Document:

EX-10.1

 Exhibit 10.1 

			
	

	  	

 Ahold Delhaize to terminate its U.S. reporting obligations with the U.S. Securities and
Exchange Commission in respect of its Ordinary Shares 
 Zaandam, the Netherlands, July 31, 2017 –
Koninklijke Ahold Delhaize N.V. intends to file a certification with the U.S. Securities and Exchange Commission (the “SEC”) today in order to terminate the registration, and its reporting obligations, in respect of its ordinary shares
under the U.S. Securities Exchange Act of 1934, as amended (the “Exchange Act”). If the SEC does not object, such deregistration and termination will become effective 90 days from today’s filing or such shorter period as the SEC may
determine. However, Ahold Delhaize’s reporting obligations with the SEC in respect of its ordinary shares, including its obligations to file annual reports and furnish other reports, will immediately be suspended upon today’s filing. 

Ahold Delhaize’s ordinary shares will continue to be listed on Euronext Amsterdam and Euronext Brussels, and Ahold Delhaize’s American
Depositary Shares (ADSs) will continue to be traded in the over-the-counter market in the United States and will continue to be quoted on the OTCQX international
marketplace under the symbol “ADRNY”. Ahold Delhaize will continue to post information in English on its website at http://www.aholddelhaize.com to the extent required under the rules and regulations under the Exchange Act. 

Cautionary notice 
 This communication includes
forward-looking statements. All statements other than statements of historical facts may be forward-looking statements. Words such as “intends,” “will,” “may” or other similar words or expressions are typically used to
identify forward-looking statements. 
 Forward-looking statements are subject to risks, uncertainties and other factors that are difficult to predict
and that may cause actual facts to differ materially from those expressed or implied by such forward-looking statements. Such factors include, but are not limited to, the risk factors set forth in Ahold Delhaize’s public filings with the SEC
and other disclosures. Forward-looking statements reflect the current views of Ahold Delhaize’s management and assumptions based on information currently available to Ahold Delhaize’s management. Forward-looking statements speak only as of
the date they are made, and Ahold Delhaize does not assume any obligation to update such statements, except as required by law. 

  
 1 / 

 

 
  

 For more information: 

 

							
	Press office: +31 88 659 5134	 	Investor relations: +31 88 659 5213	 	Social media:	  	Twitter: @AholdDelhaize
		 		 		  	YouTube: @CommunicationsAholdDelhaize
		 		 		  	LinkedIn: @Ahold-Delhaize

 Ahold Delhaize is one of the world’s largest food retail groups and a leader in both
supermarkets and e-commerce. Its family of strong, local brands serves more than 50 million customers each week in 11 countries. Together, these brands employ more than 370,000 associates in 6,500 grocery
and specialty stores and include the top online retailer in the Benelux and the leading online grocers in the Benelux and the United States. Ahold Delhaize brands are at the forefront of sustainable retailing, sourcing responsibly, supporting local
communities and helping customers make healthier choices. Headquartered in Zaandam, the Netherlands, Ahold Delhaize shares are listed on Euronext Amsterdam and Brussels (ticker: AD) and its American Depositary Receipts on the over-the-counter market in the U.S., quoted on the OTCQX International marketplace (ticker: ADRNY). For more information, please visit www.aholddelhaize.com.
  

 

  
 2 / 2EX-10.1

Executive Officer Severance Policy

June 23, 2017

Policy Information

	 	 	 
	Document Title:

	 	Executive Officer Severance Policy
	Content Owner:

	 	Director of Human Resources and

Inclusion (HRI)
	Certification of Compliance Contact:

	 	N/A
	Policy Category:

	 	FHLBank Policy
	FHLBank-Level Approver:

	 	President and Chief Executive Officer

(CEO)
	Board-Level Approver:

	 	Full Board (Compensation)
	Review Frequency:

	 	Annually
	Initial Effective Date:

	 	6/19/2015
	Last CEO Approval Date:

	 	06/05/2017
	Next Review Date:

	 	06/2018

1

Introduction

This FHLBank Policy, governed by the board of directors (board), establishes the process for
providing severance benefits to Executive Incentive Compensation Plan participants (Executive
Officers).

Purpose

The purpose of this Policy is to define the severance process to ensure effective and consistent
support for Executive Officers terminating employment with FHLBank.

Scope

This Policy provides the process and framework for providing severance benefits.

General Guidelines

	1.	 	Eligibility.

An Executive Officer is eligible for Severance Pay if FHLBank terminates the Executive Officer’s
employment with or without cause, other than as provided below. The availability or election of
early retirement will not be considered in determining whether an Executive Officer is eligible to
receive Severance Pay, as defined below.

An Executive Officer is not eligible for Severance Pay if:

	a.	 	The Executive Officer voluntarily terminates employment (including termination as a result of
disability or other failure to return from leave or due to death); or

	b.	 	The Executive Officer’s employment is terminated by FHLBank for actions or inactions of the
Executive Officer which FHLBank reasonably concludes constitutes misconduct (misconduct being
defined as an Executive Officer willfully (1) failing to perform the duties of his or her
position or (2) acting against the best interest of FHLBank (in the reasonable opinion of
FHLBank), including, but not limited to, violation of FHLBank policies, insubordination,
dishonesty, breach of trust, disclosure of confidential or proprietary information, violation
of law or commission of an act of moral turpitude, failure to perform the function of his or
her job or to demonstrate adequate efforts to successfully complete a performance plan, job
abandonment, or excessive tardiness or absenteeism).

	2.	 	Amount of Severance Pay.

Provided the other requirements of this Policy are met, and if the Executive Officer timely
provides FHLBank an enforceable release waiving claims against FHLBank, on a form provided by
FHLBank (a Separation Agreement), the Executive Officer shall be eligible to receive Severance Pay
equal to the following amount of the Executive Officer’s final base salary as indicated for the
Executive Officer’s title (titles not specifically listed shall be paid the amount as the next
lower (per FHLBank guidelines) ranking title specifically listed):

	 	 	 
	President & Chief Executive Officer

	 	12 Months
	 

	 	 
	Executive Vice President, Chief Compliance Officer & General Counsel

	 	9 Months
	 

	 	 
	Senior Vice President & Chief Financial Officer

	 	6 Months
	 

	 	 
	Senior Vice President & Chief Administrative Officer

	 	6 Months
	 

	 	 
	Senior Vice President & Chief Information Officer

	 	6 Months
	 

	 	 

Severance Pay includes the following:

	A.	 	Salary Continuation:

For a period of months defined above, the Executive Officer will continue to receive his or her
regular salary, equal to the base salary received as of the separation date. These payments will
be made in accordance with FHLBank’s current payroll cycle and subject to all appropriate
withholding and taxation. These payments will be subject to the Executive Officer’s continued
adherence to the terms and provisions of the Separation Agreement and may be subject to
reduction due to any payments the Executive Officer may owe to FHLBank.

	B.	 	Incentive:

Any incentives to be paid to Executive Officers shall be paid in accordance with the Executive
Incentive Compensation Plan.

	C.	 	Benefit Continuation:

For a period of months defined above, the Executive Officer may elect to participate in
FHLBank’s eligible benefit plans and pay solely the premium as though an active business partner
(note that this premium is subject to possible increase in FHLBank’s sole discretion). These
payments will be deducted from the Executive Officer’s severance benefit payments. FHLBank will
pay the remainder of the COBRA coverage costs. An Executive Officer will not receive any
additional service credit pursuant to the defined benefit plan or the Benefit Equalization Plan
as a result of salary or benefit continuation.

	3.	 	Policy Administration.

HRI is responsible for administering this Policy and decisions regarding eligibility and Severance
Pay shall be in the sole discretion of the Director of HRI. This Policy does not give any Executive
Officer, or any person whosoever, the right to be retained in the service of FHLBank, and all
business partners shall remain subject to discharge to the same extent as if this Policy had never
been adopted. This Policy may be changed or ended at any time, with or without prior notice and
for any reason at FHLBank’s sole and absolute discretion.

Exceptions/Violations

Exceptions to this Policy may be approved by the board.

Policy Review

This Policy shall be reviewed annually and revised as needed by the Director of HRI. Following such
review, the Policy shall be submitted for review by the Executive Team and approval by the
President and CEO. In the event of any proposed revisions to this Policy, such revisions shall be
submitted for review and approval by the Compensation committee and the board.

2EX-10.2

Business Partner Severance Policy

June 5, 2017

Policy Information

	 	 	 
	Document Title:

	 	Business Partner Severance Policy
	Content Owner:

	 	Director of Human Resources and

Inclusion (HRI)
	Certification of Compliance Contact:

	 	N/A
	Policy Category:

	 	Management Policy
	FHLBank-Level Approver:

	 	President and Chief Executive Officer

(CEO)
	Board-Level Approver:

	 	N/A
	Review Frequency:

	 	Every Two Years
	Initial Effective Date:

	 	6/19/2015
	Last CEO Approval Date:

	 	06/05/2017
	Next Review Date:

	 	06/2019

1

Introduction

This Management Policy establishes the process for providing severance benefits to eligible
employees (referred to as business partners).

Purpose

The purpose of this Policy is to define the severance process to ensure effective and consistent
support for business partners terminating employment with FHLBank.

Scope

This Policy provides the process and framework for providing severance benefits.

General Guidelines

	1.	 	Eligibility.

All business partners of FHLBank, except for Executive Incentive Compensation Plan Participants)
are eligible for Severance Pay if FHLBank terminates the business partner’s employment with or
without cause, other than as provided below. The availability or election of early retirement will
not be considered in determining whether a business partner is eligible to receive Severance Pay,
as defined below.

A business partner is not eligible for Severance Pay if:

	a.	 	The business partner voluntarily terminates employment (including termination as a result of
disability or other failure to return from leave or due to death); or

	b.	 	The business partner’s employment is terminated by FHLBank for actions or inactions of the
business partner which FHLBank reasonably concludes constitutes misconduct (misconduct being
defined as a business partner willfully (1) failing to perform the duties of his or her
position or (2) acting against the best interest of FHLBank (in the reasonable opinion of
FHLBank), including, but not limited to, violation of FHLBank policies, insubordination,
dishonesty, breach of trust, disclosure of confidential or proprietary information, violation
of law or commission of an act of moral turpitude, failure to perform the function of his or
her job or to demonstrate adequate efforts to successfully complete a performance plan, job
abandonment, or excessive tardiness or absenteeism).

	2.	 	Amount of Severance Pay.

Provided the other requirements of this Policy are met, and if the business partner timely provides
FHLBank an enforceable release waiving claims against FHLBank, on a form provided by FHLBank (a
Separation Agreement), the business partner shall be eligible to receive Severance Pay equal to the
following amount of the business partner’s final base salary as indicated for the business
partner’s title (titles not specifically listed shall be paid the amount as the next lower ranking
title specifically listed):

	 	 	 
	Senior Vice Presidents & First Vice Presidents

	 	6 Months
	 

	 	 
	All Other Officer Positions

	 	3 Months
	 

	 	 
	Non-Officer Positions with minimum of five years of service

	 	2 Months
	 

	 	 
	Non-Officer Positions with less than five years of service

	 	1 Month
	 

	 	 

Severance Pay includes the following:

	A.	 	Salary Continuation:

For a period of months defined above, the business partner will continue to receive his or her
regular salary, equal to the base salary received as of the separation date. These payments will
be made in accordance with FHLBank’s current payroll cycle and subject to all appropriate
withholding and taxation. These payments will be subject to the business partner’s continued
adherence to the terms and provisions of the Separation Agreement and may be subject to
reduction due to any payments the business partner may owe to FHLBank.

	B.	 	Incentive:

Any incentives to be paid to business partners shall be paid in accordance with the Non-NEO
Executive Incentive Compensation Plan or the Short Term Incentive Plan, as applicable.

	C.	 	Benefit Continuation:

For a period of months defined above, the business partner may elect to participate in FHLBank’s
eligible benefit plans and pay solely the premium as though an active business partner (note
that this premium is subject to possible increase in FHLBank’s sole discretion). These payments
will be deducted from the business partner’s severance benefit payments. FHLBank will pay the
remainder of the COBRA coverage costs. A business partner will not receive any additional
service credit pursuant to the defined benefit plan or the Benefit Equalization Plan as a result
of salary or benefit continuation.

	3.	 	Policy Administration.

The HRI department is responsible for administering this Policy and decisions regarding eligibility
and Severance Pay shall be in the sole discretion of the Director of HRI. This Policy does not give
any business partner, or any person whosoever, the right to be retained in the service of FHLBank,
and all business partners shall remain subject to discharge to the same extent as if this Policy
had never been adopted. This Policy may be changed or ended at any time, with or without prior
notice and for any reason at FHLBank’s sole and absolute discretion.

Exceptions/Violations

Exceptions to this Policy may be approved in writing by the President and CEO.

Policy Review

This Policy shall be reviewed every two years and revised as needed by the Director of HRI.
Following such review, the Policy shall be submitted for review by the Executive Team and approval
by the President and CEO.

2

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