Document:

10-Q

Exhibit 10.1
November 14, 2014

Glen Robson

Dear Glen, 

VeriFone, Inc. (“Verifone”) is pleased to offer you the exempt position of EVP, Global Head of Terminal Solutions of Verifone, Inc., reporting to Verifone’s CEO. Verifone may withdraw the offer set forth in this letter at any time prior to your acceptance for any reason. All figures herein are in USD.
You will be located out of the Verifone San Jose, California offices.  You will have a starting annual salary of $450,000.  You will also be eligible for an annual target bonus of 100% of annual salary based on the achievement of certain company-wide corporate financial performance objectives and your individual scorecard objectives, as set by the Verifone Board of Directors and the Verifone CEO, all per the terms of the Verifone Variable Incentive Plan (“VIP Plan”).  The bonus payout may be further adjusted by the Verifone Board of Directors and the Verifone CEO to be from 80% to 120% of actual target achievement based upon your personal performance, including but not limited to your leadership, succession planning and team development for the measurement period. The bonus target is prorated for any partial fiscal year that you are employed with us (e.g. for fiscal 2015) and you will not be eligible for any bonus payment if you are not employed by Verifone at the end of the relevant period for such bonus payment. Further VIP Plan information will be separately provided. 

Further, you will receive a payment of $1,600,000 (the “Sign-on Bonus”) payable within ten (10) business days after your initial employment commencement date.  If Verifone terminates your employment for Cause or you resign without Good Reason (in each case, as defined in Verifone’s Executive Severance Policy) within two (2) years of your employment commencement date, you will return to Verifone the entire Sign-on Bonus within one (1) year of such termination.  If Verifone terminates your employment for Cause or you resign without Good Reason from two (2) years of your employment commencement date through the end of three (3) years from your commencement date, you will return $1,000,000 of the Sign-on Bonus within one (1) year of such termination.  

You will also be covered under the Verifone Executive Severance Policy (such policy as referenced in the Company’s 2013 annual proxy), and will be indemnified with respect to your employment as an executive of the Company to the fullest extent permitted under the Company’s certificate of incorporation and bylaws.

In addition, you will receive initial restricted stock units (“RSU”) grant with a value of $3,000,000 (the “Initial RSU Grant”).  The actual number of RSUs will be confirmed on the grant date and will be calculated based on dividing the above grant date value by the per RSU award value applicable on the grant date (pursuant to Verifone’s standard award grant and valuation policies and to be granted within sixty days of your commencement of employment). The initial RSU Grant will cliff vest fifty percent (50%) on each of the first and second anniversaries of the grant date, provided that you continue to be employed by Verifone on the applicable vesting date. You will also be eligible to be considered for annual equity grants targeted at $1,750,000 per year, based upon your annual performance, the Company’s financial performance, and in accordance with the Company’s general compensation policy for executives (these grants are at the sole discretion of the Compensation Committee and the Board, and are not guaranteed in any manner). All vesting is subject to your continual employment by Verifone on the applicable equity award vesting date. The awards will be subject to the terms and conditions of the applicable Verifone stock plan and Verifone award grant agreements under which the awards are granted.

With respect to your future relocation to California, Verifone will pay for or reimburse you for reasonable expenses actually incurred in and related to your relocation, subject to a maximum cap of $150,000. You agree to provide copies of any receipts as reasonable requested by Verifone to validate and process such reimbursement. You agree that you will be solely responsible for any income tax consequences associated 

VERIFONE, Inc.  | 2099 Gateway Place, Suite 600 | San Jose, CA 95110 | USA
(t) 408-232-7800  |  (f) 408-232-7811  |  www.Verifone.com

with such payments on your behalf or reimbursements.  If Verifone terminates your employment for cause or if you voluntarily resign your employment within one (1) year after your relocation to California, you agree to return to Verifone any such reimbursed relocation expenses paid on your behalf or to you.

Your hire package includes services from the Graebel International Relocation Group to assist with coordinating with the most efficient relocation to California.  Relocation benefits available to you include packing and shipping of your household goods/vehicles from Texas to California (subject to normal and customary list of allowable items for shipping), temporary storage of household goods in California for up to 6 months, relocation airfare and final trip costs, temporary living assistance while you look for appropriate long-term housing, and home sale / home purchase cost assistance.  Temporary living assistance will be provided for up to 6 months, or a total of $50,000 (and subject to the maximum cap on your package).  Once your offer is accepted, we will connect you with a Graebel relocation consultant to coordinate with you on your relocation needs. 

In addition to your salary, you and your qualified dependents will be eligible to receive customary employee benefits that Verifone provides to employees in comparable positions as the position being offered to you.  Most of these benefits take effect on your first day of employment with Verifone.  These comprehensive benefits include medical, dental, life, and disability plans.  With a few restrictions and eligibility requirements, additional benefits include:
		
	•
	Paid Company Holidays

		
	•
	Paid Flexible Time Off (FTO)

		
	•
	401(k) Retirement, Savings, and Investment Plan

		
	•
	Education Reimbursement Plan

Verifone desires to attract and retain individuals who meet our high standards of performance and conduct.  However, Verifone cannot guarantee that you will be employed for any specific length of time.  Except as provided herein, your employment will be at will, and may be terminated at any time by either you or Verifone. We will work closely with you to ensure that you understand our performance and productivity expectations. Please note that Verifone may modify the terms, conditions, duties, compensation and benefits associated with your employment at any time in its sole discretion, except to the extent such compensation and benefits are vested.

As a Verifone employee, you will be expected to abide by Verifone’s policies and procedures which are posted on our internal company website.  Acceptance of employment with Verifone will indicate your agreement to be bound by all terms of Verifone’s policies and procedures.  In the event of any dispute or claim relating to or arising out of this agreement, our employment relationship, or the termination of our employment relationship (including, but not limited to, any claims of wrongful termination or age, gender, disability, race, or other discrimination or harassment), you and Verifone agree that all such disputes and claims shall be fully, finally, and exclusively resolved by binding arbitration conducted by the American Arbitration Association (“AAA”) in Santa Clara County, California (unless we mutually agree to a different location). You and the Verifone each expressly waive their respective rights to have such disputes tried by a court or jury. The arbitration will be conducted by a single arbitrator appointed by the AAA in accordance with the AAA’s then-current rules for the resolution of employment disputes, which can be reviewed at www.adr.org. 

In your work for Verifone, you will be expected not to use or disclose any confidential information, including, but not limited to, trade secrets of any former employer or other person to whom you have an obligation of confidentiality.  Rather, you will be expected to use only that information which is generally known and used by persons with training and experience comparable to your own, which is common knowledge in the industry, which is otherwise legally in the public domain, or which is otherwise provided or developed by Verifone.  You agree that you will not bring onto Verifone’s premises any unpublished documents or property belonging to any former employer or other person to whom you have an obligation of confidentiality. You represent that you have disclosed to Verifone any contract you have signed that may restrict your activities on behalf of Verifone.

VERIFONE, Inc.  | 2099 Gateway Place, Suite 600 | San Jose, CA 95110 | USA
(t) 408-232-7800  |  (f) 408-232-7811  |  www.Verifone.com

As a condition of employment, you must also comply with the enclosed Patent and Confidential Information Agreement, which prohibits unauthorized use or disclosure of Verifone proprietary information.  Please sign and return this document along with the signed offer letter.

This offer is contingent upon successful completion of a background investigation including criminal history and identity check and subject to your submission of an I-9 form and satisfactory documentation regarding your identification and right to work in the United States, no later than three working days after your employment begins.

Please indicate your acknowledgement and acceptance of the offer set forth in this letter by signing, dating, and returning a signed copy of this offer letter, together with a signed copy of the enclosed Patent and Confidential Information Agreement, to me no later than 5:00pm Pacific time on November 19, 2014 (if not so returned by that date, this offer will expire).

Glen, we look forward to having you as a member of the Verifone team and to developing a mutually beneficial working relationship.  

Sincerely,

Todd Shaw
Chief Human Resources Officer
Verifone, Inc.

Acknowledged and Accepted by:

/s/ Glen Robson                11/16/2014        1/19/2015
_______________________                      ___________        _________________________
 Glen Robson                                               Date             Employment Start Date

VERIFONE, Inc.  | 2099 Gateway Place, Suite 600 | San Jose, CA 95110 | USA
(t) 408-232-7800  |  (f) 408-232-7811  |  www.Verifone.comEX-10

 Exhibit 10.1 

MANTECH INTERNATIONAL CORPORATION 

2016 EXECUTIVE INCENTIVE COMPENSATION PLAN 
  

	1.0	OVERVIEW 

 ManTech International Corporation (the “Company”) has
established this 2016 Executive Incentive Compensation Plan (this “Plan”) to help attract, retain and motivate our executives to achieve certain goals and objectives. Incentive compensation is an integral part of the Company’s
compensation program. This Plan sets forth a uniform, systematic, and measurable process for determining incentive compensation. The Compensation Committee of the ManTech International Corporation Board of Directors (the “Compensation
Committee”) has ultimate authority over the implementation and interpretation of this Plan. 
  

	2.0	PLAN PARTICIPANTS 

 All executive officers of the Company, including the CEO, CFO, Deputy
CFO, the presidents of the Company’s principal business groups (the “Business Group Presidents”), as well as any other Company officer so designated by the Compensation Committee, participate in this Plan (together, the
“Participants”). 
  

	3.0	POLICY 

 For each Participant, a set of performance goals for the applicable criteria
under this Plan (the “Participant Goals”) and relative weightings shall be established, reviewed and memorialized according to the process set forth below. All Participant Goals shall be specific, measurable, and quantitative, to
the extent practical. The goal-setting process shall be accomplished in accordance with a time schedule established by the Compensation Committee and CEO. 

In the case of the Business Group Presidents, the Participant Goals shall include both performance goals established for the applicable
business group (“Business Group Goals”) and performance goals established for the Company as a whole (“Company Goals”). In the case of all other Participants, the Participant Goals shall be comprised solely of
Company Goals. 
 Participant Goals for each Participant shall be set forth in a separate agreement or worksheet (each a “Plan
Worksheet”). Each Plan Worksheet shall also set forth (i) the relative weightings for the various Participant Goals; (ii) a threshold, target and maximum performance score (and corresponding award amount); and (iii) other
factors to be used in the Scoring Process (as defined below). 
 After the end of the fiscal year, actual results shall be measured against
Participant Goals to determine whether and to what extent incentive compensation has been earned under this Plan for each Participant. This process is referred to in this Plan as the “Scoring Process.” 

The Compensation Committee has the authority to exercise negative discretion to reduce the amount otherwise payable to any Participant under
the Plan. The exercise of this negative discretion may be based on any factors deemed appropriate by the Compensation Committee. 

  
 2016 Executive
Incentive Compensation Plan 
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 Additionally, the Compensation Committee may, outside the terms of this Plan, consider whether a
discretionary bonus is warranted for any Participant. In making that determination, the Compensation Committee may consider any objective or subjective factors that the Compensation Committee deems appropriate in its sole discretion, including
recommendations from the CEO. 
  

	4.0	Process 

 This Section 4 uses the following terms (which terms also operate in the
Plan Worksheets). 
  

	 	•	 	Business Group Performance Score – for each Participant, the sum of the weighted Performance Goal Scores for each of the Business Group Goals. 

 

	 	•	 	Company Performance Score – for each Participant, the sum of the weighted Performance Goal Scores for each of the Company Goals. 

 

	 	•	 	Factor – the weighting percentage assigned to each Participant Goal for a particular individual. The Factors shall total 100% for each set of goals for each individual (Company Goals and Business Group Goals
are each a set of goals). For each Participant under this Plan, the Factors applicable to each Participant Goal may differ. If applicable, each set of Company Goals and Business Group Goals shall be weighted such that the total weighting equals 100%
for the two sets combined. 

  

	 	•	 	Final Performance Score – the sum of (i) the applicable weighted Business Group Performance Score, and (ii) the weighted Company Performance Score for each Participant. For Participants with no
Business Group Goals, the Company Performance Score for that Participant shall be the Final Performance Score. 

  

	 	•	 	Incentive Compensation Payout Schedule – a schedule that sets forth the incentive compensation payment amount that corresponds to each performance score between and including the threshold and maximum Final
Performance Scores. 

  

	 	•	 	Performance Goal Score – for each Participant Goal, the amount of a measure actually achieved, expressed as a percentage, relative to the Performance Goal (the Performance Goal Score at target would be
100%). 

  

	 	•	 	Total Earned Incentive Compensation – the incentive compensation amount payable to a Participant based on his or her Final Performance Score, prior to any adjustment by the Compensation Committee.

  

	 	4.1	Performance Criteria for Goals 

  

	 	•	 	Company Performance Criteria 

  

	 	•	 	Revenue (revenue as recognized for the performance period in accordance with GAAP principles) 

  

	 	•	 	Earnings before interest and taxes (EBIT), measured as a dollar amount (also sometimes referred to as Operating Income) 

  

	 	•	 	Bookings (full value of contract award for single award contracts, plus the value of multiple award wins, determined in accordance with ManTech’s standard bookings recognition policy) 

  
 2016 Executive
Incentive Compensation Plan 
 Page 2 of 5 

	 	•	 	Business Group Performance Criteria (measured in the same manner as Business Group Goals) 

  

	 	•	 	Revenue 

  

	 	•	 	EBIT, measured as a dollar amount 

  

	 	•	 	Bookings 

  

	 	4.2	Guidance for Goal-Setting Process 

 The following process shall be used to prepare
initial recommendations for the Compensation Committee’s consideration: 
  

	 	•	 	The Chairman of the Compensation Committee shall be responsible for the establishment of Participant Goals and weightings for the CEO (the Chairman of the Compensation Committee may request the assistance of the CFO or
other Company personnel in this effort, as he deems necessary or appropriate). 

  

	 	•	 	The Company Goals and weightings applicable to each Participant (other than the CEO) shall be initially established by the CEO, with input from the CFO and the Compensation Committee. 

 

	 	•	 	Business Group Goals and weightings applicable to each Participant shall be initially established by the CEO, with input from the CFO and after consulting with the applicable Business Group President. 

All Participant Goals and weightings shall be subject to review, modification and final approval by the Compensation Committee. 

 

	 	4.3	Threshold, Target and Maximum Awards 

 Each Participant shall have threshold, target, and
maximum incentive compensation amounts that correspond to threshold, target and maximum Final Performance Scores. For each Participant, the target award amount shall be expressed as a fixed number or a percentage of his or her base salary as of
April 1, 2016, as established by the Compensation Committee, and shall represent the amount of incentive compensation that the Participant will earn if his or her actual Final Performance Score is equal to that which would result from 100%
achievement of all Participant Goals. 
  

	 	4.4	Guidance for Scoring Process 

  

	 	•	 	Overview: Actual results for the year shall be determined and then compared to the Participant Goals. The Final Performance Score shall be calculated for each Participant and shall determine the Total Earned
Incentive Compensation pursuant to the applicable Incentive Compensation Payment Schedule. The amount of any incentive compensation amount actually paid may be reduced by the Compensation Committee’s exercise of negative discretion.

  
 2016 Executive
Incentive Compensation Plan 
 Page 3 of 5 

	 	•	 	Scoring Process: 

  

	 	•	 	The Performance Goal Score with respect to each of the Participant Goals shall be determined. 

  

	 	•	 	The Performance Goal Scores shall be weighted by multiplying each score by the applicable Factor and summed to determine the Participant’s Company Performance Score and (if applicable) Business Group Performance
Score. 

  

	 	•	 	For Participants with both Business Group Goals and Company Goals, each of the Business Group Performance Score and the Company Performance Score shall be multiplied by a weighting factor, and such resulting amounts
shall then be added together to yield the Final Performance Score (unless otherwise expressly provided in the individual Plan Worksheet, each of the Business Group Performance Score and the Company Performance Score shall be equally weighted at
50%). 

  

	 	•	 	For Participants with only Company Goals, the Participant’s Company Performance Score will constitute his or her Final Performance Score. 

 

	 	•	 	Based on the Participant’s Final Performance Score, the Total Earned Incentive Compensation will be derived from the applicable Incentive Compensation Payout Schedule included on the Participant’s Plan
Worksheet. 

  

	 	•	 	Adjustments to Results Achieved: With respect to any Performance Goal Score, the Compensation Committee shall have the authority to determine whether and by what amount the actual result used to calculate the
achievement of a performance goal should be adjusted to account for extraordinary events or circumstances. In making any such determination the Compensation Committee may take into consideration the effect of any adjustment on the treatment of
payments made pursuant to this Plan under Section 162(m) of the Internal Revenue Code. 

  

	 	•	 	Out of Cycle Salary Changes: The Compensation Committee shall determine the effect of any out-of-cycle salary changes on a Participant’s Total Earned Incentive Compensation, and in making such determination
may take into consideration the effect of any adjustment on treatment of payments made pursuant to this Plan under Section 162(m) of the Internal Revenue Code. 

 

	 	•	 	Final Compensation Committee Review and Certification: The Compensation Committee will review and approve any and all incentive compensation amounts paid under this Plan, including the Total Earned Incentive
Compensation for each Participant. The Compensation Committee has the authority to reduce the payment amount due to any Participant hereunder, based on any factor deemed relevant by the Compensation Committee. No incentive compensation payment
amount for any executive officer shall be paid out until the results are certified or otherwise formally approved by the Compensation Committee. Payments under this Plan, if any, shall be made on or before March 15, 2017. Unless the
Compensation Committee determines otherwise in its sole discretion, a Participant’s right to receive any incentive compensation payment hereunder shall be forfeited if the Participant is not an employee of the Company in good standing on
December 31, 2016. 

  
 2016 Executive
Incentive Compensation Plan 
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	5.0	RECOVERY OF AWARDS 

 Awards under the Plan are subject to the terms and conditions of any
clawback policy which the Company may adopt to conform to the requirements of Section 954 of the Dodd-Frank Wall Street Reform and Consumer Protection Act. 
  

	6.0	AUTHORIZATION 

 The Compensation Committee has authorized the development of this Plan
and, with the assistance of the CEO, shall oversee the consistent and equitable implementation of the provisions of this Plan and the individual Participants’ Plan Worksheets. Senior management and other Company personnel designated by the
Compensation Committee will support the administration of the Plan. 

  
 2016 Executive
Incentive Compensation Plan 
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