Document:

exv10w4

Exhibit 10.4

FOURTH AMENDED AND RESTATED

EMPLOYMENT AGREEMENT

     THIS FOURTH AMENDED AND RESTATED EMPLOYMENT AGREEMENT (the “Employment Agreement”) is made and
entered into as of the 21st day of January, 2009 by and between Teledyne Technologies Incorporated,
a Delaware corporation with its executive offices at 1049 Camino Dos Rios, Thousand Oaks,
California 91360 (the “Company”), and Dr. Robert Mehrabian, an individual residing at 5388 Baseline
Avenue, Santa Ynez, California 93460 (the “Executive”).

RECITALS

     WHEREAS, this Fourth Amended and Restated Employment Agreement is an amendment and restatement
of the Third Amended and Restated Employment Agreement entered into as of September 1, 2007;

     WHEREAS, this Fourth Amended and Restated Employment Agreement is entered into primarily to
reflect actions of the Personnel and Compensation Committee taken on January 20, 2009, to amend
provisions of the Employment Agreement relating to term and termination, as well as to update the
Employment Agreement to reflect the Executive’s current base salary and annual incentive plan
target percentage.

     NOW, THEREFORE, in consideration of the respective covenants and agreements hereinafter set
forth, and intending to be legally bound, the parties hereto agree as follows:

     1. Term of Agreement. This Employment Agreement, as amended and restated, shall be
effective as of the date first above written and shall continue in effect until December 31, 2009.
This Agreement shall automatically renew for successive one year terms unless either party gives
the other written notice of its election not to renew at least twelve (12) months before the
expiration of the current term or any successive renewal terms. If such notice is given by either
party, the Executive may retire on December 31st of the year following the 12th month
after receipt of such notice.

     2. Employment Agreement to Supplement the CIC Agreement. This Employment Agreement,
as amended and restated, shall supplement the CIC Agreement and the terms and conditions of this
Employment Agreement are not intended to alter or vary the terms and conditions of the Change in
Control Severance Agreement dated as of December 21, 1999, as amended as of December 31, 2008 (the
“CIC Agreement”). The intention of this Employment Agreement is to memorialize certain terms and
conditions of the employment of the Executive which are particular to him and not specified in the
CIC Agreement. Except as specifically set forth herein, initially capitalized terms shall have the
meaning ascribed thereto under the CIC Agreement which is incorporated herein and made a part
hereof as if set forth at length.

     3. Position and Duties. The Company shall employ Executive and the Executive shall
serve as the Chairman, President and Chief Executive Officer of the Company and shall have primary
responsibility to manage and direct the day-to-day business of the Company including the generation
of income and control of expenses. Subject to the approval of the Board of Directors of the
Company, the Executive may serve as a director of
charitable organizations and/or for profit
corporations which do not compete with the Company or any of its subsidiaries
and affiliates. The Company acknowledges that Executive serves as a director of

 

 

The Bank of
New York Mellon Corporation and PPG Industries, Inc. as of the date hereof and agrees that the
Executive may continue to serve as a director of those corporations.

     4. Compensation. The Executive shall receive the following items of compensation at
the rates thereof set forth below.

a. Base Salary. Effective September 1, 2008 and for the remainder of the Term, as
it may be extended from time to time, the Company shall pay Executive a base salary at the
annualized rate of Eight Hundred Forty Thousand ($840,000) Dollars (“Base Salary”). Base Salary
shall be paid periodically in accordance with normal Company payroll practices applicable to
executive employees.

b. Participation in Compensation Plans and Programs. In accordance with the
respective terms and conditions of the respective plans and programs, the Executive shall
be entitled to participate in the following compensation plans and programs:

	 	1.	 	AIP. In the AIP at an annual opportunity at 100% of
Base Salary if targets are reached at 100%, or such greater percentage if
provided in the AIP for any year.
	 
	 	2.	 	PSP. In the PSP at an opportunity equal to 150% of
Base Salary if targets are reached at 100%, or such greater percentage if
provided in the PSP for any measurement period.
	 
	 	3.	 	Restricted Stock Award Program (“RSAP”). In the RSAP
with annual grants of restricted stock equal to at least 30% of Base Salary as
of the date of this grant subject to meeting targets set forth in the RSAP.
	 
	 	4.	 	Stock Options. Eligibility to receive future grants of
options in a number determined by the Committee, each subject to the terms and
conditions of the Stock Option Incentive Plan.

     5. Employee Benefits. The Executive shall participate in each qualified,
non-qualified and supplemental employee benefit, executive benefit, fringe benefit and perquisite
plan, policy or arrangement of the Company applicable to executive level employees, including, but
not limited to, expense reimbursement policies and use of an automobile, in each case, in
accordance with the terms and conditions thereof (including tax equalization payments to the extent
provided with respect to such plans by Allegheny Teledyne Incorporated on or prior to November 29,
1999) as in effect from time to time. It is understood and agreed that effective June 1, 2007, the
Company shall no longer be required to provide a country club and a city club membership and
related applicable tax gross-ups to the Executive. Nothing in this Employment Agreement shall be
construed as preventing the amendment or termination of any such plan, policy or arrangement by the
Company so long as such amendment or termination affects all executive employees of the Company
then participating.

     6. Non-Qualified Pension Arrangement. In addition to the employee benefits described
in Section 5, the Company will pay to the Executive (or his designee if amounts are payable after
the death of the Executive) following his Retirement (as defined below), as payments supplemental
to any accrued pension under the Company’s qualified pension plan, an
annual amount, paid in equal monthly installments, equal to 50% of his Base Compensation at

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the rate in effect on the date of his Retirement. Such annual amount shall be paid each year for
ten (10) years following his Retirement; it being recognized that, as per Executive’s original
employment agreement, the Executive as of August 1, 2007, has rendered to the Company ten years of
service (including the period from August, 1997 through and including November, 1999 rendered as
service to the Company’s predecessor, Allegheny Teledyne Incorporated).

     For purposes of Section 6 of this Employment Agreement and without effect upon whether the
Executive is deemed to be retired under the CIC Agreement, the Executive will be deemed to have a
Retirement upon his Separation From Service with the Company for any reason other than for Cause.
For purposes of Section 6 of this Employment Agreement, the Executive shall be deemed to have
experienced a Separation From Service upon the Executive’s death, Disability, or upon the complete
cessation of the Executive’s service to the Company as an employee or as an independent contractor
as determined in the sole discretion of the Company; provided, however, that the Executive’s
cessation of services shall not constitute a Separation From Service if the Company anticipates a
renewal of the Executive’s services as an employee, independent contractor or in any other
capacity. For purposes of this Section 6 of the Employment Agreement, the Executive shall be
deemed to have experienced a Separation From Service due to Disability where, in the sole
discretion of the Company:

	 	(a)	 	The Executive is unable to engage in any substantial gainful activity by reason
of any medically determinable physical or mental impairment that can be expected to
result in death or can be expected to last for a continuous period of not less than 12
months; or
	 
	 	(b)	 	The Executive is, by reason of any medically determinable physical or mental
impairment that can be expected to result in death or can be expected to last for a
continuous period of not less than 12 months, receiving income replacement benefits for
a period of not less than 3 months under an accident and health plan covering employees
of the Company.

     Additionally, and notwithstanding the foregoing, in the event of a Separation From Service for
any reason other than Disability, payment shall be made six months after the date of Separation
From Service, but in no event shall payment be made, or commence to be made, after the later of (i)
the last day of the calendar year in which such six-month date occurs or (ii) 2 1/2 months after the
occurrence of the six-month date and the initial payment shall be equal to six times the monthly
amount otherwise due and the next and each subsequent monthly payment shall be equal to one times
the monthly amount otherwise due. Payments made pursuant to this Section 6 resulting from
Separation From Service due to Disability shall commence as soon as administratively feasible
following such Separation From Service, but in no event shall distribution be made, or commence to
be made, after the later of (i) the next following December 31 or (ii) 2 1/2 months after the date of
such Separation From Service due to Disability.

     The provisions of this Section 6 are intended to comply with the requirements applicable to
nonqualified deferred compensation plans under Section 409A of the Code. Notwithstanding any other
provision of this Employment Agreement, this Section 6 shall be interpreted and administered in
accordance with the requirements of Section 409A of the Code.

     7. Binding Agreement. The Company will use its best efforts to require any successor
(whether direct or indirect, by purchase, merger, consolidation or otherwise to all or

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substantially all of the business and/or assets of the Company) to expressly assume and agree to
perform this Employment Agreement and the CIC Agreement in the same manner and to the same extent
that the Company would be required to perform them if no such succession had taken place. Failure
of the Company to obtain such assumption and agreement prior to the effectiveness of any such
succession shall be deemed to be a termination without Cause for purposes of this Employment
Agreement and the CIC Agreement. For purposes of implementing the foregoing, the date on which any
such succession becomes effective shall be the Date of Termination.

     8. Notices. Any notice required or permitted under this Agreement shall be given in
writing and shall be deemed to have been effectively made or given if personally delivered at the
address first above written or such other address as may be given by one party to the other.

     9. Withholding. The Company shall be entitled to withhold, or cause to be withheld,
from payment any amount payable under this Employment Agreement of any payroll and withholding
taxes required by law, as determined by the Company in good faith.

     10. Governing Law. This Agreement shall be construed, interpreted, and governed in
accordance with the laws of the State of California without reference to rules relating to conflict
of law.

     11. Headings. The headings of sections are included solely for convenience of
reference and shall not control the meaning or interpretation of any of the provisions of this
Agreement.

     12. Counterparts. This Agreement may be executed by either of the parties hereto in
counterparts, each of which shall be deemed to be an original, but all such counterparts shall
together constitute one and the same instrument.

     IN WITNESS WHEREOF, the parties have executed this Fourth Amended and Restated Employment
Agreement as of the day and year first above written.

	 	 	 	 	 
	 	EXECUTIVE

 	 
	 	By:  	 	 
	 	 	 Robert Mehrabian 	 
	 	 	 	 
	 
	 	TELEDYNE TECHNOLOGIES INCORPORATED

 	 
	 	By:  	 	 
	 	 	 John T. Kuelbs 	 
	 	 	 Executive Vice President, General Counsel

 and Secretary 	 
	 

- 4 -exv10w1

Exhibit 10.1

CASH AMERICA INTERNATIONAL, INC.

SEVERANCE PAY PLAN FOR EXECUTIVES 

(A part of the Cash America International, Inc. Group Benefit Plan)

1. INTRODUCTION

     (a) Overview. As an Eligible Employee who incurs an Eligible Termination (both defined
below), you may be entitled to severance pay and benefits, generally in an amount and form, at such
times, and subject to the terms, described in this document.

     (b) Effective Date. This Cash America International, Inc. Severance Pay Plan for Executives
(this “Plan”), a benefit provided under the Cash America International, Inc. Group Benefit Plan
(the “Welfare Plan”), is effective as of January 1, 2009.

     (c) Participating Companies. The Plan generally provides severance benefits for the eligible
executives of Cash America International, Inc. (“Cash America”) and its affiliates that Cash
America designates as participating companies herein (referred to collectively in this document as
the “Company”).

     (d) Purpose; Controlling Document. This document, along with the Welfare Plan, serves as the
plan document and summary plan description for this Plan. This Plan replaces and supersedes with
respect to Eligible Employees any other severance policy or severance plan in which an Eligible
Employee might otherwise be entitled to participate. All such other severance policies or
severance plans (if any) are hereby terminated with respect to Eligible Employees, except to the
extent that an Eligible Employee and the Company have entered into an individual severance
agreement.

2. ELIGIBILITY

     (a) General Requirements. You will be an “Eligible Employee” who may be eligible to receive
severance benefits under this Plan if:

	 	•	 	You are an active full-time salaried executive of the Company who has the title
of “Vice President” or above and who has at least 1 year of employment with the
Company, and
	 
	 	•	 	You do not fall within one of the categories described in subsection (b) below.

     (b) Excluded Individuals. The following individuals will not be Eligible Employees
and are not eligible to participate in this Plan:

	 	•	 	Part-Time or Temporary Employees – individuals who provide services to
the Company and who the Company classifies under its customary worker
classification procedures as part-time or temporary employees.
	 
	 	•	 	Employees With Less Than 1 Year of Employment – individuals who have
been employed continuously by the Company for less than 1 year since their day of
hire (or last day of rehire).
	 
	 	•	 	Employees With Written Employment Agreements – individuals who have
written employment agreements with the Company that provide for severance
benefits, except such agreements that merely reference the Company’s general
severance policy for such benefits.
	 
	 	•	 	Union Employees – individuals who are covered under a collective
bargaining agreement between a union and the Company, if benefits were the subject
of good faith

 

 

	 	 	 	bargaining, except to the extent that the collective bargaining agreement requires
participation in this Plan.

	 	•	 	Foreign Employees – individuals who are non-resident aliens and receive
no U.S. source income.
	 
	 	•	 	Non-Employee Service Providers – individuals who provide services to
the Company and who the Company does not classify under its customary worker
classification procedures as employees, even if the individuals are common law
employees, including, but not limited to, independent contractors, contractor’s
employees and leased employees.
	 
	 	•	 	Individuals on Indefinite Unpaid Leaves of Absence – individuals who
are absent from work on indefinite unpaid leaves of absence, except to the extent
eligibility is required by applicable law.

     (c) Eligible Termination. If you are an Eligible Employee, you will incur an “Eligible
Termination,” and therefore may be eligible to receive benefits under this Plan, if your employment
is involuntarily terminated by the Company due to restructuring or job elimination by the Company
or due to other circumstances that the Company finds warrant providing severance pay and/or
benefits. The Company retains the authority in all cases to determine whether or not a termination
is an “Eligible Termination” for purposes of this Plan; but, as a guideline, an “Eligible
Termination” does not typically include any of the following:

	 	•	 	Your termination for Cause. For purposes hereof, “Cause” means termination of
your employment due to (i) what the Company determines in its sole discretion to
be fraud, malfeasance, negligence, dishonesty, or willful misconduct with respect
to the Company; (ii) refusal or repeated failure to follow the established
reasonable and lawful policies of the Company applicable to persons in your same
or similar position; (iii) conviction of a felony; or (iv) your inadequate
performance as determined by the sole discretion of the Company;
	 
	 	•	 	Your automatic termination due to your disability or any other leave of absence
from which you failed to return;
	 
	 	•	 	Your death;
	 
	 	•	 	Your voluntary termination, including retirement; or
	 
	 	•	 	The sale of some or all of the stock or assets of the Company that results in,
or is related to, your termination of employment either if (i) you are offered a
position with a successor company (either the buyer or a company related to the
buyer), regardless of whether you accept or reject the offer, or (ii) you are not
offered employment with such a successor company because you fail any
pre-employment screening or testing (including, but not limited to, drug testing).

     Your “Last Day Worked” will be the day your active employment ends due to your Eligible
Termination.

2

 

3. SEVERANCE PAY AND BENEFITS

     (a) Determination of Base Amount. As an Eligible Employee who incurs an Eligible
Termination, you may be eligible for a certain amount of severance pay and benefits. In order to
receive the pay and benefits (if any) described below, you must first sign a Release (as described
in Section 4 below). The following general guidelines for severance pay and benefits will be used
to determine benefits available under the Plan, but in all cases, the Company will have complete
discretionary authority to award greater or lesser amounts of severance pay and/or benefits,
including no severance pay and/or benefits. The Company will communicate to you the level of
benefits, if any, you will be offered under the Plan before you sign your Release. Under these
guidelines, the following amounts may apply:

     (i) Vacation Pay. A cash payment equal to the value of any accrued but unused
vacation and paid time off (PTO) days that you have earned and for which you have been
credited through your Last Day Worked. Value shall be measured based on your base salary or
wage level in effect as of your Last Day Worked. This amount will be paid to you in a
single lump sum on the 30th day after your date of separation from service (as
defined below) consistent with the Company’s vacation/PTO policy.

     (ii) Severance Pay.

     (A) Amount. Subject to coordination described in section 3(b) below, following
your Last Day Worked, the number of months of base salary paid as severance will be
determined based on your position and completed Years of Employment, applied to the
following chart:

	 	 	 	 	 	 	 	 	 
	 	 	Position
	Years of	 	Vice President	 	Senior Vice	 	Executive Vice	 	 
	Employment	 	(VP)	 	President (SVP)	 	President (EVP)	 	President
	1 but less than 5
	 	4 months*	 	6 months	 	9 months	 	12 months
	5 but less than 10
	 	6 months	 	9 months	 	12 months	 	18 months
	10 or more
	 	9 months	 	12 months	 	18 months	 	24 months

 

			
	*	 	Participants who are VP’s as of their Last Day Worked and who were hired as, or
promoted to, VP prior to January 1, 2009, will receive 6 months of severance
pay.

For this purpose, “Years of Employment” means the number of full 12-month periods of
continuous employment you have worked as a full-time, regular employee with the
Company beginning on your most recent date of hire or rehire with the Company (and,
to the extent determined by the Plan Administrator, in its sole discretion, with
predecessor employers acquired by the Company). The rate of severance pay will be
calculated by using your base weekly salary or wage level in effect as of your Last
Day Worked. For employees not eligible for benefits under the Plan, the Company may
determine, in its sole discretion, to pay some or no severance pay.

     (B) Payment. Such amount of severance pay shall be paid in substantially equal
installments as salary continuation for the period specified above, beginning upon
the date of your separation from service (your “Severance Period”). Such
installment payments shall be paid in accordance with the Company’s regular payroll
procedures for other similarly-situated active employees. Notwithstanding the
foregoing, any payment of

3

 

severance pay shall be delayed until after the expiration of the revocation
period required for an effective age-based release (see section 4 below), and any
amount of severance pay otherwise due before the end of such revocation period shall
be paid upon the day after the end of such period in a single lump-sum payment. In
no event shall the first payment be made more than 74 days following your Eligible
Termination. Each payment shall be considered a separate payment for purposes of
Section 409A of the Internal Revenue Code of 1986 (“Section 409A”).

     (iii) Welfare Benefits.

     (A) Medical Benefits. Upon an Eligible Termination, your group medical,
dental, and vision benefits under the Company’s group health plan(s) will end as of
your Last Day Worked. If you elect to continue health coverage under the group
health plan continuation coverage provisions of the Consolidated Omnibus Budget
Reconciliation Act (“COBRA”), then, while such coverage is in effect through your
Severance Period, the Company will reimburse you for the portion of the premium for
group health plan coverage that is in excess of what similarly-situated active
employees would pay for similar coverage under the Company’s plans during that
period. The amount of each month’s reduced premium shall be considered a separate
payment for purposes of Section 409A. To the extent the continued subsidized
coverage provided to you is treated as discriminatory in favor of a highly
compensated individual under Section 105(h) of the Internal Revenue Code, the
Company will report the amount of the reimbursement as taxable income on your Form
W-2.

     (B) Other Welfare Benefits. Other group welfare benefits (e.g., life,
accidental death and dismemberment, and disability insurance) will end as of your
Last Day Worked, but some of the insurance policies may allow you to elect to
convert coverage to an individual policy.

     (iv) Section 409A Compliance.

     (A) Generally. The Company intends the severance pay and benefits described
above to be exempt from Section 409A under the short-term deferral exception in
Treasury Regulation Section 1.409A-1(b)(4) and/or the separation pay exception in
Treasury Regulation Section 1.409A-1(b)(9)(iii) and (v), and such provisions shall
be interpreted accordingly. To the extent that such exemptions do not apply, this
Plan is intended to satisfy Section 409A and shall be interpreted accordingly.
Notwithstanding anything in this Plan or the Company’s other plans to the contrary,
(i) any taxable reimbursement made under any of these plans will be made on or
before the last day of the calendar year following the calendar year in which the
expense to be reimbursed was incurred, (ii) the amount of such reimbursements during
any calendar year shall not affect the benefits provided in any other calendar year,
except as permitted under Section 409A, and (iii) taxable continued benefits are not
subject to liquidation or exchange for any other benefits.

     (B) Separation from Service. For purposes of this Plan, the term “separation
from service” means separation from service as defined in Section 409A.

     (C) 6-Month Delay in Certain Cases. Notwithstanding anything in Section
3(a)(i), (ii) and (iii) to the contrary, to the extent any payments made under
Section 3(a)(i), (ii) and (iii) of this Plan are not exempt from Section 409A and
the Eligible Employee is a specified employee (within the meaning of Section 409A)
on the date of separation from service, the payments described in Sections 3(a)(i)
(ii) and (iii) shall be delayed until 6 months after the date of Eligible Employee’s
separation from service, and any payments that would otherwise be payable during
such 6-month period shall be accumulated without interest and paid in a lump sum on
the 6-month anniversary of the date of Eligible Employee’s separation from service.

4

 

     (b) Coordination of Severance Pay with Various Benefits. The amount of any severance pay
and/or benefits payable will be reduced on a dollar-for-dollar basis by any severance, separation
or termination pay or benefits that the Company pays or is required to pay to you through insurance
or otherwise under any plan or contract of the Company or under any federal or state law. The
provisions in subsections (i) and (ii) below are illustrative only:

     (i) Withholding. The Company will withhold from severance pay any amounts required to
be withheld pursuant to applicable federal, state or local law; any applicable insurance
premiums; and any other amounts authorized or required by Company policy including, but not
limited to, withholding for garnishments, judgments or other court orders.

     (ii) WARN Benefits. The Worker Adjustment and Retraining Notification Act and similar
state laws (collectively, “WARN”) generally require employers to provide certain pay and
benefits to employees in the event that required notification procedures are not followed in
advance of a plant closing or mass layoff. If the Company incurs any such liability under
WARN with respect to your termination, the amount of severance pay and benefits otherwise
payable to you under this Plan will be reduced by the Company’s legally-required payments
and benefits provided to you.

4. GENERAL RELEASE

     As a condition to your receiving any severance pay or continued benefits (as described above)  ,
you must sign a written release agreement (“Release”) containing any terms specified by the
Company for (i) your release of the Company and its affiliates from all claims arising from your
employment or termination, (ii) your non-revocation of that release during the 7-day period
applicable to age-based claims, and (iii) your promise to comply with specified confidentiality,
noncompetition and/or nonsolicitation provisions. The Company may terminate your eligibility for
severance pay and benefits if you fail to sign, or follow the terms of, this Release. You must
sign the Release after your Last Day Worked and within the time period specified by the Company in
order to be eligible for any benefits under this Plan.

5. ADMINISTRATION

     (a) Interpretation. The Plan Administrator (as defined in Section 6(c)(ii) below) (the “Plan
Administrator”) has the exclusive authority and discretion to interpret this Plan with respect to
any question arising under this Plan, including eligibility for benefits and the amount, term,
form, timing and duration of benefits. Any variation in the amount, form or terms of an
individual’s benefits from the severance pay described herein will be construed as a plan amendment
affecting only that individual. The interpretations, decisions and determinations of the Plan
Administrator are conclusive and binding on the Company and all of its employees, including the
applicable Eligible Employees.

     (b) Rights. This Plan does not create any vested rights in any individual. In addition, this
Plan does not affect the right of the Company to conduct its business affairs, including laying off
or terminating the employment of any employee.

     (c) Amendment and Termination. The Company reserves the right to amend or terminate (in whole
or in part) this Plan and the Welfare Plan at any time.

6. SUPPLEMENTAL INFORMATION

	 	(a)	 	Severance Pay Claims.

(i) Claims. If you do not receive severance pay or if you disagree with the amount
or length of payments, you may file a claim in writing with the Plan Administrator.
A response to your claim will be provided to you within 90 days (180 days if you are
notified of an extension). If your claim is denied, the Plan Administrator will
provide written notice to you setting forth the specific reasons for denial and the
provisions in this Plan or other documents used to arrive at the decision.

5

 

(ii) Appeals. You may appeal any denial of benefits, and you may review pertinent
Plan documents to help you prepare for the appeal. Your appeal must be filed with
the Plan Administrator in writing within 60 days after you receive written notice of
denial of your claim. The Plan Administrator then will consider your appeal and
will notify you of its decision within 60 days (120 days if you are notified of an
extension) after the filing of your appeal for review. If the Plan Administrator’s
decision is unfavorable, the notification you receive will explain the reasons for
the denial and the provisions in this Plan or other documents used to arrive at the
decision.

     (b) Your Rights Under ERISA. As a participant in this Plan, you are entitled to certain
rights and protections under the Employee Retirement Income Security Act of 1974, as amended
(“ERISA”). ERISA provides that all Plan participants will be entitled to:

(i) Examine, without charge, at the Plan Administrator’s office and at other
specified locations, such as worksites, all Plan documents and copies of all
documents filed by this Plan with the U.S. Department of Labor, such as detailed
annual reports.

(ii) Obtain copies of all Plan documents and other Plan information upon written
request to the Plan Administrator. For example, you may request a current list of
participating companies under this Plan. The Plan Administrator may make a
reasonable charge for the copies.

(iii) Receive a summary of this Plan’s annual financial report. The Plan
Administrator is required by law to furnish each participant under this Plan with a
copy of this summary annual report.

     In addition to creating rights for Plan participants, ERISA imposes duties upon the people who
are responsible for the operation of the employee benefit plan. The people who operate this Plan,
called “fiduciaries” of this Plan, have a duty to do so prudently and in the interest of you and
other Plan participants and beneficiaries. No one, including your employer or any other person,
may fire you or otherwise discriminate against you in any way solely in order to prevent you from
obtaining a benefit or exercising your rights under ERISA.

     If your claim for a benefit is denied, in whole or in part, you must receive a written
explanation of the reason for the denial. You have the right to have this Plan review and
reconsider your claim. Under ERISA, there are steps you can take to enforce the above rights. For
instance, if you request materials from this Plan and do not receive them within 30 days, you may
file suit in a federal court. In such a case, the court may require the Plan Administrator to
provide the materials and pay you up to $110 a day until you receive the materials, unless the
materials were not sent because of reasons beyond the control of the Plan Administrator. If you
have a claim for benefits which is denied or ignored, in whole or in part, you may file suit in a
state or federal court (although the court may refuse to consider your claim if you have not
completed the Plan’s appeals process as described above). If you are discriminated against for
asserting your rights, you may seek assistance from the U.S. Department of Labor. If you have any
questions about this Plan, you should contact the Plan Administrator. You should contact the
nearest Area Office of the U.S. Employee Benefits Security Administration, Department of Labor, if
you have any questions about this document or about your rights under ERISA.

     (c) General Information.

	 	(i)	 	Name, Address, and Telephone Number of the Plan Sponsor:

Cash America International, Inc.

1600 West 7th Street, Inc.

Fort Worth, TX 76102

6

 

	 	(ii)	 	Name, Address, and Telephone Number of the Plan Administrator:
Senior Human Resources Officer

Cash America International, Inc.

1600 West 7th Street, Inc.

Fort Worth, TX 76102

	 	(iii)	 	Plan Name: The Cash America International, Inc. Severance Pay
Plan for Executives (as described herein) is a benefit provided under, and a part
of, the Cash America International, Inc. Group Benefit Plan.
	 
	 	(iv)	 	Type of Plan: The Cash America International, Inc. Severance Pay Plan
for Executives provides severance benefits, and the remainder of the Welfare Plan
provides other welfare benefits.
	 
	 	(v)	 	Plan Number Assigned to this Plan: 501
	 
	 	(vi)	 	Plan Year: January 1 – December 31
	 
	 	(vii)	 	Type of Administration: Self-Administration
	 
	 	(viii)	 	Employer Identification Number of Plan Sponsor: 75-2018239
	 
	 	(ix)	 	Agent for Legal Process: Legal process regarding any matter related
to this Plan may be served on the General Counsel at the address listed above.
	 
	 	(x)	 	Funding Medium: Benefits are payable solely from the general assets
of the Company.

	 	 	 	 	 	 	 
	December 31, 2008	 	CASH AMERICA INTERNATIONAL, INC.	 	 
	 
	 	 	 	 	 	 
	 

	 	BY:
	 	/s/ Daniel R. Feehan
 

	 	 
	 
	 	 	 	 	 	 
	 

	 	TITLE:
	 	Chief Executive Officer	 	 

7

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