Document:

EX-10.16

 Exhibit 10.16 

COLUMBIA PIPELINE GROUP, INC. 

FORM OF EC EXECUTIVE 

CHANGE IN CONTROL AND TERMINATION AGREEMENT TO 

CANCEL AND REPLACE THE NISOURCE CHANGE IN CONTROL AGREEMENT 

Columbia Pipeline Group, Inc., a Delaware corporation (“Employer”), which as used herein, shall mean Columbia Pipeline Group, Inc.
and all of its Affiliates, and [Name of EC Executive] (“Executive”) hereby enter into a Change in Control and Termination Agreement as of [Month]     , [Year] (the “Effective Date”), which Agreement is
hereinafter set forth (“Agreement”). 
 WITNESSETH 

WHEREAS, effective on the Separation Date, NiSource Inc. (“NiSource”) implemented the spin-off of its pipeline and transmission
business, comprised of Employer and its Affiliates, which made Employer and its Affiliates independent and no longer part of the controlled group of corporations of NiSource; 

WHEREAS, NiSource and Executive have previously entered into a Change in Control and Termination Agreement (the “NiSource Change in
Control Agreement”); 
 WHEREAS, Executive’s association with NiSource ended on the Separation Date, and Executive immediately
became an officer of the Employer; 
 WHEREAS, in connection with the previously described spin-off, NiSource assigned the NiSource Change
in Control Agreement to Employer; 
 WHEREAS, Employer considers the ability to attract and retain talented management to be a part of its
corporate strategy and necessary in protecting and enhancing the interests of the Employer and its shareholders. As part of this strategy, Employer desires to retain Executive in its employment notwithstanding any actual or threatened Change in
Control, and to have this Agreement supersede the NiSource Change in Control Agreement; and, 
 WHEREAS, Executive and Employer desire to
enter into this Agreement pertaining to the terms of Executive’s employment in the event of any actual or threatened Change in Control; 

NOW, THEREFORE, in consideration of the mutual covenants and promises contained herein, and other good and valuable consideration, the receipt
of which is hereby acknowledged, the parties agree as follows: 
 1. Term. This Agreement shall begin on the Effective Date and shall
continue in effect until the date which is 12 months after the date on which either Employer or Executive has given written notice to the other party of its or his election to have this Agreement terminate (“Term”). 

  
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 2. Definitions. For purposes of this Agreement: 

(a) “Affiliate” or “Associate” shall have the meaning set forth in Rule 12b-2 under the Securities Exchange Act of 1934.

 (b) “Base Salary” shall mean Executive’s monthly base salary at the rate in effect on the date of a reduction for purposes
of paragraph (g) of this Section, or on the date of a termination of employment under circumstances described in subsections 3(a) or (b) below, whichever is higher; provided, however, that such rate shall in no event be less than the
highest rate in effect for Executive at any time during the Term. 
 (c) “Beneficiary” shall mean the person or entity designated
by Executive, by written instrument delivered to Employer, to receive the benefits payable under this Agreement in the event of his death. If Executive fails to designate a Beneficiary, or if no Beneficiary survives Executive, such death benefits
shall be paid: 
  

	 	(i)	to his surviving spouse; or 

  

	 	(ii)	if there is no surviving spouse, to his living descendants per stirpes; or 

  

	 	(iii)	if there is neither a surviving spouse nor descendants, to his duly appointed and qualified executor or personal representative. 

(d) “Bonus” shall mean Executive’s target annual incentive bonus compensation for the calendar year in which the date of a
termination of employment under circumstances described in subsection 3(a) below occurs, under the annual incentive bonus compensation plan then maintained by Employer (“Annual Incentive Plan”); provided, however, that such target annual
incentive bonus compensation shall in no event be less than the highest target annual incentive bonus compensation of Executive under any such Annual Incentive Plan for any calendar year commencing during the Term. 

(e) A “Change in Control” shall be deemed to take place on the occurrence of any of the following events: 

(1) The acquisition by an entity, person or group (including all Affiliates or Associates of such entity, person or group) of
beneficial ownership, as that term is defined in Rule 13d-3 under the Securities Exchange Act of 1934, of capital stock of Columbia Pipeline Group, Inc. entitled to exercise more than 30% of the outstanding voting power of all capital stock of
Columbia Pipeline Group, Inc. entitled to vote in elections of directors (“Voting Power”); 

  
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 (2) The effective time of (i) a merger or consolidation of Columbia Pipeline
Group, Inc. with one or more other corporations unless the holders of the outstanding Voting Power of Columbia Pipeline Group, Inc. immediately prior to such merger or consolidation (other than the surviving or resulting corporation or any Affiliate
or Associate thereof) hold at least 50% of the Voting Power of the surviving or resulting corporation (in substantially the same proportion as the Voting Power of Columbia Pipeline Group, Inc. immediately prior to such merger or consolidation), or
(ii) a transfer of a Substantial Portion of the Property, of Columbia Pipeline Group, Inc. other than to an entity of which Columbia Pipeline Group, Inc. owns at least 50% of the Voting Power; or 

(3) The election to the Board of Directors of Columbia Pipeline Group, Inc. (the “Board”) of candidates who were not
recommended for election by the Board, if such candidates constitute a majority of those elected in that particular election (for this purpose, recommended directors will not include any candidate who becomes a member of the Board as a result of an
actual or threatened election contest or proxy or consent solicitation on behalf of anyone other than the Board or as a result of any appointment, nomination, or other agreement intended to avoid or settle a contest or solicitation). Notwithstanding
the foregoing, a Change in Control shall not be deemed to take place by virtue of any transaction in which Executive is a participant in a group effecting an acquisition of Columbia Pipeline Group, Inc. and, after such acquisition, Executive holds
an equity interest in the entity that has acquired Columbia Pipeline Group, Inc. 
 (f) “Good Cause” shall be deemed to exist if,
and only if Employer notifies Executive, in writing, within 60 days of its knowledge that one of the following events occurred: 

(1) Executive engages in acts or omissions constituting dishonesty, intentional breach of fiduciary obligation or intentional
wrongdoing or malfeasance, in each case that results in substantial harm to Employer; or 

  
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 (2) Executive is convicted of a criminal violation involving fraud or dishonesty.

 (g) “Good Reason” shall be deemed to exist if, and only if; 

(1) a significant diminution in the nature or the scope of Executive’s authorities or duties; 

(2) there is a significant reduction in Executive’s monthly rate of Base Salary and his opportunity to earn a bonus under
an incentive bonus compensation plan maintained by Employer or his benefits; 
 (3) Employer changes by 50 miles or more the
principal location at which Executive is required to perform services as of the date of a Change in Control; or 
 (4)
Employer or any successor materially breaches this Agreement. 
 (h) “NiSource Change in Control Agreement” means the Change in
Control and Termination Agreement between Executive and NiSource Inc. that was effective immediately before the Separation Date and is superseded and replaced by this Agreement. 

(i) “Payment Factor” shall mean (i) the number 36 in the case of a termination occurring within the 36 month period following
the Effective Date, or (ii) the number 24 in the case of a termination occurring more than 36 months following the Effective Date. 

(j) “Pension Plan” shall mean any Retirement Plan that is a defined benefit plan as defined in Section 3(35) of the Employee
Retirement Income Security Act of 1974, as amended (“ERISA”). 
 (k) “Retirement Plan” shall mean any qualified or
nonqualified supplemental employee pension benefit plan, as defined in Section 3(2) of ERISA, currently or hereinafter made available by Employer in which Executive is eligible to participate. 

(l) “Separation Date” means
[                    ], 2015, or if later, the date of the consummation of all transactions necessary to reflect the pro rata distribution of shares
of common stock of Columbia Pipeline Group, Inc. to the shareholders of NiSource Inc. 

  
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 (m) “Severance Period” shall mean the period beginning on the date Executive’s
employment with Employer terminates under circumstances described in subsection 3(a) and (i) ending 36 months thereafter in the case of a termination occurring within the 36 month period following the Effective Date, or (ii) ending 24
months thereafter in the case of a termination occurring more than 36 months following the Effective Date. 
 (n) “Substantial Portion
of the Property of Columbia Pipeline Group, Inc.” shall mean 50% of the aggregate book value of the assets of Columbia Pipeline Group, Inc. and its Affiliates and Associates as set forth on the most recent balance sheet of Columbia Pipeline
Group, Inc., prepared on a consolidated basis, by its regularly employed, independent, certified public accountants. 
 (l) “Welfare
Plan” shall mean any health and dental plan, disability plan, survivor income plan or life insurance plan, as defined in Section 3(1) of ERISA, currently or hereafter made available by Employer in which Executive is eligible to
participate. 
 3. Benefits Upon Termination of Employment. 

(a) The following provisions will apply if a Change in Control occurs during the Term, and at any time during the 24 months after the Change
in Control occurs (whether during or after the expiration of the Term), the employment of Executive with Employer is terminated by Employer for any reason other than Good Cause, or Executive terminates his employment with Employer for Good Reason.
In addition, the following provisions also will apply if (i) a Change in Control occurs during the Term, (ii) Employer has terminated Executive’s employment other than for Good Cause during the year prior to the Change in Control but
after a third party and/or Employer had taken steps reasonably calculated to effect a Change in Control and (iii) it is reasonably demonstrated by Executive that such termination of employment was in connection with or in anticipation of a
Change in Control. 
 (1) Employer shall pay Executive an amount equal to the Payment Factor times the sum of
(a) Executive’s Base Salary plus (b) one-twelfth of his Bonus. Such amount shall be paid to Executive in a lump sum within 60 days following the later of Executive’s termination of employment or a Change in Control. 

(2) Employer shall pay Executive an amount equal to the pro rata portion of Executive’s target annual incentive bonus
compensation for the calendar year under the Annual Incentive Plan then maintained by Employer, that 

  
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is applicable to the period commencing on the first day of such calendar year and ending on the date of termination. Such bonus amount shall be paid to Executive in a lump sum within 30 days
after his date of termination of employment. 
 (3) Executive shall receive any and all benefits accrued through the date of
termination of employment under any Retirement Plan, Welfare Plan or other plan or program in which he participates at the date of termination of employment. The amount, form and time of payment of such benefits will be determined by the terms of
such Retirement Plan, Welfare Plan and other plan or program. Further, Executive’s employment shall be deemed to have terminated by reason of retirement without regarding to vesting limitations in all such plans and other plans or programs not
subject to the qualification requirements of Section 401(a) of the Internal Revenue Code of 1986 as amended (“Code”), under circumstances that have the most favorable result for Executive thereunder for all purposes of such Plans and
other plans or programs. Any such payments shall be paid to Executive in a lump sum within 30 days after his date of termination of employment, or if a payment is not permitted at termination of employment under the terms of the applicable plan or
program, within 30 days after the earliest permitted payment date under the plan or program, in accordance with Section 409A of the Code. 

(4) If upon the date of termination of Executive’s employment Executive holds any awards granted under the Columbia
Pipeline Group, Inc. 2015 Omnibus Incentive Plan or any predecessor or successor plan (the “Omnibus Plan”), including options with respect to stock of Employer, restricted stock, restricted stock units, performance shares, performance
units, and any other stock-based award, all such awards will become vested, exercisable, and payable in accordance with the terms of the Omnibus Plan and applicable award agreement in effect on the date of such termination. 

(5) In lieu of a contribution by Employer to, or a reimbursement to Executive for, any coverage premiums and any other expenses
payable by Executive during the Severance Period under all Welfare Plans maintained by Employer in which he and his spouse and other dependents were participating 

  
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immediately prior to the date of his termination, Employer will pay to Executive an amount equal to 130% of such coverage premiums and expenses otherwise payable during the Severance Period. Such
amount shall be paid to Executive in a lump sum within 60 days following Executive’s termination of employment. 
 (6)
Executive shall receive outplacement services for a period commencing on the date of termination of employment and continuing until the earlier to occur of the Executive accepting other employment or 12 months after the date of termination, in an
amount not to exceed $25,000. 
 (7) During the Severance Period, Executive shall not be entitled to reimbursement for fringe
benefits, including without limitation, dues and expenses related to club memberships, automobile expenses, expenses for professional services and other similar perquisites. 

(b) If the employment of Executive with Employer is terminated by Employer or Executive other than under circumstances set forth in subsection
3(a), Executive’s Base Salary shall be paid through the date of his termination, and Employer shall have no further obligation to Executive or any other person under this Agreement. Such termination shall have no effect upon Executive’s
other rights, including but not limited to, rights under the Retirement Plans and the Welfare Plans. 
 (c) Notwithstanding anything herein
to the contrary, (1) in the event Employer shall terminate the employment of Executive for Good Cause hereunder, Employer shall give Executive at least thirty (30) days prior written notice specifying in detail the reason or reasons for
Executive’s termination, and (2) in the event Executive terminates his employment for Good Reason hereunder, Executive shall give Employer at least 30 days prior written notice specifying in detail the Good Reason conditions. If Employer
cures such conditions, any subsequent termination of employment by Executive will not be considered to be made for Good Reason. 
 (d) This
Agreement shall have no effect, and Employer shall have no obligations hereunder, if Executive’s employment terminates for any reason at any time other than (i) during the 24 months following a Change in Control; or (ii) as otherwise
specifically set forth in Subsection 3(a). 

  
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 (e) Notwithstanding anything herein to the contrary, if it shall be determined that any payment
or distribution by Employer or its Affiliates to or for the benefit of the Executive (1) hereunder, and (2) pursuant to any plan, program or policy of Employer in connection with, on account of, or as a result of, such Change in Control
(all such payments and benefits being hereinafter referred to as the “Total Payments”), would be subject to the excise tax imposed by Section 4999 of the Code or any interest or penalties are incurred by the Executive with respect to
such excise tax (such excise tax, together with any such interest and penalties, collectively the “Excise Tax”), then, after taking into account any reduction in the Total Payments provided by reason of Section 280G of the Code in
such other plan, arrangement or agreement, the payments under this Agreement shall be reduced in the order specified below, to the extent necessary so that no portion of the Total Payments is subject to the Excise Tax but only if (i) the net
amount of such Total Payments, as so reduced (and after subtracting the net amount of federal, state and local income taxes on such reduced Total Payments and after taking into account the phase out of itemized deductions and personal exemptions
attributable to such reduced Total Payments) is greater than or equal to (ii) the net amount of such Total Payments without such reduction (but after subtracting the net amount of federal, state and local income taxes on such Total Payments and
the amount of Excise Tax to which the Executive would be subject in respect of such unreduced Total Payments and after taking into account the phase out of itemized deductions and personal exemptions attributable to such unreduced Total Payments).
The payments and benefits under this Agreement shall be reduced in the following order: (A) reduction of any cash severance payments otherwise payable to the Executive that are exempt from Section 409A of the Code; (B) reduction of
any other cash payments or benefits otherwise payable to the Executive that are exempt from Section 409A of the Code, but excluding any payments attributable to any acceleration of vesting or payments with respect to any equity award that are
exempt from Section 409A of the Code; (C) reduction of any other payments or benefits otherwise payable to the Executive on a pro-rata basis or such other manner that complies with Section 409A of the Code, but excluding any payments
attributable to any acceleration of vesting and payments with respect to any equity award that are exempt from Section 409A of the Code; and (D) reduction of any payments attributable to any acceleration of vesting or payments with respect
to any equity award that are exempt from Section 409A of the Code, in each case beginning with payments that would otherwise be made last in time. 

  
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 4. Setoff. No payments or benefits payable to or with respect to Executive pursuant to
this Agreement shall be reduced by any amount Executive or his spouse or Beneficiary, or any other beneficiary under the Pension Plans, may earn or receive from employment with another employer or from any other source, except as expressly provided
in subsection 3(a)(6). 
 5. Death. If Executive’s employment with Employer terminates under circumstances described in
subsections 3(a) or (b), then upon Executive’s subsequent death, all unpaid amounts payable to Executive under subsections 3(a)(1), (2) or (3) or 3(b), or Section 4, if any, shall be paid to his Beneficiary. 

6. Non-Competition. Executive agrees that while employed by Employer and thereafter for a period of one year following Executive’s
termination of employment in accordance with Section 3(a), Executive shall not directly or indirectly, on Executive’s behalf or on behalf of any other person, firm, corporation, association or other entity, as an employee, stockholder,
director, advisor, partner, agent, consultant or otherwise, provide services or perform activities for, or acquire or maintain any ownership interest in, any company engaged in the transmission, distribution, or storage of natural gas in a market
located in any state or states in which, on the date of Executive’s termination of employment, Employer sells or reasonably expects to sell its products, supplies, or services to customers. 

7. No Solicitation of Representatives and Employees. Executive agrees that he shall not, during the Term or the Severance Period,
directly or indirectly, in his individual capacity or otherwise, induce, cause, persuade, or attempt to do any of the foregoing in order to cause, any representative, agent or employee of Employer to terminate such person’s employment
relationship with Employer, or to violate the terms of any agreement between said representative, agent or employee and Employer. 
 8.
Confidentiality. Executive acknowledges that preservation of a continuing business relationship between Employer and their respective customers, representatives, and employees is of critical importance to the continued business success of
Employer and that it is the active policy of Employer to guard as confidential certain information not available to the public and relating to the business affairs of Employer. In view of the foregoing, Executive agrees that he shall not during the
Term and at any time thereafter, without the prior written consent of Employer, disclose to any person or entity any such confidential information that was obtained by Executive in the course of his employment by Employer. This section shall not be
applicable if and to the extent Executive is required to testify in a legislative, judicial or regulatory proceeding pursuant to an order of Congress, any state or local legislature, a judge, or an administrative law judge or is otherwise required
by law to disclose such information. 

  
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 9. Forfeiture. If Executive shall at any time violate any obligation of his under Sections
6, 7, or 8 in a manner that results in significant damage to the Employer or its business, he shall immediately forfeit his right to any benefits under this Agreement, and Employer shall thereafter have no further obligation hereunder to Executive
or his spouse, Beneficiary or any other person. 
 10. Executive Assignment. No interest of Executive, his spouse or any Beneficiary,
or any other beneficiary under the Pension Plans, under this Agreement, or any right to receive any payment or distribution hereunder, shall be subject in any manner to sale, transfer, assignment, pledge, attachment, garnishment, or other alienation
or encumbrance of any kind, nor may such interest or right to receive a payment or distribution be taken, voluntarily or involuntarily, for the satisfaction of the obligations or debts of, or other claims against, Executive or his spouse,
Beneficiary or other beneficiary, including claims for alimony, support, separate maintenance, and claims in bankruptcy proceedings. 
 11.
Benefits Unfunded. All rights under this Agreement of Executive and his spouse, Beneficiary or other beneficiary under the Pension Plans, shall at all times be entirely unfunded, and no provision shall at any time be made with respect to
segregating any assets of Employer for payment of any amounts due hereunder. None of Executive, his spouse, Beneficiary or any other beneficiary under the Pension Plans shall have any interest in or rights against any specific assets of Employer,
and Executive and his spouse, Beneficiary or other beneficiary shall have only the rights of a general unsecured creditor of Employer. 

12. Waiver. No waiver by any party at any time of any breach by the other party of, or compliance with, any condition or provision of
this Agreement to be performed by such other party shall be deemed a waiver of any other provisions or conditions at the same time or at any prior or subsequent time. 

13. Litigation Expenses. Following the occurrence of Change in Control, Employer shall pay Executive’s reasonable attorneys’
fees and legal expenses in connection with any judicial proceeding to enforce this Agreement, or to construe or determine the validity of this Agreement or otherwise in the event Executive is successful in one material claim in such litigation. Such
reimbursement shall occur by March 15 of the calendar year after the calendar year in which such reimbursement obligation as finally determined. 

  
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 14. Continuing Indemnification and Advancement of Expenses. Following the occurrence of a
Change in Control, to the full extent permitted by law, Employer shall indemnify Executive against any actual or threatened action, suit or proceeding, whether civil, criminal, administrative or investigative, arising by reason of Executive’s
status as a director, officer, employee and/or agent of Employer. In addition, to the extent permitted by law, Employer shall advance or reimburse any expenses, including reasonable attorney’s fees, Executive incurs in investigating and
defending any actual or threatened action, suit or proceeding for which Executive may be entitled to indemnification under this Section 13. Executive agrees to repay any expenses paid or reimbursed by Employer if it is ultimately determined
that Executive is not legally entitled to be indemnified by Employer. 
 15. Applicable Law. This Agreement shall be construed and
interpreted pursuant to the laws of Indiana. 
 16. Entire Agreement. This Agreement contains the entire Agreement between the
Employer and Executive and supersedes any and all previous agreements; written or oral; between the parties relating to the subject matter hereof. Additionally, this Agreement supersedes the NiSource Change in Control Agreement and any and all
previous agreements, written and oral, between Executive and NiSource relating to the subject matter herein. For the avoidance of doubt, if Executive becomes entitled to the benefits under this Agreement, Executive shall not be eligible for any
duplicative benefits under any other agreement, offer letter, plan, program or policy. No amendment or modification of the terms of this Agreement shall be binding upon the parties hereto unless reduced to writing and signed by Employer and
Executive. 
 17. No Employment Contract. Nothing contained in this Agreement shall be construed to be an employment contract between
Executive and Employer or provide Executive with the right to continued Employment with Employer. 
 18. Counterparts. This Agreement
may be executed in counterparts, each of which shall be deemed an original. 
 19. Severability. In the event any provision of this
Agreement is held illegal or invalid, the remaining provisions of this Agreement shall not be affected thereby. 
 20. Successors.
This Agreement shall be binding upon and inure to the benefit of the parties hereto and their respective heirs, representatives and successors. 

  
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 21. Employment with an Affiliate. For purposes of this Agreement, (A) employment or
termination of employment of Executive shall mean employment or termination of employment with Employer and all Affiliates, (B) Base Salary and Bonus shall include remuneration received by Executive from Employer and all Affiliates, and
(C) the terms Pension Plan, Retirement Plan and Welfare Plan maintained or made available by Employer shall include any such plans of any Affiliate of Employer. 

22. Notice. Notices required under this Agreement shall be in writing and sent by registered mail, return receipt requested, to the
following addresses or to such other address as the party being notified may have previously furnished to the other party by written notice: 
  

			
	If to Employer:		Columbia Pipeline Group, Inc.
			ATTN: [Contact Person]
			5151 San Felipe Street, Suite 2500
			Houston, TX 77056
		
	If to Executive:		[Name of Executive]
			[Address]
			[City, State Zip]

 23. 409A Savings Clause. Employer and Executive intend that this Agreement be interpreted in a manner
that is compliant with Code Section 409A so that Executive does not incur additional taxes or penalties under Code Section 409A. If and to the extent that any payment or benefit under this Agreement is determined by Employer to constitute
“non-qualified deferred compensation” subject to Code Section 409A and is payable to Executive by reason of Executive’s termination of employment, then (a) such payment or benefit shall be made or provided to Executive only
upon a “separation from service” as defined for purposes of Code Section 409A under applicable regulations and (b) if Executive is a “specified employee” (within the meaning of Code Section 409A and as determined
by Employer), such payment or benefit shall not be made or provided before the date that is six months after the date of Executive’s separation from service (or Executive’s earlier death). Any amount not paid in respect of the six month
period specified in the preceding sentence will be paid to Executive in a lump sum after the expiration of such six month period. Any such payment or benefit shall be treated as a 

  
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separate payment for purposes of Section Code 409A to the extent Code Section 409A applies to such payments. Further, to the extent any such payment is to be made because of a termination
for Good Reason or Change in Control under this Agreement, such Good Reason or Change in Control event shall be interpreted in a manner consistent with the definition of “good reason” or “change in control” for purposes of Code
Section 409A. 
 IN WITNESS WHEREOF, Executive has hereunto set his hand, and Employer has caused these presents to be executed
in its name on its behalf, all on the      day of [Month] [Year]. 
  

			
	COLUMBIA PIPELINE GROUP, INC.
		
	By:		  

	Title:		President & CEO
	
	EXECUTIVE
	
	  

	[Name of Executive]

  
 13EX-10.17

 Exhibit 10.17 
  

 
 

 
  
  

 

			
	POLICY SUBJECT:		Executive Severance Policy
		
	REVISED:		                    , 2015

  

	1.	Purpose. The Columbia Pipeline Group, Inc. Executive Severance Policy (“Policy”) originally is hereby established effective
                    , 2015, to provide Severance Pay and other benefits to terminated executive-level
employees of Columbia Pipeline Group, Inc. and certain subsidiaries and affiliate corporations (“Company”) who satisfy the terms of the Policy. Benefits under the Policy shall be in lieu of any benefits available under the Columbia
Pipeline Group, Inc. Severance Policy or any other severance plan or policy maintained by the Company or any Affiliate; provided however that benefits will not be payable under the Policy if the relevant termination of employment results in the
employee being eligible for a payment under a Change in Control and Termination Agreement. 

  

	2.	Administration. The Policy is administered by the Human Resources and Compensation Committee of the Board of Directors of the Company (“Committee”). The Committee has the complete discretion and
authority with respect to the Policy and its application. The Committee reserves the right to interpret the Policy, prescribe, amend and rescind rules and regulations relating to it, determine the terms and provisions of severance benefits and make
all other determinations it deems necessary or advisable for the administration of the Policy. The determination of the Committee in all matters regarding the Policy shall be conclusive and binding on all persons. The Committee may delegate any of
its duties under the Policy to the Senior Vice President of Human Resources and hereby delegates to the Senior Vice President of Human Resources, or his delegate, the authority to develop and implement administrative guidelines regarding the
operation of the Policy and render decisions on initial claims by Participants. 

  

	3.	Scope. The Policy will apply to all full-time or part-time regular, non-union employees of the Company and each of its affiliated entities (collectively, “Affiliates” and each an “Affiliate”)
whose job scope level, as established by the Company, is D2 (or its equivalent) or above (“Participants”). 

  

	4.	Eligibility for Severance Pay. A Participant becomes entitled to receive severance pay (“Severance Pay”) only if he or she is terminated by an Affiliate for any of the following reasons, provided that
such a termination event constitutes a “separation from service” as defined under Section 409A of the Internal Revenue Code of 1986, as amended, and applicable guidance thereunder, and further provided the conditions described in
Section 5 below are met: 

  

	 	(a)	The Participant’s position is eliminated due to a reduction in force or other restructuring. 

	 	(b)	The Participant’s position is moved by the Company more than 50 miles from its current location and results in the Participant having a longer commute of at least 20 miles and the Participant chooses not to
relocate, and such events are considered a “good reason” termination under Section 409A of the Internal Revenue Code of 1986, as amended, and applicable guidance thereunder. 

 

	 	(c)	The Participant’s employment is constructively terminated. Constructive termination shall be defined in a manner consistent with the guidance for a “good reason” termination under Section 409A of the
Internal Revenue Code of 1986, as amended, and applicable guidance thereunder, and means (1) the scope of the Participant’s position is changed materially (other than in the case of a rotational assignment or its equivalent) or
(2) the Participant’s base pay is reduced by a material amount or (3) the Participant’s opportunity to earn a bonus under a short-term cash incentive compensation plan of the Affiliates is materially reduced or is eliminated,
and, in any such event, the Participant chooses not to remain employed in such position, if a Participant does not assert constructive termination within 14 days of being informed of a change described in (1), (2) or (3) above, in a
written instrument delivered to the Senior Vice President of Human Resources, such change will not be deemed a constructive termination. The decision as to whether such a change constitutes constructive termination shall be made by the Committee or
its delegate, not the Participant. If the Participant disagrees, the Participant must follow the claims procedure set forth in Section 15. 

  

	5.	Conditions to Receipt of Benefits. 

  

	 	(a)	Severance Pay is not available to a Participant otherwise eligible for Severance Pay who transfers to another position with any Affiliate. 

 

	 	(b)	Severance Pay is not available to a Participant whose position is eliminated due to (1) the sale of the Affiliate or assets of the Affiliate which employs the Participant on the date of termination or (2) the
outsourcing of work, where in either such event the purchaser of the Affiliate or assets of the Affiliate or the outsourcing service provider makes an offer of employment to the Participant that, if it were an Affiliate, would not constitute
“constructive termination” as described in Section 4(c). 

  

	 	(c)	Severance Pay is not available to a Participant whose position is eliminated due to the spin-off of any Affiliate, if the spun-off entity makes an offer of employment to the Participant that, if it were an Affiliate
making such an offer, would not constitute “constructive termination” as described in Section 4(c). 

  
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	 	(d)	A Participant must execute and not revoke the release described in Section 6 below. 

  

	 	(e)	During the period in which a Participant is entitled to consider the execution of the release described in Section 6, or during such other period as is otherwise agreed to by the Company and the Participant, he or
she may be required to complete unfinished business projects and be available for discussions regarding matters relative to the Participant’s duties. 

  

	 	(f)	A Participant must return all Affiliate property and information to the Affiliate. 

  

	 	(g)	A Participant must agree to pay all outstanding amounts owed to any Affiliate and authorize the Affiliate to withhold any outstanding amounts from his or her final paycheck and/or Severance Pay. 

 

	6.	Amount of Severance Pay. The amount of Severance Pay to which a Participant is entitled under the Policy is 52 weeks of base salary at the rate in effect on the date of termination. 

A Participant who is receiving benefits under a short term disability plan maintained by any Affiliate will be entitled to Severance Pay at the
end of the period of payment of short term disability if, and only if, (1) he or she is not then eligible for benefits under a long term disability plan maintained by an Affiliate, and (2) he or she is not offered employment with an
Affiliate that, in the discretion of the Committee, is comparable to that held by the Participant at the time the applicable period of short term disability commenced. A Participant will not be entitled to Severance Pay at the end of the period of
long term disability. 
 Severance Pay will be paid to a Participant in one lump sum cash payment as soon as practicable after the date of
the Participant’s termination of employment, but in no event later than the 15th day of the 3rd month after such date, provided that the
Participant has executed a valid release of all Affiliates, and their respective officers, directors and employees, from any and all actions, suits, proceedings, claims and demands relating to the Participant’s employment with all Affiliates
and the termination thereof, and the applicable revocation period has expired within this period. Severance Pay shall be reduced by applicable amounts necessary to comply with federal, state and local income tax withholding requirements. 

 

	7.	Benefits. 

  

	 	(a)	 Welfare Benefits. A Participant entitled to Severance Pay shall receive, at the time of payment of Severance Pay, a lump sum payment equivalent
to 130% of 52-weeks of COBRA (as defined in Section 4980B of the Internal Revenue Code of 1986, as amended, and Sections 601-609 of the Employee Retirement Income Security Act of 1974, as amended, or any
successor sections) continuation coverage premiums in lieu of any continued medical, dental, vision, and other 

  
 3 

	 	
welfare benefits offered by the Company or any Affiliate. Such 52-week period of COBRA continuation coverage shall be included as part of the period during which the Participant may elect
continued group health coverage under COBRA. 

  

	 	(b)	Outplacement Services. A Participant entitled to Severance Pay shall receive outplacement services, selected by the Company at its expense, for a period commencing on the date of termination of employment and
continuing until the earlier to occur of the Participant accepting other employment or 12 months thereafter. 

  

	8.	Non-Competition, Non-Solicitation, and Confidentiality. If a Participant shall at any time violate any obligation of his under Subsections (a), (b), or (c) below in a manner that results in significant
damage to the Company or any of its Affiliates, the Participant shall immediately forfeit the right to any benefits under this Policy. The Company shall thereafter have no further obligation hereunder to the Participant, and the Company may seek
reimbursement of any Severance Pay made to the Participant. 

  

	 	(a)	Non-Competition. During the period of the Participant’s service with the Company and for a period of one year following the Participant’s separation from service, the Participant shall not directly or
indirectly, on the Participant’s behalf or on behalf of any other person, firm, corporation, association or other entity, as an employee, stockholder, director, advisor, partner, agent, consultant or otherwise, provide services or perform
activities for, or acquire or maintain any ownership interest in, any company engaged in the transmission, distribution, or storage of natural gas in a market located in any state or states in which, on the date of the Participant’s termination
of employment, the Company sells or reasonably expects to sell its products, supplies, or services to customers. 

  

	 	(b)	Non-Solicitation. During the period of the Participant’s service with the Company and for a period of one year following the Participant’s separation from service, the Participant shall not directly or
indirectly, in his individual capacity or otherwise, induce, cause, persuade, or attempt to do any of the foregoing in order to cause, any representative, agent or employee of the Company to terminate such person’s employment relationship with
the Company, or to violate the terms of any agreement between said representative, agent or employee and the Company. 

  

	 	(c)	 Confidentiality. Each Participant acknowledges that preservation of a continuing business relationship between the Company and its respective
customers, representatives, and employees is of critical importance to the continued business success of the Company and that it is the active policy of the Company to guard as confidential certain information not available to the public and
relating to the business affairs of the Company. In view of the foregoing, a Participant shall not, at any time during his service with the Company or thereafter, without the prior written consent of the Company, disclose to any person or entity any
such confidential information that was obtained by the Participant in the course of his employment by the Company. This section shall not be applicable if and to the 

  
 4 

	 	
extent the Participant is required to testify in a legislative, judicial or regulatory proceeding pursuant to an order of Congress, any state or local legislature, a judge, or an administrative
law judge or is otherwise required by law to disclose such information. 

  

	9.	No Re-employment. A Participant who receives benefits pursuant to the Policy shall not be eligible for re-employment with any Affiliate, unless the Committee or its delegate provides the Participant with a
written waiver of the Section. 

  

	10.	Independent Contractor Status. A Participant who receives benefits pursuant to the Policy shall not be eligible at any time after termination of employment to enter into a consulting or independent contractor
relationship with any Affiliate pursuant to which relationship he or she shall perform the same or similar services, upon the same or similar terms and conditions, as were applicable to such Participant on the date of termination of employment.

  

	11.	Death of Participant. It a Participant dies prior to receiving Severance Pay to which he or she is entitled under the Policy, payment will be made to the representative of his or her estate. 

 

	12.	Amendment or Termination. 

  

	 	(a)	The Policy may be amended or terminated by the Committee at any time during its term when, in its judgment, such amendment or termination is necessary or desirable. No such termination or amendment will affect the
rights of any Participant who is then entitled to receive Severance Pay or other benefits under the Policy at the time of such amendment or termination. The Policy can only be changed by written endorsement by an officer of the Company and only when
the Company attaches the written amendment to the Policy. No agent or other employee, other than an officer of the Company, has the authority to change or waive any provision of the Policy. 

 

	 	(b)	Severance benefits under the Policy are not intended to be a vested right. 

 13. Governing Law and
Venue. The terms of the Policy shall, to the extent not preempted by federal law, be governed by, and construed and enforced in accordance with, the laws of the State of Texas, including all matters of construction, validity and performance. In
order to benefit Participants under this Policy by establishing a uniform application of law with respect to the administration of the Plan, the provisions of this Section 13 shall apply. Any suit, action or proceeding seeking to enforce any
provision of, or based on any matter arising out of or in connection with, this Plan shall be brought in any court of the State of Texas and of the United States for the Southern District of Texas. The Company, each Affiliate, each Participant, and
any related parties irrevocably and unconditionally consent to the exclusive jurisdiction of such courts in any such litigation related to this Plan and any transactions contemplated hereby. Such parties irrevocably and unconditionally waive any
objection that venue is improper or that such litigation has been brought in an inconvenient forum. 

  
 5 

	14.	Miscellaneous Provisions. 

  

	 	(a)	Severance Pay and other benefits pursuant to the Policy shall not be subject in any manner to anticipation, alienation, sale, transfer, assignment, pledge, encumbrance or charge prior to actual receipt by a Participant,
and any attempt to so anticipate, alienate, sell, transfer, assign, pledge, encumber or charge prior to such receipt shall be void and no Affiliate shall be liable in any manner for, or subject to, the debts, contracts, liabilities, engagements or
torts of any person entitled to any Severance Pay or other benefits under the Policy. 

  

	 	(b)	Nothing contained in the Policy shall confer upon any individual the right to be retained in the service of any Affiliate, nor limit the right of any Affiliate to discharge or otherwise deal with any individual without
regard to the existence of the Policy. 

  

	 	(c)	The Policy shall at all times be entirely unfunded. No provision shall at any time be made with respect to segregating assets of any Affiliate for payment of any Severance Pay or other benefits hereunder. No employee or
any other person shall have any interest in any particular assets of any Affiliate by reason of the right to receive Severance Pay or other benefits under the Policy, and any such employee or any other person shall have only the rights of a general
unsecured creditor of an Affiliate with respect to any rights under the Policy. 

  

	15.	Claims Procedure. A claim for benefits under the Policy shall be submitted in writing to the Senior Vice President, Human Resources or his delegate. If a claim for benefits under the Policy by a Participant or
his or her beneficiary is denied, either in whole or in part, the Senior Vice President, Human Resources, will let the claimant know in writing within 90 days. If the claimant does not hear within 90 days, the claimant may treat the claim as if it
had been denied. A notice of a denial of a claim will refer to a specific reason or reasons for the denial of the claim; will have specific references to the Policy provisions upon which the denial is based; will describe any additional material or
information necessary for the claimant to perfect the claim and explain why such material information is necessary; and will have an explanation of the Policy’s review procedure. 

The claimant will have 60 days after the date of the denial to ask for a review and a hearing. The claimant must file a written request with
the Committee for a review, During this time the claimant may review pertinent documents and may submit issues and comments in writing. The Committee will have another 60 days in which to consider the claimant’s request for review. If special
circumstances require an extension of time for processing, the Committee may have an additional 60 days to answer the claimant. The claimant will receive a written notice if the extra days are needed. The claimant may submit in writing any document,
issues and comments he or she may wish. The decision of the Committee will tell the claimant the specific reasons for its actions, and refer the claimant to the specific Policy provisions upon which its decision is based. If the decision on review
is not furnished within the time period set forth above, the claim shall be deemed denied on review. 

  
 6 

 If such determination is favorable to the claimant, it shall be binding and conclusive. If such
determination is adverse to such claimant, it shall be binding and conclusive unless the claimant or his duly authorized representative notifies the Committee within 90 days after the mailing or delivery to the claimant by the Committee of its
determination that claimant intends to institute legal proceedings challenging the determination of the Committee and actually institutes such legal proceedings within 180 days after such mailing or delivery 

 

	16.	Rights Under ERISA. Each Participant in the Policy is entitled to certain rights and protection under the Employee Retirement Income Security Act of 1974, as amended (“ERISA”). ERISA provides that all
Policy Participants shall be entitled to: 

  

	 	(a)	Examine, without charge, at the Company’s office all Policy documents. 

  

	 	(b)	Obtain copies of all Policy documents and other Policy information upon written request to the Committee. The Committee may make a reasonable charge for the copies. 

In addition to creating rights for Policy Participants, ERISA imposes duties upon the people who are responsible for the operation of an
employee benefit plan. The people who operate the Policy, called “fiduciaries” of the Policy, have a duty to do so prudently and in the interest of the Policy Participants and beneficiaries. No one, including the Company, any affiliate or
any other person, may fire a Participant or otherwise discriminate against a Participant in any way to prevent him or her from obtaining a benefit or exercising his or her rights under ERISA, If a Participant’s claim for a benefit is denied in
whole or in part, he or she must receive a written explanation of the reason for the denial. A Participant has the right to have the Committee review and reconsider his or her claim. Under ERISA, there are steps a Participant can take to enforce the
above rights. For instance, if a Participant requests materials from the Committee and does not receive them within thirty (30) days, he or she may file suit in a federal court. In such a case the court may require the Committee to provide the
materials and pay the Participant up to $110 a day until the Participant receives the materials, unless the materials were not sent because of reasons beyond the control of the Committee. If a Participant has a claim for benefits, which is denied or
ignored, in whole or in part, he or she may file suit in a state or federal court. If it should happen that the Policy fiduciaries misuse the Policy’s money, or if a Participant is discriminated against for asserting his or her rights, he or
she may ask assistance from the United States Department of Labor, or he or she may file suit in a federal court, The court will decide who should pay the court costs and legal fees. If the Participant is successful, the court may order the person
he or she has sued to pay these costs and fees. If the Participant loses, the court may order him or her to pay these costs and fees, for example, if it finds his or her claim to be frivolous. If a Participant has questions about the Policy, he or
she should contact the Committee. If a Participant has any questions about this statement or about his or her rights under ERISA, he or she should contact the nearest Area Office of the United States
Labor-Management Services Administration, Department of Labor. 

  
 7 

	17.	Policy Facts. 

  

			
	 Company:
 Address:
		 Columbia Pipeline Group, Inc.
 5151 San Felipe
Street, Suite 2500
 Houston, TX 77056

		
	Plan Name:		Columbia Pipeline Group, Inc. Executive Severance Policy
		
	Type of Plan:		Severance Policy-Welfare Benefits Plan
		
	Policy Year:		Calendar year
		
	Employer Identification Number (EIN):		
		
	Policy Administrator:		Compensation Committee of Columbia Pipeline Group, Inc.
		
	Business Address:		 5151 San Felipe Street, Suite 2500
 Houston, TX
77056

		
	Agent for Service of Legal Process:		Compensation Committee of Columbia Pipeline Group, Inc.
		
	(Address)		 5151 San Felipe Street, Suite 2500
 Houston, TX
77056

  
 8

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