Document:

EX-10.2

 Exhibit 10.2 

January 7, 2016 
 Mary Amicucci 

 
 

 
 Dear Mary, 
 It’s my
pleasure to confirm our offer. The following represents the key elements of our offer: 
  

					
		 	Position:	  	Chief Merchandising Officer
			
		 	Reports to:	  	Jaime Carey – Chief Operations Officer
			
		 	Starting Date:	  	January 4, 2016
			
		 	Base Salary:	  	$525,000 per annum, subject to appropriate tax withholdings and deductions, payable in accordance with the Company’s normal payroll cycle.
			
		 	Incentive Compensation:	  	Eligible to participate in our Incentive Compensation Plan in accordance with the terms and conditions of any applicable plan document. The target level annual bonus payment for your position is 60% of your base salary. Payments
under the plan are based upon achievement of measurable objectives as defined by the Company each fiscal year. The fiscal year period is defined as May 1st to April 30th.
			
		 	Long-Term Incentive Plan:	  	Subject to the approval by our Compensation Committee, you will be eligible to participate in our annual long-term incentive program (LTIP). Given your role and responsibilities, your total
target long-term incentive grant value for Fiscal Year 2017 is $450,000, which will be delivered 50% in restricted stock units (RSUs) and 50% in performance stock units (PSUs). The RSUs will be subject to a 3-year graded vesting schedule and the
PSUs will vest at the end of a 3-year performance cycle based on the achievement of certain financial metrics. The actual number of RSUs and PSUs will be calculated using the closing price of our common stock on the grant date.
			
		 	Benefits:	  	During your employment, you will be eligible for employee benefits consistent with the Company’s practices and applicable law and in accordance with the terms of the applicable benefit plans as they currently exist and
subject to any future modifications in the Company’s discretion. You will be eligible to participate in the Company’s health and welfare programs after sixty (60) days of continuous employment. Plan details to follow, upon acceptance
of offer of employment.

					
			
		 	401(k) Savings Plan:	  	Eligible to contribute and to receive company matching contributions after completing after completing 1,000 hours in a year (i.e., after approximately six months of continuous full-time
service) in accordance with the terms and conditions of the applicable plan.
			
		 	Vacation:	  	4 weeks annually
			
		 	 Severance:
	  	 Should your employment terminate for any reason other than your voluntary resignation or termination by the Company for “Cause”
as defined below, you will be eligible to receive a severance package that will be equal to twelve (12) months of base salary, payable in bi-weekly installments, less applicable taxes and withholdings.

 
 By signing below, you understand and agree that any severance benefits provided by the
Company are contingent on your executing a General Release in the form provided by the Company in exchange for severance benefits at the time the severance benefits are offered.

 For purposes of this letter, to the extent permitted and in accordance with applicable law, “Cause” means
(A) your engaging in misconduct or gross negligence which is injurious to Company; (B) your indictment or conviction by a court of competent jurisdiction with respect to any felony or other crime or violation of law involving fraud or
dishonesty (with the exception of misconduct based in good faith on the advice of professional consultants, such as attorneys and accountants), or your entry of a plea of nolo contendere with respect to any felony involving fraud or dishonesty (with
the exception of misconduct based in good faith on the advice of professional consultants, such as attorneys and accountants); (C) any gross negligence, intentional acts or intentional omissions by you, as determined by the Company in connection
with the performance of the duties and responsibilities of your employment hereunder; (D) engaging in any act of misconduct or moral turpitude, as determined by the Company; (E) abuse of or dependency on alcohol or drugs (illicit or
otherwise) which adversely affects job performance; (F) failure or refusal by you to properly perform (as determined by the Company in its reasonable discretion and judgment) the duties, responsibilities or obligations of your employment for
reasons other than Disability or authorized leave, or to properly perform or follow (as determined by the Company in its reasonable discretion and judgment) any lawful direction by the Company; or (G) breach of this Agreement or of any other
duty to, written policy of, or agreement with the Company. 
 During your employment, you will be subject to all of the policies, rules and regulations
applicable to employees of the Company, as they currently exist and subject to any future modifications in the Company’s discretion. 
 By signing
below, you represent, and hereby confirm, that you are not subject to any currently effective employment contract, or any other contractual or other binding obligations pursuant to which your employment or employment activities with or on behalf of
the Company may be subject to any restrictions, including without limitation, any agreements or other obligations or documents relating to non-competition, confidentiality, trade secrets, proprietary information or works for hire. 

This offer is contingent upon verification of your identity and your ability to legally work for the Company in the United States. In addition, this offer is
contingent upon satisfactory references and verification of your employment record, academic credentials and any certifications represented on your employment application and/or resume. 

 This letter is merely a summary of the principal terms of our employment offer, is not a contract of employment
for any definite period of time and does not alter your at-will employment status. This letter supersedes any prior or subsequent oral or written representations regarding the terms of potential employment
with the Company. By signing below, you acknowledge that you are not relying on any representations other than those set forth in this letter. You also will be required to sign the enclosed Terms and Conditions of Employment as a condition of your
employment with the Company. 
 If you wish to accept this offer of employment as set forth above, please sign both documents and return to me as soon as
possible. If you have any questions, please call me at your convenience at 212-633-3280. 
  

	
	Sincerely,
	
	/s/ Michelle Smith
	
	Michelle Smith
	Vice President, Human Resources
	
	Enclosure
	
	Agreed and Accepted:
	
	/s/ Mary AmicucciEX-10.3

 Exhibit 10.3 

Barnes & Noble, Inc. 

2017 Incentive Compensation Plan 

Vice President, Merchandising 

Objective 
 The objective of the Incentive
Compensation Plan (the “Plan”) is to reward key employees who have an impact on the overall results of the Company. Bonuses are based on achieving established Company financial goals and individual financial goals. 

Eligibility and Bonus Targets 
 Vice Presidents are
eligible for a bonus equal to 30% of the base salary they earn in fiscal year 2017. 
 Components and Weightings 

Bonus awards are based on achievement of the following components: 
  

	 	•	 	Consolidated EBITDA (25%) – based on the total Company meeting its profitability target as measured by Consolidated Earnings Before Interest, Taxes, Depreciation and Amortization (EBITDA). 

 

	 	•	 	Retail Sales (30%) – Actual sales versus plan for Barnes & Noble Retail stores as reported and defined in the OTB (Open To Buy) System. 

 

	 	•	 	bn.com Sales (5%) – Actual sales versus plan for bn.com only. 

  

	 	•	 	Gross Margin Rate (10%) – Actual gross margin rate versus plan gross margin rate as reported and defined in the Stock Ledger Gross Margin System. 

 

	 	•	 	Gross Margin Dollar (10%) – Actual gross margin dollar versus plan gross margin dollar as reported and defined in the Stock Ledger Gross Margin System. 

 

	 	•	 	Total Inventory Turn (20%) – Actual total inventory turn versus planned total inventory turn. Total Inventory turn calculation is total store sales divided by total
13-period average inventory for stores and the distribution center, as reported and defined in the OTB (Open To Buy) System. 

Determination of Performance 
 Participants are
eligible to receive a bonus based on each component’s performance relative to target using the corresponding performance scale. 

Payout Scale for Consolidated EBITDA 
  

					
	 Performance Relative to Target
	  	% of Component	 
	 115% of Target or more
	  	 	150	% 
	 100% of Target
	  	 	100	% 
	 75% of Target
	  	 	50	% 
	 Less than 75% of Target
	  	 	0	% 

 Payment amounts corresponding to levels of performance other than threshold, target and maximum will be calculated on the
basis of linear interpolation. For example, 104% of Target corresponds to a 114% payout. 
 Payout Scale for Retail Sales, bn.com sales
and Gross Margin Dollar 
  

					
	 Performance Relative to Budgeted Levels
	  	% of Component	 
	 Greater than 110.00%
	  	 	150	% 
	 108.01% to 110.00%
	  	 	140	% 
	 106.01% to 108.00%
	  	 	130	% 
	 104.01% to 106.00%
	  	 	120	% 
	 102.01% to 104.00%
	  	 	110	% 
	 100.00% to 102.00%
	  	 	100	% 
	 99.01% to 99.99%
	  	 	90	% 
	 98.01% to 99.00%
	  	 	80	% 
	 97.00% to 98.00%
	  	 	70	% 

 Payout Scale for Gross Margin Rate 

 

					
	 Performance Relative to Budgeted Levels
	  	% of Component	 
	 Greater than 2.50
	  	 	150	% 
	 2.01 to 2.50
	  	 	140	% 
	 1.51 to 2.00
	  	 	130	% 
	 1.01 to 1.50
	  	 	120	% 
	 0.51 to 1.00
	  	 	110	% 
	 0.00 to 0.50
	  	 	100	% 
	 (0.25) to (0.01)
	  	 	90	% 
	 (0.50) to (0.26)
	  	 	80	% 

 Payout Scale for Total Inventory Turn 

 

					
	 Performance Relative to Budgeted Levels
	  	% of Component	 
	 Greater than 110.00%
	  	 	120	% 
	 105.01% to 110.00%
	  	 	110	% 
	 100.00% to 105.00%
	  	 	100	% 
	 97.00% to 99.99%
	  	 	90	% 

 Plan Provisions 
  

	 	•	 	The full bonus paid will be the aggregate of all components awarded. 

  

	 	•	 	Base salary is defined as the base salary in an eligible position on January 31, 2017. 

  

	 	•	 	Employees who transfer from one bonus-eligible position to another during the fiscal year are eligible for a pro-rated bonus for each position. Late entrants to the Plan will be
based on the salary earned for the number of complete months during the performance period. Anyone hired after January 31 will not be eligible to participate in the Plan until the following fiscal year. 

 

	 	•	 	Paid or unpaid time during a leave of absence exceeding three (3) months will not be considered as eligible time for bonus calculation. 

 

	 	•	 	In order to be eligible for a bonus, employees must be actively employed and rated as “Meets Standards” or higher, not on a final warning or Improvement Plan at the time bonuses are paid. The Company will
deduct any federal, state or local taxes, which are required by law. 

  

	 	•	 	Employees who transfer into a non-bonus eligible position during the fiscal year, must have been employed in an eligible role for at least three (3) months during the fiscal
year. 

  

	 	•	 	Bonuses will be paid to participants as soon as financial results are available, calculations are complete and appropriate Senior Management approval is obtained. The Compensation Committee is the ultimate authority for
final approval of incentive compensation awards. 

  

	 	•	 	The Company shall pay bonuses (under this Plan and other Company bonus plans) in the aggregate of at least the amount declared by the Compensation Committee in its last meeting before the Company’s fiscal year end,
which declaration is final and binding. 

 Plan Administration 

This 2017 Incentive Compensation Plan is the sole incentive compensation plan in effect for Vice Presidents of Merchandising superseding and replacing all
other plans, arrangements and agreements. The Plan is administered by the Compensation Committee, which retains sole authority to interpret the Plan and may suspend, amend or terminate the Plan in whole or part at any time. 

Any questions regarding the Plan should be directed to Michelle Smith, Vice President, Human Resources at 

(212) 633-3280. 

  
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