Common use of STATEMENT OF ERISA RIGHTS Clause in Contracts

STATEMENT OF ERISA RIGHTS. As a Participant under the Plan, you have certain rights and protections under ERISA: You may examine (without charge) all Plan documents, including any amendments and copies of all documents filed with the U.S. Department of Labor. These documents are available for your review in the Company’s People Team. You may obtain copies of all Plan documents and other Plan information upon written request to the Administrator. A reasonable charge may be made for such copies. In addition to creating rights for Participants, ERISA imposes duties upon the people who are responsible for the operation of the Plan. The people who operate the Plan (called “fiduciaries”) have a duty to do so prudently and in the interests of you and the other Participants. No one, including the Company or any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a benefit under the Plan or exercising your rights under ERISA. If your claim for a severance benefit is denied, in whole or in part, you must receive a written explanation of the reason for the denial. You have the right to have the denial of your claim reviewed. (The claim review procedure is explained in Section 14 above.) Under ERISA, there are steps you can take to enforce the above rights. For example, if you request materials and do not receive them within 30 days, you may file suit in a federal court. In such a case, the court may require the Administrator to provide the materials and to pay you up to $110 a day until you receive the materials, unless the materials were not sent due to reasons beyond the control of the Administrator. If you have a claim which is denied or ignored, in whole or in part, you may file suit in a federal court. If it should happen that you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a federal court. In any case, the court will decide who will pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds that your claim is frivolous. If you have any questions regarding the Plan, please contact the Administrator. If you have any questions about this statement or about your rights under ERISA, you may contact the nearest area office of the Employee Benefits Security Administration (formerly the Pension and Welfare Benefits Administration), U.S. Department of Labor, listed in your telephone directory, or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 000 Xxxxxxxxxxxx Xxxxxx, X.X. Xxxxxxxxxx, X.X. 00000. You also may obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration. Appendix A DoorDash, Inc. Executive Change in Control and Severance Plan Participation Agreement DoorDash, Inc. (the “Company”) is pleased to inform you, that you have been selected to participate in the Company’s Executive Change in Control and Severance Plan (the “Plan”) as a Participant. A copy of the Plan was delivered to you with this Participation Agreement. Your participation in the Plan is subject to all of the terms and conditions of the Plan. The capitalized terms used but not defined herein will have the meanings ascribed to them in the Plan. In order to actually become a participant in the Plan, you must complete and sign this Participation Agreement and return it to Xxxxxx Xxxxx no later than October 26, 2020. The Plan describes in detail certain circumstances under which you may become eligible for Severance Benefits. As described more fully in the Plan, you may become eligible for certain Severance Benefits if you experience a Qualifying Termination.

STATEMENT OF ERISA RIGHTS. As a Participant under the Plan, you have certain rights and protections under ERISA: You may examine (without charge) all Plan documents, including any amendments and copies of all documents filed with the U.S. Department of Labor. These documents are available for your review in the Company’s People Team. You may obtain copies of all Plan documents and other Plan information upon written request to the Administrator. A reasonable charge may be made for such copies. In addition to creating rights for Participants, ERISA imposes duties upon the people who are responsible for the operation of the Plan. The people who operate the Plan (called ““ fiduciaries”) have a duty to do so prudently and in the interests of you and the other Participants. No one, including the Company or any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a benefit under the Plan or exercising your rights under ERISA. If your claim for a severance benefit is denied, in whole or in part, you must receive a written explanation of the reason for the denial. You have the right to have the denial of your claim reviewed. (The claim review procedure is explained in Section 14 above.) Under ERISA, there are steps you can take to enforce the above rights. For example, if you request materials and do not receive them within 30 days, you may file suit in a federal court. In such a case, the court may require the Administrator to provide the materials and to pay you up to $110 a day until you receive the materials, unless the materials were not sent due to reasons beyond the control of the Administrator. If you have a claim which is denied or ignored, in whole or in part, you may file suit in a federal court. If it should happen that you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a federal court. In any case, the court will decide who will pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds that your claim is frivolous. If you have any questions regarding the Plan, please contact the Administrator. If you have any questions about this statement or about your rights under ERISA, you may contact the nearest area office of the Employee Benefits Security Administration (formerly the Pension and Welfare Benefits Administration), U.S. Department of Labor, listed in your telephone directory, or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 000 Xxxxxxxxxxxx Xxxxxx, X.X. Xxxxxxxxxx, X.X. 00000. You also may obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration. Appendix A DoorDash, Inc. Executive Change in Control and Severance Plan Participation Agreement DoorDash, Inc. (the “Company”) is pleased to inform you, that you have been selected to participate in the Company’s Executive Change in Control and Severance Plan (the “Plan”) as a Participant. A copy of the Plan was delivered to you with this Participation Agreement. Your participation in the Plan is subject to all of the terms and conditions of the Plan. The capitalized terms used but not defined herein will have the meanings ascribed to them in the Plan. In order to actually become a participant in the Plan, you must complete and sign this Participation Agreement and return it to Xxxxxx Xxxxx no later than October 26, 2020. The Plan describes in detail certain circumstances under which you may become eligible for Severance Benefits. As described more fully in the Plan, you may become eligible for certain Severance Benefits if you experience a Qualifying Termination.

STATEMENT OF ERISA RIGHTS. As The Employee Retirement Income Security Act of 1974 (“ERISA”) was enacted to help assure that all employer-sponsored group benefits programs conform to standards set by Congress. The Sourcefire, Inc. Executive Retention Plan is covered by EXXXX and an employee who is a Participant under the Plan, you have participant in this Plan is entitled to certain rights and protections under ERISA: You may examine (protections. EXXXX provides that all Plan participants shall be entitled to examine, without charge) , at the Company’s business office, all Plan documents, including any amendments documents and copies of all documents filed by the Plan with the U.S. Department of Labor. These documents are available for your review in the Company’s People Team. You may , such as detailed annual reports and to obtain copies of all Plan documents and other Plan information information, if applicable, upon written request to the AdministratorCompany. A The Company may make a reasonable charge may be made for such the copies. The Company is required by law to furnish each participant with a copy of this summary annual report, if applicable. In addition to creating rights for ParticipantsPlan participants, ERISA imposes EXXXX also sets forth certain duties upon for the people who are responsible for the operation of the Plan. The people who operate the Plan (are called “fiduciaries”) ” of the Plan. They have a duty to do so operate the Plan prudently and in the best interests of you and the other ParticipantsPlan participants and beneficiaries. No one, including the Company your employer, or any other person, may fire you or otherwise discriminate against you in any way to prevent you from either obtaining a any Plan benefit under the Plan or exercising your rights under ERISA. However, neither the existence of the Plan nor this summary plan description constitutes an employment contract or affects the right of the Company to lawfully terminate your employment. If your claim for a severance Plan benefit is denied, denied in whole or in part, you must receive a written explanation of the reason reasons for the denial. You have the right to have the denial of Plan Administrator review and reconsider your claim reviewedclaim. (The claim review procedure is explained in Section 14 above.) Under ERISA, there are steps you can take to enforce the above rights. For exampleinstance, if you request materials from the Plan and do not receive them within 30 days, you may file suit in a federal court. In such a case, the court may require the Plan Administrator to provide the materials and to pay you up to $110 a per day until you receive the materials, materials (unless the materials were not sent due to because of reasons beyond the control of the Plan Administrator). If you have a claim for benefits which is denied or ignored, in whole or in part, you may file suit in a state or federal court. If it should happen that Plan fiduciaries do not fulfill their responsibilities under ERISA, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a federal court. In any case, the The court will decide who will should pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, fees (for example, if it the court finds that your claim is frivolous). If you have any questions regarding about the Plan, please you should contact the Plan Administrator. If you have any questions about this statement or about your rights under ERISA, or if you may need assistance in obtaining documents from the Company, you should contact the nearest area office of the Employee Benefits Security Administration (formerly the Pension and Welfare Benefits Administration), U.S. Department of Labor, listed in your telephone directory, directory or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 000 200 Xxxxxxxxxxxx XxxxxxXxxxxx X.X., X.X. Xxxxxxxxxx, X.X. 00000. You may also may obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration. Appendix A DoorDashEND OF PLAN Sourcefire, Inc. Executive Change in Control Retention Plan Exhibit A – Form of Separation and Severance Plan Participation Release Agreement DoorDashTHIS AGREEMENT AND GENERAL RELEASE (the “Release Agreement”) is made and entered into on _____________________, Inc. 20___, by and between ____________ (the “Participant”) and SOURCEFIRE, INC., a Delaware corporation (the “Company”) is pleased to inform you, that you have been selected to participate in the Company’s Executive Change in Control and Severance Plan (the “Plan”) as a Participant. A copy of the Plan was delivered to you with this Participation Agreement. Your participation in the Plan is subject to all of the terms and conditions of the Plan. The capitalized terms used but not defined herein will have the meanings ascribed to them in the Plan. In order to actually become a participant in the Plan, you must complete and sign this Participation Agreement and return it to Xxxxxx Xxxxx no later than October 26, 2020. The Plan describes in detail certain circumstances under which you may become eligible for Severance Benefits. As described more fully in the Plan, you may become eligible for certain Severance Benefits if you experience a Qualifying Termination).

STATEMENT OF ERISA RIGHTS. As The Employee Retirement Income Security Act of 1974 (“ERISA”) was enacted to help assure that all employer-sponsored group benefits programs conform to standards set by Congress. The Sourcefire, Inc. Executive Retention Plan is covered by XXXXX and an employee who is a Participant under the Plan, you have participant in this Plan is entitled to certain rights and protections under ERISA: You may examine (protections. XXXXX provides that all Plan participants shall be entitled to examine, without charge) , at the Company’s business office, all Plan documents, including any amendments documents and copies of all documents filed by the Plan with the U.S. Department of Labor. These documents are available for your review in the Company’s People Team. You may , such as detailed annual reports and to obtain copies of all Plan documents and other Plan information information, if applicable, upon written request to the AdministratorCompany. A The Company may make a reasonable charge may be made for such the copies. The Company is required by law to furnish each participant with a copy of this summary annual report, if applicable. In addition to creating rights for ParticipantsPlan participants, ERISA imposes XXXXX also sets forth certain duties upon for the people who are responsible for the operation of the Plan. The people who operate the Plan (are called “fiduciaries”) ” of the Plan. They have a duty to do so operate the Plan prudently and in the best interests of you and the other ParticipantsPlan participants and beneficiaries. No one, including the Company your employer, or any other person, may fire you or otherwise discriminate against you in any way to prevent you from either obtaining a any Plan benefit under the Plan or exercising your rights under ERISA. However, neither the existence of the Plan nor this summary plan description constitutes an employment contract or affects the right of the Company to lawfully terminate your employment. If your claim for a severance Plan benefit is denied, denied in whole or in part, you must receive a written explanation of the reason reasons for the denial. You have the right to have the denial of Plan Administrator review and reconsider your claim reviewedclaim. (The claim review procedure is explained in Section 14 above.) Under ERISA, there are steps you can take to enforce the above rights. For exampleinstance, if you request materials from the Plan and do not receive them within 30 days, you may file suit in a federal court. In such a case, the court may require the Plan Administrator to provide the materials and to pay you up to $110 a per day until you receive the materials, materials (unless the materials were not sent due to because of reasons beyond the control of the Plan Administrator). If you have a claim for benefits which is denied or ignored, in whole or in part, you may file suit in a state or federal court. If it should happen that Plan fiduciaries do not fulfill their responsibilities under ERISA, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a federal court. In any case, the The court will decide who will should pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, fees (for example, if it the court finds that your claim is frivolous). If you have any questions regarding about the Plan, please you should contact the Plan Administrator. If you have any questions about this statement or about your rights under ERISA, or if you may need assistance in obtaining documents from the Company, you should contact the nearest area office of the Employee Benefits Security Administration (formerly the Pension and Welfare Benefits Administration), U.S. Department of Labor, listed in your telephone directory, directory or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 000 Xxxxxxxxxxxx XxxxxxXxxxxx X.X., X.X. Xxxxxxxxxx, X.X. 00000. You may also may obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration. Appendix A DoorDashEND OF PLAN Sourcefire, Inc. Executive Change in Control Retention Plan Exhibit A — Form of Separation and Severance Plan Participation Release Agreement DoorDashTHIS AGREEMENT AND GENERAL RELEASE (the “Release Agreement”) is made and entered into on ___________, Inc. 20___, by and between _______________ (the “Participant”) and SOURCEFIRE, INC., a Delaware corporation (the “Company”) is pleased to inform you, that you have been selected to participate in the Company’s Executive Change in Control and Severance Plan (the “Plan”) as a Participant. A copy of the Plan was delivered to you with this Participation Agreement. Your participation in the Plan is subject to all of the terms and conditions of the Plan. The capitalized terms used but not defined herein will have the meanings ascribed to them in the Plan. In order to actually become a participant in the Plan, you must complete and sign this Participation Agreement and return it to Xxxxxx Xxxxx no later than October 26, 2020. The Plan describes in detail certain circumstances under which you may become eligible for Severance Benefits. As described more fully in the Plan, you may become eligible for certain Severance Benefits if you experience a Qualifying Termination).

STATEMENT OF ERISA RIGHTS. As The Employee Retirement Income Security Act of 1974 (“ERISA”) was enacted to help assure that all employer-sponsored group benefits programs conform to standards set by Congress. The Sourcefire, Inc. Executive Change in Control Severance Plan is covered by XXXXX and an employee who is a Participant under the Plan, you have participant in this Plan is entitled to certain rights and protections under ERISA: You may examine (protections. XXXXX provides that all Plan participants shall be entitled to examine, without charge) , at the Company’s business office, all Plan documents, including any amendments documents and copies of all documents filed by the Plan with the U.S. Department of Labor. These documents are available for your review in the Company’s People Team. You may , such as detailed annual reports and to obtain copies of all Plan documents and other Plan information information, if applicable, upon written request to the AdministratorCompany. A The Company may make a reasonable charge may be made for such the copies. The Company is required by law to furnish each participant with a copy of this summary annual report, if applicable. In addition to creating rights for ParticipantsPlan participants, ERISA imposes XXXXX also sets forth certain duties upon for the people who are responsible for the operation of the Plan. The people who operate the Plan (are called “fiduciaries”) ” of the Plan. They have a duty to do so operate the Plan prudently and in the best interests of you and the other ParticipantsPlan participants and beneficiaries. No one, including the Company your employer, or any other person, may fire you or otherwise discriminate against you in any way to prevent you from either obtaining a any Plan benefit under the Plan or exercising your rights under ERISA. However, neither the existence of the Plan nor this summary plan description constitutes an employment contract or affects the right of the Company to lawfully terminate your employment. If your claim for a severance Plan benefit is denied, denied in whole or in part, you must receive a written explanation of the reason reasons for the denial. You have the right to have the denial of Plan Administrator review and reconsider your claim reviewedclaim. (The claim review procedure is explained in Section 14 above.) Under ERISA, there are steps you can take to enforce the above rights. For exampleinstance, if you request materials from the Plan and do not receive them within 30 days, you may file suit in a federal court. In such a case, the court may require the Plan Administrator to provide the materials and to pay you up to $110 a per day until you receive the materials, materials (unless the materials were not sent due to because of reasons beyond the control of the Plan Administrator). If you have a claim for benefits which is denied or ignored, in whole or in part, you may file suit in a state or federal court. If it should happen that Plan fiduciaries do not fulfill their responsibilities under ERISA, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a federal court. In any case, the The court will decide who will should pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, fees (for example, if it the court finds that your claim is frivolous). If you have any questions regarding about the Plan, please you should contact the Plan Administrator. If you have any questions about this statement or about your rights under ERISA, or if you may need assistance in obtaining documents from the Company, you should contact the nearest area office of the Employee Benefits Security Administration (formerly the Pension and Welfare Benefits Administration), U.S. Department of Labor, listed in your telephone directory, directory or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 000 Xxxxxxxxxxxx XxxxxxXxxxxx X.X., X.X. Xxxxxxxxxx, X.X. 00000. You may also may obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration. Appendix A DoorDashEND OF PLAN Sourcefire, Inc. Executive Change in Control and Severance Plan Participation Exhibit A — Form of Separation and Release Agreement DoorDashTHIS AGREEMENT AND GENERAL RELEASE (the “Release Agreement”) is made and entered into on ___________, Inc. 20___, by and between _______________ (the “Participant”) and SOURCEFIRE, INC., a Delaware corporation (the “Company”) is pleased to inform you, that you have been selected to participate in the Company’s Executive Change in Control and Severance Plan (the “Plan”) as a Participant. A copy of the Plan was delivered to you with this Participation Agreement. Your participation in the Plan is subject to all of the terms and conditions of the Plan. The capitalized terms used but not defined herein will have the meanings ascribed to them in the Plan. In order to actually become a participant in the Plan, you must complete and sign this Participation Agreement and return it to Xxxxxx Xxxxx no later than October 26, 2020. The Plan describes in detail certain circumstances under which you may become eligible for Severance Benefits. As described more fully in the Plan, you may become eligible for certain Severance Benefits if you experience a Qualifying Termination).