Document:

Exhibit

Exhibit 10.29

CONFIDENTIAL INFORMATION
Certain confidential information has been excluded from the following exhibit because it is both not material and would likely cause competitive harm to Dollar Tree, Inc. if publicly disclosed. Terms that have been omitted are marked with brackets and an asterisk [*].

Agreement
This Agreement ("Agreement") is entered into by and between Dollar Tree, Inc. (the "Employer" or “Company”) on behalf of itself and its direct and indirect subsidiaries, including Family Dollar Stores, Inc., and each of their respective associates, officers, directors, shareholders, and agents, individually and in their official capacities (collectively referred to as the "Employer Group") and Duncan Mac Naughton (the "Employee") (the Employer and the Employee are collectively referred to as the "Parties") as of the later of the dates signed by the Parties.
The Parties agree that the Employee's last day worked with the Employer will be February 1, 2020 (the "Separation Date"). After the Separation Date, the Employee will not represent himself as being an employee, officer, agent, or representative of the Employer Group for any purpose. Except as otherwise set forth in this Agreement, the Employee will not be entitled to any further compensation, monies, or other benefits from the Employer Group, including coverage under any benefit plans or programs sponsored by the Employer Group, as of the Separation Date.  
1.Return of Property. By no later than the Separation Date, the Employee will return all Employer Group property, including identification cards or badges, access codes or devices, keys, laptops, computers, telephones, mobile phones, hand-held electronic devices, credit cards, electronically stored documents or files, physical files, and any other Employer Group property in the Employee's possession.
2.    Employee Representations. The Employee specifically agrees, warrants, and represents that he (a) has not filed any claims, complaints, or actions of any kind against the Employer Group with any arbitral panel, court of law, or local, state, or federal government or agency; (b) has been properly paid for all hours worked for the Employer Group; (c) has received all compensation due to date; and (d) has not engaged in and is not aware of any unlawful conduct relating to the business of the Employer Group.
3.    Separation Benefits. In consideration for the Employee's (a) execution of, non-revocation of, and compliance with this Agreement, including the Employee’s waiver and release of claims in Section 4 (the “Release”), and (b) compliance with the Post Termination Covenants (as defined in Section 5), and (with respect to Sections 3(a) and 3(b)) subject to the Employee’s continued employment through the Separation Date, re-affirmation of the Release contemplated by Section 4(e), and compliance with the Post Termination Covenants, the Employer Group agrees to provide the following benefits to which the Employee is not otherwise entitled:

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(a)    Continued payment of base salary in accordance with the Employer's regular payroll practices, less all relevant taxes and other withholdings, for a period of twelve (12) months starting on the Separation Date (the “Salary Continuation Period”), provided that no such continued payments shall be made prior to the Effective Date (as defined below). The first installment payment shall include all amounts that would otherwise have been paid to the Employee during the period beginning on the Separation Date and ending on such first payment date. In the event the Employee accepts an offer of employment or an offer to provide services in a consulting or other capacity during the Salary Continuation Period, the Employee agrees to so inform the Company within three (3) business days, at which time Salary Continuation payments under this Section 3(a) shall cease;
(b)    If the Employee timely and properly elects health continuation coverage under the Consolidated Omnibus Budget Reconciliation Act of 1985 ("COBRA"), the Company shall reimburse the Employee for the monthly COBRA premium paid by the Employee for the Employee and the Employee’s dependents during the Salary Continuation Period.  Such reimbursement shall be paid to the Employee on a monthly basis, within ten (10) business days following the month in which the Employee timely remits the premium payment.  In the event the Employee receives or becomes eligible to receive substantially similar coverage from another employer or other source during the Salary Continuation Period, the Employee agrees to so inform the Company within three (3) business days, at which time COBRA reimbursements shall cease.  The Employee shall be solely responsible for the tax consequences of any such payments; and  
(c)    [*].  
The Employee acknowledges that the provisions of this Section 3 satisfy in full any rights the Employee may have to severance payments or benefits under the Executive Agreement or under any other plan, agreement, or arrangement of or with any member of the Employer Group. 
4.    Employee's General Release and Waiver of Claims.  In exchange for the consideration provided in this Agreement, the Employee and the Employee's heirs, executors, representatives, agents, insurers, administrators, successors, and assigns (collectively, the "Releasors") irrevocably and unconditionally fully and forever waive, release, and discharge the Employer Group, in their corporate and individual capacities (collectively, the "Releasees") from any and all claims, demands, actions, causes of actions, obligations, judgments, rights, fees, damages, debts, obligations, liabilities, and expenses (inclusive of attorneys' fees) of any kind whatsoever (collectively, "Claims"), whether known or unknown, from the beginning of time to the date of the Employee's execution of this Agreement, including, without limitation, any claims under any federal, state, local, or foreign law, that Releasors may have, have ever had or may in the future have arising out of, or in any way related to the Employee's hire, benefits, employment, termination, or separation from employment with the Employer Group and any actual or alleged act, omission, transaction, practice, conduct, occurrence, or other matter, including, but not limited to: 

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(a)    any and all claims under Title VII of the Civil Rights Act, as amended, the Americans with Disabilities Act, as amended, the Family and Medical Leave Act, as amended, with respect to existing but not prospective claims, the Equal Pay Act, as amended, the Employee Retirement Income Security Act, as amended (with respect to unvested benefits), the Civil Rights Act of 1991, as amended, Section 1981 of U.S.C. Title 42, the Worker Adjustment and Retraining Notification Act, as amended, the Age Discrimination in Employment Act, as amended, the Uniform Services Employment and Reemployment Rights Act, as amended, the Genetic Information Nondiscrimination Act of 2008, the Retaliatory Employment Discrimination Act, Persons with Disabilities Protection Act, Discrimination Against Persons with Sickle Cell Trait, Discrimination Based Upon Genetic Testing and Information, Discrimination Based Upon Use of Lawful Products, Discrimination Based Upon AIDS or HIV Status, Hazardous Chemicals Right to Know Act, Jury Service Discrimination, and Military Service Discrimination, all of their respective implementing regulations, and any other federal, state, local, or foreign law (statutory, regulatory, or otherwise) that may be legally waived and released; 
(b)    any and all claims for compensation of any type whatsoever, including but not limited to claims for salary, wages, bonuses, commissions, incentive compensation, vacation, and severance that may be legally waived and released; 
(c)    any and all claims arising under tort, contract, and quasi-contract law, including but not limited to claims of breach of an expressed or implied contract, tortious interference with contract or prospective business advantage, breach of the covenant of good faith and fair dealing, promissory estoppel, detrimental reliance, invasion of privacy, nonphysical injury, personal injury or sickness or any other harm, wrongful or retaliatory discharge, fraud, defamation, slander, libel, false imprisonment, and negligent or intentional infliction of emotional distress; and 
(d)    any and all claims for monetary or equitable relief, including but not limited to attorneys' fees, back pay, front pay, reinstatement, experts' fees, medical fees or expenses, costs, and disbursements.
However, this general release and waiver of claims excludes, and the Employee does not waive, release, or discharge: (A) any right to file an administrative charge or complaint with the Equal Employment Opportunity Commission, or other similar federal or state administrative agencies, although the Employee waives any right to monetary relief related to such a charge or administrative complaint; (B) claims which cannot be waived by law; and (C) any rights to vested benefits under the Company’s welfare and retirement plans, which are governed by the terms of the applicable plan documents. 
(e)     Specific Release of ADEA Claims. In further consideration of the payments and benefits provided to the Employee in this Agreement, the Releasors hereby irrevocably and unconditionally fully and forever waive, release, and discharge the Releasees from any and all Claims, whether known or unknown, from the beginning of time to the date of the Employee's execution of this Agreement arising under the Age Discrimination in Employment Act (ADEA), as amended, and its implementing regulations. By signing this Agreement, the Employee hereby acknowledges and confirms that: 

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(i)    the Employee has read this Agreement in its entirety and understands all of its terms; 
(ii)    by this Agreement, the Employee has been advised in writing of the right to consult with an attorney of the Employee's choosing and has consulted with counsel as the Employee believed was necessary before executing this Agreement; 
(iii)    the Employee knowingly, freely, and voluntarily assents to all of the terms and conditions set out in this Agreement including, without limitation, the waiver, release, and covenants contained in it; 
(iv)    the Employee is executing this Agreement, including the waiver and release, in exchange for good and valuable consideration in addition to anything of value to which the Employee is otherwise entitled; 
(v)    the Employee was given at least twenty-one (21) days to consider the terms of this Agreement, although the Employee may sign it sooner if desired, and changes to this Agreement, whether material or immaterial, do not restart the running of the 21-day period; 
(vi)    the Employee understands that the Employee has seven (7) days from signing this Agreement to revoke the release in this paragraph by delivering notice of revocation to the Chief Legal Officer at the Employer Group, 500 Volvo Parkway, Chesapeake, VA 23320 by overnight delivery before the end of this seven-day period; 
(vii)    in the event of a revocation by the Employee, the Employer Group has the option of treating this Agreement as null and void in its entirety; and 
(viii)    the Employee understands that the release contained in this paragraph does not apply to rights and claims that may arise after the Employee signs this Agreement. 
This Agreement shall not become effective until the eighth (8th) day after the Employee and the Employer Group execute this Agreement (the "Effective Date").   The Employee agrees to re-affirm the Release as of the Separation Date, in a form to be provided by the Company that will be consistent in substance with the terms of this Section 4, except that it will cover all Claims through the Separation Date.  No payments due to the Employee under this Agreement shall be made or begin before the later of the Effective Date and the date that the Release re-affirmation contemplated by the preceding sentence becomes irrevocable. If the Employee revokes the Release or Release re-affirmation, or does not re-affirm the Release as contemplated by this paragraph, no payments or benefits shall be made or provided under Section 3.
(f)    Whistleblower Protection and Notice of Immunity under the Economic Espionage Act of 1996, as amended by the Defend Trade Secrets Act of 2016.  Notwithstanding any other provision of this Agreement or any other agreement or Company policy, the Employee will not be held liable under this Agreement or any other agreement or Company policy or any federal or state trade secret law for any disclosure of a trade secret or other Confidential Information that is made (i) in confidence to a 

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federal, state, or local government official, either directly or indirectly, or to an attorney; and (ii) solely for the purpose of reporting or investigating a suspected violation of law; or (iii) is made in a complaint or other document that is filed under seal in a lawsuit or other proceeding.
5.    Post-Termination Covenants.  The Employee agrees beginning December 9, 2019:
(a)    to abide by the Covenants set forth in Section 2 of the Executive Agreement, as amended hereby; 
(b)    without limitation of the Employee’s obligations under Section 2 of the Executive Agreement, that, for a period ending [*] from the Separation Date, the Employee shall not directly or indirectly solicit, hire, recruit, or attempt to hire or recruit, any Company Executive, or induce the termination of employment of any Company Executive.  “Company Executive” means [*].  The types of communication prohibited by this provision explicitly include all forms of oral, written, or electronic communication, including, but not limited to, communications by email, regular mail, express mail, telephone, fax, instant message, and social media, where the purpose of or reasonably anticipated impact or consequence of the communication would be to solicit, hire or recruit such person.  For the avoidance of doubt, this restriction applies regardless of whether the Employee or the applicable Company Executive initiated the first communication; 
(c)    without limitation of the Employee’s obligations under Section 2 of the Executive Agreement, that, for a period ending  [*] from the Separation Date, the Employee shall not communicate in any way, whether orally, in writing, or electronically, with any person other than the Company’s then current officers or members of the Board of Directors (including, but not limited to, shareholders, investors, analysts, consultants, or employees), regarding any information, financial, strategic, or otherwise, or other views, concerning the Employer or the Employer Group or any of their prospects or business; provided, however, that the Employee may communicate privately with respect to personal matters specific to the Employee (agreements, benefits, compensation, etc.).  
The Employee’s commitments under this Section 5 are collectively referred to as the “Post Termination Covenants”.
6.    Remedies. In the event of a breach or threatened breach by the Employee of any of the provisions of this Agreement, the Employee hereby consents and agrees that the Employer Group shall be entitled to seek, in addition to other available remedies, a temporary or permanent injunction or other equitable relief against such breach or threatened breach from any court of competent jurisdiction, without the necessity of showing any actual damages or that money damages would not afford an adequate remedy, and without the necessity of posting any bond or other security. Any equitable relief shall be in addition to, not in lieu of, legal remedies, monetary damages, or other available relief under the Parties’ existing arbitration agreement or otherwise.  The Parties mutually agree that this Agreement can be specifically enforced and can be cited as evidence in arbitral and any other legal proceedings alleging breach of the Agreement.

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7.    Successors and Assigns.  The Employer Group may assign this Agreement and it shall inure to the benefit of the Employer Group and its successors and assigns. The Employee may not assign this Agreement in whole or in part. Any purported assignment by the Employee shall be null and void from the initial date of purported assignment.
8.    Arbitration. The parties agree that any dispute, controversy, or claim arising out of or related to the Employee's employment with the Employer, this Agreement, including the validity of this arbitration clause, or any breach of this Agreement shall be governed by the Parties’ existing arbitration agreement.  
9.    Governing Law: Jurisdiction and Venue. This Agreement, for all purposes, shall be construed in accordance with the laws of the State of Delaware, without regard to conflicts-of-law principles. Any action or proceeding by either of the Parties to enforce this Agreement shall be brought in accordance with the requirements of the Parties’ Mutual Agreement to Arbitrate Claims, except that the Company may seek temporary or permanent injunctive relief or other forms of immediate relief related to a breach by Executive of any of the covenants in this Agreement in the state or federal courts located in Wilmington, Delaware or Norfolk, Virginia.
10.    Entire Agreement. Unless specifically provided herein, this Agreement, the Executive Agreement (as modified hereby), and the Parties’ arbitration agreement contain all of the understandings and representations between the Company, the Employer Group and the Employee relating to the subject matter hereof and it supersedes all prior and contemporaneous understandings, discussions, agreements, representations, and warranties, both written and oral, regarding such subject matter.  
11.    Modification and Waiver. No provision of this Agreement may be amended or modified unless such amendment or modification is agreed to in writing and signed by the Employee and by an officer of the Employer. No waiver by either Party of any breach by the other party of any condition or provision of this Agreement to be performed by the other party shall be deemed a waiver of any similar or dissimilar provision or condition at the same or any prior or subsequent time, nor shall the failure of or delay by either of the Parties in exercising any right, power, or privilege under this Agreement operate as a waiver thereof to preclude any other or further exercise thereof or the exercise of any other such right, power, or privilege.
12.    Severability. Should any provision of this Agreement be held by a court or arbitral authority of competent jurisdiction to be enforceable only if modified, or if any portion of this Agreement shall be held to be unenforceable and thus stricken, such holding shall not affect the validity of the remainder of this Agreement, the balance of which shall continue to be binding upon the Parties with any such modification to become a part hereof and treated as though originally set forth in this Agreement.  The Parties further agree that any such court or arbitral authority is expressly authorized to modify any such unenforceable provision of this Agreement by making such modifications as it deems necessary to carry out the intent and agreement of the Parties to the maximum extent permitted by law.  
13.    Captions. Captions and headings of the sections and paragraphs of this Agreement are intended solely for convenience and no provision of this Agreement is to be construed by reference to the caption or heading of any section or paragraph.

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14.    Counterparts. The Parties may execute this Agreement in counterparts, each of which shall be deemed an original, and all of which taken together shall constitute one and the same instrument. 
15.    Nonadmission. Nothing in this Agreement shall be construed as an admission by the Employer Group of any wrongdoing, liability, or noncompliance with any federal, state, city, or local rule, ordinance, statute, common law, or other legal obligation. 
16.    Notices. All notices under this Agreement to the Employer Group must be given in writing by overnight courier addressed to Chief Human Resources Officer, 500 Volvo Parkway, Chesapeake, VA 23320, with a copy to the Chief Legal Officer.  Notices to the Employee shall be sent to the last address noted in the Employer’s payroll system.  
17.    Section 409A. This Agreement is intended to comply with Section 409A of the Internal Revenue Code of 1986, as amended (Section 409A), or an exemption thereunder and shall be construed and administered in accordance with Section 409A. Notwithstanding any other provision of this Agreement, payments provided under this Agreement may only be made upon an event and in a manner that complies with Section 409A or an applicable exemption. Any payments under this Agreement that may be excluded from Section 409A either as separation pay due to an involuntary separation from service, as a short-term deferral, or as a settlement payment pursuant to a bona fide legal dispute shall be excluded from Section 409A to the maximum extent possible. For purposes of Section 409A, any installment payments provided under this Agreement shall each be treated as a separate payment. To the extent required under Section 409A, any payments to be made under this Agreement upon a termination of employment shall only be made upon a "separation from service" under Section 409A. Notwithstanding the foregoing, the Employer Group makes no representations that the payments and benefits provided under this Agreement comply with Section 409A and in no event shall the Employer Group be liable for all or any portion of any taxes, penalties, interest, or other expenses that may be incurred by the Employee on account of non-compliance with Section 409A. 
18.    Acknowledgment of Full Understanding. THE EMPLOYEE ACKNOWLEDGES AND AGREES THAT THE EMPLOYEE HAS FULLY READ, UNDERSTANDS, AND VOLUNTARILY ENTERS INTO THIS AGREEMENT. THE EMPLOYEE ACKNOWLEDGES AND AGREES THAT THE EMPLOYEE HAS HAD AN OPPORTUNITY TO ASK QUESTIONS AND CONSULT WITH AN ATTORNEY OF THE EMPLOYEE'S CHOICE BEFORE SIGNING THIS AGREEMENT. THE EMPLOYEE FURTHER ACKNOWLEDGES THAT EMPLOYEE'S SIGNATURE BELOW IS AN AGREEMENT TO RELEASE EMPLOYER GROUP FROM ANY AND ALL CLAIMS THAT CAN BE RELEASED AS A MATTER OF LAW.

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IN WITNESS WHEREOF, the Parties have executed this Agreement as of the dates set forth below. 
	
					
	DUNCAN MAC NAUGHTON
	 
	DOLLAR TREE, INC.

	Signature:
	/s/ Duncan Mac Naughton 
	 
	By
	/s/ Gary M. Philbin

	 
	 
	 
	Name:
	Gary M. Philbin

	Date:
	December 19, 2019
	 
	Title:
	Chief Executive Officer 

	 
	 
	 
	Date:
	December 22, 2019

    8Exhibit 10.1

 

 

 

Via Electronic Mail

 

 

March 16, 2020

 

Mr. Daniel Mahoney

 

Dear Dan:

 

We are pleased to extend this offer of employment (the “Offer
Letter”) to you as an Executive Vice President, Chief Financial Officer, and Treasurer (“CFO”) of Charles River
Associates (“CRA”) working from the Boston office and reporting to me. All of the individuals who have met with you
believe you will be a great fit with our firm and hope you will choose to join us. We will arrange for your employment to begin
on a date mutually agreed upon by you and CRA, but are targeting March 30, 2020 (the “Commencement Date”). Your employment
with CRA shall be subject to the following employment terms:

 

		1.	Compensation and Benefits. As an Executive Officer of CRA, your compensation is subject to annual review and approval
of the Compensation Committee of the Board of Directors of CRA (the “Compensation Committee”). As part of this annual
review and approval process, the Compensation Committee will review and if appropriate, approve your CFO executive officer term
sheet that will set forth your annual compensation terms including, but not limited to, any change in your base salary; any target
cash bonus awards; your corporate objectives; your personal objectives; your eligibility for participation in CRA’s long
term incentive plan under CRA’s 2006 Equity Incentive Plan; and such other terms and conditions as may be approved by the
Compensation Committee (the “Term Sheet”)1. Upon the Commencement
Date for fiscal year 2020, the following terms and conditions shall apply, and shall be further supplemented by the Term Sheet.

 

		a.	Salary – You will be paid bi-weekly at the rate of $400,000 per year less applicable statutory taxes and other
withholdings and pro-rated as of the Commencement Date.

 

		b.	Performance Award for Fiscal 2020-Subject to the achievement of certain performance criteria as may be determined and
certified by the Compensation Committee, for CRA’s fiscal 2020 you shall be eligible for a target cash bonus of $275,000.
This performance award will be allocated between 50% corporate performance relating to CRA’s fiscal 2020 non-GAAP net revenue
and Performance Compensation EBITDA (as defined herein) and 50% for your individual performance objectives. The maximum payment
for the corporate performance relating to CRA’s fiscal 2020 non-GAAP net revenue and Performance Compensation EBITDA is $275,000.
The actual payment amount for the individual performance component will be determined after review and determination by the Compensation
Committee of your achievement of such performance objectives. For purposes of these performance awards, our Performance Compensation
EBITDA will be calculated from EBITDA by excluding share-based compensation, amortization of forgivable loans, and other (income)
expense, net. Our non-GAAP net revenue and Performance Compensation EBITDA will exclude the impact of our GNU123 Liquidating Corporation
subsidiary, any acquisition, any discontinued operations, any extraordinary or special items approved by our compensation committee,
and any other items that would have resulted in non-GAAP adjustments to the financial results as reported in our earnings releases
consistent with our practice prior to fiscal 2020. These awards remain subject to the discretion of the Compensation Committee
to reduce or eliminate the amount actually paid under the award, regardless of the actual performance achieved.

 

 

1 As an Executive Officer of CRA, a Term Sheet for
years subsequent to fiscal year 2020 will be required, and may change from year to year, and will be subject to Compensation Committee
approval. These future fiscal year Term Sheets will be supplemental to the terms of this Offer Letter.

 

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		c.	Affiliation Equity Award –Within thirty days following your Commencement Date, and subject to the approval and
vote of the Compensation Committee (the “Grant Date”), you will be awarded a one-time affiliation equity award of Restricted
Stock Units under CRA’s 2006 Equity Incentive Plan (“RSU’s) in the amount of $400,000 (the “RSU Grant”).
Provided you remain employed by CRA and not under notice of termination or resignation prior to any vesting date for the RSU Grant,
the RSU Grant shall vest in four equal annual installments as follows: 25% on the first anniversary of the Grant Date; 25% on the
second anniversary of the Grant Date; 25% on the third anniversary of the Grant Date; and 25% on the fourth anniversary of the
Grant Date. The RSU Grant shall be subject to all of the terms and conditions then applicable under CRA’s 2006 Equity Incentive
Plan and by the Compensation Committee, including any insider trading prohibitions and holding requirements then in effect for
the CFO role. You shall be required to execute such documents evidencing your acceptance of such RSU Grant as may be provided by
CRA.

 

		d.	CRA’s Long Term Incentive Program – As an Executive Vice President and CFO you will be considered for participation
in programs CRA provides to align Vice President and firm interests over the longer term. CRA currently offers a Long-Term Incentive
Program (“LTIP”) for outstanding contributors at the Vice President level. Eligibility to participate in the LTIP is
exclusive to those employees who play a critical role in CRA’s growth and success, as determined by CRA’s Board Compensation
Committee from time to time. Participants include top corporate leadership, select Practice Leaders, and individuals who bring
significant revenue into the firm. The current LTIP program can consist of equity or cash grants using a combination of time-vested
restricted stock units, stock options, performance-vested restricted stock units, and service- or performance-based cash grants.
The LTIP awards are generally made annually, currently vest over five years, and have additional terms set forth in the grant documents
accompanying an award notification. For CRA’s fiscal 2020, you shall be eligible for an award under the LTIP with a target
value of $250,000. The actual value to be granted, the grant vehicles, any vesting patterns, and any performance targets are subject
to the Compensation Committee’s discretion and approval at any such time that fiscal 2020 grants under the LTIP are made,
and to there being sufficient shares available under the Company’s 2006 Equity Incentive Plan, as it may be amended from
time to time, to permit such grants. Any equity awards so granted shall be consistent with such other grants made under the LTIP’s
terms and conditions.

 

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		e.	Benefits – You will receive CRA’s outstanding benefits program applicable to Executive Vice Presidents,
which currently includes an executive medical plan, paid time off, 401(k) match, and health and wellness benefits. These benefits
are more fully summarized in the accompanying brochure. Your eligibility or entitlement to participate in CRA’s benefits
is subject to requirements established by the applicable plan documents and benefits carriers, and as may be determined by CRA
from time to time. CRA reserves the right to change or discontinue CRA benefit plans, features, policies, and programs at any time
and is not required to continue or put any plan or benefit into effect unless required by law.

 

		2.	Performance of Services, Duties and Obligations to CRA – As an Executive Vice President, you will be a key employee
in a position of trust and confidence, and will have fiduciary duties of good faith, loyalty and fair dealing with respect to CRA.
Furthermore, you will be in a position of trust and confidence with respect to CRA clients, and you will have regular contact with
CRA clients with whom CRA has developed goodwill by the expenditure of substantial money, time, and effort. You acknowledge and
understand that as a Vice President of CRA you will be exposed to “Confidential Information” and “Trade Secrets”
(both as defined in the attached Employment Covenants Rider). Therefore, by accepting this Offer Letter and employment with CRA,
you agree to be bound by and comply with the terms, provisions and obligations set forth in the Employment Covenants Rider attached
to this Offer Letter and incorporated herein by reference.

 

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		3.	Other Agreements and Non-Disclosure of Third-Party Information – You represent that you have provided to CRA all
agreements (including agreements relating to non-solicitation of employees and/or former clients, non-competition, non-disclosure
of information, and non-provision of services) from any prior employers which may impair your ability to enter into and fulfill
the obligations of this Offer Letter and/or become employed with CRA (“Prior Restrictions”). Other than certain non-solicitation
provisions from your prior employer, CRA has not been made aware of or been provided any documents that contain any Prior Restrictions.
To the extent that you or CRA subsequently discovers that you have Prior Restrictions that limit any of your activities during
any part of your employment at CRA, CRA reserves the right to take action it, in its sole discretion, deems appropriate, up to
and including termination of your employment with CRA. In the event that CRA shall incur any costs, expenses or damages as a result
of your breach of your Prior Restrictions, you hereby agree to immediately reimburse CRA for all such amounts. You represent that
you have not been in the past, nor are you currently, under threat of or involved in litigation or administrative proceedings that
would impair or impact your ability to provide the types of services contemplated herein.

 

		4.	Miscellaneous –

 

		a.	CRA Policies and Procedures – You acknowledge and understand that as an employee of CRA you will be required to
comply with all state and federal laws and regulations, as well as CRA rules, policies, and procedures as may be in effect from
time to time and that are applicable to employees, including, but not limited to, CRA’s Code of Business Conduct and Ethics,
policies relating to anti-discrimination / harassment, email and internet usage, insider trading, and anti-corruption.

 

		b.	Term of Employment – Your employment is “at will,” which means that either you or CRA may choose to
end the employment relationship at any time and for any reason, or no reason at all. Nothing in this Offer Letter shall be construed
as creating anything other than an at-will relationship. Upon the end of your employment, CRA will pay you any salary earned prior
to your last day of employment (the “Termination Date”) and any accrued, unused vacation in accordance with applicable
law. If you decide to end the employment relationship, you agree to provide CRA with thirty (30) days written notice, in which
case CRA may, in its sole discretion, elect to waive all or a portion of the notice period, or may amend or limit your duties in
CRA’s sole discretion. You shall only remain employed and be paid for the portion of such notice period that is not waived
by CRA, and you will only be entitled to receive employee benefits to the extent you continue to meet the eligibility requirements
for such benefits.

 

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		c.	Severance Agreement. You and CRA shall enter into a separate severance agreement, subject to Compensation Committee
approval, that shall set forth the terms, conditions and obligations of CRA and you in connection with your end of employment with
CRA.

 

		d.	Transitional Assistance – Upon notice of termination or resignation of your employment with CRA, you agree to
cooperate with CRA prior to your Termination Date and for a reasonable period thereafter in all matters relating to the completion,
billing, collection, support, and transition to others of all matters in which you provided services to CRA and/or CRA clients
while you were employed by CRA.

 

		e.	Non-disparagement – You agree that you shall not orally or in writing, anonymously or otherwise, disparage CRA,
CRA employees, directors, affiliated consultants, or CRA clients during and subsequent to your employment with CRA. Nothing in
this Offer Letter (including the Employment Covenants Rider) is intended to or shall limit your ability to respond to a lawful
subpoena, report to or cooperate with or provide information to any government agency, or comply with any other legal obligation.

 

		f.	Section 409A – It is intended that the payments to be made under this Offer Letter will be exempt from, or in
compliance with, Section 409A of the Internal Revenue Code and the regulations issued thereunder (“Section 409A”),
and the provisions of this Offer Letter shall be so construed. In the event that CRA reasonably determines that any payment to
be made pursuant to this Offer Letter is a “deferral of compensation” subject to Section 409A: (i) any installment
payments due hereunder are specifically designated as a series of separate payments pursuant to Treasury Regulation Section 1.409A-2(b)(2)(iii);
(ii) any such payment that is to be made upon termination of employment shall be made only in the event that and at the time such
termination of employment qualifies as a “Separation from Service” as defined in Section 409A; and (iii) any such payment
that is to be made upon the “Separation from Service” of a “specified employee” (as defined in Section
409A) that pursuant to the terms of this Offer Letter would otherwise be payable within the first six (6) months following the
date of Separation from Service shall, to the extent necessary to avoid the imposition of additional taxes pursuant to Section
409A, be paid or provided to the individual in a lump-sum, without interest, on the first business day following the expiration
of six (6) months after the Separation from Service (or, if earlier, promptly following the date of your death, in which case such
amount shall be paid to your estate).

 

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		g.	Scope of Offer Letter – This Offer Letter, including the exhibits, documents and instruments referred to herein,
constitutes the entire agreement with respect to this offer of employment with CRA, and supersedes all other prior agreements and
understandings, both written and oral, with respect to your employment with CRA. The terms and provisions of this Offer Letter
may be modified or amended only by written agreement by you and a CRA executive officer or their designee.

 

		h.	Choice of Law; Jury Waiver – In the event of a dispute between you and CRA concerning the terms of this Offer
Letter (including the Employment Covenants Rider), except as otherwise provided herein, all such matters shall be governed by and
construed in accordance with the laws of the Commonwealth of Massachusetts (without reference to the conflict of laws provisions
thereof). Notwithstanding the foregoing, any claims arising under any state discrimination, harassment, equal pay, wage and/or
hour, leave of absence, sick pay laws, and/or any other state or local laws that apply as a matter of public policy (collectively
 “State Law Claims”), shall be governed solely by the law of the state where you physically maintain a desk or office
at a CRA location, or if you do not maintain a desk or office at any CRA location, the state where you reside (your “State
of Employment”). Except for such State Law Claims (which must be brought before a government agency or a court of competent
jurisdiction in your State of Employment), any action, suit or other legal proceeding arising under or relating to any provision
of this Offer Letter (including, but not limited to, breach of contract claims) shall be commenced only in a court of competent
jurisdiction in the Commonwealth of Massachusetts, and you irrevocably submit to the personal jurisdiction of the state and federal
courts in the Commonwealth of Massachusetts.  CRA and you each hereby irrevocably waive any right to a trial by jury in
any action, suit, or other legal proceeding arising under or relating to any provision of this Offer Letter or your employment
with CRA. 

 

		i.	Assignment – You understand and agree that your duties and responsibilities under this Offer Letter are personal
in nature to you, and you may not assign, transfer or share such duties or responsibilities with any other person or entity. You
further acknowledge and agree that the Offer Letter (including without limitation the Employment Covenants Rider) may be assigned
by CRA to a successor in interest by purchase, merger or otherwise, including by virtue of a sale of all or substantially all of
the assets (or stock) of CRA without your prior approval or any further action on your part, which assignment shall be fully binding
and enforceable.

 

    Page 6 of 15

     

    

 

 

 

		j.	Miscellaneous – Terms not otherwise defined in this Offer Letter shall have the meaning as defined in the Employment
Covenants Rider attached hereto. Charles River Associates is a registered trade name of CRA International, Inc., which is the entity
with which you will enter into an employment relationship if you accept this offer.

 

This offer is valid until March 20, 2020 and subject to approval
of the Compensation Committee. Furthermore, this offer by CRA and your actual employment by CRA are contingent upon the following:

 

		·	Employment Verification – Verification of your employment
eligibility as required by the Immigration Reform and Control Act of 1986. Satisfactory completion of the I-9 form, including providing
the appropriate documentation within 72 hours of your Commencement Date is a condition of employment required by federal law. 

 

		·	Reference and Background Check – CRA must approve (in
its sole discretion) satisfactory reference and background checks (including verification of educational credentials), the latter
conducted by a company selected by CRA. 

 

If this offer is acceptable to you, please sign and return
a copy of this letter to Jonathan Yellin, CRA’s General Counsel at Jyellin@crai.com .

 

Based on my understanding of your expectations and career aspirations,
I believe that CRA can offer you a warm and stimulating environment to grow professionally and contribute to the growth of our
firm. My colleagues and I are excited about the prospect of having you join us.

 

	Sincerely yours,	 
	 	 
	Charles River Associates	 
	 	 
	 	 
	/s/ Paul Maleh	 
	Paul Maleh	 
	President and Chief Executive Officer	 

 

	
        Enclosures

         

        

        Offer Accepted by: 

	 	 
	 	 
	/s/ Daniel Mahoney	 
	Daniel Mahoney
	 	 
	Dated:	March 17, 2020	

 

    Page 7 of 15

     

    

 

 

 

Employment
CovenantS rIDER

 

		I.	Purpose 

 

For purposes of this Employment Covenants Rider, “CRA”
shall mean CRA International, Inc. and any parent companies, subsidiaries, affiliates, successors, or assigns.

 

As a condition of and in consideration of your employment
with CRA in accordance with the Offer Letter between you as an employee (hereinafter “Employee”) and CRA, and for other
good and valuable consideration, including the anticipated and actual receipt of Confidential Information and Trade Secrets (both
as defined below) from CRA and/or CRA clients, Employee agrees to comply with the obligations and restrictions set forth in this
Employment Covenants Rider during Employee’s employment with CRA, and unless otherwise noted below, following the Termination
Date, as follows:

 

		II.	Confidential Information – CRA

 

Employee agrees not to disclose Confidential Information
or Trade Secrets to anyone outside of CRA, either during Employee’s employment or subsequent to the Termination Date, subject
to the exceptions enumerated below. Employee shall also only disclose Confidential Information and Trade Secrets to CRA employees
and affiliated consultants on a “need to know” basis, and Employee shall comply with CRA’s “firewall”
procedures applicable to Employee from time to time. For purposes of the Offer Letter and this Employment Covenants Rider, “Confidential
Information” for both CRA and CRA clients shall include, but shall not be limited to: (A) financial and business information,
such as information relating to costs, commissions, fees, profits, sales, sales margins, capital structure, operating results,
borrowing arrangements, strategies and plans for future business, pending projects and proposals, and potential acquisitions or
divestitures; (B) product and technical information, such as product formulations, new and innovative product ideas, new business
development, sketches, plans, drawings, prototypes, methods, procedures, data processing programs, software, software codes, computer
models, and research and development projects; (C) marketing information, marketing ideas, prospective markets and practices, business
development activities and ideas, mailing lists, recruiting information, the identity of CRA’s clients, client names and
addresses and other contact information, client lists, the names of representatives of clients responsible for entering into contracts
with CRA, the financial arrangements between CRA and such clients, specific client needs and requirements, and leads and referrals
to potential clients, and other non-public information concerning clients or potential clients; (D) personnel and recruiting information,
such as the identity of and contact information for a CRA consultant or recruit, their compensation, benefits, skills, qualifications,
and abilities; and (E) any information which Employee has been told is confidential or which Employee might reasonably expect CRA
would regard as confidential, or any information which has been given to CRA in confidence by clients or other persons. “Trade
Secrets” are items of Confidential Information that meet the requirements of applicable state and federal trade secret law.
Employee acknowledges and agrees that the Confidential Information and Trade Secrets are not generally known or available to the
general public, but have been developed, compiled or acquired by CRA or its clients at their great effort and expense. Employee
further acknowledges and agrees that the Confidential Information and Trade Secrets are owned by CRA (or its clients), are secret,
are the subject of reasonable efforts by CRA to keep them secret, and have value because of their secrecy. Confidential Information
and Trade Secrets can be in any form: oral, written or machine readable, including electronic files.

 

    Page 8 of 15

     

    

 

 

 

CRA agrees that Employee’s obligation not to
disclose Confidential Information or Trade Secrets is subject to the following exceptions: (A) any information that is generally
known or available to the public; (B) any information that CRA or a CRA client has disclosed to a third party, where the effect
of such disclosure is to make the information public; (C) any information that CRA’s General Counsel or a CRA client has
authorized Employee in writing to disclose; (D) any information belonging to CRA or a CRA client that CRA or a CRA client has requested
Employee disclose in the course of Employee’s work for CRA; and (E) if requested to be disclosed by an order of a court or
other administrative body, provided however, that Employee gives prompt notice of such request to CRA’s General Counsel prior
to such disclosure so that CRA can take any appropriate action it deems necessary to limit or implement such disclosure. Nothing
in this Employment Covenants Rider prohibits Employee from discussion of or disclosing wages or other terms and conditions of employment
for any purposes protected under federal labor law to the extent applicable.

 

		III.	Confidential Information – Current and Past Employment

 

Employee understands that compliance with all confidentiality
obligations that may exist towards Employee’s current and past employers is of utmost importance to CRA and that the following
are conditions of employment with CRA:

 

		A.	Employee agrees to never share with anyone at CRA or affiliated with CRA any confidential, proprietary or non-public client
information that may have been obtained in connection with Employee’s employment with current or former employers, unless
written permission to disclose such information to CRA is granted by the current or former employer and provided to CRA;

 

		B.	Employee confirms that during employment with CRA, Employee will not possess nor have custody over any information in any form
that a current or former employer may consider confidential, proprietary or client owned. As part of this confirmation, Employee
will have checked all personal computers, web based storage sites, thumb drives, external drives and other personal devices, as
well as all personal email accounts to make this representation;

 

		C.	Employee confirms that Employee has not removed, transferred, copied or downloaded any data, files or information from a current
or past employer unless specifically approved by such employer and in connection with services being rendered for such employer;

 

    Page 9 of 15

     

    

 

 

 

		D.	To the extent Employee has downloaded any information from a current or former employer’s computers or company owned
equipment, such information was personal and private and Employee has obtained written permission from such employer for such actions;

 

		E.	Employee confirms that if Employee should discover any such confidential, proprietary or client information in Employee’s
custody or control after the commencement of employment with CRA, Employee shall immediately notify CRA’s General Counsel
and shall retain and secure (and not transmit nor share) such information and follow instructions provided by CRA’s General
Counsel.

 

Employee understands that this representation is
not a guaranty of employment or continued employment with CRA. Employee further understands that if Employee becomes employed by
CRA, should any of the above representations be false or should Employee fail to comply with the above, Employee will be subject
to disciplinary action, which may include termination of employment by CRA.

 

		IV.	Notice of Immunity

 

In accordance with applicable law, CRA hereby notifies
you of the following provisions of the Defend Trade Secrets Act of 2016.

 

IMMUNITY FROM LIABILITY FOR CONFIDENTIAL DISCLOSURE
OF A TRADE SECRET TO THE GOVERNMENT OR IN COURT FILING –

 

		A.	IMMUNITY – An individual shall not be held criminally or civilly liable under any Federal or State trade secret law for
the disclosure of a trade secret that –

 

		1.	is made –

 

		(i)	in confidence to a Federal, State, or local government
official, either directly or indirectly, or to an attorney; and

 

		(ii)	solely for the purpose of reporting or investigating
a suspected violation of law; or

 

		2.	is made in a complaint or other document filed in a lawsuit
or other proceeding, if such filing is made under seal.

 

    Page 10 of 15

     

    

 

 

 

		B.	USE OF TRADE SECRET INFORMATION IN ANTI-RETALIATION LAWSUIT –An individual who files a lawsuit for retaliation by an
employer for reporting a suspected violation of law may disclose the trade secret to the attorney of the individual and use the
trade secret information in the court proceeding, if the individual –

 

1.       files
any document containing the trade secret under seal; and

 

2.       does
not disclose the trade secret, except pursuant to court order.

 

		V.	Employment Restrictions 

 

		A.	Reasonableness of Restrictions – Employee agrees and acknowledges that (1) CRA is engaged in a highly competitive business,
(2) by virtue of Employee’s position and responsibilities with CRA, Employee will have access to and receipt of Confidential
Information and Trade Secrets, and (3) Employee has and will come into contact and develop relationships with CRA employees and
affiliated independent consultants, CRA clients and prospective clients. Accordingly, for the protection of CRA’s legitimate
business interests, the restrictions set forth below are reasonable and necessary, and Employee’s violation of such restrictions
will cause CRA irreparable harm. Employee acknowledges that the consideration that Employee will receive pursuant to the Offer
Letter serves as sufficient consideration for Employee's promises to abide by the restrictive covenants set forth in section V.B
of this Employment Covenants Rider and that such restrictions are reasonable.

 

		B.	Non-Solicitation Covenants – During the Restricted Period (defined below), Employee will not directly or indirectly:

 

		1.	Communicate with, solicit, induce or otherwise attempt to influence any person who CRA employs or otherwise has engaged to
perform services, including but not limited to, any employees, affiliated independent consultants, contractors or subcontractors,
with whom Employee worked or had knowledge about through CRA employment, to leave the employ of or discontinue services to CRA.

 

		2.	Communicate using or disclosing CRA’s Trade Secrets with a Covered Client (defined below) who engaged CRA at any time
within a twenty-four (24) month period of time immediately prior to the termination of Employee's employment with CRA (“Look
Back Period”) for the purpose of performing or attempting to perform services on behalf of a Competing Business (defined
below) for the Covered Client, or of altering the Covered Client’s business with CRA.

 

		3.	Continue providing the same services that Employee performed for CRA on a case or matter upon which Employee worked on behalf
of CRA or about which Employee received Confidential Information during the Look Back Period.

 

		4.	Communicate with any person or entity to or about whom Employee (either alone or with others) presented a pitch or proposal
to use CRA’s services during the Look Back Period for the purpose of performing services on behalf of a Competing Business
for such pitch or proposal.

 

    Page 11 of 15

     

    

 

 

 

In addition, Employee agrees that the Employee may not
directly or indirectly during employment with CRA (including during any period of notice of resignation or termination of employment)
contact by any method written or oral (e.g., email, text, social media sites or applications, or similar communication) any CRA
clients or prospective clients to inform such parties of any new or future employment or consulting positions taken up by the Employee
(except as it may relate to the Employee joining CRA), which includes, but is not limited to, notice of address change, new employment
position, new consulting position or similar information without the express prior written permission of CRA’s General Counsel.

 

		C.	Definitions – For purposes of the Offer Letter and this Employment Covenants Rider, the following definitions shall apply:

 

		1.	Restricted Period. The term “Restricted Period” shall mean during the term of employment and for twelve
(12) months following the Termination Date, regardless of whether Employee’s separation from CRA is voluntary or involuntary
and regardless of the reason for Employee’s separation from employment. Notwithstanding the foregoing, the duration of the
Restricted Period will be extended by the amount of any and all periods that Employee violates any of the covenants of Sections
V.B.

 

		2.	Competing Business. The term “Competing Business” means any business that provides or is preparing to provide
any services that compete with those CRA provided during the Look Back Period.

 

		3.	Covered Client. The term “Covered Client” means a CRA customer (person or entity), including any lawyer,
law firm, or other intermediary, and the ultimate client of such lawyer, law firm or intermediary (e.g., the entity that retained
a law firm that then retained the Employee’s services), that Employee had business-related contact with or access to Confidential
Information about during the Look Back Period.

 

		D.	Enforceability/Reformation. If any of the provisions of this Section V are deemed by a court having jurisdiction to exceed
the time, geographic area, or activity limitations the law permits, the limitations will be reduced to the maximum permissible
limitation, and Employee and CRA authorize a court having jurisdiction to reform the provisions to the maximum time, geographic
area, and activity limitations the law permits; provided, however, that such reductions apply only with respect to the operation
of such provision in the particular jurisdiction in which such adjudication is made.

 

    Page 12 of 15

     

    

 

 

 

		VI.	Intellectual Property Rights

 

Employee agrees to communicate and assign to CRA,
or its clients if CRA so requests, all Intellectual Property (as defined below) that Employee may make during or arising out of
Employee’s employment with CRA, whether conceived during or outside of CRA’s normal working hours, or following Employee’s
termination of employment with CRA. For purposes of this Employment Covenants Rider, CRA and Employee agree that “Intellectual
Property” shall mean: Any: (a) inventions, whether or not patentable, whether or not reduced to practice, or whether or not
yet made the subject of a pending patent application or applications; (b) ideas, discovery or improvement and conceptions of potentially
patentable subject matter, including, without limitation, any patent disclosures, whether or not reduced to practice and whether
or not yet made the subject of a pending patent application or applications; (c) patents; (d) trademarks, service marks, trade
dress, logos, and trade names; (e) copyrights (registered or otherwise) and registrations and applications for registration; (f)
software; (g) domain name registration; (h) trade secrets and confidential, technical or business information (including ideas,
formulas, algorithms, compositions, inventions, and conceptions of inventions whether or not patentable and whether or not reduced
to practice); (i) process and techniques, research and development information, drawings, specifications, designs, proposals, technical
data, copyrightable works, financial, marketing and business data, pricing and cost information, business and marketing plans,
and customer and supplier lists and information; (k) copies and tangible embodiments of all of the foregoing, in whatever form
or medium; and (l) all rights to obtain and rights to apply for patents and to register trademarks and copyrights, made during,
related to or arising from Employee’s employment with CRA.

 

Employee acknowledges that any Intellectual Property
shall be exclusively and solely owned by CRA and shall be “works made for hire” under the copyright laws of the United
States. Employee waives in favor of CRA, irrevocably and unconditionally, any moral rights in any part of the world that the Employee
may have in any such Intellectual Property. Employee agrees and does hereby assign all such Intellectual Property to CRA or to
persons or firms designated by CRA. Employee agrees to keep and promptly make available to CRA records of the type required to
secure and protect such Intellectual Property, including filing and prosecuting the enforcement of patents, copyrights and trademarks.
If requested to do so by CRA, whether during or subsequent to Employee’s employment, Employee agrees to reasonably assist
CRA in obtaining patents, copyrights and trademarks arising out of Employee’s work for CRA. CRA agrees to pay all costs of
procuring patents, copyrights or trademarks.

 

The provisions in this section concerning the assignment
of Intellectual Property do not apply to inventions for which no equipment, supplies, facilities, or trade secret information of
CRA was used, and which was developed entirely on Employee’s own time, unless the invention relates to the business of CRA
or actual or demonstrably anticipated research or development, or the invention results from any work Employee performs for CRA.

 

    Page 13 of 15

     

    

 

 

 

		VII.	Employee’s Publications

 

CRA wishes to encourage Employee to advance in the
profession through publication of professional works, but also wishes to protect Confidential Information, Trade Secrets and Employee’s
work product. Employee understands that the substance and quality of Employee’s publications, including publications not
sponsored by CRA, may affect the reputation and business interests of CRA and the professional reputations of Employee’s
colleagues. Employee agrees, therefore, during Employee’s employment with CRA, to obtain written permission from Employee’s
Practice Leader prior to agreeing to prepare any work of Employee for submission or publication or agreeing to having Employee’s
or CRA’s name used in connection with any publication, and to allow CRA to review the content and substance of such materials.
If, at the time that Employee commences work with CRA, Employee has agreed to publish any work or to have Employee’s name
used in connection with any publication that will appear in the future, Employee agrees to describe any such agreements in writing
to Employee’s Practice Leader and shall not refer to CRA or Employee’s affiliation with CRA without prior written approval
of the Employee’s Practice Leader. Employee further agrees after the Termination Date not to use CRA’s name or logo
(or any similar derivation), or provide attribution to CRA, in connection with any publication of Employee’s work unless
specifically authorized to do so in a letter signed by Employee’s Practice Leader. Employee understands that nothing in this
section modifies Employee’s obligation not to disclose Confidential Information and Trade Secrets.

 

		VIII.	Other Legal Provisions 

 

		A.	To avoid any subsequent misunderstanding about this Employment Covenants Rider, CRA and Employee agree that it is supplemental
of and in addition to any other agreements signed between Employee and CRA, and shall not be construed to limit or restrict any
other obligations or restrictions upon Employee relating to the subject matter herein. Employee also agrees that subsequent modifications
to this Employment Covenants Rider will not be effective unless they are in writing and signed by both Employee and CRA’s
General Counsel or his/her designee.

 

		B.	Capitalized terms in this Employment Covenants Rider shall have the same meaning as stated in the Offer Letter unless otherwise
defined.

 

		C.	If CRA believes that Employee has breached or is about to breach this Employment Covenants Rider, in addition to any other
rights or remedies, CRA shall be entitled to injunctive relief (including, but not limited to, temporary restraining orders) to
prevent Employee from such violations since it is agreed that money damages alone would not provide adequate compensation to CRA
for a breach or threatened breach.

 

    Page 14 of 15

     

    

 

 

 

		D.	No later than the Termination Date or at any earlier time upon request from CRA, Employee shall promptly return all Confidential
Information and Trade Secrets in whatever form stored or retained, to CRA, as well as CRA equipment or other property belonging
to CRA or its clients. Employee shall not modify, destroy, delete, copy, edit, or otherwise change any Confidential Information,
Trade Secrets or CRA equipment (including data or information residing therein). Employee shall also cooperate with CRA in carrying
out its employee check-out procedure then in effect, and agrees to permit CRA, upon request within ninety (90) days of Employee’s
Termination Date, to inspect Employee’s personal devices, through reasonable and lawful means, to determine whether Employee
has retained any Confidential Information or Trade Secrets. Employee agrees to sign a certification confirming compliance with
this subsection on the Termination Date or earlier upon request by CRA.

 

		E.	Employee acknowledges that the covenants in this Employment Covenants Rider are given in exchange for Employee’s employment
at CRA and that the covenants are not tied to any specific job, title, or responsibilities. Employee further acknowledges that
the covenants in this Employment Covenants Rider shall survive any change in Employee’s job, title, responsibilities, compensation,
benefits, or any other term or condition of employment, including, but not limited to, termination of employment. Should Employee
transfer to any CRA parent company, subsidiary, affiliate, successor, assign, or other corporately related entity to CRA, all provisions
of this Employment Covenants Rider shall continue to apply with full force.

 

		F.	Employee and CRA agree that, should any party breach the Employment Covenants Rider, the breaching party will be responsible
for paying any attorneys’ fees and costs that the non-breaching party’ incurs in connection with such breach, including
without limitation reasonable attorneys’ fees incurred to seek damages for a past breach, to seek a declaration of rights
or injunctive relief, or to prevent a future or continuing breach.

 

		G.	CRA’s failure to enforce any known violation of the Offer Letter or this Employment Covenants Rider shall not be a waiver
of CRA’s right to seek enforcement of any future violation or be construed that such failure waives CRA’s rights to
seek any subsequent enforcement of a similar breach of the Offer Letter or this Employment Covenants Rider. Any claim of any kind
by Employee against CRA shall not prevent or limit enforcement of the Employment Covenants Rider.

 

		H.	Employee agrees that CRA shall be permitted to disclose to any future employer or prospective employer of Employee the terms
of the Employment Covenants Rider.

 

    Page 15 of 15

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