Document:

Murphy Employment Agreement

 Exhibit 10.13 

EMPLOYMENT AGREEMENT 
 EMPLOYMENT
AGREEMENT executed April 4, 2020 and effective as of the 15th day of January 2020, by and between AMERICAN OUTDOOR BRANDS CORPORATION, a Nevada corporation (“Employer”), and BRIAN D. MURPHY (“Employee”).

 WHEREAS, Employer desires to employ Employee as Co-President and
Co-Chief Executive Officer, and Employee desires to accept such employment, upon the terms and conditions contained herein. 

Employer plans to spin-off (the “Separation”) its outdoor products and accessories business to a company now
called American Outdoor Brands Spin Co. (“OP&A”) but whose name will be changed to American Outdoor Brands, Inc. in connection with the Separation. Employee will resign all positions with American Outdoor Brands Corporation and its
subsidiaries and will become the President and Chief Executive Officer of OP&A and serve in such capacity pursuant to the terms of this Agreement upon the Separation. 

NOW, THEREFORE, in consideration of the premises and of the mutual covenants set forth in this Agreement, the parties hereto agree as follows: 

1. Employment. 
 Employer hereby employs
Employee, and Employee hereby accepts such employment, as Co-President and Co-Chief Executive Officer of Employer and of such subsidiaries of Employer as Employer shall
designate and in such other capacities and for such other duties and services as shall from time to time be mutually agreed upon by Employer and Employee. Employee shall report to the Board of Directors of Employer. 

2. Full Time Occupation and Other Activities. 

Employee shall devote Employee’s entire business time, attention, and efforts to the performance of Employee’s duties under this Agreement; shall
serve Employer faithfully and diligently; and shall not engage in any other employment or other business activities while employed by Employer. The foregoing limitations shall not be construed as prohibiting Employee from serving as a director of
one or more companies provided that (a) such company does not compete, directly or indirectly, with Employer; (b) participation on the board of such company does not significantly interfere with the performance of Employee’s
responsibilities under this Agreement; (c) participation on the board of such company will not adversely affect the reputation of Employer; (d) such company shall maintain a policy of directors’ and officers’ liability insurance
covering Employee on such terms and conditions and at a level of coverage that the Board of Directors of Employer determines to be reasonable for a company of such size; and (e) such company shall enter into an agreement to indemnify Employee,
to the fullest extent permissible under applicable law, for expenses and damages in connection with claims against Employee in connection with service as a director of such company. In addition, the foregoing limitations shall not prohibit Employee
from participating in or having an interest in a company as long as it does not interfere with Employee’s duties under this Agreement. 

3. Compensation and other Benefits During Term of Employment. 

(a) Base Salary. Effective on January 15, 2020, Employer shall pay to Employee a base salary of $500,000 per annum to be paid in equal monthly
installments, or in such other periodic installments upon which Employer and Employee shall mutually agree. By action and in the sole discretion of the Board of Directors of Employer or a designated committee of the Board of Directors, the base
salary will be subject to annual review and may be increased based on performance of Employer and Employee. 
 (b) Bonus. Employee shall be eligible
to participate in executive compensation programs maintained by Employer for its executive personnel. Employee also shall be eligible to receive an annual bonus in such an amount, if any, determined by the Board of Directors of Employer or such
committee of the Board of Directors as may be designated by the Board of Directors based upon achievement of performance goals and any other such factors as may be deemed relevant by the Board of Directors or committee thereof, which bonus
opportunity shall not be less than 100% of base salary nor more than 200% of base salary beginning in fiscal 2021 and which bonus opportunity for fiscal 2020 shall be based on a salary of $500,000 per annum and be calculated on a pro rata basis for
the periods of fiscal 2020 prior to and after which Employee became the Co-President and Co-Chief Executive Officer. 

 (c) Stock-Based Compensation and Awards. Employee may receive annual and periodic stock-based
compensation awards, with the amount of such awards granted and the terms and conditions thereof to be determined from time to time by and in the sole discretion of the Board of Directors of Employer or a committee thereof. 

(d) Fringe Benefits. Employee shall receive a car allowance of $1,500 per month to the date of separation. Employee also shall be entitled to
participate in any group insurance, pension, retirement, vacation, expense reimbursement, relocation program, and other plans, programs, and benefits approved by the Board of Directors or a committee designated by the Board of Directors and made
available from time to time to executive employees of Employer generally during the term of Employee’s employment hereunder. The foregoing shall not obligate Employer to adopt or maintain any particular plan, program, or benefit. 

(e) Vacation. Employee shall be entitled to a paid vacation in accordance with the applicable policies of Employer in effect from time to time, but not
less than four weeks of paid vacation per annum. 
 (f) Reimbursement for Business Expenses. Employer shall reimburse Employee for all travel,
entertainment, and other ordinary and necessary business expenses incurred by Employee in connection with the business of Employer and Employee’s duties under this Agreement. The term “business expenses” shall not include any item not
deductible in whole or in part by Employer for federal income tax purposes. To obtain reimbursement, Employee shall submit to Employer receipts, bills, or sales slips for the expenses incurred. Reimbursements shall be made by Employer monthly within
10 days of presentation by Employee of evidence of the expenses incurred. 
 (g) Key Person Insurance. Employer (or a committee designated by the
Board of Directors) and Employee from time to time shall consider a mutually acceptable plan to reimburse Employee for the reasonable premiums (and taxes incident thereto) for a key person term-insurance policy on the life of Employee with such
beneficiaries as Employee shall select. 
 4. Term of Employment. 

(a) Employment Term. The term of this Agreement shall be for a period commencing as of January 15, 2020 and continuing until terminated pursuant to
Section 4(b) below. 
 (b) Termination Under Certain Circumstances. Notwithstanding anything to the contrary herein contained: 

(i) Death. Employee’s employment shall be automatically terminated, without notice, effective upon the date of Employee’s death. 

(ii) Disability. If Employee shall fail, for a period of more than 60 consecutive days, or for 90 days within any
180-day period, to perform any of Employee’s duties under this Agreement as the result of illness or other incapacity, Employer, at its option and upon written notice to Employee, may terminate
Employee’s employment effective on the date of that notice. 
 (iii) Unilateral Decision of Employer. Employer, at its option, upon written
notice to Employee, may terminate Employee’s employment effective on the date of that notice. 
 (iv) Unilateral Decision by Employee. Employee,
at Employee’s option and upon written notice to Employer, may terminate Employee’s employment effective on the date of that notice. 
 (v)
Certain Acts. If Employee engages in an act or acts involving a crime, moral turpitude, fraud, or dishonesty, or if Employee willfully violates in a material respect Employer’s Corporate Governance Guidelines, Code of Conduct, or Code of
Ethics for the CEO and Senior Financial Officers, including, without limitation, the provisions thereof relating to conflicts of interest or related party transactions, Employer, at its option and upon written notice to Employee, may terminate
Employee’s employment effective on the date of that notice, provided that Employer may not terminate employee pursuant to this provision for a violation of Employer’s guidelines or policies unless Employer has first delivered a written
demand to Employee that specifically identifies the violation and Employee has failed to cure the violation within 30 days after receiving such written notice. 

(vi) Change in Control. In the event of a “Change in Control” of Employer (as defined below), Employee, at Employee’s option and upon
written notice to Employer, may terminate Employee’s employment effective on the date of the notice (which shall not constitute a unilateral decision by Employee under Section 4(b)(iv) above) unless (A) the provisions of this
Agreement remain in full force and effect as to Employee and (B) Employee suffers no reduction in Employee’s status, duties, authority, or compensation following such Change in Control, provided that Employee will be considered to suffer a
reduction in Employee’s status, duties, authority, if, after the Change in Control, (1) Employee is not the chief executive 

  
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 officer of the company that succeeds to the business of Employer, (2) such company’s common stock
is not listed on a national stock exchange (such as the New York Stock Exchange, the Nasdaq National Market, or the American Stock Exchange), or (3) such company terminates Employee or reduces Employee’s status, duties, authority, or
compensation within one year of the Change in Control. 
 (c) Result of Termination. 

(i) Except as otherwise set forth in this Agreement, in the event of the termination of Employee’s employment pursuant to Sections 4(b)(i)
(“Death”), 4(b)(ii) (“Disability”), 4(b)(iv) (“Unilateral Decision by Employee”), or 4(b)(v) (“Certain Acts”) above, Employee shall receive no further compensation under this Agreement. 

(ii) In the event of the termination of Employee’s employment pursuant to Section 4(b)(iii) (“Unilateral Decision of Employer”) above,
Employee shall (A) for a period of 18 months after the effective date of the termination, continue to receive Employee’s base salary as provided in Section 3(a) above; (B) receive a pro rata portion of Employee’s annual cash
bonus for the fiscal year in which the termination occurs to the extent earned under the then applicable Executive Annual Cash Incentive Program, such amount to be calculated based on the amount that would have been paid for such full fiscal year in
the absence of the termination multiplied by the fraction, the numerator of which is the number of days in such fiscal year prior to the effective date of the termination and the denominator of which is 360 and such amount to be paid in accordance
with the provisions of such plan; (C) at Employer’s option, either (x) receive coverage under Employer’s medical plan to the extent provided for Employee pursuant to Section 3(d) above at the effective date of the
termination, such benefits to be received over the period of 18 months after the effective date of the termination, or (y) receive reimbursement for the COBRA premium for such coverage through the earlier of such
18-month period or the COBRA eligibility period; and (D) have vested a pro rata portion of stock-based awards scheduled to vest in the fiscal year of the termination in an amount equal to the amount of
such stock-based compensation vesting in such fiscal year multiplied by the fraction, the numerator of which is the number of days in such fiscal year prior to the effective date of the termination and the denominator of which is 360. 

(iii) In the event of the termination of Employee’s employment pursuant to Section 4(b)(vi) (“Change in Control”) above, Employee shall
(A) for a period of 18 months after the effective date of the termination, continue to receive Employee’s then base salary as provided in Section 3(a) above; (B) receive an amount equal to 150 percent of the average of
Employee’s cash bonus paid for each of the two fiscal years immediately preceding Employee’s termination, such amount to be paid and received over a period of 18 months after the effective date of the termination; (C) receive the car
allowance for a period of 18 months after the effective date of the termination; and (D) at Employer’s option either (x) receive coverage under Employer’s medical plan to the extent provided for Employee pursuant to
Section 3(d) above at the effective date of the termination, such benefits to be received over a period of 18 months after the effective date of the termination, or (y) receive reimbursement for the COBRA premium for such coverage through
the earlier of such 18-month period or the COBRA eligibility period. In addition, all unvested stock-based compensation held by Employee in his capacity as Employee on the effective date of the termination
shall vest as of the effective date of such termination. 
 (iv) In the event of the termination of Employee’s employment pursuant to Sections 4(b)(i)
(“Death”), 4(b)(ii) (“Disability”), 4(b)(iii) (“Unilateral Decision of Employer”), or 4(b)(vi) (“Change in Control”) above, Employee shall receive, for the fiscal year of the notice of termination, any earned
bonus, on a pro-rated basis, based on the performance goals actually achieved for the fiscal year of the notice of termination, as determined in the sole discretion of the Board of Directors of Employer or a
designated committee of the Board of Directors, at the time such bonuses are paid to other employees. 
 All payments by Employer to Employee hereunder are
subject to Employee executing Employer’s standard release of claims. Any payments made by Employer pursuant to this Section 4(c) shall be paid on a monthly basis beginning on the first payroll date following Employee’s Separation from
Service within the meaning of Section 409A of the Internal Revenue Code of 1986, as amended (“Section 409A”), and not in a lump sum and shall be treated as a series of separate payments for purposes of Section 409A. Employee
shall receive no additional compensation following any termination except as provided herein. In the event of any termination, Employee shall resign all positions (including positions on the Board of Directors) with Employer and its subsidiaries. If
Employee is a “specified employee” within the meaning of Section 409A, then payments shall not commence until six months following Employee’s separation from service to the extent necessary to avoid the imposition of the
additional 20% tax under Section 409A (and in the case of installment payments, the first payment shall include all installment payments required by this 

  
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subsection that otherwise would have been made during such six-month period). Upon the date such payment would otherwise commence, Employer shall
reimburse Employee for such payments, to the extent that such payments otherwise would have been paid by Employer had such payments commenced upon Employee’s termination of employment. Any remaining payments shall be provided by Employer in
accordance with the schedule and procedures specified herein. This Agreement is intended to satisfy the requirements of Section 409A with respect to amounts subject thereto, and shall be interpreted and construed consistent with such intent.
Except as provided otherwise herein, no reimbursement payable to Employee pursuant to any provisions of this Agreement or pursuant to any plan or arrangement of Employer shall be paid later than the last day of the calendar year following the
calendar year in which the related expense was incurred, and no such reimbursement during any calendar year shall affect the amounts eligible for reimbursement in any other calendar year, except, in each case, to the extent that the right to
reimbursement does not provide for a “deferral of compensation” within the meaning of Section 409A. 
 (d) Change in Control. The term
“Change in Control” of Employer shall mean a change in control of a nature that would be required to be reported in response to Item 6(e) of Schedule 14A of Regulation 14A promulgated under the Securities Exchange Act of 1934 as in effect
on the date of this Agreement or, if Item 6(e) is no longer in effect, any regulations issued by the Securities and Exchange Commission pursuant to the Securities Exchange Act of 1934 that serve similar purposes; provided that, without limitation,
such a Change in Control shall be deemed to have occurred if and when (i) any person (as such term is used in Sections 13(d) and 14(d)(2) of the Securities Exchange Act of 1934) becomes the “beneficial owner” (as defined in Rule 13d-3 under the Securities Exchange Act of 1934) directly or indirectly of equity securities of Employer representing 20 percent or more of the combined voting power of Employer’s then-outstanding equity
securities, except that this provision shall not apply to any person currently owning at least five percent or more of the combined voting power of Employer’s currently outstanding equity securities or to an acquisition of up to 20 percent
of the then-outstanding voting securities that has been approved by at least 75 percent of the members of the Board of Directors who are not affiliates or associates of such person; (ii) during the period of this Agreement, individuals
who, at the beginning of such period, constituted the Board of Directors of Employer (the “Original Directors”), cease for any reason to constitute at least a majority thereof unless the election or nomination for election of each new
director was approved (an “Approved Director”) by the vote of a Board of Directors constituted entirely of Original Directors and/or Approved Directors; (iii) a tender offer or exchange offer is made whereby the effect of such offer
is to take over and control Employer, and such offer is consummated for the equity securities of Employer representing 20 percent or more of the combined voting power of Employer’s then-outstanding voting securities; (iv) Employer is
merged, consolidated, or enters into a reorganization transaction with another person and, as the result of such merger, consolidation, or reorganization, less than 75 percent of the outstanding equity securities of the surviving or resulting
person shall then be owned in the aggregate by the former stockholders of Employer; or (v) Employer transfers substantially all of its assets to another person or entity that is not a wholly owned subsidiary of Employer. Sales of
Employer’s Common Stock beneficially owned or controlled by Employee shall not be considered in determining whether a Change in Control has occurred. 

5. Competition and Confidential Information. 
 (a)
Interests to be Protected. The parties acknowledge that Employee will perform essential services for Employer, its employees, and its stockholders during the term of Employee’s employment with Employer. Employee will be exposed to, have
access to, and work with, a considerable amount of Confidential Information (as defined below). The parties also expressly recognize and acknowledge that the personnel of Employer have been trained by, and are valuable to, Employer and that Employer
will incur substantial recruiting and training expenses if Employer must hire new personnel or retrain existing personnel to fill vacancies. The parties expressly recognize that it could seriously impair the goodwill and diminish the value of
Employer’s business should Employee compete with Employer in any manner whatsoever. The parties acknowledge that this covenant has an extended duration; however, they agree that this covenant is reasonable and it is necessary for the protection
of Employer, its stockholders, and employees. For these and other reasons, and the fact that there are many other employment opportunities available to Employee if his employment is terminated, the parties are in full and complete agreement that the
following restrictive covenants are fair and reasonable and are entered into freely, voluntarily, and knowingly. Furthermore, each party was given the opportunity to consult with independent legal counsel before entering into this Agreement. 

(b) Non-Competition. During the term of Employee’s employment with Employer and for the period of 18 months
after the termination of Employee’s employment with Employer, regardless of the reason therefor, Employee shall not (whether directly or indirectly, as owner, principal, agent, stockholder, director, officer, manager, employee, partner,
participant, or in any other capacity) engage or become financially interested in any competitive business conducted within the Restricted Territory (as defined below). As used herein, the term “competitive business” shall mean any
business that sells or provides or attempts to sell or provide products or services the same as or substantially similar to the products or services sold or provided by Employer during Employee’s employment hereunder, and the term
“Restricted Territory” shall mean any state or other geographical area in which Employer sells products or provides services during Employee’s employment hereunder. 

  
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 (c) Non-Solicitation of Employees. During the term of
Employee’s employment and for a period of 18 months after the termination of Employee’s employment with Employer, regardless of the reason therefor, Employee shall not directly or indirectly, for Employee, or on behalf of, or in
conjunction with, any other person, company, partnership, corporation, or governmental entity, solicit for employment, seek to hire, or hire any person or persons who is employed by or was employed by Employer within 12 months of the termination of
Employee’s employment for the purpose of having any such employee engage in services that are the same as or similar or related to the services that such employee provided for Employer. 

(d) Confidential Information. Employee shall maintain in strict secrecy all confidential or trade secret information relating to the business of
Employer (the “Confidential Information”) obtained by Employee in the course of Employee’s employment, and Employee shall not, unless first authorized in writing by Employer, disclose to, or use for Employee’s benefit or for the
benefit of, any person, firm, or entity at any time either during or subsequent to the term of Employee’s employment, any Confidential Information, except as required in the performance of Employee’s duties on behalf of Employer. For
purposes hereof, Confidential Information shall include without limitation any materials, trade secrets, knowledge, or information with respect to management, operational, or investment policies and practices of Employer; any business methods or
forms; any names or addresses of customers or data on customers or suppliers; and any business policies or other information relating to or dealing with the management, operational, or investment policies or practices of Employer. 

(e) Return of Books, Records, Papers, and Equipment. Upon the termination of Employee’s employment with Employer for any reason, Employee shall
deliver promptly to Employer all written and electronic files, lists, books, records, manuals, memoranda, drawings, and specifications; all cost, pricing, and other financial data; all other written or printed materials and computers, cell phones,
PDAs, and other equipment that are the property of Employer (and any copies of them); and all other materials that may contain Confidential Information relating to the business of Employer, which Employee may then have in Employee’s possession
or control, whether prepared by Employee or not. 
 (f) Disclosure of Information. Employee shall disclose promptly to Employer, or its nominee, any
and all ideas, designs, processes, and improvements of any kind relating to the business of Employer, whether patentable or not, conceived or made by Employee, either alone or jointly with others, during working hours or otherwise, during the entire
period of Employee’s employment with Employer or within six months thereafter. 
 (g) Assignment. Employee hereby assigns to Employer or its
nominee, the entire right, title, and interest in and to all inventions, discoveries, and improvements, whether patentable or not, that Employee may conceive or make during Employee’s employment with Employer, or within six months thereafter,
and which relate to the business of Employer. 
 (h) Equitable Relief. In the event a violation of any of the restrictions contained in this
Section is established, Employer shall be entitled to preliminary and permanent injunctive relief as well as damages and an equitable accounting of all earnings, profits, and other benefits arising from such violation, which right shall be
cumulative and in addition to any other rights or remedies to which Employer may be entitled. In the event of a violation of any provision of subsection (b), (c), (f), or (g) of this Section, the period for which those provisions would
remain in effect shall be extended for a period of time equal to that period beginning when such violation commenced and ending when the activities constituting such violation shall have been finally terminated in good faith. 

(i) Restrictions Separable. If the scope of any provision of this Agreement (whether in this Section 5 or otherwise) is found by a Court to be too
broad to permit enforcement to its full extent, then such provision shall be enforced to the maximum extent permitted by law. The parties agree that the scope of any provision of this Agreement may be modified by a judge in any proceeding to enforce
this Agreement, so that such provision can be enforced to the maximum extent permitted by law. Each and every restriction set forth in this Section 5 is independent and severable from the others, and no such restriction shall be rendered
unenforceable by virtue of the fact that, for any reason, any other or others of them may be unenforceable in whole or in part. 

  
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 6. Miscellaneous. 

(a) Notices. All notices, requests, demands, and other communications required or permitted under this Agreement shall be in writing and shall be deemed
to have been duly given, made, and received (i) if personally delivered, on the date of delivery, (ii) if by facsimile or e-mail transmission, upon receipt, (iii) if mailed, three days after
deposit in the United States mail, registered or certified, return receipt requested, postage prepaid, and addressed as provided below, or (iv) if by a courier delivery service providing overnight or
“next-day” delivery, on the next business day after deposit with such service addressed as follows: 

(1) If to Employer: 
 1800 North Route 2 

Columbia, Missouri 65202 
 Attention: Chairman of the Board 

with a copy given in the manner 
 prescribed above, to: 

Greenberg Traurig, LLP 
 2375 East Camelback Road—Suite 700

 Phoenix, Arizona 85016 
 Attention: Robert S. Kant, Esq. 

Phone: (602) 445-8302 

Facsimile: (602) 445-8100 

E-Mail: KantR@gtlaw.com 

(2) If to Employee: 
 1800 North Route 2 

Columbia, Missouri 65202 
 With a copy given in the manner
prescribed above, to 
 Charles F. Knapp 
 Faegre Drinker
Biddle & Reath LLP 
 2200 Wells Fargo Center 
 90
South Seventh Street 
 Minneapolis, Minnesota 55402-3901 

Phone: (612) 766-8107 
 E-Mail: chuck.knapp@faegredrinker.com 
 Either party may alter the address to which communications or copies are to be
sent by giving notice of such change of address in conformity with the provisions of this Section 6 for the giving of notice. 
 (b) Indulgences;
Waivers. Neither any failure nor any delay on the part of either party to exercise any right, remedy, power, or privilege under this Agreement shall operate as a waiver thereof, nor shall any single or partial exercise of any right, remedy,
power, or privilege preclude any other or further exercise of the same or of any other right, remedy, power, or privilege, nor shall any waiver of any right, remedy, power, or privilege with respect to any occurrence be construed as a waiver of such
right, remedy, power, or privilege with respect to any other occurrence. No waiver shall be binding unless executed in writing by the party making the waiver. 

(c) Controlling Law. This Agreement and all questions relating to its validity, interpretation, performance and enforcement, shall be governed by and
construed in accordance with the laws of the state of Massachusetts, notwithstanding any Massachusetts or other conflict-of-interest provisions to the contrary. 

(d) Binding Nature of Agreement; Authority. This Agreement shall be binding upon and inure to the benefit of the parties hereto and their respective
heirs, personal representatives, successors, and assigns, except that no party may assign or transfer such party’s rights or obligations under this Agreement without the prior written consent of the other party. Any decisions by Employer
hereunder shall be made by the Board of Directors of Employer or a committee designated by the Board of Directors. 
 (e) Execution in Counterpart.
This Agreement may be executed in any number of counterparts, each of which shall be deemed to be an original as against any party whose signature appears thereon, and all of which shall together constitute one and the same instrument. This
Agreement shall become binding when one or more counterparts hereof, individually or taken together, shall bear the signatures of the parties reflected hereon as the signatories. 

  
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 (f) Provisions Separable. The provisions of this Agreement are independent of and separable from each
other, and no provision shall be affected or rendered invalid or unenforceable by virtue of the fact that for any reason any other or others of them may be invalid or unenforceable in whole or in part. 

(g) Entire Agreement. Except as herein contained, this Agreement contains the entire understanding between the parties hereto with respect to the
subject matter hereof and supersedes all prior and contemporaneous agreements and understandings, inducements, and conditions, express or implied, oral or written. The express terms hereof control and supersede any course of performance and/or usage
of the trade inconsistent with any of the terms hereof. This Agreement may not be modified or amended other than by an agreement in writing. 
 (h)
Paragraph Headings. The paragraph headings in this Agreement are for convenience only; they form no part of this Agreement and shall not affect its interpretation. 

(i) Gender. Words used herein, regardless of the number and gender specifically used, shall be deemed and construed to include any other number,
singular or plural, and any other gender, masculine, feminine, or neuter, as the context requires. 
 (j) Number of Days. In computing the number of
days for purposes of this Agreement, all days shall be counted, including Saturdays, Sundays, and holidays; provided, however, that if the final day of any time period falls on a Saturday, Sunday, or holiday, then the final day shall be deemed to be
the next day that is not a Saturday, Sunday, or holiday. 
 7. Successors and Assigns. 

This Agreement shall inure to the benefit of and be binding upon the successors and assigns of the parties hereto including OP&A; provided that because the
obligations of Employee hereunder involve the performance of personal services, such obligations shall not be delegated by Employee. For purposes of this Agreement successors and assigns shall include, but not be limited to, any individual,
corporation, trust, partnership, or other entity that acquires a majority of the stock or assets of Employer by sale, merger, consolidation, liquidation, or other form of transfer. Employer will require any successor (whether direct or indirect, by
purchase, merger, consolidation, or otherwise) to all or substantially all of the business and/or assets of Employer to expressly assume and agree to perform this Agreement in the same manner and to the same extent that Employer would be required to
perform it if no such succession had taken place. Without limiting the foregoing, Employer shall mean American Outdoor Brands Corporation prior to the Separation and OP&A after the Separation; Board of Directors shall mean the Board of Directors
of American Outdoor Brands Corporation prior to the Separation and the Board of Directors of OP&A after the Separation; OP&A will be deemed to have been assigned this Agreement effective on the Separation; and the term “Employer”
includes all subsidiaries of Employer. 
 IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first above written. 

 

			
	AMERICAN OUTDOOR BRANDS CORPORATION
		
	By:	 	 /s/ John Furman

		 	John Furman
		 	Chairman Compensation Committee
	
	 /s/ Brian D. Murphy

	Brian D. Murphy

 [Signature Page to Employment Agreement – Brian D. Murphy]Executive Severance Pay Plan

 Exhibit 10.14 

AMERICAN OUTDOOR BRANDS, INC. 

EXECUTIVE SEVERANCE PAY PLAN 

American Outdoor Brands, Inc. (the “Company”) hereby establishes the American Outdoor Brands, Inc. Executive Severance Pay Plan (the
“Plan”), effective August 24, 2020, for the benefit of the Participating Employees as defined herein. 
 The Plan is designed
to serve as a vehicle for the Company to provide severance pay and certain benefits to a select group of employees designated by the Administrator who (i) are terminated from employment without Good Cause, (ii) resign for Good Reason,
(iii) are terminated from employment without Good Cause under certain circumstances incident to a Change in Control or (iv) resign following an Adverse Change in Control Effect. The legal rights and obligations of any Participating
Employee shall be determined solely by the provisions of the Plan, as interpreted by the Administrator in the exercise of its sole and absolute discretion. 

The Administrator has the sole discretion to determine whether an employee shall be a Participating Employee under the Plan. Nothing in the
Plan shall be construed to give any employee any right to continue in the employment of the Company or an Applicable Subsidiary. The Plan is unfunded, has no trustee, and is administered by the Administrator. The Plan is intended to be (i) an
employee welfare benefit plan within the meaning of Section 3(1) of the Employee Retirement Income Security Act of 1974, as amended (“ERISA”), and (ii) a “top hat” plan within the meaning of Sections 201(2), 301(a)(3)
and 401(a)(1) of ERISA. The Plan is further intended to qualify as a “separation pay plan” under Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”), and the regulations promulgated thereunder and
shall be maintained, interpreted, and administered accordingly. 
 The Plan supersedes all prior severance pay plans and practices, whether
formal or informal, written or unwritten, of the Company and its Applicable Subsidiaries with respect to Participating Employees. 
  

	1.	 GENERAL INFORMATION 

Plan Name: American Outdoor Brands, Inc. Executive Severance Pay Plan 
  

			
	Plan Sponsor:	  	American Outdoor Brands, Inc.
		  	1800 North Route Z
		  	Columbia, MO 65202
		  	(800) 338-9585

 Employer Identification Number: 84-4630928 

Type of Plan: Welfare Benefit – Severance Pay Top Hat Plan 

Administrator: The Board of Directors of American Outdoor Brands, Inc. or, if the Board of Directors determines, a committee of the Board of Directors
of the Company, in each case with respect to all or certain specified provisions of the Plan 
 Agent for Service of Legal Process: The General
Counsel of the Company 
 Sources of Contributions: The Plan is unfunded, and all benefits are paid from the general assets of the Company and its
Applicable Subsidiaries. 

 Type of Administration: The Plan is administered by the Administrator, with benefits provided in
accordance with the provisions of this Plan document, which also constitutes the “Summary Plan Description.” 
 Plan Year: The Plan’s
fiscal records are kept on a calendar year basis ending December 31. 
  

	2.	 DEFINITIONS 

(1) “Adverse Change in Control Effect” means, during a Potential Change in Control Protection Period or Change in Control
Protection Period, without the Participating Employee’s written consent, (i) any material reduction in the Participating Employee’s annual base compensation or target bonus percentage opportunity, (ii) any material adverse change
in a Participating Employee’s positions, titles, duties, responsibilities, or reporting relationships compared to the Participating Employee’s positions, titles, duties, responsibilities, or reporting relationships immediately prior to a
Potential Change in Control (if such diminution occurs during the Potential Change in Control Protection Period) or Change in Control (if such diminution occurs during the Change in Control Protection Period) or (iii) a relocation of the
Participating Employee’s principal place of business more than 50 miles from the facility in which the Participating Employee was last providing services. 

(2) “Affiliate” means (a) any entity that, directly or indirectly, is controlled by, controls or is under common control
with the Company and (b) any entity in which the Company has a significant equity interest, in either case as determined by the Administrator. 

(3) “Applicable Subsidiary” means the subsidiary of the Company that is the employer of the Participating Employee on the
effective date of the Participating Employee’s termination or resignation. 
 (4) “Change in Control” means the
occurrence of any of the following events: 
 (i) during any period of 24 consecutive calendar months, individuals who were
directors of the Company on the first day of such period (the “Incumbent Directors”) cease for any reason to constitute a majority of the Board; provided, however, that any individual becoming a director subsequent to
the first day of such period whose election, or nomination for election, by the Company’s stockholders was approved by a vote of at least a majority of the Incumbent Directors shall be deemed to be an Incumbent Director, but excluding, for
purposes of this proviso, any such individual whose initial assumption of office occurs as a result of an actual or threatened proxy contest with respect to election or removal of directors or other actual or threatened solicitation of proxies or
consents by or on behalf of a “person” (as used in Section 13(d) of the Exchange Act) (a “Person”); 

(ii) the consummation of a merger or similar form of corporate transaction involving (x) the Company or (y) any of
its Subsidiaries (but in the case of this clause (y) only if Company Voting Securities (as defined below) are issued or issuable) or the sale or other disposition of all or substantially all the assets of the Company to an entity that is not an
Affiliate (each of the foregoing events being hereinafter referred to as a “Reorganization”), in each case, unless, immediately following such Reorganization, all or substantially all the Persons who were the “beneficial
owners” (as used in Rule 13d-3 under the Exchange Act (or any successor rule thereto)) of the securities eligible to vote for the election of the Board (“Company Voting Securities”)
outstanding immediately prior to the consummation of such Reorganization continue to beneficially own, directly or indirectly, as a result of beneficially owning such Company Voting Securities, more than 50% of the combined voting power of the then
outstanding voting securities of the corporation or other entity resulting from such Reorganization in substantially the same proportions as their ownership, immediately prior to the consummation of such Reorganization, of the outstanding Company
Voting Securities; or 

  
 2 

 (iii) any Person or “group” (as used in Section 13(d) of the
Exchange Act) becomes the beneficial owner, directly or indirectly, of securities of the Company representing 30% or more of the combined voting power of the Company Voting Securities; provided, however, that for purposes of this
subparagraph (iii), any acquisition pursuant to a Reorganization that does not constitute a Change in Control for purposes of subparagraph (ii) above shall not be a Change in Control. 

(5) “Change in Control Protection Period” means the period commencing on the date a Change in Control occurs and ending on the
first anniversary of such date. 
 (6) “COBRA” means the continuation coverage requirements for “group health
plans” under Title X of the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended, and as codified in Code Section 4980B and ERISA Sections 601 through 608, each as amended from time to time, including rules thereunder and
successor provisions and rules thereto. 
 (7) “Days” means calendar days, including weekends and holidays, unless specified
as “business days.” 
 (8) “Good Cause” means the Participating Employee engaging in an act or acts involving a
crime, moral turpitude, fraud, or dishonesty; the Participating Employee willfully taking any action that may be materially injurious to the business or reputation of the Company and its Applicable Subsidiaries; or the Participating Employee
willfully violating in a material respect the Company’s Corporate Governance Guidelines, Code of Conduct and Ethics, or any other applicable code of conduct, all as may be amended from time to time, including, without limitation, provisions
thereof relating to conflicts of interest or related party transactions. 
 (9) “Good Reason” means the uncured occurrence
of any of the following events without the Participating Employee’s written consent (i) the Company or Applicable Subsidiary in any material respect reduces the Participating Employee’s duties, authority, or base compensation or
(ii) the Participating Employee is required to relocate the Participating Employee’s principal place of business more than 50 miles from the facility in which the Participating Employee was last providing services. 

(10) “Participating Employee” means (i) such persons who are appointed by the Board of Directors of the Company as
Executive officers of the Company and are not covered by a separate employment agreement, severance agreement, change in control agreement, or similar agreement covering such executive officer’s severance and (ii) such other persons, if
any, who shall be designated by the Administrator as Participating Employees under the Plan. 
 (11) “Potential Change in
Control” means (i) the Company enters into an agreement, the consummation of which would result in the occurrence of a Change in Control, (ii) the Company or any person publicly announces an intention to take or to consider taking
actions which, if consummated, would constitute a Change in Control or (iii) the Board of Directors of the Company adopts a resolution to the effect that, for purposes of this Plan, a Potential Change in Control has occurred. 

(12) “Potential Change in Control Protection Period” means the period beginning upon the occurrence of a Potential Change in
Control and ending upon the earliest to occur of (i) the consummation of the Change in Control or (ii) the abandonment of the transaction or series of transactions that constitute a Potential Change in Control (as determined by the
Administrator in its sole discretion). 

  
 3 

 (13) “Release” means a Separation and General Release Agreement in a form
acceptable to the Company, which must in all events be executed without modification and in its entirety, and without timely revocation, as set forth below; provided, however, that the form of the Release applicable following a Change
in Control shall be established by the Administrator immediately prior to the Change in Control and such form may not thereafter be modified. 
  

	3.	 ELIGIBILITY 

The Participating Employees are those persons designated by the Administrator from time to time. The Participating Employee shall be entitled
to the severance benefits described in the Plan only if the Participating Employee (i) is terminated from employment without Good Cause, (ii) resigns for Good Reason, (iii) is terminated from employment without Good Cause under
certain circumstances incident to a Change in Control or (iv) resigns following an Adverse Change in Control Effect, but only to the extent such Participating Employee (x) resigns from all offices and positions with the Company and any
Applicable Subsidiary that the Participating Employee holds as of termination of employment, (y) returns to the Company all property of the Company or any Applicable Subsidiary that has come into the Participating Employee’s possession and
(z) is employed on a full time basis and not on a leave of absence on the date of the Participating Employee’s termination or resignation unless otherwise approved by the Company in writing or required by applicable law. In addition, the
Company’s obligations under the Plan are contingent upon the Participating Employee executing (and not revoking during any applicable revocation period) or violating any provision of a valid and enforceable full and unconditional Release of any
claims the Participating Employee may have against the Company or any of its Affiliates, whether known or unknown, as of the effective date of the Participating Employee’s termination. The Company shall present the Release to the Participating
Employee within 10 Days of the date that the Participating Employee or the Company (or Applicable Subsidiary) receives a notice of termination from the other party (or within 10 Days of the date the Participating Employee is terminated by the
Company or Applicable Subsidiary without notice), and the Participating Employee shall have up to 45 Days following the Participating Employee’s receipt of the Release to consider whether to execute the Release. In the event the Participating
Employee executes the Release, the Participating Employee shall have an additional eight Days from the date of its execution in which to expressly revoke execution of the Release in writing. 

Without limiting the foregoing, a Participating Employee may resign for Good Reason or following an Adverse Change in Control Effect only if
the Company or an Applicable Subsidiary does not cure the circumstances giving rise to the Good Reason or the Adverse Change in Control Effect within 60 Days from the date the Participating Employee delivers a written notice describing the
circumstances giving rise to the Good Reason or the Adverse Change in Control Effect. Such notice must be received by the Company (or Applicable Subsidiary) or its successor within 30 Days of the date on which the Participating Employee becomes
aware of the occurrence of such condition. 
 In the event that the Participating Employee (i) fails to execute the Release within the
45 Day period described above or (ii) formally revokes execution of the Release within eight Days of execution of the Release, the Participating Employee’s entitlement to Plan benefits shall be null and void and, to the extent that the
Participating Employee has received any payments or benefits or the proceeds of any benefits received under the Plan (A) prior to the Participating Employee’s failure to execute the Release within the 45 Day period or (B) prior to
revocation, the Participating Employee shall immediately reimburse the Company for any and all such payments or benefits or the proceeds 

  
 4 

 
of any benefits received, including reimbursement of any gains realized on the exercise of any stock options, and/or the proceeds of any other equity-based awards, if any, that vested as of the
effective date of the Participating Employee’s termination pursuant to the Plan, and the Company shall immediately cancel all unexercised stock options and other equity-based awards, if any, that vested as of the effective date of the
Participating Employee’s termination pursuant to the Plan. In addition, the Company’s obligations and all payments under the Plan shall cease if the Participating Employee makes any written or oral statement or takes any action that the
Participating Employee knows or reasonably should know constitutes an untrue, disparaging, or negative comment to a third-person concerning the Company or its Affiliates. 
  

	4.	 RESULT OF TERMINATION WITHOUT GOOD CAUSE OR RESIGNATION FOR GOOD REASON 

In the event that the Company or an Applicable Subsidiary terminates a Participating Employee without Good Cause (other than due to death or
disability) or a Participating Employee resigns for Good Reason, the Participating Employee shall be eligible to receive the following from the Company or the Applicable Subsidiary: 

(a) The Participating Employee’s base salary for a period of the greater of (i) 26 weeks or (ii) the period designated for the
Participating Employee by the Administrator, in each case following the effective date of such termination or resignation; 
 (b) At the same
time as cash incentive bonuses are received by the Company’s or the Applicable Subsidiary’s other executives, a pro rata portion of the Participating Employee’s annual cash bonus for the fiscal year in which the termination occurs to
the extent earned under the then applicable Executive Annual Cash Incentive Program in which the Participating Employee participates, such amount to be calculated based on the amount that would have been paid for such fiscal year in the absence of
the termination multiplied by the fraction, the numerator of which is the number of days in such fiscal year prior to the effective date of the termination and the denominator of which is 360 and such amount to be paid in accordance with the
provisions of such plan; and 
 (c) In the event the Participating Employee elects continuation coverage pursuant to COBRA for the
Participating Employee and his or her eligible dependents under the group health or other welfare insurance plans maintained by the Company, the Company shall reimburse the Participating Employee for the cost of such coverage during the period in
clause (a) above as and when premiums are due. 
 The amounts the Participating Employee is eligible to receive under (a) above shall be received
in accordance with the Company’s or the Applicable Subsidiary’s regular payroll schedule commencing on the first such payment date coincident with or following the Participating Employee’s “separation from service” from the
Company within the meaning of Section 409A of the Code, and shall be treated as a series of separate payments under Treasury Regulation Section 1.409A-2(b)(2)(iii). The amounts the Participating
Employee is eligible to receive under (b) above, if any, shall be paid no later than March 15 of the calendar year following the year to which the bonus applies and would otherwise be earned. 

  
 5 

	5.	 RESULT OF A TERMINATION WITHOUT GOOD CAUSE DURING POTENTIAL CHANGE IN CONTROL PROTECTION PERIOD OR CHANGE IN
CONTROL PROTECTION PERIOD OR RESIGNATION UPON ADVERSE CHANGE IN CONTROL EFFECT 

 In the event that (i) during a
Potential Change in Control Protection Period or Change in Control Protection Period, the Company or an Applicable Subsidiary terminates a Participating Employee without Good Cause (other than due to death or disability) or (ii) a Participating
Employee resigns following an Adverse Change in Control Effect, the Participating Employee shall be eligible to receive the following from the Company or the Applicable Subsidiary: 

(a) The Participating Employee’s base salary for a period of the greater of (i) 52 weeks or (ii) the period designated for the
Participating Employee by the Administrator, in each case following the effective date of such termination or resignation; 
 (b) A lump sum
equal to the average of the Participating Employee’s cash bonus paid for each of the two fiscal years immediately preceding the Participating Employee’s termination or resignation; 

(c) All unvested equity-based compensation held by the Participating Employee at the time of termination or resignation that was granted to the
Participating Employee after the effective date of this Plan in his or her capacity as an employee of the Company or an Applicable Subsidiary shall vest as of the effective date of the termination or resignation; provided, however,
that this paragraph (c) shall not apply to any equity-based compensation award, the terms of which state that it is not subject to acceleration under this Plan; and 

(d) In the event the Participating Employee elects continuation coverage pursuant to COBRA for the Participating Employee and his or her
eligible dependents under the group health or other welfare insurance plans maintained by the Company, the Company shall reimburse the Participating Employee for the cost of such coverage during the period in clause (a) above as and when
premiums are due. 
 The amounts the Participating Employee is eligible to receive under (a) above shall be received by the Participating Employee in
accordance with the Company’s or the Applicable Subsidiary’s regular payroll schedule commencing on the first such payment date coincident with or following the Participating Employee’s “separation from service” from the
Company within the meaning of Section 409A of the Code and shall be treated as a series of separate payments under Treasury Regulations Section 1.409A-2(b)(2)(iii). The amount the Participating
Employee is eligible to receive under (b) above, if any, shall be paid promptly, but no more than 30 Days, following the Participating Employee’s termination or resignation. 

 

	6.	 COMPLIANCE WITH AGREEMENTS 

All benefits under the Plan are contingent on the Participating Employee’s full compliance with any and all
non-competition, non-solicitation, and similar agreements by which Participating Employee was bound on the effective date of the Participating Employee’s
termination or resignation. 

  
 6 

	7.	 NON-COMPETITION 

During the term of Participating Employee’s employment with Employer and for the period equal to the longer of six months after the
termination of Employer’s employment with Employer regardless of the reason therefore, or the period during which Participating Employee receives cash severance pursuant to this Agreement, Participating Employee shall not (whether directly or
indirectly, as owner, principal, agent, stockholder, director, officer, manager, employee, partner, participant, or in any other capacity) engage or become financially interested in any competitive business conducted within the Restricted Territory
(as defined below). As used herein, the term “competitive business” shall mean any business that sells or provides or attempts to sell or provide products or services the same as or substantially similar to the products or services sold or
provided by Employer during Participating Employee’s employment, and the term “Restricted Territory” shall mean any state or other geographical area in which Employer sells produces or provides services during Participating
Employee’s employment.  
  

	8.	 NON-SOLICITATION OF PARTICIPATING EMPLOYEE 

For a period of 12 months after the termination of Participating Employee’s employment with Employer, regardless of the reason therefor,
Participating Employee shall not directly or indirectly, for Participating Employee, or on behalf of, or in conjunction with, any other person, company, partnership, corporation, or governmental entity, solicit for employment, seek to hire, or hire
any person or persons who is employed by or was employed by Employer within 12 months of the termination of Participating Employee’s employment for the purpose of having any such employee engage in services that are the same as or similar or
related to the services that such employee provided for Employer. 
  

	9.	 CONFIDENTIAL INFORMATION 

Participating Employee shall maintain in strict secrecy all confidential or trade secret information relating to the business of Employer (the
“Confidential Information”) obtained by Participating Employee in the course of Participating Employee’s employment, and Participating Employee shall not, unless first authorized in writing by Employer, disclose to, or use for
Participating Employee’s benefit or for the benefit of, any person, firm, or entity at any time either during or subsequent to the term of Participating Employee’s employment, any Confidential Information, except as required in the
performance of Participating Employee’s duties on behalf of Employer. For purposes hereof, Confidential Information shall include without limitation any materials, trade secrets, knowledge, or information with respect to management,
operational, or investment policies and practices of Employer; any business methods or forms; any names or addresses of customers or data on customers or supplies; and any business policies or other information relating to or dealing with the
management, operational, or investment policies or practices of Employer. 
  

	10.	 RETURN OF BOOKS, RECORDS, PAPERS, AND EQUIPMENT 

Upon the termination of Participating Employee’s employment with Employer for any reason, Participating Employee shall deliver promptly to
Employer all files, lists, books, records, manuals, memoranda, drawings, and specifications; all cost, pricing, and other financial data; all other written or printed materials and computers, cell phones, PDAs, and other equipment that are the
property of Employer (and any copies of them); and all other materials that may contain Confidential Information relating to the business of Employer, which Participating Employee may then have in Participating Employee’s possession or control
whether prepared by Participating Employee or not. 

  
 7 

	11.	 DISCLOSURE OF INFORMATION 

Participating Employee shall disclose promptly to Employer, or its nominee, any and all ideas, designs, processes, and improvements of any kind
relating to the business of Employer, whether patentable or not, conceived or made by Participating Employee, either alone or jointly with others, during working hours or otherwise, during the entire period of Participating Employee’s
employment with Employer or within six months thereafter. 
  

	12.	 REMEDIES 

In addition to any other relief to which the Company or any of its Affiliates may be entitled, including claims for damages, the Company or any
of Affiliates will be entitled to seek and obtain injunctive relief (without the requirement of any bond) from a court of competent jurisdiction for the purpose of restraining the Participating Employee from an actual or threatened breach of the
covenants described in the immediately preceding section of the Plan (under the heading “Non-Competition and Non-Solicitation”). Notwithstanding anything else
to the contrary herein, in the event of any material violation by the Participating Employee of such covenants or the Release as determined by a court of competent jurisdiction, the Company and Affiliates will immediately have no obligation
thereafter to make any payments or provide any benefits otherwise to be received under the Plan to the Participating Employee and the Company and its Affiliates, in its or their discretion, may require the Participating Employee to promptly
reimburse the Company for any and all payments or benefits received by the Participating Employee pursuant to the Plan, including reimbursement of any gains realized on the exercise of any stock options, and/or the proceeds of any other equity-based
awards, if any, that vested as of the effective date of the Participating Employee’s termination pursuant to the Plan, and the Company shall immediately cancel all unexercised stock options and other equity-based awards, if any, that vested as
of the effective date of the Participating Employee’s termination pursuant to the Plan. 
  

	13.	 WITHHOLDING 

The Company or an Applicable Subsidiary shall have the authority to withhold or to cause to have withheld applicable taxes from any payments
made under or in accordance with the Plan to the extent required by law. 
  

	14.	 EFFECT OF INVALIDITY OF ANY PROVISION 

If any provision of the Plan is held invalid or unenforceable, such invalidity or unenforceability will not affect any other provision hereof,
and such provision will, to the extent possible, be modified in such manner as to be valid and enforceable but so as to most nearly retain the intent of the Company. If such modification is not possible, the Plan will be construed and enforced as if
such provision had not been included in the Plan. 
  

	15.	 RECORDS 

The records of the Company with respect to employment history, base salary, absences, and all other relevant matters will be conclusive for all
purposes of the Plan. 

  
 8 

	16.	 NONTRANSFERABILITY 

In no event will the Company make any payment under the Plan to any assignee or creditor of the Participating Employee, except as otherwise
required by law. Prior to the time of a payment hereunder, the Participating Employee will have no rights by way of anticipation or otherwise to assign or otherwise dispose of any right or interest under the Plan, nor will rights be assigned or
transferred by operation of law. 
  

	17.	 RECOUPMENT POLICY 

Any payments or benefits that the Participating Employee receives pursuant to the Plan are and will be subject to any compensation claw-back or
recoupment policies of the Company, whether now or in the future existing, that are intended or designed to comply with applicable law or governmental regulations that may be applicable to the Participating Employee, as in effect from time to time
and as approved by the Board of Directors of the Company or a duly authorized committee thereof (whether or not approved before or after the establishment of the Plan), or as may be required by law. 

 

	18.	 PLAN ADMINISTRATION 

The Administrator will be the sole judge of the application and interpretation of the Plan and will have the discretionary authority to
construe the provisions of the Plan, resolve disputed issues of fact, and make determinations regarding eligibility for benefits (other than determinations under the “Eligibility” section above to the extent they are reserved to the
Company). Such determinations with respect to a Participating Employee’s rights or benefits shall be entitled to the maximum deference permitted by law. The Administrator may correct any defect, reconcile any inconsistency, or supply any
omission with respect to the Plan. The decisions of the Administrator in all matters relating to the Plan that are within the scope of the Administrator’s authority (including, but not limited to, eligibility for benefits, Plan interpretations,
and disputed issues of fact) will be final and binding on all parties. Notwithstanding the foregoing, from and after a Change in Control, the Plan Administrator shall be deemed to be one or more members of the Board of Directors of the Company as of
immediately prior to such Change in Control or their designees (which may not include any counterparty to such Change in Control, its directors, officers, employees or designees). 

The Administrator may delegate to any person or persons, severally or jointly, the responsibility for the preparation and filing of all
disclosure material and reports that the Administrator is required to file by law, and the responsibility for the day-to-day operation of the Plan. The Administrator,
subject to the provisions of the Plan, may adopt such rules and regulations as it deems necessary to carry out the provisions of the Plan. 

The Plan shall be construed as administered and enforced in accordance with ERISA and the laws of the Commonwealth of Massachusetts, as
applicable. 
  

	19.	 AMENDMENT AND TERMINATION OF THE PLAN 

The Company, the Administrator, or its or their designees shall have the right, power, and authority to amend the Plan, in whole or in part, or
discontinue or terminate the Plan at any time; provided, however, that without a Participating Employee’s written approval any such amendment, discontinuance, or termination shall not (i) remove a Participating Employee from
the Plan, (ii) negatively modify the eligibility or benefit provisions of the Plan or (iii) negatively affect the rights of any individual who, prior to the date of such amendment, discontinuance, or termination, has been designated as a
Participating Employee hereunder. 

  
 9 

	20.	 MISCELLANEOUS 

The provisions of Appendix A, B, and C are incorporated into the Plan and shall be deemed a part hereof. 

The Company hereby agrees that the Plan shall be binding upon it and its successors and assigns. 

 

			
	
Date:                  
                                         
 
	  	 AMERICAN OUTDOOR BRANDS, INC.

		
		  	
By:                  
                                         
                                     

 The undersigned Participating Employee agrees that the Plan shall be binding upon the
undersigned once the undersigned personal authorizes. 
  

			
	Date:                                     
                       	  	                                      
                                         
                       
		  	Printed
Name                                        
                                        

		
		  	                                      
                                         
                       
		  	Signature

  
 10 

 APPENDIX A 

SECTION 409A OF THE CODE 
 Specified
Employee. Notwithstanding any provision of this Plan to the contrary, if the Participating Employee is a “specified employee” as defined in Section 409A of the Code, the Participating Employee shall not be entitled to any payments
or benefits the right to which provides for a “deferral of compensation” within the meaning of Section 409A, and whose payment or provision is triggered by the Participating Employee’s termination of employment (whether such
payments or benefits are provided to the Participating Employee under this Plan or under any other plan, program or arrangement of the Company), until (and any payments or benefits suspended hereby shall be paid in a lump sum on) the earlier of
(i) the date which is the first business day following the six-month anniversary of the Participating Employee’s “separation from service” (within the meaning of Section 409A of the
Code) for any reason other than death or (ii) the Participating Employee’s date of death, and such payments or benefits that, if not for the six-month delay described herein, would be due and payable
prior to such date shall be made or provided to the Participating Employee on such date. The Company shall make the determination as to whether the Participating Employee is a “specified employee” in good faith in accordance with its
general procedures adopted in accordance with Section 409A of the Code and, at the time of the Participating Employee’s “separation of service” will notify the Participating Employee whether or not the Participating Employee is a
“specified employee.” All payments under the Plan shall be treated as a series of separate payments under Treasury Regulations Section 1.409A-2(b)(2)(iii). 

General. This Plan is intended to qualify for an exemption to the requirements of Section 409A of the Code, specifically the
separation pay plan exemption and/or short-term deferral exemption (the “409A Exemptions”) with respect to any amounts payable hereunder, and shall be interpreted and construed consistent with such intent to the maximum permissible. To the
extent that any portion of the Plan and/or any amounts payable hereunder do not qualify under the 409A Exemptions, then such portion of the Plan is intended to satisfy the requirements of Section 409A of the Code with respect to amounts subject
thereto and shall be interpreted and construed consistent with such intent; provided, however, that, notwithstanding the other provisions of this subsection and the paragraph above entitled, “Specified Employee”, with respect
to any right to a payment or benefit hereunder (or portion thereof) that does not otherwise provide for a “deferral of compensation” within the meaning of Section 409A of the Code, it is the intent of the Company that such payment or
benefit will not so provide. For purposes of applying the exemptions and/or provisions of Section 409A to this Plan, as well as determining which amounts payable hereunder qualify for the 409A Exemptions (i) each separately identified
amount to which a Participating Employee is entitled under this Plan shall be treated as a separate payment under Treasury Regulations Section 1.409A-2(b)(2)(iii), and (ii) to the extent permissible
under Section 409A, any series of installment payments under this Plan shall be treated as a right to a series of separate payments. Furthermore, if the Company or any interested party notifies the other in writing that, based on the advice of
legal counsel, one or more of the provisions of this Plan contravenes any regulations or Treasury guidance promulgated under Section 409A of the Code or causes any amounts to be subject to interest or penalties under Section 409A of the
Code, the parties shall promptly and reasonably consult with each other (and with their legal counsel), and shall use their reasonable best efforts, to reform the provisions hereof to (a) maintain to the maximum extent practicable the original
intent of the applicable provisions without violating the provisions of Section 409A of the Code or increasing the costs to the Company of providing the applicable benefit or payment, and (b) to the extent practicable, to avoid the
imposition of any tax, interest or other penalties under Section 409A of the Code upon the Participating Employee or the Company. 

 APPENDIX B 

CLAIMS PROCEDURE 
 Each Participating
Employee who has been determined to be eligible to receive benefits under the Plan may contest the administration of the benefits (but not the level of benefits) by completing and filing a written claim for reconsideration with the Administrator. If
the Administrator denies a claim in whole or in part, it will provide notice to the Participating Employee, in writing, within 90 Days after the claim is filed, unless the Administrator determines that an extension of time for processing is
required. In the event that the Administrator determines that such an extension is required, written notice of the extension shall be furnished to the Participating Employee prior to the termination of the initial 90 Day period. The extension shall
not exceed a period of 90 Days from the end of the initial period of time, and the extension notice shall indicate the special circumstances requiring an extension of time and the date by which the Administrator expects to render the benefit
decision. 
 The written notice of a denial of a claim shall set forth, in a manner calculated to be understood by the Participating
Employee, including the following: 
  

	 	1.	 the specific reason or reasons for the denial; 

 

	 	2.	 reference to the specific Plan provisions on which the denial is based; 

 

	 	3.	 a description of any additional material or information necessary for the Participating Employee to perfect the
claim and an explanation as to why such information is necessary; and 

  

	 	4.	 an explanation of this Claims Procedure and the time limits applicable under it, including a statement of the
Participating Employee’s right to bring a civil action under section 502(a) of ERISA following an adverse benefit determination on appeal. 

The Participating Employee or the Participating Employee’s duly authorized representative shall have an opportunity to appeal a claim
denial to the Administrator for a full and fair review. The Participating Employee or the Participating Employee’s duly authorized representative may do the following: 
  

	 	1.	 request a review upon written notice to the Administrator within 60 Days after receipt of a notice of the
denial of a claim for benefits; 

  

	 	2.	 submit written comments, documents, records, and other information relating to the claim for benefits; and

  

	 	3.	 examine the Plan and obtain, upon request and without charge, copies of all documents, records, and other
information relevant to the Participating Employee’s claim for benefits. 

 The Administrator’s review shall take into account
all comments, documents, records, and other information submitted by the Participating Employee relating to the claim, without regard to whether such information was submitted or considered by the Administrator in the initial benefit determination.
A determination on review by the Administrator will be made not later than 60 Days after receipt of a request for review, unless the Administrator determines that an extension of time for processing is required. In the event that the
Administrator determines that such an extension is required, written notice of the extension shall be furnished to the Participating Employee prior to the termination of the initial 60-Day period. The
extension shall not exceed a period of 60 Days from the end of the initial period and the extension notice shall indicate the special circumstances requiring an extension of time and the date on which the Administrator expects to render the
determination on review. 

 The written determination of the Administrator shall set forth, in a manner calculated to be
understood by the terminated Participating Employee, the following: 
  

	 	1.	 the specific reason or reasons for the decision; 

 

	 	2.	 reference to the specific Plan provisions on which the decision is based; 

 

	 	3.	 the Participating Employee’s right to receive, upon request and without charge, reasonable access to, and
copies of, all documents, records, and other information relevant to the claim for benefits; and 

  

	 	4.	 a statement of the Participating Employee’s right to bring a civil action under section 502(a) of ERISA.

 A Participating Employee may not bring an action for any alleged wrongful denial of benefits under the Plan in a court
of law unless the Claims Procedure set forth above is exhausted and a final determination is made by the Administrator. A Participating Employee wishing to seek judicial review of an adverse benefit determination under the Plan, whether in whole or
in part, must file any suit or legal action, including, without limitation, a civil action under Section 502(a) of ERISA, no later than the earlier of (i) one year after the date the final decision on the adverse benefit determination on
review is issued or should have been issued under this Claims Procedure, and (ii) the last Day on which such legal action could be commenced under the applicable statute of limitations under ERISA (including, for this purpose, any applicable
state statute of limitations that applies under ERISA to such legal action). Failure to file a suit or legal action by the applicable deadline set forth in the prior sentence shall cause the Participating Employee to lose any rights to bring such
action. 
 If the Participating Employee or other interested person challenges a decision of the Administrator, a review by the court of law
will be limited to the facts, evidence, and issues presented to the Administrator during the Claims Procedure set forth above. Facts and evidence that become known to the Participating Employee or other interested person after having exhausted the
Claims Procedure must be brought to the attention of the Administrator for reconsideration of the claims determination. Issues not raised with the Administrator will be deemed waived. 

 APPENDIX C 

The following sets forth certain provisions applicable to the undersigned Participating Employee when alternatives could apply: 

 

					
	Section 4(a)	  	Salary continuation period:	  	26 weeks
			
	Section 5(a)	  	Salary continuation period in event of change in control	  	52 weeks
			
	Section 7	  	Non-Competition period	  	six months
			
	Section 8	  	Non-Solicitation period	  	12 months

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