Document:

EX-10.1

 Exhibit 10.1 

 
 

 
 April 30, 2013 
 Stephen D. Kelley 
 7248 Ryehill Drive 
 Cary, North Carolina 27519 
 Dear Steve: 
 On behalf of Amkor Technology, Inc. (“Amkor”), I am very pleased to extend to you our offer of employment on the following terms: 
 Position: You will serve as President and Chief Executive Officer of Amkor. Your expected starting date of employment is May 8, 2013. You will report directly to Amkor’s Board of
Directors (the “Board”). You will have such authority, duties and responsibilities as are customarily associated with the positions of President and Chief Executive Officer. Your principal place of employment will be at our offices in
Chandler, Arizona, subject to such travel as may be required in the performance of your duties and responsibilities. 
 During your employment
with Amkor, you agree to devote your full business time and best efforts to the performance of your duties and responsibilities. You further agree that, subject to the approval of the Board, you shall be appointed to or stand for election to the
Board and, if so appointed or elected, serve as a member thereof for no additional compensation. You further agree that if your employment with Amkor is terminated for any reason, you shall immediately resign from the Board and all committees
thereof, with this letter constituting notice of such resignation. 
 Base Salary and Bonus Opportunity: Your starting annual base salary
(“Base Salary”) will be $650,000, pro-rated from your start date, and will be paid to you in accordance with Amkor’s normal payroll practices. Effective January 1, 2014, your Base Salary will be increased to $700,000. Thereafter,
your Base Salary shall be subject to review by the Board on at least an annual basis and may be adjusted by the Board in its sole discretion. Subject to the terms and conditions of Amkor’s Executive Incentive Bonus Plan, you will be eligible
for a cash bonus for 2013 with a target amount equal to 135% of your Base Salary (pro-rated based on your start date) and you will be eligible for a cash bonus for 2014 with a target amount equal to 100% of your then current Base Salary. Your target
cash bonus opportunity for subsequent years shall be determined by the Board in its sole discretion. 
 Equity Awards: Upon commencement
of your employment and subject to the terms and conditions of the Amkor 2007 Equity Incentive Plan (the “Plan”) and the applicable award agreements, Amkor will grant you 750,000 time-based restricted shares of Amkor common stock and an
option to purchase an additional 750,000 shares of Amkor common stock at a purchase price per share equal to the fair market value of such shares on the grant date. Your restricted stock and option awards shall vest 25% on the first anniversary of
the grant date and in equal quarterly installments thereafter, such that 100% of each award shall be vested as of the fourth anniversary of the grant date. In addition, each award shall vest in full upon your death or the termination of your
employment by the Company due to your disability. In the event of a Change in Control (as defined in the Plan), each award will be treated as the plan administrator determines in accordance with the Plan, including, without limitation, assumption or
grant of a substitute award by the successor or acquiring company. If the successor or acquiring company does not assume or provide a substitute for the awards, the awards will fully vest in connection with such Change in Control. 

 Benefit Plans: You will be eligible to participate in Amkor’s employee benefit plans and
programs on the same terms and conditions as apply to Amkor’s executive officers generally, as in effect from time to time. Schedule A contains a list of the employee benefit plans and programs currently maintained by Amkor. Amkor reserves the
right to amend or terminate any such plan or program at any time. 
 Relocation Benefits: You will be eligible for our Relocation
Assistance Program as set forth on Schedule B. In addition, if during your employment you sell your home in Cary, North Carolina for a sale price that is less than $902,500, Amkor will pay you an amount equal to the difference between $902,500 and
the actual sale price for such property. Should you voluntarily resign from Amkor or be terminated for Cause (as defined below) prior to the completion of one year of employment, you will be responsible for promptly reimbursing Amkor for any such
payment, calculated pro rata based on the actual number of days of employment with the company during such year. We reserve the right to deduct any such payment from any and all outstanding payments due you. 

Termination and Severance: Your employment with Amkor is at-will, meaning that both you and Amkor may terminate your employment at any time and
for any reason. Upon termination of your employment for any reason, you shall be entitled to payment of the following items: (i) unpaid Base Salary earned prior to your termination date; (ii) unused vacation time accrued prior to your
termination date; and (iii) vested benefits earned under any employee benefit plan or program, in accordance with the terms and conditions thereof. In addition, if your employment is terminated by Amkor without Cause (other than due to your
death or disability) or by you for Good Reason (as defined below), then, subject to your execution and non-revocation of a general release of claims in favor of Amkor and its affiliates within 60 days following your termination date and your
continued compliance with the Restrictive Covenant Agreement set forth on Schedule C and the Confidentiality, Intellectual Property, and Insider Information Obligations agreement set forth on Schedule D, you shall be entitled to the following
payments and benefits: (i) continuation of your then-current Base Salary for a 12 month period, payable in accordance with Amkor’s normal payroll practices beginning with the first payroll period after the release becomes effective or such
later date as may be required to comply with Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”); (ii) a pro-rata bonus for the year of termination determined based on the actual bonus, if any, you would
have been paid for such year absent such termination, payable on the latest of (A) the date on which Amkor pays bonuses for such year generally, (B) the date on which the release becomes effective and (C) such later date as may be
required to comply with Code Section 409A; (iii) payment of the applicable premiums if you or any of your eligible dependents elect continued coverage under Amkor’s group health plans pursuant to the Consolidated Omnibus Budget
Reconciliation Act of 1986 (“COBRA”) for the 12 month period beginning on your termination date or, if shorter, the maximum period permitted under COBRA; and (d) payment of the actual cost of outplacement services used by you for a
period of 6 months following your termination date. 
 Definitions: For purposes of this letter, “Cause” means
(i) indictment, conviction of, or the entry of a plea of guilty or no contest to, (A) a felony or (B) any crime involving moral turpitude or dishonesty, (ii) any intentional action or an act of fraud, dishonesty, or theft
affecting the property, reputation, or business of Amkor or its affiliates, (iii) willful and persistent neglect of your duties and responsibilities, (iv) failure or refusal to carry out the lawful directives of the Board,
(v) diverting any business opportunity of Amkor or its affiliates for your own personal gain, (vi) misrepresentation of a significant fact on your employment application and/or resume, or (vii) misuse of alcohol or drugs affecting
your work performance. For purposes of this letter, “Good Reason” means (i) a change in your title as President and CEO or a material reduction in your authority, duties or responsibilities; (ii) a material reduction in your base
salary or bonus opportunity (other than as described in paragraph 2 above or a reduction that is imposed proportionately on substantially all executive officers); or (iii) Amkor requires you to report to anyone other than Amkor’s then
current Board of Directors. 

 Immigration: In accordance with the Immigration Reform & Control Act of 1986, you will be
required to provide documents that establish your identity and employment eligibility to work in the United States within three business days of your date of hire. 
 Section 409A: This letter is intended to comply with Code Section 409A (to the extent applicable) and the parties hereto agree to interpret, apply and administer this letter in the least
restrictive manner necessary to comply therewith and without resulting in any increase in the amounts owed hereunder by Amkor. Notwithstanding any other provision of this letter to the contrary, if you are a “specified employee” within the
meaning of Code Section 409A, and a payment or benefit provided for in this letter would be subject to additional tax under Code Section 409A if such payment or benefit is paid within six months after your “separation from
service” (within the meaning of Code Section 409A), then such payment or benefit required under this letter shall not be paid (or commence) during the six-month period immediately following your separation from service except as provided
in the immediately following sentence. In such an event, any payments or benefits that would otherwise have been made or provided during such six-month period and which would have incurred such additional tax under Code Section 409A shall
instead be paid to you in a lump-sum cash payment on the earlier of (i) the first regular payroll date of the seventh month following your separation from service or (ii) the 10th business day following your death. Notwithstanding anything
herein to the contrary, neither Amkor nor any of its affiliates shall have any liability to you or to any other person if the payments and benefits provided in this letter that are intended to be exempt from or compliant with Code Section 409A
are not so exempt or compliant. Your right to receive installment payments hereunder shall be treated as a right to receive a series of separate payments and, accordingly, each installment payment shall at all times be considered a separate and
distinct payment for purposes of Code Section 409A. 
 Confidentiality and Restrictive Covenants: In consideration for your
employment by Amkor, you agree to become a party to the Restrictive Covenant Agreement set forth on Schedule C and the Confidentiality, Intellectual Property and Insider Information Obligations agreement (the “Confidentiality Agreement”)
set forth on Schedule D as of your start date. You represent and warrant that you are not subject to any non-compete, non-disclosure, or similar agreement or restrictive covenant that would prevent you from accepting this position or that would
materially impair your ability to perform the duties of this position. You also acknowledge that (i) your work for Amkor will give you access to confidential affairs and propriety information of Amkor and its affiliates; (ii) the
restrictive covenants contained in the Restrictive Covenant Agreement and the Confidentiality Agreement are essential to the business and goodwill of Amkor and its affiliates; and (iii) Amkor would not have made you this offer of employment but
for your agreement to become party to the Restrictive Covenant Agreement and the Confidentiality Agreement. 
 Ethical Standards: You
will be expected to observe the highest standards of ethical, personal, and professional conduct and to comply with Amkor’s policies, including its Code of Business Conduct, a copy of which has been provided to you. 

Additional Terms: The terms of your employment may in the future be amended, but only by a writing which is signed by both you and, on behalf of
Amkor, a duly authorized officer. This letter constitutes the entire agreement between the parties, and supersedes all prior agreements and understandings, relating to the subject matter of this letter. If any portion or provision of this letter
shall to any extent be declared illegal or unenforceable by a court of competent jurisdiction, then the remainder of this letter, or the application of such portion or provision in circumstances other than those as to which it is so declared illegal
or unenforceable, shall not be affected thereby, and each portion and provision of this letter shall be valid and enforceable to the fullest extent permitted by law. This letter may be executed in one or more counterparts, any one of which need not
contain the signatures of more than one party, but all such counterparts taken together, when delivered, will constitute one and the same instrument. 

 Governing Law: This letter, including the schedules attached hereto, shall be governed in accordance
with the laws of the State of Arizona, without regard to the principles of conflicts of laws thereof. Any legal proceeding arising out of or relating to your employment will be instituted in federal court in the State of Arizona (or, if such
proceeding may not be brought in federal court, in the state courts located in Phoenix, Arizona), and you and Amkor hereby consent to the personal and exclusive jurisdiction of such court(s) and hereby waive any objection(s) you or it may have to
personal jurisdiction, the laying of venue of any such proceeding and any claim or defense of inconvenient forum. 
 If these employment terms
are satisfactory to you, please indicate your acceptance by signing below and returning one copy of the signed offer letter to me. This offer will expire unless accepted in writing on or before May 1, 2013. Steve, we look forward to your
joining the Amkor organization and are confident you will be a strong leader of the Company. 
 Sincerely, 

/s/ Gil C. Tily 
 Gil C. Tily 

Executive Vice President, Chief Administrative Officer 
 and General Counsel 
  

			
	 Accepted:
	 	 /s/ Stephen D. Kelley

		 	Stephen D. Kelley

 Schedule A 

Employee Benefit Plans and Programs 
 A brief summary of Amkor employee benefit plans and programs includes: 
  

	 	•	 	 Paid time off based on Amkor’s PTO accrual policy—your initial vacation accrual will be set at 160 hours (4 weeks).

  

	 	•	 	 Paid holidays 

  

	 	•	 	 Medical, dental and vision insurance coverage. Choices of plans are based on work location. 

 

	 	•	 	 Basic life insurance and disability protection. 

  

	 	•	 	 Supplemental life insurance 

  

	 	•	 	 Travel accident insurance 

  

	 	•	 	 Flexible spending accounts for medical costs 

  

	 	•	 	 Tuition reimbursement program 

  

	 	•	 	 401(k) Plan for retirement savings. You may enroll and transfer funds from a prior qualified account immediately. You will be eligible for the company
match as of the monthly enrollment date following one year of service. 

 Schedule B 

Summary of Relocation Assistance Program 
 We are pleased to offer you relocation assistance, which includes the necessary and reasonable expenses for the following: 
  

	 	•	 	 Packing and moving of household goods and personal effects from the old residence to the new residence (not more than one pick-up), the costs of
transportation to the new residence from the former residence, and in-transit storage and insurance. Temporary storage of household goods for up to 60 days. 

 

	 	•	 	 Movement of two vehicles to the new location at a reasonable cost (which may be moved separately). 

 

	 	•	 	 Temporary living for you in a furnished apartment in Phoenix, Arizona until July 2014, if necessary. Expenses of a personal nature (entertainment,
meals, phone, etc.) are not covered. We will also provide reasonable transportation during your assignment in the form of a rental car which will include all necessary insurance and maintenance. 

 

	 	•	 	 During the period of temporary living, air travel expenses for you and/or members of your immediate family for reasonable travel to and from your
current home. 

  

	 	•	 	 Travel from the old to the new place of residence. Includes transportation, meals and lodging (en route and on the arrival day). You need not travel
together at the same time. If a personal vehicle is used to the new residence, reimbursement will be made at our then standard rate of reimbursement per mile or at the actual expenses incurred for gas and oil. 

 

	 	•	 	 The company will pay for one house-hunting trip for you and your spouse not to exceed five days. Reasonable expenses will be reimbursed per our
standard policy. 

  

	 	•	 	 You are entitled to a fixed payment of $5,000.00 for incidental costs. This will be paid upon submission of an approved relocation expense report.

  

	 	•	 	 Amkor will pay the cost associated with the sale of your existing residence to include the following: 

 

	 	•	 	 Real Estate commission at prevailing rates in the area, but not to exceed 6% 

 

	 	•	 	 Title insurance (if applicable) 

  

	 	•	 	 Attorney fees when required by lender or dictated by local practice 

 

	 	•	 	 Deed preparation 

  

	 	•	 	 Revenue stamps 

  

	 	•	 	 Survey 

  

	 	•	 	 Transfer taxes (state, county and local) 

  

	 	•	 	 Inspection fees (building, termite, radon, etc.) 

  

	 	•	 	 Amkor will also pay for the cost associated with the purchase of your new residence to include the following: 

 

	 	•	 	 Title examination, insurance, search 

  

	 	•	 	 Credit report 

  

	 	•	 	 Appraisal, closing escrow, forwarding, loan application recording, conveyance and tax service fees 

	 	•	 	 Survey (if required of the buyer) 

  

	 	•	 	 Attorney fees when required by lender or dictated by local practice 

 

	 	•	 	 Notary fees 

 Expenses that
are not reimbursed include, but are not limited to, warranties or service contracts, discount points or fees, fix up expenses, appraisal fees and any buyer costs or negotiated allowances. 
 Amkor will reflect relocation fringe benefits on your W-2 as required by the IRS. At year end, the company will “gross up” the cumulative moving expenses that it determines are not
deductible by 46.65% and will make an additional Federal withholding tax payment to the IRS equal to that amount. The tax “gross up” amount will be reported on the W-2 as part of gross wages. 

Should you voluntarily resign from Amkor prior to the completion of one year of employment service, you will be responsible for all relocation related
costs paid by the company through that date. We reserve the right to deduct such costs and amounts from any and all outstanding payments due you. 

 Schedule C 

Restrictive Covenant Agreement 
 As a condition of you becoming employed (or your employment being continued) by Amkor Technology, Inc. or any of its current or future subsidiaries, affiliates, successors or assigns (collectively,
“Amkor”), you hereby agree to the following: 
 1. Non-Competition. During your employment by Amkor and
for 12 months thereafter (the “Restriction Period”), you shall not, without the prior written consent of Amkor, engage in or carry on, directly or indirectly, whether as an advisor, principal, agent, partner, officer, director, employee,
stockholder, associate or consultant to any person, partnership, corporation or any other business entity, the business of outsourced semiconductor packaging and test services; provided that ownership by you of Amkor securities or of less than a
five percent equity interest in a publicly held company shall not be a breach of this paragraph. 
 2.
Non-Solicitation. During the Restriction Period, you shall not, without the express prior written consent of Amkor, directly or indirectly, for yourself or on behalf of any other person or entity, (i) solicit or encourage any
customer, vendor, client or prospective customer, vendor or client (or anyone who was a customer, vendor or client during the Restriction Period) to cease any relationship with Amkor or its affiliates or (ii) solicit or encourage any employee
or consultant of Amkor or its affiliates (or anyone who was an employee or consultant of Amkor or its affiliates during the Restriction Period) to leave the employment of or cease to perform services for Amkor or its affiliates; provided that this
paragraph shall not prohibit any general public advertisement or general solicitation for personnel not specifically directed at any employee or consultant of Amkor or its affiliates. 

3. Non-Disparagement. During your employment by Amkor and at all times thereafter, you shall not publish or otherwise
transmit any disparaging, derogatory or defamatory remarks, comments or statements, whether written or oral, regarding Amkor, its affiliates or their respective officers, directors, employees, consultants, reputations, products, operations,
procedures, policies or services, which are reasonably likely to (i) damage materially the reputation of Amkor or its affiliates or (ii) interfere materially with the contracts or business relationships of Amkor or its affiliates. This
paragraph shall not restrict or prevent you from providing truthful testimony as required by court order or other legal process. 
 4. Substitution. If a court holds that the duration, scope, area or other restrictions stated herein are unreasonable under circumstances then existing, you and Amkor agree that the maximum
duration, scope, area or other restrictions reasonable under such circumstances will be substituted for the stated duration, scope, area or other restrictions. 
 5. Enforcement. You agree that in the event of your breach or threatened breach of any provision of this Schedule, Amkor, in addition to any other legal remedies which may be available to
it, shall be entitled to appropriate injunctive relief and/or specific performance in order to enforce or prevent any violations of such provisions. 
 6. Governing Law; Exclusive Jurisdiction. This Restrictive Covenant Agreement shall be governed in accordance with the laws of the State of Arizona, without regard to the principles
of conflicts of laws thereof. Any legal proceeding arising out of or relating to this Restrictive Covenant Agreement will be instituted in federal court in the State of Arizona (or, if such proceeding may not be brought in federal court, in the
state courts located in Phoenix, Arizona), and you and Amkor hereby consent to the personal and exclusive jurisdiction of such court(s) and hereby waive any objection(s) you or it may have to personal jurisdiction, the laying of venue of any such
proceeding and any claim or defense of inconvenient forum. 

 ACKNOWLEDGED AND ACCEPTED: 

 

	
	  

	Stephen D. Kelley
	
	  

	Date

 Schedule D 

Amkor Technology, Inc. 
 Confidentiality, Intellectual Property, and Insider Information Obligations 
 As a
condition of you becoming employed (or your employment being continued) by Amkor Technology, Inc. or any of its current or future subsidiaries, affiliates, successors or assigns (collectively, “Amkor”), you hereby agree to the following:

  

	1.	Prior Employment. You confirm that you are under no restrictions including, without limitation, non-compete agreements or non-disclosure agreements which
would restrict your ability to fully comply with your employment obligations with Amkor, or to comply with the confidentiality and intellectual property obligations set forth below. 

Under the Uniform Trade Secrets Act (UTSA), you are prohibited from knowingly disclosing confidential information from your former
employer to whom you owe continuing obligations of confidentiality (“Former Employer Confidential Information”). Tangible items containing Former Employer Confidential Information, including without limitation documents, files, computer
discs and other physical or electronic items, which contain Former Employer Confidential Information, may not be brought to any Amkor site. 
  

	2.	Confidential Information. You must maintain in strict confidence, during and after your employment with Amkor, any Amkor trade secrets, except as required
in the conduct of Amkor’s business or as authorized in writing on behalf of Amkor, unless and until the same shall have become generally known. This information includes without limitation, the following: all Amkor trade secrets, confidential
reports and communications; customer and prospect lists; the identity or details of Amkor’s suppliers, licensors, licensees, distributors and consultants; information concerning Amkor employees; Amkor financial information; non-public details
of any Amkor agreements; pending or unannounced deals, agreements, disputes, litigation, settlements, or investigations; production processes; bills of materials; non-public product roadmaps; marketing techniques; purchasing information; price
lists; quotation procedures; pending bids; customer information and data; installation and training techniques; maintenance procedures; business methods; concepts; ideas; inventions including the results of research and development activities;
processes, formulas; techniques; know-how; designs; drawings; specifications; blueprints; patent disclosures; pending patent applications, including information that you created during your employment with Amkor (whether or not during working hours)
and any confidential information and materials that Amkor obtains from third parties pursuant to a non-disclosure agreement. To not remove from Amkor’s premises or retain without Amkor’s express written consent any property belonging to
Amkor including, but not limited to, figures, calculations, letters, papers, drawings, blueprints or copies thereof, or any trade secret or financial information of any type except in the conduct of Amkor business. You further agree not to remove
from Amkor’s premises or retain without Amkor’s express written consent any Amkor property or trade secrets, except as required in the conduct of Amkor business. 

Upon termination of your employment with Amkor, whether voluntary or involuntary, you agree not to retain any tangible items (including
without limitation, any and all devices, records, data, notes, reports, proposals, lists, correspondence, specifications, drawings, blueprints, sketches, laboratory notebooks, materials, flow charts, equipment, other documents or property, or
reproductions of any of the aforementioned items developed by you during your employment with Amkor or otherwise containing Amkor Confidential Information or belonging to Amkor) and to promptly return to Amkor any such items in your possession on or
before your date of termination. 

	3.	Ownership and Assignment of Intellectual Property. 

 Prior Inventions. You have attached hereto, as Exhibit A, a list describing with particularity all inventions, original works of authorship, developments, improvements, and trade
secrets which were made by you prior to the commencement of your employment with Amkor (collectively, “Prior Inventions”), which belong solely to you or belong to you jointly with another party, which relate in any way to any of
Amkor’s proposed businesses, products or research and development, and which are not assigned to Amkor hereunder; or, if no such list is attached, you represent that there are no such Prior Inventions. If, in the course of your employment with
Amkor, you incorporate into a Amkor product, process or machine a Prior Invention owned by you or in which you have an interest, then you hereby grant to Amkor and its affiliates a non-exclusive, royalty-free, irrevocable, perpetual, worldwide
license (with the right to sublicense) to make, have made, copy, modify, make derivative works of, use, sell, offer to sell, import, and otherwise distribute such Prior Invention as part of or in connection with such product, process or machine.

 Work Product and Related Intellectual Property. You agree and acknowledge that all intellectual property and work
product developed during your employment with Amkor is the exclusive property of Amkor. This includes, without limitation, confidential or proprietary information, trade secrets, software, inventions, processes, copyrightable materials, patent
disclosures, patent applications, issued patents and any counterparts, divisional patents and any and all foreign counterparts and all work product which you conceived, created, developed or participated in the development of while employed by
Amkor. You agree to promptly disclose to Amkor any such foregoing intellectual property, and further agree that this disclosure obligation commences upon the date of employment. 

Assignment of Rights. You agree that you will promptly make full written disclosure to Amkor, will hold in trust for the sole
right and benefit of Amkor, and hereby assign to Amkor all my right, title and interest throughout the world in and to any and all intellectual property including, without limitation, inventions, original works of authorship, developments, concepts,
know-how, improvements or trade secrets, whether or not patentable or registrable under copyright, patent, or similar laws, which you may solely or jointly conceive or develop or reduce to practice, or cause to be conceived or developed or reduced
to practice, during the period of your employment with Amkor (collectively, “Developments”). You hereby further acknowledge that all Developments which you make (solely or jointly with others) within the scope of and during the
period of your employment with Amkor are “works made for hire” (to the greatest extent permitted by applicable law) and are compensated by your salary, and you hereby assign to Amkor all your rights related to such Developments
including, without limitation, the rights to recover and pursue damages and/or injunctive relief for past, present, and future claims related to the Developments. 
 Perfection of Rights. You agree to assist Amkor at its expense, in every proper way to secure Amkor’s rights in the Developments and any copyrights, patents, trademarks, mask work rights,
moral rights, or other intellectual property rights relating thereto in any and all countries, including the disclosure to Amkor or its designee of all pertinent information and data with respect thereto, the execution of all applications,
specifications, oaths, assignments, recordations, and all other instruments which Amkor shall deem necessary in order to apply for, obtain, maintain and transfer such rights, or if not transferable, waive such rights, and in order to assign and
convey to Amkor and any successors, assigns and nominees the sole and exclusive rights, title and interest in and to all such Developments, and any copyrights, patents, mask work rights or other intellectual property rights relating thereto. You
further agree that your obligation to execute or cause to be executed, when it is in your power to do so, any such instrument or papers shall continue after the termination of this Agreement until the expiration of the last such intellectual
property right to expire in any country of the world. 

 Maintenance of Records. You agree to keep and maintain adequate and current written
records of all Developments you make (solely or jointly with others) during the term of your employment with Amkor. The records may be in the form of notes, sketches, drawings, flow charts, electronic data or recordings, laboratory notebooks, and
any other format. The records will be available to and remain the sole property of Amkor at all times. You agree to return all such records (including all copies thereof) to Amkor at the time of termination of your employment with Amkor as provided
for in Section 2 above. 
 Remedies. You agree that Amkor will suffer irrevocable harm if you breach your
obligations listed in this agreement, and that monetary damage may not be adequate to compensate Amkor for such breach. If you breach or attempt to breach any of the provisions in this agreement, you agree that without limiting any other remedies
under law or equity, Amkor is entitled to an immediate temporary restraining order without notice to you, a preliminary injunction and permanent injunction to prevent or restrain any breach or attempted breach of any provision herein, and
reimbursement of all costs (including reasonable attorney’s fees) incurred in connection with such injunctive relief. 
  

	4.	Insider Information. Any person who possesses material non-public information regarding Amkor is considered to be an Insider, pursuant to securities laws,
for as long as the information is treated as confidential by Amkor. Any employee who becomes an Insider at any point in time is subject to Amkor’s Insider Trading Policy. 

As an Insider, if you become aware of material (as defined below and in the Insider Trading Policy) in non-public information relating to
Amkor, you will neither participate in any direct or indirect trade in Amkor stock or directly or indirectly disclose such material non-public information to any third party, even other Amkor employees who do not have a need to know. Any
information, positive or negative, that might be of significance to an investor as an element in determining whether to purchase, sell, or hold Amkor stock would be material. 
 You will not discuss confidential information, trade secrets or Amkor’s intellectual property with third party, except as required in the performance of your employment duties, and where appropriate,
solely pursuant to a non-disclosure agreement between Amkor and the third party. Questions regarding employee responsibilities under this agreement should be immediately directed to Human Resources or the General Counsel. Amkor expects strict
compliance with these procedures by all personnel at every level. Failure of compliance may result in serious legal actions to minimize or address actual or potential repercussions for Amkor. 

ACKNOWLEDGED AND ACCEPTED 
  

			
	  
	 	  

	Name (Please Print)	 	Date
		
	  
	 	
	Signature	 	

 Exhibit A 

Prior InventionsEX-10.1

 Exhibit 10.1 

 
 

 
 Owens & Minor, Inc. Executive Deferred Compensation and Retirement Plan Plan
Description Published January 2013 

 

 
 Owens & Minor, Inc. Executive Deferred Compensation and Retirement Plan Contents
Overview 1 Background and Purpose 1 Eligibility 2 Elections to Defer Compensation 2 Accounts 4 Vesting of Contributions 4 Investment Earnings 5 Distributions 5 Funding 7 Tax Effects 7 Administration
7 Beneficiaries 8 Amendment and Termination 8 Claims Review 8

 

 
 Owens & Minor, Inc. Executive Deferred Compensation and Retirement Plan The
following is a summary of the main provisions of the Owens & Minor, Inc. Executive Deferred Compensation and Retirement Plan (the “Plan”) as adopted as of January 1, 2013. The official and controlling provisions of the Plan are
contained in the Plan document. In case of differences between this summary of the Plan and the Plan document, the official Plan document always prevails. Overview The Plan is a nonqualified, deferred compensation plan available to a select group of
senior management and highly compensated employees of Owens & Minor, Inc. (referred to as the “Company” in this plan description). The Plan is intended to provide an additional savings opportunity to help you meet your financial goals.
Under the Plan, you may elect to defer pre-tax dollars without regard to the limits imposed by the Internal Revenue Service (IRS) under the Owens & Minor 401(k) Savings and Retirement Plan (the “401(k) Plan”). Participation in the Plan
is separate from and in addition to any contributions you may make under the 401(k) Plan. Background and Purpose Background The Company maintains the 401(k) Plan for the purpose of providing retirement benefits to its Eligible Employees. The tax
laws governing the 401(k) plan limit the maximum amount that teammates can contribute. In addition, teammates who are classified as “highly compensated employees” under the tax laws may be further limited as to the amount they may
contribute to the 401(k) Plan due to nondiscrimination tests that must be performed on the 401(k) plan. Purpose The purpose of this Plan is to provide Eligible Employees an opportunity to defer compensation and supplement their retirement income
beyond what is allowed in the 401(k) Plan. The Plan allows you to defer substantially more on a pre-tax basis than you would be able to contribute in the 401(k) Plan due to IRS and/or Plan limits. Similar to the 401(k) Plan, when you defer a portion
of your current income, the money grows tax-deferred—keeping any investment earnings in your account until distribution. 1 Owens & Minor Executive Deferred Compensation and Retirement Plan | Plan Description January 2013 

 

 
 Type of Plan The Plan is a nonqualified, deferred compensation plan (available to only
a select group of senior management and highly compensated employees). The Plan is subject only to minimal requirements under the Employee Retirement Income Security Act of 1974 (“ERISA”). The Plan is not subject to the qualification
requirements of Section 401(a) of the Internal Revenue Code of 1986, as amended from time to time (the “Code”), but is subject to Section 409A of the Code, which regulates the timing of distributions and deferral elections under
nonqualified deferred compensation arrangements such as the Owens & Minor, Inc. Executive Deferred Compensation and Retirement Plan. The Plan is an “unfunded” arrangement, and all benefits are payable from the Company’s general
assets. See Funding for more information. Eligibility Eligible Employee Teammates eligible to participate in the Plan are selected by the Company. The Board of Directors is not eligible to participate. Beginning of Teammates begin Plan participation
once they have made a deferral Participation election during the enrollment period. Elections to Defer Compensation Amount As an Eligible Employee, you may make a separate election to defer into the Plan a percentage of your base salary and/or
annual bonus payments for a given calendar year. You may elect to defer the following compensation: Base Salary – Between 1% - 75% of your eligible Base Salary Annual Incentive Bonus – Between 1% - 100% of your eligible Annual Incentive
Bonus Each year when you make your election, you will also elect how those deferrals will be invested and the time and form of the payment of your benefit. Company The Company will make a 100% match Contribution on up to the first Contribution 5% of
compensation deferred to this Plan, less the maximum match that you could have received under the Owens & Minor 401(k) Savings and Retirement Plan. This amount will be further reduced by the 1% Owens & Minor Contribution contributed on your
behalf to the Owens & Minor 401(k) Savings and Retirement Plan for the Plan Year. 2 Owens & Minor Executive Deferred Compensation and Retirement Plan | Plan Description January 2013 

 

 
 In order to maximize the company’s Contributions, you must defer: The maximum
Compensation that would be eligible for a match under the Owens & Minor 401(k) Savings and Retirement Plan for the Plan Year, and The maximum Compensation that would be eligible for a match under the Owens & Minor, Inc. Executive Deferred
Compensation and Retirement Plan for the corresponding Plan Year. For example, if you contribute 10% of your pay to the 401(k) Plan and 10% to the Owens & Minor, Inc. Executive Deferred Compensation and Retirement Plan, you will receive a 5%
Company contribution (4% matching contribution and 1% non-elective contribution) (up to IRS limits) in your 401(k) Plan and a 5% Contribution to this Plan on Compensation not matched in the 401(k) Plan. This table shows an example. Component 401(k)
Savings Executive Deferred and Retirement Compensation Plan and Retirement Contributions Plan Your Compensation $400,000 Your Contributions Base Salary $17,500 $0 (Maximum IRS-allowed contribution) Annual Incentive + $0 + $40,000 Bonus Total
Contributions $17,500 $40,000 Owens & Minor Contributions Match Contribution $10,200 $7,250 (4% of compensation (100% of first 5% of up to IRS limits, compensation $255,000 in 2013) deferred minus maximum Owens & Minor contributions to the
401(k) Savings and Retirement Plan — $20,000 - $12,750) 1% Profit Sharing + $2,550 + $0 Contribution Owens & Minor $12,750 $7,250 Total Contributions Total $30,250 $47,250 Contributions (Your $77,500 Contributions + in pre-tax contributions
for the year Owens & Minor across plans (19% of pay) Contributions) 3 Owens & Minor Executive Deferred Compensation and Retirement Plan | Plan Description January 2013 

 

 
 Initial Elections Elections to defer a portion of your compensation to the Plan for a
calendar year must be made during the enrollment period. The enrollment period for Base Salary is typically held in December each year and Base Salary deferrals begin the following January 1. The enrollment period for bonus deferrals is held in June
and your Annual Incentive Bonus deferral will be effective for your Annual Incentive Bonus paid in March of the following plan year. For example, you will make your bonus deferral election in June 2013 for your 2013 Annual Incentive Bonus (paid in
2014). Election Change Each year, you must elect the percentage of your compensation being deferred by providing a new deferral election during the annual enrollment period. The enrollment period for Base Salary is typically held in December each
year; the enrollment period for Annual Incentive Bonus deferrals is held in June. The deferral election you make each enrollment period is irrevocable and will remain in effect for the next full calendar year. If you wish to cease deferrals into the
Plan, you may do so by not making an election during the next designated election period; the change will be effective as of the beginning of the next calendar year. You may not elect to change or reduce your deferral election(s) during a calendar
year except in instances of an unforeseeable financial emergency. If you suffer an unforeseeable financial emergency and are granted a distribution with regard to this, your deferrals to the Plan will cease for the remainder of that calendar year.
See Unforeseeable Emergency for information regarding what may constitute an “unforeseeable financial emergency.” Accounts Amounts deferred under the Plan will be credited to your Account as recordkeeping accounts. These Account balances
are intended only to reflect the benefit due to you under the Plan; they do not entitle you to any specific property of the Company. You may access information regarding your Account at any time through the Plan Service Center at www.netbenefits.com
or by calling 1-800-835-5095. Vesting of Contributions Deferred You are always one hundred percent (100%) vested in the amounts Compensation (and any credited earnings) you defer to Plan (this includes all of your deferred compensation). Company
Company Contributions to the Plan are immediately vested. Contributions 4 Owens & Minor Executive Deferred Compensation and Retirement Plan | Plan Description January 2013 

 

 
 Investment Earnings Individual You will have the right to elect the investment funds on
which your rate Direction of return for the value of your Plan account will be based, and for purposes of calculating your “investment earnings and losses,” your Account will be treated as if it is invested in these funds. However, while
the Company is obligated to pay you the vested value of your Account, including this investment return, it is legally required to retain control and ownership of all assets. The Plan Committee will select and may add or eliminate at any time the
investment funds from which you may select. When you first enroll in the Plan or elect to defer your compensation, you must choose an investment option(s) among these available funds. You may direct the deemed investment of future contributions to
your Account and your existing Account balance(s) in the various funds in multiples of 1%. Investment Funds A description of the investment funds selected by the Plan Administrator and information on the historical performance of the funds is set
forth on the Summary of Investment Options. This information can also be found by logging into www.netbenefits.com using your username and password. Select Owens & Minor EDCP. Changes to Your You may change your investment election for the
allocation of your Investment future deferrals and/or how your existing Account balances are invested at any time. To make changes to your investment allocations, Elections contact the Plan Service Center at 1-800-835-5095 or visit
www.netbenefits.com. Your changes will be effective immediately. Distributions Timing and Form When you first enroll in the Plan or elect to defer your compensation of Payment you will choose when and how your Account balances will be paid to you in
the future. Account balances may include any deferred compensation and Company Match Contributions if applicable. You may, however, elect to receive your distribution upon a specified date either as a lump sum or annual installment payments over one
to 10 years. See Subsequent Distribution Election for information about changing your distribution election. Annual distribution will be processed on the 15th of January. Monthly distributions will be processed on the 15th of each month dependent
upon your distribution request. If payment is made in installments, the unpaid portion of your accounts will continue to be credited with earnings in accordance with the Plan document until complete payment of your vested Account balances. In the
event of a change of control of the Company (as defined in the 5 Owens & Minor Executive Deferred Compensation and Retirement Plan | Plan Description January 2013 

 

 
 Plan document), you may elect to have your Account balances paid to you in a single
lump sum amount. Death In the event of your death, your beneficiary shall be entitled to the amounts credited to your Account. Payment to your beneficiary will be made as soon as administratively feasible in a single lump sum. Disability In the
event you become disabled, you shall be entitled to the amounts credited to your Account. Payment will be made as soon as administratively feasible in a single lump sum. Subsequent You may make a change to your existing distribution election for
each Distribution year’s deferral within the following parameters: Election An election to change any payment scheduled to be made at a specified time or according to a fixed schedule will not be effective unless it was made at least 12 months
before the date you originally elected to receive payment of the Account balance or it was scheduled to be paid; and The new commencement date must be at least five years after the original date the payment was scheduled to be made. You are only
permitted to make one distribution change for each year’s deferral payment based upon the above parameters. Unforeseeable A distribution of the vested portion of your accounts may be allowed Emergency before the time otherwise specified for
payment if you suffer an unforeseeable financial emergency. The amount of the distribution will be limited to an amount necessary to satisfy your emergency need. The term “unforeseeable financial emergency” generally means a severe
financial hardship resulting from a sudden and unexpected illness or accident experienced by either you or your dependents, the loss of property due to casualty, or other similar extraordinary and unforeseeable circumstances arising as a result of
events beyond your control, which you cannot satisfy through available or attainable assets. As determined under current law, the definition of an unforeseeable financial emergency for this purpose does not include the need to send a child to
college or the desire to purchase a home. The Plan Administrator will evaluate the facts and circumstances of each hardship request. You will receive a single lump sum payment as soon as possible following the Plan Administrator’s determination
that you have suffered an unforeseeable financial emergency. If you receive payment under the Plan upon an unforeseeable financial emergency, then your deferral election will be terminated. If your deferral election is so terminated, you may again
elect to make deferrals to the Plan as of the first day of any subsequent calendar year. Similarly, if you receive a Hardship Withdrawal from the 401(k) Plan, then your deferral election will be terminated for the remainder of the calendar year in
which you received the hardship distribution. 6 Owens & Minor Executive Deferred Compensation and Retirement Plan | Plan Description January 2013 

 

 
 Funding Unfunded Status The Plan is an unfunded arrangement, which means that the
Company has a contractual obligation to pay you your benefit. The Company is not required to segregate any amounts deferred under the Plan, and all payments will be made from the Company’s general assets. General Creditor You will at all times
be and remain a general, unsecured creditor of the Company. Security The Company has established a “rabbi trust” to hold, invest and reinvest the deferrals you make under the Plan and any Company contributions. Please understand that,
under current law, it is not possible to protect these assets from the claims of the Company’s general creditors in the event of bankruptcy or insolvency. Tax Effects Deferred The Plan is intended to allow you to defer from income taxation the
Contributions amount you elect to defer under the Plan. However, your deferrals remain subject to FICA taxes. Company If the Company in its sole discretion contributes an amount to your Contributions account, that contribution made under the Plan
will be subject to FICA taxes. Distributions Distributions from Plan will be subject to federal and state income taxes at the time you receive them at the then prevailing tax rates. Because FICA taxes were paid on the front/contribution end, your
distributions from the Plan will not be subject to FICA taxes. Unlike distributions from a qualified retirement plan, distributions from the Plan are not subject to tax penalty for early distribution, and they may not be rolled over to another plan
or Individual Retirement Account. Administration The Owens & Minor, Inc. Executive Deferred Compensation and Retirement Plan is administered by the Board’s Compensation and Benefits Committee (the Committee). The Committee has the exclusive
authority to interpret the Plan and decide all questions that arise under the Plan. 7 Owens & Minor Executive Deferred Compensation and Retirement Plan | Plan Description January 2013 

 

 
 Beneficiaries You may name anyone you desire to be the beneficiary or beneficiaries of
your account balances under the Plan by completing a Beneficiary Designation Form or designating a beneficiary online. If you die without designating a beneficiary or, if your designated beneficiary is not surviving when payment is to be made under
the Plan and no contingent beneficiary is alive, your benefit will be paid to your estate. Your beneficiary designations have important estate distribution and estate/inheritance tax consequences. You are encouraged to consult with your own legal or
tax advisor in selecting your beneficiary or beneficiaries. Amendment The Company may modify its terms in any respect whatsoever. The Company also has certain amendment rights under the Plan. The and Company may terminate the Plan. However, no
amendment or Termination termination may reduce the amount of benefits already credited to your account. Claims Review If you have a claim for benefits under the Plan, you may submit the claim to the Committee. If the Committee denies or modifies
the claim, you may pursue a review of such claim. Further details of the claims review procedures are provided in the Plan Document. 8 Owens & Minor Executive Deferred Compensation and Retirement Plan | Plan Description January 2013 

 

 
 Schedule A Comparison of Plans Owens & Minor, Inc. Executive Deferred Owens &
Minor 401(k) Principal Compensation and Savings and Retirement Characteristics Retirement Plan Plan Deferral on Pre-Tax Basis Yes Yes FICA/Medicare Withheld on Deferrals Yes Yes FICA/Medicare Withheld on Company Yes No Contributions Earnings
Accumulate Tax Deferred Yes Yes Actual Funds or Assets Held in participant No Yes Accounts Funds or Assets Avoid the Claims of Employer’s No Yes General Creditors in Bankruptcy Distributions Subject to Income Taxes Yes Yes Federal Income Tax
Statutory Withholding Tax 28%(1) 20%(1) (2) Rate on Lump Sum Payments Rollover into an IRA Allowed No Yes 10% Penalty Tax for Pre-Age 591⁄2 Distribution No Yes Hardship Withdrawals Available Yes(3) Yes Loans Against Accounts Available No Yes (1)
These are merely withholding rates; the same ordinary income tax rates will apply. (2) If not rolled over. (3) “Hardship” definition is different than in the 401(k) Plan.

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