 4.2, if a Participant has Accrued Benefits described in Articles II and III of the Plan and is 100% vested in
accordance with Section 4.1, the Participant’s Accrued Benefits shall be distributed, at the same time, in the same manner, and subject to the same exceptions, restrictions and adjustments (including when an annuity form other than the
Original Payment Form is payable in respect of a Participant as a result of a change in martial status following the Status Date) as would apply to such benefit if paid pursuant for the Supplemental Plan, regardless of whether such Participant is a
Participant in the Supplemental Plan. Notwithstanding any contrary provision contained herein, a Participant shall not be eligible to receive the benefits described in Article III of the Plan if such benefits are (a) calculated for such
Participant by reference to the benefit formula in the Prudential Cash Balance Plan and (b) payable to the Participant in a lump sum pursuant to the applicable form of payment provisions in the Supplemental Plan. 
 4.3 Applicable Death Benefits. If a Participant has accrued any Benefits described in Article II or Article III of the Plan, the provisions of
Article VI of the Supplemental Plan shall govern the time and form of payment of benefits hereunder, including the payment of benefits to the Participant’s Beneficiary, if applicable, regardless of whether such Participant is a Participant in
the Supplemental Plan. 
 4.4 Release. Except in the case of any Accrued Benefits that will commence to be paid on account of the
death of the Participant, any Accrued Benefits accrued under this Plan shall be null and void and not be payable if the Participant shall fail to execute a Release within sixty (60) days following his Termination of Employment or shall revoke
any such Release during the period permitted at law for revocation of such Release. Subject to applicable law, any breach by a Participant of a Release shall give the Company the right to forfeit any and all future payments to the Participant under
the Plan, and to recover any benefits previously paid, as well as the right to reimbursement by the Participant of any attorney fees and costs expended by the Company in enforcing such right of return. 
  

 - 15 - 

 4.5 Pension Make-Up Payments. 
 (a) In the event a Participant continues to provide services to the Company and continues to participate in the Plan after the Mandatory Payment Date,
for each calendar year ending after the Mandatory Payment Date, the amount of any additional accrual of benefits (excluding the value of any Accrued Benefits previously paid, or accounted for, to date and adjusted for interest in accordance with the
Prudential Cash Balance Plan) arising in respect of the Participant’s services in such year and any increase in the eligible compensation arising from the compensation payable for such year shall be determined by the Company as of the
January 1 of the following year and such incremental Accrued Benefits shall be paid or commence to be paid to the Participant within ninety (90) days after that date in the form of payment established for that portion of Accrued Benefits
under the Plan attributable to service prior to the Mandatory Payment Date; provided, however, if the form of payment established for such other Accrued Benefits is the form described in Section 5.05(a) of the Supplemental Plan with a fifteen
(15) year period certain (the “Original Period Certain”), the amount of any additional accrual of Benefits under this Section shall be paid in the form of a single life annuity with a period certain that shall end on the same date as
the Original Period Certain. For the avoidance of doubt, in no event shall the amount of any Accrued Benefits under the Plan, determined as of any prior date, be reduced as a result of any subsequent determination under this Section. 
 (b) Death of Participant. In the event a Participant entitled to receive a benefit under Section 4.5(a) above dies prior to the commencement
of the additional benefits that have accrued for him or her under such Section, such Accrued Benefits shall be paid to the Beneficiary of such Participant as follows: (i) in a lump sum payment, if this form of payment applied to the Participant
on the Mandatory Payment Date or (ii) in the survivor form of annuity payment associated with the Annuity Form that applied to the Participant on the Mandatory Payment Date assuming, in the case of the Annuity Form, that the benefit had
commenced to be paid to the Participant immediately prior to his or her death, and the Participant dies immediately thereafter. The Accrued Benefits payable under this Section 4.5(b) shall be paid or commence to be paid to the Beneficiary
within ninety (90) days after the Participant’s death. 
 4.6 Right to Adjust. The Committee shall have the right to adjust
benefits payable under this Plan to correct errors. 
  

 - 16 - 

 ARTICLE V 
 ADMINISTRATION OF THE PLAN 
 5.1 Administration of the Plan. The Compensation Committee
shall appoint a Committee to administer the Plan, which shall be comprised of at least three duly authorized officers of the Company. The Committee shall maintain such procedures and records as will enable the Committee (or the Compensation
Committee or the Board of Directors, as the case may be) to determine the Participants and their Beneficiaries who are entitled to receive benefits under the Plan and the amounts thereof. 
 5.2 General Powers of Administration. 
 (a) The Committee shall have the exclusive right, power, and authority to interpret, in its sole discretion, any and all of the provisions of the Plan; and to consider and decide conclusively any questions (whether of fact or otherwise)
arising in connection with the administration of the Plan or any claim for benefits arising under the Plan; provided, however, that such right, power and authority shall be exercised by the Compensation Committee or the Board of Directors to
the extent otherwise required by the Plan or the Company’s by-laws (to the extent that such by-laws are more restrictive than the terms of this Plan). Any decision or action of the Committee (or the Compensation Committee or the Board of
Directors, as the case may be) shall be conclusive and binding on the Company and the Participants. 
 (b) Provisions set forth in the
Retirement Plan with respect to claims and appeals procedures, and immunities of the Administrative Committee (as defined in the Retirement Plan), shall also be applicable with respect to the Plan and the Committee, except that all claim and appeals
decisions shall be made by the Committee or, as provided in subsection (a) for general powers of administration, by the Compensation Committee or the Board of Directors. 
 5.3 Indemnification. To the extent not covered by insurance, the Company shall indemnify the Committee, each employee, officer, director, and
agent of the Company, and all persons formerly serving in such capacities, against any and all liabilities or expenses, including all legal fees relating thereto, arising in connection with the exercise of their duties and responsibilities with
respect to the Plan, provided however that the Company shall not indemnify any person for liabilities or expenses due to that person’s own gross negligence or willful misconduct. 
  

 - 17 - 

 ARTICLE VI 
 AMENDMENT AND TERMINATION 
 6.1 Amendment or Termination of the Plan. The Company
reserves the right to amend or terminate the Plan in any respect and at any time; provided, however, that the following conditions with respect to such amendment or termination must be satisfied for such amendment or termination to be binding
and in effect: 
  

	(1)	Such amendment or termination must be made pursuant to a written resolution of the Committee (or the Compensation Committee or the Board of Directors to the extent otherwise
required by the Plan or the Company’s by-laws (to the extent that such by-laws are more restrictive than the terms of this Plan)); 

  

	(2)	Such amendment or termination resolution may not adversely affect the rights of any Participant or Beneficiary to receive benefits earned and accrued under the Plan prior to such
amendment or termination, nor may the terms of any such amendment or termination be interpreted to provide that any benefits payable hereunder that are subject to a Release or other term or condition shall not continue to be subject to the terms of
such Release, term or condition unless the terms of such amendment or termination resolution so specify; 

  

	(3)	Any such amendment resolution that would (A) remove any of the eligibility criteria for Mid-career Hire Benefits (as set forth in Section 2.1 of the Plan) or Early
Retirement Benefits (as set forth in Section 3.1 of the Plan), or (B) alter the formulae used, and thereby increase the amount of, Mid-career Hire Benefits (as set forth in Section 2.2 and 2.3 of the Plan) or Early Retirement Benefits
(as set forth in Section 3.2(a) of the Plan), must be submitted to the Compensation Committee (and thereafter submitted to the Board of Directors) and the New Jersey Department of Banking and Insurance for approval (and must receive such
approvals) before such amendment becomes effective. 

  

	(4)	In no event may any such amendment or termination accelerate the time of, or the modify form of, payment with respect to any Participant under the Plan, except to the extent that
such acceleration or modification shall be expressly permitted under Section 409A of the Code and the regulations promulgated thereunder. 

  

 - 18 - 

 ARTICLE VII 
 GENERAL PROVISIONS 
 7.1 Participant’s Rights Unsecured and Unfunded. The Plan at
all times shall be entirely unfunded. No assets of the Company shall be required to be segregated or earmarked to represent the liability for accrued benefits under the Plan. The right of a Participant (or his or her Beneficiary) to receive a
payment hereunder shall be an unsecured claim against the general assets of the Company. All payments under the Plan shall be made from the general funds of the Company, unless satisfied by other means. 
 7.2 No Guarantee of Benefits. Nothing contained in the Plan shall constitute a guaranty by any member of the Controlled Group or any other person
or entity that the assets of the Company will be sufficient to pay any benefit hereunder. 
 7.3 No Enlargement of Employee Rights.
Participation in the Plan shall not be construed to give any Participant the right to be retained in the service of any member of the Controlled Group. 
 7.4 Non-Alienation Provision. No interest of any person or entity in, or right to receive a benefit or distribution under, the Plan shall be subject in any manner to sale, transfer, assignment, pledge,
attachment, garnishment, or other alienation or encumbrance of any kind; nor may such interest or right to receive a distribution be taken, either voluntarily or involuntarily for the satisfaction of the debts of, or other obligations or claims
against, such person or entity, including claims for alimony, support, separate maintenance and claims in bankruptcy proceedings. 
 7.5
Applicable Law. The Plan shall be construed and administered under the laws of the State of New Jersey, except conflict of laws provisions or to the extent that such laws are preempted by ERISA. 
 7.6 Taxes. To the extent required by law, amounts accrued under the Plan shall be subject to Federal social security and unemployment taxes during
the year the services giving rise to such amounts were performed (or, if later, when the amounts are both determinable and not subject to a substantial risk of forfeiture). Notwithstanding anything herein to the contrary, the Company shall withhold
from any payments made pursuant to the Plan or any other compensation that may be payable to or in respect of the Participant, such amounts as may be required by Federal, state or local law, or may alternatively require that the Participant pay any
taxes owed under the Federal Insurance Contributions Act (“FICA”) in respect of the Accrued Benefits through personal check or payroll deduction. In addition, the Company may determine to accelerate and pay a portion of the benefits
accrued hereunder as and when any FICA tax is due in respect of such benefits, including on the date that such benefits are treated as reasonably ascertainable within the meaning of, and in accordance with such procedures as shall be permitted
under, IRS regulations under Code section 3121(v)(2). Such accelerated distribution shall equal the amount of such FICA tax and the income tax withholding required in respect of the amount distributable to satisfy such FICA tax liability
(collectively, the “FICA Liability Distribution”). To the extent that any FICA Liability Distribution is made, it shall not affect the 

  

 - 19 - 

 
determination of the amount of benefits otherwise payable under the Plan; provided, however, that to the extent that any FICA Liability Distribution is made,
the amount of the Accrued Benefits distributable shall be, adjusted in the manner set forth in the following sentence, in order to reflect the dollar amount of the FICA Liability Distribution that has been accelerated and paid from such Accrued
Benefits in the manner permitted by Section 1.409A-3(j)(4)(vi) of the Treasury Regulations. If the Accrued Benefits are payable hereunder in the Annuity Form, an amount equal to the FICA Liability Distribution will be debited from the amount
payable to the Participant (or, if applicable, the Participant’s Beneficiary) beginning on the Participant’s Payment Date (or at any earlier time of payment due to the Participant’s death) and, to the extent the FICA Liability
Distribution exceeds the amount then due to the Participant, ending on the date that the aggregate amount of payments that would have been paid to the Participant (or, if applicable, the Participant’s Beneficiary) hereunder, without regard to
the FICA Liability Distribution, equal or exceed the amount of such FICA Liability Distribution. If the Accrued Benefits are payable hereunder in a lump sum payment, the amount payable to the Participant (or, if applicable, the Participant’s
Beneficiary) on the Participant’s Payment Date (or at any earlier time of payment due to the Participant’s death) shall be made net of the amount of the FICA Liability Distribution. The Company shall report Plan payments and other Plan
related information to the appropriate governmental agencies as required under applicable laws. 
 7.7 Excess Payments. If the
compensation, years of service, age, or any other relevant fact relating to any person is found to have been misstated, the Plan benefit payable by the Company to a Participant or Beneficiary shall be the Plan benefit that would have been provided
on the basis of the correct information. Any excess payments due to such misstatement, or due to any other mistake of fact or law, shall be refunded to the Company. 
 7.8 No Impact on Other Benefits. Amounts accrued under the Plan shall not be included in a Participant’s compensation for purposes of calculating benefits under any other plan, program or arrangement
sponsored by the any member of the Controlled Group. 
 7.9 Data. Each Participant or Beneficiary shall furnish the Committee with all
proofs of dates of birth and death and proofs of continued existence necessary for the administration of the Plan, and the Company shall not be liable for the fulfillment of any Plan benefits in any way dependent upon such information unless and
until the same shall have been received by the Committee in form satisfactory to it. 
 7.10 Incapacity of Recipient. 
 (a) Subject to the provisions of Section 7.10(b) below, if a Participant or other Beneficiary entitled to a distribution under the Plan is living
under guardianship or conservatorship, distributions payable under the terms of the Plan to such Participant or Beneficiary shall be paid to his or her appointed guardian or conservator and such payment shall be a complete discharge of any liability
of the Company under the Plan. 
  

 - 20 - 

 (b) Notwithstanding the provisions of Section 7.10(a) above, if a Participant or other Beneficiary
entitled to a distribution under the Plan is, in the opinion of the Committee, at any time physically or mentally incapable of personally receiving and giving a valid receipt for any payment under the Plan, the Committee may, unless and until a
claim shall have been made by a duly qualified guardian or conservator of such person, direct payment thereof to any person or institution then, in the opinion of the Committee, contributing toward or providing for the care or maintenance of such
person and such payment shall completely discharge all liability of the Committee with respect to the amount so paid. 
 7.11 Usage of
Terms and Headings. Words in the masculine gender shall include the feminine and the singular shall include the plural, and vice versa, unless qualified by the context. Any headings are included for ease of reference only, and are not to be
construed to alter the terms of the Plan. 
 IN WITNESS WHEREOF, The Prudential Insurance Company of America, by action of the undersigned
duly authorized officer, has caused this restatement of the Prudential Insurance Supplemental Executive Retirement Plan to be executed on December 30, 2008, effective January 1, 2009. 

					
			
	December 30, 2008	 		 	/s/ Haroon Saeed
	Date	 		 	Haroon Saeed
		 		 	Vice President, Compensation

  

 - 21 -Prudential Financial, Inc. Compensation Plan

 Exhibit 10.41 
 PRUDENTIAL FINANCIAL, INC. 
 COMPENSATION PLAN 
 (Amended and Restated Effective as of November 11, 2008) 
 ARTICLE 1 
 PURPOSE 
 The purpose of the “Prudential Financial, Inc. Compensation Plan” (the “Plan”) is to foster and promote the long-term financial success of Prudential Financial, Inc. (the “Company”) and
its Affiliates and materially increase shareholder value by providing market-sensitive programs (e.g., base salary and annual incentive compensation) to Eligible Employees of the Company and its Affiliates that attract and reward highly
qualified employees; align with critical business goals and objectives; link to the performance results relevant to the business segment and the Company; retain top performers; pay for results and differentiate levels of performance; and foster
contributions that promote Company success. 
 Effective as of March 11, 2003 (the “Effective Date”), the Plan is hereby
adopted. 
 ARTICLE 2 
 DEFINITIONS 
 2.01 Definitions. Whenever used herein, the following terms shall have the respective
meanings set forth below: 
 Administrative Guidelines. “Administrative Guidelines” means the guidelines and
information for exercising duties and responsibilities under this Plan as approved by the Senior Vice President, as described in Section 5.01. 
 Affiliate. “Affiliate” means any corporation or partnership in which the Company owns, directly or indirectly, more than 50% of the total combined voting power of all classes of stock of such
corporation or of the capital interest or profits interest of such partnership, but excluding any such entity that is excluded from participation in the Plan by the Senior Vice President in his or her sole discretion. “Affiliate” also
means any corporation or partnership in which the Company owns, directly or indirectly, 50% or less of the total combined voting power of all classes of stock of such corporation or of the capital interest or profits interest of such partnership,
provided that any such entity is included in the Plan by the Senior Vice President in his or her sole discretion. 
 Annual
Incentive Award. “Annual Incentive Award” shall have the meaning set forth in Section 4.03(b)(2). 
 Base Pay. “Base Pay” shall have the meaning set forth in Section4.03(b)(1). 
 Board.
“Board” means the Board of Directors of the Company. 
 Code. “Code” means the Internal Revenue
Code of 1986, as amended. 

 Committee. Generally, the term “Committee” means the Compensation
Committee of the Board or such other committee of the Board as the Board shall designate from time to time. For purposes of any Base Pay or Annual Incentive Award decisions related to Covered Employees under this Plan or the Omnibus Incentive Plan,
the Committee shall consist of two or more members of the Board, each of whom shall be a “Non Employee Director” within the meaning of Rule 16b-3, as promulgated under the Securities Exchange Act of 1934 (as amended), an “outside
director” within the meaning of section 162(m) of the Code, and an “independent director” under Section 303A of the New York Stock Exchange’s Listed Company Manual, or any successors thereto. 
 Company. “Company” means Prudential Financial, Inc., a New Jersey corporation, and any successor thereto. Prior to
December 18, 2001, “Company” means The Prudential Insurance Company of America. 
 Covered Employee.
“Covered Employee” means any Eligible Employee of the Company or its Affiliates who is deemed to be a “covered employee” for purposes of Code section 162(m). 
 Effective Date. “Effective Date” generally means March 11, 2003, or as designated by the Senior Vice President for
particular Eligible Employees or categories of Eligible Employee. 
 Eligible Employee. “Eligible Employee”
means any U.S.-based regular full-time and regular part-time (but not temporary) employee of the Company or any Affiliate as follows: 
  

	 	(a)	Home Office Employees. 

  

	 	(b)	Field Service Staff Employees. 

 “Eligible Employee” in no event, however, shall include any of the following: 
 (1) Prudential Representatives.

 (2) Prudential Field Management-Prudential Insurance and Financial Services Employees. 
 (3) Prudential Field Management-Prudential Preferred Financial Services Employees. 
 (4) Senior Life Representatives. 
 (5) Special
Agents, other than Special Agents whose regular compensation is paid in foreign currency. 
 (6) Employees who are classified by Prudential as
Canadian or International employees. 
 (7) Retired employees. 
 (8) Temporary employees and Full-Time employees hired on a temporary basis, including any employee who performs services for the Employer through a temporary employment agency. 
 (9) Persons employed on a casual or occasional basis. 
 (10) Persons retained on a monthly fee or per diem basis. 
 (11) Persons working under the direction of real estate management firms
or other contractors. 
 (12) Employees covered under a collective bargaining agreement, unless the collective bargaining agreement provides
for coverage hereunder. 
  

 Page 2 of 8 

 (13) Any person (other than an individual considered an employee under Code section 3121(d)(3)(B) and
specifically defined herein as an Eligible Employee) who performs services for the Employer but is not treated by the Employer at the time of the performance of services as an employee for federal tax purposes (regardless of any subsequent
recharacterization), including, without limitation: 
 (A) Premiere Retired Representatives, Agents Emeritus, or Retired Representatives;

 (B) Individuals who perform services for the Employer through for which they are compensated through an employee leasing company,
temporary employment agency or other third party agency such as, but not limited to, Spherion and Adecco; 
 (C) Any former employee;

 (D) Any individual who would otherwise be considered an employee solely by being part of an affiliated service group, leasing arrangement
or other arrangement under Code Sections 414(m), (n) or (o); 
 (E) An independent contractor. 
 (14) Or investment professionals. 
 Job Grade. “Job Grade” means the various grades assigned to Eligible Employees under Section 4.02. 
 Manager. “Manager” means the officer of the Company or its Affiliate who is responsible for supervising, directing and evaluating the work of an Eligible Employee. In the case of Job Grades 1 through 4 who are at least the
rank of Senior Vice President (including, but not limited to, Covered Employees), the Committee shall be considered the Manager. 
 Omnibus Incentive Plan. “Omnibus Incentive Plan” means the Prudential Financial, Inc. Omnibus Incentive Plan, as adopted by the Board on March 11, 2003 (and as amended in the future). 
 Participant. “Participant” shall have the meaning set forth in ARTICLE 3 of the Plan. 
 Plan Year. “Plan Year” means a period that ends on the last Friday in each December that is also a payday, and begins on
the following Monday. 
 Senior Vice President or SVP. “Senior Vice President” or “SVP” means the
most senior Vice President responsible for corporate Human Resources (or the successor to his or her duties relating to corporate Human Resources) or his or her delegate if so provided pursuant to his or her written delegation or written direction.

  

 Page 3 of 8 

 2.02 Gender and Number. Except when otherwise indicated by the context, words in the masculine
gender used in the Plan shall include the feminine gender, the singular shall include the plural, and the plural shall include the singular. 
 ARTICLE 3 
 ELIGIBILITY AND PARTICIPATION 
 Unless otherwise specifically designated by the Senior Vice President or the Committee, all Eligible Employees of the Company and any Affiliate are
Participants. 
 ARTICLE 4 
 JOB GRADES; POWERS OF THE SENIOR VICE PRESIDENT 
 4.01 Power to Determine Base Pay, Changes in Base Pay and Annual Incentive
Awards. Subject to the terms of the Plan (including, but not limited to Sections 5.01 and 5.02) and Article IX of the Omnibus Incentive Plan (with respect to Annual Incentive Awards for Eligible Employees who are Covered Employees), the
Senior Vice President shall have the authority to determine, in his or her sole discretion, each Eligible Employee’s Base Pay (including any changes in such Base Pay) as provided in Section 4.03(b)(1) of the Plan, and each Eligible
Employee’s Annual Incentive Awards as provided in Section 4.03(b)(2) of the Plan. 
 4.02 Job Grades; Pay Rates; Administrative
Guidelines. The Senior Vice President shall have the authority to develop Job Grades and Administrative Guidelines (as further referenced in Section 5.01) for the application of the principles of this Plan and the Senior Vice
President’s authority. 
 (a) Initially, there will be 18 Job Grades, with the Chief Executive Officer of the Company designated as Job
Grade 1. Each Participant will be assigned a Job Grade, as described in Sections 4.02 and 4.03. 
 (b) Managers and other appropriate
officers of the Company or any Affiliate may make recommendations as to or, if authorized by the Senior Vice President, set the Base Pay (including any changes in Base Pay) and the Annual Incentive Award of any Eligible Employee. The Senior Vice
President may accept or reject any recommendation or setting of Base Pay or an Annual Incentive Award in his or her sole discretion. The Senior Vice President, in his or her sole discretion, shall determine the terms and conditions of each change in
Base Pay and each Annual Incentive Award at the time of grant. The Senior Vice President may establish different terms and conditions for the Base Pay and/or Annual Incentive Award of different Participants, whether or not granted at different
times. 
 4.03 Determining Pay and Changes in Pay. 
 (a) Job Grades, and Setting the Minimum and Maximum Pay. Subject to the approval of the Senior Vice President, the Company’s Corporate Compensation Department will assign minimum and maximum reference
levels of Base Pay, Annual Incentive Award, and total pay to each Job Grade. The reference levels should generally reflect pay patterns in the market based on independent market surveys or surveys by the Company’s Corporate Compensation
Department, applying techniques and standards that are generally acceptable in the industry. Initially and on a periodic basis, the Company’s Corporate Compensation Department will collect and analyze additional market data to determine if any
change to the 

  

 Page 4 of 8 

 
structure or placement of jobs within the structure is necessary or appropriate to maintain market competitiveness. If necessary or appropriate, structural
compensation changes (e.g., increases to Base Pay or Annual Incentive Award minimums and/or maximums) will be made by the Senior Vice President in his or her sole discretion. 
 (b) Pay. Each Manager will recommend or set each Participant’s Base Pay and Annual Incentive Award each year based on the reference levels
and the Participant’s job performance, as described below. Except as determined by the Senior Vice President in his or her sole discretion, no Eligible Employee in a Job Grade shall be paid outside the minimum or maximum for any type of pay or
for total pay for that Job Grade. 
 (1) Base Pay. Generally, Base Pay is initially set based on the experience, pay
history, and past performance of the Participant and based on market data for the applicable job. Increases generally are to be based on market data for the applicable job, the individual performance of the Eligible Employee, the relative
performance of the Participant to that of other similarly situated Eligible Employees, Company and/or business unit performance, and budgetary restrictions. A Participant must be employed by the Company or the Affiliate and meet all other
eligibility requirements as a Participant, at the time Base Pay increases are effective, to be eligible to receive a Base Pay increase. 
 (2) Annual Incentive Awards. Generally, Annual Incentive Awards are made within the sole discretion of the Company based on, among other things, (i) Company and/or business unit performance for the
applicable Plan Year, which determines the available dollar amounts; (ii) the individual performance of the Participant during the applicable Plan Year; and individual performance relative to other similarly situated Eligible Employees. A
Participant must be employed by the Company or the Affiliate and meet all other eligibility requirements as a Participant, on the date the Annual Incentive Award is due to be paid to be eligible to receive the award. There is no accrual or other
creation of a right to payment prior to the due date of payment even if the amount of an award is determined with reference to performance over the prior Plan Year or some other period, except as permitted by Section 5.05. 
 (3) Total Cash Consideration. Generally, the ultimate goal is to review compensation on a total pay basis. Total pay for a
particular Plan Year will include the following: (a) the Eligible Employee’s Base Pay prior to his or her Base Pay increase (typically granted in March of the Plan Year), if any; (b) the amount of any Base Pay increase (typically
granted in March of the Plan Year); and (c) any Annual Incentive Award paid for the previous Plan Year’s performance (typically paid in February). Managers shall have a reasonable amount of flexibility in the amount of Base Pay increase
and Annual Incentive Award that may be used to achieve the total pay amount that the Manager, subject to review by the Senior Vice President (or the Committee, with respect to Covered Employees), determines best meets the combination of market
factors and performance for a Participant. 
  

 Page 5 of 8 

 ARTICLE 5 
 ADMINISTRATION 
 5.01 Rules, Interpretations and Determinations. The Plan shall be administered
by the Company through decisions made and actions taken by its appropriate officers, including, but not limited to, the Senior Vice President, the Vice President of Total Compensation and/or the Vice President of Corporate Compensation. The Senior
Vice President may exercise any authority granted under this plan either directly or in the form of Administrative Guidelines approved by the Senior Vice President. The Senior Vice President shall have full authority to interpret and administer the
Plan, to establish, amend, and rescind rules, regulations, and guidelines relating to the Plan, and to provide for conditions deemed necessary or advisable for the administration and interpretation of the Plan to carry out their provisions and
purposes. This authority shall include, but not be limited to, adopting special rules or adjustments to Base Pay or Annual Incentive Awards for certain categories of employees or in coordination with any and all other benefit and compensation plans
of the Company or any Affiliate to assure compliance with all applicable laws (such as the federal securities laws) or to obtain optimal tax deductibility under the Code (including, but not limited to, Code section 162(m)). All such determinations,
interpretations, or other actions made or taken by the Senior Vice President shall be made in his or her sole discretion and shall be final, binding, and conclusive for all purposes and upon all persons. 
 5.02 Authority for Senior Executives and Covered Employees. Notwithstanding anything in this document to the contrary, in the case of Job Grades 1
through 4 who are at least the rank of Senior Vice President, and whenever authority or discretion must be exercised by the Committee for Covered Employees under the Code, the Committee reserves to itself the authority and discretion granted in this
Plan to the Senior Vice President. If this reserved authority does not extend to the SVP, the Chief Executive Officer (CEO) of the Company shall have the authority granted herein to the SVP with respect to the SVP. The Committee and the CEO will
coordinate with the SVP and other officers to maintain reasonable consistency in the treatment of Eligible Employees except where the Committee, CEO, or SVP, as appropriate, specifically determines that the facts and circumstances warrant otherwise.
In addition, the Base Pay and Annual Incentive Award of any Participant in Job Grades 1 through 4 who is employed by an insurance Affiliate shall be approved or ratified by the Board of Directors of the Company or the appropriate Affiliate, to the
extent required by law. 
 5.03 Agents. The Senior Vice President or the Committee may appoint agents (who may be officers or employees
of the Company) to assist in the administration of the Plan and may grant authority to such persons to execute agreements or other documents on its behalf. 
 5.04 Delegation of Authority. Notwithstanding anything else contained in the Plan to the contrary herein, the Senior Vice President or the Committee may, if otherwise appropriate, delegate to any employee of the Company
or any group of employees of the Company or its Affiliates any portion of their authority and powers under the Plan with respect to Participants. Such delegation shall be subject to such terms or conditions or guidelines as the delegating party
shall determine and may be for a limited time or task or for an indefinite period subject only to the delegating party’s revocation of the delegation. 
  

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 5.05 Newly Eligible or Separated Participants. The Senior Vice President shall be entitled to make such
rules, determinations and adjustments, as he or she deems appropriate and consistent with the purposes of this Plan, with respect to any Participant who becomes eligible to participate in the Plan after the commencement of a Plan Year or,
notwithstanding Section 4.023 (concerning employment on payment due dates), separates from service involuntarily, other than for cause (such as upon a qualifying severance event under a severance plan of the Company or an Affiliate, or
occurrence of total disability), or upon an approved retirement. Notwithstanding the foregoing, with regard to any Covered Employee, any entitlement to receive a payment upon a separation from service other than on account of death or disability or
an involuntary separation from service following the occurrence of a change in control in respect of amounts intended to be other performance based compensation, within the meaning of Section 162(m) of the Internal Revenue Code, and related to
any performance period commencing on or after January 1, 2009, shall be contingent upon achievement, in whole or in part, of the applicable performance goals. 
 ARTICLE 6 
 AMENDMENT, MODIFICATION, SUSPENSION OR TERMINATION OF PLAN 
 The Committee may in its sole discretion, at any time and from time to time, amend, modify, suspend, or terminate this Plan, in whole or in part, without
notice to or the consent of any Participant or employee. 
 ARTICLE 7 
 MISCELLANEOUS PROVISIONS 
 7.01 Transferability of Amounts Payable under the Plan.
No amounts payable under the Plan may be transferred, pledged, assigned, or otherwise alienated or hypothecated, other than by will or by the laws of descent and distribution or as required by law concerning the garnishment or levy of wages.

 7.02 Deferral of Payment. The Senior Vice President may permit a Participant to elect, upon such terms and conditions as the Senior Vice
President (or the Company, with respect to any deferred compensation plan) may establish, to defer receipt of Annual Incentive Award payments under the Plan. 
 7.03 No Guarantee of Employment or Participation. Neither the existence of the Plan nor anything in this Plan shall be deemed to constitute a contract of employment between the Company or any affiliate and any Eligible
Employee or Participant, nor shall it constitute or create a right to remain in the employ of the Company or any affiliate for any particular period of time. Employment with the Company and its affiliates is employment at will, and either the
employee or the employer may terminate the employment relationship at any time, with or without cause of notice. Except to the extent expressly selected by the Senior Vice President to be a Participant, no person (whether or not an Eligible Employee
or a Participant) shall at any time have a right to be selected for (or additional) participation in the Plan, despite having previously participated in an incentive or bonus plan of the Company or an affiliate. 
 7.04 Tax Withholding. The Company, the Affiliate or an affiliate shall have the right and power to deduct from all payments or distributions hereunder, or
require a Participant to remit to the Company promptly upon notification of the amount due, an amount to satisfy any federal, state, local or foreign taxes or other obligations required by law to be withheld with respect thereto. The Company may
defer payments until such requirements are satisfied. 
  

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 7.05 No Limitation on Compensation; Scope of Liabilities. Nothing in the Plan shall be construed to limit
the right of the Company to establish other plans if and to the extent permitted by applicable law. The liability of the Company, any Affiliate or any affiliate under this Plan is limited to the obligations expressly set forth in the Plan, and no
term or provision of this Plan may be construed to impose any further or additional duties, obligations, or costs on the Company, any Affiliate or any affiliate thereof or the Committee or the Senior Vice President not expressly set forth in the
Plan. 
 7.06 Term of Plan. The Plan shall be effective upon the Effective Date. The Plan shall continue in effect, unless sooner terminated
pursuant to ARTICLE 6. 
 7.07 Governing Law. The Plan shall be construed and administered in accordance with and governed by the laws of the
State of New Jersey, without regard to principles of conflict of laws. 
 7.08 Impact on Benefits. Amounts paid under the Plan shall not be
included in an Eligible Employee’s compensation for purposes of calculating benefits under any other benefit or compensation plan, program or arrangement sponsored by the Company or a Affiliate or any other affiliate, unless such plan, program
or arrangement expressly provides that amounts paid under the Plan shall be included. 
 7.09 No Constraint on Corporate Action. Nothing
contained in the Plan shall be construed to prevent the Company, any Affiliate or any affiliate, from taking any corporate action (including, but not limited to, the Company’s right or power to make adjustments, reclassifications,
reorganizations or changes of its capital or business structure, or to merge or consolidate, or dissolve, liquidate, sell, or transfer all or any part of its business or assets) which is deemed by it to be appropriate, or in its best interest,
whether or not such action would have an adverse effect on this Plan, or any amounts payable under this Plan. No employee, beneficiary or other person, shall have any claim against the Company, any Affiliate or any affiliate, as a result of any such
action. 
 7.10 Eligible Employee’s Rights Unsecured and Unfunded. The Plan at all times shall be entirely unfunded. No assets of the
Company or any Affiliate shall be segregated or earmarked to represent the liability for payments under the Plan. The right of an Eligible Employee to receive a payment hereunder shall be an unsecured claim against the general assets of the Company
or the Affiliate that was the employer of such Eligible Employee. All payments under the Plan shall be made from the general assets of the Company or the Affiliate that was the most recent employer of the Eligible Employee. 
 7.11 No Guarantee of Benefits. Nothing contained in the Plan shall constitute a guarantee by the Company or an Affiliate or any other person or entity that
the assets of the Company or any Affiliate will be sufficient to pay any amount hereunder. 
 7.12 Plan Not Subject to ERISA. In accordance
with the underlying federal regulations, this Plan is a compensation program that is not subject to the provisions of the Employee Retirement Income Security Act of 1974, as amended (“ERISA”). 
 7.13 Captions. The headings and captions appearing herein are inserted only as a matter of convenience. They do not define, limit, construe, or describe
the scope or intent of the provisions of the Plan. 
  

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