Document:

Employment Agreement

  
 Exhibit 10.1

  
 EMPLOYMENT AGREEMENT 
  
 THIS AGREEMENT, made and entered into this 3rd day of May, 2004, by and between JohnsonDiversey, Inc., a Delaware corporation (“JDI”) and Diarmuid P. Ryan
(“Employee”). 
  
 In consideration of the mutual
promises and agreements set forth below, the receipt and sufficiency of which are hereby acknowledged, the parties agree as follows: 
  
 ARTICLE I 
 Employment 

 
 1.1 Position and Responsibilities. During the period of this
Agreement and subject to the terms and conditions hereof, the Employee agrees to serve as Senior Vice President, Global Human Resources, or such other officer position as Employee may be assigned to by the President/CEO or Executive Vice
President/CAO, and to be responsible for the typical management responsibilities expected of an officer holding such position and such other responsibilities consistent with such position as may be assigned to the Employee from time to time by the
President/CEO or Executive Vice President/CAO. 
  
 1.2 Place of
Employment. Employee’s initial principal place of employment shall be 8310 16th Street, Sturtevant,
Wisconsin. 
  
 1.3 Duties. During the Period of Employment,
the Employee shall devote all of his business time, attention and skill to the business and affairs of the Company and its subsidiaries, except, so long as such activities do not unreasonably interfere with the business of the Company or diminish
the Employee’s obligations under the Agreement, that Employee may (i) participate in the affairs of any governmental, educational or other charitable institution, or engage in professional speaking and writing activities, or (ii) serve as a
member of the board of directors of other corporations, and in either case, the Employee shall be entitled to retain all fees, royalties and other compensation derived from such activities in addition to the compensation and other benefits payable
to him under this Agreement; and provided further, that the Employee may invest his personal or family funds in any form or manner he may choose that will not require any services on his part in the operation of or the affairs of the entities in
which such investments are made. The Employee will perform faithfully the duties consistent with his position and which may be assigned to him from time to time by the President/CEO or Executive Vice President/CAO. 
  
 ARTICLE II 
 Term and Termination 
  
 2.1 Term. Employee’s employment under this Agreement shall commence on May 1, 2004, shall be at will, and may be terminated by formal or informal action of the Executive Vice President/CAO or President/CEO
at any time for any reason not prohibited by law. 
  
 2.2
Resignation or Termination for Cause. If Employee should resign his employment, or if the President/CEO or Executive Vice President/CAO should terminate Employee’s employment for cause, Employee shall not be entitled to any compensation or
remuneration other than such amounts and benefits as Employee is eligible to receive under JDI’s then prevailing policies and benefit plans and as prescribed by law. “Cause” means termination for any of the following reasons:

  
 (a) Material breach of this Agreement.

  
 (b) Failure to perform within the provisions
of “This We Believe.” 
  

 (c) Willful misconduct, or willful violation of the law in the performance of duties
under this Agreement. 
  
 (d) Willful failure or
refusal to follow reasonable, explicit, and lawful instructions or directions from the Executive Vice President/CAO or President/CEO concerning the operation of JDI’s business. 
  
 (e) Conviction of a felony. 
  
 (f) Theft or misappropriation of funds or property of JDI, or commission of any material act of dishonesty
involving JDI, its employees, or business. 
  
 (g) Appropriating any corporate opportunity of JDI, unless the transaction was approved in writing by the Executive Vice President/CAO or President/CEO following full disclosure of all pertinent details of the transaction. 
  
 (h) Breach of the fiduciary duty owed to JDI as an officer
of JDI. 
  
 (i) Breach of any duty or obligation
under the agreements attached as Addenda A, B and C to this Agreement. 
  
 2.3 Retirement, Death, Disability or Termination without Cause. Employee’s employment shall terminate automatically and immediately upon Employee’s Retirement or Death. Upon the Executive Vice President/CAO’s or
President/CEO’s written determination that Employee is unable, due to a disability, to continue carrying out the duties and responsibilities of his position, Employee’s officer status will be terminated, and Employee’s employment will
continue pursuant to the JDI’s applicable policies and benefits related to disabled employees. For purposes of this Agreement, “disability” means the inability of the Employee, due to a physical or mental impairment, for 120
consecutive days to perform the essential duties and functions contemplated by this Agreement with or without reasonable accommodation. A determination of disability shall be made by an independent physician selected by the Executive Vice
President/CAO or President/CEO who is deemed satisfactory to the Employee, and Employee shall cooperate with the efforts to make such determination. Notice of determination of disability shall be provided by the Executive Vice President/CAO or
President/CEO in writing to Employee stating the facts and reasons for such determination. Any such determination shall be conclusive and binding on the parties. Nothing in this section, however, shall be deemed to alter JDI’s duty to
reasonably accommodate, if possible, any disability of Employee. Any determination of disability under this Section is not intended to affect any benefits to which employee may be entitled under any long term disability insurance policy provided by
JDI or Employee with respect to Employee, which benefits shall be governed solely by the terms of any such insurance policy. If Employee’s employment is terminated as a result of Death or Termination without Cause, Employee or his estate shall,
in addition to any other compensation and benefits provided by JDI policies and benefit plans then in effect and, so long as Employee complies with all provisions of the Agreement to Respect Proprietary Rights and Noncompete and Code of Ethics,
attached as Addenda B and C, respectively, receive (a) continuation of his base salary for one year from the effective date of the employment termination; (b) a prorated performance bonus for the fiscal year in which the termination occurs, as
described in Section 3.2, which shall be payable at the time and in the manner in which JDI normally pays such bonuses; and (c) reimbursement of expenses to which Employee is entitled under Section 3.6. 
  
 ARTICLE III 
 Compensation 
  
 3.1 Base Salary. The Company agrees to pay the Employee an initial base salary (“Base Salary”) of $250,000. Such Base Salary shall be payable according to the customary payroll practices of the
Company. The Employee shall be considered for an increase in Base Salary effective on the payroll date nearest April 1 of each contract year. 
  

 3.2 Performance Bonus. The Employee shall be eligible to receive, at the discretion of the Board
of Directors Compensation Committee, a Performance Bonus in accordance with the terms of the Performance Bonus Opportunity Plan. The Employee’s target bonus is 50% of the base salary as of the last day of the fiscal year. Depending on
achievement of objectives, this amount can range between 0% and 100% of the target. The Performance Bonuses are paid after approval by the Board of Directors Compensation Committee of the Company. 
  
 3.3 Long Term Incentive Plan. As provided in the Commercial Markets
Holdco, Inc. Long Term Equity Incentive Plan, as amended from time to time (the “LTIP”), the awards of stock options granted pursuant to the LTIP shall be in the sole discretion of the Board of Directors Compensation Committee which
administers the LTIP. In the event of termination for any reason other than Retirement, Death, Termination for Cause or Resignation, the Compensation Committee of the Board of Directors will determine the vesting treatment of the Stock Options
Employee was granted. 
  
 3.4 Ownership Requirements. The
Employee will be expected to build real ownership in the Company’s stock equal to one and one-half times Employee’s base salary by at least May, 2011. 
  

3.5 Deferred Compensation Plan. The Employee shall be eligible to participate in the Company’s Deferred Compensation Plan.

  
 3.6 Flexible Spending Account. Employee shall be
entitled to an annual Flexible Spending Account of $7,500 to be used for annual country club dues, financial planning, tax advice/preparation, estate planning, legal fees associated with estate and/or property matters, automobile lease, automobile
payments (monthly payments only), and health club membership. 
  
 3.7 Benefits. Employee shall be entitled to participate in all benefit programs which JDI from time to time may make available to other executive level employees in the Employee’s assigned country for benefit purposes. Employee
shall have no vested rights in any such programs except as expressly provided under the terms thereof. JDI expressly reserves the right in its sole discretion to terminate or modify any such programs at any time and from time to time. 
  
 ARTICLE IV 
 Miscellaneous 
  
 4.1 Entire Agreement. This Agreement sets forth the entire agreement between the parties relating to the subject matter hereof and supersede all prior agreements between the parties relating to the subject
matter hereof. 
  
 4.2 Waiver of Breach. The waiver by a
party of the breach of any provision of this Agreement shall not be deemed a waiver by said party of any other or subsequent breach. 
  
 4.3 Assignment. This Agreement shall not be assignable by JDI without the written consent of Employee; provided, however, that if JDI shall merge
or consolidate with or into, transfer substantially all of its assets, including goodwill, to another corporation or other form of business organization, this Agreement shall be binding upon and shall inure to the benefit of the successor
corporation in such merger, consolidation or transfer. Employee may not assign, pledge or encumber any interest in this Agreement or any part thereof without the written consent of JDI. 
  
 4.4 Disputes. Any dispute or controversy arising from or relating to this Agreement shall be submitted to and decided
by binding arbitration in the State of Wisconsin, USA. At the request of either JDI or Employee, arbitration proceedings will be conducted in the utmost secrecy; in such case, all documents, testimony and records shall be received, heard and
maintained by the arbitrator(s) in secrecy, available for inspection only by JDI or by the Employee and by their respective attorneys and experts who shall agree, in advance and in writing, to receive all such information in confidence and to
maintain such information in secrecy until such information shall be generally known. The parties shall share all expenses of arbitration equally. 
  

 4.5 Limitation on Claims. Any claim or controversy otherwise arbitrable hereunder shall be deemed
waived, and no such claim or controversy shall be made or raised, unless a request for arbitration thereof has been given as provided below to the other party in writing not later than six months after the date on which the facts giving rise to the
claim or controversy first arose. 
  
 4.6 Notices. All
notices, requests, demands or other communications required or permitted under this Agreement shall be in writing and shall be deemed to have been duly given to any party when delivered personally (by courier service or otherwise), when delivered by
telecopy or facsimile, by overnight courier, or seven days after being mailed by first-class mail, postage prepaid and return receipt requested in each case to the applicable addresses set forth below: 
  

			
	If to Employee:	  	 Diarmuid P. Ryan
 Sr. Vice President, Global Human
Resources
 JohnsonDiversey, Inc.
 8310 16th Street – MS 510
 P.O. Box
902
 Sturtevant, WI 53177-0902

		
	If to JDI:	  	 JoAnne Brandes
 Executive Vice President, Chief
Administrative Officer,
 General Counsel and Secretary
 JohnsonDiversey, Inc.
 8310 16th Street – MS 510
 P.O. Box 902
 Sturtevant,
WI 53177-0902

  
 or to such other address as such party
shall have designated by written notice so given to each other party. 
  
 4.7 Amendment. This Agreement may be modified only in writing, signed by both of the parties. Headings included in this Agreement are for convenience only and are not intended to limit or expand the rights of the parties hereto.

  
 4.8 Severability. If any provision of this Agreement is
determined to be invalid or unenforceable, then such invalidity or unenforceability shall have no effect on the other provisions hereof, which shall remain valid, binding and enforceable and in full force and effect, and such invalid or
unenforceable provision, shall be construed in a manner so as to give the maximum valid and enforceable effect to the intent of the parties expressed therein. 
  

4.9 Incorporation of Terms. The introductory language and recitals set forth above, and Addenda A, B and C attached hereto, are incorporated by
reference as a part of this Agreement. 
  
 4.10
Governing Law. This Agreement shall be governed by and construed in accordance with the internal laws of the State of Wisconsin, USA (regardless of such State’s conflicts of law principles). 
  
 IN WITNESS WHEREOF, the parties hereto have executed this Agreement as of the
day, month and year first above written. 
  

			
	JOHNSONDIVERSEY, INC.
		
	By	 	/s/    JOANNE
BRANDES        
	 	 	 JoAnne Brandes, Executive Vice President,
 Chief Administrative Officer,
 General Counsel &
Secretary

		
	 	 	/s/    DIARMUID P. RYAN        
	 	 	Diarmuid P. Ryan

  

  
 ADDENDUM A 
  
 JOHNSONDIVERSEY, INC. 
  
 Award of Stock Options 
  
 I am pleased to inform you that 1,350 Stock Options have been awarded to you under the
Commercial Markets Holdco, Inc. Long Term Equity Incentive Plan (“LTIP”) as amended and restated. This award is subject to the following terms and conditions: 
  

	1.	The Exercise Price of the Stock Options is $136.79. 

  

	2.	The issuance date of the stock options will be August 16, 2004. The vesting period for the Stock Options will lapse March 31, 2008 if you continue to be employed the Company or a
Subsidiary until that date. However, the vesting period may be accelerated in accordance with Section 3 or 5 below. Vested Stock Options shall be exercisable for a 7-year period from the date of grant. 

  

	3.	If your employment relationship with the Company or a Subsidiary terminates due to Death or Retirement, your Stock Options will vest in full. You will receive instructions regarding
the exercise of vested options. 

  

	4.	If your employment is Terminated for Cause or you resign prior to the Vesting Date of the Stock Options, all of the Stock Options will be forfeited. Termination for Cause means
termination for any of the following reasons: 

  

	 	a.	Failure to perform within the provisions of “This We Believe.” 

  

	 	b.	Willful misconduct, or willful violation of the law in the performance of duties under these provisions. 

  

	 	c.	Willful failure or refusal to follow reasonable, explicit, and lawful instructions or directions from the Chairman or President concerning the operation of JohnsonDiversey’s
business. 

  

	 	d.	Conviction of a felony. 

  

	 	e.	Theft or misappropriation of funds or property of JDI, or commission of any material act of dishonesty involving JDI, its employees, or business. 

  

	 	f.	Appropriating any corporate opportunity of JDI, unless the transaction was approved in writing by the Chairman or President following full disclosure of all pertinent details of the
transaction. 

  

	 	g.	Breach of fiduciary duty owed to JDI as an executive of JDI. 

  

	5.	In the event of termination for any reason other than Retirement, Death, Termination for Cause, or Resignation, the Compensation Committee of the Board of Directors will determine
the vesting treatment of the Stock Options you were granted. 

  

	6.	Vested stock options may be exercised by giving notice to the company of the number of shares being exercised accompanied by full payment of the exercise price in cash made in US
dollars or such other form of payment as the committee shall permit. 

  

	7.	Employee will have no rights as a stockholder with respect to shares subject to Stock Options unless and until they are exercised and Company Shares are actually issued to the
Employee. 

  

	8.	The Stock Options are not transferable except by the laws of descent and distribution upon the death of the Employee. 

  

	9.	The Employee shall hold all Company Shares acquired through the exercise of Stock Options for at least 6 months from the date such Stock Options were exercised.

  

	10.	The Company shall have the option, pursuant to Article 7 of the LTIP, to repurchase all Company Shares upon Employee’s termination of employment. The purchase price shall be
the price determined pursuant to Article 7 of the LTIP at the most recently computed Cash Flow Return on Investment value (“CFROI”). Company shares may not be transferred except pursuant to Section 7.02 of the LTIP. An appropriate legend
shall be placed on the Company shares identifying them as subject to its provisions of the LTIP. 

  

	11.	Employee acknowledges the Committee’s authority with respect to the LTIP, including the Committee’s authority to interpret the LTIP. Employee also acknowledges the
Committee’s determination of the Company’s value based on CFROI. 

  

	12.	The Company shall have the authority to deduct or withhold, or require Employee to remit to the Company an amount sufficient to satisfy taxes required by law to be withheld with
respect to any exercise of Employee’s rights under these provisions. 

  

	13.	This award is voluntary and discretionary, being made on a one-time basis and it does not constitute a commitment to make any future awards. 

  

	14.	This award and any payments made hereunder will not be considered salary or other compensation for purposes of any severance pay or similar allowance, except as otherwise required
by law. 

  

	15.	Nothing in this agreement will give you any right to continued employment with the Company or any Subsidiary, or interfere in any way with the right of the Company or any Subsidiary
to terminate your employment. 

  

	16.	Information about you and your award of Stock Options may be collected, recorded and held, used and disclosed for any purpose related to the administration of the award. You
understand that such processing of this information may need to be carried out by the Company and its Subsidiaries and by third party administrators whether such persons are located within your country or elsewhere, including the United States of
America. You consent to the processing of information relating to you and your receipt of the Units in any one or more of the ways referred to above. 

  

	17.	If any provision of this Agreement or the application of any provision hereof to any person or circumstances is held invalid, unenforceable or otherwise illegal, the remainder of
this Agreement and the application of such provision in any other person or circumstances shall not be affected, and the provisions so held to be invalid, unenforceable or otherwise illegal shall be reformed to the extent (and only to the extent)
necessary to make it enforceable, valid and legal. 

  

	18.	This Agreement shall be governed by and construed in accordance with the internal substantive laws of the State of Wisconsin, without giving effect to any principle of law that
would result in the application of the law of any other jurisdiction. 

  

	19.	This award is subject to the terms and conditions of the Plan. Capitalized terms used in this letter agreement and not otherwise defined have the meanings assigned to them in the
Plan. By signing below you acknowledge receipt of a copy of the Plan and acceptance of all of the terms of this award. 

  

	
	Accepted this 3rd day of May, 2004.
	
	/s/    DIARMUID P. RYAN        
	Diarmuid P. Ryan

  

  
 ADDENDUM B 
  
 JOHNSONDIVERSEY, INC. 
 AGREEMENT TO RESPECT PROPRIETARY RIGHTS AND NONCOMPETE 
  
 Officer Level Employee 
  
 JohnsonDiversey, Inc. (“JohnsonDiversey”) and its predecessors, subsidiaries and affiliates have prospered for many years by continuously developing new products, services, markets, and industry knowledge.
The ability to satisfy our customers’ needs with products and services superior to our competitors is critical to our success. JohnsonDiversey is committed to continuing this heritage of strong research and development efforts. However,
JohnsonDiversey is also aware that competitors seek out JohnsonDiversey’s proprietary information and seek to minimize the competitive advantages gained for the efforts of our own employees. 
  
 JohnsonDiversey is committed to protecting its exclusive legal rights to use
proprietary information developed by its employees and agents as well as proprietary information of its subsidiaries and affiliates. Failure to vigorously assert these rights where appropriate would amount to a failure to preserve our corporate
assets for the benefit of our employees, related companies, shareholders and their families. In addition, JohnsonDiversey (including its subsidiaries and affiliates) has entered into agreements with many third parties, such as customers, suppliers,
licensors/licensees and contractors (“Business Partners”), that require employees to protect the proprietary and confidential information supplied by these entities. JohnsonDiversey expects and requires that all employees will strictly
adhere to “Standards of Conduct”, as described below, in order to protect JohnsonDiversey’s and its Business Partners’ proprietary rights. The Standards of Conduct apply during employment with JohnsonDiversey and during specified
time periods following termination of employment. 
  
 Standard
1: Upon request by JohnsonDiversey, during employment and thereafter, Officer will return all records or documents, including computer generated or stored records, products, and other tangible items, as well as any and all copies of any records
or documents, containing, comprising, or relating to JohnsonDiversey’s (including its subsidiaries, and affiliates) or business Partners’ “Confidential Information” or “Trade Secrets” which Officer creates or obtains at
any time during Officer’s employment with JohnsonDiversey. 
  
 Standard 2: During the term of employment and for a two (2) year period immediately following termination of employment for whatever reason, Officer will neither appropriate, disclose, or transfer to, nor publish or use for any
reason any “Confidential Information” which Officer created or acquired during the period of Officer’s employment except for disclosures or transfers to (a) current JohnsonDiversey employees and JohnsonDiversey-authorized agents,
including those of the subsidiaries and affiliates of JohnsonDiversey, or (b) JohnsonDiversey-authorized Business Partners, with a clear need to know for the benefit of JohnsonDiversey. For the purposes of this Standard of Conduct,
“Confidential Information” means information pertaining to JohnsonDiversey business activities (including its subsidiaries, and affiliates) which is not generally known by JohnsonDiversey competitors or the public and does not qualify as a
“Trade Secret”. “Trade Secret” means information, including a formula, pattern, compilation, program, device, method, technique or process to which all of the following apply: 1. The information derives independent economic
value, actual or potential, from not being generally known to, and not being readily ascertainable by proper means by, other persons who can obtain economic value from its disclosure or use or, 2. The information is the subject of efforts to
maintain its secrecy that are reasonable under the circumstances. 
  
 Standard 3: Officer understands that Officer may create or obtain information qualifying as a “Trade Secret” as defined by Standard 2, such as a formula, pattern, compilation, program, device, method, technique or process
which has economic value to JohnsonDiversey and is not readily ascertainable by competing organizations. JohnsonDiversey has exclusive ownership rights to any such Trade Secrets. So long as any such information retains its character as a legal Trade
Secret, Officer will neither appropriate, disclose, or transfer to, nor publish or use any such information except for disclosures or transfers to (a) current JohnsonDiversey employees and JohnsonDiversey-authorized agents, including those of the
subsidiaries and affiliates of JohnsonDiversey, or (b) JohnsonDiversey-authorized Business Partners, with a clear need-to-know for the benefit of JohnsonDiversey. 
  

 Standard 4: Officer will not in any unauthorized manner appropriate, disclose, transfer, publish,
or use any “Confidential Information” or “Trade Secret” information provided to JohnsonDiversey (including its subsidiaries, and affiliates) by a Business Partner during the term specified in the agreement(s) between the Business
Partner and JohnsonDiversey (including its subsidiaries, and affiliates). Officer may contact JohnsonDiversey’s Law Department to verify the type of information characterized as confidential or trade secret by the Business Partner and the time
period covered by such an agreement as well as to determine the specific restrictions placed on such information by such an agreement. 
  
 Standard 5: During employment with JohnsonDiversey and for a two (2) year period immediately following termination of employment, for whatever
reason, Officer will not indirectly, or by assisting others, recruit, solicit, hire, employ, or endeavor to employ any JohnsonDiversey employee, including employees of JohnsonDiversey’s subsidiaries and affiliates, with whom Officer had
material contact during Officer’s employment with JohnsonDiversey. 
  
 Standard 6: Among other things, an Officer receives access to a significant amount of JohnsonDiversey business and technical Confidential Information and Trade Secrets during employment with JohnsonDiversey.
Those employees having contact with customers of JohnsonDiversey additionally obtain valuable information about their personnel, product needs, business plans, locations and the like which is established and maintained at great expense. During
employment with JohnsonDiversey and for an eighteen (18) month period immediately following termination of employment for whatever reason, Officer will not perform work or services similar to those performed for JohnsonDiversey during Officer’s
most recent three (3) years of the term of employment as an employee of JohnsonDiversey, directly or indirectly, as an owner, partner, shareholder (except of 1% or less of any class of outstanding securities listed in any national securities
exchange or actively traded in an over-the-counter market), employee, agent, advisor or consultant for either any active competitor of JohnsonDiversey or for any supplier to an active competitor of JohnsonDiversey in the market of, as applicable to
Officer’s duties with JohnsonDiversey, (a) involving polymer products of the type provided by JohnsonDiversey, or (b) involving commercial/industrial maintenance products and services of the type provided by JohnsonDiversey, its divisions, or
by its subsidiary companies. Those employees having substantial contact with JohnsonDiversey’s customers will not for an eighteen (18) month period immediately following termination of employment directly or indirectly, either individually or
as an employee, agent, partner, shareholder, consultant or in any other capacity, canvas, contact, solicit or accept any customers of JohnsonDiversey with whom the Officer had contact with or responsibility for on behalf of JohnsonDiversey during
the most recent three (3) years of the term of employment for the purpose of selling products or services similar to or competitive with those offered or sold to such customers on behalf of JohnsonDiversey during the term of Officer’s
employment by JohnsonDiversey. 
  
 Standard 7: All
discoveries, improvements, ideas and developments (“Developments”), trademarks and copyrights which Officer, alone or jointly with others, conceives, makes or acquires during Officer’s employment with JohnsonDiversey, whether during
or after regular working hours, that are directly or indirectly related to any business or activity in which JohnsonDiversey is engaged at the time Officer conceives, makes, or acquires such Developments, trademarks and copyrights are the exclusive
property of JohnsonDiversey. Any Officer rights to any legal interest in these Developments, trademarks and copyrights are expressly assigned to JohnsonDiversey, and, as applicable, shall be deemed to be “works for hire”. Furthermore,
Officer agrees to promptly disclose any and all such Developments, trademarks, and copyrights and will execute and deliver to JohnsonDiversey any instruments JohnsonDiversey requests to permit JohnsonDiversey to acquire, maintain or enforce any
patents covering such Developments, trademark registrations or copyrights in the united States or foreign countries, all at JohnsonDiversey’s expense. 
  
 Officer appreciates that JohnsonDiversey should not be compelled to use Company financial resources to enforce the obligations contained in these
Standards of Conduct. Officer, therefore, agrees that should a court conclude that Officer violated any obligation contained in these Standards of Conduct, JohnsonDiversey (including subsidiaries, and affiliates) should recover from Officer all
costs incurred by JohnsonDiversey in enforcing the obligation or obtaining relief from any such breach. 
  

 In the event JohnsonDiversey is compelled to take legal action to enforce the terms of this Agreement,
the initiation of such action shall toll the time periods running under this Agreement and the tolling shall continue until a final decision no longer subject to appeal is rendered. 
  
 JohnsonDiversey may at its sole discretion elect to have any dispute arising under this Agreement decided by binding
arbitration in order to protect the confidentiality of its trade secrets. In that event, Officer will agree to binding arbitration in accordance with the practices and procedures of the American Arbitration Association or such similar rules,
suitably modified, as JohnsonDiversey may select. 
  
 These
Standards of Conduct are not intended to unnecessarily or unreasonably prevent Officer from obtaining other employment in a lawful profession, trade, or business. The Standards of Conduct are also not intended to conflict with any applicable legal
standards. Officer is not prohibited from becoming employed by a competing business so long as Officer observes the obligations set forth in these Standards of Conduct. 
  
 Each Standard of Conduct constitutes an independent obligation and therefore the existence of any claim or cause of action
against JohnsonDiversey will not constitute any defense to enforcement of these Standards of Conduct. If the applicable law does not permit reformation since each Standard of Conduct is fully separable and divisible, any provision deemed
unenforceable shall be separated and in no way diminish the validity and enforceability of the remaining Standards of Conduct. JohnsonDiversey’s indulgence or failure to enforce a particular breach of Officer’s responsibilities under this
document shall not be deemed to be a waiver of JohnsonDiversey’s rights to enforce a subsequent breach of the same or a different type. 
  
 Should Officer have any questions regarding any standard, Officer should feel free to communicate those questions to the Human Resources Department. By
signing this document, Officer acknowledges that Officer has received a copy of it, that Officer understands and fully intends to comply with these Standards of Conduct, and that Officer will provide a copy of this document to any potential new
employer prior to accepting a position with a new employer. 
  
 This Agreement and the rights and obligations therein may be assigned by JohnsonDiversey to a successor in interest of the business of JohnsonDiversey for which the Officer chooses to be employed and the terms of this Agreement shall
continue to apply for the benefit of all such successors in interest for which the Officer chooses to be employed. Such assignment will not relieve the Officer of his/her obligations to JohnsonDiversey and any other assigning employer under this
Agreement and those obligations shall continue to apply for their full term as set forth in this Agreement. 
  
 The obligations contained in this Agreement should be governed by, construed and enforced in accordance with the laws of the United States. 
  
 Officer acknowledges that this Agreement has been provided to Officer in a
language Officer fully understands. If this language is not English, then the translation is a translation of the English version of this Agreement. Officer agrees that the English version of this Agreement will be controlling in any and all
disputes or questions arising between JohnsonDiversey and Officer related to this Agreement. 
  
 As a condition of continued employment, the compensation therefore, the grant of Stock and Stock Options in Commercial Markets Holdco, Inc., the ability to purchase shares in the future and such other compensation
benefits uniquely available to Officers of JohnsonDiversey, Officer agrees to faithfully comply with the Standards of Conduct and other terms contained in this document. 
  

					
			
	/s/    JOANNE
BRANDES        	 	 	 	/s/    DIARMUID P. RYAN        
	 WITNESS
	 	 	 	 OFFICER SIGNATURE

			
	 JoAnne Brandes
	 	 	 	 Diarmuid P. Ryan

	 PRINTED NAME OF WITNESS
	 	 	 	 PRINTED NAME OF OFFICER

			
	 August 30, 2004
	 	 	 	 August 30, 2004

	 DATE
	 	 	 	 DATEDDi Corp. Severance Plan for Key Employees

 Exhibit 10.1 
  
 DDi CORP. SEVERANCE PLAN FOR KEY EMPLOYEES 
 AND SUMMARY PLAN DESCRIPTION 
 EFFECTIVE DECEMBER 19, 2004 
  
 1. Introduction. DDi Corp. (“DDI”) has established the DDi Corp.
Severance Plan For Key Employees (hereafter the “Plan”) effective as of December 19, 2004. The purpose of the Plan is to establish a uniform basis for providing Severance Payments to Key Employees who are selected for participation and
whose employment is terminated as set forth herein. To that end, this Plan terminates and supersedes both (i) all prior plans, policies and practices of the Company with respect to severance pay or separation pay for Key Employees, and (ii) all
employment agreements, offer letters, written terms of employment or agreements of similar application (“Employment-related Agreements”) between the Company (or its affiliates) and any Key Employee, to the extent any such agreement relates
to severance pay or separation pay for any such Key Employee. This document constitutes both the written instrument under which the Plan is maintained and the summary plan description for the Plan. 
  
 2. Definitions. 
  

	 	2.1	“Cause” with respect to any Participant shall mean: 

  

	 	a.	willful refusal to perform, in any material respect, his or her duties or responsibilities for DDI; 

  

	 	b.	material breach of his or her duties or responsibilities to DDI; 

  

	 	c.	gross negligence or willful disregard in the performance of his or her duties or responsibilities; 

  

	 	d.	willful disregard, in any material respect, of any financial or other budgetary limitations established in good faith by the Board of Directors of DDI if continuing after written
notice; 

  

	 	e.	engaging in conduct that causes material and demonstrable injury, monetarily or otherwise, to DDI, including, but not limited to, misappropriation or conversion of DDI’s
assets; or 

  

	 	f.	conviction of or entry of a plea of nolo contendere to a felony. 

  
 2.2 “Change of Control” means (A) the acquisition of 50 percent or more of each class of the outstanding shares of the Company by a third
party which is not a member of a Controlled Group (within the meaning of the Internal Revenue Code) including the Company, (B) a merger, consolidation or other reorganization of the Company (other than reincorporation), if after giving effect to
such merger, consolidation, or other reorganization, the shareholders of 
  

 1 

 the Company immediately prior to such merger, consolidation, or other reorganization do not represent a majority in
interest of the holders of voting securities (on a fully diluted basis) with the ordinary power to elect directors of the surviving entity after such merger, consolidation or other reorganization, or (C) the sale of all or substantially all of the
assets of the Company to a third party who is not a member of a Controlled Group (within the meaning of the Internal Revenue Code) including the Company. 
  
 2.3 “Company” means DDI, a Successor Employer or an employer following a Change of Control. 
  
 2.4 “Disability” means a physical or mental condition that
renders the Participant unable to perform the essential functions of his or her job with or without a reasonable accommodation for a period of 180 consecutive days or more. 
  
 2.5 “ERISA” means the Employee Retirement Income Security Act of 1974, as amended. 
  
 2.6 “Good Reason” shall mean the occurrence of one or more
of the following with respect to such employee: (i) a material reduction in compensation or benefits (provided, however, that a reduction in salary that is both (x) made part of a company-wide salary reduction and (y) no greater than the percentage
reduction made for the applicable salary level in the Company salary reduction of July 2001, shall be deemed to be immaterial); (ii) involuntary relocation of primary work location more than 50 miles from the current location; (iii) any other event
so defined in any applicable Employment-related Agreement and/or (iv) in the event of a Change of Control, the Successor Employer fails to offer the employee a position having responsibilities, compensation and benefits substantially similar to
those enjoyed by the employee immediately preceding the Change of Control. 
  
 2.7 “Key Employee” are employees designated as such by the Company’s Board of Directors, which has determined that Key Employees are divided into four (4) tiers, based on their positions within
the DDI organization, as follows: 
  

			
	 Tier I:
	 	 President & Chief Executive Officer (1 person)

	 Tier II:
	 	 Vice Presidents and other Key Officers (10 persons)

	 Tier III:
	 	 Key Managers and Professionals (8 persons)

	 Tier IV:
	 	 Key Managers and Professionals (2 persons)

  
 2.8
“Participant” means a Key Employee who is selected for participation by the Board of Directors within the exercise of its sole discretion, who is notified of such participation and who satisfies all of the other conditions of
eligibility set forth herein. Those Key Employees selected for participation and notified of their participation as of the Effective Date are identified in Schedule 1 hereto as the same may be modified from time to time in accordance with the
provisions hereof. 
  
 2.9 “Plan” means the DDi
Corp. Severance Plan For Key Employees, as set forth in this instrument and as hereafter amended. 
  

 2 

 2.10 “Plan Administrator” means the Company, a Successor Employer or an employer
following a Change of Control. 
  
 2.11 “Plan
Year” means the calendar year. 
  
 2.12
“Severance Payment” means the compensation paid to a Participant pursuant to Section 3 following termination of his or her employment with the Company. 
  
 2.13 “Successor Employer” means any employer that acquires, through a stock purchase or merger, or through
an asset purchase, or otherwise, part or all of the Company or an employer following a Change of Control. 
  
 3. General Eligibility. 
  
 3.1 Eligibility To Participate. A Key Employee becomes a Participant under the Plan only if all of the following conditions are met: (1) he or she is a Key Employee; (2) he or she is selected for
participation by the Company’s Board of Directors; (3) his or her employment with the Company or a Successor Employer is involuntarily terminated by action of the Company or a Successor Employer, as the case may be, for reasons other than Cause
or voluntarily terminates for Good Reason; (4) such termination described in the immediately preceding clause occurs during the Severance Term; (5) he or she signs a release as provided in section 4.2; and (6) Severance Payments to him or her are
not excluded under Section 4.4. 
  
 3.2 Exclusions. A
Participant is not entitled to a Severance Payment in the event of: 
  

			
		
	a.	 	 termination of employment for Cause;

		
	b.	 	 death;

		
	c.	 	 Disability; or

		
	d.	 	 voluntary termination of employment by the Participant for any reason other than for “Good Reason.”

  
 4. Amount and Form of
Benefits. 
  
 4.1 Severance Payment Amount. Any
Key Employee who is selected for participation, otherwise meets all of the terms and conditions of this Plan and is involuntarily terminated without Cause or who voluntarily terminates employment with the Company or a Successor Company for Good
Reason during the time period commencing on the Effective Date and ending on the second anniversary thereof (the “Severance Term”) shall be eligible to receive a severance benefit under this Severance Pay Plan in accordance with the tiered
structure depicted below. The aggregate amount of the severance benefit shall be calculated by taking the product of the Key Employee’s annual “Base Salary” (which, for purposes of this plan shall mean the then current annual base
salary in effect as of the date of termination multiplied by a fraction, the numerator of which shall be the applicable Severance Term set forth below, and the denominator of which shall be 12. 
  

 3 

			
	 Tier

	    	 Severance Term

	 I
	    	 24 months

	 II
	    	 12 months

	 III
	    	 9 months

	 IV
	    	 6 months

  
 4.2 Release. No
Severance Payment or other benefit shall be made or provided to a Participant unless he or she provides a signed release of employment-related and other claims in such form as DDI may require. 
  
 4.3 Form and Time of Severance Payment. Severance payments shall be
subject to payroll taxes and other withholdings under DDI’s or a Successor Employer’s standard payroll practices, as applicable, and shall be paid, in the Company’s discretion, either (a) as salary continuation on regularly scheduled
payroll dates for the duration of the applicable Severance Term, or (b) as a lump sum, in either case of (a) or (b) commencing within 30 days after the effective date of a release executed by the Participant in accordance with Section 4.2.

  
 4.4 Limitation. In no event will a Severance Payment be
made to a Participant (i) contingent (directly or indirectly) upon his or her retiring, (ii) in an amount that is more than twice his or her annual Compensation during the year before his or her termination of employment, or (iii) over a period
longer than 24 months after his or her termination of employment. 
  
 4.5 Health Insurance Benefits. For those Participants who timely elect to receive COBRA coverage for health insurance under DDI’s group health insurance plan, DDI agrees to reimburse COBRA premiums made by such Participant for
the period of time commencing with the Key Employee’s termination date and ending with the earlier of (i) the last day of the applicable severance term set forth in section 4.1 above, and (ii) the date upon which the Key Employee becomes
eligible to participate in the health insurance plan of a subsequent employer without limitation for pre-existing conditions. 
  
 4.6 Plant Shut-Down or Mass Layoff. If a Participant is laid off or discharged because of a plant shut-down or mass layoff to which the Worker
Adjustment and Retraining Notice Act of 1988 (“WARN”) applies, Severance Payments shall not be available except as provided in this subsection. In accordance with WARN, an employee shall be given either 60 days’ notice of termination
of employment, 60 days’ pay in lieu of notice, or a combination of notice and pay in lieu of notice the total of which equals not less than 60 days. The amount of Severance Payments to which the Key Employee is entitled under the Plan shall be
determined by subtracting the number of days’ pay in lieu of notice he or she receives pursuant to WARN from the amount of Severance Payments to which he or she would be otherwise entitled under this Section 4. If the pay in lieu of notice
under WARN exceeds that Severance Payment amount the then employee will be entitled to no Severance Payments under this Plan. 
  

 4 

 4.7 Corporate Transactions and Change of Control. The obligations of the Plan shall be binding on
a Successor Employer. 
  
 5. Administration. The Plan is administered by
the Plan Administrator, which is the “named fiduciary” of the Plan for purposes of ERISA. The Plan Administrator has the discretion to interpret the terms of the Plan and to make all determinations about eligibility and payment of
benefits. All decisions of the Plan Administrator, any action taken by the Plan Administrator with respect to the Plan and within the powers granted to the Plan Administrator under the Plan, and any interpretation by the Plan Administrator of any
term or condition of the Plan, are conclusive and binding on all persons, and will be given the maximum possible deference allowed by law. The Plan Administrator may delegate and reallocate any authority and responsibility with respect to the Plan.

  
 6. Amendment or Termination. The Company reserves the right, in its
sole and unlimited discretion, to amend or terminate the Plan at any time by resolution of the Compensation Committee of the DDi Corp. Board of Directors, without notice to or consent of Participants in the Plan. 
  
 7. Claim and Appeal Procedure 
  
 Your benefit under the Severance Plan will be paid to you as a matter of
course; accordingly, there is no need to file a claim for your benefit with the Plan Administrator other than completing any administrative forms which may be required by the Plan Administrator, as well as the Release required by Section 4.2. The
amount of your benefit under the Severance Plan is reflected in the Release provided to you. If you dispute the amount of your benefit, you may file a claim with the Plan Administrator. If your claim for a benefit is denied in whole or in part, you
will be given written notice of the decision within ninety (90) days after the receipt of the claim. The Plan Administrator may take up to one hundred eighty (180) days after receipt of the claim to respond when special circumstances exist, in which
case it will notify you within the ninety (90) day period of the special circumstances and the date by which the Administrator expects the claim to be determined on review. The notice of denial will include the specific reasons for the denial, the
specific Severance Plan provisions upon which the denial is based, a description of any additional material or information necessary for you to prove the claim, an explanation of why such material or information is necessary and an explanation of
the Severance Plan’s claim review procedure. 
  
 If you feel
that you have been improperly denied a benefit under the Severance Plan after reviewing the explanation, you should request, in writing, within sixty (60) days after receipt of the denial notice, a second review of your claim. You will then be given
the opportunity to review pertinent documents and submit questions and comments in writing. The request for review should be directed to the Plan Administrator and must explain the reasons for the request. 
  
 A written decision on the request for review will be made within sixty (60)
days of the receipt of the request, or within one hundred twenty (120) days under special circumstances that require an extension of time for processing. If special circumstances prevent a decision from being made within sixty (60) days, you will be
notified in writing of the extension and the date by which the Plan Administrator expects the claim to be determined on review prior to the 
  

 5 

 commencement of the extension. The decision on the review will be sent to you in writing and will include the specific
reasons for the decision and the Severance Plan provisions upon which the decision is based. It will also inform you of your right to reasonable access to any information relevant to your claim for benefits and of your right to bring an action under
section 502(a) of ERISA. This is the final decision under the Severance Plan’s administrative procedures. 
  
 8. Source of Payments. All Severance Payments will be paid in cash from the general funds of the Company; no separate fund will be established under the Plan; and the Plan will have no assets. 
  
 9. Inalienability. In no event may any Participant sell, transfer, anticipate, assign
or otherwise dispose of any right or interest under the Plan. At no time will any such right or interest be subject to the claims of creditors, nor liable to attachment, execution or other legal process. 
  
 10. Applicable Law. The provisions of the Plan will be construed, administered and
enforced in accordance with ERISA and, to the extent applicable, the laws of the State of California. 
  
 11. Severability. If any provision of the Plan is held invalid or unenforceable, its invalidity or unenforceability will not affect any other provision of the Plan, and the Plan will be construed and enforced
as if such provision had not been included. 
  
 12. Agreements. The Plan
Administrator may, in its discretion, enter into written agreements with Key Employees in which the Plan Administrator may vary the terms of the Plan. The severance provisions of any such agreement are incorporated by reference herein with respect
to the Key Employee to which it relates. 
  
 13. No Employment Rights.
Neither the establishment nor the terms of the KERP shall be held or construed to confer upon any employee the right to a continuation of employment by DDI, nor constitute a contract of employment, express or implied. Subject to any applicable
Employment-related Agreement, DDI reserves the right to dismiss or otherwise deal with any employee, including the Participants, to the same extent as though the KERP had not been adopted. Nothing in the KERP is intended to alter the
“AT-WILL” status of Participants, it being understood that, except to the extent otherwise expressly set forth to the contrary in an Employment-related Agreement, the employment of any Participant can be terminated at any time by either
DDI or the employee with or without notice, with or without cause. 
  

 6 

 14. Additional Information. 
  
 Plan Sponsor: DDi Corp. 
  
 Employer Identification Number: 06-1576013 
  
 Plan Number: [insert] 
  
 Plan Year: Calendar year 
  
 Plan Administrator: Plan Sponsor 
  
 Agent for Service of Legal Process: Director of Human Resources 
  

15. Execution. 
  
 IN WITNESS WHEREOF, the Chief Executive Officer of DDi Corp., has executed the Plan on the date indicated below. 
  
 DDi Corp. 
  

	
	 By:

	
	 Printed:

	
	 Title:

	
	 Dated:

  

 7 

 Your Rights Under ERISA 
  
 As a Participant in an employee welfare plan, you are entitled to certain rights and protections under ERISA. Specifically,
ERISA provides that all Severance Plan Participants are entitled to: 
  
 Receive Information About Your Plan and Benefits 
  

	 	•	Examine all Severance Plan documents at the Plan Administrator’s office without charge. 

  

	 	•	Obtain copies of all Severance Plan documents and other Severance Plan information upon written request to the Plan Administrator. The Plan Administrator may make a reasonable
charge for the copies. 

  
 Prudent Actions by Plan Fiduciaries

  
 In addition to creating rights for plan participants,
ERISA also imposes duties upon the people who are responsible for the operation of the employee benefit 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 and beneficiaries. 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 benefit or exercising your rights under ERISA. 

 
 Enforce Your Rights 
  
 If your claim for a benefit is denied or ignored, in whole or in part, you have a right to know why this was done, to obtain
copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules. Under ERISA, there are steps you can take to enforce the above rights. For instance: 
  

	 	•	If you request a copy of plan documents or the latest annual report from the Plan and do not receive them within 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 your claim for benefits is denied or ignored, in whole or in part, you may file suit in a federal or state court. 

  

	 	•	If you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a federal court.

  

 8 

 If you file suit, the court will decide who should pay court costs and legal fees. If you are successful,
the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay the costs and fees (for example, if it finds your claim was frivolous). 
  
 Assistance with Your Questions 
  
 If you have any questions about the Severance Plan, you should contact the
Plan Administrator. 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 office of the Pension and Welfare
Benefits Administration, U.S. Department of Labor, listed in your telephone directory or the Division of Technical Assistance and Inquiries, Pension and Welfare Benefits Administration, U.S. Department of Labor, 200 Constitution Avenue N.W.,
Washington, D.C. 20210. You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Pension and Welfare Benefits Administration. 
  

 9 

 Schedule 1 
  

DDI Key Employee Severance Plan Participants 
  

			
	 Bruce McMaster, Chief Executive Officer
	  	Tier I
		
	 Michael Moisan, Chief Operating Officer
	  	Tier II
	 David Blair, CEO of DDi Europe Limited
	  	Tier II
	 Joseph Gisch, Chief Financial Officer
	  	Tier II
	 Timothy Donnelly, VP & General Counsel
	  	Tier II
	 Bradley Tesch, VP Operations – Value Add
	  	Tier II
	 Terry Wright, VP & CTO
	  	Tier II
	 Thomas Ingham, VP Sales – East
	  	Tier II
	 Jay Latin, VP Sales – West
	  	Tier II
	 John Stumpf, VP Finance & Treasurer
	  	Tier II
	 Becky Yang, Corporate Controller
	  	Tier II
		
	 John Calvert, VP Sales – DDi Europe
	  	Tier III
	 John Chelberg, GM – Virginia
	  	Tier III
	 Steve Eldefonso GM – Anaheim
	  	Tier III
	 Robert Hembree, CTO
	  	Tier III
	 Victor Hemingway, GM – Milpitas
	  	Tier III
	 Robert Miller, VP Support Operations
	  	Tier III
	 Jon Pereira, GM – Toronto
	  	Tier III
	 Ruben Zepeda, GM – Arizona
	  	Tier III
		
	 Pat Griset, Director of Corporate HR
	  	Tier IV
	 Rhonda Lavoie, Executive Administrator
	  	Tier IV

  

 10

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