Document:

2008 Executive Deferred Compensation Plan

 Exhibit 10.2   
  
  
  
  
 EDISON INTERNATIONAL 
 2008
EXECUTIVE DEFERRED COMPENSATION PLAN 
 Effective 
 January 1, 2008 
  
  
  
  

  

 TABLE OF CONTENTS 
  

					
	Section	  	        Title	  	Page
		
	 ARTICLE 1 DEFINITIONS
	  	1
		
	 ARTICLE 2 DEFERRAL ELECTIONS
	  	4
			
	 2.1
	  	 Elections
	  	4
			
	 2.2
	  	 Vesting
	  	6
		
	 ARTICLE 3 MATCHING CREDITS
	  	6
			
	 3.1
	  	 Amount
	  	6
			
	 3.2
	  	 Vesting
	  	6
		
	 ARTICLE 4 DEFERRAL ACCOUNTS
	  	7
			
	 4.1
	  	 Deferral Accounts
	  	7
			
	 4.2
	  	 Timing of Credits
	  	7
		
	 ARTICLE 5 PAYMENT ELECTIONS
	  	7
			
	 5.1
	  	 Primary Payment Election
	  	7
		
	 ARTICLE 6 SURVIVOR BENEFITS
	  	10
		
	 ARTICLE 7 BENEFICIARY DESIGNATION
	  	10
		
	 ARTICLE 8 CONDITIONS RELATED TO BENEFITS
	  	11
			
	 8.1
	  	 Nonassignability
	  	11
			
	 8.2
	  	 Unforeseeable Emergency Distribution
	  	11
			
	 8.3
	  	 No Right to Assets
	  	11
			
	 8.4
	  	 Protective Provisions
	  	11
			
	 8.6
	  	 Withholding
	  	12
		
	 ARTICLE 9 PLAN ADMINISTRATION
	  	12
		
	 ARTICLE 10 AMENDMENT OR TERMINATION OF PLAN
	  	13
			
	 10.1
	  	 Amendment of Plan
	  	13
			
	 10.2
	  	 Termination of Plan
	  	13
			
	 10.3
	  	 Amendment or Termination After Change in Control
	  	13
			
	 10.4
	  	 Exercise of Power to Amend or Terminate
	  	13
		
	 ARTICLE 11 CLAIMS AND REVIEW PROCEDURES
	  	13
			
	 11.1
	  	 Claims Procedure for Claims Other Than for Vesting due to Disability
	  	13
			
	 11.3
	  	 Dispute Arbitration
	  	15

  

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	 ARTICLE 12 MISCELLANEOUS
	  	17
			
	 12.1
	  	 Successors
	  	17
			
	 12.2
	  	 Trust
	  	17
			
	 12.3
	  	 Employment Not Guaranteed
	  	17
			
	 12.4
	  	 Gender, Singular and Plural
	  	17
			
	 12.5
	  	 Captions
	  	17
			
	 12.6
	  	 Validity
	  	17
			
	 12.7
	  	 Waiver of Breach
	  	17
			
	 12.8
	  	 Applicable Law
	  	18
			
	 12.9
	  	 Notice
	  	18
			
	 12.10
	  	 ERISA Plan
	  	18
			
	 12.11
	  	 Statutes and Regulations
	  	18

  

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 EDISON INTERNATIONAL 
 2008 EXECUTIVE DEFERRED COMPENSATION PLAN 
 Effective January 1, 2008 
 PREAMBLE 
 The purpose of this Plan is to provide
Eligible Employees of participating Affiliates with the opportunity to defer payment and taxation of some elements of their compensation. 
 This Plan
applies to amounts arising from deferrals of compensation earned or determined after December 31, 2004 and to amounts that vested after December 31, 2004, and is designed to comply with Section 409A of the Internal Revenue Code and
the regulations issued thereunder. 
 ARTICLE 1 
 DEFINITIONS 
 Capitalized terms in the text of the Plan are defined as follows: 
 Administrator means the Compensation and Executive Personnel Committee of the Board of Directors of EIX. 
 Affiliate means EIX or any corporation or entity which (i) along with EIX, is a component member of a “controlled group of corporations” within the
meaning of Section 414(b) of the Code, and (ii) has approved the participation of its Executives in the Plan. 
 Beneficiary means the
person or persons or entity designated as such in accordance with Article 7 of the Plan. 
 Board means the Board of Directors of EIX. 
 Bonus means the dollar amount of bonus awarded by the Employer to the Participant pursuant to the terms of the Executive Incentive Compensation Plan, the 2007
Performance Incentive Plan or a successor plan governing annual executive bonuses, before reductions for deferrals under the Plan, provided such award constitutes “performance-based compensation” within the meaning of Treasury Regulation
Section 1.409A-1(e). 
 Change in Control means a Change in Control of EIX as defined in the Severance Plan. 
  

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 Code means the Internal Revenue Code of 1986, as amended. 
 Contingent Event means the Participant’s death while employed by an Affilaite or Separation from Service for other reasons if such event occurs prior to the
Participant’s Retirement. 
 Contingent Payment Election means an election regarding the time and form of payment made or deemed made in
accordance with Section 5.2. 
 Crediting Rate means the rate at which interest will be credited to Deferral Accounts. The rate will be
determined annually in advance of the calendar year and will be equal to the average monthly Moody’s Corporate Bond Yield for Baa Public Utility Bonds for the 60 months preceding November 1st of the prior year. EIX reserves the right to
prospectively change the definition of Crediting Rate. 
 Deferral Account means the notional account established for record keeping purposes for a
Participant pursuant to Article 4 of the Plan. 
 Deferral Election means the Participant’s written election to defer amounts under the Plan,
submitted to the Administrator. 
 Deferral Period means the Plan Year covered by a valid Deferral Election previously submitted by a Participant, or
in the case of a newly eligible Participant, the balance of the Plan Year following the date of the Deferral Election. 
 Disability means the
Participant (i) 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 twelve months or (ii) 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 twelve months, receiving income
replacement benefits for a period of not less than three months under a plan covering employees of the Employer. 
 Dividend Equivalent means an
amount equal to the dividend declared by the Board on one share of EIX common stock for any calendar quarter. 
 EIX means Edison International.

 Eligible Employee means an Executive of an Affiliate, who (i) is a U.S. employee or an expatriate who is based and paid in the U.S.,
(ii) is designated by the Administrator as eligible to participate in the Plan (subject to the restriction in Section 8.2 of the Plan), and (iii) qualifies as a member of a “select group of management or highly compensated
employees” under ERISA. 
 Employer means the Affiliate employing the Participant. 
 ERISA means the Employee Retirement Income Security Act of 1974, as amended. 
 Executive means an employee of
an Affiliate who is designated an Executive by the CEO of that Affiliate or who is elected as a Vice President or officer of higher rank by the board of that Affiliate or by the Board of EIX. 
  

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 Executive Salary Deferral means the percentage deferred from Salary under this Plan. The Executive Salary Deferral
is subtracted from Salary before Savings Plan contributions are calculated. 
 Matching Credits means the credits added to the Participant’s
Deferral Account under Article 3. 
 Matching Base means the amount of the Executive Salary Deferral plus the amount, if any, by which the
Participant’s Salary in a calendar year minus the Executive Salary Deferral for that calendar year exceeds the Code Section 401(a)(17) compensation limit. 
 Participant means an Eligible Employee who has completed a Deferral Election with respect to future payments pursuant to Article 2 of the Plan, or an employee or former employee who has a Deferral Account
balance. 
 Payment Election means a Primary Payment Election or a Contingent Payment Election. 
 Plan means the EIX 2008 Executive Deferred Compensation Plan. 
 Plan Year means the calendar year. 
 Primary Payment Election means an election regarding the time and form of payments made or
deemed made in accordance with Section 5.1. 
 Qualifying Award means an award granted to an Eligible Employee under the EIX Management Long-Term
Incentive Compensation Plan, the EIX Officer Long-Term Incentive Compensation Plan, the EIX Equity Compensation Plan, or the EIX 2007 Performance Incentive Plan, other than an EIX nonqualified stock option, and evidenced in writing that provides (or
is amended to provide) that the award may be deferred under this Plan. 
 Retirement means a Separation from Service under terms constituting a retirement
for purposes of the EIX 2008 Executive Retirement Plan. 
 Salary means the Participant’s basic pay from the Employer (excluding Bonuses, Special
Awards, commissions, severance pay, and other non-regular forms of compensation) before reductions for deferrals under the Plan or the Savings Plan. 
 Savings Plan means the Edison 401(k) Savings Plan. 
 Separation from Service occurs when a Participant dies, retires, or otherwise
has a termination of employment from the Employer that constitutes a “separation from service” within the meaning of Treasury Regulation Section 1.409A-1(h)(1), without regard to the optional alternative definitions available
thereunder. 
 Severance Plan means the EIX 2008 Executive Severance Plan (or any similar successor plan). 
 Similar Plan means a plan required to be aggregated with this Plan under Treasury Regulation Section 1.409A-1(c)(2)(i)(A). 
 Special Award means an award other than Salary, Bonus or a Qualifying Award that is payable in cash at a future date. 
  

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 Specified Employee means a Participant who is designated as an elected Vice President or above by the
Administrator, using the identification date and methods determined by the Administrator. 
 Termination of Employment means the voluntary or
involuntary Separation from Service for any reason other than Retirement, Disability or death. 
 Unforeseeable Emergency means a severe financial
hardship to the Participant or the Participant’s Beneficiary after the Participant’s death resulting from an illness or accident of the Participant, the Participant’s Beneficiary, or the Participant’s or Beneficiary’s (after
the death of the Participant) spouse or dependent (as defined in Code Section 152, without regard to Sections 152(b)(1), (b)(2) and (d)(1)(B)); loss of the Participant’s property or the Beneficiary’s property (after the
Participant’s death) due to casualty (including the need to rebuild a home following damage to a home not otherwise covered by insurance, for example, not as a result of a natural disaster); or other similar extraordinary and unforeseeable
circumstances arising as a result of events beyond the Participant’s or Beneficiary’s (after the Participant’s death) control. 
 Valuation
Date means the last day of the month in which the final day of employment falls prior to Separation from Service, or the day before a scheduled distribution occurs. 
 Years of Service. Years of vesting service credited under the terms of the EIX 2008 Executive Retirement Plan. 
 ARTICLE 2 
 DEFERRAL ELECTIONS 
 2.1 Elections 
 (a) Salary. An Eligible Employee may elect to defer Salary under the Plan by filing with the
Administrator a completed and fully executed Salary Deferral Election specifying the whole percentage of Salary to be deferred prior to the beginning of the Plan Year during which the Eligible Employee performs the services for which such Salary is
to be earned. The maximum Salary Deferral is 75% of Salary. Once made, a Salary Deferral Election (including any election regarding time and form of payment) will continue to apply for subsequent Deferral Periods unless the Participant submits a new
Salary Deferral Election form during a subsequent enrollment period changing the deferral amount or revoking the existing election. 
 (b) Bonus. An Eligible
Employee may elect to defer some or all of his or her Bonus by submitting a Bonus Deferral Election to the Administrator prior to the date that is six months before the end of the performance period and in no event later than the date the Bonus has
become readily ascertainable. Once made, this Bonus Deferral Election (including any election regarding time and form of payment) will continue to apply for subsequent Deferral Periods unless the Participant submits a new Bonus Deferral Election
form during a subsequent enrollment period changing the deferral amount or revoking the existing election. 
 (c) Initial Eligibility. Notwithstanding the
foregoing, an employee who first becomes an Eligible Employee during a Plan Year may make an initial Deferral Election for the 

  

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deferral of Salary or Bonus, provided that such Eligible Employee has not previously become eligible to participate in this or any Similar Plan. Any Salary
Deferral Election must be made within thirty days after the date the employee becomes an Eligible Employee and shall apply to Salary earned for services performed after the election is filed with the Administrator. If the employee first becomes an
Eligible Employee prior to establishment of the performance criteria for a Bonus, the eligible Employee may make the Bonus Deferral Election prior to the date that is six months before the end of the performance period but not later than the date
the Bonus has become readily ascertainable. If the employee first becomes an Eligible Employee after establishment of the performance criteria or less than six months before the end of the Deferral Period, such Bonus Deferral Election must be made
within thirty days after the date the employee becomes an Eligible Employee and shall apply to that portion of the Bonus earned during the Plan Year multiplied by the ratio of the number of days remaining in the calendar year after the election is
filed with the Administrator to the total number of days during the Plan Year that such Employee is employed by an Affiliate. 
 (d) Qualifying Awards.
Eligible Employees may elect to defer payment of Qualified Awards by submitting a Qualifying Award Deferral Election to the Administrator. With respect to any Qualifying Awards that are “performance-based compensation,” within the meaning
of Treasury Regulation Section 1.409A-1(e), the Participant must submit his or her Qualifying Award Deferral Election to the Administrator prior to the date that is six months before the end of the performance period and in no event later than
the date the Qualifying Award has become readily ascertainable. With respect to any Qualifying Awards that are not “performance-based compensation,” within the meaning of Treasury Regulation Section 1.409A-1(e), the Participant must
submit his or her Qualifying Award Deferral Election to the Administrator within thirty days following the date the Qualifying Award is granted, but in no event later than the date that is twelve months before the Qualifying Award could cease to be
subject to a substantial risk of forfeiture other than due to death, Disability or a change in the ownership or effective control or a change in the ownership of a substantial portion of the assets of EIX within the meaning of Treasury Regulation
Section 1.409A-3(i)(5). The Qualifying Award remains subject to all applicable limitations as to the time or times during which it may become payable or the conditions for payment as provided in the terms and conditions of the Qualifying Award.

 (e) Special Awards. Eligible Employees may elect to defer payout of Special Awards by submitting a Special Award Deferral Election to the Administrator.
With respect to any Special Awards that are “performance-based compensation,” within the meaning of Treasury Regulation Section 1.409A-1(e), the Participant must submit his or her Special Award Deferral Election to the Administrator
prior to the date that is six months before the end of the performance period and in no event later than the date the Special Award has become readily ascertainable. With respect to any Special Awards that are not “performance-based
compensation,” within the meaning of Treasury Regulation Section 1.409A-1(e), the Participant must submit his or her Special Award Deferral Election to the Administrator within thirty days following the date the Special Award is granted,
but in no event later than the date that is twelve months before the Special Award could cease to be subject to a substantial risk of forfeiture other than due to death, Disability or a change in the ownership or effective control or a change in the

  

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ownership of a substantial portion of the assets of EIX within the meaning of Treasury Regulation Section 1.409A-3(i)(5). 
 (f) Dividend Equivalents. Dividend Equivalents associated with stock options granted to Participants are credited under the Plan and subject to the payment election
provisions of Article 5. 
 2.2 Vesting 
 Amounts
deferred under this Article 2 and any earnings thereon will be 100% vested at all times. Notwithstanding the foregoing, any Special Award deferred under Section 2.1(e) and any earnings thereon may be subject to vesting terms. Any such
deferred Special Award shall fully vest upon the Participant’s Separation from Service if the Participant is entitled to receive benefits under the Severance Plan and has satisfied all conditions for such benefits. 
 ARTICLE 3 
 MATCHING CREDITS 

 3.1 Amount 
 Matching Credits in each calendar year
will be added by the Employer to the Participant’s Deferral Account under this Plan equal to (i) the lesser of the amount of Salary earned in the calendar year and deferred under the Plan or 6% of the Participant’s Matching Base for
the calendar year, plus (ii) the lesser of one-half of the amount of Bonus deferred under the Plan or 3% of the Bonus. 
 3.2 Vesting 

The Participant’s Matching Credits and earnings thereon will vest (i) when the Participant has completed five Years of Service with an Affiliate,
(ii) upon the Participant’s Disability while employed with an Affiliate, (iii) upon the Participant’s death while employed with an Affiliate, or (iv) upon the Participant’s Separation from Service if the Participant is
entitled to benefits under the Severance Plan and has satisfied all conditions for such benefits. 
 ARTICLE 4 
 DEFERRAL ACCOUNTS 
 4.1 Deferral Accounts

 Solely for record keeping purposes, the Administrator will maintain a Deferral Account for each Participant with such subaccounts as the Administrator
or its record keeper finds necessary or convenient in the administration of the Plan. 
 4.2 Timing of Credits 
 (a) Salary and Bonus Deferrals. The Administrator will credit to the Participant’s Deferral Account the Salary and Bonus Deferrals under Article 2 at the time such

  

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amounts would otherwise have been paid to the Participant but for the Deferral Election. 
 (b) Matching Credits. Matching Credits under Article 3 will be credited (conditionally until vested) to the Deferral Account at the same time the related deferrals are credited to the Deferral Account. 
 (c) Qualifying Awards. As of the date immediately following the vesting or performance period of a Qualifying Award, or as of the ex-dividend date in the case of
Dividend Equivalents, a Participant’s Deferral Account will be credited with the deferred amount. 
 (d) Interest Crediting Dates. The Administrator
will credit interest at the Crediting Rate to the Participant’s Deferral Account on a daily basis, compounded annually. 
 4.3 Statement of Accounts

 The Administrator will periodically provide to each Participant a statement setting forth the balance of the Deferral Account maintained for the
Participant. 
 ARTICLE 5 
 PAYMENT ELECTIONS 
 5.1 Primary Payment Election 
 As part of a Deferral Election, a Participant may make a Primary Payment Election specifying the payment schedule for each subaccount that will be created as a result of the Deferral Election. The choices available for a Primary Payment
Election (except for Participants who commenced payment of Plan benefits in 2007 or earlier) are as follows: 
 (a) Monthly installments following Retirement
for 60 to 180 months commencing upon (i) the first day of a specified month and year that may be no later than the month and year in which the Participant attains age 75 (if the Participant has not had a Separation from Service by such
specified date, payments will commence upon the Participant’s Retirement); (ii) the Participant’s Retirement; or (iii) the first day of the month that is a specified number of months following the Participant’s Retirement;
or 
 (b) A single lump sum payable upon (i) the first day of a specified month and year that may be no later than the month and year in which the
Participant attains age 75 (if the Participant has not had a Separation from Service by such specified date, payment will be made upon the Participant’s Retirement); (ii) the Participant’s Retirement; or (iii) the first day of
the month that is a specified number of months following the Participant’s Retirement; or 
 (c) Two to ten annual or semi-annual (twice yearly)
installments commencing upon (i) the first day of a specified month and year that may be no later than the month and year in which the Participant attains age 75 (if the Participant has not had a Separation from Service by such specified date,
payments will commence upon the Participant’s Retirement); (ii) the Participant’s Retirement; or (iii) the first day of the month that is a specified number of months following the Participant’s Retirement; or 
 (d) Any combination of the preceding three choices. 
  

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 Lump sum payments or initial installment payments will be made within 30 days of the scheduled dates (or within 30 days
following the date that is six months after the Participant’s Separation from Service (or, if earlier, 30 days after the Participant’s death) if such delay is required pursuant to Section 5.5), and interest will be added to the
payment amount for the days elapsed between the scheduled payment date and the actual date of payment. 
 If paid in installments, the installments will be
paid in amounts that will amortize the Deferral Account or subaccount balance with interest credited at the Crediting Rate over the period of time benefits are to be paid. For purposes of calculating installments, the Deferral Account or subaccount
will be valued as of the Valuation Date and subsequently as of December 31 each year with subsequent installments adjusted for the next calendar year according to procedures established by the Administrator. Notwithstanding anything herein to
the contrary, distribution in installments shall be treated as a single payment as of the date of the initial installment for purposes of Section 409A of the Code. 
 If no Primary Payment Election has been made, the Primary Payment Election shall be deemed to be a single lump sum upon the Participant’s Retirement, except that the Primary Payment Election for deferred Dividend
Equivalents associated with stock options shall be deemed to be annual payments each January to the extent the deferred Dividend Equivalents have been credited and vested. 
 5.2 Contingent Payment Election 
 As part of a Deferral Election, a Participant may make a Contingent Payment Election
for each of the Contingent Events of (1) the Participant’s death while employed by an Affiliate, (2) Separation from Service because of Disability and (3) Termination of Employment, for each subaccount that will be created as a
result of the Deferral Election, which Contingent Payment Election will take effect upon the first Contingent Event, if any, that occurs before the Participant’s Retirement. The choices available for the Contingent Payment Election are those
specified in Section 5.1 except that the references to Retirement shall instead refer to the applicable Contingent Event. 
 If the Participant has made no Contingent Payment Election and a Contingent Event occurs prior to Retirement, the Administrator will pay the benefit as specified in the Participant’s Primary Payment Election,
except that payments scheduled for payment or commencement of payment “upon Retirement” will be paid or commence on the later of (1) the first day of the month in which the Participant’s 55th birthday occurs or would have occurred or (2) the first day of the month following the month in which the Contingent Event occurs. If the Participant has made neither a
Contingent Payment Election nor a Primary Payment Election and a Contingent Event occurs prior to Retirement, the Payment Election shall be deemed to be a single lump sum upon the Participant’s Contingent Event, except that the payment election
for deferred Dividend Equivalents associated with stock options shall be deemed to be annual payments each January to the extent the deferred Dividend Equivalents have been credited and vested. 
  

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 5.3 Changes to Payment Elections 
 Participants may change a Primary Payment Election or Contingent Payment Election, including a deemed Payment Election, after the period allowed for the initial Deferral Election by submitting a new written Payment
Election to the Administrator, subject to the following conditions: (1) the new Payment Election shall not be effective unless made at least twelve months before the payment or commencement date scheduled under the prior Payment Election;
(2) the new Payment Election must defer a lump sum payment or commencement of installment payments for a period of at least five years from the date that the lump sum would have been paid or installment payments would have commenced under the
prior Payment Election and (3) the election shall not be effective until twelve months after it is filed with the Administrator. If at the time a new Payment Election is filed, the Administrator determines that imposition of the five-year delay
would require that a Participant’s payments begin after he or she has attained age 75, then the Participant will not be permitted to make a new Payment Election. The payment schedules available under a new Payment Election are those specified
in Section 5.1 and 5.2 (as applicable), subject to the conditions specified in this paragraph. 
 5.4 Small Benefit Exception 
 Notwithstanding the foregoing, the Administrator may, in its sole discretion, pay the benefits in a single lump sum if the sum of all benefits payable to the Participant
under this Plan and all Similar Plans is less than or equal to the applicable dollar amount under Section 402(g)(1)(B) of the Code. 
 5.5 Six-Month
Delay in Payment for Specified Employees 
 Notwithstanding anything herein to the contrary, in the event that a Participant who is a Specified Employee
is entitled to a distribution from the Plan due to the Participant’s Separation from Service, the lump sum payment or the commencement of installment payments, as the case may be, shall not occur before the date that is the earlier of
(1) six months following the Participant’s Separation from Service for reasons other than death or (2) the Participant’s death. 
 ARTICLE 6 
 SURVIVOR BENEFITS 
 6.1 Payment 
 Following the Participant’s death, payment of the Participant’s Deferral Account will be made to the
Participant’s Beneficiary or Beneficiaries according to the payment schedule elected or deemed elected according to Article 5. 
 6.2 Special
Increase 
 In addition, if the Participant’s death occurs within the first 10 years following the earlier of the date of the Participant’s
initial Deferral Election or the date on which an Affiliate credited an award to the Participant’s Deferral Account, the balance existing on the date of the Participant’s death shall be doubled, excluding the portion of the balance derived
from deferrals and earnings thereon of Qualifying Awards and of Special 

  

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Awards unless the Special Award specifies such doubling. The doubled balance will be paid out according to the payment schedule elected or deemed elected
according to Article 5. 
 ARTICLE 7 
 BENEFICIARY DESIGNATION 
 The Participant will have the right, at any time, to designate any person or persons as
Beneficiary (both primary and contingent) to whom payment under the Plan will be made in the event of the Participant’s death. The Beneficiary designation will be effective when it is submitted in writing to the Administrator during the
Participant’s lifetime on a form prescribed by the Administrator. 
 The submission of a new Beneficiary designation will cancel all prior Beneficiary
designations. Any finalized divorce or marriage of a Participant subsequent to the date of a Beneficiary designation will revoke such designation, unless in the case of divorce the previous spouse was not designated as a Beneficiary, and unless in
the case of marriage the Participant’s new spouse has previously been designated as Beneficiary. The spouse of a married Participant must consent in writing to any designation of a Beneficiary other than the spouse. 
 If a Participant fails to designate a Beneficiary as provided above, or if the Beneficiary designation is revoked by marriage, divorce, or otherwise without execution of
a new designation, or if every person designated as Beneficiary predeceases the Participant, then the Administrator will direct the distribution of the benefits to the Participant’s estate. If a primary Beneficiary dies after commencement the
Participant’s death but prior to completion of benefits under this Plan, and no contingent Beneficiary has been designated by the Participant, any remaining payments will be paid to the primary Beneficiary’s Beneficiary, if one has been
designated, or to the Beneficiary’s estate. 
 ARTICLE 8 
 CONDITIONS RELATED TO BENEFITS 
 8.1 Nonassignability 
 The benefits provided under the Plan may not be alienated, assigned, transferred, pledged or hypothecated by or to any person or entity, at any time or any manner
whatsoever. These benefits will be exempt from the claims of creditors of any Participant or other claimants and from all orders, decrees, levies, garnishment or executions against any Participant to the fullest extent allowed by law.
Notwithstanding the foregoing, the benefit payable to a Participant may be assigned in full or in part, pursuant to a domestic relations order of a court of competent jurisdiction. 
 8.2 Unforeseeable Emergency Distribution 
 A Participant, or a Participant’s Beneficiary following the
Participant’s death, may submit a hardship distribution request to the Administrator in writing setting forth the reasons for the request. The Administrator will have the sole authority to approve or deny such requests. Upon a finding that the
Participant or the Beneficiary has suffered 

  

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an Unforeseeable Emergency, the Administrator may in its discretion, permit the Participant to cease any on-going deferrals and accelerate distributions of
benefits under the Plan in the amount reasonably necessary to alleviate the Unforeseeable Emergency. If a distribution is to be made to a Participant on account of an Unforeseeable Emergency, the Participant may not make deferrals under the Plan
until one entire Plan Year following the Plan Year in which a distribution based on an Unforeseeable Emergency was made has elapsed. 
 8.3 No Right to
Assets 
 The benefits paid under the Plan will be paid from the general funds of the Employer, and the Participant and any Beneficiary will be no more
than unsecured general creditors of the Employer with no special or prior right to any assets of the Employer for payment of any obligations hereunder. Neither the Participant nor the Beneficiary will have a claim to benefits from any other
Affiliate. Plan benefits are available to Eligible Employees of EIX and its participating Affiliates. Amounts of compensation deferred by Participants pursuant to this Plan accrue as liabilities of the participating Affiliate at the time of the
deferral under the terms and conditions set forth herein. By electing to defer compensation under the Plan, Participants consent to EIX sponsorship of the Plan, but acknowledge that EIX is not a guarantor of the benefit obligations of other
participating Affiliates. Each participating Affiliate is responsible for payment of the accrued benefits under the Plan with respect to its own Eligible Employees subject to the terms and conditions set forth herein. 
 8.4 Protective Provisions 
 The Participant will cooperate with the
Administrator by furnishing any and all information requested by the Administrator, in order to facilitate the payment of benefits hereunder, taking such physical examinations as the Administrator may deem necessary and signing such consents to
insure or taking such other actions as may be requested by the Administrator. If the Participant refuses to cooperate, the Administrator and the Employer will have no further obligation to the Participant under the Plan. 
 8.5 Constructive Receipt 
 Notwithstanding anything to the contrary in
this Plan, in the event the Administrator determines that amounts deferred under the Plan have been constructively received by a Participant and must be recognized as income for federal income tax purposes, distribution of the amounts included in a
Participant’s income will be made to such Participant. The determination of the Administrator under this Section 8.5 will be binding and conclusive. 
 8.6 Withholding 
 The Participant or the Beneficiary will make appropriate arrangements with the Administrator for satisfaction of any
federal, state or local income tax withholding requirements and Social Security or other employee tax requirements applicable to the accrual or payment of benefits under the Plan. If no other arrangements are made, the 

  

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Administrator may provide, at its discretion, for such withholding and tax payments as may be required. 
 8.7 Incapacity 
 If any person entitled to payments under this Plan
is, in the opinion of the Administrator or its designee, incapacitated and unable to use such payments in his or her own best interest, the Administrator or its designee may direct that payments (or any portion) be made to that person’s legal
guardian or conservator, or that person’s spouse, as an alternative to payment to the person unable to use the payments. The Administrator or its designee will have no obligation to supervise the use of such payments, and court-appointed
guardianship or conservatorship may be required. 
 ARTICLE 9 
 PLAN ADMINISTRATION 
 9.1 Plan Interpretation 
 The Administrator will administer the Plan and interpret, construe and apply its provisions in accordance with its terms and will provide direction and oversight as
necessary to management, staff, or contractors to whom day-to-day Plan operations may be delegated. The Administrator will establish, adopt or revise such rules and regulations as it may deem necessary or advisable for the administration of the
Plan. All decisions of the Administrator will be final and binding. 
 9.2 Limited Liability 
 Neither the Administrator, nor any of its members or designees, will be liable to any person for any action taken or omitted in connection with the interpretation and
administration of this Plan. 
 ARTICLE 10 
 AMENDMENT OR TERMINATION OF PLAN 
 10.1 Amendment of Plan 
 Subject to the terms of Section 10.3, EIX may at any time amend the Plan in whole or in part, provided, however, that the amendment (i) will not decrease the
balance of the Participant’s Deferral Account at the time of the amendment and (ii) will not retroactively decrease the applicable Crediting Rates of the Plan prior to the time of the amendment. EIX may amend the Crediting Rates of the
Plan prospectively, in which case the Administrator will notify the Participant of the amendment in writing within 30 days after the amendment. 
 10.2
Termination of Plan 
 Subject to the terms of Section 10.3, EIX may at any time terminate the Plan. If EIX terminates the Plan, distributions to the
Participants or their Beneficiaries shall be made on the dates on which the Participants or Beneficiaries would receive benefits 

  

 -12- 

 
hereunder without regard to the termination of the Plan except that payments may be made upon termination of the Plan if the requirements for accelerated
payment under Treasury Regulation Section 1.409A-3(j)(4)(ix)(C) are satisfied. 
 10.3 Amendment or Termination after Change in Control

 Notwithstanding the foregoing, EIX will not amend or terminate the Plan without the prior written consent of affected Participants for a period of two
calendar years following a Change in Control of EIX (as defined in the Severance Plan) and will not thereafter amend or terminate the Plan in any manner which affects any Participant (or Beneficiary of a deceased Participant) who commences receiving
payment of benefits under the Plan prior to the end of the two year period following a Change in Control. 
 10.4 Exercise of Power to Amend or Terminate

 EIX’s power to amend or terminate the Plan will be exercisable by the Compensation and Executive Personnel Committee of the EIX Board of
Directors. 
 ARTICLE 11 
 CLAIMS AND REVIEW PROCEDURES 
 11.1 Claims Procedure for Claims Other Than for Vesting due to Disability 
 (a) Except for claims due to Disability, the Administrator will notify a Participant or his or her Beneficiary (or person submitting a claim on behalf of the Participant
or Beneficiary) (a “claimant”) in writing, within 90 days after his or her written application for benefits, of his or her eligibility or noneligibility for benefits under the Plan. If the Administrator determines that a claimant is not
eligible for benefits or full benefits, the notice will set forth (1) the specific reasons for the denial, (2) a specific reference to the provisions of the Plan on which the denial is based, (3) a description of any additional
information or material necessary for the claimant to perfect his or her claim, and a description of why it is needed, and (4) an explanation of the Plan’s claims review procedure and other appropriate information as to the steps to be
taken if the claimant wishes to have the claim reviewed. If the Administrator determines that there are special circumstances requiring additional time to make a decision, the Administrator will notify the claimant of the special circumstances and
the date by which a decision is expected to be made, and may extend the time for up to an additional 90-day period. 
 (b) If a claimant is determined by the
Administrator not to be eligible for benefits, or if the claimant believes that he or she is entitled to greater or different benefits, the claimant will have the opportunity to have the claim reviewed by the Administrator by filing a petition for
review with the Administrator within 60 days after receipt of the notice issued by the Administrator. Said petition will state the specific reasons which the claimant believes entitle him or her to benefits or to greater or different benefits.
Within 60 days after receipt by the Administrator of the petition, the Administrator will afford the claimant (and counsel, if any) an opportunity to present his or her position to the Administrator in writing, and the claimant (or counsel) will
have the right to review the pertinent documents. The Administrator will notify the claimant of its decision in writing within the 60-day period, stating specifically the basis of its decision, written in a 

  

 -13- 

 
manner calculated to be understood by the claimant and the specific provisions of the Plan on which the decision is based. If, because of the need for a
hearing, the 60-day period is not sufficient, the decision may be deferred for up to another 60-day period at the election of the Administrator, but notice of this deferral will be given to the claimant. In the event of the death of the Participant,
the same procedures will apply to the Participant’s Beneficiaries. 
 11.2 Claims Procedure for Claims due to Disability 
 (a) Within a reasonable period of time, but not later than 45 days after receipt of a claim due to Disability, the Administrator or its delegate shall notify the claimant
of any adverse benefit determination on the claim, unless circumstances beyond the Plan’s control require an extension of time for processing the claim. In no event may the extension period exceed 30 days from the end of the initial 45-day
period. If an extension is necessary, the Administrator or its delegate shall provide the claimant with a written notice to this effect prior to the expiration of the initial 45-day period. The notice shall describe the circumstances requiring the
extension and the date by which the Administrator or its delegate expects to render a determination on the claim. If, prior to the end of the first 30-day extension period, the Administrator or its delegate determines that, due to circumstances
beyond the control of the Plan, a decision cannot be rendered within that extension period, the period for making the determination may be extended for an additional 30 days, so long as the Administrator or its delegate notifies the claimant, prior
to the expiration of the first 30-day extension period, of the circumstances requiring the extension and the date as of which the Administrator or its delegate expects to render a decision. This notice of extension shall specifically describe the
standards on which entitlement to a benefit is based, the unresolved issues that prevent a decision on the claim, and the additional information needed to resolve those issues, and that the claimant has at least 45 days within which to provide the
specified information. 
 (b) In the case of an adverse benefit determination, the Administrator or its delegate shall provide to the claimant written or
electronic notification setting forth in a manner calculated to be understood by the claimant (i) the specific reason or reasons for the adverse benefit determination; (ii) reference to the specific Plan provisions on which the adverse
benefit determination is based; (iii) 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; (iv) a description of the
Plan’s claim review procedures and the time limits applicable to such procedures, including a statement of the claimant’s right to bring a civil action under Section 502(a) of ERISA following an adverse final benefit determination on
review and in accordance with this Section 11.2 (v) if an internal rule, guideline, protocol or similar criterion (“internal standard”) was relied upon in making the determination, a copy of the internal standard shall be
provided to the claimant free of charge upon request; and (vi) if the determination is based on a medical necessity or experimental treatment or similar exclusion or limit, an explanation of the scientific or clinical judgment for the
determination or a statement that such explanation shall be provided free of charge upon request. 
 (c) If a claimant is determined by the Administrator not
to be eligible for benefits, or if the claimant believes that he or she is entitled to greater or different benefits, the 

  

 -14- 

 
claimant will have the opportunity to have the claim reviewed by the Administrator by filing a petition for review with the Administrator within 180 days
after receipt of the notice issued by the Administrator. Said petition will state the specific reasons which the claimant believes entitle him or her to benefits or to greater or different benefits. Within 45 days after receipt by the Administrator
of the petition, the Administrator will afford the claimant (and counsel, if any) an opportunity to present his or her position to the Administrator in writing, and the claimant (or counsel) will have the right to review the pertinent documents. The
Administrator will notify the claimant of its decision in writing within the 45-day period, stating specifically the basis of its decision, written in a manner calculated to be understood by the claimant and including the information described in
Section 10.2(b) above. If, because of the need for a hearing, the 45-day period is not sufficient, the decision may be deferred for up to another 45-day period at the election of the Administrator, but notice of this deferral will be given to
the claimant. In the event of the death of the Participant, the same procedures will apply to the Participant’s Beneficiaries. 
 11.3 Dispute
Arbitration 
 Notwithstanding the foregoing, and because it is agreed that time will be of the essence in determining whether any payments are due to a
claimant under the Plan, a claimant may, if he or she desires, submit any claim for payment under the Plan to arbitration. This right to select arbitration will be solely that of the claimant and the claimant may decide whether or not to arbitrate
in his or her discretion. The “right to select arbitration” is not mandatory on the claimant, and the claimant may choose in lieu thereof to bring an action in an appropriate civil court. Once an arbitration is commenced, however, it may
not be discontinued without the mutual consent of both parties to the arbitration. During the lifetime of the Participant only he or she can use the arbitration procedure set forth in this section. 
 Any claim for arbitration may be submitted as follows: if a claimant has submitted a request to be paid under the Plan and the claim is finally denied by the
Administrator in whole or in part, the claim may be filed in writing with an arbitrator of the claimant’s choice who is selected by the method described in the next four sentences. The first step of the selection will consist of the claimant
submitting a list of five potential arbitrators to the Administrator. Each of the five arbitrators must be either (1) a member of the National Academy of Arbitrators located in the State of California or (2) a retired California Superior
Court or Appellate Court judge. Within one week after receipt of the list, the Administrator will select one of the five arbitrators as the arbitrator for the dispute in question. If the Administrator fails to select an arbitrator within one week
after receipt of the list, the claimant will then designate one of the five arbitrators for the dispute in question. 
 The arbitration hearing will be held
within seven days (or as soon thereafter as possible) after the picking of the arbitrator. No continuance of said hearing will be allowed without the mutual consent of the claimant and the Administrator. Absence from or nonparticipation at the
hearing by either party will not prevent the issuance of an award. Hearing procedures which will expedite the hearing may be ordered at the arbitrator’s discretion, and the arbitrator may close the hearing in his or her sole 

  

 -15- 

 
discretion when he or she decides he or she has heard sufficient evidence to satisfy issuance of an award. 
 The arbitrator’s award will be rendered as expeditiously as possible and in no event later than one week after the close of the hearing. 
 In the event the arbitrator finds that the Administrator or the Employer has breached the terms of the Plan, he or she will order the Employer to pay to the claimant
within two business days after the decision is rendered the amount then due the claimant, plus, notwithstanding anything to the contrary in the Plan, an additional amount equal to 20% of the amount actually in dispute. This additional amount will
constitute an additional benefit under the Plan. The award of the arbitrator will be final and binding upon the Parties. 
 The award may be enforced in any
appropriate court as soon as possible after its rendition. The Administrator will be considered the prevailing party in a dispute if the arbitrator determines (1) that neither the Administrator nor the Employer has breached the terms of the
Plan and (2) the claim by the claimant was not made in good faith. Otherwise, the claimant will be considered the prevailing party. In the event that the Administrator is the prevailing party, the fee of the arbitrator and all necessary
expenses of the hearing (excluding any attorneys’ fees incurred by the Administrator) including the fees of a stenographic reporter, if employed, will be paid by the losing party. In the event that the claimant is the prevailing party, the fee
of the arbitrator and all necessary expenses of the hearing (including all attorneys’ fees incurred by the claimant in pursuing his or her claim and the fees of a stenographic reporter, if employed) will be paid by the Employer. 
 Notwithstanding the foregoing, if the claim is for Disability benefits, the following rules apply: (1) the Administrator will not assert that a claimant has failed
to exhaust administrative remedies if the claimant does not submit to arbitration, (2) any applicable statute of limitations or other similar defense is tolled during the time the arbitration is pending, (3) the claimant may only submit to
arbitration after exhausting the claims procedures described above, and (4) no fees or costs will be imposed on the claimant as part of the arbitration (other than the claimant’s attorneys’ fees). 
 ARTICLE 12 
 MISCELLANEOUS

 12.1 Successors 
 The rights and obligations of
each Employer under the Plan will inure to the benefit of, and will be binding upon, the successors and assigns of the Employer. 
 12.2 Trust

 The Employers will be responsible for the payment of all benefits under the Plan. At their discretion, the Employers may establish one or more grantor
trusts for the purpose of providing for payment of benefits under the Plan. The trust or trusts may be irrevocable, but an Employer’s share of the assets thereof will be subject to the claims of the Employer’s creditors. Benefits paid to
the Participant from any such trust will be 

  

 -16- 

 
considered paid by the Employer for purposes of meeting the obligations of the Employer under the Plan. 
 12.3 Employment Not Guaranteed 
 Nothing contained in the Plan nor any
action taken hereunder will be construed as a contract of employment or as giving any Participant any right to continue in employment with the Employer or any other Affiliate. 
 12.4 Gender, Singular and Plural 
 All pronouns and variations thereof will be deemed to refer to the masculine,
feminine, or neuter, as the identity of the person or persons may require. As the context may require, the singular may be read as the plural and the plural as the singular. 
 12.5 Captions 
 The captions of the articles and sections of the Plan are for convenience only and will not control or
affect the meaning or construction of any of its provisions. 
 12.6 Validity 
 If any provision of the Plan is held invalid, void or unenforceable, the same will not affect, in any respect whatsoever, the validity of any other provisions of the Plan. 
 12.7 Waiver of Breach 
 The waiver by EIX or the Administrator of any
breach of any provision of the Plan by the Participant will not operate or be construed as a waiver of any subsequent breach by the Participant. 
 12.8
Applicable Law 
 The Plan will be governed and construed in accordance with the laws of California except where the laws of California are preempted by
ERISA. 
 12.9 Notice 
 Any notice or filing required or
permitted to be given to the Administrator under the Plan will be sufficient if in writing and hand-delivered, or sent by first class mail to the principal office of EIX, directed to the attention of the Administrator. The notice will be deemed
given as of the date of delivery, or, if delivery is made by mail, as of the date shown on the postmark. 
 12.10 ERISA Plan 
 The Plan is intended to be an unfunded plan maintained primarily to provide deferred compensation benefits for “a select group of management or highly compensated
employees” within the meaning of Sections 201, 301 and 401 of ERISA and therefore to be exempt from Parts 2, 3 and 4 of Title I of ERISA. EIX is the named fiduciary. 
 12.11 Statutes and Regulations 
 Any reference to a statute or regulation herein shall include any successor to such
statute or regulation. 
  

 -17- 

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

			
	EDISON INTERNATIONAL
	
	 /s/ Diane L. Featherstone

	 Diane L. Featherstone, Senior Vice President

		
	 Dated: 
	 	 

  

 -18-2008 Executive Disability Plan

 Exhibit 10.3   
  
  
  
 EDISON INTERNATIONAL 
 2008
EXECUTIVE DISABILITY PLAN 
 Effective 
 January 1, 2008 
  

 TABLE OF CONTENTS 
  

			
	 PREAMBLE
	  	1
		
	 ARTICLE 1 DEFINITIONS
	  	1
		
	 ARTICLE 2 BENEFITS
	  	2
		
	 ARTICLE 3 CONDITIONS RELATED TO BENEFITS
	  	2
		
	 3.1 Nonassignability
	  	2
		
	 3.2 No Right to Assets
	  	2
		
	 3.3 Protective Provisions
	  	2
		
	 3.4 Incapacity
	  	3
		
	 ARTICLE 4 PLAN ADMINISTRATION
	  	3
		
	 4.1 Plan Interpretation
	  	3
		
	 4.2 Limited Liability
	  	3
		
	 ARTICLE 5 AMENDMENT OR TERMINATION OF PLAN
	  	3
		
	 5. 1 Authority to Amend or Terminate
	  	3
		
	 5.2 Limitations
	  	3
		
	 ARTICLE 6 CLAIMS AND REVIEW PROCEDURES
	  	4
		
	 6.1 Claims Procedure
	  	4
		
	 6.2 Dispute Arbitration
	  	5
		
	 ARTICLE 7 MISCELLANEOUS
	  	6
		
	 7.1 Participation in Other Plans
	  	6
		
	 7.2 Forfeiture
	  	6
		
	 7.3 Successors
	  	7
		
	 7.4 Employment Not Guaranteed
	  	7
		
	 7.5 Gender, Singular and Plural
	  	7
		
	 7.6 Captions
	  	7
		
	 7.7 Validity
	  	7
		
	 7.8 Waiver of Breach
	  	7
		
	 7.9 Applicable Law
	  	7
		
	 7.10 Notice
	  	7
		
	 7.11 Statutes and Regulations
	  	7

  

 -i- 

 EDISON INTERNATIONAL 
 2008 EXECUTIVE DISABILITY PLAN 
 Effective January 1, 2008 
 PREAMBLE 
 The purpose of this Plan is to provide
supplemental disability benefits to Eligible Employees of participating Affiliates of EIX. 
 ARTICLE 1 
 DEFINITIONS 
 Capitalized terms in the text of the Plan
are defined as follows: 
 Administrator means the Compensation and Executive Personnel Committee of the Board of Directors of EIX. 
 Affiliate means EIX or any corporation or entity which (i) along with EIX, is a component member of a “controlled group of corporations” within the
meaning of Section 414(b) of the Code, and (ii) has approved the participation of its Executives in the Plan. 
 Board means the Board of
Directors of EIX. 
 Code means the Internal Revenue Code of 1986, as amended. 
 EIX means Edison International. 
 Eligible Employee means an Executive of an Affiliate. 
 Employee Disability Plan means any plan other than this Plan that provide salary-replacement benefits to employees of Affiliates for short- or long-term
disability or illness. 
 Employer means the Affiliate employing the Eligible Employee. 
 Executive means an employee of an Affiliate who is designated an Executive by the CEO of that Affiliate or who is elected as a Vice President or officer of higher rank by the board of that Affiliate or by the
Board of EIX. 

 Plan means the EIX 2008 Executive Disability Plan. 
 Salary Rate means the basic rate of pay as fixed by the Employer (excluding bonuses, special awards, commissions, severance pay, and other non-regular forms of compensation). 
 ARTICLE 2 
 BENEFITS 

To the extent that a salary replacement benefit is payable from any Employee Disability Plan because of an Eligible Employee’s absence from work for one or more
days because of his or her own illness or disability, the Plan will supplement that benefit as necessary to ensure that the Eligible Employee will receive a total salary replacement benefit amount for each such day of absence from work equal to his
or her full daily Salary Rate, for up to one year from the date of initial absence for any single period of Disability, as such period is defined under the applicable Employee Disability Plan. Payment will be made on regularly scheduled paydays in
the same manner as benefits are paid under the applicable Employee Disability Plan. 
 ARTICLE 3 
 CONDITIONS RELATED TO BENEFITS 
 3.1
Nonassignability 
 The benefits provided under the Plan may not be alienated, assigned, transferred, pledged or hypothecated by or to any person or
entity, at any time or any manner whatsoever. These benefits will be exempt from the claims of creditors of any Eligible Employee or other claimants and from all orders, decrees, levies, garnishment or executions against any Eligible Employee to the
fullest extent allowed by law. Notwithstanding the foregoing, the benefit payable to an Eligible Employee may be assigned in full or in part, pursuant to a domestic relations order of a court of competent jurisdiction. 
 3.2 No Right to Assets 
 The benefits paid under the Plan will be paid
from the general funds of the Employer, and the Eligible Employee will be no more than an unsecured general creditor of the Employer with no special or prior right to any assets of the Employer for payment of any obligations hereunder. The Eligible
Employee will have no claim to benefits from any other Affiliate. 
 3.3 Protective Provisions 
 The Eligible Employee will cooperate with the Administrator by furnishing any and all information requested by the Administrator, in order to facilitate the payment of
benefits hereunder, taking such physical examinations as the Administrator may deem necessary and signing such consents to insure or taking such other actions as may be 

 
requested by the Administrator. If the Eligible Employee refuses to cooperate, the Administrator and the Employer will have no further obligation under the
Plan. 
 3.4 Incapacity 
 If any person entitled to
payments under this Plan is, in the opinion of the Administrator or its designee, incapacitated and unable to use such payments in his or her own best interest, the Administrator or its designee may direct that payments (or any portion) be made to
that person’s legal guardian or conservator, or that person’s spouse, as an alternative to payment to the person unable to use the payments. The Administrator or its designee will have no obligation to supervise the use of such payments,
and court-appointed guardianship or conservatorship may be required. 
 ARTICLE 4 
 PLAN ADMINISTRATION 
 4.1 Plan Interpretation 

 The Administrator will administer the Plan and interpret, construe and apply its provisions in accordance with its terms and will provide direction and
oversight as necessary to management, staff, or contractors to whom day-to-day Plan operations may be delegated. The Administrator will establish, adopt or revise such rules and regulations as it may deem necessary or advisable for the
administration of the Plan. All decisions of the Administrator will be final and binding. 
 4.2 Limited Liability 
 Neither the Administrator, nor any of its members or designees, will be liable to any person for any action taken or omitted in connection with the interpretation and
administration of this Plan. 
 ARTICLE 5 
 AMENDMENT OR TERMINATION OF PLAN 
 5. 1 Authority to Amend or Terminate 
 The Administrator will have full power and authority to prospectively modify or terminate this Plan, and the Administrator’s interpretations, constructions and
actions, including any determination of the amount or recipient of the payment to be made, will be binding and conclusive on all persons for all purposes. Absent the consent of the Eligible Employee, however, the Administrator will in no event have
any authority to modify this section. However, no such amendment or termination will apply to any person who has then qualified for or is receiving benefits under this Plan. 
 5.2 Limitations 
 In the event of Plan amendment or termination which has the effect of eliminating or reducing a
benefit under the Plan, the benefits of Eligible Employees will not be less than the benefits to which such Eligible Employees would have been entitled immediately prior to such amendment or termination of the Plan. 

 ARTICLE 6 
 CLAIMS AND REVIEW PROCEDURES 
 6.1 Claims Procedure 
 (a) Within a reasonable period of time, but not later than 45 days after receipt of a claim, the Administrator or its delegate shall notify the Eligible Employee (or
person submitting a claim on behalf of the Eligible Employee) (a “claimant”) of any adverse benefit determination on the claim, unless circumstances beyond the Plan’s control require an extension of time for processing the claim. In
no event may the extension period exceed 30 days from the end of the initial 45-day period. If an extension is necessary, the Administrator or its delegate shall provide the claimant with a written notice to this effect prior to the expiration of
the initial 45-day period. The notice shall describe the circumstances requiring the extension and the date by which the Administrator or its delegate expects to render a determination on the claim. If, prior to the end of the first 30-day extension
period, the Administrator or its delegate determines that, due to circumstances beyond the control of the Plan, a decision cannot be rendered within that extension period, the period for making the determination may be extended for an additional 30
days, so long as the Administrator or its delegate notifies the claimant, prior to the expiration of the first 30-day extension period, of the circumstances requiring the extension and the date as of which the Administrator or its delegate expects
to render a decision. This notice of extension shall specifically describe the standards on which entitlement to a benefit is based, the unresolved issues that prevent a decision on the claim, and the additional information needed to resolve those
issues, and that the claimant has at least 45 days within which to provide the specified information. 
 (b) In the case of an adverse benefit determination,
the Administrator or its delegate shall provide to the claimant written or electronic notification setting forth in a manner calculated to be understood by the claimant (i) the specific reason or reasons for the adverse benefit determination;
(ii) reference to the specific Plan provisions on which the adverse benefit determination is based; (iii) 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; (iv) a description of the Plan’s claim review procedures and the time limits applicable to such procedures, including a statement of the claimant’s right to bring a civil action under
Section 502(a) of ERISA following an adverse final benefit determination on review and in accordance with Section 7.4; (v) if an internal rule, guideline, protocol or similar criterion (“internal standard”) was relied upon
in making the determination, a copy of the internal standard shall be provided to the claimant free of charge upon request; and (vi) if the determination is based on a medical necessity or experimental treatment or similar exclusion or limit,
an explanation of the scientific or clinical judgment for the determination or a statement that such explanation shall be provided free of charge upon request. 

 (c) If a claimant is determined by the Administrator not to be eligible for benefits, or if the claimant believes that he
or she is entitled to greater or different benefits, the claimant will have the opportunity to have the claim reviewed by the Administrator by filing a petition for review with the Administrator within 180 days after receipt of the notice issued by
the Administrator. Said petition will state the specific reasons which the claimant believes entitle him or her to benefits or to greater or different benefits. Within 45 days after receipt by the Administrator of the petition, the Administrator
will afford the claimant (and counsel, if any) an opportunity to present his or her position to the Administrator in writing, and the claimant (or counsel) will have the right to review the pertinent documents. The Administrator will notify the
claimant of its decision in writing within the 45-day period, stating specifically the basis of its decision, written in a manner calculated to be understood by the claimant and including the information described in Section 6.1(b) above. If,
because of the need for a hearing, the 45-day period is not sufficient, the decision may be deferred for up to another 45-day period at the election of the Administrator, but notice of this deferral will be given to the claimant. In the event of the
death of the Eligible Employee, the same procedures will apply to the Eligible Employee’s beneficiaries. 
 6.2 Dispute Arbitration 

Notwithstanding the foregoing, because it is agreed that time will be of the essence in determining whether any payments are due to a claimant under this Plan, a
claimant may, if he or she desires, submit any claim for payment under this Plan to arbitration. This right to select arbitration will be solely that of the claimant and the claimant may decide whether or not to arbitrate in his or her discretion.
The “right to select arbitration” is not mandatory on the claimant, and the claimant may choose in lieu thereof to bring an action in an appropriate civil court. Once an arbitration is commenced, however, it may not be discontinued without
the mutual consent of both parties to the arbitration. During the lifetime of the Eligible Employee only he or she can use the arbitration procedure set forth in this section. 
 Any claim for arbitration may be submitted as follows: if a claimant has submitted a request to be paid under this Plan and the claim is finally denied by the Administrator in whole or in part, such claim may be filed
in writing with an arbitrator of the claimant’s choice who is selected by the method described in the next four sentences. The first step of the selection will consist of the claimant submitting a list of five potential arbitrators to the
Administrator. Each of the five arbitrators must be either (1) a member of the National Academy of Arbitrators located in the State of California or (2) a retired California Superior Court or Appellate Court judge. Within one week after
receipt of the list, the Administrator will select one of the five arbitrators as the arbitrator for the dispute in question. If the Administrator fails to select an arbitrator within one week after receipt of the list, the claimant will then
designate one of the five arbitrators for the dispute in question. 
 The arbitration hearing will be held within seven days (or as soon thereafter as
possible) after the picking of the arbitrator. No continuance of said hearing will be allowed without the mutual consent of the claimant and the Administrator. Absence 

 
from or nonparticipation at the hearing by either party will not prevent the issuance of an award. Hearing procedures which will expedite the hearing may be
ordered at the arbitrator’s discretion, and the arbitrator may close the hearing in his or her sole discretion when he or she decides he or she has heard sufficient evidence to satisfy issuance of an award. 
 The arbitrator’s award will be rendered as expeditiously as possible and in no event later than one week after the close of the hearing. 
 In the event the arbitrator finds that the Administrator or Employer has breached this Plan, he or she will order the Employer to pay to the claimant within two business
days after the decision is rendered the amount then due the claimant, plus, notwithstanding anything to the contrary in this Plan, an additional amount equal to 20% of the amount actually in dispute. This additional amount will constitute an
additional benefit under this Plan. The award of the arbitrator will be final and binding upon the parties. 
 The award may be enforced in any appropriate
court as soon as possible after its rendition. The Administrator will be considered the prevailing party in a dispute if the arbitrator determines (1) that neither the Administrator nor the Employer has breached this Plan and (2) the claim
by the claimant was not made in good faith. Otherwise, the claimant will be considered the prevailing party. 
 Notwithstanding the foregoing, (1) the
Administrator will not assert that a claimant has failed to exhaust administrative remedies if the claimant does not submit to arbitration, (2) any applicable statute of limitations or other similar defense is tolled during the time the
arbitration is pending, (3) the claimant may only submit to arbitration after exhausting the claims procedures described above, and (4) no fees or costs will be imposed on the claimant as part of the arbitration (other than the
claimant’s attorneys’ fees). 
 ARTICLE 7 
 MISCELLANEOUS 
 7.1 Participation in Other Plans 
 The Eligible Employee will continue to be entitled to participate in all employee benefit programs of the Employer as may, from time to time, be in effect. 
 7.2 Forfeiture 
 The payments to be made pursuant to the Plan require
the Eligible Employee to devote substantially all of his or her time, skill, diligence and attention to the business of the Employer and not to actively engage, either directly or indirectly, in any business or other activity adverse to the best
interests of the business of the Employer. Any breach of these conditions will result in complete forfeiture of benefits under the Plan, and EIX and the Employer will have no further liability therefor. 

 7.3 Successors 
 The
rights and obligations of each Employer under the Plan will inure to the benefit of, and will be binding upon, the successors and assigns of the Employer. 
 7.4 Employment Not Guaranteed 
 Nothing contained in the Plan nor any action taken hereunder will be construed as a contract of employment or
as giving any Eligible Employee any right to continue in employment with the Employer or any other Affiliate. 
 7.5 Gender, Singular and Plural

 All pronouns and variations thereof will be deemed to refer to the masculine, feminine, or neuter, as the identity of the person or persons may
require. As the context may require, the singular may be read as the plural and the plural as the singular. 
 7.6 Captions 
 The captions of the articles and sections of the Plan are for convenience only and will not control or affect the meaning or construction of any of its provisions.

 7.7 Validity 
 If any provision of the Plan is held
invalid, void or unenforceable, the same will not affect, in any respect whatsoever, the validity of any other provisions of the Plan. 
 7.8 Waiver of
Breach 
 The waiver by EIX or the Administrator of any breach of any provision of the Plan by the Eligible Employee will not operate or be construed as a
waiver of any subsequent breach by the Eligible Employee. 
 7.9 Applicable Law 
 The Plan will be governed and construed in accordance with the laws of California except where the laws of California are preempted by ERISA. 
 7.10 Notice 
 Any notice or filing required or permitted to be given to the Administrator under the Plan will be
sufficient if in writing and hand-delivered, or sent by first class mail to the principal office of EIX, directed to the attention of the Administrator. The notice will be deemed given as of the date of delivery, or, if delivery is made by mail, as
of the date shown on the postmark. 
 7.11 Statutes and Regulations 
 Any reference to a statute or regulation herein shall include any successor to such statute or regulation. 

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

			
	EDISON INTERNATIONAL
	
	 /s/ Diane L. Featherstone

	 Diane L. Featherstone, Senior Vice President

		
	 Dated:

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