| 1. | Effective      Date.  The Executive Severance Plan became effective as      of November 3, 2009. |
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| 2. | Executive Severance Plan      Year.  The Executive Severance Plan Year shall be the      calendar year. |
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| 3. | General      Definitions. |
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|   | a. | "Base Salary" shall mean      an Employee's regular salary as determined in accordance with SMSC's      payroll records, excluding any bonuses, commissions, taxable or      non-taxable fringe benefits, car or other allowances, and any other forms      of compensation. |
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|   | b. | "Cause" shall mean any      material violation of the terms of any of SMSC's personnel policies or      procedures, provided the Employee has been given notice of the violation      and a reasonable opportunity to cure such violation; any material      misstatement contained in the Employee’s employment application;      commission by the Employee of any crime or fraud against SMSC or its      property or any crime involving moral turpitude or reasonably likely to      bring discredit upon SMSC; or gross negligence or willful misconduct in      the performance of the Employee’sduties. |
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|   | c. | “Code” shall mean the      Internal Revenue Code of 1986, asamended. |
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|   | d. | “Committee” means the      Section 401(k) Committee established for purposes of the SMSC Section      401(k) Savings Plan. |
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|   | e. | “Disability” means an      Employee is unable to engage in any substantial gainful activity by reason      of any medically determinable physical or mental impairment, which can be      expected to result in death or can be expected to last for a continuous      period of not less than 12 months, as determined by an independent third      party physician, selected within the discretion of the      Committee.  The determination of whether an Employee is Disabled      shall be determined by the Committee, in its sole discretion, but subject      to the provisions of Section 409A of theCode. |
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|   | f. | "Employee" shall mean      any individual employed directly by SMSC or any Related Company, excluding      the Chief Executive Officer of SMSC, who (i) is in Salary Grade 14 or      above (or any subsequent similar designation), (ii) all officers in the      Executive Salary Grade (or any subsequent similar designation), and (iii)      any other key employees specifically identified in writing by SMSC to      receive benefits under this plan. |
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|   | g. | “Key Employee” means an      individual as described in Section 416(i) of the Code, determined without      regard to Section 416(i)(5)thereof. |
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|   | h. | "Related Company" means      any entity that is within SMSC's "controlled group", as defined under      Section 1563 of the Code and located in the United  States. |
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|   | i. | “Separation from Service”      shall have the meaning set forth in Section 409A of the Code and the      regulations thereunder.  Consistent with Final Treasury      Regulation Section 1.409A-1(h), or any subsequent guidance under Section      409A of the Code, no Separation from Service shall occur if an Employee      continues to perform services as a consultant or an employee of the      Company or a Related Company in accordance with the following      rules: |
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|   | i. | Leave of      Absence.  For purposes of Section 409A of the Code, the      employment relationship is treated as continuing in effect while an      Employee is on military leave, sick leave, or other bona fide leave of      absence, as long as the period of leave does not exceed 6 months, or if      longer, as long as the Employee’s right to reemployment with the Employer      provided either by statute or contract.  Otherwise, after a 6      month leave of absence, the employment relationship is deemed      terminated. |
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|   | ii. | Part-Time      Status.  Whether or not a termination of employment      occurs is determined based upon all facts and      circumstances.  However, in the event that services provided by      an Employee are insignificant, a Separation from Service shall be deemed      to have occurred.  For purposes of Section 409A of the Code, if      an Employee is providing services to SMSC or any Related Entities at a      rate that is at least equal to 20% of the services rendered, on average,      during the immediately preceding 3 full calendar years of employment (or      such lesser period), and the annual compensation for such services is at      least 20% of the average annual compensation earned during the final 3      full calendar years of employment (or such lesser period), no termination      shall be deemed to have occurred since such services are not      insignificant. |
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|   | iii. | Consulting      Services.  Where an Employee continues to provide      services to SMSC or any Related Entities in a capacity other than as an      employee, a Separation from Service shall not be deemed to have occurred      if the Employee is providing services at an annual rate that is 50% or      more of the services rendered, on average, during the immediately      preceding 3 full calendar years of employment (or such lesser period) and      the annual remuneration for such services is 50% or more of the annual      remuneration earned during the final 3 full calendar years of employment      (or such lesser period). |
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|   | j. | “Service Date” means an      Employee’s initial date of hire or any re-hire date, if      later.  In certain instances (which must be approved in writing      by the CEO or the Vice President of Human Resources of SMSC), Employees      may be granted past service credit with former employers.  In      this event, the Service Date may be determined prior to an Employee’s date      of hire or re-hire with SMSC, within SMSC’s discretion or the provisions      of any acquisition or otheragreement. |
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|   | k. | “Specified Employee”      means a Key Employee who is employed by SMSC or any Related Entities which      has its stock publicly traded on an established securities      market.  For purposes of the Executive Severance Plan, the      Specified Employee Identification Date shall be each December 31, and the      Specified Employee Effective Date shall be the first day of the fourth      month following the Specified Employee Identification Date (i.e., each      April 1).  Specified Employees shall be determined by an officer      of SMSC on an annual basis for purposes of all nonqualified deferred      compensation plans and any other programs in accordance with the      provisions of Section 409A of theCode |
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|   |   |
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| 4. | Eligibility for the Basic      Severance Benefit.  All Employees (other than excluded      employees) of SMSC and any Participating Companies are eligible for the      Basic Severance Benefit described in Section 5 (the "Basic Severance      Benefit"), unless benefits are otherwise precluded under the terms of this      Executive Severance Plan.  Notwithstanding any provision to the      contrary, however, in no event shall any Basic Severance Benefits under      the Executive Severance Plan be provided to individuals who are hired as      temporary employees for a specified period of time; are offered but refuse      to accept another suitable position within the organization; or who are      provided the opportunity to be retained for any length of time by any      successor employer or entities. Nor shall any Basic Severance Benefits be      payable to any Employees who are eligible for any Executive Benefits or      who have a separately negotiated employment or severance agreement with      SMSC, to the extent that such Executive Benefits or benefits under a      separately negotiated employment or severance agreement equal or exceed      the Basic Severance Benefit |
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| 5.  | Basic Severance      Benefits. |
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|   | a. | Cash      Benefits.  Employees shall be entitled to a severance      benefit equal to 1⁄2 of a week's base pay for each 6 months of Continuous      Service measured from an Employee's Service Date (the “Basic      Benefit”).  The Basic Benefit shall be increased by a multiplier      of one and one half (1.5) only for Continuous Service by an Employee      between five (5) and ten (10) years of service.   The Basic      Benefit shall be further increased by a multiplier of two (2) only for      Continuous Service by an Employee after their tenth year. To illustrate      the above formula, an Employee with thirteen (13) years of Continuous      Service would receive a severance benefit equal to 18.5 weeks of base pay      calculated as follows: |
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|   | (i) | 1⁄2 week of base pay x      2 x 5 years (Years 1 to 5) =      5      weeks. |
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|   | (ii) | 1⁄2 week of base pay x      2 x 5 years (Years 5 to 10)      x 1.5 = 7.5    weeks. |
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|   | (iii) | 1⁄2 week of base pay x      2 x 3 years (Years 10 to 13)      x 2 = 6  weeks. |
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|   | (iv) | Total      Cash Benefit is 18.5 weeks of base      salary. |
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|   | b. | COBRA      Benefits.  As an additional severance benefit, whether an      Employee receives the Basic Severance Benefit or the Executive Benefit,      SMSC shall also pay for 100% of the cost of any continuation health      coverage if elected under COBRA, by the Employee or any qualified      beneficiaries, for coverage in existence at the time of any qualifying      event, for a period equal to the number of weeks of severance to which the      Employee is entitled following termination of  their employment      plus an additional period of time until the end of the calendar month in      which the severance period ends.  Using the above example in      Section 5.a., if the Employee is entitled to receive 18.5 weeks of      severance, then SMSC shall pay 100% of the cost of any continuation health      coverage if elected under COBRA for 18.5 weeks following the termination      of the Employee plus the number of      days left in the month that is 18.5 weeks after the Employee’s last date      of employment.  Notwithstanding      the foregoing, each Employee shall receive a minimum benefit of three      months paid COBRA coverage.  The payment of any COBRA premiums      shall not extend the period of any COBRA entitlement, and shall only apply      for coverage in effect at the time of a termination, for which COBRA      election rights exist.  The Employee and any qualified      beneficiaries may thereafter continue COBRA benefits at their own cost for      any remaining periods of coverage.  However, COBRA coverage      shall be terminated when any subsequent coverage is obtained and the      Employee shall notify SMSC when such subsequent coverage      commences. |
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|   | c. | No Deferred      Compensation.  The continuation of benefits under COBRA      and other benefits must be incurred and paid by December 31 of the second      calendar year following the calendar year in which a separation from      service occurs.  To the extent that any benefits would extend      beyond this period, a single lump cash payment will be made as of the      applicable December 31, in order to avoid any further deferrals of      compensation. |
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|   | d. | Other      Benefits.  Other than medical coverage (including dental,      vision, prescription drug and similar coverage), all other benefits, such      as group-term life insurance, long-term disability, short-term disability      and other welfare benefits, shall be terminated in accordance with the      provisions of all plans, with any applicable individual conversion      rights. |
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| 6. | Entitlement to Basic Severance      Benefits.  An Employee shall be entitled to the Basic      Severance Benefits if an Employee's employment is involuntarily terminated      by SMSC, unless such termination is for “Cause.  In the event of      a termination for “Cause”, no Basic Severance Benefits shall be      paid. |
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| 7. | Eligibility for the Executive      Severance Benefit.  Employees may be eligible for the      Executive Severance Benefit (the "Executive      Benefit").  Employees in Salary Grade 14 shall receive “Salary      Grade 14 Severance Benefits” as set forth below; all employees in the      Executive Salary Grade shall receive “Executive Salary Grade Severance      Benefits” as set forth below; and key employees specifically identified in      writing by SMSC to receive an Executive Benefit shall receive the level of      benefit set forth in their written      designation.    SMSC retains the discretion to      identify any employees for the Executive Benefit who are employed by SMSC      or any Related Entities as a result of any      acquisitions.  However, to the extent any executives are covered      under any separately written negotiated employment or severance agreements      that provide for any severance benefits, such individuals shall be      excluded from participation in the Executive Benefit, and the Executive      Severance Plan, until such individuals are informed, in writing by the      SMSC Chief Executive Officer, of their eligibility for participating in      the Executive Severance Plan.  Individuals who are specifically      excluded from the      benefits as of the effective date of this amended and restated Executive      Severance Plan are identified in separate corporate records and      agreements. |
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| 8. | Executive Severance      Benefit.  (a) Salary Grade 14      Benefits.  Employees eligible for the Salary Grade 14      Severance Benefit (“Salary Grade 14 Employees”) shall receive an Executive      Benefit equal to three (3) months of Base Salary upon the occurrence of      required “Relocation” as defined in Section 9(a) of this Executive      Severance Plan or the occurrence of an “Involuntary Termination” as      defined in Section 9(c) of this Executive Severance Plan. Upon the      occurrence of one of the events enumerated in subsections (i) through (iv)      of Section 9(b) of this Executive Severance Plan  following a      “Change in Control” as defined in Section 9(b) of this Executive Severance      Plan, a Salary Grade14 Employee will be entitled to an      Executive  Benefit equal to six (6) months of Base      Salary. |
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|  Position      Title                                     |         |  “Relocation”      as defined in Section 9(a) of this Executive Severance Plan or the      occurrence of “Involuntary Termination” as defined in Section      9(c).                                                                                                                                                                                                                                                              |         | Change      in Control” as defined in Section 9(b) of this Executive Severance Plan      coupled with one of the events set forth in subsections (i)-(iv) of      Section 9(b) of this Executive Severance Plan.                                                                                                                                                                              |
|---------------------------------------------------------------|--------------|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|--------------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|                                                          |         |                                                                                                                                                                                                                                                                                                                                                                                                                                                          |         |                                                                                                                                                                                                                                                                                                                                                                                                |
| Vice      President and Above in Greater Than Salary Grade 14 |    | A      termination payment equal to (i) one year base salary plus (ii) the      employee’s target bonus amount for the fiscal year in which they were      terminated. All      equity based instruments, including without limitation stock options,      restricted stock, stock appreciation rights, and restricted stock units,      that would have vested within one year of the event shall immediately vest      on the date of the event. |    | A      termination payment equal to (i) one year base salary plus (ii) the      employee’s target bonus amount for the fiscal year in which they were      terminated. All      equity based instruments, including without limitation stock options,      restricted stock, stock appreciation rights, and restricted stock units,      shall immediately vest on the date of theevent. |

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| 9. | Entitlement to Executive      Benefits.  The provisions of the Executive Severance Plan      shall be controlling with regard to the entitlement of any Executive      Benefits.  Therefore, no Employee who is terminated for “Cause”      shall be entitled to receive any benefits.  However, Employees      shall be entitled to the Executive Benefit upon the occurrence of any of      the following events: |
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|   | a. | Relocation.  If      an Employee is required without consent to relocate to a new position that      is more than 50 miles from the location of the employee's employment prior      to such written required relocation, the employee may, within 90 days from      receipt of such notification and prior to receipt of any relocation      expenses by SMSC, inform SMSC, in writing, of the employee's desire to      terminate employment with SMSC or any Related Company, and to receive the      Executive Benefit. |
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|  | b. | Change in      Control.  Upon the occurrence of a "Change in Control" of      SMSC, including any Related Company, in which the Employee is employed,      followed by (i)(A) a material reduction (i.e. 5% or more)  in      the Employee’s Base Salary or the targeted incentive compensation or      bonuses of such Employee, (i.e., as a percentage of Base Salary) or (B) a      material diminution in the authority, duties or responsibilities of the      Employee, including without limitation, a demotion from, or loss of, the      position held by the Employee immediately prior to the Change in Control      (ii) an involuntary termination of the employee's employment, other than      for "Cause" (iii) retirement or Disability or (iv) a Relocation as defined      above, in each case, within the twelve month period on and immediately      following such Change in Control, an Employee shall be entitled to an      Executive Benefit, subject to Section 9(d) if  applicable. |
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|   | c. | Involuntary      Termination.  Employees shall also be entitled to the      Executive Benefits on any involuntary termination of employment without      Cause. |
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|   | d. | Good Reason      Termination.  Section 9 (a) and (b)(i) provide that an      Employee who is an executive may terminate the Employee’s employment for      “Good Reason”. |
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|   | i. | The      Employee must separate from service within a limited period of time, not      to exceed 60 days following the reason for the “Good Reason”      termination. |
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|   | ii. | The      amount, time and form of payment upon a voluntary separation from service      for “Good Reason” shall be identical to the amount, time and form of      payment upon an involuntary Separation from  Service. |
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|   | iii. | The      Employee must provide notice of the existence of the “Good Reason”      condition within a period not to exceed 30 days of its initial      existence. |
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|   | iv. | The      Company shall be provided a period of 30 days during which it may remedy      the condition entitling the Employee to terminate employment for “Good      Reason”. |
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| 10. | Payment of      Benefits.  All benefits shall be paid in a single lump      sum payment within thirty (30) days after execution of a Release and the      expiration of any revocation period as provided in Section 14 of this      Executive Severance Plan.  Payment shall commence no later than      March 15 of the calendar year following the Executive Severance Plan Year      in which a Separation from Service occurs, provided the Employee executes      and returns a Release within the applicable time limitations prior to such      date.  However, any severance benefits shall be reduced to the      extent of any advance payment under any sales or commission program, for      any excess expense reimbursements, and for any amounts owed to SMSC by the      Employee (to the extent permitted under state      law).  Furthermore, payment of any severance benefits is      contingent upon the return of any SMSC property in the possession of the      Employee, including personal computers (“PCs”), fax machines, scanners,      copiers, building access passes and keys, cellular phones, SMSC credit      cards, and any SMSC documents, correspondence, proprietary information and      related corporate materials orequipment. |
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|   | Notwithstanding      any provisions to the contrary, if the period during which the Employee      has discretion to consider and revoke the Release straddles two taxable      years of the Employee, then the Company shall make the payments to which      the Employee is entitled under the Executive Severance Plan in the second      of such taxable years, regardless of the taxable year during which the      Employee actually delivers the executed Release to the      Company. |
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|   | a. | Section      409A.  In the event that any termination would cause any      payments to be paid beyond 21⁄2 months following the end of the Executive      Severance Plan Year in which a termination occurs, a final payment equal      to the balance owed shall be made prior to the 21⁄2 month period following      Separation from Service, in order to rely upon the “short-term deferral      rule” under Section 409A of the Code to avoid any unintended form of      deferred compensation. |
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|   | b. | Delay in Payment for Specified      Employees.  To the extent that an Employee would receive      any payment hereunder that would violate Section 409A of the Code, in no      event shall any such payment be made within 6 months after the Employee’s      Separation from Service.  Any and all payments that are required      to be made within such 6 month period shall be delayed until the first day      of the 6 months after a Separation from Service occurs and shall      retroactively be paid to make the Employee whole for any lost      benefits.  To the extent that an Employee is required to pay for      the cost of any health or other benefits to keep them in full force and      effect during the 6 month delay period for Employees, the Employee shall      also be reimbursed for such out-of-pocket expenses as of the first day of      the 6 months after a Separation from Service, retroactively, to make the      Employee whole for any out-of-pocket costs.  To the extent any      payments are delayed for any Employees, they shall receive interest on      such delayed payments equal to the prime rate determined as of the first      day of the month in which a Separation from Service shall occur, plus      2%. |
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|   | c. | Exception for Specified      Employees.  Notwithstanding any provision to the      contrary, in accordance with the Final Regulations issued under Section      409A of the Code, to the extent that the severance benefits to a Specified      Employee do not exceed the lesser of the Specified Employee salary for the      past 2 years or the Section 401(a) (17) limitations, such amount shall be      paid within the 6 month period of time during which benefits may generally      not be paid to Specified Employees.  To the extent benefits      exceed such limitations (which is a maximum of $460,000 in 2008 and      $490,000 in 2009), the balance of any payments shall be made following the      expiration of the 6 month period following a Separation of Service in a      single lump sum payment on the first day of the 6 months following a      Separation from Service, with interest equal to prime plus 2% for the      delay in making payments as required under the Executive Severance      Plan.  To the extent SMSC must allocate the payments to be made      from this Executive Severance Plan and the Company’s Supplemental      Executive Retirement Plan (the “SERP”) to comply with the above limits,      the Company shall first make all payments due under this Executive      Severance Plan and then make all payments due under the SERP, all subject      to the foregoing limits. |
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|  | d.  | Notwithstanding      anything to the contrary in this Executive Severance Plan, in the event      that: (i) the aggregate payments of benefits to be made or afforded to any      employee under this Executive Severance Plan (the "Termination Benefits")      would be deemed to include an "excess parachute payment" under Section      280G of the Code or any successor thereto; and (ii) if such Termination      Benefits were reduced to an amount (the "Non-Triggering Amount"), the      value of which is $1 less than an amount equal to the total amount of any      payments permissible (e.g., not triggering any excise tax or loss of      deduction) under Section 280G of the Code or any successor thereto; then      the Termination Benefits to be paid to any employee shall be so reduced so      as to be a Non-Triggering Amount.  Any allocations of any      reductions required hereby among the Termination Benefits, shall be      determined by SMSC, within itsdiscretion. |
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| 11. | Covenant Not to      Compete.   In order to be eligible to receive      benefits hereunder, Employees shall agree that during a period equal to      the number of weeks of base salary received by the Employee as an      Executive Benefit (the “Non-Compete Time Period”) after an employee’s      Separation from Service, the employee shall not, directly or indirectly,      through any other person, firm, corporation or other entity, be employed      by or engaged as a consultant or independent contractor to any business      entity engaged in a business that is a competitor of SMSC, or any related      entities, anywhere in the United States.   For example, an      Employee that received one year’s base salary as an Executive Benefit      would have a one year Non-Compete Time Period after their Separation from      Service.   For purposes of this Executive Severance Plan, a      business entity shall be considered to be a competitor with SMSC, and all      related entities, if it is engaged in any of the following activities: the      marketing, sale, design, development, manufacture or assembly of any      integrated circuit or related product competing with an integrated circuit      or related product then offered by SMSC without written consent which will      not be unreasonably withheld if it is a non-competitive      situation. |
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| 12. | Nonsolicitation of      Clients.  In order to be eligible to receive benefits      hereunder, for a period of 1 year after the Employee’s Separation from      Service, the Employee shall not, directly or indirectly, through any other      person, firm, corporation or other entity, solicit any customers or      clients of SMSC. |
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| 13. | No Solicitation of      Employees.  During the course of an Employee's employment      with the Company, the Employee shall come into contact and became familiar      with the Company's employees, their knowledge, skills, abilities,      salaries, commissions, draws, benefits, and/or other matters with respect      to such employees, all of which information is not generally known to the      public, but has been developed, acquired or compiled by the Company at its      great effort and expense.   In order to be eligible to      receive benefits hereunder, the Employee shall agree that any      solicitation, luring away or hiring of such employees of the Company shall      be highly detrimental to the business of the Company and may cause serious      loss of business and great and irreparable harm.  Consequently,      Employees shall agree that for a period of 1 year after the Employee’s      Separation from Service, the Employee shall not, directly or indirectly,      whether on behalf of the Employee or others, solicit, lure or hire away      any employees of the Company or assist or aid in any such      activity. |
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| 14. | Conditions for      Payment.  As a condition precedent to the payment of any      Basic or Executive Benefits, inclusion of the 2 week "Minimum Payment"      and any COBRA coverage, SMSC shall require an Employee to sign a Severance      Agreement and General Release (the "Release") within 21 or 45 days of the date of      the Employee’s Separation from Service (the “Release Period”), as provided      in Section 15.  The Release shall require the Employee to agree      to release SMSC, any Related Companies, and the employees and directors of      any and all Related Companies, from all claims or demands the Employee may      have based on employment with SMSC, including claims of which the Employee      is unaware and claims which are not specifically released and identified      below.  These claims include, but are not limited to, claims      arising under the Constitution of the United States, a release of any      rights or claims the Employee may have under the Age Discrimination in      Employment Act of 1967 as amended, 29 U.S.C. 621 et seq., which prohibits      age discrimination in employment; Title VII of the Civil Right Act of      1964, as amended, 42 U.S.C. 2000(e) et seq., which prohibits      discrimination in employment based on race, color, national origin,      religion or sex; the Civil Rights Act of 1966, 42 U.S.C. 1981 et seq.; the      Equal Pay Act, which prohibits paying men and women unequal pay for equal      work; or any other federal, state or local laws or regulations prohibiting      employment discrimination; Employee Retirement Income Security Act, 29      U.S.C. 1001 et seq.; Executive Orders 11246 and 11141; the Constitution of      the State of New York or any other states in which the Employee resides or      works; any New York or other state laws against discrimination; any      express or implied contracts with SMSC or any Related Company; any federal      or state common law and any federal, state or local statutes, ordinances      and regulations.  The Release may include other provisions not      stated herein.  Any payment that otherwise would be made to the      Employee prior to his delivery of such executed release shall be paid to      the Employee on the first business day following the conclusion of the      Release Period. |
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| 15. | Older Workers Benefits      Protection Act. With regard to each individual Severance Agreement      and General Release required under Section 14, SMSC shall give      consideration to requiring either a 21 day review period for individual      and independent terminations, or use of a 45 day review period for      significant reductions in force.  Separate Severance Agreements      and General Release forms may be used with different employees in order to      effectuate the intent of the Executive Severance Plan and/or to provide      additional severance benefits in order to accommodate the unique      circumstances of any individualterminations. |
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| 16. | Violation of Section      409A.  All Employees shall be informed that in the event      of any violation of Section 409A of the Code, severance and other payments      may be subject to income taxes, a 20% excise tax, and underpayment of      interest penalties.  However, the Executive Severance Plan and      any Release are intended to comply with Section 409A of the Code and shall      be interpreted consistent with the provisions of Section 409A of the      Code. |
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| 17. | Executive Severance Plan      Unfunded Top-Hat Plan.  The Executive Severance Plan      shall be unfunded for purposes of the Code and Title I of ERISA, and no      assets shall be set aside for the payment of benefits under the Executive      Severance Plan.  All Employees are general creditors of SMSC for      the payment of any benefits.  This Plan is intended to be a      “top-hat" pension benefit plan within the meaning of U.S. Department of      Labor Regulation Section 2520.104-23 covering a select group of management      or highly compensated employees. |
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| 18. | Amendment and      Termination.  The Executive Severance Plan may be      amended, modified, or terminated at any time, by action of the      Compensation Committee of the Board of Directors of the Company, except      that the benefits payable to Employees upon the events set forth in this      Executive Severance Plan may not be reduced, eliminated or diminished      without their written consent. |
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| 19. | Nonassignability.  No      benefits provided under the Executive Severance Plan may be assigned or      transferred, and no benefits are subject to      attachment.  However, in the event of death of an Employee      receiving severance benefits, the benefits shall continue to be paid to      the Employee’s  spouse, or if no spouse exists, the Employee’s      estate as income in respect of thedecedent. |
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| 20. | Executive Severance Plan      Interpretation.  SMSC shall have complete discretion to      interpret all provisions of the Executive Severance Plan and to establish      reasonable rules and procedures to facilitate the administration of the      Executive Severance Plan. |
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| 21. | Withholding of      Taxes.  SMSC shall deduct from all severance payments      made to any Employee all applicable federal, state or local taxes required      by law to be withheld from suchpayments. |
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| 22. | Retirement and Other      Benefits.  Severance benefits shall not be treated as      "Compensation" under the terms of any qualified retirement      plans.  Nor shall the payment of any severance benefits be      treated as extending any individual's employment, for any employee benefit      or employment purposes. |
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| 23. | Other      Covenants.  Notwithstanding any provisions to the      contrary, to the extent that any longer periods are used for any covenants      not to compete or solicit customers or employers, within any other      employment agreements, severance agreements, or offer letters, the longer      period shall be controlling for purposes of any  Employee. |
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| 24. | Employment and Severance      Agreements, and Offer Letters.  Sections 4 and 7 of the      Executive Severance Plan provide that to the extent an Employee is      entitled to any severance benefits under any separately written negotiated      agreements, no benefits are payable under the Executive Severance      Plan.  Notwithstanding any provisions in this Executive      Severance Plan to the contrary, if any Employee is entitled to any      severance benefits under any separately written negotiated employment or      severance agreements, or offer letters, no benefits shall be payable under      the Executive Severance Plan unless provided otherwise in any such      separate written agreement or letter.  However, in the event      that any separate written agreement or letter provides for any additional      benefits, including benefits provided under the Executive Severance Plan,      in no event shall any Employee receive benefits which are determined to be      duplicative, within the discretion of the Committee.  In the      event of any conflict in benefits, the Committee, within its discretion,      shall provide an Employee with the greater of the benefits provided under      the Executive Severance Plan or any separately written negotiated      agreement or letter. |
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| 25. | Form of      Communication.  Any election, claims, notice or other      communication required or permitted to be made by or to an Employee under      this Executive Severance Plan shall be made in writing and in such form as      shall be prescribed by SMSC.  Such communication shall be      effective upon receipt by SMSC, if hand delivered or sent by first class      mail, postage pre-paid, return receipt requested to the Vice President of      Human Resources, Standard Microsystems Corporation, 80 Arkay Drive,      Hauppauge, New York 11788. |
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| 26. | Severability.  The      invalidity of any portion of this Executive Severance Plan shall not      invalidate the remainder, and the remainder of the Executive Severance      Plan shall continue in full force andeffect. |
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| 27. | No Future Application for      Employment.  An Employee agrees not to apply for any new      positions with SMSC or any Related Entities following any Separation from      Service if so provided in the Employee’s Severance Agreement, within the      discretion of SMSC. |
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| 28. | No Release of Future      Claims.  This Executive Severance Plan does not waive or      release any rights or claims that the Employee may have under the Age      Discrimination in Employment Act which arises after the effective date of      the Executive Severance Plan, ifapplicable. |
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| 29. | Reference.  Reference      inquiries from prospective employers shall be handled by only verifying      the Employee's dates of employment, last position held and level of      compensation. |
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| 30. | Captions.  The      captions at the head of a paragraph of this Executive Severance Plan are      designed for convenience of reference only and are not to be resorted to      for the purpose of interpreting any provision of this Executive Severance      Plan. |
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| 31. | Gender and      Number.  The masculine gender, where appearing herein,      shall be deemed to include the feminine gender, and the singular shall be      deemed to include the plural, unless the context clearly indicates to the      contrary. |
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| 32. | Governing Laws. The      Executive Severance Plan shall be governed and construed in accordance      with the laws of the State of NewYork. |
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|                 | STANDARD      MICROSYSTEMS CORPORATION    |
|----------------------|-------------------------------------------|
|                 |                                      |
| January      7, 2010 | /s/ Christine King                        |   |
| Date                 | Christine      King                       |
|                 | President and      Chief ExecutiveOfficer |

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