Document:

EX-10.18

 Exhibit 10.18 

AMENDMENT TO EMPLOYMENT AGREEMENT 
 This
Amendment to the Employment Agreement (this “Amendment”) is effective as of May 8, 2012 and concerns the Employment Agreement entered into on June 9, 2011 (the “Agreement”), by and between Charles V. Bergh
(“Executive”) and Levi Strauss & Co., a Delaware corporation (the “Corporation”). This Amendment is entered into to make certain clarifications to the Agreement to reflect the intent of both parties hereto. All
capitalized terms used in this Amendment and not otherwise defined herein shall have the meanings set forth in the Agreement. 
  

	1.	 Section 4 of the First Part of the Agreement entitled “Term of Employment, Duties and Scope,
Compensation and Benefits during Employment, Relocation Benefits” shall be replaced in its entirety by the following: 

Section 4. Annual Incentive Compensation 

During the Term, the Corporation shall award Executive an annual cash incentive compensation opportunity under its Annual Incentive Plan (or
any successor plan) (“AIP”) having a target amount equal to 135% of the Base Compensation (“Target AIP”) and shall be payable at the Target AIP or such lesser or greater amount as is provided under the AIP in
accordance with Executive’s achievement of the performance measures and levels in effect for the Corporation’s applicable fiscal year, including, without limitation, achievement of individual performance measures and application of
Corporation discretion with respect to awards under the AIP. Such Target AIP shall be subject to review and adjustment (up or down) in a manner that is consistent with the other members of the executive team and in making such adjustments the
Corporation shall consider competitive benchmarks to relevant peer companies. Performance measures and levels with respect to the AIP shall be determined by the Board of Directors or the Human Resources Committee thereof, in its sole discretion, in
accordance with the terms and conditions of the AIP; provided, however, that, in respect of the 2011 fiscal year, Executive shall be paid annual cash incentive compensation in an amount that is not less than 100% of the Target AIP, which
shall be prorated in accordance with the fraction, the numerator of which is the number of days Executive was employed by the Corporation in the 2011 fiscal year and the denominator of which is 365. 

 

	2.	 This constitutes the entire Amendment to the Agreement between the parties. Except as expressly amended hereby,
all terms and conditions contained in the Agreement shall remain in full force and effect. 

  
 1 

 In WITNESS WHEREOF, each of the parties has caused this Amendment to be duly authorized and signed. 

 

			
	Levi Strauss & Co.
		
	By:	 	        /s/ Greg B. Holmes
	Name:	 	        Greg B. Holmes
	Title:	 	        VP, Global Rewards COE & HR Services

			
	
	Charles V. Bergh
		
	By:	 	        /s/ Charles V. Bergh

  
 2EX-10.19

 Exhibit 10.19 

AMENDMENT TO EMPLOYMENT AGREEMENT 

This Amendment to the Employment Agreement (this “Amendment”) is effective as of January 30, 2018 and concerns the Employment
Agreement entered into on June 9, 2011 (the “Agreement”), as amended, by and between Charles V. Bergh (“Executive”) and Levi Strauss & Co., a Delaware corporation (the “Corporation”). All capitalized terms
used in this Amendment and not otherwise defined herein shall have the meanings set forth in the Agreement. 

1.    Section 10(b) of the Second Part of the Agreement shall be replaced in its entirety by the following: 

(b)    Equity Vesting. Notwithstanding anything to the contrary in the applicable plan or agreement and subject to
Section 13(c) of this Agreement, (i) 100% of Executive’s outstanding equity and other long-term incentive awards that were granted after December 31, 2017 and have remained outstanding for at least twelve (12) months will
continue to vest (determined as if Executive had remained in continuous service through each of the applicable vesting dates and subject to the achievement of any applicable performance conditions with respect to performance-based equity awards)
and, if applicable, shall be settled following Executive’s termination in accordance with the settlement terms of the applicable grant agreement, and (ii) all vested equity and other long-term incentive awards (including those vesting
under the preceding clause) granted as SARs or stock options shall be exercisable and remain exercisable for eighteen (18) months following the final vesting date under the applicable SAR or stock option (or for such longer period, if any, set
forth in the applicable SAR or stock option grant agreement), but (x) in no event later than the original term/expiration date of the award; and (y) only during an exercise window permitted under the terms the Corporation’s 2006 EIP
(or substantially similar provisions under the successor thereto under which the applicable award is granted) as may apply prior to the occurrence of an initial public offering. Executive’s outstanding equity and other long-term incentive
awards that were granted prior to January 1, 2018, shall be governed by the terms of this Agreement (as in effect prior to its amendment on January 30, 2018) and the terms of the applicable grant agreement. 

2.    Section 13(c) of the Third Part of the Agreement shall be replaced in its entirety by the following: 

(c)    Equity Vesting. Notwithstanding anything to the contrary in the 2006 EIP (or successor plan) or any award
thereunder, 100% of Executive’s then (i) outstanding equity and other long-term incentive awards that were granted after December 31, 2017 will immediately fully vest upon Executive’s Qualifying CIC Termination (and, in the case
of performance-based equity awards, fully vest at target levels) and, if applicable, shall be settled following Executive’s Qualifying CIC Termination in accordance with the settlement terms of the applicable grant agreement, and (ii) all
vested equity and other long-term incentive awards (including those vesting under the preceding clause) granted as SARs or stock options shall be exercisable and remain exercisable for eighteen (18) months following the date of Executive’s
termination (or for such longer period, if any, set forth in the applicable SAR or stock option grant agreement), but in no event later the original term/expiration date of the award (but to the extent that the 2006 EIP (or successor plan) and
awards granted thereunder apply after such Change in Control in accordance with the terms thereof as in effect prior to such Change in Control and such Change in Control occurs prior to the occurrence of an initial public offering, only during an
exercise window permitted thereunder). Section 10(b) shall govern any such termination following the second anniversary of the Change in Control. Executive’s outstanding equity and other long-term incentive awards that were granted prior
to January 1, 2018, shall be governed by the terms of this Agreement (as in effect prior to its amendment on January 30, 2018) and the terms of the applicable grant agreement. 

3.    This constitutes the entire Amendment to the Agreement between the parties. Except as expressly amended hereby, all
terms and conditions contained in the Agreement shall remain in full force and effect. 

 In WITNESS WHEREOF, each of the parties has caused this Amendment to be duly authorized and signed. 

 

			
	Levi Strauss & Co.
		
	By:	 	/s/ Elizabeth Wood
		
	Name:	 	Elizabeth Wood
		
	Title:	 	SVP & Chief Human Resources Officer
	
	Charles V. Bergh
		
	By:	 	/s/ Charles V. Bergh
		
	Name:	 	Charles V. Bergh
		
	Title:	 	President & Chief Executive OfficerEX-10.20

 Exhibit 10.20 

 
 

 
 April 29, 2016 
 Roy
Bagattini 
 Dear Roy, 
 This letter sets forth the terms of
our offer to you for the role of Executive Vice President & President, Levi Strauss Americas, reporting to me. This position is based in San Francisco. 

Contingencies 
 This offer is contingent upon your
ability to obtain and maintain the proper authorization to work in the United States. The Company will sponsor and assist you in filing a visa application. Included in this application will be a dependent visa that will enable your immediate family
to accompany you to live in the United States. You are responsible for providing accurate documentation in a timely manner in order to obtain and maintain any documents which are required for entry and to perform work in the United States including
but not limited to: entry visas or permits, work visas or permits, security permits or passes, and any other document(s) required to allow you to enter, remain and work in the United States. 

Start Date 
 The Start Date of your new role is
June 1, 2016. Your Start Date is subject to your receipt of a valid work permit and our receipt from you of a signed copy of this letter. 

Salary 
 Effective on your Start Date, your annual
salary will be $750,000 paid in USD. 
 Transition Bonus 

You will receive a one-time contingent transition bonus of $1,000,000 (less applicable taxes) paid within 30 days of
your Start Date. The bonus is offered in anticipation of the contributions you will make to our business over time and is intended to assist with your transition to the United States. Your entitlement to retain the full amount of the bonus is
contingent on the following terms and conditions: 
  

	 	•	 	 In the event that you resign your employment or you are terminated For Cause (as defined below) at any time
before completing at least twenty-four (24) months of employment, you will be required to repay a prorated portion of the bonus payment based on the number of completed months of active employment during the twenty- four (24) month
repayment period. For example, if you were to resign your employment after completing 6 months and 15 days following the payment date, you will be required to repay 75% or $750,000. Any repayment will be due within ninety (90) days of your last
day of employment. For Cause is defined as: (1) insubordination and/or failure to follow specific directions from your leadership team; (2) theft, fiscal mismanagement, or related improper conduct; (3) misrepresentation; (4) criminal
activity of any type; (5) breach of the LS&Co. Worldwide Code of Business Conduct; or (6) gross negligence related to the performance of your work, and related reasons. 

 

 
 We have enclosed our standard Bonus Acknowledgment and Payback Agreement. 

Annual Incentive Plan 
 You will continue to
participate in our Annual Incentive Program (AIP). Under the current program, your annual target bonus will continue to be 80% of your base salary. Depending on results, your actual bonus, if any, may be higher or lower and can reach a maximum of
160% of your base salary. Bonuses for fiscal 2016 are scheduled for payment in February 2017 and you must be employed by LS&Co. on the payment date. 

LS&Co. has the right to modify the program at any time. Management discretion can be used to modify the final award amount. Bonus payments are subject to
supplemental income tax withholding. 
 Long-Term Incentives 

You continue to be eligible for long-term incentive award(s), which give you the opportunity to share in LS&Co.’s success over time. Subject to Board
approval in July 2016 and the provisions of the LS&Co.’s equity incentive plan for fiscal 2016, you will also receive a special one-time grant of Stock Appreciation Rights (SARs) with a grant date
target value of $1,750,000. The strike price will be equal to the fair market value of LS&Co. stock as determined by a third party valuation firm and approved by the Board of Directors in July 2016. 60% of the total award is time-based and will
vest 25% after the first year and monthly thereafter for years two through four. Subject to achievement of performance goals, the remaining 40% of the award is performance-based and will vest 100% after the end of year three. In any event, you must
be employed on the vesting dates. 
 Management discretion can be used to modify the final award amount. Payments are subject to supplemental income tax
withholding. 
 Benefits 
 The offer also
includes participation in our U.S. benefits program. There are a number of benefit options available to you in the areas of health care and life insurance, as well as our long-term savings programs which provide important tax advantages for your
savings. 
 You are eligible to participate in the executive perquisite programs associated with a position at your level that includes reserved parking,
Executive Medical Exams for you and your spouse, and a cash allowance of $15,000 (paid 50% in January and June). You will receive your first payment of $7,500 in June 2016. 

You are eligible to accrue four (4) weeks of TOPP (Time Off with Pay Program) under our program. 

Relocation 
 You are eligible to receive relocation
benefits to facilitate your move to the San Francisco area. A Relocation Manager at Ernst & Young (“EY”) will contact you to provide information about your benefits and explain Levi Strauss & Co. relocation process and
the level of service that we provide. During your relocation, it will be necessary for you to be in contact with a variety of external service providers who will assist you with your move. If there are questions that arise during the process, you
may reach out to your Relocation Manager. 

 

 
 In the event that you separate from the company for any reason other than layoff before completing 24 months in your new
role, you will be required to repay all or part of the company financed relocation assistance you received. Any such repayment may be deducted in whole or in part from any final payments due to you. A Relocation Payback Agreement is enclosed and
must be signed and returned to the Company before any relocation benefits are delivered. 
 Tax Equalization 

For calendar years 2016 and 2017, your Company compensation will be subject to the Company’s Tax Equalization policy. The philosophy of Tax Equalization
is that you pay approximately the same amount of tax you would have paid had you remained in Singapore. This can include federal, state, provincial, township and social program taxes but does not include real estate property taxes. Any incremental
tax liability in the United States for earnings and benefits related to your employment with the Company arising during 2016 and 2017 will be paid by the Company. You will be solely responsible for all U.S. and other incremental taxes related to
personal assets and earnings. 
 The Company, through EY, provides and directly pays for tax consultation and tax preparation services. Singapore and United
States tax returns will be prepared by EY at the expense of the Company. You are expected to cooperate with EY in furnishing timely, complete and accurate information necessary to prepare the tax returns. In addition, you are required to sign all
documents necessary to implement the tax payment and equalization process (e.g., loan agreement, tax procedures memo). Should you choose to use your own tax service provider; the Company will NOT reimburse you for the fees of your own tax service
provider. 
 If you exercise and/or sell equity, sell any real estate or experience any change in personal income, you are advised to notify EY within 30
days in advance, so that appropriate tax planning can be arranged. After 2017, you are solely responsible for your taxes without any tax equalization assistance from the Company. The one exception is any earned AIP payout for fiscal 2017 that is
paid in the first quarter of fiscal 2018 will also be tax equalized. 
 Please contact Scott White, VP of Total Rewards, if you have questions about our
incentive programs, benefits, or tax equalization policy. 
 Worldwide Code of Business Conduct 

LS&Co.’s Worldwide Code of Business Conduct (WCOBC) sets out basic principles to guide all employees of the Company on how LS&Co. conducts
business, while at the same time providing helpful guideposts for behavior while on the job. Compliance with the WCOBC is a fundamental condition of employment, and employees are required to sign a Statement of Commitment agreeing to abide by the
principles set forth in the document. LS&Co.’s WCOBC is available for review on our website at http://www.levistrauss.com/careers/culture. 

Non-Solicitation of Employees 

In order to protect Confidential Information (as defined in the enclosed “Employee Invention and Confidentiality Agreement”), you agree that so long
as you are employed by LS&Co., and for a period of one year thereafter, you will not directly or indirectly, on behalf of yourself, any other person or entity, solicit, call upon, recruit, or attempt to solicit any of LS&Co.’s employees
or in any way encourage any 

 

 
 LS&Co. employee to leave their employment with LS&Co. You further agree that you will not directly or indirectly,
on behalf of yourself, any other person or entity, interfere or attempt to interfere with LS&Co.’s relationship with any person who at any time was an employee, consultant, customer or vendor or otherwise has or had a business relationship
with LS&Co. 
 Non-Disparagement 

You agree now, and after your employment with the LS&Co. terminates not to, directly or indirectly, disparage LS&Co., its business activities, or any
of its directors, managers, officers, employees, affiliates, agents or representatives to any person or entity. 

At-Will Employment 

LS&Co. expects your association with the company will be mutually beneficial. Nonetheless, LS&Co. is an
“at-will employer,” which means you or LS&Co. can terminate your employment at LS&Co. at any time with or without cause, and with or without notice. Only the President & CEO or
Senior Vice President & CHRO can authorize an employment agreement to the contrary and then such employment agreement must be in writing. 
 Please
note that except for those agreements or plans referenced in this letter and attachments, this letter contains the entire understanding of the parties with respect to this offer of employment and supersedes any other agreements, representations or
understandings (whether oral or written and whether express or implied) with respect to this offer of employment. Please review and sign this letter and the enclosed agreements, including the Employee Invention and Confidentiality Agreement. We must
receive your signed letter and all executed agreements before or on your first day of employment. You may keep one original for your personal records. 

Roy, we are very excited about you taking on this new role. We are confident that you will make a valuable contribution to LS&Co.’s business in the
Americas. 
 Sincerely, 
 /s/ Chip Bergh 

Chip Bergh 
 President & Chief Executive Officer 

Signed: 
  

					
			
	/s/ Roy Bagattini	 		 	May 2, 2016
	Roy Bagattini	 		 	Date

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