Document:

EX-10.(iv)

 Exhibit (10)(iv) 

COOPER TIRE & RUBBER COMPANY 
 CHANGE IN CONTROL SEVERANCE PAY PLAN 
 Confidentiality and Non-Compete
Agreement 
 WHEREAS, the Executive’s employment has been terminated in accordance with Section 4(b) or (c) of the Cooper
Tire & Rubber Company Change in Control Severance Pay Plan, (amended and restated as of August 4, 2010 ) (the “Plan”); and 
 WHEREAS, the Executive is required to sign this Confidentiality and Non-Compete Agreement (“Agreement”) in order to receive the Severance Compensation and the other benefits described in
the Plan. 
 NOW THEREFORE, in consideration of the promises and agreements contained herein and other good and valuable consideration, the
sufficiency and receipt of which are hereby acknowledged, and intending to be legally bound, the Executive agrees as follows: 
  

	1.	Effective Date of Agreement. This Agreement is effective on the date set forth below and will continue in effect as provided herein.

  

	2.	Confidentiality; Confidential Information. In consideration of the payments to be made and the benefits to be received by the Executive pursuant to the
Plan: 

  

	 	(a)	The Executive acknowledges and agrees that in the performance of his duties as an employee of the Cooper Tire & Rubber Company (the “Company”)
or an Affiliated Employer, he was brought into frequent contact with, had access to, and became informed of confidential and proprietary information of the Company and the Affiliated Employers and/or information which is a trade secret of the
Company and/or an Affiliated Employer (collectively, “Confidential Information”), as more fully described in Subsection (b) of this Section. The Executive acknowledges and agrees that the Confidential Information of the Company
and the Affiliated Employers gained by the Executive during his association with the Company and the Affiliated Employers was developed by and/or for the Company and the Affiliated Employers through substantial expenditure of time, effort and money
and constitutes valuable and unique property of the Company and the Affiliated Employers. 

  

	 	(b)	The Executive will keep in strict confidence, and will not, directly or indirectly, at any time, disclose, furnish, disseminate, make available, use or suffer to be
used in any manner any Confidential Information of the Company or an Affiliated Employer without limitation as to when or how the Executive may have acquired such Confidential Information. The Executive specifically acknowledges that Confidential
Information includes any and all information, whether reduced to writing (or in a form from which information can be obtained, translated, or derived into reasonably usable form), or maintained in the mind or memory of the Executive and whether
compiled or created by the Company or an Affiliated Employer, which derives independent economic value from not being readily known to or ascertainable by proper means by others who can obtain economic value from the disclosure or use of such
information, that reasonable efforts have been put forth by the Company and the Affiliated Employers to maintain the secrecy of Confidential Information, that such Confidential Information is and will remain the sole property of the Company and the
Affiliated Employers, and that any retention or use by the Executive of Confidential Information after the termination of the Executive’s employment with and services for the Company and the Affiliated Employers shall constitute a
misappropriation of the Company’s Confidential Information. 

  
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	 	(c)	The Executive further agrees that he shall return, within ten (10) days of the effective date of his termination as an employee of the Company and the Affiliated
Employers, in good condition, all property of the Company and the Affiliated Employers then in his possession, including, without limitation, whether in hard copy or in any other media (i) property, documents and/or all other materials
(including copies, reproductions, summaries and/or analyses) which constitute, refer or relate to Confidential Information of the Company or an Affiliated Employer, (ii) keys to property of the Company or an Affiliated Employer,
(iii) files and (iv) blueprints or other drawings. 

  

	 	(d)	The Executive further acknowledges and agrees that his obligation of confidentiality shall survive until and unless such Confidential Information of the Company or an
Affiliated Employer shall have become, through no fault of the Executive, generally known to the public or the Executive is required by law (after providing the Company with notice and opportunity to contest such requirement) to make disclosure. The
Executive’s obligations under this Section are in addition to, and not in limitation or preemption of, all other obligations of confidentiality which the Executive may have to the Company and the Affiliated Employers under general legal or
equitable principles or statutes. 

  

	3.	Non-Compete. The Executive agrees that he will not, without prior Committee Action, for the period equal to the Executive’s Multiple number of year
or years utilized in the determination of Severance Pay in Section 1(b) of Exhibit A of the Plan (the “Non-Compete Period”), engage in Competitive Activity, as hereafter defined. 

 

	4.	Non-Solicitation. The Executive further agrees that he will not, directly or indirectly, during the Non-Compete Period: 

 

	 	(a)	induce or attempt to induce customers, business relations or accounts of the Company or any of the Affiliated Employers to relinquish their contracts or relationships
with the Company or any of the Affiliated Employers; or 

  

	 	(b)	solicit, entice, assist or induce other employees, agents or independent contractors to leave the employ of the Company or any of the Affiliated Employers or to
terminate their engagements with the Company and/or any of the Affiliated Employers or assist any competitors of the Company or any of the Affiliated Employers in securing the services of such employees, agents or independent contractors.

  

	5.	Definitions. For purposes of this Agreement, “Competitive Activity” means the Executive’s participation, without the written consent
of any one of the Chairman, Chief Executive Officer, or Chief Operating Officer, if any, of the Company, in the management of any business enterprise if such enterprise engages in substantial and direct competition with the Company or any Affiliated
Employer and such enterprise’s sales of any product or service competitive with any product or service of the Company or any Affiliated Employer amounted to 5% of such enterprise’s net sales for its most recently completed fiscal year and
if the Company’s net sales of said product or service amounted to 5% of, as applicable, the Company’s or Affiliated Employer’s net sales for its most recently completed fiscal year. “Competitive Activity” will not
include (i) the mere ownership of 5% or more of securities in any such enterprise and the exercise of rights appurtenant thereto or (ii) participation in the management of any such enterprise other than in connection with the competitive
operations of such enterprise. Capitalized terms in this Agreement shall have the definitions contained in the Plan. 

  
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	6.	Other Agreements. The confidentiality, non-compete and non-solicitation covenants contained herein shall not supersede, repeal, replace, limit, amend
or otherwise modify any such covenants by Executive contained in any other agreements, which other covenants will continue in full force and effect; it being understood and agreed that all such covenants under this agreement and all other agreements
shall apply concurrently. 

 IN WITNESS WHEREOF, the Executive has executed and delivered this Agreement on the date set forth
below. 
  

							
		 		 	
				
	Dated:                            
                                         
                     	 		 		 	 
		 		 		 	 [            ]
 Executive

  
 3<![CDATA[Employment Agreement between PPG Industries & Pierre-Marie De Leener]]>

 Exhibit 10.1 
 U.S. LOCALIZATION 
 Pierre-Marie De Leener 

Executive Vice President 
 PPG
Industries, Inc. 
 EMPLOYMENT: 
  

	 	•	 	 You will be employed by PPG Industries, Inc. Your position will be Executive Vice President, reporting to C. E. Bunch, Chairman and Chief Executive
Officer, PPG Industries, Inc. 

 COMPENSATION: 

 

	 	•	 	 Your Annual U.S. Base Salary effective September 1, 2011 will be $590,000. 

 

	 	•	 	 Your target Incentive Compensation (IC) award effective September 1, 2011 will be $531,000. 

Your 2011 IC award paid in 2012 will be calculated as follows: 
 January through August 2011 – Switzerland assignment/target 
 September
through December 2011 – U.S. assignment/target 
 The payment will be issued in U.S. dollars and paid in 2012 when U.S. IC
awards are paid. The currency converter used to calculate the Swiss portion of your award will be that in effect on December 31, 2011. 
  

	 	•	 	 In addition to long term incentive previously granted in 2011, you will receive 9,000 stock options, 2,300 Performance RSU’s and 2,300 TSR’s
on September 12, 2011. 

 BENEFITS: 

 

	 	•	 	 Effective September 1, 2011, you will participate in PPG’s U.S. Defined Contribution (DC) retirement plan and PPG Employee Savings Plan. In
recognization of the difference between the value of the Swiss Pension Plan and the U.S. DC Retirement Plan, a grant of 5000 performance based RSUs will be added to your February 2012, Long Term Incentive grant in addition to what otherwise may be
granted at that time. 

  

	 	•	 	 Except as otherwise provided in the Change in Control Employment Agreement between you and PPG dated August 29, 2008, if your employment is
terminated by the company for reason other than cause, your termination indemnity will be $4,000,000. For purposes of this provision, “cause” means that you, as determined by PPG’s management: (i) engaged in one or more acts of
fraud, dishonesty, embezzlement, breach of trust or fiduciary duty, or other gross misconduct which would tend to materially and adversely impact the reputation of PPG; (ii) violated PPG rules, policies, or regulations; or (iii) failed to
follow the directions of the Company’s management. In order to receive this termination indemnity, you will be required to sign PPG’s standard separation agreement and release. 

	 	•	 	 Effective September 1, 2011, other benefits will be provided in accordance with PPG’s U.S. employee benefits plans, including:

  

	 	•	 	 Deferred Compensation Plan 

  

	 	•	 	 Health Care/Prescription Drug/Dental through the Swiss GMC International plan through July 31, 2012. Effective August 1, 2012, the Health
Care/Prescription Drug/Dental coverage will be on the same terms and conditions as other General Office employees 

  

	 	•	 	 Benefit Account (FSA) 

  

	 	•	 	 Salary Continuance Plan (Short Term Disability) 

  

	 	•	 	 Basic Long Term Disability 

  

	 	•	 	 Supplemental Long Term Disability 

  

	 	•	 	 Basic Life Insurance 

  

	 	•	 	 Group Universal Life Insurance 

  

	 	•	 	 Basic Accidental Death and Dismemberment Insurance 

  

	 	•	 	 Voluntary Accidental Death and Dismemberment Insurance 

 

	 	•	 	 Seatbelt Wearer’s Insurance 

  

	 	•	 	 Business Travel Accident 

  

	 	•	 	 Five weeks (25 days) of vacation (this is the maximum time under the U.S. vacation schedule) and 10 paid Holidays (as determined by the General Office
Holiday schedule) 

 TAX ASSISTANCE: 
  

	 	•	 	 Tax preparation service will be provided for Tax Years 2011, 2012, and 2013. This includes preparation of any and all needed personal income tax
returns – Switzerland, the Netherlands, and U.S. Federal/State/Local. This service includes any required departure returns for Switzerland. 

  

	 	•	 	 You will be responsible for U.S. taxes effective September 1, 2011. 

 

	 	•	 	 You will also receive a tax briefing conducted by PPG’s designated tax service provider to explain the U.S./Swiss/Dutch tax impact of this
transfer and tax impact of becoming a U.S. Permanent Resident. 

  

	 	•	 	 PPG will also pay the tax service provider fees for obtaining ITIN (tax ID) numbers for your spouse and dependent children, if U.S. social security
numbers are not available by April 2012 tax filing deadline. 

  

	 	•	 	 For 2011 and 2012 tax years, Dutch taxes incurred on PPG U.S. income (less income subject to exemption relief in the Netherlands) will be
reimbursed, provided your family relocates to the U.S. by August 1, 2012. These tax reimbursements will be grossed-up for U.S. tax purposes. 

  

	 	•	 	 If you are taxed in the U.S. on PPG equity (LTI) compensation that: 

 

	 	(1)	Was issued to you prior to the effective date of your transfer to the U.S., 

 

	 	(2)	You paid foreign tax on previously, and 

  

	 	(3)	You are unable to obtain a U.S. tax credit to offset prior foreign taxes paid, 

 PPG will reimburse you for the additional U.S. taxes (federal, state, local) that you incur. This applies to PPG equity (LTI) compensation only – not to pension benefits, outside investment income,
or any other income. 

 TEMPORARY LIVING COSTS DURING RELOCATION: 

 

	 	•	 	 PPG will reimburse reasonable expenses (room, meals, telephone, laundry, etc. – per the PPG Travel Expense Policy) for up to 60 days.

  

	 	•	 	 You will be eligible for rental of a car for up to 60 days. 

 

	 	•	 	 Apartment finding assistance will be provided and settling-in services will be provided to assist you with applying for social security numbers,
setting-up utilities, applying for driver’s licenses, etc. 

 TRAVEL FOR SPOUSE AND DAUGHTERS REMAINING IN THE
NETHERLANDS: 
  

	 	•	 	 PPG will reimburse one trip per year in 2011 and 2012 for your wife and two daughters. 

 

	 	•	 	 Reimbursement will be for economy class roundtrip airfare from The Netherlands to Pittsburgh. No other costs will be reimbursed.

 U.S. HOME PURCHASE ASSISTANCE: 
  

	 	•	 	 You will be eligible to participate in the home purchase provisions of the U.S. Employee Relocation Program. These provisions include reimbursement of
lender fees, title charges, government recording/transfer charges, etc. Home purchase must be completed by December 1, 2012 to be eligible for this benefit. 

 

	 	•	 	 PPG will reimburse travel expenses (per PPG Travel Policy) for you, your spouse, and children to take one home search trip of up to 7 days plus
travel time. Air travel is at economy class from Europe. 

 RELOCATION TRAVEL TO THE U.S.: 

 

	 	•	 	 PPG will reimburse one-way travel expenses for you, your wife, and children from Europe to Pittsburgh, Pennsylvania. 

INTERNATIONAL SHIPMENT OF HOUSEHOLD GOODS: 
  

	 	•	 	 PPG will pay to ship your household goods from Switzerland/The Netherlands to the U.S. per the International Household Goods Shipping Policy.
You will be eligible for 1 air shipment (not to exceed 1000 pounds or cubic equivalency) and 1 unlimited surface shipment. 

  

	 	•	 	 Temporary storage of household goods for up to 120 days will also be reimbursed. 

 

	 	•	 	 Long-term storage in Europe or the U.S. will not be reimbursed nor will PPG pay for any subsequent air or surface shipments.

  

	 	•	 	 PPG’s Corporate Relocation Department in Pittsburgh will arrange for the shipment of your household goods. 

 BANK WIRE FEES: 
  

	 	•	 	 PPG will reimburse the cost of any international wire transfer fees you may incur for transferring funds from Switzerland/The Netherlands to the U.S.
during 2011. 

  

	 	•	 	 You will be responsible for all foreign exchange rate issues. 

 PPG STANDARD EMPLOYEE AGREEMENT: 
  

	 	•	 	 You must sign the standard PPG Employee Agreement. 

  

							
	 /s/ Pierre-Marie De Leener
	  		  	September 12, 2011	  	
	Pierre-Marie De Leener	  		  	Date	  	
				
	 /s/ J. C. Jordan
	  		  	September 12, 2011	  	
	J. C. Jordan	  		  	Date	  	
	Vice President, Human Resources

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