Document:

Executive Severance Plan

    Exhibit
      10.1

    

    

    EXECUTIVE
      SEVERANCE PLAN

    

    Effective
      February 9, 2007

    

    1. Purpose.

    

    The
      purpose of the Coca-Cola Enterprises Inc. Executive Severance Plan (the “Plan”)
      is to provide severance pay and benefits to eligible officers and management
      employees whose employment is terminated by the Company under certain
      circumstances. The Plan is effective January 1, 2007 and is applicable to
      eligible officers and management employees whose employment is terminated on
      or
      after January 1, 2007. The Plan is intended to be an “employee welfare benefit
      plan” as defined in Section 3(1) of the ERISA maintained primarily for the
      purpose of providing benefits for a select group of management or highly
      compensated employees. All benefits under the Plan shall be paid solely from
      the
      general assets of the Company.

    

    

    2. Definitions.

    

    “Affiliate”
means
      a
      company that would be considered a single employer together with the Company
      under Code sections 414(b) or 414(c).

    

    “Annual
      Bonus Award”
means
      the target bonus under the annual incentive plan in effect for an Eligible
      Employee on the date of his or her termination of employment. If there is no
      annual incentive plan in place at the time of the Eligible Employee’s
      termination, the bonus award amount will be equal to his or her target bonus
      under the last annual incentive plan in which the Eligible Employee
      participated, provided such plan was in effect within the six months prior
      to
      the Eligible Employee’s termination date.

    

    “Cause”
means
      (i) willful or gross misconduct by the Eligible Employee that is materially
      detrimental to the Company or an Affiliate, including but not limited to a
      violation of the Company’s trading policy or code of business conduct, (ii) acts
      of personal dishonesty or fraud by an Eligible Employee toward the Company
      or an
      Affiliate, (iii) the Eligible Employee’s conviction of a felony, except for a
      conviction related to vicarious liability based solely on his position with
      the
      Company or an Affiliate, provided that the Eligible Employee had no involvement
      in actions leading to such liability or had acted upon the advice of the
      Company’s or an Affiliate’s counsel or (iv) the Eligible Employee’s refusal to
      cooperate in an investigation of the Company if requested to do so by the
      Board.

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

    

    

    “Change
      in Control”
means
      the occurrence of any of the circumstances described below in clauses (i)
      through (iv):

    

    
      	 	
              (i)

            	
              If
                any “person” (except for the Company or any Affiliate, a trustee or other
                entity holding securities under any employee benefit plan of the
                Company
                or any Affiliate, or The Coca-Cola Company, but only to the extent
                of its
                “current ownership”) is or becomes the “beneficial owner” directly or
                indirectly, of securities of the Company representing more than 20%
                of the
                combined total voting power of the Company’s then-outstanding
                securities.

            

    

    

    As
      used
      in this definition of “Change in Control,” “person” is used as defined in
      Sections 13(d) and 14(d) of the Securities Exchange Act of 1934 (as amended);
      “beneficial owner” is used as defined in Rule 13d-3 of the Securities Exchange
      Act of 1934 (as amended); and “current ownership” of The Coca-Cola Company means
      that entity’s direct and indirect beneficial ownership of no more than an
      aggregate of 168,956,718 shares of the Company’s common stock (including shares
      of the Company’s common stock issuable upon the exercise, exchange or conversion
      of securities exercisable or exchangeable for, or convertible into, shares
      of
      the Company’s common stock), the aggregate number being subject to adjustment
      for subsequent stock splits or dividends payable in stock that are applicable
      to
      all shares of the Company’s common stock. For the avoidance of doubt, a change
      in the “current ownership” of The Coca-Cola Company (an “Ownership Change”)
      shall have occurred upon that company’s becoming the beneficial owner of any
      additional shares of the Company’s common stock, except for

    

    (A)
      the
      beneficial ownership of such shares occurring by reason of the adjustments
      described in the preceding sentence, 

    

    (B)
      the
      beneficial ownership of shares owned by another entity (not exceeding 0.10
      percent of the Company’s then-outstanding common stock) upon that entity’s being
      acquired by The Coca-Cola Company or an affiliate, provided that such shares
      are
      disposed of by The Coca-Cola Company or its affiliate to an unrelated third
      party within 30 days of their being acquired (provided, however, that if the
      disposition has not occurred within the 30-day period, the Ownership Change
      shall be deemed to have occurred when the beneficial ownership was first
      acquired; and

    

     
      (C) the
      beneficial ownership of the Company’s common stock acquired with the prior
      consent of the Affiliated Transaction Committee of the Company’s Board of
      Directors, 

    

    so
      that
      upon such Ownership Change, the entire beneficial ownership of The Coca-Cola
      Company shall be considered in determining whether The Coca-Cola Company is
      the
      beneficial owner directly or indirectly of securities of the Company
      representing more than 20% of the total combined voting power of the Company’s
      then-outstanding securities.

    

    
      	 	
              (ii)

            	
              If
                during any period of two consecutive years, the individuals constituting
                the Board of Directors of the Company at the beginning of the two-year
                period (and any new Director, except for a director designated by
                a person
                who has entered into an agreement with the Company to effect a “Change in
                Control” described in clause (i), (iii) or (iv), whose election by the
                Board or nomination for election by the Company’s shareowners was approved
                by a vote of at least two-thirds of the directors then still in office
                who
                were either directors at the beginning of the two-year period or
                whose
                election or nomination for election was previously so approved) cease
                for
                any reason to constitute at least a majority of the
                Board.

            

    

    

    
      	 	
              (iii)

            	
              If
                the shareowners of the Company approve a merger, consolidation or
                share
                exchange with any other “person,” other than (i) a merger, consolidation
                or share exchange that would result in the voting securities of the
                Company outstanding immediately prior to such event continuing to
                represent (either by remaining outstanding or being converted into
                voting
                securities of either (A) the surviving entity or (B) another entity
                that
                owns, directly or indirectly, the entire voting interest in the surviving
                entity (the “parent”)) more than 50% of the voting power of the voting
                securities of the Company or the surviving entity (or its parent)
                outstanding immediately after such event, or (ii) a merger or
                consolidation effected to implement a recapitalization of the Company
                in
                which no “person” acquires more than 30% of the combined voting power of
                the Company’s then-outstanding securities, then a “Change in Control”
                shall have occurred immediately prior to such merger, consolidation
                or
                share exchange.

            

    

    

    
      	 	
              (iv)

            	
              If
                the shareowners of the Company approve a plan of complete liquidation
                of
                the Company or an agreement for the sale or disposition by the Company
                of
                all or substantially all of the Company’s assets (or any transaction
                having a similar effect).

            

    

    

    “Code”
means
      the Internal Revenue Code of 1986, as amended.

    

    “Company”
means
      Coca-Cola Enterprises Inc.

    

    “Eligible
      Employee”
means
      senior officers and management employees of the Company (or any Affiliate of
      the
      Company designated by the HR and Compensation Committee or its delegate as
      participating in the Plan) who are in positions in the Global Leadership,
      Executive Leadership, Strategic Leadership, or Business Unit/Functional
      Leadership salary bands.

    

    “ERISA”
means
      the Employee Retirement Income Security Act of 1974, as amended.

    

    “Good
      Reason”
means
      the Eligible Employee’s (i) material demotion or diminution of duties,
      responsibilities and status; (ii) material reduction in both base salary and
      annual incentive opportunities (except for reductions in annual incentive
      opportunities due to individual performance adjustments); or (iii) assignment
      to
      a position requiring relocation of more than 50 miles from the Eligible
      Employee’s primary workplace (i.e.,
      the
      Company’s corporate headquarters or other location, as applicable), unless the
      Eligible Employee voluntarily consents to the applicable change in clause (i),
      (ii), or (iii). The Eligible Employee must give written notice to the Company
      within 60 days of the date on which he or she is notified of such circumstances,
      and the Company will have 30 days to remedy the matter.

    

    “HR
      and
      Compensation Committee”
means
      the Human Resources and Compensation Committee of the Board of Directors of
      the
      Company.

    

    

    “Plan”
means
      the Coca-Cola Enterprises Inc. Executive Severance Plan.

    

    “Related
      Company”
means
      The Coca-Cola Company or a company that is at least 20 percent owned by The
      Coca-Cola Company or the Company.

    

    “Severance
      Benefits Committee”
means
      the committee established by the HR and Compensation Committee to decide claims
      for benefits as described in Section 7 of this Plan.

    

    “Years
      of Service”
means
      complete years of employment with Coca-Cola Enterprises Inc. or one of its
      Affiliates or predecessor companies, or any Related Company. If an Eligible
      Employee’s period of employment with the Company, its Affiliates, or any Related
      Company includes a break in service of 12 months or more, Years of Service
      will
      be determined taking into account only years of employment following such break
      in service. If an Eligible Employee received severance pay from the Company,
      an
      Affiliate, or a Related Company and subsequently became employed by the Company
      or its Affiliates, the years of employment taken into account in determining
      such severance pay shall not be taken into account in determining Years of
      Service.

    

    

    3. Eligibility.

    

    (a) General
      Rules.
      An
      Eligible Employee shall receive the severance pay and benefits described in
      this
      Plan if the Eligible Employee’s employment with the Company and its Affiliates
      is terminated (i) by the Company other than for Cause or (ii) by the Eligible
      Employee for Good Reason within 24 months following a Change in Control. In
      order to receive severance pay and benefits under the Plan, an Eligible Employee
      must execute a general waiver and release in the form provided by the Company
      and must not be in breach of any other restrictive covenants or other
      obligations under this Plan or any other agreement with the Company or its
      Affiliates, including, but not limited to, noncompetition, confidentiality,
      and
      similar provisions.

    

    (b) Limitations.
      An
      Eligible Employee shall not receive severance pay and benefits under this Plan
      in any circumstance other than those described in Section 3(a), including,
      but
      not limited to, the Eligible Employee’s voluntary termination of employment
      without Good Reason or the Eligible Employee’s death or disability. Furthermore,
      an Eligible Employee shall not receive severance pay and benefits under this
      Plan if the Eligible Employee receives severance pay and benefits under another
      severance plan of the Company or its Affiliates or has entered into an
      individual employment or severance contract with the Company or an Affiliate
      that provides for severance pay and benefits and such contract is in effect
      on
      the date of the Eligible Employee’s termination of employment, even if such
      severance pay and benefits would be less than those offered under the
      Plan.

    

    
      
         

      

      
         

        
          

        

      

      
         

      

    

    4. Severance
      Pay and Benefits.

    

    (a) Severance
      Pay.
      An
      Eligible Employee shall receive severance pay in accordance with the following
      schedule, based on the Eligible Employee’s salary band:

    

    
      	
              Years
                of Service

            	
              Amount
                of Severance Pay

            
	
              Global,
                Executive, and Strategic Leadership Bands

            	
              Business
                Unit/Functional Leadership Band

            
	
              Fewer
                than 2 Years of Service

            	
              12
                months of base salary and one times the Annual Bonus Award payable
                at 80
                percent of target

            	
              12
                months of base salary and one times the Annual Bonus Award payable
                at 80
                percent of target

            
	
              At
                Least 2 But Fewer Than 10 Years of Service

            	
              18
                months of base salary and one and one-half times the Annual Bonus
                Award
                payable at 80 percent of target

            	
              15
                months of base salary and one and one-quarter times the Annual Bonus
                Award
                payable at 80 percent of target

            
	
              10
                or more Years of Service

            	
              24
                months of base salary and two times the Annual Bonus Award payable
                at 80
                percent of target

            	
              18
                months of base salary and one and one-half times the Annual Bonus
                Award
                payable at 80 percent of target

            

    

    

    In
      addition, an Eligible Employee who is a participant in the Company’s medial plan
      at the time of his or her termination shall receive $10,000 to mitigate the
      cost
      of future medical coverage.

    

    (b) Form
      and Timing of Severance Payments.
      The
      total amount of the severance pay determined above shall be paid in equal
      monthly installments over the number of months of base salary determined based
      on the chart above. If an Eligible Employee is a “specified employee” within the
      meaning of Code section 409A(a)(2)(B)(i), then, to the extent required by Code
      section 409A and the regulations thereunder, such installment payments shall
      not
      be made during the six months following separation from service, and the
      installment payments that would otherwise have been made during such six-month
      period shall be paid in a single lump sum as soon as practicable following
      the
      end of such six-month period.

    

    (c) Payment
      in Lieu of Annual Bonus Award.
      An
      Eligible Employee shall receive a payment equal to 80 percent of the Annual
      Bonus Award that would have been payable to the Eligible Employee for the year
      of termination. Such Annual Bonus Award shall be based on actual performance
      results for such year, rather than target, and prorated for his or her actual
      period of service during such year. The payment shall be made in a single lump
      sum in the calendar year following the calendar year in which the Eligible
      Employee terminates employment.

    

    (d) Restricted
      Stock and Stock Units.
      Any
      service-based conditions on vesting of an Eligible Employee’s restricted stock
      or deferred or restricted stock units (“restricted stock/stock units”) shall be
      waived on a pro rata portion of the restricted stock/stock units based on the
      number of whole months between the grant date of the award and the date of
      the
      Eligible Employee’s termination of employment. Any performance-based conditions
      on vesting of such restricted stock/stock units must be satisfied within the
      original service-based vesting period (unless a different period is provided
      for
      this purpose in the award document), or such restricted stock/stock units shall
      be forfeited. Notwithstanding the foregoing, the pro rata portion for special
      awards of restricted stock/stock unit grants made in 2002 and 2003 that were
      targeted to vest on the Eligible Employee’s 55th
      birthday
      shall be determined based on a five-year service requirement.

    

    (e) Cessation
      of Payments upon Rehire.
      If an
      Eligible Employee is rehired by the Company, an Affiliate, or a Related Company
      while the Eligible Employee is receiving installment payments of severance
      or
      before receiving the payment in lieu of annual bonus, the Eligible Employee
      shall forfeit all future installment payments and the payment in lieu of annual
      bonus, and the Eligible Employee shall not receive any further payments under
      this Plan as of the rehire date.

    

    (f) Committee
      Discretion.
      Notwithstanding the foregoing, the HR and Compensation Committee or its delegate
      may, in its sole discretion, reduce or otherwise adjust the amount of an
      Eligible Employee’s severance pay, amount in lieu of bonus, and restricted
      stock/stock unit vesting. Such determination shall be made before any severance
      payments commence under this Section 4. Unless the HR and Compensation Committee
      determines otherwise, the Company’s Senior Vice President, Human Resources, is
      delegated the authority to exercise the discretion provided by this provision
      with respect to Eligible Employees other than senior officers.

    

    5. Eligible
      Employee Obligations.

    

    (a) General.
      An
      Eligible Employee’s severance pay and benefits provided under Section 4 are
      expressly conditioned on the Eligible Employee’s compliance with the obligations
      contained in this Section 5. If an Eligible Employee violates any of the
      obligations set forth in this Section 5, the Eligible Employee shall forfeit
      any
      remaining payments of severance, any unvested restricted stock/stock units,
      any
      outstanding stock options (whether or not vested), and all future nonqualified
      pension plan benefits.

    

    (b) Release
      of Claims and Noncompetition Agreement.
      Before
      any severance pay and benefits become payable or are provided to an Eligible
      Employee, he or she must execute, and not revoke, a release of claims and
      noncompetition agreement in the form provided by the Company. The HR and
      Compensation Committee or its delegate may, in its sole discretion, establish
      a
      maximum time period within which an Eligible Employee must execute such
      agreement.

    

    (c) Nonsolicitation.
      The
      Eligible Employee shall not, during the period beginning with the Executive’s
      termination of employment and ending with the last installment payment of
      severance scheduled pursuant to Section 4(a), directly or indirectly, on his
      or
      her own behalf or on behalf of any person or entity, solicit, divert, or
      appropriate to any non-alcoholic beverage business or operations, any person
      or
      entity who transacted business with the Company or its Affiliates during the
      year preceding the date of the Eligible Employee’s termination of employment,
      provided that such person or entity is a person or entity with whom the Eligible
      Employee has had direct contact or has been a party to marketing or sales
      strategies with regard to.

    

    The
      Eligible Employee further shall not, during the period beginning with the
      Eligible Employee’s termination of employment and ending with the last
      installment payment of severance scheduled pursuant to Section 4(a), directly
      or
      indirectly, on his or her own behalf or on behalf of any person or entity,
      solicit, divert, or hire away, or attempt to solicit, divert, or hire away
      to
      any person or entity any person employed by the Company or an Affiliate on
      the
      date of the Eligible Employee’s termination of employment or at any time during
      the one-year period preceding the Eligible Employee’s termination of
      employment.

    

    (d) Confidentiality.
      An
      Eligible Employee shall not use, reveal, disclose or divulge (i) any trade
      secrets for so long as they remain trade secrets and (ii) any confidential
      information for five years after the Eligible Employee’s termination of
      employment. “Confidential information” means any data or information with
      respect to the business conducted by the Company or its Affiliates that is
      not
      generally known to the public and that is a valuable asset to the Company,
      including, but not limited to, sales reports, product pricing, sales materials,
      selling procedures, marketing agreements and programs, customer lists, customer
      requirements, specifications for new products, sources of supply for
      ingredients, packaging, and other materials used in the Company’s products, and
      the business plans and financial data of the Company, except to the extent
      that
      any such information is readily available in the public domain through no fault
      of the Eligible Employee.

    

    (e) Nondisparagement.
      An
      Eligible Employee shall not disparage the Company, its Affiliates, or their
      employees, products, or services in any form or fashion following the Eligible
      Employee’s termination of employment.

    

    (f) Records/Company
      Property.
      An
      Eligible Employee shall, following his termination of employment, return to
      the
      Company all documents (including copies and computer records thereof) of any
      nature that relate to or contain proprietary or confidential information
      concerning the Company, its Affiliates, its customers, or employees, and any
      and
      all property of the Company in his or her possession, including, but not limited
      to, computers, electronic recording media, business records, papers, documents,
      and other Company property.

    

    (g) Cooperation.
      An
      Eligible Employee shall, following his termination of employment, cooperate
      with
      the Company and its counsel in any litigation or human resources matters in
      which he or she may be a witness or potential witness or have knowledge of
      the
      relevant facts or evidence. The Company shall reimburse such Eligible Employee
      for reasonable and necessary expenses incurred in the course of complying with
      this provision.

     

    (h) Repayment
      of Severance Benefits in Certain Cases.
      If,
      within two years of an Eligible Employee’s termination of employment, the Board
      of Directors of the Company determines that the Eligible Employee’s employment
      could have been terminated for Cause, then (i) such event shall be treated
      as a
      violation of the obligations of this Section 5 and the forfeitures described
      in
      Section 5(a) shall be applicable, and (ii) the Eligible Employee shall promptly
      repay to the Company an amount equal to the sum of all severance payments under
      this Plan and all gains from the vesting of Company restricted stock/stock
      units
      occurring upon or subsequent to separation from service with the
      Company.

    

    6. Administration
      and Interpretation.

    

    The
      HR
      and Compensation Committee (including any delegate of the HR and Compensation
      Committee) shall have sole discretionary authority to interpret, construe,
      apply
      and administer the terms of the Plan and to determine eligibility for and the
      amounts of benefits under the Plan, including interpretation of ambiguous Plan
      provisions, determination of disputed facts or application of Plan provisions
      to
      unanticipated circumstances. The HR and Compensation Committee’s (or its
      delegate’s) decision on any such matter shall be final and binding.

    

    7. Claims
      Procedures.

    

    If
      an
      Eligible Employee believes he or she has not been provided with severance
      benefits due under this Plan, then the Eligible Employee must file a request
      for
      benefits with the Severance Benefits Committee within ninety days of the
      Eligible Employee’s termination of employment. Any such claim shall be acted
      upon and approved or disapproved by the Severance Benefits Committee within
      ninety days following receipt (or within 180 days if special circumstances
      require and notice is given to the applicant before the end of the ninety-day
      period informing the applicant of the circumstances requiring the extension
      of
      time and the date by which the Severance Benefits Committee expects to render
      a
      decision).

    

    If
      the
      claim for severance benefits is denied, in whole or in part, the Severance
      Benefits Committee shall notify the applicant in writing of such denial and
      of
      the applicant’s right to a review of the decision as set forth below and shall
      set forth, in a manner calculated to be understood by the applicant, the
      specific reasons for such denial, the specific references to pertinent Plan
      provisions on which the denial is based, a description of any additional
      material or information necessary for the applicant to perfect the application,
      an explanation of why such material or information is necessary and an
      explanation of the Plan’s review procedure and the time limits applicable to
      such procedures, including a statement of the applicant’s right to bring a civil
      action under ERISA following an adverse determination on review.

    

    Any
      person whose claim is denied in whole or in part may appeal to the Company’s
      Vice President of Human Resources (the “VP-HR”) for review of the decision by
      submitting, within sixty days after receiving notice of the denial of the claim,
      a written statement to the VP-HR that:

    

    
      	 	
              (i)

            	
              requests
                a review of the application for
                benefits;

            

    

    

    
      	 	
              (ii)

            	
              sets
                forth all of the grounds upon which the request for review is based
                and
                any facts in support of such request;
                and

            

    

    

    
      	 	
              (iii)

            	
              sets
                forth any issues or comments that the applicant deems pertinent to
                the
                application.

            

    

    

    In
      addition, an applicant may submit written comments, documents, records and
      other
      information in support of the appeal, and the applicant shall be provided,
      free
      of charge, reasonable access to and copies of all documents, records and other
      information relevant to the applicant’s claim for benefits. (With respect to
      senior officers for whom the VP-HR could not perform an independent review,
      the
      HR and Compensation Committee shall review such appeal, and references to the
      VP-HR in this Section 7 shall be deemed to refer to the HR and Compensation
      Committee.)

    

    The
      VP-HR
      shall act upon each appeal within sixty days after receipt of the applicant’s
      request for review by the VP-HR. The VP-HR shall make a full and fair review
      of
      each application and any written material submitted by the applicant or the
      Company in connection with such review, without regard to whether such
      information was submitted or considered in the initial benefit determination.
      If
      the VP-HR determines that special circumstances require an extension of time
      for
      processing an appeal, it may extend the initial period, in which case written
      notice of the extension shall be furnished to the applicant before the
      termination of the initial period indicating the special circumstances requiring
      an extension and the date by which the VP-HR expects to render a determination
      on review. In no event shall such extension exceed a period of sixty days from
      the end of the initial period. Based on this review, the VP-HR shall make an
      independent determination of the applicant’s eligibility for benefits under the
      Plan.

    

    In
      the
      case of a denial of any appeal, the VP-HR shall notify the applicant in writing
      of such determination and shall set forth, in a manner calculated to be
      understood by the applicant, the specific reasons for the adverse determination,
      references to the specific Plan provisions on which the determination is based,
      a statement that the applicant is entitled to receive, upon request and free
      of
      charge, reasonable access to and copies of all documents, records and other
      information relevant to the applicant’s claim for benefits and a statement of
      the applicant’s right to bring an action under ERISA.

    

    The
      decision of the VP-HR on any claim for benefits shall be final and conclusive
      upon all persons. An Eligible Employee must pursue all claims procedures
      described above before seeking any other legal recourse with respect to Plan
      benefits. In addition, any lawsuit must be filed within six months from the
      date
      of the denied appeal, or two years from the Eligible Employee’s termination
      date, whichever occurs first.

    

    8. Miscellaneous.

    

    (a) Amendment.
      The
      Company, by action of its HR and Compensation Committee, reserves the right
      to
      amend this Plan, in whole or in part, or to discontinue or terminate the Plan,
      at any time in its sole discretion. Notwithstanding the foregoing, for a period
      of two years following a Change in Control of the Company, the Plan may not
      be
      discontinued or terminated or amended in such a manner that decreases the
      benefits payable to an Eligible Employee or that makes any provision less
      favorable for an Eligible Employee. 

    

    (b) Withholding.
      The
      Company shall be entitled to withhold or cause to be withheld from amounts
      to be
      paid under this Plan to an Eligible Employee any federal, state, or local
      withholding or other taxes or amounts that it is from time to time required
      to
      withhold.

    

    (c) Compliance
      with Section 409A.
      Notwithstanding anything to the contrary contained in this Plan, the payments
      and benefits provided under this Plan are intended to comply with Code section
      409A, and the provisions of this Plan shall be interpreted such that the
      payments and benefits provided are either not subject to Code section 409A
      or
      are in compliance with Code section 409A. The Company may modify the payments
      and benefits under this Plan at any time solely as necessary to avoid adverse
      tax consequences under Code section 409A.

    

    (d) No
      Implied Employment Rights.
      The
      Plan shall not be deemed to give any employee or other person any right to
      be
      retained in the employ of the Company or its Affiliates or to interfere with
      the
      right of the Company or its Affiliates to discharge any employee or other person
      at any time and for any reason.

    

    (e) Governing
      Law.
      This
      Plan is intended to be governed by and will be construed in accordance with
      ERISA, and to the extent not preempted by ERISA, by the laws of the state of
      Georgia, without regard for any choice of law principles thereof.

    

    (f) Severability.
      If any
      provision of the Plan is held to be invalid or unenforceable, its invalidity
      or
      unenforceability will not affect any other provision of the Plan, and the Plan
      will be construed and enforced as if such provision had not been
      included.Form of agreement under executive severance plan

    EXHIBIT
      10.2

    
 

    Form
      Agreement 

    

    COCA-COLA
      ENTERPRISES INC. EXECUTIVE SEVERANCE PLAN

    

    RELEASE
      OF CLAIMS AND NONCOMPETITION AGREEMENT

    

    In
      accordance with the terms of the Coca-Coca Enterprises Inc. Executive Severance
      Plan (the “Plan”), _________________ (the “Executive”) is entitled to the
      following payments and benefits from Coca-Cola Enterprises Inc. or one of its
      affiliates (the “Company”) upon the Executive’s termination of
      employment:

    

    
      	·  	
              Severance
                pay of $________, paid in ____ equal monthly installments of $________,
                comprised of

            

    

    
      	o  	
              $_______
                representing ____ months base
                salary;

            

    

    
      	o  	
              $_______
                annual bonus payable at 80% of target;
                and

            

    

    
      	o  	
              $_______
                to assist with future medical
                coverage.

            

    

    
      	·  	
              Payment
                in lieu of the 20__ Management Incentive Plan annual bonus, calculated
                as
                80 percent of the bonus that would otherwise have been payable based
                on
                actual performance, paid in a lump sum in the year following the
                year of
                termination; 

            

    

    
      	·  	
              Waiver
                of any service-based vesting requirements on a pro rata portion of
                outstanding restricted stock or stock
                units.

            

    

    

    The
      payments and benefits described above, which the Executive acknowledges that
      he
      or she would not otherwise be entitled to receive, are in consideration of
      and
      contingent on the Executive executing and not revoking the release of claims
      and
      noncompetition covenants contained in this Agreement (the “Agreement”), as well
      as the Executive’s compliance with the other terms and obligations under the
      Plan, including, without limitation, the confidentiality, nonsolicitation,
      nondisparagement, return of Company records and property, and cooperation
      requirements contained in the Plan. The Executive also acknowledges that all
      payments under the Plan are subject to tax withholding applicable to
      wages.

    

    1. Release
      of Claims.

    

    The
      Executive agrees, for the Executive, the Executive’s spouse, heirs, executor or
      administrator, assigns, insurers, attorneys and other persons or entities acting
      or purporting to act on the Executive’s behalf, to irrevocably and
      unconditionally release, acquit and forever discharge the Company, its
      affiliates, subsidiaries, directors, officers, employees, shareholders,
      partners, agents, representatives, predecessors, successors, assigns, insurers,
      attorneys, benefit plans sponsored by the Company and said plans’ fiduciaries,
      agents and trustees (collectively “Company Parties”), from any and all actions,
      cause of action, suits, claims, obligations, liabilities, debts, demands,
      contentions, damages of any nature whatsoever, judgments, levies and executions
      of any kind, whether in law or in equity, known or unknown, which the Executive
      now has, owns or holds, or claims to have had, own or hold, or which the
      Executive at any time prior to now had, owned or held, or claimed to have,
      own
      or hold against any of the Company Parties or in any way connected to the
      Executive’s employment with the Company. This release specifically includes,
      without limitation, any tort, contract, fraud or constitutional claim; any
      claim
      based on wrongful discharge, breach of contract, violation of public policy,
      interference with legal rights, or promissory estoppel; any claim for workers’
compensation retaliation; any whistleblower claim; any claim arising under
      federal, state or local law prohibiting race, sex, age, religion, national
      origin, handicap, disability or other forms of discrimination or retaliation;
      any claim arising under federal, state or local law concerning employment
      practices; and any claim relating to compensation or benefits. This specifically
      includes, without limitation, any claim which the Executive has or has had
      under
      Title VII of the Civil Rights Act of 1964, as amended by the Civil Rights Act
      of
      1991; 42 U.S.C. §1981; the Age Discrimination in Employment Act, as amended by
      the Older Workers Benefit Protection Act; the Americans with Disabilities Act,
      as amended; the Worker Adjustment and Retraining Notification Act; and the
      Employee Retirement Income Security Act of 1974, as amended. The Executive
      agrees that this is a general release and it is to be broadly construed as
      a
      release of all claims; provided
      that
      notwithstanding the foregoing, this Agreement does not include a release of
      any
      claims that cannot be released hereunder by law. 

    

    As
      part
      of this Agreement, the Executive understands that he or she is waiving all
      claims for age discrimination under the Age Discrimination in Employment Act.
      Pursuant to the Older Workers Benefit Protection Act, the Executive represents
      and acknowledges that he or she has been informed as to any class, unit, or
      group of individuals covered by this group termination program, any eligibility
      factors and time limits applicable to this group termination program, the job
      titles and ages of all individuals covered by this group termination program,
      and the ages of all individuals in the job classification or organizational
      unit
      who are not eligible or selected for the group termination program. Further,
      the
      Executive represents and acknowledges that he or she has carefully read and
      understands all of the provisions of this Agreement, and that he or she is
      voluntarily entering into this Agreement. The Executive represents and
      acknowledges that he or she has been advised in writing to, and has been
      afforded the right and opportunity to, consult with an attorney prior to
      executing this Agreement. The Executive has forty-five (45) days
      within which to consider this Agreement, and seven (7) days following its
      execution to revoke this Agreement. All payments and benefits provided under
      the
      Plan are contingent on, and will not be paid until the Executive executes and
      does not revoke this Agreement.

    

    2. Noncompetition.

    

    The
      Executive covenants and agrees that, during the period beginning with the
      Executive’s termination of employment and ending with the last installment
      payment of severance provided under the Plan, the Executive will not directly
      or
      indirectly, on the Executive’s own behalf or on behalf of any person or entity,
      compete with the Company by performing activities or duties substantially
      similar to the activities or duties performed by the Executive for the Company
      during the year preceding the Executive’s termination of employment for any
      business entity that is a Direct Competitor of the Company within the Restricted
      Area.

    

    A
“Direct
      Competitor” of the Company is any business or operations within the Restricted
      Area owned or operated by PepsiCo, Inc., The Pepsi Bottling Group, Inc., or
      Cadbury Schweppes plc. The “Restricted Area” is that area within a fifty (50)
      mile radius of the Executive’s primary workplace at the time of the Executive’s
      termination of employment. The Executive expressly acknowledges and agrees
      that,
      because of the nature of the services the Executive has provided to the Company,
      the Executive has provided services throughout the Restricted Area and,
      therefore, the Restricted Area is reasonably defined to protect the Company’s
      legitimate business interests.

    

    3. Entire
      Agreement.
      

    

    This
      Agreement and the Coca-Cola Enterprises Inc. Executive Severance Plan set forth
      the entire agreement between the Executive and the Company Parties as to the
      termination of the Executive’s employment with the Company, and fully supersedes
      any and all prior agreements or understandings between the Executive and the
      Company Parties pertaining to the termination of the Executive’s employment with
      the Company. 

     

    THIS
      AGREEMENT CONTAINS A WAIVER AND GENERAL RELEASE OF ALL KNOWN AND UNKNOWN CLAIMS.
      THE EXECUTIVE ACKNOWLEDGES THAT HE OR SHE HAS CAREFULLY READ AND UNDERSTANDS
      THIS AGREEMENT, AND THAT HE OR SHE HAS BEEN ADVISED TO AND HAD THE OPPORTUNITY
      TO CONSULT WITH AN ATTORNEY BEFORE EXECUTING THIS
      AGREEMENT.

    

    The
      parties have executed this Agreement on the date(s) indicated
      below.

    

    

    Date:_________________________  _________________________________

    [Executive]

    

     

    ________________________________

    COCA-COLA
      ENTERPRISES INC. 

    Date:_________________________  

    By:_____________________________       Title:

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