Document:

EX-10.4

 EXHIBIT 10.4 
 CALIFORNIA UNITED BANK 
 2012 SALARY CONTINUATION AGREEMENT

 [Form of Agreement-see Schedule attached] 
 Effective October 1, 2012 
 California United Bank (the “Bank”), by
resolution of its Board of Directors (“Board”) dated September 7, 2012, has adopted this California United Bank 2012 Salary Continuation Agreement (the “Plan”), effective as of October 1, 2012 (“Effective
Date”), for the benefit of a select group of executives. This Plan shall be unfunded for tax purposes and for purposes and Title 1 of ERISA. 
 THIS AGREEMENT is made by and between the Bank, a state bank with its principal office located in Encino, California, or any other successor, transferee, or assignees, and
                 (the “Executive”). 

INTRODUCTION 
 To encourage the Executive to remain an employee of the Bank, the Bank is willing to provide salary continuation benefits to the Executive. The Bank will pay the benefits from its general assets.

 AGREEMENT 
 The Executive and the Bank agree as follows: 
 Article 1 

Definitions 
 Unless otherwise defined in the Plan, terms used in the Plan with the first letter capitalized shall have the meaning specified below. 

1.1 “Accrual Balance” means the liability amount due under this Agreement and set forth on the financial
statements of the Bank, determined in accordance with generally accepted accounting principles. 
 1.2
“Base Salary” means the Executive’s base annual compensation, excluding benefits, fringe benefits, bonuses and other non-recurring compensation. 

1.3 “Beneficiary” means each person designated pursuant to Article 4, or the estate of the deceased
Executive, entitled to benefits, if any, upon the death of the Executive. 
 1.4 “Beneficiary Designation
Form” means the form established from time to time by the Plan Administrator, attached to this Agreement as Exhibit A, that the Executive completes, signs, and returns to the Plan Administrator to designate one or more Beneficiaries.

 1.5 “Cause” under Article 1.5 of this Plan shall mean any of the following; provided,
however, the termination of the employee’s employment shall not be deemed to be for Cause unless prior to any termination for Cause such employee is provided a written finding in the good faith opinion of the Chief Executive Officer
(“CEO”) of the conduct constituting Cause in this Section 1.5 after such employee has been provided a reasonable opportunity to respond to any written charges (together with counsel) specifying the particulars thereof, and taking into
account the employee’s response (including any response from employee’s counsel) to such charges, if any; provided, further, in the case of the CEO, termination for Cause shall require an affirmative vote of not less than a majority of the
entire membership of the Board at a meeting of the Board called and held for such purpose after reasonable written notice has been provided to 

 
the CEO specifying the particulars of the charges and the CEO is given an opportunity, together with counsel, to respond to such charges before the Board makes any such finding that the CEO is
guilty of the conduct described in this Section 1.5: 
 1.5.1 Fraud, misappropriation of corporate property
or funds, or embezzlement; 
 1.5.2 Malfeasance in office, misfeasance in office which is willful or grossly
negligent, or nonfeasance in office which is willful or grossly negligent; 
 1.5.3 Failure to comply with the
Bank’s Code of Conduct; 
 1.5.4 Illegal conduct, gross misconduct or dishonesty, in each case which is
willful and results (or is reasonably likely to result) in substantial damage to the Bank; 
 1.5.5 Willful and
continued failure by the employee to perform substantially his/her duties with the Bank (other than any such failure resulting from his/her incapacity due to physical or mental illness) after receiving written demand for substantial performance from
his/her immediate supervisor and after having a reasonable period to correct the same. The written demand will specifically identify the manner in which such immediate supervisor believes the employee has not substantially performed his/her duties;
or 
 1.5.6 Willful and continued engaging by the employee in conduct which is demonstrably and materially
injurious to the Bank and/or its subsidiaries, monetarily or otherwise; provided that no act, or failure to act, on the employee’s part shall be considered “willful” unless done, or omitted to be done, by the employee in bad faith and
without reasonable belief that his/her action or omission was in, or not opposed to, the best interests of the Bank. Any act, or failure to act, based upon authority given pursuant to a resolution duly adopted by the Board or upon the instructions
of the Bank’s CEO or other duly authorized senior officer of the Bank or based upon the advice of counsel for the Bank shall be conclusively presumed to be done, or omitted to be done, by the employee in good faith and in the best interest of
the Bank and its subsidiaries. 
 1.6 “Change of Control” shall mean any of the following:

 1.6.1 Any “person,” as such term is used in Sections 13(d) and 14(d) of the Exchange Act (other than
the Bank, any trustee or other fiduciary holding securities under an employee benefit plan of the Bank, or any company owned, directly or indirectly, by the stockholders of the Bank in substantially the same proportions as their ownership of stock
of the Bank) becomes, after the Effective Date, the “beneficial owner” (as defined in Rule 13d-3 under the Exchange Act), directly or indirectly, of securities of the Bank (not including in the securities beneficially owned by such person
any securities acquired directly from the Bank or its affiliates) representing 50% or more of the combined voting power of the Bank’s then outstanding securities, other than (A) the Bank or any successor to the Bank by means of a
transaction that is not a Change of Control pursuant to subsection 1.6.3 of this Section 1.6, or (B) a group of two or more persons not acting in concert for the purpose of acquiring, holding or disposing of such stock. The acquisition of
additional stock by any person who immediately prior to such acquisition already is the beneficial owner of more than fifty percent (50%) of the capital stock of the Bank entitled to vote in the election of directors is not a Change of Control.

 1.6.2 During any period of 12 months, individuals who at the beginning of such period constitute the Board,
and any new director whose election by the Board or nomination for election by the Bank’s shareholders was approved by a vote of a majority of the directors then still in office who either were directors at the beginning of the period or whose
election or nomination for election was previously so approved, cease for any reason to constitute at least a majority thereof. 
 1.6.3 The merger or consolidation of the Bank with any other corporation, other than (A) a merger or consolidation which would result in the voting securities of the Bank outstanding immediately
prior thereto continuing to represent (either by remaining outstanding or by being converted into voting securities of the surviving entity), in combination with the ownership of any trustee or other fiduciary holding securities under an employee
benefit plan of the Bank, more than 50% of the combined voting power of the voting securities of the Bank or such surviving entity outstanding immediately after such 

 
merger or consolidation, (B) a merger or consolidation effected to implement a recapitalization of the Bank (or similar transaction) in which no person acquires more than 50% of the combined
voting power of the Bank’s then outstanding securities or (C) a merger or consolidation of the Bank with one or more other persons that are related to the Bank immediately prior to the merger or consolidation. For purposes of this
provision, persons are “related” if one of them owns, directly or indirectly, at least fifty percent (50%) of the voting capital stock of the other or a third person owns, directly or indirectly, at least fifty percent (50%) of
the voting capital stock of each of them. 
 1.6.4 The sale or disposition by the Bank of all or substantially
all of the Bank’s assets to one or more persons that are not related, as defined in subsection 1.6.3 of this Section 1.6, to the Bank immediately prior to the sale or transfer. 

1.7 “Change in Control Benefit” means the benefit described in Section 2.4. 

1.8 “Code” shall mean the Internal Revenue Code of 1986, as amended from time to time, together with
regulations thereunder. 
 1.9 “Death Benefit” means the benefit described in Article 3.

 1.10 “Disability” means (i) the inability of the Executive to engage in any substantial
gainful activity by reason of any medically determinable physical or mental impairment which can be expected to result in death or can be expected to last for a continuous period of not less than twelve (12) months, or (ii) by reason of
any medically determinable physical or mental impairment which can be expected to result in death or can be expected to last for a continuous period of not less than twelve (12) months, receiving income replacement benefits for a period of not
less than three (3) months under an accident or health plan covering employees of the Participant’s employer. 
 1.11 “Disability Benefit” means the benefit described in Section 2.3. 
 1.12 “Discount Rate” means 4.75%, subject to change based upon regulatory requirements. 
 1.13 “Normal Retirement Age” means age sixty-five (65). 
 1.14 “Normal Retirement Benefit” means the benefit described in Section 2.1. 
 1.15 “Permitted Transfers” means that a shareholder or the Bank may make the following transfers of capital stock of the Bank and such transfers of capital stock shall be deemed not to be
a Change of Control: 
 (a) to any trust, company, or partnership created solely for the benefit of such
shareholder or any spouse of or any lineal descendent of such shareholder; 
 (b) to any individual or entity by
bona fide gift; 
 (c) to any spouse or former spouse of such shareholder pursuant to the terms of a decree of
divorce; 
 (d) to any officer or employee of the Bank pursuant to any incentive stock plan established by the
Bank; 
 (e) to any family member of such shareholder; 

(f) after receipt of any necessary regulatory approvals, to any company or partnership, including but not limited to, a
family limited partnership, a majority of the stock or interests of which company or partnership is owned by such shareholder; or 
 (g) to any trust established by the Bank and intended to qualify under section 401(a) of the Code. 
 1.16 “Plan Administrator” means the plan administrator described in Article 8. 

1.17 “Plan Year” means each twelve (12) month period commencing on
January 1st and ending on December 31st. Notwithstanding the preceding, the initial Plan Year shall begin on
the Effective Date and shall end December 31, 2012. 

 1.18 “Termination of Employment” means that the Executive
has incurred a separation of service (within the meaning of Code section 409A and the guidance and regulations issued thereunder). 
 Article 2 
 Lifetime Benefits 

2.1 Normal Retirement Benefit. Upon the Executive’s attainment of Normal Retirement Age, and whether or not the Executive has
incurred a Termination of Employment, the Executive shall be entitled to the benefit described in this Section 2.1. 
 2.1.1 Amount of Benefit. The annual benefit under this Section 2.1 is          Dollars ($        ). 

2.1.2 Payment of Benefit. The Bank shall pay the annual benefit described in
Section 2.1.1 for a period of fifteen (15) years, payable in monthly (one-twelfth (1/12th) of the annual benefit) installments beginning on the last day of the month following the month in which the Executive attained Normal Retirement Age. The monthly installment payments under this
Section 2.1.2 shall total one hundred and eighty (180) substantially equal payments over a period of one hundred and eighty (180) months. For purposes of Code section 409A, each installment under this Section 2.1.2 shall be
considered a separate single payment. 
 2.2 Termination of Employment Before Normal Retirement Age. If a Termination of
Employment occurs before Executive’s Normal Retirement Age for reasons other than death and such termination does not occur within twenty four (24) months following a Change of Control, the Executive shall be entitled to the benefit
described in this Section 2.2. 
 2.2.1 Amount of Benefit. The amount of the benefit under this
Section 2.2.1 is one hundred percent (100%) of the Accrual Balance, determined as of the Executive’s Termination of Employment. 
 2.3 Change of Control Benefit. If a Termination of Employment occurs within twenty-four (24) months following a Change of Control, the Executive, subject to the provisions of Section 5.3
and 5.5, shall be entitled to the benefit described below, which is elected at the execution of this Agreement: 
  

	 	 ̈	Normal Retirement Benefit, described in Section 2.1, or 

  

	 	 ̈	Termination of Employment Before Normal Retirement Age benefit, described in Section 2.2. 

(Participant MUST elect one of the above benefits at the inception of Agreement) 

Article 3 

Death Benefits 
 3.1 Death During Active Service. If the Executive dies while employed by the Bank and prior to receiving any payments under this Agreement, the Executive’s Beneficiary shall be entitled to the
benefit described in this Section 3.1. 
 3.1.1 Amount of Benefit. The benefit under Section 3.1
is the greater of (a) the Accrual Balance, determined as of the date of the Executive’s death, or (b) the Net Death Benefit the Bank receives on life insurance policy(ies) owned on the Executive upon the Executive’s death, which
policy(ies) are listed on the attached Addendum A to this Agreement. For purposes of this Agreement, “Net Death Benefit” means total death proceeds of the life insurance policy(ies), less the cash surrender value of the policy(ies),
on the date of the Executive’s death. 
 3.1.2 Payment of Benefit. The Bank shall pay the benefit
described in Section 3.1.1 to the Executive in a single lump-sum payment within sixty (60) days following the date of the Executive’s death and shall be considered income in respect of a decedent, as outlined in IRC Section 691
of the Code. 
 3.2 Death During Benefit Period. If the Executive dies after benefit payments have commenced under this
Agreement, or after the Executive is entitled to begin receiving benefits, but before receiving all such payments, 

 
the Bank shall pay the remaining benefits to the Executive’s Beneficiary at the same time and in the same amounts they would have been paid to the Executive had the Executive survived. These
benefit amounts shall be considered income in respect of a decedent, as outlined in IRC Section 691 of the Code. 
 3.3
Death after Benefit Period while not in active service. If the Executive dies after having received all Benefits pursuant to this Plan and the Executive is no longer in active service to the Bank, Executive shall have no right to any portion
of the life insurance proceeds payable on any life insurance policy listed on the attached Addendum A to this Agreement. 

Article 4 

Beneficiaries 
 4.1 Beneficiary Designations. The Executive shall designate a Beneficiary by filing with the Bank a written designation of Beneficiary on a form substantially similar to the form attached as
Exhibit A. The Executive may revoke or modify the designation at any time by filing a new designation. However, designations will only be effective if signed by the Executive and accepted by the Bank during the Executive’s lifetime. The
Executive’s Beneficiary designation shall be deemed automatically revoked if the Beneficiary predeceases the Executive, or if the Executive names a spouse as Beneficiary and the marriage is subsequently dissolved. If the Executive dies without
a valid Beneficiary designation, all payments shall be made to the Executive’s surviving spouse, if any, and if none, to the Executive’s surviving children and the descendants of any deceased child by right of representation, and if no
children or descendants survive, to the Executive’s estate. 
 4.2 Facility of Payment. If a benefit under this
Agreement is payable to a minor, to a person declared incompetent, or to a person incapable of handling the disposition of his or her property, the Bank may pay such benefit to the guardian, legal representative or person having the care or custody
of such minor, incompetent person or incapable person. The Bank may require proof of incompetence, minority or guardianship as it may deem appropriate prior to distribution of the benefit. Such distribution shall completely discharge the Bank from
all liability with respect to such benefit. 
 Article 5 

General Limitations 
 5.1 Termination for Cause. Notwithstanding any provision of this Agreement to the contrary, the Bank shall not pay any benefit under this Agreement if Executive’s
Termination of Employment by the Bank is termination for Cause, as defined in Section 1.5 of this Agreement.  
 5.2
Suicide. No benefits shall be payable if the Executive commits suicide within two (2) years after the date of this Agreement, or if the Executive has made any material misstatement of fact on any application for life insurance purchased
by the Bank. 
 5.3 Golden Parachute Payment. In the event the benefits provided for under this Plan or otherwise payable
to Participant (i) constitute “parachute payments” within the meaning of Code Section 280G and (ii) but for this Section 5.3, would be subject to the excise tax imposed by Code Section 4999 (the “Excise
Tax”), then Participant’s benefit under the Plan shall be delivered as to such lesser extent which would result in no portion of such payments being subject to the Excise Tax. Unless the Bank and Participant otherwise agree in writing, any
determination required under this Section 5.3 shall be made in writing in good faith by the accounting firm serving as the Bank’s independent accountants immediately prior to the Change in Control (the “Accountants”), in good
faith consultation with Participant. For purposes of making the calculations required by this Section 5.3, the Accountants may make reasonable assumptions and approximations concerning applicable taxes and may rely on reasonable, good faith
interpretations concerning the application of Code Sections 280G and may rely on reasonable, good faith interpretations concerning the application of Code Sections 280G and 4999. The Bank and Participant shall furnish to the Accountants such
information and documents as the Accountants may reasonably 

 
request in order to make a determination under this Section 5.3. The Bank shall bear all costs the Accountants may reasonably incur in connection with any calculations contemplated by this
Section 5.3. 
 5.4 Changes to Time and/or Form of Payment. Notwithstanding anything in this Agreement to the
contrary, any changes to the timing and or form of payment of benefits under this Agreement are subject to and must comply with the requirements of Code section 409A and the regulations and guidance issued thereunder. 

5.5 Non-Compete Agreement. Notwithstanding anything in this Agreement to the contrary, Executive shall enter into a non-compete
agreement with the Company as a condition to the payment of the benefits payable under Section 2.3. The term of years under such non-compete of agreement shall be determined by dividing (x) one hundred percent (100%) of the Accrual
Balance on the date Executive attains Normal Retirement Age by (y) the highest annual compensation paid to Executive in the five (5) years immediately preceding the year in which Executive attains Normal Retirement Age. The geography of
such non-compete agreement shall not exceed the greater Los Angeles area. 
 Article 6 

Claims and Review Procedures 
 6.1 Claims Procedure. An Executive or beneficiary (“claimant”) who has not received benefits under the Agreement that he or she believes should be paid shall make a claim for such
benefits as follows: 
 6.1.1 Initiation — Written Claim. The claimant initiates a claim by
submitting to the Bank a written claim for the benefits. 
 6.1.2 Timing of Bank Response. The Bank shall
respond to such claimant within ninety (90) days after receiving the claim. If the Bank determines that special circumstances require additional time for processing the claim, the Bank can extend the response period by an additional ninety
(90) days by notifying the claimant in writing, prior to the end of the initial 90-day period, that an additional period is required. The notice of extension must set forth the special circumstances and the date by which the Bank expects to
render its decision. 
 6.1.3 Notice of Decision. If the Bank denies part or all of the claim, the Bank
shall notify the claimant in writing of such denial. The Bank shall write the notification in a manner calculated to be understood by the claimant. The notification shall set forth: 

(a) the specific reasons for the denial, 

(b) a reference to the specific provisions of the Agreement on which the denial is based, 

(c) a description of any additional information or material necessary for the claimant to perfect the claim and an
explanation of why it is needed, 
 (d) an explanation of the Agreement’s review procedures and the time
limits applicable to such procedures, and, 
 (e) a statement of the claimant’s right to bring a civil
action under ERISA Section 502(a) following an adverse benefit determination on review. 
 6.2 Review Procedure. If
the Bank denies part or all of the claim, the claimant shall have the opportunity for a full and fair review by the Bank of the denial, as follows: 
 6.2.1 Initiation — Written Request. To initiate the review, the claimant, within sixty (60) days after receiving the Bank’s notice of denial, must file with the Bank a written
request for review. 
 6.2.2 Additional Submissions — Information Access. The claimant shall then
have the opportunity to submit written comments, documents, records and other information relating to the claim. The Bank shall also provide the claimant, upon request and free of charge, reasonable access to, and copies of, all documents, records
and other information relevant (as defined in applicable ERISA regulations) to the claimant’s claim for benefits. 

 6.2.3 Considerations on Review. In considering the review, the Bank
shall take into account all materials and information the claimant submits relating to the claim, without regard to whether such information was submitted or considered in the initial benefit determination. 

6.2.4 Timing of Bank Response. The Bank shall respond in writing to such claimant within sixty (60) days after
receiving the request for review. If the Bank determines that special circumstances require additional time for processing the claim, the Bank can extend the response period by an additional sixty (60) days by notifying the claimant in writing,
prior to the end of the initial 60-day period, that an additional period is required. The notice of extension must set forth the special circumstances and the date by which the Bank expects to render its decision. 

6.2.5 Notice of Decision. The Bank shall notify the claimant in writing of its decision on the review. The Bank
shall write the notification in a manner calculated to be understood by the claimant. The notification shall set forth: 
 (a) the specific reasons for the denial, 
 (b) a reference to the
specific provisions of the Agreement on which the denial is based, 
 (c) 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 (as defined in applicable ERISA regulations) to the claimant’s claim for benefits, and, 

(d) a statement of the claimant’s right to bring a civil action under ERISA Section 502(a). 

Article 7 

Amendments and Termination 
 7.1 Amendment With Consent. This Agreement may be amended by written agreement between the Bank and the Executive; provided, however, that no such amendment shall reduce a benefit to which the
Executive is entitled, nor shall any amendment delay or accelerate the payment of a benefit provided under this Agreement except in accordance with requirements under Code section 409A and the regulations and guidance issued thereunder. 

7.2 Suspension of Agreement. The Bank may, in its sole discretion and prior to commencement of benefits under this Agreement,
suspend this Agreement and cease all future accruals thereunder as of the date the Agreement is suspended. In such event, and unless and until the Agreement is later reinstated, upon the Executive’s subsequent Termination of Employment for any
reason other than in connection with a Change in Control or death, the Executive shall be entitled to the vested portion of the Accrual Balance, determined in accordance with Section 2.2.2 as of the date the Agreement is suspended under this
Section 7.2, with such payment to be made in a single lump-sum payment within sixty (60) days following Termination of Employment. If the Executive’s subsequent Termination of Employment is in connection with a Change in Control,
subject to Sections 5.3, the Executive shall be entitled to one hundred percent (100%) of the Accrual Balance, determined as of the date the Agreement is suspended under this Section 7.2, with such payment to be made in a single lump-sum
payment within sixty (60) days following Termination of Employment. If the Executive’s subsequent Termination of Employment is due to death, the Executive’s Beneficiary shall be entitled to the benefit described in Article III of this
Agreement. If the Agreement is reinstated, the terms of this Agreement otherwise in effect prior to suspension under this Section 7.2 shall control. 
 7.3 Termination of Agreement. The Bank may terminate this Agreement in its entirety at any time by written notice to the Executive, provided that such termination and the payment of any benefit
upon such termination complies with the requirements of Code section 409A and the regulations and guidance issued thereunder. Upon termination of the Agreement, benefits will be paid at the times otherwise provided for in this Agreement, and
generally shall not be accelerated, provided that the Bank may accelerate the payment of any benefit under this Agreement specifically in connection with the termination of the Agreement, provided further that the Bank complies with the requirements
of Treasury Regulation sections 1.409A-3(j)(4)(ix)(A), (B) and (C), permitting acceleration of the time of payment in connection with plan terminations. 

 Article 8 
 Miscellaneous 
 8.1. Binding Effect. This Agreement shall bind the
Executive and the Bank, and their beneficiaries, survivors, executors, administrators, and permitted transferees. 
 8.2. No
Guarantee of Employment. This Agreement is not an employment policy or contract. It does not give the Executive the right to remain an employee of the Bank, nor does it interfere with the Bank’s right to discharge the Executive. It also
does not require the Executive to remain an employee nor interfere with the Executive’s right to terminate employment at any time. 
 8.3. Non-Transferability. Benefits under this Agreement cannot be sold, transferred, assigned, pledged, attached or encumbered in any manner, except in accordance with Article 4 with respect to
designation of Beneficiaries. 
 8.4. Tax Withholding. The Bank shall withhold any taxes that are required to be withheld
from the benefits provided under this Agreement. 
 8.5. Applicable Law. The Agreement and all
rights hereunder shall be governed by the laws of the State of California, except to the extent preempted by the laws of the United States of America. 
 8.6. Unfunded Arrangement. The Executive and Beneficiary are general unsecured creditors of the Bank for the payment of benefits under this Agreement. The benefits represent the mere promise by the
Bank to pay such benefits. The rights to benefits are not subject in any manner to anticipation, alienation, sale, transfer, assignment, pledge, encumbrance by the Executive or attachment or garnishment by the Executive’s creditors. Any
insurance on the Executive’s life is a general asset of the Bank to which the Executive and Beneficiary have no preferred or secured claim. 
 8.7. Severability. Without limitation of any other section contained herein, in case any one or more provisions contained in this Agreement shall for any reason be held to be invalid, illegal or
unenforceable in any other respect, such invalidity, illegality or unenforceability shall not affect the other provisions of this Agreement. In the event any one or more of the provisions found in the Agreement shall be held to be invalid, illegal
or unenforceable by any governmental regulatory agency or court of competent jurisdiction, this Agreement shall be construed as if such invalid, illegal or unenforceable provision had never been a part of this Agreement and such provision shall be
deemed substituted by such other provisions as will most nearly accomplish the intent of the parties to the extent permitted by applicable law. 
 8.8. Entire Agreement. This Agreement constitutes the entire agreement between the Bank and the Executive as to the subject matter hereof. No rights are granted to the Executive by virtue of this
Agreement other than those specifically set forth herein. 
 8.9. Plan Administrator. The Bank shall have powers which
are necessary to administer this Agreement, including but not limited to: 
 (a) interpreting the provisions of
the Agreement; 
 (b) establishing and revising the method of accounting for the Agreement; 

(c) maintaining a record of benefit payments; and 

(d) establishing rules and prescribing any forms necessary or desirable to administer the Agreement. 

8.10. Named Fiduciary. For purposes of the Employee Retirement Income Security Act of 1974, if applicable, the Bank shall be the
named fiduciary and Plan Administrator under this Agreement. The named fiduciary may delegate to others certain aspects of the management and operation responsibilities of the Agreement, including the employment of advisors and the delegation of
ministerial duties to qualified individuals. 

 8.11. Full Obligation. Notwithstanding any provision to the contrary, when the Bank
has paid either any of the lifetime benefits or death benefits as appropriate under any section of the Agreement, the Bank has completed its obligation to the Executive. 
 8.12. Code Section 409A. Should any provision of this Agreement cause immediate taxation and penalty to the Executive or the Bank as written in this Agreement, that provision shall be
interpreted to comply with Code section 409A while maintaining its original intent as much as possible. 
 ******* 

 IN WITNESS WHEREOF, the Executive and a duly authorized Bank officer have signed this
Agreement as of the date indicated below. 
  

			
	CALIFORNIA UNITED BANK:
		
	By:	 	 
		
	Its:	 	 
		
	Date: 	 	 

  

			
	EXECUTIVE:
	
	  

		
	Date: 	 	 

 Exhibit A 
 Beneficiary Designation Form 
 I,
            , designate the following as Beneficiary of any death benefits payable under the Salary Continuation Agreement by and between California United Bank and
            : 
  

									
	 Primary:
	 	  	 	

									
		 	Name	  	Address	  	Relationship	 	
	 Contingent:
	 	  	 	
		 	Name	  	Address	  	Relationship	 	

  

	Note:	To name a trust as beneficiary, please provide the name of the trustee(s) and the exact name and date of the trust agreement. 

I understand that I may change these Beneficiary designations by delivering a new written designation to the Plan Administrator. I further understand
that the designations will be automatically revoked if the beneficiary predeceases me, or, if I have named my spouse as beneficiary and our marriage is subsequently dissolved. 
 Name: David I. Rainer 
  

											
		 	Signature:	 	  
	 	Date:	 	  
	 	

  

											
	 	SPOUSAL CONSENT	 	 	 	 	 	 
	 
	 
 	I consent to the Beneficiary designations above, and acknowledge that if I am named Beneficiary and
our
marriage is subsequently dissolved, the designation naming me beneficiary will be automatically revoked.
	 				 
	 	Spouse Name:	  	 	  
	 		 		 	 
	 				 
	 	Signature:	  	 	  
	 	Date:	 	  
	 	 
	 	 	 	 	 	 	 	 	 	 	 

  Received by the Plan Administrator this      day of
                            , 20        . 

 

			
		
	By: 	 	 

			
		
	Title: 	 	  

 Executive Salary Continuation Agreements — Schedule of Executive Officer Benefits 

David Rainer (President and Chief Executive Officer) — Annual Benefit — $220,112 (15 years) 

Anne Williams (Executive Vice President, Chief Operating Officer and Chief Credit Officer) — annual Benefit — $154,890 (15 years) 

Karen Schoenbaum (Executive Vice President and Chief Financial Officer) — Annual Benefit — $130,347 (15 years) 

Anita Wolman (Executive Vice President, Chief Administrative Officer and General Counsel) — Annual Benefit — $101,827 (8 years plus two
additional years for each full year of service after attaining Normal Retirement Age [65] with maximum of 15 years)EX-10.6

 EXHIBIT 10.6 

 
 

 
 2014 California United Bank 

Executive Performance Cash Incentive Plan 

I. PLAN PURPOSE 
 The purpose of the 2014
California United Bank (CUB/or Company) Performance Cash Incentive Plan (“Plan”) is to reward employees participating in the Plan for any or all of the following components included in achieving the Bank’s annual financial plan and
Bank profitability targets: 
  

	 	•	 	Execution of strategic initiatives 

  

	 	•	 	Bank Profitability 

  

	 	•	 	Loan Growth 

  

	 	•	 	Asset/Credit Quality 

  

	 	•	 	Deposit Growth 

  

	 	•	 	Efficiency Ratio 

 II. ELIGIBILITY FOR PARTICIPATION 

Employees in the Bank whose positions are listed below are eligible for consideration for an award under this Plan. Employees hired after September 1,
2014 of the Plan year are generally not eligible for an award. In order to participate in this Plan and potentially earn an award, the participants must be actively employed at CUB on the payment date as defined in the General Terms and Conditions
section of this Plan document. Awards shall be earned and determined under the Plan in relation to the attainment of the performance targets set forth below, as determined by the Compensation, Nominating and Corporate Governance Committee
(“Committee”) in its discretion. Newly hired employees, transferred employees, or employees promoted to qualifying positions will become eligible for participation in the Plan at the discretion of the Committee. 

An employee is an eligible Plan participant upon being notified of his/her participation by the Committee. Ongoing participation in the Plan is at the
discretion of the Committee. 
 Continued participation in the Plan is dependent upon the participant remaining an employee in good standing as defined by
CUB. 
 III. AWARDS 
 The performance
targets described in this document and its attachments are for Plan year 2014 and may be amended at the discretion of the Committee. The following are the definitions as they relate to the three target categories. The pool for the Plan is funded
determined by the performance levels as defined below: 
 Threshold Plan Target – In order for the Threshold Plan Target to be
met, the Bank should perform within 80%-100% of the Financial Plan, Bank growth and/or profitability targets for the year. This component of the Plan provides flexibility and recognizes that there may be extraordinary actions/events that reflect
long-term investment strategies which could impact short-term earnings. 

 [Type text] 
  

Meets Plan Target – In order for the Meets Plan Target to be met, the Bank should perform at 100% of the Financial Plan, Bank
growth and/or profitability targets for the year. 
 Exceeds Plan Target – In order for the Exceeds Plan Target to be met, the Bank
should perform within 100% – 125% of the Financial Plan, Bank growth and/or profitability targets for the year. 
 Participants 

Senior Executives are eligible for consideration for an award calculated based on a percentage of salary, which is determined based on measurement against
annual Bank- wide performance targets as outlined on Attachment A. The award, if earned, is paid annually by no later than March 15 of the following year. 

The Financial Scorecard (Exhibit A-1) provides the criteria that have been approved as key performance metrics for the Plan year. The weighting of each of the
performance metrics will be adjusted to reflect individual areas of responsibility for each participant. 
 IV. GENERAL TERMS AND
CONDITIONS 
 The provisions of the Plan are subject to periodic review and possible change throughout the Plan year, with the approval of the Committee.

 In addition, CUB reserves the right to withdraw or withhold from the Plan any transaction, product or service it might select, revise territories,
establish specific account, client or portfolio representation, and assign or reassign specific accounts, clients or portfolios within a participant’s territory at any time during the performance period, in its sole discretion. Notwithstanding
anything to the contrary, this Plan shall comply with applicable federal and state statutes, regulations and guidelines as such may be applicable to the Plan. 

Payment of awards will be made by direct deposit to the participant’s checking account or by check if the participant has not authorized direct deposit
of wages. Applicable withholdings will be deducted from all payments. Payments made under this Plan will be used in the calculation of benefits only as required under the applicable benefit plan. 

Awards will be determined generally based on the provisions of this Plan document, in the sole and absolute discretion of the Committee. The Committee will
review and approve all award recommendations prior to submission to Payroll for payment. The Committee may adjust payments to reflect the impact of any event that requires a restatement of the Company’s audited financial statements. 

Please be advised that if CUB notifies you in writing that you have received payments in error under this Plan, you shall be required to repay the aggregate
amount of such payments to CUB no later than fifteen days following your receipt of such notice. 
 Non-Exclusivity 

The Plan does not limit the authority of the Company, the Board, or the Committee, to grant awards or authorize any other compensation to any person under any
other plan or authority. 
  
 This document is for the internal use of the Bank only.
The contents of which are not to be copied, distributed or reproduced in any manner without the express permission of the Bank. 

  
 2 

 [Type text] 
  

Misconduct 
 If, at or before the time awards are
paid, a Plan participant violates CUB policy, or engages in fraudulent conduct or any other act which results in the participant not being in good standing, the Plan participant may be determined to be ineligible for an award, at the sole discretion
of the Company. Further, the Company reserves the right to suspend payment of awards pending any misconduct investigation that the Committee determines could impact a Plan participant’s eligibility for an award. 

To qualify for an incentive award, a participant must have a satisfactory performance rating and not be in a formal disciplinary status. If an adverse
performance rating is assigned to the participant, the Plan participant will not be eligible for an incentive award under this Plan. The Committee also has the discretion to determine that a participant on written warning or disciplinary status at
any time during the Plan year is not eligible to receive any or part of an incentive award. 
 Changes in Employment Status 

In the event a Plan participant dies, becomes disabled (as defined by CUB Short-Term or Long-Term Disability Plan provisions), retires, or is on a leave of
absence (as defined by applicable CUB policies), he/she may be eligible for an incentive award based on the Committee’s discretionary review of performance results through the last date of the Plan participant’s active employment in the
Plan-eligible position during the performance measurement period. 
 In the event of death, the incentive award payment, if any, will be issued in the name
of the deceased and made payable to the estate. 
 Participants whose positions are eliminated may be eligible for prorated incentive awards, in the sole
discretion of the Committee based on such factors as tenure in the qualifying position, overall performance level, and actual results attained. Eligibility shall be strictly at the discretion of the Committee. Participants who voluntarily terminate
their employment with CUB prior to the date of actual payment of any incentive awards under the Plan are ineligible for an incentive award. In the event a participant’s employment is involuntarily terminated for reasons other than position
elimination, eligibility for participation in the Plan automatically ceases at the time of such termination. 
 Adoption and Administration

 The Plan is effective commencing on January 1, 2014, and ending December 31, 2014. 

General authority and on-going responsibility for Plan administration is held by the Committee. Any exceptions to the provisions in this Plan require approval
of the Committee. 
 No agreements or understandings will modify this Plan unless they are in writing and specifically approved by the Committee. 

 
 This document is for the internal use of the Bank only. The contents of which are not
to be copied, distributed or reproduced in any manner without the express permission of the Bank. 

  
 3 

 [Type text] 
  

Plan Changes and Interpretation 
 The Bank reserves
the right to make revisions to the Plan or to terminate the Plan at any time at its sole and absolute discretion. Nothing contained in this Plan shall vest any right in the incentive award payments until the payment is actually calculated and paid.
Nothing herein alters or revises the employment-at-will agreement outlined at the time of hire. 
 The Plan shall not be construed to limit or prevent CUB
from adopting or changing, from time to time, any rules, standards, or procedures affecting a participant’s employment with CUB or any CUB affiliate, including those which affect incentive award payments, with or without notice to the Plan
participant. 
 Proprietary Information 
 This
highly confidential material describing and related to the Plan is the sole property of CUB and shall be used only as expressly approved in writing by CUB. This type of material is critical to maintaining and enhancing CUB’s competitive
advantage. Any unauthorized use or reproduction of this material is prohibited. 
 Ethical and Legal Standards 

Plan participants are required to be familiar with, and abide by CUB’s Code of Ethics and comply with the letter and spirit of its provisions at all
times. 
 In addition, a Plan participant shall not pay, offer to pay, assign or give any part of his/her compensation, incentive award or any other money
to any agent, customer, or representative of a customer or any other person as an inducement or reward for assistance in making a sale. Moreover, no rights under this Plan shall be assignable or subject to any pledge or encumbrance of any nature.

 If a participant fails to comply with the CUB’s Code of Ethics or the provisions included in this Plan document, or violates any other Bank policy,
his/her eligibility for an incentive award may be deferred, reduced, or denied at the discretion of CUB’s management. 
  

This document is for the internal use of the Bank only. The contents of which are not to be copied, distributed or reproduced in any manner without the
express permission of the Bank. 

  
 4 

 [Type text] 
  

Receipt & Acknowledgement of the California United Bank 

Performance Incentive Plan (“Plan”) effective January 1, 2014. 

This is to acknowledge that I have received a copy of the Performance Incentive Plan effective January 1, 2014. I agree to familiarize myself with the
information in this Plan, and by signing below, I am agreeing to the terms and conditions described in the Plan. My signature also acknowledges that I have read and understand the CUB Code of Ethics. 

I also understand that: 
  

	 	•	 	I must be employed in good standing with the CUB at the time the incentive awards are paid in order to be eligible for any award for the applicable period. 

 

	 	•	 	If, at or before the time the incentive awards are paid, I violate CUB policy, or engage in fraudulent conduct or any other act which results in my not being in good standing, awards I will not be eligible for an
incentive award unless CUB determines otherwise, in its sole discretion. Further, CUB reserves the right to delay or suspend the decision to pay an incentive award pending any misconduct investigation and to seek reimbursement of any incentive award
previously paid to me at such time as I was not in good standing. 

  

	 	•	 	I further acknowledge and agree that if my employer, CUB, notifies me in writing that I have received payments in error, I shall repay the aggregate amount of such payments to my employer, CUB, no later than fifteen
days following my receipt of such notice. 

  

	 	•	 	All the information, reports, and/or data provided to me by CUB are and remain the sole property of CUB. Such information, reports, and/or data include, without limitation, manuals, computer software, and electronically
produced data. I agree not to use or allow any other party to use information, reports, and/or data in any manner that is detrimental or results in competitive disadvantages to CUB. 

 

	 	•	 	Management reserves the right to make revisions or to discontinue this Plan at any time, in its sole and absolute discretion. Nothing herein alters or revises the employment-at-will agreement as outlined in documents
provided to me at the time of hire. 

 Participant’s Name:
(Print):                                       
                                       

Participant’s
Signature:                                       
                                         
     

Date:                      
                            
  

This document is for the internal use of the Bank only. The contents of which are not to be copied, distributed or reproduced in any manner without the
express permission of the Bank. 

  
 5 

 [Type text] 
  

Attachment A 

Senior Executive Plan Details 

2014 California United Bank Performance Cash Incentive Plan 

The Senior Executives include the following positions: 
  

	 	•	 	President and CEO 

  

	 	•	 	Chief Credit Officer and Chief Operating Officer 

  

	 	•	 	Chief Financial Officer 

  

	 	•	 	Commercial Banking Executive Managers 

  

	 	•	 	General Counsel 

 These positions are eligible for consideration for an incentive award calculated on a
percentage of base salary* which is determined based on a number of factors, including measurement against annual corporate performance targets as outlined in the approved financial and strategic plan. This includes, but is not limited to: 

 

	 	•	 	Bank Profitability 

  

	 	•	 	Credit Quality 

  

	 	•	 	Production/Revenue 

  

	 	•	 	Efficiency Ratio (non-interest income/strategic expense management) 

  

	 	•	 	Regulatory Rating 

  

	 	•	 	Strategic Initiatives 

 The Financial Scorecard (Exhibit A-1) details more specific areas of measurement in
each of the categories outlined above. For each participant, the weighting in each of the performance categories is adjusted to reflect individual areas of responsibility. The Scorecard is updated quarterly to reflect progress against goals and the
Bank plan in each of these areas. 
 In addition to comparison to the Bank’s financial plan for the year, there is also a comparison to market peer
banks to measure CUB performance relative to market peers, which is considered in the overall assessment of Bank performance. 
 Target Opportunity

  

							
	 Position Title
	 	 Threshold Plan Target
	 	 Meets Plan Target
	 	 Exceeds Plan Target

	 President & CEO
	 	30% of base salary*	 	50% of base salary*	 	75% of base salary*
	 CCO & COO
	 	20% of base salary*	 	40% of base salary*	 	60% of base salary*
	 CFO
	 	20% of base salary*	 	40% of base salary*	 	60% of base salary*
	 Commercial Banking

Executive Manager(s)
	 	20% of base salary*	 	40% of base salary*	 	60% of base salary*
	 General Counsel
	 	20% of base salary*	 	40% of base salary*	 	60% of base salary*

  

	*	Equivalent of current annual base salary at time of award payout. 

 Recommendations for the
President & CEO is the responsibility of the Committee. The recommendations for the CCO & COO, CFO, Commercial Banking Executive Manager(s) and General Counsel are generated by the President & CEO and approved by the
Compensation, Nomination and Corporate Governance Committee. 
  
  

This document is for the internal use of the Bank only. The contents of which are not to be copied, distributed or reproduced in any manner without the
express permission of the Bank. 

  
 6 

 [Type text] 
  

Attachment A 

Senior Executive Plan Details 

2014 California United Bank Performance Cash Incentive Plan 

The Senior Executives include the following positions: 
  

	 	•	 	President and CEO 

  

	 	•	 	Chief Credit Officer and Chief Operating Officer 

  

	 	•	 	Chief Financial Officer 

  

	 	•	 	Commercial Banking Executive Managers 

  

	 	•	 	General Counsel 

 These positions are eligible for consideration for an incentive award calculated on a
percentage of base salary* which is determined based on a number of factors, including measurement against annual corporate performance targets as outlined in the approved financial and strategic plan. This includes, but is not limited to: 

 

	 	•	 	Bank Profitability 

  

	 	•	 	Credit Quality 

  

	 	•	 	Production/Revenue 

  

	 	•	 	Efficiency Ratio (non-interest income/strategic expense management) 

  

	 	•	 	Regulatory Rating 

  

	 	•	 	Strategic Initiatives 

 The Financial Scorecard (Exhibit A-1) details more specific areas of measurement in
each of the categories outlined above. For each participant, the weighting in each of the performance categories is adjusted to reflect individual areas of responsibility. The Scorecard is updated quarterly to reflect progress against goals and the
Bank plan in each of these areas. 
 In addition to comparison to the Bank’s financial plan for the year, there is also a comparison to market peer
banks to measure CUB performance relative to market peers, which is considered in the overall assessment of Bank performance. 
 Target Opportunity

  

							
	 Position Title
	 	 Threshold Plan Target
	 	 Meets Plan Target
	 	 Exceeds Plan Target

	 CCO & COO
	 	20% of base salary*	 	40% of base salary*	 	60% of base salary*
	 CFO
	 	20% of base salary*	 	40% of base salary*	 	60% of base salary*
	 Commercial Banking

Executive Manager(s)
	 	20% of base salary*	 	40% of base salary*	 	60% of base salary*
	 General Counsel
	 	20% of base salary*	 	40% of base salary*	 	60% of base salary*

  

	*	Equivalent of current annual base salary at time of award payout. 

  

This document is for the internal use of the Bank only. The contents of which are not to be copied, distributed or reproduced in any manner without the
express permission of the Bank. 

  
 7 

 [Type text] 
  

The recommendations for the CCO & COO, CFO, Commercial Banking Executive Manager(s) and General Counsel are generated by the President & CEO
and approved by the Compensation, Nomination and Corporate Governance Committee. 
  

This document is for the internal use of the Bank only. The contents of which are not to be copied, distributed or reproduced in any manner without the
express permission of the Bank. 

  
 8

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