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Severance Plan for Leadership Team Officers of W. R. Grace & Co. Plan Document
and Summary Plan Description Effective February 3, 2016

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Severance Plan for Leadership Team Officers Summary Plan Description 2016 i
Contents Important Information . . . . . . . . . . . . . . . . . . . . . . . . .
. . .1 Eligibility and Coverage . . . . . . . . . . . . . . . . . . . . . . . .
. . .1 Who Is Eligible
.....................................................................1 When
Coverage Applies .......................................................1
Notification Period
................................................................1 When Coverage
Doesn’t Apply ............................................2 If You’re on a Leave
of Absence ..........................................2 How the Plan Works . . .
. . . . . . . . . . . . . . . . . . . . . . . . . . .2 Amount of Severance and
Total Cash Entitlement ...............2 How Benefits Will Be Paid
...................................................3 AICP Bonus Treatment
.........................................................3 Deductions from
Severance ..................................................3 Change in Control
of W. R. Grace & Co. .............................3 Vesting
..................................................................................3
Reemployment by the Company ...........................................3 If You
Should Die .................................................................4
When Severance Is Not Paid . . . . . . . . . . . . . . . . . . . . . . .4
Constructive Discharge . . . . . . . . . . . . . . . . . . . . . . . . . . .4
Section 409A . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
. .4 Transferability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
. . . . .4 Claims for Benefits . . . . . . . . . . . . . . . . . . . . . . . . .
. . . . . .4 What to Do
............................................................................4 If
a Disputed Claim Is Denied ..............................................5 How
Your Benefits Are Affected . . . . . . . . . . . . . . . . . . . .5 You May
Elect to Continue Medical, Dental, and Vision Coverage
...............................................................5 Pension and
Savings Plans ....................................................5 Medical,
Dental, and Vision COBRA Coverage ..................5 Life, VGA, and BTA
Insurance Coverage ............................5 Flexible Spending Accounts
.................................................6 Short-Term Disability
Coverage ...........................................6 Long-Term Disability
Coverage ...........................................6 Benefit Plan Changes
............................................................6 Vacation Pay
.........................................................................6 For
More Information About Your Benefits .........................6 Other
Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6
Effective Date
.......................................................................6 Plan
Sponsor
.........................................................................6 Plan
Administration ..............................................................6
Plan Year
...............................................................................7
Plan Identification
.................................................................7 The Plan’s
Future, Amendment, and Termination ................7 Legal Service
........................................................................7 Plan
Documents ....................................................................7
If You Can’t Receive Payments ............................................7 Cost
.......................................................................................7
What Else You Should Know About the Plan ......................7 Your Rights . .
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7 Receive
Information About Your Plan and Benefits ...........7 Prudent Actions by Plan
Fiduciaries ....................................7 Enforce Your Rights
............................................................8 Assistance With
Your Questions .........................................8

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Severance Plan for Leadership Team Officers Summary Plan Description 2016 1
Important Information Effective February 3, 2016, the CEO and all eligible
elected officers of W. R. Grace & Co. who report to the CEO, will be covered
under the Severance Plan for Leadership Team Officers of W. R. Grace & Co. (the
“Plan”). The Plan will provide severance benefits to the CEO and eligible
elected corporate officers of W. R. Grace & Co. who report to the CEO and who
become elig- ible for benefits as of their date of termination from the Company,
as described and summarized here. Keep in mind that if you’re covered by the
Plan, you will not be covered under any other severance plan maintained or
sponsored by, or any severance agree- ments with, the Company or its direct and
indirect sub- sidiaries (or any related entity). Any agreements concerning
severance benefits, writ- ten or otherwise, between covered individuals and the
Company in effect before the effective date of the Plan, shall be null and void
as of the effective date of the Plan. This means that, if you’re covered by the
Plan, you won’t be eligible for severance benefits under any other prior
agreement with the Company, as of and after the effective date of the Plan (but
subject to the following paragraph). Please note that any agreement providing
severance benefits upon a “Change in Control of W. R. Grace & Co.” to any
covered individual may remain in effect after the effective date of the Plan.
The Plan does not cover terminations related to such a “Change in Con- trol.”
See pages 2 and 3 for more information about the Plan and such a Change in
Control. Note: References in this summary to the “Company” refer to W. R. Grace
& Co. and its direct and indirect subsidiaries. Eligibility and Coverage Who Is
Eligible You’re eligible for severance and other benefits under the Plan if, at
the time of your termination, you are a corporate officer of W. R. Grace & Co.
elected by its Board of Directors; you are identified by W. R. Grace & Co. as an
“executive officer” of the Company pursu- ant to Item 401(b) of Securities and
Exchange Com- mission Regulation S-K; and you’re either the CEO or you report
directly to the CEO. If you don’t meet all of these requirements you will not be
eligible for sever- ance or any other benefits under the Plan. When Coverage
Applies Coverage under the Plan will apply if you’re eligible for the Plan and:
• your employment is terminated by the Company because of a restructuring or
downsizing, the elimination of your position, or for any other reason except for
the reasons specified under “When Coverage Doesn’t Apply” (page 2), and • you
have agreed to and signed, and have not revoked, an agreement acceptable to the
Company under which: – you release the Company and its directors, officers, and
employees (and other related parties) from any liability re- lated to your
termination from (and employment with) the Company; – you agree that you will
not compete with the Company for a period of 24 months after termination; – you
agree that you will not solicit the business of any customer of the Company for
a period of 24 months after termination; and – you agree that you will not
induce or attempt to induce any officer, director, or employee to leave the
Company for a period of 24 months after termination. This agreement must be
signed and become irrevocable prior to the expiration of the 60-day period
beginning on your last date of employment.* For example, if you’re an eligible
officer who is ter- minated by the Company, not for “Cause,” or any other
circumstance described under “When Coverage Doesn’t Apply” (page 2), and you
sign and do not revoke the agreement described above, you’ll be elig- ible for
severance under the Plan. *If this 60-day period extends into a new calendar
year, any severance subject to Section 409A will not be paid before the first
day of that new calendar year. Notification Period You’ll receive at least
two-weeks notice (or pay in- stead of notice) of your date of termination. Your
“last date of employment” is your final date of employment that has been
established by the Company.

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2 Severance Plan for Leadership Team Officers Summary Plan Description 2016 When
Coverage Doesn’t Apply Coverage under the Plan won’t apply to you, and you won’t
receive benefits under the Plan, if: • You voluntarily terminate your employment
with the Company for any reason, without the permission of the Grace Board of
Directors. • You’re terminated for misconduct, “cause,” or similar rea- sons on
or before your last date of employment. “Cause” means an employee engaging in
actions that are injurious to the Company (monetarily or otherwise), or an
employ- ee’s conviction for any criminal violation involving dis- honesty or
fraud or any crime which constitutes a felony. • The Company terminates your
employment because of a “Change in Control of W. R. Grace & Co.,” as specified
on page 3. • You’ve been employed by the Company for fewer than 90 days. • You
continue your employment with the Company in any other capacity (and any
location). • You’re terminated because of your refusal or unwillingness to
perform the duties of your position or because of insubor- dination, on or
before your last date of employment. • The Company terminates your employment
because of the Company’s sale or transfer of all or a portion of the stock or
assets of a business of the Company to another person or entity (i.e., a
divestment), if you become an employee of that person or entity. • You refuse to
accept an offer to transfer to another posi- tion at the Company for a base
salary, and annual incentive compensation target and long-term incentive
compensation awards, which aren’t materially less than your most recent base
salary and annual incentive compensation target and long-term incentive
compensation awards in your current position; and provided the principal work
location of the new position is within a reasonable commuting distance of where
you live. • Through your last date of employment you fail to: – follow policies,
rules, or procedures of the Company or of your business unit, or – adhere to any
agreement between you and the Company. • As of your last date of employment: –
you’re entitled to receive long-term disability (LTD) payments under any plan or
program sponsored by the Company, or – you become eligible to receive such LTD
payments be- cause of a disability that begins before your last date of
employment. Your eligibility for LTD payments reflects the terms of the Plan or
program under which you’re covered. • You’re covered by any other severance plan
of the Com- pany. • You do not agree to and sign, or you have revoked, an
agreement acceptable to the Company as described under “When Coverage Applies”
(see page 1). Important! No provision of the Plan should be con- sidered to
limit in any way the Company’s authority or discretion to terminate any employee
for any reason at any time. If You’re on a Leave of Absence You won’t qualify
for severance if you’re away from work on a leave of absence (whether paid or
unpaid). However, you will qualify for severance if you’re terminated by the
Company when you’re on a leave of absence, provided that none of the provisions
de- scribed under “When Coverage Doesn’t Apply” are applicable. How the Plan
Works Amount of Severance and Total Cash Entitlement If eligible, you’ll receive
severance equal to your total cash entitlement, which is comprised of your
annual base salary plus an amount equal to your targeted an- nual incentive
compensation program bonus (AICP), adjusted as follows: Classification Your
Total Cash Entitlement Equals CEO two times your annual base salary as of your
last day of employment plus an amount equal to two times your targeted AICP for
your last year of employment Other elected corporate officer who reports
directly to the CEO one times your annual base salary as of your last day of
employment plus an amount equal to one times your targeted AICP for your last
year of employment For example, if you’re an eligible elected officer who
reports directly to the CEO, and your annual base sal- ary is $200,000, and your
targeted AICP for the year during which your employment is terminated is 50%
($100,000), your total cash entitlement would equal $300,000 ($200,000 +
$100,000). By annual base salary, we mean the regular annual earnings as of your
last date of employment that you are entitled to receive from the Company before
any deductions are made, but excluding incentive bonuses or compensation (for
example, any payment related to the Company’s “long-term incentive plans”),
“one-off” bonuses (for example, signing bonuses), any other spe- cial or premium
compensation (for example, payments related to relocation or retention),
commissions, any amount related to Company-sponsored employee ben- efit plans,
whether or not this compensation or amount is taxable as income. See “AICP Bonus
Treatment” on page 3 for details on an AICP bonus for your last year of
employment.

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Severance Plan for Leadership Team Officers Summary Plan Description 2016 3 How
Benefits Will Be Paid Your total cash entitlement will be paid to you in a
single, lump-sum within 60 days after your last date of employment, except to
the extent that the payment is subject to Section 409A of the Internal Revenue
Code of 1986, as amended (“Section 409A”). A pay- ment subject to Code Section
409A will not be made before six months and one day after your last date of
employment if you are a “specified employee” as de- fined in Section
409A(2)(B)(i). Keep in mind that your coverage under certain Com- pany benefit
plans may continue for up to 24 months, but only if you pay the required monthly
contributions directly to the Company. AICP Bonus Treatment If you complete at
least three months of employment in the calendar year in which you qualify for
sever- ance under the Plan, you’ll receive a pro rata amount of any bonus you
are eligible to receive for that year under the AICP. This pro rata amount will
reflect your completed months of service in that year. For example, if you
completed four months of service when your employment ends in a calendar year,
you’d receive 33 percent (4 ÷ 12) of the AICP bonus to which you’re entitled for
that year. Please note, as with eligible employees who are still ac- tively at
work on the date bonuses are paid (normally, in March after the calendar year to
which the bonus re- lates), the amount of your bonus will depend on the ex- tent
that the applicable business performance goals are met (and will be subject to
any applicable Compensa- tion Committee approvals); and also on your individual
performance while still employed by the Company, provided that the individual
performance criteria won’t be used to reduce, or increase, the amount of your
bonus entitlement by more than 25 percent, based on the determination of your
former management at the Company. Finally, any pro rata bonus to which you
become entitled will be paid at the same time as bo- nuses are paid to actively
employed eligible employees (again, normally in March after the calendar year to
which the bonus relates). Deductions from Severance The Company will deduct from
the severance you re- ceive: • any federal, state, or local withholding or other
taxes or charges that it’s required to deduct by law, and • any amounts you owe
the Company (to the extent permit- ted by Section 409A). Change in Control of W
. R . Grace & Co . “Change in Control of W. R. Grace & Co.” means and shall be
deemed to have occurred if: (i) W. R. Grace & Co. determines that any “person”
(as such term is used in Sections 13(d) and 14(d) of the Exchange Act), other
than a trustee or other fiduciary holding securities under an employee benefit
plan of W. R. Grace & Co. or a corporation owned, directly or indirectly, by the
stockholders of W. R. Grace & Co. in substantially the same proportions of their
ownership of stock of W. R. Grace & Co., has become the “beneficial owner” (as
defined in Rule 13d-3 under the Exchange Act), directly or indirectly, of 20% or
more of the out- standing common stock of W. R. Grace & Co.; (ii) Individuals
who are Continuing Directors cease to con- stitute a majority of any class of
directors of the Board; (iii) There occurs a reorganization, merger,
consolidation or other corporate transaction involving W. R. Grace & Co. (a
“Corporate Transaction”), in each case, with respect to which the stockholders
of W. R. Grace & Co. immediately prior to such Corporate Transaction do not,
immediately after the Corporate Transaction, own 50% or more of the combined
voting power of the cor- poration resulting from such Corporate Transaction; or
(iv) Shareholders of W. R. Grace & Co. approve a complete liquidation or
dissolution of W. R. Grace & Co. Vesting The benefits provided under the Plan
aren’t “vested benefits.” This means that your eligibility for these benefits
may be terminated at any time. In addition, you should know that the Plan may be
ter- minated by the Company at any time and that the Com- pany may change any
feature of the Plan at any time. Reemployment by the Company If you’re
reemployed by the Company after you’ve received severance under the Plan, any
future sever- ance entitlement you receive from the Company will be offset or
reduced by the amount of severance you previously received under the Plan.

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4 Severance Plan for Leadership Team Officers Summary Plan Description 2016 If
You Should Die If you should die before your last date of employment, no
severance will be paid under the Plan to a benefi- ciary. But if you should die
on or after your last date of employment, any unpaid amount of the severance to
which you were entitled will be paid in a lump sum either to your spouse or your
estate (if you weren’t married on the date of your death). When Severance Is Not
Paid Benefits under the Plan may not be made (or may be discontinued) if: • you
don’t qualify for benefits under the terms of the Plan, or • the Plan
administrator determines you have engaged in “inappropriate conduct” before or
after your last date of employment. Inappropriate conduct means any action that
violates any policy, rule, or procedure of the Com- pany or your business unit,
or violates any agreement between you and the Company, or is otherwise
detrimental to the Company. Constructive Discharge In addition, the CEO will
also be entitled to the sever- ance benefits described in this Plan for the CEO,
if the CEO resigns employment as a result of his or her “constructive discharge”
(as defined below). In this case, the CEO would be obligated to provide at least
30 days advance written notice to the Chairman of the Compensation Committee of
the Company’s Board of Directors of the condition(s) that constitutes
constructive discharge, as well as the CEO’s intent to resign as the result of
such conditions. If the Board of Directors remedies such condition(s) of
construc- tive discharge within 30 days of receiving the written notice, then
the CEO will not be entitled to receive the severance benefits described under
this Plan upon his or her resignation. “Constructive discharge” means any
diminution (reduction) to the level of authority from that of the CEO, or any
assignment of any duties that are not consistent with the position of CEO, other
than authority or duties that: • may be appropriate to another position with the
Company that the CEO holds in addition to the position of CEO, • results from
any requirement or request from the Board that is reasonably related to the
position of CEO (or any other position that individual may hold with the Company
at the time he or she retains the position as CEO), or • results from an
inadvertent failure or oversight of the Board that is remedied within 30 days
after receiving the written notice described above. Section 409A Your severance
is intended to be either exempt from Section 409A or in compliance with Section
409A, and any ambiguities in the Plan shall be so interpreted. Your severance
may not be subject to Section 409A to the extent it (together with any other
severance or sepa- ration pay otherwise subject to Section 409A) does not equal
or exceed two times the lesser of (i) your annual- ized compensation based on
your rate of pay for the calendar year prior to the year of your termination of
employment, or (ii) the annual qualified retirement plan contribution limit
($265,000 for 2016). Transferability The right to receive benefits under the
Plan may not be transferred, alienated, assigned, or pledged. Claims for
Benefits What to Do No action by you is required to file a claim for ben- efits.
The Company will notify you in writing if you’re eligible for benefits under the
severance pay plan. If you believe that you’re entitled to a benefit and haven’t
been notified that one is payable, or if you disagree with the amount of the
benefit that’s payable, you may file a disputed claim with the Company. The Plan
administrator has full and exclusive authority to interpret the applicable plan
provisions and to de- cide claims for benefits that are filed. A decision on a
disputed claim will be given to you as soon as possible, but no later than 90
days after a claim is filed, or 180 days in special cases. If a decision on a
disputed claim can’t be made within 90 days, you’ll be notified in writing
before the end of this 90-day period of the special circumstances that require
an extended period of consideration of the disputed claim and the approximate
date the Plan administrator expects to reach a decision on the disputed claim.

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Severance Plan for Leadership Team Officers Summary Plan Description 2016 5 If a
Disputed Claim Is Denied If a disputed claim is denied, in whole or in part,
you’ll receive a written notice from the Company explaining why and on which
plan provisions the disputed claim has been denied. An appeal must be made
within 60 days after a denial by writing to the Company (contact your benefits
administrator for details). You also may choose to name a representative to
handle your appeal. You’ll be told if any additional information is needed to
make a disputed claim acceptable. You may exam- ine material related to your
disputed claim. Copies of any materials or records that support the disputed
claim should be sent with the appeal. A decision on an appeal usually will be
made within 60 days of when it’s received, or 120 days in special cases. If a
decision on an appeal can’t be made within 60 days, you’ll be notified in
writing before the end of this 60-day period of the special circumstances that
re- quire an extended period of consideration of the appeal. The Company’s
decision on an appeal is final. If you have filed a claim for benefits which has
been denied on appeal by the Company and you believe the claim has been
improperly denied, in whole or in part, you have certain rights. See “Your
Rights” on page 7 for more information. How Your Benefits Are Affected You May
Elect to Continue Medical, Dental, and Vision Coverage If you’re eligible for
severance under the Plan, cov- erage for you and enrolled members of your family
under the Company’s medical, dental, and vision plans may continue for up to 24
months after your last date of employment, provided you make the required
monthly contributions directly to the Company. In this case, your coverage under
these benefit plans will end on the earlier of: • the end of the 24-month period
following your last day of employment, or • the end of the month in which you
fail to make the required contribution for your coverage. Important! For this
purpose, the 24-month period will be determined without regard to any six-month
period delay that may be required by Section 409A. In addi- tion, the required
monthly contributions must be made during any period severance is delayed under
Section 409A. Medical, dental, and vision coverage may continue until the end of
the period described above. In addition, medical, dental, and vision coverage
for an enrolled family member will end on the date your coverage ends, the date
a family member becomes ineligible, or the date you stop contributions for
family coverage, whichever occurs first. Pension and Savings Plans If you’re a
participant in a Company-sponsored pen- sion or savings and investment plan: •
severance pay won’t count to determine benefits under a pension or savings plan,
• severance pay can’t be contributed to the savings plan. Medical, Dental, and
Vision COBRA Coverage You’ll be notified of your ability to elect contin- ued
medical, dental, and vision coverage from the Company, as required by the COBRA
continuation requirements of federal law. The 24-month period dur- ing which
medical, dental, and vision coverage may continue as described above won’t count
against the maximum period during which you may continue this coverage under
COBRA. That is, after your severance ends, COBRA continuation may be elected for
the maximum period that applies. In addition, when COBRA medical coverage for
you or an enrolled family member ends, you’ll be given details on any conversion
rights that apply (conversion rights don’t apply to dental or vision coverage).
If a member of your family has COBRA coverage under a Company plan as of your
last date of employ- ment, this coverage will continue for the remainder of the
period that applies, provided the required contribu- tions continue. Life, VGA,
and BTA Insurance Coverage Your basic life insurance coverage, any supplemental
or dependent life insurance you elected, any coverage you elected for yourself
and your family under the Company’s voluntary group accident insurance plan (VGA
plan), and coverage under the Company’s busi- ness travel accident insurance
plan (BTA plan) will end automatically as of your last date of employment.

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6 Severance Plan for Leadership Team Officers Summary Plan Description 2016 If
you choose, you may restore any life insurance coverage that’s lost and not
replaced for yourself or a family member by converting to an individual policy
without providing proof that you’re healthy by apply- ing during the 31-day
period after this coverage ends or is reduced. Contact the Grace Employee
Service Center at 1-800-974-2363 for details on converting life insurance
coverage. You may not, however, convert to an individual policy to continue
coverage under the VGA plan or BTA plan; no conversion rights apply to this
coverage. Flexible Spending Accounts If you’re contributing to a health care
spending ac- count and/or dependent care spending account as of your last date
of employment, contributions to a health care spending account and/or dependent
care spend- ing account will end with your last eligible paycheck and no
contribution to those accounts will be taken from your lump-sum severance
payment. In no event, however, may participation in these accounts extend beyond
the December 31 of the year in which your last day of employment occurs. Contact
the Grace Em- ployee Service Center at 1-800-974-2363 for details. Short-Term
Disability Coverage All short-term disability and salary continuation cover-
ages will end as of your last date of employment. Long-Term Disability Coverage
If you’re a participant in a Company-sponsored long- term disability income plan
(LTD plan), your partici- pation in the Plan will continue through your last
date of employment, provided you continue the required contributions. Benefits
under any Company-sponsored LTD plan won’t be payable for disabilities occurring
after your last date of employment. Benefit Plan Changes The Company reserves
the right to change, amend, or end any benefit plan, including the Plan; and any
such change, amendment, or termination may also apply to any former employee or
officer receiving severance (and beneficiaries, if applicable). Vacation Pay If
you have not already taken the full vacation to which you’re entitled for the
calendar year in which your employment is terminated and your last date of
employment is June 30 or later, you will receive a lump-sum payment equal to
your unused vacation. If your last date of employment is June 29 or earlier, you
will receive a lump-sum payment based on one- half of the total number of
vacation days to which you would otherwise have been entitled for the calendar
year in which your employment is terminated, less any used vacation days. For
example, if you are entitled to 10 vacation days for the calendar year, your
last date of employment is June 29 or earlier, and you have used three vacation
days, you would receive a lump- sum payment for two vacation days (10 days x .5
= 5 days, less the 3 days used, leaving 2 days for the lump- sum payment). Your
vacation payout, however, won’t include floating holidays. For More Information
About Your Benefits This booklet briefly summarizes some of the rules that apply
to the benefit plans mentioned on pages 5-6. It doesn’t provide a full
description of these rules. Please refer to the summary plan descriptions of
these plans for more information. Other Information The following describes
other information you should know about the Plan and your rights. Effective Date
The effective date of the Plan is February 3, 2016. Plan Sponsor The sponsor of
the Plan is: W. R. Grace & Co. 7500 Grace Drive Columbia, MD 21044 Plan
Administration The Plan administrator is: Chairman of the Compensation Committee
of the Board of Directors of W. R. Grace & Co. W. R. Grace & Co. 7500 Grace
Drive Columbia, MD 21044 (410) 531-4000 Severance benefits are paid by the
Company from its general assets. There are no funds set aside for such benefits.

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Severance Plan for Leadership Team Officers Summary Plan Description 2016 7 Plan
Year Records are kept on a plan-year basis. A plan year starts on January 1st
and ends on the following December 31st. Plan Identification The official name
of the Plan is the Severance Plan for Leadership Team Officers of W. R. Grace &
Co. The Internal Revenue Service and Department of Labor identify the Company by
the number 65-0654331 and the Plan by the number 530. The Plan is classified as
a “welfare plan,” providing severance benefits. The Plan’s Future, Amendment,
and Termination The Company, by action of its Board of Directors or the
Investment and Benefits Committee, may change, suspend, or end the Plan at any
time. Legal Service The agent for service of legal process is the: General
Counsel W. R. Grace & Co. 7500 Grace Drive Columbia, MD 21044 (410) 531-4000
Legal process may also be served on the Plan admin- istrator. Plan Documents
This booklet describes the Severance Plan for Leader- ship Team Officers of W.
R. Grace & Co. as of Febru- ary 3, 2016. It’s written in everyday terms and
avoids technical terms wherever possible. If You Can’t Receive Payments If the
Company determines that you aren’t able to re- ceive payments—for example, if
you’re physically or mentally disabled—it may have payments made to the person
or institution responsible for you. Cost The Company pays the full cost of the
Plan. What Else You Should Know About the Plan The Plan administrator has the
discretionary author- ity to determine eligibility for Plan benefits and to
otherwise interpret all of the terms of the Plan. The decisions of the Plan
administrator with regard to de- termining eligibility and interpreting the
terms of the Plan are final and binding on all parties. The Company cannot and
does not guarantee the period for which the Plan will remain in effect and the
levels or types of benefits available under the Plan. There is no legal
requirement that the Company pay any severance pay, and the Company reserves the
right to determine whether or not any employee or officer will receive severance
pay. Your Rights As a participant in the Severance Plan for Leadership Team
Officers of W. R. Grace & Co., you’re entitled to certain rights and protections
under the Employee Retirement Income Security Act of 1974 (ERISA). ERISA
provides that all plan participants are entitled to know the following
information. Receive Information About Your Plan and Benefits You may examine,
without charge, at the Plan admin- istrator’s office (Grace’s Headquarters) and
at other specified locations, such as worksites, all documents governing the
Plan, including a copy of the latest an- nual report (Form 5500 Series) filed by
the Plan with the U.S. Department of Labor and available at the Public
Disclosure Room of the Employee Benefits Se- curity Administration. You may
obtain, upon written request to the Plan ad- ministrator, copies of documents
governing the opera- tion of the Plan, including copies of the latest annual
report (Form 5500 Series) and updated summary plan description. The
administrator may make a reasonable charge for the copies. You will receive a
summary of the Plan’s annual fi- nancial report. The Plan administrator is
required by law to furnish each participant with a copy of this sum- mary annual
report. Prudent Actions by Plan Fiduciaries In addition to creating rights for
plan participants, ERISA imposes duties upon the people who are respon- sible
for the operation of the employee benefit plan. The people who operate your
plan, called “fiduciaries” of the Plan, have a duty to do so prudently and in
the interest of you and other plan participants and beneficiaries. No one,
including your employer or any other person, may fire you or otherwise
discriminate against you in any way to prevent you from obtaining a welfare plan
ben- efit or exercising your rights under ERISA.

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8 Severance Plan for Leadership Team Officers Summary Plan Description 2016
Enforce Your Rights If your claim for a severance benefit is denied or ig-
nored, in whole or in part, you have a right to know why this was done, to
obtain copies of documents re- lating to the decision without charge, and to
appeal any denial, all within certain time schedules. Under ERISA, there are
steps you can take to enforce the above rights. For instance, if you request a
copy of plan documents or the latest annual report from the Plan and do not
receive them within 30 days, you may file suit in a Federal court. In such a
case, the court may require the Plan administrator to provide the materi- als
and pay you up to $110 a day until you receive the materials, unless the
materials were not sent because of reasons beyond the control of the
administrator. If you have a claim for benefits that is denied or ig- nored, in
whole or in part, you may file suit in a state or Federal court. In addition, if
you disagree with the Plan’s decision or lack thereof concerning the qualified
status of a domestic relations order or a medical child support order, you may
file suit in Federal court. If it should happen that plan fiduciaries misuse the
Plan’s money, or if you are discriminated against for asserting your rights, you
may seek assistance from the U.S. De- partment of Labor, or you may file suit in
a Federal court. The court will decide who should pay court costs and legal
fees. If you are successful the court may order the person you have sued to pay
these costs and fees. If you lose, the court may order you to pay these costs
and fees, for example, if it finds your claim is frivolous. Assistance With Your
Questions If you have any questions about the Plan, you should contact Grace’s
Chief Human Resources Officer at 410-531-4000. If you have any questions about
this statement or about your rights under ERISA, or if you need assistance in
obtaining documents from the Plan administrator, you should contact the nearest
office of the Employee Benefits Security Administration, U.S. Department of
Labor, listed in your telephone directory or the Divi- sion of Technical
Assistance and Inquiries, Employee Benefits Security Administration, U.S.
Department of Labor, 200 Constitution Avenue N.W., Washington, D.C. 20210. You
may also obtain certain publications about your rights and responsibilities
under ERISA by calling the publications hotline of the Employee Benefits
Security Administration.

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W. R. Grace & Co. 7500 Grace Drive Columbia, MD 21044 410.531.4000 © 2016 W. R.
Grace & Co.

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