Document:

Executive Severance Plan General Release and Separation Agreement

 Exhibit 10.1 

 

 

 WINN-DIXIE STORES, INC. EXECUTIVE SEVERANCE PLAN 

GENERAL RELEASE AND SEPARATION AGREEMENT 
 This General Release and Separation Agreement (“Agreement”) is made and entered into between Daniel Portnoy (“Employee”) and Winn-Dixie Stores, Inc., its officers, agents, employees,
successors and assigns and any affiliated company, parent, or subsidiary, and their past and present directors, officers, employees, representatives, successors and assigns (“Winn-Dixie”) pursuant to Winn-Dixie Stores, Inc.’s
Executive Severance Plan, Plan Number 589, effective January 31, 2008 (“Plan”), with reference to the following facts: 
 R E C I T A L S 
 WHEREAS Employee’s job as SVP, Chief
Merchandising & Marketing Officer ceased effective January 5, 2011. This date will be referenced herein as Employee’s separation date and/or date of separation. 

WHEREAS Employee acknowledges that in order to receive the consideration outlined in the Plan, he/she must execute this Agreement
and return it to Winn-Dixie’s Legal Department, Attention: Timothy L. Williams. 
 WHEREAS Employee acknowledges
that the benefits he/she has elected to receive by executing and returning this Agreement are in excess of those he/she would have received from Winn-Dixie if he/she had not elected to execute and return this Agreement. 

WHEREAS Employee acknowledges that the benefits he/she will receive as a result of executing this Agreement are not something
he/she would have been entitled absent execution of this Agreement. 
 WHEREAS Employee acknowledges that the benefits
he/she will receive as a result of executing this Agreement will expire unless the Agreement is executed and returned to Winn-Dixie within ninety (90) days of the Employee’s separation date. 

WHEREAS Employee and Winn-Dixie seek to protect Winn-Dixie against unfair competition and its investment in its workforce.

 WHEREAS Employee and Winn-Dixie, each desire to settle, fully and finally, all claims, known or otherwise, that
Employee could have asserted based on his/her employment relationship and the separation thereof. 
 THEREFORE, in consideration
of the mutual promises set forth in this Agreement, Employee and Winn-Dixie agree as follows: 
  

							
		  		  	Daniel Portnoy	 	  

		  		  	Winn-Dixie Stores, Inc.	 	  

			
	 General Release and Separation Agreement
 Winn-Dixie Stores, Inc./Daniel Portnoy
  Page
 2

	 	
	  
	 	

  

	 	1.	Winn-Dixie Agrees 

In full consideration and as material inducement for Employee’s signing of this Agreement, and agreeing to the releases and promises
as provided for herein, Winn-Dixie agrees, in accordance with the Plan: 
  

	 	(a)	to pay Employee a minimum of Two Hundred Eighty-One Thousand Eight Hundred Seventy-Five Dollars and Ten Cents ($281,875.10) (the equivalent of twenty-six
(26) weeks of Week’s Gross Pay), less normal withholding tax and FICA deductions, and up to a maximum of One Million One Hundred Twenty-Seven Thousand Five Hundred Dollars and No Cents ($1,127,500.00) (the equivalent of one hundred four
(104) weeks of Week’s Gross Pay), less normal withholding tax and FICA deductions, as outlined in the Plan. 

  

	 	(b)	to pay Employee’s monthly COBRA premiums for the cost of continuing the health and dental benefits he/she was enrolled in on Employee’s separation date or as
subsequently modified under the health and dental plan change in election rules (including any coverage for spouse and dependents) for up to twenty-four (24) months or through the date on which Participant accepts other employment or otherwise
becomes ineligible to receive COBRA coverage, whichever occurs first, as outlined in the Plan. 

  

	 	(c)	if contacted by an employer or prospective employer of Employee, at the direction of Employee, to have its current Senior Vice President, Operations, Larry Appel,
discuss Employee’s employment with Winn-Dixie. 

  

	 	(d)	Winn-Dixie shall indemnify Employee as provided in its by-laws in effect during Employee’s employment and provide Directors & Officers liability insurance
under which Employee shall be deemed an insured for purposes of coverage for the period of Employee’s employment with Winn-Dixie to the same extent as all other Directors and Officers employed with Winn-Dixie as of Employee’s separation
date. Winn-Dixie and Employee each agree to notify the other of any lawsuit or action filed against the other of which either becomes aware, or any lawsuit or action in which Employee is or will be a witness regarding any aspect of his
employment with Winn-Dixie. 

  

	 	(e)	to not contest Employee’s entitlement to unemployment benefits, if any, he/she may be entitled to under applicable laws. 

  

							
		  		  	Daniel Portnoy	 	  

		  		  	Winn-Dixie Stores, Inc.	 	  

			
	 General Release and Separation Agreement
 Winn-Dixie Stores, Inc./Daniel Portnoy
  Page
 3

	 	
	  
	 	

  

	 	2.	Complete and Full General Release of All Claims 

 In consideration for the benefits set out more fully below, Employee, for himself/herself, his/her heirs, successors and assigns, hereby, unconditionally and forever releases and discharges Winn-Dixie and
any affiliated company, parent, or subsidiary, and their past and present directors, officers, employees, representatives, successors and assigns from any and all claims, whether known or not, including but not limited to, claims, rights, or amounts
for attorneys’ fees, wages, debts or damages of any kind arising out of, but not limited to, his/her hiring, employment, treatment by or separation from employment with Winn-Dixie. This Agreement applies to all claims and causes of action
including, but not limited to, claims, arising under any civil rights statutes, including but not limited to the Civil Rights Act of 1964, the Civil Rights Act of 1866, the Civil Rights Act of 1871, the Employee Retirement Income Security Act, the
Americans With Disabilities Act, the Age Discrimination in Employment Act of 1967, the Family Medical Leave Act, the Fair Labor Standards Act of 1938, the Rehabilitation Act of 1973, the National Labor Relations Act, the Florida Civil Rights Act of
1992, or any other local, state or federal law or regulation of whatever kind, or any theory of contract or tort based on events occurring prior to the execution of this Agreement. Furthermore, this Agreement applies to all claims and causes of
action including, but not limited to, claims related to any other entitlement to severance from Winn-Dixie under any other plan or agreement. This Agreement, however, will not apply to claims for benefits to which the Employee is eligible under
Winn-Dixie-sponsored pension, retirement or health insurance plans. 
  

	 	3.	No Other Filings 

Employee represents that he/she has not filed any charges, complaints or other accusatory pleadings against Winn-Dixie or any of its
officers, directors, employees or representatives based upon or arising out of any aspect of his/her employment relationship with Winn-Dixie or separation therefrom which may have accrued as of the date of the execution of this Agreement. Employee
agrees that if at any time after the execution of this Agreement it is established that he/she violated the terms of this provision, Winn-Dixie shall have the right to seek appropriate relief, including, but not limited to, a permanent injunction
restraining Employee from further violations. Employee further agrees that damages for any breach of this provision will be difficult to calculate and that should Employee breach this provision, Winn-Dixie shall be entitled to both stop payment of
any funds owed under this Agreement and the Plan and bring legal action against Employee in a court of competent jurisdiction for each such breach. Upon the entry of any judgment finding such a breach, Winn-Dixie shall also be entitled to recover
forty percent (40%) of all payments made to Employee or on his/her behalf as outlined in the Plan as liquidated damages for each such breach. Employee further agrees that with respect to the claims he/she is waiving, he/she is waiving his/her
right to recover money or other relief in any action that might be brought on his/her behalf by any other person or entity including, but not limited to, the United States Equal Employment Opportunity Commission, the Department of Labor, or any
other (U.S. or foreign) federal, state or local governmental agency or department. 

  

							
		  		  	Daniel Portnoy	 	  

		  		  	Winn-Dixie Stores, Inc.	 	  

			
	 General Release and Separation Agreement
 Winn-Dixie Stores, Inc./Daniel Portnoy
  Page
 4

	 	
	  
	 	

  

	 	4.	Non-Admission of Liability 

 It is understood and agreed that this Agreement has been reached purely on a compromise basis and is not to be construed as an admission by either Employee or Winn-Dixie of any violation of any federal,
state or local law, ordinance, or administrative regulation, or any action in contract or tort which either party could have brought in a subsequent lawsuit. 
  

	 	5.	Return of Materials 

Employee agrees to return all equipment owned by Winn-Dixie in his/her possession, custody or control upon his/her Separation date. The
term equipment includes, but is not limited to laptops, wireless communication devices, credit cards, access cards or any other equipment specifically assigned to Employee and used for business purposes by Employee (“Equipment”) as SVP,
Chief Merchandising & Marketing Officer. The term equipment does not include business cards, office supplies, pencils or any other item not specifically assigned to Employee. Employee further agrees to return all materials, memorandum,
notes, records, lists, or any other documents or tangible medium containing proprietary information pertaining to Winn-Dixie’s business or its customers (“Materials”) upon his/her separation date. 

Employee and Winn-Dixie further agree that damages for any breach of Employee’s agreement to return materials will be difficult to
calculate and that should Employee breach this promise to return materials, Winn-Dixie shall be entitled to both stop payment of any funds owed under this Agreement and bring legal action against Employee in a court of competent jurisdiction for
each such breach. Upon the entry of any judgment finding such a breach, Winn-Dixie shall also be entitled to recover forty percent (40%) of all payments made to Employee or on his/her behalf as outlined in the Plan as liquidated damages for
each such breach. To the extent, Employee discovers that he/she has inadvertently or mistakenly failed to return any of the aforementioned Equipment or Materials, Employee agrees to immediately return the Equipment and/or Materials by way of
overnight delivery to Winn-Dixie’s General Counsel. So long as Employee has not used said inadvertently or mistakenly withheld Equipment or Materials to violate any other provision of this Agreement, any such discovery and return of said
inadvertently or mistakenly withheld Equipment or Materials shall not subject Employee to liability under this provision. 
  

	 	6.	Non-Solicitation 

For one hundred four (104) weeks after his/her separation date, Employee agrees that he/she will not directly or indirectly, without
the Winn-Dixie’s prior written consent, solicit employees of Winn-Dixie who worked under Employee’s supervision and with whom Employee had substantial business dealings for the purpose of inducing them to leave their employment with the
Company or its affiliates. 

  

							
		  		  	Daniel Portnoy	 	  

		  		  	Winn-Dixie Stores, Inc.	 	  

			
	 General Release and Separation Agreement
 Winn-Dixie Stores, Inc./Daniel Portnoy
  Page
 5

	 	
	  
	 	

  

 In the event of any breach by Employee of the above-referenced non-solicitation clause,
the resulting injuries to Winn-Dixie would be difficult or impossible to estimate accurately, but it is certain that injury or damages will result to the business of Winn-Dixie. Employee therefore agrees that, in the event of any such breach,
Winn-Dixie shall be entitled, in addition to any available legal or equitable remedies for damages, to an injunction to restrain the violation or anticipated violation of this clause. Winn-Dixie’s rights under this paragraph shall be in
addition to every other remedy (equitable, statutory, legal or contractual) to which Winn-Dixie may be entitled. 
  

	 	7.	Non-Disparagement 

For one hundred four (104) weeks after his/her separation date, Employee agrees to refrain from publicly or privately either
directing any disparaging or defamatory remarks regarding Winn-Dixie or engaging in any form of disparaging or defamatory conduct that disparages Winn-Dixie, portrays Winn-Dixie in a negative light, or otherwise impairs the reputation, goodwill or
commercial interests of Winn-Dixie Company or its affiliates. Employee understands and agrees that this restriction prohibits, among other things, the making of disparaging or defamatory remarks regarding Winn-Dixie or engaging in any disparaging or
defamatory conduct that disparages, portrays in a negative light, or otherwise impairs the reputation, goodwill or commercial interests of Winn-Dixie to any (1) member of the general public; (2) either customers, vendors or suppliers or
potential customers, vendors or suppliers of Winn-Dixie; (3) current, former or prospective employees of Winn-Dixie; or (4) member(s) of the press or other media. 
 In the event of any breach by Employee of the above-referenced non-disparagement clause, the resulting injuries to Winn-Dixie would be difficult or impossible to estimate accurately, but it is certain
that injury or damages will result to the business of Winn-Dixie. Employee therefore agrees that, in the event of any such breach, Winn-Dixie shall be entitled, in addition to any available legal or equitable remedies for damages, to an injunction
to restrain the violation or anticipated violation of this clause. Winn-Dixie’s rights under this paragraph shall be in addition to every other remedy (equitable, statutory, legal or contractual) to which Winn-Dixie may be entitled. 

 

	 	8.	Non-Disclosure  

Employee agrees that in his/her position as SVP, Chief Merchandising & Marketing Officer he/she had access to and indeed did
review proprietary and confidential information that both was not available to the general public and Winn-Dixie took reasonable steps to protect from being disseminated to the public. This information included, but was not limited to customer,
supplier and vendor information; processes; know-how; trade secrets defined as information including a formula, pattern, compilation, program, device, method, technique, or process that derives independent economic value, actual or potential, from
not being generally known to, and not being readily ascertainable by proper means by, other persons who can obtain economic value from its disclosure or use and is the subject of efforts that are reasonable under the circumstances to maintain its
secrecy; other valuable confidential business information or professional information that otherwise does not qualify 

  

							
		  		  	Daniel Portnoy	 	  

		  		  	Winn-Dixie Stores, Inc.	 	  

			
	 General Release and Separation Agreement
 Winn-Dixie Stores, Inc./Daniel Portnoy
  Page
 6

	 	
	  
	 	

  

 
as trade secrets; pricing; marketing strategies; and all other similar and related information of Winn-Dixie. Employee further agrees that Winn-Dixie has a legitimate business interest in
protecting substantial relationships with specific prospective or existing customers, vendors, or suppliers; customer or vendor goodwill associated with its business; and extraordinary or specialized training. In light of Employee’s access to
this information, Employee furthermore agrees that he/she will not at any time disclose any of Winn-Dixie’s proprietary, secret or confidential information to any person or party, directly or indirectly, for a period of at least five
(5) years from the Employee’s separation date 
 In the event of any breach by Employee of the above-referenced
non-disclosure clause, the resulting injuries to Winn-Dixie would be difficult or impossible to estimate accurately, but it is certain that injury or damages will result to the business of Winn-Dixie. Employee therefore agrees that, in the event of
any such breach, Winn-Dixie shall be entitled, in addition to any available legal or equitable remedies for damages, to an injunction to restrain the violation or anticipated violation of this clause. Winn-Dixie’s rights under this paragraph
shall be in addition to every other remedy (equitable, statutory, legal or contractual) to which Winn-Dixie may be entitled. 
  

	 	9.	Complete Agreement 

It is understood and agreed that this Agreement sets forth the entire agreement between Employee and Winn-Dixie and supercedes any
previous agreement between Employee and Winn-Dixie. 
  

	 	10.	Choice of Law 

This Agreement is to be construed according to the laws of the State of Florida. 

 

	 	11.	Severability 

Should any provision of this Agreement be declared unlawful or invalid, all other provisions shall remain in full force and effect.

  

							
		  		  	Daniel Portnoy	 	  

		  		  	Winn-Dixie Stores, Inc.	 	  

			
	 General Release and Separation Agreement
 Winn-Dixie Stores, Inc./Daniel Portnoy
  Page
 7

	 	
	  
	 	

  

	 	12.	Acknowledgment 

EMPLOYEE REPRESENTS AND ACKNOWLEDGES THAT HE/SHE HAS BEEN ADVISED TO CONSULT WITH AN ATTORNEY PRIOR TO ENTERING THIS AGREEMENT, AND
THAT HE/SHE HAS BEEN PROVIDED WITH A PERIOD OF AT LEAST FORTY-FIVE (45) DAYS WITHIN WHICH TO CONSIDER THE AGREEMENT. EMPLOYEE FURTHER REPRESENTS AND ACKNOWLEDGES THAT HE/SHE HAS READ THIS AGREEMENT IN ITS ENTIRETY, THAT THE AGREEMENT IS WRITTEN
IN A MANNER CALCULATED TO BE UNDERSTOOD BY HIM/HER, THAT HE/SHE FULLY UNDERSTANDS ITS CONTENT AND EFFECT, AND, WITHOUT DURESS OR COERCION, KNOWINGLY AND VOLUNTARILY AGREES TO ITS TERMS AND CONDITIONS. EMPLOYEE ALSO ACKNOWLEDGES AND REPRESENTS THAT
THE CONSIDERATION PROVIDED IN EXCHANGE FOR THIS AGREEMENT IS OF VALUE TO HIM/HER AND IS NOT ANYTHING TO WHICH HE/SHE IS ALREADY ENTITLED. 
 EMPLOYEE FURTHER ACKNOWLEDGES THAT HE/SHE MAY REVOKE THIS AGREEMENT AT ANY TIME WITHIN SEVEN (7) DAYS OF EXECUTING THE AGREEMENT. ANY REVOCATION, HOWEVER, MUST BE IN WRITING AND DELIVERED TO
WINN-DIXIE’S SENIOR VICE PRESIDENT OF HUMAN RESOURCES. BOTH PARTIES ACKNOWLEDGE AND AGREE THAT THIS AGREEMENT SHALL NOT BECOME EFFECTIVE OR ENFORCEABLE UNTIL THE SEVEN (7) DAY REVOCATION PERIOD HAS EXPIRED. 

Dated this          day of
                                         
               , 2011. 
  

							
	By:	 	  
	    	By:	 	  

		 	    Daniel Portnoy	    		 	    Timothy L. Williams
		 		    		 	    SVP, General Counsel and
		 		    		 	    Corporate Secretary

 Sworn to and
subscribed before me 
 this          day of
                                         
               , 2011.Susquehanna Bancshares, Inc. - Long-Term Incentive Plan

 Exhibit 10.1 

 

 

 Susquehanna Bancshares, Inc. 
 Long-Term Incentive Plan 
 January 2011 

OUR VISION 
 -
People are our most valuable asset 
 - Customers are our highest priority 

- Information is our competitive edge 
 - Performance is our key to winning 

 Susquehanna Bancshares, Inc. Long-Term Incentive Plan (2011) 

 
 Introduction 

Susquehanna Bancshares, Inc. (the “Company”) has adopted this Long-Term Incentive Plan (the “Plan”) to provide a vehicle to reward
eligible employees for their contributions to the Company’s financial success. Grants awarded pursuant to the terms of the Plan will be granted under the Susquehanna Bancshares, Inc. Amended and Restated 2005 Equity Compensation Plan (the
“Equity Plan”) and subject to the terms of the applicable form of grant instrument evidencing such grant (the “Grant Instrument”). Capitalized terms used herein and not otherwise defined shall have the meanings set forth in the
Equity Plan. In the event there is any inconsistency or discrepancy between the provisions of the Plan and the provisions of the Equity Plan, the provisions of the Equity Plan shall prevail. 
 Effective Date 
 The Plan is effective January 1, 2011. Each January 1 to
December 31 period will be the “Plan Year.” The Plan will be reviewed annually by the Compensation Committee of the Board of Directors of the Company (the “Compensation Committee”) to ensure proper alignment with the
Company’s business objectives. The Compensation Committee retains the rights, as described below, to amend or modify the Plan at any time.
 Purpose 
 The Plan’s objectives are to: 

 

	 	•	 	 Align executives with shareholder interests. 

  

	 	•	 	 Increase executive stock ownership and holdings. 

  

	 	•	 	 Ensure sound risk management by providing a balanced view of performance and aligning rewards with the time horizon of risk.

  

	 	•	 	 Position the Company’s total compensation to be competitive with market for meeting performance goals. 

 

	 	•	 	 Reward long-term sustained performance. 

  

	 	•	 	 Enable the Company to attract and retain talent needed to drive the Company’s success. 

Plan Administration 
 The Plan has been
approved by the Compensation Committee and the Compensation Committee will administer the Plan. The Compensation Committee has the sole authority to interpret the Plan and to make or nullify any rules and procedures, as necessary, for proper
administration of the Plan. Any determination by the Compensation Committee with respect to the employees receiving Grants awarded under the Plan will be final and binding. 

  
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 Participation and Eligibility 
 Selected senior employees are eligible to participate in the Plan. Employees will be nominated by the CEO to be eligible to participate and will be approved by the Compensation Committee. 

Plan Components and Vesting 
 Grants
under the Plan shall consist of grants of nonqualified stock options, restricted stock units or such other equity award available under the Equity Plan as determined by the Compensation Committee (collectively, “Grants”). All Grants shall
be subject to the terms and conditions of the Plan and to those other terms and conditions consistent with the Equity Plan and the Grant Instrument as the Compensation Committee deems appropriate. 

Unless otherwise specified in the Grant Instrument or the Equity Plan, nonqualified stock options shall vest incrementally over three years and
restricted stock units shall vest after three years and will be subject to a one-year holding requirement. 
 Long-Term Incentive Opportunity

 Each eligible employee will have a specified target Grant opportunity (the “Target Grant”), based on his or her role at the
Company and such other factors as the Committee deems appropriate. The Target Grant for each eligible employee is determined by the Compensation Committee in its sole discretion. 
 Annual Grants 
 Grants will be made annually based on assessment of employee and Company
performance. Performance will be measured on a discretionary basis and may include consideration of factors such as the Company’s performance, business environment, affordability and employee performance and contribution and such other factors
as the Committee deems appropriate. All Grants shall be made at the discretion of the Compensation Committee. 
 Termination of Employment

 An employee who terminates employment with the Company due to reasons other than death, disability, retirement, or change of control (each
as defined in the Equity Plan or Grant Instrument) will forfeit any unvested Grants awarded under the Plan upon such termination of employment. 

Death, Disability, Retirement or Change of Control 
 Vesting of a Grant for an employee who ceases to be employed by the Company due to death, disability, retirement or change of control will be determined in accordance with the terms and conditions set
forth in the Equity Plan or the Grant Instrument. 

  
 3 

 Taxes 
 All Grants will be subject to tax withholding in accordance with the terms of the Equity Plan and Grant Instrument. 
 Application of Section 409A of the Internal Revenue Code 
 The Plan is intended to
comply with the requirements of section 409A of the Code, and shall in all respects be administered in accordance with section 409A of the Code. Notwithstanding anything in the Plan to the contrary, payments may only be made upon an event and in a
manner permitted by section 409A of the Code. 
 Limitations on Rights Conferred under Plan 

Nothing contained in the Plan or in any documents related to the Plan will confer upon any employee any right to continue as an employee or in the employ
of the Company or constitute any contract or agreement of employment, or interfere in any way with the right of the Company to reduce such person’s compensation, to change the position held by such person or to terminate the employment of such
employee, with or without cause, but nothing contained in the Plan or any document related thereto will affect any other contractual right of any employee. No benefit payable under, or interest in, the Plan will be transferable by an employee except
by will or the laws of descent and distribution or otherwise be subject in any manner to anticipation, alienation, sale, transfer, assignment, pledge, encumbrance or charge. 
 Plan Changes or Discontinuance 
 The Compensation Committee may add to, amend, modify or
discontinue any of the terms or conditions of the Plan at any time. 
 Ethics, Interpretation and Clawback 

If there is any ambiguity as to the meaning of any terms or provisions of the Plan or any questions as to the correct interpretation of any information
contained therein, the Company’s interpretation expressed by the Compensation Committee will be final and binding. 
 The altering,
inflating, and/or inappropriate manipulation of performance/financial results or any other infraction of recognized ethical business standards, will subject the employee to disciplinary action up to and including termination of employment. In
addition, any incentive compensation as provided by the Plan to which the employee would otherwise be entitled will be revoked. 
 All Grants
awarded under the Plan will be subject to any compensation, clawback and recoupment policies that may be applicable to the employees of the Company, as in effect from time to time and as approved by the Board of Directors or a duly authorized
committee thereof, whether or not approved before or after the effective date of the Plan. 

  
 4 

 Severability 
 Each provision in the Plan is severable, and if any provision is held to be invalid, illegal, or unenforceable, the validity, legality and enforceability of the remaining provisions will not, in any way,
be affected or impaired thereby. 
 Successors and Assigns 
 The provisions of the Plan will be binding upon the Company and its successors and upon the employees and their legal representatives. 
 Governing Law 
 The validity, construction, and effect of the Plan, any rules and
regulations relating to the Plan, and any payment made under the Plan will be determined in accordance with the laws of the Commonwealth of Pennsylvania, without giving effect to principles of conflicts of laws, and applicable Federal law.

  
 5

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