Document:

2008 Executive Survivor Benefit

 Exhibit 10.8 
  
 EDISON INTERNATIONAL 
 2008
EXECUTIVE SURVIVOR BENEFIT PLAN 
  
 Effective 
 January 1, 2008 

 TABLE OF CONTENTS 
  

			
		
	 PREAMBLE
	  	1
		
	 ARTICLE 1 DEFINITIONS
	  	1
		
	 ARTICLE 2 BENEFITS
	  	2
		
	 ARTICLE 3 BENEFICIARY DESIGNATION
	  	3
		
	 ARTICLE 4 CONDITIONS RELATED TO BENEFITS
	  	3
		
	 4.1 Nonassignability
	  	3
		
	 4.2 No Right to Assets
	  	4
		
	 4.3 Protective Provisions
	  	4
		
	 4.4 Incapacity
	  	4
		
	 ARTICLE 5 PLAN ADMINISTRATION
	  	4
		
	 5.1 Plan Interpretation
	  	4
		
	 5.2 Limited Liability
	  	4
		
	 ARTICLE 6 AMENDMENT OR TERMINATION OF PLAN
	  	5
		
	 6.1 Authority to Amend or Terminate
	  	5
		
	 6.2 Limitations
	  	5
		
	 ARTICLE 7 CLAIMS AND REVIEW PROCEDURES
	  	5
		
	 7.1 Claims Procedure
	  	5
		
	 7.2 Dispute Arbitration
	  	6
		
	 ARTICLE 8 MISCELLANEOUS
	  	7
		
	 8.1 Participation in Other Plans
	  	7
		
	 8.2 Forfeiture
	  	7
		
	 8.3 Successors
	  	7
		
	 8.4 Employment Not Guaranteed
	  	7
		
	 8.5 Gender, Singular and Plural
	  	8
		
	 8.6 Captions
	  	8
		
	 8.7 Validity
	  	8
		
	 8.8 Waiver of Breach
	  	8
		
	 8.9 Applicable Law
	  	8
		
	 8.10 Notice
	  	8
		
	 8.11 Statutes and Regulations
	  	8

  

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 EDISON INTERNATIONAL 
 2008 EXECUTIVE SURVIVOR BENEFIT PLAN 
 Effective January 1, 2008 
 PREAMBLE 
 The purpose of this Plan is to provide
survivor benefits to surviving spouses or other designated Beneficiaries of Eligible Employees of participating Affiliates of EIX. 
 ARTICLE 1 
 DEFINITIONS 
 Capitalized terms in the text of the Plan are defined as follows: 
 Administrator means the Compensation and Executive Personnel Committee
of the Board of Directors of EIX. 
 Affiliate means EIX or any corporation or entity which (i) along with EIX, is a component member of a
“controlled group of corporations” within the meaning of Section 414(b) of the Code, and (ii) has approved the participation of its Executives in the Plan. 
 Beneficiary means the person or persons or entity designated as such in accordance with Article 3 of the Plan. 
 Board means the Board of Directors of EIX. 
 Bonus means the amount awarded to the Eligible Employee by the Employer pursuant to the
terms of the Executive Incentive Compensation Plan, the 2007 Performance Incentive Plan or a successor plan governing annual executive bonuses, before reductions for deferrals under the EIX 2008 Executive Deferred Compensation Plan. 
 Code means the Internal Revenue Code of 1986, as amended. 
 EIX means Edison International. 
 Eligible Employee means an Executive of an Affiliate. 
 Employer means the Affiliate employing the Eligible Employee. 

 Executive means an employee of an Affiliate who is designated an Executive by the CEO of that Affiliate or who is
elected as a Vice President or officer of higher rank by the board of that Affiliate or by the Board of EIX. 
 Plan means the EIX 2008 Executive
Survivor Benefit Plan. 
 Salary Rate means the annualized basic rate of pay as fixed by the Employer (excluding bonuses, special awards, commissions,
severance pay, and other non-regular forms of compensation). 
 Senior Officer means (i) the CEO, President, Executive Vice President, Senior
Vice President or elected Vice President of EIX and its Affiliates and (ii) any other Affiliate employee designated by the Administrator to be a Senior Officer for purposes of the Plan. 
 Separation from Service occurs when an Eligible Employee dies, retires, or otherwise has a termination of employment from the Employer that constitutes a
“separation from service” within the meaning of Treasury Regulation Section 1.409A-1(h)(1), without regard to the optional alternative definitions available thereunder. 
 Total Annual Compensation means for Senior Officers the sum, rounded to the next highest thousand dollars, of (1) the Salary Rate at the time of the officer’s death and (2) the Salary Rate
multiplied by the percentage of salary that is the average of the three highest percentages of salary represented by Bonuses awarded for the past five completed calendar years, except that if the officer has been an Executive of an Affiliate for
fewer than three completed calendar years, the highest percentage among Bonuses awarded will be used, or if the officer has not yet been awarded a Bonus, the target Bonus percentage will be used. 
 ARTICLE 2 
 BENEFITS 

The benefit paid under the Plan is a death benefit payable in a lump sum to an Eligible Employee’s designated Beneficiary upon the death of the Eligible Employee
prior to his or her Separation from Service for reasons other than death. 
 For the Beneficiary of a Senior Officer, the intended net benefit amount after
taxes is one times the officer’s Total Annual Compensation. For the Beneficiary of an Eligible Employee who is not a Senior Officer, the intended net benefit amount after taxes is one times the employee’s Salary Rate immediately prior to
his or her death. For purposes of calculating the gross amount of the benefit, the maximum marginal federal income tax rate in effect on the date of the Eligible Employee’s death and the maximum marginal income tax rates in effect on the date
of the Eligible Employee’s death for any 

 
state and local income taxes applicable in the tax jurisdiction where the Eligible Employee resided immediately prior to his or her death, will be used.

 Notwithstanding the foregoing, with respect to Eligible Employees who were Senior Officers during any portion of 2007 or Executives as of
December 31, 1994, and who had not previously elected to decline participation in the Executive Disability and Survivor Benefit Program, the intended net benefit amount is two times the officer’s Total Annual Compensation. 
 ARTICLE 3 
 BENEFICIARY DESIGNATION

 The Eligible Employee will have the right, at any time, to designate any person or persons or entity as Beneficiary (both primary and contingent) to
whom payment under the Plan will be made in the event of the Eligible Employee’s death. The Beneficiary designation will be effective when it is submitted in writing to the Administrator during the Eligible Employee’s lifetime on a form
prescribed by the Administrator. 
 The submission of a new Beneficiary designation will cancel all prior Beneficiary designations. Any finalized divorce or
marriage of an Eligible Employee subsequent to the date of a Beneficiary designation will revoke such designation, unless in the case of divorce the previous spouse was not designated as a Beneficiary, and unless in the case of marriage the Eligible
Employee’s new spouse has previously been designated as a Beneficiary. The spouse of a married Eligible Employee must consent in writing to any designation of a Beneficiary other than the spouse. 
 If an Eligible Employee fails to designate a Beneficiary as provided above, or if the Beneficiary designation is revoked by marriage, divorce, or otherwise without
execution of a new designation, or if every person designated as Beneficiary predeceases the Eligible Employee, then the Administrator will direct the distribution of the benefits to the Eligible Employee’s estate. If a primary Beneficiary dies
after the Eligible Employee’s death but prior to completion of the distribution of benefits under this Plan, and no contingent Beneficiary has been designated by the Eligible Employee, any remaining payments will be made to the primary
Beneficiary’s Beneficiary, if one has been designated, or to the Beneficiary’s estate. 
 ARTICLE 4 
 CONDITIONS RELATED TO BENEFITS 
 4.1
Nonassignability 
 The benefits provided under the Plan may not be alienated, assigned, transferred, pledged or hypothecated by or to any person or
entity, at any time or any manner whatsoever. These benefits will be exempt from the claims of creditors of the Eligible Employee or any Beneficiary or other claimants and from all orders, decrees, levies, garnishment or executions against the
Eligible Employee or any Beneficiary to the fullest extent allowed by law. 

 4.2 No Right to Assets 
 The benefits paid under the Plan will be paid from the general funds of the Employer, and any Beneficiary will be no more than unsecured general creditors of the Employer with no special or prior right to any assets of the Employer for
payment of any obligations hereunder. The Beneficiary will have no claim to benefits from any other Affiliate. 
 4.3 Protective Provisions

 The Eligible Employee will cooperate with the Administrator by furnishing any and all information requested by the Administrator, in order to
facilitate the payment of benefits hereunder, taking such physical examinations as the Administrator may deem necessary and signing such consents to insure or taking such other actions as may be requested by the Administrator. If the Eligible
Employee refuses to cooperate, the Administrator and the Employer will have no further obligation under the Plan. 
 4.4 Incapacity 
 If any person entitled to payments under this Plan is, in the opinion of the Administrator or its designee, incapacitated and unable to use such payments in his or her
own best interest, the Administrator or its designee may direct that payments (or any portion) be made to that person’s legal guardian or conservator, or that person’s spouse, as an alternative to payment to the person unable to use the
payments. The Administrator or its designee will have no obligation to supervise the use of such payments, and court-appointed guardianship or conservatorship may be required. 
 ARTICLE 5 
 PLAN ADMINISTRATION 
 5.1 Plan Interpretation 
 The Administrator will administer the Plan
and interpret, construe and apply its provisions in accordance with its terms and will provide direction and oversight as necessary to management, staff, or contractors to whom day-to-day Plan operations may be delegated. The Administrator will
establish, adopt or revise such rules and regulations as it may deem necessary or advisable for the administration of the Plan. All decisions of the Administrator will be final and binding. 
 5.2 Limited Liability 
 Neither the Administrator, nor any of its
members or designees, will be liable to any person for any action taken or omitted in connection with the interpretation and administration of this Plan. 

 ARTICLE 6 
 AMENDMENT OR TERMINATION OF PLAN 
 6.1 Authority to Amend or Terminate 
 The Administrator will have full power and authority to prospectively modify or terminate this Plan, and the Administrator’s interpretations, constructions and
actions, including any determination of the amount or recipient of the payment to be made, will be binding and conclusive on all persons for all purposes. Absent the consent of the Eligible Employee, however, the Administrator will in no event have
any authority to modify this section. However, no such amendment or termination will apply to any person who has then qualified for or is receiving benefits under this Plan. 
 6.2 Limitations 
 In the event of Plan amendment or termination which has the effect of eliminating or reducing a
benefit under the Plan, the benefit payable on account of a deceased Eligible Employee will not be impaired. 
 ARTICLE 7 

CLAIMS AND REVIEW PROCEDURES 
 7.1 Claims
Procedure 
 (a) The Administrator will notify a Beneficiary (or person submitting a claim on behalf of the Beneficiary) (a “claimant”) in
writing, within 90 days after his or her written application for benefits, of his or her eligibility or noneligibility for benefits under the Plan. If the Administrator determines that a claimant is not eligible for benefits or full benefits, the
notice will set forth (1) the specific reasons for the denial, (2) a specific reference to the provisions of the Plan on which the denial is based, (3) a description of any additional information or material necessary for the claimant
to perfect his or her claim, and a description of why it is needed, and (4) an explanation of the Plan’s claims review procedure and other appropriate information as to the steps to be taken if the claimant wishes to have the claim
reviewed. If the Administrator determines that there are special circumstances requiring additional time to make a decision, the Administrator will notify the claimant of the special circumstances and the date by which a decision is expected to be
made, and may extend the time for up to an additional 90-day period. 
 (b) If a claimant is determined by the Administrator not to be eligible for benefits,
or if the claimant believes that he or she is entitled to greater or different benefits, the claimant will have the opportunity to have the claim reviewed by the Administrator by filing a petition for review with the Administrator within 60 days
after receipt of the notice issued by the Administrator. Said petition will state the specific reasons which the claimant believes entitle him or her to benefits or to greater or different benefits. Within 60 days after receipt by the Administrator
of the petition, the Administrator will afford the claimant (and counsel, if any) an opportunity to present his or her position to the Administrator in writing, and the claimant (or counsel) will have the right to review the 

 
pertinent documents. The Administrator will notify the claimant of its decision in writing within the 60-day period, stating specifically the basis of its
decision, written in a manner calculated to be understood by the claimant and the specific provisions of the Plan on which the decision is based. If, because of the need for a hearing, the 60-day period is not sufficient, the decision may be
deferred for up to another 60-day period at the election of the Administrator, but notice of this deferral will be given to the claimant. In the event of the death of the Beneficiary, the same procedures will apply to the Beneficiary’s
Beneficiaries. 
 7.2 Dispute Arbitration 
 Notwithstanding the foregoing, because it is agreed that time will be of the essence in determining whether any payments are due to a claimant under this Plan, a claimant may, if he or she desires, submit any claim for payment under this
Plan to arbitration. This right to select arbitration will be solely that of the claimant and the claimant may decide whether or not to arbitrate in his or her discretion. The “right to select arbitration” is not mandatory on the claimant,
and the claimant may choose in lieu thereof to bring an action in an appropriate civil court. Once an arbitration is commenced, however, it may not be discontinued without the mutual consent of both parties to the arbitration. During the lifetime of
the Beneficiary only he or she can use the arbitration procedure set forth in this section. 
 Any claim for arbitration may be submitted as follows: if a
claimant has submitted a request to be paid under this Plan and the claim is finally denied by the Administrator in whole or in part, such claim may be filed in writing with an arbitrator of the claimant’s choice who is selected by the method
described in the next four sentences. The first step of the selection will consist of the claimant submitting a list of five potential arbitrators to the Administrator. Each of the five arbitrators must be either (1) a member of the National
Academy of Arbitrators located in the State of California or (2) a retired California Superior Court or Appellate Court judge. Within one week after receipt of the list, the Administrator will select one of the five arbitrators as the
arbitrator for the dispute in question. If the Administrator fails to select an arbitrator within one week after receipt of the list, the claimant will then designate one of the five arbitrators for the dispute in question. 
 The arbitration hearing will be held within seven days (or as soon thereafter as possible) after the picking of the arbitrator. No continuance of said hearing will be
allowed without the mutual consent of the claimant and the Administrator. Absence from or nonparticipation at the hearing by either party will not prevent the issuance of an award. Hearing procedures which will expedite the hearing may be ordered at
the arbitrator’s discretion, and the arbitrator may close the hearing in his or her sole discretion when he or she decides he or she has heard sufficient evidence to satisfy issuance of an award. 
 The arbitrator’s award will be rendered as expeditiously as possible and in no event later than one week after the close of the hearing. 

 In the event the arbitrator finds that the Administrator or the Employer has breached this Plan, he or she will order the
Employer to pay to the claimant within two business days after the decision is rendered the amount then due the claimant, plus, notwithstanding anything to the contrary in this Plan, an additional amount equal to 20% of the amount actually in
dispute. This additional amount will constitute an additional benefit under this Plan. The award of the arbitrator will be final and binding upon the parties. 
 The award may be enforced in any appropriate court as soon as possible after its rendition. The Administrator will be considered the prevailing party in a dispute if the arbitrator determines (1) that neither the Administrator nor the
Employer has breached this Plan and (2) the claim by the claimant was not made in good faith. Otherwise, the claimant will be considered the prevailing party. In the event that the Administrator is the prevailing party, the fee of the
arbitrator and all necessary expenses of the hearing (excluding any attorneys’ fees incurred by the Administrator) including the fees of a stenographic reporter, if employed, will be paid by the losing party. In the event that the claimant is
the prevailing party, the fee of the arbitrator and all necessary expenses of the hearing (including all attorneys’ fees incurred by the claimant in pursuing his or her claim and the fees of a stenographic reporter, if employed) will be paid by
the Administrator. 
 ARTICLE 8 
 MISCELLANEOUS 
 8.1 Participation in Other Plans 
 The Eligible Employee will continue to be entitled to participate in all employee benefit programs of the Employer as may, from time to time, be in effect. 
 8.2 Forfeiture 
 The payments to be made pursuant to the Plan require the Eligible Employee to devote substantially
all of his or her time, skill, diligence and attention to the business of the Employer and not to actively engage, either directly or indirectly, in any business or other activity adverse to the best interests of the business of the Employer. Any
breach of these conditions will result in complete forfeiture of benefits under the Plan, and EIX and the Employer will have no further liability therefor. 
 8.3 Successors 
 The rights and obligations of each Employer under the Plan will inure to the benefit of, and will be binding upon, the
successors and assigns of the Employer. 
 8.4 Employment Not Guaranteed 
 Nothing contained in the Plan nor any action taken hereunder will be construed as a contract of employment or as giving any Eligible Employee any right to continue in employment with the Employer or any other
Affiliate. 

 8.5 Gender, Singular and Plural 
 All pronouns and variations thereof will be deemed to refer to the masculine, feminine, or neuter, as the identity of the person or persons may require. As the context may require, the singular may be read as the
plural and the plural as the singular. 
 8.6 Captions 
 The captions of the articles and sections of the Plan are for convenience only and will not control or affect the meaning or construction of any of its provisions. 
 8.7 Validity 
 If any provision of the Plan is held invalid, void or unenforceable, the same will not affect, in any
respect whatsoever, the validity of any other provisions of the Plan. 
 8.8 Waiver of Breach 
 The waiver by EIX or the Administrator of any breach of any provision of the Plan by the Eligible Employee will not operate or be construed as a waiver of any subsequent
breach by the Eligible Employee. 
 8.9 Applicable Law 
 The Plan will be governed and construed in accordance with the laws of California except where the laws of California are preempted by ERISA. 
 8.10 Notice 
 Any notice or filing required or permitted to be given to the Administrator under the Plan will be sufficient if in writing and
hand-delivered, or sent by first class mail to the principal office of EIX, directed to the attention of the Administrator. The notice will be deemed given as of the date of delivery, or, if delivery is made by mail, as of the date shown on the
postmark. 
 8.11 Statutes and Regulations 
 Any reference to a statute or regulation herein shall include any successor to such statute or regulation. 

 IN WITNESS WHEREOF, EIX has adopted this Plan effective the 1st day of January, 2008. 
  

			
	EDISON INTERNATIONAL
	
	 /s/ Diane L. Featherstone

	 Diane L. Featherstone, Senior Vice President

		
	 Dated:Executive Incentive Compensation Plan

 Exhibit 10.9 
 EDISON INTERNATIONAL 
 EXECUTIVE INCENTIVE COMPENSATION PLAN 
 Effective January 1, 1997 and as 
 amended October 24, 2007 
 WHEREAS, it has been determined that it is in the best interest of Edison International and its affiliates
to offer and maintain competitive executive compensation programs designed to attract and retain qualified executives; 
 WHEREAS, it has been determined
that providing financial incentives to executives that reinforce and recognize corporate, organizational and individual performance and accomplishments will enhance the financial and operational performance of Edison International and its
affiliates; and 
 WHEREAS, it has been determined that an incentive compensation program would encourage the attainment of short-term corporate goals and
objectives; 
 NOW, THEREFORE, the Edison International Executive Incentive Compensation Plan has been established by the Compensation and Executive
Personnel Committee of the Board of Directors effective January 1, 1997, and made available to eligible executives of Edison International and its participating affiliates subject to the following terms and conditions: 
 1. Definitions. When capitalized herein, the following terms are defined as indicated: 
 “Base Salary” is defined to be the annual salary of the Participant on the last day of the year worked by the Participant.

 “Board” means the Board of Directors of a Company. 
 “CEO” means the chief executive officer of a Company. 
 “Chairman” means the Chairman of the Board and Chief Executive Officer
of Edison International. 
 “Code” means the Internal Revenue Code of 1986, as amended. 
 “Company” means Edison International or a participating affiliate. 
 “Committee” means the Compensation and Executive Personnel Committee of the Edison International Board of Directors. 
  

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 “Participant” means the Chairman, president, executive vice presidents, senior vice presidents, elected vice
presidents, and senior managers whose participation in this Plan has been approved by the Committee, Chairman or Board. 
 “Plan” means the Edison
International Executive Incentive Compensation Plan. 
 2. Eligibility. To be eligible for the full amount of any incentive award, an individual must
have been a Participant for the entire calendar year. Pro-rata awards may be distributed to Participants who are discharged for reasons other than incompetence, misconduct or fraud, or who resigned, retired or became disabled during the calendar
year, or who were Participants for less than the full year. In the event of the death of a Participant during the calendar year, a pro-rata award may be made at the discretion of the Committee, the Board, or CEO having the authority to approve the
Participant’s award had the death not occurred. 
 3. Company Performance Goals. Each CEO will furnish recommended Company performance goals to
the Chairman. In consultation with the Chairman, the Committee will select specific performance goals for the year. The performance goals must represent relatively optimistic, but reasonably attainable goals, the accomplishment of which will
contribute significantly to the attainment of Company strategic objectives. 
 4. Individual Incentive Award Levels. Company, organizational and
individual performance relative to the pre-established goals will determine the award a Participant can receive. The Committee will establish target award levels for the year as a percentage of base salary at the time performance goals are set. If
the Committee determines individual and Company performance goals have been substantially met, Participants will be eligible for individual incentive awards at the target award levels established by the Committee. Stretch-maximum awards may be
established by the Committee and earned on the basis of performance in excess of targets. All awards are discretionary and will be based on the assessment of corporate and individual performance by the Committee or the CEO. 
 5. Approval and Payment of Individual Awards. During the first quarter of the year following the completion of the calendar year, the Chairman, in consultation
with each CEO, will assess the degree to which individual and corporate goals and objectives have been achieved. Incentive award recommendations for eligible officers will be developed. The Committee will receive a report from the Chairman as to
overall Company performance, will deliberate on management recommendations, and will approve, or recommend for approval by the applicable Board, the officer awards. Awards to non-officers will be determined and approved by the CEO of each Company,
or his/her designee. All decisions 

  

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of the Committee, the Chairman and the CEOs regarding individual incentive awards will be final and conclusive. 
 Incentive award payments will be made as soon as practical following the appropriate approval (and in all events within two and one-half months after the end of the
calend year to which the award relates). Payment will be made in cash except to the extent an eligible Participant has previously elected to defer payment of some or all of the award pursuant to the terms of a deferred compensation plan of the
Company or to the extent the Committee or Board elects to defer payment of some or all of the award. Awards made will be subject to any income or payroll tax withholding or other deductions as may required by Federal, State or local law. 

Awards under this Plan will not be considered to be salary or other compensation for the purpose of computing benefits to which the Participant may be entitled under
any qualified Company retirement plan, including but not limited to the SCE Retirement Plan, the SCE Stock Savings Plus Plan, or any other plan or arrangement of the Company for the benefit of its employees if such plan or arrangement is a plan
qualified under Section 401(a) of the Code and is a trust exempt from Federal income tax under Section 501(a) of the Code. Awards may be considered compensation for nonqualified plan purposes depending on the terms and conditions of the
particular nonqualified plan. 
 Awards payable to Participants under this Plan shall constitute an unsecured general obligation of the Company, and no
special fund or trust will be created, nor will any notes or securities be issued with respect to any awards. 
 6. Plan Modifications and
Adjustments. In order to ensure the incentive features of the Plan, avoid distortion in its operation and compensate for or reflect extraordinary changes which may have occurred during the calendar year, the Committee may make adjustments to the
Company performance goals or other Plan terms and conditions before, during or after the end of the calendar year to the extent it determines appropriate in its sole discretion. Adjustments to the Plan shall be conclusive and binding upon all
parties concerned. The Plan may be modified or terminated by the Committee at any time. 
 7. Plan Administration. This Plan and any officer awards
made pursuant to it are to be approved by the Committee, or the Board of the participating affiliate after review by the Committee. Each CEO, or his/her delegate, shall approve any non-officer awards. Administration of the Plan is otherwise
delegated to the Edison International Vice President of Human Resources and designees acting under his/her direction. Such vice president is authorized to approve ministerial amendments to the Plan, to interpret Plan provisions, and to approve
changes as may be required by law or regulation. No Company, Board, Committee or individual shall be liable to any person for any action taken or omitted in connection with the interpretation and administration of the Plan. 
  

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 8. Successors and Assigns. This Plan shall be binding upon and inure to the benefit of the heirs, legal
representatives, successors and assigns of the Company and Participant. Notwithstanding the foregoing, any right to receive payment hereunder is hereby expressly declared to be personal, nonassignable and nontransferable, except by will, intestacy,
or as otherwise required by law, and in the event of any attempted assignment, alienation or transfer of such rights contrary to the provisions hereof, the Company shall have no further liability for payments hereunder. 
 9. Beneficiaries. Any award approved following the death of a Participant will be made to the Participant’s most recently designated beneficiary or
beneficiaries under the Long-Term Incentive Compensation Plan of the Company. If no beneficiary has been designated by the Participant, or if no beneficiary survives the Participant, or if a designated beneficiary should die after surviving the
Participant but before the award has been paid, any award approved will be paid in a lump-sum payment to the Participant’s estate as soon as practicable. 
 10. Capacity. If any person entitled to payments under this Plan is incapacitated and unable to use such payments in his or her own best interest, the Company may direct that payments (or any portion) be made to that person’s
legal guardian or conservator, or that person’s spouse, as an alternative to the payment to the person unable to use the payments. Court-appointed guardianship or conservatorship may be required by the Company before payment is made. The
Company shall have no obligation to supervise the use of such payments. 
 11. No Right of Employment. Nothing contained herein shall be construed as
conferring upon the Participant the right to continue in the employ of the Company as an officer or manager of the Company or in any other capacity. 
 12. Severability and Controlling Law. The various provisions of this Plan are severable in their entirety. Any determination of invalidity or unenforceability of any one provision will have no effect on the continuing force and
effect of the remaining provisions. This Plan shall be governed by the laws of the State of California. 
 IN WITNESS WHEREOF, EIX has adopted this
amended version of this Plan effective the first day of January, 2008. 
  

			
	EDISON INTERNATIONAL
	
	  

	Diane L. Featherstone, Senior Vice President
		
	Dated:	 	  

  

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