Document:

Form of Xylem Enhanced Severance Pay Plan

 Exhibit 10.29 

ORIGINALLY EFFECTIVE AS OF 10/31/11 
 AMENDED AS OF MARCH 26, 2012 
 Form of Xylem Enhanced Severance Pay Plan

  

	1.	Purpose 

 The purpose of this
Xylem Enhanced Severance Pay Plan (“Plan”) is to assist in occupational transition by providing Severance Benefits, as defined herein, for employees covered by this Plan whose employment is terminated under conditions set forth in this
Plan. 
 The Plan first became effective as of October 31, 2011 following the spin-off of Xylem Inc. from ITT Corporation
(the “Predecessor Corporation”) on October 31, 2011. The Predecessor Corporation maintained a similar plan prior to the spin-off (the “Predecessor Plan”), and the Plan was created to continue service accruals under the
Predecessor Plan. The Plan shall remain in effect as provided in Section 9 hereof, and covered employees shall receive full credit for their service and participation with the Predecessor Corporation as provided in Section 5 hereof. The
Plan was modified on March 26, 2012 to reflect updated pension provisions for Section 5 and certain other technical updates. 
  

	2.	Covered Employees 

 Covered
employees under this Plan (“Employees”) are active full-time, regular salaried United States or Canadian citizen employees of Xylem Inc. (“Xylem”) and of any subsidiary company (“Xylem Subsidiary”) (including Employees
who are short term disabled, within the meaning of the Company’s short term disability benefit plans, as of a Potential Acceleration Event) (other than Employees receiving periodic severance payments as of a Potential Acceleration Event) who
are or were, at any time within the two year period immediately preceding the Employees’ Qualifying Termination primarily located at Xylem Inc. Corporate Headquarters (currently in White Plains, New York), and such other employees of the
Company who shall be designated as covered employees thereunder by the Chief Executive or the Senior Vice President, Chief Human Resources Officer of Xylem or a designee of such officers (“Authorized Officers or Designees”). No person who
is employed on a temporary, occasional or seasonal basis is eligible under this Plan. Additionally, executives covered by the Xylem Special Senior Executive Severance Pay Plan shall not be considered covered Employees under this Plan. 

After the occurrence of an Acceleration Event, the terms “Xylem”, “Xylem Subsidiary” and “Company” as used
herein shall also include, respectively and as the context requires any successor company to Xylem or any successor company to any Xylem Subsidiary and any affiliate of any such successor company. 

	3.	Definitions 

 An “Acceleration Event”
shall occur if: 
 (i) a report on Schedule 13D shall be filed with the Securities and Exchange Commission pursuant to
Section 13(d) of the Securities Exchange Act of 1934 (the “Act”) disclosing that any person (within the meaning of Section 13(d) of the Act), other than Xylem or a subsidiary of Xylem or any employee benefit plan sponsored by
Xylem or a subsidiary of Xylem, is the beneficial owner directly or indirectly of twenty percent (20%) or more of the outstanding Common Stock $1 par value, of Xylem (the “Stock”); 

(ii) any person (within the meaning of Section 13(d) of the Act), other than Xylem or a subsidiary of Xylem, or any employee benefit
plan sponsored by Xylem or a subsidiary of Xylem, shall purchase shares pursuant to a tender offer or exchange offer to acquire any Stock of Xylem (or securities convertible into Stock) for cash, securities or any other consideration, provided that
after consummation of the offer, the person in question is the beneficial owner (as such term is defined in Rule 13d-3 under the Act), directly or indirectly, of twenty percent (20%) or more of the outstanding Stock of Xylem (calculated as
provided in paragraph (d) of Rule 13d-3 under the Act in the case of rights to acquire Stock); 
 (iii) the
consummation of (A) any consolidation, business combination or merger involving Xylem, other than a consolidation, business combination or merger involving Xylem in which holders of Stock immediately prior to the consolidation, business
combination or merger (x) hold fifty percent (50%) or more of the combined voting power of Xylem (or the corporation resulting from the merger or consolidation or the parent of such corporation) after the merger and (y) have the same
proportionate ownership of common stock of Xylem (or the corporation resulting from the merger or consolidation or the parent of such corporation), relative to other holders of Stock immediately prior to the merger, business combination or
consolidation, immediately after the merger as immediately before, or (B) any sale, lease, exchange or other transfer (in one transaction or a series of related transactions) of all or substantially all the assets of Xylem, 

(iv) there shall have been a change in a majority of the members of the Board of Directors of Xylem within a 12-month period unless
the election or nomination for election by Xylem’s stockholders of each new director during such 12-month period was approved by the vote of two-thirds of the directors then still in office who (x) were directors at the beginning of such
12-month period or (y) whose nomination for election or election as directors was recommended or approved by a majority of the directors who where directors at the beginning of such 12-month period or 

(v) any person (within the meaning of Section 13(d) of the Act) (other than Xylem or any subsidiary of Xylem or any employee
benefit plan (or related trust) sponsored by Xylem or a subsidiary of Xylem) becomes the beneficial owner (as such term is defined in Rule 13d-3 under the Act) of twenty percent (20%) or more of the Stock. 

“Cause” shall mean action by the Employee involving willful malfeasance or gross negligence or the Employee’s failure to act involving
material nonfeasance that would tend to have a materially adverse effect on the Company. No act or omission on the part of the Employee shall be considered “willful” unless it is done or omitted in bad faith or without reasonable belief
that the action or omission was in the best interests of the Company. 

  
 2 

 “Code” shall mean the Internal Revenue Code of 1986, as amended. 

“Company” shall mean Xylem Inc. (“Xylem”) and of any subsidiary company (“Xylem Subsidiary”), collectively
or individually as the context requires “Company”; provided, however, that for purposes of service under the Predecessor Plan, Company shall include the Predecessor Corporation. 

“Enhanced Severance Period” shall mean the period, expressed in weeks, equal to the sum of (x) two times the normal
severance pay or termination pay period of weeks for the Employee (the “Normal Severance Period”), determined as if the Employee were an employee of the same grade, and having the same years of service, covered by and eligible for the
severance pay or termination pay plans or policies at Xylem Corporate Headquarters, White Plains, New York, as in effect immediately preceding an Acceleration Event and (y) four (4) weeks (in lieu of notice of termination), provided that
the Enhanced Severance Period shall not exceed 108 weeks and shall not be less than the Minimum Severance Period. 

“Enhanced Week’s Pay” shall mean the sum of (x) the current annual base salary rate paid or in effect at the time of
Employee’s termination of employment and (y) the most recent annual bonus or service recognition award paid to or earned by the Employee in respect of the Company’s most recent completed fiscal year prior to the date of the
Employee’s termination of employment, divided by 52 weeks. 
 “Good Reason” shall mean: 

(i) without the Employee’s express written consent and excluding for this purpose an isolated, insubstantial and inadvertent
action not taken in bad faith and which is remedied by the Company or its affiliates within 30 days after receipt of notice thereof given by the Employee, (A) a reduction in the Employee’s annual base compensation (whether or not
deferred), (B) the assignment to the Employee of any duties inconsistent in any material respect with the Employee’s position (including status, offices, titles and reporting requirements), authority, duties or responsibilities, or
(C) any other action by the Company or its affiliates which results in a material diminution in such position, authority, duties or responsibilities; 
 (ii) without the Employee’s express written consent, the Company’s requiring the Employee’s work location to be other than within twenty-five (25) miles of the location where such
Employee was principally working immediately prior to the Acceleration Event; or 
 (iii) any failure by the Company to
obtain the express written assumption of this Plan from any successor to the Company; provided that “Good Reason” shall cease to exist for an event on the 90th day following the later of its occurrence or the Employee’s knowledge
thereof, unless the Employee has given the Company notice thereof prior to such date. 
 “Minimum Severance Period”
shall mean: 
 (i) with respect to Employees with less than twenty (20) years of service with the Company, twenty-six
(26) weeks, 

  
 3 

 (ii) with respect to Employees with between twenty (20) and twenty-five (25) years
of service with the Company, 52 weeks, 
 (iii) with respect to Employees with greater than twenty-five (25) years of
service with the Company but less than or equal to thirty (30) years of service with the Company, seventy-eight (78) weeks and 
 (iv) with respect to Employees with greater than thirty (30) years of service with the Company, one hundred and four (104) weeks. 

For purposes hereof, “years of service” shall have the same meaning as in the termination pay plans or policies at Xylem
Corporate Headquarters, White Plains, New York, as in effect immediately preceding an Acceleration Event and shall be determined as of the date of the Employee’s termination of employment with the Company. 

“Potential Acceleration Event” shall mean any execution of an agreement, the commencement of a tender offer or any other
transaction or event that if consummated would result in an Acceleration Event. 
  

	4.	Severance Benefits Upon Termination of Employment 

 If an Employee’s employment with the Company is terminated due to a Qualifying Termination, he or she shall receive the severance benefits set forth in Section 5 hereof (“Severance
Benefits”). For purposes hereof, a “Qualifying Termination” shall mean a termination of an Employee’s employment with the Company either: 
 (x) by the Company without Cause (A) within the two (2) year period commencing on the date of the occurrence of an Acceleration Event or (B) prior to the occurrence of an Acceleration
Event and either (1) following the public announcement of the transaction or event which ultimately results in such Acceleration Event or (2) at the request of a party to, or participant in, the transaction or event which ultimately
results in an Acceleration Event; or 
 (y) by an Employee for Good Reason within the two (2) year period commencing
with the date of the occurrence of an Acceleration Event. 
  

	5.	Severance Benefits 

 Severance
Benefits for Employees: 
  

	 	•	 	 Accrued Rights — The Employee’s base salary through the date of termination of employment, any annual bonus earned but unpaid as of the date
of termination for any previously completed fiscal year, reimbursement for any unreimbursed business expenses properly incurred by the Employee in accordance with Company policy prior to the date of the Employee’s termination of employment and
such employee benefits, if any, as to which the Employee may be entitled under the employee benefit plans of the Company, including without limitation, the payment of any accrued or unused vacation under the Company’s vacation policy.

  
 4 

	 	•	 	 Severance Pay — The number of weeks of the Employee’s Enhanced Severance Period times the Employee’s Enhanced Week’s Pay, paid in
the form described in Section 6 below. 

  

	 	•	 	 Benefits 

> Continued health and life insurance benefits for a period equal to the Employee’s Enhanced Severance Period following the
Employee’s termination of employment at the same cost to the Employee, and at the same coverage levels, as provided to the Employee (and the Employee’s eligible dependents) immediately prior to his or her termination of employment. In the
event the Company changes health and/or life insurance programs, coverage levels, benefit providers and/or modifies benefit contributions, the Employee would be treated consistent with other employees at his or her salary grade. In the event
continuation of health and/or life insurance is not permissible, the Company may provide alternative benefits or payments as described under the subheading “General” below. 

> Payment of a lump sum amount (“Savings Plan Lump Sum Amount”) for the Enhanced Severance Period equal to the product of
(x) the number of years corresponding to the duration of the Enhanced Severance Period (expressed as a fraction, for any fractional years), (y) the current annual base salary rate and annual bonus as determined above as “Severance
Pay” and (z) the current aggregate percentage used to determine “Company Contributions” which the Employee would have been eligible for under the Xylem Retirement Savings Plan for Salaried Employees (the “RSP”) and
Xylem Supplemental Retirement Savings Plan (the “Supplemental Plan”) (or corresponding savings plan arrangements outside of the United States or any successor plans thereto) in respect of the plan year during which the Employee’s
termination of employment occurs. 
 “Company Contributions” means the sum of: 

(i) Company core contributions (e.g., either 3% or 4% based on age and years of eligible service, based on the terms of the RSP and
Supplemental Plan as in effect in March 2012); 
 (ii) Company matching contributions (e.g., equal to 50% of the first 6% of
eligible pay contributed to the RSP and Supplemental Plan, based on the terms of the RSP and Supplemental Plan as in effect in March 2012; for calculation of Savings Plan Lump Sum Amount 3% will be applied); and 

(iii) Company transition credit contributions (e.g., another 3% or 5% based on age and service as defined in the RSP and Supplemental
Plan, based on the terms of the RSP and Supplemental Plan as in effect in March 2012). 
 In aggregate, the maximum percentage
of Company Contributions for calculating the Savings Plan Lump Sum Amount may not exceed 12%. 
  

	 	•	 	 Outplacement - Outplacement services for one (1) year. 

  
 5 

 General 
 With respect to the provision of benefits described above during the above period equal to the Employee’s Enhanced Severance Period, if, for any reason at any time the Company is unable to treat the
Employee as being eligible for ongoing participation in any Company employee benefit plans in existence immediately prior to the termination of employment of the Employee, and if, as a result thereof, the Employee does not receive a benefit or
receives a reduced benefit the Company shall provide such benefits by making available equivalent benefits from other sources or making cash payments providing equivalent value (as reasonably determined in good faith by the Company) in a manner
consistent with Section 15 below. 
 Notwithstanding any other provision of the Plan to the contrary, all prior service and
participation by an Employee with the Predecessor Corporation shall be credited in full towards an Employee’s service and participation with the Company. 
  

	6.	Form of Payment of Severance Pay and Lump Sum Payments 

 Severance Pay shall be paid in cash, in non-discounted equal periodic installment payments corresponding to the frequency and duration of the severance payments that the Employee would have been entitled
to receive under the Normal Severance Period in the absence of the occurrence of an Acceleration Event. The Savings Plan Lump Sum Amount shall be paid in cash within thirty (30) calendar days after the date the employment of the Employee
terminates. The timing of payments shall in all respects be subject to Section 15 below. 
  

	7.	Termination of Employment — Other 

 The Severance Benefits shall only be payable upon an Employee’s termination of employment due to a Qualifying Termination; provided, that if, following the occurrence of an Acceleration Event, an
Employee is terminated due to the Employee’s death or disability (as defined in the long-term disability plan in which the Employee is entitled to participate (whether or not the Employee voluntarily participates in such plan)) and, at the time
of such termination, the Employee had grounds to resign with Good Reason, such termination of employment shall be deemed to be a Qualifying Termination. 
  

	8.	Administration of Plan 

 This
Plan shall be administered by Xylem, who shall have the exclusive right to interpret this Plan, adopt any rules and regulations for carrying out this Plan as may be appropriate and decide any and all matters arising under this Plan, including but
not limited to the right to determine appeals. Subject to applicable Federal and state law, all interpretations and decisions by Xylem shall be final, conclusive and binding on all parties affected thereby. 

Notwithstanding the preceding paragraph, following an Acceleration Event, any controversy or claim arising out of or relating to this
Plan, or the breach thereof, shall be settled by arbitration administered by the American Arbitration Association under its Commercial Arbitration Rules and the entire cost thereof shall be borne by the Company. The location of the arbitration
proceedings shall be reasonably acceptable to the Employee. Judgment on the award 

  
 6 

 
rendered by the arbitrator(s) may be entered in any court having jurisdiction thereof. The Company shall pay all legal fees, costs of litigation, prejudgment interest, and other expenses which
are incurred in good faith by the Employee as a result of the Company’s refusal to provide any of the Severance Benefits to which the Employee becomes entitled under this Plan, or as a result of the Company’s (or any third party’s)
contesting the validity, enforceability, or interpretation of this Plan, or as a result of any conflict between the Employee and the Company pertaining to this Plan. The Company shall pay such fees and expenses from the general assets of the
Company. 
  

	9.	Termination or Amendment 

 Xylem
may terminate or amend this Plan (“Plan Change”) at any time except, that following the occurrence of (i) an Acceleration Event or (ii) a Potential Acceleration Event, no Plan Change that would adversely affect any Employee may
be made without the prior written consent of such Employee affected thereby; provided, however, that (ii) above shall cease to apply if such Potential Acceleration Event does not result in the occurrence of an Acceleration Event. 

 

	10.	Offset 

 Any Severance Benefits
provided to an Employee under this Plan shall be offset in a manner consistent with Section 15 by reducing (x) any Severance Pay hereunder by any severance pay, salary continuation pay, termination pay or similar pay or allowance and
(y) any other Severance Benefits hereunder by corresponding employee benefits, or outplacement services, which the Employee receives or is entitled to receive, (i) pursuant to any other Company policy, practice program or arrangement,
(ii) pursuant to any Company employment agreement or other agreement with the Company, or (iii) by virtue of any law, custom or practice excluding, however, any unemployment compensation in the United States, unless the Employee
voluntarily expressly waives (which the Employee shall have the exclusive right to do) in writing any such respective entitlement. 
  

	11.	Excise Tax 

 In the event that it
shall be determined that any Payment would constitute an “excess parachute payment” within the meaning of Section 280G of the Code, then the aggregate of all Payments shall be reduced so that the Present Value of the aggregate of all
Payments does not exceed the Safe Harbor Amount; provided, however, that no such reduction shall be effected, if the Net After-tax Benefit to the Employee of receiving all of the Payments exceeds the Net After-tax Benefit to the Employee resulting
from having such Payments so reduced. In the event a reduction is required pursuant hereto, the order of reduction shall be first all cash payments on a pro rata basis, then any equity compensation on a pro rata basis, and lastly medical and dental
coverage. 
 For purposes of this Section 11, the following terms have the following meanings: 

(i) “Net After-tax Benefit” shall mean the Present Value of a Payment net of all federal state and local income, employment and
excise taxes imposed on Employee with respect thereto, determined by applying the highest marginal rate(s) applicable to an individual for the Employee’s taxable year in which the Qualifying Termination occurs.

  
 7 

 (ii) “Payment” means any payment or distribution or provision of benefits by the
Company to or for the benefit of the Employee, whether paid or payable or distributed or distributable pursuant to the terms of this Plan or otherwise, but determined without regard to any reductions required by this Section 11. 

(iii) “Present Value” shall mean such value determined in accordance with Section 280G(d)(4) of the Code. 

(iv) “Safe Harbor Amount” shall be an amount expressed in Present Value which maximizes the aggregate Present Value of Payments
without causing any Payment to be subject to excise tax under Section 4999 of the Code or the deduction limitation of Section 280G of the Code. 
 All determinations required to be made under this Section 11, including whether and when a reduction is required and the amount of such reduction and the assumptions to be utilized in arriving at
such determination, shall be made by a nationally recognized accounting firm mutually agreed to by the Employee and the Company (the “Accounting Firm”) which shall provide detailed supporting calculations both to the Company and the
Employee within ten (10) business days of the receipt of notice from the Employee that there has been a Payment, or such earlier time as is requested by the Company; provided that for purposes of determining the amount of any reduction, the
Employee shall be deemed to pay federal income tax at the highest marginal rates applicable to individuals in the calendar year in which any such Qualifying Termination occurs. 

All fees and expenses of the Accounting Firm shall be borne solely by the Company. If the Accounting Firm determines that no excise tax
is payable by the Employee, it shall so indicate to the Employee in writing. Any determination by the Accounting Firm shall be binding upon the Company and the Employee. 

 

	12.	Miscellaneous 

 The Employee
shall not be entitled to any notice of termination or pay in lieu thereof except as included as part of Severance Pay as provided herein. 
 Severance Benefits under this Plan are paid entirely by the Company from its general assets. 
 This Plan is not a contract of employment, does not guarantee the Employee employment for any specified period and does not limit the right of the Company to terminate the employment of the Employee at
any time. 
 If an Employee should die while any amount is still payable to the Employee hereunder had the Employee continued to
live, all such amounts shall be paid in accordance with this Plan to the Employee’s designated heirs or, in the absence of such designation, to the Employee’s estate. 

  
 8 

 The numbered section headings contained in this Plan are included solely for convenience of
reference and shall not in any way affect the meaning of any provision of this Plan. 
 If, for any reason, any one or more of
the provisions or part of a provision contained in this Plan shall be held to be invalid, illegal or unenforceable in any respect, such invalidity, illegality or unenforceability shall not affect any other provision or part of a provision of this
Plan not held so invalid, illegal or unenforceable, and each other provision or part of a provision shall to the full extent consistent with law remain in full force and effect. 

The Plan shall be governed by and construed in accordance with the laws of the State of New York without regard to the conflicts of laws
provisions thereof. 
 The Plan shall be binding on all successors and assigns of the Xylem and an Employee. 

 

	13.	Notices 

 Any notice and all
other communication provided for in this Plan shall be in writing and shall be deemed to have been duly given when delivered by hand or overnight courier or three days after it has been mailed by United States registered mail, return receipt
requested, postage prepaid, addressed to the respective addresses set forth below, or to such other address as either party may have furnished to the other in writing in accordance herewith, except that notice of change of address shall be effective
only upon receipt. 
 If to the Company: 
 Xylem Inc. 
 1133 Westchester Avenue, Suite N200 

White Plains, New York 10604 
 Attention: General Counsel 
 If to Employee: 

To the most recent address of Employee set forth in the personnel records of Xylem. 

 

	14.	Adoption and Amendments 

 This
Plan was initially adopted by Xylem on October 31, 2011 (the “Adoption Date”) and subsequently amended on March 26, 2012; and does not apply to any termination of employment which occurred or which was communicated to the
Employee prior to the Adoption Date. 

  
 9 

	 	15. Section 409A 

 This Plan
is intended to comply with Section 409A of the Code and will be interpreted in a manner intended to comply with Section 409A of the Code. Notwithstanding anything herein to the contrary, (i) if at the time of the Employee’s
termination of employment with the Company the Employee is a “specified employee” as defined in Section 409A of the Code (and any related regulations or other pronouncements thereunder) and the deferral of the commencement of any
payments or benefits otherwise payable hereunder as a result of such termination of employment is necessary in order to prevent any accelerated or additional tax under Section 409A of the Code, then the Company will defer the commencement of
the payment of any such payments or benefits hereunder (without any reduction in such payments or benefits ultimately paid or provided to the Employee) until the date that is six months following the Employee’s termination of employment with
the Company (or the earliest date as is permitted under 
 Section 409A of the Code), at which point all payments deferred
pursuant to this Section 15 shall be paid to the Employee in a lump sum and (ii) if any other payments of money or other benefits due hereunder could cause the application of an accelerated or additional tax under Section 409A of the
Code, such payments or other benefits shall be deferred if deferral will make such payment or other benefits compliant under Section 409A of the Code, or otherwise such payment or other benefits shall be restructured, to the extent possible, in
a manner, determined by the Company, that does not cause such an accelerated or additional tax. To the extent any reimbursements or in-kind benefits due under this Plan constitute “deferred compensation” under Section 409A of the
Code, any such reimbursements or in-kind benefits shall be paid in a manner consistent with Treas. Reg. Section 1.409A-3(i)(1)(iv). Each payment made under this Plan shall be designated as a “separate payment” within the meaning of
Section 409A of the Code. The Company shall consult with Employees in good faith regarding the implementation of the provisions of this section; provided that neither the Company nor any of its employees or representatives shall have any
liability to Employees with respect thereto. 

  
 10Employment Letter

 Exhibit 10.38 

 
 

 
 David Henderson 
 Dear David, 
 We are pleased to present the following offer of employment. This letter will
summarize and confirm the details of our offer to you of continued employment by Lighting Science Group Corporation (the “Company”), and will replace the prior letter agreement you entered into with the Company on January 30, 2008.

 Effective Date. This letter will become effective on February 10, 2011. 

Position, Responsibilities & Duties: Your job title will be Chief Development Officer. You will initially report to the
Chief Executive Officer. Your responsibilities and duties will be as the Chief Executive Officer may specify. You are expected to devote your full time professional efforts to the fulfillment of your responsibilities and duties. 

Base Compensation: Your monthly salary will be sixteen thousand six hundred sixty six United States dollars and sixty six cents
(US$16,666.66) (annualized, $200,000), less standard payroll deductions and all required withholdings, and will be paid in accordance with the Company’s payroll policies. 
 Performance Bonus: You will be eligible to participate in the Company’s performance bonus plan(s) up to a percentage of your base salary per fiscal year determined by the Company, based on a
combination of company performance and personal achievements as determined by your manager each fiscal year. 
 Long Term
Incentive Plan: You will be eligible to participate in the Company’s long term incentive plan. 
 Benefits: The
Company currently offers a suite of benefits for you and your qualified dependents including medical, dental, vision and life insurance options, subject to the terms and conditions of each program. Additionally, you are eligible for paid sick time
off and paid holidays to be taken in accordance with the Company’s policies. You will initially be eligible to accrue twenty (20) days of paid vacation per year of employment in accordance with the Company’s vacation policies.
Additional details regarding benefits will be provided from Human Resources. The Company’s retains the right to modify, amend or terminate its employee benefit plans and programs at any time. 

Required Documentation: To comply with the government-mandated confirmation of employment eligibility you may be required to
complete an I-9 Employment Eligibility Verification form. 
 At Will Employment: Please understand the Company is an
employment-at-will company. This means that you or the Company may terminate your employment at any time, for any reason or for no reason, with or without notice. Accordingly, this letter is not a contract or commitment for continued employment. The
Company also reserves the right to amend its benefits, plans or programs at any time. 
 Severance. If
your employment by the Company is terminated for “Cause”, you will not be entitled to severance pay and your options will immediately be forfeited and terminate. If your employment is terminated for other than Cause or if you resign for
Good Reason, you will be entitled to a severance payment equal to twelve (12) months of your base pay, payable in equal installments over twelve (12) months in accordance with the Company’s payroll practices, provided that the
payments due within the first sixty (60) days after termination shall be accrued and paid on the sixtieth
(60th) day following your termination. The severance
benefit described in this paragraph is conditioned upon your executing and returning within 45 days immediately after your termination (and not revoking) a valid waiver and release of all claims that you may have against the Company, in a form
provided by the Company. 
 Lighting Science Group Corporation — www.lsgc.com

  

					
	
        California
         11390 Sunrise Gold Circle, Suite 800

North America        Rancho Cordova, CA 95742     
   Australia
          v 916.852.1719

         f 916.852.1740

 
	  	 	  	 Florida  

1227 S. Patrick Drive, BLDG. 2A  
 Asia        Satellite Beach, Florida 32937        Europe

v 321.779.5520   
 f 321.779.5521   

 

 
  

 “Cause” means your: (a) misrepresentation of your education or work
experience or any matter upon which the Company relied in considering and offering you employment; (b) willful breach of your employment obligations, which, if curable, you fail to cure within thirty (30) days after receipt of a written
notice of such breach; (c) gross negligence or recklessness in the performance or intentional non-performance of your material duties to the Company; (d) commission of a felony or a crime of moral turpitude; (e) commission of a
material act of deceit, fraud, perjury or embezzlement that involves or directly or indirectly causes harm to the Company or any of its affiliates; or (f) repeatedly (i.e., on more than one occasion) being under the influence of drugs or
alcohol (other than over-the- counter or prescription medicine or other medically-related drugs to the extent they are taken in accordance with their directions or under the supervision of a physician) during the performance of your duties for the
Company, or, while under the influence of such drugs or alcohol, engaging in grossly inappropriate conduct during the performance of your duties for the Company. 
 “Good Reason” means the occurrence, without your prior written consent, of any of the following events: (a) any material breach by the Company of its obligations under this Agreement;
(b) a reduction in your base salary (other than a reduction made in connection with an across-the-board proportionate reduction in the base salaries of all employees of the Company with a position of director or above that is no more than 10%
of base salary); (c) a material reduction by the Company in the kind or level of employee benefits to which you are entitled immediately prior to such reduction (other than a reduction generally applicable to all executive level employees of
the Company that, in combination with any reduction in base salary, does not reduce your total compensation by more than 10%); or (d) a material reduction by the Company of your duties and level of responsibilities; provided, that any such
event described in (a) through (d) above will not constitute Good Reason unless you deliver to the Company a written notice of termination for Good Reason within ninety (90) days after you first learn of the existence of the
circumstances giving rise to Good Reason, and within thirty (30) days following the delivery of such notice the Company has failed to cure the circumstances giving rise to Good Reason. 

Change in Control. If, within two (2) years after a Change in Control, your employment is terminated by
the Company or its successor without Cause or you resign for Good Reason, then, in lieu of the severance benefit set forth above, you will be entitled to a severance payment equal to twenty-four (24) months of your base pay, payable in equal
installments over twenty-four (24) months in accordance with the Company’s payroll practices: provided that the payments due within the first sixty (60) days after your termination shall be accrued and paid on the sixtieth (60th ) day following termination. The severance benefit described in this
paragraph is conditioned upon your executing and returning within 45 days immediately after your termination (and not revoking) a valid waiver and release of all claims that you may have against the Company, in a form provided by the Company.

 “Change in Control” will have the meaning given to such term in the Lighting Science Group Corporation Amended and
Restated Equity-Based Compensation Plan, or any successor thereto. 
 Resignation Notice. In the event you elect to
discontinue your employment by the Company, you shall give the Company notice of at least four (4) weeks. The Company may elect to shorten or waive the four (4) week period. During such notice period, your salary and benefits in effect at
the time of such notice shall remain in effect. Notwithstanding the foregoing, the Company retains the option of terminating your employment upon such notice or before the end of the notice period. If you elect to discontinue your employment by the
Company and even if the Company terminates your employment prior to the end of the notice period, you will not be eligible for a severance payment. 

  
 Lighting
Science Group Corporation — www.lsgc.com 
  

					
	
        California
         11390 Sunrise Gold Circle, Suite 800

North America        Rancho Cordova, CA 95742     
   Australia
          v 916.852.1719

         f 916.852.1740

 
	  	 	  	 Florida  

1227 S. Patrick Drive, BLDG. 2A  
 Asia        Satellite Beach, Florida 32937        Europe

v 321.779.5520   
 f 321.779.5521   

 

 
  

 Additional Terms & Conditions of Employment. You will be required to
comply with the additional terms and conditions of employment attached hereto as Exhibit A concerning, among other things, confidentiality, assignment of inventions and works of authorship, non-competition, and non-recruitment. 

Application of Section 409A. Each payment under this agreement is intended to be exempt from Section 409A of the Internal
Revenue Code of 1986, as amended (“Section 409A”) or in compliance with Section 409A, and the provisions of this letter will be administered, interpreted and construed accordingly. Without limiting the generality of the foregoing, the
term “termination” of employment or any similar term used herein will be interpreted to mean “separation from service” within the meaning of Section 409A to the extent necessary to comply with Section 409A. In addition,
notwithstanding any provision of this letter to the contrary, any payment that is subject to the six-month delay under Section 409A(a)(2)(B) of the Internal Revenue Code for a “specified employee”, if applicable, shall not be paid or
commence until the earliest of: (i) the first day of the seventh month after your date of termination, (ii) the date of your death, or (iii) such earlier date as complies with the requirements of Section 409A. Each payment
hereunder subject to Section 409A shall be considered a separate payment for purposes thereof. 
 If you wish to accept continued
employment under the terms described above, please sign and date this letter and exhibit and return to me. 
 By signing this letter, you
acknowledge that this offer letter supersedes any other offer, agreement or promises made by anyone, specifically concerning the offer of employment by the Company, and this letter comprises the complete agreement between you and the Company
concerning the offer of employment by the Company. 
 If you have any questions regarding this offer, please do not hesitate to contact me.
Questions concerning the Company’s benefit plans may be directed to Bruce Krangel. 
 I look forward to your favorable reply and to a
productive and enjoyable work relationship. 
  

	
	Sincerely yours,
	
	 /s/ Richard Weinberg

	Richard Weinberg
	Interim Chief Executive Officer

 **************************** 

  
 Lighting
Science Group Corporation — www.lsgc.com 
  

					
	
        California
         11390 Sunrise Gold Circle, Suite 800

North America        Rancho Cordova, CA 95742     
   Australia
          v 916.852.1719

         f 916.852.1740

 
	  	 	  	 Florida  

1227 S. Patrick Drive, BLDG. 2A  
 Asia        Satellite Beach, Florida 32937        Europe

v 321.779.5520   
 f 321.779.5521   

 

 
  

 I understand and accept the conditions of this letter and attachments. My acceptance also represents
that I am not bound by any other agreements that would prohibit me from fulfilling the roles and responsibilities of Chief Development Officer with Lighting Science Group Corporation. I understand that my employment is subject to and contingent upon
my execution of the agreement attached to this letter as Exhibit A. 
 AGREED TO AND ACCEPTED BY: 

 

	
	 /s/ David Henderson

	Signed: David Henderson
	
	 3/8/2011

	Date

  
 Lighting
Science Group Corporation — www.lsgc.com 
  

					
	         California

        11390 Sunrise Gold Circle, Suite 800

North America        Rancho Cordova, CA 95742     
   Australia
          v 916.852.1719 

         f 916.852.1740

 
	  	 	  	 Florida  

1227 S. Patrick Drive, BLDG. 2A  
 Asia        Satellite Beach, Florida 32937        Europe

v 321.779.5520   
 f 321.779.5521   

 

 
  

 EXHIBIT A 
 Employment Terms & Conditions 
 Employee: David Henderson 

As a condition of “Employee” identified above being employed by Lighting Science Group Corporation and/or any of its
subsidiaries, affiliates (including TriNet), successors or assigns (collectively “LSG”) and in consideration of Employee’s employment by LSG and the receipt of compensation now and hereafter paid to Employee by LSG, Employee
acknowledges and agrees to these Employment Terms & Conditions (these “Terms & Conditions”). 
 1.
Application. Employee agrees to read and comply with these Terms and Conditions. 
 2. Other Terms &
Conditions. These Terms & Conditions supplement any provisions in any offer of employment letter addressed to Employee, formal written employment agreement between Employee and LSG, and any and all LSG company policies. These
Terms & Conditions do not supersede any conflicting term in any offer of employment letter addressed to Employee, formal written employment agreement between Employee and LSG, or LSG company policies. 

3. At-Will Employment. Employee acknowledges and agrees that Employee’s employment by LSG is for an unspecified duration and
constitutes “at-will employment.” Employee acknowledges that there is no agreement, express or implied, between Employee and LSG for any specific period of employment, nor for continuing or long-term employment. LSG and Employee each have
the right to terminate Employee’s employment at any time, with or without cause, for any reason or no reason, and with or without following any particular policy or procedure. 

4. Confidential Information. In connection with Employee’s employment by LSG, LSG will disclose to Employee “Confidential
Information.” 
 a. Definition. Confidential Information includes, but is not limited to, information relating to the
intellectual property and business practices of LSG whether or not reduced to writing or other tangible medium of expression, whether or not patented, patentable, capable of trade secret protection, or protected by copyright. Confidential
Information also includes comparable information that LSG may receive or has received from others who do business with LSG. Intellectual property includes, but is not limited to, information relating to research and development, inventions,
discoveries, improvements, methods and processes, know-how, compositions, works, concepts, designs, ideas, prototypes, models, samples, writings, notes, and patent applications. Business practices includes, but is not limited to, information
relating to intellectual property, business plans, financial information, products, services, manufacturing processes and methods, costs, sources of supply, marketing plans, advertising plans, customer lists, sales, profits, pricing methods,
personnel, and business relationships. 
 b. Exceptions. Confidential Information does not include information that was
already known to Employee prior to Employee’s contact with LSG as established by written records, information which becomes generally available to the public other than as a result of a breach of these Terms & Conditions, or
information which is furnished to Employee by a third party who is lawfully in possession of such information and who lawfully conveys that information. 

  
 Lighting
Science Group Corporation — www.lsgc.com 
  

					
	         California

        11390 Sunrise Gold Circle, Suite 800

        Rancho Cordova, CA 95742

North America        v
916.852.1719        Australia

         f 916.852.1740

 
	  	 	  	 Florida  

1227 S. Patrick Drive, BLDG. 2A  
 Satellite Beach, Florida 32937

Asia        v
321.779.5520        Europe
 f
321.779.5521   

 

 
  

 c. Restrictions. During and after employment with LSG (regardless of whether
Employee or LSG 
 terminates the employment relationship and regardless of the reasons for the termination), Employee shall
protect the Confidential Information of LSG and Employee shall not, except in the normal and proper course of performing their employment duties and responsibilities: (i) use, (ii) disclose, (iii) copy or (iv) allow access to
Confidential Information of LSG without the prior written approval of an officer of LSG. Employee acknowledges and agrees that this obligation with regard to the Confidential Information of LSG herein shall continue until such time as one of the
exceptions identified hereinabove applies to the subject matter in question. 
 d. No Waiver of Other Protections. The
restrictions set forth in this Section 4 are in addition to, not in lieu of, any protections afforded to trade secrets, confidential information or proprietary information under any common law or statute, and nothing in this Section will be
deemed to waive or limit LSG’s rights or remedies under any such law or statute. 
 5. Return of Property. Upon the
completion or termination of Employee’s employment (regardless of whether Employee or LSG terminates the employment relationship and regardless of the reasons for the termination), or at any other time when requested, Employee (a) shall
promptly return all property of LSG, including but not limited to all Confidential Information and all copies thereof, and all of LSG’s equipment, and (b) shall immediately notify LSG if any electronic copies of LSG documents, including
but not limited to Confidential Information, are contained on or within a computer, PDA, email account, or other electronic storage media owned by Employee, and further, will take all steps requested by LSG to permanently delete or destroy such
copies and verify that the copies have been deleted or destroyed in a manner acceptable to LSG. 
 6. Ownership Of
Developments. All intellectual property conceived, made, created, developed or reduced to practice (whether alone or with others, whether or not during normal business hours and whether or not on the premises of one of the parties) by Employee
in the course of Employee’s employment or that results from, or is suggested by, work done in the course of Employee’s employment shall be the property of LSG. Such intellectual property shall be referred to hereinafter as subject
intellectual property. Subject intellectual property shall be considered Confidential Information. 
 7. Disclosure Of Subject
Intellectual Property. Employee shall maintain throughout the term of Employee’s employment up-to-date records of, and promptly and fully disclose to LSG, all subject intellectual property developed by Employee. 

8. Assignment. Employee hereby assigns and agrees to assign to LSG, or its designee, full right, title and interest in and to all
subject intellectual property. Employee agrees that, during the term of these Terms & Conditions and subsequent to the completion or termination of these Terms & Conditions, Employee will, at LSG’s request and expense, execute all
applications for United States and foreign patents, trademarks, copyrights, or other rights, and will otherwise provide assistance (including but not limited to the execution and delivery of instruments of further assurance or confirmation) to
assign subject intellectual property to LSG and to permit LSG to enforce any patents, trademarks, copyrights, or other rights in and to subject intellectual property. Employee agrees not to file any patent, trademark, or copyright applications
relating to subject intellectual property. All copyrightable works that Employee creates shall be considered “works made for hire” as defined by the copyright laws of the United States. 

9. Third Party Confidential Information Warranty. Employee represents and warrants that Employee has not and will not disclose to
LSG any confidential or proprietary information belonging to a third party (including but not limited to prior employers) unless written authorization from the third party is first obtained in form and substance satisfactory to LSG. 

  
 Lighting
Science Group Corporation — www.lsgc.com 
  

					
	         California

        11390 Sunrise Gold Circle, Suite 800

Rancho Cordova, CA 95742
 North America        v 916.852.1719        Australia

         f 916.852.1740

 
	  	 	  	 Florida  

1227 S. Patrick Drive, BLDG. 2A  
 Satellite Beach, Florida 32937

Asia        v
321.779.5520        Europe
 f
321.779.5521   

 

 
  

 10. Public Speaking. If Employee is requested by a third party or Employee
initiates any opportunity to speak publicly concerning LSG, Employee’s work, the LED lighting industry, or any other topic that relates to the business of LSG, Employee shall obtain the prior written consent of the Chief Executive Officer
before such public speaking event. 
 11. Proper Use Of LSG Equipment. LSG’s computers, messaging devices such as the
BlackBerry, telephones, cellular telephones, smart cellular telephones, cellular data cards, and computer and telephone networks (collectively “LSG’s Equipment”) are to be used to conduct the business of LSG. Incidental personal use
of LSG’s Equipment is permitted as long as such personal use is not illegal, does not interfere with the conduct of LSG’s business or Employee’s driving or other standard of care to others, is not discriminatory, harassing, offensive
or unprofessional, does not include visiting discriminatory or offensive Internet sites, does not include posting personal opinions on Internet sites, and does not otherwise violate any policy or directive of LSG. Employee shall promptly return upon
the conclusion or termination of Employee’s employment, or at any other time when requested, LSG’s Equipment without altering, deleting, scrubbing or destroying any information or data contained on LSG’s Equipment. 

12. No Expectation Of Privacy. Employee acknowledges that in connection with using LSG’s Equipment, Employee has no
expectation of privacy and Employee specifically consents that LSG may monitor, search, view, print, disclose and otherwise do as it pleases with any information stored or transmitted using LSG’s Equipment, for any reason or no reason.
Permitted incidental personal use of LSG equipment shall not create any expectation of privacy for Employee and shall not in any way limit Employee’s specific consent to LSG monitoring, searching, viewing, printing or disclosing or otherwise
doing as it pleases with information stored or transmitted using LSG’s Equipment. 
 13. LSG Policies. Employee
acknowledges that LSG has issued a number of policies and that from time to time LSG may issue further policies or revised policies and that such policies may be posted and/or distributed in hard copy form, may be distributed by e-mail, may be
available on LSG’s intranet site, or may be available on the TriNet Internet site. Employee agrees to carefully review and comply with such policies, whether or not any such policy has been delivered personally to Employee, and understands that
Employee’s compliance with LSG’s policies is a condition of employment. 
 14. Conflicts Of Interest. Employee
acknowledges that it is the policy of LSG to conduct its affairs in compliance with the law and to adhere to the highest principles of business ethics. Employee agrees to avoid activities which are in conflict, or give the appearance of being in
conflict, with these principles. Activities considered to be a violation of LSG’s conflict of interest principles include, but are not limited to: 
 a. outside of the normal and proper course of performing Employee’s duties and responsibilities for LSG, revealing Confidential Information to outsiders or misusing Confidential Information, whether
or not for personal gain and whether or not harm to LSG is intended; 
 b. accepting or offering substantial gifts, excessive
entertainment, favors or payments, without prior written consent of the Chief Executive Officer of LSG; 
 c. without disclosure
to and approval of Employee’s supervisor, initiating or approving personnel actions affecting reward or punishment of employees or applicants where there is a family relationship or is or appears to be a personal or social involvement;

  
 Lighting
Science Group Corporation — www.lsgc.com 
  

					
	         California

        11390 Sunrise Gold Circle, Suite 800

Rancho Cordova, CA 95742
 North America        v 916.852.1719        Australia

         f 916.852.1740

 
	  	 	  	 Florida  

1227 S. Patrick Drive, BLDG. 2A  
 Satellite Beach, Florida 32937

Asia        v
321.779.5520        Europe
 f
321.779.5521   

 

 
  

 d. initiating or approving any form of personal, social, racial, sexual or any type of
harassment or discrimination of employees; 
 e. investing in a company that is a customer or supplier of LSG (except ownership
of one percent (1%) or less of the equity securities of any publicly traded company); 
 f. borrowing from or lending to any
customer or supplier of LSG; 
 g. making any agreement with a third party concerning a payment (such as the payment of a reward,
rebate, incentive, commission, or finder’s fee) to facilitate or reward a sale, unless such agreement has been specifically approved in writing by the General Counsel of LSG; 

h. engaging in any conduct which is not in the best interest of LSG; and/or, 

i. entering into or negotiating any unlawful agreement on behalf of LSG. 

15. Conflicting Employment. During the term of Employee’s employment with LSG, Employee shall not directly or indirectly act
as an employee, employer, consultant, agent, principal, partner, stockholder, corporate officer or director or in any other individual or representative capacity engage or participate in any business activity that detracts from Employee’s
ability to meet Employee’s duties and responsibilities as an employee of LSG. 
 16. Non-Competition. 

a. Definitions. 

i. “Competitor” means any entity engaged in the research, development, manufacture, or sale of LED lighting devices, including
but not limited to, LED lighting components, LED retrofit lamps, LED luminaires, LED fixtures and/or LED lighting systems. 

ii. “Competition” means and includes, but is not limited to: (A) employment by, contract services for, or consulting for
any Competitor of LSG; and/or, (B) any direct or indirect, sole or joint, ownership, management, operation, or control of or investment in (except ownership of one percent (1%) or less of the equity securities of any publicly traded company) a
Competitor of LSG. 
 iii. URestricted Area” means, because LSG is engaged in business throughout the United States and
Employee has responsibility for and/or will perform services for or regarding LSG throughout the United States, the United States, and every country in which LSG conducts business during Employee’s employment with LSG and for or regarding which
Employee had responsibilities or performed services. 
 b. During Employment. During Employee’s employment by LSG, Employee
shall not establish any business or engage in any acts that are or will be in Competition with LSG in the Restricted Area. 

  
 Lighting
Science Group Corporation — www.lsgc.com 
  

					
	         California

        11390 Sunrise Gold Circle, Suite 800

Rancho Cordova, CA 95742
 North America        v 916.852.1719        Australia

         f 916.852.1740

 
	  	 	  	 Florida  

1227 S. Patrick Drive, BLDG. 2A  
 Satellite Beach, Florida 32937

Asia        v
321.779.5520        Europe
 f
321.779.5521   

 

 
  

 c. After Employment. After Employee’s employment with LSG concludes or is
terminated (regardless of whether Employee or LSG terminates the employment relationship and regardless of the reasons for the termination), LSG shall have the option to preclude Employee from being in, or entering into, Competition with LSG for up
to (1) year, anywhere within the Restricted Area as follows: 
 i. If Employee resigns or indicates that Employee intends
to resign from employment by LSG, within (10) days of Employee informing LSG in writing of Employee’s resignation or intention to resign, LSG shall notify Employee in writing (A) whether it will exercise its option to preclude
Employee from being in, or entering into, Competition with LSG in the Restricted Area and, (B) if LSG is going to exercise its option to preclude Employee from being in, or entering into, Competition with LSG in the Restricted Area, for how
long, such period to be not less than three (3) months and not longer than one (1) year. 
 ii. If Employee’s
employment is terminated by LSG, upon LSG giving Employee notice of termination, LSG shall notify Employee in writing of whether it will exercise its option to preclude Employee from being in, or entering into, Competition with LSG in the Restricted
Area and, if LSG is going to exercise its option to preclude Employee from being in, or entering into, Competition with LSG in the Restricted Area, for how long, such period to be not less than three (3) months and not longer than one
(1) year. 
 iii. Except as provided herein with respect to termination of employment following a “Change in
Control” (as that term is defined in the Lighting Science Group Corporation Amended and Restated Equity-Based Compensation Plan, or any successor thereto), if LSG exercises its option to preclude Employee from being in, or entering into,
Competition with LSG and/or soliciting pursuant to Section 17, below, then LSG shall pay Employee an amount equal to Employee’s monthly base salary in effect at the time Employee’s employment with LSG concludes or is terminated for
each month of the period Employee is precluded from being in, or entering into, Competition with LSG in the Restricted Area, in equal installments in accordance with the LSG’s payroll practices, provided that such payments shall be offset by
the amount of any severance payments for such period payable to Employee under any agreement with the Company. If Employee’s employment is terminated by LSG or its successor without “Cause” or Employee resigns for “Good
Reason” (as those terms are defined in that certain letter agreement between Employee and the Company dated February 10, 2011) within two (2) years immediately following a Change in Control, if LSG exercises its option to preclude
Employee from being in, or entering into, Competition with LSG, then in lieu of the forgoing LSG shall pay Employee an amount equal to one-half of Employee’s monthly base salary in effect at the time Employee’s employment with LSG
concludes or is terminated for each month of the period Employee is precluded from being in, or entering into, Competition with LSG in the Restricted Area, in equal installments in accordance with the LSG’s payroll practices, and such payments
shall be in addition to any severance payments for such period payable to Employee under any agreement with the Company. Employee shall forfeit any right to unpaid amounts under this subsection if Employee does not execute and return within 45 days
immediately after Employee’s termination (and not revoke) a valid waiver and release of all claims that Employee may have against the Company, in a form provided by the Company. 

17. Non-Solicitation. During the term of Employee’s employment and during the period set forth in Section 16.c, above
(regardless of whether Employee or LSG terminates the employment relationship and regardless of the reasons for the termination), Employee shall not directly or indirectly, solicit or attempt to solicit. from any of LSG’s customers, customer
prospects, vendors, suppliers, and/or consultants, any business competitive with the research, development, manufacture, or sale of LED lighting devices, including but not limited to, LED lighting components, LED retrofit lamps, LED luminaires, LED
fixtures and/or LED lighting systems, 

  
 Lighting
Science Group Corporation — www.lsgc.com 
  

					
	         California

        11390 Sunrise Gold Circle, Suite 800

Rancho Cordova, CA 95742
 North America        v 916.852.1719        Australia

         f 916.852.1740

 
	  	 	  	 Florida  

1227 S. Patrick Drive, BLDG. 2A  
 Satellite Beach, Florida 32937

Asia        v
321.779.5520        Europe
 f
321.779.5521   

 

 
  

 
and Employee shall not otherwise attempt to persuade any of LSG’s customers, customer prospects, vendors, suppliers and/or consultants to end or reduce the amount of the business they
conduct with LSG. This provision is limited to LSG customers, customer prospects, vendors, suppliers, and consultant who or which Employee did business with during Employee’s employment with LSG, Employee learned of during or as result of
Employee’s employment with LSG or about or regarding whom or which Employee received Confidential Information. 
 18. No
Recruiting. During the term of Employee’s employment and for six (6) months after the end of Employee’s employment by LSG, Employee shall not assist anyone else to hire any employee, consultant, or temporary employee of LSG or
seek to persuade any employee, consultant, or temporary employee of LSG to discontinue employment or to become employed in any business which is directly or indirectly in competition with LSG’s business, nor seek to persuade any third party to
discontinue a relationship with LSG. 
 19. Termination. Employee shall be considered terminated for the purposes of these
Terms & Conditions if Employee ceases to be an employee of LSG for any reason whatsoever, such as by Employee’s resignation, dismissal, disability, or leave of absence (and Employee does not return at the end thereof or if Employee notifies
LSG that Employee does not intend to return). 
 20. Equitable Relief. Employee acknowledges that were Employee to breach
any provision of these Terms & Conditions, the harm to LSG would be irreparable. Employee therefore agree that in the event of such a breach or threat of such a breach, LSG shall be, in addition to any other remedies available to it,
entitled to preliminary injunctive relief against any such breach or threat of such breach. 
 21. Waiver Of Breach. A
breach of any provision of these Terms & Conditions may only be waived in writing and the waiver of such breach shall not operate or be construed as a waiver of any subsequent breach. 

22. Headings. Headings in these Terms & Conditions are for the purpose of convenience only. They are not intended to be a
material part of these Terms & Conditions, and in the event of any conflict between the heading and the text, the text shall govern. 
 23. Severability. If any provision of these Terms & Conditions should, for any reason, be held invalid or unenforceable in any respect, the remainder of these Terms & Conditions
shall be enforced to the full extent permitted by law. A court of competent jurisdiction is hereby empowered to modify any invalid or unenforceable provision to make it valid and enforceable, and if the court declines to modify the provision, the
court may sever the portions of the provision determined to be invalid or unenforceable and enforce the remainder of the provision. 
 24. Waiver Of Jury Trial. The parties hereby agree to waive their respective rights to a jury trial of any claim or cause of action related to or arising out of these Terms & Conditions.
The scope of the waiver is intended to be all encompassing of any and all disputes that may be filed in any court and that relate to the subject matter herein, including without limitation, contract claims, tort claims, breach of duty claims, and
all other common law and statutory claims. The parties each acknowledge that the waiver is a material inducement for each party to enter into the employer- employee relationship, that each party has already relied on the waiver in entering into
these Terms & Conditions and that each will continue to rely on the waiver in their related future dealings. Each party further warrants and represents that each has had the opportunity to have its legal counsel review the waiver. The
waiver is irrevocable, meaning that it may not be modified either orally or in writing, and the waiver shall apply to any subsequent amendments, renewals, supplements or modifications to these Terms & Conditions. In the event of litigation,
these Terms & Conditions may be filed as written consent to a trial by court. 

  
 Lighting
Science Group Corporation — www.lsgc.com 
  

					
	         California

        11390 Sunrise Gold Circle, Suite 800

Rancho Cordova, CA 95742
 North America        v 916.852.1719        Australia

         f 916.852.1740

 
	  	 	  	 Florida  

1227 S. Patrick Drive, BLDG. 2A  
 Satellite Beach, Florida 32937

Asia        v
321.779.5520        Europe
 f
321.779.5521   

 

 
  

 25. Dispute Resolution. 

a. If Employee is (i) based in the United States other than in California, (ii) works primarily in the United States other than
in California, or (iii) is domiciled in the United States other than in California, then the exclusive forum for any legal action relating to any dispute concerning these Terms & Conditions, a breach of these Terms & Conditions, or
Employee’s employment by LSG, will be the federal and state courts located in Florida, U.S.A and Employee and LSG irrevocably consent and agree to consent to personal jurisdiction and venue in each such court. 

b. If Employee is (i) based in California, U.S.A, (ii) works primarily in LSG’s office in California, U.S.A, or
(iii) is domiciled in California, U.S.A., then any dispute concerning these Terms & Conditions, a breach of these Terms & Conditions, or Employee’s employment by LSG shall be finally settled by arbitration in accordance with
the rules of the American Arbitration Association. Such arbitration proceeding shall take place in Sacramento, California, USA in the English language, before a single arbitrator. LSG and Employee consent and agree to consent to the jurisdiction of
the arbitrator. The arbitrator shall have authority to award all relief allowed by law. The arbitrator shall issue a written, well reasoned decision and any decision and/or award by the arbitrator shall be final and binding upon the parties, and
neither party shall call upon a court of law or any other authority in an attempt to invalidate, amend or review the arbitral award. Notwithstanding the foregoing requirement to arbitrate disputes, LSG may seek and obtain temporary and/or
preliminary injunctive relief from a competent court in case of a material breach or imminent material breach of these Terms & Conditions and may seek and obtain from a court of competent jurisdiction an order to confirm and/or to enforce an
arbitration decision, ruling, and/or award. LSG shall pay arbitration costs. 
 c. If Employee is (i) based outside of the
United States, (ii) works primarily outside of the United States, or (iii) is domiciled outside of the United States, then, to the extent permitted by applicable law, any dispute concerning these Terms & Conditions, a breach of these
Terms & Conditions, or Employee’s employment by LSG shall be finally settled by arbitration in accordance with the rules of the International Chamber of Commerce. Such arbitration proceeding shall take place in Amsterdam, The
Netherlands, in the English language, before a single arbitrator. LSG and Employee consent and agree to consent to the jurisdiction of the arbitrator. The arbitrator shall have authority to award all relief allowed by law. The arbitrator shall issue
a written, well reasoned decision and any decision and/or award by the arbitrator shall be final and binding upon the parties, and neither party shall call upon a court of law or any other authority in an attempt to invalidate, amend or review the
arbitral award. Notwithstanding the foregoing requirement to arbitrate disputes, LSG may seek and obtain temporary and/or preliminary injunctive relief from a competent court in case of a material breach or imminent material breach of these Terms
& Conditions and may seek and obtain from a court of competent jurisdiction an order to confirm and/or to enforce an arbitration decision, ruling, and/or award. 
 26. Governing Law. To the extent permitted by applicable law, these Terms & Conditions shall be governed by and interpreted in accordance with the laws of the State of Florida, United
States of America without regard to principles of conflict of laws. 

  
 Lighting
Science Group Corporation — www.lsgc.com 
  

					
	         California

        11390 Sunrise Gold Circle, Suite 800

Rancho Cordova, CA 95742
 North America        v 916.852.1719        Australia

         f 916.852.1740

 
	  	 	  	 Florida  

1227 S. Patrick Drive, BLDG. 2A  
 Satellite Beach, Florida 32937

Asia        v
321.779.5520        Europe
 f
321.779.5521   

 

 
  

 27. Electronic Signature. LSG and Employee agree to accept facsimile, scanned,
and copied signatures of each other as original signatures for the purposes of executing these Terms & Conditions as specified below and further agree to accept copied, scanned, electronic, and printed versions of these Terms &
Conditions fully signed and/or executed as if it was an original. 
 IN WITNESS WHEREOF, LSG and Employee have signed these Terms &
Conditions on the date(s) set forth below. 

  
 Lighting
Science Group Corporation — www.lsgc.com 
  

					
	         California

        11390 Sunrise Gold Circle, Suite 800

Rancho Cordova, CA 95742
 North America        v 916.852.1719        Australia

         f 916.852.1740

 
	  	 	  	 Florida  

1227 S. Patrick Drive, BLDG. 2A  
 Satellite Beach, Florida 32937

Asia        v
321.779.5520        Europe
 f
321.779.5521

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00203-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00203-of-00352.parquet"}]]