NOTICE OF MATERIAL MODIFICATIONS to the benefit plans of E. I. du Pont de Nemours & Co. including subsidiary legal entities

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1 THIS NOTICE IS REQUIRED BY LAW. NO ACTION IS REQUIRED BY YOU. NOTICE OF MATERIAL MODIFICATIONS to the benefit plans of E. I. du Pont de Nemours & Co. including subsidiary legal entities DuPont is required to tell you about certain changes to its benefits plans either by revising the Summary Plan Descriptions (SPDs) or by a notice of material modifications. You should keep this notice with your current SPDs until a revised SPD that includes this information is issued. This notice covers only changes to Plan terms and conditions since the last Summary Plan Descriptions issued in July, It does not include changes in administrative practices, such as the price changes for the BeneFlex offerings. You may not be a participant in all of these plans, so some of this information may not apply to you. If you have any questions about this notice, contact your HR Service Center Company HR Service Center Benefit Web Site DuPont Pioneer Danisco Genencor Solae MyInfo DuPont Connection BENEFLEX MEDICAL CARE PLAN; MEDICAL CARE ASSISTANCE PROGRAM Updated Summary Plan Descriptions will be issued in July BENEFLEX DENTAL CARE PLAN; DENTAL ASSISTANCE PLAN Effective January 1, 2014, the list of Covered Services on pages have been updated as follows: X rays full-mouth X rays, once per person every months (5 years) supplementary bitewing X rays, once per person each Plan Year Any dental X rays required to diagnose a specific condition needing treatment, as necessary Periodontics treatment of gum diseases and the tissues surrounding the teeth (other than routine periodontal prophylaxis covered under diagnostic and preventive care) Periodontal scaling and root planning, but not more than once per quadrant in any 24 month period. Not covered for children under age 14. Periodontal surgery, including gingivectomy or gingivoplasty, gingival curettage, osseous surgery, bone replacement graft and guided tissue regeneration once per quadrant every 36 months Root planing Effective January 1, 2014, the exclusion for replacement of missing teeth removed or lost prior to coverage is removed. The list of Expenses Not Covered on Page 17 has been updated as follows: Replacement of teeth removed or lose before coverage is effective, except in the following cases: (1) when existing partial dentures, full removable dentures or fixed bridgework cannot be fixed and were installed five years before replacement, and

2 (2) when replacement or installation of a denture or bridgework is due to necessary additional extractions or loss of teeth while you are covered. Effective January 1, 2014, the section titled Length of COBRA coverage on page 24 has been updated as follows: Danisco retirees may continue coverage up to age 65 or, if later, the length of COBRA coverage shown in the table above or age 65. The Orthodontia benefit description on page 16 has been updated to clarify the benefit: The Dental Plan generally pays orthodontia benefits for children s braces as follows: $300 benefit payment 25% of the allowable maximum benefit amount for the orthodontic banding Remaining benefits paid out over the course of treatment, not to exceed 24 months. Orthodontia benefits apply to services received up to the day prior to the child s 19 th birthday. If your dependent child is already in active orthodontia treatment prior to your coverage effective date, MetLife Dental will start issuing benefit payments from the date the patient becomes eligible under the Dental Plan. Monthly payments will be calculated based on the remaining months of treatment not to exceed the lifetime benefit maximum less the $300 benefit payment for the orthodontic banding, assuming the banding was performed before the child became covered under the Plan. BENEFLEX VISION CARE PLAN Effective January 1, 2014, the Schedule of Benefits Once Every Plan Year shown on page 8 has been updated as follows: Coverage VBA Provider Non-VBA Provider Eye Exam 100% Up to $30 $40 Eyeglass Lenses and/or Frames (once/plan Year) Including: Single, Bifocal, Blended Bifocal, Progressive, Trifocal, Lenticular, Polycarbonate Lenses, on-year Scratch- Resistant Coatings, and Optional Lens Tints 100% after $20 copayment per person (covers frames with a wholesale value up to $50 $60) up to $150 allowance toward the total cost Single Vision: up to $20 $40 Bifocal: up to $30 $50 Blended No Line Bifocal: $50 Trifocal: up to $40 $75 Progressive (except digital): up to $40 $75 Lenticular: up to $50 $100 Cosmetic Contact Lenses (as an alternative to glasses, including eye exam) VBA-Approved Medically Necessary Contact Lenses (as an alternative to glasses, including eye exam) About contact lenses (in lieu of glasses) Up to $150 $175 allowance toward the total cost 100% of reasonable and customary Frames: up to $50 Up to $150 $175 allowance toward the total cost Up to $280 $300 When contact lenses are selected in lieu of glasses, a total allowance of up to $150 $175 is paid toward the cost of exams and cosmetic (elective) contact lenses, regardless of whether you purchase them through a VBA provider or not. Note: The standard vision exam (for spectacle eyewear) is fully covered by VBA at a reduced fee that is accepted by the VBA network doctors If contact lens services are received through a VBA network provider, the provider will subtract the Plan allowance of $150 $175 from his or her usual and customary charge for these services, with the patient responsible for any difference over and above the $150 $175 allowance. Effective January 1, 2014, the Options to add to lenses on page 9 includes ultraviolet coating:

3 There are certain options that can be added to your eyeglass lenses: ultraviolet coating Effective January 1, 2014, the section titled Length of COBRA coverage on page 15 has been updated as follows: Danisco retirees may continue coverage up to age 65 or, if later, the length of COBRA coverage shown in the table above or age 65. SHORT-TERM DISABILITY PLAN As communicated in December 2013, the Short-Term Disability Plan has been updated for disabilities commencing on or after January 1, The Plan Benefit section on page 4 has been updated as follows: Benefit Amount If you are disabled due to a non-occupational illness or injury, the Plan continues 100% a percentage of your normal pay (not including casual overtime or extra compensation) until you are able to return to work, start an unpaid leave of absence, terminate, or after six months, whichever occurs first. Your benefit is determined based on the date your disability commenced and the length of time you have been receiving benefits for your disability. Date of Disability Weeks of Benefit Percentage of Normal Pay Prior to January 1, % On or after January 1, % % To be considered disabled you must be unable to work because of an a non-occupational illness or injury. This Plan does not provide benefits if the disability arises out of an illness or injury resulting from employment with the Company, or any company or self-employment. The Plan provides 100% a percentage of your normal earnings in the event you are temporarily unable to work as a result of your illness or injury, as shown in the chart above. Short-Term Disabilities which start prior to January 1, 2015 will be covered for up to 26 weeks at 100% of normal earnings, including the time that extends into The section titled How long benefits continue on page 5 is updated as follows: Short-Term Disability benefits may continue for a period not to exceed six months 26 weeks. Any hours worked will not count towards your maximum benefit period TOTAL AND PERMANENT DISABILITY INCOME PLAN As communicated in December 2013, the Total and Permanent Disability Income Plan has been updated for disabilities commencing on or after January 1, The Introduction on page 3 has been updated as follows: Introduction This Plan provides income protection in the event you become disabled. As announced in December 2013, the Plan Benefits have been updated effective January 1,2015; thereafter, the Benefits you receive will be based on the date your disability commenced.

4 Benefits begin the first of the month following your termination if your disability has been found to be total and permanent. Benefits will continue as long as you remain totally and permanently disabled and continue to meet the requirements of the Plan. This Plan guarantees that your income from all sources will be 60% of your normal monthly pay. In order to determine if your income is at least 60% of your normal pay, the Plan takes into account income from certain other sources. You will need to satisfy the requirements described in this SPD to receive Total and Permanent Disability Income benefits. The Eligibility section on page 3 has been updated as follows: After one year of service as a Full-Service Employee, you are eligible for non-occupational disability coverage. Effective January 1, 2015, you are eligible for coverage if you are a Full-Service Employee, without regard to length of service. However, if you have a pre-existing condition in the three months before your coverage starts, the Plan will not pay benefits for a disability related to the pre-existing condition until you have been actively at work for 12 months. Once actively at work for 12 months, no preexisting condition limit applies. The Plan Benefit section on pages 3-9 has been updated as follows: Maximum benefit The Total and Permanent Disability income Plan does not have a maximum benefit, if your disability commenced prior to January 1, For disabilities commencing on or after January 1, 2015, the maximum Plan Benefit is $15,000 per month. If you become disabled and are not eligible for DuPont retiree benefits from the Company: To be eligible for DuPont retiree benefits, you must meet the minimum age, and service and other eligibility requirements outlined in the DuPont Pension and Retirement Plan, and the DuPont retiree medical, dental and/or life insurance plans. In addition, you must have been hired on or before December 31, If you become disabled and are not eligible to receive benefits from the Pension and Retirement Plan or a similar Company retirement plan and begin receiving Total and Permanent Disability Income payments before your Social Security disability application is approved, you may be eligible to receive a temporary monthly advance equal to 50% of your estimated Social Security benefit. Life Insurance: The Company provides continued life insurance equal to one times your pay, subject to age reductions at age 65, at no cost to you for as long as you receive Total and Permanent Disability Income payments. The amount of Company provided life insurance you receive is based on the date your employment terminates due to your disability. Employees who terminate prior to January 1, 2015 receive life insurance equal to one times pay, subject to age reductions at age 65. Employees who terminate on or after January 1, 2015 receive life insurance equal to $10,000. Any Contributory Group Life insurance or supplemental life insurance that you purchased under BeneFlex Employee Life Insurance is discontinued upon employment termination. If you become disabled and qualify for a DuPont Incapability Pension along with DuPont retiree medical, dental and/or life insurance coverage: If you become disabled prior to January 1, 2015 and you are approved for benefits under the Incapability provision of the Pension and Retirement Plan, you are eligible for a monthly supplement until you begin receiving Social Security benefits. See the Pension and Retirement Plan for more information on this supplement to your Incapability pension.

5 If you are approved for an Incapability a Company pension, you are may be eligible for other benefits during your retirement. Benefits may include retiree medical, dental and/or life insurance coverage. If you are eligible for a retiree benefit, you will not qualify for the same type benefit that is offered to disabled individuals who are not eligible for retiree benefits. For example, DuPont retirees are eligible for retiree medical, dental and life insurance coverage; therefore, they do not receive the continued medical and life insurance coverage available to disabled employees who are not eligible for retiree benefits. Note that retiree benefits differ by Company. Contact your HR Service Center for information on the retiree benefits available to you. Medical and Dental: Retiree coverage from DuPont remains in effect up to age 65 or the date on which you become eligible for Medicare due to a disability other than End Stage Renal Disease. You are responsible for paying the applicable monthly retiree premiums. Upon reaching age 65 or becoming eligible for Medicare, your DuPont medical coverage ends and you become eligible for a Health Reimbursement Arrangement (HRA) account with an annual contribution from DuPont. After purchasing an individual medical plan through Extend Health, you may use your HRA funds to reimburse your medical premiums, deductible, or other out-of-pocket health costs. Refer to the Medical Care Plan Summary Plan Description for more information. Life Insurance: Your DuPont Company-paid life insurance continues at no cost to you, subject to age reductions at age 65. In addition, you may continue your DuPont Contributory Group Life Insurance or supplemental life insurance that you purchase under BeneFlex Employee Life Insurance. Both plans are subject to age reductions at age 65. If you are participating in the noncontributory Group Life Insurance Plan, that insurance can provide disability benefits. See the NonContributory Group Life Insurance Plan for details. The section titled When benefits begin on page 8 is updated as follows: For disabilities commencing prior to January 1, 2015, your Total and Permanent Disability benefit commences the first of the month following your termination from the Company. For disabilities commencing on or after January 1, 2015, your Plan benefit commences upon termination from the Company. You will continue to receive benefit payments at the end of each month for as long as you are determined to be totally and permanently disabled. The section titled When benefits end on page 8 is updated as follows: If you are disabled on or after January 1, 2015 your benefits will end on the earlier of the following: After 24 months of receiving benefits if you are not Totally Disabled or if your disability is due to a substance abuse or non-biological mental health condition When you reach the maximum period of payment, as shown below: Age at Disability Less than 60 To age months months months months months months months months months 69 or older 12 months Maximum Period of Payment or, if greater, your Social Security Normal Retirement Age The Covered disabilities section on page 8 has been updated as follows: You are totally disabled Totally Disabled by an injury, illness or disease and:

6 o If your disability commenced prior to January 1, 2015, you are permanently prevented from doing any gainful work, as determined by DuPont; o If your disability commenced on or after January 1, 2015, for the first 24 months of disability, you are unable to perform the duties of your own occupation or other appropriate work assigned by the Company because of illness or accidental injury. Note that the benefit for disability due to mental illness and/or substance abuse will not exceed 24 months of payments, unless the disability is the result of a biological mental health condition, such as schizophrenia or organic brain disease. After the first 24 months of disability, totally disabled means that you are unable to perform the duties of any occupation, which is not limited to the specific position you held with the Company, for which you are qualified by reason of your training, education or experience sufficiently to earn at least the 60% of your normal monthly pay. The Restrictions and Exclusions section beginning on page 8 has been updated as follows: Any disability sustained or contracted while on active duty in the armed forces of any country The Dictionary Terms on page has been updated as follows: Totally Disabled For disabilities commencing prior to January 1, 2015, you are permanently prevented from doing any gainful work due to your disability, as determined by DuPont. For disabilities commencing on or after January 1, 2015: o For the first 24 months of disability, you are unable to perform the duties of your own occupation or other appropriate work assigned by the Company because of illness or accidental injury. Note that the benefit for disability due to mental illness and/or substance abuse will not exceed 24 months of payments, unless the disability is the result of a biological mental illness, such as schizophrenia or organic brain disease. o After the first 24 months of disability, totally disabled means that you are unable to perform the duties of any occupation, which is not limited to the specific position you held with the Company, for which you are qualified by reason of your training, education or experience sufficiently to earn at least the 60% of your normal monthly pay. BENEFLEX EMPLOYEE LIFE INSURANCE PLAN As communicated in December 2013, the BeneFlex Employee Life Insurance Plan has been updated effective January 1, The Naming a Beneficiary section on page 8 has been updated as follows: If you would like to assign your benefit, refer to the Assignment of benefits section. Effective January 1, 2014, assignments will no longer be accepted by the Plan. The Assignment of benefits section on page 12 has been updated as follows: Effective January 1, 2014, assignments will no longer be accepted by the Plan. Prior to January 1, 2014, under Under the Plan, you have the right to assign your benefits The section titled If you retire on page 10 has been updated as follows: If you are eligible to retire under the Pension and Retirement Plan and are less than age 65 and qualify for Employee Life Insurance plan coverage as a retiree, you are entitled to continue the total amount of life insurance coverage in force when you retire. If you retire prior to January 1, 2015, the The Company will pay for coverage equal to one times your pay at retirement. You may purchase the difference between one times your pay and the total amount of coverage at

7 retirement. When you reach age 65, the Company-provided coverage will reduce to 25% of your preretirement pay ($10,000 minimum coverage). Subject to limitations, you may be able to continue your purchase of additional coverage. The total amount of coverage, including the Company-paid and any additional retiree-paid coverage, may not exceed the amount of coverage you had prior to retirement, two times your pay, or $250,000, whichever is less. If you retire on or after January 1, 2015, the Company will pay for coverage equal to $10,000 at retirement. You may purchase the difference between $10,000 and the total amount of coverage at retirement. Subject to limitations, you may be able to continue your purchase of additional coverage. When you reach age 65,the total amount of coverage, including the Company-paid and any additional retiree-paid coverage, may not exceed the amount of coverage you had prior to retirement, two times your pay, or $250,000, whichever is less. Note that coverage for Pensioners and Survivors of a participating DuPont subsidiary or joint venture that has adopted the Program may differ from those described above. Contact the HR Service Center for information regarding your coverage. NONCONTRIBUTORY AND CONTRIBUTORY GROUP LIFE INSURANCE PLANS As communicated in December 2013, the NonContributory and Contributory Group Life Insurance Plans have been updated effective January 1, The section titled Making coverage changes on page 5 has been updated as follows: Any coverage increase will become effective on the first of the month following approval of any required Evidence of Insurability by the insurance company. No increases in coverage will be allowed after December 31, The Maximum benefit section on page 6 has been updated as follows: The NonContributory and Contributory Group Life Insurance Plans do not have maximum benefit amounts. Plan: No maximum applies for employees who retire prior to January 1, 2015 A $10,000 maximum applies for employees who retire on or after January 1, The Contributory Group Life Insurance Plan does not have a maximum benefit. The Age reductions section on page 7 has been updated as follows: The minimum amount of NonContributory coverage you will have at age 75 is $2,500. For employees retiring on or after January 1, 2015, the amount of insurance provided by the Company will decrease at retirement to $10,000 and will not be subject to further reductions. The Naming a Beneficiary section on page 8 has been updated as follows: If you would like to assign your benefit, refer to the Assignment of benefits section. Effective January 1, 2014, assignments will no longer be accepted by the Plan. The section titled About Your Coverage on page 10 has been updated as follows: If you retire prior to January 1, 2015 If you are eligible to retire under the Pension and Retirement Plan prior to January 1, 2015, you are entitled to continue the total amount of NonContributory and Contributory Group Life Insurance coverage in force, subject to age reduction, when you retire. Your pay just before retirement is used to determine your coverage amounts in retirement. If you have less than the maximum Contributory Group Life Insurance coverage after you retire under the Pension and Retirement Plan, you may purchase additional coverage if your wish, prior to January 1, To do so, you must provide Evidence of Insurability. No additional coverage may be purchased on or after January 1, 2015.

8 If you retire on or after January 1, 2015 If you retire under the Pension and Retirement Plan on or after January 1, 2015, your NonContributory Group Life Insurance provided by the Company will decrease at retirement to $10,000. If you are enrolled in Contributory Group Life Insurance, you may continue to purchase the coverage in force at retirement. When you reach age 65, the NonContributory Group Life Insurance coverage will begin to reduce. Refer to the Age reductions section for details. Rights to continuing life insurance coverage in retirement do not apply to employees who leave the Company with a vested deferred pension. If you become disabled If you are eligible to leave the Company due to a total and permanent disability prior to January1, 2015, as defined by the Company s disability plans, and are totally and permanently disabled at the time you leave the Company, you will continue to receive insurance coverage equal to one-times your pay at the time of your employment termination. Coverage amounts are subject to age reductions. Employees who leave the Company due to a total and permanent disability on or after January 1, 2015 will receive insurance coverage equal to $10,000 at the time of termination. The section titled Assignment of benefits on page 12 has been updated as follows: Effective January 1, 2014, assignments will no longer be accepted by the Plan. Prior to January 1, 2014, under Under the Plan(s), you have the right to assign your benefits BENEFLEX VACATION BUYING PLAN As communicated in December 2013, the BeneFlex Vacation Buying Plan has been updated effective January 1, The Eligible employees section on page 3 has been updated as follows: Prior to January 1, 2015, Eemployees hired or rehired on or after January 1, 2007 are only eligible to participate in the Plan during their first ten years of service. Similarly, employees of a Company that adopts this plan on or after January 1, 2007 are only eligible to participate in the Plan during their first ten years of service. VACATION PLAN As communicated in December 2013, the E. I. DuPont de Nemours Vacation Plan has been updated effective January 1, The following updates have been made to the Vacation, Holidays, Service Awards and Leaves Summary Plan Description dated December Introduction: In addition, you get 11 paid holidays each year. Effective January 1, 2015, you get 12 paid holidays each year. The Vacation Benefit section has been updated effective January 1, 2015 as follows: Effective January 1, 2015, a full-service employee will accrue vacation on the first day of the calendar month as shown below: Years of Continuous Service Vacation (Days) Hours of Vacation/Year Hours of Accrual/Month

9 Year 1 - Year Year Year Year Year Year Year Year Year Year Year Years Years 20 and Higher An employee hired on or before December 31, 2006, and continuously employed by the Company subsequent to December 31, 2006 and participating in the Plan on December 31, 2010 shall be eligible for 240 hours of vacation (accrued at the rate of hours per month) in each calendar year upon attainment of thirty or more years of continuous service. The Carrying Vacation Forward section has been updated as follows: Effective January 1, 2015, an employee may carry forward a maximum of 40 hours of vacation to the succeeding year or years. Any unused vacation in excess of 40 hours on December 31 of each year will be forfeited. Therefore, all employees should schedule and use their vacation time during the current year. Special carry over provisions: In order to preserve employees previous vacation carry over hours, any vacation time carried forward as of January 1, 2015 will continue to be available for the employee to carry forward and use during the current year or subsequent years. These hours must be used prior to the use of any Purchased Vacation or Negotiated Paid Time Off, as noted in the section titled Sequence of Vacation Use. The financial value of the preserved carry over vacation hours will be frozen based on the employee s pay as of December 31, 2014, except where local laws require otherwise. Vacation Pay At Termination Employees will be paid for any accrued unused vacation when they separate from the Company. The amount of vacation pay for each hour of vacation accrued on or after January 1, 2015 shall be the employee s current hourly rate of pay or current average hourly earnings, or equivalent for salary employees, including pay for regularly scheduled overtime and shift differential. The financial value of vacation accrued prior to January 1, 2015 will be based on the employee s rate of pay as of December 31, Sequence of Vacation Use Effective December 31, 2010 January 1, 2015, vacation hours will be taken in the following sequence: Exception Carried Forward Vacation, Carried Forward Vacation, Special Carry Forward Vacation as of January 1, 2015, Purchased Vacation*, Negotiated Paid Time Off.

10 *Refer to the BeneFlex Vacation Buying Plan Summary Plan Description for more information. This document is available on the MyInfo Portal at For questions, contact the MyInfo Service Center at MYINFO4 ( ). Holidays DuPont provides paid holidays each year. RETIREMENT SAVINGS PLAN The list of participating employers is updated effective January 1, 2014 to add the following employers: Pioneer Hi-Bred International Inc. Farms Technology, LLC Doebler s Pennsylvania Hybrids, Inc. Terral Seed, Inc. Hoegemeyer Hybrids, Inc. AgVenture, Inc. NuTech Seed, LLC Seed Consultants, Inc. As communicated in December 2013, eligibility under the Plan has changed. The Section titled Eligibility on page 4 is updated as follows: All employees of the Company are eligible to participate in this Plan, except represented employees in a bargaining unit that has not accepted the terms of this Plan and individuals who are classified by the Company as leased employees and independent contractors. Individuals who are receiving severance pay, retainer, or other fees under contract are not eligible to participate in the Plan. In addition, Temporary Employees employed by Pioneer Hi-Bred International, Inc., who were not eligible to participate in the Pioneer Hi-Bred International, Inc. Savings Plan as of December 31, 2013, are not eligible to participate. Effective January 1, 2015, no Temporary Employees are eligible for participation in this Plan. The term Temporary Employee shall mean an individual hired to complete a special project of limited duration or to fill the vacancy of an employee who is on a leave of absence. Effective January 1, 2014, Roth 401(k) contributions are added as an eligible employee contribution type for contributions on or after January 1, The Section titled Your Contributions on page 5 is updated as follows: Effective January 1, 2014, Roth 401(k) contributions are added as an eligible employee contribution type. Although Roth 401(k) Contributions are taxable to the employee at the time they are contributed to the Plan, they are generally treated as Before-Tax contributions for most plan purposes. For example, the total of your Before-Tax Contributions and Roth 401(k) Contributions cannot exceed the annual IRS limit of $17,500 (for 2013). If you join the Plan through auto enrollment purposes, however, you will be enrolled with Before-Tax Contributions and not Roth 401(k) Contributions. Also, special rules apply for withdrawal of Roth 401(k) Contributions. You may make Before-Tax, Roth 401(k), or After-Tax Contributions of 1% to 90% of your eligible compensation from the Company each payroll period you elect to participate in the Plan. The Section titled Rules Governing Withdrawals on page 14 is updated as follows:

11 Your entire withdrawal, (other than any After-Tax and/or Roth 401(k) Contributions (and any earnings on your Roth 401(k) Contributions subject to the following requirements: five years have elapsed since initial Roth contribution was made and you are at least age 59 ½, or you have become disabled or deceased), will be includable in your taxable income. The Section titled Company Matching Contributions on page 6 is updated as follows: Your employer will make a Matching Contribution for each payroll period in an amount equal to 100% of your Before-Tax, Roth 401(k), or After-Tax Contributions up to 6% of your eligible compensation. The Section titled Special Vesting Rules on page 7 is updated as follows: Special vesting rules apply to certain amounts transferred to this Plan from the ChemFirst Inc. Savings Plan, and the Danisco US 401(k) Plan, the Hoegemeyer Hybrids, Inc. 401(k) Profit Sharing Plan and the Terral Seed, Inc. Profit Sharing Plan. Effective January 1, 2015, investments in Conoco Phillips, Phillips 66, and Pfizer stock will no longer be held under the Plan. The Section titled ConocoPhillips Stock on page 11 is updated as follows: Investments in securities of ConocoPhillips, Phillips 66, and Pfizer Inc. will no longer be held under the Plan after December 31, Accordingly, the Section titled Plan Expenses on page 10 is updated as follows: A commission of 6 cents per share applies to all purchases and sales of E. I. du Pont de Nemours and Company common stock and sales of ConocoPhillips, Phillips 66, and Pfizer common stock. PENSION AND RETIREMENT PLAN As communicated in December 2013, the Incapability pension provision is no longer available to employees whose disability commences on or after January 1, The Section titled Incapability Retirement on page 5 of the Title 1 SPD is updated by adding the following at the end of the section: Incapability retirement is not available to employees whose incapability commences on or after January 1, CORRECTIONS TO SUMMARY PLAN DESCRIPTIONS The following corrections apply to the BeneFlex Dental Care Plan and Dental Assistance Plan SPDs: Page 14: flouride treatments-one topical application of stannous or acid fluoride every 36 months for dependent children under age only Page 17: charges for sealants for dependents age and over

12 OTHER LEGALLY-REQUIRED NOTICES The BeneFlex Medical Care Plan and the Medical Care Assistance Program comply with the provisions of the Women s Health and Cancer Rights Act concerning coverage for reconstructive surgery in connection with mastectomies. Specifically, the plan covers: reconstruction of the breast on which the mastectomy has been performed; surgery and reconstruction of the other breast to produce a symmetrical appearance; and prostheses and treatment of physical complications of all stages of mastectomies, including lymphedemas.

13 Medicaid and the Children s Health Insurance Program (CHIP) Offer Free Or Low-Cost Health Coverage To Children And Families If you are eligible for health coverage from your employer, but are unable to afford the premiums, some States have premium assistance programs that can help pay for coverage. These States use funds from their Medicaid or CHIP programs to help people who are eligible for employer-sponsored health coverage, but need assistance in paying their health premiums. If you or your dependents are already enrolled in Medicaid or CHIP and you live in a State listed below, you can contact your State Medicaid or CHIP office to find out if premium assistance is available. If you or your dependents are NOT currently enrolled in Medicaid or CHIP, and you think you or any of your dependents might be eligible for either of these programs, you can contact your State Medicaid or CHIP office or dial KIDS NOW or to find out how to apply. If you qualify, you can ask the State if it has a program that might help you pay the premiums for an employer-sponsored plan. Once it is determined that you or your dependents are eligible for premium assistance under Medicaid or CHIP, your employer s health plan is required to permit you and your dependents to enroll in the plan as long as you and your dependents are eligible, but not already enrolled in the employer s plan. This is called a special enrollment opportunity, and you must request coverage within 60 days of being determined eligible for premium assistance. If you live in one of the following States, you may be eligible for assistance paying your employer health plan premiums. The following list of States is current as of January 31, You should contact your State for further information on eligibility ALABAMA Medicaid Website: Phone: ALASKA Medicaid Website: Phone (Outside of Anchorage): Phone (Anchorage): ARIZONA CHIP Website: Phone (Outside of Maricopa County): Phone (Maricopa County): COLORADO Medicaid Medicaid Website: Medicaid Phone (In state): Medicaid Phone (Out of state): FLORIDA Medicaid Website: Phone: GEORGIA Medicaid Website: Click on Programs, then Medicaid Phone:

14 IDAHO Medicaid and CHIP Medicaid Website: Medicaid Phone: CHIP Website: CHIP Phone: INDIANA Medicaid Website: Phone: IOWA Medicaid Website: Phone: KANSAS Medicaid Website: Phone: KENTUCKY Medicaid Website: Phone: LOUISIANA Medicaid Website: Phone: MAINE Medicaid Website: Phone: MASSACHUSETTS Medicaid and CHIP Website: Phone: MINNESOTA Medicaid Website: Click on Health Care, then Medical Assistance Phone: MISSOURI Medicaid Website: Phone: MONTANA Medicaid Website: clientindex.shtml Phone: NEBRASKA Medicaid Website: Phone: NEVADA Medicaid Medicaid Website: Medicaid Phone: NEW HAMPSHIRE Medicaid Website: Phone: NEW JERSEY Medicaid and CHIP Medicaid Website: dmahs/clients/medicaid/ Medicaid Phone: CHIP Website: CHIP Phone: NEW YORK Medicaid Website: Phone: NORTH CAROLINA Medicaid and CHIP Website: Phone: NORTH DAKOTA Medicaid Website: Phone:

15 OKLAHOMA Medicaid and CHIP Website: Phone: OREGON Medicaid and CHIP Website: Phone: PENNSYLVANIA Medicaid Website: Phone: RHODE ISLAND Medicaid Website: Phone: SOUTH CAROLINA Medicaid Website: Phone: SOUTH DAKOTA - Medicaid Website: Phone: TEXAS Medicaid Website: Phone: UTAH Medicaid and CHIP Website: Phone: VERMONT Medicaid Website: Phone: VIRGINIA Medicaid and CHIP Medicaid Website: HIPP.htm Medicaid Phone: CHIP Website: CHIP Phone: WASHINGTON Medicaid Website: Phone: ext WEST VIRGINIA Medicaid Website: Phone: , HMS Third Party Liability WISCONSIN Medicaid Website: Phone: WYOMING Medicaid Website: Phone: To see if any more States have added a premium assistance program since January 31, 2012, or for more information on special enrollment rights, you can contact either: U.S. Department of Labor U.S. Department of Health and Human Services Employee Benefits Security Administration Centers for Medicare & Medicaid Services EBSA (3272) , Ext