Document:

Exhibit 10.14

		
			FOURTH AMENDMENT TO EMPLOYMENT AGREEMENT 
		

		
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			THIS FOURTH AMENDMENT TO EMPLOYMENT AGREEMENT IS made effective the 10th day of March, 2017 and amends that certain Employment Agreement dated December 26, 2001 between The Hackett Group, Inc. (formerly known as Answerthink, Inc., and formerly known as AnswerThink Consulting Group, Inc.) (the “Company”) and David N. Dungan (the “Executive”). 
		

		
			Whereas the Executive and the Company previously entered into the Employment Agreement; 
		

		
			Whereas the Employment Agreement was amended by that certain Amendment to Employment Agreement dated November 10, 2004 (the “First Amendment”); 
		

		
			Whereas the Employment Agreement was amended by that certain Amendment to Employment Agreement dated March 24, 2006 (the “Second Amendment”); 
		

		
			Whereas the Employment Agreement was amended by that certain Amendment to Employment Agreement dated December 30, 2008 (the “Third Amendment”); and
		

		
			Whereas the Compensation Committee of the Board of Directors of the Company and the Executive believe it is in the best interests of the Company to amend the Employment Agreement to clarify certain terms stated therein.  
		

		
			Now therefore, in consideration of the continuing mutual covenants and agreements set forth herein and in the Employment Agreement as amended by the First, Second and Third Amendments and other good and valuable consideration, the receipt and sufficiency of which are hereby acknowledged, the parties hereto agree as follows: 
		

			
	
			
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			Section 9(d) shall be amended and restated in its entirety to read and provide as follows:

		
			(d) By the Company without Cause or by the Executive for Good Reason.  If the Company terminates the Executive’s employment during the Employment Period other than for Cause, disability or death pursuant to Section 8(a)(i) or (ii) hereof, or the Executive terminates his employment during the Employment Period for Good Reason pursuant to Section 8(a)(iii) hereof, (i) the Company shall pay the Executive his full Base Salary through the Date of Termination and all other unpaid amounts, if any, to which the Executive is entitled as of the Date of Termination in connection with any fringe benefits or under any bonus incentive compensation plan or program of the Company pursuant to Sections 5(b) and (c) hereof, at the time such payments are due, (ii) the Executive’s rights with respect to stock options, shares of restricted stock and restricted stock units previously granted by the Company shall be fully vested and nonforfeitable (and shares of stock shall be delivered to the Executive in satisfaction of restricted stock units) as of the Date of Termination; (iii) all deferred and incentive compensation or bonus amounts awarded by the Company to the Executive and other contingent or deferred compensation awards or grants made by the Company to the Executive, or otherwise made in connection with the Executive’s employment hereunder, shall become fully vested and nonforfeitable upon the Date of Termination and (iv), subject to Section 9(e) hereof, the Company shall pay the Executive the Severance Payments payable in a lump sum on the Company’s next regular salary payment date following the Date of Termination. In addition, the Company shall have the option by delivering notice to the Executive in accordance with Section 11 hereof within 5 days after the Date of Termination to pay the Executive two hundred percent (200%) of the Severance Payment in a lump sum on the Company’s next regular salary payment date following the delivery of such notice.
		

		 

		

			

		

 

			
	
			
				 2.
			

			
	
			
			The definition of “Good Reason” in Section 21 shall be amended in its entirety to read and provide as follows:

		
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			“Good Reason” means: (i) a material diminution in the Executive’s Base Salary or other compensation opportunities; (ii) a material change in the geographic location at which the Executive must perform services (a change in principal office location will be considered material only if it increases the Executive’s current one-way commute by more than fifty (50) miles); (iii) a failure of any successors to the Company after a Change of Control to perform or cause the Company to perform the obligations of the Company under this Agreement; (iv) any action or inaction of the Company that constitutes a material breach of the terms of this Agreement; (v) any material adverse change in the Executive’s status, titles, duties, authorities or responsibilities; or (vi) a requirement that that the Executive report to any individual other than the Chief Executive Officer of the Company.
		

			
	
			
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			Section 22 Vesting and Transaction Bonus Upon Change of Control shall be amended and restated in its entirety to read and provide as follows:

		
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			In the event the Executive’s employment with the Company is terminated by the Company without Cause (other than on account of the Executive’s death or Disability) or the Executive resigns for Good Reason, in either case within [twelve (12)] months following a  Change of Control, (i) the Executive’s rights with respect to stock options, shares of restricted stock and restricted stock units previously granted by the Company shall be fully vested and nonforfeitable (and shares of stock shall be delivered to the Executive in satisfaction of restricted stock units); (ii) all deferred and incentive compensation or bonus amount awarded by the Company to the Executive and other contingent or deferred compensation awards or grants made by the Company to the Executive, or otherwise made in connection with the Executive’s employment hereunder, shall become fully vested and nonforfeitable; and (iii) the Company shall pay the Executive an amount equal to two hundred percent (200%) of the Executive’s average total compensation for the three (3) full fiscal years immediately preceding the Change of Control (the “Transaction Bonus”); provided, however, that if the Transaction Bonus is based in any part on the Executive’s compensation for fiscal years 2014 and/or 2015, the equity-based bonus amount included in the Executive’s total compensation for such fiscal years shall be multiplied by a factor of two (2) for purposes of determining amount of the Transaction Bonus.  The Transaction Bonus shall be payable in a lump sum on the Company’s next regular salary payment date on which the Change of Control occurs. 
		

			
	
			
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			All other provisions of the Agreement shall remain in full force and effect.

		
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		IN WITNESS WHEREOF, the parties have executed this Agreement on March 10, 2017.  
		

		
			 
		

			
					
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						The Hackett Group, Inc.

				
	
					
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						Attest:

					
					
						    

					
					
						 

					
					
						 

					
					
						 

				
	
					
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						By:

					
					
						 

					
					
						 

					
					
						    

					
					
						By:

					
					
						 

					
					
						 /s/ Frank Zomerfeld

				
	
					
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						Name:

					
					
						 

					
					
						Frank Zomerfeld

				
	
					
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						Title:

					
					
						 

					
					
						General Counsel and Secretary

				
	
					
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						David N. Dungan

				
	
					
						Attest:

					
					
						 

					
					
						 

					
					
						    

					
					
						 

					
					
						 

					
					
						 

				
	
					
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						By:

					
					
						 

					
					
						 

					
					
						    

					
					
						/s/ David N. Dungan

				

		
			 
		

		
			﻿Exhibit 10.1

 

DEAN FOODS CORPORATE

2017 SHORT-TERM INCENTIVE COMPENSATION PLAN

 

 

	
Purpose:
    	
 
    	
To (i) align employee   variable cash compensation with the annual objectives of the Company,   (ii) motivate employees to create sustained shareholder value, and   (iii) attract talent and retain key employees with competitive variable cash   compensation.
    
	
 
    	
 
    	
 
    
	
Participants:
    	
 
    	
Employees of Dean Foods   who are in positions to influence and/or control results of the Corporation   and/or their specific areas of responsibility are eligible to participate.
    
	
 
    	
 
    	
 
    
	
Payout Criteria:
    	
 
    	
The criteria for payment   to Participants under this Plan and the weighting of such criteria is based   on performance against financial targets, individual target incentive   percentages, and performance against individual objectives as set forth   below. Depending on the Participant’s role in the   organization, Individual Objectives may be based on corporate,   functional, business unit, or individual objectives and will be noted as   Individual Objectives in the Components.
    

 

	
Participant Group
    	
 
    	
Components
    
	
CEO
    	
 
    	
· 75%   Financial Objectives
    
	
EVP, CFO
    	
 
    	
     (Based   on Dean Foods Adjusted Operating Income Target)
    
	
EVP, Chief HR Officer
    	
 
    	
· 25%   Individual Objectives
    
	
EVP, General Counsel & Secretary
    	
 
    	
     (Based   on Achievement of Individual Objectives)
    
	
EVP, Supply Chain
    	
 
    	
 
    
	
SVP, Chief Customer, Mktg & Innovation   Officer
    	
 
    	
 
    
	
SVP, CIO
    	
 
    	
 
    
	
SVP, Field Sales
    	
 
    	
 
    
	
SVP, Finance & CAO
    	
 
    	
 
    
	
SVP, Logistics
    	
 
    	
 
    
	
SVP, Procurement
    	
 
    	
 
    
	
 
    	
 
    	
 
    
	
All Corporate Staff not covered by another STI plan
    	
 
    	
 
    

 

	
Payout Scales:
    	
 
    	
The financial payout   factor is 0% - 200% based on actual performance against approved financial   objectives. The individual objective factor is 0% - 200% of actual   performance against approved individual objectives. Payments under the Dean   Foods Short-Term Incentive Compensation Plan are variable in nature and are   not guaranteed.
    
	
 
    	
 
    	
 
    
	
Financial Objectives   Performance Payout Factor:
    	
 
    	
Approved financial   objectives and the range of performance for each objective for the Plan Year   along with the corresponding payout factor scale based on actual performance   will be included in the Administrative Guidelines for the Plan. The STI Plan   Year is the same as the Dean Foods fiscal year.
    
	
 
    	
 
    	
 
    
	
Individual Objectives
    	
 
    	
Each Plan Participant has   25% of their STI target calculated against the attainment of certain   specified individual objectives as determined by the Participant’s supervisor   and / or Compensation Committee of the Board of Directors. Actual earned   awards are based on the individual’s performance rating under the Performance   Management Process and the determination of final percentage targets against   which the 25% will apply.
    

 

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Adjustment of Targets /   Actuals:
    	
 
    	
Upon the recommendation of   the CEO, the Compensation Committee may (but has no obligation to) adjust the   criteria, targets, actuals, or payout scale upon the occurrence of   extraordinary events or circumstances. Significant acquisitions or   dispositions of assets or companies or issuances or repurchases of common   stock or other equity interests may, at the Compensation Committee’s   discretion, result in an adjustment to the Dean Foods financial target or   plan-specific financial target.
    
	
 
    	
 
    	
 
    
	
Determination of Individual   Target Incentive:
    	
 
    	
Individual target   incentives for specific positions are included in the Dean Foods Compensation   Program. The Company may make adjustments to an individual’s target incentive   based on market conditions or business requirements, as necessary.
    
	
 
    	
 
    	
 
    
	
Definitions:
    	
 
    	
“Disability” is defined as   permanent and total disability (within the meaning of   Section 22(e)(3) of the Internal Revenue Service Code (“Code”).
    
	
 
    	
 
    	
 
    
	
 
    	
 
    	
“Retirement” is defined as   (i) age fifty-five (55), so long as the Participant has completed at   least ten (10) years of continuous service immediately prior to   retirement, or (ii) age sixty-five (65).
    
	
 
    	
 
    	
 
    
	
Eligibility:
    	
 
    	
Eligibility is determined   by salary grade in the Company, or as approved by the Executive Vice   President Human Resources, or her designate. Participants must be employed by   the Company on the last working day of the Plan Year in order to be eligible   to receive an incentive award, except as otherwise provided by State law.
    
	
 
    	
 
    	
 
    
	
 
    	
 
    	
A Participant is   disqualified from receiving any incentive   award (financial and / or individual) under the Plan if: (1) the   Participant receives an Unsatisfactory Performance (or equivalent) rating for   the plan year or (2) the Participant is terminated for Cause, as defined   below, at any point during the Plan year or between the last working day of   the Plan Year and the date the incentive award is paid, except as otherwise   provided by State law.
    
	
 
    	
 
    	
 
    
	
 
    	
 
    	
For a Participant   receiving a Needs Improvement (or equivalent) performance rating for the plan   year, the sum of the financial and individual award cannot exceed 100% of the   Participant’s target incentive.
    
	
 
    	
 
    	
 
    
	
 
    	
 
    	
If a Participant dies,   becomes disabled, or retires prior to the payment of awards or if a   Participant’s job is eliminated and such job elimination makes the   Participant eligible to receive benefits under a Company severance plan or   policy, the Participant may receive a payout, at the time other incentive   awards are paid, based on actual time in the position during the Plan Year, and   actual results of the company.
    
	
 
    	
 
    	
 
    
	
 
    	
 
    	
Eligibility and individual   target amounts may be prorated. A Participant’s year-end base salary will be   used to calculate the incentive award in the case of those individuals   actively employed by the Company on the last working day of the Plan Year. A   Participant’s base salary at the time of death, disability, retirement, or   job elimination will be used to calculate the prorated incentive award in   those specific circumstances. All proration of incentive awards will be   calculated based on whole month participation. If an employee becomes   eligible to participate in the Plan, transfers between Plans, changes target   participation in the Plan, or becomes ineligible to participate in the Plan   between the first day of the month and the 15th of the month, the incentive   award will be 
    

 

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calculated based on full   month participation. If the eligibility change occurs between the   16th of the month and the end of the month, the incentive award will be   calculated beginning with the full calendar month following the change. There   will be no award made for employees hired after December 15th of   the Plan Year.
    
	
 
    	
 
    	
 
    
	
“Cause” Defined:
    	
 
    	
For purposes of this Plan,   “Cause” means a Participant’s (i) willful failure to perform   substantially a Participant’s duties; (ii) willful or serious misconduct   that has caused, or could reasonably be expected to result in, material   injury to the business or reputation of the Company; (iii) conviction   of, or entering a plea of guilty or nolo contendere to,   a crime constituting a felony; (iv) breach of any written covenant or   agreement with the Company, any material written policy of the Company or any   Company code of conduct or code of ethics, or (v) failure to cooperate   with the Company in any internal investigation or administrative, regulatory   or judicial proceeding.
    
	
 
    	
 
    	
 
    
	
Repayment Provision:
    	
 
    	
All Plan participants   agree and acknowledge that this Plan is subject to the policies that the   Compensation Committee of the Dean Foods Board of Directors may adopt from   time to time, with respect to the repayment to the Company of any plan   benefit received, including “clawback” policies.
    

 

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