Form of Executive Change in Control Severance Benefits Plan



 EXHIBIT 10.7 

ALDER BIOPHARMACEUTICALS, INC. 

EXECUTIVE CHANGE IN CONTROL SEVERANCE BENEFIT
PLAN 
 Section 1. INTRODUCTION. 

The Alder Biopharmaceuticals, Inc. Executive Change in Control Severance Benefit Plan (the “Plan”) was established
effective June 13, 2012. The purpose of the Plan is to provide for the payment of severance benefits to certain eligible executive employees of Alder Biopharmaceuticals, Inc. (the “Company”) in the event that such
persons become subject to involuntary or constructive employment terminations in connection with an acquisition of the Company. This Plan document also is the Summary Plan Description for the Plan. 

For purposes of the Plan, the following terms are defined as follows: 

(a) “Affiliate” means any corporation (other than the Company) in an “unbroken chain of corporations”
beginning with the Company, if each of the corporations other then the last corporation in the unbroken chain owns stock possessing fifty percent (50%) or more of the total combined voting power of all classes of stock in one of the other
corporations in such chain. 
 (b) “Base Salary” means base pay (excluding incentive pay, premium pay,
commissions, overtime, bonuses and other forms of variable compensation). 
 (c) “Board” means the Board of
Directors of the Company. 
 (d) “Cause” shall include, but not be limited to: (i) employee’s
continued failure, in the reasonable opinion of the Board, to perform one or more assigned duties or responsibilities to the Company, such failure being evidenced by a written report submitted on behalf of the Company to the Board so indicating
failure and including a remedy or remedies reasonably satisfactory to the Board for correcting the asserted failure(s); (ii) failure to follow the lawful directives of employee’s manager(s), such failure being evidenced by a written report
submitted by such manager(s) to the Board so indicating failure and including a remedy or remedies reasonably satisfactory to the Board; (iii) material violation of any Company policy, as evidenced by employee’s signature on a then-current
copy of the Company Policy Handbook; (iv) commission of any act of fraud, embezzlement, dishonesty or any other misconduct that has caused or is reasonably expected to result in material injury to the Company; (v) unauthorized use or
disclosure of any proprietary information or trade secrets of the Company or any other party to whom employee owes an obligation of nondisclosure as a result of the relationship with the Company; (vi) material breach by employee of any
obligations under any written agreement or covenant with the Company; or (vii) conviction of, or plea of “guilty” or “no contest” to, a felony under the laws of the United States or any state that a majority of the
non-employee members of the Board approve as the basis for termination of employment. 
 (e) “Change in
Control” means a sale of all or substantially all of the Company’s assets, a merger or other reorganization in which the Company is not the surviving entity or pursuant to which the shareholders of the Company immediately prior to
the transaction own less than fifty percent (50%) of the combined voting power of the Company following the transaction, or the acquisition by one person or entity of more than fifty percent (50%) of the voting power of the Company in a
single transaction or series of related transactions; provided that none of the following shall be considered a Change of Control transaction: (i) a merger effected exclusively for the purpose of changing the domicile of the Company or
(ii) an equity financing in which the Company is the surviving corporation. 







 (f) “Code” means the Internal Revenue Code of 1986, as amended.

 (g) “Company” means Alder Biopharmaceuticals, Inc. or, following a Change in Control, the surviving entity
resulting from such event. 
 (h) “Covered Period” means the period commencing thirty (30) days prior to
a Change in Control and ending twelve (12) months following a Change in Control. 
 (i) “Covered
Termination” means an Involuntary Termination that occurs within the Covered Period. For such purposes, if the events giving rise to an employee’s right to resign for Good Reason arise within the Covered Period, and the
employee’s resignation occurs not later than thirty (30) days after the expiration of the Cure Period (as defined below), such termination shall be a Covered Termination. 

(j) “Involuntary Termination” means a termination of employment that is due to: (1) a termination by the
Company without Cause or (2) an employee’s resignation for Good Reason. 
 (k) “Eligible Employee”
means an employee that has been selected to participate in the Plan and meets the requirements to be eligible to receive Plan benefits as set forth in Section 2. 

(l) “Good Reason” for an employee’s resignation means resignation within thirty (30) days following
the occurrence of one of the following events without employee’s consent: (1) a material reduction by the Company in the employee’s Base Salary as in effect immediately prior to such reduction; (2) a material adverse change in
employee’s position causing such position to be of materially reduced status or responsibility; or (3) relocation of employee’s assigned work site more than fifty (50) miles from employee’s work site immediately prior to
such relocation; provided, however, that in each case above, in order for the employee’s resignation to be deemed to have been for Good Reason, the employee must first give the Company written notice of the action or omission giving rise
to “Good Reason” within thirty (30) days after the first occurrence thereof; the Company must fail to reasonably cure such action or omission within thirty (30) days after receipt of such notice (the “Cure
Period”), and the employee’s must resignation must be effective not later than thirty (30) days after the expiration of such Cure Period. 

Section 2. ELIGIBILITY FOR BENEFITS. 

(a) Eligible Employee. A person is eligible to participate in the Plan if (i) the Board has designated such person as eligible to
participate in the Plan by providing such person with a Participation Agreement; and (ii) such person’s employment with the Company terminates due to a Covered Termination, and (iii) such person meets the other Plan eligibility
requirements set forth in this Section 2. The determination of whether an employee is an Eligible Employee shall be made by the Company, in its sole discretion, and such determination shall be binding and conclusive on all persons. 

(b) Release Requirement. In order to be eligible to receive benefits under the Plan, the employee also must execute a general waiver and
release in a form reasonably acceptable to the Company (the “Release”), within the applicable time period set forth therein, but in no event more than fifty (50) days following the date of termination, and such Release
must become effective in accordance with its terms. 

  
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 (c) Exceptions to Benefit Entitlement. An employee who otherwise is an Eligible Employee,
will not receive benefits under the Plan (or will receive reduced benefits under the Plan) in the following circumstances, as determined by the Company in its sole discretion: 

(1) The employee has executed an individually negotiated employment contract or agreement with the Company relating to severance
benefits that is in effect on his or her termination date, in which case such employee’s severance benefit, if any, shall be governed by the terms of such individually negotiated employment contract or agreement and shall be governed by this
Plan to the extent that the reduction pursuant to Section 3(c) below does not entirely eliminate benefits under this Plan. 
 (2)
The employee voluntarily terminates employment with the Company, or terminates employment due to the employee’s death or disability. Voluntary terminations include, but are not limited to, resignation, retirement or failure to return from a
leave of absence on the scheduled date. 
 (3) The employee voluntarily terminates employment with the Company in order to accept
employment with another entity that is wholly or partly owned (directly or indirectly) by the Company or an Affiliate. 
 (4) The
employee is offered immediate reemployment by a successor to the Company or an Affiliate or by a purchaser of the Company’s assets, as the case may be, following a change in ownership of the Company or a sale of substantially all of the assets
of a division or business unit of the Company. For purposes of the foregoing, “immediate reemployment” means that the employee’s employment with the successor to the Company or an Affiliate or the purchaser of its assets, as the case
may be, results in uninterrupted employment such that the employee does not incur a lapse in pay as a result of the change in ownership of the Company or the sale of its assets. 

Section 3. AMOUNT OF BENEFIT. 

(a) Severance Benefit. Benefits under the Plan shall be provided to an Eligible Employee as set forth in the Participation Agreement.

 (b) Additional Benefits. Notwithstanding the foregoing, the Company may, in its sole discretion, provide benefits to employees who
are not Eligible Employees (“Non-Eligible Employees”) chosen by the Company, in its sole discretion, and the provision of any such benefits to a Non-Eligible Employee shall in no way obligate the Company to provide such
benefits to any other Non-Eligible Employee, even if similarly situated. If benefits under the Plan are provided to a Non-Eligible Employee, references in the Plan to “Eligible Employee” (with the exception of Section 3(a)) shall be
deemed to refer to such Non-Eligible Employee. 
 (c) Certain Reductions. The Company, in its sole discretion, shall have the
authority to reduce an Eligible Employee’s severance benefits, in whole or in part, by any other severance benefits, pay and benefits provided during a period following written notice of a plant closing or mass layoff, pay and benefits in lieu
of such notice, or other similar benefits payable to the Eligible Employee by the Company or an Affiliate that become payable in connection with the Eligible Employee’s termination of employment pursuant to (i) any applicable legal
requirement, including, without limitation, the Worker Adjustment and Retraining Notification Act (WARN Act), or any other similar state law, (ii) a written employment or severance agreement with the Company, or (iii) any Company policy or
practice providing for the Eligible Employee to remain on the payroll for a limited period of time after being given notice of the termination of the Eligible Employee’s employment, and the Plan Administrator shall so


  
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construe and implement the terms of the Plan. Any such reductions that the Company determines to make pursuant to this Section 3(c) shall be made such that any benefit under the Plan shall
be reduced solely by any similar type of benefit under such legal requirement, agreement, policy or practice (i.e., any cash severance benefits under the Plan shall be reduced solely by any cash payments or severance benefits under such legal
requirement, agreement, policy or practice, and any continued insurance benefits under the Plan shall be reduced solely by any continued insurance benefits under such legal requirement, agreement, policy or practice). The Company’s decision to
apply such reductions to the severance benefits of one Eligible Employee and the amount of such reductions shall in no way obligate the Company to apply the same reductions in the same amounts to the severance benefits of any other Eligible
Employee, even if similarly situated. In the Company’s sole discretion, such reductions may be applied on a retroactive basis, with severance benefits previously paid being re-characterized as payments pursuant to the Company’s statutory
obligation. 
 Section 4. RETURN OF COMPANY PROPERTY. 

An Eligible Employee will not be entitled to any severance benefit under the Plan unless and until the Eligible Employee returns all Company
Property. For this purpose, “Company Property” means all Company documents (and all copies thereof) and other Company property which the Eligible Employee had in his or her possession at any time, including, but not limited to, Company
files, notes, drawings, records, plans, forecasts, reports, studies, analyses, proposals, agreements, financial information, research and development information, sales and marketing information, operational and personnel information,
specifications, databases, computer-recorded information, tangible property and equipment (including, but not limited to, computers, facsimile machines, mobile telephones, servers), credit cards, entry cards, identification badges and keys; and any
materials of any kind which contain or embody any proprietary or confidential information of the Company (and all reproductions thereof in whole or in part). 

Section 5. TIME OF PAYMENT AND FORM OF
BENEFIT. 
 The Participation Agreement shall specify the timing and form of cash severance payments under the Plan. All
such payments under the Plan will be subject to applicable withholding for federal, state and local taxes. If an Eligible Employee is indebted to the Company on his or her termination date, the Company reserves the right to offset any severance
payments under the Plan by the amount of such indebtedness. All severance benefits provided under the Plan are intended to satisfy the requirements for an exemption from application of Section 409A of the Internal Revenue Code and any
ambiguities herein shall be interpreted accordingly. 
 Notwithstanding anything to the contrary set forth herein, any payments and benefits
provided under the Plan that constitute “deferred compensation” within the meaning of Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”) and the regulations and other guidance thereunder
and any state law of similar effect (collectively “Section 409A”) shall not commence in connection with an Eligible Employee’s termination of employment unless and until the Eligible Employee has also incurred a
“separation from service,” as such term is defined in Treasury Regulations Section 1.409A-1(h) (“Separation from Service”), unless the Company reasonably determines that such amounts may be provided to the
Eligible Employee without causing the Eligible Employee to incur the adverse personal tax consequences under Section 409A. 
 It is
intended that (i) each installment of any benefits payable under the Plan to an Eligible Employee be regarded as a separate “payment” for purposes of Treasury Regulations Section 1.409A-2(b)(2)(i), (ii) all payments of any
such benefits under the Plan satisfy, to the greatest extent possible, the exemptions from the application of Section 409A provided under Treasury Regulations 

  
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Sections 1.409A-1(b)(4) and 1.409A-1(b)(9)(iii), and (iii) any such benefits consisting of COBRA premiums also satisfy, to the greatest extent possible, the exemption from the application of
Section 409A provided under Treasury Regulations Section 1.409A-1(b)(9)(v). However, if the Company determines that any such benefits payable under the Plan constitute “deferred compensation” under Section 409A and the
Eligible Employee is a “specified employee” of the Company, as such term is defined in Section 409A(a)(2)(B)(i), then, solely to the extent necessary to avoid the imposition of the adverse personal tax consequences under
Section 409A, (A) the timing of such benefit payments shall be delayed until the earlier of (1) the date that is six (6) months and one (1) day after the Eligible Employee’s Separation from Service and (2) the date
of the Eligible Employee’s death (such applicable date, the “Delayed Initial Payment Date”), and (B) the Company shall (1) pay the Eligible Employee a lump sum amount equal to the sum of the benefit payments
that the Eligible Employee would otherwise have received through the Delayed Initial Payment Date if the commencement of the payment of the benefits had not been delayed pursuant to this paragraph and (2) commence paying the balance, if any, of
the benefits in accordance with the applicable payment schedule. 
 In no event shall payment of any benefits under the Plan be made prior
to an Eligible Employee’s termination date or prior to the effective date of the Release. If the Company determines that any payments or benefits provided under the Plan constitute “deferred compensation” under Section 409A, and
the Eligible Employee’s Separation from Service occurs at a time during the calendar year when the Release could become effective in the calendar year following the calendar year in which the Eligible Employee’s Separation from Service
occurs, then regardless of when the Release is returned to the Company and becomes effective, the Release will not be deemed effective any earlier than the latest permitted effective date (the “Release Deadline”). If the
Company determines that any payments or benefits provided under the Plan constitute “deferred compensation” under Section 409A, then except to the extent that payments may be delayed until the Delayed Initial Payment Date pursuant to
the preceding paragraph, on the first regular payroll date following the effective date of an Eligible Employee’s Release, the Company shall (1) pay the Eligible Employee a lump sum amount equal to the sum of the benefit payments that the
Eligible Employee would otherwise have received through such payroll date but for the delay in payment related to the effectiveness of the Release and (2) commence paying the balance, if any, of the benefits in accordance with the applicable
payment schedule. 
 All severance payments under the Plan shall be subject to applicable withholding for federal, state and local taxes. If
an Eligible Employee is indebted to the Company at his or her termination date, the Company reserves the right to offset any severance payments under the Plan by the amount of such indebtedness. 

Section 6. RIGHT TO INTERPRET PLAN; AMENDMENT
AND TERMINATION. 
 (a) Exclusive Discretion. The Plan Administrator shall have the exclusive
discretion and authority to establish rules, forms, and procedures for the administration of the Plan and to construe and interpret the Plan and to decide any and all questions of fact, interpretation, definition, computation or administration
arising in connection with the operation of the Plan, including, but not limited to, the eligibility to participate in the Plan and amount of benefits paid under the Plan. The rules, interpretations, computations and other actions of the Plan
Administrator shall be binding and conclusive on all persons. 
 (b) Amendment or Termination. The Company reserves the right to amend
or terminate this Plan at any time; provided, however, that any amendment or termination of the Plan will not be effective without the written consent of each employee that has an effective Participation Agreement and who is or may be
adversely impacted by such amendment or termination. 

  
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 Section 7. NO IMPLIED EMPLOYMENT
CONTRACT. 
 The Plan shall not be deemed (i) to give any employee or other person any right to be retained in the
employ of the Company or (ii) to interfere with the right of the Company to discharge any employee or other person at any time, with or without cause, which right is hereby reserved. 

Section 8. ERISA; LEGAL CONSTRUCTION. 

This Plan is intended to be governed by and shall be construed in accordance with the Employee Retirement Income Security Act of 1974
(“ERISA”) and, to the extent not preempted by ERISA, the laws of the State of Washington. A statement of ERISA rights, and other Plan information is set forth in Exhibit A attached hereto and incorporated by reference.

 Section 9. EXECUTION. 

To record the adoption of the Plan as set forth herein, effective as of June 13, 2012, Alder Biopharmaceuticals, Inc. has caused its duly
authorized officer to execute the same this             day of                     ,
2012. 
  

			
	ALDER BIOPHARMACEUTICALS, INC.
		
	By:	 	  

		 	 Randall C. Schatzman

    Chief Executive Officer




  
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 EXHIBIT A 

MATTERS RELATED TO PLAN CLAIMS, ERISA RIGHTS
AND OTHER INFORMATION 
 I. CLAIMS, INQUIRIES
AND APPEALS. 
 (a) Applications for Benefits and Inquiries. Any application for benefits, inquiries
about the Plan or inquiries about present or future rights under the Plan must be submitted to the Plan Administrator in writing by an applicant (or his or her authorized representative). The Plan Administrator is: 

Alder Biopharmaceuticals, Inc. 

11804 North Creek Parkway South 

Bothell, WA 98011 
 (b) Denial
of Claims. In the event that any application for benefits is denied in whole or in part, the Plan Administrator must provide the applicant with written or electronic notice of the denial of the application, and of the applicant’s right to
review the denial. Any electronic notice will comply with the regulations of the U.S. Department of Labor. The notice of denial will be set forth in a manner designed to be understood by the applicant and will include the following: 

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

(2) references to the specific Plan provisions upon which the denial is based; 

(3) a description of any additional information or material that the Plan Administrator needs to complete the review and an explanation
of why such information or material is necessary; and 
 (4) an explanation of the Plan’s review procedures and the time limits
applicable to such procedures, including a statement of the applicant’s right to bring a civil action under Section 502(a) of ERISA following a denial on review of the claim, as described in Section 9(d) below. 

This notice of denial will be given to the applicant within ninety (90) days after the Plan Administrator receives the application,
unless special circumstances require an extension of time, in which case, the Plan Administrator has up to an additional ninety (90) days for processing the application. If an extension of time for processing is required, written notice of the
extension will be furnished to the applicant before the end of the initial ninety (90) day period. 
 This notice of extension will
describe the special circumstances necessitating the additional time and the date by which the Plan Administrator is to render its decision on the application. 

(c) Request for a Review. Any person (or that person’s authorized representative) for whom an application for benefits is denied,
in whole or in part, may appeal the denial by submitting a request for a review to the Plan Administrator within sixty (60) days after the application is denied. A request for a review shall be in writing and shall be addressed to: 

Alder Biopharmaceuticals, Inc. 

11804 North Creek Parkway South 

Bothell, WA 98011 

  
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 A request for review must set forth all of the grounds on which it is based, all facts in support of the request
and any other matters that the applicant feels are pertinent. The applicant (or his or her representative) shall have the opportunity to submit (or the Plan Administrator may require the applicant to submit) written comments, documents, records, and
other information relating to his or her claim. The applicant (or his or her representative) shall be provided, upon request and free of charge, reasonable access to, and copies of, all documents, records and other information relevant to his or her
claim. The review shall take into account all comments, documents, records and other information submitted by the applicant (or his or her representative) relating to the claim, without regard to whether such information was submitted or considered
in the initial benefit determination. 
 (d) Decision on Review. The Plan Administrator will act on each request for review within
sixty (60) days after receipt of the request, unless special circumstances require an extension of time (not to exceed an additional sixty (60) days), for processing the request for a review. If an extension for review is required, written
notice of the extension will be furnished to the applicant within the initial sixty (60) day period. This notice of extension will describe the special circumstances necessitating the additional time and the date by which the Plan Administrator
is to render its decision on the review. The Plan Administrator will give prompt, written or electronic notice of its decision to the applicant. Any electronic notice will comply with the regulations of the U.S. Department of Labor. In the event
that the Plan Administrator confirms the denial of the application for benefits in whole or in part, the notice will set forth, in a manner calculated to be understood by the applicant, the following: 

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

(2) references to the specific Plan provisions upon which the denial is based; 

(3) a statement that the applicant is entitled to receive, upon request and free of charge, reasonable access to, and copies of, all
documents, records and other information relevant to his or her claim; and 
 (4) a statement of the applicant’s right to bring
a civil action under Section 502(a) of ERISA. 
 (e) Rules and Procedures. The Plan Administrator will establish rules and
procedures, consistent with the Plan and with ERISA, as necessary and appropriate in carrying out its responsibilities in reviewing benefit claims. The Plan Administrator may require an applicant who wishes to submit additional information in
connection with an appeal from the denial of benefits to do so at the applicant’s own expense. 
 (f) Exhaustion of Remedies. No
legal action for benefits under the Plan may be brought until the applicant (i) has submitted a written application for benefits in accordance with the procedures described by Section 9(a) above, (ii) has been notified by the Plan
Administrator that the application is denied, (iii) has filed a written request for a review of the application in accordance with the appeal procedure described in Section I(c) above, and (iv) has been notified that the Plan Administrator
has denied the appeal. Notwithstanding the foregoing, if the Plan Administrator does not respond to a Eligible Employee’s claim or appeal within the relevant time limits specified in this Section 9, the Eligible Employee may bring legal
action for benefits under the Plan pursuant to Section 502(a) of ERISA. 

  
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 II. BASIS OF PAYMENTS TO
AND FROM PLAN. 
 The Plan shall be unfunded, and all cash payments under the Plan shall be
paid only from the general assets of the Company. 
 III. OTHER PLAN INFORMATION. 

(a) Employer and Plan Identification Numbers. The Employer Identification Number assigned to the Company (which is the “Plan
Sponsor” as that term is used in ERISA) by the Internal Revenue Service is                     . The Plan Number assigned to the Plan by the
Plan Sponsor pursuant to the instructions of the Internal Revenue Service is             . 

(b) Ending Date for Plan’s Fiscal Year. The date of the end of the fiscal year for the purpose of maintaining the Plan’s
records is December 31. 
 (c) Agent for the Service of Legal Process. The agent for the service of legal process with respect to
the Plan is: 
 Alder Biopharmaceuticals, Inc. 

11804 North Creek Parkway South 

Bothell, WA 98011 

In addition, service of legal process may be made upon the Plan Administrator. 

(d) Plan Sponsor and Administrator. The “Plan Sponsor” and the “Plan Administrator” of the Plan is: 

Randall Schatzman 
 Alder
Biopharmaceuticals, Inc. 
 11804 North Creek Parkway South 

Bothell, WA 98011 
 The Plan Sponsor’s and
Plan Administrator’s telephone number is (425) 205-2910. The Plan Administrator is the named fiduciary charged with the responsibility for administering the Plan. 

IV. STATEMENT OF ERISA RIGHTS. 

Eligible Employees in this Plan (which is a welfare benefit plan sponsored by Alder Biopharmaceuticals, Inc.) are entitled to certain rights
and protections under ERISA. If you are an Eligible Employee, you are considered a participant in the Plan and, under ERISA, you are entitled to: 

(e) Receive Information About Your Plan and Benefits 

(1) Examine, without charge, at the Plan Administrator’s office and at other specified locations, such as worksites, all documents
governing the Plan and a copy of the latest annual report (Form 5500 Series), if applicable, filed by the Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security Administration; 

(2) Obtain, upon written request to the Plan Administrator, copies of documents governing the operation of the Plan and copies of the
latest annual report (Form 5500 Series), if applicable, and an updated (as necessary) Summary Plan Description. The Administrator may make a reasonable charge for the copies; and 

  
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 (3) Receive a summary of the Plan’s annual financial report, if applicable. The Plan
Administrator is required by law to furnish each participant with a copy of this summary annual report. 
 (f) Prudent Actions by Plan
Fiduciaries. In addition to creating rights for Plan participants, ERISA imposes duties upon the people who are responsible for the operation of the employee benefit plan. The people who operate the 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 employer, your union or any other person, may fire you or otherwise discriminate against you in any way to prevent
you from obtaining a Plan benefit or exercising your rights under ERISA. 
 (g) Enforce Your Rights. If your claim for a Plan benefit
is denied or ignored, in whole or in part, you have a 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, if applicable, and do not receive them within thirty (30) days, you may file suit in a Federal court. In such a case, the court may require the Plan Administrator to provide the materials and pay you up to $110 a
day until you receive the materials, unless the materials were not sent because of reasons beyond the control of the Plan Administrator. 

If you have a claim for benefits which is denied or ignored, in whole or in part, you may file suit in a state or Federal court. 

If you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit
in a Federal court. The court will decide who should pay court costs and legal fees. If you are successful, 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. 
 (h) Assistance with Your Questions. If you have any questions about the Plan, you
should contact the Plan Administrator. If you have any 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
Employee Benefits Security Administration, U.S. Department of Labor, listed in your telephone directory or the Division of Technical Assistance and Inquiries, Employee Benefits Security 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 Employee Benefits Security Administration. 

  
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