Document:

MasterCard International Incorporated Change in Control Severance Plan

 Exhibit 10.2 
 MasterCard International Incorporated Change in Control Severance Plan 
 The MasterCard International Incorporated Change in Control
Severance Plan (the “Plan”) sets forth the guidelines for MasterCard International Incorporated (the “MasterCard”) and certain of its Affiliates and subsidiaries that have elected to participate in the Plan (the
“Participating Employers” and collectively with MasterCard, “the Company”) with respect to change in control severance payments and benefits to certain of their employees who meet the eligibility requirements set forth in the
Plan. At all times, payments under the Plan shall be made solely from the general assets of the Company. 
 Effective Date 
 The Plan is effective as of August 1, 2009. 
 Adoption

 Affiliates and subsidiaries of MasterCard may adopt this Plan upon approval by the Severance Plan Committee. The list of the Participating Employers as
of the Effective Date is attached to this Plan as Exhibit A. 
 Eligibility 
 The following employees of the Company are eligible to participate in the Plan (“Eligible Employees”): 
  

	 	•	 	 Employees whose terms and conditions of employment are not governed by an employment agreement with the Company and who have been selected prior to a
“Change-in-Control” (as such term is defined in the “Definitions” section), in writing, by the Chief Executive Officer (“CEO”) of MasterCard or by the Human Resources and Compensation Committee, as eligible to
participate in the Plan, provided that the written selection by the CEO must be made at least six (6) months preceding a Change-in-Control. Such selection shall be made in the CEO’s or the Human Resources and Compensation Committee’s
sole and absolute discretion. 

 Qualification 
  

	 	a.	the Eligible Employee is terminated by the Company or by the Company’s successor without “Cause” (as such term is defined in the “Definitions” section), and
such termination occurs within six (6) months preceding, or within two (2) years following, a Change in Control, or 

  

	 	b.	the Eligible Employee terminates his or her employment with the Company or with the Company’s successor for “Good Reason” (as such term is defined in the
“Definitions” section), and such termination occurs within six (6) months preceding, or within two (2) years following, a Change-in-Control. 

  

	 	•	 	 The Eligible Employee’s employment may be terminated at the option of the Eligible Employee, effective ninety (90) days after the giving of written notice
to the Company by such Eligible Employee of the grounds for termination for Good Reason, which grounds, as specified by the Eligible Employee, have not been cured by the Company during such ninety (90) day period; provided, however, that such
Eligible Employee gave notice to the Company 

	 	 
of the event(s) constituting Good Reason within sixty (60) days after such event(s) (or within sixty (60) days after a Change in Control, if the
events giving rise to the Eligible Employee’s termination for Good Reason occurred during the six (6) month period preceding a Change in Control). 

  

	 	•	 	 The Company may waive all or part of the ninety (90) day notice required to be given by the Eligible Employee hereunder by giving written notice to such
Eligible Employee. 

 Circumstances of Ineligibility 
 Notwithstanding the foregoing, an Eligible Employee shall not be entitled to receive a Change-in-Control Pay (as defined below) if any of the following Circumstances of Ineligibility apply to such Eligible Employee.

  

	 	a.	the Eligible Employee’s employment is terminated due to death or, at the option of the Company, upon the “Disability” (as such term is defined in the
“Definitions” section) of the Eligible Employee; 

  

	 	b.	the Eligible Employee elects to voluntarily terminate his or her employment with the Company or a successor for any reason other than for Good Reason; 

  

	 	c.	the Eligible Employee’s employment with the Company or a successor is terminated for Cause, at any time preceding or following a Change-in-Control; 

  

	 	•	 	 The Eligible Employee’s employment may be terminated for “Cause” by the Company, upon the authority of MasterCard’s CEO, effective upon the
giving of written notice by the Company to the Eligible Employee of such termination for “Cause”, or effective upon such other date as specified therein (“Notice of Termination for Cause”). The Company’s Notice of
Termination For Cause shall state the date of termination and the basis for the Company’s determination that the Eligible Employee’s actions establish Cause hereunder; 

  

	 	d.	the failure by the Eligible Employee to give notice of termination for Good Reason (as described above); or 

  

	 	e.	the Eligible Employee is subject to the Company’s Mandatory Retirement policy and retires thereunder. 

  

	
	 
	 In no event shall a Change in Control
of the Company alone, without a related termination of
 employment, give rise to any Change- in-Control Pay and benefits under the
Plan.

	  

 Amount and Duration of Change in Control Severance Payments 
 If the Eligible Employee is entitled to receive a Change-in-Control Pay, and has not been rendered ineligible for receipt of such Change-in-Control Pay due to a
Circumstance of Ineligibility, the Eligible Employee shall be entitled to the following payments: 
  

	a.	Accrued Payments 

 The Eligible Employee shall be entitled to the
following payments following the Date of Termination (as such term is defined in the “Definitions” section): 
  

	 	•	 	 a lump sump payment (subject to any previously elected deferrals under the MasterCard Incorporated Deferral Plan), within thirty (30) days following the Date
of Termination of all “Base Salary” (as such term is defined in the “Definitions” section) earned but not paid prior to the Date of Termination; 

  

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	 	•	 	 a lump sum payment within thirty (30) days following the Date of Termination equal to all accrued but unused vacation time up to the Date of Termination;

  

	 	•	 	 a pro rata portion (based upon actually completed calendar months worked) of the annual incentive bonus payable for the year in which the Eligible Employee’s
termination of employment occurs based on the actual performance of the Company for the applicable performance period as determined by the Compensation Committee and payable in accordance with the regular bonus pay practices of the Company, as
contemplated in accordance with the requirements of Section 162(m) of the Internal Revenue Code of 1986, as amended (the “Code”); and 

  

	 	•	 	 to the extent not already paid, the annual incentive bonus for the year immediately preceding the year in which the Eligible Employee’s Date of Termination
occurs, payable in the amount and at the time such bonus would have been paid had he or she remained employed. 

  

	b.	Change-in-Control Pay 

 The Eligible Employee shall be entitled to
receive (i) Base Salary continuation, and (ii) payment (subject to any previously elected deferrals under the MasterCard Incorporated Deferral Plan), of an amount equivalent to the average annual incentive bonus received by such Eligible
Employee with respect to the prior two (2) years of the Eligible Employee’s employment by the Company (the “Average Bonus Payment”), payable on a schedule in accordance with the regular payroll practices (but in no event less
frequently than monthly) and annual incentive bonus pay practices of the Company (such Base Salary continuation and Average Bonus Payment being collectively referred to herein as “Change-in-Control Pay”) for, and with respect to a
twenty-four (24) month period following the Eligible Employee’s Date of Termination ( the “Change-in-Control Pay Period”). 
  

	c.	Medical Benefits Continuation 

 The Eligible Employee shall be
entitled to payment by the Company on the Eligible Employee’s behalf, for the monthly cost of the premiums for coverage under the Consolidated Omnibus Reconciliation Act of 1985, as amended (“COBRA”), for a period equivalent to the
eighteen (18) month COBRA period (twenty-nine (29) month period, if the Eligible Employee is disabled under the Social Security Act within the first sixty (60) days of the continuation period) or the Change-in-Control Pay Period,
whichever is shorter (the “Medical Benefits”), provided, however, such coverage shall not be provided if during such period the Eligible Employee is or becomes ineligible under the provisions of COBRA for continuing coverage; and provided,
further, that if the Eligible Employee is eligible for Retiree Health Coverage under the MasterCard Retiree Health Plan, the Company shall pay the full cost of such Retiree Health or COBRA coverage, as applicable, during the Change-in-Control Pay
Period and thereafter, retiree contribution levels provided under the provisions of the Retiree Health Plan shall apply. 
  

	d.	Outplacement Services 

 The Eligible Employee shall be entitled to
reasonable outplacement services, to be provided by a firm selected by the Company, at a level generally made available to executives of the Company for the shorter of the Change-in-Control Pay Period or the period he or she remains unemployed.

  

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	e.	Additional Payments 

 The Eligible Employee shall be entitled to
such other benefits, if any, to which such Eligible Employee is expressly eligible following the termination of the Eligible Employee’s employment by the Company without Cause, by the Eligible Employee with Good Reason, payable or made
available under such terms and conditions as may be provided by the then existing plans, programs and/or arrangements of the Company (other than any severance payments payable under the terms of any benefit plan, including, but not limited to, the
MasterCard International Incorporated Severance Plan). 
  

	f.	Separation Agreement and Release 

 The Company’s obligations to
make payments and provide benefits under this “Amount and Duration of Change in Control Severance Payments” section, paragraphs (b)-(d), are conditioned upon the Eligible Employee’s execution (without revocation) of the Company’s
separation agreement and release of all claims related to the Eligible Employee’s employment or the termination thereof in a form satisfactory to MasterCard (the “Separation Agreement and Release”), which Separation Agreement and
Release shall include a 2-year non-competition restriction and a 2-year non-solicitation restriction, as more fully described in such Separation Agreement and Release, provided that if the Eligible Employee should fail to execute such Separation
Agreement and Release within sixty (60) days following the Date of Termination, the Company shall not have any obligation to make the payments and provide the benefits contemplated under this “Amount and Duration of Change in Control
Severance Payments” section, paragraphs (b)-(d). 
 Income Taxes 
 The change in control severance payments and benefits provided hereunder are subject to all applicable foreign, federal, state, and local tax withholding and generally are taxable income to the Eligible Employee.

 Section 409A of the Code 
 Notwithstanding any
other provision of the Plan, if any payment, compensation or other benefit provided to the Eligible Employee in connection with his or her employment termination is determined, in whole or in part, to constitute “nonqualified deferred
compensation” within the meaning of Section 409A of the Code and the Eligible Employee is a specified employee as defined in Section 409A(a)(2)(b)(i) of the Code, no part of such payments shall be paid before the day that is six
(6) months plus one (1) day after the Date of Termination (such date, the “New Payment Date”). The aggregate of any payments that otherwise would have been paid to the Eligible Employee during the period between the Date of
Termination and the New Payment Date shall be paid to the Eligible Employee in a lump sum on such New Payment Date. Thereafter, any payments that remain outstanding as of the day immediately following the New Payment Date shall be paid without delay
over the time period originally scheduled, in accordance with the terms of the Plan. If the Eligible Employee dies during the period between the Date of Termination and the New Payment Date, the amounts withheld on account of Section 409A of
the Code shall be paid to the Eligible Employee’s beneficiary within thirty (30) days of the Eligible Employee’s death. 
 Notwithstanding the
preceding paragraph, Change-in-Control Pay in an amount up to two (2) times the lesser of: (i) the Eligible Employee’s Base Salary for the year preceding the year in which the Date of Termination occurs; and (ii) the maximum
amount that may be taken into account under a qualified plan pursuant to Section 401(a)(17) of the Code for the year in which the Date of Termination occurs, shall be paid in accordance with the schedule set forth in the “Amount and
Duration of Change in Control Severance Payments” section, paragraph (b), without regard to such six (6) month delay. 
  

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 The Plan is intended to comply with the requirements of Section 409A of the Code, and, specifically, with the
separation pay exemption and short term deferral exemption of Section 409A of the Code, and shall in all respects be administered in accordance with Section 409A of the Code. Notwithstanding anything in the Plan to the contrary,
distributions may only be made under the Plan upon an event and in a manner permitted by Section 409A of the Code or an applicable exemption. All payments to be made upon a termination of employment under the Plan may only be made upon a
“separation from service” under Section 409A of the Code. For purposes of Section 409A of the Code, the right to a series of installment payments under the Plan shall be treated as a right to a series of separate payments. In no
event may the Eligible Employee, directly or indirectly, designate the calendar year of a payment. All reimbursements and in-kind benefits provided under the Plan and the Separation Agreement and Release shall be made or provided in accordance with
the requirements of Section 409A of the Code, including, where applicable, the requirement that (i) any reimbursement shall be for expenses incurred during the Eligible Employee’s lifetime (or during a shorter period of time specified
in the Plan or the Separation Agreement and Release, as applicable), (ii) the amount of expenses eligible for reimbursement, or in-kind benefits provided, during a calendar year may not affect the expenses eligible for reimbursement, or in-kind
benefits to be provided, in any other calendar year, (iii) the reimbursement of an eligible expense will be made on or before the last day of the calendar year following the year in which the expense is incurred, and (iv) the right to
reimbursement or in-kind benefits is not subject to liquidation or exchange for another benefit. 
 Administration of Plan 
 The “Plan Administrator” (as such term is defined in the “Definitions” section) shall have the exclusive right, power, and authority, in its sole and
absolute discretion, to administer, apply, and interpret the Plan and to decide all matters arising in connection with the operation or administration of the Plan. Without limiting the generality of the foregoing, the Plan Administrator shall have
the sole and absolute discretionary authority to: 
  

	 	•	 	 take all actions and make all decisions with respect to the eligibility for, and the amount of, Change in Control Pay and benefits payable under the Plan;

  

	 	•	 	 formulate, interpret and apply rules, regulations, and policies necessary to administer the Plan in accordance with its terms; 

  

	 	•	 	 decide questions, including legal or factual questions, with regard to any matter related to the Plan; 

  

	 	•	 	 to construe and interpret the terms and provisions of the Plan and all documents which relate to the Plan and to decide any and all matters arising thereunder
including the right to remedy possible ambiguities, inconsistencies or omissions; and 

  

	 	•	 	 except as specifically provided to the contrary in the “Claims and Appeal Procedures” section, process, and approve or deny, claims for change in control
severance payments and benefits under the Plan. 

 All determinations made by the Plan Administrator as to any question involving their
respective responsibilities, powers and duties under the Plan shall be final and binding on all parties, to the maximum extent permitted by law. All determinations by MasterCard referred to in the Plan shall be made by MasterCard in its capacity as
an employer and settlor of the Plan. 
  

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 Modification or Termination of Plan 
 MasterCard reserves the right in its sole and absolute discretion, to amend, modify, or terminate the Plan, in whole or in part, including any or all of the provisions of the Plan, for any reason, at any time, by
action of the Human Resource Compensation Committee of MasterCard. Notwithstanding the foregoing, for a two year period following a Change in Control, no amendment, modification or termination of the Plan which may have a detrimental effect on the
rights or benefits payable to any Eligible Employee without such Eligible Employee’s written consent. 
 Claims and Appeal Procedures 

The Plan Administrator shall make a determination in connection with the termination of employment of any Eligible Employee as to whether a benefit under the Plan is
payable to such Eligible Employee, taking into consideration any determination made by the Company as to the circumstances regarding the termination, the Company’s decision as to whether or not to pay a benefit under the
“Qualification” section, paragraph (c), or the potential applicability of any Circumstances of Ineligibility, and as to the amount of payment. The Plan Administrator shall advise any Eligible Employee it determines is entitled to change in
control severance payments and benefits under the Plan and the amount of such Change in Control Pay and benefits. The Plan Administrator may delegate any or all of its responsibilities under this section. 
 Claim Procedures 
 Each Eligible Employee or his or her authorized
representative (each, the “Claimant”) claiming change in control severance payments and benefits under the Plan who has not been advised of such change in control severance payments and benefits by the Plan Administrator or who is not
satisfied with the amount of any change in control severance payments and benefits awarded under the Plan is eligible to file a written claim with the Plan Administrator. 
 Within ninety (90) days after receiving the claim, the Plan Administrator will decide whether or not to approve the claim. The ninety (90)-day period may be extended by the Plan Administrator for an additional
ninety (90)-day period if special circumstances require an extension of time to consider the claim. If the Plan Administrator extends the ninety (90)-day period, the Claimant will be notified in writing before the expiration of the initial 90-day
period as to the length of the extension and the special circumstances that necessitate the extension. 
 If the claim is denied, the Plan Administrator
shall set forth in writing or electronically the reasons for the denial; the relevant provisions of the Plan on which the decision is made; a description of the Plan’s claim appeal procedures; and if additional material or information is
necessary to perfect the claim, an explanation of why such material or information is necessary. The notice will also include a statement regarding the procedures for the Claimant to file a request for review of the claim denial as set forth in the
“Appeal Procedures” section and the Claimant’s right to bring a civil action under Section 502(a) of the Employee Retirement Income Security Act of 1974, as amended (“ERISA”) following a claim denial on appeal.

 Appeal Procedures 
 If a claim has been denied by the
Plan Administrator and the Claimant wishes further consideration and review of his or her claim, he or she must file an appeal of the denial of the claim to the Plan Administrator no later than sixty (60) days after the receipt of the written
notification of the Plan Administrator’s denial. In correlation with his or her appeal, the Claimant may request the opportunity to 

  

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review relevant documents prior to submission of a written statement, submit documents, records and comments in writing, and receive, upon request and free
of charge, reasonable access to and copies of all documents, records and other information relevant to the Claimant’s claim for severance and benefits under the Plan. The review of the appeal by the Plan Administrator will take into account all
comments, documents, records and other information submitted by the Claimant relating to the claim, without regard to whether such information was submitted or considered in the initial review of the claim. 
 The Plan Administrator will notify the Claimant in writing or electronically of its decision with respect to its review of the appeal within sixty (60) days of the
receipt of the request for a review of the claim. Due to special circumstances, the Plan Administrator may extend the time to reach a decision with respect to the appeal of the claim denial, in which case the Plan Administrator will notify the
Claimant in writing before the expiration of the initial 60-day period as to the length of the extension and the special circumstances that necessitate such extension and render a decision as soon as possible, but not later than one hundred twenty
(120) days following the receipt of the Claimant’s request for appeal. 
 If the appeal is denied, the Plan Administrator will set forth in writing
or electronically the specific reasons for the denial and references to the relevant Plan provisions on which the determination of the denial is based. The notice will also include a statement that the Claimant is entitled to receive, upon request
and free of charge, reasonable access to, and copies of, all documents, records and other information relevant to the claim, and a statement of the Claimant’s right to bring an action under Section 502(a) of ERISA. 
 Exhaustion of Remedies under the Plan 
 A Claimant wishing to seek
judicial review of an adverse benefit determination under the Plan, whether in whole or in part, must file any suit or legal action, including, without limitation, a civil action under Section 502(a) of ERISA, within one (1) year of the
date the final decision on the adverse benefit determination on review is issued or should have been issued or lose any rights to bring such an action. If any such judicial proceeding is undertaken, the evidence presented shall be strictly limited
to the evidence timely presented to the Plan Administrator. A Claimant may bring an action under ERISA only after he or she has exhausted the Plan’s claims and appeal procedures. 
 Miscellaneous Provisions 
  

	 	•	 	 Neither the establishment of this Plan, nor any modification thereof, nor the payment of any change in control severance payments and benefits hereunder, shall be
construed as giving to any Eligible Employee, or other person, any legal or equitable right against the Company or any current or former officer, director, or employee thereof, and in no event shall the terms and conditions of employment by the
Company of any Eligible Employee be modified or in any way affected by this Plan. 

  

	 	•	 	 The records of the Company with respect to employment history, compensation, absences, illnesses, and all other relevant matters shall be conclusive for all
purposes of this Plan. 

  

	 	•	 	 The respective terms and provisions of the Plan shall be construed, whenever possible, to be in conformity with the requirements of ERISA, or any subsequent laws or
amendments thereto. To the extent not to conflict with the preceding sentence, the construction and administration of the Plan shall be in accordance with the laws of the state of New York applicable to contracts made and to be performed within the
state of New York (without reference to its conflicts of law provisions). 

  

	 	•	 	 Nothing contained in this Plan shall be held or construed to create any liability upon the Company to retain any employee in its service or to change the
employee-at-will status of any employee. All 

  

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employees shall remain subject to discharge or discipline to the same extent as if the Plan had not been put into effect. An employee’s failure to
qualify for or receive a change in control severance payments and benefits hereunder shall not establish any right to (i) continuation or reinstatement, or (ii) any benefits in lieu of change in control severance payments and benefits.

 Definitions 
  

			
	 Terms
	  	 Definitions

	 Affiliates
	  	Any corporation which is included in a controlled group of corporations (within the meaning of Section 414(b) of the Code) which includes MasterCard and any trade or business (whether or
not incorporated) which is under common control with MasterCard (within the meaning of Section 414(c) of the Code); provided that for purposes of this definition the ownership test percentage shall be 50% rather than 80%.
		
	 Base Salary
	  	The Eligible Employee’s annual base salary in effect at the time of termination, except in the case of a termination of employment by the Eligible Employee for Good Reason based on a
reduction of the Eligible Employee’s annual base salary, “Base Salary” shall mean the annual base salary in effect immediately prior to such reduction.
		
	 Change-in
 Control
	  	A change in control as set forth in the MasterCard Incorporated 2006 Long-Term Incentive Plan as it may be amended from time to time (“LTIP”).
		
	 Cause
	  	 •     the willful failure by the Eligible Employee to perform his or her
duties or responsibilities (other than due to Disability);
  
 •     the Eligible Employee’s engaging in serious misconduct that is injurious to the Company including, but not limited to, damage to its reputation or standing in its industry;

  
 •     the
Eligible Employee’s having been convicted of, or entered a plea of guilty or nolo contendere to, a crime that constitutes a felony, or a crime that constitutes a misdemeanor involving moral turpitude;
  
 •     the material breach by
the Eligible Employee of any written covenant or agreement with the Company not to disclose any information pertaining to the Company; or
  
 •     the breach by the Eligible Employee of the Code of Conduct, the Supplemental Code of Conduct,
any material provision of the Plan, or any material provision of the following the Company policies: non-discrimination, substance abuse, workplace violence, nepotism, travel and entertainment, corporation information security, antitrust/competition
law, enterprise risk management, accounting, contracts, purchasing, communications, investor relations, immigration, privacy, insider trading, financial process and reporting procedures, financial approval authority, whistleblower, anti-corruption
and other similar the Company policies, whether currently in effect or adopted after the Effective Date of the Plan.

		
	 Company
	  	MasterCard and its Affiliates and subsidiaries.
		
	 Disability
	  	 Disability shall be defined as set forth under the MasterCard Long-Term Disability Benefits Plan, as it may be amended from time to time.

 
 Any dispute concerning whether the Eligible Employee is deemed to have suffered a Disability for
purposes of the Plan shall be resolved in accordance with the dispute resolution procedures set forth in the MasterCard Long-Term Disability Benefits Plan.

		
	 Good Reason
	  	 The occurrence of any of the following without the prior written consent of the Eligible Employee:
  
 •     the assignment to a
position for which the Eligible Employee is not qualified or a materially lesser position than the position held by the Eligible Employee (although duties may differ without giving rise to a termination by the Eligible Employee for Good Reason);

  

 8 

			
		  	 •     a material reduction in the Eligible Employee’s annual Base
Salary except that a 10 percent reduction, in the aggregate, over the period of the Eligible Employee’s employment shall not be treated as a material reduction; or
  

•     the relocation of the Eligible Employee’s principal place of employment to a location
more than fifty (50) miles from the Eligible Employee’s principal place of employment (unless such relocation does not increase the Eligible Employee’s commute by more than twenty (20) miles), except for required travel on the
Company’s business to an extent substantially consistent with the Eligible Employee’s business travel obligations as of the date of relocation.

		
	 MasterCard
	  	MasterCard International Incorporated.
		
	 Participating
 Employers
	  	The Affiliates and subsidiaries of MasterCard that have adopted the Plan upon approval by the Severance Plan Committee.
		
	 Plan
 Administrator
	  	Group Head Global Rewards of Mastercard.
		
	 Severance
 Plan
 Committee
	  	The Severance Plan Committee serves as an advisory committee to the Plan Committee and consists of at least one member of the law, finance and human resources departments of
MasterCard.
		
	 Date of
 Termination
	  	The date on which the Eligible Employee incurs a termination of employment as described in the “Qualification” section or such other date on which an Eligible Employee incurs a
“separation from service” determined using the default provisions set forth in Section 1.409A-1(h) of the Treasury Regulations. Pursuant to such default provisions, an Eligible Employee will be treated as no longer performing services for
the Company when the level of services he or she performs for the Company decreases to a level equal to 20% or less of the average level of services performed by such Eligible Employee during the immediately preceding 36 months.

 Your Rights Under ERISA 
 The Department of Labor has issued regulations that require the Company to provide you with a statement of your rights under ERISA with respect to this Plan. The following statement was designated by the Department of
Labor to satisfy this requirement and is presented accordingly. 
 As a participant in the Plan, you are entitled to certain rights and protections under
ERISA. ERISA provides that all Plan participants are entitled to: 
 Receive Information About Your Plan and Benefits 
  

	1.	Examine, without charge, all Plan documents and copies of all documents filed by the Company with the Department of Labor. This includes annual reports and Plan descriptions. All
such documents are available for review in your Human Resources Department. 

  

	2.	Obtain, upon written request to the Plan Administrator, copies of documents governing the operation of the Plan, including copies of the latest annual report (Form 5500 Series)
and an updated summary plan description. The Plan Administrator may charge you a reasonable fee for the copies. 

  

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	3.	Receive a summary of the Plan’s annual financial report. Once each year, the Plan Administrator will send you a Summary Annual Report of the Plan’s financial activities at
no charge. 

 Prudent Action by Fiduciaries 
 In addition to creating rights for Plan participants, ERISA imposes duties upon the people who are responsible for the operation of the Plan. The people who operate your Plan, called fiduciaries of the Plan, have a duty to do so prudently
and in the interest of you and other Plan participants. 
 No one, including your employer or any other person, may fire you or otherwise discriminate
against you in any way to prevent you from obtaining a pension or welfare benefit or exercising your rights under ERISA. 
 Enforcing Your Rights 

 If your claim for change in control severance payments and benefits is denied or ignored in whole or in part, you have a right to receive a written
explanation of the reason for the denial, to obtain copies of documents related to the decision without charge, and to appeal any denial, all within certain time schedules. You have the right to have your claim reviewed and reconsidered. You also
have the right to request a review of the denial of your claim as explained in the “Appeal Procedures” section. No one, including your employer or any other person, may discriminate against you in any way to prevent you from obtaining
change in control severance payments and benefits under the Plan or exercising your rights under ERISA. 
 Under ERISA, there are steps you can take to
enforce the above rights. For instance, if you request materials from the Plan and do not receive them within thirty (30) days, you may file suit in a federal court. In such a case, the court may require the Plan Administrator to provide the
materials and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond the control of the Plan Administrator. If you have a claim for change in control severance payments and benefits
which is denied or ignored, in whole or in part, you may file suit in a state or federal court after you have exhausted the Plan’s claims and appeal procedures as described in the section “Claims and Appeal Procedures” hereof. If it
should happen that Plan fiduciaries misuse the Plan’s money, or if you are discriminated against for asserting your rights, you may seek assistance from the Department of Labor, or you may file suit in a federal court. 
 The court will decide who should pay court costs and legal fees. If you are successful, the court may order the person you sued to pay these costs and fees. If you lose,
the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous. 
 Assistance with Your Questions 

If you have any questions about the Plan, you should contact the Plan Administrator through your Human Resources Department. They will be glad to help you. If you have
any questions about this statement or about your rights under ERISA, or if you need assistance in obtaining documents from the Plan Administrator, you should contact the nearest Area Office of the Employee Benefits Security Administration,
Department of Labor, listed in your telephone directory, or you may contact: 
 The Division of Technical Assistance and Inquiries 
 Employee Benefits Security Administration, 
 Department of Labor 

200 Constitution Avenue, N.W., Room 5N625 
 Washington, DC 20210

 1-866-444-EBSA (1-866-444-3272) 
 www.dol.gov/ebsa (for general
information) 
 www.askebsa.dol.gov (for electronic inquiries) 
  

 10 

 You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications
hotline of the Employee Benefits Security Administration at 1-866-444-3272. 
 Administrative Facts 
  

			
	 Topic
	 	 Description

	 Plan Name
	 	MasterCard International Incorporated Change in Control Severance Plan
		
	 Plan Sponsor
	 	 MasterCard International Incorporated
 2000 Purchase
Street
 Purchase, NY 10577 USA

		
	 Source of Contributions to Plan
	 	Employer payments from corporate assets
		
	 Employer Identification Number
	 	95-2536378
		
	 Plan Number
	 	______            
		
	 Plan Administrator
	 	 Group Head Global Rewards
 MasterCard International
Incorporated
 2000 Purchase Street
 Purchase, NY 10577
USA
 914-249-5260

		
	 Agent for Receiving Service of Legal Process
	 	 General Counsel
 MasterCard International Incorporated

 2000 Purchase Street
 Purchase, NY 10577 USA
 914-249-5301

 Contact Information 
 If you have questions about this Plan, please contact your department’s HR Business Partner. If you do not know who your HR Business Partner is, call People Services and they will provide you with this information. 
 People Services 
  

			
	Phone:	  	 2-3800 (internal)
 1-636-722-3800
(external)

		
	Fax:	  	2-7911 (internal)
		  	1-636-722-7911 (external)
		
	E-Mail:	  	People_Services@MasterCard.com

  

 11 

 EXHIBIT A 
 PARTICIPATING EMPLOYERS 
 MasterCard Incorporated 
 MasterCard International LLC 
 MasterCard Advisors LLC 
  

 12Employment Agreement

 Exhibit 10.1 
 EMPLOYMENT AGREEMENT 
 This Employment Agreement (this “Agreement”) is entered into as of
June 3, 2009, by and between ManTech International Corporation, a Delaware corporation (“ManTech”) having an office and place of business at 12015 Lee Jackson Highway, Fairfax, Virginia 22033 and Lawrence B. Prior, III
(“Executive”). ManTech and Executive are sometimes also referred to herein individually as “Party” and collectively as “Parties.” 
 In consideration of the mutual promises and covenants set forth herein, and other good and valuable consideration, the sufficiency of which is hereby acknowledged, the Parties hereby agree as follows: 
 1. Position of Employment. ManTech will employ Executive in the position of President and Chief Operating Officer for ManTech and, in that
position, Executive will report to the Chairman of the Board and Chief Executive Officer of ManTech and have the duties, responsibilities and authority commensurate with the position. On or about the Start Date, Executive shall be appointed to
ManTech’s Board of Directors, and thereafter, upon expiration of such Board term or any future Board term during the Term of this Agreement, the Company’s senior management shall support Executive’s re-election to the Board. The terms
and conditions of Executive’s employment shall, to the extent not addressed or described in this Agreement, be governed by ManTech’s Policies and Procedures, ManTech’s Standards of Ethics and Business Conduct Booklet and existing
practices. In the event of a conflict between this Agreement and ManTech’s Policies and Procedures Manual, ManTech’s Standards of Ethics and Business Conduct Booklet or existing practices, the terms of this Agreement shall govern and no
cause termination event shall result from the foregoing policies, procedures and practices except as specifically provided herein. 
 2.
Start Date, Termination Date and Expiration Date. 
 2.1 Employment Start Date. Subject to the terms and conditions of this
Agreement, employment with ManTech is at-will. The employment period shall commence on 3 July 2009 (the “Start Date”) and shall terminate on the earliest of the following events: (i) the day set forth in a writing delivered by
Executive in accordance with Section 5.1 herein; (ii) the day set forth in a writing by ManTech in accordance with Section 5.2 herein; (iii) Executive’s Termination for Cause in accordance with Section 5.3 herein; or
(iv) Executive’s death or Disability termination in accordance with Section 5.4 herein (“Termination Date”). 
 2.2
Expiration of Agreement. This Agreement shall expire without further action on August 4, 2011 (the “Expiration Date”). 
  

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 EMPLOYMENT AGREEMENT 
 Lawrence B. Prior, III 
 3. Compensation and Benefits. 
 3.1 Base Salary. Subject to the terms and conditions of this Agreement, as compensation for Executive’s services hereunder, Executive shall be paid a base salary of approximately
$38,462 bi-weekly, which is the equivalent of $1,000,000 annually (“Base Salary”), less applicable federal, state and local withholding, such Base Salary to be paid to Executive in the same manner and on the same payroll schedule in which
all ManTech employees receive payment. Any increases in Executive’s Base Salary for years beyond the first year of Executive’s employment shall be in the sole discretion of the Compensation Committee of ManTech’s Board of Directors,
and nothing herein shall be deemed to require any such increase. 
 3.2 Annual Cash Bonus. Subject to the terms and conditions of this
Agreement, Executive shall be eligible to earn an Annual Cash Bonus. Executive’s entitlement to this form of incentive compensation is dependent upon Executive’s achievement of management goals and objectives as well as ManTech’s
overall performance during the annual period. For the fiscal year ending December 31, 2009, the Annual Cash Bonus will be guaranteed to be at least $600,000. The Annual Cash Bonus that may be earned upon the achievement of Target Performance
for FY 2010 will be at least 120% of Annual Base Salary. 
 3.3 Options. Subject to the terms and conditions of this Agreement,
Executive will receive a grant of Two Hundred Thousand (200,000) stock options on the date of ManTech’s next Quarterly Grant Date (to occur on August 3, 2009) pursuant to ManTech’s Stock Option Grant Policy. The stock options
will be subject to the terms and conditions of the grant and ManTech’s Management Incentive Plan. The exercise price of the stock options will be the closing price of ManTech’s stock on NASDAQ on the date of grant. 
 3.4 Benefits. Executive shall be eligible to participate in employee benefit plans, policies, or programs, or prerequisites that other ManTech
senior executives or officers participate. The terms and conditions of Executive’s participation in ManTech’s employee benefit plans, policies, programs, or perquisites shall be governed by the terms of each such plan, policy, or program.
Additionally, Executive shall be eligible to receive certain non-cash compensation consistent with his position as President and Chief Operating Officer that are detailed on Schedule 1, attached hereto. 
 3.5 Signing Bonus. Upon employment, within thirty (30) days after the Start Date, the Executive will receive a one time, Signing Bonus in the
amount of Five Hundred Thousand Dollars ($500,000). 
 3.6 Vacation. Executive will be provided with 160 hours (20 business days) of
vacation per year in accordance with ManTech’s current Policies and Procedures. 
  

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 EMPLOYMENT AGREEMENT 
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 3.7 Relocation Allowance. Executive will be provided, within thirty (30) days after the
Start Date, with a one-time payment of One Hundred Seventy Five Thousand Dollars ($175,000) for use at his own discretion to cover the expenses associated with the relocation of himself and his family to the DC Metropolitan Area. 
 4. Duties and Performance. 
 4.1
General Commitments, Etc. (a) Executive shall devote Executive’s full time, energy and skill to the performance of the services provided hereunder. Executive shall be based at ManTech’s corporate offices, but shall travel as
reasonably necessary to perform his duties. Executive shall not undertake, either as an owner, director, shareholder, employee or otherwise, the performance of services for compensation (actual or expected) for any other entity without the express
written consent of the Chairman of the Board, the Chief Executive Officer or the Board of Directors. 
 (b) ManTech agrees to
indemnification of Executive to the maximum extent permitted by ManTech’s charter documents (in effect on the date hereof) and applicable law and agrees to cover Executive under directors and officers liability insurance to the maximum extent
it covers any other officer or director. This obligation shall survive any termination of this Agreement or of Executive’s employment. 
 (c) Notwithstanding (a) above, Executive may be involved in charitable activities and manage his personal investments, provided that they do not in the aggregate materially interfere with the performance of his
duties hereunder. 
 4.2 Residence Requirement. Executive will relocate himself and his family to the DC Metropolitan Area as a
condition of his employment with ManTech. 
 5. Termination of Employment. 
 5.1 Termination of Employment by Executive. (a) The Executive may terminate employment with ManTech at any time during the course of this Agreement by giving not less than thirty
(30) days advance written notice to ManTech prior to the Termination Date (a “Voluntary Termination”) and may terminate employment for Good Reasons as provided in (b) below. In the event of a Voluntary Termination, ManTech will:
(i) pay to Executive earned but unpaid Base Salary through the Termination Date, less all deductions or offsets for agreed upon amounts owed to ManTech; (ii) reimburse Executive for any business expenses incurred but not reimbursed by
ManTech through the Termination Date (see Section 8 hereof); and (iii) provide Executive with the Annual Cash Bonus and benefits that Executive is entitled to receive as of the Termination Date, subject to, and in accordance with, the
terms of any applicable benefit or incentive compensation plan, policies or programs. 
  

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 EMPLOYMENT AGREEMENT 
 Lawrence B. Prior, III 
  

 (b) The Executive may terminate employment with ManTech for Good Reason at any time
in the event a Good Reason Event occurs, provided that Executive gives written notice to ManTech specifying such Good Reason Event within sixty (60) days of its occurrence, ManTech does not cure it within thirty (30) days of the giving of
such notice and Executive terminates his employment as a result thereof within thirty (30) days of such failure to timely cure the Good Reason Event. Good Reason Event shall mean the occurrence of any of the following without the
Executive’s prior written consent: (a) a material adverse change in Executive’s authority, duties or responsibilities, (b) a material reduction in Executive’s base salary (provided that reductions that are applicable to all
the Company’s executive officers, are less than 10% in amount, and that are proportionately applied among such person, shall not constitute a Good Reason); (c) the imposition of a requirement that the Executive be based at a location
outside of a 50-mile radius from the current corporate headquarters and which is not closer to Executive’s then residence than the current corporate headquarters or (d) a material breach of the Agreement by ManTech. 
 In the event of a termination for Good Reason prior to the Expiration Date, Executive shall be treated as if he was terminated without
Cause and receive the amounts due under Section 5.2 hereof, after due execution of the Release and other satisfaction of other conditions referenced in Section 5.2. 
 5.2 Termination of Employment by ManTech without Cause. ManTech may terminate this Agreement and Executive’s employment at any time by giving ten (10) days advance notice in
writing to the Executive prior to the Termination Date. In the event Executive’s employment is terminated by ManTech without “Cause” (as that term is defined herein in Section 5.3) before the Expiration Date, ManTech
shall, after Executive executes a waiver and release (the “Release”) of claims against ManTech (which shall have no post-employment obligation or limitation in it beyond those set forth herein and shall except out rights of
indemnification, rights to directors and officers liability insurance coverage, amounts due under this Section 5.2 and under equity plans and amounts that may be due under the change in control agreement executed simultaneously herewith), which
is not revoked by the Executive, within sixty (60) days after such termination make a lump sum payment equal to Executive’s Annual Base Salary (without regard to any reductions made to such amount that may be permitted by
Section 5.1(b)) and Target Annual bonus (which shall be deemed to be 120 percent of Annual Base Salary). In addition, Executive shall receive a pro rata Annual Cash Bonus which he would have received it if his service had continued in an amount
based on actual results for the year of termination and his relative period of service for such year, payable at the same time annual bonuses are paid to other similarly situated active employees of ManTech (provided that, if said termination occurs
during 2009, the pro rata Annual Cash Bonus shall not be less than $600,000). Furthermore, Executive shall immediately vest in the equity grant, made pursuant to Section 3.3 hereof as if he had worked through the second anniversary of the Grant
Date of such options. Executive shall have no obligation to mitigate such amounts and such amounts should not be reduced by any amount earned by him after termination. 
  

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 EMPLOYMENT AGREEMENT 
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 In the event Executive’s employment is terminated by ManTech without Cause before or after
the Expiration Date, then ManTech shall: (i) pay to Executive all Base Salary earned but unpaid as of the Termination Date, less all deductions or offsets for amounts owed to ManTech; (ii) reimburse Executive for any business expenses
(see Section 8) incurred through the Termination Date; and (iii) provide Executive with Annual Cash Bonus and benefits to which Executive may be eligible as of the Termination Date, subject to, and in accordance with, the terms of any
applicable benefit or incentive compensation plan, policies or programs. 
 5.3 Termination of Employment by ManTech with Cause.
ManTech may, at any time upon written notice, terminate the Executive for “Cause” (as defined herein). Upon termination for “Cause”, ManTech shall: (i) pay to Executive all Base Salary earned but unpaid as of the Termination
Date, less all deductions or agreed upon offsets for amounts owed to ManTech; (ii) reimburse Executive for any expenses (as described herein in Section 8) incurred through the Termination Date; and (iii) provide Executive with Annual
Cash Bonus and benefits to which Executive may be eligible as of the Termination Date, subject to, and in accordance with, the terms of any applicable benefit or incentive compensation plan, policies or programs. The term “Cause” shall be
limited to the following actions and/or inactions: (a) willful failure to perform the material duties of the Executive’s position after written notice specifying the alleged willful failure has been provided to Executive and Executive has
continued such willful failure; (b) fraud, misappropriation or comparable acts of dishonesty with regard to ManTech; (c) felony conviction; (d) illegal use of drugs; (e) intentional and willful misconduct that could subject
ManTech to criminal or civil liability; (f) material breach of this Agreement which is not cured within fifteen (15) days of receipt of written notice specifying the material breach; or (g) inability to obtain and maintain any
security clearance required for the performance of Executive’s duties other than that caused as a result of an action or inaction of ManTech. 
 5.4 Termination of Employment as a result of Executive’s Death or Disability. Executive’s employment and rights to compensation under this Agreement shall automatically terminate if and when the Executive is unable to
perform the duties of Executive’s position due to (i) Disability (as defined herein), or (ii) death. Upon the termination of Executive’s employment due to Executive’s death or Disability, ManTech will: (i) pay to
Executive or Executive’s estate, as applicable, all salary earned but unpaid as of the Termination Date, less all deductions or agreed upon offsets for amounts owed to ManTech (including without limitation any unearned salary advances or
outstanding loans); (ii) reimburse Executive or Executive’s estate, as applicable for any expenses (as described herein in Section 8) incurred through the Termination Date; (iii) provide Executive or Executive’s estate, as
applicable with benefits or incentive compensation that Executive or Executive’s estate, as applicable is eligible to receive as of the date of Disability or death, subject to, and in accordance with, the terms of any applicable benefit or
incentive compensation plan, policies or programs; and (iv) cause any outstanding Option or other equity award to immediately vest and, if applicable, become fully exercisable. As used herein, the term “Disability” means any physical
or mental illness, disability or incapacity, as determined by a medical doctor, that has prevented the 

  

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 EMPLOYMENT AGREEMENT 
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Executive from performing the essential functions of the position that Executive holds for a period of one hundred eighty (180) consecutive days or for
an aggregate of one hundred eighty (180) days during any period of three hundred and sixty five (365) consecutive days. 
 6.
Confidentiality. Executive agrees at all times during employment with ManTech and following the termination of this Agreement and the conclusion of employment with ManTech, whether voluntary or involuntary, to hold in strictest confidence,
and to not use for the benefit of himself or another or otherwise disclose Company Confidential Information (as defined below) to any non-ManTech party, without express written authorization of the Chairman of the Board or the Chief Executive
Officer of ManTech, other than in the good faith performance of his duties or in compliance with legal process. The term “Company Confidential Information” shall mean any trade secrets or ManTech proprietary information, including but not
limited to manufacturing techniques, processes, formulas, customer lists, inventions, experimental developments, research projects, operating methods, cost, pricing, financial data, business plans and proposals, data and information ManTech receives
in confidence from any other party, or any other secret or confidential matters of ManTech. Executive will not use any Company Confidential Information for Executive’s own benefit or to the detriment of ManTech during Executive’s
employment with ManTech or for one year thereafter. Additionally, to the fullest extent permitted by applicable law, the terms of the Confidentiality, Inventions and Non-Solicitation Agreement made and entered into by the Parties are incorporated
into this Agreement and are made a part of hereof as if they appeared in this Agreement. Further, Executive hereby agrees and acknowledges that Executive’s employment with ManTech does not and will not breach any agreement or duty that
Executive to anyone else concerning confidential information belonging to others. ManTech recognizes that Executive has confidentiality obligations to his prior employer and will not require Executive to violate such obligations. 
 7. Restrictive Covenants. 
 7.1
Non-Competition. Executive specifically agrees that during Executive’s employment and for a period of twelve (12) months after the termination of Executive’s employment with ManTech for which he receives severance pursuant to
Section 5.2 hereof, for whatever reason, Executive will not, directly or indirectly, whether as proprietor, stockholder, partner, officer, employee, consultant, director, or otherwise, solicit or provide any services, solutions or products to
any Customer of ManTech where those services, solutions or products compete with the services, solutions or products conducted, offered or provided by ManTech at any time during the twelve (12) months prior to the termination of
Executive’s employment. The term “Customer” as used in this Section 7.1 shall apply to any person or entity that purchased services, solutions or products from ManTech at any time during the twelve (12) months prior to the
termination of Executive’s employment. This restriction is not intended to prohibit Executive from selling or offering similar services, solutions or products to persons or entities who are not Customers. 
  

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 EMPLOYMENT AGREEMENT 
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 7.2 Non-Solicitation. Executive specifically agrees that during Executive’s employment
and for a period of twelve (12) months after Executive’s employment with ManTech ceases, for whatever reason, Executive shall not, through aid, assistance or counsel, on Executive’s own behalf or on behalf of any other person or
entity, solicit for employment, or assist in the solicitation or hiring, of any other employee who works for or ManTech. The foregoing shall not limit general solicitations not specifically targeted at ManTech employees or serving as a reference
upon request with regard to an entity with which Executive is not affiliated. 
 7.3 Non-Disparagement. Executive specifically agrees
that during Executive’s employment and for a period of twelve (12) months after Executive’s employment with ManTech ceases, for whatever reason, Executive shall not, through aid, assistance or counsel, on Executive’s own behalf
or on behalf of any other person or entity, by any means issue or communicate any public statement that may be critical or disparaging of ManTech, its products, services, officers, directors or employees (other than in the good faith performance of
his duties while employed by ManTech); provided the foregoing shall not apply to truthful statements made in compliance with legal process or government inquiry or normal competitive statement. ManTech specifically agrees that during
Executive’s employment and for a period of twelve (12) months after Executive’s employment with ManTech ceases, for whatever reason, ManTech shall not, through aid, assistance or counsel, on ManTech’s own behalf or on behalf of
any other person or entity, by any means issue or communicate any public statement that may be critical or disparaging of Executive; provided the foregoing shall not apply to truthful statements made in compliance with legal process or government
inquiry. 
 7.4 Limitation. No other agreement, grant or plan shall require Executive to limit his post employment activities beyond
that set forth herein or condition any payment or benefit on any greater limitation. 
 7.5 Severability. The covenants of this
Agreement shall be severable, and if any of them is held invalid because of its duration, scope of area or activity, or any other reason, the Parties agree that such covenant shall be adjusted or modified by the court to the extent necessary to cure
that invalidity, and the modified covenant shall thereafter be enforceable as if originally made in this Agreement. The Parties agree that the violation of any covenant contained in this Agreement may cause immediate and irreparable harm to ManTech
or the Executive, as the case may be, the amount of which may be difficult or impossible to estimate or determine. If a Party violates any covenant contained in this Agreement, the other Party shall have the right to equitable relief by injunction
or otherwise, in addition to all other rights and remedies afforded by law. 
 8. Business Expenses. (a) ManTech shall pay or
reimburse Executive for any expenses reasonably incurred by Executive in furtherance of Executive’s duties hereunder, including expenses for entertainment, travel, meals and hotel 

  

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 EMPLOYMENT AGREEMENT 
 Lawrence B. Prior, III 
  

 
accommodations, upon submission by him of vouchers or receipts maintained and provided to ManTech in compliance with such rules and policies relating thereto
as ManTech may from time to time adopt. 
 (b) ManTech shall reimburse Executive his reasonable legal and advisor fees
incurred in connection with entering into this Agreement and, to the extent treated as taxable income to Executive, shall simultaneously fully gross him up so he has no after tax cost therefor. 
 9. General Provisions. 
 9.1
Notices. All notices and other communications required or permitted by this Agreement to be delivered by ManTech or Executive to the other Party shall be delivered in writing to the address shown below, either personally, by facsimile
transmission or by registered, certified or express mail, return receipt requested, postage prepaid, to the address for such Party specified below or to such other address as the Party may from time to time advise the other Party, and shall be
deemed given and received as of actual personal delivery, on the first business day after the date of delivery shown on any such facsimile transmission, or upon the date of actual receipt shown on any return receipt if registered, certified or
express mail is used, as the case may be. 
  

			
	 ManTech:
	  	 ManTech International Corporation
 12015 Lee Jackson Highway
 Fairfax, Virginia 22033-3300
 Attention: Chairman of the Board &
 Chief Executive Officer

		
	 Executive:
	  	 Lawrence B. Prior, III
 The
last address shown in the records of ManTech

 9.2 Amendments and Termination; Entire Agreement. This Agreement may not be amended,
supplemented, modified or terminated except by a writing executed by all of the Parties hereto. This Agreement constitutes the entire agreement of the Parties relating to the subject matter hereof and supersedes all prior oral and written
understandings and agreements relating to such subject matter. 
 9.3 Successors and Assigns. The rights and obligations of Executive
hereunder are not assignable to another person without prior written consent of ManTech. This Agreement may be assigned by ManTech, without obtaining Executive’s consent, only to a party that acquires all or substantially all of ManTech’s
business or assets and assumes such obligations in a writing delivered to Executive. 
 9.4 Severability; Provisions Subject to Applicable
Law. All provisions of this Agreement shall be applicable only to the extent that they do not violate any applicable 

  

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 EMPLOYMENT AGREEMENT 
 Lawrence B. Prior, III 
  

 
law, and are intended to be limited to the extent necessary so that they will not render this Agreement invalid, illegal or unenforceable under any
applicable law. If any provision of this Agreement or any application thereof shall be held to be invalid, illegal or unenforceable, the validity, legality and enforceability of other provisions of this Agreement or of any other application of such
provision shall in no way be affected thereby. 
 9.5 Waiver of Rights. No waiver by ManTech or Executive of a right or remedy
hereunder shall be deemed to be a waiver of any other right or remedy or of any subsequent right or remedy of the same kind. 
 9.6
Definitions; Headings; and Numbers. A term defined in any part of this Agreement shall have the defined meaning wherever such term is used herein. The headings contained in this Agreement are for reference purposes only and shall not affect
in any manner the meaning or interpretation of this Agreement. Where appropriate to the context of this Agreement, use of the singular shall be deemed also to refer to the plural, and use of the plural to the singular. 
 9.7 Counterparts. This Agreement may be executed in separate counterparts, each of which shall be deemed an original but both of which taken
together shall constitute but one and the same instrument. 
 9.8 Governing Laws and Forum. This Agreement shall be governed by,
construed, and enforced in accordance with the laws of the Commonwealth of Virginia. The Parties hereto further agree that any action brought to enforce any right or obligation under this Agreement shall be subject to the exclusive jurisdiction of
the courts of the Commonwealth of Virginia. 
 9.9 Construction. Executive acknowledges and agrees that Executive had an opportunity
to participate in the negotiation of the terms and conditions of this Agreement and to have this Agreement reviewed by counsel. Accordingly, any rule of construction that this Agreement be more strictly construed against the Party drafting it shall
not apply. 
 9.10 Tax Withholding. ManTech shall be entitled to withhold from any payments pursuant to this Agreement all taxes as
legally shall be required (including without limitation, federal, state and/or local taxes). 
 9.11 No Duplication of Benefits. The
compensation that the Executive may become entitled to under this Agreement prior to the Expiration Date is in lieu of any similar severance or termination compensation (i.e., compensation based directly on the Executive’s Base Salary or Annual
Cash Bonus) to which the Executive may be entitled under any other ManTech severance or termination agreement, plan, program, policy, practice or arrangement (provided, however, that any compensation payable pursuant to the Change in Control
Protection Agreement executed simultaneously herewith shall take precedence and shall be in lieu of any compensation otherwise payable under this 

  

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 EMPLOYMENT AGREEMENT 
 Lawrence B. Prior, III 
  

 
Agreement). The Executive’s entitlement to any compensation or benefits of a type not provided in this Agreement will be determined in accordance with
the Company’s employee benefit plans and other applicable programs, policies and practices as in effect from time to time. 
 9.12
Code Section 409A. (a) It is intended that any amounts payable under this Agreement shall either be exempt from or comply with Section 409A of the Code (including the Treasury regulations and other published guidance relating
thereto) (“ Code Section 409A ”) so as not to subject the Executive to payment of any interest or additional tax imposed under Code Section 409A. To the extent that any amount payable under this Agreement would
trigger the additional tax, penalty or interest imposed by Code Section 409A, this Agreement shall be modified to avoid such additional tax, penalty or interest yet preserve (to the nearest extent reasonably possible) the intended benefit
payable to the Executive. 
 (b) To the extent a payment or benefit is nonqualified deferred compensation subject to Code
Section 409A, a termination of employment shall not be deemed to have occurred for purposes of any provision of this Agreement providing for the payment of any amounts upon or following a termination of employment unless such termination is
also a “separation from service” within the meaning of Code Section 409A (applying the default definition thereof) and, for purposes of any such provision of this Agreement, references to a “termination,” “termination
of employment” or like terms shall mean “separation from service.” If the Executive is deemed on the date of a separation from service (within the meaning of Code Section 409A, applying the default definition thereof) to be a
“specified employee” (within the meaning of that term under Section 409A(a)(2)(B) of the Code and determined using any identification methodology and procedure selected by the Company from time to time, or, if none, the default
methodology and procedure specified under Code Section 409A), then with regard to any payment or the provision of any benefit that is “nonqualified deferred compensation” within the meaning of Code Section 409A and which is paid
as a result of the Executive’s “separation from service,” such payment or benefit shall not be made or provided prior to the date which is the earlier of (A) the expiration of the six (6)-month period measured from the date of
such “separation from service” of the Executive, and (B) the date of the Executive’s death (the “Delay Period”). Upon the expiration of the Delay Period, all payments and benefits delayed pursuant to this clause
(whether they would have otherwise been payable in a single sum or in installments in the absence of such delay) shall be paid or reimbursed to the Executive without interest in a lump sum, and any remaining payments and benefits due under this
Agreement shall be paid or provided in accordance with the normal payment dates specified for them herein. 
 (c) For
purposes of Code Section 409A, the Executive’s right to receive any installment payments pursuant to this Agreement shall be treated as a right to receive a series of separate and distinct payments. Whenever a payment under this Agreement
specifies a payment period with reference to a number of days (e.g., “payment shall be made within thirty (30) days following the date of termination”), the actual date of payment within the specified period shall be within the sole
discretion of the Company. 
  

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 EMPLOYMENT AGREEMENT 
 Lawrence B. Prior, III 
  

 (d) With regard to any provision herein that provides for reimbursement of costs and
expenses or in-kind benefits, except as permitted by Code Section 409A, (i) the right to reimbursement or in-kind benefits shall not be subject to liquidation or exchange for another benefit; (ii) the amount of expenses eligible for
reimbursement, or in-kind benefits, provided during any taxable year shall not affect the expenses eligible for reimbursement, or in-kind benefits to be provided, in any other taxable year, provided, that the foregoing clause (ii) shall not be
violated with regard to expenses reimbursed under any arrangement covered by Section 105(b) of the Internal Revenue Code solely because such expenses are subject to a limit related to the period the arrangement is in effect; and (iii) such
payments shall be made on or before the last day of the Executive’s taxable year following the taxable year in which the expense was incurred 
 << TURN TO NEXT PAGE FOR SIGNATURES >> 
  

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 EMPLOYMENT AGREEMENT 
 Lawrence B. Prior, III 
  

 IN WITNESS WHEREOF, ManTech and Executive have executed and delivered this Agreement as of the date written above.

  

					
		 		 	 ManTech International Corporation

			
	 Dated: June 3, 2009
	 		 	 /s/ George J. Pedersen

		 		 	 George J. Pedersen

		 		 	 Chairman of the Board & Chief Executive Officer

			
		 		 	 Lawrence B. Prior, III

			
	 Dated: June 3, 2009
	 		 	 /s/ Lawrence B. Prior, III

  

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 EMPLOYMENT AGREEMENT 
 Lawrence B. Prior, III 
  

 Schedule 1 
 Non-Cash Compensation 
  

	 	•	 	 Tax and financial advisory services from a tax and financial advisory service chosen by Executive 

  

	 	•	 	 The lease of or allowance for an executive type of automobile for Executive’s business and personal use 

  

 Page 13

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