Document:

Form of Severance Agreement

 Exhibit 10.11 
 Form of Severance Agreement 
 This Severance Agreement (the “Agreement”) is made and entered into as of
                         (the “Effective Date”), by and between Jamba Juice Company, a California corporation
(the “Company”), and                      (the “Employee”). Capitalized terms used in this Agreement shall have the
meanings set forth in Section 3 below. 
  

	1.	Purpose. The purpose of this Agreement is to encourage Employee to remain in the employ of the Company and to continue to devote Employee’s full attention to the success
of the Company. 

  

	2.	Involuntary Termination without Cause [and Constructive Discharge.] [ If Employee is subject to a Constructive Discharge or is involuntarily terminated] [If at any time after
one (1) year of employment at the Company should Employee’s employment involuntary terminate] without Cause, Employee shall receive the following payments and benefits: 

  

	 	2.1	Accrued Salary and Vacation, and Benefits. Employee shall receive all salary and accrued vacation (less applicable withholding) earned through Employee’s termination
date, and the benefits, if any, under Company benefit plans to which Employee may be entitled pursuant to the terms of such plans. 

  

	 	2.2	Cash Severance Payment. Provided that Employee complies with Section 4 below, Company shall pay Employee severance in the form of continuation of Employee’s base
salary in effect on Employee’s termination date for twelve (12) months following such termination date. These payments will be made on the Company’s ordinary payroll dates starting with the first pay date after the termination date,
and will be subject to standard payroll deductions and withholdings. 

 Notwithstanding any other provision with respect to the
time of payments under this Section 2.2, if, at the time of Employee’s termination, Employee is deemed to be a “specified employee” (within the meaning of Section 409A of the Internal Revenue Code (“Section 409A”),
and any successor statute, regulation and guidance thereto) of the Company, then only to the extent necessary to comply with the requirements of Section 409A, any payments to which Employee may become entitled under this Section 2.2 which
are subject to Section 409A (and not otherwise exempt from its application) will be withheld until the first business day of the seventh month following the termination of Employee’s employment, at which time Employee shall be paid an
aggregate amount equal to six months of payments otherwise due to the Employee under the terms of Section 2.2, as applicable. After the first business day of the seventh month following the termination of the Employee’s employment and
continuing each month thereafter, the Employee shall be paid the regular payments otherwise due to the Employee in accordance with the terms of this Section 2.2, as applicable. In light of the uncertainty surrounding the application of
Section 409A, the Company cannot make any guarantee as to the treatment under Section 409A of any payments made or benefits provided under this Agreement. 

	3.	Definitions. Capitalized terms used in this Agreement shall have the meanings set forth in this Section 3. 

  

	 	3.1	“Cause” means Employee’s (a) conviction or plea of guilty or nolo contendere to any felony or crime involving moral turpitude or dishonesty;
(b) participation in a fraud or embezzlement against the Company; (c) failure to substantially perform the material duties and obligations of employment, which failure continues uncured after written notice thereof by the Company and a
reasonable opportunity to cure; or (d) material violation of a statutory duty Employee owes to the Company, which violation continues uncured after written notice thereof by the Company and a reasonable opportunity to cure.

  

	 	3.2	“Company” means Jamba Juice Company, a California corporation, and any successor or assign to substantially all the business and/or assets of Jamba Juice Company, a
California corporation. 

  

	 	[3.4	“Constructive Discharge” means the occurrence of any of the following conditions, without Employee’s consent: (a) in the event Employee is not the top
marketing executive of the Company; (b) a significant diminution in the nature or scope of Employee’s authority, title, function or duties; (c) a fifteen percent (15%) or more reduction in Employee’s base salary; or
(d) a move of Employee’s office location that results in a fifty (50) mile or longer additional commute and requires relocation. ] 

  

	4.	Release of Claims. The Company may condition the payments and benefits set forth in Section 2.2 of this Agreement upon the delivery by Employee of a signed release of
claims in a form satisfactory to the Company which will including, without limitation, an undertaking that until the date that is one (1) year from the date of termination of Employee’s employment with the Company, Employee shall not
employ or seek to employ, or otherwise directly or indirectly induce to leave his or her employment, any person who is employed by the Company. 

  

	5.	Arbitration. Any claim, dispute or controversy arising out of this Agreement, the interpretation, validity or enforceability of this Agreement or the alleged breach thereof
shall be submitted by the parties to binding arbitration (without the necessity for any earlier mediation or other ADR) under the Arbitration Rules set forth in California Code of Civil Procedure Sections 1280 through 1294.2, including
Section 1283.05 (the “Rules”) and pursuant to California law. The arbitration shall be administered by JAMS and the site of the arbitration proceeding shall be in San Francisco County, California, or another location mutually agreed
to by the parties. 

  

	6.	Conflict in Benefits; Effect of Agreement. This Agreement shall supersede all prior arrangements, whether written or oral, and understandings regarding severance compensation
and shall be the exclusive agreement for the determination of any severance compensation due upon Employee’s termination of employment. 

  

	7.	Miscellaneous. 

  

	 	7.1	 Successors of the Company. The Company will require any successor or assign (whether direct or indirect, by purchase, merger, consolidation or otherwise) to
all or substantially all of the business and/or assets of the Company, expressly, absolutely 

	 	 
and unconditionally to assume and agree to perform this Agreement in the same manner and to the same extent that the Company would be required to perform it
if no such succession or assignment had taken place. 

  

	 	7.2	No Employment Agreement. This Agreement does not alter Employee’s at-will employment status or obligate the Company to continue to employ Employee for any specific
period of time, or in any specific role or geographic location. 

  

	 	7.3	Modification of Agreement. This Agreement may be modified, amended or superseded only by a written agreement signed by Employee and the Chief Executive Officer of the
Company. 

  

	 	7.4	Entire Agreement. This Agreement shall supersede all prior arrangements, whether written or oral, and understandings regarding severance compensation, including without
limitation, that certain offer letter dated _____________ and shall be the exclusive agreement for the determination of any severance compensation due upon Employee’s termination of employment. 

  

	 	7.5	Governing Law. This Agreement shall be interpreted in accordance with and governed by the laws of the State of California. 

 IN WITNESS WHEREOF, each of the parties has executed this Agreement, in the case of the Company by its duly authorized officer, as of the day and year first above
written. 
  

					
	 “Company”
	 	
		
	JAMBA JUICE COMPANY	 	
		
	 By:
	 	  

	 Name:
	 	  

	 Title:
	 	  

  

			
	 “Employee”Employment Offer Letter dated April 17, 2007

 Exhibit 10.26 
 [Jamba Juice Letterhead] 
 April 17, 2007 
 Thibault de Chatellus 
 Dear Thibault: 
 I am thrilled to confirm our offer and your acceptance of the senior vice president, international position with Jamba Juice effective May 14, 2007 conditional on a successful background check and proof of your legal right to work in
the United States. You will be based in our Bay Area support center and will report directly to me. Your annual base salary will be $275,000, payable bi-weekly with your next merit review scheduled for October 2007. 
 You will also be eligible for an annual target bonus of 50% of your base salary earnings for the year. This will be prorated for fiscal 2007 based on your hire date.
Your bonus award will be based on the Company’s performance against its System Comparable Sales (50%), Net Income Before Taxes (25%) and your performance on your personal objectives (25%). A bonus plan summary for 2007 is included for your
information. 
 I am also pleased to provide you with 110,000 Incentive Stock Options subject to the approval of the Company’s Board of Directors or the
Board Compensation Committee. In accordance with our stock option policy, these will be granted during the quarter after your hire date, but vesting will be credited to your date of hire. The exercise price of your options will be based on the fair
market value at the time of the grant as defined in the stock plan. Your grant will vest in equal annual installments over a period of four (4) years and be fully vested at the end of four years. Details of the 2006 Employee, Director and
Consultant Stock Plan will be forwarded to you after your shares have been granted. 
 Medical and dental insurance programs are available and will become
effective on the first of the month after one month of employment. You will accrue vacation at the rate of three weeks per year pursuant to our time off policy. The details of these and other programs will be explained to you during your
orientation. A summary of benefits has already been provided to you for your information. 
 You will also be eligible for the following relocation benefits
for your move from Dallas to the Bay Area. 
  

	 	•	 	 Reimbursement for airfare when relocating from Dallas to the Bay Area 

  

	 	•	 	 A furnished, one bedroom apartment to serve as temporary living in the Bay Area for up to 90 days. If additional time is needed this can be revisited with the
approval of the svp, human resources. 

  

	 	•	 	 Reimbursement for two house hunting trips to include your spouse 

  

	 	•	 	 Movement of household goods (includes packing and unpacking) 

	 	•	 	 Reimbursement of reasonable closing costs on the sale of your home in Dallas not to exceed 6% in real estate commission 

  

	 	•	 	 Reimbursement of reasonable and customary closing costs for purchase of a home in the Bay Area, not to include loan points 

  

	 	•	 	 End of year gross up of taxable relocation benefits 

  

	 	•	 	 Miscellaneous expense payment of $2,500 gross 

  

	 	•	 	 Cash payment, less applicable withholdings, to be made for up to three years provided that you remain actively employed by the company. The first payment will be
made once you purchase a home in the Bay Area and then each year from that date as follows: 

  

	 	 ¡
	 	 1st year - $60,000 

  

	 	 ¡
	 	 2nd year - $40,000 

  

	 	 ¡
	 	 3rd year - $20,000 

  

	 	 ¡
	 	 4th year and beyond – no payment 

 Should you voluntarily terminate your employment or are involuntarily terminated with
cause within the first 18 months of employment, you will be required to reimburse the Company for all or part of your relocation costs per the agreement provided. This agreement must be signed and returned prior to beginning your relocation.

 In exchange for a signed release of claims and other conditions required by the company, should your employment involuntarily terminate for reasons other
than cause, you will be eligible for continuation pay in the amount of one year of your base salary payable bi-weekly less required withholdings. 
 The
relationship that exists between you and the company is for an unspecified term and considered employment at will. The relationship can be terminated by you or the company “at will” at any time either with or without cause or advance
notice. This “at will” agreement constitutes the entire agreement between the employee and the company on the subject of termination, and supersedes all prior agreements and cannot be changed by future events, even though other policies
and procedures may change from time to time. No one has the authority to modify this relationship except for the chief executive officer or senior vice president of human resources in writing and signed by you and the chief executive officer or
senior vice president of human resources. 
 Thibault, we are looking forward to the contributions you will make to the company. Please acknowledge the terms
of this letter by returning one signed copy to Russ Testa in the envelope provided. If you have any additional questions, please give Russ or me a call. 
 Welcome to Jamba! 
  

	
	Sincerely,
	
	 /s/ Paul Clayton

	Paul Clayton
	President and CEO

  

					
	Acknowledged and Agreed:	 	 /s/ Thibault de Chatellus

		 	Thibault de Chatellus	 	            Date

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