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Exhibit 10.43

CVR Refining, LP 2021
Performance-Based Bonus Plan

Philosophy / Background
CVR Refining, LP (the “Company”) is committed to wages and benefits that are competitive with a market-based, pay-for-performance compensation philosophy, providing such base pay, bonus and long-term incentive awards in line with those of the refining industry.  This Performance-Based Bonus Plan (the “Plan”) is intended to reward high performance employees, and to retain these employees in critical roles, through the issuance of bonus awards (each, a “Bonus”).

Administration
The Plan is maintained and administered by, or under the direction of, the Compensation Committee (the "Compensation Committee") of the board of directors (the “Board”) of CVR Energy, Inc. with respect to, and references to “employee” herein relate only to, eligible employees or officers of the Company and its subsidiaries, excluding any employees of (or individuals solely subject to the bonus plans of) CVR Energy, Inc. (“CVI”), CVR Partners, LP (“UAN”) and, with respect to UAN, its general partner and subsidiaries.  

The Compensation Committee shall annually approve all salaries, targets and bonus metrics for employees in Grade E14 and above, and shall annually approve a total bonus pool for employees in Grade E13 and below. The Compensation Committee delegates to the Chief Executive the authority to approve payouts from such total bonus pool to employees in Grade E13 and below, in his sole discretion. The Chief Executive shall also be responsible for assigning salaries, bonus targets, and Grade levels to employees in Grade 13 and below.

In the event of a claim or dispute brought forth by any employee with a Grade level of E13 or below, the decision of the Chief Executive as to the facts in the case and the meaning and intent of any provision of the Plan, or its application, shall be final, binding, and conclusive. In the event of a claim or dispute brought forth by any employee with a Grade level of E14 or above, the decision of the Compensation Committee as to the facts in the case and the meaning and intent of any provision of the Plan, or its application, shall be final, binding, and conclusive.

The Plan described herein does not create a contractual obligation on the part of the Company.  The Company expressly reserves the right to modify, discontinue, or otherwise change the Plan outlined in this document at the sole and absolute discretion of the Company without advance notice.  

Introduction
The purpose of the Plan and any Bonus to be paid hereunder is to enhance the Company’s ability to attract, motivate, reward and retain employees, and to strengthen their commitment to the success of the Company.  

Eligibility and Administration
Bonuses are made based on the applicable calendar year during which the employees performed the services and are generally paid (to the extent payable) after the financials have been audited and within 90 days of the end of the calendar year (the “Performance Period” or “Period”).  

Generally, only exempt, non-exempt and non-union hourly employees are eligible to receive a Bonus, provided that, to receive a Bonus, an employee must: (i) be actively employed with the Company for at least 180 days during the calendar year; (ii) consistently perform at or above expectations for their role; (iii) be actively employed on the date of payout and not on a performance improvement plan or in 
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corrective or disciplinary action status as a result of poor performance during the Performance Period. Employees hired prior to October 1 during the Performance Period will be eligible to receive a Bonus provided the above requirements (ii) and (iii) are met.

Subject to annual review, Bonuses are computed in accordance with each eligible employee’s Grade (as shown in Appendix A), prorated for time in an eligible position, as well as a performance multiplier of zero to 150 percent, based on performance against the achievement of the allocated Company and individual performance measures described herein. Appendices A-E present the overall compensation structure (Appendix A), example calculations (Appendices B, C), eligibility (Appendix D) and bonus payout measures (Appendix E). The Individual Performance Multiplier component of a Bonus, if any, is entirely discretionary.  

In addition, if the Adjusted EBITDA Threshold established for the Company for a given Performance Period is not reached, no Bonus will be paid for the Period, subject to Compensation Committee discretion. The Compensation Committee may, in its sole and absolute discretion, waive the Adjusted EBITDA Threshold requirement, increase, decrease, or otherwise adjust performance measures, targets, and payout ranges used hereunder, as a result of extraordinary or non-recurring events, changes in applicable accounting rules or principles, changes in the Company’s methods of accounting, changes in applicable law, changes due to consolidations, growth capital spend programs, acquisitions, or reorganizations affecting the Company and its subsidiaries and affiliates, or other similar changes in the Company’s business.

Company Performance: Environmental Health & Safety (EH&S) Measures – 25%
EH&S measures are as follows (see Appendix F for definitions):
•Personal Safety – Total Recordable Injury Rate (TRIR);
•Process Safety – Process Safety Incident Rate (PSIR); and
•Environmental Events (EE).

Company Performance: Financial Measures – 75%
Financial measures are objectives related to the following (see Appendix F for definitions):
•Reliability; 
•Equipment Utilization; 
•Operating Expense; and  
•Return on Capital Employed. 

Spot Bonus

Introduction
Employees making an extraordinary contribution to the furtherance of Company financial performance or advances in Company culture may be nominated by their manager or executive sponsor for a Bonus on a spot basis (a “Spot Bonus”), subject to approval by the Chief Executive. Spot Bonuses will be limited to employees in salary grades E13 and below and a maximum value of five thousand dollars ($5,000).

Terms and Conditions of Spot Bonus 
Except as specifically set forth herein, the foregoing provisions of the Plan will likewise apply to a Spot Bonus.  For the avoidance of doubt, these provisions relate to, among others, forfeiture and/or recoupment, amendment or termination, tax withholding, data protection and consent and governing law. 

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General Provisions

See Appendix F for definitions relating to the Plan.

Participation in the Plan is subject to (i) each individual employee’s compliance with the Company’s mission and values, its code of ethics and its policies and procedures, including, without limitation, the Corporate Policies and Procedures and employee handbook (collectively, “Company Policies”), and (ii) the Clawback and Recoupment Policy attached as Appendix G.

Each employee that is eligible and receives a Bonus or Spot Bonus will be liable for any and all federal, state, provincial, local or foreign taxes, pension plan contributions, employment insurance premiums, social insurance contributions, amounts payable to a governmental and/or regulatory body in the employee’s country and other levies of any kind required by applicable laws to be deducted or withheld with respect to any such award (collectively, the “Withholding Taxes”). The Company will have the right to deduct and withhold all required Withholding Taxes from any payment or other consideration deliverable to an employee pursuant to any such payment. All awards under the Plan are intended to be exempt from Section 409A of the Internal Revenue Code of 1986, as amended, and shall be construed and interpreted in accordance with such intent.

Participation in the Plan does not confer upon any employee any right to continue in the employ of the Company or its subsidiaries, nor interfere in any way with the right of the Company and its subsidiaries to terminate any employee’s employment at any time.  The Company and its subsidiaries are under no obligation to continue the Plan in future years.  

The Compensation Committee may at any time, or from time to time, in its sole and absolute discretion, (a) amend, alter or modify the provisions of this Plan, (b) terminate this Plan, or (c) terminate the participation of an employee or group of employees in this Plan; provided, however, that in the event of the termination of the Plan or a termination of participation, the Compensation Committee, in its sole and absolute discretion, may determine that a prorated award is payable to employees who were participants in this Plan under such terms and conditions as established by the Compensation Committee.

Notwithstanding anything herein to the contrary, whether or not any payment or award is authorized, earned or paid under the Plan will be determined by the Compensation Committee in its sole and absolute discretion, and no such payment or award shall be earned, nor shall any right to any such payment or award exist or accrue, unless, among other factors, such payment or award has been authorized by the Compensation Committee in its sole and absolute discretion, and actually paid to the employee.   In addition, whether or not any payment or award is authorized, earned or paid pursuant to the Plan is without regard to whether any of the individual performance metrics, financial performance targets and/or goals, or any other benchmarks, targets, personal goals or criteria set forth in the Plan are met, not met, exceeded or not exceeded.

No employee, beneficiary or other person shall have any right, title or interest in any amount awarded under the Plan prior to the payment of such award to him or her.  An employee’s rights to a payment under the Plan are no greater than those of unsecured general creditors of the Company or its subsidiaries.

By participating in the Plan, each employee consents to the holding and processing of personal information provided by such employee to the employer, any affiliate of the employer, trustee or third party service provider, for all purposes relating to the operation of the Plan.  Consents include, but are not limited to: (i) administering and maintaining employee records; (ii) providing information to the 
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employer, its affiliates, trustees of any employee benefit trust, registrars, brokers or third party administrators of the Plan; (iii) providing information to future purchasers or merger partners of the employer or any of its affiliates, or the business in which the employee works; and (iv) to the extent not prohibited by applicable law, transferring information about the employee to any country or territory that may not provide the same protection for the information as the employee’s home country.

The Plan is governed by the laws of the State of New York and as such will be construed under and in accordance with the laws of the State of New York without regard to conflicts of law. 

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Appendix A 
Compensation Structure: Base Pay & Incentive Plans

[Table Redacted]

Individual Performance Measures
Supervisor’s assessment of employee’s performance will be based on the following categories:
•Interpersonal effectiveness
•Business conduct
•Professional and technical development
•Leadership 
•Achievement of goals
•Results orientation

The assessment is discretionary and based on a wide range of considerations which often change over the course of the year.

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Appendix B
Bonus Payout and Company Performance Calculations

               Bonus Payout Calculation:

               **Company Performance Multiplier:

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Appendix C
Bonus Payout Examples

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Appendix D
CVR Refining, LP

Eligibility
Non-union direct employees of Company, its general partner and their respective subsidiaries, including Commercial Executives, Pipeline, Trucking, Marketing, Company Controller, Crude, Planning, Wholesale, Wynnewood and Coffeyville refineries and Capital Projects, and any employee of any affiliated entity deemed by the Chief Executive in their sole discretion to be solely dedicated to the Company or its subsidiaries, but excluding anyone not an eligible employee as described in the Plan.

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Appendix E
CVR Refining, LP
Bonus Payout Measures

Environmental Health & Safety (EH&S) Measures (25%)
Three measures evenly weighted (33-1/3% each): Total Recordable Incident Rate (TRIR), Process Safety Tier I Incident Rate (PSIR), and Environmental Events (EE):

									
	Percentage Change(over the prior year)		Bonus Achievement
	Increase in Incident Rate or Incidents		Zero
	0%		50% of Target Percentage (Threshold)
	Decrease > 0% and < 3%		Linear Interpolation between Threshold and Target
	Decrease of 3%		Target Percentage
	Decrease > 3% and < 10%		Linear Interpolation between Target and Maximum
	Decrease of 10% or more, or if TRIR is maintained at or below 1.0, PSIR at or below 0.2 and EE at or below 20		150% of Target (Maximum)

Financial Measures (75%) 
Four measures evenly weighted (25% each):

									
	Reliability		Bonus Achievement
	Greater than 8.0%		Zero
	8.00%		50% of Target Percentage (Threshold)
	6.01% to 7.99%		Linear Interpolation between Threshold and Target
	6.00%		Target Percentage
	5.0% to 5.99%		Linear Interpolation between Target and Maximum
	Less than 5.0%		150% of Target (Maximum)

									
	Equipment Utilization		Bonus Achievement
	Less than 95%		Zero
	95%		50% of Target Percentage (Threshold)
	95.01% to 99.99%		Linear Interpolation between Threshold and Target
	100%		Target Percentage
	100.01% to 104.99%		Linear Interpolation between Target and Maximum
	Greater than 105%		150% of Target (Maximum)

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	Operating Expense		Bonus Achievement
	Greater than 103.0%		Zero
	103%		50% of Target Percentage (Threshold)
	100.1% to 102.99%		Linear Interpolation between Threshold and Target
	100%		Target Percentage
	95.0% to 99.99%		Linear Interpolation between Target and Maximum
	Less than 95%		150% of Target (Maximum)
	CVRR ROCE (Ranking vs. Peer Group*)		Bonus Achievement
	First (highest)		150% of Target (Maximum)
	Second		125% of Target Percentage
	Third		112.5% of Target Percentage
	Fourth		Target Percentage (100%)
	Fifth		75% of Target Percentage
	Six		50% of Target Percentage (Minimum)
	Seventh		Zero

Performance measures subject to peer group ranking will be based on LTM data as of September 30 of the Performance Period.

*The Refining Industry peer group will include Valero, Marathon, PBF Energy, Delek, Holly Frontier and Par Pacific.

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Appendix F
Definitions

“Adjusted EBITDA” for the Company means earnings before interest, taxes, depreciation and amortization, and adjusted for inventory valuation impacts,, unrealized gains and losses on derivative transactions, turnaround expenses to the extent they are included in EBITDA, loss on extinguishment of debt, asset impairment charges, and board-directed actions.

“Adjusted EBITDA Threshold” means actual maintenance and sustaining capital expenditures plus reserves for turnaround expenses plus interest on debt for the given Performance Period, and board-directed actions. [Redacted].

“Chief Executive” means the President and Chief Executive Officer of the Company.

“Eligible Compensation” means (i) for eligible exempt employees, such employee’s base salary at the time the Bonus or Spot Bonus is determined (prorated for time in an eligible position), and (ii) for eligible non-exempt and non-union hourly employees, such employees’ eligible wages for the applicable year as determined by the Company to be required by law. 

“Environmental Events” (“EE”) means the total number of reportable quantities and water deviations.  
• Reportable quantities are releases of substances during a 24-hour period that exceed a federal, state or local reporting threshold.
◦Reportable quantity is an event or contemporaneous combination of events during at 24-hour period that results in a release that exceeds a reportable quantity or quantities of a EPCRA/CERCLA compound as defined in the EPA List of Lists or a release that exceeds any other federal, state or local reporting threshold.  Federally permitted releases and continuous releases defined in 40 CFR §302.6 and §302.8 are not considered reportable quantities under this measure.
◦A reportable quantity is counted by event or contemporaneous combination of events, not by the number of individual reports that are filed or number of compounds which exceed their reportable quantity.  Events are considered contemporaneous if they occur within 24-hours or when a common cause results in one or more reportable quantities during contiguous or overlapping 24-hour periods.
•Water deviations are exceedances of a NPDES-based permit limit, wastewater bypasses and sheens to water of the United States.  
◦The number of deviations is based on the number of individual permit limits exceeded irrespective of the number of causal events attributed to the deviation.  However, a continuance of an ongoing permit limit deviation would not be double-counted if it were contemporaneous with a prior deviation and/or event.  
◦Oil sheens and reportable quantities to water are only counted once as a water deviation environmental event.
A single event that results in multiple reportable quantities and/or when a water deviation is also a regulatory reportable quantity is not “double-counted” and will only be considered one Environmental Event.

“Executive Officer” of the Company means an “executive officer” as that term is defined in Rule 3b-7 of the Securities Exchange Act of 1934, as amended (the “Exchange Act”) or an “officer” of the Company for purposes of Section 16 of the Exchange Act.

“Equipment Utilization” means actual throughput for the Performance Period divided by the planned throughput for the Performance Period, as adjusted at the discretion of the Compensation Committee 
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for events or downtime caused by third parties.  Planned throughput is reflected in the Company’s annual volumetric plan. Monthly targets may be adjusted on a month by month basis to optimize production for which there is an economic incentive to do so during the given period. In such cases, the annual volumetric plan will be adjusted for the purposes of Bonus calculations with the new targets in place of the original targets.

“Operating Expense” means measurement of actual controllable and fixed operating costs divided by budgeted amounts. For purposes of calculating the Bonus, budgeted amounts are subject to revision by the Board in its discretion based on changes in business conditions or configuration of the business (e.g., items such as acquisitions or divestitures, unusual or non-recurring charges and changes in staffing relating to changed strategy approved by the Board will be considered as items for potential adjustment).  

“Process Safety Incident Rate” (“PSIR”) means a standardized measure of process safety performance for the number of process safety tier 1 events per 100 full-time equivalent employees, as defined in the recommended practice for process safety performance indicators, ANSI/API RP 754.   
A process safety tier 1 event is an unplanned or uncontrolled loss of primary containment of any material, including non-toxic and non-flammable materials, from a process that results in one or more consequences, including: 
a.an employee, contractor or subcontractor “days away from work” injury and/or fatality;
b.a hospital admission and/or fatality or a third-party;
c.an officially declared community evacuation or community shelter-in-place;
d.a fire or explosion resulting in greater than or equal to $25,000 of direct cost to the company;
e.an officially declared community evacuation or community shelter-in-place;
f.a pressure relief device (PRD) discharge to atmosphere whether directly or via a downstream destructive device that results in one or more of four defined consequences and a PRD discharge quantity greater than defined threshold quantities in a one-hour period; or,
g.a release of material greater than defined threshold quantities described in any one-hour period.

“Reliability” means Lost Profit Opportunity (“LPO”), defined as foregone refining margin that results from operational variance due to factors within the Company’s control, specifically including human and equipment performance, divided by the sum of actual refining margin plus LPO.

“Return on Capital Employed” (“ROCE”) means operating income before depreciation and amortization (excluding asset impairments, non-cash asset write-downs and inventory valuation gains or losses) divided by average Capital Employed during the Period (averages calculated using 5-quarter end balances for the measurement period). 

“Capital Employed” means the total assets, less current liabilities (adjusted for any asset or inventory valuations imputed on operating income).

“Total Recordable Injury Rate” (“TRIR”) means a standardized measure of safety performance for the number of work-related injuries per 100 full-time equivalent employees, as defined by OSHA.    

“Throughput” means total crude oil and other feedstocks charged to the refinery including isobutane, normal butane, natural gasoline, gas oil, biodiesel and ethanol used for blending.

Appendix G 
Clawback and Recoupment Policy
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This Clawback and Recoupment Policy applies to each Bonus and Spot Bonus (for purposes of this Plan, an “Award”).   

If the Compensation Committee in its sole and absolute discretion, determines that (i) there has been misconduct or a gross dereliction of duty resulting in either a violation of law or Company Policy, that, in either case, causes significant financial or reputational harm to the Company (or any of its affiliates), and that an employee committed the misconduct or gross dereliction of duty, or failed in his or her responsibility to manage or monitor the applicable conduct or risk; (ii) an employee has committed an immoral act which is reasonably likely to impair the reputation of the Company (or any of its affiliates); (iii) an employee committed, or was indicted for, a felony or any crime involving fraud or embezzlement or dishonesty or was convicted of, or entered a plea of nolo contendere to a misdemeanor (other than a traffic violation) punishable by imprisonment under federal, state or local law; (iv) an employee violated any securities or employment laws or regulations; (v) an employee materially breached a Company Policy or any non-compete and/or non-solicitation clause included in an agreement or offer letter with such employee’s employer; (vi) an employee embezzled and/or misappropriated any property of the Company (or any of its affiliates) or committed any act involving fraud with respect to the Company (or any of its affiliates); or (vii) an employee engaged in conduct (including by omission) or an event or condition has occurred, which, in each case, would have given the Company or its subsidiaries the right to terminate the employee’s employment for Cause (as defined herein), then, to the extent not prohibited by applicable law, such Compensation Committee, in its sole and absolute discretion, may cancel, declare forfeited, or rescind such Award, or may seek reimbursement from such employee (and such employee will be obligated to repay) all or any portion of any payments made to such employee in respect of such Award.

If the Compensation Committee determines, in its sole and absolute discretion, that calculations underlying the performance measures and targets, including but not limited to mistakes in the Company’s financial statements, were incorrect, then such Compensation Committee may, in its sole and absolute discretion, seek to recover the amount of any payment made to employees that exceeded the amount that would have been paid based on the corrected calculations.

To the extent not prohibited by applicable law, if an employee is an officer, or, if applicable, has otherwise been designated by the Board of the Company as an Executive Officer, the Board may seek reimbursement of any payment made to such employee in respect of an Award in the event of a restatement of such Company’s (or any of its subsidiaries’) financial results (occurring due to material noncompliance with any financial reporting requirements under applicable securities laws) that reduced a previously granted payment made to such employee in respect of an Award.  In that event, the Compensation Committee may, in its sole and absolute discretion, seek to recover the amount of any such payment made to the employee that exceeded the amount that would have been paid based on the restated financial results.

If the Company subsequently determines that it is required by law to apply a “clawback” or alternate recoupment provision to an Award, under the Dodd-Frank Wall Street Reform and Consumer Protection Act or otherwise, then such clawback or recoupment provision also shall apply to such Award, as if it had been included on the effective date of such Award.

To the extent not prohibited under applicable law, the Company (or any of its subsidiaries) (as applicable), in its sole and absolute discretion, will have the right to set off (or cause to be set off) any amounts otherwise due to employee from such Company or a subsidiary in satisfaction of any repayment obligation of such employee hereunder, provided that any such amounts are exempt from, 
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or set off in a manner intended to comply with the requirements of Section 409A of the Internal Revenue Code of 1986, as amended.

For the avoidance of doubt, the Company’s and its subsidiaries’ rights under this Plan will apply to employees, without regard to whether any such employee is currently providing, or previously provided, services to the Company or its subsidiary as an employee.

“Cause” for purposes of any Award means such employee’s (i) refusal or neglect to perform substantially his or her employment-related duties or services, (ii) personal dishonesty, incompetence, willful misconduct or breach of fiduciary duty, (iii) indictment for, conviction of or entering a plea of guilty or nolo contendere to a crime constituting a felony or his or her willful violation of any applicable law (other than a traffic violation or other offense or violation outside of the course of employment or services to the Company or its affiliates which in no way adversely affects the Company and its affiliates or their reputation or the ability of the employee to perform his or her employment-related duties or services or to represent the Company or any affiliate of the Company that employs such employee or to which the employee performs services), (iv) failure to reasonably cooperate, following a request to do so by the Company, in any internal or governmental investigation of the Company or any of its affiliates or (v) material breach of any written covenant or agreement with the Company or any of its affiliates not to disclose any information pertaining to the Company or such affiliate or not to compete or interfere with the Company or such affiliate; provided that, in the case of any employee who, as of the date of determination, is party to an effective services, severance or employment agreement with the Company or any affiliate, “Cause” will have the meaning, if any, specified in such agreement.
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Exhibit 10.44

February 22, 2021 

Via Hand Delivery 
Mr. David L. Landreth

Dear Mr. Landreth,

This Letter Agreement memorializes the terms under which, in connection with your agreement to remain employed by CVR Services, LLC (“Company”) through March 26, 2021 (your “Separation Date”) and to comply with other obligations as set forth herein, you would be eligible for certain compensation as outlined in this Letter Agreement including the Release Agreement, attached hereto as Exhibit A and incorporated herein, to which you would not otherwise be entitled.  

1.Interim Obligations.  You agree to remain employed through your Separation Date and to perform any and all services, including with respect to transition and related activities, reasonably requested by Company or any Released Parties (as defined in Exhibit A) in accordance with industry best practices, applicable law and all policies, standards, procedures and practices of Company (collectively, the “Interim Obligations”).   

2.General Benefits.  Your eligibility for and coverage under the Company’s employee benefit plans will end on the Separation Date.  Following your Separation Date, you will be (a) entitled to receive any earned but unused Paid Time Off (less applicable withholdings and deductions) to which you would be entitled following your Separation Date under applicable policy of Company or any Released Parties (“Unused PTO”); (b) entitled to receive your base salary (less applicable withholdings and deductions) earned for periods on and preceding your Separation Date (“Earned Base Salary”); (c) immediately eligible for continued benefits, at your own expense, in accordance with COBRA (“COBRA Eligibility” and together with Unused PTO and Earned Base Salary, the “General Benefits”).  

3.Separation Benefits.  Provided you (a) agree to the terms of this Letter Agreement; (b) comply with and reasonably perform all Interim Obligations; (c) do not quit, resign, or get dismissed for Cause (as defined herein) prior to your Separation Date; (d) sign (no earlier than your Separation Date), return and do not rescind the Release Agreement, attached hereto as Exhibit A and incorporated herein; and (e) comply with all terms and conditions of such Release Agreement (including but not limited to the Confidentiality and Non-Disparagement provisions contained therein), you will also receive a lump sum payment (less applicable deductions and withholdings) in the amount of $450,000 (the “Separation Benefit”), payable on the date determined reasonably practicable by Company in its sole discretion following expiration of any applicable rescission periods relating to the Release Agreement.    

4.No Other Benefits.  You agree that you are entitled to no other benefits, compensation, payments, sums or amounts under (a) applicable law, (b) any policy, standard or procedure or similar arrangement of any Released Parties (including but not limited to the Severance Pay Plan), or (c) any agreement by and between you and any Released Parties (but not limited to any awards or agreements under any Long-Term Incentive Plan or similar plan of any Released Parties, and you voluntarily agree to waive any rights thereunder.  While you will be entitled to the General Benefits regardless of whether you 

sign, return and do not rescind the Release Agreement, you will only be entitled to the Separation Payment unless you comply with all conditions set forth under Section 3(a) through 3(d) above.     

Please note, in the event of a conflict between the terms of this Letter Agreement and the Release Agreement, the Release Agreement shall control.  Should you have any questions regarding this Letter Agreement or the Release Agreement, please contact Alicia Skalnik.  

                    Sincerely,

                    CVR SERVICES, LLC 

                    /s/ Alicia Skalnik 

                    Alicia Skalnik
                    Vice President – Human Resources 

Agreed to this 22nd day of February, 2021 

/s/ David L. Landreth
David L. Landreth 

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RELEASE AGREEMENT
This Release Agreement (the “Agreement”) is entered into between David L. Landreth (“Employee”) and CVR Services, LLC (“Company”) on the ___ day of __________, 2021. 
 
1.Separation.  Employee and the Company ended their employment relationship on March 26, 2021 (“Separation Date”).  Effective on the Separation Date, Employee is no longer authorized to transact business or incur any expenses, obligations or liabilities on behalf of the Company. Employee acknowledges, represents and warrants that (a) Employee has reported to the Company any and all work-related injuries incurred during employment and has disclosed to the Company any information he has concerning any fraudulent or unlawful conduct involving the Released Parties; (b) the Company properly provided any leave of absence because of Employee’s or a family member’s health condition or military service, and Employee has not been subjected to any improper treatment, conduct or actions due to a request for or taking such leave; (c) Employee has provided the Company with written notice of any and all concerns regarding suspected ethical and compliance issues or violations of law, rule, regulation or order on the part of the Company or any other Released Parties; (d) Employee does not have a claim of unlawful discrimination, harassment, sexual harassment, abuse, assault, or other criminal conduct or retaliation; and (e) upon receipt of a final paycheck, Employee has been paid and/or received all leave (paid or unpaid), all unused Paid Time Off to which Employee is entitled, compensation, wages, bonuses, severance or termination pay, commissions and/or benefits to which Employee may have been entitled and that no other remuneration or benefits are due to Employee, except as set forth in this Agreement.
2.Separation Benefits.  In return for Employee’s release of claims and other promises in this Agreement, including the confidentiality and non-solicitation provisions contained in Section 10, the Company will provide Employee the following separation benefits, to which Employee agrees he is are not otherwise entitled:  the total gross amount of $450,000, less applicable withholdings and deductions (“Separation Benefits”), to be paid as soon as administratively feasible after the Effective Date (as defined below).  Amounts the Company is paying in consideration for the Agreement will be treated as taxable compensation but are not intended by either party to be treated, and will not be treated, as compensation for purposes of eligibility or benefits under any benefit plan of the Company.  The Company will apply standard tax and other applicable withholdings to payments made to Employee.  Employee agrees that the consideration the Company will provide includes amounts in addition to anything of value to which Employee already is entitled.  The Company also will pay Employee base salary through the Separation Date and accrued and unused paid time off as of the Separation Date, if applicable under state law and Company policy, regardless of whether Employee signs this Agreement, in each case, subject to applicable tax and other applicable withholdings.
3.Release of Claims.  In consideration of the separation benefits provided by the Company, Employee, for Employee personally and Employee’s representatives, heirs, executors, administrators, successors, assigns and anyone acting by, through, under or on behalf of Employee, fully, finally and forever releases, waives and discharges the Company and its 
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affiliates, as well as their respective successors, assigns, officers, owners, controlling persons, stockholders (including Carl C. Icahn and his family members), directors, agents, representatives, carriers, attorneys, and employees (collectively, “Released Parties”), of and from all claims, demands, actions, causes of action, suits, damages, losses, and expenses, of any and every nature whatsoever, individually or as part of a group action, known or unknown, as a result of actions or omissions occurring through the date Employee signs this Agreement.  Specifically included in this waiver and release are, among other things, claims of unlawful discrimination, harassment, or failure to accommodate; related to terms and conditions of employment; for compensation or benefits; and/or for wrongful termination of employment, under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Civil Rights Act of 1866, the Employee Retirement Income Security Act (ERISA), the Age Discrimination in Employment Act (ADEA), the Family and Medical Leave Act (FMLA), the National Labor Relations Act (NLRA), any amendments to the foregoing, or any other federal, state or local statute, rule, ordinance, or regulation, including, but not limited to (all as amended), Kansas Acts Against Discrimination, Kan. Stat, Ann. § 44-1001, et seq. and Kansas Age Discrimination in Employment Act, Kan. Stat. Ann. § 44-1111, et seq.; Illinois Human Rights Act, 775 Ill. Comp. Stat. Ann. 5/1-103, 5/2-101, 5/2-102, 5/2-103, 5/2-104, and 56 Ill Adm. Code 5210.110; Oklahoma Anti-Discrimination Act, including 25 Okla. Stat. §§ 1201 et seq., Okla. Admin Code § 335, Ch. 15, Subchapter 3, Chapters 21 and 451 of the Tex. Lab. Code, Florida Civil Rights Act, f/k/a Human Rights Act of 1977,Fla. Stat. § 760.01 et seq., Florida Equal Pay Law, Fla. Stat. § 448.07, Fla. Stat. § 725.07, Florida AIDS Act, Fla. Stat. § 760.50, Florida Law Sickle-Cell Trait Discrimination Law, Fla. Stat. §§ 448.075, 448.076, Florida Private Whistleblower Protection Law, Fla. Stat. § 448.101 et seq., Florida Public Whistle-Blower’s Act, Fla. Stat. § 112.3187 et seq., Florida Worker’s Compensation Retaliation Law, Fla. Stat. § 440.205, Florida Unpaid Wages Law, Fla. Stat. § 448.08; Florida Minimum Wage Act, Fla. Stat. §§ 448.109, 448.110, Florida Leave to Victims of Domestic Violence Act, Fla. Stat. § 741.313; New York State Human Rights Law, New York Executive Law, New York Civil Rights Law, New York City Human Rights Law, New York City Local Civil Rights Restoration Act of 2005, New York City Administrative Code, New York Minimum Wage Act, New York City Earned Safe and Sick Time Act, New York Worker Adjustment Retraining and Notification Act,  New York Labor Law, New York Wage Theft Prevention Act, the New York Paid Family Leave Law, the New York laws for jury duty, voting, bone marrow and blood donation, and military family leave, the New York Fair Credit Reporting Act and the retaliation provisions of the New York Workers’ Compensation law; and waivable rights under the state constitutions of all applicable states; as well as claims in equity or under common law for tort, breach of contract, wrongful discharge, defamation, emotional distress, and negligence.  
Employee agrees and acknowledges that he has received valuable bargained for consideration in exchange for the terms of this Agreement, including but not limited to the Release, Confidentiality and Non-Disparagement provisions set forth herein.
4.Proprietary Information. Employee acknowledges access to and receipt of confidential business and proprietary information of or regarding the Company and its affiliates including, without limitation, trade secrets, customer and supplier lists and information, pricing, 
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business opportunities, valuation models and methodologies, processes, technologies, and any intellectual property.  Employee agrees not to make any such information known to any member of the public.  Employee further agrees to return to the Company within five (5) business days from the Separation Date all confidential and proprietary information (including notes, documents and records related thereto) and all other Company property, such as office equipment, computers, cell phones, and security badges, as well as all copies or excerpts of any property, files or documents obtained as a result of employment with the Company.
5.Confidentiality and Non-Disparagement.  The nature and terms of this Agreement are confidential and he has not been and shall not be disclosed by Employee at any time to any person other than Employee’s lawyer or accountant, a governmental agency, or Employee’s spouse or significant other, without the prior written consent of the General Counsel of the Company, except as necessary in any legal proceedings directly related to the provisions and terms of this Agreement, to prepare and file income tax forms, or as required by court order after reasonable notice to the Company, and provided, in each case, that Employee makes reasonable efforts to secure the confidential treatment of such information in connection therewith.  Employee further agrees not to solicit or initiate any demand by others not party hereto for any disclosure of the terms and conditions of this or any similar agreement.  Employee also agrees to keep confidential and not to publish, post, communicate, use or disclose any confidential or personal information, or to (directly or indirectly) write or contribute to any book, film, broadcast, article, blog or other publication of any kind, about, of or concerning, in whole or in part, any Released Parties (including Carl C. Icahn and his family members), in each case, except to the extent compelled by the non-appealable order of a court or other body having jurisdiction. Employee agrees not to make statements to clients, customers, suppliers or others regarding any Released Parties that are in any way disparaging or negative towards the Released Parties (including Carl C. Icahn and his family) or their businesses, products or services, or encourage others to do so.  Nothing in this Agreement is intended to or will be used in any way to limit Employee’s rights to make truthful statements or disclosures about his employment to any governmental agency or in any sworn testimony. Employee agrees that the requirements and obligations in this Section 5 serve the mutual interests of both Employee and Released Parties in ensuring an amicable separation between the parties.  Employee further agrees that it is his preference, and in the mutual interest of both Employee and the Released Parties that this Agreement and any claims Employee may have otherwise raised, but that are now released by this Agreement, remain confidential.
Notwithstanding the confidentiality and non-disclosure obligations in this Agreement and otherwise, Employee understands that nothing in this agreement prohibits him from reporting any possible violations of federal law or regulation to any government agency or entity, including but not limited to the Department of Justice and the Securities and Exchange Commission, or making any other disclosures that are protected under the whistleblower provisions of federal law or regulation. Employee is not required to notify the Company that he will make or has made such reports or disclosures.  Non-Compliance with the disclosure provisions of this Agreement shall not subject Employee to criminal or civil liability under any Federal or State trade secret law for the disclosure of a Company trade secret if the disclosure is 
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made: (i) in confidence to a Federal, State, or local government official, either directly or indirectly, or to an attorney in confidence solely for the purpose of reporting or investigating a suspected violation of law; (ii) in a complaint or other document filed in a lawsuit or other proceeding, provided that any complaint or document containing the trade secret is filed under seal; or (iii) to an attorney representing Employee in a lawsuit for retaliation by the Company for reporting a suspected violation of law or to use the trade secret information in that court proceeding, provided that any document containing the trade secret is filed under seal and Employee does not disclose the trade secret, except pursuant to court order.
6.Cooperation.  Employee agrees to cooperate with the Released Parties regarding matters within the knowledge or responsibility of Employee.  Without limiting the foregoing, Employee agrees to (a) meet with a Released Party’s representatives, its counsel or other designees at mutually convenient times and places with respect to any items within the scope of this provision; (b) provide truthful testimony regarding same to any court, agency, or other adjudicatory body; and (c) provide the Company with notice of contact by any non-governmental adverse party or such adverse party’s representative, except to the extent such notice is prohibited by law.  The Company will reimburse Employee for his actual and reasonable expenses incurred in connection with such cooperation.
7.Non-Admission.  This Agreement shall not be construed as an admission by any Released Party of any liability or acts of wrongdoing or unlawful discrimination, nor shall it be considered to be evidence of any liability, wrongdoing, or unlawful discrimination.
8.No Future Association.  Employee waives his right to any future association, employment, contractual relationship, or any other relationship of any kind with any Released Party and agrees not to apply to any Released Party for employment or a contractual relationship.
9.Advice of Counsel, Consideration and Revocation Periods, Other Information.  The Company advises Employee to consult with an attorney prior to signing this Agreement.  Employee has 21 days to consider whether to sign this Agreement from the date Employee receives this Agreement and any attached information (the “Consideration Period”), which Employee can waive by signing and returning this Agreement to Company’s Vice President – Human Resources (“HR”) within the Consideration Period, but not before the Separation Date.  If Employee signs and returns this Agreement before the end of the Consideration Period, it is because Employee freely chose to do so after carefully considering its terms.  Additionally, Employee shall have seven days from the date the Employee signs and returns to the Company this Agreement (the “Revocation Period”) to revoke this Agreement by delivering a written notice of revocation to the Company’s Vice President – HR either by email or by certified or registered mail to 2277 Plaza Drive, Suite 500, Sugar Land, Texas 77479.  If the Revocation Period expires on a weekend or holiday, Employee will have until the end of the next business day to revoke. This Agreement will become effective on the day after the end of the Revocation Period, provided Employee does not revoke this Agreement (the “Effective Date”).  Employee and the Company agree that any changes proposed and/or made by either party to the Agreement, whether material or immaterial, do not restart the running of the Consideration 
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Period or the Revocation Period.  In exchange for waiving any rights or claims, including rights or claims under the ADEA, Title VII, the ADA, and the IHRA, Employee has received valid and sufficient consideration pursuant to this Agreement, and such consideration is in addition to anything of value to which he was already entitled.  
10.Non-Solicitation.  In order to protect Released Parties’ confidential information and key relationships, Employee agrees that for a period of one year following the Effective Date, Employee will not directly or indirectly, in any capacity, and will not induce, encourage, or assist any other individual or entity, directly or indirectly, in any capacity, to or from: (a) hiring or engaging in any capacity any individual who is or was within the last twelve months an employee of any Released Parties of whom Employee gained knowledge through his employment, or solicit or seek to persuade any such individual to discontinue their employment with the Released Parties; (b) solicit or encourage any customer of or contractor providing any services to any Released Parties, with whom Employee had material contact or about whom he has had access to confidential information during the last two years of his employment, to terminate or diminish its relationship with the Released Parties; or (c) seek to persuade any current, former (within the last twelve months) or prospective customer of the Released Parties to conduct with anyone else any business or activity that such customer or prospective customer conducts or could conduct with any Released Parties; or (d) attempt to divert, divert, or otherwise usurp any actual or potential business opportunity or transaction about which Employee gained knowledge through his employment with the Company or its affiliates.  For purposes of this Section 10, “in any capacity” includes, but is not limited to, as an employee, independent contractor, volunteer, or owner.1 Nothing herein is intended or to be construed as a prohibition against general advertising such as “help wanted” ads that are not targeted at the Released Parties’ employees.
11.Special Remedies. Each of Employee’s obligations under Section 10 of this Agreement shall be considered a separate and severable obligation. If a court or arbitrator determines that a restriction in this Agreement cannot be enforced as written due to an overbroad limitation (such as time, geography, or scope of activity), the parties agree that the court or arbitrator shall reform or modify the restrictions or enforce the restrictions to such lesser extent as is allowed by law.  If, despite the foregoing, any provision in Section 10 is determined to be void or unenforceable, in whole or in part, then the other provisions of this Agreement will remain in full force and effect. The Parties agree that the Company will suffer irreparable harm, in addition to any damages that can be quantified, by a breach of this Agreement by Employee.  Accordingly, in the event of such a breach or a threatened breach, the Released Parties will be entitled to all remedies that may be awarded by a court of competent jurisdiction or arbitrator.
12.Applicable Law and General Provisions.  This Agreement shall be interpreted under the law of the state in which Employee worked for the Company.  Any unresolved dispute arising out of this Agreement and the general release contained herein shall be litigated 

1 If Oklahoma law is deemed to apply, then the following applies to Employee: (i) Sections 10 (b) and (c) are rewritten and replaced with the following: “solicit the established customers of the Company for the purpose of doing any business that would compete with the Company’s business”; and (ii) Section 10 (d) shall not apply.
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exclusively in any court of competent jurisdiction sitting in Houston, Texas, provided that the Released Parties may elect to pursue, without having to post any bond in connection therewith, a court action to seek injunctive relief in any court of competent jurisdiction to enforce any of its rights hereunder, including, without limitation, to terminate the violation of any of its proprietary rights, including but not limited to trade secrets, copyrights or trademarks as well as the restrictions in Section 10.  Each party shall pay its own costs and fees in connection with any dispute or litigation hereunder.  
13.General Provisions.  Employee is not relying on any other agreements or oral representations not addressed in this Agreement.  This Agreement sets forth the entire agreement between the parties, and any prior agreements between or directly involving Employee and the Company are superseded by this Agreement, except Employee’s obligations under previously signed agreements or applicable policies related to business ideas, insider trading, confidentiality and unfair competition remain intact.  The provisions of this Agreement are severable, and if any part of this Agreement except the release of claims is found by a court of law to be unenforceable, the remainder of this Agreement will continue to be valid and effective, and such provision shall be narrowed as minimally as necessary to make it enforceable and shall then be enforceable in its narrowed form.  The headings in this Agreement are provided for reference only and shall not affect the substance of this Agreement.  This Agreement may be executed in two or more counterparts, each of which shall be in an original, but all of which shall constitute one and the same instrument, and facsimile or PDF pages containing the parties’ signatures shall have the same effect as the originals.
14.Protected Rights.  By signing this letter agreement, Employee is not waiving his right to file a charge with, or participate in an investigation conducted by, any governmental agency, including, without limitation, the United States Equal Employment Opportunity Commission (EEOC).  Nevertheless, as set forth in paragraph 3 above, Employee acknowledges that he cannot benefit monetarily or obtain damages or equitable relief of any kind from or through any such charge or any action commenced by a government agency or third party with respect to claims waived in paragraph 3.    
In exchange for the promises contained in this Agreement, the Company promises to provide the benefits set forth in this Agreement.
									
	

Date:____________

	CVR Services, LLC
By:  Alicia Skalnik 
Its:  Vice President - HR
2277 Plaza Drive, Suite 500
	

_______________________________
Signature 

    By signing this letter agreement, Employee agrees that he: (i) has carefully read this letter agreement in its entirety; (ii) is signing it voluntarily of his own free will; (iii) has had at least 21 days within which to consider its terms; (iv) is hereby advised by the Company to consult with an attorney of his choosing in connection with his decision whether to accept this 
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letter agreement, (v) fully understands the significance of all of the terms and conditions of this letter agreement and has discussed them with an attorney of his choice, or has had a reasonable opportunity to do so; and (vi) will abide by all of the terms and conditions contained herein.
									
	

Date:____________
Not valid if signed before Separation Date
	

__________________________
David L. Landreth 
	

______________________________
Signature

 

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