Document:

Change of Control Severance Agreement - Gerald P. Quindlen

 Exhibit 10.9 
 LOGITECH INC. 
 CHANGE OF CONTROL SEVERANCE AGREEMENT 
 This Change of Control Severance Agreement (the “Agreement”) is made and entered into effective as of January 28, 2008 by and between
Gerald P. Quindlen (the “Employee”) and Logitech Inc., a California corporation (the “Company”), and Logitech International S.A., a Swiss corporation (the “Parent”). Certain capitalized terms used in this Agreement are
defined in Section 1 below. 
 R E C I T A L S 
 A. The Parent may from time to time consider the possibility of a Change of Control. The Board of Directors of the Company (the “Board”) recognizes that such consideration can be a distraction to the
Employee and can cause the Employee to consider alternative employment opportunities. 
 B. The Board believes that it is in the best
interests of the Company, the Parent and the Parent’s shareholders to provide the Employee with an incentive to continue his or her employment with the Company and to maximize the value of the Company and the Parent, upon the occurrence of a
Change of Control, for the benefit of the Parent’s shareholders. 
 C. In order to provide the Employee with enhanced financial security
and sufficient encouragement to remain with the Company notwithstanding the possibility of a Change of Control, the Board believes that it is imperative to provide the Employee with severance benefits upon certain terminations of the Employee’s
employment following a Change of Control. 
 AGREEMENT 
 In consideration of the mutual covenants herein contained and the continued employment of the Employee by the Company, the parties agree as follows: 
 1. Definition of Terms. The following terms referred to in this Agreement shall have the following meanings: 
 (a) Base Salary. “Base Salary” shall mean the greater of (i) the Employee’s annual base salary, as in effect
immediately prior to the Employee’s termination of employment with the Company, or (ii) the Employee’s annual base salary as in effect on the effective date of this Agreement. 

 (b) Cause. “Cause” shall mean (i) any act of personal dishonesty
taken by the Employee in connection with his or her responsibilities as an employee which is intended to result in substantial personal enrichment of the Employee, (ii) the Employee’s conviction of a felony which the Board reasonably
believes has had or will have a material detrimental effect on the Company’s reputation or business, (iii) a willful act by the Employee which constitutes misconduct and is injurious to the Company, or (iv) continued willful
violations by the Employee of the Employee’s obligations to the Company after there has been delivered to the Employee a written demand for performance from the Company which describes the basis for the Company’s belief that the Employee
has not substantially performed his or her duties. 
 (c) Change of Control. “Change of Control” shall mean
the occurrence of any of the following events: 
 (i) a merger or consolidation of the Parent with any other entity, other
than a merger or consolidation which would result in the voting securities of the Parent outstanding immediately prior thereto continuing to represent (either by remaining outstanding or by being converted into voting securities of the surviving
entity) more than fifty percent (50%) of the total voting power represented by the voting securities of the Parent or such surviving entity outstanding immediately after such merger or consolidation; 
 (ii) the complete liquidation of the Parent or the sale or other disposition by the Parent of all or substantially all of the
Parent’s assets; or 
 (iii) any “person” (as such term is used in Sections 13(d) and 14(d) of the
Securities Exchange Act of 1934, as amended) becoming the “beneficial owner” (as defined in Rule 13d-3 under said Act), directly or indirectly, of securities of the Parent representing fifty percent (50%) or more of the total
voting power represented by the Parent’s then outstanding voting securities. 
 (d) Compensation Continuation
Period. “Compensation Continuation Period” shall mean a period of twelve (12) consecutive months commencing on the date when the Employee’s employment with the Company terminates under circumstances that entitle the Employee
to benefits under Section 4. 
 (e) Current Compensation. “Current Compensation” shall mean an amount
equal to the sum of (i) the Base Salary and (ii) the Employee’s annual and quarterly bonuses for the fiscal year preceding the fiscal year in which severance benefits become payable to the Employee pursuant to Section 4(a) or
(b) below. 
 (f) Demotion. “Demotion” shall mean a material reduction of the Employee’s duties,
position or responsibilities relative to the Employee’s duties, position or responsibilities in effect immediately prior to such reduction, without the Employee’s express written consent. 

 (g) Involuntary Termination. “Involuntary Termination” shall mean
(i) a termination by the Company of the Employee’s employment with the Company that is not effected for Cause or (ii) a resignation by the Employee of his or her employment with the Company after (A) a substantial reduction of
the facilities and perquisites (including office space and location) available to the Employee immediately prior to such reduction, without the Employee’s express written consent and without good business reasons, (B) a reduction of the
Employee’s Base Salary, (C) a material reduction in the kind or level of employee benefits to which the Employee is entitled immediately prior to such reduction, with the result that the Employee’s overall benefits package is
significantly reduced, (D) the relocation of the Employee to a facility or location more than thirty (30) miles from his or her current location, without the Employee’s express written consent, or (E) the failure of the Company
to obtain the assumption of this Agreement by any successor, as contemplated in Section 6(a) below. Clause (C) above shall not apply in the event of any reduction of the amount of the bonus actually paid but shall apply in the event
of a material reduction of the target bonus or bonus opportunity. 
 2. Term of Agreement. This Agreement shall terminate upon the
date that all obligations of the parties hereto under this Agreement have been satisfied. 
 3. At-Will Employment. The Company and
the Employee acknowledge that the Employee’s employment with the Company is and shall continue to be at-will, as defined under applicable law. If the Employee’s employment terminates for any or no reason, the Employee shall not be entitled
to any payments, benefits, damages, awards or compensation other than as provided by this Agreement, or as may otherwise be established under the Company’s or the Company’s then existing employee benefit plans or policies at the time of
termination. 
 4. Severance Benefits. 
 (a) Involuntary Termination. If the Employee is subject to an Involuntary Termination at any time within twelve (12) months after a Change of Control, then: 
 (i) Severance Payments. The Employee shall be entitled to receive continuing payments of severance pay during the Compensation
Continuation Period at a rate equal to the Employee’s Current Compensation. Such severance payments shall be paid bi-weekly in accordance with the Company’s normal payroll practices. 
 (ii) Continued Benefits. If the Employee elects to continue health insurance coverage for the Employee and his or her dependents
(if applicable) under the Consolidated Omnibus Budget Reconciliation Act (“COBRA”) following his or her Involuntary Termination, then the Company shall pay the monthly premiums for such coverage under COBRA until the earliest of
(A) the close of the Compensation Continuation Period, (B) the expiration of the continuation coverage under COBRA or (C) the date when the Employee and his or her dependents (if applicable) receive substantially equivalent health
insurance coverage in connection with new employment. 
 (iii) Option Acceleration. The vesting and exercisability of
each option granted to the Employee by the Parent (or of any property received by the Employee in exchange for such options in a Change of Control) shall be automatically accelerated in full. 

 (iv) Outplacement Services. The Employee shall be entitled to executive-level
outplacement services at the Company’s expense, not to exceed $5,000. Such services shall be provided by a firm selected by the Employee from a list compiled by the Company. 
 (b) Demotion. If the Employee suffers a Demotion at any time within twelve (12) months after a Change of Control, gives notice
of such Demotion to the Company within sixty (60) days of such Demotion and resigns his or her employment with the Company after satisfying the service requirement prescribed by Paragraph (v) below, then: 
 (i) Severance Payments. The Employee shall be entitled to receive continuing payments of severance pay during the Compensation
Continuation Period at a rate equal to the Employee’s Current Compensation. Such severance payments shall be paid bi-weekly in accordance with the Company’s normal payroll practices. 
 (ii) Continued Benefits. If the Employee elects to continue health insurance coverage for the Employee and his or her dependents
(if applicable) under the Consolidated Omnibus Budget Reconciliation Act (“COBRA”) following his or her resignation, then the Company shall pay the monthly premiums for such coverage under COBRA until the earliest of (A) the close of
the Compensation Continuation Period, (B) the expiration of the continuation coverage under COBRA or (C) the date when the Employee and his or her dependents (if applicable) receive substantially equivalent health insurance coverage in
connection with new employment. 
 (iii) Option Acceleration. The vesting and exercisability of each option granted to
the Employee by the Parent (or of any property received by the Employee in exchange for such options in a Change of Control) shall be automatically accelerated in full. 
 (iv) Outplacement Services. The Employee shall be entitled to executive-level outplacement services at the Company’s expense,
not to exceed $5,000. Such services shall be provided by a firm selected by the Employee from a list compiled by the Company. 
 (v) Service Period. Notwithstanding any other provision of this Subsection (b), the Employee shall not be entitled to any benefits under this Subsection (b) unless and until the Employee has remained employed by the Company
until the earliest to occur of (A) the date twelve (12) months after the Demotion or (B) the date when the Employee is subject to an Involuntary Termination. 
 (c) Other Termination. If the Employee’s employment with the Company terminates other than as a result of an Involuntary
Termination at any time within twelve (12) months after a Change of Control, and if the Employee does not suffer a Demotion at any time within twelve (12) months after a Change of Control, then the Employee shall not be entitled to receive
severance or other benefits hereunder, but may be eligible for those benefits (if any) as may then be established under the Parent’s or the Company’s then existing severance and benefits plans and policies at the time of such termination.

 (d) Accrued Wages and Vacation; Expenses. Without regard to the reason for, or the
timing of, the Employee’s termination of employment: (i) the Company shall pay the Employee any unpaid base salary due for periods prior to his or her termination; (ii) the Company shall pay the Employee all of the Employee’s
accrued and unused vacation through his or her termination; and (iii) following submission of proper expense reports by the Employee, the Company shall reimburse the Employee for all expenses reasonably and necessarily incurred by the Employee
in connection with the business of the Company or the Company prior to his or her termination. These payments shall be made promptly upon termination and within the period of time mandated by law. 
 (e) Commencement of Payments. Any other provision of this Section 4 notwithstanding, no severance payments shall commence
prior to the earliest date permitted by Section 409A(a)(2) of the Internal Revenue Code of 1986, as amended (the “Code”). If the commencement of such severance payments must be delayed, as determined by the Company, then the
deferred installments shall be paid in a lump sum on the earliest practicable date permitted by Section 409A(a)(2) of the Code. 
 5.
Parachute Payments. 
 (a) Gross-Up Payment. If it is determined that any payment or distribution of any type to
the Employee or for his benefit by the Parent, the Company, any of the Parent’s other affiliates, any person who acquires ownership or effective control of the Parent or ownership of a substantial portion of the Parent’s assets (within the
meaning of Section 280G of the Code and the regulations thereunder) or any affiliate of such person, whether paid or payable or distributed or distributable pursuant to the terms of this Agreement or otherwise (the “Total Payments”),
would be subject to the excise tax imposed by Section 4999 of the Code or any interest or penalties with respect to such excise tax (such excise tax and any such interest or penalties are collectively referred to as the “Excise Tax”),
then the Employee shall be entitled to receive an additional payment (a “Gross-Up Payment”) in an amount calculated to ensure that after the Employee pays all taxes (and any interest or penalties imposed with respect to such taxes),
including any Excise Tax, imposed upon the Gross-Up Payment, the Employee retains an amount of the Gross-Up Payment equal to the Excise Tax imposed upon the Total Payments. 
 (b) Determination by Accountants. Unless the Company and the Employee otherwise agree in writing, any determination required under
this Section 5 shall be made in writing by an independent public accountant firm designated by the Parent (the “Accountants”). For purposes of making the calculations required by this Section 5, the Accountants may make
reasonable assumptions and approximations concerning applicable taxes and may rely on reasonable, good-faith interpretations concerning the application of Sections 280G and 4999 of the Code. The Company and the Employee shall furnish to
the Accountants such information and documents as the Accountants may reasonably request in order to make a determination under this Section 5. The Company shall bear all costs the Accountants may reasonably incur in 

 
connection with any calculations contemplated by this Section 5. The Accountants shall provide their determination (the “Determination”),
together with detailed supporting calculations regarding the amount of any Gross-Up Payment and any other relevant matter, to the Employee and the Company within 10 business days after the Employee or the Company made a request (if the Employee
reasonably believes that any of the Total Payments may be subject to the Excise Tax). If the Accountants determine that no Excise Tax is payable by the Employee, they shall furnish the Employee with a written statement that they have concluded that
no Excise Tax is payable (including the reasons therefor) and that the Employee has substantial authority not to report any Excise Tax on his federal income tax return. If a Gross-Up Payment is determined to be payable, it shall be paid to the
Employee within five business days after the Determination has been delivered to him or the Company. Any determination by the Accountants shall be binding upon the Company and the Employee, absent manifest error. 
 (c) Over- and Underpayments. As a result of uncertainty in the application of Section 4999 of the Code at the time of the
initial determination by the Accountants hereunder, it is possible that Gross-Up Payments not made by the Company should have been made (“Underpayment”) or that Gross-Up Payments will have been made by the Company that should not have been
made (“Overpayment”). In either event, the Accountants shall determine the amount of the Underpayment or Overpayment that has occurred. In the case of an Underpayment, the Company shall promptly pay the amount of such Underpayment to the
Employee or for his benefit. In the case of an Overpayment, the Employee shall, at the direction and expense of the Company, take such steps as are reasonably necessary (including the filing of returns and claims for refund), follow reasonable
instructions from, and procedures established by, the Company, and otherwise reasonably cooperate with the Company to correct such Overpayment, provided, however, that (i) the Employee shall in no event be obligated to return to the Company an
amount greater than the net after-tax portion of the Overpayment that the Employee has retained or has recovered as a refund from the applicable taxing authorities and (ii) this provision shall be interpreted in a manner consistent with the
intent of Subsection (a) above, which is to make the Employee whole, on an after-tax basis, from the application of the Excise Tax, it being understood that the correction of an Overpayment may result in the Employee’s repaying to the
Company an amount that is less than the Overpayment. 
 (d) Limitation on Parachute Payments. Any other provision of
this Section 5 notwithstanding, if the Excise Tax could be avoided by reducing the Total Payments by $50,000 or less, then the Total Payments shall be reduced to the extent necessary to avoid the Excise Tax and no Gross-Up Payment shall be
made. If the Accountants determine that the Total Payments are to be reduced under the preceding sentence, then the Company shall promptly give the Employee notice to that effect and a copy of the detailed calculation thereof. The Employee may then
elect, in his sole discretion, which and how much of the Total Payments are to be eliminated or reduced (as long as after such election no Excise Tax shall be payable), and the Employee shall advise the Company in writing of his election within 10
business days of receipt of notice. If the Employee makes no such election within such 10-day period, then the Company may elect which and how much of the Total Payments are to be eliminated or reduced (as long as after such election no Excise Tax
is payable), and it shall notify the Employee promptly of such election. 

 6. Successors. 
 (a) Parent’s Successors. Any successor to the Parent (whether direct or indirect and whether by purchase, lease, merger,
consolidation, liquidation or otherwise) to all or substantially all of the Parent’s business and/or assets shall assume the Parent’s obligations under this Agreement and agree expressly to perform the Parent’s obligations under this
Agreement in the same manner and to the same extent as the Parent would be required to perform such obligations in the absence of a succession. For all purposes under this Agreement, the term “Parent” shall include any successor to the
Parent’s business and/or assets which executes and delivers the assumption agreement described in this Subsection (a) or which becomes bound by the terms of this Agreement by operation of law. 
 (b) Company’s Successors. Any successor to the Company (whether direct or indirect and whether by purchase, lease, merger,
consolidation, liquidation or otherwise) to all or substantially all of the Company’s business and/or assets shall assume the Company’s obligations under this Agreement and agree expressly to perform the Company’s obligations under
this Agreement in the same manner and to the same extent as the Company would be required to perform such obligations in the absence of a succession. For all purposes under this Agreement, the term “Company” shall include any successor to
the Company’s business and/or assets which executes and delivers the assumption agreement described in this Subsection (b) or which becomes bound by the terms of this Agreement by operation of law. 
 (c) Employee’s Successors. Without the written consent of the Company, the Employee shall not assign or transfer this
Agreement or any right or obligation under this Agreement to any other person or entity. Notwithstanding the foregoing, the terms of this Agreement and all rights of the Employee hereunder shall inure to the benefit of, and be enforceable by, the
Employee’s personal or legal representatives, executors, administrators, successors, heirs, distributees, devisees and legatees. 
 7.
Notices. 
 (a) General. Notices and all other communications contemplated by this Agreement shall be in writing
and shall be deemed to have been duly given when personally delivered or when mailed by U.S. registered or certified mail, return receipt requested and postage prepaid. In the case of the Employee, mailed notices shall be addressed to him or her at
the home address that he or she most recently communicated to the Company in writing. In the case of the Parent, mailed notices shall be addressed to its corporate headquarters, and all notices shall be directed to the attention of its Secretary. In
the case of the Company, mailed notices shall be addressed to its corporate headquarters, and all notices shall be directed to the attention of its Secretary. 
 (b) Notice of Termination or Demotion. Any Demotion, as well as any termination by the Company for Cause or by the Employee as a
result of a voluntary resignation or an Involuntary Termination, shall be communicated by a notice to the other parties hereto given in accordance with this Section 7. Such notice shall indicate the specific provision(s) in 

 
this Agreement relied upon and shall set forth in reasonable detail the facts and circumstances claimed to provide a basis for such termination or Demotion
under the provision(s) so indicated. The failure by the Employee to include in the notice any fact or circumstance which contributes to a showing of Involuntary Termination or a Demotion shall not waive any right of the Employee hereunder or
preclude the Employee from asserting such fact or circumstance in enforcing his or her rights hereunder. 
 8. Arbitration.

 (a) Scope of Arbitration Requirement. The parties hereby waive their rights to a trial before a judge or jury and
agree to arbitrate before a neutral arbitrator any and all claims or disputes arising out of this Agreement and any and all claims arising from or relating to the Employee’s employment, including (but not limited to) claims against the Parent
or the Company or against any current or former employee, director or agent of the Parent or the Company, claims of wrongful termination, retaliation, discrimination, harassment, breach of contract, breach of the covenant of good faith and fair
dealing, defamation, invasion of privacy, fraud, misrepresentation, constructive discharge or failure to provide a leave of absence, or claims regarding commissions, stock options or bonuses, infliction of emotional distress or unfair business
practices. 
 (b) Procedure. The arbitrator’s decision shall be written and shall include the findings of fact and
law that support the decision. The arbitrator’s decision shall be final and binding on both parties, except to the extent that applicable law allows for judicial review of arbitration awards. The arbitrator may award any remedies that would
otherwise be available to the parties if they were to bring the dispute in court. The arbitration shall be conducted in accordance with the National Rules for the Resolution of Employment Disputes of the American Arbitration Association; provided,
however that the arbitrator shall allow the discovery authorized by the California Arbitration Act or the discovery that the arbitrator deems necessary for the parties to vindicate their respective claims or defenses. The arbitration shall take
place in Alameda County, California, or, at the Employee’s option, the county in which the Employee primarily worked with the Company at the time when the arbitrable dispute or claim first arose. 
 (c) Costs. The parties shall share the costs of arbitration equally, except that the Parent or the Company shall bear the cost of
the arbitrator’s fee and any other type of expense or cost that the Employee would not be required to bear if he were to bring the dispute or claim in court. The Parent, the Company and the Employee shall be responsible for their own
attorneys’ fees, and the arbitrator may not award attorneys’ fees unless a statute or contract at issue specifically authorizes such an award. 
 (d) Applicability. This Section 8 shall not apply to (i) workers’ compensation or unemployment insurance claims or (ii) claims concerning the validity, infringement or enforceability of any
trade secret, patent right, copyright or any other trade secret or intellectual property held or sought by the Employee, the Parent or the Company. 

 9. Parent Guarantee. The Parent unconditionally guarantees all of the Company’s obligations
under this Agreement. In the event that the Company for any reason fails to make any payment required of the Company under this Agreement, the Parent shall make such payment in the same manner and to the same extentas the Company was required to
make such payment. 
 10. Miscellaneous Provisions. 
 (a) No Duty to Mitigate. The Employee shall not be required to mitigate the amount of any payment contemplated by this Agreement,
nor (except as otherwise provided herein) shall any such payment be reduced by any earnings that the Employee may receive from any other source. 
 (b) Waiver. No provision of this Agreement may be modified, waived or discharged unless the modification, waiver or discharge is agreed to in writing and signed by the Employee, by an authorized officer of the
Parent and by an authorized officer of the Company (other than the Employee). No waiver by either party of any breach of, or of compliance with, any condition or provision of this Agreement by the other party shall be considered a waiver of any
other condition or provision or of the same condition or provision at another time. 
 (c) Integration. This Agreement
represents the entire agreement and understanding between the parties as to the subject matter herein and supersedes all prior or contemporaneous agreements, whether written or oral. 
 (d) Choice of Law. The validity, interpretation, construction and performance of this Agreement shall be governed by the internal
substantive laws, but not the conflicts of law rules, of the State of California. 
 (e) Severability. The invalidity
or unenforceability of any provision or provisions of this Agreement shall not affect the validity or enforceability of any other provision hereof, which shall remain in full force and effect. 
 (f) Employment Taxes. All payments made pursuant to this Agreement shall be subject to withholding of applicable income and
employment taxes. 
 (g) Counterparts. This Agreement may be executed in counterparts, each of which shall be deemed an
original, but all of which together will constitute one and the same instrument. 
 (h) Legal Fees and Expenses. The
Company shall reimburse the Employee for all reasonable legal fees and expenses incurred by the Employee in connection with negotiating and executing this Agreement; provided, however, that the Company shall not be obligated to reimburse such legal
fees and expenses in excess of $5,000. 

 IN WITNESS WHEREOF, each of the parties has executed this Agreement, in the case of the Company by its
duly authorized officer, as of the day and year first above written. 
  

									
	PARENT:	 		 	LOGITECH INTERNATIONAL S.A.
					
		 		 		 	By:	 	/s/ Guerrino De Luca
		 		 		 	Title:	 	Chairman
			
	COMPANY:	 		 	LOGITECH INC.
					
		 		 		 	By:	 	/s/ Catherine Valentine
		 		 		 	Title:	 	VP, Legal and General Counsel
			
	EMPLOYEE:	 		 	/s/ Gerald P. Quindlen
		 		 		 	Gerald P. QuindlenEmployment Agreement - Guerrino De Luca

 Exhibit 10.10 
 January 28, 2008 
 Mr. Guerrino De Luca 
  

	 	Re:	Employment Agreement 

 Dear Guerrino: 
 Pursuant to our recent discussions, this letter sets forth the terms of your employment with Logitech Inc., a California corporation (the
“Company”) as well as our understanding with respect to any termination of that employment relationship. 
 1. Position and
Duties. Effective as of January 1, 2008, you will be employed by the Company as executive Chairman of its Board of Directors and will serve in the positions set forth in Exhibit A. In such positions, you will have the duties and
authority at a level consistent with the duties and authority set forth on Exhibit A. You accept this role on the terms and conditions set forth in this Agreement, and you agree to devote time, energy and skill as appropriate to your duties
hereunder. 
 2. Term of Employment. Your employment with the Company will continue for no specified term, and may be terminated by
you or the Company at any time, with or without cause, subject to the provisions of Paragraph 6 below. 
 3. Compensation. You will be
compensated for your services to the Company as follows: 
 (a) Salary: You will be paid a bi-weekly salary of
$21,153.85, payable every two weeks less applicable withholding (annualized this amount is US$550,000), in accordance with normal payroll procedures. Your salary will be reviewed by the Board of Directors of Logtiech International S.A.
(“Logitech”), the Company’s corporate parent, from time to time (but no more frequently than annually), and may be subject to adjustment based upon various factors including, but not limited to, your performance and Logitech’s
profitability. Any adjustment to your salary shall be in the sole discretion of the Logitech Board of Directors (the “Board”). This new salary will be effective February 1, 2008. 
 (b) Incentive Bonus: You will continue to be eligible to participate in the Logitech Chairman / CEO annual bonus plan. Your bonus
will be based upon Logitech’s achievement of various financial goals pursuant to the plan and approved by the Board. The terms of the Chairman / CEO annual bonus plan for Logitech’s 2008 fiscal year, including the financial goals under the
plan and your current bonus target as a percentage of your salary, will continue in effect through the end of this fiscal year. 

 Guerrino De Luca 
 January 28, 2008 
  Page
 2
 
  

 (c) Benefits: You will have the right, on the same basis as other employees of
the Company, to participate in and to receive benefits under any applicable medical, disability or other group insurance plans, as well as under the Company’s business expense reimbursement and other policies. Occasionally you may use the
Company’s automobile services in the San Francisco Bay Area, which will be considered a compensation expense to you, and the Company will provide to you a tax gross up of those automobile expenses. You will not accrue vacation or sick leave and
may take time off as reasonable in maintaining your duties as Chairman of Logitech. 
 4. Termination of Employment. In the event that
your employment with the Company terminates for any reason, including if you voluntarily resign from your employment with the Company, or in the event that your employment terminates as a result of your death or disability, or if your employment is
terminated with or without cause by the Company, you will be entitled to no compensation or benefits from the Company other than those earned under Paragraph 3 through the date of your termination, and other than any compensation or benefits that
may be payable pursuant to the Change of Control Severance Agreement referred to in Paragraph 6 below. You agree that if you voluntarily terminate your employment with the Company for any reason, you will provide the Company with 60 days’
written notice of your resignation. The Company may, in its sole discretion, elect to waive all or any part of such notice period and accept your resignation at an earlier date. 
 5. Termination of Severance Agreement. Effective as of January 1, 2008, the Company, Logitech and you have terminated the employment
agreement dated May 22, 1998 between the Company, Logitech and you. 
 6. Change of Control Severance Agreement. Concurrent with
the execution of this Agreement you, the Company and Logitech are entering into the Change of Control Severance Agreement attached to this Agreement. 
 7. Limitation of Payments and Benefits. To the extent that any of the payments and benefits provided for in this Agreement or otherwise payable to you constitute “parachute payments” within the
meaning of Section 280G of the Internal Revenue Code of 1986, as amended (the “Code”), and, but for this Paragraph 7, would be subject to the excise tax imposed by Section 4999 of the Code or any similar or successor provision,
the aggregate amount of such payments and benefits will be reduced, but only to the extent necessary so that none of such payments and benefits are subject to any excise tax. 
 8. Confidential and Proprietary Information. As a condition of your employment, you signed the Company’s standard form of employee
confidentiality and assignment of inventions agreement and this remains in effect. 
 9. Severability. If any provision of this
Agreement is deemed invalid, illegal or unenforceable, such provision shall be modified so as to make it valid, legal and enforceable, and the validity, legality and enforceability of the remaining provisions of this Agreement shall not in any way
be affected. 

 Guerrino De Luca 
 January 28, 2008 
  Page
 3
 
  

 10. Assignment. In view of the personal nature of the services to be performed under this
Agreement by you, you cannot assign or transfer any of your obligations under this Agreement. 
 11. Entire Agreement. This Agreement
and the agreements referred to above constitute the entire agreement between you and the Company regarding the terms and conditions of your employment, and they supersede all prior negotiations, representations or agreements between you and the
Company regarding your employment, whether written or oral including any previous change of control agreements. 
 12. Modification.
This Agreement may only be modified or amended by a supplemental written agreement signed by you and an authorized representative of the Company. 
 Guerrino, we are excited about your new role. Please sign and date this letter on the spaces provided below to acknowledge your acceptance of the terms of this Agreement. 
  

			
	Logitech Inc.
		
	By:	 	/s/ Gerald P. Quindlen
	Gerald P. Quindlen
	Title:	 	President and CEO

  

			
		
	By:	 	/s/ Catherine Valentine
	Catherine Valentine
	Title:	 	VP, Legal and General Counsel

 EMPLOYEE: 
  

	
	
	/s/ Guerrino De Luca
	Guerrino De Luca

 EXHIBIT A 
 Duties and Authority 
  

	 	•	 	 Executive Chairman of the Board of Directors of the Company. 

  

	 	•	 	 Executive Chairman of the Logitech Board of Directors. 

  

	 	•	 	 Such other duties and responsibilities as may be determined from time to time by the Board.

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