Document:

Amendment to Form of Employment Contract with Specified Officers

 Exhibit 10(xiii) 
 AMENDMENT TO FORM OF EMPLOYMENT AGREEMENT WITH SPECIFIED 
 OFFICERS 
 Amendment to comply with Code Section 409A 
 WHEREAS, American Greetings Corporation (the “Corporation”) and certain specified employees and officers of the Corporation (individually, the “Employee”*), including, without limitation those
identified on Attachment A, have each entered into employment agreements (each, an “Employment Agreement”) with the Corporation setting forth the terms and conditions of the Employee’s employment with the Corporation, the form
of which is set forth on Attachment B; 
 WHEREAS, the Corporation desires to amend any such Employment Agreement to comply with the
requirements of Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”) and the regulations and rulings promulgated thereunder; and 
 WHEREAS, the Corporation previously delegated the authority to adopt amendments to any benefit plan or agreement of the Corporation to incorporate such changes as may be necessary to comply with law, including,
without limitation, Code Section 409A, to certain specified officers, including the Senior Vice President of Human Resources; provided, that no such amendment shall result in a material increase in the liability or payment obligations of the
Corporation without prior approval of the Compensation and Management Development Committee of the Board of Directors of the Corporation. 
 NOW, THEREFORE, this Amendment (the “Amendment”) shall amend each such Employment Agreement as set forth below: 
 1.
Effective as of January 1, 2009, a new Section shall be added to the Employment Agreement to read as follows: 
 “Compliance with Code
Section 409A. Notwithstanding the other provisions of the Employment Agreement entered into with the Corporation, all provisions of the Employment Agreement shall be construed and interpreted to comply with Code Section 409A and the
regulations and rulings promulgated thereunder and, if necessary, any provision shall be held null and void to the extent such provision (or part thereof) fails to comply with Section 409A or regulations thereunder. 
 (a)        Definitions. The terms used in the Employment Agreement shall have the following meaning:

 (i)        “Separation from Service” shall have the meaning set forth in Treasury
Regulations Section 1.409A-1(h). 
 (ii)       “Specified Employee” shall have the meaning
set forth in Treasury Regulations Section 1.409A-1(i). 

 (b)        Bonus. Any bonus or incentive compensation
earned and payable to Employee under the Employment Agreement shall be paid no later than 2 1/2 months following the close of the
Corporation’s fiscal year to which the bonus relates, or 2 1/2 months following the close of the calendar year in which such
fiscal year ends, if later. 
 (c)        Delay of Payment for Specified
Employees. Notwithstanding any provision of the Employment Agreement to the contrary, in the event the Employee is a Specified Employee as of the date of such Employee’s Separation from Service, any amounts that are subject to Code
Section 409A that become payable upon the Employee’s Separation from Service shall be held for delayed payment and shall be distributed on or immediately after the date which is six months after the date of the Employee’s Separation
from Service. 
 (d)        Separation from Service. Payments under the Employment Agreement
that provide for payment upon the Employee’s termination of employment (or similarly used term) shall be amended to provide that no such payment shall be permitted unless such termination qualifies as a Separation from Service. 
 For purposes of the limitations on nonqualified deferred compensation under Section 409A, each payment of compensation under the Employment
Agreement shall be treated as a separate payment of compensation for purposes of applying the Code Section 409A deferral election rules and the exclusion from Code Section 409A for certain short-term deferral amounts. Any amounts payable
under the Employment Agreement solely on account of an involuntary separation from service within the meaning of Code Section 409A shall be excludible from the requirements of Code Section 409A, either as involuntary separation pay or as
short-term deferral amounts (e.g., amounts payable under the schedule prior to March 15 of the calendar year following the calendar year of involuntary separation) to the maximum extent possible. 
 Payments made under the Employment Agreement, including payments made upon a Separation from Service over the severance period, shall be paid in equal
installments in accordance with the Corporation’s normal payroll practices. 
 (e)        In-Kind Benefits. Any reimbursements or in-kind benefits shall be made or provided in accordance with the requirements of Code Section 409A, including, where applicable, the
requirement that: (i) any reimbursement is for expenses incurred during the period of time specified in accordance with the Employment Agreement, (ii) the amount of expenses eligible for reimbursement, or in-kind benefits provided, during
a calendar year may not affect the expenses eligible for reimbursement, or in-kind benefits to be provided, in any other calendar year, (iii) the reimbursement of an eligible expense will be made no later than the last day of the calendar year
following the year in which the expense is incurred, and (iv) the right to reimbursement or in-kind benefits is not subject to liquidation or exchange for another benefit. 
 (f)        Amendment of Inconsistent Provisions. To the extent that any provision of the Employment
Agreement is inconsistent with the requirements of Code Section 409A and the regulations and rulings promulgated thereunder, the Employment Agreement is hereby amended to delete such inconsistent provisions.” 
  

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 2.        Except as otherwise provided herein, the Employment
Agreement shall be unaffected by this Amendment. 
 IN WITNESS WHEREOF, the Corporation has adopted this Amendment on the date set
forth below. 
  

					
	AMERICAN GREETINGS CORPORATION
			
	By	 	       /s/Brian McGrath
	 	
	 Brian McGrath, Senior Vice President of
 Human Resources

			
		
	Date:	 	     12-19-08

 *** 
 The
foregoing Amendment amends the employment agreements for the following officers, which agreements have been previously filed as exhibits by American Greetings Corporation: 
     Joseph B. Cipollone 
     Brian T. McGrath 
     Stephen J. Smith 
     Erwin Weiss 
     Josef A. Mandelbaum 
     Douglas Rommel 
     Jeffery Weiss 
     Zev Weiss 
  

 3American Greetings Severance Benefits Plan (Officers)

 Exhibit 10(xiv) 
  
 SEVERANCE BENEFITS PLAN (OFFICERS) - SUMMARY PLAN DESCRIPTION 
 PURPOSE 
 The purpose of the American Greetings Severance Benefits Plan (Officers) (the “Plan”) is to provide severance benefits
to officers of American Greetings Corporation (“American Greetings Corporation” or “Company”) employed in the United States, who lose their positions with the Company involuntarily. 
 ELIGIBILITY 
  

	 	  (a)	You may be eligible for benefits under this Plan if you are employed as an officer of the Company in the United States on a regular full-time or regular part-time basis and your
employment is involuntarily terminated due to (i) a change in operations; (ii) a facility relocation or closing; (iii) a reduction in force for economic or other reasons; or (iv) any other reason elected by the Company in its
sole discretion, except for gross violation of obligations to the Company. 

  

	 	  (b)	You will not be eligible for benefits under this Plan if you are terminated for any reason, including, but not limited to those stated in paragraph (a) above, and prior
to your termination, or within a reasonable time after your termination, the Company or any entity which continues to operate that part of American Greetings business in which you were employed offers you any comparable position. (Comparable
position shall be determined at the sole discretion of the Plan Administrator on a non-discriminatory basis.) 

  

	 	  (c)	You will not be eligible for benefits under this Plan if you resign (including but not limited to resignation prior to the date of involuntary termination for any of the
reasons stated in paragraph (a) above), abandon your job, fail to return from an approved leave of absence, initiate your termination on any similar basis, or are terminated for gross violation of obligations to the Company, as determined by
the Plan Administrator in its sole’s discretion. 

 SCHEDULE OF BENEFITS 
 The amount of severance benefits you receive will be governed by whether you choose to participate in the Company’s standard or enhanced severance benefit program.

 The benefits you receive under this plan will be based on your base salary, exclusive of bonus and/or commission, at the time you are notified of your
termination. Any performance/merit reviews that are pending or in process will not affect the amount of your severance benefits. A month’s pay is determined by an employee’s annual base 

  

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salary (exclusive of bonus, commissions, or other incentive) as specified in that person’s PL-1 divided by 12. 
  

			
	SEVERANCE PAY	 	
	
	 1.   Standard Severance Benefits – An officer will receive one-half month’s
pay.

	
	 2.   Enhanced Severance Benefits – An officer who signs a waiver and release agreement at the
time of termination in a form prepared by the Company will receive:

	
	 One (1) month’s base salary (exclusive of bonus, commission or other incentive) for each year of continuous service completed with the
Company, up to a maximum total benefit (standard plus enhanced) not to exceed:

		
	 Sr. Vice President
	 	24 months                                    

	 Vice President and Executive Directors
	 	18 months                                    

	
	 The minimum total benefit (standard plus enhanced) provided will be:

		
	 Sr. Vice President
	 	12
months                                    
	 Vice President and Executive Director
	 	6
months                                    
		
	HEALTH CARE COVERAGE	 	
	Continued health care coverage concurrently with COBRA in the plan in which you are currently enrolled, at the employee payroll deduction rate through the end of the severance
period. Thereafter, you are eligible for the remainder of the COBRA period at the full COBRA cost. The monthly premium for health care will be deducted directly from your severance payment.
		
	OUTPLACEMENT SERVICES	 	
	An officer who signs a waiver and release agreement at the time of termination in a form prepared by the Company will receive outplacement services to assist him/her in seeking
employment. The Company will select the service provider and will make direct payments to the service provider. Services provided will be a six (6) month program.

  

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 METHOD OF PAYMENT 
 You will receive your severance pay via a monthly direct deposit into the account(s) you currently have designated for payroll deposits. The Company reserves the right to pay any portion of the severance pay in a lump sum, at Company’s
discretion. 
 SOURCE OF BENEFITS 
 The Company shall pay
your benefits under the Plan from its general assets. 
 REVIEW OF DENIAL OF BENEFITS 
 In the event that you do not receive benefits to which you think you are entitled; you may file a claim for those benefits. In the event that your claim is denied, in whole or in part, you will be notified in writing.
The notice will tell you why your claim was denied, and either request any additional information necessary to grant your claim or tell you what to do to appeal the denial. To appeal, you must file a form prescribed by the Company, setting forth the
facts and benefits claimed. The Plan Administrator will rule on your claim within sixty days of receipt of your appeal. A copy of the ruling and a statement supporting the decision will be given to you. 
 PLAN ADMINISTRATION 
 The following information about the Severance
Benefits Plan and how it is administered may be useful to you: 
 PLAN NAME 
 The official name of the plan is the American Greetings Corporation Severance Benefits Plan (Officers) (the “Plan”). 
 PLAN NUMBER 
 The plan number American Greetings has assigned to this severance benefits plan is
#        . 
 PLAN YEAR 
 The Plan is administered on a fiscal year basis: March 1 through February 28. 
 TYPE OF PLAN 
 The Plan is a severance benefits plan. 
  

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 PLAN SPONSOR AND PLAN ADMINISTRATOR 
 American Greetings Corporation is the Plan Sponsor and Plan Administrator. The address and telephone numbers are: 
 American
Greetings Corporation 
 One American Road 
 Cleveland, OH 44144

	 	—	 	 1-216/252-7300 

	 	—	 	 1-800/321-3040 

 EMPLOYER IDENTIFICATION NUMBER

 The employer identification number (EIN) assigned by the Internal Revenue Service to American Greetings Corporation is #34-0065325. 
 AGENT FOR SERVICE OF LEGAL PROCESS 
 If you decide to take action
against the Plan for any reason, the agent for legal process on the plan is the following: 
 Sr. Vice President, Human Resources 
 American Greetings Corporation 
 One American Road 
 Cleveland, OH 44144 
 Legal process may also be served on the Plan
Administrator. 
 AMENDMENT OR TERMINATION OF THE PLAN 
 The Company reserves the right to amend the Plan as consistent with and necessary for meeting its strategic goals and objectives. The Company further reserves the right to terminate the plan at any time and for any reason without the
consent of any employee. 
 INTERPRETATION OF THE PLAN 
 The Plan Administrator has full discretion and authority to make the final decision regarding all areas of interpretation and administration, including eligibility for benefits, level of benefits provided, interpretation of Plan language
(including this summary plan description), and administrative procedures. The decision of the Plan Administrator is final and binding on all individuals dealing with or claiming benefits under the Plan. If challenged in court, the Plan intends for
the Plan Administrator’s decision to be upheld unless found by a court of competent authority to be arbitrary or capricious. 
  

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 EFFECTIVE DATE 
 The
benefits summarized in this summary plan description are effective as of February 1, 2003. This summary plan description supercedes and replaces any previously distributed materials regarding the severance benefit plan. 
 YOUR ERISA RIGHTS 
 As a participant in the American Greetings
Corporation Severance Benefits Plan (Officers), you are entitled to certain rights and protections under the Employee Retirement Income Security Act of 1974, as amended (ERISA). 
 The Plan is designed to meet the legal requirements established by ERISA, as amended. It will be amended to conform to any changes in the law or government regulations. 
 Your rights under ERISA include the right to receive certain information and the right to file a lawsuit if you believe your rights have been violated. The following is
a description of your ERISA rights. 
 RECEIVE INFORMATION ABOUT YOUR PLAN AND BENEFITS 
 You can visit the Plan Administrator’s office and examine without charge all documents governing the Plan. 
 You can
obtain, upon written request to the Plan Administrator, copies of documents governing the operation of the Plan, including updated summary plan descriptions. The Plan Administrator may make a reasonable charge for the copies. 
 PRUDENT ACTIONS BY PLAN FIDUCIARIES 
 In addition to creating rights
for plan participants, ERISA imposes duties on the people who are responsible for the operation of the employee benefit plans. 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. No one, including your employer or any other group or person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a welfare benefit or exercising
your rights under ERISA. 
 ENFORCE YOUR RIGHTS 
 If your
claim for a severance benefit is denied or ignored in whole or in part, you have a right to know why this was done, to obtain without charge, copies of documents relating to the decision, and to appeal any denial, all within certain time schedules.

  

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 Under ERISA, there are steps you can take to enforce the above rights. For instance: 

	 	—	 	 If you request a copy of plan documents or the latest annual report from the plan and do not receive them within 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 materials, unless the materials were not sent for reasons beyond the Plan Administrator’s control.

	 	—	 	 If you have a claim for benefits that is denied or ignored in whole or in part, you may file suit in a state or federal court. 

	 	—	 	 If it should happen that plan fiduciaries misuse the plan’s money or if you are 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 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, if for example, it finds your claim is frivolous. 

 ASSISTANCE WITH YOUR QUESTIONS

 If you have any questions about the plan, you should contact the Plan Administrator. If you have questions about this statement or your ERISA rights
or if you need assistance in obtaining documents from the Plan Administrator, you should contact: 

	 	—	 	  The nearest office of the Pension and Welfare Benefits Administration, 

       U.S. Department of Labor (listed in your telephone directory), or 

	 	—	 	  Division of Technical Assistance and Inquiries, Pension and Welfare 

       Benefits Administration, U.S. Department of Labor, 200 Constitution 
       Avenue, N.W., Washington, D.C. 20210. 
 You also can obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Pension and Welfare Benefits Administration at 1-800/998-7542. 
  

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