Document:

Exhibit 10(d)_053015

THE HERMAN MILLER, INC.

EXECUTIVE EQUALIZATION RETIREMENT PLAN

TABLE OF CONTENTS

	
				
	 
	 
	Page

	ARTICLE I
	PURPOSE
	1
	

	ARTICLE II
	DEFINITIONS AND CONSTRUCTION
	1
	

	2.1
	Definitions
	1
	

	2.2
	Construction
	4
	

	ARTICLE III
	PARTICIPATION
	4
	

	ARTICLE IV
	CONTRIBUTION CREDITS
	4
	

	4.1
	Contribution Credits
	4
	

	4.2
	Retirement Savings Agreements
	5
	

	4.3
	Reemployed Veterans
	5
	

	ARTICLE V
	ALLOCATIONS TO PARTICIPANT ACCOUNTS
	6
	

	5.1
	Individual Accounts
	6
	

	5.2
	Account Adjustments
	6
	

	ARTICLE VI
	PAYMENTS FROM PLAN
	7
	

	6.1
	Election of Participant
	8
	

	6.2
	Payment of amounts that are not Covered by Participant's Election
	8
	

	6.3
	Payments Upon Death
	8
	

	6.4
	Hardship Distributions
	9
	

	6.5
	Distributions Pursuant to Domestic Relations Orders
	9
	

	6.6
	Designation of Beneficiary
	9
	

	6.7
	Payment Upon Change in Control
	10
	

	ARTICLE VII
	DEFERRED COMPENSATION FUND
	12
	

	ARTICLE VIII
	ADMINISTRATION
	12
	

	8.1
	Administrator
	12
	

	8.2
	Indemnification
	12
	

	8.3
	Records and Reports
	12
	

	8.4
	Appointments of Committee
	12
	

	8.5
	Claims Procedures
	13
	

	8.6
	Rules and Decisions
	14
	

	8.7
	Committee Procedures
	14
	

	8.8
	Authorization of Benefit Payments
	14
	

	8.9
	Application and Forms for Benefits
	14
	

	8.10
	Facility of Payment
	15
	

	ARTICLE IX
	INDIVIDUAL INVESTMENT ACCOUNTS
	15
	

	9.1
	Investment of Individual Accounts
	15
	

	9.2
	Procedures for Investments
	15
	

	ARTICLE X
	PAYMENT OF TAXES
	15
	

	
					
	ARTCILE XI
	TERMINATION AND AMENDMENT
	16
	

	11.1
	

	Amendments
	16
	

	11.2
	

	Termination
	16
	

	ARTICLE XII
	NONALIENATION OF BENEFITS AND DOMESTIC RELATIONS ORDERS
	16
	

	12.1
	

	Nonalienation of Benefits
	16
	

	12.2
	

	Procedure for Domestic Relations Orders
	16
	

	ARTCILE XIII
	MISCELLAENOUS
	17
	

	13.1
	

	Status of Participants
	17
	

	13.2
	

	No Interest in Company Affairs
	17
	

	13.3
	

	Litigation
	17
	

	13.4
	

	Governing Law
	18
	

	13.5
	

	Separability of Provisions
	18
	

THE HERMAN MILLER, INC.

EXECUTIVE EQUALIZATION RETIREMENT PLAN

This Plan is adopted by Herman Miller, Inc., a Michigan corporation, on behalf of itself and certain of its subsidiary corporations, all of whom will be referred to collectively as the "Company."   

ARTICLE I
PURPOSE

The Company is adopting this Plan effective January 1, 2008 to provide an additional retirement program for certain of its management and other highly compensated employees.  This Plan is intended to be a "top hat" plan that will be exempt from the requirements of Parts 2, 3 and 4 of Subtitle B of Title I of ERISA, and is not intended to satisfy the requirements of Section 401(a) of the Code.

ARTICLE II
DEFINITIONS AND CONSTRUCTION

2.1  Definitions The following words and phrases, when used in this Agreement, will have the following meanings:

(a)    Accounts:    The accounts maintained to record a participant's share of contributions to the Plan and allocation of income with respect to these contributions.   The following separate accounts will be maintained for each participant:

(1)    Cash Balance Account:   The account maintained to record the participant's share of the Company's contributions that are made to supplement the contributions made pursuant to the Company's Retirement Income Plan and allocations of income with respect to this account;

(2)    Profit Sharing Account:   The account maintained to record the participant's share of the Company's contributions that are made to supplement the Company's discretionary contributions to the Company's Profit Sharing and 401(k) Plan and allocations of income with respect to these contributions;

(3)    Retirement Savings Account:    The account maintained to record the participant's voluntary retirement savings contributions and allocations of income with respect to these contributions.

(4)    Matching Account:   The account maintained to record the participant's share of the Company's matching contributions and allocations of income with respect to these contributions.

(b)  Beneficiary:  A person or persons, natural or otherwise, designated in accordance with the Plan to receive any death benefit payable under this Plan.

(c)      Code:  The Internal Revenue Code of 1986, as amended from time to time.

(d)      Committee:  The persons appointed to assist the Company in administering the Plan.

(e)      Company:  Herman Miller, Inc., a Michigan corporation, and any subsidiary of Herman Miller, Inc. who, with the consent of Herman Miller, Inc., has elected to adopt this Plan for the benefit of its employees.

(f)    Compensation:  The total of all amounts paid to a participant during the plan year by the Company that is reportable in Box 1 of IRS Form W-2, adjusted by:

(1)    Adding the amount of any elective contributions made for the participant to this Plan and plans maintained pursuant to Code Sections 125, 132(f), and 401(k); and

(2)    Subtracting the following amounts:

(A)    Amounts paid before a participant became a participant; and

(B)    Amounts paid as signing bonuses, reimbursements of moving expenses or other expense allowance, severance pay, and miscellaneous earnings such as income from the exercise of stock options.

(g)      ERISA:  Public Law No. 93-406, the Employee Retirement Income Security Act of 1974, as amended from time to time.

(h)    Excess Compensation:   Compensation for a participant for a plan year that is in excess of the limit on compensation imposed by Code Section 401(a)(17).   
(i)    Fiscal year:   The fiscal year of the Company which is the period of 52 or 53 weeks ending on the Saturday nearest the end of May and commencing for the next year on the following Sunday.

(j)     Fund:  The fund known as the Herman Miller, Inc. Executive Equalization Retirement Fund and maintained in accordance with the terms of this Plan.

(k)      Key employee:   An employee or former employee who during the plan year was any of the following:

(1) an officer of the Company whose compensation from the     Company for the year was more than $130,000, as adjusted pursuant     to Code Section 416(i);

(2)   a more than 5% owner of the Company; or

(3)   A more than 1% owner of the Company whose annual     compensation from the Company was more than $150,000. 

The terms used in this definition are as defined in Code Section     416(i)(1). The adjusted compensation for subsection (1) for 2007 is     $145,000.

(l)      Participant:  An employee participating in the Plan in accordance with the provisions of Section 3.1 or a former employee who has an account balance in the Plan.

(m)      Plan:  The Herman Miller, Inc. Executive Equalization Retirement Plan as set forth in this document and any later amendments.

(n)      Plan year:  The “fiscal year” of the Plan which will be the period of twelve consecutive months ending on December 31 of every year.

(o)    Qualified Plans:    The Herman Miller, Inc. Profit Sharing and 401(k) Plan and the Herman Miller, Inc. Retirement Income Plan, both of which are intended to meet the requirements of Code Section 401(a).

(p)    Reemployed Veteran:   A participant or former participant who returns from a leave of absence for military service during the period in which reemployment rights are protected by federal law.

2.2  Construction The masculine gender is used occasionally in this document for purposes of simplicity and will be interpreted to include the feminine gender.   Plural pronouns are also used and will be interpreted to include the singular.

ARTICLE III
PARTICIPATION

Participation in the Plan will be limited to a select group of management or highly compensated employees who are designated by the executive compensation committee of the board of directors of the Company.   Employees will become participants in the Plan on the first day of the next plan year after being designated by the committee.

ARTICLE IV
CONTRIBUTION

4.1  Types of Contributions

(a)       Retirement Savings.  After the end of each payroll period, the Company will contribute to the fund as retirement savings contributions the total amount by which participants’ compensation for the period has been reduced pursuant to retirement savings agreements.

(b)      Matching.  The Company will contribute to the fund as matching contributions the amount determined by applying the matching contribution formula adopted by the Company for the plan year to the amount of each participant’s retirement savings contributions to this Plan for the year.  

(c)    Cash Balance.   The Company will contribute to the fund as cash balance contributions for each plan year an amount equal to 4% of each participant's excess compensation for the plan year.

(d)    Profit Sharing.   The Company will contribute to the fund as a profit sharing contribution for each plan year the amount determined by the executive compensation committee of the Company's board of directors.

4.2  Retirement Savings Agreements A participant may enter into a written retirement savings agreement with the Company.  The retirement savings agreement will provide that the participant will accept a reduction in salary and/or bonuses from the Company and the Company will make a retirement savings contribution for the plan year in the amount of the agreed reduction

The retirement savings agreements will be administered in accordance with the following rules:

(a)      A participant’s initial retirement savings agreement will apply to payroll periods beginning after it is accepted by the Company if the agreement is filed with the Company within 30 days after the participant becomes eligible.  If the initial agreement is not filed with the Company within 30 days after the participant becomes eligible, then it will apply to compensation earned in the plan year after the plan year in which the agreement is filed with the Company; 

(b)      A retirement savings agreement may be amended by a participant once a year and the amendment will be effective on the first day of the next plan year beginning after the year in which the amendment has been filed with the Company; and

(c)      The maximum amount that a participant may contribute pursuant to a retirement savings agreement will be 50% of the participant's salary for the year and 100% of the participant's bonus for the year.

4.3    Reemployed Veterans.   Reemployed veterans will be eligible for profit sharing and cash balance contributions for the period of their military service.   The amount of the contributions will be based on the compensation the reemployed veterans would have received if they had remained in the employ of the Company and, if this cannot be determined with reasonable certainty, then on the basis of the average amount earned each month during the 12-month period immediately preceding the period of military service.

Reemployed veterans may also make retirement savings contributions for the period of their military service and will be eligible for matching contributions determined by applying the matching formula for the plan year in question to the participant's makeup retirement savings contributions for the period.

The Company's make-up profit sharing and cash balance contributions will be made as of the end of the plan year in which the reemployed veteran returns to employment with the Company after the period of military service.   Reemployed veterans may make their make-up retirement savings contributions during the period that begins on their reemployment date and ends five years thereafter.   The Company will make make-up matching contributions as of the end of each plan year in which the reemployed veteran has made make-up retirement savings contributions.

ARTICLE V
ALLOCATIONS TO PARTICIPANT ACCOUNTS

5.1  Individual Accounts The Company will create and maintain adequate records to disclose the interest in the Plan of each participant and beneficiary. The records will be in the form of individual accounts to reflect each participant’s cash balance, profit sharing, retirement savings and matching contributions, and income with respect to these contributions.  Credits and charges will be made to each account in accordance with the provisions of this Plan.  Distributions and withdrawals will be charged to the account as of the date paid.

5.2  Account Adjustments  The accounts of participants and beneficiaries will be adjusted in accordance with the following:

(a)  Income.  The “income” of the fund will mean the net income or loss from investments, including realized and unrealized gains and losses on securities and other investment transactions, less expenses paid from the fund.  All assets of the fund will be valued at their fair market value in determining unrealized gains and losses.  If any assets of the fund are segregated for any purpose, the income from the segregated assets will not be included in account adjustments under this Subsection (a).

The income of the fund will be determined and allocated to accounts in accordance with the rules established by the Company.

(b)   Retirement Savings.  After the end of each payroll period, retirement savings contributions will be credited to the accounts of participants in amounts equal to the amounts by which their salaries and bonuses were reduced during the period pursuant to retirement savings agreements.

(c)  Matching Contributions. As soon as administratively feasible after the end of each plan year, matching contributions will be credited to the accounts of participants who made retirement savings contributions and are employed by the Company on the last day of the plan year.   The matching contributions will be equal to 50% of the participant's retirement savings contributions until the matching contributions bring the total Company contributions for the participant to this Plan and the qualified plans up to the "target maximum percentage" of the participant's compensation for the plan year.   

The target maximum percentage is the maximum percentage of compensation that the Company contributed for the fiscal year ending during the plan year to the accounts in the qualified plans of participants who are not highly compensated employees.   For purposes of these percentages, the "pay credits" that are credited to the cash balances of participants in the Herman Miller, Inc. Retirement Income Plan will be treated as contributions rather than hypothetical credits.  

(d)    Cash Balance Contributions.   As soon as administratively feasible after the end of each plan year, cash balance contributions will be credited to the accounts of participants who are employed by the Company on the last day of the plan year in an amount equal to 4% of the participant's excess compensation for the plan year.

(e)    Profit Sharing Contributions.   As soon as administratively feasible after the end of each plan year, the Company's profit sharing contribution for the year will be credited to the accounts of participants who are in the employ of the Company on the last day of the fiscal year ending during the plan year in accordance with the ratio of each participant's excess compensation for the plan year to the total excess compensation of all eligible participants for the year.   For purposes of this allocation, the term "compensation" will mean compensation as defined in Section 2.1, but reduced by the amount of any EVA bonuses, executive incentive pay, worker's compensation benefits, short-term disability benefits, or automobile accident disability benefits paid to the participant.

ARTICLE VI
PAYMENTS FROM PLAN

6.1     Election of Participant.   Participants may specify the date on which payments will begin to be made from the Plan and the form of the payments (single lump sum payment or installments in specified amounts) by filing an election concerning the payment schedule with the Company prior to the year in which the income is deferred pursuant to this Plan.   If a payment election is filed, payment of the amounts subject to the election will be made in accordance with the election.   

If a participant has filed an election concerning payment, the participant may change the election and defer the starting date of the payments to a date that is not less than five (5) years after the date on which the first payment would otherwise have been made under the 

election, but the change in election may not take effect until at least 12 months after the date on which the election is filed with the Company and may not be made less than 12 months prior to the date of the first payment that would have been made under the prior election.  

6.2    Payment of Amounts that are not Covered by a Participant's Election.   If a participant fails to file an election with respect to payments or the participant's elections do not cover all amounts in the participant's accounts, the balance in the accounts will be paid after the participant's employment terminates and until the death of the participant in accordance with the following:

(a)      Commencement Date.  Benefit payments to participants other than key employees  will begin as soon as administratively feasible after the end of the calendar year in which the participant's employment terminates, but not later than March 30 of the following year.

Benefit payments to participants who are key employees will begin as soon as administratively feasible after the end of the year in which the participant's employment terminates or six (6) months after the participant's employment terminates, whichever is later. 

(b)      Form of Payment.  Payments will be made in annual installments over a period of not more than five (5) years.   Each installment will be equal to the greater of the following:

(1)    $100,000 or the balance in the participant's accounts, whichever amount is smaller; or

(2)    One-fifth (1/5) of the amount in the participant's accounts in the first installment, one-quarter (1/4) of the amount in the participant's accounts in the second installment, one-third (1/3) of the amount in the participant's accounts in the third installment, one-half (1/2) of the amount in the participant's accounts in the fourth installment, and the remaining balance in the accounts in the fifth installment.  

The first installment will be paid in accordance with (a) and each subsequent installment will be paid on the 15th day of January of the following year.  

6.3    Payments Upon Death.    Upon the death of a participant, the entire amount in the participant's accounts will be paid to the participant's beneficiaries as follows:

(a)    Amounts that are subject to an election filed by the participant in accordance with Section 6.1 will be made in accordance with the election; and

(b)    Amounts that are not subject to an election filed by the participant will be paid in a single lump sum payment as soon as administratively feasible after the date of the participant's death.

6.4      Hardship Distributions  The committee may permit a participant to make a withdrawal if the withdrawal is necessary to enable the participant to address an unforeseeable financial emergency and the amount necessary to meet the need is not reasonably available to the participant from other financial resources.

The amount of any such hardship withdrawal may not exceed the amount required to correct the hardship.  If a participant is permitted to make a hardship withdrawal from the trust, any retirement savings agreement outstanding between the participant and the Company will be revoked at the time of the hardship withdrawal and may not be reinstated until the beginning of the next year.

6.5      Distributions Pursuant to Domestic Relations Orders  Benefits payable to an alternate payee pursuant to a domestic relations order will be paid to the alternate payee as soon as possible after application for payment has been made by the alternate payee.

6.6      Designation of Beneficiary If a participant or former participant dies before receipt of all plan benefits, the balance of the participant's accounts will be paid to the participant's beneficiary.  A participant may designate a beneficiary or beneficiaries; provided, however, that if the participant has been married to the participant's spouse for at least one (1) year at the time of death, the beneficiary will be the surviving spouse unless the participant, with the consent of the spouse, has designated another person to be the beneficiary of the death benefits.

If the consent of the spouse is required, the consent must be in writing and must acknowledge that the spouse understood the effect of giving the consent.  The consent form must be executed in the presence of a representative of the Company or witnessed by a notary public.

Each beneficiary designation will be on a form prescribed by the committee and will be effective only when filed with the committee during the participant’s lifetime.  Each beneficiary designation filed with the committee will cancel all beneficiary designations previously filed.  If any participant fails to designate a beneficiary, or if the beneficiary dies before the participant, the Trustee will distribute the benefits to the participant’s spouse if surviving and if not to the participant’s estate.

6.7    Payments Upon Change in Control.    Upon a "change in control" of the Company, the balance in each participant's accounts will be paid to the participant in a single lump sum payment within 45 days after the change in control, regardless of whether the participant's employment terminates as a result of the change in control.   For purposes of this Plan, the term "change in control" will mean a "Change in Ownership," a "Change in Effective Control," or "Change in Ownership of the Company's Assets" as defined below.

(a)  A "Change in Ownership" occurs on the date that any one person, or more than one person acting as a group (as such term is described in subsection (d), acquires ownership of stock of the Company that, together with stock held by such person or group, constitutes more than 50 percent of the total fair market value or total voting power of the stock of the Company, subject to the following:

(i)  If any one person, or more than one person acting as a group is considered to own more than 50 percent of the total fair market value or total voting power of the stock of the Company, the acquisition of additional stock in the Company by the same person or persons is not considered to cause a Change in Ownership (or to cause a Change in Effective Control under subsection (b); and

(ii)  An increase in the percentage of stock owned by any one person, or persons acting as a group as a result of a transaction in which the Company acquired stock in exchange for property will be treated as an acquisition of stock for purposes of this subsection (a).

This subsection (a) shall apply only when there is a transfer of stock of the Company (or issuance of stock of the Company), and stock in the Company remains outstanding after the transaction.

(b)  A "Change in Effective Control" of the Company occurs on the date that either:

(i)  Any one person, or more than one person acting as a group acquires (or has acquired during the 12-month period ending on the date of the most recent acquisition by such person or persons) ownership of stock of the Company possessing 35 percent or more of the total voting power of the stock of the Company, or

(ii)  A majority of the members of the board of directors of the Company is replaced during any 12-month period by directors whose appointment or election is not endorsed by a majority of the members of the board prior to the date of the appointment or election.

(c)  A "Change in the Ownership of the Company's Assets" occurs on the date that any one person, or more than one person acting as a group acquires (or has acquired during the 12-month period ending on the date of the most recent acquisition by such person or persons) assets from the Company that have a total "gross fair market value" equal to or more than 40 percent of the total gross fair market value of all of the assets of the Company immediately prior to such acquisition or acquisitions.

(i)  "Gross fair market value" means the value of the assets of the Company, or the value of assets being disposed of, determined without regard to any liabilities associated with such assets.

(ii)  There is no Change in the Ownership of the Company's Assets when there is a transfer to an entity that is controlled by the shareholders of the Company immediately after the transfer.  A transfer of assets by the Company is not treated as a Change in the Ownership of the Company's Assets if the assets are transferred to:

(A)  A shareholder of the Company (immediately before the asset transfer) in exchange for or with respect to its stock;

(B)  An entity, 50 percent or more of the total value or voting power of which is owned, directly or indirectly, by the Company;

(C)  A person, or more than one person acting as a group that owns, directly or indirectly, at least 50 percent of the total fair market value or voting power of all the outstanding stock of the Company; or

(D)  An entity, 50 percent or more of the total value or voting power of which is owned, directly or indirectly, by a person described in subparagraph (C).

Except as otherwise provided, for purposes of this Paragraph (ii), a person's status is determined immediately after the transfer of assets.

(d)  For purposes of subsections (a), (b) and (c), persons will not be considered to be acting as a group solely because they purchase or own stock or purchase assets of the same corporation at the same time, or as a result of the same public offering.  However, persons will be considered to be acting as a group if they are owners of a corporation that enters into a merger, consolidation, purchase, acquisition of stock, or similar business transaction with the Company.  If a person, including an entity, owns stock in both corporations that enter into a merger, consolidation, purchase, acquisition of stock, or similar transaction, the person will be considered to be acting as a group with other shareholders in a corporation only with respect to the ownership in that corporation prior to the transaction giving rise to the change and not with respect to the ownership interest in the other corporation.

ARTICLE VII
DEFERRED COMPENSATION FUND

The Company will establish a deferred compensation fund for the amounts to be credited under this Plan.  The Company will be the owner of the fund and may invest the assets of the fund with the other assets of the Company, or may invest the assets in a separate account or accounts as determined by the Company.

The Company may establish a trust for the fund and transfer the assets of the fund to the trust, but the assets of the trust will remain subject to the claims of the creditors of the Company.

ARTICLE VIII
ADMINISTRATION

8.1  Administrator The Company will be the plan administrator for this Plan and will be responsible for the proper administration of this Plan.   The Company will have the responsibility and discretionary authority for interpreting the terms of the Plan, and for determining eligibility for participation and benefits under the Plan.

8.2  Indemnification The Company will indemnify the members of the committee and any other employees of the Company who are deemed fiduciaries, and hold them harmless, against any and all liabilities, including legal fees and expenses, arising out of any act or omission made or suffered in good faith pursuant to the provisions of the Plan, or arising out of any failure to discharge any fiduciary obligation other than a willful failure to discharge an obligation of which the person was aware.

8.3  Records and Reports The Company will comply with ERISA with regard to records of participant’s service, account balances, notifications to participants, and any notices or reports that are required to be filed with the Internal Revenue Service, the Department of Labor, or any other agency of the federal government.

8.4  Appointment of Committee The Company may appoint a committee to assist in the administration of the Plan.  The committee will consist of as many persons as may be appointed by the Company and will serve at the pleasure of the Company.  All usual and reasonable expenses of the committee will be paid by the Company.  If a committee is not appointed, all duties assigned to the committee in this Plan will be performed by the Company.

8.5  Claims Procedure  The Company will make all determinations regarding benefits based on its interpretation of the terms of the Plan.  The Company will notify the participant or beneficiary (“claimant”) in writing if any claim for benefits is denied.  The notice of the adverse benefit determination will be sent to the claimant within 90 days after receipt of the claim for benefits unless the Company determines that special circumstances require an extension of time of up to 90 days for processing the claim.  If additional time is needed, the Company will notify the claimant of the special circumstances requiring the extension of time and the date by which the determination will be made.  The notice will explain the reasons for the adverse determination in language that may be understood by the claimant and will reference the Plan provisions upon which the determination is based.  The notice will include a description of any additional material or information necessary for the claimant to perfect the claim and an explanation of why the material or information is necessary. The notice will describe the Plan’s appeal procedures and the time limits of the appeal procedures and will include a statement of the claimant’s right to bring a civil action under ERISA Section 502(a) following an adverse benefit determination on the appeal.

The appeal procedure will be as follows:

 (a)    If claimants are not satisfied with a decision of the Company, they must exhaust their administrative remedies under this Plan by filing a written appeal with the committee not later than 60 days after receipt of the notice of adverse benefit determination.

(b)    Claimants or their  authorized representatives will be provided upon request and free of charge, reasonable access to and copies of all documents, records and other information relating to the claim for benefits. 

(c)    Claimants or their authorized representatives may submit written comments, documents, records and other information relating to their claim in writing. All materials and arguments must be filed with the appeal.  The committee will take 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.

(d)    The committee will render its decision on the appeal within a reasonable period of time, but not more than 60 days after receipt by the Company of the claimant’s appeal, unless the committee determines that special circumstances require an extension of time for processing.  If an extension of time for review is required because of special circumstances, the committee will give written notice to the claimant of the extension prior to the commencement of the extension that will state the circumstances requiring the extension and the date by which the determination will be made.  An extension of time for review will not entitle the claimant to a hearing before the committee as to the appeal.  All appeal materials must be submitted in writing.

(e)    The committee will advise the claimant in writing or electronically of the decision on the appeal stating the reasons for the decision in language that may be understood by the claimant with references to the Plan provisions upon which the appeal determination is based.  The notice will contain 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 and a statement of the claimant’s right to bring an action under ERISA Section 502(a).  

8.6  Rules and Decisions  The committee may adopt such rules as it deems necessary, desirable or appropriate.  All rules and decisions of the committee will be uniformly applied to all participants in similar circumstances.  When making a determination or calculation, the committee may rely upon its interpretation of the terms of the Plan and information furnished by a participant or beneficiary, the Company, and the legal counsel of the Company.

8.7  Committee Procedures  The committee may act at a meeting or in writing without a meeting.  The committee may elect one of its members as chairman and appoint a secretary who need not be a committee member.  The secretary will keep a record of all meetings and forward all necessary communications to the Company.  The committee may adopt such bylaws and regulations as it deems desirable for the conduct of its affairs.  All decisions of the committee will be made by the vote of the majority including actions in writing taken without a meeting.

8.8  Authorization of Benefit Payments  The committee will issue directions to the Company concerning all benefits which are to be paid from the fund pursuant to the provisions of the Plan.

8.9  Application and Forms for Benefits  The committee may require a participant to complete and file an application for a benefit and all other forms approved by the committee, and to furnish all pertinent information requested by the committee.  The committee may rely upon all such information including the participant’s current mailing address.

8.10  Facility of Payment  Whenever, in the committee’s opinion, a person entitled to receive any benefit is under a legal disability or is incapacitated in any way so as to be unable to manage his financial affairs, the committee may direct the payments to such person or to his legal representative or to a relative or friend of such person for his benefit, or the committee may apply the payment for the benefit of such person in such manner as the committee considers advisable.  If a person entitled to receive benefits is a minor and the value of the benefit exceeds $5,000, the Committee may either delay payment of the benefit until the minor has attained the age of majority or pay the benefit to a person who has been named by a court of competent jurisdiction as conservator of the estate of the minor or to another similar court-appointed fiduciary.  Any payment of a benefit in accordance with the provisions of this Section will discharge all liability for such benefit under the provisions of the Plan.

ARTICLE IX
INDIVIDUAL INVESTMENT ACCOUNTS

9.1  Investment of Individual Accounts If the Company establishes individual investment accounts for the fund, then each participant may direct the investment of the participant's accounts among the separate investment funds selected by the Company.  If an account 

is split between two or more of the investment funds, the participant must specify the percentage of the account to be invested in each fund in accordance with the rules established by the Company.

9.2  Procedure for Investments  Each participant may establish or revise investment directions as often as permitted by the Company and pursuant to the procedures established by the Company.   If the Company permits participants to invest their accounts in the common stock of Herman Miller, Inc., participants who are subject to the reporting requirements of Section 16 of the Securities Exchange Act of 1934 will be restricted with respect to investments in Herman Miller stock in accordance with the Company's rules concerning purchases and sales of Company stock by employees subject to the reporting requirements.

ARTICLE X
PAYMENT OF TAXES

The Company will be responsible for payment of any taxes assessed on or with respect to the assets or income of the fund.

ARTICLE XI
TERMINATION AND AMENDMENT

11.1  Amendments  The Company may at any time amend any or all of the provisions of this Plan except that no amendment may reduce a participant's account balance.   The president of the Company may amend the Plan by executing a document that expressly provides that it is an amendment to the Plan.   Amendments may apply prospectively or retroactively as permitted by law and the effective date of each amendment must be stated in the document.

11.2  Termination  The Plan may be terminated or discontinued at any time by the Company.   If the Plan is discontinued or terminated, then the Company will pay, or cause the trustees to pay if a trust fund has been created, to each participant an amount equal to the participant's account in the Plan in accordance with Article VI.   Payments to participants will not be accelerated upon termination or discontinuance of the Plan.

ARTICLE XII
NONALIENATION OF BENEFITS AND
DOMESTIC RELATIONS ORDERS

12.1  Nonalienation of Benefits  No interest, right, or claim in or to any part of the trust or any benefit payable from the trust will be assignable, transferable, or subject to sale, assignment, hypothecation, anticipation, garnishment, attachment, execution, or levy of any kind other than by the creditors of the Company, and the plan administrator will not recognize any attempt to so transfer, assign, sell, hypothecate, or anticipate the same except to the extent required by law.  This provision will not apply to any order that would qualify as a “qualified domestic relations order,” as defined in Section 414(p), if this Plan were a qualified plan subject to the provisions of Code Section 401(a).

12.2  Procedure for Domestic Relations Orders  Whenever the Company is served with a domestic relations order from a court of competent jurisdiction, the Company will follow the following procedure in determining whether the order constitutes a “qualified domestic relations order” that would be exempt from the general spendthrift protection of this Article:

(a)  The Company will notify the participant and any “alternate payees” named in the order that the order was served on the Company and that objections concerning the order must be submitted in writing within 15 days;

(b)  The Company will determine whether the order would be a “qualified domestic relations order” as defined in Code Section 414(p) if this were a qualified plan, and notify the participant and each alternate payee of its determination.  If the Company determines that the order would be a qualified domestic relations order, the Company will honor it as such and make payment in accordance with the order;

(c)  During the period in which the Company is determining the status of the order, payment of any benefits in dispute will be deferred. 

(d)  The Company will notify the participant and all other alternate payees named in the order of its decision concerning the qualified status of the order.  Payments pursuant to the order will be made as soon as practicable after the status of the order has been determined.

ARTICLE XIII
MISCELLANEOUS

13.1  Status of Participants No participant will have any right or claim to any benefits under the Plan except in accordance with the provisions of the Plan.  The adoption of the Plan will not be construed as creating any contract of employment between the Company and any participant or to otherwise confer upon any participant or other person any legal right to continuation of employment, nor as limiting or qualifying the right of the Company to discharge any participant without regard to any effect the discharge might have upon rights under the Plan.

13.2  No Interest in Company Affairs Nothing contained in this Plan will be construed as giving any participant, employee or beneficiary an equity or other interest in the assets, business, or affairs of the Company or the right to examine any of the books and records of the Company.

13.3  Litigation  In any application to or proceeding or action in the courts, only the Company will be a necessary party and no participant or other person having an interest will be entitled to any notice or service of process.  The Company may place a participant’s funds in the hands of the court for its determination, which payment will absolve the Company from any claim.  Any judgment entered in such a proceeding or action will be conclusive upon all persons claiming under this Plan.

If any participant or beneficiary institutes any litigation in connection with this Plan, the result of which is adverse to the participant or beneficiary instituting the action, the Company will deduct from the benefits payable to the participant or beneficiary any expense including reasonable attorney fees occasioned by the litigation.  If any dispute arises as to the person or persons to whom payment or delivery of any funds or property is to be made by the Company, the Company may retain such funds or property until final adjudication has been made by a court of competent jurisdiction.

13.4  Governing Law  This Plan will be interpreted, construed, and enforced in accordance with the laws of the State of Michigan except where state law is preempted by ERISA.

13.5  Severability of Provisions  If any provisions of the Plan will be declared void and unenforceable, the other provisions will be severable and will not be affected thereby, and to the extent that the trust or Plan will ever be in conflict with, or silent with respect to, the requirements of any other law or regulation, the provisions of the law or regulation will govern.  In the administration of the trust, the Trustee may avail itself of any permissive provisions of any applicable law or regulation which are not contrary to the provisions of this Plan.

IN WITNESS WHEREOF, the parties have caused this Plan to be executed this ______ day of _______2007.

HERMAN MILLER, INC.

By:                                                               
Its PresidentExhibit 10(o)_053015

February 26, 2015

Mr. Curt Pullen
2115 Meadowdale NW
Grand Rapids MI 49504

Dear Curt,

As we discussed, we are providing a plan to assist you in transitioning from your role as Executive Vice President and President, Herman Miller North America. The basic elements of the package are as follows:

		
	•
	You will be placed on a paid personal Leave of Absence starting February 26, 2015.  During this time you will not perform nor will you be responsible for duties related to your current role;

		
	•
	You will be available to advise me or others designated by me, relative to the transition of the North American business and be available to provide advice on other matters as requested.

		
	•
	The duration of your personal leave of absence will be 6 months from the date of this letter, at the end of which your employment with the company will terminate (“Termination Date”) and be eligible for the separation benefits outlined in the Agreement you were provided today;

		
	•
	As of February 26, 2015 you will no longer have access to HM systems, administrative support or expense reimbursement for expenses incurred after February 26th.  However, Karen Fox will continue to be available as needed to effectively transition any issues or open items. 

		
	•
	Your compensation beginning February 26, 2015 will be maintained at your current rate until the Termination Date and you will be eligible to receive all of the benefits available to full-time Herman Miller employees.  

		
	•
	You will be considered as continuing your employment through the Termination Date for purposes of vesting in the exercise of any Long-Term Incentive Awards.  You will not be eligible for any additional Long-Term Incentive Awards.

		
	•
	You will be eligible for the Executive Incentive Cash Bonus for fiscal year 2015.  You will not be eligible to participate in the Executive Incentive Cash Bonus Plan after this fiscal year.  

		
	•
	You will be entitled to use your bundled benefits through the Termination Date.

		
	•
	This arrangement is subject to your execution of a Termination and Mutual Release agreement in a form provided by HMI and your cooperation in assisting in the transition of your role due to the unique and continued employment relationship being offered to you through the personal leave of absence. 

		
	•
	You will receive executive outplacement support.

This arrangement does not change our basic employment relationship as being employment “at will.” In the event of termination of this relationship by HMI before the end of the six month period except for death, disability, major misconduct or your association with a competitor, you will be entitled to receive the balance of your compensation under this agreement in the form of salary continuation. You will not be entitled to salary continuation if you work for a competitor or become a consultant to a competitor or solicit employees or customers during the salary continuation period, and payments under this agreement will stop.

The Company is also giving you notice that it is terminating the Change In Control Agreement.

Again, thank you for your service and you willingness to make this commitment. 

Sincerely,

Brian C. Walker
President and CEO

TERMINATION AND MUTUAL RELEASE AGREEMENT

This Agreement is made effective as of February 26, 2015 by and between Curt Pullen, Executive Vice President and President, Herman Miller North America, Mr. Curt Pullen 2115 Meadowdale NW, Grand Rapids MI 49504,  (hereinafter “Employee”), and Herman Miller, Inc., a Michigan corporation, having its principal place of business at 855 East Main Avenue, PO Box 302, Zeeland, MI 49464-0302 (hereinafter “HMI”). The Employment relationship has or will terminate as of August 28, 2015 unless terminated sooner as provided below.

Employee will be placed on a Leave of Absence status starting February 26, 2015 through August 28, 2015 “Extended Employment Period.”  The terms of the extended employment period are described in a letter to Employee from Brian Walker, HMI’s Chief Executive Officer, dated February 26, 2015, (hereinafter “Letter Agreement”) attached as Exhibit C.  At the conclusion of the Extended Employment Period, Employee will be eligible for the termination benefits described in Exhibit A.

In consideration in part for HMI’s discretionary offer of extended employment to Employee, payment to Employee of discretionary and additional Termination Benefits, and the mutual covenants and releases contained herein, the Employee and HMI agree as follows:

		
	1.
	Confidential Information. Employee understands that in the ordinary course of its business, HMI has developed various valuable trade secrets and confidential business information. Employee acknowledges that he has been exposed to such trade secrets and information and that the protection of such is of vital importance to HMI’s business. For purposes of this Agreement, confidential business information is information: (a) that is not known by the actual or potential competitors of HMI and is generally unavailable to the public, (b) that has been created, discovered, developed or otherwise become known to HMI or in which property rights have been assigned or otherwise conveyed to HMI from a third party, and (c) that has material economic value to HMI’s present or future business. Examples of such confidential information may include, but are not limited to, information as to any of HMI’s customers, prices, sales techniques, estimating and pricing systems, internal cost controls, production processes and methods, product planning and development programs, marketing plans, product information, inventions, blueprints, sketches and drawings, trade secrets, and technical and business concepts related to the business, whether devised or invented in whole or in part by Employee and whether or not reduced to practice.

		
	2.
	Nondisclosure. Employee agrees he has not and will not, directly or indirectly, at any time disclose any trade secrets or confidential information of HMI, or the confidential information of actual or potential customers or vendors of HMI, to others which he has obtained in the course of his employment with HMI. Employee has not and shall not use any such trade secrets or confidential information for his own personal use or advantage, or make such secrets or information available for use by others. Violation of this provision shall entitle HMI to pursue all appropriate legal remedies. Nothing in this Agreement shall prevent Employee from using his general knowledge, skill, and experience in gainful employment by a third party after his employment with HMI terminates. 

		
	3.
	Extended Employment.  While on Leave of Absence status, Employee will receive his current regular base salary less applicable withholdings, through his termination date.  In addition, he will remain enrolled in and eligible for current benefit and bonus programs through the termination date.  Employee will not be eligible for any additional Long Term Incentive awards.  Current awards will continue to vest through the termination date.

		
	4.
	Early Termination.  In the event Employee breaches this agreement of secures alternate employment, the Extended Employment will stop.  If employee secures alternate employment prior to August 28, 2015, Employee will inform HMI’s Senior Vice President of People Services in writing.  Employee’s termination date will be adjusted to the last day of the payroll week immediately preceding Employee’s start date with a new employer or to the date of the breach of the Agreement and the Extended Employment will end.  Payment under section 1 of Exhibit A will start at this time subject to the non-competition and non-solicitation provisions described in Exhibit A or if a breach negates HMI’s obligation to make such payments.

		
	5.
	Return of HMI Property. Employee will immediately return to HMI all Company property including any and all sales aids, customer lists, catalogues, manuals, software programs, drawings, blueprints, notes, memoranda, and any and all other documents, computer files, and electronic information which are or have been in Employee’s possession or control and which contain any trade secrets or confidential information or which otherwise relate to HMI’s business, and any other Company property in his possession.

		
	6.
	Payment by HMI. Employee acknowledges that all earned wages, bonuses, fringe benefits, vacation pay, commissions, and other obligations owed by HMI to the Employee have been paid by HMI or will be paid as detailed on Exhibit A and Exhibit C if otherwise not paid to Employee. No other payments are owed to the Employee other than claims for vested benefits under any retirement plans, stock option plans, or insurance benefits plans, which rights are controlled by the language in applicable plan documents. 

If Employee (1) signs and returns this Agreement within 49 days of the date of this Agreement, (2) signs, returns, and does not revoke the attached ADEA Waiver and Release in the manner stated in the waiver, and (3) has otherwise complied with all of the terms of this Agreement, then the Employee will be entitled to receive the discretionary and additional Termination Benefits listed on Exhibit A. 

Otherwise, the Employee will not be entitled to the Termination Benefits listed on Exhibit A. If Employee should revoke the ADEA Waiver and Release, HMI may, at its option, revoke this Agreement in its entirety or may choose to provide Employee the Termination Benefits and enforce and abide by the remaining provisions of this Agreement. The Termination Benefits may be withheld or terminated if Employee breaches this Agreement, or if Employee harasses or intimidates any HMI employee or family member.

		
	7.
	Mutual Release. Except for the enforcement of the terms and covenants in this Agreement, Employee and HMI hereby release each other and their officers, directors, employees, agents, successors, and assigns from any and all claims and obligations arising under federal, state, or local law by statute, common law, public policy, or equity that each may have against the other arising out of the employment relationship to the fullest extent permitted by law. Employee specifically waives any claim for unlawful discrimination including, but not limited to claims for race, sex, age, religion, disability, or national origin discrimination. Employee further agrees to waive and release any rights he might have under the federal Age Discrimination in Employment Act of 1967, as amended (29 United States Code section 621 et seq.) (“ADEA”) against HMI, pursuant to the terms of the attached ADEA Waiver and Release. The release, however, does not prevent Employee from seeking a judicial determination regarding the validity of the attached ADEA Waiver and Release. This release covers claims and obligations even if they are unknown at this time. Employee waives any entitlement to any form of personal relief for claims arising out of the employment relationship; including monetary relief or damages, to the fullest extent permitted by law. HMI and Employee agree that this Agreement is a complete defense to any claim and obligation released and waived by this Agreement which may be subsequently asserted. 

		
	8.
	Nondisparagement. Employee agrees that he will not, either directly or indirectly through any agent or surrogate, and whether orally or in writing, Disparage or Denigrate the Company or HMI, or the shareholders, members, directors, managers, officers, employees, attorneys, or agents of the Company or HMI. Employee also agrees that he will not, either directly or indirectly through any agent or surrogate, and whether orally or in writing, Disparage or Denigrate the business, products, equipment, operations, management, personnel, policies, or procedures of the Company or HMI. As used in this Agreement, to “Disparage or Denigrate” includes, but is not limited to, impugning the character, honesty, integrity, morality, business acumen, professional skill or judgment, abilities, qualities, or reliability of any person or entity.

The foregoing provisions of this Paragraph 8 shall not prevent truthful testimony in legal or governmental proceedings, truthful submissions to governmental agencies, statements to Employee’s accountants, attorneys, auditors, and insurers, or statements to the Employee’s spouse.

		
	9.
	Severability. In the event any term of this Agreement is unenforceable, then such unenforceable term, if possible, will be altered so as to be enforceable. Or, if that is not possible, then it will be deleted from this Agreement and the remaining part of the Agreement will remain in effect.

		
	10.
	Governing Law. This Agreement shall be governed by and interpreted in accordance with the laws of the State of Michigan (without regard to conflict of law provisions).

		
	11.
	Entire Agreement. This Agreement and the attached ADEA Waiver contain the entire understanding of the parties and supersedes all previous oral and written agreements; there are no other agreements, representations, or understandings not set forth herein. Further, this Agreement can be modified only by a written agreement signed by Employee and HMI’s President.

		
	12.
	Binding Effect. This is a binding agreement. The term HMI includes all of Herman Miller, Inc.’s subsidiaries, officers, directors, and affiliates. The term Employee includes all of his heirs, administrators, successors, assigns, and those who could make a claim through him. This Agreement shall benefit and be binding upon HMI’s successors and assigns, and Employee’s executors, administrators, and representatives.

		
	13.
	Voluntary Execution. Employee acknowledges that he has read this Agreement, understands its terms and legal consequences, has been given an opportunity to consider this Agreement and its release of all claims, and it has been entered into by him voluntarily. Employee further acknowledges that he has been advised to consult with an attorney prior to executing this Agreement. Employee has not assigned any claims against HMI. Employee has been given an opportunity of up to 49 days to consider this Agreement and his release of all claims. In addition, Employee understands that he may revoke the ADEA Waiver and Release within seven (7) days after he signs it. 

                            

HERMAN MILLER, INC.

April 20, 2015         By _/s/ Hezron T. Lopez    
Date            Hezron T.  Lopez
Senior VP of Legal Services and Secretary

April 14, 2015                By /s/ Curtis S. Pullen     
Date            Curtis S. Pullen

ADEA WAIVER AND RELEASE

In consideration of the additional and discretionary Termination Benefits provided in the Termination and Mutual Release Agreement effective as of February 26, 2015, between Curt Pullen, Executive Vice President and President, Herman Miller North America (“Employee”) and Herman Miller, Inc., (“HMI”), Employee forever waives, releases, and discharges HMI, its subsidiaries, affiliates, and its directors, officers, and employees from any and all legal and equitable claims, demands, damages, losses, expenses, and causes of actions of any kind or character which now exist, whether known or unknown, relating in any manner to or arising under the federal Age Discrimination in Employment Act of 1967 (“ADEA”) (29 United States Code section 621, et seq.) that are in any way connected with Employee’s employment relationship with HMI or its termination. 

Employee agrees and covenants not to institute any action or lawsuit against HMI, its directors, officers, agents, and employees in any state, federal, or local court or other tribunal to assert a claim for violations of the ADEA that arise on or before the date of this Agreement. This shall not prevent the Employee from seeking a judicial determination regarding the validity of this waiver, however, or from bringing an action or lawsuit for any claims that arise after the date on which this waiver is signed (as indicated below). 

This Waiver and Release shall be binding upon Employee and his respective heirs, administrators, successors, assigns, and those who could make a claim through him. 

Employee acknowledges that he has read the ADEA release, understands its terms, has been given a period of at least 49 calendar days within which to consider this Waiver and Release, and it has been entered into by him voluntarily. Employee will have seven (7) calendar days to revoke this Waiver and Release after its execution and the Release shall not become effective or enforceable until the revocation period has expired. Employee further acknowledges that he has been advised to consult with an attorney prior to executing this Waiver and Release. 

April 14, 2015                By /s/ Curtis S. Pullen     
Date            Curtis S. Pullen

                        

EXHIBIT A

		
	1.
	You will receive current regular base salary and those benefits, less applicable withholdings, listed below for eighteen months following your termination date and the full execution of this Agreement, unless you receive other employment with a competitor as defined below, solicit the employees of Company as defined below, or otherwise breach this agreement. This amount will be paid on the standard payroll cycle. A lump sum payment is not available under this Agreement. 

Your bundled benefits will cease as the termination date.

Payments under this will immediately stop on the date on which you accept employment with, become a consultant to, or otherwise become affiliated with a competitor or affiliate of a competitor of the Company, or engage in competition in any way with the Company or any of its subsidiaries. The right and authority to determine whether or not your new employer (or client) is a competitor shall be vested solely and wholly with the Company’s President, and his or her decision shall be final and binding on you. For the purpose of this Agreement, competitors are defined to include, but are not limited to, those listed in Exhibit B. Payments under this will immediately stop on the date which you solicit for employment or other similar relationship an employee of the Company. The right and authority to determine whether or not you engaged in solicitation shall be vested solely and wholly with the Company’s President and his or her decision shall be final and binding on you.

		
	2.
	You are eligible to continue to participate in the medical and dental plans as long as you receive base compensation from HMI under paragraph 1 of this severance program. In order to continue your participation in the medical and dental plans you must elect COBRA coverage. The continuation of medical and dental coverage will begin once you enroll in COBRA. The effective date will be retroactive to your termination date. You will continue to pay the regular employee rate (pretax payroll deduction) during the severance period. HMI will pay the balance of the COBRA premium during the severance period. Thereafter, you have the option to purchase medical and dental insurance under COBRA at your own expense. The COBRA coverage period will include the severance period. You will be provided a “Disposition of Benefits” letter to explain this process in more detail. If you become eligible for medical and dental insurance through another employer, your participation in the medical and dental plans will cease. 

		
	3.
	Any accrued but unused vacation for fiscal year 2015/2016 will be paid to you within five weeks of August 28, 2015.

		
	4.
	You are eligible for the Executive Incentive Bonus earned for financial year 2014/2015 ending May 30, 2015, if HMI earns a bonus.  You are not eligible for the Executive Incentive Bonus earned for financial year 2015/2016 if HMI earns a bonus. 

		
	5.
	If you are enrolled in a Healthcare Reimbursement (flexible spending) Account, you have the option to continue your participation in this account through COBRA. The payments will be with after-tax dollars. You must elect COBRA coverage to continue your participation. If you choose not to continue participation in the Healthcare Reimbursement account under COBRA, all claims for services incurred up to your termination date must be submitted within 90 days of the date of your termination of employment. Any unused balances will be forfeited at that time.

Dependent Care Reimbursement (flexible spending) accounts may not be continued under COBRA and all claims for services incurred up to your termination date must be submitted within 90 days of your termination of employment.

		
	6.
	If you are enrolled in a Health Savings Account, you can continue to make contributions on an after-tax basis as long as you are enrolled in a High Deductible Health Plan.     

		
	7.
	You are not eligible to participate in the Profit Sharing and 401(k) Plan after August 28, 2015. You will receive a final core contribution to your 401(k) account based on compensation earned in this fiscal quarter up to your termination date. This core contribution will be paid at the end of the current fiscal quarter. Employee and Company matching contributions to the 401(k) Plan will cease as of August 28, 2015. In addition, there will be no Profit Sharing contribution to the Plan for the year ending May 28, 2016, and there will be no Profit Sharing contributions thereafter. The balance of your quarterly payroll deductions relating to the employee stock purchase plan will be paid to you within thirty (30) days of your termination date. 

		
	8.
	Any amount of income deferred by you pursuant to the Executive Equalization Plan are fully vested and will be distributed to you according to the terms of the Plan and your deferral elections.

		
	9.
	The restricted stock units granted to you on July 15, 2013, representing 4,349 shares are not vested, but under section 3(e) of the Restricted Stock Unit Award Agreement you are entitled to receive a portion of the shares equivalent to 25/36 of the award plus a prorated portion of the dividends, pursuant to the grant. The Performance Shares (HMVA) granted to you on July 15, 2013, representing 4,349 shares are not vested, but under section 3a(iii) of the HMVA Performance Share Unit Award Agreement you are entitled to receive 

adjusted target performance units equivalent to 25/36 of the award, to be paid out as provided for in the grant agreement. The Performance Shares (TSR) granted to you on July 15, 2013, representing 3,324 shares are not vested, but under section 3a(iii) of the TSR Performance Share Unit Award Agreement you are entitled to adjusted target performance units equivalent to 25/36 of the award, to be paid out at as provided for in the grant agreement. The restricted stock units granted to you on July 14, 2014, representing 5,010 shares are not vested, but under section 3(e) of the Restricted Stock Unit Award Agreement you are entitled to receive a portion of the shares equivalent to 13/36 of the award plus a prorated portion of the dividends, pursuant to the grant. The Performance Shares (HMVA) granted to you on July 14, 2014, representing 5,010 shares are not vested, but under section 3a(iii) of the HMVA Performance Share Unit Award Agreement you are entitled to adjusted target performance units equivalent to 13/36 of the award, to be paid out as provided for in the grant agreement. The Performance Shares (TSR) granted to you on July 14, 2014, representing 3,997 shares are not vested, but under section 3a(iii) of the TSR Performance Share Unit Award Agreement you are entitled to adjusted target performance units equivalent to 13/36 of the award, to be paid out as provided for in the grant agreement.  

		
	10.
	Vested stock options granted to you under the HMI Long Term Incentive Plan will expire the earlier of the natural expiration of the option or 3 months after your separation date, as provided in the plan.  Unvested stock options will be forfeited.

		
	11.
	The balance of any quarterly payroll deductions relating to the employee stock purchase plan will be paid to you within thirty (30) days of your separation date.

		
	12.
	You will receive executive outplacement support. 

		
	13.
	You are responsible for returning your Corporate Visa card along with any keys, phone cards and/or access cards immediately. You should process a final expense report to cover the cost of any unreimbursed business-related travel through February 26, 2015. If you have an existing balance on your Corporate Visa card or your cellular phone service, you are required to pay off the balance within 10 days of this letter. Any remaining balances at that point will be deducted from your severance pay. 

		
	14.
	Any balance owed to Herman Miller on your employee purchase account (product purchase) will be deducted from the total amount of severance pay or will be your responsibility in the event that severance will not cover the full amount due. 

		
	15.
	You may keep your company provided laptop.

		
	16.
	You will be provided with four additional coaching sessions with the executive coach with whom you have been working, at the Company's expense. You will be responsible for the cost of any additional sessions.

		
	17.
	Your corporate cellular plan will be converted to a personal plan at the end of March 2015.

		
	18.
	Your corporate email account will remain active through the end of March 2015.

EXHIBIT B

The following companies and their subsidiaries are considered competitors under Exhibit A, item 1.  

		
	•
	Steelcase

		
	•
	Haworth

		
	•
	Knoll

		
	•
	Teknion

		
	•
	HNI

		
	•
	Allsteel

		
	•
	KI

		
	•
	Kimball

		
	•
	Trendway

		
	•
	Artwright

		
	•
	Inscape

		
	•
	MACsys

		
	•
	Riviera

		
	•
	Humanscale

		
	•
	Izzydesign

		
	•
	Halcon

		
	•
	Vitra

		
	•
	Nucraft Furniture

		
	•
	UNICOR

		
	•
	Tayco

		
	•
	Tremain

		
	•
	Virco

		
	•
	Watson

		
	•
	Maxxon

		
	•
	Unifor

		
	•
	Bernhardt

		
	•
	DECCA

		
	•
	Touhy

		
	•
	Weiland

		
	•
	Lutron

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