Who Is Eligible for the Severance Plan
You will be eligible for participation in the DallasNews Corporation Severance Plan if you are a regular full-time employee. DallasNews Corporation may, in its discretion, determine that certain regular part-time employees are eligible to participate. If your employment should be involuntarily terminated and you are determined to be eligible for severance, you must sign, and not revoke, a release in a form prescribed by DallasNews Corporation in order to receive a severance benefit.
You are not eligible to participate in the DallasNews Corporation Severance Plan if you are:
A temporary employee
A leased employee
An individual treated as an independent contractor at the time services are provided (even if you should be later retroactively reclassified as an employee).
You will not be eligible to receive benefits under the Severance Plan if:
You are terminated for cause (as defined in the Severance Plan);
You terminate employment voluntarily, due to death or disability or upon expiration of a leave of absence;
You fail to complete any transition tasks assigned to you by an employer to the employer’s sole satisfaction;
You are an employee who is offered comparable employment (as defined in the Severance Plan), whether or not you accept such an offer;
You accept an enhanced voluntary early retirement benefit offered by an employer (should an employer choose to offer one);
You are covered by a collective bargaining agreement between an employer and a labor organization, unless that agreement provides for participation in the Severance Plan;
You are eligible for severance pay or other termination benefits under any employment or other agreement with DallasNews Corporation or any other participating employer (including without limitation a change of control or similar agreement); or
You are receiving benefits under a long-term disability plan sponsored by DallasNews Corporation.
Notwithstanding anything in the Severance Plan or in this SPD to the contrary, DallasNews Corporation reserves the right to determine on a case-by-case basis whether an individual will be eligible for a severance benefit under the Severance Plan or whether any otherwise eligible employee will be excluded from participation in the Severance Plan, and to instruct the plan administrator to approve an amount of severance benefit that is different than that described in the Severance Plan or in this SPD (either higher or lower) with respect to any participant.