exv10w4






Exhibit 10.4




AMENDED AND RESTATED




                       
               
    
        


             


           WRIGHT EXPRESS CORPORATION




SEVERANCE PAY PLAN




FOR




OFFICERS




Effective Date:—————  February 22, 2005




Amended and Restated February 1, 2008




Further Amended and Restated January 1, 2009





 









 








ARTICLE I — INTRODUCTION




          Wright Express Corporation and Wright Express Financial Services Corporation (referred to
collectively herein as the “Company”), hereby establishes the Wright Express Corporation Severance
Pay Plan for Officers (the “Plan”), effective as of February 1, 2008, to provide severance benefits
to certain employees of the Company and its subsidiaries who suffer a loss of employment under the
terms and conditions set forth in the Plan. The Plan replaces and supercedes (i) any and all
severance plans, policies and/or practices of the Company or its subsidiaries, whether written or
unwritten, in effect for covered employees prior to February 1, 2008 and (ii) any and all severance
plans, policies and or practices of any business or entity acquired by the Company effective upon
the consummation of any such acquisition, in the sole discretion of the Company. The Plan may not
be amended or changed except in accordance with the provisions set forth below and is to be
administered in the sole and absolute discretion of the Company.




ARTICLE II — DEFINITIONS AND INTERPRETATIONS




          The following definitions and interpretations of important terms apply to the Plan.




          (a) Agreement. The Agreement and General Release provided by the Company to an
Eligible Employee as determined in the sole and absolute discretion of the Company in connection
with his or her termination of employment with the Company, which if executed by the Eligible
Employee (and not timely revoked), will acknowledge his or her termination of employment with the
Company and release the Company from liability for any and all claims. By signing the Agreement
and General Release, an Employee waives all rights he or she may have under state and federal
employment statutes and all common law causes of action related to his or her employment and
termination thereof.




          (b) Base Pay. For purposes hereof, Base Pay shall mean an employee’s annual base
salary or wages from the Company. Base Pay shall be determined as reflected on the Company’s
payroll records, and shall not include bonuses, overtime pay, shift premiums, commissions, employer
contributions for benefits, incentive or deferred compensation or other additional compensation.
For purposes hereof, an Eligible Employee’s Base Pay shall include any salary reduction
contributions made on his or her behalf to any plan of the Company under section 125 or 401(k) of
the Internal Revenue Code of 1986, as amended (“Code”). One week of Base Pay shall mean an
employee’s annual Base Pay divided by fifty-two (52).




          (c) Cause. Termination for cause shall mean termination as a result of any of the
following: (a) misappropriation or improper use or disclosure of any confidential or proprietary
information of the Company; (b) failure to comply with any contractual obligations to the Company;
(c) solicitation for hire away from the Company any current Company employees absent the Company’s
consent; or (d) taking any action which the Company, in its sole discretion, deems to have been
inimical or detrimental to the interests of the Company




 









 








          (d) Company. Wright Express Corporation and Wright Express Financial Services
Corporation.




          (e) Effective Date. February 1, 2008




          (f) Eligible Employee. Any employee of the Company who: (i) is classified by the
Company as an active, full-time employee of the Company and who is designated as Chief Executive
Officer(“CEO”), Executive Vice President (“EVP”), Senior Vice President (“SVP”), or Vice President
(“VP”), and, (ii) is involuntarily terminated from employment for one of the reasons set forth in
Article III, Section A of the Plan. Notwithstanding the foregoing, an Eligible Employee shall not
include any individual (i) classified as an independent contractor by the Company, (ii) being paid
by or through an employee leasing company or other third party agency, (iii) any other person
classified by the Company as a leased employee, during the period the individual is so paid or
classified even if such individual is later retroactively reclassified as a common-law employee of
the Company or an affiliate during all or any part of such period pursuant to applicable law or
otherwise.




          (g) Participant. An Eligible Employee who meets all the requirements set forth in
Article III of the Plan. An individual shall cease being a Participant once payment of all
severance pay and other benefits due to such individual under the Plan has been completed (or upon
the death of the Participant, if earlier) and no person shall have any further rights under the
Plan with respect to such former Participant.




          (h) Plan Administrator. The Plan Administrator shall be SVP, Human Resources.




          (i) Taxation. The Participant acknowledges and agrees that the
Company may directly or
indirectly withhold from any payments under this Plan all federal, state, city or other taxes
that will be required pursuant to any law or governmental regulation. Anything in this Plan to
the contrary notwithstanding, the terms of this Plan shall be interpreted and applied in a manner
consistent with the requirements of Section 409A of the Code and the Treasury Regulations
(“Regulations”) so as not to subject Participants to the payment of any tax or interest which may
be imposed under such section, and the Company shall have no right to accelerate or make any
payment under this Plan to the extent such action would subject the Participant to the payment of
any tax or interest under such section. If all or a portion of the benefits and payments
provided under this Agreement constitute taxable income to Participants for any taxable year that
is prior to the taxable year in which such payments and/or benefits are to be paid to the
Participant, as a result of the Plan’s failure to comply with the requirements of Section 409A of
the Code and the Regulations, the applicable payment or benefit shall be paid immediately to the
Participant to the extent such payment or benefit is required to be included in income.




ARTICLE III — ELIGIBILITY




          A. WHO IS ELIGIBLE?




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          If you meet the criteria to be determined an Eligible Employee as that term is defined in
Article II (f) above, you shall become eligible for the severance pay described in Article IV of
the Plan (i.e., you will become a “Participant”) by meeting the requirements set forth
below:




     (a) you are involuntarily terminated for one of the following reasons:




	 	•	 	a reduction in the Company’s workforce;
	 
	 	•	 	elimination or discontinuation of your job or position provided that you are
not offered a comparable position. Comparability shall be determined in the
sole and absolute discretion of the Plan Administrator; or
	 
	 	•	 	other circumstances as the Plan Administrator, in its sole discretion, deems
appropriate for the payment of severance;





     (b) you deliver a signed, dated and notarized Agreement to the individual whose signature
appears on the cover letter accompanying the Plan and the Agreement by no later than the date (if
any) set forth in the Agreement; provided, however, that the timing of such release shall be
in compliance with Code Section 409A and shall not cause an impermissible delay of payment, and
the time for you to revoke such Agreement (if any) as specified in the Agreement has expired; and



     (c) the Company has not determined that you, either prior or subsequent to your termination of
employment, have (a) misappropriated or improperly used or disclosed any confidential or
proprietary information of the Company; (b) failed to comply with any contractual obligations to
the Company; (c) solicited for hire away from the Company, any current Company employees absent the
Company’s consent; (d) taken any action which the Company, in its sole discretion, deems to have
been inimical or detrimental to the interests of the Company; or (e) you meet the criteria to be
determined an Eligible Employee as that term is defined in Article II (f) above.



     If you do not satisfy all of the above requirements, you shall not be considered a
Participant, and you shall not be entitled to commence or continue to receive any benefits under
the Plan. Additionally, you shall not become a Participant, and shall not become entitled to
benefits while you continue to be employed by the Company.



          B. WHO IS NOT ELIGIBLE?




          You shall not be eligible for severance pay under this Plan if your employment is terminated
for any reason other than set forth in paragraph A, including, but not limited to:





	 	•	 	retirement;
	 
	 	•	 	voluntary termination;
	 
	 	•	 	termination by the Company either for cause or not for cause;





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	 	•	 	elimination or discontinuation of your job or position, if you are offered a
comparable position. Comparability shall be determined in the sole and
absolute discretion of the Plan Administrator.





          In addition, if you have executed a separate employment agreement with the Company which
expressly provides for severance pay, you shall not be eligible for benefits under this Plan,
unless this Plan provides for greater benefits (as determined by the Plan Administrator). No
employee of any subsidiary of the Company outside of those subsidiary(ies) defined as the Company
by Article II (d) of this Plan shall be eligible for severance pay under this Plan unless provided
for by separate written agreement.




ARTICLE IV — SEVERANCE PAY




          A. SCHEDULE OF BENEFITS




          If you become a Participant, you will receive the following benefits under the Plan:




          If you are an Officer of the Company and are designated by the Plan Administrator as Chief
Executive Officer (“CEO”), then (i) if you have less than six (6) months employment service with
the Company, you will receive twenty-six (26) weeks of Base Pay; and (ii) if you have been actively
employed with the Company for a minimum of six (6) months, you will receive fifty-two (52) weeks of
Base Pay.




          If you are an Officer of the Company and are designated by the Plan Administrator as Senior
Vice President or Executive Vice President (“SVP”) or (“EVP”), then (i) if you have less than six
(6) months of employment service with the Company, you will receive thirteen (13) weeks of Base
Pay; and (ii) if you have been actively employed with the Company for a minimum of six (6) months,
you will receive twenty-six (26) weeks of Base Pay.




          If you are an Officer of the Company and are designated by the Plan Administrator as Vice
President (“VP”) then (i) if you have less than six (6) months of employment service with the
Company, you will receive six (6) weeks of Base Pay; and (ii) if you have been actively employed
with the Company for a minimum of six (6) months, you will receive thirteen (13) weeks of Base Pay.




          Notwithstanding the foregoing, if the amount of severance pay that you would have received if
calculated pursuant to the most favorable formula set forth in the Wright Express Corporation
Severance Pay Plan for Non-Officer Employees (assuming that you were an eligible participant of
such plan) is greater than the amount of severance pay calculated hereunder, then you will receive
hereunder, upon eligibility for severance pay hereunder, such higher amount.




          Notwithstanding any provision of this Plan to the contrary, the Plan Administrator, in its
sole and absolute discretion and based on such criteria as the Administrator deems relevant, may,
vary the severance benefits under this Plan. In no event, however, will a




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Participant receive more than fifty-two (52) weeks of Base Pay. In addition, in no event will
any employee be entitled to receive severance pay under this Plan in addition to severance pay
provided for under a separate employment agreement or from any other source.




          B. HOW AND WHEN BENEFITS WILL BE PAID




          Severance pay benefits are payable at the discretion of the Company and may be paid to you in
a lump sum payment, in equal installments not less frequently than once per month over a twelve
month period, or a combination of lump sum and equal installments not less frequently than once per
month over a twelve month period, subject to applicable federal, state and local tax deductions
and withholding.




          Amounts payable under Article IV, Section A, following termination of employment, other
than those expressly payable on a deferred basis, will be paid in the payroll period next following
the payroll period in which termination of employment occurs except as otherwise provided in this
Article IV, Section B. Payment of any amount by reason of Participant’s termination of employment
shall be made no later than the last day of the Participant’s second taxable year following the
Participant’s taxable year in which the termination occurs.




          Short-Term Deferral Exemption. It is intended that payments made under this Plan due to a
Participant’s termination of employment that are not otherwise subject to Section 409A of the
Internal Revenue Code (“409A”) which are paid on or before the 15th day of the third
month following the end of the Participant’s taxable year in which his termination of employment
occurs shall be exempt from compliance with 409A pursuant to the exemption for short-term
deferrals set forth in Section 1.409A-1(b)(4) of the Regulations.



          Separation Pay Exemption. It is intended that payments made under this Plan due to a
Participant’s involuntary termination that are not otherwise subject to 409A which do not exceed
two times the lesser of (a) the Participant’s annualized compensation (determined in accordance
with the Regulations) or (b) the maximum amount that may be taken into account under Section
401(a)(17) of the Code
($230,000245,000 for
20098) shall be exempt from compliance with 409A
pursuant to the exemption for separation pay set forth in Section 1.409A-1(b)(9) of the
Regulations.



          Six-Month Delay for Specified Employees. Anything in this Plan to the contrary
notwithstanding, payments to be made under this Plan upon termination of Participant’s employment
which are subject to 409A (“409A Payments”) shall be delayed for six months following such
termination of employment if Participant is a Specified Employee as defined below on the date of
termination of employment. Any 409A Payment due within such six-month period shall be delayed to
the end of such six-month period. In addition, the following rules apply: 




     i. The Company will adjust the 409A Payment to reflect the deferred payment
date by multiplying the payment or reimbursement by the product of the six-month CMT
Treasury Bill annualized yield rate as published by the U.S. Treasury for the date on which
such payment or reimbursement would have been made but for the delay multiplied by a 
fraction, the numerator of which is the number of days by which such payment or
reimbursement was delayed and the denominator of which is 365. 



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     ii. The Company will make the adjusted 409A Payment at the beginning of the
seventh month following Participant’s termination of employment. Notwithstanding the
foregoing, if calculation of the amounts payable by any payment date specified in this
subsection is not administratively practicable due to events beyond the control of the
Participant (or the Participant’s beneficiary or estate) and for reasons that are
commercially reasonable, payment will be made as soon as administratively practicable in
compliance with 409A and the Regulations thereunder. In the event of Participant’s death
during such six-month period, payment will be made in the payroll period next following the
payroll period in which Participant’s death occurs.




     iii. “Specified Employee”. For purposes of this Plan, a “Specified
Employee” shall mean an employee of the Company who satisfies the requirements for being
designated a “key employee” under Section 416(i)(1)(A)(i), (ii) or (iii) of the Code without
regard to Section 416(i)(5) of the Code at any time during a calendar year, in which case
such employee shall be considered a Specified Employee for the twelve-month period beginning
on the first day of the fourth month immediately following the end of such calendar year.
Notwithstanding the foregoing, all employees who are nonresident aliens during an entire
calendar year are excluded for purposes of determining which employees meet the requirements
of Section 416(i)(1)(A)(i), (ii) or (iii) of the Code without regard to Section 416(i)(5) of
the Code for such calendar year. The term “nonresident alien” as used herein shall have the
meaning set forth in Regulations Section 1.409A-1(j). In the event of any corporate spinoff
or merger, the determination of which employees meet the requirements of Section
416(i)(1)(A)(i), (ii) or (iii) of the Code without regard to Section 416(i)(5) of the Code
for any calendar year shall be determined in accordance with Regulations Section
1.409A-1(i)(6).



          You shall not be eligible after your date of termination for continued coverage under the
Company’s medical/dental plans (except to the extent you elect to continue such coverage as under
the Consolidated Omnibus Budget Reconciliation Act of 1985 “COBRA”).




ARTICLE V — GENERAL PROVISIONS OF THE PLAN




          (a) Termination of Your Coverage. Coverage under this Plan ends when you are no
longer considered a Participant.




          (b) Re-employment. If you are re-employed by the Company after severance has been
paid to you, you will have to make arrangements, prior to being rehired, to return any severance
pay which you received in excess of one week’s pay plus the amount of your weekly salary multiplied
by the number of weeks during the period of your separation. If, after being re-employed, your
employment with the Company is terminated for a reason set forth Article III, you shall receive the
severance pay calculated based upon your rehire date, plus the severance




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pay which was refunded by you to the Company upon your re-employment or the severance pay
calculated before your rehire date which was not paid to you because you became re-employed with
the Company.




          (c) Termination, Amendment and Modification. Notwithstanding anything in this Plan to
the contrary, the Company expressly reserves the right, at any time, for any reason, without
limitation, and in its sole and absolute discretion, to terminate, amend or modify the Plan and any
or all of the benefits provided thereunder, either in whole or in part, whether as to all persons
covered thereby or as to one or more groups thereof. The termination, amendment or modification of
the Plan shall be effected by a document in writing.




          (d) No Additional Rights Created. Neither the establishment of this Plan, nor any
modification thereof, nor the payment of any benefits hereunder, shall be construed as giving to
any Participant, Eligible Employee (or any beneficiary of either), or other person any legal or
equitable right against the Company or any Officer, director or employee thereof; and in no event
shall the terms and conditions of employment by the Company of any Eligible Employee be modified or
in any way affected by this Plan. There is no promise of employment of any kind by the Company
contained in this Plan. Regardless of what this Plan provides, the Company remains free to change
wages and all other working conditions without notice of agreement. The Company also continues to
have the absolute right to terminate your employment with or without cause.




          (e) Records. The records of the Company with respect to employment history, Base
Salary, Years of Service, absences, and all other relevant matters shall be conclusive for all
purposes of this Plan.




          (f) Construction. The respective terms and provisions of the Plan shall be construed,
whenever possible, to be in conformity with the requirements of ERISA, or any subsequent laws or
amendments thereto. To the extent not in conflict with the preceding sentence or another provision
in the Plan, the construction and administration of the Plan shall be in accordance with the laws
of Maine (without reference to its conflicts of law provisions).




          (g) Severability. Should any provisions of the Plan be deemed or held to be unlawful
or invalid for any reason, such fact shall not adversely affect the other provisions of the Plan
unless such determination shall render impossible or impracticable the functioning of the Plan, and
in such case, an appropriate provision or provisions shall be adopted so that the Plan may continue
to function properly.




          (h) Unfunded Plan. The Company shall pay for benefits under the Plan out of its
general assets. No Participant or any other person shall have any interest whatsoever in any
specific asset of the Company. To the extent that any person acquires a right to receive payments
under this Plan, such right shall not be secured by any assets of the Company. The obligations of
the Company may be funded through contributions to a trust or otherwise, but the obligations of the
Company are not required to be funded under this Plan unless required by law.




          (i) Nontransferability. In no event shall the Company make any payment under this
Plan to any assignee or creditor of a Participant, except as otherwise required by law.




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Prior to the time of a payment hereunder, a Participant shall have no rights by way of
anticipation or otherwise to assign or otherwise dispose of any interest under this Plan, nor shall
rights be assigned or transferred by operation of law.




          (j) Incompetency. In the event that the Plan Administrator finds that a Participant
is unable to care for his or her affairs because of illness or accident, then benefits payable
hereunder, unless claim has been made therefor by a duly appointed guardian, committee, or other
legal representative, may be paid in such manner as the Plan Administrator shall determine, and the
application thereof shall be a complete discharge of all liability for any payments or benefits to
which such Participant (or designated beneficiary) was or would have been otherwise entitled under
this Plan.




          (k) Welfare Plan. The Company intends that this Plan constitute a “welfare plan”
under ERISA and any ambiguities in this Plan shall be construed to effect that intent.




          (l) Termination, Amendment and Modification. Notwithstanding anything in this Plan to
the contrary, the Company expressly reserves the right, at any time, for any reason, without
limitation, and in its sole and absolute discretion, to terminate, amend or modify the Plan and any
or all of the benefits provided thereunder, either in whole or in part, whether as to all persons
covered thereby or as to one or more groups thereof. The termination, amendment or modification of
the Plan shall be effected by a document in writing.




          (m) Exclusive Benefit. A Participant who receives severance benefits under this Plan
shall not be eligible to receive severance benefits under the Wright Express Corporation Severance
Pay Plan for Non-Officers.




ARTICLE VI — OTHER IMPORTANT INFORMATION




          (a) Claim Procedure.




          How to File a Claim. If you are a Participant in the Plan, you will automatically
receive the benefits set forth under Article IV of the Plan. If you feel you have not been
provided with all benefits to which you are entitled under the Plan, you may file a written claim
with the Plan Administrator with respect to your rights to receive benefits from the Plan. If you
wish to make a claim for payment of benefits under the Plan, a claim must be filed by contacting
the Human Resources Department at the Company’s headquarter in South Portland, Maine within 90 days
of the date you received notification from the Company that your benefits were denied. You may be
required to provide additional information. After your claim has been processed, you will be
notified in writing if any benefits are denied in whole or in part, or if any additional
information is required by the office that processes your claim. You will receive this written
notification within 90 days after it is filed. Under special circumstances, the Plan Administrator
may require an additional period of not more than 90 days to review your claim. If this occurs,
you will be notified in writing as to the length of the extension, the reason for the extension,
and any other information needed in order to process your claim. If you are not
notified within the 90-day (or 180-day, if so extended) period, you may consider your claim to
be denied.




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          How to Appeal a Claim. If your claim is denied, in whole or in part, you will be
notified in writing of the specific reason(s) for the denial, the exact plan provision(s) on which
the decision was based, what additional material or information is relevant to your case, and what
procedure you should follow to get your claim reviewed again. If you do not agree with the reason
why your claim was denied in whole or in part, you then have sixty (60) days to appeal the decision
to the Plan Administrator.




          Your appeal must be submitted in writing. You may request to review pertinent documents, and
you may submit a written statement of issues and comments. You must state why you believe the
claim should not have been denied and submit any data, questions or comments you think are
appropriate.




          Your appeal will be reviewed by the Company, and a decision will be made within sixty (60)
days after the appeal is received. Under special circumstances, the Plan Administrator may require
an additional period of not more than 60 days to review your appeal. If this occurs, you will be
notified in writing as to the length of the extension, not to exceed 120 days from the day on which
your appeal was received.




          If your appeal is denied, in whole or in part, you will be notified in writing of the specific
reason(s) for the denial and the exact plan provision(s) on which the decision was based. The
decision on your appeal will be final and binding on all parties and persons affected thereby. If
you are not notified within the 60-day (or 120-day, if so extended) period, you may consider your
appeal as denied.




          (b) Plan Interpretation and Benefit Determination. The Plan is administered and
operated by the Plan Administrator, who has the exclusive discretionary authority and power to
determine eligibility for benefits and to construe the terms and provisions of the Plan, to
determine questions of fact and law arising under the Plan, to direct disbursements pursuant to the
Plan and to exercise all other powers specified herein or which may be implied from the provisions
hereof. The Plan administrator may adopt such rules for the conduct of the administration of the
Plan as it may deem appropriate. All interpretations and determinations of the Plan Administrator
shall be final and binding upon all parties and persons affected thereby. The Plan Administrator
may appoint one or more individuals and delegate such of its powers and duties as it deems
desirable to any such individual(s), in which case every reference herein made to the Plan
Administrator shall be deemed to mean or include the appointed individual(s) as to matters within
their jurisdiction.




          (c) Your Rights Under ERISA. The following is a statement of your rights under
Federal law as required by the U.S. Department of Labor:




          As a participant in this Plan, you are entitled to certain rights and protections under the
Employee Retirement Income Security Act of 1974, as amended (“ERISA”). ERISA provides that all
Plan participants shall be entitled to:




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	 	•	 	Examine, without charge, at the Plan Administrator’s office and at other
specified locations, all Plan documents and copies of all documents filed by
the Plan with the U.S. Department of Labor, such as detailed annual reports
and Plan descriptions.
	 
	 	•	 	Obtain copies of all Plan documents and other Plan information upon written
request to the Plan Administrator. The Plan Administrator may make a
reasonable charge for the copies.
	 
	 	•	 	Receive a summary of the latest annual financial report of the Plan. The
Plan Administrator is required by law to furnish each participant with a copy
of such summary.





          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 your 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. The named fiduciary is Wright Express Corporation. It
is illegal for anyone to prevent you from obtaining a benefit or exercising your rights under ERISA
by firing you or discriminating against you in any way.




          If your claim for a benefit is denied in whole or in part, you must receive a written
explanation of the reason for the denial. You have the right to a review and reconsideration of a
denial of benefits under the Plan.




          Under ERISA, there are steps you can take to enforce the above rights. For instance, if you
request materials from the Plan 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 requested 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 believe that Plan fiduciaries misused the Plan’s money,
or that you have been 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 named fiduciary is
Wright Express Corporation.




          If you file a suit, 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 the court finds that
your claim is frivolous.




          If you have questions about your Plan, you should contact the Plan Administrator. If you have
any questions about this statement or about your rights under ERISA, you should
contact the nearest Area office of the U.S. Labor-Management Services Administration,
Department of Labor, listed in your telephone directory.




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          (d) Plan Document. This document shall constitute both the plan document and summary
plan description and shall be distributed to all Eligible Employees in this form.




          (e) Other Important Facts.




	 	 	 
	OFFICIAL NAME OF THE PLAN:

	 	Wright Express Corporation Severance Pay Plan
for Officers
	 
	 	 
	SPONSOR:

	 	Wright Express Corporation
	 

	 	97 Darling Avenue
	 

	 	South Portland, Maine 04106
	 

	 	(207) 773-8171
	 
	 	 
	PLAN NUMBER:

	 	516
	 
	 	 
	TYPE OF PLAN:

	 	Employee Welfare Severance Benefit Plan
	 
	 	 
	TYPE OF ADMINISTRATION:

	 	Employer Administered
	 
	 	 
	PLAN ADMINISTRATOR:

	 	SVP, Human Resources
	 

	 	Wright Express Corporation
	 

	 	97 Darling Avenue
	 

	 	South Portland, Maine 04106
	 

	 	(207) 773-8171
	 
	 	 
	EFFECTIVE DATE:

	 	February 22, 2005
	 
	 	 
	RECORDS

	 	The Plan Administrator keeps records of the
Plan and is responsible for the administration
of the Plan. The Plan Administrator will also
answer any questions you may have about the
Plan.
	 
	 	 
	AGENT FOR SERVICE
OF LEGAL PROCESS:

	 	General Counsel

Wright Express Corporation
	 

	 	97 Darling Avenue

South Portland, Maine 04106
	 

	 	(207) 773-8171






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