First Data 2007 Annual Report Download - page 400

17. Limitation on Individually Negotiated Severance Arrangements
As of the Effective Date, this Policy is intended to be the sole source of severance and change in control benefits for Eligible Executives. Absent prior
Board approval, no individual agreement shall be entered into with any Eligible Executive or any person being considered for promotion or hire as an Eligible
Executive which would provide severance or change in control-type benefits.
18. Miscellaneous
No executive vests in any entitlement to or eligibility for benefits under this Policy until he or she has satisfied all requirements for eligibility and the
conditions required to receive the benefits specified in this Policy have been satisfied. No interest accrues on any benefit to which an Eligible Executive may
be entitled under this Policy. Eligible Executives cannot assign or pledge any benefits that they are eligible for under this Policy. Subject to state and federal
law, no creditor may attach or garnish any Eligible Executive's Policy benefits. This Policy does not create any contract of employment or right to
employment for any period of time. Employment with the Company is at-will, and may be terminated by either the Company or the Eligible Executive at any
time for any reason.
19. Review Procedure
Executives eligible to receive benefits under this Policy will be notified of such eligibility as soon as administratively practicable after the event occurs
which gives rise to the provision of Policy benefits. If an executive who believes he or she is eligible to receive Policy benefits does not receive such notice or
disagrees with the amount of benefits set forth in such notice, or if an executive is informed that he or she is not eligible for benefits under this Policy, the
executive (or his or her legal representative) may file a written claim for benefits with the Company's senior human resources executive or such other officer
or body designated by the Committee for this purpose. The written claim must include the facts supporting the claim, the amount claimed, and the executive's
name and mailing address.
If the claim is denied in part or in full, the Company's senior human resources executive (or other designated officer or body) will notify the executive
by mail no later than 90 days (or 180 days in special circumstances) after receipt of the written claim. The notice of denial will state the specific reasons for
the denial, the provisions of the Policy on which the denial is based, a description of any additional information or material required by the Committee to
consider the claim if applicable, as well as an explanation as to why such information or material is necessary, an explanation of the Policy's review
procedures and the time limits applicable to such procedures, and the executive's right to bring a civil action under ERISA Section 502(a) in the event of an
adverse determination upon review.
An executive (or his or her legal representative) may appeal the denial by filing a written appeal with the Committee. The written appeal must be
received no later than 60 days after the executive or legal representative received the notice of denial. During the same 60-day period, the executive or legal
representative may have reasonable access to pertinent documents and may submit written comments and supporting documents, records and other materials
to the Committee. The Committee will review the appeal and notify the executive or legal representative by mail of its final decision no later than the next
regularly scheduled Committee meeting, or if the appeal is received less than 30 days before such meeting, the second regularly scheduled meeting after the
Committee receives the written appeal.
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