SUMMARY PLAN DESCRIPTION
OF
ANADARKO PETROLEUM CORPORATION
SEVERANCE PLAN
Effective March 1, 2016
NOTE: This Summary Plan Description (“SPD”) document summarizes key features of the
Anadarko Petroleum Corporation Severance Plan (“Plan”) and is the current SPD for the
Plan as of March 1, 2016. It does not replace or affect the Plan Document. In the event of a
conflict between this SPD and the Plan Document, the Plan Document will govern.
SUMMARY PLAN DESCRIPTION
ANADARKO PETROLEUM CORPORATION SEVERANCE PLAN
TABLE OF CONTENTS
Page
WHAT IS THE PLAN AND ITS PURPOSE? ........................................................................... 1
WHO IS THE PLAN ADMINISTRATOR? .............................................................................. 1
WHO IS ELIGIBLE TO BE COVERED BY THE PLAN? ..................................................... 1
DO I HAVE TO PAY FOR PLAN COVERAGE? .................................................................... 1
WHAT IS A “YEAR OF SERVICE”? ....................................................................................... 2
WHAT IS A “QUALIFYING TERMINATION”? .................................................................... 2
WHAT “BENEFITS” DOES THE PLAN PROVIDE? ............................................................ 3
WHAT IS A “RELEASE AND CONFIDENTIALITY AGREEMENT”? ............................. 5
IS THERE ANY PLAN REPAYMENT OBLIGATION? ........................................................ 6
HOW DO I FILE A CLAIM FOR PLAN BENEFITS? ............................................................ 6
WHAT ARE THE PLAN’S CLAIMS PROCEDURES? .......................................................... 6
WHEN DOES MY PLAN COVERAGE TERMINATE? ......................................................... 8
MAY THE PLAN BE AMENDED OR TERMINATED? ........................................................ 8
WHAT ARE MY RIGHTS UNDER ERISA? ............................................................................ 8
WHAT OTHER PLAN INFORMATION SHOULD I KNOW? ............................................. 9
i
WHAT IS THE PLAN AND ITS PURPOSE?
The Anadarko Petroleum Corporation Severance Plan (the “Plan”) is an “employee welfare benefit
plan” as defined in Section 3(1) of the Employee Retirement Income Security Act of 1974, as
amended (“ERISA”), that is intended to provide severance benefits to certain employees of
Anadarko Petroleum Corporation (the “Plan Sponsor”) and any affiliate or other company that has
adopted the Plan (collectively, the “Employer”). The Plan has been amended and restated since it
was originally adopted, and the most recent restatement was effective as of September 1, 2007 and
the most recent amendment was the Second Amendment which is effective as of January 1, 2009.
WHO IS THE PLAN ADMINISTRATOR?
The Plan is administered by the Plan Sponsor’s Health and Welfare Benefits Administrative
Committee (the “Committee” or the “Plan Administrator”), which is appointed by the Plan
Sponsor’s Executive Officer responsible for Human Resources. The Committee has all rights and
power to take all actions reasonably required to carry out the terms, conditions and provisions of
the Plan, including determining all questions concerning the individual rights of employees or
former employees under the Plan, making administrative rules and regulations regarding the Plan
and its operation, reviewing claims and rendering determinations on such claims, obtaining such
information as is necessary or appropriate for the administration of the Plan, determining the
proper amount, manner and time of payment of benefits under the Plan, preparing and distributing
information to employees regarding the Plan, prescribing such forms, releases and other
documents as may be appropriate under the Plan, and performing such other acts as the Committee
deems necessary or appropriate to administer the Plan.
WHO IS ELIGIBLE TO BE COVERED BY THE PLAN?
If you are employed by an Employer as an employee on its United States payroll records, receive
an IRS Form W-2 from the Employer, and are classified as a regular full-time or regular part-time
employee, you are eligible for Plan coverage (an “Eligible Employee”). However, you are not an
“Eligible Employee” if (a) you are party to an individual written agreement or contract with the
Employer providing for severance payments or benefits upon your termination of employment
with the Employer; (b) you are designated as being a “limited benefit” or “limited benefit only”
employee in the Employer’s payroll records; (c) you are covered by the Anadarko Petroleum
Corporation Officer Severance Plan; (d) your employment terms and conditions are subject to
being governed by a collective bargaining agreement, unless such agreement provides for coverage
under the Plan; (e) you are covered by, or otherwise eligible to receive benefits under another
Employer severance plan or program of any type and/or (f) you are not on the Employer’s United
States payroll.
You become covered by the Plan on the date you become an Eligible Employee.
DO I HAVE TO PAY FOR PLAN COVERAGE?
You do not have to pay anything for your Plan coverage. The cost of providing Benefits under the
Plan is borne by the Employer.
-1-
WHAT IS A “YEAR OF SERVICE”?
The amount of your Plan benefit is based in part upon your total “Years of Service” with the
Employer. A “Year of Service” is the full year and any prorated portion of a year included in your
continuous employment by the Employer from your most recent date of hire or rehire or the benefit
determination date established by the Employer, as the case may be, to the effective date of your
Qualifying Termination, whichever produces the greater number of Years of Service.
WHAT IS A “QUALIFYING TERMINATION”?
A “Qualifying Termination” means an involuntary termination of your employment with the
Employer and its affiliates due to elimination of your position, or at the convenience or discretion
of the Employer as authorized by the Plan Sponsor’s Vice President of Human Resources.
A “Qualifying Termination” does not include (a) your voluntary termination or retirement, (b) a
termination for “Cause,” (c) a termination by reason of your death or disability, (d) a termination
which is expected to be of short duration followed by reemployment with the Employer, (e) a
termination of employment by reason of continued failure or inability to perform your duties or
responsibilities with the Employer, (f) a termination resulting from, or in connection with, any
corporate sale transaction where continued employment is available to you without an extended
break in employment, except in the event of a “Special Divestiture,” (g) an outsourcing of services
by the Employer to a third-party service provider where continued employment with the thirdparty service provider is made available to you without an extended break in employment, (h) a
termination where your notice of intent to resign or retire had been provided prior to the
termination, (i) a termination following your absence from work during which your position has
been filled by another, provided that all applicable leave laws have been complied with, or (j) a
termination for which you are eligible to receive benefits under the Anadarko Petroleum
Corporation Change of Control Severance Pay Plan, or any other severance plan sponsored by the
Employer or an affiliate, as a result of or in connection with such termination.
A termination for “Cause” is a termination of your employment by reason of (i) substandard work
performance or repeated unreliability that has not been cured to the Employer’s satisfaction, (ii)
workplace misconduct, (iii) excessive absenteeism, (iv) violation of safety rules, (v) violation of
the Employer’s policies, including without limitation, the Employer’s “Code of Business Conduct
and Ethics,” (vi) fraud or other dishonesty against the Employer; (vii) engagement in conduct that
you know or should know is materially injurious to the business or reputation of the Employer,
(viii) falsifying the Employer’s or your records (including an employment application), (ix) onthe-job intoxication or being under the influence of alcohol or an illegal narcotic or a drug not
being used as prescribed, (x) unauthorized use of Employer equipment or confidential information
of the Employer or of a third party who has entrusted such information to the Employer, or (xi)
conviction of a misdemeanor involving moral turpitude or a felony.
A “Qualifying Termination” includes an event in which (I) your employment position is eliminated
as a direct consequence of a divestiture of a significant corporate asset as determined by the Plan
Sponsor (a “Divestiture”), (II) the Plan Sponsor, in its discretion, declares the Divestiture to be a
“Special Divestiture” under the Plan and (III) either (A) you are offered continued employment
with the purchaser of the assets associated with the Special Divestiture, you refuse such continued
-2-
employment, and you do not enter into an employment relationship with the purchaser of such
assets (or any of its affiliates) for a one-year period after the Special Divestiture is completed or
(B) you accept continued employment with the purchaser of the assets associated with the Special
Divestiture and your Base Pay (see the answer to the following question) with the asset purchaser
is less than your Base Pay immediately prior to your termination of employment.
WHAT “BENEFITS” DOES THE PLAN PROVIDE?
Plan “Benefits” consist of a “Basic Severance Amount” and “Enhanced Severance Benefits”
determined as follows:
Basic Severance Amount. If you incur a Qualifying Termination, you will be entitled to the Basic
Severance Amount, which is payable in a lump sum cash payment after your termination of
employment. The “Basic Severance Amount” is equal to one Week Pay multiplied by your Years
of Service, but not be less than eight (8) Weeks Pay or greater than fifty-two (52) Weeks Pay.
A “Week Pay” is your Base Pay divided by fifty-two (52). Your “Base Pay” is your annual rate
of base compensation paid by the Employer at the time of your Qualifying Termination (including
amounts that you could have received in cash if you had not elected to contribute to an employee
benefit plan maintained by the Employer), excluding overtime pay, bonuses, employee benefits,
added premiums, differentials, components of foreign service assignments, and all forms of
incentive compensation. If you are paid by the hour, your annual rate of base compensation is
determined by multiplying your base hourly rate of pay by two thousand eighty (2,080) hours
except where your annual effective compensation includes scheduled overtime, as determined by
the Employer, in which case your annual rate of base compensation is determined by multiplying
your base hourly rate times the effective annual work hours. If you are not paid by the hour, your
annual rate of base compensation is determined by multiplying your monthly rate of pay times
twelve (12). If you are a regular part-time employee, your annual rate of base compensation is
determined by multiplying your hourly rate by the product of (a) your normally scheduled weekly
work hours divided by forty (40) hours, times (b) 2,080 hours.
For purposes of calculating the Basic Severance Amount, your Years of Service will be rounded
up to the next whole year.
Enhanced Severance Benefits. If you incur a Qualifying Termination, you may instead receive
the Enhanced Severance Amount and other Benefits, as described below, if you first execute (and
do not revoke, if applicable) the release and confidentiality agreement provided by the Employer,
as a condition to your receipt of the Enhanced Severance Amount and other Benefits. The
“Enhanced Severance Amount” and other “Benefits” are:
1. “Enhanced Severance Amount” – You will be entitled to receive the Enhanced
Severance Amount in a lump sum payment after the release agreement becomes effective
and binding. Your Enhanced Severance Amount will be equal to the product of (A)
multiplied by (B), where:
(A)
Equals the sum of (i) and (ii) below, rounded up to the next whole integer:
(i)
Your Years of Service multiplied by two (2), and
-3-
(ii)
(B)
Your Base Pay divided by 10,000 and then multiplied by two (2); and
Equals one Week Pay.
The Enhanced Severance Amount, when considering any offsets described below, will not be less
than thirteen (13) Weeks Pay or greater than sixty-five (65) Weeks Pay, and will be offset by any
Basic Severance Amount that you have received. Further, the Employer, in its complete discretion,
may make an additional cash payment that is above and beyond the Enhanced Severance Amount
to any Eligible Employee, and any such additional payment shall not be construed to be a Benefit
under the Plan but may still be incorporated into the release agreement in the Employer’s
discretion.
2. Other “Benefits” – In addition to the Enhanced Severance Amount, you will be entitled
to receive certain other Benefits, including:
o
COBRA Coverage at Subsidized Rates – If you are entitled to continuation benefits
under the Consolidated Omnibus Budget Reconciliation Act (“COBRA”), then the
applicable rates for group major medical and dental will be the active employee
contribution rates for six (6) months following the date of your termination of
employment. At the expiration of the six (6) month period, the contribution rates
will then be the COBRA rates. It will be your responsibility to comply with all
COBRA procedures and requirements including the election of COBRA coverage
and the timely payment of premiums.
o
Bonus Payment – If you would have been eligible for a bonus payment under the
Annual Incentive Program (“AIP”) for the year in which you terminate and you
have not received any AIP payment for the year in which you terminate, you will
receive an additional severance Benefit equal to your bonus target percentage
determined under the AIP for the year in which your termination occurs multiplied
by your eligible earnings (as determined under the AIP) for that year, however,
eligibility for, and the determination of the amount due, of this Benefit is
determined by the Employer in its sole discretion.
Bifurcation of Part-Time and Full-Time Service. If you are classified as a regular part-time
employee at the time you incur a Qualifying Termination, but you were a regular full-time
employee at any time during your Years of Service, your Plan benefits are calculated as follows:
o
The Basic Severance Amount, if applicable, will be the sum of (A) and (B), where
(A) is the Basic Severance Amount computed using your Years of Service as a
regular part-time employee and your Base Pay as a regular part-time employee and
(B) is the Basic Severance Amount computed using your Years of Service as a
regular full-time employee and your Base Pay determined as if you were classified
as a regular full-time Employee as of the date of your Qualifying Termination; and
o
The Enhanced Severance Amount, if applicable, will be the sum of (A) and (B),
where (A) is the Enhanced Severance Amount computed using your Years of
Service as a regular part-time employee and your Base Pay as a regular part-time
employee and (B) is the Enhanced Severance Amount computed using your Years
-4-
of Service as a regular full-time employee and your Base Pay determined as if you
were classified as a regular full-time Employee as of the date of your Qualifying
Termination, except the benefit factor that is determined by dividing your Base Pay
by 10,000 will be determined using your current Base Pay as a regular part-time
employee.
Outplacement Services. If you receive either a Basic Severance Amount or an Enhanced
Severance Benefit, you will also be entitled to receive reasonable outplacement assistance, in such
form and under such criteria as approved in advance by the Committee in its discretion. Such
outplacement assistance must be provided to you within the 12-month period following your
Qualifying Termination.
Offset. Your Plan Benefits are reduced by the total of the following items, unless otherwise
waived by the Employer in its discretion:
(1)
WARN Act Notice Pay (any payments made in lieu of providing a minimum notice
of termination to comply with the Worker Adjustment and Retraining Notification
Act (29 USC §§ 2101 – 2109) and any other similar state or federal law);
(2)
Payments of any kind (whether or not designated as severance pay) pursuant to any
other severance plan, employment or other contract, or change of control
arrangement, as a result of your termination of employment;
(3)
Post-termination salary payments made by the Employer in its discretion for the
purpose of facilitating your transition into the workforce;
(4)
Any Basic Severance Amount received (i.e., if you are entitled to receive an
Enhanced Severance Amount and have previously received a Basic Severance
Amount, any Enhanced Severance Amount will be reduced by the Basic Severance
Amount received); and/or
(5)
Any amounts you owe to the Employer for any reason.
Reemployment. If you receive Basic Severance or Enhanced Severance, you will be ineligible for
one year following your termination of employment to enter into any employment relationship
with the Plan Sponsor or an Employer unless (i) the reemployment is approved by the Plan
Sponsor’s Vice President of Human Resources and (ii) you repay the full amount of the Benefits
received.
WHAT IS A “RELEASE AND CONFIDENTIALITY AGREEMENT”?
As a condition to receipt of any Enhanced Severance Amount, you must first execute and deliver
to the Employer a release and confidentiality agreement in the form established and provided by
the Employer, to fully release the Employer and its affiliates, and the shareholders, partners,
officers, directors, employees and agents of the Employer and its affiliates, from and against any
and all claims and causes of action of any kind or character, including but not limited to all claims
or causes of action arising out of your employment with the Employer or the termination of such
employment. If the Enhanced Severance Amount has been paid to you and you fail to comply
-5-
with the terms of the release and confidentiality agreement, the agreement will remain valid and
enforceable.
IS THERE ANY PLAN REPAYMENT OBLIGATION?
Under the following circumstances, you will have an obligation to repay Plan Benefits:

If you initially do not accept an offer of employment from a purchaser incident to a
Special Divestiture declared by the Plan Sponsor and you later do so within one year
after the Special Divestiture and your Base Pay with the purchaser is equal to or greater
than your Base Pay immediately prior to your termination of employment, you will not
have incurred a Qualifying Termination, and you will be obligated, at the Committee’s
discretion, to repay to the Plan all Benefits received;

If you breach the requirements and obligations of your release and confidentiality
agreement, the Employer may require you to refund to the Employer an amount equal
to the excess of your Enhanced Severance Amount over your Basic Severance Amount,
and the Employer has the right to offset against any further monies or benefits owed to
you (to the extent such offset is not prohibited by applicable law which cannot be
waived) the Enhanced Severance Amount excess that you are obligated to return and
repay to the Employer; or

You are reemployed by the Plan Sponsor or an Employer (with the approval of the Plan
Sponsor’s Vice President of Human Resources) within one year after your termination
of employment.
The Committee may undertake all available, legal and equitable means to recover the Plan
Benefits.
HOW DO I FILE A CLAIM FOR PLAN BENEFITS?
The Committee will determine if you are eligible for Plan Benefits, notify you that you are and
distribute your Plan severance benefit to you. If your employment with the Employer has
terminated, and you believe that you are entitled to Plan Benefits and have not received them (or
any confirmation that you will receive them), you (or your duly authorized representative) (a
“Claimant”) may make a claim for Plan Benefits. Any claim must be in writing and submitted to
the Committee at the address specified in this summary.
WHAT ARE THE PLAN’S CLAIMS PROCEDURES?
Approved Claims. Claimants will be notified in writing of approved claims, which will be
processed as claimed. A claim is considered approved only if its approval is communicated in
writing to the Claimant.
Denied Claims. In the case of the denial or partial denial of a claim, a written notice will be
furnished to the Claimant within 90 days of the date on which the claim is received by the
Committee (or 180 days after receipt of the claim if special circumstances require an extension of
time for processing the claim). If special circumstances require an extension of up to 180 days for
-6-
processing the claim, the Committee will send written notice of the extension that will indicate the
special circumstances requiring the extension and state when the Committee expects to render the
decision. A denial or partial denial of a claim will clearly set forth (a) the specific reason or reasons
for the denial, (b) specific reference to pertinent Plan provisions on which the denial is based, (c)
a description of any additional material or information necessary for the Claimant to perfect the
claim and an explanation of why such material or information is necessary and (d) an explanation
of the procedure for review of the denied or partially denied claim set forth below, including the
Claimant’s right to bring a civil action under ERISA Section 502(a) following an adverse benefit
determination on review.
Review of Denial. Upon denial of a claim, in whole or in part, a Claimant may request a review
of the denied claim by filing a written notice of appeal with the Committee within 60 days of the
receipt by the Claimant of the written notice of denial of the claim. A Claimant or the Claimant’s
authorized representative will have, upon request and free of charge, reasonable access to, and
copies of, all documents, records, and other information relevant to the Claimant’s claim for
Benefits and may submit issues and comments in writing. The review will take into account all
comments, documents, records, and other information submitted by the Claimant relating to the
claim, without regard to whether such information was submitted or considered in the initial
benefit determination.
If the Claimant fails to file a request for review within 60 days of the denial notification, the claim
will be deemed abandoned and the Claimant precluded from reasserting it. If the Claimant does
file a request for review, his or her request must include a description of the issues and evidence
he or she deems relevant.
Decision Upon Review. The Committee will provide a prompt written decision on review to the
Claimant but not later than 60 days after the receipt of the Claimant’s appeal (or 120 days after
receipt of the Claimant’s appeal if there are special circumstances which require an extension of
time for processing). If special circumstances require an extension of up to 120 days for processing
the claim, the Committee will send written notice of the extension that will indicate the special
circumstances requiring the extension and state when the Committee expects to render the
decision. If the claim is denied on review, the decision will set forth (a) the specific reason or
reasons for the adverse determination, (b) specific reference to pertinent Plan provisions on
which the adverse determination is based, (c) a statement that the Claimant is entitled to receive,
upon request and free of charge, reasonable access to, and copies of, all documents, records, and
other information relevant to the Claimant’s claim for Benefits, and (d) a statement describing the
Claimant’s right to bring an action under ERISA Section 502(a).
Finality of Decision on Review. Decisions reached under the Plan’s claims procedures will be
final and binding on all parties. No legal action for Benefits under the Plan may be brought unless
and until the Claimant has exhausted his remedies under the Plan. Further, any suit or legal action
initiated by a Claimant under the Plan must be brought by the Claimant no later than one year
following a final decision on the claim for Benefits by the Committee. The one-year limitation on
suits for Benefits will apply in any forum where a Claimant initiates such suit or legal action.
-7-
WHEN DOES MY PLAN COVERAGE TERMINATE?
Your coverage under the Plan (and, therefore, your potential eligibility for Plan Benefits)
terminates as of the earlier of the date you cease to be an Eligible Employee or your employment
with the Employer terminates for any reason other than a “Qualifying Termination.”
MAY THE PLAN BE AMENDED OR TERMINATED?
The Plan Sponsor may terminate, amend or modify the Plan in whole or in part at any time.
Circumstances which might cause the Plan Sponsor to amend or terminate the Plan include, but
are not limited to, changes in law mandating that the Plan be revised in certain respects, a
determination by the Plan Sponsor that the Plan’s provisions or some of them may no longer be
suitable as a result of changes in the circumstances of the Plan Sponsor or of its employees or
changes in financial circumstances such as significant increases in the cost of continuing the Plan
or significant adverse changes in the Plan Sponsor’s financial circumstances.
WHAT ARE MY RIGHTS UNDER ERISA?
As an Eligible Employee under the Plan, you are entitled to certain rights and protections under
ERISA. These rights are described below. ERISA provides that all Plan participants shall be
entitled to:
Receive Information About Your Plan and Benefits
Examine, without charge, at the Plan Administrator’s office, all Plan documents, and a copy of the
latest annual report (Form 5500 Series) filed by the Plan with the U.S. Department of Labor and
available at the Public Disclosure Room of the Employee Benefits Security Administration;
Obtain, upon written request to the Plan Administrator, copies of the Plan documents, and copies
of the latest annual report (Form 5500 Series) and updated summary plan descriptions. The Plan
Administrator may impose a reasonable charge for the copies.
Receive a summary of the Plan’s annual financial report. The Plan Administrator is required by
law to furnish each participant with a copy of this summary annual report.
Prudent Actions by Plan Fiduciaries
In addition to creating rights for Plan participants, ERISA imposes duties upon the people who are
responsible for the operation of the Plan. The people who operate the Plan, called “fiduciaries” of
the Plan, have a duty to do so prudently and in the interest of you and other Plan participants and
beneficiaries. No one, including your Employer, or any other person, may fire you or otherwise
discriminate against you to prevent you from obtaining a welfare benefit or exercising your rights
under ERISA.
Enforce Your Rights
-8-
If your claim for a welfare benefit is denied or ignored, in whole or in part, you have a right to
know why this was done, to obtain copies of documents relating to the decision without charge,
and to appeal any denial, all within certain time schedules.
Under ERISA, there are steps you can take to enforce the above rights. For instance, if you request
a copy of the Plan documents or the latest annual report from the Plan Administrator and do not
receive them within 30 days, you may file suit in a federal court. In such case, the court may
require the Plan Administrator to provide the materials and pay you up to $110 a day until you
receive the materials, unless the materials were not sent 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 the Plan fiduciaries misuse the Plan’s money,
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. The court will decide who 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, for
example, if it finds your claim is frivolous.
Assistance with Your Questions
If you have any questions about your Plan, you should contact the Plan Administrator. If you have
any questions about this statement or about your rights under ERISA, or if you need assistance in
obtaining documents from the Plan Administrator, you should contact the nearest area office of
the Employee Benefits Security Administration, U.S. Department of Labor, as listed in your
telephone directory or the Division of Technical Assistance and Inquiries, Employee Benefits
Security Administration, U.S. Department of Labor, 200 Constitution Avenue, N.W., Washington,
D.C. 20210. You may also obtain certain publications about your rights and responsibilities under
ERISA by calling the publications hotline of the Employee Benefits Security Administration at 1866-444-3272.
WHAT OTHER PLAN INFORMATION SHOULD I KNOW?
*
NAME OF PLAN:
Anadarko Petroleum Corporation
Severance Plan
*
PLAN YEAR:
January 1 through December 31
*
TYPE OF PLAN:
Severance benefit welfare plan
*
PLAN SPONSOR:
Anadarko Petroleum Corporation
Attn: Benefits Department–Human Resources
1201 Lake Robbins Drive
The Woodlands, Texas 77380
(832) 636-1000
*
EMPLOYER
IDENTIFICATION NUMBER:
76-0146568
-9-
*
PLAN NUMBER:
507
*
PLAN ADMINISTRATOR:
Anadarko Petroleum Corporation Health and
Welfare Benefits Administrative Committee
Attn: Benefits Department – Human Resources
1201 Lake Robbins Drive
The Woodlands, Texas 77380
(832) 636-1000 (ask for “Benefits Department –
Human Resources”)
*
FUNDING:
Benefits under the Plan are paid out of the general
assets of the Employer.
*
AGENT FOR SERVICE OF
LEGAL PROCESS:
Anadarko Petroleum Corporation Health and
Welfare Benefits Administrative Committee
Anadarko Petroleum Corporation Severance Plan
Anadarko Petroleum Corporation
c/o CT Corporation System
350 N. St. Paul Street
Dallas, TX 75201
*
TYPE OF ADMINISTRATION:
The Plan is administered by the Anadarko Petroleum
Corporation Health and Welfare Benefits
Administrative Committee
*
OTHER EMPLOYERS:
A complete list of all Employers that have adopted
the Plan can be obtained upon written request to the
Committee and is available for inspection at the
office of the Committee.
-10-