Document:

EX-10.1

2016 Board of Directors Compensation Policy

September 25, 2015

(Effective January 1, 2016)

Policy Information

	 	 	 
	Document Title:

	 	2016 Board of Directors Compensation

Policy
	Content Owner:

	 	Director of Human Resources
	Certification of Compliance Contact:

	 	N/A
	Policy Category:

	 	FHLBank Policy
	FHLBank-Level Approver:

	 	Policy Oversight Group
	Board-Level Approver:

	 	Full Board (Compensation)
	Review Frequency:

	 	Annually
	Initial Effective Date:

	 	01/01/2010
	Last POG Approval Date:

	 	09/15/2015
	Next Review Date:

	 	09/2016

Introduction

This FHLBank Policy, governed by the board of directors (board), governs the compensation of
individuals serving as directors of the Federal Home Loan Bank of Topeka (FHLBank). Section 7(i) of
the Federal Home Loan Bank Act and 12 U.S.C. §1261.22 require the board annually to adopt a written
compensation policy to provide for the payment of reasonable compensation and expenses to the
directors for the time required of them in performing their duties as directors.

Purpose

Directors should be reasonably compensated for the time and effort exerted in the performance of
their duties as a director of FHLBank. This policy establishes reasonable compensation for the
activities and functions for which director attendance or participation is necessary and provides
compensation reflecting the total amount of time a director has spent on FHLBank business.
Differentials in meeting attendance fees for the chair, vice chair and the various committee chairs
shall reflect the additional responsibility assumed by these directors.

Policy

1. Compensation. The Maximum Annual Compensation for FHLBank directors shall be as follows:

	 	 	 	 	 
	Position

	 	Maximum Annual Compensation1

	Chair of Board

	 	$	125,000	 
	Vice Chair of Board

	 	$	105,000	 
	Committee Chair

	 	$	105,000	 
	Director

	 	$	95,000	 

	1	 	In addition to the Maximum Annual Compensation, a director may also realize the
benefit of reasonable spousal or guest travel expenses that qualify as perquisites as set forth in
the Directors and Executive Officers Travel Policy, for one meeting per calendar year, as
designated by the chair of the board.

An individual serving as chair of the board shall not be entitled to annual compensation in
excess of the amount to which the individual is entitled for such service due to concurrent service
as a committee chair. An individual serving as vice chair of the board shall be entitled to an
increase of $5,000 in his or her Maximum Annual Compensation in the event the individual serves as
both vice chair of the board and a committee chair.

In order to compensate directors for their time while serving as directors, a director shall
receive one quarter of the Maximum Annual Compensation following the end of each calendar quarter.
The payment is intended to compensate directors for their time preparing for and attending board
and committee meetings and fulfilling the other obligations of a director of FHLBank. In the event
that a director serves on the board for only a portion of a calendar year, or only serves as chair
of the board, vice chair of the board, or a committee chair for a portion of a calendar year, then
the Maximum Annual Compensation to which the director is entitled for that calendar year shall be
adjusted accordingly on a pro-rata basis (to be calculated based on the number of days the director
served on the board during the calendar year).

The Maximum Annual Compensation amounts are based on an evaluation of McLagan market research data,
including the appropriate peer group and peer positioning, a fee comparison among the FHLBanks and
the board’s assessment of appropriate and comparable pay that will allow the FHLBank to recruit and
retain highly qualified directors.

Peer Group. The FHLBank’s peer group is defined by organizations with which the FHLBank competes
for business and/or talent. The primary peer group for FHLBank’s directors is U.S. banks with
assets of $10 billion to $20 billion, representing banks, like FHLBank, subject to enhanced
regulatory requirements including incentive compensation requirements under Section 956 of the
Dodd-Frank Act. FHLBank also reviews director compensation of other FHLBanks, Fannie Mae, Freddie
Mac and Office of Finance for reference points when evaluating director compensation, but does not
consider such entities part of the peer group.

Pay Positioning. FHLBank will consider the 25th, 50th and 75th
percentiles when establishing director compensation. However, FHLBank will generally compensate
directors between the 25th and 50th percentile of the market data.

2. Adjustments in Compensation. Only fees that reflect performance of official FHLBank
business shall be paid to a director. This Policy is structured to allow decreases in compensation
to reflect lesser attendance or performance at board or committee meetings during a given year.

If it is determined at the end of the calendar year that a director has attended less than 75
percent of the meetings of the board and the meetings of the committees to which the director is
assigned (including any meetings held via conference call), combined, during such year, the
director will not receive the one quarter of the Maximum Annual Compensation scheduled to be paid
for the fourth quarter of such calendar year. Participation via conference call will not count as
attendance for in person meetings of the board or a committee. Exceptions to this paragraph may be
granted by the chair of the Compensation committee or, in the case of considering attendance by the
chair of the Compensation committee, an exception may be granted by the chair of the board.

Further, the chair of the Compensation committee shall have the authority, in his or her sole
discretion, to recommend that the board reduce the compensation of any director to reflect lesser
performance at board or committee meetings during a given year. The chair of the board shall have
the authority, in his or her sole discretion, to recommend that the board reduce the compensation
of the chair of the Compensation committee to reflect lesser performance at board or committee
meetings during a given year. If the chair of the Compensation committee or the chair of the board,
as appropriate, determines that the compensation paid to a director does not reflect the director’s
performance of official FHLBank business, the chair of the Compensation committee or the chair of
the board, as appropriate, may recommend that the board authorize a clawback of that director’s
compensation in an amount to be determined by the board.

On a quarterly basis, the chair of the Compensation committee and the chair of the board shall
review attendance records, as prepared by the corporate secretary, and shall use those records, in
addition to considering director performance, when determining whether to recommend the board
reduce or clawback a director’s compensation.

3. Number of Meetings. The board shall hold at least six regular board meetings per year.
Special meetings of the board may be held as provided in the FHLBank’s Bylaws.

4. Reimbursement of Expenses. Directors shall be entitled to reimbursement for all
necessary and reasonable travel, subsistence and other related expenses incurred in connection with
the performance of their official duties as provided in the Directors and Executive Officers Travel
Policy, except that directors may not be paid for gift or entertainment expenses.

Policy Review

This policy shall be reviewed annually and revised as needed by the Director of Human Resources.
Following such review, the policy shall be submitted for review and approval by the Policy
Oversight Group. In the event of any revisions to the Policy, such revisions shall be submitted for
review and approval by the Compensation committee and the board, which shall occur no less than
annually.Exhibit

Exhibit 10.1

Note Purchase Agreement, dated August 27, 2015, by and among Teledyne Technologies Incorporated and the Purchasers identified therein (incorporated by reference to Exhibit 10.1 to the Company Current Report on Form 8-K dated August 27, 2015).EMPLOYMENT OFFER LETTER

 Exhibit 10.2 
  

 
 Sent via email and overnight mail 

August 3, 2015 
 Mr. W. Taylor Kamp 

14 Patriots Way 
 Mendham, New Jersey 07945 

Dear Taylor: 
 This letter, coupled with the
terms of your employment application already on file, is to memorialize our recent verbal offer. In addition, this letter will also document the other items that we have discussed and agreed: 

The details of the offer are: 
  

	 	1.	 Position: Senior Vice President, Chief Financial Officer reporting to Daniel Dyer, CEO. 

 

	 	2.	 Our expectation is that you would start work on or about August 10, 2015. 

 

	 	3.	 Your Bi-weekly salary will be $11,538 based upon an annual salary of $300,000 payable on a direct deposit basis. 

 

	 	4.	 Beginning in 2016, you will be eligible to participate in the Management Cash Incentive Program with an annual bonus opportunity targeted at up to
80% of your base salary in effect at the start of the calendar year, and based on the achievement of individual, departmental and corporate goals established annually. Payment of the annual bonus, if any, will normally occur in the first quarter
annually provided you are on the active payroll at the time payment is made. Incentive plans are reviewed and approved each year. Your metrics for 2016 will be provided to you in detail at a later date. For fiscal year 2015, you will be paid a
minimum cash bonus equal to 25% of your bonus opportunity target, and you will be eligible to earn the full pro-rata bonus for fiscal year 2015 based on (a) the achievement of individual and corporate goals and (b) the portion of the 2015
fiscal year in which you are employed by Marlin. 

	 	5.	 We are pleased to advise you that you will begin employment with an opportunity to receive equity in Marlin, which equity is intended to align the
interests of our entire employee base with the interests of our shareholders. Under the Management Equity Incentive Plan, you are eligible to earn a targeted annual restricted stock award valued at 70% of your base salary in effect at the beginning
of each calendar year (subject to approval by the Compensation Committee of the Board of Directors that administers the Plan). Attached is a copy of the Program’s guidelines. For calendar year 2015, your equity opportunity is a pro-rata
percentage equal to 30% of base salary which will be granted to you by the Compensation Committee of the Board of Directors on or soon after your start date. 

You will also be granted by the Compensation Committee of the Board of Directors a one-time grant of 12,500 restricted
shares with a cliff vesting period three years from your start date. 
 You will also be provided an opportunity to purchase
additional shares, at a discount, through our Employee Stock Purchase Program (ESPP). 
  

	 	6.	 Our current practice is to review performance and base salary on June 1st of each year. That review is normally based on individual
performance during the 12 month period immediately preceding June 1st. In your case, any increase in base pay will be pro-rated for your period of participation. 

 

	 	7.	 Marlin will provide you with the following reimbursement for relocation and temporary living expenses as follows: 

a) Marlin will provide you with a temporary living allowance covering up to six (6) months commencing within
12 months of employment. Instead of a detailed accounting of those expenses, we will provide a flat allowance of $3,000 per month (less applicable tax withholdings), payable in monthly installments commencing on your start date. 

b) Marlin will pay the reasonable expenses associated with moving of your household goods from Mendham, New Jersey to a
location of your choosing convenient to you within 12 months of employment. Together, we will select two responsible movers to provide you with estimates. Marlin will then select the actual mover on the basis of price and acceptability. Marlin
will pay full replacement value insurance up to $50,000 for household goods. 
 c) Marlin will also pay for reasonable costs
for storage of the above-mentioned household goods not to exceed three (3) months commencing within 12 months of employment, if necessary, and will pay reasonable expenses to have said household goods moved from storage to the new
residence. 
 d) You are responsible for reimbursing us the amount paid in relocation and temporary housing costs in the
event that you resign your employment as follows: 
  

	 	•	 	 Less than one year (100%) 

	 	•	 	 One to Two Years (66%) 

	 	•	 	 Two to Three Years (33%) 

	 	•	 	 Greater than three years (0%) 

 e) Marlin will reimburse you the reasonable costs associated with the travel,
lodging and meals for you to search and secure living accommodations in the New Jersey area. We will cover up to one (1) additional trip with your spouse for a total of up to six (6) days. 

 

	 	8.	 Your employment is conditioned on the results of a favorable criminal background screen which we have received. 

 

	 	9.	 A post job offer, pre-employment drug screen is required within 72 hours of the offer. Your employment is conditioned on the favorable results
of this screen. If the results are not favorable, this offer will be rescinded. You will receive instructions on how to satisfy this requirement via e-mail under separate cover. 

 

	 	10.	 Marlin offers a comprehensive benefits plan including medical and prescription coverage, effective on your date of hire. Dental, vision and life
insurance are effective the first of the month following your start date. Long Term Disability benefits go into effect after 3 months of service. A summary of the Marlin Benefits Program is forwarded with this offer letter. These benefits will
be described in detail during your New Hire Orientation. 

  

	 	11.	 You are eligible for 23 days of Paid-time-off (PTO), accrued throughout the calendar year and pro-rated for your period of participation during
2015. An additional day is added for each year of service up to 25 days. Marlin celebrates 6 paid holidays per calendar year and, an additional 3 variable holidays (that go into effect after 90 days of service) for a total of 9 holidays.

  

	 	12.	 You are eligible to participate in Marlin’s 401(k) Retirement Savings Plan effective on the first day of the calendar quarter following
your date of hire (Jan. 1, April 1, July 1, and Oct. 1). The plan currently provides for a company match of 1.5% on the first 6% of personal contribution. Full vesting occurs after 3 years of service, as determined under the
plan. 

  

	 	13.	 The Compensation Committee of the Board of Directors is currently discussing the adoption of the Severance Pay Plan for Senior Management, which
would provide certain severance benefits to executives who are covered by the plan if such executives experience a termination of employment that is covered by the plan. The details of such plan are still being developed, but if the plan is adopted,
you will be eligible to participate in such as a Tier II Participant, provided that you commence employment with Marlin as provided in this offer letter and agree to the terms and conditions set forth in the corresponding participation agreement for
such plan, which will be sent to you on the later of (i) your commencement of employment with Marlin or (ii) the adoption of the plan. A draft of the plan and corresponding participation agreement is forwarded with this offer letter.

  

	 	14.	 The Immigration Reform and Control Act, and our own standards, require us to examine personal identification and work authorization documents of
new employees. Therefore, to meet these requirements of IRCA and our own policies, please provide Marlin with proof of your eligibility to work in the United States (i.e. passport, driver’s license, social security card, birth certificate as
noted in I-9 documentation). 

	 	15.	 The Human Resources Department will conduct an orientation, presentation, and review of your employee handbook and benefits, normally on your first
day of work. This will be coordinated with your schedule. 

  

	 	16.	 We are forwarding, along with this letter, the following documents for you to review, execute and bring with you on your first day of work:

  

	 	•	 	 I-9 Form 

	 	•	 	 Insider Trading Policy Statement 

	 	•	 	 Code of Ethics and Business Conduct 

	 	•	 	 W-4 Form 

	 	•	 	 Direct Deposit Enrollment Form 

	 	•	 	 Emergency Contact Form 

	 	•	 	 Password Security Form 

	 	•	 	 First Day Checklist 

  

	 	17.	 Marlin may withhold from any salary, bonuses, or other compensation or benefits payable or provided to you under this offer letter or otherwise,
any and all federal, state, local, and other taxes and any and all other amounts as permitted or required by law, rule, or regulation. 

  

	 	18.	 Marlin abides by the “employment-at-will” doctrine, which permits Marlin or the employee to terminate the employment relationship at any
time, for any reason, with or without notice. Neither the policies contained in this letter, nor any other written or verbal communication, are intended to create a contract of employment or warranty or guarantee of benefits. The policies contained
in this offer letter may be added to, deleted, or changed at any time by Marlin in its sole discretion, except that we will not modify our policy of “employment-at-will” in any case. 

 

	 	19.	 Any disputes relating to this offer shall be governed and construed in accordance with the laws of the State of New Jersey. 

 

	 	20.	 Please note that Marlin can rescind the offer of employment at any time up until acceptance is received by Marlin. 

 

	 	21.	 This offer letter contains the entire understanding between Marlin and you with respect to your employment, and shall supersede all prior and
contemporaneous agreements and understandings, inducements or conditions, express or implied, oral or written. 

 Taylor,
I believe that this covers everything we discussed. The Marlin Team is excited at the prospect of you joining us. Should you have any questions, please do not hesitate to contact me and we will assist in any way we can. 

 Sincerely, 
 Daniel
Dyer, 
 Chief Executive Officer 
 The offer of
employment will become null and void within five (5) days of the date of this letter unless formal acknowledgement and acceptance is received. Please return a copy of this letter with your signature via to fax 856.813.2718 or email to
DDyer@marlinleasing.com or EDietz@marlincorp.com. 
  

			
	W. Taylor Kamp	  	 Date:

  
 Enc:

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