Document:

Exhibit

Exhibit 10.36

[STAPLES LETTERHEAD]

January 23, 2017

Via Hand Delivery
Joe Doody
4285 Deephaven Lane
Naples, FL 34119
 

Dear Joe:

As we continue on our 20/20 journey, it is vital that the members of the Staples Leadership Team focus on our most critical 20/20 initiatives. In light of your upcoming retirement on September 9, 2017, we are asking you to take on a reduced role allowing you to focus on three of these initiatives: (1) guiding the transformation of Staples Supply Chain; (2) pursuing strategic alternatives for our Australian and New Zealand businesses; and (3) reallocating your job duties and responsibilities to the appropriate members of the Staples Leadership Team (“SLT”). 

Work Schedule and Pay
Effective February 1, 2017, commensurate with your new, streamlined responsibilities you will work a reduced schedule of 12 hours per week.  Effective January 29, 2017, your new weekly pay will be $4,029.19, minus legally required federal and state payroll deductions.

On May 1, 2017, following the transition of your primary duties, you will be employed as Special Advisor to Staples and required to be available for no more than eight hours per week, as needed by members of the SLT.  In exchange for this commitment, Staples will compensate you at a weekly rate of $1,000 less legally required federal and state payroll deductions.  

APA Bonus
You will remain eligible for the FY2016 APA bonus, subject to the Company’s satisfaction of the APA plan criteria.  Your APA will be 100% of your current FY2016 salary.

Performance Award Shares (“PAS”)

	
					
	Performance Award Share Cycle
	Date Shares Will Issue
	Number of Shares Issued
	Eligibility
	Vesting Date

	2015-2017
	~March 2018
	Dependent upon Board Approval
	86.7% of Target
	Immediately upon receipt

	2016-2018
	~March 2019
	Dependent upon Board Approval
	53.41% of Target
	Immediately upon receipt

	2017-2019
	~March 2020
	Dependent upon Board Approval
	20.29% of Target
	Immediately upon receipt

Restricted Stock Unit Awards (“RSU”)
You will remain eligible for your 2017 RSU award which is typically issued in March or April following the Staples Board of Directors’ Compensation Committee meeting.  

Paid Time Off (“PTO”)
You will accrue PTO in accordance with the part-time, exempt schedule.

PIPA
You will remain bound by the obligations set forth in your Proprietary Interest Protection Agreement until September 9, 2018.

Cancellation of Severance Benefits Agreement
As part of this arrangement, you and Staples will agree to cancel your Severance Benefits Agreement by mutual execution of the Revocation of Severance Benefits Agreement.

Employment At Will
Your employment will remain “at will” through September 9, 2017, which means that your employment may be terminated for any or no reason, with or without cause or notice, at any time by you or the Company.  

If you have any questions please feel free to contact me.

Sincerely,

/s/ Regis Mulot

Regis Mulot
Executive Vice President
Global Human ResourcesExhibit

Exhibit 10.37

REVOCATION OF SEVERANCE BENEFITS AGREEMENT

THIS AGREEMENT is made and entered into this first day of February, 2017 between Joe Doody (hereinafter referred to as "you"), and Staples, Inc. (“Staples”).

      IN CONSIDERATION of the mutual promises set forth below, you and Staples hereby agree as follows:

		
	1.
	Effective February 1, 2017, you hereby agree to reduce your work schedule to twelve (12) hours per week.  Your reduced role will require you to focus solely on (1) Supply Chain transformation; (2) strategic alternatives for Australia and New Zealand; and (3) transitioning your current job duties to the appropriate members of the Staples Leadership Team.  Commensurate with your reduced work schedule, you will be paid at a rate of 30% of your current salary as set forth in your Offer Letter.

		
	2.
	You understand that in accordance with the Severance Benefits Agreement that was executed on December 21, 2008, that in the event of a Qualified Termination from Staples (as such term is defined in the Agreement), you may have been entitled to receive certain severance benefits.  

		
	3.
	However, expressly because you have accepted your reduced schedule, responsibilities and compensation, and have not terminated your employment with Staples, you understand and acknowledge that:

 (i) you will not incur a Qualified Termination under the Severance    Benefits Agreement, 

(ii) by accepting this position, you shall forever forfeit your right to any and all benefits described in the Severance Benefits Agreement, however, you will be eligible for Severance Pay as set forth in the Staples Severance Policy, and 

(iii) there shall be no obligation on the part of Staples to provide you with any benefits in the future which are similar to the benefitsdescribed in the Severance Benefits Agreement upon any future termination from Staples employment irrespective of whether such termination would have qualified as a Qualified Termination under the Severance Benefits Agreement.

		
	4.
	The parties agree that any legal disputes (including but not limited to claims arising under federal or state statute, contract, tort, or public policy) that may occur between you and Staples, and that arise out of, or are related in any way to, your employment with Staples or termination of your employment from Staples, the enforceability of this Agreement, and which disputes cannot be resolved informally, will be resolved exclusively though final and binding arbitration. The parties will be precluded from raising in any other forum, including, but not limited to, any federal or state court of law, or equity, any claim which could be raised in arbitration; provided, however that nothing in this Agreement precludes you from filing a charge or from participating in an administrative investigation of a charge before an appropriate government agency or Staples from initiating an arbitration over a matter covered by this Agreement.

Each party may demand arbitration, no later than three hundred (300) days after the date on which the claim arose, by submitting to the other party a written demand which states: (i) the claim asserted, (ii) the facts alleged, (iii) the applicable statute or principal of law (e.g., breach of contract) upon which the demand is based, and (iv) the remedy sought. Any response to such demand must be made, in writing, within twenty (20) days after receiving the demand, and will specifically admit or deny each factual allegation.

The arbitration will be conducted in accordance with the Rules for Employment Arbitration of the American Arbitration Association (AAA) and any arbitration will take place in Framingham, Massachusetts. Each party will bear its own costs and attorney's fees. The arbitrator will have the power to award any types of legal or equitable relief that would be available in a court of competent jurisdiction, including, but not limited to, the costs of arbitration, attorney's fees, emotional distress damages, and punitive damages for causes of action when such damages are available under law. Any relief or recovery to which you are entitled from any claims arising out of your employment, termination, or any claim of unlawful discrimination will be limited to that awarded by the arbitrator.

		
	5.
	If any claim arising out of your employment or termination is found not to be subject to final and binding arbitration, the parties agree to waive any right to a jury trial if such claim is filed in court.

		
	6.
	The invalidity or unenforceability of any provision of this Agreement will not affect the validity or enforceability of any other provision of this Agreement, which will remain in full force and effect.

		
	7.
	The validity, interpretation, construction and performance of this Agreement will be governed by the laws of the Commonwealth of Massachusetts.

		
	8.
	No waiver by you or Staples at any time of any breach of, or compliance with, any provision of this Agreement to be performed by Staples or you, respectively, will be deemed a waiver of that or any other provision at any subsequent time.

IN WITNESS WHEREOF, the parties hereto have executed this Agreement as of the day and year set forth below.

Date:         1/23/17                    /s/ Joseph G. Doody        
Joe Doody
    

STAPLES, INC.
    

Date:        1/23/17                By:    /s/ Regis Mulot        
Its:    EVP HR StaplesExhibit

Exhibit 10.38

STAPLES, INC.
 
   LONG TERM CARE INSURANCE PLAN SUMMARY
 
Staples provides long-term care insurance coverage which is fully paid by the company to officers of Staples hired or promoted prior to January 1, 2017, including the named executive officers. The coverage includes a maximum daily benefit of $150 per day or $54,750 per year, adjusted annually. The benefit will end on July 1, 2017 for all officers except for those that are over the age of 65 by December 31, 2017; provided, that the benefit continues post-retirement based on age and service at the time of separation from employment.Exhibit

Exhibit 10.40

FIRST AMENDMENT TO THE STAPLES, INC. 
SURVIVOR BENEFIT PLAN

WHEREAS, Staples, Inc. (the "Company") maintains the Staples, Inc. Survivor Benefit Plan (the "Plan"); and

WHEREAS, Section 9.1 of the Plan authorizes the Company to amend or terminate the Plan at any time.

NOW THEREFORE, Section 5.1 of the Plan is hereby replaced in its entirety with the following new provision:

5.1.  Pre-Retirement Survivor Benefit.

(a)Deaths Before January 1, 2017.  With respect to survivor benefits paid by the Plan relating to Participant deaths occurring prior to January 1, 2017, if a Participant dies  while employed by the Company, the Company shall pay to the deceased Participant's Beneficiary as a survivor benefit, an annual amount equal to (1) one hundred percent (100%) of the Participant's Recognized Compensation at date of death for one year, and (2) fifty  percent (50%) of the Participant's Recognized Compensation at date of death for each of the following two (2) years.

(b)Deaths on or after January 1, 2017. Notwithstanding subsection (a) above, the following groups shall be eligible for different benefits under the Plan:

(1)2016 Grandfathered Group.   Effective with respect to individuals  who were eligible to participate in the Plan as of December 31, 2016, if such a Participant  dies while employed by the Company, the Company shall pay to the deceased  Participant's Beneficiary as a survivor benefit, an annual amount equal to (1) one  hundred percent (100%) of the Participant's Recognized Compensation as of December  31, 2016 for one year, and (2) fifty percent (50%) of the Participant's Recognized  Compensation as of December 31, 2016 for each of the following two (2) years.

(2)Post-2016 Non-Grandfathered Group.    Effective  with  respect  to   an individual who becomes a Participant in the Plan on or after January 1, 2017, if  such Participant dies while employed by the Company, the Company shall pay to the deceased Participant's Beneficiary as a survivor benefit, an annual amount equal to (1) one hundred percent (100%) of the Participant's current base salary at date of death for one year, and (2) fifty percent (50%) of the current base salary at date of death for each of the following two (2) years.

This Survivor Benefit shall be payable in periodic installments commencing in the month following the Participant's death. The Company shall deduct from any payment of benefits the amount of any federal, state or local income or employment taxes required to be withheld or paid with respect to this distribution.

IN WITNESS WHEREOF, the Company has caused this First Amendment to be executed this 20 day of December, 2016.

Staples, Inc.

By:         /s/ Regis Mulot    

Title:        EVP HR

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