Page 92 - NWF November Updates

Termination for gross misconduct includes but is not limited to dismissal for willful, deliberate,
and/or repeated violations of any NWF rules, policies, or procedures; willful, deliberate, or
negligent conduct that results in significant health and safety hazards or damage to NWF

property; or other acts or omissions that are of such a nature or so frequent that they indicate,
in NWF's sole discretion, a disregard by the employee for the duties and obligations owed to
an employer and fellow employees. Examples of such conduct include but are not limited to
the following: stealing, engaging in illegal activities on NWF premises, threatening or striking a
fellow NWF employee or supervisor, and falsifying records.

Job elimination and reduction in force mean termination of one or more positions or job
classifications for any business, economic, policy, or other reason not related to the
performance or conduct of the incumbent employee(s).

NWF, in its sole discretion, may identify an employee or employees who are scheduled to be
involuntarily terminated from their present position and make a reasonable offer of a

comparable position elsewhere within the organization. A "reasonable offer" is defined as a
position which has its worksite located within fifty (50) miles of the affected employee's current
job location. A "comparable position" is defined as a position with the offered salary identical
to, or no less than 70% of the affected employee's current base salary.

Employees who refuse a reasonable offer of a comparable position are excluded from receiving
benefits under the Plan.

Employees who accept any other position within the National Wildlife Federation or a related
organization are excluded from receiving benefits under the Plan.

In the event of the sale or transfer of an employee's job function to a new employer, no

severance benefits shall be payable to an employee who refuses a reasonable offer of a
comparable position by the new employer. Nor shall NWF pay severance benefits upon the
termination of employment of a former employee of NWF by the new employer.

Benefits are not payable for shutdowns beyond the control of NWF such as those caused by
fires, floods, or other major disasters.

Payments made under the Severance Plan are coordinated with the Worker Adjustment and
Retraining Notification Act (WARN), and will be credited against any payments required by the Act.

What happens if there is a layoff?

Severance payments will not be made in the event of a temporary layoff, which is defined as a
work stoppage for a definite short period of time not to exceed ninety (90) days. If a layoff
exceeds ninety (90) days, it will be considered a termination eligible for severance payments as
described in the Plan.