Document:

Exhibit

Margaret M. Pego                Human Resources
Senior Vice President-Human Resources         80 Park Plaza, T4, Newark, NJ 07102
and Chief Human Resources Officer        tel: 973-430-7243  fax: 973-242-5176
email: Margaret.Pego@pseg.com

EXHIBIT 10a(20)
                                    

June 21, 2017

David M. Daly
303 Main Street, Unit 330
Hempstead, NY 11550

Dear Dave:
I am pleased to offer you the position of President and Chief Operating Officer of Public Service Electric & Gas (“PSE&G”) and Chairman of the Board (“COB”) of PSEG Long Island, effective October 2, 2017.  In this position, you will be an employee of PSE&G.  You will be paid a base annual salary of $500,000. You shall be eligible for your next salary review in January 2019.  Salary reviews will be conducted annually thereafter.
You will continue to be eligible to participate in PSEG’s Senior Management Incentive Compensation Plan (“SMICP”) under the terms and conditions of the SMICP.  Your target incentive award for 2017 will be 75% of your base salary, however, you may be eligible to receive up to 150% of your base salary dependent upon business results. Targets and awards may be adjusted from time to time in accordance with established plan procedures.  There is no guarantee of payment under the SMICP, and any such payment will be contingent upon your establishment and successful completion of 2017 goals and objectives and your award, if earned, for 2017 will be payable in 2018. Any SMICP award for 2017 will be prorated based on your transfer date of October 2, 2017. For the period January 1 to October 1, 2017, the SMICP award will be based on your position as President   & COO, PSEG Long Island with an incentive target of 50%, and for the period of October 2 to December 31, 2017, it will be based on your position as President & COO, PSE&G and COB of PSEG Long Island with an incentive target for 75%.  

You will continue to be a participant in the PSEG 2004 Long-Term Incentive Plan as amended (“LTIP”).  In February 2018, it will be recommended to the Organization and Compensation Committee (“O&CC”) that you be granted a 2018 LTIP award of $750,000.  This grant will be in the form of 30% Restricted Stock Units (“RSUs”) and 70% Performance Share Units (“PSUs”).  In the future, the number and form of LTIP grants recommended in any given year will appropriately reflect your responsibilities and ability to contribute to the long-term success of PSEG and is subject to the approval of the O&CC of the Board.  All future grants under the LTIP will be subject to the terms of the LTIP and the related grant award agreements. 

You will continue to be eligible to participate in the PSEG Deferred Compensation Plan For Certain Employees (“Deferred Compensation Plan”), which will allow you to defer all or a portion of your base pay and/or any cash incentive you may receive in any given year.  In November, you will receive information regarding participation in the Deferred Compensation Plan for 2018.  
You will continue to be eligible to participate in the PSEG Equity Deferral Plan (“Deferred Equity Plan”), which will allow you to defer all or a portion of the receipt of shares under the LTIP.  In November, you will receive information regarding participation in the Deferred Equity Plan for 2018.

David M. Daly                        2                    6/21/2017

If, at the time you terminate from employment, you are determined to be a “specified employee” as defined in Section 409A of the Internal Revenue Code of 1986, as amended (“Section 409A”), your nonqualified deferred compensation payments will be delayed for six months following your termination of employment to the extent necessary to satisfy Section 409A.
You will continue to be a Schedule A participant in the Key Executive Severance Plan of Public Service Enterprise Group Incorporated, as amended from time to time.  
You will be eligible for an annual physical examination through the University of Pennsylvania.  
You will continue to be provided a parking space in the Company parking garage in Newark, NJ.  Additionally, you will be eligible for either a monthly vehicle stipend of $1,000 or use of a   PSE&G company vehicle. 
You will be required to own and retain a level of company stock commensurate with your   new position as outlined in the attached Officer Stock Ownership and Retention Policy.  
This position change is conditional upon satisfactory receipt of any necessary regulatory approvals, including but not limited to FERC approvals.
The purpose of this letter is to set forth the terms of your new position with the Company; it is not a contract of employment, nor does it guarantee your employment with the Company for any period of time.  Your employment with the Company is at-will, which means that either you or the Company is free to terminate the employment relationship at any time, for any reason, with or without cause. This letter shall not be construed, nor is it intended to be construed, as a binding contract of employment.
Additionally, enclosed is a booklet referencing the Responsibilities of Corporate Officers and Directors.  
Finally, you will be required to sign the enclosed Confidentiality, Non-Competition, and Non-Solicitation Agreement, and the enclosed Arbitration Agreement.

If the foregoing is in accordance with your understanding, please sign this letter and the enclosed Agreements, and return them to me.    
Sincerely,
                        

/s/ Margaret M. Pego
Margaret M. Pego
Senior Vice President - Human Resources
and Chief Human Resources Officer 

Agreed to this 26 day of June, 2017.

/s/ David M. Daly                

David M. Daly

David M. Daly                        3                    6/21/2017

Attachments:
		
	1.
	Officer Stock Ownership & Retention Policy

		
	2.
	Responsibilities of Corporate Officers and Directors 

		
	3.
	Confidentiality, Non-Competition and Non-Solicitation Agreement

		
	4.
	Arbitration Agreementa48settlementagreementda

                                                                         Exhibit 4.8             WITHOUT PREJUDICE AND SUBJECT TO CONTRACT                        SETTLEMENT AGREEMENT   BETWEEN    l.   Nomad  Foods Europe Ltd, 1 New Square, Bedfont Lakes,  Feltham,       Middlesex, TWl 4 SHA ['the Employer') and  2.    Mr Jason Ashton,                                     ('the        Employee').   INTRODUCTION    (A)  The Employee's employment with the Employer will terminate by mutual       agreement with effect from 31 st October 2018 (the 'Termination Date').  (B)   During the period from 301h September 2018 (the 'Garden Leave Date')       until the Termination Date the Employee shall be on garden leave and       period of garden leave shall be referred to as the "Garden leave Period"       in this agreement.  TERMS AGREED   1.    Ongoing employment        Between  now and the Termination Dote the  Employee will perform       services for the Employer within the finance function and continue to be       paid his salary and benefits in the usual way. This includes participation       in the Annual Bonus Plan at Work level 5.  2.    Compensation  2.1   The Employer shall without any admission of liability whatsoever pay to       the Employee the sum of £99,500 (ninety nine  thousand,  five hundred       pounds) in full and final settlement of all claims of the type referred to in       clauses  7  and  8  below ('the Settlement  Payment') within 21 days from       the date  of  this Agreement or the Termination Date whichever is  the                              Page 1 of 10  LON577810193v1Exhibit

Exhibit 10.17B
October 26, 2018

Mr. Bryant Lowery
[Address Omitted]

Dear Bryant,

I am very pleased to confirm our offer of employment with JBT Corporation, as Executive Vice- President, Chief Procurement Officer, reporting to me, with an expected start date of November 26th (the Effective Date). The elements of your compensation are itemized below, with more detailed descriptions following the summary:

	
		
	Annual Salary
	$390,000

	Target Cash Bonus
	50%

	Target Total Cash
	$585,000

	Annual Long Term Incentive
(equity)
	$250,000*

	Target Total Compensation
	$835,000

	Sign on Cash I (gross)
	$200,000, payable in March 2019

	Sign on Cash II (gross)
	$140,000, payable in March 2019

	Sign on Equity
	$170,000

	Change in Control Agreement and
Executive Severance Plan
	Attached

	Group Insurance - medical,
dental, life, disability, vision
	Attached

	401(k)
	3% non-elective contribution plus up to 3% match

	Deferred Compensation
	Attached

	Vacation
	Four weeks

	Financial/Tax Planning
	Up to $20,000 annually

	Parking
	Included

	Start Date
	November 26th

Your annual base salary will be $390,000, paid on a monthly basis.  You will be eligible for a pro rata
increase on JBT’s April 2019 merit increase date.

You will be eligible to participate in the JBT Management Incentive Plan (MIP). Your target payout will be 50% of your base salary. This cash incentive bonus is based on both business performance incentives (BPI) and Personal Performance Indicators (PPI). The BPI measures the Company’s actual financial performance on performance objectives established annually by the Compensation Committee of the Board and is weighted (75%). Payouts can range from 0.0 to 2.5 times target. The PPI measures your 

individual performance to objectives and is weighted (25%). Payouts can range from 0.0 to 2.0 times target. Payments paid under the MIP are paid no later than March 15th of the calendar year following the calendar year for which the bonus is earned. Your 2018 annual cash incentive will be $200,000 in order to offset expected cash forfeitures from your prior employer. This will be payable in March 2019. You would be required to pay this back to us should you voluntarily leave the company within one year of joining.

You will also be eligible to participate in the John Bean Technologies Corporation Long Term Incentive Plan (LTIP) which provides for periodic equity awards at the discretion of the Board of Directors. Equity awards are determined annually by the Compensation Committee of the Board of Directors. Your annual award in 2019 will have an *expected grant date value of $250,000. In 2018 these awards were 40% time based and 60% performance based Restricted Stock Units (RSU’s). The time based portion has a three plus year vesting period.  The performance based portion has a three year performance period. Both time based and performance shares vest on the first trading day in April following completion of the performance period.  Performance payouts can range from 0 to 200%. Financial performance objectives for the LTIP are also established annually by the Compensation Committee.

In order to offset expected stock forfeitures from your prior employer, JBT will also provide you a cash award in the gross amount of $140,000, payable in March 2019. You would be required to pay this back to us should you voluntarily leave the company within one year of joining.

In addition, I am also pleased to offer you a one-time RSU grant of $170,000 based upon the closing price of JBT common stock on the Effective Date. This RSU grant is time based and will vest on the third anniversary of the effective date or the first trading day thereafter. The award that will be granted pursuant to this letter is forfeited if you are not an employee at the time of vesting other than as a result of death or disability, at which point all outstanding and unvested RSU’s will vest in full.

As an executive officer you will be eligible to enter into the JBT Corporation’s Executive Severance Agreement (the “Change in Control Agreement”) that extends benefits in the event JBT undergoes a qualified change in control action.  The form of the Change of Control Agreement you will execute upon starting with JBT is attached as Exhibit A.

You will also be eligible to participate in the Executive Severance Pay Plan (the “Severance Plan”) which includes 15 months’ base salary, target bonus and compensation for costs associated with continuation of medical and dental benefits under COBRA, vacation pay, outplacement assistance, and other benefits in connection with an involuntary termination. The terms are set forth in the attached Exhibit B.

You are also eligible to participate in JBT Corporation’s comprehensive benefits package that includes medical, dental, life, disability and vision. See Exhibit C. JBT also offers a 401(k) plan, including a 3% company non-elective contribution and up to an additional 3% company match and a deferred compensation plan (Exhibit D).  You will be eligible for four weeks of vacation annually upon joining JBT.

For executive officers JBT provides up to $20,000 annually to be used for financial planning and/or tax assistance.  In addition, parking is available if you choose to drive to work.

You will be eligible for relocation benefits when you move to the Chicago area.  Relocation includes the cost to move your household goods and a miscellaneous expense allowance.

This offer of employment is contingent upon successfully passing a background check and drug screening test, your ability to provide proof of your right to work in the United States, and receipt of a signed JBT Corporation Confidential Information, Non-Competition and Inventions Agreement (Exhibit E). Nothing in this letter limits or alters the employment at-will relationship. This letter reflects the current version of various JBT plans and policies but as you know these may be modified or amended based upon future business needs.

JBT Corporation offers a challenging environment with many opportunities for growth and development. I believe that this opportunity will enable you to meet your career goals, as well as significantly contribute to JBT’s strategy and objectives. If you have any questions concerning this offer, please call me at [number omitted] or Jason Clayton at [number omitted].

Bryant, I look forward to having you join the JBT team.

[Signatures Omitted]

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