Document:

Amended Executive Severance Plan

 Exhibit 10.1 

DEAN FOODS COMPANY 

AMENDED AND RESTATED 

EXECUTIVE SEVERANCE PAY PLAN 

Article 1. PURPOSE OF THE PLAN 

The purpose of the Dean Foods Company Executive Severance Pay Plan dated September 4, 2006, as amended and restated as provided for
herein as of August 26, 2008 (the “Plan”) is to provide severance benefits to executive officers and certain other designated officers or employees of Dean Foods Company (the “Company”) and its Subsidiaries
whose employment terminates under the circumstances described below. 
 Article 2. DEFINITIONS 

Certain Definitions. Whenever used herein, the following terms shall have the respective meanings set forth below: 

“Administrator” means a committee comprised of the following officers of the Company: the Chief Executive Officer, the
General Counsel and the senior HR officer or, if at any time no person serves in any such office or is then acting in such capacity, the person fulfilling a substantially similar role; provided, however, that no such officer
shall be authorized to act with respect to any manner that relates to his or her specific entitlements under the Plan. 

“Board” means the Board of Directors of the Company. 

“Cause” means (i) Participant’s conviction of any crime deemed by the Company to make the
Participant’s continued employment untenable; (ii) Participant’s willful and intentional misconduct or negligence that has caused or could reasonably be expected to result in material injury to the business or reputation of the
Company; (iii) a Participant’s conviction of, or entering a plea of guilty or nolo contendere to, a crime constituting a felony; (iv) the breach by a Participant of any written covenant or agreement with
the Company or (v) Participant’s failure to comply with or breach of the Company’s “code of conduct” in effect from time to time. 

“Corresponding Severance Period” means a period of years equal to the multiple applicable to the Participant’s Base
Pay/Salary and Incentive Pay/Bonus in accordance with Exhibit A. 
 “Equity Awards” means any grants or
awards of stock options, restricted stock and restricted stock units made to any Participant. 

 “ERISA” means the Employee Retirement Income Security Act of 1974, as
amended. 
 “Good Reason” means a termination of a Participant’s employment by such Participant following
the occurrence of one or more of the following events: (i) a material reduction in the Participant’s annual base salary or target annual bonus opportunity (unless a similar reduction is applied broadly to similarly situated
employees), (ii) a material reduction in the scope of a Participant’s duties and responsibilities, or (iii) the relocation of the Participant’s principal place of employment to a location that is more than 50 miles from
such prior location of employment. In order for a termination by the Executive to constitute a termination for Good Reason, (i) the Executive must notify the Company of the circumstances claimed to constitute Good Reason in writing not later
than the 90th day after it has arisen or occurred, (ii) the Company must not have cured such circumstances within 30 days of receipt of such notice and (iii) the Executive terminates employment within 6 months of such occurrence.

 “Participant” means any employee who satisfies the eligibility requirements of Section 3. 

“Qualifying Termination” means (i) the involuntary termination of a Participant’s employment by the
Company (other than for Cause) or (ii) the voluntary termination of a Participant’s employment with the Company for Good Reason. For all purposes under this Plan, an Executive shall not have a “termination of employment”
(and corollary terms) from the Company unless and until the Executive has a “separation from service” from the Company (as determined under Treas. Reg. Section 1.409A-1(h), as uniformly applied in accordance with such rules as shall
be established by the Company from time to time). 
 “Severance Benefits” means the amounts and benefits
provided in Exhibit A. 
 “Subsidiary” means any corporation (other than the Company) in an unbroken
chain of corporations beginning with the Company if each of the corporations (other than the last corporation in the unbroken chain) owns stock possessing 50% or more of the total combined voting power of all classes of stock in one of the other
corporations in the chain. 
 Gender and Number. Except when otherwise indicated by the context, words in the masculine
gender used in the Plan shall include the feminine gender, the singular shall include the plural, and the plural shall include the singular. 

Article 3. ELIGIBILITY 

Eligibility under the Plan is limited to the executives and officers of the Company and its Subsidiaries (i) having (A) the
title of Senior Vice President and above and a minimum salary grade designated by the Administrator or (B) the title of Vice President and a minimum salary grade designated by the Administrator, and (ii) such other officers or
executives of the Company as the Administrator shall from time to time designate as eligible to participate in the Plan at such level of participation as the Administrator may determine. 

 

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 Article 4. SEVERANCE BENEFITS 

 

	4.1	Severance Benefits. Each Participant who experiences a Qualifying Termination and who satisfies any additional conditions imposed pursuant to Section 4.3
shall receive the applicable Severance Benefits as provided in Exhibit A. Severance Benefits shall be reduced by such amounts as may be required under all applicable federal, state, local or other laws or regulations to be withheld or paid
over with respect to such payment. No Participant shall be entitled to duplicate benefits pursuant to this Plan and any other plan or agreement and no Participant shall receive any Severance Benefits upon a termination of employment other than a
Qualifying Termination. 

  

	4.2	Time of Payment of Severance Benefits. 

(a) If a Participant incurs a Qualifying Termination prior to January 1, 2009, any Severance Benefits (other than “Base
Pay/Salary” and “Incentive Pay/Bonus”) will be paid in a single lump sum within thirty (30) business days after the Participant’s date of termination of employment. In such circumstance and subject to the satisfaction of the
conditions set forth in section 4.3, for the period through the end of 2008, “Base Pay/Salary” and “Incentive Pay/Bonus” shall be paid on a pro-rata basis, in accordance with the Company’s normal payroll practices applicable
to Base Pay/Salary, assuming that the aggregate amount payable would be paid over the Participant’s Corresponding Severance Period. The first such pro-rated payment shall be made on the first payroll period commencing after the
Participant’s date of termination and similar pro-rated payments shall be made as of each subsequent payroll period through the remainder of 2008. The remainder of any Severance Benefits in respect of Base Pay/Salary and Incentive Pay/Bonus
shall be paid in a single lump sum payment in 2009, but in no event later than March 15, 2009. 
 (b) If a Participant
incurs a Qualifying Termination on or after January 1, 2009, subject to the satisfaction of the conditions set forth in section 4.3, all Severance Benefits shall be payable within 75 days after the date of the Participant’s termination of
employment. 
  

	4.3	Conditions to Payment. Notwithstanding anything contained in the Plan to the contrary, (i) payment of any Severance Benefits shall be conditioned
upon the execution and non-revocation by Participant of a release in a form and in substance reasonably satisfactory to the Administrator within 60 (sixty) days after the Participant’s termination of employment and (ii) the Administrator
may condition the Participant’s receipt of all or any portion of the Severance Benefits upon the Participant’s agreement to such additional conditions as the Administrator may deem necessary or appropriate to promote the interests of the
Company, including the execution by Participant of an agreement not to compete with, not to solicit employees or customers from, and/or not to use or disclose confidential information of, the Company and its Subsidiaries during a period of time not
exceeding the Participant’s Corresponding Severance Period. Any conditions imposed by the Administrator under subclause (ii) of the immediately preceding sentence shall be communicated to the Participant not later than five business days
after the date of termination, and must be agreed to by the Participant within 60 (sixty) days following the Participant’s termination of employment in order for the Participant to be eligible to receive the Severance Benefits subject to such
condition. 

  

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	4.4	Other Benefits. A Participant’s benefits under this Plan shall be reduced by any severance, separation or early retirement incentive pay or other similar
benefits the Participant receives under any other plan, program, agreement or arrangement, such benefits shall be treated as satisfying the obligations to the Participant hereunder, to the extent of such payment, so that there shall be no
duplication of benefits. Except as provided in this Plan, a Participant’s rights under any employee benefit plans maintained by the Company shall be determined in accordance with the provisions of such plans. 

Article 5. METHOD OF FUNDING 

Nothing in the Plan shall be interpreted as requiring the Company to set aside any of its assets for the purpose of funding its
obligations under the Plan. No person entitled to benefits under the Plan shall have any right, title or claim in or to any specific assets of the Company, but shall have the right only as a general creditor to receive benefits on the terms and
conditions provided in the Plan. 
 Article 6. ADMINISTRATION OF THE PLAN 

The Plan shall be administered by the Administrator, who shall have full authority, consistent with the Plan, to administer the Plan,
including authority to interpret, construe and apply any provisions of the Plan. Any decisions of the Administrator shall be final and binding on all parties. 

The Administrator shall be the Plan Administrator and named fiduciary of the Plan for purposes of ERISA. The Administrator may delegate
to any person, committee or entity any of his or her respective duties hereunder and the decisions of any such person with respect to such delegated matters shall be final and binding in accordance with the first paragraph of this section. This
section shall constitute the Plan’s procedures for the allocation of responsibilities for the operation and administration of the Plan (within the meaning of Section 405(c) of ERISA). 

Article 7. AMENDMENT OR TERMINATION OF PLAN 

Notwithstanding anything in the Plan to the contrary, the Company’s Board of Directors may amend, modify or terminate the Plan at
any time by written instrument; provided that any such amendment, modification or termination shall not (i) with respect to any Participant who has an employment or other written agreement with the Company explicitly providing for participation
in this Plan, result in the loss of any material or substantive rights for such Participant or (ii) with respect to any Participant, deprive such Participant of any payment or benefit that the Plan Administrator previously has determined is
payable to such Participant under the Plan. In addition, the Administrator shall have the right at any time to make any amendments to the Plan that could be made by the Board of Directors under the preceding sentence, including modifying the timing
and form of payment of all or any portion of Severance Benefits or other payments described herein, if, in the sole discretion of the Plan Administrator, any such amendment is necessary or advisable as a result of changes in law or to avoid the
imposition of an additional tax, interest or penalty under section 409A of the Internal Revenue Code of 1974, as amended (the “Code”) and regulations promulgated thereunder. 

 

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 Article 8. MISCELLANEOUS 

 

	8.1	Headings. Headings of sections in this instrument are for convenience only, and do not constitute any part of the Plan. 

 

	8.2	Severability. If any provision of this Plan or the rules and regulations made pursuant to the Plan are held to be invalid or illegal for any reason, such
illegality or invalidity shall not affect the remaining portions of this Plan. 

  

	8.3	Effect on Prior Plans. With respect to any employee who is eligible to receive benefits under the Plan, the Plan supersedes any and all prior severance plans,
agreements, programs and policies to the extent applicable to such employees. 

  

	8.4	Successors and Assigns. This Plan shall be binding upon and inure to the benefit of the Company, and its respective successors and assigns and shall be binding
upon and inure to the benefit of a Participant and his or her legal representatives, heirs and assigns. No rights, obligations or liabilities of a Participant hereunder shall be assignable without the prior written consent of the Company.

  

	8.5	Governing Law. The Plan shall be construed and enforced in accordance with ERISA and the laws of the State of Delaware to the extent such laws are not preempted
by ERISA. 

  

	8.6	Section 409A. Neither the Company nor any of its directors, officers or employees shall have any liability to an employee in the event such
Section 409A applies to any benefit provided pursuant to this policy in a manner that results in adverse tax consequences for the employee or any of his or her beneficiaries or transferees. 

 

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 EXHIBIT A 

SEVERANCE BENEFITS 
  

							
	 	  	 Executive

Officers
	  	 Senior Vice-Presidents
	  	 Vice Presidents

Grades 20-22

	Base Pay/Salary	  	2 x current base salary	  	1.5 x current base salary	  	1 x current base salary
				
	Incentive Pay/Bonus	  	2 x current annual bonus target	  	1.5 x current annual bonus target	  	1 x current annual bonus target
				
	Equity Awards	  	Cash payment made for the in-the-money value of stock option awards and the fair market value of restricted shares that would vest over the 24 months following the date of severance
based on average closing price of Dean Foods stock for 30 days immediately following the date of severance	  	Cash payment made for the in-the-money value of stock option awards and the fair market value of restricted shares that would vest over the 18 months following the date of severance
based on average closing price of Dean Foods stock for 30 days immediately following the date of severance	  	Cash payment made for the in-the-money value of stock option awards and the fair market value of restricted shares that would vest over the 12 months following the date of severance
based on average closing price of Dean Foods stock for 30 days immediately following the date of severance
				
	Healthcare	  	Cash payment of $25,000 which may be used to pay COBRA expenses	  	Cash payment of $20,000 which may be used to pay COBRA expenses	  	Cash payment of $15,000 which may be used to pay COBRA expenses
				
	Outplacement	  	Cash payment of $25,000	  	Cash payment of $20,000	  	Cash payment of $15,000
				
	Current Year Bonus	  	Payment of a pro-rata bonus based on months employed during the year and the Participant’s target bonus for the year of termination	  	Payment of a pro-rata bonus based on months employed during the year and the Participant’s target bonus for the year of termination	  	Payment of a pro-rata bonus based on months employed during the year and the Participant’s target bonus for the year of terminationAmended Short-Term Incentive Plan

 Exhibit 10.2 

BUSINESS UNIT PRESIDENT - ALPRO 

2010 SHORT-TERM INCENTIVE COMPENSATION PLAN 
  

			
	Purpose:	  	To (i) align employee variable cash compensation with the annual objectives of the Company, (ii) motivate employees to create sustained shareholder value, and
(iii) ensure retention of key employees by ensuring that cash compensation remains competitive.
		
	Participants:	  	Employees of Dean Foods who are in positions to influence and/or control results in their specific areas of responsibility and/or the Corporation.
		
	 Payout
 Criteria:

	  	The criteria for payment to Participants under this Plan and the weighting of such criteria is based on individual target incentive percentages, performance against
financial targets, and performance against individual objectives as set forth below. Depending on the Participant’s role in the organization, Individual Objectives may be based on Corporate, Functional, Business Unit, or Individual
Objectives and will be noted as Individual Objectives in the Components.

  

			
	 Participant Group
	  	 Components

	 Business Unit President - Alpro
	  	- 60% Financial Objectives
		
		  	        10% = Dean Foods Financial Objectives
		  	        50% = Alpro Financial Objective(s)
		
		  	- 40% Individual Objectives

  

			
	Payout Scales:	  	The financial payout factor is 0% - 200%, rounded to the nearest whole percentage, based on actual performance against approved objectives. The individual objective factor is 0%
- 150% of actual performance against approved objectives.
		
	 Financial

Multiplier:
	  	The financial multiplier is the financial payout factor and is applied against the individual objective factor, if the financial payout factor exceeds 100%. For
plans with multiple financial components, the multiplier will be a weighted average of each financial component. If the financial payout factor does not exceed 100%, no multiplier is applied to the individual objective
factor.

  

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 BUSINESS UNIT PRESIDENT - ALPRO 

2010 SHORT-TERM INCENTIVE COMPENSATION PLAN 
  

			
	 Objectives

Performance
 Payout Factor:

	  	Approved financial objectives and the range of performance for each objective for the Plan Year along with the corresponding payout factor scale based on actual
performance will be included in the Administrative Guidelines for the Plan. The STI Plan Year is the same as the Dean Foods fiscal year.
		
	 Individual

Objectives:
	  	Each Plan Participant maintains a 40% objective against the attainment of certain specified individual objectives as determined by the Participant’s supervisor
and / or Compensation Committee of the Board of Directors. Actual earned awards are based on the individual’s performance rating under the Performance Management Process. The Company will provide guidelines for the determination of these awards
on an annual basis.
		
	Adjustment of Targets / Actuals:	  	Upon the recommendation of the CEO, the Compensation Committee may (but has no obligation to) adjust the criteria, targets, actuals, or payout scale upon the
occurrence of extraordinary events or circumstances. Significant acquisitions or dispositions of assets or companies or issuances or repurchases of common stock or other equity interests may, at the Compensation Committee’s discretion, result
in an adjustment to the Dean Foods financial target or plan-specific financial target.
		
	 Determination

of Individual Target Incentive:
	  	Individual target incentives for specific positions are included in the Dean Foods Integrated Compensation Program. The Company may make adjustments to an
individual’s target incentive based on market conditions or business requirements, as necessary.
		
	Definitions:	  	“Disability” is defined as permanent and total disability (within the meaning of Section 22(e)(3) of the Internal Revenue Service Code (“Code”) or as
defined by country legislation.
		
		  	“Retirement” is defined as (i) age fifty-five (55), so long as the Participant has completed at least ten (10) years of continuous service immediately prior to
retirement, or (ii) age sixty-five (65).
		
		  	“Actively Employed” is defined as the Participant must not have been terminated prior to the identified date.

 

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 BUSINESS UNIT PRESIDENT - ALPRO 

2010 SHORT-TERM INCENTIVE COMPENSATION PLAN 
  

			
	Eligibility:	  	Eligibility is determined by salary grade in the Company, or as approved by the Executive Vice President Human Resources, or designate. Participants must be actively employed by
the Company on the last working day of the Plan Year in order to receive an incentive award, except as otherwise provided by regulatory provisions. If a Participant dies, becomes disabled, or retires prior to the payment of awards, or if a
Participant’s job is eliminated and such job elimination makes the Participant eligible to receive benefits under a Company severance plan or policy, the Participant may receive a payout, at the time other incentive awards are paid, based on
actual time in the position and actual results of the company. Eligibility and individual target amounts may be prorated. A Participant’s year-end base salary will be used to calculate the incentive award in the case of those individuals
actively employed by the Company on the last working day of the Plan Year. A Participant’s base salary at the time of death, disability, retirement, or job elimination will be used to calculate the pro-rated incentive award in those specific
circumstances. All proration of incentive awards will be calculated based on whole month participation. If an employee becomes eligible to participate in the Plan, transfers between Plans, changes target participation in the Plan, or becomes
ineligible to participate in the Plan between the first day of the month and the
15th of the month, the incentive award will be calculated
based on full month participation. If the eligibility change occurs between the
16th of the month and the end of the month, the incentive
award will be calculated beginning with the full calendar month following the change. Eligible Participants who join the Company on or after
October 1st will receive a prorated award, if earned,
with the individual portion of the award calculated at target performance. There will be no award made for employees hired after
December 15th of the Plan Year.
		
	Repayment Provision:	  	The Participant in this Plan agrees and acknowledges that this Plan is subject to any policies that the Compensation Committee of the Dean Foods Board of Directors
may adopt from time to time with respect to the repayment to the Company of any benefit received pursuant to this Plan, including “clawback” policies.
		
	Plan Provisions	  	Should any of the provisions in the above plan conflict with country regulatory provisions, local provisions govern.

 

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