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BOWNE INTEGRATED TYPESETTING SYSTEM

CRC: 6191

Name: NATIONAL GRID

Date: 17-JUN-2008 03:10:51.35Operator: BNY99999TPhone: (212)924-5500Site: BOWNE OF NEW YORK

Y59930.SUB, DocName: EX-4.C.9, Doc: 10, Page: 18

Description: EXH 4(C).9

0/2887.00.00.00Y59930BNY

[E/O] EDGAR 2 *Y59930/887/2*

BOWNE INTEGRATED TYPESETTING SYSTEM

CRC: 6191

Name: NATIONAL GRID

Date: 17-JUN-2008 03:10:51.35Operator: BNY99999TPhone: (212)924-5500Site: BOWNE OF NEW YORK

Y59930.SUB, DocName: EX-4.C.9, Doc: 10, Page: 18

Description: EXH 4(C).9

0/2887.00.00.00Y59930BNY

[E/O] EDGAR 2 *Y59930/887/2*

- 17 -

18.1.4 undertakin

erformance a

raisals and reviews;

18.1.5 maintaining sickness and other absence records;

18.1.6 takin

decisions as to the Executive’s fitness for work;

18.1.7 providing references and information to future employers, and if necessary, governmental and quasi-

overnmental bodies for social securit

and other

oses, the Inland Revenue and the Contributions A

enc

;

18.1.8 providing information to future purchasers of the Company or of the business in which the Executive works; and

18.1.9 transferrin

information concernin

the Executive to a countr

or territor

outside the Euro

ean Economic Area.

18.2 The Executive acknowled

es that durin

his Employment he will have access to and process, or authorize the processin

of, personal data and sensitive personal data relatin

to employees, customers and other individuals held and controlled

by the Company. The Executive a

rees to comply with the terms of the Act in relation to such data and to abide by the

Com

’s data

rotection

olic

issued from time to time.

19 Disputes

19.1 Mandatory Arbitration. Subject to the provisions of this clause 19, any controversy or claim between the Executive and the

Company arisin

out of or relatin

to or concernin

this A

reement (includin

the covenants contained in clause 13) or

any aspect of his employment with the Company or the termination of that employment (together, an “Employment

Matter”) will be finally settled by arbitration in Massachusetts administered by the American Arbitration Association (the

“AAA”) under its Employment Arbitration Rules then in effect. However, the AAA’s Employment Arbitration Rules will be

modified in the followin

ways: (i) the award must not be a compromise but must be the adoption of the submission by one

of the parties, (ii) each arbitrator will a

ree to treat as confidential evidence and other information presented to them to the

same extent as the information is required to be kept confidential under clause 9, (iii) there will be no authority to award

punitive dama

es (and the Executive and the Company a

ree not to request any such award), (iv) the optional Rules for

Emer

ency Measures of Protections will apply, (v) there will be no authority to amend or modify the terms of this

reement except as provided in clause 20.2 (and the Executive and the Company a

ree not to request any such

amendment or modification), (vi) an award must be rendered within ten business days of the parties’ closin

statements or

submission of post-