EXECUTIVE SEPARATION PAY PLAN
AND SUMMARY PLAN DESCRIPTION
SOLUTIA INC.
 Overview
  Whos Eligible
    
    
    employees who voluntarily resign, retire or die while employed;
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    employees who are terminated for cause or for poor performance;
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    employees who are receiving long-term disability benefits, or who exhaust disability
benefits and are then terminated;
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    employees who are covered under an employment contract or agreement (other than a
noncompetition agreement) that provides for severance benefits;
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    employees who have been offered other employment with the Company or a subsidiary or
affiliate in the case of a job elimination;
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    employees who have been offered other employment in the case of job elimination through
divestiture, with the purchaser, successor, or a subsidiary or affiliate of the purchaser
or successor, whether or not the employee accepts the offer; and
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    employees who have not signed an employment agreement in the standard form required by
the Company.




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How the Plan Works
  
    
    In the event of an involuntary termination not related to a Change in Control, total
payments (less required withholding) equal to 100% of annual base salary (the employees
base rate of pay on the date of termination will be used to determine the severance
benefits under the Plan).
 
    
    In the event of an involuntary termination within 12 months after a Change in Control,
total payments (less required withholding) equal to 100% of annual base salary, plus the
average annual bonus paid to you over the prior three calendar years ending before the
Change in Control or, if less than three calendar years, the term of your employment with
the Company.
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    Continuation of medical, dental, vision and basic life insurance benefits at active
employee rates for four months, as described below.
  Change in Control
 Exchange Act
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If You are Rehired
  Medical, Dental and Vision
  Basic Term Insurance
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Impact on Other Benefits
  Additional Legal Information
 Claims Appeal Procedures:
   
    
    The reason for the denial with specific reference to the Plan provisions on which the
denial is based;
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    A description of any additional material or information necessary for you to perfect the
claim and an explanation of why such material or information is necessary;
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    Notice of your right to have the denial reviewed and an explanation of the claim review
procedure; and
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    A statement of your right to bring a civil action under ERISA Section S02(a) following
an adverse decision on appeal.
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ERISA Rights:
  
    
    You may examine all Plan documents without charge. These may include the annual
financial reports, if any, Plan descriptions, and all other documents filed with the United
States Department of Labor and available at the Public Disclosure Room of the Employee
Benefits Security Administration.
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    Copies of Plan documents and the latest annual report (Form 5500 Series), and other
information may be obtained by writing to the Committee. A reasonable charge may be
assessed for these copies.
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    You have the right to receive a written summary of the Plans annual financial reports.
The Plan Administrator is required by law to provide each Participant with a copy of any
summary annual report.
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    You may not be discharged or discriminated against to prevent your obtaining a benefit
or exercising your ERISA rights.
 
    
    If a claim for a benefit is denied, in whole or in part, a written explanation from the
Committee or a delegated representative will be provided. You have the right to obtain
copies of documents relating to the decision without charge, and to have the Plan
Administrator review and reconsider any denied claim all within certain time schedules.
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
    
    If materials are requested from the Committee and are not received within 30 days, suit
may be filed in a federal court. In such a case, the court may require the Committee to
provide the materials and pay you up to $110 a day until the materials are received-unless
the
materials were not sent because of reasons beyond the control of the Committee.
 
    
    If a claim for benefits is denied or ignored, in whole or in part, after a final review,
suit may be filed in a state or federal court.
 
    
    If the fiduciaries misuse the Plans money, or if you are discriminated against for
pursuing a benefit or exercising your ERISA rights, you may seek help from the United
States Department of Labor or file suit in federal court.
    No Rights to Employment.
  Standard of Review and Exercise of Discretion:
  Assignment of Benefits:
  Amendment and Termination:
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Administrative Information
 Name of Plan
    
    Solutia Inc. Executive Separation Pay PlanType of Plan
    
    Welfare BenefitPlan Year
    
    January 1-December 31Funding
    
    Self-Funded by Solutia Inc.Plan Administrator
and Principal
Employer
    
    Solutia Inc.
575 Maryville Centre Drive
P.O. Box 66760
St. Louis, MO 63166-6760
(314) 674-1000A participant or beneficiary may obtain an updated list of the
employers sponsoring the plan by sending a written request to
the above address. The list of sponsoring employers is also
available for inspection at the above address.Agent for Service
of Legal Process
    
    General Counsel
Solutia Inc.
575 Maryville Centre Drive
P.O. Box 66760
St. Louis, MO 63166-6760Company Employer 
Identification Number
    
    43-1781797Plan Number
    
    531  Part of Solutia Inc. Master Welfare Benefit Plan for
Salaried and Non-Hourly Employees
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