Hi Musat ,

Congratulations and welcome to the team! Below you will find your Employment Agreement to
electronically sign. You will also find a link to your New Hire Documents. Once you have signed your
contract, please use this link to download and complete your paperwork. Once your New Hire
Documents are complete, send to your manager. Please complete your New Hire Documents within
2 days, as this establishes your right to work. If you have any questions, feel free to reach out to your
manager.

As part of our commitment to ensuring a safe workplace and secure shopping environment, we
would like to inform all Teammates that closed-circuit television (CCTV) systems are in operation
throughout our stores. These systems are in place to enhance the safety of both our customers and
staff and protect company assets. Please be aware that these systems are in operation for security
purposes only, while prioritizing privacy. We appreciate your understanding as we strive to create a
secure working environment for everyone. For additional details on how we collect personal data,
refer to our Privacy Policy. Privacy Policy

If the New Hire Documents are not completed in the 2 day period then the start date
on your contract may need to be amended/postponed until the documents are completed and any
issues are resolved, as you are not permitted to work until your right to work has been proven.

CLICK HERE for the: New Hire Documents

New Hire Form (Please fill in all personal fields)
New Employee Form (Please make sure to return this in excel format)
Passport or Citizen ID card
Only if your nationality doesn’t grant you the right to work in the respective country, please
provide a copy of your work permit.
Picture of your bank card
Wage Tax Form (Loonheffing)

Thank you,
Under Armour Talent Team

Page 1 of 11
 EMPLOYMENT AGREEMENT FOR A DEFINITE PERIOD OF TIME

The undersigned:

1. Under Armour Netherlands Retail B.V. having its registered office at Stadionplein 10, 1076 CM
Amsterdam, the Netherlands, hereinafter to be referred to as “the Employer”, in this matter
duly represented by Mrs. Laura Montagu

And

2. Musat Vasile , born \dob1\ domiciled at Bulevardul Ştefan cel mare şi sfânt
Iasi Romania , hereinafter to be referred to as “the Employee”;

together hereinafter referred to as “Parties” and each of them a “Party”;

WHEREAS:

The Employee will enter into the service of the Employer subject to the terms and conditions as set
forth in this Employment Agreement (“the Agreement”);

Article 1: Duration and Probation Period

1. As of 03/07/2024 the Employee shall be employed by the Employer. The Agreement is

entered into for a definite period of 7 months and will end by operation of law on 10/06/2024
without prior notice being required.

Page 2 of 11
 2. Either Party may terminate the Agreement prematurely with due observance of the notice
period as specified in the CAO Inretail Non-Foodfood, hereinafter to be referred to as “the
CAO”. Notice must be given in writing, effective from the end of the month.

3. The Agreement starts with a probation period of one month during which both the Employer
and the Employee have the right to terminate the Agreement with immediate effect by
notification of the termination to the other party without the obligation to state the reasons
thereof.

Article 2: Termination for Urgent Cause

The Employer will be entitled to terminate the Agreement at any time immediately and without
compensation where the Employer forms the opinion, based on reasonable evidence, that (amongst
other circumstances) one of the following circumstances applies:

a. there has been a deliberate failure by the Employee to carry out the duties associated with the
Employee’s position or any lawful and reasonable instructions which the Employee is given;
b. the Employee is in breach of rules established by any professional, regulatory or self-
regulatory body to which any part of the Employer is subject;
c. the Employee has committed a serious breach of any company policy or of any rule,
regulation or policy;
d. the Employee has committed an act of serious or gross misconduct;
e. the Employee is convicted of an offence of dishonesty (whether or not related to the
Employer’s work and irrespective of whether a custodial sentence is imposed), or are given a
custodial sentence by any court of law for any reason;
f. the Employee has provided false information in connection with the application for
employment;
g. the Employee can be blamed for any other urgent cause (dringende reden), as defined in
sections 7:677 and 678 of the Dutch Civil Code.

Article 3: Function

1. The Employee is appointed in the function of Sales Teammate FT . In this respect the
Employee will be responsible for such responsibilities and tasks as listed on Appendix A
attached to the Agreement.

2. The Employee will devote his best effort, attention and abilities to the business and the affairs
of the Employer and its affiliated companies and shall observe instructions and guidelines
issued by the Employer. The Employee agrees to comply at all times with the internal
guidelines and customs within the organization of the Employer.

Page 3 of 11
 3. The Employee will in principle perform his activities in Roosendaal, The Netherlands. The
Employer shall be entitled, after consultation with the Employee, to change the place of work.

Article 4: Additional Functions or Side-Activities

1. Without prior written approval of the Employer, the Employee will not accept any remunerated
or non-remunerated functions or activities for any third parties during the Agreement and will
abstain from doing any business for his own account.

Article 5: Salary and other Employment Conditions

1. The Employee’s remuneration is €13.35 per hour (the "Base Salary"). The Base Salary
includes all and any CAO salary increases that may be implemented through the entire
duration of the employment agreement.

2. The Employee is entitled to a holiday allowance (vakantiegeld) of 8% of the Base Salary

(prorated for partial year of service) per year. The holiday allowance will be paid in May of
each year.

3. The Employee’s Base Salary will be reviewed annually based on the Company’s and its
subsidiaries profitability and Employee’s performance. The Employee may be entitled to
participate in a Company Bonus Plan. The Company reserves the right to amend or
discontinue the bonus program at any time without prior notice under its sole discretion.
Participation in the Bonus Plan does not confer any right or guarantee to be employed or
continue to perform services for the Company.

4. During the Agreement, the Employee is authorized to incur reasonable, ordinary, and
necessary business expenses in the performance of Employee’s duties, such as travel and
accommodation costs, in accordance with policies established by the Employee and in line
with the Dutch tax legislation. The Employee shall account to the Employer for such expenses,
and the Employer shall pay or reimburse the Employee against submission of bills.

5. The Employer will make the statutory withholdings of wage tax and social insurance
contributions on the Base Salary, vacation allowance, signing bonus and bonus payments
under the Incentive plan.

Article 6: Working Hours and Overtime

Page 4 of 11
 1. The normal working hours shall average 38 hours per week. The Employee shall work in shifts
on Monday to Sunday, between 7:00AM and 9:00PM. The Employee agrees to work outside
normal office hours and to working in shifts.

2. The Employee may be required to work overtime from time to time. Any such additional work
will be remunerated in accordance with the CAO.

Article 7: Healthcare Insurance

1. The Employer shall comply with the obligations under the Dutch Healthcare Insurance Act.

Article 8: Pension

1. Employee will participate in the sectoral pension fund of the retail industry, if and as soon as
the Employee meets the relevant requirements set out in the pension scheme rules and if and
as long as both the Employee and the Employer are subject to compulsory participation.

Article 9: National Holidays and Vacation Days

1. The Agreement is entered into under the condition precedent that all required permits,
licenses, visa and other documents have been obtained by or for the Employee in order to be
permitted to work and reside in the Netherlands. If and to the extent any permit, license, visa
or other document which is required for the Employee to be permitted to work or reside in the
Netherlands is obtained at a later date than the commencement date of the Agreement, the
Agreement will only commence as per such later date. In the event that the Employee cannot
provide the Employer with all the required permits, licenses, visa and other
documents ultimately by the start date of this employment agreement, the Agreement, the
Employer and the Employee will in good faith discuss and agree on a new start date no later
than 1 month from the original start date. If the permission is not obtained within 1 month after
the original envisage start date, the Agreement will be terminated. Employee shall immediately
inform the Employer of any changes that may affect the Employee’s permission to work and
stay in the country.
2. The Employee shall inform the Employer immediately if any permit, license, visa or other
document which is
required for the Employee to be permitted to reside in the Netherlands is revoked,
withdrawn, or ceases to be
of effect, as a result whereof the Employee is no longer permitted to reside in the
Netherlands. If and when
any permit, license, visa or other document which is required for the Employee to be
permitted to reside in the
Netherlands is revoked, withdrawn, or ceases to be of effect because of a circumstance that
is unrelated to an

Page 5 of 11
 act by the Employer or the Employer’s will, as a result whereof the Employee is no longer
permitted to reside
in the Netherlands, the Agreement ends by operation of law as per the 10/06/2024 of such
revocation, withdrawal or cessation, without any notice by the Employer being required.

Article 12: Confidentiality

1. The Employee shall keep secret and shall not at any time, whether during the Agreement or
after termination thereof, for whatever reason use for her own and/or any other person's
advantage, or disclose to any person, firm or company, any of the trade secrets, business
methods or information which is to be treated as confidential concerning the business, affairs,
or customers or relationships of the Employer and/or its affiliated companies.

2. Employee agrees to make available to the Employer all knowledge possessed by him relating
to the business, customers, operations and financial affairs of the Employee and its
subsidiaries, including any methods, developments, inventions or improvements whether
patented, patentable or unpatentable which concern in any way the business of the Employer
and/or its affiliated companies, acquired by Employee during the term of the Agreement.

3. For purposes of this Agreement, “Confidential Information” shall mean all information
concerning the business of the Employer and/or its affiliated companies (“the Companies”)
that is not generally known to the public. Confidential Information includes, but shall not be
limited to: any financial (whether historical, projections or forecasts), pricing, cost, business,
planning, operations, services, potential services, products, potential products, technical
information, intellectual property, trade secrets and/or know-how, formulas, production,
purchasing, marketing, sales, personnel, customer, supplier, or other information of the
Companies; any papers, data, records, processes, methods, techniques, systems, models,
samples, devices, equipment, compilations, invoices, customer lists, or documents of the
Companies; any confidential information or trade secrets of any third party provided to the
Companies in confidence or subject to other use or disclosure restrictions or limitations; and
any other information, written, oral or electronic, whether existing now or at some time in the
future, whether pertaining to current or future developments or prospects, and whether
accessed during the Employee’s tenure with the Employer or to be accessed during
Employee’s future employment or association with the Employer, which pertains to the
Companies’ affairs or interests or with whom or how the Companies does business. The
Employer acknowledges and agrees that Confidential Information shall not include information
which is or becomes publicly available other than as a result of a disclosure by the Employee
or through other wrongful means.

Article 13: Non-Solicitation Clause

1. The Employee shall throughout the duration of this Agreement and for a period of one (1) year
after termination hereof, not induce in any manner, directly or indirectly, employees of

Page 6 of 11
 Employer and affiliated company’s to terminate their employment agreement with Employer.

Article 14: Penalty Clause

1. Any infringement of article 12 and/or 13 of this Agreement will cause the Employee, contrary
to the provisions laid down in Section 7:650, paragraphs 3, 4 and 5 of the Dutch Civil Code, to
forfeit to the Employer, without any right of suspension or set-off, a penalty, which is
immediately due without any prior requirement of being declared in default, of € 15.000 for
each infringement, and € 5.000 for each day that the infringement continues, without prejudice
to the right of the Employer to alternatively claim the damages actually suffered.

Article 15: Rights of Industrial and Intellectual Property

1. As a result of her activities for the Employer and/or its affiliates, the Employee may during the
Agreement or during one year after the termination thereof make, discover, or create anything
that will qualify for protection by rights of an exclusive nature, such as intellectual property
rights (which expressly include, but are not limited to patent rights, copyrights, computer
programs and the like, (hereinafter referred to as: the “Intellectual Property Rights”) or know-
how rights (hereinafter referred to as: the “Rights”). Parties agree that the Intellectual Property
Rights and the Rights shall belong to and be the absolute property of the Employer both
during the Agreement and after termination thereof. The remuneration of the Employee under
the Agreement is considered to comprise an equitable remuneration for not being granted any
Intellectual Property Rights and Rights.

2. To the extent not already provided for by Dutch Intellectual Property Law, the Employee
hereby transfers in advance, and shall – to the extent this cannot be done in advance –
transfer both the Intellectual Property Rights and the Rights to the Employer. As far as
copyrights are concerned, the Employee hereby transfers in advance, and shall – to the extent
this cannot be done in advance – transfer to the Employer any moral rights. To the extent
Dutch Intellectual Property Law does not provide for the transfer of particular moral rights, the
Employer shall irrevocable waive, for the benefit of the Employer and its successors in title,
any such moral rights.

3. The Employee shall, upon first request of the Employer, execute all documents and do all
things reasonably necessary or desirable, to vest – and maintain vested – the Rights
(including the moral rights) by the Employer. Any reasonable costs and expenses of the
Employee in respect thereof will be reimbursed by the Employer.

Article 16: Data Protection

1. The Employee agrees that the Employer may keep information and other records relating to
the Employee in a personnel file which will be kept securely and access will only be given to

Page 7 of 11
 management or other staff of the Employer and/or any affiliate company (including those
outside Europe) who require access to the information in the Employee’s file for business
purposes and, to the Employer's advisers and consultants whose work relates to personnel
and payroll matters. The information will be used to carry out staff administration and
marketing. The Employee also agrees that information about him (including his name,
photograph and experience) may be used in promotional materials for the Employer and may
be disseminated to clients, of the Employer and/or any affiliate company wherever they may
be situated in the world. The Employee agrees to inform the Employer as soon as possible in
the event that his contact information changes.

Article 17: Collective Labour Agreement

1. This Agreement is governed by the provisions of the Inretail Non-Foodfood (the “CAO”) and
any changes to or new versions of the CAO.

Article 18: Applicable Regulations

1. Unless agreed otherwise in this Agreement, the Under Armour – Company Policy (“Employee
Handbook, Huishoudelijk reglement”), as amended from time to time by the Employer, is
applicable to the Employee and forms an integral part of the Agreement. If any article or
paragraph of the Agreement is held to be inconsistent with the Employee Handbook, the
Agreement will prevail. If, during the term or extension of the Agreement the Employer decides
to introduce a new Employee Handbook, such new company policy will apply to the
Agreement. The Employer is entitled to unilaterally change the terms and conditions of the
Employee Handbook.

Article 19: Gifts

1. The Employee shall not in connection with the performance of her duties, directly or indirectly,
accept or demand gifts, commission, contributions or reimbursements in any form whatsoever
from third parties. This does not apply to customary promotional gifts of little value.

Article 20: Amendments

1. The Employer is entitled to amend one or several terms of employment arising from the
Agreement if a situation referred to in Section 7: 613 of the Dutch Civil Code occurs.

Article 21: Severability

1. If any provision of the Agreement is unenforceable (i) such provision shall be of no force and
effect, but the illegality or unenforceability of such provision shall have no effect upon and
shall not impair the enforceability of any other provision of the Agreement and (ii) the parties

Page 8 of 11
 shall commit themselves to replace the non-binding and/or non-enforceable provisions by
provisions that are binding and enforceable and differ as little as possible –taking into account
the object and purpose of the Agreement – from the non-binding and/or non-enforceable
provisions.

2. This Agreement, when effective, supersedes and replaces all prior agreements, written or oral,
between the Employee and the Company.

Article 22: Governing Law and Arbitration

1. The Agreement shall be governed by and construed in accordance with the laws of the
Netherlands.

2. Any dispute connected to or arising out of the Agreement, shall be adjudicated exclusively by
the competent Dutch court.

Agreed accordingly and signed in duplicate in Amsterdam on 03/04/2024

Sr Director HR EMEA Employee:

on behalf of the Employer: \sh1\

\sh1\

Laura Montagu Musat Vasile

Page 9 of 11
 Article A

Position Summary
Summary: contribute to the achievement of the store sales and profitability targets by maintaining
operational and merchandising excellence and by delivering a compelling customer experience
unique to Under Armour

Essential Duties and Responsibilities

include but are not limited to the following:
• Model the service culture and customer experience
• Maintain all standards covering merchandise and floor sets
• Remain current in product knowledge and UA Brand stories through active participation in all
training sessions: be a “brand ambassador”
• Ensure compliance with all UA policies and procedures
• Provide timely and constructive feedback to the Store Manager in all facets of store operations
• Model the behaviors reflected in the UA Way: Walk with a Purpose; Be Humble, Stay Hungry; No
One Person is Bigger than the Brand – Team; Integrity

Qualification (Knowledge,Skills & Abilities)

Behavioral Attributes of Ideal Candidate: include but are not limited to the following:

• Team Player. Loves being part of a team, both leading and serving; demonstrated deep
commitment to colleagues; highly effective in a matrix environment
• Humble & Hungry. Confidence without arrogance; driven to continually “up their game"
regardless of prior successes
• Unparalleled Integrity. In good times and bad, lives the UA Way; takes ownership for mistakes;
delivers tough messages directly; doesn’t “back-channel”
• Action Oriented. "Can do" and "does do" attitude; authentically engaged with people and
situations
• Accountable. Commits to stretch goals and delivers; holds self and team to the highest

Page 10 of 11
 performance standards
• “Gets” Under Armour. Passionately embraces the challenge and effort to keep UA unique;
committed to go the extra mile to build/protect the brand

Education And / Or Experience

Technical Attributes of Ideal Candidate: include but are not limited to the following:

• 1 - 2 years retail store selling experience ideally with a premium international brand
• A demonstrated passion for sport
• Fluency in local language; proficiency in English preferred

Our Commitment to Diversity

At Under Armour, we are committed to providing an environment of mutual respect where equal
employment opportunities are available to all applicants and teammates without regard to race,
color, religion or belief, sex, pregnancy (including childbirth, lactation and related medical conditions),
national origin, age, physical and mental disability, marital status, sexual orientation, gender identity,
gender expression, genetic information (including characteristics and testing), military and veteran
status, family or paternal status and any other characteristic protected by applicable law. Under
Armour believes that diversity and inclusion among our teammates is critical to our success as a
global company, and we seek to recruit, develop and retain the most talented people from a diverse
candidate pool. Accommodation is available for applicants with disabilities upon request.

Page 11 of 11