EXHIBIT 10.36
 DEX ONE CORPORATION
SEVERANCE PLANSENIOR VICE PRESIDENT
PLAN DOCUMENT AND SUMMARY PLAN DESCRIPTION
(Effective as Amended October 14, 2010)
  1. PURPOSE OF THE SVP PLAN
  2. PLAN ADMINISTRATOR
 2.1. Designation .
 2.2. Authority




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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;(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
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(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 .
 Regular Severance Benefits
 Benefit
    
    Bonus for Year ofContinuation/COBRA
    
    Separation underPosition
    
    Cash Severance
    
    Supplement
    
    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
 Benefit
    
    Bonus for Year ofSalary Continuation
    
    Continuation/COBRA
    
    Separation underPosition
    
    or Cash Severance
    
    Supplement
    
    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.(a)
    
    For purposes of determining whether Change in Control Severance
Benefits are payable, a Change in Control shall mean the occurrence of any of
the following events:
 (i)
    
    Any person, as such term is used in Sections
13(d) and 14(d) of the Securities Exchange Act of 1934, as amended (the
Exchange Act) (other than the Company, any trustee or other fiduciary
holding securities under an employee benefit plan of the Company, or
any company owned directly or indirectly by the shareholders of the
Company in substantially the same proportions as their ownership of
stock of the Company), is or becomes the beneficial owner (as defined
in rule 13d-3 under the Exchange Act), directly or indirectly, of
securities of the Company representing 50% or more of the combined
voting power of the Companys then outstanding securities;(ii)
    
    During any period of twelve (12) consecutive
months, individuals who at the beginning of such period constitute the
Board, and any new director (other than a director designated by a
person (as defined above) who has entered into an agreement with the
Company to effect a transaction described in subsections (i), (iii) or
(iv) of this definition) whose election by the Board or nomination for
election by the Companys shareholders was approved by a vote of at
least two-thirds (2/3) of the directors then still in office who either
were directors at the beginning of the period or whose election or
nomination for election was previously so approved, cease for any
reason to constitute at least a majority thereof;(iii)
    
    The shareholders of the Company have approved
a merger or consolidation of the Company with any other company and all
other
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required governmental approvals of such merger or consolidation
have been obtained, other than (A) a merger or consolidation which
would result in the voting securities of the Company outstanding
immediately prior thereto continuing to represent (either by
remaining outstanding or by being converted into voting securities of
the surviving entity) more than 60% of the combined voting power of
the voting securities of the Company or such surviving entity
outstanding immediately after such merger or consolidation or (B) a
merger or consolidation effected to implement a recapitalization of
the Company (or similar transaction) in which no person (as defined
above) becomes the beneficial owner (as defined above) of more than
30% of the combined voting power of the Companys then outstanding
securities; or(iv)
    
    The shareholders of the Company have approved a
plan of complete liquidation of the Company or an agreement for the
sale or disposition by the Company of all or substantially all of the
Companys assets, and all other required governmental approvals of such
transaction have been obtained.
 (b)
    
    For purposes of this SVP Plan, if a Participants Termination
Date occurs after the commencement of negotiations with a potential acquiror or
business combination partner but prior to an actual Change in Control, and an
actual Change in Control with such acquiror or business combination partner
occurs within one year after such Participants Termination Date, the
Termination Date shall be deemed to occur within two years following a Change
in Control and such Participant shall be entitled to Change in Control
Severance Benefits under Section 4.2.
 4.3. Health Plan Continuation .
 4.4. Other Benefit Plans .
 4.5. Definitions and Applications.
 4.5.1 Week of Pay
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4.5.2 Bonus
 4.5.3 Affiliate
 4.5.4 Cause
 4.5.5 Good Reason .
 4.5.6 Employment Agreement
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5.
    
    PAYMENT OF BENEFITS
 5.1. General . 1 2
 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.
 6.2. Response and Appeal .
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7.
    
    BENEFITS OUTSIDE OF THE SVP PLAN
  8.
    
    ASSIGNMENT OF BENEFITS
  10




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9.
    
    AMENDMENT AND TERMINATION
  10.
    
    LEGAL CONSTRUCTION
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SVP PLAN INFORMATION
  Plan Name:
    
    Dex One Corporation Severance PlanSenior Vice PresidentPlan Sponsor:
    
    Dex One Corporation1001 Winstead DriveCary, 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 CommitteeDex One Corporation1001 Winstead DriveCary, NC 27513Agent for Service of Legal Process:
    
    SVP Plan AdministratorDex One Corporation1001 Winstead DriveCary, NC 27513Plan Year:
    
    January 1 through December 31Plan Amendment or Termination:
    
    Dex One 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.
 Prudent Actions by Plan Fiduciaries
 In addition to creating rights for SVP Plan participants, ERISA imposes duties upon the
people who are responsible for the operation of the SVP Plan. The people who operate the
SVP Plan, called fiduciaries of the SVP Plan, have a duty to do so prudently and in the
interest of Participants and beneficiaries. No one, including the Employer or any other
person, may fire or otherwise discriminate against a Participant in any way to prevent him
or her from obtaining a welfare benefit or exercising his or her rights under ERISA.
 Enforcement of Rights
 If a claim for a welfare benefit is denied or ignored, in whole or in part, a Participant
has a right to know why this was done, to obtain copies of the documents relating to the
decision without charge, and to appeal any denial, all within certain time schedules.Under ERISA there are steps a Participant in the SVP Plan may take to enforce the above
rights. For instance, if a Participant requests materials from the SVP Plan and does not
receive them within 30 days, the Participant may file suit in a Federal court. In such a
case, the court may require the SVP Plan Administrator to provide the materials and pay the
Participant up to $110 a day until the Participant receives the materials, unless the
materials were not sent because of reasons beyond the control of the SVP Plan Administrator.
If a Participant has a claim for benefits which is denied or ignored, in whole or in part,
the Participant may file suit in a state or Federal court. If it should happen that SVP
Plan fiduciaries misuse the SVP Plans money, or if a Participant is discriminated against
for asserting his or her rights, the Participant may seek assistance from the U.S.
Department of Labor or may file suit in a Federal court. The court will decide who should
pay court costs and legal fees. If a Participant is successful, the court may order the
person the Participant sued to pay these costs and fees. If a Participant loses, the court
may order the Participant to pay these costs and fees, for example, if it finds the
Participants claim is frivolous.
 Assistance with Questions
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
    
    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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DEX ONE CORPORATION
 SEVERANCE PLANSENIOR VICE PRESIDENT
 PLAN DOCUMENT AND SUMMARY PLAN DESCRIPTION
 (Effective as Amended October 14, 2010)
 EXECUTION PAGE
 th
 DEX ONE CORPORATION
By the Dex One Corporation Employee
Benefits CommitteeBy:

/s/
Gretchen ZechAuthorized Officer  DEX ONE SERVICE, INC.By:

/s/
Mark HianikAuthorized Officer 15