Document:

Exhibit 103

		

			Exhibit 10.3

		

		
			LINCOLN NATIONAL CORPORATION
		

		
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			2016 LONG-TERM INCENTIVE AWARD PROGRAM
		

		
			2016- 2018 Performance Cycle Agreement
		

		
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			For Senior Management Committee (other than CEO)
		

		
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			This Award Agreement (“Agreement”), by and between Lincoln National Corporation (“LNC”) on behalf of itself and its affiliates, and the <First Name> <Last Name>  (“Grantee”), evidences the grant by LNC on <Grant Date>, of a long-term incentive performance award to Grantee, and Grantee’s acceptance of the award, in accordance with and subject to the provisions of the Lincoln National Corporation 2014 Incentive Compensation Plan effective May 22, 2014  (the “Plan”) and this Agreement.  LNC and Grantee agree as follows:
		

		
			1.Form of Award.    This performance award grant is for <Granted Amount> shares of LNC common stock (“Shares”).  During the performance cycle, this award shall consist of LNC stock units but any actual award that ultimately vests will be delivered in Shares.  
		

		
			The number of Shares that will vest and be delivered, if any, may range from 0-200% of the aforementioned target number of Shares plus any accumulated dividend equivalents under Section 4, below.  Shares will vest and be delivered only after certification by the Compensation Committee of the LNC Board of Directors (the “Committee”) of the achievement of company performance criteria previously established and approved by the Committee for the performance cycle; however in no event will Shares be delivered later than March 15th of the year following the completion of the performance cycle.  
		

		
			The Committee reserves the right to adjust the target number or amount of Shares delivered at any time to the extent permissible under Code section 162(m).    
		

		
			In the event an adjustment pursuant to Section 10(c) of the Plan is required, the number of Shares that may ultimately vest under this Agreement, if any, shall be adjusted in accordance with Section 10(c) of the Plan.  All Shares that may ultimately vest under this Agreement, if any, after such adjustment shall be subject to the same restrictions applicable any Shares that may have vested under this Agreement before the adjustment.
		

		
			2.Full or Pro-Rata Awards upon Certain Events.    
		

		
			(a)Except as provided in this Paragraph 2 and in Paragraph 3, below, if Grantee has a Separation from Service (defined in Paragraph 10, below), for any reason during the performance cycle, the award shall be forfeited and automatically transferred back to LNC.  Upon forfeiture, Grantee shall have no further rights in such award or Shares issuable pursuant to an award granted hereunder.    
		

		

		

		 

		

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		(b)In the case of Grantee's Retirement (defined in Paragraph 10, below), Grantee (or Grantee's estate, if applicable) shall receive a pro-rated award based on the pro-ration formula described below.    
		

		
			 (c)In the case of Grantee’s death or Separation from Service on account of Total Disability (defined in Paragraph 10, below), Grantee (or Grantee's estate, if applicable) shall receive a full, non-prorated award as if Grantee had provided Service for the entire performance cycle.  
		

		
			The number of Shares deliverable upon the pro-rata vesting event described in Subparagraph 2(b) shall be calculated by multiplying this award by the product resulting from multiplying a fraction where the denominator is equal to the number of days during the performance cycle, and the numerator is equal to the number of days that the Grantee provided Service during the performance cycle, by a factor based on the company’s attainment of performance criteria during the performance cycle.  Thereafter, the number of Shares deliverable shall be rounded up to the nearest whole Share.
		

		
			Any Shares deliverable under this Paragraph 2 shall be delivered at the same time long-term incentive awards are normally paid and/or delivered after the end of the performance cycle. 
		

		
			3.Change of Control.    In connection with a Change of Control, pursuant to the definition in effect on the day immediately preceding such Change of Control, the Committee shall determine what, if any, award under this Agreement shall vest.  In making such determination, the Committee shall consider the nature of such Change of Control, whether continuation of the Plan and the awards for the performance cycle are feasible, and whether the resulting corporate entity, if any, offers or commits to offer awards of comparable economic value; provided, however, that the Committee’s determination shall be consistent with existing LNC plans, such as the Plan and the LNC Executives’ Severance Benefit Plan.
		

		
			Shares deliverable pursuant to this Paragraph 3 shall be delivered as of the earlier of (a) the time this award would normally be paid after the end of the original performance cycle established by the Committee, or (b) within 90 days after the Grantee’s involuntary Separation from Service, other than for Cause, from LNC, its affiliates or any successor entity, provided such Separation from Service occurs within two years after such Change of Control.  
		

		
			Notwithstanding the foregoing, a Grantee who has a voluntary Separation from Service after a Change of Control but before delivery of Shares in settlement of this award shall forfeit this award.
		

		
			4.Dividend Equivalents.  If an award vests, Grantee shall also receive an amount equal to the dividends that would have been paid on such Shares had Grantee held such Shares from the date of grant through the date the Shares become deliverable.  Such dividend equivalent amount shall be delivered in Shares based on the Fair Market Value of a Share on the date of the payment of the dividend.  
		

		
			 5.Tax Withholding.    LNC will require Grantee to remit an amount equal to any tax withholding required under federal, state or local law on the value of the Shares deliverable under this Agreement at such time as LNC is required to withhold such amounts.  In accordance 
		

		 

		

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		with procedures established by the Committee, Grantee may satisfy any required tax withholding payments in any combination of cash, certified check, or Shares  (including the surrender of Shares held by the Grantee or those that would otherwise be issued in settlement of this award).  Any surrendered or withheld Shares will constitute satisfaction of any required tax withholding to the extent of their Fair Market Value.
		

		
			6.Voting Rights.  Grantee shall have no voting rights with respect to LNC stock units.
		

		
			7.Transferability.  This award may not be transferred, sold, pledged, hypothecated, margined or otherwise encumbered by Grantee, except by will or the laws of descent and distribution.
		

		
			8.Cancellation/Rescission of Award after Vesting or Distribution/Termination for Cause.    
		

		
			(a)If Grantee’s Service is terminated for Cause, any Shares distributed in settlement of this award during the six (6) month period prior to such termination for Cause shall be rescinded and any such Shares not yet delivered in settlement of this award shall be cancelled without further action by the Committee or its delegate.  
		

		
			(b)If Grantee fails to comply with the non-competition, non-solicitation, non-disparagement or non-disclosure provisions described in Subparagraphs 9(a), 9(b), 9(c), and 9(d), below, before Shares are delivered in settlement of this award, this award shall be cancelled without further action by the Committee or its delegate.
		

		
			(c)If requested by LNC,  at the time Shares are to be delivered pursuant to this Agreement, Grantee shall certify in a form acceptable to LNC that Grantee is in compliance with the terms and conditions described in Subparagraphs 9(a), 9(b), 9(c), and 9(d), below.    Grantee’s failure to comply with Subparagraphs 9(a) through 9(d) at any time from the specified Grant Date through the six (6) month period after any Shares are delivered in settlement of this award shall cause such Shares to be rescinded.  
		

		
			(d)(1)  LNC must notify Grantee in writing of any such rescission: (A) in the case of Subparagraph 8(a), not later than 90 days after such termination for Cause; and (B) not later than 180 days after LNC obtains knowledge of Grantee’s failure to comply with Subparagraphs 9(a), 9(b), 9(c), or 9(d).  
		

		
			(2)  Within ten (10) days after receiving a rescission notice from LNC: (A) Grantee must surrender to LNC the Shares acquired upon settlement of the award, or (B) if such Shares have been sold or transferred, (i) Grantee must make a payment to LNC of the proceeds from such sale or transfer, or (ii) if there are no proceeds from such transfer, Grantee must make a payment to LNC equal to the Fair Market Value of such Shares on the date of such transfer.  
		

		
			In all cases, Grantee shall pay to LNC the gross amount of any gain realized or payment received (not net of any withholding or other taxes paid by Grantee) as a result of the award.    
		

		

		

		 

		

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		9.Covenants.
		

			
	
			
				 (a)
			Non-Competition.  Grantee may not become employed by, work on behalf of, or otherwise render services that are the same or similar to the services rendered by Grantee to the business unit(s) for which Grantee provided Service or otherwise had responsibilities for at the time of his/her termination to any other organization or business that competes with or provides, or is planning to provide, the same or similar products and/or services.  Grantee understands and agrees that this restriction is nationwide in scope.  

			
	
			
				 (b)
			Non-Solicitation.  Grantee shall not directly or indirectly hire, manage, solicit, or recruit any employees, agents, financial planners, salespeople, financial advisors, vendors, or service providers of LNC whom Grantee had hired, managed, supervised, or otherwise became familiar with as a result of his/her Service.

			
	
			
				 (c)
			Non-Disparagement.  Grantee shall not (1) make any public statements regarding his/her Service (other than factual statements concerning the dates of Service and positions held) or his/her termination or Retirement from LNC that are not agreed to by LNC, such approval not to be unreasonably withheld or delayed; and (2) Grantee shall not disparage LNC or any of its affiliates, its and their respective employees, executives, officers, or Boards of Directors.

			
	
			
				 (d)
			Non-Disclosure & Ideas Provision.  Grantee shall not, without prior written authorization from LNC, disclose to anyone outside LNC, or use in other than LNC’s business, any trade secrets or confidential and/or proprietary information received from or on behalf of, developed for, or otherwise relating to the business of, LNC.  Furthermore, Grantee agrees to disclose and assign to LNC all rights and interest in any invention or idea that Grantee developed or helped develop for actual or related business, research, or development work during the period of Grantee’s Service. 

		
			Notwithstanding anything to the contrary herein,  LNC may, in its discretion, waive Grantee’s compliance with Subparagraphs 9(a), 9(b), 9(c), or 9(d) in whole or part in any individual case.  Moreover, if Grantee’s Service is terminated by LNC other than for Cause, a failure by Grantee to comply with the provisions of Subparagraph 9(a), above, after such termination shall not in and of itself cause rescission if the Shares were delivered in settlement of this award before Grantee’s termination.    
		

		
			    10.Definitions.  As used in this Agreement: 
		

		
			“Cause” means a conviction of a felony or any fraudulent or willful misconduct by Grantee that is materially and demonstrably injurious to the business or reputation of LNC or its affiliates.  Cause shall be determined in the sole discretion of the Committee..
		

		
			“Retirement” means Grantee’s Separation from Service from LNC or any Subsidiary either (i) at age 55 or older with at least five (5) years of Service or (ii) at any age with at least seven (7) years of Service as a member of LNC’s Senior Management Committee.
		

		
			“Service” means Grantee’s continuous service as a common law employee of, or as a planner with a full-time agent’s contract with, LNC or any Subsidiary. Service as a common law 
		

		 

		

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		employee is the period of time Grantee is on the payroll of LNC or a Subsidiary but prior to the time the Grantee has had a Separation from Service.  Service as a planner is the period of time Grantee’s full-time agent’s contract is in effect but prior to the time the Grantee has had a Separation from Service.    
		

		
			“Separation from Service” has the meaning given such term in Code section 409A and the regulations issued thereunder.  
		

		
			“Subsidiary” means a corporation in which LNC has ownership of at least twenty-five percent.
		

		
			“Total Disability” means (as determined by the Committee) a disability that results in Grantee being unable to engage in any occupation or employment for wage or profit for which Grantee is, or becomes, reasonably qualified by training, education or experience.  In addition, the disability must have lasted six (6) months and be expected to continue for at least six (6) more months or be expected to continue unto death.  
		

		
			11.Compliance with Securities Laws.  Shares shall not be issued with respect to this award unless the issuance and delivery of such Shares shall comply with all relevant provisions of state and federal laws, rules and regulations, and, in the discretion of LNC, shall be further subject to the approval of counsel for LNC with respect to that compliance.  
		

		
			12.Incorporation of Plan Terms.  This award is subject to the terms and conditions of the Plan.  Such terms and conditions of the Plan are incorporated into and made a part of this Agreement by reference.  In the event of any conflicts between the provisions of this Agreement and the terms of the Plan, the terms of the Plan will control.  Capitalized terms used but not defined in this Agreement shall have the meanings set forth in the Plan unless the context clearly requires an alternative meaning. 
		

		
			IN WITNESS WHEREOF, LNC, by its duly authorized officer has signed this Agreement as of the first date set forth above.
		

		
			LINCOLN NATIONAL CORPORATION
		

		
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						/s/ Dennis R. Glass

					
					
						 

				
	
					
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						Name:  Dennis R. Glass

					
					
						 

				
	
					
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						Title:  President and Chief Executive Officer

					
					
						 

				

		
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			Page 5Exhibit 104

		

			Exhibit 10.4

		

		
			THE SEVERANCE PLAN FOR OFFICERS OF
		

		
			LINCOLN NATIONAL CORPORATION
		

		
			(Amended and Restated effective as  of  February 24, 2016)
		

		
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			Purpose and Interpretation  
		

		
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			The Severance Plan For Officers of Lincoln National Corporation,  amended and restated effective as of February 24, 2016(the “Plan”), is an amendment and restatement of the December 31, 2015 Amendment and Restatement of the Plan.    
		

		
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			This Plan is intended to comply with section 409A of the Internal Revenue Code of 1986, as amended, and the official guidance issued thereunder (the “409A Rules”).  Specifically, this Plan is intended to represent a “separation pay plan” as defined under the 409A Rules.  It is intended that benefits under this Plan shall be paid only in cases of “Job Elimination,” as defined below.  Notwithstanding any other provision of this Plan to the contrary, this Plan shall be interpreted, operated and administered in a manner consistent with these intentions.  
		

		
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			This Plan is intended to be a top-hat plan that covers a select group of management and highly-compensated employees.
		

		
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			Article I: Definitions
		

		
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			“Applicable Cap” means the lesser of (i) two times the sum of the Officer’s annual rate of pay determined as of December 31st of the calendar year prior to the year in which the Officer’s Job Elimination occurs, or (ii) two times the maximum amount that may be taken into account under a tax-qualified retirement plan pursuant to Code section 401(a)(17) in effect for the calendar year in which the Officer’s Job Elimination occurs.  In calculating the Applicable Cap, all amounts that are defined as payments under a “separation pay plan” sponsored by the Corporation for an individual Officer are aggregated.
		

		
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			“Cause” shall have the same meaning as used and/or defined under the ERISA Severance Plan.
		

		
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			“Change of Control” shall have the same meaning as used and/or defined under the Change of Control Plan.
		

		
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			“Change of Control Plan” means the Lincoln National Corporation Executives’ Severance Benefit Plan.
		

		
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			“CLG” means the Corporation’s Corporate Leadership Group.
		

		
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		“Code” means the Internal Revenue Code of 1986, as amended.
		

		
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			“Corporation”  means Lincoln National Corporation and its affiliates and subsidiaries.
		

		
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			“Effective Date” means February 24, 2016.
		

		
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			“ERISA Severance Plan” means the Lincoln National Corporation Severance Pay Plan, as amended from time to time.
		

		
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			“Established Compensation” means the Officer’s rate of pay for the calendar year immediately preceding the Officer’s Job Elimination as determined under the guidelines used by his or her respective business unit and is consistent with the rate of pay used for other company benefits (e.g., for annual enrollment, disability coverage, life insurance coverage).  
		

		
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			“Job Elimination”  or “Job Eliminated” shall have the same meaning as used and/or defined under the ERISA Severance Plan.
		

		
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			“Key Employee” means  any Officer who, as of the date of his or her Job Elimination from the Corporation, is treated as a “specified employee” under Code section 409A(a)(2)(B)(i)  (i.e., a key employee as defined in Code section 416(i) without regard to paragraph (5) thereof).  Key Employees shall be determined in accordance with Code section 409A using December 31st as the determination date.  A listing of Key Employees as of any determination date shall be effective for the 12-month period beginning on the April 1st following the determination date.
		

		
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			“Officers” means those officers, other than the Corporation’s President and Chief Executive Officer, listed in the Corporate Directory for each Participating Employer.  The list of officers is maintained by the Corporation and is posted on its intranet site at:  
		

		
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			http://one.lfg.com/ourpeople/orgcharts/Pages/default.aspx
		

		
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			“Participating Employer” means any affiliate or subsidiary of Lincoln National Corporation that is listed in Appendix A to this Plan.  
		

		
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			“Plan Administrator” means the Lincoln National Corporation Benefits Committee.  For purposes of Article IX of the Plan, the Plan Administrator shall also act as “Claims Administrator” and “Appeals Administrator,” respectively.  The Plan Administrator shall have complete discretion to interpret the Plan, to resolve issues relating to eligibility to receive benefits under the Plan, to determine the amount of benefits payable under the Plan, and to take whatever action it believes is necessary or desirable for such administration.
		

		
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		“SMC” means the Corporation’s Senior Management Committee.
		

		
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			Article II: Eligibility for Benefits
		

		
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			The benefits provided under this Plan are the Severance Pay benefit described in Article III below, the Severance Stipend benefit described in Article IV below for Officers who are CLG and below, and the COBRA Reimbursement benefit described in Article V for Officers who are SMC members.   All Officers who are Job Eliminated by the Corporation on or after the Effective Date of this Plan and who meet the conditions set forth below, shall be eligible for Plan benefits.  
		

		
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			In order to qualify for benefits under this Plan, the Officer must be Job Eliminated by the Corporation and must satisfy each of the three (3) requirements set forth below:   
		

		
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			(a) The Officer must otherwise be eligible for benefits under the ERISA Severance Plan;
		

		
			 
		

		
			(b) The Officer must remain actively at work and satisfactorily perform his or her job duties until the last day that the Officer’s services are required by the Corporation; and 
		

		
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			(c) The Officer must sign (and not revoke) an Agreement, Waiver and General Release (or similar release document) satisfactory to the Corporation (“Agreement”) that shall release the Corporation, its affiliates, subsidiaries, shareholders, directors, officers, employees, and agents and that becomes effective, which shall include provisions calling for forfeiture and/or claw back of all but three (3) weeks of benefits payable or paid under this Plan in the event the Officer engages in competition with, or solicits or attempts to solicit employees or customers of, the Corporation, reveals confidential information belonging to the Corporation, fails to report such competitive activity, solicitation, or breach of confidentiality, or otherwise violates the terms of the Agreement.
		

		
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			Benefits are not payable under this Plan unless each of the above requirements of this Article II is satisfied and the Officer continues to satisfy such requirements throughout the duration of the Severance Period described in Article III below.
		

		
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			Article III: Amount of Severance Pay
		

		
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			Severance Pay for Officers who are SMC members at the time of Job Elimination is based on the Officer’s annual base salary in effect at the time of Job Elimination plus the Officer’s target Annual Incentive Program bonus amount for the calendar year in which the Officer’s Job Elimination occurs.    
		

		

		

		 

		

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			Severance Pay for Officers who are CLG and below at the time of Job Elimination is based on the Officer’s annual base salary or Established Compensation, whichever is higher, in effect at the time of Job Elimination.
		

		
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			Severance Pay is paid for each week of the applicable Severance Period, as provided below:
		

		
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			Officer TitleSeverance Period
		

		
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			Officers below CLG-26 weeks
		

		
			CLG-39 weeks
		

		
			SMC-78 weeks
		

		
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			See Article VIII below for more information regarding the coordination of the Severance Pay benefit payable under this Plan, and similar benefits under the ERISA Severance Plan, the Change of Control Plan, or any other plans, programs and arrangements sponsored by the Corporation that pay severance benefits.
		

		
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			Article IV:    Amount of Severance Stipend
		

		
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			All Officers who are CLG and below at the time of Job Elimination and who satisfy the eligibility requirements set forth in Article II shall be entitled to receive a cash payment in the amount of $200/week for each week of the applicable Severance Period, as determined pursuant to Article III above, as illustrated below: 
		

		
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			Officers below CLG-$5,200(= 26 weeks x $200)
		

		
			CLG-$7,800(= 39 weeks x $200)
		

		
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			See Article VIII below for more information regarding the coordination of the Severance Stipend benefit payable under this Plan, and similar benefits under the ERISA Severance Plan, the Change of Control Plan,  or any other plans, programs and arrangements sponsored by the Corporation that pay severance benefits.
		

		
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			Officers who are SMC members at the time of Job Elimination shall not be eligible for any Severance Stipend under either this Plan or the ERISA Severance Plan.
		

		
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			Article V:    COBRA Reimbursement for SMC Members
		

		
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			All Officers who are SMC members at the time of Job Elimination shall be reimbursed for any premiums paid by the Officer for continuation of coverage under COBRA with respect to any benefit plans maintained by the Corporation for which the Officer is eligible to elect COBRA coverage and does elect COBRA coverage.  
		

		
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			Article VI:  Timing of Payments
		

		
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			In general, payments under this Plan will be paid, or begin to be paid, as soon as practical, but in no event later than 90 days, after the date the Officer satisfies the requirements of Article II above.  
		

		
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			Notwithstanding the foregoing, for amounts in excess of  the Applicable Cap that are payable to a Key Employee or any amount of Plan benefits payable to a Key Employee covered under the Change of Control Plan, benefits under this Plan will begin to be paid no earlier than the first day of the month that is a full six (6) months after the date of the Key Employee’s Job Elimination.  No interest or other compensation will be paid to the Key Employee in consideration of such delay.
		

		
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			Article VII:    Form of Payment
		

		
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			Severance Pay.  Except as provided below, Severance Pay is paid bi-weekly.    In no event shall Severance Pay be paid later than December 31st of the second calendar year following the calendar year in which the Officer’s Job Elimination occurs.    
		

		
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			Severance Stipend.  The Severance Stipend is paid in a cash lump sum.
		

		
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			Rule for Key Employees Covered under the Change of Control Plan.  Notwithstanding the foregoing, any Severance Pay payable under this Plan to a Key Employee covered under the Change of Control Plan within two years following the date of a Change of Control will be paid in a lump sum.
		

		
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			Article VIII:    Coordination with Other Plans, Programs & Arrangements
		

		
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			Any Severance Pay or Severance Stipend payable pursuant to this Plan is not eligible to be contributed to any of the Corporation’s qualified savings or 401(k) plans, nor eligible to be deferred under any of the Corporation’s non-qualified savings or deferred compensation arrangements.  No Severance Pay or Severance Stipend is considered in the calculation of benefits under any of the Corporation’s qualified or non-qualified defined benefit plans.  
		

		

		

		 

		

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			Any amounts of Severance Pay and Severance Stipend payable under this Plan shall be reduced, or offset, on a dollar-for-dollar basis, by the amount of any severance pay and severance stipend that may also be payable to the Officer under the ERISA Severance Plan or under any other plan, program, contract or arrangement sponsored by the Corporation calling for the payment of severance or severance-like payments or stipend or stipend-like payments.  
		

		
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			In addition, if the Officer is also eligible for benefits pursuant to the terms of the Change of Control Plan, then any amount of Severance Pay and Severance Stipend payable to the Officer under this Plan shall offset or reduce the amount payable to the Officer under the Change of Control Plan.  
		

		
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			The purpose of this Article is to prevent “double-dipping,” or the payment of duplicative severance benefits under one or more plans, programs, arrangements or agreements sponsored by the Corporation.
		

		
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			Except as expressly provided herein, particularly as to the amount of Severance Pay,  Severance Stipend, and/or as to the coordination of benefits provisions in this Plan, this Plan does not amend or otherwise modify the provisions of any of the plans, programs, arrangements or agreements established, maintained or entered into by the Corporation for the purpose of providing benefits to employees.  The Corporation reserves the right to amend or terminate this Plan at any time.
		

		
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			Article IX:Denial of a Claim for Benefits
		

		
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			ERISA Claims Procedures.  Any claim for Severance Benefits under this Plan shall be made in accordance with the procedures set forth in this Article IX.  It is intended that the following claims procedures at all times be in compliance with the claims procedure regulations of the U.S. Department of Labor set forth in 29 C.F.R. section 2560.503-1.
		

		
			General Procedures.  The Plan Administrator shall establish administrative processes and safeguards designed to ensure and to verify that all benefit claim determinations under this Plan are made in accordance with this document and that, where appropriate, the Plan provisions have been applied consistently with respect to similarly situated Officers.
		

		
			(a)Initial Claim.  An employee of a Participating Employer who believes himself entitled to Severance Benefits under the Plan may make a claim for those benefits (such employee being a “Claimant”) by submitting a written notification of his claim of right to such Severance Benefits to the Claims Administrator (see definition of Plan Administrator under Article I), in the manner prescribed by Claims Administrator.
		

		
			(b)Timing of Benefits Determinations.  If a claim is wholly or partially denied (an “Adverse Benefit Determination”), the Claims Administrator shall notify the Claimant of the Adverse Benefit Determination within a reasonable period of 
		

		 

		

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		time, but not later than 90 days after receipt of the claim by the Claims Administrator, unless the Claims Administrator determines that special circumstances require an extension of time for processing the claim.  If the Claims Administrator determines that an extension of time for processing is necessary, then written notice of the extension shall be furnished to the Claimant prior to the termination of the initial 90-day period.  In no event shall such extension exceed a period of 90 days from the end of such initial period.  The extension notice shall indicate the special circumstances requiring an extension of time and the date by which the Claims Administrator expects to render a decision on the claim.  
		

		
			(c)Manner and Content of Notice of Adverse Benefit Determination.  The Claims Administrator shall provide a Claimant with written or electronic notification of any Adverse Benefit Determination.  Electronic notifications shall comply with standards imposed under 29 C.F.R. sections 2520.104b-1(c)(1)(i), (iii) and (iv).  The notification shall set forth, in a manner calculated to be understood by the Claimant:
		

		
			(1) the specific reason or reasons for the Adverse Benefit Determination;
		

		
			(2) reference to the specific Plan provisions on which the determination is based;
		

		
			(3) a description of any additional material or information necessary for the Claimant to protect the claim and an explanation of why such material or information is necessary;
		

		
			(4) a description of the Plan’s review procedures and the time limits applicable to such procedures, including a statement of the Claimant’s right to bring a civil action under section 502(a) of ERISA following an Adverse Benefit Determination on review;
		

		
			Appeal of Adverse Benefit Determinations.   The Plan shall provide: 
		

		
			(a) the Claimant 60 days following receipt of notification of an Adverse Benefit Determination within which to appeal the determination;
		

		
			(b) the Claimant the opportunity to submit written comments, documents, records, and other information relating to the claim for benefits;
		

		
			(c)for a review that takes into account all comments, documents, records, and other information submitted by the Claimant relating to the claim, without regard to whether such information was submitted or considered in the initial benefit determination; and
		

		
			(d)the Claimant, upon request and free of charge, reasonable access to, and copies of, all documents, records, and other information relevant to the Claimant’s claim for Severance Benefits.
		

		

		

		 

		

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		Timing of Notification of Benefit Determination on Review.  The Appeals Administrator (see definition of Plan Administrator under Article I) shall notify a Claimant in accordance with this Article IX of the Plan’s benefit determination on review within a reasonable period of time, but not later than 60 days after receipt of the Claimant’s request for review by the Plan, unless the Appeals Administrator determines that special circumstances require an extension of time for processing the review of the claim.  If the Appeals Administrator determines that the extension of time for processing is required, written notice of the extension shall be furnished to the Claimant prior to the termination of the initial 60-day period.  In no event shall such extension exceed a period of 60 days from the end of the initial period.  The extension notice shall indicate the special circumstances requiring an extension of time and the date by which the Appeals Administrator expects to render the determination on review.
		

		
			For purposes of this Article IX, the period of time within which a benefit determination on review is required to be made shall begin at the time an appeal is filed, in accordance with the Plan’s procedures, without regard to whether all the information necessary to make a benefit determination on review accompanies the filing.  In the event that a period of time is extended due to a Claimant’s failure to submit information necessary to decide a claim, the period for making the benefit determination on review shall be suspended from the date on which the notification of the extension is sent to the Claimant until the date on which the Claimant responds to the request for additional information.
		

		
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			Furnishing documents.  In the case of an Adverse Benefit Determination on review, the Appeals Administrator shall provide such access to, the copies of, documents, records, and other information described below, as appropriate.
		

		
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			Manner and Content of Notification of Benefit Determination on Review.  The Appeals Administrator shall provide a Claimant with written or electronic notification of the Appeals Administrator’s benefit determination on review.  Electronic notifications shall comply with standards imposed under 29 C.F.R. 2520.104-1 (c)(1)(i) and (iv).  In the case of an Adverse Benefit Determination, the notification shall set forth, in a manner calculated to be understood by the Claimant:
		

		
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				 (a)
			

			
	
			
			the specific reason or reasons for the adverse determination;

		
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				 (b)
			

			
	
			
			reference to the specific Plan provisions on which the benefit determination is based;

		
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				 (c)
			

			
	
			
			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 Claimant’s claim for Benefits; a statement of the Claimant’s right to bring an action under section 502(a) of ERISA; 

		 

		

			-8-     

		

 

			
	
			
				 (d)
			

			
	
			
			if an internal rule, guideline, protocol, or other similar criterion (collectively, “Specific Rule”) was relied upon in making the adverse determination, either the Specific Rule or a statement that such Specific Rule was relied upon in making the adverse determination and that a copy of the Specific Rule will be provided free of charge to the Claimant upon request; and

			
	
			
				 (e)
			

			
	
			
			 the following statement: “You and your Plan may have other voluntary alternatives 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.”

		
			Litigation.  In order to operate and administer the claims procedure in a timely and efficient manner, any Claimant whose appeal with respect to a claim for Severance Benefits has been denied, and who desires to commence a legal action with respect to such a claim, must commence such action in a court of competent jurisdiction within one year after receipt of notification of such denial.  Failure to file such action by the prescribed time will forever bar the commencement of such action.
		

		
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			-9-     

		

 

		
		

		
			APPENDIX A
		

		
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			Participating Employers
		

		
			As of February 24, 2016
		

		
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			California Fringe Benefit & Insurance and Marketing Corp.
		

		
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			First Penn-Pacific Life Insurance Company 
		

		
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			LFA Limited Liability Co.
		

		
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			LFA Management Corporation
		

		
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			Lincoln Financial Advisors Corporation
		

		
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			Lincoln Financial and Insurance Services Corporation
		

		
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			Lincoln Investment Management Company
		

		
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			Lincoln Life & Annuity Company of New York 
		

		
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			Lincoln National Corporation
		

		
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			Lincoln National Management Corporation 
		

		
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			The Lincoln National Life Insurance Company 
		

		
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			-10-

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