Document:

EX-10.16

 Exhibit 10.16 

Barrett Business Services, Inc. 

Summary of Compensation Arrangements for Non-Employee Directors 

As of July 1, 2013, compensation arrangements for non-employee directors of Barrett Business Services, Inc. (the “Company”), include an annual
cash retainer payable in monthly installments. The retainer is $50,000 for directors other than the Chairman of the Board, who receives $90,000. In addition, the chairs and members of the Board committees are paid annual cash fees as follows: Audit
Committee, $15,000 and $7,500; Compensation Committee, $10,000 and $5,000; Nominating and Governance Committee, $7,500 and $3,750; and Investment Committee, $7,500, and $3,750. On July 1 of each year, each non-employee director also receives an
award of restricted stock units under the Company’s 2009 Stock Incentive Plan with a fair market value of $50,000 based on the closing price on the date of grant and vesting in four equal annual installments.EX-10.24

 Exhibit 10.24 

Barrett Business Services, Inc. 

Summary of Annual Cash Incentive Compensation Plan 

The Company believes that performance-based incentive compensation, or “Bonus”, is a necessary and proper part of Executive Compensation. Therefore,
the executive officers are eligible for annual cash incentive bonus opportunities subject to attainment of corporate goals and individual performance objectives. The annual incentive bonus amounts and performance goals are set by the Compensation
Committee (the “Committee”) of the Company’s Board of Directors (the “Board”) each year and are expressed as a percentage of the executive’s annual base salary. For 2013 the percentage established for each executive
officer is 50% of base salary. The percentages of the total bonus opportunity assigned to corporate and individual goals are set by the Committee annually. For 2013, the percentages are apportioned 50% for corporate performance and 50% for
individual performance. 
 Bonus opportunities related to corporate level goals 

The annual incentive performance goals related to corporate performance are defined by objectively measureable financial metrics, such as target levels of
earnings before interest, taxes, depreciation and amortization (“EBITDA”), net earnings, gross revenues, same store sales, retention of clients and acquisition of new clients, and similar measures. For 2013, the corporate component is tied
directly to achievement of a specified EBITDA target level (50%) and a specified gross revenue target level (50%). 
 Achievement above or below the
specified target level(s) for the financial metrics may result in an upward or downward adjustment in the bonus amount payable for corporate level goals. The adjustment is calculated based on a defined factor (2.5% for 2013) multiplied by the
percentage by which the actual achievement of a given metric is above or below the target level. If the Company fails to achieve a specified financial target at the 80% level or above, no part of the bonus associated with that metric is earned. 

Bonus opportunities related to individual performance objectives 

The annual incentive bonus opportunities related to individual performance objectives for the executive officers are also set by the Committee each year. For
2013, individual performance makes up 50% of the target bonus opportunity. The individual performance objectives are based on achieving strategic and operational goals in functional areas for which the executive has responsibility. Individual
performance objectives are tied to the officer’s role in achieving the Company’s strategic and operating goals and are set annually by the CEO in consultation 

 
with the individual officer and approved by the Committee. For the CEO, the individual performance objectives are related to factors such as the strategic positioning of the Company for future
growth, maintaining financial stability, and establishing a positive corporate culture. 
 Determination of bonus payouts 

The Committee determines the extent to which corporate level goals and individual performance objectives have been satisfied following the end of each fiscal
(calendar) year, but no later than the March 15 following the end of the fiscal year. The bonus amounts payable for achievement of corporate performance goals and individual performance objectives may not exceed 150% of the respective bonus
target amounts tied to those components. The Committee may also award additional cash bonus amounts in its sole discretion. All bonus amounts, if any, will be paid promptly following the Committee’s determination. An executive must remain
employed by the Company through the date of the Committee’s determination to be eligible to receive a bonus.EX-10.27

 Exhibit 10.27 

DEATH BENEFIT AGREEMENT 
  

			
	 Employee:
	 	Michael L. Elich
		
	 Employer:
	 	Barrett Business Services, Inc., a Maryland corporation
		
	 Death Benefit:
	 	$1,300,000, paid in one lump sum as set forth below
		
	 Effective Date:
	 	January 1, 2014

 RECITALS 

A. Employee has been employed by Employer and rendered valuable services to Employer. 

B. In consideration for Employee’s past, current, and future service to Employer, Employer desires to enter into this Death Benefit
Agreement (this “Agreement”) to pay, upon Employee’s death, the Death Benefit to the beneficiary designated by Employee. 

AGREEMENT 
 For good and
valuable consideration, the receipt and sufficiency of which is acknowledged, the parties agree as follows: 
 1. Beneficiary Designation 

1.1 Beneficiary Designation. Subject to Section 1.3, Employee has the right, at any time, to designate one or more persons or an
entity as the beneficiary or beneficiaries to whom the Death Benefit will be paid in the event of Employee’s death (the “Beneficiary”). Each Beneficiary designation must be in writing on the form prescribed by Employer and will be
effective only when filed with Employer during Employee’s lifetime. 
 1.2 Changing Beneficiary. Subject to Section 1.3,
any Beneficiary designation may be changed by Employee without the consent of the previously named Beneficiary by the filing of a new designation with Employer. The filing of a new designation will cancel all designations previously filed. 

1.3 Community Property. If Employee is or becomes married and resides in Washington or any other community property state, the
following rules will apply: 
 (a) Designation of a Beneficiary other than Employee’s spouse will not be effective unless the spouse
executes a written consent that acknowledges the effect of the designation, or it is established that consent cannot be obtained because the spouse cannot be located; 

  
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 (b) A designation may be changed by Employee with the consent of Employee’s spouse as
provided for in Section 1.3(a) by the filing of a new designation with Employer; 
 (c) If Employee’s marital status changes after
Employee has designated a Beneficiary, the following will apply: 
 (i) If Employee is married at the time of death but was unmarried when
the designation was made, the designation will be void unless the spouse has consented to it in the manner prescribed in Section 1.3(a); 

(ii) If Employee is unmarried at the time of death but was married when the designation was made: 

(1) The designation will be void if the spouse was named as Beneficiary unless Employee had submitted a change of beneficiary listing the
former spouse as the beneficiary; and 
 (2) The designation will remain valid if a non-spouse Beneficiary was named. 

(iii) If Employee was married when the designation was made and is married to a different spouse at death, the designation will be void
unless the new spouse has consented to it in the manner prescribed above. 
 1.4 No Beneficiary Designation. In the absence of an
effective Beneficiary designation, or if all designated Beneficiaries predecease Employee, then the Death Benefit will be paid to the personal representative of Employee’s estate. 

2. Payment of Benefit. In the event of Employee’s death, Employer will pay the Death Benefit directly to Employee’s Beneficiary within 60
days after the date of death. 
 3. Limitation. Notwithstanding any other provision of this Agreement, no benefit will be payable under this
Agreement if Employee’s death occurs under circumstances such that the policy on the life of Employee described in Section 5 does not pay a full death benefit, for example, in the case of suicide or other circumstances. 

4. Employment Requirement. Upon termination of Employee’s employment with Employer for any reason other than due to Employee’s death, the
Death Benefit will be forfeited to Employer with no payment to Employee. For purposes of this Agreement, “employment” will include periods of illness or other leaves of absence authorized by Employer. 

5. Source of Benefits. The Death Benefit will be paid solely out of the general assets of Employer. In order to pay the Death Benefit provided for
under this Agreement, Employer may elect, in its sole discretion, to purchase a life insurance policy on the life of Employee. 

  
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Employee will cooperate with Employer and any insurance carrier as necessary to obtain the insurance. Employer will be the owner of any policy or policies of life insurance purchased under this
Agreement, and any such policy or policies will be, and remain, a general, unpledged, and unrestricted asset of Employer. Neither Employee nor any Beneficiary or other person will have any claim against, right to, or security or other interest in,
any specific fund, account, insurance policy, or other asset of Employer with respect to any benefits under this Agreement. 
 6. Miscellaneous. 

6.1 Nonassignability. Neither Employee nor any other person will have any right to commute, sell, assign, transfer, pledge, anticipate,
mortgage or otherwise encumber, transfer, hypothecate or convey in advance of actual receipt the amounts, if any, payable under this Agreement, or any part of such amounts, which are, and all rights to which are, expressly declared to be
unassignable and nontransferable. No part of the amounts payable will, prior to actual payment, be subject to seizure or sequestration for the payment of any debts, judgments, alimony or separate maintenance owed by Employee or any other person, nor
be transferable by operation of law in the event of Employee’s or any other person’s bankruptcy or insolvency. 
 6.2 Not a
Contract of Future Service. The terms and conditions of this Agreement may not be deemed to constitute a contract of future service between Employer and Employee, and Employee (or his or her Beneficiary) will have no rights against Employer
except as may otherwise be specifically provided in this Agreement. 
 6.3 Governing Law. This Agreement will be construed and
interpreted according to the laws of the State of Washington (without regard to conflict of laws principles). 
 6.4 Notice. Any
notice or filing required or permitted to be given to Employer under this Agreement will be sufficient if in writing and hand delivered, or sent by registered or certified mail, to the Secretary of Employer. Such notice will be deemed given as of
the date of delivery or, if delivery is made by mail, as of the date shown on the postmark on the receipt for registration or certification. 

6.5 Successors. This Agreement will bind and inure to the benefit of Employer and its successors and assigns. The term successors as
used in this Section 6.5 includes any corporate or other business entity which, whether by merger, consolidation, purchase or otherwise, acquires all or substantially all of the business and assets of Employer, and successors of any such
corporation or other business entity. 
 6.6 Withholding. Employer may deduct from all payments made to a Beneficiary under this
Agreement any Federal, state or local taxes required by law to be withheld with respect to such payments. 
 [Signature Page Follows]

  
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 The parties have executed this Death Benefit Agreement as of the date first written above. 

 

							
	Employee:	 		 	Employer:
			
		 		 	BARRETT BUSINESS SERVICES, INC.
				
	 /s/ Michael L. Elich
	 		 	By:	 	 /s/ Anthony C. Meeker

	Michael L. Elich	 		 	Name:	 	 Anthony C. Meeker

		 		 	Title:	 	 Chairman of the Board

  
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