Document:

Letter regarding Compensation Agreement - Halpin

 Exhibit 10.1 
  

					
	 

	  		  	
	  	 John R. Simon

Senior Vice President

Human Resources
	  	 77 Beale Street
 32nd Floor
 San Francisco, CA 94105

 February 3, 2012 
 Ed Halpin 
 63 Timberlake Court 

Lake Jackson, TX 77566 
 Dear Ed: 
 On behalf of PG&E, I am pleased to offer you the position of Senior
Vice President, Chief Nuclear Officer, reporting to John Conway, Senior Vice President, Energy Supply. This offer is subject to approval of the PG&E Corporation Board of Directors’ Compensation Committee and your election as an Officer by
our full Board. Subject to these Board actions we assume your start date will be April 1, 2012. 
 Your total annual
compensation package will consist of the following: 
  

	1.	 An annual base salary of $510,000 ($42,500/month) subject to ordinary withholdings. 

 

	2.	 You are eligible to participate in the company’s Short-Term Incentive Plan (STIP) with a target participation rate of 55% percent of your
eligible earnings (i.e., base salary) received during the plan year. You must be on PG&E’s active payroll as of October 1 to be eligible for a payout for that year. The STIP is an at-risk component of pay that rewards employees
annually, and is tied to company and individual performance. Thus, STIP grants are not guaranteed. The Compensation Committee retains full discretion to determine and award STIP payments to PG&E employees. 

 

	3.	 A one-time sign on bonus of $750,000, which will be paid on your first payroll check, subject to ordinary withholdings. Should you resign from the
Company within three years of your start date, you will repay the Company this sign on bonus, on a pro rata basis. 

  

	4.	 You will be eligible to receive a retention bonus in the amount of $150,000 payable on the first anniversary of your start date. In order to receive
this retention bonus you must be an active employee on the first anniversary of your start date. This bonus is subject to ordinary withholdings. 

  

	5.	 You will be eligible to receive a second retention bonus in the amount of $150,000 payable on the second anniversary of your start date. In order to
receive this retention bonus you must be an active employee on the second anniversary of your start date. This bonus is subject to ordinary withholdings. 

 Ed Halpin 
 February 3, 2012 
 Page 2 
  
  

	6.	 You will receive a new hire Long Term Incentive Plan (LTIP) grant comprised of an equal number of restricted stock units (vesting over a four-year
period with a larger percentage vesting in the fourth year) and performance shares (determined at the end of a three-year performance period based on PG&E’s total shareholder return). The Compensation Committee retains full discretion as to
the approval of LTIP grant form, amounts, and terms. 

 This LTIP grant will have an initial
value of $550,000. This value is used for the purpose of determining the number of units of your grant. The ultimate value that you realize through the LTIP will depend on your employment status and the performance of PG&E Corporation common
stock. You will receive additional details on the LTIP at the time of your grant. 
 This LTIP grant will be
granted on your start date, unless that date occurs during a “trading blackout” period, in which case your LTIP grant will be granted on the first business day after the trading blackout ends. 

As an employee, you will be eligible for additional LTIP grants, which typically are granted annually. The Compensation
Committee retains full discretion as to the approval of LTIP grant form, amounts, and terms. 
  

	7.	 In addition, you will receive a supplemental LTIP grant having a value of $1,000,000, comprised of restricted stock units. This supplemental grant
vests over two years, 50% on the first anniversary of the date of the grant and 50% on the second anniversary of the date of the grant. This LTIP grant will be granted on your start date, unless that date occurs during a “trading blackout”
period, in which case your LTIP grant will be granted on the first business day after the trading blackout ends. 

  

	8.	 Two additional supplemental restricted stock unit grants, each having a value of $200,000 will be granted respectively at the first anniversary of
your start date and the second anniversary of your start date. The supplemental restricted stock unit grants will each vest over two years from the date of the grant, 50% on the first anniversary and 50% on the second anniversary. If the
anniversaries occur during a “trading blackout” period, these LTIP grants will be granted to you on the first business day after the trading blackout ends. 

 

	9.	 Participation in the PG&E Corporation Retirement Savings Plan (RSP), a 401(k) savings plan. You will be eligible to contribute as much as 50% of
your salary on either a pre-tax or after-tax basis. We will match contributions up to 6% of your salary at 75 cents on each dollar contributed. All of the above contributions are subject to the applicable legal limits. 

 

	10.	 With respect to benefits at retirement, conditioned upon meeting plan requirements, you also will be eligible for retirement benefits under the
Company’s retirement (pension), post-retirement life insurance and retiree medical plans. 

  

	11.	 Participation in the PG&E Corporation Supplemental Executive Retirement Plan (SERP). The basic benefit payable from the SERP at retirement is a
monthly annuity equal to the 

 Ed Halpin 
 February 3, 2012 
 Page 3 
  
 
product of 1.7% x (average of the three highest years’ combination of salary and annual incentive for the last ten years of service) x years of credited service x 1/12. This benefit will be
offset by benefits provided under the qualified retirement plan. 
  

	12.	 Participation in the PG&E Corporation Supplemental Retirement Savings Plan (SRSP), a non-qualified, deferred compensation plan. You may elect to
defer payment of some of your compensation on a pre-tax basis. The Company will provide you with full matching contributions that cannot be provided through the RSP due to IRS limitations imposed on highly compensated employees.

  

	13.	 An annual vacation allotment of four weeks, subject to future increases based on length of service. For your first year, the vacation allotment will
be prorated based on your date of hire. In addition, Pacific Gas and Electric Company recognizes ten paid company holidays and provides three floating holidays and two weeks of sick leave immediately upon hire. 

 

	14.	 An annual perquisite allowance of $20,000 to be used in lieu of individual authorizations for cars and memberships in clubs and civic organizations.
This will be paid upon your first paycheck and is subject to ordinary witholdings. 

  

	15.	 Participation in PG&E’s health benefits program which permits you to select coverage tailored to your personal needs and circumstances. The
benefits you elect will be effective the first of the month following the date of your hire and upon receipt of completed enrollment forms. 

  

	16.	 Participation in the Employee Discount program after six months of continuous service following your date of hire. The program offers participants a
25% discount on electricity and gas rates for their primary residence. In order to receive this benefit, you must (a) live within Pacific Gas and Electric Company’s service territory and (b) have the service in your name at your
primary residence. 

  

	17.	 Our employment offer also includes a comprehensive executive relocation package. The major components include reimbursement of the closing costs
associated with the sale of your primary residence and purchase of your new residence, the move of your household goods, two house hunting trips, temporary corporate housing, a $7,000 move allowance and a final trip to San Luis Obispo. You may elect
to participate in a home buyout program. Some of our relocation benefits may constitute additional income to you and are subject to personal income tax. A detailed relocation package will be sent to you outlining your relocation benefits. Should you
have any questions contact Lori Noack of Relocation Services at 415.973.8294. 

 In the event that within one
year of your start date, you purchase a principal residence in the San Luis Obispo area and obtain a mortgage, we will provide you with an annual payment of $50,000.00 in each of your first three years of the mortgage to help transition to higher
housing costs. The payment will coincide with the first mortgage payment. The subsidy is considered income and will be subject to all applicable withholding taxes. The taxes are your responsibility. 

The Company will pay reasonable travel costs for you to travel between California and Texas to be with your family during
the first six months of your employment. 

 Ed Halpin 
 February 3, 2012 
 Page 4 
  
 Additionally, should we request that your primary work location change to San Francisco, you
will be eligible for relocation from San Luis Obispo to the San Francisco Bay Area. The same relocation package as outlined above would be available, including the home buyout program. Some of our relocation benefits may constitute additional income
to you and are subject to personal income tax. 
 This offer is contingent upon your passing a comprehensive background
verification and a standard drug analysis test. So far, you have completed the background check process. It is clear. We will also need to verify your eligibility to work in the United States based on applicable immigration laws. 

We look forward to you joining our executive team. 
 Sincerely, 
 /s/ John Simon 
 John Simon 
 Sr. Vice President, Human Resources 

 

					
		  	 Please acknowledge your acceptance of this offer and the terms of this letter by signing the original, providing the information requested, and returning it to
me. It is important to note that you will be an employee-at-will. This means that either you or PG&E may end your employment at any time, with or without cause, and with or without notice.
	  	

  

			
	     /s/ Ed Halpin
	 	2/3/12    
	   Signature
	 	Date  

					
			
	 xxx-xx-xxxx
	 		 	4/20/1961
	 Social Security No.
	 		 	Date of BirthLetter regarding Compensation Agreement - Soto

 Exhibit 10.2 
  

					
	

	  		  	
		  	John R. Simon

Senior Vice President            

Human Resources
	  	77 Beale Street
 32nd Floor
 San Francisco, CA 94105

 April 4, 2012 
 Jesus Soto, Jr. 
 28107 E. Benders Landing 
 Spring, TX 77386 
 Dear Jesus: 

On behalf of PG&E, I am pleased to offer you the position of Senior Vice President, Gas Transmission, Operations, Engineering and
Pipeline Integrity, reporting to Nick Stavropoulos, Executive Vice President, Gas Operations. This offer is subject to approval of the PG&E Corporation Board of Directors’ Compensation Committee and your election as an Officer by our Board.
Subject to these Board actions we will determine a mutually agreed upon start date. 
 Your total annual compensation package
will consist of the following: 
  

	1.	 An annual base salary of $385,000 ($32,083/month) subject to ordinary withholdings. 

 

	2.	 A one time sign on bonus of $350,000, which will be paid on your first payroll check, subject to ordinary withholdings. Should you decide to resign
from the Company within two years of your start date, you will repay the Company this sign on bonus, on a prorated basis. 

  

	3.	 You will be eligible to receive a retention bonus in the amount of $300,000 payable on the second anniversary of your start date. In order to
receive this retention bonus you must be an active employee on the second anniversary of your start date. This bonus is subject to ordinary withholdings. 

 

	4.	 You are eligible to participate in the company’s Short-Term Incentive Plan (STIP) with a target participation rate of 55% percent of your
eligible earnings (i.e., base salary) received during the plan year. You must be on PG&E’s active payroll as of October 1 to be eligible for a payout for that year. The STIP is an at-risk component of pay that rewards employees
annually, and is tied to company and individual performance. Thus, STIP awards are not guaranteed. The Compensation Committee retains full discretion to determine and award STIP payments to PG&E employees. 

 

	5.	 You are eligible to receive a new hire award under PG&E Corporation’s Long-Term Incentive Plan (LTIP). Your new hire LTIP award will
consist of restricted stock units that vest over a four-year period, 20% in each of the first three years, and 40% in the fourth year following the grant. This award will be granted on your start date, unless that date occurs during a “trading
blackout” period, then the award date will be the first business day after the trading blackout ends. 

 Jesus Soto 
 March 30, 2012 
 Page 2 
  
 Your new hire LTIP award will have an initial value of $550,000. This value is used for the
purpose of determining the number of units of your award. The ultimate value that you realize through the LTIP will depend on your employment status and the performance of PG&E Corporation common stock. You will receive additional details on the
LTIP at the time of your award. 
  

	6.	 In addition, you will receive a supplemental LTIP award having a value of $450,000 and consisting of an equal number of restricted stock units
(which also vest over a four-year period, with a larger percentage vesting in the 4th year) and performance shares (which vest on the first business day of March 2015). The value of the performance shares will be determined at the end of the performance period (January 1, 2012 –
December 31, 2015) based upon the performance of PG&E Corporation stock relative to a group of 12 comparable companies. This award will be granted on your start date, unless that date occurs during a “trading blackout” period,
then the award date will be the first business day after the trading blackout ends. 

  

	7.	 As an employee, you will be eligible for additional LTIP awards, which typically are granted annually. The Compensation Committee retains full
discretion as to the approval of LTIP award form, amounts, and terms. 

  

	8.	 Participation in the PG&E Corporation Retirement Savings Plan (RSP), a 401(k) savings plan. You will be eligible to contribute as much as 50% of
your salary on either a pre-tax or after-tax basis. We will match contributions up to 6% of your salary at 75 cents on each dollar contributed. All of the above contributions are subject to the applicable legal limits. 

 

	    	With respect to benefits at retirement, conditioned upon meeting plan requirements, you also will be eligible for retirement benefits under the Company’s
retirement (pension), post-retirement life insurance and retiree medical plans. 

  

	9.	 Participation in the PG&E Corporation Supplemental Executive Retirement Plan (SERP). The basic benefit payable from the SERP at retirement is a
monthly annuity equal to the product of 1.7% x (average of the three highest years’ combination of salary and annual incentive for the last ten years of service) x years of credited service x 1/12. This benefit will be offset by benefits
provided under the qualified retirement plan. 

  

	10.	 Participation in the PG&E Corporation Supplemental Retirement Savings Plan (SRSP), a non-qualified, deferred compensation plan. You may elect to
defer payment of some of your compensation on a pre-tax basis. The Company will provide you with full matching contributions that cannot be provided through the RSP due to IRS limitations imposed on highly compensated employees.

  

	11.	 An annual vacation allotment of five weeks, subject to future increases based on length of service. For your first year, the vacation allotment will
be prorated based on your date of hire. In addition, Pacific Gas and Electric Company recognizes ten paid company holidays and provides three floating holidays and two weeks of sick leave immediately upon hire. 

 

	12.	 An annual perquisite allowance of $20,000 to be used in lieu of individual authorizations for cars and memberships in clubs and civic organizations.
This will be paid upon your first paycheck. 

  
 /s/Jesus Soto,
Jr.       

4/12/12                 

 Jesus Soto 
 April 4, 2012 
 Page 3 
  

	13.	 Participation in PG&E’s health benefits program which permits you to select coverage tailored to your personal needs and circumstances. The
benefits you elect will be effective the first of the month following the date of your hire and upon receipt of completed enrollment forms. 

  

	14.	 Participation in the Employee Discount program after six months of continuous service following your date of hire. The program offers participants a
25% discount on electricity and gas rates for their primary residence. In order to receive this benefit, you must (a) live within Pacific Gas and Electric Company’s service territory and (b) have the service in your name at your
primary residence. 

  

	15.	 PG&E is very interested in career development. While our leadership development program is relatively new, we are committed to meeting both your
and the company’s needs. You will be granted participation and course payment for the three remaining courses at Wharton School of Business, San Francisco campus to be taken one in year 2012 and two in year 2013. Further Executive Programs will
be discussed and mutually agreed upon. 

  

	16.	 This offer also incorporates the benefits outlined in the attached term sheet. 

 

	17.	 Our employment offer also includes a comprehensive executive relocation package. The major components include 7 months of corporate housing,
reimbursement of the closing costs associated with the sell of your primary residence and purchase of your new residence, the move of your household goods, two house hunting trips, temporary corporate housing, a $7,000 move allowance and a final
trip to the San Francisco Bay Area. Should you not be able to sell your primary residence, you will be eligible for a guarantee purchase program. Some of our relocation benefits may constitute additional income to you and are subject to personal
income tax. A detailed relocation package will be sent to you outlining your relocation benefits. Should you have any questions contact Lori Noack of Relocation Services at 415.973.8294. 

In the event that you purchase a principal residence in the Bay Area and take out a mortgage, we will provide you with an annual payment
of $100,000.00 for 3 years to help transition to higher housing costs. The payment will coincide with the first mortgage payment. The subsidy is considered income and will be subject to all applicable withholding taxes. The taxes are your
responsibility. 
 This offer is contingent upon your passing comprehensive background verification and a standard drug analysis
test. We will also need to verify your eligibility to work in the United States based on applicable immigration laws. 
 We look forward to you
joining our executive team. 
 Sincerely, 
 /s/ John Simon 
 John Simon 
 Senior Vice President, Human Resources 

  
 /s/Jesus Soto,
Jr.       

4/12/12                 

 Jesus Soto 
 March 30, 2012 
 Page 4 
  
  

					
		  	 Please acknowledge your acceptance of this offer and the terms of this letter by signing the original, providing the information requested, and returning it to
me (via fax: 415-973-8766). It is important to note that you will be an employee-at-will. This means that either you or PG&E may end your employment at any time, with or without cause, and with or without notice.
	  	

  

									
		 	    /s/ JESUS SOTO, JR.	 	 	 	4/12/12    	 	
		 	  Signature	 		 	Date  	 	
					
		 	xxx-xx-xxxx	 		 	3/15/67	 	
		 	 Social Security No.
	 		 	Date of Birth	 	

 My acceptance is contingent on financial close of El Paso – Kinder Morgan merger 

OK         
 /s/ John Simon 
  

  
 /s/ Jesus Soto,
Jr.       

4/12/12                 

 New Hire Offer Term Sheet: Subject to Approval 

Candidate: Jesus Soto, Jr. 

Position: Senior Vice President, Gas Transmission, Operations, Engineering and Pipeline Integrity 

 
  

							
	Summary Description of Compensation & Benefits
Components
	 	 	 	 
	 #
  
	  	 Component

 
	  	 Offer Amount

 
	  	
Comments

 

	1.	  	Base Salary	  	$385,000	  	
•   Annualized base salary subject to ordinary withholdings

	2.	  	 Short-Term Incentive
Target
 (STIP)
	  	55% ($211,750)	  	  

•   Represents on-target amount as a % of eligible base salary earnings, per the terms of the 2012
STIP
  

	 	 	 	 
	3.	  	 Target Total Cash Compensation

 
	  	$596,750	  	 
	4.	  	Long-Term Incentive Plan	  	  
 Consists of two components:
  
 (1)     $550,000 value, annual grant in the form of 100% RSUs
  

(2)     $450,000 value, supplemental grant, in the form of 50% RSUs and 50% Performance
Shares
	  	  

•   RSUs have a 4-year vesting schedule from date of grant (20%/20%/20%/40%)

 
 •   The Performance Share
component of the LTIP awards vest 100% in year 3 based on PG&E TSR relative to TSR of peer group of utilities

	5.	  	Sign-On Bonus	  	$350,000	  	
•  Paid in first paycheck, subject to ordinary withholdings

	6.	  	Year 2 Retention Cash Bonus	  	$300,000	  	
•  Paid on second anniversary of hire date, subject to ordinary withholdings

	7.	  	Annual Perquisite Allowance	  	$20,000	  	 •  Paid in first paycheck

•  For use at employee discretion

•  Amount paid annually each year

	8.	  	Relocation Benefits	  	Standard Officer Relocation Package plus 3 yr mortgage assistance: $100,000
per year for three years ($300,000 total)	  	
•  See Relocation Summary on following page

	9.	  	Vacation	  	5 weeks vacation	  	  

•  Per vacation accrual schedule offered to Officers

 

	10.	  	Savings & Retirement Plans	  	  
 401(k) Plan, Pension Plan, Supplemental Executive Retirement Plan (SERP)
  
	  	
•   See Benefits Summary on following page

	11.  	  	Health and Welfare Benefits	  	 •      Comprehensive healthcare and other benefits
  
	  	  

•   See Benefits Summary on following page

  
 /s/ Jesus Soto,
Jr.       

4/12/12                 

 New Hire Offer Term Sheet: Subject to Approval 

Candidate: Jesus Soto, Jr. 

Position: Senior Vice President, Gas Transmission, Operations, Engineering and Pipeline Integrity 

 
  
 BENEFITS SUMMARY 1. 
 MEDICAL 

Employee may choose from several plans. Generally the employee pays 7.5% of the cost of coverage and the company pays 92.5%. 

DENTAL 
 Two plans are
offered. Generally the employee pays 7.5% of the cost of coverage and the company pays 92.5%. 
 VISION 

Company paid plan covers exam plus an allowance for frames and lenses. 
 LIFE INSURANCE 
 $10,000 policy provided at no cost. Employee may elect to
purchase additional coverage up to 4 times salary. 
 AD&D INSURANCE 

$250,000 policy provided at no cost. 
 BUSINESS TRAVEL ACCIDENT INSURANCE 
 $1,000,000 policy provided at no cost.

 EXECUTIVE HEALTH EVALUATION PROGRAM 
 Annual comprehensive health and fitness assessment provided through an Executive Health center. 

RETIREMENT SAVINGS PLAN (401k) 
 Employee may make pre-tax or after-tax contributions of up to 50% of base pay, subject to IRS limits. The company will match 75% of the employee’s first 6% of pre-tax or after-tax contributions.

 SUPPLEMENTAL RETIREMENT SAVINGS PLAN (NON-QUALIFIED DEFERRED COMPENSATION PLAN) 

Employee may make pre-tax contributions of up to 50% of base salary and up to 100% of STIP and the perquisite allowance. In addition, plan
provides for make-up of any company match that was capped in the 401K due to IRS limits. 
 RETIREMENT PLAN (TAX QUALIFIED) 

Defined benefit pension plan. Basic formula is years of service times 1.7% times 36 month average salary. Benefit is subject to statutory
limits. A reduction for early retirement may apply. 

  
 /s/ Jesus Soto,
Jr.       

4/12/12                 

 New Hire Offer Term Sheet: Subject to Approval 

Candidate: Jesus Soto, Jr. 

Position: Senior Vice President, Gas Transmission, Operations, Engineering and Pipeline Integrity 

 
 BENEFITS SUMMARY 1. (cont’d) 

SUPPLEMENTAL EXECUTIVE RETIREMENT PLAN (NON-QUALIFIED) 
 Defined benefit pension plan. Basic formula is years of service times 1.7% times average salary plus STIP in highest 3-years. Benefit is offset by amounts payable through the qualified retirement plan. A
reduction for early retirement may apply. 
 FINANCIAL PLANNING 
 Partial subsidy (40%) of the cost of financial planning, asset management, and tax services provided through AYCO, a Goldman Sachs company. 
 RETIREE MEDICAL 
 Coverage available to retirees with a minimum of 10 years
of service. Premium subsidy is dependent on length of service. 
 POST RETIREMENT LIFE INSURANCE 

$8,000 policy provided at no cost to retirees with less than 15 years of service. $50,000 policy provided at no cost to retirees with more
than 15 years of service. 
 OFFICER SEVERANCE POLICY 
 Provides for a cash payment of 12 months base salary plus target STIP, 12 months continued LTIP vesting, lump sum cash payment equal to 18 months COBRA premiums and 12 months of outplacement counseling.

1.
 Detailed information about the Company’s benefit programs can be found in the respective program Summary Plan Document. The Company retains the right to amend, suspend or terminate any of
these plans. 

  
 /s/ Jesus Soto,
Jr.       

4/12/12                 

 New Hire Offer Term Sheet: Subject to Approval 

Candidate: Jesus Soto, Jr. 
 Position: Senior Vice President, Gas Transmission, Operations, Engineering and Pipeline Integrity 
  

SUMMARY 

Officer Relocation Assistance 
 HOME SALE 
 Reimbursement of typical and customary seller costs.

 HOME PURCHASE 
 Typical buyer, non-recurring, closing costs will be reimbursed if an employee purchases a new principal residence. This reimbursement is limited to the lesser of closing costs covered by policy or 2.5% of
the purchase price. 
 HOUSEHOLD GOODS MOVE 
 Typical household goods will be moved to the new location. This includes up to 2 cars as long as the distance is greater than 750 miles and the value of the car exceeds the cost to ship. Storage of up to
90 days and delivery out of storage is also provided. 
  

			
	 OK-/s/John Simon
 (7) monthsà

/s/Jesus Soto,Jr.
	  	 CORPORATE HOUSING
 Up
to 6 months of corporate housing will be provided if the employee is still financially responsible for their former residence. The program is unable accommodate pets.

 HOUSE HUNTING TRIPS 
 Two house hunting trips (4 days/4nights) will be provided for the employee, spouse/ domestic partner and dependent children. The following expenses will be reimbursed: 

					
		  	Airfare:	  	Advance purchase, coach airfare
		  	Lodging:	  	PG&E designated hotel
		  	Rental car: 4 days plus gas
		  	Meals:	  	$75/day maximum for adults and children 16 years of age and older
		  		  	$40/day maximum for children under 16 years of age
		  		  	Alcoholic beverages are not reimbursed
		  	Ground Transportation: If required, taxi.

 Receipts required for all expenses. 

FINAL TRIP 
 Travel for employee, spouse/domestic partner and dependent children. 

					
		  	Travel:	  	Advance purchase coach airfare OR gas and lodging while enroute
		  	Lodging:	  	Up to 3 nights at a PG&E designated hotel
		  	Meals:	  	 Up to 3 days, if unable to stay at former residence on final day of the
 move and/or if unable to move directly into new residence
 $75/day maximum for adults and children
16 years of age and older

		  		  	$40/day maximum for children under 16 years of age
		  		  	Alcoholic beverages are not reimbursed.
		  		  	Ground Transportation: If required, taxi.

 Receipts required for all expenses. 

MORTGAGE ASSISTANCE 
 In the event employee purchases a principal residence in the San Francisco area and takes out a mortgage, Company will provide employee with an annual payment of $100,000.00 for 3 years ($300,000 total)
to help transition to higher housing costs. The payment will coincide with the first mortgage payment. The subsidy is considered income and will be subject to all applicable withholding taxes. The taxes are responsibility of the employee.

  
 /s/ Jesus Soto,
Jr.       

4/12/12

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00206-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00206-of-00352.parquet"}]]