Document:

Barnes Group Inc. Executive Separation Pay Plan

 Exhibit 10.13 
 BARNES GROUP INC. EXECUTIVE SEPARATION PAY PLAN 
 As Amended December 30, 2007

 1. Purpose. The purpose of the Barnes Group Inc. Executive Separation Pay Plan (the “Plan”) is to provide appropriate benefits
to eligible executives of Barnes Group Inc. (the “Company”) whose employment is terminated by the Company. 
 2. Covered Employees.
Full-time salaried employees of the Company who are in salary grades 24 and above, and full-time salaried employees of the Company who are in salary grades 18 through 23 who have at least six months of service, are covered by the Plan. A person is
considered to be a full-time employee if the person is regularly scheduled to work at least 30 hours per week. A covered employee who is employed outside of the United States of America shall be entitled to the benefits under this Plan, subject to
the terms and conditions hereof, unless severance benefits of other amounts or types and upon different conditions are prescribed by the laws or customary practices of the jurisdiction where such employee is employed. 
 3. Payment of Benefits. An employee covered under the Plan is entitled to receive benefits under the Plan if s/he experiences an involuntary Separation
from Service within the meaning of Treasury Regulation section 1.409A-1(n)(1) or has a Separation from Service pursuant to a window program within the meaning of Treasury Regulation section 1.409A-1(b)(9)(iii) & (vi); provided, however,
that no benefits will be paid under the Plan if: 
  

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	(a)	the termination action is determined by the Company to be based on misconduct of any type including, but not limited to, violation of any Company rules or policies, or activity
which results in the conviction of a felony; or 

  

	(b)	the termination is the result of the sale of the stock or substantially all of the assets of a business unit of the Company and the employee is offered employment by the purchaser,
within 30 days after the closing of the sale, in a position that is at least comparable to, and for compensation and benefits that are, in the aggregate, at least substantially equivalent to, the employee’s position, compensation and benefits
with the Company prior to the sale. 

 For purposes of this Plan, a “Separation from Service” means a separation from service with
the Company within the meaning of Treasury Regulation section 1.409A-1(h). An employee who is entitled to receive benefits under the Plan in accordance with Section 2 and the foregoing provisions of this Section 3 is hereinafter sometimes
referred to as a “terminated employee”. 
 4. Severance Pay. 
  

	4.1	A terminated employee who is entitled to receive benefits under this Plan is eligible to receive severance pay based on the following schedule: 

  

	 	(a)	Grades 18-20: four months of base salary plus an additional two weeks of base salary for each year of service over five years up to a maximum total payment of six months of base
salary. 

  

	 	(b)	Grades 21-23: seven months of base salary. 

  

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	 	(c)	Grades 24 and above, except for the President and Chief Executive Officer: twelve months of base salary. 

 The minimum severance pay benefit payable under this Plan shall be one month’s base salary or the amount of accrued vacation, whichever is greater.
In no event will more than the minimum severance pay benefit (including but not limited to benefits payable pursuant to Section 6 below) be paid or provided unless the terminated employee executes after Separation from Service a release of any
claims in a form approved by the Company’s General Counsel, the executed release is delivered to the Company within 45 days after the Separation from Service, and the release becomes irrevocable within 60 days after the Separation from Service.
Any severance pay benefits in excess of the minimum severance pay benefit that, but for this and the preceding sentence, would be paid or provided before the release becomes irrevocable shall be paid or provided after the release becomes irrevocable
and within 74 days after the Separation from Service. For purposes of the Plan, “base salary” shall be deemed to mean the employee’s base salary in effect immediately prior to the Separation from Service and any severance payment
shall be calculated on the basis of the employee’s salary grade immediately prior to Separation from Service. 
  

	4.2	Payment shall be made on the terminated employee’s regularly scheduled payroll payment dates as if he/she had continued as an employee and will be subject to normal deductions
for items such as income taxes, Social Security, and Medicare. 

  

	4.3	 Severance pay for a terminated employee who was in any of salary grades 18 through 26 shall cease on the date that such terminated employee begins other 

  

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employment, including but not limited to work for another party. The terminated employee shall promptly notify the Company in writing when he/she commences
such employment. 

  

	4.4	Severance pay for a terminated employee who was in any of salary grades 27 and above shall not cease on the date that such terminated employee begins other employment, including but
not limited to work for another party, but shall continue throughout the entire severance period. 

 5. Accrued Vacation. A
terminated employee who executes a release of claims in a form approved by the Company’s General Counsel shall be paid for any unused vacation or paid time off that he/she has accrued in accordance with Company policy prior to the termination
date. Payment for such accrued unused vacation or paid time off shall be made in a lump sum, net of normal deductions for items such as income taxes, Social Security and Medicare, within five days after the employee’s termination date.

  

	6.	Other Benefits. 

  

	6.1	 A person may continue participation, on the same terms in effect immediately prior to termination, in the Company’s medical, dental, group life, supplemental
life, dependent life, accidental death and dismemberment insurance, flexible benefit (i.e., premium pass-through plan, health care reimbursement account and dependent care reimbursement account), and long term disability plans for the period during
which he/she receives severance payments. If payments cease during but prior to 

  

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the end of any month, coverage will continue until the end of the last month during which such terminated employee receives any severance payments. Subject
to the penultimate sentence of Section 4.1 above, until the end of the calendar quarter in which the last severance payment is made to a terminated employee pursuant to Section 4 hereof, such terminated employee shall receive the
same benefits, if any, under the Company’s Enhanced Life Insurance Program (ELIP) or Senior Executive Enhanced Life Insurance Program (SEELIP) (whichever program applied to the terminated employee immediately prior to such employee’s
Separation from Service), at the same times, that the terminated employee would have received if the terminated employee’s employment had continued until the end of the calendar quarter in which the last severance payment is made to such
terminated employee pursuant to Section 4 above. Notwithstanding anything to the contrary herein, the Company reserves the right to discontinue or change the terms (including but not limited to the carrier) of any employee benefit plan. After
severance payments cease, COBRA medical and dental coverage and the health care reimbursement account may be continued as required by law. 

  

	6.2	Except to facilitate benefit continuation as provided in Section 6.1 hereof, a person’s status as an employee shall cease upon the termination date and not continue during
the period in which severance payments are made. Without limiting the foregoing, employment shall be terminated for purposes of the Retirement Savings Plan, any applicable pension or profit-sharing plan, stock option plans, and for all other
purposes upon the termination date. 

  

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	6.3	The right of a terminated employee to any series of installment payments, including without limitation severance payments and taxable benefits, that are to be paid or provided under
this Plan and that is eligible to be treated as a right to a series of separate payments under Treasury Regulation section 1.409A-2(b)(2)(iii), including in particular but not limited to the right of a terminated employee to the series of severance
payments under Section 4 and benefits (including without limitation ELIP and SEELIP benefits) under Section 6.1, shall be treated as a right to a series of separate payments for purposes of Section 409A of the Internal Revenue Code of
1986, as amended (the “Code”), including without limitation for purposes of the short-term deferral rule set forth in Treasury Regulation section 1.409A-1(b)(4). 

 7. Administration. 
  

	7.1	Benefits Committee. The Plan is administered by the Benefits Committee of the Company’s Board of Directors (the “Committee”). The Committee may promulgate rules or
regulations for the administration of the Plan. The Committee shall, in its sole discretion, interpret and construe the Plan’s terms and conditions, and determine an individual’s eligibility for benefits. Any interpretations, constructions
or determinations made by the Committee in good faith shall be final and binding. 

  

	7.2	 Claims Procedure. If any person believes that he/she is not receiving any benefits to which he/she is entitled under the Plan, the person, after reviewing the
matter with the human resource representative serving the person’s place of work, may file a written claim with the Director, Leadership and Development, Barnes Group Inc., 

  

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123 Main Street, Bristol, Connecticut 06010, or such other person designated by the Benefits Committee, who shall respond to such claim in writing within 45
days after its receipt. If any claim is denied, the claimant may appeal such denial in writing to the Benefits Committee, c/o Barnes Group Inc., 123 Main Street, Bristol, Connecticut 06010. Any such appeal must be filed within 60 days after the
denial of the claim. The Benefits Committee shall notify the claimant of its decision in writing within 60 days after receiving the appeal. 

 8. Other Provisions. 
  

	8.1	This Plan may be amended or terminated at any time by the vote of a majority of the members of the Benefits Committee. 

  

	8.2	The benefits to be provided under this Plan shall not be funded and shall be paid out of the general assets of the Company. 

  

	8.3	For purposes of determining: 

  

	 	(a)	an employee’s eligibility under Section 2 of the Plan; 

  

	 	(b)	the schedule of severance pay payments under Section 4 of the Plan; and 

  

	 	(c)	the period of continuation of other benefits described in Section 6 of the Plan, only service since the employee’s last date of hire with the Company shall be counted.

  

	8.4	The Plan shall be construed, administered and enforced under the laws of the State of Connecticut. 

  

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	8.5	Any provision of this Plan to the contrary notwithstanding, if a terminated employee who is entitled to payments or benefits under this Plan is a specified employee (within the
meaning of Treasury Regulation Section 1.409A-1(i)) on the date of Separation from Service, any payment or benefit to be paid or provided to such terminated employee pursuant to this Plan that constitutes deferred compensation that is subject
to Section 409A of the Code and that is payable on account of Separation from Service during the six month period following Separation from Service shall not be paid during such six month period but instead shall be accumulated and paid to such
terminated employee on the first day of the seventh month following the date of Separation from Service (or, if earlier, within 14 days after the death of the terminated employee). The preceding sentence shall not apply to any payment or benefit
that is not subject to Section 409A of the Code as a result of Treasury Regulation Section 1.409A-1(b)(4) (relating to short-term deferrals), Treasury Regulation Section 1.409A-1(b)(9) (relating to separation pay plans), or otherwise.

  

							
	 Effective:
	 	May 1, 1992	  		  	
				
	 Revised:
	 	April 5, 2000	  		  	
		 	June 29, 2006	  		  	
		 	August 29, 2006	  		  	
		 	December 30, 2007	  		  	

  

 8First Amendment to Employment Agreement

 EXHIBIT 10.18 (ii) 
 FIRST AMENDMENT TO EMPLOYMENT AGREEMENT 
 BETWEEN BARNES GROUP INC. AND 
 GREGORY F. MILZCIK 
 WHEREAS, Barnes Group
Inc. (the “Company”) and Gregory F. Milzcik (the “Executive”) entered into an employment agreement, dated as of October 19, 2006 (the “Employment Agreement”), in connection with his appointment as Chief Executive
Officer of the Company; 
 WHEREAS, subsequent to the entry into such Employment Agreement, the final regulations were promulgated under
Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”), which require certain changes to certain kinds of compensatory agreements, to the extent that such agreements could provide for the payment of deferred
compensation; 
 WHEREAS, the date for compliance with the requirements of such final regulations has been extended to December 31,
2008, but due to the limitations and constraints of certain transitional relief, certain actions in respect of such arrangements may best be taken prior to January 1, 2008; 
 NOW THEREFORE, the Company and the Executive agree to amend the Employment Agreement in the manner set forth below, to address certain issues arising
under Section 409A of the Code, and to clarify the time and form of certain payments otherwise provided for under the Employment Agreement: 
 1.     Section 4.6(a)of the Employment Agreement is amended to delete the words “until the Executive attains age 65” from the first sentence thereof. 
 2.     Section 4.6 of the Employment Agreement is further amended to add a new Section 4.6(f) thereto, to read as
follows: 
 (f) Additional Conditions in Respect to Reimbursements. For the avoidance of doubt, the Executive’s
entitlement to be reimbursed for any expense as provided in this Section 4.6 is subject to the Executive’s continued employment with the Company on the date such expense is incurred. Unless such requirement shall be waived by the Company,
with the consent of the Compensation Committee, any and all documentation required for the reimbursement of any expense incurred in accordance with this Section 4.6 must be provided to the Company on or before February 15 of the calendar
year following the year in which such expenses were incurred, provided that, with respect to expenses incurred after 2007, documentation of expenses incurred prior to September 30 shall be required to submitted by December 31 of the
calendar year in which incurred. Any expense for which any required documentation is not 

 
timely received (or waived) by the Company shall not be reimbursed hereunder. The Company shall make all reimbursements of the Executive’s financial
planning, leased automobile and club membership expenses for which appropriate documentation has been received (or waived) and all payments of any tax gross-up in respect of any reimbursable financial planning expenses within 90 days of the
submission of the requisite documentation, but in all events on or before March 15 of the year following the year in which the related expense was incurred. 
 3.     Section 4.7 is amended to add the following at the end thereof: 
 Unless
such requirement shall be waived by the Company, with the consent of the Compensation Committee, any and all documentation required for the reimbursement in accordance with this Section 4.7 of any legal fees incurred must be provided to the
Company on or before March 15 of the calendar year following the year in which such expenses were incurred. Any expense for which any required documentation is not timely received (or waived) by the Company shall not be reimbursed hereunder.
The Company shall make all required reimbursements of the Executive’s legal fees under this Section 4.7 for which appropriate documentation has been received (or waived) within 90 days of receipt of the required documentation, but in no
event later than the end of the calendar year following the year in which such expenses were incurred. No expenses incurred more than ten (10) years after the date of the Executive’s termination of employment with the Company shall be
subject to reimbursement under this Section 4.7. The amount of any expenses for legal fees incurred by the Executive in any given calendar year shall not affect the Executive’s right to be reimbursed for any expenses for legal fees
incurred by the Executive in any other calendar year. In no event may the Executive’s right to have his legal fees reimbursed pursuant to this Section 4.7 be exchanged for any other benefit. 
 4.     Section 5(c) is amended by changing each reference to “Section 6(b)” in such Section 5(c) to a
reference to “Section 5(b).” 
 5.     Section 6.2 is amended to delete the last paragraph thereof
and to insert a new last paragraph, to read as follows: 
 For purposes of this Section 6.2, the “Severance Period” shall mean
the period commencing on the date of termination and ending on the day before the second anniversary of such termination date. Except as otherwise expressly provided in Section 6.5, all payments to be made or benefits provided under this
Section 6.2 shall be made and benefits provided when such payments or other benefits would have been made or provided if the Executive’s employment had not terminated (e.g., so that the Executive shall be paid the amounts payable in
respect of Salary in equal installments on the first working day of each month following the date of 

  

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the Executive’s termination of employment and annual bonus shall be paid on March 1 of the calendar year following the calendar year for which such
bonus would otherwise have been payable). Each monthly payment to made under this Section 6.2 corresponding to the Executive’s Salary and each payment in respect of the Executive’s annual bonus shall be treated as a right to a series
of separate payments in accordance with the provisions of Treas. Reg. §§1.409A-2(b)(2)(iii) and (iv). Notwithstanding any else contained in this Section 6.2 or elsewhere in this Agreement to the contrary, the term “termination of
employment” or any similar phrase or terms shall be interpreted to mean a “separation from service” within the meaning of Section 409A of the Code and the regulations and other applicable guidance promulgated thereunder.

 6.     Section 6.4 is amended to add a new sentence at the end of the first paragraph thereof, to read as
follows: 
 For the avoidance of doubt, no severance benefits shall be payable to the Executive under this Section 6.4 to the extent
that, following a Change of Control, his employment is terminated by reason of his death or his Disability. 
 7.     Section 6.5 is deleted in its entirety and a new Section 6.5 is added, to read as follows: 
 6.5    Compliance with Section 409A.  Notwithstanding anything contained in this Agreement, any payment to be made to the Executive in accordance with this Section 6 may
be delayed or deferred by the Company in order to comply with all applicable laws, regulations and rules (including, without limitation, rules of any stock exchange on which the Company’s shares are listed), so long as such action would not
subject such payment to an additional tax pursuant to the provisions of Section 409A of the Code. Without limiting the generality of the foregoing sentence, any payments due under this Section 6 within six months following the date of the
Executive’s termination of employment that are treated as deferred compensation subject to Section 409A of the Code or any successor or similar tax law or regulation, shall, if and solely to the extent necessary to cause the Executive not
to be subject to the additional tax thereunder, be made six months following such termination (or, if earlier, within ten (10) business days following the date of the Executive’s death). Any amount deferred shall bear interest for the
period of the deferral at the applicable federal rate determined in accordance with Section 1274 of the Code, and such interest shall be paid with and as part of the deferred payment on the six month anniversary of the date of the
Executive’s termination of employment. For the 

  

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 avoidance of doubt, this Section 6.5 shall not apply to any amounts which were earned and vested as
of December 31, 2004 and not treated as subject to Section 409A of the Code by reason of the grandfathering provisions thereof. 
 8.     Except as otherwise expressly provided herein, the Employment Agreement shall continue in full force and effect. 
 IN WITNESS WHEREOF, the Company and the Executive has caused this First Amendment to be executed as of this 31st day of December, 2007. 
  

			
	BARNES GROUP INC.
	
	Thomas O. Barnes
		
	By:	 	/s/ Thomas O. Barnes
	Its:	 	Chairman of the Board
	
	GREGORY F. MILZCIK
	
	/s/ Gregory F. Milzcik

  
  
  

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