Document:

EXHIBIT 10.21

 Exhibit 10.21 
 SUMMARY PLAN DESCRIPTION 

MCG Capital Corporation 401k Plan 

 MCG Capital Corporation 401k Plan 

 

											
	 SUMMARY PLAN DESCRIPTION
	  	 	1	  
				
	 I.
	 		 	 BASIC PLAN INFORMATION
	  	 	2	  
					
	 A.
	 		 		 	ACCOUNT	  	 	2	  
	 B.
	 		 		 	BENEFICIARY	  	 	2	  
	 C.
	 		 		 	DEFERRAL CONTRIBUTION	  	 	2	  
	 D.
	 		 		 	EMPLOYEE	  	 	2	  
	 E.
	 		 		 	EMPLOYER	  	 	2	  
	 F.
	 		 		 	ERISA	  	 	2	  
	 G.
	 		 		 	HIGHLY COMPENSATED EMPLOYEE	  	 	2	  
	 H.
	 		 		 	NON-HIGHLY COMPENSATED EMPLOYEE	  	 	2	  
	 I.
	 		 		 	PARTICIPANT	  	 	2	  
	 J.
	 		 		 	PLAN TYPE	  	 	3	  
	 K.
	 		 		 	PLAN ADMINISTRATOR	  	 	3	  
	 L.
	 		 		 	PLAN NUMBER	  	 	3	  
	 M.
	 		 		 	PLAN SPONSOR	  	 	3	  
	 N.
	 		 		 	PLAN YEAR	  	 	3	  
	 O.
	 		 		 	SERVICE OF PROCESS	  	 	3	  
	 P.
	 		 		 	TRUSTEE	  	 	3	  
				
	 II.
	 		 	 PARTICIPATION
	  	 	3	  
					
		 	 A.
	 		 	 ELIGIBILITY REQUIREMENTS
	  	 	3	  
				
	 III.
	 		 	 CONTRIBUTIONS
	  	 	4	  
					
	 A.
	 		 		 	COMPENSATION	  	 	4	  
	 B.
	 		 		 	EMPLOYEE DEFERRAL CONTRIBUTIONS	  	 	4	  
		 		 	1.	 	 Regular Deferral Contributions
	  	 	4	  
		 		 	2.	 	 Additional Deferrals
	  	 	5	  
		 		 	3.	 	 Bonus Contributions
	  	 	5	  
		 		 	4.	 	 Age 50 and Over Catch-Up Contributions
	  	 	5	  
	 C.
	 		 		 	EMPLOYER MATCHING CONTRIBUTIONS	  	 	5	  
		 		 	1.	 	 Discretionary Matching Contributions
	  	 	5	  
		 		 	2.	 	 Safe Harbor Matching Contributions
	  	 	5	  
	 D.
	 		 		 	NONELECTIVE CONTRIBUTIONS	  	 	6	  
		 		 	1.	 	 Discretionary Nonelective Contributions
	  	 	6	  
	 E.
	 		 		 	QUALIFIED NONELECTIVE CONTRIBUTIONS	  	 	6	  
	 F.
	 		 		 	LIMIT ON CONTRIBUTIONS	  	 	6	  
	 G.
	 		 		 	ROLLOVER CONTRIBUTIONS	  	 	6	  
				
	 IV.
	 		 	 INVESTMENTS
	  	 	7	  
					
		 	 A.
	 		 	 INVESTMENTS
	  	 	7	  
		 	 B.
	 		 	 STATEMENT OF ACCOUNT
	  	 	7	  
		 	 C.
	 		 	 ELECTION
	  	 	7	  
				
	 V.
	 		 	 VESTING
	  	 	7	  
					
		 	 A.
	 		 	 FORFEITURE AND RE-EMPLOYMENT
	  	 	8	  
				
	 VI.
	 		 	 PARTICIPANT LOANS
	  	 	9	  
					
		 	 A.
	 		 	 GENERAL LOAN RULES
	  	 	9	  
		 	 B.
	 		 	 SPECIFIC LOAN PROCEDURES
	  	 	9	  
		 		 	 1.
	 	 Loan Application
	  	 	9	  
		 		 	 2.
	 	 Loan Amount
	  	 	9	  
		 		 	 3.
	 	 Number of Loans
	  	 	9	  
		 		 	 4.
	 	 Interest Rate
	  	 	9	  
		 		 	 5.
	 	 Loan Repayments and Loan Maturity
	  	 	10	  
		 		 	 6.
	 	 Default or Termination of Employment
	  	 	10	  

  

  
  

			
	MCG Capital Corporation 401k Plan	  	i

											
	VII.	  	        IN SERVICE WITHDRAWALS	  	10
					
		  	A.	  		  	HARDSHIP WITHDRAWALS	  	10
		  	B.	  		  	WITHDRAWALS AFTER AGE
59 1/2	  	10
		  	C.	  		  	WITHDRAWALS AFTER AGE
70 1/2	  	11
		  	D.	  		  	WITHDRAWALS AFTER NORMAL RETIREMENT AGE	  	11
		  	E.	  		  	WITHDRAWALS OF ROLLOVER CONTRIBUTIONS	  	11
			
	VIII.	  	        DISTRIBUTION OF BENEFITS	  	11
					
		  	A.	  		  	ELIGIBILITY FOR BENEFITS	  	11
		  	B.	  		  	DISTRIBUTABLE EVENTS	  	12
		  		  	1.	  		  	Death	  	12
		  		  	2.	  		  	Disability	  	12
		  		  	3.	  		  	Retirement	  	12
		  		  	4.	  		  	Minimum Required Distributions	  	12
		  		  	5.	  		  	Termination of Employment	  	12
					
		  	C.	  		  	FORM OF PAYMENTS	  	12
					
		  		  	1.	  	Lump Sum Distributions	  	12
		  		  		  	a)	  	    Non-rollover Distribution	  	12
		  		  		  	b)	  	    Direct Rollover Distribution	  	13
		  		  		  	c)	  	    Combination Non-rollover Distribution and Direct Rollover Distribution	  	13
			
	IX.	  	        MISCELLANEOUS INFORMATION	  	13
					
		  	A.	  		  	BENEFITS NOT INSURED	  	13
		  	B.	  		  	ATTACHMENT OF YOUR ACCOUNT	  	14
		  	C.	  		  	PLAN-TO-PLAN TRANSFER OF ASSETS	  	14
		  	D.	  		  	PLAN AMENDMENT	  	14
		  	E.	  		  	PLAN TERMINATION	  	14
		  	F.	  		  	INTERPRETATION OF PLAN	  	14
		  	G.	  		  	ELECTRONIC DELIVERY	  	14
			
	X.	  	        INTERNAL REVENUE CODE TESTS	  	14
					
		  	A.	  		  	NON-DISCRIMINATION TESTS	  	15
		  	B.	  		  	TOP HEAVY TEST	  	15
			
	XI.	  	        PARTICIPANT RIGHTS	  	15
					
	A.	  		  		  	CLAIMS	  	15
		  		  	1.	  		  	Claims Procedures	  	15
		  		  	2.	  		  	Review Procedures (For Appeal of an Adverse Benefit Determination)	  	16
	B.	  		  		  	STATEMENT OF ERISA RIGHTS	  	17
			
	XII.	  	        SERVICES AND FEES	  	18
			
	APPENDIX A.	  	        INVESTMENT OPTIONS	  	19

  
  

			
	MCG Capital Corporation 401k Plan	  	ii

 SUMMARY PLAN DESCRIPTION 

MCG CAPITAL CORPORATION 401K PLAN 

The MCG Capital Corporation 401k Plan (the “Plan”) of MCG Capital Corporation has been amended as of 01/01/2011 (the “Effective
Date”). This Plan is intended to be a qualified retirement plan under the Internal Revenue Code. 
 The purpose of the plan is to enable
eligible Employees to save for retirement. As well as retirement benefits, the plan provides certain benefits in the event of death, disability, or other termination of employment. The Plan is for the exclusive benefit of eligible Employees and
their Beneficiaries. 
 This booklet is called a Summary Plan Description (“SPD”) and it contains a summary in understandable language
of your rights and benefits under the plan. If you have difficulty understanding any part of this SPD, you should contact the Plan Administrator identified in the Basic Plan Information section of this document during normal business hours for
assistance. 
 This SPD is a brief description of the principal features of the plan document and trust agreement and is not meant to interpret,
extend or change these provisions in any way. A copy of the plan document is on file with the Plan Administrator and may be read by any employee at any reasonable time. The plan document and trust agreement shall govern if there is a discrepancy
between this SPD and the actual provisions of the plan. 
 This SPD is based on the federal tax implications of your participation in the Plan,
transactions made within your Account, and distributions you may receive from the plan. The state tax implications of your participation and these transactions should be determined based on an examination of appropriate state law. Please consult
with your tax advisor if you have any questions regarding state tax law. 

  
  

			
	MCG Capital Corporation 401k Plan	  	1

 I. Basic Plan Information 
 The information in this section contains definitions to some of the terms that may be used in this SPD and general Plan information. If the first letter of any of the terms defined below is capitalized
when it is used within this SPD, then it represents the indicated defined term. 
  

	A.	Account 

 An Account shall be established
by the Trustee to record contributions made on your behalf and any related income, expenses, gains or losses. It may also be referred to as an Account balance. 
  

	B.	Beneficiary 

 This is the person or
persons (including a trust) you designate, or who are identified by the plan document if you fail to designate or improperly designate, who will receive your benefits in the event of your death. You may designate more than one Beneficiary.

  

	C.	Deferral Contribution 

 This is a
contribution taken directly from the pay of an Employee and contributed to the Plan, subject to certain limits (described below). The plan permits you to make only pre-tax Deferral Contributions. 

 

	D.	Employee 

 An Employee is an individual
who is employed by your Employer as a common law employee or, in certain cases, as a leased employee and is not terminated. 
  

	E.	Employer 

 The name and address of your
Employer is: 
 MCG Capital Corporation 

1100 Wilson Blvd. 
 Ste. 3000 

Arlington, VA 22209 
 (703) 247-7512

 Your Employer’s federal tax identification number is: 54-1889518 

 

	F.	ERISA 

 The Employee Retirement Income
Security Act of 1974 (ERISA) identifies the rights of Participants and Beneficiaries covered by a qualified retirement plan. 
  

	G.	Highly Compensated Employee 

 An Employee
is considered a highly compensated Employee if (i) at anytime during the current or prior year you own, or are considered to own, at least five percent of your Employer, or (ii) received compensation from your Employer during the prior
year in excess of $110,000, as adjusted. 
  

	H.	Non-Highly Compensated Employee 

 An
Employee who is not a Highly Compensated Employee. 
  

	I.	Participant 

 A participant is an eligible
Employee who has satisfied the eligibility and entry date requirements and is eligible to participate in the Plan or a formerly eligible Employee who has an account balance remaining in the Plan. 

  
  

			
	MCG Capital Corporation 401k Plan	  	2

	J.	Plan Type 

 The MCG Capital Corporation
401k Plan is a defined contribution plan. These types of plans are commonly described by the method by which contributions for participants are made to the plan. The MCG Capital Corporation 401k Plan is a 401(k) deferral plan. More information about
the contributions made to the plan can be found in Section III, Contributions. 
  

	K.	Plan Administrator 

 The Plan
Administrator is responsible for the administration of the Plan and its duties are identified in the plan document. In general, the Plan Administrator is responsible for providing you and your Beneficiaries with information about your rights and
benefits under the Plan. The name and address of the Plan Administrator is: 
 MCG Capital Corporation 

1100 Wilson Blvd. 
 Ste. 3000 

Arlington, VA 22209 
 (703) 247-7512

  

	L.	Plan Number 

 The three digit IRS number
for the Plan is 001. 
  
  

	M.	Plan Sponsor 

 Your Employer is the
sponsor of the Plan. 
  

	N.	Plan Year 

 The Plan Year is the
twelve-month period ending on the last day of December. Your Employer may only change or have changed the Plan Year by amending and restating to a new Plan Document. 
  

	O.	Service of Process 

 The plan’s agent
for service of legal process is the Plan Administrator. 
  

	P.	Trustee 

 The trustee is responsible for
trusteeing the Plan’s assets. The trustee’s duties are identified in the trust agreement and relate only to the assets in its possession. The name and address of the Plan’s Trustee are: 

Fidelity Management Trust Company 
 82
Devonshire Street 
 Boston, MA 02109 
 II. Participation 
  

	A.	Eligibility Requirements 

 You are
eligible to participate in the Plan if you are an Employee. However, you are not eligible to participate if you are: 
  

	 	•	 	 a resident of Puerto Rico 

  

	 	•	 	 Interns/Temporary Employees. However, if you are in the group(s) listed below, you shall become eligible to participate in the plan on the first entry
date after you have reached age 21 and have completed at least 1,000 Hours of Service during an Eligibility Computation Period: 

  

	 	•	 	 Interns/Temporary Employees. 

 You are also not eligible to participate if you are an individual who is a signatory to a contract, letter of agreement, or other document that acknowledges your status as an independent contractor not
entitled to benefits under the Plan 

  
  

			
	MCG Capital Corporation 401k Plan	  	3

 
and you are not otherwise classified by the Employer as a common law employee or the Employer does not withhold income taxes, file Form W-2 (or any replacement form), or remit Social Security
payments to the Federal government for you, even if you are later adjudicated to be a common law employee. 
 You will become eligible to
participate in the Plan according to the table below: 
  

							
	 Contribution type
	  	 Age Requirement
	  	 Service Requirement
	  	 Entry Date

	All Sources	  	None	  	None	  	 First day of Plan Year and first
 day of fourth, seventh, and
tenth months

 Service with the following
predecessor employer, if applicable, shall be counted for eligibility purposes: Kagan Research, LLC. Once you become a Participant you are eligible to participate in the Plan until you terminate your employment with your Employer or become a member
of a class of Employees excluded from the Plan. If you terminate your employment after you have met the eligibility requirements, and are later re-employed by your Employer, you will again be eligible to participate in the Plan when you complete one
hour of service. 
 III. Contributions 
 After you satisfy the participation requirements in Section II of this Summary Plan Description, you will be eligible to make Deferral Contributions. In addition, your Employer may make matching and
nonelective contributions to your Account. The type(s) of contributions available under the Plan are described in this section. 
  

	A.	Compensation 

 Compensation must be
defined to compute contributions under the Plan. For purposes of determining contributions, only Compensation paid to you for services you performed while employed as an Eligible Employee shall be considered. Eligible compensation for computing
contributions under the Plan is the taxable compensation for a Plan Year reportable by your Employer on your IRS Form W-2, excluding reimbursements or other expense allowances, fringe benefits, moving expenses, deferred compensation and welfare
benefits and including salary reduction contributions you made to an Employer sponsored cafeteria, qualified transportation fringe, simplified employee pension, 401(k), 457(b) or 403(b) plan. 
 The definition of compensation for your plan for purposes of computing contributions also excludes certain amounts from certain contribution source types as indicated in the table below. 

 

			
	 Source
	  	 Exclusion (s)

	Employee Deferral Contributions, Safe Harbor Match and
Qualified Nonelective Contributions	  	Severance pay received prior to termination.
		
	Employer Matching Contributions	  	Severance pay received prior to termination.
		
	Employer Nonelective Contributions	  	Severance pay received prior to termination.

 Compensation
for your first year of eligible Plan participation will be measured only for that portion of your initial Plan Year that you are eligible. Tax laws limit the amount of compensation that may be taken into account each Plan Year; the maximum amount
for the 2011 Plan Year is $245,000. 
  

	B.	Employee Deferral Contributions 

  

	 	1.	Regular Deferral Contributions 

 You may elect to defer a percentage of your eligible compensation into the Plan after you satisfy the Plan’s eligibility requirements. The percentage of your eligible compensation you elect will be
withheld from each payroll and contributed to an Account in the Plan on your behalf. For pre-tax contributions being withheld from your compensation, the percentage you defer is subject to an annual limit of the lesser of 60% of eligible
compensation or $16,500 (in 2011; thereafter as adjusted by the Secretary of the Treasury) in a calendar year. 

  
  

			
	MCG Capital Corporation 401k Plan	  	4

 All Deferral Contributions will be withheld from your pay on a pre-tax basis (for federal
income tax purposes). 
 Your Deferral Contributions cannot be forfeited for any reason, however, there are
special Internal Revenue Code rules that must be satisfied and may require that some of your contributions be returned to you. The Plan Administrator will notify you if any of your contributions will be returned. You may increase or decrease the
amount you contribute as of the next January 1, April 1, July 1, or October 1. You may also completely suspend your contributions which you may resume as of the next January 1, April 1, July 1,
or October 1. If you want to increase, decrease, suspend, or resume your Deferral Contributions, you must call the Fidelity Retirement Benefits Line at 1-800-835-5097 or access the NetBenefits® web site at www.401k.com. 
  

	 	2.	Additional Deferrals 

 You
may make additional Deferral Contributions during the payroll period(s) designated by your Employer. You may defer a whole percentage between 1 and 100% of your eligible compensation into the Plan by completing a special election form. The total
amount of your additional, bonus, and regular Deferral Contributions for the Plan Year may not exceed 60% of your eligible compensation or other applicable Internal Revenue Code limits. Your Employer may refuse to accept any or all of your
additional Deferral Contributions if they will have an adverse effect on the Plan’s annually required Internal Revenue Code tests. 
  

	 	3.	Bonus Contributions 

 You
may make Deferral Contributions on any Employer paid bonus. You may defer a whole percentage from 1% to 100% of any bonus designated by your Employer into the Plan by completing a special election form. The total amount of your bonus, additional,
and regular Deferral Contributions for the Plan Year may not exceed 60% of your eligible compensation or other applicable Internal Revenue Code limits. If you fail to make an election with regard to bonus compensation, then your Employer will make a
Deferral Contribution into the Plan from your bonus compensation at the same rate as is in place for your Regular Deferral Contributions. Your Employer may refuse to accept any or all of your bonus contribution if it will have an adverse effect on
the Plan’s annually required Internal Revenue Code test. 
  

	 	4.	Age 50 and Over Catch-Up Contributions 

 The Plan provides that participants who are projected to be age 50 or older by the end of the calendar year and who are making Deferral Contributions to the Plan may also make a catch-up contribution of
up to $5,500 (in 2011; thereafter as adjusted by the Secretary of the Treasury). 
  

	C.	Employer Matching Contributions 

 You
become eligible for matching contributions only if you make Deferral Contributions. For purposes of determining your matching contributions under the Plan, your Contributions will not include Age 50 and Over Catch-Up Contributions, except in unusual
circumstances where otherwise required by the safe harbor matching contributions formula. Employer matching contributions must be allocated to your Account in the Plan within prescribed legal time limits. 

 

	 	1.	Discretionary Matching Contributions 

 Discretionary matching contributions will be computed by your Employer based on your eligible compensation contributed to the Plan each Plan Year. 

Your Employer will limit the matching contributions to 4% of your eligible compensation contributed to the Plan. Your Employer will
communicate the amount of any annual discretionary matching contributions. 
  

	 	2.	Safe Harbor Matching Contributions 

 Your Employer has elected to make matching contributions to all Participants who are Non-Highly Compensated Employees in an amount equal to 100% of the first three percent of your eligible compensation,
and 50% of the next two percent of your eligible compensation, contributed to the Plan as Deferral Contributions. These contributions satisfy certain Internal Revenue Code requirements and eliminate the need for the Plan to perform certain
non-discrimination annual tests. You will be 100% vested in these contributions when made. These contributions may be distributed under the same circumstances which allow your Deferral Contributions to be distributed (i.e., death, disability,
separation from service, age 59 1/2, and termination of the plan without the establishment of a successor plan) but you may not request a hardship withdrawal of these contributions. Your Employer will provide written notice to you describing your
rights and obligations under 

  
  

			
	MCG Capital Corporation 401k Plan	  	5

 
the Plan generally 30 days to 90 days prior to the beginning of Plan Years for which these contributions will be made. If you become eligible to participate during the Plan Year, the notice will
be provided no more than 90 days before you become eligible. 
  

	D.	Nonelective Contributions 

  

	 	1.	Discretionary Nonelective Contributions 

 Your Employer may make discretionary nonelective contributions in an amount to be determined by the Board of Directors for each Plan Year. You must be employed as of the last day of the Plan Year to be
eligible for any nonelective contributions that may be made for that Plan Year. Discretionary nonelective contributions, if any, made to the Plan by your Employer will be allocated to your Account in the ratio that your eligible compensation bears
to the total eligible compensation paid to all eligible Participants. 
  

	E.	Qualified Nonelective Contributions 

 Your
Employer may designate all or a portion of any nonelective contributions for a Plan Year as “qualified nonelective contributions” and allocate them to Non-Highly Compensated Employees to help the Plan pass one or more annually required
Internal Revenue Code nondiscrimination test(s). You will be 100% vested in these contributions and may not request a hardship withdrawal of these contributions. 
  

	F.	Limit on Contributions 

 Federal law
requires that amounts contributed by you and on your behalf by your Employer for a given limitation year generally may not exceed the lesser of: $49,000 (or such amount as may be prescribed by the Secretary of the Treasury); or 100% of your annual
compensation. 
 The limitation year for purposes of applying the above limits is the twelve month period ending December 31st.
Contributions under this Plan, along with Employer contributions under any other Employer-sponsored defined contribution plans, may not exceed the above limits. If this does occur, then excess contributions in your Account may be forfeited or
refunded to you based on the provisions of the Plan document. You will be notified by the Plan Administrator if you have any excess contributions. Income tax consequences may apply on the amount of any refund you receive. 

 

	G.	Rollover Contributions 

 You can roll over
part or all of an eligible rollover distribution you receive from an eligible retirement plan into this Plan even if you have not yet satisfied the age and Eligibility service requirements described in Section II above; however you will not become a
Participant in the Plan and become entitled to make Deferral Contributions and share in Employer contributions until you have met the Plan’s eligibility and entry date requirements. An eligible retirement plan is a qualified plan under
Section 401(a), a 403(a) annuity plan, a 403(b) annuity contract, an eligible 457(b) plan maintained by a governmental employer, and an individual retirement account and individual retirement annuity. An eligible rollover distribution includes
any distribution from an eligible retirement plan, except any distribution from an individual retirement account or an individual retirement annuity consisting of nondeductible contributions or any distribution from a 403(b) annuity contract
consisting of after-tax employee contributions. Making Rollover Contributions to the Plan that consist of assets other than qualified 401(a) plan assets may result in the loss of favorable capital gains or ten year income averaging tax treatment
that may otherwise be available with respect to a lump sum distribution to you from the Plan. The loss of this favorable tax treatment may also occur if you make a Rollover Contribution to the Plan that consists of qualified 401(a) plan assets under
certain circumstances. If you may be eligible for this special tax treatment, you should consult your tax advisor and carefully consider the impact of making a Rollover Contribution to the Plan. 

The Plan Administrator must approve any Rollover Contribution and reserves the right to refuse to accept any such contribution. If your Rollover
Contribution to the Plan is not a direct rollover (i.e., you received a cash distribution from your eligible retirement plan), then it must be received by the Trustee within 60 days of your receipt of the distribution. Rollover Contributions may
only be made in the form of cash, allowable fund shares, or (if the Plan allows new loans in accordance with the terms of this SPD) promissory notes from an eligible retirement plan. Your Rollover Contributions Account will be subject to the terms
of this Plan and will always be fully vested and nonforfeitable. In general, if you receive an eligible rollover distribution as a surviving spouse of a participant or as 

  
  

			
	MCG Capital Corporation 401k Plan	  	6

 
a spouse or former spouse who is an “alternate payee” pursuant to a qualified domestic relations order (“QDRO”), you may also make a Rollover Contribution to the Plan.

 The Plan will not accept a Rollover Contribution of any amounts attributable to Roth (after-tax deferral) contributions made to another plan.

 IV. Investments 
  

	A.	Investments 

 The
Employee Retirement Income Security Act of 1974 (ERISA) imposes certain duties on the parties who are responsible for the operation of the Plan. These parties, called fiduciaries, have a duty to invest Plan assets in a prudent manner. However, an
exception exists for plans that comply with ERISA Section 404(c) and permit a Participant to exercise control over the assets in his/her Account and choose from a broad range of investment alternatives. This Plan is intended to be a
Section 404(c) plan. To the extent that you have directed the investment of assets in your Account under the Plan, you are responsible for the investment decisions you made relating to those assets and the Plan fiduciaries are not responsible
for any losses resulting from your investment instructions. In addition, you have the right to direct the trustee regarding mutual fund proxy voting based on the number of shares you own. Please see Appendix A for a list of the investments currently
available under the Plan. If you want additional information about any investment alternative, you may request any of the following information by contacting Fidelity by calling 1-800-835-5097 or by accessing NetBenefits® at www.401k.com: 
  

	 	•	 	 A description of the annual operating expenses of each investment fund (e.g., investment management fees, administrative fees, transaction costs) which
reduce the rate of return to you, and the aggregate amount of such expenses expressed as a percentage of average net assets of the designated investment alternative; 

 

	 	•	 	 Prospectuses, financial statements and reports, plus any other material provided to the Plan which relates to the available investment alternatives;

  

	 	•	 	 A list of the assets comprising the portfolio of each investment fund that constitute plan assets within the meaning of 29 CFR 2510.3 -101, the value
of each such asset (or the proportion of the investment fund which it comprises), and with respect to each such asset which is a fixed rate investment contract issued by a bank, savings and loan association or insurance company, the name of the
issuer of the contract, the term of the contract and the rate of return on the contract; 

  

	 	•	 	 Information concerning the value of shares or units of the investment funds available to you under the Plan, as well as the past investment performance
of such funds, determined net of expenses, on a reasonable and consistent basis; and 

  

	 	•	 	 Information concerning the value of shares or units in the investment funds held in your Plan account. 

 

	B.	Statement of Account 

The assets in the Plan are invested in available investment options and a separate Account is established for each Participant who
receives and/or makes a contribution. The value of your Account is updated each business day to reflect any contributions, exchanges between investment options, investment earnings or losses for each investment option and withdrawals. Your account
statement is available online through NetBenefits® at www.401k.com. You can view and print a statement
for any time period up to 24 previous months. A statement is also available to be automatically mailed to you every three months. You can initiate these mailings by logging on to NetBenefits® and selecting Mail Preferences under the Accounts tab. 
  

	C.	Election 

 The Plan is intended to qualify
as a Participant-directed plan under Section 404(c) of ERISA. This means that you are responsible for your investment decisions under the plan and any resulting investment activity. The plan fiduciaries, including, but not limited to, Fidelity
Management Trust Company and MCG Capital Corporation, are not responsible for any losses incurred as a result of your investment decisions. 
 V. Vesting 

  
  

			
	MCG Capital Corporation 401k Plan	  	7

 The term “vesting” refers to your nonforfeitable right to the money in your Account. You receive
vesting credit for the number of years that you have worked for your Employer. In addition, service with the following Employer will be included to determine the number of years of service for vesting purposes: Kagan Research, LLC. 

If you terminate your employment with your Employer, you may be able to receive a portion or all of your Account based on your vested percentage. You are
always 100% vested in your Rollover Contributions, Qualified Nonelective Contributions, Deferral Contributions, Safe Harbor Matching Employer Contributions and any earnings thereon. Your Employer Matching Contributions and Employer Nonelective
Contributions and any earnings thereon will be vested in accordance with the following schedule: 
  

			
	Years of Service	  	Vesting Percentage
	 less than 1
	  	0
	 1
	  	20
	 2
	  	40
	 3
	  	60
	 4
	  	80
	 5
	  	100

 Vesting under the Plan is based upon
the elapsed time method. Hours of service are not counted and instead periods of service are computed. A period of service starts with your date of employment and, generally, ends on your date of termination. Only your whole years of service with
your Employer will be counted to compute your years of service for vesting purposes. For example, if you work three years and ten months then for vesting purposes you will receive credit for three years of service. 

 

	A.	Forfeiture and Re-employment 

 If you
terminate your employment with your Employer and are less than 100% vested in your Employer Account, you may forfeit the non-vested portion of your Employer Account. A forfeiture will occur in the Plan Year that you receive a distribution of your
entire vested Account, or if you do not receive a distribution, after five consecutive one year breaks in service. Forfeitures are retained in the Plan and may first be used to pay administrative expenses. Any remaining amounts will be used to
reduce future Employer contributions payable under the Plan. 
 Example: (This example is for illustration purposes only.) Assuming you terminate
your employment in 2011 with the following Account: 
  

													
	Source	  	Amount	 	  	 Vested
 Percentage
	 	 	 Vested
 Amount
	 
	 Employee
	  	$	2,000	  	  	 	100	%† 	 	$	2,000	  
	 Employer
	  	$	1,000	  	  	 	80	% 	 	 	800	  
		  	 	 	 	  				 	 	 	 
	 Total
	  	$	3,000	  	  				 	$	2,800	  

 You received a $2,800 distribution in
2011 from the Plan. This represented a complete distribution of your Account. A $200 forfeiture will occur in 2011. 
  

	†	You are always 100% vested in your own employee Deferral Contributions and earnings in the Plan. 

 A one-year break in service occurs when you have less than one hour of service in the twelve consecutive month period beginning with the earlier of the day your employment terminates or the 12 month
anniversary of the date on which you are otherwise first absent from service. Notwithstanding the above, if you are absent from work due to a maternity or paternity leave, then the 12-consecutive month period beginning on the first anniversary of
the first date of that absence will not be a one-year break in service, and if you are absent from work due to a leave of absence under the Family and Medical Leave Act, no 12-consecutive month period beginning on the first anniversary of the first
date of that absence, and subsequent anniversaries, during which the absence continues, will be a one-year break in service, provided you return to work following the leave. 

  
  

			
	MCG Capital Corporation 401k Plan	  	8

 When any period of absence is due to military service entitling you to reemployment rights under federal law
and you return to work at the Employer or a Related Employer following that absence, there will be no break in service and you will be credited with service for the entire period of that absence. 

If you were a Participant when you terminated your employment and are re-employed by your Employer, then you will again become a Participant on the date
you complete one hour of service. Your period of employment before you were rehired is referred to as your pre-break service. Your period of employment after you were rehired is referred to as your post-break service. If you are re-employed after
incurring five consecutive one-year breaks in service then your post-break service will not count in determining your vesting percentage in your pre-break Account balance. Your post-break service will count in determining your vesting percentage in
your pre-break Account balance and any forfeited amounts will be restored to your Account if: 
  

	 	(1)	You are re-employed by your Employer before you incur five consecutive one-year breaks in service, and 

 

	 	(2)	If you received distribution of your vested Account and you repay the full amount of the distribution before the end of the five-year period that begins on the date you
are re-employed. 

 Example: Assume you terminate employment with your Employer in 2011 with an Account
balance of $3,000, of which $2,800 is vested. You elect to receive a lump sum distribution of your vested Account balance. The remainder, or $200, is forfeited in 2011. If you are rehired on January 1, 2012 and repay the $2,800 distribution
prior to January 1, 2017, the $200 previously forfeited will be restored to your Account. Additionally, your service after January 1, 2012 is counted toward vesting your pre-break Account balance of $3,000. 

VI. Participant Loans 
  

	A.	General Loan Rules 

 Loans shall be made
available to all qualifying Participants on a reasonably equivalent basis. Loans are not considered distributions and are not subject to Federal or state income taxes, provided they are repaid as required. While you do have to pay interest on your
loan, both the principal and interest are deposited in your Account. 
  

	B.	Specific Loan Procedures 

  

	 	1.	Loan Application 

 If you have met the Plan’s eligibility and entry date requirements, you may apply for a loan by calling the Fidelity Retirement Benefits Line, 1-800-835-5097 or by accessing the NetBenefits® web site at www.401k.com. All telephone calls will be recorded. You may apply for only one loan each calendar
year. All loans have been pre-approved by the Plan Administrator based on the criteria outlined in the Plan’s loan procedures. Loans will be allowed for any purpose. A loan set up fee of $175 will be deducted from your Account for each new loan
processed. 
  

	 	2.	Loan Amount 

 The minimum
loan is $1,000 and the maximum amount is the lesser of one-half of your vested Account balance or $50,000 reduced by the highest outstanding loan balance in your Account during the prior twelve month period. All of your loans from plans maintained
by your Employer or a Related Employer will be considered for purposes of determining the maximum amount of your loan. Up to 50% of your vested Account balance may be used as collateral for any loan. 

 

	 	3.	Number of Loans 

 You may
only have 1 loan outstanding at any given time. If you have an existing loan you may not apply for another loan until the existing loan is paid in full. 
  

	 	4.	Interest Rate 

 All loans
shall bear a reasonable rate of interest as determined by the Plan Administrator based on the prevailing interest rates charged by persons in the business of lending money for loans which would be made under similar circumstances. The interest rate
shall remain fixed throughout the duration of the loan. 

  
  

			
	MCG Capital Corporation 401k Plan	  	9

	 	5.	Loan Repayments and Loan Maturity 

 All loans must be repaid in level payments through after-tax payroll deductions on at least a quarterly basis over a five year period unless it is for the purchase of your principal residence in which
case the loan repayment period may not extend beyond 10 years from the date of the loan. If repayment is not made by payroll deduction, a loan shall be repaid to the Plan by payment to the Employer. The level repayment requirement may be waived for
a period of one year or less if you are on a leave of absence, however, your loan must still be repaid in full on the maturity date. If you are on a military leave of absence, the repayment schedule may be waived for the entire length of the time
missed on leave. Your loan will accrue interest during this time, and upon return from a military leave of absence, your loan will be reamortized to extend the length of the loan by the length of the leave. If a loan is not repaid within its stated
period, it will be treated as a taxable distribution to you. 
  

	 	6.	Default or Termination of Employment 

 The Plan Administrator shall consider a loan in default if any scheduled repayment remains unpaid as of the last business day of the calendar quarter following the calendar quarter in which a loan is
initially considered past due. In the event of a default, death, disability or termination of employment, the entire outstanding principal and accrued interest shall be immediately due and payable. However, if your termination of employment results
from a corporate action on the part of your employer and you remain performing the same job after that corporate action, within 60 days of your termination of employment you may request that the Plan Administrator roll over your loan to your new
employer’s retirement plan (if such new plan will accept your loan roll over). Unless you roll over your loan, any default in repayment to the Plan will result in the treating of the balance due for your loan as a taxable distribution from the
Plan. 
 VII. In Service Withdrawals 
 The following types of withdrawals are available under the Plan: 
  

	A.	Hardship Withdrawals 

 If you are an
Employee and request a hardship withdrawal and it is approved by the Plan Administrator, you may withdraw certain contributions to satisfy the following immediate and heavy financial needs: (1) medical expenses for you, your spouse, children,
dependents or a primary beneficiary designated by you under the Plan; (2) the purchase of your principal residence; (3) to prevent your eviction from, or foreclosure on, your principal residence; (4) to pay for post-secondary
education expenses (tuition, related educational fees, room and board) for you, your spouse, children, dependents or a primary beneficiary designated by you under the Plan for the next twelve months; (5) to make payments for burial or funeral
expenses for your deceased parent, spouse, child, dependent or a primary beneficiary designated by you under the Plan; (6) to pay expenses for the repair of damage to your principal residence that would qualify for the casualty deduction under
Section 165 of the Internal Revenue Code (without regard to whether the loss exceeds 10% of adjusted gross income); or any other immediate and heavy financial need as determined based on Internal Revenue Service regulations. In accordance with
Internal Revenue Service regulations, you must first exhaust all other assets reasonably available to you prior to obtaining a hardship withdrawal. This includes obtaining a loan from this Plan and any other qualified plan maintained by your
Employer. Your Deferral Contributions to this Plan, and any other Employer-sponsored qualified or non-qualified plan, will be suspended for six months after your receipt of the hardship withdrawal. The minimum hardship withdrawal is $500. Hardship
withdrawals will be subject to the 10% nonperiodic income tax withholding rate unless you elect out of the withholding. Contributions available to withdraw under the terms of this section are: 

 

	B.	 Withdrawals After Age
59 1/2 

If you have reached age 59 1/2, then you may elect to withdraw all or a portion of your employee Deferral Contributions Account while you are still employed by your Employer.

  
  

			
	MCG Capital Corporation 401k Plan	  	10

	C.	 Withdrawals After Age
70 1/2 

Starting in the calendar year in which you reach age 70 1/2, you may elect to receive distributions calculated in the same
manner as Minimum Required Distributions. For more information, please refer to the paragraph so entitled under the Distributable Events subsection of this SPD’s section on Distribution of Benefits below. 

 

	D.	Withdrawals After Normal Retirement Age 

 You may elect to withdraw your vested Account balance after you reach the Plan’s normal retirement age, 65, or delay it until you retire. Notwithstanding the above, by law certain contributions
including employee deferral, qualified matching, safe harbor matching, qualified nonelective, and safe harbor nonelective contributions cannot be withdrawn prior to age 59 1/2. 

 

	E.	Withdrawals of Rollover Contributions 

 If
you have a balance in your rollover contributions Account, you may elect to withdraw all or a portion of it. There is no limit on the number of withdrawals of this type. 
 The amount of any taxable withdrawal that is not rolled over into an Individual Retirement Account or another qualified employer retirement plan will be subject to Federal and state, if applicable, income
taxes. In general, the amount of any taxable withdrawal that is not rolled over into an Individual Retirement Account or another qualified employer retirement plan will be subject to 20% Federal Income Tax and any applicable State Income Tax. A 10%
Internal Revenue Code early withdrawal penalty tax may apply to the amount of your withdrawal if you are under the age of
59 1/2 and do not meet one of the Internal Revenue
Code exceptions. 
 The Plan Administrator will notify you of the appropriate procedures to make a withdrawal from the Plan. Consult your
Plan Administrator for more information. 
 VIII. Distribution of Benefits 

 

	A.	Eligibility For Benefits 

 A distribution
can be made to you if you request one due to your disability, retirement, or termination of employment from your Employer and any Related Employer. Your Beneficiary or Beneficiaries may request a distribution of your vested Account balance in the
event of your death. The value of your Account balance will continue to increase or decrease, as appropriate, based on the investment returns until it is distributed. 
 You may defer receipt of your distribution until a later date. However, you cannot postpone it if your vested Account balance is $5,000 or less in which case the Plan Administrator will direct the Trustee
that any amount exceeding $1,000 be distributed to an Individual Retirement Account or Annuity (“IRA”) for your benefit. If your vested Account balance is $1,000 or less, the Plan Administrator will direct the Trustee to distribute it to
you as a lump sum distribution without your consent. Prior to such distribution you still have the right to request that the amount be distributed directly to you in the form of a lump sum payment or to request that it be rolled-over to a different
IRA provider or another retirement plan eligible to receive rollover contributions. 
 If you fail to request a different treatment of an
automatic distribution under the Plan’s Cash-Out Provision, your distribution will be paid over to an IRA provider chosen by the Plan Administrator and invested in a product designed to preserve the principal of that distribution while still
providing a reasonable rate of return and preserving liquidity. The fees assessed against this newly established IRA by its provider will be paid by the participant. 
 If you have questions regarding the Plan’s automatic rollover rules, the Plan’s IRA provider for automatic rollovers, or the fees and expenses applicable to the automatic rollover IRA, please
contact the Plan Administrator. Your consent will be required for any distribution if your vested Account balance is greater than $5,000. 
 You should consult with your tax advisor to determine the financial impact of your situation before you request a distribution. You may apply for a distribution by calling the Fidelity Retirement Benefits
Line at 1-800-835-5097 and/or by accessing the NetBenefits® web site at www.401k.com. All telephone calls
will be recorded. Most distributions have been pre-approved by the Plan Administrator. 

  
  

			
	MCG Capital Corporation 401k Plan	  	11

	B.	Distributable Events 

 You are eligible to
request a distribution of your vested Account balance based on any of the following events: 
  

	 	1.	Death 

 If you are a
Participant in the Plan and die, your vested Account balance, if any, will be paid to your designated Beneficiary or Beneficiaries. If you are an Employee of your Employer or a Related Employer at the time of your death, your Account balance will
automatically become 100% vested. You may designate a Beneficiary or Beneficiaries on a designation form that must be properly signed and filed with the Plan Administrator. If you are married and want to designate someone other than your spouse as
your primary Beneficiary, your spouse must consent to this designation by signing the form. His/her signature must be witnessed by a Plan representative or a notary public. You should contact the Plan Administrator to obtain a designation of
beneficiary form. 
  

	 	2.	Disability 

 If you become
disabled while you are employed by your Employer or a Related Employer, so that you are determined disabled by a physician selected by the Plan Administrator, the full value of your Account balance may be distributed to you upon request. You will
automatically become 100% vested in your Account balance when you become disabled. You may request a distribution of your Account balance only if you terminate your employment with your Employer or Related Employer. 

 

	 	3.	Retirement 

 You do not
have to terminate your employment with your Employer just because you attain your early retirement age of 62 and complete 5 years of service or you attain your normal retirement age of 65. You will automatically become 100% vested in your Account
balance upon meeting the retirement requirements. You may take an early retirement distribution at or after age 62 and after you complete 5 years of service, but you must first terminate your employment with your Employer or Related Employer.

  

	 	4.	Minimum Required Distributions 

 You are required by law to receive a minimum required distribution from the Employer’s Plan, unless you are a five percent owner of the Employer, no later than April 1 of the calendar year
following the calendar year you turn 70 1/2 or
terminate your employment, whichever is later. If you are a five percent owner of the Employer, you must start receiving your distribution no later than April 1 of the calendar year following the calendar year you turn 70 1/2. Once you start receiving your minimum required distribution, you
should receive it at least annually and you should complete the appropriate documentation each year until all assets in your Account are distributed. If you have any questions about your minimum required distributions, please contact your Plan
Administrator. 
  

	 	5.	Termination of Employment 

Generally, if you terminate your employment with your Employer and all Related Employers, you may elect to receive a distribution of your
vested Account balance from the Plan. 
  

	C.	Form of Payments 

  

	 	1.	Lump Sum Distributions 

Your entire vested Account balance will be paid to you in a single distribution or other distribution that you elect. 

 

	 	a)	Non-rollover Distribution 

Any distribution paid directly to you will be subject to mandatory Federal income tax withholding of 20% of the taxable distribution and
the remaining amount will be paid to you. You cannot elect out of this tax withholding but you can avoid it by electing a direct rollover distribution as described below. This withholding is not a penalty but a prepayment of your Federal income
taxes. 
 You may rollover the taxable distribution you receive to an individual retirement account (IRA) or your new
employer’s qualified plan, if it accepts rollover contributions and you roll over this distribution within 60 days after receipt. You will not be taxed on any amounts timely rolled over into the IRA or your new

  
  

			
	MCG Capital Corporation 401k Plan	  	12

 employer’s qualified Plan until those amounts are later distributed to you. Any amounts
not rolled over may also be subject to certain early withdrawal penalties prescribed under the Internal Revenue Code. 
  

	 	b)	Direct Rollover Distribution 

 As an alternative to a non-rollover distribution, you may request that your entire distribution be rolled directly into a Fidelity IRA, a non-Fidelity IRA or to your new employer’s qualified plan if
it accepts rollover contributions. Federal income taxes will not be withheld on any direct rollover distribution. 
 When you
call the Fidelity Retirement Benefits Line to take a withdrawal, you will be asked whether you will be rolling over any part of your distribution. If you wish to have any part of your distribution rolled over to an IRA or another qualified plan, you
will need to speak to a Fidelity representative. 
  

	 	1.	Rollover to Fidelity IRA – You will be asked whether you have received a Fidelity Service for Exiting Employees (‘SEE’) Rollover IRA Kit.
If you haven’t received a SEE Kit, the Fidelity representative will send out one. Then, your rollover request will be entered on the system and will pend (for up to 90 days) until the Rollover IRA account is set up. You must return the
signed Rollover IRA application to Fidelity’s Retail Customer Service Department (in Dallas, TX) in order to set up the Rollover IRA account. Once the Rollover IRA account has been set up, your vested Account balance will be transferred to the
Fidelity Rollover IRA. 

  

	 	2.	Rollover to Non-Fidelity IRA – A check will be issued by the Trustee payable to the IRA custodian or trustee for your benefit. The check will contain
the notation ‘Direct Rollover’ and it will be mailed directly to you. You will be responsible for forwarding it on to the custodian or trustee. You must provide the Plan Administrator with complete information to facilitate your direct
rollover distribution. 

  

	 	3.	Rollover to your New Employer’s Qualified Plan – You should check with your new employer to determine if its plan will accept rollover
contributions. If allowed, then a check will be issued by the Trustee payable to the trustee of your new employer’s qualified plan. The check will contain the notation ‘Direct Rollover’ and it will be mailed directly to you. You will
be responsible for forwarding it on to the new trustee. You must provide the plan Administrator with complete information to facilitate your direct rollover distribution. 

 

	 	c)	Combination Non-rollover Distribution and Direct Rollover Distribution 

 You may request that part of your distribution be paid directly to you and the balance rolled into an IRA, your new employer’s retirement plan, or a 403(a) annuity. Any part of the distribution paid
directly to you will be subject to the Federal income tax withholding rules referred to in subsection a) above and any direct rollover distribution will be made in accordance with section b) above. Your direct rollover distribution must be at least
$500. 
 You will pay income tax on the amount of any taxable distribution you receive from the Plan unless it is rolled into an
IRA or your new employer’s qualified Plan. A 10% IRS premature distribution penalty tax may also apply to your taxable distribution unless it is rolled into an IRA or another qualified plan. The 20% Federal income tax withheld under this
section may not cover your entire income tax liability. In the case of a combination distribution, if any portion of the eligible rollover distribution consists of after-tax contributions, the amount paid directly to you will be considered to
consist completely of after-tax contributions before any after-tax contributions are attributed to the portion paid as a direct rollover. Consult with your tax advisor for further details. 

IX. Miscellaneous Information 
  

	A.	Benefits Not Insured 

 Benefits provided
by the Plan are not insured or guaranteed by the Pension Benefit Guaranty Corporation under Title IV of the Employee Retirement Income Security Act of 1974 because the insurance provisions under ERISA are not applicable to this particular Plan. You
will only be entitled to the vested benefits in your Account based upon the provisions of the Plan and the value of your Account will be subject to investment gains and losses. 

  
  

			
	MCG Capital Corporation 401k Plan	  	13

	B.	Attachment of Your Account 

 Your Account
may not be attached, garnished, assigned or used as collateral for a loan outside of this Plan except to the extent required by law. Your creditors may not attach, garnish or otherwise interfere with your Account balance except in the case of a
proper Internal Revenue Service tax levy or a Qualified Domestic Relations Order (QDRO). A QDRO is a special order issued by the court in a divorce, child support or similar proceeding. In this situation, your spouse, or former spouse, or someone
other than you or your Beneficiary, may be entitled to a portion or all of your Account balance based on the court order. Participants and Beneficiaries can obtain, without a charge, a copy of QDRO procedures from the Plan Administrator. 

 

	C.	Plan-to-Plan Transfer Of Assets 

 Your
Employer may direct the Trustee to transfer all or a portion of the assets in the Account of designated Participants to another plan or plans maintained by your Employer or other employers subject to certain restrictions. The plan receiving the
Trust Funds must contain a provision allowing the transfer and preserve any benefits required to be protected under existing laws and regulations. In addition, a Participant’s vested Account balance may not be decreased as a result of the
transfer to another plan. 
  

	D.	Plan Amendment 

 Your Employer reserves
the authority to amend certain provisions of the Plan by taking the appropriate action. However, any amendment may not eliminate certain forms of benefits under the Plan or reduce the existing vested percentage of your Account balance derived from
Employer contributions. If you have three or more years of service with your Employer and a Related Employer and the vesting schedule is amended, then you will be given a choice to have the vested percentage of future Employer contributions made to
your Account computed under the new or the old vesting schedule. The Plan Administrator will provide you with the appropriate information to make an informed decision if the Plan’s vesting schedule is amended. 

 

	E.	Plan Termination 

 Your Employer has no
legal or contractual obligation to make annual contributions to or to continue the Plan. Your Employer reserves the right to terminate the Plan at any time by taking appropriate action as circumstances may dictate, with the approval of the Board of
Directors. In the event the Plan should terminate, each Participant affected by such termination shall have a vested interest in his Account of 100 percent. The Plan Administrator will facilitate the distribution of Account balances in single lump
sum payments to each Participant in accordance with Plan provisions until all assets have been distributed by the Trustee. Each Participant in the Plan upon Plan termination will automatically become 100% vested in his/her Account balance.

  

	F.	Interpretation of Plan 

 The Plan
Administrator has the power and discretionary authority to construe the terms of the Plan based on the Plan document, existing laws and regulations and to determine all questions that arise under it. Such power and authority include, for example,
the administrative discretion necessary to resolve issues with respect to an Employee’s eligibility for benefits, credited services, disability, and retirement, or to interpret any other term contained in Plan documents. The Plan
Administrator’s interpretations and determinations are binding on all Participants, Employees, former Employees, and their Beneficiaries. 
  

	G.	Electronic Delivery 

 This Summary Plan
Description and other important Plan information may be delivered to you through electronic means. This Summary Plan Description contains important information concerning the rights and benefits of your Plan. If you receive this Summary Plan
Description (or any other Plan information) through electronic means you are entitled to request a paper copy of this document, free of charge, from the Plan Administrator. The electronic version of this document contains substantially the same
style, format and content as the paper version. 
 X. Internal Revenue Code Tests 

  
  

			
	MCG Capital Corporation 401k Plan	  	14

	A.	Non-Discrimination Tests 

 The Plan must
pass Internal Revenue Code non-discrimination tests as of the last day of each Plan Year to maintain a qualified Plan. These tests are intended to ensure that the amount of contributions under the Plan do not discriminate in favor of Highly
Compensated Employees. In order to meet the tests, your Employer encourages participation from all eligible Employees. Depending upon the results of the tests, the Plan Administrator may have to refund Deferral Contributions contributed to the Plan
and vested matching contributions to certain Highly Compensated Employees, as determined under Internal Revenue Service regulations. Deferral Contributions or matching contributions will be refunded to you from applicable investment options. You
will be notified by the Plan Administrator if any of your contributions will be refunded to you. 
  

	B.	Top Heavy Test 

 The Plan is subject to
the Internal Revenue Code “top-heavy” test. Each Plan Year, the Plan Administrator tests this Plan, together with any other Employer-sponsored qualified plans that cover one or more key employees, to ensure that no more than 60% of the
benefits are for key employees. If this Plan is top-heavy, then your Employer may be required to make a minimum annual contribution on your behalf to this, or another Employer sponsored plan, if you are employed as of Plan Year-end. In addition, the
following vesting schedule will be used instead of the one previously listed in the vesting section of this Summary Plan Description. 
  

			
	Years of Service	  	Vesting Percentage
	 less than 1
	  	0
	 1
	  	20
	 2
	  	40
	 3
	  	60
	 4
	  	80
	 5
	  	100

 XI. Participant
Rights 
  

	A.	Claims 

  

	 	1.	Claims Procedures 

 A plan
participant or beneficiary may make a claim for benefits under the Plan. Any such claim you file must be submitted to the Plan Administrator in a form and manner acceptable to the Plan Administrator. Contact your Plan Administrator for more
information. Generally, the Plan Administrator will provide you with written notice of the disposition of your claim within 90 days after receipt of your claim by the Plan. If the Plan Administrator determines that special circumstances require an
extension of time to process your claim, the Plan Administrator will furnish written notice of the extension to the claimant prior to the expiration of the initial 90-day period. In no event shall such extension exceed a period of 90 days from the
end of the initial period the Plan Administrator had to dispose of your claim. The extension notice shall indicate the special circumstances requiring an extension of time and the date by which the Plan expects to render the benefit determination.
(A different procedure applies for disability related claims – see the next paragraph). In the event the claim is denied, the Plan Administrator will disclose to you in writing the specific reasons for the denial, a reference to the specific
provisions of the Plan on which the determination is based, a description of additional material or information necessary for the claimant to perfect the claim and an explanation of why it is required, and information about the steps that must be
taken to submit a timely request for review, including a statement of your right to bring a civil action under Section 502(a) of ERISA following as adverse determination upon review. 

If your claim concerns disability benefits under the Plan, the Plan Administrator must notify you in writing within 45 days after you have
filed your claim in order to deny it. If special circumstances require an extension 

  
  

			
	MCG Capital Corporation 401k Plan	  	15

 
of time to process your claim, the Plan Administrator must notify you before the end of the 45-day period that your claim may take up to 30 days longer to process. If special circumstances still
prevent the resolution of your claim, the Plan Administrator may then only take up to another 30 days after giving you notice before the end of the original 30-day extension. If the Plan Administrator gives you notice that you need to provide
additional information regarding your claim, you must do so within 45 days of that notice. 
  

	 	2.	Review Procedures (For Appeal of an Adverse Benefit Determination) 

 You may appeal the denial of your claim made under the procedures described above within 60 days after the date following your receipt of notification of the denied claim (a different procedure applies
for disability related claims – see the next paragraph) by filing a written request for review with the Plan Administrator. This written request may include comments, documents, records, and other information relating to your claim for
benefits. You shall be provided, upon your request and free of charge, reasonable access to, and copies of, all documents, records, and other information relevant to your claim for benefits. The review will take into account all comments, documents,
records, and other information submitted by you relating to the claim, without regard to whether such information was submitted or considered in the initial benefit determination. Generally, the Plan Administrator will provide you with written
notice of the disposition of your claim on review within 60 days after receipt of your appeal by the Plan. If the Plan Administrator determines that special circumstances require an extension of time to process your claim, the Plan Administrator
will furnish written notice of the extension to the claimant prior to the expiration of the initial 60-day period. In no event shall such extension exceed a period of 60 days from the end of the initial period the Plan Administrator had to dispose
of your claim. The extension notice shall indicate the special circumstances requiring an extension of time and the date by which the Plan expects to render the benefit determination. (A different procedure applies for disability related claims
– see the next paragraph). In the event the claim on review is denied, the Plan Administrator will disclose to you in writing the specific reasons for the denial, a reference to the specific provisions of the Plan on which the determination is
based, a description of additional material or information necessary for the claimant to perfect the claim and an explanation of why it is required, and information about the steps that must be taken to submit a timely request for review, including
a statement of your right to bring a civil action under Section 502(a) of ERISA following as adverse determination upon review. 
 If your initial claim was for disability benefits under the Plan and has been denied by the Plan Administrator, you have 180 days from the date you receive notice of your denial in which to appeal that
decision. Your review will be handled completely independently of the findings and decision made regarding your initial claim and will be processed by an individual who is not a subordinate of the individual who denied your initial claim. If your
claim requires medical judgment, the individual handling your appeal will consult with a medical professional who was not consulted regarding your initial claim and who is not a subordinate of anyone consulted regarding your initial claim and
identify that medical professional to you. The Plan Administrator must notify you in writing within 45 days after you have filed your claim in order to deny it. If the Plan Administrator determines that special circumstances require an extension of
time to process your claim, the Plan Administrator will furnish written notice of the extension to the claimant prior to the expiration of the initial 45-day period. In no event shall such extension exceed a period of 45 days from the end of the
initial period the Plan Administrator had to dispose of your claim. The extension notice shall indicate the special circumstances requiring an extension of time and the date by which the Plan expects to render the benefit determination. 

The Plan Administrator shall notify you of the Plan’s benefit determination on review within a reasonable period of time, but not
later than 60 days after receipt of your request for review by the Plan, unless the Plan Administrator determines that special circumstances require an extension of time for processing the claim. If the Plan Administrator determines that an
extension of time for processing is required, written notice of the extension shall be furnished to you prior to the termination of the initial 60-day period. In no event shall such extension exceed a period of 60 days from the end of the initial
period. The extension notice shall indicate the special circumstances requiring an extension of time and the date by which the Plan expects to render the determination on review. 

The Plan Administrator shall provide you with written notification of a plan’s benefit determination on review. In the case of an
adverse benefit determination, the notification shall set forth, in a manner calculated to be understood by you – the specific reason or reasons for the adverse determinations, reference to the specific plan provisions on which the benefit
determination is based, a statement that you are entitled to receive, upon your request and free of charge, reasonable access to, and copies of, all documents, records, and other information relevant to your claim for benefits. 

  
  

			
	MCG Capital Corporation 401k Plan	  	16

	B.	Statement of ERISA Rights 

 As a
Participant in the Plan, you are entitled to certain rights and protections under ERISA. ERISA provides that all Plan Participants shall be entitled to: 
 Receive Information About Your Plan and Benefits 
  

	 	•	 	 Examine, without charge, at the Plan Administrator’s office and at other specified locations, such as worksites and union halls, all documents
governing the Plan, including insurance contracts and collective bargaining agreements, and a copy of the latest annual report (Form 5500 Series) filed by the Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the
Employee Benefits Security Administration. 

  

	 	•	 	 Obtain, upon written request to the Plan Administrator, copies of documents governing the operation of the plan, including insurance contracts and
collective bargaining agreements, and copies of the latest annual report (Form 5500 Series) and updated Summary Plan Description. The Plan Administrator may make a reasonable charge for the copies. 

 

	 	•	 	 Receive a summary of the Plan’s annual financial report. The Plan Administrator is required by law to furnish each Participant with a copy of this
Summary Annual Report each year. 

  

	 	•	 	 Obtain a statement telling you the fair market value of your vested, accrued benefit, as of the date for which the benefits are reported, if you stop
working under the Plan now. If you do not have a right to a benefit under the plan, the statement will tell you how many more years you have to work to get a right to a benefit. This statement must be requested in writing and is not required to be
given more than once every twelve (12) months. The Plan must provide the statement free of charge. 

 Prudent Actions
by Fiduciaries 
 In addition to creating rights for Plan Participants, ERISA imposes duties upon the people who are responsible for the
operation of the employee benefit plan. The people who operate your Plan, called “fiduciaries” of the Plan, have a duty to do so prudently and in the interest of you, other Plan Participants and Beneficiaries. No one, including your
Employer, your union, or any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a retirement benefit or exercising your rights under ERISA. 

Enforce Your Rights 
 If your claim for a
benefit under the Plan is denied or ignored, in whole or in part, you have a right to know why this was done, to obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules. Under
ERISA, there are steps you can take to enforce the above rights. For instance, if you request a copy of plan documents or the latest annual report from the Plan and do not receive them within 30 days, you may file suit in a Federal court. The
Plan’s agent for legal service of process in the event of a lawsuit is the Plan Administrator. In such a case, the court may require the Plan Administrator to provide the materials and pay you up to $110 a day until you receive the materials,
unless the materials were not sent because of reasons beyond the control of the Plan Administrator. 
 If you have a claim for benefits which is
denied or ignored, in whole or in part, you may file suit in a state or Federal court. In addition, if you disagree with the Plan’s decision or lack thereof concerning the qualified status of a domestic relations order, you may file suit in
Federal court. If it should happen that Plan fiduciaries misuse the Plan’s money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a Federal court.
The court will decide who should pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it
finds your claim frivolous. 
 Assistance with Your Questions 
 If you have any questions about your Plan, you should contact the Plan Administrator. If you have any questions about this statement or your rights under ERISA, or if you need assistance in obtaining
documents from the Plan Administrator, you should contact the nearest office of the Employee Benefits Security Administration, U.S. Department of Labor, listed in your telephone directory or the Division of Technical Assistance and Inquiries,
Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue N.W., Washington, D.C. 20210. You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications
hotline of the Employee Benefits Security Administration. 

  
  

			
	MCG Capital Corporation 401k Plan	  	17

 XII. Services and Fees 
 Fees and expenses charged under your Account will impact your retirement savings, and fall into three basic categories. Investment fees are generally assessed as a percentage of assets invested,
and are deducted directly from your investment returns. Investment fees can be in the form of sales charges, loads, commissions, 12b-1 fees, or management fees. Certain of these Investment fees may not apply depending upon the funds and share
classes available in the Plan. You can obtain more information about such fees from the documents (e.g., a prospectus) that describe the investments available under your Plan and from Appendix A: Investment Options. Plan administration fees
cover the day-to-day expenses of your Plan for recordkeeping, accounting, legal and trustee services, as well as additional services that may be available under your Plan, such as daily valuation, telephone response systems, internet access to plan
information, retirement planning tools, and educational materials. In some cases, these costs are covered by investment fees that are deducted directly from investment returns. In other cases, these administrative fees are either paid directly by
your Employer, or are passed through to the participants in the Plan, in which case a recordkeeping fee will be deducted from your Account. Transaction-based fees are associated with optional services offered under your Plan, and are charged
directly to your Account if you take advantage of a particular plan feature that may be available, such as a Plan loan. For more information on fees associated with your Account, refer to your Account statement or speak with your Plan Administrator.

  
  

			
	MCG Capital Corporation 401k Plan	  	18

 Appendix A. Investment Options 

You have the opportunity to direct the investments of your Account among the following investment funds: 

 

							
	 Name
	  	 Ticker Symbol
	  	 Fund Code
	  	 Fund Overview

	Managed Income Portfolio	  		  	0632	  	Seeks to preserve your principal investment while earning a level of interest income that is consistent with the principal preservation. MIP seeks to maintain a stable net asset
value (NAV) of $1 per share, but it cannot guarantee that it will be able to do so. The yield of MIP will fluctuate.
				
		  		  		  	A stable value fund (not a mutual fund). It is a commingled pool of the Fidelity Group Trust for Employee Benefit Plans and is managed by Fidelity Management Trust Company
(FMTC).
				
	Fidelity® Government Income Fund	  	FGOVX	  	0054	  	Seeks a high level of current income, consistent with preservation of principal.
				
		  		  		  	Normally investing at least 80% of assets in U.S. Government securities and repurchase agreements for those securities. Investing in instruments related to U.S. Government
securities. Engaging in transactions that have a leveraging effect on the fund.
				
	Fidelity® Intermediate Bond Fund	  	FTHRX	  	0032	  	Seeks a high level of current income.
				
		  		  		  	Normally investing at least 80% of assets in investment-grade debt securities (those of medium and high quality) of all types and repurchase agreements for those securities.
Normally maintaining a dollar-weighted average maturity between three and 10 years. Engaging in transactions that have a leveraging effect on the fund.
				
	Fidelity® Puritan® Fund	  	FPURX	  	0004	  	Seeks income and capital growth consistent with reasonable risk.
				
		  		  		  	Investing approximately 60% of assets in stocks and other equity securities and the remainder in bonds and other debt securities, including lower-quality debt securities, when its
outlook is neutral. Investing at least 25% of total assets in fixed-income senior securities (including debt securities and preferred stock). Engaging in transactions that have a leveraging effect on the fund.
				
	Oakmark Equity And Income Fund Class I	  	OAKBX	  	OMWG	  	A Balanced mutual fund; the Morningstar Category is Moderate Allocation.
				
		  		  		  	The investment seeks current income, preservation and growth of capital. The fund invests primarily in a diversified portfolio of U.S. equity and fixed-income securities (although
the fund may invest up to 35% of total assets in securities of non-U.S. issuers). It

  
  

			
	MCG Capital Corporation 401k Plan	  	19

							
		  		  		  	invests approximately 40-75% of total assets in common stock, including securities convertible into common stock, and up to 60% of assets in U.S. government securities and debt
securities rated within the two highest grades assigned by Moody’s Investors Service, Inc. or by Standard & Poor’s Corporation Ratings Group, a division of The McGraw-Hill Companies.
				
	American Century Investments Equity Income Fund Investor Class	  	TWEIX	  	OF8L	  	An Equity-Income mutual fund; the Morningstar Category is Large Value.
				
		  		  		  	The investment seeks current income; capital appreciation is a secondary consideration. The fund invests in equity securities with a favorable income-paying history that have
prospects for income payments to continue or increase. It invests at least 80% of its assets in equity securities at all times regardless of the movement of stock prices generally and invests at least 85% of its assets in income-paying securities.
The fund also invests in equity securities of companies that the advisor believes are undervalued and have the potential for an increase in price.
				
	American Century Investments Value Fund Class Investor	  	TWVLX	  	OF9E	  	A Growth mutual fund; the Morningstar Category is Large Value.
				
		  		  		  	The investment seeks long-term capital appreciation; income is a secondary consideration. The fund invests in stocks of companies of all sizes that they believe are undervalued at
the time of purchase. The managers attempt to purchase the stocks of these undervalued companies and hold each stock until the price has increased to, or is higher than, a level the managers believe more accurately reflects the fair value of the
company.
				
	Fidelity® Fund	  	FFIDX	  	0003	  	Seeks long-term capital growth.
				
		  		  		  	Normally investing primarily in common stocks. Investing in either “growth” stocks or “value” stocks or both.
				
	Spartan® 500 Index - Investor
Class	  	FUSEX	  	0650	  	Seeks to provide investment results that correspond to the total return (i.e., the combination of capital changes and income) performance of common stocks publicly traded in the
United States.
				
		  		  		  	Normally investing at least 80% of assets in common stocks included in the S&P 500 Index, which broadly represents the performance of common stocks publicly traded in the United
States.
				
	Fidelity® Low-Priced Stock Fund	  	FLPSX	  	0316	  	Seeks capital appreciation.
				
		  		  		  	Normally investing at least 80% of assets in

  
  

			
	MCG Capital Corporation 401k Plan	  	20

							
				
		  		  		  	low-priced stocks (those priced at or below $35 per share), which can lead to investments in small and medium-sized companies. Investing in either “growth” or
“value” stocks or both. Normally investing primarily in common stocks.
				
	Loomis Sayles Small Capital Value Fund Class Retail	  	LSCRX	  	OFD0	  	 A Small Company mutual fund; the Morningstar Category is Small Blend.

 
 The investment seeks long-term growth of capital. The fund invests 80% of assets in
equity securities of small cap companies with market capitalizations that fall within the capitalization range of the Russell 2000 Index. It may invest up to 20% of assets in foreign securities including emerging-markets securities. The fund may
also invest in REITs, Rule 144A securities and investment companies. It may engage in foreign currency hedging transactions, options and futures transactions, REITs and Rule 144A securities.

				
	Fidelity® Blue Chip Growth Fund	  	FBGRX	  	0312	  	 Seeks growth of capital over the long term.
  

Normally investing at least 80% of assets in blue chip companies (companies whose stock is included in the S&P 500 or the Dow Jones Industrial
Average, and companies with market capitalizations of at least $1 billion if not included in either index). Investing in companies that FMR believes have above- average growth potential (stocks of these companies are often called “growth”
stocks). Normally investing primarily in common stocks of well-known and established companies.

				
	Fidelity® Capital Appreciation
Fund	  	FDCAX	  	0307	  	 Seeks capital appreciation.
  

Normally investing primarily in common stocks. Investing in either “growth” stocks or “value” stocks or both.

				
	Fidelity® Contrafund®	  	FCNTX	  	0022	  	 Seeks capital appreciation.
  

Investing in securities of companies whose value FMR believes is not fully recognized by the public. Investing in either ‘growth’ stocks or
‘value’ stocks or both. Normally investing primarily in common stocks.

				
	Fidelity® Mid-Cap Stock Fund	  	FMCSX	  	0337	  	 Seeks long-term growth of capital.
  

Normally investing at least 80% of assets in common stocks of companies with medium market capitalizations (companies with market capitalization similar
to companies in the Russell Midcap Index or the S&P MidCap 400). Investing in either “growth” stocks or “value” stocks or both. Potentially investing in companies with smaller or larger
market

  
  

			
	MCG Capital Corporation 401k Plan	  	21

							
				
		  		  		  	capitalization.
				
	Morgan Stanley Institutional Mid Cap Growth Fund Class P	  	MACGX	  	OFM5	  	  
 A Growth mutual fund; the Morningstar Category is Mid-Cap
Growth.
  
 The investment seeks long-term capital growth. The fund primarily
invests in growth-oriented equity securities of U.S. and non-U.S. mid-cap companies. It may invest up to 25% of net assets in securities of foreign issuers, including issuers located in emerging market countries or developing countries. The
securities in which the fund may invest may be denominated in U.S. dollars or in currencies other than U.S. dollars.

				
	Morgan Stanley Institutional Small Company Growth Fund Class P	  	MSSMX	  	OFM7	  	 A Small Company mutual fund; the Morningstar Category is Small Growth.

 
 The investment seeks long-term capital appreciation. The fund invests at least 80%
of assets in growth-oriented equity securities of small U.S. and foreign companies with market capitalizations of generally less than $4 billion. The advisor seeks to invest in high quality companies it believes have sustainable competitive
advantages and the ability to redeploy capital at high rates of return. It may invest up to 25% of net assets in foreign securities, including emerging market securities, classified as ADRs, GDRs, ADSs or GDSs, foreign U.S. dollar-denominated
securities that are traded on a U.S. exchange or local shares of foreign issuers.

				
	Royce Value Plus Fund Class Service	  	RYVPX	  	OSOD	  	 A Growth mutual fund; the Morningstar Category is Small Growth.

 
 The investment seeks long-term growth of capital. The fund normally invests at least
80% of assets in equities securities of small-, mid-, and micro-cap companies. It may invest up to 25% of assets in the securities of foreign issuers that it believes are trading significantly below its estimate of their current worth. The fund may
give consideration to those companies that Royce believes have above- average growth prospects.

				
	Fidelity® Diversified International
Fund	  	FDIVX	  	0325	  	 Seeks capital growth.
  

Normally investing primarily in non-U.S. securities. Normally investing primarily in common stocks.

				
	Fidelity® International Discovery
Fund	  	FIGRX	  	0305	  	 Seeks long-term growth of capital.
  

Normally investing primarily in non-U.S. securities. Normally investing primarily in common stocks.

				
	Fidelity Freedom Income	  	FFFAX	  	0369	  	Seeks high total current income and, as a

  
  

			
	MCG Capital Corporation 401k Plan	  	22

							
				
	Fund®	  		  		  	secondary objective, capital appreciation.
				
		  		  		  	Investing in a combination of underlying Fidelity equity, fixed-income, and short-term funds using a moderate asset allocation strategy designed for investors already in retirement.
Allocating assets among underlying Fidelity funds according to a stable asset allocation strategy of approximately 14.6% in domestic equity funds, 5.4% in international equity funds, 35% in investment-grade fixed-income funds, 5% in high yield
fixed-income funds, and 40% in short-term funds.
				
	Fidelity Freedom 2000 Fund®	  	FFFBX	  	0370	  	 Seeks high total return until its target retirement date. Thereafter the fund’s objective will be to seek high current income and,
as a secondary objective, capital appreciation.
  
 Investing in a
combination of underlying Fidelity equity, fixed-income, and short-term funds using a moderate asset allocation strategy designed for investors expected to have retired around the year 2000. Allocating assets among underlying Fidelity funds
according to an asset allocation strategy that becomes increasingly conservative until it reaches approximately 15% in domestic equity funds, 5% in international equity funds, 35% in investment- grade fixed-income funds, 5% in high yield
fixed-income funds, and 40% in short-term funds (approximately 10 to 15 years after the year 2000). Ultimately, the fund will merge with Freedom Income Fund.

				
	Fidelity Freedom 2010 Fund®	  	FFFCX	  	0371	  	 Seeks high total return until its target retirement date. Thereafter the fund’s objective will be to seek high current income and,
as a secondary objective, capital appreciation.
  
 Investing in a
combination of underlying Fidelity equity, fixed-income, and short-term funds using a moderate asset allocation strategy designed for investors expecting to retire around the year 2010. Allocating assets among underlying Fidelity funds according to
an asset allocation strategy that becomes increasingly conservative until it reaches approximately 15% in domestic equity funds, 5% in international equity funds, 35% in investment- grade fixed-income funds, 5% in high yield fixed-income funds, and
40% in short-term funds (approximately 10 to 15 years after the year 2010). Ultimately, the fund will merge with Freedom Income Fund.

				
	Fidelity Freedom 2020 Fund®	  	FFFDX	  	0372	  	Seeks high total return until its target retirement date. Thereafter the fund’s objective will be to seek high current income and, as a secondary objective, capital
appreciation.    

  
  

			
	MCG Capital Corporation 401k Plan	  	23

							
				
		  		  		  	Investing in a combination of underlying Fidelity equity, fixed-income, and short-term funds using a moderate asset allocation strategy designed for investors expecting to retire
around the year 2020. Allocating assets among underlying Fidelity funds according to an asset allocation strategy that becomes increasingly conservative until it reaches approximately 15% in domestic equity funds, 5% in international equity funds,
35% in investment- grade fixed-income funds, 5% in high yield fixed-income funds, and 40% in short-term funds (approximately 10 to 15 years after the year 2020). Ultimately, the fund will merge with Freedom Income Fund.
				
	Fidelity Freedom 2030 Fund®	  	FFFEX	  	0373	  	 Seeks high total return until its target retirement date. Thereafter the fund’s objective will be to seek high current income and,
as a secondary objective, capital appreciation.
  
 Investing in a
combination of underlying Fidelity equity, fixed-income, and short-term funds using a moderate asset allocation strategy designed for investors expecting to retire around the year 2030. Allocating assets among underlying Fidelity funds according to
an asset allocation strategy that becomes increasingly conservative until it reaches approximately 15% in domestic equity funds, 5% in international equity funds, 35% in investment- grade fixed-income funds, 5% in high yield fixed-income funds, and
40% in short-term funds (approximately 10 to 15 years after the year 2030). Ultimately, the fund will merge with Freedom Income Fund.

				
	Fidelity Freedom 2040 Fund®	  	FFFFX	  	0718	  	 Seeks high total return until its target retirement date. Thereafter the fund’s objective will be to seek high current income and,
as a secondary objective, capital appreciation.
  
 Investing in a
combination of underlying Fidelity equity, fixed-income, and short-term funds using a moderate asset allocation strategy designed for investors expecting to retire around the year 2040. Allocating assets among underlying Fidelity funds according to
an asset allocation strategy that becomes increasingly conservative until it reaches approximately 15% in domestic equity funds, 5% in international equity funds, 35% in investment- grade fixed-income funds, 5% in high yield fixed-income funds, and
40% in short-term funds (approximately 10 to 15 years after the year 2040). Ultimately, the fund will merge with Freedom Income Fund.

				
	Fidelity Freedom 2005	  	FFFVX	  	1312	  	Seeks high total return until its target retirement date. Thereafter the fund’s objective

  
  

			
	MCG Capital Corporation 401k Plan	  	24

							
				
	Fund®	  		  		  	 will be to seek high current income and, as a secondary objective, capital appreciation.

 
 Investing in a combination of underlying Fidelity equity, fixed-income, and
short-term funds using a moderate asset allocation strategy designed for investors expected to have retired around the year 2005. Allocating assets among underlying Fidelity funds according to an asset allocation strategy that becomes increasingly
conservative until it reaches approximately 15% in domestic equity funds, 5% in international equity funds, 35% in investment- grade fixed-income funds, 5% in high yield fixed-income funds, and 40% in short-term funds (approximately 10 to 15 years
after the year 2005). Ultimately, the fund will merge with Freedom Income Fund.

				
	Fidelity Freedom 2015 Fund®	  	FFVFX	  	1313	  	 Seeks high total return until its target retirement date. Thereafter the fund’s objective will be to seek high current income and,
as a secondary objective, capital appreciation.
  
 Investing in a
combination of underlying Fidelity equity, fixed-income, and short-term funds using a moderate asset allocation strategy designed for investors expecting to retire around the year 2015. Allocating assets among underlying Fidelity funds according to
an asset allocation strategy that becomes increasingly conservative until it reaches approximately 15% in domestic equity funds, 5% in international equity funds, 35% in investment- grade fixed-income funds, 5% in high yield fixed-income funds, and
40% in short-term funds (approximately 10 to 15 years after the year 2015). Ultimately, the fund will merge with Freedom Income Fund.

				
	Fidelity Freedom 2025 Fund®	  	FFTWX	  	1314	  	 Seeks high total return until its target retirement date. Thereafter the fund’s objective will be to seek high current income and,
as a secondary objective, capital appreciation.
  
 Investing in a
combination of underlying Fidelity equity, fixed-income, and short-term funds using a moderate asset allocation strategy designed for investors expecting to retire around the year 2025. Allocating assets among underlying Fidelity funds according to
an asset allocation strategy that becomes increasingly conservative until it reaches approximately 15% in domestic equity funds, 5% in international equity funds, 35% in investment- grade fixed-income funds, 5% in high yield fixed-income funds, and
40% in short-term funds(approximately 10 to 15 years after the year 2025). Ultimately, the fund will merge

  
  

			
	MCG Capital Corporation 401k Plan	  	25

							
				
		  		  		  	with Freedom Income Fund
				
	Fidelity Freedom 2035 Fund®	  	FFTHX	  	1315	  	 Seeks high total return until its target retirement date. Thereafter the fund’s objective will be to seek high current income and,
as a secondary objective, capital appreciation.
  
 Investing in a
combination of underlying Fidelity equity, fixed-income, and short-term funds using a moderate asset allocation strategy designed for investors expecting to retire around the year 2035. Allocating assets among underlying Fidelity funds according to
an asset allocation strategy that becomes increasingly conservative until it reaches approximately 15% in domestic equity funds, 5% in international equity funds, 35% in investment- grade fixed-income funds, 5% in high yield fixed-income funds, and
40% in short-term funds (approximately 10 to 15 years after the year 2035). Ultimately, the fund will merge with Freedom Income Fund.

				
	Fidelity Freedom 2045 Fund®	  	FFFGX	  	1617	  	 Seeks high total return until its target retirement date. Thereafter the fund’s objective will be to seek high current income and,
as a secondary objective, capital appreciation.
  
 Investing in a
combination of underlying Fidelity equity, fixed-income, and short-term funds using a moderate asset allocation strategy designed for investors expecting to retire around the year 2045. Allocating assets among underlying Fidelity funds according to
an asset allocation strategy that becomes increasingly conservative until it reaches approximately 15% in domestic equity funds, 5% in international equity funds, 35% in investment- grade fixed-income funds, 5% in high yield fixed-income funds, and
40% in short-term funds (approximately 10 to 15 years after the year 2045). Ultimately, the fund will merge with Freedom Income Fund.

				
	Fidelity Freedom 2050 Fund®	  	FFFHX	  	1618	  	 Seeks high total return until its target retirement date. Thereafter the fund’s objective will be to seek high current income and,
as a secondary objective, capital appreciation.
  
 Investing in a
combination of underlying Fidelity equity, fixed-income, and short-term funds using a moderate asset allocation strategy designed for investors expecting to retire around the year 2050. Allocating assets among underlying Fidelity funds according to
an asset allocation strategy that becomes increasingly conservative until it reaches approximately 15% in domestic equity funds, 5% in international equity funds, 35% in investment- grade fixed-income funds, 5% in high
yield

  
  

			
	MCG Capital Corporation 401k Plan	  	26

							
				
		  		  		  	fixed-income funds, and 40% in short-term funds (approximately 10 to 15 years after the year 2050). Ultimately, the fund will merge with Freedom Income Fund

Exchanges from the Managed Income Portfolio to certain bond or money market funds (considered “competing funds”), must first be exchanged to an
option that is “non-competing”, such as an equity mutual fund. Ninety days after your exchange, you can then exchange your money to a “competing fund” by calling the Fidelity Participant Services Group Representative at
1-800-835-5097. While this requirement may seem restrictive, it is typically imposed by issuers, such as insurance companies, banks, or other approved financial institutions as a condition for issuing investment contracts to retirement plans. You
may also contact your Plan Administrator for more information. 
 If you have not supplied investment instructions, your Employer has directed
that your contributions to the plan will be invested, based upon your date of birth, in the Fidelity Freedom Funds described in the above table of this Appendix A. These funds are subject to the volatility of the financial markets and may be subject
to the additional risks associated with investing in high yield, small cap and foreign securities including the risk of loss of your principal investment. 
 You may redirect the investment of your future contributions or exchange your existing Account balance among available investment options by calling 1-800-835-5097 on any business day between 8:30 AM (ET)
and 8:00 PM (ET). This is an automated telephone service and you should follow the telephonic instructions or you can press the appropriate number if you want to talk to a Fidelity telephone representative. All representative-assisted calls will be
recorded for your protection. You may call the telephone number virtually 24 hours a day, seven days a week to check Account balances, prices, yields or obtain investment information. You may also use the internet to redirect the investment or your
future contributions or exchange your existing Account balance by logging onto NetBenefits® at
www.401k.com. Please contact the Plan Administrator for further information. 
 Exchanges received and confirmed
before the close of the market (usually 4:00 PM (ET)) will be posted on that business day based upon the closing price of the affected investment(s). Exchanges received and confirmed after the market close will be processed on the next business day
based upon the closing price of the affected investment(s) on that next business day. The minimum exchange is the lesser of $250 or 100% of your Account balance in the investment option. If your exchange is less than $250 then it may only be
exchanged into one investment option. A confirmation of your change in the investment of your future contributions or your exchange of an existing fund will be sent to you within five business days or an online confirmation will be displayed on
NetBenefits®. Fidelity reserves the right to change, restrict, or terminate exchange procedures to protect
mutual fund shareholders. 

  
  

			
	MCG Capital Corporation 401k Plan	  	27EXHIBIT 10.41

 Exhibit 10.41 

Non-Employee Director Compensation Summary 
 MCG Capital Corporation’s (the “Company’s”) non-employee directors are currently: (i) A. Hugh Ewing, III; (ii) Kim D. Kelly; (iii) Wallace B. Millner, III;
(iv) Richard W. Neu; (v) Kenneth J. O’Keefe; and (vi) Gavin Saitowitz. The compensation structure for the Company’s non-employee directors is as follows: 
 AWARD OF RESTRICTED STOCK UPON APPOINTMENT OR ELECTION 

The SEC has granted an order authorizing us to award restricted shares of our common stock to our non-employee directors. Under the
Amended and Restated 2006 Non-Employee Director Restricted Stock Plan, which we refer to as the 2006 Director Plan, non-employee directors each receive an award of 7,500 shares of restricted stock at the beginning of each three-year term of service
on our board of directors. Forfeiture provisions lapse as to one-third of the awarded shares each year over the three-year term. Awards of restricted stock under the 2006 Director Plan are automatic and may not be changed without further approval
from the SEC. 
 PAYMENT OF RETAINER FEE; CHAIR AND
COMMITTEE FEES; REIMBURSEMENT OF TRAVEL AND OTHER EXPENSES 

During the year ended December 31, 2010, each non-employee director received an annual retainer of $85,000 for his or her service on
our board of directors. Additional amounts were paid as follows: 
  

			
	Position	  	Additional Fees
		
	 Non-Employee Chairman of the Board
	  	    $15,000
		
	 Audit Committee and Investment and Valuation Committee Chairs
	  	    $15,000
		
	 Compensation Committee and Nominating and Corporate Governance Committee Chairs
	  	    $10,000
		
	 Audit Committee, Compensation Committee, Nominating and Corporate Governance Committee and Investment and Valuation Committee
Members (in addition to fees paid for service as Non-Employee Chairman of the Board for service as Committee chairs)
	  	    $10,000/Committee

All retainer amounts were paid quarterly during Fiscal 2010 in arrears. Non-employee directors also received reimbursement for reasonable
travel and other expenses in connection with attending meetings of our board of directors during Fiscal 2010.

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