Document:

EX-4.9

 Exhibit 4.9 

UNILEVER 
 RULES OF THE UNILEVER

 SHARE PLAN 2017 
  

			
	 Directors’ Adoption:
	  	 22 February 2017

		
	 Shareholders’ Approval:
	  	 NV: 26 April 2017

		
		  	 PLC: 27 April 2017

		
	 Expiry Date:
	  	 26 April 2027

 Linklaters 

Linklaters LLP 

One Silk Street 

London EC2Y 8HQ 

Telephone (+44) 20 7456 2000 

Facsimile (+44) 20 7456 2222 

Ref 01/140/Alex Beidas 

 Table of Contents 

 

							
	Contents	  	Page	 
			
	 1
	  	Introduction	  	 	1	 
			
	2	  	Definitions	  	 	1	 
			
	3	  	Granting Awards	  	 	3	 
			
	4	  	Documentation of Awards	  	 	5	 
			
	5	  	Before Vesting	  	 	5	 
			
	6	  	Vesting	  	 	6	 
			
	7	  	Retention Period	  	 	9	 
			
	8	  	Leaving employment	  	 	11	 
			
	9	  	Malus and clawback	  	 	12	 
			
	10	  	Vesting in connection with relocation	  	 	14	 
			
	11	  	Takeovers and other corporate events	  	 	15	 
			
	12	  	Changing the Plan	  	 	17	 
			
	13	  	Tax	  	 	18	 
			
	14	  	Limits on newly issued and treasury shares	  	 	18	 
			
	15	  	General	  	 	19	 

  
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	1	Introduction 

 The Plan allows for the grant of awards in the form of: 

 

	 	•	 	Conditional Awards - Awards under which the Participant receives Shares for free automatically to the extent the Award Vests; 

  

	 	•	 	Options - Awards under which the Participant can buy Shares, to the extent their Award has Vested, at a price (which may be zero) set when the Option is granted; or 

 

	 	•	 	Forfeitable Shares - Awards under which the Participant receives free Shares on grant which are subject to a requirement that the Participant give the Shares back to the extent the Award lapses. 

Conditional Awards and Options can also be granted on the basis that they will only ever be satisfied with a cash payment equal to the value of
the Shares to which the Participant would otherwise be entitled (less any Option Price). 
 Awards will Vest over a period set by the Board
for each Award and Vesting or grant may be subject to Performance Conditions or other conditions such as investments by the Participant in Shares. 

Before Vesting, Awards will normally lapse if the Participant leaves. 

After Vesting, they may also be subject to a further Retention Period during which satisfaction of the Award is subject to clawback. 

This introduction does not form part of the rules. 
  

	2	Definitions 

 In these rules: 

“Acquiring Company” means a person who has or obtains Control of NV and/or PLC; 

“Award” means a Conditional Award, Forfeitable Shares or an Option; 

“Award Date” means the date on which an Award is granted under rule 3.3; 

“Board” means, subject to rule 11.4, the board of directors of NV or PLC or any committee or other person to whom the board
has delegated any of its functions under these rules; 
 “Bonus Deferral Award” means an Award which is granted to the
Participant in lieu of bonus which he might otherwise have been paid in cash and which is designated as such by the Board under rule 3.3; 

“Business Day” means a day on which the London Stock Exchange or Euronext, as applicable, (or, if relevant and if the Board
determines, any stock exchange nominated by the Board on which the Shares are traded) is open for the transaction of business; 

“Combined Group” means NV and PLC; 

“Company” means NV or PLC; 

“Conditional Award” means a conditional right to acquire Shares granted under the Plan; 

“Control” has the meaning given to it in Section 995 of the Income Tax Act 2007 in relation to NV or PLC; 

  
 1 

 “Dealing Restrictions” means any restriction on dealing in securities imposed by
regulation, statute, order, directive, the rules of any stock exchange on which Shares are listed or any code adopted by the Company as varied from time to time; 

“Detrimental Activity” means, as established to the satisfaction of the Board, and without the prior written consent of the
Company, the Participant being in breach of any applicable restrictions on competition, solicitation or the use of confidential information (whether arising out of the Participant’s employment contract, his termination arrangements or any
internal policies); 
 “Dividend Equivalent” means an amount linked to dividends paid on Shares subject to the Award; 

“Euronext” means Euronext Amsterdam; 

“Final Lapse Date” means the latest date on which an Option will lapse which will be the date set by the Board under rule 3.3
or, if no date is set, the date 10 years after the Award Date; 
 “Forfeitable Share Agreement” means the agreement referred
to in rule 4.2; 
 “Forfeitable Shares” means Shares held in the name of or for the benefit of a Participant subject to the
Forfeitable Share Agreement; 
 “Grantor” means the Company or any other entity which grants or has agreed with the Company
to satisfy an Award under the Plan; 
 “Group” means NV, PLC and their Subsidiaries or associated companies and
“Member of the Group” shall be construed accordingly; 
 “London Stock Exchange” means London Stock
Exchange plc; 
 “NV” means Unilever N.V.; 

“Option” means a right to acquire Shares granted under the Plan; 

“Option Price” means the amount (which may be zero) payable on the exercise of an Option set by the Board under rule 3.3.9;

 “Owned Shares” means Shares subject to a Retention Period which are transferred or issued into the beneficial ownership
of the Participant as set out in rule 7.1.1(ii); 
 “Participant” means a person who holds, or who has held, an Award or
their personal representatives; 
 “Performance Condition” means any condition linked to performance imposed under
rule 3.3; 
 “Plan” means these rules known as “The Unilever Share Plan 2017”, as changed from time to time; 

“PLC” means Unilever PLC; 

“Retention Period” means the period after Vesting during which a Participant is required to retain their Shares or Award as
set out in rule 7; 
 “Retention Shares” means the Shares which the Participant is required to retain during the Retention
Period; 

  
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 “Shares” means fully paid ordinary shares in NV or PLC and includes: 

 

	 	(i)	depositary receipts representing ordinary shares in NV listed on Euronext; and 

  

	 	(ii)	any Shares representing NV and/or PLC Shares following a reconstruction; 

“Subsidiary” means a body corporate which is a subsidiary of NV within the meaning of 24a Book 2 (Civil Code) or company which
is a subsidiary of the PLC within the meaning of Section 1159 of the Companies Act 2006; and 
 “Vesting”, subject to
the rules and any Retention Period: 
  

	 	(i)	in relation to Conditional Awards, means a Participant becoming entitled to have the Shares transferred to them; 

  

	 	(ii)	in relation to an Option, means an Option becoming exercisable; and 

  

	 	(iii)	in relation to Forfeitable Shares, means the restrictions set out in the Forfeitable Share Agreement ceasing to have effect as described in rule 6.2.3, 

and Vesting shall include the term Vest and Vested; and 

“Vesting Date” means the date set for Vesting of an Award under rule 3.3. 

If there is any conflict between two provisions in these rules under which an Award will lapse, the one which gives rise to the earlier lapse
will prevail. 
  

	3	Granting Awards 

  

	3.1	Eligibility 

 The Grantor may select any employee of a member of the Group to be
granted an Award. However, the Board may determine that an Award will not be made to an employee who has given or been given notice terminating their employment. 
  

	3.2	Timing of Awards 

 Awards may only be granted within 42 days
starting on any of the following: 
  

	 	3.2.1	the date of shareholder approval of the Plan; 

  

	 	3.2.2	the end of any closed period under Market Abuse Regulation (EU) 596/2014; 

  

	 	3.2.3	the date of the Company’s annual general meeting or any special general meeting; and 

  

	 	3.2.4	any day on which the Board resolves that exceptional circumstances exist which justify the grant of Awards. 

If the granting of Awards during any period specified above is prevented by any Dealing Restrictions, Awards may be granted within 42 days of
the first date on which it is no longer prevented. 
 No Awards may be granted after 26 April 2027 or such earlier date as the Board may
specify. 
  

	3.3	Terms set at grant 

 When granting an Award, the Board will set the following
terms: 
  

	 	3.3.1	whether the Award will take the form of: 

  
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	 	(i)	a Conditional Award; 

  

	 	(ii)	an Option; 

  

	 	(iii)	Forfeitable Shares; or 

  

	 	(iv)	a combination of these; 

  

	 	3.3.2	whether the Award is a Bonus Deferral Award; 

  

	 	3.3.3	subject to rule 3.5, the number of Shares subject to the Award or how that will be determined which, in the case of a Bonus Deferral Award, will be linked to the amount of bonus which the Board determines would
otherwise have been paid to the Participant in cash; 

  

	 	3.3.4	whether the Shares subject to the Award are shares in NV or PLC or both; 

  

	 	3.3.5	the terms of any Performance Condition or other condition set under rule 3.4; 

  

	 	3.3.6	one or more Vesting Dates (unless specified in a Performance Condition) and, if there is more than one, the proportion of the Award which can Vest on each one (or how that will be determined); 

 

	 	3.3.7	whether or not a Retention Period will apply and, if so, when it will normally end and how the number of Retention Shares will be determined; 

 

	 	3.3.8	whether or not the Award carries a Dividend Equivalent; 

  

	 	3.3.9	in the case of an Option: 

  

	 	(i)	the Option Price; and; 

  

	 	(ii)	the Final Lapse Date which will not be more than 10 years after the Award Date; and 

  

	 	3.3.10	any other terms or conditions of the Award. 

  

	3.4	Performance Conditions 

 The Board may decide that Vesting of an Award will be
conditional: 
  

	 	3.4.1	on the satisfaction of one or more conditions set by the Board on grant linked to the performance of the Company, the Participant and/or any business unit or member of the Group; and/or 

 

	 	3.4.2	any other condition set by the Board, 

 which, in either case, may provide that the Award
will lapse to the extent that it is not satisfied. 
 The Board may change a Performance Condition in accordance with its terms or if
anything happens which causes the Board reasonably to consider it appropriate to do so. The Board may waive or change any other condition in such manner as it sees fit. 
  

	3.5	Limit in Directors’ Remuneration Policy 

 An Award to be granted to a
director of the Company will not exceed any applicable maximum set out in the approved directors’ remuneration policy (as defined in section 226B(2) of the Companies Act 2006 or section 2:135 Dutch Civil Code, as applicable). 

  
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	3.6	No payment for Awards 

 A Participant is not required to pay for
the grant of an Award. 
  

	4	Documentation of Awards 

  

	4.1	Conditional Awards and Options 

 An Award (other than an Award of Forfeitable
Shares) subject to English law must be granted by deed. Awards subject to Dutch law will be in such form as specified by the Board. 
  

	4.2	Forfeitable Shares 

 Where an Award takes the form of Forfeitable
Shares, the Participant must: 
  

	 	4.2.1	enter into an agreement with the Grantor that, to the extent that the Award lapses under the Plan, the Shares are forfeited and they will immediately transfer their interest in them, for no consideration or
nominal consideration, to any person (which may include the Company, where permitted) specified by the Grantor; 

  

	 	4.2.2	complete any elections required by the Board, including elections under Part 7 of the Income Tax (Earnings and Pensions) Act 2003 (or similar elections in other jurisdictions) and elections to transfer any
liability, or agreements to pay social security contributions; and 

  

	 	4.2.3	provide any other documentation which the Board considers necessary or desirable to give effect to the terms of the Award, including a power of attorney or blank stock transfer form. 

If they do not do so within a period specified by the Board, the Award will lapse at the end of that period. 

On or after the grant of Forfeitable Shares, the Grantor will procure that the relevant number of Shares are issued or transferred to the
Participant or to another person to be held for the benefit of the Participant under the terms of the Plan. Where applicable, the share certificates or other documents of title relating to any Forfeitable Shares may be retained by the Grantor. 

 

	5	Before Vesting 

  

	5.1	Voting and dividends 

  

	 	5.1.1	A Participant is not entitled to vote, to receive dividends or to have any other rights of a shareholder in respect of Shares subject to an Option or a Conditional Award until the Shares are issued or transferred
to the Participant. 

  

	 	5.1.2	Except to the extent specified in the Forfeitable Share Agreement, a Participant will have all rights of a shareholder in respect of Forfeitable Shares until the Award lapses. 

 

	5.2	Transfer 

 A Participant may not transfer, assign or otherwise dispose of an Award
or any rights in respect of it. If they do, whether voluntarily or involuntarily, then the Award will immediately lapse. This rule 5.2 does not apply: 

  
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	 	5.2.1	to the transmission of an Award on the death of a Participant to the person entitled by law to deal with the estate; 

  

	 	5.2.2	to an assignment by way of court order; 

  

	 	5.2.3	to the assignment of an Award where the Board considers that the Participant is no longer in a position to manage their own affairs by reason of ill-health; or

  

	 	5.2.4	in any other circumstances if the Board agrees. 

  

	5.3	Adjustment of Awards 

  

	 	5.3.1	If there is: 

  

	 	(i)	a variation in the equity share capital of NV or PLC, including a capitalisation or rights issue, sub-division, consolidation or reduction of share capital; 

 

	 	(ii)	any change in the certification of NV Shares by the Foundation Unilever N.V. Trust Office or any of its successors; 

  

	 	(iii)	a demerger (in whatever form) or exempt distribution (for example by virtue of Section 1075 of the Corporation Tax Act 2010); 

  

	 	(iv)	a special dividend or distribution; or 

  

	 	(v)	any other corporate event which might affect the current or future value of any Award, 

 the
Board may adjust the number or class of Shares or securities subject to the Award and, in the case of an Option, the Option Price (see below for Forfeitable Shares). 
  

	 	5.3.2	Subject to the Forfeitable Share Agreement, a Participant will have the same rights as any other shareholders in respect of Forfeitable Shares where rule 5.3.1 applies. Any Shares, securities or rights allotted
to a Participant as a result of such an event will be: 

  

	 	(i)	treated as if they were awarded to the Participant under the Plan in the same way and at the same time as the Forfeitable Shares in respect of which the rights were conferred; and 

 

	 	(ii)	subject to the rules of the Plan and the terms of the Forfeitable Share Agreement. 

  

	6	Vesting 

  

	6.1	Timing and extent of Vesting 

 Subject to the rest of these rules,
an Award will Vest on the later of the following: 
  

	 	6.1.1	the Vesting Date; and 

  

	 	6.1.2	the date on which the Board determines the extent to which any Performance Condition or any other condition is satisfied (which it will do as soon as reasonably practicable after the end of the period over which
it is tested). 

 The Award will only Vest to the extent that any Performance Condition or other condition is
satisfied. 

  
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 However, if Vesting or the issue or transfer of Shares in satisfaction of an Award is prevented
by any Dealing Restriction, the period for Vesting, issue or transfer will be delayed for that Award until the Dealing Restriction no longer prevents it. 
  

	6.2	Consequences of Vesting 

  

	 	6.2.1	If an Award takes the form of a Conditional Award, within 30 days of Vesting (or as soon as reasonably practicable after that), the Grantor will arrange (subject to the rest of this rule 6 and rules 7, 9, 13 and
15.6) for the issue or transfer to, or to the order of, the Participant of the number of Shares in respect of which the Award has Vested. 

  

	 	6.2.2	A Participant can only exercise an Option to the extent it has Vested. To exercise it, the Participant must give notice in such form as the Grantor may prescribe and, in the case of an Option, pay or make
arrangements satisfactory to the Grantor for the payment of the Option Price (if any). Subject to the rest of this rule 6 and rules 7, 9, 13 and 15.6, the Grantor will arrange for the number of Shares in respect of which an Option has been exercised
to be issued or transferred to the Participant within 30 days of the date on which the Option is exercised or as soon as reasonably practicable after that. An Option will lapse at the end of business on the Final Lapse Date if it does not lapse
earlier under these rules. 

  

	 	6.2.3	To the extent an Award of Forfeitable Shares Vests, the restrictions referred to in rule 4.2 and contained in the Forfeitable Share Agreement will cease to apply. 

 

	6.3	Dividend Equivalent 

 If an Award carries a Dividend Equivalent, the Participant
will be entitled on Vesting of a Conditional Award or exercise of an Option to an amount equal to the Dividend Amount for each Share in respect of which the Conditional Award Vests or the Option is exercised. 

However: 
  

	 	6.3.1	where Vesting or exercise occurs after the record date but before the payment date of a Qualifying Dividend, the Participant will become entitled to the amount as soon as practicable following such payment date;
and 

  

	 	6.3.2	where the Award continues through a Retention Period, the Participant will become entitled to the amount as soon as practicable after the end of the Retention Period. 

The Dividend Amount will be paid in additional Shares unless the Board decides that it will be paid in cash of equivalent value, as determined
by the Board. 
 The “Dividend Amount” will, for each Qualifying Dividend, be equal to the number of Shares which would be
held if: 
  

	 	6.3.3	the per Share amount of the Qualifying Dividend had been reinvested in further Shares (or fractions of a Share) on the payment date of the Qualifying Dividend at market value on that date; and 

 

	 	6.3.4	any subsequent Qualifying Dividends on those Shares had been notionally reinvested in further Shares in the same way. 

A “Qualifying Dividend” is any ordinary dividend for which the record date falls between the Award Date and the date Shares
(or cash of equivalent value) are issued or transferred to the Participant following the Vesting of an Award or exercise of an Option. 

  
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 Any reinvestment, for the purposes of determining the Dividend Amount, is entirely notional and,
accordingly, may relate to fractions of a Share, but, if it is paid in Shares, the number of Shares issued or transferred will be rounded to the nearest whole Share as part of the vesting of the Award. 

For the purpose of determining the Dividend Amount, the “market value” of a Share will be the closing price of a Share on the payment
date of the Qualifying Dividend or will be determined in such other manner as the Board considers reasonable. 
  

	6.4	Cash or share alternative 

 The Grantor can decide to satisfy any entitlement
under an Award to: 
  

	 	6.4.1	Shares by paying a cash amount; or 

  

	 	6.4.2	cash by issuing or transferring Shares. 

 In either case, based on the market value of
the Shares on the date he becomes entitled (less any Option Price, in the case of an Option). 
 An Award may be granted on the basis that it
will always be satisfied as described in this rule 6.4 
  

	6.5	Automatic exercise of Options where Dealing Restrictions apply and Option would otherwise lapse 

  

	 	6.5.1	To the extent that: 

  

	 	(i)	an Option has not been exercised by the close of the Business Day before the date on which it lapses; 

  

	 	(ii)	a Dealing Restriction prevents the Participant from exercising it on that day; and 

  

	 	(iii)	it is in the money on that day, 

 the Company will, unless the Board decides otherwise, treat
it as having been exercised on that day. 
  

	 	6.5.2	If it does treat the Option as having been exercised, the Company will arrange for sufficient Shares resulting from the exercise to be sold on behalf of the Participant to raise an amount (after costs of sale)
equal to the Option Price and any tax or social security required to be withheld under rule 13. The remaining Shares subject to the Option will be issued or transferred as set out in rule 6.2.2. 

 

	 	6.5.3	An Option is “in the money” on any day if the Board estimates that, if all the Shares resulting from exercise were sold on that day, the sale proceeds (after making a reasonable allowance for any
costs of sale and taxes) would be more than the Option Price. 

  

	 	6.5.4	The Participant may give notice, at any time before the day referred to in rule 6.5.1, requesting that this rule 6.5 should not apply to the Option. 

 

	 	6.5.5	No member of the Group will be liable for any loss a Participant may suffer as a result of the application or failure to apply this rule 6.5. 

  
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	7	Retention Period 

 This rule 7 applies if the Board determines under rule 3.3 that
an Award is subject to a Retention Period. 
  

	7.1	How the Retention Period will apply to an Award 

  

	 	7.1.1	Before the Award Vests, the Board will determine whether: 

  

	 	(i)	the Award will continue in respect of the Retention Shares through the Retention Period (subject to this rule 7); or 

  

	 	(ii)	the Retention Shares will be issued or transferred into the beneficial ownership of the Participant (“Owned Shares”) and held in accordance with this rule 7. 

 

	 	7.1.2	Where the Board determines that the Award will continue through the Retention Period, it shall calculate the number of Shares which Vest in accordance with rule 6.1, but the Retention Shares will only be issued
or transferred or cash paid under rule 6.2 at the end of the Retention Period and subject to this rule 7. 

  

	 	7.1.3	Where the Board has determined that Owned Shares will be issued or transferred to the Participant, it will calculate the number of Shares which Vest in accordance with rule 6.1 and will issue or transfer the
beneficial ownership of the Retention Shares (if not already held in respect of an Award of Forfeitable Shares), for no consideration, to any person specified by the Board to be held during the Retention Period under this rule 7. 

 

	 	7.1.4	Where the Award is an Option and the Board has determined that it will continue during the Retention Period, the Option will become exercisable as described in rule 6.2 and any Retention Shares acquired on the
exercise of the Option during the Retention Period (less any tax paid) will continue to be held as Owned Shares. 

  

	7.2	Tax 

 Where tax is payable at the start of the Retention Period, then rule 13
(Tax) will apply and the Retention Period will apply in respect of the remainder of the Shares. Shares may be issued or transferred and sold to the extent necessary to satisfy the liability under that rule. 

 

	7.3	Rights during the Retention Period 

  

	 	7.3.1	The following additional provisions will apply during the Retention Period where an Award continues through the Retention Period: 

 

	 	(i)	Except as required under rule 7.2, the Participant will have no rights in respect of the Retention Shares until the Shares are acquired at the end of the Retention Period. 

 

	 	(ii)	The Participant may not transfer, assign or otherwise dispose of the Retention Shares subject to any Award or any interest in them. 

  

	 	7.3.2	The following additional provisions will apply to Owned Shares during the Retention Period: 

  
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	 	(i)	The Participant will be entitled to vote and to receive dividends and have all other rights of a shareholder in respect of the Owned Shares from the date the Participant becomes the beneficial owner. 

 

	 	(ii)	The Participant may not transfer, assign or otherwise dispose of the Owned Shares or any interest in them (or instruct anyone to do so) except in the case of: 

 

	 	(a)	the sale of sufficient entitlements nil-paid in relation to Shares to take up the balance of the entitlements under a rights issue; 

 

	 	(b)	a forfeiture as described in rule 7.4; or 

  

	 	(c)	the sale to fund any tax in accordance with rule 7.2. 

  

	 	(iii)	Any securities which the Participant receives in respect of Owned Shares as a result of an event described in rule 5.3.1 during the Retention Period will, unless the Board decides otherwise, be subject to the same
restrictions as the corresponding Owned Shares. This will not apply to any Shares which a Participant acquires on a rights issue or similar transaction to the extent that their number exceeds the number they would have acquired on a sale of
sufficient rights under the rights issued nil-paid to take up the balance of the rights. 

  

	7.4	Forfeiture of Owned Shares 

 To the extent that Owned Shares are forfeited under
rule 9 (Malus and clawback) the Participant is deemed to consent to the immediate transfer of the beneficial ownership of the Shares, for no consideration or nominal consideration, to any person (which may include the Company, where permitted)
specified by the Board. 
  

	7.5	End of the Retention Period 

  

	 	7.5.1	The Retention Period will end on the earliest of the following: 

  

	 	(i)	the date on which the Retention Period would normally end, as set by the Board in relation to the Award under rule 3.3; 

  

	 	(ii)	the date on which the Board decides that the number of Retention Shares are sufficiently small that the continuation of the Retention Period is not warranted; 

 

	 	(iii)	the date on which the Participant dies; and 

  

	 	(iv)	the date of a takeover or other transaction by virtue of which rule 11 applies. 

  

	 	7.5.2	At the end of a Retention Period: 

  

	 	(i)	where the Award continues through the Retention Period, the Shares will be issued or transferred or cash paid in accordance with rule 6; and 

 

	 	(ii)	the restrictions relating to Owned Shares in rule 7.3.1 will cease to apply and the Shares will be transferred to the Participant or as the Participant may direct. 

  
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	8	Leaving employment and death 

  

	8.1	General rule on leaving employment 

 Except in the case of a Bonus Deferral Award (see
rule 8.7), an Award will lapse on leaving if the Participant leaves employment before Vesting. 
  

	8.2	Exceptions to the general rule where certain leaver reasons apply 

 If a Participant
leaves employment before Vesting for one of the following reasons, their Award will not lapse but rule 8.3 will apply: 
  

	 	8.2.1	ill health, injury or disability, as established to the satisfaction of NV or PLC; 

  

	 	8.2.2	retirement with the agreement of the Participant’s employer; 

  

	 	8.2.3	the Participant’s employing company ceasing to be under the Control of neither NV or PLC; 

  

	 	8.2.4	a transfer of the undertaking (or the part of the undertaking), in which the Participant works, to a person which is neither under the Control of NV or PLC nor a Member of the Group; 

 

	 	8.2.5	redundancy; or 

  

	 	8.2.6	any other reason, if the Board so decides in any particular case. 

  

	8.3	Extent of Vesting of Award 

 Where rule 8.2 applies: 

 

	 	8.3.1	the Award will Vest to the extent any Performance Condition is satisfied on the date of Vesting; and 

  

	 	8.3.2	unless the Board decides otherwise, the number of Shares in respect of which the Award would otherwise Vest will be reduced by the proportion which the number of complete days from the date they left to the Vesting Date
bears to the number of complete days in the period from the Award Date to the Vesting Date. 

  

	8.4	Early Vesting 

 Alternatively, the Board may decide that the Award will Vest to the
extent described in rule 8.3, on the date of leaving or a later date determined by the Board. The Board will determine the extent to which any Performance Condition is satisfied in accordance with its terms or, if they do not provide for it, in such
manner as it considers reasonable. 
  

	8.5	Death 

 If the Participant dies before Vesting, the Award will Vest, on the date of
death, at halfway between the threshold and maximum levels of Vesting under the Performance Condition (or such other level as the Board may allow) and the Performance Condition will not otherwise apply. 

If the Participant left employment before death for one of the reasons in rule 8.2 then, unless the Board decides otherwise, the number of
Shares in respect of which the Award would otherwise Vest will be reduced, as described in rule 8.3.2 (by reference to the date the Participant left employment, not the date of death). 

  
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	8.6	Treatment of Options after leaving 

 If the holder of an Option dies or leaves
employment: 
  

	 	8.6.1	before Vesting for one of the reasons in rule 8.2; or 

  

	 	8.6.2	after Vesting for any reason (except as described below) 

 their Option will be exercisable for
12 months from the later of: 
  

	 	8.6.3	the date on which the Option Vests; and 

  

	 	8.6.4	the date on which the Participant left, 

 after which the Option will lapse, but the Board may
reduce or extend that period (but not beyond the Final Lapse Date). 
 However, if the Participant leaves employment after Vesting because of
misconduct or breach of the terms of their employment, their Award will lapse on the day they leave employment unless the Board determines otherwise. 
  

	8.7	Bonus Deferral Awards 

 If a Participant dies or leaves employment before or after
Vesting, their Bonus Deferral Award will continue in effect unless the Board decides that it will Vest on dying or leaving or any later date. 

However, if the Participant leaves employment because of misconduct or breach of the terms of their employment, their Bonus Deferral Award will
lapse on the day they leave employment unless the Board determines otherwise. 
 Rules 8.1 to 8.4 will not apply to Bonus Deferral Awards.

  

	8.8	Detrimental activity 

 If a Participant leaves employment due to any reason set out in
rule 8.2, unless the Board decides otherwise, the Participant’s Award will lapse if he engages in Detrimental Activity. 
  

	8.9	General 

  

	 	8.9.1	Subject to rule 8.9.2, a Participant will only be treated as “leaving employment” when they are no longer an employee or director of any member of the Group. 

 

	 	8.9.2	The Board may decide a Participant will be treated as “leaving employment” on the date they give or are given notice terminating their office or employment unless the reason for giving or receiving
notice is listed in rules 8.2.1, 8.2.2 or 8.2.5 above. 

  

	9	Malus and clawback 

  

	9.1	Malus 

 If the Board considers that: 

 

	 	9.1.1	there has been a significant downward restatement of the financial results of the Company; and/or 

  

	 	9.1.2	there is reasonable evidence of gross misconduct or gross negligence by the Participant; and/or 

  
 12 

	 	9.1.3	there is reasonable evidence of material breach by the Participant of the Company’s Code of Business Principles or the Company’s Code Policies; 

 

	 	9.1.4	there is reasonable evidence of conduct by the Participant which results in significant losses or reputational damage to the Company or the Group, and/or 

 

	 	9.1.5	the Participant is in breach of any applicable restrictions on competition, solicitation or the use of confidential information (whether arising out of the Participant’s employment contract, his termination
arrangements or any internal policies), 

 it may, in its discretion, at any time prior to Vesting, exercise (in the case of an
Option), or the end of any Retention Period, decide that: 
  

	 	(a)	an Award will lapse wholly or in part; 

  

	 	(b)	the delivery of the Shares or the end of any Retention Period will be delayed until any action or investigation is completed; and/or 

 

	 	(c)	Vesting of the Award or delivery of the Shares will be subject to additional conditions. 

 If
there is a delay under rule 9.1(b): 
  

	 	(i)	if a Participant leaves employment after the date on which the Award would have Vested, but for the delay then, unless the Board decides otherwise, rule 8 (leaving employment) will not apply. The Award will continue and
Vest to the relevant extent (subject to any further adjustment under this rule 9) when the action or investigation is completed; 

  

	 	(ii)	Vesting of the Award or delivery of Shares will not be delayed beyond any date on which Vesting or delivery would otherwise occur under rule 11 (Takeovers and other Corporate Events); and 

 

	 	(iii)	for the avoidance of doubt, there may (or may not) be an adjustment or further adjustment under this rule 9 following completion of any action or investigation. 

 

	9.2	Clawback 

  

	 	9.2.1	If the Board considers there has been a significant downward restatement of the financial results of the Company, it may, in its discretion, within two years of an Award Vesting or the start of any Retention Period:

  

	 	(i)	require a Participant to transfer to the Company (or as the Company directs), for nominal or nil consideration, some or all of the after-tax number of Shares which have previously
Vested, or pay to the Company (or as the Company directs) an amount equal to the value of those Shares (as determined by the Board); and/or 

  

	 	(ii)	require the Company to withhold from, or offset against, the grant or Vesting of any other Award to which the Participant may be or become entitled in connection with his/her employment with the Group such an amount as
the Board considers appropriate. 

  

	 	9.2.2	Where a Participant is notified they must transfer Shares or pay an amount in accordance with rule 9.2.1(i), any Shares or cash must be transferred or paid (in the manner directed by the Company) within 30 days of that
Participant being so notified. 

  
 13 

	9.3	General 

  

	 	9.3.1	For the avoidance of doubt, this rule 9 can apply even if the Participant was not responsible for the event in question or if it happened before the Vesting or grant of the Award. 

 

	 	9.3.2	Those rules may be applied in different ways for different Participants in relation to the same or different events, or in different ways for the same Participant in relation to different Awards. 

 

	 	9.3.3	Except to the extent the Board so decides at the time of exchange, neither malus nor clawback will apply to an Award which has been exchanged in accordance with rule 11.4. 

 

	 	9.3.4	Subject to rule 9.4, clawback will not apply after a takeover (as defined in rule 11.1). 

  

	 	9.3.5	The Board will notify the Participant of any application of malus or clawback under this rule 9. 

  

	 	9.3.6	Without limiting rule 15.1, the Participant will not be entitled to any compensation in respect of any adjustment under this rule 9, and the operation of malus will not limit any other remedy any member of the Group may
have in relation to breach of any restrictions referred to in rule 9.1.5. 

  

	9.4	Share price increase on takeovers and other corporate events 

 Notwithstanding any other
provision of these rules, to the extent that a Participant is an executive director of NV and section 2:135 par 7 Dutch Civil Code would be applicable, the Board may, in its discretion, determine: 

 

	 	9.4.1	the Participant’s Award will lapse wholly or in part; 

  

	 	9.4.2	to require the Participant to transfer to the Company (or as the Company directs) for nominal or nil consideration, some or all of the after-tax number of Shares which have
previously Vested, or pay to the Company (or as the Company directs) an amount equal to the value of those Shares (as determined by the Board); and/or 

  

	 	9.4.3	to require the Company to withhold from, or offset against, the grant or Vesting of any other Award to which the Participant may be or become entitled in connection with his/her employment with the Group, such an amount
as the Board considers appropriate, 

 in each case to the extent required to give effect to the requirements of the Dutch
Civil Code. 
  

	10	Vesting in connection with relocation 

 If a Participant who is not a
director of the Company relocates to another jurisdiction before an Award Vests and, as a result: 
  

	 	(d)	the Participant or any member of the Group is or may be subject to less favourable tax or social security treatment; or 

  

	 	(e)	the Vesting, exercise or satisfaction of the Award is or may be subject to any regulatory restriction, approval or consent, 

the Board may decide that the Award will Vest on such earlier date or dates and subject to such additional conditions as it may determine,
including the retention of any Shares acquired on Vesting. In the case of an Option, the Board may change the period during which it can be exercised or impose additional conditions upon the exercise. 

  
 14 

	11	Takeovers and other corporate events 

  

	11.1	Takeover 

  

	 	11.1.1	If there is a takeover, each Award will Vest, subject to rules 9.1 (Malus), 9.3 and 9.4, on the date of the takeover. 

  

	 	11.1.2	The Board will determine the extent to which any Performance Condition has been satisfied to the date of the takeover (in accordance with its terms or, if they do not provide for it, in such manner as it
considers reasonable) and the proportion of the Award which will Vest. 

  

	 	11.1.3	The Board may decide that an Award which has Vested under rule 11.1.1 will be reduced pro rata to reflect the acceleration of Vesting. 

 

	 	11.1.4	To the extent that an Award has not Vested, it shall lapse as to the balance, unless exchanged under rule 11.4 (Exchange of Awards). 

 

	 	11.1.5	An Option will be exercisable for a period of one month from the date of the takeover, after which it will lapse (whether or not it Vested under this rule). 

 

	 	11.1.6	An Award will not Vest under rule 11.1.1 but will be exchanged under rule 11.4 (Exchange of Awards) if: 

  

	 	(i)	an offer to exchange Awards is made and accepted by a Participant; or 

  

	 	(ii)	the Board, with the consent of the Acquiring Company, decides before the person obtains Control that the Awards will be automatically exchanged. 

There is a “takeover” when: 
  

	 	(i)	a person (or a group of persons acting in concert) obtains Control of NV and/or PLC as a result of making an offer to acquire Shares; or 

 

	 	(ii)	under Section 895 of the Companies Act 2006, a court sanctions a compromise or arrangement in connection with the acquisition of PLC Shares or any similar Dutch law in connection with NV Shares, 

but not where the Board determines rule 11.2 (Reconstruction) applies. 

 

	11.2	Reconstruction 

 Subject to rule 9.4, if there is any internal reconstruction,
reorganisation, merger or acquisition of NV and/or PLC which: 
  

	 	11.2.1	is not intended to result in; or 

  

	 	11.2.2	does not involve 

 a significant change in the identity of the ultimate shareholders of:

  

	 	11.2.3	the Combined Group; or 

  

	 	11.2.4	NV or PLC, 

  
 15 

 the Board may determine this rule 11.2 applies to any Awards which have not Vested by the day the
reconstruction takes effect. The Board will arrange for the Awards to be replaced by an equivalent award of shares in the new parent company or companies as determined by the Board. The Board may amend (or waive) any Performance Condition as it
considers appropriate, subject to applicable laws. 
  

	11.3	Demerger or Other Corporate Event 

  

	 	11.3.1	If the Board becomes aware that NV and/or PLC is or is expected to be affected by any demerger, distribution (other than an ordinary dividend), reconstruction or other transaction not falling within rule 11.1
(Takeover) which, in the opinion of the Board, would affect the current or future value of any Award, the Board may allow an Award to Vest (subject to rule 9 (Malus and clawback), and in particular rule 9.4) and any such conditions as the Board may
decide to impose. 

  

	 	11.3.2	Where an Award Vests under rule 11.3.1, the Board will determine the extent to which any Performance Condition has been satisfied and the proportion of the Award which will Vest. 

 

	 	11.3.3	The Board may decide that an Award which has Vested under rule 11.3.1 is reduced pro rata to reflect the acceleration of Vesting. 

 

	 	11.3.4	To the extent that an Award has not Vested, it shall lapse as to the balance. 

  

	 	11.3.5	The Board will determine the period during which an Option may be exercised following Vesting and whether or not it will lapse at the end of that period. 

 

	 	11.3.6	Participants will be notified if they are affected by the Board exercising its discretion under this rule. 

  

	11.4	Exchange of Awards 

 If an Award is to be exchanged under this rule 11, the exchange will
take place as soon as practicable after the relevant event. 
 The new award: 

 

	 	11.4.1	must confer a right to acquire shares in the Acquiring Company or another body corporate determined by the Acquiring Company;  

 

	 	11.4.2	must be equivalent to the existing Award, subject to rules 9.3.3, 9.3.4 and 11.4.4; 

  

	 	11.4.3	will be treated as having been acquired at the same time as the existing Award and, subject to rule 11.4.4, will Vest in the same manner and at the same time; 

 

	 	11.4.4	must either: 

  

	 	(i)	be subject to a Performance Condition which is, so far as practicable, equivalent to any Performance Condition applying to the existing Award; or 

 

	 	(ii)	not be subject to any Performance Condition, but be in respect of the number of shares which is equivalent to the number of Shares comprised in the existing Award which would have Vested under rule 11.1 (Takeover); or

  

	 	(iii)	be subject to such other terms as the Board considers appropriate in all the circumstances; and 

  
 16 

	 	11.4.5	will be governed by the Plan as if references to Shares were references to the shares over which the new award is granted and references to NV and PLC were references to the Acquiring Company or the body
corporate determined under rule 11.4.1. 

  

	11.5	Board 

 In this rule 11, “Board” means those people who were members of
the board of NV and PLC immediately before the change of Control. 
  

	12	Changing the Plan 

  

	12.1	Board’s powers 

 Except as described in the rest of this rule 12, the Board may at
any time change the Plan (including the terms of any Award already granted) in any way. 
  

	12.2	Shareholder approval 

  

	 	12.2.1	Except as described in rule 12.2.2, the Company in a general meeting must approve in advance by ordinary resolution any proposed change to the Plan to the advantage of present or future Participants, which relates to:

  

	 	(i)	eligibility; 

  

	 	(ii)	the limits on the number of Shares which may be issued under the Plan; 

  

	 	(iii)	any individual limit for each Participant under the Plan; 

  

	 	(iv)	the basis for determining a Participant’s entitlement to, and the terms of, securities, cash or other benefit to be provided and for the adjustment thereof (if any) if there is a capitalisation issue, rights issue
or open offer, sub-division or consolidation of shares or reduction of capital or any other variation of capital; or 

  

	 	(v)	the terms of this rule 12.2.1. 

  

	 	12.2.2	The Board can change the Plan and need not obtain the approval of the Company in general meeting for any changes to a Performance Condition or other condition in accordance with rule 3.4 or for minor changes:

  

	 	(i)	to benefit the administration of the Plan; 

  

	 	(ii)	to comply with or take account of the provisions of any proposed or existing legislation; 

  

	 	(iii)	to take account of any changes to legislation; or 

  

	 	(iv)	to obtain or maintain favourable tax, exchange control or regulatory treatment of the Company, any Subsidiary or any present or future Participant. 

 

	 	12.2.3	The Board may, without obtaining the approval of the Company in general meeting, establish further plans (by way of schedules to the rules or otherwise) based on the rules, but modified to take account of local tax,
exchange control or securities law in non-UK territories. However, any Shares made available under such plans are treated as counting against any limits on individual or overall participation in the Plan under
rule 13. 

  
 17 

	12.3	Notice 

 The Board is not required to give Participants notice of any changes. 

 

	13	Tax 

 The Participant will be responsible for all taxes, social security contributions or
other levies arising in connection with an Award and will, if required to do so, agree the transfer of liability for employer social security contributions to him. 

The Company, any employing company or trustee of any employee benefit trust, may withhold any amounts or make such arrangements as it considers
necessary to meet any liability to pay or account for any such taxation or social security contributions or other levies. These arrangements may include the sale of or reduction in number of Shares to which a Participant would otherwise be entitled
or the deduction of the amount of the liability from any cash amount payable to the Participant under the Plan or otherwise. 
 The
Participant will promptly do all things necessary to facilitate such arrangements and, notwithstanding anything to the contrary in the Plan, Vesting or the issue or transfer of Shares may be delayed until he does so. 

 

	14	Limits on newly issued and treasury shares 

  

	14.1	Plan limits - 10 per cent 

 An Award must not be granted if the number of Shares
committed to be issued under that Award exceeds 10 per cent of the ordinary share capital of NV and PLC in issue immediately before that day, when added to the number of Shares which have been issued, or committed to be issued, to satisfy
Awards under the Plan, or options or awards under any other employee share plan operated by NV and PLC, granted in the previous 10 years. 
  

	14.2	Plan limits - 5 per cent 

 An Award must not be granted if the number of Shares
committed to be issued under that Award exceeds 5 per cent of the ordinary share capital of NV and PLC in issue immediately before that day, when added to the number of Shares which has been issued, or committed to be issued, to satisfy Awards
under the Plan, or options or awards under any other discretionary employee share plan adopted by NV and PLC, granted in the previous 10 years. 
  

	14.3	Scope of Plan limits 

 When calculating the limits in rules 14.1 and
14.2, Shares will be ignored: 
  

	 	14.3.1	where the right to acquire them has been released or has lapsed; and 

  

	 	14.3.2	which are committed to be issued under any Dividend Equivalent. 

 As long as so required
by institutional shareholders, Shares transferred from treasury are counted as part of the ordinary share capital of the Company, and as Shares issued by the Company. 

  
 18 

	15	General 

  

	15.1	Terms of employment 

  

	 	15.1.1	This rule 15.1 applies during an employee’s employment with a member of the Group and after the termination of an employee’s employment, whether or not the termination is lawful. 

 

	 	15.1.2	Nothing in the rules or the operation of the Plan forms part of the contract of employment of an employee. The rights and obligations arising from the employment relationship between the employee and their
employer are separate from, and are not affected by, the Plan. Participation in the Plan does not create any right to, or expectation of, continued employment. 

  

	 	15.1.3	No employee has a right to participate in the Plan. Participation in the Plan or the grant of Awards on a particular basis in any year does not create any right to or expectation of participation in the Plan or
the grant of Awards on the same basis, or at all, in any future year. 

  

	 	15.1.4	The terms of the Plan do not entitle the employee to the exercise of any discretion in their favour. 

  

	 	15.1.5	The employee will have no claim or right of action in respect of any decision, omission or discretion, which may operate to the disadvantage of the employee (including, without limitation, any adjustment under
rule 9) even if it is unreasonable, irrational or might otherwise be regarded as being in breach of the duty of trust and confidence (and/or any other implied duty) between the employee and their employer. 

 

	 	15.1.6	No employee has any right to compensation for any loss in relation to the Plan, including any loss in relation to: 

  

	 	(i)	any loss or reduction of rights or expectations under the Plan in any circumstances (including lawful or unlawful termination of employment); 

 

	 	(ii)	any exercise of a discretion or a decision taken in relation to an Award or to the Plan, or any failure to exercise a discretion or take a decision; or 

 

	 	(iii)	the operation, suspension, termination or amendment of the Plan. 

  

	15.2	Board’s decisions final and binding 

 The decision of the Board on the
interpretation of the Plan or in any dispute relating to an Award or matter relating to the Plan will be final and conclusive. 
  

	15.3	Documents sent to shareholders 

 The Company is not required to send to Participants
copies of any documents or notices normally sent to the holders of its Shares. 
  

	15.4	Costs 

 The Company will pay the costs of introducing and administering the Plan. The
Company may ask a Participant’s employer or any other member of the Group to bear the costs in respect of an Award (including, for example, any trading or other working costs) to that Participant. 

  
 19 

	15.5	Data protection 

 By participating in the Plan, the Participant agrees to abide by
Unilever’s Protection of Information policy from time to time in force, consents to the holding and processing of personal data (including sensitive personal data) provided by the Participant to any member of the Group, trustee or third party
service provider, for all purposes relating to the operation of the Plan and for compliance with applicable procedures, laws and regulations. These include, but are not limited to: 

 

	 	15.5.1	administering and maintaining Participant records; 

  

	 	15.5.2	providing data to members of the Group, trustees of any employee benefit trust, registrars, brokers or third party administrators of the Plan (including, without limitation, in relation to the circumstances
concerning a Participant’s leaver status); 

  

	 	15.5.3	providing data to future purchasers or merger partners of the Company, the Participant’s employing company, or the business in which the Participant works; 

 

	 	15.5.4	transferring data about the Participant to a country or territory that may not provide the same statutory protection for the data as the Participant’s home country (potentially including jurisdictions
outside the European Economic Area); and/or 

  

	 	15.5.5	as otherwise set out in the Plan documentation and/or as notified to the Participant from time to time. 

The Participant is entitled, on payment of a fee, to a copy of the personal data held about them, if anything is inaccurate the Participant has
the right to have it corrected. 
  

	15.6	Consents 

 All allotments, issues and transfers of Shares will be subject to any
necessary consents under any relevant enactments or regulations for the time being in force in any relevant country. The Participant is responsible for complying with any requirements they need to fulfil in order to obtain or avoid the necessity for
any such consent. 
  

	15.7	Share rights 

 Shares issued to satisfy Awards under the Plan will rank equally in all
respects with the Shares in issue on the date of allotment. They will not rank for any rights attaching to Shares by reference to a record date preceding the date of allotment. Where Shares are transferred to a Participant, including a transfer out
of treasury, the Participant will be entitled to all rights attaching to the Shares by reference to a record date on or after the transfer date. The Participant will not be entitled to rights before that date. 

 

	15.8	Listing 

  

	 	15.8.1	If and for so long as the NV Shares are listed on Eurolist by Euronext and traded on Euronext, NV will apply for listing of any NV Shares issued under the Plan as soon as practicable. 

 

	 	15.8.2	If and for so long as PLC Shares are listed on the Official List and traded on the London Stock Exchange, PLC will apply for listing of any PLC Shares issued under the Plan as soon as practicable.

  
 20 

	15.9	Notices 

  

	 	15.9.1	Any information or notice to a person who is or will be eligible to be a Participant under or in connection with the Plan may be posted, or sent by electronic means, in such manner to such address as the Company
considers appropriate, including publication on any intranet. 

  

	 	15.9.2	Any information or notice to the Company or other duly appointed agent under or in connection with the Plan may be sent by post or transmitted to it at its registered office or such other place, and by such other
means, as the Board or duly appointed agent may decide and notify Participants. 

  

	 	15.9.3	Notices sent by post will be deemed to have been given on the second day after the date of posting. However, notices sent by or to a Participant who is working overseas will be deemed to have been given on the
seventh day after the date of posting. Notices sent by electronic means, in the absence of evidence to the contrary, will be deemed to have been received on the day after sending. 

 

	15.10	Governing law and jurisdiction 

  

	 	15.10.1	Dutch law governs the Plan in respect of Awards granted over NV Shares, and the Rotterdam District Court has non-exclusive jurisdiction in respect of any disputes arising.

  

	 	15.10.2	English law governs the Plan in respect of Awards granted over PLC Shares, and the English Courts have non-exclusive jurisdiction in respect of any disputes arising.

  

	 	15.10.3	Where Awards are granted over a combination of NV and PLC Shares, the applicable law and jurisdiction in relation to such Awards will be determined on the Award Date by the Grantor. 

  
 21Exhibit

Exhibit 10.42

TENNECO AUTOMOTIVE OPERATING COMPANY INC. 
SEVERANCE BENEFIT PLAN
(Amended and Restated Effective as of August 1, 2015)

		
	1.
	Purpose of the Plan

Tenneco Automotive Operating Company Inc. established this Severance Benefit Plan (the "Plan") to grant severance benefits to eligible employees who are involuntarily terminated due to a reduction in force or layoff. This document serves as both the summary plan description (SPD) and official plan document for the Severance Benefit Plan.
		
	2.
	Definitions

		
	a.
	"Company" means Tenneco Automotive Operating Company Inc.

		
	b.
	"Continuous Service" means continuous service as an active Employee of a Tenneco Company including service prior to November 5, 1999 with any affiliate or subsidiary of Tenneco Inc. as it existed on August 1, 1996 determined in the sole discretion of the Plan Administrator by any method for determining applicable service in an equitable and non-discriminatory manner. No service will be counted that would otherwise produce a duplication of benefits under this Plan.

		
	c.
	"Employee" means a U.S. salaried, regular, full-time employee of a Participating Company, but only if so classified by the Participating Company in accordance with its policies and practices.

		
	d.
	"Participating Company" means Tenneco Automotive Operating Company Inc. and all of its U.S. subsidiaries.

		
	e.
	"Severance Benefit" has the meaning set forth in Section 5, below.

		
	f.
	"Tenneco Company" means the Company and any other entity in which the Company has at least a 50% ownership interest.

		
	g.
	"Week of Pay" means the Employee's base annualized salary as of his termination divided by 52. This does not include any benefits, bonuses, shift differentials, performance awards, or other special pay additions. Further, any salary reductions for benefits or thrift plan contributions are excluded from Week of Pay determinations. For commissioned sales positions, the Week of Pay determination will be adjusted to provide for an incentive target amount (determined at the  sole discretion of the Company).

		
	3.
	Effective Date

Provisions of this restated Plan are effective for Employees terminating on or after August 1, 2015. This Plan replaces and supersedes the prior plan, which was effective as of September 1, 2003.

		
	4.
	Eligibility

All Employees with at least one month of Continuous Service are eligible to receive a Severance Benefit under the Plan if they meet all of the following conditions:
		
	a.
	are notified in writing of involuntary termination of employment because of lack of available work, relocation of his or her job to a worksite that is more than 100 miles further from his or her current worksite, or other reduction in force and are terminated as a result thereof;

		
	b.
	have no determinable callback or return date;

		
	c.
	have signed and returned a general release and such other documents as the Company shall require (without subsequent revocation of that release);

		
	d.
	actually terminate employment in accordance with the timing and/or conditions set forth by the Company in the notice of termination; and

		
	e.
	are not deemed ineligible under Section 11 below.

Employees whose hours of work, wages and other conditions of employment are governed by the provisions of a collective bargaining agreement are not eligible unless the collective bargaining agreement expressly provides for employees' coverage in this Plan (provided that such employees remain subject to the requirements of subsections (a) through (e) above as well as all other terms and conditions of this Plan).
		
	5.
	Severance Benefit

The term "Severance Benefit" means
		
	a.
	The cash payment provided for under this Section 5, or, as determined at the sole discretion of the Company, those benefits provided under any Special Appendix1 attached hereto. The amount of the Severance Benefit (expressed in terms of Weeks of Pay) will be based upon the length of the Employee's Continuous Service with the Company in accordance with the following schedule. The Severance Benefit is a payment equal to the total of the applicable entries in (a) plus (b) below:

		
	(i)
	One Week of Pay for each full year of Continuous Service up to and including 15 years;

		
	(ii)
	1.5 Weeks of Pay for each full year of Continuous Service exceeding 15 years.

However, in no event will the total severance payment ((i) + (ii) above) be less than 4 Weeks of Pay or greater than 52 Weeks of Pay. For example, an employee in his 20th year of Continuous Service would receive 15 Weeks of Pay for the first 15 years of Continuous Service and 7.5 Weeks of Pay for the 16th through 20th year of Continuous Service.

1 From time to time, the Company may amend this Plan to add a Special Appendix to account for special benefit provisions applicable to a particular reduction in force.

		
	b.
	If enrolled in the applicable plan at the date of termination, continuation of medical and dental benefits for a period that equals the time interval set forth in

a. above that is used to calculate the cash payment.
		
	c.
	Outplacement services in accordance with, and subject to the limits of, the Company's outplacement policy, as amended from time to time. A Participant will be advised of outplacement benefits at time of separation.

The Company may, in its discretion on a case by case basis, enhance the benefits provided pursuant to the Plan.
		
	6.
	Method of Payment

Except as otherwise provided in any applicable Special Appendix, the cash portion of the Severance Benefit will be paid in equal semi-monthly installments beginning as soon as administratively feasible after the revocation period specified in the release has expired. At the Company's discretion, provided it is determined prior to the date of separation, payment in a lump sum may be made in lieu of semi-monthly installments. Appropriate withholdings and deductions will be made.
		
	7.
	Non-Assignment of Severance Benefit

The Severance Benefit cannot be assigned, transferred or sold to anyone else and cannot be used as collateral for loans or pledged in payment of debts, contracts, or any other liability.
		
	8.
	Agent for Service of Process

Legal process may be served on the Plan Administrator: 
    Tenneco Automotive Operating Company Inc.
Attention: Senior Vice President and General Counsel
500 North Field Drive
Lake Forest, Illinois 60045

		
	9.
	Plan Amendment

The Plan may be terminated or amended at any time by the Company, provided that the Plan benefit for an eligible employee who has signed the release form and returned it to the Plan Administrator within the time specified therein will not be adversely affected.
		
	10.
	Plan Year

The plan year for reporting to governmental agencies and employees shall be the calendar year.

		
	11.
	Ineligibility

An Employee is not eligible to receive any benefit under this Plan if:
		
	a.
	the Employee's termination is for a reason other than involuntary termination from a Participating Company due to a workforce reduction as described in

Section 4(a) (employees who terminate voluntarily or are discharged for misconduct or poor performance are not eligible);
		
	b.
	the Employee does not sign and return the release form and all other documents as the  Company shall require within the prescribed time limit;

		
	c.
	the Employee revokes the release agreement within the time permitted under that agreement;

		
	d.
	the Plan is terminated (or otherwise amended to eliminate a benefit with respect to that Employee) before the Employee's termination of employment;

		
	e.
	the Employee has been offered employment at the same or greater base salary with a Tenneco Company and with a principal place of work at a location which is no more than 100 miles further from the Employee's primary residence than is his/her current principal place of  work;

		
	f.
	the Employee has been offered employment, regardless of level of pay or benefits, with any other entity as arranged by the Company, including without limitation, in connection with any purchase of any Participating Company's business or assets, any outsourcing arrangement, or any arrangement to transfer employees or business to a customer, supplier or other entity doing business with the Company or its affiliates, or any similar transaction or arrangement;

		
	g.
	the Employee is covered under any other severance plan or is eligible for any type of severance or termination benefit with respect to this termination provided by the Company or any other entity, other than government-provided unemployment compensation; or

		
	h.
	the Employee's employment terminates pursuant to any of the following:

		
	1)
	voluntary termination of employment or retirement or resignation of employment before a job-end date that has been specified by the Company;

		
	2)
	while under a Company short-term or long-term disability plan or program, including failure to return from a period of receiving STD/ LTD or FMLA leave;

		
	3)
	mandatory retirement due to Company policies or legal requirement;

		
	4)
	willful misconduct or activity deemed actually or potentially detrimental to the interests of the Company, which may include, but is not limited to, dishonesty; theft; violation of one or more Company policies (such as those relating to alcohol or drugs, harassment, workplace violence, etc.) or safety rules or procedures;

		
	5)
	unauthorized disclosure of confidential information;

		
	6)
	conduct inconsistent with any applicable law or regulation; or other serious misconduct;

		
	7)
	willful failure or refusal to substantially perform job responsibilities (other than any such failure resulting from incapacity due to disability), including but not limited to unsatisfactory performance;

		
	8)
	excessive absenteeism under the applicable Company attendance policy; or

		
	9)
	any act or omission causing, or having potential to cause, significant harm or loss to the Company, its officers and/or employees.

		
	i. 
	the Employee receives more than one month's advance notice of lack of work or job elimination, but only to the extent of such advance notice (e.g., an Employee who is eligible for six months of severance but receives four months of advance notice is eligible for two months of the Severance Benefit).

		
	12.
	Effect of Death on Benefit

If an Employee dies on or before his termination date, no benefit will be paid under this Plan. If an eligible Employee dies after his termination date, and before he receives the Severance Benefit, payment will be made to his/her estate (provided that such eligible Employee otherwise met all of the requirements of Section 4, including without limitation Section 4 (c)).

		
	13.
	Forfeiture

If the Employee violates the release or any confidentiality, non-competition and/or non-solicitation agreement with the Company or if, after Employee's termination of employment, facts are disclosed or discovered that would have constituted termination for cause, as described above, then Employee forfeits any and all rights to benefits under this Plan, and, to the extent benefits have been paid to Employee under this Plan, Employee must repay the full amount within 15 days of receiving written notification from the Plan Administrator.

		
	14.
	Offset

Each Participating Company reserves the right to deduct any amount Employee owes to it or to the Company for any reason from any severance benefits payable to Employee, up to the extent permitted by law, including, but not limited to, plan premiums, borrowed vacation days, loans and/or relocation obligations. Any reduction shall be considered a reduction in benefits; provided, however, that Employee may be required to pay applicable taxes on the amount deducted.

		
	15.
	Funding

Each Participating Company shall pay the benefits under this Plan out of its general assets at the time the benefits are to be paid. There shall be no special fund out of

which benefits shall be paid, nor shall Plan participants be required to make a contribution as a condition of receiving benefits.
		
	16.
	Named Fiduciary and Plan Administrator

		
	a.
	The Company is hereby designated as the "named fiduciary" and Plan Administrator of this Plan and has the authority to control and manage the operation of the Plan.

		
	b.
	The Plan Administrator shall make all determinations as to the right of any person to a Severance Benefit and shall have the discretionary authority to construe and interpret the provisions of the Plan and make factual determinations thereunder, including the power to determine the rights or eligibility of any persons, and the amounts of their benefits under the Plan, and to remedy ambiguities, inconsistencies or omissions, and any such determinations shall be binding on all parties. Benefits will only be paid if the Plan Administrator, in its sole discretion, determines that the employee or beneficiary is entitled to them.

		
	17.
	Plan Sponsor

The Plan sponsor is the Company,
Tenneco Automotive Operating Company Inc.
500 North Field Drive
Lake Forest, Illinois 60045

		
	18.
	Claim Denials

		
	a.
	How to Submit a Claim

In order to claim benefits under this Plan, the employee must sign the approved release form and any other forms required under this Plan and return them on a timely basis to the Plan Administrator.

Tenneco Automotive Operating Company Inc. 
Attn:  Vice President Total Rewards
500 North Field Drive 
Lake Forest, Illinois 60045

		
	b.
	If You Disagree

If you have made a claim for benefits under this Plan and any portion of the claim is denied, the Plan Administrator will furnish you with a written notice stating the specific reasons for the denial, specific reference to pertinent Plan provisions upon which the denial was based, a description of any additional information or material necessary to perfect the claim, an explanation of why such information or material is necessary and appropriate information concerning steps to take if you wish to submit the claim for review.

Your claim will be deemed denied if the Plan Administrator does not approve the claim and fails to notify you within 90 days after receipt of your claim, plus any extension of time for processing the claim not to exceed 90 additional days, as special circumstances require.  To obtain an extension, the Plan Administrator must advise you in writing during the initial 90 days that an extension is necessary, stating the special circumstances requiring the extension and the date by which you can expect the Plan Administrator's decision regarding your claim.
		
	c.
	Review Procedure

Within 60 days after the date of written notice denying any benefits, you or your authorized representative may write to the Plan Administrator requesting a review of that decision.
Your request for review may contain such issues and comments as you wish considered in the review. You may also review pertinent documents in the Plan Administrator's possession. The Plan Administrator will make a final determination with respect to your claim as soon as practicable. The Plan Administrator will advise you of the determination in writing and will set forth the specific reasons for the determination and the specific references to any pertinent Plan provisions upon which the determination is based.
Your claim will be deemed denied on review if the Plan Administrator fails to give you written notice of final determination within 60 days after receipt of your request for review, plus any extension of time for completing the review, not to exceed 60 additional days, as special circumstances require.
To obtain an extension, the Plan Administrator must advise you in writing during the initial 60 days if any extension is necessary, stating the special circumstances requiring the extension and the date by which you can expect the Plan Administrator's decision regarding the review of your claim.
		
	19.
	Your Rights

As a participant in the Plan, you are entitled to certain rights and protections under the Employee Retirement Income Security Act of 1974 ("ERISA").
ERISA provides that all Plan participants shall be entitled to:

Receive Information About Your Plan and Benefits

		
	•
	Examine, without charge, at the plan administrator’s office and at other specified locations, such as worksites, all documents governing the plan, including copies of the latest annual 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 Security Administration.

		
	•
	Obtain, upon written request to the plan administrator, copies of documents gov­ erning the operation 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.

		
	•
	Receive a summary of the plan's annual financial report. The plan administrator is required by law to furnish each participant with a copy of this summary annual report.

Prudent Actions by Plan Fiduciaries

In addition to creating rights for plan participants, ERISA imposes duties upon the people who are responsible 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 pension or welfare benefit or exercising your rights under ERISA.

Enforce Your Rights

If your claim for a welfare benefit is denied or ignored, in whole or in part, you have a right to know why this was done, to obtain copies of documents relating 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 materials 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 which is denied or ignored, in whole or in part, you may file suit in a state or 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. Department 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 frivolous.

Assistance with Your Questions

If you have any questions about your plan, you should contact the Plan Administrator. 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:

Division of Technical Assistance & 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 at (866) 444-EBSA.
		
	20.
	Controlling Law

This Plan and the release shall be interpreted under the laws of the State of Illinois, except to the extent that federal law preempts.

		
	21.
	Delegation.

The Company has the authority to delegate any of its powers under this Plan to any other person, persons, or committee. This person, persons, or committee may further delegate its reserved powers to another person, persons, or committee as they see fit. Any delegation or subsequent delegation shall include the same full, final and discretionary authority that the Company has listed herein and any decisions, actions or interpretations made by any delegate shall have the same ultimate binding effect as if made by the Company.

IN WITNESS WHEREOF, and as conclusive evidence of the adoption of the foregoing, the Company, a Delaware corporation, has caused these presents to be duly executed by its proper officers thereunto duly authorized on this 1st  day of August 2015.

TENNECO AUTOMOTIVE OPERATING COMPANY INC.

	
				
	 
	 
	By: /s/
	Gregg A. Bolt

	 
	 
	Name:
	Gregg A. Bolt

	 
	 
	Title:
	Senior Vice President Global Human Resources and Administration

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