Document:

Agreement Regarding Leadership Shares Plan

 Exhibit 10.66 
  
 AGREEMENT REGARDING LEADERSHIP SHARES PLAN

  
 This Agreement is entered into as of February
    , 2004 among the directors and officers of Levi Strauss & Co., a Delaware corporation (“LS&CO.”), who are signatories hereto (each a “Participant”) with respect to LS&CO.’s
Leadership Shares Plan (the “Plan”). 
  
 RECITALS 
  
 A. Each of the
Participants has received one or more awards of Leadership Shares (“Awards”) under the Plan, including an Award from the 2000 Grant Cycle (a “2000 Award”). 
  
 B. The Human Resources Committee of LS&CO.’s Board of Directors (the “HR Committee”) has approved
recommendations of LS&CO.’s management with respect to certain aspects of the Plan and its administration, including recommendations with respect to the manner in which Leadership Value Added (“LVA”) is calculated for fiscal year
2003 (“2003”) and fiscal year 2004 (“2004”) and the extension of the vesting and payment periods, and modification of the vesting criteria, applicable to the 2000 Awards held by the Participants. The full Board of Directors has
also approved such actions of the HR Committee. 
  
 C.
Through this Agreement, each of the Participants desires to confirm his or her support for and agreement to be bound by the HR Committee’s actions and determinations. Each of the Participants is entering into this Agreement in consideration of
each of the other Participants’ agreements hereunder. 
  
 AGREEMENT 
  
 1.
Acknowledgement of HR Committee Determinations. Each of the Participants acknowledges that the HR Committee, on the recommendation of LS&CO.’s management and with the concurrence of the full Board of Directors, at its meetings on
December 18, 2003, January 8, 2004 and February 4, 2004 exercised its discretion under the Plan to make the following determinations (collectively, the “HR Committee Determinations”): 
  
 (a) LVA Calculations and Projected Leadership Share
Values. LVA for 2003 and 2004 will be calculated in accordance with the recommendations made by LS&CO.’s management at the HR Committee’s December 18, 2003, January 8, 2004 and February 4, 2004 meetings. Based on these
recommendations and the current financial plan for 2004, LS&CO.’s management has advised the HR Committee that the value of the 2000 Awards is anticipated to be approximately $1.00 per Leadership Share as of the end of 2003 and $12.00 per
Leadership Share as of the end of 2004. 
  

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 (b) Vesting and Payment Dates for 2005 Installment. With respect to each of the
Participants, the vesting and payment terms applicable to 2000 Awards are modified such that the installment originally scheduled to vest at the end of 2004 and be paid in February 2005 (the “2005 Installment”) will instead vest in three
equal tranches at the end of 2004, fiscal year 2005 and fiscal year 2006, with each of such tranches, to the extent vested and otherwise payable, to be paid in February of the ensuing year. 
  
 (c) Vesting Criteria for 2005 Installment. With
respect to each of the Participants, the vesting criteria applicable to 2000 Awards are modified such that each of the three tranches of the 2005 Installment will vest only if: 
  
 (i) LS&CO. is in compliance throughout the relevant fiscal year with all financial covenants
applicable to it under its credit agreements and reasonably projects, as of the payment date, that it will be in compliance with such covenants throughout the following fiscal year (the “Financial Performance Condition”); and 

 
 (ii) such Participant remains an employee or
director, as the case may be, of LS&CO. and performing at an acceptable level on the vesting date for such tranche (the “Employment Condition”). 
  

A Participant whose employment by or service as a director of LS&CO. terminates prior to a vesting date for any reason (including voluntary
resignation, involuntary termination with or without cause, retirement or layoff) will be deemed not to satisfy the Employment Condition as of that vesting date, except that a Participant whose employment terminates due to death or an authorized
Long-Term Disability (as defined in the Plan) on or after November 28, 2004 will be deemed to meet the Employment Condition as of all vesting dates. 
  
 (d) Adjustment of Financial Performance Condition. In establishing the Financial Performance Condition, the HR Committee has
endeavored to set a standard that (i) represents a level of future financial performance viewed as adequate for LS&CO. as its business is presently constituted and (ii) furthers the Plan’s stated purpose of aligning the interests of Plan
participants with the interests of shareholders. In the event of a material future modification or replacement of the financial covenants applicable to LS&CO. under its credit agreements or unanticipated change in LS&CO.’s corporate
structure, assets or liabilities, such as the acquisition or divestiture of material assets or receipt of an equity investment, the HR Committee will consider the implications of such event with respect to the Financial Performance Condition. If,
upon such consideration, the HR Committee determines that a modification of the Financial Performance Condition should be made in order for the Financial Performance Condition to continue to achieve its intended purposes, the HR Committee will
modify the Financial Performance Condition as deemed appropriate, in its discretion, and will promptly advise the Participants of such modification. Any such action will not constitute an amendment of this Agreement requiring the consent of affected
parties. 
  

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 2. Agreement to be Bound by HR Committee Determinations. Each of the Participants agrees that the
HR Committee Determinations represent a reasonable exercise of the discretion of the HR Committee as administrator of the Plan and agrees to be bound by the HR Committee Determinations. In so agreeing, each of the Participants acknowledges that
certain of the HR Committee Determinations apply differently to the Participants than to other holders of Awards and that such differences may diminish or increase in the future for a variety of reasons, including differences in applicable law in
other jurisdictions, the effect of existing or new agreements between LS&CO. and other Award holders and future action by LS&CO., legislative, regulatory or judicial authorities or others. Each of the Participants confirms that his or her
agreement to be bound by the HR Committee Determinations will not be affected by any such difference in treatment, whether or not such difference is currently contemplated, and is independent of the agreements of the other Participants. 

 
 3. Effect of Individual Employment Agreements. Each of the
Participants agrees that the provisions of this Agreement supersede any inconsistent provision of any existing written or oral employment or other agreement between LS&CO. and such Participant. Notwithstanding the foregoing, the vesting
provisions set forth in Sections 7(a)(iii) and 7(b)(iii) of the Employment Agreement dated as of September 27, 1999 between LS&CO. and Philip A. Marineau will continue in effect and be unaffected by this Agreement. For the avoidance of doubt,
the accelerated vesting of Leadership Shares described therein applies to the satisfaction of the Employment Condition but does not obviate the satisfaction of the Financial Performance Condition or affect the timing of payment of any tranche of the
2005 Installment that vests. 
  
 4. Nature of Agreement.
This Agreement contains all of the terms and conditions agreed upon by the parties relating to the subject matter of this Agreement, represents the final, complete and exclusive statement of the parties as to such subject matter and supersedes any
and all prior or contemporaneous agreements (including any prior versions of this Agreement), negotiations, correspondence, understandings and communications among the parties, whether oral or written, as to such subject matter. This Agreement is
not an employment or service contract, and nothing in this Agreement creates any obligation on the part of any Participant to continue in the service of LS&CO. or on the part of LS&CO. to continue such service. LS&CO. is an intended
third-party beneficiary of this Agreement. 
  
 5.
Miscellaneous. This Agreement will be governed for all purposes by California law, may be signed in counterparts, may be amended only by a written agreement signed by each affected party and will be binding on and inure to the benefit of the
parties’ respective successors and assigns. The headings of the Sections in this Agreement are inserted for convenience only and shall not be deemed to constitute a part of this Agreement or to affect the meaning of this Agreement. 

 

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 The parties have executed this Agreement as of the date first written above. 
  

					
			
	/s/    ROBERT D. HAAS        	 	 	 	/s/    PETER GEORGESCU        
	
	 	 	 	

	Robert D. Haas	 	 	 	Peter Georgescu
			
	/s/    PHILIP A. MARINEAU        	 	 	 	/s/    PATRICIA SALAS PINEDA        
	
	 	 	 	

	Philip A. Marineau	 	 	 	Patricia Salas Pineda
			
	/s/    ANGELA GLOVER BLACKWELL        	 	 	 	/s/    GARY T. ROGERS        
	
	 	 	 	

	Angela Glover Blackwell	 	 	 	Gary T. Rogers
			
	/s/    JAMES C. GAITHER        	 	 	 	/s/    G. CRAIG SULLIVAN        
	
	 	 	 	

	James C. Gaither	 	 	 	G. Craig Sullivan

  

 4Agreement between Paul Mason and Levi Strauss (UK) Ltd.

 Exhibit 10.67 
  
 THIS AGREEMENT is made on 26 January 2004 
  
 BETWEEN 
  
 (1) Levi Strauss (UK) Ltd, of Swan Valley, Northampton NN4 9BA (the Company); and 
  
 (2) Paul Mason of Darwin Bank, Whiddon Croft, Burley Lane, Menston, Nr Ilkley,
Yorks LS29 6QQ (the Employee) 
  
 IT IS AGREED as follows:-

  
 1. TERM AND JOB
DESCRIPTION 
  
 1.1 The Employee will be employed on the terms
of this Agreement. 
  
 1.2 The Employee will be employed by the Company as
President, Levi Strauss & Co, Europe. The Employee will, in addition, if reasonably requested, as part of the duties of his employment with the Company carry out work for and at the direction of other Group Companies and/or be seconded to
other Group Companies without further remuneration at any time and agrees that he will do so. 
  
 1.3 The Employee’s appointment and continuous period of employment shall begin on the 23rd of February 2004 (the commencement date) and shall continue unless and until terminated in accordance with clause 18. 
  
 2. DUTIES 
  
 2.1 The Employee will perform such duties as may lawfully and reasonably be assigned to him by the Company from time to time. Such duties will include, without
limitation, responsibility for Levi Strauss & Co Europe division management. The Employee may in addition be required from time to time to undertake the duties or responsibilities of another position, although the Employee will not be required
to perform duties that are not reasonably within his capabilities. During the employment the Employee will well and faithfully serve the Company and will devote the whole of his attention and skills during such hours as he is required to work in
order to properly perform the duties assigned to him. 
  
 2.2 The Employee will
report to the President, Levi Strauss & Co. 
  
 2.3 The Employee agrees, in
accordance with Regulation 5 of the Working Time Regulations 1998 (the Regulations), that the provisions of Regulation 4(1) do not apply to the Employee, and that the Employee shall give the Company three months’ notice in writing
if he wishes Regulation 4(1) to apply to him. Due to the senior nature of the Employee’s role there is no entitlement to compensation for overtime. 
  
 2.4 The Employee’s normal place of work is not an essential part of the employment relationship and the Employee may be requested to work at whatever 
  

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 place is given in line with the Company’s business needs save that the Employee’s base office for his work
shall be within Europe and within a reasonable weekly commute from the Employee’s home in the United Kingdom, it being acknowledged by the Company that the Employee’s wife and family may remain in England and that the Employee may not be
required to relocate his United Kingdom home without his consent. 
  
 2.5 The
Employee acknowledges that the nature of his duties may require regular travel and, as such, agrees to travel (both within and outside Europe) to the extent necessary to enable the proper performance of those duties. In order to ensure that the
Employee can comply with this provision the Employee is required to maintain a valid passport at all times. Any reasonable expenses incurred with such travel shall be reimbursed in accordance with clause 7 below. 
  
 3. SALARY 
  
 3.1 The Employee’s initial annual gross salary is £600,000 (“annual
base salary”) subject to deduction of applicable tax and National Insurance contributions. Salary will be generally reviewed annually in the context of the Board of Directors review of individual performance and market competitiveness. However,
no salary review will be undertaken after notice has been given by either party to terminate the Employee’s employment. The Company is under no obligation to increase the Employee’s salary following a salary review, but will not decrease
it. At the same time that the Employee’s salary is reviewed, the terms of clauses 20 and 21 will be reviewed. The Employee accepts that in consideration for the Company increasing his salary from time to time, the Company may ask the Employee
to agree (but the Employee is not required to accept) to amend the terms of Clauses 20 and 21 as is reasonable taking into account the position of the parties from time to time. 
  
 3.2 The Employee’s salary will accrue on a daily basis, and will be payable in arrears in equal monthly instalments or pro rata where
the Employee is only employed during part of the month. 
  
 4.
ANNUAL INCENTIVE PLAN 
  
 4.1
The Employee shall be entitled to participate in the Company Annual Incentive Plan (“the Annual Incentive Plan”) as amended from time to time. This incentive represents a target of 65% of annual base salary. The amount of any
payment made under the Annual Incentive Plan will be determined by reference to the performance of the European business unit (70%) and the total LS&CO company performance (30%) with a maximum of 165% of target and a minimum of 0% of target.

  
 4.2 Payments made under the Annual Incentive Plan will not form part of the
Employee’s pensionable salary. 
  
 4.3 Further details of the current Annual
Incentive Plan in operation can be obtained from the HR Department, Executive compensation. 
  

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 4.4 The Company reserves the right to amend, replace and/or suspend the Annual Incentive Plan at any time. 
  
 4.5 The Employee shall, subject to UK Inland Revenue regulations, be eligible at the
Employee’s election, to defer up to 50% of any payout to which he is entitled under the Annual Incentive Plan subject at all times to the terms of the Company’s Global Voluntary Deferred Compensation Plan, as amended from time to time.

  
 5. 2004 SPECIAL ANNUAL
INCENTIVE 
  
 5.1 The Employee shall be entitled to
participate in the Company’s 2004 Special Annual Incentive (the “2004 Special Annual Incentive”). This incentive represents a target of 85% of annual base salary. The amount of any payment made under the 2004 Special Annual
Incentive is determined by reference to the performance of the European business unit (70%) and the total LS&CO company performance (30%) with a maximum of 165% of target and a minimum of 0% of target. 
  
 5.2 Further details of the 2004 Special Annual Incentive can be obtained from the HR
Department, Executive compensation. 
  
 5.3 The 2004 Special Annual Incentive will
not form part of the Employee’s pensionable salary. 
  
 5.4 The 2004 Special
Annual Incentive is in lieu of a long term incentive award being granted in 2004. 
  
 5.5 As a special one time consideration, the Employee will be guaranteed that the total payout associated with the Annual Incentive Plan for 2004 and 2004 Special Annual Incentive will be at least £150,000 (the “Guaranteed
Payout”) in February 2005. 
  
 5.6 The 2004 Special Annual Incentive and
Guaranteed Payout referred to in clause 5.5 will not give rise to any future entitlement on the Employee’s part to receive such benefits, irrespective of the regularity of provision of such payments or benefits. Once the Guaranteed Payout has
been made, there will be no future right to any further payment under the 2004 Special Annual Incentive and no right to a minimum payment under any Annual Incentive Plan. 
  
 5.7 The Employee shall, subject to UK Inland Revenue regulations, be eligible, at his election, to defer up to 50% of any payout to which he
is entitled under the 2004 Special Annual Incentive subject at all times to the terms of the Company’s Global Voluntary Deferred Compensation Plan, as amended from time to time. 
  
 6. LONG TERM INCENTIVE 
  
 6.1 Subject to its ratification by the Company’s Board of Directors (the “Board of Directors”) of Levi Strauss & Co, the
Employee shall be entitled to participate in a long term incentive plan proposed for 2005 as amended from time to time (the “Long Term Incentive”). 
  

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 6.2 Details of the Long Term Incentive will be provided to the Employee upon its ratification and implementation by the
Board of Directors of Levi Strauss & Co. 
  
 6.3 The Long Term Incentive will
not form part of the Employee’s pensionable salary. 
  
 6.4 The Company
reserves the right to amend, replace and / or suspend the Long Term Incentive at any time. 
  
 6.5 The Employee shall be eligible, at his election, to defer up to 50% of any payout to which he is entitled under the Long-Term Incentive subject at all times to the terms of the Company’s Global Voluntary
Deferred Compensation Plan, as amended from time to time. 
  
 7.
EXPENSES 
  
 The Company will reimburse (or procure the
reimbursement of) all out-of-pocket expenses properly and reasonably incurred by the Employee in the course of his employment subject to the terms of the Company’s policy on expenses. 
  
 8. COMPANY CAR 
  
 8.1 The Employee will be provided with a Company car in accordance with the Company’s
car policy as amended from time to time. Atlernatively, the Employee may, at his election, lease his own car of a model consistent with the Company’s car policy, and the Company shall pay or reimburse all lease costs and all expenses in
connection with Fuel in accordance with the Company’s car policy. 
  
 8.2.
The Employee undertakes to use the Company car of which he has the disposal with due care and to have it maintained in accordance with the terms of the Company’s car policy and the instructions of the leasing company/manufacturer. 

 
 8.3. The Employee shall be entitled to use the company car privately within reasonable
limits. From a tax perspective, the Employee acknowledges that the provision of a Company car is treated as a taxable benefit by the Inland Revenue and will result in tax deductions from the Employee’s salary. 
  
 9. PENSION 
  
 9.1 The Employee will be entitled to participate in the Company’s pension scheme based
on 1/40th x pension eligible earnings x pension eligible service, on the terms set out in the Company’s policy
on pensions, as amended from time to time, and subject to Inland Revenue Limits. 
  
 9.11 Alternatively, due to Inland Revenue regulation changes, the Employee may elect to leave the Company’s pension scheme and have the Company make contributions to a scheme nominated by him provided that such contributions shall not
exceed an amount equal to 6% of his salary at the relevant time. 
  

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 9.2 The Employee will also be entitled to participate in the Company’s Supplementary pension scheme, under which the
Company shall contribute an amount equal to 20% of the Annual Incentive Plan payout. In the event that, due to Inland Revenue Limits, the Employee might not get the full benefit of such contribution, the Company shall make a net (after payment of
tax and national insurance) payment in cash equal to the part (which may be the whole) of such contribution which may not be paid into the Supplementary pension scheme for the benefit of the Employee. 
  
 9.3 The Company reserves the right to amend, replace, suspend or otherwise change the rules
of the Company’s pension scheme or the Company’s Supplementary pension scheme (collectively the “Schemes”) or to substitute an alternative pension scheme or schemes. 
  
 10. INSURANCE 
  
 10.1 During the employment, subject to the Employee’s age or health not being such as to prevent cover being obtained without exceptional conditions or unusually
high premiums, and subject to completion of a medical examination or questionnaire satisfactory to the insurance providers, the Company will: 
  

	(i)	pay for the benefit of the Employee, his wife and any dependent children under the age of 21 (or 24 if in full time education), the Employee’s subscriptions to the
Company’s private medical expenses insurance arrangements for the time being in force in the UK; 

  

	(ii)	pay for the benefit of the Employee subscriptions to the Company’s private international medical expenses insurance arrangements for the time being in force;

  

	(iii)	pay for the benefit of the Employee subscriptions to the Company’s permanent health insurance arrangements for the time being in force at 60% of pre-disability base pay
inclusive of state benefits; and 

  

	(iv)	pay for the benefit of the Employee subscriptions to the Company’s life assurance arrangements (4 x base pay) for the time being in force. 

  
 Cover under the schemes referred to in (i) to (iv) shall apply from the commencement date.

  
 10.2 The Company reserves the right to change the provider of any of the
insurance schemes set out in clause 10.1 at any time. 
  

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 11. HOUSING 
  
 During the Employee’s assignment abroad, the Company will reimburse rent and utilities expenses on a furnished 3 bedroom apartment
reasonably close to the Employee’s base office subject to the Company’s policy. 
  
 12. PAYROLL ADMINISTRATION 
  
 12.1 During Employee’s assignment abroad, the Employee will remain on the payroll of Levi Strauss (UK) Ltd and will be paid in £ pounds sterling. The salary will be paid into the Employee’s UK bank
account. The Employee’s salary and benefits will be administered in the UK according the UK policies, plans and programs. 
  
 12.2 With respect to social security, when exists a treaty between the UK and the host country of assignment. LS UK HR department will request a European Union document
E101 on behalf of the Employee which will keep him in the UK social security as well as a document E106. 
  
 12.3 The Employee will continue to be subject to UK taxes during his employment. Employee’s salary, bonuses and the fringe benefits received in the host country (company car, housing and utilities) will be
declared to the host country tax authorities. The host country taxes due will be borne by the company as per the tax equalization guidelines attached. In connection with the Employee’s UK tax return the Company’s advisers shall cooperate
with the Employee’s advisers. 
  
 12.4 Employee’s host country tax
matters will be handled by the Company’s external tax advisor in the host country to ascertain the impact which the Employee’s host country assignment could have on the UK tax situation. The external’s host country tax advisor will
work with their Birmingham office to ensure that the Employee neither gains nor loses in terms of taxes for the duration of the employment. Should the granting of fringe benefits to the Employee in the host country have a negative impact on local
tax return, the company will reimburse the additional taxes the Employee has to bear. Alternatively, the Employee may find that he will be able to reclaim some UK taxes because of the time worked out of the country. In this case, that reimbursement
should be repaid to the company. By signing this contract the Employee agrees to repay to the Company any tax credits that the Employee will receive from the UK in connection with his assignment abroad. 
  
 13. HOLIDAYS 
  
 13.1 The Employee is entitled to 25 working days’ paid holiday per calendar year
during his employment, to be taken at a time or times convenient to the Company. The right to paid holiday will accrue pro-rata during each calendar year of the employment. 
  
 13.2 On termination of employment, the Employee shall be paid 1/260th of salary in respect of each accrued but untaken day of holiday. If the Employee has taken more working days’ paid holiday than his accrued entitlement,
the Company is authorised to deduct the appropriate amount from his final salary instalment (which deduction shall be made on the same basis). 
  

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 14. SICKNESS AND OTHER INCAPACITY 
  
 The Employee will be entitled to be paid whilst off work through sickness, injury or illness
in accordance with the Company sickness policy, subject to mandatory provisions of local law and the Employee’s entitlement to Company Sick Pay shall be 13 weeks full pay irrespective of length of service. 
  
 15. OTHER INTERESTS 
  
 15.1 In accordance with clause 2.1 the Employee agrees to devote the whole of his time and
attention to the performance of his duties for the Company. In particular and subject to clause 15.2, during the Employee’s employment he will not whether alone or jointly with or on behalf of any other person, firm or company and whether as
principal, partner, manager, employee, contractor, director, consultant, investor or otherwise (except as a representative or nominee of the Company otherwise the with prior consent in writing of the President of LS&CO) be engaged, concerned or
interested in any other business or undertaking which; 
  
 15.1.1 is wholly or
partly in competition with any business carried out by the Company; or 
  
 15.1.2
as regards any goods or services is a supplier to the Company 
  
 15.2
Notwithstanding clauses 2.1 and 15.1, the Employee may (a) hold for investment purposes an interest of up to 3 per cent in nominal value or (in the case of securities not having a nominal value) in number or class of securities in any class of
securities listed or dealt in a recognised stock exchange, provided that the company which issued the securities does not carry on a business which is similar to or competitive with any business for the time being carried on by the Company and (b)
hold office as and carry out the functions of a non-executive director of two companies provided that (i) he shall notifiy the Company of such directorships and (ii) such companies do not carry on a business which is similar to or competitive with
any business for the time being carried on by the Company. 
  
 16.
DATA PROTECTION, SECURITY AND OTHER CONSENTS 
  
 16.1 The Employee hereby consents to the Company holding and processing, both electronically and manually, the data it collects in relation to the Employee, in the course
of the Employee’s employment, for the purposes of the Company’s administration and management of its employees and its business and for compliance with applicable procedures, laws and regulations and to the transfer, storage and processing
by the Company or its agents of such data outside the European Economic Area, in particular to and in the United States and any other country which the Company has offices. 
  

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 16.2 On occasions it may be necessary for the Company to monitor internal and external communications. As such, the
Employee hereby consents to the monitoring by the Company or any of its authorised agents, of the Employee’s use of e-mail, internet and telephone. 
  
 16.3 The Company may be required by governmental or other organisations to conduct security checks in relation to the Employee. In entering into this agreement the
Employee hereby consents to any security checks that the Company may consider are reasonably necessary. 
  
 17. INTELLECTUAL PROPERTY 
  
 It shall be part of the Employee’s normal duties or other duties specifically assigned to him (whether or not during normal working hours and whether or not performed at the Employee’s normal place of work)
at all times to consider in what manner and by what new methods or devices the products, services, processes, equipment or systems of the Company with which he is concerned or for which he is responsible might be improved and to originate designs
(whether registrable or not) or patentable work or other work in which copyright may subsist. Accordingly: 
  

	(a)	the Employee shall forthwith disclose full details of the same in confidence to the Company and shall regard himself in relation thereto as a trustee for the Company;

  

	(b)	all intellectual property rights in such designs or work shall vest absolutely in the Company which shall be entitled, so far as the law permits, to the exclusive use thereof;

  

	(c)	notwithstanding (b) above, the Employee shall at any time assign to the Company the copyright (by way of assignment of copyright) and other intellectual property rights, if any, in
respect of all works written originated conceived or made by the Employee (except only those works written originated conceived or made by the Employee wholly outside his normal working hours hereunder and wholly unconnected with his service
hereunder) during the continuance of his employment hereunder, or after termination of his employment, which result from his employment; and 

  

	(d)	the Employee agrees and undertakes that at any time during or after the termination of his employment he will execute such deeds or documents and do all such acts and things as the
Company may deem necessary or desirable to substantiate its rights in respect of the matters referred to above including for the purpose of obtaining letters patent or other privileges in all such countries as the Company may require.

  
 18. TERMINATION 
  
 18.1 Subject to clause 18.2, the employment will continue until terminated by the Employee
giving to the Company 6 months’ written notice and the parties agree that in the case of termination of the employment by the Company the notice or indemnity 
  

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 in lieu of notice, in case no prior notice is observed, wll be equal to 12 months. Where clause 18.2 does not apply, in
the event that the Company dispenses with the Employee’s services as referred to in clause 1.2 without giving or permitting him to work through to the end of the period of notice required from the Company under this clause 18.1, it shall make
to him a payment in lieu of notice. Such payment in lieu of notice shall be calculated in respect of the whole or unexpired portion of the required notice (as the case may be) and shall include payment in respect of salary and all benefits referred
in clauses 4,8,9,10,11 and 12 above. In respect of the Incentive Plan referred in clause 4, the payment shall be calculated pro rata in respect of parts of years and shall be based upon an assumption of target performance. 
  
 18.2 The Company may also terminate the employment immediately and with no liability to make
any further payment to the Employee (other than in respect of amounts accrued due at the date of termination) if the Employee commits a serious fault. This will, notably and without limitation, be the case if the Employee; 
  

	(i)	commits any serious or repeated (after warning in writing) breach of any of his obligations under this agreement or his employment; 

  

	(ii)	is guilty of gross misconduct; 

  

	(iii)	is guilty of serious misconduct which, in the Company’s reasonable opinion, has damaged or may materially damage the business or affairs of the Company or any other Group
Company; 

  

	(iv)	is guilty of conduct which, in the Company’s reasonable opinion, brings or is likely to bring himself, the Company or any other Group Company into disrepute;

  
 Any delay by the Company in exercising its rights under this
clause shall not constitute a waiver of those rights. 
  
 18.3 On termination of
the employment for whatever reason (and whether in breach of contract or otherwise) the employee will: 
  

	(a)	immediately deliver to the Company all books, documents, papers, computer records, computer data, credit cards, his company car together with its keys, and any other property
relating to the business of or belonging to the Company or any other Group Company which is in his possession or under his control. The Employee is not entitled to retain copies or reproductions of any documents, papers or computer records relating
to the business of or belonging to the Company or any other Group Company; and 

  

	(b)	immediately pay to the Company or, as the case may be, any other Group Company all outstanding loans or other amounts due or owed to the Company or any Group Company. The Employee
confirms that, should he fail to do so, the Company is to be treated as authorised to deduct from any amounts due or owed to the Company (or any other Group Company) a sum equal to such amounts. 

  

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	(c)	be entitled to receive payment in respect of the Incentive Plan referred to in clause 4 in respect of any periods up to the date of termination of employment in respect of which
payment has not already been made to the Employee. In the event that termination shall occur prior to the end of the relevant period for such Plan, the payment shall be calculated pro rata in respect of parts of years and shall be based upon an
assumption of target performance. 

  
 18.4 It is acknowledged that
the Employee may, during the employment, be granted rights upon the terms and subject to the conditions of the rules from time to time of incentive plans or other profit sharing, share incentive, share option, bonus or phantom option schemes
operated by the Company or any Group Company with respect to shares in the Company or any Group Company. Subject to clauses 18.1 and 18.3, if, on termination of the employment, whether lawfully or in breach of contract the Employee loses any of the
rights or benefits under such scheme (including rights or benefits which the Employee would not have lost had the employment not been terminated) the Employee shall not be entitled, by way of compensation for loss of office or otherwise howsoever,
to any compensation for the loss of any rights under any such scheme. 
  
 19.
GOVERNING LAW AND JURISDICTION 
  
 19.1 This Agreement shall be governed by and construed in accordance with the laws of England. 
  
 19.2 The parties to this Agreement submit to the exclusive jurisdiction of the English Courts as regards any claim, dispute or matter arising out of or relating to this
Agreement. 
  
 20. RESTRAINT ON
ACTIVITIES OF EMPLOYEE AND CONFIDENTIALITY 
  
 20.1. Save insofar as such information is already in the public domain the Employee will keep secret and will not at any time (whether during the employment or
thereafter) use for his own or another’s advantage, or reveal to any person, firm, company or organisation and shall use his best endeavours to prevent the publication or disclosure of any information which the Employee knows or ought
reasonably to have known to be confidential, which shall include from time to time, but not be limited to, the Company’s strategy maps; designs; financial reports; Financial Model; Budgeting Model, Key Performance Indicators and Financial plans
concerning the business or affairs of the Company or any of its or their customers. The Company and the Employee acknowledge that the disclosure of confidential information to any third party and in particular to any competing business would do
serious damage to the Company. The restrictions in this clause shall not apply to any disclosure or use of confidential information authorised by the Company or required by law or by the Employment. 
  

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 21. POST-TERMINATION COVENANTS 
  
 21.1 For the purposes of clause 22 “Termination Date” shall mean the termination
of the Employee’s employment howsoever caused (including, without limitation, termination by the Company which is in repudiatory breach of this agreement). 
  

21.2 The Employee covenants with the Company that he shall not, whether directly or indirectly, on his own behalf or on behalf of or in conjunction with any other
person, firm, company or other entity:- 
  

	(a)	for the period of 6 months following the Termination Date, solicit or entice away or endeavour to solicit or entice away from the Company, any person, firm, company or other
entity who is, or was, in the 12 month period immediately prior to the Termination Date, a client of the Company with whom the Employee had business dealings during the course of his employment in that 12 month period.; 

  

	(b)	for the period of 6 months following the Termination Date, have any business dealings with any person, firm, company or other entity who is, or was, in the 12 month period
immediately prior to the Termination Date, a client of the Company with whom the Employee had business dealings during the course of his employment in that 12 month period. Nothing in this clause 22.2(b) shall prohibit the seeking or doing of
business not in direct or indirect competition with the business of the Company; 

  

	(c)	for the period of 6 months following the Termination Date, solicit or entice away or endeavour to solicit or entice away any individual person who is employed or engaged by
the Company either (a) as a director or in a managerial or technical or design capacity; or (b) who is in possession of confidential information relating to the Company and with whom the Employee had business dealings during the course of his
employment in the 12 month period immediately prior to the Termination Date; 

  

	(d)	for the period of 6 months following the Termination Date, carry on, set up, be employed, engaged or interested in a business anywhere in the UK, USA or Europe
which is or might reasonably be considered to be in competition with the business of the Company with which the Employee was actively involved during the 12 month period immediately prior to the Termination Date. For the purposes of this clause, the
business of the Company is the design, manufacture and distribution through wholesale or retail channels of casual apparel clothing. The provisions of this clause 21.2(d) shall not, at any time following the Termination Date, prevent the Employee
from holding shares or other capital not amounting to more than 3% of the total issued share capital of any company whether listed on a recognised stock exchange or not and, in addition, shall not prohibit the seeking or doing of business not in
direct or indirect competition with the business of the Company. 

  

 Page 11 of 13 

 21.3 The Employee agrees that if, during either his employment with the Company or the period of the restrictions set out
in 21.2(a) to (d) inclusive, he receives an offer of employment or engagement, he will immediately provide a copy of clause 21 to the prospective employer or as soon as is reasonably practicable after receiving the offer. 
  
 21.4 The covenants contained in clause 21 are considered reasonable by the Employee and the
Company and are in respect of each part separate severable and separately enforceable in the widest sense from the other parts so that each covenant is a separate covenant even if it appears in the same clause, sub-clause or sentence as any other
covenant or is imposed by the introduction of a word or phrase conjunctively with or disjunctively from or alternatively to other words or phrases. 
  
 22. POLICIES 
  
 The Employee’s employment shall also be governed by various Company Handbooks (such as the Worldwide Code of Conduct; Levi Strauss UK Employment Manual) and other
documents published by the Company from time to time in the form of policies, rules and regulations. These also contain the disciplinary and grievance rules of the Company. In the event that a term of these conflict in any manner with any term in
this agreement, the terms in this Agreement shall prevail. The Company reserves the right to amend the terms of the documents policies rules and regulations referred to in this clause, which, for the avoidance of doubt, do not, unless otherwise
stated, form part of the Employee’s terms and conditions of employment. 
  
 23. MISCELLANEOUS 
  
 23.1 This Agreement,
together with any other documents referred to in this Agreement, constitutes the entire agreement and understanding between the parties, and supersedes all other agreements both oral and in writing between the Company and the Employee (other than
those expressly referred to herein). The Employee acknowledges that he has not entered into this Agreement in reliance upon any representation, warranty or undertaking which is not set out in this Agreement or expressly referred to in it as forming
part of the Employee’s contract of employment. 
  
 23.2 The Employee
represents and warrants to the Company that he will not by reason of entering into the Employment, or by performing any duties under this Agreement, be in breach of any terms of employment with a third party whether express or implied or of any
other obligation binding on him. 
  
 23.3 Any notice to be given under this
Agreement to the Employee may be served by being handed to him personally or by being sent by recorded delivery first class post to him at his usual or last known address; and any notice to be given to the Company may be served by being left at or
by being sent by recorded delivery first class post to its registered office for the time being. Any notice served by post shall be deemed to have been served on the day (excluding Sundays and statutory holidays) next following the date of posting
and in proving such service it shall be sufficient proof that the envelope containing the notice was properly addressed and posted as a prepaid letter by recorded delivery first class post. 
  

 Page 12 of 13 

 23.4 There are no collective agreements directly affecting the terms and conditions of the Employee’s contract.

  
 23.5 This Agreement complies with section one of the Employment Rights Act
1996 as amended. 
  

					
	 SIGNED as a DEED and
	  	    )	    	 
	 DELIVERED by the
	  	)	    	 /s/    PAUL MASON

	 EMPLOYEE in the presence of:
	  	)	    	 
			
	 SIGNED for and on behalf of
	  	)	    	 /s/    

	 Levi Strauss UK Ltd
	  	 	    	 

  

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