Document:

EX-10.1

 Exhibit 10.1 

 
 

 
 2013 
 Annual 
 Incentive 

Plan 
  

			
	  

  

Table of Contents 
  

					
	 THE 2013 AMERICAN WATER ANNUAL INCENTIVE PLAN
	  	 	1	  
		
	 Your Performance — Your Award
	  	 	1	  
		
	 Eligibility
	  	 	2	  
		
	 DETERMINING AIP AWARDS
	  	 	4	  
		
	 Step 1: Establish initial award pool based on overall corporate performance
	  	 	5	  
		
	 Step 2: Allocate overall corporate funding to organizational groups/ functional areas, and adjust specific organizational
group/functional area funding to reflect results
	  	 	7	  
		
	 Step 3: Determine individual AIP award based on (a) individual performance, and (b) available
organizational group/functional area funding; awards are paid from available organizational group/functional area award pool
	  	 	7	  
		
	 WHAT THE 2013 AIP MEANS FOR YOU
	  	 	8	  
		
	 Performance Ratings
	  	 	8	  
		
	 Award Funding Determination
	  	 	10	  
		
	 Receiving Your AIP Award
	  	 	11	  
		
	 FREQUENTLY ASKED QUESTIONS
	  	 	12	  

			
	American Water	 	1

  

 THE 2013 AMERICAN WATER ANNUAL INCENTIVE PLAN 

Your Performance — Your Award 
 At
American Water, your performance counts. We rely on our employees’ knowledge and skills to help the company achieve its business objectives. 
  

	•	 	 The American Water 2013 Annual Incentive Plan (AIP) is designed to give eligible exempt employees an annual opportunity to earn a cash award that
recognizes and rewards their contributions to the company’s success. This means that company and individual performance are both taken into account to determine cash awards under the plan. We continue to make adjustments to the
AIP design to reinforce the link between company and individual performance and award payouts. 

  

	•	 	 We are continuing the funding approach that was used in 2012, which directly ties the amount of available cash for AIP payouts to company performance
against specific metrics. AIP funding for all eligible, exempt employees will depend on the company’s achieving its financial, Business Transformation and operational goals. 

 

	•	 	 Your individual performance continues to play a large role in determining the amount of your payout. Employees who exceed their
performance targets could receive higher payouts. Conversely, employees who underperform and do not meet their performance targets could receive lower payouts or no payout at all. In short, your performance directly impacts the amount of your
award. 

 The 2013 AIP is designed to challenge and motivate you to perform at your highest level, and promote the
creation of value to the customer and shareholder. Read this brochure to learn about how the 2013 plan works and what it means for you. 

			
	American Water	 	2

  

 The 2013 AIP 

Elements of the Program 

 

	•	 	 AIP award pool funding is based on overall corporate performance against specific financial, Business Transformation and operational performance
(represented by the Corporate Multiplier), then allocated across organizational groups/functional areas. Allocation is subject to senior management’s discretion and recognizes organizational group/functional area results.

  

	 	•	 	 AIP funding for all eligible exempt employees depends on the company achieving its financial, nonfinancial goals which are Business
Transformation and operational performance. 

  

	 	•	 	 A pre-determined financial threshold for company performance must be met in order for funding and any award to be provided under the AIP,

  

	•	 	 Individual award payouts will be based on individual performance against specific goals represented by the Individual Performance Factor
and paid from available organizational group/functional area funding.

	•	 	 For 2013, the Individual Performance Factor range is 0%-200%. Individual payouts will be capped at 200% of AIP target award.

  

	•	 	 Award opportunity (Target Award) is expressed as a percentage of base salary. (See Attachment B). 

 

	 	•	 	 Actual payout may be lower or higher than target depending on company and individual performance against specific goals.

  

	•	 	 Individual performance is assessed by your manager and measured against your pre- determined performance goals.

  

	•	 	 Your AIP will be distributed as a cash award in March. 

 

	 	•	 	 You must be actively employed with American Water on the date awards are paid to receive your 2013 AIP payout. You (or your beneficiary) may be
eligible for a prorata award if you are disabled, retire, die, involuntarily terminate (not “for cause”) or a divestiture occurred after June 30, 2013. Involuntary termination for cause would not be eligible.

 

  
 Eligibility 

 

	•	 	 You are eligible for an AIP award opportunity if you are a regular, full-time exempt employee of American Water. 

 

	 	•	 	 Regular, full-time exempt employees who join American Water on or before September 30, 2013 are also eligible to participate in the AIP on a
prorated basis. 

  

	 	•	 	 Employees transferred from nonexempt to exempt status on or after September 30, 2013 are not eligible in the current plan year.

			
	American Water	 	3

  

	•	 	 If you are promoted or transferred during the plan year to a position with a higher AIP target level, or if you are reclassified/transferred to
a position with a lower AIP target level, your award payout will be based on your new salary and target level as of December 14, 2013, except ML4s and above who will be prorated at each salary and target level. All AIP target awards will
be paid based on salaries as of December 14, 2013. 

  

	•	 	 You must be an active employee with American Water on the date the payout is made in order to receive the award. You (or your beneficiary) may be
eligible for a prorata award if you are disabled, retire, die, involuntarily terminate (not “for cause”) or a divestiture occurred after June 30, 2013. (Retirement under this plan is age 55 and 10 total years of employment service.)

  

	•	 	 You are not eligible for an AIP award if: 

  

	 	•	 	 you transfer from exempt status to nonexempt status during the current plan year or your job was reclassified to nonexempt status,

  

	 	•	 	 your performance rating is “Unacceptable” or “Too Soon to Rate,” 

 

	 	•	 	 you have not complied with the company’s annual Code of Ethics certification by the established deadline, 

 

	 	•	 	 your employment was involuntarily terminated for cause. 

 Why Is the Plan Based on Individual Performance? 
 Since the value (as reflected in our
share price and our return to shareholders) and success of our business depend on the achievement of annual company and individual performance goals, American Water recognizes the need to differentiate and reward the performance of employees who
enable us to reach these goals. The 2013 AIP is designed to ensure that award payouts are directly tied to measurable contributions — both company and individual — to American Water’s success. 

			
	American Water	 	4

  

 DETERMINING AIP AWARDS 
 AIP award payouts depend on individual performance; they also depend on overall corporate performance and organizational group/functional area results (which determine award pool funding).

 AIP awards will be determined according to the following three-step process: 

 

			
	Step 1:	  	Establish initial award pool based on overall corporate performance.
		
	Step 2:	  	Allocate overall corporate funding to organizational groups/functional areas, and adjust specific organizational group/functional area funding to reflect
results.
		
	Step 3:	  	Determine AIP award based on individual performance; awards are paid from available organizational group/functional area funding.

			
	American Water	 	5

  

 Step 1: Establish initial award pool based on overall corporate performance 

 

			
	 Each year, American Water establishes funding for the AIP award pool. In 2013, the funding will be directly tied to company performance
and represented by the Corporate Multiplier. The Corporate Multiplier can range from 0% to 150% depending on how well the company performed against the financial, Business Transformation and operational goals described below. Note that there
is a pre- determined threshold for company performance:
  
 •      2013 Diluted Earnings Per Share (EPS) must be at least 94% of target for any financial funding and award to be provided under the AIP.

 

•      2013 Diluted Earnings Per Share (EPS) must be at least 90% of
target for funding of any award to be provided under the A IP for Business Transformation and Operational Performance Factors.
	  	 Based on financial (weighted 55%), nonfinancial (weighted 45%)

Business Transformation(weighted 25%) and
 operational (weighted 20%) goals
  
 

			
	American Water	 	6

  

	•	 	 Financial Metric (Weighted 55%) * 

  

	 	•	 	 Diluted Earnings Per Share is a widely tracked measure of financial performance/profitability, and is calculated as follows:

 Net Income to Common Stockholders 

÷ 

Average Outstanding Shares (including dilutive securities such as stock options) 

= 

Diluted Earnings per Share 
  

	*	2013 Diluted Earnings Per Share (EPS) must be at least 94% of target for any financial funding and award to be provided under the AIP. 

 

	 	•	 	 Nonfinancial Metric (Weighted 45%) 

  

	 	•	 	 Business Transformation (Weighted 25%) 

  

	 	•	 	 Enterprise Asset Management/Customer Information System successful go live (Judgment of Management with Discretion of the Board of Directors.)

  

	 	•	 	 Operational Performance (Weighted 20%)* 

  

	 	•	 	 Environmental Compliance Notices of Violation (NOVs) (5%) 

 

	 	•	 	 Safety Performance (5%) 

  

	 	•	 	 Customer Satisfaction Survey (5%) 

  

	 	•	 	 Customer Service Quality Survey (5%) 

  

	*	These outcomes are based on a combination of surveys, end-of-year results, data and other annual reports (For more details on these performance measures, see
Attachment A at the back of this brochure). 

 Please note that AIP funding for all employees will depend on
how well the company achieves its financial, nonfinancial goals which are Business Transformation and operational performance. A predetermined financial threshold for company performance must be met in order for funding and any

			
	American Water	 	7

  

 
award to be provided under the AIP. For 2013, the threshold is 90% of EPS target in order to fund any award to be provided under the AIP for Business Transformation and operational performance
factors. 
 The financial, Business Transformation and operational metrics are added together to determine the Corporate Multiplier. So, even if
certain metrics are not achieved, the funding may be reduced, but not eliminated altogether. However, if the company’s financial performance does not meet the threshold, the Corporate Multiplier will be reduced to zero, which would eliminate
any award payout. The Corporate Multiplier (and thus funding for payouts) may be adjusted to take into account nonrecurring items such as impairment charges, dissolutions or acquisitions of businesses or costs associated with one-time events.

 Step 2: Allocate overall corporate funding to organizational groups/ functional areas, and adjust specific organizational group/functional
area funding to reflect results 
 Once the overall corporate funding is determined as described under Step 1, senior management will
allocate the corporate funding to American Water’s organizational groups and functional areas. The funding for each organizational group/functional area may be increased or decreased, at senior management’s discretion, to reflect specific
organizational group/functional area results. 
 Step 3: Determine individual AIP award based on (a) individual performance, and
(b) available organizational group/functional area funding; awards are paid from available organizational group/ functional area award pool 
 Your AIP target award (i.e., your award opportunity) is based on your job with the company and is expressed as a percentage of your base salary. Your actual award payout may be higher or lower than
target depending on whether individual and company performance goals have been met, and your organizational group’s/ functional area’s results. Contact your manager for information on your individual AIP Target Award.

			
	American Water	 	8

  

 Your individual performance factor is based on (a) your performance against specific
targets, and 
 (b) the amount of organizational group/functional area funding available 

 
 

 
 The sum of individual awards for a specific organizational group/functional area must not exceed

 the funding allocated to that organizational group/functional area 
 The Individual Performance Factor represents how well you achieve your annual individual performance goals. Your Individual Performance Factor (IPF)
can range from 0% to 200%, depending on your performance for the plan year and the amount of organizational group/functional area funding available. This performance factor will then be multiplied by your Target Award to determine your 2013 AIP
award payout. Individual payouts will be capped at 200% of AIP target award. 
 Individual AIP awards are then paid from the available
organizational group/ functional area award funding, which may impact the original IPF determination. The sum of all individual awards within a given organizational group/functional area must not exceed its allocated pool of dollars. 

WHAT THE 2013 AIP MEANS FOR YOU 

Performance Ratings 
 Most people are
motivated to do their best; therefore the better you perform, the greater your potential award will be under the plan. It is your responsibility to maximize your award opportunity by achieving or exceeding your goals.

 Each year, you and your manager identify four to six high priority and challenging performance targets, which represent where you can
directly impact the company’s success. These performance targets and their weightings should be specific, measurable and aligned with the company’s performance targets. During your year- end performance review, you and your manager will
discuss how well you performed against the established targets, and rate your performance using one of the following performance ratings: 

			
	American Water	 	9

  

 2013 Performance Rating Scale 

  

					
	 Rating
	 	 	  	 Description

			
	Exceptional	 		  	Contributions are widely recognized as extraordinary. Results far exceed all defined expectations, producing important and substantial impact on the Company, Division,
Operating Company, Line of Business or Function.
			
	Highly Effective	 		  	 Contributions are widely recognized as distinguished.
 Results exceed all or most expectations, producing a tangible and material impact on the Company, Division, Operating Company, Line of Business or Function.

			
	Commendable	 		  	Contributions are widely recognized as meaningful. Results meet, and in some cases exceed expectations, producing a positive and desirable impact on the Company, Division,
Operating Company, Line of Business or Function.
			
	Needs Improvement	 		  	Contributions are widely recognized as limited. Results generally meet but in some cases fall slightly short of expectations, producing inconsistent and marginal impact on the
Company, Division, Operating Company, Line of Business or Function.
			
	Unacceptable	 		  	Contributions are widely recognized as unsatisfactory. Results fall considerably short of expectations, producing negligible or no impact on the Company, Division, Operating
Company, Line of Business or Function.
			
	Too Soon to Rate	 		  	Contributions cannot be measured at this time because more time is needed to see a result.

 Later, during the AIP process, your manager will use your rating to determine your Individual Performance Factor.
Depending on how you performed during the year, you could potentially earn a higher payout — or you could earn a lower payout or no payout at all. In other words, the AIP design gives you more power to impact the size of your award. It
also means that you are accountable for meeting your performance goals. 

			
	American Water	 	10

  

 Award Funding Determination 
 Below are four scenarios that demonstrate how AIP funding may be calculated: 

AIP Funding Assumptions 
  

					
	 Total AIP Funding *
	  	$	20,000,000	  
	 Total AIP Funding for Organizational Group*
	  	$	2,000,000	  

  

	*	The total is the sum of the target awards for the eligible employees. 

  

																	
	 	  	Performance	 
	 	  	Scenario 1	 	  	Scenario 2	 	  	Scenario 3	 	  	Scenario 4	 
	•    Company	  	Above Target	 	  	Target	 	  	Threshold	 	  	Below Threshold	 
	 — Financial Performance Factor
	  	 	1.39	  	  	 	0.94	  	  	 	0.25	  	  	 	0.00	  
	 — Business Transformation Performance Factor
	  	 	1.10	  	  	 	0.85	  	  	 	0.50	  	  	 	0.00	  
	 — Operational Performance Factor
	  	 	0.90	  	  	 	1.16	  	  	 	0.50	  	  	 	0.00	  

  

									
	 	 	Scenario 1	 	Scenario 2	 	Scenario 3	 	Scenario 4
		
	 STEP 1: Establish corporate funding based on overall corporate performance
	 	
	 Total of AIP Targets (A)
	 	$20,000,000	 	$20,000,000	 	$20,000,000	 	$20,000,000
	 Financial Performance Factor (i) (55% weight)
	 	1.39 x 0.55 = 

0.76
	 	0.94 x 0.55 = 0.52	 	0.25 x 0.55 = 0.14	 	0.00 x 0.55 = 0.00
	 Business Transformation Performance Factor (ii) (25% Weight)
	 	1.10 x 0.25 = 0.27	 	0.85 x 0.25 = 0.21	 	0.50 x 0.25 = 0.12	 	0.00 x 0.25 = 0.00
	 Operational Performance Factor (iii) (20% weight)
	 	0.90 x 0.20 = 0.18	 	1.16 x 0.20 = 0.23	 	0.50 x 0.20 = 0.10	 	0.00 x 0.20 = 0.00
	 i + ii + iii = Corporate Multiplier (B)
	 	1.21	 	.96	 	0.36	 	0.00
	 A x B = Corporate Funding
	 	$20,000,000 x1.21 =
$24,200,000	 	$20,000,000 x.96 =
$19,200,000	 	$20,000,000 x 0.36 =
$7,200,000	 	$20,000,000 x 0.00 =
$0

			
	American Water	 	11

  

									
	STEP 2: Allocate overall corporate funding to organizational groups/functional areas; adjust specific organizational group/functional area funding to reflect
results
	 Organizational Group Pool (C) (Allocated from corporate funding)
	 	$2,420,000	 	$1,920,000	 	$720,000	 	$0
	 Organizational Group
	 	1.00	 	.80	 	1.20	 	1.00
	 Adjustment (D)
	 	(Target)	 	(Below Target)	 	(Above Target)	 	(Target)
	 C x D = Organizational Group Pool (adjusted based on results)
	 	$2,420,000 x1.00 =

$2,420,000
	 	$1,920,000 x 0.80 =

$1,536,000
	 	$720,000x1.20 =
$864,000	 	$0 x 1.00
= $0

 Both company and individual performance can significantly impact your final payout. Also, remember that the sum of
individual awards for a specific organizational group/functional area must equal the funding allocated to that organizational group/functional area. 
  

 
 Please discuss the AIP with your manager
to ensure you clearly understand how the formula works and how your performance impacts your potential award payout 
 Receiving Your
AIP Award 
 Awards will be paid in cash no later than March 15, 2014. If you are eligible for an award payout, please keep in mind
that: 
  

	•	 	 You must be actively employed with the company on the date of payout. 

 

	•	 	 The payout will be based on your annual base salary as of December 14, 2013 and subject to all federal, state and local income tax withholdings.

  

	•	 	 The American Water Board of Directors or its Designee has the right to adjust the award determination(s) and/or award payouts(s) at its discretion.

 Remember, it’s your performance —and your award: The contributions you make to American
Water’s success throughout the year ultimately impact the amount of your payout. Be sure to carefully review this brochure; then speak with your manager about the AIP and about what you can do to improve your performance and share the financial
rewards of American Water’s success. 

			
	American Water	 	12

  

 FREQUENTLY ASKED QUESTIONS 

 

			
	 Question
	  	 Answer

		
	How does the plan reward performance?	  	The AIP allows us to differentiate and reward the performance of employees who contribute to the achievement of the company’s goals. The 2013 AIP directly ties award payouts
to measurable contributions (company, organizational group/ functional area and individual) to American Water’s success.
		
	Who is eligible for the AIP?	  	All regular, full-time exempt employees are eligible to participate. If you join American Water on or before September 30, 2013, you are also eligible to participate in the plan
on a prorated basis.
		
	What do I have to do to receive an AIP award?	  	 Any payout will depend largely on your performance, as well as on company, organizational group/functional area performance
(including financial, nonfinancial- Business Transformation and operational), which determines funding.
 If your performance is rated
“Needs Improvement” or higher, you may receive an award payout—but only if threshold company performance metrics have been met. If your performance rating is “Unacceptable” or “Too Soon to Rate,” you will not
receive a payout. To maximize your award opportunity, it’s important to meet with your manager to establish meaningful performance goals, and then work hard throughout the year to achieve those goals.

		
	How is my AIP target award opportunity determined? How can I find out what it is?	  	Your AIP target award opportunity is based on your job and is expressed as a percentage of your base salary. Please see your manager to learn more about your target award
opportunity for 2013.
		
	How will my AIP award payout be calculated?	  	The size of the pool which funds your award is determined based on overall corporate performance and adjusted to reflect specific organizational group/functional area results.
AIP funding for all eligible employees will depend on the company and/or organizational group/functional area achieving its nonfinancial - operational and Business Transformation goals as well as financial goals. Once individual awards are
calculated, they are paid from the organizational group/functional area funding.
		
	What is the minimum and maximum that could be paid under the plan (as a percent of target)?	  	AIP award payouts can range from zero, to a maximum of an Individual Performance Factor of 200%. Payouts are capped at 200% of AIP target award.

			
	American Water	 	13

  

			
	 Question
	  	 Answer

		
	Will I receive an award payout if I meet my individual performance goals but the company does not achieve minimum (threshold) performance?	  	No. A pre-determined financial threshold for company performance must be met in order for funding and any award to be provided under the AIP.
		
	What happens if I leave American Water before I receive my award payout?	  	To receive the award payout, you must be actively employed with American Water on the date the payment is to be made. You (or your beneficiary) may be eligible for a prorata award
if you are disabled, retire, die, involuntarily terminate (not “for cause”) or a divestiture occurred after June 30, 2013. (Retirement under this plan is age 55 and 10 total years of employment service.) Employees involuntarily terminated
for cause would not be eligible.
		
	What happens if I change job positions or I receive a merit increase within American Water during the plan year?	  	Your award payout will be based on your base salary and target level percentage as of December 14, 2013.

 This brochure is the 2013 American Water Annual Incentive Plan. The American Water Board of Directors or its Designee,
whose decisions will be final and binding, will determine interpretations of the Plan. The company reserves the right to amend, modify, or discontinue the Plan during the plan year or at any time in the future. Participation in the Plan does not
convey any commitment to ongoing employment. 

			
	American Water	 	Attachment A

  

 2013 AIP FINANCIAL PAYOUT CURVE 

DILUTED EARNINGS PER SHARE (EPS) (55%) 
  

					
	 % Target Achieved
	  	% Payout	 
	103.0%	  	 	150.0	% 
	102.4%	  	 	140.0	% 
	101.8%	  	 	130.0	% 
	101.2%	  	 	120.0	% 
	100.6%	  	 	110.0	% 
	100%	  	 	100.0	% 
	98.8%	  	 	85	% 
	97.6%	  	 	70	% 
	96.4%	  	 	55	% 
	95.2%	  	 	40	% 
	94.0%	  	 	25	% 
	<94.0%	  	 	0	% 

 NONFINANCIAL PERFORMANCE (45%) 

BUSINESS TRANSFORMATION PERFORMANCE 
 2013 AIP MEASURE 
 Enterprise Asset Management/Customer Information System successful go
live (judgment of management with discretion of the Board of Directors.) 

			
	American Water	 	Attachment A

  

 2013 AIP OPERATIONAL MEASURES 

Environmental Compliance (5%) 
 For
determining environmental compliance, American Water will count Notices of Violation (NOV) for which the company is responsible as described in the Environmental Non- Compliance Reporting Practice. For 2013 American Water’s NOV target is 15%.

  

					
	 NOVs
	 	 Award
	 
	9	 	 	150.0	% 
	11	 	 	137.5	% 
	13	 	 	125.0	% 
	14	 	 	112.5	% 
	15	 	 	100.0	% 
	16	 	 	87.5	% 
	17	 	 	75.0	% 
	18	 	 	62.5	% 
	19	 	 	50.0	% 
	>19	 	 	0	% 

 Safety Performance (5%) 
 Safety performance will be determined using the total OSHA Recordable Incident Rate (ORIR) which measures all injuries and illnesses requiring treatment beyond first aid for every 200,000 hours worked.
For 2013 the goal has been set at 3.10 which is 40% below the Bureau of Labor Statistics (BLS) Water Utility Average ORIR of 5.20 and will be evaluated against the graduated award scale below and discretion of management. 

 

					
	 ORIR
	 	 Award
	 
	2.90	 	 	150.0	% 
	2.95	 	 	137.5	% 
	3.00	 	 	125.0	% 
	3.05	 	 	112.5	% 
	3.10	 	 	100.0	% 
	3.20	 	 	87.5	% 
	3.30	 	 	75.0	% 
	3.40	 	 	62.5	% 
	3.50	 	 	50.0	% 
	>3.50	 	 	0	% 

			
	American Water	 	Attachment A

  

 2013 AIP OPERATIONAL MEASURES 

Service Quality (5%) 
 This metric is
measured by the Service Quality Survey (SQS) which is conducted throughout the year for customers requesting service resulting in completion of a service order by a Field Service Representative (FSR). The score is based on the survey question:
“Overall, how satisfied were you with the outcome of your service contact?” taking the top two response categories of a 5 point response scale (5. Extremely Satisfied, 4. Very Satisfied, 3. Somewhat Satisfied, 2. Somewhat Dissatisfied, 1.
Very Dissatisfied). The American Water goal for 2013 is 85% and the graduated award scale is provided below. 
  

					
	 SQS
%
	 	Award	 
	90	 	 	150	% 
	89	 	 	140	% 
	88	 	 	130	% 
	87	 	 	120	% 
	86	 	 	110	% 
	85	 	 	100	% 
	84	 	 	90	% 
	83	 	 	80	% 
	82	 	 	70	% 
	81	 	 	60	% 
	80	 	 	50	% 
	<80	 	 	0	% 

 Customer Satisfaction (5%) 
 This metric measures overall customer satisfaction through a random customer survey containing the following question, “Overall, how satisfied have you been with (Company Name) in general during the
past twelve months”, which has a five-point response scale (Extremely Satisfied, Very Satisfied, Somewhat Satisfied, Somewhat Dissatisfied, Very Dissatisfied), response percentages in the top three categories are indicative of overall customer
satisfaction levels and a 90% target has been set. 
  

					
	 CSS%
	 	Award	 
	95	 	 	150	% 
	94	 	 	140	% 
	93	 	 	130	% 
	92	 	 	120	% 
	91	 	 	110	% 
	90	 	 	100	% 
	89	 	 	90	% 
	88	 	 	80	% 
	87	 	 	70	% 
	86	 	 	60	% 
	85	 	 	50	% 
	<85	 	 	0	%EX-10.2

 Exhibit 10.2 
 AGREEMENT AND GENERAL RELEASE 
 This Agreement and General Release
(the “Agreement”) is entered into by Ellen Wolf (the “Executive”) and American Water Works Company, Inc. (“American Water” or the “Company”). As used herein any reference to the “Company” shall mean
American Water Works Company, Inc., American Water Works Service Company, Inc., and all of their respective divisions, parents, subsidiaries, affiliates or related companies, their past, present and future officers, directors, shareholders, benefit
plans, insurers, attorneys, legal representatives, employees and agents and all of their respective heirs, executors, administrators, successors and assigns, or any other persons and/or entities through which American Water has acted with respect to
the Executive. 
 RECITALS 
 WHEREAS, the Executive is employed by the Company as Senior Vice President and Chief Financial Officer of American Water Works Company, Inc.; 

WHEREAS, the Executive is a participant in the Company’s Long Term Incentive Plan (the “LTIP”); 

WHEREAS, the Company wishes to permit the accelerated vesting of the Executive’s LTIP grants of stock options and performance
stock units; and 
 WHEREAS, the parties intend that this Agreement shall terminate the letter agreement the Executive
entered into with the Company on February 15, 2008 except for paragraphs 5 and 9 therein. 
 NOW, THEREFORE, in
consideration of the promises and conditions set forth herein, the sufficiency of which is hereby acknowledged, the Company and the Executive agree as follows: 
  

	 	1.	Step Down and Transition. 

  

	 	a.	Step Down. The Executive shall step down from the office of Senior Vice President and Chief Financial Officer of the Company and any and all other offices the
Executive may hold with any of the Company’s affiliates effective at the close of business on April 1, 2013 (the “Step Down Date”). The Executive shall sign letters of resignation where required to satisfy legal or governance
requirements for such offices the Executive holds with the Company. 

  

	 	b.	Transition. The Executive will facilitate a transition from the opening of business on April 2, 2013 through the close of business on May 1, 2013 (the
“Transition Period”). 

  

	 	i.	During the Transition Period, the Executive’s regular physical presence in the office during normal business hours will be expected unless Executive is granted
permission from or is otherwise directed by the President and Chief Executive Officer or his designee. 

  

					
		 	1	  	EW Ellen Wolf’s Initials

	 	ii.	During the Transition Period, the Executive shall continue to perform all duties and responsibilities assigned to her and make reasonable good faith efforts to complete
such tasks and assignments specified by the President and Chief Executive Officer or his designee. 

  

	 	iii.	During the Transition Period, the Executive shall be available to perform such duties as required to effect an orderly transition, including but not limited to
transferring documents and contacts to, sharing knowledge of relationships and business strategies with, and assisting as needed the Executive’s named successor and the President and Chief Executive Officer or his designee.

  

	 	iv.	During the Transition Period, the Executive shall be available to answer questions and provide assistance on matters for which the Executive has knowledge or relevant
information. 

  

	 	v.	From the Step Down Date through the Transition Period, as described above, the Executive shall be considered a general executive employee of the Company and shall
continue to receive the same compensation and benefits that the Executive received as with the Executive’s prior position. 

  

	 	vi.	At the conclusion of the Transition Period, payable pursuant to the Company’s normal payroll procedures, the Executive shall receive any unpaid salary for the
Transition Period and shall, at the same time, be paid for the full value of any accrued vacation unused by the Executive as of the Retirement From Employment Date. 

 

	 	2.	Retirement From Employment Date. At the conclusion of the Transition Period, the Executive shall cease to be a general executive employee of the Company and the
Executive’s employment shall terminate with the Company on that date (“Retirement From Employment Date”). 

  

	 	3.	Post-Employment Consult Period. For a period commencing at the conclusion of the Transition Period and the Executive’s Retirement from Employment Date and
ending on the close of business on August 30, 2013 (the “Consult Period”), the Executive shall be reasonably available to answer questions and provide assistance on matters for which the Executive has knowledge or relevant
information. Such reasonable assistance shall not be construed to require the Executive to provide more than de minimis services of up to one hundred (100) hours during the Consult Period without compensation. 

 

	 	a.	During the Consult Period, the Executive’s physical presence in the office will not be required unless mutually agreed to by the Executive, the President and Chief
Executive Officer or his designee and/or the succeeding Senior Vice President & Chief Financial Officer (the “CFO”) or her designee. 

  

					
		 	2	  	EW Ellen Wolf’s Initials

 If the Company requests the Executive to perform any work or to be physically present in
the office during the Consult Period, the Employer will compensate the Executive at the hourly rate of Three Hundred Sixty Nine Dollars and Twenty-One Cents (369.21), less all applicable federal, state and local taxes and deductions. 

 

	 	4.	Accelerated Vesting of LTIP Grants. In return for the execution and non-revocation of the Agreement and the full performance by the Executive of the
Executive’s obligations hereunder, and provided that the Executive signs the release of claims herein and attached hereto at Exhibit A on or after the Retirement From Employment Date, but no later than twenty-one (21) days after the
Retirement From Employment Date, the Company agrees to provide the Executive the following: 

  

	 	a.	With respect to the options granted to the Executive in 2011, these options shall be fully vested and must be exercised by the Executive within one (1) year of the
Executive’s Retirement from Employment Date. 

  

	 	b.	With respect to the 2011 Performance Stock Units (“2011 Units”), these 2011 Units shall be fully vested. Performance Stock Units (“PSU”) will be
granted according to the terms of the original PSU agreement. 

  

	 	c.	With respect to the options granted to the Executive in 2012, these options shall be fully vested and must be exercised by the Executive within one (1) year of the
Executive’s Retirement from Employment Date. 

  

	 	d.	With respect to the 2012 Performance Stock Units (“2012 Units”), these 2012 Units shall be fully vested. Performance Stock Units will be granted according to
the terms of the original PSU agreement. 

  

	 	5.	Prorated AIP Award. The Executive will be eligible to receive a prorated 2013 Annual Incentive Plan (AIP”) award if such an AIP award is paid out to
eligible participants. The prorated amount for the AIP award shall be calculated from January 1, 2013 to April 30, 2013. The AIP award, if such an award is paid, shall be payable to the Executive in its entirety in a lump sum, less
applicable withholdings, at the same time as other AIP awards are distributed to other executives of the Company. 

  

	 	6.	Other Benefits. Except as expressly provided herein, the Executive’s eligibility to participate in any of the Company’s employee benefits plans and
programs shall cease on or after the Retirement from Employment Date in accordance with the terms of such benefits and programs. This provision does not apply to the Executive’s retirement pension benefit entitlements, Long Term Incentive Plan
(“LTIP”) bonus award payouts for grant years 2011 and 2012 if such awards are paid out to other employees and executives, unexercised vested stock options for LTIP grant years 2011 and 2012, deferred wages and annual bonuses in the
Nonqualified Savings and Deferred Compensation Plan, and stock and dividend equivalents deferred in accordance with the Omnibus Equity Compensation Plan. 

  

					
		 	3	  	EW Ellen Wolf’s Initials

	 	7.	General Release of Legal Claims; Agreement Not to Sue; Definition of “Released Parties”; Adequacy of Consideration; Cooperation; Claims with Government
Agencies. 

  

	 	a.	General Release of Legal Claims. The Executive (on behalf of the Executive and the Executive’s heirs, successors, assigns and representatives) hereby agrees to
unconditionally and irrevocably release and discharge, to the maximum extent permitted by law, the Company, its affiliates, subsidiaries, divisions, predecessors, insurers, successors and assigns and their current and former employees, attorneys,
officers, directors and agents (“Released Parties”) from any and all claims or causes of action, suits, and demands whatsoever in law or in equity, known or unknown, arising out of or in any way connected with, or relating to any event,
matter or occurrence existing or occurring before the Executive signs this Agreement, including, but not limited to: 

  

	 	i.	any Claims relating to the Executive’s employment with or separation of employment from the Company; 

 

	 	ii.	any statutory, regulatory, common-law or other claims of any kind, including, but not limited to, breach of contract claims (whether written or oral, express or
implied), tort claims, public policy claims; defamation claims, retaliation claims, wrongful discharge claims, claims for emotional distress or pain and suffering and claims of fraud or misrepresentation; 

 

	 	iii.	any claims for attorneys’ fees or costs; 

  

	 	iv.	any discrimination, retaliation or harassment claims including, but not limited to, claims under Title VII of the Civil Rights Act of 1964, as amended, the Employee
Retirement Income Security Act of 1974, as amended, the Americans With Disabilities Act (“ADA”), as amended, the New Jersey Constitution, the New Jersey Law Against Discrimination, the New Jersey Conscientious Employee Protection Act, the
New Jersey Family Leave Act, the New Jersey Millville Dallas Airmotive Plant Job Loss Notification Act, and any other claims protected by federal, state or local laws; 

 

	 	v.	any claims under any federal, state or local whistle-blower laws; 

  

	 	vi.	any claims regarding leaves of absence, including, but not limited to, claims under the Family and Medical Leave Act or any federal, state or local law or statute
relating to leave; 

  

	 	vii.	any claims for unpaid or withheld wages, severance, benefits, bonuses, commissions and/or other compensation of any kind, including, but not limited to, claims under
any applicable federal, state or local laws; 

  

	 	viii.	any claims under the Age Discrimination in Employment Act of 1967, as amended by the Older Workers Benefit Protection Act, and any applicable federal, state or local
laws; 

  

					
		 	4	  	EW Ellen Wolf’s Initials

	 	ix.	any claims for health and welfare benefits including, but not limited to, life insurance, accidental death & disability insurance, sick leave or other employer
provided plans or programs for group health insurance coverage (excluding claims for COBRA continuation coverage) after Retirement from Employment Date; 

  

	 	x.	any claims under any federal, state or local military leave laws, including the Uniformed Services Employment and Reemployment Rights Act; 

 

	 	xi.	any Claims under the Occupational Safety and Health Act; 

  

	 	xii.	any claims under the federal Worker Adjustment and Retraining Notification Act or state law equivalent statutes; 

 

	 	xiii.	any claims under the Fair Credit Reporting Act; 

  

	 	xiv.	any claims under the National Labor Relations Act; 

  

	 	xv.	any claims under the Sarbanes-Oxley Act; or 

  

	 	xvi.	any other claims relating to the Executive’s hire, employment, or separation thereof. 

 

	 	b.	Scope of General Release. The Executive hereby acknowledges and agrees that this general release includes all claims the Executive ever had, now has or which the
Executive’s heirs, agents, executors or assigns, or any of them, hereafter can, shall or may have, for or by reason of any cause, matter or thing whatsoever arising at any time up to and including the date that the Executive signs this
Agreement. 

  

	 	c.	Waiver of Claims under the Age Discrimination in Employment Act. The Executive acknowledges and agrees that the Executive is waiving any claims under the Age
Discrimination in Employment Act, as amended by the Older Workers Benefit Protection Act, and that: 

  

	 	i.	the Executive is receiving consideration which is in addition to anything of value to which the Executive otherwise would have been entitled; and

  

	 	ii.	the Executive fully understands the terms of this Agreement and the Executive enters into it voluntarily without any coercion on the part of any person or entity; and

  

	 	iii.	the Executive was given adequate time to consider all implications and to freely and fully consult with and seek the advice of whomever the Executive deemed appropriate
and has done so; and 

  

	 	iv.	the Executive was advised in writing, by way of this Agreement, to consult an attorney before signing this Agreement; and 

  

					
		 	5	  	EW Ellen Wolf’s Initials

	 	v.	the Executive was advised that the Executive has twenty-one (21) calendar days from the date Executive receives this Agreement within which to consider this
Agreement before signing it and, in the event that the Executive signs this Agreement and returns it back to the Company during this time period, said signing constitutes a knowing and voluntary waiver of this time period, and the Executive
understands that any changes to this Agreement, whether material or not, does not restart the twenty-one (21) day period; and 

  

	 	vi.	the Executive has seven (7) calendar days after executing this Agreement within which to revoke this Agreement (the “Revocation Period”). If the seventh
day is a weekend or national holiday, the Executive has until the next business day to revoke. If the Executive elects to revoke this Agreement, the Executive shall notify Suzann Boylan, Vice President Human Resources, or her successor, American
Water Service Company, Inc., 1025 Laurel Oak Road, Voorhees, NJ 08043, in writing, of the Executive’s revocation. Any determination of whether the Executive’s revocation was timely shall be determined by the date of actual receipt by
Ms. Boylan. 

  

	 	8.	Claims Not Released. Notwithstanding Section 7of this Agreement, it is understood and agreed that the Executive is not waiving claims filed under any state
workers’ compensation or unemployment law or any claim not waiveable under law. Further, it is understood and agreed that the Executive is not prohibited from communicating with or participating in any administrative proceeding before the Equal
Employment Opportunity Commission, United States Department of Labor, or other federal, state or local law agency. Should any entity, agency, commission, or person file a charge, action, complaint or lawsuit against the Releasees based upon any of
the above-released claims in Section 7 of this Agreement, the Executive agrees not to seek or accept any resulting relief whatsoever. 

  

	 	9.	Affirmations of the Executive. The Executive affirms that the Executive is not a party to, and that the Executive has not filed or caused to be filed, any claim,
complaint, or action against Releasees in any forum or form. The Executive further affirms that the Executive has reported all hours worked as of the date of this Agreement and has been paid and/or has received all leave (paid or unpaid),
compensation, wages, bonuses, commissions, and/or benefits to which the Executive may be entitled and that no other leave (paid or unpaid), compensation, wages, bonuses, commissions and/or benefits are due to the Executive, except as provided in
this Agreement. The Executive furthermore affirms that, as of the date of this Agreement, the Executive has no known workplace injuries or occupational diseases and has been provided and/or has not been denied any leave the Executive under the
federal Family and Medical Leave Act or any other applicable leave laws. The Executive further affirms the Executive has not complained of and is not aware of any fraudulent activity or any act(s) which would form the basis of a claim of fraudulent
or illegal activity of Releasees. 

  

	 	10.	Indemnification. The Company agrees to hold harmless and indemnify the Executive, including reasonable attorney’s fees, costs and damages and other related
litigation expenses, for any and all claims arising out of any lawsuits, charges of discrimination, or 

  

					
		 	6	  	EW Ellen Wolf’s Initials

	 	
wage claims (the “Cases”) for which the Executive would be indemnified if an employee and/or executive of the Company. To the extent the Executive was a covered insured by any Company
insurance policy, nothing herein negates such coverage or indemnity provided by such policy. The Company’s duty to indemnify and hold the Executive harmless shall not apply if the Executive willfully fails to cooperate in the investigation or
defense of the Cases or any other proceedings in which the Executive has been identified as a material witness. Any reasonable expense incurred by the Executive while cooperating in the investigation, preparation, defense or prosecution of any
employee relations complaint or issue, lawsuit, charge of discrimination, wage claim or any other judicial or investigative proceeding in which the Executive has been identified as a material witness or is deemed by the Company to have relevant
knowledge shall be fully reimbursed to the Executive by the Company. To the extent that it is necessary for the Executive to retain counsel other than the Company’s counsel with respect to any matter, competent, independent counsel with
expertise in the matter at issue counsel shall be selected by the Company subject to approval by the Executive, which approval shall not be withheld unreasonably. 

 

	 	11.	Future Cooperation. The Executive agrees to cooperate reasonably with the Company and all of its affiliates (including its outside counsel) in connection with
the contemplation, prosecution and defense of all phases of existing, past and future litigation, regulatory or administrative actions about which the Company believes the Executive may have knowledge or information based on her employment with the
Company, including, but not limited to those Cases listed in Section 10. The Executive further agrees to be reasonably available at mutually convenient times during and outside of regular business hours as reasonably deemed necessary by the
Company’s counsel. Any reasonable expense incurred by the Executive in fulfillment of any obligations under this Section 11 at the request of the Company shall be fully reimbursed to the Executive by the Company except for twenty-four
(24) hours of assistance to the Company’s counsel regarding those Cases listed in Section 10. The Executive agrees to preserve and not waive the Company’s attorney-client privilege. The Executive further agrees that the Executive
shall not voluntarily and knowingly provide information to or otherwise cooperate with any individual or entity that is contemplating or pursuing litigation against any of the Releasees or that is undertaking any investigation or review of any of
the Releasees’ activities or practices; provided, however, that the Executive may participate in or otherwise assist in any investigation or inquiry conducted by the EEOC or any equivalent state or local fair employment practices agency. The
Executive agrees to give prompt notice to the General Counsel of the Company if the Executive undertakes any such participation or assistance unless legally prohibited from doing so. If the Executive breaches this Section 11, the Executive
understands and acknowledges that, among other remedies, the Company will be released from its obligations under Section 10 herein. This obligation to cooperate shall not be construed as to require any unreasonable time or effort, or time or
effort which would significantly affect the Executive’s ability to fulfill the duties and obligations of her ongoing civic and professional commitments. 

  

					
		 	7	  	EW Ellen Wolf’s Initials

	 	12.	Confidentiality. The Executive shall, at all times from and after the date hereof, keep all Confidential Information (as defined below) secret and confidential
and shall not, directly or indirectly, disclose or use any of the Confidential Information. 

  

	 	a.	Confidentiality. The Executive shall not at any time disclose the terms of this Agreement or the circumstances surrounding the Executive’s separation from
American Water with any person or entity except that the Executive may disclose information about either subject matter with the Executive’s attorney, tax advisor or spouse provided that the Executive’s attorney, tax advisor or
spouse/legal partner first agrees to maintain the confidentiality of any disclosed information as a condition of receiving the information. Nothing contained in this Agreement shall preclude the Executive from cooperating fully with any governmental
investigation. 

  

	 	b.	Non-Disclosure of Confidential Information and Trade Secrets. The Executive acknowledges that as an employee and executive of American Water the Executive had
access to and was entrusted with the Company’s confidential and proprietary business information and trade secrets. At all times prior to, during, and following the Executive’s separation from employment with American Water, the Executive
represents that the Executive has maintained and agrees that the Executive will continue to maintain such information in strict confidence and has not disclosed, used, transferred or sold and will not disclose, use, transfer or sell (directly or
indirectly) such information to any third party (except as may be required by law or legal process) so long as such information or proprietary data remains confidential and has not been properly and lawfully disclosed or is not otherwise in the
public domain. 

  

	 	c.	Definition of “Confidential and Proprietary Business Information and Trade Secrets”. For purposes of this Agreement, “confidential and proprietary
business information and trade secrets” includes, but is not limited to, all information about markets, key personnel, operational methods, proprietary intellectual property, real property, plans for future developments, projects in the
pipeline, bid information, manuals, books, training materials, forms and procedures, policies, customer or prospective customer lists, customer related data, marketing plans and strategies, financial information, documents relating to any of the
foregoing, and other written and oral materials (whether computerized or on hard copy) which are related to the business of the Company and the confidentiality of which the Company attempts to maintain with reasonable efforts and which the Company
has not released to the general public. 

  

	 	13.	Agreement Not to Solicit or Compete. 

  

	 	a.	For a period of twenty-four (24) months after the Retirement From Employment Date, the Executive will not directly or indirectly: 

 

	 	i.	Engage in any business or enterprise (whether as owner, partner, officer, director, employee, consultant, investor, lender or otherwise, except as the holder of not
more than 1% of the outstanding stock of a publicly-held 

  

					
		 	8	  	EW Ellen Wolf’s Initials

	 	
company) that is competitive with the Company’s business. A business or enterprise shall be deemed competitive if, at the time of of the Executive’s Retirement from Employment Date, it
shall operate and have a majority stake in water or wastewater treatment facilities (by way of example, but not limitation, Aqua America, Inc., California Water and York Water Company). 

 

	 	ii.	Either alone or in association with others solicit, or permit any organization directly or indirectly controlled by the Executive to solicit, any employee or executive
of the Company to leave the employ of the Company, or solicit for employment, hire or engage as an independent contractor, or permit any organization directly or indirectly controlled by the Executive to solicit for employment, hire or engage as an
independent contractor, any person who was employed by the Company at the time of the separation or cessation of the Executive’s employment with the Company; provided that this clause shall not apply to the solicitation, hiring or
engagement of any individual whose employment with the Company has been terminated for a period of six (6) months or longer at the time of such solicitation, hiring or employment. 

 

	 	b.	Extension of Restrictions. If the Executive violates the provisions of Section 13(a), the twenty-four (24) month period referred to in this
Section 13(a) shall recommence and the Executive shall continue to be bound by the restrictions set forth in Section 13(a) until a period of twenty-four (24) months has expired without any violation of such provisions.

  

	 	c.	Interpretation. If any restriction set forth in Section 13(a) is found by any court of competent jurisdiction to be unenforceable because it extends for too
long a period of time or over too great a range of activities or in too broad a geographic area, it shall be interpreted to extend only over the maximum period of time, range of activities or geographic area as to which it may be enforceable.

  

	 	d.	Equitable Remedies. The restrictions contained in this Section 13 are necessary for the protection of the business and good will of the Company and are
considered by the Executive to be reasonable for such purpose. The Executive agrees that any breach of this Section13 is likely to cause the Company substantial and irrevocable damage which is difficult to measure. Therefore, in the event of any
such breach or threatened breach, the Executive agrees that the Company, in addition to such other remedies which may be available, shall have the right to obtain an injunction from a court restraining such a breach or threatened breach and the
right to specific performance of the provisions of this Section 13 and the Executive hereby waives the adequacy of a remedy at law as a defense to such relief. 

 

	 	14.	 Notices. All notices, demands or other communications to be given or delivered under or by reason of the provisions of this Agreement shall be
in writing and shall be deemed to have been given when delivered personally to the recipient, two (2) business days after the date when sent to the recipient by reputable express courier service (charges

  

					
		 	9	  	EW Ellen Wolf’s Initials

	 	
prepaid) or four (4) business days after the date when mailed to the recipient by certified or registered mail, return receipt requested and postage prepaid. Such notices, demands and other
communications shall be sent to the Executive and to the Company at the addresses set forth below, 

  

			
	If to the Executive:	 	
		
		 	Ellen Wolf
		 	2 Heathchris Ct.
		 	Medford, NJ 08055
	If to Company:	 	
		
		 	Office of General Counsel
		 	American Water Works Service Company, Inc.
		 	1025 Laurel Oak Road Voorhees, NJ 08043-3597

 or to such other address or to the attention of such other person as the recipient party has specified by
prior written notice to the sending party. 
  

	 	15.	Modification. This Agreement, offered to the Executive on February 12, 2013 and amended on February 28, 2013, March 19, 2013, and
March 22, 2013, sets forth the entire understanding of the Company and the Executive as to the subject matter contained herein and can be modified only by a writing signed by both the Executive and a duly authorized agent of American Water.

  

	 	16.	Entire Agreement. This Agreement constitutes the entire understanding and agreement between the Company and the Executive hereto with respect to acceleration of
LTIP grants and other benefits described herein and the settlement of claims against the Company and cancels all previous oral and written negotiations, agreements, commitments and writings in connection therewith. 

 

	 	17.	Assignment. All of the terms and provisions of this Agreement shall be binding upon and inure to the benefit of and be enforceable by the respective heirs,
executors, administrators, legal representatives, successors and assigns of the Company and the Executive hereto. 

  

	 	18.	Interpretation of Agreement. If any provision of this Agreement or application thereof to anyone under any circumstances is adjudicated to be invalid or
unenforceable in any jurisdiction, such invalidity or unenforceability shall not affect any other provision or application of this Agreement which can be given effect without the invalid or unenforceable provision or application and shall not
invalidate or render unenforceable such provision or application in any other jurisdiction. 

  

	 	19.	Choice of Law and Forum. This Agreement shall be governed by the substantive law of the state of New Jersey without regard to its conflict of law rules. The
Company and the Executive consent to the exclusive jurisdiction of the courts of New Jersey to adjudicate any and all disputes arising between them and hereby waive any and all objections based on alleged lack of personal jurisdiction.

  

					
		 	10	  	EW Ellen Wolf’s Initials

 The Company and the Executive have carefully read and understand all of the provisions of this Agreement.
They enter into this Agreement freely, knowingly, and voluntarily. In entering into this Agreement, neither the Company nor the Executive is relying upon any representations or promises not expressly set forth in this Agreement. Intending to be
legally bound to this Agreement, the Company’s representative and the Executive sign their names below. 
 IN
WITNESS WHEREOF, the Parties hereunto have executed this Agreement as of the date set forth below. 
  

									
		 		 		 	AMERICAN WATER WORKS COMPANY, INC.
					
	By:	 	

	 		 	By:	 	

		 	  
	 		 		 	  

		 	Ellen Wolf	 		 		 	Jeffry Sterba
		 		 		 		 	President and Chief Executive Officer
					
	Date:	 	March 25, 2013	 		 	Date:	 	March 25, 2013

  

					
		 	11	  	EW Ellen Wolf’s Initials

 EXHIBIT A 
 In consideration of the promises made in the AGREEMENT AND GENERAL RELEASE entered into between Ellen Wolf (the “Executive”) and American Water Works Company, Inc. (the “Company”), the
Executive does hereby REMISE, RELEASE AND FOREVER DISCHARGE the Releasees and the Company, its officers, directors, employees, agents, attorneys, predecessors, successors and assigns from all actions, suits, claims and demands in law or equity that
the Executive ever had, now has, or hereafter may have, from the beginning of time to the date of this Agreement, whether known or unknown, suspected or unsuspected. This release includes but is not limited to all claims arising under Title VII of
the Civil Rights Act of 1964, Sections 1981 through 1988 of Title 42 of the United States Code, the Civil Rights Act of 1866, the Civil Rights Act of 1991, the Equal Pay Act, the United States Constitution, the Employee Retirement Income Security
Act, the Americans with Disabilities Act, the National Labor Relations Act, the Occupational Safety and Health Act, the Immigration Reform and Control Act, Executive Orders 11246 and 11141, the Sarbanes-Oxley Act, the Worker Adjustment Protection
Act of 1990, the Fair Credit Reporting Act, the Genetic Information Nondiscrimination Act, the Uniformed Services Employment and Reemployment Rights Act, the Employee Polygraph Protection Act, the New Jersey Constitution, the New Jersey Law Against
Discrimination, the New Jersey Conscientious Employee Protection Act, the New Jersey Family Leave Act, the New Jersey Millville Dallas Airmotive Plant Job Loss Notification Act, and any other federal, state or local law or ordinances, or any common
law claim under tort, contract or any other theories now or hereafter recognized, as amended where applicable. This release also includes claims which the Executive may have for any type of damages cognizable under any of the laws referenced herein,
including, but not limited to, any and all claims for compensatory damages, punitive damages, and attorneys’ fees and costs. The Executive shall not bring a lawsuit against any of the Releasees for any of the claims described above. Should any
entity, agency, commission, or person file a charge, action, complaint or lawsuit against the Releasees based upon any of the above-released claims, the Executive agrees not to seek or accept any resulting relief whatsoever. The Executive also
agrees that this release should be interpreted as broadly as possible to achieve the Executive’s intention to waive all Claims which the Executive may have against the Releasees. The Executive acknowledges that the benefits made available to
the Executive have been explained to the Executive by the Company and are due consideration in exchange for release of claims listed in Section 7 of the Agreement. Notwithstanding anything to the contrary herein, nothing in this Agreement shall
impact or otherwise affect the Executive’s rights under, and to enforce, this Agreement. The Executive is advised that the Executive has at least twenty-one (21) calendar days to consider this General Release, that the Executive is advised
to consult with the Executive’s own attorney prior to signing this General Release and that the Executive may revoke the General Release within a period of seven (7) days after signing and the General Release shall not be effective or
enforceable until the expiration of the seven (7) day revocation period. 
  

					
	March 25, 2013	  		 	

	  
	  		 	  

	Date	  		 	Ellen Wolf

  

					
		 	12	  	EW Ellen Wolf’s Initials

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