EXHIBIT 10.41
 R. H. DONNELLEY CORPORATION
SEVERANCE PLANSENIOR VICE PRESIDENT
 PLAN DOCUMENT AND SUMMARY PLAN DESCRIPTION
 (Effective as Amended March 9, 2009)
  1. PURPOSE OF THE SVP PLAN
  2. PLAN ADMINISTRATOR
 2.1 Designation .




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2.2 Authority
 3. ELIGIBILITY AND PARTICIPATION
 3.1 Eligibility Requirements . all
 (a)
    
    Immediately prior to the date of an Employees termination of
employment (the Termination Date), the Employee is a regular, full-time
employee of the Employer either (i) serving in a position of Senior Vice
President, or a more senior position, in either case with a direct reporting
relationship to the Chief Executive Officer of the Company, or (ii) has
otherwise been determined by the Employer to be a Section 16 officer, within
the meaning of Section 16 of the Securities Exchange Act of 1934, as amended,
and the rules and regulations promulgated thereunder (an Employee satisfying
the eligibility requirements of clause (i) or (ii) above shall be referred to
hereinafter as an SVP);(b)
    
    The Employees employment is terminated either:
 (i)
    
    By the Employer for reasons other than Cause
(as defined in Section 4.5.4); or(ii)
    
    By the Employee for Good Reason (as defined
in Section 4.5.5);
 (c)
    
    The Employee promptly returns all property of the Employer
and pays all amounts, if any, that the Employee owes to the Employer or agrees
to have all such amounts deducted from the Severance Benefits to be paid under
the SVP Plan;
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(d)
    
    The Employee timely executes and returns a general release in
such form and containing such terms and conditions as may be required by the
Employer (the General Release), does not revoke such release within the
time permitted under applicable state or federal law, and reaffirms in
writing in the General Release his or her obligations under any existing
agreements or commitments concerning non-competition, non-solicitation,
non-disparagement, confidentiality, trade secrets and intellectual property
(collectively, Employer Protection Obligations); provided that if the
Employee is not bound by such Employer Protection Obligations as of the Date
of Termination, the Employer may require that the General Release include
Employer Protection Obligations to which it requires newly-hired SVPs to
commit prior to their employment with Employer; and(e)
    
    The Employee is not in one of the excluded categories listed
below.
 3.2 Eligibility Exclusions .
 (a)
    
    Any Employee who does not satisfy the eligibility criteria set
forth in Section 3.1;(b)
    
    Any Employee who voluntarily terminates his or her employment,
except under circumstances that constitute Good Reason or is terminated by
Employer for Cause;(c)
    
    Any Employee who is subject to an Employment Agreement; or(d)
    
    Any Employee whose employment is terminated due to retirement,
death or disability.
 3.3 Loss of Eligibility .
 3.4 Reservation of Employer Rights .
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4. SEVERANCE BENEFITS
 4.1 Regular Severance Benefits .
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Regular Severance Benefits
 Position
    
    
    Cash Severance
    
    
    Benefit
    
    
    Bonus for Year ofContinuation/COBRA
    
    
    Separation underSupplement
    
    
    Employer Bonus PlanParticipantSVP
    
    
    Lump sum payment
equal to 78 weeks
(Regular Severance
Period) of pay,
plusone and
one-half times
target bonus (in
aggregate, Cash
Severance).
    
    
    
    
    
    Employer
will reimburse
Participant for the
difference, if any,
between (a) the
total cost paid by
Participant for
continuing health
benefits under
COBRA and (b) the
active employee
rate for the same
health benefits
elected by
Participant under
COBRA, for up to 18
months, but such
reimbursement shall
cease upon an
Employee otherwise
becoming eligible
for health benefits
(COBRA
Supplement).
    
    
    If Participant has
worked at least 90
days of the current
calendar year at
the Termination
Date, prorated
bonus will be
payable based upon
actual performance
for the entire
performance period
at such time as
bonuses are
otherwise paid
(Pro Rata Bonus
Payout).
    
    
    Employer
will pay premiums
to continue basic
life insurance for
up to 18 months,
but such coverage
shall cease upon an
Employee otherwise
becoming eligible
for such benefit
(Life Insurance
Continuation).
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4.2 Severance Benefits upon a Change in Control .
 Change in Control Severance Benefits
 Position
    
    
    Salary Continuation
    
    
    Benefit
    
    
    Bonus for Year ofor Cash Severance
    
    
    Continuation/COBRA
    
    
    Separation underSupplement
    
    
    Company Bonus PlanParticipantSVP
    
    
    Lump sum payment
equal to 104 weeks
(Change in Control
Severance Period)
of pay, plustwo
times target bonus,
as Cash Severance.
    
    
    

    
    
    Employer
will provide the
COBRA Supplement
for up to 18
months.
Employer
will provide Life
Insurance
Continuation for up
to 18 months.
    
    
    If Participant has
worked at least 90
days of the current
calendar year at
the Termination
Date, Employer will
provide a Pro Rata
Bonus Payout.
 4.2.1 Change in Control Defined .
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4.3 Health Plan Continuation .
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4.4 Other Benefit Plans .
 4.5 Definitions and Applications.
 4.5.1 Week of Pay
 4.5.2 Bonus
 4.5.3 Affiliate
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4.5.4 Cause
 4.5.5 Good Reason .
 4.5.6 Employment Agreement
 5. PAYMENT OF BENEFITS
 5.1 General . 1 2
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5.2 Restrictions on Payment of Benefits to Comply with Code § 409A . st
 5.3 Death of Participant .
 5.4 Incapacity of Participant .
 (a)
    
    directly to such Participant;(b)
    
    to the Participants legal guardian; or(c)
    
    to the Participants spouse or to any person charged with his
or her care or support.
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5.5 Impact of Re-Employment by Employer
 5.5.1 Calculation of Repayment
 5.5.2 Terms of Repayment
 5.6 Deductions .
 6. CLAIMS
 6.1 Procedure .
 (a)
    
    the specific reasons why the claim has been denied;(b)
    
    exact references to the applicable SVP Plan provisions or other
documents that deal with the claim and why it was denied;(c)
    
    a detailed description of any additional materials or
information needed for the claim to be processed and an explanation of why the
materials or information are needed; and(d)
    
    an explanation of the SVP Plans review procedure which
includes information on how to appeal the denial and a statement regarding the
Claimants right to bring a civil action under ERISA Section 502(a)
following an adverse benefit determination on review.
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6.2 Response and Appeal .
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7. BENEFITS OUTSIDE OF THE SVP PLAN
  8. ASSIGNMENT OF BENEFITS
  9. AMENDMENT AND TERMINATION
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10. LEGAL CONSTRUCTION
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SVP PLAN INFORMATION
  Plan Name:
    
    
    R. H. Donnelley Corporation Severance
PlanSenior Vice PresidentPlan Sponsor:
    
    
    R. H. Donnelley Corporation
1001 Winstead Drive
Cary, NC 27513Employer Identification Number
(EIN):
    
    
    13-2740040Type of Welfare Plan:
    
    
    Severance planPlan Funding:
    
    
    The SVP Plan is unfunded and all
benefits are paid from the general
assets of the Employer.Plan Administrator:
    
    
    Employee Benefits Committee
R. H. Donnelley Corporation
1001 Winstead Drive
Cary, NC 27513Agent for Service of Legal
Process:
    
    
    SVP Plan Administrator
R. H. Donnelley Corporation
1001 Winstead Drive
Cary, NC 27513Plan Year:
    
    
    January 1 through December 31Plan Amendment or Termination:
    
    
    R. H. Donnelley Corporation, as SVP Plan
Sponsor, reserves the right to amend or
terminate the SVP Plan or any SVP Plan
benefit at any time or for any reason
without prior approval or notification
of any party; provided, however, that
any such amendment or termination that
results in a reduction or termination of
any benefits payable or otherwise made
available under this SVP Plan shall in
no event apply to any Employee who,
immediately prior to any such amendment
or termination, is employed as an SVP.
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Participants Rights Under ERISA
  Receive Information about SVP Plan and Benefits
 
    
    Examine, without charge, at the SVP Plan Administrators office and at other specified
locations, such as worksites, all documents governing the SVP Plan, including a copy of the
latest annual report (Form 5500 Series) filed by the SVP Plan, if applicable, with the U.S.
Department of Labor and available at the Public Disclosure Room of the Employee Benefits
Security Administration (EBSA).
    
    Obtain, upon written request to the SVP Plan Administrator, copies of documents
governing the operation of the SVP Plan, including copies of the latest annual report (Form
5500 Series), if applicable, and updated summary plan description. The SVP Plan
Administrator may make a reasonable charge for the copies.
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Prudent Actions by Plan Fiduciaries
  Enforcement of Rights
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Assistance with Questions
  
    
    the nearest office of the Employee Benefits Security Administration, listed in the
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.
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