Document:

EX-10.2

 Exhibit 10.2 
 2013 ADDITIONAL DEFINITIONS 
 Under 

SEARS HOLDINGS CORPORATION 
 ANNUAL INCENTIVE PLAN 
 EBITDA: 

(i) “EBITDA” is defined as earnings before interest, taxes, depreciation and amortization for the Performance Period computed as operating
income appearing on the Company’s statement of operations for the applicable reporting period, other than Sears Canada (referred to herein as the “Domestic Company”), adjusted for depreciation and amortization and gains/(losses) on
sales of assets. In addition, it is adjusted to exclude significant litigation or claim judgments or settlements (defined as matters which are $1,000,000 or more) including the costs related thereto; the effect of purchase accounting and
changes in accounting methods; gains, losses and costs associated with acquisitions, divestitures and store closures; impairment charges; domestic pension expense; costs related to restructuring activities; and the effect of any items classified as
“extraordinary items in the Company’s financial statements. If after the effective date of the 2013 AIP, the Domestic Company acquires assets or an entity that has associated EBITDA (measured using the same principles as those
described in the preceding provisions of this paragraph (i)) in its last full fiscal year prior to the acquisition, of greater than or equal to $100,000,000, any EBITDA associated with such assets or entity (after its acquisition) and during the
Performance Period shall be disregarded in determining EBITDA under this paragraph (i). 
 (ii) Adjustments to Target
EBITDA. The EBITDA incentive target (i.e., Target EBITDA) contemplates that the Domestic Company remains approximately the same size over the Performance Period. If, after the beginning of a Performance Period, Domestic Company divests
itself of assets or an entity that has associated EBITDA (measured using the same principles as those described in paragraph (i) above) in its last full fiscal year prior to the divestiture of greater than or equal to $100,000,000, Target
EBITDA for the Performance Period will be decreased by actual EBITDA of such assets or entity for the portion of such assets’ or entity’s last full fiscal year prior to the divestiture corresponding to the portion of the Performance Period
(in which the divestiture occurs) remaining after the divestiture occurs. 
 BOP – “Business Operating Profit” is
defined as earnings before interest, taxes, depreciation and other EBITDA adjustments, if related to the business unit, which are excluded from the definition of EBITDA (as defined above), for each business unit of the Domestic Company that is
covered by the 2013 AIP, as reported on the Company’s domestic internal income statements derived from the vertical financial system. 

VPC – “Variable Profit Contribution” (VPC) is defined as the balance reported on the system-generated store
Profit & Loss Statement and generally consists of store gross margin less expenses categorized as variable at a store level, such as payroll, benefits, advertising, supplies and certain operating costs. 

Gross Margin – “Gross Margin” is defined as internal margin as reported on the Company’s domestic internal operating
documents, and generally consists of merchandise gross profit, KCD royalty, licensee business margin, protection agreements, delivery, cash discounts, vendor compliance. 
 Performance Period – 2013 Fiscal Year 
 Active Members – The
total number of member accounts which have had 1 transaction within the last 12 months on a rolling basis. Active Membership target will be adjusted for the opening / closing of stores, as they occur, through the course of the year. The
number for Active Members is calculated by the Analytics team and comes from the Telluride / CDW systems. 

 Redemptions – Redemptions are points which are burned by Members in a sales
transaction. They consist of the dollar value that the tender amount for a transaction is reduced by. For example, a member has $10 in points. They go to the register to purchase a $100 sweater. The customer tenders $90 in cash
and Redeems (burns) their $10 in points and thus completes the transaction. The Redemption amount will be as shown in our Accounting systems and is derived from figures through Point of Sale. 

Marketplace Commissions – Marketplace Commissions consist of four Marketplace programs: 1.) “cost per click” fees charged to
registered Marketplace Vendors when a customer clicks through to a vendor’s site; 2.) “FBM” Fulfilled by Merchant program which consists of both a flat monthly fee plus commissions from the funds collected by Sears from a User in
connection with the sale of a Marketplace Vendor’s Merchandise; 3.) “Local Marketplace Program” and 4.) “FBS” Fulfilled by Sears program which consists of a flat monthly fee, commissions from the funds collected by
Sears from a User in connection with the sale of a Marketplace Vendor’s Merchandise, Pick & Pack Fees, Storage Fees, Peak Factor and Slow Mover Fees.
 Gross Margin Return on Investment -(GMROI) — Gross Margin Return on Investment (GMROI) is a measure of the productivity of the products sold. 

GMROI = Gross Margin $/Average Inventory $. Gross Margin $ is a measure of the profitability of products sold . GM$ = Sales $ – COGS
$ (+/- Margin Adjustments). Average Inventory $ is calculated by adding Ending Inventory for all the periods needed dividing by the number of periods. Average Inventory $ = Sum(Ending Inventories)/Number of Periods . COGS is the Total Cost of the
products sold, calculated as: COGS $ = Number of Units sold * Landed Cost of the Units and COGS $ = Sales $ * Cost Complement 
 Supply
Chain Costs by Sales Ratio – Supply Chain cost as a percentage of merchandise sales. Supply Chain cost is defined as the system generated total cost of transporting, handling and warehousing merchandise from vendor’s locations
to our stores. It generally consists of transportation fees paid to third party providers for the movement of merchandise and distribution center cost such as payroll, rent, maintenance, utilities and supplies. Merchandise sales represents system
generated revenue from selling merchandise at Kmart, FLS, Online, SHO, Commercial and Industrial.EX-10.3

 EXHIBIT 10.3 
 2013 ADDITIONAL DEFINITIONS 
 Under 

SEARS HOLDINGS CORPORATION 
 LONG-TERM INCENTIVE PROGRAM 
 SHC LTIP EBITDA: 

(i) “SHC LTIP EBITDA” is defined as earnings before interest, taxes, depreciation and amortization for the Performance Period computed as
operating income appearing on the Company’s statement of operations for the applicable reporting period, other than Sears Canada (referred to herein as the “Domestic Company”), adjusted for depreciation and amortization and
gains/(losses) on sales of assets. In addition, it is adjusted to exclude significant litigation or claim judgments or settlements (defined as matters which are $1,000,000 or more) including the costs related thereto; the effect of purchase
accounting and changes in accounting methods; gains, losses and costs associated with acquisitions, divestitures and store closures; impairment charges; domestic pension expense; costs related to restructuring activities; and the effect of any items
classified as “extraordinary items in the Company’s financial statements. If after the effective date of the 2013 LTIP, the Domestic Company acquires assets or an entity that has associated EBITDA (measured using the same principles
as those described in the preceding provisions of this paragraph (i) in its last full fiscal year prior to the acquisition, of greater than or equal to $100,000,000, any EBITDA associated with such assets or entity (after its acquisition) and
during the Performance Period shall be disregarded in determining EBITDA under this paragraph (i). 
 (ii) Adjustments to SHC LTIP
EBITDA. The SHC LTIP EBITDA incentive target contemplates that the Domestic Company does not make any significant acquisitions or dispositions over the Performance Period. If, after the effective date (i.e., February 12, 2013) of the
2013 LTIP, the Domestic Company divests itself of assets or an entity that has associated EBITDA (measured using the same principles as those described in paragraph (i) above) in its last full fiscal year prior to the divestiture of greater
than or equal to $100,000,000, SHC LTIP EBITDA for the Company’s fiscal year in which the divestiture occurs will be decreased by actual EBITDA of such assets or entity for the portion of such assets’ or entity’s last full fiscal year
prior to the divestiture corresponding with the Company’s fiscal year (in which the divestiture occurs) remaining after the divestiture occurs; and SHC LTIP EBITDA for each of the following fiscal years of the Company, if any, in the
Performance Period will be decreased by the actual EBITDA of such assets or entity for such assets’ or entity’s last full fiscal year prior to the divestiture. 
 BOP – “Business Operating Profit” is defined as earnings before interest, taxes, depreciation and other LTIP EBITDA adjustments, if related to the business unit, which are
excluded from the definition of LTIP EBITDA under paragraph (i) of the prior page, for each business unit of the Domestic Company that is covered by the 2013 LTIP, as reported on the Company’s domestic internal income statements derived
from the vertical financial system. 
 Performance Period – 2013—2015 Fiscal Years (i.e., February 3, 2013 through
January 30, 2016)EX-10.4

 Exhibit 10.4 
 SEARS HOLDINGS CORPORATION 
 CASH LONG-TERM INCENTIVE PLAN

 (Effective February 12, 2013) 
 SECTION 1 
 GENERAL 

1.1. General. The Sears Holdings Corporation Cash Long-Term Incentive Plan (“Cash LTI Plan”) is a time-based
incentive plan. The Cash LTI Plan is designed to motivate the executive leadership of Sears Holdings Corporation (“Company”) and the participating Subsidiaries. Awards under the Cash LTI Plan are designed to constitute a percentage of a
Participant’s overall long-term incentive opportunity. The intent is that, beginning with the 2013 Fiscal Year, a Participant’s long-term incentive opportunity shall be constituted by a Cash LTI Award (as defined in Section 3.1) and a
Target Incentive Award as defined under the Sears Holdings Corporation Long-Term Incentive Plan (“LTIP”) with respect to a particular Fiscal Year. The effective date of the Cash LTI Plan document is February 12, 2013, which is the
date the Compensation Committee (as defined in Section 8) adopted the Cash LTI Plan (“Effective Date”). For purposes of this document, the Effective Date shall also refer to the effective date of time-based cash long-term incentive
approved for future Fiscal Years (as defined in Section 8) by the Compensation Committee under the Cash LTI Plan. 
 1.2.
Operation, Administration, and Definitions. The operation and administration of the Cash LTI Plan, including the Awards made under the Cash LTI Plan, shall be subject to the provisions of Section 6 (relating to operation and
administration). Capitalized terms in the Cash LTI Plan shall be defined as set forth in the Cash LTI Plan (including as defined in Section 8). 
 SECTION 2 
 PARTICIPATION 

2.1. Eligible Employee. Except as provided herein, “Eligible Employee” means as to any Service Period an employee
of the Company or a participating Subsidiary who is designated by the Compensation Committee or Senior Corporate Compensation Executive as eligible to participate in a Cash LTI Plan as of such Service Period. The Senior Corporate Compensation
Executive shall make eligibility determinations under this Section 2 with respect to all Eligible Employees other than those who are Executives for whom compensation matters are under the purview of the Compensation Committee (as defined in
Section 8), and the Compensation Committee shall make eligibility determinations with respect to all Executives. Once designated as eligible to participant, an Eligible Employee shall become a “Participant” in the applicable Cash LTI
Plan. 
 2.2. New Hires and Promotions to Eligible Employee Status. The Compensation Committee or Senior Corporate
Compensation Executive, as applicable, may designate as Participants those employees whom the Compensation Committee or Senior Corporate Compensation Executive, as applicable, determines have been newly hired or promoted into the group of Eligible
Employees identified in subsection 2.1 above. The Award of any Participant who was hired or promoted after the first day of the Service Period (as described in subsection 3.2) shall be subject to a fraction, the numerator of which is the number of
full days remaining in the Service Period beginning with the Participant’s date of hire or promotion, as applicable, and the denominator is the number of full days in the Service Period. 

 Sears Holdings Corporation 

Cash Long-Term Incentive Plan 

 

 2.3. Demotions from Eligible Employee Status. If a Participant is demoted
below a position of divisional vice president (or equivalent), as of the date of such demotion, the individual will no longer be a Participant, will be deemed to have forfeited any unvested portion of his or her Award, and will receive no Cash LTI
Plan distribution under Section 4. 
 2.4. Other Changes in Status 

(a) If a Participant is promoted or transferred after the Effective Date of the Cash LTI Plan for a particular Service
Period, the Compensation Committee or Senior Corporate Compensation Executive, as applicable, may make a second Cash LTI Award (as defined in subsection 3.1) to such individual and the total amount payable to such individual shall be based on a
pro-ration, whereby the Cash LTI Award for the new position will apply to the remainder of the Service Period and the Cash LTI Award for the immediately preceding long-term incentive-eligible position, if applicable, will apply to the portion of the
Service Period immediately preceding the effective date of the promotion. 
 (b) If a Participant is demoted
after the Effective Date of the Cash LTI Plan for a particular Service Period, but is still an Eligible Employee, the Compensation Committee or Senior Corporate Compensation Executive, as applicable, may make a second Cash LTIP Award to such
individual and the total Award for such an individual shall be based on a pro-ration, whereby the Cash LTIP Award for the new position will apply only to the remainder of the Service Period and the Cash LTIP Award for the immediately preceding
position will apply only to the portion of the Service Period immediately preceding the effective date of the demotion, and in either case an Award will only be paid if the Participant remains employed through the vesting date (as defined in
Section 4.1). 
 SECTION 3 
 CASH LTI PLAN AWARDS 
 3.1. Cash LTI Plan Awards. As
of and after the applicable Effective Date, the Compensation Committee or Senior Corporate Compensation Executive, as applicable, may award “Cash LTI Plan Awards”, with respect to a Service Period, to each Participant designated by the
Compensation Committee or Senior Corporate Compensation Executive, as applicable, in an amount determined by the applicable entity in its sole discretion. The Senior Corporate Compensation Executive shall make the determinations referred to in this
Section 3 with respect to all Participants other than those who are Executives for whom compensation matters are under the purview of the Compensation Committee. A Cash LTI Award shall, at the date of grant, consist of a commitment by the
Company to distribute, at the time specified in, a designated cash amount, subject to Section 4 below. 
 3.2.
Service Period. The “Service Period” refers to the applicable Fiscal Years (as defined in Section 9) as determined by the Compensation Committee with respect to which an Award may be granted under the Cash LTI Plan. The
Compensation Committee shall determine the Fiscal Years that shall constitute the Service Period for each cash long-term incentive established under the Cash LTI Plan; provided that, in the case of an employee who is newly hired or promoted into the
group of Eligible Employees after the Effective Date, the Service Period shall be such shorter period as established by the Compensation Committee or Senior Corporate Compensation Executive, if applicable. 

  
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 Sears Holdings Corporation 

Cash Long-Term Incentive Plan 

 

 3.3. Additional Requirements. All Cash LTI Awards awarded under the Cash
LTIP Plan are subject to the provisions of Sections 4, 5 and 6. 
 SECTION 4 

VESTING AND DISTRIBUTION 
 4.1. Time of Vesting. Subject to Sections 5 and 6, a Participant shall become vested in his or her Cash LTIP award with respect to a Service period as of the April 1st following the end of the Service Period, provided that the
Participant is employed as of such date (the “vesting date”). 
 4.2. Time and Form of
Payment. A Cash LTI Award shall be satisfied by a distribution in a single, lump sum cash payment as soon as administratively feasible after the vesting date, but in case later than the date that is the 15th day of the third month following the last day of the relevant
Service Period. Notwithstanding anything herein to the contrary, such distributions shall be made no later than required by Code Section 409A to avoid treatment of the Cash LTI Plan as a deferred compensation plan under Code Section 409A.

 SECTION 5 
 TERMINATION OF EMPLOYMENT 
 The effect of termination of employment
on a Participant’s right to receive a Cash LTI Award depends on the reason for the termination, as described below. 
 5.1.
Termination of Employment. 
 (a) Voluntary Termination or Involuntary Termination. In the
event that a Participant (i) voluntarily terminates employment (for any reason other than due to permanent and total disability, as defined in the Company’s long-term disability program, regardless of whether the Participant is covered by
such program) or (ii) is involuntarily terminated for any reason (other than death) prior to the vesting date (as defined in subsection 4.1 above) of his or her Award, such Participant shall forfeit all of his or her Award. 

(b) Disability. In the event that, prior to the vesting date (as defined in subsection 4.1 above) of his or
her Award, a Participant suffers a permanent and total disability (as defined in the Company’s long term disability program, regardless of whether the Participant is covered by such program) while employed by the Company or a Subsidiary,
resulting in termination or retirement, subject to Section 6 below, such individual shall be entitled to receive the Cash LTI Award that would otherwise be payable to the Participant under subsection 3.1 above, pro-rated through the date of
termination in accordance with subsection 5.2 below; provided, however, that in no event shall a Participant receive any payment hereunder unless as of his or her date of termination, the Participant had been employed by one or more of the Company
or a Subsidiary, for at least twelve (12) months of the Service Period applicable to such individual. 

  
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 Sears Holdings Corporation 

Cash Long-Term Incentive Plan 

 

 (c) Death. In the event that a Participant dies while
employed by the Company or a Subsidiary and prior to the vesting date for his or her Award, his or her Cash LTI Award shall be pro-rated through the date of death, in accordance with subsection 5.2 below, and, subject to Section 6 below, his or
her estate shall be entitled to receive a Cash LTI Award, equal to his or her prorated Award and payable in cash; provided, however, that in no event shall a payment be made with respect to a deceased Participant hereunder unless as of his or her
date of death, the Participant had been employed by one or more of the Company or a Subsidiary, for at least twelve (12) months of the Service Period applicable to such individual. 

5.2. Pro-rations. Any pro-ration of a Cash LTI Award under this Section 5 shall be based on a fraction, the numerator
of which is the number of full months during the Service Period in which the Participant was a Participant in the Cash LTI Plan, and the denominator of which is the full number of months in the Service Period, as adjusted in Section 2, if
applicable. 
 SECTION 6 
 OPERATION AND ADMINISTRATION 
 6.1. Compensation Committee and
Senior Corporate Compensation Executive. The authority to control and manage the operation and administration of the Cash LTI Plan shall be vested in the Compensation Committee and the Senior Corporate Compensation Executive, as provided
herein. 
 (a) Compensation Committee. Notwithstanding subsection (b) immediately below, the
Compensation Committee: 
 (i) Shall approve the Cash LTI Awards for Participants who are Executives under its
purview; 
 (ii) With respect to Participants who are Executives, shall have the authority and discretion to
establish the terms, conditions, restrictions, and other provisions of such Awards, and (subject to the restrictions imposed by Section 7) to amend, cancel, or suspend Awards; 

(iii) May make additional changes that it deems appropriate for the effective administration of the Cash LTI Plan; and

 (iv) Shall be responsible for all other duties and responsibilities allocated to the Compensation Committee
under the terms and conditions of the Cash LTI Plan. 
 (b) Senior Corporate Compensation Executive.
Except as provided in subsection (a) immediately above, the Senior Corporate Compensation Executive: 
 (i)
Shall determine the Cash LTI Awards for Participants other than Executives under the purview of the Compensation Committee; 
 (ii) Notwithstanding subsection (a) above, shall have the authority and discretion to establish the terms, conditions, restrictions, and other provisions of such Awards, and (subject to the
restrictions imposed by Section 7) to amend, cancel, or suspend Awards; 

  
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 Sears Holdings Corporation 

Cash Long-Term Incentive Plan 

 

 (iii) Shall have the authority to control and manage the operation and
administration of the Cash LTI Plan with respect to all Participants, subject to the direction of the Compensation Committee with respect to Executives, except as otherwise provided in this Cash LTI Plan; 

(iv) Shall be responsible for the day-to-day administration of the Cash LTI Plan except as otherwise provided in this Cash
LTI Plan; and 
 (v) Shall be responsible for all other duties and responsibilities allocated to the Senior
Corporate Compensation Executive under the terms and conditions of the Cash LTI Plan. 
 (c) The Compensation
Committee and the Senior Corporate Compensation Executive, as appropriate, shall have the authority and discretion to interpret the Cash LTI Plan, to establish, amend, and rescind any rules and regulations relating to the Cash LTI Plan and to make
all other determinations that may be necessary or advisable for the administration of the Cash LTI Plan. 
 (d)
Any determinations by the Compensation Committee or the Senior Corporate Compensation Executive, as applicable, regarding this Cash LTI Plan are binding on the applicable Participants. 

6.2. Delegation by Compensation Committee. Except to the extent prohibited by applicable law or the applicable rules of a
securities exchange or similar entity, the Compensation Committee may allocate all or any portion of its responsibilities and powers to any one or more of its members and may delegate all or any part of its responsibilities and powers to any person
or persons selected by it. The Compensation Committee may revoke any such allocation or delegation at any time. 
 6.3.
Tax Withholding. All distributions under the Cash LTI Plan are subject to withholding of all applicable taxes. 

6.4. Settlement of Awards. The obligation to make payments and distributions with respect to Awards shall be satisfied
through cash payments. Satisfaction of any such obligations under an Award, which is sometimes referred to as the “settlement” of the Award, may be subject to such conditions, restrictions and contingencies as the Compensation Committee or
Senior Corporate Compensation Executive, as applicable, shall determine. Each Subsidiary shall be liable for payment of an Award due under the Cash LTI Plan with respect to any Participant to the extent that such benefits are attributable to the
services rendered for that Subsidiary by the Participant. Any disputes relating to liability of a Subsidiary for payment of an Award shall be resolved by the Compensation Committee or Senior Corporate Compensation Executive, as applicable.

 6.5. Transferability. Except as otherwise provided by the Compensation Committee, Awards under the Cash LTI
Plan are not transferable except as designated by the Participant by will or by the laws of descent and distribution (including Awards originally determined by the Senior Corporate Compensation Executive). 

  
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 Sears Holdings Corporation 

Cash Long-Term Incentive Plan 

 

 6.6. Agreement with Company. Any Award under the Cash LTI Plan shall be
subject to such terms and conditions, not inconsistent with the Cash LTI Plan, as the Compensation Committee or Senior Corporate Compensation Executive, as applicable, shall, in its sole discretion, prescribe. The terms and conditions of any Award
to any Participant shall be reflected in such form of written (including electronic) document as is determined by the Compensation Committee. A copy of such document shall be provided to the Participant, and the Compensation Committee or Senior
Corporate Compensation Executive, as applicable, may, but need not, require that the Participant sign a copy of such document. Such document is referred to as an “Award Agreement” regardless of whether any Participant signature is
required. 
 6.7. Action by Company or Subsidiary. Any action required or permitted to be taken under the Cash LTI
Plan by the Company or any Subsidiary, if any, of the foregoing shall be by resolution of its board of directors, or by action of one or more members of the board of directors of such company (including a committee of the board) who are duly
authorized to act for such board with respect to the applicable action, or (except to the extent prohibited by applicable law or applicable rules of any securities exchange or similar entity) by a duly authorized officer of such company. 

6.8. Gender and Number. Where the context admits, words in any gender shall include any other gender, words in the singular
shall include the plural and the plural shall include the singular. 
 6.9. Limitation of Implied Rights.

 (a) Neither a Participant nor any other person shall, by reason of participation in the Cash LTI Plan, acquire
any right in or title to any assets, funds or property of the Company or any Subsidiary whatsoever, including, without limitation, any specific funds, assets, or other property which the Company or any Subsidiary, in its sole discretion, may set
aside in anticipation of a liability under the Cash LTI Plan. A Participant shall have only a contractual right to the cash payable under the Cash LTI Plan, unsecured by any assets of the Company or any Subsidiary, and nothing contained in the Cash
LTI Plan shall constitute a guarantee that the assets of the Company or any Subsidiary shall be sufficient to pay any benefits to any person. 
 (b) The Cash LTI Plan does not constitute a contract of employment, and selection as a Participant shall not give any participating employee the right to be retained in the employ of the Company or any
Subsidiary, nor any right or claim to any benefit under the Cash LTI Plan, unless such right or claim has specifically accrued under the terms of the Cash LTI Plan. Except as otherwise provided in the Cash LTI Plan, no Award under the Cash LTI Plan
shall confer upon the holder thereof any rights as a shareholder of the Company prior to the date on which the individual fulfills all conditions for receipt of such rights. 
 6.10. Evidence. Evidence required of anyone under the Cash LTI Plan may be by certificate, affidavit, document or other information, which the person charged with acting on such
evidence considers pertinent and reliable, and which has been signed, made or presented by the proper party or parties. 

  
 6 

 Sears Holdings Corporation 

Cash Long-Term Incentive Plan 

 

 6.11. Information to be Furnished to the Compensation Committee or Senior
Corporate Compensation Executive. The Company and the Subsidiaries shall furnish the Compensation Committee or Senior Corporate Compensation Executive, as applicable, with such data and information as it determines may be required for it to
discharge its duties. The records of the Company and the Subsidiaries, as to an employee’s or Participant’s employment, termination of employment, leave of absence, reemployment, and compensation shall be conclusive on all persons unless
determined to be incorrect. Participants and other persons entitled to benefits under the Cash LTI Plan must furnish the Compensation Committee or Senior Corporate Compensation Executive, as applicable, such evidence, data or information as such
entity considers desirable to carry out the terms of the Cash LTI Plan, subject to any applicable privacy laws. 
 6.12.
Governing Law. The Cash LTI Plan will be governed under the internal laws of the state of Illinois without regard to principles of conflicts of laws. The state and federal courts located in the state of Illinois shall have exclusive
jurisdiction in any action, lawsuit or proceeding based on or arising out of the Cash LTI Plan. 
 6.13.
Severability. If any provision(s) of the Cash LTI Plan shall be found invalid, illegal, or unenforceable, in whole or in part, then such provision(s) shall be modified or restricted so as to effectuate as nearly as possible in a valid
and enforceable way the provisions hereof, or shall be deemed excised from the Cash LTI Plan, as the case may require, and the Cash LTI Plan shall be construed and enforced to the maximum extent permitted by law, as if such provision(s) had been
originally incorporated herein as so modified or restricted or as if such provision(s) had not been originally incorporated herein, as the case may be. 
 SECTION 7 
 AMENDMENT AND TERMINATION 

The Board or Compensation Committee may, at any time, amend or terminate the Cash LTI Plan, or any Award, provided that no amendment or
termination may, in the absence of written consent to the change by the affected Participant (or, if the Participant is not then living, the affected beneficiary), adversely affect the rights of any Participant or beneficiary under any Award granted
under the Cash LTI Plan prior to the date such amendment is adopted by the Board or the Compensation Committee, if applicable. No amendment shall be made that would cause the Cash LTI Plan not to comply with the requirements of any applicable law or
rule of any applicable securities exchange or similar entity, or cause Participants to experience adverse tax consequences under Code Section 409A. The Cash LTI Plan and any Award thereunder may be amended without Participant consent to the
extent that the Compensation Committee determines such amendment necessary to cause the Cash LTI Plan or Award to comply with any applicable law or rule of any applicable securities exchange or similar entity, or to prevent adverse tax consequences
under Code Section 409A for Participants. 

  
 7 

 Sears Holdings Corporation 

Cash Long-Term Incentive Plan 

 

 SECTION 8 
 DEFINED TERMS 
 8.1. Each capitalized term in the Cash LTI Plan is
defined where it first appears herein or in this Section 8. In addition to the terms previously defined previously in the Cash LTI Plan, the following definitions shall apply: 

(a) Award. The term “Award” or “Awards” means any Cash LTI Award(s). 

(b) Board. The term “Board” means the Board of Directors of the Company. 

(c) Code. The term “Code” means the Internal Revenue Code of 1986, as amended. A reference to any
provision of the Code shall include reference to any successor provision of the Code (and the regulations issued thereunder). 
 (d) Compensation Committee. The term “Compensation Committee” refers to the Compensation Committee of the Board of Directors of Sears Holdings Corporation. 

(e) Executive. The term “Executive” refers to any employee of the Company or a participating Subsidiary
who holds a position of senior vice president or higher of Sears Holdings Corporation (not of any subsidiary or affiliate) or any employee who is an officer under Section 16(b) of the Securities and Exchange Act of 1934 with respect to Sears
Holdings Corporation. 
 (f) Fiscal Year. The capitalized term “Fiscal Year” refers to the
fiscal year of the Company. 
 (g) Senior Corporate Compensation Executive. The term “Senior
Corporate Compensation Executive” refers to the Senior Vice President and President, Talent and Human Capital Services (or equivalent), or if he or she has explicitly delegated his or her duties with respect to the Cash LTI Plan, as provided
herein, then the Senior Corporate Compensation Executive shall refer to such authorized representative to whom the duties of administering the Cash LTI Plan have been delegated. 

(h) Subsidiary. The term “Subsidiary” or “Subsidiaries” refers to any company during any period
in which it is a “subsidiary corporation” (as that term is defined in Section 424(f) of the Code) with respect to the Company. 
 SECTION 9 
 EXPIRATION OF CASH LTI PLAN 

A payment obligation under the Cash LTI Plan with respect to a specific Service Period shall expire, subject to earlier termination
pursuant to Section 7, on the date on which all Cash LTI Awards (if any) for the Service Period are paid in full or would have been payable in accordance with the provisions of the Cash LTI Plan with respect to such Service Period. 

  
 8 

 Sears Holdings Corporation 

Cash Long-Term Incentive Plan 

 

 IN WITNESS WHEREOF, on February 12, 2013 the Compensation Committee of the
Board of Directors of Sears Holdings Corporation approved this CASH LTI PLAN effective as of April 27, 2011, and delegated the authority to the undersigned officer of Sears Holdings Corporation to execute this document this 18th day of
February, 2013. 
  

			
	SEARS HOLDINGS CORPORATION
		
	By:	 	/s/ Dean E. Carter
		 	Dean E. Carter
		
	Title:	 	 Vice President, Talent and

Human Capital Services

  
 9

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