Amended and Restated JetBlue Airways Corporation Severance Plan dated July 8, 2020

JetBlue Airways Corporation (the “Company” or “JetBlue”), as of July 8 , 2020, hereby amends and restates the JetBlue Airways Corporation Severance Plan (the “Plan”) to provide severance benefits to certain employees of the Company and any Participating Corporations under the terms and conditions set forth in the Plan. The Plan replaces and supersedes any and all severance plans, policies and/or practices of the Company and any Participating Corporations; provided, however, that the Plan does not supersede or replace JetBlue’s Executive Change in Control Severance Plan or Crewmember Change in Control Severance Plan, each as amended from time to time, or the terms respectively therein; provided further, that, notwithstanding any other provision of the Plan to the contrary, any Employee who receives any payments or benefits under either JetBlue’s Executive Change in Control Severance Plan or Crewmember Change in Control Severance Plan, each as amended from time to time, shall not receive any payments or benefits under the Plan. The Plan, as a “severance pay arrangement” within the meaning of Section 3(2)(B)(i) of the Employee Retirement Income Security Act of 1974, as amended(“ERISA”), is intended to be and shall be administered and maintained as an unfunded “employee welfare benefit plan” under Section 3(1) of ERISA.

The following definitions and interpretations of certain terms apply to the Plan.

1.Accrued Obligations. (a) Any base salary payable to a Participant by the Company or another Participating Corporation, accrued but unpaid up to and including the date of the Participant’s Termination of Employment and (b) any employee benefits to which a Participant is entitled upon his or her Termination of Employment in accordance with the terms and conditions of the applicable employee benefit plans of the Company or another Participating Corporation.

2.Average Annual Bonus. The average of the two most recently earned regular full- year annual bonus amounts paid to the Participant in connection with JetBlue’s annual performance management process (excluding the amount of any special, spot or pro-rated bonuses) prior to the Participant’s Termination of Employment; provided, however, that (i) (a) if the Participant was not eligible to receive at least one full-year annual bonus or (b) the Company did not issue an annual bonus in either of the two preceding years, then his or her Average Annual Bonus shall equal the following percentage of the Participant’s base salary (based on his or her position as of the Termination Date): 75% if the Participant has the rank of President or higher; 60% if the Participant has the rank of Top Executive; 40%, if the Participant has the rank of SLT member; 30%, if the Participant has the rank of Vice President; and 20%, if the Participant has the rank of Director, and (ii) (a) if the Company has previously paid the

Participant only one full-year annual bonus or (b) if the Company did not award a bonus in one of the two preceding years, then the Participant’s Average Annual Bonus shall equal the average of such paid full-year annual bonus and the percentage of base salary set forth in this Article II.2(i). The percentages set forth in this Article II.2 may be modified from time to time as determined by the Compensation Committee in its discretion.

3.Cause. A Participant’s (i) conviction of, or plea of no contest to, a felony or other crime involving moral turpitude or dishonesty; (ii) participation in a fraud or willful misconduct that is injurious to the business, financial condition, property or reputation of the Company or its subsidiaries or affiliates; (iii) willful breach of the Company’s policies that adversely affects the Company, its business or its reputation; (iv) the embezzlement or misappropriation of funds or property of the Company or its subsidiaries or affiliates by the Participant; (v) habitual conduct that constitutes gross insubordination; or (vi) habitual neglect of his or her duties with the Company. For purposes of this paragraph, no act, or failure to act, on the Participant’s part shall be considered “willful” unless done, or omitted to be done, by the Participant not in good faith and without reasonable belief that the Participant’s action or omission was in the best interest of the Company. Any determination of Cause for purposes of the Plan shall be made by the Plan Administrator in its sole discretion. Any such determination shall be final, binding and conclusive on a Participant.

6.Death. The death of a Participant evidenced by a death certificate issued by a federal, state or local authority.

7.Disability. A disability that would qualify as a total and permanent disability under the Company’s then current long-term disability plan. With respect to benefits subject to Section 409A of the Code, the term “Disability” shall have the meaning set forth in Section 409A of the Code.

8.Effective Date. The date on which the Separation and Release Agreement becomes irrevocable by its terms (by the Participant’s timely execution and not revoking within in the applicable statutory revocation period).

9.Employee. Any salaried full-time Crewmember with the title (employee subgroup) of Chief Executive Officer, President or Chief Operating Officer, Chief Financial Officer, Top Executive, SLT, Vice President or Director.

10.Equity Plans. The Amended and Restated 2002 Stock Incentive Plan, the JetBlue Airways Corporation 2011 Incentive Compensation Plan as amended and restated, the JetBlue Airways Corporation 2020 Omnibus Equity Incentive Plan, and any successor equity plan.

12.Good Reason. The occurrence of any one of the following conditions with respect to a Participant without the Participant’s prior written consent: (i) a material and demonstrable adverse change in the nature and scope of Participant’s position, authority, duties or responsibilities; (ii) any material reduction in a Participant’s annual base salary, percentage target bonus opportunity, or target long-term incentive award opportunity, in each case as then in effect, or other material benefits provided to other similarly-situated Participants, except where such reduction is part of a general reduction in compensation or benefits by the Company; or (iii) the requirement to relocate from the office where the Participant is principally employed to a location that is more than 50 miles from such office (except for required business travel to an extent substantially consistent with such Participant’s customary business travel obligations in the ordinary course of business). In each case of clause (i) or (ii), only if: (x) the Participant provides written notice to the Company of the existence of the applicable condition described in such clause within 90 days of the initial existence of the condition, (y) the Company fails to remedy the condition within 60 days after the Company receives such written notice, and (z) within the 30 day period immediately following the lapse of such 60 day period, the Participant elects to Terminate his or her Employment.

13.Month of Base Pay. A Participant’s monthly base salary at the time of his or her Termination of Employment, as reflected on the Company’s or another Participating Corporation’s payroll records (before any reduction in base salary), and does not include bonuses, commissions, incentive compensation, overtime pay, or other additional compensation.

14.Participant. An Employee who meets the requirements for eligibility under the Plan, as set forth in the Article III of the Plan. An individual shall cease being a Participant once all severance payable to such individual under the Plan has been completed (or if earlier upon the Death of the Participant) and no person shall have any further rights under the Plan with respect to such former Participant.

15.Participating Corporation. The Company and any affiliate(s) or subsidiaries of the Company as may be authorized from time to time by the Board of Directors to extend the benefits of the Plan to their Employees. All Participating Corporation(s) in the Plan are (or will be) listed in attached Schedule A. To the extent Participating Corporations other than JetBlue are included on Schedule A, any plan amendments necessary to clarify practices for such corporate affiliate(s) or subsidiaries shall be appended hereto and specifically approved by the Plan Administrator.

16.Plan Administrator. The Chief People Officer is the Plan Administrator. No decision by the Plan Administrator shall have precedential or binding effect with regard to any subsequent decision under this Plan or in any other situation.

17.Plan Appeals Committee. The committee appointed from time to time by the Company to determine appeals of decisions of the Plan Administrator with respect to Plan

benefits. Until successors are appointed by the Company, the members of the Plan Appeals Committee shall be Vice President Compensation and Benefits, Director, Employment and Labor, and Vice President Associate General Counsel Corporate, Governance and Compliance. No decision by the Plan Appeals Committee shall have precedential or binding effect with regard to any subsequent decision under this Plan or in any other situation.

18.SLT. The Senior Leadership Team, which consists of a group of senior executives tasked with the strategy and operation of the Company.

19.Severance Event. The occurrence of any of the following with respect to a Participant:

The Company intends that any such Termination of Employment qualify as an involuntary separation from service within the meaning of Treasury Regulation Section 1.409A-l(n)(2) to the extent necessary to avoid triggering any additional tax or penalty under Code Section 409A, and Severance Event shall be interpreted and construed consistent with such intention.

Notwithstanding any provision of the Plan to the contrary, the following events shall not constitute a Severance Event:

20.Severance Period. The number of months immediately following a Participant’s Termination of Employment that is determined in accordance with Article IV.1 of the Plan.

21.Termination Date. The effective date of a Participant’s Termination of Employment.

22.Termination of Employment (and correlative terms). The termination of a Participant’s employment with the Company or another Participating Corporation, and their respective subsidiaries, under any circumstances.

23.Top Executive. As of the Effective Date of this amended and restated Plan, Top Executives are JetBlue’s Chief Executive Officer (and successors), JetBlue’s Chief Financial Officer (and successors), JetBlue’s President or JetBlue’s Chief Operating Officer (and successors), JetBlue’s Chief People Officer and JetBlue’s Chief Digital & Technology Officer.

24.Years of Service. The number of consecutive twelve (12) month periods since the Participant’s last date of hire by the Company or another Participating Corporation in which the Participant is paid by the Company or such other Participating Employer for the performance of full-time services in a capacity that qualifies such Participant as an Employee. Years of Service shall be measured in full years with credit provided on a pro rata basis for partial years, counting consecutive months in which more than 15 working days were worked. Notwithstanding the foregoing, a break in service of two years or less, in compliance with the applicable conditions provided in the Crewmember BlueBook then in effect at the commencement of such break in service, shall result in periods of employment before and after such break being deemed to be consecutive, and the resumption of employment with the Company after such break shall not be

considered a new date of hire for purposes of this Article 24. No Participant shall receive payments under the Plan for a period of employment for which the Participant has previously received payments under the Plan. Note: If the Severance Period, as calculated above, is fractional, the Severance Period shall be rounded up to a whole number. For purposes of illustration only, if a Crewmember were eligible to become a Participant and receive 6.75 Months of Base Pay, for the purposes of this Plan, said Crewmember would receive 7 Months of Base Pay and his or her Severance Period would be 7 Months.

Eligibility to participate in the Plan is limited to those Crewmembers classified as

U.S. based Employees in the records of the Participating Corporation. Notwithstanding any other provision of the Plan to the contrary, an Employee shall not be eligible to participate in the Plan and shall be excluded from coverage under the Plan if such Employee is an FAA-licensed pilot or other Crewmember with an individual written employment agreement or work group arrangement with a Participating Corporation containing a severance or termination pay provision unless such Employee or Crewmember waives any rights to such severance provisions in a manner deemed appropriate by the Plan Administrator. If an Employee is entitled to substantially similar cash benefits under local law as provided by this plan in Article IV.1, the Company’s obligations under the Plan to such Employee shall be reduced by payments made as required by applicable law. Any Crewmember terminated for Cause shall not be eligible for benefits under the Plan.

Subject to the full terms and conditions of the Plan, a Participant who incurs a Severance Event will be eligible to receive:

IV.4.a shall terminate at the end of the month in which the Final Notification Date occurs.

from a firm selected by the Company, in accordance with Company policy. Any career counseling and career transition consulting services must be used by a Participant within one year following the Participant’s Termination Date. A Participant must contact the Company’s Director Crew and Value Relations to initiate any such career counseling and transition consulting services. The Company will not pay the Participant cash in lieu of such services and will only reimburse reasonable career counseling and transition consulting services actually incurred. Any such reimbursements shall be paid no later than the last day of the third calendar year following the calendar year in which the Termination Date occurs.

For avoidance of doubt, on and after the Termination Date, a Participant:

plan, only if such disability or life insurance plan provides for benefits following the Termination Date;

Notwithstanding the foregoing, a Participant shall be eligible to participate in the Company’s employee assistance program in effect, under the terms and conditions then applicable, during the Severance Period.

7.No other severance. If a Participant receives payments or benefits under the Plan, such Participant shall not be entitled to receive any other severance, separation, notice or termination payments on account of his or her employment with the Company or Termination of Employment under any other plan, policy, program or agreement. If, for any reason, a Participant becomes entitled to or receives any other severance, separation, notice or termination payments on account of his or her employment with the Company or Termination of Employment, including, for example, any payments required to be paid to the Participant under any Federal, State or local law or pursuant to any agreement (except unemployment benefits payable in accordance with state law), his or her payments and benefits under the Plan will be reduced by the amount of such other payments paid or payable, to the extent such reduction is permitted under Code Section 409A and any other applicable law. A Participant shall notify the Plan Administrator if he or she receives or claims to be entitled to receive any such payment.

8.CARES Act Compliance. Notwithstanding anything to the contrary in this Plan, no Participant may claim entitlement to or be paid an amount from the Company in excess of the limits on executive compensation as imposed by the Coronavirus Aid, Relief, and Economic Security (“CARES”) Act.

1.Separation and Release of Claims Agreement. In order to receive any payments or benefits for which an Employee is otherwise eligible under the Plan (other than salary continuation, for which provision is set forth in Article V.2 below), the Employee must first sign (and not timely revoke) a separation and general release of claims agreement in a form provided by JetBlue (the “Separation and Release Agreement”), and the Separation and Release Agreement must become effective and fully irrevocable by the Final Notification Date. Any Participant who fails to sign, in full and without modification, the Separation and Release Agreement by the Final Notification Date shall not receive any additional payments or benefits under the Plan following the Final Notification Date and any benefits provided hereunder shall

cease as of the Final Notification Date. The form of Separation and Release Agreement is annexed hereto as Schedule B. [Note for Committee: the form of SAGR for officers and directors shall be annexed hereto when the plan is provided to a Participant and is subject to modification in the Company’s sole discretion on the advice of counsel, from time to time.]

IV.1 hereof to which a Participant is entitled shall be paid to the Participant as salary continuance for the term of the Severance Period immediately following the occurrence of the Participant’s Final Notification Date, with all applicable withholdings, on the Company’s normal payroll cycle commencing on the first payroll date immediately following the Final Notification Date. Any Pro-rated Average Annual Bonus described in Article IV.2 hereof to which a Participant is entitled shall be paid to the Participant in a lump-sum, less all applicable withholdings, no later than the last business day of the calendar month following the calendar month in which the Final Notification Date occurs; provided that, in no event shall such lump-sum payment be made later than March 15 of the calendar year following the calendar year of the Participant’s Termination Date. Notwithstanding anything in the Plan to the contrary, should the Participant fail to execute the Separation and Release Agreement by the Final Notification Date, or withdraw his or her acceptance of the Separation and Release Agreement, or the Separation and Release Agreement shall otherwise fail to become irrevocable by the Final Notification Date, all payments and benefits under the Plan shall cease, and no lump sum payments shall be made.

3.Equity and other benefits. Any equity payments and other benefits shall be provided as set forth in Article IV.3 and .4, subject to this Article V.

1.Administration. The Plan is administered and operated by the Plan Administrator and the Plan Appeals Committee (with respect to decisions relating to denied claims for benefits), each of which has complete and final responsibility and authority, in its sole discretion, with respect to matters within its jurisdiction, for the administration of the Plan, including, without limitation, the authority to interpret and apply the provisions of the Plan and construe all of the Plan’s terms (and any related or underlying documents or policies); to authorize payment and provision of severance pay and benefits under the Plan; to determine the eligibility for, and amount of, severance pay and benefits due under the Plan to Participants and their beneficiaries; to establish and enforce such rules and regulations as the Plan Administrator or Plan Appeals Committee shall deem proper for the efficient administration of the Plan, to correct any defect, supply any omission or reconcile any inconsistency in the Plan. All such interpretations, determinations and other actions of the Plan Administrator or the Plan Appeals Committee (with respect to decisions relating to denied claims for benefits) shall be final, conclusive and binding upon all Participants and any other parties and persons affected thereby. The Plan Administrator may, in writing, appoint one or more individuals and specifically delegate such of its powers and duties as it deems desirable to any such individual(s), in which case every reference herein made to the Plan Administrator shall be deemed to mean or include the appointed individual(s) as to matters within their jurisdiction.

2.Claim for severance pay or benefits. Any Employee who has a Termination of Employment and believes that he or she is eligible to receive severance pay or other benefits under the Plan may submit a written claim for such pay or benefits with the Plan Administrator within 60 days following such Termination of Employment.

3.Claims procedure. Any claim by a Participant or any other Employee or former Employee (“Claimant”) with respect to eligibility, participation, benefits or payments under the Plan, or other aspects of the operation of the Plan shall be made in writing to the Plan Administrator or such other person designated by the Plan Administrator from time to time for such purpose. The Plan Administrator or its delegee shall review all claims for benefits under the Plan and shall give due consideration to all claims presented. The Plan Administrator or designated person receiving a claim shall notify the Claimant in writing (which may be transmitted electronically) of its decision on the claim within 90 days after receipt thereof. In the event of special circumstances, the 90-day period may be extended for a period of up to 90 days (for a total of 180 days). If the initial 90-day period is extended, the Plan Administrator or its designee shall notify the Claimant in writing (which may be transmitted electronically) within 180 days of receipt of the claim. Such notice of extension shall indicate the special circumstances requiring such extension of time and provide the date by which the Plan Administrator expects to make a determination with respect to such claim.

Any adverse benefit determination with respect to a Claimant’s claim for a benefit shall be stated in writing (which may be transmitted electronically) and shall state clearly, in language calculated to be understood by the Claimant:

b)    references to the specific provisions of the Plan on which the adverse benefit determination is based;

c)    a description of the additional material or information (if any) that the Claimant shall provide to the Plan Administrator in order for the Plan Administrator to reconsider the claim and an explanation of why such material or information is necessary; and

d)    a description of the appeals procedures under the Plan, and the time limits applicable to such procedures, including a statement of the Claimant’s right to bring a civil action under Section 502(a) of ERISA following an adverse benefit determination on review.

For purposes of the Plan, an “adverse benefit determination” is any of the following: a denial, reduction, or termination of, or a failure to provide or make payment (in whole or in part) for, a benefit, including any such denial, reduction, termination, or failure to provide or make payment that is based on a determination of a Participant's or beneficiary's eligibility to participate in the Plan.

4.Appealing benefit claims. A Claimant may appeal an adverse benefit determination with respect to his claim by submitting a written request for review to the Plan Appeals Committee, within 60 days after receipt of written notice of such adverse benefit determination. The Plan Appeals Committee shall then review such claim. A Claimant or his authorized representative may (a) upon request and free of charge, be provided with reasonable access to, and copies of the Plan document and all other relevant documents, records and other information relevant to the Claimant’s claim, and (b) submit written comments, documents, records and other information relating to such claim. The review of the claim determination shall take into account all comments, documents, records and other information submitted by the Claimant relating to his claim, without regard to whether such information was submitted or considered in the initial claim determination.

If the Claimant appeals in accordance with the foregoing, the Plan Appeals Committee shall render its final decision on the Claimant’s claim, setting forth the specific reasons therefor in writing (which may be transmitted electronically), within 60 days after the Plan Appeals Committee’s receipt of the request for review, but this period may be extended by the Plan Appeals Committee for up to an additional 60 days in special circumstances. Written notice (which may be transmitted electronically) of any such extension of time, including the nature of such special circumstances and the date by which the Plan Appeals Committee expects to render its decision, shall be sent to the Claimant. In the case of an adverse benefit determination on review, the written notice (which may be transmitted electronically) to the Claimant of the Plan Appeals Committee’s decision on review shall state clearly, in language calculated to be understood by the Claimant:

appeal;

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, the Plan document and all documents, records, and other information relevant to the Claimant’s claim; and

(d)a statement of the Claimant’s right to bring an action under Section 502(a) of ERISA.

A Claimant must fully exercise all appeal rights provided herein prior to bringing a civil action under Section 502(a) of ERISA. The Plan Appeals Committee’s decision on review shall be final and binding on any claimant or any successor in interest.

1.Amendment and Termination. The Company reserves the right, in its sole and absolute discretion, to terminate, amend or modify the Plan, in whole or in part, at any time and

for any reason, by a written resolution of its Board of Directors or its designee; provided, however, that severance payable (or which becomes payable) pursuant to the Plan to a Participant who has incurred a Termination of Employment prior to any such termination, amendment or modification of the Plan shall not be reduced by such termination, amendment or modification.

2.No Additional Rights Created. Neither the establishment of the Plan, nor any modification thereof, nor the payment of any benefits thereunder, shall be construed as giving to any Participant, Employee (or any beneficiary of either), or other person any legal or equitable right against the Company or any subsidiary thereof or any officer, director or employee respectively thereof; and in no event shall the terms and conditions of employment by the Company or of any Employee be modified or in any way affected by the Plan.

3.Records. The records of the Company with respect to Years of Service, employment history, base pay, absences, and all other relevant matters shall be conclusive for all purposes of the Plan.

4.Construction. The respective terms and provisions of the Plan shall be construed, whenever possible, to be in conformity with the requirements of ERISA, or any subsequent laws or amendments thereto. To the extent not in conflict with the preceding sentence or another provision in the Plan, the construction and administration of the Plan shall be in accordance with the laws of the State of New York applicable to contracts made and to be performed within the State of New York (without reference to its conflicts of law provisions).

5.Severability. Should any provisions of the Plan be deemed or held to be unlawful or invalid for any reason, such fact shall not adversely affect the other provisions of the Plan unless such determination shall render impossible or impracticable the functioning of the Plan, and in such case, an appropriate provision or provisions shall be adopted so that the Plan may continue to function properly.

6.Incompetency. In the event that the Plan Administrator finds that a Participant (or designated beneficiary) is unable to care for his or her affairs because of illness or accident, then benefits payable hereunder, unless claim has been made therefor by a duly appointed guardian, committee, or other legal representative, may be paid in such manner as the Plan Administrator shall determine, and the application thereof shall be a complete discharge of all liability for any payments or benefits to which such Participant (or designated beneficiary) was or would have been otherwise entitled under the Plan.

7.Payments to a Minor. Any payments to a minor from the Plan may be paid by the Plan Administrator in its sole and absolute discretion (a) directly to such minor; (b) to the legal or natural guardian of such minor; (c) to a trust, as the Plan Administrator may be so directed by a court having jurisdiction or (d) to any other person, whether or not appointed guardian of the minor, who shall have the care and custody of such minor. The receipt by such individual shall be a complete discharge of all liability under the Plan therefor.

8.Plan Not a Contract of Employment. Nothing contained in the Plan shall be held or construed to create any liability upon the Company or any subsidiary thereof to retain any Employee in its service. All Employees shall remain subject to discharge or discipline to the same extent as if the Plan had not been put into effect. An individual who is receiving severance under the Plan shall not be considered an Employee immediately following his or her Termination of Employment. All Employees shall continue to be “at will” employees of the Company or its applicable subsidiary. Nothing in the Plan shall create or be deemed to create a right to employment.

9.Financing. The Plan is an unfunded employee welfare benefit plan as defined in Section 3(1) of ERISA. The benefits payable under the Plan shall be paid out of the general assets of the Company or its subsidiaries if and when such benefit is owed. No Participant or any other person shall have any rights or interest whatsoever in any specific assets or accounts of the Company or any of its affiliates by reason of the Plan. To the extent that any person acquires a right to receive payments under the Plan, such right shall not be secured by any assets of the Company or any of its affiliates.

10.Nontransferability. In no event shall the Company make any payment under the Plan to any assignee or creditor of a Participant, except as otherwise required by law. A Participant shall have no rights by way of anticipation or otherwise to assign or otherwise dispose of or transfer any interest or payment under the Plan, nor shall rights be assigned or transferred by operation of law otherwise than by will or by the laws of descent and distribution.

intent and economic benefit to the Participant of the applicable provision without violating the provisions of Code Section 409A.

to make such reimbursements or to provide such in-kind benefits apply later than the Participant’s remaining lifetime (or if longer, through the sixth (6th) anniversary of the commencement date of such obligations).

13.Successors. All obligations of the Company under the Plan with respect to benefits granted hereunder shall be binding on any successor to the Company, whether the existence of such successor is the result of a direct or indirect purchase, merger, consolidation, or otherwise, of all or substantially all of the business and/or assets of the Company.

(ii) delivered as to such lesser extent which would result in no portion of such payments and benefits being subject to excise tax under Section 4999 of the Code, whichever of the foregoing amounts, taking into account the applicable federal, state and local income and employment taxes and the excise tax imposed by Section 4999 of the Code (and any equivalent state or local excise taxes), results in the receipt by

the Participant on an after-tax basis of the greatest amount of such payments and benefits, notwithstanding that all or some portion of such amount may be taxable

under Section 4999 of the Code. Any determination required under this provision shall be made in writing by a firm of independent public accountants or a law firm selected by the Company (the “Accountants”), whose determination shall be conclusive and binding upon the Participant and the Company for all purposes. The Company shall bear all costs the Accountants may reasonably incur in connection with any calculations contemplated by this provision. Any reduction of any amount required by this provision shall occur in the following order: (1) reduction of cash payments to the Participant under Article IV.1 of the Plan; (2) reduction of any accelerated vesting of equity awards under Article IV.2 of the Plan; (3) reduction of any accelerated vesting of any other Company equity awards held by the Participant; and (4) reduction of any other benefits paid or provided to the Participant.

16.Recoupment. Notwithstanding anything in the Plan to the contrary, all payments and benefits under the Plan and any payments made under the Plan shall be subject to clawback or recoupment as permitted or mandated by applicable law, rules, regulations or Company policy as enacted, adopted or modified from time to time.

17.Reduction for outstanding indebtedness. To the extent permitted by Section 409A of the Code and other applicable law, any cash severance to which a Participant is otherwise entitled pursuant to the Plan shall be reduced by any amounts outstanding under any indebtedness, obligations or liabilities owed by the Participant to the Company or any subsidiary of the Company.

18.Limitations Period and Venue. Following the appeals process described herein, any legal action under this Plan may only be brought in the Federal District Courts in the Eastern District of New York. Any such claims must be brought by no later than the one year anniversary of the Plan Appeals Committee's determination. No claim for benefits may be brought after such date.

1.    Your Rights Under ERISA.    As a participant in the Plan, you are entitled to certain rights and protections under ERISA. ERISA provides that all Participants of the Plan shall be entitled to:

RECEIVE INFORMATION ABOUT YOUR PLAN AND BENEFITS

Examine, without charge, at the Plan Administrator’s office and at other specified locations, such as worksites and union halls, all documents governing the plan, including insurance contracts, 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 documents governing the operation of the Plan, including copies of the latest annual report (Form 5500 Series) filed and an updated summary plan description. The Plan Administrator may make a reasonable charge for the copies.

PRUDENT ACTIONS BY PLAN FIDUCIARIES

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” 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 the Company or any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining the severance benefit you are entitled to or exercising your rights under ERISA.

ENFORCE YOUR RIGHTS

If your claim for the severance benefit you believe you are entitled to 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 Plan documents or the latest annual report (Form 5500 Series) 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 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 that is denied or ignored, in whole or in part, you may file suit in a State or Federal Court.

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 persons you have sued to pay these cost 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

office of the Employee Benefits Security Administration, U.S. Department of Labor, listed in you 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. Additional information may also be obtained from its web site at http://www.dol.gov/ebsa. You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration.

PLAN DOCUMENT / SUMMARY PLAN DESCRIPTION

This document shall constitute both the plan document and the summary plan description of the Plan, and describes the provisions of the Plan which are in effect as of the Effective Date and thereafter. This document shall be distributed to all Employees in this electronic form.

OTHER IMPORTANT FACTS

NAME OF THE PLAN:    JetBlue Airways Corporation Severance Plan

NAME AND ADDRESS OF

EMPLOYER / PLAN SPONSOR:    JetBlue Airways Corporation

EMPLOYER IDENTIFICATION

NUMBER (EIN):    87-0617894

PLAN NUMBER:    511

TYPE OF PLAN:    Employee Welfare Benefit Plan – Severance Plan

PLAN YEAR:    January 1 – December 31

TYPE OF ADMINISTRATION:    Employer Administered

PLAN ADMINISTRATOR:    Chief People Officer

PLAN APPEALS COMMITTEE:    Vice President Compensation and Benefits,

AGENT FOR SERVICE OF

LEGAL PROCESS:    General Counsel

EFFECTIVE DATE:    July 8, 2020

The Plan Administrator keeps records of the Plan and is responsible for the administration of the Plan. The Plan Administrator will also answer any questions you may have about the Plan.

No individual may, in any case, become entitled to additional benefits or other rights under the Plan after the Plan is terminated. Under no circumstances, will any benefit under the Plan ever vest or become nonforfeitable, except as provided in Article VII.1.

Severance pay is subject to all applicable employment, withholding, and supplemental taxes, including local and FICA and any other withholdings mandated by law.

Corporations Participating In the Severance Plan JetBlue Airways Corporation

JetBlue Technology Ventures JBTP, LLC

FORM OF SEPARATION AGREEMENT AND RELEASE

Approved by Compensation Committee of the Board of Directors July 8, 2020