Document:

Deferred Compensation Plan

 Exhibit 10.10 
 AMENDMENT AND RESTATEMENT 
 TO THE 
 UPS DEFERRED COMPENSATION PLAN 
 WHEREAS, United Parcel Service of America, Inc.
established the UPS Deferred Compensation Plan (“Plan”); and 
 WHEREAS, United Parcel Service of America, Inc. desires to amend
and restate the Plan to comply with changes to the Internal Revenue Code. 
 NOW THEREFORE, the UPS Deferred Compensation Plan is hereby
amended and restated in the form attached effective as of January 1, 2008. 
 IN WITNESS WHEREOF, the undersigned certify that United
Parcel Service of America, Inc. based upon action by the Board of Directors on December 19, 2008 has caused the attached amendment and restatement of the UPS Deferred Compensation Plan to be adopted. 
  

					
	ATTEST:	 		 	UNITED PARCEL SERVICE OF AMERICA, INC.
			
	 /s/ Teri P. McClure
	 		 	 /s/ D. Scott Davis

	Teri P. McClure	 		 	D. Scott Davis
	Secretary	 		 	Chairman

 UPS Deferred Compensation Plan 
 Rules Governing 2005 and Beyond Salary Deferrals 
 This communication summarizes the UPS Deferred Compensation Plan as
it is in effect beginning January 1, 2008. As a result of changes to the Internal Revenue Code, the UPS Deferred Compensation Plan permits only salary deferrals on and after January 1, 2005 (the 2005 and Beyond Salary Deferral
Feature). For the rules governing salary and stock option deferrals made prior to January 1, 2005 (into the 2004 and Before Salary Deferral Feature or the Stock Option Deferral Feature), you must refer to the 2004 Summary Plan Description. (A
copy of the 2004 Summary Plan Description may be obtained on the Plan Web site at http://upssavings.csplans.com or from the Corporate Compensation Department.) 
 The UPS Deferred Compensation Plan is a non-qualified plan that does not meet the tax code requirements for a qualified retirement plan and is not subject to most of the requirements of ERISA. Amounts deferred under
the Plan remain part of UPS’s general assets and are subject to the claims of UPS’s and your employer’s creditors. In the event of UPS’s or your employer’s insolvency or bankruptcy, your benefit under this Plan could be
entirely lost. 
 This booklet constitutes part of the official prospectus covering securities that have been registered under the Securities Act of 1933.

 Neither the U.S. Securities and Exchange Commission nor any state securities commission has approved or disapproved the securities offered by this
prospectus or determined that this prospectus is accurate or complete. 
 Any representation to the contrary is a criminal offense. 

 2009 UPS Deferred Compensation Plan  |  1 
  

 UPS Deferred Compensation Plan 
  

			
	 Table of Contents
	  	 
	 PLAN DESCRIPTION
	  	2
		
	 Eligibility
	  	4
		
	 Investment Options
	  	10
		
	 Distribution Options
	  	12
		
	 Withdrawal Options
	  	15
		
	 Taxes
	  	16
		
	 Enrollment Process
	  	17
		
	 ADDITIONAL INFORMATION
	  	18
		
	 Plan Administrator
	  	18
		
	 Plan Amendment or Termination
	  	19
		
	 Miscellaneous
	  	19
		
	 Where You Can Find Additional Information
	  	21

 2  |  Summary Plan Description 
  

 Summary Plan Description: 
 2009 UPS Deferred Compensation Plan 
 PLAN DESCRIPTION 
 Q. What is the UPS Deferred Compensation Plan? 
 A. The UPS Deferred Compensation Plan (the “Plan”)
is a non-qualified plan that has been established to allow you to defer up to 35 percent of your monthly or semi-monthly compensation. You may also elect to defer up to 100 percent of your half month bonus and the cash portion of your MIP award, and
100 percent of any UPS Savings Plan Average Deferral Percentage (“ADP”) refund for the 2009 Plan Year. 
 During the Plan’s annual enrollment
period (August 25, 2008 at 4:01 p.m. {Eastern Time} - September 26, 2008 at 4 p.m. {Eastern Time}), you may elect to defer from your 2009 monthly or semi-monthly compensation, 2009 half month bonus, the cash portion of your 2009 MIP award, and any
2009 ADP refund. 
 Even if you do not choose to participate in the Deferred Compensation Plan from your direct pay, you may want to consider electing to
defer 100 percent of any refund of pre-tax contributions you may receive from the UPS Savings Plan in the event the Savings Plan fails the ADP Test for Plan Year 2009. Earnings received as the result of the refund will not be deferred to the
Deferred Compensation Plan and will be taxable for 2009. 
 Should the UPS Savings Plan fail the 2009 ADP Test, distributions will occur in March 2010 but
are taxable on the 2009 tax return. By electing to defer any pre-tax refund resulting from the 2009 ADP Test, you will defer taxation on the distribution. You will be issued a W2-C in March 2010 for the filing of your 2009 tax return. Roth 401(k)
contributions distributed to satisfy the 2009 ADP Test may not be deferred to the Plan. 
 Please note that your deferrals into the Deferred Compensation
Plan will be in addition to your deferrals into the UPS Savings Plan. You may defer one to 35 percent of your monthly or semi-monthly pay, up to 100 percent of your half month bonus and the cash portion of your 2009 MIP award on a pre-tax basis into
the Savings Plan, up to the annual maximum. If you are age 50 by the end of 2009, you may also elect a catch-up contribution to the Savings Plan, up to the annual maximum. 
 For 2009, we anticipate that the annual contribution limits for regular and catch-up contributions will be indexed for inflation. However, the limits have not yet been announced by the Internal Revenue Service. For
purposes of illustration, this booklet will use the annual 2008 maximums: $15,500 for regular pre-tax contributions and $5,000 for catch-up contributions. 

 2009 UPS Deferred Compensation Plan  |  3 
  

 The Plan also allows non-employee directors of United Parcel Service, Inc. to defer 100 percent of their retainer and
meeting fees. 
 Q. What is a non-qualified plan? 
 A. A non-qualified plan is a plan which does not meet the tax code requirements for a qualified retirement plan and is not subject to most ERISA requirements. Amounts contributed to a non-qualified plan remain part of the
company’s general assets. These assets are subject to the claims of UPS’s and your employer’s creditors, and in the event of UPS’s or your employer’s insolvency or bankruptcy, your interest in the Plan could be entirely
lost. 
 Because of the additional risk associated with non-qualified plans, only non-employee directors and senior level employees may be offered the
opportunity to participate. 
 Example: 
 A manager’s base salary is $11,750 per month plus half month pay of $5,875 plus a MIP cash portion of $23,500 (for illustration purposes only, the MIP factor is assumed to be 2) for total annual eligible compensation of $170,375.
The manager would like to defer the maximum 35 percent of monthly or semi-monthly pay, 100 percent of the half month bonus, and 100 percent of the cash portion of MIP to the UPS Deferred Compensation Plan versus only contributing the maximum $15,500
(actual amount to be determined) per year in the UPS Savings Plan. The manager also elects to defer any return of excess pre-tax contributions distributed as the result of an ADP Test failure for UPS Savings Plan year 2009. 
  

							
	 	  	UPS Savings Plan
and UPS Deferred
Compensation Plan	  	UPS Savings Plan
(only)
	 Total Pay
	  	$	170,375	  	$	170,375
	 Salary Deferrals:
	  			  		
	 UPS Savings Plan (max. $15,500)
	  	 	-15,500	  	 	-15,500
	 UPS Deferred Compensation Plan (35 percent)
	  	 	-49,350	  	 	N/A
	 Half Month Bonus (100 percent)
	  	 	-5,875	  	 	N/A
	 Cash Portion of MIP (100 percent)
	  	 	-23,500	  	 	N/A
		  	 	 	  	 	 
	 Taxable Income
	  	$	76,150	  	$	154,875

 Should the UPS Savings Plan fail the 2009 ADP Test, distributions will occur in March 2010 but are
taxable on the 2009 tax return. By electing to defer any pre-tax refund resulting from the 2009 ADP Test, the manager will defer 2009 taxation on the pre-tax refund. 

 4  |  Summary Plan Description 
  

 Q. How does salary deferral under the qualified UPS Savings Plan differ from the salary deferral under the
non-qualified UPS Deferred Compensation Plan? 
  

					
	 Principal Characteristics:
	  	UPS Deferred
Compensation Plan	 	UPS Savings
Plan
	Deferral on pre-tax basis	  	Yes	 	Yes
	FICA/Medicare withheld on deferrals	  	Yes	 	Yes
	Earnings accumulate tax free	  	Yes	 	Yes
	Actual funds or assets held in trust safe from creditors	  	No	 	Yes
	Distributions subject to income taxes	  	Yes	 	Yes
	Federal income tax withholding on lump sum payments	  	Yes	 	Yes
	Rollover into an IRA allowed	  	No	 	Yes
	10 year income tax averaging available	  	No	 	Yes1
	Hardship withdrawals available	  	Yes2	 	Yes
	Loans against accounts available	  	No	 	Yes

 Q. Does this mean I will have separate salary deferral accounts for the UPS Savings Plan and the UPS Deferred
Compensation Plan? 
 A. Yes, the UPS Savings Plan and the UPS Deferred Compensation Plan are two separate plans. You will receive a separate
itemized annual statement for each account you have in the UPS Deferred Compensation Plan. Statements may be viewed online at any time through the UPS Savings Advantage Web site, http://upssavings.csplans.com (the Plan Web site).

 Eligibility 
 Q. Who is eligible to participate in
the UPS Deferred Compensation Plan? 
 A. You are eligible to participate in the UPS Deferred Compensation Plan if, as of August 25, 2008, you
are a region department manager or have equal or greater managerial responsibilities at UPS or one of the UPS authorized subsidiaries, are eligible to participate in the UPS Savings Plan and are not domiciled in Puerto Rico. In addition,
non-employee directors of United Parcel Service, Inc. are eligible to participate in the Plan. 
 You will cease to be eligible to make new deferral
elections in the Plan if you no longer meet the eligibility requirements above or you separate from service with UPS and each of its subsidiaries that is treated under Section 409A of the Internal Revenue Code (the “Code”) and related
IRS regulations and guidance (the “409A Rules”) as a single employer with UPS for purposes of determining whether a “separation from service” has occurred (“UPS”). However, your deferrals will continue to be deducted
from your compensation, half-month bonus, the cash portion of your MIP award and your ADP refund until the end of the calendar year. 
  

	 1
	 If not rolled over. 

	 2
	 “Hardship” definition is more stringent than in UPS Savings Plan. 

 2009 UPS Deferred Compensation Plan  |  5 
  

 For example, if you elect to contribute monthly to the Plan in 2009 and are subsequently demoted, your
contributions will continue for the duration of 2009. Should you elect to defer a 2009 Savings Plan ADP refund, that deferral will be made to the Plan in March 2010, even if you are no longer an eligible employee or you have a separation from
service. 
 Q. Can I participate if I am promoted mid-year? 
 A. No, you must be eligible to participate in the Plan as of the date the enrollment period begins (for 2009, the enrollment period begins on August 25, 2008). 
 Deferral Elections 
 Q. When can I make an election to defer? 
 A. Elections are made during the annual enrollment period. For 2009, you can elect to defer up to 35 percent of your monthly or semi-monthly salary, up to 100
percent of your half month bonus and/or up to 100 percent of the cash portion of your MIP award. 
 You may also elect to defer 100 percent of a UPS Savings
Plan return of excess pre-tax contributions, should the Savings Plan fail the 2009 ADP Test. Since the ADP Test will be applied to the Savings Plan in 2009, an ADP deferral you elect now will be made in March 2010. 
 The enrollment period this year begins August 25, 2008 at 4:01 p.m. (Eastern Time) and ends September 26, 2008 at 4:00 p.m. (Eastern Time). 
 During the enrollment period, non-employee directors may elect to defer 100 percent of their retainer and meeting fees. New non-employee directors may make their initial
deferral election within 30 days after being named a director. 
 Q. Should I maximize my contribution into the UPS Savings Plan before making a
contribution to this Plan? 
 A. Generally, yes. The UPS Savings Plan is a qualified retirement plan where assets are held in trust for future
payment to you. Depending upon which UPS subsidiary you work for, you may be eligible for matching contributions on your pre-tax contributions to the UPS Savings Plan. Additionally, distributions from the UPS Savings Plan are eligible for special
tax treatment (e.g., rollover to an IRA). Because the UPS Deferred Compensation Plan is non-qualified these benefits will be subordinate to the claims of UPS’s and your employer’s creditors. Distributions to you from the Plan will be
subject to immediate taxation and are not eligible for special tax treatment (e.g., rollover, loan, IRA). If you do not take full opportunity of your contributions to the UPS Savings Plan, you may miss the opportunity to receive the maximum amount
of matching contributions that you can receive. 

 6  |  Summary Plan Description 
  

 Salary Deferral Feature Example 1: 
 This manager elects to defer 12 percent from monthly salary, 50 percent from the half month bonus and 50 percent of the cash portion of MIP into the Salary Deferral Feature (for illustration purposes only, the MIP
factor is assumed to be 2) and 100 percent of any return of excess contributions as the result of the UPS Savings Plan failure of the 2009 ADP Test. The manager also elects to defer 12 percent of monthly salary into the UPS Savings Plan.

  

				
	 Manager’s base salary is $11,750 per month x 12 months
	  	$	141,000
	 Manager’s half month pay
	  	 	5,875
	 Manager’s cash portion of MIP
	  	 	23,500
		  	 	 
	 Total Annual Eligible Compensation
	  	$	170,375

 Here’s what the monthly activity would look like for the UPS Deferred Compensation Plan and
the UPS Savings Plan in this example. 
  

									
	 2009
	  	UPS Savings
Plan	 	 	UPS Deferred
Compensation Plan	 
		  	 	12	%	 	 	12	%
	 January
	  	$	1,410.00	 	 	$	1,410.00	 
	 February
	  	$	1,410.00	 	 	$	1,410.00	 
	 March
	  	$	1,410.00	 	 	$	1,410.00	 
	 April
	  	$	1,410.00	 	 	$	1,410.00	 
	 May
	  	$	1,410.00	 	 	$	1,410.00	 
	 June
	  	$	1,410.00	 	 	$	1,410.00	 
	 July
	  	$	1,410.00	 	 	$	1,410.00	 
	 August
	  	$	1,410.00	 	 	$	1,410.00	 
	 September
	  	$	1,410.00	 	 	$	1,410.00	 
	 October
	  	$	1,410.00	 	 	$	1,410.00	 
	 November
	  	$	1,400.00	 	 	$	1,410.00	 
	 December
	  	$	0.00	 	 	$	1,410.00	 
	 Half month
	  	$	0.00	 	 	$	2,937.50	 
	 Cash portion of MIP
	  	$	0.00	 	 	$	11,750.00	 
	 TOTAL
	  	$	15,500.00	 	 	$	31,607.50	 
	 TOTAL DEFERRED
	  	 	$ 47,107.50	 

 Should the UPS Savings Plan fail the 2009 ADP Test, distributions will occur in March 2010 but are
taxable on the 2009 tax return. By electing to defer any pre-tax refund resulting from the 2009 ADP Test, the manager will defer 2009 taxation on the distribution of the pre-tax refund. 
 Before calculating any amount to be deferred to the UPS Deferred Compensation Plan, it is recommended that you choose a percentage that results in the
contribution of the maximum permissible contribution to the UPS Savings Plan. In 2008, the maximum was $15,500, or $20,500 if you were over 50. You also may receive SavingsPLUS, the match on certain amounts deferred under the UPS
Savings Plan. 

 2009 UPS Deferred Compensation Plan  |  7 
  

 Salary Deferral Feature Example 2: 
 This manager elects to defer the maximum 35 percent from base salary and 100 percent from half month pay and the cash portion of MIP into the Salary Deferral Feature (for illustration purposes only, the MIP factor
is assumed to be 2) and 100 percent of any return of excess pre-tax contributions as the result of the UPS Savings Plan failure of the 2009 ADP Test. The manager also elects to defer 12 percent of base salary into the UPS Savings Plan.

  

				
	 Manager’s base salary is $11,750 per month x 12 months
	  	$	141,000
	 Manager’s half month pay
	  	 	5,875
	 Cash portion of MIP
	  	 	23,500
		  	 	 
	 Total Annual Eligible Compensation
	  	$	170,375

 Here’s what the monthly activity would look like for the UPS Savings Plan and the UPS Deferred
Compensation Plan in this example. 
  

									
	 2009
	  	UPS Savings
Plan	 	 	UPS Deferred
Compensation Plan	 
		  	 	12	%	 	 	35	%
	 January
	  	$	1,410.00	 	 	$	4,112.50	 
	 February
	  	$	1,410.00	 	 	$	4,112.50	 
	 March
	  	$	1,410.00	 	 	$	4,112.50	 
	 April
	  	$	1,410.00	 	 	$	4,112.50	 
	 May
	  	$	1,410.00	 	 	$	4,112.50	 
	 June
	  	$	1,410.00	 	 	$	4,112.50	 
	 July
	  	$	1,410.00	 	 	$	4,112.50	 
	 August
	  	$	1,410.00	 	 	$	4,112.50	 
	 September
	  	$	1,410.00	 	 	$	4,112.50	 
	 October
	  	$	1,410.00	 	 	$	4,112.50	 
	 November
	  	$	1,400.00	 	 	$	4,112.50	 
	 December
	  	$	0.00	 	 	$	4,112.50	 
	 Half Month
	  	$	0.00	 	 	$	5,875.00	 
	 Cash portion of MIP
	  	$	0.00	 	 	$	23,500.00	 
	 TOTAL
	  	$	15,500.00	 	 	$	78,725.00	 
	 TOTAL DEFERRED
	  	 	$ 94,225.00	 

 Should the UPS Savings Plan fail the 2009 ADP Test, distributions will occur in March 2010 but are
taxable on the 2009 tax return. By electing to defer any pre-tax refund resulting from the 2009 ADP Test, the manager will defer 2009 taxation on the distribution of the pre-tax refund. 

 8  |  Summary Plan Description 
  

 Before calculating any amount to be deferred to the UPS Deferred Compensation Plan, it is recommended
that you choose a percentage that results in the contribution of the maximum permissible contribution to the UPS Savings Plan. In 2008, the maximum was $15,500, or $20,500 if you were over 50. You also may receive SavingsPLUS, the
match on certain amounts deferred under the UPS Savings Plan. 
 Salary Deferral Feature Example 3: 
 This manager elects to defer 5 percent from base salary, zero percent from half month pay and 100 percent of the cash portion of MIP into the Salary
Deferral Feature (for illustration purposes only, the MW factor is assumed to be 2) and 100 percent of any return of excess pre-tax contributions as the result of the UPS Savings Plan failure of the 2009 ADP Test. The manager also elects to defer 12
percent of base salary into the UPS Savings Plan. 
  

				
	 Manager’s base salary is $11,750 per month x 12 months
	  	$	141,000
	 Manager’s half month pay
	  	 	5,875
	 Cash portion of MIP
	  	 	23,500
		  	 	 
	 Total Annual Eligible Compensation
	  	$	170,375

 Here’s what the monthly activity would look like for the UPS Savings Plan and the UPS Deferred
Compensation Plan in this example. 
  

									
	 2009
	  	UPS Savings
Plan	 	 	UPS Deferred
Compensation Plan	 
		  	 	12	%	 	 	5	%
	 January
	  	$	1,410.00	 	 	$	587.50	 
	 February
	  	$	1,410.00	 	 	$	587.50	 
	 March
	  	$	1,410.00	 	 	$	587.50	 
	 April
	  	$	1,410.00	 	 	$	587.50	 
	 May
	  	$	1,410.00	 	 	$	587.50	 
	 June
	  	$	1,410.00	 	 	$	587.50	 
	 July
	  	$	1,410.00	 	 	$	587.50	 
	 August
	  	$	1,410.00	 	 	$	587.50	 
	 September
	  	$	1,410.00	 	 	$	587.50	 
	 October
	  	$	1,410.00	 	 	$	587.50	 
	 November
	  	$	1,400.00	 	 	$	587.50	 
	 December
	  	$	0.00	 	 	$	587.50	 
	 Half Month
	  	$	0.00	 	 	$	0.00	 
	 Cash portion of MIP
	  	$	0.00	 	 	$	23,500.00	 
	 TOTAL
	  	$	15,500.00	 	 	$	30,550.00	 
	 TOTAL DEFERRED
	  	 	$ 46,050.00	 

 Should the UPS Savings Plan fail the 2009 ADP Test, distributions will occur in March 2010 but are
taxable on the 2009 tax return. By electing to defer any pre-tax refund resulting from the 2009 ADP Test, the manager will defer 2009 taxation on the distribution of the pre-tax refund. 

 2009 UPS Deferred Compensation Plan  |  9 
  

 Before calculating any amount to be deferred to the UPS Deferred Compensation Plan, it is recommended
that you choose a percentage that results in the contribution of the maximum permissible contribution to the UPS Savings Plan. In 2008, the maximum was $15,500, or $20,500 if you were over 50. You also may receive SavingsPLUS, the
match on certain amounts deferred under the UPS Savings Plan. 
 Q. Will I need to wait until my UPS Savings Plan pre-tax deferral reaches the maximum for
2009 before I begin to defer funds into the UPS Deferred Compensation Plan? 
 A. No. However, it is to your advantage to defer the maximum amount
into the UPS Savings Plan. Before you decide what percentage to defer into the UPS Deferred Compensation Plan, make sure you will be deferring the maximum limit into the UPS Savings Plan. If you will be 50 or older in 2009, you will also want to
make a catch-up contribution to the UPS Savings Plan. The amount you defer into the UPS Savings Plan can be changed monthly. Your deferral percentage into the UPS Deferred Compensation Plan cannot be changed for the entire calendar year. 

Q. When will my salary deferrals under the UPS Deferred Compensation Plan begin? 
 A. Salary deferrals will begin in January 2009 and continue through December 2009. If you elect to have money deferred from your half month check, this amount will be deducted from your December 2009 half month
pay. 
 The percentage of your 2009 MIP cash award that you elect to defer into the 2005 and Beyond Salary Deferral Account will be reflected on the Mellon
Web site, where you may view it during the 2009 fall election of the MIP cash award. You will not be able to make a change to this percentage. The funds will be deferred at the time the 2009 MIP is distributed. 
 Note that if you previously elected to defer a percentage of your 2008 MIP cash award to the UPS Deferred Compensation Plan during the 2008 Plan enrollment period
(August 27, 2007—September 28, 2007), that percentage will be displayed on the Mellon Web site during the MIP election in 2008. It may not be changed. 
 If you elect to defer the refund of 2009 pre-tax contributions you receive from the UPS Savings Plan, in the event the Savings Plan fails the ADP Test for 2009, 100 percent of the pre-tax refund will be contributed to your Plan account in
March 2010. You will receive a W-2C in March 2010 for the filing of your 2009 taxes. Roth 401(k) contributions distributed to satisfy the 2009 ADP Test may not be deferred into the Plan. 
 Note that if you previously elected to defer the refund of excess contributions (and any earnings thereon) you receive from the UPS Savings Plan in the event the Savings Plan fails the ADP Test for 2008, 100
percent of the pre-tax refund will be contributed to your Plan account in March 2009. You will receive a W-2C in March 2009 for the filing of your 2008 taxes. 

 10  |  Summary Plan Description 
  

 Remember, even if you cease to be eligible to make new deferral elections in the future or you separate from service with
UPS, your deferrals will continue to be deducted from your compensation, half-month bonus, the cash portion of your MIP award and your ADP refund for 2009. Your 2005 and Beyond Account will continue to be credited with these contributions elected
for 2009 even if you are no longer an eligible employee or if you have separated from service. If you are receiving monthly installments, the amount of the ADP refund will be included in the calculation of the installments. If you previously have
received a lump sum distribution, you will received the ADP refund as an additional distribution as soon as administratively possible, but in no event later than 90 days following the event (with the actual payment date determined by UPS in its sole
discretion). 
 Q. How will my salary deferral under the UPS Deferred Compensation Plan be accounted for? 
 A. Any salary deferrals that you make to the Plan on or after January 1, 2005 will be credited for bookkeeping purposes to your 2005 and Beyond Salary
Deferral Account. This account will be subject to the rules set forth in this booklet. 
 Any salary deferrals you made to this Plan prior to January 1,
2005 will continue to be credited for bookkeeping purposes in your 2004 and Before Salary Deferral Account. Amounts credited to this account will continue to be subject to the rules set forth in the 2004 version of the UPS Deferred Compensation Plan
Summary Plan Description booklet. 
 Q. When will my salary deferrals be credited to my account? 
 A. Salary deferrals will be credited to your account as soon as practicable following each pay period, but generally no later than ten business days after you
receive the paycheck from which the deduction was made. 
 Q. Can I change my UPS Deferred Compensation Plan annual deferral elections during the calendar
year? 
 A. No, your annual election to defer salary to the UPS Deferred Compensation Plan, once made, cannot be changed for that calendar year.
Your election must be made online during the enrollment period, August 25, 2008 at 4:01 p.m. (Eastern Time) to September 26, 2008 at 4:00 p.m. (Eastern Time). Once you make your annual deferral election, you cannot change the deferral
percentage amount until the next annual deferral election period in 2009 for Plan year 2010. 

 2009 UPS Deferred Compensation Plan  |  11 
  

 Investment Options 
 Q. What are my investment options? 
 A. Your Salary Deferral Accounts will accrue earnings based on the investment option(s) you
select. These investment options are the same funds offered in the UPS Savings Plan, as well as UPS Stock. The investment options currently available to you in the UPS Deferred Compensation Plan are: 
  

			
	Government Short-term Investment Fund	  	Bright Horizon Income Fund
		
	Stable Value Fund	  	Bright Horizon 2010 Fund
		
	Bond Market Index Fund	  	Bright Horizon 2015 Fund
		
	Balanced Fund	  	Bright Horizon 2020 Fund
		
	S&P 500 Equity Index Fund	  	Bright Horizon 2025 Fund
		
	S&P Midcap 400 Index Fund	  	Bright Horizon 2030 Fund
		
	Russell 2000 Index Fund	  	Bright Horizon 2035 Fund
		
	EAFE International Index Fund*	  	Bright Horizon 2040 Fund
		
	UPS Stock	  	Bright Horizon 2045 Fund
		
		  	Bright Horizon 2050

 Notes: 
  

	 	•	 	 ALL transactions related to UPS Stock, whether through the UPS Deferred Compensation Plan or otherwise, are subject to the UPS Insider Trading Guidelines. You must
verify that the trading window is open before you make any transactions involving UPS Stock. 

  

	 	•	 	 There is no limit on the amount you may invest in UPS Stock. 

  

	 	•	 	 The Self-Managed Account is not available as an investment option for the Salary Deferral Feature of the UPS Deferred Compensation Plan.

  

	 	•	 	 Note to first-time participants in the 2005 and Beyond Salary Deferral Feature: When you enroll you will be asked to select investment options. Because the trading
window is anticipated to be closed from September 1 through October 23, you will be unable to select UPS Stock as an investment option after 4:00 p.m. (ET) on August 29, 2008. If it is your intent to invest your contributions in UPS
Stock, you may do so through the Plan Web site or the Information Line any time after January 1, 2009 when the trading window is open. 

  

	 	•	 	 The Bright Horizon 2050 Fund was added to the investment line-up in 2008. Please see the Summary Plan Description and Summary of Material Modifications for the UPS
Savings Plan for a description of each investment option. Fund Fact Sheets and investment returns will be available on the Plan Web site for your review at http://upssavings.csplans.com. If you have any questions, you may call
the UPS Deferred Compensation Plan Administrator. 

  

	 	•	 	 Because the Plan is non-qualified, your investment selections are for recordkeeping purposes only and no funds will be set aside or invested in the options you
select. 

  

	 *
	 The Plan will assess a 2 percent short-term trading fee against the portion of your account balance transferred from the
EAFE Fund and/or paid out as a distribution within 30 days of investment in the Fund. The 2 percent redemption fee is assessed against the gross proceeds from the sales transaction. This short-term trading fee will only apply to a sale of the Fund
due to a transfer request and/or a distribution. For this purpose, units held longest will be liquidated first and units held the shortest will be liquidated last. The redemption fees assessed are treated as reinvested into the EAFE Fund for the
benefit of all participants in the Plan with balances in the Fund. This fee is designed to offset market impact and other costs associated with fluctuations in the EAFE Fund caused by short-term shareholder trading. 

 12  |  Summary Plan Description 
  

 Your selections will be used solely for purposes of determining the value of your Salary Deferral
Account. 
 Q. Can I reallocate my Salary Deferral Account balance between the investment options? 
 A. Yes, you may reallocate your Salary Deferral Account balance among the different investment options on a daily basis. (Please note that all transactions related
to UPS Stock, whether in the UPS Deferred Compensation Plan or otherwise, are subject to the UPS Insider Trading Guidelines.) You will be able to change your investment selections by accessing your account online at
http://upssavings.csplans.com. You may also change your investment selections by calling the UPS Savings Advantage Information Line at 1-800-541-6154 and speaking to a Participant Service Representative Monday through Friday
from 7:30 a.m. to 5:00 p.m. (Eastern Time), except for stock market holidays. This reallocation capability includes both the new deferrals being deferred into your account and your existing investment account balance. Your account will continue to
accrue earnings or losses based on your investment elections until your Salary Deferral Account balance is fully distributed. 
 Q. What are the
investment risks? 
 A. Due to the risks inherent in all investment activities, the total value of your account may be greater or smaller than your
total deferrals. Additionally, because your account is unfunded, your rights to receive payments in the event of UPS’s or your employer’s bankruptcy or insolvency (as remote as that may seem) will be the same as that of any other unsecured
general creditor. 
 Distribution Options 
 Q. When am
I eligible to receive a distribution of my 2005 and Beyond Salary Deferral Account? 
 A. You are eligible to receive a distribution of your 2005
and Beyond Salary Deferral Account (a) in the event you retire or have another “separation from service” with UPS (within the meaning of the 409A Rules), (b) in the event of a “change in control” of United Parcel
Service, Inc. as defined in the 2009 UPS Incentive Compensation Plan that also constitutes a “change in the ownership or effective control” of United Parcel Service, Inc. under 409A Rules (a “Change in Control”), or (c) in
the event of your death. 
 If you are entitled to a distribution of your 2005 and Beyond Salary Deferral Account as a result of your separation from
service, you will receive (or begin to receive, in the case of installments) your distribution on the first day of the calendar month that is 6 months following your separation from service. Distributions of your 2005 and Beyond Salary Deferral
Account as a result of a Change in Control or your death will be paid as soon as administratively possible, but in no event later than 90 days following the date of the Change in Control or your death (with the actual payment date determined by UPS
in its sole discretion). 

 2009 UPS Deferred Compensation Plan  |  13 
  

 If you are enrolling in the 2005 and Beyond Salary Deferral Feature for the first time, you will be asked to make a
distribution election. Please consider your distribution choice for your 2005 and Beyond Salary Deferral Account carefully: once made, your distribution election may not be changed. Should you fail to elect a distribution option upon your initial
enrollment for funds contributed in 2005 and subsequent years, your distribution will be paid out under the default option, the Lump Sum Payment. 
 You are
eligible to receive a distribution of your 2004 and Before Salary Deferral Account (pre-2005 deferrals) in accordance with the rules set forth in the 2004 Summary Plan Description. (A copy of the 2004 Summary Plan description may be obtained on the
Plan Web site at http://upssavings.csplans.com or from the Corporate Compensation Department.) Please note that your 2004 and Before Salary Deferral Account will not automatically be distributed to you in the event of a Change in
Control. 
 Q. What are my distribution options? 
 A. The Plan provides for five distribution options: 
 Option 1: 3 Year Installment (36 monthly payments) 

Option 2: 5 Year Installment (60 monthly payments) 
 Option 3: 7 Year Installment (84 monthly payments) 
 Option 4: 10 Year Installment (120 monthly
payments) 
 Option 5: Lump Sum Payment (one payment) - DEFAULT 
 Each installment distribution option pays out on a calendar month basis. 
 Note: For distributions during
2009, if the total balance in your 2005 and Beyond Salary Deferral Account (plus the total balance in any other account which must be aggregated with your 2005 and Beyond Salary Deferral Account under the 409A Rules) is less than $10,000 on the date
you become eligible for the distribution, you will receive a Lump Sum Payment from this account regardless of the option you selected. 
 For distributions
during or after 2010, if the total balance in your 2005 and Beyond Salary Deferral Account (plus the total balance in any other account which must be aggregated with your 2005 and Beyond Salary Deferral Account under the 409A Rules) is less than the
Code Section 402(g) deferral limit in effect for the UPS Savings Plan on the date you become eligible for the distribution, you will receive a Lump Sum Payment from this account regardless of the option you selected. 
 If you made deferrals to the Plan prior to January 1, 2005, the distribution option you previously chose for your 2004 and Before Salary Deferral Account will
continue to apply. (If your total 2004 and Before Salary Deferral Account balance is less than $20,000 as of your termination date, you will receive a Lump Sum Payment from this account regardless of the option you have selected.) 

 14  |  Summary Plan Description 
  

 A copy of the 2004 Summary Plan Description may be obtained on the Plan Web site at
http://upssavings.csplans.com, or from the Corporate Compensation Department. 
 Q. How do I change my distribution option?

 A. After your initial enrollment you may not change your selected (or if no selection was made, the default) distribution option for your 2005
and Beyond Salary Deferral Account. 
 In order to change your 2004 and Before Salary Deferral Account distribution option, you may go to the Plan Web site,
http://upssavings.csplans.com, and print a 2004 and Before Salary Deferral Feature Distribution Election Form from the Forms section. You may also direct your request to the UPS Savings Advantage Information Line at 1-800-541-6154 and speak with a
Participant Service Representative. The representative will send you a form. You must complete and return the updated form to the UPS Deferred Compensation Plan Administrator at the address printed on it. A new distribution option for your 2004 and
Before Salary Deferral Account must be on file for at least 12 months in order to become effective. 
 Q. What happens to my Salary Deferral Accounts if I
should die prior to receiving distribution of the entire account balance? 
 A. You may designate a beneficiary(ies) when you enroll in the Plan.
Your beneficiary designation may be changed at any time, but must be the same for any accounts you have in the Plan. The balance in your 2005 and Beyond Salary Deferral Account will be paid to your designated beneficiary(ies) (or begin to be paid,
in the case of installments) in accordance with your distribution election in effect at the time of your death, as soon as administratively possible, but in no event later than 90 days following your death (with the actual payment date determined by
UPS in its sole discretion). Your beneficiary(ies) will not be able to select a distribution option. 
 In the event that you have not designated a
beneficiary, your 2005 and Beyond Salary Deferral Account balance will be distributed to your estate as soon as administratively possible, but in no event later than 90 days following your death (with the actual payment date determined by UPS in its
sole discretion). 
 Amounts credited to your 2004 and Before Salary Deferral Account or your Stock Optional Deferral Account will be distributed to your
beneficiary(ies) in accordance with your distribution election. However, your beneficiary(ies) may elect to withdraw your entire 2004 and Before Salary Deferral or your Stock Option Deferral Account balances (pre-2005 deferrals) at any time. Ten
percent of the total value of those accounts at the time of the withdrawal will be forfeited. Withdrawals will be paid as a lump sum. Note that this option is not available for deferrals made to your 2005 and Beyond Salary Deferral Account

 Q. How do I designate a beneficiary? 
 A. When
you initially enroll, you will designate one or more beneficiaries online. This beneficiary designation can be changed at any time on a Beneficiary Designation Form. 

 2009 UPS Deferred Compensation Plan  |  15 
  

 Note: Your beneficiary designation applies to any of your UPS Deferred Compensation Plan accounts (2004 and
Before Salary Deferral Account, 2005 and Beyond Salary Deferral Account and/or Stock Option Deferral Account). 
 Q. How do I change my beneficiary? 

 A. To make a beneficiary change, you may go to the Plan Web site at http://upssavings.csplans.com and print a Beneficiary Designation Form
from the Forms section. You may also direct your request to the UPS Savings Advantage Information Line at 1-800-541-6154 and speak with a Participant Service Representative. The representative will send you a Beneficiary Designation Form. You must
complete and return the updated beneficiary form to the UPS Deferred Compensation Plan Administrator at the address printed on the form. 
 Withdrawal
Options 
 Q. May I take a hardship withdrawal? 
 A. Hardship withdrawals are available under very limited circumstances. In the event of an unforeseeable emergency which results in a severe financial hardship, you may petition the UPS Deferred Compensation Plan Committee for a
distribution of the amount reasonably necessary to meet your financial need. This definition of hardship is more stringent than the hardship provision in a qualified 401(k) plan, and does not, for instance, include college expenses or costs in
connection with a home purchase. It generally encompasses hardship generated by unforeseen circumstances such as medical expenses, loss of property due to casualty and other similar extraordinary and unforeseeable circumstances arising as a result
of events beyond your control. A hardship withdrawal may not be made to the extent the hardship is or may be relieved through reimbursement, insurance, liquidation of your assets (under certain circumstances) or the cessation of Plan deferrals. The
Committee may approve or deny the request in its sole discretion. Hardship withdrawals will be paid in a lump sum as soon as administratively possible, but in no event later than 90 days following approval by the Committee (with the actual payment
date determined by UPS in its sole discretion). 
 Q. May I take a withdrawal for reasons other than hardship? 
 A. You may withdraw all of your 2004 and Before Salary Deferral Account balance or your Stock Option Deferral Account balance (pre-2005 deferrals) at any time.
However, you will forfeit 10 percent of the total value of your accounts. Withdrawals will be paid in a lump sum. 
 Other than in the event of hardship as
described above, you may not withdraw amounts credited to your 2005 and Beyond Salary Deferral Account. 
 Q. May I take a loan? 
 A. Unlike the UPS Savings Plan or other qualified 401(k) plans, loans are not permitted under the UPS Deferred Compensation Plan. 

 16  |  Summary Plan Description 
  

 Q. May I roll over my deferred account balance? 
 A. Unlike qualified 401(k) plans, rollovers are not permitted under the UPS Deferred Compensation Plan. 
 Taxes

 Q. Am I taxed on my deferrals or earnings that are credited to my account? 
 A. Under current law, neither the deferrals nor the earnings on those amounts are subject to federal income tax until they are withdrawn from the Plan, as long as you make your election before you earn the
income. All states with income taxes, except New Jersey, follow the federal law. As a result, other than in the state of New Jersey, there will be no state income tax liability until you actually receive a distribution. Distributions from the Plan
will be taxed as ordinary income upon receipt. You should consult with your legal counsel or tax advisor concerning your specific state or local city and county tax laws. 
 Note: We intend for the Plan to satisfy the 409A Rules. If the Plan does not satisfy these rules, you may be subject to additional taxes and interest. 
 Q. What about Social Security and Medicare Taxes? 
 A. Deferred
amounts are subject to Social Security and Medicare taxes at the time of the deferral (when they are deducted from your pay). However, the distributions from the UPS Deferred Compensation Plan, including the earnings, are not subject to these taxes
under current law. Payments from the Plan will not reduce the Social Security benefits after retirement, as they do not represent wages for service performed at that time. 
 Note: Non-employee directors are not subject to Social Security and Medicare taxes on amounts deferred under the Plan. 
 Q. How will my distribution payments be reported? 
 A. Whether you are an active, terminated, or retired
employee, your distribution payments will be reported to you on a Form W-2. Payments to beneficiaries, in the event of your death, will be reported on a Form 1099. Payments to non-employee directors will be reported on a Form 1099-MISC. 

Q. How will my distributions be taxed? 
 A. Under current
law, distributions from the UPS Deferred Compensation Plan generally are taxed as ordinary income when received, and no special tax advantages or penalties apply. Federal, state and local income taxes (see above for the exception—New Jersey)
will be withheld from your distribution payments when they are actually made. 
 Note: No federal, state or local income taxes will be withheld
from payments made to non-employee directors, unless requested by the non-employee directors. 

 2009 UPS Deferred Compensation Plan  |  17 
  

 Q. Is my distribution eligible to be rolled over to an IRA? 
 A. No, because this is not a tax-qualified plan under the Code, distributions are not eligible to be rolled over into an IRA. 
 Q. Will benefits paid to my beneficiaries be included in my gross estate for federal tax purposes? 
 A. Yes, the cumulative amounts in your account at the time of death will be included in your estate. 
 Note:
You should consult with your own legal counsel or tax advisor concerning your beneficiary(ies) designations and plan to obtain the most appropriate result for your personal situation. 
 Enrollment Process 
 Q. How do I enroll in the Salary Deferral
Feature of the UPS Deferred Compensation Plan for 2009? 
 A. Log on to the Plan Web site, http://upssavings.csplans.com,
using your Social Security Number or Employee ID and your PIN. 
  

	 	•	 	 If you have not previously done so, you will be asked to change your PIN from 4 numbers to 6 numbers. You may also be asked to establish PIN reset security
questions at this time. 

  

	 	•	 	 Once logged on, you will receive a message to enroll in the Plan for 2009. Please note that this message will appear until the end of the enrollment period whether
or not you have taken action. 

  

	 	•	 	 Click on the link to open the enrollment window. 

  

	 	•	 	 You may scroll down to view the Plan’s enrollment materials, including the 2009 Summary Plan Description, Fund Fact Sheets and Investment Returns, or click on
2009 Enrollment to begin making your elections. 

  

	 	•	 	 Follow the prompts to enroll in the Plan. Your first enrollment choice will be one of the following: 

  

	 	•	 	 I elect to defer 100% of my ADP refund. 

  

	 	•	 	 I elect not to defer 100% of my ADP refund. 

  

	 	•	 	 You will next choose the deferral percentage from your monthly or semi-monthly pay. If you do not want to defer from pay, please enter zero. Note that if you
participate in the Plan in 2008, your current deferral percentage is displayed. 

  

	 	•	 	 On the next screen you will elect your percentages from the half month bonus and the MIP cash award. If you do not want to defer from either of them or they do not
apply to you, please enter zeroes. 

 18  |  Summary Plan Description 
  

	 	•	 	 If you have never participated in the 2005 and Beyond Salary Deferral Feature, you will be asked to make your investment option selections. Although UPS Stock is an
investment option in the Plan, because the trading window is anticipated to be closed from September 1 through October 23, you will not be able to select UPS Stock after 4:00 p.m. (ET) on August 29, 2008. If it is your intent to
invest your contributions in UPS Stock, you may do so through the Plan Web site or the Information Line any time after January 1, 2009 when the trading window is open. 

  

	 	•	 	 If you have never participated in the 2005 and Beyond Salary Deferral Feature, you will be asked to choose your distribution option. You will first choose your
payment type (Lump Sum or Installments), then enter the number of calendar months you are electing to receive monthly installments. 

 3 Year Installment = 36 Payments 
 5 Year Installment = 60 Payments 
 7 Year Installment = 84 Payments 
 10 Year
Installment = 120 Payments 
  

	 	•	 	 Confirm your elections and submit your 2009 enrollment. 

  

	 	•	 	 Print a copy of the confirmation screen for your records. If you previously elected to have confirmations sent to you via online mailbox, a copy will be sent to
your My Correspondence and Records Box. If you have not yet elected to have confirmations sent to you online, you will receive a copy at your home address. 

  

	 	•	 	 To designate a beneficiary if you have not previously participated in any of the Plan’s 3 features, please go to Personal Information (on the top navigation
bar) and follow the prompts to designate your beneficiary(ies). 

  

	 	•	 	 Do not change your beneficiary online if you have previously made a designation for any features in the Plan. Once you have chosen a beneficiary, to make a change
you must complete a Beneficiary Designation Form found in the Forms section of the Plan Web site. 

 Q. Do I need to do anything if I do
not want to participate in 2009? 
 A. No. 
 ADDITIONAL INFORMATION 
 Plan Administrator 
 Q. Who is the administrator and how can I check my account balance? 
 A. The administrator for the UPS Deferred Compensation Plan is
the administrative committee appointed by the Salary Committee of United Parcel Service, Inc., and the recordkeeper for the Plan is ING. The Plan administrator has the exclusive responsibility and complete discretionary authority to control the
operation, management and administration of the Plan, with all powers necessary to 

 2009 UPS Deferred Compensation Plan  |  19 
  

 
enable it properly to carry out those responsibilities, including (but not limited to) the power to construe the Plan, to determine eligibility for benefits,
to settle disputed claims and to resolve all administrative, interpretive, operational, equitable and other questions that arise under the Plan. The decisions of the Plan administrator on all matters within the scope of its authority will be final
and binding. To the extent a discretionary power or responsibility under the Plan is expressly assigned to a person by the Plan administrator, that person will have complete discretionary authority to carry out that power or responsibility, and that
person’s decisions on all matters within the scope of that person’s authority will be final and binding. 
 Although you will receive an annual
statement, you can determine the balance in your account at any time by accessing your account online at http://upssavings.csplans.com. 
 You can also call the UPS Savings Advantage Information Line at 1-800-541-6154 and speak to a Participant Service Representative. Participant Service Representatives are available from 7:30 a.m. to 5:00 p.m. (Eastern Time) Monday through
Friday, except for stock market holidays. 
 With the exception of the 2% short-term trading fee associated with the EAFE Fund, no annual fees will be
charged to you for the Plan. Other than the EAFE short-term trading fee, all fees associated with the Plan will be paid by UPS until and unless you are notified otherwise. 
 Plan Amendment or Termination 
 Q. Can the Plan be amended or discontinued? 
 A. Yes. United Parcel Service of America, Inc. (“UPS America”) has established the Plan with the expectation that it will be continued indefinitely.
Nevertheless, UPS America retains the right to amend or terminate all or part of the Plan at any time. However, your Salary Deferral Accounts and the number of shares credited to your Stock Option Account, at the time of any amendment, suspension or
termination of the Plan, cannot be reduced (except by reason of future investment losses). 
 Note: UPS America may be required
to make further amendments to the Plan in order to comply with the federal tax law applicable to non-qualified deferred compensation plans. You will be notified of those amendments if they materially affect information provided in this Summary Plan
Description/Prospectus. 
 Miscellaneous 
 Q.
Which documents govern the UPS Deferred Compensation Plan? 
 A. The terms governing the UPS Deferred Compensation Plan are set forth in this UPS
Deferred Compensation Plan document, which also serves as the Summary Plan Description and Prospectus. 

 20  |  Summary Plan Description 
  

 Q. Can I transfer, pledge or assign my accounts? 
 A. No. Rights to your Salary Deferral Accounts cannot be transferred, assigned, pledged or alienated. You may not pledge or assign your account balances to secure a bank loan or other indebtedness. 

Q. Are there any restrictions on my ability to sell shares of UPS Stock that I receive in a distribution under the Plan? 
 A. Each person who controls, or is a member of a group that controls, or who is under common control with, UPS and who distributes any shares of UPS Stock obtained
through a distribution under the Plan, and any broker or dealer who participates in any such distribution, may, in connection with such a distribution, be deemed to be an “underwriter” within the meaning of the Securities Act of 1933 (the
“Securities Act”) unless the shares are sold pursuant to Rule 144 under the Securities Act. This brochure may not be used in connection with any resales of any shares received by such a person. 
 In addition, the filing requirements of Section 16(a) of the Securities Exchange Act of 1934 (the “Exchange Act’) and the short-swing profit rules under
Section 16(b) of the Exchange Act may apply to purchases and sales of UPS Stock, including shares received in a distribution under the Plan and subsequent resale of these shares, by any person who is an executive officer, director or beneficial
owner of 10% or more of UPS’s outstanding common stock. 
 Officers and directors should consult with the UPS Legal Department before offering for sale
any of the shares of UPS Stock received in a distribution under the Plan so that we may ensure compliance with Rule 144, Section 16 and any other applicable provisions of federal and state securities laws. 
 To the extent any transaction could, in the absolute discretion of UPS, cause a participant to be subject to liability under Section 16 of the Exchange Act, UPS may
refuse to permit such transaction. In addition, UPS may establish procedures to ensure that transactions under the Plan will be executed in accordance with the requirements of Section 16(b) of the Exchange Act and any regulations promulgated
thereunder. 
 Q. What Claims Procedures apply under the Plan? 
 A. Any claim for a benefit under the Plan must be filed and resolved in accordance with the claims procedure provided under the UPS Savings Plan, which claims procedure is incorporated in the Plan by reference, except that the Plan
administrator is the entity with whom a claim for review should be filed under the Plan, and the Plan administrator has absolute discretion to resolve any claims under the Plan. 
 Q. What other rules apply under the Plan? 
 A. The following rules also apply under the Plan: 
 Construction: The Plan will be construed in accordance with the laws of the State of Georgia. Headings have been added only for convenience of reference and
will have no substantive effect whatsoever. All references to the singular include the plural, and all references to the plural include the singular. 

 2009 UPS Deferred Compensation Plan  |  21 
  

 No Contract of Employment: Nothing contained in the Plan will be construed as a contract of employment
between UPS and any employee, as a right of any employee to be continued in the employment of UPS, or as a limitation of the right of UPS to discharge an employee with or without cause at any time. 
 No Liability: No Plan participant or beneficiary will have the right to look to, or have any claim whatsoever against, any officers, director, employee or
agent of UPS in his or her individual capacity for the distribution of his or her Account. 
 ERISA: UPS intends that the Plan come within the
various exceptions and exemptions to ERISA for a plan maintained for a “select group of management or highly compensated employees” as described in Sections 201(2), 301(a)(3), and 401(a)(1) of ERISA, and any ambiguities in the Plan will be
construed to effect this intent. 
 Where You Can Find Additional Information 
 Q. Where can I find more information about UPS? 
 A. We file annual, quarterly and current reports, proxy
statements and other information with the SEC. Our SEC filings are available to the public over the Internet at the SEC’s Web site at http://www.sec.gov. You may also read and copy any document we file with the SEC at its
public reference facilities at 100 F Street, N.E., Room 1580, Washington, DC 20549, 233 Broadway, New York, New York 10279 and CitiCorp Center, 500 West Madison Street, Suite 1400, Chicago, Illinois 60661. You can also obtain copies of the documents
at prescribed rates by writing to the Public Reference Section of the SEC at 100 F Street, N.E., Room 1580, and Washington, DC 20549. Please call the SEC at 1-800-SEC-0330 for further information on the operation of the public reference facilities.
Our SEC filings are also available at the office of the New York Stock Exchange. For further information on obtaining copies of our public filings from the New York Stock Exchange, you should call 212-656-5060. 
 The SEC allows us to “incorporate by reference” into this document the information that we file with it. This means that we can disclose important information
by referring you to those documents. The information incorporated by reference is an important part of this prospectus, and information in documents that we file after the date of this prospectus and before the termination of the offering will
automatically update information in this prospectus. 
 We incorporate by reference the documents listed below that we had filed on or prior to July 31,
2007 and any filings after such date that we make with the SEC under Section 13(a), 13(c), 14 or 15(d) of the Securities Exchange Act of 1934 until our offering is completed, provided, however, that we are not incorporating by reference any
information furnished (but not filed) under Item 2.02 or Item 7.01 of any current report on Form 8-K: 
  

	 	•	 	 our annual report on Form 10-K for the year ended December 31, 2007; 

 22  |  Summary Plan Description 
  

	 	•	 	 our quarterly reports on Form 10-0, for the quarter ended March 31, 2008; 

  

	 	•	 	 our current reports on Form 8-K, filed on January 9, 2008, January 15, 2008, February 1, 2008, March 20,
2008, April 18, 2008; May 28, 2008 and May 30, 2008; and 

  

	 	•	 	 the description of United Parcel Service of America, Inc.’s common stock, contained in its registration statement on Form 8-A, filed with the SEC in April
1970, as updated by item 5 of its annual report on Form 10-K for the year ended December 31, 1998, as modified by the description of the class A-1 common stock contained in our registration statement on Form S-4 (no. 333-83349). We succeeded to
the Exchange Act registration of United Parcel Service of America, Inc. pursuant to Rule 12g-3 under the Exchange Act. 

 Q. How can I
obtain copies of this information? 
 A. We will provide, without charge, to each person to whom a copy of this prospectus is delivered, upon
written or oral request a copy of any and all of the documents incorporated by reference in this prospectus, other than the exhibits to such documents, unless such exhibits are specifically incorporated by reference into the documents that this
prospectus incorporates. Requests for copies of such documents should be directed to United Parcel Service, Inc., 55 Glenlake Parkway, N.E., Atlanta, Georgia 30328, Attn: Investor Relations, telephone number 404-828-6059. 
 In addition, we will furnish to each participant in the Plan a copy of our Annual Report to Shareowners. We will provide additional copies of our annual report, without
charge, upon written or oral request to the address or telephone number listed above.Deferred Compensation Plan for Non-Employee Directors

 Exhibit 10.14 
 MARATHON OIL CORPORATION 
 DEFERRED COMPENSATION PLAN 
 FOR NON-EMPLOYEE DIRECTORS 
 (Amended
and Restated as of January 1, 2009) 
  

	1.	Purpose 

 The Marathon Oil Corporation Deferred
Compensation Plan for Non-Employee Directors (the “Plan”) is intended to enable the Corporation to attract and retain non-employee Directors and to enhance the long-term mutuality of interest between such Directors and shareholders of the
Corporation. 
 This document contains the restated provisions of the Plan effective as of January 1, 2009, and shall apply only to
Deferred Cash and Stock Accounts that are not fully distributed as of such date, including 409A Benefits and Grandfathered Benefits (as such terms are defined below). In particular, the Plan document shall apply to those stock units and other
similar awards granted to Participants under the 2007 Incentive Compensation Plan as well as predecessor arrangements and deferred under this Plan. 
 With respect to the 409A Benefits, the Plan, as amended and restated, is intended to conform to the requirements of Code section 409A and the regulations thereunder, and, in all respects, shall be administered and construed in accordance
with such requirements. With respect to the Grandfathered Benefits, the Plan, as amended and restated, does not represent a material enhancement of the benefits or rights available under the Plan on October 3, 2004. 
  

	2.	Definitions 

 The following definitions apply to
this Plan and to the Deferral Election Forms: 
  

	 	(a)	409A Benefit means that portion of a Participant’s Deferred Cash Account and Deferred Stock Account that was deferred or became vested after December 31, 2004, with
earnings and losses attributable thereto pursuant to Sections 5 and 6. 

  

	 	(b)	Beneficiary or Beneficiaries means a person or persons or other entity designated on a beneficiary designation form by a Participant as allowed in this Plan to receive
Deferred Benefit payments. If there is no valid designation by the Participant, or if the designated Beneficiary or Beneficiaries fail to survive the Participant or otherwise fail to take the Benefit, the Participant’s Beneficiary is the
Participant’s surviving spouse or, if there is no surviving spouse, the Participant’s estate. A Participant may use a beneficiary designation form (in the form and manner acceptable to the Committee) to designate one or more Beneficiaries
for all of the Participant’s Deferred Benefit; such designations are revocable. 

  

	 	(c)	Board means the Board of Directors of Marathon Oil Corporation. 

	 	(d)	Code means the Internal Revenue Code of 1986 as amended, including regulations and other guidance of general applicability promulgated thereunder. 

 

	 	(e)	Code section 409A means, collectively, section 409A of the Code and any Treasury and Internal Revenue Service regulations and guidance issued thereunder.

  

	 	(f)	Committee means the Corporate Governance and Nominating Committee of the Board or such other committee of the Board as the Board may designate to administer the Plan. In the
event the Committee has delegated any authority or responsibility under the Plan in accordance with Section 12, the term “Committee” where used herein shall also refer to the applicable delegate. 

  

	 	(g)	Common Stock means the common stock of the Corporation. 

  

	 	(h)	Common Stock Unit means a book-entry unit equal in value to a share of Common Stock. A Participant shall be credited with one Common Stock Unit for each stock unit or
hypothetical share of Common Stock granted pursuant to a Director Stock Award (or any successor stock incentive arrangement). 

  

	 	(i)	Corporation means Marathon Oil Corporation or any successor thereto. 

  

	 	(j)	Deferral Election Form means a document designated by the Committee for the purpose of allowing a Participant to elect deferrals under Section 3.

  

	 	(k)	Deferral Year means the calendar year for which a Participant has elected to defer amounts under this Plan. 

  

	 	(l)	Deferred Benefit means a Participant’s Deferred Cash Account and Deferred Stock Account under the Plan. 

  

	 	(m)	Deferred Cash Account means that bookkeeping record established for each Participant to reflect the status of the Participant’s Deferred Cash Benefit under this Plan. A
Deferred Cash Account: (i) is established only for purposes of measuring a Deferred Cash Benefit and not to segregate assets or to identify assets that may or must be used to satisfy a Deferred Cash Benefit; (ii) will be credited with that
portion of the Participant’s Retainer Fee deferred as a Deferred Cash Benefit according to a Deferral Election Form; and (iii) will be credited periodically with earnings and losses as provided under Section 5.

  

	 	(n)	Deferred Cash Benefit means the amount of Retainer Fees deferred by a Participant under Section 3. 

  

 -2- 

	 	(o)	Deferred Stock Account means that bookkeeping record established for each Participant to reflect the status of the Participant’s Deferred Stock Benefit under this Plan.
A Deferred Stock Account is established only for purposes of measuring Common Stock Units and not to segregate assets or to identify assets that may or must be used to satisfy a Deferred Stock Benefit. A Deferred Stock Account will be credited with
the Common Stock Units that are awarded to a Participant annually or at such other times that awards are made and deferred. A Deferred Stock Account will be credited periodically with additional Common Stock Units that reflect the value of dividends
paid on Common Stock pursuant to Section 6. 

  

	 	(p)	Deferred Stock Benefit means the number of Common Stock Units that are deferred pursuant to Section 3. In addition to the Common Stock Units granted pursuant to any
Director Stock Award, a Participant’s Deferred Stock Benefit shall also include any Common Stock Units granted prior to 2007 pursuant to any predecessor arrangement. 

  

	 	(q)	Directors means those duly named members of the Board. 

  

	 	(r)	Director Stock Award means an award providing for the grant of Common Stock Units, including awards governed by the 2007 Incentive Compensation Plan Administrative
Regulations for Annual Director Stock Awards or, in the discretion of the Committee, any successor stock incentive award. 

  

	 	(s)	Distribution Election Form means the form submitted by a Participant prior to 2008 to elect the time and form of payment of the Participant’s Deferred Benefit.

  

	 	(t)	Election Date means the date established by this Plan as the date before which a Participant must submit a valid Deferral Election Form to the Committee. For each Deferral
Year, the Election Date is December 31 of the preceding calendar year. Notwithstanding the foregoing, the Committee may set an earlier date as the Election Date for any Deferral Year. All Election Dates shall be established in conformity with
Code section 409A. 

  

	 	(u)	Grandfathered Benefit means that portion of a Participant’s Deferred Cash Account and Deferred Stock Account that is exempt from Code section 409A because it was
deferred and vested as of December 31, 2004, as adjusted to reflect any earnings or losses thereto pursuant to Sections 5 and 6. 

  

	 	(v)	Participant means a Director who is not simultaneously an employee of the Corporation. 

  

	 	(w)	Plan means the Marathon Oil Corporation Deferred Compensation Plan for Non-Employee Directors. 

  

 -3- 

	 	(x)	Retainer Fee means that portion of a Participant’s compensation that is fixed and paid without regard to the Participant’s attendance at meetings.

  

	 	(y)	Separation from Service shall have the same meaning as set forth under Code section 409A. 

  

	 	(z)	Specified Employee shall have the same meaning as set forth under Code section 409A and as determined by the Corporation in accordance with its established policy.

  

	3.	Deferral Election 

 A deferral election is valid
when a Deferral Election Form is completed, signed by the Participant, and received by the Committee. Deferral elections are governed by the provisions of this section. 
  

	 	(a)	No later than each Deferral Year’s Election Date, each Participant may submit a Deferral Election Form to defer until after Separation from Service the receipt of any portion
up to 100 percent of the Participant’s Retainer Fee for the Deferral Year in the form of a Deferred Cash Benefit. In the event an individual becomes a Director and is first eligible to participate during a Deferral Year, such Director may
submit a Deferral Election Form no later than thirty (30) days following the effective date of the individual’s position as a Director, provided that, to the extent required by Code section 409A, the Retainer Fee subject to the election
shall be prorated in accordance with Code section 409A. 

  

	 	(b)	Common Stock Units awarded pursuant to a Director Stock Award are automatically deferred and accounted for in a Deferred Stock Account and are not subject to any Deferral Election.

  

	 	(c)	If it does so before the last business day preceding the Deferral Year, the Committee may reject or modify any Deferral Election Form for such Deferral Year and the Committee is not
required to state a reason for such action. However, the Committee’s rejection or modification of any Deferral Election Form must be based upon action taken without regard to any vote of the Participant whose Deferral Election Form is under
consideration, and the Committee’s rejections or modifications must be made on a uniform basis with respect to similarly situated Participants. If the Committee rejects or modifies a Deferral Election Form, the Participant must be paid the
Retainer Fee that the Participant is entitled to receive after taking into account the rejected or modified Deferral Election Form. 

  

	 	(d)	A Participant may not revoke a Deferral Election Form after the Deferral Year begins. Any writing signed by a Participant expressing an intention to revoke the Participant’s
Deferral Election Form before the close of business on the relevant Election Date is a revocation. In the event the Retainer Fee is paid in more than one payment during a Deferral Year, a Participant’s deferral may be taken from such Retainer
Fee ratably during the applicable Deferral Year or in any other manner determined by the Committee; provided that such deferrals during the Plan Year, in the aggregate, reflect the Participant’s deferral election in accordance with Code section
409A. 

  

 -4- 

	4.	Effect of No Election 

 For any Participant who does
not submit a valid Deferral Election Form to the Committee by the Election Date for a Deferral Year, the Participant’s Deferral Election Form then in effect shall remain effective for the upcoming Deferral Year. Any Participant who does not
submit a valid Deferral Election Form by the Election Date and does not have a deferral election then in effect may not defer any part of the Participant’s Retainer Fee for the Deferral Year. 
  

	5.	Deferred Cash Benefits 

  

	 	(a)	The Deferred Cash Account for each Participant will be credited with deemed investment returns as provided in section 5(b). Deferred Cash Benefits are credited to the applicable
Participant’s Deferred Cash Account as of the day the Retainer Fees would have been paid but for the deferral. 

  

	 	(b)	A Participant may select one or more investment options approved by the Committee for the Participant’s Deferred Cash Benefits, and earnings and loses from such investment
options will be credited to the Participant’s Deferred Cash Account at periods determined by the Committee. A Participant may change the investment allocation of the Participant’s Deferred Cash Account at any time.

  

	6.	Deferred Stock Benefit 

  

	 	(a)	Each Common Stock Unit held in a Deferred Stock Account will increase or decrease in value by the same amount and with the same frequency as the fair market value of a share of
Common Stock. Each Deferred Stock Account will be credited as of the date the annual retainer fee would otherwise have been payable with the number of Common Stock Units determined either based on the closing price of a share of Common Stock on the
NYSE on the date of such credit to the Deferred Stock Account or in any other manner established by the Committee from time to time. 

  

	 	(b)	Each Deferred Stock Account will be credited on or about each Common Stock dividend payment date with additional Common Stock Units, including fractional units, in a quantity equal
to the quotient of the dividends payable on the quantity of shares equal to the number of Common Stock Units in such account divided by the value of a share of Common Stock on the date of that payment as determined in accordance with the manner
established by the Committee from time to time. 

  

	 	(c)	In the event of a reorganization, recapitalization, stock split, stock dividend, combination of shares, merger, consolidation, rights offering or any other change in the corporate
structure, the number and kind of Common Stock Units credited to each Participant’s Deferred Stock Account shall be adjusted accordingly. 

  

 -5- 

	7.	Distributions 

  

	 	(a)	A Deferred Cash Benefit must be distributed in cash. A Deferred Stock Benefit must be distributed in shares of Common Stock and such distribution will correspond to, and equal to
the number of, the Common Stock Units credited to the Participant’s Deferred Stock Account; provided that cash must be paid in lieu of fractional shares of the Common Stock otherwise distributable. 

  

	 	(b)	Except as otherwise provided in this Section 7, a Participant’s Deferred Benefit shall be paid in a lump sum on the first day of the calendar month following the
expiration of 45 days after the Participant’s Separation from Service for any reason other than death. 

  

	 	(c)	In the event of the death of a Participant, the Participant’s Deferred Benefit shall be paid to the Participant’s Beneficiary (or Beneficiaries) in a lump sum in the
February of the year following the Participant’s death or if earlier, on the first day of the calendar month following the expiration of 45 days after the Participant’s Separation from Service as described in Section 7(b) (or, in the
event of a Separation from Service of a Specified Employee not on account of death, within the 45-day period described in Section 7(d)). 

  

	 	(d)	Distribution of the Deferred Benefit of a Participant who the Committee determines is a Specified Employee (other than the Participant’s Grandfathered Benefit) shall commence
within the 45-day period following the first of the month following 6 months after Separation from Service (other than a Separation from Service on account of the death of Participant). In the event of a Separation from Service of a Specified
Employee on account of death, payment shall be made pursuant to Section 7(c). Payment of a Specified Employee’s Grandfathered Benefit shall be made pursuant to Sections 7(b) or 7(e), as applicable. 

  

	 	(e)	Notwithstanding any contrary provisions of this Section 7 (other than Section 7(d)), in the event a Participant submitted a Distribution Election Form prior to 2008 and
such Participant incurs a Separation from Service prior to 2010 (including a Separation from Service on account of death), such Participant’s Deferred Benefit will be paid (or continue to be paid) in accordance with the terms of such election.
In the event a Participant incurs a Separation of Service after 2009, any such Distribution Election Form shall be void and payment shall be made as otherwise provided in this Section 7. 

  

	 	(f)	Distributions of 409A Benefits prior to January 1, 2009 were made under reasonable good faith interpretations of Code section 409A and transition guidance provided thereunder.

  

 -6- 

	8.	Corporation’s Obligation 

  

	 	(a)	The Plan is unfunded. A Deferred Benefit is at all times solely a contractual obligation of the Corporation. A Participant and the Participant’s Beneficiaries have no right,
title or interest in the Participant’s Deferred Benefit or any claim against them. Except according to section 8(b), the Corporation will not segregate any funds or assets for Deferred Benefits nor issue any notes or security for the payment of
any Deferred Benefit. 

  

	 	(b)	The Corporation may establish a grantor trust and transfer to that trust shares of the Common Stock or other assets. The governing trust agreement must require a separate account to
be established for each electing Participant. The governing trust agreement must also require that all Corporation assets held in trust remain at all times subject to the Corporation’s creditors. 

  

	9.	Control by Participant 

 A Participant has no
control over the Participant’s Deferred Benefit except according to the Participant’s Deferral Election Form, Distribution Election Form, and Beneficiary Designation Form. 
  

	10.	Claims Against Participant’s Deferred Benefit 

 A Deferred Benefit relating to a Participant under this Plan is not subject in any manner to anticipation, alienation, sale, transfer, assignment, pledge, encumbrance, or charge, and any attempt to do so is void. A Deferred Benefit is not
subject to attachment or legal process for a Participant’s debts or other obligations. Nothing contained in this Plan gives any Participant any interest, lien or claim against any specific asset of the Corporation. A Participant or the
Participant’s Beneficiary has no rights other than as a general creditor. The Plan shall not recognize or give effect to any domestic relations order attempting to alienate, transfer or assign any Deferred Benefits. 
  

	11.	Amendment or Termination 

 This Plan may be altered,
amended, suspended, or terminated at any time by the Committee, provided that with respect to 409A Benefits such action shall conform to the requirements of Code section 409A. No future amendment to the Plan shall apply to Grandfathered Benefits to
the extent such provision or amendment would constitute a “material modification” within the meaning of Code section 409A with respect to the Grandfathered Benefits unless such amendment expressly indicates otherwise. 
  

	12.	Administration 

 The Committee shall have the full
and exclusive power and authority to administer this Plan and to take all actions that are specifically contemplated hereby or are necessary or appropriate in connection with the administration hereof. The Committee shall also have full and
exclusive power to interpret this Plan, to adopt such rules, regulations and guidelines for carrying out this Plan as it may deem necessary or proper, and to delegate some or all of its authority or responsibilities under this Plan to any other
person or entity. The Committee may correct any defect or supply an omission or reconcile any inconsistency in this Plan in the manner and to the extent the Committee deems necessary or desirable to further the Plan purposes. Any decision of the
Committee in the interpretation and administration of this Plan shall lie within its sole and absolute discretion and shall be final, conclusive and binding on all parties concerned. 
  

 -7- 

	13.	Notices 

 Notices and elections under this Plan may
be in writing or in electronic format. A notice or election is deemed delivered if it is delivered personally or if it is mailed by registered or certified mail or via electronic delivery to the person at the individual’s last known business
address or electronic mail address. 
  

	14.	Waiver 

 The waiver of a breach of any provision in
this Plan does not operate as and may not be construed as a waiver of any later breach. 
  

	15.	Construction 

 This Plan is created, adopted,
maintained and governed according to the laws of the state of Delaware. Headings and captions are only for convenience; they do not have substantive meaning. If a provision of this Plan is not valid or not enforceable, the validity or enforceability
of any other provision is not affected. Use of one gender includes all, and the singular and plural include each other. This Plan is intended to conform to the requirements of Code section 409A and shall be interpreted accordingly. 
  

	16.	Effective Date 

 The effective date of the Plan is
January 1, 2009. 
  

 -8- 

 Special Appendix to the 
 MARATHON OIL CORPORATION DEFERRED COMPENSATION PLAN 
 FOR NON-EMPLOYEE
DIRECTORS 
 Special Provisions Applicable to Non-Employee Directors Subject to Taxation 
 under the Provisions of the Income Tax Act (Canada) 
 This special appendix sets forth special provisions of the Plan that apply to Canadian Directors. This special appendix shall become effective on
January 1, 2009 and shall apply to all Deferred Stock Awards granted or made to a Canadian Director on or after such date. For avoidance of doubt, nothing in this special appendix shall be deemed to modify the Plan as it relates to Directors
who are not Canadian Directors. 
  

	1.	Definitions 

 For purposes of this special appendix:

  

	(a)	Affiliate means an affiliate of the Corporation as the term “affiliate” is defined in paragraph 8 of Canada Revenue Agency Interpretation Bulletin IT-337R4,
Retiring Allowances [Consolidated], dated February 1, 2006, as such publication may be amended from time to time. 

  

	(b)	Canadian Director means a Director who is a resident, at any material time, of Canada for the purposes of the ITA. 

  

	(c)	ITA means the Income Tax Act (Canada) and the regulations thereto, as may be amended from time to time. 

  

	(d)	Termination Date means, with respect to a Canadian Director, the earliest date on which both of the following conditions are met: (i) the Canadian Director has ceased to
serve as a Director and is not a director of an Affiliate of the Corporation; and (ii) the Canadian Director is not an employee of the Corporation or any Affiliate thereof. 

  

	2.	Compliance with Regulation 6801(d) 

 Notwithstanding
any provision of the Plan to the contrary, it is intended that, with respect to Canadian Directors, the provisions of the Plan, including this special appendix, comply with the requirements of paragraph (l) of the definition of “salary
deferral arrangement” in subsection 248(1) of the ITA and Regulation 6801(d) to the ITA (and any successor provisions thereto), and all provisions of the Plan shall be construed and interpreted in a manner consistent with such requirements.

  

	3.	Receipt of Deferred Stock Benefit 

  

	(a)	Notwithstanding any provisions of the Plan to the contrary, any Canadian Director whose Common Stock Units are to be automatically deferred and accounted for in a Deferred Stock
Account shall receive such credit in his or her Deferred Stock Account immediately prior to the time that the Common Stock Units would otherwise be granted. 

  

 -9- 

	(b)	For greater certainty, Deferred Stock Benefits and Common Stock Units are not shares of Common Stock or other securities of the Corporation and do not entitle a Participant to any
stockholder rights, including, without limitation, voting rights, dividend entitlement or rights on liquidation. 

  

	4.	Distributions to Canadian Directors 

 The value of a Canadian Director’s Deferred Stock Account shall be distributed following such
Canadian Director’s Termination Date in accordance with Section 7 of the Plan and, in all circumstances, shall be paid out (less applicable withholdings) no later than December 31st of the year commencing immediately after the Canadian Director’s Termination Date. 
  

	5.	No Additional Benefit 

 For greater certainty, no
amount will be paid to, or in respect of, a Canadian Director (or a person with whom the Canadian Director does not deal with at arm’s length, within the meaning of the ITA) under the Plan or pursuant to any other arrangement, and no additional
Deferred Stock Benefits will be granted to a Canadian Director to compensate, in whole or in part, for a downward fluctuation in the fair market value of the Common Stock, nor will any other form of benefit be conferred upon, or in respect of, a
Canadian Director (or a person with whom the Canadian Director does not deal with at arm’s length, within the meaning of the ITA) for such purpose. 
  

	6.	Amendment of Special Appendix 

 This special
appendix may be altered, amended, suspended or terminated at any time by the Committee, provided that such amendments shall not adversely affect the previously accrued rights of any Canadian Director and further provided that any amendment or
termination of the Plan shall be such that, with respect to each Canadian Director, the Plan continuously meets the requirements of Regulation 6801(d) to the ITA or any successor provision thereto. 
  

 -10-

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