1. This reaffirmation (the Reaffirmation) is the reaffirmation referred to in paragraph 2 of the Confidential Separation and General Release Agreement (the Separation Agreement) between Blake Davis (Executive) and The GEO Group, Inc. (GEO). The Executive previously executed the Separation Agreement on April 14, 2021.
2. Executive hereby affirms the validity and effect of the Separation Agreement, including but not limited to the general release of the Releasees (as defined in the Separation Agreement and Paragraph 3 herein), and agrees and acknowledges that the terms and conditions of the Separation Agreement are incorporated herein, as if fully restated herein. Executive also affirms that Executive is not in default of any provision of the Separation Agreement.
3. In exchange for both the Termination Payments set forth in paragraph 2 of the Separation Agreement and an additional One Hundred Dollars ($100.00), Executive releases and gives up any and all waivable claims and rights that Executive may have against GEO, its parents, subsidiaries, affiliates and divisions, and each of their respective past and present officers, directors, members, shareholders, Executives, agents, representatives, consultants, fiduciaries, attorneys, insurers, benefit plans, plan administrators and joint venture partners, and all of their respective predecessors, successors and assigns (collectively, Releasees). This releases all waivable claims resulting from anything that has happened up through the date that Executive signs this Reaffirmation, including those claims of which Executive is not aware and those not specifically mentioned in this Reaffirmation, regardless of whether such claims are asserted or unasserted, suspected or unsuspected, accrued or not yet accrued. Without limiting the generality of the foregoing, Executive specifically releases all claims relating to: (i) Executives employment by GEO, the terms and conditions of such employment, Executive benefits related to Executives employment, the termination of Executives employment, and/or any of the events relating directly or indirectly to or surrounding such termination; (ii) any and all claims of discrimination (including harassment), whistleblowing or retaliation in employment (whether based on federal, state or local law, statutory or decisional), including without limitation, all claims under the Age Discrimination in Employment Act of 1967 (the ADEA) (this release is meant to comply with the Older Workers Benefit Protection Act (OWBPA), 29 U.S.C. § 621 et seq., which statute was enacted to, among other things, ensure that individuals forty (40) years of age or older who waive their rights under the ADEA do so knowingly and voluntarily), the Workers Adjustment and Retraining Notification Act (WARN), Title VII of the Civil Rights Act of 1964, as amended (Title VII), the Americans with Disabilities Act, as amended (ADA), the Civil Rights Act of 1991, the Pregnancy Discrimination Act (PDA), the Reconstruction Era Civil Rights Act of 1866, 42 USC §§ 1981-86, as amended, the Equal Pay Act (EPA), the Family and Medical Leave Act, as amended (FMLA), The Families First Coronavirus Response Act (FFCRA), the Fair Labor Standards Act (FLSA), the Executive Retirement Income Security Act (ERISA) (other than claims with regard to vested benefits), Sections 503 and 504 of the Rehabilitation Act of 1973, the Occupational Safety and Health Act (OSHA), the Consolidated Omnibus Budget Reconciliation Act (COBRA), the National Labor Relations Act (NLRA), the Families First Coronavirus Relief Act (FFCRA), the Florida Civil Rights Act of 1992 (FCRA) f/k/a Human Rights Act of 1977, § 725.07, Fla. Stat., any and all claims/actions for retaliation that have been or could have
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