Document:

Final 409A Compliance Amendment - Deferred Fee Plan

 Exhibit 10.4 
 RENASANT BANK 
 DIRECTORS’ DEFERRED FEE PLAN 
 (Final 409A Compliance Amendment) 
 Whereas, Renasant Bank, a financial institution with its principal place of business in Tupelo, Mississippi (the “Bank”), maintains the Renasant Bank Directors’ Deferred Fee Plan, which plan was most recently amended
and restated effective as of January 1, 2007 (the “Plan”); 
 Whereas, such Plan constitutes a “deferred
compensation” arrangement within the meaning of Section 409A of the Internal Revenue Code of 1986, as amended, and must now be amended to comply with the applicable provisions the final regulations promulgated thereunder; 
 Now, Therefore, the Plan shall be amended effective as of January 1, 2009, as follows. 
  

	1.	Definitions: 

 1.1 Section 1.5 of the Plan
shall be amended and restated in its entirety as follows: 
 “1.5 The term ‘Change in Control’ shall mean and be deemed to
occur upon a Change in Equity Ownership, a Change in Effective Control, a Change in the Ownership of Assets or a Change by Merger. For this purpose: 
  

	 	a.	A ‘Change in Equity Ownership’ means that a person or group acquires, directly or indirectly in accordance with Code Section 318, more than 50% of the aggregate fair
market value or voting power of the capital stock of the Company, including for this purpose capital stock previously acquired by such person or group; provided, however, that a Change in Equity Ownership shall not be deemed to occur hereunder if,
at the time of any such acquisition, such person or group owns more than 50% of the aggregate fair market value or voting power of the Company’s capital stock. 

  

	 	b.	A ‘Change in Effective Control’ means that (i) a person or group acquires (or has acquired during the immediately preceding 12-month period ending on the date of the
most recent acquisition by such person or group), directly or indirectly in accordance with Code Section 318, ownership of the capital stock of the Company possessing 35% or more of the total voting power 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, whether by appointment or election, without endorsement by a majority of the members of the Board prior to the date of such appointment or election.

  

	 	c.	A ‘Change in the Ownership of Assets’ means that any person or group acquires (or has acquired in a series of transactions during the immediately preceding 12-month period
ending on the date of the most recent acquisition) all or substantially all of the assets of the Company. 

  

	 	d.	A ‘Change by Merger’ means that the Company shall consummate a merger or consolidation or similar transaction with another corporation or entity, unless as a result of
such transaction, more than 50% of the then outstanding voting securities of the surviving or resulting corporation or entity shall be owned in the aggregate by the former shareholders of the company and the voting securities of the surviving or
resulting corporation or entity are owned in substantially the same proportion as the common stock of the company was beneficially owned before such transaction.” 

 1.2 Section 1.20 of the Plan shall be restated as follows: 
 “1.20 The term ‘Separation From Service,’ ‘Separation Date’ or ‘Separated From Service’ shall mean the later of the
date on which (a) a Participant ceases to serve with the Company, the Bank, or their Affiliates, whether as a member of the Board of Directors, an employee or an independent contractor, or (b) the Company, the Bank, and such Participant
reasonably anticipate that the Participant will perform no further services for the Company, the Bank or their Affiliates, whether as a member of the Board, as a common law employee or an independent contractor. Notwithstanding the foregoing, a
Participant may be deemed to incur a Separation From Service hereunder if he or she continues to provide services to the Company, the Bank or another Affiliate, provided such services are not more than 20% of the average level of services performed
by such Participant, whether as a director, an employee or independent contractor, during the immediately preceding 36-month period.” 
 1.3 Section 1.21 shall be added to the Plan to read in its entirety as follows: 
 “1.21 References to ‘key
employee’ contained herein shall be deemed to refer to ‘Specified Employee’; a Specified Employee shall mean that a Participant is a ‘key employee’ of the Bank or an Affiliate, within the meaning of Code Section 416(i),
(ii) or (iii), but determined without regard to paragraph (i)(5) thereof. A Participant who satisfies such requirement as of a December 31st shall be considered a Specified Employee hereunder during the 12-month period commencing on the
immediately following April 1st.” 
  

	2.	Death Benefits: 

 2.1 Section 6.7 of the Plan
shall be amended and restated as follows: 
 “6.7 Preretirement Death Benefits. (a) If a Participant first commences
participation hereunder on or after January 1, 2007, and he or she dies while serving as a member of the Board of Directors, his or her Beneficiary shall receive the amount then credited to his or her Account. Payment shall be made or commence
as of the Payment Date that coincides with or immediately follows the date of the Participant’s death. 
 (b) If a Participant first
commenced participation hereunder before January 1, 2007, and he or she dies while serving as a member of the Board of Directors, his or her Beneficiary shall receive, in lieu of any benefit hereunder, a preretirement death benefit determined
as follows: 
  

	 	i.	The amount of such benefit shall equal his or her Account accrued on or after January 1, 2007, and his or her Prior Plans Benefit. For this purpose, the term ‘Prior Plans
Benefit’ means the preretirement death benefit available under the terms of the Prior Plans as of December 31, 2006; the Administrator shall maintain a record of such benefit, and the record of the Administrator shall be conclusive and
binding as to such amount. 

  

	 	ii.	Such benefit shall commence on the Payment Date that coincides with or immediately follows the Participant’s date of death. 

  

	 	iii.	If a Participant elects to receive such benefit in less than 15 annual installments, the amount of each such payment or installment shall be determined by the Administrator with
reference to the present value of such benefit, determined as of the Participant’s date of death using the Moody’s corporate bond rate in effect as of such date. The Administrator’s determination hereunder shall be final and binding
on all persons. 

  

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	 	iv.	The portion of such benefit that is determined with respect to a Participant’s Account shall continue to be credited with income, gain or loss during the installment payment
period. 

  

	 	v.	As a condition of receiving a Prior Plans Benefit hereunder, a Participant shall be required to annually defer to this Plan, or a designated successor hereto, an amount not less
than the amount fixed by the Administrator. If a Participant ceases deferrals hereunder or fails to defer such amount in any year, he or she shall not be entitled to receive such benefit hereunder. 

 (c) Payment of a preretirement death benefit hereunder shall be contingent upon the provision of such information as the Administrator may reasonably
request, including, but not limited to a Participant’s death certificate. 
 (d) A Participant may direct that his or her preretirement
death benefit be paid in the form of a single-sum or not more than 15 annual installment payments. Any such election shall be made in the form prescribed by the Administrator and shall be made at the time a Participant first defers under the Plan,
determined in accordance with Section 3.2 hereof. Once made, any such election shall be irrevocable. If a Participant fails to timely make an election hereunder, his or her preretirement death benefit shall be distributed in the form of a
single-sum.” 
 2.2 Section 6.8 of the Plan shall be amended and restated in its entirety as follows: 
 “6.8 Death After Separation From Service. If a Participant dies after he or she Separates From Service, his or her Beneficiary shall receive
the amount then credited to his or her Account, if any. Each Participant shall elect whether (a) such amount shall be paid to his or her Beneficiary in the form of a single-sum, or (b) any installments otherwise payable to the deceased
Participant shall be payable to his or her Beneficiary, in accordance with their terms. Each Participant shall make such election on the form prescribed by the Administrator when he or she first defers hereunder, determined in accordance with
Section 3.2 hereof. Any such election shall be irrevocable. If a Participant fails to timely make such election, he or she shall be deemed to have elected receipt in the form of a single-sum.” 
  

	3.	General Provisions: 

 3.1 Section 10.8 of the
Plan shall be restated as follows: 
 “10.8 Termination. The Board of Directors shall have the right, at any time, to terminate
this Plan. In the event of any such termination, the Board shall provide written notice of any such action to each Participant hereunder, and: 
  

	 	a.	All deferrals shall cease as of the last day of the calendar year in which such termination occurs; and 

  

	 	b.	Each Participant’s Account shall be distributed in accordance with the provisions of the Plan and any elections permitted hereunder, as the same may be modified from time to
time in accordance with Section 6.9 hereof.” 

 3.2 The following transition relief shall be added to section 10.19
of the Plan: 
  

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	 	“(g)	Notwithstanding any provision of this Plan to the contrary, on or before December 31, 2008, or such earlier date as may be designated by the Administrator, each Participant
hereunder shall be entitled to elect to: 

  

	 	i.	Modify the form in which his or her retirement benefits under Article 6 hereof shall be paid, including increasing or decreasing the number of installment payments;

  

	 	ii.	Designate an in-service subaccount as a retirement subaccount or a retirement subaccount as an in-service subaccount; or 

  

	 	iii.	Designate the year in which any in-service subaccount shall be distributed, provided that such distribution shall not be earlier than November 15, 2009, and shall not postpone
any payment otherwise due in the year such election is made. 

  

	 	iv.	Elect whether his or her Account or other death benefit shall be paid in the form of a single-sum or continuing installments as provided in Sections 6.7 and 6.8 hereof; if any such
Participant fails to make such election, his or her Account shall be paid in the form of a single-sum.” 

 3.3 The
following Section 10.20 shall be added to the Plan to read in its entirety as follows: 
 “10.20 Small Accounts.
Notwithstanding any provisions of the Plan to the contrary, if the value of a Participant’s Account is not more than the applicable limit determined under Code Section 402(g) as of his or her Disability, death, Separation Date or
Payment Date, as the case may be, then notwithstanding any provision of the Plan to the contrary, the Committee shall distribute such amount to the Participant in the form of an immediate single-sum payment as of such date.” 
 3.4 The following Section 10.21 shall be added to the Plan to read in its entirety as follows: 
 “10.21 Specified Employee Delay. Notwithstanding any provision of the Plan to the contrary, if a Participant is a Specified Employee as of his
or her Separation Date, the commencement of any benefit or distribution made on account of his or her separation from service within the meaning of Code Section 409A shall be delayed until the later of (a) the first business day of the
seventh whole calendar month following his or her Separation Date, or (b) his or her Payment Date. In the event of any delay hereunder, the first payment shall include, without liability for interest or loss of investment opportunity thereon,
the principal amount of any benefits otherwise payable between the actual commencement of such benefits and such Participant’s Payment Date.” 
 This Final 409A Compliance Amendment was executed by an authorized officer of Renasant Bank, to be effective as of the date or dates set forth herein. 
  

			
	Renasant Bank
		
	By:	 	 /s/ E. Robinson McGraw

		
	Its:	 	 Chairman and Chief Executive Officer

		
	Date:	 	December 16, 2008

  

 - 4 -Severance Pay Plan

 Exhibit 10.5 
 RENASANT CORPORATION 
 SEVERANCE PAY PLAN 
 THIS SEVERANCE PAY PLAN (the “Plan”) is adopted and maintained by Renasant Corporation (the “Company”), to be effective as of
January 1, 2009. Benefits under this Plan are in lieu of any other severance or similar amount payable on account of your termination of employment under any other plan, policy or program maintained by your Employer. 
 1. Introduction: This Plan is intended to be a welfare benefit plan within the meaning of ERISA; it provides severance benefits to eligible
officers and employees of the Company and any subsidiary of the Company at least 80% of which is owned, directly or indirectly, by the Company (collectively with the Company, called your “Employer”). This document, including Exhibit A,
serves as both the Plan document and its summary plan description. 
 2. Eligibility: You become eligible to receive benefits under
the Plan if the Board of Directors of the Company, or any officer of the Company to whom the Board of Directors has delegated authority to act on its behalf with respect to the Plan, designates you as an eligible participant in the Plan (referred to
herein as a “Participant”). 
 a. Regular Severance. If you are a Participant, you will be eligible to receive Regular
Severance, provided you satisfy all of the following conditions when your employment ends: 
  

	 	•	 	 You are not involuntarily terminated by your Employer for Cause (as defined below) or your employment does not end on account of your disability, death, resignation
or retirement; 

  

	 	•	 	 You are not a party to an employment agreement with your Employer; and 

  

	 	•	 	 You sign a Wavier and Release in the form required by your Employer, which includes a release of any claims you may then possess against your Employer and your
Wavier and Release becomes irrevocable. 

 b. Change In Control Severance. If you are a Participant, you will be
eligible to receive Change in Control Severance, provided you satisfy all of the following conditions when your employment ends: 
  

	 	•	 	 The Company has experienced a Change in Control (as defined below); 

  

	 	•	 	 You are not a party to an employment agreement with your Employer; 

  

	 	•	 	 You sign a Wavier and Release in the form required by your Employer, which includes a release of any claims you may then possess against your Employer and your
Wavier and Release becomes irrevocable; and 

  

	 	•	 	 You are involuntarily terminated by the Company, without Cause, or you terminate your employment with the Company for Good Reason (as defined below), in either case
occurring within 24 months following the Change in Control. 

 3. Benefits: Severance consists of cash benefits and
COBRA continuation payments. The amount of your Regular or Change in Control Severance depends upon your position at the time your 

 
employment ends and is subject to any conditions or maximum aggregate payout to all Participants in the Plan, as may be established from time to time by the
Board of Directors: 
  

					
	 Type of
 Severance
	 	Base Salary Benefit	 	COBRA
Continuation Payments
	Regular	 	 1 week for each
 Year of Service
	 	6 months
	 	4 weeks 
minimum	 
	 	26 weeks maximum	 
	 Change in
 Control
	 	26 weeks	 	18 months

 a. Years of Service. A “Year of Service” is measured as a consecutive 12-month
period of service; partial years of service are disregarded. If you terminate your employment and you are later rehired, only service from your rehire date will be considered. 
 b. Premium Payments. If you receive COBRA continuation payments, your Employer will pay COBRA premiums for you and your dependents enrolled in the
Company’s health plans (major medical, vision and dental) as of the most recent annual enrollment period. Your COBRA continuation payments are contingent upon your timely election to continue your medical benefits in accordance with COBRA.
Payments will end before the number of months specified above if the COBRA continuation period for you or any of your dependents ends earlier. 
 c. Payments. Cash payments will be paid in the form of a single sum 30 days following the date on which your employment ends, provided you have then satisfied all of the applicable conditions. As a condition of any payment, your
Employer can withhold any taxes that are required by law to be withheld. 
 d. Payment Delay. Although unlikely, if you are a
“specified employee” at the time your employment ceases, your Employer may be required to delay some or all of your payments until the first business day of the seventh month following your termination. If this delay occurs, payment will
be made as soon as practicable, but without liability for interest or loss of investment opportunity. The definition of the term “specified employee” is included in Section 409A of the Internal Revenue Code of 1986, as amended (the
“Code”), and is complex. Generally, it refers to “officers” and others with administrative or managerial authority whose annual compensation is in excess of $130,000 (as may be adjusted from time to time), but not more than a
total of 50 employees. Your Employer will determine your status at the time of your termination and inform you if you are a specified employee whose payments are subject to delay. 
 4. Administration and Claims: The Board of Directors of the Company administers this Plan in its discretion. The Board has delegated to the
Company’s Chief Executive Officer the authority to designate the employees of the Company and its subsidiaries eligible to be Participants in the Plan. The Board has delegated to the Company’s Human Resources Department the authority to
oversee the day-to-day administration of this Plan. In this capacity, the Human Resources Department, among other things, determines your position at the time of your termination and the amount of your benefit. The Human Resources Department will
also provide you with the Waiver and Release necessary to receive your benefits. In connection with its administration of the Plan, the Human Resources Department can adopt rules and procedures and interpret the Plan and any form or document related
to the Plan, including the 

  

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resolution of uncertainty created by any conflict, ambiguity or omission contained in the Plan and/or its related documents, subject to the final
determination of the Board of Directors. 
 a. Claims. It is not necessary to make a claim or application to receive your Regular or a
Change in Control Severance; you will receive any necessary documents from your Employer at the time of your termination. If you believe that you are eligible to receive a benefit, or that the amount of your benefit has not been correctly
determined, you can make a claim to have your benefit redetermined. To make a claim, you must file a written statement with the Human Resources Department that explains why you believe you are entitled to a payment and identifies the provisions of
the Plan you are relying upon to make your claim. 
 Once it receives your claim, the Human Resources Department, on behalf of the Board of
Directors, will respond, in writing, within 90 days. If it denies your claim, in whole or in part, the response will include the reasons why your claim is denied, and it will identify the Plan provisions and employment records upon which the denial
is based. You can appeal a denial by writing to the Human Resources Department not later than 60 days after the denial. Your appeal should explain why you believe the denial is incorrect and it should include any information or documents you believe
support your position. Before you submit your appeal, you can request copies of any documents in the possession of your Employer that are relevant to the determination of your benefit, such as your salary history or a copy of the Plan. The Board of
Directors will review your appeal and provide you with written notice of its disposition not later than 60 days after it is received. 
 b.
Arbitration. In the event that any dispute or controversy arises in connection with this Plan and you have exhausted the Plan’s claims procedures, your dispute or controversy will be resolved by arbitration. The consideration for your
agreement to arbitration is your receipt of benefits under the Plan. Any arbitration proceeding will be conducted in accordance with the employment rules of the American Arbitration Association (“AAA”). Any dispute or claim will be
presented to a single arbitrator selected by our mutual agreement (or the arbitrator will be selected in accordance with the rules of the AAA). All determinations of the arbitrator will be final and binding upon you and the Employer. Each party to
the arbitration proceeding will bear its own costs in connection with the proceedings, except that the costs and expenses of the arbitrator will be divided evenly between the parties. The venue for any arbitration proceeding and for any judicial
proceeding related to this arbitration provision (including a judicial proceeding to enforce this provision) will be in Tupelo, Mississippi, unless another venue is designated by the Board of Directors. 
 5. Definitions:  
 a. Cause.
You will be deemed to be terminated for “Cause” if your employment is involuntarily terminated because you have: 
  

	 	•	 	 Committed an intentional act of fraud, embezzlement or theft in the course of your employment or otherwise engaged in any intentional misconduct which is materially
injurious to the Company’s (or your Employer’s) financial condition or business reputation; 

  

	 	•	 	 Committed intentional damage to the property of the Company (or your Employer) or committed intentional wrongful disclosure of confidential or proprietary
information which is materially injurious to the Company’s (or your Employer’s) financial condition or business reputation; 

  

	 	•	 	 Been indicted for the commission of a felony or a crime involving moral turpitude; 

  

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	 	•	 	 Willfully and substantially refused to perform the essential duties of your position, which has not been cured within 30 days following written notice by the
Company’s Chief Executive Officer; 

  

	 	•	 	 Intentionally, recklessly or negligently violated any material provision of any code of ethics, code of conduct or equivalent code or policy of the Company or your
Employer applicable to you; or 

  

	 	•	 	 Intentionally, recklessly or negligently violated any material provision of the Sarbanes-Oxley Act of 2002 or any of the rules adopted by the Securities and
Exchange Commission implementing any such provision. 

 b. Base Salary. Your “Base Salary” is your
annualized base salary. 
 c. Change in Control. The term “Change in Control” means and shall be deemed to occur upon a
Change in Equity Ownership, a Change in Effective Control, a Change in the Ownership of Assets or a Change by Merger. For this purpose: 
  

	 	•	 	 A “Change in Equity Ownership” means that a person or group acquires, directly or indirectly in accordance with Code Section 318, more than 50% of
the aggregate fair market value or voting power of the capital stock of the Company, including for this purpose capital stock previously acquired by such person or group; provided, however, that a change in Equity Ownership shall not be deemed to
occur hereunder if, at the time of any such acquisition, such person or group owns more than 50% of the aggregate fair market value or voting power of the Company’s capital stock. 

  

	 	•	 	 A “Change in Effective Control” means that (i) a person or group acquires (or has acquired during the immediately preceding 12-month period ending on
the date of the most recent acquisition by such person or group), directly or indirectly in accordance with Code Section 318, ownership of the capital stock of the Company possessing 35% or more of the total voting power 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, whether by appointment or election, without endorsement by a majority of the members of the Board prior to the date of such
appointment or election. 

  

	 	•	 	 A “Change in the Ownership of Assets” means that any person or group acquires (or has acquired in a series of transactions during the immediately
preceding 12-month period ending on the date of the most recent acquisition) all or substantially all of the assets of the Company. 

  

	 	•	 	 A “Change by Merger” means that the Company shall consummate a merger or consolidation or similar transaction with another corporation or entity, unless
as a result of such transaction, more than 50% of the then outstanding voting securities of the surviving or resulting corporation or entity shall be owned in the aggregate by the former shareholders of the Company and the voting securities of the
surviving or resulting corporation or entity are owned in substantially the same proportion as the common stock of the Company was beneficially owned before such transaction. 

  

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 d. Good Reason means that in connection with a Change in Control: 
  

	 	•	 	 Your Base Compensation in effect immediately before the Change in Control is materially reduced; 

  

	 	•	 	 Your authority, duties or responsibilities are materially reduced from what your authority, duties or responsibilities prior to the Change in Control; or

  

	 	•	 	 You are required to transfer to an office or business location located more than a 30-mile radius from where you were assigned to prior to the Change in Control.

 No event or condition described above is considered Good Reason unless (a) you notify the Chief Executive Officer
in writing of your objection to such event or condition within 60 days after you learn of such event, (b) such event or condition is not corrected by the Company within 30 days after receipt of such notice, and (c) you resign within 60
days after the expiration of the 30-day period described in subparagraph (b) hereof. 
 6. General Provisions: 
 a. Spendthrift Provision. Your benefits are not subject in any manner to anticipation, alienation, sale, transfer, assignment, pledge, encumbrance
or charge. Any attempt to anticipate, alienate, sell, transfer, assign, pledge, encumber or charge to such benefit will be void and given no effect. Any benefit payable under the terms of the Plan is not subject to attachment or legal process, and
any such action shall not be recognized by your Employer. 
 b. Employment Rights. Participation in the Plan is not an employment
agreement; nothing contained in the Plan gives you the right to be retained in the employ of your Employer or otherwise modifies your “at will” employment status. 
 c. Amendment or Termination. Except as provided below, your Employer has no obligation to maintain the Plan for any particular length of time; the
Board of Directors of the Company possesses the right, at any time, to amend or terminate this Plan, in whole or in part. Notwithstanding this general authority (i) no amendment or termination will change the amount of your benefit if you are
or become eligible to receive it before the adoption or effective date of the amendment or termination, and (ii) no amendment or termination can be made effective during the 24-month period following a Change in Control without your written
consent. If the Plan is amended or terminated, you will receive written notice. 
 d. Rehire. If you are rehired by your Employer, any
COBRA continuation payments will stop and you may be required to repay all or a portion of any cash benefit paid to you under the Plan if the number of weeks of Base Salary you received is greater than the number of weeks between your termination
and reemployment dates. 
 e. Coordination with WARN. All payments made under this Plan reduce any amount your Employer may be
required to pay to you under the Worker Adjustment and Retraining Notification Act, called WARN. 
 f. Successors; Binding Plan. This
Plan is binding upon your Employer and any successor to your Employer, whether by purchase, merger, consolidation or otherwise. This Plan inures to your benefit and is enforceable by you, including your personal or legal representatives, and
executors or heirs. If you die while any amount is payable to you, the remaining amount will be paid to your surviving spouse or estate. 
  

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 g. Governing Law. The Plan is governed by federal law to the extent applicable, and to the extent
not applicable, by the laws of the State of Mississippi. 
 h. General Assets. Benefits payable from the Plan are paid solely from the
general assets of the Employer. The Employer has not established a trust or earmarked any asset to pay benefits, and it has not acquired any form of insurance to fund your benefits. 
  

			
	RENASANT CORPORATION
		
	By:	 	 /s/ E. Robinson McGraw

	Name:	 	E. Robinson McGraw
	Title:	 	Chairman of the Board and Chief
		 	Executive Officer
	Date:	 	December 16, 2008

  

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 RENASANT CORPORATION 
 SEVERANCE PAY PLAN 
 EXHIBIT A 
 GENERAL INFORMATION 
  
 Name of Plan: Renasant Corporation
Severance Pay Plan. 
 Name and Address of the Company: Renasant Corporation, 209 Troy Street, Tupelo, Mississippi 38804. 
 Affiliates: Members of the parent and subsidiary group affiliated with Renasant Corporation including: Renasant Bank and other entities affiliated with the
Company from time to time. 
 Employer Identification Number: 64-0676974 
 Plan Identification Number: ______ 
 Type of Plan: Unfunded welfare benefit plan funded by the general assets
of the Company and its affiliates 
 Plan Administrator: The Board of Directors, acting through its Human Resources Department 
 Agent for Service of Legal Process: For disputes arising under the Plan, service of legal process may be made upon, Renasant Corporation, General Counsel, 209
Troy Street, Tupelo, Mississippi 38804. 
 Plan Year: The calendar year. 
 Events That May Cause a Loss of Benefits: The following events, among others, may cause a loss of your benefits or a delay in payment: 
  

	 	•	 	 The Company reserves the right to amend or terminate the Plan. 

  

	 	•	 	 If you do not sign a Waiver and Release, you will not receive benefits. 

  

	 	•	 	 If you are terminated for Cause, you may not receive benefits. 

  

	 	•	 	 If your employment ends on account of your death, disability or resignation, you may not receive benefits. 

  

	 	•	 	 If you are rehired, you may be required to return a portion of the payments previously made to you. 

 ERISA Rights: If you are a Participant, you are entitled to certain rights and protections under the Employee Retirement Income Security Act of 1974, as amended,
called “ERISA.” ERISA provides that you are entitled to: 
  

	 	•	 	 Examine, without charge, at the administrator’s office and at other specified locations, all documents governing the plan, including any insurance contracts
and a copy of the latest annual report (Form 5500 Series) filed by the Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Administration and the Plan’s most recent summary Plan
description. You are entitled to obtain copies of these documents by providing a written request to the administrator; you may be charged a nominal fee for copying them. 

  

	 	•	 	 Receive a summary of the Plan’s annual financial report. 

 Prudent Actions by Plan Fiduciaries. In addition to creating rights for participants, ERISA imposes duties upon the people who are responsible for the operation of the Plan. The people who operate the Plan,
called “fiduciaries,” have a duty to act prudently and in the interests of you and other participants and beneficiaries. No one can terminate you or otherwise discriminate against you in any way to prevent you from obtaining benefits or
exercising your rights under ERISA. 

  

 - 7 - 

 
Enforce Your Rights. If your claim for benefits is denied or ignored, in whole or in part, you have a right to know why this was done, to obtain
copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules. 
 Under ERISA,
there are steps you can take to enforce your rights. For instance, if you request a copy of Plan documents or the latest annual report from the 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 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. If fiduciaries misuse the Plan’s money or if you are discriminated against for asserting your rights, you may seek assistance from the U.S.
Department of Labor, or may file suit in a federal court. The court will decide who should 

 
pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may
order you to pay these costs and fees (for example, if it finds your claim is frivolous). 
 Assistance With Your Questions. If you
have any questions about your Plan, you should contact the administrator. If you have any questions about this statement or about your rights under ERISA, or if you need assistance in obtaining documents from the administrator, you should contact
the nearest office of the Employee Benefits Security Administration, U.S. Department of Labor, listed in your telephone directory or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of
Labor, 200 Constitution Avenue, N.W., Washington, DC 20210. You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hot line of the Employee Benefits Security Administration.

  

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