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SEPARATION AGREEMENT AND GENERAL RELEASE
This Separation Agreement and General Release (this "Agreement") is entered into between Gil Melman ("Employee") and IEA Energy Services, LLC. ("IEA" or the "Company"). Employee and IEA are sometimes collectively referred to as the "Parties". The Parties agree as follows:
1.Separation Date. Employee's employment with IEA will end effective June 22, 2021 (the "Separation Date"). Unless otherwise stated herein, the provisions herein shall supersede the corresponding terms of the Amended and Restated Employment Agreement between the Company and Employee dated November 5, 2020 (the "Employment Agreement") (including such provisions with respect to severance pay).
2.Separation Pay. IEA will pay the following amounts to Employee in full satisfaction of any post-termination compensation and benefits due to Employee under the Employment Agreement:
a.Severance pay in the total gross amount of $761,422 minus tax deductions and withholdings in 12 monthly installments of $63,452, in accordance with the Company's normal payroll practices, commencing on the Company's first normal payroll date immediately following the date is 60 days after the Separation Date. The Company's obligations to Employee in this paragraph shall be contingent upon Employee's reasonable fulfillment of its obligations set forth in Section 14 of this Agreement;
b.Employee's 2021 annual incentive cash bonus earned during 2021 under the 2021 Annual Incentive Compensation Plan in the amount of $180,000, minus tax deductions and withholdings, which amount shall be paid in a lump sum on the Company's first normal payroll date immediately following the date is 60 days after the Separation Date; and
c.     Subject to Employee timely electing to continue group medical, dental and/or vision coverage within the meaning of Section 4980B(f)(2) of the Internal Revenue Code of 1986, as amended (the "Code") with respect to the plan(s) sponsored by the Company (other than a health flexible spending account under a self-insured medical reimbursement plan described in Code Section 125), payment of the amount of the applicable continuation coverage premium as well as an additional amount sufficient to gross up Employee for any amounts Employee would recognize as additional income tax attributable to the payment of the applicable premium, payable on the first day of each month, for the lesser of twelve (12) months or the period of such coverage as determined in accordance with Code Section 4980B (the "COBRA Continuation Period"), which payments shall commence on the first of the month immediately following the date is 60 days after the Separation Date.
d.     Collectively, the amounts in Section (a), (b) and (c) are referred to as the "Separation Pay," and IEA will pay or commence to pay to Employee the 
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Separation Pay as soon as practicable after Employee signs, dates and returns this Agreement and the Revocation Period (as defined herein) has expired without Employee having exercised his/her revocation rights).
The Separation Pay shall be subject to and conditioned upon Employee's signing and not revoking this Agreement and his ongoing compliance with Sections 6 and 10 of this Agreement. Employee further acknowledges that the Separation Payment described above constitutes full and fair consideration for the release of all claims as described in Section 6 of this Agreement, that the Company is not otherwise obligated to make these payments to him/her, and that they are in addition to any other sums to which he/she is otherwise due. Employee also acknowledges that he/she has received all other forms of compensation, of whatever kind, that may be due to him/her.
3.Vesting of Equity Awards under Long-Term Incentive Plan. Provided that Employee satisfies the requirements to receive the Separation Pay as set forth in Section 2 above and otherwise complies with the terms of this Agreement (including Employee's signing and not revoking this Agreement and his ongoing compliance with Sections 6 and 10 of this Agreement), then the Company shall cause (i) all of Employee's time-vesting restricted stock units that were outstanding as of immediately prior to the Separation Date to be deemed fully vested as of the Separation Date and (ii) all of Employee's performance-vesting restricted stock units that were outstanding as of immediately prior to the Separation Date to be deemed vested based on achievement of target performance, as set forth on Exhibit A.
Shares of common stock of Infrastructure and Energy Alternatives, Inc. ("IEA Inc.") issuable upon the vesting of the awards in this Section 3 shall be subject to withholding for federal and state income tax obligations and all the applicable terms and conditions of the Plan and the award agreement.
4.Continuation of Medical. Dental, Vision under COBRA; Termination of 401(k) Participation. Any medical, dental, and vision benefits that Employee has in place under Company plans as of the Separation Date will continue through the last day of the month containing the Separation Date and shall be extended for the COBRA Continuation Period as set forth herein. Continuation coverage information will be sent to Employee as per COBRA notification requirements following the effective date of benefits termination. Employee's active participation in the Company's 401 (k) plan will end as of the Separation Date. The Company or its designee will provide Employee with separate information about Employee's post-separation 401 (k) plan rights.
5.Consideration. Employee agrees and acknowledges that the Separation Pay exceeds the value of any compensation or benefits owed to Employee to which Employee is entitled by law, contract, employment policy or otherwise. Further, Employee agrees that the Separation Pay under Section 2 and the vesting of equity awards as set forth in Section 3 shall be the sole consideration payable hereunder or under the Employment Agreement with respect to Employee's separation from employment. Employee further agrees that he/she has no accrued unused PTO as of the date this Agreement becomes effective (which is that date 
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occurring on the eighth (8th) day after he/she signs this Agreement, provided that he/she does not revoke within the Revocation Period), and further agrees that no payment will be made to Employee under the Company's Paid Time Off Policy or otherwise in connection with accrued and unused paid time off.
6.General Release. Employee releases IEA and the Released Parties (as defined below) from all claims or rights of any kind arising before Employee signs this Agreement. This release of all claims includes, but is not limited to, a release of all claims or rights arising out of or in connection with Employee's employment with IEA or his separation from employment. This
release of all claims also includes a release of any claim or right to further wages, compensation, benefits, divesting of awards under long-term incentive plans, damages, penalties, attorneys' fees, costs, or expenses of any kind from IEA or any of the other Released Parties. This means that Employee is forever giving up and waiving all claims and rights, known or unknown, Employee may have against IEA or any of the other Released Parties based on any conduct that occurred before Employee signs this Agreement. By waiving and giving up such claims, Employee is releasing IEA and the other Released Parties from any liability or obligation for any expenses, damages, losses, attorneys' fees or costs Employee might claim based on, among other things, the following:
a.Title VIl of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, the Americans with Disabilities Act, Section 1981 of the Civil Rights Act of 1866, the Older Worker Benefits Protection Act, the Equal Pay Act of 1963, the Fair Labor Standards Act, the Family and Medical Leave Act of 1993, the Indiana Civil Rights Act and any other employment discrimination laws, the Employee Retirement Income Security Act, state and federal family, medical leave laws, state and federal whistleblower laws, and any other federal, state or local laws or ordinances;
b.The Employment Agreement;
c.Any company policies, practices, contracts or agreements;
d.The Indiana Wage Payment Act, the Indiana Wage Claims Act, and any policies, practices, laws or agreements governing the payment of wages, commissions or other compensation;
e.Any common law, public policy, contract (whether oral or written, express or implied) or tort law or wrongful termination claim;
f.Any employee benefit plan, other than those benefit plans that Employee has vested rights in as of the Separation Date; and
g.Any laws or agreements that provide for punitive, exemplary or statutory damages or for the payment of attorney fees, costs or expenses.
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In addition to these claims being released, Employee acknowledges that he/she has not suffered any physical or mental injuries arising out of his/her employment with IEA or his separation from employment, This release does not waive or release any rights Employee has or may have: (i) under this Agreement; (ii) under any laws providing for continuation of health insurance or that by law cannot be waived or released; or (iii) for indemnification under the Indemnification Agreement between Employee and YEA, Inc. dated November 5, 2020 or any other indemnification obligations of IBA, Inc. to the Employee under its Certificate of Incorporation or bylaws, as each may be amended from time to time.
7.Released Parties. The term "Released Parties" includes IBA, Infrastructure and Energy Alternatives, Inc., Ares Management Corporation, Mlll Partners, L.P., Infrastructure and Energy Alternatives, LLC and their respective affiliates and subsidiaries, and their past and present employees, directors, officers, agents, insurers, attorneys, shareholders, managers, members, successors, and representatives of any kind, all of whom are third party beneficiaries of this Agreement and may enforce the provisions hereof applicable to them.
8.Non-Admission; Termination of Relationship. This Agreement shall not be construed as or be deemed to constitute an admission on the part of IEA or any of the other Released Parties, and each of the Released Parties specifically denies any liability, wrongdoing or violation of any law, statute, regulation or policy. Employee agrees not to apply for future employment with IBA, or any of its subsidiaries. Employee acknowledges that neither IEA nor any of its affiliates or successors have any obligation, contractual or otherwise, to rehire, reemploy, recall, or hire Employee in the future.
9.Confidentialitv. Employee agrees to keep the terms of this Agreement completely confidential, and, except as required by law or as provided herein, Employee will not disclose any information concerning this Agreement, including but not limited to the Separation Pay, to anyone other than Employee's attorneys, spouse and tax advisors, each of whom Employee will inform of and who will be bound by this confidentiality clause. Infrastructure and Energy Alternatives, Inc. will file a current report on Form 8-K announcing the separation. Nothing in this confidentiality statement prohibits Employee from reporting possible violations of federal, state, or local law or regulation to any governmental agency or entity, including but not limited to the Department of Justice, the Securities and Exchange Commission, the Congress, and any agency Inspector General, or making other disclosures (including but not limited to providing documents or other information ) that are protected under the whistleblower provisions of federal law or regulation. Employee does not need the prior authorization of IEA to make any such reports or disclosures, and Employee is not required to notify IEA that he/she has made such reports or disclosures. Employee is also not limited in his/her right to receive an award for information provided to any government agency or entity.
As provided by federal law (18 U.S.C. { 1833), Employee understands that he/she will not be held criminally or civilly liable under any federal or state trade secret law for disclosure of a trade secret that is made by him/her: (a) in confidence to a federal, state, or local govemment official, either directly or indirectly, or to an attorney, and solely for the purpose 
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of reporting or investigating a suspected violation of law; or (b) in a complaint or other document filed by Employee in a lawsuit or other proceeding, on the condition that such filing is made under seal.
10.Prior Agreements. Employee acknowledges that Employee is subject to certain ongoing obligations after termination of the Employment Agreement. Specifically, and as a condition to the receipt of benefits under this Agreement, Employee reaffirms and agrees to abide by Sections 5, 6, 7, 8, 9, 10, 11 and 14 of the Employment Agreement. These obligations are irrevocable, notwithstanding the revocation rights as set forth in Section 20, below.
11.Severability. Employee understands, and it is his/her intent, that in the event this Agreement is ever held to be invalid or unenforceable (in whole or in part) as to any particular type of claim or charge or as to any particular circumstances, it shall remain fully valid and enforceable as to all other claims, charges, and circumstances.
12.Exclusions from Release. Employee understand that his/her release of all claims under this Agreement do not include any rights or claims that may arise after the date this Agreement becomes effective (which is that date occurring on the eighth (8 th) day after he/she signs this Agreement, provided that he/she does not revoke within the Revocation Period).
Employee understands that he/she does not waive future claims. Also, nothing in this Agreement (including the confidentiality provision above) prevents Employee from filing a charge with the Equal Employment Opportunity Commission ("EEOC"), otherwise cooperating with or providing information to the EEOC or from providing truthful information when testifying under oath or where there is a legal duty to provide truthful information. However, this Agreement does prohibit Employee from obtaining any personal or monetary relief for himself/herself based on such a charge or based on Employee providing information to or cooperating with the EEOC to the fullest extent provided by law. Employee acknowledges that he/she has the right to file a charge alleging a violation of the ADEA with any administrative agency and/or to challenge the validity of the waiver and release of any claim he/she might have under the ADEA without either: (a) repaying to IEA the amounts paid by it to him/her or on his/her behalf under this Agreement; or (b) paying to IEA any other monetary amounts (such as attorney's fees and/or damages).
13.Return of Information and Equipment. Employee agrees that the Companyowned vehicle that is in his/her possession, custody, or control will be delivered or made available for delivery to IBA as • of the Separation Date. Employee further represents and warrants that Employee (a) has returned to IEA all documents or other tangible and intangible information or materials of IEA and the Released Parties (regardless of how stored or maintained) used, prepared or collected by Employee as part of Employee's employment with LEA (cumulatively, "1EA Information"), whether or not IEA Information constitutes confidential information, including all copies thereof and (b) Employee has irretrievably deleted any IEA Information in electronic format possessed or accessible by Employee on any personal computers, smart phones, data storage devices, mobile devices, 
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cloud based data storage, or internet based e-mail system, such as gmail or yahoo mail, unless otherwise instructed in writing by IEA. This includes ceasing to represent IEA on any social media or job posting platforms. These obligations are irrevocable, notwithstanding the revocation rights as set forth in Section 20 below.
14.Cooperation with Company After Separation Date. If requested by the Company during the first six-month period following the Separation Date, Employee agrees to provide timely and satisfactory assistance not to exceed three (3) hours per week in regard to the transition of business matters or issues that arise within Employee's areas of responsibility. Employee agrees to respond in a timely and effective manner to questions that he/she may receive from the Company with regard to any matters within his/her knowledge or areas of responsibility during his/her employment with the Company, and he/she acknowledges that such assistance may be desired by the Company with regard to transition or other ongoing matters. Employee agrees to fully and timely cooperate with the Companys requests for such assistance.
15.Entire Agreement. This Agreement (and the ongoing obligations in the Employment Agreement listed in Section 10 of this Agreement) contains the entire agreement between Employee and IEA relating to the separation Employee's employment, and Employee may not rely on any prior agreements or discussions. Employee agrees and understands that this Agreement does not replace or limit any confidentiality or non-compete agreements or obligations Employee was subject to while an IEA employee or reduce Employee's obligations to comply with applicable laws relating to trade secrets, confidential information or unfair competition.
16.Counterparts/Copies. Multiple counterparts of this Agreement may be signed by the Parties, each of which shall be an original, but all of which together shall constitute one and
the same agreement. Facsimile or scanned executions of this Agreement shall have the same force and effect as an original.
17. Letter of Reference/Reference Requests. Employee agrees that in the event that he desires an employment reference from IEA, or on each occasion when he is asked by a prospective employer for a reference from IEA, he will direct the prospective employer to call John Paul Roehm at IEA for that purpose. IEA agrees to instruct all IEA employees who are knowledgeable about this Agreement to not make any negative or disparaging remarks to any other person and/or entity about Employee, and further agrees that it will not authorize any of its board members, officers, employees, or agents to make any negative or disparaging remarks to any other person and/or entity about Employee. Nothing herein shall or shall be deemed to prevent or impair IEA employees from testifying truthfully in any legal or administrative proceeding where such testimony is compelled or requested or from otherwise complying with legal requirements.
18.Defense and Indemnification. IEA agrees to honor its current indemnification obligations to Employee. Nothing in this Section 18 shall be deemed to increase or modify IBA's current indemnity obligations to Employee as of the date hereof.
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19.Binding and Successors. The Parties agree that this Agreement shall be binding on, and inure to the benefit of, Employee's and IEA's successors, heirs, and/or assigns whether by merger, consolidation, or transfer of all or substantially all assets.
20.Right to Consider Agreement Before Signing. By signing this Agreement in the space provided below, Employee is confirming his/her acceptance of the terms and conditions set forth herein and is acknowledging the following:
a.The obligations as set out in this Agreement represent a complete waiver and release of all rights and claims that Employee has or may have against the Released Parties. Accordingly, Employee has reviewed it carefully before signing it.
b.Employee can take up to twenty-one (21) days from his/her receipt of this Agreement (the "Consideration Period") to consider its meaning and effect and to determine whether or not he/she wishes to enter into it. Before signing this Agreement, Employee is advised to consult with an attorney. If Employee chooses to sign this Agreement before the end of the Consideration Period, he/she is doing so voluntarily. The parties agree that changes to this Agreement, whether material or immaterial, do not restart the running of the Consideration Period.
c.     In addition, Employee may revoke his/her signature within seven (7) days after signing this Agreement (the "Revocation Period"). Any revocation of this Agreement must be in writing.
d.     Once this Agreement is signed by Employee, he/she will deliver it, and later will deliver any notice of his/her desire to revoke his/her signature, to:
Angela Hudgins
SVP Human Resources
6325 Digital Way, Suite 460
Indianapolis, IN 46278
Email: Angela.Hudgins@iea.net
e.    If Employee fails to sign this Agreement within the Consideration Period, or he/she signs but exercises his/her right to revoke within the Revocation Period, his/her right to receive the Separation Pay will not vest and will not become due and owing to Employee, the vesting of equity provided for in Section 3 will not occur, and the offers represented by this Agreement shall be considered withdrawn.
f.     By signing this Agreement, Employee acknowledges that Employee has had a reasonable period of time to consider the terms, understands the terms, and intends to be bound by them.
21.Withholding of Taxes and Other Employee Deductions. The Company may withhold from any payments made pursuant to this Agreement all federal, state, local, and other taxes and withholdings as may be required pursuant to any law or governmental regulation or ruling. Employee shall satisfy all of his/her tax obligations arising from his/her 
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receipt of the consideration and benefits set forth herein and shall indemnify and hold hannless the Company for any costs, expenses or liabilities arising from his/her failure to do so. The Company shall satisfy all of its tax obligations arising out of this Agreement, including its obligation to remit to the U.S. Treasury; (i) all amounts withheld from the Separation Pay; and (ii) the amounts that the Company has agreed to remit as described in Section 3 above; the Company shall indemnify and hold harmless Employee for any costs, expenses or liabilities arising from its failure to do so.
22.Section 409A. Neither this Agreement nor the payments provided hereunder are intended to constitute "deferred compensation" subject to the requirements of Section 409A of the Code and the Treasury regulations and interpretive guidance issued thereunder (collectively, "Section 409A"), and this Agreement shall be construed and administered in accordance with such intent. For purposes of Section 409A, each installment payment provided under this Agreement shall be treated as a separate payment. Notwithstanding the foregoing, the Company makes no representations that this Agreement or the payments provided under this Agreement complies with or is exempt from the requirements of Section 409A and in no event shall the Company or any of its affiliates be liable for all or any portion of any taxes, penalties, interest or other expenses that may be incurred by Employee on account of noncompliance with Section 409A.
23.Date given to Employee:
July 13, 2021
[Signatures on following page.]

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Agreed:
/s/ Gil Melman            July 15, 2021
Employee – Gil Melman        Date

IEA Energy Services, LLC
/s/ J.P. Roehm                
By:
J.P. Roehm                July 15, 2021
Printed Name:                Date

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Exhibit A

						
	Date of Grant
	Number of Restricted Stock Units Outstanding as of
Separation Date that will vest upon the end of the
Revocation Period (subject to nonrevocation of the Agreement)

	1/7/2019 RSU
	10,000

	6/3/2019 RSU
	21,428

	3/26/2020 RSU
	22,857

	3/26/2020 PSU
	39,292

	5/17/2021 PSU
	15,241

	5/17/21 RSU
	10,161

10Document

Exhibit 10.2

PIEDMONT OFFICE REALTY TRUST, INC.
LONG-TERM INCENTIVE PROGRAM
(Amendment No. 4 Effective March 19, 2020)
The Compensation Committee (the “Committee”) of the Board of Piedmont Office Realty Trust, Inc. (the “Company”) previously established this Long-Term Incentive Program (the “LTIP”) under the Piedmont Office Realty Trust, Inc. 2007 Omnibus Incentive Plan (the “Plan”) as previously amended on April 28, 2015, April 27, 2016, and May 2, 2017.  The Committee now desires to further amend and restate the LTIP in its entirety, effective as of  March 19, 2020.  The LTIP is intended to allow the Company to make certain Awards under the Plan in furtherance of the purposes of the Plan.  Capitalized terms that are not defined herein shall have the same meanings given to such terms in the Plan.  
1.Definitions.  For the purposes of the LTIP, the following terms shall have the meanings set forth below:
(a)    “Average Price” means, with respect to the beginning of a Performance Cycle, the average of the Closing Stock Price for the last 10 trading days preceding the start of the applicable Performance Cycle and the first 10 trading days of the applicable Performance Cycle, and with respect to the end of an Performance Cycle, the average of the Closing Stock Price for the last 10 trading days preceding the end of the applicable Performance Cycle and the first 10 trading days after the end of the applicable Performance Cycle.  Notwithstanding the forgoing, in the event a Participant terminates employment during a Performance Cycle in accordance with Section 5, Average Price on the date of the Participant’s termination of employment means the average of the Closing Stock Price for the last 10 trading days preceding the date of the Participant’s termination of employment and the first 10 trading days following the date of Participant’s termination of employment.

(b)    “Cause” means, unless otherwise specified in the Participant’s employment agreement, any of the following: (i) any material act or material omission by the Participant which constitutes intentional misconduct in connection with the Company’s business or a willful violation of law in connection with the Company’s business; (ii) an act of fraud, conversion, misappropriation or embezzlement by the Participant with respect to the Company’s assets or business or conviction of, indictment for (or its procedural equivalent) or entering a guilty plea or plea of no contest with respect to a felony, or the equivalent thereof, or any crime involving any moral turpitude with respect to which imprisonment is a common punishment; (iii) any act of dishonesty 
    
									
			

committed by the Participant in connection with the Company’s business; (iv) the willful neglect of material duties of, or gross misconduct by, the Participant; (v) the use of illegal drugs or excessive use of alcohol that the Board determines in good faith to materially interfere with the performance of the Participant’s duties to the Company; and (vi) any other failure (other than any failure resulting from incapacity due to physical or mental illness) by the Participant to perform his material and reasonable duties and responsibilities as an employee, director or consultant of the Company. 

(c)    “Closing Stock Price” means, with respect to Stock, the closing sales price per share on the applicable date quoted on the NYSE, or if there are no sales on such date, for the last preceding date on which there were sales of Stock, as determined by the Committee.  With respect to the stock of a company in the Peer Group, “Closing Stock Price” means, (i) the closing sales price per share on the applicable date as quoted or reported on such national securities exchange or NASDAQ, or if there are no sales on such date, for the preceding date on which there were sales of stock, as determined by the Committee. 

(d)    “Disability” means physical or mental incapacity whereby a Participant is unable with or without reasonable accommodation for a period of six (6) consecutive months or for an aggregate of nine (9) months in any twenty-four (24) consecutive month period to perform the essential functions of such Participant’s duties. 

(e)    “Good Reason” means, unless otherwise specified in the Participant’s employment agreement, any of the following: (i) the failure of the Company to pay or cause to be paid the Participant’s base salary or annual bonus when due; (ii) a material diminution in the Participant’s status, including, title, position, duties, authority or responsibility; (iii) a material adverse change in the criteria to be applied by the Company with respect to the Participant’s target annual bonus as compared to the prior fiscal year (unless Executive has consented to such criteria); (iv) the relocation of the Company’s executive offices to a location outside of the Atlanta, Georgia metropolitan area without the consent of the Participant; (v) the failure to provide the Participant with incentive awards that are reasonably and generally comparable to awards granted to other executive officers (other than the CEO) of the Company; or (vi) the occurrence of a Change of Control (as defined in the Plan). Notwithstanding the foregoing, (1) Good Reason (A) shall not be deemed to exist unless the Participant gives to the Company a written notice identifying the event or condition purportedly giving rise to Good Reason within 90 days after the time at which Executive first becomes aware of the event or condition and (B) shall not be deemed to exist at any time after the Board has determined that there exists an event or condition which could serve as the basis of a termination of the Participant’s employment for Cause so long as the Board gives notice to the Participant of such determination within thirty (30) days of such determination and such notice is given within 120 days after the 
    
									
			

time at which the Board first becomes aware of the event or conditions constituting Cause; and (2) if there exists an event or condition that constitutes Good Reason, the Company shall have 30 days from the date notice of Good Reason is given to cure such event or condition and, if the Company does so, such event or condition shall not constitute Good Reason hereunder; and if the Company does not cure such event or condition within such 30-day period, the Participant shall have ten (10) business days thereafter to give the Company notice of termination of employment on account thereof (specifying a termination date no later than ten (10) days from the date of such notice of termination).
(f)          “Grant Date” shall mean the date that the LTIP plan is approved by the Compensation Committee of the Board of Directors of the Company.
(g)    “LTIP Award” means an Award of performance shares under the LTIP.
(h)    “Participant” means an employee, consultant, or Non-Employee Director of the Company, as selected by the Committee in its discretion.
(i)    “Peer Group” means the peer group of REIT companies selected by the Committee. 
(j)    “Peer Group Percentile Ranking” means a comparison of the Company’s TSR to the TSR of other companies in the Peer Group, expressed on a percentile basis.  
(k)     [Not Used.]
(l)    “Performance Level” means the Threshold, Target or Maximum Performance Level specified in Section 3(a).  

(m)    “Performance Cycle” means the three-year period beginning on January 1 of the calendar year with respect to which a LTIP Award is granted.  The first Performance Cycle shall commence on January 1, 2011, and end on December 31, 2013.  
(n)    “Retirement” means a termination of employment with the Company or a Subsidiary after a Participant attains age 62, other than for Cause.
(o)     “Target Amount” means the number of shares of the Stock with respect to which the LTIP Award relates assuming achievement of the Target Performance Level. The Target Amount shall be determined by dividing the dollar value established by the Committee with respect to a Participant’s LTIP Award by the closing price of the Stock on the Grant Date. 
(p)    “Total Shareholder Return,” or “TSR,” means the Average Price at the end of a Performance Cycle, minus the Average Price at the beginning of a Performance Cycle, plus any dividends paid during the Performance Cycle, all 
    
									
			

divided by the Average Price at the beginning of the Performance Cycle; provided, however, that if a Participant terminates employment during a Performance Cycle in accordance with Section 5, TSR means the Average Price on the date of the Participant’s termination of employment, minus the Average Price at the beginning of Performance Cycle, plus any dividends paid during the Performance Cycle until the date of the Participant’s termination of employment, all divided by the Average Price at the beginning of the Performance Cycle.  If, during a Performance Cycle a Peer Group company (i) is acquired by or merged into another entity, and in either case is not the surviving entity following such merger or acquisition, or (ii) ceases to be a publicly-traded REIT as the result of a transaction to go private, the calculation of the Peer Group company’s TSR shall be determined by the Compensation Committee.  If, during a Performance Cycle, a Peer Group company declares bankruptcy or is delisted from the securities exchange on which it is traded, such Peer Group company’s TSR shall be set at -100%.
2.Grant of LTIP Awards.  Subject to the terms and provisions of the Plan and the LTIP, each year the Committee may grant LTIP Awards to such Participants in such amount and pursuant to such terms and conditions (to the extent consistent with the LTIP and the Plan) as the Committee may determine and as set forth in the applicable LTIP Award agreement.  LTIP Awards are generally granted to Participants with respect to successive overlapping Performance Cycles.  Not later than 120 days after the commencement of each Performance Cycle or as otherwise required by the Plan, the Committee shall establish in writing the LTIP Awards for such Performance Cycle, which shall include the applicable Target Amount, the Performance Levels, and the Peer Group.
3.LTIP Award Payouts.
(a)    Determination of Payout.  An LTIP Award granted to a Participant shall specify the Target Amount that can be earned under such LTIP Award for the applicable Performance Cycle.  The percentage of the Target Amount earned by a Participant for a Performance Cycle will be determined by the Committee based upon the Company’s Total Shareholder Return (“TSR”) relative to the TSR of the companies in the Peer Group.  Based upon the Company’s Peer Group Percentile Ranking, a Participant will earn a percentage of the Target Amount as set forth in the following chart:  
    
									
			

									
	

Performance 
Level
	Peer Group Percentile Ranking	Percentage of
Target Amount Payable
	Maximum	75th percentile or above
	200%
	Target	Median	100%
	Threshold	25th percentile
	50%
	Below Threshold	below 25th percentile
	0%

If the Peer Group Percentile Ranking is between the Threshold and Target Performance Levels or between the Target and Maximum Performance Levels, the percentage of Target Amount earned shall be determined by linear interpolation.
(b)    [Not Used.]
(c)    Calculation of Performance and Target Amount Earned.  Following the end of each Performance Cycle the Committee shall determine the Company’s TSR, the Peer Group Percentile Ranking, and the percentage of the Target Amount earned under Section 3(a).Notwithstanding the foregoing, if the Peer Group Percentile Ranking is below the Threshold Level, but the Company’s calculated TSR is 10% or greater, then 50% of the Target Amount will be deemed earned.  
4.Settlement of LTIP Awards.  Subject to Section 5 hereof, the percentage (if any) of each Participant’s LTIP Award that is earned with respect to a Performance Cycle as provided in Section 3 hereof shall be paid by the Company in the calendar year after the end of such Performance Cycle.  Payments hereunder may be made in cash, Stock, or a combination thereof in accordance with the Plan, as determined by the Committee in its sole discretion.  
5.    Termination of Employment.  Except as otherwise provided in this Section 5, a Participant shall not be entitled to any payment under an LTIP Award with respect to a Performance Cycle ending after his or her termination of employment.  In the event of a Participant’s termination of employment during a Performance Cycle due to (a) termination by the Company without Cause or by the Participant for Good Reason, (b) the Participant’s death or Disability, (c) the expiration of the Participant’s employment agreement due to non-renewal by the Company, (d)retirement or (e) a Change of Control (as defined in the Plan), such Participant will be entitled to payment of a portion of his or her LTIP Award for such Performance Cycle based on the Company’s TSR relative to the TSR of the companies in the Peer Group determined as of the date of the Participant’s termination of employment.  The percentage of the Target Amount earned pursuant to Section 3 will then be multiplied by a fraction, the numerator of which equals the number of days during such Performance Cycle that such Participant was actively employed by 
    
									
			

the Company, and the denominator of which equals 1095 days, or total days in the Performance Cycle.  Such payment will be paid by the Company 90 days after such Participant’s termination of employment occurs.
6.    409A Compliance.  The Company intends that payments under the LTIP comply with or be exempt from Section 409A of the Code and the regulations and guidance promulgated thereunder (collectively “Code Section 409A”), and the Company shall have complete discretion to interpret and construe the LTIP and any associated documents in any manner that establishes an exemption from (or compliance with) the requirements of Code Section 409A.  If any provision of the LTIP does not accurately reflect its intended establishment of an exemption from (or compliance with) Code Section 409A, as demonstrated by consistent interpretations or other evidence of intent, such provision shall be considered ambiguous as to its exemption from (or compliance with) Code Section 409A and shall be interpreted by the Company in a manner consistent with such intent, as determined in the discretion of the Company.  A termination of employment shall not be deemed to have occurred for purposes of any provision of the LTIP providing for the payment of any amounts or benefits that are considered nonqualified deferred compensation under Code Section 409A upon or following a termination of employment unless such termination is also a “separation from service” within the meaning of Code Section 409A, and, for purposes of any such provision of the LTIP, references to a “termination,” “termination of employment” or like terms shall mean “such a separation from service.”  The determination of whether and when a separation from service has occurred for proposes of the LTIP shall be made in accordance with the presumptions set forth in Section 1.409A-1(h) of the Treasury Regulations.  Any provision of the LTIP to the contrary notwithstanding, if the Company determines that the Participant is a “specified employee,” within the meaning of Code Section 409A, then to the extent that any payment under the LTIP on account of Participant’s separation from service would be considered nonqualified deferred compensation under Code Section 409A, such payment shall be delayed and paid at the date which is the earlier of (i) six (6) months and one day after the Participant’s separation from service and (ii) the date of Participant’s death (the “Delay Period”).  Upon the expiration of the Delay Period, all payments delayed pursuant to this Section 6 shall be paid in a lump-sum.  The Company makes no representation or warranty and shall have no liability to any participant or any other person if any provisions of the LTIP are determined to constitute deferred compensation subject to Code Section 409A, but do not satisfy an exemption from, or the conditions of, Code Section 409A.
7.    Miscellaneous.  The Board may, at any time and with or without prior notice, amend, alter, suspend or terminate the LTIP in accordance with Section 17 of the Plan.  For the avoidance of doubt, prior to the time the Committee grants any LTIP Awards with respect to a particular Performance Cycle, the Committee shall have complete discretion to award or not award LTIP Awards with respect to such Performance Cycle. All provisions of the LTIP are subject to the terms and conditions set forth in the Plan, which are hereby incorporated herein by reference.  To the extent the terms of the LTIP are inconsistent with or modify, amend of supplement any provisions of the Plan, to the extent permitted under the Plan, the LTIP will be deemed to be a determination by the 
    
									
			

Committee to so modify, amend or supplement the Plan and the terms of the LTIP will have precedence over the Plan.
Adopted by the Committee on this  _19th_____day of _March_______ 2020.

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