Document:

Exhibit

THIS EMPLOYMENT AGREEMENT is made this 19 day of June 2015  

		
	(1)
	COCA-COLA ENTERPRISES LIMITED (registered in England No. 27173) (the “Company”), whose registered office is at Enterprises House, Uxbridge, Middlesex 

and 

		
	(2)
	Ronald J.  Lewis  ("You") 

WHEREBY IT IS AGREED as follows:

		
	1.
	Term of Appointment 

		
	(A)
	Your employment under this Agreement shall start on June 23, 2015.

		
	(B)
	You shall serve as Senior Vice President, Supply Chain of Coca-Cola Enterprises, Inc., or in such other capacity of a like status as the Board or the Company may reasonably require. 

		
	2.
	Powers and Duties 

		
	(A)
	You shall exercise such powers and perform such duties consistent with your status in relation to the business of the Company or any Associated Company as may from time to time be assigned to you by the  Chief Executive Officer. You shall comply with all directions from the Chief Executive Officer and whatever codes, policies, procedures and rules that the Company may introduce which may apply to your employment. You shall report to the Chief Executive Officer (or whichever person he or she nominates), who may change your reporting line at any time or insert additional tiers of management above you. 

		
	(B)
	You must: 

		
	(i)
	promote and protect the interests and reputation of the Company and its Associated Companies; 

		
	(ii)
	perform your duties in a professional and co-operative manner; 

		
	(iii)
	promptly disclose to the Board any information which comes into your possession which may materially adversely affect the Company or its Associated Companies, including any information about another employee’s plans to resign and/or compete with the Company or its Associated Companies; 

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	(iv)
	promptly disclose to the Board any material breach by the Company or its Associated Companies of any legal obligation, any material financial mismanagement or any other malpractice within such entities that comes to your attention; 

		
	(v)
	keep the Chief Executive Officer fully informed of your business-related activities and give whatever information and explanations that are requested of you; 

		
	(vi)
	conduct your personal and working life in a way that does not damage or risk damaging your own or the Company’s or its Associated Companies reputations; and 

		
	(vii)
	comply with all Company policies and procedures including, without limitation, the Company’s Code of Business Conduct. 

		
	(C)
	Your normal place of work shall be the Company’s offices in Uxbridge, UK, although you will be required to travel to the United States and other countries around the world in order to fulfill your responsibilities. Further, the Company reserves the right to change this location to any other location within the United Kingdom or worldwide. 

		
	3.
	Salary 

		
	(A)
	You shall be paid an annual salary of £321,000, which is currently paid at every four weeks.  This annual salary is inclusive of any fees due you from the Company or any Associated Company for your service as an officer or director of such entity.

		
	(B)
	The Compensation Committee shall review, but shall not be obliged to increase, the salary payable under this Agreement each year.

		
	(C)
	The Company reserves the right to deduct from your salary or any other sums due to you any payments due from you to the Company. 

		
	4.
	Pensions 

		
	(A)
	You are entitled to be a member of the Pension Plan, subject to the rules of the Pension Plan. Changes in the rules of the Pension Plan will be notified to you in writing. Your contributions to the Pension Plan will be deducted from your salary. 

		
	(B)
	A contracting out certificate is in force in respect of your employment under this Agreement.

 

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	5.
	Car 

The Company shall provide for you (subject to you being qualified to drive) a car or alternatively a cash allowance in accordance with its Car Policy in place at the time. You shall abide by the terms of this policy, take good care of the car, procure that the provisions of any policy of insurance are observed and return the car, clean and in good repair to the Company's registered office immediately upon the termination of your employment. 

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	6.
	Sickness 

Subject to compliance with the Company’s Attendance Management Policy and the Sick Leave guidance as published on the Company’s intranet site, you will be eligible to receive sick pay in line with Company policy in operation at that time inclusive of any Statutory Sick Pay payable to you. 

		
	7.
	Other Benefits 

The following benefits currently apply to you. The Company, however, reserves the right to withdraw, alter or replace any of these benefits. In such circumstances, there shall be no obligation on the Company to replace any benefit with an equivalent or indeed any other benefit. 

		
	(A)
	Management Incentive Plan 

You shall be eligible to participate in the Coca-Cola Enterprises, Inc. Executive Management Incentive Plan, subject to the rules of such Plan and the determinations made by the Compensation Committee. 

		
	(B)
	Long-Term Incentive Plan 

You shall be eligible to participate in the Coca-Cola Enterprises, Inc. Long-Term Incentive Program, under which all award grants are made at the sole discretion of the Compensation Committee. 

		
	(C)
	Share Plan 

You shall be eligible, at the Company’s discretion, to participate in the CCE UK Share Plan, subject to the rules of such Plan. 

		
	(D)
	Healthcare and Health Assessments

The Company will cover you and your family (spouse and dependent children) under a private medical insurance scheme, subject to the rules and terms and conditions of such scheme.  You are also entitled to regular medicals in accordance with the provisions published on the Company’s intranet site.   The Company may discontinue, replace or change the current medical scheme(s) (and any replacement schemes) at any time.

		
	(E)
	Life Assurance  and Accident Insurance 

If you are, or choose to become, a contributing member of the CCE Pension Plan, the Company will provide you with death in service cover equal to four times basic salary subject to the rules and terms and conditions of such cover. 

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The Company will also provide you with 24 hour worldwide accident cover in accordance with Company policy in operation at that time, subject to the rules and terms and conditions of such cover. 

		
	(F)
	Options Benefit 

You will be entitled to benefit from the Company’s Options Flexible Benefit Scheme, subject to the rules of such Scheme. 

		
	(G)
	Relocation and Localization Support 

You are eligible to participate in the Coca-Cola Enterprises, Inc. International Relocation Program and the Home Sale Assistance Program. You will also be eligible for an annual housing allowance (payable in equal installments each pay period), which for the first three year-period of your residency in Great Britain will be £193,500 and thereafter will be adjusted to 80% of the then current market rate of an annual housing allowance. 

For the first three-year period of your residency in Great Britain, you will also be eligible to receive a schooling allowance equal to £25,000 per child per school year, payable in equal installment each pay period. This allowance will commence upon your move to Great Britain and the children’s enrollment in school, and it will continue only through a child’s enrollment in primary or secondary school or an equivalent education.

Although the housing and schooling allowances are established for an initial three-year period, if there are significant changes in the cost of living, the HRCC could choose to make an adjustment during that initial period if it determined it appropriate. After the initial period, the amounts of these allowances are subject to the HRCC’s review and approval, and are subject to change as the Committee deems appropriate. Additionally, these allowances may be adjusted if your duties or a subsequent change in position requires you to relocate to another country. 
For an initial four-year period after relocating to Great Britain, you will be eligible to participate in the Coca-Cola Enterprises, Inc. Tax Equalization Program and will receive tax preparation support.  Also for this initial four-year period, each member of your family will also be eligible for one annual trip to the United States.

If you are involuntarily terminated, except for Cause (as that term is defined in the Coca-Cola Enterprises, Inc. Executive Severance Plan for executives in the U.S.),  the Company would cover certain costs of your family’s repatriation to the U.S., including costs associated with selling your home or breaking your lease and the costs of moving  your household goods to a location of your choice.
		
	(H)
	Expenses 

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The Company shall reimburse to you out-of-pocket expenses which you may from time to time incur in the proper performance of your duties under this Agreement subject to the rules of its Travel and Expenses Policy as may from time to time be in force. 

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	8.
	Holidays 

		
	(A)
	Your annual holiday entitlement is 27 days plus 8 public holidays. The holiday year runs from 1 January to the following 31 December and, except as otherwise provided under the Company’s policy or applicable law, holiday must be taken during that period and at times agreed with your superior. 

		
	(B)
	On leaving the Company you will be paid salary equivalent to unused accrued holiday entitlement or required to repay any holiday in excess of your accrued entitlement in either case, at the daily rate of 1/260 of your basic annual salary. 

		
	9.
	Directors’ & Officers’ Liability Insurance

Directors’ and officers’ liability insurance will be maintained for you in respect of those liability that you may incur as an officer of Coca-Cola Enterprises, Inc. and any Associated Company. The risks covered and the time limitations shall be subject to the terms of the applicable policy, as amended from time to time.  A copy of the policy is available from the Corporate Secretary of Coca-Cola Enterprises, Inc.

		
	10.
	Intellectual Property 

		
	(A)
	 It shall be part of your normal duties at all times: 

		
	(i)
	to consider in what manner and by what new methods or devices the products, services, processes, equipment or systems of the Company, or any Associated Company, with which you are concerned or for which you are responsible might be improved; 

		
	(ii)
	promptly to give to the Secretary of the Company full details of any invention or improvement which you may from time to time make or discover in the course of your duties: and 

		
	(iii)
	to further the interests of the Company's undertaking. Subject to the Patents Act 1977, the Company shall be entitled free of charge to the sole ownership of any such invention or improvement and to its exclusive use. 

		
	(B)
	You shall immediately, both during your employment and afterwards at the request and cost of the Company apply for and execute and do all such documents, acts and things as may in the opinion of the Company be necessary or conducive to obtain letters patent or other protection for any such invention or improvement in any part of the 

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world and to vest such letters patent or other protection in the Company or its nominees. 

		
	(C)
	You acknowledge and agree that any work created or developed by you (whether alone or jointly) during your employment by the Company will belong to the Company if it is capable of exploitation by the Company in the normal course of its business, or is so created or developed during the course of or in connection with your employment by the Company. 

		
	(D)
	To the extent that they do not vest automatically, you assign to the Company all copyright, design rights and other intellectual property rights in any such work and undertake to do anything reasonably required to ensure that such rights belong to or are assigned to the Company and to assist the Company in protecting or maintaining them. 

		
	(E)
	You hereby irrevocably authorize the Company for the purposes of the intellectual property provisions of this Agreement to make use of your name and to sign and to execute any documents or do anything on your behalf (or where permissible to obtain the patent or other protection in its own name or in that of its nominees). 

		
	(F)
	You shall not knowingly do anything to imperil the validity of any patent or protection or any application of the patent but shall at the cost of the Company render all possible assistance to the Company, or any Associated Company, both in obtaining and in maintaining such patent or other protection. 

		
	(G)
	You shall not either during your employment or afterwards exploit or assist others to exploit any invention or improvement which you may from time to time make or discover in the course of your duties or (unless the same shall have become public knowledge) make public or disclose any such invention or improvement or give any information in respect of it except to the Company or as it may direct. 

		
	11.
	Confidential Information 

Except for information which is in the public domain (except as a result of your breach of confidence) or which you are required to disclose by law or regulation, you shall not, either during your employment or afterwards, use to the detriment or prejudice of the Company or any Associated Company or, except in the proper course of your duties during this Agreement, divulge to any person any trade secret or any other Confidential Information which may have come to your knowledge during your employment. 

		
	12.
	Post-Termination Restrictions 

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	(A)
	In order to protect the Company’s and Associated Companies’ confidential information, trade secrets, goodwill customer base, potential customer base, other business connections and stable workforce, you agree to be bound by the restrictions set out below. You will not Directly or Indirectly without the Company’s written consent: 

		
	(i)
	for the period of 12 months following the Termination Date be engaged in or concerned in any executive, technical or advisory capacity in any business concern which is in competition with the business of the Company or any Relevant Associated Company. This restriction shall not restrain you from being engaged or concerned in any business concern in so far as your duties or work shall relate solely: 

		
	(a)
	to geographical areas where the business concern is not in competition with the Company or any Relevant Associated Company; or

		
	(b)
	to services or activities of a kind with which you were not concerned to a material extent during employment with the Company. 

(ii)  for the period of 12 months immediately following the Termination Date:
(a)  entice away or try to entice away from the Company or any Associated Company any Key Person; or 
(b)  employ or enter into partnership or association with or retain the services (or offer so to do) of any Key Person.
		
	(B)
	The parties to this Agreement agree that each of the clauses of this Agreement is separate and severable and enforceable accordingly and if any of the clauses shall be adjudged to be void or ineffective for whatever reason but would be adjudged to be valid and effective if part of the wording therefore was deleted, they shall apply such modifications as may be necessary to make them valid and effective. 

		
	(C)
	Any period of restriction set out above will be reduced by one day for every day during the notice period which the Company required you both to remain away from its premises and not to carry out your normal duties. 

		
	13.
	Restrictions During Employment 

During your employment you shall not (unless otherwise agreed in writing by the Company) undertake any other business or profession or be or become an employee or agent of any other company, firm or person or assist or have any financial interest in any other financial interest in any other business or profession. You may, however, hold or acquire by way of bona fide investment only up to 3% of the issued shares of any company listed on any 

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recognized investment exchange for the purpose of investment only, where recognized investment exchange has the meaning given in section 285 of the Financial Services and Markets Act 2000. You may invest in shares or other securities which are not listed or dealt in on any recognized stock exchange with the prior agreement of the Company.

		
	14.
	Disciplinary and Grievances 

		
	(A)
	If you have a grievance relating to your employment, you should raise it directly with the Chief Executive Officer.

		
	(B)
	The Company or the Board may suspend you for however long it considers appropriate in order to investigate any aspect of your performance or conduct or to follow disciplinary proceedings. The Company or the Board may attach conditions to any such suspension, and you must comply with any such conditions and co-operate fully with any investigation. During any period of suspension, you would normally receive the same pay and benefits as if you were at work. 

 

		
	15.
	Garden Leave 

		
	(A)
	The Company and the Board reserve the right at any time during any period of notice to require you to remain away from the Company’s or Associated Companies’ premises; to work from home; to carry out special projects outside the normal scope of your duties; not to carry out some of your normal duties; and/or not to carry out any of your normal duties; and the Board may appoint another person to carry out any of your duties at such times.

		
	(B)
	If the Company or Board exercises this right, you will receive your basic salary and all benefits to which you are entitled (unless such benefits expressly prohibit such continuation), and you must:

		
	(i)
	continue to comply with your implied duties, including those of good faith and fidelity; and 

		
	(ii)
	continue to comply with the express duties set out in this Agreement, except those from which you are explicitly released by the Company. 

		
	16.
	Return of Property 

		
	(A)
	You shall promptly, whenever requested by the Company and in any event upon the termination of your employment, deliver to the Company all items of property that you 

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have in your possession in connection with your employment (including any car, keys, security pass, mobile phone, computer, disks, tapes, and credit cards), lists of customers, correspondence and all other documents, papers and records which may have been prepared by you or have come into your possession or control in the course of your employment, and you shall not be entitled to retain any copies of such property. 

		
	(B)
	You must delete any documents relating to the Company’s business on any personal computer in your control or possession after having forwarded copies to the Company. You must permit the Company both during and after the termination of your employment access to any computer which you have used in relation to the Company’s business. You must inform the Company of any computer passwords reasonably required by the Company. 

		
	17.
	Termination of Employment 

		
	(A)
	Either party may terminate your employment by giving the other party not less than six months’ notice in writing.

		
	(B)
	Instead of requiring you to work your notice period (or any remaining part of it), the Company may (at its discretion) choose to terminate your employment immediately and pay you a sum equivalent to your basic salary only (less appropriate income tax and National Insurance deductions) in lieu of your notice period (or any remaining part of it). The Company will make any such payment as one lump-sum as soon as practicable following your Termination Date.

		
	(C)
	The Company shall be entitled by notice in writing to you to terminate your employment under this Agreement with immediate effect (without a payment in lieu of notice) in appropriate circumstances, including but not limited to if: 

(i)  you materially damage or risk materially damaging your or the Company’s or any Associated Company’s reputation; 

(ii) you are guilty of serious misconduct or shall have committed any serious breach or repeated or continued breach (following warning in writing and having refused or failed to remedy accordingly within a reasonable time) or any other serious breach of your obligations under this Agreement. 

		
	(D)
	Any delay by the Company in exercising any right of termination shall not constitute a waiver of it. 

		
	18.
	Termination Payment

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In the event that the Company terminates your employment other than pursuant to clause 17(C) above, you shall be entitled to a termination payment equivalent to the sum of your annual basic salary at the Termination Date and your then on-target annual bonus, provided that you release (in writing) the Company and its Associated Companies from any legal claims related to your employment and/or your termination.  Notwithstanding the foregoing, in the event the Company terminates your employment (other than pursuant to clause 17(c) above), or you voluntarily terminate your employment for Good Reason within 24 months of a Change in Control of 
Coca-Cola Enterprises, Inc., you shall be entitled to a termination payment equivalent to the sum of 1.5 times your annual basic salary at the Termination Date and 1.5 times your then on-target bonus, provided you release (in writing) the Company and its Associated Companies from any legal claims related to your employment and/or your termination.  Any such termination payment shall be inclusive of any payment in lieu of notice or any payment in respect of any period of garden leave, or, in the event of your redundancy, under the Company’s redundancy policy, and such payment shall be made within 45 days of the later of your Termination Date or the date on which the release is fully executed by all parties.

For purposes of this clause 18:
“Change in Control” shall have the same meaning as set forth in the Coca-Cola Enterprises, Inc. Incentive Award Plan, as it may be amended from time to time.
“Good Reason” means your (i) material 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 your primary workplace, unless you voluntarily consent to the applicable change in clause (i), (ii), or (iii).  You must give written notice to the Company within 60 days of the date on which you are notified of such circumstances, and the Company will have 30 days to remedy the matter.

		
	19.
	Repayment of Incentive Compensation

Employee agrees that he is subject to the Coca-Cola Enterprises, Inc. Policy on Forfeiture and Repayment of Incentive and Other Compensation, as adopted by the Human Resources and Compensation Committee of the Board of Coca-Cola Enterprises on December 16, 2014.    

		
	20.
	Other Agreements 

		
	(A)
	This Agreement replaces all previous terms and conditions governing your employment with the Company or any Associated Company.

		
	(B)
	You acknowledge that there are no agreements or arrangements whether written, oral or implied between the Company or any Associated Company and you relating to your employment, and that you have not entered into this Agreement in reliance on any representation not expressly referred to in this Agreement. 

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	(C)
	There are no collective agreements which affect your terms and conditions. 

		
	21.
	Governing Law 

This Agreement shall be governed by and construed under the laws of England and Wales and of the Courts of England and Wales are to have non-exclusive jurisdiction to settle any disputes which may arise out of or in connection with this Agreement. 

		
	22.
	Definitions 

	
							
	            In this Agreement: 

“Associated Company” 
	

means Coca-Cola Enterprises, Inc. and any of its subsidiaries, as well as any other company that is a subsidiary or holding company of the Company or a subsidiary (other than the Company) of a holding company of the Company. In this definition "subsidiary" and "holding company" have the same meanings as in Section 1159 of the Companies Act 2006, as originally enacted. 
 
	 
	 
	 

	“Board”

“Chief Executive Officer” 
	means the board of directors of Coca-Cola Enterprises, Inc.

means the Chief Executive Officer of Coca-Cola Enterprises, Inc. 

	 
	 
	 

	“Compensation Committee”
	means the Human Resources and Compensation Committee of the Board of Directors of Coca-Cola Enterprises, Inc.

	 
	 
	 

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	“Confidential Information”
	means any confidential information, including but not limited to: 

a.    lists of the Company’s actual or potential customers; 

b.    details of relationships or arrangements with or knowledge of the requirements of the Company’s actual or potential customers; 

c.    details of the Company’s business methods, finances, prices or pricing strategy, marketing or development plans or strategies; 

d.    personal information about any of the Company’s directors or employees; 

e.    information divulged to the Company by a third party in confidence; and 

f.    any information relating to the Company or any of its customers or suppliers which the Company or customer or supplier in question reasonably considers to be confidential. 

	 
	 
	 

	Confidential Information does not include information which is generally known or easily accessible by the public, unless it is generally known or easily accessible by the public because of a breach of your obligations.

	

“Customer” 
	

means any Person who at any time during the period of 12 months immediately before the Termination Date was a customer of the Company or any Associated Company: 

a.   with whom you had material dealings or for whom you had responsibility on behalf of the Company or any Associated Company at any time during that period; or 

b.   in respect of whom you obtained or otherwise received Confidential Information.

	“Directly or Indirectly”
	means directly or indirectly on either your own account or in conjunction with or on behalf of any other Person. 

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	“Key Person”
	means any individual: 

a.    who at the Termination Date and at any time during the period of 6 months immediately before the Termination Date was engaged or employed as an employee, director or consultant of the Company or any Associated Company; 

b.    with whom you worked to a material extent or for whom you had managerial responsibility at any time during that period; and 

c.    who was employed or engaged in a senior, financial, research, technical, managerial, sales, professional or equivalent capacity.

	“Pension Plan”
	means the CCE Personal Pension Plan.
	 
	 

	

 “Person” 
	

means individual, firm, company, association, corporation or other organization, however constituted. 

	 
	 

	“Relevant Associated Company”
	means an Associated Company with which you have dealt or for which you have had responsibility during your employment by the Company. 

	 
	 

	“Termination Date”
	Means, for purposes of this Agreement, the date of termination of your employment with the Company. 

	 

	

	 

Signed on behalf of Coca-Cola Enterprises, Ltd.   

By     /s/ Frank Govaerts                                              22 June 2015
     Frank Govaerts, VP, General Counsel, Europe    DATE 

Signed by /s/  Ronald J. Lewis                                    19 June 2015                             
      Ronald J. Lewis                    DATE

15Exhibit

Coca-Cola Enterprises, Inc.

EXECUTIVE SEVERANCE PLAN

Adopted Effective July 1, 2013

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 applicable to eligible officers and management employees who are Eligible Employees and whose employment is terminated on or after June 30, 2013.

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.

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

“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 or her 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. For purposes of this definition of Cause, no act or failure to act by the Eligible Employee shall be considered “willful” unless it occurs without the Eligible Employee’s good faith belief that such act or failure to act was in, or not contrary to, the best interests of the Company. 
 “Change in Control” means the occurrence of any of the following circumstances:

		
	(i)
	Any Person is or becomes the Beneficial Owner, directly or indirectly, of securities of the Company representing more than 30% of the combined total voting power of the Company’s then-outstanding securities, excluding any acquisition by the Company or by an employee benefit plan (or related trust) sponsored or maintained by the Company or a Subsidiary.  For purposes of this definition of Change in Control, “Person” has the meaning provided in Sections 13(d) and 14(d) of the Exchange Act; “Beneficial Owner” has the meaning provided in Rule 13d-3 of the Exchange Act; and “Subsidiary” means any corporation or other business organization in which the Company owns, directly or indirectly, 20% or more of the voting stock or capital or profits interest. 

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	(ii)
	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 (the “Incumbent Board”) cease for any reason to constitute at least a majority of the Board; provided, however, that any new director 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 on the Incumbent Board then still in office shall be considered as though such director were a member of the Incumbent Board; provided, further, that 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) shall not be considered to be a director on the Incumbent Board.

		
	 (iii)
	The consummation of a merger, consolidation, or share exchange with any other Person, or a sale or other disposition by the Company of all or substantially all the assets of the Company (or any transaction having a similar effect) (a “Corporation Transaction”), other than (a) a Corporation Transaction 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 (I) the surviving entity or (II) another entity that owns, directly or indirectly, the entire voting interest in the surviving entity) more than 50% of the voting power of the voting securities of the Company or the corporation resulting from such Corporation Transaction (including, without limitation, a corporation which as a result of such Corporate Transaction owns the Company or all or substantially all of the Company’s assets either directly or through one or more subsidiaries) outstanding immediately after such event, or (b) a Corporate Transaction in which no Person acquires more than 30% of the combined voting power of the Company’s then-outstanding securities or the outstanding securities of the corporation resulting from such Corporation Transaction.

		
	(iv)
	The approval by the shareowners of the Company of a plan of complete liquidation of the Company.

		
	(v)
	Notwithstanding the foregoing provisions within this definition, a transaction or restructuring will not constitute a Change in Control (i) if effected for the purpose of changing the place of incorporation or form of organization of the ultimate parent entity (including where the Company is succeeded by an issuer incorporated under the laws of another state, country or foreign government for such purpose and whether or not the Company remains in existence following such transaction) and (ii) where all or substantially all of the person(s) or group who are the beneficial owners of the outstanding voting securities of the Company immediately prior to such transaction will beneficially own, directly or indirectly, all or substantially all of the combined voting power of the outstanding voting securities entitled to vote generally in the election of directors of the ultimate parent entity resulting from such transaction in substantially the same proportions as their ownership, immediately prior to such transaction, of such outstanding securities of the Company.  The Committee shall have full and final authority, which shall be exercised in its discretion, to determine conclusively whether a Change in Control of the Company has occurred pursuant to the above definition, and the date of the occurrence of such Change in Control and any incidental matters relating thereto. 

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

“Company” means Coca-Cola Enterprises, Inc.

“Eligible Employee” means officers and management employees of the Company or a Participating Affiliate whose positions are in the Senior Leadership and Executive levels of the Company’s global grading structure or in the case of a Participating Affiliate, are in comparable management positions.

Notwithstanding the foregoing, the following officers and employees are excluded from eligibility:

		
	(i)
	      Any employee whose employment, at the time of his or her termination, is subject to an employment agreement that provides for severance benefits, regardless of whether those 

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benefits are comparable to the benefits provided under the Plan or are provided under circumstances similar to those described in the Plan; and 

		
	(ii)
	      Any Senior Officer of the Company, unless the HR and Compensation Committee expressly approves his or her participation in the Plan.  

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

“Good Reason” means the Eligible Employee’s (i) material 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.

“Legacy CCE” means Coca-Cola Enterprises Inc., the Company’s predecessor.

“Participating Affiliate” means an Affiliate located in the U.S. that, with the prior approval of the Severance Benefits Committee, has adopted the Plan.  

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

“Senior Officers” means those officers elected by the Board to serve as an executive officer, executive vice president or senior vice president of the Company, as well as such other officers that the HR and Compensation Committee shall designate from time to time by resolution.

“Severance Benefits Committee” means the members of the Company’s management who are appointed by the Company’s Senior Vice President, Human Resources.  

“Severance Termination” means (i) an involuntary termination of an Eligible Employee’s employment by the Company or a Participating Affiliate other than for Cause or (ii), within 24 months following a Change in Control, a voluntary termination by an Eligible Employee for Good Reason.

3.    Eligibility for Severance Benefits

An Eligible Employee shall receive the severance and benefits described in this Plan if the circumstances of his or her termination of employment from the Company or a Participating Affiliate qualifies as a Severance Termination.    Notwithstanding the foregoing, in order to receive severance benefits under the Plan, an Eligible Employee must execute a release of claims and non-competition agreement in the form provided by the Company. 

4.    Amount and Payment of Severance Benefits.

(a)    Amount of Severance Benefits.  In the event of his or her Severance Termination, an Eligible Employee shall receive severance benefits based on the circumstances under which the Severance Termination occurs and in accordance with the following:

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	Severance Termination Circumstances
	 Amount of Severance Benefits
	 

	Severance Termination 
without a Change in Control
	12 months of base salary, plus 
one times an Annual Bonus Award

	 

	Severance Termination within
24 months following a Change in Control
	18 months of base salary, plus 
one and one-half times an Annual Bonus Award

	 

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(b)    Payment in Lieu of Annual Bonus Award.  An Eligible Employee shall receive a payment equal to the Annual Bonus Award that would have been payable to the Eligible Employee for the year of termination, except that such Annual Bonus Award, if any, shall be based on actual business performance results for such year and prorated for his or her actual period of service during such year. 

(c)    Form and Timing of Payment of Severance Benefits.  

		
	(i)
	The amount of the severance benefits determined under Section 4(a) shall be paid in a lump sum as soon as administratively practicable following the Eligible Employee’s termination of employment,  but no later than 60 days following the Executive’s termination of employment, subject to any different payment schedule required pursuant to Section 8(c).   

		
	(ii)
	The amount of the payment under Section 4(b), if any, shall be paid in a lump sum no later than March 15th in the calendar year following the calendar year in which the Eligible Employee terminates employment.

5.    Eligible Employee Obligations.

(a)    General.  The payment of severance benefits provided under Section 4 are expressly conditioned on the Eligible Employee’s compliance with the obligations contained in this Section 5. 

(b)    Release of Claims and Noncompetition Agreement.  Before any severance benefits become payable or are paid 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.  If the Eligible Employee does not execute the release within 60 days of his or her termination of employment, the right to any payments under Section 4 shall be forfeited.

(c)    Nonsolicitation.  The Eligible Employee shall not, during the twelve months following his or her termination of employment, 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.

Further, the Eligible Employee further shall not, during the 12-month period following his or her termination of employment, 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 12-month 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 at any time 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 while employed and following the Eligible Employee’s termination of employment.

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(f)    Records/Company Property.  An Eligible Employee shall, following his or her 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 or her 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)    Coordination with Other Agreements  Notwithstanding foregoing, the obligations set forth in Sections 5(b) through (g) shall not be applicable to an Eligible Employee who is subject to comparable obligations under another agreement with the Company.  

6.    Administration and Interpretation.

The Severance Benefits Committee shall have sole discretionary authority to interpret, construe, apply and administer the terms of the Plan and to determine eligibility for and the amount of benefits under the Plan, including interpretation of ambiguous Plan provisions, determinations of disputed facts or the application of Plan provisions to unanticipated circumstances, and its determinations and decisions shall be final and binding.  Notwithstanding the foregoing, the HR and Compensation Committee (including any delegate of the HR and Compensation Committee) shall exercise such discretionary authority in determinations involving Senior Officers.  

7.    Claims Procedures.

If an Eligible Employee (or other individual, collectively referred to in this section as the “applicant”) believes he or she has not been provided with severance benefits due under this Plan, then the applicant must file a request for benefits with the Severance Benefits Committee within ninety days of the his or her termination of employment.  In the case of a Senior Officer, however, the applicant must make his or her claim to the HR and Compensation Committee, and references to the Severance Benefits Committee in this Section 7 will be deemed to be references to the HR and Compensation Committee.  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 Senior Vice President of Human Resources (the “SVP-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 SVP-HR that:

		
	(i)
	requests a review of the claim 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

6

		
	(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.  In the case of a Senior Officer, however, the applicant must make his or her appeal to the HR and Compensation Committee, and references to the SVP-HR in this Section 7 will be deemed to be references to the HR and Compensation Committee. 

The SVP-HR shall act upon each appeal within sixty days after receipt of the applicant’s request for review by the SVP-HR.  The SVP-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 SVP-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 SVP-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 SVP-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 SVP-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 SVP-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 written action of SVP-HR, 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, any amendment, discontinuance, or termination with respect to Senior Officers must be made by the HR and Compensation Committee, provided that, the SVP-HR may make any amendment that does not materially change benefits or obligations under this Plan.  Furthermore, 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.  Installment payments provided under this Plan shall be treated as separate payments for purposes of Code section 409A.  Any reference to “termination of employment” under this Plan shall refer to a “separation from service” within the meaning of Code section 409A and the regulations thereunder.  For purposes of determining whether a 

7

separation from service has occurred, a 50 percent threshold for the level of services shall be used rather than a 20 percent threshold pursuant to Treas. Reg. §1.409A-1(h)(1)(ii).

If an Eligible Employee is a “specified employee” within the meaning of Code section 409A(a)(2)(B)(i), then, to the extent a payment under Section 4 is subject to Code section 409A, such payment shall not be made during the six months following separation from service, and any payments that would otherwise have been made during such six-month period shall be paid in a single lump sum at the end of such six-month period.  The Company’s “specified employees” shall be determined in accordance with the methodology established by the HR and Compensation Committee or its delegate.    

If, in order to comply with Section 409A of the Code and Treas. Reg. §1.409A-3(f), some or all of the payments described in Section 4 are required to be paid in installments in the manner set forth in the Legacy CCE Executive Severance Plan as in effect on October 2, 2010, then such amounts shall be paid in such installments rather than in a lump sum.    

(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 Delaware, without regard for any choice of law principles of any jurisdiction.

(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.

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