Hudson Highland Group, Inc. (“HHG”)1 and Manuel Marquez Dorsch (the “Executive”) entered into an employment contract on March 7, 2011 (the “Employment Contract”). As stipulated in the employment contract, and in light of the agreements and agreements stipulated in the employment contract, management and HHG agree as follows: In case of disagreement, complaint or controversy between you and the company regarding a dismissal (including, but not limited to any right to discrimination based on the employment relationship) , this is settled by an arbitration procedure in New York. New York before a single arbitrator, in accordance with the national rules governing the settlement of the American Arbitration Association`s labour disputes in force at the time, and the award of the arbitrator in the event of termination under this agreement is enforceable and binding on the parties, except that the company may seek an appropriate exemption in the event of a violation of the provisions of paragraphs 6 to 10 of this agreement. It is presumed and agreed that if you receive benefits under this paragraph, you will not be entitled to any other benefits or benefits under this agreement as a result of termination of your employment under this agreement and that you agree to execute an authorization prepared by the company to receive the benefits covered in this paragraph; However, provided that such an authorization does not release rights or that your rights (i) are limited or limited by the company or its related companies in connection with a claim or claim or proceeding against you arising from or referring to your service as a public servant, director or employee. , depending on the case, of the company or your service of such capacity or similar capacity with a related company and in accordance with the statutes of the company in force at the time, (ii) in accordance with this agreement, including, but not limited to, paragraphs 7A a.e. (iii) with respect to all rights you have as a shareholder of the company (iv) for all benefits as part of a performance plan of the company in which you participate or (v) for previously divested stock options. The company, within five (5) days of the termination of your employment, must provide you with a form of release that meets the requirements of this paragraph and to obtain the benefits provided above, with the exception of the basic salary earned but unpaid and leave, you are required to carry out this authorization and return it to the company before the 60th day following the termination of your employment contract (this 60-day period is “unlocking”). After the authorization is executed, you have seven (7) days during which you can revoke your contract (the “retraction period”). All payments that must be paid to you during the release period, with the exception of the basic earned but unpaid salary and the payment of leave, are delayed until the release period or withdrawal deadline expires, depending on the subsequent repayment period and, if you have completed and returned the release during the release period.
, the next business day. Steven D. Hunt (“CEO”) and U.S. Premium Beef, LLC (“USPB”) enter into this agreement amending the employment agreement between U.S. Premium Beef, LLC and Steven D. Hunt, 2010-2015 employment years (the “employment contract”); amending the so-called “Second Amendment” as follows: If, for any reason, some of the restrictions in this paragraph are declared invalid by a competent court or a finding of arbitration or administration, the validity or applicability of the other restrictions will not be affected, provided that this is not compromised, but that the obligation for the company153 to continue to pay treatment or other payments or benefits is not compromised. , also does not impair the validity of the terms of the unblocking agreement, which remain fully in force and remain effective.