Document:

EX-10.1

 Exhibit 10.1 

February 24, 2014 
 Mr. Brian Clegg 

1500 Hornby Street, Suite 1306 
 Vancouver, BC V6Z 2R1 

Canada 
 Dear Brian: 

On behalf of Canadian Air-Crane Ltd. (“Canadian Air-Crane”), we are pleased to offer you the position of Vice President of Global Aerial Operations
located in our Delta (Vancouver) B.C. office. In this capacity, you will report directly to Udo Rieder, President and CEO. Note that this offer is contingent upon receiving satisfactory background verification and pre-employment drug screen. The
details of this offer are described below: 
  

	1.	Starting base salary of CDN $20,416.67 per month which is equivalent to CDN $245,000.00 annually. 

  

	2.	A targeted start date of no later than Monday, February 24, 2014. 

  

	3.	Unless terminated earlier as a result of your relocation, or for just cause, the term of your employment shall commence on February 26, 2014 (or earlier by mutual agreement) and shall expire on December 31,
2014. The term may be extended upon the mutual written agreement of both parties. 

  

	4.	Within 30 days of the effective date of a valid U.S. I-129 Petition For Nonimmigrant Worker authorizing your employment in the U.S. during the term of this agreement, your employment with Canadian Air-Crane will end and
you will be transferred to Erickson Air-Crane, Inc. (“Erickson”), our U.S. parent company located in Portland, Oregon U.S.A. Your base salary with Erickson in the U.S. will be USD $245,000.00. 

 

	5.	Erickson anticipates obtaining an approved I-129 Petition authorizing your employment in the U.S. effective October 1, 2014. 

  

	6.	You agree to relocate to the Portland area and commence employment with Erickson within 30 days of the effective date of a valid I-129 Petition authorizing your employment with Erickson in the U.S. 

 

	7.	You will be eligible to receive a hiring bonus of up to CDN $30,000.00 which shall be paid after thirty (30) days from the start of employment. In the event you are relocated to employment with Erickson in
Portland, you will receive a second hiring bonus of CDN $30,000.00 after thirty (30) days from the start of employment with Erickson. 

  

	8.	You will be eligible to participate in the Erickson annual Incentive Bonus Program with a targeted annual bonus equivalent to 40% of your annual base salary. The actual payout of the bonus is based on company and
individual performance against performance objectives as set by the company. Bonus payout may range up to 60% of base salary if performance reaches 150% against objectives. 

 

	9.	You will be eligible to participate in Erickson’s long-term incentive program at such time that you become an employee of Erickson. Traditionally the amount of long-term incentive has a value of approximately 40%
of base compensation and the range of vesting is one to five years depending on the grant. All grants are subject to approval of the Erickson Board of Directors. 

	10.	Your employment benefits are those provided to employees of Canadian Air-Crane, as described in Schedule “A” attached to this letter. Upon commencing employment in the U.S. with Erickson, you would be eligible
for its U.S. employee benefit programs. 

  

	11.	Canadian Air-Crane and/or Erickson will bear the costs associated with applying for a U.S. Work Authorization for you. Your assistance in providing information and data for the application will be needed. Should you
have employment in 2014 or 2015 with both Canadian Air-Crane and Erickson, Erickson will provide reimbursement for tax preparation needed in both countries. 

  

	12.	Included in an offer of employment with Erickson will be an offer of relocation assistance to the Portland area. Typical relocation benefits will include: a house-hunting trip of up to 5 days; moving costs for typical
household belongings up to 10,000 lbs. with up to 30 days storage; transportation costs from Vancouver B.C. to Portland Oregon; and temporary living expenses for up to 30 days. While some relocation expenses can be direct billed, others will be
reimbursed upon submitting documentation of payment. Please note that some elements of relocation assistance are taxable income under Federal and State laws. Payment of these taxes will be your responsibility. 

 

	13.	Your employment may be terminated by Canadian Air-Crane for just cause, with or without prior notice. 

 I would
be pleased to answer any questions you may have regarding this offer. I can be reached at (503) 706-2379. We look forward to your acceptance of our offer which is valid until February 21, 2014. We wish you success in your position
and look forward to your future contributions. 
  

	
	Very truly yours,
	
	Glenn Splieth
	Vice President of Global Human Resources
	Canadian Air-Crane Ltd.

  
  

 
 I accept the employment offer under the terms set
forth above: 
  

									
	Signature:	 	 /s/ Brian Clegg
	 		 	Date:	 	 February 26, 2014

		 	Brian Clegg	 		 		 	

 Schedule A 
  

	•	 	PROVINCIAL MEDICAL PLAN 

  

	•	 	EXTENDED HEALTH 

  

	•	 	DENTAL (100% Basic, 50% Major and 50% orthodontic) 

  

	•	 	LIFE INSURANCE – 2 times annual basic earnings to a non-evidence maximum of $150,000 (If an employee becomes eligible for coverage in excess of this maximum for extra life insurance and AD&D coverage, the
insurer requires that a Declaration of Health Form be completed before approving the increased benefit.) 

  

	•	 	WAGE INDEMNITY 

  

	•	 	LONG-TERM DISABILITY 

  

	•	 	AD&D 

  

	•	 	EMPLOYEE AND FAMILY ASSISTANCE PROGRAM 

  

	•	 	COMPANY GROUP RRSP – 2.5% of gross earnings 

  

	•	 	PAID VACATION – 5 weeks per year, pro-ratedEX-10.1

 Exhibit 10.1 

[Form of Amendment to the Change in Control Agreements signed by WhiteWave with each of Gregg L. Engles, Blaine E. McPeak and Thomas N. Zanetich] 

AMENDMENT TO 
 THE
WHITEWAVE FOODS COMPANY 
 CHANGE IN CONTROL AGREEMENT 

THIS AMENDMENT TO THE CHANGE IN CONTROL AGREEMENT (this “Amendment”) is entered into and effective as of March 11, 2014
(the “Effective Date”), by and between The WhiteWave Foods Company, a Delaware corporation (together with its subsidiaries, the “Company”), and Gregg L. Engles (the “Executive”). 

RECITALS 
 WHEREAS, the
Executive and the Company previously executed a Change in Control Agreement dated May 1, 2013 and effective as of May 23, 2013 (the “CIC Agreement”); and 

WHEREAS, the Company and the Executive desire to amend the CIC Agreement, as set forth in this Amendment, and agree that such amendment is
mutually beneficial to both parties. 
 AGREEMENTS 

NOW, THEREFORE, in consideration of the foregoing and of the Executive’s continued at-will employment with the Company, and other good
and valuable consideration, the receipt and sufficiency of which are hereby acknowledged, the Company and the Executive, each intending to be bound hereby, agree as follows: 

1. Capitalized Terms. Capitalized terms contained in this Amendment and not otherwise defined shall have the meaning ascribed to them in
the CIC Agreement. 
 2. Deletion of Section 2(b). As of the Effective Date, Section 2(b) of the CIC Agreement, set forth
below, is hereby deleted in its entirety: 
 (b) Voluntary Termination. If, at any time during the 30-day period (the
“Window Period”) beginning on the first anniversary of the Change in Control (e.g., if a Change in Control occurs January 31, 2014, the period beginning February 1, 2015 and ending March 2, 2015; if it occurs
February 18, 2014, the period beginning February 19, 2015 and ending March 20, 2015), the Executive terminates his or her employment with the Company for any reason, the Executive shall be entitled to receive the same payments and
benefits as set forth in Sections 2(a)(i) through 2(a)(v) hereof, at the time specified therein. For the avoidance of doubt, should the Executive voluntarily terminate employment other than for Good Reasons prior to the first anniversary of the
Change in Control, the Executive shall not have any right to receive any of the benefits or payments set forth in Section 2(a)(i) through Section 2(a)(v) hereof. The Executive may provide notice of a voluntary termination of employment
with effectiveness during the Window Period at any time prior to the end of the Window Period, including prior to the commencement of the Window Period. 

 In replacement of the above language, Section 2(b) of the CIC Agreement shall read, in its entirety,
“Intentionally Omitted.” All references to Section 2(b) within the CIC Agreement shall be deleted and not replaced. 
 3.
Binding Effect and Assignment. This Amendment shall be binding upon and inure to the benefit of the parties hereto, their respective successors and permitted assigns. 

4. Ratification of the CIC Agreement. All other terms and provisions of the CIC Agreement not expressly modified by this Amendment shall
remain in full force and effect and are hereby expressly ratified and confirmed. 
 5. Governing Law. The provisions of this Amendment
shall be construed in accordance of the laws of the State of Delaware, except to the extent preempted by ERISA or other federal laws, as applicable, without reference to the conflicts of laws provisions thereof. 

IN WITNESS WHEREOF, the Executive and the Company have executed this Amendment as of the date and year first above written. 

 

	
	The WhiteWave Foods Company
	
	 /s/ Thomas N. Zanetich
 Executive Vice
President, Human Resources

	
	/s/ Gregg L. Engles

  
 2EX-10.2

 Exhibit 10.2 

THE WHITEWAVE FOODS COMPANY - CORPORATE (“WWAV CORPORATE”) 

SENIOR LEADERSHIP & STAFF 

2014 SHORT-TERM INCENTIVE COMPENSATION PLAN 
  

			
	Purpose:	  	To (i) align employee variable cash compensation with the annual objectives of the company, (ii) motivate employees to create sustained shareholder value, and (iii) ensure retention of key employees by ensuring that cash
compensation remains competitive.
		
	Participants:	  	Employees of the corporate functions (“Corporate”) of The WhiteWave Foods Company (“WWAV” or the “Company”) who are in positions to influence and/or control results in their specific areas of
responsibility and/or the company. See “Eligibility.”
		
	Payout Criteria:	  	The criteria for payment to Participants under this Plan and the weighting of such criteria is based on individual target incentive percentages, performance against financial targets, and performance against individual objectives as
set forth below.

  

			
	 Participant Group
	  	 Components and Weightings *

	 Corporate Senior Leadership, including:
  

•   CEO
  

•   EVP & CFO
  

•   All other direct reports to the CEO (all direct reports to the CEO, the
“ELT”)
	  	 •   80% Financial Objectives, which is comprised of:

 
 •   60% = EPS of WWAV
(excluding the impact of the China joint venture)
  

•   20% = WWAV Net Sales
  

•   20% Individual Objectives

		
	 All Corporate staff not covered by another STI plan, including:
  

•   Direct reports of the ELT

 
 •   Participants below the
direct reports of the ELT
	  	 •   80% Financial Objectives, which is comprised of:

 
 •   60% = EPS of WWAV
(excluding the impact of the China joint venture)
  

•   20% = WWAV Net Sales
  

•   20% Individual Objectives

  

	*	The specific 2014 target for the Financial Objectives were approved by the Compensation Committee of WWAV’s Board of Directors and are contained in the minutes of the meeting at which the Plan was approved.

  

			
	Payout Scales:	  	The financial payout factor is 0% - 200%, based on actual performance against approved objectives, with threshold performance in excess of 90% of target (95% of target for net sales) required for payout. The individual objective
factor is 0% - 200% of actual performance against approved objectives. All awards earned under this plan will be paid in cash.

			
	 Objectives
 Performance

Payout Factor:
	  	Approved financial objectives and the range of performance for each objective for the Plan Year, along with the corresponding payout factor scale based on actual performance, will be included in the Administrative Guidelines for the
Plan. The Plan Year for the 2014 STI is the same as the fiscal year of WWAV. Each financial objective shall be computed on an adjusted basis, if applicable, as reported in the Company’s earnings press release for the full fiscal year.
		
	 Individual
 Objectives:
	  	Each Plan Participant maintains a 20% objective against the attainment of certain specified individual objectives as determined by the Participant’s manager and /or the Compensation Committee of the WWAV Board of Directors (the
“Compensation Committee”). Actual earned awards are based on the individual’s performance rating under the Performance Management Process and the determination of final percentage targets against which the 20% will apply.
		
	 Adjustment of
 Targets /

Actuals:
	  	 The following types of transactions will be excluded from the calculation of the Company’s actual financial results as measured against
the Financial Objectives, if the transaction is material and was not included in the Company’s 2014 annual operating plan: (i) business acquisitions, mergers, consolidations and investments in joint ventures consummated during 2014, and (ii)
the impact of any material capital transaction, including without limitation equity offerings or capital restructurings, completed during 2014; provided, however, that the Compensation Committee reserves the right, in its discretion, to include any
of such transactions to prevent undue and/or unintended impacts.
  
 Upon the
recommendation of the CEO, the Compensation Committee may (but has no obligation to) adjust the criteria, targets, actuals, or payout scale upon the occurrence of extraordinary events or circumstances or to prevent undue and/or unintended
impacts.

		
	 Determination
 of Individual

Target
 Incentive:
	  	Individual target incentives for specific positions are defined by grade level. The Company may make adjustments to an individual’s target incentive based on market conditions or business requirements, as necessary.
		
	Definitions:	  	 •   “Disability” is defined as permanent and total disability (within
the meaning of Section 22(e)(3) of the Internal Revenue Service Code (“Code”).
  

•   “Retirement” is defined as (i) age fifty-five (55), so long as the Participant has
completed at least ten (10) years of continuous service immediately prior to retirement, or (ii) age sixty-five (65).
  

•   “Actively Employed” means that the Participant’s employment must not have been
terminated prior to the identified date.

		
	Eligibility:	  	Eligibility is determined by salary grade in the Company, or as approved by the Executive Vice President, Human Resources, or his designate. Only regular, full time employees are eligible to participate.

  
 2 

			
		  	 Participants must be actively employed by the Company both on the last working day of the Plan Year and on March 1, 2015 in order
to receive an incentive award, except as otherwise provided by State law.
  
 A
Participant is disqualified from receiving any incentive award (financial and / or individual) under the Plan if: (1) the Participant receives a Significantly Below Target (or equivalent) performance rating for the Plan Year or (2) the
Participant is terminated for Cause, as defined below, at any point between the last working day of the Plan Year and the date the incentive award is paid, except as otherwise provided by State law.

 
 If a Participant dies, becomes disabled, or retires prior to the payment of awards, or if
a Participant’s job is eliminated and such job elimination makes the Participant eligible to receive benefits under a severance plan or policy of the Company, the Participant may receive a payout, at the time other incentive awards are paid,
based on actual time in the position and actual results of the Company. Eligibility and individual target amounts may be prorated.
  

A Participant’s year-end base salary will be used to calculate the incentive award, in the case of those individuals actively employed by the Company on
the last working day of the Plan Year. A Participant’s base salary at the time of death, disability, retirement, or job elimination will be used to calculate the pro-rated incentive award in those specific circumstances.

 
 All prorations of incentive awards will be calculated based on whole months of
participation. If an employee becomes eligible to participate in the Plan, transfers between Plans, changes target participation in the Plan, or becomes ineligible to participate in the Plan between the first day of the month and the 15th of the month, the incentive award will be calculated based on full month participation. If the eligibility change occurs between the 16th of the
month and the end of the month, the incentive award will be calculated beginning with the full calendar month following the change. Employees hired after December 15th of the Plan Year are
not eligible for any incentive award for that Plan Year.

  
 3 

			
	 “Cause”

Defined:
	  	For purposes of this Agreement, “Cause” means a Participant’s (i) willful failure to substantially perform a Participant’s duties; (ii) willful or serious misconduct that has caused, or could reasonably be
expected to result in, material injury to the business or reputation of the Company; (iii) conviction of, or entering a plea of guilty or nolo contendere to, a crime constituting a felony; (iv) breach of any written covenant or agreement with
the Company, any material written policy of the Company or any Company code of conduct or code of ethics, or (v) failure to cooperate with the Company in any internal investigation or administrative, regulatory or judicial proceeding.
		
	 Repayment
 Provision:
	  	The Participant in this Plan agrees and acknowledges that this Plan is subject to any policies that the Compensation Committee may adopt from time to time with respect to the repayment to the Company of any benefit received pursuant
to this Plan, including “clawback” or set-off policies.
		
	 Administration
 of the
Plan:
	  	The Compensation Committee shall have sole and complete authority and discretion to adopt, alter and repeal such administrative rules, guidelines and practices governing the operation of this Plan as it shall from time to time deem
advisable, and to interpret the terms and provisions of this Plan. The Committee’s decisions (including any failure to make decisions) shall be binding upon all Participants. The Compensation Committee may delegate to WWAV’s Chief
Executive Officer and/or Executive Vice President, Human Resources, the power and authority to administer awards under this Plan with respect to individuals who are not executive officers of WWAV, pursuant to such conditions and limitations as the
Compensation Committee may establish and consistent with applicable law.

  
 4

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