Classmates.com 2009 Annual Report Download - page 169

F. Taxes and Other Payroll Deductions .
Company will withhold taxes and all other applicable payroll deductions from any Severance
Payment Benefit made under this Plan. The Company may also offset from any Severance Payment Benefit any amounts owed to the Company,
except to the extent such offset would contravene any applicable restrictions or limitations under Code Section 409A.
G. No Right to Employment . No provision of this Plan is intended to provide you or any other employee with any right to continue
employment with Company or any other member of the Employer Group or otherwise affect the right of the Company or any other member of
the Employer Group, which right is hereby expressly reserved, to terminate the employment of any individual at any time for any reason, without
cause.
VI. STATEMENT OF ERISA RIGHTS
As a participant in the United Online, Inc. Severance Benefit Plan (the “Plan”), you are entitled to certain rights and protections under the
Employment Retirement Income Security Act of 1974, as amended (“ ERISA ”). ERISA provides that all Plan participants shall be entitled to:
1. Examine, without charge, at the Plan Administrator’
s office, all Plan documents, including all documents filed by the Plan with the
U.S. Department of Labor, such as plan descriptions.
2. Obtain copies of all Plan documents and other Plan information upon written request to the Plan Administrator. The Plan
Administrator may make a reasonable charge for the copies.
In addition to creating rights for certain employees of the Company under the Plan, ERISA imposes obligations upon the people who are
responsible for the operation of the Plan. The people who operate the Plan (called “ fiduciaries ”) have a duty to do so prudently and in the
interest of the Company’s employees who are covered by the Plan.
No one, including your Employer or any other person, may terminate your employment or otherwise discriminate against you in any way to
prevent you from obtaining a benefit to which you are entitled under the Plan or from exercising your rights under ERISA.
If your claim for a benefit under this Plan is denied in whole or in part, you must receive a written explanation of the reason for the denial. You
have the right to have the Plan Administrator review and reconsider your claim. Under ERISA, there are steps you can take to enforce the above
rights. For instance, if you request materials from the Plan and do not receive them within thirty (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 a benefit
under this Plan that is denied or ignored, in whole or in part, you may file suit in a federal or a state court. If it should happen that the Plan
fiduciaries misuse the Plan’s assets (if any) or if you are discriminated against for asserting your rights, you may seek assistance from the U.S.
Department of Labor or you may file suit in a federal court. The court will decide who should pay court costs and legal fees. If you are
successful in your lawsuit, the court may order the party you have sued to pay your legal costs, including attorney fees. However, if you lose,
the court may order you to pay these costs and fees, for example, if it finds that your claim or suit is frivolous.
If you have any questions about the Plan, this statement or your rights under ERISA, you should contact the Plan Administrator or the nearest
Area Office of the Pension and Welfare Benefits
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