Document:

Executive Severance Plan

 Exhibit 10-AAcc 
  
 TECH DATA CORPORATION 
 EXECUTIVE SEVERANCE PLAN 
 (As Amended and Restated Effective March 31, 2005) 
  

	I.	PLAN PURPOSE. 

  
 Tech Data Corporation (the “Company”) hereby amends and restates in its entirety the Executive Severance Plan (originally adopted effective August 1, 2000 as the “Senior Management Severance Plan”)
(referred to in this document as the “Plan”). This restatement is effective March 31, 2005. The purpose of the Plan is to provide severance benefits to eligible employees solely in the event of a Company-initiated separation for reasons
other than gross misconduct. 
  

	II.	PLAN INTERPRETATION. 

  
 The Plan is intended to be a “top hat” welfare benefit plan, that is, an unfunded plan maintained by the Company to provide welfare benefits to a select group of management or highly compensated employees,
as that term is defined in Title I of the Employee Retirement Income Security Act of 1974 (“ERISA”), and the Plan will be interpreted and administered consistent with the top hat provisions of Title I of ERISA. 
  

	III.	ELIGIBILITY AND PARTICIPATION IN THE PLAN. 

  
 An employee will be eligible to participate in the Plan if he or she satisfies all of the following requirements: 
  

	 	1.	The employee works for either (i) the Company, or (ii) any one of the Company’s U.S. based subsidiaries or affiliates that have adopted this Plan with the permission of the
Plan Administrator (as defined in Article V below). The list of subsidiaries and affiliates that have adopted this Plan is set forth in Attachment A to this Plan that may be updated from time to time. The Company and each of the participating
subsidiaries and affiliates are referred to in this Plan as the “Employer.” 

  

	 	2.	The employee holds a position with the Employer with a title of Director or above. 

  

	 	3.	The employee is a member of a “select group of management or highly compensated employees,” within the meaning of Title I of ERISA, as determined by the Plan
Administrator. 

  
 Eligible employees will commence participation in
the Plan as of the date stated in the written notification (the “Termination Notice”) that the Employer provides to the employee. The Termination Notice will document the Employer’s intent to initiate the termination of the employee
based on factors other than the employee’s gross misconduct. Notwithstanding anything to the contrary herein, however, an employee’s eligibility for and the amount of any benefits payable under the Plan shall be superseded by the terms of
any written agreement between the Employer and the employee that specifically refers to the Plan. 
  

	IV.	PLAN SPECIFICS. 

  
 Employees who have been provided with the Termination Notice as specified in Article III above (hereafter referred to as “Participants”), and who are terminated from employment with the Employer as provided
in the Termination Notice, will receive benefits in accordance with the following: 
  

	 	1.	Severance Payments. 

  
 (a) Eligibility. To be eligible to receive severance payments (“Severance Payments”) under this Plan, a Participant must first sign a
Separation Agreement and General Release that will be provided to the Participant prior to the Participant’s date of termination of employment with Employer (the “Termination Date”). 

 (b) Period of Severance Payments. An eligible Participant will receive Severance Payments for a
specified number of months following the Participant’s Termination Date. The number of months of Severance Payments for any Participant will be based on (i) the Participant’s job title with the Employer, and (ii) the Participant’s
aggregate number of Years of Service (as defined below) with the Employer, as set forth in the following table: 
  

									
	 Number of Months of Severance Benefits
  

	 Tier

	  	 Title of Participant*

	  	Years of Service

	 	  	 	  	< 2

	  	2-5

	  	> 5

	 0
	  	Chief Executive Officer	  	18	  	21	  	24
	 1
	  	President, Worldwide Operations, or Executive Vice President and Chief Financial Officer	  	18	  	21	  	24
	 2
	  	Executive Vice President, Chief Information Officer, or President, Americas	  	15	  	18	  	21
	 3
	  	Corporate Vice President or Senior Vice President	  	9	  	12	  	15
	 4
	  	Vice President	  	6	  	9	  	12
	 5
	  	Director	  	3	  	6	  	9

	*	Titles are representative and may change from time to time. The tier will be determinative as to the severance period. 

  
 Severance Payments will be paid for the period (the “Benefits Period”) commencing
on the Termination Date and ending on the date which falls on the same day as the Termination Date in the calendar month that is the specified number of months after the month containing the Termination Date. For example, a Tier 4 Participant with 3
Years of Service will be entitled to 9 months of Severance Payments, and if this Participant’s Termination Date is February 23 in a particular calendar year, Severance Payments will be made for the period beginning on February 23 and ending on
November 23 in the same calendar year. 
  
 For purposes of determining a
Participant’s Severance Payments, the term “Years of Service” shall mean the following: 
  

	 	(1)	A Participant’s Years of Service will be the whole number of years of the Participant’s continuous employment with the Employer, measured from the Participant’s
original date of hire with the Employer, with a Year of Service being credited on each succeeding anniversary of the Participant’s date of hire. Partial years are not credited. 

	 	(2)	In the event a Participant terminates employment with the Employer, and then is reemployed by the Employer no later than 6 months after the date the Participant terminates
employment, the gap in employment will be ignored, and the Participant will be deemed to have been continuously employed with the Employer from the Participant’s original date of Employment. If a Participant who terminates employment with the
Employer is rehired more than 6 months after the date the Participant terminates employment, all previously credited Years of Service will be forfeited, and the Participant will be credited with Years of Service beginning on the date of
reemployment, in accordance with Paragraph (1) above. 

  
 (c) Amount of Severance Payments. For each day during the Benefits Period, an eligible Participant will be entitled to the Participant’s daily rate of base pay. This daily rate is determined by taking the Participant’s
annual rate of base pay as of the Termination Date, and dividing it by the number of days (365 or 366) in the calendar year containing the Termination Date. 
  
 (d) Payment of Severance Payments. As of each bi-weekly pay date during the Benefits Period, an eligible Participant will receive payment of the
Severance Payments that had accrued since the prior pay date, or in the case of the first Severance Payment, since the Participant’s Termination Date. If there are unpaid Severance Payments at the end of the Benefit Period, the Participant
shall be paid the remaining Severance Payments on the first pay date following the Benefits Period. All payments of Severance Payments shall be subject to applicable withholding and employment taxes. 
  

	 	2.	Annual Incentive Plan 

  
 Participants involuntarily terminated for reasons other than a reduction in force (RIF) or gross misconduct will receive the components of the senior
management bonus program that are based on corporate level performance, as established and subsequently updated by the Board of Directors of the Company or a committee of the Board. These components will be prorated through the Participant’s
Termination Date. The portion of the incentive subject to proration will be based on the lesser of (i) the actual payout of the annual incentive, or (ii) a 100% payout of the annual incentive. The Participant’s prorated incentive will be paid
at the time earned incentives are paid to continuing executive employees. 
  
 Participants involuntarily terminated as part of a RIF will receive the Key Performance Indicator (KPI) qualitative and quantitative metrics and the corporate level performance portions as provided in the
paragraph above. The KPI portion will be based upon actual payout results for the calculation period ending on or next following the commencement of the Severance Period. The KPI components will be prorated through the Participant’s Termination
Date. The portion of the incentive subject to proration will be based on the lesser of (i) the actual payout of the annual incentive, or (ii) a 100% payout of the annual incentive. The Participant’s prorated incentive will be paid at the time
earned incentives are paid to continuing executive employees. 
  
 Following the Termination Date, Participants will not receive any further opportunity to participate in any portion of the senior management bonus program for the current or prospective fiscal year. 
  

	 	3.	Long-Term Incentive Plans. 

  
 This Plan does not provide any separate terms for the administration and determination of eligibility or payments under the Employer’s long-term
incentive plans. The underlying agreements and the actual provisions of those long-term incentive plans will govern any payment or vesting. 

	 	4.	No Other Employer Provided Compensation and Benefits. 

  
 Except as otherwise specifically provided in this Plan, a Participant’s receipt of Plan benefits will not thereby entitle the Participant to any
other compensation or benefits provided to employees or former employees of the Employer, including but not limited to bonuses, health care coverage, and other welfare benefits. This Section 4 will not affect any rights a Participant may have to
benefits independent of this Plan, for example, COBRA health care continuation coverage. 
  

	 	5.	Termination upon Death 

  
 All benefits provided to a Participant under this Plan shall terminate in the event of the death of a Participant at any time while receiving Plan
benefits. 
  

	V.	ADMINISTRATION. 

  
 The Employer will pay for the benefits provided by this Plan from the general assets of the Employer under the circumstances set forth herein. 

 
 This Plan will be administered by the Chairman and CEO and the Senior
Vice President, Human Resources of the Company (or their designees) (hereafter collectively “Plan Administrator”). 
  
 The Plan Administrator has complete and sole discretion and authority to interpret the terms of the Plan and has sole discretion and authority to
determine questions of eligibility and amount of Severance Payments and any other benefits contemplated herein, if any, due under the Plan. 
  
 The Company reserves the right to modify and/or discontinue this Plan. Any modification or termination of the Plan will be communicated to all eligible
employees affected by such action. 
  

	VI.	CLAIMS PROCEDURE. 

  
 A Participant or his or her duly authorized representative (“Claimant”) may file a claim for a benefit under the Plan, and may appeal the denial
of a claim. All claims and appeals should be filed directly with the Plan Administrator. The Plan Administrator will decide claims in a consistent manner with respect to similarly situated Claimants. All decisions will be made in accordance with the
provisions of the Plan and Department of Labor Regulations Section 2560.503-1 (the “Regulation”). 
  
 The Plan Administrator will notify the Claimant of its decision with respect to a claim in writing or electronically. The notification will be written in
a manner calculated to be understood by the Claimant. If the claim is wholly or partially denied, the notification will contain (i) specific reasons for the denial, (ii) specific reference to the pertinent provisions of the Plan upon which the
denial is based, (iii) a description of any additional material or information necessary for the Claimant to perfect the claim and an explanation of why that material or information is necessary, and (iv) an explanation of the steps to be taken if
the Claimant wishes to submit a request for review of the claim, as set forth below. The notification will be given within 90 days after the claim is received by the Plan Administrator (or within 180 days, if special circumstances make it impossible
to decide the claim within 90 days and the Plan Administrator notifies the Claimant in writing of the extension prior to the end of the first 90-day period). If a decision is not provided within the 90 or 180-day period, the claim will be considered
denied as of the last day of such period and the Claimant may request a review of the claim, as provided below. 
  
 Within 60 days after the date the Claimant is notified of a denied claim (or, if applicable, within 60 days after the date on which the claim is treated
as denied), the Claimant may file a written request with the Plan Administrator for a review of the denied claim. The Claimant may also make a written request for access to and copies of pertinent documents in the possession of the Plan
Administrator, free of charge. The Claimant may submit with the written request for review comments, documents, records and other information, and those materials will be considered by the Plan Administrator, regardless of whether they 

 were submitted with or considered in the initial benefit determination. The Plan Administrator will
notify the Claimant of its decision in writing or electronically. The notification will be written in a manner calculated to be understood by the Claimant. If the claim is wholly or partially denied, the notification will contain (i) specific
reasons for the denial, and (ii) specific reference to the pertinent provisions of the Plan upon which the denial is based. The notification will be given within 60 days after the request for review is received by the Plan Administrator (or within
120 days, if special circumstances require an extension of time for processing the request, such as an election by the Plan Administrator to hold a hearing, and if written notice of such extension and circumstances is given to the Claimant within
the initial 60-day period). If a decision is not provided within the 60 or 120-day period, the claim will be considered denied. Upon a final adverse determination on review, the Claimant will be permitted to bring a civil action under ERISA Section
502(a). 
  

	VII.	SUCCESSOR EXCLUSION. 

  
 This Plan will not provide any benefits in the event of a transaction involving a corporate sale or a legal or organizational restructuring of the Company
or any other legal entity comprising the Employer, or for intercompany transfers of an employee among the Company, any of its subsidiaries, or any of the entities comprising the Employer. 
  

	VIII.	PLAN YEAR. 

  
 The Plan operates on a calendar year basis. 
  
 * * * * * * * * 
  
 The Plan, as amended and restated effective March 31, 2005, has been executed by an officer of the Company this 26th day of May, 2005. 
  

			
	 TECH DATA CORPORATION

		
	 By:
	 	 /s/ Lawrence W. Hamilton

		
	 Its:
	 	SVP, HR

  
  

 ATTACHMENT A TO THE 
 TECH DATA CORPORATION 
 EXECUTIVE SEVERANCE PLAN 
  
 The following legal entities have adopted this Plan as an Employer as that term is used in
the Plan for purposes of determining eligibility of employees to participate in the Plan: 
  
 Tech Data Corporation 
  
 Tech Data Product
Management, Inc. 
  
 Tech Data Education, Inc. 
  
 Tech Data Tennessee, Inc. 
  
 Tech Data Resources, LLCFirst Amendment to 2005 Deferred Compensation Plan

 Exhibit 10-AAdd 
  
 FIRST AMENDMENT TO THE 
 TECH DATA CORPORATION 
 2005 DEFERRED COMPENSATION PLAN 
  
 This First Amendment to the Tech Data Corporation 2005 Deferred Compensation
Plan is made and entered into by Tech Data Corporation (the “Company”) this 26th day of May,
2005. 
  
 W I T N E S S E T H: 
  
 WHEREAS, the Company has previously adopted the Tech Data Corporation
2005 Deferred Compensation Plan (the “Plan”); and 
  
 WHEREAS, the Company is authorized and empowered to amend the Plan; and 
  
 WHEREAS, the Company desires to amend the Plan in order to provide new rules regarding the timing and form of payment of benefits under the Plan. 
  
 NOW, THEREFORE, the Plan is hereby amended, effective as of January 1, 2005, in the following respects: 
  

	 	1.	Section VI(a) of the Plan is hereby amended to read as follows: 

  
 “(a) Election of Time and Form of Payment of Vested Interest. Subject to the provisions of this Article VI, a
Participant may elect, at the time he files a deferral election form with the Plan Administrator, the time and manner in which his vested interest in any amounts credited to his Deferred Compensation Account or Employer Contribution Account for a
Plan Year, and any earnings on such amounts, shall be paid to him, from among the following options: 
  
 (1) Options as to Time of Payment. The options available to a Participant as to time of payment shall be as follows: 
  
 (A) In the case of a Participant who is an employee:

  
 (i) upon his separation from service, or

  
 (ii) upon the later of his separation from
service or his attainment of age fifty-five (55). 
  
 Any
distribution under subparagraph (A)(i) shall be made as soon as administratively practicable following the date which is thirteen months from the date it becomes distributable, unless the Participant elects in accordance with subparagraph (D) below
to defer the distribution date. Any distribution under subparagraph (A)(ii) shall be made as soon as administratively practicable following the date it becomes distributable, provided, however, that no distribution shall be made to a Participant who
is a Specified Employee before the date that is six (6) months after the date of separation from service (or, if earlier, the date of death of the Specified Employee). 
  
  

 (B) In the case of a Participant who is a non-employee member of the Board of Directors:

  
 (i) upon the termination of his service as a
Board member, or 
  
 (ii) upon the later of the
termination of his service as a Board member or his attainment of age sixty-five (65). 
  
 Any distribution under subparagraph (B)(i) shall be made as soon as administratively practicable following the date which is thirteen months from the date it becomes distributable in accordance with this subparagraph
(B), unless the Participant elects in accordance with subparagraph (D) below to defer the distribution date. Any distribution under subparagraph (B)(ii) shall be made as soon as administratively practicable following the date it becomes
distributable. 
  
 (C) Upon the occurrence of a
specified date identified by the Participant on his or her deferral election form, which date shall not be earlier than twenty-four (24) months following the end of the deferral election period, in a single lump sum. 
  
 (D) Not less than twelve (12) months prior to (i) the
specified date of distribution elected by a Participant in accordance with subparagraph (C), or (ii) the date as of which payments are otherwise scheduled to begin under subparagraphs (A)(i) and (B)(i), the Participant shall be allowed to defer or
redefer the commencement of the distribution to a later date; provided, however, the first payment with respect to which such election is made must be deferred for a period of not less than five (5) years from the date such payment would otherwise
have been made. 
  
 (2) Failure to Elect Time
of Payment; Events Overriding Elections. In the event a Participant fails to properly elect a time for payment of his vested interest, or in the event a Participant separates from service prior to the specified date elected by him in accordance
with section VI(a)(1)(C) above or as the result of a Disability, his vested interest shall be paid to him in a single lump sum as soon as administratively practicable following the date which is thirteen (13) months following the date he separated
from service. Within thirty (30) days of his separation from service, a Participant who would otherwise receive a lump sum payment in accordance with the prior sentence may elect to instead receive payment in a different form, as provided in Section
VI(a)(3)(B) below. Notwithstanding any election made by a Participant as to the time or form of payment of his vested interest, the vested interest shall be paid in a single lump sum as soon as practicable following the earliest to occur of the
following events: 
  
 (A) Upon his death; or

  
 (B) Upon a Change in Control. 
  
 (3) Options as to Form of Payment. 
  
 (A) A Participant shall elect one of the following forms of
payment for any benefit that becomes payable under paragraph (a)(1) (other than payment at a specified date under (a)(1)(C)): 
  
 (i) a lump sum, 
  
 (ii) 5 annual installments, 
  
 (iii) 10 annual installments, or 

 (iv) 15 annual installments. 
  
 (B) (i) A Participant may, subject to (ii) and (iii) below, (and subject to
the approval of the Plan Administrator) elect a different form of benefit payment from among the options described above; provided, however, an individual who is a member of the Board of Directors shall not exercise any discretionary authority
regarding the approval of any form of benefit he elects pursuant to this subparagraph (3)(B)(i). 
  
 (ii) Any election under (i) above to change the form of benefit payment shall not take effect until at least twelve (12) months after the
date on which the election is made and (to the extent required by law) the first payment with respect to which such election is made must be deferred for a period of not less than five (5) years from the date such payment would otherwise have been
made. 
  
 (iii) Notwithstanding anything to the
contrary in this subparagraph (C), no elections that have the effect of accelerating the time or schedule of any payment under the Plan shall be permitted, except as provided in regulations issued by the Secretary of the Treasury. 
  
 (C) In the event a Participant elects installment payments,
each such payment shall be equal to the balance in the Participant’s Accounts as of the end of the month immediately preceding the date of payment, divided by the factors set forth in the following tables, whichever is applicable: 

 

											
	5 Year
Installment

	 	10 Year
Installment

	 	15 Year
Installment

	Payment

	 	Factor

	 	Payment

	 	Factor

	 	Payment

	 	Factor

	1	 	5	 	1	 	10	 	1	 	15
	2	 	4	 	2	 	9	 	2	 	14
	3	 	3	 	3	 	8	 	3	 	13
	4	 	2	 	4	 	7	 	4	 	12
	5	 	1	 	5	 	6	 	5	 	11
	 	 	 	 	6	 	5	 	6	 	10
	 	 	 	 	7	 	4	 	7	 	9
	 	 	 	 	8	 	3	 	8	 	8
	 	 	 	 	9	 	2	 	9	 	7
	 	 	 	 	10	 	1	 	10	 	6
	 	 	 	 	 	 	 	 	11	 	5
	 	 	 	 	 	 	 	 	12	 	4
	 	 	 	 	 	 	 	 	13	 	3
	 	 	 	 	 	 	 	 	14	 	2
	 	 	 	 	 	 	 	 	15	 	1

  
 (D)
The Plan Administrator shall establish such accounting procedures as are necessary to implement the provisions of this paragraph.” 
  
  

	 	2.	Paragraph (1) of Section VII(b) of the Plan is hereby amended to read as follows: 

  
 “(1) No such amendment or termination shall have the effect of reducing the amounts to which any
Participant is entitled with respect to any deferral or Company or Adopting Employer contribution credited to the Accounts of a Participant prior to such amendment or termination, except to the extent the Committee may deem necessary in order to
respond to changes in the law affecting nonqualified plans. The Company shall notify Participants of any changes made to the Plan as soon as administratively possible following any such change.” 
  
 IN WITNESS WHEREOF, this First Amendment has been executed by its duly
authorized officer as of the date set forth above. 
  

			
	 TECH DATA CORPORATION

		
	 By:
	 	 /s/ Lawrence W. Hamilton

	 Its:
	 	 SVP, HR

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