Document:

EX-10.40

Exhibit 10.40

R.H. DONNELLEY CORPORATION

RESTORATION PLAN

Effective January 1, 2009

 

 

R.H. DONNELLEY CORPORATION RESTORATION PLAN

EFFECTIVE JANUARY 1, 2009

	1.	 	Purpose.

     R.H. Donnelley Corporation is establishing the R.H. Donnelley Corporation Restoration Plan
effective as of January 1, 2009 to benefit highly compensated employees whose matching
contributions or transition contributions under the R.H. Donnelley 401(k) Plan are limited by Code
Section 401(a)(17) or Code Section 415.

	2.	 	Definitions.

     The following terms used in the Plan shall have the meanings set forth below:

	 	(a)	 	“Account” shall mean the Participant’s notional account under this Plan.
	 
	 	(b)	 	“Administrator” shall mean the Compensation and Benefits Committee or its duly
authorized delegate. References herein to the Administrator shall be deemed to include
its delegate, if any.
	 
	 	(c)	 	“Beneficiary” shall mean the person or persons designated by the Participant in
accordance with Section 9.
	 
	 	(d)	 	“Board” shall mean the Board of Directors of R.H. Donnelley Corporation.
	 
	 	(e)	 	“Code” shall mean the Internal Revenue Code of 1986, as amended.
	 
	 	(f)	 	“Company” shall mean Dex Media, Inc. and R.H. Donnelley Corporation and any of
its direct or indirect subsidiaries that adopt the Plan.
	 
	 	(g)	 	“Compensation and Benefits Committee” shall mean the Compensation and Benefits
Committee of the Board.
	 
	 	(h)	 	“Eligible Employee” shall mean any person employed by the Company who is (i)
within a ‘select group of management or highly compensated employees’ within the
meaning of ERISA, and (ii) whose transition contribution or matching contribution under
the RHD 401(k) Plan is limited because of application of Code Section 401(a)(17) or
Code Section 415. Notwithstanding the foregoing, a person’s status as an “Eligible
Employee” may be terminated in accordance with Section 3(c).
	 
	 	(i)	 	“ERISA” shall mean the Employee Retirement Income Security Act of 1974, as
amended.
	 
	 	(j)	 	“Investment Direction” shall mean the choice of Investments made upon the
Participant’s election pursuant to Section 5(b).
	 
	 	(k)	 	“Investments” shall mean the investment options that are made available as the
mechanism to calculate hypothetical investment performance on the Transition Credits
and Matching Credits credited to each Participant’s Account under the Plan.

 

 

	 	(l)	 	“Matching Credit” shall mean the amount equal to (i) the maximum amount of
matching contributions that hypothetically could have been credited to the
Participant’s RHD 401(k) Plan account for the Plan Year before taking into account the
restrictions of Code Sections 401(a)(17) and 415; less (ii) the maximum amount of
matching contribution that hypothetically could have been made to the Participant’s RHD
401(k) Plan account for the Plan Year taking into account Code Sections 401(a)(17) and
415. Only Eligible Employees who make pre-tax deferrals to the RHD 401(k) Plan in an
amount equal to the Code Section 402(g) limit for the Plan Year shall receive a
Matching Credit for the Plan Year.
	 
	 	(m)	 	“Participant” shall mean any Eligible Employee of the Company who received
Transition Credits or Matching Credits pursuant to Section 4. The term “Participant”
shall also mean former employees of the Company who have Account balances.
	 
	 	(n)	 	“Plan Year” shall mean each calendar year.
	 
	 	(o)	 	“RHD 401(k) Plan” shall mean the R.H. Donnelley 401(k) Plan, as amended.
	 
	 	(p)	 	“Separation from Service” shall mean the Participant’s “separation from
service” within the meaning of Code Section 409A(a)(2)(A)(i) and applicable regulations
and other guidance thereunder.
	 
	 	(q)	 	“Transition Credit” shall mean the amount equal to (i) the transition
contributions that would have been credited to the Participant’s RHD 401(k) Plan
account for the Plan Year before taking into account the restrictions of Code Sections
401(a)(17) and 415; less (ii) the transition contributions credited to the
Participant’s RHD 401(k) Plan account for the Plan Year.

	3.	 	Eligibility and Participation.

	 	(a)	 	Eligible Employees. Active participation in the Plan shall be limited
to Eligible Employees.
	 
	 	(b)	 	Continuation of Participation. If a Participant ceases to be an
Eligible Employee in a succeeding Plan Year, then such Participant shall remain
eligible only to continue the deferral of prior Transition Credits and Matching Credits
as and to the extent permitted under the Plan and under Code Section 409A, but shall
not be eligible to receive Transition Credits and Matching Credits under the Plan after
ceasing to be an Eligible Employee.
	 
	 	(c)	 	Termination of Participation. The Administrator shall be specifically
empowered to terminate the Participant’s status as an Eligible Employee if the
Administrator determines, in its sole and absolute discretion, that such termination is
necessary, appropriate or desirable, including without limitation, any such termination
premised on the Administrator’s determination or belief that continuation of such
Eligible Employee status is, could or might jeopardize the Plan’s classification as a
“top hat” pension benefit plan (within the meaning of Section 11(b)). Any such
Administrator action shall be taken only in compliance with Section 409A and shall be
communicated to the individual. Except as permitted by Code Section 409A and
applicable guidance

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	 	 	 	thereunder, the Administrator shall not require that any distributions of Accounts be
made in connection with the termination of a Participant’s status as an Eligible
Employee.

	4.	 	Provisions Relating to Transition and Matching Credits.

	 	(a)	 	Timing of Credit. Each Plan Year, a Transition Credit and a Matching
Credit will be credited to the Account of each Participant no later than the last day
of that Plan Year.
	 
	 	(b)	 	 Special Rule Applicable to Transition Credits. No Eligible Employee
may receive Transition Credits for any Plan Year beginning on or after December 31,
2013. Only Eligible Employees who are eligible to receive transition contributions
under the RHD 401(k) Plan shall receive a Transition Credit.

	5.	 	Accounts.

	 	(a)	 	Bookkeeping Accounts. The Company shall establish a separate
bookkeeping account for each Participant and from time to time shall enter therein the
amount to be credited to the Participant’s Account. Within each Participant’s
bookkeeping Account, separate subaccounts shall be maintained to the extent the
Administrator determines it to be necessary or desirable for the administration of the
Plan. Each Participant’s Account shall be credited with the Participant’s Transition
Credits and Matching Credits and shall be credited (or charged, as the case may be)
with the hypothetical investment results determined pursuant to the Participant’s
Investment Directions.
	 
	 	(b)	 	Investments and Investment Direction.

	 	(i)	 	Subject to the provisions of paragraphs (ii) through (iii) below,
amounts credited to an Account shall be deemed to be invested, pursuant to the
Participant’s Investment Direction, in one or more hypothetical Investments as
may be authorized from time to time by the Administrator. The Administrator may
from time to time change or discontinue any hypothetical Investment vehicle
available under the Plan in its discretion. The Participant’s Account shall be
adjusted from time to time with the hypothetical gains, losses and earnings on
the hypothetical Investments.
	 
	 	(ii)	 	Subject to the rules established by the Administrator and subject
to the provisions of this Subsection, a Participant may reallocate amounts
credited to his or her Account among one or more of such hypothetical Investment
vehicles by filing with the Administrator a notice in such form and in
accordance with such procedures as the Administrator shall determine from time
to time. The Administrator may in its discretion restrict allocation into or
reallocation into or out of any hypothetical Investment or specify minimum or
maximum amounts that may be allocated or reallocated.
	 
	 	(iii)	 	The Company may, in its discretion, establish one or more
grantor trusts or purchase one or more insurance or annuity products and deposit
therein amounts of cash, or other property not exceeding the amount of the
Company’s obligations with respect to a Participant’s Account. If the Company
invests such

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	 	 	 	amounts in a manner that corresponds to the Participant’s Investment
Directions, the amounts of hypothetical income and appreciation and
depreciation in value of the Participant’s Account shall be equal to the
actual income on, and appreciation and depreciation of, the amounts so
invested. Notwithstanding the provisions of this paragraph, the Company is
not and shall not be required to make any investment in connection with the
Plan or any Participant’s Investment Direction under the Plan.

	 	(c)	 	Valuation of Accounts. Accounts shall be valued monthly.

	6.	 	Settlement of Accounts.

     A Participant’s Account shall be distributed to the Participant in the seventh (7th)
month following the Participant’s Separation From Service in a single cash lump sum payment.

	7.	 	Claim and Appeal Procedures.

     The following claim and appeal procedure shall apply with respect to the Plan:

	 	(a)	 	Filing of a Claim for Benefits. If the Participant or Beneficiary (the
“claimant”) believes that he or she is entitled to benefits under the Plan which are
not being paid to him or which are not being accrued for his or her benefit, he or she
shall file a written claim with the Administrator.
	 
	 	(b)	 	Notification to Claimant of Decision.

	 	(i)	 	Within a reasonable time not to exceed 90 days after receipt of a
claim by the Administrator (or within 180 days if special circumstances require
an extension of time), the Administrator shall notify the claimant of its
decision with regard to the claim. In the event of such special circumstances
requiring an extension of time, there shall be furnished to the claimant prior
to expiration of the initial 90-day period written notice of the extension,
which notice shall set forth the special circumstances and the date by which the
decision shall be rendered.
	 
	 	(ii)	 	In the case of a claim for benefits related to disability where
disability is not determined by a third party (such as the Company’s disability
insurer or by the Social Security Administration), then the Administrator will
respond within a reasonable period of time not to exceed 45 days after receipt
of the claim. The Administrator may extend this initial period by an additional
30-day period, provided that the Administrator notifies the claimant in writing
prior to the end of the initial 45-day period. If, prior to the end of the first
30-day extension period the Administrator determines that, due to matters beyond
its control, a decision cannot be rendered within that extension period, the
period for making the determination may be extended for up to an additional 30
days, provided that the Administrator notifies the claimant, prior to the
expiration of the first 30-day extension period. The notice of any extension
under this paragraph shall set forth the circumstances requiring an extension,
the date as of which the Plan Administrator expects to render a decision, the
standards on which entitlement to a benefit is based, the unresolved issues that
prevent a decision on the claim,

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	 	 	 	and the additional information needed to resolve the claim. If the
Administrator needs additional information from the claimant to process the
claim, the claimant will have at least 45 days to provide the specified
information, and the deadline for the Administrator to respond to the claim
will be tolled until the claimant provides the information.
	 
	 	(iii)	 	If such claim shall be wholly or partially denied, notice
thereof shall be in writing and worded in a manner calculated to be understood
by the claimant, and shall set forth:

	 	A.	 	The specific reason or reasons for the denial;
	 
	 	B.	 	Specific reference to pertinent provisions of the
Plan on which the denial is based;
	 
	 	C.	 	A description of any additional material or
information necessary for the claimant to perfect the claim and an
explanation of why such material or information is necessary;
	 
	 	D.	 	An explanation of the procedure for review of the
denial and the time limits applicable to such procedures, including a
statement of the claimants right to bring civil action under ERISA
§502(a) following an adverse benefit determination on review; and
	 
	 	E.	 	In the case of claim for disability benefits where
disability is not determined by a third party, if an internal rule,
guideline, protocol or other similar criterion was relied upon, a
statement that such rule, etc., was relied upon and either a copy of such
rule or a statement that such a rule was relied upon, and that a copy
will be provided free of charge.

	 	(c)	 	Procedure for Appeal and Review.

	 	(i)	 	Within 60 days following receipt by the claimant of notice
denying his or her claim (or 180 days for a claim relating to disability
benefits where disability is not determined by a third party), in whole or in
part, or, if such notice shall not be given, within 60 days following the last
date on which such notice could have been timely given, the claimant may appeal
denial of the claim by filing a written application for review with the
Administrator. Following such request for review, the Administrator shall fully
and fairly review the original decision denying the claim. Prior to the
decision of the Administrator following such review, the claimant shall be given
an opportunity to review relevant documents, records, and other information free
of charge and to submit written comments, documents, records, and other
information relating to the claim for benefits. Any documents or information
submitted by the claimant shall be taken into account by the reviewer regardless
of whether it was submitted or considered in the initial benefit determination.
	 
	 	(ii)	 	If the claim is for disability related benefits where disability
is not determined by a third party, the review will be conducted by a person who
was neither the

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	 	 	 	individual who made the initial determination or a subordinate of that person.
The individual reviewing the decision shall not afford any deference to the
initial adverse benefit determination. If the initial determination was based
on a medical judgment, the Administrator will consult with a health care
professional who was not involved in the original determination. This
professional will have appropriate training and experience in the field of
medicine involved in the judgment. The Administrator will identify to claimant
medical or vocational experts whose advice was obtained in connection with the
initial determination.

	 	(d)	 	Decision on Review. The decision following such review of a claim
denied in whole or in part shall be made in the following manner:

	 	(i)	 	If the Administrator is a committee or board of trustees that
holds regularly scheduled meetings at least quarterly, the Administrator shall
make its decision on appeal no later than the date of the meeting of the
Administrator that immediately follows the Plan’s receipt of a request for
review, unless the request for review is filed within 30 days preceding the date
of such meeting. If the request for review is filed within 30 days preceding
the date of such meeting, the Administrator shall make is decision on review no
later than the date of the second meeting following the plan’s receipt of the
request for review. If special circumstances (such as the need to hold a
hearing) require a further extension of time for processing, the Administrator’s
decision on appeal shall be rendered not later than the third meeting of the
Administrator following the Plan’s receipt of the request for review. If such
an extension of time for review is required because of special circumstances,
the Administrator shall provide the claimant with written notice of the
extension, describing the special circumstances and the date as of which the
Administrator’s decision will be made, prior to the commencement of the
extension. The Administrator shall notify the claimant of the Administrator’s
decision on appeal as soon as possible, but not later than 5 days after the
benefit determination is made.
	 
	 	 	 	If the Administrator is not a committee or board of trustees that holds
regularly scheduled meetings at least quarterly, the Administrator shall make
its decision on the appeal within a reasonable period of time, but in no event
no later than 60 days (or 45 days for a claim relating to disability benefits
where disability is not determined by a third party) after its receipt of the
request for review. The Administrator may extend this initial period for
responding to the claim by an additional 60-day period (or 45-day period for a
claim relating to disability benefits where disability is not determined by a
third party), provided that the Administrator notifies the claimant in writing
prior to the end of the initial 60-day period (or 45-day period for a claim
relating to disability benefits where disability is not determined by a third
party) of the need for the extension and the date by which a determination
will be made.
	 
	 	(ii)	 	With respect to a claim that is denied in whole or in part,
notice of the decision following such review shall be written in a manner
calculated to be understood by the claimant and shall set forth:

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	 	A.	 	The specific reason or reasons for the decision;
	 
	 	B.	 	Specific reference to pertinent provisions of the
Plan on which the decision is based;
	 
	 	C.	 	Statement that the claimant is entitled to receive,
upon request and free of charge, reasonable access to and copies of all
documents relevant to the claimant’s claim; and
	 
	 	D.	 	Statement describing the claimant’s right to bring
an action under Section 502(a) of ERISA; and
	 
	 	E.	 	In the case of claim for benefits related to
disability where disability is not determined by a third party:

          (1) If an internal rule, guideline, protocol or other similar criterion
was relied upon, the notice shall include a statement that such rule, etc.,
was relied upon, and either a copy of such rule or a statement that such a
rule was relied upon, and that a copy will be provided free of charge; and

          (2) The notice shall include the following statement: “You and your
plan may have other voluntary alternative dispute resolution options, such as
mediation. One way to find out what may be available is to contact your local
U.S. Department of Labor office and your state insurance regulatory agency.”

	 	(iii)	 	The decision of the Administrator shall be final and binding
upon all Participants, Beneficiaries and other persons.

	 	(e)	 	Action by Authorized Representative of Claimant. All actions set forth
in this Section 7 to be taken by the claimant may likewise be taken by a representative
of the claimant duly authorized by him to act on his or her behalf on such matters.
The Administrator may require such evidence as it may reasonably deem necessary or
advisable of the authority of any such representative.
	 
	 	(f)	 	Exhaustion of Administrative Remedies and Deadline for Filing Suit. A
claimant must exhaust his or her administrative remedies under the Plan before filing a
suit for benefits, and until the claimant exhausts such remedies he or she shall be
barred from filing suit to recover benefits under the Plan. A claimant who has
exhausted his or her administrative remedies must file suit no later than 180 days
after the Administrator makes a final determination to deny the claim pursuant to
Section 7(d), and a claimant who fails to file suit within such time limit shall be
forever barred from filing suit to recover on the claim.

	8.	 	Amendment, Termination and Adjustments.

     The Compensation and Benefits Committee shall have the power to amend or terminate the Plan at
any time for any reason, provided that no such action shall have the effect of (i) reducing the
value of or otherwise compromising any Participant’s Account as of the date of such amendment or
termination, or (ii) changing the provisions of the Plan applicable to any Participant or
Beneficiary in a

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manner that would trigger the additional taxes provided under Code Section 409A(a)(1)(B).
Notwithstanding the foregoing, the Compensation and Benefits Committee shall have the power to
amend this Plan from time to time without the consent of any Participant or other party to the
extent the Compensation and Benefits Committee deems necessary or appropriate to preserve the
intended tax treatment of benefits payable hereunder.

	9.  	 	Designation of Beneficiary.

     Each Participant shall have the right to designate one or more Beneficiaries to receive
payment of the Participant’s Account in the event of the Participant’s death before the
Participant’s Account has been fully distributed to the Participant. A Participant shall designate
one or more Beneficiaries by executing the beneficiary designation form prescribed from time to
time by the Administrator and filing the same with the Administrator. Any such designation may be
changed at any time by execution of a new designation in accordance with this Section. If no such
designation is on file with the Administrator at the time of the death of the Participant or if
such designation is not effective for any reason, as determined by the Administrator, then the
designated Beneficiary or Beneficiaries to receive such benefit shall be the Participant’s
surviving spouse, if any, or, if none, the Participant’s estate. No Beneficiary designation or
change thereto shall be effective until it has been received by the Administrator.

	10.	 	Administration.

	 	(a)	 	The Plan shall be administered by the Administrator. The Administrator shall
have the discretionary powers and authority as are necessary for the proper
administration of the Plan, including, but not limited to, the discretionary power and
authority to:

	 	(i)	 	Determine whether an individual is an Eligible Employee;
	 
	 	(ii)	 	Interpret the Plan and other documents, decide questions and
disputes, supply omissions, and resolve inconsistencies and ambiguities arising
under the Plan and other documents, which interpretations and decisions shall be
final and binding on all Participants and beneficiaries;
	 
	 	(iii)	 	Make any other determinations that it believes necessary or
advisable for the administration of the Plan;
	 
	 	(iv)	 	Establish rules, regulations and forms of agreements and other
instruments relating to the administration of the Plan not inconsistent with the
Plan;
	 
	 	(v)	 	Maintain any records necessary in connection with the operation
of the Plan;
	 
	 	(vi)	 	Retain counsel, employ agents, and provide for such clerical,
accounting, actuarial, and consulting services as it deems necessary or
desirable to assist it in the administration of the Plan;
	 
	 	(vii)	 	Make benefit payments and determine benefit decisions upon
claims and appeal to the extent it has the authority to make such claim and
appeal determinations under Section 7; and

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	 	(viii)	 	Otherwise administer the Plan in accordance with its terms.

	 	(b)	 	In its absolute discretion, the Administrator may delegate all or any part of
its authority hereunder and other administrative duties of the Administrator to an
employee or a committee composed of employees of the Company and/or members of the
Board and all reference to the Administrator in the Plan shall be deemed to include any
such delegate to the extent authorized by such delegation. Decisions and determinations
made by the Administrator or a director or employee or committee of directors or
employees acting within the scope of authority delegated by the Administrator shall be
final and binding upon all persons. No determination of the Administrator in one case
shall create a bias or retroactive adjustment in any other case.
	 
	 	(c)	 	The costs of administering the Plan shall be borne by the Company unless and
until the Administrator notifies Participants that such costs will be imposed on
Participants. No costs may be charged to or against Participant Accounts
retroactively. Any costs charged against Participants Accounts shall be allocated in
an equitable manner as determined by the Administrator.
	 
	 	(d)	 	Each member of the Administrator shall be entitled to, in good faith, rely or
act upon any report or other information furnished to him or her by any director,
officer or other employee of the Company, the Company’s independent certified public
accountants, or any executive compensation consultant, legal counsel, or other
professional retained by the Company to assist in the administration of the Plan. To
the maximum extent permitted by law, no member of the Administrator, nor any person to
whom ministerial duties have been delegated, shall be liable to any person for any
action taken or omitted in connection with the interpretation and administration of the
Plan.
	 
	 	(e)	 	To the extent permissible under applicable laws, the Company shall indemnify
all of its employees and directors involved in the administration of the Plan against
any and all claims, losses, damages, costs and expenses, including attorney’s fees,
incurred by them, and any liability, including any amounts paid in settlement with
their approval, arising from their action or failure to act, except when the same is
judicially determined to be attributable to their gross negligence or willful
misconduct.

	11.	 	General Provisions.

	 	(a)	 	Funding. The Plan is unfunded. All benefits will be paid from the
general assets of the Company.
	 
	 	(b)	 	“Top Hat” Pension Benefit Plan. The Plan is an “employee pension
benefit plan” within the meaning of ERISA. However, the Plan is unfunded and maintained
for a select group of management or highly compensated employees of the Company and,
therefore, it is intended that the Plan will be exempt from Parts 2, 3 and 4 of Title I
of ERISA. The Plan is not intended to qualify under Section 401(a) of the Code.
	 
	 	(c)	 	Assignment. Other than by will or the laws of descent and
distribution, no right, title or interest of any kind in the Plan shall be transferable
or assignable by a Participant or his or her Beneficiary or be subject to alienation,
anticipation, encumbrance, garnishment, attachment, levy, execution or other legal or
equitable process, nor subject to the debts,

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	 	 	 	contracts, liabilities, engagements or torts of any Participant or his or her
Beneficiary. Any attempt to alienate, sell, transfer, assign, pledge, garnish,
attach or take any other action subject to legal or equitable process or encumber or
dispose of any interest in the Plan shall be void.
	 
	 	(d)	 	Receipt and Release. Payments (in any form) to any Participant or
Beneficiary in accordance with the provisions of the Plan shall, to the extent thereof,
be in full satisfaction of all claims to which the payments relate against the Company
or any affiliate or subsidiary thereof, and the Administrator may require such
Participant or Beneficiary to execute a receipt and release to such effect.
	 
	 	(e)	 	Unsegregated Funds; Unsecured General Creditor Status Of Participant.

	 	(i)	 	Any Account established under this Plan shall be hypothetical in
nature and shall be maintained for bookkeeping purposes only so that gains,
losses and earnings relating to the hypothetical investment of each
Participant’s Transition Credits can be credited (or charged, as the case may
be). Neither the Plan nor any of the Accounts (or subaccounts) established
hereunder shall represent the ownership of or beneficial interest in any actual
funds or assets. The right of any person to receive one or more payments under
the Plan shall be an unsecured claim against the general assets of the Company
and no Participant or Beneficiary shall have an interest in, or lien or prior
claim upon, any property of the Company by reason of any rights of such party,
or obligations owed to such party, under the Plan. Any liability of the Company
to any Participant or Beneficiary with respect to a right to payment shall be
based solely upon contractual obligations created by the Plan. No party shall
be deemed to be a trustee of or with respect to any amounts to be paid under the
Plan. Nothing contained in the Plan, and no action taken pursuant to its
provisions, shall create or be construed to create a trust of any kind or a
fiduciary relationship between the Company and a Participant or any other
person.
	 
	 	(ii)	 	The Company shall be under no obligation to segregate Transition
Credits or Matching Credits and participation in the Plan shall constitute an
acknowledgment and agreement by the Participant that such unsegregated funds
belong absolutely and unconditionally to the Company and are subject to the
claims of the Company’s general creditors.
	 
	 	(iii)	 	The Company may (but shall not be obligated to) establish a
trust or trusts, or such other investment or accounting devices as the
Administrator shall deem appropriate, advisable or desirable, which may take the
form of grantor trusts, may be revocable or irrevocable, and may have
independent trustees. If any such trusts or other devices are established
(including but not limited to trusts or devices described in Section 5(b)(iii)),
then so long as they are maintained, the assets of such trusts or devices will
be subject to the claims of creditors of the Company in the event the Company
becomes insolvent. To the extent that the assets of such trusts or other
devices are insufficient to pay benefits due under the Plan, such benefits shall
be paid by the Company from its general assets. Neither Participants, their
Beneficiaries, nor their successors or legal

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	 	 	 	representatives shall have any right, actual or beneficial, other than the
right of an unsecured general creditor, against the Company or against any of
such trusts or other devices in respect of any portion of a Participant’s
Account. Any trust or other investment or accounting device established in
connection with this Plan shall be designed and administered in a manner that
will not cause amounts to become taxable under Code Section 409A(b).

	 	(f)	 	Reservation of Rights. Nothing in the Plan shall be construed to (i)
limit in any way the right of the Company to terminate a Participant’s employment with
the Company; or (ii) be evidence of any agreement or understanding, expressed or
implied, that the Company will employ a Participant at any particular rate of
remuneration.
	 
	 	(g)	 	Withholding and Reporting. To the extent permitted under Code Section
409A and applicable regulations and other guidance thereunder, the Company shall have
the right to deduct or withhold from any and all deferrals and from all payments
hereunder any taxes required by law to be withheld from a Participant or Beneficiary
with respect to such payments. Each Participant’s Matching Credits and Transition
Credits shall be reported annually on IRS Form W-2 or IRS Form 1099 as may be required
by law. To the extent permitted under Code Section 409A and applicable regulations and
other guidance thereunder, the Administrator may accelerate the time or schedule of
payment of any portion of the Account in order to pay taxes due or required to be
withheld in connection with the Account, including but not limited to additional taxes
that become due pursuant to Code Section 409A.
	 
	 	(h)	 	Delay of Payments. Notwithstanding the provisions of Section 7, the
Company may delay any payment due to the Participant or Beneficiary hereunder if the
Administrator determines that the delay is permitted under Code Section 409A and
applicable guidance thereunder and that the delay is necessary (i) to comply with
Federal securities laws or other applicable laws, (ii) to preserve the Company’s
deduction with respect to the payment, or (iii) to preserve the Company’s ability to
continue as a going concern.
	 
	 	(i)	 	Number and Gender. Wherever appropriate herein, words used in the
singular shall be considered to include the plural and words used in the plural shall
be considered to include the singular. The masculine gender, where appearing in the
Plan, shall be deemed to include the feminine gender.
	 
	 	(j)	 	Headings. The headings of sections and paragraphs herein are included
solely for convenience, and if there is any conflict between such headings and the text
of the Plan, the text of the Plan shall control.
	 
	 	(k)	 	Deferred Compensation. The Company intends that amounts payable to a
Participant or Beneficiary pursuant to the Plan shall not be included in income for
federal, state, or local income tax purposes until the benefits are actually paid or
delivered to such Participant or Beneficiary. Accordingly, this Plan shall be
interpreted and administered consistently with the requirements of Code Section 409A,
as amended or supplanted from time to time, and current and future guidance thereunder.
	 
	 	(l)	 	No Tax Representations. The Company and the Administrator do not
represent or guarantee to any Participant or Beneficiary that any particular federal or
state income,

12

 

	 	 	 	payroll or other tax treatment will result from the Participant’s participation in
this Plan. The Participant or Beneficiary is solely responsible for the proper tax
reporting and timely payment of any income tax or interest for which the Participant
or Beneficiary is liable as a result of the Participant’s participation in this Plan.
	 
	 	(m)	 	Binding Effect. The Plan shall be binding upon and inure to the
benefit of the Company, its successors and assigns, and on Participants and
Beneficiaries and their respective heirs, executors and legal representatives.
	 
	 	(n)	 	Severability. If any provision of the Plan should for any reason be
declared invalid or unenforceable by a court of competent jurisdiction, the remaining
provisions shall nevertheless remain in full force and effect but shall be interpreted
and administered consistently with the requirements of Code Section 409A.
	 
	 	(o)	 	Applicable Law. The Plan shall be construed in accordance with and
governed by the laws of the State of Delaware to the extent not superseded by federal
law.

	12.	 	Adoption and Execution.

     This amended and restated Plan was approved and adopted by the Compensation and Benefits
Committee of the Board of Directors of R.H. Donnelley Corporation on December 31, 2008. As
evidence of its adoption of this amendment and restatement of the Plan, the undersigned Companies
have caused this instrument to be signed by their duly authorized representatives this 31st day of
December, 2008.

	 	 	 	 	 
	 

	 	R.H. DONNELLEY CORPORATION
	 
	 	 	 	 
	 

	 	By
	 	/s/ Gretchen Zech
	 

	 	 	 	 
	 
	 	 	 	 
	 

	 	Title
	 	SVP, Human Resources
	 

	 	 	 	 
	 
	 	 	 	 
	 

	 	R.H. DONNELLEY, INC.
	 
	 	 	 	 
	 

	 	By
	 	/s/ Gretchen Zech
	 

	 	 	 	 
	 
	 	 	 	 
	 

	 	Title
	 	SVP, Human Resources
	 

	 	 	 	 
	 
	 	 	 	 
	 

	 	DEX MEDIA, INC.
	 
	 	 	 	 
	 

	 	By
	 	/s/ Gretchen Zech
	 

	 	 	 	 
	 
	 	 	 	 
	 

	 	Title
	 	SVP, Human Resources
	 

	 	 	 	 

13EX-10.41

EXHIBIT 10.41

R. H. DONNELLEY CORPORATION

SEVERANCE PLAN—SENIOR VICE PRESIDENT

PLAN DOCUMENT AND SUMMARY PLAN DESCRIPTION

(Effective as Amended March 9, 2009)

     This document describes the benefits available under the R. H. Donnelley Corporation Severance
Plan—Senior Vice President (the “SVP Plan”). The SVP Plan replaces and supersedes the R. H.
Donnelley Executive Severance Policy, the R. H. Donnelley Employee Continuity Plan, the Dex Media,
Inc. Management Separation Plan, the Special Transitional Leave of Absence Program for Dex Media
and any other plan or program (excluding Employment Agreements, as defined in Section 4.5.6) of the
Employer that purports to provide severance or separation pay or benefits to employees at the level
of Senior Vice President or above. R. H. Donnelley Corporation (the “Company”) has established the
SVP Plan to provide benefits to certain employees (hereinafter an “Employee” or, collectively,
“Employees”) of the Company and its Affiliates (hereinafter collectively referred to as the
“Employer”) in the event of termination of their employment under the circumstances described in
the SVP Plan. The SVP Plan is effective as amended on March 9, 2009, and shall continue in effect
(as it may be further amended from time to time as herein provided) until terminated as hereinafter
provided.

1. PURPOSE OF THE SVP PLAN

     The purpose of the SVP Plan is to provide income to Employees who become eligible to
participate in the SVP Plan pursuant to Section 3.1 (hereinafter “Participant” or, collectively,
“Participants”) while seeking and/or transitioning to new employment. The SVP Plan is a welfare
benefit plan and this document is intended to constitute both a severance pay plan and its related
summary plan description (“SPD”) under the Employee Retirement Income Security Act of 1974, as
amended (“ERISA”). Benefits payable under the SVP Plan shall constitute unfunded general
obligations of the Employer payable from its general assets, and the Employer shall not be required
to establish any special fund or trust for purposes of paying benefits under the SVP Plan.
Benefits under the SVP Plan are not payments for past services. The SVP Plan is available only to
Participants who meet all eligibility requirements as defined herein, and is not available to any
other Employees of the Employer.

2. PLAN ADMINISTRATOR

     2.1 Designation. The Employee Benefits Committee of the Employer shall serve as the
administrator of the SVP Plan (the “SVP Plan Administrator”) for all purposes, including serving as
named fiduciary of the SVP Plan under ERISA. Contact information for the SVP Plan Administrator is
included in the SVP Plan Information section of this SVP Plan. Any member of the Employee Benefits
Committee shall recuse himself or herself from consideration of the application of this SVP Plan to
them.

 

 

     2.2 Authority. The SVP Plan Administrator, in its sole and absolute discretion, may
adopt such rules, regulations, and bylaws and make such decisions as it deems necessary or
desirable for the proper administration of the SVP Plan. The SVP Plan Administrator shall have
sole and absolute discretionary authority to determine eligibility for benefits, to interpret the
provisions of the SVP Plan, to make all determinations required or permitted under the SVP Plan,
and to take such other actions as it deems appropriate. Determinations of the SVP Plan
Administrator shall be conclusive and binding upon all affected persons, and there shall be no
appeal from any ruling by the SVP Plan Administrator that is within the SVP Plan Administrator’s
authority, except as provided in this SVP Plan. When making a determination or calculation, the
SVP Plan Administrator shall be entitled to rely upon information furnished by the Employer’s
employees and agents. The SVP Plan Administrator may delegate certain administrative duties under
the SVP Plan to personnel within the Human Resources or Finance functions of the Employer as it
deems appropriate.

3. ELIGIBILITY AND PARTICIPATION

     3.1 Eligibility Requirements. An Employee shall become a Participant in the SVP Plan
if all of the following criteria are met:

	 	(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;

2

 

	 	(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. The following categories of Employees shall not be
eligible to participate under the SVP Plan:

	 	(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
	 
	 	(d)	 	Any Employee whose employment is terminated due to retirement,
death or disability.

     3.3 Loss of Eligibility. Any Participant who the SVP Plan Administrator determines:
(a) violates an Employer Protection Obligation or otherwise violates any of the terms and
conditions of the General Release executed by the Participant, or (b) violates any of the terms and
conditions of any other material agreement between Participant and the Employer, or (c) otherwise
engages in conduct that may adversely affect the Employer’s reputation or business relations shall
lose his or her eligibility to participate in the SVP Plan, and shall be liable for reimbursing the
Employer for any Severance Benefits previously received by him or her pursuant to the SVP Plan.

     3.4 Reservation of Employer Rights. Neither this SVP Plan nor any action taken
hereunder shall be construed as: (i) giving any Employee the right to continue in the employ of
the Employer, (ii) interfering in any way with the absolute, unfettered right of the Employer to
terminate any Employee’s employment at any time for any reason, whether for cause or otherwise, or
with or without notice, or (iii) giving any Employee any right to be eligible for Severance
Benefits under this SVP Plan or otherwise, other than strictly in accordance with the eligibility
provisions and other terms and conditions of this SVP Plan.

3

 

4. SEVERANCE BENEFITS

     4.1 Regular Severance Benefits. A Participant under Section 3.1 shall be entitled to
receive Severance Benefits as described in this Section 4.1 (“Regular Severance Benefits”), unless
the Termination Date occurs within two (2) years following a Change in Control, as defined in
Section 4.2, subject to the terms and conditions of the SVP Plan, as follows:

4

 

     Regular Severance Benefits

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	Position	 	 	Cash Severance	 	 	Benefit	 	 	Bonus for Year of	 
	 	 	 	 	 	 	 	Continuation/COBRA	 	 	Separation under	 
	 	 	 	 	 	 	 	Supplement	 	 	Employer Bonus Plan	 
	 	Participant—SVP

	 	 	Lump sum payment
equal to 78 weeks
(“Regular Severance
Period”) of pay,
plus one 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”).	 	 	 	 
	 

5

 

     4.2 Severance Benefits upon a Change in Control. In lieu of Regular Severance
Benefits described in Section 4.1 above, a Participant shall be entitled to receive Severance
Benefits as described in this Section 4.2 (“Change in Control Severance Benefits”) if the
Termination Date occurs within two (2) years following a Change in Control, subject to the terms
and conditions of this SVP Plan, as follows:

     Change in Control Severance Benefits

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	Position	 	 	Salary Continuation	 	 	Benefit	 	 	Bonus for Year of	 
	 	 	 	 	or Cash Severance	 	 	Continuation/COBRA	 	 	Separation under	 
	 	 	 	 	 	 	 	Supplement	 	 	Company Bonus Plan	 
	 	Participant—SVP

	 	 	Lump sum payment
equal to 104 weeks
(“Change in Control
Severance Period”)
of pay, plus two
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;

6

 

     (iii) The shareholders of the Company have approved a merger or consolidation
of the Company with any other company and all other 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. A Participant’s current health coverage provided under
the Employer’s group health plan, in effect at the Termination Date, shall terminate on the last
day of the month in which the Termination Date occurs in accordance with the terms of the
Employer’s group health plan. Under the Consolidated Omnibus Budget Reconciliation Act of 1985
(“COBRA”), upon termination of employment, an employee has certain coverage continuation rights.
If a Participant makes an election to exercise his or her COBRA rights, the Participant and his or
her dependents shall be responsible for paying the maximum permitted cost under COBRA for any
continued coverage under the Employer’s group health plans, which are elected pursuant to COBRA,
subject to any reimbursement by the Employer as provided in Sections 4.1 and 4.2. Any changes that
occur during the Severance Period that impact active employees, including rate changes, will also
apply to the Participant’s Severance Benefits under this Plan. At the conclusion of the Severance
Period and for the remainder of the period of
COBRA eligibility, the Participant will be responsible for paying the maximum permitted cost under
COBRA for any continued coverage elected under COBRA.

7

 

     4.4 Other Benefit Plans. All Participants will cease to be Employees on their
Termination Dates and will no longer be eligible to participate in any welfare or retirement plans
maintained by the Employer, except as otherwise provided in such plans, or as required by
applicable law.

     4.5 Definitions and Applications. For purposes of calculating Severance
Benefits under this Section 4, the following definitions or applications shall be used.

          4.5.1 Week of Pay. In determining Cash Severance under Sections 4.1 or 4.2, and for
purposes of Section 5.5.1, a “week of pay” shall be defined, as the Participant’s annual base
salary for one year’s service at the rate in effect immediately preceding (a) in the case of
involuntary termination by the Employer, any notice from the Employer to the Participant of his or
her involuntary termination, or (b) in the case of a termination of his or her employment by
Participant for Good Reason, the first incidence of a condition giving rise to such Good Reason, in
each case, divided by 52.

          4.5.2 Bonus. Reference to bonus or to a bonus plan means the Participant’s
participation in the Employer’s annual cash incentive plan applicable to the Participant, if any,
subject to the terms and conditions in effect immediately preceding (a) in the case of involuntary
termination by the Employer, any notice from the Employer to the Participant of his or her
involuntary termination, or (b) in the case of a termination of his or her employment by
Participant for Good Reason, the first incidence of a condition giving rise to such Good Reason.
Nothing in this SVP Plan creates any obligation of the Employer to create or maintain any such
bonus or bonus plan.

          4.5.3 Affiliate. As used in this SVP Plan, reference to Affiliates shall mean any
individual or entity directly or indirectly controlling, controlled by or under common control
with, the specified individual or entity. For purposes of this SVP Plan, the direct or indirect
ownership of over fifty percent (50%) of the outstanding voting securities of an entity, or the
right to receive over fifty percent (50%) of the profits or earnings of an entity shall be deemed
to constitute control. Such other relationships as in fact result in actual control over the
management, business and affairs of an entity, shall also be deemed to constitute control;
provided, however, as of the effective date of the SVP Plan, Affiliates shall not include
Business.com, Inc. (unless and until subsequently determined otherwise by the SVP Plan
Administrator) or any other affiliate of the Employer from time to time excluded by the SVP Plan
Administrator.

8

 

          4.5.4 Cause. “Cause” as used in this SVP Plan shall mean: (i) Employee’s willful and
continued failure substantially to perform the duties of his or her position (other than as a
result of total or partial incapacity due to physical or mental illness or as a result of a
termination by Executive for Good Reason, as hereinafter defined), (ii) any willful act or omission
by Employee constituting dishonesty, fraud or other malfeasance, which in any such
case is demonstrably (and, in the case of other malfeasance, materially) injurious to the
financial condition or business reputation of the Employer, or (iii) Employee’s conviction of a
felony under the laws of the United States or any state thereof or any other jurisdiction in which
the Employer conducts business which materially impairs the value of Employee’s services to the
Employer. For purposes of this definition, no act or failure to act shall be deemed “willful”
unless effected by Employee not in good faith and without a reasonable belief that such action or
failure to act was in or not opposed to the best interests of the Employer.

          4.5.5 Good Reason. “Good Reason” as used in this SVP Plan shall mean without such
Employee’s consent: (a) material diminution in (i) Employee’s then current title, but only if
such diminution accompanies a diminution in Employee’s position, duties or responsibilities, or
(ii) Employee’s then-current position, duties or responsibilities; or (b) the assignment to
Employee of duties and responsibilities that are inconsistent, in a material respect, with the
scope of duties and responsibilities associated with Employee’s then current position; or (c)
material reduction in such Employee’s total compensation opportunity under any and all base salary,
annual incentive, long term incentive, stock award and other compensatory plans and programs made
available to Employee by Employer in connection with his or her employment, except for any such
reduction that reasonably proportionately adversely impacts all other similarly situated Employees
eligible for Severance Benefits under this SVP Plan . Notwithstanding the foregoing, “Good Reason”
shall only be found to exist if the Employee has provided written notice to the Employer of the
condition giving rise to Good Reason within ninety (90) days following the occurrence of the
condition giving rise to Good Reason, the Employer does not cure such condition within thirty (30)
days following the receipt of such notice from Employee, and Employee resigns within 180 days
following the initial existence of such condition.

          4.5.6 Employment Agreement. As used in this SVP Plan, Employment Agreement refers to
a written agreement between an Employee and Employer that includes provisions related to severance
or separation pay or benefits, is executed by both parties and approved by the Compensation and
Benefits Committee of the Board of Directors of the Company.

5. PAYMENT OF BENEFITS

     5.1 General. Payment of amounts due under the SVP Plan shall be made as follows:
Cash Severance shall be paid in lump sum within thirty (30) calendar days after the Participant has
executed and returned the General Release, provided that the Participant has not revoked such
release, and any Pro Rata Bonus Payout shall be paid as provided in Section 4 above. All payments
of Cash Severance and/or Pro Rata Bonus Payout shall be made no later than two and one-half (21/2)
months following the end of the calendar year containing the Participant’s Termination Date. The
COBRA Supplement shall be reimbursed by the Employer to the Employee within 30 days after Employee
has paid the applicable COBRA premium. The Employer shall withhold from any Severance Benefits
hereunder any federal and state income and payroll taxes as required by applicable law.

9

 

     5.2 Restrictions on Payment of Benefits to Comply with Code § 409A. Notwithstanding
any other provisions of this SVP Plan to the contrary, if the SVP Plan Administrator determines in
accordance with Sections 409A and 416(i) of the Internal Revenue Code of 1986, as amended (the
“Code”) and the regulations promulgated thereunder that (a) a Participant is a Key Employee of the
Employer on his or her Termination Date and (b) following application of all applicable exceptions
and exclusions under Section 409A, a delay in all or a portion of the Severance Benefits (“409A
Delay Amount”) provided under this SVP Plan is necessary in order to comply with Code Section
409A(a)(2)(B), then any such 409A Delay Amount shall be delayed for a period of six (6) months
following the Participant’s Termination Date (such delayed distribution period referred to herein
as the “409A Delay Period”). In such event, any 409A Delay Amount that would otherwise be due and
payable to the Participant during the 409A Delay Period shall be paid to the Participant in a lump
sum amount within the first five calendar days of the month immediately following the end of the
409A Delay Period. For purposes of this Section 5.2, the term “Key Employee” shall mean an
employee who, on the SVP Plan’s Identification Date, is a key employee as defined in Section 416(i)
of the Code without regard to paragraph (5) thereof. For purposes of this Section 5.2, the term
“Identification Date” shall mean each December 31st. If a Participant is identified as
a Key Employee on an Identification Date, then the Participant shall be considered a Key Employee
for purposes of this SVP Plan during the period beginning on the first April 1 following a
particular Identification Date and ending on the following March 31.

     5.3 Death of Participant. If a Participant dies before Cash Severance and/or Pro Rata
Bonus Payout has been paid in accordance with the SVP Plan, such amounts shall be paid to his or
her estate. Any such payment will completely discharge the obligation of the Employer under the
SVP Plan and shall be paid on the same basis that the payment would have been made to the
Participant had he or she not died.

     5.4 Incapacity of Participant. If a Participant becomes physically or mentally
incompetent before Cash Severance and/or Pro Rata Bonus Payout has been paid in accordance with the
SVP Plan, the SVP Plan Administrator may make payment of Cash Severance and/or Pro Rata Bonus
Payout in one or more of the following ways:

	 	(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.

Any such payment will completely discharge the obligation of the Employer under the SVP Plan and
shall be made on the same basis that the payment would have been made to the Participant had he or
she not become physically or mentally incompetent.

10

 

     5.5 Impact of Re-Employment by Employer. If a Participant obtains employment with an
Employer after the Termination Date but during the Regular Severance Period or the
Change in Control Severance Period, as the case may be, then (a) all Severance Benefits (other
than any Pro Rata Bonus Payout, which shall remain payable in accordance with Section 4.1 or 4.2
above, as the case may be) not yet paid or rendered shall immediately cease and (b) it shall be a
precondition of such Participant’s re-employment by such Employer that the Participant shall repay
a prorated portion of the Cash Severance paid under Section 4 in accordance with this Section 5.5.

          5.5.1 Calculation of Repayment. The Cash Severance amount required to be repaid
(“Excess Cash Severance”) shall be equal to the difference between (a) the total Cash Severance
paid under Section 4, and (b) the Cash Severance equal to the number of weeks of pay that the
Participant was not employed by the Employer following the Termination Date up until the date of
re-employment by the Employer (rounded down to the nearest whole week).

          5.5.2 Terms of Repayment. Prior to the Participant being placed on the Employer’s
payroll, (a) the Excess Cash Severance must be repaid by the Participant to the Employer, and (b)
the Participant shall acknowledge in writing that the repayment of the Excess Cash Severance shall
not invalidate in any way or constitute a termination or waiver of his or her prior executed
General Release of claims or result in inadequate consideration with respect to such General
Release of claims.

     5.6 Deductions. Any amount payable to any Participant shall not be reduced by reason
of the Participant’s securing other employment with an entity unrelated to or unaffiliated with the
Employer.

6. CLAIMS

     6.1 Procedure. Any questions concerning eligibility to participate in the SVP Plan
and the payment of Severance Benefits under the SVP Plan should be directed to the SVP Plan
Administrator. All claims for Severance Benefits under the SVP Plan must be submitted, in writing,
to the SVP Plan Administrator within ninety (90) days following the Employer’s termination of the
individual’s employment. If such a written claim for benefits under the SVP Plan is denied by the
SVP Plan Administrator, in whole or in part, the individual submitting the claim (the “Claimant”)
will receive a written explanation of the benefits denial within ninety (90) days. If a claim is
denied, the written explanation will state:

	 	(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.

11

 

     6.2 Response and Appeal. If it is anticipated that it will take more than ninety (90)
days to process a claim, the Claimant will be furnished a written notice of the need for an
extension prior to the expiration of the original ninety (90) day period. Any such notice of
extension shall indicate the special circumstances requiring the extension of time and the date by
which the SVP Plan Administrator expects to render its decision on the claim for benefits;
provided, however, that any such extension shall not exceed ninety (90) days. If a response to a
Claimant’s claim for benefits (or notice of an extension for such decision) is not received within
ninety (90) days, the claim should be considered denied and the Claimant may appeal the denial in
accordance with the appeal procedure provided in this Section.

     In the event of the denial of a claim in whole or in part, the Claimant (or Claimant’s duly
authorized representative) has the right to file a written request for a review of the denial with
the SVP Plan Administrator within ninety (90) days after the Claimant receives written notice of
the denial. The SVP Plan Administrator will conduct a full and fair review of the claim for
benefits. The Claimant’s written request appealing the denial of benefits should contain: (i) a
statement of grounds on which the appeal is based, (ii) reference to the specific provisions in the
SVP Plan on which the appeal is based, (iii) the reason or argument why the Claimant feels the
claim should be granted and the evidence supporting each reason; and (iv) any other relevant
documents or comments the individual wishes to submit to support the appeal. As part of the appeal
process, a Claimant or the Claimant’s duly authorized representative may submit written comments,
documents, records and other information related to the claim. The Claimant will be provided, upon
request and free of charge, reasonable access to and copies of all documents, records, or other
information (all of which must not be privileged) relevant to the benefit claim.

     Upon receiving such an appeal, the SVP Plan Administrator will consider all comments,
documents, records, and other information submitted by the Claimant or the Claimant’s duly
authorized representative relating to the claim, without regard to whether such information was
submitted or considered in the initial benefit determination. The SVP Plan Administrator will
normally deliver a written decision on an appeal within sixty (60) days after the receipt of the
request for review or appeal unless special circumstances (such as the need to gather and review
additional information) require an extension of time, up to an additional sixty (60) days, for
processing the request. If such an extension is required, written notice of the extension shall be
furnished to the Claimant within the initial 60-day period. The SVP Plan Administrator may require
the Claimant to submit such additional facts, documents, or other material as it may deem necessary
or appropriate in making its review. The SVP Plan Administrator shall give prompt notice to the
Claimant of its decision on the appeal. If a decision on appeal is not received within the periods
specified above, the Claimant should consider the claim and appeal denied.

     In the event that the SVP Plan Administrator confirms the denial of the claim for benefits on
appeal, in whole or in part, such notice to the Claimant shall set forth, in a manner calculated to
be understood by the Claimant, the specific reasons for such denial, specific references to the SVP
Plan provisions on which the decision is based, a statement that the Claimant is entitled to
receive, upon request and free of charge, reasonable access to and copies of all documents,
records and other information relevant to the benefit claim, and a statement informing the Claimant
of his or her right to bring a civil action under ERISA Section 502(a).

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     No legal action for benefits under the SVP Plan shall be brought unless and until the
Claimant: (i) has submitted a written claim for benefits in accordance with this Section; (ii) has
been notified by the SVP Plan Administrator that the claim is denied; (iii) has filed a written
request for a review or appeal of the denial of the claim in accordance with this Section; and (iv)
has been notified in writing that the SVP Plan Administrator has affirmed the denial of the claim.

7. BENEFITS OUTSIDE OF THE SVP PLAN

     The Employer reserves the right to, and may on a case-by-case basis where special
circumstances so warrant, provide to an Employee or class of Employees outside the SVP Plan
supplemental benefits or benefits of a similar nature (but not necessarily the same) when no
Severance Benefits would have been payable under the terms of the SVP Plan. If either event
occurs, it shall be deemed to be a single event and not a separate on-going plan or program, it
shall not be a part of the SVP Plan, and it shall create no rights for any Employee other than an
Employee covered by the terms of the specific action taken by the Employer.

8. ASSIGNMENT OF BENEFITS

     Except as required by applicable law or as otherwise specifically allowed under the terms of
this SVP Plan, none of the benefits under the SVP Plan shall in any manner be assigned, pledged,
hypothecated, anticipated, garnished, or in any way made subject to any lien, and any attempt to do
so shall be void.

9. AMENDMENT AND TERMINATION

     This document, which sets forth all of the provisions of the SVP Plan, shall supersede any and
all prior oral or written negotiations, commitments, understandings and writings with respect to
separation, severance or any other similar benefits for all SVPs who become eligible to receive
benefits under the SVP Plan. The Employer may modify, alter, amend or terminate this SVP Plan, in
whole or in part, at any time and in any manner not prohibited by law; provided, however, that any
such modifications, alterations, amendments or terminations that result 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 subsequent modifications,
alterations, amendments or terminations, is an SVP. Notwithstanding any provisions of this SVP
Plan to the contrary, the Employer reserves the right, to the extent the Employer deems necessary
or advisable in its sole discretion, to unilaterally amend or modify this SVP Plan as may be
advisable to endeavor to render the Severance Benefits provided under this SVP Plan in a manner
which qualifies for an exemption from or complies with Section 409A of the Code; provided, however,
that the Employer makes no representation, and explicitly
disclaims any obligation to ensure that the Severance Benefits provided under this SVP Plan
will be exempt from or comply with Section 409A of the Code.

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10. LEGAL CONSTRUCTION

     This SVP Plan is governed by and shall be construed in accordance with the Code and ERISA and,
to the extent not preempted by ERISA, with the laws of the State of North Carolina.

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SVP PLAN INFORMATION

     This SVP Plan is an employee welfare benefit plan within the meaning of ERISA. The following
SVP Plan Information is provided in accordance with ERISA:

	 	 	 	 	 	 
	 	Plan Name:

	 	 	R. H. Donnelley Corporation Severance
Plan—Senior Vice President

	 
	 	Plan Sponsor:

	 	 	R. H. Donnelley Corporation

1001 Winstead Drive

Cary, NC 27513

	 
	 	Employer Identification Number

(EIN):

	 	 	13-2740040

	 
	 	Type of Welfare Plan:

	 	 	Severance plan

	 
	 	Plan Funding:

	 	 	The SVP Plan is unfunded and all
benefits are paid from the general
assets of the Employer.

	 
	 	Plan Administrator:

	 	 	Employee Benefits Committee

R. H. Donnelley Corporation

1001 Winstead Drive

Cary, NC 27513

	 
	 	Agent for Service of Legal
Process:

	 	 	SVP Plan Administrator

R. H. Donnelley Corporation

1001 Winstead Drive

Cary, NC 27513

	 
	 	Plan Year:

	 	 	January 1 through December 31

	 
	 	Plan Amendment or Termination:

	 	 	R. H. Donnelley 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.

	 
	 

15

 

Participants’ Rights Under ERISA

Participants in the SVP Plan are entitled to certain rights and protections under ERISA. ERISA
provides that all Participants shall be entitled to:

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.

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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.

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Assistance with Questions

A Participant who has any questions about the SVP Plan should contact the SVP Plan
Administrator. A Participant who has any questions about this statement or about rights under
ERISA, or who needs assistance in obtaining documents from the SVP Plan Administrator, should
contact:

	 	•	 	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.

A Participant may also obtain certain publications about rights and responsibilities under
ERISA by calling the publications hotline of the Employee Benefits Security Administration.

18

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