Document:

EX-10.20

 Exhibit 10.20 

EMPLOYMENT AGREEMENT 
 THIS EMPLOYMENT
AGREEMENT (“Agreement”) is made as of the December 17, 2013 (the “Effective Date”) between Univar Inc., a Delaware corporation (“Univar”), and Jason A. Grapski (“Executive”). 

RECITALS 
 A. Univar is engaged
in the chemical distribution business. 
 B. Univar wishes to employ Executive and Executive wishes to be employed by Univar in accordance
with the terms and conditions set forth in this Agreement. 
 TERMS AND CONDITIONS 

In consideration of the mutual covenants herein contained, and other good and valuable consideration, the sufficiency and receipt of which are
hereby acknowledged, Executive and Univar agree as follows: 
 1. Employment. As of the Effective Date, Univar hereby agrees
to employ Executive, and Executive agrees to be employed by Univar, as its Senior Vice President–Continuous Improvement, Strategy and M&A. Executive will report directly to Univar’s President and Chief Executive Officer, or such other
position as may be designated by Univar from time to time. Executive’s responsibilities will include all those matters customarily assigned to a corporate vice president of Continuous Improvement, Strategy and M&A, and those which may be
reasonably assigned by Univar from time to time. Executive shall follow the reasonable instructions of Executive’s manager and will comply in all material respects with all rules, policies and procedures of Univar as modified from time to time
to the extent that they are not inconsistent with this Agreement. Executive will perform all of Executive’s responsibilities in compliance with all applicable laws. During Executive’s employment, Executive will not engage in any other
business activity that prevents Executive from carrying out Executive’s obligations under this Agreement, whether or not such activity is pursued for gain, profit or other pecuniary advantage. 

2. Term of Employment. 

2.1 At-Will Employment. Employment under this Agreement shall be terminable at-will, and, in such case either Executive or Univar may
terminate Executive’s employment at any time with or without Cause or Good Reason, as defined in this Agreement, and without notice, subject to the requirements set forth in Section 3. Any termination of Executive’s employment by
Executive or Univar (other than death) shall be communicated by written notice of termination to the other party in accordance with Section 14 of this Agreement. 

2.2 Relocation. Univar shall reimburse Executive’s expenses incurred in Executive’s relocation to the Chicago, Illinois area
in accordance with Univar’s policies and procedures for new hire executive management employees. 
 3. Termination. The
following provisions shall apply upon termination of Executive’s employment under applicable circumstances as set forth below. Any amount payable to Executive under this Section 3 shall be subject to all applicable federal, state and local
withholdings, or payroll or other taxes. Except as set forth in this Section 3, upon termination of employment, Executive shall not be entitled to further payments, severance or other benefits arising under this Agreement or from
Executive’s employment with Univar or its termination, except as required by law. 
 3.1 By Univar with Cause or by Executive
without Good Reason. If Univar terminates Executive’s employment for Cause or if Executive terminates Executive’s employment without Good Reason, Executive shall be paid unpaid wages and unused accrued vacation earned through the
termination date. 

 3.1.1. “Cause,” as used herein, shall mean Executive’s (i) willful
and continued failure to perform his material duties with respect to Univar or it affiliates (except where due to a physical or mental incapacity) which continues beyond fifteen (15) business days after a written demand for substantial
performance is delivered to Executive by Univar, (ii) conviction of or plea nolo contendere to (A) the commission of a felony by Executive, or (B) any misdemeanor that is a crime of moral turpitude, (iii) Executive’s willful
or gross misconduct in connection with his employment duties, or (iv) breach of the non-competition, non-solicitation or confidentiality covenants to which Executive is subject. No act on Executive’s part shall be deemed
“willful” unless done, or omitted to be done, by Executive not in good faith and without reasonable belief that such action was in the best interest of Univar. No failure of Executive or Univar to achieve performance goals, in and of
itself, shall be treated as a basis for termination of Executive’s employment for Cause. 
 3.1.2. “Good Reason,” as
used herein, shall mean (i) a material reduction in Executive’s base salary or a material reduction in annual incentive compensation opportunity, in each case other (a) than any isolated or inadvertent failure by Univar that is not in
bad faith and is cured within thirty (30) business days after Executive gives Univar notice of such event and (b) a reduction which is applicable to all employees in the same salary grade as Executive; (ii) a material diminution in
Executive’s title, duties and responsibilities, other than any isolated or inadvertent failure by Univar that is not in bad faith and is cured within thirty (30) business days after Executive gives Univar notice of such event; (iii) a
transfer of Executive’s primary workplace by more than thirty-five (35) miles from his current workplace, or (iv) the failure of a successor to have assumed this Agreement in connection with any sale of the business, where such
assumption does not occur by operation of law, provided that in order for an event described in this Section 3.1.2 to constitute Good Reason, Executive must provide notice to Univar (in accordance with Section 13 of this Agreement) within
ninety (90) business days of the initial existence of such event. 
 3.2 By Univar other than for Cause or Total Disability
or by Executive for Good Reason. If Univar terminates Executive’s employment other than for Cause or Total Disability or if Executive terminates Executive’s employment for Good Reason in the absence of Cause, Univar shall pay to
Executive the amounts and benefits, and cause the vesting as set forth in this Section 3.2; provided, however, that Executive’s entitlement to the amounts described in Sections 3.2.2 and 3.2.3 is conditioned upon Executive executing and
not revoking a release substantially in the form attached as Exhibit A (the “Release”) within the 21-day time period provided for therein (the “Applicable Release Period”); provided, however, that in any case where the first and
last days of the Applicable Release Period are in two separate taxable years, any payments required to be made to Executive that are treated as deferred compensation for purposes of Code Section 409A shall be made in the later taxable year,
promptly following the conclusion of the Applicable Release Period. 
 3.2.1 Unpaid wages and unused accrued vacation earned through
the termination date; 
 3.2.2 A severance payment, in an amount equal to the sum of (A) twelve (12) months of
Executive’s annual base salary plus (B) one times the Target Bonus for the year in which the Executive’s employment terminates. 

3.3 Total Disability. If Univar or Executive terminates Executive’s employment due to Executive’s Total Disability,
Univar shall pay to Executive unpaid wages and unused accrued vacation earned through the termination date. “Total Disability” as used herein shall have the same meaning as the term “Total Disability” as used in Univar’s
long-term disability policy in effect at the time of termination, if one exists. If Univar does not have a long-term disability policy in effect at such time, the term “Total Disability” shall mean Executive’s inability (with or
without such accommodation as may be required by law protecting persons with disabilities) to perform the essential functions of Executive’s duties hereunder for a period aggregating to ninety (90) calendar days in a twelve (12) month
period, provided, however, that this period may be extended in the sole discretion of the Chief Executive Officer. 
 3.4
Death. If Executive’s employment terminates due to death, Univar shall pay to Executive’s estate the unpaid wages and unused accrued vacation earned through the termination date. 

  
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 4. Confidential Information 

4.1 Executive recognizes that the success of Univar and its current or future Affiliates (as defined below in this Section 4)
depends upon the protection of information or materials that are designated as confidential and/or proprietary at the time of disclosure or should, based on their nature or the circumstances surrounding such disclosure, reasonably be deemed
confidential including, without limitation, information to which Executive has access while employed by Univar whether recorded in any medium or merely memorized (all such information being “Confidential Information”). “Confidential
Information” includes without limitation, and whether or not such information is specifically designated as confidential or proprietary: all business plans and marketing strategies; information concerning existing and prospective markets,
suppliers, and customers; financial information; information concerning the development of new products and services; and technical and non-technical data related to software programs, designs, specifications, compilations, inventions (as defined in
Section 6.1), improvements, patent applications, studies, research, methods, devices, prototypes, processes, procedures and techniques. Confidential Information expressly includes information provided to Univar or Affiliates by third parties
under circumstances that require them to maintain the confidentiality of such information. Notwithstanding the foregoing, Executive shall have no confidentiality obligation with respect to disclosure of any Confidential Information that
(a) was, or at any time becomes, available in the public domain other than through a violation of this Agreement or (b) Executive can demonstrate by written evidence was furnished to Executive by a third party in lawful possession thereof
and who was not under an obligation of confidentiality to Univar or any of its Affiliates. 
 4.2 Executive agrees that during
Executive’s employment and after termination of employment irrespective of cause, Executive will use Confidential Information only for the benefit of Univar and its Affiliates and will not directly or indirectly use or divulge, or permit others
to use or divulge, any Confidential Information for any reason, except as authorized by Univar or its Affiliates. Notwithstanding the foregoing, Executive may disclose Confidential Information as required pursuant to an order or requirement of a
court, administrative agency or other government body, provided Executive has notified Univar or the applicable Affiliate immediately after receipt of such order or requirement and allowed Univar and/or the Affiliate a meaningful opportunity to
apply for protective measures. 
 4.3 Executive hereby assigns to Univar any rights Executive may have or acquire in such
Confidential Information and acknowledges that all Confidential Information shall be the sole property of Univar and/or its Affiliates or their assigns. 

4.4 There are no rights granted or any understandings, agreements or representations between the parties hereto, express or implied,
regarding Confidential Information that are not specified herein. 
 4.5 Executive’s obligations under this Section 4 are
in addition to any obligations that Executive has under state or federal law. 
 4.6 Executive agrees that in the course of
Executive’s employment with Univar, Executive will not violate in any way the rights that any entity, including former employers, has with regard to trade secrets or proprietary or confidential information. 

4.7 For purposes of this Agreement, the term “Affiliate” means any entity currently existing or subsequently organized or
formed that directly or indirectly controls, is controlled by or is under common control with Univar, whether through ownership of voting securities, by contract or otherwise. 

4.8 Executive’s obligations under this Section 4 are indefinite in term and shall survive the termination of this Agreement.

 5. Return of Company Property. Executive acknowledges that all tangible items containing any Confidential Information, including
without limitation memoranda, photographs, records, reports, manuals, drawings, blueprints, prototypes, notes, documents, drawings, specifications, software, 

  
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media and other materials, including any copies thereof (including electronically recorded copies), are the exclusive property of Univar or its applicable Affiliate, and Executive shall deliver
to Univar all such material in Executive’s possession or control upon Univar’s request and in any event upon the termination of Executive’s employment with Univar. Executive shall also return any keys, equipment, identification or
credit cards, or other property belonging to Univar or its Affiliates upon termination or request. 
 6. Inventions. 

6.1 Executive understands and agrees that all Inventions are the exclusive property of Univar. As used in this Agreement,
“Inventions” shall include without limitation ideas, discoveries, developments, concepts, inventions, original works of authorship, trademarks, mask works, trade secrets, ideas, data, information, know-how, documentation, formulae,
results, prototypes, designs, methods, processes, products, formulas and techniques, improvements to any of the foregoing, and all other matters ordinarily intended by the words “intellectual property,” whether or not patentable,
copyrightable, or otherwise able to be registered, which are developed, created, conceived of or reduced to practice by Executive, alone or with others, during Executive’s employment with Univar or Affiliates, whether or not during working
hours or within three (3) months thereafter and related to Univar’s then existing or proposed business. In recognition of Univar’s ownership of all Inventions, Executive shall make prompt and full disclosure to Univar of, will hold in
trust for the sole benefit of Univar, and (subject to Section 6.2 below) hereby assigns, and agrees to assign in the future, exclusively to Univar all of Executive’s right, title, and interest in and to any and all such Inventions. 

6.2 NOTICE REQUIRED BY REVISED CODE OF WASHINGTON 49.44.140: Executive understands that Executive’s obligation to assign
inventions shall not apply to any inventions for which no equipment, supplies, facilities, or trade secret information of Univar was used and that was developed entirely on Executive’s own time, unless (a) the invention relates
(i) directly to the business of Univar, or (ii) to Univar’s actual or demonstrably anticipated research or development, or (b) the invention results from any work performed by Executive for Univar. 

6.3 To the extent any works of authorship created by Executive made within the scope of employment may be considered “works made
for hire” under United States copyright laws, they are hereby agreed to be works made for hire. To the extent any such works do not qualify as a “work made for hire” under applicable law, and to the extent they include material
subject to copyright, Executive hereby irrevocably and exclusively assigns and conveys all rights, title and interests in such works to Univar subject to no liens, claims or reserved rights. Executive hereby waives any and all “moral
rights” that may be applicable to any of the foregoing, for any and all uses, alterations, and exploitation thereof by Univar, or its Affiliates, or their successors, assignees or licensees. To the extent that any such “moral rights”
may not be waived in accordance with law, Executive agrees not to bring any claims, actions or litigation against Univar or its Affiliates, or their successors, assignees or licensees, based on or to enforce such rights. Without limiting the
preceding, Executive agrees that Univar may in its discretion edit, modify, recast, use, and promote any such works of authorship, and derivatives thereof, with or without the use of Executive’s name or image, without compensation to Executive
other than that expressly set forth herein. 
 6.4 Executive hereby waives and quitclaims to Univar any and all claims of any nature
whatsoever that Executive now or hereafter may have for infringement of any patent or patents from any patent applications for any Inventions. Executive agrees to cooperate fully with Univar and take all other such acts requested by Univar
(including signing applications for patents, assignments, and other papers, and such things as Univar may require) to enable Univar to establish and protect its ownership in any Inventions and to carry out the intent and purpose of this Agreement,
during Executive’s employment or thereafter. If Executive fails to execute such documents by reason of death, mental or physical incapacity or any other reason, Executive hereby irrevocably appoints Univar and its officers and agents as
Executive’s agent and attorney-in-fact to execute such documents on Executive’s behalf. 

6.5 Executive agrees that there are no Inventions made by Executive prior to Executive’s employment with Univar and belonging to
Executive that Executive wishes to have excluded from this Section 6 (the “Excluded Inventions”). If during Executive’s employment with Univar, Executive 

  
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uses in the specifications or development of, or otherwise incorporates into a product, process, service, technology, or machine of Univar or its Affiliates, or otherwise uses any invention,
proprietary know-how, or other intellectual property in existence before the Effective Date owned by Executive or in which Executive has any interest (“Existing Know-How”), Univar or its Affiliates, as the case may be, is hereby granted
and shall have a non-exclusive, royalty-free, fully paid up, perpetual, irrevocable, worldwide right and license under the Existing Know-How (including any patent or other intellectual property rights therein) to make, have made, use, sell,
reproduce, distribute, make derivative works from, publicly perform and display, and import, and to sublicense any and all of the foregoing rights to that Existing Know-How (including the right to grant further sublicenses) without restriction as to
the extent of Executive’s ownership or interest, for so long as such Existing Know-How is in existence and is licensable by Executive. 

7. Nonsolicitation. 

7.1 During Executive’s employment with Univar, and for a period expiring eighteen (18) months after the termination of
Executive’s employment, regardless of the reason, if any, for such termination, Executive shall not, in the United States, Western Europe or Canada, directly or indirectly: 

7.1.1 solicit or entice away or in any other manner persuade or attempt to persuade any officer, employee, consultant or agent of
Univar or any of its Affiliates to alter or discontinue his or her relationship with Univar, or its Affiliate; 
 7.1.2 solicit from
any person or entity that was a customer of Univar or any of its Affiliates during Executive’s employment with Univar, any business of a type or nature similar to the business of Univar or any of its Affiliates with such customer; 

7.1.3 solicit, divert, or in any other manner persuade or attempt to persuade any supplier of Univar or any of its Affiliates to
discontinue its relationship with Univar or its Affiliates; 
 7.1.4 solicit, divert, take away or attempt to solicit, divert or
take away any customers of Univar or its Affiliates; or 
 7.1.5 engage in or participate in the chemical distribution or logistics
business. 
 7.2 Nothing in Section 7.1 limits Executive’s ability to hire an employee of Univar or any of its Affiliates
in circumstances under which such employee first contacts Executive regarding employment and Executive does not violate any of Sections 7.1.1, 7.1.2, 7.1.3, 7.1.4 or 7.1.5 herein. 

7.3 Univar and Executive agree that the provisions of this Section 7 do not impose an undue hardship on Executive and are not
injurious to the public; that this provision is necessary to protect the business of Univar and its Affiliates; that the nature of Executive’s responsibilities with Univar under this Agreement provide and/or will provide Executive with access
to Confidential Information that is valuable and confidential to Univar and its Affiliates; that Univar would not employ Executive if Executive did not agree to the provisions of this Section 7; that this Section 7 is reasonable in terms
of length of time and scope; and that adequate consideration supports this Section 7. In the event that a court determines that any provision of this Section 7 is unreasonably broad or extensive, Executive agrees that such Court should
narrow such provision to the extent necessary to make it reasonable and enforce the provision as narrowed. 
 7.4 This Section 7
supplements and does not replace any other obligations the Executive may have with regard to the subject matter herein. 
 8. Remedies.
Notwithstanding any other provisions of this Agreement regarding dispute resolution, including Section 8, Executive agrees that Executive’s violation of any of Sections 4, 5, 6 or 7 of this Agreement would cause Univar or its
Affiliates irreparable harm which would not be adequately compensated by monetary damages and that an injunction may be granted by any court or courts having jurisdiction, restraining Executive from violation of the terms of this Agreement, upon any
breach or 

  
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threatened breach of Executive of the obligations set forth in any of Sections 4, 5, 6 or 7. The preceding sentence shall not be construed to limit Univar or its Affiliates from any other relief
or damages to which it may be entitled as a result of Executive’s breach of any provision of this Agreement, including Sections 4, 5, 6 or 7. 

9. Venue. Except for proceedings for injunctive relief, the venue of any litigation arising out of Executive’s employment with
Univar or interpreting or enforcing this Agreement shall lie in a court of appropriate jurisdiction in King County, Washington. 
 10.
Disclosure. Executive agrees fully and completely to reveal the terms of the terms of Sections 4, 5, 6 or 7 of this Agreement to any future employer or business contacts of Executive and authorizes Univar and its Affiliates, at their election,
to make such disclosure. 
 11. Representation of Executive. Executive represents and warrants to Univar that Executive is free to
enter into this Agreement and has no commitment, arrangement or understanding to or with any party that restrains or is in conflict with Executive’s performance of the covenants, services and duties provided for in this Agreement. Executive
shall not in the course of Executive’s employment violate any obligation that Executive may owe any third party, including former employers. 

12. Fees. The prevailing party will be entitled to its costs and attorneys’ fees incurred in any litigation relating to the
interpretation or enforcement of this Agreement. 
 13. Assignability. During Executive’s employment, this Agreement may not be
assigned by either party without the written consent of the other; provided, however, that Univar may assign its rights and obligations under this Agreement without Executive’s consent to any of its Affiliates or to a successor by sale, merger
or liquidation, if such successor carries on the business substantially in the form in which it is being conducted at the time of the sale, merger or liquidation and notwithstanding anything in this Agreement, such assignment and Executive’s
transfer of employment thereunder shall not be deemed a termination of employment under Section 3.2 of this Agreement. This Agreement is binding upon Executive, Executive’s heirs, personal representatives and permitted assigns and on
Univar, its successors and assigns. 
 14. Notices. Any notice required or permitted to be given hereunder is sufficient if in
writing and delivered by e-mail, hand, by facsimile or by registered or certified mail, at a valid address of Executive on file with Univar, or in the case of Univar at the address of its principal executive offices (attention: General Counsel), or
such other address as may be provided to each party by the other. 
 15. Severability. If any provision of this Agreement or
compliance by any of the parties with any provision of this Agreement constitutes a violation of any law, or is or becomes unenforceable or void, then such provision, to the extent only that it is in violation of law, unenforceable or void, shall be
deemed modified to the extent necessary so that it is no longer in violation of law, unenforceable or void, and such provision will be enforced to the fullest extent permitted by law. If such modification is not possible, said provision, to the
extent that it is in violation of law, unenforceable or void, shall be deemed severable from the remaining provisions of this Agreement, which provisions will remain binding on the parties. 

16. Waivers. No failure on the part of either party to exercise, and no delay in exercising, any right or remedy hereunder will operate
as a waiver thereof; nor will any single or partial waiver of a breach of any provision of this Agreement operate or be construed as a waiver of any subsequent breach; nor will any single or partial exercise of any right or remedy hereunder preclude
any other or further exercise thereof or the exercise of any other right or remedy granted hereby or by law. 
 17. Governing Law.
The validity, construction and performance of this Agreement shall be governed by the laws of the State of Washington without regard to the conflicts of law provisions of such laws. 

  
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 18. Survival. Notwithstanding anything to the contrary in this Agreement, the obligations
of this Agreement shall survive a termination of this Agreement or the termination of Executive’s employment with Univar, except for obligations under Sections 1, 2, 3 and 4. 

19. Entire Agreement. This instrument contains the entire agreement of Executive and Univar with respect to the subject matter herein
and supersedes all prior such agreements and understandings, and there are no other such representations or agreements other than as stated in this Agreement related to the terms and conditions of Executive’s employment with Univar. This
Agreement may be changed only by an agreement in writing signed by the party against whom enforcement of any waiver, change, modification, extension or discharge is sought, and any such modification agreed to by Univar must, in order to be binding
upon Univar, be signed by the Chief Executive Officer of Univar. 
 20. Executive’s Recognition of Agreement. Executive
acknowledges that Executive has read and understood this Agreement and agrees that its terms are necessary for the reasonable and proper protection of the business of Univar and its Affiliates. Executive acknowledges that Executive has been advised
by Univar that Executive is entitled to have this Agreement reviewed by an attorney of his selection, at Executive’s expense, prior to signing, and that Executive has either done so or elected to forgo that right. 

21. Delayed Payment under certain Circumstances. Notwithstanding anything in this Agreement to the contrary, to the extent required to
avoid an excise tax under Internal Revenue Code Section 409A, the payment of any compensation pursuant to Sections 3.2.2, 3.2.3, 3.3 or 3.4, shall be delayed for a period of six (6) months after Executive’s separation from service if
Executive is a “specified employee” as defined in Code Section 409A(a)(2)(B)(i). In such a circumstance, the payments that would otherwise have been made during such six (6) month period will be paid on the six-month anniversary
of Executive’s separation from service. 
 IN WITNESS WHEREOF, the parties have duly signed and delivered this Agreement as of
the day and year first above written. 
  

							
	UNIVAR INC.	 		 	EXECUTIVE
				
	By	 	 /s/ Edward Evans
	 		 	 /s/ Jason A. Grapski

		 		 		 	(Signature)
				
		 	Edward Evans	 		 	  

		 	Executive Vice President	 		 	Jason A. Grapski
				
		 		 		 	  

		 		 		 	(Date)

  

  
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 EXHIBIT A 

RELEASE 
 This Release
(“Release”) is entered into by              (“Executive”) with respect to the termination of the employment relationship between Executive and Univar Inc. (the
“Company”). 
 1. Executive’s last day of employment with the Company was
             (“Termination Date”). Executive shall not seek future employment or any right to future employment with the Company, its parent or any of its affiliates. 

2. Executive has been provided all compensation and benefits earned Executive by virtue of employment with the Company, except to the extent
that Executive may still be owed salary earned during the last pay period prior to the Termination Date and accrued unused vacation and excluding the amounts payable to Executive under the Employment Agreement between Executive and the Company
(“Employment Agreement”). 
 3. As consideration for the obligations undertaken by the Company pursuant to the Employment
Agreement, Executive hereby releases the Company, Univar N.V., and its affiliates, including without limitation Univar USA, Inc. (formerly Vopak USA Inc.) and their respective officers, directors, and employees, from any and all claims, causes of
action, and liability for damages of whatever kind, known or unknown, arising from or relating to Executive’s employment and separation from employment (“Released Claims”). Released Claims include claims (including claims to
attorneys’ fees), damages, causes of action, and disputes of any kind whatsoever, including without limitation all claims for wages, employee benefits, and damages arising out of any: contracts, express or implied (including the Employment
Agreement); tort; discrimination; wrongful termination; any federal, state, local, or other governmental statute or ordinance, including, without limitation Title VII of the Civil Rights Act of 1964, as amended, the Age Discrimination in Employment
Act, as amended (“ADEA”), Fair Labor Standards Act, the Washington Law Against Discrimination, the Washington Minimum Wage Act and the Employee Retirement Income Security Act of 1974, as amended (“ERISA”); and any other legal
limitation on the employment relationship. Notwithstanding the foregoing, “Released Claims” do not include claims for breach or enforcement of this Release, claims that arise after the execution of this Release, claims to vested benefits
under ERISA, workers’ compensation claims, or any other claims that may not be released under this Release in accordance with applicable law. 

4. Executive represents and warrants that Executive has not filed any litigation based on any Released Claims. Executive covenants and
promises never to file, press, or join in any lawsuit based on any Released Claim and agrees that any such claim, if filed by Executive, shall be dismissed, except that this covenant and promise does not apply to any claim of Executive challenging
the validity of this Release in connection with claims arising under the ADEA. Executive represents and warrants that Executive is the sole owner of any and all Released Claims that Executive may have; and that Executive has not assigned or
otherwise transferred Executive’s right or interest in any Released Claim. 
 5. Executive represents and warrants that Executive has
turned over to the Company all property of the Company, including without limitation all files, memoranda, keys, manuals, equipment, data, records, and other documents, including electronically recorded documents and data that Executive received
from the Company or its employees or that Executive generated in the course of employment with the Company. 
 6. Executive specifically
agrees as follows: 
 a. Executive has carefully read this Release and finds that it is written in a manner that Executive
understands; 
 b. Executive is knowingly and voluntarily entering into this Release; 

  
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 c. Executive acknowledges that the Company is providing benefits in the form of
payments and compensation, to which Executive would not otherwise be entitled in the absence of Executive’s entry into this Release, as consideration for Executive’s entering into this Release; 

d. Executive understands that this Release is waiving any potential claims under the ADEA and other discrimination
statutes, except as provided in this Release; 
 e. Executive is hereby advised by this Release to consult with an attorney
prior to executing this Release and has done so or has knowingly and voluntarily waived the right to do so; 
 f. Executive
understands she has a period of twenty-one (21) days from the date a copy of this Release is provided to Executive in which to consider and sign the Release (during which the offer will remain open), and that Executive has an additional seven
(7) days after signing this Release within which to revoke acceptance of the Release; 
 g. If during the twenty-one
(21) day waiting period Executive should elect not to sign this Release, or during the seven (7) day revocation period Executive should revoke acceptance of the Release, then this Release shall be void. The effective date of this Release
shall be the eighth day after Executive signs and delivers this Release, provided she has not revoked acceptance; and 
 h.
Executive may accept this Release before the expiration of the twenty-one (21) days, in which case Executive shall waive the remainder of the 21-day waiting period. 

7. Executive hereby acknowledges his obligation to comply with the obligations that survive termination of the Employment Agreement, including
without limitation those obligations with respect to confidentiality, inventions and nonsolicitation. 
 8. Section 3 of this Release
is integral to its purpose and may not be severed from this Release. In the event that any other provision of this Release shall be found to be unlawful or unenforceable, such provision shall be deemed narrowed to the extent required to make it
lawful and enforceable. If such modification is not possible, such provision shall be severed from the Release and the remaining provisions shall remain fully valid and enforceable to the maximum extent consistent with applicable law. To the extent
any terms of this Release are put into question, all provisions shall be interpreted in a manner that would make them consistent with current law. 

9. With regard to the subject matter herein, this Release shall be interpreted pursuant to Washington law. 

 

			
	Executive:
	
	  

	(Signature)
	
	  

	(Print Name)
		
	Dated:	 	  

  
 -9-EX-10.21

 Exhibit 10.21 
  

					
	Univar Inc.
	Human Resources Policies and Procedures
	
	Management Incentive Plan–Exempt
			
	Effective Date	  	Supersedes	  	Page
	1 Jan 2015	  	2014 MIP	  	1 of 7

  

	A.	Policy. 

 The Management Incentive Plan (MIP or Plan) is designed to motivate key
employees to achieve specific objectives that will help the Company grow, be profitable, and effectively manage and use its capital. The MIP focuses attention on key objectives, encourages planning and teamwork to achieve them, and enables
participants to see a direct link between their contribution to the Company’s success and their compensation. 
  

	B.	Effective Date. 

 The Plan was approved by the Univar Inc. Compensation Committee
substantially in the form set forth herein on February 28, 2015, and, as amended, is effective January 1, 2015, or such later date as may be required to comply with the requirements of IRC Section 162(m) when it is approved by the
Company’s shareholders. The Plan will remain in effect until such time as the Compensation Committee may elect to suspend, amend, or terminate it. Provided that, if subject to shareholder approval, the Plan shall not extend for a period beyond
that approved by the shareholders or as required by law. 
  

	C.	Eligibility. 

 1. Participants. Designated executives, managers and other key
employees who work for the Company or one of its subsidiaries for more than one consecutive month during a Plan Year are eligible to participate in the MIP. 

2. Participant Categories. Eligible Participants must be in one of the following categories: 

 

	 	a.	Exempt Participants. Participants who work in positions considered exempt from overtime pay under the wage-hour laws, but who are not in an eligible sales, supervisory, management or executive position.

  

	 	b.	Sales Participants. Participants who work in eligible sales positions not covered under the Sales Incentive Plan (Policy #460) or specific business unit incentive plan. 

 Univar Inc. 

Management Incentive Plan–Exempt (2014) 
  Page
 2
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	 	c.	Supervisory Participants. Participants who work in positions considered exempt from overtime pay under the wage-hour laws, and who are in an eligible supervisory position. 

 

	 	d.	Management Participants. Participants who work in positions considered exempt from overtime pay under the wage-hour laws, and who are in an eligible management position. 

 

	 	e.	Executive Participants. Participants who work in positions considered exempt from overtime pay under the wage-hour laws, and who are in an eligible executive position. 

3. Participant Rights. The Plan is not intended to confer contractual rights on any Participant. The payment of an MIP Award to a
Participant with respect to any Plan Year does not guarantee the Participant future employment by the Company or its subsidiaries, nor future participation in the Plan. Employee’s rights under the Plan are not assignable. 

4. Plan Changes. The Compensation Committee reserves the right to change, modify, amend, suspend, or discontinue the MIP at any time
without prior notice in its sole discretion. 
  

	D.	Definitions. 

 1. Plan Year. The Company’s fiscal year, from January 1
to December 31. 
 2. Internal Revenue Code (IRC or the Code). The U.S. Internal Revenue Code of 1986, as amended, or any
successor thereto, and the U.S. Department of Treasury regulations and other interpretative guidance issued under it, including without limitation any such regulations or guidance that may be issued after the Plan’s Effective Date. 

3. Covered Employee. As defined by IRC Section 162(m). 

4. Salary. Base salary as of December 31 of the Plan Year. Company contributions to VIP or other fringe benefits, earned and paid
during the Plan Year, are not included. Where applicable, in certain countries Salary includes 13th, 14th, and 15th month salary and other payments considered by custom as fixed earnings for the purpose of calculating awards. This includes any direct salary paid by the Company, but does not include vacation
bonuses, pay in lieu of vacations, assignment allowances, or any other regular, variable or incentive compensation paid by the Company or its subsidiaries. 

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	E.	Plan Administration. 

 1. Compensation Committee. The Plan is administered by the
Compensation Committee of the Company’s Board of Directors, which has sole discretionary authority to interpret the Plan, and the Compensation Committee’s determinations will be final. The Compensation Committee may delegate its authority
to members of the Company’s management team. (In the event of such delegation, the references in this document to Compensation Committee shall mean the delegated members of management). Notwithstanding the foregoing, if the Company is subject
to IRC Section 162(m), to the extent the Compensation Committee is not comprised solely of members who are “outside directors” within the meaning of IRC Section 162(m), the Plan will be administered by a subcommittee of the
Compensation Committee comprised of outside directors within the meaning of IRC Section 162(m). In the latter event, references in the Plan to the Compensation Committee will be deemed to refer to such subcommittee of the Compensation
Committee. 
 2. Compensation Committee Discretion. All MIP Awards are subject to the Compensation Committee’s discretion.
Subject to restrictions imposed by IRC Section 162(m), if such provision is applicable, the Compensation Committee has full authority to: 
  

	 	a.	Vary, withhold, grant, or reinstate MIP Awards; 

  

	 	b.	Vary or eliminate performance goals, targets, and metrics; and 

  

	 	c.	Determine, calculate, and vary performance assessments. 

 The Compensation Committee may decide how any
performance goals, targets or metrics shall be adjusted to the extent necessary to prevent dilution or enlargement of any MIP Award as a result of extraordinary events or circumstances, as determined by the Compensation Committee, or to exclude the
effects of extraordinary, unusual, or non-recurring items; changes in applicable laws, regulations, or accounting principles; currency fluctuations; discontinued operations; non-cash items, such as amortization, depreciation, or reserves; asset
impairment; or any recapitalization, restructuring, reorganization, merger, acquisition, divestiture, consolidation, spin-off, split-up, combination, liquidation, dissolution, sale of assets, or other similar corporate transaction. Provided,
however, that no such adjustment will be made to the MIP Award of a Covered Employee if the effect of such adjustment would cause the award to fail to qualify as “performance based compensation” within the meaning of IRC
Section 162(m), if such provision is applicable. The Plan will be subject to any policy implemented by the Company as related to the forfeiture of incentive compensation or benefits. 

3. Compliance with IRC Section 409A. Without limiting the generality of the foregoing Sections E.1 and E.2, and notwithstanding
anything in the Plan to the contrary, the Plan and MIP Awards paid under it will be interpreted in accordance with the requirements of IRC Section 409A, and payments under the Plan are anticipated to be made within the time frames anticipated
by IRC Section 409A. In addition, if the Compensation 

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Committee determines that any amounts payable under the Plan will be taxable to a Participant under IRC Section 409A, then prior to payment to such Participant of such amount, the
Compensation Committee may: 
  

	 	a.	Adopt such amendments to the Plan and MIP Awards and appropriate policies and procedures, including amendments and policies with retroactive effect, that the Compensation Committee determines are necessary or
appropriate to preserve the intended tax treatment of the benefits provided by the Plan and MIP Awards hereunder; and/or 

  

	 	b.	Take such other actions as the Compensation Committee determines are necessary or appropriate to comply with the requirements of IRC Section 409A. 

4. Delegation of Authority. The Compensation Committee may, in its sole discretion, delegate to the Company’s Chief Executive
Officer the authority (subject to the terms and conditions the Compensation Committee shall determine) to grant and administer MIP Awards to Participants who are not Covered Employees. 

5. Target-Setting Process. The Compensation Committee will assign to each executive employee Participant an MIP Award basis related to
the individual’s responsibilities. Members of management will assign to other employee Participants and MIP Award basis related to the individual’s responsibilities. Individual MIP Awards will depend on the attainment of any of the
following performance criteria, either alone or in any combination, which may be expressed with respect to the Company or one or more operating units or groups, as the Compensation Committee may determine: cash flow; cash flow from operations; total
earnings; earnings per share, diluted or basic; earnings per share from continuing operations, diluted or basic; earnings before interest and taxes; earnings before interest, taxes, depreciation, and amortization; earnings from operations; net asset
turnover; inventory turnover; capital expenditures; net earnings; operating earnings; gross or operating margin; debt; working capital; return on equity; return on net assets; return on total assets; return on capital; return on investment; return
on sales; net or gross sales; market share; economic value added; cost of capital; change in assets; expense reduction levels; debt reduction; productivity; delivery performance; safety record; stock price; and total stockholder return. 

Performance goals may be determined on an absolute basis or relative to internal goals or relative to levels attained in prior Plan Years or related to other
companies or indices or as ratios expressing relationships between two or more performance goals. 
 6. MIP Award Percentages. No
later than 90 days after the beginning of a Plan Year, the Compensation Committee or the members of management will assign to each Participant a target MIP Award as a percentage of their Salary. 

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 7. MIP Award Calculation. A Participant’s actual MIP Award may range from 0% to
200% of their target MIP Award, depending on the degree to which specified performance goals are achieved. MIP Awards earned between target points are based on interpolation of the data. Notwithstanding any provision of the Plan or any agreement to
the contrary, in no event may a Participant’s MIP Award for any Plan Year exceed US$2.5 million. Total awards calculated under the Plan will be reviewed by the Compensation Committee, and the Compensation Committee has the discretion to vary
the Plan, including an increase or reduction in the amount of a Participant’s available MIP Award (including a reduction to zero), based on any subjective or objective factors it determines to be appropriate in its sole discretion. Provided,
however, in the case of a Covered Employee the Compensation Committee may reduce (including a reduction to zero), but may not increase the amount of an available MIP Award or waive the achievement of the applicable performance goals. This Plan shall
be subject to any clawback or similar policy adopted at any time by the Company. Participants who violate any Company policy, any agreement with the Company or any law, as determined in the discretion of the Compensation Committee, shall forfeit
their rights to any MIP Award. 
 8. Performance Standard. If a Participant is on a written progressive discipline plan at any time
during a Plan Year, the Compensation Committee may reduce a portion of the Participant’s MIP Award for that Plan Year. 
 9.
Errors. If an error is made in calculating the amount of a MIP Award, as determined in the Compensation Committee’s sole discretion, the Compensation Committee reserves the right to correct the award and to request the repayment of any such
award that was paid and/or to offset the amount of any such award from any severance pay which the Company may choose to pay. 
 10.
Partial Year Participation. Subject to IRC Section 162(m), if such provision is applicable, if a Participant was eligible for the MIP for only a portion of a Plan Year, or worked during a Plan Year in different positions, grades, geographic
groups, locations, business units, incentive plans, related companies, etc., each period of work while in an MIP-eligible position will be pro-rated based on the number of calendar days the Participant worked in each position, with the payout
multiple and corresponding MIP Award calculated separately for each period. 
 11. Participation in MIP and Sales Incentive Plan. SIP
payments are subject to adjustment for employees who participate in both the MIP and Sales Incentive Plan (460) during any quarter of a Plan Year. For such quarters, the SIP bonus will be adjusted to reflect the portion of the quarter
they worked in an MIP-eligible position. 
 12. Periods of Disability or Unpaid Leave. Participants who suffer periods of illness or
disability, or take unpaid leave, during all or a portion of a Plan Year will have their MIP Award, if any, for that Plan Year reduced under the following terms: 

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	 	a.	Sick Leave. No effect on MIP Award. 

  

	 	b.	Short-Term Disability. Participants on short-term disability will not receive a MIP Award for the days they were on short-term disability. 

 

	 	c.	Long-Term Disability. Participants on long-term disability will not receive a MIP Award for the days they were on long-term disability. 

 

	 	d.	Workers’ Compensation. Participants on workers’ compensation will have their MIP Award reduced by the percentage their pay is reduced, if any, for the days they were on workers’ compensation.

  

	 	e.	Unpaid Leave. Participants who take unpaid leave of any type, including unpaid leave under the Family and Medical Leave Act or any state law equivalent, will not receive a MIP Award for the days they were on such
leave. This does not apply to vacation days used by Participants for part of any such leave. 

  

	 	f.	Military Leave. Periods of active duty will have no effect on a Participant’s MIP Award. 

13. Timing and Form of Payment. In the United States, MIP Awards will be paid by March 15th of the year following the Plan Year. In other countries, MIP Awards will be paid based on local tax and compensation practices. All MIP Awards will be paid in cash directly to Participants, subject
to applicable taxes and other deductions. 
 14. Termination of Employment During or After Plan Year. 

 

	 	a.	During Plan Year. 

  

	 	(1)	Death or Retirement. Participants whose employment terminates during a Plan Year due to death or retirement are eligible for a pro-rata MIP Award for the number of days worked in an MIP-eligible position during
the Plan Year. For purposes of this Plan, retirement shall mean a voluntary termination of employment by an individual who is at least 60 years of age and had five years of service with the Company. 

 

	 	(2)	Resignation. Participants who resign their employment with the Company during a Plan Year are not eligible for a MIP Award for that Plan Year. Participants who resign their employment during a Plan Year, but who
wish their resignation to be effective at the end of that Plan Year, may have their resignations accepted by the Company before the end of the Plan Year, and so be ineligible for an MIP Award. 

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	 	(3)	Reduction in Force. Subject to the other provisions herein, Participants whose employment terminates during the Plan Year due to a reduction in force are not eligible for a MIP Award for that Plan Year.

  

	 	(4)	Discharge. Participants who are discharged for any reason during the Plan Year are not eligible for an MIP Award for that Plan Year. 

 

	 	b.	After Plan Year, But Before Payout. A Participant whose employment terminates for any reason other than discharge after the end of a Plan Year, but before an MIP Award has been paid for that year, is not eligible
for an award for that completed Plan Year. 

 15. Participants Rehired During Plan Year. Participants who terminate
their employment during a Plan Year, and who are then rehired during the same Plan Year, may be given credit for their previous service during the Plan Year based on the following rules: 

 

			
	 Reason for

Termination
	  	 Credit Given for Previous

Service during Plan Year

	 Discharge
	  	No
	 Resignation
	  	Yes
	 Retirement
	  	Yes
	 Reduction in Force
	  	Yes

 Participants who terminate their employment during one Plan Year, and who are then rehired during another Plan Year, will not
be given credit for their service during the first Plan Year. Each Plan Year will be treated separately. 
 16. Unfunded Plan. The
Company is not required to purchase assets, place assets in a trust or other entity to which contributions are made, or to otherwise segregate assets for the purpose of satisfying any obligations under the Plan. Participants have no rights under the
Plan other than as unsecured general creditors of the Company. 
 17. Limit of Liability. Neither the Company nor any other person
participating in the interpretation, administration or application of the Plan will have any liability to any Participant or other party for any action taken or not taken in good faith under the Plan.

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