Browse EX-10 agreements

IART-2026.06.30-EX-10.7

INTEGRA LIFESCIENCES HOLDINGS CORPORATION

    FIFTH AMENDED AND RESTATED 2003 EQUITY INCENTIVE PLAN

    NON-QUALIFIED STOCK OPTION AGREEMENT

    NON-QUALIFIED STOCK OPTION AGREEMENT (together with the attached Notice of Grant of Stock Options and Option Agreement (“Notice of Grant”), the “Option Agreement”) made as of the date (the “Grant Date”) set forth in Notice of Grant, between Integra LifeSciences Holdings Corporation, a Delaware corporation (the “Company”), and the named Key Employee of the Company, a Related Corporation, or an affiliate (the “Employee”).

    WHEREAS, the Company, Integra LifeSciences Corporation and Employee entered into that certain Employment Agreement dated as of May 1, 2026 (the “Employment Agreement”);

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IART-2026.06.30-EX-10.8

SEPARATION AND GENERAL RELEASE AGREEMENT

This Separation and General Release Agreement (the “Agreement”), dated May 1, 2026 (the “Effective Date”), is entered into by and among Mojdeh Poul, an individual (the “Executive”), Integra LifeSciences Holdings Corporation, a Delaware corporation (“Holdings”) and Integra LifeSciences Corporation (“Opco” and, together with Holdings, the “Company”). In consideration of the payments and benefits described in Section 2(a)and 2(b)below to be provided to Executive, the receipt and sufficiency of which are hereby acknowledged, the undersigned parties agree as follows:

1.Termination of Employment.

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IART-2026.06.30-EX-10.6

RESTRICTED STOCK UNIT AWARD AGREEMENT

THIS RESTRICTED STOCK UNIT AWARD AGREEMENT (the “Award Agreement”),dated as of [                                  ](the “Award Date”), is made by and betweenIntegra LifeSciences Holdings Corporation, a Delaware corporation (the “Company”), and [             ], hereinafter referred to as the “Participant,” a Key Employee or Associate (as defined in the Plan).

WHEREAS, the Company has established and maintains the Integra LifeSciences Holdings Corporation Fifth Amended and Restated 2003 Equity Incentive Plan, as amended from time to time (the “Plan”);

WHEREAS, the Company, Integra LifeSciences Corporation and Participant entered into that certain Employment Agreement dated as of May 1, 2026 (the “Employment Agreement”);

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April 13, 2026

Dear Jamie,

At PPG, our greatest strength is our people. We are a global team of innovators, achievers

and partners united by the single belief that our paints, coatings and specialty products enrich lives. We believe your experience and capabilities will contribute to our ongoing priorities of innovation, sustainability and community engagement. Together, we will deliver meaningful solutions to customers and communities worldwide, supporting our purpose to protect and beautify the world.

We are pleased to offer you the position of Senior Vice President and Chief Financial Officer, reporting to me with an anticipated start date to be mutually determined, but ideally July 6, 2026. If your start date cannot be earlier than this, then we will work together to organize a small number of handover meetings between you and Vince prior to his departure. We will plan these so they do not interfere with your current employment

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April 13, 2026

Lisa Chang

Dear Lisa,

We thank you very much for all your contributions to the Coca-Cola system. This letter outlines the terms of your separation. All applicable elements of your separation package will be paid under the terms of the relevant policies and plans of The Coca-Cola Company (the “Company”).

1.As we discussed, you will step down from your current role as Executive Vice President and Global Chief People Officer effective April 30, 2026. Beginning May 1, 2026, you will continue with the Company as a senior advisor through December 31, 2026.  In this role, you will continue to work your normal schedule and assist with the transition of your responsibilities and related work as necessary and will separate from the Company on December 31, 2026 (“Separation Date”).

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THE COCA-COLA COMPANY

SEVERANCE PAY PLAN

AS AMENDED AND RESTATED EFFECTIVE JANUARY 1, 2026

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ARTICLE 1
PURPOSE AND ADOPTION OF PLAN

The Coca-Cola Company established The Coca-Cola Company Severance Pay Plan (the "Plan") effective as of January 1, 1993 to provide benefits to certain eligible employees of the Company who were terminated by the Company. The Plan has been amended and restated periodically. The Company now amends and restates the Plan effective January 1, 2026. The Plan shall be an unfunded severance pay plan that is a welfare plan as such term is defined by the Employee Retirement Income Security Act of 1974, as amended, ("ERISA"), the benefits of which shall be paid solely from the general assets of the Company.

The Plan, as amended and restated, is applicable to employees whose employment is terminated on or after January 1, 2026.

ARTICLE 2
DEFINITIONS

For purposes of this Plan, the following terms shall have the meanings set forth below.

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April 13, 2026

Tapaswee Chandele

Dear Tapaswee,

I am delighted to confirm your promotion to Executive Vice President and Global Chief People Officer, pending election to the position by The Coca-Cola Company Board of Directors (the “Board”). The role will be effective May 1, 2026. You will report to me. The information contained in this letter provides the details of your new position.

•Your annual base pay for your new position will be USD 650,000. Your next base salary review will be in April 2027.

•Your principal place of assignment will be Atlanta, Georgia.

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Retirement and Consulting Agreement

This Retirement and Consulting Agreement (this “Agreement”) confirms the terms of the retirement from employment of Kevin P. Knight (“Employee” or “you”) from Knight-Swift Transportation Holdings Inc. (the “Company”, and collectively with its direct and indirect subsidiaries, the “Company Group”). You and the Company are referred to herein as the “Parties”.

1.Retirement Date. After many years of excellent and valuable service to the Company and its stockholders, you have elected to step down from active service to the Company. Your last day of employment with the Company Group was June 3, 2026 (the “RetirementDate”); as of that date you ceased to be employed by the Company Group in any capacity and you hereby resign from all positions you then hold with the Company Group, including as the Executive Chair of the Board of Directors and as a member of the Board of Directors of the Company, as well as a member of the Board of Directors of any member of the Company Group, to the extent applicable. Upon execution of this Agreement, you agree to execute

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FIRST AMENDMENT TO THE WASTE MANAGEMENT HOLDINGS, INC.

EXECUTIVE SEVERANCE PROTECTION PLAN

WHEREAS, Waste Management Holdings, Inc. (the “Company”) sponsors the Waste Management Holdings, Inc. Executive Severance Protection Plan, effective as of December 22, 2017 (the “Plan”); and

WHEREAS, Section 22 of the Plan provides that the Board of Directors of Waste Management, Inc. (“Board”) has the authority to amend the Plan from time to time; and

WHEREAS, the Board desires to update certain information listed within Section 24 (General Information About the Plan) of the Plan, and

WHEREAS, the updates to the Plan do not adversely affect the rights of any Participant in the Plan.

NOW, THEREFORE, Sections 24(b), (f), and (g) of the Plan are hereby amended in their entirety as follows:

	(b)	Plan Sponsor.  The Plan Sponsor is:

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Waste Management Holdings, Inc.

800 Capitol Street

Suite 3000

Houston, Texas 77002

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VF CORPORATION

AMENDED AND RESTATED AWARD CERTIFICATE

Performance-Based Restricted Stock Units ("PRSUs") for CEO --

Performance Cycle Fiscal Years 2026-2028 under the

2004 Long-Term Incentive Plan

PRSUs Awarded: 516,605

To Participant: Bracken Darrell

I am pleased to advise you that the Talent and Compensation Committee of VF’s Board of Directors (the “Committee”) has, as of the Grant Date set forth below, taken all necessary corporate action to award to you the opportunity to earn the number of Performance-Based Restricted Stock Units set forth above under VF Corporation’s 2004 Long-Term Incentive Plan (the “2004 Plan”) for the Performance Cycle commencing at the beginning of fiscal 2026 and ending on the final day of VF Corporation’s 2028 fiscal year under the terms and conditions set forth in the VF Corporation 1996 Stock Compensation Plan, as amended (the “1996 Plan”), the 2004 Plan and the attached Appendix. The earning of the shares of VF Common Stock that you may receive will depend, among other things as described in the Appendix, on the level of achievement of the spe

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Johnson Controls International plc

Director Double Taxation Policy

1.Purpose. Johnson Controls International plc (the “Company”) seeks to create a Board of Directors (“Board”) that is strong in its collective knowledge and has a variety of skills and experience with respect to vision and strategy, management and leadership, business operations, business judgment, crisis management, risk assessment, industry knowledge, accounting and finance, corporate governance and global markets. To fulfill this goal, the Company must be able to identify and recruit director candidates from a variety of regions and countries around the world. This Director Double Taxation Policy (this “Policy”) is to allow the Company to effectively recruit and retain directors from a variety of jurisdictions by mitigating the potential impact on director compensation where a non-management director is subject to double taxation in certain jurisdictions outside of Ireland where tax treaties (or lack thereof) do not provide full or partial tax credits with respect to director compensation.

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Johnson Controls International plc

Value Growth Incentive Program

(An Award Under the Johnson Controls International plc 2021 Equity and Incentive Plan)

1.Purpose. This Value Growth Incentive Program (as amended from time to time, this “VGI Program”) of Johnson Controls International plc (the “Company”) is implemented under the Johnson Controls International plc 2021 Equity and Incentive Plan (as amended from time to time, the “Equity Plan”). The purpose of the VGI Program is to provide additional means to retain and attract specified employees through the grant of Options or SARs that link a significant element of their compensation opportunity to the achievement of long-term outstanding Company performance.

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