Document:

EX-10.3

 EXHIBIT 10.3 

HUNTINGTON INGALLS INDUSTRIES, INC. ANNUAL INCENTIVE PLAN 

As amended and restated December 13, 2018 

SECTION I 
 PURPOSE 

The Company maintains an annual incentive program to promote the success of the Company by providing incentives to participating employees to render its
operations profitable and to achieve other Company goals and objectives. Participating employees have varying degrees of impact on the overall success and performance of the Company, and the Plan is structured to provide for the appropriate
incentive level for each Participant. 
 SECTION II 

DEFINITIONS 
  

	 	1.	 Appropriated Incentive Compensation—The amount appropriated to the Plan for a Performance Year by the
Committee. 

  

	 	2.	 Code—The Internal Revenue Code of 1986, as amended from time to time. 

 

	 	3.	 Committee—The Compensation Committee of the Board of Directors of Huntington Ingalls Industries, Inc.

  

	 	4.	 Company—Huntington Ingalls Industries, Inc. and such of its subsidiaries as are consolidated in its
consolidated financial statements. 

  

	 	5.	 Director—A member of the Board of Directors of Huntington Ingalls Industries, Inc. 

 

	 	6.	 Incentive Compensation—Awards payable under this Plan. 

 

	 	7.	 Officer—A Participant who is an elected corporate officer of the rank of Vice President and above and the
Presidents of those consolidated subsidiaries that the Committee determines to be significant in the overall corporate operations. 

  

	 	8.	 Participant—An employee of the Company granted or eligible to receive an Incentive Compensation award
under this Plan. 

  

	 	9.	 Performance Criteria—The performance criteria is a weighted combination of various financial and non-financial factors approved by the Committee for the Performance Year. 

  

	 	10.	 Performance Year—The year with respect to which an award of Incentive Compensation is calculated and paid.

  

	 	11.	 Plan—This Huntington Ingalls Industries, Inc. Annual Incentive Plan. 

	 	12.	 Plan Year—The fiscal year of Huntington Ingalls Industries, Inc. 

SECTION III 
 PARTICIPATION 

 

	 	1.	 The persons eligible to receive Incentive Compensation awards under this Plan are Officers and appointed vice
presidents, senior management, middle management and individual key contributors (employees normally in a position that customarily perform quasi-management or team leadership duties). In addition, employees may be eligible to receive Incentive
Compensation awards under this Plan if they have specific individual goals that directly contribute to the attainment of their respective business unit’s operating goals or if employees are considered “high performing” and are in a
position to make measurable and significant contributions to the success of the Company. 

  

	 	2.	 For Officers, at the beginning of, or prior to, a Performance Year, the Committee will determine the Officers
granted or eligible to receive an Incentive Compensation award for such Performance Year. 

  

	 	3.	 For all other eligible employees who are not Officers, at the beginning of, or prior to, a Performance Year,
the Company’s CEO will approve the number of employees eligible for participation in this Plan for such Performance Year. Participants are then selected by their management based on an assessment of their position relative to other candidates,
their performance, and their potential impact on achievement of business unit and the Company goals. 

  

	 	4.	 Directors, as such, shall not participate in this Plan, but the fact that an Officer is also a Director shall
not prevent participation. 

  

	 	5.	 Eligibility for participation in this Plan does not guarantee that an eligible individual will actually be
selected to participate. Participation in this Plan during any Performance Year does not imply nor guarantee participation in this Plan in future years. 

  

	 	6.	 A Participant may be eligible to receive a pro-rated Incentive
Compensation award in the event of the Participant’s death, disability, layoff or retirement. In the case of a deceased Participant, such Incentive Compensation award will be paid to the Participant’s estate. 

 

	 	7.	 Except as provided in Section III 6 (see above), in order to be eligible to receive a payment from this Plan, a
Participant must be an active employee of the Company as of the last day of the Performance Year (and in no event will the Participant’s Incentive Compensation award with respect to that year be considered to have been earned prior to that time
unless such condition is satisfied), unless an exception is approved in writing by the Committee (with respect to Officers) or the Company’s chief human resources and administrative officer (with respect to all
non-Officer Participants). 

  
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 SECTION IV 

GOAL SETTING AND PERFORMANCE CRITERIA 
 Goal
setting and performance planning are essential elements of Plan administration. This requires establishing Performance Criteria, such as goals, goal weights, and performance measures. The Committee approves the annual business, financial and any
supplemental goals for the Company, as described below, in connection with the start of each Performance Year. When determining the annual business, financial and any supplemental goals for the Company, the Committee will consider the
recommendations of the CEO. 
  

	 	1.	 Corporation Goals: 

For each Performance Year, until otherwise determined by the Committee, financial and non-financial
objectives will be established by the Committee in its sole discretion. 
  

	 	2.	 Financial Measures: 

  

	 	a.	 Financial measures are established by the Committee at its sole discretion. Measures may include, but are not
limited to: cash management, cash flow, return on investment, debt reduction, revenue growth, net earnings, and return on equity. 

  

	 	b.	 The Committee approves a performance threshold, a target level and a maximum performance level for each of the
financial measures for the Performance Year. 

  

	 	3.	 Supplemental Goals: 

Supplemental goals are established by the Committee at its sole discretion. Supplemental goals may be either qualitative or quantitative such
as, but not limited to: Customer satisfaction, contract acquisition, delivery schedule, cycle-time improvement, the total value of contracts awarded, productivity, quality, workforce diversity, safety and environmental management. Supplemental goals
may be based on division goals contained in Annual Operating Plans and corporate office goals established prior to the beginning of each Performance Year. Supplemental goals may have stated milestones and weights. 

 

	 	4.	 Individual Goals: 

Each year Participants may develop individual goals that support achievement of the Company’s business plan and the specific goals
established by the Committee in the three aforementioned corporation goals. Any applicable individual goals are prepared, approved and documented. If applicable, the employee’s manager reviews these goals with each Participant to ensure they
are aggressive, coordinated and focused on attainment of Company business objectives. 

  
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 SECTION V 

PERFORMANCE DETERMINATION 
 At the end of each
Performance Year, the Committee, in its sole discretion, after taking into account its appraisal of the overall performance of the Company in the attainment of such predetermined financial and non-financial
objectives described in SECTION IV, shall establish a “unit performance factor” or “UPF” for the Performance Year. The UPF is stated numerically and is a performance multiplier for individual incentive targets. The UPF will vary
from 0.0 to a maximum as approved by the Committee. When determining the UPF, the Committee will consider the recommendations of the CEO. 

SECTION VI 
 INCENTIVE COMPENSATION
APPROPRIATIONS 
  

	 	1.	 The amount appropriated for this Plan for a Performance Year is based on the Committee’s determination of
the UPF and applied to the individual incentive targets of Participants. These performance-adjusted targets are aggregated into the “Appropriated Incentive Compensation” for the Performance Year. 

 

	 	2.	 In no event shall Incentive Compensation payable to Participants for a Performance Year exceed the Appropriated
Incentive Compensation for this Plan as approved by the Committee. 

  

	 	3.	 Any Appropriated Incentive Compensation for a Performance Year, which is not actually distributed to the
Participants as awards for such year, shall be forfeited and cannot be transferred to the following Performance Year. 

SECTION VII 
 INCENTIVE
COMPENSATION AWARDS 
  

	 	1.	 Individual Award Factors: 

 

	 	a.	 Target award percentage—Each Participant’s target award percentage is established annually and is a
percentage of annual aggregate salary that reflects the varying impact of the Participant’s positions on business results. Generally Officers will have higher target award percentages than senior middle managers and so forth.

  

	 	b.	 Individual performance—Unless otherwise determined by the Committee, each Participant will be evaluated in
relation to the Participant’s achievement of predetermined individual goals and his/her relative contribution during the Performance Year compared to other Participants to the success or profit of the Company. This assessment of performance
(the “individual performance factor” or “IPF”) is stated numerically and is a performance multiplier for individual incentive targets. The IPF may range from 0 to 1.5. Each Officer’s IPF will be determined by the Committee.
For each other Participant, his/her IPF will be determined by the CEO or his delegate. 

  
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	 	c.	 Both the IPF (if applicable) and the UPF are multipliers for the individual Participant’s target award
percentage to determine that Participant’s Incentive Compensation award. 

  

	 	2.	 Awards: 

  

	 	a.	 For Officers, the Committee will make the final determination of each Officer’s Incentive Compensation
award for the Performance Year. In making its determination, the Committee will consider the CEO’s recommendations with respect to all Officers other than himself. 

 

	 	b.	 For all other Participants who are not Officers, the CEO or his delegate will make the final determination of
each such Participant’s Incentive Compensation award for the Performance Year. Prior to the payment of any such Incentive Compensation awards for a Performance Year, the CEO, or his delegate, may in his sole discretion, adjust or reduce to zero
recommended amounts of Incentive Compensation awards to all or any of these Participants. The CEO or his delegate shall determine the amount of any adjustment in each of these Participant’s Incentive Compensation awards on the basis of such
factors as he deems relevant, and shall not be required to establish any allocation or weighting component with respect to the factors he considers. 

SECTION VIII 
 ADMINISTRATION OF
THE PLAN 
  

	 	1.	 The Committee shall be responsible for the administration of this Plan for Officers and the CEO shall be
responsible for the administration of this Plan for all other Participants who are not Officers. The Committee or CEO, as applicable: 

  

	 	a.	 Shall interpret this Plan, make any rules and regulations relating to the Plan, and determine factual questions
arising in connection with the Plan, after such investigation or hearing (if any) as the applicable administrator may deem appropriate. 

  

	 	b.	 The Committee shall determine which consolidated subsidiaries are significant for the purpose of determining
which Participants are Officers. 

  

	 	c.	 As soon as feasible after the close of each Performance Year and prior to the payment of any Incentive
Compensation for such Performance Year, (i) the Committee shall review the performance of each Officer and determine the amount of each Officer’s individual Incentive Compensation award, if any, with respect to that Performance Year and
(ii) the CEO shall review the recommended Incentive Compensation awards of selected Participants, as determined by the CEO, to determine if the award is appropriate with respect to that Performance Year, making any adjustments as he deems
necessary, and approving each such Incentive Compensation award, if any, with respect to that Performance Year. 

  
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	 	d.	 The Committee shall have sole discretion in determining Incentive Compensation awards for Officers, except that
in making awards the Committee may, in its discretion, request and consider the recommendations of the CEO and others whom it may designate. 

  

	 	e.	 The CEO shall review and approve the total non-Officer Incentive
Compensation award expenditure of each division and the Company overall. 

  

	 	f.	 Any decisions made by the applicable administrator under the provisions of this SECTION VIII, as well as any
interpretations of this Plan by the applicable administrator, shall be conclusive and binding on all parties concerned. 

SECTION IX 
 METHOD OF PAYMENT OF
INCENTIVE 
 COMPENSATION TO INDIVIDUALS 
  

	 	1.	 Payments 

  

	 	a.	 The amount of Incentive Compensation award determined for each Participant with respect to a given Performance
Year shall be paid in cash or in common stock of Huntington Ingalls Industries, Inc. (“HII Common Stock”) or partly in cash and partly in HII Common Stock, as the Committee may determine. Subject to any applicable deferred compensation
election to the contrary, payment of the Incentive Compensation award with respect to a given Performance Year shall be made in a lump sum payment between February 15 and March 15 of the year following such Performance Year.

  

	 	b.	 The Committee may impose such conditions, including forfeitures and restrictions, as the Committee believes
will best serve the interests of the Company and the purposes of this Plan. 

  

	 	c.	 In making awards of HII Common Stock, the Committee shall first determine all Incentive Compensation awards in
terms of dollars. The total dollar amount of all Incentive Compensation awards for a particular Performance Year shall not exceed the Appropriated Incentive Compensation for that Performance Year under this Plan. After fixing the total amount of
each Participant’s Incentive Compensation award in terms of dollars, then if some or all of the award is to be paid in HII Common Stock, the dollar amount of the Incentive Compensation award so to be paid shall be converted into shares of HII
Common Stock by using the fair market value of such stock on the date such dollar amount was fixed. “Fair market value” shall be the closing price of such stock on the New York Stock Exchange on the applicable date, or, if no sales of such
stock occurred on that date, then on the last preceding date on which such sales occurred. No fractional share shall be issued. 

  

	 	d.	 If an Incentive Compensation award is paid in HII Common Stock, the number of

  
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shares shall be appropriately adjusted for any stock splits, stock dividends, re-capitalization or other relevant changes in capitalization effective after
the date the applicable number of shares is determined and prior to the date as of which the Participant becomes the record owner of the shares received in payment of the award. All such adjustments thereafter shall accrue to the Participant as the
record owner of the shares. 

  

	 	e.	 HII Common Stock issued in payment of Incentive Compensation awards may, at the option of the Board of
Directors of the Company, be either originally issued shares or treasury shares, and any such shares so issued shall count against the applicable limits of the Company’s 2012 Long-Term Incentive Stock Plan or any successor equity compensation
plan of the Company, as the case may be. 

  

	 	f.	 Distribution of awards shall be governed by the terms and conditions applicable to such awards, as determined
by the Committee or its delegate. An award, the payment of which is to be deferred pursuant to the terms of an employment agreement, shall be paid as provided by the terms of such agreement. Awards or portions thereof deferred pursuant to the
Huntington Ingalls Industries Deferred Compensation Plan, the Huntington Ingalls Industries Savings Excess Plan, or any other deferred compensation plan or deferral arrangement shall be paid as provided in such plan or arrangement.

  

	 	g.	 The Company shall have the right to deduct from all payments under this Plan any federal, state, or local taxes
required by law to be withheld with respect to such payments. 

  

	 	h.	 No Participant or any other party claiming an interest in amounts earned under this Plan shall have any
interest whatsoever in any specific asset of the Company. To the extent that any party acquires a right to receive payments under this Plan, such right shall be equivalent to that of an unsecured general creditor of the Company. Awards payable under
this Plan shall be payable in shares or from the general assets of the Company, and no special or separate reserve, fund or deposit shall be made to assure payment of such awards. 

SECTION X 
 AMENDMENT OR
TERMINATION OF PLAN 
 The Committee shall have the right to terminate or amend this Plan at any time and to discontinue further appropriations to the Plan.
Without limiting the generality of the preceding sentence, the Committee reserves the right to adjust any annual business, financial and any supplemental goals for the Company determined pursuant to SECTION IV to the extent the Committee determines
such adjustment is reasonably necessary or advisable to preserve the intended incentives and benefits under this Plan to reflect (1) any change in capitalization, any corporate transaction (such as a reorganization, combination, separation,
merger, acquisition, or 

  
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any combination of the foregoing), or any complete or partial liquidation, (2) any change in accounting policies or practices, (3) the effects of any special charges to earnings, or
(4) any other similar special circumstances. 
 SECTION XI 

EFFECTIVE DATE 
 This Plan was first effective for
Performance Years commencing with 2011, and as amended and restated herein, for Performance Years commencing with 2019, and shall stay in effect until amended, modified or terminated by the Committee. The provisions of this Plan shall supersede and
replace those of prior plan documents. 
 SECTION XII 

RECOUPMENT 
 Any payment of an Incentive
Compensation award is subject to recoupment pursuant to the Company’s Policy Regarding the Recoupment of Certain Performance-Based Compensation Payments as in effect from time to time, and the Participant shall promptly make any reimbursement
requested by the Board of Directors of the Company or the Committee pursuant to such policy with respect to any Incentive Compensation award payments. Further, the Participant agrees, by accepting an Incentive Compensation award, that the Company
and its affiliates may deduct from any amounts it may owe the Participant from time to time (such as wages or other compensation) to the extent of any amounts the Participant is required to reimburse the Company pursuant to such policy with respect
to the award. 
 SECTION XIII 

MISCELLANEOUS 
  

	 	1.	 Participation in this Plan shall not constitute an agreement of the Participant to remain in the employ of and
to render his/her services to the Company, or of the Company to continue to employ such Participant, and the Company may terminate the employment of a Participant at any time with or without cause. 

 

	 	2.	 In the event any provision of this Plan shall be held illegal or invalid for any reason, the illegality or
invalidity shall not affect the remaining parts of the Plan, and the Plan shall be construed and enforced as if the illegal or invalid provision had not been included. 

 

	 	3.	 All costs of implementing and administering the Plan shall be borne by the Company. 

 

	 	4.	 All obligations of the Company under this Plan shall be binding upon and inure to the benefit of any successor
to the Company, whether the existence of such successor is the result of a direct or indirect purchase, merger, consolidation, or otherwise, of all or substantially all of the business and/or assets of the Company. 

 

	 	5.	 This Plan and any agreements hereunder, shall be governed by and construed in accordance with the laws of the
state of Delaware. 

  
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	 	6.	 The rights of a Participant or any other person to any payment or other benefits under this Plan may not be
assigned, transferred, pledged, or encumbered except by will or the laws of decent or distribution. 

  

	 	7.	 This Plan does not constitute a contract. This Plan does not confer upon any person any right to receive a
bonus or any other payment or benefit. There is no commitment or obligation on the part of the Company (or any affiliate) to continue any bonus plan (similar to this Plan or otherwise) in any particular year. 

 

	 	8.	 This Plan and the Incentive Compensation awards under the Plan are intended to comply with (or be exempt from,
as the case may be) Section 409A of the Code so as to avoid any tax, penalty or interest under Section 409A of the Code. This Plan shall be construed, operated and administered consistent with this intent. 

IN WITNESS WHEREOF, Huntington Ingalls Industries, Inc. has executed this amended and restated Annual Incentive Plan document by its duly
authorized representative on this 17th day of December, 2018. 
  

			
	HUNTINGTON INGALLS INDUSTRIES, INC.
		
	By:	 	 /s/ William R. Ermatinger

		 	William R. Ermatinger
		 	Vice President and Chief Human Resources Officer

  
 9EX-10.4

 EXHIBIT 10.4 

HUNTINGTON INGALLS INDUSTRIES, INC. 

AMENDED AND RESTATED DIRECTORS’ COMPENSATION POLICY 

Directors of Huntington Ingalls Industries, Inc., a Delaware corporation (the “Company”), who are not employed by the Company or one
of its subsidiaries (“non-employee directors”) are entitled to the compensation set forth below for their service as a member of the Board of Directors (the “Board”) of the Company. The
Board has the right to amend this policy from time to time. 
  

					
	 Cash Compensation
	  			
	 Annual Retainer
	  	$	100,000	 
	 Additional Non-Executive Chairman Retainer
	  	$	250,000	 
	 Additional Committee Chair Retainers
	  			
	 Audit Committee Chair
	  	$	 25,000	 
	 Compensation Committee Chair
	  	$	 20,000	 
	 Governance and Policy Committee Chair
	  	$	 20,000	 
	 Finance Committee Chair
	  	$	 20,000	 
	 Additional Audit Committee Member Retainer
	  	$	 17,500	 
	 Additional Compensation Committee Member Retainer
	  	$	 7,500	 
	 Additional Governance and Policy Committee Member Retainer
	  	$	 7,500	 
	 Additional Finance Committee Member Retainer
	  	$	 7,500	 
		
	 Equity Compensation
	  			
	 Annual Equity Award
	  	$	130,000	 

 Cash Compensation 

Each non-employee director will be entitled to an annual cash retainer while serving on the Board in
the amount set forth above (the “Annual Retainer”). A non-employee director who serves as the Non-Executive Chairman of the Board will be entitled to an
additional annual cash retainer while serving in that position in the amount set forth above (the “Additional Chair Retainer”). A non-employee director who serves as the Chairman of the Audit
Committee, the Compensation Committee, the Governance and Policy Committee or the Finance Committee of the Board will be entitled to an additional annual cash retainer while serving in that position in the applicable amount set forth above (an
“Additional Committee Chair Retainer”). A non-employee director who serves as a member of the Audit Committee, the Compensation Committee, the Governance and Policy Committee or the Finance Committee
of the Board (other than as the Chairman of the applicable committee) will be entitled to an additional cash retainer while serving as a member of that committee in the applicable amount set forth above (the “Additional Committee Member
Retainer”). 
 The amounts of the Annual Retainer, Additional Chair Retainer, Additional Committee Chair Retainers and Additional
Committee Member Retainers reflected above (collectively, the “Annual Cash Retainers”) are expressed as annualized amounts. These retainers will be paid on a quarterly basis, at the end of each quarter in arrears. The retainer for a non-employee director for a particular quarter will be pro-rated if the non-employee director serves (or serves in the corresponding
position, as the case may be) for only a portion of the quarter (with the proration based on the number of calendar days in the quarter that the director served as a non-employee director or held the
particular position, as the case may be). 
 Notwithstanding the foregoing, a non-employer director
may elect under the terms of the Board Deferred Compensation Policy to receive his or her Annual Cash Retainers for the following calendar year in the form of stock units. The stock units will generally become payable within 30 days following the
date the non-employee director ceases to provide services as a member of the Board; provided, however, a non-employee director who has met his or her Ownership Guideline
(as defined below) as of the Measurement Date (as defined below) may elect under the terms of the Board Deferred Compensation Policy to receive his or her Annual Cash Retainers for the following calendar year in the form of stock units that are
payable in the fifth calendar year after the year in which the Annual Cash Retainers are earned (or upon the director’s separation from service from the Board, if earlier). The number of stock units will be determined by dividing
(1) the portion of the Annual Cash Retainers to which the electing non-employee director is otherwise entitled for a given calendar quarter by (2) the
per-share closing price (in regular trading) of the Company’s common stock on the New York Stock Exchange on the last day of such quarter (or, if such day is not a trading day, the most recent prior
trading day), rounded down to the nearest whole unit. The stock units will be subject to the terms of the Board Deferred Compensation Policy. 

 Annual Equity Awards 

On the first trading day of each fiscal quarter of the Company, each non-employee director then in
office will automatically be granted an award of stock units determined by dividing (1) one-quarter (1/4) of the Annual Equity Award grant value set forth above by (2) the per-share closing price (in regular trading) of the Company’s common stock on the New York Stock Exchange on the date of grant, rounded down to the nearest whole unit. 

Each stock unit award will be made under and subject to the terms and conditions of the Company’s 2012 Long-Term Incentive Plan or any
successor equity compensation plan approved by the Company’s stockholders and in effect at the time of grant (the “Plan”), and will be evidenced by, and subject to the terms and conditions of, an award certificate in the form approved
by the Board to evidence such type of grant pursuant to this policy. Each award will be fully vested at grant and will generally become payable within 30 days following the date the non-employee director
ceases to provide services as a member of the Board. Non-employee directors are entitled to receive dividend equivalents with respect to outstanding and unpaid stock units granted pursuant to this policy.
Dividend equivalents, if any, are paid in the form of a credit of additional stock units under the Plan and are subject to the same vesting, payment and other provisions as the underlying stock units. 

Notwithstanding the foregoing, if a non-employee director beneficially owns shares of the
Company’s common stock (his or her “Beneficial Ownership”) with a value equal to at least five times (5x) the director’s annual cash retainer (the “Ownership Guideline”) as of the date of the last quarterly grant of the
Annual Equity Award for a given year (the “Measurement Date”), the non-employee director may elect under the terms of the Board Deferred Compensation Policy to receive his or her Annual Equity Award
for the following calendar year in the form of either (a) shares of the Company’s common stock (with the number of shares being equal to the number of stock units the director would have been granted on each quarterly grant date, but for
the election) or (b) stock units that are payable in the fifth calendar year after the year in which the Annual Equity Award is earned (or upon the director’s separation from service from the Board, if earlier). The common stock or stock
units, as the case may be, will be fully vested on the date of grant and will be issued under (and subject to the terms of) the Plan and the stock units will further be subject to the terms of the Board Deferred Compensation Policy. If the non-employee director elects to receive common stock and the non-employee director’s Beneficial Ownership is less than the Ownership Guideline as of any quarterly grant
date in the following calendar year, the non-employee director will be required to retain all of the common stock received on that quarterly grant date (net of taxes) until the next Measurement Date on which
his or her Beneficial Ownership is greater than the Ownership Guideline. 
 Any stock units credited to a
non-employee director (including in an account under the Board Deferred Compensation Policy), any shares owned by a non-employee director, the non-employee director’s spouse or minor children, any shares owned by a trust for the benefit of a non-employee director or his or her family shall count as shares
beneficially owned by a non-employee director for purposes of the Ownership Guideline. 
 The
foregoing general provisions are, in the case of a particular award, subject to the terms and conditions of the applicable award certificate. 

Expense Reimbursement 
 All non-employee directors will be entitled to reimbursement from the Company for their reasonable travel (including airfare and ground transportation), lodging and meal expenses incident to meetings of the Board or
committees thereof or in connection with other Board-related business. 
 Such benefits and reimbursements are not subject to liquidation or
exchange for another benefit and the amount of such benefits and reimbursements that the non-employee director receives in one taxable year shall not affect the amount of such benefits or reimbursements that
the non-employee director receives in any other taxable year. The non-employee director shall promptly provide the Company with reasonable written substantiation for any
such expenses. The Company shall pay any such reimbursement to the non-employee director promptly after its receipt of such documentation and in all events not later than the end of the calendar year following
the year in which the related expense was incurred. 
 Effective December 14, 2018 

  
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