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                                                                   Exhibit 10.15

                             STRATOS LIGHTWAVE, INC.

                                 SEVERANCE PLAN

                     SUMMARY PLAN DESCRIPTION/PLAN DOCUMENT

1. General Information.


     (a) This Stratos Lightwave, Inc. Severance Plan (the "Plan") provides
certain employees of Stratos Lightwave, Inc. and its parent and subsidiaries
(collectively, the "Company") with separation pay if they are separated from
service with the Company for the reasons described herein.

     (b) This Summary Plan Description/Plan Document is intended to comply with
the requirements of the Employee Retirement Income Security Act of 1974, as
amended ("ERISA").

     (c) This Plan is adopted and effective as of November 15, 2002 (the
"Effective Date").

2. Definitions. The following terms referred to in this Plan shall have the
following meanings unless the context shall clearly require to the contrary: (a)
"Annual Base Salary" shall mean an amount equal to an Eligible Employee's annual
base salary as of the date of termination of employment, excluding shift
premiums, overtime and bonuses.

     (b) "Board" or "Board of Directors" shall mean the Board of Directors of
the Company.

     (c) "Cause" shall mean (i) an act of personal dishonesty taken by an
Eligible Employee in connection with his responsibilities as an employee and
intended to result in personal enrichment of the Eligible Employee, (ii) an
Eligible Employee being convicted of a felony, (iii) a willful act by an
Eligible Employee which constitutes gross misconduct and which is injurious to
the Company, or (iv) the willful and continued failure by an Eligible Employee
to substantially perform his duties with the Company after a demand for
substantial performance is delivered to him by the Board which specifically
identifies the basis for the Board's belief that the Eligible Employee has not
substantially performed his duties. For the purposes of this paragraph, no act
or failure to act on an Eligible Employee's part will be considered "willful" if
an Eligible Employee acted (or failed to act) in good faith or in the reasonable
belief that his act or omission was in the best interests of the Company.



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     (d) "Change of Control" means the occurrence of any of the following
events:

          (i) Any "person" (as such term is used in Sections 13(d) and 14(d) of
     the Securities Exchange Act of 1934, as amended) becomes the "beneficial
     owner" (as defined in Rule 13d-3 under said Act), directly or indirectly,
     of Company securities representing fifty percent (50%) or more of the total
     voting power represented by the Company's then outstanding voting
     securities; or

          (ii) The consummation of the sale or disposition by the Company of all
     or substantially all the Company's assets; or

          (iii) The consummation of a merger or consolidation of the Company
     with any other corporation, other than a merger or consolidation which
     would result in the Company's voting securities outstanding immediately
     prior thereto continuing to represent (either by remaining outstanding or
     by being converted into voting securities of the surviving entity or its
     parent) at least fifty percent (50%) of the total voting power represented
     by the Company's voting securities or such surviving entity or its parent
     outstanding immediately after such merger or consolidation; or

          (iv) A change in the composition of the Board occurring within a
     two-year period, as a result of which fewer than a majority of the
     directors are Incumbent Directors. "Incumbent Directors" shall mean
     directors who either: (A) are directors of the Company as of the date
     hereof, or (B) are elected, or nominated for election, to the Board with
     the affirmative votes of at least a majority of those directors whose
     election or nomination was not in connection with any transaction described
     in subsections (i), (ii), or (iii) above, or in connection with an actual
     or threatened proxy contest relating to the election of directors to the
     Company.

     (e) "Disability" shall mean that an Eligible Employee has been unable to
perform his Company duties as the result of his incapacity due to physical or
mental illness, and such inability, at least 26 weeks after its commencement, is
determined to be total and permanent by a physician selected by the Company or
its insurers and acceptable to the Eligible Employee or the Eligible Employee's
legal representative (such agreement as to acceptability not to be unreasonably
withheld). Termination resulting from Disability may only be effected after at
least 30 days' written notice by the Company of its intention to terminate the
Eligible Employee's employment. If an Eligible Employee resumes the performance
of substantially all of his duties before the termination of his employment
becomes effective, the notice of intent to terminate shall automatically be
deemed to have been revoked.


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     (f) "Eligible Employee" shall mean an employee of the Company who at the
time of his or her termination of employment with the Company is a member of one
of the following classes of employees:

  ------------------------------ --------------------------------------------
  Class I Eligible Employees     Vice Presidents and General Managers
                                 compensated on a salaried basis
  ------------------------------ --------------------------------------------
  Class II Eligible Employees    Managers compensated on a salaried basis
  ------------------------------ --------------------------------------------
  Class III Eligible Employees   All other salaried employees
  ------------------------------ --------------------------------------------

Notwithstanding anything herein to the contrary, the term "Eligible Employee"
shall not include an employee who has entered into a written individual officer
management retention agreement that provides for severance benefits upon
termination of employment. As of the effective date of this Plan, the following
individuals are not Eligible Employees on this basis: James W. McGinley, David
A. Slack, Robert Scharf and Richard C.E. Durrant.

     (g) "Good Reason" shall mean an Eligible Employee voluntarily resigns after
the occurrence of any of the following: (i) without the Eligible Employee's
express written consent, a significant change in the nature or scope of the
Eligible Employee's duties, title, authority or responsibilities, relative to
the Eligible Employee's duties, title, authority or responsibilities as in
effect immediately prior to such change; (ii) without an Eligible Employee's
express written consent, a significant change, without good business reasons, of
the facilities and perquisites (including office space and location) available
to an Eligible Employee immediately prior to such change; (iii) a reduction by
the Company in an Eligible Employee's base salary as in effect immediately prior
to such reduction; (iv) a material reduction by the Company in the aggregate
level of employee benefits, including bonuses, to which the Eligible Employee
was entitled immediately prior to such reduction with the result that the
Eligible Employee's aggregate benefits package is materially reduced (other than
a reduction that generally applies to Company employees); (v) an Eligible
Employee's relocation to a facility or a location more than thirty-five (35)
miles from the Eligible Employee's then present location, without the Eligible
Employee's express written consent; (vi) the Company's failure to obtain the
assumption of this agreement by any successors contemplated in Section 6(a)
below; or (vii) any act or set of facts or circumstances which would, under
Illinois case law or statute constitute a constructive termination of an
Eligible Employee.

     (h) "Plan" shall mean this Stratos Lightwave, Inc. Severance Plan, as
amended from time to time.


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3. Change of Control Severance Benefits.

     (a) Right to Severance Benefits. If, within twenty-four (24) months
following a Change of Control, an Eligible Employee's employment is terminated:
(i) by the Company other than for Cause, death or Disability, or (ii)
voluntarily by an Eligible Employee for Good Reason, then the Eligible Employee
shall be entitled to the following benefits provided he executes and delivers to
the Company an agreement pursuant to Section 5:

          (i) A lump-sum cash payment, payable within ten (10) days after the
     termination of the Eligible Employee's employment, equal to the Eligible
     Employee's Annual Base Salary for:

   -------------------------------------------- ----------------------------
   Class I Eligible Employees                   one year
   -------------------------------------------- ----------------------------
   Class II Eligible Employees                  six months
   -------------------------------------------- ----------------------------
   Class III Eligible Employees                 Sixty days
   -------------------------------------------- ----------------------------

     reduced by all amounts such Eligible Employee receives as a result of the
     circumstances of his or her termination under the Federal Worker Adjustment
     and Retraining Notification Act (Pub. L. 100-379) or other similar federal,
     state or local statute, and any severance benefits the Eligible Employee
     receives under any and all other plans, policies, agreements, adopted by
     the Company, whether written or oral.

          (ii) A lump-sum cash payment, payable within ten (10) days after the
     termination of the Eligible Employee's employment, equal to the aggregate
     amount of deferred matching incentive bonus payments payable to the
     Eligible Employee under the Company's Key Employee Incentive Bonus Plan (or
     similar incentive bonus plan) to which the Eligible Employee would have
     been entitled if he had remained in the employ of the Company for
     thirty-six (36) months after the termination of his or her employment;

          (iii) A lump-sum cash payment, payable within ten (10) days after the
     termination of the Eligible Employee's employment, equal to the Eligible
     Employee's estimated bonus for the fiscal quarter in which the Eligible
     Employee's termination occurs, based on the Company's projected financial
     performance for such fiscal quarter as set forth in the most recent
     financial forecast provided by management to the Company's Board of
     Directors.


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          (iv) One hundred percent (100%) of the unvested portion of any stock
     option, restricted stock or other Company equity compensation held by an
     Eligible Employee shall be automatically accelerated in full so as to
     become completely vested and all outstanding stock options held by the
     Eligible Employee shall remain exercisable until the earlier of (A)
     thirty-six (36) months after the Eligible Employee's termination of
     employment, or (B) the termination date specified for such options at the
     time of their grant.

          (v) For Class I Eligible Employees only, Company-paid health insurance
     coverage at the same level of coverage as was provided to an Eligible
     Employee immediately prior to the Change of Control and at the same ratio
     of Company premium payment to an Eligible Employee premium payment as was
     in effect immediately prior to the Change of Control (the "Company-Paid
     Coverage"). If such coverage included the Eligible Employee's dependents
     immediately prior to the Change of Control, such dependents shall also be
     covered at the Company's expense. Company-Paid Coverage shall continue
     until the earlier of: (A) three (3) years from the date of termination, or
     (B) the date upon which the Eligible Employee and his dependents become
     covered under another employer's group health plan that provide the
     Eligible Employee and his dependents with comparable benefits and levels of
     coverage. For purposes of Title X of the Consolidated Budget Reconciliation
     Act of 1985 ("COBRA"), the date of the "qualifying event" for the Eligible
     Employee and his dependents shall be the date upon which the Company-Paid
     Coverage commences, and each month of Company-Paid Coverage provided
     hereunder shall offset a month of continuation coverage otherwise due under
     COBRA.

     (b) Voluntary Resignation; Termination For Cause. If an Eligible Employee's
employment terminates by reason of the Eligible Employee's voluntary resignation
and is not for Good Reason, or if an Eligible Employee is terminated for Cause,
then the Eligible Employee shall not be entitled to any benefits under this
Plan.

     (c) Disability; Death. If an Eligible Employee's employment with the
Company terminates as a result of the Eligible Employee's Disability, or if an
Eligible Employee's employment is terminated due to the death of an Eligible
Employee, then the Eligible Employee shall not be entitled to receive any
benefits under this Plan.

     (d) Termination Apart from Change of Control. If an Eligible Employee's
employment is terminated for any reason, either prior to the occurrence of a
Change of Control or after the thirty-six (36) month period following a Change
of Control, then the Eligible Employee shall not be entitled to receive any
benefits under this Plan.


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4. Adjustments to Severance Benefits.

     (a) Parachute Payments (Class I and Class II Employees Only).

              A. Excise Tax Gross-Up Payment. If the total amounts an Eligible
         Employee (other than a Class III Employee) would receive on account of
         or following a Change of Control would subject the Eligible Employee
         to an excise tax under Section 4999 of the Internal Revenue Code of
         1986, as amended (the "Code"), the Company will promptly pay the
         Eligible Employee, in addition to such severance benefits, a "Gross-up
         Payment." The amount of the Gross-up Payment will be equal to the
         entire excise tax the Eligible Employee must pay, plus the entire
         amount necessary to pay all federal, state, local, excise and payroll
         taxes that will be assessed on the Gross-up Payment itself.

              B. Determination of Gross-up Payment. Within thirty (30) days
         after the termination of an Eligible Employee's employment, the
         independent auditors used by the Company immediately prior to the
         Change of Control (the "Accountants") will make an initial
         determination of whether the Company must pay a Gross-up Payment, and
         if so, the amount of such payment. The Accountants will provide the
         Company and the Eligible Employee with its determination and detailed
         supporting calculations and documentation. The Company will pay the
         expense of the initial determination. An Eligible Employee will have
         the right to accept the determination, or to have the determination
         reviewed by an accounting firm selected by the Eligible Employee, at
         the Eligible Employee's expense. The determination of the second
         accounting firm will be binding, final and conclusive on the Company
         and the Eligible Employee. The Company will pay the Gross-up Payment
         finally determined under this Section 4(a) to an Eligible Employee
         within thirty (30) days after it is finally determined.

     (b) Taxes on Severance Pay. Severance payments are considered taxable
income. All appropriate federal, state and local taxes will be withheld from all
severance pay.

5. Severance Benefits Contingent Upon Execution of Agreement. Notwithstanding
anything in the Plan to the contrary, no Eligible Employee will be eligible to
receive any severance benefit or payment under the Plan unless:

     (a) prior to the receipt of a severance payment, the Eligible Employee
executes an agreement in a form acceptable to the Company under which:


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          (i) the Eligible Employee releases, forever discharges and covenants
     not to sue Company or its current or former parent companies, subsidiaries,
     affiliates, predecessors, successors, insurers, directors, officers,
     employees, agents, or assigns, with respect to any and all claims, causes
     of action, suits, debts, sums of money, controversies, agreements,
     promises, damages, and demands whatsoever, including attorneys' fees and
     court costs, in law or equity or before any federal, state or local
     administrative agency, whether known or unknown, suspected or unsuspected,
     which Eligible Employee has, had, or may have, based on any event
     occurring, or alleged to have occurred, prior to or in connection with his
     termination of employment except for:

               A. claims for unemployment compensation, if any; and

               B. claims for benefits under any employee benefit plans other
          than this Plan;

          (ii) agrees not to disclose any proprietary, trade secret or other
     confidential business information learned solely by reason of the Eligible
     Employee's employment with Company;

          (iii) agrees to cooperate with Company in regard to the transition of
     business matters handled by the Eligible Employee during his employment
     with Company and in regard to any litigation brought against Company
     arising out of matters involving the Eligible Employee;

          (iv) states that he has returned all property of Company within his
     possession and control to Company; and

          (v) agrees that he or she will not, at any time during the three (3)
     years following his termination date, directly or indirectly solicit any
     individuals to leave the Company's (or any of its subsidiaries') employ for
     any reason or interfere in any other manner with the employment
     relationships at the time existing between the Company (or any of its
     subsidiaries) and its current or prospective employees; and

     (b) any applicable revocation period described in such agreement has
expired.

6. Successors.

     (a) Company's Successors. Any successor to the Company (whether direct or
indirect and whether by purchase, merger, consolidation, liquidation or
otherwise) to all or substantially all of the Company's business and/or assets
shall assume the obligations under this


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Plan and agree expressly to perform the obligations under this Plan in the same
manner and to the same extent as the Company would be required to perform such
obligations in the absence of a succession. For all purposes under this Plan,
the term "Company" shall include any such successor to the Company's business
and/or assets which executes and delivers the assumption agreement described in
this Section 6(a) or which becomes bound by the terms of this Plan by operation
of law.

     (b) Eligible Employee's Successors. The terms of this Plan and all rights
of an Eligible Employee hereunder shall inure to the benefit of, and be
enforceable by, the Eligible Employee's personal or legal representatives,
executors, administrators, successors, heirs, distributees, devisees and
legatees.

7. Notices.

     (a) General. Notices and all other communications contemplated by this Plan
shall be in writing and shall be deemed to have been duly given when personally
delivered or one day following mailing via Federal Express or similar overnight
courier service. In the case of an Eligible Employee, mailed notices shall be
addressed to him at the home address which he most recently communicated to the
Company in writing. In the case of the Company, mailed notices shall be
addressed to its corporate headquarters, and all notices shall be directed to
the attention of its Secretary.

     (b) Notice of Termination. Any termination by the Company for Cause or by
an Eligible Employee for Good Reason shall be communicated by a notice of
termination to the other party hereto given in accordance with Section 7 of this
Plan. Such notice shall indicate the specific termination provision in this Plan
relied upon, shall set forth in reasonable detail the facts and circumstances
claimed to provide a basis for termination under the provision so indicated, and
shall specify the termination date (which shall be not more than 30 days after
the giving of such notice). The failure by an Eligible Employee to include in
the notice any fact or circumstance which contributes to a showing of Good
Reason shall not waive any right of an Eligible Employee hereunder or preclude
the Eligible Employee from asserting such fact or circumstance in enforcing his
rights hereunder.

8. Administration.

     (a) The Board shall administer the Plan. The Board's determinations are
final and binding on all Eligible Employees. In addition to any other powers set
forth in this Plan, the Board has the following powers:

          (i) to construe and interpret the Plan;


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          (ii) to contest on behalf of the Company or one or more Eligible
     Employees, at the expense of the Company, any ruling or decision on any
     matter relating to this Plan or any benefits hereunder;

          (iii) generally, to administer the Plan, and to take all such steps
     and make all such determinations in connection with the Plan as it may deem
     necessary or advisable;

          (iv) to determine the form in which tax withholding under Section 4(b)
     of this Plan will be made.

     (b) Except to the extent prohibited by applicable law or the applicable
rules of a stock exchange, the Board may allocate all or any portion of its
responsibilities and powers to any one or more of its members and may delegate
all or any part of its responsibilities and powers to any person or persons
selected by it. Any such allocation or delegation may be revoked by the Board at
any time.

9. Termination and Amendment of this Plan. The Board shall have the power at any
time, in its discretion, to amend, abandon or terminate this Plan, in whole or
in part; except that no amendment, abandonment or termination shall impair or
abridge the obligations in this Plan if such amendment, abandonment or
termination is made within twenty-five (25) months following a Change of Control
or during any period of time when the Company has knowledge that any person(s)
or entity has taken steps reasonably calculated to effect a Change of Control
(until, in the opinion of the Board, the person(s) or entity has abandoned or
terminated efforts to effect a Change of Control).

10. Miscellaneous Provisions.

     (a) Gender. Unless clearly inappropriate, all nouns herein of whatever
gender refer indifferently to persons or objects of any gender.

     (b) Singular and Plural. Unless clearly inappropriate, singular terms
herein refer also to the plural and vice versa.

     (c) Minors and Deceased Eligible Employees. Any benefit payable to or for
the benefit of a minor, an incompetent person or other person incapable of
giving a receipt therefor shall be deemed paid when paid to such person's
guardian or to the party providing or reasonably appearing to provide for the
care of such person, and such payment shall fully discharge the Company, the
Board and all other parties with respect thereto. If an Eligible Employee dies
prior to the payment of all benefits due such Eligible Employee under this Plan,
such unpaid amounts shall be paid to the executor, personal representative or
estate of such Eligible Employee.


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     (d) No Right to Employment. Participation in the Plan will not give any
Eligible Employee a right to be retained as an employee of the Company, or any
right or claim to any benefit under the Plan, unless the right or claim has
specifically accrued under the Plan.

     (e) No Liability. No director, officer, agent or employee of the Company
shall be personally liable in the event the Company is unable to make any
payments under the Plan due to a lack of, or inability to access, funding or
financing, legal prohibition (including statutory or judicial limitations) or
failure to obtain any required consent.

     (f) Legal Fees and Expenses. The Company agrees to indemnify and promptly
reimburse the Eligible Employee for all legal fees and expenses reasonably
incurred by the Eligible Employee to seek to obtain or enforce any benefit or
right provided by this Plan.

     (g) Severability. The invalidity or unenforceability of any provision or
provisions of this Plan shall not affect the validity or enforceability of any
other provision hereof, which shall remain in full force and effect.

     (h)Headings. All section headings herein are for convenience of reference
only and are not part of this Plan, and no construction or reference shall be
derived therefrom.

     (i) Governing Law. To the extent not preempted by ERISA, this Plan shall be
governed and construed in accordance with the laws of the State of Illinois,
without regard to any applicable conflicts of law principles.

11. Administrative Information.

     (a) Plan Name. The full name of the Plan is the Stratos Lightwave, Inc.
Severance Plan.

     (b) Plan Sponsor. The Plan is sponsored by Stratos Lightwave, Inc., 7444
West Wilson Avenue, Chicago, Illinois 60706.

     (c) Plan Number and Employer Identification Number. The employer
identification number (EIN) assigned by the Internal Revenue Service to the Plan
Sponsor is 36-4360035. The Plan number assigned by the Company pursuant to
instructions of the United States Department of Labor is 504.

     (d) Funding. Benefits provided under the Plan are paid from the Company's
general assets. No fund has been established for the payment of Plan benefits.
No contributions are required under the Plan from Eligible Employees.


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<PAGE>

     (e) Plan Administrator. The Board of Directors shall be the administrator
of the Plan.

     (f) Agent for Service of Process. Should it ever be necessary, legal
process may be served on the Plan Administrator at: Stratos Lightwave, Inc.,
7444 West Wilson Avenue, Chicago, Illinois 60706, Attn: Board of Directors.

     (g) Type of Administration. The Plan is administered by Stratos Lightwave,
Inc.

     (h) Plan Year. May 1 - April 30.

12. Claims Appeal Procedure. The following information is intended to comply
with the requirements of ERISA and provides the procedures an Eligible Employee
(or his personal or legal representative, executor, administrator, heirs,
distributees, devisees and legatees) may follow if he or she disagrees with any
decision about eligibility for Plan payments.

     (a) An Eligible Employee will be informed as to whether or not he/she is an
Eligible Employee under the Plan, and thereby entitled to benefits under the
Plan, on or before the last day worked. Eligible Employees who believe they are
entitled to benefits under the Plan and do not receive notice of their status as
a participant in the Plan, or who have questions about the amounts they receive,
must write to the Plan Administrator within thirty (30) days of the date of
their respective termination.

     (b) If the Plan Administrator denies an Eligible Employee's claim for
benefits under the Plan, the Eligible Employee will be sent a letter within
ninety (90) days (in special cases, an additional ninety (90) days may be needed
and you will be notified if this is the case) explaining:

          (i) the specific reason or reasons for the denial;

          (ii) the specific provisions on which the denial is based;

          (iii) any additional material or information necessary for the
     individual to perfect the claim and an explanation of why such material or
     information is necessary;

          (iv) an explanation of the Plan's claim review procedure; and

          (v) an explanation of the individual's right to sue under ERISA.

     (c) If payment is denied or the Eligible Employee disagrees with the amount
of the payment, he or she may file a written request for review within sixty
(60) days after receipt of such denial. This request should be filed with the
Plan Administrator. The letter which constitutes the filing of an appeal should
ask for a review and include the reasons why the


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Eligible Employee believes the claim was improperly denied, as well as any other
appropriate data, questions, or comments. In addition, an Eligible Employee is
entitled to:

          (i) review documents pertinent to his or her claim at such reasonable
     time and location as shall be mutually agreeable to the Eligible Employee
     and the Plan Administrator; and

          (ii) submit issues and comments in writing to the Plan Administrator
     relating to its review of the claim.

     (d) A final decision will normally be reached within sixty (60) days,
unless special circumstances require an extension of time for processing, in
which case a decision will be rendered within 120 days. The Eligible Employee
will receive a written notice of the decision on the appeal, indicating the
specific reasons for the decision, making specific references to the Plan
provisions on which the decision is based and indicating the Eligible Employee's
right to sue under ERISA.

13. Statement of ERISA Rights. The following statement of ERISA rights is
required by federal law and rulings:

     (a) As a person covered under the Plan, you are entitled to certain rights
and protections under ERISA. This law provides that all people covered by the
Plan are entitled to:

          (i) Receive information about the Plan and benefits under the Plan.

          (ii) Examine, without charge, all plan documents, including copies of
     all documents filed by the Plan with the U.S. Department of Labor at the
     Plan Administrator's offices.

          (iii) Obtain copies of all plan documents and other plan information
     by writing to the Plan Administrator and asking for them. The Plan
     Administrator may make a reasonable charge for the copies.

     (b) In addition to creating rights for persons covered by the Plan, 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 your interest and in the interest of the other
people covered by the Plan. The law provides that no one may terminate you or
otherwise discriminate against you in any way to prevent you from getting a
benefit or exercising your rights under ERISA. The law provides that if your
claim for a benefit


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<PAGE>

is denied in whole or in part, you will receive a written notice explaining why
your claim was denied. You have the right to have your claim reviewed and
reconsidered.

     (c) Under ERISA, there are steps you can take to enforce your rights. For
instance, if you request copies of documents from the Plan Administrator and do
not receive them within thirty (30) days, you may file suit in federal court. In
such a case, the court may require the Plan Administrator to provide the
documents and pay up to $110 a day until you receive them, unless they were not
sent because of reasons beyond the control of the Plan Administrator.

     (d) If you have a claim for benefits which is denied or ignored, in whole
or in part, you may file suit in a state or federal court that has jurisdiction.
If it should happen that the people who operate the Plan misuse the Plan's money
or if you are discriminated against for asserting your rights, you may ask the
U.S. Department of Labor for help, or you may file suit in a federal court. The
court will decide who should pay court costs and legal fees. If your suit is
successful, the court may order the person you have sued to pay costs 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.

     (e) If you have any questions about the Plan, you should contact the Plan
Administrator. If you have any questions about your rights under ERISA, you
should contact the nearest office of the Pension and Welfare Benefits
Administration, U.S. Department of Labor, listed in your telephone directory or
the Division of Technical Assistance and Inquiries, Pension and Welfare Benefits
Administration, U.S. Department of Labor, 200 Constitution Avenue N.W.,
Washington, D.C. 20210. You may also obtain certain publications about your
rights and responsibilities under ERISA by calling the publications hotline of
the Pension and Welfare Benefits Administration.


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