Charles River Executive Separation Plan dated December 05, 2024

1.2Purpose:

The purpose of the Charles River Executive Separation Plan is to establish an equitable measure of compensation for employees of Charles River Laboratories International, Inc. and/or its subsidiaries (“the Company”) designated with a title of Vice President or higher (“Executives”) in the Company’s global/enterprise-wide Human Resources Information System job architecture whose employment has been terminated by the Company.

1.3Eligibility:

Eligible employees under this Plan are Executives (a) whose employment is terminated for reasons other than cause, voluntary resignation, disability, early or normal retirement, or death; (b) who have not been offered a Comparable Position within the Company; and (c) who have executed a release agreement with the Company which is satisfactory to the Company. Executives who are parties to written employments with the Company containing terms that provide the Executive with the opportunity to receive severance payments following termination of employment with the Company are not eligible to receive benefits under this Plan, so long as such employment agreements remain in force and effect.

1.5Comparable Position:

A comparable position is defined as a position having the same salary grade as the Executive’s current position with materially equivalent salary, target bonus percentage, equity compensation, and employee benefits perquisites (taken as a whole).

1.6Termination Date:

The termination date is the last day of active employment with the Company.

1.7Termination for Cause:

A termination of employment for fraud, violence, theft, gross misconduct, discrimination, harassment or actions of malicious intent which directly compromise the individual's role/accountabilities.

1.9Maximum Severance Pay Allowance:

A corporate Executive shall be entitled to severance pay in accordance with the following schedule:

1.10Accrued Vacation:

1.11Method of Payment:

Unless otherwise required pursuant to Section 10.0 below, severance payments will be paid following the Termination Date in bi-weekly installments in accordance with the Company's regular payroll practices.

Executives who are participants in the Company's Executive Incentive Compensation Plan (EICP) in the year of their Termination Date may be eligible to receive payouts under the EICP. Any such payments shall be in accordance with the terms and conditions of the EICP.

The terms and conditions of your equity awards continue and will be treated according to the terms and conditions of your applicable equity award agreements and the Company’s 2018 Incentive Plan, as amended from time to time.

6.1The Company will assist the Executive in the search for new employment by reimbursing the Executive for professional fees for services incurred in the normal course of a job search payable to an established outplacement organization reasonably acceptable to the Company in a total amount not to exceed $75,000 for executives at the level of executive vice president or above, and $50,000 for all other Executives. To be eligible for Company reimbursement, all such fees must be incurred within one year from the Termination Date.

6.2Notwithstanding the foregoing, the Company will not reimburse for outplacement services incurred after the Executive’s acceptance of any employment or consulting relationship with another employer.

7.1Annual Perquisites:

If an Executive has received his or her approved annual "perquisite" allowance for the year in which the Termination Date occurs, the Executive will not be required to repay such allowance to the Company if the Termination Date occurs after June 30th of that year. If the Termination Date occurs on or before June 30th, the Executive will be required to repay the Company 50% of such allowance and the Company may effect this repayment (in whole or in part) through offset of amounts payable to the Executive. Executives will not be eligible for any additional allowances following their termination from employment.

7.2Other Perquisites:

Eligibility to receive or participate in any other perquisites which the Executive received prior to the Termination Date ceases as of the Termination Date.

8.1Health, Life Insurance, Retirement Income, and 401(k) Plans:

If any Executive participated in the Company's group medical and/or dental plans as of the Termination Date, such benefits will continue through the end of month of the Termination Date. As additional severance, commencing on the

first day of the month following the Termination Date, the Company will continue Executive's medical or dental insurance coverage through the severance period up to a maximum of one year from the Termination Date, with the Executive contributing at the then-current employee contribution rate and the Company paying the remainder of the cost of such coverage obligation (unless the Executive notifies the Company in writing to cancel such coverage). For U.S.-based executives, this coverage will not run concurrently with the Executive's 18-months of COBRA eligibility. After the conclusion of the severance period, the Executive will be afforded the opportunity to continue to participate in any such medical and dental plans for the full duration of his or her COBRA eligibility period at the full COBRA rate.

8.2Disability Plans, Life Insurance Etc.:

Participation in any and all other Company benefit plans including without limitation the Company's Long-Term and Short- Term Disability, life insurance, retirement and 401(K) plans, shall cease on the Termination Date.

10.3With respect to any benefits hereunder that constitute a "reimbursement plan" for purposes of Section 409A, (i) the reimbursement payment be made by no later than the end of the calendar year following the year in which the expense is incurred and (ii) the amount of reimbursable expenses incurred (or in-kind benefits available) in one taxable year of the Executive cannot affect the amount of reimbursable expenses (or in-kind benefits) available in a different taxable year.

11.1Preparation of Severance Package:

The Company's Corporate Human Resources Department is responsible for the preparation of the executive severance package in accordance with this Plan.

11.2Other Policies and Plans:

This Plan supersedes all prior versions of this Plan (including without limitation the 2010 Charles River Corporate Officer Severance Plan) or any other plan providing severance benefits to the Company's Executives, other than

agreements entered into with certain Executives providing certain protections in the event of a change of control of the Company ("Change of Control Agreements"). In the event of a conflict between the terms of this Plan and the terms of any of the Change of Control Agreements entered into by Executives covered under this Plan, the terms of the Change of Control Agreements shall prevail. Any Executive who receives his or her full entitlement of benefits under a Change of Control Agreement will not be entitled to receive additional severance benefits under the terms of this Plan. This Plan is not intended to contravene any of the provisions of the Deferred Compensation Plan originally established by the Company on February 8, 2006, as may be amended from time to time (the "Deferred Compensation Plan") and any amounts payable under the terms of the Deferred Compensation Plan at the time a employment with the Company is terminated are to be paid in addition to any amounts payable under this Plan.

By:

James C. Foster

Chairman, Presndient & CEO

Effective Date: