Document:

Exhibit 10.05

 

 

 

2021 DIRECTOR COMPENSATION POLICY

Effective as of January 1, 2021

 

		PURPOSE:	The Director Compensation Policy (“Policy”)
establishes meeting fees that the Federal Home Loan Bank of New York (“FHLBNY”)
will pay to the Board of Directors (collectively, the “Board”;
each member individually or severally, the “Directors”)
of the FHLBNY and also sets forth the types of Director expenses that may be reimbursed. The activities referred to in this Policy
are those as to which the Board believes Director attendance is necessary and appropriate and which may be compensated. The Policy
has been prepared in accordance with Section 7 of the Federal Home Loan Bank Act (“Bank
Act”) and the regulations of the Federal Housing Finance Agency (“FHFA”)
regarding Director compensation and expenses.

 

		I.	2021 DIRECTOR FEES

 

		A.	Board Chairman

 

The maximum fee opportunity for 2021 for the Chair of
the Board shall be $145,000.

 

		B.	Board Vice Chairman

 

The maximum fee opportunity for 2021 for the Vice Chair
of the Board shall be $125,000.

 

		C.	Committee Chairs

 

The maximum fee opportunity for 2021 for a Director
serving as a Committee Chair shall be $122,000; however, such Director shall not receive any additional fee opportunity if he or
she serves as Chair of more than one Committee. The Board Chair and Board Vice Chair shall not receive any additional fee opportunity
for serving as a Chair of one or more Board Committees.

 

		D.	Other Directors

 

The maximum fee opportunity for 2021 for Directors other
than the Chair, the Vice Chair, and the Committee Chairs shall be $112,500.

 

		E.	Payments and Attendance

 

Each Director shall
be paid an amount equal to approximately one-eighth of such Director’s maximum fee
opportunity as described above for each Board meeting that is attended by said Director in 2021. This formulation is based on nine
scheduled Board meetings in 2021. In addition, although attendance is expected at all Board meetings as per the FHLBNY’s
Corporate Governance Guidelines, this formulation allows for one absence. Such fees are to be paid on a quarterly basis in arrears.

 

     
	FEDERAL HOME LOAN BANK OF NEW YORK • 101 PARK AVENUE • NEW YORK, NY 10178 • T: 212.681.6000 • WWW.FHLBNY.COM

     

    

 

Attendance at meetings by telephonic means shall be
deemed acceptable for purposes of receiving compensation.

 

Directors may, in their sole discretion, elect to not
receive meeting fees by notifying the Corporate Secretary.

 

		F.	Payments and Performance

 

Payments to Directors
may be reduced in the sole judgment of the Board Chair if the Chair determines such director’s
Board performance to be significantly deficient. The Board’s Corporate Governance
and External Affairs Committee is authorized to, by a majority vote, make similar decisions pertaining to the performance of the
Board Chair.

 

		G.	Fees Pertaining to
Leadership Roles Relating to the Council of Home Loan Banks

 

In addition to the above compensation, a Director who
serves as Chair of the Council of Federal Home Loan Banks or who serves as Chair of the Chair/Vice Chair Committee of the Council
of Federal Home Loan Banks will receive a $10,000 stipend per year of service. The stipend will be paid through quarterly payments
of $2,500.

 

		II.	2021 DIRECTOR EXPENSES

 

		A.	General Reimbursement
Principles

 

		1.	Directors may be reimbursed for reasonable travel, subsistence and other related expenses incurred
in connection with the performance of their official duties only as specified in the FHLBNY’s
current policy covering the reimbursement of travel and other business-related items incurred by Directors. However, under no circumstances
shall Directors be reimbursed for gift or entertainment expenses. (The principles in this Section II pertaining to permitted reimbursements
shall also apply to those expenses paid for directly by the Bank to vendors and allocated to individuals in accordance with FHFA
directives or guidance which may be issued from time to time.)

 

		B.	Board and Board Committee
Meetings

 

		1.	Reimbursement of reasonable expenses may be provided to Directors in connection with attendance at Board and Committee meetings
as established herein.

 

		C.	Stockholders’
Meetings

 

		1.	Reimbursement of reasonable expenses incurred by Directors attending FHLBNY stockholders’
meetings is permitted.

 

    
	FEDERAL HOME LOAN BANK OF NEW YORK 

	 2

     

    

 

		D.	Industry Meetings

 

		1.	Reimbursement of Independent Directors’ expenses
incurred while attending industry meetings or annual conventions of trade associations on a national level is permitted provided
that a specific objective has been identified and that attendance has been specifically pre-approved by the Board of Directors.
Independent Directors attending industry events on behalf of the FHLBNY should register and identify themselves as Directors of
the FHLBNY.

 

		2.	Reimbursement of Member Directors’ expenses incurred
while in attendance at industry meetings or annual conventions of trade associations on a national level is not permissible, unless
such attendance is incidental to a FHLBNY Board or Committee meeting.

 

		E.	Meetings Called by
the Federal Housing Finance Agency

 

		1.	Reimbursement of reasonable expenses may be provided to all Directors participating in any meetings called by the FHFA.

 

		F.	Other Bank System
Meetings

 

		1.	Reimbursement of reasonable expenses may be provided to all Directors who are invited to attend meetings of Federal Home Loan
Bank System committees; Federal Home Loan Bank System director orientation meetings; and meetings of the Council of Federal Home
Loan Banks and Council committees (e.g., the Chair/Vice Chair Committee).

 

		G.	Expenses of Spouses/Guests

 

		1.	Expenses incurred by a Director’s spouse/guest
while accompanying the Director to a meeting will not be reimbursed.

 

		III.	PROCEDURES AND ADMINISTRATIVE
MATTERS

 

		A.	Directors’ requests for reimbursement should be
submitted to the Office of the Corporate Secretary within 90 days of incurring the reimbursable item(s).

 

		B.	Payment for and reimbursement of allowable business expenses of the Directors will require
the approval of the Corporate Secretary or such officers designated by the Corporate Secretary.

 

		C.	Meetings of the Board and Committees thereof should usually be held within the district served
by the FHLBNY. Under no circumstances shall such meetings be held in any location that is not within the district without prior
approval of the Board. FHFA regulations prohibit any meetings of the Board of Directors (including committee, planning, or other
business meetings) to be held outside the United States or its possessions and territories.

 

    
	FEDERAL HOME LOAN BANK OF NEW YORK 

	 3

     

    

 

		IV.	METHODOLOGY

 

In determining the appropriate and reasonable fee
opportunities available to FHLBNY Directors for 2021 as described herein, the Board has taken into consideration the following
factors:

 

		o	the desire to attract and retain
highly qualified and skilled individuals in order to help guide a complex and highly-regulated financial institution that is subject
to a variety of financial, reputational and other risks;

 

		o	the highly competitive environment
for talent in the New York City metropolitan area -- a center of world finance in which stock exchanges, securities companies and
other sophisticated financial institutions are located;

 

		o	the demands of the Director position,
including the time and effort that Directors must devote to FHLBNY and Board business -- demands that have grown over the past
several years;

 

		o	the overall performance of the
FHLBNY, an institution that is a Federal Home Loan Bank System leader, a strong financial performer, a reliable source of liquidity
for its customers, and a provider of a consistent dividend -- and an institution which wishes to maintain this performance;

 

		o	information pertaining to compensation
opportunities available to directors of other Federal Home Loan Banks; and

 

		o	director compensation surveys
performed over time by outside compensation consulting firm McLagan, most recently in 2019 -- surveys which have provided the Directors
with the ability to compare Director compensation opportunities with compensation opportunities available at other institutions.

 

The Board will review the issue
of appropriate and reasonable Director fee opportunities on an annual basis.

 

    
	FEDERAL HOME LOAN BANK OF NEW YORK 

	 4Exhibit 10.06

 

 

FEDERAL HOME LOAN BANK OF NEW YORK

 

SEVERANCE PAY PLAN

 

AS AMENDED AND RESTATED EFFECTIVE SEPTEMBER
17, 2020

 

     

     

    

 

TABLE OF CONTENTS

 

	ARTICLE	PAGE
	I	DEFINITIONS	1
	 	 	 
	II	ESTABLISHMENT OF THE PLAN	4
	 	 	 
	III	PROVISIONS RELATING TO SEVERANCE BENEFITS	5
	 	 	 
	IV	GENERAL PROVISIONS	10
	 	 	 
	V	MISCELLANEOUS	12
	 	 	 
	VI	AMENDMENTS AND PLAN TERMINATION	13

 

     

     

    

 

ARTICLE I

 

DEFINITIONS

 

1.01          “Bank”
means the Federal Home Loan Bank of New York and its successors.

 

1.02          “Change in Control”
or “CIC” means a ‘Change in Control’ as that term is defined in the Employee Change of Control Agreement
executed between the Bank and the Bank’s Chief Executive Officer, as may be amended from time to time.

 

1.03          “Code”
means and refers to the Internal Revenue Code of 1986, as amended.

 

1.04          “Date of Employment”
means and refers to the most recent date on which an individual began employment by the Bank as an Employee.

 

1.05          “Effective Date”
means September 2020.

 

1.06          “Employee”
means and refers to any individual who is a regular employee of the Bank who works twenty (20) hours a week or more and excludes
interns and other individuals employed by the Bank whose employment is intended not to exceed one thousand (1,000) hours in any
twelve (12) month period.

 

1.07          “Employment”
means and refers to the legal relationship of employment between an Employee and the Bank.

 

1.08          “Exempt Employee”
means and refers to an Employee who is exempt from the overtime pay provisions of the Fair Labor Standards Act of 1938, as amended.

 

1.09          “Non-Exempt Employee”
means and refers to an Employee who is subject to the overtime pay provisions of the Fair Labor Standards Act of 1938, as amended.

 

1.10          “Officer”
means and refers to an officer of the Bank who has been designated as such by the Board of Directors
of the Bank.

 

1.11          “Outplacement
Services” means and refers to internal and/or external professional assistance
provided to Employees following their Termination of Employment with the Bank with respect to their search for new employment.

 

1.12          “Periods
of Service” means and refers to the number of six (6) month periods, in the aggregate,
for which an Employee is employed by the Bank, commencing with the Date of Employment of the Employee and ending with the date
of Termination of the Employee’s Employment with the Bank, both dates inclusive, excluding
any period of Employment which Terminated under circumstances under which the Employee was not eligible for Severance Benefits
under this Plan.

 

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1.13          “Plan”
means this Federal Home Loan Bank of New York Severance Pay Plan, as amended from time to time
hereafter.

 

1.14          “Plan
Administrator” means and refers to the Director of Human Resources of the Bank.

 

1.15          “Reduction
in Force” or “RIF”
means and refers to a systematic series of Terminations of Employment of Employees by the Bank
intended to lead to a permanent reduction in staffing.

 

1.16          “Release”
means and refers to the elimination of a position with the Bank as part of a RIF, reorganization,
or other management action, where no other Employment with the Bank is offered to an Employee and the Employment of the affected
Employee is involuntarily Terminated.

 

1.17          “Resignation,”
 “Resign,” and “Resigned”
mean and refer to a Termination of Employment with the Bank initiated by an Employee, other than
a resignation requested by the Bank.

 

1.18          “Severance
Benefits” means and refers to:

 

(A)   in
all cases, the amount payable under this Plan to an Employee qualifying for severance benefits, determined pursuant to the provisions
of Section 3.04 and computed with respect to and based upon the weekly base salary rate of the Employee immediately preceding the
date on which such severance benefits commence pursuant to Article III of this Plan; and

 

(B)   solely
in the event of a CIC, and notwithstanding the calculation provisions contained in Sections 3.04 and 3.05, (i) a lump sum payment
for outplacement services as set forth in Section 3.08, plus (ii) a lump sum payment equal to the full “target”
payout estimate from the prior year’s Bank Incentive
Compensation Plan (“ICP”) if the Employee
was participating in such ICP, it being understood that: (a) such payment will not be measured based on actual performance results,
unless the Employee’s actual performance result was below target, in which case the
Employee’s actual ICP payment will be taken into account; (b) if the Employee did
not participate in the prior year’s ICP, the Employee will not receive any payment
under this subsection; and (c) if the Employee was employed during a portion of the calendar year, the amount to be calculated
(the target or the lesser amount) shall be annualized. (Any payments that may be otherwise earned and deferred under the ICP, or
any other incentive or non-qualified savings plan that may be established by the Bank in the future, are outside the scope of this
Plan and will be paid in accordance with the terms of such plans.)

 

1.19          “Termination
of Employment” and “Terminated,”
when used with reference to and in conjunction with Employment, have the meaning set forth in Section
3.11 and, in all events, is considered a “separation from service” within
the meaning of Treas. Reg. § 1.409A-1(h).

 

1.20          “Termination
for Cause” means and refers to the Termination by the Bank of the employment
of an Employee for (i) the commission of an illegal or unethical act, (ii) pleading “guilty” or “no
contest” to or being indicted for or convicted of a felony under federal or
state law or as a crime under federal or state law which involves Employee’s
fraud or dishonesty, (iii) a violation of established Bank policy or practice, or (iv) the failure of the Employee to perform
the duties of his or her position in a satisfactory manner, in each case as determined by the Plan Administrator in
his sole and exclusive discretion.

 

1.21          “Year”
means and refers to the taxable year of an Employee as such term is used in and for purposes of
the Code.

 

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ARTICLE II

 

ESTABLISHMENT OF THE PLAN

 

2.01          Establishment
of the Plan. The Bank has established the Federal Home Loan Bank of New York Severance Pay Plan to set forth the terms and
provisions under which Severance Benefits will be granted to Employees whose Employment with the Bank is Terminated under certain
specified circumstances.

 

2.02          Replacement
of Prior Policies. This Plan supersedes and replaces any Bank policies relating to the subject matter of this Plan that may
have been in effect prior to the Effective Date (including, for the avoidance of doubt, any predecessor plan).

 

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ARTICLE III

 

PROVISIONS RELATING TO SEVERANCE BENEFITS

 

3.01          Participation.
Participation in this Plan shall be extended to all Employees of the Bank.

 

3.02          Eligibility
for Severance Benefits. An Employee who shall have completed at least two (2) Periods of Service shall be eligible for Severance
Benefits under this Plan upon the Termination of the Employee’s Employment with the
Bank under any of the following circumstances:

 

(a)          The
Employee’s position has been eliminated;

 

(b)         The
employment of the Employee has been terminated as part of a RIF;

 

(c)          The
Employee’s employment has been terminated as a
result of a CIC and the Employee has not been offered an equivalent job with the resulting entity;

 

(d)          The
Employee has been determined by the Plan Administrator, in the sole and exclusive discretion of the Plan Administrator, to be
unable to perform in a satisfactory manner the duties of the position in which the Employee is then employed, where such inability
to perform has been determined by the Plan Administrator, in his sole and exclusive discretion, to not warrant a Termination for
Cause, as defined in Section 1.19; or

 

(e)          The
Employee has Resigned from his or her Employment with the Bank either (i) following a material reduction in salary grade, level,
or rank, or a significant reduction of duties and responsibilities, as determined by the Plan Administrator in his sole and exclusive
discretion, except when such reduction occurs as a result of disciplinary action by the Bank, or (ii) following a refusal to accept
a transfer to a location outside a fifty (50) mile radius of the location at which the Employee is presently employed, provided,
in either case, that the Employee shall have provided to the Plan Administrator within not more than thirty (30) days following
the occurrence of such condition, at least ten (10) days’ notice
in writing of the condition referred to in clause (i) or (ii), as applicable, and his or her intention to Resign based thereon
and that the Bank shall not have remedied the condition for such Resignation within thirty (30) days following the giving of such
notice by the Employee.

 

(f)          For
the avoidance of doubt, should the Employee’s death occur prior to the date of Termination
of Employment, no Severance Benefits shall be paid under this Plan.

 

    4

     

    

 

3.03          Disqualification
for Severance Benefits. Anything contained in this Plan to the contrary notwithstanding, an Employee shall not be
eligible for Severance Benefits under this Plan upon his or her termination of employment with the Bank where such
termination is due to any of the following circumstances:

 

(a)          
Resignation by the Employee, other than one described in paragraph (e) of Section 3.02,
or a Resignation by the Employee without giving the ten (10) days’ notice in writing
to the Plan Administrator required by said paragraph (e) or prior to the expiration of said period, or if the condition on which
such Resignation was based shall have been remedied by the Bank within the thirty (30) day period referred to in said paragraph
(e);

 

(b)          The
Resignation of the Employee prior to the effective date of the termination of the Employee’s
employment as a result of a Release; or

 

(c)          The
Employee’s Termination for Cause;

 

in each case, as determined by the Plan Administrator in his
sole and absolute discretion.

 

3.04          Computation
of Severance Benefits. The amount of Severance Benefits payable under this Plan to an Employee qualifying for Severance Benefits
under this Plan shall be determined based (i) upon the level of the Employee’s
position with the Bank at the date of the termination of the Employee’s employment
with the Bank and (ii) the Employee’s Periods of Service with the Bank:

 

(a)          Officers
of the Bank shall be eligible for two (2) weeks of Severance Benefits for each Period of Service with the Bank, but in no event
(even if employment has been for less than six months) not less than eight (8) weeks (or, in the event of a CIC, not less than
twelve (12) weeks) of Severance Benefits;

 

(b)          Exempt
Employees of the Bank shall be eligible for one (1) week of Severance Benefits for each Period of Service with the Bank, but in
no event (even if employment has been for less than six months) not less than six (6) weeks (or, in the event of a CIC, not less
than twelve (12) weeks) of Severance Benefits; and

 

(c)          Non-Exempt
Employees of the Bank shall be eligible for one (1) week of Severance Benefits for each Period of Service with the Bank, but in
no event (even if employment has been for less than six months) not less than four (4) weeks (or, in the event of a CIC, not less
than twelve (12) weeks) of Severance Benefits;

 

in each case, subject to the provisions of Section 3.05.

 

3.05          Maximum Amount
of Severance Benefits. Anything in this Plan to the contrary notwithstanding, in no event shall an Employee be eligible to
receive Severance Benefits, in the aggregate for all Periods of Service, whether or not continuous, totaling more than thirty-six
(36) weeks (or fifty-two (52) weeks in the event of a CIC) in the case of an Officer of the Bank, twenty- four (24) (or fifty-two
(52) weeks in the event of a CIC) weeks in the case of an Exempt Employee of the Bank, and twelve (12) weeks (or fifty-two (52)
weeks in the event of a CIC) in the case of a Non-Exempt Employee of the Bank.

 

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3.06          Method
of Payment of Severance Benefits. The total amount of Severance Benefits payable under this Plan shall be paid in a lump sum
on a scheduled payroll date occurring within sixty (60) days following the date of the Employee’s
Termination of Employment, provided the Bank shall have received prior thereto the Severance Agreement, as defined and referred
to in Section 3.09, signed by the Employee, and shall be subject to withholding of Federal and State income taxes and other employment
taxes based upon the number of withholding allowances. If the sixty-day period referred to in this Section 3.06 spans two calendar
years, payment of the Severance Benefits will be made on a date during such sixty-day period that occurs in the second calendar
year.

 

3.07          Continuation
of Employee Benefits.

 

(i) An
Employee who is eligible to receive Severance Benefits under this Plan who was, at the date of Termination of his or her Employment,
a participant in the Federal Home Loan Bank of New York Life Insurance Plan shall be eligible to continue such participation in
such plan through the end of the month following the date of Termination of his or her Employment.

 

(ii) In
addition, an Employee who is eligible to receive Severance Benefits under this Plan who was, at the date of Termination of his
or her Employment, a participant in the Federal Home Loan Bank of New York Medical Benefits Plan, and any related dental and vision
plans, shall have the option to duly and timely elect to continue such participation under the provisions of the continuation coverage
provisions adopted by the Bank (which is not subject to the Consolidated Omnibus Budget Reconciliation Act of 1986), subject to
the coverage continuation rules for such benefits established by the Bank from time to time. In addition, the Bank will provide
to Terminated Employees who continue with the plans described in this subsection 3.07(ii) a lump sum payment in an amount to be
determined by the Bank and specified in the Severance Agreement executed in accordance with Section 3.09 below. This payment is
intended to be used in connection with payments by Terminated Employees related to the plans described in this subsection 3.07(ii).
Such lump sum payment shall be deemed to be part of the Severance Benefits paid under this Plan.

 

(iii) Any
Employee eligible for Severance Benefits shall not be eligible, following the Termination of his or her Employment, to continue
to participate in any plans (whether such plans contain a tax-deferred component or otherwise) for which the Federal Home Loan
Bank of New York provides any kind or type of matching contribution.

 

(iv) Any
previously accrued vacation pay to which the Employee is entitled will be paid to the Employee in a lump sum as soon as practicable
following the Termination of the Employee’s Employment.

 

3.08          Outplacement
Services. Except in the event of a CIC, the Bank may, on a case by case basis, but shall not be required to, provide
Outplacement Services to Terminated Employees eligible for Severance Benefits under this Plan, the determination as to
whether to provide Outplacement Services to any Employee being within the sole and exclusive discretion of the Plan
Administrator; provided, that such Outplacement Services shall not be provided to a Terminated Employee beyond the last day
of the second Year following the Year in which the Termination of Employment of the Employee occurred. Generally, individual
counseling may be provided only to Officers and group counseling may be provided to other Exempt Employees and to Non-Exempt
Employees.

 

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In the event of a CIC, the Bank will provide to Terminated Employees
a lump sum payment in the amount of $5,000 each that is intended to be used for job search-related expenses. Such lump sum payment
shall be deemed to be part of the Severance Benefits paid under this Plan.

 

3.09          Severance
Agreement. An Employee whose Employment with the Bank is Terminated under-conditions making the Employee eligible for Severance
Benefits under this Plan shall, as a condition of receiving such Severance Benefits, be required to sign an agreement, in the form
prescribed by the Bank, setting forth the terms on which Severance Benefits are to be paid or provided to the Employee and the
acceptance thereof by the Employee (the “Severance Agreement”).
The Severance Agreement shall include a release of any claims the Employee may have, at the date of the agreement or thereafter,
against the Bank and any present and former directors, officers, and employees of the Bank.

 

3.10          Termination
of Employment. For all purposes of this Plan, the Employment of an Employee shall be deemed to have been Terminated, and a
Termination of Employment of an Employee shall be deemed to have occurred, upon the earliest to occur of the following events:

 

(i)            On
the effective date of a RIF applicable to the Employee;

 

(ii)           On
the effective date of the Employee’s Resignation
from Employment;

 

(iii)          On
the effective date of the elimination by the Bank of the Employee’s
position;

 

(iv)          On
the effective date of the Employee’s termination
of employment by the Bank as a result of a CIC and the Employee has not been offered an equivalent job with the resulting entity;

 

(v)           On
the date on which (A) the Bank causes the Employee’s Employment with the Bank to
cease and (B) the Employee is considered to have incurred a “separation from service”
within the meaning of Treas. Reg. § 1.409A-1(h); provided, that the Employment relationship
shall be treated as continuing while the Employee is on a Qualified Leave (as defined below); and provided, further, that if the
leave is or becomes an Unqualified Leave (as defined below), the Employment of the Employee shall be deemed to have Terminated
on the first date on which the leave is considered to be an Unqualified Leave. For purposes of this Section 3.10(v), a Qualified
Leave is any (1) military leave, sick leave, or other bona fide leave of absence (which shall be deemed to exist only if there
is a reasonable expectation that the Employee will return to perform services for the Bank) if the period of such leave does not
exceed six (6) months, or longer, if the Employee retains a right to reemployment with the Bank under an applicable statute or
by contract, or (2) any medically determinable physical or mental impairment that can be expected to result in death or
can be expected to last for a continuous period of not less than six (6) months, where such impairment causes the Employee to
be unable to perform the duties of his position of Employment or any substantially similar position of Employment, in which case
such period of absence may last up to twenty-nine (29) months. An Unqualified Leave means a leave of absence that is not a Qualified
Leave or loses its status as a Qualified Leave due to the expiration of the allowable Qualified Leave period of six (6) months
(or longer, if applicable, as described above)..

 

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3.11          Determinations
by the Plan Administrator to be Final. All determinations of the Plan Administrator in the administration and application
of the terms and provisions of this Plan shall be final and binding upon all Employees without any right of appeal.

 

3.12          Exceptional
Cases. The Bank reserves the right, in its sole and absolute discretion, to modify the application of the terms and provisions
of this Plan in the case of any Employee whose Employment with the Bank shall Terminate, subject to the approval of the President
of the Bank; provided, that the modifications will not cause a violation of Section 409A of the Code.

 

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ARTICLE IV

 

GENERAL PROVISIONS

 

4.01          Allocation
of Responsibility for Administration. The designated representatives of the Bank shall have only those specific powers, duties,
responsibilities, and obligations as are specifically given them under this Plan. The Plan Administrator shall have the sole responsibility
for the administration of this Plan, which responsibility is specifically described in this Plan. Any direction given, information
furnished, or action taken, by the Plan Administrator shall be in accordance with the provisions of the Plan authorizing or providing
for such direction, information, or action. The Plan Administrator may rely upon any such direction, information, or action of
another employee of the Bank as being proper under this Plan and is not required to inquire into the propriety of any such direction,
information, or action. It is intended under this Plan that the Plan Administrator shall be responsible for the proper exercise
of his own powers, duties, responsibilities, and obligations under this Plan and shall not be responsible for any act or failure
to act of another employee of the Bank. Neither the Plan Administrator nor the Bank makes any guarantee to any Employee in any
manner for any loss or other event because of the Employee’s participation in this
Plan.

 

4.02          Appointment
of Plan Administrator. The Plan shall be administered by the Plan Administrator or his duly designated representative pursuant
to Section 4.01.

 

4.03          Records and
Reports. The Plan Administrator shall exercise such authority and responsibility as he deems appropriate in order to comply
with the terms of the Plan relating to the records of the Participants. The Plan Administrator shall be responsible for complying
with any and all reporting, filing, and disclosure requirements and other applicable laws and regulations with respect to the Plan.

 

4.04          Withholding
Tax. All amounts paid to the Employee under this Plan shall be subject to withholding and other employment taxes imposed by
applicable law. The Employee shall be solely responsible for the payment of all taxes imposed on the Employee relating to the payment
or provision of any amounts or benefits hereunder.

 

4.05          Section
409A of the Code. This Plan is intended to comply with Section 409A of the Code or an exemption thereunder or exception
therefrom, and shall be construed and administered in accordance with Section 409A of the Code or such exemption or
exception, as applicable. Notwithstanding any other provision of this Plan, if any payment provided to an Employee in
connection with the Employee’s termination of employment is determined to
constitute “nonqualified deferred compensation” within
the meaning of Section 409A of the Code and the Employee is determined to be a “specified
employee” as defined in Section 409A(a)(2)(b)(i) of the Code, then such payment
shall not be paid until the first payroll date to occur following the six-month anniversary of the termination date (the “Specified
Employee Payment Date”) or, if earlier, thirty days after the
Employee’s death. The aggregate of any payments that would otherwise have been
paid before the Specified Employee Payment Date shall be paid to the Executive in a lump sum on the Specified Employee
Payment Date. Notwithstanding the foregoing, the Bank makes no representations that the payments and benefits provided under
this Plan comply with Section 409A of the Code and in no event shall the Bank or its respective directors, officers,
employees, or advisors be liable for all or any portion of any taxes, penalties, interest, or other expenses that may be
incurred by the Employee on account of non-compliance with Section 409A of the Code.

 

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4.06          Other Powers
and Duties of the Plan Administrator. The Plan Administrator shall have such duties and powers as may be necessary to discharge
his duties under this Plan, including, but not limited to, the following:

 

		(a)	to prepare and distribute, in such manner as the Plan Administrator determines to be appropriate,
information explaining the Plan;

 

		(b)	to receive from the Bank and from Participants such information as shall be necessary for the
proper administration of the Plan;

 

		(c)	to furnish to the Bank, upon request, such annual reports with respect to the administration
of the Plan as are reasonable and appropriate; and

 

		(d)	to appoint individuals to assist in the administration of the Plan and any other agents he
deems advisable, including, but not limited to, legal and actuarial counsel.

 

The Plan Administrator shall have the exclusive discretionary
authority and power to determine eligibility for Severance Benefits and to construe the terms and provisions of the Plan, determine
questions of fact and law arising under the Plan, direct disbursements pursuant to the Plan, and exercise all other powers specified
herein or which may be implied from the provisions hereof, and the Plan Administrator may adopt such standards and procedures and
such rules for the conduct of the administration of the Plan as he may deem appropriate. When making a determination or calculations,
the Plan Administrator may rely upon information furnished by an Employee, the Bank, or the legal counsel of the Bank.

 

    10

     

    

 

ARTICLE V

 

MISCELLANEOUS

 

5.01          At-Will
Employment. Employees’ employment remains at-will and nothing contained in this
Plan shall be construed as a contract of employment between the Bank and any Employee, or as a right of any Employee to be continued
in the employ of the Bank, or as a limitation of the right of the Bank to discharge any of its Employees, with or without cause.

 

5.02          Rights
to Bank’s Assets. No Employee or
other person shall have any right to, or interest in, any assets of the Bank, whether upon Termination of Employment or otherwise.

 

5.03          Nonalienation
of Severance Benefits. Severance Benefits payable or other rights or benefits provided under this Plan shall not be subject
in any manner to anticipation, alienation, sale, transfer, assignment, pledge, encumbrance, charge, garnishment, execution, or
levy of any kind, either voluntary or involuntary, including any such liability which is for alimony or other payments for the
support of a spouse or former spouse, or for any other relative of the Employee, prior to actually being received by the person
eligible for the benefit under the terms of the Plan; and any attempt to anticipate, alienate, sell, transfer, assign, pledge,
encumber, charge, or otherwise dispose of any right to Severance Benefits payable or other rights or benefits provided under this
Plan shall be void. The Bank shall not in any manner be liable for, or subject to, the debts, contracts, liabilities, engagements,
or torts of any person eligible for Severance Benefits or other rights or benefits provided under this Plan.

 

5.04          Divestment
of Severance Benefits. Subject only to the specific provisions of this Plan, nothing shall be deemed to divest an Employee
of a right to the Severance Benefits or other rights or benefits provided for which the Employee may be or become eligible in accordance
with the provisions of this Plan.

 

5.05          Discontinuance
of Severance Benefits. In the event of a permanent discontinuance of the Plan, or of any Severance Benefits thereunder, all
Employees shall receive any and all Severance Benefits for which they were eligible as of the effective date of such discontinuance.

 

5.06          Construction.
Except where otherwise indicated or unless the context of this Plan clearly requires otherwise, references to the plural include
the singular, references to the singular include the plural, and references to any of the masculine, feminine, or neuter include
each of the similar masculine, feminine, or neuter, and the terms “hereof,”
 “herein,” “hereby,” “hereunder,”
and all similar terms refer to this Plan as a whole and not to any particular provision of this
Plan.

 

5.07          Governing Law.
This Plan shall be construed, administered, and enforced according to the laws of the State of New York.

 

    11

     

    

 

ARTICLE VI

 

AMENDMENTS AND PLAN TERMINATION

 

6.01          Termination,
Modification, and Amendment of the Plan. Notwithstanding anything to the contrary stated in this Plan, the Bank expressly reserves
the right, at any time, for any reason, and without limitation, to terminate, modify, or otherwise amend this Plan and any or all
of the Severance Benefits provided hereunder, either in whole or in part, whether as to all persons covered hereby or as to one
or more groups thereof. Those rights include specifically, but are not limited to, (i) the right to terminate Severance Benefits
under this Plan with respect to all, or any individual or group of, Employees, (ii) the right to modify Severance Benefits under
this Plan to all, or any individual or group of, Employees, or (iii) the right to amend this Plan, or any term or condition hereof;
in each case, whether or not such rights are exercised with respect to any other Employees; provided, that no modification or amendment
shall be adopted by the Bank which shall adversely affect the treatment for federal income tax purposes of benefits provided under
this Plan to Employees whose Employment is Terminated under conditions entitling them to such benefits.

 

6.02          Action by the
Bank. The termination, modification, or other amendment of this Plan shall be effected by resolution of the Board of Directors
of the Bank.

 

    12

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