Document:

Exhibit

Exhibit 10.9(b)

EXECUTIVE SEVERANCE BENEFITS PLAN
July 2010
Amended September 11, 2012 (effective January 1, 2013)
 Amended February 6, 2013 (effective February 6, 2013)
Amended October 18, 2017 (effective October 18, 2017)  

Table of Contents
	
			
	 
	 
	Page

	 
	Table of Contents
	i

	 
	Executive Severance Benefits Plan Overview
	1

	 
	Who is Eligible
	1

	 
	Covered Severance Events
	1

	 
	How the Severance Benefits Plan Works
	2

	 
	Severance Payment
	2

	 
	Continuation of Health Benefits
	3

	 
	Conditions
	3

	 
	Employees Rehired After Receiving Benefits
	3

	 
	When Coverage Ends
	3

	 
	Claims and Appeals Process
	3

	 
	Celanese Americas Benefits Committee
	4

	 
	Duration of the Plan, Ability to Amend or Terminate the Plan
	4

	 
	Appendix A - Glossary
	6

    

i

Executive Severance Benefits Plan Overview
The Executive Severance Benefits Plan provides a severance payment and continuation of health benefits to certain eligible executive employees of Celanese Americas LLC and its participating affiliated companies (“Celanese”).  Ineligible employees shall not receive severance benefits.
Celanese can, in certain circumstances and notwithstanding the provisions of this Plan, in its sole discretion, provide different or enhanced severance benefits to certain employees specified on an individual or group basis.  However, the granting of such benefits shall not mean that any other individual employee or group of employees is entitled to such benefits.  You are not eligible to participate in this Plan if you are eligible to receive severance benefits under any other plan or arrangement sponsored by Celanese except to the extent specifically set forth in such other plan or arrangement.
Certain terms used in this Plan are defined in the Glossary in Appendix A.
Who is Eligible
The executive officers of Celanese (including the Chief Executive Officer) as well as those employees that have been designated by the CEO are eligible to participate in this Plan.
You are not eligible to receive severance benefits under this Plan unless you are classified as an “employee” on the payroll records of Celanese, regardless of whether it is later determined that you are, or were, an “employee” of Celanese.
Covered Severance Events
If you are an eligible employee, you are entitled to Severance Benefits if you have a Covered Severance Event.  You have a Covered Severance Event if you are involuntarily terminated from active employment without Cause.  

 
For purposes of the Plan, your termination is for Cause if you are terminated because of:
(i) your willful failure to perform your duties to Celanese (other than as a result of total or partial incapacity due to physical or mental illness) for a period of 30 days following written notice by Celanese to you of such failure; 
(ii) your conviction of, or a plea of nolo contendere to (x) a felony under the laws of the United States or any state thereof or any similar criminal act in a jurisdiction outside the United States or (y) a crime involving moral turpitude;
(iii) your willful malfeasance or willful misconduct which is demonstrably injurious to Celanese;
(iv) your material violation of Celanese’s code of conduct;
(v) your material violation of Celanese’s policies concerning harassment or discrimination;
(vi) your conduct that causes material harm to the business reputation of Celanese or its affiliates; or 
(vii) your breach of the provisions of any confidentiality, noncompetition or nonsolicitation obligation to which you are subject.
Enrollment is automatic.
Eligible executive employees who are involuntarily terminated for any other reason (e.g.  death, disability, retirement, termination for Cause, or who voluntarily terminate or retire, are not eligible to receive severance benefits under this Plan.
How the Severance Benefits Plan Works
Eligible executive employees who have had a Covered Severance Event are entitled to receive (i) a severance payment, and (ii) 

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continuation of health care benefits, all as further described below.
This Plan does not alter the terms of any grant of equity compensation to you.  Your rights with respect to any equity compensation grant are governed by the agreement(s) that establish the terms and conditions of your grant.
Severance Payment
Eligible executive employees who have a Covered Severance Event will receive a severance payment upon the executive’s termination of employment with Celanese and its affiliates.    (For this purpose, the termination of employment must constitute a “Separation from Service” as defined in Section 409A of the Internal Revenue Code.)
The Severance Payment is an amount equal to the executive’s base annual salary in effect on the date of termination plus an amount equal to the executive’s target bonus for the year (150% of base annual salary and target bonus for the CEO, the COO and any other executive officer with a title of Executive Vice President). The Severance Payment will be made as soon as practicable following the eligible executive’s  Separation from Service, but in no event later than December 31 of the year in which such Separation from Service occurs or, if later, the 15th day of the third month following such Separation from Service.  
In addition, the executive will be entitled to a pro rata bonus payment for the year of termination (a “Supplemental Payment”).  The Supplemental Payment is an amount equal to the executive’s target bonus payment for the year of termination multiplied by a fraction, the numerator of which is the number of days in the year of the executive’s termination up to and including the date of the executive’s termination and the denominator of which is 365 (or, 366, as applicable). The Supplemental Payment (1) shall be based on actual performance of the Company for the year of termination (with a minimum of 1.0 personal modifier) rather than target performance, and (2) instead of being paid at the same time as the Severance Payment, 

 
shall be paid at the same time annual bonuses are paid to other executive employees who do not terminate employment during the year but in no event later than the 15th day of the third month of the year following such Separation from Service.  
For purposes of Section 409A of the Internal Revenue Code, the Severance Payment and the Supplemental Payment are intended to be a separate “payment” within the meaning of Treasury Regulation Section 1.409A-2(b)(2) and to be exempt from Section 409A of the Internal Revenue Code pursuant to Treasury Regulation Section 1.409A-1(b)(4).
Any amounts that the eligible executive owes to Celanese will be deducted from the eligible executive’s severance payment.  As an additional condition to receiving the severance payment, the Plan Administrator may require the eligible executive to execute a written agreement that authorizes Celanese to deduct any amounts the eligible executive owes to Celanese prior to the payment of the severance payment under the Plan.
Continuation of Health Benefits
Eligible executives who have a Covered Severance Event will be entitled to elect, under COBRA, to continue to participate in the Celanese Americas Medical Plan for a period of 18 months following the month of termination.
If the eligible executive elects to continue coverage under the Medical Plan under COBRA, no COBRA premiums will be charged for the first 12 months of COBRA coverage (18 months of coverage for the CEO).
For the next 6 months (i.e., for the 13th through 18th month following termination), the eligible executive must elect to continue coverage under COBRA and must pay the COBRA premium in order to continue to participate in the Medical Plan.
Health coverage will terminate when the eligible executive becomes eligible to participate in any other employer-sponsored health plan.  You must notify Celanese when 

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you become eligible for any other employer-provided health care benefits.
Other
Eligible executives who have a Covered Severance Event will be entitled to receive outplacement services following termination with an outplacement firm selected by the Company and subject to any limits as the Company may determine.
Conditions
As a condition for receiving severance benefits under this Plan, you must (1) return all property of Celanese;(2) hold confidential any and all information concerning Celanese; (3) cooperate fully with Celanese; (4) execute and deliver such forms as required by Celanese; and (5) execute and deliver to Celanese a general claims release, restrictive covenants and cooperation agreement in the form provided to you by Celanese.  If you fail to fully comply with any of the obligations described in this paragraph, your benefits may be discontinued.
Employees Rehired After Receiving Benefits 
If you are a former employee and you are applying for rehire consideration, you will be considered with all other external candidates and have no guaranteed entitlement to a prior job classification, level, or rate of pay.  The position will reflect Celanese’s current evaluation of the position in the current organization structure.
If you are a former employee who is rehired after receiving benefits, you will not receive recognition of prior service in the determination of subsequent benefits, except to the extent provided by law.  Calculation of subsequent benefits will begin as of the date you are rehired as a Celanese employee.  Any prior service previously credited will not be included for the purpose of the calculation of benefits entitlement after you are rehired.

 
All issues regarding the treatment of any service time since separation from employment are to be resolved by the Plan Administrator before an individual with prior service is rehired.
When Coverage Ends
Your coverage under this Plan ends once you terminate from Celanese or when you are no longer an eligible employee.
Claims and Appeals Process
If you believe that you are entitled to benefits under the Plan, you must file a claim for benefits.  A claim for benefits must be made no later than one year following the date of your termination of employment with Celanese.  If you do not file a claim for benefits within one year of the date of your termination of employment with Celanese, you will not be entitled to any benefits under the Plan.
A claim for benefits is submitted to the Plan Administrator.  The Plan Administrator has the sole discretionary authority to approve or deny each claim.  In the event the Plan Administrator denies, in whole or in part, an initial claim for benefits by a participant or his beneficiary, the Plan Administrator will furnish notice of the adverse determination to you.
The notice will be forwarded to you within 90 days of receipt of the claim by the Plan Administrator.  However, in special circumstances, the Plan Administrator may extend the response period for up to an additional 90 days, and must notify you in writing of the extension, and will specify the reasons for the extension.  If for any reason you do not receive a response from the Plan Administrator within the time prescribed, the claim will be deemed denied.
Within 60 days of receipt of a notice of an adverse determination, you or your duly authorized representative may petition the Plan Administrator in writing for a full and fair review of the adverse determination (see address below for information on how to contact the Plan Administrator).  You or your 

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duly authorized representative will have the opportunity to submit comments in writing, documents, records, and other relevant information to the Plan Administrator.  You will also have the right to be furnished, free of charge and upon request, reasonable access to, and copies of, all documents, records and other relevant information.  Relevant information includes any information that was submitted, considered or generated in the course of the decision regardless of whether such information was relied upon in making the benefit determination.  You may also request any information demonstrating that, where appropriate, the Plan is acting consistently with respect to other participants.
The Plan Administrator will review the denial and will take into account all documents, records, and other information submitted by you regardless of whether such information was submitted or considered in the initial determination.  The Plan Administrator will communicate its decision and provide an explanation to you in writing within 60 days of receipt of the petition.  However, in special circumstances, the Plan Administrator may extend the response period for up to an additional 60 days, in which event it will notify you in writing prior to the commencement of the extension and specify the reasons for the extension.  If for any reason, the written decision on review is not furnished within the time prescribed, the claim will be deemed denied on review.
The written notice of decision by the Plan Administrator will set forth:
		
	•
	The specific reasons for the adverse determination;

		
	}
	A specific reference to the pertinent Plan provisions on which the adverse determination is based;

		
	}
	A description of any additional information necessary for you to perfect the claim and an explanation of why such information is necessary.  In the case of a notification of an appealed claim, the notice will also include a statement that you are entitled to receive reasonable access to and copies of all documents, records, and other 

 
relevant information with respect to the claim; and
		
	}
	A description of the Plan’s review procedures (or, in the case of a notification of an appealed claim, a description of any voluntary appeal procedures) and the time limits applicable to such procedures, including a statement of the claimant’s right to bring a civil action under section 502 of ERISA following an adverse decision by the Plan Administrator.

Celanese Americas Benefits Committee 
The Plan Administrator is the Celanese Americas Benefits Committee.  The Benefits Committee has general responsibility and sole discretionary authority for administering the Plan and reviewing claims for benefits and appeals or denied claims.  Any determination by the Benefits Committee is final and conclusive and will not be overturned unless it is deemed to be arbitrary and capricious.  The Celanese Americas Benefits Committee can be contacted at:
Celanese Americas Benefits Committee
c/o Benefits Department
222 W. Las Colinas Blvd., Suite 900N
Irving, TX 75039
972-443-4000

Duration of the Plan, Ability to Amend or Terminate the Plan 
The initial term of the Plan expires on December 31, 2011.  However, the Plan will automatically renew for successive one-year periods if the Plan Sponsor does not, by action of its Board of Managers at least 90 days prior to the end of each such year (beginning with the year ending December 31, 2011), take action to terminate the Plan.  The Plan Sponsor retains the right to amend or terminate the Plan at any time, whether before or after a Covered Severance Event, provided that any amendment or termination that 

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prospectively reduces benefits shall not be effective earlier than 90 days after adoption.
Celanese retains the right to amend or terminate the Medical Plan and/or the Retiree Medical Plan at any time, whether before or after a Covered Severance Event.

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APPENDIX A
Glossary

Cause - See page 1 under “Covered Severance Events”

Celanese - Celanese Americas LLC and its participating affiliated companies

Continuation of Health Benefits - See page 3 under “Continuation of Health Benefits”

Covered Severance Event - See page 1 under “Covered Severance Events”

ERISA - Employee Retirement Income Security Act of 1974, as amended

Medical Plan - The Celanese Americas Medical Plan

Plan - This Celanese Americas Executive Severance Benefits Plan

Plan Administrator - Celanese Americas Benefits Committee

Plan Sponsor – Celanese Americas LLC

Severance Payment – See Page 3 under “Severance Payment”

Severance Benefits - The benefits provided under this Plan, including a Severance Payment and Continuation of Health Benefits

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    7Exhibit

Exhibit 10.10(g)

AGREEMENT AND GENERAL RELEASE

Celanese Corporation, its’ subsidiaries and its affiliates (“Company” or “Celanese”), 222 W. Las Colinas Blvd., Irving, Texas 75039 and Pat Quarles, such person’s heirs, executors, administrators, successors, and assigns (“Executive”), agree that:

1.      Last Day of Employment. The last day of employment with the Company is:  December 31, 2017 (“Separation Date”) and his last day of work in the office will be September 29, 2017. Unless otherwise expressly agreed to by the Company, if Executive voluntarily resigns with effect before the last day of work in the office, Executive shall immediately be removed from the payroll and forfeit all rights to the Consideration set forth in Paragraph 3 below. In order to remain on the payroll until the Separation Date (or Early Separation Date, as applicable) and receive the Consideration set forth in Paragraph 3 below, during the period of time prior to September 29, 2017, Executive shall comply with all Company policies and procedures and perform Executive’s duties faithfully, to the best of Executive’s ability and to the satisfaction of the Company and to the promotion of its business as needed, including but not limited to work on projects assigned to Executive and assistance with transition duties.  Before and after Executive ceases working in the office, he will be permitted to engage in activities during regular business hours related to his efforts to pursue other professional opportunities.
2.     Early Separation Date. If Executive chooses a voluntary Separation Date earlier than the Separation Date set forth above (such date referenced as the “Early Separation Date” or “ESD”), Executive will be released as of the ESD. Executive will still be eligible for the Consideration set forth in Paragraph 3 of this Agreement and General Release (“Agreement”). However, Executive agrees to waive any additional salary payment for the balance of the time period commencing on the date of the ESD through the Separation Date. In addition, Long Term Equity Agreements (LTI’s), vacation payout and healthcare coverage set forth in Paragraphs 3 (c), (e), and (f) below, respectively, will be prorated to the ESD. For purposes of this Agreement, the last day of employment will be either the Separation Date or ESD, whichever is applicable.

3.      Consideration.  Each separate installment under this Agreement shall be treated as a separate payment for purposes of determining whether such payment is subject to or exempt from compliance with the requirements of Section 409A of the Internal Revenue Code. In consideration for signing this Agreement and compliance with the promises made herein, Company and Executive agree:

		
	a.
	Voluntary Resignation. Executive agrees to voluntarily resign from employment with the Company effective on the Separation Date or ESD, whichever is earlier. Within three business days following the Effective Date of this Agreement, Executive will sign and deliver to the Company a voluntary resignation of employment letter using the format set forth at Exhibit A. 

		
	b.
	Annual Bonus. For 2017, Executive will be ineligible to receive a bonus.

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	c.
	Long-Term Equity ( LTI’s).  The Company and Executive agree that all of the equity award agreements to which Executive is currently a party (collectively, the “Equity Awards”) are listed on Exhibit B.  The Company and Executive agree, that, notwithstanding any provision in the Equity Agreements to the contrary, based on the terms and provision of this Agreement and the assumption of a departure on the Separation Date or ESD, Executive will vest in a prorated portion of the outstanding Equity Awards as summarized in Exhibit B and more fully described in the spreadsheet presented to Executive by email dated August 24, 2017, which units shall vest on the date they would otherwise vest if Executive’s employment had continued through each applicable vesting date.  If Executive departs on the ESD, or otherwise before the Separation Date, the proration of the Equity Awards will be adjusted accordingly to reflect the earlier departure date.

		
	d.
	Pension and 401(k) Plan Vesting. If Executive is eligible, the Company will fulfill its obligations according to the terms of the respective Plans. 

		
	e.
	Unused Vacation.  The Company will pay to Executive wages for any unused vacation for 2017, and any approved vacation carried over from 2016 under the Company’s standard procedure for calculating and paying any unused vacation to separated employees. The gross amount due to Executive, less any lawful deductions, will be payable within 30 days of the Separation Date or ESD; subject to Executive providing the details of any vacation days utilized during 2017.

		
	f.
	Company Benefit Plans. Medical and dental coverage will continue according to the Employee’s current medical and dental plan elections, with no premium cost to the Employee after the Separation Date or ESD, until the earlier of twelve (12) full months after the last day in the month of the Separation Date (December 31, 2018), the ESD or the date on which the Executive becomes covered under another medical or dental plan.  All other normal company programs (e.g. life insurance, LTD, 401(k) contributions, etc.) will continue until the Separation Date or ESD.

		
	g.
	COBRA Healthcare.  If Executive applies for COBRA benefits, Executive shall be entitled to elect to continue such COBRA coverage for six (6) months, at Executive’s expense.

		
	h.
	Return of Company Property. Executive will surrender to Company, on a mutually agreeable date, all Company materials, including, but not limited to Executive’s Company laptop computer, phone, credit card, calling cards, etc. Executive will be responsible for any outstanding balances for any personal expenses charged on the Company credit card which have not already been reconciled Return of Company Property. Executive will surrender to Company, on a mutually agreeable date, all Company materials, including, but not limited to Executive’s Company laptop computer, phone, credit card, calling cards, etc. Executive will be responsible for any outstanding 

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balances for any personal expenses charged on the Company credit card which have not already been reconciled.

		
	i.
	Withholding.  The payments and other benefits provided under this Agreement shall be reduced by applicable withholding taxes and other lawful deductions.

		
	j.
	Indemnification and Protection.  The Company will maintain in effect directors and officers liability insurance coverage which provides defense and indemnity to Executive equivalent to that provided to active officers and directors of the Company.  To the extent not otherwise covered by insurance, and to the maximum extent permitted by law and the Company’s Articles of Incorporation and other governing documents, the Company will defend, indemnify and hold Executive harmless from and against any legal claims, lawsuits, or liabilities arising out of or related to his service as an officer, employee or agent of the Company equivalent to that provided to active officers, employees or agents of the Company.

4.No Consideration Absent Execution of this Agreement.  Executive understands and agrees that Executive would not receive the monies and/or benefits specified in Paragraph 3 above, unless Executive signs this Agreement on the signature page without having revoked this Agreement pursuant to Paragraph 16 below, signs the letters at Exhibit A, C, D and E and  fulfills the promises contained herein.

5.General Release of Claims.  Except as otherwise set forth herein, Executive knowingly and voluntarily releases and forever discharges, to the full extent permitted by law, in all countries, including but not limited to the U.S., the People’s Republic of China (PRC), U.K. and Germany, the Company, its parent corporation, affiliates, subsidiaries, divisions, predecessors, successors and assigns and the current and former employees, officers, directors and agents thereof (collectively referred to throughout the remainder of this Agreement as “Company”), of and from any and all claims, known and unknown, asserted and unasserted, Executive has or may have against Company as of the date of execution of this Agreement, including, but not limited to, any alleged violation of:  

		
	•
	Title VII of the Civil Rights Act of 1964, as amended;

		
	•
	The Civil Rights Act of 1991;

		
	•
	Sections 1981 through 1988 of Title 42 of the United States Code, as amended;

		
	•
	The Employee Retirement Income Security Act of 1974, as amended;

		
	•
	The Immigration Reform and Control Act, as amended;

		
	•
	The Americans with Disabilities Act of 1990, as amended;

		
	•
	The Age Discrimination in Employment Act of 1967, as amended;

		
	•
	The Workers Adjustment and Retraining Notification Act, as amended;

		
	•
	The Occupational Safety and Health Act, as amended;

		
	•
	The Sarbanes-Oxley Act of 2002; 

		
	•
	The Wall Street Reform Act of 2010 (Dodd Frank);

		
	•
	The Family Medical Leave Act of 1993 (FMLA);

		
	•
	The Texas Civil Rights Act, as amended;

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	•
	The Texas Minimum Wage Law, as amended;

		
	•
	Equal Pay Law for Texas, as amended;

		
	•
	Any other federal, state or local civil or human rights law, or any other local, state or federal law, regulation or ordinance including but not limited to the State of Texas; or any law, regulation or ordinance of a foreign country, including but not limited to the PRC, Federal Republic of Germany and the UK.

		
	•
	Any public policy, contract, tort, or common law;

		
	•
	The employment, labor and benefits laws and regulations in all countries in addition to the U.S. including but not limited to the U.K. and Germany;

		
	•
	Any claim for costs, fees, or other expenses including attorneys’ fees incurred in these matters.

6.Affirmations.  Executive affirms that Executive has not filed, caused to be filed, or presently is a party to any claim, complaint, or action against Company in any forum or form. Provided, however, that the foregoing does not affect any right to file an administrative charge with the Equal Employment Opportunity Commission (“EEOC”), OSHA, The National Labor Relations Board (“NLRB”), or a charge or complaint under applicable securities laws with the Securities and Exchange Commission (“SEC”) or any other federal, state, or municipal agency with appropriate jurisdiction (a “Government Agency”), subject to the restriction that if any such charge or complaint is filed, Employee agrees not to violate the  confidentiality provisions of this Agreement, except by an order of a court having competent jurisdiction, if permitted by applicable law, or if in connection with confidential communications with a Government Agency or an investigation conducted by a Government Agency with appropriate jurisdiction. Employee further agrees and covenants that should Executive or any other person, organization, or other entity file, charge, claim, sue or cause or permit to be filed any charge or claim with the EEOC,  or any civil action, suit or legal proceeding against the Company involving any matter occurring at any time in the past, Executive will not seek or accept any personal relief (including, a judgment, relief or settlement) in such charge, civil action, suit or proceeding, unless permitted under law or regulation. This Agreement does not limit Executive’s right to receive an award for information provided to the SEC. Executive further affirms that Executive has reported all hours worked as of the date of this Agreement and has been paid and/or has received all leave (paid or unpaid), compensation, wages, bonuses, commissions, and/or benefits to which Executive may be entitled and that no other leave (paid or unpaid), compensation, wages, bonuses. commissions and/or benefits are due to Executive, except as provided in this Agreement. Executive furthermore affirms that Executive has no known workplace injuries or occupational diseases.

7.Confidentiality. Executive and the Company agree not to disclose any information regarding the existence or substance of this Agreement, except to Executive's spouse, tax advisor, and an attorney with whom Executive chooses to consult regarding Executive's consideration of this Agreement or as permitted by applicable law.  Executive agrees and recognizes that any knowledge or information of any type whatsoever of a confidential nature relating to the business of the Company or any of its subsidiaries, divisions or affiliates, including, without limitation, all types of trade secrets, client lists or information, employee lists or information, information regarding product development, marketing plans, management organization, operating policies or manuals, performance results, business plans, financial records, or other financial commercial 

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business or technical information (collectively "Confidential Information”), must be protected as confidential, not copied, disclosed or used other than for the benefit of the Company at any time unless and until such knowledge or information is in the public domain through no wrongful act by Executive. Executive further agrees not to divulge to anyone (other than the Company or any persons employed or designated by the Company), publish or make use of any such Confidential Information without the prior written consent of the Company, except by an order of a court having competent jurisdiction or if in connection with confidential communications with a Government Agency or an investigation conducted by a Government Agency with appropriate jurisdiction.

8.Notification of Allowable Disclosure of Trade Secret Information in the United States. Executive may not be held criminally or civilly liable under any federal or state trade secret law for the disclosure of a trade secret that: (a) is made (i) in confidence to a federal, state, or local government official, either directly or indirectly, or to an attorney; and (ii) solely for the purpose of reporting or investigating a suspected violation of law; or (b) is made in a complaint or other document that is filed under seal in a lawsuit or other proceeding. Further, if Executive files a lawsuit against the Company alleging retaliation for reporting a suspected violation of law, the Executive may disclose the trade secret to Executive's attorney. Executive may also use the trade secret information in a court proceeding, provided that he or she files any document containing the trade secret under seal and does not disclose the trade secret except pursuant to a court order.

9.Non-competition/Non-solicitation/Non-hire. Executive acknowledges and recognizes the highly competitive and confidential nature of the business of the Company. The Long-Term Incentive Award Claw-Back Agreement (“Claw-Back Agreement”) and the New Employee Restrictive Covenant Agreement (“RCA”), dated May 15, 2015 and June 11, 2015 respectively,  copies of which have been provided to Executive, (collectively “Claw-Back/RCA Agreements"), include, among other obligations, promises made by Executive regarding safeguarding confidential Company information, non-competition with the Company and the non-solicitation/no hire of current employees and contractors.  Both the Claw-Back Agreement and the RCA remain in full force and effect and are part of this Agreement, except to the extent they are modified below.

The Clawback/RCA Agreements and all other agreements executed by Executive which contain non-compete provisions are modified as follows:  The non-competition provisions will only prohibit Executive from being employed by BP plc., Eastman Chemical Company, Lyondell Basell Industries N.V., Wacker Chemie AG, Saudi International Petrochemical Company, d/b/a SIPCHEM, Daicel Corporation, Darien Chemical Corporation or any company with operations in China that manufactures, sells, distributes or markets product similar to Celanese's acetyl products or any company that is a subsidiary of those companies. With respect to the Dow Chemical Company (Dow), Executive agrees to not become employed by the Dow unit that manufactures, sells, distributes, or markets Vinyl Acetate Monomer (VAM), such that VAM would not be a significant element, (greater than 10%), of Executive's oversight. The Restricted Period is two years from the earlier of the Separation Date or ESD.

10.Governing Law and Interpretation.  This Agreement shall be governed and construed in accordance with the laws of the State of Texas, without regard to its conflict of laws provision.  In the event Executive or Company breaches any provision of this Agreement, Executive and Company 

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affirm that either may institute an action to specifically enforce any term or terms of this Agreement.  Should any provision of this Agreement be declared illegal or unenforceable by any court of competent jurisdiction and cannot be modified to be enforceable, excluding the general release language, such provision shall immediately become null and void, leaving the remainder of this Agreement in full force and effect. 

11.Non-admission of Wrongdoing.  The parties agree that neither this Agreement nor the furnishing of the consideration for this Release shall be deemed or construed at any time for any purpose as an admission by Company of any liability or unlawful conduct of any kind.

12.Non-Disparagement.  Executive agrees not to disparage, or make disparaging remarks or send any disparaging communications concerning, the Company, its reputation, its business, and/or its directors, officers, managers. Likewise the Company’s senior management agrees not to disparage, or make any disparaging remark or send any disparaging communication concerning Executive, her reputation and/or her business.

13.Future Cooperation after Separation Date.  After the Separation Date, Executive agrees to make reasonable efforts to assist Company including but not limited to: responding to telephone calls, assisting with transition duties, assisting with issues that arise after the Separation Date and assisting with the defense or prosecution of any lawsuit or claim.  This includes but is not limited to providing deposition testimony, attending hearings and testifying on behalf of the Company.  The Company will reimburse Executive for reasonable time and expenses in connection with any future cooperation after the Separation Date, at her current annual base pay, converted to an hourly rate. Time and expenses can include loss of pay or using vacation time at a future employer.  The Company shall reimburse the Executive within 30 days of remittance by Executive to the Company of such time and expenses incurred.

14.Injunctive Relief.  Executive agrees and acknowledges that the Company will be irreparably harmed by any breach, or threatened breach by her of this Agreement and that monetary damages would be grossly inadequate. Accordingly, she agrees that in the event of a breach, or threatened breach by him of this Agreement the Company shall be entitled to apply for immediate injunctive or other preliminary or equitable relief, as appropriate, in addition to all other remedies at law or equity.

15.Review Period. Executive is hereby advised Executive has up to twenty-one (21) calendar days, from the date Executive receives it, to review this Agreement and to consult with an attorney prior to execution of this Agreement. Executive agrees that any modifications, material or otherwise, made to this Agreement do not restart or affect in any manner the original twenty-one (21) calendar day consideration period.

16.Revocation Period and Effective Date. If Executive signs and returns to the Company a copy of this Agreement, Executive has a period of seven (7) days (the “Revocation Period”) following the date of such execution to revoke this Agreement, after which time this agreement will become effective (the “Effective Date”) if not previously revoked.  In order for the revocation to 

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be effective, written notice must be received by the Company no later than close of business on the seventh day after Executive signs this Agreement at which time the Revocation Period shall expire.

17.Amendment.  This Agreement may not be modified, altered or changed except upon express written consent of both parties wherein specific reference is made to this Agreement.

18.Entire Agreement.  This Agreement sets forth the entire agreement between the parties hereto, and fully supersedes any prior obligation of the Company to Executive. Executive acknowledges that Executive has not relied on any representations, promises, or agreements of any kind made to Executive in connection with Executive’s decision to accept this Agreement, except for those set forth in this Agreement.  

19.HAVING ELECTED TO EXECUTE THIS AGREEMENT, TO FULFILL THE PROMISES AND TO RECEIVE THE SUMS AND BENEFITS IN PARAGRAPH 2 ABOVE, EXECUTIVE FREELY AND KNOWINGLY, AND AFTER DUE CONSIDERATION, ENTERS INTO THIS AGREEMENT INTENDING TO WAIVE, SETTLE AND RELEASE ALL CLAIMS EXECUTIVE HAS OR MIGHT HAVE AGAINST COMPANY.

IN WITNESS WHEREOF, the parties hereto knowingly and voluntarily executed this Agreement as of the following date:  12 September 17.

	
				
	 
	 
	 
	 

	Executive
	Celanese Corporation

	By:  /s/ Pat Quarles
	By:
	/s/ Shannon Jurecka

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To: Pat Quarles
From:  Shannon Jurecka

Re:    Agreement and General Release

Dear Pat,

This letter confirms that on September 12, 2017, I personally delivered to you the enclosed Agreement and General Release. You have until October 3, 2017 which is at least 21 days after receipt, to consider this Agreement and General Release, in which you waive important rights, including those under the Age Discrimination in Employment Act. To this end, we advise you to consult with an attorney of your choosing prior to executing this Agreement and General Release. 

Very truly yours,

	
				
	 
	 
	/s/ Shannon Jurecka
	 

– 8 –

Exhibit A

To:  Scott Sutton
From:  Pat Quarles
Date:  12 Spt 17

Subject:  Letter of Voluntary Resignation

The purpose of this letter is to inform you that I have decided to voluntarily resign from Celanese.  The effective date of my departure and my resignation as an employee will December 31, 2017 (Separation Date) unless I elect to terminate my employment sooner pursuant to the terms of our Agreement (Early Separation Date).  As of September 29, 2017, I hereby resign from any and all positions I may hold as a corporate officer, director, committee member or manager of the Company and its subsidiaries and affiliates (including without limitation any positions as an officer, committee member, employee, manager and/or director), and from all positions held on behalf of the Company (e.g., external and joint venture board memberships, internal committee positions, etc.).
Sincerely,

/s/Pat Quarles            
Pat Quarles

– 9 –

Performance- and Time-Based RSUs: Prorate on termination date and payout on original vesting date 
(1) 2016 and 2017 Performance-Based RSUs will be cancelled on separation date

– 10 –

Exhibit C

September 19, 2017

Shannon Jurecka
Celanese
222 W. Las Colinas Blvd.
Suite 900 N.
Irving, TX 75039

Re: Agreement and General Release

Dear Shannon:

On September 12, 2017, I executed an Agreement and General Release between Celanese and me. I was advised by Celanese, in writing, to consult with an attorney of my choosing, prior to executing the Agreement and General Release.

I have at no time revoked my acceptance or execution of that Agreement and General Release and hereby reaffirm my acceptance of that Agreement and General Release.

Very truly yours,

/s/ Pat Quarles            
Pat Quarles

– 11 –

Exhibit D

Supplemental Agreement and General Release

December 31, 2017

Shannon Jurecka
Celanese
222 W. Las Colinas Blvd.
Suite 900 N.
Irving, TX 75039

Re: Supplemental Agreement and General Release

Dear Shannon:

I hereby reaffirm and acknowledge that the Agreement and General Release executed on September 12, 2017, also applies from the date it was executed until my last day of employment today, December 31,2017.

Sincerely,

/s/ Pat Quarles            
Pat Quarles

– 12 –

Exhibit E

Supplemental Non-Revocation Agreement

January 7, 2018

Shannon Jurecka
Celanese
222 W. Las Colinas Blvd.
Suite 900 N.
Irving, TX 75039

Re: Agreement and General Release & Supplemental Agreement and General Release

Dear Shannon:

On September 12, 20 17, I executed an Agreement and General Release between Celanese and me, and on December 31, 2017 I executed a Supplemental Agreement and General Release (Exhibit D). I was advised by Celanese, in writing, to consult with an attorney of my choosing, prior to executing this Agreement and General Release.

I have at no time revoked my acceptance or execution of the Agreement and General Release or the Supplemental Agreement and General Release and hereby reaffirm my acceptance of both agreements. Therefore, in accordance with the terms of our Agreement and General Release, I hereby request payment of the Consideration described in Paragraph 3 pursuant to the terms of that Agreement.

Very truly yours,

/s/ Pat Quarles            
Pat Quarles

– 13 –

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