Document:

exv10w17

Exhibit 10.17

FUEL TECH, INC.

2011 APC Officer and GSM Commission Plan

1. OBJECTIVE; EFFECTIVE DATE

1.1. Objective. This 2011 Air Pollution Control (“APC”) Officer and GSM Commission Plan
(“Plan”) describes the terms upon which Fuel Tech, Inc. (“Fuel Tech”) will compensate its Senior
Vice President, APC Sales and its General Sales Manager, APC Sales for the sale of products and
services relating to its APC line of business for sales occurring in the United States and Canada.
The objective of this Plan is to increase the revenues and profitability of Fuel Tech by providing
compensation incentives to its Senior Vice President, APC Sales and its General Sales Manager, APC
Sales.

1.2. Effective Date. This Plan shall be effective as of January 1, 2011 and continue in
effect through December 31, 2011, subject to the terms hereof.

2. DEFINITIONS

“Commission” — means the commission paid to the Officer in accordance with this Plan.

“Eligible Employee” — means any Fuel Tech employee eligible for participation in the Employee
Commission Plan, as such plan may be amended in Fuel Tech’s sole discretion.

“Employee Commission Plan” — means the 2011 APC Employee Commission Plan, as such plan may be
amended in Fuel Tech’s sole discretion.

“GSM” — means Fuel Tech’s General Sales Manager, APC Sales.

“Officer” — means Fuel Tech’s Senior Vice President, APC Sales.

“Specified Percentage” — means the confidential percentage rate provided to the Officer and the
GSM together with this Plan.

3. COMMISSION

3.1 Commission. Fuel Tech shall pay to the Officer and the GSM a Commission equal to the
Specified Percentage of all commission payments by Fuel Tech to Eligible Employees under the
Employee Commission Plan; provided, however, that Fuel Tech shall be entitled to offset from such
payments an amount equal to the Specified Percentage of any and all offsets made to commission
payments to Eligible Employees under the Employee Commission Plan.

3.2 Payments. Following the end of each calendar quarter during which this Plan is in
effect, Fuel Tech will determine the aggregate amount of Commission due to the Officer or GSM based
upon Fuel Tech’s then-current internal accounting records in accordance with GAAP, and pay the
Officer or GSM the amount of such Commission from the prior calendar quarter within forty-five (45)
days, subject to any offsets.

 

 

4. ADDITIONAL TERMS

4.1 Dispute Resolution. Disagreements or disputes between Fuel Tech and the Officer
arising out of or relating to the interpretation of this Plan shall be submitted to the Chief
Executive Officer and Executive Vice President, Marketing & Sales for resolution. Such officers
shall decide the issue in their sole and absolute discretion. Any such decision shall be final and
binding. For the avoidance of doubt, it is understood that neither the Officer nor the GSM shall
not be entitled to participate in any other incentive plan or arrangement offered by Fuel Tech.

4.2 Modification, Amendment or Termination. This Plan is subject to modification,
amendment or termination at any time at the discretion of Fuel Tech. Fuel Tech shall provide the
Officer and GSM with written notice of any such modification, amendment or termination.

4.3 No Effect on Employment. This Plan is not intended to and does not in any way alter
the at-will nature of the Officer’s employment with Fuel Tech, nor does it constitute a guarantee
of employment for a specified period. Employment with Fuel Tech is at will, which means that
either the Officer or Fuel Tech may terminate the employment relationship at any time, with or
without cause or prior notice. This Plan does not create a contractual relationship or any
contractually enforceable rights between the Company or its wholly owned subsidiaries and the
employee.

4.4 Disclaimer. This Plan is only valid for the year 2011. There is no guarantee that in
2012 or in subsequent years a commission plan or similar plan shall be adopted, and, if adopted,
the terms, conditions and provisions of any such plan shall be determined in the sole and absolute
discretion of the Board of Directors of Fuel Tech.

2exv10w19

Exhibit 10.19

FUEL TECH, INC.

EMPLOYMENT AGREEMENT — GENERAL

Agreement made as of the 1st day of April, 2010 between Fuel Tech, Inc., a Delaware
Corporation (the “Company”) with its principal place of business at 27601 Bella Vista Parkway,
Warrenville, IL 60555, and Douglas G. Bailey of 30 Lyons Plains Road Westport CT 06880
(“Employee”).

In consideration of the Company’s employment of Employee and the compensation to be paid to the
Employee, the Company and the Employee agree, as follows:

	1.	 	Employment Status.

	 	(a)	 	Employment with the Company is contingent on Employee
signing this agreement. Employee shall also be entitled
to participate in such benefits as the Company provides
to its employees generally.

No statement in this Employment Agreement shall be construed to grant any Employee an employment
contract of fixed duration. Nothing contained in any provision of this Employment Agreement shall
be interpreted as altering the at-will employment relationship or as a limitation, either express
or implied, on the Company’s right to discipline or discharge an Employee. Either the Employee or
the Company may terminate the employment relationship at any time, for any reason, with or without
notice and with or without cause.

	 	(b)	 	Position. Employee is initially employed as President and
Chief Executive Officer, on an interim basis.
	 
	 	(c)	 	Base Salary, Sign-On Bonus. Employee shall initially have a
monthly base salary of $32,500, prorated from commencement
of employment and paid semi-monthly.
	 
	 	(d)	 	Executive Officer Incentive Plan. Employee shall be
entitled to participate in the Company’s 2010 Executive
Officer Incentive Plan (the “EOIP”) with an initial
Incentive Pool Participation Percentage (as that term is
defined in the EOIP) for the interim CEO/President of 37.5%
of the Incentive Pool (as that term is defined under the
EOIP) subject to the terms and conditions of the 2010 EOIP
as approved from time to time by the Compensation and
Nominating Committee of the Board of Directors of the
Company (“Committee”). For subsequent calendar years
following 2010, Employee shall participate in such
incentive plan, if any, as determined by the Company, in
its sole discretion. Employee acknowledges and agrees that
the Company is under no obligation to adopt an EOIP or any
other incentive plan for any such subsequent period, and
may withdraw or change the EOIP in any respect, including
the Employee’s Incentive Pool Participation Percentage
therein, or to otherwise substitute a different incentive
plan in lieu of the EOIP.
	 
	 	(e)	 	Vacation. 14 days of vacation from date of hire through
December 31, 2010, fully accrued as of Employee’s hire
date. Thereafter, commencing January 1, 2011, Employee
shall be entitled to 19 days of vacation per calendar year
accrued under the Company’s normal vacation policy.
	 
	 	(f)	 	Benefit Plans. Employee shall be entitled to participate in
the Company’s 401 (k) and Profit Sharing Plan and such
other benefit and health and welfare plans as are extended
by the Company to employees generally.
	 
	 	(g)	 	Salary Continuation/Change of Control. If Employee’s
employment is involuntarily terminated not for cause within
a year after an event of “Change of Control” as defined in
the Fuel Tech, Inc. Incentive Plan (“Plan”), Employee shall
be entitled to continuation of base salary and benefits for
up to the earlier of one year after such termination or
until Employee shall attain comparable employment with an
equivalent salary. “Benefits” for this purpose shall
include Medical and Dental coverage, 401 (k) participation
and other plans and programs in which the officers of the
Company generally are entitled to participate, and, with
respect to EOIP payouts, such amount for a prior year as is
earned but unpaid under the terms of that prior year plan
and, for a current year, such amount as the Compensation
and Nominating Committee of the Board of Directors of the
Company, or any

 

 

	 	 	 	successor company, shall approve. “Cause”
shall mean conviction of Employee under or a plea of guilty
by Employee to any state or Federal felony charge (or the
equivalent thereof outside the United States); any instance
of fraud, embezzlement, self-dealing, insider trading or
similar malfeasance with respect to the Company regardless
of amount; substance or alcohol abuse; or other conduct for
which dismissal has been identified in the Fuel Tech, Inc.
Employee Handbook, or any successor manual, or the
Company’s Code of Business Conduct and Ethics, all as from
time to time in effect, as a potential disciplinary
measure.

	2.	 	Best Efforts. The Employee while employed by the Company shall devote Employee’s best
efforts, and Employee’s time and attention to the interests of the Company as required by
the Company and shall faithfully perform all duties from time to time assigned to Employee
and shall conform to all of the Company’s requirements for proper business conduct
including, without limitation, the Company’s policies, procedures and guidelines set forth
in the Company’s Code of Business Ethics and Conduct, and the Company’s Employee Handbook
as well as all applicable national, state, and local laws, regulations, and ordinances. The
Company reserves the right, in its sole discretion, to change any such policies,
procedures, or guidelines, in whole or in part, at any time in the future, with or without
notice to Employee.
	 
	3.	 	Disclosure. Employee shall disclose promptly and completely to the Company in writing, and
shall respond to all inquiries made by the Company whether during or after employment
about, all inventions, programs, processes, software, data, formulae, trade secrets, ideas,
concepts, discoveries and developments (“Developments”), whether patentable or not, which
during employment the Employee may make, conceive, reduce to writing or other storage
media, or with respect to which Employee shall acquire the right to grant licenses or to
become licensed, either solely or jointly with others, which:

	 	(a)	 	Relates to any subject matter with which Employee’s work for
the Company may be concerned; or
	 
	 	(b)	 	Relates to or is concerned with the business, products or
projects of the Company or that of its customers; or
	 
	 	(c)	 	Involves the use of the Company’s time, material or facilities.

	 	 	Employee agrees that all such Developments are and shall remain the sole and
absolute property of the Company or its nominees, Employee will not withhold
Developments from the Company for the use or benefit of Employee or any other
person or entity after Employee’s employment terminates.
	 
	4.	 	Copyrights. Employee agrees that all writings, illustrations, models,
pictures, software, and other such materials and original works of authorship
created or produced by Employee during the term of his employment with the
Company and relating to his employment with the Company shall be work made for
hire under U.S. copyright laws and shall be at all times the sole and absolute
property of the Company or its nominees. To the extent that such works are not
works made for hire under the U.S. copyright laws, then Employee grants,
assigns, and transfers to the Company any and all rights (including but not
limited to copyrights) in and to all such works.
	 
	5.	 	Assignment. At all times during and after Employee’s employment with the
Company and at no expense to Employee, Employee shall execute and deliver such
assignments and other documents as may be reasonably requested by the Company
to obtain or uphold for the benefit of the Company, patents, trademarks, and
copyrights in any and all countries for Developments, whether or not Employee
is the inventor or creator thereof. The Company shall be the sole and absolute
owner of any resulting patents, trademarks, and copyrights for Developments.
	 
	6.	 	Development Exclusions. This Employment Agreement does not apply to a
Development or an original work of authorship that was developed entirely on
the Employees’ own time and that used no equipment or facility or trade secret
information of the Company and (a) that does not result from any work
performed by the Employee for the Company or (b) that does not relate to the
business of the Company.

 

 

	7.	 	Development Compensation. Employee shall receive no compensation for actions
required of the Employee under the requirements of Sections 3 and 4 and 5
above whether during or after termination of employment, provided, however,
that Employee shall be reimbursed by the Company for any of Employee’s
reasonable out of pocket expenses necessarily arising out of such actions and
such expenses are approved in advance by the Company.
	 
	8.	 	Confidentiality; Non-Use. At all times during and after Employee’s employment
by the Company, Employee shall hold in strictest confidence, and, without the
express prior written authorization of the officer of the Company to whom
Employee reports or of the Board of Directors of the Company, Employee shall
not disclose or transfer to any third party or use for Employee’s own benefit,
any Development or any secret or confidential Company information relating to
research or development programs, products or services, customer information,
customer lists, business processes, business plans, or sales or marketing
plans.
	 
	9.	 	Company Property. Employee shall carefully preserve the Company’s property and
not convert it to personal use. At the termination of Employee’s employment,
Employee shall return to the Company any and all Company property entrusted to
Employee, including without limiting the generality of the foregoing, all
notes, correspondence, books, laboratory logs, computer disks and tapes or
other data storage media, engineering records, drawings; and also any keys,
key cards, credit cards, telephone cards, computers, equipment and vehicles.
	 
	10.	 	Employee Disputes. Employee agrees that in any claim which he may bring
against the Company or which the Company may bring against the Employee, the
Employee now and will in the future agree and consent that, at the Company’s
sole election and in its absolute discretion, any such claim may be determined
in arbitration or, once initiated in any court by the Employee, may be removed
by the Company from that court to arbitration.
	 
	11.	 	Arbitration. Except as otherwise provided in this section, any controversy or
claim between Employee and the Company arising out of or relating to
Employee’s employment or termination of employment or any other dispute
between the parties, whether arising in tort, contract, or pursuant to a
statute, regulation, or ordinance now in existence or which may in the future
be enacted or recognized, will be settled and determined by a single
arbitrator whose award will be accepted as final and binding upon the parties.
The arbitration will be conducted within the district of the federal district
court with jurisdiction over Employee’s most recent place of employment with
the Company and in accordance with the American Arbitration Association
(“AAA”) Employment Arbitration Rules in effect at the time such arbitration is
properly initiated, except in the event of any conflict with applicable law or
the terms of this section, in which case applicable law will take precedence
under all circumstances and the terms of this Agreement will take precedence
over the AAA rules. The arbitrator will render a written decision to the
parties setting forth the rationale for any award. The costs of the
arbitration, including administrative fees and fees charged by the arbitrator,
will be allocated pursuant to the AAA rules or, in the absence of any rules
covering such costs, will be shared equally between the parties. Each party
will bear its or his own travel expenses and attorneys’ fees. A judgment may
be entered upon the arbitrator’s decision and the decision will be enforceable
by any court having jurisdiction thereof. In any situation in which emergency
injunctive relief may be necessary, either party may seek such relief from a
court until such time as the arbitrator is able to address the matter covered
by this section.
	 
	12.	 	Waiver of Jury Trial. In the event that either party files, and is allowed by
the courts to prosecute, a court action on a dispute between the Employee and
the Company, the plaintiff in such an action agrees not to request, and hereby
waives his, her, or its right to, a trial by jury.
	 
	13.	 	Law. This Employment Agreement and any disputes arising between the Company
and Employee shall be interpreted and governed by the law of the state of
Employee’s last place of employment with the Company, excluding its choice of
laws rules.
	 
	14.	 	Integration: No Oral Modifications. This written Employment Agreement is the
only employment agreement between the Company and the Employee and supersedes
all other writings or understandings

 

 

	 	 	related to Employee’s employment. This
Employment Agreement, including this provision, may not be modified by any
oral statements made by any person. This Employment Agreement, including this
provision, may be modified only by a written agreement signed both by the
Employee and by an authorized officer of the Company.
	 
	15.	 	Severability. Company and Employee agree that if any of the agreements,
covenants, restrictions and waivers by Employee in this Employment Agreement
is held invalid by a court of competent jurisdiction, such provisions shall be
stricken or modified by the Court and the remaining and modified provisions
shall remain in full force and effect.
	 
	16.	 	Condition Precedent. A condition precedent to the legal effectiveness of this
Employment Agreement is the prior approval by the Compensation and Nominating
Committee of the Company’s Board of Directors and the Board of Directors
itself that the Company enters into this Employment Agreement with Mr. D.G.
Bailey on the terms, conditions, and amounts set forth herein.

IN WITNESS WHEREOF, the parties have signed this Employment Agreement as of the day and year first
written above.

	 	 	 	 	 	 	 	 	 

	/s/ Douglas G. Bailey	 	 	 	/s/ Suzanne Clements	 	 
	 	 	 	 	 	 	 
	Douglas G. Bailey — Employee	 	 	 	Witness	 	 
	 
	 	 	 	 	 	 	 	 
	 

	 	 	 	 	 	Suzanne Clements
 

Name (Please print or type)
	 	 
	 
	 	 	 	 	 	 	 	 
	FUEL TECH, INC.	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 
	By:

	 	/s/ Albert G. Grigonis	 	 	 	 	 	 
	 

	 	 	 	 	 	 	 	 
	 

	 	Name: Albert G. Grigonis	 	 	 	 	 	 
	 

	 	Title: Vice President, and
Corporate Secretary

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