Document:

Severance Plan for Vice Presidents

 Exhibit 10.15 
 FORTUNE BRANDS HOME & SECURITY, INC. 
 SEVERANCE PLAN FOR VICE
PRESIDENTS 
 Fortune Brands Home & Security, Inc. (the “Company”) has established the Fortune Brands Home &
Security, Inc. Severance Plan for Vice Presidents (the “Plan”) effective as of October 3, 2011. This Plan supersedes any other severance plan maintained by the Company or any predecessor employer for Vice Presidents. 

Notwithstanding anything in the Plan to the contrary, the Company intends that, to the extent the Plan provides a severance pay benefit that constitutes
a deferral of compensation as determined in accordance with Section 409A of the Internal Revenue Code (the “Code”) and regulations and guidance promulgated thereunder (collectively, “Section 409A”), each provision in the
Plan shall be interpreted to comply with the requirements of Section 409A and any provision that would conflict with such requirements shall not be valid or enforceable. 
 SEVERANCE PLAN BENEFITS: 
 Coverage 

All domestic, full-time salaried employees who are Vice Presidents of the Company are covered by the Plan. Officers above the level of Vice President who
are covered by individual Severance Agreements with the Company are excluded from the Plan. 
 Eligibility 

Vice Presidents are eligible for the severance pay set forth below in the event of: 

 

	A.	Involuntary separation from employment with the Company for reasons other than resignation, retirement, death, disability, or cause; provided the employee remains
employed until the date designated by the Company as his or her termination date. The term “cause” includes but is not limited to misconduct, negligence, dishonesty, criminal act, excessive absenteeism, and willful failure to perform job
responsibilities and other conduct determined by the Company to be “cause.” The term “retirement” means termination of employment on or after attainment of age 55 and completion of at least 10 years of service. The term
“disability” means the employee is considered disabled for purposes of the Company’s long term disability plan. 

  

	B.	Voluntary separation from employment if, an employee’s job location has been relocated more than 35 miles from the employee’s former job location; provided
that, not later than 30 days after the relocation of the employee’s job, the employee shall provide notice to the Company of the conditions described in this Section 2(A)(2) and his or her intent to separate from service; upon receipt of
such notice, the Company shall have 30 days during which the Company may remedy such conditions; and in the event of the Company’s failure to do so, the employee separates from service within the 90-day period following the relocation of his or
her job. 

 An employee is not eligible for severance pay under the Plan if: 

 

	A.	The employee is offered a comparable position (as determined in the sole discretion of the Company) with the Company, an affiliate of the Company, or any other
successor employer with which the Company has negotiated over the terms of employment for Company employees as a result of: 

  

	 	•	 	 a reorganization of the Company (including but not limited to a spinoff of one of the Company’s divisions or subsidiaries);

  

	 	•	 	 the sale of stock or assets of the Company or one of its affiliates; or 

 

	 	•	 	 the outsourcing by the Company of the employee’s job function; and 

 

	B.	such position is initially located within a 35-mile radius of the employee’s former job location. 

The employee is not eligible for severance if the employee receives and accepts an offer of employment under the circumstances described in part
(a) above, even though the new position is located outside the 35-mile radius described in part (b) of this paragraph. 
 In addition,
if an employee is offered and accepts another position with the Company or any affiliate or business unit of the Company (whether or not such offer is made in connection with a corporate transaction or restructuring) prior to commencement of
severance pay benefits, no severance pay will be provided under this Plan. If an employee accepts a position with the Company or any affiliate or business unit of the Company after severance pay begins, no further severance pay benefits will be
provided upon assumption of the new position. 
 Amount of Severance Pay—General 

The amount of severance pay provided for employment terminations described in A and B will be 12 months’ of base salary plus the employee’s
target bonus for the year in which the employee’s employment termination occurs. Notwithstanding the foregoing, the bonus portion of the severance pay will be offset by any annual bonus actually paid under the terms of the Company’s annual
bonus plan for the year of termination, but not below zero. 
 Amount of Severance Pay – Change in Control 

If any eligible Vice President’s employment is terminated within 18 months following a Change in Control of the Company, the General provisions
regarding severance pay (described above) will not apply, and severance pay will be determined under this Change in Control section. “Change in Control” means a Change in Control as defined in the Fortune Brands Home & Security
Inc. 2011 Long-Term Incentive Plan, as amended from time to time. Payment of severance under this Section will be provided to an eligible employee if the employee’s employment with the Company terminates under any of the following
circumstances: 
  

	A.	Involuntary separation from employment from the Company or an affiliate thereof for any reason other than death, disability, or cause within 18 months following a
Change in Control; provided the employee is employed by the Company on the date on which the Change in Control occurs; 

  

			
	DATE: October 3, 2011	  	PAGE: 2

	B.	Voluntary separation from employment if, within 18 months following a Change in Control, such employee’s job location is relocated more than 35 miles from the
employee’s job location as of immediately prior to the Change in Control; provided that not later than 30 days after the relocation of the employee’s job, the employee shall provide notice to the Company of his or her intent to
separate from service due to such relocation; upon receipt of such notice, the Company shall have 30 days during which the Company may remedy such conditions; and in the event of the Company’s failure to do so, the employee separates from
service within the 90-day period following the relocation of his or her job; or 

  

	C.	Voluntary separation from employment if, within 18 months following a Change in Control, such employee is demoted to a lower salary grade level with a material decrease
in compensation; provided that not later than 30 days after such demotion, the employee shall provide notice to the Company of his or her intent to separate from service due to such demotion; upon receipt of such notice, the Company shall
have 30 days during which the Company may remedy such conditions; and in the event of the Company’s failure to do so, the employee separates from service within the 90-day period following such demotion. 

For the avoidance of doubt, eligibility for the severance pay provided under this Section upon a Change in Control applies only to terminations of
employment or demotions that occur within a period ending 18 months following the Change in Control of the Company. After that 18-month period, this Section will not apply. 
 The amount of severance pay provided for separations from service within 18 months following a Change in Control will be 18 months’ of base salary plus the employee’s target bonus for the year
in which the employee’s separation from service occurs. Notwithstanding the foregoing, the bonus portion of the severance pay will be offset by any annual bonus actually paid under the terms of the Company’s annual bonus plan for the year
of termination, but not below zero. 
 Payment of Severance 
 Eligible separated employees will receive payment of severance in regular pay intervals through the entire severance period. An employee’s separation date shall be determined in accordance with the
requirements of Section 409A. Notwithstanding the foregoing, if an employee is a specified employee (as defined below), the following rules shall apply: 
  

	A.	 For purposes of applying the exception to Section 409A for short-term deferrals, each installment shall be treated as a separate payment.
Accordingly, any benefits paid (i) within
2- 1/2 months of the end of the Company’s
taxable year containing the separation date, or (ii) within 2- 1/2 months of the end of the employee’s taxable year containing his or her separation date shall be exempt from Section 409A and shall be paid in accordance with the first sentence of this
Section 4. 

  

			
	DATE: October 3, 2011	  	PAGE: 3

	B.	To the extent the employee’s severance pay benefit otherwise payable in the first six months following the employee’s separation date (other than amounts
exempt from Section 409A under Section 4(A) above) is equal to or less than the lesser of the amounts described in Treasury Regulations Sections 1.409A-1(b)(9)(iii)(A)(1) and (2), such severance benefit shall be exempt from
Section 409A and shall be paid in accordance with the first sentence of this Section 4. 

  

	C.	Only to the extent a portion of the employee’s severance pay benefit is not exempt from Section 409A pursuant to Sections 4(A) or 4(B) above, any such
remaining severance pay benefits shall be delayed until the first payroll date of the 7th month following the employee’s separation date. Any delayed payments shall then be paid in a lump sum without interest. Thereafter, the remainder of an
employee’s severance pay benefit shall be payable in installments according to the normal payroll schedule of the Company. 

  

	D.	“Specified employee” means a an employee identified as a specified employee pursuant to the “Procedures for Determining Specified Employees under Code
Section 409A” as adopted, and as amended from time to time, by the Company’s Board of Directors or a committee or individual authorized by the Company’s Board of Directors for this purpose. 

In the event of an employee’s death after signing the separation letter and release of claims required below, but before receipt of all severance
pay, all remaining payments will be made in a lump sum to the employee’s estate. All payments are subject to normal payroll taxes and required withholding and may be reduced by any amounts employee owes the Company; provided that, to the extent
an employee’s severance pay benefit is not exempt from Section 409A, then any offset to such benefit shall comply with the requirements of Section 409A. 
 In the event an employee is entitled to severance pay as a result of an involuntary separation described above, and the Company discovers information that, in the Company’s reasonable judgment would
have provided a basis for termination for cause (as defined above), the Company will have no further obligation to make payments under the Plan. The Company will have the right to recover all amounts previously paid under the Plan, as well as
attorney’s fees incurred in connection with such recovery. 
 Benefit Coverage 

Medical and dental coverage can be continued throughout the period that severance payments continue on the same terms and conditions and at the same
contribution rates that apply to the employee, and such coverage shall run concurrently with coverage provided under the Consolidated Omnibus Budget Reconciliation Act (“COBRA”). Employees will receive notice of COBRA rights after
separation. All other employee benefit plans terminate on the separated employee’s last day of work. Severance payments will not be considered as pensionable earnings, and the period of time that severance payments are made will not count
toward credited service and vesting service under the Company’s pension plans. Payments under the Plan are not eligible for contributions to the Company’s 401(k)/profit sharing plans or otherwise recognized for any other benefit purpose.

  

			
	DATE: October 3, 2011	  	PAGE: 4

 If, during a period of severance, a former employee accepts employment with a new employer, any medical or
dental coverage provided under plans maintained by the Company will be discontinued when the former employee is eligible for coverage under the new employer’s plans. A former employee must notify the Human Resources Department in writing (or
via email) when he or she obtains coverage under a new employer’s plans. The Plan reserves the right to seek reimbursement of any premium subsidies paid after a former employee obtains coverage from a new employer if such former employee fails
to notify the Human Resources Department as required under this provision. 
 Vacation 

Employees will receive pay for all unused and accrued vacation for the year of termination as a part of their final regular pay in accordance with
prevailing state laws. 
 Other Company Payments 
 Notwithstanding any provision of this Plan to the contrary, the severance pay under this Plan shall be reduced by the severance benefits then payable to an employee under any other agreement,
understanding, plan, policy, program or arrangement of the Company or a subsidiary or affiliate of the Company. Moreover, if an employee has an individual Change in Control Agreement or Severance Agreement with the Company, then any severance
benefits payable to such employee shall be determined in accordance with the Change in Control Agreement or Severance Agreement, as applicable, and not this Plan. 
 Employee Release 
 In no event will an employee be eligible for any payments or benefits
under this Plan until the employee signs a release and waiver of claims in the form proposed by the Company and any applicable revocation period expires. 
 Administration 
 This Plan is administered by the Company (the “Plan
Administrator”). The Plan Administrator may designate persons to carry out its responsibilities under this Plan. The Plan Administrator reserves absolute discretionary authority to determine all matters arising in connection with the
administration, interpretation and application of the Plan (including all questions of coverage, facts, eligibility and methods of providing and arranging for any benefits. 
 Amendment and Termination 
 The statements contained in this Plan are not intended to create
nor are they to be construed to constitute conditions of employment or a contract of employment between the Company and any employee. The Company reserves the right to modify, suspend or terminate the Plan or the benefits provided at any time
without prior notice to employees; provided, however, that in the event of a Change in Control, the Company may not terminate the Plan or amend the provisions under “Amount of Severance Pay – Change of Control” in such a manner so as
to adversely affect benefits otherwise payable under this Plan until 18 months following such Change in Control. Any amendment or termination of the Plan shall comply with the restrictions of Code Section 409A to the extent applicable.
Specifically, no amendment or termination of the Plan may accelerate a scheduled payment unless permitted by Treasury regulations section 1.409A-3(j)(4). 

  

			
	DATE: October 3, 2011	  	PAGE: 5

 Benefit Claim Process 
 The Company or its delegate will notify eligible employees of any amounts of severance benefits payable under this Plan. If an employee does not receive severance pay benefits within 60 days of his or her
date of termination, he or she may assume that the Plan Administrator has determined that such employee is not eligible for severance pay benefits. If any employee believes that he or she has been denied severance pay benefits to which he or she may
be entitled, the employee should submit a written claim for severance pay benefits to the Company’s Senior Vice President, Human Resources. In deciding claims for benefits under the Plan, the Company’s Senior Vice President, Human
Resources will have the same discretionary authority as the Plan Administrator, as described in “Administration” above. 
 The Company
or its delegate will notify the employee of any claim for severance pay that is denied, in whole or in part, within 90 days of the date the claim is received (unless special circumstances required additional time for processing the claim). The
notice will contain: 
  

	 	•	 	 the specific reason(s) why the claim was denied; 

  

	 	•	 	 the specific Plan provision(s) on which the denial was based; 

 

	 	•	 	 a description of additional information required by the Company and the reasons why such information is needed; and 

 

	 	•	 	 the procedure for review of the denial, including the employee’s right to bring suit under Section 502(a) of ERISA.

 If special circumstances require an extension of time for processing the claim, the initial 90-day period may be extended
for up to 90 additional days, provided the Company or its delegate gives the employee written notice of the extension prior to the expiration of the initial 90-day period. Such notice will set forth the circumstances requiring the extension of time
and the date by which a decision is expected to be rendered. 
 Benefit Claim Appeal Process 

If a claim is denied, the employee and/or his or her authorized representative may file a written appeal to the Company’s Corporate Employee Benefits
Committee (“CEBC”) within 60 days of the date the notice of denial is received. In deciding claims on appeal, the CEBC will have the same discretionary authority as the Plan Administrator, as described in Section 9. The employee
and/or his or her authorized representative may review Plan documents and other documents that affect the claim, and the Company will provide access to or copies of, relevant documents upon request and free of charge. The request for a review should
state the reason(s) why the employee feels the claim was improperly denied. Additional data, questions or comments should also be submitted, and the Company’s review will take into account comments, documents, records, and other information
submitted by the participant without regard to whether that information was submitted or considered in the initial benefit determination. 
 The
CEBC will render a decision on the appeal within 60 days after receipt of a request for review unless special circumstances require an extension of time for review, in which case the time limit will not be later than a total of 120 days after
receipt, and the extension will 

  

			
	DATE: October 3, 2011	  	PAGE: 6

 
be granted in writing and will cite the reason for the extension and the date the Plan expects to reach a decision. A decision on an appeal will be in writing, will include the specific reasons
for the decision and specific references to the pertinent Plan provisions on which the decision is based, a statement that the employee is entitled to receive, upon request and free of charge, reasonable access to and copies of, all documents,
records and other information relevant to the employee’s claim for benefits, and a statement of the employee’s right to bring suit under ERISA Section 502(a), in a manner calculated to be understood by the claimant. 

No action at law or in equity shall be brought to recover benefits under the Plan until the applicable appeal rights have been exercised and until the
Plan benefits requested in such appeal have been denied in whole or in part. If any judicial proceeding is undertaken to appeal the denial of a claim or bring any other action under ERISA other than a breach of fiduciary duty claim, the evidence
presented will be strictly limited to the evidence timely presented to the CEBC. In addition, any such judicial proceeding must be filed within 180 days after the CEBC’s final decision. 
 OTHER TERMS 
 No Vesting 

Neither the use of service time in calculating severance nor any other provision of this Plan shall be construed as giving rise to or granting any vested
right to receive severance benefits. 
 Merger/Acquisition 
 For purposes of this Plan, in no event shall a merger or acquisition of the Company by or with another company constitute a termination of employment or separation from service with the Company when
employment continues with the Company, an affiliate thereof or the merged or acquiring company. Other types of sale transactions or reorganizations will be governed exclusively by the Eligibility and Change in Control provisions above. 

Funding 
 Severance pay provided under
this Plan is payable solely from the general assets of the Company. 
 ERISA RIGHTS: 

The following rights and terms are provided to all employees (“you,” below): 
 As a participant in the Plan, you are entitled to certain rights and protections under the Employee Retirement Income Security Act of 1974 (ERISA). ERISA provides that all Plan participants shall be
entitled to the following: 
 You can examine, without charge, at the Plan administrator’s office, all documents governing the Plan and a
copy of the latest annual report (Form 5500 Series) filed by the Plan with the U.S. Department of Labor and available at the Employee Benefits Security Administration. 

  

			
	DATE: October 3, 2011	  	PAGE: 7

 You can obtain, upon written request to the Plan administrator, copies of documents governing the operation
of the Plan and copies of the latest annual report (Form 5500 Series). The administrator may make a reasonable charge for the copies. 

Prudent Actions by Plan Fiduciaries 
 In
addition to creating rights for Plan participants, ERISA imposes duties upon the people who are responsible for the operation of the employee benefit plan. The people who operate your Plan, called “fiduciaries” of the Plan, have a duty to
do so prudently and in the interest of you and other Plan participants and beneficiaries. No one, including your employer, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a benefit or exercising your
rights under ERISA. 
 Enforce Your Rights 
 If your claim for a benefit is denied or ignored, in whole or in part, you have a right to know why this was done, to obtain copies of documents relating to the decision without charge, and to appeal any
denial, all within certain time schedules. 
 Under ERISA, there are steps you can take to enforce the above rights. For instance, if you
request a copy of Plan documents or the latest annual report from the Plan and do not receive it within 30 days, you may file suit in a federal court. In such a case, the court may require the Plan administrator to provide the materials and pay you
up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond the control of the administrator. 
 If you have a claim for benefits that is denied or ignored, in whole or in part, you may file suit in a state or federal court. In addition, if you disagree with the Plan’s decision or lack thereof
concerning the qualified status of a domestic relations order or a medical child support order, you may file suit in federal court. 
 If it
should happen that you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a federal court. The court will decide who should pay court costs and legal fees. If you
are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees if for example, it finds your claim is frivolous. 

Assistance with Your Questions 
 If you
have any questions about your Plan, you should contact the Senior Vice President, Human Resources. If you have any questions about this statement or about your rights under ERISA, or if you need assistance in obtaining documents from the Plan
administrator, you should contact the nearest office of the Employee Benefits Security Administration, U.S. Department of Labor, listed in your telephone directory or 200 Constitution Avenue N.W., Washington, D.C. 20210. You may also obtain certain
publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration. 

  

			
	DATE: October 3, 2011	  	PAGE: 8

 GENERAL INFORMATION 

 

			
	Plan Sponsor and Plan Administrator:	  	Fortune Brands Home & Security, Inc.
		  	520 Lake Cook Road
		  	Deerfield, IL 60015

 Funding 

Severance pay provided under this Plan is payable solely from the general assets of the Company. 

 

			
	Employer Identification Number:	  	62-1411546
		
	Plan Year:	  	January 1 through December 31
		
	Agent for Service of Legal Process:	  	Fortune Brands Home & Security, Inc.
		  	520 Lake Cook Road
		  	Deerfield, IL 60015
		  	Attn: Secretary

  

			
	DATE: October 3, 2011	  	PAGE: 9Directors' Deferred Compensation Plan

 Exhibit 10.16 
 FORTUNE BRANDS HOME & SECURITY, INC. 
 DIRECTORS’
DEFERRED COMPENSATION PLAN 
 (Effective October 3, 2011) 

Fortune Brands Home & Security, Inc. (the “Company”) hereby establishes this Directors’ Deferred
Compensation Plan (the “Plan”) to assist the Company in attracting and retaining persons of competence and stature to serve as Directors by giving those Directors the option of deferring the receipt of the cash fees and
shares of Company common stock payable to them by the Company for their services as Directors. 
 1. Effective
Date. The Plan is effective as of October 3, 2011. 
 2. Eligibility and Participation. Each
Director of the Company who (a) is duly elected to the Company’s Board of Directors (the “Board of Directors” or the “Board”) and (b) is not an employee of the Company is an
“Eligible Director.” Each Eligible Director may elect to defer the receipt of any (i) fees, stipends, or other remuneration otherwise payable in cash (“Director Cash Fees”) and (ii) shares of
Company common stock granted annually (“Director Shares”) to the Eligible Director by the Company for services as a Director in accordance with Section 4 below (together, Director Cash Fees and Director Shares shall be
referred to as “Directors’ Fees”). Each Eligible Director who elects to defer Directors’ Fees under the Plan is a “Participant” in the Plan. 

3. Administration. The Board appoints the Company’s Nominating and Corporate Governance Committee to act as the
administrator of the Plan (referred to herein as the “Administrator”). The Administrator will serve at the pleasure of the Board of Directors and will administer, construe and interpret the Plan in its sole discretion. The
Administrator will not be liable for any act done or determination made in good faith. The Board of Directors has the power to designate an additional or replacement Administrator at its discretion. The expense of administering the Plan shall be
borne by the Company and shall not be charged against benefits payable hereunder. 
 4. Deferrals.

 (a) Deferral Election. An Eligible Director may file with the Administrator, on or before
November 1 of each calendar year, an election in writing to defer all or a portion of the Directors’ Fees to be earned by the Eligible Director in the following calendar year (a “Deferral Election”). In the year in
which a Director first becomes eligible to participate in the Plan, the Director may make a Deferral Election with respect to services to be performed subsequent to the date of the Deferral Election if the Director files such election with the
Administrator no later than thirty (30) days after the date on which the Director becomes eligible to participate in the Plan. When a Deferral Election is filed, an amount equal to all or a portion (as designated in the Deferral Election) of
the Directors’ Fees earned by the Participant for the following calendar year (or the remainder of the calendar year, in the case of new directors) will be credited to a deferral account maintained on behalf of that Participant (the
“Deferral Account”). 
 (b) Minimum Deferral. If a Participant makes
a Deferral Election, the amount of such election may not be less than $1,000 of Director Cash Fees per calendar quarter. 

 (c) Accounting. A Deferral Account consisting of a
subaccount for Director Cash Fees and a subaccount for Director Shares (as applicable) will be maintained by the Company and will list and reflect each Participant’s credits and valuations. The Company will credit an amount equivalent to the
Director Cash Fees and the number of share equivalents representing the number of Director Shares, as designated in the Deferral Election, that would have been paid or issued to the Participant if the Participant had not elected to defer such
Directors’ Fees under the Plan to each Participant’s subaccount for Director Cash Fees and subaccount for Director Shares, as applicable. The credit will be made on the date on which the Directors’ Fees would have been paid or issued
absent a Deferral Election. 
 The Plan is unfunded and no funds will be segregated into the Deferral Account of
Participants. The Administrator will provide each Participant an annual statement of the balance in that Participant’s Deferral Account. 
 (d) Valuation.  
 (i) Director Cash
Fees. At the end of each calendar quarter, each Participant’s subaccount for Director Cash Fees will be credited with interest on the value of his or her subaccount for Director Cash Fees at the beginning of the quarter. The interest
rate applicable for a calendar quarter will be the average rate of the final auction of the prior quarter for the sale of 13-week U.S. Government bills, rounded up to the nearest five-hundredths of one percent (.05%). If such rate is no longer
available, a substantially similar one selected by the Administrator shall be used. Interest will be calculated on the basis of actual days over a 360-day year. 

(ii) Dividends on Deferred Director Shares. On each dividend payment date, an amount equal to the dividend,
if any, payable with respect to a share of Company common stock multiplied by the number of share equivalents credited to the Participant’s subaccount for Director Shares will be credited to the Participant’s subaccount for Director Shares
(“Dividend Equivalents”). Such Dividend Equivalents will be credited in cash to the extent such dividends would have been paid in cash or in additional share equivalents to the extent such dividends would have been paid in
shares of Company common stock. Dividend Equivalents credited in cash shall be credited with interest at the same time and in the same manner as Director Cash Fees credited to a Participant’s subaccount for Director Cash Fees as described in
Section 4(d)(i). 
 5. Distribution.  

(a) Except as provided below, distribution of a Participant’s Deferral Account will be made as soon as
practicable in the January following the calendar year in which the Participant’s “Separation from Service” (as defined in Treas. Reg. §1.409A-1(h) and in accordance with Treas. Reg. §1.409A-1(i)(2)) from the Company occurs
in (i) whole shares of common stock of the Company with respect to the number of whole share equivalents credited to the Participant’s subaccount for Director Shares and (ii) a single lump sum cash payment equal to the sum of the
balance of the Participant’s subaccount for Director Cash Fees and any cash Dividend Equivalents (and interest thereon) credited 

 
to the Participant’s subaccount for Director Shares. For this purpose, “Separation from Service” shall mean the cessation of services to the Company or its
subsidiaries in the capacity of (i) an employee, (ii) a non-employee member of the Board, and (iii) a consultant or other independent advisor to the Company or its subsidiaries. 

(b) Notwithstanding paragraph (a) above, if the Participant is a Specified Employee as of the date of his or
her Separation from Service, distribution of the Participant’s Deferral Account will not be made before the date that is six (6) months after the Participant’s Separation from Service or, if earlier, the date of the Participant’s
death. During the six-month delay period, a Participant’s Deferral Account will continue to be credited with interest and Dividend Equivalents in accordance with Section 4 above. For purposes of this paragraph, “Specified
Employee” has the meaning given that term in Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”) and Treas. Reg. 1.409A-1(c)(i) (or any similar or successor provisions). The Company’s
“specified employee identification date” (as described in Treas. Reg. 1.409A-1(c)(i)(3)) will be December 31 of each year, and the Company’s “specified employee effective date” (as described in Treas. Reg.
1.409A-1(c)(i)(4) or any similar or successor provisions) will be April 1 of each succeeding year. 
 6.
Separation from Service due to Death. In the event of a Participant’s Separation from Service by reason of death, the Administrator will, as soon as reasonably practicable following Separation from Service but in no event later
than 90 days after the Participant’s death, distribute amounts credited to the Deferral Account to the beneficiary or beneficiaries of the Participant. Each Participant has the right to designate one or more beneficiaries to receive
distributions in the event of a Participant’s death by filing with the Administrator a Beneficiary Designation Form at the time and in the manner specified by the Administrator. The designated beneficiary or beneficiaries may be changed by a
Participant at any time prior to that Participant’s death by the delivery to the Administrator of a new Beneficiary Designation Form. If no beneficiary has been designated, or if no designated beneficiary survives the Participant, distributions
pursuant to this provision will be made to the Participant’s estate. 
 7. Effect of Change of
Control. In the event of a Change of Control of the Company, the entire unpaid balance of each Participant’s Deferred Account shall be paid in a lump sum cash payment and whole shares of Company common stock (as applicable) to
the Participant as of the effective date of the Change of Control. Change of Control shall mean the first to occur of any of the following events, but only to the extent that such event is described in Code Section 409A(a)(2)(A)(v): 

(a) any one person, or more than one person acting as a group (including owners of a corporation that enters into a
merger, consolidation, purchase, or acquisition of stock, or similar business transaction with the Company, but not including persons solely because they purchase stock of the Company at the same time or as a result of the same public offering),
acquires (or has acquired within the 12-month period ending on the date of the most recent acquisition by such person) securities of the Company representing 30% or more of the combined voting power of the Company’s then outstanding securities;
or 

 (b) during any period of twelve months (not including any period
prior to the execution of this Plan), a majority of members of the Board are replaced by Directors (whose appointment or election is not endorsed by at least a majority of the members of the Board before the date of the appointment or election); or

 (c) any person, or more than one person acting as a group (including owners of a corporation that
enters into a merger, consolidation, purchase, or acquisition of stock, or similar business transaction with the Company, but not including persons solely because they purchase stock of the Company at the same time or as a result of the same public
offering), acquires ownership of stock of the Company that, together with stock held by such person or group, constitutes more than 50% of the combined voting power of the stock of the Company but only if such person or group did not own more than
50% of the combined voting power of the stock of the Company prior to such acquisition; or 
 (d) any
person, or more than one person acting as a group (including owners of a corporation that enters into a merger, consolidation, purchase or acquisition of assets, or similar business transaction with the Company, but not including persons solely
because they purchase assets of the Company at the same time), acquires (or has acquired during the 12-month period ending on the date of the most recent acquisition by such person or group) assets from the Company that have a total gross fair
market value equal to or more than 40% of the total gross fair market value of all of the assets of the Company immediately before such acquisition or acquisitions, except where the assets are transferred to (i) a shareholder of the Company
(immediately before the asset transfer) in exchange for or with respect to its stock, (ii) an entity, 50% or more of the total value or voting power of which is owned, directly or indirectly, by the Company, (iii) a person, or more than
one person acting as a group, that owns, directly or indirectly, 50% or more of the total value or voting power of all outstanding stock of the Company, or (iv) an entity, at least 50% of the total value or voting power of which is owned,
directly or indirectly, by a person described in (iii), above. 
 8. Assignment and Alienation of Benefits.
The right of each Participant to any account, benefit or payment hereunder will not, to the extent permitted by law, be subject in any manner to attachment or other legal process for the debts of that Participant; and no account, benefit or payment
will be subject to anticipation, alienation, sale, transfer, assignment or encumbrance except by will, by the laws of descent and distribution, or by a Participant election to satisfy a property settlement agreement pursuant to a divorce.

 9. Section 409A Compliance. Notwithstanding any provision to the contrary, this Plan is intended to
comply with Code Section 409A and the interpretive guidance thereunder. The Plan shall be construed and interpreted in accordance with such intent. If any provision of this Plan shall be held by a court of competent jurisdiction to be invalid
or unenforceable, the remaining provisions hereof shall continue to be fully effective. 
 10. Unsecured
Obligation. The obligation of the Company to make distributions of amounts credited to the Participant’s Deferred Account shall be a general obligation of the Company, and such distribution shall be made only from general assets and
property of the Company. The Participant’s relationship to the Company under the Plan shall be only that of a general unsecured creditor and neither this Plan, nor any agreement entered into hereunder, or action taken pursuant hereto shall
create or be construed to create a trust for purposes of holding and investing the Deferral Account balances. The Company reserves the right to establish such a trust, but such establishment shall not create any rights in or against any amounts held
thereunder. 

 11. Amendment or Termination. The Board of Directors or the Nominating
and Corporate Governance Committee may amend this Plan at any time and from time to time. The Board of Directors may terminate this Plan and distribute the Deferral Accounts of Participants, to the extent permitted under Code Section 409A and
the regulations promulgated thereunder or other applicable published guidance issued by the U.S. Department of Treasury or the Internal Revenue Service. Any amendment or termination of this Plan will not adversely affect the rights of a Participant
accrued prior thereto without that Participant’s written consent, except to the extent required by law. 
 12.
Taxes. The Company is not responsible for the tax consequences under federal, state or local law of any election or payment of amounts made by any Participant under the Plan. All payments under the Plan are subject to withholding
and reporting requirements to the extent required by applicable law. 
 13. No Right to Continued Membership on the
Board. Nothing in this Plan confers upon any Director any right to continue as a Director of the Company or interferes with the rights of the Company and its shareholders. 

14. Applicable Law. To the extent not preempted by federal law, this Plan shall be construed, administered and
governed in all respects under and by the laws of the State of Delaware, without giving effect to its conflict of laws principles. The jurisdiction and venue for any disputes arising under, or any action brought to enforce (or otherwise relating
to), this Plan shall be exclusively in the courts in the State of Illinois, County of Cook, including the Federal Courts located therein (should Federal jurisdiction exist). 
 IN WITNESS WHEREOF, the Company has caused this Plan to be executed by its                
this                 day of                2011. 

 

			
	FORTUNE BRANDS HOME & SECURITY, INC.
		
	By:	 	 

 FORTUNE BRANDS HOME & SECURITY, INC. 

DIRECTORS’ DEFERRED COMPENSATION PLAN 
 DEFERRAL ELECTION 
 Complete only if you have not previously filed a
Deferral Election, or you now wish to change your previous Deferral Election(s) for the upcoming year. 

I,                , make the following election under the Fortune Brands
Home & Security, Inc. Directors’ Deferred Compensation Plan (the “Plan”) with respect to fees earned beginning January 1, 20         for services as a Director of Fortune
Brands Home & Security, Inc. (the “Company”). Any capitalized term that is not defined will have the meaning set forth in the Plan. 
 I elect to defer receipt of my Directors’ Fees as follows: 
  

					
	DIRECTOR CASH FEES	  		  	DIRECTOR SHARES
			
	  ̈       all of my Director Cash
Fees
	  		  	  ̈       all of my Directors
Shares

			
	or	  		  	or
		  	 AND/OR
	  	
			
	
 ̈       $        per
calendar quarter of my Director Cash Fees (may not be less than $1,000 per calendar quarter)
	  		  	
 ̈                my
annual grant of Director Shares

 This Deferral Election supersedes any prior deferral elections under the Plan and will remain in effect for future years
unless changed through a future election or operation of the Plan. The Plan is unfunded. All deferrals and interest are maintained as general assets of the Company. You should carefully review the enclosed Plan before you elect to defer. 

If you have any questions regarding the Plan, please call Angela Pla at (847) 484-4455. Please remember that if you would like to participate,
this Deferral Election must be returned by November 1st preceding the year in which the fees are earned. 
  

					
	Director’s Signature	  		  	Date
			
		  		  	
	Director’s Name (please print)	  		  	Social Security No.

 FORTUNE BRANDS HOME & SECURITY, INC. 

DIRECTORS’ DEFERRED COMPENSATION PLAN 
 BENEFICIARY DESIGNATION 
 In accordance with the terms of the
Fortune Brands Home & Security, Inc. Directors’ Deferred Compensation Plan (the “Plan”), the individual whose name appears below, who serves as a Director of Fortune Brands Home & Security, Inc. (the
“Company”), hereby designates the individual(s) named below as his or her beneficiary or beneficiaries with respect to his or her Deferral Account (and any other amounts due to him or her) under the Plan. This designation shall
supersede any and all previous beneficiary designations made by the Director with respect to his or her Deferral Account under the Plan. Any capitalized term that is not defined will have the meaning set forth in the Plan. 

1. Primary Beneficiary. The following person, or persons, are designated as primary beneficiary with respect to the percentage of
the Director’s unpaid Deferral Account (and any other amounts due to him or her) indicated for each person: 
  

					
	 Name:
	  	 	  	
	 Relationship:    
	  	 	  	
	 Address:
	  	 	  	
		  	 	  	
		  	 	  	
	 Percent:
	  	 	  	
			
	 Name:
	  	 	  	
	 Relationship:
	  	 	  	
	 Address:
	  	 	  	
		  	 	  	
		  	 	  	
	 Percent:
	  	 	  	
			
	 Name:
	  	 	  	
	 Relationship:
	  	 	  	
	 Address:
	  	 	  	
		  	 	  	
		  	 	  	
	 Percent:
	  	 	  	

 2. Secondary Beneficiary. The following person, or persons, are designated as
secondary Beneficiary with respect to the percentage of the Director’s unpaid Deferral Account (and any other amounts due to him or her) indicated for each person: 

 

					
	 Name:
	  	 	  	
	 Relationship:    
	  	 	  	
	 Address:
	  	 	  	
		  	 	  	
		  	 	  	
	 Percent:
	  	 	  	
			
	 Name:
	  	 	  	
	 Relationship:
	  	 	  	
	 Address:
	  	 	  	
		  	 	  	
		  	 	  	
	 Percent:
	  	 	  	
			
	 Name:
	  	 	  	
	 Relationship:
	  	 	  	
	 Address:
	  	 	  	
		  	 	  	
		  	 	  	
	 Percent:
	  	 	  	
		  	 	  	

  

					
	 Director’s Signature
	  		  	Date
			
		  		  	
	 Director’s Name (please print)
	  		  	Social Security No.

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