Document:

EX-10.2

 Exhibit 10.2 
  

 
 September 23, 2015 

Mr. Robert Azelby 
 [omitted] 

Dear Bob: 
 I am pleased to
offer you a position with Juno Therapeutics, Inc. (the “Company’’) as Executive Vice President, Chief Commercial Officer, reporting to Hans Bishop, President and Chief Executive Officer, effective as of November 1, 2015
(the “Start Date”). Commencing on the Start Date, and during your employment with the Company, you will receive an annual base salary of $415,000, which will be paid semi-monthly in accordance with the Company’s normal payroll
procedures. As an employee, you also will be eligible to participate in the employee benefit plans maintained by the Company of general applicability to other employees of the Company. 

You will be offered the opportunity to earn an annual incentive bonus (the “Bonus”) with a target equal to 40% of your annual
base salary (the “Target”) upon attainment of certain performance objectives (the “Performance Objectives”) to be determined by the Board of Directors of the Company (the “Board”), which Bonus will
be prorated in 2015 based on the portion of the year served as an employee. The achievement of such objectives will be determined by the Board. Your Bonus, if earned, will be paid by the later of (i) the fifteenth (15th) day of the third
(3rd) month following the close of the Company’s fiscal year in which the bonus is earned or (ii) March 15 following the calendar year in which the Bonus is earned. 

In addition, subject to the execution and delivery of this letter by you and by the Company, the Company will recommend that the Board grant
you (i) an option award to purchase 200,000 shares of the Company’s Common Stock (the “Option Award”) and (ii) a restricted stock unit award for 38,640 shares of the Company’s Common Stock (the “RSU
Award”). The recommended Option Award would vest and become exercisable as to 25% of the shares subject thereto on the one (1) year anniversary of the Start Date and as to an additional 1/48 of the shares subject thereto on each
monthly anniversary thereafter, subject to your continuing to be a service provider of the Company through the applicable vesting dates. The recommended RSU Award would vest such that 100% of the shares will vest on the first anniversary of the
Start Date, subject to your continuing to be a service provider of the Company through that vesting date. 
 The Option Award and RSU Award
would each be subject to the terms and conditions of the Company’s 2014 Equity Incentive Plan (the “Plan”) and an award agreement thereunder. The Option Award would have an exercise price per share equal to the fair market
value per share of the Company’s Common Stock on the date of the grant of such award, as such fair market value is determined in accordance with the Plan. The RSU Award agreement would provide that a sufficient number of shares would be
automatically sold from such RSU Award, in an arrangement intended to be in compliance with Rule 10b5-l under the Securities Exchange Act of 1934 (the “Exchange Act”), at the vest date to cover the Company’s required
withholding obligations with respect to the vesting of the RSU Award on such date, and the proceeds of such sale would be provided to the Company for purposes of such withholding. 

Should you accept the Company’s offer of employment, the Company will pay you a signing bonus of $800,000 less applicable withholding
taxes, on the first payroll date after your Start Date, or on a date after your Start Date that is mutually agreed upon between you and the Company. You will be obliged to pay back to the Company (i) 100% of the amount of the signing bonus if,
and only if, you resign from your employment with the Company without Good Reason on or before the first anniversary of your Start Date, or (ii) 50% of the signing bonus if you resign from your employment with the Company without Good Reason at
any time between the first anniversary of your Start Date and the second anniversary of your Start Date. 

  
 1 

 You will be expected to base your employment with the Company in Seattle, Washington. To assist
in your relocation, the Company will reimburse you for reasonable expenses you incur to make this transition, including but not limited to moving expenses, travel expenses, and temporary accommodation expenses related to you and your immediate
family relocating to Seattle, and with your commute to Seattle prior to such relocation (collectively, “Relocation Expenses”), up to a maximum aggregate reimbursement of $200,000, which amount may be adjusted by mutual consent.
Relocation Expenses must be substantiated in writing (by valid receipts or any other reasonable method of invoicing, showing proof of payment for an eligible relocation or commuting cost), which evidence must be submitted to the Company (or, if
instructed by the Company, the Company’s third party relocation vendor) within thirty (30) days after any such Relocation Expense is incurred. The Relocation Expenses will only be reimbursed to you if you are an employee of the Company on
the date of reimbursement or payment by the Company. The Company will also gross up your income for the amount (if any) required to be withheld by the Company for federal income taxes with respect to reimbursed Relocation Expenses. The Company will
not gross up your income for any state income taxes for which you might have obligations prior to your move to the State of Washington, and you will be responsible for making any required income tax payments to such state directly. 

During your employment, you shall be authorized to incur reasonable documented expenses in the performance of your duties. The Company shall
reimburse you for all such expenses promptly after the presentation by you of itemized documentation reflecting such expenditures, all in accordance with the Company’s procedures and policies as adopted and in effect from time to time. 

You should be aware that your employment with the Company will be for no specified period and will constitute
at-will employment. As a result, you are free to resign at any time, for any reason or for no reason. Similarly, the Company is free to conclude its employment relationship with you at any time, with or
without cause, and with or without notice. We request that, in the event of resignation, you give the Company at least two (2) weeks’ notice. The date you cease providing services for the Company shall be the “Termination
Date,” provided, however, that, in the event you provide the Company with notice of resignation, the Termination Date shall be the effective date set forth in such notice, unless the you and the Company agree otherwise in writing. 

If the Company terminates your employment other than for Cause, death or Disability, or if you terminate your employment for Good Reason, then
you will be entitled to receive, subject to your executing and delivering to the Company, after such termination of employment, a written general release and, if desired by the Company, a consulting agreement that requires you to provide reasonable
transition services for a period of up to nine (9) months, provided that such agreement shall not expect or require you to perform services that would preclude the termination of your employment from being a “separation from service”
from the Company within the meaning of Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”) and shall provide for payment of your reasonable out-of-pocket expenses incurred in providing the transition
service, each in forms reasonably satisfactory to the Company (collectively, the “Release”), that become effective and irrevocable by the sixtieth (60th) day following your termination of employment
(the “Release Deadline Date”), (i) continuing payments of severance pay (less applicable withholding taxes) for a period of twelve (12) months to be paid periodically in accordance with the Company’s normal
payroll policies at a rate equal to the sum of your monthly base salary rate, in each case as in effect immediately prior to your termination (but without taking into account any reduction of your base salary in breach of this letter), (ii) a
pro-rata Bonus, which shall be calculated by multiplying the percentage of the Bonus year that has elapsed through the Termination Date by the greater of (A) your Target; or (B) your progress toward meeting the Performance Objectives
applicable to the current Bonus year pro rated based on the fraction of the year elapsed through the Termination Date, provided that if such termination occurs between the beginning of a calendar year and the date on which a Bonus earned during the
prior year has been paid, you will not forfeit any Bonus you have earned during that prior year but will be paid the prior year’s Bonus in an amount determined by the Board pursuant to the Company’s ordinary operation of its annual
incentive program, (iii) if you elect continuation coverage pursuant to the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended (“COBRA”) for you and your eligible dependents within the time period prescribed
pursuant to COBRA, the Company will reimburse you for the COBRA premiums for such coverage (at the coverage levels in effect immediately prior to your termination) pursuant to the Company’s normal expense reimbursement policy until the earlier
of (A) a period of nine (9) months from the last date of employment of you with the Company, or (B) the date upon which you and/or your eligible dependents become covered under similar plans; provided, however, if the Company
determines in its sole discretion that it cannot provide the COBRA benefits without potentially violating applicable law 

  
 2 

 
(including, without limitation, Section 2716 of the Public Health Service Act), the Company will in lieu thereof provide to you a taxable monthly payment in an amount equal to the monthly
COBRA premium that you would be required to pay to continue your group health coverage in effect on the date of your termination of employment (which amount will be based on the premium for the first month of COBRA coverage), which payments will be
made regardless of whether you elect COBRA continuation coverage; and (iv) solely in the event of a Change in Control (as defined in the Plan), if the Company terminates your employment other than for Cause, death or Disability, or if you
terminate your employment for Good Reason, within the period that is three (3) months prior to or twelve (12) months following such Change in Control, and you execute a Release that becomes effective and irrevocable by the Release Deadline
Date, all of the outstanding unvested Option Award and RSU Award will vest as of the later of (i) the Change in Control or (ii) your termination of employment, as applicable. 

Notwithstanding anything to the contrary under this letter, if at any time the Company determines in its sole discretion that it cannot
provide the payments contemplated by the preceding sentence without violating applicable law (including, without limitation, Section 2716 of the Public Health Service Act), you will not receive such payment or any further reimbursements for
COBRA premiums, provided, however, that if the Company does determine that it cannot provide any such payments or reimbursements, it will provide you a written notice of that determination and its corresponding legal analysis no later than 15 days
following the date on which the contemplated payment would otherwise be due. Notwithstanding the foregoing, if the Release does not become effective and irrevocable by the Release Deadline Date, you will forfeit any right to severance payments or
other separation benefits under this letter. In no event will severance payments or other separation benefits be paid or provided until the Release actually becomes effective and irrevocable. Except as required by the following paragraph, if the
Release becomes effective by the Release Deadline Date, severance payments and other separation benefits under this letter will commence on the Release Deadline Date. Except as required by the following paragraph, any installment payments that would
have been made to you during the period from the date of your termination of employment through the date the Release becomes effective and irrevocable but for the preceding sentence will be paid to you on the Release Deadline Date, and the remaining
payments will be made as provided in this letter. 
 Notwithstanding anything to the contrary in this letter, any severance payments or
benefits under this letter that would be considered deferred compensation (the “Deferred Payments”) under Section 409A of the Internal Revenue Code (as it has been and may be amended from time to time)
(the “Code”) and any regulations and guidance that has been promulgated or may be promulgated from time to time thereunder (“Section 409A”) will not be paid until you have experienced a “separation from
service” within the meaning of Section 409A. Additionally, if you are a “specified employee” within the meaning of Section 409A at the time of your separation from service, then the Deferred Payments that would otherwise be
due to you on or within the six (6) month period following your separation from service but for this paragraph, will accrue during such six (6) month period and will become payable in a lump sum payment on the date six (6) months and
one (1) day following the date of your termination (such rule, the “Six Month Delay Rule”). All subsequent Deferred Payments following the application of the Six Month Delay Rule, if any, will be payable in accordance with
the payment schedule applicable to each payment. It is the intent of this letter to comply with the requirements of Section 409A so that none of the severance payments will be subject to the additional tax imposed under Section 409A, and
any ambiguities or ambiguous terms herein will be interpreted to so comply. Each payment and benefit payable under this letter is intended to constitute a separate payment for purposes of Section 1.409A-2(b)(2) of the Treasury Regulations. 

If your employment hereunder is terminated, you are not required to seek other employment or to attempt in any way to reduce any amounts
payable to you by the Company. Further, the amount of any payment or benefit provided for hereunder shall not be reduced by any compensation earned by you as a result of your employment by another employer, by retirement benefits, or otherwise. 

For purposes of this letter, “Cause” means (i) a willful act of dishonesty made by you in connection with your
responsibilities as an employee, (ii) your conviction of, or plea of nolo contendere to, a felony or any crime involving fraud, embezzlement or any other act of moral turpitude, or a material violation of federal or state law by you that the
Board reasonably determines has had or will have a material detrimental effect on the Company’s reputation or business; (iii) your gross misconduct (as defined under the Revised Code of Washington 50.04.294(4)); (iv) your willful and
material unauthorized use or disclosure of any proprietary information or trade secrets of the Company or any other party to whom you owe an obligation of nondisclosure as a result of your relationship with the Company; (v) your willful breach
of any material obligations under any written agreement or covenant with the Company; or (vi) your continued substantial failure to perform your employment duties (other than as a result of 

  
 3 

 
your physical or mental incapacity) after you have received a written demand of performance from the Board that specifically sets forth the factual basis for the Board’s determination that
you have not substantially performed your duties and have failed to cure such non-performance to the Board’s reasonable satisfaction within thirty (30) business days after receiving such notice. For purposes of this paragraph, no act or
failure to act shall be considered willful unless it is done in bad faith and without reasonable intent that the act or failure to act was in the best interest of the Company or required by law. Any act, or failure to act, based upon authority or
instructions given to you pursuant to a resolution duly adopted by the Board or based on the advice of counsel for the Company will be conclusively presumed to be done or omitted to be done by you in good faith and in the best interest of the
Company. 
 For purposes of this letter, “Disability” means: (i) an inability to engage in any substantial
gainful activity by reason of any medically determinable physical or mental impairment which can be expected to result in death or can be expected to last for a continuous period of not less than twelve (12) months; or (ii) receipt of
income replacement benefits for a period of not less than three (3) months, by reason of any medically determinable physical or mental impairment which can be expected to last for a continuous period of not less than twelve (12) months,
under an accident and health plan covering employees of the Company. 
 For purposes of this letter, “Good
Reason” means your resignation within thirty (30) days following expiration of any Company cure period (discussed below) following the occurrence of one or more of the following, without your written consent: (i) a material
reduction in your base salary (in which case, severance for a resignation shall be based upon your base salary prior to the reduction); (ii) a material diminution of your duties, responsibilities or reporting lines; (iii) a change in the
location of your employment of more than fifty (50) miles; or (iv) the Company’s material breach of the terms of this letter (which shall include the failure of the Board to substantially grant the Option Award and/or RSU Award
described on pages 1 and 2 of this letter) or any other material written agreement or covenant with you related to your provision of services to the Company. You will not resign for Good Reason without first providing the Company with written notice
of the acts or omissions constituting the grounds for Good Reason within ninety (90) days of the initial existence of the grounds for Good Reason and a reasonable cure period of not less than thirty (30) days following the date of such
notice (during which the grounds have not been cured). 
 You acknowledge and agree that you will disclose to the Company any and all
agreements that may affect your eligibility to be employed by the Company or limit the manner in which you may be employed. It is the Company’s understanding that any such agreements will not prevent you from performing the duties of your
position and you represent that such is the case. Please notify the Company immediately if this is not the case. Similarly, you agree not to bring any third party confidential information to the Company, including that of any former employer, and
that in performing your duties for the Company you will not in any way utilize any such information. 
 You agree that, during the term of
your employment with the Company, you will not, without the prior written consent of the Company, engage in any other employment, occupation, consulting or other business activity directly related to the business in which the Company is now involved
or becomes involved during the term of your employment. 
 As a Company employee, you will be expected to abide by the Company’s rules
and standards. Specifically, you will be required to sign an acknowledgment that you have read and that you understand the Company’s rules of conduct and other policies which are included or referenced in “The People Pact” (the
Company’s employee handbook), which the Company will provide to you. To the extent that policies set forth in The People Pact conflict with those set forth in this offer letter, the offer letter shall control. 

You are also required to sign and comply with an At Will Employee Agreement, in the form attached as Exhibit A hereto, which
requires, among other provisions, the assignment of patent rights to any invention made during your employment at the Company, and non-disclosure of Company proprietary information. To the extent that provisions set forth in the At Will Employee
Agreement conflict with those set forth in this offer letter, the offer letter shall control. 
 In the event of any dispute or claim
relating to or arising out of our employment relationship, you and the Company agree that (i) any and all disputes between you and the Company shall be fully and finally resolved by binding arbitration, (ii) both you and the Company are
waiving and hereby waive any and all rights to a jury trial but 

  
 4 

 
all court remedies will be available in arbitration, (iii) all disputes shall be resolved by a neutral arbitrator acceptable to you and the Company who shall issue a written opinion, and
(iv) the Company shall pay all the arbitration fees, except an amount equal to the filing fees you would have paid had you filed a complaint in a court of law. Please note that we must receive your signed At Will Employee Agreement by the Start
Date or the terms and provisions of this letter shall terminate. 
 The Company will recommend to the Board that you be deemed an
“executive officer” of the Company within the meaning of item 401(b) of Regulation S-K under the Securities Act of 1933 and for purposes of Section 16 under the Exchange Act. In such event, you will become subject to Section 16
of the Exchange Act, including reporting requirements for transactions in the Company’s equity securities. In order to enable the Company to assist you with fulfilling such reporting requirements, you will be asked to sign and deliver the
Section 16 power of attorney attached hereto as Exhibit B. The Company will also offer you the opportunity to enter into an indemnification agreement with the Company for your benefit, on the Company’s standard form of
indemnification agreement for its directors and officers, as filed with the Securities and Exchange Commission. 
 To accept the
Company’s terms of employment described herein, please sign and date this letter in the space provided below and return it to the Company by September 25, 2015. This letter and the At Will Employee Agreement set forth the terms of
your employment with the Company and supersede any prior representations or agreements, whether written or oral. This letter may not be modified or amended except by a written agreement signed by the Chief Executive Officer of the Company and you.

 We look forward to working with you at Juno Therapeutics, Inc. 

 

	
	Sincerely,
	
	 /s/ Hans Bishop

	Hans Bishop
	Chief Executive Officer, Juno Therapeutics, Inc.

  

	
	Agreed to and accepted:
	Signature: /s/ Robert Azelby                        
	Printed Name: Robert Azelby
	Date: Sept 28, 2015

  
 5Exhibit

                                                                                                                                       Exhibit 10.1    

	
			
	 
	Vista Outdoor Inc.

	 

	

Vista Outdoor Inc. (“Vista” or the “Company”) provides a severance benefit to eligible Executives who are involuntarily terminated for convenience or due to lay off or reduction in workforce. Note that severance is not available in other types of terminations including voluntary resignation or termination for cause nor is severance available when a participant is reassigned to another position or offered other employment by a successor or acquiring company.  
This document constitutes the Vista Executive Severance Plan (the “Plan”), and also serves as the summary plan description (“SPD”), for eligible employees adopted by the Company effective August 10, 2015.  A Change in Control does not trigger any benefits under this Plan.
A severance payment is contingent upon a signed (and unrescinded) general release of all claims against Vista and its affiliates in a form acceptable to Vista.  Upon official notification of termination, an individual will have a period of time to consider whether to accept and sign the general release.  The form of release may vary from state to state and it may be changed from time to time.
	 
	Executive Severance Plan 
amended and restated effective August 10, 2015

	 

	Questions
	 
	Summary Plan Description (SPD)  
for Executives at Vista and its associated companies.  August 10, 2015

	Contact Vista’s Senior Vice President of Human Resources if you have questions about this Plan.  You may obtain a printed copy of this SPD from Vista’s Human Resources Department.
	 

	Reservation of rights
	 

	Vista reserves the right to change, amend or terminate this Plan or to change the severance benefit available under this Plan at any time in Vista’s sole discretion.
	 

1    

	
		
	Plan highlights

	 

	Plan feature
	How it works

	Plan participation
	You automatically become a participant in this Plan when you become a Tier 1 Executive or a Tier 2 Executive (each as defined below and collectively, an “Executive”).  If at any time, you are demoted or otherwise removed from an Executive position, then you are disqualified from participation in this Plan.  Persons in contractor or consultant positions are not eligible for benefits under this Plan.

	Plan cost
	Vista will pay the entire cost of severance benefits paid under this Plan out of its general funds.

	Benefit eligibility
	You may be offered a severance benefit if you are involuntarily terminated for convenience or due to layoff or reduction in workforce as determined by Vista and all other conditions of this Plan are met.

	Form of Benefit
	If eligible, you will be provided at least two weeks’ notice of your termination date, or pay in lieu of notice, and a severance benefit that includes a lump-sum severance payment in an amount set forth in this Plan, plus an additional lump-sum payment to offset costs to continue health care, and outplacement services.

	Benefit amount

	For a Tier 1 Executive, the amount of severance is equal to 12 months of base salary.
For a Tier 2 Executive, the amount of severance is equal to two weeks of base salary for each full year of continuous service with Vista measured from the most recent hire date and calculated as of the effective date of termination.  The minimum severance payment is 26 weeks of base salary (if you have at least one full year of continuous service), and the maximum severance payment is 39 weeks of base salary.  
Note that this Plan has a non-duplication of severance benefit provision.  

	General Release
	You are required to sign a general release of all employment-related claims prior to receiving a severance payment.  This agreement includes post-employment restrictions relating to competition and non-solicitation of workforce.

	When benefit is payable 
	Severance is payable after the termination of your employment and after the rescission period set in your signed general release, if any, has elapsed.

2    

	
	
	Table of contents

Cover note ....................................................................................................        1
Reservation of rights .......................................................................................        1
Plan highlights ................................................................................................        2
About this Plan ...............................................................................................        3
Introduction .....................................................................................................        4
Plan eligibility 
    Benefit eligibility
Coordination with employment agreements and other separation benefits
Form of severance benefit.................................................................................        7
Notice
Severance Payment
Other Severance Benefits
 
General provisions .........................................................................................        8
Year of Service
General Release
Post-Employment Restrictions 
    Pro-rata benefit for part-time employees 
    Non-duplication provision 
    Medical or disability leave  
    Plan may be amended or terminated
Section 409A of the Internal Revenue Code of 1986

Administration    (ERISA) .................................................................................        11

	
	
	About this Plan

		
	•
	This document constitutes the Executive Severance Plan (the “Plan”), and also serves as the summary plan description (“SPD”).  It explains who is eligible, what the benefit is, and how and when the benefit may be distributed. 

		
	•
	See the Administration section for additional administrative information, including your rights under the Employee Retirement Income Security Act (ERISA).  

3    

	
	
	Introduction

The Vista severance benefit is designed to provide you with advance notice of termination, a lump sum severance payment, and other benefits described herein, if you are involuntarily terminated for convenience or due to a layoff or reduction in workforce from active regular full-time or regular part-time employment with Vista or any of its associated companies. 
For a Tier 1 Executive, the amount of severance is equal to 12 months of base salary.  For a Tier 2 Executive, the amount of severance is equal to two weeks of base salary for each full year of continuous service with Vista measured from the most recent hire date and calculated as of the effective date of termination.  It may include service with a predecessor company. (See page 9.)  The minimum severance payment is 26 weeks of base salary (if you have at least one full year of continuous service) and the maximum severance payment is 39 weeks of base salary.
Plan eligibility   
You are eligible to participate in this Plan if you are an active regular full-time or regular part-time salaried employee currently in a Tier 1 or Tier 2 Executive position.
		
	•
	You are in a Tier 1 Executive position if you are a Vice President that reports directly to the Chief Executive Officer (the “CEO”), an employee with greater seniority than a Vice President that reports directly to the CEO or a “Section 16 Officer” (i.e., an executive officer elected by the Vista Board of Directors and required to file reports of beneficial ownership with the Securities and Exchange Commission pursuant to Section 16(a) of the Securities Exchange Act of 1934, as amended from time to time, and the rules and regulations promulgated thereunder). 

		
	•
	You are in a Tier 2 Executive position if you are at or above Grade 22 and you are eligible to participate in the Vista executive incentive program but are not a Tier 1 Executive. If you are eligible to participate in this Plan, you will remain a participant in this Plan until the earliest of the following events occur:

		
	•
	You voluntarily terminate your employment.  (As used in this Plan, a voluntary termination of employment excludes a formal Request for Layoff Consideration, which may be periodically offered);

		
	•
	You are terminated for cause by Vista;

		
	•
	You die, retire, or receive all severance benefits provided for under this Plan, or you no longer qualify to receive benefits under this Plan; or

		
	•
	Vista no longer offers this Plan. 

For purposes of this Plan, termination for cause shall include termination for (i) any material failure by you to perform your duties, (ii) your gross negligence or willful or intentional wrongdoing or misconduct, (iii) a material breach by you of any confidentiality agreement with the Company or duty of loyalty to the Company, (iv) your commission of an act of personal dishonesty which involved material personal profit in connection with the Company, or (v) your conviction or guilty plea by you of a felony offense or a crime involving moral turpitude.  If Vista so terminates your employment for cause, then you will not be eligible for any payments or benefits under this Plan.  

4    

You are not eligible to participate in this Plan if:
		
	•
	You are classified as other than a regular employee, e.g., temporary status, independent contractor, temporary agency employee, consultant, etc.; or

		
	•
	You are not an Executive of Vista or an associated company.

In addition, you are disqualified from participation in this Plan if you are not actively at work as of the effective date of your termination.  Generally, you are not considered actively at work if you are on a leave of absence in excess of 90 consecutive calendar days, and you are not being paid wages or Paid Time Off.  (Note: Employees on military leave of absence covered by the Uniformed Services Employment and Reemployment Rights Act (USERRA) are not disqualified from receiving a severance benefit.)   
Benefit eligibility 
If you are eligible to participate in this Plan, you may qualify for a severance benefit when all of the following conditions are met:
		
	•
	You are involuntarily terminated for convenience or due to a layoff or reduction in workforce; 

		
	•
	You have signed a general release of all employment-related claims or potential claims against Vista after you are officially notified of termination and within the consideration period set in your general release; and

		
	•
	The rescission period set in your general release, if any, has elapsed. 

For purposes of this Plan, termination for convenience shall mean an involuntary termination of your employment by Vista at any time without cause.  If Vista so terminates your employment, then you may be eligible for severance.  

Even if you are eligible, you will not qualify for a severance benefit if:
		
	•
	You refuse to work during the notice period or fail to satisfactorily perform your job until your termination date, as determined in the sole discretion of Vista;

		
	•
	You refuse to comply with a confidentiality agreement or non-compete agreement or you disclose Vista trade secrets or confidential or proprietary information;

		
	•
	You intentionally damage or refuse to return Vista or customer property; 

		
	•
	You engage in conduct or behavior that would otherwise lead to termination of your employment such as disclosing confidential information, disparaging the Company, mistreating or harassing other employees, or violating other workplace rules or Vista’s code of conduct; or

		
	•
	You are a participant in Vista’s change-in-control severance plan and your termination of employment will entitle you to severance payments under that plan.  Under no circumstances will you receive benefits under both the change-in-control severance plan and this Plan as a result of the termination of your employment. 

 Severance benefits are not paid under this Plan in the following situations:
		
	•
	You are placed on a directed leave of absence or a temporary layoff status, as determined by the Company; or operations have been temporarily interrupted due to a maintenance or vacation shutdown, material shortage, etc.;

		
	•
	Your location, business unit, or work function is sold, transferred, outsourced, or merged with a third party and you are offered employment by or you are transferred to the purchaser or other third party, whether or not you accept such employment;

5    

		
	•
	Your termination is for cause;

		
	•
	A Change in Control occurs;

		
	•
	You are transferred from one Vista location to a different Vista location; 

		
	•
	Your position is eliminated and you are offered a comparable position with Vista within the same geographic area; 

		
	•
	You voluntarily terminate, resign, abandon your position (e.g., refuse to work until your termination date), or fail to return from an approved leave of absence; or

		
	•
	You are not eligible to participate in this Plan on the effective date of your termination of employment with Vista.

	
	
	Even if severance benefits have commenced, all remaining benefits will be forfeited and your severance benefit will be terminated automatically if Vista determines in its sole discretion that:
•    You should have been disqualified or ineligible from receiving benefits under this Plan because of one of the conditions listed above; 
•    You engage in any conduct that damages Vista’s business or defames or slanders Vista’s name or business reputation; or
•    You violate any provisions of your signed general release.

Coordination with employment agreements and other separation benefits
Vista retains the right to enter into side agreements with you that amend your rights under this Plan.  This Plan does not supersede any additional rights you may have pursuant to an employment agreement or under federal or state law.  However, if you are entitled to any other severance or termination of employment benefits, other than those provided by this Plan, then your benefits under this Plan will be reduced by the amounts of such other payments.  In that event, if such other payments are made at a time or in a form different from the time and form for payments under this Plan, and residual amounts are payable under this Plan, then such residual amounts shall be paid at the same time and in the same form as such other payments.  In addition, to the extent you waive your rights under this Plan pursuant to such an agreement, in no event will you receive any payment hereunder. 

6    

	
	
	Forms of severance benefit

If you meet the Plan eligibility and benefit eligibility requirements contained in this Plan and you are eligible for a severance benefit, your severance benefit may include the following:
Notice
You will normally be given up to two weeks’ notice of your termination date.  Unless otherwise directed by Vista, you are expected to work through your termination date.  Failure to work during the notice period may disqualify you from receiving severance benefits.  Layoff notification paperwork will include the length of the notice period.  Vista retains the right to offer you two weeks’ pay in lieu of notice.
Severance Payment
		
	•
	Your severance payment will be paid in a lump sum and will include:  

		
	•
	For a Tier 1 Executive: 

		
	◦
	An amount equal to 12 months of base salary, regardless of length of service or time in position, 

		
	◦
	Plus an additional lump sum of $15,000 to offset the cost of continuing health care coverage.

		
	•
	For a Tier 2 Executive:

		
	◦
	An amount equal to two weeks of base salary for each full year of continuous service with a minimum of 26 weeks of base salary (if you have at least one full year of continuous service) and a maximum of 39 weeks of base salary.  For example, a Tier 2 Executive with one year of service is eligible for 26 weeks of base salary (minimum); a Tier 2 Executive with 14.5 years of service is eligible for 28 weeks of base salary (full years of service multiplied by two weeks of base salary); and a Tier 2 Executive with 21 years of service is eligible for 39 weeks of base salary (maximum). 

		
	◦
	Plus an additional lump sum of $8,000 to offset the cost of continuing health care coverage.

		
	•
	Subject to your signing and not revoking a general release as described below, your severance payment will be made no later than 2 1⁄2 months following your termination of employment.

		
	•
	The number of months or weeks of base salary, as applicable, to which you are entitled is referred to as your “Severance Period” for purposes of this Plan.

Additional notes:
		
	•
	Taxes and other required or authorized payroll deductions will be withheld.

		
	•
	None of your severance payment will be considered pensionable earnings (for example, it is not “Earnings” or “Recognized Compensation”) for purposes of any Vista qualified or non-qualified retirement plan. 

		
	•
	Except as expressly provided in this Plan, severance payments under this Plan will be reduced by payments payable to you under any other Vista severance plans or your employment agreement, as applicable.

		
	•
	Any money you owe Vista that has not been repaid as of your termination date will be withheld from your severance payment.

7    

Other Severance Benefits
Outplacement Services:  Vista will provide you with outplacement services, the scope and provider of which will be determined by Vista.  You must utilize these outplacement services within six months of your termination date.  You may not receive a cash payment in lieu of this benefit. 
Note
Vista Equity-Based Awards:  This Plan does not affect how stock incentives or bonuses such as stock options, restricted stock, restricted stock units or performance-based equity awards are treated upon a termination of employment.  The terms of your individual award agreements and the plans that govern such awards will govern in the event of a termination of your employment.  Payments for Vista equity-based awards will not be deducted from your severance benefit under this Plan.

	
	
	General provisions

Year of Service
For purposes of this Plan, a Tier 2 Executive’s severance payment amount is based on full years of service with Vista.  Service includes continuous active regular status employment measured from the most recent hire date.  It also includes service with Alliant Techsystems Inc. (ATK), provided that you were continuously employed by ATK until the spin-off of Vista by ATK and then subsequently by Vista. It may also include service with a predecessor company, i.e., a company that is acquired by Vista.  It does not include time worked as a temporary status employee, independent contractor, temporary agency employee, consultant, etc. Service is calculated as of the effective date of termination.  
If you are a Tier 2 Executive, any period of employment with a predecessor company will only be included in the calculation of your severance benefit if (1) you were employed by the predecessor company on the effective date of its acquisition by Vista or you were continuously employed by ATK until the spin-off of Vista by ATK and then subsequently by Vista, (2) you are eligible to participate in Vista’s executive incentive program, and (3) your service with the predecessor company is not specifically excluded by this Plan.
General Release
You are required to sign a general release of all employment-related claims prior to receiving any severance benefit.  This general release includes a release of all claims and causes of action, arising, or which may have arisen, out of or in connection with your employment or termination from employment with Vista.    If you are eligible for a severance payment, you will have up to 45 calendar days to consider signing the general release.  After you sign the general release, you will have up to 15 calendar days during which to rescind the general release.  The specific length of the consideration period and rescission period, if any, will be set in your individual general release.
Post-Employment Restrictions
		
	•
	Competition Restrictions.  In order to protect Vista’s legitimate interests, including, but not limited to, confidential information, trade secrets, and customer/vendor relationships, you will not, during the Severance Period, directly or indirectly, personally engage in, nor shall you own, manage, operate, join, control, consult with, participate in the ownership, operation or control of, be employed by, or be connected in any manner with any person or entity that develops, manufactures, distributes, markets or sells services or products competitive with those that Vista manufactures, markets or sells to any customer anywhere in the world, during the Severance Period.  If during your Severance Period, you wish to obtain other non-competitive employment, you agree to meet and confer in good faith with Vista prior to accepting such employment.  You will provide Vista with the name of any potential future employer and give Vista the right to provide a copy of this provision to such potential employer.

8    

		
	•
	Non-Solicitation.  During the Severance Period, you will not, directly or indirectly, solicit any of Vista’s employees for the purpose of hiring them or inducing them to leave their employment with Vista, nor will you own, manage, operate, join, control, consult with, participate in the ownership, management, operation or control of, be employed by, or be connected in any manner with any person or entity that engages in the conduct proscribed by this paragraph during the Severance Period.

		
	•
	Breach.  If in Vista’s sole determination, you breach any of these Post-Employment Restrictions, Vista will be entitled to injunctive relief in addition to any other legal or equitable remedies.  At that time, Vista will immediately discontinue any remaining severance benefits.  Further, Vista is entitled to repayment of the percentage of your severance benefits providing consideration for these provisions.  This percentage will be identified in your General Release of Claims agreement.   

Pro-rata benefit for part-time employees
If on the date your employment terminates you are classified as a regular part-time employee, your severance benefit is pro-rated, based on your current base pay and average number of hours worked over the past six months.  
Non-duplication provision
For purposes of determining your severance benefit under this Plan, your full years of service are measured from your most recent hire date.  Subject to the section above entitled “Years of Service,” you will not receive a severance benefit for any previous period of employment, regardless of whether you previously received severance under this Plan or under the plan of a predecessor or affiliated company.  If due to a unique circumstance, you received severance pay or paid leave in lieu of service since your most recent hire date under this Plan or under the plan of a predecessor or affiliated company, then the years of service used to calculate the severance benefit amount you received will be subtracted from any future severance benefit.  
Medical or disability leave
Like other employees who are not actively at work for more than 90 days, employees not at work due to a medical or disability leave generally are not eligible for severance when their job position is eliminated.  If the leave of absence qualifies for Short Term Disability or the employee is in the first six months of Long Term Disability, and the employee is able to return to work prior to exhausting Short Term Disability or the first six months of Long Term Disability, but there is no job position to return to, then Vista may offer the employee a severance benefit.
Plan may be amended or terminated
At any time prior to a Change in Control, Vista, through Vista’s Compensation Committee of the Board of Directors, has the sole discretion to change, amend or terminate this Plan or to change the severance benefit available under the Plan at any time.
For purposes of this Plan, Change in Control has the same meaning as “Change in control” in the Vista Outdoor Inc. Income Security Plan, as such may be amended from time to time.
In the event of a Change in Control, this Plan may not be amended, changed or terminated for a period of one year from the effective date of a Change in Control in a manner that would adversely affect eligible Plan participants unless 80 percent of such participants provide written consent. 

Section 409A of the Internal Revenue Code of 1986
It is intended that the provisions of this Plan comply with Section 409A of the Internal Revenue Code of 1986, as amended, and the regulations promulgated thereunder (“Section 409A”), and all provisions of this Plan will be construed and interpreted in a manner consistent with the requirements for avoiding taxes or penalties under Section 409A.  If, at the time of your separation from service (within the meaning of Section 

9    

409A), you are a specified employee (within the meaning of Section 409A), amounts constituting deferred compensation (within the meaning of Section 409A) that are payable under this Plan on account of your separation from service will be paid, without interest, on the first day of the seventh month following such separation from service.  Neither you nor any of your creditors or beneficiaries shall have the right to subject any deferred compensation (within the meaning of Section 409A) payable under this Plan to any anticipation, alienation, sale, transfer, assignment, pledge, encumbrance, attachment or garnishment.  Except as permitted under Section 409A, any deferred compensation (within the meaning of Section 409A) payable to you or for your benefit under this Plan may not be reduced by, or offset against, any amount owing by you to Vista.  For the purposes of Section 409A, each payment under this Plan will be deemed to be a separate payment.  Notwithstanding any provision of this Plan to the contrary, Vista reserves the right to make amendments to this Plan as Vista deems necessary or desirable to avoid the imposition of taxes or penalties under Section 409A.  In any case, you are solely responsible and liable for the satisfaction of all taxes and penalties that may be imposed on your or for your account in connection with this Plan (including any taxes and penalties under Section 409A).

10    

	
		
	Administration

	The Employee Retirement Income Security Act of 1974 (ERISA) requires that you be given certain information to help you answer administrative questions about this Plan.  Also detailed in this section is the appeal process if your claim for benefits is denied, as well as your legal rights under ERISA.

	Name of Plan
	Vista Outdoor Inc. Employee Welfare Benefit Plan (Plan No. 501)

	Plan Sponsor and  
Plan Administrator
	Vista Outdoor Inc. 
938 University Park Boulevard, Suite 200
Clearfield, UT 84015

	Administration
	Responsibility for administration of this Plan and interpretation of this Plan’s provisions rests with Vista, acting through its officers and employees. Except with respect to Tier 1 Executives (also referred to as “Section 16 Officers,” as described in this Plan under “Introduction – Plan eligibility”), the Compensation Committee of Vista’s Board of Directors (the “Committee”) may delegate to Vista’s Senior Vice President of Human Resources the authority to make final determinations regarding Plan eligibility and to provide conclusive interpretation of Plan provisions.
The Committee decides appeals of denied claims for Tier 1 Executives, and Vista’s Senior Vice President of Human Resources has this responsibility for Tier 2 Executives.  The Committee has final discretionary authority to decide claim appeals under this Plan for Tier 1 Executives, and the Senior Vice President of Human Resources has that final discretionary authority for Tier 2 Executives.
Correspondence regarding this Plan should be directed to the 
Senior Vice President Human Resources at the Company address shown above.

	Employer Identification Number
	47-1016855

	Plan Number
	501

	Type of Plan
	Welfare plan, Severance

	Plan Eligibility
	As defined in the “Introduction – Plan eligibility” section of this Plan

	Plan Funding
	Unfunded – Benefits are paid from Employer’s general assets.

	Plan Year
	Plan year begins on January 1 and ends on December 31.

	Agent for Legal Process
	General Counsel 
Vista Outdoor Inc. 
938 University Park Boulevard, Suite 200
Clearfield, UT 84015

	 
	 

11    

CLAIMS
If you believe you may be entitled to benefits, or you disagree with any decision regarding your benefit, you should present a written claim / appeal to Vista at the following address. (An oral claim or request for review is not sufficient.)   
Vista Outdoor Inc.  
Attn: Senior Vice President of Human Resources 
938 University Park Boulevard, Suite 200
Clearfield, UT 84015
801-779-4600 
 
If you do not file a written claim or follow the claims procedures, you may give up legal rights. 

	
	
	A Claim for Benefits

	A “claim” for benefits is a request for benefits under this Plan filed in accordance with this Plan’s claims procedures. To make a claim or request review of a denied claim, you must file a written claim with Vista at the address shown above.  An oral claim or request for review is not sufficient.

Steps in Filing a Claim
Time for Filing a Claim.  You must file your written claim with Vista within one year after the date you knew or reasonably should have known of the facts behind your claim.
Filing a Claim.  You must file your claim with Vista at the address noted above.  You must include the facts and arguments that you want considered during the claims procedure.
Response from Vista.  Within 90 days of the date Vista receives your claim, you will receive a written or electronic notice of the decision or a notice describing the need for additional time (up to 90 additional days) to reach a decision.  If Vista (or in the case of a Section 16 Officer, the Compensation Committee of the Vista Board of Directors (the “Committee”)) notifies you that it needs additional time, the notice will describe the special circumstances requiring the extension and the date by which it expects to reach a decision.  If Vista (or in the case of a Section 16 Officer, the Committee) denies your claim, in whole or in part, you will receive a notice specifying the reasons, the Plan provisions on which it is based, a description of additional material (if any) needed to perfect the claim, your right to file a civil action under section 502(a) of the Employee Retirement Income Security Act of 1974, as amended (“ERISA”), if your claim is denied upon review, and it will also explain your right to request a review.
Steps in Filing Request for Review.
Time for Filing a Request for Review.  If Vista (or in the case of a Section 16 Officer, the Committee) denies your claim, you may request a review of your claim by Vista’s Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee).  Vista must receive actual delivery of your written request for review within 60 days after the date you receive notice that your claim was denied.
Filing a Request for Review of a Denied Claim.  You may file a request for review of a denied claim with Vista, which will be forwarded to the Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee). Your request must include issues that you want considered in the review.  You may submit written comments, documents, records, and other information relating to your claim.  Upon request, you are entitled to receive free of charge reasonable access to and copies of the relevant documents, records, and information used in the claims process.

12    

Response from Vista or Compensation Committee on Review. Within 60 days after the date Vista receives your request, you will receive a written or electronic notice of the decision or a notice describing the need for additional time (up to 60 additional days) to reach a decision.  If you are notified that the Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee) needs additional time, the notice will describe the special circumstances requiring the extension and the date by which a decision is expected to be reached.  If the Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee) affirms the denial of your claim, in whole or in part, you will receive a notice specifying the reasons, the Plan provisions on which it is based, notice that upon request you are entitled to receive free of charge reasonable access to and copies of the relevant documents, records, and information used in the claims process, and your right to file a civil action under section 502(a) of ERISA.
If the Senior Vice President of Human Resources or the Compensation Committee Requests Further Information Regarding Your Claim on Review.  If the Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee) determines that further information is needed to complete the review of your denied claim, you will receive a written notice describing the additional information necessary to make the decision.  You will then have 60 days from the date you receive the notice requesting additional information to provide it to the Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee).  The time between the date the Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee) sends the request to you and the date of receipt of the requested additional information from you shall not count against the 60-day period in which the Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee) has to decide your claim on review.  If the Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee) does not receive a response, then the period by which the Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee) must reach a decision shall be extended by the 60-day period provided to you to submit the additional information.  Note:  If special circumstances exist, this period may be further extended.
In General.  The Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee) will make all decisions on claims and review of claims.  With respect to the review of original and denied claims, the Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee) has the sole discretion, final authority, and responsibility to decide all factual and legal questions under this Plan.  This includes interpreting and construing this Plan and any ambiguous or unclear terms, and determining whether a claimant is eligible for benefits and the amount of the benefits, if any, a claimant is entitled to receive.  The Senior Vice President of Human Resources` (or in the case of a Section 16 Officer, the Committee) may hold hearings and reserves the right to delegate its authority to make decisions. The Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee) may rely on any applicable statute of limitations as a basis to deny a claim.  The Senior Vice President’s (or in the case of a Section 16 Officer, the Committee’s) decisions are conclusive and binding on all parties.  You may, at your own expense, have an attorney or representative act on your behalf, but the Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee) reserves the right to require a written authorization for a person to act on your behalf.
Time Periods.  The time period for review of your claim begins to run on the date Vista receives your written claim.  Similarly, if you file a timely request for review, the review period begins to run on the date Vista receives your written request.  In both cases, the time period begins to run regardless of whether you submit comments or information that you would like to be considered on review.
Limitations Period.  If you file your claim within the required time, complete the entire claims procedure, and the Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee) denies your claim after you request a review, you may sue over your claim (unless you have executed a release on your claim).  You must, however, commence that suit within 30 months after you knew or 

13    

reasonably should have known of the facts behind your claim or, if earlier, within six months after the claims procedure is completed.  
Exhaustion of Administrative Remedies.  Before commencing legal action to recover benefits, or to enforce or clarify rights, you must completely exhaust this Plan’s claim and review procedures.
	
	
	Administrative Safeguards.  This Plan uses the claims procedures outlined herein and the review by the Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee) as administrative processes and safeguards to ensure that this Plan’s provisions are correctly and consistently applied. The Senior Vice President of Human Resources (or in the case of a Section 16 Officer, the Committee) has the sole discretion, authority, and responsibility to decide all factual and legal questions under this Plan.  This includes interpreting and construing this Plan document and any ambiguous or unclear terms within this Plan document, and determining whether a claimant is eligible for benefits under this Plan and the amount of the benefits, if any, a claimant is entitled to receive.  The Senior Vice President’s (or in the case of a Section 16 Officer, the Committee’s) decisions are conclusive and binding on all parties.

Your legal rights.  As a participant in this Plan, you are entitled to certain rights and protections under ERISA.  ERISA requires that all Plan participants shall be entitled to: 
		
	•
	Examine all Plan documents, including insurance contracts and collective bargaining agreements that govern this Plan, and a copy of the latest annual report (Form 5500) filed by this Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security Administration (“EBSA”).  These documents are available for inspection at no charge in the Plan Administrator’s office, and other specified locations, such as worksites and union halls.

		
	•
	Obtain, upon written request to the Plan Administrator, copies of documents governing the operation of this Plan, including insurance contracts and collective bargaining agreements, and copies of the latest annual report (Form 5500 Series) and updated summary plan description.  The Plan Administrator may charge a reasonable amount for the copies.

		
	•
	Receive a summary of the annual financial report for any plan that pertains to you.  The Plan Administrator is required to furnish you with financial summaries called Summary Annual Reports (SARs). 

Prudent Actions by Plan Fiduciaries
In addition to creating certain rights for plan participants, ERISA imposes certain duties on the people who are responsible for the operation of the employee benefit plans.  The people who operate this Plan, called “fiduciaries” of this Plan, have a duty to do so prudently and in the interest of you and other Plan participants and beneficiaries.
No one including your employer, your union, or any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a benefit or exercising your rights under ERISA.

Enforce Your Rights  
If your claim for a welfare benefit is denied or ignored, in whole or in part, you have a right to know why this as done, to obtain copies of documents relating to the decision without charges and to appeal any denial, all within certain time schedules.  
Under ERISA, there are steps you can take to enforce the above rights.  For instance, if you request in writing a copy of plan documents or the latest annual report from this Plan and do not receive them within 30 days, you may file suit in Federal court.  In such a case, the court may require the Plan Administrator to provide the materials to you and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond the control of the Plan Administrator.  

14    

If you have a claim for benefits that is denied or ignored, in whole or in part, you may file suit in a state or Federal court.  In addition, if you disagree with this Plan’s decision or lack thereof concerning the qualified status of a domestic relations order or a medical child support order, you may file suit in Federal court.  If it should happen that Plan fiduciaries misuse this Plan’s money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in Federal court.  The court will decide who should pay court costs and legal fees.  If you are successful, the court may order the person or entity you have sued to pay these costs and fees.  If you lose, the court may order you to pay these costs and fees (for example, if the court finds your claim frivolous).

Assistance with Your Questions
If you have any questions about your benefits, you should contact the Plan Administrator.  If you have any questions about this statement or about your rights under ERISA, or if you need assistance in obtaining documents from the Plan Administrator, you should contact the nearest area office of the Employee Benefits Security Administration, U.S. Department of Labor, listed in your telephone directory, or the Division of Technical Assistance and Inquiries, Employee Benefit Security Administration, U.S. Department of Labor, 200 Constitution Avenue N.W., Washington DC 20210.  You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration.

15

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00251-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00251-of-00352.parquet"}]]