Document:

Agreement and Release with Lauri Shanahan dated March 20, 2008.

 Exhibit 10.3 
 AGREEMENT AND RELEASE 
 The Gap Inc. (“Company”) and Lauri M. Shanahan
(“Executive”) have agreed that Executive’s employment as Chief Legal and Administrative Officer will terminate effective March 31, 2008 and that Executive would be eligible for certain compensation and benefits under the
Termination/Severance section of the letter agreement (“Agreement”) between Executive and the Company dated March 16, 2007 and as amended, as long as certain conditions in the Agreement are met, including Executive’s execution of
the release of claims as follows: 
 1. Additional Consideration 
 As additional consideration for the promises Executive makes herein, the Company will pay Executive the gross sum of $50,000, less taxes. Such payment
will be made no later than April 7, 2008. 
 2. Release of Claims 
 Executive hereby releases and forever discharges the Company, its subsidiaries, affiliates, officers, directors, agents and employees, from any and all
claims, liabilities and obligations, of every kind and nature, whether now known or unknown, suspected or unsuspected, which Executive ever had, or now has, with the exception of claims that cannot be legally waived. This release includes all
federal and state statutory claims, federal and state common law claims (including those for contract and tort), and claims under any federal or state anti-discrimination statute or ordinance, including but not limited to, Title VII of the Civil
Rights Act of 1964 (as amended), the Age Discrimination in Employment Act, 42 U.S.C. sections 1981 and 1983, the Employee Retirement Income Security Act of 1974, the Americans with Disabilities Act, the California Constitution, the California Fair
Employment and Housing Act, the California Unfair Competition Act (California Business and Professions Code section 17200 et seq.), the California Unruh Act, and the California Labor Code. Executive expressly waives the protection of
Section 1542 of the Civil Code of the State of California, which states: 
 “A general release does not extend to claims which the
creditor does not know or suspect to exist in his favor at the time of executing the release, which if known by him must have materially affected the settlement with the debtor.” 
 This is a legally binding release. Executive is advised to consult with an attorney prior to signing this Release. Executive has 21 days to consider this
Release. Within seven days of signing this Release, Executive may revoke this Release by notifying the Company in writing that Executive revokes it. Executive is also advised to seek her own financial and tax consultants related to the compensation
and benefits described in the Agreement. 
  

	
	Agreed to this 20th day of March, 2008
	
	/S/ LAURI SHANAHAN
	Lauri M.ShanahanAgreement and Release with Dawn Robertson dated March 25, 2008.

 Exhibit 10.4 
 AGREEMENT AND RELEASE 
 The Gap, Inc. (“Company”) notified Dawn Robertson (“Executive”) that
Executive’s employment as President, Old Navy, was terminated effective February 19, 2008 and Executive would be eligible for certain compensation under the Termination/Severance section of the letter agreement (“Agreement”)
between Executive and the Company dated October 6, 2006 as long as certain conditions in the Agreement are met, including Executive’s execution of the release of claims below. Except as expressly modified below, the terms and conditions of
the Agreement remain in effect. 
 1. Additional Consideration 
 As additional consideration for the promises Executive makes herein, the Company will pay Executive $620,747, less taxes. Such payment will be made within 14 days of the date Executive signs this Agreement and
Release. 
 2. Additional Payment 
 Company will pay Executive $337,500, less taxes, on or about March 28, 2008. 
 3. Relocation Costs 
 Company hereby waives any rights it may have to seek reimbursement of expenses paid for Executive’s relocation to San Francisco. 
 4. Initial Bonus Repayment 
 Company hereby waives any
rights it may have to seek reimbursement of all or a portion of the Initial Bonus described in the Agreement and paid to Executive in 2007. 
 5. Release of Claims 
 Executive hereby releases and forever discharges the Company, its subsidiaries, affiliates, officers, directors,
agents and employees, from any and all claims, liabilities and obligations, of every kind and nature, whether now known or unknown, suspected or unsuspected, which Executive ever had, or now has, with the exception of claims that cannot be legally
waived. This release includes all federal and state statutory claims, federal and state common law claims (including those for contract and tort), and claims under any federal or state anti-discrimination statute or ordinance, including but not
limited to, Title VII of the Civil Rights Act of 1964 (as amended), the Age Discrimination in Employment Act, 42 U.S.C. sections 1981 and 1983, the Employee Retirement Income Security Act of 1974, the Americans with Disabilities Act, the California
Constitution, the California Fair Employment and Housing Act, the California Unfair Competition Act (California Business and Professions Code section 17200 et seq.), the California Unruh Act, and the California Labor Code. Executive expressly waives
the protection of Section 1542 of the Civil Code of the State of California, which states: 
 “A general release does not extend to
claims which the creditor does not know or suspect to exist in his favor at the time of executing the release, which if known by him must have materially affected the settlement with the debtor.” 

 This is a legally binding release. Executive is advised to consult with an attorney prior to signing this
Release. Executive has 21 days to consider this Release. Within seven days of signing this Release, Executive may revoke this Release by notifying the Company in writing that Executive revokes it. Executive is also advised to seek her own financial
and tax consultants related to the compensation and benefits described in the Agreement. 
  

	
	Agreed to this 25 day of March, 2008
	
	/S/ DAWN ROBERTSON
	Dawn Robertson
	
	Agreed to this 25th day of March, 2008
	
	/S/ THOMAS J. LIMA
	 The Gap, Inc.
 By: Thomas J. Lima, Vice President and

 Deputy General CounselSummary of Changes to Executive Compensation Arrangements.

 Exhibit 10.5 
 Summary of Changes to Executive Compensation Arrangements 
 Adoption of Performance Goals for Fiscal 2008 Cash Bonuses 
 The Compensation and Management Development Committee of the Board of Directors of Gap Inc. (the “Committee”) determined that executive
officers, including those executive officers set forth in the table below, are eligible to earn cash awards based on performance during the 2008 fiscal year, and established performance goals and target award percentages for each participant.

 The aggregate cash award payable to the named participants is based on two separate components: (1) the financial performance of Gap
Inc. and/or a division of the Company pursuant to goals established under the Executive Management Incentive Compensation Award Plan (the “Executive MICAP”), and (2) a qualitative assessment of achievement of individual objectives for
certain of the participants. The base target award percentage (as a percentage of base salary) for cash awards in the aggregate for each named participant is as set forth in the table below. The table below also sets forth the percentage of the base
target award percentage attributable to each of the two bonus components. 
 The financial component of the aggregate cash award payable was
established under the Executive MICAP. The financial performance of a division or Gap Inc., as applicable and as set forth in the table below, will be based on the achievement of an objective Earnings performance goal for the division or Gap Inc.
(as defined in the Executive MICAP) provided that no bonus will be paid under the financial component unless a threshold amount of Earnings of the division or Gap Inc., as the case may be, is achieved. 
 The individual objective component of the aggregate cash award payable is based on a qualitative assessment by the Chief Executive Officer of the level
of achievement of certain individual objectives at year-end that vary by individual and include considerations such as expense reduction, talent management initiatives, productivity initiatives, and operational improvements. 
  

									
	 Executive Officer
	  	Cash Awards	 
	  	Base Target
Percentage	 	 	Executive MICAP
Financial
Component	  	Individual Objective
Component	 
	 Donald Fisher
	  	50	%	 	100% (Gap Inc.)	  	0	%
	 Marka Hansen
	  	75	%	 	75% (Gap North America)	  	25	%
	 Glenn Murphy
	  	150	%	 	100% (Gap Inc.)	  	0	%
	 Sabrina Simmons
	  	75	%	 	75% (Gap Inc.)	  	25	%

  

 Actual cash awards payable can be up to two times the base target percentage set forth above for each
participant depending upon (1) the extent to which the financial performance of a division and/or Gap Inc. meets, exceeds or is below target, and (2) the qualitative assessment of individual objectives. For example, Ms. Hansen and
Ms. Simmons are each eligible for a bonus of up to 113% (two times 75% times 75%) of base salary under the Executive MICAP financial component and a bonus of up to 38% (two times 75% times 25%) of base salary under the individual objective
component. 
 The named participants, with the exception of Glenn Murphy, are also eligible to receive up to an additional 75% of base salary
in addition to the maximum bonus opportunity described above if the maximum earnings goal set for the financial component under Executive MICAP of the 2008 annual bonus is achieved. This additional bonus opportunity will be subject to reduction by
the Committee based on the extent to which the maximum goal is exceeded or on other factors in the Committee’s discretion. 
 The
Committee approves all bonus payouts. 
  

 2

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