SUPPLEMENTAL EXECUTIVE CHOICE PROGRAM
THE HOME DEPOT
EFFECTIVE JANUARY 1, 1999
Each calendar year every officer receives a supplemental benefit allowance under the Supplemental Executive
Choice Program (SECP). This allowance may be used to purchase additional disability or life insurance benefits,
or to reimburse themselves for financial services or for health care expenses not covered under Home Depot's
standard health care plans.
To be eligible for SECP, an employee must be an officer of the Company. The officer must elect coverage from
the options available through SECP.
Choices for enrollment will be available immediately upon eligibility and/or during annual enrollment in the fall of
MAXIMUM ANNUAL BENEFIT
The maximum benefits payable during a calendar year for all options combined is $15,000 for senior officers and
$10,000 for all other officers.
- SUPPLEMENTAL LONG TERM DISABILITY (LTD) INSURANCE (SDIP) - additional LTD insurance
designed to replace a greater percentage of the value of the officers total compensation.
- SUPPLEMENTAL LIFE INSURANCE (SLI) - Variable Universal Life Insurance for up to three times base
salary plus bonus minus the $300,000 already provided by The Home Depot, up to a specified maximum.
- FINANCIAL PLANNING & COUNSELING SERVICES - reimbursement for financial planning and
counseling services up to a specified amount which varies by year.
- EXECUTIVE MEDICAL REIMBURSEMENT ACCOUNT (EMRA) - reimbursement for most medical and
dental expenses not covered under the standard medical and dental plans for self and family up to a maximum of
the SECP benefits allowance. Expenses must qualify under applicable IRS regulations.
The dollars one elects to spend for SDIP, SLI, Financial Planning & Counseling Services and EMRA under
SECP will be taxable in the year in which the benefits are paid. This amount will be reported on the W-2 for that
same year. Applicable taxes include Federal