Document:

Exhibit 104

		
			EXHIBIT 10.4
		

		
			 
		

		
			Management Group Pay for Performance Plan Program
		

		
			(Amended and Restated on February 28, 2013, Effective January 1, 2013)
		

		
			 
		

		
			The Management Group Pay for Performance Program (the “PFP Program”) is a short-term incentive compensation program that is intended to link a portion of senior officer compensation to the achievement of financial targets that are established annually by the Personnel Committee of the Board of Directors.   
		

		
			 
		

		
			Payouts under the PFP Program are determined as a percentage of base salary and can vary from 0% to a maximum of 20% of base salary.  There are eight financial targets in six distinct categories, each with a payout range expressed as a percentage of base salary. The target categories are: (1) tax equivalized net interest income, (2) noninterest income, (3) noninterest expense, (4) loan quality, and (5) corporate net income.  The targets identified in clause (5) are measured against national peer group loan quality data published annually by the Federal Deposit Insurance Corporation for banks with total assets between $500 million and $1.0 billion.  In addition to the financial targets, the PFP Program incorporates a factor which reflects the executive’s annual performance evaluation rating.
		

		
			 
		

		
			The financial targets for the then current year are determined annually by the Personnel Committee at its February meeting and communicated to all Management Group PFP Program participants.  In order to earn a payout in any category, the established target must be met or exceeded.  Payout amounts are determined and paid in April of the following year after the completion of the annual officer performance evaluations and the release of peer group loan quality data by the Federal Deposit Insurance Corporation.Exhibit 105

		
			EXHIBIT 10.5
		

		
			 
		

		
			FRANKLIN FINANCIAL SERVICES CORPORATION 
		

		
			DIRECTORS’ PAY FOR PERFORMANCE PROGRAM
		

		
			(Effective January 1, 2008)
		

		
			 
		

		
			Franklin Financial Services Corporation (the “Corporation”) establishes this Directors’ Pay for Performance Program (the “Program”) to provide to the members of the board of directors (the “Board”) of the Corporation and the board of directors of Farmers and Merchants Trust Company of Chambersburg (“F&M Trust”) who are not also employees of the Corporation or F&M Trust an annual incentive to assist the Corporation in achieving certain financial targets.
		

		
			 
		

		
			Participation
		

		
			 
		

		
			Participation in the Program shall be limited to nonemployee directors of the Corporation and F&M Trust.
		

		
			 
		

		
			Awards
		

		
			 
		

		
			Each participant shall be eligible to receive an annual cash bonus (a “Bonus”) upon achievement by the Corporation of certain financial targets to be established from time to time by the Board based upon the average annual increase in the Corporation’s fully diluted earnings per share over rolling measurement periods of three calendar years each. (For example, the first three-year measurement period shall consist of calendar years 2006, 2007 and 2008, the next three-year measurement period shall consist of calendar years 2007, 2008 and 2009, and so forth). A target Bonus shall be established as a percentage of the retainer fees earned by a participant during the third calendar year of each three-year measurement period. A participant may receive a Bonus in an amount which is more or less than the target Bonus, depending on the extent to which the Corporation meets or exceeds the financial target set by the Board for the three-year measurement period involved. The manner in which a Bonus shall be determined under the Program is more fully described in Exhibit  A attached hereto.
		

		
			A participant who becomes a director of the Corporation and of F&M Trust after the beginning of a calendar year shall be eligible to receive any Bonus that is earned and becomes payable the following year, but the amount of the Bonus to be paid to such participant shall be prorated based upon the retainer fees earned by such participant during such calendar year (and will accordingly be less than would have been the case had the participant served as a director for the entire calendar year). A participant who resigns or retires as a director or who dies after the beginning of a calendar year shall be eligible to receive any Bonus that is earned and becomes payable the following year, but the amount of the Bonus to be paid to such participant shall be prorated based upon the retainer fees earned by such participant during such calendar year (and will accordingly be less than would have been the case had the participant served as a director for the entire calendar year).
		

		
			 
		

		
			For purposes of this Plan, the term “retainer fees” means all retainer fees (including the additional retainer fees paid to the Chairman of the Board and to certain committee chairmen) earned by a director for service as a director of the Corporation and as a director of F&M Trust, including retainer fees deferred under the Farmers and Merchants Trust Company of Chambersburg Directors’ Deferred Compensation Plan. The term “retainer fees” does not include committee meeting attendance fees or any other fees of any kind whatsoever.
		

		
			 
		

		
			Payment
		

		
			 
		

		
			Bonuses earned under the Program shall be paid on April 15 of the calendar year next following the third calendar year of the three-year measurement period to which such Bonuses relate or as soon thereafter as administratively possible; provided, however, that such Bonuses shall in any event be paid not later than June 30 of such next following calendar year.  A participant’s Bonus shall be paid to the participant or, in the event of the participant’s death prior to the payment date, unless otherwise directed in writing by 
		

		 

 

		the participant, such Bonus shall be paid to the participant’s spouse if such spouse survives the participant and to the participant’s estate if such spouse does not survive the participant.
		

		
			 
		

		
			Administration and Discretion
		

		
			 
		

		
			The Program shall be administered by the Personnel Committee of the Board or by such other Committee as may from time to time be designated by the Board (the “Committee”). All determinations by the Committee on matters relating to the Program will be final and binding on each participant. The Committee shall, in its sole discretion, determine whether a financial target has been met and the extent to which (if at all) such target has been exceeded.
		

		
			 
		

		
			Amendment and Termination
		

		
			 
		

		
			The Board shall have the right to modify, amend, suspend or terminate the Program at any time.
		

		
			 
		

		
			Term of Program
		

		
			 
		

		
			The Program shall be effective as of January 1, 2008, and shall continue until terminated by the Board.
		

		
			 
		

		
			Miscellaneous Provisions
		

		
			 
		

		
			Neither the Program nor any action taken hereunder shall be construed as giving any participant any right to be elected or re-elected as a director of the Corporation or F&M Trust.
		

		
			 
		

		
			A participant’s right or interest in the Program shall not be assigned, transferred, hypothecated, or encumbered, in whole or in part, either directly or by operation of law or otherwise (except in the case of the participant’s death, by will or the laws of descent and distribution) including, but not limited to, execution, levy, garnishment, attachment, pledge, bankruptcy, and no such right or interest of any participant in the Program shall be subject to any obligation or liability of such participant.
		

		
			 
		

		
			The provisions of the Program shall be governed by and construed in accordance with the laws of the Commonwealth of Pennsylvania.
		

		
			 
		

		

		

		 

 

		

			 

		

		Exhibit A
		

		
			 
		

		
			Target Bonus
		

		
			 
		

		
			Ten percent (10%) of the retainer fees earned for service as a director of the Corporation and of F&M Trust during the third calendar year of a three-year measurement period.
		

		
			 
		

		
			Financial Targets
		

		
			 
		

			
					
						 

					
					
						 

					
					
						 

					
					
						 

				
	
					
						Average Annual Increase in Earnings Per Share

					
					
						Amount of Bonus as a

				
	
					
						 

					
					
						During a Three-Year Measurement Period

					
					
						 

					
					
						% of Target Bonus

				
	
					
						 

					
					
						Less than 5.00%

					
					
						 

					
					
						50%

				
	
					
						 

					
					
						 

					
					
						 

					
					
						 

				
	
					
						 

					
					
						5.00% to 7.99%

					
					
						 

					
					
						100%

				
	
					
						 

					
					
						 

					
					
						 

					
					
						 

				
	
					
						 

					
					
						8.00% to 9.99%

					
					
						 

					
					
						125%

				
	
					
						 

					
					
						 

					
					
						 

					
					
						 

				
	
					
						 

					
					
						10.00% or higher

					
					
						 

					
					
						150%EX-10.20

 Exhibit 10.20 
  

					
	

		 GLOBAL INDEMNITY PLC

    Insurance & Reinsurance
		

 January 1, 2015 
 Stephen
Green (“Executive”) 
 EXECUTIVE EMPLOYMENT TERM SHEET 
  

			
	POSITION, TITLE, &		
	REPORTING:		Executive shall serve as President reporting to the Chief Executive Officer (“CEO”) of Global Indemnity PLC (including affiliates, “GBLI”). Executive will be employed by Global Indemnity Reinsurance Company, Ltd
(“Employer”).
		
	TERM:		January 1, 2015 (start date) through January 1, 2020, (initial term).
		
	 ANNUAL BASE SALARY
 AND OTHER
COMPENSATION:
		$275,000 per annum; may be adjusted once a year at the discretion of the Board of Directors.
		
			 •    Employer will pay 100% of the Bermuda Government Social Insurance contribution and the Government Payroll
Tax.

		
	ANNUAL BONUS OPPORTUNITY &		
	COMPONENTS:		All bonus awards shall be in accordance with the Global Indemnity
			PLC Incentive Compensation Plan (partially represented below) as determined by GBLI’s Board of Directors (“Board”) in its sole discretion. The bonus will be composed of cash and restricted shares (which restrictions
shall be determined by the Board in its sole discretion). The CEO of GBLI is afforded the discretion to adjust the actual bonus upwards or downwards, or to eliminate the Executive’s bonus in its entirety. All awards will be based on Global
Indemnity Reinsurance Company Ltd results (premium, income, loss ratio and expense ratio).
		
			 •    Cash Component: Target at 50% of Annual Base Salary;

  

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			 •    Restricted Shares Component: Target at 50% of Annual Base Salary

		
			 •    50% of each Restricted Shares award will vest ratably over a three-year period. These Restricted
Shares will vest:

		
			 •    16.5% on the first anniversary of the last day of a Bonus Year;

		
			 •    16.5% on the second anniversary of the last day of a Bonus Year; and

		
			 •    17.0% on the third anniversary of the last day of a Bonus Year.

		
			 •    The remaining 50% of the Restricted Shares award is subject to re-measurement of the GAAP Accident Year
Combined Ratio, excluding corporate expenses by an independent actuary. To qualify for the award, the GAAP Accident Year Combined Ratio excluding corporate expenses cannot be greater than that was originally presented to and approved by the Board on
or before March 1” of the original year. If the award is granted, it will vest on a date specified by the Board but no later than March 15th·

		
			 •    For purposes hereof, in the event Executive: resigns or is terminated for any reason; has informed GBLI
that Executive intends to resign; or has been informed that GBLI intends to terminate Executive’s employment, all unvested Restricted Shares shall be automatically extinguished for all purposes (as if such shares had never been provisionally
issued or granted) and shall no longer be eligible for vesting.

		
			 •    The bonus is subject to Board discretion and approval. Adjustments to the Plan and Actual results are
subject to Board discretion; those plans are based on Global Indemnity Reinsurance Company Ltd.’s plans solely.

		
	DISCIPLINARY AND GRIEVANCE		
	PROCEDURE:		Grievances and disciplinary issues shall be presented to the board of directors of the Employer as necessary by the employee. Any resolution to such matters will be at the discretion of the board.
		
	TERMINATION:		If the Executive is terminated from his job without cause, he shall receive one month severance for each year worked with the Company up to a maximum of twelve months’ severance, unless he fails to provide Global Indemnity with
a general release of

  
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			claims in a form satisfactory to the Company. For the sake of clarity, he shall not be entitled to severance if he resigns from his job with the Company for any reason, or he dies or he becomes disabled and cannot continue to
perform the functions of his job or if the Company terminates his employment because of a Cause Event.
		
			The Employer or Executive shall give three (3) months’ notice. The Employer reserves the right not to require the Executive to work his notice or to otherwise require the Executive to take garden leave or otherwise absent
himself from the Employer’s office during the notice period.
		
	AGREEMENT:		This Term Sheet shall constitute a fully integrated, legally binding agreement superseding all prior agreements, representations, and promises among Executive and GBLI if and only if it is manually signed (and initialed on each
page) by CEO and Executive. This Term Sheet and agreement may only be amended or modified and provisions hereof and rights and obligations hereunder may only be waived by a written document manually executed by CEO and Executive, which document
states that the document was intended to amend or modify this Term Sheet and agreement or waive rights or obligations hereunder.

 The foregoing is agreed to by CEO and Executive as of 2/18, 2015. 

GLOBAL INDEMNITY PLC 

									
					
			/s/ Cynthia Valko						/s/ Stephen Green
			 By: Cynthia Valko
 Its: Chief Executive
Officer
						 Stephen Green

(“Executive”)

  
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