Document:

exv10w9

Exhibit 10.9

Employee Performance Incentive

Compensation Plan

Effective January 1, 2010

Performance Period: January 1 — December 31, 2010

 

 

	I.	 	Philosophy/Purpose of the Plan
	 
	 	 	The purpose of the ev3 Inc. Employee Performance Incentive Compensation Plan (the
“Plan”) is to provide financial reward in addition to base salary, based on achievement of
specific performance, to those who significantly impact the growth and success of the
Company. The plan is designed to reward employees for achieving stretch annual goals and to
closely align their accomplishments with the interests of the company’s shareholders. This
is done by providing annual incentives for the achievement of key business and individual
performance measures that are critical to the success of the Company while linking a
significant portion of an employee’s annual compensation to the achievement of such
measures.
	 
	II.	 	Eligible Participants
	 
	 	 	The Company will determine eligibility criteria for the Plan on an annual basis and in
its sole discretion. For 2010, the Plan covers the following: (i) all regular, salaried,
exempt United States employees in Levels 2 and above, inclusive, and (ii) international and
expatriate/inpatriate employees who are determined by the Company to be eligible for
participation. Notwithstanding the foregoing, employees in positions covered by sales
compensation plans are not eligible Participants in the Plan.
	 
	 	 	The Plan year runs from January 1 — December 31 of each year (the “Plan Year”). Payouts
will be made on an annual basis during the period beginning on the first day of the calendar
year following the performance year and ending on March 15th of such calendar year.
Participants with less than a full year of service or whose incentive target percent has
changed during a Plan Year may be eligible to participate in the plan on a prorated basis,
determined by the percentage of time they were eligible to participate during that Plan Year
under applicable criteria. Plan Participants with less than three (3) full months of
eligible service on December 31 of a particular Plan Year will not be eligible to receive an
award under the Plan for that Plan Year.
	 
	 	 	To be eligible, Participants must have established and approved annual individual
performance goals by the end of the first quarter of each Plan Year (or, for new employees,
within two (2) months of the employee’s start date). Managers are responsible for meeting
this deadline. Participants and Managers who do not complete the annual individual
performance goal setting process by such deadlines may become ineligible to participate in
the Plan for that Plan Year.
	 
	III.	 	Administration of the Plan
	 
	 	 	The Compensation Committee of the Board of Directors of the Company will administer the
Plan. The Compensation Committee, in its sole discretion, may delegate to the Company’s
Chief Executive Officer activities relating to Plan administration that are not required to
be exercised by the Compensation Committee under applicable laws, rules, regulations and the
Compensation Committee Charter. Delegable activities include, but are not limited to,
establishing any policies under the Plan, interpreting provisions of the Plan, determining
eligibility to participate in the Plan, and approving any final payouts under the Plan that
do not affect Executive Officer level employees. All decisions of the Compensation
Committee and the Chief Executive Officer will be final and binding upon all parties,
including the Company and Plan Participants.

 

 

	IV.	 	Incentive Targets
	 
	 	 	Incentive targets have been approved by the Compensation Committee for all eligible
Plan Participants based upon their level of responsibility within the Company and impact on
the business. These incentive targets represent the incentive (as a percent of a Plan
Participant’s base salary) that a Plan Participant is eligible to receive under the Plan.
It is the Company’s intention to provide
significant incentive and reward opportunities to its employees for world-class performance
achievement.
	 
	 	 	Each position level (2-11) has an established target bonus, expressed as a percentage of
base salary, as illustrated below and in the attached Target Bonus Table.

	 	 	 	 	 	 	 	 	 
	 	 	Salary Level	 	Standard % of Base Salary Earned
	CEO
	 	 	11	 	 	 	100	%
	COO
	 	 	10	 	 	 	75	%
	Executive Vice President
	 	 	10	 	 	 	65	%
	CFO & Divisional Presidents
	 	 	9	 	 	 	60	%
	OC Members
	 	 	8	 	 	 	50	%
	VP
	 	 	7	 	 	 	40	%
	(Sr.) Director
	 	 	6	 	 	 	30	%
	(Sr.) Managers, Principals
	 	 	5	 	 	 	25	%
	Supervisors/Sr. Level Contributors
	 	 	4	 	 	 	15	%
	Intermediate level
	 	 	3	 	 	 	10	%
	Entry Level Individual Contributors
	 	 	2	 	 	 	8	%
	Non-exempt
	 	 	1	 	 	Not eligible

	 	 	The actual incentive is capped at 150% standard, or may result in 0 bonus based on
achievement. In unusual circumstances, modifications may be made if, in the Compensation
Committee’s final judgment the calculations does not accurately reflect performance.
	 
	V.	 	Individual Performance Measures
	 
	 	 	Individual performance measures for a Plan Year are established during the
annual goal setting process. Each Plan Year, all Plan Participants are required to develop
three to five written, measurable and specific Management By Objectives (MBO’s), which must
be agreed to and approved by the Participant and two management levels above the Participant
by the end of the first quarter. For Executives in Grade Level 8 and up, each MBO and
targeted achievement levels must be approved by the President and CEO and the Compensation
Committee. All objectives are weighted by agreement, with areas of critical importance or
critical focus weighted most heavily. A rating of 1 to 5 is agreed upon, providing specific
achievement levels for each rating. A rating of 3 will always equal “on plan” performance.
	 
	VI.	 	Company Performance Measures
	 
	 	 	For each Plan Year, the Compensation Committee, together with input from the Company’s
Chief Executive Officer, will identify critical Company performance measures. The 2009
Company performance measures are:

	 	•	 	Worldwide Revenue
	 
	 	•	 	Operating Profit
	 
	 	•	 	Daily Sales Outstanding — “DSO”
	 
	 	•	 	Days on Hand “Inventory DOH”

	 	 	The finance team will work with each operating unit to establish specific financial
objectives for the Incentive Plan Company performance measures, which will be tied to the
company’s approved

 

 

		 	operating plan. All objectives are weighted by agreement, with areas of
critical importance or critical focus weighted most heavily. In addition, for each
performance measure, targets have been established for each rating level 1 to 5. A rating
of 3 will always equal “on plan” performance.
	 
	VII.	 	Bonus Calculation
	 
	 	 	All Plan performance measures and objectives are rated (based on the achievement grid)
and weighted based on relative importance in order to obtain a weighted performance rating
for each
objective. All weighted performance ratings are added together to obtain an overall rating
for each Participant.
	 
	 	 	An aggregate average for the corporate, divisions and individuals goals must meet at least a
1.5 to meet the minimum 50% payout threshold. There are no awards if final overall rating
is below a 1.5. A scale for calculating actual achievement percentage will be used as
follows:

	 	 	 	 	 	 	 	 	 
	 	 	Overall Rating	 	Percentage Achievement
	 
	 	 	5	 	 	 	150	%
	 
	 	 	4	 	 	 	125	%
	 
	 	 	3	 	 	 	100	%
	 
	 	 	2	 	 	 	75	%
	 
	 	 	1.5	 	 	 	50	%

	 	 	Increments between rating levels will be interpolated as closely as possible to determine an
actual incentive percentage, e.g. an overall rating of 3.5 equals a 112.5% incentive
percentage.
	 
	 	 	For each Participant the actual incentive percentage is multiplied by the target bonus
percentage to calculate the award, e.g. 112.5% actual incentive percentage times 20% target
bonus equals an award of 22.5% of earned base salary.
	 
	 	 	For new or newly eligible Participants who join the plan during the plan year, the award may
be calculated either by using base salary or pro-rated salary depending on the terms and
conditions of the job offer, as documented in the offer letter and approved in advance by
the Compensation Committee.
	 
	VIII.	 	Individual Incentive Payment Criteria, Calculation, and Payout
	 
	 	 	A Plan Participant must remain actively employed by the Company past December
31st of the Plan Year to be eligible for an incentive payment under the Plan for
that Plan Year.
	 
	 	 	The incentive payment under the Plan for any eligible Plan Participant for a particular Plan
Year will vary depending upon the approved individual objectives and company performance
measures, the Plan Participant’s base salary as of November 1 of that Plan Year, and the
Plan Participant’s incentive target for that Plan Year.
	 
	 	 	In the following cases, the final incentive payout will be prorated. If the Plan Participant
was on a Leave of Absence for part of the Plan Year, their bonus will be pro-rated based
upon the number of days they were actively working within the year. If the Plan Participant
works less than a full-time schedule (40 hours/week), the incentive payout will be prorated
for the hours worked or if the Plan Participant has a change to their full-time status
throughout the year, their incentive payout will likewise be prorated for the portion of the
year in which they worked a part time schedule. If the Plan Participant received a promotion
during the year prior to November 1 with a change in target incentive, the final payout will
be prorated for the time spent at each incentive target using the base salary as of November
1. Lastly, if a plan Participant were to change divisions within ev3 during the plan year
and prior to November 1, the final payout will be prorated for the time spent in each
division. If the Participant changes divisions after November 1, the incentive payout will
be determined by using the prior division results.

 

 

	 	 	At the end of the plan year, each Participant will review their MBO’s and results with their
direct manager to determine the rating earned for each MBO objective. Each MBO objective
rating will be combined to calculate an overall rating for the individual objectives. In
addition, as soon as practicable after the appropriate financial and other data has been
compiled, the finance department will calculate the ratings for the overall ev3 and each
business unit financial goals. These ratings will be combined together per the applicable
weighting factors to determine the final payout for each individual Plan Participant.
Individual incentive payments under the Plan will be made in a lump sum, less applicable
withholding taxes, as soon as reasonably practicable after the determination of such
payments, during the period beginning on the first day of the calendar year following the
performance year and ending on March 15 of such calendar year.
	 
	 	 	In all cases, recommendations for final incentive awards are submitted to the Chief
Executive Officer for approval, with final approval by the Compensation Committee. In the
event that a Participant is on a Performance Improvement Plan (PIP) for all or part of the
plan year, ev3 reserves the right to withhold all or partial bonus payment from the
Participant.
	 
	 	 	The CEO and/or the Compensation Committee may make a recommendation to modify an award by
plus/minus 20% if, in its subjective judgment, the Participant has not been equitably
treated by the mechanics of the incentive plan. Such modifications of awards should only be
used in truly exceptional cases.
	 
	IX.	 	Plan Discretion
	 
	 	 	All benefits payable under the Plan are discretionary and no Plan Participant shall
have any right to payment under the Plan until actually paid.
	 
	 	 	To the extent necessary with respect to any Plan Year, in order to avoid any undue windfall
or hardship due to external causes, the Compensation Committee may without the consent of
any affected Plan Participant, revise one or more of the Company performance measures, or
otherwise make adjustments to payouts under the Plan to take into account any acquisition or
disposition by the Company not planned for at the time the Company performance measures were
established, any change in accounting principles or standards, or any extraordinary or
non-recurring event or item, so as equitably to reflect such event or events, such that the
criteria for evaluating whether a Company performance measure has been achieved will be
substantially the same (as determined by the Compensation Committee) following such event as
prior to such event.
	 
	X.	 	Recoupment Policy
	 
	 	 	Any payments under the Plan are subject to the Company’s Recoupment Policy. Under the
Company’s Recoupment Policy, the Company will, to the full extent permitted by applicable
law, have the sole and absolute authority to require that each executive officer agree to
reimburse the Company for all or any portion of any cash bonuses or incentive based
compensation if: (a) the payment was predicated upon the achievement of certain financial
results that were subsequently the subject of a [material] financial restatement, (b) in the
Committee’s view, the executive officer engaged in fraud, or misconduct that caused or
partially caused the need for a [material] financial restatement by the Company, and (c) a
lower payment would have occurred based upon the restated financial results. In each such
instance, the Company will, to the extent practicable and allowable under applicable laws,
require reimbursement of any bonus or incentive based compensation awarded to the executive
officer in the amount by which the individual executive officer’s annual bonus or incentive
based compensation for the relevant period exceeded the lower payment that would have been
made based on the restated financial results, provided that the Company will not seek to
recover bonuses or incentive based compensation paid more than months prior to the date the
applicable restatement is disclosed.
	 
	 	 	Any recoupment under the Company’s Recoupment Policy may be in addition to any other actions
or remedies that may be available to the Company under applicable law and any other policies
of the Company, including disciplinary actions up to and including termination of
employment.

 

 

	 	 	For purposes of the Company’s Recoupment Policy, the term “executive officer” means any
officer who has been designated an executive officer by the Board. For purposes of the
Company’s Recoupment Policy, the term “misconduct” means any material violation of the ev3
Inc. Code of Business Conduct, the ev3 Inc. Code of Ethics for Senior Executive and
Financial Officers or other illegal or unethical activity, as determined by the Compensation
Committee.
	 
	 	 	The Compensation Committee may delegate one or more of the duties or powers described in the
Company’s Recoupment Policy to one or more sub-committees of the Board consisting solely of
independent directors.
	 
	XI.	 	Termination, Suspension, or Modification
	 
	 	 	The Company may terminate, suspend, modify and if suspended, may reinstate or modify,
all or part of the Plan at any time, with or without notice to the Plan Participants.
Exceptions to the eligibility of, or the extent to which the Plan applies to, any particular
Plan Participant must be approved, on a case-by-case basis, by the Compensation Committee
	 
	XII.	 	Limitation of Liability
	 
	 	 	No member of the Company’s Board of Directors, the Compensation Committee, any officer,
employee, or agent of the Company, or any other person participating in any determination of
any question under the Plan, or in the interpretation, administration, or application of the
Plan, shall have any liability to any party for any action taken, or not taken, in good
faith under the Plan.
	 
	XIII.	 	No Right to Employment
	 
	 	 	This document sets forth the terms of the Plan and it is not intended to be a contract
or employment agreement between any Plan Participant and the Company. Nothing contained in
the Plan (or in any other documents related to the Plan) shall confer upon any employee or
Plan Participant any right to continue in the employ or other service of the Company or
constitute any contract or limit in any way the right of the Company to change such person’s
compensation or other benefits or to terminate the employment or other service of such
person with or without cause or notice.
	 
	XIV.	 	Non-Assignability
	 
	 	 	Except for the designation of a beneficiary(ies) to receive payments of benefits for a
particular Plan year following a Plan Participant’s death after the completion of such Plan
Year, no amount payable at any time under the Plan shall be subject to sale, transfer,
assignment, pledge, attachment, or other encumbrance of any kind. Any attempt to sell,
transfer, assign, pledge, attach, or otherwise encumber any such benefits, whether currently
or thereafter payable, shall be void.
	 
	XV.	 	Withholding Taxes
	 
	 	 	The Company is entitled to withhold and deduct from any payments made pursuant to the
Plan or from future wages of a Plan Participant (or from other amounts that may be due and
owing to the Plan Participant from the Company), or make other arrangements for the
collection of, all legally required amounts necessary to satisfy any and all federal, state,
and local withholding and employment-related tax requirements attributable to any payment
made pursuant to the Plan.
	 
	XVI.	 	Unfunded Status of Plan
	 
	 	 	The Plan shall be unfunded. No provisions of the Plan shall require the Company, for
the purpose of satisfying any obligations under the Plan, to purchase assets or place any
assets in a trust or other entity to which contributions are made or otherwise to segregate
any assets. Plan Participants shall have no rights under the Plan other than as unsecured
general creditors of the Company.

 

 

	XVII.	 	Other
	 
	 	 	Except to the extent in connection with other matters of corporate governance and
authority (all of which shall be governed by the laws of the Company’s jurisdiction of
incorporation), the validity, construction, interpretation, administration and effect of the
Plan and any rules, regulations, and actions relating to the Plan will be governed by and
construed exclusively in accordance with the internal, substantive laws of the State of
Minnesota, without regard to the conflict of law rules of the State of Minnesota or any
other jurisdiction.exv10w21

Exhibit 10.21

January 20, 2010

Brett Wall

41 Antigua

Dana Point, CA 92629

Dear Brett:

This letter agreement (“Agreement”) will outline the terms and conditions of your assignment to
Paris, France and will serve as the contract between you and ev3 Inc. (“ev3”) regarding that
transfer.

	1.	 	Assignment and Position. You have agreed to relocate to Paris, France and will
continue with the title of Sr. Vice President & President of International. You will be
expected to spend your-full time efforts in Paris for the duration of this Assignment, except
for required business trips and vacations.
	 
	2.	 	Duration of Assignment. The start date of your international assignment is
anticipated to be on or about July 1, 2010; the duration of the assignment will be up to five
years from the start date. You agree, however, that ev3 does not guarantee the duration of
this Assignment and may terminate this agreement at any time and transfer you to a comparable
and mutually agreed position, effective upon written notice to you. You further agree that it
is not feasible for ev3 to guarantee you any specific position upon termination or expiration
of this Assignment and that you therefore may be assigned to a mutually agreeable different
position at such time. If for any reason, at the end of or upon the termination of this
agreement, a mutually agreeable position is not offered, you will be entitled to a severance
package to include 12 months salary and outplacement services.
	 
	3.	 	Base Salary. Your base salary will remain $300,000 and you will be eligible to
receive merit increases on January 1 of each year.
	 
	4.	 	Incentive Payment. In addition to your base salary, you will continue to be eligible
to receive an incentive payment, in the amount of 60%

 

 

		 	of your base salary, which shall be payable according to ev3’s incentive guidelines. The
calculation of incentive payment amount will not be based upon any assignment
related payments or allowances (including without limitation, those allowances set forth
below).
	 
	5.	 	Cost of Living Allowance. You will receive an annual cost of living allowance of
$39,741 to cover the difference in every day expenses between California and Paris. The
amount will be paid through the US payroll and will begin on the date your family joins you in
Paris. As per tax equalization policy, ev3 will pay all taxes due on this allowance. This
allowance will be recalculated once a year based on changes in the cost of living of the Home
and the Host locations ,as well as the exchange rate. This information is provided by an
external party.
	 
	6.	 	Housing and Utilities in Paris. ev3 will pay monthly lease and utility costs either
through direct payment to the provider or to you directly, whichever is most cost effective,
for a suitable rental property in Paris, France. As per tax equalization policy, to the extent
any of these amounts are taxable to you, ev3 will pay all taxes owed on such amounts. The
maximum monthly cost paid for the accommodation will be 7,500 euros. If you choose a rental
unit which exceeds the budget set forth, you will be responsible for the additional rental
costs. All initial hook-up fees for establishing utilities will be reimbursed including
initial cable installation. In addition, ev3 will reimburse you for the rental of furnishings
for the duration of your assignment. In lieu of renting furnishings, ev3 will reimburse you
for the actual and reasonable purchase of furnishings. ev3 will pay all taxes due on this
furniture allowance. NOTE; We will review utility expense reimbursement once utility costs
are determined.
	 
	7.	 	Automobile in Paris. ev3 will provide an automobile for you and your spouse based
upon the automobile policy of the company in France. As per tax equalization policy, to the
extent any of these amounts are taxable to you, ev3 will pay all taxes owed on such amounts.

 

 

	8.	 	Club Dues in Paris. ev3 will reimburse you reasonable monthly club dues in Paris,
France. ev3 will pay all taxes due on this allowance. As per tax equalization policy, to the
extent any of these amounts are taxable to you, ev3 will pay all taxes owed on such amounts.
	 
	9.	 	Relocation Allowance. You will receive a one-time relocation allowance of one month
base salary to cover miscellaneous expenses related to your move to Paris, France. ev3 will
pay all taxes due on this allowance.
	 
	10.	 	Household Goods Shipment. You will be allowed shipment of personal items shipped
according to the International Transfer Policy pre and post assignment. The household goods
forwarder will be selected by ev3. You will also be reimbursed for fees and expenses related
to transportation of your pets to Paris, France. As per tax equalization policy, to the extent
any of these amounts are taxable to you, ev3 will pay all taxes owed on such amounts.
	 
	11.	 	Travel to France. You will be reimbursed for the airfares for you and your family
members ( according to the ev3 Travel Policy) for the relocation trip from CA to Paris, France
and back again to CA upon completion of assignment. Your visa must be approved before leaving
the Home Country.
	 
	12.	 	Immigration Fees. Fees related to the work authorization of your assignment will be
coordinated and paid by ev3. You must complete and provide the necessary information as
requested.
	 
	13.	 	Destination Services in France. Prior to leaving on assignment, you will be provided
assistance in finding your housing in Paris, France, assistance in reviewing the lease,
getting utilities set up, and general information your family will need to “settle in” France.
As per tax equalization policy, to the extent any of these amounts are taxable to you, ev3
will pay all taxes owed on such amounts.
	 
	14.	 	Cross-Cultural Orientation and Language Lessons. ev3 will provide cross-cultural
training and language lessons for you and your family. As per tax equalization policy, to the
extent any of these amounts are taxable to you, ev3 will pay all taxes owed on such amounts.

 

 

	15.	 	Temporary Living. Upon your arrival in France and until you are able to find your
assignment housing, ev3 will pay for your temporary lodging, meals, and incidental expenses
for up to 30 days. As per tax equalization policy, to the extent any of these amounts are
taxable to you, ev3 will pay all taxes owed on such amounts.
	 
	16.	 	Home Leave. ev3 will reimburse you for the reasonable and actual costs of up to two
(2) round-trip airline tickets (according to ev3 travel policy) for you and your immediate
family to travel from France to the US on four occasions each year during the tenure of this
Assignment. Reimbursement will be provided upon receipt of appropriate documentation for the
air travel expenses for which reimbursement is sought, in accordance with ev3’s standard
expense reimbursement policies. As per tax equalization policy, to the extent any of these
amounts are taxable to you, ev3 will pay all taxes owed on such amounts.
	 
	17.	 	California House Expenses. Upon receipt of proper documentation, ev3 will reimburse
you for the reasonable and customary cost, up to $485 per month, for routine house maintenance
necessary to reasonably maintain your California residence. As per tax equalization policy, to
the extent any of these amounts are taxable to you, ev3 will pay all taxes owed on such
amounts.
	 
	18.	 	Healthcare Benefits. You and your family will be covered under ev3’s expatriate
healthcare coverage through the Blue Cross Blue Shield network throughout your assignment.
	 
	19.	 	Tax Equalization. It is the Company’s intent that differences in income tax expense
due to a foreign assignment should not result in a significant advantage or disadvantage to
you. Through tax equalization your total tax burden will approximate that of an ev3 employee
working in his home country with the same marital and family status and comparable ev3
compensation, other income, and deductions. Instead of paying actual withholdings to the home
country tax authorities, ev3 will withhold hypothetical taxes from your salary to use against
your final hypothetical tax liability. As a global assignee, the hypothetical tax withholding
will be determined

 

 

	 	 	with the assistance of Global Tax Network (GTN). All ev3 paid income, including incentive
and stock option income, will be subject to this hypothetical tax withholding. If your
personal financial circumstances require an alteration in the hypothetical tax withholding
amount, you should discuss this with GTN. If GTN deems an alteration is warranted, they
will notify ev3 and your withholding amount will be changed. Once you are on assignment,
all tax withholding will typically take the form of this hypothetical tax withholding. ev3
may make actual national tax payments in the form of withholding on your behalf to avoid
underpayment penalties. Such payments will be accounted for on the annual tax equalization
calculation. This transaction will have no tax impact on you. GTN will contact you to
arrange a pre-assignment discussion of your tax treatment.
	 
	20.	 	Tax Preparation Expenses. ev3 will pay for tax preparation services for your home and
host country tax returns for the relevant tax years of your assignment, prepared by ev3’s tax
advisor, GTN. GTN will assist you in filing any forms necessary in order to take full
advantage of favorable tax treatment available during your assignment. It is your
responsibility to provide all relevant information on a timely basis, to adhere to all
applicable tax regulations, and to file appropriate tax returns in a timely manner. As per tax
equalization policy, to the extent any of these amounts are taxable to you, ev3 will pay all
taxes owed on such amounts.
	 
	21.	 	Employee Confidentiality Agreement. This Agreement supplements, but does not amend
or modify, the Employee Confidentiality Agreement between you and ev3 dated October 24, 2000,
which continues in full force and effect following the execution of this Agreement.
	 
	22.	 	Assignability. The rights and obligations contained herein shall be binding on and
issue to the benefit of the successors and assigns of ev3. You may not assign your rights and
obligations without the express written consent of Company.

 

 

	23.	 	At-Will Employment. Notwithstanding anything contained herein, you acknowledge and
agree that your employment status is that of an employee at-will, and your employment may be
terminated by you or ev3 at any time, with or without cause. Nothing in this Agreement shall
be construed to create a contract of employment for any definite or guaranteed length of time.
	 
	24.	 	Entire Agreement: This letter constitutes the entire Agreement between you and ev3
with respect to the subject matter hereof and supersedes all previous agreements and
understandings whether oral or written between the parties with respect to the subject matter
hereof. This Agreement may be executed in separate counterparts, and by facsimile, each of
which will be deemed an original, and when executed separately or together, will constitute a
single original instrument, effective in the same manner as if the parties had executed one
and the same instrument. This Agreement may only be modified in a writing signed by both of
the parties hereto.

Please sign below to indicate your acceptance of the terms of this letter agreement.

Sincerely,

/s/ Greg Morrison

Greg Morrison

Sr. Vice-President, Human Resources

Acknowledged and Agreed

	 	 	 	 	 	 	 
	/s/ Brett A. Wall
	 	 	 	     2/19/2010 	 	 
	 

Employee

	 	 
	 	 

     Date

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