Document:

Exhibit
      10.66

    

    Rubio's
      Restaurants, Inc.

    Severance
      Pay Plan & 

    Summary
      Plan Description

    July
      26, 2006

     

    
      
        	PURPOSE OF THE
                PLAN 

      

       

    

    The
      purpose of Rubio’s Restaurants, Inc. Severance Pay Plan is to provide temporary
      and short-term pay continuation to eligible employees whose employment with
      Rubio’s Restaurants, Inc. is terminated under the conditions described
      below.

    

    Except
      as
      otherwise provided by the Company in writing or in the Plan, the Plan replaces
      all prior plans, programs and/or arrangements providing severance benefits
      to
      eligible employees. This document contains the official text of the
      Plan.

    

    
      	DEFINITIONS 

    

     

    
      	 	
              ·

            	
              Base
                Pay
                shall mean the employee’s regular rate of salary (determined on a monthly
                basis) payable immediately preceding his or her date of
                termination.

            

    

    
      	 	
              ·

            	
              Company
                means Rubio’s Restaurants, Inc. and its
                subsidiaries.

            

    

    
      	 	
              ·

            	
              Board
                shall
                mean the Board of Directors of the
                Company.

            

    

    
      	 	
              ·

            	
              Corporate
                Transaction
                shall have the meaning ascribed to such term in the Rubio’s Restaurant’s,
                Inc. 1999 Stock Incentive Plan (the “1999
                Plan”).

            

    

    
      	 	
              ·

            	
              Misconduct
                shall have the meaning ascribed to such term in the 1999
                Plan.

            

    

    
      	 	
              ·

            	
              Permanent
                Disability
                shall have the meaning ascribed to such term in the 1999
                Plan.

            

    

    
      	 	
              ·

            	
              Plan
                means Rubio’s Restaurants, Inc. Severance Pay
                Plan.

            

    

    
      	 	
              ·

            	
              Plan
                Administrator
                means the Company’s Vice President-People Services or such other person or
                committee appointed from time to time by the
                Board.

            

    

    
      	 	
              ·

            	
              Years
                of Service
                for an employee shall be based on his or her completed years of service
                from his or her most recent date of hire by the Company until his
                or her
                date of termination.

            

    

    

    
      
        	ELIGIBLE
                EMPLOYEES 

      

    

     

    
      	
              1.

            	
              The
                benefits under the Plan are limited to employees of the Company who
                are
                determined by the Company to be classified as
                follows:

            

    

    
      	 	
              ·

            	
              Vice
                Presidents and above

            

    

    
      	 	
              ·

            	
              Director
                level employees

            

    

    
      	 	
              ·

            	
              Restaurant
                Support Center Managers, including District
                Managers

            

    

    

    
      	
              2.

            	
              Unless
                the Company provides otherwise in writing, the following employees
                are NOT
                eligible to participate in the Plan:

            

    

    
      	 	
              a)

            	
              [Restaurant
                management and] all non-exempt employees under California
                Law;

            

    

    
      	 	
              b)

            	
              Any
                employee who is classified as a part-time, temporary, or seasonal
                employee; and/or

            

    

    
      	 	
              c)

            	
              Any
                employee who is eligible to receive severance benefits pursuant to
                an
                offer letter or other employment agreement or contract entered into
                before
                the adoption of the Plan, unless the benefits otherwise payable to
                the
                employee under the Plan exceed those to which the employee would
                otherwise
                be entitled under his or her offer letter or other employment agreement
                or
                contract.

            

    

    

    
      
         

      

      
         

        
          

        

      

      
         

      

    

     

    
      	Rubio's Restaurants, Inc. Severance
              Pay Plan 	 	 
	July
              26, 2006 	
              2 

            	 

    

     

    
      
        	INVOLUNTARY TERMINATION
                OF
                EMPLOYMENT 

      

    

     

    
      	
              1.

            	
              Involuntary
                Termination

            

    

    An
      employee will be eligible for severance benefits under the Plan only if the
      Company, in its sole discretion, determines that the employee’s employment is
      being terminated involuntarily for any of the following reasons:

    
      	 	
              a)

            	
              Reduction
                in staff or layoff;

            

    

    
      	 	
              b)

            	
              Position
                elimination;

            

    

    
      	 	
              c)

            	
              Closure
                of a business unit or location;

            

    

    
      	 	
              d)

            	
              Organization
                restructuring;

            

    

    
      	 	
              e)

            	
              Permanent
                Disability; 

            

    

    
      	 	
              f)

            	
              Such
                other circumstances, as the Company deems appropriate for the payment
                of
                severance benefits.

            

    

    

    
      	
              2.

            	
              Termination
                of Employment Not Eligible for Severance
                Benefits

            

    

    Unless
      the Company provides otherwise in writing, an employee will NOT be eligible
      for
      severance benefits if the Company, in its sole discretion, determines that
      the
      employee’s employment is terminated for any of the following
      reasons:

    
      	 	
              a)

            	
              Resignation
                or other voluntary termination of
                employment;

            

    

    
      	 	
              b)

            	
              Failure
                to return from a leave of absence;

            

    

    
      	 	
              c)

            	
              Death;

            

    

    
      	 	
              d)

            	
              Termination
                due to Misconduct ;

            

    

    
      	 	
              e)

            	
              Termination
                for violation of company policy; and/or “Non-Negotiables” as defined in
                the Team Member Handbook, as amended from time to
                time;

            

    

    
      	 	
              f)

            	
              Termination
                due to failure to meet performance standards established by the Company
                or
                identified in any communication, whether written or oral, with the
                employee.

            

    

    

    
      	
              3.

            	
              Other
                Employment Offer

            

    

    Unless
      the Company provides otherwise in writing, an employee will not be eligible
      to
      receive benefits under the Plan if the Company, in its sole discretion,
      determines that: 

    
      	 	
              a)

            	
              The
                employee has been offered, but refused to accept, another comparable
                position with the Company or any of its subsidiaries or affiliates;
                and/or

            

    

    
      	 	
              b)

            	
              The
                employee's employment has been terminated in connection with a Corporate
                Transaction and such employee has been offered employment by the
                acquirer
                or successor on comparable terms and conditions as determined by
                the Plan
                Administrator, in its sole
                discretion.

            

    

    

    
      
        	CONDITIONS FOR PAYMENT OF
                SEVERANCE
                BENEFITS 

      

    

     

    An
      employee who is involuntarily terminated will not receive severance benefits
      under the Plan unless the Company determines that the employee has satisfied
      all
      of the following conditions:

    

    
      	1.	
              Satisfactory
                Performance of Work Duties Until Last Day
                Designated

            

    

    The
      employee must continue to perform his or her work duties in accordance with
      the
      standards of his or her position through the last day of work designated by
      the
      Company, unless the employee is absent due to vacation, temporary layoff, or
      an
      approved absence from work (including leave under the Family and Medical Leave
      Act).

     

    
      
         

      

      
         

        
          

        

      

      
         

      

    

    
       

      
        	Rubio's Restaurants, Inc.
                Severance
                Pay Plan 	 	 
	July
                26, 2006 	
                3 

              	 

      

    

     

    
      	
              2.

            	
              Execution
                of Releases and Other
                Agreements

            

    

    In
      order
      to receive benefits under this program, the employee must execute a general
      release of claims against the Company, and its officers, directors, employees,
      attorneys, agents and representatives, and such other agreements and documents
      as the Company may deem necessary or advisable .

    

    
      	
              3.

            	
              Return
                of Company Property and Settlement of
                Expenses

            

    

    The
      employee must return all company property and satisfactorily settle all
      expenses, loans or other amounts owed to the Company.

    

    
      
        	SEVERANCE
                PAY 

      

    

     

    
      	
              1.

            	
              Amount
                of Severance Pay

            

    

    The
      amount of severance pay payable to an eligible employee will be determined
      in
      accordance with the Severance Pay Guidelines attached to the Plan subject to
      the
      reductions set forth below.

    

    
      	
              2.

            	
              Reduction
                of Severance Pay Benefits

            

    

    Unless
      the Company, in its sole discretion, provides otherwise in writing, the amount
      of severance pay payable to an eligible employee as determined above shall
      be
      reduced as follows:

    
      	 	
              a)

            	
              In
                the event that the Company provides pay to the employee instead of
                advance
                notice of his or her termination of employment in accordance with
                the
                requirements of the Worker Adjustment and Retraining Notification
                Act (or
                other similar federal or state statute), then the amount of such
                employee’s severance pay will be reduced (but not below two weeks) by the
                amount of notice pay received by the employee after his or her active
                work
                status ends; and/or

            

    

    
      	 	
              b)

            	
              Severance
                pay will be reduced by any outstanding debt owed by the employee
                to the
                Company where permitted by law, including but not limited to loans
                made by
                the Company, advanced vacation pay, or salary or expense
                advances.

            

    

    

    
      	
              3.

            	
              Payment
                of Severance Pay

            

    

    The
      Company shall pay the severance benefit in a single lump sum as soon as
      practicable after the later of the employee’s last day of employment or the date
      on which the employee’s general release of claims becomes
      effective.

    

    
      
        	RIGHT TO TERMINATE
                BENEFITS 

      

    

     

    Notwithstanding
      anything in the Plan to the contrary, the Company shall have the right to
      terminate the benefits payable under the Plan at any time, in the event
      that:

    
      	 	
              a)

            	
              An
                employee is reemployed by the Company prior to the completion of
                the
                scheduled payment of Severance Pay;
                and/or

            

    

    
      	 	
              b)

            	
              The
                Company determines that an employee has breached any of the terms
                and
                conditions set forth in any agreement executed by the employee as
                a
                condition to receiving benefits under the Plan, including, but not
                limited
                to, the general release of claims and any confidentiality and/or
                invention
                agreement signed by the employee.

            

    

     

    
      
         

      

      
         

        
          

        

      

      
         

      

    

     

    
      	Rubio's Restaurants, Inc. Severance
              Pay Plan 	 	 
	July
              26, 2006 	
              4 

            	 

    

     

    
      
        	GENERAL
                RULES 

      

    

     

    
      	1.	
              Right
                to Withhold Taxes

            

    

    The
      Company may cause such amounts to be withheld from payments under the Plan
      as it
      determines necessary to fulfill any federal, state, or local wage or
      compensation withholding requirements.

    

    
      	2.	
              Right
                to Continued Employment

            

    

    Neither
      the Plan nor any action taken with respect to it shall confer upon any person
      the right to continue in the employ of the Company.

    

    
      	3.	
              Benefits
                Non-Assignable

            

    

    Benefits
      under the Plan may not be anticipated, assigned or alienated.

    

    
      	
              4.

            	
              Unfunded
                Plan

            

    

    The
      Company will make all payments under the Plan, and pay all expenses of the
      Plan,
      from its general assets. Nothing contained in the Plan shall give any eligible
      employee any right, title or interest in any property of the
      Company.

    

    
      	5.	
              Governing
                Laws

            

    

    The
      provisions of the Plan shall be construed, administered and enforced according
      to applicable Federal law and the laws of the State of California.

    

    
      	6.	
              Severability

            

    

    The
      provisions of the Plan are severable. If any provision of the Plan is deemed
      legally or factually invalid or unenforceable to any extent or in any
      application, then the remainder of the provisions of the Plan, except to such
      extent or in such application, shall not be affected, and each and every
      provision of the Plan shall be valid and enforceable to the fullest extent
      and
      in the broadest application permitted by law.

    

    
      	7.	
              Rules
                of Construction

            

    

    Section
      headings are used herein for convenience of reference only and shall not affect
      the meaning of any provision of the Plan.

    

    
      
        	AMENDMENT AND
                TERMINATION 

      

    

     

    The
      Company may modify, amend, or terminate the Plan at any time with respect to
      any
      employee at any time prior to such employee’s termination of
      employment.

    

    
      
        	ADMINISTRATION OF THE
                PLAN 

      

    

     

    The
      Plan
      Administrator shall have sole authority and discretion to administer and
      construe the terms of the Plan, subject to applicable requirements of law.
      Without limiting the generality of the foregoing, the Plan Administrator shall
      have the following powers and duties:

    
      	 	
              ·

            	
              To
                make and enforce such rules and regulations as it deems necessary
                or
                proper for the efficient administration of the
                Plan;

            

    

    
      	 	
              ·

            	
              To
                interpret the Plan, its interpretation thereof to be final and conclusive
                on all persons claiming benefits under the
                Plan;

            

    

    
      	 	
              ·

            	
              To
                decide all questions concerning the Plan, including the eligibility
                of any
                person to participate in, and receive benefits under, the Plan;
                and/or

            

    

    
      	 	
              ·

            	
              To
                appoint such agents, counsel, accountants, consultants and other
                persons
                as may be required to assist in administering the
                Plan.

            

    

     

    
      
         

      

      
         

        
          

        

      

      
         

      

    

     

    
      	Rubio's Restaurants, Inc. Severance
              Pay Plan 	 	 
	July
              26, 2006 	
              5 

            	 

    

     

    
      
        	CLAIMS
                PROCEDURE 

      

    

     

    The
      Plan
      Administrator reviews and authorizes payment of severance benefits for those
      employees who qualify under the provisions of the Plan. No claim forms need
      be
      submitted. Questions regarding payment of the severance benefits should be
      directed to the Plan Administrator.

    

    If
      an
      employee feels he/she is not receiving severance benefits, which are due, the
      employee (or the employee’s representative) should file a written claim for the
      benefits with the Plan Administrator. A decision on whether to grant or deny
      the
      claim will be made within 60 days following receipt of the claim. If more than
      60 days is required to render a decision, the employee will be notified in
      writing of the reasons for delay. In any event, however, a decision to grant
      or
      deny a claim will be made by not later than 90 days following the initial
      receipt of the claim.

    

    If
      the
      claim is denied in whole or in part, the employee will receive a written
      explanation of the specific reasons for the denial, including a reference to
      the
      Plan provisions on which the denial is based, a description of any material
      or
      information necessary for the employee to perfect the claim and an explanation
      of why such material or information is necessary, and a description of the
      Plan’s review procedures and the time limits applicable to such procedures,
      including a statement of the employee’s right to bring a civil action under
      ERISA, as defined below, following an adverse benefit determination on
      review.

    

    If
      the
      employee wishes to appeal this denial, the employee may write to the Plan
      Administrator within 60 days after receipt of the notification of denial. The
      notification should set forth all of the grounds upon which it is based, all
      facts in support of the request and any other matters the employee (or the
      employee’s representative) deems pertinent. The employee (or the employee’s
      representative) may submit documents, records and other information relating
      to
      the claim. The employee (or the employee’s representative) will be provided,
      upon request and free of charge, reasonable access to, and copies of, all
      documents, records, and other information relevant to the employee’s claim. The
      Plan Administrator will then review the claim, and the employee will receive
      written notice of the final decision within 60 days after the request for
      review. If more than 60 days is required to render a decision, the employee
      will
      be notified in writing of the reasons for the delay.
      In
      any event, however, the employee will receive a written notice of the final
      decision within 90 days after the request for review. If the Plan Administrator
      denies the appeal, in whole or in part, the Plan Administrator’s notice will set
      forth the specific reason(s) for the denial, the Plan provision(s) on which
      the
      denial is based, a statement that the employee is entitled to receive, upon
      request and free of charge, reasonable access to, and copies of, all documents,
      records and other information relevant to the employee’s claim, and a statement
      of the employee’s right to bring a civil action under ERISA.

    

    
      
        	STATEMENT OF ERISA
                RIGHTS 

      

    

     

    A
      participant in the Plan is entitled to certain rights and protections under
      the
      Employee Retirement Income Security Act of 1974, as amended ("ERISA"). ERISA
      provides that all Plan participants shall be entitled to:

    
      	 	
              ·

            	
              Examine,
                without charge, at the Plan Administrator's office, all Plan documents,
                and copies of all documents filed by the Plan with the U.S. Department
                of
                Labor, such as detailed annual reports and Plan
                descriptions.

            

    

    
      	 	
              ·

            	
              Obtain
                copies of Plan documents and other Plan information upon written
                request
                to the Plan Administrator. The Plan Administrator may make a reasonable
                charge for the copies.

            

    

    
      	 	
              ·

            	
              Receive
                a summary of the Plan's annual financial report if the plan covers
                100 or
                more people. The Plan Administrator is required by law to furnish
                each
                participant with a copy of this summary annual
                report.

            

    

     

    
      
         

      

      
         

        
          

        

      

      
         

      

    

     

    
      	Rubio's Restaurants, Inc. Severance
              Pay Plan 	 	 
	July
              26, 2006 	
              6 

            	 

    

     

    In
      addition to creating rights for Plan participants, ERISA imposes duties upon
      the
      people who are responsible for the operation of the employee benefit plan.
      The
      people who operate the Plan, called "fiduciaries" of the Plan, have a duty
      to do
      so prudently and in the interest of plan participants and beneficiaries. No
      one,
      including the employer or any other person, may fire an employee or otherwise
      discriminate against an employee in any way to prevent the employee from
      obtaining a welfare benefit or exercising rights under ERISA. If a claim for
      a
      welfare benefit is denied in whole or in part the employee must receive a
      written explanation of the reason for the denial. The employee has the right
      to
      have the plan review and reconsider the claim. Under ERISA, there are steps
      an
      employee can take to enforce the above rights. For instance, if an employee
      requests materials from the Plan and does not receive them within 30 days,
      the
      employee may file suit in a federal court. In such a case, the court may require
      the plan administrator to provide the materials and pay the employee up to
      $110
      a day until the employee receive the materials, unless the materials were not
      sent because of reasons beyond the control of the Plan Administrator. If the
      employee has a claim for benefits which is denied or ignored, in whole or in
      part, the employee may file suit in a state or federal court. If an employee
      is
      discriminated against for asserting statutory rights, the employee may seek
      assistance from the U.S. Department of Labor, or may file suit in a federal
      court. The court will decide who should pay court costs and legal fees. If
      an
      employee is successful the court may order the person sued to pay these costs
      and fees. If the employee loses, the court may order the employee to pay these
      costs and fees, for example, if it finds the claim is frivolous. 

    

    If
      you
      have any questions about the Plan, please contact the Plan Administrator. If
      you
      have any questions about this statement or about your rights under ERISA, you
      should contact the nearest office of the Employee Benefits Security
      Administration, U.S. Department of Labor, listed in your telephone
      directory or the Division of Technical Assistance and Inquiries, Employee
      Benefits Security Administration, U.S. Department of Labor, 200 Constitution
      Avenue, NW, Washington, DC 20210. You may also obtain certain publications
      about
      your rights and responsibilities under ERISA by calling the publications hotline
      of the Employee Benefits Security Administration.

     

    
      
         

      

      
         

        
          

        

      

      
         

      

    

     

    
      	Rubio's Restaurants, Inc. Severance
              Pay Plan 	 	 
	July
              26, 2006 	
              7 

            	 

    

     

    
      
        	ADDITIONAL
                INFORMATION 

      

    

     

    
      	
              Plan
                Sponsor: 

            	Rubio’s Restaurants,
              Inc. 
	 	1902 Wright
              Place 
	 	Suite
              300 
	 	
              Carlsbad,
                CA 92008 

            
	 	 
	
              Employer
                Identification Number 

            	
              33-0100303

            
	 	 
	
              Plan
                Name:

            	
              Rubio’s
                Restaurants, Inc. Severance Pay Plan

            
	 	 
	
              Type
                of Plan:

            	
              Welfare
                benefit plan - severance pay

            
	 	 
	
              Plan
                Year

            	
              Calendar
                year

            
	 	 
	
              Plan
                Number

            	
              505

            
	 	 
	
              Plan
                Administrator 

            	Vice President-People
              Services 
	 	Rubio’s Restaurants,
              Inc. 
	 	1902 Wright
              Place 
	 	Suite
              300 
	 	Carlsbad,
              CA
              92008 
	 	
              (760)
                929-8226 

            
	 	 
	
              Agent
                for Service of Legal Process

            	
              Vice
                President-People
                Services

            

    

     

    
      
         

      

      
         

        
          

        

      

      
         

      

    

     

    
      	Rubio's Restaurants, Inc. Severance
              Pay Plan 	 	 
	July
              26, 2006 	
              8 

            	 

    

     

    
      
        	SEVERANCE PAY
                GUIDELINES 

      

    

    

    

    Amount
      of Severance Pay

    

    

    Vice
      President and above

    Six
      months of base salary

    

    

    Director
      Level

    Three
      months of Base Pay

    

     

    Restaurant
      Support Center Managers, including District Managers

    One
      month
      Base Pay or two weeks for every Year of Service, whichever is greater, subject
      to a maximum of three months Base Pay.Exhibit
      10.68

    
      Employee
        Form

       
RUBIO’S
      RESTAURANTS, INC.

    2006
      EXECUTIVE INCENTIVE PLAN

    RESTRICTED
      STOCK UNIT AGREEMENT 

    

    

    THIS
      RESTRICTED STOCK UNIT AGREEMENT (the "Agreement"), dated ‹GRANT
      DATE›
      between
      Rubio’s Restaurants, Inc., a Delaware corporation (the "Company"), and
‹EMPNO›‹NAME›
      (the
      "Employee"), is entered into as follows: 

    

    WHEREAS,
      the continued participation of the Employee is considered by the Company to
      be
      important for the Company's continued growth; and 

    

    WHEREAS,
      in order to give the Employee an incentive to continue in the employ of the
      Company and to assure his or her continued commitment to the success of the
      Company, the Compensation Committee of the Board of Directors of the Company
      or
      its delegates (the"Committee") has determined that the Employee shall be granted
      the right to receive shares of Company common stock (the “Stock”) on the vesting
      date(s) described below. Prior to delivery, the right to receive such stock
      shall be represented herein by stock units ("Stock Units"), with each Stock
      Unit
      representing the right to receive one share of Stock, subject to the
      restrictions stated below and in accordance with the terms and conditions of
      the
      Rubio’s Restaurants, Inc. 2006 Executive Incentive Plan (the "Plan"), a copy of
      which can be found on the Company’s website at: https://____________, or by
      written or telephonic request to the Plan Administrator. 

    

    THEREFORE,
      the parties agree as follows: 

     

    1.    Grant
      of Stock Units.
      Subject
      to the terms and conditions of this Agreement and of the Plan, the Company
      hereby grants to the Employee Stock Units covering ‹SHARES›
      shares
      of
      Stock (the "Shares"). 

    

    2.    Vesting
      Schedule.
      Provided
      the Employee does not experience a termination of employment for any reason
      during the following vesting term (the “Vesting Term”), the interest of the
      Employee in the Stock Units shall vest as follows: ‹INSERT
      VESTING PROVISION HERE›.
      In the
      event the Employee has not met the vesting requirements by [INSERT
      VESTING TERMINATION DATE],
      the
      interest of the Employee in the Stock Units shall be forfeited on that date.
      [Notwithstanding anything in this Section 2 to the contrary, in the event of
      (i)
      the acquisition, directly or indirectly by any person or related group of
      persons (other than the Company or a person that directly or indirectly
      controls, is controlled by, or is under common control with, the Company or
      any
      employee benefit plan of the Company or any of its subsidiaries or any entity
      holding shares for or pursuant to the terms of any such plan), of beneficial
      ownership (within the meaning of Rule 13d-3 of the General Rules and Regulations
      under the Securities Exchanges Act of 1934) of securities possessing more than
      50% of the total combined voting power of the Company’s outstanding securities
      pursuant to a tender or exchange offer made directly to the Company’s
      stockholders, or (ii) a Corporate Transaction, as defined in the Company’s 1999
      Stock Incentive Plan (the “1999 Plan”), the interest of the Employee in all of
      the Stock Units shall vest immediately upon the completion of the acquisition
      of
      the requisite percentage of securities or upon the effective date of the
      Corporate Transaction to the extent not theretofore vested.]

    

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

    

     

    3.    Benefit
      Upon Vesting.
      Unless
      otherwise determined by the Administrator, upon the vesting of the Stock Units,
      the Employee shall be entitled to receive, as soon as administratively
      practicable, the Shares and a dividend equivalent payment equal to the sum
      of
      the amount(s) determined
      as follows: 

    

    (a)
      multiplying the number of vested Stock Units by the dividend per share of Stock
      on each dividend payment date between the date hereof and the vesting date
      to
      determine the dividend equivalent amount for each dividend payment date;
      and

    

    (b)
      dividing the amount determined in clause (a) above by the fair market value
      of a share of Stock on the date of such dividend payment to determine the number
      of additional Stock Units to be credited to the Employee;

    

    provided,
      however, that if the aggregate of all such dividend equivalent amounts results
      in the payment of a fractional share, such fractional share shall be rounded
      down to the nearest whole share, and provided, further, that the Company may
      pay
      such dividend equivalent amount(s) in cash at its sole discretion.

     

    4.    Restrictions.
      

    

    (a)
      Except as otherwise provided for in this Agreement, the Stock Units granted
      hereunder may not be sold, transferred, pledged, assigned, or otherwise
      alienated or hypothecated, other than by will, by the laws of descent and
      distribution, or to the extent permitted by the Plan, the 1999 Plan, or other
      equity plan, to the extent the Shares are payable from such plan(s).

    

    (b)
      Except as otherwise provided for in this Agreement, if the Employee's employment
      with the Company is terminated at any time for any reason (other than the
      Employee's death or Permanent Disability, as defined in the 1999 Plan) prior
      to
      the expiration of the Vesting Term, all Stock Units granted hereunder that
      have
      not vested by such date and that are held by the Employee as of such date shall
      be forfeited by, and no further rights hereunder shall accrue to, the Employee.
      In the event of the Employee’s death or Permanent Disability prior to the
      expiration of the Vesting Term, the interest of the Employee in the Stock Units
      shall vest on a pro rata basis based upon the services rendered during the
      Vesting Term.

    

    5.    No
      Stockholder Rights.
      Stock
      Units represent hypothetical shares of Stock. During the Vesting Term, the
      Employee shall not be entitled to any of the rights or benefits generally
      accorded to stockholders.

    

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

       

    

    6.    Taxes.
      

    

    (a)
      The
      Employee shall be liable for any and all taxes, including withholding taxes,
      arising out of this grant or the vesting of Stock Units hereunder. In the event
      that the Company or the Employer is required to withhold taxes as a result
      of
      the grant or vesting of Stock Units, or subsequent sale of Stock acquired
      pursuant to such Stock Units, or due upon receipt of dividend equivalent
      payments, the Employee shall make a cash payment to the Company, or, if
      permitted by the Plan Administrator, the Employee shall surrender a sufficient
      number of whole shares of such Stock as necessary to cover all applicable
      required withholding taxes and social security contributions at the time the
      restrictions on the Stock Units lapse, unless alternative procedures for such
      payment are established by the Company. The Employee will receive a cash refund
      for any fraction of a surrendered share not necessary for required withholding
      taxes and required social security contributions. To the extent that any
      surrender of Stock or payment of cash or alternative procedure for such payment
      is insufficient, the Employee authorizes the Company, and its Subsidiaries
      and
      Affiliates, which are qualified to deduct tax at the source, to deduct all
      applicable required withholding taxes and social security contributions from
      the
      Employee's compensation. The Employee agrees to pay any amounts that cannot
      be
      satisfied from wages or other cash compensation, to the extent permitted by
      law.

    

    (b)
      Regardless of any action the Company or the Employee's employer (the "Employer")
      takes with respect to any or all income tax, social security, payroll tax,
      payment on account or other tax-related withholding ("Tax-Related Items"),
      the
      Employee acknowledges and agrees that the ultimate liability for all Tax-Related
      Items legally due by him is and remains the Employee's responsibility and that
      the Company and/or the Employer (i) make no representations nor
      undertakings regarding the treatment of any Tax-Related Items in connection
      with
      any aspect of this grant of Stock Units, including the grant and vesting of
      Stock Units, subsequent payment of Stock and/or cash related to such Stock
      Units
      or the subsequent sale of any Stock acquired pursuant to such Stock Units and
      receipt of any dividend equivalent payments; and (ii) do not commit to
      structure the terms or any aspect of this grant of Stock Units to reduce or
      eliminate the Employee's liability for Tax-Related Items. The Employee shall
      pay
      the Company or the Employer any amount of Tax-Related Items that the Company
      or
      the Employer may be required to withhold as a result of the Employee's
      participation in the Plan or the Employee's receipt of Stock Units that cannot
      be satisfied by the means previously described. The Company may refuse to
      deliver the benefit described in Section 3 if the Employee fails to comply
      with the Employee's obligations in connection with the Tax-Related Items.

    

    7.    Data
      Privacy Consent.
      The
      Employee hereby explicitly and unambiguously consents to the collection, use
      and
      transfer, in electronic or other form, of the Employee's personal data as
      described in this document by and among, as applicable, the Employer, and the
      Company and its Subsidiaries and Affiliates for the exclusive purpose of
      implementing, administering and managing the Employee's participation in the
      Plan. The Employee understands that the Company and its Subsidiaries and
      Affiliates and the Employer hold certain personal information about the
      Employee, including, but not limited to, name, home address and telephone
      number, date of birth, social security or insurance number or other
      identification number, salary, nationality, job title, any shares of stock
      or
      directorships held in the Company, details of all options or any other
      entitlement to shares of stock awarded, canceled, purchased, exercised, vested,
      unvested or outstanding in the Employee's favor for the purpose of implementing,
      managing and administering the Plan ("Data"). The Employee understands that
      the
      Data may be transferred to any third parties assisting in the implementation,
      administration and management of the Plan. The Employee understands that he
      may
      request a list with the names and addresses of any potential recipients of
      the
      Data by contacting the Plan Administrator. The Employee authorizes the
      recipients to receive, possess, use, retain and transfer the Data, in electronic
      or other form, for the purposes of implementing, administering and managing
      the
      Employee's participation in the Plan, including any requisite transfer of such
      Data, as may be required to a broker or other third party with whom the Employee
      may elect to deposit any Stock acquired under the Plan. The Employee understands
      that Data will be held only as long as is necessary to implement, administer
      and
      manage participation in the Plan. The Employee understands that he or she may,
      at any time, view Data, request additional information about the storage and
      processing of the Data, require any necessary amendments to the Data or refuse
      or withdraw the consents herein, in any case without cost, by contacting the
      local Plan Administrator in writing. The Employee understands that refusing
      or
      withdrawing consent may affect the Employee's ability to participate in the
      Plan. For more information on the consequences of refusing to consent or
      withdrawing consent, the Employee understands that he or she may contact the
      Plan Administrator at the Company.

    

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

       

    

    8.    Plan
      Information.
      The
      Employee acknowledges that copies of the Plan, Plan prospectus, Plan information
      and stockholder information are available upon written or telephonic request
      to
      the Plan Administrator.

    

    9.    Acknowledgment
      and Waiver.
      By
      accepting this grant of Stock Units, the Employee acknowledges and agrees
      that:

    

    (a) the
      Plan is established voluntarily by the Company, it is discretionary in nature
      and may be modified, amended, suspended or terminated by the Company at any
      time
      unless otherwise provided in the Plan or this Agreement; 

    

    (b) the
      grant of Stock Units is voluntary and occasional and does not create any
      contractual or other right to receive future grants of Stock or Stock Units,
      or
      benefits in lieu of Stock or Stock Units, even if Stock or Stock Units have
      been
      granted repeatedly in the past; 

    

    (c) all
      decisions with respect to future grants, if any, will be at the sole discretion
      of the Company; 

    

    (d) the
      Employee's participation in the Plan shall not create a right to further
      employment with Employer and shall not interfere with the ability of Employer
      to
      terminate the Employee's employment relationship at any time with or without
      cause and it is expressly agreed and understood that employment is terminable
      at
      the will of either party, insofar as permitted by law; 

    

    (e) the
      Employee is participating voluntarily in the Plan; 

    

    (f) unless
      otherwise provided in an employment agreement, stock unit, stock unit grants
      and
      resulting benefits are an extraordinary item that does not constitute
      compensation of any kind for services of any kind rendered to the Company or
      the
      Employer, and is outside the scope of the Employee's employment contract, if
      any; 

    

    (g) Stock
      Units, Stock Unit grants and resulting benefits are not part of normal or
      expected compensation or salary for any purposes, including, but not limited
      to
      calculating any severance, resignation, termination, redundancy, end of service
      payments, bonuses, long-service awards, pension or retirement benefits or
      similar payments insofar as permitted by law; 

    

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

       

    

    (h) the
      future value of the Shares is unknown, may increase or decrease from the date
      of
      grant or vesting of the Stock Unit and cannot be predicted with certainty;
      

    

    (i) in
      consideration of this grant of Stock Units, no claim or entitlement to
      compensation or damages shall arise from termination of this grant of Stock
      Units or diminution in value of this grant of Stock Units resulting from
      termination of the Employee's employment by the Company or the Employer (for
      any
      reason whatsoever and whether or not in breach of local labor laws) and the
      Employee irrevocably releases the Company and the Employer from any such claim
      that may arise; if, notwithstanding the foregoing, any such claim is found
      by a
      court of competent jurisdiction to have arisen, then, by accepting the terms
      of
      this Agreement, the Employee shall be deemed irrevocably to have waived any
      entitlement to pursue such claim; and 

    

    (j) notwithstanding
      any terms or conditions of the Plan to the contrary, in the event of involuntary
      termination of the Employee's employment (whether or not in breach of local
      labor laws), the Employee's right to receive benefits under this Agreement,
      if
      any, will terminate effective as of the date that the Employee is no longer
      actively employed and will not be extended by any notice period mandated under
      local law (e.g., active employment would not include a period of "garden leave"
      or similar period pursuant to local law); and the Committee shall have the
      exclusive discretion to determine when the Employee is no longer actively
      employed for purposes of this Agreement. 

    

    
      	
              10.
                

            	
              Miscellaneous.
                

            

    

    

    (a)
      The
      Company shall not be required to treat as the owner of Stock Units, and
      associated benefits hereunder, any transferee to whom such Stock Units or
      benefits shall have been so transferred in violation of this Agreement.

    

    (b)
      The
      parties agree to execute such further instruments and to take such action as
      may
      reasonably be necessary to carry out the intent of this Agreement. 

    

    (c)
      Any
      notice required or permitted hereunder shall be given in writing and shall
      be
      deemed effectively given upon delivery to the Employee at his or her address
      then on file with the Company. 

    

    (d)
      If
      any change is made to the Stock by reason of any stock split, stock dividend,
      recapitalization, combination of shares, exchange of shares or other change
      affecting the outstanding Stock as a class without the Company’s receipt of
      consideration or any extraordinary dividend paid in cash or other property,
      appropriate equitable proportionate adjustments shall be made by the Plan
      Administrator to the securities issuable under this Agreement, including changes
      to the number of shares issuable, price, if any, to be paid and other
      appropriate adjustments. Such adjustments are to be effected in a manner which
      shall preclude the enlargement or dilution of rights and benefits under this
      Agreement. The adjustments determined by the Plan Administrator shall be final,
      binding and conclusive.

    

    (e)
      The
      Plan is incorporated herein by reference. The Plan and this Agreement constitute
      the entire agreement of the parties with respect to the subject matter hereof
      and supersede in their entirety all prior undertakings and agreements of the
      Company and the Employee with respect to the subject matter hereof, and may
      not
      be modified adversely to the Employee's interest except by means of a writing
      signed by the Company and the Employee. This Agreement is governed by the laws
      of the State of Delaware. Capitalized terms used but not defined in this
      Agreement have the meanings assigned to them in the Plan. Certain other
      important terms governing this contract are contained in the Plan.

    

    (f)
      If
      the Employee has received this or any other document related to the Plan
      translated into a language other than English and if the translated version
      is
      different than the English version, the English version will control.

    

    (g)
      The
      provisions of this Agreement are severable and if any one or more provisions
      are
      determined to be illegal or otherwise unenforceable, in whole or in part, the
      remaining provisions shall nevertheless be binding and enforceable.

    

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

    

     

    IN
      WITNESS WHEREOF,
      the
      parties hereto have executed this Restricted Stock Unit Agreement on the date
      first above written.

     

    
      	 	 	 
	 	Rubio’s
              Restaurants, Inc.
	 
 	 
 	 
 
	 	By:  	 
	 	Name: 	 
	 	Title: 	 
	 	 	 
	 	 	 
	 	Employee 	 
	 	 	 
	 	 
	 	Name: 	 

    RETAIN
      THIS AGREEMENT FOR YOUR RECORDS.

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