Document:

Severance Agreement dated June 26, 2009

			
	

	 	Exhibit 10.11

 SEVERANCE PAY AGREEMENT 
 FOR KEY EMPLOYEE 
 This Agreement (“Agreement”) is between Asbury Automotive Group, Inc. and its subsidiaries, affiliates, successors, and
assigns (“Asbury” or the “Company”) and Beth Chandler (“Executive”), a key employee of Asbury, in order to provide for an agreed-upon compensation in the event of a Termination (as such term is
defined in this Agreement) of Executive’s employment with Asbury. 
  

	 	1.	Severance Pay Arrangement 

 If a Termination of Executive’s employment occurs at any time during Executive’s employment, Asbury will pay Executive 12 months of Executive’s base salary as of the date of Termination as Severance Pay (as such term is
defined in this Agreement). Payment (subject to required withholding) will be made by Asbury to Executive monthly over the course of 12 months on the regular payroll dates beginning on the first regular payroll date after Executive executes the
release referenced in Section B below. 
 If Executive participates in a bonus compensation plan at the date of Termination, the
Company shall pay Executive a pro rata bonus for the year of the Termination equal to the amount of the bonus that Executive would have received if Executive’s employment not been terminated during such year, multiplied by the percentage of
such year that has expired through the date of Termination. Such bonus shall be paid at such time as bonuses are paid under the bonus compensation plan to the Company’s other employees whose employment has not terminated in such year.

 In addition, for 12 months following the date of Termination, Executive shall be entitled to continue to participate at the
same level of coverage and Executive contribution in any health and dental insurance plans, as may be amended from time to time, in which Executive was participating immediately prior to the date of Termination. Such participation will terminate 30
days after Executive has obtained other employment under which Executive is covered by equal benefits. Executive agrees to notify Asbury promptly upon obtaining such other employment. At the end of 12 months, Executive, at his or her option, may
elect to obtain COBRA coverage in accordance with the terms and conditions of applicable law and Asbury’s standard policy. 
 Notwithstanding anything herein to the contrary, if Executive is determined to be a “specified employee” within the meaning of Section 409A of the Internal Revenue

 
Code of 1986, as amended (the “Code”) and if one or more of the payments or benefits to be received by Executive pursuant to this Agreement would be considered deferred
compensation subject to Section 409A of the Code, then no such payment shall be made or benefit provided until six (6) months following Executive’s date of Termination. 
 The amounts payable under this Section 1 shall constitute “Severance Pay” under this Agreement. 
  

	 	2.	Definition of Termination Triggering Severance Pay 

 A “Termination” triggering the Severance Pay set forth above in Section 1 is defined as a termination of Executive’s employment with Asbury, which constitutes a “separation
from service” from the Company (within the meaning of Section 409A(a)(2)(A)(i) of the Code, and Treasury Regulation Section 1.409A-1(h)) either (1) by Asbury without Cause (as such term is defined in this Agreement), or
(2) by Executive because of (x) a material change in the geographic location at which Executive must perform Executive’s services, including a relocation of Executive’s current principal place of business to a location outside
the 50 mile radius of the intersection of Peachtree Street S.W. and Martin Luther King Jr. Drive S.W., Atlanta, Georgia 30303, (y) a material diminution in Executive’s base compensation, or (z) a material diminution in
Executive’s authority, duties, or responsibilities, even if such occurs in connection with a transfer of Executive’s employment to an affiliate of Asbury (collectively “Good Reason”); provided that no termination shall be
deemed to be for Good Reason unless (i) Executive provides the Company with written notice setting forth the specific facts or circumstances constituting Good Reason within ninety (90) days after the initial existence of the occurrence of
such facts or circumstances, (ii) the Company has failed to cure such facts or circumstances within thirty (30) days of its receipt of such written notice, and (iii) the effective date of the termination for Good Reason occurs no
later than one hundred fifty (150) days after the initial existence of the facts or circumstances constituting Good Reason. For avoidance of doubt, a Termination shall not include either (1) a termination of Executive’s employment by
Asbury for Cause or due to Executive’s, death, disability (as such term is defined in this Agreement), retirement or voluntary resignation; or (2) the transfer of Executive from Asbury to any of its affiliates, until such time as Executive
is no longer employed by Asbury or any of its affiliates. If Executive is transferred to an affiliate of Asbury, references to “Asbury” herein shall be deemed to include the applicable affiliate to which Executive is transferred.

 For the purposes of this Agreement, the definition of “Cause” is: (a) Executive’s gross negligence
or serious misconduct (including, without limitation, any criminal, fraudulent or dishonest conduct) that is or may be injurious to Asbury; or (b) Executive being convicted of, or entering a plea of nolo contendere to, any crime that
constitutes a felony or involves moral turpitude; or (c) Executive’s breach of Sections 3, 4 or 5 below; or (d) Executive’s willful and continued failure to perform Executive’s duties on behalf of Asbury; or
(e) Executive’s material breach of a

 
written policy of Asbury relating to the behavior and conduct of the Company’s employees; provided, however, that with respect to clauses (c), (d) or (e) such breach or failure is
not corrected within thirty days after delivery of written notice to Executive by the Company; provided, further, that Executive shall not be entitled to the opportunity to correct more than one such breach or failure and, in all events the Company
shall be required to provide Executive with written notice of the basis upon which it has determined that Cause exists. 
 For
purposes of this Agreement, the definition of “disability” is a physical or mental disability or infirmity that prevents the performance by Executive of his or her duties lasting (or likely to last, based on competent medical
evidence presented to Asbury) for a continuous period of six (6) months or longer. 
  

	 	3.	Confidential Information and Nondisclosure Provision 

 During employment, Executive agrees not to directly or indirectly disclose or use the Company’s confidential and/or proprietary information except as required for the performance of services in
furtherance of the Company’s business. Also, for a period of two years following employment with the Company, Executive agrees not to directly or indirectly disclose or use the Company’s confidential and/or proprietary information.
Confidential and/or proprietary information means information which has value to the Company and has not been made generally available to its competitors, and may include but is not limited to customer information; business/strategy plans; sales
reports; training programs; technical information about equipment and software; the Company’s profitability and/or profit margins; internal memoranda; software developed by or for the benefit of the Company and related data source code and
programming information; sales techniques and strategies; marketing methods/strategies and related data; contract renewal/expiration dates; the Company’s purchasing habits/methods and special purchasing needs; accounting/financial records;
unique methods and procedures regarding pricing and advertising; budgets and projections; information relating to costs, sales or services provided to the Company by vendors/suppliers; information regarding the manner of business operations;
technical information; research and development projects; and financial information concerning the Company. This promise is not intended to and does not limit in any way Executive’s duties and obligations to the Company under statutory (e.g., a
trade secrets statute) or case law not to disclose or make personal use of such information. Also, upon Executive’s termination of employment for any reason, Executive will deliver to Asbury on or before the date of Termination all documents
and data of any nature pertaining to Executive’s work with Asbury and will not take any documents or data or any reproduction, or any documents containing or pertaining to any confidential and/or proprietary information. 
  

	 	4.	Non-Solicitation of Employees 

 During employment and for one year following termination of Executive’s employment for any reason, Executive shall not directly or indirectly solicit or

 
attempt to solicit for employment any of the Company’s employees with whom Executive became familiar as a result of Executive’s employment with the Company. Executive further agrees
that he/she will not attempt to persuade such persons from discontinuing their employment or relationship with the Company for the same time period. 
  

	 	5.	Breach of Covenants 

 Executive agrees that in the event of a breach by Executive of any of the covenants in Sections 3, and 4 above, Asbury shall be entitled to cease payments and benefits that would otherwise be made pursuant to Section 1 above, as well
as to obtain injunctive relief and damages which may include recovery of amounts paid to Executive under this Agreement and attorneys’ fees and costs incurred by Asbury in enforcing any covenants. 
  

	 	6.	Future Employment 

 Upon
request, Executive shall disclose in writing to Asbury within twenty-four hours the name, address and type of business conducted by any proposed or actual new employer of Executive. Also, Executive acknowledges that Asbury is entitled to inform all
potential or new employers of Executive’s post-employment obligations to the Company. 
 GENERAL PROVISIONS

  

	 	A.	At Will Employment 

 Executive and Asbury acknowledge and agree that Executive is an “at will” employee, which means that either Executive or Asbury may terminate the employment relationship at any time, for any reason, with or without cause or
notice, and that nothing in this Agreement shall be construed as an express or implied contract of employment for any length of time. 
  

	 	B.	Execution of Release 

 As
a condition to the receipt of the Severance Pay payments and benefits described in Section 1 above, Executive agrees to execute a release of all claims arising out of Executive’s employment or Termination including but not limited to any
claim of discrimination, harassment or wrongful discharge under local, state or federal law. 
  

	 	C.	Alternative Dispute Resolution 

 Any disputes arising under or in connection with this Agreement shall be resolved by binding arbitration before an arbitrator (who shall be an attorney with at least ten years’ experience in employment law) in the city where Executive
is located and in accordance with the rules and procedures of the American Arbitration Association.

 
Each party may choose to retain legal counsel and shall pay its own attorneys’ fees, regardless of the outcome of the arbitration. Executive may be required to pay a filing fee limited to
the equivalent cost of filing in the court of jurisdiction. Asbury will pay the fees and costs of conducting the arbitration. Judgment upon the award rendered by the arbitrator may be entered in any court of jurisdiction. This clause shall not
preclude or restrict the Company from seeking and obtaining injunctive relief in a court of competent jurisdiction in relation to the enforcement of any post-employment restrictive covenants. 
  

									
					
	Initials	 	 EC
	  		  	Initials	 	 PJ

		 	Executive	  		  		 	For the Company

  

	 	D.	Other Provisions 

 The
headings and captions are provided for reference and convenience only and shall not be considered part of this Agreement. 
 Any
notice or other communication required or permitted to be delivered under this Agreement shall be (i) in writing, (ii) delivered personally, by nationally recognized overnight courier service or by certified or registered mail, first-class
postage prepaid and return receipt requested, (iii) deemed to have been received on the date of delivery or on the third business day after mailing, and (iv) addressed as follows (or to such other address as the party entitled to notice
shall later designate in accordance with these terms): 
  

			
	If to Asbury:	  	Asbury Automotive Group, Inc.
		  	 c/o General Counsel
 2905
Premiere Parkway, Suite 300
 Duluth, GA 30097

		
	If to Executive:	  	 To the most recent address of Executive set forth in the
 personnel records of Asbury.

 This Agreement represents the
entire understanding between Executive and the Company on the matters addressed herein, supersedes any other agreements on the specific topics addressed herein, and may not be modified, changed or altered by any promise or statement by the Company
until such modification has been approved in writing and signed by an authorized agent of the Company, except that the provisions of Section 1 and 2 relating to Severance Pay may only be modified in a writing signed by Asbury and Executive.

 The Company represents and warrants that the execution of this Agreement by the Company has been duly authorized by the
Company, including by action of Compensation Committee of the Company’s Board of Directors. 

 All payments hereunder shall be subject to any required withholding of federal, state, local
and foreign taxes pursuant to any applicable law or regulation. 
 If any provision of this Agreement shall be held invalid or
unenforceable, such holding shall not affect any other provisions, and this Agreement shall be construed and enforced as if such provisions had not been included. No provision of this Agreement shall be waived unless the waiver is agreed to in
writing and signed by Executive and the Chief Executive Officer of Asbury. No waiver by either party of any breach of, or of compliance with, any condition or provision of this Agreement by the other party shall be considered a waiver of any other
condition or provision or of the same condition or provision at another time. 
 The parties hereto acknowledge and agree that,
to the extent applicable, this Agreement shall be interpreted in accordance with, and incorporate the terms and conditions required by, Section 409A of the Code and the Department of Treasury regulations and other interpretive guidance issued
thereunder. Notwithstanding any provision of this Agreement to the contrary, in the event that Asbury determines that any amounts payable hereunder will be immediately taxable to Executive under Section 409A of the Code and related Department
of Treasury guidance, Asbury and Executive shall cooperate in good faith to (x) adopt such amendments to this Agreement and appropriate policies and procedures, including amendments and policies with retroactive effect, that they mutually
determine to be necessary or appropriate to preserve the intended tax treatment of the benefits provided by this Agreement, to preserve the economic benefits of this Agreement and to avoid less favorable accounting or tax consequences for Asbury
and/or (y) take such other actions as mutually determined to be necessary or appropriate to exempt the amounts payable hereunder from Section 409A of the Code or to comply with the requirements of Section 409A of the Code and thereby
avoid the application of penalty taxes thereunder. 
 [Remainder of Page Intentionally Left Blank]

 This Agreement may be executed in one or more counterparts, each of which shall be deemed to be an original
but all of which together will constitute one and the same instrument. 
 AGREED TO AS OF JUNE 26, 2009: 
  

					
	 BY EXECUTIVE:
	  		  	BY ASBURY:
			
		  		  	ASBURY AUTOMOTIVE GROUP, INC.
			
	 /s/ Elizabeth Chandler
	  		  	 /s/ Philip Johnson

			
	Print Name: Elizabeth Chandler	  		  	Print Name and Title: Philip Johnson, VP of Human ResourcesExpatriate Employment Agreement

 Exhibit 10.29 
 NEWELL RUBBERMAID INC. 
 EXPATRIATE EMPLOYMENT
AGREEMENT 
 FOR 
 MAGNUS NICOLIN 
  

	I.	 Introduction 

 The purpose of this Agreement is to define eligibility and procedures for the expatriate compensation designed for Magnus Nicolin. The general intent of Newell Rubbermaid Inc. is to ensure fair
compensation in the event of an assignment to another country. Subjects not specifically covered in this letter will be governed by provisions contained in the Long Term International Assignment Policy. Nothing contained in this Expatriate
Employment Agreement or in the Newell Rubbermaid Inc. Long term International Assignment Policy is intended nor should it be construed to represent an assurance or guarantee of employment with Newell Rubbermaid Inc. or any of its divisions,
subsidiaries, or affiliates either during or subsequent to the term of the international assignment. 
 This
Expatriate Employment Agreement constitutes the entire agreement between the expatriate and Newell Rubbermaid Inc. for the duration of the overseas assignment and supersedes and renders void any and all prior agreements, commitments, understandings
and/or representations not specifically incorporated in the Expatriate Employment Agreement. This agreement may be altered, amended or supplemented only by a written instrument signed by both the expatriate and Newell Rubbermaid Inc. 
 **** 
 Effective on or around August 1, 2006, we have outlined below the specific expatriate compensation and relocation benefits applicable to your temporary assignment in Paris, France – with a final location to be determined. Your
assignment is expected to last up to three years. 
  

	II.	 Compensation and Allowances 

  

	 	A.	 Base Salary and Bonus: 

  

	 	•	 	 Your base salary will be US $400,000 per year. Any future increases to your base salary will be considered in accordance with the Newell Rubbermaid
Inc. Salary Administration policy. 

  

	 	•	 	 You will be eligible to participate in the bonus plan which provides a target bonus opportunity of 55% of the base salary earned during the previous
calendar year. 

  

	 	B.	 Cost of Living Allowances: 

  

	 	•	 	 While you are on assignment, an adjustment will be made to your base salary that considers the cost of goods and services for a person of your
income and family status in Paris, France (or the final location still to be determined) versus the U.S. This differential is reviewed semi-annually and with base salary and family size changes. 

 Note this adjustment could be an increase or a decrease to the cost of
living allowance you initially receive. You will be notified of any changes in writing. 
  

	 	•	 	 Effective after your move into permanent housing, the Cost of Living Allowance applied to your base salary will be: 

 US$ 1,900 per month 
 US$ 950 per semi-monthly pay period 
 The above estimate is
based on a family size of two. Therefore, if you move into permanent housing prior to your spouse’s arrival, the Cost of Living Allowance will be adjusted accordingly. 
 This is an estimate based on third-party data effective August 11, 2006, and may fluctuate per the above explanation. 
  

	 	C.	 Host Housing/Home Housing Norm: 

  

	 	•	 	 While you are on assignment, you will be provided with company-paid leased housing, including utilities. Your monthly furnished housing and
utilities budget is US$16,500 for a furnished, 3 bedroom apartment on a short term basis. We will work with you to find a potentially lower lease rate for an unfurnished location sometime later this year. As you will continue to have home housing
costs in the US, a housing norm will not be assessed. 

  

	 	•	 	 Due to the short duration of this assignment, you are encouraged to lease, not purchase, living quarters. 

  

	 	D.	 Benefit Plans: 

 While on assignment in Europe, you will be eligible to participate in the US Retirement Savings Program, 401(k), SERP and group insurance plans available to other US based employees of Newell Rubbermaid
Inc. Should you choose to participate in the group insurance program (1) you will be required to contribute toward the cost of the coverage through payroll deduction at the same rates as US based employees; and (2) you will be provided
with a company-paid international health insurance plan that provides coverage for services received in Europe. 
  

	 	E.	 Currency Exchange: 

 Before you enter Europe and establish local banking arrangements, you should consider what portion of your US$ salary and other company payments or reimbursements you will bring into the country versus
leave on deposit in the US. This will also depend on your personal situation and the decisions you make regarding your US property. 
  

 2 

 The portion of your income or other company payments that you choose to
have transferred to Euros will be converted and then transferred. The conversion rates will be reviewed and applied semiannually (January and July). You will be notified of any changes in writing. 
  

	 	•	 	 Effective July 31, 2006, the currency exchange rate that will be used for this purpose is: 

 .78345 Euros = US$ 
  

	III.	 Tax Equalization 

  

	 	A.	 While you are on assignment, you will continue to be eligible and make contributions toward US Social Security and Medicare, and you will bear the
same state and federal income tax burden as if you had remained in Connecticut. 

  

	 	B.	 To ensure this, the company will provide the services of Deloitte & Touche to perform the process of US Tax Equalization and prepare your
annual tax returns. 

  

	 	C.	 Tax Equalization is designed to continue a rate of income tax withholding from your US payroll that is equal to the rate that would have been
withheld had you remained in the US. Your tax obligation is, thus, satisfied and the company takes full responsibility for payment of your income tax obligation in the US as well as in Europe. 

  

	 	D.	 The additional income tax liability you incur, if any, that is attributable to the following will be “grossed-up” and will therefore not
be included in your tax-equalized obligations: 

  

	 	•	 	 Non –deductible, company-paid relocation expenses; 

  

	 	•	 	 Company-paid home leave or emergency travel expenses; 

  

	 	•	 	 Company-paid health insurance premiums for coverage in Europe; 

  

	 	•	 	 Home management fees and reimbursements for homeowner’s insurance premiums; 

  

	 	•	 	 Income tax preparation; 

  

	 	•	 	 Host housing assistance; 

  

	 	•	 	 Cost of living; 

  

	 	•	 	 Other assignment related allowances, with the exception of any relocation allowance, loss on sale of car reimbursement, or spousal assistance
payment. 

  

	IV.	 Relocation: 

  

	 	A.	 Familiarization Trip: 

  

	 	•	 	 In order that you and your spouse can ensure that the proper residence is located, one trip to the host country will be permitted for a period not
to exceed one week. This trip should be in conjunction with a business trip. 

  

 3 

	 	B.	 Relocation Allowance: 

  

	 	•	 	 Your relocation allowance is equal to 8% of your base salary. You will be responsible for a hypothetical tax withholding on the relocation
allowance. 

  

	 	C.	 Home Country Residence: 

  

	 	•	 	 If you own a home in the US and choose to maintain it vacant while on assignment, the company will reimburse the amount of increase in your
homeowner’s insurance if applicable. The Company will reimburse you for your mortgage payment. All costs associated with utilities, maintenance, repairs and upkeep will be borne by you. 

  

	 	D.	 Shipment/Storage: 

  

	 	•	 	 You will be eligible for the benefits outlined in the Newell Rubbermaid Inc. Long Term International Assignment Policy.

  

	 	E.	 Disposition of Personal Auto: 

  

	 	•	 	 The company will reimburse on the loss on the sale of two automobiles prior to beginning the assignment. The amount reimbursed is a lump sum of US$
5,000; US$ 2,500 each for two cars or US$ 2,500 if you were provided a company leased car based on your position in US. Vehicles other than automobiles (ie. recreational vehicles, motorcycles) do not qualify for this assistance. You will be
responsible for a hypothetical tax withholding on the loss on sale of car reimbursement. 

  

	 	F.	 Local Transportation: 

  

	 	•	 	 While you are on assignment, a company car will be provided, under host country policy. 

  

	V.	 Miscellaneous Assistance 

  

	 	A.	 Passports, Visas and Work Permits: 

  

	 	•	 	 The company will provide all legal services required to comply with European immigration, labor and employment laws prior to your entry into the
region. 

  

	 	•	 	 The company will secure all appropriate visa and temporary work permits required for your legal employment as an expatriate in Europe.

  

	 	B.	 Spousal Assistance: 

  

	 	•	 	 You will also be provided an additional US$2,000 annually for spousal assistance to be used to lease a second car for family use, for a parking
space rental at the home location, or to assist your spouse with pursuing professional opportunities in the host location and/or upon repatriation. You will be responsible for a hypothetical tax withholding on the spousal assistance payments.

  

 4 

	VI.	 Host Country Work Arrangement 

  

	 	A.	 Home Leave: 

  

	 	•	 	 During your assignment, the company will pay for business class airfare, ground transportation, and rental car expenses for you and your family for
four home leave trips to the US annually. Two of these trips must coincide with business related matters. 

  

	 	•	 	 Any home leave expenses other than those specifically outlined above will be borne by you. 

  

	 	B.	 Holidays: 

  

	 	•	 	 Paid holidays shall be observed in accordance with declared legal and customary holidays in Europe. 

  

	 	C.	 Vacations: 

  

	 	•	 	 While you are on assignment, you will accrue an entitlement to vacation benefits in accordance with the Newell Rubbermaid Inc. vacation policy for
US-based employees. You are eligible for four weeks vacation. 

  

	 	D.	 Emergencies: 

  

	 	•	 	 Any return trips to the US that are required due to medical emergencies or other compelling personal reasons will be paid by the company.

  

	VII.	 Repatriation 

  

	 	A.	 Duration: 

  

	 	•	 	 The expected duration of your assignment to Europe will be between two and three years from the date of your original departure from the US. During
this time, the benefits, terms and conditions of your assignment will be defined by this agreement, as amended from time to time. 

  

	 	•	 	 At the end of your assignment, the company will extend its best effort to re-assign you to a position comparable in standing and in compensation to
that held during your overseas assignment, although no such re-assignment is guaranteed under this or any other company program. 

  

 5 

	 	B.	 Relocation: 

  

	 	•	 	 Should you voluntarily remain employed by the company and discharge your duties for the duration of this assignment in a satisfactory manner to the
company, the company will provide you with the benefits under the Long Term International Assignment Policy and will relocate you, your family, and your household goods to the Newell Rubbermaid Inc. location at your discretion.

  

	VIII.	 Termination and Miscellaneous Provisions 

  

	 	A.	 Employee Resignation: 

  

	 	•	 	 Should you voluntarily resign your position, all benefits under this program and any other company policy including but not limited to benefit
plans, arrangements, and relocation benefits will cease to be effective as of your termination date. No assistance will be provided for relocating back to the home location. Company-sponsored work permits/visas will be terminated on the earlier of
the last day of your employment or last day in the host country. Additionally, if it is within the first year of your assignment start or end date, you will repay Newell Rubbermaid 100% of the relocation, immigration, and tax related expenses
incurred by Newell Rubbermaid on your behalf. If it is within 13 to 18 months of your assignment start or end date, you will repay Newell Rubbermaid 50% of those expenses. This repayment agreement applies if you resign your position or are
terminated for a criminal or dishonest act or a violation of the Newell Rubbermaid Code of Business Conduct. Should you resign and not become employed by the time you are required to file your tax returns, the company will still provide the services
of Deloitte & Touche to perform the process of US Tax Equalization and prepare your annual income tax returns, and you will not be required to reimburse the Company for expenses previously paid for this specific activity.

  

	 	B.	 Termination of Employment by the Company: 

  

	 	•	 	 Should the company terminate your employment for cause (criminal or dishonest act or violation of the Newell Rubbermaid Code of Business Conduct)
while on this assignment, all benefits under this Program and any other company policy including but not limited to benefit plans, arrangements, and relocation benefits will cease to be effective as of your termination date.

  

	 	•	 	 If while on this assignment it becomes necessary for the Company to terminate your employment other than for cause, the Company will return
you, your family, and your household goods to the home country. 

  

	 	•	 	 Additionally, if this termination occurs while you are covered under this Expatriate Agreement, you will be covered under the Newell Rubbermaid
Executive Severance Program that will provide severance up to 24 months as outlined in the Plan. 

  

 6 

	IX.	 Approvals 

 Your acceptance and approval of this Program and the terms herein are acknowledged by the signatures below, dated the 30th day of August, Two thousand six. 
 For the Company: 
  

			
		 	 /s/ Jim Sweet

		 	 Jim Sweet

		 	 Vice President – Human Resources

		 	 Newell Rubbermaid Inc.

		
		 	 The Employee:

		
		 	 /s/ Magnus Nicolin

		 	 Magnus Nicolin

		 	 President – Europe

		 	 Newell Rubbermaid Inc.

  

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