Document:

Exhibit 10.1

 

 

 

July 30,
2009

 

Colin
Balmforth

 

Dear
Colin:

 

Lawson
Software is pleased to confirm your position as Executive Vice President (EVP)
for General Industries and Global Support, with an annual base salary of
$300,000 and an annual target incentive bonus equal to 80%. We are excited to
have you in your new role.  This letter
describes the severance benefits for your EVP role and certain noncompete
restrictions.

 

Severance
Related to a Change in Control of Lawson (Under the Tier 1 Plan)

 

As
an EVP, you are eligible to participate in Lawson’s Executive Change in Control
Severance Pay Plan for Tier 1 Executives (“Tier 1 Plan”).  The Tier 1 Plan provides a severance payment
if your employment were terminated within 24 months after a “Change in Control”
of Lawson (as defined in the Plan).  Any
payments under the Tier 1 Plan are governed by the terms of the Plan.  If the Board of Directors make a change to
the Tier 1 Plan, it does not take effect until one year after the Boards
approval of the change.

 

Severance
Not Related to a Change in Control of Lawson

 

As
an EVP and by signing below, you will be eligible to receive 12 months
severance (base salary less taxes) if Lawson terminates you without cause and
the termination is not within 24 months after a Change in Control of
Lawson.  “Cause” would include a material
violation of Lawson’s Code of Conduct or policies, or a significant failure to
deliver a level of effort or results required for your EVP position.  Any payment of severance would require the signing
of a mutual separation agreement at the time of termination, including a
general release of all claims.

 

Noncompete
Restrictions

 

Noncompete
restrictions are important to Lawson because of your role as the EVP for
General Industries and Global Support. 
In consideration of Lawson’s payment to you of 1% of your annual base
salary and target incentive (less applicable taxes), you agree that while
employed by Lawson and for 12 months after your separation from Lawson (whether
initiated by you or Lawson), you will not: 
(a) directly or indirectly hire or solicit the employment of any
employee of Lawson or its subsidiaries anywhere in the world or (b) work
as an employee or consultant for any of the following five competitors (or
their subsidiaries, divisions or successors) anywhere in the world:  SAP, Oracle, Microsoft,
Infor and JDA.

 

If
Lawson decides to periodically update the names of the five competitors who are
subject to the above noncompete restriction, Lawson will inform you, in
writing, and pay you the equivalent of 1% of your annual base salary and target
incentive in consideration of your agreement to the updated list.  Please note that if you do not agree to these
noncompete restrictions, you will not be eligible to receive future equity
compensation awards.  The severance
arrangements described in this letter supersede and replace any other severance
arrangements previously offered or agreed to between you and Lawson.

 

To
confirm your agreement to the above noncompete restrictions and severance
arrangements, please sign a copy of this letter where indicated below and
return it by mail or fax to Janice Guler, Director of Talent Acquisition, by
Friday, August 7th, 2009, 380 St. Peter Street St. Paul, MN 55102 (Fax#)
651-767-4945.  Lawson’s CEO must approve
any future amendments to this agreement.

 

Sincerely,

 

 

	
  Harry
  Debes

  	
   

  
	
  Chief
  Executive Officer

  	
   

  
	
   

  	
  Accepted
  and Agreed:

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  /s/
  Colin Balmforth

  	
  August
  7, 2009

  
	
   

  	
  Signature

  	
  DateExhibit 10.2

 

 

July 30,
2009

 

Dean
Hager

 

Dear
Dean:

 

Lawson
Software is pleased to confirm your position as Executive Vice President (EVP)
for S3 Industries, with an annual base salary of $320,000 and an annual target
incentive bonus equal to 80%. We are excited to have you in your new role.  This letter describes the severance benefits
for your EVP role and certain noncompete restrictions.

 

Severance
Related to a Change in Control of Lawson (Under the Tier 1 Plan)

 

As
an EVP, you are eligible to participate in Lawson’s Executive Change in Control
Severance Pay Plan for Tier 1 Executives (“Tier 1 Plan”).  The Tier 1 Plan provides a severance payment
if your employment were terminated within 24 months after a “Change in Control”
of Lawson (as defined in the Plan).  Any
payments under the Tier 1 Plan are governed by the terms of the Plan.  If the Board of Directors make a change to
the Tier 1 Plan, it does not take effect until one year after the Boards
approval of the change.

 

Severance
Not Related to a Change in Control of Lawson

 

As
an EVP and by signing below, you will be eligible to receive 12 months
severance (base salary less taxes) if Lawson terminates you without cause and
the termination is not within 24 months after a Change in Control of Lawson.  “Cause” would include a material violation of
Lawson’s Code of Conduct or policies, or a significant failure to deliver a
level of effort or results required for your EVP position.  Any payment of severance would require the
signing of a mutual separation agreement at the time of termination, including
a general release of all claims.

 

Noncompete
Restrictions

 

Noncompete
restrictions are important to Lawson because of your role as the EVP for S3
Industries.  In consideration of Lawson’s
payment to you of 1% of your annual base salary and target incentive (less
applicable taxes), you agree that while employed by Lawson and for 12 months
after your separation from Lawson (whether initiated by you or Lawson), you
will not:  (a) directly or
indirectly hire or solicit the employment of any employee of Lawson or its
subsidiaries anywhere in the world or (b) work as an employee or
consultant for any of the following five competitors (or their subsidiaries,
divisions or successors) anywhere in the world: 
SAP, Oracle, Microsoft, Infor and SunGard.

 

If
Lawson decides to periodically update the names of the five competitors who are
subject to the above noncompete restriction, Lawson will inform you, in
writing, and pay you the equivalent of 1% of your annual base salary and target
incentive in consideration of your agreement to the updated list.  Please note that if you do not agree to these
noncompete restrictions, you will not be eligible to receive future equity
compensation awards.  The severance
arrangements described in this letter supersede and replace any other severance
arrangements previously offered or agreed to between you and Lawson.

 

To
confirm your agreement to the above noncompete restrictions and severance
arrangements, please sign a copy of this letter where indicated below and
return it by mail or fax to Janice Guler, Director of Talent Acquisition, by
Friday, August 7th, 2009, 380 St. Peter Street St. Paul, MN 55102 (Fax#)
651-767-4945.  Lawson’s CEO must approve
any future amendments to this agreement.

 

Sincerely,

 

 

	
  Harry Debes

  	
   

  
	
  Chief Executive Officer

  	
   

  
	
   

  	
  Accepted and Agreed:

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  /s/ Dean Hager

  	
  August 6, 2009

  
	
   

  	
  Signature

  	
  DateExhibit 10.3

 

 

January 4, 2010

 

Stefan Schulz

 

Dear Stefan:

 

Lawson Software is pleased to confirm your promotion
to SVP and Chief Financial Officer, and principal financial officer, reporting
to Harry Debes, President and CEO,
Lawson Software. Your full time annual
base salary of $300,000.00 will be paid out on a semi-monthly basis.  In addition, you will be
eligible to receive an annual target incentive bonus equal to 65% of your
annual base salary based upon meeting specific and measurable performance criteria.  More
information will be provided to you after you return this confirmation. Your
promotion date is effective January 4, 2010.

 

Due
to your promotion you will also be eligible to receive a one-time grant of
75,000 nonqualified stock options and 24,000 restricted stock units. The
vesting and all other terms of the stock options and restricted stock units
will be governed by Lawson’s 1996 and/or 2001 Stock Incentive Plan(s) and
the separate grant notices that will be provided to you after the grant
date.  The grant date will occur on January 12,
2010, which is the first day of the open window under Lawson’s Equity Grant
Policy.

 

As an executive officer you will continue to be an
employee-at-will and will be eligible for the appropriate perquisites and
benefits associated with your position (summary of those benefits are enclosed
for your review).  These are subject to
change from time to time with Board approval.

 

This letter describes all of the additional
compensation and benefits pertaining to your promotion.  Please confirm your acceptance by
countersigning on the line indicated below and returning a signed copy to
Janice Guler in HR by Monday, January 11, 2010.

 

Stefan,
let me offer my congratulations!  I look
forward to working with you in your new role.

 

	
  Sincerely,

  	
   

  
	
   

  	
   

  
	
   

  	
  Accepted:

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  /s/ Stefan Schulz

  	
  January 7, 2010

  
	
  Harry
  Debes

  	
  Stefan
  Schulz

  	
  Date

  
	
  President &
  CEO

  	
   

  	
   

  
	
  Lawson
  Software

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  
	
  Enclosures:

  	
   

  
	
  Lawson
  Executive Benefit SummaryExhibit 10.1

 

KODIAK OIL & GAS CORP.

AMENDING AGREEMENT

 

THIS
AMENDING AGREEMENT (“Amending Agreement”), effective January 1, 2010, is
made between Kodiak Oil & Gas Corp., a Yukon Territory corporation (“Employer”),
and James E. Catlin (“Executive”).

 

RECITALS

 

WHEREAS,
Employer and Executive entered into an executive employment agreement,
effective January 1, 2008 (the “Employment Agreement”), pursuant to which Employer provided continued
employment of Executive and Executive committed himself to continue to serve
Employer on the terms and conditions provided in the Employment Agreement; and

 

WHEREAS,
Employer and Executive now wish to amend the Employment Agreement, as set out
below.

 

AGREEMENT

 

NOW,
THEREFORE, in consideration of the mutual covenants herein
contained, and other good and valuable consideration, the sufficiency and
receipt of which are hereby acknowledged, the parties agree as follows:

 

1.                                       In Section 1
of the Employment Agreement, the occurrence of the sentence “Executive will
devote full time and attention to achieving the purposes and discharging the
responsibilities of his position.” is hereby deleted and replaced with the
following:

 

“Executive
will devote substantially his full time and attention to achieving the purposes
and discharging the responsibilities of his position.  For purposes of this Agreement, “substantially
his full time and attention” shall mean no less than 30  hours
per week.”

 

2.                                       In Section 3.1
of the Employment Agreement, the occurrence of “Three Hundred and Fifty Thousand
Dollars ($350,000)” is hereby deleted and replaced with the following:

 

“Two
Hundred and Forty Thousand Dollars ($240,000)”.

 

3.                                       Except as
modified herein, Employer and Executive confirm that the Employment Agreement
remains unmodified and in full force and effect.  The Employment Agreement as modified by this
Amending Agreement constitutes the entire agreement between the parties
relating to the subject matter hereof.

 

4.                                       This Amending
Agreement may be executed by the parties in separate counterparts, including by
electronic transmission via facsimile or e-mail, each of which such
counterparts when so executed and delivered shall be deemed to constitute one
and the same instrument.

 

[signature page follows]

 

 

IN WITNESS WHEREOF, the parties have duly signed
and delivered this Agreement as of the day and year first above written.

 

 

	
   

  	
  EMPLOYER:

  
	
   

  	
   

  
	
   

  	
  KODIAK OIL & GAS CORP.

  
	
   

  	
   

  
	
   

  	
  By:

  	
  /s/
  Herrick K. Lidstone

  
	
   

  	
   

  	
  Herrick
  K. Lidstone, Jr., Chairman

  
	
   

  	
   

  	
  Compensation
  and Nominating Committee

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  EXECUTIVE:

  
	
   

  	
   

  
	
   

  	
  By:

  	
  /s/
  James E. Catlin

  
	
   

  	
   

  	
  James
  E. Catlin

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