Document:

EX-10.7

 Exhibit 10.7 

NORTHWEST NATURAL GAS COMPANY 

SUPPLEMENTAL EXECUTIVE RETIREMENT PLAN 

2018 RESTATEMENT 

 TABLE OF CONTENTS 

 

							
	 	 	 	  	Page	 
	1.	 	 Purpose; Effective Date
	  	 	1	 
			
	2.	 	 Eligibility
	  	 	1	 
			
	3.	 	 Years of Participation; Separation from Service
	  	 	1	 
			
	4.	 	 Normal Retirement Benefit
	  	 	1	 
			
	5.	 	 Early Retirement Benefit
	  	 	3	 
			
	6.	 	 Termination Benefit
	  	 	3	 
			
	7.	 	 Time and Form of Payment to Participant
	  	 	4	 
			
	8.	 	 Death Benefit
	  	 	5	 
			
	9.	 	 Change in Control.
	  	 	6	 
			
	10.	 	 Administration
	  	 	7	 
			
	11.	 	 Claims Procedure
	  	 	7	 
			
	12.	 	 Amendment and Termination of the Plan
	  	 	7	 
			
	13.	 	 Miscellaneous
	  	 	8	 

  
 -i- 

 INDEX OF TERMS 

 

							
	 Term
	  	 Section
	  	Page	 
	Board	  	1	  	 	1	 
			
	Change in Control Severance Benefit	  	9(b)	  	 	6	 
	Committee	  	10(a)	  	 	7	 
	Company	  	1	  	 	1	 
			
	Deferred Comp Plan	  	4(e)(ii)	  	 	2	 
	Disability – SERP	  	6(e)	  	 	4	 
			
	Early Retirement Date	  	5(a)	  	 	3	 
	Effective Date	  	1	  	 	1	 
	Eligibility Date	  	2	  	 	1	 
	ESRIP	  	1	  	 	1	 
			
	Final Average Pay	  	4(c)	  	 	1	 
			
	Normal Retirement Date	  	4(a)	  	 	1	 
			
	Parent	  	1	  	 	1	 
	Participant	  	2	  	 	1	 
	Pension Offset	  	4(e)	  	 	2	 
	Plan – SERP	  	1	  	 	1	 
			
	Qualified Plan	  	1	  	 	1	 
			
	Separation from Service	  	3	  	 	1	 
	Short Service Factor	  	4(d)	  	 	2	 
			
	Tier 1 Participant	  	2	  	 	1	 
	Tier 2 Participant	  	2	  	 	1	 
			
	Year of Participation	  	3	  	 	1	 

  
 ii 

 NORTHWEST NATURAL GAS COMPANY 

SUPPLEMENTAL EXECUTIVE RETIREMENT PLAN 

2018 RESTATEMENT 
 
1.    Purpose; Effective Date. The Board of Directors (the “Board”) of Northwest Natural Gas Company (the “Company”) adopts this Supplemental Executive Retirement Plan (the “Plan”) in
order to attract and retain highly effective executives by providing retirement benefits in excess of those provided by the Northwest Natural Gas Company Retirement Plan for Bargaining Unit and Non-Bargaining
Unit Employees (the “Qualified Plan”). The Plan shall not apply to executives already covered by the Company’s Executive Supplemental Retirement Income Plan (the “ESRIP”). The Plan is intended to constitute an unfunded plan
maintained for the purpose of providing deferred compensation for a select group of management or highly compensated employees. The Plan was adopted effective as of September 1, 2004 (the “Effective Date”) and previously restated
effective December 1, 2006 and January 1, 2010. In order to comply with changes in applicable law and to clarify existing provisions, the Company adopted the 2007 Restatement effective December 20, 2007, except the changes to the
second sentence of 3, to 5(b), and to 6(b) were effective September 1, 2004 as though included in the original Plan. The Plan was further amended by the 2011 Restatement on September 22, 2011 with the clarifying changes to 5(b) effective
September 1, 2004 as though included in the original Plan. Effective October 1, 2018, the Company became a wholly-owned subsidiary of Northwest Natural Holding Company (“Parent”) and holders of Company common stock became holders
of Parent common stock. To make appropriate changes to the Plan in relation to the foregoing corporate transaction, the Company adopts this 2018 Restatement effective October 1, 2018. 

2.    Eligibility. Each executive officer of the Company or Parent hired into such
office after the Effective Date and each other executive employee of the Company or Parent designated by the Organization and Executive Compensation Committee of the Board shall be eligible to participate in the Plan (a “Participant”).
“Eligibility Date” means the first date as of which the Participant became an executive officer of the Company or Parent or the effective date of designation to participate in the Plan, whichever applies. A Participant with an Eligibility
Date before December 1, 2006 (a “Tier 1 Participant”) shall be provided full benefits under the Plan and a Participant with an Eligibility Date on or after that date (a “Tier 2 Participant”) shall be provided with Make-Up Benefits as described in 4(f), 5(d), 6(d), 7(d), and 8(d). Participants in the ESRIP shall not be eligible to participate in the Plan. 

3.    Years of Participation; Separation from Service. Vesting of benefits, accrual
of benefits, and eligibility for retirement shall be based on the Participant’s Years of Participation. “Year of Participation” means a 12-month period elapsed between the Participant’s
Eligibility Date and Separation from Service, including fractions of a year for any completed one-month periods. If participation is not continuous, whole and fractional months shall be aggregated and any
remaining fractional month shall be disregarded. “Separation from Service”, when used in this Plan, shall have the meaning ascribed to such term in Treasury Regulations §1.409A-1(h). 

4.    Normal Retirement Benefit. 

(a)    Normal Retirement Date. A Participant’s “Normal Retirement Date” is the first of the month
following Separation from Service at or after attainment of age 65 and completion of five Years of Participation. 

(b)    Amount of Benefit. A Tier 1 Participant’s benefit upon Normal Retirement Date shall be a lump sum equal
to six times Final Average Pay (FAP) times the Short Service Factor (SSF) minus the Pension Offset (PO) as follows: 
 Lump sum = (6 x FAP x
SSF) - PO 
 (c)    Final Average Pay. “Final Average Pay” means the annual average determined by taking
the sum of the Participant’s Total Compensation for the five (5) consecutive Compensation Years out of the Participant’s final ten (10) Compensation Years with the Company which produce the highest five (5) year total
amount, and dividing such sum by five (5). 

  
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 (i)    Total Compensation for any Compensation
Year means the sum of (A) plus (B): 
 (A)    The annual salary in effect during the Compensation
Year; provided, however, that if a Participant’s salary is changed during a Compensation Year, the salary amount included in Total Compensation for that Compensation Year shall be the total amount of salary the Participant earned for services
during that Compensation Year or would have earned for services during that Compensation Year if employment had continued at his or her final salary level for the full Compensation Year. 

(B)    The annual performance award for the prior calendar year approved by the beginning of the
Compensation Year; provided, however, that the amount of the annual performance award included in Total Compensation for any calendar year after 2009 shall not exceed 125% of the Participant’s target award; provided further, however, that if a
Participant has a Separation from Service during the last 61 days of any Compensation Year, Total Compensation for each of the Participant’s final ten (10) Compensation Years shall also be calculated as the sum of the salary in effect for
such Compensation Year as determined under (A) plus the annual performance award for the calendar year that ended during such Compensation Year, and these alternate Total Compensation calculations shall be used if the resulting Final Average
Pay is higher. 
 (ii)    Compensation Year means the twelve (12) month period from
March 1 to February 28/29, including any partial portion of such period preceding a Separation from Service. 

(d)    Short Service Factor. “Short Service Factor” means a percentage calculated by dividing the Tier 1
Participant’s Years of Participation at Separation from Service by 15, not to exceed 100 percent. 

(e)    Pension Offset. “Pension Offset” means a lump sum amount equal to the combined actuarial equivalent
value of the following: 
 (i)    The Tier 1 Participant’s benefit payable at age 65 under the
Qualified Plan in the normal form provided by that plan; 
 (ii)    The
make-up benefit payable at age 65 provided by any elective nonqualified deferred compensation plan of the Company (a “Deferred Comp Plan”) on account of the reduction in benefits under the Qualified
Plan and under Social Security resulting from deferral of compensation under the Deferred Comp Plan; and 

(iii)    The Tier 1 Participant’s Social Security benefit payable at age 65, as estimated by the
Committee based on the Tier 1 Participant’s total compensation in the most recent full calendar year and an assumed rate of increase over a full working career. 

(f)    Make-Up Benefit. A Tier 2 Participant’s benefit upon Normal
Retirement Date shall be equal to the amount, if any, by which the Tier 2 Participant’s benefit under the Qualified Plan would be greater than the actual benefit payable under the Qualified Plan upon Normal Retirement Date in the absence of
both the following limits: 
 (i)    The limit provided by Section 401(a)(17) of the Internal
Revenue Code on compensation counted under the Qualified Plan. 
 (ii)    The limit provided by
Section 415(b) of the Internal Revenue Code on benefits payable under the Qualified Plan. 

  
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 (g)    Deferred Compensation. The Tier 2 Participant’s
Qualified Plan benefit calculated without the limits in (f)(i) and (ii) shall treat salary and bonus deferred by the Tier 2 Participant under the Northwest Natural Gas Company Deferred Compensation Plan for Directors and Executives or the
predecessor to such plan as though it had been paid to or received by the Tier 2 Participant in the year when the deferral occurred, but only to the extent such salary and bonus is not counted in the calculation of a supplemental retirement benefit
payable to the Tier 2 Participant under Section 8 of such plan. 
 5.    Early
Retirement Benefit. 
 (a)    Early Retirement Date. A Participant’s “Early Retirement Date” is
the first of the month following Separation from Service at or after attainment of age 55 and completion of 15 Years of Participation and before attainment of age 65. 

(b)    Amount of Benefit. A Tier 1 Participant’s benefit upon Early Retirement Date shall be a lump sum
determined under the same formula in 4(b) as the benefit at Normal Retirement Date, with the same defined terms, subject to the following additional detail in the definition of Pension Offset. The value of the Qualified Plan benefit and the make-up benefit provided by the Deferred Comp Plan shall be based on the value at age 65 of the unadjusted normal retirement benefits payable under those plans, even if those benefits start before age 65. The value
of the Social Security benefit shall be determined as of the later of the Tier 1 Participant’s Early Retirement Date or the date the Tier 1 Participant will attain age 62 assuming payments commence on that determination date and, if determined
as of a future date, based on the assumptions of no earnings after Early Retirement Date and future increases in the national average wage index used to calculate Social Security benefits based on the intermediate assumptions in the most recent
report of the Social Security trustees. 
 (c)    Reduction for Commencement Before Age 60. The Tier 1
Participant’s benefit upon Early Retirement Date shall be reduced by five percent for each year by which Early Retirement Date precedes the first of the month following the Tier 1 Participant’s 60th birthday, with interpolation for a
partial year based on one-twelfth of the full five percent for each month. 

(d)    Make-Up Benefit. A Tier 2 Participant’s benefit upon Early
Retirement Date shall be the same as the Tier 2 Participant’s benefit upon Normal Retirement Date, except the calculation shall be based on the Qualified Plan benefit as of the Early Retirement Date without the limits described in 4(f)(i) and
(ii) and based on deferred salary and bonus as provided in 4(g). 

6.    Termination Benefit. 

(a)    Vesting. A Participant shall become vested in benefits under the Plan upon completing five Years of
Participation, upon suffering a Disability, or when entitled to a Change in Control Severance Benefit as provided in 9(a). A Participant whose employment with the Company terminates prior to vesting shall forfeit any right to benefits under the
Plan, subject to reinstatement of such right upon rehire into a position with the Company eligible to participate in the Plan. A Participant whose Separation from Service with the Company occurs after becoming vested and before qualifying for Early
or Normal Retirement Date shall be paid a termination benefit. 
 (b)    Amount of Benefit. A Tier 1
Participant’s termination benefit shall be determined under the same formula in 4(b) as the benefit at Normal Retirement Date, with the same defined terms, subject to the following additional detail in the definition of Pension Offset. The
Pension Offset shall be calculated the same as on Early Retirement Date, except the value of Social Security benefits shall be determined as of the date the Tier 1 Participant will attain age 65 assuming that payments commence on that date and based
on the assumptions of future earnings continuing at the Participant’s last pay rate with the Company and future cost of living adjustments and increases in the national average wage index used to calculate Social Security benefits based on the
intermediate assumptions in the most recent report of the Social Security trustees. 
 (c)    Reduction for
Commencement Before Age 60. The Tier 1 Participant’s termination benefit shall be reduced by five percent for each year by which the first of the month following Separation from Service precedes the first of the month following the
Participant’s 60th birthday, with interpolation for a partial year based on one-twelfth of the full five percent for each month. This paragraph (c) shall not reduce the Tier 1 Participant’s
benefit below 40 percent of the amount payable at age 60. 

  
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 (d)    Make-Up Benefit. A
Tier 2 Participant’s termination benefit shall be the same as the Tier 2 Participant’s benefit upon Normal Retirement Date, except the calculation shall be based on the Qualified Plan benefit, without the limits described in 4(f)(i) and
(ii) and based on deferred salary and bonus as provided in 4(g), as of the date the Tier 2 Participant’s benefit commences as provided in 7(d). 

(e)    Disability. “Disability” means a termination of employment because of absence from duties with the
Company for 180 consecutive days as a result of the Participant’s incapacity due to physical or mental illness or injury, unless within 30 days after a written notice of termination is given following such absence the Participant returns
to full-time performance of Company duties. 
 7.    Time and Form of Payment to
Participant. 
 (a)    Lump Sum. Except as provided in (b), (c), and (f), benefits shall be paid to a Tier 1
Participant in a lump sum of cash within 30 days following the Tier 1 Participant’s Separation from Service. 

(b)    Optional Annuity Forms. A Tier 1 Participant can receive payment of the Normal Retirement benefit described
in Section 4 or the Early Retirement benefit described in Section 5 in any of the standard or optional annuity forms of benefit described in 6.01 and 6.02 of the Qualified Plan, other than a joint and survivor annuity upon marriage or
remarriage after the annuity starting date. 
 (c)    Election of Annuity Form. A Tier 1 Participant may elect to
receive payment of the benefit amounts described in Sections 4 or 5 in an annuity form of benefit in lieu of a lump sum at any time by delivering written notice of the election to the Committee. The election shall take effect 12 months following the
date on which it is delivered to the Committee. If the Tier 1 Participant has a Separation from Service less than 12 months following the date the election is delivered or if the total benefit is no more than the applicable dollar amount under
Internal Revenue Code section 402(g)(1)(B) (which is $18,500 in 2018), benefits shall be paid in a lump sum. An election to receive an annuity form of benefit must specify a date for commencement of annuity payments that is at least five years after
Separation from Service. However, a Tier 1 Participant may elect no later than December 31, 2008, to receive an annuity form of benefit in lieu of a lump sum commencing with the first month following Separation from Service without a five-year
delay in commencement and such election shall be effective immediately without a 12-month delay in effectiveness. A Tier 1 Participant who has elected to receive an annuity form of benefit may choose which of
the annuity forms described in (b) will be paid, and to change such choice, at any time at least 30 days before the first day of the month in which annuity payments commence. If the Tier 1 Participant does not make a timely election under this
7(c), the annuity benefit shall be paid in the default annuity form applicable to the Tier 1 Participant under the Qualified Plan. 

(d)    Make-Up Benefit. Except as provided in (f) and (g), benefits
shall be paid to a Tier 2 Participant in one of the standard or optional annuity forms of benefit described in 6.01 and 6.02 of the Qualified Plan, other than a joint and survivor annuity upon marriage or remarriage after the annuity starting date,
as selected by the Tier 2 Participant in accordance with the rules of the Qualified Plan, commencing upon a Separation from Service as follows: 

(i)    If the Tier 2 Participant is eligible to receive normal retirement benefits under the Qualified Plan
based on having reached age 62 at the time of Separation from Service, and therefore receives an amount of benefits under this Plan calculated consistently therewith, the annuity shall commence with the first month following the Separation from
Service. 
 (ii)    If the Tier 2 Participant is eligible to receive early retirement benefits under the
Qualified Plan based on having satisfied the Rule of 70 at the time of Separation from Service, and therefore receives an amount of benefits under this Plan calculated consistently therewith, the annuity shall commence with the first month following
the later of the Tier 2 Participant’s 55th birthday or the Tier 2 Participant’s Separation from Service. 

  
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 (iii)    If the Tier 2 Participant is not eligible to
receive normal retirement benefits or early retirement benefits as referred to in (i) or (ii), but is eligible to receive termination benefits under this Plan, the annuity shall commence with the first month following the Tier 2
Participant’s 62nd birthday. 
 (iv)    If the
Tier 2 Participant’s surviving spouse is eligible to receive death benefits under the Qualified Plan as a result of the Tier 2 Participant’s death before commencement of benefits under this Plan, the annuity shall commence in the month
that benefits would have commenced as provided in this 7(d) if the Tier 2 Participant had a Separation from Service on the date of death (or on the Tier 2 Participant’s actual Separation from Service, if earlier) and then survived until
benefits had commenced. 
 (v)    If the Tier 2 Participant elects a form of annuity benefit under the
Qualified Plan at least 30 days prior to the first day of the month in which the benefit under this 7(d) is required to commence, the annuity benefit shall be paid in the same annuity form as selected under the Qualified Plan. If the Tier 2
Participant does not make a timely election under this 7(d), the annuity benefit shall be paid in the default annuity form applicable to the Tier 2 Participant under the Qualified Plan. 

(e)    Actuarial Equivalency. The amount payable in any of the annuity forms provided in (b) shall be the
actuarial equivalent of the lump sum in (a), or of the amount described in 4(f), 5(d), or 6(d), based on the actuarial assumptions used for determining equivalent benefits under the Qualified Plan at the time of the Participant’s commencement
of benefits. 
 (f)    6-Month Delay for Specified Employees. For a
Participant who is a key employee as defined in Section 416(i) of the Internal Revenue Code for the plan year of Separation from Service, payment of a lump sum or commencement of monthly annuity benefits shall be postponed until the first day
of the seventh calendar month following the Participant’s Separation from Service. All amounts due before the first day of the seventh calendar month shall be paid to the Participant as soon as practicable after that day together with interest
from the date each payment otherwise would have been payable until the date actually paid. Interest for any period will be paid at the same rate applicable for that period under Section 6(f) of the Company’s Deferred Compensation Plan for
Directors and Executives. 
 (g)    Small Benefit Cash Out. If the actuarial equivalent lump sum present value of
a Tier 2 Participant’s benefits, based on the actuarial assumptions used for determining equivalent benefits under the Qualified Plan at the time of the Participant’s commencement of benefits, is no more than the applicable dollar amount
under Internal Revenue Code section 402(g)(1)(B) (which is $18,500 in 2018), the benefit shall be paid as a lump sum in such amount at the time annuity payments would have otherwise commenced under 7(d). 

8.    Death Benefit. 

(a)    Beneficiary. If a Tier 1 Participant dies before Separation from Service, a death benefit shall be paid to
the Beneficiary designated by the Tier 1 Participant on a written form prescribed by the Committee. A designation made by the Tier 1 Participant shall remain in effect until changed by a subsequent designation. If no Beneficiary has been designated
or no person designated by the Tier 1 Participant survives, the Beneficiary shall be the following in order of priority: 

(i)    The Participant’s surviving spouse. 

(ii)    The Participant’s surviving children in equal shares. 

(iii)    The Participant’s estate. 

(b)    Amount of Benefit. The death benefit shall have a lump sum value equal to 50 percent of the amount
determined under the formula in 4(b) for the benefit at Normal Retirement Date, calculated on the basis of the Tier 1 Participant’s Final Average Pay, Years of Participation, and Pension Offset determined as of the day before death. 

  
 5 

 (c)    Form of Payment. The amount calculated under
(b) shall be converted to an actuarial equivalent single life annuity for the life of the Beneficiary commencing on the first of the month following the date of death, except as follows. If the lump sum value is no more than the applicable
dollar amount under Internal Revenue Code section 402(g)(1)(B) (which is $18,500 in 2018), the lump sum shall be paid to the Beneficiary within 30 days after the date of death in lieu of a life annuity. Actuarial equivalency shall be based on
the actuarial assumptions used for determining equivalent benefits under the Qualified Plan at the time of the Tier 1 Participant’s death. 

(d)    Make-Up Benefit. If a Tier 2 Participant dies with a surviving spouse
entitled to a death benefit under the Qualified Plan, a death benefit shall be payable to the surviving spouse commencing at the date determined under 7(d) equal to the amount, if any, by which the Qualified Plan death benefit would be greater than
the actual death benefit calculated as of that date under the Qualified Plan in the absence of the limits in 4(f)(i) and (ii) and based on deferred salary and bonus as provided in 4(g). 

9.    Change in Control. 

(a)    Enhancements. Each Participant who becomes entitled to a Change in Control Severance Benefit shall be
provided enhanced benefits as follows: 
 (i)    All Participants shall be fully vested in benefits under
the Plan, regardless of Years of Participation. 
 (ii)    Tier 1 Participants shall be credited with
three additional Years of Participation beyond those the Participant has actually completed. 

(iii)    The make-up benefit provided for Tier 2 Participants under
4(f), 5(d), 6(d), 7(d), and 8(d) shall be calculated by subtracting the Tier 2 Participant’s Qualified Plan benefit calculated as of the applicable benefit commencement date under 7(d) from a Qualified Plan benefit that is calculated as of the
same date without the limits described in 4(f)(i) and (ii), that counts deferred salary and bonus as provided in 4(g), and that is based on the Tier 2 Participant’s actual years of service credited for benefits under the Qualified Plan plus
three additional years. 
 (b)    Change in Control Severance Benefit. “Change in Control Severance
Benefit” means, for any Participant who is party to a Change in Control Severance Agreement with the Company or Parent, the severance benefit provided for in such agreement; provided, however, that such severance benefit is a “Change in
Control Severance Benefit” for purposes of the Plan only if, under the terms of the Participant’s Change in Control Severance Agreement, the Participant becomes entitled to the severance benefit (i) after a change in control of Parent
or the Company has occurred, (ii) because the Participant’s employment with the Company or Parent has been terminated by the Participant for good reason in accordance with the terms and conditions of the Change in Control Severance
Agreement or by the Company or Parent other than for cause or disability, and (iii) because the Participant has satisfied any other conditions or requirements specified in the Change in Control Severance Agreement and necessary for the
Participant to become entitled to receive the severance benefit. Under no circumstances will a Participant who is not party to a Change in Control Severance Agreement be deemed to become entitled to a Change in Control Severance Benefit for purposes
of the Plan. For purposes of this Section 9(b), the terms “change in control,” “good reason,” “cause” and “disability” shall have the meanings as may be set forth in the Participant’s Change in
Control Severance Agreement, if any. 
 (c)    Possible Benefit Recalculation. With respect to any Participant who
is party to a Change in Control Severance Agreement, it may be the case that (i) the Participant’s employment with the Company or Parent is terminated prior to a “change in control” (as defined in the Participant’s Change in
Control Severance Agreement), (ii) a change in control occurs after such termination, and (iii) the Participant then becomes entitled to a Change in Control Severance Benefit. If, after such termination of employment and prior to the time
that the Participant becomes entitled to a Change in Control Severance Benefit, benefit payments to the Participant have started under the Plan, then, at such time thereafter as the Participant becomes entitled to a Change in Control Severance
Benefit, the benefits payable to the Participant under the Plan shall be retroactively recalculated to reflect the enhancements described in Section 9(a). To the extent that the amount of the benefit payments paid to the Participant prior to
such recalculation is less than the amount of such payments as so recalculated, the difference will be paid to the Participant in a cash lump sum (without interest) as soon as practicable after the change in control. 

  
 6 

 10.    Administration. 

(a)    Committee Duties. This Plan shall be administered by the Organization and Executive Compensation Committee of
the Board (the “Committee”). The Committee shall have responsibility for the general administration of the Plan and for carrying out its intent and provisions. The Committee shall interpret the Plan and have such powers and duties as may
be necessary to discharge its responsibilities. The Committee may, from time to time, employ other agents and delegate to them such administrative duties as it sees fit, and may from time to time consult with counsel who may be counsel to the
Company. 
 (b)    Binding Effect of Decisions. The decision or action of the Committee in respect of any question
arising out of or in connection with the administration, interpretation and application of the Plan and the rules and regulations promulgated hereunder shall be final and conclusive and binding upon all persons having any interest in the Plan. 

11.    Claims Procedure. 

(a)    Claim. Any person claiming a benefit, requesting an interpretation or ruling under the Plan, or requesting
information under the Plan shall present the request in writing to the Committee, which shall respond in writing as soon as practicable. 

(b)    Denial of Claim. If the claim or request is denied, the written notice of denial shall state: 

(i)    The reasons for denial, with specific reference to the Plan provisions on which the denial is based;

 (ii)    A description of any additional material or information required and an explanation of why it
is necessary; and 
 (iii)    An explanation of the Plan’s claim review procedure. 

(c)    Review of Claim. Any person whose claim or request is denied or who has not received a response within
30 days may request review by notice given in writing to the Committee. The claim or request shall be reviewed by the Committee who may, but shall not be required to, grant the claimant a hearing. On review, the claimant may have
representation, examine pertinent documents, and submit issues and comments in writing. 
 (d)    Final Decision.
The decision on review shall normally be made within 60 days. If an extension of time is required for a hearing or other special circumstances, the claimant shall be notified and the time limit shall be 120 days. The decision shall be in
writing and shall state the reasons and the relevant Plan provisions. All decisions on review shall be final and bind all parties concerned. 

12.    Amendment and Termination of the Plan. 

(a)    Amendment. The Board may at any time amend the Plan in whole or in part; provided, however, that no amendment
shall without the consent of each affected Participant (i) decrease the Participant’s benefit accrued under 4 as of the date of amendment, or (ii) accelerate the payment of benefits under the Plan. The Board shall have the right to
apply an amendment retroactively, including any amendment necessary to comply with restrictions on nonqualified deferred compensation provided by Section 409A of the Internal Revenue Code. 

(b)    Partial Termination. The Board may at any time partially terminate the Plan if, in its judgment, the tax,
accounting, or other effects of the continuance of the Plan, or potential payments thereunder, would not be in the best interests of the Company. Upon partial termination, no further benefits shall accrue under the Plan, which shall continue for the
purpose of paying benefits accrued under the Plan as of the partial termination date as they become payable. 

  
 7 

 (c)    Complete Termination. The Board may completely terminate
the Plan, provided such termination is covered by an exception (set forth in regulations or other guidance of the Internal Revenue Service) to the prohibition on acceleration of deferred compensation. In that event, on the effective date of the
complete termination, the Plan shall cease to operate and the Company shall determine the lump sum present value of each Participant’s benefit rights under the Plan as of the close of business on such effective date. The Company shall pay out
such present value to the Participant in a single lump sum as soon as practicable after such effective date. 
 
13.    Miscellaneous. 
 (a)    Unsecured General Creditor. Participants and their
beneficiaries, heirs, successors and assigns shall have no legal or equitable rights, interest or claims in any property or assets of the Company, nor shall they be beneficiaries of, or have any rights, claims or interests in any mutual funds, other
investment products or the proceeds therefrom owned or which may be acquired by the Company. Except as provided in (b), any and all of the Company’s assets shall be, and remain, the general, unpledged, unrestricted assets of the Company. The
Company’s obligation under the Plan shall be that of an unfunded and unsecured promise to pay money in the future, and the rights of Participants and beneficiaries shall be no greater than those of unsecured general creditors of the Company.

 (b)    Trust Fund. The Company shall be responsible for the payment of all benefits provided under the Plan.
The Company shall establish one or more trusts, with such trustees as the Board may approve, for the purpose of providing for the payment of such benefits, but the Company shall have no obligation to contribute to such trusts except as specifically
provided in the applicable trust documents. Such trust or trusts shall be irrevocable, but the assets thereof shall be subject to the claims of the Company’s creditors. To the extent any benefits provided under the Plan are actually paid from
any such trust, the Company shall have no further obligation with respect thereto, but to the extent not so paid, such benefits shall remain the obligation of, and shall be paid by, the Company. 

(c)    Non-assignability. Neither a Participant nor any other person shall
have the right to commute, sell, assign, transfer, pledge, anticipate, mortgage or otherwise encumber, transfer, hypothecate or convey in advance of actual receipt the amounts, if any, payable hereunder, or any part thereof, which are, and all
rights to which are, expressly declared to be non-assignable and nontransferable. No part of the amounts payable shall, prior to actual payment, be subject to seizure or sequestration for the payment of any
debts, judgments, alimony or separate maintenance owed by a Participant or any other person, nor be transferable by operation of law in the event of a Participant’s or any other person’s bankruptcy or insolvency. 

(d)    Not a Contract of Employment. The terms and conditions of this Plan shall not be deemed to constitute a
contract of employment between the Company or Parent and any Participant, and the Participants (and their Beneficiaries) shall have no rights against the Company or Parent except as may otherwise be specifically provided herein. Moreover, nothing in
this Plan shall be deemed to give a Participant the right to be retained in the service of the Company or Parent or to interfere with the right of the Company or Parent to discipline or discharge the Participant at any time. 

(e)    Withholding; Payroll Taxes. The Company shall withhold from payments made hereunder any taxes required to be
withheld from such payments under federal, state or local law. When the value of a Participant’s benefits under the Plan becomes subject to FICA tax, as determined by applicable law, the Participant’s share of FICA shall be withheld from
other non-deferred compensation payable to the Participant. Any amount not covered by such withholding shall be paid by the Participant to the Company out of other funds. 

(f)    Payment to Guardian. If a benefit under the Plan is payable to a minor or a person declared incompetent or to
a person incapable of handling the disposition of his property, the Committee may direct payment of such Plan benefit to the guardian, legal representative or person responsible for the care and custody of such minor, incompetent or person. The
Committee may require proof of incompetence, minority, incapacity or guardianship as it may deem appropriate prior to distribution of the Plan benefit. Such distribution shall completely discharge the Committee and the Company from all liability
with respect to such benefit. 

  
 8 

 (g)    Governing Law. The provisions of this Plan shall be
construed and interpreted according to the laws of the State of Oregon, except as preempted by federal law. 

(h)    Validity. In case any provision of this Plan shall be held illegal or invalid for any reason, said illegality
or invalidity shall not affect the remaining parts hereof, but this Plan shall be construed and enforced as if such illegal and invalid provisions had never been inserted herein. 

(i)    Notice. Any notice or filing required or permitted to be given to the Company or the Committee under the Plan
shall be sufficient if in writing and hand delivered, or sent by registered or certified mail, to the Secretary of the Company. Such notice shall be deemed given as of the date of delivery or, if delivery is made by mail, as of the date shown on the
postmark on the receipt for registration or certification. 
 (j)    Successors. The provisions of this Plan shall
bind and inure to the benefit of the Company and its successors and assigns. The term successors as used herein shall include any corporate or other business entity which shall, whether by merger, consolidation, purchase or otherwise acquire all or
substantially all of the business and assets of the Company, and successors of any such corporation or other business entity. Parent did not acquire all or substantially all of the assets of the Company in the reorganization transaction, and
therefore Parent is not a successor. 
 The foregoing 2018 Restatement was approved by the Board of Directors of Northwest Natural Gas
Company effective as of October 1, 2018. 
  

			
	 NORTHWEST NATURAL GAS COMPANY
  

NORTHWEST NATURAL GAS COMPANY

		
	By:	 	/s/ DAVID H. ANDERSON
		 	 David H. Anderson,
 Chief Executive
Officer

  

			
	Attest:	 	/s/ SHAWN M. FILIPPI
		 	 Shawn M. Filippi
 Vice President, Chief
Compliance Officer
 and Corporate Secretary

  
 9EX-10.8

 Exhibit 10.8 

As amended 
 effective
October 1, 2018 
 NORTHWEST NATURAL GAS COMPANY 

EXECUTIVE ANNUAL INCENTIVE PLAN 
 This amended
Executive Annual Incentive Plan (the “Plan”) is executed by Northwest Natural Gas Company, an Oregon corporation (the “Company”), effective October 1, 2018. Effective October 1, 2018, the Company became a wholly-owned
subsidiary of Northwest Natural Holding Company (“Parent”) and holders of Company common stock became holders of Parent common stock (“Parent Common Stock”). 

PURPOSE OF PLAN 
 The success of the Company is
dependent upon its ability to attract and retain the services of key executives of the highest competence and to provide incentives for superior performance. The purpose of the plan is to advance the interests of the Company and its shareholders
through an incentive compensation program that will attract and retain key executives and motivate them to achieve performance goals. 

PROGRAM TERM 
 This Plan is an annual incentive
plan and each new calendar year commences a new Program Term. Each Program Term will begin on January 1 and conclude on December 31. 

PARTICIPATION 
 All executive officers of the
company and any other highly compensated employees as designated by the Company’s Organization and Executive Compensation Committee (the “Committee”) are eligible to receive awards (“Awards”) under the Executive Annual
Incentive Plan. 
 At the beginning of each Program Term, the Committee shall determine eligibility for Awards and establish for each participant, the
target incentive level as a percentage of year-end annualized based salary (“Target Award”). This information will be set forth in Exhibit I of the Plan document for the Program Term. Each such
participating employee shall be referred to as a “Participant.” 
 To be eligible for payout of an Award the Participant must have a minimum of
three months of service during the Program Term. If the Participant is a new employee or is newly eligible to participate in the Plan, that Participant must be in an eligible position on or before September 30 of the Program Term and will
receive a prorated Award. In addition, the Participant must be employed by the Company or Parent on December 31 of the Program Term to be eligible for payout of the Award for the Program Term unless the Participant is eligible for a prorated
Award 

 
as provided in the next sentence. Eligibility for a prorated Award occurs when a Participant has three or more months of participation in the Program Term but the Participant’s employment is
terminated prior to December 31 of the Program Term due to one of the following: Retirement (unless such Retirement results from a termination of the Participant’s employment by the Company or Parent for Cause), disability and death.
Prorated Awards will be determined by prorating the Participant’s final Award by the number of days employed during the Program Term. 

“Retirement” shall mean termination of employment after Participant is (a) age 62 with at least five years of service as an employee of the
Company and Parent, or (b) age 55 with age plus years of service (including fractions) as an employee of the Company and Parent totaling at least 70. 

“Cause” shall mean (a) the willful and continued failure by a Participant to perform substantially the Participant’s assigned duties with
the Company or Parent (other than any such failure resulting from incapacity due to physical or mental illness) after a demand for substantial performance is delivered to the Participant by the Company or Parent which specifically identifies the
manner in which the Participant has not substantially performed such duties, (b) willful commission by a Participant of an act of fraud or dishonesty resulting in economic or financial injury to the Company or Parent, (c) willful
misconduct by a Participant that substantially impairs the Company’s or Parent’s business or reputation, or (d) willful gross negligence by a Participant in the performance of his or her duties. 

In the event of a change in job position during the Program Term, the Committee may, in its discretion, increase or decrease the amount of a
Participant’s Award to reflect such change. 
 INCENTIVE FORMULA 

The formula for calculating Awards for each Program Term is as follows: 
  

 
 COMPANY PERFORMANCE FACTOR 

The Company performance goals in the Plan are intended to align the interest of Participants with those of the shareholders. The goals and the formula for
determining the Company Performance Factor will be established by the Committee at the start of each Program Term and set forth as Exhibit II. The Committee may, at any time, approve adjustments to the calculation of the results under any Company
performance goal to take into account such unanticipated circumstances or significant, non-recurring or unplanned events as the Committee may determine in its sole discretion, and such adjustments may increase
or decrease the results. Possible circumstances that may be the basis for adjustments shall include, but not be limited to, any 

  
 2 

 
change in applicable accounting rules or principles; any gain or loss on the disposition of a business; impairment of assets; dilution caused by acquiring a business; tax changes and tax impacts
of other changes; changes in applicable laws and regulations; changes in rate case timing; changes in the Company’s structure; and any other circumstances outside of management’s control. 

PRIORITY/INDIVIDUAL PERFORMANCE FACTOR 
 The
P/IPF weight used in calculating the Priority/Individual Performance Factor will be established for each Participant by the Committee at the beginning of the Program Term and set forth as part of Exhibit I. Also included in Exhibit I will be the CPF
Factor Weight for the Company Performance Factor. Priority/Individual goals for each Participant will be established at the beginning of each Program Term and performance against these goals will be assessed by the Participant’s superior and
approved by the C.E.O. at the end of the Program Term. This assessment will result in a rating on a scale of 0% to 175%. This rating is called the Priority/Individual Performance Factor. The Participant will not receive a payout under the
Priority/Individual Performance component of an Award if the Priority/Individual Performance Factor is less than 50%. 
 ADMINISTRATION 

Award payouts will be calculated and paid no later than the March 15 following the end of the Program Term. Award payouts are subject to tax withholding
unless the Participant made a prior election to defer the Award payout under the terms of the Deferred Compensation Plan for Directors and Executives (“DCP”). 

All Award payouts shall be audited by the Internal Audit department and approved by the Committee prior to payment. 

The Plan shall be administered by the Committee. The Committee shall have the exclusive authority and responsibility for all matters in connection with the
operation and administration of the Plan. Decisions by the Committee shall be final and binding upon all parties affected by the Plan, including the beneficiaries of Participants. 

The Committee may rely on information and recommendations provided by management. The Committee may delegate to management the responsibility for decisions
that it may make or actions that it may take under the terms of the Plan, subject to the Committee’s reserved right to review such decisions or actions and modify them when necessary or appropriate under the circumstances. The Committee shall
not allow any employee to obtain control over decisions or actions that affect that employee’s Plan benefits. 
 RECOUPMENT ON EARNINGS
RESTATEMENT 
 If at any time before a Change in Control and within three years after the payout of Awards for a Program Term, Parent’s financial
statements for that Program Term are the subject of a restatement due to the Misconduct of any person, each Participant who received an Award 

  
 3 

 
payout for that Program Term (whether or not such Participant was personally involved in such Misconduct) shall repay to the Company the Excess Bonus Compensation (as defined below). For purposes
of the Plan, “Excess Bonus Compensation” for any Participant means the positive difference, if any, between (i) the Participant’s Award payout as originally calculated, and (ii) the Participant’s Award payout as
recalculated with the results for Company performance goals being based on Parent’s financial statements as restated. Excess Bonus Compensation shall not include any amounts in respect of any individual performance goals or in respect of
Company performance goals that are not measured in whole or in part on financial results reported in Parent’s financial statements. The Committee may, in its sole discretion, reduce the amount of Excess Bonus Compensation to be repaid by any
Participant to take into account the tax consequences of such repayment for the Participant. 
 If any portion of an Award payout was deferred under the
DCP, any Excess Bonus Compensation to be repaid with respect to that Award shall first be recovered by canceling all or a portion of the amount so deferred under the DCP and any interest credited under the DCP with respect to such cancelled amount.
The Company may seek direct repayment from the Participant of any Excess Bonus Compensation not so recovered and may, to the extent permitted by applicable law, offset such Excess Bonus Compensation against any compensation or other amounts owed by
the Company to the Participant. In particular, Excess Bonus Compensation may be recovered by offset against the after-tax proceeds of deferred compensation payouts under the DCP, the Company’s Executive
Supplemental Retirement Income Plan or the Company’s Supplemental Executive Retirement Plan at the times such deferred compensation payouts occur under the terms of those plans. Excess Bonus Compensation that remains unpaid for more than 60
days after demand by the Company shall accrue interest at the rate used from time to time for crediting interest under the DCP. 
 “Misconduct”
shall mean (a) willful commission by any person of an act of fraud or dishonesty or (b) willful gross negligence by any person in the performance of his or her duties. 

“Change in Control” shall mean the occurrence of any of the following events: 

(a)    The consummation of: 

(i)    any consolidation, merger or plan of share exchange involving Parent (a “Merger”) as a result of which the
holders of outstanding securities of Parent ordinarily having the right to vote for the election of directors (“Voting Securities”) immediately prior to the Merger do not continue to hold at least 50% of the combined voting power of the
outstanding Voting Securities of the surviving corporation or a parent corporation of the surviving corporation immediately after the Merger, disregarding any Voting Securities issued to or retained by such holders in respect of securities of any
other party to the Merger; 
 (ii)    any consolidation, merger, plan of share exchange or other transaction involving
the Company as a result of which Parent does not continue to hold, directly or indirectly. at least 50% of the outstanding securities of the Company ordinarily having the right to vote for the election of directors; or 

  
 4 

 (iii)    any sale, lease, exchange or other transfer (in one transaction
or a series of related transactions) of all, or substantially all, the assets of Parent or the Company; 
 (b)    At any
time during a period of two consecutive years, individuals who at the beginning of such period constituted Parent’s Board of Directors (“Incumbent Directors”) shall cease for any reason to constitute at least a majority thereof;
provided, however, that the term “Incumbent Director” shall also include each new director elected during such two-year period whose nomination or election was approved by two-thirds of the Incumbent Directors then in office; or 
 (c)    Any person (as such
term is used in Section 14(d) of the Securities Exchange Act of 1934, other than Parent or any employee benefit plan sponsored by Parent) shall, as a result of a tender or exchange offer, open market purchases or privately negotiated purchases
from anyone other than Parent, have become the beneficial owner (within the meaning of Rule 13d-3 under the Securities Exchange Act of 1934), directly or indirectly, of Voting Securities representing twenty
percent (20%) or more of the combined voting power of the then outstanding Voting Securities. 
 AMENDMENTS AND TERMINATION 

The Board has the power to terminate this Plan at any time or to amend this Plan at any time and in any manner that it may deem advisable. 

IN WITNESS WHEREOF this Plan was duly amended effective as of October 1, 2018. 

 

			
	NORTHWEST NATURAL GAS COMPANY
		
	By:	 	/s/ DAVID H. ANDERSON
		 	 David H. Anderson,
 Chief Executive
Officer

  
 5

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