Document:

Description of Amendment to Plan

 EXHIBIT 10p(i) 
  
 FIRST AMENDMENT TO THE 
  
 VERIZON EXCESS PENSION PLAN 
  
 This Amendment is hereby adopted this          day of December, 2004. 
  
 WHEREAS, the Verizon Corporate Services Group Inc. maintains the
Verizon Excess Pension Plan (Effective January 1, 2002) (the “Excess Plan”); 
  
 WHEREAS, pursuant to Article VI, Section B of the Excess Plan, the most senior human resources officer of Verizon Communications Inc. (“Verizon”) has the authority to amend the Excess Plan; and

  
 WHEREAS, Verizon wants to amend the Excess Plan to
comply with Section 885 of the American Jobs Creation Act of 2004 and to cover senior managers under the cash balance pension provisions. 
  
 NOW, THEREFORE, the Excess Plan is hereby amended, effective January 1, 2005, as set forth in the attached new Articles VII and VIII. 

 
 IN WITNESS WHEREOF, this Amendment has been executed as of the date
first set forth above. 
  
  

			
	       VERIZON COMMUNICATIONS INC.
		
	By:	 	 
	 	 	 Marc C. Reed
 Executive Vice President-Human Resources

 ARTICLE VII. SENIOR MANAGER PARTICIPATION EFFECTIVE JANUARY 1, 2005 
  

	A.	 Effective January 1, 2005, Employees who are classified as “Senior Managers” or promoted to such status will participate in this Plan as described in
this article. 

  

	B.	 A Senior Manager will only accrue a pension under this Plan based on the basic cash balance formula that applies under the Basic Pension Plan, with respect to
his eligible compensation in excess of the Code Section 401(a)(17) limit. (As of the effective date of this article, the cash balance pay credit percentages range between 4 – 7% of eligible compensation, depending on the age and eligible
service of the Employee.) A Senior Manager will not be eligible to accrue a pension under this Plan based on the highest average pay (HAP) formula or any other non-cash balance pension formula in the Basic Pension Plan. 

 

	C.	 In the event an Employee is promoted to Senior Manager status, his opening cash balance account under this Plan will be determined as of the time of the
promotion under the applicable provisions that follows: 

  

	 	1.	 If at the time of promotion, the Employee’s highest pension under all formulas applicable to him under the Basic Pension Plan is based on the cash balance
formula, then his opening cash balance account under this Plan will simply be the same as his then existing cash balance account value. 

  

	 	2.	 If at the time of promotion, the Employee’s highest pension under all formulas applicable to him under the Basic Pension Plan is based on a formula other
than the cash balance formula, then his opening cash balance account under this Plan will be equal to the lump sum value of his benefit under that pension formula, based on the actuarial tables and interest rates then in effect under the Basic
Pension Plan for that Employee. After the determination of the opening cash balance account under this Plan, there will be no subsequent comparison to the value of any other pension formula. 

  
 Once an Employee is promoted to Senior Manager and his
opening cash balance account is established under this Plan, he will not thereafter be permitted to “grow in” to any early retirement subsidies (Rule of 75) under this Plan based on any non-cash balance formula. At the time of 

 
promotion to Senior Manager, all rights to any non-cash balance based formula shall cease under this Plan. 
  
 ARTICLE VIII. COMPLIANCE WITH SECTION 885 OF THE AMERICAN JOBS CREATION ACT OF 2004

  

	A.	 Effective January 1, 2005, the form and timing of payments to an Employee under this Plan will be governed by the provisions in this article.

  

	B.	 All distributions under this Plan will be in the form of a lump sum distribution. If an Employee’s pension under this Plan is based on the cash balance
pension formula, the amount of the lump sum distribution will be equal to the cash balance account balance at the time of distribution. If an Employee’s pension under this Plan is based on a non-cash balance pension formula, the amount of the
lump sum distribution will be computed using the actuarial tables and interest rates then in effect under the Basic Pension Plan for that Employee. 

  

	C.	 Except for Employees who are “Key Employees” within the meaning of the American Jobs Creation Act, distributions will be made as soon as reasonably
practicable following an Employee’s termination of employment and based on his first available Pension Commencement Date following termination of employment. For “Key Employees” within the meaning of the American Jobs Creation Act,
distributions under this Plan will be made as soon as reasonably practicable following the expiration of the six month restriction mandated by the American Jobs Creation Act.Description of Verizon Executive Deferral Plan

 EXHIBIT 10v 
  

Description of Verizon Executive Deferral Plan 
  
 On December 1, 2004, the Human Resources Committee of Verizon Communications Inc.’s Board of Directors adopted the Verizon Executive Deferral Plan
(the Deferral Plan) in order to comply with Section 885 of the American Jobs Creation Act of 2004 (the Act) and Section 409A of the Internal Revenue Code of 1986, as amended (the Code). Eligible employees and non-employee Directors of Verizon
Communications Inc. (Verizon) may elect to participate in the Deferral Plan as of January 1, 2005. 
  
 The Deferral Plan is a nonqualified, unfunded deferred compensation and supplemental savings plan that permits participants to defer the receipt of certain compensation not otherwise eligible for
deferral. For eligible employees, the Deferral Plan also provides company-matching credits on certain deferrals that are comparable to the matching contributions under the Verizon Qualified Savings Plan. Non-employee Directors do not receive
matching contributions under the Deferral Plan. This plan will not provide supplemental pension credits to any participant. The terms and conditions of the Deferral Plan are outlined below. 
  
 Highlights of the New Verizon Executive Deferral Plan

  

							
	Nature of Plan Benefits	    	The Plan benefits are expressed in terms of an unfunded account balance and will equal
the value of that account balance when payments are made from the Plan. The value
of
an account balance will increase or decrease based upon individual investment elections.
The Plan is a non-qualified benefit plan and the assets are not held in a trust.
			
	Deferrals for Active Participants	    	•	    	Eligible employees can defer up to 100% of the portion of their base salary that
exceeds a limit included in the Internal Revenue Code ($210,000 in 2005)
(Eligible Base
Salary).
			
	 	    	•	    	Eligible employees can defer up to 100% of their short-term incentive award.
			
	 	    	•	    	Directors can defer up to 100% of their cash retainer and associated meeting fees.
			
	 	    	•	    	Participants may also be able to defer up to 100% of their long-term incentive
award or annual equity grant to the extent otherwise permitted pursuant to the
terms of the
award.
			
	 	    	•	    	Deferral elections are submitted in accordance with applicable legal requirements
under the Plan.
			
	Company Contributions	    	•	    	The Company will add a “matching contribution credit” to eligible employees’
accounts equal to –
				
	 	    	 	    	•	  	if they defer at least 6% of the sum of Eligible Base Salary and short-term incentive under the Plan, 5% of the sum of their Eligible Base Salary and short-term incentive; or
				
	 	    	 	    	•	  	if they defer less than 6% of the sum of Eligible Base Salary and short-term incentive under the Plan, 100% of the first 4% (and

							
				
	 	    	 	    	 	  	50% of the next 2%) of the sum of the Eligible Base Salary and short-term incentive that they defer.
				
	 	    	 	    	•	  	non-employee members of the board of directors are not eligible for any company matching contribution credits.
				
	 	    	 	    	•	  	deferrals of long-term incentive awards are not eligible for company matching contribution credits.
		
	Account Investments	    	Generally, individuals can elect to invest their EDP account in any of the investment
options available under the Plan, which generally mirror the investment options
available
under the Verizon Qualified Savings Plan for Management Employees.
			
	Distributions from the Plan of Personal Deferrals	    	•	    	At the time individuals elect to defer they must also elect when and how they
would like to have their benefit distributed. They may elect one of the following
distribution
forms:
				
	 	    	 	    	•	  	One single lump sum payment, or
				
	 	    	 	    	•	  	Annual installments (for between 2 and 20 years)
			
	 	    	•	    	Distributions can generally begin at separation from service or on a specified date
either before or after separation from service.
			
	 	    	•	    	Individuals can change their distribution elections with respect to a deferred
amount provided that (1) they make the election change at least 12 months prior
to the
original distribution date, (2) they delay the date they would have otherwise
received the distributions by at least 5 years, and (3) they will not receive the
distribution sooner or over a shorter period of time. An individual may not
switch
from annual installments to a lump sum distribution.
		
	Distributions from the Plan of Company Contributions	    	All Company contributions in an EDP account (including amounts transferred to the
EDP from the IDP or Directors’ Plan) will be distributed in a lump sum
payment
following separation from service (or six months after separation from service for certain
“key” employees).
			
	Vesting	    	•	    	Personal deferrals under the Plan are vested immediately.
			
	 	    	•	    	Matching contribution credits vest after an eligible employee has completed at
least 3 full years of employment with the Company.
			
	 	    	•	    	Matching contribution credits will also vest if an individual’s employment is
involuntarily terminated and they sign a release, if they terminate employment as
a result
of death or a disability, or if there is a change in control of Verizon.
			
	 	    	•	    	Any other Company contributions transferred to the EDP from another plan
(including unvested Retirement Contribution Credits transferred from the IDP)
will vest according to
the vesting schedule in place under the other plan at the
time of the transfer.

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