Document:

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                                                                    EXHIBIT 10.9

                       THE NEXTEL SEVERANCE BENEFITS PLAN
                          AND SUMMARY PLAN DESCRIPTION

INTRODUCTION

Nextel Communications, Inc. ("Nextel") has established The Nextel Severance
Benefits Plan (the "Plan") to provide severance benefits to certain eligible
employees who are involuntarily separated by Nextel or one of its wholly owned
subsidiaries. The severance benefit is paid to eligible employees to assist them
during their time of unemployment. The effective date of the Plan as amended
December 21, 2001. As of the effective date, the Plan replaces all previous
severance or separation pay plans and arrangements maintained by Nextel.

DEFINITIONS

ANNUAL EARNINGS mean the annualized base salary of the employee as of the
Separation Date, without regard to overtime, bonus, incentive payments or
commission payments.

SERVICE means all periods of employment with Nextel. Service also may include
periods of employment with a company that was acquired by Nextel, if the
employee was an active employee or on disability, military, or other leave of
absence at the time of the acquisition. Service does not include any period of
employment for which the employee has received separation (severance) pay under
the Plan or under any similar plan of Nextel, or any other predecessor company,
or service before retirement from a predecessor company.

SEPARATION DATE means the last date of employment by Nextel.

ELIGIBILITY

Eligible Employees

Eligible employees are those who:

         [ ]  Are employed by Nextel on a full-time (if regularly scheduled to
              work 30 hours or more per week) basis; and

         [ ]  Experience, through no fault of their own, an involuntary
              separation of employment that is intended to be permanent as a
              result of:

                (a)     A reduction-in-force due to lack of work or other
                        reasons; or

                (b)     A determination by management that, due to business
                        reasons, their performance or contribution to the
                        business (although satisfactory) does not meet the needs
                        of the business; and

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         [ ]  Continue to perform their duties satisfactorily until the
              Separation Date.

Limitations on Eligibility

An employee shall NOT be eligible to receive benefits under the Plan if the
employee:

   1.       Is terminated for cause, including but not limited to, failure to
            meet the performance requirements of the position, policy violation,
            theft, gross misconduct, etc.; or

   2.       Fails or refuses to return all Nextel property in the employee's
            possession, and/or fails to clear all expenses and other financial
            accounts, as of the Separation Date. (Examples of Nextel property
            include, without limitation: Nextel security badges, office keys,
            and all Nextel documents, files and computer disks. Examples of
            accounts to be cleared include, without limitation: the completion
            and reconciliation of expense accounts and the pay-off of loans and
            other financial obligations owing by the employee to Nextel); or

   3.       Resigns or otherwise voluntarily terminates his or her employment;
            or

   4.       Is terminated by temporary layoff or furlough, except that if Nextel
            elects to convert the temporary layoff or furlough into a permanent
            layoff, severance benefits may then be payable as of the effective
            date of permanent layoff if the employee otherwise is eligible for
            benefits under the Plan; or

   5.       Is in a salary grade of E6 or below and is offered a position within
            Nextel (not involving relocation as defined by the IRS and providing
            the same or greater Annual Earnings) in lieu of termination, but
            fails or refuses to accept it; or is in a salary grade of E7 or
            above and is offered a position within Nextel (not involving
            relocation as defined by the IRS and providing the same or greater
            Annual Earnings and equivalent or greater salary grade level) in
            lieu of termination, but fails or refuses to accept it; or

   6.       Is terminated because of Nextel's sale or transfer of all or part of
            its assets and he/she is offered employment with the buyer or
            transferee company at the same or greater Annual Earnings, which
            does not require relocation (as defined by the IRS); or

   7.       Is terminated in connection with the "outsourcing" of operational
            functions, and he/she is offered employment by the outsourcing
            vendor at the same or greater Annual Earnings, which does not
            require relocation (as defined by the IRS); or

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   8.       Is terminated from employment for failure to return to work
            following a leave of absence; or

   9.       Retires; or

   10.      Dies, at which time eligibility for severance benefits will end and
            all such benefit payments will cease; or

   11.      Is separated from Nextel because he or she is no longer able to
            perform the essential functions of his/her job (with or without
            reasonable accommodation) because of a disability; or

   12.      Is a part-time, temporary and casual employee, independent
            contractor or consultant; contract personnel assigned to work at
            Nextel by an outside employment agency or

   13.      Is an employee employed by Nextel pursuant to a collective
            bargaining agreement or other written contract.

   14.      Accepts a position, which requires relocation (as defined by the
            IRS), but later declines to relocate when such relocation becomes
            mandatory.

SEVERANCE BENEFITS

SALARY GRADES E6/S6 AND BELOW

Severance pay for employees in grades up to the E6/S6 level will be equal to:

         (a)  Four (4) weeks of Annual Earnings, plus

         (b)  one (1) week of Annual Earnings for each full or partial year of
              service, plus

         (c)  additional weeks of Annual Earnings for each $10,000 of Annual
              earnings at or above $50,000 in accordance with the following
              schedule:
<TABLE>
<CAPTION>
         Annual Earnings                    Additional Weeks Pay
         ---------------                    --------------------
<S>                                       <C>
         $50,000  to $69,999                        2
         $70,000  to $79,999                        4
         $80,000  to $89,999                        6
         $90,000 to  $99,999                        8
         $100,000 and over                  Continue schedule at
                                            2 weeks per $10,000
</TABLE>

                                       3
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The maximum benefit payable for salary grades E6/S6and below is 26 weeks of
severance pay. The minimum benefit payable for salary grades E6/S6 and below is
6 weeks of severance pay.

SALARY GRADES E7/S7 AND E8

For employees in salary grades E7/S7 and E8, severance pay will be equal to 6
months of the employee's Annual Earnings plus one month of Annual Earnings for
each full or partial year of service up to a maximum of 9 months of Annual
Earnings (i.e., an eligible employee with more than 2 years of service would
receive 9 months of Annual Earnings). Employees at this level will also receive
a payment equal to any annual bonus payment that is unpaid for the previous
fiscal year and an additional payment equal to a prorated portion of the annual
bonus payment for the period ending on the Separation Date. These payments will
be made when, and if, annual bonuses are paid for the applicable plan year and
will be calculated based on the bonus goal achievement level for the employee's
business unit.

SALARY GRADES EX1 AND ABOVE

For employees in salary grades EX1 and above, severance pay will be equal to 9
months of the employee's Annual Earnings plus one month of Annual Earnings for
each full or partial year of service up to a maximum of 12 months of Annual
Earnings (i.e., an eligible employee with more than 2 years of service would
receive a maximum of 12 months of Annual Earnings). Employees at this level will
also receive a payment equal to any annual bonus payment that is unpaid for the
previous fiscal year and an additional payment equal to prorated portion of the
annual bonus payment for the period ending on the Separation Date. These
payments will be made when, and if, annual bonuses are paid for the applicable
plan and will be calculated based on the bonus goal achievement level for the
employee's business unit.

RELEASE

To receive any severance pay benefit, an eligible employee must fully complete
and execute a Release of Claims provided by Nextel at or near the time of
termination. This Release includes a release of all known and unknown claims the
employee has or may have against Nextel, as well as an agreement of
confidentiality, non-disparagement, and non-solicitation. To be fully completed,
the Release must be signed by the employee and must become irrevocable in
accordance with applicable law.

                                       4
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METHOD OF PAYMENT

Generally, payment of severance benefits will be made in a lump sum. However,
Nextel reserves the right to distribute severance benefits through periodic
payments, in accordance with Nextel's regular pay frequency.

WITHHOLDING FOR TAXES

All severance pay benefits shall be reduced by any applicable federal, state or
local tax withholdings.

TERMINATION OF SEVERANCE BENEFITS

If the former employee is receiving severance pay benefits through periodic
payments and Nextel discovers that the employee has failed to return all Nextel
property; has disclosed to or used confidential information about Nextel for the
benefit of a third party; has engaged in unfair competition with Nextel; has
defamed Nextel; or has attempted to entice other employees of Nextel to work for
a competitor; severance pay benefits will cease immediately.

If a former employee dies before all payments have been made under the Plan,
severance pay benefits will cease. No benefits will continue to a beneficiary.

EMPLOYEES WHO RETURN TO WORK

If an employee becomes eligible for benefits under the Plan, and that employee
later returns to work at Nextel before receiving all payments under the Plan,
further severance benefit payments will cease effective with the rehire date.

If Nextel rehires a former employee to whom a lump sum payment has been made,
the amount of the lump sum payment which, when converted into weeks of pay,
exceeds the period of time for which the employee was not employed by Nextel,
must be repaid. Although a lump sum repayment is preferred, other repayment
arrangements, including voluntary payroll deduction against future earnings, may
be initiated with the mutual written consent of the employee and Nextel in
accordance with any applicable laws.

BENEFITS IMPLICATIONS

In the event an eligible employee receiving severance benefits under the Plan
also is entitled to receive benefits under any retirement plan offered by
Nextel, such eligible employee shall also receive all benefits due under such
plans pursuant to the terms of such plans. The receipt of severance benefits
under the Plan shall have no effect on the employee's right, if any, to benefits
under any other employee pension or welfare benefit plan.

                                       5
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GENERAL

Time Limits

All time limits refer to calendar days. If the expiration of any time limits of
the Plan falls on a weekend or a holiday observed by Nextel, the time limit will
be deemed to end on the next workday.

Source of Benefits

The benefits provided under the Plan shall be unfunded and payable solely from
the general assets of Nextel.

Expenses

The expenses of operating and administering the Plan shall be borne entirely by
Nextel.

Plan Sponsor and Administrator

Nextel shall be the "Plan Sponsor" and the "Administrator" of the Plan, as such
terms are defined in the Employee Retirement Income Security Act of 1974, as
amended ("ERISA"). The Administrator shall make any and all determinations
required to be made in connection with the operation and administration of the
Plan, including (without limitation) the determination of whether an employee is
an eligible employee and the amount of any severance benefit payable hereunder.
The Administrator shall have the discretionary power to interpret the provisions
of the Plan as it may determine is necessary or appropriate for the operation
and administration of the Plan.

Named Fiduciary

Nextel is the "named fiduciary" of the Plan within the meaning of ERISA,
including the "named fiduciary" with the power to act with respect to the review
of claims for benefits under the Plan.

Allocation and Delegation of Responsibilities

Nextel may allocate any of its responsibilities for the operation and
administration of the Plan to any officer or association of Nextel. It may also
delegate any of its responsibilities under the Plan by designating, in writing,
another person to carry out such responsibilities. Any such written designation
shall become effective when executed by an officer of Nextel, and the designated
person shall then be responsible for carrying out the responsibilities described
in such writing.

No Individual Liability

                                       6
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It is the express purpose and intention of Nextel that no individual liability
whatsoever shall attach to, or be incurred by, any director, officer, employee,
representative or agent of Nextel and its affiliated and related entities,
parent and subsidiary corporations and partnerships, under, or by reason of the
operation of, the Plan.

Claims and Review Procedures

Any employee who believes that the employee has not received the proper benefit
under the Plan must file a written claim with the Administrator. The
Administrator will review the claim and notify the employee of its decision in
writing within 60 days after the claim is received.

If the Administrator denies a claim, in whole or in part, the Administrator's
notice will set forth:

         1.   The specific reason(s) for the denial;

         2.   The Plan provision(s) on which the denial is based;

         3.   A description of any material or information necessary for the
              claimant to perfect the claim, and an explanation of why such
              material or information is necessary; and

         4.   Information concerning the steps to be taken if the claimant
              wishes to submit the claim for further review.

If the claimant feels the denial of the claim is improper, the claimant, or the
claimant's duly authorized representative, must file a written request for a
full review of the claim. A request for review must be filed with the
Administrator within 90 days after the claimant receives the notice of denial
and should set forth all of the grounds upon which it is based, all facts in
support of the request and any other matters the claimant (or the claimant's
representative) deems pertinent. The Administrator will furnish the claimant
with a final written decision within 60 days after receipt of the request for
review.

Right to Amend or Discontinue

Nextel reserves the right at any time, and without prior or other approval of
any employee or former employee, and without prior notice, to change, modify,
amend, terminate, or discontinue the Plan for any or no reason.

Questions Regarding the Plan

Any employee having questions regarding the Plan or its application should
direct them to Nextel's Sr. Vice President of Human Resources.

Date:  December 21, 2001            By:  {Randall C. Harris}
                                         -------------------

                                       7
<PAGE>

                             YOUR RIGHTS UNDER ERISA

As a participant in the Plan, you are entitled to certain rights and protections
under ERISA. Under ERISA, all participants are entitled to:

1.       Examine, without charge, at the office of the Administrator of the
         Plan, the Plan document and copies of all documents filed by the Plan
         with the U.S. Department of Labor, such as detailed annual reports; and

2.       Obtain copies of all Plan documents and other Plan information upon
         written request to the Administrator. The Administrator may make a
         reasonable charge for the copies.

In addition to creating rights for Plan participants, ERISA imposes duties upon
the people who are responsible for the operation of the Plan. The people who
operate the Plan, called "fiduciaries" of the Plan, have a duty to do so
prudently and in the interest of you and the other Plan participants and their
beneficiaries.

No one, including your employer or any other person, may discriminate against
you in any way to prevent you from obtaining a benefit or exercising your rights
under ERISA. If your claim for benefits is denied, in whole or in part, you must
receive a written explanation of the reason for the denial, and you have the
right to have the Administrator review and reconsider your claim. (See "Claims
and Review Procedures" above).

Under ERISA, there are steps you can take to enforce your rights. For instance,
if you request materials from the Administrator and do not receive them within
thirty days, you may file suit in a federal court. In such a case, the court may
require the 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 Administrator's control. If you have a claim for benefits
which is denied or ignored, in whole or in part, you may file suit in state or
federal court.

If it should happen that you are discriminated against for asserting your rights
under ERISA, 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 is frivolous.

If you have questions about this statement or about your rights under ERISA, you
should contact the nearest Area Office of the U.S. Labor Management Services
Administration, U.S. Department of Labor.

                                       8
<PAGE>

                                ERISA INFORMATION

PLAN NAME

         The Nextel Severance Benefits Plan

PLAN IDENTIFICATION NUMBER

         Plan Identification No. 506

PLAN SPONSOR

         Nextel Communications, Inc.
         2001 Edmund Halley Drive
         Reston, VA  20191

ADMINISTRATOR

         Same as Plan Sponsor

EMPLOYER IDENTIFICATION NUMBER

         Tax ID No. 36-3939651

AGENT FOR SERVICE OF LEGAL PROCESS

         Service of legal process may be upon the Plan Administrator at the
         address shown above.

PLAN YEAR

         Calendar Year

TYPE OF PLAN

         Welfare Plan

                                       9<PAGE>
                                                                 EXHIBIT 10.14

[NEXTEL LOGO]

Mr. Paul N. Saleh
241 19th Street
Santa Monica, CA 90402

Dear Paul:

It is my pleasure to confirm our offer of employment to you for the position of
Executive Vice President & Chief Financial Officer reporting directly to me.
Your initial base salary will be $475,000 per year, paid over twenty-four pay
periods. The amount of your base salary will be reviewed at least annually and,
in Nextel's sole discretion, be increased by Nextel from time to time, but, in
no case, may it be reduced. In addition to your salary, you will be eligible for
a target bonus each year of 100% of your base pay. The bonus payment
attributable to calendar year 2001 will be guaranteed at a minimum of $475,000
and this will be paid not later than February 28, 2002. Future bonus payments
will be targeted at 100% of your base pay, but may be greater or less than 100%
of your base pay depending on achievement of certain specified bonus goals.

You will receive the following stock awards as part of this offer; these awards
have been approved by the Compensation Committee and will be effective your
first day of employment with Nextel:

        -       You will receive 500,000 stock options, of which 100,000 will
                vest on your first day of employment and the remaining 400,000
                will vest monthly on a pro rata basis during the first 48 months
                of your employment. The strike price for these options will also
                be based on the closing price of Nextel's stock on your first
                day of employment.

        -       You will receive 50,000 deferred shares of Nextel stock on your
                initial day of employment, which will vest annually over a three
                year period (i.e., 1/3 each year on your hire anniversary date
                during your first three years of employment).

Nextel will cause such option shares and deferred shares to be awarded under its
Amended and Restated Incentive Equity Plan (the "Incentive Equity Plan") and to
be among the shares covered by the Form S-8 Registration Statement, as amended,
previously filed and currently in effect covering awards made under such plan,
and in the event any termination or lapse of effectiveness of such Form S-8
Registration Statement should result in such option shares or deferred shares

<PAGE>

[NEXTEL LOGO]

Mr. Paul N. Saleh
July 19, 2001
Page Two

becoming "restricted" securities for purposes of federal or state securities
laws or regulations then Nextel will use its best efforts to issue the option
shares and deferred shares pursuant to an effective registration statement on
Form S-8 (or such other appropriate forms as Nextel determines) and to qualify
such shares under any applicable state securities laws or regulations, such
that, upon issuance and distribution of such shares to you, such shares will
have only those restrictions as would have been in effect had they been covered
by an affective Registration Statement on Form S-8.

Please note that Nextel's Incentive Equity Plan addresses possible acceleration
of vesting of both your deferred shares and stock options following a Change of
Control as defined therein.

You may be terminated for "Cause." For purposes hereof, the term "Cause" means
either (1) your failure to substantially perform your duties and functions as
contemplated hereunder, if such failure constitutes gross neglect or willful
malfeasance, without taking reasonable steps to cease or remedy such failure
within thirty (30) days after your receipt of written notice from Nextel
specifically identifying the nature of and circumstances relevant to any such
claimed failure; (2) you committing fraud against Nextel or embezzlement or
engaging in conduct that results in you being convicted of a felony or being
found, in a final adjudication of the matter, to have violated Rule 10b-5
promulgated under the Securities Exchange Act of 1934 or the anti-harassment
provisions of Title VII of the Civil Rights Act of 1964, the Age Discrimination
Act of the Americans with Disabilities Act; (3) you acting in an intentional
manner which is reasonably likely to be materially detrimental or damaging to
Nextel's reputation, business, operations or relations with its employees,
suppliers or customers; (4) your habitual abuse of alcohol or prescription drugs
or abuse of controlled substances; or (5) you committing any other material
breach of this Letter Agreement without taking reasonable steps to cease or
remedy such breach within thirty (30) days after your receipt of written notice
from Nextel specifically identifying the nature of and circumstances relevant to
any such claimed material breach by you. In the event you are terminated for
Cause, Nextel will pay any accrued but unpaid salary to which you are entitled
through the termination date. You will also be entitled to exercise your rights
with respect to any vested deferred shares or stock options.

You may terminate your employment in the event of "Good Reason." For all
purposes hereof, Good Reason means either (i) any significant and adverse change
in your duties, responsibilities and authority or if you no longer report to the
President, Chairman or the CEO; (ii) a relocation of more than 30 miles from
your principal work location in Reston, VA; (iii) a reduction in base salary or
bonus potential not agreed to by you, or any other significant adverse financial
consequences associated with your employment; or (iv) a breach by Nextel of its
obligations under any agreement with you that remains uncured after 20 business
days following Nextel's receipt of a written notice from you specifying the
particulars in reasonable detail.

<PAGE>

[NEXTEL LOGO]

Mr. Paul N. Saleh
July 19, 2001
Page Three

In the event that Nextel terminates you for reasons other than for Cause (during
the first three years of your employment with Nextel) or you terminate your
employment for Good Reason (during the first three years of your employment with
Nextel), Nextel will continue to pay your then-current base salary, bonus and
benefit contributions to you from the date of such termination for a period of
two years (the "Salary Continuation period"). In the event Nextel terminates you
for reasons other than for Cause (after three years of employment with Nextel)
or your terminate for Good Reason, you shall be eligible for benefits specified
under Nextel's then-current Severance Benefits Policy (currently found in
Section G of Nextel's Policies and Procedures Manual). Or you will be eligible
to receive retention payments and/or severance payments provided for under
Nextel's Change of Control Retention Bonus and Severance Plan (dated July 14,
1999) if the requirements of that Plan are met.

In the event of your death, your employment will automatically terminate on the
date of death. Nextel will pay your beneficiaries any accrued but unpaid salary
and bonus and any amount due for accrued but unused vacation time as of the date
of death. In addition, your beneficiaries will be entitled to exercise their
rights with respect to your vested deferred shares and stock options.

In the event of your permanent disability while a Nextel employee, you will be
eligible for disability benefits and any accelerated vesting of deferred shares
and stock options set forth in the Plan.

Regarding your relocation to the Northern Virginia area, we will provide you
full relocation assistance, as summarized below:

        -       You will be provided full reimbursement for costs of the sale of
                your current home (i.e. normal closing costs, real estate fees,
                etc.).

        -       You will be provided full reimbursement for the costs of the
                purchase of a new residence in Virginia (i.e. normal closing
                costs, loan origination fee if required up to 2%).

        -       You will be provided full reimbursement for the packing/shipping
                of your household goods.

        -       You will be provided for your transportation expenses between
                Virginia and California while you are in the process of
                relocating.

        -       You will be reimbursed for temporary housing for a period not to
                exceed 60 days.

<PAGE>

[NEXTEL LOGO]

Mr. Paul N. Saleh
July 19, 2001
Page Four

Payments by Nextel for the relocation expenses described above will be grossed
up to cover any personal income tax on these amounts.

You will be eligible to participate in any home buyout plan adopted by Nextel to
purchase your current home. Under such plan, the buyout provision will include
an offer to purchase based on the average of two appraisals if such appraisals
are within five percent of each other. If such appraisals are not within five
percent of each other, a third appraisal will be obtained and the average of the
three appraisals will be the buyout offer. We will provide additional details
regarding this benefit within 21 days of this letter. In the interim, Interstate
Relocations Services, Inc., can provide immediate support in marketing the
property and further explaining the buyout program.

In addition, within the first 5 days of your employment with Nextel, you will be
provided an unsecured, interest free loan in the amount of $200,000 provided you
enter into a Loan Agreement specifying the terms of the loan consistent with the
terms set forth herein. This loan's principal will be forgiven on a pro rata
quarterly basis over a three -year period. In the event you terminate your
employment with Nextel at any time prior to the third anniversary, the remaining
balance of this loan, which has not been earned on a quarterly basis prior to
your termination, will be due in full within 90 days of your termination.

Our benefits program is a comprehensive package, including health (medical,
dental and vision), short and long term income maintenance protection
(disability) and capital accumulation plans. Information concerning these
programs is enclosed. You shall be entitled to participate at the earliest
possible date in all benefit plans with the company generally available to
senior officers of the company and for which you would qualify under their
terms, including without limitation any 401(k), retirement or pension plans,
profit sharing plans, stock option OR other equity compensation plans, group
medical health, dental, long term disability and group life insurance plans, and
any other welfare and fringe benefit plans, arrangements, programs and
perquisites sponsored or maintained by the company from time to time, and
nothing in this agreement shall be considered in any way to affect your rights
and benefits thereunder except as provided herein. Additionally, a summary of
the Board approved resolutions, which provide certain protections to Nextel
executives in the event of a change of control, is also included for your
review. Such resolutions will apply to your employment except as otherwise
provided by this agreement or subsequently amended by Nextel's shareholders, its
Board of the Board's Compensation Committee.

Initially, you will be entitled to four weeks vacation per year. Your four week
vacation period for your first year of employment will be deemed to be vested at
this date.

<PAGE>

[NEXTEL LOGO]

Mr. Paul N. Saleh
July 19,2001
Page Five

During your employment with Nextel and during any period during which you are
receiving any severance payments described herein (including during the Salary
Continuation Period), you agree not to enter into or participate in any business
competitive to the business carried on by Nextel by directly or indirectly
engaging in or working for any business in the United States authorized by the
Federal Communications Commission ("FCC") to provide terrestrial "commercial
mobile radio service" as that term is defined by the FCC (47 C.F.R. Section
20.3). The above notwithstanding, the ownership, for investment purposes of up
to five percent (5%) of the total outstanding equity securities of a publicly
traded company, shall not be considered a violation of this paragraph provided
you have no participation in the management of such company. The provisions of
this paragraph shall survive the expiration and/or termination of this
Agreement.

While an employee of Nextel and for a period of two years thereafter, you agree
not to use for your own advantage or disclose any propriety or confidential
information ("Confidential Information") relating to the business operations or
properties of Nextel, any affiliate of Nextel or any of their respective
customers, suppliers, landlords, licensors or licensees. You specifically
acknowledge that Confidential Information includes any and all information,
whether reduced to writing (or in a form from which information can be obtained,
translated, or derived into reasonably usable form), or maintained in your mind
or memory and whether compiled or created by Nextel, which derives independent
economic value from not being readily known to or ascertainable by proper means
by others who can obtain economic value from the disclosure or use of such
information, that reasonable efforts have been put forth by Nextel to maintain
the secrecy of Confidential Information, that such Confidential Information is
and will remain the sole property of Nextel. Upon the termination of your
employment with Nextel, you will surrender and deliver to Nextel all proprietary
or confidential information of every kind which has been reduced to writing (or
is in a form from which information can be obtained, translated, or derived into
reasonably usable form) relating to or connected with Nextel and its affiliates
and their respective businesses, customers, suppliers, landlord, licensors and
licensees. The foregoing confidential information provisions shall not apply to
information which: (i) is or becomes publicly known through no wrongful act of
you; (ii) is rightfully received from any third party without restriction and
without breach by you of this Agreement; or (iii) is independently developed by
you before or after your employment hereunder or is independently developed by a
competitor of Nextel at any time. The provisions of this paragraph shall survive
the expiration and/or termination of this Agreement. Your obligations under this
Paragraph are in addition to, and not in limitation or preemption of, all other
obligations of confidentiality which you may have to Nextel under general legal
or equitable principles or statutes.

With the exception of any dispute regarding the application of the
non-competition or confidentiality provisions above, any disputes under this
Agreement will be subject to binding arbitration before a single arbitrator in
Fairfax County, Virginia under the employment dispute

<PAGE>

[NEXTEL LOGO]

Mr. Paul N. Saleh
July 19,2001
Page Six

resolution rules of the American Arbitration Association. In the event of a
breach of your obligations under the non-competition or confidentiality
provisions above, Nextel shall be entitled to seek and obtain interim restraints
and permanent injunctive relief without proving the inadequacy of damages as a
remedy, restraining you and any business, firm, partnership, individual,
corporation or entity participating in such breach or attempted breach. This
Agreement contains the entire agreement between the parties with respect to the
subject matter hereof. Subject to applicable law and upon the consent of the
Compensation Committee, this Agreement may be amended, modified and supplemented
by written agreement of Nextel and you signed by both parties with respect to
any of the terms contained herein.

Any failure of either party to comply with any obligation, covenant, agreement
or condition on its part contained herein may be expressly waived in writing
signed by the other party, but such waiver or failure to insist upon strict
compliance shall not operate as a waiver of, or estoppel with respect to, any
subsequent or other failure. Whenever this Agreement requires or permits consent
by or on behalf of any party, such consent shall be given in writing.

In the event that any provision of this Agreement is held to be invalid, void or
unenforceable, the remaining provisions shall continue in full force and effect
without being impaired or invalidated in any way and such provision shall be
deemed to be modified or restricted to the maximum extent permitted by
applicable law.

This Agreement shall be governed, construed, and enforced under and pursuant to
the laws of the Commonwealth of Virginia.

This offer is contingent upon your completion of the enclosed employment
application and successful completion of a drug screen and full background
investigation which are mandatory for all new employees. Please provide the
requested information on the enclosed forms and return to Randy Harris at your
earliest convenience, and at least one week prior to your initial day of
employment with Nextel.

Paul, on behalf of the Board and leadership team at Nextel, we are all very
excited about your joining our company. We believe we have one of the most
dynamic companies in the wireless industry and we are looking forward to having
you as a key member of our team and contributing to (and sharing in) our
continued success. Should you have any questions about anything contained
herein, please don't hesitate to call me.

<PAGE>

[NEXTEL LOGO]

Mr. Paul N. Saleh
July 19,2001
Page Seven

Please sign below and return the enclosed copy of this Agreement to confirm
acceptance of this offer. I look forward to receiving your positive response and
joining our team and leading Nextel as we go forward. I am confident this will
be a "win-win" opportunity, both for you and for our company. Lastly, we will
work together to establish an appropriate start date, but as we discussed, this
should be as soon as possible.

Sincerely,

/s/Tim Donahue

Tim Donahue
President and Chief Executive Officer      I accept the offer and agree to the
                                           terms of this Agreement:

                                           Signature: /s/ Paul Saleh
                                                     ---------------------------

                                           Date:    08/03/01
                                                --------------------------------

                                           Anticipated Start Date: 09/04/01
                                                                  --------------

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