Document:

EX-10.1

Exhibit 10.1

LifePoint Hospitals, Inc.

Change in Control Severance Plan and

Summary Plan Description

Effective June 1, 2002

As Amended and Restated December 10, 2008

 

 

LifePoint Hospitals, Inc.

Change in Control Severance Plan and

Summary Plan Description

table of contents

	 	 	 	 	 	 	 
	 	 	 	 	Page	 
	Introduction	 	 	1	 
	 
	 	 	 	 	 	 
	Section 1
	 	Definitions	 	 	1	 
	 
	 	 	 	 	 	 
	Section 2
	 	General; Authority of Administrator	 	 	2	 
	 
	 	 	 	 	 	 
	Section 3
	 	What Benefits Are Provided Under the Plan?	 	 	2	 
	 
	 	 	 	 	 	 
	Section 4
	 	How Do I Become Eligible to Receive Benefits?	 	 	7	 
	 
	 	 	 	 	 	 
	Section 5
	 	How Do I Make a Claim for Benefits?	 	 	8	 
	 
	 	 	 	 	 	 
	Section 6
	 	Can I Lose My Plan Benefits?	 	 	8	 
	 
	 	 	 	 	 	 
	Section 7
	 	What Are My Rights if My Claim for Benefits Is Denied?	 	 	8	 
	 
	 	 	 	 	 	 
	Section 8
	 	May I Assign My Rights Under This Plan?	 	 	10	 
	 
	 	 	 	 	 	 
	Section 9
	 	What Events Can Cause the Plan To Be Changed or Terminated?	 	 	10	 
	 
	 	 	 	 	 	 
	Section 10
	 	Additional Information	 	 	10	 
	 
	 	 	 	 	 	 
	Section 11
	 	What Are My Rights Under ERISA?	 	 	10	 
	 
	 	 	 	 	 	 
	Section 12
	 	Summary of Plan Information	 	 	11	 
	 
	 	 	 	 	 	 
	Exhibit A
	 	Eligible Employees	 	 	14	 

 

 

LifePoint Hospitals, Inc.

Change in Control Severance Plan and

Summary Plan Description

Introduction

     This document is dated December 10, 2008 (the “Effective Date) and is a summary of your
benefits, rights and obligations under the LifePoint Hospitals, Inc. Change in Control Severance
Plan (the “Plan”) maintained by LifePoint Hospitals, Inc., a Delaware corporation and its
successors and assigns (the “Company”). This document is intended to comply with both the summary
plan description and the written plan requirements of ERISA (as hereinafter defined) and the
regulations issued under ERISA by the United States Department of Labor.

1. Definitions

     1.1 “Administrator” or “Plan Administrator” means a committee (a) determined
at the time the Change in Control and (b) consisting of the Company’s then-sitting chief executive
officer, executive vice president and chief legal officer, executive vice president and chief
administrative officer (and any other individuals appointed to the committee by the chief executive
officer).

     1.2 “Affiliate” means the Company and all corporations, limited liability companies,
general or limited partnerships, trusts and other entities that are members, with the Company, of a
controlled group of corporations or a group of trades or businesses under common control under
Sections 414(b) and (c) of the Internal Revenue Code and, except for indirect or direct
subsidiaries of the Company, that have been approved by the Company in a writing that identifies
the entity as an “Affiliate” hereunder. Notwithstanding the foregoing, the term Affiliate
specifically means and refers to, without limitation, LifePoint CSLP, LLC, a Delaware limited
liability company, LifePoint Corporate Services General Partnership, a general partnership
organized under the laws of the State of Delaware, LifePoint CSGP, LLC, a Delaware limited
liability Company, and LifePoint RC, Inc., a Delaware corporation, and the successors and assigns
of each such entity.

     1.3 “Annual Pay” means, with respect to any Eligible Employee, the aggregate of:

          (a) the annual (i.e., not prorated), base compensation payable to an Eligible Employee,
provided that such amount shall not be less than the highest rate of annual, base compensation
payable to such Eligible Employee (a) at the time of a Change in Control or (b) during all or any
portion of the six month period immediately prior to a Change in Control that gives rise to payment
of Benefits to the Eligible Employee hereunder, whichever amount is greater; and

          (b) the entire (i.e., not prorated) target cash bonus amount most recently established prior
to the Change in Control that gives rise to payment of Benefits to the Eligible Employee hereunder
and which an Eligible Employee would be eligible to receive in the year in which the Change in
Control occurs, assuming that any and all conditions to the payment of such target cash bonus were
satisfied, whether or not such conditions were actually satisfied.

     1.4 “Benefit” means the payments, benefits and other rights created in favor of
Eligible Employees under this Plan.

     1.5 “Category One” means and refers to a group of Employees identified on Exhibit
A hereto by reference to their job titles or to their pay grades within the Company’s internal
corporate salary structure.

 

 

     1.6 “Category Two” means and refers to a group of Employees identified on Exhibit
A hereto by reference to their job titles or to their pay grades within the Company’s internal
corporate salary structure.

     1.7 “Change in Control” shall have the meaning specified in Section 12 of the
LifePoint Hospitals, Inc. 1998 Long-Term Incentive Plan, as the same is in effect on the Effective
Date.

     1.8 “Eligible Employee” means an Employee who satisfies the eligibility requirements
set forth in Section 4 of this document and who is employed immediately prior to a Change in
Control in a position within Category One or Category Two. However, the term Eligible Employee
shall not mean or refer to an Employee who is subject to a written employment agreement (manually
signed by such Employee) with the Company or any of its Affiliates which written employment
agreement expressly provides that such Employee is not eligible to participate in this Plan.

     1.9 “Employee” means a person who works for the Company or an Affiliate for pay or
financial compensation.

     1.10 “ERISA” means the Employee Retirement Income Security Act of 1974, as amended.

     1.11 “Successor Employer” means a person or entity that acquires all or any part of
the Company through purchase of assets, purchase of stock, trade of assets or stock, spin-off,
merger or acquisition in a transaction that is a Change in Control, or a person or entity that
acquires control of the Company in any similar type of transaction or any person or entity that,
immediately after a Change in Control, owns or controls all or any portion of the business
conducted or assets owned by the Company (by or through its Affiliates or subsidiaries) immediately
prior to such Change in Control or that owns or controls any of the ownership interests (or shares)
of the Company issued and outstanding immediately prior to the Change in Control (or any ownership
interests or shares issued by any person or entity in exchange for or in replacement of any of the
ownership interests (or shares) of the Company issued and outstanding immediately prior to the
Change in Control).

2. General; Authority of Administrator

     2.1 The Plan has been established to provide benefits to Eligible Employees, on the terms of
and pursuant to this document. The benefit received by any Eligible Employee under the Plan is
calculated without regard to the actual period of unemployment of any such Eligible Employee
following a Change in Control, if any.

     2.2 This document constitutes the entire written Plan. Any oral or other written expressions
of the Plan or related to the Plan or its subject matter are completely superseded by this
document. This Plan may not be amended, revised or altered in any way, in whole or in part, except
by a formal, written Plan amendment that is properly authorized, executed and delivered by the
Company, or pursuant to a written modification authorized under Section 9 of this Plan.

     2.3 The Administrator may delegate any of its duties or authorities to any person or entity.
Subject to Section 7 hereof, the Administrator has the authority to make all decisions under the
Plan, including making determinations about eligibility, and the amounts of Benefits payable, under
the Plan and interpreting all Plan provisions.

3. What Benefits Are Provided Under the Plan

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     3.1 Severance Benefits: Eligible Employees who satisfy the conditions of Section 4
shall be entitled to the severance benefits described in this Section 3.1. Each such Eligible
Employee shall be entitled to:

          (a) Be paid a lump sum cash payment equal in amount to the following:

               (1) For each Employee in Category One, 300% of his or her Annual Pay.

               (2) For each Employee in Category Two, 150% of his or her Annual Pay.

               (3) With respect to any Eligible Employee who is subject to a written employment agreement
(manually signed by such Employee) with the Company or any Affiliate other than this Plan (the
“Other Plan”), if the Other Plan provides (immediately prior to a Change in Control) that,
following a Change in Control, a cash payment shall be made to such Eligible Employee, then the
amount of the payment shall be the greater of the payment provided for in this Section 3.1(a) or
the cash payment specified in the Other Plan. The timing of such payment shall be the earlier of
the date for such payment stated in the Other Plan or the date upon which such Eligible Employee
would be entitled to receive a payment under Section 3.1(a)(1) or 3.1(a)(2) if he or she were not
covered by the Other Plan.

          (b) Continue to participate — on an individual or family basis, as applicable, and at no
greater cost (whether in premiums, out-of-pocket payments, deductibles, or otherwise) — in the
medical, life, disability and similar welfare benefit plans that were offered to similarly situated
employees of the Company immediately prior to the Change in Control (or in other plans that
provide, on a plan by plan basis, equivalent or better terms and coverage) for the period that
corresponds to the Eligible Employee’s position noted below:

               (1) For each Employee in Category One, 12 months.

               (2) For each Employee in Category Two, six months.

Such participation may be pursuant to the continuation coverage rights of Eligible Employees
pursuant to Part 6 of Title I of ERISA (“COBRA”) or the Company, an Affiliate or a Successor
Employer may provide such benefits directly through the purchase of insurance or otherwise. If
benefits are provided pursuant to COBRA continuation rights, the Company, an Affiliate or a
Successor Employer, as the case may be, shall waive all premiums that would otherwise be due from
the Eligible Employee at the time of severance. Notwithstanding this Section 3.1(b), with respect
to any Eligible Employee who is covered by the Other Plan, the medical, life, disability and
similar welfare benefits provided to such Eligible Employee — on an individual or family basis, as
applicable — shall be the greater of those otherwise provided in this Section 3.1(b) or those
specified in the Other Plan.

          (c) Reasonable attorney’s fees and costs incurred in making a claim for Benefits, including
all costs of arbitration, mediation, or litigation.

     3.2 Additional Payments For Certain Tax Liabilities. If it is determined that any
payment or distribution by or on behalf of the Company to or for the benefit of an Eligible
Employee (whether paid or payable or distributed or distributable pursuant to the terms of this
Plan or otherwise, but determined without regard to any additional payments required under this
Section 3.2) (a “Payment”) would be subject to the excise tax imposed by section 4999 of the Code,
or any interest or penalties are incurred by an Eligible Employee with respect to such excise tax
(such excise tax, together with any such interest and penalties, are hereinafter collectively
referred to as the “Excise Tax”), the Eligible Employee shall be entitled to receive an additional
payment (a “Gross-Up Payment”) in an amount such that after payment by Eligible Employee of all
taxes (including any interest or penalties imposed with respect to such taxes), including, without
limitation, any income taxes (and any interest and penalties imposed

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with respect thereto) and
Excise Tax imposed upon the Gross-Up Payment, Eligible Employee retains an amount of the Gross-Up Payment
equal to the Excise Tax imposed upon the Payments, subject to the following:

          (a) Subject to the provisions of Section 3.2(b), all determinations required to be made under
this Section, including whether and when a Gross-Up Payment is required and the amount of such
Gross-Up Payment and the assumptions to be utilized in arriving at such determination, shall be
made by a nationally recognized accounting firm or a law firm selected by the Company (the “Tax
Firm”) as of the date immediately prior to the Change in Control, provided, however, that the Tax
Firm shall not determine that no Excise Tax is payable by an Eligible Employee unless it delivers
to the Eligible Employee a written opinion (the “Tax Opinion”) that failure to pay the Excise Tax
and to report the Excise Tax and the payments potentially subject thereto on or with the Eligible
Employee’s applicable federal income tax return will not result in the imposition of an
accuracy-related or other penalty on the Eligible Employee. In the event that the Tax Firm is
serving as accountant or auditor for the Company, an Affiliate or a Successor Employer, an Eligible
Employee may appoint another nationally recognized public accounting firm to make the
determinations required hereunder (which accounting firm shall then be referred to as the Tax Firm
hereunder). All fees and expenses of the Tax Firm shall be borne solely by the Company. Within 15
business days of the receipt of notice from the Eligible Employee that there has been a Payment, or
such earlier time as is requested by the Company, the Tax Firm shall make all determinations
required under this Section, shall provide to the Company and the Eligible Employee a written
report setting forth such determinations, together with detailed supporting calculations, and, if
the Tax Firm determines that no Excise Tax is payable, shall deliver the Tax Opinion to the
Eligible Employee. Any Gross-Up Payment, as determined pursuant to this Section, shall be paid by
the Company to the Eligible Employee within 15 days of the receipt of the Tax Firm’s determination.
Subject to the remainder of this Section, any determination by the Tax Firm shall be binding upon
the Company and the Eligible Employee; provided, however, that the Eligible Employee shall only be
bound to the extent that the determinations of the Tax Firm hereunder, including the determinations
made in the Tax Opinion, are reasonable and reasonably supported by applicable law. As a result of
the uncertainty in the application of section 4999 of the Code at the time of the initial
determination by the Tax Firm hereunder, it is possible that Gross-Up Payments which will not have
been made by the Company should have been made (“Underpayment”), consistent with the calculations
required to be made hereunder. In the event that it is ultimately determined in accordance with the
procedures set forth in Section 3.2(b) that an Eligible Employee is required to make a payment of
any Excise Tax, the Tax Firm shall reasonably determine the amount of the Underpayment that has
occurred and any such Underpayment shall be promptly paid by the Company to or for the benefit of
the Eligible Employee. In determining the reasonableness of Tax Firm’s determinations hereunder,
and the effect thereof, the Eligible Employee shall be provided a reasonable opportunity to review
such determinations with Tax Firm and the Eligible Employee’s tax counsel. Tax Firm’s
determinations hereunder, and the Tax Opinion, shall not be deemed reasonable until the Eligible
Employee’s reasonable objections and comments thereto have been satisfactorily accommodated by Tax
Firm.

          (b) The Eligible Employee shall notify the Company in writing of any claims by the Internal
Revenue Service that, if successful, would require the payment by the Company of the Gross-Up
Payment. Such notification shall be given as soon as practicable but no later than 30 calendar days
after the Eligible Employee actually receives notice in writing of such claim and shall apprise the
Company of the nature of such claim and the date on which such claim is requested to be paid;
provided, however, that the failure of the Eligible Employee to notify the Company of such claim
(or to provide any required information with respect thereto) shall not affect any rights granted
to an Eligible Employee under this Section except to the extent that the Company is materially
prejudiced in the defense of such claim as a direct result of such failure. The Eligible Employee
shall not pay such claim prior to the expiration of the 30-day period following the date on which
he gives such notice to the Company (or such shorter period ending on the date that any payment of
taxes with respect to such claim is due). If the Company notifies the Eligible Employee in writing
prior to the expiration of such period that it desires to contest such claim, the Eligible Employee
shall:

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               (1) give the Company any information reasonably requested by the Company relating to
such claim;

               (2) take such action in connection with contesting such claim as the Company shall
reasonably request in writing from time to time, including, without limitation, accepting
legal representation with respect to such claim by an attorney selected by the Company and
reasonably acceptable to the Eligible Employee;

               (3) cooperate with the Company in good faith in order effectively to contest such
claim; and

               (4) if the Company elects not to assume and control the defense of such claim, permit
the Company to participate in any proceedings relating to such claim;

provided, however, that the Company shall bear and pay directly all costs and expenses (including
additional interest and penalties) incurred in connection with such contest and shall indemnify and
hold the Eligible Employee harmless, on an after-tax basis, for any Excise Tax or income tax
(including interest and penalties with respect thereto) imposed as a result of such representation
and payment of costs and expenses. Without limiting the foregoing provisions of this Section, the
Company shall have the right, at its sole option, to assume the defense of and control all
proceedings in connection with such contest, in which case it may pursue or forego any and all
administrative appeals, proceedings, hearings and conferences with the taxing authority in respect
of such claim and may either direct Eligible Employee to pay the tax claimed and sue for a refund
or contest the claim in any permissible manner, and the Eligible Employee shall prosecute such
contest to a determination before any administrative tribunal, in a court of initial jurisdiction
and in one or more appellate courts, as the Company shall determine; provided, however, that if the
Company directs the Eligible Employee to pay such claim and sue for a refund, the Company shall
advance the amount of such payment to the Eligible Employee, on an interest-free basis and shall
indemnify and hold the Eligible Employee harmless, on an after-tax basis, from any Excise Tax or
income tax (including interest or penalties with respect thereto) imposed with respect to such
advance or with respect to any imputed income with respect to such advance; and further provided
that any extension of the statute of limitations relating to payment of taxes for the taxable year
of the Eligible Employee with respect to which such contested amount is claimed to be due is
limited solely to such contested amount. Furthermore, the Company’s right to assume the defense of
and control the contest shall be limited to issues with respect to which a Gross-Up Payment would
be payable hereunder and the Eligible Employee shall be entitled to settle or contest, as the case
may be, any other issue raised by the Internal Revenue Service or any other taxing authority.

          (c) If, after the receipt by an Eligible Employee of an amount advanced by the Company
pursuant to Section 3.2(a), the Eligible Employee becomes entitled to receive any refund with
respect to such claim, the Eligible Employee shall promptly pay to the Company the amount of such
refund (together with any interest paid or credited thereon after taxes applicable thereto). If,
after the receipt by the Eligible Employee of an amount advanced by the Company pursuant to Section
3.2(a), a determination is made that Eligible Employee is not entitled to a refund with respect to
such claim and the Company does not notify the Eligible Employee in writing of its intent to
contest such denial of refund prior to the expiration of 60 days after such determination, then
such advance shall, to the extent of such denial, be forgiven and shall not be required to be
repaid and the amount of forgiven advance shall offset, to the extent thereof, the amount of
Gross-Up Payment required to be paid.

     3.3 Schedule of Payments. Subject to paragraph 3.3(a), the Company, an Affiliate or a
Successor Employer shall pay all cash Benefits described in Section 3.1(a) in a lump sum within 30
days of the Eligible Employee’s termination of employment with the Company or, if applicable, an
Affiliate or Successor Employer.

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Subject to paragraph 3.3(c), Benefits described in Section 3.1(b) shall
be provided by the Company, an Affiliate or a Successor Employer under the terms of the applicable
benefit plans. Subject to paragraph 3.3(c), Benefits described in Section 3.1(c) shall be paid by
the Company, an Affiliate or a Successor Employer within 10 days of notice given by the Eligible
Employee of the amount of costs and expenses that have been incurred that are due to a third-party.
Subject to paragraph 3.3(c), the Benefits described in Section 3.2 shall be paid by the Company or
a Successor Employer in accordance with the procedures described in Section 3.2. The
provisions of this Plan and any payments made herein are intended to comply with, and should be
interpreted consistent with, the requirements of Section 409A of the Code. The time or schedule of
payments to which the Eligible Employee is entitled under this Agreement may be accelerated at any
time that this Plan fails to meet the requirements of Section 409A of the Code and any such payment
will be limited to the amount required to be included in the Eligible Employee’s income as a result
of the failure to comply with Section 409A of the Code. Accordingly, the following additional
rules apply:

          (a) If an Eligible Employee is a “specified employee” (as determined under the Company’s
policy for identifying specified employees) on the date of his or her “separation from service”
(within the meaning of Section 409A of the Code) and if any portion of the cash Benefits
described in Section 3.1(a) would be considered “deferred compensation” under Section 409A of
the Code, all such payments (other than payments that satisfy the short-term deferral rule, as
defined in Treasury Regulation Section 1.409A-1(b)(4), or that are treated as separation pay under
Treasury Regulation Section 1.409A-1(b)(9)(iii) or Section 1.409A-1(b)(9)(v)) shall be paid on the
first business day after the date that is six months following the Eligible Employee’s termination
of employment. Interest will accrue at the 10-year T-bill rate (as in effect as of the first
business day of the calendar year in which the termination of employment occurs) on all payments
that would have been paid to the Eligible Employee had this delay provision not applied to the
Eligible Employee and shall be paid with the first payment after such six-month period.
Notwithstanding the foregoing, payments delayed pursuant to this six-month delay requirement shall
commence earlier in the event of the Eligible Employee’s death prior to the end of the six-month
period.

          (b) Any Gross-up Payment or other reimbursements under Section 3.2 hereof that would
be considered “deferred compensation” under Section 409A of the Code will only be paid to
the extent such payments would not result in taxation pursuant to Section 409A and shall be paid in
a manner consistent with Treasury Regulation Section 1.409A-3(i)(1)(vi), including the requirements
that (i) any such amounts be paid no later than the last day of the calendar year following the
calendar year in which the Eligible Employee or the Company remits the applicable taxes and (ii)
with respect to any such payments relating to a tax audit or litigation addressing the existence or
amount of a tax liability, any such amounts be paid by the end of the calendar year following the
calendar year in which the taxes that are the subject of the audit or litigation are remitted to
the taxing authority, or where as a result of such audit or litigation no taxes are remitted, the
end of the calendar year following the calendar year in which the audit is completed or there is a
final and nonappealable settlement or other resolution of the litigation.

          (c) To the extent any reimbursements or in-kind benefits due to the Eligible Employee under
this Plan constitute “deferred compensation” under Section 409A of the Code, any such
reimbursements or in-kind benefits shall be paid to the Eligible Employee in a manner consistent
with Treas. Reg. Section 1.409A-3(i)(1)(iv), including its requirement that the amount of expenses
reimbursable or in-kind benefits provided during a year may not affect the expenses eligible for
reimbursement or in-kind benefits provided in any other year and that any reimbursement be made on
or before the last day of the year in which the expense was incurred.

          (d) Notwithstanding anything to the contrary in this Plan, any reference to “termination”
of the Eligible Employee’s employment for any reason shall refer to a termination of
employment which constitutes a “separation from service” within the meaning of Section
409A of the Code.

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SECTION 4 How Do I Become Eligible to Receive Benefits?

You will become entitled to Benefits under the Plan if you are an Eligible Employee and, following
the occurrence of a Change in Control, you satisfy any one of the conditions described below in
this Section 4. Subject to Section 7 hereof, determinations of eligibility for Benefits are made
by the Administrator and all decisions as to eligibility, the availability of Benefits under the
Plan or the interpretation of the Plan’s provisions shall be made by the Administrator.
Notwithstanding anything in this Plan to the contrary, such decisions shall be final, binding and
conclusive on the Company and any Successor Employer.

     4.1 You are not offered employment by the Company, an Affiliate or a Successor Employer that
is substantially equivalent to the position you held with the Company immediately prior to the
Change in Control.

               (a) “Substantially equivalent,” as used in this Section 4, means an employment position that
is the same or better than the position to which it is being compared.

               (b) Without limiting the generality of the forgoing, a position is not substantially
equivalent unless:

               (1) The annual, base cash compensation offered to the Eligible Employee at issue is the
same or greater than the Eligible Employee earned immediately prior to the Change in
Control; and

               (2) The target bonus offered to the Eligible Employee at issue is the same or greater
than the target bonus in effect for such Eligible Employee immediately prior to the Change
in Control, the target bonus offered is payable in cash on not less than an annual basis,
and any conditions placed upon the payment of such target bonus shall be no more difficult
to achieve than those, if any, in effect for such Eligible Employee immediately prior to the
Change in Control; and

               (3) Deferred compensation, incentive and equity compensation, and health and welfare
benefits are, in the aggregate, equivalent to or better than those provided immediately
prior to the Change in Control and any successor health and welfare coverage waives all
pre-existing condition limitations and waiting periods; and

               (4) The position does not require the Eligible Employee to relocate or to commute more
than 30 miles each way to the place of employment; and

               (5) The position’s title, position or primary responsibilities under this Agreement
remain the same.

Additionally, a position is not substantially equivalent if such position is determined not to be
substantially equivalent by the Administrator.

     4.2 Your employment with the Company or, as applicable, an Affiliate or a Successor Employer
is involuntarily terminated within 18 months following a Change in Control for any reason other
than cause. For this purpose, termination for “cause” means that your employment was involuntarily
terminated because, after the Change in Control, the Administrator determines that: (i) you are
convicted of a felony that adversely affects the reasonable business interests of the Company, (ii) you committed an act of
fraud or embezzlement against the Company, any of its Affiliates or a Successor Employer that
adversely affects the reasonable business interests of the Company or any of its Affiliates, or
(iii) you intentionally neglect the fundamental responsibilities of your employment, and such
neglect remains uncorrected for more than 30 days following written notice from the Company
detailing the acts of neglect.

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     4.3 You voluntarily terminate employment within 18 months following a Change in Control
because your employment with the Company or, as applicable, an Affiliate or a Successor Employer,
is modified such that your position is no longer “substantially equivalent” (as described in
Section 4.1) to the position you held immediately prior to the time of the Change in Control.
Prior to voluntarily terminating your employment pursuant to Section 4.3 you may, but are not
required to, obtain a determination from the Administrator as to whether your employment with the
Company or, as applicable, an Affiliate or a Successor Employer, is modified such that your
position is no longer “substantially equivalent”.

SECTION 5 How Do I Make a Claim for Benefits?

Subject only to Section 7 of this document, no Eligible Employee is obligated to make any claim for
Benefits under this Plan. Subject only to Section 7 of this document, the fact that an Eligible
Employee does not make a claim for Benefits under this Plan is in no way relevant to whether such
Eligible Employee has a right to receive Benefits under this Plan. If your Benefits are not
automatically paid to you in accordance with Section 3.3, you may file a request for Benefits in
writing with the Administrator.

SECTION 6 Can I Lose My Plan Benefits?

Generally, you will not be entitled to Plan Benefits if you do not satisfy the eligibility
requirements and conditions stated in Section 4. You will not have to repay any Benefits to the
Company if following termination of employment you become employed by the Company or an Affiliate
after Benefits are paid.

SECTION 7 What Are My Rights if My Claim for Benefits Is Denied?

If an Employee seeks Benefits under this Plan (the “Claimant”) by proving a written request to the
Administrator, then the Administrator shall determine, within 30 days after receiving such written
request, whether the Claimant is entitled to receive such Benefits. If Administrator determines
that the Claimant is entitled to Benefits, then the Benefits shall be paid or provided in the
manner set forth in this Plan. If, however, the Administrator determines that the Claimant is not
entitled to Benefits, then the Administrator shall so notify the Claimant in writing within the
preceding 30 day period (the “First Notice of Denial”), unless exceptional circumstances require an
extension of time in order for the Administrator to fully consider Claimant’s requests for
Benefits. No such extension may exceed 30 days. If the Administrator does not timely provide the
First Notice of Denial, then the Claimant’s request for Benefits shall be deemed to have been
denied by the Administrator, the Claimant shall be deemed to have received a First Notice of
Denial, and shall be entitled to seek review of the First Notice of Denial as set forth below. If
the Administrator does not provide the First Notice of Denial, but does not determine that the
Claimant is entitled to Benefits, then the Claimant shall be entitled to seek a judicial
determination of his or her rights under this Plan by bringing an action in any court of competent
jurisdiction.

     7.1 The First Notice of Denial to the Claimant shall state:

     (a) The specific reasons for the denial;

     (b) Specific references to pertinent provisions of the Plan on which the denial was
based;

     (c) If applicable, a description of any additional material or information needed for
the Claimant to perfect his or her claim and an explanation of why the material or
information is needed;

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     (d) That the Claimant is entitled to (i) a reconsideration of such denial if Claimant
provides a written request for the same to the Administrator within 180 days after the
Claimant receives the First Notice of Denial (the “First Reconsideration Request”), (ii)
review pertinent Plan documents, and (iii) submit to the Administrator any information that
the Claimant believes may be relevant to the determination of whether the Claimant is
entitled to receive Benefits; and

     (e) The mailing address of the Administrator.

     7.2 If the Claimant timely submits a First Reconsideration Request, then the Administrator
shall reconsider its initial decision that the Claimant is not entitled to Benefits and then make a
second determination regarding whether the Claimant is entitled to Benefits (the “Second
Determination”). The Second Determination shall be made within 30 days after a First
Reconsideration Request is received, unless exceptional circumstances require an extension of time
in order for the Administrator to fully consider the First Reconsideration Request. No such
extension may exceed 30 days.

          Regarding each First Reconsideration Request, the Administrator shall advise the Claimant in
writing of:

     (a) The Second Determination;

     (b) If the Second Determination is adverse to the Claimant, the
specific reasons for the Second Determination; and

     (c) If the Second Determination is adverse to the Claimant, the
specific provisions of the Plan on which such Second Determination is based.

If the Administrator does not timely provide the Second Determination, then the Claimant’s request
for Benefits shall be deemed to have been denied by the Administrator, the Claimant shall be deemed
to have received a Second Determination, and the Claimant shall be entitled to seek judicial review
of such Second Determination by bringing an action in any court of competent jurisdiction. If the
Administrator does not provide the Second Determination, but does not determine that the Claimant
is entitled to Benefits, then the Claimant shall be entitled to seek a judicial determination of
his or her rights under this Plan by bringing an action in any court of competent jurisdiction.

     7.3 Notwithstanding any statement contained in this Plan to the contrary, each and every
Employee is entitled to bring an action in a court of competent jurisdiction to determine or
enforce his or her rights under the Plan. It is not the intention of any provision of this Plan to
imply that a court of competent jurisdiction should give any deference to any determination of the
Administrator with respect to any claim for Benefits hereunder.

9

 

SECTION 8 What rights are assignable under the Plan?

You may not assign your rights under the Plan. In the case of any transaction that would result a
Change in Control, the Company shall be required to provide that any Successor Employer to
expressly and unconditionally to assume and agree to perform the Company’s obligations under this
Plan, in the same manner and to the same extent that the Company would be required to perform if no
such succession had taken place. This Plan and all rights of an Eligible Employee hereunder shall
inure to the benefit of and be enforceable by the Eligible Employee’s personal or legal
representatives, executors, administrators, successors, heirs, distributees, devisees and legatees.

SECTION 9 What Events Can Cause the Plan To Be Changed or Terminated?

The Company may terminate or amend the Plan in its sole discretion at any time prior to a Change in
Control. Once a Change in Control occurs, no amendment or termination will be effective with
respect to an Eligible Employee unless he or she consents to such amendment in writing after
consultation with legal counsel. Moreover, after a Change in Control, the identity of the
Administrator may not be changed by an amendment without the express written consent of a majority
of individuals who are or will become Eligible Employees as a result of the Change in Control.

In compliance with Section 402(b)(3) of ERISA, the Company must comply with the following procedure
before any termination or amendment to the Plan is effective:

     9.1 The Plan may only be modified or terminated by a written amendment that is authorized by
the Company.

     9.2 The Company’s authorization of the amendment must be evidenced by one of the following:
(1) a resolution of the board of directors; (2) execution of the amendment by the chief executive
officer, president or secretary; or (3) ratification of the amendment by either a resolution of the
board of directors or written confirmation of ratification by the chief executive officer,
president or secretary.

     9.3 Written or verbal notice of the amendment must be provided to the Administrator and the
Company’s Chief Executive Officer.

     9.4 Notice of the amendment must be provided to all Eligible Employees at least 30 days prior
to the effective date of the amendment.

Oral amendments and modifications of this Plan are not effective. All amendments and modifications
must be in writing and signed as provided above to be effective.

SECTION 10 Additional Information

This Plan does not give you any rights to any particular assets of the Company.

Cash amounts paid under a severance plan are generally considered taxable income to the recipient.

SECTION 11 What Are My Rights Under ERISA?

As a participant in the Plan, you are entitled to certain rights and protections under ERISA. ERISA
provides that all Plan participants shall be entitled to:

10

 

Examine, without charge, at the Plan Administrator’s office and at other specified locations, all
Plan documents, including insurance contracts, and copies of all documents filed by the Plan with
the U.S. Department of Labor, such as detailed annual reports and plan descriptions.

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

Receive a summary of the Plan’s annual financial report. The Plan Administrator is required by law
to furnish each participant with a copy of this summary annual report.

In addition to creating rights for Plan participants, ERISA imposes duties upon the people who are
responsible for the operation of the employee benefit Plan.

The people who operate your Plan, called “fiduciaries” of the Plan, have a duty to do so prudently
and in the interest of you and other Plan participants and beneficiaries.

No one, including the Company or any other person, may fire you or otherwise discriminate against
you in any way to prevent you from obtaining a benefit under this Plan or from exercising your
rights under ERISA.

If a claim for a Benefit is denied in whole or in part, you must receive a written explanation of
the reason for the denial. You have the right to have the Plan Administrator review and reconsider
your claim.

Under ERISA, there are steps you can take to enforce the above rights. For instance, if you request
materials from the Plan and do not receive them within 30 days, you may file suit in a federal
court. In such a case, the court may require the Plan Administrator to provide the materials and
pay you up to $100 a day until you receive the materials, unless the materials were not sent
because of reasons beyond the control of the Administrator.

If you have a claim for benefits that is denied or ignored, in whole or in part, you may file suit
in a state or federal court. If it should happen that Plan fiduciaries misuse the Plan’s money or
if you are discriminated against for asserting your rights, you may seek assistance from the U.S.
Department of Labor or you may file suit in a federal court. The court will decide who should pay
court costs and fees. If you lose, the court may order you to pay these costs and fees, for
example, if it finds your claim is frivolous.

If you have any questions about your Plan, you should contact the Plan Administrator.

If you have any questions about this statement or about your rights under ERISA, you should contact
the nearest Area Office of the U.S. Labor-Management Services Administration, Department of Labor.

SECTION 12 Summary of Plan Information

Name of Plan:         LifePoint Hospitals, Inc. Change in Control Severance Plan

Name and Address of the Company:

LifePoint Hospitals, Inc.

103 Powell Court

Suite 200

Brentwood, TN 37027

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Who Pays for the Plan:          The cost of the Plan is paid entirely by the Company.

The Company’s Employer Identification No.: 20-1538254

Plan Number: 510

Plan Year: January 1 to December 31

Plan Administrator, Name, Address and Telephone No.:

Administrator

LifePoint Hospitals, Inc. Change in Control Severance Plan

c/o Chief Executive Officer

LifePoint Hospitals, Inc.

103 Powell Court

Suite 200

Brentwood, TN 37027

615-372-8500

Agent for Service of Legal Process on the Plan:

Chief Executive Officer of the Company or the Plan Administrator.

12

 

     IN WITNESS WHEREOF, LifePoint Hospitals, Inc. acting through the undersigned authorized
representative, has executed this amended and restated Plan on the 10th day of December, 2008, to
be effective as of December 10, 2008.

	 	 	 	 	 	 	 
	 	 	LifePoint Hospitals, Inc.	 	 
	 
	 	 	 	 	 	 
	 

	 	By:	 	 	 	 
	 

	 	 	 	 

	 	 
	 
	 	 	 	 	 	 
	 

	 	Its:	 	 	 	 
	 

	 	 	 	 

	 	 

13EX-10.2

Exhibit 10.2

EXECUTIVE SEVERANCE AND RESTRICTIVE COVENANT AGREEMENT

     This EXECUTIVE SEVERANCE AND RESTRICTIVE COVENANT AGREEMENT (“Agreement”) is made as of this
11th day of December, 2006, by and between LifePoint CSGP, LLC, a Delaware limited
liability company with its principal place of business at 103 Powell Court, Suite 200, Brentwood,
Tennessee (the “Company”), and William F. Carpenter III, a resident of Nashville, Tennessee
(“Executive”).

RECITALS:

     WHEREAS, Executive has been an employee of the Company and/or its subsidiaries and affiliates
since 1999, serving most recently as the Executive Vice President, General Counsel and Secretary of
LifePoint Hospitals, Inc. (“LifePoint”), the parent corporation of the Company;

     WHEREAS, effective June 26, 2006, Executive was promoted and appointed to serve as the Chief
Executive Officer and President of LifePoint; and

     WHEREAS, in connection with Executive’s employment by the Company and his services as the
Chief Executive Officer and President of the Company and LifePoint (and such other appointments as
he may hold with their respective subsidiaries and affiliates), the Company and Executive wish to
set forth, among other things, the terms of Executive’s severance benefits and certain related
matters in the event Executive’s employment is terminated, all as set forth herein.

AGREEMENT:

     NOW, THEREFORE, for and in consideration of the mutual promises and covenants set forth below
and other good and valuable consideration, receipt of which is hereby acknowledged, the Company and
Executive do hereby agree as follows:

     1. General.

          (a) Offices and Duties. Executive is employed by the Company and has been appointed
to serve as the Chief Executive Officer and President of LifePoint (and to serve in similar
capacities with certain of their respective subsidiaries and affiliates). As such, Executive shall
have such duties and responsibilities as may be delineated in the bylaws and/or other constituent
documents of the Company and LifePoint (and in the bylaws and/or other constituent documents of any
of their respective applicable subsidiaries or affiliates) and as are directed by the Board of
Directors of LifePoint (the “Board of Directors”), and Executive shall report directly to the Board
of Directors.

          (b) Compensation and Benefits. The Board of Directors (or such committee thereof as
shall have the responsibility for and authority to set the compensation of Lifepoint’s and its
subsidiaries’ and affiliates’ executive officers and key employees) shall from time to time set
Executive’s compensation, including his base salary (“Base Salary”) and bonus compensation (“Bonus
Compensation”), and other benefits (including participation in the Company’s equity incentive plans
and qualified plans (collectively, the “Plans”)). The Base Salary and Bonus
Compensation shall be retroactive to June 26, 2006, the date Executive was appointed to serve
as Chief Executive Officer and President.

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          (c) At-Will Employment. Executive recognizes and accepts that, notwithstanding
anything in this Agreement to the contrary, (i) Executive is employed by the Company (and by any of
its subsidiaries and affiliates) on an “at-will” basis, (ii) this Agreement does not guarantee or
otherwise provide for employment and that, at any time and for any reason, Executive may resign or
the Company may terminate Executive’s employment with the Company (and with any of its subsidiaries
and affiliates), and (iii) neither the Company nor any of its subsidiaries and affiliates shall, in
any case, be responsible for any severance pay, termination pay, severance obligations, damages or
any other additional payments or obligations whatsoever arising from the termination of his
employment, above and beyond those specifically provided for or referred to in this Agreement or
otherwise provided by law. The parties further acknowledge and agree that there shall be no
duplication between any payments or other benefits due Executive hereunder and any payments or
benefits paid or to be paid to Executive under any other plan, program, agreement or arrangement.

          (d) Execution of Release Upon Termination. Upon the termination of Executive’s
employment for any reason, Executive shall (or in the event of termination due to Executive’s
death, his estate shall) execute and deliver to the Company the Release of Claims attached hereto
as Exhibit A (the “Release”). The execution and delivery of the Release shall be a
condition to the Company’s obligations to make the payments described in Section 3 hereof to
Executive following the termination of his employment.

     2. Term of Agreement. This Agreement shall continue indefinitely until Executive
terminates his employment with the Company and/or its subsidiaries and affiliates or the Company
terminates Executive’s employment with the Company and/or its subsidiaries and affiliates,
provided that the provisions of Sections 3 and 4 shall survive any termination of this
Agreement.

     3. Termination of Employment.

          (a) Termination for Cause.

          (i) If Executive’s employment is terminated by the Company for Cause, as defined in
Section 3(a)(ii) below, Executive shall receive his Base Salary through the date of such
termination and any earned but unpaid Bonus Compensation for any prior fiscal year, but he
shall not be eligible to receive Base Salary or to participate in any Plans after the date
of such termination except as otherwise required by law and except for the right to receive
benefits which have become vested under any Plans in accordance with the terms of such
Plans. In addition, Executive shall not be eligible to receive any Bonus Compensation for
the Company’s fiscal year during which the date of termination occurs or any later year.

          (ii) Termination for “Cause” shall mean termination of Executive’s employment with the
Company and its subsidiaries and affiliates by the Board of Directors because of (a)
Executive’s material breach of the terms of this Agreement or

2

 

repeated failure to perform his duties in a manner reasonably consistent with the
criteria established or directions given by the Board of Directors; provided,
however, that the termination pursuant to this clause shall be preceded by a written
notice providing a reasonable opportunity for Executive to correct his conduct, if the
conduct in question can be corrected, (b) any action by Executive constituting fraud,
self-dealing, embezzlement, or dishonesty in the course of his employment hereunder, or (c)
the conviction of Executive of a crime involving moral turpitude or any felony.

          (iii) The termination of Executive’s employment shall not be deemed to be for Cause
unless and until there shall have been delivered to Executive a copy of a resolution duly
adopted by the affirmative vote of not less than two-thirds of the entire membership of the
Board at a meeting of the Board called and held for such purpose (after reasonable notice is
provided to Executive and Executive is given an opportunity, together with counsel, to be
heard before the Board), finding that, in the good faith opinion of such Board, Executive is
guilty of the conduct described in any of the subsections set forth in Section 3(a)(ii)
above.

          (iv) The date of termination of employment by the Company under this Section 3(a) shall
be the date specified in a written notice of termination (which date shall be no earlier
than the date of furnishing such notice), or if no such date is specified therein, the date
of receipt by Executive of such written notice of termination.

          (b) Termination Without Cause.

          (i) If Executive’s employment is terminated by the Company without Cause, Executive
shall receive his Base Salary through the date of such termination and any earned but unpaid
Bonus Compensation for any prior fiscal year, and shall further be entitled to receive, as
severance, his then current Base Salary for a period of 24 months following the date of
termination of his employment plus an amount equal to two (2) times Executive’s bonus earned
for the prior fiscal year which bonus amount shall be paid in equal amounts, ratably, over
the 24-month period following the date of termination of his employment. The Company
further agrees to provide Executive with insurance coverage (e.g., medical, dental and life)
commensurate with the coverage provided to Executive immediately prior to the date of
termination for a period of 24 months following the date of termination. Other than as set
forth in the preceding sentences, Executive shall not be eligible to participate in any
Plans after the date of termination except as otherwise required by law and except for the
right to receive benefits which have vested under any Plan in accordance with the terms of
such Plan, and Executive shall not be eligible to receive any Bonus Compensation for the
Company’s fiscal year during which the date of termination occurs or any later year.

          (ii) The date of termination of employment by the Company under this Section 3(b) shall
be the date specified in a written notice of termination to Executive (which date shall be
no earlier than the date of furnishing such notice) or, if no such date is specified
therein, the date on which such notice is given to Executive.

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          (iii) Severance payments under this Section 3(b) shall be made in accordance with the
Company’s then current payroll practice commencing on the next payroll date following the
date of the termination of Executive’s employment under this Section 3(b).

          (c) Termination Upon Death or Disability.

          (i) Upon Executive’s termination of employment as a result of Executive’s death or
Disability (as defined in Section 3(c)(ii) below), he shall receive (or in the case of
death, his estate shall receive) his Base Salary through the date of such termination and
any earned but unpaid Bonus Compensation for any prior year, but he shall have no right to
receive any Base Salary continuation or other severance benefits; provided that in
the event of Disability, Executive shall be entitled to receive payments under any long-term
disability insurance polices maintained by the Company for Executive’s benefit. Executive
shall not be eligible to participate in any Plans after such termination except as otherwise
required by law and except for the right to receive benefits which have vested under any
Plan, and Executive shall not be eligible to receive any Bonus Compensation for the
Company’s fiscal year during which the date of termination occurs or any later year.

          (ii) Termination upon “Disability” shall mean termination of Executive’s employment as
the result of his inability to perform the essential functions of Executive’s position with
the Company and its subsidiaries and affiliates as the result of illness or injury for a
period of six (6) consecutive months.

          (d) Termination by Executive. If Executive resigns or otherwise terminates his
employment (including as a result of retirement) with the Company other than upon his death or
Disability (as defined above), he shall receive his Base Salary through the date of such
termination and any earned but unpaid Bonus Compensation for any prior fiscal year, but he shall
have no right to receive any Base Salary continuation or other severance benefits. Executive shall
not be eligible to participate in any Plans after such termination except as otherwise required by
law and except for the right to receive benefits which have vested under any Plan and Executive
shall not be eligible to receive any Bonus Compensation for the Company’s fiscal year during which
the date of termination occurs or any later year.

          (e) Termination Following a Change In Control. Notwithstanding the foregoing Sections
3(a) through (d), in the event of a Change In Control (as defined in the LifePoint Hospitals, Inc.
Change In Control Severance Plan, as Amended and Restated May 9, 2006) (the “CIC Plan”),
Executive’s eligibility to receive benefits, the determination of what benefits are available to
Executive, all payments of such benefits, and all other rights or claims Executive may have
following a Change In Control shall be governed exclusively by the provisions of the CIC Plan in
effect as of the date of this Agreement.

          (f) Retirement Defined. Executive acknowledges and agrees that for the purpose of any
pre-existing, current or future Plans, “retirement” shall be deemed to mean only a voluntary
separation by Executive of his employment relationship with the Company, and that any awards made
by the Company to Executive under such Plans following the date hereof shall,

4

 

unless otherwise determined by the Board of Directors (or such committee thereof as shall have
the responsibility for and authority to set the compensation of LifePoint’s and its subsidiaries’
and affiliates’ executive officers and key employees), specifically incorporate such provision.

          (g) Withholding Tax. The Company shall be entitled to deduct or withhold from any
payment due Executive hereunder all federal, state and local taxes which the Company is required by
law to deduct or withhold therefrom.

     4. Restrictive Covenants.

          (a) Noncompetition. Executive will not, during the term of his employment with the
Company and any of its subsidiaries or affiliates and for 24 months thereafter (the “Restricted
Period”), without the express written consent of the Company, in any capacity (including, but not
limited to, as an owner, member, partner, shareholder, consultant, advisor, financier, agent,
employee, officer, director, manager or otherwise), directly or indirectly, engage in either (i)
the Business (as defined in Section 4(i) hereinbelow), anywhere within the United States, (ii) the
business of developing and/or operating surgery centers or other diagnostic/imaging centers
primarily in non-urban areas (e.g., within a twenty-five (25) mile radius of any location where the
Company or any of its subsidiaries or affiliates, as of the date of termination, owns, leases,
manages or otherwise maintains an operating facility), (iii) any business involved primarily in the
physician recruitment business that may, as a part of its operation, be engaged in the recruitment
of physicians away from facilities owned or operated by the Company or any of its subsidiaries or
affiliates (excluding recruitment activities that are conducted by means of general solicitation,
such as by way of newspapers or the Internet, that is not targeted to recruit physicians away from
a facility that is owned or operated by the Company), or (iv) any business that would be in
competition with any business operation or venture that was documented as part of the Company’s
strategic plan at the time of Executive’s termination with implementation of such business
operation expected to commence within twelve (12) months after such termination; provided,
however, nothing herein shall prohibit Executive’s ownership of stock in any publicly held
company listed on a national securities exchange or whose shares of stock are regularly traded in
the over-the-counter market as long as such holding at no time exceeds two percent (2%) of the
total outstanding stock of such company; and provided further, Executive shall be
entitled to serve on the board of directors of Psychiatric Solutions, Inc.; and provided
further, that nothing herein shall prohibit Executive, during the 24 months following
termination of his employment with the Company, from providing consulting services to any person or
entity if and only if such services relate exclusively to corporate governance issues affecting
such person or entity.

          (b) Nonsolicitation. Executive will not, during the Restricted Period, in any
capacity (including, but not limited to, as an owner, member, partner, shareholder, consultant,
advisor, financier, agent, employee, officer, director, manager or otherwise), whether directly,
indirectly or through affiliates, for his own account or for the benefit of any other person or
entity, including without limitation, a person or entity in (i) the Business, or (ii) any business
in competition with Company or any of its subsidiaries or affiliates during the Restricted Period,
solicit, divert or induce any of the employees or consultants of the Company or any of its
subsidiaries or affiliates to leave or to work for Executive or any person or entity with which
Executive is connected.

5

 

          (c) Confidentiality. Except pursuant to and consistent with his responsibilities as
Chief Executive Officer and President, Executive will not, at any time after the date hereof,
whether directly, indirectly or through affiliates, disclose, communicate or divulge to any person
or entity, or use for the benefit of any person or entity, any secret, confidential or proprietary
knowledge or information with respect to the Company or its subsidiaries and affiliates or the
conduct or details of the business (including, without limitation, the Business) conducted by any
of them, including, but not limited to, the identity of patients or customers (including
third-party payers of any kind or nature) and suppliers; arrangements with patients or customers
and suppliers; specifications relating to patients or customers, suppliers and services; technical
data, know-how and processes; records and compilations of information; computer software; marketing
methods and strategies; pricing; and financial condition and results (collectively, the
“Confidential Information”).

          (d) Nondisparagement. Neither the Company nor Executive will, at any time after the
date hereof, whether directly, indirectly or through affiliates, publish or communicate any
derogatory statements or opinions about the other (and with respect to the Company, including but
not limited to, disparaging or derogatory statements or opinions about LifePoint or any of the
Company’s other subsidiaries or affiliates or any of the Company’s, LifePoint’s or their respective
subsidiaries’ or affiliates’ management, directors or services) to any third party, or otherwise
facilitate or propagate such statements or opinions being made by any third party; provided
that it shall not be a breach of this section for either party to testify truthfully in any
judicial or administrative proceeding or to make statements or allegations in legal filings that
are based on reasonable belief and are not made in bad faith.

          (e) Cooperation. Executive will at any and all times after the date hereof cooperate
with the Company and its subsidiaries and affiliates in all reasonable respects with regard to any
regulatory and litigation matters relating to Executive’s employment or areas of responsibility at
the Company or any of its subsidiaries or affiliates.

          (f) Noncontravention. Executive agrees that at no time will he take any action,
directly or indirectly, to circumvent his respective obligations under, or to deprive the Company
or any of its subsidiaries or affiliates of any right granted by, any provision of this Agreement.
Without limiting the generality of the foregoing, Executive shall not in any way assist or enable
any person or entity to take any action that Executive is prohibited from taking himself pursuant
to this Agreement.

          (g) Breach. Executive and the Company agree that any breach by either party of the
covenants and agreements contained in this Section 4 may result in irreparable injury to the other
(including, with respect to the Company, its subsidiaries and affiliates) for which money damages
may not adequately compensate the injured party and, therefore, in the event of any such breach,
Executive or the Company, as the case may be, shall be entitled (in addition to any other rights
and remedies which it may have at law or in equity) to seek to have an injunction issued by any
competent court of equity enjoining and restraining Executive or the Company, as the case may be,
and any other person or entity involved therein from continuing such breach. Executive further
acknowledges and agrees that in the event of Executive’s breach of any covenant or agreement
contained in this Section 4, the Company shall have no further obligation to make any payments then
due to him under Section 3 of this Agreement.

6

 

          (h) Severability. If any portion of the covenants and agreements contained in this
Section 4, or the application thereof, is construed to be invalid or unenforceable, then the other
portions of such covenant(s) or agreement(s) or the application thereof shall not be affected and
shall be given full force and effect without regard to the invalid or unenforceable portions. If
any covenant or agreement in this Section 4 is held to be unenforceable because of the area
covered, the duration thereof, or the scope thereof, then the court making such determination shall
have the power to reduce the area and/or duration and/or limit the scope thereof, and the covenant
or agreement shall then be enforceable in its reduced form.

          (i) Definition. The term, “Business,” as used in this Agreement, means a business
that is primarily engaged in the non-urban acute care hospital business (either as an existing or
start-up business).

     5. Miscellaneous.

          (a) Waiver of Breach; Severability. The waiver by either party of any provision of
this Agreement shall not operate or be construed as a waiver of any subsequent breach by the other
party. In the event any portion of this Agreement is deemed illegal, unenforceable or void by a
court of competent jurisdiction, this Agreement shall continue in full force and effect without
said portion unless the absence of such materially alters the rights and obligations of the parties
to this Agreement.

          (b) Assignment. The rights and obligations of the Company under this Agreement shall
inure to the benefit of and shall be binding upon the successors and assigns of the Company. This
Agreement is personal to Executive, and he may not assign any of his rights or delegate any of his
duties or obligations under this Agreement except that Executive’s rights hereunder shall inure to
the benefit of, and be binding upon, his beneficiaries, heirs or personal representative.

          (c) Notices. Any notice required or desired to be given under this Agreement shall be
in writing and shall be delivered personally, transmitted by facsimile or mailed by registered
mail, return receipt requested, or delivered by overnight courier service and shall be deemed to
have been given and received on the date of its delivery or transmission, if delivered or sent by
facsimile, and on the third (3rd) full business day following the date of mailing, if mailed, to
each of the parties thereto at the following respective addresses as may be specified in any notice
delivered or mailed as above provided:

If to Executive:

William F. Carpenter III

4005 Newman Place

Nashville, TN 37204

Facsimile: (615) 269-8946

7

 

If to the Company, to:

LifePoint Hospitals, Inc.

103 Powell Court, Suite 200

Brentwood, Tennessee

Attention: Chairman of the Board

Facsimile: (615) 372-8500

          (d) Entire Agreement. This instrument, and the instruments referred to herein,
contains the entire agreement of the parties for matters dealt with in this Agreement. It may not
be changed orally but only by an agreement in writing signed by the party against whom enforcement
of any waiver, change, modification, extension or discharge is sought.

          (e) Choice of Law; Arbitration. This Agreement shall be governed and interpreted
under the laws of the State of Tennessee. Except with respect to the parties’ right to obtain
injunctive relief or seek specific performance in connection with breaches of Section 4 herein, the
parties agree that any dispute arising out of this Agreement, which they cannot in good faith
resolve, shall be submitted to binding arbitration in accordance with the rules of the American
Arbitration Association governing commercial arbitration. Such arbitration shall be conducted in
the Nashville, Tennessee metropolitan area. The losing party in any such arbitration proceeding
shall pay the costs of arbitration including the arbitrator’s fees, but each party will pay their
own legal fees.

          (f) Headings. The sections, subjects and headings in this Agreement are inserted for
convenience only and shall not affect in any way the meaning or interpretation of this Agreement.

          (g) Gender, Etc. Words used herein, regardless of the number and gender specifically
used, shall be deemed and construed to include any other number, singular or plural, and any other
gender, masculine, feminine or neuter, as the context indicates is appropriate.

          (h) Counterparts. This Agreement may be executed in counterparts, all of which will
be considered one and the same agreement.

[signature page to follow]

8

 

     IN WITNESS WHEREOF, the parties have executed and delivered this Agreement, intending to be
legally bound hereby, as of the date first above written.

	 	 	 	 	 	 	 
	 	 	EXECUTIVE:	 	 
	 
	 	 	 	 	 	 
	 	 	 	 	 
	 	 	William F. Carpenter III	 	 
	 
	 	 	 	 	 	 
	 	 	THE COMPANY:	 	 
	 
	 	 	 	 	 	 
	 	 	LifePoint CSGP, LLC	 	 
	 
	 	 	 	 	 	 
	

	 	By:
	 	 	 	 
	 

	 	 	 	 	 	 
	 

	 	 	 		 	 
	 

	 	 	 		 	 

Signature Page to Executive Severance and Restrictive Covenant Agreement

9

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