Document:

Executive Employment Agreement - Cindi Lewis

 Exhibit 10.20 
  
 EXECUTIVE EMPLOYMENT AGREEMENT 
  
 THIS EXECUTIVE EMPLOYMENT AGREEMENT (the “Agreement”), is entered into as of the 31st day of December,
2003, by and between ABC BANCORP, a Georgia corporation (“Employer”), and Cindi H. Lewis, an individual resident of the State of Georgia (“Executive”). 
  
 W I T N E S S E T H: 
  
 WHEREAS, Employer wishes to employ Executive as its Director of Human
Resources, and Executive wishes to continue to serve in such position, on the terms and conditions set forth herein; 
  
 WHEREAS, Employer and Executive are parties to that certain Severance Protection and Non-Competition Agreement dated as of September 1, 1998 (the
“Severance Protection Agreement”), and Employer and Executive each desire to terminate the Severance Protection Agreement contemporaneous with the execution and delivery hereof; 
  
 WHEREAS, Executive desires to be assured of a secure minimum compensation from Employer for her services over a
defined term; 
  
 WHEREAS, Employer desires to assure the
continued services of Executive on behalf of Employer on an objective and impartial basis and without distraction or conflict of interest in the event of an attempt by any person or entity to obtain control of Employer; 
  
 WHEREAS, Employer desires to provide fair and reasonable benefits to
Executive on the terms and subject to the conditions set forth in this Agreement; and 
  
 WHEREAS, Employer desires reasonable protection of its confidential business and customer information which it has developed over the years at substantial expense and assurance that Executive will not compete
with Employer for a reasonable period of time after termination of her employment with Employer, except as otherwise provided herein; 
  
 NOW, THEREFORE, in consideration of these premises, the mutual covenants and undertakings herein contained, Employer and Executive, each intending
to be legally bound, covenant and agree as follows: 
  
 1.
Termination of Severance Protection Agreement. Notwithstanding any of the terms and conditions of the Severance Protection Agreement to the contrary with respect to the termination thereof or otherwise, Employer and Executive hereby
terminate the Severance Protection Agreement, effective as of the date hereof. Employer and Executive acknowledge and agree that neither party to the Severance Protection Agreement shall have or possess any rights against or obligations to the other
party thereto with respect to any of the representations, 

 warranties, covenants and agreements set forth therein. In addition, Employer and Executive covenant and agree that the
termination of the Severance Protection Agreement and the rights granted therein shall not constitute a breach thereof or default thereunder or create any further or additional duties or obligations of the parties thereto. 
  
 2. Employment. Upon the terms and subject to the conditions set
forth in this Agreement, Employer employs Executive as its Director of Human Resources, and Executive hereby accepts such employment. Notwithstanding the foregoing, during the Initial Term (as hereinafter defined) or any Additional Term (as
hereinafter defined) hereof, Employer may, based on reasonable business considerations, modify the responsibilities or duties of the foregoing position, or at its sole discretion, assign Executive to other positions; provided, however,
that such duties shall be of the same character as those generally associated with the office held by Executive. 
  
 3. Position and Duties. Executive agrees to serve as the Director of Human Resources of Employer as set forth in Section 2 hereof and to
perform such duties as may reasonably be assigned to her by the Board of Directors (the “Board”) or the Chief Executive Officer of Employer; provided, however, that such duties shall be of the same character as those
generally associated with the office held by Executive. Employer shall not, without the written consent of Executive, relocate or transfer Executive to a location other than a location within the geographic boundaries of the State of Georgia. During
the Initial Term or any Additional Term of this Agreement, Executive agrees that she will serve Employer faithfully and to the best of her ability and that she will devote her full business time, attention and skills to Employer’s business;
provided, however, that the foregoing shall not be deemed to restrict Executive from devoting a reasonable amount of time and attention to the management of her personal affairs and investments, so long as such activities do not
interfere with the responsible performance of Executive’s duties hereunder. 
  
 4. Term. The term of this Agreement shall begin on the date hereof (the “Effective Date”) and, unless otherwise earlier terminated pursuant to Section 9 hereof, shall end on the date which is
one (1) year following the Effective Date (hereinafter referred to as the “Initial Term”). The Initial Term shall be extended automatically for an additional one (1) year term (each, an “Additional Term”) on the last day of the
Initial Term or each Additional Term hereof unless either party hereto gives written notice to the other party not to so extend no later than ninety (90) days prior to the expiration of the Initial Term or any subsequent Additional Term, as the case
may be, in which case no further extension shall occur and the term of this Agreement shall end at the end of the Initial Term or the Additional Term during which such notice not to so extend was given; provided, however, that,
notwithstanding any notice by Employer not to extend, the term of this Agreement shall not expire prior to the expiration of twelve (12) months after the occurrence of a Change of Control (as hereinafter defined); and provided further,
however, that this Agreement shall automatically terminate (and the Initial Term or any Additional Term shall thereupon end) without notice when Executive attains 65 years of age. 
  

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 5. Compensation. 
  
 (A) Executive shall receive an annual salary of Eighty-Three Thousand, Nine Hundred & no/100 Dollars ($83,900.00)
(“Base Compensation”) payable at regular intervals in accordance with Employer’s normal payroll practices now or hereafter in effect. Employer may consider and declare from time to time increases in the salary it pays Executive and
thereby increase the Base Compensation. Prior to (but not after) a Change of Control, Employer may also declare decreases in the salary it pays Executive if the operating results of Employer are significantly less favorable than those for its
immediately preceding fiscal year, and Employer makes similar decreases in the salary it pays to other executive officers of Employer; provided, however, that Employer shall not be permitted to decrease Executive’s annual salary
below $83,900.00 during the Initial Term hereof. After a Change of Control, Employer shall consider and declare salary increases based upon the following standards: (1) inflation; (2) adjustments to the salaries of other senior management personnel;
and (3) past performance of Executive and the contribution which Executive makes to the business and profits of Employer. Any and all increases or decreases in Executive’s salary pursuant to this Section 5(A) shall cause the level of Base
Compensation to be increased or decreased by the amount of each such increase or decrease for purposes of this Agreement. The increased or decreased level of Base Compensation as provided in this Section 5(A) shall become the level of Base
Compensation for the remainder of the Initial Term or any Additional Term until there is a further increase or decrease in Base Compensation as provided herein. 
  

(B) In addition to her Base Compensation, Executive shall be awarded, during each calendar year during the Initial Term or any Additional Term hereof,
an annual bonus (an “Annual Bonus”) either pursuant to a bonus or incentive plan of Employer or otherwise on terms no less favorable than those awarded to other executive officers of Employer. 
  
 6. Other Benefits. So long as Executive is employed by Employer
pursuant to this Agreement, she shall be included as a participant in all present and future employee benefit, retirement and compensation plans of Employer generally available to its employees, consistent with her Base Compensation and her position
with Employer, including, without limitation, Employer’s 401(k) Profit Sharing Plan, and Executive and her dependents shall be included in Employer’s hospitalization, major medical, disability and group life insurance plans. Executive
acknowledges that, notwithstanding any of the provisions of this Agreement, any of Employer’s benefit plans and programs may be modified from time to time and that Employer is not required to continue any plan or program currently in effect or
adopted hereafter; provided, however, that each of the above benefits shall continue in effect on terms no less favorable than those for other executive officers of Employer (as permitted by law) during the Initial Term or any
Additional Term hereof (A) unless prior to a Change of Control, the operating results of Employer are significantly less favorable than those for its immediately preceding fiscal year, or (B) unless (either before or after a Change of Control) (1)
changes in the accounting or tax treatment of such plans would materially adversely affect Employer’s operating results or financial condition, and (2) the Board concludes that modifications to such plans need to be made to avoid such adverse
effects. 
  

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 7. Expenses. So long as Executive is employed by Employer pursuant to this Agreement,
Executive shall receive reimbursement from Employer for all reasonable business expenses incurred in the course of her employment by Employer upon proper submission to Employer of written vouchers and statements for reimbursement. [In addition,
Employer shall (A) reimburse Executive for all mileage driven by Executive in her personal automobile in connection with her duties hereunder in accordance with Employer’s mileage reimbursement policy as in effect from time to time. Employer
shall also use its reasonable best efforts to provide to Executive a country club membership for business and personal use and shall pay for all initiation fees and monthly dues related thereto; provided, however, that, if such
membership is not already owned by Executive as of the date hereof, then such membership shall be and remain the sole property of Employer.] 
  
 8 Vacation. Executive shall be entitled to four (4) weeks paid vacation during each calendar year of Executive’s employment hereunder.

  
 9. Termination. Subject to the respective
continuing obligations of the parties hereto, including, without limitation, those set forth in Subsections 11(A), 11(B), 11(C) and 11(D) hereof, Executive’s employment by Employer hereunder may be terminated prior to the expiration of the
Initial Term or any Additional Term hereof as follows: 
  
 (A)
Employer, by action of the Board [or the Chief Executive Officer of Employer] and upon written notice to Executive, may terminate Executive’s employment with Employer immediately for cause. For purposes of this Subsection 9(A),
“cause” for termination of Executive’s employment shall exist (a) if Executive is convicted of (from which no appeal may be taken), or pleads guilty or nolo contendere to, any act of fraud, misappropriation or embezzlement, or any
felony, (b) if, in the determination of the Board or the Chief Executive Officer of Employer, Executive has engaged in gross or willful misconduct materially damaging to the business of Employer (it being understood, however, that neither conduct
pursuant to Executive’s exercise of her good faith business judgment nor unintentional physical damage to any property of Employer by Executive shall be a ground for such a determination by the Board), or (c) if Executive has failed, without
reasonable cause, to follow reasonable written instructions of the Board or the Chief Executive Officer of Employer consistent with Executive’s position with Employer and, after written notice from Employer of such failure, Executive at any
time thereafter again so fails. 
  
 (B) Executive, by written
notice to Employer, may terminate her employment with Employer immediately for good reason. For purposes of this Subsection 9(B), “good reason” for termination shall mean a good faith determination by Executive, in Executive’s sole
and absolute judgment, that any one or more of the following events has occurred, without Executive’s express written consent: 
  
 (1) after a Change of Control, a change in Executive’s reporting responsibilities, titles or offices as in effect immediately prior
to the Change of Control, or any removal of Executive from, or any failure to re-elect Executive to, any of Executive’s positions that she held immediately prior to the Change of Control, which has the effect of diminishing Executive’s
responsibility or authority; 
  

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 (2) after a Change of Control, a reduction by Employer in Executive’s Base
Compensation as in effect immediately prior to the Change of Control or as the same may be increased from time to time or a change in the eligibility requirements or performance criteria under any bonus, incentive or compensation plan, program or
arrangement under which Executive is covered immediately prior to the Change of Control which adversely affects Executive; 
  
 (3) at the time of a Change of Control, Employer requires Executive to be based anywhere other than a job location within the geographic
boundaries of the State of Georgia; 
  
 (4) after
a Change of Control and without replacement by a plan providing benefits to Executive substantially equal to or greater than those discontinued, the failure by Employer to continue in effect, within its maximum stated term, any pension, bonus,
incentive, stock ownership, purchase, option, life insurance, health, accident, disability, or any other employee benefit plan, program or arrangement in which Executive is participating at the time of the Change of Control, or the taking of any
action by Employer after a Change of Control that would adversely affect Executive’s participation or materially reduce Executive’s benefits under any of such plans; 
  
 (5) after a Change of Control, the taking of any action by Employer that would materially adversely affect
the physical conditions existing at the time of the Change of Control in or under which Executive performs her employment duties, provided that Employer may take action with respect to such conditions after a Change of Control so long as such
conditions are at least commensurate with the conditions in or under which an officer of Executive’s status would customarily perform her employment duties; or 
  
 (6) after a Change of Control, a material change in the fundamental business philosophy, direction and
precepts of Employer and its subsidiaries, considered as a whole, as the same existed prior to the Change of Control. 
  
 Any event described in Subsection 9(B)(1) through (6) hereof which occurs prior to a Change of Control but which Executive reasonably demonstrates (x) was at the request
of a third party who has indicated an intention, or taken steps reasonably calculated, to effect a Change of Control or (y) otherwise arose in connection with, or in anticipation of, a Change of Control which actually occurs, shall constitute good
reason for purposes hereof, notwithstanding that it occurred prior to a Change of Control. 
  
 (C) Executive, upon ninety (90) days written notice to Employer, may terminate her employment with Employer without good reason. 
  

(D) Executive’s employment with Employer shall terminate in the event of Executive’s death or disability. For purposes of this Agreement,
“disability” shall be defined as Executive’s inability by reason of illness or other physical or mental incapacity to perform the duties required by her employment for any consecutive one hundred eighty (180) day period. 

 

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 (E) A “Change of Control” shall mean any of the following events: 
  
 (1) Unless approved by the affirmative vote of at least
two-thirds (2/3) of those members of the Board who are in office immediately prior to the event(s) and who are not employees of Employer: 
  
 (a) the merger or consolidation of Employer with, or the sale of all or substantially all of the assets of Employer to, any person or
entity or group of associated persons or entities; or 
  
 (b) the direct or indirect beneficial ownership, in the aggregate, of securities of Employer representing twenty percent (20%) or more of the total combined voting power of Employer’s then issued and outstanding securities by any
person or entity, or group of associated persons or entities acting in concert, not affiliated (within the meaning of the Securities Act of 1933, as amended) with Employer as of the date hereof; provided, however, that the Board may,
at any time and in its sole discretion, increase the ownership percentage threshold of this item (b) to an amount not exceeding forty percent (40%); or 
  
 (c) the shareholders of Employer approve any plan or proposal for the liquidation or dissolution of Employer. 
  
 (2) A change in the composition of the Board at any time
during any consecutive twenty-four (24) month period such that the “Continuity Directors” cease for any reason to constitute at least a seventy percent (70%) majority of the Board. For purposes of this Agreement, “Continuity
Directors” shall mean those members of the Board who either: 
  
 (a) were directors at the beginning of such consecutive twenty-four (24) month period; or 
  
 (b) were elected by, or on the nomination or recommendation of, at least a two-thirds (2/3) majority of the Board. 
  
 10. Compensation Upon Termination. In the event of termination
of Executive’s employment with Employer pursuant to Section 9 hereof, compensation shall continue to be paid by Employer to Executive as follows: 
  
 (A) In the event of a termination pursuant to Subsection 9(A) or Subsection 9(C) hereof, compensation provided for herein (including Base Compensation and
an Annual Bonus) shall continue to be paid, and Executive shall continue to participate in the employee benefit, retirement, compensation plans and other perquisites as provided in Section 6 hereof, through and including the Date of Termination (as
hereinafter defined) specified in the Notice of 
  

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 Termination (as hereinafter defined). Any benefits payable under insurance, health, retirement and bonus plans as a
result of Executive’s participation in such plans through the Date of Termination specified in the Notice of Termination shall be paid when due under such plans. 
  
 (B) In the event of a termination pursuant to Subsection 9(B) hereof, compensation provided for herein (including Base
Compensation and an Annual Bonus) shall continue to be paid, and Executive shall continue to participate in the employee benefit, retirement, compensation plans and other perquisites as provided in Section 6 hereof, through the Date of Termination
specified in the Notice of Termination, and any benefits payable under insurance, health, retirement and bonus plans as a result of Executive’s participation in such plans through the Date of Termination specified in the Notice of Termination
shall be paid when due under such plans. In addition, if the event of termination pursuant to Subsection 9(B) hereof occurs within twelve (12) months after the date of a Change of Control, then, subject to the terms of Section 13 hereof, (1)
Executive shall be entitled to continue to receive from Employer for one (1) additional 12-month period her Base Compensation at the rates in effect at the time of termination plus an Annual Bonus in an amount equal to at least forty percent (40%)
of such Base Compensation as of the date of the event of termination, payable in accordance with Employer’s standard payment practices then existing; (2) Executive shall be entitled to continue to participate for one (1) additional 12-month
period in each employee welfare benefit plan (as such term is defined in the Employment Retirement Income Security Act of 1974, as amended) in which Executive was entitled to participate immediately prior to the date of her termination, unless an
essentially equivalent and no less favorable benefit is provided by a subsequent employer of Executive, provided that if the terms of any such employee welfare benefit plan or applicable laws do not permit continued participation by
Executive, Employer will arrange to provide to Executive a benefit substantially similar to, and no less favorable than, the benefit she was entitled to receive under such plan at the end of the period of coverage; (3) Employer shall contribute the
maximum contributions allowable under Employer’s 401(k) Profit Sharing Plan, or any successor plans thereto, for the benefit of Executive; and (4) Executive shall be entitled to receive payment from Employer for reasonable relocation expenses
if Executive relocates within five hundred (500) miles of Moultrie, Georgia if such relocation occurs within one hundred eighty (180) days after the Date of Termination specified in the Notice of Termination. 
  
 (C) In the event of a termination pursuant to Subsection 9(D) hereof,
compensation provided for herein (including Base Compensation and an Annual Bonus) shall continue to be paid, and Executive shall continue to participate in the employee benefit, retirement, and compensation plans and other perquisites as provided
in Section 6 hereof, (1) in the event of Executive’s death, through the date of death, or (2) in the event of Executive’s disability, through the Date of Termination specified in the Notice of Termination. Any benefits payable under
insurance, health, retirement and bonus plans as a result of Executive’s participation in such plans through the date of death or the Date of Termination specified in the Notice of Termination, as the case may be, shall be paid when due under
those plans. 
  
 (D) Employer will permit Executive or her
personal representative(s) or heirs, during a period of ninety (90) days following the Date of Termination of Executive’s employment by Employer (as specified in the Notice of Termination) for the reasons set forth in Subsection 9(B) hereof, to
purchase all of the stock of Employer that would be issuable under all outstanding 
  

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 stock options, if any, previously granted by Employer to Executive under any Employer stock option plan then in effect,
whether or not such options are then exercisable, at a cash purchase price equal to the purchase price as set forth in such outstanding stock options. 
  
 11. Restrictive Covenants. 
  
 (A) Executive acknowledges that (1) Employer has separately bargained and paid additional consideration for the restrictive covenants herein; and (2)
Employer will provide certain benefits to Executive hereunder in reliance on such covenants in view of the unique and essential nature of the services Executive will perform on behalf of Employer and the irreparable injury that would befall Employer
should Executive breach such covenants. 
  
 (B) Executive further
acknowledges that her services are of a special, unique and extraordinary character and that her position with Employer will place her in a position of confidence and trust with employees of Employer and its subsidiaries and affiliates and with
Employer’s other constituencies and will allow her access to trade secrets and confidential information concerning Employer and its subsidiaries and affiliates. 
  
 (C) Executive further acknowledges that the type and periods of restrictions imposed by the covenants in this Section 11 are
fair and reasonable and that such restrictions will not prevent Executive from earning a livelihood. 
  
 (D) Having acknowledged the foregoing, Executive covenants and agrees with Employer as follows: 
  
 (1) For a period of two (2) years after the date hereof,
Executive shall not divulge or furnish any confidential information of Employer acquired by her while employed by Employer to any person, firm or corporation, other than to Employer or its subsidiaries or upon its or their written request, or use
any such confidential information (which shall at all times remain the property of Employer) directly or indirectly for Executive’ own benefit or for the benefit of any person, firm or corporation other than Employer. For purposes hereof, the
term “confidential information” shall mean Employer’s and its subsidiaries’ non-public, confidential or proprietary information, including, without limitation, any and all tangible and intangible information, whether oral, in
writing or in any other medium, whether developed by Executive or furnished to Executive by third parties at the direction of Employer, concerning the policies, plans, procedures or customers of Employer or its subsidiaries or the business,
financial condition, operations, assets, liabilities and contingencies of Employer or its subsidiaries. 
  
 (2) Executive hereby agrees that she will not directly or indirectly disclose to anyone, or use or otherwise exploit for her own benefit
or for the benefit of anyone other than Employer and its subsidiaries any trade secrets (as defined in §10-1-761 of the Official Code of Georgia Annotated) of Employer or any of its subsidiaries for as long as they remain trade secrets.

  

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 (3) For a period of one (1) year after termination of Executive’s employment (a) by Employer for any
of the reasons set forth in Subsection 9(A) of this Agreement, or (b) by Executive pursuant to Section 4 or Subsection 9(C) of this Agreement, Executive shall not directly or indirectly provide Banking Business (as hereinafter defined) to, or
solicit the Banking Business of, any customer of Employer or any of its subsidiaries at the time of such provision of services or solicitation which Executive served either alone or with others while employed by Employer in any city, town, borough,
township, village or other place in which Executive performed services for Employer while employed by it, or assist any actual or potential competitor of Employer or any of its subsidiaries to provide banking or bank-related services to or solicit
any such customer’s banking or bank-related business in any such place. The term “Banking Business” shall mean the business of operating a financial institution or bank holding company, including the provision of retail, commercial,
trust, mortgage and investment banking products and services and the management of companies that provide such products and services, as conducted by Employer and its subsidiaries during Executive’s employment by Employer. 
  
 (4) While Executive is employed by Employer and for a period of two (2) years
after termination of Executive’s employment (a) by Employer for any of the reasons set forth in Subsection 9(A) of this Agreement, or (b) by Executive pursuant to Section 4 or Subsection 9(C) of this Agreement, Executive shall not, directly or
indirectly, as principal, agent, or trustee, or through the agency of any corporation, partnership, trade association, agent or agency, engage in any business or venture which competes with the Banking Business within a 50-mile radius of any office
or branch office location of Employer or any of its subsidiaries as of the date hereof. 
  
 (5) If Executive’s employment by Employer is terminated for reasons other than those set forth in Subsection 9(B) of this Agreement, and Executive subsequently (a) provides Banking Business to, or solicits the
Banking Business of, any customer of Employer or any of its subsidiaries at the time of such provision of services or solicitation which Executive served either alone or with others while employed by Employer in any city, town, borough, township,
village or other place in which Executive performed services for Employer while employed by it, or assists any actual or potential competitor of Employer or any of its subsidiaries to provide Banking Business to or solicit any such customer’s
Banking Business in any such place, or (b) engages, directly or indirectly, as principal, agent, or trustee, or through the agency of any corporation, partnership, trade association, agent or agency, in any business or venture which competes with
the Banking Business within a 50-mile radius of any office or branch office location of Employer or any of its subsidiaries as of the date hereof, then Employer may immediately terminate and shall not be required to continue on behalf of the
Executive or her dependents and beneficiaries any compensation provided for herein (including Base Compensation and any Annual Bonus) and any employee benefit, retirement and compensation plans and other prerequisites provided in Section 6 hereof
other than those benefits that Employer may be required to maintain for Executive under applicable federal or state law. 
  

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 (6) If Executive’s employment by Employer is terminated for any of the reasons set
forth in Subsection 9(B) of this Agreement, then Executive may thereafter (a) provide Banking Business to, or solicit the Banking Business of, any customer of Employer or any of its subsidiaries at the time of such provision of services or
solicitation which Executive served either alone or with others while employed by Employer in any location within a 50-mile radius of any office or branch office location of Employer or any of its subsidiaries as of the date hereof, or assist any
actual or potential competitor of Employer or any of its subsidiaries to provide Banking Business to or solicit any such customer’s Banking Business in any such place, or (b) engage, directly or indirectly, as principal, agent or trustee, or
through the agency of any corporation, partnership, trade association, agent or agency, in any business or venture which competes with the Banking Business within a 50-mile radius of any office or branch office location of Employer or any of its
subsidiaries as of the date hereof; provided, however, that if Executive engages in any such activities after a termination under Subsection 9(B) hereof, then Employer may immediately terminate and shall not be required to continue on
behalf of Executive or her dependents and beneficiaries any compensation provided for herein (including, without limitation, Base Compensation, any Annual Bonus and any payments pursuant to Subsection 10(B) hereof) and any employee benefit,
retirement and compensation plans and other perquisites provided in Section 6 hereof other than those benefits that Employer may be required to maintain for Executive under applicable federal or state law. 
  
 (7) If Executive’s employment by Employer is terminated
for any reason or for no reason, Executive will turn over immediately thereafter to Employer all business correspondence, letters, papers, reports, customer lists, financial statements, credit reports or other confidential information or documents
of Employer or its affiliates in the possession or control of Executive, all of which writings are and will continue to be the sole and exclusive property of Employer or its affiliates, as the case may be. 
  
 (E) Executive acknowledges that irreparable loss and injury would result to
Employer upon the breach of any of the covenants contained in this Section 11 and that damages arising out of such breach would be difficult to ascertain. Executive hereby agrees that, in addition to all other remedies provided at law or in equity,
Employer may petition and obtain from a court of law or equity, without the necessity of proving actual damages and without posting any bond or other security, both temporary and permanent injunctive relief to prevent a breach by Executive of any
covenant contained in this Section 11, and shall be entitled to an equitable accounting of all earnings, profits and other benefits arising out of any such breach. In the event that the provisions of this Section 11 should ever be deemed to exceed
the time, geographic or any other limitations permitted by applicable law, then such provisions shall be deemed reformed to the maximum extent permitted thereby. 
  
 12. Notice of Termination and Date of Termination. Any termination of Executive’s employment with
Employer as contemplated by Section 9 hereof, except in the circumstances of Executive’s death, shall be communicated by written notice of termination (the “Notice of Termination”) by the terminating party to the other party hereto.
Any Notice of Termination given pursuant to Subsections 9(A), 9(B) or 9(D) hereof shall indicate the specific 
  

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 provisions of this Agreement relied upon and shall set forth in reasonable detail the facts and circumstances claimed to
provide a basis for such termination. For purposes of this Agreement, “Date of Termination” shall mean: (A) if Executive’s employment is terminated because of disability, thirty (30) days after Notice of Termination is given (unless
Executive shall have returned to the performance of Executive’s duties on a full-time basis during such thirty (30) day period); or (B) if Executive’s employment is terminated for cause, good reason or pursuant to Subsection 9(C) hereof,
the date specified in the Notice of Termination; provided, however, that if within thirty (30) days after any such Notice of Termination is given, the party receiving such Notice of Termination notifies the other party that a dispute
exists concerning the termination, the Date of Termination shall be the date on which the dispute is finally resolved, either by mutual agreement of the parties or by a final judgment, order or decree of a court of competent jurisdiction (the time
for appeal therefrom having expired and no appeal having been perfected). 
  
 13. Excess Parachute Payments and One Million Dollar Deduction Limit. 
  
 (A) Notwithstanding anything contained herein to the contrary, if any portion of the payments and benefits provided hereunder and benefits provided to, or
for the benefit of, Executive under any other plan or agreement of Employer (such payments or benefits are collectively referred to as the “Payments”) would be subject to the excise tax (the “Excise Tax”) imposed under Section
4999 of the Internal Revenue Code of 1986, as amended (the “Code”), or would be nondeductible by Employer pursuant to Section 280G of the Code, the Payments shall be reduced (but not below zero) if and to the extent necessary so that no
portion of any Payment to be made or benefit to be provided to Executive shall be subject to the Excise Tax or shall be nondeductible by Employer pursuant to Section 280G of the Code (such reduced amount is hereinafter referred to as the
“Limited Payment Amount”). Unless Executive shall have given prior written notice specifying a different order to Employer to effectuate the Limited Payment Amount, Employer shall reduce or eliminate the Payments, by first reducing or
eliminating those payments or benefits which are not payable in cash and then by reducing or eliminating cash payments, in each case in reverse order beginning with payments or benefits which are to be paid the farthest in time from the
Determination (as hereinafter defined). Any notice given by Executive pursuant to the preceding sentence shall take precedence over the provisions of any other plan, arrangement or agreement governing Executive’s rights and entitlements to any
benefits or compensation. 
  
 (B) An initial determination as to
whether the Payments shall be reduced to the Limited Payment Amount pursuant to the Code and the amount of such Limited Payment Amount shall be made by an accounting firm at Employer’s expense selected by Employer which is designated as one of
the four largest accounting firms in the United States (the “Accounting Firm”). The Accounting Firm shall provide its determination (the “Determination”), together with detailed supporting calculations and documentation to
Employer and Executive within thirty (30) days of the Termination Date, if applicable, and if the Accounting Firm determines that no Excise Tax is payable by Executive with respect to a Payment or Payments, it shall furnish Executive with an opinion
reasonably acceptable to Executive that no Excise Tax will be imposed with respect to any such Payment or Payments. Within ten (10) days of the delivery of the Determination to Executive, Executive shall have the right to dispute the Determination
(the “Dispute”). If there is no Dispute, the Determination shall be binding, final and conclusive upon Employer and Executive subject to the application of Subsection 13(C) below. 
  

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 (C) As a result of the uncertainty in the application of Sections 4999 and 280G of the Code, it is
possible that the Payments to be made to, or provided for the benefit of, Executive either have been made or will not be made by Employer which, in either case, will be inconsistent with the limitations provided in Section 13(A) hereof (hereinafter
referred to as an “Excess Payment” or “Underpayment”, respectively). If it is established pursuant to a final determination of a court or an Internal Revenue Service (the “IRS”) proceeding which has been finally and
conclusively resolved that an Excess Payment has been made, such Excess Payment shall be deemed for all purposes to be a loan to Executive made on the date Executive received the Excess Payment, and Executive shall repay the Excess Payment to
Employer on demand (but not less than ten (10) days after written notice is received by Executive), together with interest on the Excess Payment at the “Applicable Federal Rate” (as defined in Section 1274(d) of the Code) from the date of
Executive’s receipt of such Excess Payment until the date of such repayment. In the event that it is determined (1) by the Accounting Firm, Employer (which shall include the position taken by Employer, or together with its consolidated group,
on its federal income tax return) or the IRS; (2) pursuant to a determination by a court; or (3) upon the resolution of the Dispute to Executive’s satisfaction, that an Underpayment has occurred, Employer shall pay an amount equal to the
Underpayment to Executive within ten (10) days of such determination or resolution, together with interest on such amount at the Applicable Federal Rate from the date such amount would have been paid to Executive until the date of payment.

  
 (D) Notwithstanding anything contained herein to the contrary,
if any portion of the Payments would be nondeductible by Employer pursuant to Section 162(m) of the Code, the Payments to be made to Executive in any taxable year of Employer shall be reduced (but not below zero) if and to the extent necessary so
that no portion of any Payment to be made or benefit to be provided to Executive in such taxable year of Employer shall be nondeductible by Employer pursuant to Section 162(m) of the Code. The amount by which any Payment is reduced pursuant to the
immediately preceding sentence, together with interest thereon at the Applicable Federal Rate, shall be paid by Employer to Executive on or before the fifth business day of the immediately succeeding taxable year of Employer, subject to the
application of the limitations of the immediately preceding sentence and this Section 13. Unless Executive shall have given prior written notice specifying a different order to Employer to effectuate this Section 13, Employer shall reduce or
eliminate the Payments in any one taxable year of Employer by first reducing or eliminating those payments or benefits which are not payable in cash and then by reducing or eliminating cash payments, in each case in reverse order beginning with
payments or benefits which are to be paid the farthest in time from the Section 162(m) Determination (as hereinafter defined). Any notice given by Executive pursuant to the immediately preceding sentence shall take precedence over the provisions of
any other plan, arrangement or agreement governing Executive’s rights and entitlements to any benefits or compensation. 
  
 (E) The determination as to whether the Payments shall be reduced pursuant to Section 13(D) hereof and the amount of the Payments to be made in each
taxable year after the application of Section 13(D) hereof shall be made by the Accounting Firm at Employer’s expense. The Accounting Firm shall provide its determination (the “Section 162(m) 
  

 12 

 Determination”), together with detailed supporting calculations and documentation to Employer and Executive within
thirty (30) days of the termination date specified in the Notice of Termination. The Section 162(m) Determination shall be binding, final and conclusive upon Employer and Executive. 
  
 14. Payments After Death. Should Executive die after termination of her employment with Employer while any
amounts are payable to her hereunder, this Agreement shall inure to the benefit of and be enforceable by Executive’s executors, administrators, heirs, distributees, devisees and legatees, and all amounts payable hereunder shall be paid in
accordance with the terms of this Agreement to Executive’s devisee, legatee or other designee or, if there is no such designee, to her estate. 
  
 15. Full Settlement and Legal Expenses. The respective obligations of the parties hereto to make payments or otherwise to perform hereunder
shall not be affected by any rights of set-off, counterclaim, recoupment, defense or other claim, right or action which one party hereto may have against the other party hereto. In no event shall Executive be obligated to seek other employment or
take any other action by way of mitigation of the amounts which may be payable to Executive by Employer hereunder. If any legal action, proceeding in arbitration or other proceeding is brought for the enforcement of this Agreement, or because of any
alleged dispute, breach, default or misrepresentation in connection with any provision of this Agreement, the successful or prevailing party or parties shall be entitled to recover reasonable attorneys’ fees, court costs and all expenses
incurred in that action or proceeding, even if not taxable as court costs, plus in each case interest at the Applicable Federal Rate, in addition to any other relief to which such party or parties may be entitled. 
  
 16. Notices. For purposes of this Agreement, notices and all
other communications provided for herein shall be in writing and shall be deemed to have been given when delivered or mailed by United States registered or certified mail, return receipt requested, postage prepaid, addressed as follows: 

 

			
	 If to Executive:
	  	 Cindi Lewis

	 	  	 P. O. Box 391

	 	  	 Moultrie, Georgia 31776

		
	 If to Employer:
	  	 ABC Bancorp

	 	  	 24 2nd
Avenue, S.E.

	 	  	 Moultrie, Georgia 31768

	 	  	 Attention: Chief Executive Officer

  
 or to such address as either party
hereto may have furnished to the other party in writing in accordance herewith, except that notices of change of address shall be effective only upon receipt. 
  

17. Governing Law. The validity, interpretation and performance of this Agreement shall be governed by the laws of the State of Georgia,
without giving effect to the conflicts of laws principles thereof. 
  

 13 

 18. Successors. Employer shall require any successor (whether direct or indirect, by
purchase, merger, consolidation or otherwise) to all or substantially all of the business or assets of Employer, by agreement in form and substance reasonably satisfactory to Executive, to expressly assume and agree to perform this Agreement in the
same manner and same extent that Employer would be required to perform it if no such succession had taken place. Failure of Employer to obtain such agreement prior to the effectiveness of any such succession shall be a material, intentional breach
of this Agreement and shall entitle Executive to terminate her employment with Employer for good reason pursuant to Subsection 9(B) hereof. As used in this Agreement, “Employer” shall mean Employer as hereinbefore defined and any successor
to its business or assets as aforesaid. 
  
 19. Modification
and Waiver. No provision of this Agreement may be modified, waived or discharged unless such waiver, modification or discharge is agreed to in writing signed by Executive and Employer. No waiver by either party hereto at any time of any
breach by the other party hereto of, or compliance with, any condition or provision of this Agreement to be performed by such other party shall be deemed a waiver of dissimilar provisions or conditions at the same or any prior subsequent time. No
agreements or representation, oral or otherwise, express or implied, with respect to the subject matter hereof have been made by either party which are not set forth expressly in this Agreement. 
  
 20. Severability. The invalidity or unenforceability of any
provisions of this Agreement shall not affect the validity or enforceability of any other provisions of this Agreement, which shall remain in full force and effect. 
  
 21. Counterparts. This Agreement may be executed (and delivered via facsimile) in one or more counterparts,
each of which shall be deemed an original, and all of which together shall constitute one and the same Agreement. 
  
 22. Assignment. This Agreement is personal in nature, and neither party hereto shall, without the prior written consent of the other, assign
or transfer this Agreement or any rights or obligations hereunder except as provided in Sections 14 and 18 above. Without limiting the foregoing, Executive’s right to receive compensation hereunder shall not be assignable or transferable,
whether by pledge, creation of a security interest or otherwise, other than a transfer by her will or by the laws of descent or distribution as set forth in Section 14 hereof, and in the event of any attempted assignment or transfer contrary to this
Section 22, Employer shall have no liability to pay any amounts so attempted to be assigned or transferred. 
  
 23. Entire Agreement. This Agreement constitutes the entire agreement between the parties hereto and supersedes all prior agreements,
understandings and arrangements, oral or written, between the parties hereto with respect to the subject matter hereof. 
  
 24. Construction. Whenever the singular number is used in this Agreement and when required by the context, the same shall include the plural
and vice versa, and the masculine gender shall include the feminine and neuter genders and vice versa. The headings in this Agreement are for convenience only and are in no way intended to describe, interpret, define or limit the scope, extent or
intent of this Agreement or any of its provisions. 
  
 [Signatures Next Page] 
  

 14 

 IN WITNESS WHEREOF, Executive has executed, sealed and delivered this Agreement, and Employer has
caused this Agreement to be executed, sealed and delivered, all as of the day and year first above set forth. 
  

									
	 	 	 	 	ABC BANCORP	 	 
					
	 	 	 	 	 By:
	 	 /s/ Kenneth J. Hunnicutt

	 	 
	 [Corporate Seal]
	 	 	 	 Kenneth J. Hunnicutt,
	 	 
	 	 	 	 	 	 	 Chief Executive Officer
	 	 
					
	 Attest:
	 	 /s/ Debbie Boyd

	 	 	 	 	 	 
	 	 	 Debbie Boyd, Assistant Corporate Secretary
	 	 	 	 	 	 
	 	 	 	 	 	 	 /s/ Cindi H. Lewis

	 	(SEAL)
	 	 	 	 	 	 	Cindi H. Lewis	 	 

  
  

 15Code of Business Conduct and Ethics

 Exhibit 10.21 
  
 ABC BANCORP 
  
 CODE OF BUSINESS CONDUCT AND ETHICS 
  
 Adopted by the Board of Directors 
 on
February 17, 2004 
  
 Introduction 
  
 This Code of Business Conduct and Ethics (the “Code”) of ABC
Bancorp (the “Company”) covers a wide range of business practices and procedures. It does not cover every issue that may arise, but it sets out basic principles to guide all employees of the Company, including our executive and senior
financial officers. All of our employees must conduct themselves accordingly and seek to avoid even the appearance of improper behavior. The Code should also be provided to and followed by the Company’s agents and representatives, including
consultants. 
  
 If a law conflicts with a policy in this Code,
you must comply with the law. If you have any questions about these conflicts, you should ask your supervisor how to handle the situation. 
  
 Those who violate the standards in this Code will be subject to disciplinary action, up to (and including) termination of employment. If you are in a
situation which you believe may violate or lead to a violation of this Code, follow the guidelines described in Section 14 of this Code. 
  
 1. Compliance with Laws, Rules and Regulations 
  
 Obeying the law, both in letter and in spirit, is the foundation on which the Company’s ethical standards are built. All employees must respect and
obey the laws of the cities, states and country in which we operate. Although not all employees are expected to know the details of these laws, it is important to know enough to determine when to seek advice from supervisors, managers or other
appropriate personnel. 
  
 If requested, the Company will hold
information and training sessions to promote compliance with laws, rules and regulations, including insider-trading laws. 
  
 2. Conflicts of Interest 
  
 A “conflict of interest” exists when a person’s private interest interferes in any way with the interests of the Company. A conflict
situation can arise when an employee, officer or director takes actions or has interests that may make it difficult to perform his or her work for the Company objectively and effectively. Conflicts of interest may also arise when an employee,
officer or director, or members of his or her family, receives improper personal benefits as a result of his or her position in the Company. Loans to, or guarantees of obligations of, employees and their family members may also create conflicts of
interest. 

 It is almost always a conflict of interest for a Company employee to work simultaneously for a
competitor, customer or supplier. You are not allowed to work for a competitor as a consultant or board member. The best policy is to avoid any direct or indirect business connection with our customers, suppliers or competitors, except on our
behalf. Conflicts of interest are prohibited as a matter of Company policy, except under guidelines approved by the Board of Directors. Conflicts of interest may not always be clear-cut, so if you have a question, you should consult with higher
levels of management or the Company’s legal counsel. Any employee, officer or director who becomes aware of a conflict or potential conflict should bring it to the attention of a supervisor, manager or other appropriate personnel or consult the
procedures described in Section 14 of this Code. 
  
 3. Insider Trading

  
 Employees who have access to confidential information are
not permitted to use or share that information for stock trading purposes or for any other purpose except the conduct of our business. All non-public information about the Company should be considered confidential information. To use non-public
information for personal financial benefit or to “tip” others who might make an investment decision on the basis of this information is not only unethical but also illegal. In order to assist with compliance with laws against insider
trading, the Company has adopted a specific policy governing employees’ trading in securities of the Company. This policy has been distributed to every employee. If you have any questions, please contact Cindi H. Lewis at (229) 890-1111 to
discuss. 
  
 4. Corporate Opportunities 
  
 Employees, officers and directors are prohibited from taking for themselves
personally opportunities that are discovered through the use of corporate property, information or position without the consent of the Board of Directors. No employee may use corporate property, information, or position for improper personal gain,
and no employee may compete with the Company directly or indirectly. Employees, officers and directors owe a duty to the Company to advance its legitimate interests when the opportunity to do so arises. 
  
 5. Competition and Fair Dealing 
  
 We seek to outperform our competition fairly and honestly. Stealing
proprietary information, possessing trade secret information that was obtained without the owner’s consent, or inducing such disclosures by past or present employees of other companies is prohibited. Each employee should endeavor to respect the
rights of and deal fairly with the Company’s customers, suppliers, competitors and employees. No employee should take unfair advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation of material
facts, or any other intentional unfair-dealing practice. 
  
 The
purpose of business entertainment and gifts in a commercial setting is to create good will and sound working relationships, not to gain unfair advantage with customers. No gift or entertainment should ever be offered, given, provided or accepted by
any Company 
  

 2 

 employee, family member of an employee or agent unless it: (1) is not a cash gift, (2) is consistent with customary
business practices, (3) is not excessive in value, (4) cannot be construed as a bribe or payoff, and (5) does not violate any laws or regulations. Please discuss with your supervisor any gifts or proposed gifts which you are not certain are
appropriate. 
  
 6. Discrimination and Harassment 
  
 The diversity of the Company’s employees is a tremendous asset. We are
firmly committed to providing equal opportunity in all aspects of employment and will not tolerate any illegal discrimination or harassment of any kind. Examples include, but are not limited to, derogatory comments based on racial or ethnic
characteristics and unwelcome sexual advances. 
  
 7. Health and Safety

  
 The Company strives to provide each employee with a safe
and healthy work environment. Each employee has responsibility for maintaining a safe and healthy workplace for all employees by following safety and health rules and practices and reporting accidents, injuries and unsafe equipment, practices or
conditions. 
  
 Violence and threatening behavior are not
permitted. Employees should report to work in condition to perform their duties, free from the influence of illegal drugs or alcohol. The use of illegal drugs in the workplace will not be tolerated. 
  
 8. Record-Keeping 
  
 The Company requires honest and accurate recording and reporting of information in order to make responsible business
decisions. For example, only the true and actual number of hours worked should be reported. 
  
 Many employees regularly use business expense accounts, which must be documented and recorded accurately. If you are not sure whether a certain expense is legitimate, ask your supervisor or your controller.

  
 All of the Company’s books, records, accounts and
financial statements must be maintained in reasonable detail, must appropriately reflect the Company’s transactions and must conform both to applicable legal requirements and to the Company’s system of internal controls. Unrecorded or
“off the books” funds or assets should not be maintained unless permitted by applicable law or regulation. 
  
 Business records and communications often become public, and we should avoid exaggeration, derogatory remarks, guesswork or inappropriate
characterizations of people and companies that can be misunderstood. This applies equally to e-mail, internal memos and formal reports. Records should always be retained or destroyed according to the Company’s record retention policies. In
accordance with those policies, in the event of litigation or governmental investigation please consult the Company’s legal counsel. 
  

 3 

 9. Confidentiality 
  
 Employees must maintain the confidentiality of confidential information entrusted to them by the Company or its customers, except when disclosure is
authorized by the Legal Department or required by laws or regulations. Confidential information includes all non-public information that might be of use to competitors, or harmful to the Company or its customers, if disclosed. It also includes
information that suppliers and customers have entrusted to us. The obligation to preserve confidential information continues even after employment ends. 
  
 10. Protection and Proper Use of Company Assets 
  
 All employees should endeavor to protect the Company’s assets and ensure their efficient use. Theft, carelessness and waste have a direct impact on
the Company’s profitability. Any suspected incident of fraud or theft should be immediately reported for investigation. Company equipment should not be used for non-Company business, though incidental personal use may be permitted. 

 
 The obligation of employees to protect the Company’s assets includes
its proprietary information. Proprietary information includes intellectual property such as trade secrets, patents, trademarks and copyrights, as well as business, marketing and service plans, engineering and manufacturing ideas, designs, databases,
records, salary information and any unpublished financial data and reports. Unauthorized use or distribution of this information would violate Company policy. It could also be illegal and result in civil or even criminal penalties. 
  
 11. Payments to Government Personnel 
  
 The U.S. Foreign Corrupt Practices Act prohibits giving anything of value,
directly or indirectly, to officials of foreign governments or foreign political candidates in order to obtain or retain business. It is strictly prohibited to make illegal payments to government officials of any country. 
  
 In addition, the U.S. government has a number of laws and regulations
regarding business gratuities which may be accepted by U.S. government personnel. The promise, offer or delivery to an official or employee of the U.S. government of a gift, favor or other gratuity in violation of these rules would not only violate
Company policy but could also be a criminal offense. State and local governments, as well as foreign governments, may have similar rules. The Company’s legal counsel can provide guidance to you in this area. 
  
 12. Waivers of the Code of Business Conduct and Ethics 
  
 Any waiver of this Code for executive officers or directors maybe made only
by the Board of Directors or a committee of the Board of Directors responsible for ethics oversight and will be promptly disclosed as required by law or stock exchange regulation. 
  

 4 

 13. Reporting any Illegal or Unethical Behavior 
  
 Employees are encouraged to talk to supervisors, managers or other appropriate personnel about observed illegal or unethical
behavior and when in doubt about the best course of action in a particular situation. It is the policy of the Company not to allow retaliation for reports of misconduct by others made in good faith by employees. Employees are expected to cooperate
in internal investigations of misconduct. Further, any employee may submit a good-faith concern regarding questionable accounting or auditing matters without fear of dismissal or retaliation of any kind. 
  
 14. Compliance Procedures 
  
 We must all work to ensure prompt and consistent action against violations
of this Code. However, in some situations it is difficult to know if a violation has occurred. Since we cannot anticipate every situation that will arise, it is important that we have a way to approach a new question or problem. These are the steps
to keep in mind: 
  

	 	•	Make sure you have all the facts. In order to reach the right solutions, we must be as fully informed as possible. 

  

	 	•	Ask yourself: What specifically am I being asked to do? Does it seem unethical or improper? This will enable you to focus on the specific question you are faced with,
and the alternatives you have. Use your judgment and common sense; if something seems unethical or improper, it probably is. 

  

	 	•	Clarify your responsibility and role. In most situations, there is shared responsibility. Are your colleagues informed? It may help to get others involved and discuss the
problem. 

  

	 	•	Discuss the problem with your supervisor. This is the basic guidance for all situations. In many cases, your supervisor will be more knowledgeable about the question and will
appreciate being brought into the decision-making process. Remember that it is your supervisor’s responsibility to help solve problems. 

  

	 	•	Seek help from Company resources. In the rare case where it may not be appropriate to discuss an issue with your supervisor, or where you do not feel comfortable approaching
your supervisor with your question, discuss it locally with your office manager or your Human Resources manager. 

  

	 	•	You may report ethical violations in confidence and without fear of retaliation. If your situation requires that your identity be kept secret, your anonymity will be
protected. The Company does not permit retaliation of any kind against employees for good faith reports of ethical violations. 

  

	 	•	Always ask first, act later: If you are unsure of what to do in any situation, seek guidance before you act. 

  

 5 

 15. Special Considerations for Chief Executive and Senior Financial Officers 
  
 In addition to the foregoing provisions of this Code, the Chief Executive
Officer and all senior financial officers, including the Chief Financial Officer and principal accounting officer, are subject to the following additional specific policies: 
  

	 	•	The Chief Executive Officer and all senior financial officers are responsible for full, fair, accurate, timely and understandable disclosure in the periodic reports required to be
filed by the Company with the Securities and Exchange Commission. Accordingly, it is the responsibility of the Chief Executive Officer and each senior financial officer promptly to bring to the attention of the Board any material information of
which he or she may become aware that affects the disclosures made by the Company in its public filings or otherwise assist the Board in fulfilling its responsibilities. 

  

	 	•	The Chief Executive Officer and each senior financial officer shall promptly bring to the attention of the Board of Directors and the Audit Committee any information he or she may
have concerning (a) significant deficiencies in the design or operation of internal controls which could adversely affect the Company’s ability to record, process, summarize and report financial data or (b) any fraud, whether or not material,
that involves management or other employees who have a significant role in the Company’s financial reporting, disclosures or internal controls. 

  

	 	•	The Chief Executive Officer and each senior financial officer shall promptly bring to the attention of the Board of Directors, the Company’s legal counsel and the Audit
Committee any information he or she may have concerning any violation of this Code, including any actual or apparent conflicts of interest between personal and professional relationships, involving any management or other employees who have a
significant role in the Company’s financial reporting, disclosures or internal controls. 

  

	 	•	The Chief Executive Officer and each senior financial officer shall promptly bring to the attention of the Board of Directors, the Company’s legal counsel and the Audit
Committee any information he or she may have concerning evidence of a material violation of the securities or other laws, rules or regulations applicable to the Company and the operation of its business, by the Company or any agent thereof, or of
violation of this Code. 

  

	 	•	 The Board of Directors shall determine, or designate appropriate persons to determine, appropriate actions to be taken in the event of violations of this Code by
the Chief Executive Officer and the Company’s senior financial officers. Such actions shall be reasonably designed to deter wrongdoing and to promote accountability for adherence to this Code, and shall include written notices to the individual
involved that the Board of Directors has determined that there has been a violation, censure by the Board of Directors, 

  

 6 

	 	 
demotion or re-assignment of the individual involved, suspension with or without pay or benefits (as determined by the Board of Directors) and termination of
the individual’s employment. In determining what action is appropriate in a particular case, the Board of Directors or such designee shall take into account all relevant information, including the nature and severity of the violation, whether
the violation was a single occurrence or repeated occurrences, whether the violation appears to have been intentional or inadvertent, whether the individual in question had been advised prior to the violation as to the proper course of action and
whether or not the individual in question had committed other violations in the past. 

  
 * * * * * 
  

 7

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