Document:

Retention Bonus Agreement

 Exhibit 10.1 
 RETENTION BONUS AGREEMENT 
 This Retention Bonus Agreement (the
“Agreement”), entered into effective July 2, 2012, is by and between Andrea Kendell (“Executive”) and Myrexis, Inc. (“Company”), located at 305 Chipeta Way, Salt Lake City, Utah 84108. 

WHEREAS, the Company and the Executive are parties to that certain Executive Severance and Change in Control Agreement dated
September 22, 2011 (the “Severance Agreement”); 
 WHEREAS, the Company has made the determination to suspend
further development activities; 
 WHEREAS, the Company will continue to need the services of the Executive in order to maximize
Company value for its shareholders; and 
 WHEREAS, in order to incentivize the Executive to continue her services to the
Company, the Company desires to enter into this Agreement with the Executive providing certain benefits to the Executive if she continues in the employ of the Company; 
 NOW THEREFORE, the Company and the Executive, in exchange for the mutual promises and covenants and other consideration herein, hereby agree as follows: 

1. Retention Bonus. If Executive does not resign other than for Good Reason (as such term is defined in the Severance
Agreement) and is not terminated for Cause (as such term is defined in the Severance Agreement) prior to November 10, 2013, the Company will pay to the Executive a retention bonus in an amount equal to $100,000 (the “Retention Bonus”)
on the earlier of (i) November 10, 2013, and (ii) the date the Executive’s employment is terminated by the Company without Cause or the Executive’s resignation for Good Reason. The Retention Bonus will be paid to the
Executive in one lump-sum amount. 
 2. Conditions to Payment. In the event that the Retention Bonus is payable
prior to November 10, 2013 as result of the termination of the Executive’s employment by the Company without Cause or by the Executive for Good Reason, payment of the Retention Bonus is conditioned upon Executive’s execution of the
general release of claims as set forth under Section 4.4 of the Severance Agreement, provided however, that if the period in which the Executive must execute the general release of claims begins in one taxable year of the Executive and ends in
another taxable year, the payment will be made in the later taxable year. 
 3. Section 409A. If any of the
benefits in this Agreement payable in connection with the Executive’s termination of employment constitute “non-qualified deferred compensation” subject to Section 409A of the Internal Revenue Code of 1986, as amended (the
“Code”), then any termination of the Executive’s employment triggering payment of benefits must constitute a “separation from service” under Section 409A(a)(2)(A)(i) of the Code and Treas. Reg. §1.409A-1(h) before
distribution of such benefits can commence. To the extent that the termination of the Executive’s employment does not constitute a separation of service under Section 409A(a)(2)(A)(i) of the Code and Treas. Reg. §1.409A-1(h) (as the
result of further services that are reasonably anticipated to be provided by the Executive to the Company at the time the Executive’s employment terminates), any benefits payable under this Agreement that constitute non-qualified deferred
compensation under Section 409A shall be delayed until after the date of a subsequent event constituting a separation of service under Section 

  
 1 

 
409A(a)(2)(A)(i) of the Code and Treas. Reg. §1.409A-1(h). For purposes of clarification, this paragraph shall not cause any forfeiture of benefits on the Executive’s part, but shall
only act as a delay until such time as a “separation from service” occurs. If the Executive is a “specified employee” (as that term is used in Section 409A and regulations and other guidance issued thereunder) on the date
her separation from service becomes effective, any benefits payable under this Agreement that constitute non-qualified deferred compensation subject to Section 409A and payable upon a separation of service shall be delayed until the earlier of
(A) the business day following the six-month anniversary of the date her separation from service becomes effective, and (B) the date of the Executive’s death, but only to the extent necessary to avoid the adverse tax consequences and
penalties under Section 409A. On the earlier of (A) the business day following the six-month anniversary of the date her separation from service becomes effective, and (B) the Executive’s death, the Company shall pay the
Executive in a lump sum the aggregate value of the non-qualified deferred compensation that the Company otherwise would have paid the Executive prior to that date under this Agreement. It is intended that the payment provided under this Agreement
shall be treated as a separate “payment” for purposes of Section 409A and neither the Company nor the Executive shall have the right to accelerate or defer the delivery of any such payment except to the extent specifically permitted
or required by Section 409A. 
 4. Entire Agreement. This Agreement contains the entire agreement and
understanding of the Company and Executive concerning the payment of a retention bonus and this Agreement supersedes and replaces all prior negotiations, proposed agreements, agreements or representations whether written or oral concerning the
payment of a retention bonus. The parties agree and acknowledge that neither the Company nor the Executive, including any agent or attorney of either, has made any representation, guarantee or promise whatsoever not contained in this Agreement to
induce the other to execute this Agreement, and neither party is relying on any representations, guarantee, or promise not contained in this Agreement in entering into this Agreement. Notwithstanding the foregoing, this Agreement does not supersede
or replace the Severance Agreement. 
 5. Modifications. There may be no modification of this Agreement except in
writing signed by both parties. If any of the provisions of this Agreement are found null, void, or inoperative, for any reason, the remaining provisions will remain in full force and effect. 

6. Choice of Law. This Agreement and the rights and obligations hereunder shall be governed by, and construed and
interpreted in all respects in accordance with, the substantive laws of the State of Utah. 
 7. Disputes. All
claims by the Executive for payment under this Agreement shall be directed to and determined by the Board of Directors of the Company and shall be in writing. Any denial by the Board of Directors of a claim for payment under this Agreement shall be
delivered to the Executive in writing and shall set forth the specific reasons for the denial and the specific provisions of the Agreement relied upon. The Board of Directors shall afford a reasonable opportunity for the Executive for a review of
the decision denying a claim. Any further dispute or controversy arising under or in connection with this Agreement shall be settled exclusively by arbitration in Salt Lake City, Utah, in accordance with the rules of the American Arbitration
Association then in effect. Judgment may be entered on the arbitrator’s award in any court having jurisdiction. The prevailing party in any action or proceeding between the Company and Employee, whether by suit, arbitration, or otherwise, as to
the rights or obligations under this Agreement shall be entitled to all costs incurred in connection therewith, including reasonable attorneys’ fees and expert fees. 

  
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 IN WHITNESS WHEREOF, the parties hereto have executed this Agreement as of the date and year
first set forth above. 
  

									
	MYREXIS, INC.	 		 		 	EXECUTIVE
					
		 	 /s/ Gerald P. Belle
	 		 		 	 /s/ Andrea Kendell

	By:	 	Gerald P. Belle	 		 		 	Andrea Kendell
		 	Chairman of the Board	 		 		 	

  
 3Executive Severence Plan

 Exhibit 10.1 

 
 

 
  
  

THE BABCOCK & WILCOX COMPANY 
 EXECUTIVE SEVERANCE PLAN 
 Effective as of November 5, 2012

  
  

															
		  				  				  	Table of Contents	  
	 	  	 	 	  	 	 	  	 	  	Page	 
	 PREAMBLE
	  	 	1	  
					
	 ARTICLE
	  	 	1	  	  	 	-	  	  	PARTICIPATION OF OTHER EMPLOYERS	  	 	2	  
					
		  	 	1.1	  	  	 	-	  	  	Designation of Participating Employers	  	 	2	  
		  	 	1.2	  	  	 	-	  	  	Obligations of Participating Employers	  	 	2	  
		  	 	1.3	  	  	 	-	  	  	Withdrawal of a Participating Employer	  	 	2	  
					
	 ARTICLE
	  	 	2	  	  	 	-	  	  	ELIGIBILITY, PARTICIPATION AND BENEFITS	  	 	2	  
					
		  	 	2.1	  	  	 	-	  	  	Eligibility	  	 	2	  
		  	 	2.2	  	  	 	-	  	  	Participation	  	 	2	  
		  	 	2.3	  	  	 	-	  	  	Severance Benefits	  	 	3	  
					
	 ARTICLE
	  	 	3	  	  	 	-	  	  	FUNDING THE PLAN	  	 	4	  
					
		  	 	3.1	  	  	 	-	  	  	Funding Policy	  	 	4	  
		  	 	3.2	  	  	 	-	  	  	Contributions	  	 	4	  
					
	 ARTICLE
	  	 	4	  	  	 	-	  	  	PLAN ADMINISTRATION	  	 	4	  
					
		  	 	4.1	  	  	 	-	  	  	Plan Administrator	  	 	4	  
		  	 	4.2	  	  	 	-	  	  	Powers and Duties of the Plan Administrator	  	 	4	  
		  	 	4.3	  	  	 	-	  	  	Allocation and Delegation of Responsibility	  	 	5	  
		  	 	4.4	  	  	 	-	  	  	Reliance by Plan Sponsor	  	 	5	  
		  	 	4.5	  	  	 	-	  	  	Indemnification	  	 	5	  
		  	 	4.6	  	  	 	-	  	  	Claims Procedure	  	 	5	  
					
	 ARTICLE
	  	 	5	  	  	 	-	  	  	AMENDMENT AND TERMINATION	  	 	6	  
					
		  	 	5.1	  	  	 	-	  	  	Amendment	  	 	6	  
		  	 	5.2	  	  	 	-	  	  	Termination	  	 	6	  
					
	 ARTICLE
	  	 	6	  	  	 	-	  	  	GENERAL PROVISIONS	  	 	7	  
					
		  	 	6.1	  	  	 	-	  	  	Action by Plan Sponsor	  	 	7	  
		  	 	6.2	  	  	 	-	  	  	Recovery of Overpayments	  	 	7	  
		  	 	6.3	  	  	 	-	  	  	Data	  	 	7	  
		  	 	6.4	  	  	 	-	  	  	Headings	  	 	7	  
		  	 	6.5	  	  	 	-	  	  	Construction and Controlling Law	  	 	7	  
		  	 	6.6	  	  	 	-	  	  	No Waiver or Estoppel	  	 	7	  
		  	 	6.7	  	  	 	-	  	  	Severability	  	 	8	  
				
	 APPENDIX A
	   
	  	 	-	  	  	PARTICIPATING EMPLOYERS	  	 	9	  

 PREAMBLE 
 The Babcock & Wilcox Company Executive Severance Plan (the “Plan”) has been established by The Babcock & Wilcox Company (the “Plan Sponsor”) effective
November 5, 2012 (the “Effective Date”). 
 The Plan is governed by the Employee Retirement Income
Security Act of 1974, as amended (“ERISA”). It has been designed to qualify for certain exemptions under Title I of ERISA that apply to plans that are unfunded and maintained primarily for the purpose of providing benefits for a
select group of management or highly compensated employees. The plan is intended to qualify for certain exemptions from the requirements of Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”) for short
term deferrals and separation pay plans. 
 The first Plan Year shall be a short Plan Year beginning on the Effective Date and
ending on December 31, 2012. Thereafter, the Plan Year shall be the twelve (12) month period beginning on January 1 and ending on December 31 of each calendar year. 

  
 1 

 ARTICLE 1 
 PARTICIPATION OF OTHER EMPLOYERS 
  

	1.1	Designation of Participating Employers 

 The Plan Sponsor may designate other participating subsidiary and/or affiliated companies from time to time to participate in the Plan (the “Participating Employers”). Such designation
may include a limitation as to the classes or groups of employees of such subsidiary or affiliated corporation that may participate in the Plan. The name of each Participating Employer that has adopted the Plan shall be recorded on Appendix A
hereto, as may be revised from time to time. 
  

	1.2	Obligations of Participating Employers 

 The Plan Sponsor and any subsidiary or affiliated company which has been designated as a Participating Employer shall have the obligation to fund the benefits provided to its own employees, and no other
Participating Employer shall have such obligation. Any failure by the Plan Sponsor or any Participating Employer to meet its obligation under the Plan in such respect shall have no effect on any other Participating Employer. 

 

	1.3	Withdrawal of a Participating Employer 

 Any Participating Employer may withdraw from the Plan at any time without affecting any other Participating Employer. The Plan Sponsor may in its absolute discretion terminate any Participating
Employer’s participation in the Plan at any time. 
 ARTICLE 2 

ELIGIBILITY, PARTICIPATION AND BENEFITS 
  

	2.1	Eligibility 

 Each
employee of the Plan Sponsor or a Participating Employer who has been elected to the office of vice president or president of the Plan Sponsor or a Participating Employer shall be eligible to participate in the Plan (an “Eligible
Employee”). 
  

	2.2	Participation 

 Each
Eligible Employee whose compensation is reviewed and approved by the Compensation Committee of the Board of Directors of the Plan Sponsor (the “Committee”) shall be a “Participant”. Participation in the Plan shall
begin on the date the Eligible Employee is notified in writing of his participation and shall continue until the earliest of the following: 
  

	 	(a)	The date he is notified, in writing, that he is no longer a Participant in the Plan; 

 

	 	(b)	The date he is no longer employed by the Plan Sponsor or any Participating Employer; or 

 

	 	(c)	The date the Plan terminates. 

  
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	2.3	Severance Benefits 

 A
Participant whose employment is terminated by the Plan Sponsor or a Participating Employer for reasons other than “Cause” shall be entitled to the benefits set forth below, provided he has signed an agreement that is no longer subject to
revocation prepared by the Plan Sponsor which is a general release of the Plan Sponsor, and its affiliates, directors, officers and other customary persons from any claim or liability arising out of or related to his employment with or termination
of employment from the Plan Sponsor or a Participating Employer, as applicable, and shall include non-compete, nondisclosure, non-disparagement and non-solicitation covenants. 

 

	 	(a)	A lump sum amount, in cash, as soon as administratively practicable after the Participant’s date of termination of employment (but in no event later than
March 15 following the year in which the termination occurs) equal to 52 weeks base salary as in effect on the date of termination. 

  

	 	(b)	A lump sum amount, in cash, equal to the “Applicable Premium” for nine months of “Continuation Coverage” in accordance with the Consolidated Omnibus
Budget Reconciliation Act of 1985, as amended and regulations and rulings issued thereunder (“COBRA”) for the medical, dental and/or vision benefits in effect for the Participant and his Qualified Beneficiaries on the date of
termination. Such payment shall be made as soon as administratively practicable following the Participant’s date of termination of employment (but in no event later than March 15 following the year in which the termination occurs.)

  

	 	(c)	Access to employer-paid outplacement services for the twelve (12) month period beginning on the later of the Participant’s date of termination or the
expiration of the release agreement revocation period. 

  

	 	(d)	If the Participant is entitled to Continuation Coverage under an employer-sponsored group health plan as a result of his termination of employment, the “Maximum
Required Period” for such continuation coverage for the Participant and his Qualified Beneficiaries shall be extended from 18 months to 24 months. 

 For purposes of this Section 2.3, “Applicable Premium”, “Continuation Coverage”, “Qualified Beneficiary” and “Maximum Coverage Period” shall have the meanings
ascribed to such terms under COBRA, and “Cause” shall mean (i) the willful and continued failure of the Participant to perform substantially his duties with the Company (occasioned by reason other than physical or mental illness or
disability of Employee) after a written demand for substantial performance is delivered to him by the Compensation Committee of the Board of Directors of the Plan Sponsor or the Chief Executive Officer of the Plan Sponsor which specifically
identifies the manner in which the Compensation Committee of the Board of Directors or the Chief Executive Officer believes that the Participant has not substantially performed his duties, after which the Participant shall have thirty days to defend
or remedy such failure to substantially perform his duties; (ii) the willful engaging by Employee in illegal conduct or gross misconduct which is materially and demonstrably injurious to the Company; or (iii) the conviction of Employee
with no further possibility of appeal, or plea of guilty or nolo contendere by Employee to any felony. 
 The cessation of employment of the
Participant under clause (i) and (ii) above shall not be deemed to be for “Cause” unless and until there shall have been delivered to the Participant a copy of a resolution duly adopted by the affirmative vote of not less than
three-quarters (3/4) of the entire membership of the Compensation Committee of the Board of Directors of the Plan 

  
 3 

 
Sponsor at a meeting of such Committee called and held for such purpose (after reasonable notice is provided to the Participant and he is given an opportunity, together with his counsel, to be
heard before such Committee), finding that, in the good faith opinion of such Committee, the Participant is guilty of the conduct described in subparagraph (i) or (ii) above, and specifying the particulars thereof in detail. 

ARTICLE 3 

FUNDING THE PLAN 
  

	3.1	Funding Policy 

 The Plan
Sponsor shall fund the Plan in a manner consistent with the provisions of ERISA and such other laws and regulations as may be applicable, to the end that benefits payable under this Plan shall be funded on a lawful and sound basis. However, to the
extent permitted by governing law, the Plan Sponsor shall be free to determine the funding method of the Plan. 
  

	3.2	Contributions 

 The Plan
is an unfunded plan. Benefits under the Plan shall be paid solely from the general assets of the Plan Sponsor and other Participating Employers. No contributions shall be made by employees. 

ARTICLE 4 

PLAN ADMINISTRATION 
  

	4.1	Plan Administrator 

 The
Company is the Plan Administrator and a “named fiduciary” of the Plan for purposes of ERISA, and shall control and manage the operation and administration of the Plan. 

 

	4.2	Powers and Duties of the Plan Administrator 

 The Plan Administrator or its designee shall have the sole and exclusive discretionary authority to interpret the Plan and to make factual determinations regarding any and all matters arising hereunder,
including but not limited to, the right to determine eligibility for benefits, to construe the terms of the Plan, to remedy possible ambiguities, inconsistencies or omissions and to establish rules for the administration of the Plan and the
transaction of its business. The Plan Administrator shall exercise such others powers and perform such other duties as it, in its discretion, may deem necessary, desirable, advisable or proper for the supervision and administration of the Plan. Any
decision by the Plan Administrator shall be final and binding upon all parties. 

  
 4 

	4.3	Allocation and Delegation of Responsibility 

 The Plan Administrator shall have the authority to delegate to any person any fiduciary responsibility under the Plan. Any person may serve in more than one fiduciary capacity with respect to the Plan.
The Plan Administrator may also appoint and delegate to one or more individuals the power and duty to handle the non-fiduciary administrative functions of the Plan. The Plan Administrator may employ counsel and agents as well as such clerical and
accounting services as it may require in carrying out the provisions of the Plan or complying with the requirements of ERISA or other federal law. Any person or firm so employed may be a person or firm then, theretofore or thereafter serving the
Plan Sponsor or any Participating Employer in any capacity. 
  

	4.4	Reliance by Plan Sponsor 

To the extent permitted by law, the Plan Sponsor, the Plan Administrator and any person to whom the Plan Administrator may delegate any
duty or power in connection with administering the Plan and the officers and directors of the Plan Sponsor shall be entitled to rely conclusively upon, and shall be fully protected in any action taken or suffered by them in good faith in the
reliance upon, any benefit plan consultant, counsel, accountant, investment manager, other specialist or other person selected by the Plan Sponsor or the Plan Administrator, or in reliance upon any tables, valuations, certificates, opinions or
reports which shall be furnished by any of them. Further, to the extent permitted by law, neither the Plan Sponsor and the officers or directors thereof, nor the Plan Administrator and any person referred to in Section 4.3 shall be liable for
any neglect, omission or wrongdoing of any other person. 
  

	4.5	Indemnification 

 To the
extent not covered by insurance, or if there is a failure to provide full insurance coverage for any reason, the Plan Sponsor agrees to indemnify and hold all directors, officers and employees of the Plan Sponsor and of any Participating Employer
harmless against any and all claims and causes of action by or on behalf of any and all parties whomsoever, and all losses therefrom, including without limitation, costs of defense and attorneys’ fees, based upon or arising out of any act or
omission relating to, or in connection with the Plan, including the negligent act or omission to act on the part of such directors, officers and employees, other than losses resulting from such persons’ fraud or willful misconduct. 

 

	4.6	Claims Procedure 

The Committee shall have sole discretionary authority with regard to the adjudication of any claims made under the Plan. All claims
for benefits under the Plan shall be submitted in writing, shall be signed by the claimant and shall be considered filed on the date the claim is received by the Committee. In the event a claim is denied, in whole or in part, the claims procedures
set forth below shall be applicable. 
 Upon the filing of a claim as above provided and in the event the claim is denied, in
whole or in part, the Committee shall within ninety (90) days, (forty five (45) days for disability related claims,) provide the claimant with a written statement which shall be delivered or mailed to the claimant to his last known
address, which statement shall contain the following: 
  

	 	(a)	the specific reason or reasons for the denial of benefits; 

  

	 	(b)	a specific reference to the pertinent provisions of the Plan upon which the denial is based; 

 

	 	(c)	a description of any additional material or information necessary for the claimant to perfect his claim for benefits and an explanation of why such material and
information is necessary; and 

  
 5 

	 	(d)	an explanation of the review procedure provided below. 

 If special circumstances require additional time for processing the claim, the Committee shall advise the claimant prior to the end of the initial ninety (90) day or forty-five (45) day period,
setting forth the reasons for the delay and the approximate date the Committee expects to render its decision. Any such extension shall not exceed ninety (90) days, or thirty (30) days for disability related claims. 

Within ninety (90) days after receipt of the written notice of denial of a claim as provided above, a claimant or his authorized
representative may request a review of the denial upon written application to the Committee, may review pertinent documents and may submit issues and comments in writing to the Committee. Within sixty (60) days (or forty-five days in the case
of a disability related claim) after receipt of a written request for review, or within one hundred and twenty (120) days (or ninety days for disability related claims) in the event of special circumstances which require an extension of time
for processing such application for review, the Committee shall notify the claimant of its decision by delivery or by Certified or Registered Mail to his last known address. The decision of the Committee shall be in writing and shall include the
specific reasons for the decision and specific references to the pertinent provisions of the Plan on which such decision is based. The Committee shall advise the claimant prior to the end of the initial sixty (60) day or forty-five
(45) day period, as applicable, if additional time is needed to process such application for review. The decision of the Committee shall be final and conclusive. 
 ARTICLE 5 
 AMENDMENT AND TERMINATION 

 

	5.1	Amendment 

Notwithstanding any provision of any other communication, either oral or written, made by the Plan Sponsor, the Plan Administrator, a
Participating Employer or any other individual or entity, the Plan Sponsor reserves the right at any time and from time to time, including retroactively if deemed necessary or appropriate, to modify or amend, in whole or in part, any or all of the
provisions of the Plan. 
 The participation in the Plan of subsidiary or affiliated companies shall not limit the powers of the
Plan Sponsor to amend the Plan, and any amendment to the Plan adopted by the Plan Sponsor shall be binding upon all Participating Employers. 
  

	5.2	Termination 

Notwithstanding any provision of any other communication, either oral or written, made by the Plan Sponsor, the Plan Administrator, a
Participating Employer or any other individual or entity, the Plan Sponsor reserves the right to terminate the Plan at anytime. Any amendment or termination of the Plan shall be effective at such date as the Plan Sponsor shall determine. No
amendment or termination shall, except as required or permitted by law, affect benefits payable to Plan participants prior to the date of amendment or termination. 

  
 6 

 ARTICLE 6 
 GENERAL PROVISIONS 
  

	6.1	Action by the Plan Sponsor 

Any action required to be taken by the Plan Sponsor shall be by resolution of the board of directors of the Plan Sponsor, and any action
required to be taken by any Participating Employer shall be by resolution of its board of directors or other governing body, or by written instrument executed by persons or groups of persons empowered by its governing body to take such action.

  

	6.2	Recovery of Overpayments 

In the event that a Plan participant is erroneously paid a benefit to which he is not entitled under the Plan, the Plan Administrator
reserves the right to collect any such overpayment from the participant. 
  

	6.3	Data 

 Each person
entitled to benefits under the Plan must furnish to the Plan Administrator or its designee such documents, evidence or other information as the Plan Administrator or its designee deems necessary or desirable for the purpose of administering the Plan
or to protect the Plan. The Plan Administrator shall be entitled to rely on representations made by eligible employees with respect to personal facts unless it actually knows such representations are false. 

 

	6.4	Headings 

 The headings of
the Plan are inserted for convenience and reference only and shall have no effect upon the meaning of the provisions of the Plan. 
  

	6.5	Construction and Controlling Law 

 For
purposes of the Plan, the masculine shall include the feminine, the singular shall include the plural, and the plural shall include the singular, in all cases where such a construction would be appropriate. The Plan shall be construed, regulated and
administered in accordance with ERISA and the Code, and to the extent not preempted by federal law, in accordance with the laws of the State of North Carolina. Any dispute or claim arising out of this Plan which is not settled under the Plan’s
administrative claims procedure and which is pursued beyond such claims procedure, shall be brought in Federal District Court, in Mecklenburg County, North Carolina. 
  

	6.6	No Waiver or Estoppel 

 No
term, condition or provision of the Plan shall be deemed to have been waived, and there shall be no estoppels against the enforcement of any provision of the Plan, except by written instrument of the party charged with such waiver or estoppels. No
such written waiver shall be deemed a continuing waiver unless specifically stated therein, and each such waiver shall operate only as to the specific term or condition waived and shall not constitute a waiver of such term or condition for the
future or as to any act other than that specifically waived. 

  
 7 

	6.7	Severability 

 In case any
provision of the Plan is held to be illegal, invalid, or unenforceable for any reason, such illegal, invalid, or unenforceable provision shall not affect the remaining provisions of the Plan, but the Plan shall be construed and enforced as if such
illegal, invalid, or unenforceable provision had not been included herein. 
 IN WITNESS WHEREOF, the Plan Sponsor has caused a
duly authorized officer to execute this Plan, effective as of November 5, 2012. 
  

			
	ATTEST:	  	THE BABCOCK & WILCOX COMPANY
		
	 /s/ Benjamin H. Bash
	  	 /s/ E. James Ferland

	Corporate Secretary	  	 E. James Ferland
 President
and Chief Executive Officer

  
 8 

 APPENDIX A 
 Participating Employers 
 Effective as of November 5, 2012, the
following are the Participating Employers: 
  

	 	•	 	 Babcock & Wilcox Construction Co., Inc. 

  

	 	•	 	 Babcock & Wilcox mPower, Inc. 

  

	 	•	 	 Babcock & Wilcox Nuclear Energy, Inc. 

  

	 	•	 	 Babcock & Wilcox Nuclear Operations Group, Inc. 

 

	 	•	 	 Babcock & Wilcox Power Generation Group, Inc. 

 

	 	•	 	 Babcock & Wilcox Technical Services Group, Inc. 

 

	 	•	 	 Diamond Power International, Inc. 

  

	 	•	 	 Babcock & Wilcox Canada Ltd. 

  
 9

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