EMPLOYMENT AGREEMENT between Columbia Sportswear International Srl Geneva Business Center, 12 Avenue des Morgines, 1213 Petit-Lancy, Switzerland ("Employer") and Franco Fogliato an individual residing currently in Capbreton, France ("Employee")

The Employee shall receive an annual gross base salary of CHF 460’000 (Four hundred sixty thousand Swiss Francs) per year (“Base Salary”) for full-time employment, paid in 12 equal installments on the final day of each month. The remuneration shall compensate for all overtime, if any (cf. para. 6.2 hereafter).

In addition to the Base Salary the Employee shall be eligible to participate in the Top Executive European annual bonus program provided he is still employed by the Employer at the end of the period of reference for the bonus calculation. Payments are based on achievement of performance goals as established annually by the Employer in its discretion. Employee will be eligible for a target bonus of 50% (fifty percent) of Base Salary when objectives are fully achieved. The bonus will be paid within three months after the end of the respective period of reference.

The terms and conditions of the bonus program are defined in a separate document provided to the Employee and susceptible to be updated unilaterally by the Employer each year.

Any bonus payment shall be considered as a gratification whose amount is determined by the Employer. The granting of a bonus in any given year even repeated during several years shall not create a precedent for any subsequent years, regardless of the amounts that might have been paid. The Employee can in no event lay claim to a bonus that has not yet been granted.

Following the hiring of the Employee, the Employee will receive a one-time New Hire Equity Grant amount of approximately 250’000 USD in value, consisting of 100% RSU’s, from Columbia Sportswear Company. The terms of this Equity Grant arrangement, including granting, vesting, blockage and leaver provisions shall be determined and set out in a separate document, at time of grant, to be signed by the parties.

Starting in 2014, and generally on an annual basis, the Employee will receive an Equity Grant amount. For 2014, the approximate amount will be 150’000 USD in value from Columbia Sportswear Company (50% Stock Options and 50% RSU’s). The Equity Grants are subject to review and approval on an annual basis by the Board of Directors. The granting of equity in any given year, even repeated during several years, shall not create a precedent for any subsequent years, regardless of the amounts that might have been granted. The terms of this Equity Grant arrangement, including granting, vesting, blockage and leaver provisions shall be determined and set out in a separate document, at time of grant, to be signed by the parties.

The Employer agrees to pay Employee a monthly medical insurance allowance of CHF 300 per dependent family member residing with the Employee and not already covered by another employer contribution and fiscally dependent on the Employee. The allowance is payable from the effective date of the medical insurance contract.

2.6 Refund of Representation Expenses

The Employee’s gross remuneration includes a refund of representation expenses that the Employee will incur in fulfilling his representation duties for the Employer. The non-taxable status of a portion of this Representation Expenses is subject to

the acceptance of the fiscal administration, according to the terms of Annex 2 of the Agreement. All items forming the Employee’s gross remuneration, as defined by the fiscal administration regulations in force from time to time, are taking into account for the calculation of the refund.

2.7    Further Payments

Unless otherwise expressly agreed upon in writing, the payment of any other gratuities, profit shares, premiums or other extra payments shall be determined in their principle and their amount on a voluntary basis at Employer’s own discretion. Such payments, regardless of their amounts and even repeated during several years or granted without the reservation of voluntarity shall not create any legal claim for the Employee, either in respect to their cause or their amount, either for the past or for the future.

Such amounts shall in any case be granted only if the present employment agreement is not terminated at the time of their payment.

Unless otherwise agreed upon in writing, the Base Salary and bonus payments as well as any other payments made by the Employer under this Agreement are gross payments. The Employer shall deduct from such payments the Employee's share in the prevailing premiums for social security insurances mandatory under Swiss law such as "AVS", "AI", "AC", "APG" etc., as well as for the pension plan maintained by the Employer (cf. para. 4 hereafter) and the source taxes due on such gross payments, as applicable.

The Employee will participate in Employer’s Pension Plan, at terms corresponding with the mandatory requirements of the Federal Law on Occupational Old Age, Survivors and Disability Benefit Plan ("LPP"). As of the date of this employment

agreement, the Employee is insured with the pension fund “Groupe Mutuel”. The Employer can, at its own discretion, change the pension fund partner. Employer and Employee shall pay their premiums in the pension plan according to the applicable pension regulations, and at minimum in equal shares. A copy of the Pension Plan policy is available on demand at Human Resources.

If upon termination of the employment contract the Employee has taken more vacation days than the number that he accrued during his employment, the Employer will be entitled to reclaim the Employee’s salary with respect to those vacation days and to set it off against any amounts payable to the Employee by the Employer.

The timing of the Employee's vacations shall be approved in advance by the Employer who agrees to take into consideration the Employee's wishes to the extent that these are compatible with the interest of the Employer's enterprise. This shall also apply to granting of extra vacations for exceptional circumstances (e.g. death of close relatives).

board of directors or supervisory board of other companies shall also require the written approval of the Employer.

With the execution of this Agreement, the Employee consents that the Employer may store, transfer, change and delete all personal data in connection with this employment relationship. The Employee acknowledges that personal data may be transferred to Columbia Sportswear Company in the USA.

insight into the Employer's customer base, the Employee undertakes not to perform any activity in Switzerland and all member states of the European Union that competes with the Employer in the field of producing, designing, marketing and selling Outdoor apparel, sportswear and footwear during the term of this employment agreement as well as for a period of 6 months after the term of this agreement. This provision is (a) subject to the Company’s option to waive all or any portion of the 6-months’ time period of non-competition following termination and (b) subject to the Company’s option to specifically identify, at the time of termination, those businesses which the Employee may not be employed by or connected with for the period of non-competition. The Company agrees to act in good faith in its exercise of the above-noted options.

This Agreement shall be governed by Swiss law. The legal forum shall be Geneva with the labour courts (“Tribunaux de prud’hommes”) of the Republic and Canton of Geneva having exclusive jurisdiction.

In 2015, 2016 and 2017, the Employee will receive a Long Term Cash Incentive amount of 100’000 CHF per year. The terms of this Long Term Cash Incentive arrangement shall be set out in a separate document to be signed by the parties in 2014.

Any Long Term Cash Incentive payment shall be considered as a gratification whose amount is determined by the Employer. The Employee must be employed by the Company on December 31 of the year of reference to be eligible for payment.

The granting of a Long Term Cash Incentive in any given year even repeated during several years shall not create a precedent for any subsequent years, regardless of the amounts that might have been paid. The Employee can in no event lay claim to a incentive amount that has not yet been granted.

Following the hiring of the Employee, the Employee will receive a New Hire Bonus amount of 300’000 CHF. Payments are not based on achievement of performance goals but are linked to the recruitment. This bonus will be paid in 2 equal installments: the first one within three months on the regular payroll payment date following the hiring date; the second one within six months on the regular payroll payment date following the hiring date. Employee must be employed by the Company at the payment date to be eligible for payment.

Any bonus payment shall be considered as a gratification whose amount is determined by the Employer. The granting of a bonus in any given year even repeated during several years shall not create a precedent for any subsequent years, regardless of the amounts that might have been paid. The Employee can in no event lay claim to a bonus that has not yet been granted.

As an exception to the bonus rules as defined in Article 2.2 of the Employment Agreement, the Employer shall guarantee that the Employee’s 2014 Bonus total payment will be equivalent to an overall of 100% target criteria achievement, according to the rules of bonus calculation. In the event that the total of all target criteria achievement is above 100%, this total target achievement will be used for the bonus calculation.

This bonus will be paid within three months after the start of 2015, during a regular payroll payment date. Employee must be employed by the Company on December 31, 2014 to be eligible for this payment.

The granting of a Guaranteed Bonus in any given year even repeated during several years shall not create a precedent for any subsequent years, regardless of the amounts that might have been paid. The Employee can in no event lay claim to a bonus that has not yet been granted.

As an exception to the bonus rules as defined in Article 2.2 of the Employment Agreement, the Employer shall guarantee that the Employee’s 2015 Bonus total payment will be equivalent to an overall of 100% target criteria achievement, according to the rules of bonus calculation.

In the event that the total of all target criteria achievement is above 100%, this total target achievement will be used for the bonus calculation.

This bonus will be paid within three months after the start of 2016, during a regular payroll payment date. Employee must be employed by the Company on December 31, 2015 to be eligible for this payment.

The granting of a Guaranteed Bonus in any given year even repeated during several years shall not create a precedent for any subsequent years, regardless of the amounts that might have been paid. The Employee can in no event lay claim to a bonus that has not yet been granted.

The Employer agrees to pay Employee’s reasonable costs associated with relocating his belongings and family from Capbreton, to Geneva canton, Switzerland or to Ain or Haute-Savoie, France, in accordance with the separate Relocation Agreement.

The Employer agrees to pay the Employee a housing allowance of 3’334 CHF per month. The allowance will commence from the end of the 60 days temporary housing, and continue for a period up to 36 months. The amount of the housing allowance will not increase during the course of this period; and should be considered as gross payment, subject to income taxes and other deductions.

The Employee must be employed by the Employer in order to be eligible for the housing allowance.

The Employee will receive an annual allowance of up to CHF 5’000, according to actual expenses incurred, to be used for tax consulting for personal tax declarations in Employee’s country of residence and country of employment (Switzerland). This allowance will be reimbursed to the employee on an annual basis for the duration of the employment relationship upon presentation of receipts.

A portion of the refund of representation expenses (paragraph 2.6 of the Agreement) may be considered as non-taxable income. Such practice is subject to approval by the canton of Employee’s residence and the contents of such practice vary by canton. The Employer cannot guarantee the content or the granting of such a practice by the cantonal tax authorities.

Consequently, the Employee agrees to pay taxes and social security contributions on all payments made by the Employer which cannot be considered as a non-taxable refund of expenses.

Furthermore, the Employer will not compensate the Employee for the loss of any benefit should the cantonal tax authorities modify or discontinue the practice, or should the Employee choose to relocate in a different canton of Switzerland or in France.

The situation of employees residing in the canton of Geneva is governed by the memo n°6/2005 of the cantonal fiscal administration for the Canton of Geneva dated December 7^th, 2005. The employees residing in other cantons should revert to the Human Resources department for detailed information. The employees residing in France are subject to the aforementioned memo of the cantonal fiscal administration for the Canton of Geneva.