US Employee Benefits. Effective Date January 1, 2009 Page 1 of 20

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1 Effective Date January 1, 2009 Page 1 of 20 This benefit applies to: Eligible employees of Wolters Kluwer U.S. Corporation and all of its divisions and subsidiaries, including customer and business units (collectively Wolters Kluwer or the Company ). Purpose of this benefit: Wolters Kluwer provides Short-Term Disability (STD) salary continuation for eligible employees when they are unable to perform the essential functions of their job, with or without a reasonable accommodation, due to a qualified non-work related disability. If a disability requires an employee to be under the care of a medical practitioner and the employee has been (or is expected to be) absent for 3 or more days of work, the employee or his/her manager should report the absence to the Claims Administrator. Note: Terms used in this document, like Claims Administrator, are defined at the end of this document under Glossary of Terms. The Program Features: Eligible Employee An employee who is in active employment for a participating company the day before the 1st day of absence and is a: Regular Full Time status working 35 or more hours per week; or Regular Part Time status working 20 or more hours per week and has completed one year of service. Temporary, contract, seasonal or on call employees (regardless of the number of hours per year they are scheduled to work), are not eligible to participate in the Plan because these statuses don t meet the definition of a regular Full or Part Time Employee. Additionally, independent contractors are not eligible to participate. Eligibility Effective Date Eligible employees will qualify for coverage as of the date they complete their 90 consecutive day eligibility waiting period. Employees that have been rehired by the Company within 12- months of their date of termination of employment do not need to satisfy the 90 consecutive day eligibility waiting period if the Eligibility Effective Date was previously attained. * The following provisions apply only to employees commencing a disability claim on or after January 1, 2009.

2 Effective Date January 1, 2009 Page 2 of 20 The effective date of coverage under STD will be delayed for an employee if he/she is not in Active Employment because of Disability at the time they satisfy the 90 consecutive day Eligibility Effective Date. Participation in the Plan will begin on the date the employee returns to Active Employment and experiences a subsequent Disability. Coverage Begin Date Coverage under STD may begin when an employee or his/her manager learns of a disability that requires the employee to be under the care of a medical practitioner and results in an absence (or expected absence) of 5 or more consecutive business days. The employee or his/her manager should report the absence on the third day or as soon as practical to the Claims Administrator. What is an Elimination Period The elimination period is a 5 consecutive business day period where a disability requires an Eligible Employee to be absent and under the care of a medical practitioner. The Elimination Period must be satisfied before STD benefits commence. Employees must use available PTO time during the Elimination Period; it cannot be unpaid unless PTO is exhausted. If a Company observed holiday falls within the Elimination Period, the day will be paid as holiday pay in lieu of PTO or unpaid time. How the Plan Defines Disability A disability period is where a disability prevents an Eligible Employee from performing the essential functions of his/her job, with or without a reasonable accommodation. This condition requires medical care and treatment from a medical practitioner licensed to treat the Disability and the practitioner is acting within the scope of the license; and the level of treatment is appropriate for the Disability. Maximum STD Benefits After satisfying the Elimination Period, an employee may receive 25 full or partial weeks of STD benefits. A benefit in payment status ends on the earliest of: the end of the disability; or the end of the 25th week based on medical necessity and approval by the Claims Administrator. The 25 weeks can be applied to a single disability, multiple disabilities or partial benefits.

3 Effective Date January 1, 2009 Page 3 of 20 An employee s coverage under this plan will not continue beyond six months. In continuing such coverage under this provision, Wolters Kluwer agrees to treat all employees equally. Returning to Work On or before an employee returns to work, a medical release statement must be furnished by the treating medical practitioner. This release should be faxed to the Claims Administrator at (603) , and to the HR Source Service Center at (773) STD Benefits: How STD Coverage Works When the Claims Administrator receives Medical Certification that an Eligible Employee is disabled due to Disability and requires the regular attendance of a Medical Practioner, Wolters Kluwer will pay the Eligible Employee a weekly benefit after the end of the Elimination Period. The benefit will be paid for the period of disability if the employee gives the Claim Administrator Medical Certification of continued: Disability; and Required regular attendance of a Medical Practioner; and Appropriate available treatment is provided. The Medical Certification must be given upon the Claim Administrator s request. In determining whether the employee is disabled, the Claims Administrator or Wolters Kluwer will not consider employment factors e.g. performance improvement plan, written warning, etc. Eligible Employees and their medical practitioner will be asked to provide Medical documentation regularly during the STD leave period. Therefore, it is critical for the medical practitioner to understand that a disability leave of absence has been initiated and that he/she will need to submit the required paperwork or respond to any inquiries from the Claims Administrator in a timely manner. Note: Helping the medical practitioner understand the role he or she play in the process, will help ensure that STD benefits are not delayed or interrupted. Upon receipt of medical documentation, the Claims Administrator will review the information supplied and make a determination within 5 business days. Once a determination of benefits is made, the Claims Administrator will verbally notify the employee of the decision.

4 Effective Date January 1, 2009 Page 4 of 20 Partial Disability An employee released back to work on a reduced schedule (following a consecutive STD leave) may be eligible for Partial Benefits, if he/she remain under the continued care of a medical provider and the need for the reduced schedule is medically substantiated. When the Claims Administrator receives Medical Certification that an employee is Partially Disabled and has experienced a loss of earnings due to Disability and requires the Regular Attendance of a Medical Practioner, the employee may be eligible to receive a Weekly Benefit, subject to any other provisions of this policy. A Weekly Benefit will be paid for the period of Partial Disability, if the employee gives to the Claims Administrator Medical Certification of continued partial disability, regular attendance of a Medical Practioner and appropriate available treatment. The Medical Certification must be given upon the Claim Administrator s request. For purposes of determining Partial Disability, the Disability must occur and Partial Disability must begin while the Employee is eligible for this coverage. Return to Work Incentive Benefit For the first 6 months, the work incentive benefit will be an amount equal to the Eligible Employee's Basic Weekly Earnings multiplied by the benefit percentage shown in the Plan Specifications, without any reductions from earnings. The work incentive benefit will only be reduced, if the Weekly Benefit payable plus any earnings exceed 100% of the Eligible Employee's Basic Weekly Earnings. If the combined total is more, the Weekly Benefit will be reduced by the excess amount so that the Weekly Benefit plus the Eligible Employee's earnings does not exceed 100% of his or her Basic Weekly Earnings. Thereafter, to figure the Amount of Weekly Benefit the formula A divided by B x C is used. A = The Amount of Lost Earnings. (The eligible employee s basic weekly earnings minus the eligible employee s earnings received while he or she is partially disabled.) B = The Eligible Employee s Basic Weekly Earnings C = The Weekly Benefit as figured in the Disability provision of this policy plus the Eligible Employee s earnings received while he or she is Partially Disabled, (but, not including adjustments under the Cost of Living Adjustment Benefit, if included.)

5 Effective Date January 1, 2009 Page 5 of 20 The Partial Disability Benefit payable will never be more than the Maximum Weekly Benefit shown in the Schedule of Benefits. Other Income Benefits and Other Income Earnings STD benefits are reduced by the amount of disability benefits for which an employee is eligible through other sources. Other Income Benefits means: 1. the amount of Disability and/or Retirement Benefits under the United States Social Security Act, Canadian Pension Plan, Quebec Pension Plan, or any similar plan or act, which: the employee receives or is eligible to receive; and his/her spouse, child or children receives or are eligible to receive because of his/her Disability; or his/her spouse, child or children receive or are eligible to receive because of his/her eligibility for retirement benefits; or 2. any other governmental program e.g. state disability programs in NY, NJ, CA, RI, HI, PR or coverage required or provided by statute (including any amount attributable to the Eligible Employee s family). 3. any work loss provision in mandatory No-Fault auto-insurance Other Sources of Disability Income Estimating Benefits from State Disability Programs If an employee works in the state of CA, NY, NJ, RI, HI or PR those states have a state disability program and therefore, the Claims Administrator will assume that the employee has applied for benefits under the state program and will use the maximum state benefit amount to offset benefits paid from the Plan. If an Eligible Employee is not eligible for the maximum state benefit, retroactive adjustments will be made as soon as administratively possible once proof of the state disability benefit amount has been supplied to the Claims Administrator. If it is determined that an employee is not eligible for benefits under the Plan, the employee may still be eligible for benefits through a state disability program. Therefore, please contact the applicable state program to confirm benefits eligibility status.

6 Effective Date January 1, 2009 Page 6 of 20 Other Income Earnings means: 1. any amount the employee receives from any formal or informal sick leave or salary continuation plan(s) of another employer; 2. the amount of earnings the employee earns or receives from any form of employment including severance; or 3. the amount of earnings the employee receives from Workers Compensation. Other Income Benefits, except retirement benefits, must be payable as a result of the same Disability for which Claims Administrator pays a benefit. The sum of Other Income Benefits and Other Income Earnings will be deducted in accordance with the provisions of this policy. If the Benefits or Income you are receiving are for an unrelated disability it will not be deducted from this benefit. Lump Sum Payments Benefits stated in the Other Income section which are paid in a lump sum will be prorated on a weekly basis over the Maximum Benefit Period. Prorated Benefits For any period which a benefit is payable that does not extend through a full week, the benefit will be paid on a prorated 5 day basis. Discontinuation of STD Benefits The Claims Administrator will notify the employee in writing when benefits under the STD Program will end. The weekly benefit will cease on the earliest of: 1. failure to submit the required medical documentation; 2. the date the Eligible Employee is no longer Disabled; 3. the date the Eligible Employee dies; 4. the end of the Maximum Benefit Period; Delete if STD Partial Disability is not included. 5. the date the Eligible Employee is terminated for cause; 6. the date the Eligible Employee resigns

7 Effective Date January 1, 2009 Page 7 of the date the Eligible Employee fails to comply with a request by the Claims Administrator for an exam by a Medical Practitioner; or 8. a medical practitioner provides a medical release to return to work Recurrent Periods of Disability A Recurrent Period of Disability will be treated as part of the prior Disability if, after receiving Disability Benefits under this Plan, an employee: (a) returns to his or her own occupation on an Active Employment basis for less than thirty (30) calendar days; and (b) performs all the essential functions of his or her own occupation. Benefit payments will be subject to the terms of this Plan for the prior Disability. If an employee returns to his or her own occupation on an Active Employment basis for thirty (30) continuous days or more, the Recurrent Period of Disability will be treated as a new period of Disability. The employee must complete another Elimination Period. If an employee experiences a disability unrelated to their previous disability, within the thirty (30) calendar days of return to work, the 5-day Elimination Period will need be satisfied before benefits are paid. STD Benefit Amount Once your claim is approved, the following benefits are available: Week 1: Week 2-6: Duration & Benefit Elimination Period: paid through available PTO, Optional Days or goes unpaid if time is unavailable. 5 weeks of STD benefits paid at 100% of pre-disability earnings, beginning on Day 6. Week 7-16: Week 17-26: Note: A grandfathered group of employees, who had 10 or more years of service with CCH, CLS, HPE as of January 1, 1994, may be eligible to receive full pay for up to 25 weeks if employment has been continuous. The next two benefit tiers may not apply. 10 weeks of STD benefits paid at 80% of pre-disability earnings. 10 weeks of benefits paid at 60% of pre-disability earnings. Observed holidays that fall within STD benefit period will be paid as STD. Please note that PTO cannot be used to subsidize the reduced levels of STD.

8 Effective Date January 1, 2009 Page 8 of 20 The weekly STD benefit is based on the employee s weekly earnings multiplied by the benefit percentage (shown in the table above) less other income benefits/earnings outlined in the Other Income Benefits or Earnings section. The weekly STD benefit will not exceed the employee s pre-disability earnings or be paid for longer than the maximum (25 week) benefit duration. How the Plan Defines Pre-Disability Earnings Pre-Disability Earnings are defined for: Commissioned Employees: as weekly salary plus an average of commissions paid in the 104 weeks prior to the 1st day of disability. Non Commissioned: as a weekly salary immediately proceeding the 1st day of disability. Bonuses, overtime, and other types of pay are excluded from Pre-Disability earnings. Approved pay changes like merit, promotional, market increases, etc. that take effect after a disability commences will be effective dated with the date the employee returns to Active status. The approved pay change is not retroactive. How to File Claims To file a STD claim, contact the Claims Administrator, as soon as practical, but no more than 30 days in advance of the scheduled/estimated leave date. The Claims Administrator can be reached by calling , or fax (603) or online at ; Company Code: Wolters-EE. Intake Representatives are available 24 hours a day, 7 days a week to take your initial claim report. Your assigned Claim Case Manager is available Monday through Friday from 8:00 a. m. to 5:00 p.m., Eastern Standard Time. Review the Reporting Your Disability Claim form for more information. The intake representative will gather the application information to initiate the STD claim. The representative will ask a series of questions to obtain as much information as possible regarding the request for leave. At a minimum, an eligible employee should be prepared to provide: Personal Information Job Information Reason for the Request Medical Practitioner Information

9 Effective Date January 1, 2009 Page 9 of 20 All required paperwork will be mailed to the employee s home address. Medical Certification of Claim is required and includes the following: 1. Medical Certification of Claim must be given to the Claims Administrator. This must be done no later than 15 days from the start of the Elimination Period. 2. Medical Certification of continued Disability or Partial Disability, when applicable and regular attendance of a Medical Practioner must be given to the Claims Administrator within 15 days of the request for the Medical Certification. 3. The Medical Certification of Claim must include, when applicable: 4. the date Disability or Partial Disability started; 5. the cause of Disability or Partial Disability; and 6. the degree of Disability or Partial Disability. See the Your Duties and Responsibility section of this policy for more details. Time of Payment of Claims When the Claims Administrator receives satisfactory Medical Certification of Claim, the benefit payable under this Plan will be paid weekly instead of the regular pay frequency of semi-monthly or biweekly. Torrance Payroll will pay benefits every Friday for the prior week as approved by the Claims Administrator. If there are any questions related to pay while on STD, please contact Torrance Payroll at torrancepayroll@torrancepayroll.com or call Torrance Payroll at (310) Examination To the extent it is consistent with applicable laws, the Claims Administrator, at its own expense, will have the right and opportunity to have an eligible employee, whose disability is the basis of a claim, examined by a Medical Practioner or vocational expert of its choice. This right may be used as often as reasonably required. Survivor s Benefit Not applicable.

10 Effective Date January 1, 2009 Page 10 of 20 Exclusions This plan will not cover any disability due to: 1. the Eligible Employee's committing or attempting to commit an indictable offense; 2. elective procedures are not covered under STD. These procedures include, but are not limited to cosmetic surgery (unless medically necessary), liposuction, etc. With respect to this provision, Participation will include promoting, inciting, conspiring to promote or incite, and aiding, abetting, and taking part in all forms. Participation will not include: actions taken in defense of public or private property; or actions taken in defense of the person insured, if these actions of defense are not taken against persons seeking to maintain or restore law and order including, but not limited to, police officers and firemen. Termination Provisions An Eligible Employee will cease to be covered on the earliest of the following dates: 1. the date this Plan terminates, but without prejudice to any claim originating prior to the time of termination; 2. the date the Eligible Employee is no longer in an eligible class; 3. the date the Eligible Employee's class is no longer included for coverage; 4. the date employment terminates. Cessation of Active Employment will be deemed termination of employment, except the coverage will be continued for an Employee absent due to Disability during the Elimination Period; 5. the date the Eligible Employee attains the Maximum Benefit Duration

11 Effective Date January 1, 2009 Page 11 of 20 Whom to Contact With Questions General Leave of Absence, Benefits & Return to Work Wolters Kluwer U.S. Corporation Attention: HR Source 4025 West Peterson Avenue Chicago, Illinois Toll free: (888) Fax: (773) Paycheck Wolters Kluwer U.S. Corporation Payroll Services Hamilton Avenue, Suite 225 Torrance, CA Telephone: (310) Administrative Information: Administrative Details The following chart highlights the administrative details of the Plan. Acct Plan Type Client ID Claims Administrator Contribution Benefits Insured Administrative Services STD Disability WOLTERS-EE File for a Disability Claim and/or FMLA Leave: Liberty Life Assurance Company of Boston Online: nection.com Phone: Mail: P.O. Box 5031 Wallingford, CT Fax: Employer No Claims Administration

12 Effective Date January 1, 2009 Page 12 of 20 Acct Plan Type Client ID Claims Administrator Contribution Benefits Insured Administrative Services If the Plan Changes or Ends The Company intends to provide short term disability benefits to our employees indefinitely. However, it s impossible to know what will happen in the future. Therefore, the Company reserves the right to at any time and for any reason to change or discontinue the Plan at its sole discretion. Such a change or discontinuation may be caused by a variety of reasons. If such a change takes place, you ll be notified. No consent shall be necessary for the Company to amend or terminate the Plan. Any such amendment or termination may be made by proper action of the Company. Alternatively, in certain instances, the Company may amend the benefit through the issuance of revised Plan summaries. Representations Contrary to the Terms of the Plan No employee, officer, or director of the Company has the authority to alter, vary or modify the terms of the Plan except by means of an authorized, written amendment to the Plan. No verbal or written representations contrary to the terms of the Plan, or its written amendments, shall be binding upon the Plan, or the Company. Subrogation When an Eligible Employee's disability appears to be someone else's fault, benefits payable under this Plan as a result of that disability may not be paid unless the Eligible Employee or his or her legal representative agrees: 1. to repay the Company for such benefits to the extent that the benefits are for losses for which compensation is paid to the Eligible Employee by or on behalf of the person at fault; 2. to allow the Company a lien on such compensation and to hold such compensation in trust for the Company; and 3. to execute and give to the Company any instruments needed to secure the rights under 1 and 2 above. Further, when the Company has paid benefits to or on behalf of the injured Eligible Employee, the Company will be subrogated to all rights of recovery that the Eligible Employee

13 Effective Date January 1, 2009 Page 13 of 20 has against the person at fault. These subrogation rights will extend only to recovery of the amount the Company has paid. The Eligible Employee must execute and deliver any instruments needed and do whatever else is necessary to secure those rights to the Company. Overpayments Whenever the Plan pays benefits in excess of the amount of payment required under the Plan, the Plan Administrator, its delegate(s) or a Claims Administrator will have the right to recover any such excess payments from any person who received the excess payments. The employee must work with Wolters Kluwer to reimburse such overpayment within 60 days or some other mutually agreed upon timeframe. Wolters Kluwer has the right to deduct any overpayments from future compensation, offset an employee s direct deposit account or to reduce future benefit payments until such reimbursement is received. Employment Rights Not Guaranteed Your Plan participation does not guarantee your employment with the Company. It also doesn t ensure your rights to reimbursements, except as specified under the Plan s terms. No Vesting No person shall have any guaranteed or vested right to receive or continue to receive any benefits provided under the Plan. Limitation on Rights No participant, or other person shall acquire, by reason of the Plan any right in or title to any assets, funds or property of the Company. No employee, officer, director or agent of the Company guarantees in any manner the payment of the Plan benefits. Assignments To the extent permitted by law, no benefit payment under this Plan shall be subject in any way to alienation, sale, transfer, assignment, pledge, attachment, garnishment, execution, levy, lien or encumbrance of any kind, and any attempt to accomplish the same shall be void. The Plan Administrator shall have the right, in its sole discretion, to accept a valid assignment for payment of Plan benefits made by a participant to a company, doctor, dentist or other provider. Your Duties and Responsibilities Operating a successful Plan is a cooperative effort. To receive benefits under this Plan, all participants must cooperate with the reasonable request of the Plan Administrator or its designated agents in enforcing the Plan s terms. Your responsibilities include such actions as:

14 Effective Date January 1, 2009 Page 14 of 20 Promptly providing all of the information that the Plan Administrator may request Notifying, the Plan Administrator immediately of any changes in that information. You also need to update your manager and HR Source by calling Notifying the Plan Administrator immediately if you feel that any report related to your benefits is inaccurate Giving the Plan Administrator as much advance notice as possible (and no later than the date stated in your most recent claim approval letter) Making sure that the Plan Administrator has your current address Failure to notify the Plan Administrator of any of these events will result in the delay and/or possible denial of Plan Benefits. Related policies: Family Medical Leave Act (FMLA) While on an Approved STD: Short-Term Disability and Family Medical Leave Act programs may run concurrent to the extent and employee qualifies for coverage under both plans. Therefore, please review the FMLA policy to better understand how FMLA applies to the STD program. Exhausting Family Medical Leave Act (FMLA) While on an Approved STD: The Family and Medical Leave Act of 1993 (FMLA) provides qualifying employees with up to 12 weeks per year of unpaid, job-protected leave for certain family and their own medical reasons. An eligible employee is covered under FMLA if they have met 1 year of service and have worked at least 1250 hours during the 12 months prior to the start of the FMLA leave. STD benefits are counted as part of an eligible employee s entitlement to leave under the FMLA. Employees on STD will have job reinstatement protection for up to 12 weeks, unless the job itself is eliminated by the organization. After the expiration of the 12-week period, Wolters Kluwer may fill the job if necessary, although STD benefits would continue if needed and authorized. In deciding to fill a job, Wolters Kluwer will consider an employee s possible return to work (based on medical findings) and business necessity. If an employee s job is filled during an approved disability leave, the employee will be eligible to apply for a new position with the Company after being released from disability after the 12 week FMLA leave. Other Benefit Continuation During STD All benefits in effect the day before the 1st day of disability continue during the Elimination Period and period of STD benefits. Your portion of the premium will be withheld directly from your disability payment. An exception, Dependent Care FSA (DCFSA) ceases during any leave period. You may re-enroll in DCFSA within 31 days of returning to work by calling Your Benefits Resources Customer Service Center at (866)

15 Effective Date January 1, 2009 Page 15 of 20 Employees continue to accrue PTO time while they are on an approved period of STD leave and maintain a regular full-time or part-time employee status of Wolters Kluwer U.S. Corporation. If you are receiving STD benefits during the Annual Enrollment period, you will not be permitted to make changes to your welfare plan benefits (e.g. Optional Life, Dependent Life, Optional AD&D or LTD). If you return to work: before January 1, you may contact Your Benefits Resources Customer Service before the start of the new plan year to modify your election for the new plan year. after January 1, you can modify your elections with the next Annual Enrollment. If any portion of your approved leave is unpaid, you will be billed for your portion of the cost of continuing coverage. Transitioning to Long Term Disability (LTD) Benefits: If an employee is unable to return to work once STD benefits end, and has elected the Voluntary LTD program, LTD benefits may be considered. If an employee is unable to return to work at the end of the STD leave, employment with Wolters Kluwer will be terminated and the employee will be placed in Long-Term Disability (LTD) status, if approved by the Claims Administrator. Medical / Dental Coverage: While on an approved LTD leave, medical and dental insurance coverage may continue for up to 24 months at the active premium post-tax rate. Employees are billed each month to maintain this coverage, as long as they continue to meet the disability provisions regardless of whether or not benefits under the Voluntary LTD program are approved or whether they elected no coverage. At the end of the 24 months, an employee s active coverage will be terminated and continuation of benefits is offered through COBRA. If an employee meets the eligibility rules of the WKUS Retiree Medical, as of the date he/she transitions to LTD, he/she will be notified and may elect coverage under this Plan in lieu of COBRA continuation of coverage. Life Insurance: An employee may be reviewed for Waiver of Premium (WOP) of life insurance premiums after six-months of disability. If the WOP is approved, the employee is exempt from paying for his/her Optional Employee and Dependent Life insurance premium. If the WOP is not approved, the employee may apply for conversion (Basic Life) and/or portability (Optional Employee or Dependent Life) of such insurance coverage.

16 Effective Date January 1, 2009 Page 16 of 20 Violation of this policy: If an employee initiates a STD claim, and it is later determined to be unapproved and/or uncertified, this will be considered an unapproved/uncertified leave of absence which could lead to corrective action, up to and including termination of employment. Responsibility for the enforcement of this policy: This program resides under the ownership of Wolters Kluwer Human Resources Benefits Department, with administration from Wolters Kluwer HR Source Service Center, Payroll, and the Claims Administrator. General Statement: As with all policies and procedures, the Company reserves the right to modify, revise, discontinue or terminate this policy at any time with or without prior notice.

17 Effective Date January 1, 2009 Page 17 of 20 Glossary to Terms: In this section the Company defines some basic terms needed to understand STD benefits. "Active Employment" means the Employee must be actively at work: 1. on a full-time and/or eligible part-time basis and paid regular earnings; 2. for at least the minimum number of hours shown for Eligible Employees; and either perform such work: at the Company's usual place of business; or at a location to which the Company's business requires the Employee to travel. An Employee will be considered actively at work if he or she was actually at work on the day immediately preceding: 1. a weekend (except where one or both of these days are scheduled days of work); 2. holidays (except when such holiday is a scheduled work day); 3. paid vacations; 4. any non-scheduled work day; 5. an excused leave of absence (except medical leave for the Eligible Employee's own disabling condition and lay-off); and 6. an emergency leave of absence (except emergency medical leave for the Eligible Employee's own disabling condition). "Appropriate Available Treatment" means care or services which are: 1. generally acknowledged by Medical Practitioners to cure, correct, limit, treat or manage the disabling condition; 2. accessible within the Eligible Employee's geographical region; 3. provided by a Medical Practitioner who is licensed and qualified in a discipline suitable to treat the disabling Injury or Illness; 4. in accordance with generally accepted medical standards of practice. "Basic Weekly Earnings" or "Pre-Disability Earnings" (Commissioned Employee) means the

18 Effective Date January 1, 2009 Page 18 of 20 Eligible Employee's weekly rate of earnings from the Company plus average commissions received in the prior 104 week period, averaged weekly, in effect immediately prior to the date Disability or Partial Disability begins. (Non-Commissioned Employee) means the Eligible Employee's weekly rate of earnings from the Company in effect immediately prior to the date Disability or Partial Disability begins. Claim Administrator means Liberty Mutual Life Assurance Company of Boston. "Company" means the entity to whom the Plan is issued. "Eligible Employee" means an Employee covered under this Plan. If an employee is in Active Employment the day before the 1 st day of absence and is a: Regular Full-Time status working 35 or more hours per week; or Regular Part-Time status working 20 or more hours per week and has completed one year of service. Temporary, contract, seasonal, or on-call employees (regardless of the number of hours per year they are scheduled to work), are not eligible to receive STD benefits because these individuals don t meet the definition of a regular Full-or Part-Time Employee. Additionally, independent contractors are not eligible to participate. "Disability" or "Disabled" means the Eligible Employee is unable to perform all of the material and substantial duties of his or her occupation on an Active Employment basis because of an Injury or Illness. "Eligibility Date" means the date an Employee becomes eligible for coverage under this Plan. "Eligibility Waiting Period" as shown in the Plan Specifications means the continuous length of time an Employee must serve in an eligible class to reach his or her Eligibility Date. "Elimination Period" means a period of 5 consecutive business days of Disability for which no benefit is payable. The Elimination Period is shown in the Plan Specifications and begins on the first day of Disability. "Employee" means a person in Active Employment with the Company. "Gross Weekly Benefit" means the Eligible Employee's Weekly Benefit before any

19 Effective Date January 1, 2009 Page 19 of 20 reduction for Benefits from Other Income and earnings. "Hospital" or "Institution" means a facility licensed to provide Treatment for the condition causing the Eligible Employee's Disability. "Illness" means illness, disease, pregnancy or complications of pregnancy. "Injury" means bodily impairment resulting directly from an accident and independently of all other causes. For the purpose of determining benefits under this policy: 1. any Disability which begins more than 60 days after an Injury will be considered a Illness; and 2. any Injury which occurs before the Eligible Employee is covered under this policy, but which accounts for a medical condition that arises while the Eligible Employee is covered under this policy will be treated as an Illness. "Material and Substantial Duties means responsibilities that are normally required to perform the Eligible Employee's Own Occupation, or any other occupation, and cannot be reasonably eliminated or modified. Medical Certification means the evidence in support of a claim for benefits and includes, but is not limited to, the following: 1. a claim form completed and signed (or otherwise formally submitted) by the Eligible Employee claiming benefits; 2. an attending Medical Practitioner s statement completed and signed (or otherwise formally submitted) by the Eligible Employee s attending Medical Practitioner; 3. and the provision by the attending Medical Practitioner of standard diagnosis, chart notes, lab findings, test results, x-rays and/or other forms of objective medical evidence in support of a claim for benefits. Medical Certification must be submitted in a form or format satisfactory to the Claims Administrator. "Medical Practitioner" means a person who: 1. is licensed to practice medicine and is practicing within the terms of his license; or 2. is a licensed practitioner of the healing arts in a category specifically favored under the health insurance laws of the state where the Treatment is received and is practicing within the terms of his license.

20 Effective Date January 1, 2009 Page 20 of 20 It does not include an Eligible Employee, any family member or domestic partner. Own Occupation means the Eligible Employee s occupation being performed when Disability or Partial Disability began. For the purposes of determining Disability under this policy, the Company will consider the Eligible Employee s occupation as it is normally performed at the Company s usual place of business. "Partial Disability" or "Partially Disabled" means as a result of the Injury or Illness, which caused Disability, the Eligible Employee is: 1. able to perform one or more, but not all, of the material and substantial duties of his own or any other occupation on an Active Employment or a part-time basis; or 2. able to perform all of the material and substantial duties of his own or any other occupation on a part-time basis. "Plan Specifications" means the section of this Plan which shows, among other things, the Eligibility, Elimination Period, Amount of Coverage, Minimum Benefit, and Maximum Benefit Period. "Pre-Disability Earnings" - See definition of Basic Weekly Earnings. "Regular Attendance" means the Eligible Employee's personal visits to a Medical Practitioner which are medically necessary according to generally accepted medical standards to effectively manage and treat the Eligible Employee's Disability or Partial Disability. "Successive Periods of Disability" means a Disability which is related or due to the same cause(s) as a prior Disability for which a Weekly Benefit was payable and occurred in the prior 30 calendar days. Treatment means consulting, receiving care or services provided by or under the direction of a Medical Practitioner including diagnostic measures, being prescribed drugs and/or medicines, whether the Eligible Employee chooses to take them or not, and taking drugs and/or medicines. Delete reference to PD if not sold "Weekly Benefit" means the amount payable by the Company to the Disabled or Partially Disabled Eligible Employee. Benefits for STD coverage are determined on a weekly basis and paid one week in arrears.