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EXHIBIT 10.9

NEWELL BRANDS
EMPLOYEE SAVINGS PLAN

AMENDMENT NO. 2

THIS AMENDMENT NO. 2 is made by Newell Operating Company, a Delaware corporation, (“NOC”) to the Newell Brands Employee Savings Plan (the “Plan”), which was amended and restated effective January 1, 2018, and most recently amended by the First Amendment effective January 1, 2019.
W I T N E S S E T H:
WHEREAS, NOC sponsors and maintains the Plan for the exclusive benefit of eligible employees of NOC and of certain of its affiliates who are participating employers; and
WHEREAS, under Section 14.1 of the Plan, the Plan may be amended by resolution or written instrument approved by the Board of Directors of NOC (the “Board”); and
WHEREAS, the Board has determined that it is appropriate to amend the Plan, effective January 1, 2022, (1) to add an automatic contribution arrangement to the Plan for Participants hired or rehired on or after January 1, 2022 and (2) to provide for a true-up matching contribution for Participants each Plan Year; 
NOW, THEREFORE, the Board hereby amends the Plan as follows, to be effective as of January 1, 2022.

1.Section 1.43 is deleted in its entirety and the following new Section 1.43 inserted in lieu thereof:
“1.43    “Pre-Tax Contribution” means an amount contributed to the Plan by a Participating Employer on behalf of a Participant that is intended to meet the requirements of Code Section 402(e)(3), pursuant to either an Elective Deferral Agreement or automatic enrollment in the Plan pursuant to the provisions of Section 3.1(g).” 
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2.Section 2.1(d) is deleted in its entirety and the following new Section 2.1(d) inserted in lieu thereof:
“(d)    Initial Enrollment.  Subject to Section 2.1(a), an Eligible Employee may, at any time after meeting the participation requirements of any of the foregoing Sections 2.1(b) or (c), commence to have Elective Deferrals made on his behalf by submitting an Elective Deferral Agreement.  Elective Deferrals shall commence as soon as practicable following the date on which the Participant submits such Elective Deferral Agreement, but in no event prior to the date on which he met such foregoing participation requirements.  An Elective Deferral Agreement shall include, without limitation, an election to defer Covered Pay as a Pre-Tax Contribution and/or Roth Contribution and have it contributed to the Plan, a Beneficiary designation and an investment direction.  Notwithstanding the foregoing, an Eligible Employee who is subject to the provisions of Section 3.1(g) and who fails to submit an Elective Deferral Agreement shall be subject to the Plan’s automatic contribution and escalation provisions outlined in Section 3.1(g).” 
3.Section 2.1(e) is deleted in its entirety and the following new Section 2.1(e) inserted in lieu thereof:
“(e)    Amendment, Suspension or Revocation of Elective Deferral Agreement or Automatic Contribution Arrangement.  A Participant may increase or decrease at any time the percentage of his Elective Deferrals, including any default deferral percentage, if applicable, as described in Section 3.1(g), which change shall be effective as soon as administratively practicable after an Elective Deferral Agreement specifying the change is submitted by the Participant.  A Participant may voluntarily suspend Elective Deferrals, including any Elective Deferrals made pursuant to the automatic contribution arrangement described in Section 3.1(g), for an indefinite period of time.  Such suspension shall be effective as soon as administratively practicable after the Participant submits an Elective Deferral Agreement specifying such change.  A Participant shall not be permitted to make up Elective Deferrals for any period of suspension.  A Participant who makes an election to suspend Elective Deferrals pursuant to this subsection may again commence to have Elective Deferrals made on his behalf by submitting an Elective Deferral Agreement, in which case Elective Deferrals shall commence as soon as administratively practicable after the Elective Deferral Agreement is submitted. A Participant who is subject to the provisions of Section 3.1(g) and who fails to submit an Elective Deferral Agreement shall be subject to the Plan’s automatic contribution and escalation provisions outlined in Section 3.1(g).  Notwithstanding the foregoing, the BAC, at its election, may amend, suspend or revoke an Elective Deferral Agreement or a default deferral percentage as described in Section 3.1(g), if applicable, with a Participant at any time if the BAC determines that such amendment, suspension or revocation is necessary to ensure that the contribution limits of Article V are satisfied for the Plan Year.” 
4.Section 3.1(a) is deleted in its entirety and the following new Section 3.1(a) inserted in lieu thereof:
“(a)    General.  A Participant may elect to reduce his Covered Pay prospectively by any whole percentage between 1% and 75%, on a payroll period basis, and have such 
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amounts contributed on his behalf to the Plan as Elective Deferrals.  A Participant may designate all or a portion of such Elective Deferrals as Roth Contributions, and any such designation shall be irrevocable once the Elective Deferral provided for therein has been effected, provided that such designation may be changed prospectively by the Participant by submitting a new Elective Deferral Agreement.  In the absence of such designation, any such Elective Deferrals shall be Pre-Tax Contributions.  The portion of a Participant’s Elective Deferrals that are Catch-up Contributions shall not be taken into account for purposes of the provisions of the Plan implementing the required limitations of Code Section 415.  The Plan shall not be treated as failing to satisfy the provisions of the Plan implementing the requirements of Code Sections 401(k)(3), 401(k)(11), 401(k)(12), 410(b), or 416, as applicable, by reason of the making of Catch-up Contributions.  Roth Contributions by the Participant are included in the Participant’s gross income pursuant to applicable federal income tax law.  Automatic increases in Elective Deferrals are permitted and may be elected by a Participant.  A Participant who is subject to the provisions of Section 3.1(g) and who fails to submit an Elective Deferral Agreement shall be subject to the Plan’s automatic contribution and escalation provisions outlined in Section 3.1(g).” 
5.Section 3.1(b) is deleted in its entirety and the following new Section 3.1(b) inserted in lieu thereof:
“(b)    Payroll Withholding.  Each Participating Employer shall reduce a Participant’s Covered Pay, on a payroll period basis, in an amount equal to either the Elective Deferrals specified under the Participant’s Elective Deferral Agreement or the Elective Deferrals determined pursuant to the automatic enrollment provisions of Section 3.1(g), if applicable.  Each Participating Employer shall then remit such amounts to the Trust.” 
6.The following new Subsection (g) of Section 3.1 is inserted immediately following Subsection 3.1(f): 
“(g)    Automatic Contribution Arrangement.  Pursuant to administrative procedures established by the BAC from time to time, Eligible Employees who are hired or rehired on or after January 1, 2022 (collectively the “Affected Participants” for purposes of this Section 3.1(g)) will be automatically enrolled in the Plan with an automatic Pre-Tax Contribution equal to 3% of Covered Pay, on a payroll period basis, which default deferral percentage will automatically increase as described in subsection (i) below.  The default deferral percentage will become effective initially for the first full payroll period beginning 35 days, or such other period as is adopted by any Participating Employer, following the Eligible Employee meeting the participation requirements of either Section 2.1(b) or (c).  Notwithstanding the above, an Affected Participant may elect at any time after meeting the participation requirements of Section 2.1(b) or (c), to increase, reduce or terminate his automatic contribution by making an affirmative election as provided in subsection 2.1(e), in which case the default deferral percentage and provisions described in this Section 3.1(g) shall be disregarded with respect to such Affected Participant and shall have no further effect on the Affected Participant’s Elective Deferrals.
(i)Provided an Affected Participant has not made an election pursuant to Section 2.1(e) to cancel the default deferral percentage, the Participant’s deferral percentage will increase by one percentage each Plan Year up to a 
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maximum of 10%.  For each Affected Participant who is making Elective Deferrals pursuant to this Section 3.1(g), automatic increases generally will take place as of each payroll period that includes the annual anniversary of an Affected Participant’s most recent date of hire or rehire, as applicable, unless such anniversary is within six (6) months of the date such Affected Participant is first subject to the automatic deferral provisions of this Section 3.1(g) or the Affected Participant designates a different date for annual increases pursuant to procedures established by the BAC.  The automatic increases to an Affected Participant’s Elective Deferrals shall remain in place even if the Affected Participant submits an Elective Deferral Agreement.  An Affected Participant must affirmatively opt out of the automatic increase program of this Section 3.1(g) and shall also be subject to such other administrative rules and procedures as established by the BAC from time to time for the implementation of the automatic contributions and automatic increases provided for in this Section 3.1(g).
(ii)Immediately following the Affected Participant’s date of eligibility under Section 2.1(b) or (c), such Affected Participant will receive a notice which will accurately describe:
(A)The default deferral percentage that will apply to the Participant in the absence of an affirmative election by the Participant;
(B)The Participant’s right to elect to have no Pre-Tax Contributions made on his behalf or to have a different amount of Pre-Tax Contributions made;
(C)The Participant’s right to designate all or a part of the default Pre-Tax Contributions as Roth Contributions instead of Pre-Tax Contributions; and 
(D)How default Pre-Tax Contributions will be invested in the absence of the Participant’s investment instructions.
(iii)The Affected Participant will have a reasonable opportunity after receipt of the notice described in subsection (ii) to submit an affirmative Elective Deferral Agreement in accordance with Section 2.1(e) electing to increase, reduce or eliminate the automatic Pre-Tax Contribution, and/or electing that all or a portion of the default Pre-Tax Contribution be a Roth Contribution.  Any Pre-Tax Contributions being made pursuant to this Section 3.1(g) will cease as soon as administratively feasible after the Participant makes an affirmative election by submitting an Elective Deferral Agreement.” 
7.Section 4.1(a) is deleted in its entirety and the following new Section 4.1(a) inserted in lieu thereof:
“(a)    Amount of Matching Contribution.  Subject to an alternative Matching Contribution for a Participating Union Group listed on Appendix C, for each payroll period, each Participating Employer shall cause to be contributed on behalf of each of its Eligible Employees who either has an Elective Deferral Agreement in effect for such payroll period or is participating in the Plan per the automatic contribution arrangement described in Section 3.1(g) a Matching Contribution in an amount equal 
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to one hundred percent (100%) of such Participant’s Elective Deferrals for such payroll period, up to six percent (6%) of such Participant’s Covered Pay for such payroll period.  In addition to the foregoing, each Participating Employer shall cause to be contributed on behalf of each Participant who contributed an Elective Deferral during the Plan Year  an additional “true-up” Matching Contribution in such amount, if any, as may be necessary for the total Matching Contribution for the Plan Year to equal one hundred percent (100%) of such Participant’s Elective Deferrals for the Plan Year which do not exceed six percent (6%) (or such alternative Matching Contribution percentage for a Participating Union Group listed on Appendix C) of such Participant’s Covered Pay for the Plan Year.  Terminated Participants shall also be entitled to the additional “true-up” Matching Contribution, if required to ensure such Participant receives 100% of the Matching Contribution for the portion of the Plan Year in which such Participant had Elective Deferrals.  The additional true up Matching Contribution shall be calculated and contributed as soon as practicable following the last day of the Plan Year.” 
8.Except as specifically amended above, the Plan shall remain unchanged and, as amended herein, shall continue in full force and effect.
9.This Amendment No. 2 to the Plan is effective January 1, 2022.

IN WITNESS WHEREOF, NOC has caused this Amendment No. 2 to the Plan to be executed by its duly authorized representative.
        Newell Operating Company

Dated:  December 30, 2021    By: /s/                  
                  Bradford R. Turner 
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EXHIBIT 10.10

March 4, 2021

Michal Geller
Via electronic delivery 
Dear Michal,

I am very pleased to offer you the position of President Ecommerce & Digital, Newell Brands, with a start date of April 12, 2021. I believe you will thrive in Newell Brands' culture, and we can help you achieve your professional goals. Your starting salary will be $25,000 per pay period (paid semi-monthly), or $600,000 if annualized. This position will report to Ravi Saligram, CEO. Additional offer details are outlined below:

•Employment Transition Award: Subject to the approval of the Organizational Development & Compensation Committee of the Company's Board of Directors or its authorized subcommittee ("the Committee") and the terms of the Newell 2013 Incentive plan, as a transition award you will be granted restricted stock units with a grant value of $700,000 at the next award date, expected to be in March 2021. The restricted stock award will be fifty (50%) percent time-based restricted stock units, with one half of the award vesting on each of the first two anniversaries of the award date, and fifty (50%) percent performance-based restricted stock units vesting entirely on the second anniversary of the award date and subject to performance conditions based on ecommerce annual sales growth meeting target (100% payout) levels under the Management Bonus Plan for the Company's Ecommerce business, and in any case not less than 12%, in each of 2021 and 2022.

•Management Bonus Plan: You will be eligible to participate in our Management Bonus Plan. Your target bonus is 60% of earned base pay. Payout targets and bonus criteria are reviewed each year and may change from time to time.

•Long-Term Incentive Plan (LTIP): Subject to the approval of the Company's Board of Directors and the terms of the LTIP and the 2013 Incentive Plan, you will be eligible for an annual equity-based award with a target value equal to 110% of your base annual salary. The main award date is generally February; however, you will be eligible for a make-up award consistent with the terms of the LTIP at the at the next award date. Actual grants may vary from target based on individual and company performance. All equity-based awards will be subject to those terms and conditions approved by the Committee and set forth in the applicable award agreement.

•Benefits: You will be eligible to participate in the Newell Brands' U.S. benefits program as outlined in the attached “'Benefits Overview" document. You can learn more about the benefits program at NWLnewhires.com (case sensitive password: xxxxxxxx). If you elect to participate, your benefits will be effective on your hire date, provided you enroll within 30 days of your hire date.

•Supplemental Employee Savings Plan (“Supplemental ESP"): You are eligible to participate in a nonqualified plan under federal tax law and IRS regulations that allows eligible employees to save for the future, above and beyond the limits in place for their 401(k) plan. An enrollment period occurs in late fall of each year so you can elect deferrals for the next year. You will receive more information when the enrollment period is open.

•Flexible Perquisites Program: You will also be eligible to participate in Newell Brands' executive benefits including Flexible Perquisites Program. The Flexible Perquisites Program provides you with an annual cash allowance that may be used for such items as car, insurance, automobile maintenance, income tax preparation services, estate planning services, financial planning services, etc. This annual cash allowance will be in the amount of $21,638 or $901.58 semi-monthly. Additionally, you are eligible for an annual comprehensive executive physical through of the Company's preferred U.S. regional medical facilities.

•Vacation: You are eligible to accrue 1.67 days per month (equal to four weeks per year) of paid vacation. During your first year of employment, vacation time is pro-rated based on the quarter of hire and administered pursuant to the Vacation Policy.

•Holidays: Newell Brands offers a number of Company holidays, which may also include floating holidays. Specific holidays and/or the availability of floating holidays will be determined by the applicable Holiday Policy for your location.

•Severance and Change-in-Control: You will be eligible to participate in the Newell Brands Executive Severance Plan (the "Severance Plan"), as the same may be amended from time to time. By signing this letter, and as a condition of your participation in the Severance Plan, you hereby waive all rights to any payment or benefits under any other plan, agreement, policy or arrangement to the extent that it provides you with severance payments or other severance benefits upon a termination of employment with the Company.

•Section 409A: Payments and benefits provided under this letter are intended to be exempt from, or comply with, Section 409A of the Internal Revenue Code (the "Code"}, which regulates the timing of severance and certain other compensation. This offer letter shall be construed, administered, and governed in a manner that affects such intent, and Newell shall not take any action that would be inconsistent with such intent. Without limiting the foregoing, the payments and benefits provided under this letter may not be deferred, accelerated, extended, paid out or modified in a manner that would result in the imposition of additional tax, interest or penalties under Code Section 409A. Although Newell shall use its best efforts to avoid the imposition of such taxation, interest and penalties under Code Section 409A, the tax treatment of the benefits provided under this letter is not warranted or guaranteed. Neither the Company nor its affiliates nor its or their directors, officers, employees or advisers shall be held liable for any taxes, interest, penalties or other monetary amounts owed by you or any other taxpayer as a result of this letter.

•Other Agreements: You will be solely responsible for any associated tax filings and payment of taxes associated with your employment, without any gross-up or additional compensation from the Company, provided that the Company will withhold taxes at what it determines to be appropriate rates and in what it determines to be appropriate jurisdictions based on the information available to the Company. This offer of employment is contingent upon successful completion of a background check prior to your start date and upon your execution of various Company documents, including a confidentiality and non-solicitation agreement and agreeing to abide by the Newell Brands Code of Conduct.

Michal, we are confident your skills and experience will be a tremendous benefit to Newell Brands. We are very excited about the potential to have your experience in the organization and sincerely hope you decide to join our team. This is a significant career opportunity, and we are certain you can and will make a difference.

Sincerely, 

/s/ Steve Parsons

Steve Parsons
Chief Human Resources Officer Newell Brands

To indicate your acceptance of this offer, please sign in the space provided below and return no later than February 18, 2021. Please scan the signed offer letter and return to steve.parsons@newellco.com.

This offer 'is intended to lay out all elements of your compensation. Compensation offers outside this letter, or a previous offer letter, are not binding and will not be honored, so you should make sure you are clear on all parts of your offer and future expectations before signing this letter. Benefits programs, however, may change from year to year, so your benefits such as medical, dental, vision, retirement, and time off will be governed by the benefit plans in place at any given time.

At the same time this offer is merely a summary of the terms of the Company's offer to you and does not constitute or imply a contract of employment and that the Company may modify or terminate any of its benefit or compensation programs from time to time. Your signature indicates acknowledgement that if employed, your employment is to be "at will" which means that either the Company or you may terminate your employment at any time, with or without notice.

Notwithstanding anything in this offer letter to the contrary, you acknowledge and agree that all bonus payouts and other awards described herein are subject to the terms and conditions of the Company's drawback policy (if any) as may be in effect from time to time specifically to implement Section 10D of the Securities Exchange Act of 1934, as amended, and any applicable rules or regulations promulgated thereunder (including applicable rules and regulations of any national securities exchange on which the Company's common stock may be traded).

By signing this letter, you represent and warrant that you are not a party to any agreement that would limit your ability to work for Newell Brands. You further represent and warrant that your employment with Newell Brands will not require you to disclose or use any confidential, proprietary or trade secret information belonging to your prior employers. You additionally understand and acknowledge that Newell Brands does not require nor want you to disclose any such confidential, proprietary or trade secret information.

By signing this letter, you acknowledge that your signature serves as written authorization for the Company to deduct any reimbursement sums due to it from any amounts that the Company may owe to you, including without limitation salary, wages, commissions, bonuses, vacation pay, or incentive pay, provided that such deduction is permissible under controlling law.

/s/ Michal Geller                         

Michal Geller                             
Printed Name

    3/4/2021                                
Date

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