Document:

Exhibit

Exhibit 10.5

LEVI STRAUSS & CO. 
SEVERANCE PLAN FOR THE WORLDWIDE LEADERSHIP TEAM 

TABLE OF CONTENTS

	
			
	 
	 
	Page

	1.
	Definitions
	2

	2.
	Eligibility for Severance Payments and Severance Benefits
	6

	3.
	Amount and Form of Severance Payments and Severance Benefits
	6

	4.
	Administration
	12

	5.
	Amendment or Termination
	12

	6.
	Claims Procedure
	12

	7.
	Source of Payments.
	13

	8.
	Inalienability
	14

	9.
	Recovery of Payments Made by Mistake
	14

	10.
	No Enlargement of Employment Rights
	14

	11.
	Applicable Law
	14

	12.
	Severability
	14

	13.
	Execution
	15

LEVI STRAUSS & CO.
SEVERANCE PLAN FOR THE WORLDWIDE LEADERSHIP TEAM 

Introduction.  Levi Strauss & Co. (the “Company”) hereby establishes the Levi Strauss & Co. Severance Plan (the “Plan”) for the benefit of eligible members of the Worldwide Leadership Team (“WLT Member”) of the Company.  The Plan implements the severance terms approved by the Company’s Board of Directors (the “Board”) effective March 1, 2017.  
The purpose of the Plan is to provide an eligible WLT Member with Severance Payments and Severance Benefits in the event the WLT Member’s employment is terminated under circumstances entitling the WLT Member to Severance Payments and Severance Benefits, as determined in the sole discretion of the Company. The Plan is an unfunded welfare benefit plan for purposes of ERISA, a severance pay plan within the meaning of United States Department of Labor Regulation Section 2510.3-2(b) and an involuntary separation pay plan within the meaning of Treasury Regulation Section 1.409A-1(b)(9). Except as set forth herein, this Plan supersedes all prior policies and practices of the Company with respect to severance, separation pay and separation benefits for WLT Members whose employment is terminated on or after March 1, 2017. Except as set forth herein, this Plan is the only severance program for such WLT Members and specifically supersedes the Levi Strauss & Co, Executive Severance Plan with respect to WLT Members.
1.    Definitions.
1.1.     “Cause” means that the WLT Member has:
(a)committed any willful, intentional or grossly negligent act materially injuring the interest, business or reputation of the Company or an affiliate of the Company;
(b)engaged in any willful misconduct, including insubordination, in respect of his or her duties or obligations to the Company or an affiliate of the Company;
(c)violated or failed to comply in any material respect with the Company’s or any affiliate of the Company’s published rules, regulations or policies (including, without limitation, the Company’s Worldwide Code of Business Conduct), as in effect from time to time;
(d)committed a felony or misdemeanor involving moral turpitude, fraud, theft or dishonesty (including entry of a nolo contendere plea resulting in conviction of a felony or misdemeanor involving moral turpitude, fraud, theft or dishonesty);
(e)misappropriated or embezzled any property of the Company or an affiliate of the Company (whether or not a misdemeanor or felony);
(f)failed, neglected or refused to perform the employment duties, as applicable, related to his or her position as from time to time assigned to him or her (including, without limitation, the WLT Member’s inability to perform such duties as a result of alcohol or drug abuse, chronic alcoholism or drug addiction); or
(g)breached any applicable employment agreement.

For purposes of this Section 1.1, “willful” means an act or omission in bad faith and without reasonable belief that such act or omission was in, or not opposed to, the best interests of the Company.
1.2.     “Change in Control” means: 
(a)    Any person (as that term is used in Sections 13(d) and Section 14(d) of the Securities Exchange Act of 1934, as amended (the “Exchange Act”)) is or becomes a beneficial owner or acquires, or has acquired beneficial ownership (as that term is used in Section 13(d) of the Exchange Act, and the rules and regulations promulgated thereunder), of more than 50% (except with respect to an acquisition by the existing stockholders of the Company as of March 1, 2017 as “Permitted Transfers” under Section 2.2 (other than Section 2.2(a)(iv), (v) or (x), or Section 2.2(a)(vii) insofar as to a stockholder thereunder is described in any of Section 2.2(a)(iv), (v) or (x), or Section 2.2(a)(viii) insofar as a partner thereunder is described in any of 2.2(a)(iv), (v), or (x)) of the Stockholders Agreement among the existing stockholders dated as of April 15, 1996) of the combined voting power of the then outstanding voting securities entitled to vote generally in the election of directors (“Voting Securities”) of the Company, excluding, however, any acquisition of Voting Securities: (i) directly from the Company, other than an acquisition by virtue of the exercise of a conversion privilege unless the security being so converted was itself acquired directly from the Company, (ii) by the Company or a subsidiary of the Company, (iii) by an employee benefit plan (or related trust) sponsored or maintained by the Company or entity controlled by the Company, or (iv) pursuant to a transaction that complies with clauses (i), (ii) and (iii) of paragraph (c) below; or
(b)    Individuals who, as of March 1, 2017, constitute the Board (the “Incumbent Board”) cease for any reason to constitute at least a majority of the Board, provided that any individual becoming a director subsequent to March 1, 2017 whose election, or nomination for election by the Company’s stockholders, was approved by a vote of at least a majority of the directors then comprising the Incumbent Board shall be considered as though such individual were a member of the Incumbent Board, but excluding, for this purpose, any such individual whose initial assumption of office is in connection with an actual or threatened election contest relating to the election or removal of the directors of the Company or other actual or threatened solicitation of proxies or consents by or on behalf of a person other than the Board; or
(c)    The Company shall be merged or consolidated with, or, in any transaction or series of transactions, substantially all of the business or assets of the Company shall be sold or otherwise acquired by, another corporation or entity unless, as a result thereof, (i) the stockholders of the Company immediately prior thereto shall beneficially own, directly or indirectly, at least 60% of the combined Voting Securities of the surviving, resulting or transferee corporation or entity (including, without limitation, a corporation that as a result of such transaction owns the Company or all or substantially all of the Company’s assets either directly or through one or more subsidiaries) (“Newco”) immediately thereafter in substantially the same proportions as their ownership immediately prior to such corporate transaction, (ii) no person beneficially owns (as such terms are used in Sections 13(d) and 14(d) of the Exchange Act, and the rules and regulations promulgated thereunder), directly or indirectly, 30% or more, of the combined Voting Securities of Newco immediately after such corporate transaction except to the extent that such ownership of the Company existed 

prior to such corporate transaction and (iii) more than 50% of the members of the Board of Directors of Newco shall be Incumbent Directors; or
(d)    The stockholders of the Company approve a complete liquidation or dissolution of the Company.
Provided, however, that to the extent necessary to avoid taxation under Code Section 409A, a “Change in Control” shall not be deemed to occur unless the transaction or transactions satisfy Treasury Regulation Section 1.409A-3(i)(5). For the avoidance of doubt, the consummation of an initial public offering of the Company’s common stock shall not constitute a “Change in Control”.
1.3.     “Company” means Levi Strauss & Co.
1.4.      “Compensation” means:
(a)  For purposes of determining an eligible WLT Member’s Severance Pay under Section 3.1(a), the WLT Member’s annual base salary rate in effect on his or her Termination Date divided by fifty-two (52).
Compensation = annual base salary
                             52
(b)  For purposes of determining an eligible WLT Member’s Severance Pay under Section 3.1(b), (i) the sum of the WLT Member’s (A) annual base salary rate in effect on his or her Termination Date, plus (B) target bonus amount under the Annual Incentive Plan (“AIP”) for the fiscal year in which the WLT Member’s termination is announced (ii) divided by fifty-two (52).

Compensation = annual base salary + AIP target bonus for the fiscal year in which the termination is announced
52
Compensation is solely used for purposes of determining an eligible WLT Member’s Severance Pay under the Plan.
1.5      “Employee” means a common-law employee of the Company on the Home Office Payroll, including an employee classified by the Company as a U.S. expatriate employee, who is not subject to the overtime provisions of the Fair Labor Standards Act, and who is a Home Office Payroll employee, and who has not signed an agreement that he or she is not entitled to benefits from the Company. An Employee does not include any person who is designated by the Company as an independent contractor or an employee of a third party (including, but not limited, to a “leased employee,” within the meaning of Section 414(n) of the Internal Revenue Code of 1986, as amended (the “Code”)), or any individual who has entered into an independent contractor or consultant agreement with the Company. Individuals not treated as Employees by the Company on its payroll records are excluded from Plan participation even if a court or administrative agency determines that such individuals are Employees.
1.6.      “ERISA” means the Employee Retirement Income Security Act of 1974, as amended.
1.7.      “Good Reason” means a material negative change in the employment relationship without the WLT Member’s prior written consent, as evidenced by the occurrence of any of the 

following: (i) a material diminution in the WLT Member’s duties, responsibilities or authority; (ii) material reduction of WLT Member’s base salary except for across‐the‐board changes for senior executives of the Company; (iii) the mandatory relocation of the WLT Member’s principal business location to an office more than fifty (50) miles from the WLT Member’s primary residence; or (v) material breach by the Company of any applicable employment agreement.
For each event described above in this Section 1.7, the WLT Member must notify the Company within ninety (90) days of the occurrence of the event and the Company shall have thirty (30) days after receiving such notice in which to cure.  If the Company fails to cure, the WLT Member’s voluntary termination shall not be considered to be for Good Reason for purposes of this Plan unless the WLT Member voluntarily terminates employment not later than thirty (30) days after the expiration of the cure period.
1.8.      “General Release Agreement” means a legally binding document, in a form acceptable to the Company, in which an Employee waives any and all claims against the Company (as defined in the General Release Agreement) related to his or her employment or separation from employment. Whether or not a WLT Member chooses to sign the General Release Agreement is completely at his or her discretion.
1.9.    “Plan” means the Levi Strauss & Co. Severance Plan for WLT Members, as set forth in this instrument and as hereafter amended.
1.10.    “Severance Benefits” means the severance benefits provided to a WLT Member pursuant to Section 3.2 on account of his or her termination from the Company.
1.11.    “Severance Payment(s)” or “Severance Pay” means the payments to an eligible WLT Member pursuant to Section 3.1 on account of his or her termination from the Company.
1.12.    “Termination Date” means the WLT Member’s final day of employment with the Company which date, in the case of the WLT Member’s involuntary termination, shall be communicated by the Company to the WLT Member; provided, however, that to the extent necessary to avoid taxation under Code Section 409A, a WLT Member’s Termination Date shall be the date the WLT members experiences a “separation from service” within the meaning of Code Section 409A and the Treasury Regulations thereunder.
1.13.    “WLT Member” means each Employee identified on Appendix A.
1.14.    “Year of Service” means a twelve (12)-month period of employment beginning on the later of the WLT Member’s hire or rehire date. Years of Service are calculated in full twelve (12)-month periods with no credit for partial years.

2.    Eligibility for Severance Payments and Severance Benefits.
2.1.    General Eligibility. Except as otherwise provided in the Plan, a WLT Member is entitled to Severance Payments and Severance Benefits under the Plan only if his or her employment with the Company is (i) involuntarily terminated by action of the Company without Cause or (ii) voluntarily terminated by action of the WLT Member for Good Reason.
2.2.    Exclusions. A WLT Member is not eligible for Severance Payments or Severance Benefits if he or she:
(a)    Voluntarily resigns before his or her Termination Date, except to the extent that the WLT Member’s voluntary resignation is for Good Reason;
(b)    Is terminated because of failure to return from an approved leave of absence;
(c)    Ceases to be a WLT Member as defined by the Plan;
(d)    Terminates employment with the Company by reason of death;
(e)    Receives consulting fees from the Company following his or her Termination Date; or
(f)    Is entitled to long-term disability benefits from the Company-sponsored long-term disability plan as of the date the involuntary termination would have occurred had the individual been actively at work on such date.
In addition, if an individual has a written agreement with the Company that provides for severance, separation pay or separation benefits, the terms of such agreement will determine such individual’s severance rights and such individual shall not be eligible for Severance Payments or Severance Benefits (except to the extent such agreement specifically provides for participation in the Plan). For the avoidance of doubt, pursuant to his employment agreement with the Company dated June 9, 2011, as amended, the Company’s Executive Officer is eligible to participate in the Plan but the severance protections relating to his equity awards will be governed by Sections 10(b) and 13(c) of such agreement (and the applicable grant agreements) and not by the terms of the Plan. 
3.      Amount and Form of Severance Payments and Severance Benefits.
3.1.      Payment Amount. An eligible WLT Member is entitled to receive the following Severance Payments:
(a)  Severance Payments upon Involuntary Termination without Cause or Voluntary Termination for Good Reason.  In exchange for signing a General Release Agreement and not timely revoking it, an eligible WLT Member who (i) is involuntarily terminated from the Company without Cause or voluntarily terminates employment from the Company for Good Reason and (ii) is not eligible for Severance Pay under Section 3.1(b) will be eligible to receive Severance Pay and Severance Benefits, subject to Section 3.3. An eligible WLT Member will receive Severance Pay under this Section 3.1(a) in accordance with the following table:

	
		
	Chief Executive Officer
	104 weeks of Compensation

	Other WLT Members
	78 weeks of Compensation

(b)  Severance Payments upon Change in Control and Involuntary Termination without Cause or Voluntary Termination for Good Reason.  In exchange for signing a General Release Agreement and not timely revoking it, an eligible WLT Member who is involuntarily terminated from the Company without Cause or voluntarily terminates employment from the Company for Good Reason within eighteen (18) months immediately following a Change in Control will be eligible to receive Severance Pay and Severance Benefits, subject to Section 3.3. An eligible WLT Member will receive Severance Pay under this Section 3.1(b) in accordance with the following table:
	
		
	Chief Executive Officer
	156 weeks of Compensation

	Other WLT Members
	104 weeks of Compensation

3.2.      Severance Benefits.
(a)    “COBRA” Continuation Coverage. A WLT Member and his or her eligible dependents who are enrolled in a Company-sponsored medical, dental or vision plan on the WLT Member’s Termination Date are eligible to continue coverage under these programs for up to eighteen (18) months (or such longer period as may be applicable) under the Consolidated Omnibus Budget Reconciliation Act (“COBRA”). Generally, the WLT Member is required to pay the full cost of this coverage, plus a two percent (2%) administrative fee. 
If a WLT Member and/or his or her eligible dependents timely elect(s) to receive medical continuation coverage through COBRA, the Company will provide a special subsidy at the coverage level in effect as of the WLT Member’s Termination Date through the earlier of (i) the end of the WLT Member’s severance payment period under Section 3.1(a) or 3.1(b) above, as applicable or (ii) eighteen (18) months from the WLT Member’s Termination Date (the “Subsidized COBRA Period”). During the Subsidized COBRA Period, the WLT Member will only be required to pay the same share of the applicable premium for medical coverage that would apply if the WLT Member were participating in the medical plan as an active employee.  After the Subsidized COBRA Period, the WLT Member will be required to pay the full applicable COBRA premium for medical coverage to continue such coverage for the remainder of the COBRA period. The Company will not subsidize Company-sponsored dental and vision benefits continuation coverage under COBRA.
If the WLT Member and/or the WLT Member’s eligible dependents become eligible for coverage under another group health plan at any time between the WLT Member’s Termination Date and the end of the Subsidized COBRA Period or are otherwise ineligible for COBRA, the WLT Member shall promptly notify the Company and the Company shall no longer be obligated to provide subsidized medical coverage to the WLT Member and/or the WLT Member’s eligible dependents.  All of the terms and conditions of the corresponding medical, dental and/or vision plans sponsored by the Company, as amended from time to time, will apply to a WLT Member (and his or her eligible dependents) receiving COBRA continuation coverage.  All periods of Company-subsidized coverage are counted toward the maximum continuation coverage period under COBRA.
(b)    Life Insurance Continuation. The Company will pay the cost of premiums under its standard basic life insurance program of ten-thousand dollars ($10,000) for the same duration that it subsidizes the COBRA coverage under paragraph (a) above. Such payments shall 

be made in the same time and form as the Severance Payments in accordance with Section 3.4 hereof. 
(c)    Retiree Medical Benefits. To the extent a WLT Member is eligible for the Company’s retiree health benefits program, if such WLT Member retires and becomes covered by the Company’s retiree health benefits program, the Company will pay the full cost for the retiree medical coverage for the same duration that it subsidizes the COBRA coverage under paragraph (a) above, reduced by the period during which the WLT Member was receiving subsidized COBRA coverage.
(d)    Outplacement Benefits. Eligible WLT Members may be entitled to receive reasonable outplacement counseling and job search benefits. In no event will the Company provide such outplacement benefits to an eligible WLT Member later than December 31 of the second year following his or her Termination Date.
(e)    Equity Awards.
		
	(i)
	If a WLT Member (1) has been granted a Stock Appreciation Right or Restricted Stock Unit Award from the Company, (2) such Stock Appreciation Right or Restricted Stock Unit Award is subject to time-based vesting and (3) the WLT Member’s Termination Date is at least twelve (12) months after the date of grant of such Stock Appreciation Right or Restricted Stock Unit Award, the Stock Appreciation Right or Restricted Stock Unit Award shall continue to vest for the duration of the WLT Member’s severance payment period under Section 3.1(a).  The post-termination exercise period of any Stock Appreciation Rights that continue to vest in accordance with the preceding sentence shall run from the end of the severance payment period under Section 3.1(a) instead of from the WLT Member’s Termination Date.  Section 3.2(e)(i) does not apply if the WLT Member is eligible for Severance Pay under Section 3.1(b).  In that event, Equity Awards granted to a WLT Member will be governed solely by the applicable plan or the applicable award agreement.

		
	(ii)
	If a WLT Member (1) has been granted a Performance Award from the Company on or after January 1, 2017 and (2) becomes eligible for Severance Pay under Section 3.1(b), vesting of such Performance Award shall be accelerated in full to the WLT Member’s Termination Date and the WLT Member shall receive a payout of the Performance Award at 100% of the target award opportunity within 10 days following the 60th day after the WLT Member’s separation from service.

		
	(iii)
	Any other equity awards previously granted to a WLT Member will be governed solely by the applicable plan or the applicable award agreement.

(f)    Prorated Annual Bonus.  A WLT Member will be entitled to a prorated annual bonus for the fiscal year in which the termination occurs, based on actual financial results and 100% 

for the individual component. Such bonus will paid no later than the 15th day of the third month following the last day of the Company’s fiscal year in which the termination occurs.
(g)    No Substitute Payments. A WLT Member may not receive cash or any other benefit in lieu of the available Severance Benefits.
3.3.      Conditions and Limitations on Severance Payments and Severance Benefits. Severance Pay and Severance Benefits a are specifically conditioned upon the WLT Member signing and not later revoking a General Release Agreement at a time and in a manner to be determined by the Company. Under no circumstances will any Severance Pay or Severance Benefits be made to a WLT Member who elects not to sign, or who revokes, a General Release Agreement.  The consideration for the General Release Agreement will be the Severance Pay and Severance Benefits the eligible WLT Member would not otherwise be eligible to receive.
3.4.      Form and Timing of Severance Payments and Severance Benefits.
(a)    Severance Payments under Section 3.1(a) will be paid in installments in accordance with the Company’s regular payroll payment schedule following the eligible WLT Member’s Termination Date and Severance Payments under Section 3.1(b) will be paid in a lump sum upon the eligible WLT Member’s Termination Date; provided, however, that any Severance Pay and Severance Benefits which become available will commence only after the General Release Agreement has been signed, and the revocation period, if any, for the signed General Release Agreement has passed.
(b)    If the Company reemploys an eligible WLT Member who is receiving Severance Pay or Severance Benefits under the Plan, the individual will become ineligible and such pay and benefits will cease effective as of the reemployment date.
(c)    If a WLT Member dies before Severance Payments are completed, any remaining Severance Payments will be made to the WLT Member’s estate in a lump-sum within sixty (60) days after the WLT Member’s death.
(d)    The amounts payable pursuant to Section 3.1(a) will cease if the WLT Member accepts other employment or professional relationship with a competitor of the Company (defined as another company primarily engaged in the apparel design or apparel retail business or any retailer with apparel sales in excess of $500 million annually), or if the WLT Member breaches his or her remaining obligations to the Company (e.g., the WLT Member’s duty to protect confidential information and/or agreement not to solicit Company employees). 
3.5.      Plant Shut-Down or Mass Layoff. If the WLT Member is laid off or discharged because of a plant shut-down or mass layoff to which the federal, or any state, Worker Adjustment and Retraining Notice Act (“WARN”) applies, Severance Payments and Severance Benefits will not be available, except as provided in this Section 3.5. The Company shall provide notice of termination of employment (and may, at its discretion, place employees on paid administrative leave during some portion or all of the WARN notice period), or pay in lieu of notice, or a combination of notice and pay in lieu of notice in accordance with the provisions of WARN. The amount of severance payments to which the WLT Member is entitled under the Plan shall be determined by subtracting the number of days’ pay in lieu of notice (or pay received while on administrative leave during a period for which WARN notice is given) he/she receives pursuant to WARN from the amount of severance payments to which he or she would be otherwise entitled under this Plan. The 

period of Company-subsidized medical and life insurance coverage under Section 3.2, however, shall not be reduced by the time during which the WLT Member receives continued medical coverage or continued life-insurance coverage as part of the WARN notice period. Instead, the period of Company-subsidized medical and life-insurance coverage under Section 3.2 shall commence as of the date the WARN notice period expires.
3.6.      General Release Agreement. The General Release Agreement will be furnished to an eligible WLT Member. It is completely within the eligible WLT Member’s own discretion as to whether he or she elects to sign the General Release Agreement. An eligible WLT Member is encouraged to review the General Release Agreement with his or her personal attorney at his or her own expense, if he or she so desires.
Time Frame for Signing. A WLT Member less than age forty (40) on the date he/she receives the General Release Agreement, must sign, date and return it to the Plan Administrator within seven (7) calendar days of the date of receipt, unless a later date is expressly stated in the General Release Agreement. Minnesota residents, who are less than age forty (40) on the date of receipt, must sign and return the General Release Agreement within twenty-one (21) calendar days of the date of receipt, unless a later date is expressly stated in the General Release Agreement.
A WLT Member age forty (40) or older on the date he/she receives the General Release Agreement, must sign and return it at any time within twenty-one (21) calendar days of the date of receipt (for an individual termination) or at any time within forty-five (45) calendar days of receipt (for a group termination), unless a later date is expressly stated in the General Release Agreement. In the event of a group termination, as determined in the sole discretion of the Company, the Company will furnish affected WLT Members with such additional information as may be required by law.
Revocation Right. A WLT Member who is less than age forty (40) and is not a Minnesota resident on the date of receipt, cannot revoke the General Release Agreement once he/she has signed it. A WLT Member who is age forty (40) or over and not a Minnesota resident, may revoke his/her signed General Release Agreement in writing within seven (7) days after his/her signing the General Release Agreement. A WLT Member who is a Minnesota resident on the date of receipt, may revoke his/her signed General Release Agreement in writing within fifteen (15) calendar days after it is signed and returned. Any such revocation shall be made in writing and shall be received by the Plan Administrator within the seven (7)-day or fifteen (15)-day periods as described.
Notwithstanding the foregoing, in all events the WLT Member must execute the General Release Agreement, and any revocation period must have expired, not later than sixty (60) days after the Termination Date in order to receive Severance Pay and Severance Benefits. If such sixty (60)-day period ends in the calendar year following the year that includes the Termination Date, payment of any Severance Pay or Severance Benefits that are subject to Code Section 409A shall be paid or commence to be paid on the first normal payroll date of the calendar year following the year that includes the Termination Date or such later time required by the payment schedule applicable to the payment or benefit, the date the General Release Agreement becomes effective, or Section 3.8 below; provided that the first payment shall include all amounts that would have been paid to the WLT Member if payment had commenced on the Termination Date, if applicable.
3.7.      Withholding; Taxes. The Company will withhold from all Severance Payments and Severance Benefits all required federal, state, local and other taxes and any other payroll deductions required.  In addition, the Company reserves the right to treat the COBRA subsidy described in Section 3.2(a) and any other benefit hereunder as taxable compensation to the WLT Member (without 

a tax gross-up) or to restructure such benefit(s), in each case, to the extent necessary or advisable under applicable law.
3.8.      Code Section 409A Compliance. For purposes of Code Section 409A, each “payment” (as defined by Code Section 409A) made under the Plan will be considered a “separate payment.” Each such payment will be deemed exempt from Code Section 409A to the full extent permissible under the “short-term deferral exemption” under Treasury Regulation Section 1.409A-1(b)(4) and, with respect to amounts that are not exempt under the short-term deferral exemption or any other exemption and are paid no later than the last day of the second taxable year following the taxable year containing the WLT Member’s Termination Date, the “two years/two times” separation pay exemption under Treasury Regulation Section 1.409A-1(b)(9)(iii), which are hereby incorporated by reference. In the event that any WLT Member is a “specified employee” as defined in Code Section 409A on the WLT Member’s Termination Date, Severance Pay or Severance Benefits that are subject to Code Section 409A shall not be paid until the earlier of the first (1st) payroll date that occurs on or after the date that is six (6) months and one day following the Termination Date, or the date of the WLT Member’s death, and all amounts that would otherwise have been paid prior to such date shall be paid as soon as practicable after such date in a lump sum without interest. The Plan is intended to comply in all respects with Code Section 409A, and to the maximum extent permitted by law shall be so construed. Notwithstanding the foregoing, in no event shall the Company have liability to a WLT Member for any penalty or other adverse tax consequences resulting from Code Section 409A or otherwise.

4.    Administration.
The Company is the “Plan Administrator” of the Plan and the “named fiduciary” within the meaning of such terms as defined in ERISA. The Company has the discretionary authority to determine eligibility for Plan benefits and to construe the terms of the Plan, including the making of factual determinations. Severance Pay and Severance Benefits a under the Plan will be payable only if the Company determines in its sole discretion that the WLT Member is entitled to them. The decisions of the Company will be final and conclusive with respect to all questions concerning the administration of the Plan. The Company may delegate to other persons responsibilities for performing certain of its duties under the Plan and may seek such expert advice as it deems reasonably necessary with respect to the Plan. The Company may rely upon the information and advice furnished by such delegatees and experts, unless actually knowing such information and advice to be inaccurate or unlawful.
5.    Amendment or Termination.
WLT Members do not have any vested rights to Severance Payments or Severance Benefits. The Company reserves the right, in its sole and unlimited discretion, to amend or terminate the Plan at any time by action of the Human Resources Committee of the Board, or the Board in the case of Severance Pay and Severance Benefits for the Chief Executive Officer, without prior notice to any WLT Member.
6.    Claims Procedure.
(a)    Any person who believes he or she is entitled to any payment under the Plan (“Applicant”) may submit a claim in writing to the Company. Any such claim should be sent to the Health & Welfare Plans Administrative Committee (the “Committee”), c/o Levi Strauss & Co., P.O. Box 7215, San Francisco, CA 94120, Attention: Vice President, Compensation, Benefits & HR Services. If a claim is denied in whole or in part, the Committee will furnish the Applicant within ninety (90) days after receipt of such claim with a written notice, written in a manner calculated to be understood by the Applicant, which includes (i) the specific reason(s) for the denial, (ii) specific references to the Plan provisions on which the denial is based, (iii) a description of any additional material or information necessary for properly completing the claim and an explanation why such material or information is necessary, (iv) a statement that the Applicant is entitled to receive, upon request and free of charge, reasonable access to, and copies of, all documents, records or other information relevant to his or her claim, and (v) an explanation of the Plan’s appeal procedures. The ninety (90)-day period for responding to a claim may be extended by up to an additional ninety (90) days if the Applicant is given a written notice of the extension, including an explanation of the reason for the extension and an estimate of when the claim will be resolved, by the end of the initial ninety (90)-day period.
(b)    An Applicant may appeal the denial of his or her claim and have the Committee reconsider the decision. The Applicant or the Applicant’s authorized representative has the right to: (i) request an appeal by written notice to the Committee at the address identified above no later than sixty (60) days after the receipt of the notice from the Committee denying the Applicant’s claim, (ii) upon request and free of charge, review or receive copies of any documents, records or other information relevant to the Applicant’s claim, and (iii) submit written comments, documents, records and other information relating to the Applicant’s claim in writing to the Committee. In deciding the Applicant’s appeal, the Committee will take into account all comments, documents, records and other information submitted by the Applicant relating to the claim, regardless of whether 

such information was submitted or considered in the initial review of the claim. If the Applicant does not provide all the necessary information for the Committee to process the appeal, the Committee may request additional information and set deadlines for the Applicant to provide that information.
(c)    The Committee’s decision on review will be in writing, written in a manner calculated to be understood by the Applicant, and will include (i) specific reason(s) for the decision, (ii) specific references to the Plan provisions on which the decision is based, (iii) a statement that the Applicant is entitled to receive, upon request and free of charge, reasonable access to, and copies of, all documents, records or other information relevant to his or her claim, and (iv) a statement of the Applicant’s right to bring a civil action under ERISA Section 502(a) following a denial of his or her appeal for benefits. The notice will be delivered to the Applicant within sixty (60) days after the request for review is received, unless extraordinary circumstances require a longer period, in which event the sixty (60)-day period may be extended by up to an additional sixty (60) days if the Applicant is given a written notice of the extension, including an explanation of the reason for the extension and an estimate of when the appeal will be resolved, by the end of the initial sixty (60)-day period.
(d)    The provisions of this Section 6 are intended to comply with ERISA Section 503 and the Regulations issued thereunder, and will be so construed. In accordance with such Regulations, each Applicant will be entitled, upon written request and without charge, to review and receive copies of all material relevant to his or her claim within the meaning of Department of Labor Regulation Section 2560.503-1(m)(8), and to be represented by a qualified representative.
(e)    In further consideration of being permitted to participate in the Plan, each eligible WLT Member agrees on behalf of himself or herself, and all other persons claiming through him or her, that he or she will not commence any action at law or equity (including without limitation any action under ERISA Section 502), or any proceeding before any administrative agency, for payment of any benefit under this Plan without first filing a written claim for such benefit and appealing the denial of that claim in accordance with the provisions of this Section 6, and in any event not more than one-hundred eighty (180) days after the appeal is denied in accordance with paragraph (c) above.
7.    Source of Payments.
All Severance Payments and Severance Benefits will be paid in cash from the general funds of the Company; no separate fund will be established under the Plan and the Plan will have no assets. Any right of any person to receive any payment under the Plan will be no greater than the right of any other unsecured creditor of the Company.

8.    Inalienability.
In no event may any WLT Member sell, transfer, anticipate, assign or otherwise dispose of any right or interest under the Plan. At no time will any such right or interest be subject to the claims of creditors nor liable to attachment, execution or other legal process.
9.    Recovery of Payments Made by Mistake.
An eligible WLT Member must return to the Company any Severance Payment or Severance Benefit, or portion thereof, made by a mistake of fact or law. The Company has all remedies available at law or in equity for the recovery of such amounts.
10.    No Enlargement of Employment Rights.
Neither the establishment or maintenance of the Plan, the payment of any amount by the Company nor any action of the Company will confer upon any individual any right to be continued as an Employee nor any right or interest in the Plan other than as provided in the Plan. Other than an Employee who has a written agreement to the contrary signed by the President, Chief Executive Officer or a Senior Vice President of the Company, every Employee is an employee-at-will whose employment with the Company may be terminated by the Company or the Employee at any time with or without cause and with no notice.
11.    Applicable Law.
The provisions of the Plan will be construed, administered and enforced in accordance with ERISA and, to the extent applicable, the laws of the State in which the WLT Member resides on his or her Termination Date.
12.    Severability.
If any provision of the Plan is held invalid or unenforceable, its invalidity or unenforceability will not affect any other provision of the Plan, and the Plan will be construed and enforced as if such provision had not been included.

13.    Execution.

IN WITNESS WHEREOF, Levi Strauss & Co., by its duly authorized officer, has executed the Plan on the date indicated below.

	
					
	 
	 
	LEVI STRAUSS & CO.
	 

	 
	 
	 
	 
	 

	 
	 
	Elizabeth Wood
	 

	 
	 
	Senior Vice President & Chief Human Resources Officer
	 

	 
	 
	 
	 
	 

	 
	 
	Dated:
	 
	 

APPENDIX A
For purposes of this Plan, the following positions are designated as Worldwide Leadership Team members (WLT), assuming the Employee in the position is also a U.S. Home Office Payroll Employee at the time of termination:
President & Chief Executive Officer
Executive Vice President & President, Global Brands
Executive Vice President & President, Global Retail
Executive Vice President & President, Global Ecommerce
Executive Vice President & President, Americas
Executive Vice President & President, Europe
Executive Vice President & President, Asia, ME, Africa
Executive Vice President & Chief Financial Officer
Senior Vice President & Chief Supply Chain Officer
Executive Vice President & General Counsel
Senior Vice President & Chief Human Resources Officer
Senior Vice President & Chief Communications Officer
This list is subject to change and may be revised at any time.Exhibit

Exhibit 10.24

July 18, 2013

Dear Seth,

Congratulations on your new position as Executive Vice President & President, Europe. The terms set out in this offer letter relate to your long-term international assignment in London and include the regulation of your employment at the end of this assignment.

You will be considered a seconded employee from Levi Strauss &Co. (LS&Co.) to Levi Strauss (U.K.) Limited, based in London, United Kingdom, in accordance with LS&Co.’s Global Assignment Policy. For the duration of your assignment, you will be seconded to Levi Strauss (U.K.) Limited, performing services in such capacity as determined by LS&Co. does not derive any profit from the activities performed by you as a seconded employee to Levi Strauss (U.K.) Limited.

Contingency
This offer is contingent upon your ability to obtain and maintain the proper work authorization in your host country. Our immigration attorneys will assist you in filing for the appropriate work authorization. You are responsible for providing accurate documentation in a timely manner in order to obtain and maintain any documents which are required for entry and to perform work in your host country including but not limited to: entry visas or permits, work visas or permits, security permits or passes, and any other document(s) required to allow you to enter, remain and work in your host country for the duration of the assignment.

Assignment Start Date
Your first day on assignment in London, United Kingdom is anticipated to be August 1, 2013 (the Assignment Start Date), subject to obtaining valid work authorization for the United Kingdom. The anticipated length of this assignment is through August 1, 2016.

Salary
Effective on July 18, 2013, your annual salary will be $550,000.

Annual Incentive Plan
You will continue to be eligible to participate in the Annual Incentive Program (AIP). Under the current program, your annual target bonus will be 80% of your base salary, with a 2013 target value of $440,000. Depending on results, your actual bonus, if any, may be higher or lower and can reach a maximum of 160%. Bonuses for fiscal 2013 are scheduled for payment in February 2014 and you must be employed by LS&Co. on the payment date. LS&Co. has the right to modify the program at any time.
Management discretion can be used to modify the final award amount. Bonus payments are subject to supplemental income tax withholding.

Long-Term Incentives
You will continue to be eligible for long-term incentives in effect during your employment with LS&Co. including, but not limited to Stock Appreciation Rights (SARs). The Company has the right to modify the program at any time including, but not limited to the target grant value.

Benefits
While you are on assignment in your host country, you and your family will be enrolled in the Cigna International health plan for medical and dental coverage. Questions about the plan may be directed to HR Services at 866-891-6725. You will continue to be eligible to participate in all other US benefit programs while on assignment in London.

Assignment Provisions
Pursuant to the LS&Co. Global Assignment Policy, you will be eligible for certain assignment benefits, including but not limited to, miscellaneous allowances, tax preparation services, and annual home visits. Please refer to the attached summary of the LS&Co. Global Assignment Policy included with this letter for more details.

Employment Status
You understand and agree that, throughout the duration of your assignment, your employment will continue in all respects to be governed by and under the laws of the state of California and relevant federal law of the United States.

Worldwide Code of Business Conduct
You agree to abide by all LS&Co. policies including, but not limited to, policies contained in the LS&Co.'s Worldwide Code of Business Conduct (WCOBC).

Non-Solicitation of Employees
In order to protect Confidential Information (as defined in the enclosed Employee Invention and Confidentiality Agreement), you agree that so long as you are employed by LS&Co., and for a period of one year thereafter, you will not directly or indirectly, on behalf of yourself, any other person or entity, solicit, call upon, recruit, or attempt to solicit any of LS&Co.’s employees or in any way encourage any LS&Co. employee to leave their employment with LS&Co. You further agree that you will not directly or indirectly, on behalf of yourself, any other person or entity, interfere or attempt to interfere with LS&Co.’s relationship with any person who at any time was an employee, consultant, customer or vendor or otherwise has or had a business relationship with LS&Co.

Non-Disparagement
You agree now, and after your employment with the LS&Co. terminates not to, directly or indirectly, disparage LS&Co. in any way or to make negative, derogatory or untrue statements about LS&Co., its business activities, or any of its directors, managers, officers, employees, affiliates, agents or representatives to any person or entity.

At-Will Employment
Nothing in this Agreement alters, or modifies your at-will employment relationship with LS&Co., which will continue throughout the period of the assignment, and will supersede any other employment relationship that might be implied under the host country laws.

This global assignment is subject to the business requirements of LS&Co. and your performance during the period of the assignment. Throughout the entire period of this assignment, you agree that you will not engage, directly or indirectly, either on your own or through the agency of another person, firm or corporation, in any other employment, profession, occupation, service or business whatsoever. Violation of this provision may result in the termination of your employment.

At the time the global assignment is terminated by LS&Co., you will be asked to return to your home country and report to LS&Co. if continued employment is available. LS&Co. will provide repatriation support to your home country, in accordance with the Global Assignment policies in effect at the time of your repatriation, whether employment is available or not, provided that you return to your home country within the timeframe specified by LS&Co. at the time of termination of the assignment.

LS&Co. cannot and does not guarantee that you will be reassigned to any position you occupied before accepting this assignment or that any employment will be offered to you upon completion or termination of this assignment.

Please note that except for those agreements or plans referenced in this letter and attachments, this letter contains the entire understanding of the parties with respect to this offer and supersedes any other agreements, representations or understandings (whether oral or written and whether express or implied) with respect to this offer. Please review and sign this letter and the attached Employee Invention and Confidentiality Agreement.

Seth, congratulations on your new position and assignment and this latest achievement in your career path at LS&Co.

Sincerely,
Chip Bergh
President & CEO

	
			
	Signed:
	 
	 

	/s/ SETH ELLISON
	 
	July 18, 2013

	Seth Ellison
	 
	Date

Attached: (1) Employee Invention and Confidentiality Agreement, and (2) Global Assignment Policy Summary

Summary of the LS&Co. Global Assignment Policy

Expatriate Relocation Assistance

During the term of your expatriate assignment, you will be eligible to receive certain payments, allowances and services in accordance with LS&Co.’s Global Assignment Policy. The delivery of these benefits will be coordinated by Weichert Relocation Resources, Inc. (WRRI), a global relocation and assignment management company. An Assignment Counselor from WRRI will reach out to you to provide an orientation to the program, including a Global Assignment Handbook that will describe the benefits and services associated with your expatriate assignment. Highlights of the Global Assignment Program are as follows:

		
	•
	Pre-Assignment Trip of up to 7 days for you and your spouse, partner, and daughter to include business class airfare, lodging, meals and transportation.

		
	•
	Travel to Host Country for you and your family at the time of your move via the most direct route and in accordance with US business travel policy.

		
	•
	Home Country Lease Breaking Penalty Protection if needed to cover reasonable penalties for canceling a lease on your primary home country residence.

		
	•
	Temporary Housing and Per Diem of $70 per day for up to 60 days in your host location at the time of your move.

		
	•
	Destination Services provided by a designated provider to assist you with finding housing and settling in to your new location.

		
	•
	Host Country Housing Allowance of up to US$12,000 per month beginning with the start of a rental agreement for long-term housing in your host country. If you choose a residence that exceeds the housing allowance limit, you will be responsible for paying the difference. The company will reimburse you for the cost of basic utilities in your host location (water, gas, electricity), excluding the cost of telephone, internet and television services. Note that a housing offset deduction will be deducted from your paycheck. If you are a homeowner, LS&Co. recommends that you put your home in property management as a rental property. Your Assignment Counselor will provide information about the property management services that are available. For homeowners, the housing offset deduction will be the lesser of your current mortgage plus utilities, or current rental income plus utilities. For renters, the housing offset deduction will be equivalent to your most recent rent in your home country plus average monthly utilities.

		
	•
	Shipment of Household Goods and Personal Effects for you and your family in a 40 foot container to a maximum of 14,000 pounds/2,000 cubic feet, and an air shipment of up to 750 pounds/78 cubic feet. Shipments are limited to pickup at one point of origin (your home location) and delivery to one destination (your host location). Restrictions are outlined in the Global Assignment Handbook.

		
	•
	Storage of Household Goods in your home location for items that you will not use in your host location, with some restrictions as outlined in the Global Assignment Handbook.

		
	•
	Shipment of Pets to a maximum of 2 Pets. Covered expenses include the cost of the travel container, transportation and boarding not to exceed 30 days or required quarantine time in the host location. Veterinarian fees such as the cost of vaccinations and health certificates are not covered. 

		
	•
	A Goods & Services (G&S) Differential designed to ensure that your total purchasing power for goods and services in your host country is as similar as possible to that which you would have in your home city. The differential is paid via payroll checks and begins upon your move into long- term host country housing. The allowance is not paid while you are in temporary housing. The differential is calculated at the time you move into long-term housing using data produced by an outside vendor, Mercer/ORC, and is reviewed periodically and adjusted to reflect changes in exchange rates and goods & services indices. During your first 6 months on assignment, your G&S differential will be based on the Standard Index. During this time you will have the opportunity to assimilate into local buying practices and become a more efficient purchaser of goods and services in your host location. Upon reaching 6 months on assignment, your G&S differential will be moved to the Efficient Purchaser Index (EPI) and will be reduced accordingly.

		
	•
	Miscellaneous Relocation Allowance of US$10,000 to cover expenses related to moving and establishing a household in your host country. This is a lump sum payment, and LS&Co. pays the taxes on this allowance.

		
	•
	Home Country Automobile Disposition - Lease breakage fee for 1 auto will be provided.

		
	•
	Immigration Support provided by designated immigration counsel to assist in obtaining work authorization for you in your host country, and dependent visas for your family.

		
	•
	Language Training through a designated vendor not to exceed 150 hours.

		
	•
	Cultural Orientation for up to 2 days for you and your family through a designated vendor.

		
	•
	Annual Home Visit once per year for you and your accompanying family to include round trip business class airfare to your home country via the most direct route. Should you not have access to lodging or a car in your home country, reasonable accommodations and car rental (excluding gasoline) for 2 weeks will be reimbursed. Cost of meals, laundry, telephone calls, entertainment, and any other extras will not be reimbursed. Home visit requests are reviewed with your host country manager and are counted against your accrued time off. Note that you must accompany family members on the home visit in order for the expenses to be reimbursed.

		
	•
	Tax Preparation Services provided through a designated vendor during your assignment and the year following the end of your assignment. Currently, Ernst & Young provides tax services to LS&Co.’s global assignees.

		
	•
	Tax Equalization is provided to ensure that you realize neither a significant tax detriment nor a benefit as a result of the assignment. LS&Co. has contracted with Ernst & Young to prepare your home and host country tax returns, to administer the tax equalization program, and to provide tax orientation to you before your departure on assignment.

		
	◦
	Income you receive during your global assignment is taxable under the laws of your host county and the US. In order to avoid a double taxation burden, LS&Co. pays the taxes assessed on host country income. In addition, LS&Co. pays the tax assessed on certain allowances you receive while in your host country which represents payments you would not receive but for your global assignment. You remain fully responsible for the tax liability for all taxable income earned in a given year that represents your base salary, any incentive payments, tax on personal investments, and any other income not specifically related to your global assignment. This tax liability is referred to as Stay at Home Tax. 

		
	◦
	To implement tax equalization, you agree to promptly furnish information to and permit Ernst & Young to complete your income tax returns for each year or partial year you are on this expatriate assignment (including any amendments to these returns recommended by Ernst & Young), and for up to five calendar years following the year in which you complete the expatriate assignment if deemed necessary. This agreement survives the end of your employment, and obliges you to have Ernst & Young perform this service even after you leave LS&Co. so that all appropriate tax credits may be taken. You further agree to amend returns from prior years to use foreign tax credits, when advised to do so by Ernst & Young. You also agree that Ernst & Young’s calculation of the Stay at Home Tax will be deducted from your paychecks, and from any incentive payments. You further acknowledge and agree that you are solely responsible for making timely payments of: (i) any additional US, state, or local tax that may be due after final tax calculations are completed by Ernst & Young for a given year, (ii) any host country taxes on income from sources other than LS&Co., (iii) any host country, US, state, and local taxes due on any income earned by your spouse, (iv) any taxes assessed by reason of the sale of your principal residence, the sale of a vacation home, or the sale of any other asset, (v) any penalties, fines, or interest due because you turned in information to Ernst & Young after the deadlines set by Ernst & Young, and (vi) the fees charged by Ernst & Young to research an unusual or complex personal tax issue. You further agree to promptly either repay to LS&Co. or endorse over to LS&Co. all refunds received from a host country taxing authority or the United States, a state, or a local taxing authority, when the refund should be remitted to LS&Co. under the tax equalization program in effect at LS&Co. at the time of the refund, and any social benefit payments. 

		
	◦
	It is your responsibility to deliver your completed tax organizer to Ernst & Young on time, and to promptly respond to any requests for information from them. Any penalties incurred or interest accrued because of the late submission of information by you will be your sole responsibility. Any failure to execute documents on time, endorse checks, make required repayments, or otherwise comply with the requirements of the tax equalization program will be grounds for discipline, up to and including termination of employment. You further authorize and agree that if you fail to make required repayments or other payments due to LS&Co. as a result of the tax equalization program within the LS&Co. designated timeframe, LS&Co. may make payroll deductions to cover these repayments. 

		
	◦
	A representative from Ernst & Young will contact you to answer any questions you may have about the tax equalization program. 

		
	•
	Repatriation Support will be provided at the conclusion of your assignment in accordance with the Global Assignment policy in effect at the time of your repatriation, provided that you return to your home country within the timeframe specified by LS&Co. Note that if you resign or are 

involuntarily terminated for any reason other than layoff, your repatriation support will be limited. At the time your assignment ends, your Assignment Counselor will provide details on the repatriation support that is available.

Upon termination of your global assignment, all allowances and payments related to your assignment will terminate.

More information about the program is provided in the Global Assignment Handbook. Questions may be directed to your Assignment Counselor Rena Bonadonna at WRRI, who can be reached at RBonadonna@wrri.com or via 973-290-5762.

Benefit and Policy Amendments

The company reserves the right to modify, amend or terminate any and all policies, and provisions of its compensation and benefit plans, and establish rules and procedures for their administration at its discretion and without notice.

EMPLOYEE INVENTION AND CONFIDENTIALITY AGREEMENT

In exchange for my employment and the wages or salary paid to me for my services during my employment with Levi Strauss & Co., or its parent companies, subsidiaries, or affiliates (collectively the Company), I agree:

1.  I will promptly disclose to the company all inventions, improvements, technical developments, copyrightable material, designs, drawings, data, ideas or other discoveries (collectively Inventions) which I may conceive or make solely, or which I may conceive or make jointly or in common with others, during the scope and course of my employment, and which pertain to (a) garment, fabric, sundry, product, label, accessory, fixture, store or website designs, (b) garment or textile methods, supplies and equipment, sources, vendors, or products, (c) facilities, machines, distribution methods, inventory control methods, or other know-how pertaining to the manufacture or treatment of garments or fabrics, or the distribution of finished goods, (d) other business of the Company, and (e) Inventions, improvements or technical developments which are made or developed or reduced to practice at the Company’s expense or pursuant to a Company research or development project. I agree that all such Inventions are and shall be the sole property of the Company.

		
	a.
	I assign to the Company complete ownership of all the Inventions specified in this paragraph, together with ownership to all patent applications and patents (United States and foreign) which the Company may desire to secure with respect to the same, and all copyrights, trade or service marks, work rights or other intellectual property rights relating to these Inventions.

		
	b.
	I will cooperate with the Company to secure the Company’s rights to the Inventions and to procurements of United States and foreign patents, copyrights, and trade or service marks on such Inventions, and particularly to disclose to the Company all pertinent information and data with respect thereto and execute all applications, specifications, oaths, assignments and all other instruments which the Company deems necessary in order to apply for and obtain such rights and in order to assign and convey to the Company, its successors, assigns and nominees the sole and exclusive rights, title and interest in and to these Inventions.

		
	c.
	If, during my employment with the Company, I incorporate into any Invention under this Agreement any other invention, improvement, development, concept, discovery or other proprietary information owned by me or in which I have an interest, the Company is hereby granted and shall have a nonexclusive, royalty-free, perpetual, irrevocable, worldwide license to make, have made, modify, use and sell such item as part of or in connection with such Invention.

2.  Confidential Information is any proprietary information, data, or trade secrets of the Company including, but not limited to, research, designs, product and business plans, forecasts, products, services, advertising, customers, customers lists, sourcing agreements, licensing agreements, vendor agreements, personnel information, markets, financial information, projections, software, developments, inventions, processes, formulas, technology, drawings, hardware, or other business information disclosed to me or made accessible to me by the Company to me directly or indirectly in writing, orally, electronically or by drawings, samples, parts or equipment, or in any other manner, I understand and agree that all Confidential Information pertaining to any aspect of the Company’s business made available, directly or indirectly, to me in my employment is proprietary information to be held in strict confidence and I will not 

disclose such information to third parties or use it for myself or for others without the prior written consent of the Company. I understand and agree that my obligation of confidentiality remains in effect both during and after the period of my employment with the Company, until this information becomes part of the public domain through no direct or indirect action by me.

3.  As soon as my employment with the Company ends, I will promptly deliver to the Company all copies or other embodiments of Confidential Information in written or electronic form and all other drawings, blueprints, samples, manuals, letters, notes, notebooks, reports, electronic data, and all other materials relating to the Company’s business which are in my possession or under my control.

4.  This Agreement cannot be terminated or altered by changes in other terms of my employment, such as changes in duties, position or compensation, and will apply to the entire term of my employment, regardless of when I sign this Agreement, and will in no way alter the at-will nature of my employment. My employment may be terminated at any time by me or the Company with or without cause.

5.  I do not have any Invention, patented or unpatented, which I conceived or made before this date of my employment by the Company, whichever is later, except those I have described on Appendix A of this Agreement, which is an integral part of this Agreement. This Agreement does not apply to any Invention that is covered fully by the provisions of Section 2870 of the California Labor Code, the language of which is included in Appendix A.

6.  I understand that the Company is a private company. During my employment, I will make no public statements, to the press or otherwise, concerning the Company, its vendors, contractors, products, finances, practices, personnel, any of its plans or strategies, or any other aspect of its business without first obtaining the written permission of the head of corporate communications.

7.  I understand and agree that a violation of the provisions of this Agreement will cause irreparable damage to the Company, and that it will be impossible to estimate or determine the damage that will be suffered by the Company in the event I breach any of its provision. Therefore, I agree that in the event of any violation or threatened violation of my obligations hereunder, the Company will be entitled, as a matter of course, to an injunction from any court of competent jurisdiction, restraining any violation or threatened violation by me, and that the Company’s right to an injunction is in addition to other remedies the Company may have.

8.  If any provision of this Agreement is unenforceable, then the balance of all of its terms will nonetheless be enforceable.
	
			
	EMPLOYEE:
	 
	 

	Signature:
	 
	 

	Name Printed:
	 
	 

	 
	 
	 

LEVI STRAUSS & CO.
July 6, 2016

Seth Ellison

RE: Assignment Extension in Belgium 

Dear Seth,

This letter is to confirm the extension of your assignment in Belgium as EVP and President, Europe no later than July 31, 2018.

You will continue to be considered a seconded employee from Levi Strauss & Co. (the "Company) to Levi Strauss (UK) Limited, based in the United Kingdom, and on assignment to Levi Strauss & Co., Belgium, in accordance with the LS&Co.'s Global Assignment Policy. LS&Co. does not derive any profit from the activities performed by you as a seconded employee to Levi Strauss (UK) Limited, nor as an assigned employee to Levi Strauss & Co. Belgium.

This letter does not create a contract of employment, but simply seeks to confirm the conditions which pertain to your international assignment.

All terms and conditions as per your original assignment letter ("Assignment Letter") dated September 16, 2013 shall remain unchanged during your assignment extension with the exception of your current annual salary of $615,000 USD.

You will continue to be subject to the terms of your original assignment letter and the Global Mobility Program of Levi Strauss & Co. The company reserves the right to modify, amend or terminate any and all policies, and provisions of its compensation and benefit plans, including, but not limited to, the Global Mobility Program, and establish rules and procedures for their administration at its discretion and without notice. Your global assignment and your employment relationship generally are subject to and governed by the laws of your home country in accordance with the terms of the Global Mobility Policy. This letter shall not be amended or supplemented unless in writing signed by you and a duly authorized representative of your home country.

Seth, I want to wish you a continued successful and fulfilling experience in your role.
	
			
	Sincerely,
	 
	 

	/s/ SCOTT WHITE
	 
	 

	Scott White
	 
	 

	 
	 
	 

Please sign and return a copy of this letter as an indication of your understanding of and agreement with the conditions contained herein.
	
				
	/s/ SETH ELLISON
	 
	July 12, 2016
	 

	 
	 
	Date
	 

Copy to:
Conny Verelst
Laura Peterson

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