Document:

EX-10.6H

 Exhibit 10.6H 

 

			
	

	  	 100 Campus Drive, Suite 200E
 Florham Park, NJ
07932

 PERSONAL AND CONFIDENTIAL 

May 21, 2019 
 Mr. Cliff Skelton 

764 J Avenue 
 Coronado, CA 92118 

Dear Cliff: 
 I am pleased to offer you the position of
President and Chief Operating Officer of Conduent Incorporated (“Conduent”). You will report to Ashok Vemuri, Conduent’s Chief Executive Officer (‘CEO”). Your work location will be 764 J Avenue, Coronado, CA 92118. While
there is no expectation that you will relocate to Conduent’s headquarters in New Jersey, there is an expectation that you will interact in person with clients and Conduent employees on a routine and regular basis in New Jersey and/or other
company locations, as needed. Your expected start date is on or before June 17, 2019. 
 Annual Base Salary 

Your starting base salary for this position will be paid bi-weekly, one week in arrears, at the annualized rate of Six
Hundred Fifty Thousand Dollars and No Cents ($650,000.00). Your salary may will be reviewed annually, and any changes will require the approval of the Compensation Committee of Conduent’s Board of Directors. 

Annual Performance Incentive Plan 
 You will be eligible
to participate in Conduent’s Annual Performance Incentive Plan (“APIP”) at an annual target level of one hundred percent (100%) (“Target”) of your base salary with a potential payout range of zero (0) to two hundred
percent (200%) of your Target. For the 2019 calendar year, any payout under the APIP will be based on company and individual performance as approved by the Compensation Committee and will not be pro rated. Beyond 2019, you will be eligible to
participate in the APIP program subject to the terms and conditions established for the plan in each subsequent year. 
 Long Term Stock Incentive Plan

 You will be eligible to participate in Conduent’s Long Term Stock Incentive Program, which may be amended from time to time. Grants are typically
made in April and, in accordance with the Conduent Incorporated Performance Incentive Plan (or any successor plan that is operative at the time), are subject to the terms and conditions approved by the Compensation Committee and set forth in
individual award agreements each year. 
 For 2019, the Compensation Committee has approved a special Long-term Incentive Plan Award for you with a target
grant date value of One Million Five Hundred Thousand Dollars ($1,500,000). This award will be granted as soon as practicable following your start date and is conditioned upon your your acceptance of this offer and commencement of employment with
Conduent. The award will consist of a mix of fifty percent (50%) restricted stock units and fifty percent (50%) performance stock units which is consistent with the 2019 awards granted to the CEO’s other direct reports. Subject to the terms and
conditions stated in your award agreements and the governing equity plan, the restricted stock units generally vest ratably in equal annual installments over a three (3) year period. 

The performance stock units will be subject to the same multi-year performance conditions approved by the Compensation Committee for the CEO and his direct
reports for the 2019-2021 performance period and the potential payout will range from zero (0) to two hundred (200%) of target. 
 A formal award,
including all the terms and conditions, will be provided to you after the grant date. 

 Special One Time Equity Buyout Award      

The Compensation Committee has also approved a second special Long Term Stock Incentive Award for you (to buyout your existing equity) with a grant date value
of Two Million Five Hundred Thousand Dollars ($2,500,000). This special award will consist exclusively of restricted stock units and be granted as soon as practicable following your start date. This award is conditioned upon your acceptance of this
offer and commencement of employment with Conduent. The actual number of award shares will be based on the closing price of Conduent common stock on the grant date (value divided by stock price). Subject to the terms and conditions stated in your
award agreement, the restricted stock units generally vest ratably in equal annual installments over a three (3) year period. In the event your employment is involuntarily terminated without “cause” (defined below) or voluntarily
terminated for “good reason” (defined below) (with or without the occurrence of a change in control) or due to your death or disability, the vesting of your restricted stock units in this award will be accelerated so that they become fully
vested. 
 A formal award, including all the terms and conditions, will be provided to you after the grant date.The terms and conditions for this award and
your award for 2019 as described above, including the provisions around vesting will not automatically apply to any subsequent awards granted to you. Any equity based awards granted to you under the Long term Stock Incentive Plan in 2020 and beyond
will be subject to the standard provisions regarding vesting and treatment upon termination as applicable to the CEO’s other direct reports. 

Enhanced Severance Arrangement 
 You are eligible for a
special severance arrangement in the event of a change in control (as such term is defined in the Conduent Incorporated Executive Change in Control Severance Plan) and your employment is (i) involunarily terminated by Conduent without
“cause” as defined below, or (ii) voluntarily terminated by you with “good reason” as defined below. Under this special arrangement, you will be paid cash severnance in a lump sum in an amount equal to 2x your annual base
salary and your APIP Target. You will also be eligible to receive your APIP payout for the year in which your active employment ends. Your APIP payout will be consistent with the payouts received by your peers and based on the company’s
performance. You will be paid any APIP amount at the same time as other participants receive their payouts. Lastly, you will be eligible to continue your health and welfare benefits in place on your last day of active employment (other than
short-term disability, long-term disability, and the 401(k) savings plan) for twelve consecutive (12) months, provided you continue to pay your employee portion of any premium contributions. 

You are also eligible for enhanced severance if there is no change in control but your employment with Conduents ends within twelve (12) months of your
start date and your employment is (i) involunarily terminated by Conduent without “cause” as defined below, or (ii) voluntarily terminated by you for “good reason” as defined below. Under these circumstances, you will
receive salary and health and welfare benefit continuation for a period of twelve (12) consecutive months beginning on the day immediately following your last day of active empoyment. Your salary will be paid at your current bi weekly rate and
your benefits will be at the same level of benefits except for short-term disability, long-term disability, and the 401(k) savings plan and subject to your continued payment of your employee portion of premuim contributions. 

This special arrangement will be in effect until the first anniversary of your start date, after which the standard Conduent Executive Severance and in effect
at the time of separation will apply. The payment of any severance benefits under this special arrangement or under Conduent’s Executive Severance and Executive Change of Control Policies will be contingent upon your execution of a full release
of any and all claims and shall be in lieu of any and all other severance benefits Conduent offers its employees. 
 Definitions of Cause and Good Reason

 The term “for cause” as used in this letter shall mean any one or more of the following reasons for termination: (i) your failure to
follow the directions of your manager provided such directions are not inconsistent with your job duties and/or with applicable law; (ii) your performance of any act of fraud, dishonesty, misappropriation or embezzlement, or other similar
willful misconduct while conducting business on behalf of Conduent or executing upon your job duties and responsibilities; (iii) your conviction of any felony or a crime involving moral turpitude (including pleading guilty or no contest to such
crime or a lesser crime which results from plea bargaining); (iv) your performance becomes impaired due to alcohol or substance abuse and you refuse to seek treatment; (v) your performance of any act which injures or reasonably could be
expected to injure the reputation, brand, business or business relationships of Conduent; and (vi) your violation of any material Conduent policy, including, but not limited to, policies prohibiting sexual harassment, retaliation,
discrimination, and violence. 

 The term “good reason” as used herein shall mean any one or more of the following reasons for
termination: (i) a material decrease in your base salary (other than any decrease that is applicable to you on substantially the same terms and percentage basis as are applicable to all other similarly situated executives of Conduent), (ii) a
material diminution in your authority, duties, or responsibilites or demotion to a role that that is not commensurate with your credentials and experience (provided, however, that Conduent’s hiring of a Chief Executive Officer and/or a Chief
Commercial Officer (or an individual with a similar title whose responsibilities include overseeing activities relating to sales) who reports directly to the Chief Executive Officer shall in no event constitute “good reason”), (iii)
Conduent’s breach of any of its material obligations hereunder which breach remains uncured thirty (30) days after Conduent’s receipt of written notice of such breach, and (iv) relocation of your position to a site that is more
than 50 miles from your currently assigned work location. To be eligble for the enhanced severance and constitute good reason, you must terminate your employment within thirty (30) days of the occurrence of any item(s) listed above. 

Benefits and Perquisites 
 We are pleased to offer you a
comprehensive benefits package, including medical, dental, vision care, disability income protection, accident insurance, and life insurance. You are eligible for coverage on your first day of employment. You will be eligible for up to four
(4) weeks of paid vacation per year under the current Conduent’s Paid Time Off Policy. The Company anticipates moving its executives to a flexible vacation plan during 2019. At that time, you will transition to the new vacation plan along
with your peers so that you can schedule and take planned paid vacation as needed. 
 As a Corporate Officer of Conduent, you will also be eligible for the
following programs: 
  

	 	•	 	 Financial and tax planning assistance up to $15,000 per year 

 

	 	•	 	 Annual physical examination through Conduent’s preferred provider or reimbursement of up to $5,000 for the
cost of a physical by your own physician 

  

	 	•	 	 Annual credit monitoring up to $350 per year 

Any reimbursements or in-kind benefits as described above shall be made or provided in accordance with the
requirements of Section 409A of the Internal Revenue Code of 1986, as amended, including, where applicable, the requirement that (i) any reimbursement is for expenses incurred during the period of time specified above, (ii) the amount
of expenses eligible for reimbursement, or in-kind benefits provided, during a calendar year may not affect the expenses eligible for reimbursement, or in-kind benefits
to be provided, in any other calendar year, (iii) the reimbursement of an eligible expense will be made no later than the last day of the calendar year following the year in which the expense is incurred, and (iv) the right to
reimbursement or in-kind benefits is not subject to liquidation or exchange for another benefit. 
 SEC Reporting
Requirements 
 As a Corporate Officer, you will be subject to Securities and Exchange Commission (“SEC”) reporting requirements and to the
SEC’s rules, if applicable, related to the valuation and disclosure of executive compensation and perquisites. You will receive communications on these topics directly from our General Counsel, Michael Peffer. 

Section 409A 
 For purposes of the limitations on
nonqualified deferred compensation under Section 409A of the Code, each payment of compensation under this agreement shall be treated as a separate payment of compensation for purposes of applying the Section 409A of the Code deferral
election rules and the exclusion from Section 409A of the Code for certain short-term deferral amounts. Any amounts payable solely on account of an involuntary separation from service within the meaning of Section 409A of the Code shall be
excludible from the requirements of Section 409A of the Code, either as involuntary separation pay or as short-term deferral amounts (e.g., amounts payable under the schedule prior to March 15 of the calendar year following the calendar
year of involuntary separation) to the maximum possible extent. If, as of the date of a termination, you are a “specified employee” as determined by Conduent, then to the extent that any amount or benefit that would be paid or provided to
you under this agreement within six (6) months of your “separation from service” (as determined under Section 409A) constitutes an amount of deferred compensation for purposes of Section 409A and is considered for purposes
of Section 409A to be owed to you by virtue of your separation from service, then such amount or benefit will not be paid or provided during the six-month period following the date of your separation from
service and instead shall be paid or provided on the first business day that is at least seven (7) months following the date of your separation from service, solely to the extent necessary to avoid the imposition of taxes under
Section 409A of the Code. 
  

 Other Conditions 

It is our sincere hope and belief that our relationship will be a beneficial one, however, Conduent does not offer employment on a fixed term basis. Unless
otherwise prohibited by law, this letter should not be considered in any manner as a proposed contract for employment for any fixed term, as your employment will be “at will.” That is, either you or Conduent can terminate this relationship
at any time, with or without cause or notice. In addition, Conduent may change any term or condition of your employment at will; with or without cause or notice. 

You acknowledge, covenant, agree, warrant and represent that: (i) you are not a party to any contract, nor are you subject to, or bound by any
commitment, restrictive covenant or agreement, order, judgment, decree, law, statute, ordinance, rule, regulation or other restriction of any kind or character, which either would or purports to, prevent or restrict you from entering into and
performing your obligations under this offer letter free of any limitations, (ii) you are free to enter into the arrangements contemplated herein, (iii) you are not subject to any agreement or obligation that would limit your ability to
act on behalf of Conduent or any of its subsidiaries, and (iv) your termination of your existing employment, your entry into the employment contemplated herein and your performance of your duties in respect thereof, will not violate or conflict
with any agreement or obligation to which you subject. In particular, you will not use or disclose any information in violation of any agreement you may have. Furthermore, you have delivered to Conduent true and complete copies of any currently
effective employment agreement, non-competitive agreement or similar agreement to which you are subject. 
 This
offer of employment is contingent upon the successful completion of pre-employment background checks (criminal, credit etc.) which will require your execution of a background screening consent. Additionally,
your employment is contingent on each of the following: (i) your execution of Conduent’s standard Confidentiality and Non-Disclosure Agreement, and (ii) the completion of satisfactory reference
checks. Lastly, you will be required to present documents necessary to complete an I-9 Form. I will arrange for Human Resources to contact you to make an appointment with an
I-9 verifier prior to your scheduled start date. 

 This offer will remain in effect until May 22, 2019. 

I am excited you are joining the Conduent leadership team and I look forward to your contributions and success. 

Sincerely, 
 /s/ Jeff Friedel 

Jeff Friedel 
 Chief People Officer 

 
 I ☑ Accept            
☐ Decline this offer: 
  

					
	 /s/ Cliff Skelton
	 		    	 22 May 2019

	Signature	 		    	DateEX-10.1

 Exhibit 10.1 

RED LION HOTELS CORPORATION 

PERFORMANCE-BASED RESTRICTED STOCK UNIT AGREEMENT 

NOTICE OF GRANT 

Red Lion Hotels Corporation (“RLHC”) is pleased to inform you that you, <<Grantee>>, have been granted the number of
Performance-Based Restricted Stock Units (“PSUs”) indicated below under RLHC’s 2015 Stock Incentive Plan, as amended (the “Plan”) and the terms of this Performance-Based Restricted Stock Unit Agreement (including the Notice
of Grant and Appendix A, all of which are the “Agreement”). Subject to the provisions of the Agreement and the Plan, the principal features of this grant are as follows: 

 

			
	 Grant Date:
	  	
	 Total Number of PSUs:
	  	
	 Vesting Date:
	  	
	 Performance Conditions:
	  	 See attached Schedule 1

	 Performance Period:
	  	
	 Acceptance Deadline:
	  	 You must accept this grant of PSUs prior to the Acceptance

Deadline, which is fourteen (14) days from the Grant Date.

 Except as otherwise provided in the Agreement or by the terms of the Plan, in addition to meeting the
Performance Conditions set forth above, you must be employed by, or providing service to, RLHC or one of its Affiliates on the Vesting Date in order to vest in the PSUs. 

Your acceptance of this grant either by signature below or by electronic acceptance indicates your understanding that this grant is subject to
all of the terms described in this Agreement, including Appendix A, and the Plan. Important additional information on vesting and forfeiture of the PSUs covered by this grant is contained in paragraphs 3, 4 and 6 of Appendix A.
PLEASE BE SURE TO READ ALL OF APPENDIX A, WHICH CONTAINS THE SPECIFIC TERMS OF THIS GRANT. 
 THIS AGREEMENT MUST
BE ACCEPTED BY YOU BY THE ACCEPTANCE DEADLINE, OR THIS GRANT OF PSUS WILL AUTOMATICALLY BE CANCELED. 
  

					
	RED LION HOTELS CORPORATION	  	GRANTEE
			
	By:	  	  
	  	  

	Title:	  	  
	  	<<Grantee>>

 APPENDIX A 

TERMS OF PERFORMANCE-BASED RESTRICTED STOCK UNITS 

1. Grant. RLHC hereby grants to you under the Plan the number of PSUs indicated in the Notice of Grant, subject to all of the terms in
this Agreement and the Plan. 
 2. RLHC’s Obligation to Pay. Unless and until the PSUs have vested in the manner set forth in
paragraphs 3 or 4, you will have no right to payment of the PSUs. 
 3. Vesting Schedule. As soon as administratively practicable
following the end of the Performance Period shown in the Notice of Grant, the Compensation Committee will determine whether and to what extent the Performance Conditions have been met, and the number of PSUs that may be awarded on the Vesting Date
based upon the achievement of such Performance Conditions. Any PSUs not earned because of the failure to meet the Performance Conditions will be forfeited. Based upon and subject to the Recipient’s achievement of the Performance Conditions, the
PSUs will become vested on the applicable Vesting Date, provided that you remain in Continuous Service with RLHC or one of its Affiliates from the Grant Date through the applicable Vesting Date, except to the extent otherwise provided in this
Agreement, in a written agreement between RLHC and you, or in accordance with the then-applicable written policies of RLHC. 
 4.
Acceleration of Vesting. The Administrator may accelerate the vesting of some or all of the PSUs at any time, subject to the terms of the Plan. If so accelerated, the PSUs will be considered as having vested as of the date specified by the
Administrator. In addition, the PSUs will vest upon the following events and in accordance with the following: 
 (a) Death or
Disability. In the event of your death or Disability during the Performance Period, you (or your estate, as appropriate) will receive at the end of the Performance Period the number of PSUs determined in accordance with Section 3 above
based upon the achievement of the Performance Conditions, prorated from the beginning of the Performance Period through the date of death or Disability based on the number of your completed months of Continuous Service during the Performance Period.

 (b) Change in Control. 

(i) In the event a Change in Control occurs prior to the completion of the Performance Period, a prorated portion of the PSUs granted
hereunder will convert to time-based restricted stock units, without change to the Vesting Date set forth on the Notice of Grant. The number of PSUs to convert to time-based restricted stock units hereunder will equal the Target award number shown
on Schedule 1, multiplied by a fraction equal to the number of days you were employed during the Performance Period which shall end on the date of the Change in Control, over the total number of days of the original Performance Period.
Notwithstanding the foregoing, in the event the price per share paid by a buyer in the Change of Control transaction is less than the price per share on the Grant Date, then the Administrator may, in its discretion, convert to time-based restricted
stock units a lesser number of (or zero) PSUs. 
 (ii) The vesting of the time-based restricted stock, if so converted, will additionally be
accelerated by the Administrator if [within the 12-month period following the Change in Control, there is a Constructive Termination of your employment with RLHC] [your employment with RLHC is terminated
without Cause or you terminate your employment for Good Reason] (as such terms are defined in your employment offer letter or employment agreement with RLHC). If so accelerated, the PSUs will be considered as having vested as of the date of your
Constructive Termination, subject to your 

  
 A-1 

 
compliance with the requirements of your employment offer letter or employment agreement, with payment to you as soon as administratively practicable following the date of vesting (but in no
event later than March 15 of the calendar year following the calendar year in which such PSU vested). 
 5. Payment after
Vesting. Any PSUs that vest while you remain employed by RLHC or one of its Affiliates in accordance with paragraph 3 will be paid to you (or in the event of your death, to your estate) in shares of Common Stock as soon as administratively
practicable following the date of vesting, subject to paragraph 8. Any PSUs that continue to vest after you cease to be employed by RLHC or one of its Affiliates as provided in paragraph 3 or that vest in accordance with paragraph 4 will be
paid to you (or in the event of your death, to your estate) in shares of Common Stock in accordance with the provision of such paragraphs, subject to paragraph 8. For each PSU that vests, you will receive one share of Common Stock. 

6. Forfeiture. Except as expressly provided herein, any PSUs that have not vested at the time you cease to be employed by RLHC or one of
its Affiliates will be forfeited and automatically transferred to and reacquired by RLHC at no cost to RLHC. 
 7. Death. Any
distribution or delivery to be made to you under this Agreement will, if you are then deceased, be made to the administrator or executor of your estate. The administrator or executor must furnish RLHC with (a) written notice of his or her
status as transferee, and (b) evidence satisfactory to RLHC to establish the validity of the transfer and compliance with any applicable laws or regulations. 

8. Withholding of Taxes. Regardless of any action RLHC or the company that employs you (the “Employer”) takes with respect to
any or all income tax, social insurance, payroll tax, payment on account or other tax-related withholding (“Tax-Related Items”), you acknowledge that the
ultimate liability for all Tax-Related Items legally due by you is and remains your responsibility and that RLHC and the Employer (1) make no representations or undertakings regarding the treatment of any
Tax-Related Items in connection with any aspect of the grant of PSUs, including the grant, vesting and lapse of repurchase rights, the subsequent sale of shares of Common Stock and/or the receipt of any
dividends; and (2) do not commit to structure the terms of the grant or any aspect of the grant of PSUs to reduce or eliminate your liability for Tax-Related Items. When shares of Common Stock are issued
as payment for vested PSUs, you will recognize immediate U.S. taxable income if you are a U.S. taxpayer. If you are a non-U.S. taxpayer, you will be subject to applicable taxes in your jurisdiction. RLHC or
the Employer is required to withhold from you an amount that is sufficient to pay the minimum federal, state and local income, employment and any other applicable taxes required to be withheld by RLHC or the Employer with respect to the shares of
Common Stock issued to you. RLHC or the Employer may, in its discretion, meet this withholding requirement in any one or more of the following ways: 

(a) by withholding or selling a portion of the shares that otherwise would be paid out for your vested PSUs; 

(b) by withholding the amount necessary to pay the applicable taxes from your paycheck, with no withholding of shares; 

(c) by requiring you to make alternate arrangements to meet the withholding obligation; or 

(d) such other method as RLHC or the Administrator may elect in compliance with local law. 

No payment of shares will be made to you (or your estate) for PSUs unless and until satisfactory arrangements (as determined by RLHC) have been made by you to
fulfill RLHC’s (or the Employer’s) 

  
 A-2 

 
obligation to withhold or collect any income and other taxes with respect to the PSUs. By accepting this grant, you expressly consent to and authorize the withholding of Shares and to any
additional (or alternative) cash withholding as provided for in this paragraph 8. All income and other taxes related to the PSU award and any shares delivered in payment thereof are your sole responsibility. 

9. Nature of Grant. In accepting this Award, you acknowledge that: (a) the Plan is established voluntarily by RLHC, it is
discretionary in nature and it may be modified, amended, suspended or terminated by RLHC at any time, unless otherwise provided in the Plan and this Agreement; (b) the grant of PSUs is voluntary and occasional and does not create any
contractual or other right to receive future grants of PSUs, or benefits in lieu of such grants even if PSUs have been granted repeatedly in the past; (c) all decisions with respect to future PSU grants, if any, will be at the sole discretion
of RLHC; (d) you are voluntarily participating in the Plan; (e) the grant of PSUs is an extraordinary item that does not constitute compensation of any kind for services of any kind rendered to RLHC or the Employer, and which is outside
the scope of your employment contract, if any; (f) the PSUs are not part of normal or expected compensation or salary for any purposes, including, but not limited to, calculating any severance, resignation, termination, redundancy, end of
service payments, bonuses, long-service awards, pension or retirement benefits or similar payments; and (g) the future value of the shares of Common Stock issuable under this Agreement is unknown and cannot be predicted with certainty. 

10. Address for Notices. Any notice to be given to RLHC under the terms of this Agreement must be addressed to Red Lion Hotels
Corporation, in care of its General Counsel, 201 W. North River Drive, Suite 100, Spokane, WA 99201, or at such other address as RLHC may hereafter designate in writing. 

11. Grant is Not Transferable. Except to the limited extent provided in paragraph 7 above, this grant (and the associated rights
and privileges) cannot be transferred, assigned, pledged or hypothecated in any way (whether by operation of law or otherwise) and will not be subject to sale under execution, attachment or similar process. Upon any attempt to transfer, assign,
pledge, hypothecate or otherwise dispose of this grant, or of any associated right or privilege, or upon any attempted sale under any execution, attachment or similar process, this grant and the associated rights and privileges will immediately
become null and void. 
 12. Restrictions on Sale of Securities. The shares of Common Stock issued as payment for vested PSUs will be
registered under the U.S. federal securities laws and will be freely tradable upon receipt. However, your subsequent sale of the shares will be subject to any market blackout-period that may be imposed by RLHC and must comply with RLHC’s
insider trading policies, and any other applicable securities and other laws. 
 13. Delay in Payment. Notwithstanding any other part
of this Agreement, any PSU otherwise payable to you pursuant to this Agreement will not be paid during the six-month period following your termination of employment unless RLHC determines, in its good faith
judgment, that the payment would not cause you to incur an additional tax under Section 409A of the Code and any temporary or final Treasury Regulations and Internal Revenue Service guidance thereunder (“Section 409A”). If the
payment of any amounts are delayed as a result of the previous sentence, any PSU otherwise payable to you during the six (6) months following your termination will accrue during such six-month period and
will become payable in shares of Common Stock on the date six (6) months and one (1) day following the date of your termination. 

14. Binding Agreement. Subject to the limitation on the transferability of this grant contained herein, this Agreement will be binding
upon and inure to the benefit of the heirs, legatees, legal representatives, successors and assigns of the parties hereto. 

  
 A-3 

 15. Conditions for Issuance of Certificates for Stock. Any shares of Common Stock
deliverable to you may be either previously authorized but unissued shares or issued shares that have been reacquired by RLHC. RLHC will not be required to issue any certificate or certificates for shares hereunder prior to fulfillment of all the
following conditions: (a) the admission of the shares to listing on all stock exchanges on which the stock is listed; (b) the completion and continued effectiveness of any registration or other qualification of the shares under any U.S.
state or federal law or under the rulings or regulations of the Securities and Exchange Commission or any other governmental regulatory body that the Administrator shall, in its absolute discretion, deem necessary or advisable; (c) the
obtaining of any approval or other clearance from any U.S. state or federal governmental agency or any other governmental regulatory body that the Administrator shall, in its absolute discretion, determine to be necessary or advisable; and
(d) the lapse of a reasonable period of time following the date of vesting or other scheduled payout of the PSUs as the Administrator may establish from time to time for reasons of administrative convenience. 

16. Plan Governs. This Agreement is subject to all terms and provisions of the Plan. In the event of a conflict between this Agreement
and the Plan, the Plan will govern. Capitalized terms used and not defined in this Agreement will have the meaning set forth in the Plan. 

17. Captions. Captions used in this Agreement are for convenience only and are not to serve as a basis for interpretation or
construction of this Agreement. 
 18. Agreement Severable. In the event that any provision in this Agreement is held invalid or
unenforceable, the provision will be severable from, and the invalidity or unenforceability will not be construed to have any effect on, the remaining provisions of this Agreement. 

19. Entire Agreement. This Agreement constitutes the entire understanding of the parties on the subjects covered. You expressly warrant
that you are not executing this Agreement in reliance on any promises, representations, or inducements other than those contained in the Agreement. 

20. No Effect on Employment or Service. YOU FURTHER ACKNOWLEDGE THAT NOTHING IN THIS AGREEMENT CONSTITUTES A CONTRACT OF EMPLOYMENT AND
THAT EACH OF YOU AND RLHC (INCLUDING ITS SUBSIDIARIES AND AFFILIATES) RESERVES THE RIGHT TO TERMINATE THE EMPLOYMENT OR SERVICE RELATIONSHIP AT ANY TIME AND FOR ANY REASON, WITH OR WITHOUT CAUSE AND WITH OR WITHOUT NOTICE, WHEREVER ALLOWED BY LOCAL
LAWS. 
 21. Notice of Governing Law. This grant of PSUs is governed by, and will be construed in accordance with, the laws of the
State of Washington without regard to principles of conflict of laws. For purposes of litigating any dispute that arises directly or indirectly from the relationship of the parties evidenced by this grant or the Agreement, the parties agree to
submit to and consent to the exclusive jurisdiction of the State of Washington and agree that such litigation will be conducted only in the courts of Spokane County, Washington, or the federal courts for the United States for the Eastern District of
Washington, and no other courts, where this grant is made and/or to be performed. 
 22. Electronic Notice. The Recipient consents and
agrees to electronic delivery of any documents that RLHC may elect to deliver (including, but not limited to, prospectuses, prospectus supplements, grant or award notifications and agreements, account statements, annual and quarterly reports, and
all other forms of communications) in connection with this Agreement and any other award made under the Plan. The Recipient understands that, unless earlier revoked by the Recipient by giving written notice to RLHC at Red Lion Hotels Corporation, in
care of its General Counsel, 201 W. North River Drive, Suite 100, Spokane, WA 99201, this consent will be effective for the duration of the PSU. By accepting the terms and conditions of this Agreement, the Recipient acknowledges receipt of a copy of

  
 A-4 

 
the Plan, Prospectus, and RLHC’s most recent Annual Report and Proxy Statement (the “Prospectus Information”). The Recipient represents that he or she is familiar with the terms
and provisions of the Prospectus Information and hereby accepts this PSU on the terms and conditions set forth herein and in the Plan, and acknowledges that he or she had the opportunity to obtain independent legal advice at his or her expense prior
to accepting this PSU. 

  
 A-5 

 SCHEDULE 1 

PERFORMANCE CONDITIONS 
 Target
Value of PSUs—$__________ 
 Grant Price—$___________ 
  

																			
	 	 	 Targets
	  	Weighted Payouts
(# of shares underlying PSUs)	 
	 PSU Vesting Factors
	 	 Minimum
	 	 Target
	  	 Maximum
	  	Minimum	 	  	Target	 	  	Maximum	 
	 TOTALS:
	 		 		  		  	 	50%	 	  	 	100%	 	  	 	160%	 

 For any performance measure that falls between a minimum and target, or between a target and a maximum, the payout shall be
calculated on a straight line basis.

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00296-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00296-of-00352.parquet"}]]