exv10w14






Exhibit 10.14




H&R BLOCK SEVERANCE PLAN

JANUARY 2008



1. Purpose. The H&R Block Severance Plan is a welfare benefit plan established by H&R Block
Management, LLC, an indirect subsidiary of H&R Block, Inc., for the benefit of certain subsidiaries
of H&R Block, Inc. in order to provide severance compensation and benefits to certain employees of
such subsidiaries whose employment is involuntarily terminated under the conditions set forth
herein. This document constitutes both the plan document and the summary plan description required
by the Employee Retirement Income Security Act of 1974.



2. Definitions.





(a) “Average Commission Amount” means an average of the Participant’s prior
three calendar year commission earnings (calculated each year beginning January 1).
For Participant’s, employed as a Sales Assistant, with less than three years of
commission history, “Average Commission Amount” means the average of total
commissions earned.




(b) “Cause” means one or more of the following grounds of an Employee’s

termination of employment with a Participating Employer:




(i) misconduct that interferes with or prejudices the proper conduct of the
Company, the Employee’s Participating Employer, or any other affiliate of the
Company, or which may reasonably result in harm to the reputation of the Company,
the Employee’s Participating Employer, or any other affiliate of the Company;




(ii) commission of an act of dishonesty or breach of trust resulting or intending
to result in material personal gain or enrichment of the Employee at the expense of
the Company, the Employee’s Participating Employer, or any other affiliate of the
Company;




(iii) commission of an act materially and demonstrably detrimental to the good will
of the Company, the Employee’s Participating Employer, or any other affiliate of the
Company, which act constitutes gross negligence or willful misconduct by the
Employee in the performance of the Employee’s material duties;




(iv) material violations of the policies or procedures of the Employee’s
Participating Employer, including, but not limited to, the H&R Block Code of Business
Ethics & Conduct, except those policies or procedures with respect to which an
exception has been granted under authority exercised or delegated by the
Participating Employer;




(v) disobedience, insubordination or failure to discharge employment duties;



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(vi) conviction of, or entrance of a plea of guilty or no contest, to a misdemeanor
(involving an act of moral turpitude) or a felony;




(vii) inability of the Employee, the Company, the Employee’s Participating Employer,
and/or any other affiliate of the Company to participate, in whole or in part, in any
activity subject to governmental regulation as the result of any action or inaction on the
part of the Employee;




(viii) the Employee’s death or total and permanent disability. The term “total and
permanent disability” will have the meaning ascribed thereto under any long-term
disability plan maintained by the Employee’s Participating Employer;




(ix) any grounds described as a discharge or other similar term on the Participating
Employer’s separation review form or other similar document stating the reason for the
Employee’s termination of employment, including poor performance; or




(x) any other grounds of termination of employment that the Participating Employer deems
for cause.




Notwithstanding the definition of Cause above, if an Employee’s employment with a Participating
Employer is subject to an employment agreement that contains a definition of “cause” for purposes
of termination of employment, such definition of “cause” in such employment agreement shall
replace the definition of Cause herein for the purpose of determining whether the Employee has
incurred a Qualifying Termination, but only with respect to such Employee.




(c) “Company” means H&R Block, Inc.




(d) “Employee” means a regular full-time or part-time, active employee of a
Participating Employer whose employment with a Participating Employer is not
subject to an employment contract that contains a provision that includes severance
benefits. This definition expressly excludes employees of a Participating Employer
classified as seasonal, temporary and/or inactive and employees who are customarily
employed by a Participating Employer less than 20 hours per week.




(e) “ERISA” means the Employee Retirement Income Security Act of 1974, as

amended.




(f) “Hour of Service” means each hour for which an individual was entitled to
compensation as a regular full-time or part-time employee from a subsidiary of the
Company.




(g) “Line of Business of the Company” with respect to a Participant means any
line of business of the Participating Employer by which the Participant was employed
as of the Termination Date, as well as any one or more lines of business of any other
subsidiary of the Company by which the Participant was employed during the two-
year period preceding the Termination Date, provided that, if Participant’s



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employment was, as of the Termination Date or during the two-year period immediately prior to the
Termination Date, with H&R Block Management, LLC or any successor entity thereto, “Line of Business
of the Company” shall mean any lines of business of the Company and all of its subsidiaries.




(h) “Monthly Compensation” means -




(i) with respect to a Participant paid on a salary basis, the Participant’s current annual
salary divided by 12;




(ii) with respect to a Participant paid on an hourly basis, the Participant’s current
hourly rate times the number of hours he or she is regularly scheduled to work per week
multiplied by 52 and then divided by 12;




(iii) with respect to a Participant, employed more than three years with a Participating
Employer, who is paid, in whole or in part, on commission, the Participant’s current base
wages or salary plus the Participant’s Average Commission Amount divided by 12;




(iv) with respect to a Participant, employed less than three years with a Participating
Employer as a Financial Advisor, Monthly Compensation shall be established by the
Compensation Schedule outlined in Schedule “C”; or




(v) with respect to a Participant, employed less than three years with a Participating
Employer as a Sales Assistant, who is paid, in whole or in part, on commission, the
Participant’s base wages or salary plus the Participant’s Average Commission Amount
divided by 12.




(i) “Participant” means an Employee who has incurred a Qualifying Termination and has signed a
Release that has not been revoked during any revocation period provided under the Release.




(j) “Participating Employer” means a direct or indirect subsidiary of the Company (i) listed on
Schedule A, attached hereto, which may change from time to time to reflect new Participating
Employers or withdrawing Participating Employers, and (ii) approved by the Plan Sponsor for
participation in the Plan.




(k) “Plan” means the “H&R Block Severance Plan,” as stated herein, and as may be amended from
time to time.




(1) “Plan Administrator” and “Plan Sponsor” means H&R Block Management, LLC. The address and
telephone number of H&R Block Management, LLC is One H&R Block Way, Kansas City, Missouri 64105,
(816) 854-3000. The Employer Identification Number assigned to H&R Block Management, LLC by the
Internal Revenue Service is 43-1632589.




(m) “Qualifying Termination” means the involuntary termination of an Employee, but does not
include a termination resulting from:



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(i) the elimination of the Employee’s position where the Employee was offered another
position with a subsidiary of the Company at a comparable compensation and benefit level,
or where the termination results from a sale of assets or other corporate acquisition or
disposition;




(ii) the redefinition of an Employee’s position to a lower compensation rate
or grade;




(iii) the termination of an Employee for Cause; or




(iv)the non-renewal of employment contracts.




(n) “Release” means that agreement signed by and between an Employee who is eligible to
participate in the Plan and the Employee’s Participating Employer under which the Employee
releases all known and potential claims against the Employee’s Participating Employer and all of
such employer’s parents, subsidiaries, and affiliates.




(o) “Release Date” means, with respect to a Release that includes a revocation period, the date
immediately following the expiration date of the revocation period in the Release that has been
fully executed by both parties. “Release Date” means, with respect to a Release that does not
include a revocation period, the date the Release has been fully executed by both parties.




(p) “Severance Period” means the period of time during which a Participant may receive benefits
under this Plan. The Severance Period with respect to a Participant begins on the Termination
Date. A Participant’s Severance Period will be the shorter of (i) 12 months or (ii) a number of
months equal to the whole number of Years of Service determined under Section 2(r), unless earlier
terminated in accordance with Section 8 of the Plan.




(q) “Termination Date” means the date the Employee severs employment with a Participating
Employer.




(r) “Year of Service” means each period of 12 consecutive months ending on the Employee’s
employment anniversary date during which the Employee had at least 1,000 Hours of Service. In
determining a Participant’s Years of Service, the Participant will be credited with a partial Year
of Service for his or her final period of employment commencing on his or her most recent
employment anniversary date equal to a fraction calculated in accordance with the following
formula:



Number of days since most recent employment anniversary date

365





Despite an Employee’s Years of Service calculated in accordance with the above, an Employee will be
credited with no less than the specified minimum Years of Service



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as outlined in Schedule “B”. Notwithstanding an Employee’s actual service, the maximum
number of creditable Years of Service shall be 18.




Notwithstanding the above, if an Employee has received credit for Years of Service under
this Plan or under any previous plan, program, or agreement for the purpose of receiving
severance benefits before a Qualifying Termination, such Years of Service will be
disregarded when calculating Years of Service for such Qualifying Termination under the
Plan; provided, however, that if such severance benefits were terminated prior to completion
because the Employee was rehired by any subsidiary of the Company then the Employee will be
re-credited with full Years of Service for which severance benefits were not paid in full or
in part because of such termination.


3. Eligibility and Participation.





An Employee who incurs a Qualifying Termination and signs a Release that has not been
revoked during any revocation period under the Release is eligible to participate in the
Plan. An eligible Employee will become a Participant in the Plan as of the Termination
Date.


4. Severance Compensation.





(a) Amount. Subject to Section 8, each Participant will receive during the
Severance Period from the applicable Participating Employer aggregate severance
compensation equal to:




(i) the Participant’s Monthly Compensation multiplied by the Participant’s Years of
Service; plus




(ii) one-twelfth of the Participant’s target payout under the Short-Term Incentive
Program of the Participating Employer in effect at the time of his or her
Termination Date multiplied by the Participant’s Years of Service; plus




(iii) an amount to be determined by the Participating Employer at its sole
discretion, which amount may be zero.




(b) Timing of Payments. Except as stated in Section 4(c), and subject to
Section 8,




(i) the sum of any amounts determined under Sections 4(a)(i) and 4(a)(ii) of the
Plan will be paid in semi-monthly or bi-weekly installments (the timing and amount
of each installment as determined by the Participating Employer) during the
Severance Period beginning after the later of the Termination Date or the Release
Date; and




(ii) any amounts determined under Section 4(a)(iii) of the Plan will be paid in one
lump sum within 15 days after the later of the Termination Date or the Release Date,
unless otherwise agreed in writing by the Participating Employer and Participant or
otherwise required by law.



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(c) Death. In the event of the Participant’s death prior to receiving all payments
due under this Section 4, any unpaid severance compensation will be paid (i) in the same
manner as are death benefits under the Participant’s basic life insurance coverage provided
by the Participant’s Participating Employer, and (ii) in accordance with the Participant’s
beneficiary designation under such coverage. If no such coverage exists, or if no
beneficiary designation exists under such coverage as of the date of death of the
Participant, the severance compensation will be paid to the Participant’s estate in
one-lump sum.


5. Health and Welfare Benefits.





(a) Benefits. In addition to the severance compensation provided pursuant to
Section 4 of the Plan, a Participant may continue to participate in the following health
and welfare benefits provided by his or her Participating Employer during the Severance
Period on the same basis as employees of the Participating Employer:




     (i) medical;




     (ii) dental;




     (iii) vision.




     (iv) employee assistance;




     (v)
medical expense reimbursement and dependent care expense
reimbursement benefits provided under a cafeteria plan;




     (vi) life insurance (basic and supplemental); and




     (vii) accidental death and dismemberment insurance (basic and
supplemental).




For the purposes of any of the above described benefits provided under a Participating
Employer’s cafeteria plan, a Qualifying Termination constitutes a “change in status” or
“life event.”




(b) Payment and Expiration. Payment of the Participant’s portion of contribution or
premiums for such selected benefits will be withheld from any severance compensation
payments paid to the Participant under this Plan. The Participating Employer’s partial
subsidization of such coverages will remain in effect until the earlier of:




(i) the expiration or earlier termination of the Participant’s Severance Period,
after which time the Participant may be eligible to elect to continue coverage of
those benefits listed above that are provided under group health plans in accordance
with his or her rights under Section 4980B of the Internal Revenue Code; or



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(ii) the Participant’s attainment of or eligibility to attain health and welfare
benefits through another employer after which time the Participant may be eligible
to elect to continue coverage of those benefits listed above that are provided under
group health plans in accordance with his or her rights under Section 4980B of the
Internal Revenue Code.


6. Stock Options.





(a) Accelerated Vesting. Any portion of any outstanding incentive stock options
and nonqualified stock options that would have vested during the 18-month period
following the Termination Date had the Participant remained an employee with the
Participating Employer during such 18-month period will vest as of the Termination
Date. This Section 6(a) applies only to options (i) granted to the Participant under
the Company’s 1993 Long-Term Executive Compensation Plan, or any successor plan
to its 1993 Long-Term Executive Compensation Plan, not less than 6 months prior to
his or her Termination Date and (ii) outstanding at the close of business on such
Termination Date. The determination of accelerated vesting under this Section 6(a)
shall be made as of the Termination Date and shall be based solely on any time-
specific vesting schedule included in the applicable stock option agreement without
regard to any accelerated vesting provision not related to the Plan in such agreement.




(b) Post-Termination Exercise Period. Subject to the expiration dates and other
terms of the applicable stock option agreements, the Participant may elect to have the
right to exercise any outstanding incentive stock options and nonqualified stock
options granted prior to the Termination Date to the Participant under the Company’s
1984 Long-Term Executive Compensation Plan, its 1993 Long-Term Executive
Compensation Plan, or any successor plan to its 1993 Long-Term Executive
Compensation Plan that are vested as of the Termination Date (or, if later, the Release
Date), whether due to the operation of Section 6(a), above, or otherwise, at any time
during the Severance Period and, except in the event that the Severance Period
terminates pursuant to Section 8(a), for a period up to 3 months after the end of the
Severance Period (notwithstanding Section 8). Any such election shall apply to all
outstanding incentive stock options and nonqualified stock options, will
be irrevocable and must be made in writing and delivered to the Plan Administrator on
or before the later of the Termination Date or Release Date. If the Participant fails to
make an election, the Participant’s right to exercise such options will expire 3 months
after the Termination Date.




(c) Stock Option Agreement Amendment. The operation of Sections 6(a) and 6(b),
above, are subject to the Participant’s execution of an amendment to any affected stock
option agreements, if necessary.


7. Outplacement Services. In addition to the benefits described above, career transition
counseling or outplacement services may be provided upon the Participant’s Qualifying Termination.
Such outplacement service will be provided at the Participating Employer’s sole discretion.
Outplacement services are designed to assist employees in their search for new employment and to
facilitate a smooth transition between employment with the Participating Employer and employment
with another employer. Any outplacement services




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provided under this Plan will be provided by an outplacement service chosen by the Participating
Employer. The Participant is not entitled to any monetary payment in lieu of outplacement services.



8. Termination of Benefits. Any right of a Participant to severance compensation and benefits
under the Plan, and all obligations of his or her Participating Employer to pay any unpaid
severance compensation or provide benefits under the Plan will terminate as of the day:





(a) The Participant has engaged in any conduct described in Sections 8(a)(i), 8(a)(ii),
8(a)(iii) or 8(a)(iv), below, as the same may be limited pursuant to Section 8(a)(vi).




(i) During the Severance Period, the Participant’s engagement in, ownership
of, or control of any interest in (except as a passive investor in less than
one percent of the outstanding securities of publicly held companies), or
acting as an officer, director or employee of, or consultant, advisor or
lender to, any firm, corporation, partnership, limited liability company,
institution, business, government agency, or entity that engages in any line
of business that is competitive with any Line of Business of the Company,
provided that this Section 8(a)(i) shall not apply to the Participant if the
Participant’s primary place of employment by a subsidiary of the Company as
of the Termination Date is in either the State of California or the State of
North Dakota.




(ii) During the Severance Period, the Participant employs or solicits for
employment by any employer other than a subsidiary of the Company any
employee of any subsidiary of the Company, or recommends any such employee
for employment to any employer (other than a subsidiary of the Company) at
which the Participant is or intends to be (A) employed, (B) a member of the
Board of Directors, (C) a partner, or (D) providing consulting services.




(iii) During the Severance Period, the Participant directly or indirectly
solicits or enters into any arrangement with any person or entity which is,
at the time of the solicitation, a significant customer of a subsidiary of
the Company for the purpose of engaging in any business transaction of the
nature performed by such subsidiary, or contemplated to be performed by such
subsidiary, for such customer, provided that this Section 8(a)(iii) shall
only apply to customers for whom the Participant personally provided
services while employed by a subsidiary of the Company or customers about
whom or which the Participant acquired material information while employed
by a subsidiary of the Company.




(iv) During the Severance Period, the Participant misappropriates or
improperly uses or discloses confidential information of the Company and/or
its subsidiaries.



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(v) If the Participant engaged in any of the conduct described in Sections
8(a)(i), 8(a)(ii), 8(a)(iii) or 8(a)(iv) during or after Participant’s term
of employment with a Participating Employer, but prior to the commencement
of the Severance Period, and such engagement becomes known to the
Participating Employer during the Severance Period, such conduct shall be
deemed, for purposes of Sections 8(a)(i), 8(a)(ii), 8(a)(iii) or 8(a)(iv) to
have occurred during the Severance Period.




(vi) If the Participant is a party to an employment contract with a
Participating Employer that contains a covenant or covenants relating to the
Participant’s engagement in conduct that is the same as or substantially
similar to the conduct described in any of Sections 8(a)(i), 8(a)(ii),
8(a)(iii) or 8(a)(iv), and any specific conduct regulated in such covenant
or covenants in such employment contract is more limited in scope
geographically or otherwise than the corresponding specific conduct
described in any of such Sections 8(a)(i), 8(a)(ii), 8(a)(iii) or 8(a)(iv),
then the corresponding specific conduct addressed in the applicable Section
8(a)(i), 8(a)(ii), 8(a)(iii) or 8(a)(iv) shall be limited to the same extent
as such conduct is limited in the employment contract and the Participating
Employer’s rights and remedy with respect to such conduct under this Section
8 shall apply only to such conduct as so limited.




(b) The Participant is rehired by his or her Participating Employer or hired by any other
subsidiary of the Company in any position other than a position classified as seasonal by
such employer.



9. Amendment and Termination. The Plan Sponsor reserves the right to amend the
Plan or to terminate the Plan and all benefits hereunder in their entirety at any time.



10. Administration of Plan. The Plan Administrator has the power and discretion to
construe the provisions of the Plan and to determine all questions relating to the eligibility of
employees of Participating Employers to become Participants in the Plan, and the amount of
benefits to which any Participant may be entitled thereunder in accordance with the Plan.
Not in limitation, but in amplification of the foregoing and of the authority conferred upon
the Plan Administrator, the Plan Sponsor specifically intends that the Plan Administrator
have the greatest permissible discretion to construe the terms of the Plan and to determine
all questions concerning eligibility, participation and benefits. Any such decision made by
the Plan Administrator will be binding on all Employees, Participants, and beneficiaries, and
is intended to be subject to the most deferential standard of judicial review. Such standard
of review is not to be affected by any real or alleged conflict of interest on the part of the
Plan Administrator. The decision of the Plan Administrator upon all matters within the
scope of its authority will be final and binding.



11. Claims Procedures.




(a) Filing a Claim for Benefits. Participants are not required to submit claim forms
to initiate payment of benefits under this Plan. To make a claim for benefits,



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individuals other than Participants who believe they are entitled to receive benefits under
this Plan and Participants who believe they have been denied certain benefits under the
Plan must write to the Plan Administrator. These individuals and such Participants are
hereinafter referred to in this Section 12 as “Claimants.” Claimants must notify the Plan
Administrator if they will be represented by a duly authorized representative with respect
to a claim under the Plan.




(b) Initial Review of Claims. The Plan Administrator will evaluate a claim for benefits
under the Plan. The Plan Administrator may solicit additional information from the Claimant
if necessary to evaluate the claim. If the Plan Administrator denies all or any portion of
the claim, the Claimant will receive, within 90 days after the receipt of the written
claim, a written notice setting forth:




(i) the specific reason for the denial;




(ii) specific references to pertinent Plan provisions on which the Plan
Administrator based its denial;




(iii) a description of any additional material and information needed for the
Claimant to perfect his or her claim and an explanation of why the material or
information is needed; and




(iv) that any appeal the Claimant wishes to make of the adverse determination must
be in writing to the Plan Administrator within 60 days after receipt of the notice
of denial of benefits. The notice must advise the Claimant that his or her failure
to appeal the action to the Plan Administrator in writing within the 60-day period
will render the Plan Administrator’s determination final, binding and conclusive.
The notice must further advise the Claimant of his or her right to bring a civil
action under Section 502(a) of ERISA following the exhaustion of the claims
procedures described herein.




(c) Appeal of Denied Claim and Final Decision. If the Claimant should appeal to the Plan
Administrator, the Claimant, or his or her duly authorized representative, must submit, in
writing, whatever issues and comments the Claimant or his or her duly authorized
representative feels are pertinent. The Claimant, or his or her duly authorized
representative, may review and request pertinent Plan documents. The Plan Administrator
will reexamine all facts related to the appeal and make a final determination as to whether
the denial of benefits is justified under the circumstances. The Plan Administrator will
advise the Claimant in writing of its decision within 60 days of the Claimant’s written
request for review, unless special circumstances (such as a hearing) require an extension
of time, in which case the Plan Administrator will make a decision as soon as possible, but
no later than 120 days after its receipt of a request for review.


12. Plan Financing. The benefits to be provided under the Plan will be paid by the applicable
Participating Employer, as incurred, out of the general assets of such Participating Employer.





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13. General Information. The Plan’s records are maintained on a calendar year basis.
The Plan Number is 509. The Plan is self-administered and is considered a severance plan.



14. Governing Law. The Plan is established in the State of Missouri. To the extent
federal law does not apply, any questions arising under the Plan will be determined under
the laws of the State of Missouri.



15. Enforceability; Severability. If a court of competent jurisdiction determines that any
provision of the Plan is not enforceable, then such provision shall be enforceable to the
maximum extent possible under applicable law, as determined by such court. The invalidity
or unenforceabilty of any provision of the Plan, as determined by a court of competent
jurisdiction, will not affect the validity or enforceability of any other provision of the Plan
and all other provisions will remain in full force and effect.



16. Withholding of Taxes. The applicable Participating Employer may withhold from any
benefit payable under the Plan all federal, state, city or other taxes as may be required
pursuant to any law, governmental regulation or ruling. The Participant shall pay upon
demand by the Company or the Participating Employer any taxes required to be withheld or
collected by the Company or the Participating Employer upon the exercise by the Participant
of a nonqualified stock option granted under the Company’s 1984 Long-Term Executive
Compensation Plan or its 1993 Long-Term Executive Compensation Plan or any successor
Plan thereto. If the Participant fails to pay any such taxes associated with such exercise
upon demand, the Participating Employer shall have the right, but not the obligation, to
offset such taxes against any unpaid severance compensation under this Plan.



17. Not an Employment Agreement. Nothing in the Plan gives an Employee any rights
(or imposes any obligations) to continued employment by his or her Participating Employer
or other subsidiary of the Company, nor does it give such Participating Employer any rights
(or impose any obligations) for the continued performance of duties by the Employee for the
Participating Employer or any other subsidiary of the Company.



18. No Assignment. The Employee’s right to receive payments of severance
compensation and benefits under the Plan are not assignable or transferable, whether by
pledge, creation of a security interest, or otherwise. In the event of any attempted
assignment or transfer contrary to this Section 18, the applicable Participating Employer will
have no liability to pay any amount so attempted to be assigned or transferred.



19. Service of Process. The Secretary of the Plan Administrator is designated as agent
for service of legal process. Service of legal process may be made upon the Secretary of the
Plan Administrator at:



H&R Block Management, LLC

Attn: Secretary

 One H&R Block
Way

 Kansas City, Missouri
64105



20. Statement of ERISA Rights. As a participant in the Plan, you are entitled to certain
rights and protections under ERISA, which provides that all Plan Participants are entitled to:





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(a) examine without charge, at the Plan Administrator’s office, all documents
governing the Plan and a copy of the latest annual report (Form 5500 Series) filed by
the Plan with the U.S. Department of Labor and available at the Public Disclosure
Room of the Pension and Welfare Benefit Administration;




(b) obtain, upon written request to the Plan Administrator, copies of documents
governing the operation of the Plan, copies of the latest annual report (Form 5500
Series) and an updated summary plan description. The Plan Administrator may make
a reasonable charge for the copies; and




(c) receive a summary of the Plan’s annual financial report if required to be filed
for the year. The Plan Administrator is required by law to furnish each participant
with a copy of this summary annual report if an annual report is required to be filed
for the year.



     In addition to creating rights for Plan Participants, ERISA imposes duties upon the people
who are responsible for the operation of the Plan. The people who operate your Plan, called
“fiduciaries” of the Plan, have a duty to do so prudently and in the interest of you and other
Plan Participants and beneficiaries. No one, including your Participating Employer or any other
person, may fire you or otherwise discriminate against you in any way to prevent you from
obtaining a welfare benefit or exercising your rights under ERISA.



     If your claim for a welfare benefit is denied or ignored, in whole or in part, you have the
right to know why this was done, to obtain copies of documents relating to the decision without
charge, and to appeal any denial, all within certain time schedules.



     Under ERISA, there are steps you can take to enforce the above rights. For instance, if you
request a copy of plan documents or the latest annual report from the Plan and do not receive them
within 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 to you 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 benefits that is denied or ignored, in whole or in
part, you may file suit in a state or Federal court. If it should happen that 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, the court may order the person you have sued to pay
these 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.



     If you have any questions about the Plan, you should contact the Plan Administrator. If you
have questions about this statement or about your rights under ERISA, or if you need assistance in
obtaining documents from the Plan Administrator, 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



12









 




rights and responsibilities under ERISA by calling the publications hotline of the Pension and
Welfare Benefits Administration.



IN WITNESS WHEREOF, H&R Block Management, LLC adopts this Severance Plan, as amended and restated,
effective this 15th day of January, 2008.




	 	 	 	 
	 

	 	H&R BLOCK MANAGEMENT, LLC	 
	 	 	 	 
	 
	 	/s/
Tammy Serati	 
	 

	 	 	 
	 

	 	Tammy Serati 	 
	 

	 	SVP Human Resources	 






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Schedule A

Participating Employers





	 	•	 	Block Financial LLC
	 	 	 
	 	•	 	Franchise Partner, Inc.
	 	 	 
	 	•	 	H&R Block Bank Corporation
	 	 	 
	 	•	 	H&R Block Services, Inc. and its U.S.-based direct and indirect subsidiaries
	 	 	 
	 	•	 	H&R Block Management, LLC
	 	 	 
	 	•	 	HRB Financial Corporation and its U.S.-based direct and indirect subsidiaries, which subsidiaries include H&R Block Financial Advisors, Inc.
	 	 	 
	 	•	 	HRB Products, LLC
	 	 	 
	 	•	 	HRB Corporate Enterprises, LLC
	 	 	 
	 	•	 	Tax Works, Inc.
	 	 	 
	 	•	 	HRB International, LLC
	 	 	 
	 	•	 	RSM McGladrey Business Services, Inc.





Schedule B

Pay Grade/Bands




	 	 	 	 	 	 	 	 	 
	Pay Grade / Band	 	Minimum Years of Service	 	Maximum Years of Service
	Grades 81 and above
	 	 	6	 	 	 	18	 
	Band 006 and above
	 	 	 	 	 	 	 	 
	Grades 60F, 65-80, 140-145,
	 	 	3	 	 	 	18	 
	185-190

	 	 	 	 	 	 	 	 
	
Band 005
	 	 	 	 	 	 	 	 
	Grades 30-64,100-139,
	 	 	1	 	 	 	18	 
	155-180, and 298-299

Bands 001-004
	 	 	 	 	 	 	 	 







Schedule C

Financial Advisor Compensation Table




	 	 	 	 	 	 	 	 	 
	Projected Annual Earnings	 	Annualized Compensation	 	Monthly Compensation
	Less than $100,000
	 	$	24,000	 	 	$	2,000	 
	$100,000 but under $200,000
	 	$	50,000	 	 	$	4,166.66	 
	$100,000 but under $200,000
	 	$	90,000	 	 	$	7,500	 
	$100,000 but under $200,000
	 	$	130,000	 	 	$	10,833.33	 
	$400,000 - and over
	 	$	180,000	 	 	$	15,000	 







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